Common use of Low Census Clause in Contracts

Low Census. Nurses who report for work as scheduled and who must leave because of low census shall be paid a minimum of four (4) hours report pay at the straight-time rate. The Employer shall continue its efforts to provide at least two (2) hours prior notice of low census day off. Low census call will be voluntary whenever feasible. Procedures for insuring effective contact and communication between nurses and the hospital shall be referred to the Conference Committee. Where skill, ability, experience, competence or qualifications are not overriding factors as determined by the Employer on the basis of relevant criteria, low census days will be rotated equitably among all nurses, registry nurses first, then volunteers, then nurses receiving time and one-half or double time overtime/premium except those nurses working a scheduled shift, per diem staff and part time staff working an extra shift. Nurses may also be offered the option or may be assigned to float to areas where they are needed, qualified and recently oriented on the basis of the nurse having completed a written technical skills checklist for the area, or to be oriented to a new area, or to take an indirect patient care assignment. Floating is primarily intended to be used to address fluctuations in census and employee absences. No nurse shall be required to float more than twice per shift. Regular full-time and part-time nurses will be given priority over casual and/or per diem nurses for filling regularly scheduled staffing needs provided the full-time or part-time nurse is available and skill, ability, experience, competence or qualification are not overriding factors as determined by the Employer on the basis of relevant criteria. Mandatory low census will be limited to no more than forty-eight (48) hours per nurse per six (6) month period. Generally low census is house wide, meaning there is only one 48 hour cap. Except that there shall be no such limit for nurses in a unit that has been mutually agreed by WSNA and SRH to be identified as a “closed” unit. Low Census hours will be tracked by the Employer but nurses who believe they have reached their cap and do not want to be low censused must notify the individual advising them of the low census assignment at the time the need for low census is being identified. The nurse may request of their manager or nursing office staff to determine accumulated low census hours and the nurse’s place in rotation in relation to other core staff on his/her unit.

Low Census. Nurses who report 19. When the Hospital determines that a reduction in staff is necessary for work a short period or an indeterminate period that is expected to be short (referred to in this Agreement as scheduled and who must leave because of “low census shall days”), the sequence for staff reduction for nurses in the classification and shift involved will be paid a minimum of four (4as follows, provided that the remaining nurses in the classification and shift are qualified to perform the work to be done: 19.1. Nurse(s) hours report pay at on an incentive shift; 19.2. Volunteers; 19.3. Temporary nurses; 19.4. Per diem nurses; and then 19.5. Remaining nurses in the straight-time rateclassification and shift. The Employer shall continue its Without altering the provisions above, the Hospital will make good faith reasonable efforts to provide at cancel agency nurses and traveling nurses, if such cancellation can be done without cost to the Hospital. 19.6. Within each of the above groups, if there are more nurses than low census time to be covered, the nurses with the least two (2) hours prior notice of recent low census day off. Low census call (including by volunteering) in the same pay period will be voluntary whenever feasiblegiven the low census day, except if they are otherwise exempted by Article 19.7. Procedures for insuring effective contact and communication between nurses and A low census log will be available to all nurses. 19.7. Prior to placing a nurse on low census, the hospital shall be referred unit manager or Hospital Supervisor may float the nurse to units requiring the Conference Committee. Where skillassistance of an additional RN, ability, experience, competence or qualifications are not overriding factors as determined by the Employer supervisor assigned to managing daily staffing on the basis of relevant criteriarequesting unit, provided the nurse is qualified to perform the assistance required. 19.8. The Hospital may assign nurses on low census days to be on standby, and if called in to work the call back provisions in Appendix A (C) will be rotated equitably among all nursesapply. 19.9. When additional hours of work are needed in the same classification and shift as nurses who are on a low census day, registry the Hospital will first call qualified nurses firstin the classification who are on standby for the shift who were placed on standby as a result of low- census, then volunteers, then before calling other nurses receiving time and one-half or double time overtime/premium except those nurses working a scheduled shift, per diem staff and part time staff working an extra shiftwho are on standby. 19.10. Nurses who are placed on low census may also be offered either take the option day without pay or may be assigned to float to areas where they are needed, qualified and recently oriented on the basis of the nurse having completed a written technical skills checklist for the area, or to be oriented to a new area, or to take an indirect patient care assignment. Floating is primarily intended to be used to address fluctuations in census and employee absences. No nurse shall be required to float more than twice per shift. Regular full-time and part-time nurses will be given priority over casual and/or per diem nurses for filling regularly scheduled staffing needs provided the full-time or part-time nurse is available and skill, ability, experience, competence or qualification are not overriding factors as determined by the Employer on the basis of relevant criteria. Mandatory low census will be limited to no more than forty-eight (48) hours per nurse per six (6) month period. Generally low census is house wide, meaning there is only one 48 hour cap. Except that there shall be no such limit for nurses in a unit that has been mutually agreed by WSNA and SRH to be identified as a “closed” unit. Low Census hours will be tracked by the Employer utilize accrued but nurses who believe they have reached their cap and do not want to be low censused must notify the individual advising them of the low census assignment at the time the need for low census is being identified. The nurse may request of their manager or nursing office staff to determine accumulated low census hours and the nurse’s place in rotation in relation to other core staff on his/her unitunused PTO.

Low Census. Nurses who report for work as scheduled and who must leave because During temporary periods of low census census, the Hospital will determine the level of staffing it deems necessary, and shall be paid a minimum of four release staff in the following order (4) hours report pay at the straight-time rate. The Employer shall continue its efforts to provide at least two (2) hours prior notice of low census day off. Low census call will be voluntary whenever feasible. Procedures for insuring effective contact and communication between nurses and the hospital shall be referred to the Conference Committee. Where provided skill, abilitycompetence, experience, competence or qualifications ability and availability are not overriding factors as determined by the Employer based on the basis Hospital's opinion of relevant criteriamandatory established criteria of Hospital and unit based standards): 1. Short notice registry agency personnel; 2. Extended assignment agency/travel personnel; 3. Nurses working overtime who volunteer for low census; 4. Volunteers (the day off shall be counted for purposes of the rotations list); and 5. Nurses working overtime who do not volunteer. If the Hospital determines it still must "low census" staff, it shall seek to equitably rotate low census days will be rotated equitably among all within a Hospital unit or functional area in this order: 1. On-call ["Recall nurses, registry nurses first, then volunteers, then nurses receiving time and one" after other on-half or double time overtime/premium except those nurses working a scheduled shift, per diem staff and part time staff working an extra shift. Nurses may also be offered the option or may be assigned to float to areas where they are needed, qualified and recently oriented on the basis of the nurse having completed a written technical skills checklist for the area, or to be oriented to a new area, or to take an indirect patient care assignment. Floating is primarily intended to be used to address fluctuations in census and employee absences. No nurse shall be required to float more than twice per shiftcall nurses]; 2. Regular full-time and part-time nurses will be given priority over casual and/or per diem working extra shifts (a cancelled shift is not counted as a low census day); and 3. Regular full-time and part-time nurses in rotation, provided skill, competence, ability, and availability are not overriding factors based on the Hospital opinion of mandatory established criteria of Hospital and unit based standards for filling regularly scheduled staffing needs provided the such on-call, regular full-time or part-time nurses. It is understood that at any time the Hospital may elect (subject to Section 8.5, Floating) to float staff to other units based on its assessment of need (such as patient census, skill mix and acuity). If a nurse is placed on low census "out of turn" pursuant to the above guidelines, the nurse shall be "skipped" for the next applicable rotation. The current method of tracking low census rotation in a work unit (i.e., least total hour rotation, last date of low census, or percentage of low census hours to scheduled hours) shall be continued. For rotation purposes, nurses shall report their low census hours to the Staffing Office in increments of four (4) hours. This method shall be reviewed periodically with Conference Committee. A sign up sheet will be available and from the Nurse Staffing Office for those who wish to volunteer for low census time off. Regularly scheduled nurses will notify the Nurse Staffing Office or other designated scheduling authority if they wish additional hours. Regularly scheduled nurses shall not be placed on low census if on-call nurses are working on a unit provided skill, abilitycompetence, experience, competence or qualification and ability are not overriding factors as determined by in the Employer on the basis of relevant criteria. Mandatory low census will be limited to no more than forty-eight (48) hours per nurse per six (6) month period. Generally low census is house wide, meaning there is only one 48 hour cap. Except that there shall be no such limit for nurses in a unit that has been mutually agreed by WSNA and SRH to be identified as a “closed” unit. Low Census hours will be tracked by the Employer but nurses who believe they have reached their cap and do not want to be low censused must notify the individual advising them opinion of the low census assignment at the time the need for low census is being identified. The nurse may request Hospital based on mandatory established criteria of their manager or nursing office staff to determine accumulated low census hours Hospital and the nurse’s place in rotation in relation to other core staff on his/her unitunit based standards.

Low Census. Nurses who report for ‌ In the event of a temporary decrease in occupancy and/or the level of care required by residents in the facility to the extent that there is insufficient work as scheduled and who must leave because of to require the normal staffing, the Employer shall have the option to assign low census days/hours to employees. Low census days/hours shall be paid a minimum of four (4) hours report pay at assigned pursuant to the straight-time ratefollowingprocedure. 1. The Employer shall continue its efforts first consider whether employees in the job classification and unit that is experiencing low census for the shift can be reassigned to another unit (and/or, where appropriate, another job classification) for which the employee is qualified. Unless specific, documented resident care needs are overriding, Such reassignment shall be made to the least senior employee in the job class without rotation (this only applies to low-census-driven floating assignments. Floating required to cover unexpected staff vacancies may be equitably rotated among staff based upon resident care needs). No employee shall suffer a reduction in his/her pay due to such temporaryreassignment. 2. If reassignment is not appropriate, unless specific, documented resident care needs are overriding, low census call-offs shall be made in accordance to the following: a. Employees shall first be asked to volunteer to take a low census day/hours (the Employer may provide at least two (2) hours prior notice opportunity for employees to indicate interest in "volunteering" census in advance and may assume individuals who do not "sign up" do not wish to volunteer, xxxxxxxxxx having to inquire of each scheduled employee within the job class). b. If there are an insufficient number of volunteers to accomplish the necessary reduction then employees shall be designated by the Employer to take a low census day off. Low Assignments of low census call will be voluntary whenever feasible. Procedures for insuring effective contact and communication between nurses and the hospital days/hours shall be referred to rotated among the Conference Committee. Where skill, ability, experience, competence or qualifications are not overriding factors as determined by the Employer on the basis of relevant criteria, low census days will be rotated equitably among all nurses, registry nurses first, then volunteers, then nurses receiving time and one-half or double time overtime/premium except those nurses working staff in affected departments so that no employee in a scheduled shift, per diem staff and part time staff working an extra shift. Nurses may also be offered the option or may be assigned to float to areas where they are needed, qualified and recently oriented on the basis of the nurse having completed a written technical skills checklist for the area, or to be oriented to a new area, or to take an indirect patient care assignment. Floating is primarily intended to be used to address fluctuations in census and employee absences. No nurse department shall be required to float more than twice per shifttake a second low census day until all employees in the department shall have taken a low census day. Regular full-time and part-time nurses Low census assignments shall initially be made in the reverse order of seniority. After all employees in a departmenthave taken a low census day then the rotation will begin again with the least senior employee. An employee who volunteers to take a low census day shall be regarded for the purpose of rotation to have been assigned that day as a low census day. Nothing herein shall limit the number of low census days an employee may accept as a volunteer. Low census days shall be without compensation-. - (except Show- Up pay, if applicable). However, employees may use available vacation time. c. Should an employee be called off out of turn in the rotation, his/her remedy will be given priority over casual and/or per diem nurses to be skipped in the rotation when his/her "turn" next comes up. d. If an employee is called off due to low census, the employee shall be eligible to have the hours he/she was scheduled to work count as time worked for filling regularly scheduled staffing needs provided the full-following, including but not limited to: • Eligibility for benefits • Waiting periods under health insurance and other fringe benefit plan • Vacation and, sick leaveaccruals The employee may have to complete a form requesting such "credit" if the Employer's time or part-time nurse & attendance system is available and skill, ability, experience, competence or qualification are not overriding factors as determined by the Employer on the basis of relevant criteria. Mandatory set up to automatically track low census will be limited hours. 3. It is understood that reduction in hours due to no more than forty-eight (48) hours per nurse per six (6) month period. Generally low census is house wide, meaning there is only one 48 hour cap. Except that there shall be no such limit for nurses in a unit that has been mutually agreed by WSNA and SRH expected to be identified as a “closed” unittemporary state. Low Census hours will be tracked by In the event bargaining unit employees within the same job classification or department are assigned low census time off on a majority of the days during a forty-five (45) calendar day period, the Employer but nurses who believe they have reached their cap and do not want to be low censused must notify the individual advising them Union shall meet within ten (10) calendar days of the Union’s request to discuss alternatives, including the feasibility of implementing the layoff provisions of this Agreement. Notwithstanding, the Union may request a meeting with the Employer at any point of low census assignment at the time the need for low census to discuss appropriate solutions, if it is being identified. The nurse may request of their manager or nursing office staff determined that reduction in hours is causing significant distress and economic impact to determine accumulated low census hours and the nurse’s place in rotation in relation to other core staff on his/her unitbargaining unit employees.

Low Census. Nurses who report for work as scheduled and who must leave because of Section 1: At the time the schedule is posted, a low census calendar mirroring the schedule time period shall also be posted. The Employees who volunteer for low census hours will indicate their desire on the low census calendar. Section 2: If the Employer needs to temporarily reduce staffing on a particular shift, the Clinical Manager, or in the alternative, the Area Manager or Director of Operations, as applicable, shall consult the low census calendar for volunteers. Voluntary low census days shall be paid a minimum distributed as equitably as reasonably possible among the volunteer Employees. Section 3: If there are insufficient volunteer Employees for low census hours, the Clinical Manager, or in the alternative, the Area Manager or Director of four (Operations, as applicable, will assign an Employee or Employees to be off work. Such assignment shall adhere to the provisions set forth in Article XIV, Section 4) hours report pay at . Section 4: At management discretion based on the straightneeds of the business, Employees placed on low census, may be classified as either “low census on-time ratecall” or “low census no recall”, and shall be given reasonable advance notice based on the needs of the business while the Employees are on duty. The Employer If the Employees have not yet reported to work, they shall continue its efforts to provide be given at least two (2) hours prior hours’ notice of low census day off. Low census call will be voluntary whenever feasible. Procedures for insuring effective contact and communication between nurses and the hospital shall be referred to the Conference Committee. Where skill, ability, experience, competence or qualifications are not overriding factors as determined by the Employer on the basis of relevant criteria, low census days will be rotated equitably among all nurses, registry nurses first, then volunteers, then nurses receiving time and one-half or double time overtime/premium except those nurses working a scheduled shift, per diem staff and part time staff working an extra shift. Nurses may also be offered the option or may be assigned to float to areas where they are needed, qualified and recently oriented on the basis of the nurse having completed a written technical skills checklist for the area, or to be oriented to a new area, or to take an indirect patient care assignment. Floating is primarily intended to be used to address fluctuations in census and employee absences. No nurse shall be required to float more than twice per shift. Regular full-time and part-time nurses will be given priority over casual and/or per diem nurses for filling regularly scheduled staffing needs provided the full-time or part-time nurse is available and skill, ability, experience, competence or qualification are not overriding factors as determined by the Employer on the basis of relevant criteria. Mandatory low census will be limited to no more than forty-eight (48) hours per nurse per six (6) month period. Generally low census is house wide, meaning there is only one 48 hour cap. Except that there shall be no such limit for nurses in a unit that has been mutually agreed by WSNA and SRH to be identified as a “closed” unit. Low Census hours will be tracked by the Employer but nurses who believe they have reached their cap and do not want to be low censused must notify the individual advising them of the low census assignment at designated or pay in lieu thereof. If designated as “low census on-call”, the Employee shall be on-call for a four hour period following the time the need for of low census and shall receive on-call pay during this period when they are on-call but not working. If recalled, the Employee must report to work within one hour, and shall receive $5.00 per hour, for every hour worked on recall. Low Census on- call will not be used to create split shifts. If designated as “low census no recall”, the Employee will not be recalled and is being identifiedunder no obligation to report back to work during that shift, nor will the Employee be paid on-call pay. When both “low census on-call” and “low census no-recall” are needed, the affected Employees will be permitted to collaboratively determine which Employee will assume which designation of low census. The nurse Employer and Employee agree that Employees will use their best and positive efforts to agree as to the determination among themselves. If it appears to the Employer that it has been made otherwise, that is not best efforts or not positive, the Employer may request of their manager or nursing office staff make the determination regarding the low census designation and document that decision. If the Employees are unable to determine accumulated who shall take which designation, the Employer shall assign the low census hours and the nurse’s place in rotation in relation to other core staff on his/her unita rotating equitable fashion.

Low Census. Nurses who report for work as Low Census (L/C) will be first assigned on an affected unit on a voluntary basis. If there are not sufficient volunteers, L/C time will be assigned on a rotational, fair and equitable basis on the affected unit, starting with the least senior nurse, shift-by-shift. The “fair and equitable” commitment will be on a shift-by-shift, day-by-day basis with skills, competence, and ability of the nurses scheduled and who must leave because of low census that shift being taken into consideration by the Employer. A turn in the rotation shall be paid occur when a nurse (1) receives a minimum of four (4) or more hours report pay at the straight-time rate. The Employer shall continue its efforts to provide at least two of L/C or (2) hours prior notice accumulates a minimum four-hour block of low census day offcensus. Low census call will be voluntary whenever feasible. Procedures for insuring effective contact and communication between nurses and the hospital shall be referred to the Conference Committee. Where skillProvided, abilityhowever, experience, competence if it is a full- or qualifications are not overriding factors as determined by the Employer on the basis of relevant criteria, low census days will be rotated equitably among all nurses, registry nurses first, then volunteers, then nurses receiving time and one-half or double time overtime/premium except those nurses working a scheduled shift, per diem staff and part time staff working an extra shift. Nurses may also be offered the option or may be assigned to float to areas where they are needed, qualified and recently oriented on the basis of the nurse having completed a written technical skills checklist for the area, or to be oriented to a new area, or to take an indirect patient care assignment. Floating is primarily intended to be used to address fluctuations in census and employee absences. No nurse shall be required to float more than twice per shift. Regular full-time and part-time nurses will nurse’s turn to be given priority over casual and/or per diem nurses for filling regularly scheduled staffing needs provided the full-time LC’d on an affected unit and shift, and that full- or part-time nurse is available cross trained to another unit unaffected by LC, and skillthere is a PRNper diem nurse without an FTE or an agency nurse scheduled for the same shift on the unaffected unit, abilitythe full- or part- time cross trained nurse may exercise his/her seniority to be reassigned by nursing management to the unaffected unit for such shift, experience, competence so long as the PRNper diem nurse can be LC’d without the hospital incurring Report Pay under Section 10.11 or qualification are not overriding factors as determined the agency nurse can be released without the hospital being charged by the Employer agency for the agency nurse’s shift. After a nurse has received sixteen (16) hours of L/C in the month, the nurse can request priority to work their scheduled shift over nurses on the basis affected unit with less seniority, subject to any skill and ability consideration. Provided, however, if it is a cross-trained nurse’s turn to be L/C’d because s/he is the least senior nurse scheduled on the affected shift and unit, and there is a less senior nurse scheduled for the same shift on an unaffected unit where the more senior nurse is cross-trained, the more senior cross-trained nurse may exercise his/her seniority [after receiving sixteen (16) hours of relevant criteriaL/C in the current month] to be reassigned by nursing management to an unaffected unit where the least senior nurse can be L/C’d, in an effort to have all nursing areas share in L/C time. Mandatory low census Not worked L/C on-call time will be limited counted toward L/C time for these calculations. The L/C-On-Call rotation list will restart with each new calendar month. In counting L/C hours for the purpose of the fair and equitable distribution commitment, the following criteria shall apply: a. Only shifts within the nurse’s established FTE status and extra shifts assigned prior to no more than forty-eight (48) hours per nurse per six (6) month period. Generally low census is house wide, meaning there is only one 48 hour cap. Except that there shall be no such limit for nurses in a unit that has been mutually agreed by WSNA and SRH to be identified as a “closed” unit. Low Census hours the monthly schedule being posted will be tracked by counted. Cancelled extra shifts assigned after the Employer but nurses who believe they have reached their cap and do monthly schedule is posted will not want to be low censused must notify the individual advising them counted toward an individual’s fair share of the low census assignment at the time the need for low census is being identified. The nurse may request of their manager or nursing office staff to determine accumulated low census L/C hours and the nursenurse shall not be required to be on call. b. Requested (voluntary) L/C hours will count if they meet the criteria described in Section (a). c. Part-time and full-time nurses will have priority to work their scheduled shift over PRNrelief, per diem and agency nurses when L/C’s place are being assigned, subject to any skill and ability considerations. d. Scheduled Relief PRN nurses (on a regular prescheduled shift) shall have priority over unscheduled PRNper diem nurses when L/Cs are being assigned, subject to any skill and ability considerations. e. If a nurse works an extra shift earlier in rotation in relation the work week, that extra shift will not be considered for purposes of determining the assignment of L/C. Not worked On-Call time will be counted toward L/C time for these calculations. Scheduled Registered Nurses will be notified one and one-half (1 1/2) hours before their shift is to other core staff begin that they are being placed on hisL/her unit.C.

Low Census. Nurses who report for work as scheduled and who must leave because of low census shall be paid a minimum of four (4) hours report pay at the straight-time rate. The Employer shall continue its efforts to provide at least two (2) hours prior notice of low census day off. Low census call will be voluntary whenever feasible. Procedures for insuring effective contact and communication between nurses and the hospital shall be referred to the Conference Committee. Where skill, ability, experience, competence or qualifications are not overriding factors as determined by the Employer on the basis of relevant criteria, low census days will be rotated equitably among all nurses, registry nurses first, then volunteers, then nurses receiving time and one-half or double time overtime/premium except those nurses working a scheduled shiftpremium, then volunteers, per diem staff and part time staff working an extra shift. Nurses may also be offered the option or may be assigned to float to areas where they are needed, qualified and recently oriented on the basis of the nurse having completed a written technical skills checklist for the area, or to be oriented to a new area, or to take an indirect patient care assignment. Floating is primarily intended to be used to address fluctuations in census and employee absences. No nurse shall be required to float more than twice per shift. Regular full-time and part-time nurses will be given priority over casual and/or per diem nurses for filling regularly scheduled staffing needs provided the full-time or part-time nurse is available and skill, ability, experience, competence or qualification are not overriding factors as determined by the Employer on the basis of relevant criteria. Mandatory low census will be limited to no more than forty-eight (48) hours per nurse per six (6) month period. Generally low census is house wide, meaning there is only one 48 hour cap. Except that there shall be no such limit for nurses in a unit that has been mutually agreed by WSNA and SRH to be identified as a “closed” unit. Low Census hours will be tracked by the Employer but nurses who believe they have reached their cap and do not want to be low censused must notify the individual advising them of the low census assignment at the time the need for low census is being identified. The nurse may request of their manager or nursing office staff to determine accumulated low census hours and the nurse’s place in rotation in relation to other core staff on his/her unit.

Low Census. Nurses Low census shall be defined as a decline in patient care requirements or a period of low need resulting in a temporary staff decrease. During periods of low census, the Employer will equitably rotate mandatory low census among all available employees by unit, classification and shift providing skill, competence and ability are adequate to meet patient care needs. Agency employees will be released from work prior to implementing low census providing the other regular employees remaining on the unit possess the skills, ability and experience to perform the required work and patient safety is not a factor in the judgment of the Employer. When scheduled staff exceeds patient care needs, the Employer would intend to reduce its staff in the following cut order: First Cut Employees working in any time and one-half (1 1/2) condition (excluding employees receiving rest between shift premium pay) Next Cut Requested cut (volunteers) Next Cut Per Diem Next Cut Supplemental Part-time Next Cut Part-time working above their FTE Next Cut Mandatory rotational cut to include full-time, part-time and temporary employees Cut hours will be applied in the above order by seniority within a job classification in the department providing skill, competency, and ability in a specific area are considered equal by the Employer. In an effort to maintain an equitable rotation of low census, employees subject to low census will be given the opportunity to voluntarily float to other units where the need exists, and where the employee is qualified to perform the required work in the opinion of the Employer. This includes voluntary floating from one Medical Center facility to another, such as from Hospice House to the main hospital. Employees may use this provision to voluntarily float in order to orient to a unit where they require orientation but are otherwise qualified to perform the work, when it is mutually agreeable between the employee and the manager of the unit to which the employee is floating, provided the employee pre-identifies the unit to which the employee wishes to orient, and receives pre-approval from his or her manager. Employees who report for work as scheduled and who must leave because wish to have a secondary per diem position in order to voluntarily float in times of low census shall to a different job classification may notify Human Resources of their interest in establishing a secondary per diem position. The Employer will evaluate the need to post a per diem position based on relevant criteria, in the opinion of the Employer. Voluntary low census will not count towards rotation cuts. Employees experiencing reduced hours will be paid a minimum given first consideration for additional hours of work provided they notify management in writing of the dates and shifts they are available. If an employee is inadvertently cut out of turn, the mistake will be remedied on the next rotation or as soon as possible. Cut lists will be available in the staffing office for employees to view on request. The Employer will give at least one and one-half (1 1/2) hours' notice in advance of the scheduled shift of pending cut hours. If the Employer does not attempt to notify the employee at least one and one-half (1 1/2) hours in advance of the shift and the employee reports to work, the employee will be provided at management’s discretion, with four (4) hours report of work, or four (4) hours of pay at the straight-time ratestraight time. The Employer shall continue its efforts to provide at least two (2) hours prior notice of low census day off. Low census call will be voluntary whenever feasible. Procedures for insuring effective contact and communication between nurses and the hospital shall be referred to the Conference Committee. Where skill, ability, experience, competence or qualifications are not overriding factors as determined by If the Employer on does attempt to notify the basis of relevant criteriaemployee within the deadline but fails to reach the employee, low census days the Employer will be rotated equitably among all nurses, registry nurses first, then volunteers, then nurses receiving time and one-half or double time overtime/premium except those nurses working a scheduled shift, per diem staff and part time staff working an extra shift. Nurses may also be offered the option or may be assigned to float to areas where they are needed, qualified and recently oriented on the basis of the nurse having completed a written technical skills checklist for the area, or to be oriented to a new area, or to take an indirect patient care assignment. Floating is primarily intended to be used to address fluctuations in census and employee absences. No nurse shall not be required to float more than twice per shift. Regular full-time and part-time nurses will be given priority over casual and/or per diem nurses for filling regularly scheduled staffing needs provided pay the full-time or part-time nurse is available and skill, ability, experience, competence or qualification are not overriding factors as determined by the Employer on the basis of relevant criteria. Mandatory low census will be limited to no more than forty-eight four (484) hours per nurse per six (6) month period. Generally low census is house wide, meaning there is only one 48 hour cap. Except that there shall be no such limit for nurses in a unit that has been mutually agreed by WSNA and SRH to be identified as a “closed” unit. Low Census hours will be tracked by the Employer but nurses who believe they have reached their cap and do not want to be low censused must notify the individual advising them of the low census assignment at the time the need for low census is being identified. The nurse may request of their manager or nursing office staff to determine accumulated low census hours and the nurse’s place in rotation in relation to other core staff on his/her unitguarantee.

Low Census. Nurses who report for ‌ In the event of a temporary decrease in occupancy and/or the level of care required by residents in the facility to the extent that there is insufficient work as scheduled and who must leave because of to require the normal staffing, the Employer shall have the option to assign low census days/hours to employees. Low census days/hours shall be paid a minimum of four (4) hours report pay at assigned pursuant to the straight-time ratefollowingprocedure. 1. The Employer shall continue its efforts first consider whether employees in the job classification and unit that is experiencing low census for the shift can be reassigned to another unit (and/or, where appropriate, another job classification) for which the employee is qualified. Unless specific, documented resident care needs are overriding, Such reassignment shall be made to the least senior employee in the job class without rotation (this only applies to low-census-driven floating assignments. Floating required to cover unexpected staff vacancies may be equitably rotated among staff based upon resident care needs). No employee shall suffer a reduction in his/her pay due to such temporaryreassignment. 2. If reassignment is not appropriate, unless specific, documented resident care needs are overriding, low census call-offs shall be made in accordance to the following: a. Employees shall first be asked to volunteer to take a low census day/hours (the Employer may provide at least two (2) hours prior notice opportunity for employees to indicate interest in "volunteering" census in advance and may assume individuals who do not "sign up" do not wish to volunteer, ratherthan having to inquire of each scheduled employee within the job class). b. If there are an insufficient number of volunteers to accomplish the necessary reduction then employees shall be designated by the Employer to take a low census day off. Low Assignments of low census call will be voluntary whenever feasible. Procedures for insuring effective contact and communication between nurses and the hospital days/hours shall be referred to rotated among the Conference Committee. Where skill, ability, experience, competence or qualifications are not overriding factors as determined by the Employer on the basis of relevant criteria, low census days will be rotated equitably among all nurses, registry nurses first, then volunteers, then nurses receiving time and one-half or double time overtime/premium except those nurses working staff in affected departments so that no employee in a scheduled shift, per diem staff and part time staff working an extra shift. Nurses may also be offered the option or may be assigned to float to areas where they are needed, qualified and recently oriented on the basis of the nurse having completed a written technical skills checklist for the area, or to be oriented to a new area, or to take an indirect patient care assignment. Floating is primarily intended to be used to address fluctuations in census and employee absences. No nurse department shall be required to float more than twice per shifttake a second low census day until all employees in the department shall have taken a low census day. Regular full-time and part-time nurses Low census assignments shall initially be made in the reverse order of seniority. After all employees in a departmenthave taken a low census day then the rotation will begin again with the least senior employee. An employee who volunteers to take a low census day shall be regarded for the purpose of rotation to have been assigned that day as a low census day. Nothing herein shall limit the number of low census days an employee may accept as a volunteer. Low census days shall be without compensation-. - (except Show- Up pay, if applicable). However, employees may use available vacation time. c. Should an employee be called off out of turn in the rotation, his/her remedy will be given priority over casual and/or per diem nurses to be skipped in the rotation when his/her "turn" next comes up. d. If an employee is called off due to low census, the employee shall be eligible to have the hours he/she was scheduled to work count as time worked for filling regularly scheduled staffing needs provided the full-following, including but not limited to: • Eligibility for benefits • Waiting periods under health insurance and other fringe benefit plan • Vacation and, sick leaveaccruals The employee may have to complete a form requesting such "credit" if the Employer's time or part-time nurse & attendance system is available and skill, ability, experience, competence or qualification are not overriding factors as determined by the Employer on the basis of relevant criteria. Mandatory set up to automatically track low census will be limited hours. 3. It is understood that reduction in hours due to no more than forty-eight (48) hours per nurse per six (6) month period. Generally low census is house wide, meaning there is only one 48 hour cap. Except that there shall be no such limit for nurses in a unit that has been mutually agreed by WSNA and SRH expected to be identified as a “closed” unittemporary state. Low Census hours will be tracked by In the event bargaining unit employees within the same job classification or department are assigned low census time off on a majority of the days during a forty-five (45) calendar day period, the Employer but nurses who believe they have reached their cap and do not want to be low censused must notify the individual advising them Union shall meet within ten (10) calendar days of the Union’s request to discuss alternatives, including the feasibility of implementing the layoff provisions of this Agreement. Notwithstanding, the Union may request a meeting with the Employer at any point of low census assignment at the time the need for low census to discuss appropriate solutions, if it is being identified. The nurse may request of their manager or nursing office staff determined that reduction in hours is causing significant distress and economic impact to determine accumulated low census hours and the nurse’s place in rotation in relation to other core staff on his/her unitbargaining unit employees.

Low Census. Nurses The Employer may temporarily reduce staff in response to reductions in patient visits, utilization or other available work. 9.11.1 Prior to assigning involuntary low census, the Employer shall seek volunteersfrom within an affected job classification on the affected shift within the administrative department or health center. If volunteers are insufficient, the Employer will next low census in the following order scheduled staffing or temporary agency personnel, employees working in excess of their FTE, and per diem staff on the affected shift. If those steps do not reduce staffing to the level needed in a particular job classification on a particular shift, and provided that qualifications, skills, experience and ability of the individuals who report for work as are scheduled on an affected shift are not over‐riding factors in the opinion of the manager, the Employer shall assign involuntary low census hours on a rotational basis equitably among full‐ and who must leave because part‐ time staff on the affected shift within the impacted job classification in the affected administrative department or health center. 9.11.2 Unless low census needs to be assigned mid‐shift, the Employer will endeavor to notify an affected employee of low census prior to the beginning of the scheduled shift. Pre‐shift notification will be made to the employee’s phone number of record. When an employee is placed on low census, unless assigned on‐call duties under Section 10.7, the employee shall not be expected to be available to report for or return to work. Low censused full‐ or part‐time employees may at their option use accrued vacation in increments of not less than one hour provided such employees have otherwise completed the length of service which is a pre‐condition to the use of such paid a minimum of four (4) hours report pay at the straight-time rate. The Employer shall continue its efforts to provide at least two (2) hours prior notice of off. 9.11.3 A low census day off. Low census call sheet/rotation record will be voluntary whenever feasible. Procedures for insuring effective contact and communication between nurses and the hospital shall be referred available in each department or health center to the Conference Committee. Where skill, ability, experience, competence or qualifications are not overriding factors as determined by the Employer on the basis of relevant criteria, low census days will be rotated equitably among all nurses, registry nurses first, then volunteers, then nurses receiving time and one-half or double time overtime/premium except those nurses working both provide a scheduled shift, per diem staff and part time staff working an extra shift. Nurses may also be offered the option or may be assigned way to float to areas where they are needed, qualified and recently oriented on the basis of the nurse having completed a written technical skills checklist for the area, or to be oriented to a new area, or to take an indirect patient care assignment. Floating is primarily intended to be used to address fluctuations in census and employee absences. No nurse shall be required to float more than twice per shift. Regular full-time and part-time nurses will be given priority over casual and/or per diem nurses for filling regularly scheduled staffing needs provided the full-time or part-time nurse is available and skill, ability, experience, competence or qualification are not overriding factors as determined by the Employer on the basis of relevant criteria. Mandatory low census will be limited to no more than forty-eight (48) hours per nurse per six (6) month period. Generally low census is house wide, meaning there is only one 48 hour cap. Except that there shall be no such limit for nurses in a unit that has been mutually agreed by WSNA and SRH to be identified as a “closed” unit. Low Census hours will be tracked by the Employer but nurses who believe they have reached their cap and do not want to be low censused must notify the individual advising them of the low census assignment at the time the need volunteer for low census is being identifiedand to document assignments of involuntary low census hours. The nurse may request of list shall be maintained by job classification within the administrative department or health center. When an employee has been involuntarily low censused within their manager job classification within the department or nursing office staff to determine accumulated health center, they will not be involuntarily low censused again unless all qualified employees in the same job classification scheduled on the same shift have received as many involuntary low census hours and the nurse’s place in rotation in relation to other core staff on his/her unithours.

Low Census. Nurses who report for work as scheduled and who must leave because of low census shall be paid a minimum of four (4) hours report pay at the straight-time rate. The Employer shall continue its efforts to provide at least two (2) hours prior notice of low census day off. Low census call will be voluntary whenever feasible. Procedures for insuring effective contact and communication between nurses and the hospital shall be referred to the Conference Committee. Where skill, ability, experience, competence or qualifications are not overriding factors as determined by the Employer on the basis of relevant criteria, low census days will be rotated equitably among all nurses, registry nurses first, then volunteers, then nurses receiving time and one-half or double time overtime/premium except those nurses working a scheduled shift, per diem staff and part time staff working an extra shift, then volunteers. Nurses may also be offered the option or may be assigned to float to areas where they are needed, qualified and recently oriented on the basis of the nurse having completed a written technical skills checklist for the area, or to be oriented to a new area, or to take an indirect patient care assignment. Floating is primarily intended to be used to address fluctuations in census and employee absences. No nurse shall be required to float more than twice per shift. Regular full-time and part-time nurses will be given priority over casual and/or per diem nurses for filling regularly scheduled staffing needs provided the full-time or part-time nurse is available and skill, ability, experience, competence or qualification are not overriding factors as determined by the Employer on the basis of relevant criteria. Mandatory low census will be limited to no more than forty-eight (48) hours per nurse per six (6) month period. Generally low census is house wide, meaning there is only one 48 hour cap. Except that there shall be no such limit for nurses in a unit that has been mutually agreed by WSNA and SRH to be identified as a “closed” unit. Low Census hours will be tracked by the Employer but nurses who believe they have reached their cap and do not want to be low censused must notify the individual advising them of the low census assignment at the time the need for low census is being identified. The nurse may request of their manager or nursing office staff to determine accumulated low census hours and the nurse’s place in rotation in relation to other core staff on his/her unit.

Low Census. Nurses who report for In the event of a temporary decrease in occupancy and/or the level of care required by residents in the facility to the extent that there is insufficient work as scheduled and who must leave because of to require the normal staffing, the Employer shall have the option to assign low census days/hours to employees. Low census days/hours shall be paid a minimum of four (4) hours report pay at assigned pursuant to the straight-time ratefollowing procedure. 1. The Employer shall continue its efforts first consider whether employees in the job classification and unit that is experiencing low census for the shift shall be reassigned to another position (and/or, where appropriate, another job classification) for which the employee is qualified. Unless specific documented resident care needs are overriding, such reassignment shall be made to the least senior employee in the job class without rotation (this only applies to low-census-driven floating assignments. Floating required to cover unexpected staff vacancies may be equitably rotated among staff based upon resident care needs). No employee shall suffer a reduction in his/her pay due to such temporary reassignment. 2. If reassignment is not appropriate, unless specific documented resident care needs are overriding, low census call-offs shall be made in accordance to the following: a. Employees shall first be asked to volunteer to take low census day/hours (the Employer may provide at least two (2) hours prior notice opportunity for employees to indicate interest in "volunteering" for low census in advance and may assume individuals who do not "sign up" do not wish to volunteer, rather than having to inquire of each scheduled employee within the job class). b. If there are an insufficient number of volunteers to accomplish the necessary reduction then employees shall be designated by the Employer beginning with per diem/on call, then part- time, then full time employees to take a low census day off. Low Assignments of low census call will be voluntary whenever feasible. Procedures for insuring effective contact and communication between nurses and the hospital days/hours shall be referred to rotated among the Conference Committee. Where skill, ability, experience, competence or qualifications are not overriding factors as determined by the Employer on the basis of relevant criteria, low census days will be rotated equitably among all nurses, registry nurses first, then volunteers, then nurses receiving time and one-half or double time overtime/premium except those nurses working staff in affected departments so that no employee in a scheduled shift, per diem staff and part time staff working an extra shift. Nurses may also be offered the option or may be assigned to float to areas where they are needed, qualified and recently oriented on the basis of the nurse having completed a written technical skills checklist for the area, or to be oriented to a new area, or to take an indirect patient care assignment. Floating is primarily intended to be used to address fluctuations in census and employee absences. No nurse department shall be required to float more than twice per shifttake a second low census day until all employees in the department shall have taken a low census day. Regular fullLow census assignments shall initially be made in the reverse order of seniority. After all employees in a department have taken a low census day then the rotation will begin again with the least senior employee. An employee who volunteers to take a low census day shall be regarded for the purpose of rotation to have been assigned that day as a low census day. Nothing herein shall limit the number of low census days an employee may accept as a volunteer. Low census days shall be without compensation (except Show-time and part-time nurses Up pay, if applicable). However, employees may use available PTO. c. Should an employee be called off out of turn in the rotation, his/her remedy will be given priority over casual and/or per diem nurses to be skipped in the rotation when his/her "turn" next comes up. d. If an employee is called off due to low census, the employee shall be eligible to have the hours he/she was scheduled to work count as time worked for filling regularly scheduled staffing needs provided the full-following, including but not limited to: • Eligibility for benefits • Waiting periods under health insurance and other fringe benefit plan • Vacation and sick leave accruals The employee may have to complete a form requesting such "credit" if the Employer's time or part-time nurse & attendance system is available and skill, ability, experience, competence or qualification are not overriding factors as determined by the Employer on the basis of relevant criteria. Mandatory set up to automatically track low census will be limited hours. 3. It is understood that reduction in hours due to no more than forty-eight (48) hours per nurse per six (6) month period. Generally low census is house wide, meaning there is only one 48 hour cap. Except that there shall be no such limit for nurses in a unit that has been mutually agreed by WSNA and SRH expected to be identified as a “closed” unittemporary state. Low Census hours will be tracked by In the event bargaining unit employees within the same job classification or department are assigned low census time off on a majority of the days during a thirty (30) calendar day period, the Employer but nurses who believe they have reached their cap and do not want to be low censused must notify the individual advising them Union shall meet within ten (10) calendar days of the Union’s request to discuss alternatives, including the feasibility of implementing the layoff provisions of this Agreement. Notwithstanding, the Union may request a meeting with the Employer at any point of low census assignment at the time the need for low census to discuss appropriate solutions, if it is being identified. The nurse may request of their manager or nursing office staff determined that reduction in hours is causing significant distress and economic impact to determine accumulated low census hours and the nurse’s place in rotation in relation to other core staff on his/her unitbargaining unit employees.

Low Census. Nurses who report for In the event of a temporary decrease in occupancy and/or the level of care required by residents in the facility to the extent that there is insufficient work as scheduled and who must leave because of to require the normal staffing, the Employer shall have the option to assign low census days/hours to employees. Low census days/hours shall be paid a minimum of four (4) hours report pay at assigned pursuant to the straight-time ratefollowing procedure. 1. The Employer shall continue its efforts first consider whether employees in the job classification and unit that is experiencing low census for the shift can be reassigned to another unit (and/or, where appropriate, another job classification) for which the employee is qualified. Unless specific, documented resident care needs are overriding, Such reassignment shall be made to the least senior employee in the job class without rotation (this only applies to low-census-driven floating assignments. Floating required to cover unexpected staff vacancies may be equitably rotated among staff based upon resident care needs). No employee shall suffer a reduction in his/her pay due to such temporary reassignment. 2. If reassignment is not appropriate, unless specific, documented resident care needs are overriding, low census call-offs shall be made in accordance to the following: a. Employees shall first be asked to volunteer to take a low census day/hours (the Employer may provide at least two (2) hours prior notice opportunity for employees to indicate interest in "volunteering" for low census in advance and may assume individuals who do not "sign up" do not wish to volunteer, rather than having to inquire of each scheduled employee within the job class). b. If there are an insufficient number of volunteers to accomplish the necessary reduction then employees shall be designated by the Employer to take a low census day off. Low Assignments of low census call will be voluntary whenever feasible. Procedures for insuring effective contact and communication between nurses and the hospital days/hours shall be referred to rotated among the Conference Committee. Where skill, ability, experience, competence or qualifications are not overriding factors as determined by the Employer on the basis of relevant criteria, low census days will be rotated equitably among all nurses, registry nurses first, then volunteers, then nurses receiving time and one-half or double time overtime/premium except those nurses working staff in affected departments so that no employee in a scheduled shift, per diem staff and part time staff working an extra shift. Nurses may also be offered the option or may be assigned to float to areas where they are needed, qualified and recently oriented on the basis of the nurse having completed a written technical skills checklist for the area, or to be oriented to a new area, or to take an indirect patient care assignment. Floating is primarily intended to be used to address fluctuations in census and employee absences. No nurse department shall be required to float more than twice per shifttake a second low census day until all employees in the department shall have taken a low census day. Regular fullLow census assignments shall initially be made in the reverse order of seniority. After all employees in a department have taken a low census day then the rotation will begin again with the least senior employee. An employee who volunteers to take a low census day shall be regarded for the purpose of rotation to have been assigned that day as a low census day. Nothing herein shall limit the number of low census days an employee may accept as a volunteer. Low census days shall be without compensation (except Show-time and part-time nurses Up pay, if applicable). However, employees may use available vacation time. c. Should an employee be called off out of turn in the rotation, his/her remedy will be given priority over casual and/or per diem nurses to be skipped in the rotation when his/her "turn" next comes up. d. If an employee is called off due to low census, the employee shall be eligible to have the hours he/she was scheduled to work count as time worked for filling regularly scheduled staffing needs provided the full-following, including but not limited to: i. Eligibility for benefits ii. Waiting periods under health insurance and other fringe benefit plan iii. Vacation and, sick leave accruals The employee may have to complete a form requesting such "credit" if the Employer's time or part-time nurse & attendance system is available and skill, ability, experience, competence or qualification are not overriding factors as determined by the Employer on the basis of relevant criteria. Mandatory set up to automatically track low census will be limited hours. 3. It is understood that reduction in hours due to no more than forty-eight (48) hours per nurse per six (6) month period. Generally low census is house wide, meaning there is only one 48 hour cap. Except that there shall be no such limit for nurses in a unit that has been mutually agreed by WSNA and SRH expected to be identified as a “closed” unittemporary state. Low Census hours will be tracked by In the event bargaining unit employees within the same job classification or department are assigned low census time off on a majority of the days during a forty-five (45) calendar day period, the Employer but nurses who believe they have reached their cap and do not want to be low censused must notify the individual advising them Union shall meet within ten (10) calendar days of the Union’s request to discuss alternatives, including the feasibility of implementing the layoff provisions of this Agreement. Notwithstanding, the Union may request a meeting with the Employer at any point of low census assignment at the time the need for low census to discuss appropriate solutions, if it is being identified. The nurse may request of their manager or nursing office staff determined that reduction in hours is causing significant distress and economic impact to determine accumulated low census hours and the nurse’s place in rotation in relation to other core staff on his/her unitbargaining unit employees.

Low Census. Nurses who report for work as scheduled and who must leave because During temporary periods of low census census, the Hospital will determine the level of staffing it deems necessary, and shall be paid a minimum of four release staff in the following order (4) hours report pay at the straight-time rate. The Employer shall continue its efforts to provide at least two (2) hours prior notice of low census day off. Low census call will be voluntary whenever feasible. Procedures for insuring effective contact and communication between nurses and the hospital shall be referred to the Conference Committee. Where provided skill, abilitycompetence, experience, competence or qualifications ability and availability are not overriding factors as determined by the Employer based on the basis Hospital's opinion of relevant criteriamandatory established criteria of Hospital and unit based standards): 1. Short notice registry agency personnel; 2. Nurses working overtime who volunteer for low census; 3. Volunteers (the day off shall be counted for purposes of the rotations list); 4. Temporary employees; 5. Extended assignment agency/travel personnel; and 6. Nurses working overtime who do not volunteer. If the Hospital determines it still must "low census" staff, it shall seek to equitably rotate low census days will be rotated equitably among all within a Hospital unit or functional area in this order: 1. On-call ["Recall nurses, registry nurses first, then volunteers, then nurses receiving time and one" after other on-half or double time overtime/premium except those nurses working a scheduled shift, per diem staff and part time staff working an extra shift. Nurses may also be offered the option or may be assigned to float to areas where they are needed, qualified and recently oriented on the basis of the nurse having completed a written technical skills checklist for the area, or to be oriented to a new area, or to take an indirect patient care assignment. Floating is primarily intended to be used to address fluctuations in census and employee absences. No nurse shall be required to float more than twice per shiftcall nurses]; 2. Regular full-time and part-time nurses will be given priority over casual and/or per diem working extra shifts (a cancelled shift is not counted as a low census day); and 3. Regular full-time and part-time nurses in rotation, provided skill, competence, ability, and availability are not overriding factors based on the Hospital opinion of mandatory established criteria of Hospital and unit based standards for filling regularly scheduled staffing needs provided the such on-call, regular full-time or part-time nurses. It is understood that at any time the Hospital may elect (subject to Section 8.5, Floating) to float staff to other units based on its assessment of need (such as patient census, skill mix and acuity). If a nurse is placed on low census "out of turn" pursuant to the above guidelines, the nurse shall be "skipped" for the next applicable rotation. The current method of tracking low census rotation in a work unit (i.e., least total hour rotation, last date of low census, or percentage of low census hours to scheduled hours) shall be continued. For rotation purposes, nurses shall report their low census hours to the Staffing Office in increments of four (4) hours. This method shall be reviewed periodically with Conference Committee. A sign up sheet will be available and from the Nurse Staffing Office for those who wish to volunteer for low census time off. Regularly scheduled nurses will notify the Nurse Staffing Office or other designated scheduling authority if they wish additional hours. Regularly scheduled nurses shall not be placed on low census if on-call nurses are working on a unit provided skill, abilitycompetence, experience, competence or qualification and ability are not overriding factors as determined by in the Employer on the basis of relevant criteria. Mandatory low census will be limited to no more than forty-eight (48) hours per nurse per six (6) month period. Generally low census is house wide, meaning there is only one 48 hour cap. Except that there shall be no such limit for nurses in a unit that has been mutually agreed by WSNA and SRH to be identified as a “closed” unit. Low Census hours will be tracked by the Employer but nurses who believe they have reached their cap and do not want to be low censused must notify the individual advising them opinion of the low census assignment at the time the need for low census is being identified. The nurse may request Hospital based on mandatory established criteria of their manager or nursing office staff to determine accumulated low census hours Hospital and the nurse’s place in rotation in relation to other core staff on his/her unitunit based standards.

Low Census. Nurses who report for In the event of a temporary decrease in occupancy and/or the level of care required by residents in the facility to the extent that there is insufficient work as scheduled and who must leave because of low census to require the normal staffing, the Employer shall havetheoption to assignlow censusdays/hours to employees. Low censusdays/hoursshall be paid a minimum of four (4) hours report pay at assigned pursuant to the straight-time ratefollowing procedure. 1. The Employer shall continue its efforts first consider whether employees in the job classification and unit that is experiencing low census for the shift can be reassigned to another unit (and/or, where appropriate, another job classification) for which the employee is qualified. Unless specific, documented resident care needs are overriding, Such reassignment shall be made to the least senior employee in the job class without rotation (this only applies to low-census-driven floating assignments. Floating required to cover unexpected staff vacancies may be equitably rotated among staff based upon resident care needs). No employee shall suffer a reduction in his/her pay due to such temporary reassignment. 2. If reassignment is not appropriate, unless specific, documented resident care needs are overriding, low census call-offs shall be made in accordance to the following: a. Employees shall first be asked to volunteer to take a low census day/hours (the Employer may provide at least two (2) hours prior notice opportunity for employees to indicate interest in "volunteering" census in advance and may assume individuals who do not "sign up" do not wish to volunteer, rather than having to inquire of each scheduled employee within the job class). b. If there are an insufficient number of volunteers to accomplish the necessary reduction then employees shall be designated by the Employer to take a low census day off. Low Assignments of low census call will be voluntary whenever feasible. Procedures for insuring effective contact and communication between nurses and the hospital days/hours shall be referred to rotated among the Conference Committee. Where skill, ability, experience, competence or qualifications are not overriding factors as determined by the Employer on the basis of relevant criteria, low census days will be rotated equitably among all nurses, registry nurses first, then volunteers, then nurses receiving time and one-half or double time overtime/premium except those nurses working staff in affected departments so that no employee in a scheduled shift, per diem staff and part time staff working an extra shift. Nurses may also be offered the option or may be assigned to float to areas where they are needed, qualified and recently oriented on the basis of the nurse having completed a written technical skills checklist for the area, or to be oriented to a new area, or to take an indirect patient care assignment. Floating is primarily intended to be used to address fluctuations in census and employee absences. No nurse department shall be required to float more than twice per shifttake a second low census day until all employees in the department shall have taken a low census day. Regular full-time and part-time nurses Low census assignments shall initially be made in the reverse order of seniority. After all employees in a department have taken a low census day then the rotation will begin again with the least senior employee. An employee who volunteers to take a low census day shall be regarded for the purpose of rotation to have been assigned that day as a low census day. Nothing herein shall limit the number of low census days an employee may accept as a volunteer. Low census days shall be without compensation-. - (except Show- Up pay, if applicable). However, employees may use available vacation time. c. Should an employee be called off out of turn in the rotation, his/her remedy will be given priority over casual and/or per diem nurses to be skipped in the rotation when his/her "turn" next comes up. d. If an employee is called off due to low census, the employee shall be eligible to have the hours he/she was scheduled to work count as time worked for filling regularly scheduled staffing needs provided the full-following, including but not limited to: • Eligibility for benefits • Waiting periods under health insurance and other fringe benefit plan • Vacation and, sick leaveaccruals The employee may have to complete a form requesting such "credit" if the Employer's time or part-time nurse & attendance system is available and skill, ability, experience, competence or qualification are not overriding factors as determined by the Employer on the basis of relevant criteria. Mandatory set up to automatically track low census will be limited hours. 3. It is understood that reduction in hours due to no more than forty-eight (48) hours per nurse per six (6) month period. Generally low census is house wide, meaning there is only one 48 hour cap. Except that there shall be no such limit for nurses in a unit that has been mutually agreed by WSNA and SRH expected to be identified as a “closed” unittemporary state. Low Census hours will be tracked by In the event bargaining unit employees within the same job classification or department are assigned low census time off on a majority of the days during a forty-five (45) calendar day period, the Employer but nurses who believe they have reached their cap and do not want to be low censused must notify the individual advising them Union shall meet within ten (10) calendar days of the Union’s request to discuss alternatives, including the feasibility of implementing the layoff provisions of this Agreement. Notwithstanding, the Union may request a meeting with the Employer at any point of low census assignment at the time the need for low census to discuss appropriate solutions, if it is being identified. The nurse may request of their manager or nursing office staff determined that reduction in hours is causing significant distress and economic impact to determine accumulated low census hours and the nurse’s place in rotation in relation to other core staff on his/her unitbargaining unit employees.