Nurse and Unit Director/Manager Sample Clauses

Nurse and Unit Director/Manager. The grievant shall first attempt to 16 resolve the alleged violation with the nurse's unit director/manager no later than 17 within 14 10 calendar days of the alleged violation nurse's knowledge that the 18 grievance exists. To that end, a A face-to-face meeting shall be scheduled between 19 the grievant and their director/manager, and a representative of the Association if 20 the grievant so desires. The grievance shall describe and state the section where 21 there was violation of this agreement, the conduct which allegedly violated the 22 agreement, and state the section of the agreement allegedly violated, in writing, to 1 the nurse's unit director/manager. The unit director/manager shall have ten (10) 2 fourteen (14) calendar days to resolve the problem and shall respond in writing to 3 the nurse in the event of a formal grievance. An Association grievance may be 4 initiated at this step, provided it is signed by at least two nurses from one single 5 unit. 7 Step 2. Nurse, Association Representative and Assistant Chief Nursing 8 Officer Director of Clinical Nursing. If the matter is not resolved to the 9 satisfaction of the nurse in Step 1 above, she may thereafter present the matter in 10 writing to the Assistant Chief Nursing Officer Director of Clinical Nursing within ten 11 (10) fourteen (14) calendar days of the immediate supervisor's decision. The 12 Assistant Chief Nursing Officer Director of Clinical Nursing shall then meet within 13 ten (10) fourteen (14) calendar days with the nurse and a representative of the 14 Association to resolve the matter and shall reply in writing within ten (10) fourteen 15 (14) calendar days after said meeting. An Association grievance may be initiated at 16 this step, provided it is signed by at least two nurses from at least two different 17 units. 18 Step 3. Nurse, Association and Executive Senior Director Patient Care 19 Services/CNO. If not resolved at Step 2 above, to the grievant satisfaction, the 20 grievance may thereafter be presented to the Executive Senior Director Patient 21 Care Services/CNO, or his their designee, for consideration and determination 22 within ten (10) fourteen (14) calendar days of receipt of the Director of Clinical 23 Nursing’s Assistant Chief Nursing Officer or designee’s response, or in the event of 24 no response, within ten (10) fourteen (14) calendar days after expiration of the time 25 allotted in Step 2. The Executive Senior Director Patient Care Services/CNO, or 26 designe...
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Nurse and Unit Director/Manager. The grievant shall first attempt to 11 resolve the alleged violation with the nurse's unit director/manager or designee no 12 later than within fourteen (14) calendar days of the alleged violation. A face-to-face 13 meeting shall be scheduled between the grievant and their director/manager, and a 14 representative of the Association if the grievant so desires. The grievance shall 15 describe and state the section where there was violation of this agreement, in 16 writing, to the nurse's unit director/manager. The unit director/manager shall have 17 fourteen (14) calendar days to resolve the problem and shall respond in writing to 18 the nurse in the event of a formal grievance. An Association grievance may be 19 initiated at this step, provided it is signed by at least two (2) nurses from one (1) 20 single unit. 22 Step 2. Nurse, Association Representative and Assistant Chief Nursing

Related to Nurse and Unit Director/Manager

  • LABOR/MANAGEMENT COMMITTEES Section 1. Labor/Management Committees The parties recognize that the holding of periodic meetings for the exchange of views and information contributes to the effectiveness of the labor/management relationship. Therefore, the parties shall establish Labor/Management Committees (LMC), in accordance with the provisions in this Article, for the purpose of addressing matters of concern in the areas of personnel policies, practices, conditions of employment, and other matters affecting employees. Each LMC will be co-chaired by one member from labor and one member from management.

  • Joint Labor/Management Committees Purpose and Membership. Joint Labor/Management Committees are established to provide a forum for communications and problem-solving between the two parties and to deal with matters of a general personnel Union/Employer concern, as well as professional practices within the hospital related to patient care and professional issues. The Committees will work toward the improvement of patient care and recommend ways and means to improve patient care; and will address problems and concerns related to staffing and workloads. The Committees’ function will be limited to an advisory capacity and shall not include any decision making or collective bargaining authority. Committee memberships:

  • Project Director The individual designated by the juvenile board or Chief Administrative Officer, who is to be responsible for the administration and coordination of grant funds in accordance with this Contract ,, the general grant requirements, and applicable Targeted Grant requirements.

  • LABOR MANAGEMENT COMMITTEE 1. A Statewide Labor Management Committee consisting of not more than five (5) members selected by the VSEA from among bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject.

  • LABOR-MANAGEMENT RELATIONS COMMITTEE Section 1. The Employer and the Federation agree to the establishment of Labor- Management Relations Committees for Divisions represented by the Federation. The purpose of these Committees is to discuss any item of concern, including safety, to either party and to improve communications between the Employer and the members of the bargaining unit.

  • Labour Management Committee (a) Where the parties mutually agree that there are matters of mutual concern and interest that would be beneficial if discussed at a Labour-Management Committee Meeting during the term of this Agreement, the following shall apply.

  • Staffing Committee A. Responsibilities. The Nurse Staffing Committee (“NSC”) shall be responsible for determining the Institute’s staffing plan and resolving complaints raised by nurses regarding the implementation of the plan as well as those activities required of it under RCW 70.41, et seq and its successors.

  • JOINT LABOUR MANAGEMENT COMMITTEE 18.01 A Joint Labour Management Committee shall be established to attend to those matters which are of mutual interest. To ensure its effectiveness the Committee shall be separate and apart from the grievance procedure.

  • JOINT LABOR MANAGEMENT COMMITTEE In order to encourage open communication, promote harmonious labor relations, and resolve matters of mutual concern, the parties agree to create a joint labor- management committee. The committee will be governed by the following principles:

  • Labour Management Meetings The committee meeting shall normally be held every second month however, either party may call a meeting of the Joint Labour Management Committee. The meeting shall be held at a time and place fixed by mutual agreement but no later than fourteen (14) calendar days after the initial request, unless mutually agreed.

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