Nurses Unit. The appointment of two (2) full-time employees to the same budgeted regular position may be authorized by the Director of Human Resources to facilitate training, to make assignments to a position which is vacant due to extended authorized leave of absence, or in an emergency. The most recently hired dual appointee shall enjoy all of the benefits of regular employees except regular status, unless the most recently appointed dual appointee has regular status in the classification. The most recently appointed employee shall be notified in writing by the appointing authority and such notification will clearly define the benefits to which that employee is entitled. Upon return of the initial appointee or completion of the training period or emergency, the following procedure shall apply. If the most recently appointed dual appointee has regular status in the same classification, he/she shall be placed in a vacant position in the same classification in the department/group. If no position is available, the employee shall be laid off, pursuant to the layoff provisions of this Agreement; provided, however, that the initial appointee shall be excluded from the order of layoff. If the most recently appointed dual appointee does not have regular status in the classification, he/she may be appointed to a vacant position in the same classification in the department/group, however, he/she shall be required to serve a probationary period unless waived by the Director of Human Resources. If the most recently appointed dual appointee held prior regular status in a lower classification immediately preceding the dual appointment, he/she shall have the right to return to the former classification and department. If he/she has not held prior regular status in a lower level classification, he/she shall be terminated.
Nurses Unit. The particulars of this Medical Emergency Leave policy are as follows:
Nurses Unit. The parties agree that prior to submitting any matter within the appeal jurisdiction of the Civil Service Commission for adjudication, other than disciplinary matters, both parties shall discuss such matters at the earliest moment. All parties agree to provide full disclosure and to extend good faith efforts to resolve disputes through these discussions. Upon declaration of impasse by either or both parties, the matter may be submitted to the Civil Service Commission within five (5) working days of such declaration. Nothing in this Article shall serve to waive the rights of the appellants or their representatives to the appeal procedure due to a lapse of time resulting from such prehearing discussions.
Nurses Unit. Pursuant to the August 31, 2004 certification, the County recognizes the Association as the exclusive collective bargaining representative for the Nurses Unit defined as follows: All classifications, excluding those in the Supervisory Nurses Unit and Exempt Group, requiring licensure by the Board of Registered Nursing as a registered nurse, and are so assigned to the Unit by the Board of Supervisors due to the nature of the work being directly related to the practice of nursing as defined in Business and Professions Code Section 2725 which work does not involve work of a supervisory or management nature as described herein. The classifications currently assigned to the Nurses Unit are listed in Appendix B. The County further recognizes the Association as the exclusive collective bargaining representative for all classifications that may be added to the above-defined Nurses Unit by the County during the term of this Agreement.
Nurses Unit. A regular nurse who has terminated County employment, and who is subsequently rehired in the same classification in a regular position within one (1) year (i.e., beginning the first day of work by the 365th calendar day), shall receive restoration of salary step, vacation accrual rate, sick leave balance (unless the nurse has received payment for unused sick leave in accordance with the Article on “Retirement Medical Trust” and the Retirement Plan contribution rate (provided the nurse complies with any requirements established by the Retirement Board). Such nurses begin accruing vacation and sick leave and may utilize the same immediately. The nurse who is rehired to a different position requiring different competencies, skill levels, or certifications shall be required to serve a new probationary period. The nurse shall be provided a new date of hire for purposes of County seniority.
Nurses Unit. A promotion is the appointment of an employee from one classification to a classification having a higher base salary range. A promoted employee shall receive at least the entrance rate of the new range or approximately a five percent (5%) salary increase whichever is greater; provided that no employee is thereby advanced above Step 12 of the higher base salary range.
Nurses Unit. A demotion is the appointment of an employee from an incumbent position to a position in a different classification for which the maximum rate of pay is lower. A promoted employee who returns to his/her former classification during the probationary period shall be placed on the same step within the base salary range for the former classification that the employee was on at time of promotion. No credit shall be granted for time spent at the promoted level for next step advance due date. A probationary employee who voluntarily demotes to a different classification from which the employee was promoted shall be retained at the same salary rate, provided that the salary rate does not exceed the top step of the lower classification. If the salary rate is higher than the top step of the lower classification, the employee shall be placed at the top step of the base salary range of the lower classification. An employee with regular status who voluntarily demotes to a lower classification shall be retained at the same salary rate, provided that the salary rate does not exceed the top step of the lower classification. If the salary rate is higher than the top step of the lower classification, the employee shall be placed at the top step of the base salary range of the lower classification. An employee who demotes to a trainee classification for which the journey level position is higher than the classification he/she demoted from, shall retain the same salary rate. Such an employee will be placed on the “X” step if necessary, and the employee shall receive no future salary rate increases until the salary rate of the position held exceeds the “X” step. An employee whose position is downgraded as a result of a classification study, will be placed on the “X” step with the approval of the appointing authority and the Director of Human Resources. An employee demoted for disciplinary reasons shall be placed on the step within the base salary range of the class to which demoted as provided in the Order of Demotion. If the employee held prior regular status in the demoted to classification, the employee shall resume said status. If the employee did not have prior regular status in the classification, the employee shall be required to serve a probationary period, unless waived by the Director of Human Resources.
Nurses Unit. Employees shall be required to work during such hours as necessary to carry out the duties of their position, as designated by the appointing authority, and such hours may be varied so long as the work requirements and efficient operations of the County are assured. Notwithstanding any other provisions of this Agreement, the Chief Executive Officer may authorize overtime compensation at straight time or time and one-half rates at any time (including retroactively for emergencies as defined in Section 13.022(h) of the County Code) to be paid to any employee in order to carry out the intent of a Board-approved program, to respond to an emergency, or to compensate for hours of work performed above that normally expected of such employee. Employees in regular positions in this Unit are considered to be salaried for purposes of the Fair Labor Standards Act (FLSA). If, as a result of changes in legislation, federal regulations, or court decisions, employees are considered to be non-salaried, the County and CNA will meet and confer concerning changes to return the employees to salaried status. Deductions from the pay of employees in this Unit for disciplinary and other reasons shall be made in a manner consistent with FLSA regulations. For example, employees covered by this Article who are disciplined by a suspension without pay shall only receive such suspension in increments of one (1) or more full days. Alternatively, an appointing authority may discipline an employee covered by this Article via a deduction of accrued leave time. The accrued leave time is limited to vacation, holiday, annual or administrative leave. Deductions of accrued leave time may be made in increments of less than one (1) work week. Any disciplinary action imposed under this Article is subject to appeal under the Personnel Rules of San Bernardino County. Employees shall not be disciplined by a reduction in step. Nurses who regularly work twelve (12) hour shifts at ARMC may be eligible to work seventy-two (72) hours per pay period as staffing permits, by seniority, by unit and shift. Employees who are authorized to work a seventy- two (72) hour schedule will accrue benefits on a pro-rated basis as provided for in the Agreement. Requests for 12-hour work schedules shall not be arbitrarily denied. Consecutive Days – Nurses working eight (8) and nine (9) hour shifts shall not be required to work more than five (5) consecutive days. Ten (10) hour nurses shall not be required to work more than...
Nurses Unit. Employees in positions designated by the appointing authority which require employees as a condition of employment to perform bilingual translation involving the use of English and a second language (including American Sign Language) as a part of their regular duties, shall be entitled to bilingual compensation. Such compensation shall apply regardless of the total time required per day for such translation. Employees in such positions must be certified as competent in translation skills by Human Resources to be eligible for compensation. There are three (3) levels of competency certification solely determined and administered by Human Resources: Level 1 - verbal skill level: the use of English and a second language in verbal contexts which may require interpretation of simple documents in the second language; Level 2 - written skill level: reading, writing and speaking English and a second language; and Level 3 - technical skill level: reading, writing and speaking English and a second language using medical or legal terminology. Compensation per pay period shall be effective as follows: verbal skill level at fifty dollars ($50.00) per pay period, written skill level at fifty-five dollars ($55.00) per pay period, and technical skill level at sixty dollars ($60.00) per pay period. Such compensation shall be paid pro-rated based on hours actually worked. For example, an employee regularly scheduled to work eighty (80) hours per pay period but only actually works forty (40) hours shall receive one-half (1/2) of the differential during that pay period.
Nurses Unit. An employee in the Nurses Unit may work in a Per Diem Nurses Unit position in another County Department. Such positions shall be filled in accordance with Article, Job Posting and Filling of Vacancies. When employees work concurrently in regular and per diem positions, they shall not schedule work in the per diem position during the time they are scheduled to work in the regular position, nor will employees use paid or unpaid leave time from their regular position in order to work in the per diem position. For purposes of overtime compensation, the regular position and the per diem position will be treated as separate positions and the employee shall be entitled to overtime compensation as specified in the appropriate MOU governing each position. EXAMPLE #1: A Registered Xxxxx XX - ARMC works 84 hours in his/her regular position and two (2) shifts totaling 16 hours at the Sheriff’s Department as a Correctional Nurse Per Diem during a pay period. He/she will be paid for 80 hours of regular straight time, including applicable shift and unit differentials, and 4 hours of overtime in the regular position, and 16 hours of per diem straight time, including applicable shift and unit differentials, in the per diem position. EXAMPLE #2: A Registered Nurse II – Public Health works 80 hours in his/her regular position and works a 12 hour shift as a Registered Nurse II – Per Diem at ARMC. He/she will be paid for 80 hours of regular straight time in the regular position, and 12 hours of per diem straight time, including applicable shift and unit differentials, in the per diem position. While in a regular position, the employee will participate in the San Bernardino County Employee’s Retirement Association (SBCERA) and is not eligible to participate in PST.
