Common use of Preference for Positions During Redeployment Clause in Contracts

Preference for Positions During Redeployment. An employee will be considered eligible for a vacant position if, in the Employer’s opinion, the employee meets the minimum job requirements and can become oriented/trained to the vacant position in four (4) to six (6) weeks. This time frame could be extended at the option of the Employer. Retraining efforts benefiting bargaining unit employees would be accomplished through on-the-job training, or educational resources outside the workplace as determined appropriate by the Employer. The Employer will present evidence based criteria when determining that any “orientation/training” period is beyond six weeks. During a restructure if an employee has regularly and recently floated to and worked with a full assignment in a department/unit within the last six months, the employee will be considered qualified for orientation/training under this section. In the event of a restructure, if there are specific skills, abilities or past experiences required for any position, including a charge nurse or lead position, they will be evidence based (i.e., tied to the applicable duties of the position as described in the job description). Management will have the final determination in any required skills, ability or past experience requirements, including a charge nurse or lead position(s). Subject to skill, competence, and ability being substantially equal in the opinion of the Employer (See, Eligibility), agency/traveler employees and probationary employees on the affected unit will be the first to be displaced and then starting with the least senior regular employee. Displaced regular employees designated for layoff on that shift may displace the position (FTE) of the least senior employee(s) in the clinical or occupational group (clinical or occupational group as defined by the Change Team or the Collective Bargaining Agreement), providing the employee has less seniority. In the case of a unit merger, staff will have sufficient notice for cross-training. Management will provide sufficient notice of any new requirements of specific skills, abilities or past experience, and management will ensure that in-house cross training opportunities are available for staff in advance of the implementation of the restructure to the extent it is within their control so as not to preclude an employee from a job opportunity within the new unit. Staff will be given adequate time to participate in the cross training. Cross training is defined as in-house training that provides the opportunity for impacted staff to acquire the skills and knowledge necessary to perform the new job duties or care for the patient population. Cross training may require floating and will happen on paid time. Cross training can continue beyond the implementation of the change, outside of the “orientation/training” time frame by mutual agreement. Normally, charge nurse and lead positions will be included in any re-bid that results from a restructure. As an exception, a charge nurse or lead position may be excluded from a re-bid process if that is the consensus of the Change Process Team. In circumstances where unfilled positions in a department are not posted within two weeks, the union may bring these concerns to the ABC Committee. A summary of outcomes of the implementation will be communicated to the ABC committee.

Preference for Positions During Redeployment. An employee will be considered eligible for a vacant position if, in the Employer’s opinion, the employee meets the minimum job requirements and can become oriented/trained to the vacant position in four (4) to six (6) weeks. This time frame could be extended at the option of the Employer. Retraining efforts benefiting bargaining unit employees would be accomplished through on-the-job training, or educational resources outside the workplace as determined appropriate by the Employer. The Employer will present evidence based criteria when determining that any “orientation/training” period is beyond six weeks. During a restructure if an employee has regularly and recently floated to and worked with a full assignment in a department/unit within the last six months, the employee will be considered qualified for orientation/training under this section. In the event of a restructure, if there are specific skills, abilities or past experiences required for any position, including a charge nurse or lead position, they will be evidence based (i.e., tied to the applicable duties of the position as described in the job description). Management will have the final determination in any required skills, ability or past experience requirements, including a charge nurse or lead position(s). Subject to skill, competence, and ability being substantially equal in the opinion of the Employer (See, Eligibility), agency/traveler employees and probationary employees on the affected unit will be the first to be displaced and then starting with the least senior regular employee. Displaced regular employees designated for layoff on that shift may displace the position (FTE) of the least senior employee(s) in the clinical or occupational group (clinical or occupational group as defined by the Change Team or the Collective Bargaining Agreement), providing the employee has less seniority. In the case of a unit merger, staff will have sufficient notice for cross-training. Management will provide sufficient notice of any new requirements of specific skills, abilities or past experience, and management will ensure that in-house cross training opportunities are available for staff in advance of the implementation of the restructure to the extent it is within their control so as not to preclude an employee from a job opportunity within the new unit. Staff will be given adequate time to participate in the cross training. Cross training is defined as in-house training that provides the opportunity for impacted staff to acquire the skills and knowledge necessary to perform the new job duties or care for the patient population. Cross training may require floating and will happen on paid time. Cross training can continue beyond the implementation of the change, outside of the “orientation/training” time frame by mutual agreement. Normally, charge nurse and lead positions will be included in any re-bid that results from a restructure. As an exception, a charge nurse or lead position may be excluded from a re-bid process if that is the consensus of the Change Process Team. In circumstances where unfilled positions in a department are not posted within two weeks, the union may bring these concerns to the ABC Committee. A summary of outcomes of the implementation will be communicated to the ABC committee.