Professional Responsibility. 21.01 The parties agree that patient care is enhanced if concerns relating to professional practice, patient acuity, fluctuating workloads and fluctuating staffing are resolved in a timely and effective manner within the context of the nurse’s professional responsibility. In particular, the parties encourage nurses to raise any issues that negatively impact their workload or patient care, including but not limited to: - Gaps in continuity of care - Balance of staff mix - Access to contingency staff - Appropriate number of nursing staff In the event that the Employer assigns a workload to an individual nurse or group of nurses such that she/he have cause to believe that she/he are being asked to perform work than is not consistent with proper patient care, she/he shall: i) At the time the workload issue occurs, discuss the issue within the unit or department manager to develop strategies to meet patient care needs using current resources. ii) Failing resolution of the workload issue at the time of occurrence or if the issue is ongoing the nurse(s) will discuss the issue with her or his Manager or designate on the next day that the Manager (or designate) and the nurse are both working or within five (5) working days whichever is sooner. iii) At the earliest opportunity (or before fifteen (15) calendar days) the nurse will complete the ONA Professional Responsibility Workload Report (including suggested remedial action for the issue) and submit this to the manager and required ONA representatives. The manager (or designate) will provide a written response on the ONA/Employer Professional Responsibility Workload Report Form (or attach correspondence whether in electronic or letter format) to the nurse(s) within ten (10) calendar days of receipt of the form. A copy of the form shall be given to the Clinical or Unit manager and the Bargaining Unit President as indicated on the form itself. The Manager in receipt of the form will notify any member of the Labour Management Consultation Committee of its submission. The Chairman of the Labour Management Consultation Committee shall convene a meeting of the Labour Manager Consultation Committee within thirty (30) calendar days of the filing of the complaint. The Committee shall hear and attempt to resolve the complaint to the satisfaction of both parties. iv) Every effort will be made to resolve workload issues at the unit or department level. A Union representative shall be involved in any resolution discussions at the unit level. The discussions and actions will be documented. v) Failing reasonable attempts to resolve the complaint within thirty
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
Professional Responsibility. 21.01 (Article 8.01 applies to employees covered by an Ontario College under the Regulated Health Professions Act only.)
8.01 The parties agree that patient care is enhanced if concerns relating to professional practice, patient acuity, fluctuating workloads and fluctuating staffing are resolved in a timely and effective manner within the context of the nurse’s professional responsibilitymanner. In particular, the parties encourage nurses to raise any issues that negatively impact their workload or patient care, including but not limited to: - Gaps in continuity of care - Balance of staff mix - Access to contingency staff - Appropriate number of nursing staff In the event that the Employer Hospital assigns a number of patients or a workload to an individual nurse or group of nurses such that she/he they have cause to believe that she/he she or they are being asked to perform more work than is not consistent with proper patient care, she/he they shall:
i) At the time the workload issue occurs, discuss the issue within the unit or department manager unit/program to develop strategies to meet patient care needs using current resources.
ii) If necessary, using established lines of communication as identified by the hospital, seek immediate assistance from an individual(s) (who could be within the bargaining unit) who has responsibility for timely resolution of workload issues.
iii) Failing resolution of the workload issue at the time of occurrence occurrence, or if the issue is ongoing the nurse(s) will discuss the issue with her or his Manager or designate on the next day that the Manager (or designate) and the nurse are both working or within five (5) working calendar days whichever is sooner.
iii) At . Complete the earliest opportunity (or before fifteen (15) calendar days) the nurse will complete the ONA ONA/Hospital Professional Responsibility Workload Report (including suggested remedial action for the issue) and submit this to the manager and required ONA representativesForm. The manager (or designate) will provide a written response on the ONA/Employer Hospital Professional Responsibility Workload Report Form (or attach correspondence whether in electronic or letter format) to the nurse(s) within ten (10) calendar 5 days of receipt of the form. A form with a copy of the form shall be given to the Clinical or Unit manager and the Bargaining Unit President as indicated on President. When meeting with the form itself. The Manager in receipt manager, the nurse(s) may request the assistance of a Union representative to support/assist her/him at the form will notify any member of the Labour Management Consultation Committee of its submission. The Chairman of the Labour Management Consultation Committee shall convene a meeting of the Labour Manager Consultation Committee within thirty (30) calendar days of the filing of the complaint. The Committee shall hear and attempt to resolve the complaint to the satisfaction of both partiesmeeting.
iv) Every effort will be made to resolve workload issues at the unit or department level. A Union representative shall be involved in any resolution discussions at the unit level. The discussions and actions will be documented.
v) Failing reasonable attempts resolution at the unit level, submit the ONA/Hospital Professional Responsibility Workload Report Form to the Employer-Union Committee within twenty (20) calendar days from the date of the Manager’s response or when she or he ought to have responded under (iii) above. The Chair of the Employer-Union Committee shall convene a meeting of the Employer-Union Committee within fifteen (15) calendar days of the filing of the ONA/Hospital Professional Responsibility Workload Report Form. The Committee shall hear and attempt to resolve the complaint issue(s) to the satisfaction of both parties and report the outcome to the nurse(s).
vi) Prior to the issue(s) being forwarded to the Independent Assessment Committee, the Union may forward a written report outlining the issue(s) and recommendations to the Chief Nursing Executive. For professionals regulated by the RHPA, other than nurses, the Union may forward a written report outlining the issue(s) and recommendations to the appropriate senior executive as designated by the Hospital.
vii) Any settlement arrived at under Article 8.01 (a) iii), iv), or v) shall be signed by the parties.
viii) Failing resolution of the issue(s) within thirtyfifteen (15) calendar days of the meeting of the Employer-Union Committee the issue(s) shall be forwarded to an Independent Assessment Committee composed of three (3) registered nurses; one chosen by the Ontario Nurses' Association, one chosen by the Hospital and one chosen from a panel of independent registered nurses who are well respected within the profession. The member of the Committee chosen from the panel of independent registered nurses shall act as Chair. If one of the parties fails to appoint its nominee within a period of forty-five (45) calendar days of giving notice to proceed to the Independent Assessment Committee, the process will proceed. This will not preclude either party from appointing their nominee prior to the commencement of the Independent Assessment Committee hearing.
ix) The Assessment Committee shall set a date to conduct a hearing into the issue(s) within fourteen (14) calendar days of its appointment and shall be empowered to investigate as is necessary and make what findings as are appropriate in the circumstances. The Assessment Committee shall render its decision, in writing, to the parties within forty-five (45) calendar days following completion of its hearing.
x) It is understood and agreed that representatives of the Ontario Nurses' Association, including the Labour Relations Officer(s), may attend meetings held between the Hospital and the Union under this provision.
xi) Any issue(s) lodged under this provision shall be on the form set out in Appendix 4. Alternately, the local parties may agree to an electronic version of the form and a process for signing.
xii) The Chief Nursing Executive, Bargaining Unit President and the Employer-Union Committee will jointly review the recommendations of the Independent Assessment Committee and develop an implementation plan for mutually agreed changes.
(b) i) The list of Assessment Committee Chairs is attached as Appendix
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
Professional Responsibility. 21.01 The parties agree that patient care is enhanced if concerns relating to professional practice, patient acuity, fluctuating workloads and fluctuating staffing are resolved in a timely and effective manner within the context of the nurse’s professional responsibility. In particular, the parties encourage nurses to raise any issues that negatively impact their workload or patient care, including but not limited to: - Gaps in continuity of care - Balance of staff mix - Access to contingency staff - Appropriate number of nursing staff In the event that the Employer Hospital assigns a number of patients or a workload to an individual nurse employee or group of nurses employees such that she/he they have cause to believe that she/he they are being asked to perform more work than is not consistent with proper patient care, she/he they shall:
i(a) At the time the workload issue occurs, discuss the issue within the unit or department manager other employees within their classification and program to develop strategies to meet patient care needs using current resources.
ii(b) If necessary, using established lines of communication, seek immediate assistance from an individual(s) identified by the Hospital (who could be within the bargaining unit) who has responsibility for timely resolution of workload issues.
(c) Failing resolution of the workload issue at the time of occurrence the occurrence, the employee(s) or if group of employees will complete the issue is ongoing ONA Allied Professional Responsibility Workload Report Form (see Appendix A) and provide to their Manager or designate within (5) business days of the nurse(s) occurrence. The Manager or designate will discuss the issue with her the employee or his Manager or designate group of employees on the next day that the Manager (or designate) and the nurse employee(s) are both working or within five (5) working days calendar days, whichever is sooner.
iii(d) At the earliest opportunity (The Manager or before fifteen (15) calendar days) the nurse will complete the ONA Professional Responsibility Workload Report (including suggested remedial action for the issue) and submit this to the manager and required ONA representatives. The manager (or designate) designate will provide a written response on the ONA/Employer ONA Allied Professional Responsibility Workload Report Response Form (or attach correspondence whether in electronic or letter formatsee Appendix A) to the nurse(semployee(s) within ten (10) calendar days of receipt of the form. A and a copy of the form shall will be given provided to the Clinical or Unit manager and the Bargaining Unit President as indicated on the form itself. The Manager in receipt within five (5) business days of the form will notify any member discussion occurring.
(e) Failing resolution of the Labour workload issue at step (d), the Bargaining Unit President will discuss the alleged improper assignment or workload issue at the next Labour-Management Consultation Committee of its submissionmeeting. The Chairman of the Labour Management Consultation Committee shall convene a Such meeting of the Labour Manager Consultation Committee will occur within thirty (30) calendar days of the filing of the complaintor as soon as possible thereafter. The Committee shall hear and attempt to resolve the complaint to the satisfaction of both parties.
iv) Every effort will be made to resolve workload issues at the unit or department level. A Union representative shall be involved in any resolution discussions at the unit level. The discussions and actions will be documented.
v(f) Failing reasonable attempts to resolve resolution, the Association may forward a written report outlining the complaint within thirtyand recommendations to the LRCP Program Director.
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
Professional Responsibility. 21.01 10.01 The parties agree that patient care is enhanced if concerns relating to professional practice, patient acuity, fluctuating workloads and fluctuating staffing are resolved in a timely and effective manner within manner. This provision is intended to appropriately address employee concerns relative to their workload issues in the context of the nurse’s their professional responsibility. In particular, the parties encourage nurses to raise any issues that negatively impact their workload or patient care, including but not limited to: - • Gaps in continuity of care - • Balance of staff mix - • Access to contingency staff - • Appropriate number of nursing staff In the event that the Employer assigns a number of patients or a workload to an individual nurse or group of nurses such that she/he they have cause to believe that she/he they are being asked to perform more work than is not consistent with proper patient care, she/he they shall:;
i) At the time the workload issue occurs, discuss the issue within the unit or department manager unit/program to develop strategies to meet patient care needs using current resources.
ii) If necessary, using established lines of communication, seek immediate assistance from an individual(s) identified by the Employer (who could be within the bargaining unit) who has responsibility for timely resolution of workload issues.
iii) Failing resolution of the workload issue at the time of occurrence or if the issue is ongoing occurrence, the nurse(s) will discuss the issue with her or his Manager or designate on the Manager’s or designate’s next day that the Manager (or designate) and the nurse are both working or within five ten (510) working days calendar days, whichever is sooner.
iii) At . Complete the earliest opportunity (or before fifteen (15) calendar days) the nurse will complete the ONA Professional ONA/Hospital professional Responsibility Workload Report (including suggested remedial action for the issue) and submit this to the manager and required ONA representatives. Form, The manager (or designatedesignate ) will provide a written response on the ONA/ONA/ Employer Professional Responsibility Workload Report Form (or attach correspondence whether in electronic or letter format) to the nurse(snurses(s) within ten (10) calendar days of receipt of the form. A form with a copy of the form shall be given to the Clinical or Unit manager and the Bargaining Unit President as indicated on President.
iv) Failing resolution at the form itselfunit level, submit the ONA/Hospital Professional Responsibility Workload Report Form to the Hospital- Association Committee within twenty (20) calendar days from the date of the Manager’s response or when she or he ought to have responded under (iii) above. The Manager in receipt Chair of the form will notify any member of the Labour Management Consultation Committee of its submission. The Chairman of the Labour Management Consultation Hospital- Association Committee shall convene a meeting of the Labour Manager Consultation Hospital- Association Committee within thirty fifteen (3015) calendar days of the filing of the complaint. The Committee shall hear and attempt to resolve the complaint to the satisfaction of both parties.
iv) Every effort will be made parties and report the outcome to resolve workload issues at the unit or department level. A Union representative shall be involved in any resolution discussions at the unit level. The discussions and actions will be documentednurse(s).
v) Prior to the complaint being forwarded to the Independent Assessment committee, the Union may forward a written report outlining the complaint and recommendations to the Chief Nursing Executive.
vi) Failing reasonable attempts to resolve resolution of the complaint within thirtyfifteen (15) calendar days of the meeting of the Union-Employer Committee the complaint shall be forwarded to an independent Assessment Committee composed of three (3) registered nurses; one chosen by the Ontario Nurses' Association, one chosen by the Employer and one chosen from a panel of independent registered nurses who are well respected within the profession. The member of the Committee chosen from the panel of independent registered nurses shall act as Chair.
vii) The Assessment Committee shall set a date to conduct a hearing into the complaint within fourteen (14) calendar days of its appointment and shall be empowered to investigate as is necessary and make what findings as are appropriate in the circumstances. The Assessment Committee shall report its findings, in writing, to the parties within forty-five (45) calendar days following completion of its hearing.
viii) It is understood and agreed that representatives of the Ontario Nurses' Association, including the Employment Relations Officer and the Nursing Practice Officer, may attend meetings held between the Employer and the Union under this provision.
ix) Any complaint lodged under this provision shall be on the form set out in Appendix 6.
(b) i) The list of Assessment Committee Chairpersons is attached as Appendix 2. The parties agree that should a Chairperson be required, the Ontario Hospital Association and the Ontario Nurses’ Association will be contacted. They will provide the name of the person to be utilized on the alphabetical listing of Chairpersons. The name to be provided will be the top name on the list of Chairpersons who has not been previously assigned. Should the Chairperson who is scheduled to serve decline when requested, or it becomes obvious that the Chair would not be suitable due to connections with the Employer or community, the next person on the list will be approached to act as Chairperson.
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
Professional Responsibility. 21.01 (Article 8.01 applies to employees covered by an Ontario College under the Regulated Health Professions Act only.)
8.01 The parties agree that patient care is enhanced if concerns relating to professional practice, patient acuity, fluctuating workloads and fluctuating staffing are resolved in a timely and effective manner within manner. This provision is intended to appropriately address employee concerns relative to their workload issues in the context of the nurse’s their professional responsibility. In particular, the parties encourage nurses to raise any issues that negatively impact their workload or patient care, including but not limited to: - Gaps in continuity of care - care; Balance of staff mix - mix; Access to contingency staff - staff; Appropriate number of nursing staff staff. In the event that the Employer Hospital assigns a number of patients or a workload to an individual nurse or group of nurses such that she/he they have cause to believe that she/he they are being asked to perform more work than is not consistent with proper patient care, she/he they shall:
i) At the time the workload issue occurs, discuss the issue within the unit or department manager unit/program to develop strategies to meet patient care needs using current resources.
ii) If necessary, using established lines of communication as identified by the hospital, seek immediate assistance from an individual(s) (who could be within the bargaining unit) who has responsibility for timely resolution of workload issues.
iii) Failing resolution of the workload issue at the time of occurrence or if the issue is ongoing the nurse(s) will discuss the issue with her or his their Manager or designate on the next day that the Manager (or designate) and the nurse are both working or within five ten (510) working calendar days whichever is sooner. When meeting with the manager, the nurse(s) may request the assistance of a Union representative to support/assist them at the meeting.
iiiiv) At Complete the earliest opportunity (or before fifteen (15) calendar days) the nurse will complete the ONA Professional ONA/Hospital professional Responsibility Workload Report (including suggested remedial action for the issue) and submit this to the manager and required ONA representativesForm. The manager (or designate) will provide a written response on the ONA/Employer Hospital Professional Responsibility Workload Report Form (or attach correspondence whether in electronic or letter format) to the nurse(s) within ten (10) calendar days of receipt of the form. A form with a copy of the form shall be given to the Clinical or Unit manager and the Bargaining Unit President as indicated on President, Chief Nursing Executive, and the form itselfSenior Clinical Leader (if applicable). The Manager in receipt When meeting with the manager, the nurse(s) may request the assistance of a Union representative to support/assist them at the form will notify any member of the Labour Management Consultation Committee of its submission. The Chairman of the Labour Management Consultation Committee shall convene a meeting of the Labour Manager Consultation Committee within thirty (30) calendar days of the filing of the complaint. The Committee shall hear and attempt to resolve the complaint to the satisfaction of both partiesmeeting.
ivv) Every effort will be made to resolve workload issues at the unit or department level. A Union representative shall be involved in any resolution discussions at the unit level. The discussions and actions will be documented.
vvi) Failing reasonable attempts resolution at the unit level, submit the ONA/Hospital Professional Responsibility Workload Report Form to resolve the complaint Hospital-Association Committee within thirtytwenty (20) calendar days from the date of the Manager’s response or when they ought to have responded under (iv) above.
vii) The Chair of the Hospital-Association Committee shall convene a meeting of the Hospital-Association Committee within fifteen (15) calendar days of the filing of the ONA/
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
Professional Responsibility. 21.01 (Article 8.01 applies to employees covered by an Ontario College under the Regulated Health Professions Act only.)
8.01 The parties agree that patient care is enhanced if concerns relating to professional practice, patient acuity, fluctuating workloads and fluctuating staffing are resolved in a timely and effective manner within manner. This provision is intended to appropriately address employee concerns relative to their workload issues in the context of the nurse’s their professional responsibility. In particular, the parties encourage nurses to raise any issues that negatively impact their workload or patient care, including but not limited to: - • Gaps in continuity of care - care; • Balance of staff mix - mix; • Access to contingency staff - staff; • Appropriate number of nursing staff staff. In the event that the Employer Hospital assigns a number of patients or a workload to an individual nurse or group of nurses such that she/he they have cause to believe that she/he they are being asked to perform more work than is not consistent with proper patient care, she/he they shall:
i) At the time the workload issue occurs, discuss the issue within the unit or department manager unit/program to develop strategies to meet patient care needs using current resources.
ii) If necessary, using established lines of communication as identified by the hospital, seek immediate assistance from an individual(s) (who could be within the bargaining unit) who has responsibility for timely resolution of workload issues.
iii) Failing resolution of the workload issue at the time of occurrence or if the issue is ongoing the nurse(s) will discuss the issue with her or his their Manager or designate on the next day that the Manager (or designate) and the nurse are both working or within five ten (510) working calendar days whichever is sooner. When meeting with the manager, the nurse(s) may request the assistance of a Union representative to support/assist her/him them at the meeting.
iiiiv) At Complete the earliest opportunity (or before fifteen (15) calendar days) the nurse will complete the ONA Professional ONA/Hospital professional Responsibility Workload Report (including suggested remedial action for the issue) and submit this to the manager and required ONA representativesForm. The manager (or designate) will provide a written response on the ONA/Employer Hospital Professional Responsibility Workload Report Form (or attach correspondence whether in electronic or letter format) to the nurse(s) within ten (10) calendar days of receipt of the form. A form with a copy of the form shall be given to the Clinical or Unit manager and the Bargaining Unit President as indicated on President, Chief Nursing Executive, and the form itselfSenior Clinical Leader (if applicable). The Manager in receipt When meeting with the manager, the nurse(s) may request the assistance of a Union representative to support/assist her/him them at the form will notify any member of the Labour Management Consultation Committee of its submission. The Chairman of the Labour Management Consultation Committee shall convene a meeting of the Labour Manager Consultation Committee within thirty (30) calendar days of the filing of the complaint. The Committee shall hear and attempt to resolve the complaint to the satisfaction of both partiesmeeting.
ivv) Every effort will be made to resolve workload issues at the unit or department level. A Union representative shall be involved in any resolution discussions at the unit level. The discussions and actions will be documented.
vvi) Failing reasonable attempts resolution at the unit level, submit the ONA/Hospital Professional Responsibility Workload Report Form to resolve the complaint Hospital-Association Committee within thirtytwenty (20) calendar days from the date of the Manager’s response or when she or he they ought to have responded under (iv) above.
vii) The Chair of the Hospital-Association Committee shall convene a meeting of the Hospital-Association Committee within fifteen (15) calendar days of the filing of the ONA/
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
Professional Responsibility. 21.01 The parties agree that patient care is enhanced if concerns relating to professional practice, patient acuity, fluctuating workloads and fluctuating staffing are resolved in a timely and effective manner within the context of the nurse’s professional responsibility. In particular, the parties encourage nurses to raise any issues that negatively impact their workload or patient care, including but not limited to: - Gaps in continuity of care - Balance of staff mix - Access to contingency staff - Appropriate number of nursing staff In the event that the Employer assigns a workload to an individual nurse or group of nurses such that she/he have cause to believe that she/he are being asked to perform work than is not consistent with proper patient care, she/he shall:
i) At the time the workload issue occurs, discuss the issue within the unit or department manager to develop strategies to meet patient care needs using current resources.
ii) Failing resolution of the workload issue at the time of occurrence or if the issue is ongoing the nurse(s) will discuss the issue with her or his Manager manager or designate on the next day that the Manager (or designate) and the nurse are both working or within five (5) working days whichever is sooner.
iii) At the earliest opportunity (or before fifteen (15) calendar days) the nurse will complete the ONA Professional Responsibility Workload Report (including suggested remedial action for the issue) and submit this to the manager and required ONA representatives. The manager (or designate) will provide a written response on the ONA/Employer Professional Responsibility Workload Report Form (or attach correspondence whether in electronic or letter format) to the nurse(s) within ten (10) calendar days of receipt of the form. A copy of the form shall be given to the Clinical or Unit manager and the Bargaining Unit President as indicated on the form itself. The Manager in receipt of the form will notify any member of the Labour Management Consultation Committee of its submission. The Chairman of the Labour Management Consultation Committee shall convene a meeting of the Labour Manager Consultation Committee within thirty (30) calendar days of the filing of the complaint. The Committee shall hear and attempt to resolve the complaint to the satisfaction of both parties.
iv) Every effort will be made to resolve workload issues at the unit or department level. A Union representative shall be involved in any resolution discussions at the unit level. The discussions and actions will be documented.
v) Failing reasonable attempts to resolve the complaint within thirtythirty (30) calendar days of the meeting of the Labour Management Consultation Committee, the complaint shall be forwarded to an Independent Assessment Committee composed of three (3) registered nurses; one chosen by the Ontario Nurses’ Association, one chosen by the Employer, and one chosen from a panel of independent registered nurses who are well respected within the profession. The member of the Committee chosen from the panel of independent registered nurses shall act as Chairperson.
vi) The Assessment Committee shall set up a date to conduct a hearing into the complaint within fifteen (15) calendar days of its appointment and shall be empowered to investigate as is necessary and make what findings as are appropriate in the circumstances. The Assessment Committee shall report its findings, in writing, to the parties within thirty (30) calendar days following completion of its hearing.
(b) i) The list of Assessment Committee Chairpersons is attached as Appendix 1 The parties agree that should a chairperson be required, the Employer and the Ontario Nurses’ Association will be contacted. They will provide the name of the person to be utilized on the alphabetical listing of Chairpersons. The name to be provided will be the top name on the list of Chairpersons who has not been previously assigned. Should the Chairperson who is scheduled to serve decline when requested, or it becomes obvious that she/he would not be suitable due to connections with the Employer or community, the next person on the list will be approached to act as Chairperson.
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
Professional Responsibility. 21.01 (Article 8.01 applies to employees covered by an Ontario College under the Regulated Health Professions Act only.)
8.01 The parties agree that patient care is enhanced if concerns relating to professional practice, patient acuity, fluctuating workloads and fluctuating staffing are resolved in a timely and effective manner within manner. This provision is intended to appropriately address employee concerns relative to their workload issues in the context of the nurse’s their professional responsibility. In particular, the parties encourage nurses to raise any issues that negatively impact their workload or patient care, including but not limited to: - Gaps in continuity of care - Balance of staff mix - Access to contingency staff - Appropriate number of nursing staff In the event that the Employer Hospital assigns a number of patients or a workload to an individual nurse or group of nurses such that she/he they have cause to believe that she/he they are being asked to perform more work than is not consistent with proper patient care, she/he they shall:
i) At the time the workload issue occurs, discuss the issue within the unit or department manager unit/program to develop strategies to meet patient care needs using current resources.
ii) If necessary, using established lines of communication as identified by the hospital, seek immediate assistance from an individual(s) (who could be within the bargaining unit) who has responsibility for timely resolution of workload issues.
iii) Failing resolution of the workload issue at the time of occurrence or if the issue is ongoing the nurse(s) will discuss the issue with her or his Manager or designate on the next day that the Manager (or designate) and the nurse are both working or within five ten (510) working calendar days whichever is sooner. When meeting with the manager, the nurse(s) may request the assistance of a Union representative to support/assist her/him at the meeting.
iiiiv) At Complete the earliest opportunity (or before fifteen (15) calendar days) the nurse will complete the ONA Professional ONA/Hospital professional Responsibility Workload Report (including suggested remedial action for the issue) and submit this to the manager and required ONA representativesForm. The manager (or designate) will provide a written response on the ONA/Employer Hospital Professional Responsibility Workload Report Form (or attach correspondence whether in electronic or letter format) to the nurse(s) within ten (10) calendar days of receipt of the form. A form with a copy of the form shall be given to the Clinical or Unit manager and the Bargaining Unit President as indicated on President, Chief Nursing Executive, and the form itselfSenior Clinical Leader (if applicable). The Manager in receipt When meeting with the manager, the nurse(s) may request the assistance of a Union representative to support/assist her/him at the form will notify any member of the Labour Management Consultation Committee of its submission. The Chairman of the Labour Management Consultation Committee shall convene a meeting of the Labour Manager Consultation Committee within thirty (30) calendar days of the filing of the complaint. The Committee shall hear and attempt to resolve the complaint to the satisfaction of both partiesmeeting.
ivv) Every effort will be made to resolve workload issues at the unit or department level. A Union representative shall be involved in any resolution discussions at the unit level. The discussions and actions will be documented.
vvi) Failing reasonable attempts resolution at the unit level, submit the ONA/Hospital Professional Responsibility Workload Report Form to resolve the complaint Hospital-Association Committee within thirtytwenty (20) calendar days from the date of the Manager’s response or when she or he ought to have responded under (iv) above.
vii) The Chair of the Hospital-Association Committee shall convene a meeting of the Hospital-Association Committee within fifteen (15) calendar days of the filing of the ONA/
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
Professional Responsibility. 21.01 10.01 The parties agree that patient care is enhanced if concerns relating to professional practice, patient acuity, fluctuating workloads and fluctuating staffing are resolved in a timely and effective manner within manner. This provision is intended to appropriately address employee concerns relative to their workload issues in the context of the nurse’s their professional responsibility. In particular, the parties encourage nurses to raise any issues that negatively impact their workload or patient care, including but not limited to: - • Gaps in continuity of care - • Balance of staff mix - • Access to contingency staff - • Appropriate number of nursing staff In the event that the Employer assigns a number of patients or a workload to an individual nurse or group of nurses such that she/he they have cause to believe that she/he they are being asked to perform more work than is not consistent with proper patient care, she/he they shall:;
i) At the time the workload issue occurs, discuss the issue within the unit or department manager unit/program to develop strategies to meet patient care needs using current resources.
ii) If necessary, using established lines of communication, seek immediate assistance from an individual(s) identified by the Employer (who could be within the bargaining unit) who has responsibility for timely resolution of workload issues.
iii) Failing resolution of the workload issue at the time of occurrence or if the issue is ongoing occurrence, the nurse(s) will discuss the issue with her or his Manager or designate on the Manager’s or designate’s next day that the Manager (or designate) and the nurse are both working or within five ten (510) working days calendar days, whichever is sooner.
iii) At . Complete the earliest opportunity (or before fifteen (15) calendar days) the nurse will complete the ONA Professional ONA/Hospital professional Responsibility Workload Report (including suggested remedial action for the issue) and submit this to the manager and required ONA representatives. Form, The manager (or designate) will provide a written response on the ONA/ONA/ Employer Professional Responsibility Workload Report Form (or attach correspondence whether in electronic or letter format) to the nurse(snurses(s) within ten (10) calendar days of receipt of the form. A form with a copy of the form shall be given to the Clinical or Unit manager and the Bargaining Unit President as indicated on President.
iv) Failing resolution at the form itselfunit level, submit the ONA/Hospital Professional Responsibility Workload Report Form to the Hospital- Association Committee within twenty (20) calendar days from the date of the Manager’s response or when she or he ought to have responded under (iii) above. The Manager in receipt Chair of the form will notify any member of the Labour Management Consultation Committee of its submission. The Chairman of the Labour Management Consultation Hospital- Association Committee shall convene a meeting of the Labour Manager Consultation Hospital- Association Committee within thirty fifteen (3015) calendar days of the filing of the complaint. The Committee shall hear and attempt to resolve the complaint to the satisfaction of both parties.
iv) Every effort will be made parties and report the outcome to resolve workload issues at the unit or department level. A Union representative shall be involved in any resolution discussions at the unit level. The discussions and actions will be documentednurse(s).
v) Prior to the complaint being forwarded to the Independent Assessment committee, the Union may forward a written report outlining the complaint and recommendations to the Chief Nursing Executive.
vi) Failing reasonable attempts to resolve resolution of the complaint within thirtyfifteen (15) calendar days of the meeting of the Union-Employer Committee the complaint shall be forwarded to an independent Assessment Committee composed of three (3) registered nurses; one chosen by the Ontario Nurses' Association, one chosen by the Employer and one chosen from a panel of independent registered nurses who are well respected within the profession. The member of the Committee chosen from the panel of independent registered nurses shall act as Chair.
vii) The Assessment Committee shall set a date to conduct a hearing into the complaint within fourteen (14) calendar days of its appointment and shall be empowered to investigate as is necessary and make what findings as are appropriate in the circumstances. The Assessment Committee shall report its findings, in writing, to the parties within forty-five (45) calendar days following completion of its hearing.
viii) It is understood and agreed that representatives of the Ontario Nurses' Association, including the Employment Relations Officer and the Nursing Practice Officer, may attend meetings held between the Employer and the Union under this provision.
ix) Any complaint lodged under this provision shall be on the form set out in Appendix 6.
(b) i) The list of Assessment Committee Chairpersons is attached as Appendix 2. The parties agree that should a Chairperson be required, the Ontario Hospital Association and the Ontario Nurses’ Association will be contacted. They will provide the name of the person to be utilized on the alphabetical listing of Chairpersons. The name to be provided will be the top name on the list of Chairpersons who has not been previously assigned. Should the Chairperson who is scheduled to serve decline when requested, or it becomes obvious that the Chair would not be suitable due to connections with the Employer or community, the next person on the list will be approached to act as Chairperson.
Appears in 1 contract
Samples: Collective Agreement
Professional Responsibility. 21.01 10.01 The parties agree that patient care is enhanced if concerns issues relating to professional practice, patient acuity, fluctuating workloads and fluctuating staffing are resolved in a timely and effective manner within manner. This provision is intended to appropriately address employee concerns relative to their workload issues in the context of the nurse’s their professional responsibility. In particular, the parties encourage nurses to raise any issues that negatively impact their workload or patient care, including but not limited to: - • Gaps in continuity of care - • Balance of staff mix - • Access to contingency staff - • Appropriate number of nursing staff In the event that the Employer assigns a number of patients or a workload to an individual nurse or group of nurses such that she/he they have cause to believe that she/he they are being asked to perform more work than is not consistent with proper patient care, she/he they shall:;
i) At the time the workload issue occurs, discuss the issue within the unit or department manager unit/program to develop strategies to meet patient care needs using current resources.
ii) If necessary, using established lines of communication, seek immediate assistance from an individual(s) identified by the Employer (who could be within the bargaining unit) who has responsibility for timely resolution of workload issues.
iii) Failing resolution of the workload issue issue(s) at the time of occurrence or if the issue is ongoing occurrence, the nurse(s) will discuss the issue issue(s) with her or his their Manager or designate on the Manager’s or designate’ s next day that the Manager (or designate) and the nurse are both working or within five ten (510) working days calendar days, whichever is sooner. When meeting with the manager, the nurse(s) is/are entitled to be represented by a Union representative if requested by the nurse(s) to support/assist them at the meeting.
iiiiv) At Complete the earliest opportunity (or before fifteen (15) calendar days) the nurse will complete the ONA ONA/Hospital Professional Responsibility Workload Report (including suggested remedial action for Form, the issue) and submit this to the manager and required ONA representatives. The manager (or designate) will provide a written response on the ONA/ONA/ Employer Professional Responsibility Workload Report Form (or attach correspondence whether in electronic or letter format) to the nurse(snurses(s) within ten (10) calendar days of receipt of the form. A form with a copy of the form shall be given to the Clinical or Unit manager and the Bargaining Unit President as indicated on President.
v) Failing resolution at the form itselfunit level, submit the ONA/Hospital Professional Responsibility Workload Report Form to the Hospital-Association Committee within twenty (20) calendar days from the date of the Manager’s response or when they ought to have responded under (iii) above. The Manager in receipt Chair of the form will notify any member of the Labour Management Consultation Committee of its submission. The Chairman of the Labour Management Consultation Hospital-Association Committee shall convene a meeting of the Labour Manager Consultation Hospital-Association Committee within thirty fifteen (3015) calendar days of the filing of the complaint. The Committee shall hear and attempt to resolve the complaint to the satisfaction of both partiesparties and report the outcome to the nurse(s).
ivvi) Every effort will be made Xxxxx to resolve workload issues at the unit or department level. A complaint being forwarded to the Independent Assessment committee, the Union representative shall be involved in any resolution discussions at may forward a written report outlining the unit level. The discussions complaint and actions will be documentedrecommendations to the Chief Nursing Executive.
vvii) Failing reasonable attempts to resolve resolution of the complaint within thirtyfifteen (15) calendar days of the meeting of the Union-Employer Committee the complaint shall be forwarded to an independent Assessment Committee composed of three (3) registered nurses; one chosen by the Ontario Nurses' Association, one chosen by the Employer and one chosen from a panel of independent registered nurses who are well respected within the profession. The member of the Committee chosen from the panel of independent registered nurses shall act as Chair.
viii) The Assessment Committee shall set a date to conduct a hearing into the complaint within fourteen (14) calendar days of its appointment and shall be empowered to investigate as is necessary and make what findings as are appropriate in the circumstances. The Assessment Committee shall report its findings, in writing, to the parties within forty-five (45) calendar days following completion of its hearing.
ix) It is understood and agreed that representatives of the Ontario Nurses' Association, including the Employment Relations Officer and the Nursing Practice Officer, may attend meetings held between the Employer and the Union under this provision.
x) Any complaint lodged under this provision shall be on the form set out in Appendix 6.
(b) i) The list of Assessment Committee Chairpersons is attached as Appendix 2. The parties agree that should a Chairperson be required, the Ontario Hospital Association and the Ontario Nurses’ Association will be contacted. They will provide the name of the person to be utilized on the alphabetical listing of Chairpersons. The name to be provided will be the top name on the list of Chairpersons who has not been previously assigned. Should the Chairperson who is scheduled to serve decline when requested, or it becomes obvious that the Chair would not be suitable due to connections with the Employer or community, the next person on the list will be approached to act as Chairperson.
Appears in 1 contract
Samples: Collective Agreement
Professional Responsibility. 21.01 8.01 The parties agree that patient care is enhanced if concerns relating to professional practice, patient acuity, fluctuating workloads and fluctuating staffing are resolved in a timely and effective manner within the context of the nurse’s professional responsibilitymanner. In particular, the parties encourage nurses to raise any issues that negatively impact their workload or patient care, including but not limited to: - Gaps in continuity of care - Balance of staff mix - Access to contingency staff - Appropriate number of nursing staff In the event that the Employer Hospital assigns a number of patients or a workload to an individual nurse or group of nurses such that she/he they have cause to believe that she/he they are being asked to perform more work than is not consistent with proper patient care, she/he they shall:
ia) At the time the workload issue occurs, discuss the issue within the unit or department manager unit/program to develop strategies to meet patient care needs using current resources.
iib) If necessary, using established lines of communication as identified by the hospital, seek immediate assistance from an individual(s) (who could be within the bargaining unit) who has responsibility for timely resolution of workload issues.
c) Failing resolution of the workload issue at the time of occurrence or if the issue is ongoing the nurse(s) will discuss the issue with her or his Manager or designate on the next day that the Manager (or designate) and the nurse are both working or within five seven (57) working calendar days whichever is sooner.
iii) At . Complete the earliest opportunity (or before fifteen (15) calendar days) the nurse will complete the ONA Professional ONA/Hospital professional Responsibility Workload Report (including suggested remedial action for the issue) and submit this to the manager and required ONA representativesForm. The manager (or designate) will provide a written response on the ONA/Employer Hospital Professional Responsibility Workload Report Form (or attach correspondence whether in electronic or letter format) to the nurse(s) within ten seven (107) calendar days of receipt of the form. A form with a copy of the form shall be given to the Clinical or Unit manager and the Bargaining Unit President as indicated on President. When meeting with the form itself. The Manager in receipt manager, the nurse(s) may request the assistance of a Union representative to support/assist her/him at the form will notify any member of the Labour Management Consultation Committee of its submission. The Chairman of the Labour Management Consultation Committee shall convene a meeting of the Labour Manager Consultation Committee within thirty (30) calendar days of the filing of the complaint. The Committee shall hear and attempt to resolve the complaint to the satisfaction of both partiesmeeting.
ivd) Every effort will be made to resolve workload issues at the unit or department level. A Union representative shall be involved in any resolution discussions at the unit level. The discussions and actions will be documented.
ve) Failing reasonable attempts resolution at the unit level, submit the ONA/Hospital Professional Responsibility Workload Report Form to resolve the complaint Hospital-Association Committee within thirtytwenty (20) calendar days from the date of the Manager’s response or when she or he ought to have responded under
Appears in 1 contract
Samples: Collective Agreement
Professional Responsibility. 21.01 The parties agree that patient care is enhanced if concerns relating to professional practice, patient acuity, fluctuating workloads and fluctuating staffing are resolved in a timely and effective manner within the context of the nurse’s professional responsibilitymanner. In particular, the parties encourage nurses to raise any issues that negatively impact their workload or patient care, including but not limited to: - Gaps in continuity of care - Balance of staff mix - Access to contingency staff - Appropriate number of nursing staff In the event that the Employer Hospital assigns a number of patients or a workload to an individual nurse or group of nurses employee such that she/he they have cause to believe that she/he they are being asked to perform more work than is not consistent with proper patient care, she/he they shall:
i(a) At the time that the workload issue occurs, discuss the issue within the unit or department manager unit/program to develop strategies to meet patient care needs using current resources.
ii(b) Failing resolution of the workload issue at the time of occurrence occurrence, the employee(s) or if the issue is ongoing the nurse(s) group of employees will discuss the issue with her or his Manager or designate on the next day that the Manager (or designate) designate and the nurse Employee are both working or within five seven (57) working calendar days whichever is sooner.
iii) At the earliest opportunity (or before fifteen (15) calendar days) the nurse will complete the ONA Professional Responsibility Workload Report (including suggested remedial action for the issue) and submit this to the manager and required ONA representatives. The manager (or designate) will provide a written response on the ONA/Employer Professional Responsibility Workload Report Form (or attach correspondence whether in electronic or letter format) to the nurse(s) within ten (10) calendar days of receipt of the form. A copy of the form shall be given to the Clinical or Unit manager and the Bargaining Unit President as indicated on the form itself. The Manager in receipt of the form will notify any member of the Labour Management Consultation Committee of its submission. The Chairman of the Labour Management Consultation Committee shall convene a meeting of the Labour Manager Consultation Committee within thirty (30) calendar days of the filing of the complaint. The Committee shall hear and attempt to resolve the complaint to the satisfaction of both parties.
ivc) Every effort will be made to resolve workload issues at the unit or department level. A Union representative shall be involved in any resolution discussions at the unit level. The discussions and actions will be documented.
v(d) Failing reasonable attempts resolution of the workload issue at the unit level, the workload issue will be discussed at the next Labour-Management Committee meeting. Such meeting will occur within thirty (30) calendar days or as soon as possible thereafter. The committee shall hear and attempt to resolve the complaint within thirtyto the satisfaction of both parties and report the outcome to the employee(s).
(e) If the matter is unresolved by the Labour-Management Committee, the Association may forward a written report outlining the complaint and recommendations to the VP of Clinical Services or designate for resolution of the issues.
(f) Time limits in this process may be extended only by written, mutual consent of the parties.
(g) When meeting with the manager in any step of this process, the employee(s) may request the assistance of a Union Representative, including the Labour Relations Officer(s) to support/assist her/him at the meeting.
Appears in 1 contract
Samples: Collective Agreement
Professional Responsibility. 21.01 (Article 8.01 applies to employees covered by an Ontario College under the Regulated Health Professions Act only.)
8.01 The parties agree that patient care is enhanced if concerns relating to professional practice, patient acuity, fluctuating workloads and fluctuating staffing are resolved in a timely and effective manner within the context of the nurse’s professional responsibilitymanner. In particular, the parties encourage nurses to raise any issues that negatively impact their workload or patient care, including but not limited to: - Gaps in continuity of care - Balance of staff mix - Access to contingency staff - Appropriate number of nursing staff In the event that the Employer Hospital assigns a number of patients or a workload to an individual nurse or group of nurses such that she/he they have cause to believe that she/he she or they are being asked to perform more work than is not consistent with proper patient care, she/he they shall:
i) At the time the workload issue occurs, discuss the issue within the unit or department manager unit/program to develop strategies to meet patient care needs using current resources.
ii) If necessary, using established lines of communication as identified by the hospital, seek immediate assistance from an individual(s) (who could be within the bargaining unit) who has responsibility for timely resolution of workload issues.
iii) Failing resolution of the workload issue at the time of occurrence occurrence, or if the issue is ongoing the nurse(s) will discuss the issue with her or his Manager or designate on the next day that the Manager (or designate) and the nurse are both working or within five (5) working calendar days whichever is sooner.
iii) At . Complete the earliest opportunity (or before fifteen (15) calendar days) the nurse will complete the ONA ONA/Hospital Professional Responsibility Workload Report (including suggested remedial action for the issue) and submit this to the manager and required ONA representativesForm. The manager (or designate) will provide a written response on the ONA/Employer Hospital Professional Responsibility Workload Report Form (or attach correspondence whether in electronic or letter format) to the nurse(s) within ten (10) calendar 5 days of receipt of the form. A form with a copy of the form shall be given to the Clinical or Unit manager and the Bargaining Unit President as indicated on President. When meeting with the form itself. The Manager in receipt manager, the nurse(s) may request the assistance of a Union representative to support/assist her/him at the form will notify any member of the Labour Management Consultation Committee of its submission. The Chairman of the Labour Management Consultation Committee shall convene a meeting of the Labour Manager Consultation Committee within thirty (30) calendar days of the filing of the complaint. The Committee shall hear and attempt to resolve the complaint to the satisfaction of both partiesmeeting.
iv) Every effort will be made to resolve workload issues at the unit or department level. A Union representative shall be involved in any resolution discussions at the unit level. The discussions and actions will be documented.
v) Failing reasonable attempts resolution at the unit level, submit the ONA/Hospital Professional Responsibility Workload Report Form to the Employer-Union Committee within twenty (20) calendar days from the date of the Manager’s response or when she or he ought to have responded under (iii) above. The Chair of the Employer-Union Committee shall convene a meeting of the Employer-Union Committee within fifteen (15) calendar days of the filing of the ONA/Hospital Professional Responsibility Workload Report Form. The Committee shall hear and attempt to resolve the complaint issue(s) to the satisfaction of both parties and report the outcome to the nurse(s).
vi) Prior to the issue(s) being forwarded to the Independent Assessment Committee, the Union may forward a written report outlining the issue(s) and recommendations to the Chief Nursing Executive. For professionals regulated by the RHPA, other than nurses, the Union may forward a written report outlining the issue(s) and recommendations to the appropriate senior executive as designated by the Hospital.
vii) Any settlement arrived at under Article 8.01 (a) iii), iv), or v) shall be signed by the parties. (Article 8.01(a), (viii), (ix) and (x) and 8.01(b) applies to nurses only)
viii) Failing resolution of the issue(s) within thirtyfifteen (15) calendar days of the meeting of the Employer-Union Committee the issue(s) shall be forwarded to an Independent Assessment Committee composed of three (3) registered nurses; one chosen by the Ontario Nurses' Association, one chosen by the Hospital and one chosen from a panel of independent registered nurses who are well respected within the profession. The member of the Committee chosen from the panel of independent registered nurses shall act as Chair. If one of the parties fails to appoint its nominee within a period of forty-five (45) calendar days of giving notice to proceed to the Independent Assessment Committee, the process will proceed. This will not preclude either party from appointing their nominee prior to the commencement of the Independent Assessment Committee hearing.
ix) The Assessment Committee shall set a date to conduct a hearing into the issue(s) within fourteen (14) calendar days of its appointment and shall be empowered to investigate as is necessary and make what findings as are appropriate in the circumstances. The Assessment Committee shall render its decision, in writing, to the parties within forty-five (45) calendar days following completion of its hearing.
x) It is understood and agreed that representatives of the Ontario Nurses' Association, including the Labour Relations Officer(s), may attend meetings held between the Hospital and the Union under this provision.
xi) Any issue(s) lodged under this provision shall be on the form set out in Appendix 4. Alternately, the local parties may agree to an electronic version of the form and a process for signing.
xii) The Chief Nursing Executive, Bargaining Unit President and the Employer-Union Committee will jointly review the recommendations of the Independent Assessment Committee and develop an implementation plan for mutually agreed changes.
(b) i) The list of Assessment Committee Chairs is attached as Appendix 2. During the term of this Agreement, the central parties shall meet as necessary to review and amend by agreement the list of chairs of Professional Responsibility Assessment Committees. The parties agree that should a Chair be required, the Extendicare Employer Management Division and the Ontario Nurses' Association will be contacted. They will provide the name of the person to be utilized on the alphabetical listing of Chairs. The name to be provided will be the top name on the list of Chairs who has not been previously assigned. Should the Chair who is scheduled to serve decline when requested, or it becomes obvious that she or he would not be suitable due to connections with the Hospital or community, the next person on the list will be approached to act as Chair.
Appears in 1 contract
Samples: Collective Agreement
Professional Responsibility. 21.01 (a) The parties have a mutual interest in the provision of quality patient care. The parties agree that patient care is enhanced if concerns issues relating to professional practice, patient acuity, fluctuating workloads and fluctuating staffing are resolved in a timely and effective manner within manner. This provision is intended to appropriately address employee concerns relative to their workload issues in the context of the nurse’s their professional responsibility. In particular, the parties encourage nurses employees to raise any issues that negatively impact their workload or patient care, including but not limited to: - • Gaps in continuity of care - care. • Balance of staff mix - mix. • Access to contingency staff - staff. • Appropriate number of nursing staff RRT staff. In the event that the Employer Hospital assigns a number of patients or a workload to an individual nurse employee or group of nurses employees such that she/he they have cause to believe that she/he they are being asked to perform more work than is not consistent with proper patient care, she/he they shall:
(i) At the time the workload issue occurs, discuss the issue within the unit or department manager unit/program to develop strategies to meet patient care needs using current resources.
(ii) If necessary, using established lines of communication as identified by the hospital, seek immediate assistance from an individual(s) (who could be within the bargaining unit) who has responsibility for timely resolution of workload issues.
(iii) Failing resolution of the workload issue issue(s) at the time of occurrence or if the issue issue(s) is ongoing the nurse(semployee(s) will discuss the issue Z with her their manager (or his Manager or designate designate) on the next day that the Manager manager (or designate) and the nurse employee are both working or within five ten (510) working calendar days whichever is sooner. When meeting with the manager, the employee(s) is/are entitled to be represented by a union representative if requested by the employee(s) to support/assist them at the meeting.
iii(iv) At Complete the earliest opportunity (or before fifteen (15) calendar days) the nurse will complete the ONA Professional Responsibility RRT Workload Report (including suggested remedial action for the issue) and submit this to the manager and required ONA representativesAlert Form. The manager (or designate) will provide a written response on the ONA/Employer Professional Responsibility RRT Workload Report Alert Form (or attach correspondence whether in electronic or letter format) to the nurse(semployee(s) within ten (10) calendar days of receipt of the form. A form with a copy of the form shall be given to the Clinical or Unit manager and the Bargaining Unit President as indicated on President, Program Manager, and the form itselfClinical Director for Critical Care. The Manager in receipt of When meeting with the form will notify any member of manager, the Labour Management Consultation Committee of its submission. The Chairman of the Labour Management Consultation Committee shall convene employee(s) is/are entitled to be represented by a meeting of the Labour Manager Consultation Committee within thirty union representative if requested by the
(30) calendar days of the filing of the complaint. The Committee shall hear and attempt to resolve the complaint to the satisfaction of both parties.
ivv) Every effort will be made to resolve workload issues at the unit or department level. A Union union representative shall be involved in any resolution discussions at the unit level. The discussions and actions will be documented.
v(vi) Failing reasonable attempts resolution at the unit level, submit the RRT Workload Alert Form to the Hospital-Association Committee within twenty (20) calendar days from the date of the manager’s response or when they ought to have responded under (iv) above.
(vii) The Chair of the Hospital-Association Committee shall convene a meeting of the Hospital-Association Committee within fifteen (15) calendar days the filing of the RRT Workload Alert Form. The Committee shall hear and attempt to resolve the complaint within thirtyissue(s) to the satisfaction of both parties and report the outcome to the employees(s) using the Workload/Professional Responsibility Review Tool to develop joint recommendations (Appendix 9).
(viii) Any settlement arrived at under Article 8.01 (a) iii) v), or vi) shall be signed by the parties.
Appears in 1 contract
Samples: Collective Agreement
Professional Responsibility. 21.01 (Article 8.01 applies to employees covered by an Ontario College under the Regulated Health Professions Act only.)
8.01 The parties agree that patient care is enhanced if concerns relating to professional practice, patient acuity, fluctuating workloads and fluctuating staffing are resolved in a timely and effective manner within the context of the nurse’s professional responsibilitymanner. In particular, the parties encourage nurses to raise any issues that negatively impact their workload or patient care, including but not limited to: - Gaps in continuity of care - Balance of staff mix - Access to contingency staff - Appropriate number of nursing staff In the event that the Employer Hospital assigns a number of patients or a workload to an individual nurse or group of nurses such that she/he they have cause to believe that she/he they are being asked to perform more work than is not consistent with proper patient care, she/he they shall:
i) At the time the workload issue occurs, discuss the issue within the unit or department manager unit/program to develop strategies to meet patient care needs using current resources.
ii) If necessary, using established lines of communication as identified by the hospital, seek immediate assistance from an individual(s) identified by the Hospital (who could be within the bargaining unit) who has responsibility for timely resolution of workload issues.
iii) Failing resolution of the workload issue at the time of occurrence or if the issue is ongoing the nurse(s) will discuss the issue with her or his Manager or designate on the next day that the Manager (or designate) and the nurse are both working or within five (5) working calendar days whichever is sooner.
iii) At . Complete the earliest opportunity (or before fifteen (15) calendar days) the nurse will complete the ONA Professional ONA/Hospital professional Responsibility Workload Report (including suggested remedial action for the issue) and submit this to the manager and required ONA representativesForm. The manager (or designate) will provide a written response on the ONA/Employer Hospital Professional Responsibility Workload Report Form (or attach correspondence whether in electronic or letter format) to the complainant(s), nurse(s) within ten (10) calendar 5 days of receipt of the form. A form with a copy of the form shall be given to the Clinical or Unit manager and the Bargaining Unit President as indicated on the form itself. The Manager in receipt of the form will notify any member of the Labour Management Consultation Committee of its submission. The Chairman of the Labour Management Consultation Committee shall convene a meeting of the Labour Manager Consultation Committee within thirty (30) calendar days of the filing of the complaint. The Committee shall hear and attempt to resolve the complaint to the satisfaction of both partiesPresident.
iv) Every effort will be made to resolve workload issues at the unit or department level. A Union representative shall be involved in any resolution discussions at the unit level. The discussions and actions will be documented.
v) Complain in writing Failing reasonable attempts resolution at the unit level, submit the ONA/Hospital Professional Responsibility Workload Report Form to resolve the complaint Hospital-Association Committee within thirtytwenty (20) calendar days from the date of the Manager’s response or when she or he ought to have responded under (iii) above of the alleged improper assignment. The Chair of the Hospital-Association Committee shall convene a meeting of the Hospital-Association Committee within fifteen (15) calendar days of the filing of the
Appears in 1 contract
Samples: Collective Agreement
Professional Responsibility. 21.01 (Article 8.01 applies to employees covered by an Ontario College under the Regulated Health Professions Act only.)
8.01 The parties agree that patient care is enhanced if concerns relating to professional practice, patient acuity, fluctuating workloads and fluctuating staffing are resolved in a timely and effective manner within the context of the nurse’s professional responsibilitymanner. In particular, the parties encourage nurses to raise any issues that negatively impact their workload or patient care, including but not limited to: - Gaps in continuity of care - Balance of staff mix - Access to contingency staff - Appropriate number of nursing staff In the event that the Employer Hospital assigns a number of patients or a workload to an individual nurse or group of nurses such that she/he they have cause to believe that she/he she or they are being asked to perform more work than is not consistent with proper patient care, she/he they shall:
i) At the time the workload issue occurs, discuss the issue within the unit or department manager unit/program to develop strategies to meet patient care needs using current resources.
ii) If necessary, using established lines of communication as identified by the hospital, seek immediate assistance from an individual(s) (who could be within the bargaining unit) who has responsibility for timely resolution of workload issues.
iii) Failing resolution of the workload issue at the time of occurrence occurrence, or if the issue is ongoing the nurse(s) will discuss the issue with her or his Manager or designate on the next day that the Manager (or designate) and the nurse are both working or within five (5) working calendar days whichever is sooner.
iii) At . Complete the earliest opportunity (or before fifteen (15) calendar days) the nurse will complete the ONA ONA/Hospital Professional Responsibility Workload Report (including suggested remedial action for the issue) and submit this to the manager and required ONA representativesForm. The manager (or designate) will provide a written response on the ONA/Employer Hospital Professional Responsibility Workload Report Form (or attach correspondence whether in electronic or letter format) to the nurse(s) within ten (10) calendar 5 days of receipt of the form. A form with a copy of the form shall be given to the Clinical or Unit manager and the Bargaining Unit President as indicated on President. When meeting with the form itself. The Manager in receipt manager, the nurse(s) may request the assistance of a Union representative to support/assist her/him at the form will notify any member of the Labour Management Consultation Committee of its submission. The Chairman of the Labour Management Consultation Committee shall convene a meeting of the Labour Manager Consultation Committee within thirty (30) calendar days of the filing of the complaint. The Committee shall hear and attempt to resolve the complaint to the satisfaction of both partiesmeeting.
iv) Every effort will be made to resolve workload issues at the unit or department level. A Union representative shall be involved in any resolution discussions at the unit level. The discussions and actions will be documented.
v) Failing reasonable attempts resolution at the unit level, submit the ONA/Hospital Professional Responsibility Workload Report Form to the Employer-Union Committee within twenty (20) calendar days from the date of the Manager’s response or when she or he ought to have responded under (iii) above. The Chair of the Employer- Union Committee shall convene a meeting of the Employer-Union Committee within fifteen (15) calendar days of the filing of the ONA/Hospital Professional Responsibility Workload Report Form. The Committee shall hear and attempt to resolve the complaint issue(s) to the satisfaction of both parties and report the outcome to the nurse(s).
vi) Prior to the issue(s) being forwarded to the Independent Assessment Committee, the Union may forward a written report outlining the issue(s) and recommendations to the Chief Nursing Executive. For professionals regulated by the RHPA, other than nurses, the Union may forward a written report outlining the issue(s) and recommendations to the appropriate senior executive as designated by the Hospital.
vii) Any settlement arrived at under Article 8.01 (a) iii), iv), or v) shall be signed by the parties.
viii) Failing resolution of the issue(s) within thirtyfifteen (15) calendar days of the meeting of the Employer-Union Committee the issue(s) shall be forwarded to an Independent Assessment Committee composed of three (3) registered nurses; one chosen by the Ontario Nurses' Association, one chosen by the Hospital and one chosen from a panel of independent registered nurses who are well respected within the profession. The member of the Committee chosen from the panel of independent registered nurses shall act as Chair. If one of the parties fails to appoint its nominee within a period of forty-five (45) calendar days of giving notice to proceed to the Independent Assessment Committee, the process will proceed. This will not preclude either party from appointing their nominee prior to the commencement of the Independent Assessment Committee hearing.
ix) The Assessment Committee shall set a date to conduct a hearing into the issue(s) within fourteen (14) calendar days of its appointment and shall be empowered to investigate as is necessary and make what findings as are appropriate in the circumstances. The Assessment Committee shall render its decision, in writing, to the parties within forty-five (45) calendar days following completion of its hearing.
x) It is understood and agreed that representatives of the Ontario Nurses' Association, including the Labour Relations Officer(s), may attend meetings held between the Hospital and the Union under this provision.
xi) Any issue(s) lodged under this provision shall be on the form set out in Appendix 4. Alternately, the local parties may agree to an electronic version of the form and a process for signing.
xii) The Chief Nursing Executive, Bargaining Unit President and the Employer-Union Committee will jointly review the recommendations of the Independent Assessment Committee and develop an implementation plan for mutually agreed changes.
(b) i) The list of Assessment Committee Chairs is attached as Appendix 2. During the term of this Agreement, the central parties shall meet as necessary to review and amend by agreement the list of chairs of Professional Responsibility Assessment Committees. The parties agree that should a Chair be required, the Extendicare Employer Management Division and the Ontario Nurses' Association will be contacted. They will provide the name of the person to be utilized on the alphabetical listing of Chairs. The name to be provided will be the top name on the list of Chairs who has not been previously assigned. Should the Chair who is scheduled to serve decline when requested, or it becomes obvious that she or he would not be suitable due to connections with the Hospital or community, the next person on the list will be approached to act as Chair.
Appears in 1 contract
Samples: Collective Agreement
Professional Responsibility. 21.01 (Article 8.01 applies to employees covered by an Ontario College under the Regulated Health Professions Act only.)
8.01 The parties Parties agree that patient resident care is enhanced if concerns issues relating to professional practice, patient resident acuity, fluctuating workloads and fluctuating staffing are resolved in a timely and effective manner within the context of the nurse’s professional responsibilitymanner. In particular, the parties encourage nurses to raise any issues that negatively impact their workload or patient care, including but not limited to: - Gaps in continuity of care - Balance of staff mix - Access to contingency staff - Appropriate number of nursing staff In the event that the Employer Health Centre assigns a number of residents or a workload to an individual nurse or group of nurses such that she/he they have cause to believe that she/he they are being asked to perform more work than is not consistent with proper patient resident care, she/he they shall:
i) At the time the workload issue occurs, discuss the issue within the unit or department manager unit/program to develop strategies to meet patient resident care needs using current resources.
ii) If necessary, using established lines of communication, seek immediate assistance from an individual(s) identified by the Health Centre (who could be within the bargaining unit) who has responsibility for timely resolution of workload issues.
iii) Failing resolution of the workload issue issue(s) at the time of occurrence or if the issue is ongoing occurrence, the nurse(s) will discuss the issue with her their Manager (or his Manager or designate designate) on the next day that the Manager (or designate) and the nurse are both working or within five ten (510) working days calendar days, whichever is sooner.
iii) At the earliest opportunity (or before fifteen (15) calendar days) the nurse . The program manager will complete respond in writing on the ONA Professional Responsibility Workload Report (including suggested remedial action for the issue) and submit this Form to the manager and required ONA representativesissue(s), with a written copy to the Bargaining Unit President. The manager When meeting with the Manager (or designate), nurse(s) will provide is/are entitled to be represented by a written response on the ONA/Employer Professional Responsibility Workload Report Form (or attach correspondence whether in electronic or letter format) to Union representative if requested by the nurse(s) to support/assist them at the meeting.
iv) Any settlement arrived at under (a) v) shall be signed by the Parties.
v) Failing resolution, complain in writing to the Labour- Management Committee within ten fifteen (1015) calendar days of receipt the alleged improper assignment. The Chair of the form. A copy of the form shall be given to the Clinical or Unit manager and the Bargaining Unit President as indicated on the form itself. The Manager in receipt of the form will notify any member of the Labour Labour- Management Consultation Committee of its submission. The Chairman of the Labour Management Consultation Committee shall convene a meeting of the Labour Manager Consultation Labour-Management Committee within thirty ten (3010) calendar days of the filing of the complaint. The Committee shall hear and attempt to resolve the complaint to the satisfaction of both partiesParties.
iv) Every effort will be made to resolve workload issues at the unit or department level. A Union representative shall be involved in any resolution discussions at the unit level. The discussions and actions will be documented.
vvi) Failing reasonable attempts to resolve resolution of the complaint within thirtyfifteen (15) calendar days of the meeting of the Labour-Management Committee the complaint shall be forwarded to an independent Assessment Committee composed of three (3) registered nurses; one chosen by the Ontario Nurses' Association, one chosen by the Health Centre and one chosen from a panel of independent registered nurses who are well respected within the profession. The member of the Committee chosen from the panel of independent registered nurses shall act as Chair.
vii) The Assessment Committee shall set a date to conduct a hearing into the complaint within fourteen (14) calendar days of its appointment and shall be empowered to investigate as is necessary and make what findings as are appropriate in the circumstances. The Assessment Committee shall report its findings, in writing, to the Parties within thirty (30) calendar days following completion of its hearing.
viii) It is understood and agreed that representatives of the Ontario Nurses' Association, including the Labour Relations Officer and the Nursing Practice Officer, may attend meetings held between the Health Centre and the Union under this provision.
ix) Any complaint lodged under this provision shall be on the ONA Professional Responsibility Workload Report Form.
(b) i) The list of Assessment Committee Chairs is attached as Appendix 2. During the term of this Agreement, the Parties shall meet as necessary to review and amend by agreement the list of chairs of Professional Responsibility Assessment Committees. The Parties agree that should a Chair be required, the Health Centre and the Ontario Nurses' Association will be contacted. They will provide the name of the person to be utilized on the alphabetical listing of Chairs. The name to be provided will be the top name on the list of Chairs who has not been previously assigned. Should the Chair who is scheduled to serve decline when requested, or it becomes obvious that they would not be suitable due to connections with the Health Centre or community, the next person on the list will be approached to act as Chair.
Appears in 1 contract
Samples: Collective Agreement
Professional Responsibility. 21.01 (Article 8.01 applies to employees covered by an Ontario College under the Regulated Health Professions Act only.)
8.01 The parties agree that patient care is enhanced if concerns relating to professional practice, patient acuity, fluctuating workloads and fluctuating staffing are resolved in a timely and effective manner within manner. This provision is intended to appropriately address employee concerns relative to their workload issues in the context of the nurse’s their professional responsibility. In particular, the parties encourage nurses to raise any issues that negatively impact their workload or patient care, including but not limited to: - • Gaps in continuity of care - care; • Balance of staff mix - mix; • Access to contingency staff - staff; • Appropriate number of nursing staff staff. In the event that the Employer Hospital assigns a number of patients or a workload to an individual nurse or group of nurses such that she/he they have cause to believe that she/he they are being asked to perform more work than is not consistent with proper patient care, she/he they shall:
i) At the time the workload issue occurs, discuss the issue within the unit or department manager unit/program to develop strategies to meet patient care needs using current resources.
ii) If necessary, using established lines of communication as identified by the hospital, seek immediate assistance from an individual(s) (who could be within the bargaining unit) who has responsibility for timely resolution of workload issues.
iii) Failing resolution of the workload issue at the time of occurrence or if the issue is ongoing the nurse(s) will discuss the issue with her or his Manager or designate on the next day that the Manager (or designate) and the nurse are both working or within five ten (510) working calendar days whichever is sooner. When meeting with the manager, the nurse(s) may request the assistance of a Union representative to support/assist her/him at the meeting.
iiiiv) At Complete the earliest opportunity (or before fifteen (15) calendar days) the nurse will complete the ONA Professional ONA/Hospital professional Responsibility Workload Report (including suggested remedial action for the issue) and submit this to the manager and required ONA representativesForm. The manager (or designate) will provide a written response on the ONA/Employer Hospital Professional Responsibility Workload Report Form (or attach correspondence whether in electronic or letter format) to the nurse(s) within ten (10) calendar days of receipt of the form. A form with a copy of the form shall be given to the Clinical or Unit manager and the Bargaining Unit President as indicated on President, Chief Nursing Executive, and the form itselfSenior Clinical Leader (if applicable). The Manager in receipt When meeting with the manager, the nurse(s) may request the assistance of a Union representative to support/assist her/him at the form will notify any member of the Labour Management Consultation Committee of its submission. The Chairman of the Labour Management Consultation Committee shall convene a meeting of the Labour Manager Consultation Committee within thirty (30) calendar days of the filing of the complaint. The Committee shall hear and attempt to resolve the complaint to the satisfaction of both partiesmeeting.
ivv) Every effort will be made to resolve workload issues at the unit or department level. A Union representative shall be involved in any resolution discussions at the unit level. The discussions and actions will be documented.
vvi) Failing reasonable attempts resolution at the unit level, submit the ONA/Hospital Professional Responsibility Workload Report Form to resolve the complaint Hospital- Association Committee within thirtytwenty (20) calendar days from the date of the Manager’s response or when she or he ought to have responded under (iv) above.
vii) The Chair of the Hospital-Association Committee shall convene a meeting of the Hospital-Association Committee within fifteen (15) calendar days of the filing of the ONA/
Appears in 1 contract
Samples: Collective Agreement
Professional Responsibility. 21.01 (Article 8.01 applies to employees covered by an Ontario College under the Regulated Health Professions Act only.)
8.01 The parties agree that patient care is enhanced if concerns issues relating to professional practice, patient acuity, fluctuating workloads and fluctuating staffing are resolved in a timely and effective manner within manner. This provision is intended to appropriately address employee concerns relative to their workload issues in the context of the nurse’s their professional responsibility. In particular, the parties encourage nurses to raise any issues that negatively impact their workload or patient care, including but not limited to: - Gaps in continuity of care - care. Balance of staff mix - mix. Access to contingency staff - staff. Appropriate number of nursing staff staff. In the event that the Employer Hospital assigns a number of patients or a workload to an individual nurse or group of nurses such that she/he they have cause to believe that she/he they are being asked to perform more work than is not consistent with proper patient care, she/he they shall:
i) At the time the workload issue occurs, discuss the issue within the unit or department manager unit/program to develop strategies to meet patient care needs using current resources.
ii) If necessary, using established lines of communication as identified by the hospital, seek immediate assistance from an individual(s) (who could be within the bargaining unit) who has responsibility for timely resolution of workload issues.
iii) Failing resolution of the workload issue issue(s) at the time of occurrence or if the issue issue(s) is ongoing the nurse(s) will discuss the issue with her their Manager (or his Manager or designate designate) on the next day that the Manager (or designate) and the nurse are both working or within five ten (510) working calendar days whichever is sooner. When meeting with the manager, the nurse(s) may request the assistance of is/are entitled to be represented by a Union representative if requested by the nurse(s) to support/assist them at the meeting.
iiiiv) At Complete the earliest opportunity (or before fifteen (15) calendar days) the nurse will complete the ONA Professional ONA/Hospital pProfessional Responsibility Workload Report (including suggested remedial action for the issue) and submit this to the manager and required ONA representativesForm. The manager (or designate) will provide a written response on the ONA/Employer Hospital Professional Responsibility Workload Report Form (or attach correspondence whether in electronic or letter format) to the nurse(s) within ten (10) calendar days of receipt of the form. A form with a copy of the form shall be given to the Clinical or Unit manager and the Bargaining Unit President as indicated on President, Chief Nursing Executive, and the form itselfSenior Clinical Leader (if applicable). The Manager in receipt When meeting with the manager, the nurse(s) may request the assistance of is/are entitled to be represented by a Union representative if requested by the form will notify any member of nurse(s) to support/assist them at the Labour Management Consultation Committee of its submission. The Chairman of the Labour Management Consultation Committee shall convene a meeting of the Labour Manager Consultation Committee within thirty (30) calendar days of the filing of the complaint. The Committee shall hear and attempt to resolve the complaint to the satisfaction of both partiesmeeting.
ivv) Every effort will be made to resolve workload issues at the unit or department level. A Union representative shall be involved in any resolution discussions at the unit level. The discussions and actions will be documented.
vvi) Failing reasonable attempts resolution at the unit level, submit the ONA/Hospital Professional Responsibility Workload Report Form to resolve the complaint Hospital-Association Committee within thirtytwenty (20) calendar days from the date of the Manager’s response or when they ought to have responded under (iv) above.
vii) The Chair of the Hospital-Association Committee shall convene a meeting of the Hospital-Association Committee within fifteen (15) calendar days of the filing of the ONA/
Appears in 1 contract
Samples: Collective Agreement
Professional Responsibility. 21.01 9.01 The parties agree that patient care is enhanced if concerns relating to professional practice, patient acuity, fluctuating workloads and fluctuating staffing are resolved in a timely and effective manner within the context of the nurse’s professional responsibilitymanner. In particular, the parties encourage nurses to raise any issues that negatively impact their workload or patient care, including but not limited to: - Gaps in continuity of care - Balance of staff mix - Access to contingency staff - Appropriate number of nursing staff In the event that the Employer Home assigns a number of patients or a workload to an individual nurse or group of nurses nurses, such that she/he they have cause to believe that she/he they are being asked to perform more work than is not consistent with proper patient care, she/he they shall:
i) At the time the workload issue occurs, discuss the issue within the unit or department manager unit/program to develop strategies to meet patient care needs using current resources.
ii) If necessary, using established lines of communication as identified by the home, seek immediate assistance from an individual(s) (who could be within the bargaining unit) who has responsibility for timely resolution of workload issues.
iii) Failing resolution of the workload issue at the time of occurrence or if the issue is ongoing the nurse(s) will discuss the issue with her their Manager (or his Manager or designate designate) on the next day that the Manager (or designate) and the nurse are both working or within five (5) working calendar days whichever is sooner.
iii. The nurse(s) At the earliest opportunity (or before fifteen (15) calendar days) the nurse will complete the ONA Professional Responsibility Workload Report (including suggested remedial action for the issue) and submit this her issue to the manager and required ONA representativesemployer, in writing. The manager (or designate) will provide a written response on the ONA/Employer Professional Responsibility Workload Report Form (or attach correspondence whether in electronic or letter format) to the nurse(s) within ten five (105) calendar days of receipt of the form. A workload issue, with a copy of the form shall be given being forwarded to the Clinical or Unit manager and the Bargaining Unit President as indicated on the form itself. The Manager in receipt of the form will notify any member of the Labour Management Consultation Committee of its submission. The Chairman of the Labour Management Consultation Committee shall convene a meeting of the Labour Manager Consultation Committee within thirty (30) calendar days of the filing of the complaint. The Committee shall hear and attempt to resolve the complaint to the satisfaction of both partiesPresident.
iv) When meeting with the manager, the nurse(s) may request the assistance of a Union representative to support/assist them at the meeting.
v) Every effort will be made to resolve workload issues at the unit or department level. A Union representative shall be involved in any resolution discussions at the unit level. The discussions and actions will be documented.
vvi) Failing reasonable attempts resolution at the unit level, submit the written complaint to resolve the complaint Home-Association Committee within thirtytwenty (20) calendar days from the date of the Manager’s response or when they ought to have responded under (iii) above. The Chair of the Home-Association Committee shall convene a meeting of the Home-Association Committee within fifteen
Appears in 1 contract
Samples: Collective Agreement
