Reporting and Non-Retaliation. The Medical Center, in partnership with the Association, supports nurses individually addressing and reporting, if necessary, incidents that involve violations of the above-referenced standards of behavior. The parties will be diligent in assuring that no nurse will experience any retaliation for reporting such a violation.
Reporting and Non-Retaliation. The Medical Center, in partnership with the 21 Association, supports nurses individually addressing and reporting, if necessary, 22 incidents that involve violations of the above-referenced standards of behavior. 23 The parties will be diligent in assuring that no nurse will experience any 24 retaliation for reporting such a violation.
1 APPENDIX D – ADDITIONAL PROCEDURES FOR SURGICAL SERVICES AREAS
2 A. Main Operating Room.
3 1. The department will be staffed twenty-four (24) hours a day, with work 4 schedules designed to provide care as needed. Start times generally 5 are: 7 a.m., 9 a.m., and 11 a.m. on day shifts, 3 p.m. on evening shifts, 6 and 11 p.m. on night shifts. Nurses who have worked continuously in 7 the operating room or the cardiac surgery unit since before January 1, 8 1980, will not be scheduled to work Sundays (except on standby) 9 without their consent.
11 2. Main operating room nurses may be assigned to provide operating 12 room procedures in any department or unit.
14 3. Changes in the assigned days off of part-time nurses may occur (a) 15 when the nurse's scheduled shift or FTE status changes; (b) on a 17 circumstances, on the basis of reverse seniority of the part-time nurses 18 on the shift. If a nurse’s assigned days off are changed under “c” and a 19 vacancy occurs on the same shift with the same number of days per 20 week within ninety (90) days of the change, the nurse will be given the 21 first opportunity to fill the vacancy. The preceding sentence will not 22 apply to nurses who enter the main operating room on or after January 23 1, 1994.
25 4. Except as limited by Subsection 1 above or as the result of volunteers, 26 nurses will rotate to cover weekend shifts, usually not more than once 27 every five to six (6) weeks.
Reporting and Non-Retaliation. The Medical Center, in partnership with the Association, supports nurses individually addressing and reporting, if necessary, incidents that involve violations of the above-referenced standards of behavior. The parties will be diligent in assuring that no nurse will experience any retaliation for reporting such a violation. 1. I have requested the workweek known as the nine (9) hour schedule.
2. I understand and acknowledge that in place of Article VC of the current Agreement between Providence St. Xxxxxxx Medical Center (the Medical Center) and Oregon Nurses Association (Association), I will be paid at one and one-half (1 ½) times my regular straight-time hourly rate of pay, in accordance with the Medical Center’s normal overtime procedures, for all hours worked in excess of:
a. Nine (9) hours in each day which is defined as a period commencing at the beginning of a nurse’s shift and terminating twenty-four (24) hours later; or
b. Thirty-six (36) hours every workweek of seven (7) consecutive days.
Reporting and Non-Retaliation. An employee is encouraged to discuss a workplace concern, including incidences of harassment, abuse, discrimination or unsafe conditions, with management. Each member of management is responsible for creating an atmosphere free of discrimination and harassment, sexual or otherwise. Further, employees are responsible for respecting the rights of their coworkers. If you experience any harassment by fellow employees, supervisors, vendors, clients or others, or believe that you have been treated in an unlawful, discriminatory manner, promptly report the incident to your supervisor, department head, or the Executive Director. This applies to all incidents of alleged harassment, including those which occur off premises, or off hours, where the alleged offender is a supervisor, coworker, or any other person connected with Communitas. There is no need to follow any formal chain of command when filing a complaint, or discussing or expressing any issue or concern regarding alleged discrimination or harassment. The employee may bypass anyone in their direct chain of command and file the complaint or discuss or express any issue of concern with the Executive Director at any time. The Employer welcomes such discussions because it allows the Employer to maintain a productive and harmonious atmosphere. Employees will not be subject to any adverse employment actions for raising good-faith concerns. The Employer takes all complaints of harassment, abuse, discrimination, or unsafe conditions seriously and will not retaliate against an employee in any way for reporting such a problem in good faith. The Employer is committed to prohibiting retaliation against those who report or participate in an investigation of alleged wrongdoing in the workplace.
