Safe Staffing Sample Clauses

Safe Staffing. There shall be a programme of regular monitoring of staffing levels and mix. Any identified staffing deficiencies shall be addressed. In the event that an acute staffing shortage can not be alleviated, patient cares, and the volume and range of services may be reduced in accordance with direction by the appropriate manager and employer policies. In addition, the following escalation process shall apply: When a midwife considers she has reached the limits of safe practice, she will be supported to resolve the situation as follows: • The midwifery manager or duty manager will be immediately informed of the situation by the midwife • The midwife will not be required to take additional workload until strategies have been implemented to address the immediate workload issues (e.g. the redeployment of staff or patients), notwithstanding any immediate duty-of-care requirements If the process outlined above does not resolve the situation, steps will be taken immediately to elevate the issue to that level of midwifery service management authorised to resolve the immediate problem and take steps to reduce the likelihood or a recurrence of similar problems. The most senior midwife in the DHB, at the time of the event, will report the event to the most senior manager in the DHB as soon as is reasonably possible. Direct assistance will then be given from this level in the organisation, and the event reported to the Chief Executive by the senior manager as soon as is reasonably possible. All incidents shall be reported and investigated and a XXXXX representative will be involved in investigations and corrective measures.

Safe Staffing. Strategic Decision Making

Safe Staffing vacancies a) Plunket will provide current vacancies and recruitment timelines at each Safe Staffing and Healthy Workplace meeting to increase the transparency of staffing levels. This information can also be provided at team meetings as is requested by staff or delegates in addition to the Safe Staffing meetings. b) It is expected that relief planning to cover vacancies, where that hasn’t already been addressed by the manager, would also be discussed at Safe Staffing meetings and, where considered necessary, a business case for additional staffing made to the relevant manager.

Safe Staffing. Unanticipated Leave

Safe Staffing. Where Care Capacity Demand Management (CCDM) FTE calculations have not been agreed by the parties, NZNO and local management will meet to agree the minimum numbers of safe staffing needed in each xxxx/service/workplace to provide safe and effective care to patients. The discussion should also consider the ratio of staff skill mix, data available and any relevant benchmarks. This will follow the same endorsement process as FTE calculations for wards/departments fully implemented with CCDM, including annual reviews, through the local CCDM Data Councils and district CCDM Councils. The parties continue to work together to fully implement CCDM, including acuity- based FTE calculations.

Safe Staffing. The safety and health of all employees is a foremost concern of the Service, and will be considered when employees are required to work after hours or overtime. Ensuring adequate staffing is an essential part of maintaining a safe and healthy workplace. When overtime assignments are required to ensure safety, such assignments shall be made in a fashion consistent with applicable agreements regarding overtime distribution.

Safe Staffing. The parties accept that implementation and evaluation of the effectiveness of CCDM in maternity services is primarily the responsibility of Te Whatu Ora, in partnership with the midwifery workforce and their respective unions. The parties agree that: • CCDM and acuity-based tools are the preferred workforce tools to provide a validated methodology to generate rosters to match care hours required • They will work together with the Safe Staffing Healthy Workplace (SSHW) Unit Governance Group to progress consistent implementation of CCDM across all Te Whatu Ora maternity services • Where CCDM changes affect the delivery of maternity care, advice will be sought from the SSHW Maternity Advisory Group • The Maternity Advisory Group is a representation of key stakeholders with advisory responsibilities to ensure the consistent implementation of CCDM and acuity tools across maternity services • Minimum midwifery staffing levels must be identified during the staffing methodology process for all maternity clinical areas participating in CCDM • To support safe maternal and neonatal outcomes there should be a recognised designated senior midwifery role in all secondary and tertiary birthing suites 24/7 At the local level, there shall be a programme of regular monitoring of staffing levels and mix. Any identified staffing deficiencies shall be addressed. In the event that an acute staffing shortage cannot be alleviated, patient cares, and the volume and range of services may be reduced in accordance with direction by the appropriate manager and employer policies. In addition, the following escalation process shall apply: When a midwife considers they have reached the limits of safe practice, they will be supported to resolve the situation as follows: • The midwifery manager or duty manager will be immediately informed of the situation by the midwife or midwives • The midwife or midwives will not be required to take additional workload until strategies have been implemented to address the immediate workload issues (e.g., the redeployment of staff or patients), notwithstanding any immediate duty- of-care requirements If the process outlined above does not resolve the situation, steps will be taken immediately to elevate the issue to that level of midwifery service management authorised to resolve the immediate problem and take steps to reduce the likelihood or a recurrence of similar problems. The most senior midwife in the District, at the time of the event, will report...

Safe Staffing. Both parties are committed to ensuring safe staffing levels, in the interest of patients and the professional standards of practice. 20.2.1 When a registered nurse believes that an assignment is unsafe, they have the right to file a Staffing Complaint. Such complaints will be reviewed by the Nursing Department and shall be discussed in the Staffing Committee for the purposes of revising Staffing Plans. 20.2.2 Nurses will be provided adequate time to fill out and submit Staffing Complaints, including time prior to accepting assignments, when requested. 20.2.3 In no case will a nurse be disciplined for filing a Staffing Complaint.

Safe Staffing. Minimum Staffing. (Award 1992-1996) 15 8.2. Task Forces 16

Safe Staffing. The parties hereby recognize the importance of providing patients with the highest quality health care and of providing employees with working conditions which are conducive to performing their duties in a safe and healthful atmosphere. Accordingly, it shall be the responsibility of the Employer to provide professional and technical staffing in all Hospital units during all working hours which, in the Employer’s judgment, is sufficient to meet the standards of the rules and regulations of the Vermont Department of Health. 0 $31.00 $31.31 $31.94 1 $31.62 $31.94 $32.57 2 $32.25 $32.57 $33.23 3 $32.90 $33.23 $33.89 4 $33.56 $33.89 $34.57 5 $34.23 $34.57 $35.26 6 $34.91 $35.26 $35.97 7 $35.61 $35.97 $36.68 8 $36.32 $36.68 $37.42 9 $37.05 $37.42 $38.17 10 $37.79 $38.17 $38.93 11 $38.54 $38.93 $39.71 12 $39.32 $39.71 $40.50 13 $40.10 $40.50 $41.31 14 $40.90 $41.31 $42.14 15 $41.72 $42.14 $42.98 16 $42.56 $42.98 $43.84 17 $43.41 $43.84 $44.72 18 $44.28 $44.72 $45.61 19 $45.16 $45.61 $46.53 20 $46.06 $46.53 $47.46 21 $46.99 $47.46 $48.40 22 $47.93 $48.40 $49.37 23 $48.88 $49.37 $50.36 24 $49.86 $50.36 $51.37 25 $50.86 $51.37 $52.39 The parties agree that should employees demonstrate within thirty (30) days from the ratification of this agreement that their placement on the wage scale is incorrect, the Hospital shall correct such errors retroactive to the ratification date. Examples of such errors include: • LPN, not properly calculated/credited • Total nursing experience not properly calculated/credited • BSN or MSN not given This Memorandum of Agreement (the “MOA”) is entered into on this 30th day of September 2022 between Springfield Hospital (the “hospital”) and the United Nurses and Allied Professionals Local 5122 (the “Union”). The parties hereby agree as follows: