Staffing Arrangements. (i) Reasonable workloads are required for nurses to assist in providing a sustainable health system for the people of NSW that not only meets present health needs but also plans for the health needs of the future.
(ii) The employer has a responsibility to provide reasonable workloads for nurses.
Staffing Arrangements. (i) The Employer is committed to ensuring that staffing levels are appropriate, in order to ensure the delivery of high quality patient care and a safe working environment for nurses. It is acknowledged that existing flexibility in respect of staffing will be maintained. A practice of staffing based on collaboration between Nursing Administration and Xxxx/unit management will continue on a shift basis, taking into account both occupancy and patient acuity.
(ii) Should any nurse in any one xxxx or unit feel the workloads are unreasonably heavy, on a regular basis, then they have a responsibility to discuss their concerns with their nurse manager. The nurse manager shall investigate any issue that is raised within 48 hours and provide a response to the issues. If the nurse manager is unable to resolve the workload issue or respond within this period, the issue is to be referred to the Director of Nursing. The employee may be represented by any nominated employee representative which may be a union representative. It is the intent of the parties that the issue be initially dealt with as close to the source as possible, with graduated steps for further discussion and resolution at higher authority levels where necessary. If the matter is not settled with a reasonable period of time, the employee (or their nominated employee representative) may utilise the dispute settlement procedure of this Agreement.
(iii) In determining whether staffing levels are appropriate, factors that should be considered include (but not limited to) occupancy, patient acuity, the skill level of staff, the availability of support staff, patient movements, practice within comparative wards/units and professional nursing standards and conduct as determined by the appropriate regulatory authorities.
(iv) On a shift by shift basis if an employee has a concern regarding patient clinical acuity and staffing this can be immediately escalated to NUM, Hospital Supervisor, DON and Executive on call.
(v) Nursing Hours of 5.5 Nursing Hours per Patient Day (‘NHPPD’) averaged over a 4 week period will apply to inpatient wards.
(vi) The employer has a responsibility to provide reasonable workloads for nurses.
Staffing Arrangements. 6.1 Bromsgrove and Redditch shall each place at the disposal of the other for the purposes of discharging Shared Services and any function of the authority the services of officers employed by that authority (“the Seconded Officers”).
6.2 Without prejudice to the generality of clause 6.1 Bromsgrove and Redditch shall place at the disposal of the other authority:
6.2.1 Executive Directors; 6.
2.2 ` Directors;
Staffing Arrangements. 8.1 The Lead Commissioning Functions will be carried out by a variety of staff within the partner’s organisations. The partnership arrangements were already in place between the Council and the CCG and therefore no staff will transfer from one party to another on commencement of the new Agreement.
8.2 In the event that upon termination or expiry of this Agreement, the Transfer of Undertakings (Protection of Employment) Regulations 2006 (the "Regulations") is deemed to apply, then the Partners will be entitled to rely upon the following indemnities:
8.2.1 The Partner from whom employees will transfer pursuant to the Regulations (the “Transferor”) shall indemnify and hold harmless the Partner to whom employees will transfer pursuant to the Regulations (the “Transferee”) against any claims that the Transferee incurs or suffers from relating to:
8.2.1.1 a determination or allegation that the employment of any of the Transferor's employees transfers to the Transferee pursuant to the Regulations in connection with the operation of this Agreement; and
8.2.1.2 any act, fault or omission (or any alleged act, fault or omission) of the Transferor in relation to any employee or former employee of the Transferor whether arising prior to or after the transfer date (including, without limitation, any unfair dismissal liabilities);
Staffing Arrangements. Transfer of staff in accordance with TUPE. Staff will be transferred from SEMLEP and employed by WNC from 1 April 2024 in accordance with their pay and grading structure, subject to TUPE and all accrued rights, including with regard to employee consultation. Redundancy, where required, will be carried out under WNC’s redundancy policies and any other policies.
Staffing Arrangements. 5.1 The Accountable Body will appoint such officers not being secondees as may be required to deliver the Partnership’s Objectives including without prejudice to the generality of the foregoing for carrying out the actions set out in Schedule 8 and in any Approved Plan provided that:
5.1.1 such officers will be employees of the Accountable Body and accordingly:
5.1.1.1 the recruitment and selection of such officers shall be the responsibility of the Accountable Body and shall be carried out by the Accountable Body officers in accordance with the Accountable Body’s agreed policies and procedures including without prejudice to the generality of the foregoing following an open recruitment process and where appointment of the successful candidate is made purely on merit; with the agreement of the CEO PROVIDED THAT the recruitment and selection of the CEO shall be subject to the approval of the LA Representatives and the Board or such Board members as the Board may nominate for this purpose and made against the job description and person specification annexed to this Agreement at Appendix 2;
5.1.1.2 the line management and employer responsibility in relation to such officers shall remain with the Accountable Body PROVIDED THAT (a) immediate line management officers other than the CEO shall rest in the first instance with the CEO; and (b) line management of the CEO shall be undertaken in consultation with the LA Representatives and the Board or such Board members as the Board may nominate for this purpose; and
5.1.1.3 such officers shall be subject to the Accountable Body’s agreed terms and conditions of employment and personnel procedures PROVIDED THAT the terms and conditions of the CEO’s employment shall be subject to the approval of the LA Representatives and the Board or such Board members as the Board may nominate for this purpose;
5.1.2 The Accountable Body shall notify the Board of the job title and normal hours of work of each member of the Partnership Team and where appropriate the business contact details of the individuals concerned. Communications between the Board and the Partnership Team shall in the ordinary course of events be undertaken through the CEO or his/her deputy;
5.1.3 The Accountable Body shall following consultation with those LA Representatives as may be available have the right on giving reasonable notice to the Chair to withdraw or reduce the level of officer support to the Partnership and the Board pursuant to this clause.
5.2 Sub...
Staffing Arrangements. 12.1 12.2 12.3 12.4 The council has released four staff to work for LTF. The staff are: 1 x Coordinator – grade PO2 2 X Fieldworker – grade – SO2 1 x Finance and Admin Officer. –scale C1 (0.6 FTE from July 2011) These staff are employed on Leeds City Council Terms and Conditions. The Staffing compliment may change during the year by mutual agreement. These staff will be paid directly by the council; their staffing costs will not be met from within the grant. LTF are expected to adhere to the Council’s Human Resources polices. Copies of each of these policies are available on the council’s intranet system, or can be obtained from the Council. LTF will be expected to adhere to the principals for Investors in People. This will include: • A commitment from the Board and management to develop themselves and all employees to help meet business objectives; • Regular planning and reviewing of the needs of staff and planning of 12.
Staffing Arrangements. 1The Employer is committed to ensure that staffing levels are appropriate to provide for high quality patient care delivery and a safe working environment for nurses. The employer will maintain a balanced workload through levels of staffing and skill mix in recognition of the adverse effects that excessive workloads may have on employee/s and the quality of patient care. Staffing levels will be determined in consideration of the following:
Staffing Arrangements. 5.1 The Council Corporate Property will directly employ and manage the cleaning and caretaking staff to provide the Service at the School.
5.2 All matters concerned with the employment of staff including recruitment will be the responsibility of the Council except as provided at clauses 6.3 and 6.4 below.
5.3 Transfer of Undertakings (Protection of Employment) (“TUPE”) Regulations 2006 (TUPE) Implications are set out below;
5.3.1 If the School already employs cleaners/caretakers prior to the agreement start (or has an agreement with an external supplier to provide cleaning) and the work is to continue, the affected staff may transfer under TUPE, and become Corporate Property employees, and continue to work at the School. HR advice should be sought on this prior to the commencement date.
5.3.2 In the event the agreement for cleaning/caretaking service ends/is cancelled with Corporate Property, if the service are to continue either in house in the School (or with another provider), TUPE may apply to the current affected staff delivering service to the School, and they may TUPE transfer to the new agreement/or school, with protected employment rights.
5.3.3 In the event of either Clause 5.3.1 or 5.3.2 applying and in accordance with TUPE requirements, adequate consultation with affected staff needs to be put into place by both the current and new provider of service, prior to any transfer, along with consultation on any measures, and continuity of employment and a broadly comparable pension scheme provided.
5.4 HR advice should therefore be sought by the School at an early stage as to the applicability of TUPE and as to the implications thereof.
5.5 Relief cover for absences caused by sickness, vacancies, jury service, maternity, paternity and special leave will be provided where possible, in accordance with agreed levels. Obviously during times of epidemics, relief staff vacancies or late notification of absence, there is no guarantee that cover will be provided for the post. In this instance the loss of time can be organised at a later date subject to agreement by both parties.
Staffing Arrangements. 5.3.1 Birmingham City Council employees are currently seconded to the Birmingham and Solihull Mental Health Trust, which takes responsibility for the management of an integrated mental health service. The posts seconded include social workers (some Approved Social Workers (ASWs) approved under the Mental Health Act), day service and residential staff, administrative and support staff and management.
5.3.2 The Partnership agreement created a new integrated management structure under which team managers would be responsible for all staff who are part of a multi-disciplinary team which includes nurses and social workers.
5.3.3 Social Care and Health managers were appointed to posts within this new management structure alongside Trust managers.
5.3.4 The structure of services and staffing at the time of the Partnership Agreement was as follows:
