Staffing Concerns. The Union and the State mutually desire that staffing levels in State institutions are sufficient to insure safe, high quality, effective delivery of institutional services, and desire as well that staffing levels in non-institutional State agencies are sufficient to insure timely, high quality, effective provision of services to the public.
Staffing Concerns. Nurses, individually or as a group, believing there is an immediate workload/staffing problem should bring that problem to the attention of the supervisor or Nurse Manager as soon as the problem is identified. Nurses believing there is a continuous or potential workload/staffing problem, which may include the ability to receive rest periods and lunch breaks, should attempt to resolve the problem in discussions at the work unit level. Continuous or potential workload/staffing problems discussed at the work unit level that have not been resolved may be raised through the Joint Conference Committee. The Joint Conference Committee may determine that a unit- based work team would best address the workload/staffing problem raised. If the Joint Conference Committee makes that determination, a sub-committee consisting of an appropriate number of staff nurses who are from the unit and shift(s) experiencing the workload/staffing problem (appropriate number of staff nurses to be determined by the Joint Conference Committee), a WSNA representative and appropriate management staff will meet to discuss the problem raised. The sub-committee(s) shall report its results back to the Joint Conference Committee.
Staffing Concerns. The parties recognize that the University is a growing institution and that growth involves changes in the size and scope of the University’s facilities and staffing needs. Employees are encouraged to bring concerns about workload issues to the attention of their supervisors.
Staffing Concerns. The parties recognize that as hospital care is reformed, hospital based professional nursing practice will undergo a transformation. In the future there will be different skill demands on the staff nurses and those with whom they work. Patient focus care, changes in skill mix, and acuity classifications are among these changes. The parties recognize that nurse staffing is an essential component of quality care delivery. It is also acknowledged that healthcare is a dynamic business. As needs change, both parties will work collaboratively in the spirit of the Xxxxxxxxxxx xxxx and through the established Nurse Staffing Committee to jointly assess and evaluate nurse staffing. The parties agree that a process which involves input from and collaboration of staff nurses in adapting to these changes is in the interest of patients, staff and the Hospital. To respond appropriately to changes, the processes of collaboration must, of necessity, be flexible. It is also recognized that the process must be economical in the use of the time of staff nurses and managers. There are certain issues where the appropriate process may involve the Nursing Practice Committee and in others the Conference Committee, and in others the staff nurses on the unit and their unit manager and in still others, the unit based quality assurance/quality improvement committees. The parties will work together to determine how to best meet these needs.
5.10.1 A nurse questioning the level of staffing on his or her assigned unit is encouraged to communicate this concern in the following manner:
a) The nursed should discuss by discussing the concern with the person responsible for the shift’s staffing who will assess the staffing levels and when it is determined to be required, reallocate clinical unit resources when possible. When no adjustments are possible within the unit, the person in charge will contact his or her immediate supervisor on duty;
b) The supervisor as he/she determines appropriate will utilize available management resources to attempt to resolve the situation.
c) If the nurse is dissatisfied with the decision of the supervisor, the nurse may initiate an Assignment Despite Objection (ADO) form.
d) If there is no mutually satisfactory resolution to the staffing problem, and the problem appears to be one which will be reoccurring, the nurse may submit his/her documentation to the unit staff meeting. Upon request, the issue will be placed on the agenda.
e) If the staffing problem is u...
Staffing Concerns. The language in this Article continues unchanged from the previous Contract.
Staffing Concerns. Employees are encouraged to bring concerns about workload issues to the attention of their supervisors. It is expected that supervisors will evaluate reported workload issues, and consult with employees regarding potential solutions and/or alternatives, which may include, but are not limited to, options such as prioritization of work.
Staffing Concerns. Employees who have concerns about staffing may address those concerns under the following process: • Employee(s) who have staffing concerns (related to staffing levels or excessive workloads) are encouraged to document their concerns and address the issues directly with their supervisor/manager. • After doing so, any employee(s) who are not satisfied with the supervisor/manager response to the staffing concern or if the employee(s) does not receive a response within twenty-one (21) calendar days, they may take their concerns to their Union Representative to request the issues be taken to the Labor/Management for inclusion on a meeting agenda. • Up to two employees from any department affected will attend a Labor/Management Committee meeting, at a time when approved for the agenda, to discuss their concerns. • The Labor/Management Committee shall discuss the concerns and shall make written recommendations to the Director of the impacted or affected department and the Human Resources Director on ways to resolve the issues. Responses to the recommendations will be presented to the Labor/Management Committee members in writing within thirty (30) calendar days of receiving the recommendations. PRMCE may not retaliate against or engage in any form of intimidation of an employee for performing any duties or responsibilities in connection with the Labor/Management Committee; or, an employee who notifies the Labor/Management Committee or hospital administration about concerns about staffing. psiel#1239/afl-cio
Staffing Concerns. Employees with concerns about staffing should take those concerns to their supervisor at the time they occur. If the employee is unsatisfied with the supervisor’s response, the employee should document the issues and provide the documentation on a timely basis to their manager. If the employee is unsatisfied with the manager’s response, the employee may pursue their concerns through their chain of command. Such issues are appropriate for the Labor/Management Committee. Staffing issues may not be taken to arbitration unless the staffing issue involves an alleged violation of another provision of this Agreement. Employees who raise staffing and workload issues shall be free from restraint, interference, discrimination or reprisal.
Staffing Concerns. A. The Union and the Employer mutually desire that staffing levels are sufficient to insure safe, high quality and effective delivery of services.
B. In July of each year, the Director/Commissioner of each agency shall upon request, meet with the Union, to hear the employees’ views regarding staffing levels. In the event the Director/Commissioner is unable to attend the meeting, he or she shall appoint a designee, whose name shall be provided to the Union prior to the meeting. In August of each year, the Commissioner of the Office of Administration shall, upon request, meet with the Union to hear employees’ views regarding the Governor’s budget request.
Staffing Concerns. The Union and the Medical Center acknowledge that together the parties endeavor to provide a level of staffing consistent with safe patient care and the service the parties provide to the community. The parties are committed to the proposition that adequate staffing is necessary to meet the needs of our patients and to provide quality care. Both parties acknowledge that changes in patient acuity, census, and staff availability and workload requirements can happen rapidly, requiring mutual understanding and communication and flexibility. Employee(s) who have concerns about staffing or workloads are encouraged to address the issues directly with their Supervisor. Many staffing/workload issues, if addressed with the Supervisor at the time of occurrence, can be resolved through adjustments in assignments or through the use of other staffing resources by documenting the concerns on the appropriate form. The employee(s) involved in the staffing concern may request the issue be presented to the Labor Management Committee when:
(a) The Supervisor has not responded to a documented concern within fourteen (14) days, or
(b) Persistent staffing concerns (e.g., 6 weeks) continue to exist and have been documented, with the documentation given to the Supervisor involved. If the Labor Management Committee determines that there is a genuine staffing issue, the committee may request the Manager/Supervisor of the Department to convene a Departmental working group to review the issue and develop recommendation(s) to the Labor Management Committee. The departmental working group shall ensure that the employee(s) identifying concerns and the Manager/Supervisor of that Department are members of the working group, so that they may make presentations and present solutions to their concerns. Regular monthly staff meetings of that Department may be utilized for the working group at the next meeting following notice of review. An interdepartmental working group will be convened if the staffing concerns affect more than one department. The departmental working group or interdepartmental working group shall report to the Labor Management Committee on their results and recommendations for resolving the staffing concerns. The Labor Management Committee shall review the report of the working group and make such recommendations as it deems advisable and submit a final report to Administration within thirty (30) days of receipt of the report of the working group. The parties recognize the f...
