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 language in this Article continues unchanged from the previous Contract. 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. 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.
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 LETTER OF UNDERSTANDING BETWEEN PROVIDENCE REGIONAL MEDICAL CENTER EVERETT AND OFFICE AND PROFESSIONAL EMPLOYEES INTERNATIONAL UNION LOCAL NO. 8
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.
Staffing Concerns. Employees are strongly encouraged to bring concerns about workload issues to the attention of their department(s). Workload, work area and staffing considerations will be appropriate subjects for Joint Union/Management meetings.
