Staffing Issues. Nurses are encouraged and expected to notify their supervisor and/or manager of staffing issues. To report staffing issues in writing, nurses must utilize the mutually agreed electronic form entitled KMC Staffing/Patient Concerns. Upon completion, the electronic form automatically will be routed to the Vice President for Patient Care, co-chairs of the Conference Committee, and the nurse who filed the report. The nurse is responsible for routing the form to his or her manager. The nurse must initiate a discussion with his or her supervisor and/or manager regarding the staffing issue of concern to the nurse prior to filing the report, but such discussions shall not prevent the submission of a report in the event that the staffing issue remains unresolved. The Vice President for Patient Care or designee will respond within one (1) month in writing to each nurse submitting such a report. Conference Committee participants may choose to review or otherwise make recommendations regarding staffing issues raised by these reports.
Staffing Issues. During the first twelve (12) months after the Effective Date, Provider shall give written notice to Company (a “Staffing Notice”) within ten (10) days of the occurrence of either of the following: (i) more than ten percent (10%) of the employees (including all full-time and part-time employees) of Provider that have performed, or are scheduled to perform, Services either have (a) resigned their positions with Provider, (b) had their employment or engagement with Provider terminated by Provider, or (c) been assigned or proposed to be assigned by Provider to work for or on behalf of other clients of Provider; or (ii) Provider does not reasonably anticipate that it will have a sufficient number of qualified employees to complete the Services in a timely manner and consistent with the requirements of this Agreement. In the event such staffing issue occurs, Provider shall not be relieved from its obligations to provide the Services hereunder, and no later than ten (10) days after Provider provides such Staffing Notice, Provider shall develop and submit to Company for Company’s approval an action plan (a “Staffing Action Plan”) pursuant to which Provider shall retain a sufficient number of new employees, or otherwise assign employees from other divisions or Affiliates of Provider, to perform Services and to cause the Services to be completed in a timely manner and consistent with the requirements of this Agreement. Upon Company’s approval of a Staffing Action Plan, Provider shall promptly and diligently implement such Company-approved Staffing Action Plan. Upon Company’s request and otherwise on a monthly basis after Company’s approval of a Staffing Action Plan, Provider shall provide Company with a written report describing any changes in Provider’s staffing of the Services and any other facts and circumstances which may impact Provider’s ability to provide adequate staffing to timely perform the Services in a manner consistent with the requirements of this Agreement.
Staffing Issues. Housekeeping shall be increased to one full-time equivalent (1 FTE) - (Monday – Friday – 7:00 A.M. – 3:00 P.M.) – every fourth (4th) week.
Staffing Issues. 22.1 The Trust shall at all times during the Service Period using its own skill and judgement commensurate with Good Industry Practice employ sufficient persons of sufficient abilities and skills for the proper performance of the Services in accordance with this Agreement, the agreed Annual Service Delivery Plan and prevailing health and safety guidance.
22.2 The Trust shall ensure that every person employed by the Trust in and about the provision of Services is at all times properly and sufficiently trained and instructed with regard to:
22.2.1 the task(s) that that person has to perform;
22.2.2 all relevant rules, procedures and statutory requirements;
22.2.3 health and safety at work;
22.2.4 fire risk and fire precautions; and
22.2.5 courtesy to and consideration for the public.
22.3 The Trust shall ensure that a suitably qualified employee shall be present at each Facility during the Opening Hours. When the Facilities are closed to the public the Trust shall arrange for a suitably qualified manager to be on call and available to deal with emergencies.
22.4 The Trust shall provide sufficient complement of supervisory staff in addition to the duty manager to ensure the Trust's Employees, agents or Subcontractors engaged in and about the provision of the Services are at all times adequately supervised and properly perform their duties.
22.5 The Trust exercising its own discretion skill and judgement shall take reasonable steps to ensure that at all times throughout the Service Period the Employees are suitable to be employed to perform the Services. For the purposes of this Clause, reasonable steps shall mean that prior to their engagement by the Trust, the Trust shall make such checks and reasonable enquiries that a prudent and responsible employer should reasonably undertake including assessing their suitability to work with, inter alia, children and vulnerable adults whether at interview or otherwise and taking references from suitable persons about the person's character, background or convictions (including obtaining relevant criminal conviction certificates or criminal record certificates pursuant to the Police Xxx 0000 (as amended) and relevant checks with the Disclosure and Barring Service and including any required in connection with working with children where appropriate.
22.6 The Trust shall adopt good recruitment practices which for the avoidance of doubt, shall be of a standard equal to or better than the practises immediately prior to the C...
Staffing Issues. 3.2.1 The purpose of this clause is to provide a means to resolve issues at a department level where insufficient numbers of employees are available to cover the workload of an area or department. The following provisions should be followed to attempt to resolve such an issue:
(a) Employees will identify the specific time of day and days on which they believe there are not sufficient employees available to cover the workload of a department or area.
(b) Employees will identify why they believe this is a continuing labour requirement and not a once off event caused by:
(i) Unplanned and or extended employee absences
(ii) A temporary spike in sales activity
(c) Employees will provide the identified times and days and reasons in writing to the sales manager responsible for the area or department.
(d) Xxxxx Xxxxx Sales Managers will review the data provided by employees in conjunction with the store or deputy store manager by:
(i) Examining sales figures for the department or area by time and day;
(ii) Examining labour allocation for the department or area by time and day.
Staffing Issues. 1. The Unions acknowledge that due to the severity and uncertainty of the COVID-19 pandemic, flexibility is needed in the scheduling, assignment, and floating of staff within each site. This may include, but not be limited to, temporarily eliminating sister units and closed units (other than closed COVID-19 units), associates/members performing duties outside of their normal job descriptions, rotation of staff and shifts, and hours and days of work, to accommodate patient care needs. The Employers commit to having a daily call to address any concerns in the manner in which this language is implemented and utilized.
2. The Unions also acknowledge that due to the severity of the situation, there may be a need to move associates/members between different Employers within Catholic Health. Mandation to rotate sites will only be used as a last resort when all processes spelled out in paragraphs 3-5 have been exhausted. In order to assist in staffing and problem-solving in real time, Catholic Health agrees that a CWA 1133 member (designated by the Union) will work in the Staffing Command Center seven (7) days per week.
3. Catholic Health elicited volunteers to work on the COVID-19 Team at the designated COVID-19 treatment facility located at SJC. In addition, it has surveyed all other associates to determine whether they were willing to work at alternate Employers, if needed.
a. The skills, ability and qualifications of the volunteers have been assessed and will be used in the assignment of these employees.
b. The list of volunteers will be separated by job titles and listed in seniority order.
4. Catholic Health has hired and continues to hire additional staff to build a System COVID-19 Float Pool to be used to supplement the Employers’ normal staff, as staffing needs require. These individuals will be assigned and redeployed as needed throughout the System.
5. When the need for additional staffing at SJC arises, the staff will first be assigned from the System COVID Float Pool and then the volunteer list. If the staffing needs cannot be met by exhausting these two categories of associates, other associates will be assigned and expected to work.
6. When there is a need to redeploy associates between Employers, other than as described in in paragraph 4 above, staff will first be assigned from the System COVID-19 Float Pool and then from the list of individuals who indicated they were willing to work at other Hospitals. If the staffing needs cannot be met by exhau...
Staffing Issues a. The Committee will explore and evaluate other systems of delivery of patient care. In making its evaluations regarding the need for increased nurse staffing requirements, the CLM shall, together with input from registered nurses on the unit, take into account the following criteria: • Patient acuity; • Unit occupancy; • Qualifications of staff; • Staffing mix; • Productivity; • Unit geography; • Nature of service; • Number of admissions and discharges on each shift; • Vacancies (including sick calls); • Availability of supplemental staff (overtime, per diem, agency, float); • Budgetary parameters;
Staffing Issues. 2 The Hospital further recognizes the responsibility of the Committee to 3 consider staffing issues.
Staffing Issues. It is recognised by the school governing bodies concerned and relevant executive bodies of partners that the joint collaborative committee has delegated powers and therefore is the “accountable body”. The collaborative committee may engage partners to employ staff although the day to day management of such staff will be through the appropriate line management structure of one of the relevant partner. This will be each case/will be determined by the joint committee upon establishment of the post. The collaborating partners will ensure, as far as possible security of employment for employees through careful forward planning. The joint committee will liaise with Education Leeds Personnel prior to the advertisement of any post to determine the nature of the post: for example, whether it will be a fixed-term contract of less than two years due to specific grant funding, or a temporary contract to complete a specific project. However, it is recognised that from time to time the needs / and or resources of the partnership may lead to reduced staffing requirements. Therefore, prior to the employment of any staff, the joint committee will determine, the respective liabilities of all members based. A service level agreement will be completed once the post has been agreed. Where an employee is employed by the joint committee to support extended services provision the performance management of the individual will be undertaken by the line manager of the partner where the person is based. Such performance management will be informed by contributions from partner organisations with whom the employee works. In relation to complaints against members of staff, the collaborating governing bodies will ensure that the joint committee determines the line management of any staff employed. Any complaint should, in the first instance, be referred to the line manager, who should endeavour to resolve the matter informally, to the satisfaction of the complainant. If the complainant is still dissatisfied, the line manager should arrange for an investigation to be carried out. In the event of an appeal, a panel should be set up comprising of three governors from the joint committee who have not previously been involved in the complaint.
Staffing Issues. Vendor shall give written notice to the Board immediately, and in no case less than one (1) hour following the occurrence of either of the following: (i) more than ten percent (10%) of Vendor Personnel that have performed, or are scheduled to perform Custodial Services have either (a) resigned their positions with Vendor, (b) had their employment or engagement with Vendor terminated, or
