Traveler and Registry. Labor and management have a mutual interest in reducing the use of traveler and registry (staffing provided through outside agencies). In an effort to do so, the parties will meet on a quarterly basis, at the service areas or regional level, to review the usage of traveler and registry (for example, traveler and/or non-bargaining temporary employee use exceeding 13 weeks), and the reason for the traveler or registry usage. The parties will also develop alternatives such as voluntary temporary upcoding of current employees, development/expansion of a float pool which can be a long-term assignment for float staff at employee choice, the creation of additional part- time positions which can be used to pick up additional hours, and the appropriate level of per diem/on-call staffing. Non-bargaining unit temporary employees (traveler/registry) will not be extended beyond 180 days without labor and management meeting to discuss alternatives as mentioned above. It is recognized that certain units/ classifications can be impacted by seasonal fluctuation in patient volume/workload demand. For such positions, on request of the local union, discussions will begin to evaluate and consider opportunities to account for seasonal fluctuation with bargaining unit employees including, but not limited to, the use of temporary bargaining unit seasonal positions, the creation of positions which have seasonal hours (higher FTE during periods of peak/ higher demand), and the appropriate level of part-time and per diem/on-call staffing which can be used to flex up. Any such discussions would be by consensus between the local union and their management counterparts in the region. On request, either party may seek assistance through facilitation and engagement of the national labor management parties.
Traveler and Registry. Labor and management have a mutual interest in reducing the use of traveler and registry (staffing provided through outside agencies). In an effort to do so, the parties will meet on a quarterly basis, at the service areas or regional level, to review the usage of traveler and registry (for example, traveler and/or non-bargaining temporary employee use exceeding 13 weeks), and the reason for the traveler or registry usage. The parties Note: This contract is complete with the exception of the UFCW Local 3000 pension language. The table of contents, pagination, and indexing may change once the UFCW Local 3000 pension language is resolved. XXXXXXXXXXXXX.XXX | 35 will also develop alternatives such as voluntary temporary upcoding of current employees, development/expansion of a float pool which can be a long-term assignment for float staff at employee choice, the creation of additional part- time positions which can be used to pick up additional hours, and the appropriate level of per diem/on-call staffing. Non-bargaining unit temporary employees (traveler/registry) will not be extended beyond 180 days without labor and management meeting to discuss alternatives as mentioned above. It is recognized that certain units/ classifications can be impacted by seasonal fluctuation in patient volume/workload demand. For such positions, on request of the local union, discussions will begin to evaluate and consider opportunities to account for seasonal fluctuation with bargaining unit employees including, but not limited to, the use of temporary bargaining unit seasonal positions, the creation of positions which have seasonal hours (higher FTE during periods of peak/ higher demand), and the appropriate level of part-time and per diem/on-call staffing which can be used to flex up. Any such discussions would be by consensus between the local union and their management counterparts in the region. On request, either party may seek assistance through facilitation and engagement of the national labor management parties.
