Unit Layoff. If a unit layoff is determined by the Employer to be necessary, nurses will first be designated for layoff on the shift in the unit affected by the reduction with the least senior nurse(s) on the shift being designated for layoff. The nurse(s) designated for layoff on that shift may displace the position (FTE) of the least senior nurse on another shift on that unit, providing the nurse displaced on the other shift has less seniority. Any nurse subject to layoff will be given the opportunity to select another position from a listing of vacant positions within the Medical Center the nurse may elect voluntary layoff, or, if eligible, may displace the least senior nurse in a similar position for which they qualify from the Low Seniority Roster.
Unit Layoff. If a unit-wide layoff is determined by the Hospital to be necessary, nurses will first be designated for layoff on the shift(s) in the unit(s) affected by the reduction, with the least senior nurse(s) on the shift being designated for layoff. The nurse(s) designated for layoff on that shift may displace the position (FTE) of the least senior nurse(s) on another shift in the unit providing the nurse displaced on the other shift has less seniority. Any nurse(s) subject to layoff shall have layoff options per Section 8.6 in order of seniority.
Unit Layoff. If a unit layoff is determined by the Employer to be necessary, nurses will be designated for layoff within the unit in the inverse order of their seniority, providing skill, competence, ability and experience to perform the required work is considered equal in the opinion of the Employer. Any nurse subject to layoff may select another position when available from a listing of vacant positions within the Medical Center or, if eligible, a position from the Low Seniority Roster (Section 6.3), providing the nurse is qualified for the position in the opinion of the Employer. As a result of a unit layoff, the unit restructuring provisions of Section 6.2.2, Unit Merger and/or Restructuring, may be applied to the unit by the Employer.
Unit Layoff. A layoff is defined as a mandatory reduction in a nurse’s FTE status or a permanent or prolonged reduction in the number of nurses employed by the Hospital. If a unit layoff is determined by the Employer to be necessary, the Employer will identify the position(s) to be eliminated on each shift in the unit. Any nurse whose position has been designated for layoff may “bump” (displace) into the position of any less senior nurse on the unit providing the nurse is qualified to fill the position in the opinion of the Employer. The nurse displaced as a result of this bumping process may bump into the position of a less senior nurse on the unit until the process comes to a completion on the nursing unit. Any nurse subject to layoff as a result of this unit bumping process may, as an alternative, apply for another vacant position within the Hospital for which the nurse is qualified in the opinion of the Employer, or bump any less senior nurse on the Low Seniority Roster, providing the nurse is qualified for the position in the opinion of the Employer.
Unit Layoff. If a unit layoff is determined by the Hospital to be necessary, nurses will first be designated for layoff on the shift in the unit affected by the reduction with the least senior nurse(s) on the shift being designated for layoff. Each nurse designated for layoff on that shift may displace the position (FTE) of the least senior nurse on another shift on that unit or the position (FTE) of the least senior nurse in the clinical group, providing the nurse displaced on the other shift or in the clinical group has less seniority. Any nurse subject to layoff may apply for another position from a listing of vacant positions within the Hospital or, if eligible, a position from the Low Seniority Roster (Section 6.5), providing the nurse is qualified for the position (Section 6.6) in the opinion of the Hospital, based upon established criteria.
Unit Layoff. A layoff is defined as a permanent or prolonged reduction in the number of nurses needed on a unit as determined by the Employer. If the Employer determines a unit layoff is necessary and that it can be accomplished through elimination of one or more of the scheduledrelief PRN nurses’ FTE positions without restructuring the unit’s remaining FTE positions, such nurses will be laid off first before eliminating the least senior full- or part-time nurses’ FTE positions. If elimination of the relief scheduled PRN nurses’ FTE positions on the affected unit does not achieve the needed FTE reduction, and the Employer determines that the layoff can be accomplished through elimination of one or more of the least senior full- or part-time nurses’ existing FTE position(s) without restructuring the unit’s remaining FTE positions, such least senior full- or part-time nurses will be designated for layoff within the unit in the inverse order of their seniority, providing skill, competence, ability and experience to perform the required work is considered equal in the opinion of the Employer. Any full- or part-time nurse subject to layoff under this subsection may select another position when available from a listing of vacant positions within the hospital or, if eligible, a position from the Low Seniority Roster (Section 7.3), providing the nurse is qualified for the position in the opinion of the Employer. If a scheduled PRNrelief nurse is subject to layoff under this subsection, such nurse may select another position when available from a listing of the
Unit Layoff. If a unit layoff is still necessary, the employer shall give advanced notice per section 7.2 to the Union and the nurses who are subject to the layoff. Nurses will be designated for layoff on the shift in the unit affected by the reduction, with the least senior nurse(s) on the shift being designated for layoff, provided that, in the opinion of the Employer, skill, competence, performance as a professional, ability and experience to perform the work are considered equal. The nurse(s) designated for layoff on that shift may select a vacant position for which he/shethey is qualified or displace a less- senior nurse on either of the other shifts in his/hertheir unit, provided that, in the opinion of the Employer, the nurse’s skill, competence, performance as a professional, ability and experience are equal to that of the nurse being displaced. If there is no equally or less-qualified nurse with less seniority, the nurse(s) may displace the least senior nurse in the nurse’s Skill Department in the position the Employer determines the nurse has the skill, competence, performance as a professional, ability and experience to perform which are equal to that of the nurse being displaced. Any nurse who is displaced by this process shall have the same right as the nurse originally selected for layoff. A nurse who is not able to retain a position in the nurse’s Skill Department or a vacant position shall be laid off.
Unit Layoff. If a unit layoff is determined by the Employer to be necessary, nurses will first be designated for layoff on the shift in the unit affected by the reduction with the least senior nurse(s) on the shift being designated for layoff, providing skill, competence and ability to perform the required work is considered substantially equal in the opinion of the Employer. The nurse(s) designated for layoff on that shift may displace the position (FTE) of the least senior nurse(s) on another shift on that unit or the position (FTE) of the least senior nurse in the clinical group, providing the nurse displaced on the other shift or in the clinical group has less seniority. Any nurse subject to layoff will be given the opportunity to select another position from a listing of vacant positions within the Swedish Medical Center or, if eligible, a position from the Low Seniority Roster (8.6), providing the nurse is qualified for the position (8.7) in the opinion of the Employer, or the nurse may elect to terminate with severance pay (8.11).
Unit Layoff. A layoff is defined as a mandatory reduction in a nurse’s FTE status or a permanent or prolonged reduction in the number of nurses employed by the Hospital. If a unit layoff is determined by the Employer to be necessary, the Employer will identify the position(s) to be eliminated on each shift in the unit. Prior to implementing the layoff, the Employer shall ask for volunteers first from the affected unit(s) by seniority. Every effort will be made to achieve the required layoff through the use of volunteers. Any nurse whose position has been designated for layoff may “bump” (displace) into the position of any less senior nurse on the unit providing the nurse is qualified to fill the position in the opinion of the Employer. The nurse displaced as a result of this bumping process may bump into the position of a less senior nurse on the unit until the process comes to a completion on the nursing unit. Any nurse subject to layoff as a result of this unit bumping process may, as an alternative to layoff, apply for another vacant position within the Hospital for which the nurse is qualified in the opinion of the Employer, or select a position from the Low Seniority Roster (Section 6.3).
