Unit Merger/Restructure. Unit merger and/or restructure shall be defined as the combining or division of separate units or departments or reallocation or reorganization of employees within a unit resulting in a mandatory shift change, a mandatory unit change and/or an increase/decrease in FTE status. The Employer will notify the Union of proposals to merge or restructure units prior to making a final decision, and shall, upon request of the Union, meet to address concerns and consider any alternatives proposed by the Union. The Employer will provide the Union with at least thirty (30) days advance notice prior to a unit merger or significant restructure. During this thirty (30) day period, the Employer and the Union will meet to discuss the changes through the Change Team process described in Section 15.12.1. In the event the Employer determines to reconfigure the FTEs in the affected work area of an employee, then employees will bid for the positions within that area in their classification. In the event of a merger/restructure, employees from the affected units will have the option to bid for positions in the merged/restructured unit(s) before employees outside of the affected units, based on seniority, provided the employee is qualified to work or could be qualified to work with up to six (6) weeks of training as assessed by the skills competency checklist for that position.
Unit Merger/Restructure. The Employer will provide the Union with at least forty-five (45) days advance notice prior to a unit merger or significant restructure. During this forty-five (45) day period the Employer will, upon request, meet with the Union to discuss the changes, at which time the Union may provide input regarding the changes and proposed alternatives. The parties recognize that the final decision regarding the unit merger/restructure lies with the Employer. If the Employer changes the core schedule for the unit, or if the Employer establishes a core schedule on a merged unit, the Employer will provide the opportunity for employees on the unit to indicate their preference regarding the new work patterns offered. Clarification regarding the FTE, shift and work schedule will be made available upon request. The Employer will match employees to their preference based on seniority, providing the employee's skill, competence and ability are considered equal. This shall not apply to a change in an individual's start time. The Employer will not exercise this right in an arbitrary or capricious manner. The new schedule will be effective no sooner than forty-five (45) days from the re-bid.
Unit Merger/Restructure. Unit merger and/or restructure shall be defined as the combining or division of separate units or departments or reallocation or reorganization of employees within a unit or department resulting in a mandatory shift change, a mandatory unit or department change and/or an increase/decrease in FTE status. The Employer will notify the Union of proposals to merge or restructure units prior to making a final decision, and shall, upon request of the Union, meet to address concerns and consider any alternatives proposed by the Union. The Employer will provide the Union with at least thirty
Unit Merger/Restructure it shall be within the authority of the Labor-Management Committee to review and recommend appropriate practices for conducting unit mergers and/or restructures for the purpose of promoting “best practices” in the transition process and to promote quality patient care and services. This can include a retrospective review of unit mergers and restructures for the purpose of evaluating practices utilized. The committee may make recommendations to the Union and to Human Resources regarding future best practices.
Unit Merger/Restructure. Unit merger and/or restructure shall be defined as the combining or division of separate units or departments or reallocation or reorganization of employees within a unit resulting in a mandatory shift change, a mandatory unit change and/or an increase/decrease in FTE status. The Employer will notify the Union of proposals to merge or restructure units prior to making a final decision, and shall, upon request of the Union, meet to address concerns and consider any alternatives proposed by the Union. The Employer will provide the Union with at least thirty (30) days advance notice prior to a unit merger or significant restructure. During this thirty (30) day period, the Employer and the Union will meet to discuss the changes through the Change Team process described in Section 16.11.1. In the event the Employer determines to reconfigure the FTEs in the affected work area of an employee, then employees will bid for the positions within that area in their classification. In the event of a merger/restructure, employees from the affected units will have the option to bid for positions in the merged/restructured units) before employees outside of the affected units, based on seniority, provided the employee is qualified to work or could be qualified to work with up to six (6) weeks of training as assessed by the skills competency checklist for that position. Successful bidders shall be determined by seniority provided that the qualifications to perform the required competencies, as determined by the Employer, are substantially equal. If, after the bidding process, the employee’s FTE and shift are not available, the employee may proceed to Article 16. Prior to any bid, the Employer shall provide the Union and affected employees with at least two (2) weeks’ advance notice in writing. In addition, the Employer shall, at least one (1) week prior to the bid, make available to the Union and affected employees a written description of the positions which will be available for bid. Such description shall include the positions’ FTE, shift, and work schedule.
