Displaced Nurses Clause Samples

Displaced Nurses. A displaced nurse working in a position different than the one held prior to the layoff shall not be considered on layoff, but will be eligible for recall rights for up to eighteen (18) months from commencement of displaced nurse status.
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Displaced Nurses. Displaced nurses shall not be considered on layoff but will be eligible for recall rights.
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Displaced Nurses. A. A nurse who is not a successful priority bidder for an open position during the fourteen (14) business day notice period under Article 7.1.B or the first four (4) weeks of layoff shall have displacement rights as follows, within the fourteen (14) business day period subsequent to his/her completion of four (4) weeks layoff. B. The laid off nurse may displace the least senior nurse, regardless of status, in the Hospital. 1. New graduate nurses who have not bid into a position and supplemental nurses shall not be included in the displacement process. 2. Only status nurses will have displacement rights. Only nurses who are qualified may bump. Qualified means the ability to perform bumped position’s requirements within three (3) weeks’ orientation and training. 3. If more than one nurse has displacement rights at the same time, the Hospital will identify the same number of the least senior status nurse’s (Hospital-wide) seniority, without regard to shifts or nursing units, as those nurses being subject to displacement. a. The nurses with displacement rights will select positions to displace from among this identified group according to seniority. b. Nurses displaced by this procedure will not have priority bid or displacement rights. C. A nursing unit may not be subject to multiple displacements if patient care would be adversely affected, which shall be decided on a case-by-case basis. D. The parties will meet in advance of displacement situations to try to minimize problems and issues. E. If a laid off nurse chooses not to exercise such displacement rights, or cannot exercise them because of low seniority or any other reason, the nurse will remain on layoff status. F. During the four (4) week layoff period and the fourteen (14) business day period for the displacement procedure, the nurse may elect not to receive any vacation, holiday, or sick leave cash out for which they are eligible, if any. Such funds will be paid at any time during such period that the nurse requests, or alternatively, if no such request is made, shall be reinstated to the nurse when he/she returns to active work. There shall be no partial cash outs of such accrued benefits. G. The nursing units subject to the displacement process are the following: Medical, Post Surgical, PCU, and ACD. H. When a laid off nurse has displacement rights, the nurse must make, and communicate to the Hospital, a final and binding decision to exercise such rights or to stay on layoff within the first three...
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Displaced Nurses. 22 Displaced nurses may exercise these options in the following order: 23 1. A nurse laid off may choose to utilize available ETO in ▇▇ ▇▇▇▇ ▇▇ ▇▇▇▇▇▇ (▇▇▇▇▇▇ will occur after ETO is depleted). 25 2. A nurse temporarily working with an increased FTE 26 may revert to his/her previous FTE, when available. 27 3. A nurse may take a temporary, voluntary reduction in 28 FTE, when available. 29 4. A nurse may explore alternate work share 30 arrangements among nurses. Work share 31 arrangements must be agreed upon by those nurses 32 involved in the work share, Hospital Administration, 33 and the Association. 1 5. Fill a vacant position for which the nurse is qualified, 2 under normal bid rules, without the right to 3 displace/bump any other nurse, from among the list of
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Displaced Nurses. A nurse who is not a successful priority bidder for an open position during the 24 fourteen (14) business day notice period under Article 7.1.B or the first four (4) 25 weeks of layoff shall have displacement rights as follows, within the fourteen (14) 26 business day period subsequent to his/hertheir completion of four (4) weeks 27 layoff.
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Displaced Nurses. Displaced nurses may exercise these options in 17 the following order: 18 1. A nurse laid off may choose to utilize available ETO in lieu of ▇▇ ▇▇▇▇▇▇ (▇▇▇▇▇▇ will occur after ETO is depleted). 21 2. A nurse temporarily working with an increased FTE may revert 22 to his/her previous FTE, when available. 24 3. A nurse may take a temporary, voluntary reduction in FTE, 25 when available. 27 4. A nurse may explore alternate work share arrangements 28 among nurses. Work share arrangements must be agreed 29 upon by those nurses involved in the work share, Hospital 30 Administration, and the Association. 32 5. Fill a vacant position for which the nurse is qualified, under 33 normal bid rules, without the right to displace/bump any other 1 nurse, from among the list of available positions to be provided 2 by Human Resources. 4 6. If numbers 1. – 5. above are not or cannot be utilized, the laid 5 off nurse may displace/bump the least senior nurse in the same 6 status, or in a lower status if the laid off RN so chooses, in that 7 work unit or another. The nurse displaced by this process may 8 also exercise such seniority displacement rights, if any. To 9 exercise such displacement rights, an RN must be qualified in 10 the new position, or capable of becoming qualified, within six 11 (6) weeks.
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Displaced Nurses. Displaced nurses may exercise these options in the following order:
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Related to Displaced Nurses

  • Community Based Adult Intensive Service (AIS) and Child and Family Intensive Treatment (CFIT) – AIS/CFIT programs offer services primarily based in the home and community for qualifying adults and children with moderate- to-severe mental health conditions. These programs consist at a minimum of ongoing emergency/crisis evaluations, psychiatric assessment, medication evaluation and management, case management, psychiatric nursing services, and individual, group, and family therapy. This plan covers individual psychotherapy, group psychotherapy, and family therapy when rendered by: • Psychiatrists; • Licensed Clinical Psychologists; • Licensed Independent Clinical Social Workers; • Advance Practice Registered Nurses (Clinical Nurse Specialists/Nurse Practitioners- Behavioral Health); • Licensed Mental Health Counselors; and • Licensed Marriage and Family Therapists. This plan covers psychological testing as a behavioral health benefit when rendered by: • neuropsychologists; • psychologists; or • pediatric neurodevelopmental specialists. This plan covers neuropsychological testing as described in the Tests, Labs and Imaging section.

  • Safe Workplace A) The Employer and employees recognize the need for a safe and healthful workplace and agree to take appropriate measures in order that risks of accidents and/or occupational disease are reduced and/or eliminated. Employers will take all reasonable steps to eliminate, reduce and/or minimize threats to the safety of employees. B) An employee performing visitation to clients in the community shall have the right to request backup to attend where there is reasonable cause to expect a violent situation and will have access to appropriate communication equipment. C) When the Employer is aware that a patient/resident/client has a history of violent behaviour, the Employer shall make such information available to the employee. Upon admission or transfer the Employer will make every reasonable effort to identify the potential for aggressive behaviour. In- services and/or instruction in caring for the violent patient will be provided by the Employer. D) The Employer will provide orientation and/or in-service which is necessary for the safe performance of work including universal precautions, the safe use of equipment, safe techniques for lifting and supporting patients/residents/clients and the safe handling of materials and products. The Employer will also make readily available information, manuals and procedures for these purposes. The Employer will provide appropriate safety clothing and equipment.

  • WORKPLACE FLEXIBILITY The employer must ensure that any Individual Flexibility Agreement (IFA) is genuinely agreed to by the employer and the employee and result in the employee being better off overall at the time the IFA is made than the employee would have been if no IFA had been agreed to. 8.1 Notwithstanding any other provision of the Agreement, the employer and an individual employee may agree to vary the application of certain terms of the Agreement to meet the genuine individual needs of the employer and the individual employee. The terms the employer and the individual employee may agree to vary are the application of those permitted under Section 172 of the FW Act, and relates only to:- 8.1.1 arrangements for when work is performed; 8.1.2 salary sacrifice arrangements; 8.1.3 reduction in ordinary hours; and 8.1.4 are not unlawful terms under Section 194 of the FW Act. 8.2 The employer and the individual employee must have genuinely made the IFA without coercion or duress. An IFA can only be entered into after the individual employee has commenced employment with the employer. 8.3 The IFA between the employer and the individual employee must: 8.3.1 be confined to a variation in the application of one or more of the terms listed in Clause 8.1; and 8.4 The IFA between the employer and the individual employee must also: 8.4.1 be in writing, name the parties to the IFA and be signed by the employer and the individual employee and, if the employee is under eighteen (18) years of age, the employee’s parent or guardian; 8.4.2 state each term of the Agreement that the employer and the individual employee have agreed to vary; 8.4.3 detail how the application of each term has been varied by agreement between the employer and the individual employee;

  • Small and Medium-sized Enterprises 1. The Parties will promote a favourable environment for the development of the small and medium enterprises (SME) on the basis of strengthening of the relevant private and governmental bodies, as well as the exchange of experiences and good practices with the SME. 2. Cooperation shall include, among other subjects: (a) the designing and development of mechanisms to encourage partnership and productive chain linkage development; (b) development of human resources and management skills to increase the knowledge of the Chinese and Peruvian markets; (c) defining and developing methods and strategies for clusters development; (d) increasing access to information regarding mandatory procedures and any other relevant information for an SME exporter; (e) defining technological transference: programs oriented to transfer technological innovation to SME and to improve their productivity; (f) increasing access to information on technological promotion programs for SME and financial support and encouragement programs for SME; (g) supporting new exporting SME (sponsorship, credits and guarantees, seed capital); and (h) encouraging partnership and information exchange for SME financing institutions (credits, banks, guarantee organizations, seed capital firms). 3. Cooperation shall be developed, among other activities, through: (a) information exchange; (b) conferences, seminars, experts dialogue and training programs with experts; and (c) promoting contacts between economic operators, encouraging opportunities for industrial and technical prospecting.

  • Central Committee on Violence in the Workplace The Central parties agree to create a Central Committee to review and develop best practice recommendations related to Violence in the Workplace. The Committee will take into consideration recent provincial reports related to violence in the workplace issues. The best practice recommendations will be distributed to the Joint Health and Safety Committees at each individual Home to be recommended for implementation. The best practice recommendations will include but will not be limited to: Review/modify: the processes, procedures, measures and follow through on: