Safe Staffing Clause Samples
The Safe Staffing clause establishes minimum staffing levels or qualifications required to ensure a safe and effective working environment. It typically mandates that employers maintain a certain ratio of staff to clients or patients, or that only appropriately trained personnel perform specific tasks. This clause helps prevent understaffing, reduces the risk of errors or accidents, and protects both employees and those they serve by ensuring adequate support and oversight.
Safe Staffing. There shall be a programme of regular monitoring of staffing levels and mix. Any identified staffing deficiencies shall be addressed. In the event that an acute staffing shortage can not be alleviated, patient cares, and the volume and range of services may be reduced in accordance with direction by the appropriate manager and employer policies. In addition, the following escalation process shall apply: When a midwife considers she has reached the limits of safe practice, she will be supported to resolve the situation as follows: • The midwifery manager or duty manager will be immediately informed of the situation by the midwife • The midwife will not be required to take additional workload until strategies have been implemented to address the immediate workload issues (e.g. the redeployment of staff or patients), notwithstanding any immediate duty-of-care requirements If the process outlined above does not resolve the situation, steps will be taken immediately to elevate the issue to that level of midwifery service management authorised to resolve the immediate problem and take steps to reduce the likelihood or a recurrence of similar problems. The most senior midwife in the DHB, at the time of the event, will report the event to the most senior manager in the DHB as soon as is reasonably possible. Direct assistance will then be given from this level in the organisation, and the event reported to the Chief Executive by the senior manager as soon as is reasonably possible. All incidents shall be reported and investigated and a ▇▇▇▇▇ representative will be involved in investigations and corrective measures.
Safe Staffing. Strategic Decision Making
Safe Staffing vacancies
a) Plunket will provide current vacancies and recruitment timelines at each Safe Staffing and Healthy Workplace meeting to increase the transparency of staffing levels. This information can also be provided at team meetings as is requested by staff or delegates in addition to the Safe Staffing meetings.
b) It is expected that relief planning to cover vacancies, where that hasn’t already been addressed by the manager, would also be discussed at Safe Staffing meetings and, where considered necessary, a business case for additional staffing made to the relevant manager.
Safe Staffing. Unanticipated Leave
Safe Staffing. Where Care Capacity Demand Management (CCDM) FTE calculations have not been agreed by the parties, NZNO and local management will meet to agree the minimum numbers of safe staffing needed in each ▇▇▇▇/service/workplace to provide safe and effective care to patients. The discussion should also consider the ratio of staff skill mix, data available and any relevant benchmarks. This will follow the same endorsement process as FTE calculations for wards/departments fully implemented with CCDM, including annual reviews, through the local CCDM Data Councils and district CCDM Councils. The parties continue to work together to fully implement CCDM, including acuity- based FTE calculations.
Safe Staffing. The safety and health of all employees is a foremost concern of the Service, and will be considered when employees are required to work after hours or overtime. Ensuring adequate staffing is an essential part of maintaining a safe and healthy workplace. When overtime assignments are required to ensure safety, such assignments shall be made in a fashion consistent with applicable agreements regarding overtime distribution.
Safe Staffing a. The Employer is committed and acknowledges a responsibility to ensure staffing levels are appropriate for the delivery of high quality patient care and a safe working environment.
b. The parties agree that existing flexibility in respect of Nurse / Midwife patient ratios will be maintained. The current practice of staffing based on collaboration between NUM/▇▇▇▇/Unit Management and the Employer’s Clinical Services Executive will continue on a shift by shift basis, taking into account occupancy and patient acuity. Replacement of Absences
c. Where a Nurse / Midwife Caregiver is absent and a replacement is needed, the level of skill of the replacement Nurse / Midwife Caregiver(s) will be determined based on the operational requirements of the Department, by the NUM/▇▇▇▇/Unit Management. If a ‘like for like’ classification is warranted (e.g. Registered Nurse / Midwife for a Registered Nurse / Midwife) the Employer will attempt to exhaust all avenues to meet this requirement to ensure safe staffing and the delivery of high quality patient care.
d. Nursing staffing levels and skill mix at each ▇▇▇▇/unit shall be determined on the basis of:
i. clinical assessment of patient needs (including patient acuity);
ii. the demands of the environment such as ▇▇▇▇ layout and other local requirements / resources;
iii. statutory obligations including workplace safety and health legislation;
iv. the requirements of nurse regulatory legislation and professional standards; and
v. reasonable workloads.
e. Should any Nurse / Midwife Caregiver(s) in any department, ▇▇▇▇ or unit believe they have an unreasonable or excessive workload on a regular basis:
i. The Nurse / Midwife Caregiver(s) should attempt to resolve the matter with the appropriate Nurse Unit Manager or After Hours Nurse Manager.
ii. If appropriate action is not taken to address the workload issues within 72 hours the Nurse / Midwife Caregiver(s) should provide their concerns to the Director of Nursing (using Attachment 1 – Nursing / Midwifery Workload Review Request, if desired) setting out the details of the situation.
iii. The Executive shall respond in writing to the Nurse / Midwife Caregiver(s) within 7 days with a proposed solution.
iv. If the matter remains unresolved, the Nurse / Midwife Caregiver(s) may seek to resolve the matter using the steps outlined in Clause A7, Dispute Resolution of this Agreement.
f. The Employer will ensure that responses to concerns raised by the Nurse / Midwife Caregiver(s) enab...
Safe Staffing. 20.01 The District agrees to provide safe staffing minimums for in-service firefighting and rescue apparatus within and out of the District.
Safe Staffing. 20.01 The District agrees to provide safe staffing minimums for in-service firefighting and rescue apparatus within and out of the District. Operations Rank Definitions ● Battalion Chief - A person who is qualified to the position of Battalion Chief and assigned to Operations. ● Officer - A person who is qualified to the position of Lieutenant or Captain and assigned to Operations. ● Engineer - A person who is qualified to the position of Engineer and assigned to Operations. ● Firefighter - A person who is qualified to the position of firefighter and assigned to Operations. ● Squad Operator - A firefighter who is qualified to operate a squad and assigned to Operations. ● Auxiliary Apparatus - Any apparatus used for special operations.
20.02 In-Service Apparatus In order to provide a minimum level of safety to personnel, apparatus in service shall be staffed with no less than: Operations
Safe Staffing a. The Employer is committed and acknowledges a responsibility to ensure staffing levels are appropriate for the delivery of high quality patient care and a safe working environment.
b. The parties agree that existing flexibility in respect of Nurse / Midwife patient ratios will be maintained. The current practice of staffing based on collaboration between NUM/▇▇▇▇/Unit Management and the Employer’s Clinical Services Executive will continue on a shift by shift basis, taking into account occupancy and patient acuity.