Staff Planning. ARTICLE 22
Staff Planning. In addition to that. and to other planning committee in the Hospital of a broadly representational make-up. there be immediately established a Staff Planning Committee for the bargaining unit, which shall meet during the of this agreement every three months. unless otherwise mutually agreed by the parties. It shall be the function of the Staff Planning Committee to consider possible ways and means of avoiding or minimizing potential adverse effects upon employees in the bargaining unit including: identifying and proposing possible alternatives to any action that the hospital may propose taking: identifying and seeking ways to address the retraining needs of identifying vacant positions within the Hospital for which members of the bargaining unit might qualify. or such positions which are filled but which are expected to become vacant within a twelve (12) month period.
Staff Planning. With respect to the development of any operating or restructuring plan which may affect the bargaining unit, the Union shall be involved in the planning process as soon as practical and, in any event, in advance of such plans or proposals being finalized and notices of layoff being issued or other actions taken that would adversely affect the bargaining unit and through to the final phases of the process.
Staff Planning. The central parties agree to establish Regional Staff Planning Committees to facilitate the redeployment of laid off employees among the Participating Hospitals. To achieve this objective the Hospital Staff Planning Committee will forward to the Regional Staff Planning a list of the names and addresses of laid off employees who have expressed an interest in working at other Participating Hospitals and who have undertaken skills assessment procedures provided by any training agency, such as that may be place. In filling vacancies not filled by bargaining unit members the Hospitals are encouraged to give first consideration to laid off employees who are on the list and who are qualified to perform the work. For benefit-entitlement purposes, is recognized that hospitals shall be free to grant to any employees hired through this process full credit for service earned with another hospital. The size, structure, composition, and activities of each Committee will be mutually determined by the parties, and application will be made to any available funding source for the funding of administrative expenses.
Staff Planning. With respect to the development of any operating or re-structuring plan which may affect the bargaining unit (job security), the Union shall be involved in the planning process from the early phases through to the final phases of the process. It shall be the function of the Labour Management Committee to consider possible ways and means of avoiding or minimizing potential adverse effects (of a layoff) upon employees in the bargaining unit, including: identifying and proposing possible alternatives to any action that the hospital may propose taking; identifying and seeking ways to address the retraining needs of employees; identifying vacant positions within the Hospital for which surplus members of the bargaining unit might qualify, or such positions which are currently filled but which are expected to become vacant within a twelve month period. The Employer agrees to allow a Union Committee person to be present at all discipline interviews with employees. The Employer agrees to provide the Chairperson of the Union Committee copies of all job
Staff Planning. 2.14.1 The Provider will ensure that the Premises are staffed with a suitable level of competent staff during the hours of public use.
Staff Planning. With respect to the development of any operating or re-structuring plan which affect the bargaining unit (job security), the Union will be equal representation with any other bargaining unit or non-union employee group involved in the planning process from the early phases through to the final phases of the process. It shall be the function of the Labour Management Committee to consider possible ways and means of avoiding or minimizing potential adverse effects (of a upon employees in the bargaining unit, including: identifying and proposing possible alternatives to any action that the hospital may propose taking; identifying and seeking ways to address the retraining needs of employees; identifying vacant positions within the Hospital for which surplus members the bargaining unit might qualify, or such positions which are currently filled but which are expected to become vacant within a twelve month period. To allow the Labour Management Committee to carry out its mandated role under this Article, the Employer will provide the Committee, if requested, with pertinent and reasonable financial and staffing information and with a copy of any reorganization plans which impact on the bargaining unit.
Staff Planning. This phase is essential to keep the most effective staffing levels and to maximize productivity. During this phase, all applicable information is collected about the project. Then, an evaluation is performed to determine the project’s estimated staffing requirements by phase, which includes duration and sources of assignments.
Staff Planning. In addition to that, and to any other planning committee in the Hospital of a more broadly representational make- up, there shall be immediately established a Staff Planning for the bargaining unit, which shall meet during the term of this agreement every three months, unless otherwise mutually agreed by the parties. It shall be the function of the Staff Planning Committee to consider possible ways and means of avoiding or minimizing potential adverse effects upon employees in the bargaining unit, including: identifying and proposing possible alternatives to any action that the Hospital may propose taking; identifying and seeking ways to address the retraining needs of employees; identifying vacant positions within the Hospital for which surplus members of the bargaining unit qualify, or such positions which are currently filled but which are expected to become vacant within a twelve (12) Composition and The shall be comprised of equal numbers of representatives of the Hospital and from the Union. The number of representatives is to be determined locally, and shall consist of at least two representatives from each party. Meetings of the Committee shall be held during normal working hours. Representatives attending such meetings shall be deemed to be work time for which the shall be paid by the Hospital at his or her regular or premium rate as may be applicable. The Hospital shall make typing and other such clerical assistance available as required. Each party shall appoint a co-chair for the Co-chairs shall chair alternate meetings of the Committee and will be jointly responsible for establishing the agenda of the Committee meetings, preparing minutes and writing such correspondence as the Committee may direct. Disclosure To allow the Staff Planning to carry out its mandated role under this Article, the Hospital will provide the Committee with pertinent financial and staffing information and with a copy of any reorganization plans which impact on the bargaining unit. Accountability The shall submit its written to the Chief Executive Officer of the Hospital and Board of Trustees. Where there is no consensus within the the individual members of the Committee shall be entitled to submit their own recommendation. Any agreement between the Hospital and the Union resulting from the above review concerning the method of implementation will take precedence over the other provisions of this agreement. It is understood that all of the above shall be completed in a t...
Staff Planning. With respect to the development of any operating or restructuring plan which may affect the bargaining unit, the union shall be involved in the planning process from the early phases through to the final phases of the process. Operating or restructuring plans will be dealt with by the Labour-Management Committee established in Article 6.04. The Committee will consider possible ways and means of avoiding or minimizing adverse effects upon members of the bargaining unit. To allow the committee to carry out its role the Employer will provide the committee members with all financial and staffing information as well as any other reorganizational plans which may impact on the bargaining unit. The Employer will identify and seek ways to address retraining needs, where funds are available, if during a restructuring there is an opportunity for an employee to move to another classification within the bargaining unit, and the employee needs additional skills in order to fulfill the responsibility of the job.
