ARTICLE PROFESSIONAL RESPONSIBILITY. In the event that the Home assigns a number of residents or a workload to an individual employee or group of employees, such that she or they have cause to believe that she or they are being asked to perform more work than is consistent with proper resident care, she or they shall: Complain in writing to the Union-Management Committee within twenty (20) calendar days of the alleged improper assignment. The chairperson of the Union-Management Committee shall convene a meeting of the Management Committee within twenty (20) calendar days of the filing of the complaint. The Union-Management Committee shall hear and attempt to resolve the complaint to the satisfaction of both parties. Failing resolution of the complaint within twenty (20) calendar days of the meeting of the Union-Management Committee, the complaint shall be forwarded to an independent Assessment Committee composed of three registered employees; one (1) chosen by the Ontario Nurses' Union, one (1) chosen by the Home and one chosen from a panel of independent registered employees who are well respected within the profession. The member of the Committee chosen from the panel of independent registered employees shall act as Chairperson. The Assessment Committee shall set a date to conduct a hearing into the complaint, within twenty (20) calendar days of its appointment, and shall be empowered to investigate as is necessary to properly assess the merits of the complaint. The Assessment Committee shall report its findings, in writing, to the parties within twenty (20) calendar days following completion of its hearing. The list of Assessment Committee Chairpersons is attached. The members of the panel shall sit in rotation as agreed by the parties. If a panel member is unable to sit within the time limit stipulated, the panel member next scheduled to sit will be appointed by the parties. Each party will bear the cost of its own nominee, and will share equally the fee of the Chairperson, and whatever other expenses are incurred by the Assessment Committee in the performance of its responsibilities as set out herein.
ARTICLE PROFESSIONAL RESPONSIBILITY. In the event that the Hospital assigns a number of patients or a workload to an individual nurse or group of nurses that she or they have cause to believe that she or they are being asked to perform more work than is consistent with proper patient care, she or they shall :
ARTICLE PROFESSIONAL RESPONSIBILITY. In the event that the Home assigns a number of patients or a work load to an individual nurse or group of nurses such that she or they have cause to believe that she or they are being asked to perform more work than is consistent with proper patient care, she or they shall: a in in writing to the Association-Employer Committee within fifteen
ARTICLE PROFESSIONAL RESPONSIBILITY. The parties agree that patient care is enhanced if concerns relating to professional practice, patient acuity, fluctuating workloads and fluctuating staffing are resolved in a timely and effective manner. In the event that an employee or group of employees, covered under the Regulated Health Professions Act are assigned a workload which is inconsistent proper care, they shall express their concerns to their supervisor. The employee shall complete a “Workload Review Form” which shall be provided to the supervisor and to the Union. The Workload Review Form will be attached as an Appendix to the collective agreement. Employees are encouraged to raise their concerns with their immediate supervisor. In the event that the workload concern is not resolved to the employee’s satisfaction, the employee may submit their concerns to either the Joint Health and Safety Committee (as constituted under the collective agreement’s local appendix) or the Labour Management Committee (as constituted under Article 7.05) through their union representative in a format to be determined by the respective committee. Certification (The following Article is applicable to only) A nurse is required to present to the Chief Nursing officer or designate on or before February of each year evidence that her or his Certificate of Registration is in good standing and currently in effect. Such time will be extended for reasons where the College of Nurses of Ontario permits the nurse’s Certificate of Registration to remain in effect. If the nurse’s Certificate of Registration is suspended by the College of Nurses of Ontario for non-payment of the annual fee, the nurse will be placed on non-disciplinary suspension without pay. If the nurse presents evidence that her or his Certificate of Registration has been reinstated, she or he shall be reinstated to her or his position effective upon presenting such evidence. Failure to provide evidence within calendar days of the nurse being placed on non-disciplinary suspension by the hospital will result in the nurse being deemed to be no longer qualified and the nurse shall be terminated from the employ of the Hospital. Such termination shall not be the subject of a grievance or arbitration. Where the Hospital uses the College of Nurses of Ontario automated registration process, it is understood that such date may be later than the usual registration date.
ARTICLE PROFESSIONAL RESPONSIBILITY. In the event that the Employer assigns a number of patients or a workload to an individual nurse or group of nurses such that she or they have cause to believe that she or they are being asked to perform more work than is consistent with proper patient care, she or they shall: Complain writing to the Committee within fifteen (15) calendar days of the alleged improper assignment. The of the Committee shall convene a meeting of the Committee within ten (10) calendar days of the filing of the complaint. The Committee shall hear and attempt to resolve the complaint to the satisfaction of both parties. Failing resolution of the complaint within fifteen (15) calendar days of the meeting of the Committee the complaint shall be forwarded to an independent Assessment Committee composed of three (3) registered nurses; one chosen by the Ontario Nurses' Association, one chosen by the Employer and one chosen from a panel of independent registered nurses who are well respected within the profession. The member of the Committee chosen from the panel of independent registered nurses shall act as Chairperson. The Assessment Committee shall set a date to conduct a hearing into the complaint within fourteen (14) calendar days of its appointment and shall be empowered to investigate as is necessary and make what findings as are appropriate in the circumstances. The Assessment Committee shall report its findings, writing, to the parties within thirty (30) calendar days following completion of its hearing. The list of Assessment Committee Chairpersons shall be as agreed by the parties. The parties agree that should a Chairperson be required, the Employer and the Ontario Association will be contacted. They will provide the name of the person to be utilized on the alphabetical listing of Chairpersons. The name to be provided will be the top name on the list of Chairpersons who has not been previously assigned. Should the Chairperson who scheduled to serve decline when requested, or it becomes obvious that she would not be suitable due to connections with the Employer or the next person on the list will be approached to act as Chairperson. Each party will bear the cost of its own nominee and will share equally the fee of the Chairperson and whatever other expenses are incurred by the Assessment the of its responsibilities, as set out herein.
ARTICLE PROFESSIONAL RESPONSIBILITY. The parties have a mutual interest in the provision of quality patient care. Where an employee, or group of employees, covered by this agreement and governed by an Ontario College under the Health Disciplines Act have cause to believe that they are being asked to perform more is consistent with proper patient care, it is agreed by the parties that such workload problems may be discussed as follows:
ARTICLE PROFESSIONAL RESPONSIBILITY. In the event that the Employer assigns a number of residents or a workload to an individual employee or group of employees such that she or they have cause to believe that she or they are being asked to perform more work than is consistent with proper nursing care, she or they shall: Complain in writing to the Chairperson of the Union-Management Committee (which includes the Union and Employer representatives as referred to in Article within five calendar days of the alleged improper assignment. The Chairperson of the Management Committee shall convene a meeting of the Committee within ten calendar days of the filing of the complaint. The Committee shall hear and attempt to resolve the complaint to the satisfaction of both parties.
ARTICLE PROFESSIONAL RESPONSIBILITY. The parties agree that patient care is enhanced if concerns relating to professional practice, patient acuity, fluctuating workloads and fluctuating staffing are resolved in a timely and effective manner. Inthe event that an employee or group of employees, covered under the Regulated Health ProfessionsAct are assigned a workload which is inconsistent with proper patient care, they shall express their concerns to their supervisor. The employee shall complete a “Workload Review Form” which shall be provided to the supervisor and to the Union. The Workload Review Form will be attached as an Appendix to the collective agreement. Employees are encouraged to raise their concerns with their immediate supervisor. In the event that the workload concern is not resolved to the employee’s satisfaction, the employee may submit their concerns to either the Joint Health and Safety Committee (as constituted under the collective agreement’s local appendix) or the Labour Management Committee (as constituted under Article 7.05) through their union representative in a format to be determined by the respective committee.
ARTICLE PROFESSIONAL RESPONSIBILITY. In the event that the Employer assigns a number of residents or a workload to an individual nurse or group of nurses such that she or they have cause to believe that she or they are being asked to perform more work than is consistent with proper care, she or they will: Complain writing to the Management Committee within ten (10) days of the alleged improper assignment. The Chairman of the Management committee shall convene a meeting of the Nurse-Management Committee within ten (10) calendar days of the filing of the complaint. The Committee shall hear and attempt to resolve the complaint to the satisfaction of both parties. Failing resolution complaint within five (5) calendar days of the Management Committee the complaint shall be an independent assessment committee composed of three (3) registered nurses: one chosen by the Association; one chosen by the Employer: and one chosen from a panel of four (4) independent registered nurses who are well respected within the profession. The member of the committee chosen from the panel of independent registered nurses shall act as chairman. The Assessment Committee shall conduct a hearing into the complaint within fourteen
ARTICLE PROFESSIONAL RESPONSIBILITY. Full-Time and Part-Time The following provision will be effective the date of ratification and will expire on October The parties agree that patient care is enhanced if concerns relating to professional practice, patient acuity, fluctuating workloads and fluctuating staffing are resolved in a timely and effective manner. In the event that an employee or group of employees, covered under the Regulated Health Professions Act is assigned a workload that is inconsistent with proper patient care, they shall express their concerns to their supervisor. The employee shall complete a “Workload Review Form” which shall be provided to the supervisor and to the Union. The Workload Review Form will be attached as an Appendix to the collective agreement. ARTICLE DURATION
