Common use of CENSUS MANAGEMENT Clause in Contracts

CENSUS MANAGEMENT. In the event the manager/supervisor determines there is more staff scheduled to work than will be needed to meet patient care requirements, the following procedure shall be applicable: A. If an employee is reassigned or floated to another work scheduling group, it will be to a work scheduling group to which the employee has been oriented. Such assignment will be rotated among the employees affected. B. In the event the number of scheduled employees is greater than needed for a particular shift, employees will be considered for floating assignments. If no such assignments are deemed to be available or such assignment is not warranted, then employees desiring to leave will be census managed on a rotational basis by seniority. Preference will be given to bargaining unit employees over casual pool employees when offering census management to "employees desiring to leave" at Children's Psychiatric Center (CPC). Employees may, upon request, be paid for such leave by utilizing accrued holiday or vacation time. No employee shall be required to take annual leave except as provided herein. C. In the event that staffing cannot be adjusted to the appropriate level by application of voluntary census management, then the employer may involuntarily census manage employees for a maximum of two (2) days during the pay period. However, no employee shall be involuntarily census managed pursuant to this provision for more than twenty (20) days between July 1 and June 30. In those instances where an employee volunteers for census management, those times will not count towards the twenty- (20) day maximum of involuntary census management. An employee must be involuntarily census managed for a minimum of four (4) hours in order for that absence to be counted towards the two- (2) day period. D. Consistent with efficient operations and potential requirements in a work scheduling group, the employee will either be released from work for the entire shift with no obligation to be available or will be in a census control on call status. When in this status the employee shall be paid four dollars ($4.00) per hour which shall not be considered as time worked. An employee called in as outlined above shall be guaranteed at least four (4) hours of work at the employee’s regular straight time rate of pay. E. These unscheduled periods provided herein shall be distributed equitably among employees on comparable shifts in a manner consistent with the efficiency of Hospital operations and shall be rotated whenever practical. F. Any employee involuntarily census managed shall be notified at least ninety (90) minutes prior to the start of the scheduled shift. However, once an employee reports to work, the employee may be involuntarily census managed at any time during the shift. The employee shall be guaranteed a minimum of one (1) hour of work paid. G. Records with respect to the administration of this Article shall be maintained in each work scheduling group and shall be available for reasonable review by the Local Union.

CENSUS MANAGEMENT. In the event the manager/supervisor determines there is more staff scheduled to work than will be needed to meet patient care requirements, the following procedure shall be applicable: A. If an employee is reassigned or floated to another work scheduling group, it will be to a work scheduling group to which the employee has been oriented. Such assignment will be rotated among the employees affected. B. In the event the number of scheduled employees is greater than needed for a particular shift, employees will be considered for floating assignments. If no such assignments are deemed to be available or such assignment is not warranted, then employees desiring to leave will be census managed on a rotational basis by seniority. Preference will be given to bargaining unit employees over casual pool employees when offering census management to "“employees desiring to leave" ” at Children's ’s Psychiatric Center (CPC). Employees may, upon request, be paid for such leave by utilizing accrued holiday or vacation time. No employee shall be required to take annual leave except as provided herein. C. In the event that staffing cannot be adjusted to the appropriate level by application of voluntary census management, then the employer may involuntarily census manage employees for a maximum of two (2) days during the pay period. However, no employee shall be involuntarily census managed pursuant to this provision for more than twenty (20) days between July 1 and June 30. In those instances where an employee volunteers for census management, those times will not count towards the twenty- (20) day maximum of involuntary census management. An employee must be involuntarily census managed for a minimum of four (4) hours in order for that absence to be counted towards the two- (2) day period. D. Consistent with efficient operations and potential requirements in a work scheduling group, the employee will either be released from work for the entire shift with no obligation to be available or will be in a census control on call status. When in this status the employee shall be paid four dollars ($4.00) per hour which shall not be considered as time worked. An employee called in as outlined above shall be guaranteed at least four (4) hours of work at the employee’s regular straight time rate of pay. E. These unscheduled periods provided herein shall be distributed equitably among employees on comparable shifts in a manner consistent with the efficiency of Hospital operations and shall be rotated whenever practical. F. Any employee involuntarily census managed shall be notified at least ninety (90) minutes prior to the start of the scheduled shift. However, once an employee reports to work, the employee may be involuntarily census managed at any time during the shift. The employee shall be guaranteed a minimum of one (1) hour of work paid. G. Records with respect to the administration of this Article shall be maintained in each work scheduling group and shall be available for reasonable review by the Local Union.