Change language. Change the language of the displays (Change language).
Change language. In areas in which NP’s work and provide cross-coverage with other non-physician professionals credentialed to perform delegated medical functions, scheduling of work and time off will be integrated to the extent feasible. (From Option 15) If a Reduction in Force occurs, the order of reduction will begin with the staff member with the least University service (seniority), except that the University may retain employees, irrespective of service, who possess the necessary skills, knowledge, and abilities to perform the available work. Removed from provisions in Article 26 still apply to NP’s but removed from paragraph…which are not possessed to the same degree by other employees in the same classification. (contract cleanup) (Option 18) Approaching evaluations must be reviewed by the Director of Advanced Practice Nursing (Option 30) Internal equity review at least annually Drug Testing (Option 2) Except in cases of gross impairment, the employee will be assessed by an addictionologist prior to administration to a for cause test. The addictionologist will determine the need for a “for cause” test. If a for-cause tests is deemed necessary, there will be a clinical assessment of whether the employee is safe to return to work pending test results. If the employee is not released to return to work, he or she will be placed on paid administrative leave pending receipt of tests results. (Upon receipt of test results the remainder of the MOU would apply.) If sent for “for cause” testing the employee is placed on paid administrative leave, pending receipt of test results. Upon receipt of tests results, proceed as provided in current MOU (Option 5) As a condition of any job movement, including but not limited to transfer, promotion, or transfer due to RIF, from campus to positions to MM positions that will require handling of controlled substances, bargaining unit members will be subject to the same drug test that is a pre-employment condition for all MM employees as set forth in UMHS policy 00-00-000 (entitled Background Checks.) (Option 15, 19) (Housekeeping for contract clean up) Include requirements of Xxxxxxx interview within the FCT MOU, plus append Xxxxxxx form to the MOU (Option 18) The University will provide the association as much time as possible when it anticipates conducting a “for cause” drug test, as long as name is left out. (Option 27): Modify MOU section 5, first para: Factors that create a reasonable suspicion of impairment and cau...
Change language. E ffective January 1,2018, employees opting not to take health insurance offered by the TO W N , w ill receive four thousand dollars ($4000.00) for fam ily coverage and two thousand dollars ($2000.00) for individual coverage.
