Common use of FTE Status Clause in Contracts

FTE Status. Upon request by a nurse, a department director or the Association, a nurse’s status will be evaluated based on the number of his/her paid hours (paid hours include hours worked, PTO, IAP, paid leave, Continuing Education, Bereavement, and Jury Duty) and low census time during the last three (3) months. In the event that the RN does not meet the requirements to maintain his/her current status, or exceeds the requirements for that status, the Nursing Director and the nurse will be given a written report. If the nurse’s paid hours fall short of meeting requirements for maintaining current status, the Nursing Director will meet with the nurse to discuss options. If the nurse’s paid hours exceed the requirements for his/her position, the Nursing Director will investigate whether a new position is warranted and will make appropriate recommendations to Administration. Part-time or per diem nurses who consistently achieve a pay status of seventy-two (72) hours or more each pay period for two (2) consecutive quarters will also be given written notice that a full or part-time position will be posted in accordance with the posting provisions required in section 6.11. Hours worked replacing an employee on Family Leave, Work Related Injury Leave or any leave of absence will not be included in the calculation for FTE status change. This provision shall not apply to nurses on Family Medical Leave.

FTE Status. Upon request by a nurse, a department director or the Association, a nurse’s status will be evaluated based on the number of his/her paid hours (paid hours include hours worked, PTO, IAP, paid leave, Continuing Education, Bereavement, and Jury Duty) and low census time during the last three (3) months. In the event that the RN does not meet the requirements to maintain his/her current status, or exceeds the requirements for that status, the Nursing Director and the nurse will be given a written report. If the nurse’s paid hours fall short of meeting requirements for maintaining current status, the Nursing Director will meet with the nurse to discuss options. If the nurse’s paid hours exceed the requirements for his/her position, the Nursing Director will investigate whether a new position is warranted and will make appropriate recommendations to Administration. Part-time or per diem nurses who consistently achieve a pay status of seventy-two (72) hours or more each pay period for two (2) consecutive quarters will also be given written notice that a full or part-time position will be posted in accordance with the posting provisions required in section Article 6.11. Hours worked replacing an employee on Family Leave, Work Related Injury Leave or any leave of absence will not be included in the calculation for FTE status change. This provision shall not apply to nurses on Family Medical Leave.

FTE Status. Upon request by a nurse, a department director or the Association, a nurse’s status will be evaluated based on the number of his/her paid hours (paid hours include hours worked, PTO, IAP, paid leave, Continuing Education, Bereavement, and Jury Duty) and low census time during the last three (3) months. In the event that the RN does not meet the requirements to maintain his/her current status, or exceeds the requirements for that status, the Nursing Director and the nurse will be given a written report. If the nurse’s paid hours fall short of meeting requirements for maintaining current status, the Nursing Director will meet with the nurse to discuss options. If the nurse’s paid hours exceed the requirements for his/her position, the Nursing Director will investigate whether a new position is warranted and will make appropriate recommendations to Administration. Part-Part- time or per diem nurses who consistently achieve a pay status of seventy-two (72) hours or more each pay period for two (2) consecutive quarters will also be given written notice that a full or part-time position will be posted in accordance with the posting provisions required in section Article 6.11. Hours worked replacing an employee on Family Leave, Work Related Injury Leave or any leave of absence will not be included in the calculation for FTE status change. This provision shall not apply to nurses on Family Medical Leave.