MEMORANDUM OF UNDERSTANDING- LOW CENSUS Sample Clauses

MEMORANDUM OF UNDERSTANDING- LOW CENSUS. The parties agree on the importance of minimizing or lessening low census hours. Upon ratification of this Agreement, the parties agree to meet regularly during Nursing Task Force, starting by October 2019, to review low census data. During the meetings the group will be tasked with examining trends in voluntary and mandatory low census, reporting current actions units are taking towards reducing low census, and determining areas which may be in need of further action or attention. Deleted: Commencing in June of 2020, low census data from the previous year (since ratification of this current contract) will be evaluated by the Medical Center and ONA, with facilitation by Federal Mediation & Conciliation Service, to determine future actions or any changes to the management of low census within the Medical Center, which may include development of a mandatory low census cap. . Deleted:
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MEMORANDUM OF UNDERSTANDING- LOW CENSUS. 2 The Low Census order may be reviewed by the ONA-Hospital Task Force. If the 3 Task Force agrees to a low census sequence that differs from Section 19.1, the parties 4 will agree to follow that low census sequence in place of the in section 19.1.
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MEMORANDUM OF UNDERSTANDING- LOW CENSUS. 2 The parties agree on the importance of minimizing or lessening low census hours. Upon 3 ratification of this Agreement, the parties agree to meet regularly during Nursing Task Force, 4 starting by October 2019, to review low census data. During the meetings the group will be 5 tasked with examining trends in voluntary and mandatory low census, reporting current actions 6 units are taking towards reducing low census, and determining areas which may be in need of 7 further action or attention.
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MEMORANDUM OF UNDERSTANDING- LOW CENSUS. ‌ 2 The Low Census order may be reviewed by the ONA-Hospital Task Force. If the Task Force 3 agrees to a low census sequence that differs from Section 19.1, the parties will agree to follow 4 that low census sequence in place of the in section 19.1. 1 LETTER OF AGREEMENT - HOME HEALTH NURSES‌ 3 Providence Seaside Hospital and Oregon Nurses Association have a shared goal of safe and 4 adequate staffing for Home Health nurses and wish to avoid circumstances that require the 5 utilization of mandatory overtime or mandatory work beyond their scheduled hours. 6 7 Home Health nurses will not be pre-scheduled to have any mandatory daily work beyond their 8 regularly scheduled hours. 9 10 The Home Health manager will monitor the Home Health nurses’ daily schedules, and when the 11 potential for work beyond their regularly scheduled hours exists, the manager will make efforts 12 to ensure that work beyond their regularly scheduled hours is not needed. Such efforts may 13 include: (1) checking to see if another Home Health nurse would voluntarily take some of the 14 patient assignment, and (2) cancelling and rescheduling any non-urgent visits. If visits cannot 15 be cancelled and rescheduled, the manager may seek relief coverage through per diem nurses, 16 nurses who are cross-trained to Home Health, Sharecare, or by having the manager assume 17 the patient care duties. If such relief coverage is not available, the manager will clearly 18 communicate to the Home Health nurses when working beyond their regular schedule is 19 mandatory, and such hours worked will be tracked daily. 20
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MEMORANDUM OF UNDERSTANDING- LOW CENSUS. The Low Census order may be reviewed by the ONA-Hospital Task Force. If the Task Force agrees to a low census sequence that differs from Section 19.1, the parties will agree to follow that low census sequence in place of the in section 19.1. LETTER OF AGREEMENT - HOME HEALTH NURSES Providence Seaside Hospital and Oregon Nurses Association have a shared goal of safe and adequate staffing for Home Health nurses and wish to avoid circumstances that require the utilization of mandatory overtime or mandatory work beyond their scheduled hours. Home Health nurses will not be pre-scheduled to have any mandatory daily work beyond their regularly scheduled hours. The Home Health manager will monitor the Home Health nurses’ daily schedules, and when the potential for work beyond their regularly scheduled hours exists, the manager will make efforts to ensure that work beyond their regularly scheduled hours is not needed. Such efforts may include: (1) checking to see if another Home Health nurse would voluntarily take some of the patient assignment, and (2) cancelling and rescheduling any non-urgent visits. If visits cannot be cancelled and rescheduled, the manager may seek relief coverage through per diem nurses, nurses who are cross- trained to Home Health, sharecare, or by having the manager assume the patient care duties. If such relief coverage is not available, the manager will clearly communicate to the Home Health nurses when working beyond their regular schedule is mandatory, and such hours worked will be tracked daily. When work beyond the nurses’ regularly scheduled hours becomes necessary, and the manager would have had no reasonable expectation to foresee the possibility for such excess hours, the Home Health nurses will call the manager to alert him or her of potential overtime and request relief. All hours of mandatory work beyond the Home Health nurses’ regularly schedule hours will be tracked daily and reviewed monthly at Task Force, along with the Home Health nurses’ scheduling guidelines (aka staffing plan) with a goal of monitoring the staffing to ensure that staffing is adequate to meet patient census and needs and avoids mandatory daily overtime. CONTRACT RECEIPT FORM (Please fill out neatly and completely.) Return to Oregon Nurses Association, 00000 XX Xxxxxx Xxxxx Xxxx Xxxxx 000 Xxxxxxxx XX 00000-0000 or by Fax 000-000-0000. Thank you. Your Name: I certify that I have received a copy of the Oregon Nurses Association Collective Bargaining Agreeme...
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Related to MEMORANDUM OF UNDERSTANDING- LOW CENSUS

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  • Memorandum of Understanding/Settlements The Parties recognize that during the term of this Agreement situations may arise which require that terms and conditions not specifically and clearly set forth in the Agreement must be clarified or amended. Under such circumstances, the PBA is specifically authorized by employees to enter into the settlement of grievance disputes or memorandum of understanding which clarifies or amends this Agreement, without having to be ratified by employees.

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  • PARTIES TO MEMORANDUM OF UNDERSTANDING This Memorandum of Understanding (hereinafter referred to as "MOU") is entered into on April 6, 2014, and amended on March 31, 2016 between the City Administrative Officer (CAO), as authorized management representative of the City Council, and the authorized management representatives of any City Departments in which classifications listed in the Appendices may be employed (hereinafter referred to as "Management") and authorized representatives of the Engineers and Architects Association (“EAA” or "Association") as the exclusive recognized employee organization for the Supervisory Administrative Unit.

  • Letter of Understanding Re Grievance Administration The central parties agree to develop a pilot project to assist the local parties with innovative and creative solutions to enhance grievance administration, such project could include regional review of grievances, regional mediation and/or regional panels of arbitrators. The parties will canvass their respective parties to elicit interest in participation in the project. Letter of Understanding Re: Best Practices The central parties agree to develop communication and promotional strategies regarding the best practices for professional development including identifying success stories; writing articles; and application. To accomplish this objective, information will be acquired through a survey of practices of the Hospitals. The parties agree that from time to time they will endorse best practices that demonstrate creative joint quality of initiatives.

  • LETTER OF UNDERSTANDING Re: Inverse Seniority Layoffs This letter will clarify the intention of the Parties with respect to the Layoff and Recall provisions set out in Article 11, Section 1, Paragraph 1 of the National Collective Bargaining Agreement (CBA), with respect to temporary layoffs and the application of the Inverse Seniority Provision. The parties agree that in situations of temporary short term layoffs covered under Article 11 of the CBA, seniority employees on the affected shift will be offered the first opportunity for short term layoff, notwithstanding the layoff procedure set out in Article 13 of the Collective Agreement. When applying the Inverse Seniority Provision for temporary short term layoffs, it is agreed that the Company will canvas seniority employees on the affected shift who are willing to be temporarily laid off for the duration of the short term layoff, prior to implementing any involuntary seniority based layoffs under Article 13 of the CBA. Any seniority employees who elect to be placed on short term layoff will be selected on the basis of inverse seniority, meaning that the most senior employee will be provided the layoff opportunity first, the second most senior employee next, and so on, following the seniority list. Those employees who volunteer for the inverse seniority layoff will be committed to accepting the temporary layoff for full duration of the short term layoff announced by the Company. Should the temporary layoff extend beyond three (3) weeks in duration, seniority employees who first elected an inverse seniority layoff will have the option of either exercising their seniority rights for the purposes of being recalled to active employment, or with the mutual agreement of all parties, continuing their temporary layoff for an agreed upon period of time. It is understood that the Company reserves the right to deny requests for inverse seniority layoff, where an individual’s particular skill and ability are considered necessary to operational requirements. Before any such request is denied, the Company and the Union will meet to review the circumstances of each case. The Parties agree that the Company shall bear no liability associated with inverse seniority layoffs, and that any decisions regarding the availability of Employment Insurance (EI) benefits is the exclusive responsibility of Human Resources and Services Development Canada (HRDSC).

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