MIDWIVES Sample Clauses
MIDWIVES. In order to meet operational requirements Midwives may not be able to work the normal work week of five (5) work days followed by two (2) days of rest, and may sometimes be required to work in excess of five
MIDWIVES. The employer acknowledges a commitment to supporting the continued safe practice of its workforce and to supporting opportunities for the development of knowledge and skills which will benefit the patient, organisational effectiveness and workforce. Upon application, the employer will grant professional development leave of up to 32 hours per calendar year for fulltime midwives (pro-rated to no less than 8 hours per calendar year for part-time midwives). This leave is to enable midwives to complete qualifications, to attend courses and to undertake research or projects that are relevant to the employer and that facilitate the midwives’ growth and development. Prior approval of the employer must be obtained. The employer shall commit each financial year (that being 1 July to 30 June) a sum of $1,000 per NNZO midwife (headcount), accessible by NZNO members only, to enable midwives to meet approved professional development requirements.
MIDWIVES. 28.1 Midwives shall be eligible for the following benefits:
28.1.1. $ 3,000.00 per year to maintain Midwifery Certification, which shall follow the reimbursement program set forth below: • Inspira will reimburse the Midwife for the cost of the initial and any subsequent re-certification examinations, preparatory courses for Midwifery Certifications related to the Midwives current practice and approved by Inspira in its discretion, and, provided the employee takes and successfully passes such examinations in full. Such fees shall be reimbursed upon receipt of the renewal card and proof of payment. An employee obtaining an approved Midwifery Certification will be scheduled off to attend preparatory courses as well as be scheduled off to sit for the actual day of the examination, provided the Midwife provides adequate advance notice (thirty (30) days prior to posting of schedule) so the time can be scheduled without adversely effecting patient care. Such time shall be unpaid but the employee may utilize available PTO to cover time spent up to a total of forty (40) hours of pay in a week. Such time is not considered work time for purposes of computing overtime. • To the extent that Inspira provides preparatory courses for Midwife Certification, employees shall not qualify for course reimbursement for such courses taken outside of Inspira.
MIDWIVES. The hours of work shall comply with Schedule 4.
MIDWIVES a. The parties acknowledge that their increase for the 2013/14 fiscal year has already been implemented; and
b. The parties agree that the negotiation of the terms and conditions for midwives will be negotiated separately from this agreement. Given the parties’ disagreement about whether or not all provisions of the previous collective agreement (April 1, 2009 to March 31, 2013) apply to midwives, the parties now agree that: if all provisions of the previous collective agreement applied to midwives, then the parties agree that all provisions of the new collective agreement will apply to midwives; however, if only Article 21.01(B) of the previous collective agreement applied to midwives, then the parties agree that only Article 21.01(B) of the new collective agreement will apply to midwives until such a time when the midwives are negotiated into the new collective agreement.
MIDWIVES. All of the provisions in ▇▇▇▇▇ ▇▇▇ are taken from the EU Directive 2005/36/EC on the recognition of professional qualifications as amended by Directive 2013/55/EU of the European Parliament and of the Council of 20 November 2013.
MIDWIVES. 28.1 Midwives shall be eligible for the following benefits:
28.1.1. $ 3,000.00 per year to maintain Midwifery Certification, which shall follow the reimbursement program set forth below: • SJH will reimburse the Midwifefor the cost of the initial and any subsequent re-certification examinations, preparatory courses for MidwiferyCertifications related to the Midwives current practice and approved by SJH in its discretion, and, provided the employee takes and successfully passes such examinations in full. Such fees shall be reimbursed upon receipt of the renewal card and proof of payment. An employee obtaining an approved Midwifery Certification will be scheduled off to attend preparatory courses as well as be scheduled off to sit for the actual day of the examination, provided the Midwifeprovides adequate advance notice (thirty (30) days prior to posting of schedule) so the time can be scheduled without adversely effecting patient care. Such time shall be unpaid but the employee may utilize available PTO to cover time spent up to a total of forty (40) hours of pay in a week. Such time is not considered work time for purposes of computing overtime. • To the extent that SJH provides preparatory courses for MidwifeCertification, employees shall not qualify for course reimbursement for such courses taken outside of SJH.
MIDWIVES. In order to meet operational requirements Midwives may not be able to work the normal work week of five (5) work days followed by two (2) days of rest, and may sometimes be required to work in excess of five (5) consecutive days in one week. Because of this Midwives are allowed flexibility in scheduling their work week on an irregular basis to meet operational requirements. As a means of compensating these employees for any extra days worked as a result of their irregular work schedule, the Employer agrees that where a Midwife works in excess of the normal work days in a day period, shall be entitled to compensatory time off with pay for each extra hour worked. A midwife shall be provided compensatory leave at the rate of time and one half for all hours worked greater than hours over a period. This compensatory leave must be taken at a time mutually agreeable to both the midwife and the Employer, and they must be used in the same fiscal year in which they are earned. At the end of the fiscal year, those accumulated hours which the midwife has been unable to use will be liquidated at the employee’s current rate of pay, up to a maximum of fifteen (15) days [one hundred and twelve and one half ( I 12.5) hours]. If the employee has accumulated more than fifteen (15) days, those days in excess of fifteen (15) lapse. Under no circumstances will an employee be paid out for more than fifteen (15) days at the end of the fiscal year and there shall be no carryover of those days from one fiscal year to the next.