Pulling Sample Clauses
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Pulling. The Employer retains the managerial right to determine staffing levels and job assignments. Regardless of the previous paragraphs, the employer shall have the right to assign and reassign employees to different locations based on operational and resident needs; however, employees shall be regularly assigned to their home Units. Pulling is the transfer of an employee to another Unit on a temporary basis. Pulling shall be distributed as equally as possible among the employees in the position classification affected. The Employer shall keep a seniority list by position classification and shift, and shall pull employees by reverse seniority; except that the Employer shall pull first from Units where staffing is sufficient to ensure that the pull will not require a secondary pull. If there is more than one employee equally eligible for transfer to a different location, the Employer shall transfer the least senior employee. At the Union’s request, the Employer shall meet with the Union at a mutually agreed to date, time, and place to discuss the operational and/or resident need that resulted in a job reassignment. The Employer’s agreement to meet and discuss operational and/or resident need with the Union shall not constitute an agreement to bargain over such matters or its managerial right to determine staffing levels and job assignments. Nothing in this Section shall prohibit the Employer from designating nurses on each shift as floating nurses, or require the Employer to bargain over this designation.
Pulling. Pulling is the temporary transfer of an employee outside his/her unit when the employee is assigned patients. An employee may be pulled for all or part of a shift(s). Pulling may be scheduled in advance, but not to reduce the hours of an employee regularly assigned to that unit. After first seeking volunteers, the Hospital may involuntarily pull, rotationally in reverse order of seniority, giving consideration to the needs of both departments. Pulling may occur only after an employee has completed cross-training, and as long as the employee has remained appropriately trained. Cross-training is advanced education and training provided to employees in an effort to fully train them as if they are assuming positions in the unit. Having completed cross-training in a unit makes the employee qualified when bidding on positions in that unit as provided for in Section 8.03. However, if an employee has declined to be pulled, he/she will no longer be viewed as qualified, unless and until the employee has regained an appropriate level of training. Employees who are involuntarily pulled for single shifts or shorter periods shall receive a $3.00 per hour premium. Employees who are involuntarily pulled for greater than one-day assignments shall receive a $1.00 per hour premium. When they arise, cross-training opportunities will be made available to employees who have previously formally indicated their interest on the appropriate form. If no employees have submitted cross-training forms, the opportunity will be publicized. Employees will be selected for cross-training opportunities based on seniority, without regard to the FT/PT status. The Hospital reserves the right to deny an employee’s request to participate in cross-training if it would unreasonably compromise the functionality of any department. In the event the Hospital denies an employee’s request for cross-training, it will meet with the Union to discuss the situation, upon its request. During the meeting, the Parties will explore reasonable efforts to accommodate the employee’s request. At any time, either the employee or the Hospital, in its sole discretion, may discontinue an employee’s cross-training.
Pulling. (a) Pulling is defined as requiring an employee to work in a different unit on a day to day basis.
(b) Prior to pulling an employee, volunteers will be sought. No employee shall be pulled when a per diem or on-call or an agency employee in the same classification is working in the same department, same campus.
(c) If insufficient volunteers are obtained, employees from a designated unit will be assigned (“pulled”) on a rotation basis as equally as possible among the employees in the affected unit. If a specific skill is required and the employee up for rotation does not possess the skill, the next employee up the rotation may be assigned and it shall count as her/his rotation.
(d) A bargaining unit employee, scheduled at the Employer’s request to work on her/his designated unit on a given day as extra time above his/her schedule, may be pulled to another unit if it is that employee’s rotation. That pull will count toward the employee’s turn in the rotation.
(e) When an employee is reassigned, patient care assignments will be based on knowledge and experience.
(f) All nursing units will have available the unit routine for vitals, waters, weights, patient meals, and employee meals. Reassigned employees shall be shown the location of key functions on the unit.
(g) It may be necessary to reassign a classification and replace with another classification. In all instances an explanation of circumstances will be provided to the affected employee.
(h) An employee shall not be pulled to a unit where another employee has been given a voluntary LCDO and on call unless the pull occurs after more than ½ (one-half) of the employee’s shift.
(i) An employee who has been pulled according to this Article shall not be pulled more than once per shift, with the exception of the float pool and volunteers, for more than one pull. For example, once an employee has been pulled from her/his unit they can stay on the pulled unit or return to their original unit and cannot be pulled again during that shift in either instance.
(j) It is not the intent of the Employer to assign EVS Tech I’s to work assignments that have customarily been performed by Tech II’s.
Pulling. Pulling is defined as requiring an employee to work in a different unit on a day to day basis.