Reallocation of Staff. Reallocation may occur when a unit(s) changes clinical focus, when two or more units merge, or when the staff mix ratio of a unit(s) is restructured and there is a resulting layoff of nurses. The Employer will determine the number of full-time and part-time FTEs by shift required for the new or restructured unit. Prior to notice of implementation of the schedule, the Conference Committee will be notified and given the opportunity to meet to discuss the planned change and evaluate alternatives. A listing of the FTEs for each shift on the new/restructured unit, including any qualification requirements, shall be posted on the unit(s) for at least ten (10) days. Other vacant positions with the Hospital will also be posted on the unit(s) at that time. By the end of the posting period, each nurse shall have submitted to the Employer a written list which identifies and ranks the nurse’s preferences for all available positions (first to last). Based on these preference lists, the Employer will assign nurses to available positions based on seniority, unless skill, competence or ability are overriding factors as determined by the Employer. Nurses who do not submit a preference list will be assigned to open positions remaining, if any, after the preferences of other nurses have been assigned provided that the Employer has given written notice of options to nurses on leave of absence, sick leave or annual leave during the posting period. Nurses who are not assigned a position shall be considered displaced and the layoff procedures shall apply.
Reallocation of Staff. In the event that the Employer deems it necessary to restructure budgeted hours on an existing unit or department, to re‐bid shift schedules, or to merge two or more units or departments, the Employer shall notify the Union and the employees a minimum of 14 days prior to taking the action. In the case of an FTE reduction that changes an employee’s benefit status, the Employer shall use the same procedure as provided for layoff set forth in Article 6.4. In the case of reallocations of staffing relating to restructure of budgeted hours, re‐bids of staff schedules or mergers of two or more units, the layoff procedure does not apply, so long as the action does not result in elimination of positions. Provided that qualifications, competence and efficiency are considered substantially equal by the Employer, seniority shall be the determining factor for reallocation of staffing and re‐bids.
Reallocation of Staff. In the event that the Employer deems it necessary to restructure budgeted hours on an existing unit or department, to re‐bid shift schedules, or to merge two or more units or departments, the Employer shall provide notice to the Union at least 30 days before the event, when possible, but no less than 14 days prior to taking the action. In the case of an FTE reduction that changes an employee’s benefit status, the Employer shall use the same procedure as provided for layoff set forth in Article 6.4. In the case of reallocations of staffing relating to restructure of budgeted hours, re‐bids of staff schedules or mergers of two or more units, the layoff procedure does not apply, so long as the action does not result in elimination of positions. Provided that qualifications, competence and efficiency are considered substantially equal by the Employer, seniority shall be the determining factor for reallocation of staffing and re‐bids.
Reallocation of Staff. Reallocation of staff may occur when a unit changes clinical focus, when two (2) or more units merge, or when an existing unit is split. The Hospital will determine the number of full-time and part-time positions (budgeted hours) by shift required for the new or restructured unit. A listing of positions for each shift of the new/restructured unit, including any qualification requirements, shall be posted on the unit for at least fourteen (14) days. At the end of the fourteen (14) days employees will select their desired position. Based on seniority, employees will be assigned their selected positions providing skills, competence, qualifications and experience are considered equal in the opinion of the Hospital. Employees who are not assigned a comparable position (same shift and budgeted hours) in the new or restructured unit shall be eligible for the layoff/reassignment procedure.
Reallocation of Staff. Reallocation of staff FTEs and Designated Work Period may occur when SRH determines the need for: changes to budgeted hours in an existing cost center or department; changes to the clinical focus of a cost center or department; merger of one or more cost centers and/or departments, restructuring of the staffing model (of a cost center or department). SRH will solely determine the total number of positions needed in a Job Title in a cost center or department as a result of the reallocation of FTE for each Job Title. Reallocations involving departments with less than ten (10) employees (excluding per diems, management and travelers) shall be done by department rather than cost center.
Reallocation of Staff. The Employer shall have the authority to reallocate staff, restructure a department, or merge two (2) or more departments. If this process is elected by the Employer, the Employer will determine the number of full-time and part-time positions (budgeted hours) by shift required for the new or restructured department. A listing of the full-time and part-time positions for each shift in the new/restructured department, including qualification requirements, shall be posted in the department for at least five (5) days. The Employer will give employees seven (7) days’ notice prior to such posting. By the end of the posting period, each employee shall have submitted to the Employer a written list which identifies the employee’s top three (3) preferences for all available positions by order of preference. Based on these preference lists, the Employer will assign employees to positions in the new/restructured department based upon seniority, provided skills, competence, qualifications and experience are considered equal in the opinion of the Employer. Employees who are not assigned a comparable position (same shift and budgeted hours) in the new/restructured department shall be eligible to request layoff (without bumping rights) or apply for reassignment pursuant to the terms of this Agreement.
