Staff Reassignment. The Union grants the Employer’s, during this state of emergency, right to redeploy staff as needed within the Hospital and potentially to other employer facilities. For the purpose of this response to COVID-19 the Employer may modify work schedules and assignments as needed with reasonable notice. Before receiving a patient care assignment, the nurse must be oriented and appropriately trained. For reassignment outside of the facility, the nurse must agree to that reassignment. Any provisions within the collective bargaining agreement restricting reassignment are suspended during the terms of this agreement.
Staff Reassignment. The Union grants the Employer’s, during this state of emergency, right to redeploy staff as needed within the Hospital and potentially to other employer facilities. For the purpose of this response to COVID-19 the Employer may modify work schedules and assignments as needed with only reasonable notice. Reassignments and changes to schedules must not be done for arbitrary or capricious reasons. Before receiving a patient care assignment, the nurse must be oriented and receive appropriate training. For reassignment outside of the facility, the nurse must agree to that reassignment. Any provisions within the collective bargaining agreement restricting reassignment are suspended during the terms of this agreement. When a nurse is reassigned outside their home unit, they shall not displace a nurse in their own home unit through scheduling or docking.
Staff Reassignment. The Union grants the Employer’s, during this state of emergency, right to redeploy staff as needed within the Home Health and Hospice unit and potentially to other employer facilities. For the purpose of this response to COVID-19 the Employer may modify work schedules and assignments as needed with reasonable notice and mutual agreement of the affected nurses. Before receiving a patient care assignment, the nurse must be oriented and appropriately trained. This orientation will be mutually agreed upon/ recommended in conjunction with the Professional Nurse Care Committee (PNCC). PHH&H nurses will not float into non- union assignments. For reassignment outside of the facility, the nurse must agree to that reassignment. Any provisions within the collective bargaining agreement restricting reassignment are suspended during the terms of this agreement.
Staff Reassignment. 14.1 In the event of temporary staffing needs of departments or groups outside of this agreement, there shall be no more than one (1) staff member from PSCST team reassigned for other duties. This temporary reassignment must be approved by the MAG. This is to ensure the smooth operation of the System. SCHEDULE B NON-STANDARD SERVICES FY 2018-2019 Upon request, County may provide the following services, or services outlined in Schedule G, to one or more Members or Affiliates. These services are not part of the Standard Service Agreement and charges will be separately itemized on the quarterly SCPSC invoice. Agencies requesting these Non-Standard Services agree to pay the County for such services. Non-Standard Services will be charged in accordance with the rates the County publishes in the County budget instructions. Materials will be charged at actual cost. County’s ability to perform the requested services will be subject to County's resource load at the time, which capacity shall be determined solely by County.
Staff Reassignment. The Union grants the Employer’s, during this state of emergency, right to redeploy staff as needed within the Hospital and potentially to other employer facilities through voluntary participation in the Labor Pool. For the purpose of this response to COVID-19 the Employer may modify work schedules and assignments as needed with reasonable notice and explicit agreement of the nurses affected through enrollment in the Labor Pool. Before receiving a patient care assignment, the nurse must be competency validated, oriented and appropriately trained. - If the nurse is not taking accountability for the patient assignment (i.e. is not the patient’s primary nurse) they should be adequately oriented to the emergency procedures of the unit and have a RN peer identified that they can access for questions and support. For reassignment outside of the facility, the nurse must agree to that reassignment. This provision shall control over any other provision in a collective bargaining agreement that is in conflict with this provision.
Staff Reassignment. The Union grants the Employer’s, during this state of emergency, right to redeploy staff as needed within the Hospital and potentially to other employer facilities. For the purpose of this response to COVID-19 the Employer may modify work schedules and assignments as needed with only reasonable notice, and with consideration to nurses regular shift hours.(Day shift or Night shift) Before receiving a patient care assignment, the nurse must be oriented and appropriately trained or reassignment outside of the facility, the nurse must agree to that reassignment. Compensation for reassignment outside of facility will include mileage at the current IRS rate and time of travel from home to assignment at base wage, plus differential and overtime, if applicable. Any provisions within the collective bargaining agreement restricting reassignment are suspended during the terms of this agreement.
Staff Reassignment. The administration may reassign the work location as well as the specific job tasks and responsibilities of a support staff employee from time to time in accord with the needs of the school, provided those tasks and responsibilities are consistent with the qualifications and job description for the position. Reasonable notification and explanation for the reassignment will be provided to the employee and the union president prior to the reassignment being implemented. In the event of an unforeseen need to involuntarily reassign an office clerical employee during the school year, a volunteer will be sought from the employees in that position category. Absent a volunteer, seniority and the needs of the district will prevail. At the end of the school year, the administration will make a reasonable effort to return the reassigned employee to the original position for the following school year upon their written request. If this request cannot be honored, the district will notify the Union President, and employee and will provide a rationale.
