Staffing Concerns Clause Samples

Staffing Concerns. The parties recognize that the University is a growing institution and that growth involves changes in the size and scope of the University’s facilities and staffing needs. Employees are encouraged to bring concerns about workload issues to the attention of their supervisors.

Staffing Concerns. Employees who have concerns about staffing may address those concerns under the following process: • Employee(s) who have staffing concerns (related to staffing levels or excessive workloads) are encouraged to document their concerns and address the issues directly with their supervisor/manager. • After doing so, any employee(s) who are not satisfied with the supervisor/manager response to the staffing concern or if the employee(s) does not receive a response within twenty-one (21) calendar days, they may take their concerns to their Union Representative to request the issues be taken to the Labor/Management for inclusion on a meeting agenda. • Up to two employees from any department affected will attend a Labor/Management Committee meeting, at a time when approved for the agenda, to discuss their concerns. • The Labor/Management Committee shall discuss the concerns and shall make written recommendations to the Director of the impacted or affected department and the Human Resources Director on ways to resolve the issues. Responses to the recommendations will be presented to the Labor/Management Committee members in writing within thirty (30) calendar days of receiving the recommendations. PRMCE may not retaliate against or engage in any form of intimidation of an employee for performing any duties or responsibilities in connection with the Labor/Management Committee; or, an employee who notifies the Labor/Management Committee or hospital administration about concerns about staffing. psiel#1239/afl-cio

Staffing Concerns. Nurses, individually or as a group, believing there is an immediate workload/staffing problem should bring that problem to the attention of the supervisor or Nurse Manager as soon as the problem is identified. Nurses believing there is a continuous or potential workload/staffing problem, which may include the ability to receive rest periods and lunch breaks, should attempt to resolve the problem in discussions at the work unit level. Continuous or potential workload/staffing problems discussed at the work unit level that have not been resolved may be raised through the Joint Conference Committee. The Joint Conference Committee may determine that a unit- based work team would best address the workload/staffing problem raised. If the Joint Conference Committee makes that determination, a sub-committee consisting of an appropriate number of staff nurses who are from the unit and shift(s) experiencing the workload/staffing problem (appropriate number of staff nurses to be determined by the Joint Conference Committee), a WSNA representative and appropriate management staff will meet to discuss the problem raised. The sub-committee(s) shall report its results back to the Joint Conference Committee.

Staffing Concerns. The parties recognize that nurse staffing is an essential component of quality care delivery. It is also acknowledged that healthcare is a dynamic business. As needs change, both parties will work collaboratively in the spirit of the ▇▇▇▇▇▇▇▇▇▇▇ ▇▇▇▇ and through the established Nurse Staffing Committee to jointly assess and evaluate nurse staffing. 5.10.1 A nurse questioning the level of staffing on his or her assigned unit is encouraged to communicate this concern in the following manner: a) The nurse should discuss the concern with the person responsible for the shift’s staffing who will assess the staffing levels and when it is determined to be required, reallocate clinical unit resources when possible. When no adjustments are possible within the unit, the person in charge will contact his or her immediate supervisor on duty; b) The supervisor as he/she determines appropriate will utilize available management resources to attempt to resolve the situation. c) If the nurse is dissatisfied with the decision of the supervisor, the nurse may initiate an Assignment Despite Objection (ADO) form. d) If there is no mutually satisfactory resolution to the staffing problem, and the problem appears to be one which will be reoccurring, the nurse may submit his/her documentation to the unit staff meeting. Upon request, the issue will be placed on the agenda. e) If the staffing problem is unresolved, the nurse may submit the documentation to the Nurse Staffing Committee or Conference Committee, as the Association designates, for consideration and recommendation. Where Assignment Despite Objection forms are a part of the documentation, the parties shall insure that patient confidentiality standards are fully met. f) The Nurse Staffing or Conference Committee will meet promptly to discuss the staff problem raised. The Committee will report its conclusions and its recommended solution to the nurse who submitted the issue to the Nurse Staffing or Conference Committee. g) Recurring staffing issues not resolved by the process outlined above may be brought by a union-designated nurse representative directly to the Chief Nursing Officer. The Chief Nursing Officer agrees to a standing monthly meeting, if requested with the nurse representative (meeting time to be compensated per Article 14.

Staffing Concerns. The language in this Article continues unchanged from the previous Contract.

Staffing Concerns. Employees are encouraged to bring concerns about workload issues to the attention of their supervisors. It is expected that supervisors will evaluate reported workload issues, and consult with employees regarding potential solutions and/or alternatives, which may include, but are not limited to, options such as prioritization of work.

Staffing Concerns. Employees with concerns about staffing should take those concerns to their supervisor at the time they occur. If the employee is unsatisfied with the supervisor’s response, the employee should document the issues and provide the documentation on a timely basis to their manager. If the employee is unsatisfied with the manager’s response, the employee may pursue their concerns through their chain of command. Such issues are appropriate for the Labor/Management Committee. Staffing issues may not be taken to arbitration unless the staffing issue involves an alleged violation of another provision of this Agreement. Employees who raise staffing and workload issues shall be free from restraint, interference, discrimination or reprisal.

Staffing Concerns. Staffing takes into consideration the magnitude and variety of the activities needed on any particular shift. Nurses, individually or as a group, believing there is an immediate workload or staffing problem, should bring that problem to the attention of the Charge Nurse, supervisor or Nurse Manager as soon as the problem is identified. Nurses believing there is a continuous workload or staffing problem, which may include the ability to receive rest periods and lunch breaks, or the ability to take accrued paid time off, should attempt to resolve the problem with the clinical manager. Continuous or potential workload or staffing problems discussed with the clinical manager that have not been resolved should be addressed to the director of the clinical division and may be presented at Staffing Committee for review. Such complaints may be raised by filling out a staffing complaint form (such as an ADO or similar form) as determined by the Staffing Committee. Nurses who report staffing concerns shall be free from retaliation or intimidation for making such reports. When a clinical manager or other supervisor discusses a staffing complaint form (such as an ADO or similar form) with the nurse who made the report, the nurse may arrange to bring another nurse from their department with them to this discussion, which will be held during both nurses’ working time. The clinical manager’s response to the staffing complaint form will be provided to the Staffing Committee. Neither the complaint form nor any response from the manager/supervisor will be placed in the nurse’s personnel file.

Staffing Concerns. A. The Union and the Employer mutually desire that staffing levels are sufficient to insure safe, high quality and effective delivery of services. B. In July of each year, the Director/Commissioner of each agency shall upon request, meet with the Union, to hear the employees’ views regarding staffing levels. In the event the Director/Commissioner is unable to attend the meeting, he or she shall appoint a designee, whose name shall be provided to the Union prior to the meeting. In August of each year, the Commissioner of the Office of Administration shall, upon request, meet with the Union to hear employees’ views regarding the Governor’s budget request.