Staffing Practices Sample Clauses

Staffing Practices. The Employer and the Union recognize that implementing a joint labor/management partnership for determining staffing produces a more satisfying work environment that ensures that patients receive quality care and that there is recruitment and retention of registered nurses. The use of evidence-based nurse staffing can help achieve that outcome. RN and other patient care staffing levels for each department/ unit/clinic/work area, including overflow areas, shall be based on the acuity of the patients on the unit, the Hospital and the unit's census/volume, the skill of the personnel on the unit, and the magnitude/variety of the activities needed that shift, including but not limited to discharges, admissions, transfers, patient and family education/teaching, patient transports and use of restraints. These criteria will be applied on a consistent basis throughout the patient care areas including inpatient, outpatient and overflow areas. Evaluation of staffing needs will be done on a shift-by-shift basis and communicated by the unit charge nurse to the staffing census office. The employer will collect data surrounding effectiveness indicators and share the data quarterly at the Joint Labor Management committee. Examples of indicators may include: patient falls, workplace injuries, patient complaints, percentage of shifts below matrix, numbers of new orientees including students, sick time usages, float pool hours utilized, overtime hours utilized, etc. In addition, for Health Care Specialists collection of available data regarding RVU’s (which incorporate the provider FTE, patient complexity, number of patient visits, etc.) will be discussed at JLM meetings. For the Airlift Northwest bargaining unit data on referral agency complaints and follow-up, flight volumes, missed flights (and reasons), response time, QA and QI and aircraft out of service will be provided to the extent such data are collected. Employees, individually or as a group, believing there is an immediate, continuous or potential workload/staffing problem are encouraged to document the problem and bring that problem to the attention of the supervisor or nurse manager at any time throughout the fiscal year. If concerns related to staffing or workload are not resolved through normal administrative channels and there are consistent and persistent concerns raised by staff or unit based indicators or trends reflect opportunities for improvement, a Joint Staffing Work Team will be convened to conduct a...
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Staffing Practices. The following is the existing Board staffing practice and is appended here for informational purposes only. This practice does not form part of this collective agreement and is not a grievable item, except for purposes as outlined in Article 36. It is recognized that the staffing practice is based on supervised teachers and student enrolment as of Sept. 30. The allocation of secretarial staff may vary by up to 0.5 F.T.E. in any location while maintaining total overall system F.T.E.
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Staffing Practices. The following is the existing Board staffing practice and is appended here for informational purposes only. This practice does not form part of this collective agreement and is not a item, except for purposes as outlined in Article It is recognized that the staffing practice is based on supervised teachers and student enrolment as of Sept. The allocation of secretarial staff may vary by up to in any location while maintaining total overall system LIBRARY TECHNICIANS One library technician per collegiate and composite school in the secondary panel. ELEMENTARY SECRETARIAL STAFFING Minimum Supervised Teachers Supervised Teachers Supervised Teachers SECONDARY SECRETARIAL STAFFING The base allocation of secretarial staff to each secondary school shall be secretaries. Additions to the base complement will be determined as follows, based on student enrolment (bodies). Student Enrolment Addition to Base Reduction at at at at at at Once an addition to staff has been made, a reduction is not implemented until there has been an enrolment decline of ten percent. This provision is necessary in order to prevent monthly or yearly fluctuations based upon a change in enrolment of one or two students. In addition to the staff allocated by formula in an amount of dollars will be allocated to each school each year for the payment of overtime as follows: Each school shall receive a minimum allocation of An additional allocation per school shall be calculated as follows: student bodies needed for additional secretary)] X A where A is calculated as follows: total system overtime budget x minimum allocation Der school) A= the sum of (number of student bodies needed for additional secretary) for each secondary school] In no case shall any calculations in be less than BENEFITS SUMMARY APPENDIX "E" This is a summary only. For further information call the Benefits Clerk at the Board Office. Extended health care, other than the services of a dentist, must be ordered by a doctor.
Sample 1
Staffing Practices. The Employer recognizes that implementing a joint labor/management partnership for determining staffing produces a better work environment that ensures that patients receive quality care and that there is recruitment and retention of registered nurses.
Sample 1
Staffing Practices. The Employer and the Union recognize that implementing a joint 37 labor/management partnership for determining staffing produces a more satisfying work 38 environment that ensures that patients receive quality care and that there is recruitment 39 and retention of registered nurses. The use of evidence-based nurse staffing can help 40 achieve that outcome. 41 42 RN and other patient care staffing levels for each department/ unit/clinic/work area, 43 including overflow areas, shall be based on the acuity of the patients on the unit, the 44 Hospital and the unit's census/volume, the skill of the personnel on the unit, and the 45 magnitude/variety of the activities needed that shift, including but not limited to discharges, 46 admissions, transfers, patient and family education/teaching, patient transports and use 47 of restraints. 1 These criteria will be applied on a consistent basis throughout the patient care areas 2 including inpatient, outpatient and overflow areas. Evaluation of staffing needs will be done 3 on a shift-by-shift basis and communicated by the unit charge nurse to the staffing census 4 office. 6 The employer will collect data surrounding effectiveness indicators and share the data 7 quarterly at the Joint Labor Management committee. Examples of indicators may include: 8 patient falls, workplace injuries, patient complaints, percentage of shifts below matrix, 9 numbers of new orientees including students, sick time usages, float pool hours utilized, 10 overtime hours utilized, etc. In addition, for PA-ARNPs collection of available data 11 regarding RVU’s (which incorporate the provider FTE, patient complexity, number of 12 patient visits, etc.) will be discussed at JLM meetings. For the Airlift Northwest bargaining 13 unit data on referral agency complaints and follow-up, flight volumes, missed flights (and 14 reasons), response time, QA and QI and aircraft out of service will be provided to the 15 extent such data are collected.
Sample 1

Related to Staffing Practices

  • Hiring Practices The Board shall, in all instances, employ teachers who are properly credentialed in accordance with applicable state laws, Washington Administrative Code, and by such other requirements as specified by the Office of the State Superintendent of Public Education. Classified personnel shall not be assigned to perform work in the instructional setting which will replace a currently employed certificated employee in his assignment or employment.

  • EXISTING PRACTICES 6.1 Benefits or privileges respecting terms or conditions of employment that are reasonable, certain, and known but not covered by this Agreement will continue to be available to Members in so far as is practicable and reasonable within the limits of the University budget and resources and the terms of this Agreement.

  • Regulation 274 - Hiring Practices The parties agree that it is critical that the process to gain long-term occasional assignments and permanent positions be fair and transparent.

  • Hiring Practice The following language shall be incorporated into every local occasional teacher collective agreement: Occasional Teachers (OTs) play a critical role in the educational achievement of Ontario`s students and Ontario’s new teachers are increasingly relying on occasional teaching assignments as their introduction to the teaching profession. The OT role is challenging and builds experience which should be recognized by Boards in the hiring for Long Term Occasional (LTO) and/or permanent positions. It is critical that the process to gain such positions be fair and transparent.

  • Practices The practices used or to be used by the Servicer, to monitor collections with respect to the Trust Property and repossess and dispose of the Financed Vehicles related to the Trust Property will be, in all material respects, in conformity with the requirements of all applicable federal and State laws, rules and regulations, and this Agreement. The Servicer is in possession of all State and local licenses (including all debt collection licenses) required for it to perform its services hereunder, and none of such licenses has been suspended, revoked or terminated, except where the failure to have such licenses would not be reasonably likely to have material adverse effect on its ability to service the Loans or Contracts or on the interest of the Indenture Trustee, the Trust Collateral Agent or the Noteholders.

  • Procedures and Practices (a) The members of the Works Committee may:

  • Good industry practices 12.1.1. SAP warrants that: a) its Services will be performed in a professional xxxxxxx-like manner by Consultants with the skills reasonably required for the Services; and

  • Work Practices Employees must be willing and able to comply with the following work practices.

  • Good Industry Practice 9.1.4 all applicable Standards; and

  • FAIR PRACTICES 1. As sole bargaining agent the Association shall continue its policy of accepting into membership all eligible persons in the unit without regard to age, race, color, creed and religious creed, national origin, sex, marital status, sexual orientation, veteran’s status, handicap, genetic information, ancestry, or membership or non-membership in any political or ideological organization. The Association shall represent equally all members of the bargaining unit without regard to membership or participation in the activities of any employee organization.

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