Unit Layoff Sample Clauses

Unit Layoff. If a unit layoff is determined by the Employer to be necessary, nurses will first be designated for layoff on the shift in the unit affected by the reduction with the least senior nurse(s) on the shift being designated for layoff. The nurse(s) designated for layoff on that shift may displace the position (FTE) of the least senior nurse on another shift on that unit, providing the nurse displaced on the other shift has less seniority. Any nurse subject to layoff will be given the opportunity to select another position from a listing of vacant positions within the Medical Center the nurse may elect voluntary layoff, or, if eligible, may displace the least senior nurse in a similar position for which they qualify from the Low Seniority Roster.
Sample 1Sample 2Sample 3See All (7)
AutoNDA by SimpleDocs
Unit Layoff. If a unit-wide layoff is determined by the Hospital to be necessary, nurses will first be designated for layoff on the shift(s) in the unit(s) affected by the reduction, with the least senior nurse(s) on the shift being designated for layoff. The nurse(s) designated for layoff on that shift may displace the position (FTE) of the least senior nurse(s) on another shift in the unit providing the nurse displaced on the other shift has less seniority. Any nurse(s) subject to layoff shall have layoff options per Section 8.6 in order of seniority.
Sample 1Sample 2
Unit Layoff. A layoff is defined as a mandatory reduction in a nurse’s FTE status or a permanent or prolonged reduction in the number of nurses employed by the Hospital. If a unit layoff is determined by the Employer to be necessary, the Employer will identify the position(s) to be eliminated on each shift in the unit. Any nurse whose position has been designated for layoff may “bump” (displace) into the position of any less senior nurse on the unit providing the nurse is qualified to fill the position in the opinion of the Employer. The nurse displaced as a result of this bumping process may bump into the position of a less senior nurse on the unit until the process comes to a completion on the nursing unit. Any nurse subject to layoff as a result of this unit bumping process may, as an alternative, apply for another vacant position within the Hospital for which the nurse is qualified in the opinion of the Employer, or bump any less senior nurse on the Low Seniority Roster, providing the nurse is qualified for the position in the opinion of the Employer.
Sample 1Sample 2
Unit Layoff. If a unit layoff is determined by the Employer to be necessary, nurses will be designated for layoff within the unit in the inverse order of their seniority, providing skill, competence, ability and experience to perform the required work is considered equal in the opinion of the Employer. Any nurse subject to layoff may select another position when available from a listing of vacant positions within the Medical Center or, if eligible, a position from the Low Seniority Roster (Section 6.3), providing the nurse is qualified for the position in the opinion of the Employer. As a result of a unit layoff, the unit restructuring provisions of Section 6.2.2, Unit Merger and/or Restructuring, may be applied to the unit by the Employer.
Sample 1Sample 2
Unit Layoff. If a unit layoff is determined by the Hospital to be necessary, nurses will first be designated for layoff on the shift in the unit affected by the reduction with the least senior nurse(s) on the shift being designated for layoff. Each nurse designated for layoff on that shift may displace the position (FTE) of the least senior nurse on another shift on that unit or the position (FTE) of the least senior nurse in the clinical group, providing the nurse displaced on the other shift or in the clinical group has less seniority. Any nurse subject to layoff may apply for another position from a listing of vacant positions within the Hospital or, if eligible, a position from the Low Seniority Roster (Section 6.5), providing the nurse is qualified for the position (Section 6.6) in the opinion of the Hospital, based upon established criteria.
Sample 1
Unit Layoff. If a unit layoff is determined by the Employer to be necessary, nurses will first be designated for layoff on the shift in the unit affected by the reduction with the least senior nurse(s) on the shift being designated for layoff, providing skill, competence and ability to perform the required work is considered substantially equal in the opinion of the Employer. The nurse(s) designated for layoff on that shift may displace the position (FTE) of the least senior nurse(s) on another shift on that unit or the position (FTE) of the least senior nurse in the clinical group, providing the nurse displaced on the other shift or in the clinical group has less seniority. Any nurse subject to layoff will be given the opportunity to select another position from a listing of vacant positions within the Swedish Medical Center or, if eligible, a position from the Low Seniority Roster (8.6), providing the nurse is qualified for the position (8.7) in the opinion of the Employer, or the nurse may elect to terminate with severance pay (8.11).
Sample 1
Unit Layoff. A layoff is defined as a permanent or prolonged reduction in the number of nurses needed on a unit as determined by the Employer. If the Employer determines a unit layoff is necessary and that it can be accomplished through elimination of one or more of the scheduledrelief PRN nurses’ FTE positions without restructuring the unit’s remaining FTE positions, such nurses will be laid off first before eliminating the least senior full- or part-time nurses’ FTE positions. If elimination of the relief scheduled PRN nurses’ FTE positions on the affected unit does not achieve the needed FTE reduction, and the Employer determines that the layoff can be accomplished through elimination of one or more of the least senior full- or part-time nurses’ existing FTE position(s) without restructuring the unit’s remaining FTE positions, such least senior full- or part-time nurses will be designated for layoff within the unit in the inverse order of their seniority, providing skill, competence, ability and experience to perform the required work is considered equal in the opinion of the Employer. Any full- or part-time nurse subject to layoff under this subsection may select another position when available from a listing of vacant positions within the hospital or, if eligible, a position from the Low Seniority Roster (Section 7.3), providing the nurse is qualified for the position in the opinion of the Employer. If a scheduled PRNrelief nurse is subject to layoff under this subsection, such nurse may select another position when available from a listing of the
Sample 1
AutoNDA by SimpleDocs
Unit Layoff. A layoff is defined as a mandatory reduction in a nurse’s FTE status or a permanent or prolonged reduction in the number of nurses employed by the Hospital. If a unit layoff is determined by the Employer to be necessary, the Employer will identify the position(s) to be eliminated on each shift in the unit. Prior to implementing the layoff, the Employer shall ask for volunteers first from the affected unit(s) by seniority. Every effort will be made to achieve the required layoff through the use of volunteers. Any nurse whose position has been designated for layoff may “bump” (displace) into the position of any less senior nurse on the unit providing the nurse is qualified to fill the position in the opinion of the Employer. The nurse displaced as a result of this bumping process may bump into the position of a less senior nurse on the unit until the process comes to a completion on the nursing unit. Any nurse subject to layoff as a result of this unit bumping process may, as an alternative to layoff, apply for another vacant position within the Hospital for which the nurse is qualified in the opinion of the Employer, or select a position from the Low Seniority Roster (Section 6.3).
Sample 1
Unit Layoff. If a unit layoff is still necessary, the employer shall give advanced notice per section 7.2 to the Union and the nurses who are subject to the layoff. Nurses will be designated for layoff on the shift in the unit affected by the reduction, with the least senior nurse(s) on the shift being designated for layoff, provided that, in the opinion of the Employer, skill, competence, performance as a professional, ability and experience to perform the work are considered equal. The nurse(s) designated for layoff on that shift may select a vacant position for which he/shethey is qualified or displace a less- senior nurse on either of the other shifts in his/hertheir unit, provided that, in the opinion of the Employer, the nurse’s skill, competence, performance as a professional, ability and experience are equal to that of the nurse being displaced. If there is no equally or less-qualified nurse with less seniority, the nurse(s) may displace the least senior nurse in the nurse’s Skill Department in the position the Employer determines the nurse has the skill, competence, performance as a professional, ability and experience to perform which are equal to that of the nurse being displaced. Any nurse who is displaced by this process shall have the same right as the nurse originally selected for layoff. A nurse who is not able to retain a position in the nurse’s Skill Department or a vacant position shall be laid off.
Sample 1

Related to Unit Layoff

  • Seniority Unit Layoff List Selection shall next be made from the Seniority Unit Layoff List unless the vacancy is being filled by an employee with more classification seniority who has received notice of permanent layoff.

  • Bargaining Unit Roster Upon the signing of this Agreement and monthly thereafter, the Employer shall supply to the Union via a secured method an alphabetical list of all employees covered by this Agreement. The list shall include the name, address, employee identification number, date of hire, rehire date (if applicable), shift, FTE, job classification, department cost center number, unit, hourly rate of pay and monthly gross earnings. Each month, the Employer will provide a list of new hires and addresses, and a list of all employees who have terminated during the month via a secured method. The new hire and termination lists shall include the same data as the monthly employee roster except for monthly gross earnings. The termination list shall include the termination date. Within ninety (90) days of ratification, Swedish Medical Center and SEIU 1199NW will convene a work group including HRIS expert to explore a method for the Employer to provide a list of all employment changes for bargaining unit employees, via a secure site.

  • Permanent Layoff The calculation in determining the six (6) month duration of eligibility for an employer contribution begins on the date the employee is permanently laid off or accepts an appointment in lieu of layoff without a break in service with a lesser employer-paid insurance contribution than the employee was receiving in the appointment from which the layoff occurred and is no longer actively employed in the appointment from which the layoff occurred. In the event the employee, while on permanent or seasonal layoff, is rehired to any state job classification with a lesser employer-paid insurance contribution than the employee is receiving under the six (6) months of insurance continuation, the employee shall continue to receive the employer contribution toward the employer-paid insurance for the duration of the six (6) months. However, notwithstanding the paragraph above, in the event the employee successfully claims another state job in any agency and classification which is insurance eligible without a break in service, and is subsequently non-certified or involuntarily separated, the six (6) month duration for the employer contribution toward insurance benefits will begin at the time the employee is non-certified or otherwise involuntarily separated and is no longer actively employed by the Employer. In no event shall an extended benefit eligibility period be longer than a total of six (6) months. Further, an employee must be receiving an Employer Contribution under Section 3 (A) or (B) at the time of layoff in order to be eligible for the six (6) months continuation of insurance.

  • LAYOFFS AND RECALL 9 (1) Layoffs shall be made within classification on a county wide basis in the inverse 10 order of total county seniority. Employees on emergency or temporary 11 appointment in the affected classification shall be laid off prior to the layoff of

  • Layoff A layoff of an employee shall be deemed to occur when an employee is removed from the work schedule for one (1) week or more due to lack of work.

  • Condominiums/Planned Unit Developments If the Mortgaged Property is a condominium unit or a planned unit development (other than a de minimis planned unit development) such condominium or planned unit development project such Mortgage Loan was originated in accordance with, and the Mortgaged Property meets the guidelines set forth in the Originator's Underwriting Guidelines;

  • Nurses Unit The appointment of two (2) full-time employees to the same budgeted regular position may be authorized by the Director of Human Resources to facilitate training, to make assignments to a position which is vacant due to extended authorized leave of absence, or in an emergency. The most recently hired dual appointee shall enjoy all of the benefits of regular employees except regular status, unless the most recently appointed dual appointee has regular status in the classification. The most recently appointed employee shall be notified in writing by the appointing authority and such notification will clearly define the benefits to which that employee is entitled. Upon return of the initial appointee or completion of the training period or emergency, the following procedure shall apply. If the most recently appointed dual appointee has regular status in the same classification, he/she shall be placed in a vacant position in the same classification in the department/group. If no position is available, the employee shall be laid off, pursuant to the layoff provisions of this Agreement; provided, however, that the initial appointee shall be excluded from the order of layoff. If the most recently appointed dual appointee does not have regular status in the classification, he/she may be appointed to a vacant position in the same classification in the department/group, however, he/she shall be required to serve a probationary period unless waived by the Director of Human Resources. If the most recently appointed dual appointee held prior regular status in a lower classification immediately preceding the dual appointment, he/she shall have the right to return to the former classification and department. If he/she has not held prior regular status in a lower level classification, he/she shall be terminated. EDUCATION LEAVE AND TRAINING

  • New Employee Orientation The Union will provide each agency personnel director with the names and addresses of up to two (2) authorized Union representatives per agency to receive notice of each formal orientation meeting held by the Department. The notice will be sent as soon as such meetings are scheduled (but not less than ten (10) days in advance) and will include date, time and location. Due to operational exigencies, agencies may schedule an orientation which will provide the Union with less than the requisite ten (10) days' notice; however the Union shall be notified as soon as possible after the scheduling of the orientation and the Union representative shall be released from duty. Agencies shall routinely schedule orientations in a manner that will allow for the ten (10) day advance notice to the Union. During the formal orientation, the Union will be permitted to give a twenty (20) minute presentation which may include an enrollment in supplemental Union benefits. The parties shall encourage employee attendance, although attendance shall not be mandatory if an employee objects to attending the presentation. In the event a formal orientation meeting is not held, or the Union is unable to attend the formal orientation because the designated Union representatives cannot be released under Article 4, the Employer shall allow the Union representative and the employee(s) to meet during duty hours at a mutually agreed upon time and location for twenty (20) minutes Employee participation in these meetings shall be encouraged although an employee shall not be required to attend such a meeting.

  • Employee Facilities Employee Facilities. Restrooms and attendant facilities shall be provided as required in the orders and regulations of the State of Washington Department of Labor and Industries. A good faith effort will be made by the Employer to provide facilities for employees’ personal belongings.

  • Campaign Contribution Restriction For all State contracts as defined in Conn. Gen. Stat. § 9-612(g)(1) having a value in a calendar year of $50,000 or more or a combination or series of such agreements or contracts having a value of $100,000 or more, the authorized signatory to this Contract expressly acknowledges receipt of the State Elections Enforcement Commission's notice advising state contractors of state campaign contribution and solicitation prohibitions, and will inform its principals of the contents of the notice, as set forth in “Notice to Executive Branch State Contractors and Prospective State Contractors of Campaign Contribution and Solicitation Limitations,” attached as Exhibit C.

Time is Money Join Law Insider Premium to draft better contracts faster.