Low Seniority Roster definition

Low Seniority Roster. The “Low Seniority Roster” shall be a listing of the positions of the least senior full-time and part-time employees in affected Clinical Care Group of the bargaining unit. The Low Seniority Roster shall identify positions, by unit, shift and FTE in the affected Clinical Care Group. The size of the Low Seniority Roster will be the eight (8) least senior positions in the bargaining unit (including any vacant positions that have not been filled in accordance with Section 11.6.1 of this Article).

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Low Seniority Roster is a listing of the positions of the least senior full time and part time employees in the bargaining unit. The Low Seniority Roster shall identify positions, including split positions, by unit, shift and FTE. The size of the Low Seniority Roster will be the eight (8) least senior positions in the bargaining unit (including any vacant positions that have not been filled in accordance with Section 11.5.2.1 of this Article), plus an additional number of positions (moving up the seniority roster) equal to the number of nurses subject to layoff on that particular occasion after intra unit bumps have been made (see, Section 11.5.2.5 (A) herein). (Example: If the positions of three RNs are identified for layoff, the Low Seniority Roster would consist of the eleven (11) least senior nurse positions in the bargaining unit.). The combined FTEs of the positions on the Low Seniority Roster must equal at least the combined FTEs of the positions identified for layoff.

Low Seniority Roster. The “Low Seniority Roster” shall be a listing of the positions of the least senior full-time and part-time employees in the bargaining unit. The Low Seniority Roster shall identify positions, including split positions, by unit, shift and FTE. The size of the Low Seniority Roster will be the eight (8) least senior positions in the bargaining unit (including any vacant positions that have not been filled in accordance with Section 10.6.1 of this Article), plus an additional number of positions (moving up the seniority roster) equal to the number of nurses subject to layoff on that particular occasion after intra unit bumps have been made (see, Section 10.6.5(A) herein). If the Low Seniority Roster contains positions from Clinical Groups One or Two for which the Hospital deems the Displaced Nurses would not be qualified to bump, additional positions shall be added (moving up the seniority roster) until the number of available positions conforms to the above formula. (Example: If the positions of three RNs are identified for layoff, the Low Seniority Roster would consist of the eleven (11) least senior nurse positions in the bargaining unit. However, if two of these eleven (11) least senior positions were Clinical Group One or Two positions for which the Hospital deemed the Displaced Nurses were not qualified, two more positions would be added for which the nurses would be qualified so that there would be eleven (11) positions available). The combined FTEs of the positions on the Low Seniority Roster must equal at least the combined FTEs of the positions identified for layoff. The Low Seniority Roster shall not include more than 50% of the positions regularly scheduled for the average census on any unit (“core staff”).

Examples of Low Seniority Roster in a sentence

• Any nurse identified for layoff whose name already appears on the Low Seniority Roster, and any nurse on the Low Seniority Roster whose position has been assumed as a result of the selection process specified above, shall be subject to layoff.

• If there are any restrictions placed on the number of Low Seniority Roster employees within a particular work unit or shift, whose position is subject to being assumed, the Low Seniority Roster will be adjusted in order to provide the contractually required number of employees.

• A nurse will be considered eligible for a vacant position or to select a position from the Low Seniority Roster, if in the Employer’s opinion the nurse can become oriented to the vacant position or a position from the Low Seniority Roster within four (4) weeks based on unit competency criteria.

• If there is a need to restrict the number of Low Seniority Roster nurses within a shift or work unit whose positions may be assumed as not to compromise patient care, the Employer, prior to making a final determination, will meet with the Association in a good faith effort to reach agreement on the need for such a restriction.

• SECURITIES EVIDENCED BY THIS CERTIFICATE WILL BE ENTITLED TO REGISTRATION RIGHTS UNDER A REGISTRATION RIGHTS AGREEMENT TO BE EXECUTED BY THE CORPORATION.

• The Low Seniority Roster shall be provided, only in those instances where no similar (shift and FTE) vacant position exists for which the nurse is qualified.

• The Low Seniority Roster shall be a listing of the most recently hired employees in the bargaining unit consisting of a number equal to the number of positions (i.e. employees) subject to potential lay-off plus twenty-five (25) of the most recently hired nurses.

• At the end of seven (7) days, nurses may take voluntary layoff including severance options or, in the order of their seniority, shall be allowed to select an open/available position or, if eligible, may displace the least senior nurse in a similar position for which they qualify from the Low Seniority Roster.

• If there are any restrictions placed on the number of Low Seniority Roster employees within a particular work unit whose position is subject to being assumed, the Low Seniority Roster will be adjusted in order to provide the contractually required number of employees.

• By seniority, a displaced nurse may choose a position on the Low Seniority Roster.

More Definitions of Low Seniority Roster

Low Seniority Roster is the roster developed during layoff from which displaced nurses may select comparable positions for bumping. The Low Seniority Roster shall consist of the comparable vacant positions management has approved to fill and comparable positions held by the least senior nurses in the Hospital for which the displaced nurse(s) are qualified. The number of positions on the low seniority roster shall be equal to the number of comparable positions being laid off. For example, if three (3) full-time day positions are identified for layoff, the applicable low seniority roster from which the Displaced Nurse would select a position would consist of the vacant positions and positions held by the least senior nurses to equal three (3) full-time day positions.

Low Seniority Roster is the roster developed during reassignment/layoff for the affected clinical group from which displaced nurses may select comparable positions for bumping. The Low Seniority Roster shall consist of the comparable vacant positions (not to exceed one (1) newly created FTE vacant position from Float Group per shift; Float Group vacancies caused by turnover of nurses may be included as other vacancies) management has approved to fill and comparable positions held by the least senior nurses in the Clinical Group affected by a reassignment/layoff. The number of positions on the low seniority roster shall be equal to the number of comparable positions of staff desiring to be reassigned and retain a position at PSHMC. (For example, if three (3) full-time day positions are identified for reassignment, the applicable low seniority roster from which the Displaced Nurse would select a position would consist of the vacant positions (which are the least senior since no one is in the position) and positions held by the least senior staff to equal three (3) full-time day positions in the applicable Clinical Group.) If, during reassignment, staff elects not to accept a position or select a position outside of the clinical group, the low seniority roster will be adjusted so there are only equal numbers of positions available on the roster for those remaining to be reassigned.