Low Seniority Roster. A low seniority roster shall be made up of any vacant positions within the organization and the positions held by the least senior nurses in the Hospital equivalent to the number of displaced nurses; provided, however, no more than fifty percent (50%) of the core staffing on any unit and shift will be placed on the roster. Displaced nurses may, in the order of their seniority, select a position for which they are qualified from the low seniority roster with the most senior nurse selecting first. A nurse will be considered qualified if, in the opinion of the Employer, the nurse could become oriented to the position and thereafter function independently at acceptable performance levels with up to one hundred twenty (120) hours of orientation.
Low Seniority Roster. The “Low Seniority Roster” shall be a listing of nurses most recently hired into regular full-time and part-time positions by the Medical Center. The listing shall include unit, department, employment status (FTE) and shift. 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. 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.
Low Seniority Roster. A Low Seniority Roster shall be made up of any vacant LPN positions and the positions held by the least senior LPN’s who comprise twenty percent (20%) of the job group within each separate facility: Tacoma General Hospital; Xxxx Bridge Children’s Hospital and Health Center, and Allenmore Hospital. Displaced LPNs may, in the order of their seniority, select a position for which the LPN is qualified from their respective hospital low seniority roster, with the most senior displaced LPN selecting first. An LPN will be considered qualified if, in the opinion of the employer, the nurse could become oriented to the position and thereafter function independently at acceptable performance levels with up to eighty (80) hours of orientation. Any nurse bumped from the Low Seniority Roster shall be subject to immediate layoff.
Low Seniority Roster. The Low Seniority Roster shall be a listing of the least senior employees that equals the number of employees initially subject to layoff within the job classification. If there is a need to restrict the number of Low Seniority Roster employees within a work unit whose positions may be assumed so as to not compromise patient care, the Employer, prior to making a final determination, will meet with the Union in a good faith effort to reach agreement on the need for such a restriction. 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. In the event of a layoff, a seniority roster will be available through the Human Resources Department.
Low Seniority Roster. Displaced Nurses, by seniority, may bump into a position on the Low Seniority Roster for which the nurse is qualified. Where practical, a nurse may elect to combine two positions, or split a position, from the low seniority roster in order to maintain the nurse's pre-Iayoff FTE.
Low Seniority Roster. A displaced nurse(s) shall have the option to select a new assignment from the low seniority roster. The low seniority roster shall be made up of any vacant nurse positions and the positions held by the least senior nurses (limited to nurses with one (1) year of seniority or less) equivalent to the number of displaced nurses; provided however, no more than fifty percent (50%) of the core staff on any unit will be placed on the roster. In the order of seniority, displaced nurses will be given the opportunity to apply for or displace the incumbent of the positions listed in the roster for which she/he is fully qualified, as determined solely by the Medical Center. The term “fully qualified” means that the employee has all necessary skills, licenses, certifications, and abilities to perform in that position at the required level as written in the job description, with a normal orientation to – not training for – the unit/job, not to exceed thirty days. For the purposes of this Article and section, normal orientation to the unit/job shall mean a familiarization with the specific chain of command, unit routine, and physical layout of the unit, but does not mean, require, or imply special training on the skills necessary in order to competently, efficiently, and fully perform the essential duties of the position. If the displaced nurse does not pursue or is not selected for a position from the low seniority roster, then the nurse will be subject to layoff and placed on the recall list.
Low Seniority Roster. The "Low Seniority Roster" shall be compiled listing the positions held by the least senior full-time and part-time nurses in the bargaining unit. The Low Seniority Roster shall identify positions, including split positions, by unit(s), shift, and FTE. The size of the Low Seniority Roster will be the five (5) least senior positions in the bargaining unit (including any vacant positions that have not been filled in accordance with the job posting provisions of this Agreement), plus an additional number of positions (moving up the seniority roster) equal to the number of nurses whose positions are identified for layoff or reassignment on that particular occasion. If the Low Seniority Roster contains positions 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/ reassignment, the Low Seniority Roster would consist of the eight (8) least senior nurse positions in the bargaining unit. However, if two of these eight (8) least senior positions were 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 eight (8) 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. No more than twenty- five percent (25%) of a unit's positions will go on the Low Seniority Roster. In this event the next least senior positions will be substituted from the bargaining unit seniority list.
Low Seniority Roster. The Employer shall provide a Low Seniority Roster made up of the positions held by the least senior nurses in the Medical Center, including any vacant positions, equal to the number of positions to be eliminated plus ten (10) positions. By seniority, a displaced nurse may choose a position on the Low Seniority Roster. If there is no position with an equivalent FTE for which the nurse is qualified to select, the nurse may select a vacant position. If no vacant position is available, the nurse may select the position of the least senior nurse in the bargaining unit (regardless of FTE) providing the nurse is qualified. Any nurse bumped out of his/her position as a result of this procedure may bump the position of the least senior nurse in the bargaining unit providing the nurse is qualified. A nurse will be considered eligible to select the position of a less senior nurse pursuant to this procedure or a vacant position if, in the Employer’s opinion, the nurse could become oriented to the position and thereafter function independently at acceptable performance levels within three (3) weeks. If a nurse has not achieved a satisfactory level of performance in the opinion of the Employer after completing the three (3) weeks of orientation to the new position, the nurse will be subject to layoff and placement on the recall roster.
Low Seniority Roster. The “Low Seniority Roster” shall be a listing of nurses most recently hired into regular full-time or part-time positions by the Swedish Medical Center. The listing shall include campus, unit, department, outpatient clinic, or service, employment status (FTE) and shift. 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. The size of the Low Seniority Roster shall be specified prior to the bidding process with positions on the roster remaining fixed. The Low Seniority Roster shall be a listing of the most recently hired regular part time and full time nurses in the bargaining unit consisting of a number equal to the number of positions (i.e. employees) to be laid off plus fifty (50) of the most recently hired nurses. Those RNs listed on the low-seniority roster will be informed that they are on the roster when they have been displaced. A nurse displaced through this process has a thirty (30) day layoff window and all of the options list under Article 8.8, Displaced Employees except number three (Low Seniority Roster).
Low Seniority Roster. The ―Low Seniority Roster‖ shall be a listing of the fifteen (15) least senior regular full-time or part-time nurses employed by the Hospital. The listing shall include unit, employment status (FTE) and shift. 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. In the event a layoff exceeds the number of nurses appearing on the Low Seniority Roster, then the number of nurses on the Low Seniority Roster will increase to equal the number of nurses being laid off.
