Common use of Retraining for Positions within the Hospital Clause in Contracts

Retraining for Positions within the Hospital. Where, with the benefit of retraining of up to six (6) months, an employee who has either accepted the layoff or who is unable to displace any other employee could be redeployed to a hospital position identified by the Redeployment Committee in accordance with Article Opportunities to fill vacant positions identified by the Hospital Redeployment Committee through retraining shall be offered to employees who apply and would qualify for the position with the available retraining in order of their seniority until the list of any such opportunities is exhausted. Opportunities to fill vacancies outside of bargaining units may be offered by the Hospital in its discretion. The Hospital and the Union will cooperate so that employees who have received notice of permanent layoff and been approved for retraining in order to prevent a layoff will have their work schedules adjusted in order to enable them to participate in the retraining, and scheduling and seniority requirements may by mutual agreement be waived. The Redeployment Committee will seek the assistance of the Hospital Training and Adjustment Panel to cover the cost of tuition, books and any travel. Apart from any on-the-job training offered by the Hospital, any employee subject to layoff who may require a leave of absence to undertake retraining in accordance with the foregoing shall be granted an unpaid leave of absence which shall not exceed six (6) months. Laid-off employees who are approved for retraining in order to qualify for a vacant position within the Hospital will continue to receive insured benefits. Placement Upon successful completion of his or her training period, the Hospital and the Union undertake to waive any restrictions which might otherwise apply, and the employee will be placed in the job identified in An employee subject to layoff who applies but later declines to accept a retraining offer or fails to complete the training will remain subject to layoff.

Retraining for Positions within the Hospital. Where, . with the benefit of retraining of up to six (6) months6)months, an employee who has either accepted the layoff or who is unable to displace any other employee could be redeployed to a hospital position identified by the Redeployment Committee in accordance with Article Opportunities to fill vacant positions identified by the Hospital Redeployment Committee through retraining shall be offered to employees who apply and would qualify for the position with the available retraining in order of their seniority until the list of any such opportunities is exhausted. Opportunities to fill vacancies outside of bargaining units may be offered by the Hospital in its discretion. The Hospital and the Union will cooperate so that employees who have received notice of permanent layoff and been approved for retraining in order to prevent a layoff will have their work schedules adjusted in order to enable them to participate in the retraining, and scheduling and seniority requirements may by mutual agreement be waived. The Redeployment Committee will seek the assistance of the Hospital Training and Adjustment Panel to cover the cost of tuition, books and any travel. Apart from any on-the-job thejob training offered by the Hospital, any employee subject to layoff who may require a leave of absence to undertake retraining in accordance with the foregoing shall be granted granted. an unpaid leave of absence which shall not exceed six (6) months. Laid-off employees who are approved for retraining in retrainingin order to qualify for a vacant position within the Hospital will continue to receive insured benefits. Placement Upon successful completion of his or her training period, the Hospital and the Union undertake to waive any restrictions which might otherwise apply, and the employee will be placed in the job identified in An employee subject to layoff who applies but later declines to accept a retraining offer or fails to complete the training will remain subject to layoff. Regional Redeployment Committee A joint committee of participating hospitals and local unions in Appendix 'A' shall meet prior to June and will establish Regional Redeployment Committees to identify employment opportunities and to facilitate and arrange for the redeployment of laid off employees. Each will provide such Regional Redeployment Committee with the name, address, telephone number, and years of service and of employees who have been laid off. In filling vacancies not filled by bargaining unit members, the will be to give first to employees who are on the list and who are qualified to the work, For purposes, is that Hospitals shall be free to grant to any employees hired through this process full credit for service earned with another hospital.

Retraining for Positions within the Hospital. Where, with the benefit of retraining of up to six (6) months, an employee who has either accepted the layoff or who is unable to displace any other employee could be redeployed to a hospital position identified by the Redeployment Committee in accordance with Article Opportunities to fill vacant positions identified by the Hospital Redeployment Committee through retraining shall be offered to employees who apply and would qualify for the position with the available retraining in order of their seniority until the list of any such opportunities is exhausted. Opportunities to fill vacancies outside of bargaining units may be offered by the Hospital in its discretion. The Hospital and the Union will cooperate so that employees who have received notice of permanent layoff and been approved for retraining in order to prevent a layoff will have their work schedules adjusted in order to enable them to participate in the retraining, and scheduling and seniority requirements may by mutual agreement be waived. The Redeployment Committee will seek the assistance of the Hospital Training and Adjustment Panel or any similar plan, to cover the cost of tuition, books and any travel. Apart from any on-the-job training offered by the Hospital, any employee subject to layoff who may require a leave of absence to undertake retraining in accordance with the foregoing shall be granted an unpaid leave of absence which shall not exceed six (6) months. Laid-off employees who are approved for retraining in order to qualify for a vacant position within the Hospital will continue to receive insured benefits. Placement Upon successful completion of his or her training period, the Hospital and the Union undertake to waive any restrictions which might otherwise apply, and the employee will be placed in the job identified in An employee subject to layoff who applies but later declines to accept a retraining offer or fails to complete the training will remain subject to layoff.

Retraining for Positions within the Hospital. Where, with the benefit of retraining of up to six (6) months, an employee who has either accepted the layoff or who is unable to displace any other employee could be redeployed to a hospital position identified by the Redeployment Committee in accordance with Article Opportunities to fill vacant positions identified by the Hospital Redeployment Committee through retraining shall be offered to employees who apply and would qualify for the position with the available retraining in order of their seniority until the list of any such opportunities is exhausted. Opportunities to fill vacancies outside of bargaining units may be offered by the Hospital in its discretion. The Hospital and the Union will cooperate so that employees who have received notice of permanent layoff and been approved for retraining in order to prevent a layoff will have their work schedules adjusted in order to enable them to participate in the retraining, and scheduling and seniority requirements may by mutual agreement be waived. The Redeployment Committee will seek the assistance of the Hospital Training and Adjustment Panel to cover the cost of tuition, books and any travel. Apart from any on-the-job training offered by the Hospital, any employee subject to layoff who may require a leave of absence to undertake retraining in accordance with the foregoing shall be granted an unpaid leave of absence which shall not exceed six (6) months. Laid-off employees who are approved for retraining in order to qualify for a vacant position within the Hospital will continue to receive insured benefits. in red benefits Placement Upon successful completion of his or her training period, the Hospital and the Union undertake to waive any restrictions which restrictionswhich might otherwise apply, and the employee will be placed in the job identified in An employee subject to layoff who applies but later declines to accept a retraining offer or fails to complete the training will remain subject to layoff. Regional Redeployment Committee A joint committee of the participating hospitals and local unions identified in Appendix "A" shall meet prior to June and will establish Regional Redeployment Committees to identify employment opportunities and to facilitate and arrange for the redeployment of laid off employees. Each Hospital will provide such Regional Redeployment Committee with the name, address, telephone number, and years of service and seniority of all employees who have been laid off. In filling vacancies not filled by bargaining unit members, the Hospitalswill be encouraged to give first consideration to laid-off employees who are on the list and who are qualified to perform the work. For benefit-entitlement purposes, it is recognized that Hospitals shall be free to grant to any employees hired through this process full credit for service earned with another hospital." Separation Allowances

Retraining for Positions within the Hospital. Where, with the benefit of retraining of up to six (6) months, an employee who has either accepted the layoff or who is unable to displace any other employee could be redeployed to a hospital position identified by the Redeployment Committee in accordance with Article ) Opportunities to fill vacant positions identified by the Hospital Redeployment Committee through retraining shall be offered to employees who apply and would qualify for the position with the available retraining in order of their seniority until the list of any such opportunities is exhausted. Opportunities to fill vacancies outside of bargaining units may be offered by the Hospital in its discretion. The Hospital and the Union will cooperate so that employees who have received notice of permanent layoff and been approved for retraining in order to prevent a layoff will have their work schedules adjusted in order to enable them to participate in the retraining, and scheduling and seniority requirements may by mutual agreement be waived. The Redeployment Committee will seek the assistance of the Hospital Training and Adjustment Panel to cover the cost of tuition, books and any travel. Apart from any on-the-job training offered by the Hospital, any employee subject to layoff who may require a leave of absence to undertake retraining in accordance with the foregoing shall be granted an unpaid leave of absence which shall not exceed six (6) months. Laid-off employees who are approved for retraining in order to qualify for a vacant position within the Hospital will continue to receive insured benefits. Placement Upon successful completion of his or her training period, the Hospital and the Union undertake to waive any restrictions which might otherwise apply, and the employee will be placed in the job identified in An employee subject to layoff who applies but later declines to accept a retraining offer or fails to complete the training will remain subject to layoff. Regional Redeployment Committee A joint committee of the participating hospitals and local unions identified in Appendix "A" shall meet prior to June and will establish Regional Redeployment Committees to identify employment opportunities and to facilitate and arrange for the redeployment of laid off employees. Each Hospital will provide such Regional Redeployment Committee with the name, address, telephone number, and years of service and seniority of all employees who have been laid off. In filling vacancies not filled by bargaining unit members, the Hospitals will be encouraged to give first consideration to employees who are on the list and who are qualified to perform the work. For purposes, it is recognized that Hospitals shall be free to grant to any employees hired through this process full credit for service earned with another pitaI Article Separation Allowances Where an employee resigns within days after receiving notice of layoff pursuant to article that his or her position will be eliminated, he or she shall be entitled to a separation allowance of two (2) weeks' salary for each year of continuous service to a maximum of twelve (12) weeks' pay, and, on production of receipts from an approved educational program, within twelve (I2) months of resignation, may be reimbursed for tuition fees up to a maximum of three thousand ($3,000) dollars. Where an employee resigns later than days after receiving notice pursuant to Article that his or her position will be eliminated, he or she shall be entitled to a separation allowance of four (4) weeks' salary, and, on production of receipts from an approved educational program, within twelve (12) months of resignation, may be reimbursed for tuition fees up to a maximum of one thousand two hundred and fifty ($1,250) dollars."

Retraining for Positions within the Hospital. Where, with the benefit of retraining of up to six (6) months, an employee who has either accepted the layoff or who is unable to displace any other employee could be redeployed to a hospital position identified by the Redeployment Committee committee in accordance with Article Opportunities to fill vacant positions identified by the Hospital Redeployment Committee through retraining shall be offered to employees who apply and would qualify for the position with the available retraining in order of their seniority until the list of any such opportunities is exhausted. , Opportunities to fill vacancies outside of bargaining units may be offered by the Hospital in its discretion. The Hospital and the Union will cooperate so that employees who have received notice of permanent layoff and been approved for retraining in order to prevent a layoff will have their work schedules adjusted in order to enable them to participate in the retraining, and scheduling and seniority requirements may by mutual agreement be waived. The Redeployment Committee will seek the assistance of the Hospital Training and Adjustment Panel to cover the cost of tuition, books and any travel. Apart from any on-the-job training offered by the Hospital, any employee subject to layoff who may require a leave of absence to undertake retraining in accordance with the foregoing shall be granted an unpaid leave of absence which shall not exceed six (6) months. Laid-off employees who are approved for retraining in order to qualify for a vacant position within the Hospital will continue to receive insured benefits. Placement Upon successful completion of his or her training period, the Hospital and the Union undertake to waive any restrictions which restrictionswhich might otherwise apply, and the employee will be placed in the job identified in An employee subject to layoff who applies but later declines to accept a retraining offer or fails to complete the training will remain subject to layoff.

Retraining for Positions within the Hospital. Where, with the benefit of retraining of up to six (6) months, an employee who has either accepted the layoff or who is unable to displace any other employee could be redeployed to a hospital Hospital position identified by the Redeployment Committee in accordance with Article Opportunities to fill vacant positions identified by the Hospital Redeployment Committee through retraining shall be offered to employees who apply and would qualify for the position with the available retraining in order of their seniority until the list of any such opportunities is exhausted. Opportunities to fill vacancies outside of bargaining units may be offered by the Hospital in its discretion. The Hospital and the Union will cooperate so that employees who have received notice of permanent layoff and been approved for retraining in order to prevent a layoff will have their work schedules adjusted in order to enable them to participate in the retraining, and scheduling and seniority requirements may by mutual agreement be waived. The Redeployment Committee will seek the assistance of the Hospital Training and Adjustment Panel or successor plan if any to cover the cost of tuition, books and any travel. Apart from any on-the-job training offered by the Hospital, any employee subject to layoff who may require a leave of absence to undertake retraining in accordance with the foregoing shall be granted an unpaid leave of absence which shall not exceed six (6) months. Laid-Laid off employees who are approved for retraining in order to qualify for a vacant position within the Hospital will continue to receive insured benefits. Placement Upon successful completion of his or her training period, the Hospital and the Union undertake to waive any restrictions which might otherwise apply, and the employee will be placed in the job identified in An employee subject to layoff who applies applied but later declines to accept a retraining offer or fails to complete the training will remain subject to layoff.

Retraining for Positions within the Hospital. Where, with the benefit of retraining of up to six (6) months6)months, an employee who has either accepted the layoff or who is unable to displace any other employee could be redeployed to a hospital position identified by the Redeployment Committee in accordance with Article : Opportunities to fill vacant positions identified by the Hospital Redeployment Committee through retraining shall be offered to employees who apply and would qualify for the position with the available retraining in order of their seniority until the list of any such opportunities is exhausted. Opportunities to fill vacancies outside of bargaining units may be offered by the Hospital in its discretion. The Hospital and the Union will cooperate so that employees who have received notice of permanent layoff and been approved for retraining in order to prevent a layoff will have their work schedules adjusted in order to enable them to participate in the retraining, and scheduling and seniority requirements may by mutual agreement be waived. The Redeployment Committee will seek the assistance of the Hospital Training and Adjustment Panel to cover the cost of tuition, books and any travel. Apart from any on-the-job training offered by the Hospital, any employee subject to layoff who may require a leave of absence to undertake retraining in accordance with the foregoing shall be granted an unpaid leave of absence which shall not exceed six (6) months. Laid-off employees who are approved for retraining in order to qualify for a vacant position within the Hospital will continue to receive insured benefits. Placement Upon successful completion of his or her training period, the Hospital and the Union undertake to waive any restrictions which might otherwise apply, and the employee will be placed in the job identified in An employee subject to layoff who applies but later declines to accept a retraining offer or fails to complete the training will remain subject to layoff. A joint committee of the participating hospitals and local unions identified in Appendix " A" shall meet prior to June and will establish Regional Redeployment Committees to identify employment opportunities and to facilitate and arrange for the redeployment of laid off employees. Each Hospital will provide such Regional Redeployment Committee with the name, address, telephone number, and years of service and seniority of all employees who have been laid off. In filling vacancies not filled by bargaining unit members, the Hospitals will be encouraged to give first consideration to laid-off employees who are on the list and who are qualified to perform the work. For benefit-entitlement purposes, it is recognized that Hospitals shall be free to grant to any employees hired through this process full credit for service earned with another hospital." Article Separation Allowances

Retraining for Positions within the Hospital. Where, with the benefit of or retraining of up to six (6) months, an employee who has either accepted the layoff lay-off or who is unable to displace any other employee could be redeployed to a hospital position identified by the Redeployment Committee in accordance with Article : Opportunities to fill vacant positions identified by the Hospital Redeployment Committee through retraining shall be offered to employees who apply and would qualify for the position with the available retraining in order of their seniority until the list of any such opportunities is exhausted. Opportunities to fill vacancies outside of bargaining units may be offered by the Hospital in its discretion. The Hospital and the Union will cooperate co-operate so that employees who have received notice of permanent layoff lay-off and been approved for retraining in order to prevent a layoff lay-off will have their work schedules adjusted in order to enable them to participate in the retraining, and scheduling and seniority requirements may by mutual agreement be waived. The Redeployment Committee will seek the assistance of the Hospital Training and Adjustment Panel to cover the cost of tuition, books and any travel. Apart from any on-the-job training offered by the Hospital, any employee subject to layoff lay-off who may require a leave of absence to undertake retraining in accordance with the foregoing shall be granted an unpaid leave of absence which shall not exceed six (6) months. Laid-off employees who are approved for retraining in order to qualify for a vacant position within the Hospital will continue to receive insured benefits. Placement Upon successful completion of his or her training period, the Hospital and the Union undertake to waive any restrictions which might otherwise apply, and the employee will be placed in the job identified in An employee subject to layoff lay-off who applies but later declines to accept a retraining offer or fails to complete the training will remain subject to layofflay-off.

Retraining for Positions within the Hospital. Where, with the benefit of retraining of up to six (6) months, an employee who has either accepted the layoff or who is unable to displace any other employee could be redeployed to a hospital position identified by the Redeployment Committee in accordance with Article Opportunities to fill vacant positions identified by the Hospital Redeployment Committee through retraining shall be offered to employees who apply and would qualify for the position with the available retraining in order of their seniority until the list of any such opportunities is exhausted. Opportunities to fill vacancies outside of bargaining units may be offered by the Hospital in its discretion. The Hospital and the Union will cooperate so that employees who have received notice of permanent layoff and been approved for retraining in order to prevent a layoff will have their work schedules adjusted in order to enable them to participate in the retraining, and scheduling and seniority requirements may by mutual agreement be waived. The Redeployment Committee will Committeewill seek the assistance of the Hospital Training and Adjustment Panel to cover the cost of tuition, books and any travel. Apart from any on-the-job training offered by the Hospital, any employee subject to layoff who may require a leave of absence to undertake retraining in accordance with the foregoing shall be granted an unpaid leave of absence which shall not exceed six (6) months. Laid-off employees who are approved for retraining in order to qualify for a vacant position within the Hospital will continue to receive insured benefits. Placement Upon successful completion of his or her training period, the Hospital and Hospitaland the Union undertake to waive any restrictions which restrictionswhich might otherwise apply, and the employee will be placed in the job identified in An employee subject to layoff who applies but later declines to accept a retraining offer or fails to complete the training will remain subject to layoff. Regional Redeployment Committee A joint committee of the participating hospitals and local unions identified in Appendix "A" shall meet prior to June and will establish Regional Redeployment Committees to identify employment opportunities and to facilitate and arrange for the redeployment of laid off employees. Each Hospital will provide such Regional Redeployment Committee with the name, address, telephone number, and years of service and seniority of all employees who have been laid off. In filling vacancies not filled by bargaining unit members, the Hospitals will be encouraged to give first consideration to laid-off employees who are on the list and who are qualified to perform the work. For benefit-entitlement purposes, it is recognized that Hospitals shall be free to grant to any employees hired through this process full credit for service earned with another hospital." Separation Allowances

Retraining for Positions within the Hospital. Where, with the benefit of retraining of up to six (6) months, an employee who has either accepted the layoff or who is unable to displace any other employee could be redeployed to a hospital position identified by the Redeployment Committee in accordance with Article Opportunities to fill vacant positions identified by the Hospital Redeployment Committee through retraining shall be offered to employees who apply and would qualify for the position with the available retraining in order of their seniority until the list of any such opportunities is exhausted. Opportunities to fill vacancies outside of bargaining units may be offered by the Hospital in its discretion. The Hospital and the Union will cooperate so that employees who have received notice of permanent layoff and been approved for retraining in order to prevent a layoff will have their work schedules adjusted in order to enable them to participate in the retraining, and scheduling and seniority requirements may by mutual agreement be waived. The Redeployment Committee will seek the assistance of the Hospital Training and Adjustment Panel to cover the cost of tuition, books and any travel. Apart from any on-the-job training offered by the Hospital, any employee subject to layoff who may require a leave of absence to undertake retraining in accordance with the foregoing shall be granted an unpaid leave of absence which shall not exceed six (6) months. Laid-off employees who are approved for retraining in order to qualify for a vacant position within the Hospital will continue to receive insured benefits. Placement Upon successful completion of his or her training period, the Hospital and the Union undertake to waive any restrictions which might otherwise apply, and the employee will be placed in the job identified in An employee subject to layoff who applies but later declines to accept a retraining offer or fails to complete the training will remain subject to layoff.

Retraining for Positions within the Hospital. Where, with the benefit of retraining of up to six (6) months, an employee who has either accepted the layoff or who is unable to displace any other employee could be redeployed to a hospital position identified by the Redeployment Committee in accordance with Article Opportunities to fill vacant positions identified by the Hospital Redeployment Committee through retraining shall be offered to employees who apply and would qualify for the position with the available retraining in order of their seniority until the list of any such opportunities is exhausted. Opportunities to fill vacancies outside of bargaining units may be offered by the Hospital in its discretion. The Hospital and the Union will cooperate so that employees who have received notice of permanent layoff and been approved for retraining in order to prevent a layoff will have their work schedules adjusted in order to enable them to participate in the retraining, and scheduling and seniority requirements may by mutual agreement be waived. The Redeployment Committee will seek the assistance of the Hospital Training and Adjustment Panel to cover the cost of tuition, books and any travel. Apart from any on-the-job training offered by the Hospital, any employee subject to layoff who may require a leave of absence to undertake retraining in accordance with the foregoing shall be granted granted' an unpaid leave of absence which shall not exceed six (6) months. Laid-off employees who are approved for retraining in order to qualify for a vacant position within the Hospital will continue to receive insured benefits. Placement Upon successful completion of his or her training period, the Hospital and the Union undertake to waive any restrictions which might otherwise apply, and the employee will be placed in the job identified in An employee subject to layoff who applies but later declines to accept a retraining offer or fails to complete the training will remain subject to layoff.

Retraining for Positions within the Hospital. Where, with the benefit of retraining of up to six (6) months6)months, an employee who has either accepted the layoff or who is unable to displace any other employee could be redeployed to a hospital position identified by the Redeployment Committee in accordance with Article Opportunities to fill vacant positions identified by the Hospital Redeployment Committee through retraining shall be offered to employees who apply and would qualify for the position with the available retraining in order of their seniority until the list of any such opportunities is exhausted. Opportunities to fill vacancies outside of bargaining units may be offered by the Hospital in its discretion. The Hospital and the Union will cooperate so that employees who have received notice of permanent layoff and been approved for retraining in order to prevent a layoff will have their work schedules sched- ules adjusted in order to enable them to participate in the retrainingretrain- ing, and scheduling and seniority requirements may by mutual agreement be waived. The Redeployment Committee will seek the assistance of the Hospital Training and Adjustment Panel to cover the cost of tuition, books and any travel. Apart from any on-the-job training offered by the Hospital, any employee subject to layoff who may require a leave of absence to undertake retraining in accordance with the foregoing shall be granted an unpaid leave of absence which shall not exceed six (6) months. Laid-off employees who are approved for retraining in order to qualify for a vacant position within the Hospital will continue to receive insured benefits. Placement Upon successful completion of his or her training period, the Hospital and the Union undertake to waive any restrictions which might otherwise other- wise apply, and the employee will be placed in the job identified in An employee subject to layoff who applies but later declines to accept a retraining offer or fails to complete the training will remain subject to layoff.

Retraining for Positions within the Hospital. Where, with the benefit of retraining of up to six (6) months, an employee who has either accepted the layoff or who is unable to displace any other employee could be redeployed re- deployed to a hospital position identified by the Redeployment Redeploy- ment Committee in accordance with Article Opportunities to fill vacant positions identified by the Hospital Redeployment Committee through retraining shall be offered to employees who apply and would qualify for the position with the available retraining in order of their seniority until the list of any such opportunities is exhausted. Opportunities to fill vacancies outside of bargaining units may be offered by the Hospital in its discretion. The Hospital and the Union will cooperate so that employees who have received notice of permanent layoff and been approved for retraining in order to prevent a layoff lay- off will have their work schedules adjusted in order to enable en- able them to participate in the retraining, and scheduling and seniority requirements may by mutual agreement be waived. The Redeployment Committee will seek the assistance assist- ance of the Hospital Training and Adjustment Panel to cover the cost of tuition, books and any travel. Apart from any on-the-job training offered by the Hospital, any employee subject to layoff who may require a leave of absence to undertake retraining in accordance with the foregoing shall be granted an unpaid leave of absence which shall not exceed six (6) months. Laid-off employees who are approved for retraining in order to qualify for a vacant position within the Hospital will continue to receive insured benefits. Placement Upon successful completion of his or her training period, the Hospital and the Union undertake to waive any restrictions restric- tions which might otherwise apply, and the employee will be placed in the job identified in An employee subject to layoff who applies but later declines xx- xxxxxx to accept a retraining offer or fails to complete the training will remain subject to layoff. Regional Redeployment Committee A joint committee of the participating hospitals and lo- cal unions identified in Appendix “A” shall meet prior to June and will establish Regional Redeployment Committees to identify employment opportunities and to facilitate and arrange for the redeployment of laid off em- ployees. Each Hospital will provide such Regional Redeployment Committee with the name, address, telephone number, and years of service and seniority of all employees who have been laid off. In filling vacancies not filled by bargaining unit mem- bers, the Hospitals will be encouraged to give first consid- eration to laid-off employees who are on the list and who are qualified to perform the work. For benefit-entitlement purposes, it is recognized that Hospitals shall be free to grant to any employees hired through this process full credit for service earned with another hospital.” Article Separation Allowances

Retraining for Positions within the Hospital. Where, with the benefit of retraining of up to six (6) months, an employee who has either accepted the layoff or who is unable to displace any other employee could be redeployed to a hospital position identified by the Redeployment Committee in accordance with Article : Opportunities to fill vacant positions identified by the Hospital Redeployment Committee through retraining shall be offered to employees who apply and would qualify for the position with the available retraining in order of their seniority until the list of any such opportunities is exhausted. Opportunities to fill vacancies outside of bargaining units may be offered by the Hospital in its discretion. The Hospital and the Union will cooperate so that employees who have received notice of permanent layoff and been approved for retraining in order to prevent a layoff will have their work schedules adjusted in order to enable them to participate in the retraining, and scheduling and seniority requirements may by mutual agreement be waived. The Redeployment Committee will seek the assistance of the Hospital Training and Adjustment Panel to cover the cost of tuition, books and any travel. Apart from any on-the-job training offered by the Hospital, any employee subject to layoff who may require a leave of absence to undertake retraining in accordance with the foregoing shall be granted an unpaid leave of absence which shall not exceed six (6) months6)months. Laid-off employees who are approved for retraining in order to qualify for a vacant position within the Hospital will continue to receive insured benefits. Placement Upon successful completion of his or her training period, the Hospital and the Union undertake to waive any restrictions which might otherwise apply, and the employee will be placed in the job identified in An employee subject to layoff who applies but later declines to accept a retraining offer or fails to complete the training will remain subject to layoff. Redeployment Committee A joint committee of the participating hospitals and local unions identified in Appendix " A' shall meet prior to June and will establish Regional Redeployment Committees to identify employment opportunities and to facilitate and arrange for the redeployment of laid off employees. Each Hospital will provide such Regional Redeployment Committee with the name, address, telephone number, and years of service and seniority of all employees who have been laid off. In filling vacancies not filled by bargaining unit members, the Hospitals will be encouraged to give first consideration to employees who are on the list and who are qualified to perform the work. For purposes, it is recognized that Hospitals shall be free to grant to any employees hired through this process full credit for service earned with another hospital." Article Separation Allowances

Retraining for Positions within the Hospital. Where, with the benefit of retraining of up to six (6) months, an employee who has either accepted the layoff or who is unable to displace any other employee could be redeployed to a hospital position identified by the Redeployment Committee in accordance with Article Opportunities to fill vacant positions identified by the Hospital Redeployment Committee through retraining shall be offered to employees who apply and would qualify for the position with the available retraining in order of their seniority until the list of any such opportunities is exhausted. Opportunities to fill vacancies Local Part-Time Central outside of bargaining units may be offered by the Hospital in its discretion. The Hospital and the Union will cooperate so that employees who have received notice of permanent layoff and been approved for retraining in order to prevent a layoff will have their work schedules adjusted in order to enable them to participate in the retraining, and scheduling and seniority requirements may by mutual agreement be waived. The Redeployment Committee will seek the assistance of the Hospital Training and Adjustment Panel or any similar plan, to cover the cost of tuition, books and any travel. Apart from any on-the-job training offered by the Hospital, any employee subject to layoff who may require a leave of absence to undertake retraining in accordance with the foregoing shall be granted an unpaid leave of absence which shall not exceed six (6) months. Laid-off employees who are approved for retraining in order to qualify for a vacant position within the Hospital will continue to receive insured benefits. Placement Upon successful completion of his or her training period, the Hospital and the Union undertake to waive any restrictions which might otherwise apply, and the employee will be placed in the job identified in I An employee subject to layoff who applies but later declines to accept a retraining offer or fails to complete the training will remain subject to layoff.

Retraining for Positions within the Hospital. Where, with the benefit of retraining of up to six (6) months, an employee who has either accepted the layoff or who is unable to displace any other employee could be redeployed to a hospital position identified by the Redeployment Committee in accordance with Article Opportunities to fill vacant positions identified by the Hospital Redeployment Committee through retraining shall be offered to employees who apply and would qualify for the position with the available retraining in order of their seniority until the list of any such opportunities is exhausted. Opportunities to fill vacancies outside of bargaining units may be offered by the Hospital in its discretion. The Hospital and the Union will cooperate so that employees who have received notice of permanent layoff and been approved for retraining in order to prevent a layoff will have their work schedules adjusted in order to enable them to participate in the retraining, and scheduling and seniority requirements may by mutual agreement be waived. The Redeployment Committee will seek the assistance of the Hospital Training and Adjustment Panel to cover the cost of tuition, books and any travel. Apart from any on-the-job training offered by the Hospital, any employee subject to layoff who may require a leave of absence to undertake retraining in accordance with the foregoing shall be granted an unpaid leave of absence which shall not exceed six (6) months. Laid-off employees who are approved for retraining in order to qualify for a vacant position within the Hospital will continue to receive insured benefits. Placement Upon successful completion of his or her training period, the Hospital and the Union undertake to waive any restrictions which might otherwise apply, and the employee will be placed in the job identified in An employee subject to layoff who applies but later declines to accept a retraining offer or fails to complete the training will remain subject to layoff.. Regional Redeployment Committee A joint committee of the participating hospitals and local unions identified in Appendix "A" shall meet prior to June and will establish Regional Redeployment Committees to identify employment opportunities and to facilitate and arrange for the redeployment of laid off employees. Each Hospital will provide such Regional Redeployment Committee with the name, address, telephone number, and years of service and seniority of all employees who have been laid off In filling vacancies not filled by bargaining unit members, the Hospitals will be encouraged to give first consideration to laid-off employees who are on the list and who are qualified to perform the work. For benefit-entitlement purposes, it is recognized that Hospitals shall be free to grant to any employees hired through this process full credit for service earned with another hospital. Separation Allowances