Unit Merger or Restructure. In the event of a merger of two (2) or more units into a single unit or a restructuring of an existing department or unit, the Employer will determine the number of full-time and part-time FTEs by shift and by classification required for the new or restructured department or unit. Prior to implementation of the schedule, the Employer will meet with Union Representatives for the affected department(s) or unit(s) to discuss the reconfiguration of the FTEs in the department(s) or unit(s) and the new work schedules. A listing of the FTEs for each shift on the new/restructured department(s) or unit(s), including any qualification requirements, will be posted on the department(s) or unit(s) for at least ten (10) days. By the end of the posting period, each employee must submit to the Employer a written list which identifies and ranks the employee’s preferences for all available positions. Employees will be reassigned to positions within the merged or restructured unit(s) in order of seniority, taking into consideration the employees’ preferences. If the unit merger or restructure results in a reduction in force the layoff procedure in this Agreement will apply.
Unit Merger or Restructure. Unit merger and/or restructure shall be defined as the combining or division of separate units or departments or reallocation or reorganization of nurses within a unit resulting in a mandatory shift change, a mandatory unit change and/or an increase/decrease in FTE status. The Employer will notify the Union of proposals to merge or restructure units prior to making a final decision, and shall, upon request of the Union, meet to address concerns and consider any alternatives proposed by the Union. The Employer will provide the Union with at least thirty (30) days advance notice prior to a unit merger or significant restructure. During this thirty (30) day period, the Employer and the Union will meet to discuss the changes through the Change Team process described in Section 11.10.1. In the event the Employer determines to reconfigure the FTEs in the affected work area of an employee, then employees will bid for the positions within that area in their classification. In the event of a merger/restructure, employees from the affected units will have the option to bid for positions in the merged/restructured unit(s) before employees outside of the affected units, based on seniority, provided the employee is qualified to work or could be qualified to work with up to six (6) weeks of training as assessed by the skills competency checklist for that position. Successful bidders shall be determined by seniority provided that the qualifications to perform the required competencies, as determined by the Employer, are substantially equal. If, after the bidding process, the employee’s FTE and shift are not available, the employee may proceed to Article 11. Prior to any bid, the Employer shall provide the Union and affected employees with at least two (2) weeks’ advance notice in writing. In addition, the Employer shall, at least one (1) week prior to the bid, make available to the Union and affected employees a written description of the positions which will be available for bid. Such description shall include the positions’ FTE, shift, and work schedule.
Unit Merger or Restructure. In the event of a merger of two (2) or more units into a single unit or a restructuring of an existing department or unit, the Employer will determine the number of full-time and part-time FTEs by shift and by classification required for the new or restructured department or unit. Prior to implementation of the schedule, the Employer shall offer to meet with Union Representatives for the affected department(s) or unit(s) to discuss the reconfiguration of the FTEs in the department(s) or unit(s) and the new work schedules. A listing of the FTEs for each shift on the new/restructured department(s) or unit(s), including any qualification requirements, will be posted in the department(s) or unit(s) for at least ten (10) days. At the end of the posting period, the Union shall conduct a rebid in the new/restructured department(s) or unit(s). Employees will be awarded positions within the merged or restructured unit(s) in order of seniority in accordance with the employee’s bid. If the unit merger or restructure results in a reduction in force, the layoff procedure in this Agreement will apply.
Unit Merger or Restructure. In the eVent of a merger of two (2) or more units into a single unit or a restructuring of an existing department or unit, the Employer will determine the number of full-time and part-time FTEs by shift and by classification required for the new or restructured department or unit. Prior to implementation of the schedule, the Employer will meet with Union RepresentatiVes for the affected department(s) or unit(s) to discuss the reconfiguration of the FTEs in the department(s) or unit(s) and the new work schedules. A listing of the FTEs for each shift on the new/restructured department(s) or unit(s), including any qualification requirements, will be posted on the department(s) or unit(s) for at least ten (10) days. By the end of the posting period, each employee must submit to the Employer a written list which identifies and ranks the employee’s preferences for all aVailable positions. Employees will be reassigned to positions within the merged or restructured unit(s) in order of seniority, taking into consideration the employees’ preferences. If the unit merger or restructure results in a reduction in force the layoff procedure in this Agreement will apply. DRAFT
