Chase College Health Promotion Resources on Hypertension Diverse Populations Paper TOPIC IS HYPERTENSIONPlease add references Health promotion resources on

Chase College Health Promotion Resources on Hypertension Diverse Populations Paper TOPIC IS HYPERTENSIONPlease add references Health promotion resources on hypertension diverse populations. 4 pages please 14:37
TE
Section 3. Recall
Employees who are laid off in accordance with this Article will be placed on a recall roster for a
period of thirteen (13) months. Employees will be recalled in the inverse order of layoff, by classification.
The Hospital shall not hire any travelers, agency or per diem employees for full-time positions until all
qualified Employees on the recall roster have been given an opportunity to fill the vacant positions.
Employees who are given a recall offer must accept that offer and return to work within fourteen
(14) days of receiving notice or by the first regularly scheduled workday, whichever is sooner. Employees
25
on the recall roster who turn down a recall offer for which the Hospital considers them qualified, or who
accept the offer but fail to return to work in the allotted time, will be deemed to have voluntarily resigned
with loss of seniority. Employees who are not recalled within twelve (12) months of layoff are deemed
terminated with loss of seniority,
Section 4. UM Opportunities
The Hospital will help affected employees identify available positions in other University of Miami
affiliates and assist employees in applying for transfers to other University of Miami affiliates. It is
understood, however, that whether an affected employee is eligible for a particular position at any other
University of Miami-affiliated facility will be determined by that facility, in accordance with its own rules,
policies and practices. Employees who transfer to other University of Miami-affiliated facilities shall carry
over their seniority and benefit accruals to the University of Miami-affiliated facility.
Article 18
Management Rights
Section 1. Reservation of Management Rights
The Hospital reserves and retains, solely and exclusively, all of the rights, privileges and
prerogatives it had or possessed prior to the execution of this Agreement and that it would otherwise have
in the absence of this Agreement, regardless of the frequency or infrequency with which such rights have
been exercised in the past, except to the extent that such rights, privileges and prerogatives are specifically
and clearly abridged by express provisions of this Agreement
Section 2. Elaboration of Management Rights
Without limiting the generality and breadth of the foregoing Section 1, and by way of illustration
and expansion rather than limitation of that Section, the Hospital’s sole, exclusive and unilateral rights
shall include, but are not confined to, at least the following:
1. To control, direct, supervise and manage the working force;
2. To determine whom to employ, including the qualifications, recruitment, selection, hiring and
training of Employees;
3. To determine the initial rate of pay for newly hired Employees;
4. To hire and utilize personnel from nursing registries and other temporary help agencies for
designated periods of time, or for unlimited duration;
5. To
To assign or allow Registered Nurses employed in supervisory or managerial positions to perform
clinical related nursing work;
To promote, demote, transfer, layoff and recall Employees;
7. To discipline and discharge Employees for cause;
8. To create, establish, adopt, change or rescind Hospital work and safety rules, guidelines, policies
and procedures;
9. To establish and enforce standards for the quality and quantity of work required to be performed
10. To determine the size and composition of the work force and the schedule of operations and hours
of work, including the number and hours of work per day and per week, the number of shifts
required, the starting and ending times of such shifts, the number and length of any break times
and meal times during each shift, and the number, qualifications and identity of Employees
assigned to any particular shift or operation;
11. To determine and direct policies, modes and methods of providing patient care;
6.
in all jobs;
26
12. To determine job duties and the division of duties between job classifications and the Employees
within those classifications;
13. To specify work requirements and assign work duties;
14. To assign overtime hours as needed to provide patient care;
15. To establish and alter working schedules as needed for efficient patient care;
16. To alter, rearrange, change, extend, limit, curtail, suspend, cease or close any or all of its services
and operations;
17. To contract out and/or subcontract. relocate. sell, assign, transfer. Suspend, cease, or close any
14:37
TE
Section 3. Recall
Employees who are laid off in accordance with this Article will be placed on a recall roster for a
period of thirteen (13) months. Employees will be recalled in the inverse order of layoff, by classification.
The Hospital shall not hire any travelers, agency or per diem employees for full-time positions until all
qualified Employees on the recall roster have been given an opportunity to fill the vacant positions.
Employees who are given a recall offer must accept that offer and return to work within fourteen
(14) days of receiving notice or by the first regularly scheduled workday, whichever is sooner. Employees
25
on the recall roster who turn down a recall offer for which the Hospital considers them qualified, or who
accept the offer but fail to return to work in the allotted time, will be deemed to have voluntarily resigned
with loss of seniority. Employees who are not recalled within twelve (12) months of layoff are deemed
terminated with loss of seniority,
Section 4. UM Opportunities
The Hospital will help affected employees identify available positions in other University of Miami
affiliates and assist employees in applying for transfers to other University of Miami affiliates. It is
understood, however, that whether an affected employee is eligible for a particular position at any other
University of Miami-affiliated facility will be determined by that facility, in accordance with its own rules,
policies and practices. Employees who transfer to other University of Miami-affiliated facilities shall carry
over their seniority and benefit accruals to the University of Miami-affiliated facility.
Article 18
Management Rights
Section 1. Reservation of Management Rights
The Hospital reserves and retains, solely and exclusively, all of the rights, privileges and
prerogatives it had or possessed prior to the execution of this Agreement and that it would otherwise have
in the absence of this Agreement, regardless of the frequency or infrequency with which such rights have
been exercised in the past, except to the extent that such rights, privileges and prerogatives are specifically
and clearly abridged by express provisions of this Agreement
Section 2. Elaboration of Management Rights
Without limiting the generality and breadth of the foregoing Section 1, and by way of illustration
and expansion rather than limitation of that Section, the Hospital’s sole, exclusive and unilateral rights
shall include, but are not confined to, at least the following:
1. To control, direct, supervise and manage the working force;
2. To determine whom to employ, including the qualifications, recruitment, selection, hiring and
training of Employees;
3. To determine the initial rate of pay for newly hired Employees;
4. To hire and utilize personnel from nursing registries and other temporary help agencies for
designated periods of time, or for unlimited duration;
5. To
To assign or allow Registered Nurses employed in supervisory or managerial positions to perform
clinical related nursing work;
To promote, demote, transfer, layoff and recall Employees;
7. To discipline and discharge Employees for cause;
8. To create, establish, adopt, change or rescind Hospital work and safety rules, guidelines, policies
and procedures;
9. To establish and enforce standards for the quality and quantity of work required to be performed
10. To determine the size and composition of the work force and the schedule of operations and hours
of work, including the number and hours of work per day and per week, the number of shifts
required, the starting and ending times of such shifts, the number and length of any break times
and meal times during each shift, and the number, qualifications and identity of Employees
assigned to any particular shift or operation;
11. To determine and direct policies, modes and methods of providing patient care;
6.
in all jobs;
26
12. To determine job duties and the division of duties between job classifications and the Employees
within those classifications;
13. To specify work requirements and assign work duties;
14. To assign overtime hours as needed to provide patient care;
15. To establish and alter working schedules as needed for efficient patient care;
16. To alter, rearrange, change, extend, limit, curtail, suspend, cease or close any or all of its services
and operations;
17. To contract out and/or subcontract. relocate. sell, assign, transfer. Suspend, cease, or close any

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