Effective Date:  April 2, 2004       
 
 I.     Purpose:
 
To establish a policy to serve as a resource to document all the different scheduling and pay options that exists in the Division of Patient Care Services.
 
 II.     Policy Statement:
 
Carroll Hospital Center has established policies governing scheduling and pay options.
 

III.    Options:

   A. Option A – (previously known as Registry A)

• Schedule 24 hours in a 4 week cycle (32 hours in a 6 week cycle).
• Work 8 of the 24 hours (12 of the 32 hours) as weekend hours (7 p.m. Friday – 7 a.m. Monday).
• Two secondary holidays required (Easter, Mothers Day, Fathers Day, Halloween evening, day after Thanksgiving or Christmas).
• Receive additional $5.00 per hour for hours worked on holiday.
• Participate in 403B no employer match.
• No benefits, no guaranteed hours.
• New rates:
                     Weekdays
                       7 a.m. – 3 p.m. – $26.50
                       3 p.m. – 11 p.m. – $29.50
                       11 p.m. – 7 a.m. – $30.50
                     Weekends
                       7 a.m. – 3 p.m.  – $30.00
                       3 p.m. – 11 p.m. – $32.00
                       11 p.m. – 7 a.m. – $33.00

• Schedule 40 hours in a 4 week cycle (60 hours in a 6 week cycle).
• Work 16 of the 40 hours (24 of 60 hours) as weekend hours.
• Work 2 major holidays (Christmas, Thanksgiving, New Years, Memorial Day, July 4th, Labor Day) based on unit need.
• Work 1 secondary holiday (Easter, Mother’s Day, Father’s Day, Halloween evening, day after Thanksgiving or Christmas) based on unit need.
• Receive additional $5.00 per hour for hours worked on holiday.
• Participate in 403B no employer match.
• No benefits, no guaranteed hours.
• New rates:
                     Weekdays
                       7 a.m. – 3 p.m. – $32.00
                       3 p.m. – 11 p.m. – $35.00
                       11 p.m. – 7 a.m. – $36.00
                    Weekends
                       7 a.m. – 3 p.m. – $34.50
                       3 p.m. – 11 p.m. – $37.50
                       11 p.m. – 7 a.m. – $38.50

• Schedule 40 hours in a 4 week cycle (60 hours in a 6 week cycle).
• Work 16 of the 40 hours (24 of 60 hours) as weekend hours (7 p.m. Friday to 7 a.m. Monday).
• Work 2 major holidays and 1 secondary holiday, based on unit need (as in Option B).
• Receive additional $5.00 per hour for hours worked on holiday.
• Participate in 403B no employer match.
• No benefits, no guaranteed hours.
• New rates:
                     Weekdays
                       7 a.m. – 3 p.m. – $33.00
                       3 p.m. – 11 p.m. – $36.00
                       11 p.m. – 7 a.m. – $37.00
                      Weekends
                       7 a.m. – 3 p.m. – $35.50
                       3 p.m. – 11 p.m. – $38.50
                       11 p.m. – 7 a.m. – $39.50

• Associate works a minimum of two 12-hour shifts from 7am Friday to 7am Monday, per week.  Unit needs may dictate that one shift per week be on a Saturday.  Expected to work every weekend, even if holiday falls on weekend.
• Receive hourly base rate plus 50% of base for actual hours worked
• Non-productive time, if approved, will be paid at base rate.
• Receive shift differential for shifts worked on evenings and nights $2.00/hr on evenings and $3.00/hr on nights.
• No additional weekend shift differential; built into the 50% of base.
• Base rates are adjusted when registry rates are adjusted.
• Participate in 403B, no employer match.
• No benefits.
• Time off without pay, based on unit need.  Maximum of 4 weekends (8 weekend shifts) off per calendar year, no more than one holiday weekend off.
• If weekender calls out sick, this does not count as one of the allotted weekend shifts requested off per calendar year.
• May be placed on-call based on unit need.  If placed on-call this does not count as one of the allotted weekend shifts requested off per year.
• Receive $5.00 more per hour for hours worked on holiday as defined by hospital policy.
• Number of positions available for this option based on unit need.

• An Associate budgeted and regularly scheduled to work 72 or more hours biweekly.
• Regular full-time associates who meet eligibility requirements are eligible for benefits described in the benefit plan documents and Carroll Hospital Center policies.

• An Associate budgeted and regularly scheduled to work less than 72 hours biweekly.
• Regular part-time associates receive benefits described in the benefit plan documents and Carroll Hospital Center policies.

• Full-time or part-time associates with benefits.
• RN’s receive an additional $3.00 per hour for hours worked and Unit Secretaries and PCT’s receive an additional $1.00 per hour for hours worked in exchange for maintaining competencies to work in any patient care area.
• Required to be flexible to meet the needs of our patients – may be pulled any time during the shift to accommodate changes in patient census and/or acuity.
• Generally follow same holiday and weekend requirements as other full-time or part-time associates; requirements may vary based on unit need.

• Associates scheduled a minimum of 16 hours in a 4 week period. (24 in a 6 week period), 8 of those hours (24 in 6 week period) must be scheduled weekend hours.
• Receive an hourly base rate.
• Must be paid for a minimum of 208 hours during the annual performance cycle to qualify for a merit increase if PMP warrants.
• Work 2 major holidays, based on unit need.
• Work 1 secondary holiday, based on unit need.
• Receive time plus one half for hours worked on holiday.
• Subject to reassignment during shift based on changes in patient census and/or acuity.
• No guaranteed hours or benefits.
• 403B, no match.

• Associate works a minimum of two 12 hours shifts from 7 a.m. Friday to 7 a.m. Monday, per week. Unit needs may dictate that one shift per week be on Saturday, expected to work every weekend even if holiday falls on weekend.
• Must be in at least a budgeted .6 FTE position (48 hours per pay period).
• To qualify as full-time, must work a minimum of one additional 12-hour shift and be in a budgeted .9 FTE position (72 hours per pay period).
• Budgeted position (.6 or .9) determines benefit eligibility per benefit plan documents and Carroll Hospital Center policies.
• Will be compensated at an hourly base rate plus 30% of base rate for all hours physically worked in weekender status on nursing units (i.e. traditional inpatient units, Family Birthplace, OR or ED).
• All non-productive time (meetings, PTO, education, etc.) if approved, will be paid at base rate.
• Will be paid at shift differential for shifts worked on evenings and nights as defined by policy.
• No additional weekend shift differential; built into the 30% of base.
• Receive time plus one half for holiday hours worked; number of holidays worked based on unit need.
• Will receive PTO accruals based on FTE and hours worked up to 40 per week.
• A maximum of 4 weekends (8 weekend shifts) per rolling calendar year may be scheduled off.  
• Call-outs on weekends will be counted towards the maximum weekend total off per year. Only exception: 12-hour weekend shift made up during weekend of same pay period or following pay period with management approval. Failure to make up scheduled shift will be counted towards the maximum weekend total off per year. 
• May be placed on-call based on unit need. If placed on-call, will not count as one of the alloted weekend shifts off per year.
• More than 8 weekend shifts of fper rolling calendar year or failure to meet the weekend worked quota will result in elimination of weekender status.
• Associates pulled from weekend option status position to work elsewhere due to the staffing needs will be paid at the 30% rate. Associates who voluntarily schedule themselves to work elsewhere will be paid at their base rate.
• Considered last for incentive pay offering.
• Number of positions available for this option based on unit need.

• Associates work a minimum of two 12-hour shifts from 7 a.m. Friday to 7 a.m. Monday, per week. Unit needs may dictate that one shift per week be on Saturday. Expected to work every weekend, even if holiday falls on weekend.
• Minimum of 48 hours per pay period.
• Receive hourly base rate plus 50% of base for actual hours worked.
• All non-productive time, if approved, will be paid at base rate.
• Receive shift differential for shifts worked on evenings and nights, $2.00/hour on evenings and $3.00/hour on nights.
• No additional weekend shift differential; built into the 50% of base.
• Base rates will be adjusted on associates evaluation cycle, according to PMP matrix and score.
• Eligible for annual salary reviews and adjustments that are made at the discretion of the hospital.
• Participate in 403B, no employer match.
• No benefits or paid time off.
• Time off without pay, based on unit need. Maximum of 4 weekends (8 weekend shifts) off per calendar year, no more than one holiday weekend off.
• If weekender calls out sick, this does not count as one of the allotted weekend shifts requested off per calendar year.
• May be placed on-call on unit need. If placed on-call this does not count as one of the alloted weekend requested off per calendar year.
• Receive $5.00 more per hour for hours worked on holidays as defined by the hospital policy.
• Limited number of positions available for this option based on unit need.

V.  Order of Call off

• Agency
• Associates working overtime
• Associates working for incentive/crisis pay
• Associates requesting to be put on-call
• Advantage Scheduling (Options A, B, C)
• Full-time, part-time, PRN and/or weekender Associates rotating on-call
  * Variations may occur based on unit needs.

VI. General Information

• All options require a 6 month commitment prior to changing assignments, unless going to a full-time or part-time status
• To qualify for any of the Advantage Scheduling Options, Associate should have 18 months experience.
• Changing options will depend on current vacancies on the patient unit and at the discretion of the Director and SVP, Patient Care Services.
• Maximum of 16 hours may be worked consecutively at Manager/Director discretion during a crisis.
• Inservices compensated (at base rate) at Manager/Director discretion, all mandatory education/competency will be paid at base rate.
• Associates working any of these options must maintain all appropriate unit competencies and skills checklist for the areas scheduled to work.
• Associates, who fail to meet scheduling or competency requirements, will receive written notification of their non-compliance.  Associates will have a limited period of time in which they must meet requirements. If requirements continue to be unmet, Associate will be terminated.
• May be required to float to area of competency when needed.
• Subject to reassignment in urgent situations to provide safe patient care
• Associates working under any of these options, and placed on-call will be compensated according to the on-call policy.
• Required to work scheduled hours or find replacement coverage.
• All these options are given “time priority” over agency personnel.
• Associates working options A, B, or C may have scheduled time canceled by Nursing Management by giving the Associate 90 minute notification before the start of an assigned shift.  Cancellations will not impact negatively on the Associates compliance with minimal requirements.
• Associates working any of these options are required to comply with established Carroll Hospital Center Human Resources and Nursing Administration Policies and Procedures.
• Associates working these options will receive an evaluation at the end of the introductory period and annually in accordance with established performance appraisal guidelines.  Note: It is the Associates responsibility to complete the “Associate Rating” column of PMP, then return to their manager for review and completion of the tool.  If the PMP process is not completed by the date specified, the manager will complete his/her part and send to Human Resources unsigned.  The Associate is then responsible for going to Human Resources to review and sign the PMP.
• Salaries for these options are reviewed annually and adjustments made at the discretion of the hospital.

VII. Responsibility

• The Department of Nursing administers this policy

VIII. Resource

• Contact appropriate Patient Care Services Director if more information is needed.