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Expansion Staff Working Extra Hours (4.33)

Expansion Staff Working Extra Hours (4.33) - Policies, Administrative, UWHC, Department Specific, Nursing Administrative, Personnel

4.33

POLICY & PROCEDURE





Effective Date:
April 1, 2015

Administrative Manual
Nursing Manual
 Other _______________

Policy #:
4.33

Original
 Revision

Page 1
Of 2

Title:
Expansion Staff Working Extra Hours



I. PURPOSE
A. To establish a systematic procedure for scheduling hourly, hospital nursing employees
who wish to work additional hours beyond their permanent appointment outside of their
clinic or inpatient unit. Individuals who assist on a temporary and irregular basis are
referred to as "expansion staff" employees.
II. POLICY
A. During times of high staff vacancy rates and/or high patient occupancy and acuity on the
inpatient units, Nursing encourages non-inpatient nurses and para-professional staff to
work extra hours providing or assisting in the provision of direct inpatient care.
B. This policy and procedure applies to Registered Nurses, Licensed Practical Nurses,
Nursing Assistants, and Unit Clerks. "Expansion staff" employees have a primary
appointment in the same job classification as that being temporarily filled on an inpatient
unit. Nursing will schedule extra shifts for expansion staff in accordance with established
procedures.
C. Prior to working extra shifts, the employee's Nurse Manager will sign the current year's
expansion form (expansion renewal occurs every year by February 1 and send it to the
Nursing Resource Center, acknowledging that the employee in question has made
themselves available for extra shifts in Nursing.
III. PROCEDURE
A. RNs, LPNs, NAs, or Unit Clerks who may be interested in working extra shifts must fill
out the current year's Expansion Form and have it signed by their manager or supervisor
before they return it to the Nursing Resource Center. The Nurse Manager (NM) of the
Nursing Resource Center will determine if the interested individual qualifies as
"expansion staff" or would be more appropriately classified under a different category
such as LTE or Clinical Overload Nurse.
1. If an individual is not a candidate to work expansion, the NM of the Nursing
Resource Center will notify the interested employee concerning the proper route
that must be taken in order to work extra shifts outside of their home cost center.
2. Once an employee is confirmed to work expansion, the employee is not
committing him/herself to work.
B. The Nursing Resource Center is responsible for appropriately utilizing expansion staff
personnel, for assuring proper orientation to units they are assigned to, and for orienting
them to proper sign-in/out procedures that are essential to the payroll process.
C. An inpatient Nurse Manager who wishes to utilize an expansion staff employee must

POLICY & PROCEDURE





Effective Date:
April 1, 2015

Administrative Manual
Nursing Manual
 Other _______________

Policy #:
4.33

Original
 Revision

Page 2
Of 2

Title:
Expansion Staff Working Extra Hours



make arrangements through the Nursing Resource Center and not directly with the
employee, except when an RN signs up for an extra shift in the long term, short term, and
immediate term scheduling process as stated in the collective bargaining agreement.
D. An expansion staff employee will receive payment for extra shifts worked on a non-home
cost center. The employee will badge in and enter the 5 digit cost center number of that
unit. The employee's hours and pay will then be accumulated on the worked unit.
E. Extra shifts worked will be compensated at the employee's regular earnings rate. If extra
shifts cause an employee to work beyond 40 hours in a week, those hours over 40 will be
paid at time and one half. Extra shifts will not be approved for compensatory time, but
only for pay. Sick leave benefits cannot be used when extra shifts assigned through the
Nursing Resource Center cannot be worked. The Nursing Resource Center may cancel an
extra shift at any time. The benefit time earned for extra hours worked is accrued and
used under the home unit cost center.
F. Problems with employee performance on expansion unit, attendance on expansion unit,
or personal appearance and grooming will be managed by the Nurse Manager of the home
unit. Additionally, the Nurse Manager may suggest that the employee reevaluate
expansion duties if these problems jeopardize the employee's permanent appointment.
G. Problematic issues with specific expansion staff employees should be handled in the
following manner:
1. Inpatient - The Nurse Manager or Care Team Leader/Charge Nurse of the
expansion unit should contact the Nurse Manager - Nursing Resource Center who,
in turn, will contact the Nurse Manager of the employee's home unit.
2. Clinics - The Clinic Manager of the expansion clinic should contact the Clinic
Float Staff Coordinator.
IV. REVIEWED BY
A. Director of Nursing Operations Support, March 2014
B. Nurse Manager, Inpatient Float, March 2014
C. Nursing Administrative Policy and Procedure Committee, March 2014

SIGNED BY

Beth Houlahan, MSN, RN, CENP
Senior Vice President Nursing and Patient Care Services,
Chief Nursing Officer