Layoff & Reduction in Force at Kaiser Permanente — Northern California RNs & NPs

Payroll is not able to verify an error within the designated time period, the Nurse(s) who reported the error shall be informed within the designated time period of the reasons for the delay in resolving the error. Employee vacation, sick, and education leave accrual hours and balance will be displayed on Employee payslips. ARTICLE VIII – SENIORITY Section A – Seniority, Accumulation and Application Regular Nurses and Short-Hour, Temporary and Per diem Nurses shall have equal seniority for transfers, promotions, and layoffs based upon their bargaining unit seniority. Regular Nurses shall accumulate seniority based upon length of continuous service with the Employer under this Agreement. Effective September 1, 2002, Short-Hour, Temporary and Per diem Nurses shall accumulate seniority on the basis of eighty-seven (87) hours of work equaling one (1) month's seniority credit, for hours worke …

o case shall assignments in this paragraph be undertaken if such assignments would jeopardize patient care. When Nurses are sent to educational sessions as their alternative assignment, CEUs will be granted when applicable under provisions of the California Board of Registered Nursing. Obtaining CEUs under this provision shall have no effect on the individual Nurse’s Educational Leave. All alternative assignments will be granted on a rotational basis. Nurses will not be required to take alternative assignments when this would result in registry staff or travelers being provided with a patient care assignment. 4. Staffing: The practices regarding cross-training will remain as is current practice. The practices regarding floating will remain as current practice. Unless specifically modified by this Letter of Agreement, all current staffing practices will remain in force. 5. No Precedent/No …

…Side Letter R Kaiser Permanente 401K (KP401K)......................................................................110, Appendix D Kaiser Permanente Employees Pension Plan .......................................................................... 108 Language Skills..................................................................................................... 83, Side-Letter M Layoff and Recall ...................................................................................................................... 30 Extended Layoffs .............................................................................................................. 32-33 Layoffs .................................................................................................................................. 31 Preference Rights ............................................................................... …

the purpose of removing that Nurse from the bargaining unit, or eliminate or remove from bargaining unit nurses the direct care responsibilities of Registered Nurses and Nurse Practitioners described in the preceding paragraph. Finally, the Employer also agrees that during the term of this Agreement it will not challenge the Union’s right to represent any Nurse in any job classification covered by this Agreement based on a claim that such Nurse is a supervisor within the meaning of the NLRA. Disputes concerning this provision may be referred directly to an expedited arbitration. The sole issue in any such arbitration shall be whether the Employer violated the commitments set forth in paragraph 103 of the Agreement. If the Employer is found to have violated paragraph 103, the sole remedies shall be restoration of the status quo ante, and a make- whole remedy for the affected bargaining u …

........................................................... 30 Extended Layoffs ................................................................................................................... 32 Float Department ................................................................................................................... 11 Layoff and Recall ................................................................................................................... 30 Non-Registered Nurse Experience ........................................................................................... 33 Position Posting and Filling of Vacancies ............................................................................... 34 Preference in Filling Vacancies ................................................................................................. 35 Reduction in Force of Less than Fourteen (1 …

Starts fringe benefit accumulation at prorated basis as of date of change in status. However, if the Nurse previously had been a Regular full-time or Regular part-time Nurse with no break in service, the Nurse retains for fringe benefit accumulations the same date the Nurse had when a Regular full- time or Regular part-time Nurse, adjusted forward for the length of time in Short-Hour, Temporary and Per diem status. The Nurse also in such cases retains any unused sick leave and Education Leave accumulated while in Regular full-time or Regular part-time status. ARTICLE VII – HOURS OF WORK Section A – Payroll Week, Work Week and Payroll Day Payroll Week “Payroll week” as used in this Article shall mean and consist of the seven (7) day period beginning at 12:01 a.m. Sunday, or at the shift change hour nearest that time. Work Week The “work week” means the “payroll week” for all purposes, inc …

ether to suspend this Letter of Agreement as a means of avoiding such layoffs or other reductions. The parties agree that this letter will remain in full effect unless written notice is provided by one party to another of its intent to modify or cancel this letter prior to the termination date of the 2017-2022 agreement.

reement. Beginning on the Implementation Date, eligible employees will start accruing Educational Leave in accordance with the CNA Agreement. Wages: Appendix A: The Patient Care Coordinator Case Manager classification will be added to the Wage Scale as Patient Care Coordinator Case Manager II. The Patient Care Coordinator Case Managers will be paid the equivalent of a Staff Nurse II and be mapped to the wage scale as follows: • The PCCCMs will receive a 2% increase to their current hourly rate to be effective the first pay period 90 days after ratification. They will be placed on APPENDIX R - PATIENT CARE COORDINATORS CASE MANAGERS the wage scale that is closest to their new wage rate for placement within Steps 1-5; longevity placement on the wage scale requires the PCCCM to have met the longevity requirements under the collective bargaining agreement. Patient Care Coordinator Case Manag …