Staffing Ratios & Safe Staffing — Kaiser Permanente — Northern California RNs & NPs

board access shall not be unreasonably denied. A designated Association representative shall be responsible for posting material submitted by the Association, a copy of which shall be furnished to the Employer before posting. The Association agrees that no controversial material shall be posted. It is further agreed that the Employer shall post position vacancies as provided in Article IX of the contract on such bulletin boards. ARTICLE V – PERSONNEL CATEGORIES Section A – Probationary Nurses Regular Registered Nurses may be discharged without recourse to the grievance procedure within the first ninety (90) days of employment. Short- Hour, Temporary and Per diem Registered Nurses may be discharged without recourse to the grievance procedure until such Nurse has been employed for six (6) months or worked three hundred (300) hours, whichever comes first. Section B – Regular Nurses A Regula …

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 …

The Employer and the Association shall work together in good faith to implement appropriate staffing levels for all patient care units covered by California Department of Public Health (CDPH) enforced staffing ratio regulations in California Code of Regulations, Title 22. The Employer shall meet the Title 22 regulations regarding minimum staffing ratios in every applicable unit. The Employer shall make reasonable, good faith efforts to exceed the Title 22 ratios. In addition to providing direct patient care, a Registered Nurse shall be accountable for coordinating care for each patient, each shift, providing an effective transition of care between shifts and care settings, and for clinically directing the work of LVNs and unlicensed nursing staff.

All patients in Inpatient Units and Emergency Departments shall be assigned to a Registered Nurse as intended in Title 22 staffing ratio regulations and in accordance with her/his professional judgment, assigning patient care tasks and responsibilities to LVNs and other patient care staff as appropriate.

The Employer agrees to continue to provide a safe and healthy work environment for RNs which complies with all applicable local, state, and federal health and safety laws and regulations. • The Employer shall provide the protocols and personal protective equipment (PPE) based on the type and nature of any infectious disease diagnosis, according to applicable local, state, and federal requirements. • The Employer shall maintain a three-month supply of PPE which includes new: N95 respirators, PAPR or CAPR, Elastomeric Respirators, Isolation Gowns, Isolation/Surgical Masks, Eye Protection, Shoe Coverings. It is understood by the parties that in the event of a natural disaster, global supply shortage, government mandated supply acquisition, or other significant impact to supply availability, maintaining a three-month supply may not be possible. • Any RN assigned to a patient suspected of hav …

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 …

AGREEMENT THIS MASTER AGREEMENT, made and entered into this first day of September 2022 by and between the CALIFORNIA NURSES ASSOCIATION (hereinafter referred to as “the Association”), and KAISER FOUNDATION HOSPITALS and THE PERMANENTE MEDICAL GROUP, INC. (hereinafter collectively referred to as “Employer”), covers all Registered Nurses (hereinafter referred to as “Nurses”), in those classifications specified in Article XXIII who are employed in existing facilities of the Employer located in Northern California. PREAMBLE Nurses and Kaiser Permanente agree to promote optimal patient outcomes and to adhere to applicable state and federal statutes related to the delivery of health care. California Nurses Association/National Nurses Organizing Committee and Kaiser Permanente agree that healthcare is a human right. The parties agree to work jointly to end racial and ethnic disparities in heal …

The committee structure for the Patient Classification System shall be as follows: a. Classification System Liaison: Each of the following service lines shall have one Registered Nurse designated as a Classification System Liaison per campus, where such service lines exists: (1) Maternal Child Health, (2) Pediatrics, (3) Adult Intensive Care, and (4) Medical-Surgical/Telemetry. b. The Registered Nurse serving as the Classification System Liaison is expected to perform his or her regular job duties when she/he is not in committee meetings or educating her/his service line. c. Classification System Liaisons shall be selected by the Union from the bargaining unit and must meet the following criteria: i. Work a minimum of 8 hours a week providing direct patient care in the designated service line. ii. Designation of a Registered Nurse as a Classification System Liaison will run for 24 consec …