Discipline & Just Cause — Kaiser Permanente — Northwest RNs (Oregon / SW Washington)

Note: Please refer to the National Agreement Section 1.L.1(a) 29.A. The goal of Corrective Action is to correct performance or conduct/behavior deficiencies, rather than to punish employees. In that spirit, the Employer and Union agree to work together to identify problems and craft solutions. This may include the use of other employees as mentors as is mutually agreed appropriate. 29.B. The Employer and the Union shall conduct Corrective Action meetings away from employees, patients, and the public. 29.C. An Employee shall have the right, and shall be informed thereof, to have a Union representative accompany him/her to any meeting which could result in Corrective Action, and to participate in the joint discovery process. 29.D. Corrective Action shall be for just cause only and will embody the principle of progressive discipline, where the Employer reserves the right to determine the ap …

OFNHP – RN 2021-2025 29.E. Definition: Corrective Action (the parties agree to refer to the Labor Management Partnership’s Issue Resolution and Corrective Action, User’s Guide and Toolkit for guidance during the Corrective Action process). The Problem Solving phase of the process: Level 1: Initial Discussion Level 2: Develop Action Plan The Formal Disciplinary phase of the process: Level 3: Corrective Action Plan Level 4: Day of Decision Level 5: Termination 29.F. A copy of the written Corrective Action, no matter what Level shall be provided to the Union office upon completion. The employee is required to sign such a notice to acknowledge receipt. 29.G. If the Employee disagrees with the Corrective Action administered, he/she may pursue the matter through the contractual grievance procedure.

30.A. The Employer shall maintain one (1) official personnel file and one (1) supervisory file for each employee which shall include performance evaluations written disciplinary notices and documentation of the employee’s performance. Each Employee, or her/his designee in writing, shall have the right to review the contents of her/his Personnel File and supervisory file and obtain copies from the file. The Employee shall make an appointment on her/his own time to review the file and shall have at least thirty (30) minutes to inspect the file. An Employee may include in her/his Personnel File and supervisory file any material relevant to her/his employment, upon review by the Employer. 30.B. If there is any discipline, which is grieved, and the Union has been denied the right of inspection of any materials related to the discipline, these may not be utilized in any step of the grievance p …

Compensation Review Committee The parties agree as part of the 2005 negotiations to establish a Compensation Review Committee. The Committee will review group (job classification) concerns. The process shall be as follows: 1. The Union or the Employer may raise a salary, differential, or premium pay issue. 2. Either party may request the Committee to convene to examine an issue. The Committee will be composed of three Union members (may include Internal Organizer) and three management members. Two members of each party will be considered a quorum. 3. The individual, group, job, or responsible manager will appear before the Committee to present the concern/issue. 4. The Committee will then request relevant data from appropriate sources (outside and inside equity data from Compensation, recruiting/vacancy data from H.R. Employment, etc.). 5. Based upon relevant data, and using IBPS and Par …

Preamble: A Team Leader is a Registered Nurse who has assigned leadership responsibilities within a defined work group. In partnership with lead physicians under the direct and indirect supervision of an exempt manager, the Team Leader engages in the following representative activities to continuously improve member care:  Managing and facilitating work flow.  Problem solving and assisting in resolution of member care issues.  Managing staffing and scheduling issues within approved team staffing rules.  Participates in staff training and orientation, mentoring and coaching up to but not including formal disciplinary actions.  Provides input upon request for personnel evaluations.  Participates in evaluation of team performance in meeting member needs. 13.A.1 Hiring and Selection and Posting of Team Leader Position a. In the event of a vacancy of a Team Leader position, the manager …

OFNHP – RN 2021-2025 After completion of six (6) months continuous service, employees who terminate for reasons other than discharge for cause are eligible for accrued vacation pay on a prorated basis. The Employer may require at least two (2) weeks notice by the employee of her/his intention to quit as a condition of eligibility for prorated vacation pay. If a regular employee changes from a non- 7/70 staffing system to a 7/70 staffing system, she/he shall receive payment for vacation benefits accrued to the time of status change. Years of Service Annual Full-time Vacation Accrual* Maximum Vacation Accrual 1 – 4 80 Hours 160 Hours 5 – 9 120 Hours 240 Hours 10+ 160 Hours 320 Hours *Part-time RN’s accrue vacation at a prorated rate.

21.G.1 The Employer may grant personal leaves without pay upon an employee’s written request when personal considerations justify such action and when staffing requirements permit. Such requests shall not be unreasonably denied. An employee must have at least six (6) months of continuous service to be considered eligible for a leave of absence for personal reasons. Leaves may be authorized for a period up to ninety (90) days. Leaves may be extended beyond the initial ninety (90) days, at the Employer’s discretion. Any extension, (not to exceed an additional ninety (90) days) must be requested in writing and must be authorized in writing by the Area Administrator. All leaves and extensions must be requested as far in advance as possible, with a minimum notice of thirty (30) days for non-emergency leaves. Requests for emergency leaves must be submitted as far in advance as circumstances pe …

The Employer agrees to make reasonable provisions for the safety and health of employees during the hours of their employment, to promptly review unsafe conditions brought to its attention, and to take whatever corrective action it determines to be necessary.