Layoff & Reduction in Force — Kaiser Permanente — Northwest RNs (Oregon / SW Washington)

f. If a patient care area or facility is completely closed for two (2) to five (5) days, employees will not incur a loss of income, provided employees are willing to be reassigned during this time period. 16.D.2 Permanent Reduction a. Permanent reduction shall be defined as a reduction of hours, reduction in force, or the elimination of an employee’s position in excess of thirty (30) days. When the Employer determines that a reduction in hours or position is necessary, the decision will be made and communicated to the Union through a notice of intent in writing, a minimum of sixty (60) days prior to implementation. This notice shall include the number and description of the affected positions and the reasons for the reduction. The parties shall meet, if the Union so requests, to discuss the reduction and explore alternatives, including a work share agreement to be mutually agreed upon by …

15.D.1 Temporary Reduction a. Temporary reduction is defined as a reduction of hours not to exceed thirty (30) calendar days. Such reduction shall take place by reverse Bargaining Unit seniority provided the remaining employees are qualified to immediately perform the required work as determined by the Employer. b. Outpatient Short-Term Cancellation Outpatient RNs will not be subject to short-term reduction. c. Inpatient Surgical Services 1) Overtime in the affected inpatient area. 2) Volunteers in the affected inpatient area. 3) External temporary employees (see Article 8). 4) On-call in the affected inpatient arena. 5) Short hour employees in the affected inpatient arena. 6) Part-time employees with no permanent work assignment in the affected inpatient arena. 7) Any employee filling a temporary position in the affected inpatient nursing unit/shift. 8) Regular employees with permanent …

OFNHP – RN 2021-2025 4) Hours above coding 5) On call employees 6) Short hour employees 7) Any employee filling a temporary regular position (they will be returned to their original position) 8) Regular employees d. The affected employees shall be given at least thirty (30) days notice of layoff, or compensation at the regular rate of pay to the extent that such notice is deficient. e. Inpatient Bumping Rights Employees affected by permanent reduction in positions or hours (an employee who has been laid off in accordance with the preceding provisions) may request in writing and receive transfer to one (1) of the ten (10) least senior comparable positions in the Bargaining Unit for which she/he is qualified, or any open positions in the region. If there is no employee who is less senior than the laid off employee working in a comparable position, the laid off employee will have the option …

16.E.1 Recall shall be in the reverse order of the foregoing. The Employer shall maintain a list of employees on layoff status and shall notify by telephone or certified mail the most senior qualified employee when a comparable vacancy occurs. It shall be the employee’s obligation to keep the Employer informed of her/his current telephone number and mailing address. The Employer’s obligation as defined in this section shall cease after twenty-four (24) months from the day of layoff, or if an employee fails to accept an offer to return to work in a comparable position, of if the employee fails to keep the Employer informed of her/his current telephone number and address, or if the employee fails to return to work on the date agreed to with the Employer. The Employee may accept any vacancy s/he can reasonably perform and remain in recall status until a comparable vacancy becomes available.

OFNHP – RN 2021-2025 Employees in this status must notify the Employer of their interest in a comparable vacancy for which they are qualified. 16.E.2 The employee shall have an obligation to confirm acceptance or rejection of an offer to return to work within three (3) calendar days of the offer, excluding weekends and holidays. Such confirmation shall be postmarked by certified mail or hand delivered to the Employer within the above specified time limit. 16.E.3 An employee on layoff status shall have the right to apply and receive consideration for employment in any vacant position within the Northwest Region for which she/he is qualified. Such employees will be given preferential consideration over applicants from outside the Organization. Employment in a non-Bargaining Unit position shall not affect the employee’s rights of recall as defined in this Article.

They shall be used when determining seniority for temporary reductions, and mid-shift reductions: 1) Intensive Care Unit/Critical Care Unit 2) 1 South 3) 1 North 4) Surgical - 2 North 5) Medical - 3 North 6) 1 Northwest 7) Operating Room 8) Surgical Preparation Unit 9) Post Anesthesia Care Unit (PACU) 10) Emergency Department 11) Mother – Baby/GYN (2-South) 12) Labor and Delivery 13) Special Care Nursery 14) Ambulatory Care Unit 15) I.V. Team 16) 3 South 17) Cardiovascular Preparation and Recovery (CVPR) 18) Cardiovascular Lab (CVL) b. In the event the Employer creates or modifies any patient care area the Union will be notified. 16.B.3 Clinical Areas In cases of a permanent reduction in force or reduction of hours the patient care areas will be grouped as follows for the purpose of determining seniority:

OFNHP – RN 2021-2025 10) Acuity Nurse. This will include the Registered Nurse who is assigned to cover the area or hospital to respond to changes, but has no permanent assignment. e. For all areas working 12 hour shifts (i.e. Labor & Delivery, Nursery, Mother-Baby/GYN and Oncology), reductions will occur in the following order: 1) Overtime in the affected inpatient area 2) Volunteers in the affected inpatient area 3) External temporary employees (see Article 8) 4) Employees in the area not pre-scheduled according to Article 10. 5) On-call with zero coded hours in the affected inpatient arena 6) Short-hour employees in the affected inpatient arena (greater than 0 coded, but less than 20 coded hours) 7) Regular employees coded 20 hours with no permanent assignment in the affected inpatient area 8) Regular employees with 20 coded hours (and above) with permanent work assignment in the affec …

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 …