Transfers & Position Vacancies — Kaiser Permanente — Northwest RNs (Oregon / SW Washington)

It is the intent of the parties that seniority of eligible employees be a primary factor in filling open jobs. In cases of job bidding, providing that performance, experience and qualifications are approximately equal, and providing that the Bargaining Unit applicants are qualified to perform the work required, the principle of seniority shall govern. If two (2) or more Bargaining Unit applicants are qualified for the position and have the same seniority, seniority as a Registered Nurse with the Employer at any of its’ facilities in the Northwest Region shall be determinative. If the above is not sufficient to resolve a seniority question, the parties shall mutually agree on a solution. Current qualified KPNW employees with good work and attendance records and positive evaluations who apply for new graduate positions will be hired over external applicants. All job vacancies covered by th …

OFNHP – RN 2021-2025 11.G.4 Each job share partner will work one weekend out of four on a rotating basis or as per the full-time PHN weekend schedule rotation. The assigned weekend may be shared by the job share partners but must cover both Saturday and Sunday of the same weekend. 11.G.5 Each job share partner will work two (2) holidays each year on a rotating basis or as per full-time PHN holiday expectations. 11.G.6 Each PHN job share partner will meet the same after-hours nurse call responsibilities as a full-time PHN. 11G.7 Job share partners will submit a monthly plan, in writing, one month in advance, for how they will divide their work schedule responsibilities. 11.G.8 Individuals within the job share who are interested in working greater than their coded hours will submit in writing one month in advance their availability to work above coding. 11.G.9 Job share partners are expect …

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 …

OFNHP – RN 2021-2025 6.2. The Manager/Director may consider and incorporate feedback from a Supervisor, educator, Charge Nurse, Team lead, Preceptor, Mentor, MD and/or any other individual experts that have worked with and/or observed the participant during the Fellowship program. 6.3 Successful Completion 6.3.1. Participants that successfully complete an Fellowship will be assigned an RN position within the specialized area of practice or arena. 6.3.2. Successful Fellows will be placed before other internal UNION job applicants, based upon available positions and staffing limitations identified by the receiving manager. 6.3.3. Successful participants will continue to work in the area associated with the Fellowship until provided with a new position and schedule. A position and work schedule will be provided within 30 days of completion of the program. 6.4. Unsuccessful Completion - Part …

OFNHP – RN 2021-2025 3) OB/GYN 4) Infusion (Oncology and Non-Oncology together) 14.A.4 For these arenas use this formula to demonstrate Need for Work: (Straight Time FTE + Qualifying Hours defined below)/ (Straight Time FTE) > 1.5 for the 120 day review period. 14.A.5 In no event will the FTE resulting from this calculation be higher than the actual demand over the 120 day reporting period (will revert back to actual percentage increase in demand if that if that should happen) 14.A.6 If Demonstrated Need for Work formula > 1.5 and such a pattern is likely to continue, a permanent position will be submitted for posting to regional position approval UNLESS position(s) representing that work is actively posted. 14.A.7 FTE of permanent position is calculated by this formula: (Difference between Demonstrated Need Formula and 1.5) X straight time FTE, 14.A.8 Alternately: LMP Labor Management S …

The parties recognize that new job titles may be developed to reflect the evolution of care delivery. Prior to the posting of the newly created job, the parties will meet to determine representation status. Any newly created job agreed upon by the Employer and Union will be accreted into the agreement for the relevant bargaining unit. This section shall apply to newly created Professional/Technical positions related to direct/indirect patient care delivery. Positions to which this section shall apply shall include, but not be limited to, any newly created position which will perform duties currently performed by bargaining unit employees or for which the educational, certification, credential or licensure requirements are equivalent to existing represented positions. The above paragraph does not apply to positions which meet the criteria for management/supervisory employee, or confidenti …

27.A PERMANENT If an employee is accepted for transfer to another position, due consideration shall be given to the Employer’s staffing requirements in determining the effective date of such transfer. The effective date of the transfer shall be mutually agreed upon between the employee and the releasing supervisor. It is the Employer’s intent to effect transfers within ten (10) working days. A Director of Nursing or the appropriate Primary Care Service Area Manager/Specialty Service Manager may approve an earlier or later release date, depending on staffing needs. Transfers shall not be delayed more than thirty (30) calendar days except under unusual circumstances. In such cases, the Employer will notify the Union of the nature and reason for the delay. This provision shall not be used to deny or withhold a transfer from any employee.

Sign-on Bonus – Hard to Recruit Nursing Position SUBJECT: Sign-On Bonus COVERAGE: Hard to Recruit Nursing Positions Policy Kaiser Permanente recognizes that there are sometimes difficulties in recruiting candidates for hard to fill positions. A hiring manager may offer the equivalent of one month base salary to a candidate for a “Hard to Recruit” position. In certain circumstances the hiring manager may increase the bonus amount to meet special needs. Practice 1. The position must have been designated by the hiring manager as “Hard to Recruit” and be coded for 20 hours a week or more. 2. Following hire, the employee may transfer to a second hard to recruit position during the one year period and still receive the bonus payment as long as both the sending and receiving supervisors approve this. 3. Employees may only receive the hiring bonus a maximum of every two years. An employee must h …