Health, Safety & Workplace Violence — Kaiser Permanente — Northwest RNs (Oregon / SW Washington)

26.C.1 Facility specific safety committees, with an equal number of Employer and employee representatives from major work activities will regularly make recommendations on how to eliminate hazards and unsafe work practices and to improve accident and illness prevention programs. 26.C.2 Facility safety committees review documented safety reports, such as employee injuries, concerns of potential hazards, workplace safety information, and conduct visual environmental safety checks.

26.B.1 The employees acknowledge their responsibility to familiarize themselves with and to observe all safety procedures and policies established by the Employer. 26.B.2 The Employer, the Union and the employees recognize their obligations and/or rights under Federal and State laws with respect to safety and health. 26.B.3 In the event an employee believes an unsafe environmental condition exists, the employee shall immediately bring the situation to the attention of the supervisor. The employee may report the condition in writing or electronically to the Safety Officer, the Safety Committee Chair and/or the Workplace Safety Department’s Employee Concerns Program. The Employer will take whatever action it deems necessary to resolve the situation.

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 …

25.A.1 The Employer recognizes the importance of continuing professional education and agrees to establish a fund to provide Nurses with the opportunity to participate in workshops, seminars and conferences that are relevant to the needs of the Nurse and to the health care needs of the Kaiser Permanente patients. The fund shall be available for programs not covered by the Employer’s tuition reimbursement program or other educational programs. The total fund shall consist of the OFNHP Education Fund of $44,660 in addition to the annual certification fund amount. The unused funds shall be rolled over on an annual basis. Acceptable continuing education programs shall: a. improve and increase the competence and skills of the practicing Nurse, b. assist the Nurse in utilizing developments in research, nursing education and nursing practice, c. assist the Nurse in defining and meeting changing …

An employee who is returned to work in a temporary assignment, as designated by the Integrated Disability Management Program, will continue membership in their original bargaining unit, will accrue seniority as defined in the collective bargaining agreement, and will pay dues and fees to their current union. When it is determined an employee with an accepted Workers Compensation claim may not return to their job due to permanent disability/work limitations but is able to perform work with the employer in a different position and/or job title, the employee will be awarded an available and suitable job for which they are qualified. When it is determined an employee who has a non- occupational injury or illness may not return to their job due to permanent disability, the employee will be awarded an open and appropriate job for which they are qualified as part of the normal job bidding proce …

OFNHP – RN 2021-2025 voluntarily accepted by a work group or employee, otherwise the position(s) shall be posted. 11.D. Method for Establishing Alternate Schedule Patterns: The Employer and the union mutually recognize the benefit innovative work schedule patterns may have on recruitment and retention of qualified Public Health Nurses. Alternatives to the OFNHP/Kaiser Permanente Labor Agreement may be tentatively agreed upon by shop stewards and supervisors or managers when approved by the Continuing Care Service Department’s Retention and Recruitment Committee, under the following conditions: 11.D.1 Alternatives must be described in writing, and signed and dated by a representative appointed by the Union and a supervisor (hereafter called an experimental agreement). 11.D.2 Alternative schedule patterns may include weekends, holidays and days off. 11.D.3 The experimental agreement must s …

Employees hired on or before December 31, 1984 who are eligible for employer-paid health care benefits as an active employee at the time of retirement and who are:  age 65 or older on their last day of employment, or  younger than age 65, but age 55 or older and have fifteen (15) or more years of service on their last day of employment, or  younger than age 55, and their age plus years of Service total seventy-five (75) or more on their last day of employment, shall receive employer-paid retiree health, prescription drug, vision and dental care benefits for themselves and their eligible dependents at the retiree’s age 65, or later, if termination of employment occurs after age 65. Employees hired on or after January 1, 1985 who are eligible for employer-paid health care benefits as an active employee at the time of retirement and who are:  age 55 or older and have fifteen (15) or mor …

Joint Staffing Process Implementation This LOU memorializes the agreement between Oregon Federation of Nurses and Health Professionals, (“OFNHP”) and Kaiser Foundation Health Plan of the Northwest and Kaiser Foundation Hospitals regarding an implementation plan for the application of Sections 1.F.1, 1.F.2 and Exhibit 1.F of the National Agreement for KPNW (the “Agreement”). This Agreement sets timelines for the region’s implementation of these provisions of the National Agreement. This Agreement does not modify any terms of the National Agreement. The parties agree as follows: 1. Within 30 days of the entry into effect of this Agreement, KPNW and OFNHP will identify (through consensus) departments to begin the Joint Staffing process laid out in Sections 1.F.1, 1.F.2, and Exhibit 1.F of the National Agreement. For those departments already engaged in a Joint Staffing process, those proces …