Written Warnings & Your Personnel File — Kaiser Permanente — Northwest RNs (Oregon / SW Washington)

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 …

31.A. The Employer maintains the right to evaluate the job performance of Registered Nurses on an on-going basis. Performance reviews will be conducted at least once per year. Evaluations are for constructive employee development and will be used for documentation of job performance. Employees shall be given an opportunity to read the performance evaluation and may attach any relevant comments to the evaluation prior to its placement in the employee’s personnel file. The employee shall sign the evaluation to signify that she/he has read it, and shall receive a copy of the signed evaluation. Evaluations will not be used in place of discipline, but may be used in conjunction with the disciplinary process. 31.B. The evaluation of each employee will include the input of two Registered Nurses selected by the employee. The Employer may solicit input from members of the employee’s work team or …

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.

OFNHP – RN 2021-2025 4.2.3. Agree to the release of information related to Fellowship academic performance progress to the manager and the director for the area or arena responsible for the Fellowship. 4.2.4. Complete all elements of the Fellowship program. (Failure or refusal to complete the program is addressed in the "Unsuccessful Completion" section of this agreement.) 4.2.5. Written commitment to provide two years of service for each year of Fellowship to KP in a RN role consistent with the subject and focus of the Fellowship, following the completion of the Fellowship. 4.2.5.1. Transfer out of a comparable outpatient department or comparable inpatient arena or early departure from KP employment will require the individual to reimburse KP, on a pro-rated basis, for all costs associated with the Fellowship, including but not limited to tuition, books, and fees. 4.2.5.2. Repayment wil …

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 …

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 The time limits contained in this procedure may be extended by mutual, written agreement of the Employer and the Union. If the Grievant or union representative fails to file an appeal within the time limit provided, the grievance will be deemed to have been resolved by the decision at the prior step. If the Employer fails to maintain the time limits provided, the Union representative may advance the grievance to the next step. The Grievant and the Union steward participating in the grievance and arbitration meetings shall not lose pay associated with regular scheduled work hours for time spent in meetings unless there are “class action” grievances involving more than one Grievant, in which case the parties shall mutually agree on pay issues. Witnesses may be asked to appear at grievance meetings without loss of pay by mutual agreement. Meetings held in accordance wit …

OFNHP – RN 2021-2025 Once selected, Preceptors may be removed from precepting based on Management’s evaluation of their effectiveness. Selection criteria will include:  Annual Performance Evaluation of meets requirements or better  Absence of current workplan and/or discipline  Adequate years of relevant experience  Preceptor “credential” as defined above  Prefer preceptors who precept at least twice a year (if opportunity available) Demonstrated competency as Preceptor:  Positive feedback on evaluations from “Preceptees”  Completion of preceptor documentation within designated timeframes 5. Differential of $0.90 per hour to be documented on timecard by Employee for shifts worked in designated Preceptor status, as approved by Manager. 6. This Agreement will expire on December 31, 1999, unless both parties mutually agree to extend it. AGREED: For the Employer: For the Union: s/Crei …