On-Call, Standby & Callback Pay — Kaiser Permanente — Washington RNs & ARNPs

8.6 Standby Pay. Employees placed on standby status shall be compensated at the rate of four dollars and twenty-five cents ($4.25) per hour. The Employer shall provide paging devices to nurses assigned to standby. An employee called into work from standby shall be compensated at the overtime rate for a minimum of three (3) hours. When standby is taken in lieu of a pre-scheduled shift, the hours worked will be paid at the regular rate of pay, for a minimum of three (3) hours. 8.7 Callback Pay. Employees called back to work after completion of the employee’s regular workday shall be compensated at the rate of time and one-half (1½) the regular rate of pay. Call back pay shall be paid in addition to any standby pay. When called back, the employee shall receive time and one-half (1½) for a minimum of three (3) hours. Travel time to and from a facility shall not be considered as time worked. …

SEIU RN/ARNP 2023-2027 8.8 Work in Advance of Shift. When an employee, at the request of the Employer, reports for work in advance of the assigned shift and continues working through the entire scheduled shift, all hours worked prior to the scheduled shift shall be paid at one and one- half (1½) times the straight time rate of pay. Work performed during the scheduled shift shall be paid at the regular rate of pay. 8.9 Work on Day Off. Full-time employees called in on their day off shall be paid at the rate of one and one-half (1½) times the regular rate of pay for the hours worked. 8.10 Work in Higher Position. Temporary assignment to a higher paid position for eight (8) or more consecutive hours shall be compensated at the higher rate of pay. 8.11 Report Pay. Employees who report for work as scheduled (unless otherwise notified in advance) and are released from duty by the Employer beca …

SEIU RN/ARNP 2023-2027 d. The employee is within twenty-four (24) PTO hours of having enough PTO to cover the scheduled time off. e. Time off for hourly employees that is not covered by PTO will be unpaid- Leave no Pay Approved (LNA). This time off is a maximum of twenty-four (24) hours (prorated for FTE) that may only be used in one (1) instance per year and the hours may not be split up amongst multiple occasions. The employee may not choose to use unpaid time instead of available PTO. The LNA time under this circumstance will not count as an occurrence for attendance tracking purposes and is subject to manager approval. f. Unforeseen situations such as emergencies, catastrophic conditions and the like may necessitate scheduled PTO to be cancelled. 10.7 Transfer of Unused PTO. During the Open Enrollment Period, employees may elect to transfer up to forty-eight (48) hours into their Ext …

SEIU RN/ARNP 2023-2027 g. Overtime- In lieu of receiving overtime under Article 7.4, After Hours Coverage employees will be compensated at the rate of one and one-half (1½) times their regular rate of pay for: i. All hours of actual work in excess of ten (10) within the On-Call shift of 4:30 p.m. to 8:30 a.m. ii. All hours of patient care activities before or after the sixteen (16) hour On Call shift iii. All time worked beyond the normal work week as defined in Article 7.2. h. Weekend Premium (WEP) – For After Hours Coverage staff, the weekend is defined as 12:00 a.m. Saturday through 11:59 p.m. on Sunday. WEP will be paid as follows: i. The shift starting Friday at 4:30 p.m. has 8.5 hrs x .625 = 5.25 hours of WEP pay (12:00 a.m. to 8:30 a.m.). ii. The shift starting Saturday at 4:30 p.m. has 10 hours of WEP pay (4:30 p.m. to 8:30 a.m.). iii. The shift starting Sunday at 4:30 p.m. has 7 …

SEIU RN/ARNP 2023-2027 prepared to respond to calls “fit for duty”, and ready to make home visits as required. c. Staffing Levels- The Employer will determine the number and FTE of regular employees needed to best meet patient care needs. d. Actual Hours Worked- For purposes of tracking actual hours worked within the On-Call shift, the following activities are included: i. Home visits, to include time spent for delivery of services at the home, travel time to and from the patient’s home, documentation time and related phone calls. ii. Phone calls, to include time spent responding to pager, talking to patients, related phone calls and documentation. iii. Time spent during the shift for case conferences, meetings with supervisors and training as required by the Employer. e. Compensation- In lieu of receiving any stand-by pay under Article 8.6, the After-Hours Coverage employees will be com …

SEIU RN/ARNP 2023-2027 13.6.2 Order of Recall. As vacancies occur, employees will be recalled to available work in the order of the seniority providing skill; competence and ability are considered substantially equal in the judgment of the Employer. Subject to the above qualifications, an employee on layoff shall be offered reinstatement to vacant positions prior to any employees being newly hired and after any appropriate internal transfers as further set forth in this section. Employees regularly assigned to a specific unit, department or facility will be given preferential consideration for transfer to other shifts or positions in that unit, department or facility over all other employees except more senior employees returning from layoff status to their previous unit and shift or position and department/facility. If any offer of recall is accepted, the employee shall be deemed recall …

7.4.1 Additional Shifts for Exempt Employees. Nurse Practitioners who work additional shifts beyond their regular schedule/FTE shall be compensated on a lump sum basis: up to five (5) hours worked (5 hours x regular rate), over five (5) and up to eight (8) hours worked (10 8 hours x regular rate), over eight (8) and up to ten (10) hours worked (12 10 x regular rate), and anything over ten (10) hours worked (14 12 times the regular rate). 7.5 Rest Between Shifts. In scheduling work assignments, the Employer will make a good faith effort to provide each employee with at least twelve (12) hours off duty between shifts. In the event an employee is required to work with less than twelve (12) hours off duty between shifts, all time worked within this twelve (12) hour period shall be paid at one and one-half (1½) times the regular rate of pay. 7.6 Weekends Off. All regular employees regularly s …

SEIU RN/ARNP 2023-2027 In the event that KFHPWA needs to make a temporary increase to an employee’s FTE in order to provide coverage for a vacancy in the process of being filled, the Employer will first ask for volunteers from the unit and shift where changes are needed. When an involuntary increase is needed, the Employer will make a good faith effort to increase the hours of the least senior person on a work unit and shift, subject to patient care needs, staffing considerations, and hours of operation. The Employer will notify the affected employee(s) in writing of the effective date of the increase and, to the extent known, the expected duration of the increase. In the event that an employee who was formerly assigned to a 0.5 or more FTE status is assigned an hour’s increase of more than 0.25 FTE that lasts for six (6) or more months, the employee shall have access to the following op …