Right to Union Representation — Kaiser Permanente — Washington RNs & ARNPs

3.1 Union Access. The Union’s authorized staff representatives may have access to the Employer’s premises where employees covered by this Agreement are working, excluding direct patient care areas, for the purpose of investigating grievances and contract compliance at reasonable times, after notifying the Employer. Access for other purposes shall not be unreasonably denied by the Employer. The Union’s representatives shall advise the Employer as to which department or area the staff representative wishes to visit, and will confine such visits to the department or areas agreed upon. Such visits shall not interfere with or disturb employees in the performance of their work during working hours and shall not interfere with patient care. 3.1.1 New Employee Orientation. During the Employer’s new hire orientation program, KFHPWA will make a conference room available for up to one-half (½) hour …

SEIU RN/ARNP 2023-2027 3.5 Contract Distribution. The Employer shall make available a copy of this Agreement to all newly hired employees. 3.6 Negotiations Release Time. Subject to patient care requirements, the Employer will make a good faith effort to assist in providing unpaid release time for employees participating in contract negotiations. Employees will work with their managers to arrange this time off. Unpaid release time to participate in this activity will accrue benefits. 3.7 Employee Participation in Union Activities. Subject to appropriate advance notice and scheduling/staffing requirements, Union officers, delegates and members of contract committees may use eight (8) hours per calendar year of their continuing education leave/time to attend union-sponsored training in leadership representation and dispute resolution. The Union must provide written notification to the Emplo …

SEIU RN/ARNP 2023-2027 calendar days after the date of hire. The Employer shall make newly hired employees aware of this requirement at the time of hire. Employees who fail to comply with this requirement shall be discharged by the Employer within thirty (30) calendar days after the receipt of written notice to the Employer from the Union, unless the employee fulfills the membership obligation set forth in this Agreement. Newly hired employees shall not be required to pay the Union’s initiation fee until after ninety (90) days of employment. 2.2 Religious Objection. Any employee who is a member of and adheres to established and traditional tenets or teachings of a bona fide religion, body, or sect which has historically held conscientious objections to joining or financially supporting a labor organization shall not be required to join or financially support the Union but, in the alterna …

Staff and management on the work unit are responsible for developing a mutually agreeable notification process other than work email. The employer must notify the union and the union must consent to the alternative notification process. 6.2.1 Corrective Actions that are older than the following time periods shall not be considered when evaluating and selecting applicants for lateral transfers and/or promotions. • Level 3 & 4 – twelve (12) months Level 1 and 2 documents shall not be included when evaluating and selecting applicants for lateral transfers and/or promotions. 6.3 Discipline/Discharge for Just Cause. Discipline/Discharge shall be for just cause. Employees who have been discharged by the Employer shall be given a written statement of the cause of discharge within three (3) working days thereafter. Upon request by the employee, a copy of the notice will be sent to the Union. Eve …

SEIU RN/ARNP 2023-2027 management decision-making process and mutual education and information sharing by both parties. The primary goal of the JLMC is to support staff and management in the delivery of quality patient care, including improved conditions conducive to the delivery of quality care and the recruitment and retention of nurses. The Employer and the Union recognize the importance of working together to provide an environment in which staff can effectively and safely provide care. The parties also recognize that staffing and workload are integral and critical elements of the work environment. The JLMC will develop an annual plan to address issues of mutual concern including but not limited to staffing, patient safety, workforce planning, etc. The JLMC shall use an interest-based process for problem solving. The JLMC may address matters subject to collective bargaining but shall …

16.1 The Employer will maintain a safe and healthful workplace in compliance with all Federal, State and local laws applicable to the safety and health of its employees. 16.2 The Employer shall form a Health and Safety committee composed of employee and Employer representatives. The purpose of the committee shall be to investigate safety and health issues and to advise the Employer of education and preventive health measures for the workplace and its employees. The committee shall allow for proportionate membership representation of employee groups. Broad-based and persistent health and safety concerns of individual employees or employee groups can be addressed to the Committee if they have not been adequately responded to at the facility or unit level. 16.3 The Employee’s Safety and Health committee, and the Union representatives to the joint committee, act hereunder exclusively in an a …

SEIU RN/ARNP 2023-2027 Administration on broad-based productivity, workload, patient acuity systems, or other issues such as scheduling practices and innovative staffing patterns that may impact or contribute to an improved work environment and patient care delivery, and, in recognition of the mutual desire of the parties to maintain staffing consistent with quality patient care and good working conditions, (2) serve as a resource for problem-solving and development of alternatives when chronic facility or unit-wide staffing problems have not been adequately addressed after reasonable efforts between staff and management at the facility or unit level. Employees are responsible for first bringing such concerns to their manager in a timely manner for purposes of mutual discussion and problem solving. Compliance with RCW 70.41.420 will be delegated to the inpatient NPC. Individual staff may …

SEIU RN/ARNP 2023-2027 including improved conditions conducive to the delivery of quality care and the recruitment and retention of Nurse Practitioners Nursing Home Services. The JLMC shall use an interest-based process for problem solving. Up to three (3) staff members shall be appointed by SEIU 1199NW to the Committee. This JLMC will meet bi-monthly. JLMC members shall be compensated for their meeting time. Such meetings shall be scheduled so as to minimize conflict with scheduling routines. An agenda will be jointly developed by JLMC members and management prior to the meeting. Minutes will be kept of all meetings. The purpose of this JLMC will be to: (1) assess and make recommendations to Administration on broad based productivity, workload, patient acuity systems, or other issues such as scheduling practices and innovative staffing patterns that may impact or contribute to an improv …