Discipline & Just Cause — Lucile Packard Children's Hospital RNs

27.1 Written Warning (excludes other Disciplinary Notices). 27.1.1 A written warning is provided primarily where previous verbal communications have been ineffective and the supervisor wishes to impress upon the Nurse the seriousness of a problem and/or more serious corrective action or discharge is not deemed warranted. If the Nurse’s supervisor is not a Registered Nurse, the assessment of the Nurse’s clinical skills shall be provided by a non-CRONA Nurse. The supervisor will advise the Nurse that they may request a CRONA representative at the meeting in which the written warning will be delivered. If a CRONA representative is requested to attend the meeting, the meeting must be held within three (3) business days of the date the supervisor notifies the Nurse of the disciplinary meeting, or within such additional time as is agreed to by the Employer. If the CRONA representative is not a …

LPCH/CRONA CBA • 4/1/2025 – 3/31/2028 -60- separation. The Regular Nurse may be required to work as usual during the notice period, or may be given pay in lieu of notice, or may be required to work part of the notice period and be paid in lieu of working the remainder of the period. e. Except in serious cases warranting immediate discharge or when the discharge involves a failure to maintain commitment, a Relief Nurse discharged during the trial period of employment who has completed the first five hundred (500) hours of employment will receive a one (1) week notice of separation. The Relief Nurse will not be required to work during the notice period and is not eligible for pay in lieu of notice. f. A Relief Nurse discharged during the trial period for failure to maintain commitment pursuant to Section 14.11.1 will be advised of the termination by letter to their last known address. g. C …

LPCH/CRONA CBA • 4/1/2025 – 3/31/2028 -59- 27.2.2 Both the Nurse and CRONA shall cooperate with the Hospital during the scheduling of the investigatory interviews. The Nurse and a CRONA representative shall be available to attend the investigatory interviews within three (3) business days after the Hospital requests the investigatory interview. If the investigatory interview does not occur within this three (3) day period because either the Nurse or the CRONA representative is not available during this period, then the Nurse shall be on unpaid status until the investigatory interview is actually held. 27.2.3 If upon investigation the Hospital imposes a termination or a suspension longer than the period during which the Nurse was relieved of duty without pay, the Hospital shall not attempt to recoup any amount paid to the Nurse while they were relieved of duty, and all unpaid time when th …

LPCH/CRONA CBA • 4/1/2025 – 3/31/2028 -61- performance where they are considered unsatisfactory. Supervision shall then seek to work out a written plan with the Nurse, aimed at eliminating the performance problems and specifying what sort of improvement will be expected of them over the term of a defined probationary period not to exceed sixty (60) days in length, if supervision determines that a probationary period would be useful. The CRONA Nurse Advocate or a CRONA officer or officers designated by CRONA as the representative for the purposes of this paragraph will be notified when supervision determines that a Nurse may be placed on probation and at the Nurse’s request may be present at the meeting to discuss the probation. CRONA will inform the Employer in writing of the CRONA officers so designated within thirty (30) working days after execution of this agreement and thereafter wit …

LPCH/CRONA CBA • 4/1/2025 – 3/31/2028 -62- procedure for disputes over whether their paychecks are in accordance with the pay provisions of this Agreement, for example, whether they properly received shift differential or overtime pay; or whether they have been subjected to any discrimination of the type described in Section 2. 28.2.2 A formal grievance is a written claim by a Nurse or CRONA concerning a Nurse’s wages, hours, or working conditions and involving the interpretation or application of this Agreement. A grievance may be filed by any individual Nurse covered by this Agreement or by any officer designated by CRONA. A grievance filed by CRONA when not on behalf of an individual Nurse shall be started at Step Two of this procedure. 28.3 Grievance Procedure. 28.3.1 Step One – Informal Discussions. A grievance may be started when a Nurse (called “grievant”) tells their supervisor t …

LPCH/CRONA CBA • 4/1/2025 – 3/31/2028 -24- Accrual Rates for Full-Time 12-hour shift Nurse Years of Service Time Accrued Per Hour Worked Projected Annual Hours For Full-Time 12-Hr Employee Projected Annual Days For Full-Time 12-Hr Employee First year of employment .1000 187.2 15.6 2nd through 3rd year .1193 223.33 18.6 4th through 9th year .1385 259.27 21.6 10th & subsequent years .1500 280.80 23.4 9.1.4 Use of PTO. a. PTO may be used as soon as it is earned. PTO may not be used in advance and may not be used on regularly scheduled days off. All PTO hours will be taken in the same manner as the Nurse is normally scheduled to work: e.g., In 8 hour increments for 8 hour shifts, and in 12 hour increments for 12 hour shifts. b. PTO, as with all other time off such as absent time, must, except in unusual circumstances, be requested in writing in advance of the time off desired, and approved i …

LPCH/CRONA CBA • 4/1/2025 – 3/31/2028 -37- 14.10 Performance Evaluation. Relief Nurses will be provided with an annual review. The Employer shall use reasonable efforts to schedule annual reviews for each Nurse once every twelve (12) months, except during the Nurse’s first year of employment. The performance evaluation process for Relief Nurses will be the same as for Regular Nurses. 14.11 Employment Commitment and Status. 14.11.1 a. Relief Nurses will be hired or transferred into one of the following categories: Limited Relief; “A” Relief; “B” Relief; or “C” Relief, as detailed below. Relief Nurses are required to make a written commitment of availability (as defined below), including an agreed evening and night shift commitment. b. Upon hire or transfer into a Relief position, a new Relief Nurse will be required to agree to work at least one-third (1/3) the applicable commitment on eve …

The Employer provides Nurses performance appraisals periodically and/or in conjunction with any change in a Nurse’s classification in accordance with procedures established by the Employer. Regarding written performance evaluations CRONA and the Employer agree as follows: 26.1 Nurses will be provided with an annual review. The Employer shall use reasonable efforts to schedule annual reviews for each Nurse every twelve (12) months, except during the Nurse’s first year of employment. The Nurse will be notified at least thirty (30) days prior to the date of their annual review. The Nurse will have at least fourteen (14) days to submit their completed self- evaluation and any supporting documentation. If the Nurse fails to provide the required documentation/paperwork, the supervisor can evaluate the Nurse without benefit of the documentation/paperwork. If the Nurse’s Supervisor is not a regi …