Layoff & Reduction in Force — Lucile Packard Children's Hospital RNs

LPCH/CRONA CBA • 4/1/2025 – 3/31/2028 -74- rotation of enforced absent days; proportional reduction of hours among Regular Nurses; cross-training. b. Order of temporary layoffs. If the Employer determines, in its sole discretion, that there should be temporary layoffs among Regular Nurses, seniority shall be the determining factor for making any necessary temporary layoffs, provided that in the Employer’s judgment skill and ability of the Regular Nurses affected is substantially equal, and in accordance with the Employer assessment of its operational needs. For Regular Nurses with the same Seniority Date order of seniority shall be determined by application date, if the application date is the same it shall be determined by lot. 36.2.4 “A” Time Credit. Nurses eligible to accrue PTO shall accrue “A” Time Credit on the same productive hours as PTO is accrued, at the following accrual rate. …

36.1 Staffing. The final determination of appropriate staffing levels is one of the rights reserved to the Employer as defined in Section 37 of this Agreement. CRONA recognizes that the Employer’s daily staffing needs may change from unit to unit, shift to shift and that the Employer has the right to schedule Regular and Relief Nurses according to those needs. 36.2 Temporary Staff Reductions. 36.2.1 Enforced Absence (EA) Time. The Policy on Enforced Absence (EA) Time will be reviewed annually by the LPCH Nursing Practice Committee. The Employer may change the Policy on EA Time, but only after consulting with the LPCH Nursing Practice Committee as to any recommendations for changes. Factors to be considered in EA Time policies include work available in other units, canceling Registry Nurses, and canceling Relief Nurses. 36.2.2 PTO Shortage Caused by EA Time. If a Regular Nurse has insuffi …

LPCH/CRONA CBA • 4/1/2025 – 3/31/2028 -75- 36.3.2 Selection of Those to Be Laid-off. The Employer shall designate the area or areas including the unit as appropriate where layoffs are to occur and the number of Regular Nurse positions. Within the designated areas, the Employer will select Nurses for layoff by seniority provided that, in the Employer’s judgment, skills and abilities of the affected Nurses are substantially equal, and in accordance with the Employer’s assessment of operational needs. Where travelers are employed in a unit where layoffs are occurring, the contracts for the travelers in the unit will be terminated as soon as the terms of the contract permit, until all laid off Regular Nurses from that unit have the opportunity to return to a regular position, but not to exceed a period of twelve (12) months from the effective date of layoff. 36.3.3 Placement Alternative to L …

LPCH/CRONA CBA • 4/1/2025 – 3/31/2028 -76- Years of Continuous Regular Nurse Employment Severance Pay Eligibility In Months Of Base Pay 1 year but less than 2 .5 2 years but less than 4 4 years but less than 7 7 years but less than 10 10 years but less than 12 12 years but less than 14 14 years but less than 16 16 years but less than 18 18 years but less than 20 20 years but less than 22 22 years but less than 24 24 years but less than 26 26 years or more 36.3.5 Repayment of Severance. Prior to receiving severance pay, a Regular Nurse must sign an agreement (Severance Repayment Agreement) to repay severance to the Employer if re-employed (temporary or regular) by the Employer within one year of the effective date of layoff. In that event, the Nurse may retain that portion of the severance pay equal to the base pay they would have earned if not laid off. The balance is to be repaid either …

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 INDEX LPCH/CRONA Contract (Continued) -118- Step Increases ........................................................... 9

3.1 This Agreement and its appendices constitute the exclusive record of agreement between CRONA and the Employer on all matters relating to wages, hours and working conditions. 3.2 The Employer and CRONA may mutually agree to amend or add to any provision of this Agreement or its appendices. Any such amendment or modification must be in writing executed by the duly authorized representatives of each party and any verbal modification or amendment shall be of no force or effect. 3.3 This Agreement shall be effective from April 1, 2025 and shall continue in effect to and including March 31, 2028, and from year to year thereafter, unless, at least ninety (90) days prior to March 31, 2028, or at least ninety (90) days prior to any subsequent anniversary date thereafter, either party gives written notice to the other of its desire to terminate or make changes in the Agreement.

LPCH/CRONA CBA • 4/1/2025 – 3/31/2028 -14- 7.7 On-Call System. On-Call is not considered to be hours worked. The Nurse is not required to remain on the Employer premises or any other particular place, but is required to leave word where they may be reached by telephone or beeper. The Employer will compensate a Nurse on on-call at one-half the hourly base wage rate for scheduled on-call hours. If a Nurse is called into work while on on-call status, they will be paid at the rate of one and one-half (1 ½) times the regular hourly rate of pay for actual hours worked and will be guaranteed a minimum of two (2) hours’ pay at this rate, unless, with supervision’s approval, the Nurse wishes to return to their home to resume on-call status. A Nurse called in to work under this paragraph will be compensated according to subsection 7.6 for any overtime hours worked. 7.7.1 Sleep Room. The Employer s …