Meal Periods & Rest Breaks — Lucile Packard Children's Hospital RNs

LPCH/CRONA CBA • 4/1/2025 – 3/31/2028 -36- 14.4.2 Regular Clinical Nurse IIs approved to move to Relief Nurse status without interruption of employment will retain their Clinical Nurse II status. In the event a Clinical Nurse III or IV requests and is approved to move to Relief Nurse status, the Clinical Nurse III or IV will retain their Clinical Nurse status if the Clinical Nurse continues to meet the eligibility criteria of the PNDP. Otherwise, the Nurse will be converted to Clinical Nurse II and placed on the same step on the Clinical Nurse II salary scale. 14.4.3 Relief Nurses who apply and are moved into full-time or part-time Regular Nurse status without interruption of employment will retain their Relief Nurse level and step. 14.4.4 Movement from Regular to Relief Nurse status does not affect Adjusted Hire Date. However, an “A” Relief Nurse or Limited Relief (who has not previousl …

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 …

LPCH/CRONA CBA • 4/1/2025 – 3/31/2028 -38- 14.11.2 Weekend shifts are as defined in Section 16.1. PACU/Teleservice/Clinic Nurses shall be subject to all provisions set forth in this section with the exception of those provisions specifying weekend commitment. The weekend commitment required of such Nurses will be based on the department needs. However, the aforementioned Nurses shall not be required to work weekends beyond the levels established in Section 14.11.1 above. 14.12 Compensation and Benefits. 14.12.1 Relief Nurses will be paid in accordance with the salary schedules set forth in Section 7.1 of this Agreement on an all hours worked basis. Relief Nurses shall be eligible for progression to the next salary step upon the accumulation of one thousand (1000) hours of work, provided (a) no Relief Nurse shall advance more than one (1) step during the twelve (12) month period commencin …

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 -54- (including available hours arising from relocating hours from one shift to another), and an available Relief position. A position or hours shall not be deemed to be “available” until approved by the Employer. Hours worked over a Nurse’s commitment would not be deemed a “vacancy” under this section. 22.3 Eligible Regular and Relief Nurses who make a transfer request are given preference if qualified, as determined by the Employer, for vacancies in the following order and manner: 22.3.1 Nurses who both (i) are assigned to the unit in which the vacancy occurs as of the date of the notice of the vacancy, and (ii) notify their manager (or designee) of their interest in the vacancy within the five (5) day period after notice is provided, shall be given preference over other Nurses. As between qualified applicants assigned to the unit in which the vaca …

2019 A. Purpose. The purpose of this Side Letter is to provide eligible Nurses the opportunity to move to a Relief B position temporarily to allow them to pursue a BSN or MSN degree while continuing to work at the Employer. B. Eligibility and Qualifications. All 0.8 time or more Regular Nurses with five (5) or more years of continuous service with the Employer and who are enrolled in an accredited educational program culminating in a BSN or MSN degree are eligible to request a temporary Relief B position and to apply for a posted temporary Relief B position under this Side Letter. C. Number of Temporary Relief Positions. In each unit with at least ten (10) Regular Nurses, one temporary Relief Nurse position will be made available under this Side Letter, with one (1) additional temporary Relief Nurse position made available for every seventy-five (75) Regular Nurses who are regularly assi …

14.1 Summary of Responsibilities. The purpose of Relief Staff is to provide additional staff to supplement regular staff for census and acuity fluctuations, or for regular staffing fluctuations, so that quality patient care can be maintained. The Relief Nurse may be designated to act as Charge Nurse and is responsible for the delivery of coordinated nursing care for a patient or a group of patients within a specified patient care unit. The Relief Nurse is expected to perform according to the assigned unit’s Clinical Performance Criteria for Nurses. 14.2 New Hires. All newly hired Relief Nurses will serve a trial period. After completion of no more than three (3) months of employment, the Employer will give the Relief Nurse an evaluation in writing if they are having difficulty in meeting expectations. This provision does not limit in any way the right of the Employer to terminate a Relie …

LPCH/CRONA CBA • 4/1/2025 – 3/31/2028 -40- The three hundred fifty (350) hours worked must include meeting the appropriate holiday and weekend commitments as specified above. An eligible Relief Nurse may request up to a total of 8 weeks off (“off-call”) with a limit of 4 weeks during the period from June 1-September 30 and 1 week during the period of November 15 to January 15. “Off-call” will be considered only applicable to requested periods comprising at least seven (7) consecutive days and when the Nurse’s commitment is not met in that pay period. “C” Relief Nurses on an “off-call” period of four weeks or more will be ineligible for Employer-paid benefits during the “off-call” period, but may pay the required premium if they wish to maintain continuous group coverage for themselves, their spouse and dependents. The “off call” period is defined yearly from January 1, to December 31. Fa …