Right to Union Representation — Lucile Packard Children's Hospital RNs

LPCH/CRONA CBA • 4/1/2025 – 3/31/2028 -65- a. Representation at Grievance Meetings. A grievant may be assisted or represented by up to two (2) representatives of CRONA at any Step Three meeting, provided that no meeting will be delayed in order to obtain the presence of a second representative. In the event the Hospital intends to have more than two (2) representatives (not including a management witness, the management person alleged to have violated the Agreement, or the reviewing representative), it will notify CRONA in advance, and CRONA may have an equal number of representatives, provided that the meeting will not be delayed to obtain additional CRONA representatives. b. Representation at Investigatory Interview. When in the Employer’s judgment an investigatory meeting is called for prior to any decision to discipline a Nurse, the supervisor shall inform the Nurse of the purpose an …

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 -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 …

4.1 Any official communications under this Agreement shall be sent to the CRONA office at an address supplied by CRONA as “President, CRONA” and to the Employer as Director of Employee and Labor Relations” or designee. 4.2 To the extent that CRONA may request information or data other than that provided by the terms of this Agreement, all such requests must be in writing by the CRONA President and directed to the Director of Employee and Labor Relations, or designee of the Employer. The Employer shall provide information requested to the extent relevant and necessary to CRONA’s representation responsibilities under this Agreement. The Employer shall in good faith attempt to provide the information within ten (10) business days of the request. If all or part of any information requested by CRONA is considered confidential by the Employer, then CRONA and the Employer will discuss and mutua …

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 -71- who has been assaulted or threatened, if able, shall promptly file an electronic incident occurrence report (i.e. iCare Report). The Employer shall track the number of incidents reported in which a Nurse has been offered a patient reassignment pursuant to this paragraph, and any reassignments that have not been made due to unavailability of nursing staff, and shall report that information and the unit or area in which the incident(s) occurred to the Workplace Violence Prevention Committee on a quarterly basis. 34.4 The Employer shall maintain a Workplace Violence Prevention Program compliant with applicable law. The Employer, in consultation with the Workplace Violence Prevention Committee (“WVPC”), shall maintain a behavioral response team that is tailored to the relevant work setting and is available to each unit and area of practice in which …

LPCH/CRONA CBA • 4/1/2025 – 3/31/2028 -63- conducted no more than fourteen (14) calendar days after the date of referral by the Vice President, Patient Care Services, provided CRONA representatives are available and provided further that the parties may agree to extend the time period to a mutually convenient date. b. Resolution. The reviewing Employer representative shall present a written determination on the grievance with copies to the grievant and CRONA, and the Vice President of Human Resources, within fifteen (15) working days after the review meeting unless mutually extended. The determination shall state the specific reasons for the decision either to grant or deny the grievance. c. If CRONA does not accept the Step Three determination then within fifteen (15) working days of receipt of the determination, CRONA may refer the issue to mediation or arbitration, as described below, …

1.1 Lucile Salter Packard Children’s Hospital at Stanford hereby recognizes CRONA as the exclusive collective bargaining representative for purposes of collective bargaining concerning wages, hours and working conditions for Registered Nurses, currently employed by the Employer at Lucile Salter Packard Children’s Hospital at Stanford in the following classifications: Regular full and part-time Registered Nurses, including Relief and Clinic Nurses, engaged in the direct provision of patient care for 30% or more of their commitment, including Nurses in the job classifications of Clinical Nurse I, II, III and IV, and Relief Clinical Nurse I, II, III, and IV; excluding all supervisors, including the classifications of Patient Care Director, Patient Care Manager, Assistant Patient Care Manager, Nursing Supervisors, and Coordinator of Utilization Management. Also excluded are all Nurses not di …