Bereavement Leave — Stanford Health Care RNs

19.1 Eligibility. Regular Nurses covered by this Agreement who have successfully completed the trial period and who expect to be absent for family, personal, medical (including pregnancy related disability), military, or educational reasons are eligible to apply for a leave of absence. Requests for review of leaves of absence by trial period Regular Nurses will be considered by the Employer on a case by case basis. Granting or denying such requests shall be at the sole discretion of the Employer unless otherwise required by law and not otherwise reviewable under the terms of the Agreement. A granting of a leave to a Regular Nurse in the trial period shall be considered as an automatic extension of the trial period for the period of leave granted. If an approved leave of absence is granted for a period that is less than seven (7) days and the absence exceeds seven (7) days, a leave of abs …

SHC/CRONA CBA • 4/1/2025 – 3/31/2028 -50- c. Educational leave must be approved by the Nurse’s supervisor and the Vice President of Patient Care. d. If an educational leave of absence exceeds one-hundred eighty (180) calendar days, the Regular Nurse’s hire and review dates will be adjusted forward for the entire period of unpaid time off which exceeds one-hundred eighty (180) calendar days. 19.3.2 State and Federal Family and Medical Leave. Nurses who have been employed by Stanford Health Care for at least twelve (12) months and have worked for the Employer at least twelve hundred fifty (1250) hours during the previous twelve (12) months are eligible for Family/Medical Leave in accordance with State and Federal laws: • birth of the employee’s child; • the placement of a child with the employee as a result of adoption or foster care; • the care of a spouse, domestic partner, child or pare …

SHC/CRONA CBA • 4/1/2025 – 3/31/2028 -51- 19.3.4 Pregnancy Related Disability Leave. All female Regular Nurses covered by this Agreement are eligible for pregnancy related disability leave. The leave is granted at the request of the Regular Nurse, for the period of time during which they are incapable of performing their job because of medical disability resulting from pregnancy, delivery, or post-childbirth recovery. The Regular Nurse may take the leave without pay or use accrued PTO during any waiting period before ESL or state Disability becomes available, and may use PTO for any period after ESL is exhausted, or integrated with any State Disability income received, not to exceed the Regular Nurse’s normal pay. The leave may be as long as six (6) months when a verified disability exists. If the Nurse remains disabled following the end date of the leave the situation will be treated as …

SHC/CRONA CBA • 4/1/2025 – 3/31/2028 -52- 19.5 Combinations of Leaves of Absences. Excluding military and educational leaves of absence, no combination of leaves shall be granted within any three hundred sixty-five (365) day period, measured from the first day of the first such leave, which considered together exceed one hundred eighty (180) days unless a personal leave of absence extension of up to six (6) months is granted at the sole discretion of the Regular Nurse’s supervisor with the approval of the Vice President of Patient Care. Regular Nurses with fifteen (15) years or more of service shall be granted an additional thirty (30) days of medical leave if the Nurse’s evaluations have been satisfactory and there are no corrective actions in the Nurse’s personnel file. 19.6 Reinstatement Rights. 19.6.1 In the case of State and Federal Family and Medical leaves of absence, Medical, pre …

SHC/CRONA CBA • 4/1/2025 – 3/31/2028 -65- 29.3.2 Step Two – Submission of Formal Grievance. The grievance shall be submitted in writing to the Vice President of Patient Care within the time frames set forth in paragraph b. Timeliness below. The Vice President of Patient Care will submit a copy of the grievance to CRONA and to the Director of Employee and Labor Relations within two (2) working days from receipt of such grievance. a. Content of Formal Grievance. The formal grievance shall be signed and dated by the grievant or designated CRONA officer and shall contain a brief description of the action or inaction complained of, the Employer management representative, if known, who is believed to have taken the action or failed to act, the date the action occurred or should have occurred, the resolution desired, and the Section or Sections of the Agreement alleged to be involved. b. Timeli …

SHC/CRONA CBA • 4/1/2025 – 3/31/2028 -19- 9.2 Changes in Employer Provided Benefits. The Employer shall have the right to alter the benefits or carrier of any of the plans enumerated in this Section. Sixty (60) days prior to the implementation of any such changes the Employer shall notify CRONA of any such proposed changes and shall provide, in Excel or a similar electronic format, to CRONA relevant information that is not confidential or privileged upon which the Employer has based its decision to make the proposed changes. Upon CRONA’s request, the Employer shall meet with CRONA to review the proposed changes in an attempt to reach mutual agreement regarding modifications. If mutual agreement is not reached, the Employer shall maintain substantially equivalent benefits and plans as enumerated hereunder during the term of this Agreement. In the event the Employer makes changes which inc …

SHC/CRONA CBA • 4/1/2025 – 3/31/2028 -28- documentation. If approved by the Director of Employee and Labor Relations, payment will be made to the Nurse. Employer decisions to approve or deny requests for cash outs shall be final and binding and not reviewable under the terms of this Agreement. p. A Nurse changing status from Regular to Relief will receive an immediate cash-out of all PTO hours accrued at their hourly base wage rate, in their PTO Account, and in their Cashout PTO Account, if applicable, (not including any applicable relief per diem). q. The Employer will make a good faith effort to grant each Nurse two (2) consecutive weeks of vacation per year, if requested, without requiring the Nurse to find coverage. 10.1.5 Holidays. The following holidays are built-in components of the PTO accrual rates: New Year’s Day, Martin Luther King’s Birthday, Memorial Day, Independence Day, L …

SHC/CRONA CBA • 4/1/2025 – 3/31/2028 -54- the Holiday Shifts on Christmas and Christmas Eve pursuant to this provision shall be available to be assigned to work on New Year’s Eve and New Year’s Day, and vice versa. For purposes of this provision, the Holiday Shifts are the shifts occurring during the 48-hour period commencing with the start of the Nurse’s shift on the day before each holiday (i.e., Christmas Day or New Year’s Day). 20.2 It shall be the responsibility of the Regular Nurse to request, according to established departmental policy, their preference with regard to this holiday time, including choice of holiday and whether it should be scheduled as a regular day off or PTO time. If it is not feasible to grant the holiday as a day off, PTO or “A” time shall be used. 20.3 The Employer shall, on the basis of the Employer’s needs, decide which of the holidays shall be granted. 20. …