Jury Duty Pay — Stanford Health Care RNs

21.1 Jury duty as used in this Agreement is defined as that time a Regular or eligible Relief Nurse is required to spend sitting on a jury or physically waiting at the courthouse in anticipation of being called to sit on a jury. Jury duty does not include time spent away from the courthouse on “telephone alert” or other forms of standby service not requiring a Nurse’s physical presence at the courthouse. 21.2 There will be no loss in regular wages for time spent away from work when an eligible Nurse is called for jury duty or for legal appearances on behalf of the Employer. PTO accrual will continue for all such hours that the Nurse would normally have been scheduled to work. 21.3 Wage payments will not be made for jury duty on any day on which an eligible Nurse had been previously scheduled for PTO, or a Leave of Absence. Regular and eligible Relief Nurses will be paid at their hourly b …

SHC/CRONA CBA • 4/1/2025 – 3/31/2028 -55- 21.5 The eligible Nurse should notify the supervisor immediately upon receipt of the summons so that arrangements can be made for the absence. Upon request by the supervisor proof of completion of jury duty will be provided. 21.6 Eligible Nurses required to participate in jury duty, grand jury duty, or legal appearances as defined in this Section shall not be scheduled to work more than ten (10) days in every fourteen (14) day pay period with each day spent in jury duty or legal appearances considered a day worked for the purposes of this Section. Regardless of shift, the Nurse shall be relieved of their duties on the date they are required to be on jury duty or make legal appearances. Night shift eligible Nurses will be provided paid jury duty release time either the night before serving on jury duty or the night of the jury duty service, if sch …

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 be paid pursuant to the Agreement at a base wage rate that is the higher of either (a) the Nurse’s current base wage rate as of the day this Side Letter is executed, or (b) the base wage rate corresponding to the Nurse’s classification and step pursuant to the Agreement, as provided by Attachment C. 3. Retroactive Pay for Interim Pay Period. After the Second Implementation Date, Transfer Center Nurses who submit a payroll correction request by no later than November 30, 2021, will receive retroactive payment for time worked during the single pay period between the First Implementation Date and the Second Implementation Date (the “Interim Pay Period”). This retroactive payment will be equal to the following: (a) any additional pay the Transfer Center Nurse would have received had the base wage rate corresponding to the Nurse’s classification and step p …

SHC/CRONA CBA • 4/1/2025 – 3/31/2028 GLOSSARY The following definitions are intended to clarify the use of certain phrases and terms used throughout this Agreement. It is not necessarily all-inclusive. Hourly Base Wage Rate: The actual hourly base pay, excluding any applicable shift differential, overtime, Employer paid benefits, or other allowances or premiums. Regular Hourly Rate of Pay: An hourly rate which is equal to the Nurse’s hourly base wage rate inclusive of any applicable shift differential. Overtime and Holiday Pay: An hourly rate which is equal to the Nurse’s hourly base wage rate plus applicable shift differential plus one-half the regular hourly rate of pay as defined by the Fair Labor Standards Act. Premium Pay: A rate of pay which is equal to one and one-half times the Nurse’s hourly base wage plus any applicable shift differential. Work Day: The Nurse’s individual work …

SHC/CRONA CBA • 4/1/2025 – 3/31/2028 -27- m. Cash Out PTO Account. Thirty (30) days prior to implementation of the Cash Out PTO Account, the Employer will distribute to Nurses a written explanation, written in a manner intended to be readily understandable, of the accrual cap and the Cash Out PTO Account how they will work, how to check PTO and Cash Out PTO balances, and where to call with questions. Any Nurse who, as of the one hundred twentieth (120th) day following ratification of this Agreement, has accrued but unused PTO in an amount in excess of two hundred sixty (260) hours, will have the accrued but unused PTO hours that exceed two hundred sixty (260) hours transferred into a Cash Out PTO Account. The hours so transferred shall thereafter be paid out to the Nurse annually, on the last payday of August, in an amount up to one hundred (100) hours until the Cash Out PTO Account has …

SHC/CRONA CBA • 4/1/2025 – 3/31/2028 -13- 7.6.2 For purposes of overtime calculation, hours worked will include time actually worked, but will not include any time for which the time and one-half (1-1/2) premium or the double time premium has been paid. 7.6.3 The Employer will make reasonable efforts to secure volunteers from the staff on the premises, including Nurses not covered by this Agreement, and from resources outside the hospital, to replace a Nurse who is unable to work overtime. A Nurse who is too fatigued or ill to perform their duties safely will inform the Manager and be relieved of duty. 7.6.4 Double Back Premium. Any Nurse assigned to rotating shifts who is scheduled, unless by their request, to work within eight (8) hours after the end of a scheduled shift shall be paid overtime rates for the entire second shift. When a Nurse is required to stay involuntarily past the sc …

SHC/CRONA CBA • 4/1/2025 – 3/31/2028 -59- 25.3 Correction of Payroll Errors: 25.3.1 An underpayment in a paycheck of pay for eight (8) or more hours due to an error by the Employer shall be remedied no later than five (5) business days after the error has been reported, unless Payroll has not been able to verify the error during that time period. Such payments shall be made by check or direct deposit, in accordance with the Nurse’s election pursuant to Section 25.1. 25.3.2 Other underpayments and overpayments will normally be rectified on the paycheck following the detection of the error. Repayment plans may be developed by the Payroll Office if an amount to be repaid would cause a hardship to the Nurse. All repayment plans must ensure the return of the full amount prior to completion of any employment contract or termination of employment. 25.3.3 Payroll shall make diligent efforts to v …