Layoff & Reduction in Force — Stanford Health Care RNs

SHC/CRONA CBA • 4/1/2025 – 3/31/2028 -78- 38.2.3 “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. The purpose of the “A” Time Credit is to compensate Regular Nurses at their base hourly wage rate, including shift differential, when they are absent from work as a result of “A” Time resulting from excess staffing on a unit. The Regular Nurse may choose to use PTO, “A” Time Credit or unpaid hours for Absent time. Accrued “A” Time may be used during any waiting period for State Disability insurance or Workers’ Compensation and to supplement any such disability payments during a period of disability. “A” Time Credit Time Accrued Per Hour Worked First Year of Employment .0243 2nd Through 3rd year .0253 4th through 9th year .0265 10th and subsequent years .0273 Effective in August of each y …

38.1 Staffing. The final determination of appropriate staffing levels is one of the rights reserved to the Employer as defined in Section 40 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. 38.2 Temporary Staff Reductions. 38.2.1 If, in the judgment of the Employer, budgetary or operational considerations require a temporary reduction of Regular Nurses covered by this Agreement the Employer will notify CRONA and at CRONA’s request meet and discuss ways in which to develop equitable staffing for the Regular full-time and part-time Nurses affected. These discussions shall include the feasibility of the following: a. Voluntary temporary reduction in work commitment. b. Credit for voluntary use of PTO. c. Credit for manda …

SHC/CRONA CBA • 4/1/2025 – 3/31/2028 -79- The Employer will meet with CRONA in Joint Conference to discuss the placement of Nurses under this subsection. A Nurse who is offered and refuses placement in a position at substantially equivalent pay shall not be entitled to severance allowance as defined in subsection 4 below. In the event there are no unfilled vacant positions for which the Nurse possesses the requisite skill and ability without additional training, the Nurse may elect to displace the Relief Nurse in the unit of layoff, if any, with the most recent adjusted date of hire, provided that adjusted date of hire is more recent than that of the Nurse being laid off. 38.3.4 Severance Allowance. Regular full-time and part-time Nurses with one (1) year or more continuous employment as a Regular full-time or part-time Nurse, who have not refused a position of substantially equivalent p …

SHC/CRONA CBA • 4/1/2025 – 3/31/2028 -80- of repayment will be established by written agreement between the Nurse and the Director of Employee and Labor Relations, or designee. 38.3.6 Continuation of Benefits. Nurses on layoff status have the option of purchasing health, dental and life insurance at the group rate available to the Employer pursuant to COBRA. These premiums must be paid monthly, in advance by the Nurse. 38.3.7 Re-Employment. Nurses who have been laid off have preference for re- employment (temporary or regular) as specified below, for twelve (12) months from date of layoff. Repayment of a portion of the severance allowance may be required in accordance with 37.3.5. The Employer and CRONA will discuss Joint Conference ways in which laid off Nurses can be made aware of vacant positions as they arise. 38.3.8 Re-Employment Preference. A Nurse who has been permanently or indef …

38.3.5 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 in full at the time of re-employment or by payroll deduction. A Nurse may request other arrangements and, if approved, the schedule

SHC/CRONA CBA • 4/1/2025 – 3/31/2028 -62- 28.3 Discipline. 28.3.1 During the Trial Period of Employment. a. All newly hired Regular Nurses will serve a trial period of six (6) months, with no more than one (1) extension of three (3) months. The extension must be by mutual agreement between CRONA and the Employer unless the trial period has been automatically extended pursuant to Section 6.1. During the trial period of employment a Nurse may be disciplined for conduct or performance which is deemed unacceptable by the Employer. A trial period Regular Nurse is not eligible to use the Grievance Procedure in Section 29. b. All newly hired Relief Nurses will serve a trial period. For “A” and “B” Relief Nurses the trial period shall commence on the first day of employment and extend until the date the Relief Nurse has actually worked one thousand (1,000) hours or twelve (12) months of employme …

SHC/CRONA CBA • 4/1/2025 – 3/31/2028 -63- 28.3.2 After the Trial Period of Employment. a. Discipline for Cause – Regular Nurses. Regular Nurses who have successfully completed the trial period of employment will not be disciplined except for just cause. Any discipline may be appealed by the Nurse under the provisions of Section 29. Except in serious cases warranting immediate discharge, Regular Nurses discharged after the trial period of employment will receive two (2) weeks notice of discharge. Regular Nurses may be required to work as usual during the two (2) weeks 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. b. Discipline for Cause – Relief Nurses. Relief Nurses who have successfully completed the trial period of employment will not be disciplined except for just cause. Any disci …

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 …