Seniority Rights — Stanford Health Care RNs

SHC/CRONA CBA • 4/1/2025 – 3/31/2028 -76- 37.1.3 If seniority is determinative among two or more Regular Nurses with equal seniority, the order of seniority will be determined by the date of the Nurse’s signature on their application for employment, subject to seniority adjustments. If the dates of the signatures are the same, or one of the Nurses does not have a copy of the application on file, seniority among such Nurses will be determined by the employee number, with the lower number being considered the most senior. 37.2 Regular Nurses who were employed by UCSF Stanford Health Care on March 31, 2000 and were employed by Stanford Health Care (previously known as Stanford Hospital and Clinics) on April 1, 2000 will be credited with their accrued seniority as of March 31, 2000. 37.3 Nurses who were employed by Lucile Salter Packard Children’s Hospital at Stanford (“LPCH”) immediately pr …

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 …

SHC/CRONA CBA • 4/1/2025 – 3/31/2028 -77- 37.9 For permanent staff reductions as defined in Section 38, seniority shall be the determining factor in the order of layoff in the affected area or areas provided that, in the judgment of the Employer, the skill and ability of the Nurses affected is substantially equal. 37.10 Nothing in this Section shall restrict the right of the Employer to evaluate a Nurse’s qualifications and ability before considering the appropriateness of seniority as a factor.

37.1 Seniority – Definition. Subject to the conditions contained in this Section 37 “seniority” is defined as follows: 37.1.1 Seniority applies to Regular full-time and part-time Nurses. 37.1.2 Seniority means the period of continuous, unbroken service within Stanford Health Care.

SHC/CRONA CBA • 4/1/2025 – 3/31/2028 -57- vacancy within the five (5) day period, who apply for the vacancy shall be given preference over external applicants if the qualifications of the current Nurse and external applicants are determined to be substantially equal. a. As between qualified current Nurse applicants, if qualifications are determined to be substantially equal, seniority shall be the determining factor. b. As between qualified external applicants, if qualifications are determined to be substantially equal, Regular and Relief Nurses who are currently employed by Lucile Salter Packard Children’s Hospital at Stanford shall be given preference over other external applicants. c. For the purposes of this section, “external applicants” shall be applicants who are not currently employed at the Hospital in a position in the bargaining unit. 23.4 Transfers pursuant to this Section 23 …

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 …

CRONA recognizes that the Employer announces job vacancies, recruits and hires in accordance with general procedures established by the Employer. To assist Nurses applying for transfer to Nurse vacancies established by the Employer, the following procedures shall be applicable to both Regular and Relief Nurses: 23.1 The Employer shall post all current lists of Nurse vacancies in the following order and manner: 23.1.1 The Hospital shall send an email (via Outlook or a similar hospital-wide email system) identifying the vacancy to the Nurses on the unit in which the vacancy exists. 23.1.2 At least five (5) calendar days after the foregoing notice has been sent and if the vacancy has not been filled with a Nurse on the unit, the Hospital shall post the vacancy on the online application system. The posting on the online application system shall contain at least the following information abou …

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 …