Written Warnings & Your Personnel File — Stanford Health Care RNs

SHC/CRONA CBA • 4/1/2025 – 3/31/2028 -61- 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. A CRONA representative must be available for a meeting within three (3) business days of the Nurse’s request to have a CRONA representative at the meeting, or within such additional time as is agreed to by the Employer. A recurrence of similar related misconduct may result in further corrective action or discharge. Regular and Relief Nurses who have completed the trial periods specified in Section 6 and 15 of the Agreement may grieve the Written Warning pursuant to the provisions of Section 29 and the Nurse may provide written objections to the warning within fifteen (15) days of receipt. The objections will be placed in th …

SHC/CRONA CBA • 4/1/2025 – 3/31/2028 -60- 27.1 The Nurse’s supervisor will advise the Nurse thirty (30) days prior to the annual review date that the evaluation is due on the review date. The Nurse will provide the required documentation/paperwork to their supervisor within fourteen (14) days of receiving such advice. If the Nurse fails to provide the required documentation/paperwork, the supervisor can evaluate the Nurse without benefit of the documentation/paperwork. If the Nurse’s Supervisor is not a registered Nurse, the assessment of the Nurse’s clinical skills shall be provided by a Registered Nurse not covered by this Agreement. Performance problems will be identified with the Nurse prior to documentation in the performance appraisal. 27.2 Areas needing improvement during the period covered by the evaluation will be noted on the evaluation form. For example, excessive absences dur …

28.1 Written Warning (excludes other Disciplinary Notices). 28.1.1 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

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 -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 -68- delayed to obtain the presence of a second CRONA representative. If the Nurse requests the presence of a CRONA representative, the meeting shall occur within three (3) business days of the Employer’s request for the investigatory meeting. If the Nurse requests representation and if the Hospital intends to have more than two (2) representatives (not including a management witness), the Hospital 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. CRONA and the Employer, with advance notice to the other party, may each invite a trainee to observe, but not participate in, an investigatory meeting, and such trainee shall not count toward the number of representatives provided for herein. For purposes of the advance notice, the Empl …

SHC/CRONA CBA • 4/1/2025 – 3/31/2028 -64- forth above. A CRONA representative will be notified of the decision to terminate. c. Opportunity to Transfer After Trial Period – Regular Nurses. A Regular Nurse who is subject to probation or termination under this Section may request a transfer to another Nursing Unit provided that a position exists and that supervision of both affected units agree to the transfer. If a transfer is approved the Regular Nurse will be evaluated pursuant to Section 6.2 of this Agreement. The decision of unit supervision as to the feasibility of transfer shall not be reviewable under the terms of this Agreement. d. Opportunity to Transfer After Trial Period – Relief Nurses. A Relief Nurse who is subject to probation or termination under this Section may request a transfer to another Nursing Unit provided that a position exists and that supervision of both affected …

SHC/CRONA CBA • 4/1/2025 – 3/31/2028 -40- 15.6 Transfers to Different Units or Areas. Relief Nurses are not eligible for transfer during the trial period of employment. If a Relief Clinical Nurse III or IV requests and receives a transfer, Section XV of the Professional Nurse Development Program will apply. 15.7 Movement to Regular Nurse Employment During the Trial Period. Trial period Relief Nurses who apply and are hired into Regular full-time or part-time Nurse status without interruption of employment retain their Relief Nurse level and step but will be required to serve the trial period specified in Section 6.1. of this Agreement. 15.8 Movement to Regular Nurse Employment After the Trial Period. Relief Nurses who have successfully completed the Relief Nurse trial period who apply and are hired into Regular full- time or part-time Clinical Nurse II status without interruption of empl …