Charge Nurse Role & Pay — University of California RNs (UCSF, UC Davis & all UC)

A. DEFINITIONS 1. This Article sets forth the terms and conditions of Per Diem Nurse employment. Requirements for maintaining Per Diem Nurse status are established by the University, and may vary at each location. Per Diem Nurses are those employed in University title codes 9119, 9121, 9122 and 9160, and 9114. Per Diem Nurses are neither career nor limited appointment Nurses. Standards of the University's position descriptions must be met as follows: 9119 Per Diem Nurse - Clinical Nurse II 9121 Per Diem Senior Nurse Anesthetist - Senior Nurse Anesthetist 9122 Per Diem Nurse Anesthetist - Nurse Anesthetist 9160 Per Diem Nurse Practitioner - Nurse Practitioner II 9114 Per Diem Home Health Nurse - Home Health Nurse I Per Diem Nurse work assignments add to or substitute for career and limited appointment nursing staff on a pre-scheduled basis or as needed on a day-to-day basis, as determined …

Further, the Nurse may not move into a step that requires a specific amount of UC service until they meet the UC service requirement. 2) UCLA shall maintain its Reassignment Opportunity Program to retain UCLA Nurses. 3) When UC San Francisco identifies a Medical Center funded CN III for layoff in accordance with this Article, the CN III may exercise seniority, and retain the CN III title, over the least senior CN II or CN III in the layoff unit, provided they have the required skills and abilities to perform in that role. If after six (6) months the Nurse fails to demonstrate CN III competency, they will be reclassified downward to a CN II. e. CN IV – AN I Charge Layoff 1) When the University (except at UCLA) identifies a Medical Center funded CN IV position, or an inpatient ANI dedicated charge Nurse position, for layoff in accordance with this Article, and has not been able to effectua …

1. “Charge Nurse” is a working title that describes work assigned to bargaining unit Nurses in addition to their staff Nurse responsibilities. Charge Nurses coordinate the work of other Nurses and serve as lead resource Nurses to resolve problems, provide direction for personnel, and prioritize and facilitate work flow to ensure timely provision of services. 2. The University may temporarily assign charge responsibilities to Nurses in addition to the staff Nurse duties normally assigned to their classification; and the University will pay the charge Nurse differential found in Appendix A. 3. The University’s determination of the necessity to temporarily assign, or not to assign, charge Nurse responsibilities is not subject to the Grievance and Arbitration provisions of this contract. 4. Charge Nurses are not assigned the authority to hire, transfer, suspend, lay off, recall, promote, dis …

1. When possible, a Nurse granted a Work-Incurred Injury or Illness Leave must provide the University with thirty (30) days notice of their ability to return to work. If thirty (30) days notice is not possible, then the Nurse must provide notice as soon as possible. Prior to returning to work, the Nurse must provide a release from their medical provider. Upon the Nurse’s return to work, the University shall either reinstate the Nurse to the same or a similar position in the same department or will determine what accommodation, if any, will be reasonably provided. If the position held has been abolished during the leave, the Nurse shall be afforded the same considerations which would have been afforded had that Nurse been actively working when the position was abolished. 2. A Nurse who has sustained a work-related injury and who has been given temporary restrictions may be provided with m …

is exhausted, the nurse may elect to use accrued vacation time or accrued compensatory time prior to taking Pregnancy Disability Leave without pay. All time off taken as Pregnancy Disability Leave, whether the nurse is using accrued paid leave or taking unpaid leave, shall be deducted from the nurse’s PDLL entitlement and also from her FMLA entitlement if the leave is running concurrently under the FMLA. c. Intermittent and Reduced Schedule Leave 1) When medically advisable and supported by medical certification, the University shall grant a nurse Pregnancy Disability Leave on a reduced work schedule or on an intermittent basis including absences of less than one day. Only the time actually spent on the intermittent or reduced leave schedule shall be counted towards the nurse’s entitlement of up to four (4) months of Pregnancy Disability Leave. 2) When the nurse’s health care provider st …

d. Offering career Nurses priority acceptance into existing Medical Center based training programs, including those the University provides to newly graduated Nurses. 2. Selection for Layoff a. Seniority is determined by the Nurse’s most recent date of hire into a career Nurse position at the University, including continuous employment at Mt. Zion Hospital or Santa Monica Hospital prior to acquisition by the University, and including any conversion credit as provided in Article 4, Section E.2. If two Nurses have the same date of hire, the Nurse with the lower number formed by the last four digits of their California registered Nurse license number will be considered the most senior Nurse. b. The order of indefinite layoff of Nurses in the same classification and specialty within the unit of layoff shall be in inverse order of seniority. c. The University may retain Nurses irrespective of …

the University prior to returning to work. Failure to provide a medical release to return to work may result in the delay of reinstatement until the nurse submits the required medical release certification. 2) Placement on Return to Work – A nurse who has been granted FML for any reason other than Pregnancy Disability shall be reinstated to the same position in the same department upon return from FML If the position has been abolished or otherwise affected by layoff, and an equivalent position is not available, the nurse shall be afforded the same considerations under Article 23, Layoff and Reduction in Time, which would have been afforded had the nurse actually been working rather than on leave when the position was abolished or affected by layoff. The University shall not grant a leave of absence beyond the ending date of the nurse's appointment or predetermined date of separation. Fo …

STAFFING A. The University shall have a staffing system based on assessment of patient needs in conformance with applicable state regulations. The University includes meals and breaks when assessing and determining staffing needs. Concerns regarding staffing ratio and acuity issues shall be addressed by the Professional Practice Committee (PPC) and, for chronic staffing problems, the review process provided in §E., below. Such matters are not subject to the grievance and arbitration procedures of this Agreement. B. The University will not assign Nurses (including Travelers and Registry Nurses) without appropriate competencies to staff nursing areas, except in emergency situations. 1. In the event a Nurse feels that they lack competency, including age-specific clinical competency for an assignment, the Nurse shall so inform the immediate supervisor. The supervisor and the Nurse shall make …