Discipline & Just Cause — University of California RNs (UCSF, UC Davis & all UC)

Corrective Action is an action designed to improve conduct or performance which does not involve an adverse impact on rights, pay, or benefits. Discipline is an action imposed on a non- probationary Nurse when corrective action has proven ineffectual or when the Nurse's misconduct or failure to perform satisfactorily is serious enough to warrant discipline. The University has the authority to discharge or to take other appropriate disciplinary action against a non-probationary Nurse for just cause. B.

1. The Nurse shall be entitled to respond, orally or in writing, to the notice of intent described in §E., above. If the written notice is delivered in person to the Nurse, the Nurse's response must be received within ten (10) calendar days from the date of issuance of such notice of intent in accordance with instructions given by the University in the written notice. If the written notice is mailed to the Nurse and the Association, the Nurse's response must be received within fourteen (14) calendar days from the date of issuance of such notice of intent. 2. After review of the Nurse's timely response, if any, the University shall notify the Nurse of any action to be taken. Such action to be taken may not include discipline more severe than that described in the notice of intent; however, the University may reduce such discipline without the issuance of a further notice of intent. When s …

notice of suspension shall be destroyed after two (2) consecutive years during which there has been no further discipline. 4. There shall be no charge for the first copy of the contents of the Nurse's personnel file. H. REPRESENTATION 1. A non-probationary Nurse shall have the right of representation at any scheduled meeting the outcome of which may be a disciplinary act of written warning, suspension without pay, demotion or discharge. The University shall advise a Nurse of any scheduled meeting, the outcome of which may be a written warning, suspension without pay, disciplinary demotion or discharge. A Nurse may request a representative of the Nurse's choice other than a University employee who has been designated as supervisory, managerial, or confidential to be present when there is reason to believe that a meeting may result in disciplinary action as defined above. If the Nurse's pr …

The University may use an oral reprimand or counseling memorandum as corrective action. Discipline may involve a written warning, suspension without pay for up to five (5) working days for eight (8) hour Nurses, four (4) working days for ten (10) hour Nurses, or three (3) working days for twelve (12) hour Nurses without prior notice; suspension beyond five (5) working days for eight (8) hour Nurses, four (4) working days for ten (10) hour Nurses, or three (3) working days for twelve (12) hour Nurses with notice; demotion for failure to meet performance standards, as defined in §C., below, or discharge. Nurses who are suspended without pay for up to five (5) working days for eight (8) hour Nurses, four (4) working days for ten (10) hour Nurses, or three (3) working days for twelve (12) hour Nurses, and who wish to contest the suspension, must grieve within the time limits established by t …

A Per Diem Nurse who is injured on the job may apply for Workers' Compensation. H. PER DIEM RIGHTS (UCSF only) In addition to the rights guaranteed to Per Diem Nurses under this Article, Per Diem Nurses hired from UCSF Stanford in connection with the dissolution of UCSF Stanford Health Care clinical operations shall be granted just cause as defined in Article 26, and enforcement of the right in Articles 27 (Grievance Procedure) and 28 (Arbitration) for the duration of this Agreement. A Nurse who does not meet the minimum scheduling commitment shall not have access to Article 26, Corrective Action, Discipline, and Discharge, and may be released at the sole non-grievable discretion of the University. Docusign Envelope ID: F99CCBA1-32AA-4BEB-B549-08B74A2110BB Docusign Envelope ID: C4078131-7E64-4016-9601-5580E984F282

1. If the grievance is not resolved at Step 1, the Nurse or the Association may proceed to Step 2 by filing an appeal, as follows: a. The Nurse or the Nurse's representative shall submit the written appeal on the mutually agreed-upon form. b. The written appeal must be postmarked, submitted via email, or hand delivered to the local labor relations office listed in Appendix G within fifteen (15) calendar days of the date on which the written response to Step 1 was given or due. 2. The University shall schedule a Step 2 meeting within ten (10) calendar days following receipt of the appeal to Step 2, to attempt to resolve the grievance. During the Step 2 meeting, the Nurse and the Nurse's representative, if any, shall present the known facts, issues and allegations relevant to the grievance. 3. Within fifteen (15) calendar days following the Step 2 meeting, or within fifteen (15) calendar d …

A. During the term of this Agreement or any written extension thereof, the University agrees that there shall be no lockouts by the University. The Association, on behalf of its officers, agents, and members agrees that there shall be no strikes, including sympathy strikes, stoppages or interruptions of work, or other concerted activities which interfere directly or indirectly with University operations during the life of this Agreement or any written extension thereof. The Association, on behalf of its officers, agents, and members, agrees that it shall not in any way authorize, assist, encourage, participate in, sanction, ratify, condone, or lend support to any activities in violation of this Article. B. The Association shall immediately take whatever affirmative action is necessary to prevent and bring about an end to any concerted activity in violation of this Article. Such affirmati …

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 …