Right to Union Representation — University of California RNs (UCSF, UC Davis & all UC)

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 …

2. Authorized Purposes for Paid Release Time a. Within the twelve hours of paid release time provided in §D.1.a., above, the Nurse Representative shall be authorized paid release time for the following purposes: 1) grievance meetings and for one-on-one meetings with a grievant related to the filing of a grievance, 2) a meeting with a supervisor to resolve potential or formal grievances, 3) to attend scheduled group orientation for new Nurses, 4) for Nurse representatives in the Student Health Centers (SHCs), participation in SHC procedure and/or furlough scheduling meetings, 5) for other grievance-related activity, such as that related to the initial filing of a formal grievance, 6) distribution of the printed labor agreement to Nurses, and 7) up to four (4) hours per month for attendance at monthly Nurse Representative meetings at the Nurse’s facility to deal with grievance resolution i …

1. Amount of Time Provided a. Designated Nurse Representatives, Medical Center Chief Nurse Representatives, and alternative Nurse representative(s) for each medical center are eligible to receive twelve (12) hours per month paid release time in accordance with the provisions of this article. The total cumulative use of paid release time for the primary and alternate Nurse Representative, per particular patient care unit or equivalent, shall be limited to twelve (12) per month. b. Each medical center Chief Nurse Representative is also a designated medical center Nurse Representative as provided in §D.1.a., above. The Chief Nurse Representative is therefore eligible to receive a maximum of twenty-four (24) hours per month as follows: 1) twelve (12) of Nurse representative paid release time as provided in §D.1.a., above, and 2) an additional twelve (12) hours of Chief Nurse Representative p …

Joint Labor Management Committee Diversity, Equity, and Inclusion The University of California (hereinafter the “University”) and the California Nurses Association (hereinafter “CNA” or the “Association”) agree to form a systemwide Joint Labor Management Committee (hereinafter “JLMC”) to discuss the following topics including but not limited to: • Strategies to encourage a diverse and representative RN workforce; • Bargaining unit demographics; • Educational programs or training programs designed to assist career opportunities and advancement for historically underrepresented groups in the nursing profession; • Education by RNs regarding key issues in healthcare equity and social justice; • Addressing key issues related to public and social health and ensuring equitable and quality healthcare services for all parts of the UC community; • Steps taken to address racial and ethnic injustice …

Agreement are being observed, and to investigate and assist in the processing of grievances. 2. CNA may designate one (1) Chief Nurse Representative for each medical center, and one Nurse Representative for each student health center on a campus, each medical center, and the Lawrence Berkeley Laboratory. a. At medical centers with more than one hundred (100) Nurses, CNA may designate one (1) additional Nurse Representative and an alternate representative for every one hundred (100) members of the bargaining unit or major portion thereof in that unit. b. Except as provided below there shall be no more than one (1) Nurse Representative and one (1) alternate from a particular patient care unit or equivalent. A Chief Nurse Representative may be from the same patient care unit as a Nurse Representative or Alternate Nurse Representative. If a patient care unit has more then one hundred (100) b …

Joint Labor Management Committee Health, Safety, and Emerging Infectious Diseases The University of California (hereinafter the “University”) and the California Nurses Association (hereinafter “CNA” or the “Association”) agree to form a systemwide Joint Labor Management Committee (hereinafter “JLMC”) to discuss the following topics including but not limited to: • Shared commitment to provide safe and healthy conditions for nurses, healthcare workers, and patients to provide and receive care; • Issues concerning availability and protocols with respect to personal protective equipment; • Screening efforts for infectious diseases within patient population; • Preparedness for infectious diseases, including isolation accommodations; • Effective communication, education and training of direct care providers and other frontline staff; • RN and patient safety concern, including workplace violenc …

PROVISIONS 1. Designated Association representatives who are not University employees, or who are not employed at the facility visited, may visit the facility at reasonable times and upon notice to discuss with the University or bargaining unit members matters pertaining to this Agreement. In the case of visits for the purpose of conducting unscheduled meetings with bargaining unit members, the Association representative shall give notice upon arrival in accordance with local campus/Laboratory procedures. 2. The Association will furnish the University with a written list of all designated Association representatives, including those who are University Nurse Representatives. The Association shall update the list as changes to the original occur. The University need not provide any release time to any Nurse whom CNA has failed to formally designate as a Nurse representative, alternate repr …

A Nurse shall have the right to be represented at all steps of the grievance procedure by a Nurse Representative and/or an Association representative or one (1) person of the Nurse's choice other than a University employee who has been designated as supervisory, managerial, or confidential. In the event more than one (1) representative attends a meeting in the grievance process, only one person may be the primary spokesperson, and only one nurse representative shall be compensated unless it is a multi-department grievance. C.