Professional Agreement Between Good Samaritan Regional ... · 3 Association" or ONA) and Good...

ONA → Good Samaritan Regional Medical Center Date of Proposal: ____/____/____

Professional Agreement

Between

Oregon Nurses Association

and

Good Samaritan

Regional Medical Center

and

Good Samaritan

Home Health

September 6, 2016 until June 30, 202219


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Accepted by Employer

ONA reserves the right to add, change, modify or delete any of the above proposals at any time during negotiations.

ONA/Good Samaritan Regional Medical Center Collective Bargaining Agreement 2013 -2016 1

AGREEMENT 1

This Agreement is entered into between the Oregon Nurses Association ("the 2

Association" or ONA) and Good Samaritan Regional Medical Center, of Corvallis, 3

Oregon, its successors or assigns (hereinafter "the Medical Center"). 4

5

The intention of this Agreement is to formalize a mutually agreed upon and 6

understandable working relationship between Good Samaritan Regional Medical Center 7

and its registered Professional Nurses. This relationship is based on serving our 8

communities with the core values of P.R.I.D.E.the Medical Center: leadership, respect, 9

excellence, integrity, stewardship, compassion and service Passion, Respect, Integrity, 10

Dedication and Excellence to the end that the dedicated common objective of building 11

healthier communities together through superior patient care may be harmoniously and 12

consistently maintained. For and in consideration of the mutual convents and 13

undertakings herein contained, the Medical Center and Association do hereby agree as 14

follows: 15

16

ARTICLE 1. RECOGNITION 17

The Medical Center recognizes the Association as the collective bargaining 18

representative with respect to rates of pay, hours of work and other conditions of 19

employment for a bargaining unit composed of all Registered Nurses employed by the 20

Medical Center as General Duty Regular Nurses, Ambulatory Infusion Nurses, Home 21

Health Nurses and Clinical Coordinators/Charge Nurses but excluding Llactation 22

Ssupport Sservices Coordinator, coordinator, nNursing/hHospital eEducator, dDiabetic 23

eEducator, eEpidemiologist, uUtilization rReview/pPerformance iImprovement, 24

Employee Health Nurse, rRisk mManagement, Medical Office Nurses and 25

administrative and supervisory personnel (including Assistant Department Managers, 26

Unit Supervisor and Trauma Coordinators). It is hereby understood, for the term of this 27

Agreement, that this recognition clause shall not apply to medical office nurses unless 28

the parties mutually agree otherwise. 29


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B. The Medical Center will notify the Association and follow the National Labor 1

Relations Board process to determine if a new position should be included in the 2

bargaining unit. 3

C This Agreement supersedes all prior Agreements between the Association and 4

the Medical Center. 5

D. Should any article, section, or portion of this Agreement be found unlawful by 6

state or federal standards, the parties shall examine that section alone and, if 7

possible, to negotiate substitute provisions for the invalidated article, section or 8

portion of this Agreement. 9

10

11


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ARTICLE 2. ASSOCIATION PRIVILEGES 1

A. Nurses covered by this Agreement, who were hired after July 1, 1976, shall, as a 2

condition of employment, be required to do one of the following after ninety (90) 3

days of employment under this Agreement or the execution of this Agreement, 4

whichever comes later: 5

6

1. Join and maintain membership in the Association; or 7

2. Pay an amount equivalent to Association dues to the Association; or 8

3. Pay an amount equivalent to Association dues to a non-religious, tax-9

exempt charitable fund of the nurse's choice, for example Center Against 10

Rape and Domestic Violence (CARDV). Linn-Benton Food Share, 11

Jackson Street Youth Shelter, ABC House or the Good Samaritan Medical 12

Center Foundation, in the case of nurses who object to membership in or 13

payments to a labor organization on the basis of religious tenets or 14

teachings of a bona fide religion, body or sect which has historically held 15

conscientious objection to joining or financially supporting labor 16

organizations. 17

18

B. Nurses covered by this Agreement, who were hired on or before July 1, 1976, 19

and Home Health Nurses, employed on April 1, 2010 who are not ONA members 20

or paying Fair sShare, shall not be subject to the requirements of A above. 21

22

C. The Medical Center will deduct Association membership dues or amounts paid to 23

the Association in lieu thereof under A.1 or A.2 of requirements above from the 24

salary of each nurse who voluntarily agrees to such deduction by submitting to 25

the Medical Center an appropriate written authorization for such deduction. 26

Deductions shall be made each pay period and be remitted monthly to the 27

Association. 28

29

D. Change of Membership Status. A bargaining unit employee must notify 30

the Association of a desire to change membership status. The employee 31


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must mail such notices to notify the Membership Department of the 1

Association to the attention of the membership coordinator at: 2

Oregon Nurses Association 3

18765 SW Boones Ferry Road 4

Suite 200 5

Tualatin, Oregon 97062 6

Attn: Membership Coordinator 7

If the bargaining unit employee has elected payroll deduction, the Association will 8

promptly mail a copy of the notification for membership change to the Medical 9

Center. Upon receipt, the Medical Center will begin deducting the amount that 10

reflects the bargaining unit employee’s changed membership status. 11

12

E.D. Discharge Involuntary Termination of Employment.. The Medical Center will 13

discharge terminate an employee who fails to become and remain an 14

Association member, fair share payer, or establish that he/she the nurse is a 15

bona fide religious objector, including making the required payments to a charity, 16

including the Good Samaritan Regional Medical Center Foundation. As listed 17

above. The Medical Center will terminate an employee within ten (10) seven (7) 18

days after receiving notice from the Association that the employee is delinquent, 19

which will include documentation that the employee has been given notice of, 20

and an opportunity to cure, the delinquency so long as such discharge 21

involuntary termination is lawful. 22

23

F.E. Indemnification. The Association will indemnify and save the Medical Center 24

harmless against any and all claims, grievances, demands, suits or other forms 25

of liability that may arise out of, or by reason of, action taken or not taken by the 26

Medical Center in connection with this Article. 27

28

G.F. Within thirty (30) days of the execution of this Agreement and each month 29

quarter thereafter, the Medical Center will supply the Association and the 30


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chairperson of the bargaining unit with a list including transferred employees, 1

showing the names, addresses, employee identification numbers, hire dates, 2

union seniority date, intra-organizational e-mail address, home telephone 3

number, FTE, department name and number, shift, total hours worked in the last 4

quarter, total gross wages, and pay rates of nurses covered by this Agreement. 5

The Medical Center will also supply on a monthly basis thereafter a list showing 6

the names of nurses whose employment has been terminated and of nurses who 7

have been hired, including addresses, employee identification numbers, home 8

telephone number, FTE, department name and number, shift, hire dates, intra-9

organizational e-mail address and pay rates during the preceding month. 10

11

Human Resources will provide a list of the names and unit assignments of SHS 12

nurses who transfer into the GSRMC bargaining unit to the local ONA 13

chairperson within five (5) working days of employment. RN transfers may attend 14

the ONA presentation at GSRMC orientation for a maximum of thirty (30) minutes 15

paid time. 16

17

H.G. Association Representative Visits. Duly authorized representatives of the 18

Association shall be permitted at all reasonable times to enter the facilities 19

operated by the Medical Center for the purpose of transacting Association 20

business pertaining to contract negotiations or administration and observing 21

conditions under which nurses are employed; provided, however, that the 22

Association's representatives shall, upon arrival at the Medical Center, notify 23

Human Resources or the House Supervisor or designee of the intent to transact 24

such Association business. Transaction of such business shall be conducted in 25

an appropriate location subject to general Medical Center rules applicable to non-26

employees and shall not interfere with the work of other employees or of any 27

such employee interviewed and shall be conducted during such employee's rest 28

or lunch period. Upon request Aa meeting room in the Medical Center is to be 29

provided, space and time being available. 30


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1

I.H. Bulletin Boards. The Association may post one 8 1/2 x 11 inch11-inch notice 2

limited to the date, time, and place of Association meetings, activities and events 3

where the daily assignments are posted. The Medical Center will also provide a 4

17x22 posting space for a 17x22-inch notice in the nursing lounges or in the 5

nursing unit utility rooms another mutually agreed upon location per department 6

for the Association to post notices of meetings, elections and activities. All such 7

notices shall be signed and dated by a Representative of the Association. All 8

such notice(s) shall also include an expiration date. The Medical Center will notify 9

the Association of posting that may need to be removed. The Association and 10

nurse may utilize the intra-office electronic mail accounts, subject to Medical 11

Center policies on e-mail use. 12

13

J.I. Copies of Agreement. The Association will provide copies of this Agreement, the 14

Association's membership application form, and an appropriate payroll deduction 15

form to nurses at the time of new hire nursing orientation. 16

17

J. New Hire Orientation. An Association representative will be allowed sixty (60 18

)60) minutes during Nursing Orientation of newly hired nurses to introduce the 19

Association to them at the beginning of one of the days of orientation (as 20

determined by the Medical Center Hospital). 21

Association representative is not on scheduled time, they will pre-notify the 22

department scheduler of the date/time of the orientation at which they are 23

presenting. Newly hired RNs to SHS will be notified by recruiting of the 24

time/location of the orientation meeting. 25

Nurses who are transferring into the bargaining unit may attend the ONA 26

presentation at GSRMC orientation for a maximum of sixty (60) minutes paid 27

time provided it does not create overtime. The nurse must work with their 28

supervisor to arrange for time away from the department. The Association will 29

provide these nurses with the time/location of ONA orientation presentations. 30


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K. Bargaining Unit Representation. Union Representative may represent bargaining 1

unit members in management called investigatory/disciplinary meetings during 2

scheduled work hours on paid time provided these meetings do not interfere with 3

the normal operations of the Medical Center. The Association representative 4

must work with their supervisor to arrange time away from the department for 5

such meetings. 6

7

L. The Medical Center will maintain a current copy copies of the Medical Center's 8

policies and procedures on the SHS Intranet. 9

10

M. Locked Cabinet. The Medical Center will provide space in a secured office for a 11

two- drawer locked cabinet provided by the Association. 12

13

14


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ARTICLE 3. PERSONNEL CATEGORIES 1

A. Definitions: 2

1. Introductory Nurse- A newly employed experienced nurse with less than 3

six months of service who may be dismissed or disciplined during such 4

period without recourse to the grievance procedure. If dismissed, an 5

introductory nurse shall, upon request, be given an exit interview in which 6

the reasons for dismissal will be stated. A New Graduate Nurse or RN 7

Intern’s introductory period will commence upon completion of training or 8

the internship program and will last for three (3) months. 9

10

2. Regular Nurse - A nurse who has completed the introductory period. 11

12

3. Regular Full Time Nurse - A- A full-time nurse shall be defined as any 13

nurse who holds a .9 FTE to 1.0 FTE and who is regularly scheduled to 14

work thirty-six (36) hours per week to forty (40) hours per week. 15

4. Regular Part Time Nurse - A part time nurse shall be defined as any 16

nurse who holds a .1 FTE to .89 FTE and who is regularly scheduled to 17

work eight (8) hours per week to thirty-five (35) hours per week. 18

19

For the purpose of determining health and welfare benefit eligibility, 20

nurses working .8 and above shall be granted such benefits consistent 21

with full-time employees as offered to the majority of SHS employees. 22

Nurses working .5 to .79 shall be granted health and welfare benefits 23

benefits as outlined in Article 18. consistent with part-time employees as 24

offered to the majority of SHS employees. Nurses working .1-.49 FTE 25

shall be eligible for PTO and any other benefits offered to the majority of 26

SHS employees in this category. Part-time nurses would be eligible for 27

extra hours premium as outlined in article (Appendix A Section L) 28

29

30


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4.5. Per Diem Nurse - A nurse who is self-scheduled on an as-needed basis 1

with no assigned F.T.E. but who works an average of four (4) shifts per 2

schedule period including one of the recognized major holidays 3

(Thanksgiving, Christmas Eve, Christmas Day, New Year’s Day ) pre-4

scheduled by the manager or designee by rotation each year. If a Per 5

Diem nurse fails to perform the required minimum work over three (3) 6

consecutive schedule periods, they may be terminated at the Medical 7

Center’s discretion. Any exceptions to these requirements must be pre-8

approved by the manager/Vice President of Patient Care. If a Per Diem 9

nurse is involuntarily cancelled it shall satisfy the work requirements for 10

that shift. Per Diem nurses shall not be eligible for overtime pay until they 11

have worked more than forty (40) hours in an identified work week, unless 12

they have been assigned to an eight and eighty (8-80) pay rule. (Moved to 13

Article 5). Per Diem Nurses who for the previous six (6) months have on 14

average worked forty (40) hours or more per pay period in a per diem 15

position will upon request be granted benefits, of a regular FTE with the 16

exception of paid time off (PTO), appropriate to number of hours worked. 17

These Nurses will forfeit the Per Diem differential in lieu of those benefits. 18

Nurses must maintain the forty (40) hours per pay period average which 19

will be reviewed on a quarterly basis in order to remain eligible for 20

benefits.(. (Moved to Article 18) 21

22

5.6. Temporary Nurse - A nurse employed as an interim replacement or for 23

temporary work on a predetermined basis which does not extend beyond 24

three (3) calendar months. Upon request, the Medical Center will provide 25

a list of nurses working in a temporary capacity beyond six (6) months. 26

27

A. Clinical Coordinator/Charge Nurse -– An ONA bargaining unit nurse 28

responsible for the direct or indirect total care of patients. A charge nurse 29

assists and coordinates as assigned by the Medical Center in the 30

continuity of patient care responsibilities and clinical activities of an 31


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organized nursing unit. who performs assigned clinical functions in 1

addition to serving as a resource regarding patient/unit specific care 2

issues. 3

B. The Good Samaritan Regional Medical Center and the Association agree 4

that Clinical Coordinators/ Charge Nurses will not be removed from the 5

ONA bargaining unit during the term of this agreement. 6

a. If Clinical Coordinators/Charge Nurses are unable to complete their 7

Coordinator duties, they will work with their manager towards an 8

equitable solution. 9

a.b. All reasonable attempts will be made to assign a relief Clinical 10

Coordinator/Charge Nurse when the Clinical Coordinator/Charge 11

Nurse is absent. 12

13

14

15

16


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ARTICLE 4. NON- DISCRIMINATION 1

A. There shall be no discrimination by the Medical Center against any nurse on 2

account of membership in or activity on behalf of the Association provided that 3

such activity does not interfere with the nurse's regular duties. There shall be no 4

discrimination by the Association against any nurse in relation to such 5

membership or activity. Concerns should be reported to the direct supervisor, 6

Human Resources or to the Compliance Department. For Additional information, 7

see Appendix A-References. 8

9

B. The Medical Center and the Association will comply with applicable laws barring 10

discrimination against any nurse because of race, color, religion, sex, age, sexual 11

orientation, gender identity, disability, national origin, marital status, family status, 12

relationship, political activity, or association with anyone of a particular race, 13

color, sex, sexual orientation, national origin, marital status, or religion, or any 14

other form of discrimination proscribed by law. 15

B.C. Any claim of discrimination because of matters referred to in this paragraph, 16

which are within Oregon or federal government anti-discrimination regulation, 17

shall be subject exclusively to such governmental jurisdiction and not to the 18

Grievance Procedure provisions of this Agreement. 19

20

21


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ARTICLE 5. HOURS OF WORK, SCHEDULING AND STAFFING 1

A. Hours of Work: 2

1. The basic shift shall consist of eight (8) hours, exclusive of a one-half (1/2) 3

hour meal period. Alternative shiftsAlternative shifts may include, ten 4

(10), or twelve (12) hour shifts, exclusive of a one-half (1/2) hour meal 5

period. Alternative shiftsAlternative shifts, e.g., other than ten (10) or 6

twelve (12) hour shifts may occur upon mutual agreement of the Medical 7

Center, Association ONA, and the affected nurse. 8

9

2. The basic work period shall be eighty (80) hours each two (2) week 10

period, beginning at 0001 Monday, except for those nurses on a ten (10) 11

or twelve (12) hour shift and Home Health Nurses, whose basic work 12

period shall be forty (40) hours each week beginning at 0001 Monday. 13

The basic workday shall be twenty-four (24) hours beginning at 0001. 14

15

3. The hospital Medical Center and the nurses shall be responsible for 16

working together to arrange suitable breaks and meal periods. Two (2) 17

rest periods of fifteen (15) minutes, shall be allowed for every eight (8) 18

hour shift. Three (3) rest periods of fifteen (15) minutes, shall be allowed 19

for each twelve (12) hour shift. Work in excess of six (6) hours without a 20

meal period shall result in a paid meal period. For eight (8) hour nurses, 21

the meal period must be started by the end of the fifth (5) hour of work. 22

For ten (10) or twelve (12) hour nurses, the meal period must be started 23

by the end of the sixth (6) hour of work. Nurses will agree to communicate 24

to the Charge Nurse/Clinical Coordinator or House Supervisor lead on 25

shift in a timely manner if they anticipate not being able to take a meal 26

period. Nurses may combine rest breaks, if staffing permits, on longer 27

shifts. If no meal period is provided by the Medical Center the nurse will 28

complete the appropriate payroll notification process and will be paid for 29

the missed meal period. The RN will document the time and Clinical 30

Coordinator or Supervisor they contacted. 31


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4.3. 1

4. Nurses are expected to obtain proper advance authorization for all work in 2

excess of the basic shift.s 3

4

5. No pyramiding of premium and straight pay shall result in an hourly rate 5

being paid at greater than time and one half (1 ½). 6

7

6. 8

7. Nurses who are required to wear Medical Center supplied scrubs will clock 9

in seven (7) minutes before the start of the scheduled shift to change into 10

the scrubs. Nurses will be permitted to leave the floor (if other duties are 11

completed) seven (7) minutes before the end of the scheduled shift, to 12

change out of the scrubs, before clocking out. 13

14

B. Overtime: A nurse shall be paid time and one-half (1-1/2) the nurse's regular 15

straight time hourly rate for all hours worked in any category listed below. No 16

hours worked shall qualify for the time and one-half (1-1/2) rate in more than one 17

category listed below. 18

1. Hours worked in excess of eight (8) hours within a twenty-four (24) hour 19

period commencing at the beginning of the nurse's first shift, and all 20

subsequent hours worked until such time as the nurse is afforded at least 21

ten (10) consecutive hours off work for nurses working an eight (8) hour 22

shifts or ten(10) hour shifts. 23

24

Hours worked in excess of twelve (12) hours within a twenty (24) hour 25

period commencing at the beginning of the nurse’s first shift and all 26

subsequent hours worked until such time as the nurse is afforded at least 27

nine (9) consecutive hours off work for nurses working a twelve 28

hourtwelve-hour shift. 29

30

The above provision shall not apply to nurses who self-schedule “no rest” 31

overtime more than forty-eight (48) hours prior to the overtime shift. The 32


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above provision will not apply to Home Health nurses. The above 1

provision will not apply to Home Health nurses 2

3

2. Hours worked in excess of eighty (80) hours per two (2) week period or, in 4

the case of those working a ten (10) or twelve (12) hour shift in excess of 5

forty (40) hours per week, beginning at 0001 Monday. 6

7

3. Per Diem nurses shall not be eligible for overtime pay until they have 8

worked more than forty (40) hours in an identified work week, unless they 9

have been assigned to an eight and eighty (8-80) pay rule. Extra shift 10

premium does not apply to Home Health nurse in any of Article_23 11

compensation. 12

13

C. Weekend: 14

1. The Medical Center shall have as an objective the provision of every 15

second weekend off, with the exception of nurses working in a Per Diem 16

status. 17

18

2. A nurse working on a regularly scheduled weekend will be paid their his or 19

her regular straight-time hourly rate (plus any applicable differential). 20

21

3. If a nurse is scheduled to works the a weekend shift beyond their 22

immediately prior to his/her regularly scheduled weekend, the nurse will 23

be entitled to receive time and one-half the nurse's hourly rate of pay plus 24

a twenty (20) dollar premium for all hours worked on that weekend. for the 25

same number of hours actually worked beginning on the nurse's first 26

regularly scheduled weekend shift. The following situations will not trigger 27

the consecutive weekend premium: 28

29


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a. Nurses whoNurses who work more than every other weekend by 1

their request or trade. Weekend hours or alternate schedules may 2

be arranged by mutual consent between the nurse and the 3

Medical Center; 4

b. Educational workshop hours or PTO hours will not be counted 5

under this paragraph. 6

c. Nurses who have not worked all of their scheduled shifts within the 7

pay period (unless they were involuntarily cancelled, given an RVA 8

or because they had previously scheduled PTO prior to the 9

schedule being published). 10

11

12

13

4. The nurse will not be compensated at time and one-half for his/her 14

regularly scheduled weekend if the prior weekend the nurse was on call, 15

but not called into work. 16

17

5.4. Once a nurse has agreed to work extra weekend hours, the nurse is 18

committed to working those hours and must use PTO if their she/he later 19

calls in unable to work those hours. 20

21

Holidays: Hours worked by nurses on New Year's Day, Easter, Memorial Day, 22

July 4th, Labor Day, Thanksgiving Day, Christmas Eve Day, Christmas 23

Day, and such other days as the Medical Center may designate as 24

holidays for non-contractual employees during the term of the agreement 25

will be paid at the rate of time and one-half the nurse’s regular hourly rate. 26

For night shift nurses, the shift will be deemed to occur on one of such 27

holidays if half or more of the nurse's scheduled hours for the shift are on 28

the holiday. New Year's holiday for evening shift nurses is the evening 29

before the holiday. 30

A nurse who works an extra shift in the same week as working a regularly 31


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scheduled shift on a recognized holiday shall receive premium pay for the 1

extra shift (s) per Article 22 L 2

3

4

E. Scheduling: 5

1. All work schedules, including a start time for each shift, shall be published 6

electronically at least three (3) weeks in advance, no later than 0600 and 7

shall set forth twenty-eight (28) calendar days of employment. Once the 8

schedule is published, the schedule may not be changed without mutual 9

agreement the of manager and the nurse. Nurses may request, trades in 10

their schedules when such trades will not result in premium pay 11

obligations which would not otherwise have existed; in such cases trades 12

may be denied. The nurse who is trading shift has the responsibility to 13

ensure Kronos is updated with the changes. A trade is not complete until 14

all parties have agreed to the trade and the schedule has been reflected in 15

Kronos. 16

The Medical Center Hospital will provide an opportunity for fifty 17

percent (50%) of nurses employed on twelve (12) hour shifts in an 18

inpatient department to work on a three (3) week rotation. by March 31, 19

2018 Updates will be provided at the LMCC meeting when requested. 20

21

22

23

2. Nurses who are scheduled to report to work, and who are permitted to 24

come to work without receiving prior notice that no work is available in 25

their regular assignment, shall perform any nursing work to which they 26

may be assigned. When the Medical Center is unable to utilize such 27

nurse, the nurse shall be paid an amount equivalent to four (4) hours at 28

their his/her straight time hourly rate plus applicable shift differential. A 29

nurse who was scheduled to work less than four (4) hours on such day 30

shall be paid for their his/her regularly scheduled number of hours of work 31


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for reporting when not put to work through no fault of their his/her own. 1

The provisions of this section shall not apply if the Medical Center makes 2

a reasonable effort to notify the nurse by telephone not to report for work 3

at least two (2) hours before their his/her scheduled time to work. It shall 4

be the responsibility of the nurse to notify the update PeopleSoft Human 5

Resources with of their his/her current address and telephone number. 6

Failure to do so shall free the Medical Center from notification 7

requirements and the payment of the above minimum guarantee. If a 8

nurse is dismissed and not notified before the start of the next shift that 9

the nurse he/she would have otherwise worked, the nurse he/she shall 10

receive four (4) hours pay in accordance with the provisions of this 11

subsection. 12

13

3. Nurses shall notify the Nursing Supervisor, or departmental designee, at 14

least three (3) hours prior to the start of their shift any time they will not be 15

able to report to work. The Nursing Supervisor or the Staffing Office shall 16

notify a nurse at least to (2) hours prior to the start of their shift if they will 17

not be needed to report to work. If sick calls are received after the two 18

hour limit, nurses who had been canceled from a regularly scheduled shift 19

will be notified that work is now available and if they choose to come in 20

they will be paid at one and one-half times (1½) their regular rate of pay 21

for all hours worked. ,., 22

23

4 Nurses who are not on-call, but are called in to work on an unscheduled 24

day with less than two (2) hours' notice, shall be paid two (2) hours' pay in 25

addition to time actually worked if they report to work within two (2) one 26

and one-half (1-1/2) hours of the time of the initial offer of the shift call in 27

and complete the hours assigned. Overtime will be paid in accordance 28

with the nurse's scheduled shift, if applicable. The Medical Center will 29

provide notice to the Association of any intent to change the response call 30

time, in accordance with the National Labor Relations Act. 31


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1

5. 5. Nurses who are not on-call, but who are called in to work for an 2

implementation of SHS disaster plan shall be compensated at the rate of 3

time and one-half their regular rate of pay for a minimum of four (4) hours. 4

6. FMLA/OFLA leave will not be counted against the unit’s quota for days off 5

except on closed units. Previously granted PTO days on closed units will 6

not be rescinded if additional staff are off due to a protected leave. 7

6.7. Any voluntary education scheduled on a regularly scheduled day off will 8

not be denied based on unit quotas for PTO or education. 9

10

F. Staffing: 11

1. A nurse who is regularly assigned to one department may be required to 12

float (defined as: going to another department and being assigned 13

patient(s))to)) to any other department indepartment in the Medical 14

Center, excluding closed departments .departments. When assigned to 15

float, a nurse may refuse to perform parts of an assignment for which the 16

nurse is not technically trained or has insufficient experience to perform. 17

In such cases the supervisor will be immediately notified to assist in 18

making the appropriate accommodations. If a nurse is required to float 19

and they have he/she has not been oriented to the physical environment, 20

they he/she will be oriented before beginning any work. 21

22

Every reasonable effort shall be made to limit a nurse to only one float 23

assignment per shift. Floating back to the home departmenthome 24

department is not floating. Start Nurses are exempt from the floating 25

language. 26

27

Float nurses shall be floated prior to any floating of regularly scheduled 28

department staff, as long as the remaining nurses possess the necessary 29

skills, required certifications qualifications, and competencies and 30

orientation to the physical environment to perform the work required. 31


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In all cases agency and contract nurses not represented by the GSRMC 1

Association will be given first consideration to float. Management will 2

document any exceptions. Floating Guidelines are to be determined by 3

each department. 4

5

2. Any nurse required to take a mandatory absence from work shall not lose 6

benefits relative to the retirement plan or toward pay raises. 7

8

3. Job shares must be approved by management and follow the 9

established guidelines. Any changes to these guidelines will be 10

communicated in writing to the Association Union and the Executive 11

Team. and approved by BU-Chair. 12

13

ARTICLE 6. G. .PAID TIME OFF (PTO) 14

A. Definition: PTO is the Medical Center's program of time earned by full-time and 15

part-time employees that can be used to meet their needs for paid time off from 16

work. PTO is a consolidation of, and in lieu of, sick leave, holidays, and vacation, 17

which shall no longer accrue or be payable. 18

19

B. Use: PTO permits employees to utilize their paid time off as it best fits their own 20

personal needs or desires. PTO days, with the exception of illness, will be 21

requested self-scheduled by employees according to departmental policy and 22

guidelines. It may be used in increments of one hour as it accrues. The Nurse 23

shall be responsible for notifying the department scheduler of the number of PTO 24

hours to be used in each pay period by the payroll exception process. If a 25

regular RN finds coverage from a Per Diem RN that has signed up for the 26

required minimum shifts, uneven trades shall be granted. 27

28

C. Registered Nurses shall be accountable for the management of their PTO 29

accruals. The nurse must have sufficient accrued PTO to actually take the 30


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requested self-scheduled time off. Requested Self-scheduled PTO may be 1

rescinded by the nurse at any point prior to schedule publish date if sufficient 2

PTO cannot be accrued to cover the requested absence. Once scheduled, the 3

Medical Center may not rescind PTO unless if sufficient PTO cannot be accrued 4

accrual exists to cover by the requested time of the absence. off. 5

1. A nurse may request self-schedule PTO upPTO up to three (three (3) 6

weeks, but not more than twelve months (12) months, prior to the date 7

when the earliest schedule covering such time off is to be published. For 8

departments not supported by the Staffing Office. PTO which would occur 9

during the week containing Thanksgiving and the pay periods containing 10

Christmas and New Year’s will be arranged according to departmental 11

policy and nurses will be notified no later than four (4) weeks prior to the 12

publishing of the schedule which contains this time frame. 13

The Medical Center will respond in writing with a grant or denial of the 14

request no later than ten (10) days after receipt of the request. If no such 15

response is given within that time, the nurse shall provide a second notice 16

of the request to the appropriate scheduler, and if there is no response to 17

the second request within five (5) business days, the request for leave 18

shall be deemed approved. 19

20

2. A nurse may ask to rescind a scheduled PTO prior to the date when the 21

schedule covering such time off is posted. If a request is made after the 22

posted schedule the request for rescission may be granted if the 23

Department Manager/designee consents. Such a request for rescission 24

may be granted if the Department Manager consents. If unforeseen 25

circumstances occur that cause the nurse to have insufficient accrued 26

PTO, the case may be reviewed by the Vice-President Patient Care 27

Services. 28

2.3. PTO that is rescinded by the nurse may be offered to the next RN with a 29

PTO request for that date. 30


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1

4. PTO requests above established unit quotas may be accomplished by 2

“shift swaps”. 3

4

5. Nurses Employees who are not able to report to work because of an 5

illness or an emergency should advise their nursing supervisor or the sick 6

line if applicable, at the earliest possible time, but not less than three (3) 7

hours before their shift begins when feasible. 8

9

6. When a nurse n employee elects to take PTO for a day when also 10

receiving Workers' Compensation, state or federal disability, or disability 11

benefits to which the Medical Center contributes, the amount of PTO 12

payment shall be reduced by the amount of such benefit payments so that 13

the total payment for such day does not exceed nurse’s regular work 14

hours at the employee's regular straight-time rate of pay. The nurse shall 15

be responsible for notifying the department manager of the number of 16

PTO hours to be used each pay period by the appropriate payroll 17

notification process. 18

7. Nurses Employees have the option of taking a day off without pay instead 19

of using PTO under the following conditions: 20

a. During periods of low workload when the employee's supervisor 21

requests that an employee not come to work or go home early; 22

b. When a department is temporarily closed or staff is reduced on a 23

holiday; 24

c. During a military service which will be paid according to Federal 25

Law; 26

d. For contract negotiations 27

i. Nurses on the bargaining team are not expected to report to work 28

on the day of negotiation session. Night shift nurses shall not be 29

required to work a shift immediately before or after a negotiation 30


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session. It is the responsibility of the nurse to request the shift(s) off 1

by email for the purpose of negotiations. 2

3

8. Nurses Employees must complete the appropriate payroll notification 4

process if they elect not to use PTO for a Mandatory Absence or Holiday if 5

the unit is not open on holidays, otherwise PTO will be added. 6

7

D. Accrual: PTO shall accrue from date of hire and may be used after ninety 8

(90) days of employment. Nurses shall accrue PTO on the basis of hours 9

compensated at straight-time rates or above and on hours that are not worked 10

and not paid due to mandatory absences, at the applicable rates set forth below. 11

12


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Nurse hired on or before September 6, 2013 - Accrual Rate 1

2

Month of Service Accrual Rates

1st through 48th .1077 hours per compensable

hour

49th through 108th .1269 hours per compensable

hour

109th and each month of service

thereafter

.1462 hours per compensable

hour

Nurses hired after September 6, 2013 - Accrual Rate 3

4

Month of Service Accrual Rates

1st through 48th .09615 hours

per compensable hour

49th through 108th .11538 hours


109th and each month of

service thereafter

.13461 hours


5

1. Pay period for purposes of this policy shall be fourteen (14) consecutive 6

calendar days as designated by Medical Center Policy. 7

8

2. Employees may accrue up to a maximum of nine hundred sixty (960) 9

hours of PTO. Any PTO in excess of nine hundred sixty (960) hours will 10

automatically be converted to cash and added to the employee's regular 11

payroll check. Note: any employees who have a PTO bank in excess of 12

nine hundred and sixty hours (960) as of September 6, 2013 have until 13

December 31, 2014 to reduce their bank to nine hundred and sixty (960) 14

hours. Any remaining balance above nine hundred and sixty (960) hours 15

as of December 31, 2014 will automatically be converted to cash and 16

added to the employee’s regular payroll check. Beginning January 1, 17


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2015, automatic cash out above nine hundred sixty hours (960) will cease. 1

Effective the first day of the first pay period following January 1, 2015, no 2

hours will accrue above nine hundred sixty (960). Effective January 1, 3

2021, no hours will accrue above 700 hours. Note: any employees with a 4

remaining balance above seven hundred (700) hours as of December 31, 5

2020 will have those hours automatically converted to cash and added to 6

the employee’s regular payroll check. ONA members may proactively 7

lower their PTO bank in accordance with the SHS PTO Cash Out Policy. 8

9

Payment: 10

Pay for PTO shall commence on the first day of absence. PTO benefits 11

shall not accrue during leaves of absence without pay or during layoffs. 12

Pay for PTO will be computed on the employee’s regular hourly rate of 13

payof pay at the time the leave is taken, including shift differential, if 14

applicable. 15

16

Voluntary cash out of PTO may occur in accordance with Medical Center 17

policy. Annually and no later than November 30 of each year nurses may 18

elect cash out amounts for any of the designated dates in the subsequent 19

year. 20

21

No allowance will be made if an employee becomes ill during a scheduled 22

period of PTO (vacation or holiday). PTO (vacation or holiday) pay only 23

will be paid. 24

25

If required notice is given, subject to the exception set forth in Article 10 26

(D), accrued but unused PTO will be paid on termination, provided that the 27

employee has been employed for at least ninety (90) days. If the required 28

notice is not given, or if the time of the notice is not worked, accrued PTO 29

will be forfeited. PTO cannot be used as termination notice. 30


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1

s. 2

3

4


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ARTICLE 7. LEAVE OF ABSENCE 1

Family and Medical Leaves of Absences: 2

A leave of absence is defined as an authorized absence without pay. The Employer will 3

grant leaves of absence for up to twelve (12) weeks for any medically related absences 4

qualifying under the Family Medical Leave Act (FMLA) or Oregon Family Leave Act 5

(OFLA) provided the employee has: 6

7

Submitted a written request on the Employer’s form within a minimum of thirty (30) days 8

in advance of the desired leave or, in the case of illness or emergencies, as soon after 9

the illness or emergency arises as is possible: 10

11

Has met the eligibility criteria to qualify for FMLA and/or OFLA. Criteria can be 12

found on the HR bulletin board, on the Bureau of Labor Industries website 13

(OFLA), or on the Department of Labor website (FMLA). 14

15

A written response granting or denying the request for leave shall be provided by the 16

Medical Center is accordance with the applicable Oregon and Federal Laws. 17

An authorized leave of absence shall not affect previous accumulated seniority or 18

benefits; however, benefits will cease to accumulate during such leave and seniority will 19

cease to accrue after thirty (30) days during such leave unless the leave is the result of 20

a compensable Workers’ Compensation injury, in which case the nurse shall continue to 21

accrue seniority for up to six (6) months from the date of leave. Employees Nurses 22

returning from leave will be returned to the same position or to an equivalent position 23

with equivalent pay, benefits, and other terms and conditions of employment in 24

accordance with applicable Oregon and Federal laws. 25

Nurses will be required to use accumulated PTO down to a bank of two (2) times their 26

current weekly FTE for FMLA/OFLA unless they are being compensated through Short 27

Term Disability. 28

29


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If the employee nurse must extend a medical leave beyond the FMLA/OFLA twelve (12) 1

weeks, they may work with Human Resources to determine additional options at that 2

time. apply for a Personal Leave of Absence (PLOA) for an additional four (4) weeks 3

and, at the conclusion of the leave of absence, be returned to their assignment held 4

prior to the leave of absence. Employees who are granted a leave of absence not to 5

exceed twelve (12) weeks and who return within the specified time shall be returned to 6

the assignment which they left. Should another nurse have picked up those shifts, that 7

nurse may be cancelled in order to return the nurse from leave to their assignment. 8

9

A nurse requesting an earlier return than originally specified, shall be returned to his/her 10

former position within two (2) weeks of such request in writing. 11

12

A nurse who decides not to return to their her/his former position, and position and fails 13

to give notice of such decision to the Medical Center in writing at least thirty (30) days 14

prior to the scheduled date of return, shall forfeit all rights to employment. 15

16

Personal Leave of Absence (PLOA) 17

A personal leave of absence without pay for personal reasons or for medically related 18

reasons extending beyond the FMLA/OFLA time period may be granted at the option of 19

the Medical Center if the employee nurse has: 20

Completed six (6) months of continuous service; 21

Successfully completed their introductory evaluation period. 22

Has submitted a written request within a reasonable time in advance of the 23

desired leave 24

Has demonstrated good cause. 25

Such leaves will be considered invalid unless approved in writing by the employee's 26

nurse’s supervisor, department head and the Director of Human Resource. Request 27

shall be granted or denied (in writing) no later than ten (10) days from receipt of the 28

request. 29


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Requests for a medical leave of absence shall not be unreasonably withheld. Outside of 1

FMLA/OFLA shall be administered per the SHS Disability Accommodation Process- 2

Americans with Disabilities Act policy. 3

4

Approved personal leaves of absence shall entitle the nurse to return to his/her their 5

former position or an equivalent position with equivalent pay and benefits. If a nurse 6

requests in writing an earlier return than originally specified, he/she will be returned to a 7

position with the same number of hours within thirty (30) days. 8

9

Requests for extensions of personal leave must be submitted in writing and approved 10

by the Human Resources Director and Vice President or designee before the extended 11

period of a leave begins. Additional personal leave may be considered for up to another 12

six (6) months if approved in advance of the extended leave. 13

14

Failure of the employee to report to work on the first scheduled day after the leave 15

expires will be considered a voluntary termination of employment. All leaves of 16

absences will be administered in accordance with the law. Seniority will accrue up to 30 17

days, unless the leave is the result of a compensable Workers’ Compensation injury, in 18

which case the employee shall continue to accrue seniority for up to six (6) months from 19

the date of leave. 20

21

Employees will be required to use accumulated PTO down to a bank of two (2) times 22

their current weekly FTE for all leaves of absence unless they are being compensated 23

through Short Term Disability. 24

25

Bereavement Leave 26

A. General. In the event of a death of an immediate family member of a full or 27

part-time nurse employee, he/she the nurse will be allowed up to three (3) 28

normally scheduled working days off with pay following the death to arrange 29

for and/or attend the funeral. “Immediate family” is defined as: mother, father, 30

sister, brother, parents-in-law, step-parents, step-children, siblings-in-law, 31

grandparents, grandparent- in-law, and grandchildren. Employees will be 32

granted up to five (5) normally scheduled working days off with pay following 33


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the death of a spouse, significant other living as an integral member of the 1

household, or child (including miscarriage). 2

3

B. OFLA Bereavement Leave: Under OFLA an eligible employee may take up to 4

two (2) weeks off to; attend the funeral or alternative to the funeral, make arrangements 5

necessitated by the death of a family member, or grieve the death of a family member. 6

Family member is defined as “spouse, parent, biological, adopted or foster child, parent-7

in-law, same-sex domestic partner, grandparent and grandchild.” 8

9

1A. If the nurse employee experiences the death of more than one family 10

member in a year, the nurse employee may take up to two (2) weeks for 11

each death. The leave does not need to be taken in concurrent two-week 12

periods. 13

2b. Bereavement leave counts towards the twelve (12) weeks of total leave 14

permitted under OFLA. It does not add additional leave. 15

3c. Nurses Employees are required to use PTO equal to their normally 16

scheduled hours. If PTO is unavailable the leave will be unpaid. 17

4d. OFLA bereavement leave must be completed within sixty (60) days of the 18

date on which the nurse employee receives notice of the death of a family 19

member. 20

21

22

Jury Duty 23

An employee who has been employed for at least six (6) months will receive 24

compensation for the difference between his/her regular pay and jury pay for any 25

scheduled work hours missed as a result of jury duty. An employee's jury duty 26

compensation under this section shall not be given for more than fifteen (15) days of 27

jury duty during the term of this Agreement. 28

A. Nurses may attend jury duty in accordance with their legal obligations to do so. 29

Nurses will be granted a leave of absence for this purpose that they give SHS 30

reasonable advance notice of their obligation to serve. When nurse receives a 31


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summons, the nurse shall immediately notify their supervisor, so that 1

arrangements can be made for work assignments. 2

B. Nurses will be compensated for the time spent on jury duty only under the 3

circumstances described below. Such jury duty compensation shall not be 4

considered as hours worked for purpose of computing overtime pay. 5

1. Nurses will be paid their regular hourly rate of pay for scheduled hours 6

missed due to jury duty. Any of the jury duty pay (other than travel expenses) 7

required by the nurse from other sources should be submitted to SHS 8

accounting. 9

2. Evidence of jury duty attendance must be presented to SHS. It is the 10

nurse’s responsibility to report for employment at the end of jury duty. 11

3. All employee benefits the nurse is enrolled in will continue while the nurse 12

is on jury duty leave. However, the nurse will be required to continue payment 13

of any required contributions for insured benefits and retirement benefits 14

during the jury duty leave if they want to keep them in effect. 15

16

A. C.Such jury duty compensation shall not be considered as hours worked for 17

purposes of computing overtime pay. A day or evening shift employee involved 18

in jury duty is not expected to report to work on the day of jury service; however, 19

if the employee's jury service for that day ends before 12:00 noon, the employee 20

(a) shall contact his/her supervisor or designee, at the Medical Center, and shall, 21

if requested, report to work as assigned on such shift or (b) shall forfeit 22

compensation under this section for that day. A night shift employee shall not be 23

required to work a shift immediately before expected jury duty service. When an 24

employee receives a summons, he/she shall notify immediately his/her 25

supervisor, so that arrangements can be made for work assignments. 26

27

Court Witness 28

An nurse employee who appears as a witness in a court case as a result of their 29

Medical Center employment, or who is requested by the Medical Center to provide 30


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testimony in preparation for litigation will receive compensation for the difference 1

between their his/her regular pay and witness fees, if any, for any scheduled hours 2

missed or additional hours worked as a result of such court appearance or litigation 3

preparation. A night shift nurse shall not be required to work a shift immediately before 4

an expected court appearance or litigation preparation. An nurse employee serving as 5

a court witness or in the preparation for litigation at the request of the Medical Center is 6

not expected to work on the day such service is required, unless such service ends 7

before 12:00 noon. 8

9

Military Leave 10

The Medical Center shall grant military leave in conformity to federal law. Military leave 11

shall not result in the loss of seniority and will be calculated in accordance with federal 12

law. 13

14

15


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ARTICLE 8. PAID EDUCATIONAL LEAVE 1

A. Paid educational leave shall be granted for educational opportunities designed to 2

improve the practice of nursing at the Medical Center. The Professional Nursing 3

Care Committee (PNCC) in cooperation with the Nursing Educator may approve 4

applicants nominees for paid educational leaves. Nurses returning from a paid 5

educational leave may be required to make a written or oral presentation to the 6

nursing staff. Unless communicate pre-approved by d to management, 7

mandatory education will not create an overtime situation. 8

9

B. During each year ending December 31, each nurse shall, upon request, be 10

entitled to thirty- six (36) hours of educational leave to attend an educational 11

program or sit for examinations leading to certifications or degrees related to 12

nursing that have been approved in advance by the PNCC. The Medical Center 13

shall provide the following amounts for registration and expense reimbursement 14

for all such educational leave: $75,000 for each year beginning January 1, 2017 15

; Medical Center required classes shall not be deducted from a nurse's paid 16

educational leave. The Medical Center agrees to consider approving requests 17

for additional funds above the allotted annual amount for educational purposes 18

on an individual basis. Medical Center required classes shall not be deducted 19

from a nurse’s paid educational leave. Home Health registration and expense 20

reimbursement for educational leave is funded at $12,000 for each year 21

beginning January 1, 2017. 22

23

The PNCC will provide an annual report to the Medical Center VP of Patient Care 24

Services on the use of the funds by upon request. February 15. The annual 25

report shall list total number of nurses utilizing the fund, nurses’ names, nurses’ 26

home unit, programs being attended, the number of education days utilized, and 27

the total dollar amount expended. PNCC paid processing time may not exceed 28

sixteen (16) hours per month and may not drive overtime. Two PNCC members 29

may receive two (2) additional paid hours in January for the purpose of preparing 30

the annual report. Data Processing will assist the PNCC to develop the software 31


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for the program. If the time exceeds more than one hour a week, consistently for 1

more than three months, the issue will be referred to LMCC. 2

The Medical Center and the PNCC will work together (utilizing a short termshort-3

term task force of key stakeholders) to create a more streamlined process within 4

the life cycle of this contract to decrease the paid processing time demands. 5

6

C. The Medical Center will make a reasonable effort to arrange scheduling to allow 7

nurses to utilize pre-approved educational leave days. A Per Diem nurse may 8

cover a maximum of two full shifts per schedule period on their home unit for 9

another nurse to attend mandatory education. This must occur prior to the 10

posting of the schedule and credit will be granted towards their required shifts(s). 11

Paid educational leave requests will be governed by the PTO request provisions. 12

Nurses who do not make arrangements to utilize their educational leave within 13

the calendar year shall forfeit such unused leave. Where possible, PNCC 14

education days should replace regularly scheduled shifts. 15

16

D. Nurses shall also be afforded the option of attending educational programs 17

including the pursuit of a B.S.N. or M.S.N. or health care related degree on a 18

term-by-term basis as unpaid, (limited to two (2) days per nurse per calendar 19

year) as unpaid, subject to the operating efficiencies of the Medical Center and 20

manager. No reasonable requests will be withheld. 21

22

E. Nurses may request and be granted individual unpaid days off for attending 23

classes in pursuit of a B.S.N. or M.S.N. or health care related degree on a term-24

by-term basis. 25

26


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F. Nurses may use paid educational leave for PNCC approved online learning. One 1

documented CEU earned shall correspond to one hour of paid educational leave. 2

CEUs shall be submitted to the PNCC for approval of PNCC funds within 3

immediately immediately upon completion. Online CEUs done in conjunction with 4

work time are not eligible for PNCC funds and must not create an overtime 5

situation. 6

7

G. Education monies may be used for verifiable paid individual subscriptions to 8

online providers of CEUs. 9

10

H. Mandatory SHS education must be done either online or at any SHS facility. If a 11

nurse chooses to complete an SHS offered mandatory competency outside SHS, 12

PNCC monies will be used, and hours will apply, e.g. ACLS or PALS. Nurses 13

must use the time and attendance process to account for all time spent in 14

education. Nurses who attend a required SHS course on a regularly scheduled 15

work day where the class hours are less than the nurse’s scheduled work hours 16

the nurse may use PTO or take the remaining hours unpaid. (e.g.-a twelve hour 17

(12) nurse who attends an eight (8) hour course would not be required to use 18

PTO for the remaining four (4) hours.) Alternately, the nurse may choose to stay 19

at the SHS site on the same day and complete additional mandatory education 20

(Performance Manager) or utilize any PNCC funds available to them for voluntary 21

on-line education (e.g. CE Direct) to complete their full shift or portion thereof. 22

23


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ARTICLE 9. SENIORITY AND LAYOFF 1

A. Seniority shall mean length of continuous service with the Medical Center and 2

Home Health Nurses hired after July 1, 2011, as a nurse within the bargaining 3

unit. Home Health nurses employed before June 30, 2011, seniority shall mean 4

the original date of hire by Medical Center or hire date in Home Health at the 5

Albany and Lebanon hospitals prior to the merge, whichever hire date occurred 6

first. A new RN Trainee or Intern will be required to enter the bargaining unit 7

upon hire n completion of training or the internship program. Upon entry into the 8

bargaining unit, union seniority will be applied back to their date of hire as a 9

Trainee or Intern with the Medical Center. 10

11

Bargaining unit employees who leave or have left a position within the scope of 12

the bargaining unit, but who remain continuously employed with the Medical 13

Center or any associated SHS facilities, / SHS Corporate (i.e. EPIC Informatics), 14

shall not lose their previously accrued seniority upon return to the bargaining unit. 15

In such instances the employee shall not accrue seniority during the period of 16

Medical Center employment outside the bargaining unit. 17

18

19

B. An employee shall lose all seniority rights for any one or more of the following 20

reasons: 21

1. Voluntary resignation, unless re-employed within six (6) months, If the 22

employee is re-employed within six (6) months, time out of the bargaining 23

unit shall be deducted out of their seniority. 24

2. Discharge for just cause; 25


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3. Failure to notify the Medical Center within ten (10) days after being 1

recalled by registered mail, return receipt requested, that the nurse will 2

accept the position offered and/or failure to return to work within four (4) 3

weeks after being recalled, unless due to actual illness or accident or 4

mutually agreed; 5

6

4. Layoff for continuous period of more than one (1) year. 7

8

C. Notices of vacancies and new positions should be posted on the HR 9

bulletin board and website online for seven (7) calendar days. The notice shall 10

include the position, shift, unit, minimum qualifications and FTE. Nurses 11

interested in applying for any such posted vacancy or new position shall make 12

application electronically to the Medical Center within the above posting period. 13

All current employee applicants who are applying for lateral transfer and meet the 14

posted qualifications shall be afforded an interview with up to two (2) people 15

designated by the manager. The Medical Center shall post requirements for the 16

actual position to be filled. Applicants shall receive a written response advising 17

them of their selection for the position or reason for denial. Until the successful 18

applicant has begun work in the vacancy or new position, the Medical Center 19

may temporarily fill it with a person of its choosing for a period of up to ten (10) 20

weeks or longer, with the consent of the successful applicant. 21

22

D. Seniority Date: If a nurse has the same seniority date, the following methods will 23

be used to break a tie: 24

1. Seniority within the Department 25

2. Hospital wide seniority 26

3. Seniority within Samaritan Health Services 27

4. Date of the original Oregon RN licensure 28

5. Lowest Oregon RN license number 29

D. Qualified senior nurses who apply shall be given preference for shift and unit 30

vacancies not involving advancement. To override seniority, a substantially more 31


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qualified junior nurse/external candidate may be awarded the position if the junior 1

nurse/external candidate is clearly more qualified for the position based upon: 2

relevant. job related experience or post-licensure education. 3

4

1. Certifications 5

2.Educational or workshop credits 6

3. Demonstrated abilities as reflected by experience and performance that 7

exceeds other applicants: 8

9

Qualified senior nurses who apply shall be given preference for vacancies 10

involving advancement, provided the specialty certifications(s) skill and abilitiesy 11

of the nurses is equal. The Medical Center shall be the sole judge of the relative 12

skill and ability of the nurse, which judgment shall not be arbitrarily or capriciously 13

exercised. In any case w When the Medical Center gives such preference to an 14

external/ junior applying nurse, theapplicant, the Medical Center shall first have 15

given such nurse and all all applying internal qualified nurses senior to him/her 16

the opportunity for an interview to discuss their skill and ability, and shall advise 17

the senior all applicants of their decision in writing. of the reasons for its 18

decision. 19

20

E. Seniority dates lists shall be maintained by the Medical Center and sent, upon 21

request, to the Association for review monthly semi-annually. 22

23

F. Temporary Staffing Reductions: The Medical Center maintains responsibility for 24

determining a sufficient number of nurses who have demonstrated the necessary 25

skills to care for the represented patient populations of Good Samaritan the 26

Medical Center. 27

28

Definitions: 29


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1. 1. Mandatory Absence (MA) – Involuntary cancellation by the Medical Center 1

from a regularly scheduled shift, paid at the regular rate, which is part of the 2

nurse’s FTE. Cancellation may be the entire shift or a portion of a shift. 3

a. During an MA all benefits will continue to accrue 4

a.b. A nurse may request to be informed if there are any nurses with the same skill 5

working who are not represented by GSMRC Association. 6

7

2. Voluntary Absence (VA) – Prior to the beginning of the shift, A Nurse 8

volunteers submits a request for a full and/or partial VA in Kronos to be 9

canceled out of rotation from a regularly scheduled shift, which is part of 10

the nurse’s FTE, if the Medical Center must reduce staff. Full shift VA will 11

be granted prior to partial Vas and only before the shift begins. Partial shit 12

VA include any hours after the start of the shift, based on patient needs as 13

determined by the Medical Center, and will not be awarded before the 14

start of the shift. All VA will be awarded based on Kronos time and date 15

stamp. When receiving notification of a VA, a nurse may request to be 16

informed if there is an agency nurse with the same skill who is not 17

represented by the GSRMC Association working. The first VA per 18

scheduled period shall be treated as an MA for benefit accrual purposes. 19

Any additional VAs during that schedule period will not accrue benefits 20

unless the nurse uses PTO. Once a VA is requested it cannot be 21

rescinded or declined less than twelve (12) hours prior to the start of the 22

shift. Article 5.E.2 does not apply to VA. 23

24

2. 3. Mandatory Absence Rotation List – A list maintained by the 25

Scheduling Office or within the departments for those not supported by the 26

Scheduling Office. Nurses who are given a mandatory absence or placed 27

on standby-status for a total of four (4) hours eight (8) hours or twelve (12) 28

hours for 12 hour shifts will go to the bottom of the list. Per Diem will be 29

included in a rotation list for purpose of cancellation, described below. 30


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Stand-by status-In lieu of being cancelled, the Medical Center may offer 1

the nurse to be placed on standby for the first four (4) hours of their shift. 2

The nurse will remain available to work and will be compensated at a rate 3

of ten ($10.00) dollars per hour. If a need arises at any time during that 4

four (4) hour period, the nurse will report to work at the original shift’s rate 5

of pay for the reminder of the scheduled shift while also receiving the 6

($10.00) dollars per hour for four (4) hours of standby regardless of start 7

time. 8

9

Guidelines: In the event of excess nursing staff numbers, which need to be 10

reduced, the following guidelines will apply: 11

12

1. At least one scheduled nurse from each subspecialty shall be retained 13

from each shift. 14

15

2. The priority for assigning cancellations or mandatory absences will be to 16

protect regularly scheduled shifts paid at the regular rate of pay: 17

In accordance with the above definitions and guidelines, temporary 18

staffing reductions will be done in the following order 19

a. Agency/Traveler RNs 20

b. Temporary RNs 21

c. Non-bargaining unit nurses 22

c. Holiday double time 23

d. Shifts above assigned FTE that are paid at a premium rated. 24

e. Overtime situations 25

f Regular staff from a regularly scheduled shift paid at a premium 26

rate 27

g. Per Diem staff 28

h. Shifts above assigned FTE that are paid at the regular rate, 29

provided, however, that the nurse is responsible for informing the 30


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supervisor that he or she is working at a regular rate if the nurse is 1

assigned a mandatory absence 2

i. Regular staff from a regularly scheduled shift at a regular rate of 3

pay on a rotational basis. 4

5

3. Only standy0by or cancellation of staff from a regularly scheduled shift will 6

be considered in the mandatory absence list. A nurse who volunteers to 7

take a mandatory absence for a regularly scheduled shift that is 8

overstaffed will be credited with a mandatory absence for purposes of the 9

rotation and will be moved to the bottom of the Mandatory Absence 10

Rotation List. All regularly scheduled cancelled sifts (Straight-time or 11

Premium Pay) will move a nurse to the bottom of the MA list. Clinical 12

Coordinators will be included in the MA list. 13

14

4. Surgical Services, Ambulatory Infusion, Home Health, Women’s Services, 15

ED and Mental Health departments shall follow the above guidelines but 16

rotate solely within their specific units and shifts for purposes of assigning 17

mandatory absences. 18

19

5. Nurses who are placed on call from a regularly scheduled shift paid at 20

straight time and not called in will be moved to the bottom of the 21

mandatory absence rotation list upon completion of the on-call shift. 22

23

6. Nurses who work 12 hours shifts will receive a mandatory absence credit 24

for twelve (12) hours. 25

26

7. Management agrees that, in the event of fifty (50) or more Association 27

ONA nurses individually experiencing three (3) or more mandatory 28

absences per month for two (2) consecutive months (to be evaluated 29

every 10 weeks) and if requested by the Association, they will begin 30

discussions with the Association regarding the feasibility of implementing 31

the language in Article 9, Section G., Layoff. 32


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1

G. Layoff: Medical Center management will notify the Association at least twenty- 2

one (21) days prior to initiating a layoff. In the event of a Medical Center-3

declared layoff, nurses in the unit where the layoff occurs will be given the 4

opportunity to be voluntarily laid off. If it is determined that the voluntary 5

procedure is not satisfactory, then: 6

1. Nurses will be laid off and/or have their FTE and shift adjusted by Medical 7

Center management within the bargaining unit in the reverse order of 8

seniority provided that the remaining nurses currently possess the 9

necessary competencies and skills to perform the work to be done. All job 10

shares will be suspended during the layoff. Should removing the least 11

senior nurse result in inadequate competency and skills in the unit, then 12

that nurse shall remain and the next least senior nurse shall be laid off. 13

14

2. No bargaining unit positions will be awarded to non-bargaining unit 15

applicants until the conclusion of the layoff/reorganization is completed. 16

17

3. All Nurses who meet qualifications shall be considered for available 18

positions within their current unit. Only nurses in good standing will be 19

considered for advancement. 20

21

4. Employees will be paid severance in accordance with the current Medical 22

Center’s Severance policy (see Appendix A for policy title). Nurse will 23

waive recall rights by accepting severance. 24

25

5. The Medical Center will provide the Association a list of the employees to 26

be laid off, a seniority roster and a list of vacant positions within the 27

bargaining unit. List will include department, unit, FTE and shift. The 28

Association/Nurses will have ten (10) days to review and contest seniority 29

dates. 30

31


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6. Nurses shall be recalled from layoff in the order of seniority provided that 1

they have the necessary skills and competency to perform the work. If a 2

laid off nurse is recalled to a shift different from the nurse's assigned shift 3

at the time of the layoff, the nurse may refuse such recall. The nurse may 4

not refuse more than on two occasions or recall rights will be forfeited. 5

6

7. The Medical Center will notify the employee by certified mail and e-mail on 7

file with Human Resources of a position to which the employee may be 8

recalled. 9

10

8. REORGANIZATION/RESTRUCTURE: 11

a. A Reorganization/Restructure may happen when the Medical Center 12

determines a department(s) needs to be reorganized due to business 13

needs. Should a reorganization take place, the following process will be 14

followed: 15

b. The Medical Center will give the Association and affected nurses twenty-16

one (21) days’ notice. 17

c. The Association may request a meeting within five (5) days of such 18

notification with the Medical Center to discuss the need for the 19

reorganization, process and timeline. 20

d. 1. Nurses will be given a current department seniority list. 21

3. Nurses will have ten (10) days to challenge the seniority date with Human 22

Resources. The nurse must notify both the Association and Human 23

Resources. The nurse must notify both the Association and Human 24

Resources. 25

Nurses will be given the new schedule(s), including FTE’s and patterns. 26

Nurses will rank all schedule options based on their primary job 27

classification and will write their phone number on the selection paper 28

where they can be reached during the selection process meeting. Nurses 29

will be awarded positions based on classification and seniority. The 30

Association will be invited to the selection process meeting. 31

Per Diem nurse many not bid for open positions, nor may they displace 32

any other nurses during this process, regardless of their seniority. 33


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The Medical Center will let nurses know of their awarded selection within 1

twenty-four (24) hours. 2

The new schedule will begin at least forty-five (45) days from the selection 3

date. 4

5

6

H. Nurses other than Per Diem will be regarded, following orientation, as assigned 7

to a specific shift, unless the position held by the nurse was posted as a variable 8

shift. Such nurses shall not be assigned to a different shift except in cases 9

where: (1) they have voluntarily agreed, after completion of the probationary 10

period, to such assignment; (2) they are filling a position which existed prior to 11

September 12, 1980, and which specifically provides for different shifts; or (3) the 12

Medical Center needs a nurse on a different shift, cannot obtain a volunteer and 13

cannot meet the need from the available qualified float pool nurses on that shift. 14

In cases arising under Number 3, the Medical Center shall assign the qualified 15

nurse with the least seniority to the shift change for a period no longer than three 16

(3) months (in which case, the Medical Center will assign the next least senior 17

qualified nurse). 18

19


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ARTICLE 10. EMPLOYMENT STATUS 1

A. The Medical Center shall have the right to hire, promote and transfer nurses 2

except as specifically limited by this Agreement. The Medical Center shall have 3

the right to discipline, suspend or discharge nurses for proper cause. 4

5

B. Nurses shall have the right to a representative to accompany them to any 6

meeting with managers which they believe may result in disciplinary action. 7

Nurses shall receive copies of any material of an evaluative or disciplinary nature 8

to be placed in the supervisory or personnel files and shall have the opportunity 9

to attach a response to it. Verbal and written corrective actions shall not be 10

considered in future progressive discipline after a period of seven (7) years 11

unless there has been another corrective action or the nurse exhibits the same 12

behavior, performance or practice again. Final Written corrective action will not 13

be subject to this language. 14

15

C. An nurseintroductory nurse employed by the Medical Center shall not become a 16

regular employee until the nurse has been continuously employed for a period of 17

six (6) months. 18

19

D. All nurses shall make every effort to give at least thirty (30) calendar days' notice 20

of intention to terminate. To be eligible for all accrued side benefits, the nurse 21

shall give as much notice as possible but not less than fourteen (14) calendar 22

days' notice of intended resignation, but the Medical Center will reasonably 23

consider emergency circumstances which affect the nurse’s ability to give the 24

requisite notice. 25

26

E. The Medical Center shall give regular nurses fourteen (14) calendar days' notice 27

of termination of their employment or, if less notice is given, the Medical Center 28

shall pay the difference between the number of days the nurse would normally 29

work during such period and the number of days actually worked; provided, 30


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however, that no such advance notice or pay in lieu thereof shall be required for 1

nurses who are discharged for theft, falsification of records, use of intoxicants or 2

unauthorized drugs at work or abuse of patients, or for any other reason 3

constituting just cause. 4

5

F. A regular nurse who feels s/he has been suspended, disciplined or discharged 6

without proper cause may present a grievance for consideration under the grievance 7

procedure. 8

9


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ARTICLE 11. PROFESSIONAL NURSING CARE COMMITTEE 1

A. Recognition - A Professional Nursing Care Committee shall exist be established 2

at the Medical Center. 3

4

B. Responsibility - The Medical Center recognizes the responsibility of the 5

Committee to recommend measures objectively for improvement of patient care 6

and will duly consider such recommendations when submitted in writing and will 7

respond in writing. 8

9

C. Objectives- The objectives of the Committee shall be: 10

1. To consider constructively consider the practice of nurses. 11

12

2. To work constructively for the improvement of patient care and nursing 13

practice. 14

15

3. To recommend to the Medical Center ways and means to improve patient 16

care. 17

18

4. To be responsible for equitable distribution of continuing education funds. 19

20

5. To exclude from any discussion contract grievances or any matters 21

involving the interpretation of the contract. 22

23

D. Composition - The Committee shall be composed of seven (7) registered nurses 24

employed at the Medical Center and covered by this Agreement. Two (2) 25

alternate nurses may be appointed to the committee to attend when one or more 26

of the seven (7) designated nurses is unavailable. The Committee members shall 27

be elected or selected by the registered nurse staff at the Medical Center and 28

shall be representative of clinical areas and shifts. Home Health PNCC shall be 29

composed of three (3) registered nurses employed at the Medical Center and 30

covered by this agreement. 31

32

E. Frequency of Meetings - The Committee shall schedule regular meetings. 33

Nurses and management will make reasonable efforts to relieve the nurses of 34


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their duties in order to attend scheduled meetings. Each Committee member 1

shall be entitled to up to three (3) paid hours per month at the nurse's regular 2

straight time rate for the purpose of attending Committee meetings. Such 3

meetings shall be scheduled so as not to conflict with the routine. The 4

Committee shall prepare an agenda and keep minutes of all meetings, copies of 5

which shall be provided to the Bargaining Unit Leadership, and Leadership and 6

emailed directly to the Vice President for Patient Care Services. The PNCC 7

agenda and minutes shall be posted on the intranet nursing units. 8

9

F. Special Meetings - The administration may request special meetings with the 10

Committee, but such meetings shall not take the place of the regularly scheduled 11

meetings of the Committee. 12

13

G. Nurse Staffing Discussions - The Committee may request meetings with the 14

administration to discuss nurse staffing problems. Such recommendations shall 15

be given due consideration by the Administrator, butAdministrator but shall not 16

be binding on the Medical Center. 17

18

19


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ARTICLE 12. PARTICIPATION IN COMMITTEES 1

A. As medical staff committee appointments are made annually by the Chief of 2

Staff, the administration agrees to suggest to each incumbent of that office that a 3

nurse or nurses participate in the medical staff Ethics committee. . 4

5

AB. The Medical Center will appoint at least one nurse, selected by mutual 6

agreement between the Association RNA Executive Committee and the Medical 7

Center, to the following Medical Center committees: 8

4. Medical Center Safety Committee 9

5. Emergency Preparedness Committee 10

6. Infection Control 11

7. Critical Care Committee 12

8. Ethics Committee 13

Meeting minutes including attending committee members will be accessible, excluding 14

confidential matters, on the Medical Center’s intranet. 15

16

Medical Center Safety

Committee

Emergency Preparedness

Committee

Infection Control Critical Care Committee

17

B.C. Nurses and management will make reasonable efforts to relieve the nurses of 18

their duties in order to attend scheduled meetings. Nurse members of the 19

committee will be compensated at their regular rate of pay for their attendance at 20

meetings. Meeting attendance will not drive contractual overtime or premium pay. 21

22

B.C. The function of the nurse attending the committee meetings described in 23

paragraphs A and B shall be to recommend to and review with the medical staff 24

improvements that may be made in rendering the best possible care to patients 25

in the Medical Center and to receive from the medical staff recommendations on 26

the improvement of nursing care. Prior to and subsequent to each meeting, the 27


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nurse should communicate with nursing administration to be advised of problem 1

areas and to share recommendations affecting patient nursing care. 2

3

4

D. Should the nurse feel the committee was not responsive to the nursing point of 5

view, she may review the problem with the Association RNA Executive 6

Committee, which may in turn review said problem with the Vice President of 7

Patient Care. 8

9

E Committees that evaluate evidence- based nursing practice will recommend 10

policy changes to management; further these committees will not engage in 11

practices that are mandatory subjects of bargaining. 12

13

14

15


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ARTICLE 13. LABOR MANAGEMENT COOPERATION COMMITTEE 1

A. The Medical Center and Association will participate in a joint Labor Management 2

Cooperation Committee ("LMCC"). The goal and purpose of the LMCC shall be 3

to foster a more positive and collaborative relationship between the parties 4

leading to fewer grievances, more expeditious contract negotiations and the 5

ability to resolve issues which arise during the term of the collective bargaining 6

agreement based on mutual respect and the acknowledgment of each party's 7

legitimate organizational interests. 8

9

B. The LMCC shall be composed of eightten (10) members) members, five (5) four 10

from the Association, and five (5) four from the Medical Center who, by virtue of 11

their positions within their respective organizations possess the authority to make 12

decisions on behalf of their constituents. The Association members shall be the 13

ONA Labor Representative and four (4) three nurses elected or selected from the 14

Bargaining Unit Leadership, preferably having had contract negotiation 15

experience. All members shall be compensated for time spent in LMCC 16

meetings or working on bona fide LMCC projects. 17

18

C. Initially the parties agree to the following: 19

1. A commitment to the exchange of information including current financials 20

upon request. 21

22

2. A commitment to make every reasonable effort to solve problems as they 23

become evident. 24

25

3. To meet at regularly established times. Each January a year-long calendar 26

of meetings shall be established by mutual agreement. Meetings may be 27

canceled and/or rescheduled by mutual agreement. 28

29


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4. To furnish written records of LMCC discussions to the RN Bargaining Unit 1

and Nursing Managers by posting minutes on the intranet. . 2

ARTICLE 14. PROFESSIONAL DEVELOPMENT 3

A. The Medical Center shall provide counseling and evaluation of the work 4

performance of each nurse covered by this Agreement not less than once per 5

year. 6

7

B. Progress of newly employed nurses shall be regularly reviewed with the nurse 8

during the first twelve (12) weeks of employment. An evaluation of this progress 9

will be reviewed with the nurse after twelve (12) weeks. Performance appraisals 10

shall be conducted at least annually according to Medical Center policy. 11

12

C. The Medical Center shall maintain a continuing in-service education program. 13

The Medical Center shall provide a minimum of eightof eight (8) two (2) to three 14

(3) weeks advanced notice of the programs when feasible. The exception is 15

continuing education programs designed to address information of an urgent or 16

time sensitive nature. The Medical Center it It shall seek to schedule the 17

programs on different days of the week during a year. 18

19

D. All nurses are encouraged to participate in a minimum of twenty (20) hours per 20

year of in-service training. Such training will be made available to all shifts. 21

22

E. The Medical Center shall provide newly hired nurses with orientation to the 23

Medical Center and the assignment for which they were she/he was hired. 24

During orientation, such nurse shall not be assigned a full patient load. The 25

Medical Center shall normally provide a two-week orientation period, which may 26

be extended on units with specialty skill requirements or shortened with respect 27

to nurses who have previously been employed by the Medical Center with 28

appropriate experience. A nurse transferred from a regular assignment on one 29

unit to a regular assignment on another unit shall be expected to carry a full 30


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patient load as soon as possible, but no later than one week after the transfer, 1

this period may be extended on units with specialty skill requirements. 2

3

F. The Tuition Reimbursement policy of the Medical Center is applicable to all 4

employees and shall apply to Registered Nurses. Any changes to this policy will 5

be communicated in writing to the bargaining unit chair. The Medical Center shall 6

provide seventy-five percent (75%) reimbursement for full time nurses, fifty 7

percent (50%) for part time nurses and per diem nurses who qualify under Article 8

3 Section 5. 9

10

G. Nurses will be paid for any mandatory educational hours. Every effort shall be 11

made to provide training to all shifts. If a nurse commits to attending a mandatory 12

education class but is a no-show to the class without providing twenty-four (24) 13

hour notice of cancellation using the home department’s appropriate sick call 14

procedure and/or sick call line. PTO may be assessed for the class time missed. 15

16

H. Staff meetings will be posted at least two weeks in advance. Nurses will have up 17

to ten (10) days prior to the meeting to notify their manager of their intent to 18

attend. Units with more than one (1) shift should have more than one (1) meeting 19

to accommodate participation by RNs on different shifts. 20

21

I Nurses who are interested in cross training programs offered by the Medical 22

Center will complete the Transfer/Cross Training Interest form and provide it to 23

the appropriate department manager(s). Nurses will be given preferences for 24

such training on a seniority basis once approved by their current manager. 25

26

J. At least one additional nurse per unit will be granted an educational day, above 27

the master list for vacation requests, provided core unit staffing has been met. 28

29

30


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ARTICLE 15. NO STRIKE/NO LOCKOUT 1

In view of the importance of the operation of the Medical Center's facilities to the 2

community, the Medical Center and the Association agree that there shall be no 3

lockouts by the Medical Center and no strikes, sympathy strikes or other interruptions of 4

work by the Association, its officers, agents, representatives, or the nurses during the 5

term of this Agreement. 6

7

8


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ARTICLE 16. GRIEVANCE PROCEDURE 1

A. Problems arising in connection with the application or interpretation of the 2

Agreement shall be submitted as a grievance in accordance with the procedures 3

of this Article; provided however it is the express intent of the parties that 4

grievances be adjusted informally whenever possible and at the first level of 5

supervision. The time limits contained in this procedure may be extended by 6

mutual agreement of the Employer and the Association. Grievances may be, by 7

mutual consent of the parties, referred back for further consideration or 8

discussion to a prior step or advanced to a higher step of their grievance 9

procedure. 10

11

Dismissal grievances must be filed in writing within the first fourteen (14) days 12

following the dismissal and shall be initially filed with the VP of Patient Care 13

Services or designee. 14

15

1. Step One: The employee shall first submit a written grievance, signed by 16

the employee directly involved in the occurrence on which the grievance is 17

based, to his/her Assistant Department Manager (ADM) within fourteen 18

(14) days of the time when the employee should reasonably have known 19

of the occurrence on which the grievance is based, but in any event within 20

forty-five (45) days following the occurrence of the matter being grieved. 21

The ADM will discuss the matter with the nurse. 22

23

2. Step Two: If a satisfactory agreement is not reached within fourteen (14) 24

days of the discussion at Step One, the employee shall have fourteen (14) 25

additional days to reduce the grievance to writing and submit it to the 26

Department Manager, (unless the Department Manager heard the 27

grievance at Step One, in which case the nurse should proceed to Step 28

Three). 29

30


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The Association may initiate a grievance and direct it initially to the 1

Department Manager if the issue affects the rights or benefits of a group of 2

nurses within the same department. 3

The Department Manager will meet with the nurse to consider the 4

grievance within fourteen (14) days. The department manager will 5

respond to the grievance, in writing, within fourteen (14) days of the Step 6

Two meeting. 7

8

3 Step Three: If the grievant is not satisfied with the Department Manager's 9

response or has not received a response within the timeframes set forth 10

above, the employee shall have fourteen (14) additional days to reduce 11

the grievance to writing and submit it to the Vice President of Patient Care 12

Services who shall endeavor to settle the complaint. At this step, the 13

employee may seek the assistance of the Association in presenting 14

his/her case. Within fourteen (14) days after presentation of the grievance 15

to the Vice President of Patient Care Services, the parties shall schedule a 16

meeting to be held at a mutually convenient time (which may be outside 17

the fourteen dayfourteen-day period) to attempt to resolve the matter. The 18

Vice President of Patient Care shall issue a written response to the 19

grievant and the Association within fourteen (14) days following the 20

meeting. Home Health Nurses will file step (3) three grievance directly to 21

Vice President of Operations. 22

23

The Association may initiate a grievance and direct it initially to the Vice 24

President for Patient Care Services if the issue affects the rights or 25

benefits of a group of nurses across multiple departments tnswithin the 26

bargaining unit. 27

28

4. Step Four: If the grievant is not satisfied with the resolution at Step Three, 29

the employee shall have fourteen (14) additional days to refer the written 30

grievance to the Medical Center President/CEO or designee. A meeting 31


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with the Medical Center President/CEO or her/his designee will be held 1

within fourteen (14) days of receipt of the referral, who will issue a written 2

response to the grievant and the Association within fourteen (14) days 3

following such meeting. 4

5

5. Step Five: If the issue is not resolved at the President/CEO level, then the 6

Association may, within fourteen (14) days of the President's/CEO's 7

decision request that the Medical Center participate in non-binding 8

mediation through the Federal Mediation or Conciliation Service. If the 9

Medical Center does not agree to mediation or if mediation does not result 10

in resolution of the grievance, the Association may, within fourteen (14) 11

days of the Medical Center’s decision not to participate in mediation or 12

within fourteen (14) days of the mediation session, refer the grievance to a 13

neutral party selected from a list of names supplied by the Federal 14

Mediation and Conciliation Service. The decision of the neutral party as 15

arbitrator shall be binding upon the parties and each party shall pay one-16

half (1/2) of the arbitrator's fee. The arbitrator shall not have authority to 17

add to, modify or detract from the provisions of this Agreement. 18

19

7.8. Only disciplinary grievances may be placed in a nurse's personnel file. 20

8.9. 21

B. As used in this Article, 'days' shall mean calendar days. 22

23

24


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ARTICLE 17. RETRIEMENT PLAN 1

A. Samaritan Health Services Retirement Plan 2

Nurses will participate in accordance with the terms of the Samaritan Health 3

Services Retirement Plan which will include a contribution by the Medical Center 4

of four (4%) of eligible compensation. 5

6

B. Samaritan Health Services Tax Shelter Annuity (“403b”). 7

The Hospital will provide TSA benefit for all nurses who are legally eligible to 8

participate. The TSA program provided as part of the Samaritan Health Services 9

Tax Sheltered Annuity will permit eligible employees to contribute up to a 10

maximum allowable by applicable law. 11

12

Medical Center Match to the Samaritan Health Services TSA. 13

For nurses hired on or before September 6, 2013, the Medical Center will match 14

the contribution of the eligible nurses up to three (3%) percent of gross pay. For 15

nurses hired after September 6, 2013, the Medical Center will match the 16

contribution of the eligible nurses up to two (2%) percent of gross pay. 17

18

C. Nurses enrolled in the sun setting Defined Benefit plans, may continue to 19

participate in that plan, with the designated Samaritan Health Services carriers. 20

21

D. If the Medical Center changes the Samaritan Health Services Retirement Plan 22

during the term of this agreement, RNs will be eligible to participate in the new 23

benefit. 24

25

26


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ARTICLE 18. HEALTH AND WELFARE 1

A. Each full-time and part-time nurse who is regularly scheduled to work at least 2

20 hours per week may participate in one of the Medical Center's health and 3

welfare plans, in accordance with their terms, as selected by the employee. The 4

plans shall provide medical, dental, employee and dependent life, accidental 5

death and dismemberment, long-term disability insurance, and vision benefits. 6

During the term of this Agreement, Medical Center will continue to provide such 7

plans made available to all employees or will provide similar plans if it establishes 8

them in place of such plans. If the Medical Center makes any revisions to the 9

plans, ONA will be given thirty (30) days’ notice. 10

11

12

Nurses may opt out of the medical/pharmacy benefits with proof of other 13

insurance. Such proof must be provided annually. Opt out employees will receive 14

an amount designated by the Employer. 15

16

Per Diem Nurses who for the previous six (6) months have on average worked 17

forty (40) hours or more per pay period in a per diem position will upon request be 18

granted benefits of a regular FTE with the exception of paid time off (PTO), appropriate 19

to number of hours worked. These Nurses will forfeit the Per Diem differential in lieu of 20

those benefits. Nurses must maintain the forty (40) hours per pay period average which 21

will be reviewed on a quarterly basis in order to remain eligible for benefits. 22

23

B. Premium Rate Determination. In 2017, the The employee's contribution rate will 24

be the same as the rest of the majority of the Medical Center’s employees, 25

provided, however, that the Health and Welfare Plan will not increase more than 26

tenthan ten eleven percent (10 11%) from the previous year’s contribution. In 27

2018 the Plan will not increase more than ten percent (10%) and 2019 the Plan 28

will not increase more than then percent (10%). 29

30


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C. Life Insurance and Long-Term Disability. During the term of this Agreement, 1

nurses will participate in the life insurance and long-term disability plan as in 2

accordance with the provisions of the SHS plan. During the term of this Agreement, 3

nurses may also participate in the voluntary insurance plans in accordance with the 4

provisions in the SHS plan. 5

6

7

D. Short-Term Disability. During the term of this Agreement, nurses may participate 8

in the short-term disability insurance plan according to the provisions of the STD 9

plan provided by SHS. The opportunity to elect short-term disability will be 10

available at least once every five (5) years starting with open enrollment for 11

201917. 12

13

E. At the time of employment, each nurse must fulfill Employee Health requirements 14


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ARTICLE 19. SEPARABILITY 1

In the event that any provisions of this Agreement shall at any time be declared invalid 2

by any court of competent jurisdiction or through government regulations or decree, 3

such decision shall not invalidate the entire Agreement, it being the express intention of 4

the parties hereto that all other provisions not declared invalid shall remain in full force 5

and effect. 6

7

8


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ARTICLE 20. SUCCESSORS 1

In the event the Medical Center shall, by merger, consolidation, sale of assets, 2

franchise, or by any other means enter into an agreement with another firm or individual 3

which, in whole or in part, affects the existing appropriate collective bargaining unit, then 4

such successor firm or individual shall be bound by each and every provision of this 5

Agreement. The Medical Center shall have an affirmative duty to call this provision of 6

the Agreement to the attention of any firm or individual with which it seeks to make such 7

an agreement as aforementioned and, if such notice is so given, the Medical Center 8

shall have no further obligations hereunder from date of takeover. 9

10

11


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1

2

3

4

5

6

7

8

9

10

11

12

13

14

15

16

17

18

19

20

21

22

23

24

25

26

27

28

29

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Article 21 Surgical Services Provisions 1

A. Surgical Services departments shall be comprised of the following 2

units: Operating Room, Post Anesthesia Care Unit, Cardiac Cath Lab, Cardiac Cath Lab 3

Recovery Short Stay (Ambulatory Surgery) and the Ambulatory Surgery Center 4

1. A nurse home unit is the unit a nurse is hired into. 5

6

B. Surgical Services nurses may will be floated to floated to available 7

to assist in units within Surgical Services areas and will not be assigned outside of 8

Surgical Services to take a patient assignment. Any nurse being floated from their home 9

unit will be oriented to the new unit’s physical environment. 10

11

B. C. On-call period is the period of timeof time when a nurse is on-call for the 12

Medical Center. On-call is required for nurses covered by this section with the 13

exception of Cardiac Cath Lab and the Ambulatory Surgery Center. . However, 14

Cardiac Cath Lab Recovery, Ambulatory Surgery Center and Per Diem nurses 15

shall not be required to be scheduled for on call, but may volunteer to be 16

scheduled for on call. 17

1. An on-call nurse is required by the Medical Center to report to work within thirty 18

(30) minutes from the time the Medical Center initiates the contact. 19

2. Any Surgical Services nurse, regardless of FTE or home unit may volunteer to 20

take additional call outside of their home unit, provided they are appropriately 21

trained and qualified. 22

1.3. If a per diem nurse schedules themselves for on-call hours they will get hour 23

equal credit towards hospital shifts on the next schedule period for any call-back 24

hours worked. 25

26

4D OR and Cardiac Cath Lab nurses' share theshare the number of 27

call hours for their respective departments proportionatedepartments proportionate to 28

their FTE. ... The total number of call hours may vary according to the number of 29


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nurses within each specialty team available to take call. Volunteers may arrange 1

additional on-call hours or trades with co-workers from their unit in accordance with 2

Medical Center policy provided it does not set up additional overtime liability for the 3

departments unit(s).. Additional call hours, if any, shall not be considered under the 4

proportionality rule. 5

6

E. Short Stay (Ambulatory Surgery) and PACU nurses shall equally 7

divide the number of call hours available for their home unitshome units. The total 8

number of call hours may vary according to the number of nurses available to take call. 9

Volunteers may arrange additional on-call hours or trades with co-workers from their 10

unit in accordance with Medical Center policy provided it does not set up additional 11

overtime liability for the units departments. Additional call hours, if any, shall not be 12

considered part of the equal division. 13

14

F. An ongoing rotational holiday call schedule will be established in 15

writing by each individual unit within Surgical Services. 16

17

G. Nurses who agree to pick up an “Orphan Call” (previously assigned 18

on call hours) which has become available due to illness, injury, termination/resignation 19

shall be compensated. for those on call hours at a rate of double the on-call rate per on 20

call hour. If no one volunteers to take the orphan call, it will be assigned on a rotational 21

basis with consideration given to extenuating circumstances. 22

23

H If a nurse is called back to work during their his/her on call hours, the 24

nurse shall be given not less than three (3) hours of work or requivalent pay for each 25

such call back. 26

If an on-call nurse is required to work more than stay beyond sixty (60) minutes past the 27

end of their previous shift, the nurse shall be given not less than three (3) hours of work 28

or equivalent pay as if they were called back. Written documentation for each such call 29

back. If the nurse is still required to work, then call back shall be deemed to have 30


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begun at the end of the regular shift and a payroll adjustment sheet shall be completed 1

and submitted to the manager. A nurse who is called back to work while on call shall 2

check with the department manager/staffing coordinator when this occurs. or shift 3

supervisor before leaving the Medical Center. 4

5

A nurse who is called back to work while on call shall check with one of the following 6

people in charge: Department Manager, Assistant Department Manager, Shift 7

Supervisor, Clinical Coordinator or House Supervisor before leaving the Medical Center. 8

9

I. A nurse who has worked call back during scheduled on call hours 10

such that the nurse has not received ten (10) consecutive hours off since the last 11

regularly scheduled shift worked may request the next shift off without pay. 12

13

J. If the nurse RN works between 11 pm to 7 am callback and the 14

nurse RN is assigned an MA and does not complete their his/her regularly scheduled 15

shift, the nurse RN will be paid ½ the RNs nurse’s hourly base rate per hour for the 16

remaining hours of the nurse’s RNs regularly scheduled shift. This pay provision will 17

override Article 5.E.2. 18

19

20

21

22

Article__22___: COMPENSATION 23

24

A. STEP SYSTEM OF PAY 25

The wage scale is composed of a series of progressing steps established to recognize 26

experience and length of service. There will be a years of service requirement to move 27

to a higher wage step after new hire initial step placement ending with a 30-years-of-28

service step. 29


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1. The wage rate increases between each year-of-service step will be three 1

percent (3%). 2

3

2. Between Steps 1 and 7, a nurse will meet the years of service requirement 4

and move to the next step if the nurse she/he works 1100-hours or is 5

employed 12 months, whichever is longer. Between Steps 7 and 15, a 6

nurse will meet the years of service requirement and move to the next 7

step after the nurse has been employed twenty-four (24) months, 8

irrespective of the number of hours worked. Between Steps 15 and 25, a 9

nurse will meet the years of service requirement and move to the next 10

step after the nurse has been employed for sixty (60) months on the step, 11

irrespective of the number of hours worked. In order to be eligible for the 12

30-year step, a nurse will meet the years of service requirement and move 13

to step thirty (30) after the nurse has been employed for sixty (60) months 14

on step 25. 15

16

3. New hires and transfers into the bargaining unit will be given year-for-year 17

credit for prior experience toward step placement for recent related 18

experience in an acute care setting. Other RN experience will be credited 19

as one year of credit for every two years of experience. New hires will be 20

placed at the wage step corresponding to the years of prior experience. 21

22

4. Once a nurse is placed on the Medical Center GSRMC wage scale, the 23

hours requirement and years of service rule will govern their his/her 24

progression through the scale. For example, nurses hired from outside 25

Medical Center GSRMC with 15 years of acute care experience will be 26

placed on Step 15 and those nurses will be eligible to move to Step 20 27

after sixty (60) months of service with the Medical Center on Step 15. 28

Nurses will be eligible to move to Step 25 after sixty (60) months of 29

service with the Medical Center on Step 20. Nurses will be eligible to 30


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move to Step 30 after sixty (60) months of service with the Medical Center 1

on Step 25. 2

3

B. WAGES 4

The following wage rates will apply to nurses: 5

All increases will commence the first pay period following the effective date: 6

If, ratified on February 10, 2020, retro pay will be paid (10) ten pay periods prior to 7

February 10, 2020. 8

Effective February 10, 2020, July 1, 201916 – 3% increase across the board 9

Effective July 1, 202017 – 2.75% 3% increase across the board 10

Effective July 1, 202118 – 2.75 3% increase across the board 11

Good Samaritan Regional Medical Center 7/1/2016 7/10/2017 7/9/2018

Yrs Service Current 3% Increase 3% Increase 3% Increase

0 Step 1 $34.21 $35.24 $36.30 $37.39

1 Step 2 $35.24 $36.30 $37.39 $38.51

2 Step 3 $36.30 $37.39 $38.51 $39.66

3 Step 4 $37.39 $38.51 $39.66 $40.85

4 Step 5 $38.51 $39.66 $40.85 $42.08

5 Step 6 $39.66 $40.85 $42.08 $43.34

6 Step 7 $40.85 $42.08 $43.34 $44.64

7 Step 8 $42.08 $43.34 $44.64 $45.98

9 Step 9 $43.34 $44.64 $45.98 $47.36

11 Step 10 $44.64 $45.98 $47.36 $48.78

13 Step 11 $45.98 $47.36 $48.78 $50.25

15 Step 12 $47.36 $48.78 $50.25 $51.75

20 Step 13 $48.78 $50.25 $51.75 $53.31

25 Step 14 $50.25 $51.75 $53.31 $54.90

30 Step 15 $51.75 $53.31 $54.90 $56.55

12

C. INCENTIVE COMPENSATION 13

Nurses will be able to receive one or a combination of the following: 14


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1 Preceptor Differential: A three percent (3%) increase on the nurse's base 1

wage rate for all hours worked if the nurse is a routine and satisfactory 2

preceptor, andpreceptor and has completed the annual preceptor training. 3

4

2. Certification Differential: A three percent (3%) increase on the nurse's 5

base wage rate for all hours worked if the nurse has tested for and passed 6

achieved or maintained a nationally recognized nursing certification 7

applicable to their current position. The differential will commence the first 8

day of the pay period following the date that written evidence of the 9

passing test score or continuing certification is received by the Medical 10

Center GSRMC HR office. A copy of the certification must be submitted to 11

Medical Center GSRMC HR office within the following three (3) months or 12

the differential will be discontinued. It is the nurse’s responsibility to 13

provide evidence of certification renewals to the Medical Center HR office. 14

If evidence is not provided, T the differential will be automatically 15

discontinued on date of expiration on file in Human Resources. at 16

certification lapses. 17

18

3. BSN/MSN Differential: A twoA two and half percent (2.5) differential will 19

be added to the base hourly wage for those nurses who have a BSN 20

degree. A three and a half percent (3.5%) differential will be added to the 21

base hourly wage for those nurses who have an MSN degree. Nurses will 22

be eligible for only one advanced degree differential. BSN/MSN diploma or 23

transcripts must be received in the Medical Center GSRMC HR office for 24

differential to begin. Differential will begin the first day of the first pay 25

period receipt by the Medical Center HR office. 26

D. SHIFT AND SHIFT PREMIUM DIFFERENTIALS 27

Effective the first pay period following ratification of this Agreement, shift differentials 28

shall be as follows: 29

Evenings: An amount equal to six percent (6%) of the applicable rate of 30


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pay under (A) above. 1

2

Nights: A nurse shall receive twelve and one-half percent (12.5%) of 3

applicable pay if a nurse works less than four (4) 4

consecutive years on night shift at Medical Center. A nurse 5

shall receive fifteen percent (15%) of applicable pay if the 6

nurse works more than four (4) consecutive years on night 7

shift at Medical Center but less than eight (8) years. A nurse 8

shall receive seventeen and one-half percent (17.5%) of 9

applicable pay if the nurse works at least eight (8) 10

consecutive years but less than ten (10) consecutive years 11

on night shift at Medical Center. A nurse shall receive 12

twenty percent (20%) of applicable pay if the nurse works at 13

least ten (10) consecutive years or more on night shift at 14

Medical Center. 15

16

E. CLINICAL COORDINATORS/CHARGE NURSE: 17

1. Three dollars ($3.00) per hour above the nurse’s regular rate of pay. applicable 18

line of the rate schedule shall be paid to Coordinators. 19

20

2. 21

. 22

23

F. A nurse temporarily assigned to a higher position for four (4) or more hours shall 24

be compensated for such work at no less than the minimum rate of pay 25

applicable to the higher position or the next higher regular rate of pay, whichever 26

is greater. 27

28

G. On call: On-call hours shall be paid at $4.75 25 for each on-call hour with $5.50 29

00 per hour for hours scheduled on call on recognized holidays. If a nurse is 30


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called back to work from on call, the N nurses will receive on call pay and time 1

and one half (1 ½) their regular rate of pay plus shift and weekend differential, if 2

applicable, if they are called back to work from on call. The number of hours 3

compensated at the call back rate may not exceed the number of hours assigned 4

as the on-call period. Nurses are required to report to their manager or the 5

nursingthe nursing Supervisor shift supervisor prior to leaving the Medical 6

Center. 7

8

There shall be no pyramiding of call back compensation with any other hourly 9

rate for the same hour worked except as noted above. 10

11

H. Medical Center discounts available to RNs covered by this agreement shall be 12

the same as those afforded to the majority of the Medical Center’s employees. 13

14

I. Per Diem nurses shall be paid a $ 5.00 4.50 per hour differential in addition to 15

their regular shift rate in lieu of any fringe or side benefits (exclusive of education 16

leave and pension if eligible under its terms). Effective 7-9-2018 Per Diem nurses 17

shall be paid a $4.75 per hour differential in addition to their regular shift rate in 18

lieu of any fringe benefits (exclusive of education leave and retirement if eligible 19

under its terms). 20

21

J. Weekend Differentials: For any shift predominately worked on a Saturday or 22

Sunday the nurse shall be compensated an additional five percent (5%) per hour 23

in addition to any other applicable differentials. Move to Article 22 D.3 24

25

26

L. Preceptors: The Medical Center shall provide a special educational day to 27

enhance teaching and learning skills, in a collaborative effort with the Health 28

Education Department for preceptors. To be eligible as preceptor, a nurse must 29

attend, with management approval, the training offered herein on an annual 30

basis. The nurse will be initially eligible for the preceptor differential set forth in 31


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paragraph C.1 above upon completion of the following: (: (a) the initial training; 1

(b) 80 hours of precepting; and (c) satisfactory evaluation by the nurse’s 2

manager. The initial evaluation will be conducted within two weeks of the 3

notification to the manager from the nurse that she or he has completed 80 4

hours of precepting. (If the evaluation is conducted at a later date, the preceptor 5

differential will be effective on the date the evaluation is due, provided 6

evaluation is satisfactory.) Thereafter, the nurse must comply with the Medical 7

Center policy to maintain preceptor status. (Propose moving K to a new C.1.a) 8

9

M. EXTRA HOURSEXTRA HOURS PREMIUM: 10

1. Full-time nurses time nurses will be paid at one and one-half (1 1/2) times 11

their regular straight-time rate of pay for all hours worked above the 12

nurse's regularly scheduled FTE except when there is a change of 13

schedule agreed upon by the Medical Center and nurse. Part-time nurses 14

will be paid at one and one-half (1 ½) times their regular straight-time rate 15

of pay for hours worked nurse's regularly scheduled FTE and thirty-two 16

(32) hours per work week. 17

Hours worked in determining eligibility for this premium will not include 18

hoursinclude hours worked as a result of trades; at the request of other 19

nurses; or being called back to work while on call. This section will apply 20

only if the nurse also works all of their his/her scheduled shifts in the same 21

pay period, other than such shifts that were not worked because of a low 22

census day, because of a previously approved block period of leave 23

accompanied with physician document if the dates change or because 24

they had previously been scheduled as PTO prior to the schedule being 25

published. This premium will not be paid for any un-worked hours. 26

Once a nurse agrees to work an extra shift, they have twenty-four (24) 27

hours to retract the shift after which the nurse is committed to thoseto 28

those hours. ... If a nurse calls in unable to work their regularly scheduled 29

hours during a pay period in which the nurse has signed up for extra 30

hours, the premiumthe premium pay will be waived for the corresponding 31


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number of hours thathours that the nurse misses. Further, a nurse is 1

required to use accrued PTO for the missed hours. 2

3

2. There will be no pyramiding of hours worked. ... (Example: If a nurse is 4

paid the premium under this section, the hours paidhours paid will not be 5

counted toward the computation of weekly overtime.) No hour will be 6

eligible for the payment of two such premiums. 7

8

9

10

5. If extra shifts remain after the Medical Center has attempted to fill the 11

schedule with Per Diem nursesDiem nurses, the Medical Center will post 12

the extra shifts electronically The nurses who hold an FTE in the relevant 13

unit will be permitted to sign up for extra shifts for the first five (5) days that 14

the schedule is posted. Thereafter, all qualified nurses in the bargaining 15

unit may sign up. A nurse may sign up for extra shifts; however, the 16

Medical Center may limit nurses to one hundred eight (108) hours in a pay 17

period. If the Medical Center is concerned about patient care and safety, 18

the Medical Center reserves the right to limit the number of extra shifts a 19

nurse may work. 20

21

6. 7. Per Diem and Home Health nurses are not eligible for the extra 22

hours premium. 23

24

8. Nurses who work an extra shift on Christmas Eve, Christmas Day, New 25

Year’s Day and Thanksgiving at the request of the Medical Center within 26

the published schedule will be paid two (2) times the straight time rate of 27

pay so long as the holiday is not a result of trades. A nurse that is called 28

back from being on-call on Thanksgiving, Christmas Eve or Christmas Day 29

will be paid two (2) times the straight time rate of pay. 30


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1

M Other 2

1. Home Health Nurses: Telephone Consultation: Telephone 3

consultation (including documentation of telephone contact) that is 4

necessary for the guidance of personnel on duty, for telephone 5

conferences, and/or for patient evaluation or advice, and that is in excess 6

of fifteen (15) cumulative minutes while the nurse is on call, shall be 7

considered hours worked and shall be compensated at the rate of time 8

and one half (1 ½) plus weekend differential, if applicable. 9

10

2.. Home Health Nurses Reimbursable Miles: Reimbursable mileage means 11

all mileage driven on duty each day, less the distance to and from the 12

nurse’s home to the base office when check-in or check-out is required. 13

When the nurse is not required to check-in or check-out from the base 14

office, the nurse shall be reimbursed from the first visit. 15

16

17

3. Home Health Cell Phone Policy: The Medical Center will continue to 18

provide cell phone subsidies at the current rates of $60 .00/FT and $40 .00PT, 19

and $20.00/Per Diem per month. In the event that the Medical Center identifies 20

comparable, more cost effective, alternative means or technologies or is able to 21

negotiate more favorable terms with a service provider, the Medical Center may 22

reduce the reimbursement level. The union shall be provided thirty (30) days’ 23

notice of any such change. 24

25


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4. All new increases or pay practice changes introduced in this contract 1

shall commence on the first day of the first pay period following ratification 2

unless otherwise specified. 3

4

5

ARTICLE 23. DURATION 6

7

This Agreement shall be in full force and effect upon ratification, and, except as 8

specifically set forth hereunder, shall remain in effect until June 30, 202219, and 9

shall continue in effect from year to year thereafter unless either party gives 10

notice in writing to the other party at least ninety (90) days prior to the expiration 11

date of its desire to terminate or modify such Agreement. If revisions in State or 12

Federal law materially affect the Medical Center's cost or revenues from 13

operations and/or have a substantial effect on the nature, type, coverage or cost 14

of health insurance provided to employees, the Medical Center or Association 15

may re-open the Agreement on or after July 1, by giving thirty (30) days' written 16

notice. 17

18

Good Samaritan Medical Center Oregon Nurses Association 19

20

Scott Russell Mike Howell RN, PACU, BU-Chair 21

William Howden Stephanie Garcia RN, OR 22

Christina Gaulin Kathy Fournier RN Cath Lab 23

Janell Anderson Lynn Schonbrod RN, OR 24

Maureen Murphy Deborah Armstrong RN, Home Health 25

Tammera Glenn Jilly Dealy RN, OR 26


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1

Jennifer Fawver Margarete Rodriguez RN, OR 2

3

Roxann Stevenson Corrine Howard RN, 3rd floor 4

5

Sara Gumm Jax Dillion RN, 2nd floor 6

7

Terri Shank Christine Hauck ONA Labor Representative 8

9

10

11

Appendix A-References 12

13

1. Policies regarding discrimination can be found on the Policies and Procedures 14

page of the SHS Insider. These polices include: 15

Harassment Free Workplace 16

Employee Standards of Behavior 17

Samaritan Code of Conduct and Business Ethics 18

Equal Employment Opportunity 19

20

2. Resources Include: 21

Human Resources 541-768-5072 22

Compliance 866-297-0489 or www.Ethicspoint.com 23

24

3. The Medical Center and the nurses will act in compliance with the Oregon 25

Nurse Staffing Law found in Oregon revised statutes: 441.152 through 26

441.192 27

28

29

30

http://www.ethicspoint.com/


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Letter of Understanding 1

Health Insurance Advisory Committee 2

Samaritan Health Services (SHS) will establish a Health Insurance Advisory Committee 3

within six (6) months of ratification. The committee will include a representative from the 4

GSRMC ONA bargaining unit. The GSRMC ONA Executive Committee will establish a 5

list of four (4) nurse candidate from the bargaining unit, from which the Medical Center 6

shall make one (1) appointment to the committee. The nurse will be paid for time 7

attending meetings. This time will not drive contractual overtime. 8

9

The purpose of the committee will be to review claims experience, utilization and trends 10

in the insurance industry. The committee will be a forum to provide and share 11

information, ask questions, address concerns and make recommendations regarding 12

the insurance plan. The committee will meet at least annually or more often as decided 13

by the committee. 14

15

16

17

18

19

20

21

22

23


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1

Letter of Understanding 2

Main OR Night Shift Coverage 3

In an effort to reduce on call and call back hours, the Medical Center will develop a night 4

shift team for general coverage in the Main OR. This additional shift will cover 2300 to 5

0730 Sunday night through Friday morning. This will decrease general call for these 6

nights. 7

Planned and unplanned absences will be staffed by the Main OR team. In the event of 8

an unplanned absence all attempts will be made to fill the shift. If the shift remains 9

unfilled, general call will be offered for that shift. If no volunteer is found, the call will be 10

converted to orphan call and staff will be assigned the orphan call based on the 11

rotational list per contract language. 12

13

The Medical Center and the Association will continue to maintain the Letter of 14

Understanding for the Main OR and will review annually or as needed. 15

16

If the average required on-call hours exceeded forty-eight (48) hours per person, per 17

scheduled period over a three (3) month period in the Main OR the Association may 18

request and the Medical Center will agree to review the need for additional staff. The 19

average will be based on how many hours of call are required for the twenty-eight (28) 20

day schedule period divided by the number of employees required to take on-call hours. 21


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1

2

3

4

5

6

PART TIME POSITIONS LETTER OF AGREEMENT: 7

GSRMC IS COMMITTED TO INCREASING THE NUMBER OF PART-TIME RN 8

(PT) POSITIONS IN ORDER TO MAXIMIZE THE STAFFING EFFICIENCY, 9

AND IMPACT RN SATISFACTION AND RETENTION OF THE PATIENT CARE 10

DEPARTMENTS. MODIFICATIONS TO THE STAFFING MIX WILL BE 11

EVALUATED ON A DEPARTMENTAL BASIS AND WILL BE CONDUCTED BY 12

THE DEPARTMENT MANAGEMENT IN CONSULTATION WITH 13

REPRESENTATIVE RNS FROM THAT DEPARTMENT. 14

The evaluation criteria are: 15

• Mix of FT and PT positions that maximizes the efficiency of the 16

schedule (i.e. staffing levels by day/shift meet the patient care needs of 17

the department) 18

• Final approval by management 19

For those departments with greater than or equal to 32 FTE’ed nurses, there will 20

be at least 20% of positions offered at a 0.79 or lower. These positions will be 21

initially posted as intra departmental only and be determined by the process 22

described above. 23

For those departments with 12-31 FTE’ed nurses, there will be at least 10% of 24

positions offered at a 0.79 or lower. These positions will be initially posted as 25

intra-departmental only and be determined by the process described above. 26


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For those departments with fewer than 12 FTE’ed nurses, modifications to the 1

staffing mix will be evaluated on a departmental basis and will be conducted by 2

the department management in consultation with representative RN’s from that 3

department. These positions will be initially posted as intra-departmental only 4

and be determined by the process described above. 5

Upon ratification an assessment and adjustment will begin immediately to ensure 6

5% of positions in the applicable departments are 0.79 or less. Beyond the 5% in 7

order to maintain optimal staffing and quality patient care; employees awarded 8

and moving into a 0.79 or less position will be transitioned as positions are 9

backfilled until the minimum percentage is reached unless the option for 0.79 or 10

less positions is declined by the RN’s in that department. The goal will be 11

accomplish this by March 31, 2018. Quarterly progress reports will be presented 12

to the LMCC, and the process will be evaluated. The final iteration will enter the 13

contract on January 31, 2019. 14

15

16

17

18

19

20

21

22

23

24

25

26

27

28

29

30

31

32


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1

2

3

4

5

6

7

8

9

10

11

12

13

14

15

16

17

18

19

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1

2

3

4

ASC Proposal 5

ASC will remain exempt until July 10, 2017: 6

Effective the first pay period following ratification the ASC nurses will be moved 7

to the current hospital wage scale. Each nurse would be placed on the scale 8

based on their years of experience. No nurse will be placed on a step that pays 9

lower than the hourly amount they earned on the ASC wage scale. 10

If the ASC does not have available work, nurses will follow current contract 11

language regarding floating to another department for which they have the skill 12

set to perform. 13

14

15

Home Health Proposal 16

Effective the first pay period following ratification the Home Health nurses will be 17

moved to the current hospital wage scale. Each nurse would be placed on the 18

corresponding hospital step. No nurse will be placed on a step that pays lower 19

than the hourly amount they earned on the Home Health wage scale. 20

21

22


*****

shifts 1

2

3

RECEIPT FORM (Please fill out neatly and completely.) Return to Oregon Nurses Association,

18765 SW Boones Ferry Road Ste 200, Tualatin OR 97062-8498 or by Fax 503-293-0013.

Thank you.

Your Name: I certify that I have received a copy of the ONA Collective

Bargaining Agreement with Good Samaritan Regional Medical

Center, September 6, 2013 - June 30, 2016.

Signature: Today’s Date: Your Mailing Address

Home Phone: Work Phone: Email: Unit: ____ Shift:

Professional Agreement Between Good Samaritan Regional ... · 3 Association" or ONA) and Good...

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Transcript of Professional Agreement Between Good Samaritan Regional ... · 3 Association" or ONA) and Good...