AGREEMENT OREGON NURSES ASSOCIATION PROVIDENCE HOOD RIVER MEMORIAL HOSPITAL - between and January 1, 2018 through December 31, 2019
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AGREEMENT
between
OREGON NURSES ASSOCIATION
and
PROVIDENCE HOOD RIVER MEMORIAL HOSPITAL
January 1, 2018 through December 31, 2019TABLE OF CONTENTS
ARTICLE 1 DEFINITIONS ............................................................................................ 1
ARTICLE 2 RECOGNITION AND MEMBERSHIP........................................................ 3
ARTICLE 3 NONDISCRIMINATION ............................................................................. 7
ARTICLE 4 WORK SCHEDULE AND OVERTIME ...................................................... 7
ARTICLE 5 HOLIDAYS .............................................................................................. 13
ARTICLE 6 ANNUAL LEAVE ..................................................................................... 13
ARTICLE 7 SICK LEAVE ............................................................................................ 15
ARTICLE 8 LEAVES OF ABSENCE .......................................................................... 16
ARTICLE 9 FUNERAL LEAVE ................................................................................... 19
ARTICLE 10 JURY DUTY .......................................................................................... 20
ARTICLE 11 EDUCATIONAL/PROFESSIONAL LEAVE ........................................... 20
ARTICLE 12 SENIORITY AND LAYOFF .................................................................... 22
ARTICLE 13 JOB BIDDING ....................................................................................... 24
ARTICLE 14 EMPLOYMENT STATUS ...................................................................... 26
ARTICLE 15 PROFESSIONAL PATIENT-CARE COMMITTEE; ............................... 26
ARTICLE 16 PROFESSIONAL DEVELOPMENT ...................................................... 28
ARTICLE 17 ASSOCIATION BUSINESS ................................................................... 28
ARTICLE 18 GRIEVANCE/ARBITRATION ................................................................ 29
ARTICLE 19 HEALTH AND WELFARE AND RETIREMENT .................................... 32
ARTICLE 20 MANAGEMENT RIGHTS ....................................................................... 34
ARTICLE 21 DURATION OF AGREEMENT .............................................................. 35
ARTICLE 22 SEPARABILITY ..................................................................................... 36
ARTICLE 23 SUCCESSORS ....................................................................................... 36
ARTICLE 24 NO STRIKE -- NO LOCKOUT ............................................................... 36
ARTICLE 25 APPENDIXES......................................................................................... 37
APPENDIX A – WAGES AND DIFFERENTIALS ........................................................ 39
APPENDIX B - DRUG AND ALCOHOL POLICY ........................................................ 45
APPENDIX C - HOME HEALTH AND HOSPICE NURSES ........................................ 54
APPENDIX D – MASTER SCHEDULES ..................................................................... 56
APPENDIX E - CERTIFICATION ................................................................................. 59
APPENDIX F - CALL IN AND STAND-BY PAY .......................................................... 61
APPENDIX G - HEALTH INSURANCE ....................................................................... 63
APPENDIX H - INFUSION SERVICES PATIENT COVERAGE ON THE
WEEKENDS ...................................................................................................... 73
Oregon Nurses Association/Providence Hood River 2018-2019 Collective Bargaining Agreement iLETTER OF AGREEMENT ON TASK FORCE FOR HEALTH INSURANCE ............. 74
LETTER OF AGREEMENT ON CHARGE NURSES ................................................... 75
LETTER OF AGREEMENT - DISTRIBUTION OF THE STANDBY/CALL
OBLIGATION IN SURGICAL SERVICES ......................................................... 76
LETTER OF AGREEMENT ON PAYMENT OF FLOAT PAY IN OPERATIONAL
UNITS ................................................................................................................ 77
LETTER OF AGREEMENT ON HIRING PREFERENCES FOR OTHER
PROVIDENCE NURSES ................................................................................... 78
LETTER OF AGREEMENT – HEALTH CARE UNIT RESTRUCTURING ................... 79
Oregon Nurses Association/Providence Hood River 2018-2019 Collective Bargaining Agreement ii1 THIS AGREEMENT is made between the OREGON NURSES ASSOCIATION
2 ("Association") and PROVIDENCE HOOD RIVER MEMORIAL HOSPITAL (the
3 "Hospital").
4
5 In consideration of the mutual covenants and promises hereinafter related, the parties
6 enter into this Agreement to secure and preserve the rendition of uninterrupted patient
7 care in an atmosphere of harmony between the Hospital management and the nurses
8 employed by the Hospital.
9
10 ARTICLE 1 DEFINITIONS
11 1.01 Nurse -- A registered professional nurse.
12
13 1.02 Continuous employment -- For all purposes under this Agreement, except
14 as it affects Article 13.02, all time paid by the Hospital. Under Article 14.02, any time
15 spent on an unpaid leave of absence will not be counted as continuous employment
16 during a newly hired period.
17
18 1.03 Newly hired -- An employee during the first 180 days of employment.
19 During the newly hired period, a nurse may be dismissed without recourse to the
20 grievance procedure.
21
22 1.04 Full-time nurse – A nurse who is regularly scheduled to work 36 hours or
23 more in one week or 72 hours or more in two weeks.
24
25 Any nurse designated as a full-time nurse will accumulate and receive all fringe benefits
26 as provided in this Agreement when he or she becomes and for as long as he or she
27 remains a full-time nurse.
28
29 1.05 Part-time nurse - A nurse who is regularly scheduled to work at least 24
30 but less than 36 hours in one week or less than 72 hours in two weeks.
31
32 1.06 Variable shift nurse – a nurse who is full or part time who does not have a
33 master schedule. Variable positions will be defined upon hire. It will be defined as day-
34 variable, night variable, day/evening-variable, or rotating.
Oregon Nurses Association/Providence Hood River 2018-2019 Collective Bargaining Agreement 11 1.07 Float nurse -- A nurse who is hired into a float position, either full- or 2 part-time, and is regularly scheduled to an assigned unit. The float nurse is the first to 3 float out of the assigned unit or operational unit and will equitably rotate low-census 4 days with floats in other units or operational units. Float nurses must meet competency 5 skills for secondary nurses as set forth in the job description for the unit or operational 6 unit to which the float nurse is floating. 7 8 1.08 Short-hour nurse -- A nurse who is regularly scheduled to work 23 hours 9 or less per week. 10 11 1.09 Per diem nurse -- A nurse who is on the per diem list and who makes himself 12 or herself available at times when the Hospital needs additional nurses, with a minimum 13 availability of four (4) shifts per month. One out of every four shifts must be a weekend or 14 a holiday, if such a shift is available. To maintain per diem status, a per diem nurse must 15 sign up for at least four (4) unfilled shifts during each four (4) week schedule period. 16 Standby call shifts will satisfy this requirement. Per Diem nurses in surgical services are 17 required to sign for a weekend standby call shift (48 hours) once every twelve (12) weeks 18 per call scheduling period. If for any reason a nurse is unable to meet the four (4) shift 19 requirement, they are to notify their manager. Per diem nurses must meet the patient 20 care unit’s education requirement for the year. A nurse may completely opt out of one (1) 21 four (4) week schedule period each calendar year, provided the nurse requests time off 22 in accordance with Article 6. 23 24 1.10 Supervisor -- A nurse who in the interest of management performs duties 25 that make him or her an exempt employee under the National Labor Relations Act. A 26 supervisor may adjust grievances and finalize employment evaluations in addition to 27 directing the work of a department. 28 29 1.11 Immediate supervisor -- The person to whom a nurse directly reports. On 30 the afternoon and night shifts, for general Hospital purposes, the afternoon or night 31 supervisor is the immediate supervisor. 32 33 1.12 Probationary period – the first 180 calendar days of any nurse’s 34 employment by the Hospital. Oregon Nurses Association/Providence Hood River 2018-2019 Collective Bargaining Agreement 2
1 1.13. Operational unit – An operational unit is one of more units within the 2 Hospital, with related functions and reporting to the same manager. The ACU and the 3 ICU together comprise a single operational unit, and the PACU, Same Day Surgery, 4 and the Operating Room (OR) together comprise a single operational unit. 5 6 1.14 Temporary Lead -- A nurse who, in addition being responsible for the 7 direct or indirect total care of patients, temporarily assists and coordinates as assigned 8 by the Hospital, in the continuity of patient care responsibilities and clinical activities of 9 an Operational Unit. 10 11 12 ARTICLE 2 RECOGNITION AND MEMBERSHIP 13 2.01 The Hospital recognizes the Association as the collective bargaining 14 representative with respect to rate of pay, hours of work, and other conditions of 15 employment for a bargaining unit composed of all registered nurses employed by the 16 Hospital only at 13th and May Streets, Hood River, Oregon, and no other location as 17 general duty nurses, but excluding administrative and supervisory personnel and nurses 18 employed exclusively in the following departments and areas: Admissions, Physical 19 Therapy, EEG, Anesthesia, Radiology, Laboratory, Pharmacy, Occupational Therapy, 20 Quality Assurance, Utilization Review, Nursing Education, Dietary, Medical Records, 21 Personnel, Doctor's Offices, and Housekeeping. Should the Hospital move nurses 22 currently within the bargaining unit to a location contiguous with the Hospital property 23 but not specifically located at 13th and May Streets, those positions will remain within 24 the bargaining unit. 25 26 2.02 The Hospital also recognizes the Association as the collective bargaining 27 representative with respect to rate of pay, hours of work, and other conditions of 28 employment for all registered nurses employed in the Home Health Care and Hospice 29 Departments as general-duty nurses, but excluding administrative and supervisory 30 personnel. 31 32 2.03 Because a nurse has a high degree of professional responsibility to the 33 patient, the nurse is encouraged to participate in the Association to define and upgrade 34 standards of nursing practice and education through participation and membership in Oregon Nurses Association/Providence Hood River 2018-2019 Collective Bargaining Agreement 3
1 his/her professional association. An ONA membership packet will be provided by ONA 2 to each nurse at the time of new employee orientation. A bargaining unit nurse 3 designated by the Association will be given the opportunity to meet with newly-hired 4 nurses who are on paid time for 30 minutes, to discuss contract administration. The 5 meeting will occur within the first month of employment. If the nurse designated by the 6 Association has been released from otherwise scheduled work, the nurse will also be 7 paid for the 30-minute period. 8 9 2.04 The following provisions apply to any nurse hired before December 14, 10 2009 (“Effective Date”): Membership in the American Nurses Association through 11 Association shall be encouraged, although it shall not be required as a condition of 12 employment. Notwithstanding the prior sentence, if a nurse hired before December 14, 13 2009, voluntarily joins the Association or has voluntarily joined the Association as of 14 December 14, 2009, the nurse must thereafter maintain such membership, as an 15 ongoing condition of employment, or exercise one of the two options listed in 2.05A(2) 16 or 2.05A(3) below. 17 A. Transfers. Nurses who are members of the Association or have 18 exercised one of the two options listed in 2.05A(2) or 2.05A(3) below will 19 maintain such status upon transfer to Providence Portland Hospital, Providence 20 St. Vincent Hospital, Providence Willamette Falls Hospital, and Providence Home 21 Health and Hospice. Nurses who are not members at another facility in the 22 Portland metro area where they are represented by a union may continue such 23 status, at their option, upon transfer to Providence Portland Hospital, Providence 24 St. Vincent Hospital, and Providence Home Health and Hospice, unless they 25 elect to exercise one of the two options listed in 2.05A(2) or 2.05A(3) below. 26 27 B. Promotions within a facility. A nurse subject to paragraph A above 28 as of December 14, 2009 who assumes a position at the Hospital outside of the 29 bargaining unit will retain her/his respective status (as a nonmember, a member 30 whose membership must be maintained, or one of the two options listed in 31 2.05A(2) or 2.05A(3) below) if he or she returns to the bargaining unit within one 32 year of the date that the nurse assumed a non-bargaining position. A nurse who 33 returns to the bargaining unit after one year will be subject to the choices in 34 paragraph 2.05A below. Oregon Nurses Association/Providence Hood River 2018-2019 Collective Bargaining Agreement 4
1 2.05 The following provisions apply to any nurse hired after December 14, 2 2009: 3 A. By the 31st calendar day following the day that the nurse begins 4 working, each nurse must do one of the following, as a condition of employment: 5 1. Become and remain a member in good standing of the 6 Association and pay membership dues (Association member); or 7 2. Pay the Association a representation fee established by the 8 Association in accordance with the law; or 9 3. Exercise his/her right to object on religious grounds. Any 10 employee who is a member of, and adheres to established and traditional 11 tenets or teachings of a bona fide religion, body, or sect, that holds 12 conscientious objections to joining or financially supporting labor 13 organizations, will, in lieu of dues and fees, pay sums equal to such dues 14 and/or fees to a non-religious charitable fund. These religious objections 15 and decisions as to which fund will be used must be documented and 16 declared in writing to the Association and the Hospital. Such payments 17 must be made to the charity within fifteen (15) calendar days of the time 18 that dues would have been paid. 19 20 B. The Hospital will provide a copy of the collective bargaining 21 agreement to newly hired nurses, along with including a form provided by the 22 Association that confirms the provisions in 2.05A above. The nurse will be asked 23 to sign upon receipt and return the signed form directly to the Association. The 24 Hospital will work in good faith to develop a procedure to retain copies of such 25 signed forms. 26 27 C. A nurse should notify the Association’s Membership Coordinator, in 28 writing, of a desire to change his or her status under the provisions of 2.05A 29 above by mail, to the business address for the Association. 30 31 D. The Association will provide the Hospital with copies of at least two 32 notices sent to a nurse who has not met the obligations to which he/she is 33 subject, pursuant to this Article. The Association may request that Hospital’s 34 terminate the employment of a nurse who does not meet the obligations to which Oregon Nurses Association/Providence Hood River 2018-2019 Collective Bargaining Agreement 5
1 he/she is subject, pursuant to this Article. After such a request is made, 2 Providence will terminate the nurse’s employment no later than fourteen (14) 3 days after receiving the written request from the Association. The Hospital will 4 have no obligation to pay severance or any other notice pay related to such 5 termination of employment. 6 7 2.06 The following provisions apply to all nurses. 8 A. Dues Deduction. The Hospital shall deduct the amount of 9 Association dues, as specified in writing by Association, from the wages of all 10 employees covered by this Agreement who voluntarily agree to such deductions 11 and who submit an appropriately written authorization to the Hospital. Changes 12 in amounts to be deducted from a nurse’s wages will be made on the basis of 13 specific written confirmation by Association received not less than one month 14 before the deduction. Deductions made in accordance with this section will be 15 remitted by the Hospital to Association monthly, with a list showing the names 16 and amounts regarding the nurses for whom the deductions have been made. 17 18 2.07 Association will indemnify and save the Hospital harmless against any and 19 all third-party claims, demands, suits, and other forms of liability that may arise out of, or 20 by reason of action taken by the Hospital in connection with, this Article. 21 22 2.08 The parties will work together to reach a mutual agreement on the 23 information to be provided to the Association, to track the provisions in this Article. 24 25 2.09 The Hospital will supply the Association and the chairperson of the 26 bargaining unit with an electronic list showing the names, addresses, hire dates, 27 unit/department, shift, and pay steps of nurses covered by this Agreement, on a monthly 28 basis. The Hospital will work with the Association to provide a unique identifier such as 29 the nurse’s license number, as part of the electronic list. The Hospital will also supply a 30 monthly list showing the names of each nurse whose employment has been terminated, 31 who has been hired, and who has completed his or her newly hired period, including 32 addresses, hire dates, and pay steps, during the preceding month. The Hospital will 33 provide the Association with reasonable updates of this information as requested during 34 contract negotiations. Oregon Nurses Association/Providence Hood River 2018-2019 Collective Bargaining Agreement 6
1 2.10 The Association will provide the Hospital with a copy of this Agreement for 2 each new hire, which the Hospital will distribute to such newly hired nurse. The 3 Association will also supply the Hospital with five copies of the Agreement for use by 4 Hospital management. 5 6 2.11 The Association shall be permitted to post notices related to activities of 7 the Association on one 2' x 2' bulletin board in a place of mutual agreement on each 8 floor of the north wing where patient care is provided. The bulletin boards are for the 9 exclusive use of the Association. 10 11 ARTICLE 3 NONDISCRIMINATION 12 3.01 The Hospital may not discriminate against any nurse on account of 13 membership in or activity on behalf of the Association provided that such activity does 14 not interfere with the nurse's regular duties. The Hospital may not discriminate against 15 any nurse because of sex, religion, race, creed, color, marital status, national origin, 16 disability, age, sexual orientation, or political affiliation. 17 18 ARTICLE 4 WORK SCHEDULE AND OVERTIME 19 4.01 Except as modified under Article 4.02(B) or elsewhere in this Agreement, 20 a standard workday will consist of eight hours' work to be completed within eight and 21 one-half consecutive hours with a 30-minute meal period on the nurse's own time. If the 22 nurse is required by the Hospital to remain on duty or in the Hospital during the meal 23 period, that time will be considered as time worked for pay purposes. It is understood 24 that unpaid meal periods are uninterrupted 30-minute periods in which the nurse is not 25 required to perform any duties on behalf of the Hospital. 26 27 4.02 The standard work period consists of 80 hours within a 14-day period, or a 28 40-hour period within a 7-day period, except as modified by agreement at 29 Article 4.02(B). 30 A. Overtime will be compensated for at the rate of one and one-half 31 times the regular rate of pay for all time worked in excess of: (1) 36 hours in 32 each workweek of seven consecutive days, defined as Sunday 0001 to Saturday 33 2400, or eight hours in a workday, except as defined at Article 4.02(B), defined 34 as beginning with the start of the nurse's shift on that day worked unless nurse is Oregon Nurses Association/Providence Hood River 2018-2019 Collective Bargaining Agreement 7
1 attending meetings and education, in which case overtime begins after 40 hours 2 in a workweek; or (2) for nurses on an 8/80 pay period, 8 hours in a workday, 3 defined as above, or 80 hours in a 14-day period, defined as Sunday 0001 to the 4 second Saturday 2400, beginning with the first Sunday in a calendar year. All 5 full-time nurses will have the option of being on an 8/80 pay period. That option 6 is to be exercised in writing and will be effective upon receipt by the Hospital. 7 8 B. All overtime must be approved in advance by the supervisor except 9 in case of emergency. A nurse may be scheduled for shifts of 8, 9, 10 or 12 10 hours in a day. Nurses scheduled for shifts of 9 or 12 hours in a day qualify for 11 time and one-half premium pay after working any hours in excess of the 12 department's established workday or 36 hours in a workweek, except that 13 straight time will be paid for hours 36 to 40 to attend meetings and education. No 14 nurse may be required to work more than 12 consecutive hours without a 10- 15 hour break immediately following the 12th hour worked during a 24 hour period. 16 No nurse may be compelled to work more than four consecutive days on 12-hour 17 shifts. There will be three 15-minute breaks, one for each four hours worked, for 18 a nurse scheduled for a 12-hour shift. The Hospital will not require nurses to 19 work an unreasonable amount of overtime on a repetitive or continual basis. 20 21 C. As near as possible, full-time nurses will be scheduled either four 22 on, two off, or every other weekend off with various workdays scheduled to equal 23 or exceed seven regularly scheduled workdays per semimonthly pay period. 24 Part-time nurses agree to work every other weekend. If part-time nurses make 25 their shift preferences, requested number of days, and department preferences 26 known to the Chief Nurse Executive or his or her designee, they will be 27 scheduled as needed on days off of full-time personnel with attention when 28 practicable to these preferences and requests. 29 30 If a nurse is required by the Hospital to work on a weekend that is not the nurse's 31 regularly scheduled weekend and the nurse has worked at least one full shift 32 during the previous regularly scheduled weekend, then the nurse will receive pay 33 at the rate of one and one-half times his or her regular straight-time hourly rate. Oregon Nurses Association/Providence Hood River 2018-2019 Collective Bargaining Agreement 8
1 Restrictions on weekend scheduling and all financial disincentives to scheduling 2 weekend work will not apply (except for the weekend differential pursuant to 3 Appendix A.07) when that schedule is part of the master schedule (see 4 Appendix D). 5 6 Nurses will be added to the schedule in the following order: 7 1. Master schedule nurses (if any) 8 2. Variable schedule nurse 9 3. Per diem nurses 10 11 D. A workday for overtime purposes will be calculated from the time a 12 nurse begins work and will end 24-hours following the start of that shift. 13 14 E. There shall be no pyramiding of time and one-half and/or double- 15 time premiums under this agreement. 16 17 4.03 Nurses scheduled for eight or nine-hour shifts will receive two 15-minute 18 rest periods during each standard workday. Nurses scheduled for 12-hour shifts will 19 receive three 15-minute rest periods during each standard workday. Because the 20 scheduling of regular rest periods may not be possible due to the nature and 21 circumstances of work in an acute care facility (including emergent patient care needs, 22 the safety and health of patients, availability of other nurses to provide relief, and 23 intermittent and unpredictable patient census and needs), the parties therefore agree as 24 follows: 25 A. Scheduling of breaks is best resolved by unit-based decisions, 26 where the affected nurses are involved in creative and flexible approaches to the 27 scheduling of rest periods. Unit-based decisions must meet operational needs 28 and be approved unit manager. 29 30 B. Each unit has the flexibility to develop a process for scheduling 31 nurses for the total amount of rest and meal periods subject to the following: 32 1. The process must be approved by the unit manager; 33 2. The preferred approach is to relieve nurses for two 15- 34 minute rest periods and one 30-minute meal period within an 8 or 9-hour Oregon Nurses Association/Providence Hood River 2018-2019 Collective Bargaining Agreement 9
1 shift, and to relieve nurses for three 15-minute rest periods within a 12- 2 hour shift (although other options, consistent with applicable law, may be 3 explored); and 4 3. If a nurse believes that he or she is (or will be) unable to take 5 a break or lunch period, the nurse should inform his or her immediate 6 supervisor as soon as possible. The nurse’s immediate supervisor will 7 make reasonable efforts to provide the nurse with such break(s) or lunch 8 period. 9 10 4.04 The Hospital shall provide restrooms, lockers, and adequate facilities for 11 meal breaks. 12 13 4.05 When the Hospital posts a variable shift nurse position that requires 14 rotating shifts, the Hospital will work to minimize the impact of such rotating position by 15 communicating and collaborating with the nurse in the development of the nurse’s 16 schedule and will make every reasonable effort not to require nurses to rotate from days 17 to nights (or vice versa) no more than once every thirty (30) days. 18 19 4.06 The Hospital retains the right to adjust work schedules to maintain an 20 efficient and orderly operation, consistent with the other provisions in this Agreement. 21 A. Scheduling. Work scheduled will be prepared for two (2) month 22 periods and will be posted by the 10th of the month preceding the scheduling 23 period. Requests for days off are to be input into the electronic timekeeper 24 system to the unit manager or designee by the first day of the month immediately 25 preceding the month in which the schedule is effective. Annual leave requests 26 will be responded to per Article 6. Once the schedule is posted, changes may be 27 made only with mutual agreement of the affected nurse and the Hospital unless it 28 is necessary for the Hospital to adjust the schedule to ensure efficient operations. 29 30 B. Schedule Changes. Any mutually agreed upon changes within the 31 nurse’s FTE and at the request of the Hospital that are made after the schedule 32 is posted to the nurse will be paid at a 10 percent differential added to the nurse's 33 regular rate. Oregon Nurses Association/Providence Hood River 2018-2019 Collective Bargaining Agreement 10
1 C. Trades. Subsequent requests for days off must be arranged by the 2 nurse in the form of a trade with, or substitution, by a qualified nurse. The trade 3 or extra day's work must not place either employee in an overtime situation. The 4 request for trade is to be submitted in in the electronic timekeeping system to the 5 unit manager or designee as much in advance of the time for the trade or 6 substitution as is possible. A trade or substitution is not effective unless 7 approved by the unit manager or designee and will not be unreasonably denied. 8 9 D. Mandatory Critical Shifts. Before requiring a nurse to work a 10 mandatory critical shift (defined as a mandated shift that was not assigned to the 11 nurse when the schedule was posted and has potential to disrupt the operation of 12 the Hospital if not filled), the Hospital will attempt to fill that shift using all other 13 avenues (e.g. open shift offers, share care, anancy and nursing leadership). If all 14 other avenues have been exhausted and a critical shift is necessary, the Hospital 15 will notify the nurse of the mandatory critical shift assignment as soon as 16 practicable. Mandatory critical shifts will be filled on a rotating basis starting in 17 reverse seniority order, provided skill mix is maintained. This rotation will include 18 per diem nurses. The Association understands that the Hospital will not call a 19 nurse in to work on a day off without good cause. Mandatory critical shifts will be 20 paid at a ten (10) percent differential and open shift premium in accordance with 21 Appendix A.14. Mandatory critical shifts should not become a pattern or common 22 practice for a unit. 23 24 4.07 Low Census 25 A. If the Hospital does not make all reasonable attempts to contact a 26 nurse at least two hours before the nurse is scheduled to start the shift and let 27 him or her know that he or she is not needed for that shift on his or her 28 operational unit, then the nurse has the following alternatives: 29 1. Be placed on call, be paid for the nurse's scheduled hours at 30 the applicable call rate of pay per Appendix F, and be paid for one quarter 31 of the nurse's scheduled hours at straight time pay. 32 2. To take an alternate staff position. 33 3. To take an alternate staff position for at least four hours and 34 then be placed on-call or take the time off without pay. Oregon Nurses Association/Providence Hood River 2018-2019 Collective Bargaining Agreement 11
1 (4) The nurse is required to be sure that the Hospital has a 2 current address and phone number where he or she can be 3 reached; failure to do so exempts the Hospital from this notification 4 requirement. In no event will pay pyramid under this section; a 5 nurse who receives regular pay will not receive call pay for the 6 same period. 7 8 B. On low-census days, the procedure set forth in A above will be 9 followed. A nurse may request approval from their supervisor to complete any 10 pending HealthStream courses at straight time prior to being placed on low 11 census, If the Hospital is repeatedly unable to utilize one or more nurses, the 12 Hospital will rotate low census among nurses on the unit where the low census is 13 occurring in the following order, provided the necessary skill mix is maintained: 14 1. nurses receiving open shift incentive pay; 15 2. volunteers; 16 3. agency nurses or share care nurses; 17 4. per diem nurses; 18 5. short-hour nurses 19 6. both full-time and part-time nurses. 20 21 A full-time or part-time or short-hour nurse may also agree to voluntarily, 22 at the request of the Hospital, adjust his or her start or end time in order to avoid 23 having to take low census and preserve his or her hours of work for that day. 24 The parties agree that such voluntary adjustment of start or end times are not 25 subject to the provisions of Section 4.06(A). 26 27 The Hospital will attempt to give the nurse or nurses who will not be 28 needed more than two hours' notice. 29 30 Long-term agency nurses (agency nurses who fill open positions for more 31 than one week) will rotate low census with Hospital nurses as if they were full- 32 time or part-time. 33 34 No nurse will suffer a loss of benefits or tenure hours as a result of having his or Oregon Nurses Association/Providence Hood River 2018-2019 Collective Bargaining Agreement 12
1 her scheduled work hours reduced in accordance with this section.
2
3 ARTICLE 5 HOLIDAYS
4 5.01 Nurses who work on these holidays will receive time and one-half pay for
5 all hours worked on the holidays:
6
7 New Year's Day Labor Day
8 Memorial Day Thanksgiving Day
9 Independence Day Christmas Day
10
11 5.02 Nurse who are on call during a holiday will be compensated at the rate of
12 $11.00 per hour
13
14 5.03 It is agreed that holiday work will be rotated by the Hospital.
15
16 5.04 All holidays, except for Independence Day, begin on the evening
17 preceding the holiday at 1900 and continue to 1859 on the holiday. Independence Day
18 begins on July 4th at 0700 and continues to 0659 on July 5th.
19
20 ARTICLE 6 ANNUAL LEAVE
21 A. Annual leave benefits accrue for all full-time nurses as follows:
Hours per year of
Hours of Employment
accrued leave
After 468 18
After 936 84**
After 1,872 176**
After 7,488 192
After, 13,104 204
After 18,720 232
After 28,080 248
After 35, 360 272
22 **less any annual leave taken during the first three months of employment
Oregon Nurses Association/Providence Hood River 2018-2019 Collective Bargaining Agreement 131 B. Annual leave for part-time nurses accrues on a prorated basis 2 calculated by hours worked (1,872 hours is equivalent to one year). 3 4 6.02 5 A. Annual leave is cumulative from the first day of employment. 6 Annual leave may be carried over from one year to the next. Carryover may not 7 exceed the combined total of earned annual leave accrued on 3,744 hours 8 worked. 9 10 B. When a part-time nurse becomes full-time, years of service will be 11 calculated from the most recent date when the nurse began to work on a 12 continuous part-time basis. 13 14 6.03 Terminal annual leave pay will be granted after 1,872 hours of continuous 15 employment subject to Article 14.07. 16 17 6.04 Annual leave requests may be submitted to the unit manager through the 18 electronic timekeeping system. Requests may be submitted up to 365 days in advance 19 of the requested annual leave dates. So long as a proper request in writing to the 20 immediate supervisor is made for annual leave time, preference in scheduling will be 21 granted as follows: first come, first served, followed by seniority. A prior request by any 22 nurse, however, once confirmed in writing by the immediate supervisor, may not be 23 bumped by any other nurse. Nothing in this paragraph diminishes a nurse's obligation 24 to work on holidays as assigned on a rotating basis under Article 5.02. 25 26 6.05 Each Unit Based Staffing Committee will define the minimum number of 27 annual leave requests that will be approved per shift per day to ensure that minimum 28 staffing requirements are met. 29 30 6.06 Annual leave request will be responded to within 31 days of submission. If 31 the request maintains minimum staffing requirements, as defined by the Unit’s Unit 32 Based Staffing Committee, it will be approved. If the scheduler is unable to maintain 33 minimum staffing requirement, as defined by the Unit’s Unit Based Staffing Committee, 34 the request will be pending or denied. The nurse may follow up with the scheduler Oregon Nurses Association/Providence Hood River 2018-2019 Collective Bargaining Agreement 14
1 regarding a pending request (i.e. dates may need to shift to ensure adequate staffing). 2 Pending requests will be approved or denied when the schedule for the schedule for the 3 requested time period is posted. 4 5 ARTICLE 7 SICK LEAVE 6 7.01 7 A. Each full-time nurse will accumulate sick leave at the rate of 12 8 hours per month of employment with the Hospital, commencing with the first 9 month of employment, up to a maximum of 96 hours per year, until a maximum 10 total of 960 hours of sick leave has been accumulated. A nurse may use 11 accumulated sick leave after the nurse's date of hire. 12 13 B. Each part-time nurse will accumulate sick leave on a prorated basis 14 calculated by hours worked (173 hours is equivalent to one month). A nurse may 15 use accumulated sick leave after the nurse's date of hire. 16 17 7.02 Pay for sick leave will commence on the first day of an illness. Any nurse 18 who has not purchased supplemental long-term disability insurance through the 19 Hospital may at any time buy out any accumulated hours over 400 at a rate of 20 35 percent of the nurse's current hourly (straight-time) wage. Any nurse who has 21 purchased supplemental long-term disability insurance through the Hospital may not 22 buy out sick leave hours. 23 24 7.03 Sick leave credit will not accrue during leave of absence, layoff, absence 25 from employment because of illness, or period of nonregular part-time employment, 26 provided, however, that a nurse receiving sick leave who has worked more than 72 27 hours during the month in which sick leave is used will nevertheless receive 12 hours 28 sick leave credit for that month. 29 30 7.04 The Hospital may require reasonable evidence of illness from the nurse's 31 medical doctor as a condition of receiving sick leave benefits. 32 33 7.05 Sick leave benefits will be paid for illness due to complications of 34 pregnancy or delivery or for parental leave cases. Oregon Nurses Association/Providence Hood River 2018-2019 Collective Bargaining Agreement 15
1 7.06 2 A. Full-time and part-time nurses who have worked for the Hospital 3 fewer than 180 days or who work an average of 24 hours per week or less at the 4 time of the request (average for prior 180 calendar days) may utilize up to the 5 hourly equivalent of four accumulated sick leave days per year because of an 6 illness of a member of the employee's immediate family as defined in Article 9.01 7 of this Agreement. If the leave requires the hourly equivalent of three 8 consecutive leave days, then the Hospital may require a physician's verification 9 of the family member's illness before the commencement of the leave or within 10 15 days' notice to the Hospital of the leave. It is also understood that employees 11 will be expected to work their regularly scheduled days immediately before and 12 after taking annual leave in order to remain eligible for the family member sick 13 leave utilization. 14 15 B. A request for family medical leave by a nurse who has been 16 employed for 180 days or more on the first day of a family medical leave of 17 absence and who has averaged 25 or more hours' work per week during the prior 18 180 calendar days will be treated in accordance with applicable state and federal 19 law. Such an employee may use up to four days' accumulated sick leave per 20 year for purposes covered by the family medical leave law. 21 22 7.07. The Hospital agrees to allow any nurse injured on the job who is unable to 23 work a scheduled shift to receive sick leave benefits for all scheduled work hours for 24 which workers' compensation does not reimburse the employee, to the extent that the 25 employee has sufficient sick leave accumulated. 26 27 ARTICLE 8 LEAVES OF ABSENCE 28 8.01 Personal Leave: The Hospital may grant a personal leave of absence 29 without pay to any nurse who has completed one year of service, if: 30 A. The absence of the nurse will not unduly interfere with the business 31 or operational needs of the Hospital and the Hospital considers the reason for the 32 leave justifiable. 33 34 B. A qualified replacement is reasonably available. If no qualified Oregon Nurses Association/Providence Hood River 2018-2019 Collective Bargaining Agreement 16
1 replacement is available, the Hospital may perform the operation in any manner it 2 so chooses for the duration of the leave. 3 4 C. The leave is requested, in writing, at least two weeks in advance, 5 except in emergencies. 6 7 D. The leave is for a specified period not to exceed 90 calendar days 8 in duration. 9 10 8.02 Temporary Disability Leave -- (Non-Occupational): Any nurse who has 11 completed one year of service or is eligible under state and federal laws will be granted 12 a temporary disability (medical) leave of absence, without pay, if: 13 A. The leave is for a nonoccupational illness or injury, including illness 14 or injury resulting from a pregnancy, and the nurse is physically or mentally 15 unable to report for work. 16 17 B. The leave is requested, in writing, at least two weeks in advance, 18 except in emergencies. 19 20 C. The leave does not exceed six calendar months in duration unless 21 necessary to allow reasonable accommodation without undue hardship. 22 In all cases of temporary disability leave of absence, except pregnancy, the 23 nurse shall, upon request of the Hospital submit a release to return to work from 24 a health care provider. 25 26 8.03 Parental Leaves of Absence: 27 A. Parental Leave. The Hospital shall grant a parental leave of 28 absence after the birth or adoption of a child without pay to any nurse who has 29 worked at least 90 days, if: 30 31 1. The leave does not exceed six calendar months in duration. 32 2. The nurse notifies the Hospital of expected date of delivery, 33 adoption, or foster placement as certified by the employee's physician. Oregon Nurses Association/Providence Hood River 2018-2019 Collective Bargaining Agreement 17
1 3. The leave is requested as far in advance as reasonably and 2 practically possible and, if need for the leave is anticipated, at least 3 30 days in advance. 4 5 If an emergency exists, additional leave beyond the originally granted 6 leave may be requested as long as the total parental leave of absence 7 does not extend beyond six months. 8 9 4. Pregnancy Accommodation. The Hospital may request a 10 pregnant nurse to take a leave of absence at any time, if in the Hospital's 11 opinion continued employment at the job may be hazardous to the nurse's 12 health/welfare or interfere with the nurse's duties and responsibilities. A 13 pregnant nurse may not initiate an approved temporary disability leave of 14 absence without the concurrence of the employee's personal physician. 15 The Hospital will provide a temporary transfer to affected employees in 16 compliance with state and federal law. 17 18 8.04 Disability Leave (Occupational): 19 A. Any nurse who has incurred a compensable on-the-job injury will be 20 granted a leave of absence and reinstatement in accordance with state or federal 21 law, except as modified in this article. 22 23 B. All disability leaves of absence for occupational illness or injuries 24 will be limited to the maximum total provided by state law. A nurse who does not 25 return to work within this maximum time period as a result of an occupational 26 injury or illness will lose all seniority and the rights and benefits it confers. 27 28 8.05 During the term of a properly authorized leave of absence, a nurse will not 29 lose previously accrued benefits or seniority as provided in this Agreement but will not 30 accrue additional benefits, including seniority. A nurse's seniority date will be adjusted 31 to reflect the period of the leave of absence. 32 33 8.06 Reinstatement: 34 A. Any nurse on an approved leave of absence will be entitled to Oregon Nurses Association/Providence Hood River 2018-2019 Collective Bargaining Agreement 18
1 reinstatement in accordance with applicable state or federal law. 2 3 B. A nurse returning from a leave of absence shall advise the Hospital 4 of his or her expected date of return at least two weeks prior to that expected 5 date of return. A nurse who decides not to return to his or her former job 6 classification shall notify the Hospital in writing at least 30 days prior to the 7 scheduled date of return. 8 9 8.07 If a nurse wishes to retain insurance coverage while on an authorized 10 federal family and medical leave of absence, the Hospital will continue to pay its portion 11 of the group health insurance benefits, if any, and the nurse must continue to pay his or 12 her share. If a nurse wishes to retain insurance coverage while on an authorized state 13 family medical, pregnancy, or parental leave, the nurse must pay the required premiums 14 necessary for continued Hospital medical-dental insurance coverage. This Article 8.07 15 applies to all leaves. 16 17 8.08 Whenever a nurse is entitled to any type of leave governed by state or 18 federal law, the nurse will be entitled to, at a minimum, the amount of leave required 19 under the law. If this contract provides for additional leave, the terms of this contract will 20 govern. 21 ARTICLE 9 FUNERAL LEAVE 22 9.01 After six months of employment, a full-time nurse working in an 23 established scheduled position who has experienced a death in the family will be 24 granted up to a defined number of regularly scheduled workdays off with pay. Up to five 25 regularly scheduled workdays within seven consecutive calendar days from notice of 26 death will be granted with pay because of the death of a spouse or child. Up to three 27 regularly scheduled workdays within seven consecutive calendar days from notice of 28 death will be granted with pay because of a death in the family, including a parent or 29 grandparent of either, brother, sister, or person living as an integral member of the 30 employee's household. Instead of taking the applicable, defined number of regularly 31 scheduled workdays off within seven consecutive calendar days from notice of death, 32 the time off may be granted to attend a funeral or memorial service scheduled more 33 than seven consecutive days from notice of death, provided the time off is within a 34 reasonable time period of the notice of the death. Oregon Nurses Association/Providence Hood River 2018-2019 Collective Bargaining Agreement 19
1 9.02 Part-time nurses will qualify for funeral leave on a pro rata basis. 2 3 ARTICLE 10 JURY DUTY 4 10.01 A nurse who is required to report for jury service will be paid the difference 5 between the nurse's regular straight-time pay and jury duty pay received, not to exceed 6 ten days per calendar year. 7 8 ARTICLE 11 EDUCATIONAL/PROFESSIONAL LEAVE 9 11.01 Educational Leave: 10 A. Unpaid Education Leave: Nurses may request unpaid leaves of 11 absence to attend professional activities such as, but not necessarily limited to, 12 educational workshops, seminars, continuing education courses, and 13 participation in bona fide activities of the Association. Such requests will be 14 given equitable consideration and may be granted at the sole discretion of 15 management. 16 17 B. Paid Education Leave: 18 1. After completing one year of service from the date of 19 employment, each nurse will be eligible for paid educational leave of 24 20 hours per year 21 After completing one calendar year of service from the date of 22 employment, each part-time nurse will be eligible for paid educational 23 leave at the rate above, prorated based on the number of hours that the 24 nurse normally works. 25 2. Educational leave must be for bona fide nursing education 26 including college course work in nursing that will benefit both the Hospital 27 nursing staff and the nurse. The nurse shall be prepared to make a 28 written or oral presentation regarding his or her educational experience to 29 the nursing staff at the completion of his or her educational leave. 30 Compensation will be made for registration fees, travel, meals, and 31 lodging. Up to a maximum of $450 annually per nurse. Reimbursement 32 will be made after proof of successful completion is submitted to the 33 Hospital. Oregon Nurses Association/Providence Hood River 2018-2019 Collective Bargaining Agreement 20
1 3. This leave can include, but is not limited to, workshops, 2 seminars, conferences, and professional Association activities that will 3 benefit the Hospital, the nurse, and the profession. Educational leave will 4 be subject to the final approval of the Hospital. 5 4. Eligibility for paid educational leave will be dependent on the 6 nurse participating in at least 80 percent of the department meetings and 7 in-services that have been designated as "required" by the nurse's 8 department manager. If a nurse is on duty during the presentation of a 9 department meeting or required in-service and cannot be relieved to 10 attend or if the nurse has an excused absence, the nurse will receive 11 credit toward the 80 percent requirement, as long as the nurse reads and 12 initials a copy of the minutes of the missed meeting or in-service. In 13 implementing this requirement, the Hospital will count only in-services 14 scheduled after the date of ratification of this Agreement or the nurse's 15 date of hire, whichever is later. The percentage calculation described in 16 this paragraph will be based on the prior calendar year. The Hospital will 17 post in-service opportunities at least two weeks in advance and will 18 schedule alternative dates for each in-service in order to increase a 19 nurse's opportunity to attend. In-services falling within the above 20 requirement will be designated as "required" at the time of posting. 21 22 C. Nothing precludes the Hospital from assigning any nurse to 23 educational leave at the Hospital's expense. When educational leave of more 24 than 40 hours occurs because (1) it is at the request of the Hospital or (2) it is 25 granted in order to accommodate the nurse's request, then the following will 26 apply: The Hospital may require written agreement by the nurse that the nurse 27 will continue working for the Hospital for at least nine months after the training is 28 completed. In the event that a nurse should breach this agreement, the Hospital 29 may deduct the cost of the training on a pro rata basis with one-ninth forgiven 30 after each month worked. For example, if the nurse quits one month and 20 31 days after completing the training, he or she loses from the final pay eight-ninths 32 of the cost of the training. 33 34 11.02 Professional Leave. After one year of continuous employment, Oregon Nurses Association/Providence Hood River 2018-2019 Collective Bargaining Agreement 21
1 professional leave for study, not to exceed one calendar year, will be granted without 2 pay for full-time nurses. 3 4 11.03 Part-time nurses will qualify for educational/professional leave on a pro 5 rata basis. 6 7 ARTICLE 12 SENIORITY AND LAYOFF 8 12.01 For nurses that are hired in a RN position prior to January 1, 2018 the 9 following applies: "Seniority" means length of continuous service (calculated from the 10 first date of employment with the Hospital in any capacity. For purposes of this section 11 only notwithstanding Section 2.01, “employment with the Hospital” shall include any 12 employment at any Providence Health and Services Facility location in the Columbia 13 Gorge Service Area. 14 15 12.02 For Nurses hired on January 1, 2018 or thereafter, the following applies: 16 Seniority means length of continuous service calculated from hire date into a nursing 17 position (RN, LPN, CNA) with the Hospital at any Providence Health and Services 18 location in the Columbia Gorge Service Area. 19 20 12.03 The Hospital will provide ONA a seniority list within 30 days of the 21 ratification of each contract. The employer will provide an updated seniority list in July 22 and December of each year. The list will incorporate all currently employed nurses in 23 the bargaining unit. 24 25 12.04 A nurse will lose all seniority rights and the employment relationship will 26 be terminated for any of the following reasons: 27 A. If the nurse quits for any reason and is not rehired within one year 28 of the resignation date. 29 30 B. If the nurse is discharged for just cause. 31 32 C. If the Hospital discontinues or transfers operations. 33 34 D. If the nurse is absent for three consecutive working days without Oregon Nurses Association/Providence Hood River 2018-2019 Collective Bargaining Agreement 22
1 notifying the Hospital unless he or she has a valid reason. Valid reason is limited 2 to a circumstance in which it is impossible for the nurse to notify the Hospital or 3 to cause someone else to notify the Hospital on his or her behalf. For instance, 4 having amnesia or being kidnapped would constitute a valid reason if the nurse 5 were unable to notify the Hospital; being imprisoned would not constitute a valid 6 reason because the nurse could get word to the Hospital. 7 8 E. If the nurse fails to notify the Hospital within five workdays after 9 receiving notice of recall from the Hospital of his or her intention to return to work 10 or fails to report for work after receiving notice of recall from the Hospital sent to 11 the nurse's last address on file with the Hospital. 12 13 F. If the nurse is laid off for a period exceeding the nurse's length of 14 service or twelve months, whichever is less. 15 16 G. If the nurse is laid off before completing the newly hired period. 17 18 H. If the nurse does not return to work on the next scheduled workday 19 following the expiration date of the vacation or approved leave of absence, 20 unless the nurse provides a reasonable excuse which is acceptable to the 21 Hospital. 22 23 I. If the nurse falsifies the reasons for a leave of absence. 24 25 12.05 Insofar as the efficient operation of the Hospital allows, and consistent 26 with patient-care needs, the Hospital will exercise its best efforts to avoid laying off 27 (temporarily or permanently) any nurse for lack of work. In situations requiring a 28 reduction in work force, the Hospital will normally first equitably reduce the work force in 29 accordance with the provisions of Article 4.07(A) for low-census days. 30 31 12.06 If the Hospital believes it necessary to reduce the nurses' work force 32 through an actual layoff of nurses, the Hospital will give the Association a minimum of 33 30 days’ notice detailing purpose and scope of the reduction and the likely impacted unit 34 or units, shifts, and positions. The Hospital will provide the Association with a list of Oregon Nurses Association/Providence Hood River 2018-2019 Collective Bargaining Agreement 23
1 open RN positions at the Hospital and, at the request of the Association, at any other 2 Providence facilities within Oregon. An “open position” is any position for which the 3 facility is still accepting applications. Upon notice to the Association, representatives of 4 the Hospital and the Association will meet to discuss scope of the reduction and the 5 likely impacted unit or units, shifts, and positions as well as options for voluntary lay- 6 offs, reduction of the scheduling of intermittently employed nurses, conversion from 7 regular nurse status to an intermittently employed nurse and FTE reductions (full-time 8 nurses going to part-time status). The Hospital will consider the options suggested by 9 the Association, but will not be required to implement the suggested options. 10 11 12.06 Layoff will occur on any unit deemed necessary by the Hospital starting 12 with volunteers, if any, then the nurse or nurses with the lowest seniority. Volunteers for 13 layoff who would not otherwise have been selected based on their seniority will be 14 offered severance benefits; such benefits will be offered at the level of 75% of the 15 benefit available to non-represented employees based on the Hospital’s severance 16 policy then in effect. Layoffs may require shift reassignments and part-time to full-time 17 changes among remaining nurses, and a nurse who declines may be laid off. 18 19 12.08 Recall from layoff will be departmental in inverse order of layoff. The 20 Hospital will inform other employers within Providence-Oregon of the existence of the 21 reduction in force, and request that they consider hiring the impacted nurses, if any, for 22 any open position. 23 24 All layoff and recall will be considered within a unit on a seniority basis unless a less 25 senior nurse is substantially better qualified. In addition, by order of seniority, laid-off 26 nurses will have rights to recall in other units for which they are qualified ahead of new 27 hires. Such a nurse will retain seniority rights in the unit from which the nurse was laid 28 off. 29 30 ARTICLE 13 JOB BIDDING 31 13.01 32 A. Intradepartmental Transfers: Open positions will be offered within the unit 33 first per Appendix D, Section H. The senior nurse who is assigned to or who regularly 34 floats into that unit and who applies for the vacancy will be offered the position provided Oregon Nurses Association/Providence Hood River 2018-2019 Collective Bargaining Agreement 24
1 such nurse has the required skill and ability to perform the position at the time such 2 position is assumed. A candidate will not have received documented verbal warning or 3 greater in the six (6) months preceding the application. 4 5 B. Interdepartmental Transfers: 6 1. A nurse is encouraged to communicate with their manager regarding a 7 nurse’s desire to move to a different nursing unit within the Hospital. 8 The nurse’s manager will not prohibit a nurse from making or 9 requesting an otherwise permitted transfer, and the provisions of job 10 bidding will apply regarding such transfer requests. 11 2. If a vacancy is not filled through an interdepartmental transfer, the 12 Hospital will post permanent vacancies online as they occur at least 13 seven (7) calendar days prior to filling each position. If the Hospital 14 elects to post a temporary vacancy, it must be posted at least seven 15 (7) calendar days prior to filling the position. 16 3. When hiring an internal candidate to a new unit, the Hospital shall offer 17 the job to the most qualified nurse, based on factors including whether 18 the nurse meets both required and preferred qualifications as set forth 19 in the job description, history of job performance, and the nurse’s 20 performance in the selection and interview process (which will include 21 bargaining unit members). The Hospital and the interview committee 22 will objectively determine the most qualified RN according to the above 23 standards. In the event two (2) or more candidates’ qualifications are 24 substantially equal, the position will be awarded on the basis of 25 seniority. A candidate will not have received documented verbal 26 warning or greater in the six (6) months preceding the application. The 27 same standards are applied to fellowship opportunities. 28 29 13.02 A per diem or part-time nurse, other than one employed to fill positions 30 because of any combination of leaves of absence, vacations, holidays, and sick leave 31 for a period of time not to exceed six (6) months, who regularly works the equivalent of 32 a part-time or full-time nurse for such six (6) month period may request reclassification 33 to part-time or full-time status consistent with such hours worked. In the event of a 34 request under such circumstances, the position will be posted pursuant to this Article. Oregon Nurses Association/Providence Hood River 2018-2019 Collective Bargaining Agreement 25
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