Just Culture. Just Culture: The PHT and the Union jointly embrace Just Culture. The parties recognize that Just Culture functions to ensure safe quality care and provides both the employer and the employees the opportunity to explore and investigate processes, procedures and systems that advance safe quality care. In the event an issue or incident occurs with a bargaining unit member related to patient safety or in clinical areas that deal with patient safety and quality, the PHT will make every effort to examine the core fundamental cause utilizing the practices and algorithms of Just Culture per the PHT’s Just Culture Policy. It is the mutual intent of both parties to ensure safe quality patient care through ensuring best practices and share learnings. As both parties embrace Just Culture, and whereas the Union recognizes the PHT’s intent to implement and utilize it throughout the System, the parties agree to create a Just Culture Committee. The purpose of the Committee is for management and the Union to meet and collaborate on the effective implementation and utilization of the Just Culture Policy for the members of the bargaining unit. The parties agree that the Employer and the Union shall be responsible for establishing the Just Culture committee and determining its structure and scope.
Just Culture. Xxxxxx Permanente and the Alliance believe that patient and worker safety is an essential ingredient of high-quality, affordable care and the responsibility of every physician, dentist, manager, union leader and employee. In order for Xxxxxx Permanente to be the safest place to give and receive care, we must jointly create a learning and trusting environment that views errors as an opportunity for continued, systematic improvement. This environment must encourage all employees to openly report errors or near misses, and participate in analyzing the reason for the error, and the determination of the resolution and appropriate responsive actions needed to prevent reoccurrence while maintaining professional accountability and standards appropriate to profession and specific to role.
Just Culture. 1301 Just Culture is the framework that the Employer and the Association will jointly integrate and utilize to ensure quality, service and patient safety. Implementing the Just Culture principles promotes and sustains an environment of safety, which encourages employees to report errors and near misses without the fear of retaliation and ensures balanced accountability for both individuals and the organization responsible for designing and improving systems in the workplace. 1302 The employees and the supervisors will work together to create and sustain an environment of Just Culture by ensuring that key elements of Just Culture are used and understood by employees and supervisors (e. g. Just Culture training in NEO, addressed through local labor management committees, utilization of the Just Culture toolkit and algorithm).
Just Culture. The PHT and the Union jointly embrace Just Culture. The parties recognize that Just Culture functions to ensure safe quality care and provides both the employer and the employees the opportunity to explore and investigate processes, procedures and systems that advance safe quality care. It is the mutual intent of both parties to ensure safe quality patient care through best practices and shared learnings. As both parties embrace Just Culture, and whereas the Union recognizes the PHT’s intent to implement and utilize it throughout the System, the parties agree to create a Just Culture Committee. The purpose of the Committee is for management and the Union to meet and collaborate on the effective implementation and utilization of the Just Culture Policy for the members of the bargaining unit. The parties agree that the Employer and the Union shall be responsible for establishing the Just Culture committee and determining its structure and scope.
Just Culture. The parties agree to endorse the Just Culture/Safe Choices model. There shall be a joint labor/management Just Culture/Safe Choices training within one hundred twenty (120) days of ratification of this agreement and periodically thereafter as may be mutually agreed. All such trainings will be conducted by Trinity Health Outcome Engenuity certified trainers. Management and the Union agree to support Just Culture/Safe Choices training for all nurses and will support adherence to its principles.
Just Culture. (a) The parties agree that it is in the best interests of the bargaining unit and Temple to maintain operational efficiencies and appropriate patient outcomes without the need for discipline. To that end, the parties recognize that the Just Culture community model has been demonstrated to have a positive impact on employee morale, while also having a measurable, cost-effective impact on improving patient outcomes and reducing errors. Accordingly, the parties agree to employ the Just Culture community model and incorporate its algorithm into the disciplinary procedure applicable to the bargaining unit.
(b) Should an employee not be suspended during the investigation step, the parties agree that the absence of a “suspension pending investigation” does not determine whether there should be discipline or the level of discipline.
(c) Step 3 grievances shall be scheduled for ninety (90) minutes so the parties to the Step 3 can discuss their respective views on how Just Culture should impact the outcome of the case.
(d) The parties agree that Just Culture does not apply to Attendance and Lateness discipline.
Just Culture. The parties agree that it is in the best interests of the union and management to maintain operational efficiencies and appropriate patient outcomes. To that end, the parties recognize that the Just Culture community model has been demonstrated to have a positive impact on employee morale, while also having a measurable, cost-effective impact on improving patient outcomes and reducing errors. Accordingly, the parties agree to employ the Just Culture community model and incorporate its algorithm into the disciplinary procedure applicable to the bargaining unit. To that end, the parties agree to:
1) Within six (6) months of contract ratification, the Employer will provide the Just Culture training model to nursing management and Human Resources who have the authority to issue discipline. The union will provide the Just Culture training model to its Executive Board and employee Representatives. The training will be facilitated by Outcome Enginuity. The parties may also opt for a joint training.
2) Both parties agree that coaching sessions are valued ways to address and learn from at risk behavior. Such coachings are non-disciplinary in nature but may be documented in case employees do not learn from such coachings.
3) The parties agree to exempt violations of the attendance policy and dress and appearance policy from the Just Culture Process.
Just Culture. Within six (6) months of ratification, Just Culture training shall be provided to Nursing Management, Human Resources and the Union’s Executive Board and Nurse Representatives. Training will utilize a certified outside vendor and the parties will split the training cost. Union Executive Board and Nurse Representatives will be released with pay (non-productive time) to attend. This side letter is not to be used as precedent for future training.
Just Culture. 2801 Just Culture is the framework that the Employer and the Association will jointly integrate and utilize to ensure quality, service and patient safety. Implementing the Just Culture principles promotes and sustains an environment of safety, which encourages employees to report errors and near misses without the fear of retaliation and ensures balanced accountability for both individuals and the organization responsible for designing and improving systems in the workplace. 2802 Labor and management will work together to create and sustain an environment of Just Culture by ensuring that key elements of Just Culture are used and understood by employees and management.
Just Culture. Just Culture: The PHT and the Union jointly embrace Just Culture. The par- ties recognize that Just Culture functions to ensure safe quality care and provides both the PHT and the employees the opportunity to explore and investigate processes, procedures and systems that advance safe quality care. In the event an issue or incident occurs with a bargaining unit member related to patient safety or in clinical areas that deal with patient safety and quality, the PHT will make every effort to examine the core fundamental cause utilizing the practices and algorithms of Just Culture per the PHT’s Just Culture Policy. It is the mutual intent of both parties to ensure safe quality patient care through ensuring best practices and shared learnings.
