Daughters of Charity - SEIU-UHW Healthcare Workers West
Daughters of Charity - SEIU-UHW Healthcare Workers West Daughters of Charity - SEIU-UHW Healthcare Workers West
employee’s supervisor. Where possible the employee will give his or her supervisor at least two (2) working days notice that time off to vote is needed. At St. Francis Only: Employees who are unable to vote in an official election before or after working will be permitted up to two (2) hours at the beginning or the end of their work day on Election Day for voting purposes. Arrangements must be approved in advance by the employee’s supervisor. Where possible the employee will give his/her supervisor at least two (2) working days notice that time off to vote is needed. ARTICLE 28: CAREER OPPORTUNITIES At Seton, Saint Louise and O’Connor Only: A. The Employers agree to support opportunities for employees to attend educational activities in the health care field which are consistent with the goals, objectives and action plans of the Employers. B. The Employers will provide the following educational opportunities: 1. Tuition Assistance: The Employers will support continuing education and training of employees who participate in educational courses in the health care field including certifications, licensures and other training programs. Employees must apply for and receive written approval from the employee’s department manager prior to commencement of the course, in order to be eligible for reimbursement, as provided below: a. Eligibility: All regular full-time and regular part-time employees who have completed the probationary period and who maintain their status while taking such courses are eligible for Tuition Assistance. b. Maximum Reimbursement: In any fiscal year (July-June) the maximum reimbursement for an eligible employee is two thousand dollars ($2,000.00). The maximum amount that the Employers will be required to spend for tuition reimbursement as described above will be $100,000 per year for Seton Medical Center and Seton Medical Center Coastside combined. There is no cap at Saint Louise or O’Connor. Where more employees have expressed an interest in participating in the plan than is financially feasible, eligibility will be determined by seniority. c. Reimbursement will be limited to tuition, books, supplies, and uniforms. d. Reimbursement will be provided upon successful completion of the course, provided that the employee submits proof of satisfactory completion to the employee’s department manager along with the request for reimbursement. 108
At St. Francis Only: e. This program is in addition to any educational leave to which an employee may be entitled. C. Continuing Education 1. The Employer agrees to support opportunities for employees to attend educational activities in the health care field, which are consistent with the goals, objectives and action plans of the Employer. 2. The Employer will provide the following educational opportunities: A. Tuition Assistance: The Employer will support continuing education and training of employees who participate in educational courses in the health care field including certifications, continuing education, and other related training programs. Employees must apply for and receive written approval from the Employer’s Human Resources Department prior to commencement of the course, in order to be eligible for reimbursement, as provided below: a. Eligibility: All Employees who have completed six calendar months in a benefit eligible status and who maintain their status while taking such courses are eligible for Tuition Assistance. b. Maximum Reimbursement: In any fiscal year (July-June) the maximum reimbursement for eligible employee is one thousand two hundred dollars ($1,200.00). c. Reimbursement will be limited to tuition, books and supplies. d. Reimbursement will be provided upon successful completion of the course (a passing grade of “C” or above), provided that the employee submits proof of satisfactory completion to the Employer’s Human Resources Department along with the request for reimbursement. e. Course must be taken through accredited colleges, universities, professional associations, correspondence schools and other reputable agencies. f. Reimbursement is not granted to cover the cost of equipment related to the course, or for transportation or parking. 109
- Page 60 and 61: weekend. If an employee is required
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- Page 68 and 69: C. Unpaid Absences. If an employee
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- Page 78 and 79: ___________________________________
- Page 80 and 81: education, physical disability of t
- Page 82 and 83: (3) An employee can elect not to us
- Page 84 and 85: covers more than one pay period, th
- Page 86 and 87: D. Utilization At no time shall an
- Page 88 and 89: (3) PTO shall be paid at the employ
- Page 90 and 91: comparable benefits and co-pays for
- Page 92 and 93: Employee and family FT-50%/ PT-75%
- Page 94 and 95: Jan 2010 Jan 2011 At Seton/ SMCS, O
- Page 96 and 97: LIFE AND ACCIDENTAL DEATH AND DISME
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- Page 100 and 101: d. Care for an injured servicemembe
- Page 102 and 103: employee’s regular rate of pay wh
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- Page 126 and 127: c. Michael Prihar d. Mark Bernstein
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- Page 136 and 137: If, within three (3) weeks after fi
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- Page 141 and 142: Bargaining Team Members Seton/Seton
- Page 143: St. Francis: Cecilia Liquin-Jones T
employee’s supervisor. Where possible the employee will give his or her supervisor at<br />
least two (2) working days notice that time <strong>of</strong>f to vote is needed.<br />
At St. Francis Only:<br />
Employees who are unable to vote in an <strong>of</strong>ficial election before or after working will be<br />
permitted up to two (2) hours at the beginning or the end <strong>of</strong> their work day on Election<br />
Day for voting purposes. Arrangements must be approved in advance by the employee’s<br />
supervisor. Where possible the employee will give his/her supervisor at least two (2)<br />
working days notice that time <strong>of</strong>f to vote is needed.<br />
ARTICLE 28: CAREER OPPORTUNITIES<br />
At Seton, Saint Louise and O’Connor Only:<br />
A. The Employers agree to support opportunities for employees to attend educational<br />
activities in the health care field which are consistent with the goals, objectives and<br />
action plans <strong>of</strong> the Employers.<br />
B. The Employers will provide the following educational opportunities:<br />
1. Tuition Assistance: The Employers will support continuing education<br />
and training <strong>of</strong> employees who participate in educational courses in the health<br />
care field including certifications, licensures and other training programs.<br />
Employees must apply for and receive written approval from the employee’s<br />
department manager prior to commencement <strong>of</strong> the course, in order to be eligible<br />
for reimbursement, as provided below:<br />
a. Eligibility: All regular full-time and regular part-time employees<br />
who have completed the probationary period and who maintain their status<br />
while taking such courses are eligible for Tuition Assistance.<br />
b. Maximum Reimbursement: In any fiscal year (July-June) the<br />
maximum reimbursement for an eligible employee is two thousand dollars<br />
($2,000.00). The maximum amount that the Employers will be required to<br />
spend for tuition reimbursement as described above will be $100,000 per<br />
year for Seton Medical Center and Seton Medical Center Coastside<br />
combined. There is no cap at Saint Louise or O’Connor. Where more<br />
employees have expressed an interest in participating in the plan than is<br />
financially feasible, eligibility will be determined by seniority.<br />
c. Reimbursement will be limited to tuition, books, supplies, and<br />
uniforms.<br />
d. Reimbursement will be provided upon successful completion <strong>of</strong><br />
the course, provided that the employee submits pro<strong>of</strong> <strong>of</strong> satisfactory<br />
completion to the employee’s department manager along with the request<br />
for reimbursement.<br />
108