Daughters of Charity - SEIU-UHW Healthcare Workers West
Daughters of Charity - SEIU-UHW Healthcare Workers West Daughters of Charity - SEIU-UHW Healthcare Workers West
Recommendations, both those approved by the Joint Labor Management Committee or through the Review Committee, will be forwarded to the appropriate Administrative Director of the Hospital for implementation. Thirty (30) calendar days after receipt of a recommendation the appropriate Administrative Director will send the Joint Labor Management Committee a written summary of progress and may at the Joint Labor Management Committee co-chair’s request attend the next Joint Labor Management Committee meeting to report on progress. 3. Resolution of Staffing Issues In the event the Review committee is unable to reach agreement on a recommendation concerning a staffing issue, a mutually agreed upon third-party neutral may be brought to join the Review Committee. In the event the Review Committee remains unable to resolve the staffing issue, the third-party neutral shall decide the final resolution which will be implemented. In reaching resolution, the third-party neutral must take into account area standards regarding staffing, state and federal laws, physician recommendations regarding quality of care, business needs and any other relevant information presented by the parties. In making a final decision on the issue presented by the Review Committee, based upon the information presented by the parties, the neutral third-party will be acting as a labor arbitrator, and the decision will be treated as a final and binding by the parties. Either the Union or the Hospital may seek to vacate the decision pursuant to applicable state and federal law. 4. Selection and Qualifications of Neutral Third Party Unless the parties agree otherwise, the third party neutral shall be selected by alternative striking (first strike determined by lot) from one of the following five persons: a.. Tom Angelo b. Gerald Mackay c. Charles Askin d. Ken Silbert e. William Engler The parties shall equally share the fees of the third party neutral/arbitrator. 5. Impact on Other Units Both parties agree that it is not their intent to make recommendations or resolutions that adversely impact any other bargaining unit. 114
Additionally, if the Employer grants any other union similar rights to resolve staffing disputes, it will make every effort to include in such contract a provision that is not the intent of the parties to make recommendations or resolutions that adversely impact any other bargaining unit including the Union. The following applies to O'Connor and Seton only: A. Joint Labor-Management Committee. 1. Composition and Purpose a. There shall be a Joint Labor Management Committee of no more than four (4) representatives per facility appointed by the Employers and four (4) representatives per facility (or combined facility) appointed by the Union. The Joint Labor-Management Committee will be formed for the purpose of reviewing, discussing and resolving issues of mutual concern to the parties. b. The Joint Labor-Management Committee may develop procedures to address the following: (1) Identifying current and anticipated vacancies. In this review, the parties will consider whether and how to combine available hours to maximize full-time employment; (2) Projecting changes in the delivery of healthcare at each Hospital; (3) Identifying retraining opportunities for employees at the Hospitals; (4) Identifying creative retention programs such as one that contemplates the identification of transferable skills of employees to work in the classifications other than their own to avoid daily cancellations; (5) Identifying cross-training opportunities to minimize involuntary daily cancellations; (6) Identify systems to support effective reassignment processes such as float pools, cross-training programs, employee lists by competencies; (7) Identifying new and creative recruitment sources; 115
- Page 66 and 67: 2. The employee obtains permission
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- Page 78 and 79: ___________________________________
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Additionally, if the Employer grants any other union similar rights to resolve<br />
staffing disputes, it will make every effort to include in such contract a provision<br />
that is not the intent <strong>of</strong> the parties to make recommendations or resolutions that<br />
adversely impact any other bargaining unit including the Union.<br />
The following applies to O'Connor and Seton only:<br />
A. Joint Labor-Management Committee.<br />
1. Composition and Purpose<br />
a. There shall be a Joint Labor Management Committee <strong>of</strong> no more<br />
than four (4) representatives per facility appointed by the Employers and<br />
four (4) representatives per facility (or combined facility) appointed by the<br />
Union. The Joint Labor-Management Committee will be formed for the<br />
purpose <strong>of</strong> reviewing, discussing and resolving issues <strong>of</strong> mutual concern<br />
to the parties.<br />
b. The Joint Labor-Management Committee may develop procedures<br />
to address the following:<br />
(1) Identifying current and anticipated vacancies. In this<br />
review, the parties will consider whether and how to combine<br />
available hours to maximize full-time employment;<br />
(2) Projecting changes in the delivery <strong>of</strong> healthcare at each<br />
Hospital;<br />
(3) Identifying retraining opportunities for employees at the<br />
Hospitals;<br />
(4) Identifying creative retention programs such as one that<br />
contemplates the identification <strong>of</strong> transferable skills <strong>of</strong> employees<br />
to work in the classifications other than their own to avoid daily<br />
cancellations;<br />
(5) Identifying cross-training opportunities to minimize<br />
involuntary daily cancellations;<br />
(6) Identify systems to support effective reassignment<br />
processes such as float pools, cross-training programs, employee<br />
lists by competencies;<br />
(7) Identifying new and creative recruitment sources;<br />
115
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