Daughters of Charity - SEIU-UHW Healthcare Workers West

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The Employers and the Union agree that quality patient care and an appropriate working environment require adequate staffing and that staffing levels within all departments vary with census, acuity, shift, the specialization of various areas, changes in the specialization of the units, structural changes in delivery of patient services and qualitative changes in average acuity. Each of the Employers will establish a committee comprised of six (6) bargaining unit employees selected by the Union and six (6) representatives of the Employer selected by the Employer. In addition to the six (6) from each side, both the Union representatives and the Human Resource representatives may participate in Patient Care Committee meetings. The parties may mutually agree to expand the number of representatives to this committee as the need may arise. 2. Purpose Monitoring the quality of patient services and making recommendations to improve patient services in the context of work design, if applicable, or in the current method or system of patient services delivery. 3. Meetings The Employers will allow four (4) hours every month of paid time for each employee member of the committee to attend meetings D. Resolution of Staffing Issues 1. Review Committee If the Joint Labor Management Committee cannot reach agreement on a recommendation, the issue may be referred to a Review Committee of four (4) for consideration and recommendation. Two representatives shall be selected by SEIU and two by the Hospital. A majority of the Review Committee may invite resource persons to attend and participate in such Review Committee meetings. Such resource persons may review all relevant information before the Committee pertaining to the subject matter under consideration and offer advice to resolve differences between the parties. The Review Committee may adopt recommendations by a majority vote of all four members of the Committee. 2. Recommendation Implementation Process 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 Hospitals 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. 118
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 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. 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 St. Francis only: A. Section 1 - Joint Labor-Management Committee (JLMC) 119
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United Healthcare Workers - West Se
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SEIU-UHW -West State Offices Oaklan
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AGREEMENT This Agreement is execute
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(“NLRA”). At O’Connor, the Em
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Neither the Employers nor the Union
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A. Union Membership as a Condition
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time, per diem, temporary), date of
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Respiratory Diagnostic Services Adm
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i. Per Diem employees shall submit
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a. Regular Full-time employees who
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seniority. Bargaining unit position
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covered job classification and retu
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3. Failure to return to from a leav
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f. Regular employees from another D
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EVS Lab NICU Respiratory Therapy Ph
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until the last day of the calendar
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c. per diem d. probationary e. regu
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1-2 years 3 weeks pay 2-3 years 4 w
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E. Called-off Employees Off the Sch
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ARTICLE 16: FLOATING For O’Connor
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6. Double Floating. There will be n
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to pay employees working Night Shif
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Cytology Lab Assistant, Echocardiol
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I. Relief in Higher Paid Classifica
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Any employees on payroll at the tim
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1259(c)(5) shall be paid a Bilingua
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c. An employee who has completed he
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already have a credential/ certific
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All work on the seventh (7 th ) con
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weekend. If an employee is required
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3. Pay Period. The payroll period s
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for which she/he is qualified and s
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2. The employee obtains permission
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C. Unpaid Absences. If an employee
Page 70 and 71: (5) First day the employee receives
Page 72 and 73: If an employee changes status from
Page 74 and 75: 2. Extended Sick Leave (ESL) Accoun
Page 76 and 77: 6 years 11.69 38 4 7 years 12.00 39
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
Page 98 and 99: ARTICLE 24: BEREAVEMENT LEAVE At Se
Page 100 and 101: d. Care for an injured servicemembe
Page 102 and 103: employee’s regular rate of pay wh
Page 104 and 105: it is understood that recurring req
Page 106 and 107: 3. The employer will place employee
Page 108 and 109: An employee who returns from leave
Page 110 and 111: employee’s supervisor. Where poss
Page 112 and 113: B. Training, Job-Related Education
Page 114 and 115: Meetings of the Committee shall be
Page 116 and 117: Recommendations, both those approve
Page 118 and 119: (8) Other opportunities to enhance
Page 122 and 123: 1. Composition There shall be a JLM
Page 124 and 125: The Employer shall have a reasonabl
Page 126 and 127: c. Michael Prihar d. Mark Bernstein
Page 128 and 129: 3. Arbitration Hearing and Decision
Page 130 and 131: the presence of a Union Representat
Page 132 and 133: Employers. Upon notification to the
Page 134 and 135: A. Notification. The Employers shal
Page 136 and 137: If, within three (3) weeks after fi
Page 138 and 139: The parties agree that, except as p
Page 141 and 142: Bargaining Team Members Seton/Seton
Page 143: St. Francis: Cecilia Liquin-Jones T
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Daughters of Charity - SEIU-UHW Healthcare Workers West

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