Daughters of Charity - SEIU-UHW Healthcare Workers West
Daughters of Charity - SEIU-UHW Healthcare Workers West Daughters of Charity - SEIU-UHW Healthcare Workers West
1. Composition There shall be a JLMC of no more than Six (6) employees covered by this Agreement, and Six (6) representatives of the Employer. In addition, one (1) union field representative and one (1) representative of the Employer's Human Resources Department shall also be part of the JLMC and may attend all meetings of the JLMC. The parties shall advise each other in writing of appointments to the Committee. On written notice to the other, the employees and Employer Administration may change their representatives on the Committee from time to time. 2. Compensation Employee representatives on the Committee shall be compensated at straight time pay for attendance at Committee meetings up to a maximum of two (2) hours per employee per month. Time spent at Committee meetings shall not be counted for the purpose of calculating entitlement to overtime. Committee meetings may be scheduled to avoid employees using work time. 3. Frequency of Meetings 4. Scope Meetings of the Committee shall not be held more often than once per month except by mutual agreement. At the request of either employee or Employer representatives, a vote shall be taken on any matter properly before the Committee prior to its adjournment. The committee may review and make recommendations on the following subjects: a. In response to any employee who submits a written request for review, the appropriateness of the employee's classification, job title, job description or rate of pay; b. Appropriate education and training programs; c. Measures for the improvement of scheduling and for the solution of problems involving scheduling, staffing and work assignments. In this review, the parties will consider whether and how to combine available hours to maximize full-time employment; d. Other related patient care or Employee concerns. 5. Recommendations Recommendations of the Committee shall be by majority vote. At any meeting, Employer and employee representatives shall have an equal number of votes. This means that if some Employer representatives are absent from a meeting, the 120
number of employee votes shall be reduced proportionately and vice versa. If the JLMC cannot reach agreement on a recommendation, the issue may be referred to a Review Committee of four (4) for consideration and a recommendation. Two (2) representatives shall be selected by the Union and two (2) by the Employer. 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 make recommendations by a majority vote of all four (4) members of the Committee. Recommendation Implementation Process: Recommendation by the JLMC will be forwarded to the appropriate Director at the Hospital and will be implemented within the recommended time frame. With the Exception of staffing and patient care issues only, disputes within the JLMC shall not be subject to the Grievance and Arbitration provisions of this Agreement (Article 7). However, this Paragraph shall not prevent an employee, the Union or the Employer from subsequently pursuing an otherwise grievable issue through the Grievance and Arbitration Procedure. B. Section 2 - Joint Health and Safety Issues 1. Compliance. The Employer will continue to comply with applicable federal and California laws and regulations pertaining to occupational safety and health, including its obligation, under the general duty clause, to provide a safe environment for employees. 2. Reporting Health Hazards by Employee. It is the duty of each employee to comply with all health and safety regulations of the Employer, and if any safety or health hazard is detected by an employee, the employee shall promptly report it to the Employer. An employee's failure to comply with such health and safety regulations, or to promptly report a detected health or safety hazard, may result in disciplinary action. 3. Union Notification. The Union shall promptly notify the Employer of any potential health and safety hazards, violations or problems of which it is aware. 4. Remedying Health/Safety Problems. 121
- Page 72 and 73: If an employee changes status from
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- Page 80 and 81: education, physical disability of t
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- Page 88 and 89: (3) PTO shall be paid at the employ
- Page 90 and 91: comparable benefits and co-pays for
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- Page 126 and 127: c. Michael Prihar d. Mark Bernstein
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- Page 141 and 142: Bargaining Team Members Seton/Seton
- Page 143: St. Francis: Cecilia Liquin-Jones T
1. Composition<br />
There shall be a JLMC <strong>of</strong> no more than Six (6) employees covered by this<br />
Agreement, and Six (6) representatives <strong>of</strong> the Employer. In addition, one (1)<br />
union field representative and one (1) representative <strong>of</strong> the Employer's Human<br />
Resources Department shall also be part <strong>of</strong> the JLMC and may attend all meetings<br />
<strong>of</strong> the JLMC. The parties shall advise each other in writing <strong>of</strong> appointments to the<br />
Committee. On written notice to the other, the employees and Employer<br />
Administration may change their representatives on the Committee from time to<br />
time.<br />
2. Compensation<br />
Employee representatives on the Committee shall be compensated at straight time<br />
pay for attendance at Committee meetings up to a maximum <strong>of</strong> two (2) hours per<br />
employee per month. Time spent at Committee meetings shall not be counted for<br />
the purpose <strong>of</strong> calculating entitlement to overtime. Committee meetings may be<br />
scheduled to avoid employees using work time.<br />
3. Frequency <strong>of</strong> Meetings<br />
4. Scope<br />
Meetings <strong>of</strong> the Committee shall not be held more <strong>of</strong>ten than once per month<br />
except by mutual agreement. At the request <strong>of</strong> either employee or Employer<br />
representatives, a vote shall be taken on any matter properly before the<br />
Committee prior to its adjournment.<br />
The committee may review and make recommendations on the following<br />
subjects:<br />
a. In response to any employee who submits a written request for review, the<br />
appropriateness <strong>of</strong> the employee's classification, job title, job description<br />
or rate <strong>of</strong> pay;<br />
b. Appropriate education and training programs;<br />
c. Measures for the improvement <strong>of</strong> scheduling and for the solution <strong>of</strong><br />
problems involving scheduling, staffing and work assignments. In this<br />
review, the parties will consider whether and how to combine available<br />
hours to maximize full-time employment;<br />
d. Other related patient care or Employee concerns.<br />
5. Recommendations<br />
Recommendations <strong>of</strong> the Committee shall be by majority vote. At any meeting,<br />
Employer and employee representatives shall have an equal number <strong>of</strong> votes. This<br />
means that if some Employer representatives are absent from a meeting, the<br />
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