Daughters of Charity - SEIU-UHW Healthcare Workers West

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i. Per Diem employees shall submit a written current availability for work, including days of the week and shifts, and current phone number. For St. Francis: Per Diem, Non Benefit Eligible A “per diem” employee is one who is not scheduled to work on a regular basis, and works such hours as needed to cover sick calls, vacation or holiday time in accordance with the following: a. All Per Diem employees will provide a list of available dates to the manager/ designee three (3) weeks prior to the posting of the new schedule. b. All Per Diem employees must be available to work a minimum of Four (4) shifts per twenty-eight (28) day schedule. c. All Per Diem employees must be available to work one (1) weekend per twenty-eight (28) day schedule. d. All Per Diem employees must be available to work three (3) holidays per year. At least one of the holidays must be Thanksgiving, Christmas, or New Year’s. e. An un-worked shift for which any Per Diem has been scheduled to work but is not needed shall be counted toward satisfying the Per Diem’s availability obligations. f. Per Diem employees may be terminated if they refuse to work prescheduled work assignments or are unable to meet the minimum availability requirements. 5. Temporary Before resorting to Registry or Temporary Agency personnel, the Employers shall offer temporary work to existing employees. A temporary employee is one who is hired either part-time or full-time on a pre-determined work schedule to work for a limited period which shall not extend beyond ninety (90) calendar days. The ninety (90) calendar days may be extended in any given case by mutual agreement of the Union and the Employers, and the Union’s agreement to such extension will not be unreasonably denied. a. In the event that a temporary employee becomes a regular full-time or regular part-time employee, the qualifying date for the pay raises starts with his or her most recent date of continuous employment, and the qualifying date for fringe benefit eligibility and accrual is the date of reclassification to regular full- or part-time status. 16
. A temporary employee shall not be terminated solely to prevent his or her advancement to regular or limited part-time status when the temporary job continues in effect or for the sole purpose of keeping a regular job constantly staffed by temporary employees. c. Posting Temporary Positions. Temporary positions will be posted in accordance with Article 13, Section K, Job Vacancies, Posting and Bidding, if such positions are expected to last for periods in excess of thirty (30) days. A Temporary position is a position for which the Employers establish a pre-determined work schedule for a limited duration not expected to exceed ninety (90) days and which the Employers intend to fill a pre-scheduled regular basis. d. Return from Temporary Position. If a Regular Full-time, Regular Part-time, Limited Part-time, or Per Diem employee successfully bids for a temporary position, he/she will maintain his/her employee category and, in the case of a Regular Full-time or Regular Part-time employee, will continue to accrue benefits and upon the conclusion of the temporary assignment, he/she shall return to his/her former position. (1) In this case, the vacated position of this employee will also be posted, but any temporary position resulting from the bidding of the second posting will not be posted, unless the second (or other vacant position) is a regular Full-time or regular Part-time position. (2) An employee working in a Temporary position shall not be reclassified to Regular Employee status unless such position extends beyond ninety (90) days. B. Allocation of Additional Hours of Work 1. Additional hours of work is work that is not pre-scheduled, including but not limited to temporary work or a hole created in the schedule by the scheduled time off of regularly scheduled employees. 2. Availability for Work. Limited Part-time employees and Per Diem employees will submit, in writing, their availability for work. Full-time, and Parttime employees will submit, in writing, their availability for additional work. Employees will indicate the days of the week and shifts for which they are available. The Employers shall maintain such records and lists by classification and employee category so that the provision of this Section can be properly maintained. 3. The Employers shall offer additional hours of work to employees who have made themselves available in the same classification and department as long as the additional work would not cause the Employers to incur overtime liability. The Employers will offer pre-scheduled additional hours of work by seniority according to the following preference list. 17
Page 1 and 2: United Healthcare Workers - West Se
Page 3 and 4: SEIU-UHW -West State Offices Oaklan
Page 6 and 7: AGREEMENT This Agreement is execute
Page 8 and 9: (“NLRA”). At O’Connor, the Em
Page 10 and 11: Neither the Employers nor the Union
Page 12 and 13: A. Union Membership as a Condition
Page 14 and 15: time, per diem, temporary), date of
Page 16 and 17: Respiratory Diagnostic Services Adm
Page 20 and 21: a. Regular Full-time employees who
Page 22 and 23: seniority. Bargaining unit position
Page 24 and 25: covered job classification and retu
Page 26 and 27: 3. Failure to return to from a leav
Page 28 and 29: f. Regular employees from another D
Page 30 and 31: EVS Lab NICU Respiratory Therapy Ph
Page 32 and 33: until the last day of the calendar
Page 34 and 35: c. per diem d. probationary e. regu
Page 36 and 37: 1-2 years 3 weeks pay 2-3 years 4 w
Page 38 and 39: E. Called-off Employees Off the Sch
Page 40 and 41: ARTICLE 16: FLOATING For O’Connor
Page 42 and 43: 6. Double Floating. There will be n
Page 44 and 45: to pay employees working Night Shif
Page 46 and 47: Cytology Lab Assistant, Echocardiol
Page 48 and 49: I. Relief in Higher Paid Classifica
Page 50 and 51: Any employees on payroll at the tim
Page 52 and 53: 1259(c)(5) shall be paid a Bilingua
Page 54 and 55: c. An employee who has completed he
Page 56 and 57: already have a credential/ certific
Page 58 and 59: All work on the seventh (7 th ) con
Page 60 and 61: weekend. If an employee is required
Page 62 and 63: 3. Pay Period. The payroll period s
Page 64 and 65: for which she/he is qualified and s
Page 66 and 67: 2. The employee obtains permission
Page 68 and 69:
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:
___________________________________
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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
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comparable benefits and co-pays for
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Employee and family FT-50%/ PT-75%
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Jan 2010 Jan 2011 At Seton/ SMCS, O
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LIFE AND ACCIDENTAL DEATH AND DISME
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ARTICLE 24: BEREAVEMENT LEAVE At Se
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d. Care for an injured servicemembe
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employee’s regular rate of pay wh
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it is understood that recurring req
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3. The employer will place employee
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An employee who returns from leave
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employee’s supervisor. Where poss
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B. Training, Job-Related Education
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Meetings of the Committee shall be
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Recommendations, both those approve
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(8) Other opportunities to enhance
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The Employers and the Union agree t
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1. Composition There shall be a JLM
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The Employer shall have a reasonabl
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c. Michael Prihar d. Mark Bernstein
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3. Arbitration Hearing and Decision
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the presence of a Union Representat
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Employers. Upon notification to the
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A. Notification. The Employers shal
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If, within three (3) weeks after fi
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The parties agree that, except as p
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Bargaining Team Members Seton/Seton
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St. Francis: Cecilia Liquin-Jones T
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Daughters of Charity - SEIU-UHW Healthcare Workers West

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