Daughters of Charity - SEIU-UHW Healthcare Workers West
Daughters of Charity - SEIU-UHW Healthcare Workers West Daughters of Charity - SEIU-UHW Healthcare Workers West
until the last day of the calendar month in which the notice or severance period ends. 7. Severance Pay: When a Regular Full-time or Regular Part-time employee is displaced from his or her position as a result of an indefinite position elimination, and he or she is unable to identify another comparable position for which he or she is qualified, eligibility for severance pay shall be in accordance with the following schedule: At O'Connor and Saint Louise only: Service Severance At least 90 days but less than 3 years 2 weeks 3 to 5 years 3 weeks 6 to 7 years 4 weeks 8 to 9 years 5 weeks 10 to 14 years 6 weeks 15 years or more 8 weeks At Seton only: Service Severance At least 90 days but less than 3 years 2 weeks 3 to 5 years 3 weeks 6 to 7 years 4 weeks 8 to 9 years 5 weeks 10 to 14 years 6 weeks 15 to 29 years 8 weeks 30 years or more 10 weeks Benefited part-time employees will receive severance pay, per the schedule above, prorated in direct proportion to their current scheduled hours as noted on the time card. With the consent of the Employers, an employee who otherwise would not have been laid off, may resign. Such an employee shall be entitled to severance pay and benefits if, as a result, another employee in the affected department is not laid off. An employee who resigns in accordance with this section shall not be entitled to recall or other rights under Section 7. 8. Recall a. For a period of twenty-four (24) months from the date of indefinite or permanent layoff, employees who, as a result of the reduction, are laid off, are entitled to recall. 30
. Recall of employees to regular positions in a particular classification and department from an indefinite or permanent layoff shall be by seniority. c. An employee shall remain on the recall list unless he or she is offered and declines a position in the same classification in the same department at the same facility on the same shift with the same number of hours as the position from which he/she was laid off or reduced from. At St. Francis Only: A. Layoff Defined: Temporary Layoff is defined as a layoff which is not expected to be more than fifteen (15) calendar days. Indefinite layoff is defined as a layoff, which is of uncertain duration and is expected to be in excess of fifteen (15) days. Permanent layoff is defined as a layoff in which there is no reasonable expectation of recall. B. Application of Procedures: If after exercising every reasonable effort to avoid layoff in conformance with Article 13 Seniority and Job Vacancies, and it is necessary to conduct a layoff, then such layoff shall be undertaken through the following procedure. It is the intent of the following provisions to protect the most senior employees in case of reductions, and to preserve their shift and hours as is practicable under the circumstances. 1. Employer agrees to give the Union sixty (60) days prior written notice of a reduction in force which will affect employees and six (6) months notice in the case of facility closure. a. At any time during this process an employee may elect to take voluntary layoff and receive severance pay and retain their recall rights. 2. The parties agree that reductions in force are extremely serious matters and that even well intentioned procedures may result in unintended applications. Therefore, the parties agree to communicate and meet during any application of the procedures to ensure its correct application to employees. Nothing contained herein shall prevent the parties from mutually agreeing to modify the procedure in a specific reduction in force should the need arise. C. Layoff Process 1. In the event of a layoff, and recall from such layoff, seniority shall control in the manner provided in this section. 2. Selection of employees for layoff shall be made in accordance with the Seniority provisions of this Agreement, provided that the order of reduction in force will be in the following order: a. volunteers b. temporary 31
- 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 18 and 19: i. Per Diem employees shall submit
- 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 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: ___________________________________
- Page 80 and 81: education, physical disability of t
. Recall <strong>of</strong> employees to regular positions in a particular classification and<br />
department from an indefinite or permanent lay<strong>of</strong>f shall be by seniority.<br />
c. An employee shall remain on the recall list unless he or she is <strong>of</strong>fered and<br />
declines a position in the same classification in the same department at the same<br />
facility on the same shift with the same number <strong>of</strong> hours as the position from<br />
which he/she was laid <strong>of</strong>f or reduced from.<br />
At St. Francis Only:<br />
A. Lay<strong>of</strong>f Defined: Temporary Lay<strong>of</strong>f is defined as a lay<strong>of</strong>f which is not<br />
expected to be more than fifteen (15) calendar days. Indefinite lay<strong>of</strong>f is defined as a<br />
lay<strong>of</strong>f, which is <strong>of</strong> uncertain duration and is expected to be in excess <strong>of</strong> fifteen (15) days.<br />
Permanent lay<strong>of</strong>f is defined as a lay<strong>of</strong>f in which there is no reasonable expectation <strong>of</strong><br />
recall.<br />
B. Application <strong>of</strong> Procedures: If after exercising every reasonable effort to avoid<br />
lay<strong>of</strong>f in conformance with Article 13 Seniority and Job Vacancies, and it is necessary to<br />
conduct a lay<strong>of</strong>f, then such lay<strong>of</strong>f shall be undertaken through the following procedure.<br />
It is the intent <strong>of</strong> the following provisions to protect the most senior employees in case <strong>of</strong><br />
reductions, and to preserve their shift and hours as is practicable under the circumstances.<br />
1. Employer agrees to give the Union sixty (60) days prior written notice <strong>of</strong> a<br />
reduction in force which will affect employees and six (6) months notice in the<br />
case <strong>of</strong> facility closure.<br />
a. At any time during this process an employee may elect to take voluntary<br />
lay<strong>of</strong>f and receive severance pay and retain their recall rights.<br />
2. The parties agree that reductions in force are extremely serious matters and that<br />
even well intentioned procedures may result in unintended applications.<br />
Therefore, the parties agree to communicate and meet during any application <strong>of</strong><br />
the procedures to ensure its correct application to employees. Nothing contained<br />
herein shall prevent the parties from mutually agreeing to modify the procedure in<br />
a specific reduction in force should the need arise.<br />
C. Lay<strong>of</strong>f Process<br />
1. In the event <strong>of</strong> a lay<strong>of</strong>f, and recall from such lay<strong>of</strong>f, seniority shall control in the<br />
manner provided in this section.<br />
2. Selection <strong>of</strong> employees for lay<strong>of</strong>f shall be made in accordance with the Seniority<br />
provisions <strong>of</strong> this Agreement, provided that the order <strong>of</strong> reduction in force will be<br />
in the following order:<br />
a. volunteers<br />
b. temporary<br />
31
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