Daughters of Charity - SEIU-UHW Healthcare Workers West

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c. per diem d. probationary e. regular part time f. regular full time 3. If a position is eliminated, the least senior employee in the unit where the reduction occurs shall be the first employee to be displaced. The displaced employee shall be eligible to submit a bid for any full-time or part-time permanent vacancy for which he or she is qualified to perform the work required for the position. A list of such vacancies, including the unit, shift, status, and required qualifications, shall be provided to the displaced employee. 4. If no vacancy, as described in Section C (3) above, is available to a displaced employee, or the employee is unable to fill such a vacancy, she or he shall be permitted to displace the least senior employee in the job classification, provided that she or he is qualified to perform the work required for the position. 5. If the displaced employee is unable to displace the least senior employee in the job classification, she or he may continue up the seniority list until she or he is able to displace a less senior employee, subject to the requirements of Section C (3) above. 6. Any employee displaced in the foregoing bumping process may exercise the same bumping rights described above. If such an employee is unable to displace another employee as a result of the bumping process, she or he shall be placed on layoff status. 7. If an employee rejects an open comparable position offered within Employer, then the employee will forfeit all displacement rights. Such refusal will result in the employee being laid off. 8. Indefinite or permanent layoffs will be in reverse order of seniority by classification within a department, provided that the remaining employees are qualified and able to perform the work with reasonable orientation and/or training. 9. Alternative Arrangements: Upon mutual agreement the Union and the Employer may agree to an alternative arrangement regarding reduction in force. 10. Transfer Rights: Bargaining unit employees who are subject to layoff may submit a bid for an existing or potential vacancy under the job bidding procedure set forth above. An employee who is subject to layoff and who is interested in being oriented and/or trained for a vacant position covered by this Agreement, may request to be provided orientation and/or training by the Employer for a specific vacant position, provided the employee could qualify for the position after a reasonable orientation/ training period. Such bidding rights are in addition to the employee’s recall rights as set forth below. An employee transferring to a 32
new classification or department under this section shall retain those recall rights in the former classification which were earned up to the time of transfer and can exercise such rights if a vacancy occurs in such classification in the twelve (12) months following the layoff. 11. Benefits: An employee who has been indefinitely or permanently laid off and who is covered by the Employer-sponsored Health Benefits will be covered until the last day of the calendar month in which the notice or severance period ends. D. Recall 1. An employee on layoff status or whose status was changed as a result of reduction in hours, shall have recall rights in accordance with this provision for twelve (12) months from the date the employee was laid off or had her/his status reduced. Recall will be by bargaining unit seniority. 2. Employees placed into a position on a different shift, facility, status, or former classification pursuant to the procedures of this Article, shall have rights to return to her/his shift, facility, status, or classification for the defined recall period. If an employee rejects the open position then the employee will be taken off the recall list. A laid-off employee may refuse a job offer and retain full recall rights if the job offered is not comparable in status, shift and classification at time of layoff. E. Severance Pay 1. Eligible Status. Full-time and part-time, including non-benefited or Wage Option, employees are eligible for the Severance Pay benefit. Per Diem and Temporary employees are not eligible for such benefit. 2. When an eligible employee is displaced from his/her position as a result of an indefinite position elimination, and he/she is unable to identify another comparable position for which he/she is qualified, as provided in this Article, he/she shall be eligible for severance pay. Employees who elect to accept the elimination of their position, or their displacement, and do not seek to exercise their bumping rights, shall also be eligible for severance pay. 3. Severance Pay Schedule. Employees shall be paid Severance Pay in accordance with the following schedule, based on each full “year of service” with the Employer. Service Less than 1 year Severance Pay 2 weeks pay 33
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 32 and 33: until the last day of the calendar
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
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 120 and 121:
The Employers and the Union agree t
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
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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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