Daughters of Charity - SEIU-UHW Healthcare Workers West
Daughters of Charity - SEIU-UHW Healthcare Workers West Daughters of Charity - SEIU-UHW Healthcare Workers West
1-2 years 3 weeks pay 2-3 years 4 weeks pay 3-4 years 5 weeks pay 4-5 years 6 weeks pay 5-7 years 7 weeks pay 7-9 years 8 weeks pay 9-10 years 9 weeks pay 10-15 years 12 weeks pay 15 years or more 15 weeks pay 4. Calculation of Benefit. Severance is calculated as weeks of pay for regularly scheduled work at the employee’s most recent base salary level, including regularly scheduled overtime. It shall be paid out as ordinary income in a lump sum. At All of the Hospitals: Supplemental Unemployment Fund An employee may participate in the supplemental unemployment fund for a period of no more than 90 days. For the first 30 days, the fund will supplement the employee’s state unemployment insurance benefit to equal 100% of the employee’s normal base compensation based on the employee’s status. After 30 days, the fund will supplement the employee’s unemployment to equal 60% of the employee’s compensation as above. After 60 days, the fund will supplement the employee’s unemployment to equal 40% of the employee’s compensation as above. Total supplemental unemployment payments to an individual employee shall not exceed $5,000 and will be terminated at the end of 90 days, or recall to the home facility or an offer of employment at another DOCHS facility within 60 miles of the employee’s home facility in the employee’s current classification or a classification of same or similar wages, whichever comes first. ARTICLE 15: CALL-OFFS & DAILY CANCELLATIONS At Seton, Saint Louise and O’Connor Only: A. Every Effort to Avoid Call-offs. The Employers and the Union agree that after the application of the standards called for in Article 4, Job Security it may be necessary for the Employers to require an employee to take time off without pay during temporary periods of low census or other occasions when staffing levels must be adjusted on a temporary basis; this is referred to as Hospital Convenience or HC time. HC time must be approved by a supervisor or department manager. Eligible employees who are cancelled may take the time off without pay or use PTO (where applicable) at the employee’s discretion. 34
B. HC Time as Time Worked. If an employee is cancelled, the hours that an employee was scheduled to work shall count as time worked for the following, including but not limited to: 1. Vesting and service credit under the retirement plan; 2. Waiting periods under health insurance and other fringe benefit plans. C. Order of Call-off. Subject to patient care considerations and staffing needs, when it is necessary to cancel employees pursuant to this Article, the following procedure shall be followed, and the employee shall be called-off in the following order: 1. Registry / Travelers, 2. Employees receiving double time, 3. Employees receiving overtime, 4. Temporary employees, 5. Per Diem employees, 6. Part-time employees working shifts over and above their regular schedule, 7. Limited Part-time employees, 8. Regular Full-time employees and Regular Part-time employees working their regular schedule. The Employers will accept volunteers for call-offs before any other employees, provided that such voluntary call-offs do not result in retaining an employee at premium pay who would have been called off if the Employers followed this list above, unless the Employers permit. Within each category above, call-offs shall be by reverse order of seniority within a department provided that the remaining employees are qualified and able to perform the work. As an alternative, if in a vote conducted by the Union, a majority of employees in that department so elect, daily cancellations shall be by rotation, in reverse order of seniority. D. Call-off Notice. When canceling an employee’s shift prior to the start of the shift, the Employers shall give the employee at least two (2) hours notice prior to the start of the employee’s scheduled shift. The Employer will be considered to have given such notice if (a) it reaches the employee by telephone, or (b) it attempts to do so and documents the attempt, the date, time and the call, and the result of the attempt. It is the employee’s responsibility to provide the Employer with his/her current telephone number. 35
- 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 34 and 35: c. per diem d. probationary e. regu
- 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
1-2 years 3 weeks pay<br />
2-3 years 4 weeks pay<br />
3-4 years 5 weeks pay<br />
4-5 years 6 weeks pay<br />
5-7 years 7 weeks pay<br />
7-9 years 8 weeks pay<br />
9-10 years 9 weeks pay<br />
10-15 years 12 weeks pay<br />
15 years or more 15 weeks pay<br />
4. Calculation <strong>of</strong> Benefit.<br />
Severance is calculated as weeks <strong>of</strong> pay for regularly scheduled work at the employee’s<br />
most recent base salary level, including regularly scheduled overtime. It shall be paid out<br />
as ordinary income in a lump sum.<br />
At All <strong>of</strong> the Hospitals:<br />
Supplemental Unemployment Fund<br />
An employee may participate in the supplemental unemployment fund for a period <strong>of</strong> no<br />
more than 90 days. For the first 30 days, the fund will supplement the employee’s state<br />
unemployment insurance benefit to equal 100% <strong>of</strong> the employee’s normal base<br />
compensation based on the employee’s status. After 30 days, the fund will supplement<br />
the employee’s unemployment to equal 60% <strong>of</strong> the employee’s compensation as above.<br />
After 60 days, the fund will supplement the employee’s unemployment to equal 40% <strong>of</strong><br />
the employee’s compensation as above.<br />
Total supplemental unemployment payments to an individual employee shall not exceed<br />
$5,000 and will be terminated at the end <strong>of</strong> 90 days, or recall to the home facility or an<br />
<strong>of</strong>fer <strong>of</strong> employment at another DOCHS facility within 60 miles <strong>of</strong> the employee’s home<br />
facility in the employee’s current classification or a classification <strong>of</strong> same or similar<br />
wages, whichever comes first.<br />
ARTICLE 15: CALL-OFFS & DAILY CANCELLATIONS<br />
At Seton, Saint Louise and O’Connor Only:<br />
A. Every Effort to Avoid Call-<strong>of</strong>fs.<br />
The Employers and the Union agree that after the application <strong>of</strong> the standards called for<br />
in Article 4, Job Security it may be necessary for the Employers to require an employee<br />
to take time <strong>of</strong>f without pay during temporary periods <strong>of</strong> low census or other occasions<br />
when staffing levels must be adjusted on a temporary basis; this is referred to as Hospital<br />
Convenience or HC time. HC time must be approved by a supervisor or department<br />
manager. Eligible employees who are cancelled may take the time <strong>of</strong>f without pay or use<br />
PTO (where applicable) at the employee’s discretion.<br />
34
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