Daughters of Charity - SEIU-UHW Healthcare Workers West

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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
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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