Daughters of Charity - SEIU-UHW Healthcare Workers West
Daughters of Charity - SEIU-UHW Healthcare Workers West Daughters of Charity - SEIU-UHW Healthcare Workers West
6. Double Floating. There will be no double floating. If the employee who floated at the beginning of the shift has an assignment that ends and the employee is needed in another unit, the employee may return to their home unit and another employee from that unit would float unless the two employees agree otherwise. 7. Voluntary Floating. Nothing herein shall prohibit an employee from volunteering to float, provided that the conditions in this Article are satisfied. 8. Float Pool. Nothing herein shall prohibit floating in accordance with the established rule for any existing float pool. 9. Floating Records. The employer shall maintain floating records as required by law. F. Floating Clusters Floating clusters include: 1. Med/Surg (Includes Orthopedics): a. Med/Surg b. SNF c. Tele 2. Critical Care Cluster: a. ICU b. Tele 3. Maternal Child a. Pediatrics b. Post Partum c. New born nursery 4. Behavior Health a. All Psychiatric services If an employee voices an objection about their ability to take appropriate care of a patient where they have not shown competencies the Employer and the union agree that each such incident should be handled with the patient’s best interests in mind. It is recognized that there are emergent situations where clusters need not be followed. ARTICLE 17: CLASSIFICATION & WAGES A. Schedule of Wages The minimum straight-time hourly rates of pay at Saint Louise, O’Connor, Seton, and St. Francis shall be shown in Appendix C, attached hereto and made a part hereof. Retroactive to May 1, 2009: Implementation of the agreed upon wage grids or a 3% increase, whichever is greater, based upon all hours worked retroactive to May 1, 2009. 40
Effective May 1, 2010: of all individuals. Effective May 1, 2011: all individuals. Across the board wage increase of 3.5% to the wage rates Across the board wage increase of 2% to the wage rates of Effective November 1, 2011: Across the board wage increase of 2% to the wage rates of all individuals. The parties agree to make a good faith effort to resolve all outstanding job classifications stemming from the 2009 contract negotiations within ninety days of the ratification of the agreement. In the event that the parties cannot reach agreement, the remaining classifications can be submitted to interest arbitration with an arbitrator selected according to the grievance procedure of the Agreement. Compensation Rate Review: The Union and the Employers agree that it is in their best interest to recruit and retain qualified experienced staff. To this end, in January of each year (except the year the contract expires) each party may initiate and discuss specific job classification(s) possibly requiring a wage increase. Wage data used by the Employers and/or Union in identifying such classifications shall be data reflecting wage rates in the appropriate geographic market for similarly situated job classifications. Either party may request the assistance of a mutually agreed to neutral third party mediator to assist in the wage review process. If the parties cannot immediately agree on the selection of the third party, a neutral third party shall be selected following the process set forth in the grievance and arbitration section of the contract. B. Ratification Bonus All employees in the bargaining unit on the payroll as of the date of contract ratification shall be entitled to receive a lump sum payout based upon all hours worked from May 1, 2008 through April 30, 2009 (3% x hourly wage rate in effect April 30, 2009 x hours worked), with the exception of St. Francis Medical Center service and maintenance who will receive a lump-sum payment as follows: $500 for employees who, as of the date of the ratification of the contract, are on active full-time status; and $250 for employees who, as of the date of ratification of the contract, are on active part-time status or are active per diems. C. Pay Day 1. All wages shall be paid on the basis of two-week periods. 2. The Employers’ payday is on a Friday (Thursday for St. Francis) and this shall continue as the designated payday. The Employers will use their best efforts 41
- Page 1 and 2: United Healthcare Workers - West Se
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- 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 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 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
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- 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
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6. Double Floating. There will be no double floating. If the employee who<br />
floated at the beginning <strong>of</strong> the shift has an assignment that ends and the<br />
employee is needed in another unit, the employee may return to their<br />
home unit and another employee from that unit would float unless the two<br />
employees agree otherwise.<br />
7. Voluntary Floating. Nothing herein shall prohibit an employee from<br />
volunteering to float, provided that the conditions in this Article are<br />
satisfied.<br />
8. Float Pool. Nothing herein shall prohibit floating in accordance with the<br />
established rule for any existing float pool.<br />
9. Floating Records. The employer shall maintain floating records as<br />
required by law.<br />
F. Floating Clusters<br />
Floating clusters include:<br />
1. Med/Surg (Includes Orthopedics):<br />
a. Med/Surg<br />
b. SNF<br />
c. Tele<br />
2. Critical Care Cluster:<br />
a. ICU<br />
b. Tele<br />
3. Maternal Child<br />
a. Pediatrics<br />
b. Post Partum<br />
c. New born nursery<br />
4. Behavior Health<br />
a. All Psychiatric services<br />
If an employee voices an objection about their ability to take appropriate care <strong>of</strong> a patient<br />
where they have not shown competencies the Employer and the union agree that each<br />
such incident should be handled with the patient’s best interests in mind. It is recognized<br />
that there are emergent situations where clusters need not be followed.<br />
ARTICLE 17: CLASSIFICATION & WAGES<br />
A. Schedule <strong>of</strong> Wages<br />
The minimum straight-time hourly rates <strong>of</strong> pay at Saint Louise, O’Connor, Seton, and St.<br />
Francis shall be shown in Appendix C, attached hereto and made a part here<strong>of</strong>.<br />
Retroactive to May 1, 2009: Implementation <strong>of</strong> the agreed upon wage grids or a 3%<br />
increase, whichever is greater, based upon all hours worked retroactive to May 1, 2009.<br />
40
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