Daughters of Charity - SEIU-UHW Healthcare Workers West

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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
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 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
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
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3. The employer will place employee
Page 108 and 109:
An employee who returns from leave
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employee’s supervisor. Where poss
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B. Training, Job-Related Education
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Meetings of the Committee shall be
Page 116 and 117:
Recommendations, both those approve
Page 118 and 119:
(8) Other opportunities to enhance
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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
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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
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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
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The parties agree that, except as p
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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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