Daughters of Charity - SEIU-UHW Healthcare Workers West
Daughters of Charity - SEIU-UHW Healthcare Workers West Daughters of Charity - SEIU-UHW Healthcare Workers West
All work on the seventh (7 th ) consecutive day of the work week shall be paid for at two times (2X) the basic straight-time hourly rate. At Seton, Saint Louise and O’Connor Only: C. Alternative Workweeks The parties agree to maintain all existing alternative workweek schedules currently in effect unless two-thirds (2/3) of the affected employees petition to terminate or modify such arrangement. Should any new group of employees petition to work either ten (10) or twelve(12) hour shifts, the Employers shall grant due consideration to the feasibility of the request. Should it be determined that the request is feasible, then the parties will meet as soon as possible to agree on schedules and a date to conduct a joint secret ballot election of affected employees. In cases of hardship, employees may request, and shall be granted whenever possible, to continue their same shift in a unit or work area that converts to alternative scheduling. Any new alternative workweek schedules require that the Employers first meet and bargain with the Union to arrive at a mutually satisfactory schedule and other issues related to the implementation of the new schedules. When an employee is working under an Alternative Workweek he/she shall be paid overtime at the rate of time and one-half (1½) the regular rate of pay for the hours over forty (40) in a workweek and double times (2 X) the regular rate of pay for the hours over twelve (12) in a workday. For employees working a ten (10) hour schedule on the fifth day of work or twelve (12)-hour schedule on the fourth day of the work week will be paid on that day and each successive day of that work week at time and one half (1½) for the first eight (8) hours and double-time all hours thereafter. D. Posting of Schedules. Monthly schedules of starting and quitting times and days off will be posted no less than thirteen (13) days in advance of the schedule, subject to emergency situation changes. The Employer may change schedules prior to posting to meet patient care and related service demands. However, the Union may submit such changes for review under Article 29 Committees. In the event the Employers need to change the schedule after it has been posted, any such change requires mutual consent by an in-person or direct telephone conversation initiated by the Employers. E. Rest and Meal Periods. Employees who work scheduled shifts of five (5) hours or more are entitled to a dutyfree, unpaid meal period of at least thirty (30) minutes. Employees who work in excess of five (5) hours but less than six (6) hours may voluntarily waive the meal period. Each employee shall be granted a paid rest period of fifteen (15) minute break periods per four (4) hours of work, or major fraction thereof. 56
F. Rest Between Shifts. Each Regular Full-time, Regular Part-time, and Limited Part-time employee shall have an unbroken rest period of at least twelve (12) hours between shifts. Also, a Per Diem employee will not be charged with a refusal for declining a shift that starts within twelve (12) hours of the end of the last shift worked. All hours worked within the above rest period shall be paid at the rate of time and one-half (1 ½). Overtime for which premium pay is given shall count as rest periods for purposes of this Paragraph. The provisions of this paragraph may be waived on the written request of the individual employee and with the agreement of the supervisor. Such requests for waivers shall be in writing and the individual employee shall indicate the time period during which such waiver shall be in effect. G. Weekend Work. A weekend is defined as two (2) days, which are Saturday and Sunday for the day and evening shifts, and Friday and Saturday for the night shift. The Employers will grant each Regular Full-time and Regular Part-time employee every other weekend off. This provision does not apply to employees who hold positions which normally include every weekend scheduling or to employees who elect to work weekend shifts. Any department or work area currently working more favorable scheduling patterns than those set forth above shall retain such scheduling. Changes or exceptions to the above regarding weekend scheduling may be considered by the Union and the Employers and are subject to mutual agreement and a vote of the affected employees. H. Weekend Differentials. The following applies to Seton: The Employer will use its best efforts to grant each Regular Full-time and Regular Part-time employee every other weekend off and will guarantee each Regular Full-time and each Regular Part-time employee every third (3rd) weekend off. If the Employers require a Regular Full-time or Regular Part-time employee to work three (3) or more consecutive weekends in a row or two (2) consecutive weekends in a row and a Saturday or Sunday immediately following, the employee will receive an additional day of paid time off for work performed on the third consecutive weekend or a Saturday or Sunday immediately following and for each succeeding weekend or Saturday or Sunday until granted a weekend off. This does not apply to Regular Full-time or Regular Part-tine employees who desire a schedule which includes weekend work or to Regular Full-time or Regular Part-time employees who desire to work certain weekends which make up a portion of the three (3) consecutive weekends. The following applies to Saint Louise and O’Connor: If an employee is required to work on a weekend for which he or she would normally be scheduled to be off on his or her every other weekend off schedule, the employee will be paid time and one half (1 l/2) for work on such additional 57
- 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 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 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
F. Rest Between Shifts.<br />
Each Regular Full-time, Regular Part-time, and Limited Part-time employee shall have an<br />
unbroken rest period <strong>of</strong> at least twelve (12) hours between shifts. Also, a Per Diem<br />
employee will not be charged with a refusal for declining a shift that starts within twelve<br />
(12) hours <strong>of</strong> the end <strong>of</strong> the last shift worked. All hours worked within the above rest<br />
period shall be paid at the rate <strong>of</strong> time and one-half (1 ½). Overtime for which premium<br />
pay is given shall count as rest periods for purposes <strong>of</strong> this Paragraph. The provisions <strong>of</strong><br />
this paragraph may be waived on the written request <strong>of</strong> the individual employee and with<br />
the agreement <strong>of</strong> the supervisor. Such requests for waivers shall be in writing and the<br />
individual employee shall indicate the time period during which such waiver shall be in<br />
effect.<br />
G. Weekend Work.<br />
A weekend is defined as two (2) days, which are Saturday and Sunday for the day and<br />
evening shifts, and Friday and Saturday for the night shift. The Employers will grant each<br />
Regular Full-time and Regular Part-time employee every other weekend <strong>of</strong>f. This<br />
provision does not apply to employees who hold positions which normally include every<br />
weekend scheduling or to employees who elect to work weekend shifts. Any department<br />
or work area currently working more favorable scheduling patterns than those set forth<br />
above shall retain such scheduling. Changes or exceptions to the above regarding<br />
weekend scheduling may be considered by the Union and the Employers and are subject<br />
to mutual agreement and a vote <strong>of</strong> the affected employees.<br />
H. Weekend Differentials.<br />
The following applies to Seton:<br />
The Employer will use its best efforts to grant each Regular Full-time and Regular<br />
Part-time employee every other weekend <strong>of</strong>f and will guarantee each Regular<br />
Full-time and each Regular Part-time employee every third (3rd) weekend <strong>of</strong>f. If<br />
the Employers require a Regular Full-time or Regular Part-time employee to work<br />
three (3) or more consecutive weekends in a row or two (2) consecutive weekends<br />
in a row and a Saturday or Sunday immediately following, the employee will<br />
receive an additional day <strong>of</strong> paid time <strong>of</strong>f for work performed on the third<br />
consecutive weekend or a Saturday or Sunday immediately following and for<br />
each succeeding weekend or Saturday or Sunday until granted a weekend <strong>of</strong>f.<br />
This does not apply to Regular Full-time or Regular Part-tine employees who<br />
desire a schedule which includes weekend work or to Regular Full-time or<br />
Regular Part-time employees who desire to work certain weekends which make<br />
up a portion <strong>of</strong> the three (3) consecutive weekends.<br />
The following applies to Saint Louise and O’Connor:<br />
If an employee is required to work on a weekend for which he or she would<br />
normally be scheduled to be <strong>of</strong>f on his or her every other weekend <strong>of</strong>f schedule,<br />
the employee will be paid time and one half (1 l/2) for work on such additional<br />
57
Change language