Daughters of Charity - SEIU-UHW Healthcare Workers West

More documents

Recommendations

Info

2. The employee obtains permission from his or her supervisor to attend; 3. Such leave shall not interfere with staffing. In computing said 40 hours, time away from the employee’s job at the Employers is counted, not just time at the class or lecture, etc. B. Job related Education leave shall be extended on a prorated basis to Regular Parttime employees who work at pre-determined schedule of twenty (20) hours per week or more. C. Permission for such job related education leave will not be unreasonably denied, so long as the employee submits a written request for job related educational leave one month in advance. The Employers will notify the employee in writing within two (2) weeks of receiving the request whether the leave will be permitted or denied. Where more employees have requested job related education leave than the Employers can release, such requests shall be granted by seniority, unless a less senior employee’s request has been previously approved. D. Job related educational leave is to be granted on a fiscal year basis. To be eligible for job related educational leave the Regular Full-time or Regular Part-time employee must complete the probation period. E. A Regular Full-time or Regular Part-time employee who requests job related education leave but is denied by the Employers may carry over their paid job related education leave to the following year. If the Employers wished the employee to engage in an outside educational program, the Employers and the employee may mutually agree that this is charged against the employee’s job related educational leave. If the employee declines to engage in such job related educational program, the Employers have the option to withdraw the request or to require the employee to engage in such program in which event it is not charged against his or her job related educational leave, except that up to eight (8) hours in such employers mandated outside job related educational programs may be charged to the employees educational leave entitlement. F. The employee may be requested by the Employers to make a report on such job related educational leave activities to his or her manager/director. G. In-Service Education. When the Employers provide an in-service education program for employees in a particular classification or classifications under the Agreement, the Employers will use their best efforts to see that the in-service education sessions are available to all employees in such classification or classifications on all shifts. In the event that such best efforts are unsuccessful, the Employers will meet with the Union for the purpose of working out a mutually acceptable solution. H. Home Study. 64
As an alternative, and in lieu of time off with pay to attend courses, institutes, workshops or classes, employees eligible for educational leave may utilize up to one day (8 hours) or home study courses approved for continuing education credit by the Board of Registered Nursing or appropriate body, prorated in the case of Regular Part-time employees. The content must be relevant to the employee’s job. Pre-approval by the Manager is required. In regard to Home Study, the following guidelines apply: 1. A maximum of one (1) eight-(8) hour day may be submitted for Education Leave. 2. The Home Study Course must be a minimum of six (6) contact hours of BRN or other appropriate credit. (Multiple one, two, or three hour courses, for example, are not acceptable). 3. The request must be received at the time of schedule requests and not in conflict with meeting patient needs/staffing. In order to receive Educational Leave pay: 1. The continuing Education certificate (verification of Home Study) must be submitted to the Manager within six (6) weeks. 2. The course booklet and date of completion must be submitted to the Manager. This submission date is the date of the Education Leave Benefit. 3. A copy of the certificate must be placed by the employee in the Education File on the unit. ARTICLE 20: PAID TIME OFF (PTO) AND EXTENDED SICK LEAVE (ESL). The following Sections apply to Saint Louise only: The Employer will establish a Paid Time Off (PTO) plan which may be used for vacation, holidays, religious observances, personal or family business, maternity, disability or illness, health or dental appointments or other reasons deemed appropriate by the employee and in compliance with this policy. In addition, the Employer will provide eligible employees with an Extended Sick Leave (ESL) Plan, to be used, in accordance with the provisions of this Agreement, for severe or long-term illness or injury. A. Eligibility. All Regular Full-time and Regular Part-time benefited employees are eligible to participate in the PTO/ESL plan. The PTO program is in addition to Jury Duty, Bereavement Leave and Continuing Education Opportunities. B. Accumulation of PTO/ESL. PTO/ESL accrues on all of the following hours (not to exceed eighty (80) hours in a pay period): all hours worked, PTO/ESL, Reduction of Staff (HC Time) and call-back hours. 65
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 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 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
Page 136 and 137:
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
show all

Daughters of Charity - SEIU-UHW Healthcare Workers West

Create successful ePaper yourself

Delete template?

Save as template?