Daughters of Charity - SEIU-UHW Healthcare Workers West
Daughters of Charity - SEIU-UHW Healthcare Workers West Daughters of Charity - SEIU-UHW Healthcare Workers West
(3) PTO shall be paid at the employee’s straight time hourly rate, plus any additional shift differential or other differentials in effect at the time the PTO is taken, and shall be paid in the regular paycheck for the pay period in which the PTO is used. (4) PTO time shall be scheduled in increments of not less than one (1) hour, except as necessary under FMLA, CFRA, CESLA, or the California Family School Partnership Act, or as otherwise required by law, or as permitted by established practice, or as mutually agreed upon with the immediate supervisor. G. Limitation. Paid time off may be accrued to a maximum of two (2) years accrual and future paid time off will not be earned until the maximum is reduced. This limit may be waived, in writing, only in the event that the needs of the Medical Center prevent the associate from using planned time off. All requests for such a waiver must be approved by the Administrator/Chief Operating Officer. H. Conversion. All existing sick leave banks, whether maintained for retirement or otherwise, shall be maintained without any reduction in benefits, for the use of eligible employees in accordance with existing policy. I. Intent. The intent of the parties hereto is to maintain the existing PTO benefit for bargaining unit employees without reduction. J. Vacation/ PTO Scheduling 1. Employees shall be solicited prior to February 15, of the year in order to determine preferences for vacation/ PTO. Prior to April 15, the Employer shall advise all employees as to when their vacation/ PTO is scheduled and shall post the full twelve (12) month vacation/ PTO schedule in an accessible location. 2. Vacations/ PTO will, insofar as possible, be granted at times requested by employees (longer service employees being given preference as to choice based on department seniority). If employees have equal department seniority, a higher continuous service date will prevail. For those employees choosing to split their vacation/ PTO into three (3) or more increments, seniority will apply only on the first (1 st ) and second (2 nd ) choice of vacation/ PTO increments in each anniversary year. All vacation/ PTO request forms shall allow the employee to indicate which requested vacation/ PTO period is his or her first (1 st ) choice, which is his or her second (2 nd ) choice, and which is third (3 rd ) choice. 86
3. Vacation/ PTO requests may be submitted at any time of year. After the February 1 scheduling, requests will be considered on a first come, first serve basis. The Employer shall notify the employee of approval or denial of the request within two (2) weeks of the request being submitted. ARTICLE 21: HEALTH INSURANCE A. General Provisions 1. Coverage. Health Insurance coverage shall be limited to Regular Fulltime and Regular Part Time Employees. Coverage for new Regular employees shall commence as of the first of the month following completion of the employee’s waiting period. In the case of resignation or termination, coverage shall terminate as of the last calendar day in the month of termination. 2. LDA Coverage (other than Registered Domestic Partner who will remain eligible for the medical, dental and vision plans). Current dependents at the time of ratification of this contract identified as Legally Domiciled Adults (“Grandfathered LDAs”), shall continue to be eligible for dependent medical, dental and vision coverage provided they are qualified tax dependents and reside at the same resident address on the employee’s Federal Income Tax, and can provide periodic proof of their tax dependent qualification. However, effective December 31, 2009, LDA dependents age 65 or older shall be terminated from all insurance coverage. Grandfathered LDAs who reach age 65 after December 31, 2009 will be terminated from coverage as of the last day of the month in which he/she turns age 65. The LDA coverage option will cease (except for Registered Domestic Partners) as of the date of the ratification of this contract for future LDA enrollments. 3. Payroll Deduction or Payments. Employee contributions for medical, dental and vision shall be made through the IRS Section 125 Plan (on a pre-tax basis) as permitted by law. Employees on unpaid leave of absence who are eligible to continue medical coverage shall submit payments directly to the Employer (or the designated service provider). Coverage shall terminate if the required deductions or payments are not made during the month. 4. Duplicate coverage. Duplicate coverage for dependents covered by two (2) or more employees will be eliminated (based on date-of-birth) upon ratification of the contract. A $75.00 per pay period waiver allowance will be added to bi-weekly pay at Seton/Seton Coastside, O'Connor and Saint Louise. St. Francis will maintain the current waiver at $50 per pay period for Full-time and $25 per pay period for Part-time employees. B. Medical Benefits 1. HMO Plans. The Employers will continue to offer a fully Employer paid HMO (POS at St. Louise and EPO at Seton/ SMCS) plan with 87
- 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 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
3. Vacation/ PTO requests may be submitted at any time <strong>of</strong> year.<br />
After the February 1 scheduling, requests will be considered on a<br />
first come, first serve basis. The Employer shall notify the<br />
employee <strong>of</strong> approval or denial <strong>of</strong> the request within two (2)<br />
weeks <strong>of</strong> the request being submitted.<br />
ARTICLE 21: HEALTH INSURANCE<br />
A. General Provisions<br />
1. Coverage. Health Insurance coverage shall be limited to Regular Fulltime<br />
and Regular Part Time Employees. Coverage for new Regular employees<br />
shall commence as <strong>of</strong> the first <strong>of</strong> the month following completion <strong>of</strong> the<br />
employee’s waiting period. In the case <strong>of</strong> resignation or termination, coverage<br />
shall terminate as <strong>of</strong> the last calendar day in the month <strong>of</strong> termination.<br />
2. LDA Coverage (other than Registered Domestic Partner who will<br />
remain eligible for the medical, dental and vision plans). Current dependents<br />
at the time <strong>of</strong> ratification <strong>of</strong> this contract identified as Legally Domiciled Adults<br />
(“Grandfathered LDAs”), shall continue to be eligible for dependent medical,<br />
dental and vision coverage provided they are qualified tax dependents and reside<br />
at the same resident address on the employee’s Federal Income Tax, and can<br />
provide periodic pro<strong>of</strong> <strong>of</strong> their tax dependent qualification. However, effective<br />
December 31, 2009, LDA dependents age 65 or older shall be terminated from all<br />
insurance coverage. Grandfathered LDAs who reach age 65 after December 31,<br />
2009 will be terminated from coverage as <strong>of</strong> the last day <strong>of</strong> the month in which<br />
he/she turns age 65. The LDA coverage option will cease (except for Registered<br />
Domestic Partners) as <strong>of</strong> the date <strong>of</strong> the ratification <strong>of</strong> this contract for future<br />
LDA enrollments.<br />
3. Payroll Deduction or Payments. Employee contributions for medical,<br />
dental and vision shall be made through the IRS Section 125 Plan (on a pre-tax basis)<br />
as permitted by law. Employees on unpaid leave <strong>of</strong> absence who are eligible to<br />
continue medical coverage shall submit payments directly to the Employer (or the<br />
designated service provider). Coverage shall terminate if the required deductions or<br />
payments are not made during the month.<br />
4. Duplicate coverage. Duplicate coverage for dependents covered by two<br />
(2) or more employees will be eliminated (based on date-<strong>of</strong>-birth) upon<br />
ratification <strong>of</strong> the contract. A $75.00 per pay period waiver allowance will be<br />
added to bi-weekly pay at Seton/Seton Coastside, O'Connor and Saint Louise. St.<br />
Francis will maintain the current waiver at $50 per pay period for Full-time and<br />
$25 per pay period for Part-time employees.<br />
B. Medical Benefits<br />
1. HMO Plans. The Employers will continue to <strong>of</strong>fer a fully<br />
Employer paid HMO (POS at St. Louise and EPO at Seton/ SMCS) plan with<br />
87
Change language