Daughters of Charity - SEIU-UHW Healthcare Workers West
Daughters of Charity - SEIU-UHW Healthcare Workers West Daughters of Charity - SEIU-UHW Healthcare Workers West
Jan 2010 Jan 2011 At Seton/ SMCS, O’Connor, St. Louise Employee $ 500 $ 500 Employee and children 750 750 Employee and spouse 750 750 Employee and family 1,250 1,250 At St. Francis Employee $ 350 $ 350 Employee and children 650 650 Employee and spouse 650 650 Employee and family 1,000 1,000 If an employee who received the first bonus chooses to switch back to a Buy-Up Plan product during the November 2010 Open Enrollment period (to be effective January 1, 2011), they shall forfeit the second bonus, but may return to the non- HMO product at premium rates of a Pre-2009 Ratification Employee in effect for 2011. Employees on a non-HMO product shall be permitted to attend meetings as provided by the vendor and/or employer. E. Dental Plans. O’Connor, Saint Louise and Seton Only: The Employers will provide a Delta Dental Basic Plan, or its equivalent, fully paid by the Employers for the employee and his/her dependents (including spouse, registered domestic partner and children). The Employers will maintain the PPO Dental plan, if any, on the same terms as currently provided to employees. 92
St. Francis Only: a. The Employer shall continue to offer the Delta Premium Plan and the Cigna DMHO with the same or comparable percentages to bargaining unit employees and their qualified dependents through the term ofthis Agreement. b. The Employer will provide 100% of the cost of the coverage under the Delta Basic Plan for all benefit eligible full-time and part-time bargaining unit employees scheduled to work twenty(20) or more hours per week or forty(40) hours per pay period, as well as the dependents of such employees. F. Vision Plan. O’Connor, Saint Louise and Seton Only: Effective 1/1/2010, the Employers will provide the Vision Service Plan (VSP),or its equivalent, fully paid by the Employers for the employee and his/her dependents (including spouse, registered domestic partner and children). St. Francis Only: The Employer will provide the Vision Service Plan (VSP), or its equivalent, for the employee and his/her dependents (including spouse, registered domestic partner and children). Effective 1/1/2010, the Employer will pay 80% of the cost. ARTICLE 22: GROUP INSURANCE The Employers will provide each Regular employee working a predetermined work schedule of not less than twenty (20) hours per week with a group life insurance policy that will provide a benefit equal to at least $10,000 or one times (1X) the employee’s base pay, whichever is greater. Base pay is defined as the employee’s hourly base rate times his or her regularly scheduled hours per pay period times the number of pay periods per year. The coverage will be effective on the first day of the month following completion of thirty (30) calendar days of continuous employment as a Regular Full-time or Regular Part-time employee. However, when a Temporary employee is reclassified to Regular Full-time or Regular Part-time status, coverage will be effective the first day of the month following such reclassification. The Employers will pay the full cost of premiums for group life insurance for each eligible employee who qualifies for non-smoker rates. Employees who do not qualify for non-smoker rates will be required to pay the additional cost, if any, of premiums above the non-smoker rates. Employees may also continue to purchase additional life insurance as well as dependent life for spouse and child(ren) at group rates. At Seton only: 93
- 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 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
Jan 2010 Jan 2011<br />
At Seton/ SMCS, O’Connor, St. Louise<br />
Employee $ 500 $ 500<br />
Employee and children 750 750<br />
Employee and spouse 750 750<br />
Employee and family 1,250 1,250<br />
At St. Francis<br />
Employee $ 350 $ 350<br />
Employee and children 650 650<br />
Employee and spouse 650 650<br />
Employee and family 1,000 1,000<br />
If an employee who received the first bonus chooses to switch back to a Buy-Up<br />
Plan product during the November 2010 Open Enrollment period (to be effective<br />
January 1, 2011), they shall forfeit the second bonus, but may return to the non-<br />
HMO product at premium rates <strong>of</strong> a Pre-2009 Ratification Employee in effect for<br />
2011.<br />
Employees on a non-HMO product shall be permitted to attend meetings as<br />
provided by the vendor and/or employer.<br />
E. Dental Plans.<br />
O’Connor, Saint Louise and Seton Only:<br />
The Employers will provide a Delta Dental Basic Plan, or its equivalent, fully<br />
paid by the Employers for the employee and his/her dependents (including<br />
spouse, registered domestic partner and children). The Employers will maintain the<br />
PPO Dental plan, if any, on the same terms as currently provided to employees.<br />
92
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