Daughters of Charity - SEIU-UHW Healthcare Workers West
Daughters of Charity - SEIU-UHW Healthcare Workers West Daughters of Charity - SEIU-UHW Healthcare Workers West
ARTICLE 24: BEREAVEMENT LEAVE At Seton, Saint Louise and O’Connor Only: When a death occurs in the immediate family of a benefited employee, he/she shall be entitled to a leave of absence of up to forty (40) hours with pay within seven (7) days of the death. Limited Part-time and Per Diem employees may be excused from work for up to three (3) days without pay. Immediate family is defined as spouse, registered domestic partner, sister, brother, daughter, son, mother, father, current step-mother, current stepfather, current mother-in-law, current father-in-law, current sibling-in-law, parent or child of a registered domestic partner, grandmother, grandfather, grandchildren, or current foster children. If an employee has no natural parents living, his or her legal guardian, if any, may be deemed an alternative for the purpose of this Section. In the case of death of the immediate family as defined above, the employee shall be entitled to an additional leave of absence of two (2) days without pay at the employee’s request. The employee and the Employer may agree to extend the period of bereavement leave. For any such agreed extension the employee may use PTO or take an unpaid leave at the employer’s discretion. The Employer will not unreasonably deny such request. At St. Francis Only: 1. When a member of the employee's immediate family dies, the employer will grant the employee bereavement leave with full pay for up to three (3) scheduled work days for full time and part-time employees, provided the employee takes such leave within a reasonable time thereafter, not to exceed thirty (30) days (unless circumstances warrant longer an extension will be granted by mutual consent). No employee shall be charged with any absence, which may result in discipline under the employer attendance policy for attending the funeral of a member of the employee's immediate family. In addition, if more time is needed the employee may request PTO or unpaid time to plan, travel, make arrangements or other funeral related activities. Such request will not be unreasonably denied. 2. "Immediate family," for purposes of this section means spouse, children, sister, brother, parents, legal guardians, current parents-in-law, grandparents, grandchildren, domestic partner—their parents and children, step relative (parent, child, sibling), and foster children. ARTICLE 25: LEAVE OF ABSENCE At Seton, Saint Louise and O’Connor Only: 96
An employee who is on an approved Physical Disability Leave of Absence will have his/her group health plan coverage continued during the leave, while the employee is on paid status (PTO/ESL), at the level and under the conditions coverage would have been provided if the employee had not taken such leave. Beginning on the first (1st) day of the first full month during which an employee is no longer on paid status (PTO/ESL), the employee may elect to continue such group health plan coverage under COBRA by paying the cost of such coverage as provided under COBRA, subject to the terms, conditions and limitations of the federal COBRA statute. A. Medical Leave. 1. Employees who have completed ninety (90) days of employment shall be eligible for leave of absence for medical reasons. Such leave(s) shall not exceed one (1) year in a rolling twelve-(12) month period, unless extended only by mutual agreement between the employee and the Employers. 2. In order to eligible for medical leave, the employee must provide the Employers’ Human Resources department with medical certification, in advance where practicable and foreseeable, such certification to include the probable duration and confirmation that the employee is unable to perform his/her job duties due to the medical condition. 3. Benefits under this Agreement shall be maintained during paid portions of leave and/or during any portion of the leave that qualifies as FMLA or CFRA leave, as provided below. Beginning on the first day of the month following the exhaustion of paid time and/or the maximum FMLA/CFRA leave, the employee may elect to continue benefit coverage under COBRA by paying the cost of such coverage as provided under COBRA. B. FMLA/CFRA. 1. Employees continuously employed by the Employers for twelve (12) consecutive months and who have worked at least 1250 hours within the twelve (12) months preceding the commencement of the leave shall be eligible for Family Medical Leave in accordance with the provisions of the federal Family Medical Leave Act (FMLA) and the California Family Rights Act (CFRA). Such leaves shall be made available for: a. The birth of the employee’s child, or receipt of a child in foster care or adoption; b. The care of an employee’s immediate family member. For the purposes of this provision, members of the immediate family are defined as the employee’s spouse, parents, child, registered domestic partner or the child of a registered domestic partner. c. A serious medical condition of the employee. 97
- 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 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
ARTICLE 24: BEREAVEMENT LEAVE<br />
At Seton, Saint Louise and O’Connor Only:<br />
When a death occurs in the immediate family <strong>of</strong> a benefited employee, he/she shall be<br />
entitled to a leave <strong>of</strong> absence <strong>of</strong> up to forty (40) hours with pay within seven (7) days <strong>of</strong><br />
the death. Limited Part-time and Per Diem employees may be excused from work for up<br />
to three (3) days without pay. Immediate family is defined as spouse, registered domestic<br />
partner, sister, brother, daughter, son, mother, father, current step-mother, current stepfather,<br />
current mother-in-law, current father-in-law, current sibling-in-law, parent or child<br />
<strong>of</strong> a registered domestic partner, grandmother, grandfather, grandchildren, or current<br />
foster children. If an employee has no natural parents living, his or her legal guardian, if<br />
any, may be deemed an alternative for the purpose <strong>of</strong> this Section. In the case <strong>of</strong> death <strong>of</strong><br />
the immediate family as defined above, the employee shall be entitled to an additional<br />
leave <strong>of</strong> absence <strong>of</strong> two (2) days without pay at the employee’s request. The employee<br />
and the Employer may agree to extend the period <strong>of</strong> bereavement leave. For any such<br />
agreed extension the employee may use PTO or take an unpaid leave at the employer’s<br />
discretion. The Employer will not unreasonably deny such request.<br />
At St. Francis Only:<br />
1. When a member <strong>of</strong> the employee's immediate family dies, the employer will grant<br />
the employee bereavement leave with full pay for up to three (3) scheduled work<br />
days for full time and part-time employees, provided the employee takes such<br />
leave within a reasonable time thereafter, not to exceed thirty (30) days (unless<br />
circumstances warrant longer an extension will be granted by mutual consent). No<br />
employee shall be charged with any absence, which may result in discipline under<br />
the employer attendance policy for attending the funeral <strong>of</strong> a member <strong>of</strong> the<br />
employee's immediate family. In addition, if more time is needed the employee<br />
may request PTO or unpaid time to plan, travel, make arrangements or other<br />
funeral related activities. Such request will not be unreasonably denied.<br />
2. "Immediate family," for purposes <strong>of</strong> this section means spouse, children, sister,<br />
brother, parents, legal guardians, current parents-in-law, grandparents,<br />
grandchildren, domestic partner—their parents and children, step relative (parent,<br />
child, sibling), and foster children.<br />
ARTICLE 25: LEAVE OF ABSENCE<br />
At Seton, Saint Louise and O’Connor Only:<br />
96
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