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SEIU Contract proposals

These are the issues that we have proposed for our new contract. 

1. Staffing: creation of a hospital-wide staffing committee, which will review the existing staffing language, acuity tools. Creation of a unit/area based committee which will establish safe staffing levels for each shift. These new levels will begin in July of 2004.
2. Retention ladder:
   • 2 years seniority: 1 more week of vacations
   • 3 years: reimbursement of maintaining certifications and/or licensure
   • 4 years: total of 5 weeks of vacations
   • 5 years: reimbursement of 50% of parking costs
   • 6 years: reimbursement of 50% of all out of pocket medical costs
   • 7 years: reimbursement of 75% of parking costs
   • 8 years: reimbursement of 75% of all out of pocket medical costs
   • 9 Years: reimbursement of 100% of parking costs
   • 10 years : reimbursement of 100% of out of pocket medical costs
   • Staff aged 60 or older shall not be involuntarily scheduled for on call/call-back hours
3. Wages: 6% increase per year and seniority based retention adjustments a. Less then 5 years of seniority: 1.5% for a yearly total of 7.5% b. 5 to 9 years of seniority: 2.5% for a yearly total of 8.5% c. 10 to 14 years of seniority: 3% for a yearly total of 9% d. 15 or more: 4% for a yearly total of 10%
4. Define what a line is for example someone who was or is hired for a day/night line would know if they are working 50% days and nights or 80% days and 20% nights. The shifts would also be defined as 8, 10, or 12 hours. Rotation cannot be changed without staff approval
5. Weekend schedule off = 60 consecutive unscheduled hours
6. 15 minute rest period in each 4 hours worked
7. Weekend package: Becomes part of the contract, 90% pay and 90% benefits
8. Creation of a new classification: budgeted float pool
9. Bargaining unit staff will be given unit and shift preference of assignment over temp personnel
10. Overtime: 2x for full-time or 1.5 comp time and 1.5x or straight comp time for part-time
11. Double time for all hours for anyone working in a unit/area with >20% or greater vacancy rate (as of October numbers for nursing, the following units would qualify: IPCU, 4RCW, 6JC, SICU, 4 JPE, 4 JPW, 6 RC, 3JC, 2 JC and DDC clinic)
12. On call 25% of hourly rate
13. Callback: 2x hourly rate and straight time comp time for number of hours worked
14. Charge nurse & RT OD pay of additional $5/hour
15. Preceptor pay additional $3/hour
16. Differentials: PM shift; $2.25 to $2.50 in 2004, nights $2.75 to $3.00 in 2004, weekend, $2.00
17. No more counseling for sick time, unless there is an evident pattern of abuse
18. Emergency and funeral leave change to calendar days, funeral up to 5 days
19. FMLA applies to everyone in the bargaining unit
20. Adverse weather leave, staff can choose to use vacation, comp time or make time up
21. Seniority, staff going out of the bargaining unit but staying within the Regents' system will continue to accrue seniority, as long as they were in the bargaining unit before leaving.