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COLLECTIVE BARGAINING Between NATIONAL UNION OF …

COLLECTIVE BARGAINING AGREEMENT Between NATIONAL UNION OF HEALTHCARE WORKERS and PROVIDENCE tarzana MEDICAL CENTER January 1, 2015 through December 31, 2017 Additional Representation Rights: The following holding of the Supreme Court in NLRB v. Weingarten, Inc., shall apply to investigatory interviews conducted by the employer that an employee, upon his/her request, is entitled to have a UNION Representative present during an investigatory interview in which the employee is required to participate where the employee reasonably believes that such investigation will result in disciplinary action.

Providence Tarzana Medical Center (hereinafter referred to as the “Hospital”), and the National Union of Healthcare Workers (hereinafter referred to as the “Union” or “NUHW”). In order to provide employment stability during these economic times, in light of the ever-

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Transcription of COLLECTIVE BARGAINING Between NATIONAL UNION OF …

1 COLLECTIVE BARGAINING AGREEMENT Between NATIONAL UNION OF HEALTHCARE WORKERS and PROVIDENCE tarzana MEDICAL CENTER January 1, 2015 through December 31, 2017 Additional Representation Rights: The following holding of the Supreme Court in NLRB v. Weingarten, Inc., shall apply to investigatory interviews conducted by the employer that an employee, upon his/her request, is entitled to have a UNION Representative present during an investigatory interview in which the employee is required to participate where the employee reasonably believes that such investigation will result in disciplinary action.

2 The right to the presence of a UNION Representative ( UNION Representative or UNION Steward) is conditioned upon a requirement that the UNION Representative be available for participation in such investigatory interview within twenty-four hours, excluding Saturday, Sunday, and Holidays, of the employee's request for his or her presence. Weingarten Rules/Statement: I request to have a UNION Representative present on my behalf during the meeting because I believe it may lead to disciplinary action being taken against me.

3 If I am denied my right to have a UNION Representative present, I will refuse to answer accusatory questions and any I believe may lead to discipline. Rule 1: The employee must make a clear request for UNION representation before or during the interview. The employee cannot be punished for making this request. Rule 2: After the employee makes the request, the employer must choose from among three options: 1. Grant the request and delay questioning until UNION representation arrives and has a chance to consult privately with the employee; 2.

4 Deny the request and end the interview immediately; 3. Give the employee a choice of having the interview without representation or ending the interview. Rule 3: If the employer denies the request for UNION representation and continues to ask questions, the employer commits an unfair labor practice and the employee has the right to refuse to answer. The employer may not discipline the employee for such refusal. i Table of Contents PREAMBLE .. 1 ARTICLE 1 - RECOGNITION AGREEMENT .. 1 ARTICLE 2 - UNION 2 ARTICLE 3 - EMPLOYEE STATUS.

5 4 ARTICLE 4 - SENIORITY .. 6 ARTICLE 5 - JOB VACANCIES, POSTING AND BIDDING .. 9 ARTICLE 6 - NONDISCRIMINATION .. 11 ARTICLE 7 - HARASSMENT .. 11 ARTICLE 8 - COMMITTEES FOR QUALITY CARE AND WORKING ENVIRONMENT .. 11 ARTICLE 9 - GRIEVANCE PROCEDURE .. 12 ARTICLE 10 - 14 ARTICLE 11 - HOURS OF WORK, OVERTIME AND SCHEDULING .. 16 ARTICLE 12 - FLOATING .. 22 ARTICLE 13 - COMPENSATION .. 23 ARTICLE 14 - MINIMUM 31 ARTICLE 15 - PROVIDENCE BENEFIT PLANS .. 32 ARTICLE 16 - HOLIDAYS .. 33 ARTICLE 17 - HEALTH AND 34 ARTICLE 18 - EDUCATION BENEFITS.

6 36 ARTICLE 19 - LEAVES OF ABSENCE .. 38 ARTICLE 20 - JOB SECURITY .. 43 ARTICLE 21 - MANAGEMENT RIGHTS .. 44 ARTICLE 22 - SUBCONTRACTING .. 44 ARTICLE 23 - UNION SECURITY .. 45 ARTICLE 24 - WORK STOPPAGE .. 46 ii ARTICLE 25 - NOTICES .. 46 ARTICLE 26 - SAVINGS CLAUSE .. 46 ARTICLE 27 - ENTIRE AGREEMENT .. 47 ARTICLE 28 - TERMS OF AGREEMENT .. 47 ARTICLE 29 - EMPLOYMENT & INCOME SECURITY .. 47 APPENDIX A WAGE GRIDS .. 50 APPENDIX B - DEPARTMENT DEFINITIONS .. 56 LETTER OF AGREEMENT .. 57 SIDE LETTER: CHILDREN S 58 1 PREAMBLE This Agreement is made and entered into on this date, January 1, 2015, by and Between Providence tarzana Medical Center (hereinafter referred to as the Hospital ), and the NATIONAL UNION of Healthcare Workers (hereinafter referred to as the UNION or NUHW ).

7 In order to provide employment stability during these economic times, in light of the ever- changing health care industry, and to form a basis for future agreement over matters of mutual concern to the Hospital and the Employees who work there, the Hospital and the UNION shall execute this contract. Among other important goals, this contract is designed to: Promote a way for Employees, the UNION and the Hospital to work together to improve the quality of healthcare and the working environment and maintain contract standards; It is the mutual intent of the parties that the Hospital and its management, Employees, and their UNION Representatives treat each other with dignity, respect courtesy and trust.

8 And that these principles shall also apply in all interactions with patients and visitors. It is further the intent of the parties that the provisions of this agreement further these goals. ARTICLE 1 - RECOGNITION AGREEMENT 1. The Hospital recognizes the NATIONAL UNION of Healthcare Workers as the sole and exclusive BARGAINING representative of those Employees in its tarzana Hospital: 2. Included: All full time, regular part-time, and per diem service, maintenance, technical, skilled maintenance, and business office clerical Employees employed by the Hospital at its tarzana Hospital.

9 Excluded: All other Employees, registry Employees, travelers, subcontracted Employees, Employees of outside registries and other agencies supplying labor to the Hospital, physicians, residents, managerial Employees, confidential Employees, guards and supervisors as defined in the NATIONAL Labor Relations Act. 3. SUPERVISORY EMPLOYEES The Hospital recognizes the fact that bona fide supervisory employees (pursuant to NLRB definition) are only those who have the authority to hire, promote, discipline, discharge, or otherwise effect changes in the status of employees or effectively recommend such action.

10 The Hospital shall not establish jobs or job titles for the purpose of excluding work or Employees from the BARGAINING unit as established in this Article of the Agreement and shall not hire or utilize existing supervisors to perform BARGAINING unit work. Supervisory employees will not perform duties normally performed by Employees falling within the scope of this Agreement except for emergencies requiring immediate action, or under circumstances that are beyond the control of the Hospital, or for training situations where the performance of BARGAINING unit work may be required, but is limited and minimal, or where necessity to maintain competencies may be required, but is limited and minimal.


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