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McLaren Greater Lansing Terms of Tentative Agreement with post article 1: recognition


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McLaren Greater Lansing
Terms of Tentative Agreement with POST

Article 1: RECOGNITION
Section 1.1 Collective Bargaining Unit: For the purpose of collective bargaining with respect to rates of pay, wages, hours of employment or other conditions of employment, the Medical Center hereby recognizes the Union as the exclusive collective bargaining representative for all full-time and regular part-time paraprofessional, office, and skilled trades employees defined as follows:
Biller Collector 915

Billing Specialist 915

Billing, Team Leader 917

Carpenter 926

Carpenter, Master 927

Cash Posting Rep 913

Cash Posting Rep LD 914

Center Core Specialist 913

Clerk 911

Clerk/Transporter 911

Cook 911

Dietary Aide 906

Dietary Aide II (a/k/a Multiskilled Worker) 908

Dietician’s Assistant 911

EKG/Transporter 911

Electrician I 926

Electrician II 930

Electrician, Master 932

Endoscopy Tech 912

Environmental Tech I 906


Environmental Tech I, Team Leader 911


Environmental Tech II 909

Environmental Tech II, Team Leader 911

ER Tech 915

File Clerk 907

Financial Counselor 915

Hospitality Tech 907

HVAC Mechanic 929

Lab Tech Assistant 952

Lab Tech Assistant, Team Leader 953

Locksmith 926

Maintenance Mechanic 924

Materials Management Tech 914


Medical Assistant/Receptionist 912

Nurse Assistant I 910


Nurse Assistant II 912


Painter I 924

Painter II 926

Patient Accounts Representative 915

Patient Data Tech. 908 910

Perioperative Orderly (a/k/a OR Assistant) 910

Pharmacy Automated Systems Tech 916

Pharmacy Tech, Certified 915

Pharmacy Tech, Certified Lead 916

Plumber I 926

Plumber II 930

Plumber, Master 932

Power House Operator (a/k/a Boiler Operator) 929

Psychiatric Tech 913

Radiology Assistant 912

Radiology Assistant Senior 914

Receptionist 911

Registrar 913

Respiratory Tech Assistant 910

Scheduling Coordinator 914

Scheduling Coordinator, OR 917

Secretary 913

Shipping/Receiving Clerk 912

SPD Tech, Uncertified 911

SPD Tech, Certified 914

SPD Tech, Team Leader, Certified 915

Stockhandler 910

Switchboard Operator 911

Switchboard Operator, Lead 913


Unit Asst. 913

Unit Coordinator 913



Employed at the Employer’s facilities located at 2727 South Pennsylvania Avenue, (including BOC, the Warehouse, and the Physician’s Office Building) Lansing, and at 401 West Greenlawn Avenue, Lansing, and the programs located at 3315 East Michigan Avenue, Lansing, or any new buildings built on such real estate or contiguous to such real estate, but excluding MCAP a/k/a on-calls, per diems, volunteers, temporary irregular part-time employees, Clinic or physician practice employees hired or relocated to a site identified in the POST recognition clause on or after June 30, 2000, doctors, Registered Nurses, professional employees, technical employees, business office clericals at 401 West Greenlawn Avenue, guards, confidentials, externs, students, managerial employees, supervisors as defined in the Act, and all other employees.
Any clinic employee currently covered by Article 1 – Recognition, shall continue to be covered by Article 1 – Recognition, regardless of relocation moves wherever they occur. Other relocation issues shall be bargained on a case-by-case basis except the Geropsych Unit, which is covered by a separate Letter of Understanding.
Section 1.2 The Employer agrees not to maintain or argue that employees in bargaining unit classifications listed in this Article are supervisors as defined by the National Labor Relations Act or for the purposes of collective bargaining.
Section 1.3 Definitions of Employee Status.
(a) Full-time Employee. A regular full-time employee is a permanent employee who normally works seventy (70) hours per two (2) week pay period.
(b) Regular Part-time Employee. A regular part-time employee is a permanent employee who normally works less than seventy (70) hours but at least thirty-two (32) hours per two (2) week pay period.
(c) Temporary Relief Employee. A temporary relief employee is an employee whose schedule of work is not on a regular or continuous basis, but one who works on an intermittent basis.
Temporary Relief employees include but are not limited to per diem employees and agency employees.
These employees are excluded from the bargaining unit and are not covered by the terms of this Agreement.
Article 2: REPRESENTATION
Section 2.1 Stewards. The Employer agrees to recognize eighteen (18) current employees in this bargaining unit selected or elected by the Union as stewards to function in a representative capacity for the purpose of processing grievances under the grievance procedure as established in this Agreement.
Section 2.2 Alternates. The Union shall have the right to elect or select alternates who shall serve only in the absence or work-related unavailability of the officially recognized representatives.
Section 2.3 Notice. The Union agrees to advise the Employer in writing of the names of its stewards and alternates before recognition of their representative capacity begins. The Union will provide the Medical Center with a minimum of two (2) weeks notice before expecting the regularly scheduled release of the Chief Steward. The Medical Center will work with the Union to allow release time for the Chief Steward during this notice period.
Section 2.4 Reporting. When it is necessary for a recognized union steward to leave the work station to handle a grievance in accordance with the grievance procedure, such steward shall request permission to leave the job from the supervisor. If it is not convenient for the steward to be relieved of her/his job duties, upon request, (s)he shall be excused as soon as the supervisor has made proper arrangements. Once released, the steward shall return to the job as promptly as possible and, upon return, shall report to the supervisor in charge. If it is necessary for the steward to enter another area where there is a different supervisor for the performance of his proper functions in accordance with the grievance procedure established in this Agreement, the steward shall immediately notify the supervisor in that area and state the reason for being in that area. In order to enable the Employer to organize patient service and work on each shift, no union steward shall be permitted to leave work during the first hour of each shift for grievance purposes, except in situations of employee discharge occurring within that time period.
Section 2.5 Chief Steward


  1. The Union shall designate one (1) steward as the chief steward. The chief steward shall:




        1. Receive a copy of disciplinary verbal warnings, as received by Human Resources, written warnings, and suspensions and terminations;




        1. Receive the Union copy of work rules electronically or hard copy, as determined by the Employer;




        1. Participate in the Step 2 grievance meetings; and




        1. Serve as the Union representative in other capacities if mutually agreed upon by the Union and the Employer.




  1. Chief Steward Leave of Absence




        1. The Chief Steward shall receive paid release time as a full time position up to eighty (80) hours per pay period. This time will be used for IRMC MGL POST contract administration, investigating and processing grievances. Except that an employee appointed Chief Steward will not have their budgeted hours increased based on such appointment. Hours worked in this capacity do not count towards the calculation of overtime. The Chief Steward shall be fully entitled to all rights under this agreement.




        1. The Chief Steward must maintain all required competencies of the classification he/she held immediately prior to leave. Maintaining required competencies may require the Chief Steward to work in his/her classification. The Employer may count up to two (2) shifts per pay period toward the release time indicated above.




        1. Upon his/her appointment as Chief Steward or when the Chief Steward returns from this leave the union will provide the Employer with two (2) weeks notice. The Chief Steward will be placed in the classification she/he held at the beginning of the leave at the same hours per pay period and shift.

Section 2.6 Bargaining Committee. For this sole purpose of negotiating any modification to this

Agreement at the end of the term of this Agreement, the Employer agrees to recognize a bargaining committee composed of seven (7) employees, one of whom shall be the chief steward. Each of the bargaining committee members will be from different departments as defined under the Layoff Article in this Agreement, at the time of the election. Non-employee representatives may be present as desired. Bargaining committee members shall be compensated at their regular hourly rate for all hours spent in bargaining sessions where they would normally be on scheduled work time. For employees who are regularly scheduled for weekends only, second or third shifts, employees without regular schedules, and part-time employees, every attempt will be made to change schedules to include hours scheduled for bargaining. If an employee is not so scheduled, the Union reserves the right to cancel the meeting.


Section 2.7 Hospital Access. The Employer recognizes the Union Representatives, including Stewards and Chief Stewards, right to have reasonable access to its members. Union Representatives shall notify a member of management in the unit/department in which the representative is visiting. The Union understands and agrees that it will not adversely affect work flow or patient care. For purposes of this Article, a Union Representative is considered both non-employee representatives and employee stewards.
Section 2.8 Information Requests. The Employer shall respond to relevant and necessary requests for information needed to process a grievance, from the Union within ten (10) working days, unless the request would be overly burdensome to produce. The Employer may request one ten (10) calendar day extension when the request requires unusual time to fulfill.
Section 2.9 New Employee Orientation. A Union Representative shall be allowed to present to new Union employees after basic new employee orientation.
Section 2.10 Duplication of the Agreement. The Employer shall furnish all members of the bargaining unit with a hard copy of the Collective Bargaining Agreement. Newly hired bargaining unit employees shall receive a hard copy of the Collective Bargaining Agreement with their new hire information.
Section 2.11 Union Office Space. When and if it is available, office space will be made available to the Union for conducting Union business. This space will be on the Greenlawn campus and will be readily accessible to the bargaining unit members. The Employer shall provide desks, chairs, telephone, filing cabinets, and Internet access.
Section 2.12 Union Meetings on Site. The Employer shall permit the Union to hold meetings on the Employer’s premises consistent with Employer determined room scheduling procedures. If payment for attendance is not otherwise provided for in this agreement, employees may be allowed to attend on non-work time or by using ELB PTO subject to the ELB PTO Article of this Agreement. The Employer shall not unreasonably deny an employee’s request to use ELB PTO to attend a Union meeting.
Section 2.13 Bulletin Board. The Employer will provide a bulletin board on each campus for use by the Union for posting notices as follows:
(a) Union recreational and social affairs;

(b) Union elections;

(c) Union appointments and results of Union elections;

(d) Union meetings;

(e) Bona fide Union-related information such as: cooperatives, credit unions, pensions and annuities, unemployment compensation, workers’ compensation, etc.

(f) Negotiation updates.


In addition, official Union notices may be posted on each unit bulletin board.
Section 2.14 Bargaining Unit Employee Evaluations. The evaluation of employees is the sole responsibility of the Employer. An employee evaluation shall be placed in the employee’s personnel file. An employee shall be given the opportunity to read the evaluation and shall sign it to signify that (s)he has read it. An employee will be offered a copy of the evaluation. An employee may file a statement of not more than three (3) pages covering any points of disagreement.
Section 2.15 Labor-Management Committee. Meetings will be held quarterly between the Service Representative(s) of OPEIU, Local 459, the Chief Steward, the Manager, Employee Relations, employee Relations Consultants and the VPHR of MGL, with others invited by mutual agreement.
The Union and the Employer agree that important matters pertaining to both parties’ interest may be discussed at the request of either party and with the agreement of both parties. The purpose of these meetings is to improve employee morale and listen to issues important to each party. These meetings may not be used to continue negotiations or to modify the Collective Bargaining Agreement.
Section 2.16 Special Conferences. Special conferences may be held to clarify items in the Collective Bargaining Agreement. Special conferences may not be used to continue negotiations or to modify the Collective Bargaining Agreement.
Article 4: UNION SECURITY AND CHECKOFF
Section 4.1. Union Membership.
(a) The Employer agrees that all employees covered under this Agreement shall, upon completion of the probationary period, and as a condition of employment, become and remain members of the Union. The Employer further agrees that all new employees hired subsequent to the effective date of this agreement shall, upon completion of the probationary period and as a condition of employment become members of the Union.
(b) Pursuant to this Article of the Collective Bargaining Agreement, it is the Union’s responsibility to notify the Employer when an employee is delinquent in his/her payment of dues. To the extent that the Union wishes the employee to be terminated in accordance with this Article of the Agreement, the Union shall provide, in writing, to the Employer the following:
i) The Union’s demand to terminate the employee, the reasons for termination and the date such termination takes effect.
ii) Reasonable verification that the employee was provided with an opportunity to object, declare non-member status and receive a rebate to the extent that such is required.
An employee terminated for failure to pay his/her Union dues shall not have access to the grievance procedure for such termination.
The Union, at its option, may choose to pursue legal remedies for an employee who is in noncompliance rather than requesting the Employer to terminate such employee.
(c) The Union agrees to defend, indemnify and save the Employer harmless against any and all claims, suits, judgments and any other forms of liability arising due to an employee being terminated pursuant to this provision of the Agreement or due to the Union’s pursuit of legal remedies as provided herein.

Section 4. 2 1. Payroll Deduction for Union Dues.
(a) The hospital agrees to deduct from the salaries of all employees covered by this agreement initiation fees and dues for the Office & Professional Employees International Union, Local 459, AFL-CIO and CLC.
(b) Commencing the first full month after completion of the probationary period, an initiation fee and Union dues shall be deducted from the employee’s earnings. The initiation fee owed, if any, shall be deducted from the first paycheck of the month and dues shall be split between the twenty-six paychecks during the year.
(c) The Union shall, thirty (30) days in advance of the start of each Hospital Fiscal Year, give written notification to the Human Resources Department of the amounts of initiation fees and monthly dues for the Union. The amount of deductions for these dues shall not be subject to change during the entire Hospital Fiscal Year except upon the Union providing the Human Resources Department with thirty (30) days notice of such change. It is understood that the Hospital can reasonably accomplish such change twice in any one (1) fiscal year. Additional changes beyond said two (2) are subject to mutual agreement.
(d) All fees and dues so deducted from the wages of bargaining unit employees shall be sent to the Union Secretary-Treasurer. Dues shall be remitted monthly with the Employer sending a hard copy of dues information to the Union office and by transmitting the dues information electronically or digitally. In the event the Employer is prevented from transmitting the dues information electronically, the Employer will notify the Union of the reason for the failure to transmit. When the Employer is able, it will transmit any dues information that was missed electronically or digitally.
(e) The Union shall refund to the employee dues erroneously deducted by the Employer and paid to the Union.


  1. Dues Deduction. For purposes of dues deduction seventy (70) hours per pay period shall be considered full-time.


Article 5: GRIEVANCE AND ARBITRATION PROCEDURE
Section 5.6 Selection of Arbitrator. If a timely request for arbitration is filed with the Employer, and if the Union is not explicitly barred from arbitrating the grievance by provisions of this Agreement the following process will be used to select an arbitrator.
The arbitrator will be selected from the following panel of arbitrators:
Elliot Bietner

Mario Chiesa

Patrick McDonald

Anne Patton

Joseph Girolamo

David Grissom

Kathleen Opperwall
The selection of the arbitrator shall be on a rotating basis, starting with the first listed arbitrator, as each case is presented for arbitration. In the instance that multiple cases are presented at the same time for arbitration, priority will be given to any discharge grievance, and then to the date the grievance was submitted to Step 2.
If an arbitrator does not have any dates available within 6 months of the date the union contacts the arbitrator to schedule the hearing, the arbitrator will be skipped on the list and be the first choice for the next arbitration scheduled.
Once an arbitrator has been selected, then the arbitrator will go to the bottom of the list, regarless if the grievance is settled and/or resolved at the hearing. If the grievance is resolved at the hearing, the arbitrator is considered “selected”.
In the event that an arbitrator on the panel becomes perpetually unavailable, the parties agree they will replace the arbitrator with another mutually acceptable arbitrator.
The Union and the Employer shall share the fees and expenses of the arbitrator equally.
Article 8: HOLIDAYS
Sections 8.1 through 8.6 Will Apply to Employees hired on or Before (insert date of ratification):
Section 8.1. Holidays: All employees who have completed ninety (90) days of employment and are budgeted to work sixty-nine (69) or more hours per pay period shall receive holiday pay for the six (6) recognized holidays provided the employee is eligible under the rules established herein:
New Years Day Labor Day

Thanksgiving Day Independence Day



Memorial Day Christmas Day
Section 8.2. Holiday Eligibility: An active employee who has an unexcused absence on the shift preceding the holiday, or the shift following the holiday will be denied holiday pay.


  1. Unexcused Absence:




        1. An unscheduled absence where approval for the absence was not provided by the supervisor and is not the result of: (a) employee’s own illness; (b) the illness of a dependent child; or (c) an emergency, or




        1. An absence in which proper notice, authorization, or documentation was not provided including reporting back late following vacation, layoff, or leave of absence, or




        1. An absence in which false information was provided to explain the absence.




  1. In the event that an employee who has pre-approved, scheduled ELB PTO which adjoins a holiday before and/or after the holiday, and is absent on 1) his or her last scheduled work day directly prior to the adjacent ELB PTO, if the ELB PTO precedes the holiday, or 2) directly after the adjacent ELB PTO, if the ELB PTO follows the holiday, shall be considered “otherwise excused” and shall receive holiday pay. If the employee does not have enough time in their ELB PTO bank to cover his/her entire absence, including pre-approved, scheduled ELB PTO, and any contiguous unscheduled ELB PTO, the employee shall not be considered “otherwise excused” and shall not receive holiday pay. Refer instead to the above Section 8.2 Holiday Eligibility, which refers to eligibility dependent on presentation of a doctor’s statement. This language should not be construed to replace or change the Medical Center’s policy on excessive or unexcused absenteeism.


Section 8.3. Holiday During Vacation:


  1. When a holiday falls within an employee’s authorized vacation, he/she shall receive an additional day of pay or an additional day of vacation at the employee’s discretion. If the employee takes the additional day, it must be scheduled before the employee goes on vacation and taken in conjunction with his/her vacation.


Section 8.4. Failure to Report:


  1. Employees who are scheduled to report for work on a holiday but fail to report for and perform such work for any reason other than illness verified by a doctor when so requested by the Employer, shall not be entitled to holiday pay.


Section 8.5. Holiday Pay:


  1. All employees budgeted to work sixty-nine (69) or more hours per pay period shall receive holiday pay. These employees shall receive pay equal to one shift. If an employee budgeted to work sixty-nine (69) or more hours per pay period regularly works a combination of shifts, that employee shall receive pay equal to their most common shift. If the employee has an equal number of different shifts, the holiday pay would be whichever is greater.




  1. An employee may use holiday pay to cover time off during the pay period in which the holiday falls, or may bank the time in the Earned Leave Bank.


Section 8.6. Holidays Worked:
(a) An employee budgeted to work sixty-nine (69) or more hours per pay period who works on a holiday shall, in addition to any holiday pay, receive overtime equal to one and one-half times their regular hourly rate.
(b) An employee who is budgeted for less than sixty-nine (69) hours per pay period who works on a holiday shall receive overtime equal to two and one-half times their regular hourly rate.
(c) If more than fifty percent (50%) of an employee’s shift falls within the holiday, the employee shall receive the holiday premium for the entire shift. For purposes of holiday premium, unpaid times for meals shall count as part of an employee’s shift.
(d) An employee who receives time and one-half (1-1/2) or two and one-half (2-1/2) times their regular hourly rate on a holiday shall not be eligible for daily overtime on the same shift regardless of the number of hours worked. Hours worked on the holiday are not considered pyramiding of overtime when calculating weekly or pay period overtime.


  1. An employee may not receive the holiday premium on the same shift simultaneously with the call back premium, or such other premiums that may be of one and one-half times their hourly rate or greater.



Sections 8.7 through 8.9 Will Apply to Employees hired After (insert date of ratification):
Section 8.7. Holidays:


  1. MGL recognizes the following holidays:


New Years Day Labor Day

Thanksgiving Day Independence Day

Memorial Day Christmas Day
Section 8.8 Holiday Not Worked: :


  1. Holiday pay will be incorporated with, and included in, the PTO program.




  1. PTO hours equivalent to one shift will be deducted from a full time employee’s PTO bank during the pay period in which the holidays falls if:




        1. The day on which the holiday falls would otherwise be the employee’s regular scheduled shift; and




        1. The employee’s budgeted hours have not been met for the pay period, except if due to any of the following: use of PTO; leave of absence paid by worker’s compensation; paid disability leave; military leave; jury duty; bereavement leave; or as otherwise provided in Article 7, Leaves of Absence, Section 7.11.




  1. If a full time employee regularly works a combination of shifts, the PTO hours deducted will be equivalent to the shortest of such shifts.




  1. Part-time employees, and full-time employees who would otherwise not have PTO deducted under the provisions of Section 8.8(b), above, may elect to have hours equivalent to one shift deducted from their PTO bank by notifying payroll at the beginning of the pay period in which the holiday falls.


Section 8.9 Holidays Worked:


  1. Any full time or part time employee who works on a holiday shall receive overtime equal to one and one-half times (1 ½ ) their regular hourly rate.




  1. If more than fifty percent (50%) of an employee’s shift falls within the holiday, the employee shall receive the holiday premium for the entire shift. For purposes of holiday premium, unpaid times for meals shall count as part of an employee’s shift.




  1. An employee who receives time and one-half (1-1/2) their regular hourly rate on a holiday shall not be eligible for daily overtime on the same shift regardless of the number of hours worked. Hours worked on the holiday are not considered pyramiding of overtime when calculating weekly or pay period overtime.




  1. An employee may not receive the holiday premium on the same shift simultaneously with the call back premium, or such other premiums that may be of one and one-half times their hourly rate or greater.


Sections 8.10 through 8.11 Apply to All Employees:
Section 8. 7 10. Scheduling Holidays:
Unless the bargaining unit employees in a department have voted to use an alternative method (as described below), holidays shall be scheduled using the standard method. The vote shall be conducted by the Union.


  1. Standard Method:




        1. Vacation Week of Christmas. Holidays and any vacations granted the week of Christmas (defined as 12/24 - 12/31) shall be equitably rotated among qualified employees in that Department).




        1. Scheduling Holidays. The Employer shall first solicit volunteers to work the holiday(s). If there are more than enough volunteers the holiday shift(s) shall be awarded in order of bargaining unit seniority highest to lowest. If there are not enough volunteers, the holiday shift(s) shall be assigned using bargaining unit seniority in reverse order, lowest to highest except that no employee shall be required by the Employer to work two (2) consecutive holidays within the same calendar year.




        1. Other vacant shifts week of holiday. When a vacant shift is created because an employee is working the holiday instead of her/his regular shift, that vacant shift shall be filled in accordance with the Article on Overtime and Extra Hours Distribution.




  1. Alternative Methods:




        1. Bargaining unit employees in a department may use an alternative method if a majority of the affected bargaining unit employees agree. The Union will conduct the vote. The method must be decided at the time of the vote, and will be in effect for the life of the contract.




        1. The Employer must be notified by the Union that a particular department is using an alternative method voted in by that department’s bargaining unit employees.




        1. Vacations the week of Christmas and New Year’s for nursing staff shall continue. The employee must find their own coverage for the requested period to be approved but are allowed to access per diem employees for coverage




  1. Christmas Eve and Christmas:




        1. A bargaining unit employee shall not be scheduled by the Employer for both Christmas Eve and Christmas Day during the same year. If the bargaining unit employee works the night shift which ends on Christmas day, the bargaining unit employee will not be required to work the night shift on Christmas night. Bargaining unit employees, not otherwise scheduled to work on Christmas Eve day or Christmas night may be scheduled to work to insure appropriate coverage. The Employer shall fill any holes in the schedule using the language on overtime and extra hours in the Hours of Work Article of this Agreement.


Section 8. 8 11 Part time Employees on Units closed for the Holiday:


  1. Effective with the first holiday following ratification, an employee budgeted to work less than seventy (70) hours per pay period and more than thirty two (32) hours per pay period in a unit without holiday coverage (i.e. a unit that is closed on a holiday) who would otherwise be scheduled to work on that day shall receive four (4) hours holiday pay at their straight time hourly rate and shall be paid time and one half (1 ½ ) for any hours worked.




  1. Management shall have the sole discretion to determine, prior to each holiday, whether a unit shall be closed or not on the holiday.


Article 9: EARNED LEAVE BANK (ELB) PAID TIME OFF
Section 9.1. Employees shall earn a combined accrual called Earned Leave Bank Paid Time Off.
Section 9.2 Applies to Employees hired on or before (insert date of ratification):
Section 9.2.


  1. Accrual: Upon completion of the probation period, employees shall earn Earned Leave Bank Paid Time Off hours retroactive to their date of hire according to the following:

Hours Earned/



Years of Service from INGHAM Date of Hire (DOH) Hours Paid

Hire to 5th anniversary date of hire (ADH) .067308

5th ADH to 10th ADH .084615

10th ADH to 14th ADH .096154

14th ADH to 20th ADH .1153

20th ADH ++ .1346


Other accrual rates may apply to some employees. See Letters of Understanding.


  1. Employees will earn ELB PTO on overtime but may not earn on more than 2,080 hours paid per calendar year.




  1. Earned Leave Paid Time Off Bank hours are convertible to cash by submitting a request to Payroll. Employees may convert up to half of their earned bank to cash at full value (their hourly rate times the number of hours of ELB) provided they have at least 200 hours in their ELB bank at the time of conversion. Conversion is available, at the employee’s option, up to two times during each calendar year.


Section 9.3 Applies to Employees hired after (insert date of ratification):
Section 9.3.


  1. Accrual: For any full time or part time employee, PTO hours accrue according to the accrual schedule below, beginning with the first day of employment and are available for use following the pay period the hours were credited to the employee’s PTO bank. An employee may not go into a negative PTO balance.


Hours Earned/

Years of Service from INGHAM Date of Hire (DOH) Hours Paid

Hire to 5th anniversary date of hire (ADH) .0808

5th ADH to 10th ADH .1000

10th ADH to 15th ADH .1192

15th ADH ++ .1385



  1. There shall be no use by employees, or deduction by the Employer, of PTO hours which result in a negative PTO balance.




  1. PTO must be used to cover all absences except as listed below:




        1. Part or all of an employee’s shift is canceled due to a low census day off (LCDO).




        1. An employee is on an approved leave of absence paid by worker’s compensation, disability insurance (excluding the three week elimination period leading up to Short Term Disability payments), or is on military leave, jury duty, bereavement leave, or as otherwise provided in Article 7, Leaves of Absence, Section 7.11.




        1. Section 8.8 Holidays for Part Time employees.


(c) . PTO accrues on all hours paid to a maximum of 80 hours per pay period. .
(d) PTO Cash Out: An employee may cash out accrued PTO up to twice during each calendar year at its full value. An employee must leave at least 80 hours of PTO in his/her bank when converting to cash.
Sections 9.4 through 9.6 Apply to All Employees:
Section 9.4.
If an employee’s bank is greater than a three year accrual, the employee will be paid additional ELB rather than continue to accrue.
If an employee is earning 0.0846 hours for each hour paid then the employee can bank up to 528 hours (0.0846 x 2,080 x 3). If the employee banks that much the employee will be paid additional ELB in accordance with the Employer’s policy.
Effective the first pay period following ratification of this Agreement, the maximum PTO bank accrual will be capped at 400 hours. Effective with that pay period, any employee with a PTO bank of 400 or greater hours will automatically be cashed down to 350 PTO hours at a 1 to 1 conversion, unless the employee notifies the Employer that he/she wishes to be cashed down to a different number of hours between 350 PTO hours and the maximum cap of 400 PTO hours. In lieu of receipt of cash, employees may elect to roll the cash equivalent of their PTO hour over 350 on a pre-tax basis into their Defined Contribution 403(b) account if permitted by law.
(NOTE: Section 9.5 moved to above and listed as 9.2(c))
Section 9. 6 5. Earned Leave Bank hours shall be paid out at full value upon termination or retirement.
Section 9. 7 6. Use of ELB: ELB may be used under the following circumstances:


  1. Sick Leave:




        1. Use of Sick Days: Employees shall be required to inform their department, as required by department policy, when ill and unable to work. Employees in nursing and twenty-four (24) hour staffed departments must give notice at least two (2) hours in advance of their scheduled shift. All other employees must notify their department at least one (1) hour in advance of their scheduled shift. The Employer shall be responsible for scheduling replacements for employees using sick leave.




        1. Employees shall be allowed to use ELB for the illness of a family member with whom they reside. (The current absenteeism policy would still apply to such leave.)




        1. Certification: The manager may request documentation of an absence or certification of disability from a physician or Employee Health Services, if (1) the absence is more than three (3) consecutive, scheduled work days; (2) the employee has a current written discipline for absenteeism in his or her personnel file; or (3) when the manager has reliable information, which calls into question the validity of the excuse.

Supervisors should not ask for certification unless one of the above conditions is met. It is the employee’s option to go to their physician or Employee Health Services.




  1. Emergency ELB: Generally, ELB is to be requested at least two (2) weeks in advance. ELB may at times be requested of and approved by the manager or immediate supervisor or Charge Nurse on shorter notice for unforeseen personal and/or urgent reasons.

Every reasonable effort will be made to approve such leave.


Every reasonable effort will be made by the Employee to give twenty-four (24) hours notice.


  1. Sick Leave Donations:




        1. Policy: The Employer shall adopt and maintain a policy, which allows for donations of leave to other employees who are on sick leave.




        1. Changes: This policy will not be changed without prior notification and discussion and the Union reserves the right to grieve the reasonableness of the changes to the policy.




        1. Monitoring: The Employer, upon request by the Local President, Local Service Representative or Chief Steward, will make records of donations available to the Union for review.




  1. Vacation

(i) Vacation Approval: Unless the employees in a department vote to use an alternative method (as described below), vacations shall be approved using the standard method.


1. Standard Method
(a) Annual Submissions: Employees shall submit requests for vacations during prime times by January 31st of each year. The Employer shall respond no later than two (2) weeks after January 31st. In case of conflicting requests, seniority shall be used provided any time over two (2) weeks does not conflict with any other employee’s request. An employee may submit a second or third preference in the event that the employee’s other preference conflicts and is granted to a more senior employee.
Definition of Prime Time
Spring Break: March 15 to April 15

Summer: Memorial Day to Labor Day


(b) Other Submissions: Requests submitted for non-prime time or request for prime time submitted after January 31st shall be granted on a first-come, first-granted basis provided such requests shall not be submitted more than one (1) year in advance. Requests submitted on the same day by multiple employee’s shall at the end of that business day be awarded by bargaining unit seniority unless the employees in the department/unit decide to use an alternative method by a majority bargaining unit member vote conducted by the Union and shall be in effect for the life of the contract.
2. Alternative Methods: A department may, by majority employee vote, decide to use an alternative method. The method must be decided at the time of the vote and will be in effect for the life of the contract.
The Employer must be notified by the Union that a particular department is using an alternative method voted in by that department’s employees.


  1. Vacation Relief: The Medical Center shall be responsible for scheduling replacements for approved vacations.

If an employee trades a day with another Employee and it is approved by management or if an employee finds his/her own coverage for a ELB requests it is approved by management and the employee covering the shifts in either situation becomes unavailable Section 9.7 (c) (ii) applies and requires the Medical Center to schedule a replacement.


(iii) Generally, an employee will not be granted time off when there is insufficient ELB to cover the absence. Exceptions may be made due to extenuating circumstances.
It is solely in the manager’s discretion as to whether or not to grant time off when there is insufficient ELB, but some examples of extenuating circumstances could be:
* An employee has used all her/his ELB due to LCDO’s or medical leave.
* The manager can reasonably expect the employee to have the ELB by the time the leave occurs.
(iv) Managers may grant a request contingent upon the employee having enough ELB by the time the leave occurs.


  1. ELB Donations: Bargaining Unit employees may donate ELB hours to other regular full and part time employees who are on approved leaves of absence and have exhausted their ELB banks. Donations are made on an hour for hour basis. The minimum donation is 1 hour. The donating employee may not donate if the total number of donated hours would result in his/her own bank being less than 40 hours at the time of the donation. Donated hours are transferred to the receiving employee’s ELB bank. Donated hours will not be returned to donor.


Article 11: BENEFITS



Section 11.1. Health and Other Insurance Benefits:
Effective upon ratification of this Agreement and as soon as open enrollment can be completed, the following provisions will apply:
(a) Cafeteria Style Health Benefits:
The Employer will be continuing a “cafeteria style” benefits program in 2014 for its hourly non-union employees. Except as otherwise provided below, the Employer will provide the same program on the same basis and terms to all POST bargaining unit employees. The benefit program will include health, dental, vision, short-term disability, life insurance, optional life insurance, and flexible spending (health and dependant care) accounts. Except as otherwise provided, the Employer reserves the right to make changes to the administration of the Plan and the benefits offered upon thirty (30) days notice to the affected employees and the Union, provided comparable benefit levels are maintained and at least two (2) options are provided. The Plan document governs in the case of a conflict with this collective bargaining agreement.
(b) Benefit Eligibility. Full and part-time employees as defined in subsection (c) below, will be eligible for health, dental and vision benefits on the first day of the month following one (1) month of continuous employment.


  1. Full-Time and Part-Time Employee Defined: Unless otherwise provided, for purposes of Benefits Coverage for all benefits covered by this Article, a Full-time employee and a Part-time employee will be defined as follow:




        1. Full-time benefits offered to IRMC MGL employees are based on budgeted 60-80 hours per pay period.




        1. Part-time benefits offered to IRMC MGL employees are based on budgeted 32-59 hours per pay period.




  1. Premium Contributions and Amendments to Health Insurance:




        1. The monthly Health Insurance premium employee contribution for full-time employees electing any level of coverage shall be 10% for the Premier plan and 15% for the Premier Plus Plan.




        1. Part-time employees electing single coverage through the last pay period of calendar year in 2014, will be subsidized on a monthly basis to achieve the 10% and 15% employee contribution.




        1. Following the 2014 open enrollment for the MyChoice Plan, those part-time employees selecting single coverage for the premier plan will receive a subsidy of $54 gross a month, payable biweekly, and those part-time employees selecting premier plus will receive a subsidy of $100 gross a month, payable biweekly, through the last pay period of calendar year 2014. These subsidies will begin in the same pay period as the deductions for the new MyChoice Plan elections. These subsidies are only available for, and will only continue, as long as the part-time employee maintains that election and status. .




        1. .Premium employee contributions for part-time employees electing 2-person or family coverage, and for those electing single coverage beginning January 1, 2015, shall be 25% for the Premier plan and 35% for the Premier Plus Plan.




        1. Full-time and Part-time employee contributions for Premier may increase by no more than an additional two (2) percent each year of the contract (i.e., 10% to 12%), and for Premier Plus may increase by no more than an additional three (3) percent each year of the contract (i.e. 15% to 18%).


Section 11.1. Health Insurance: The Employer presently offers the following health insurance plans; one (1) to be chosen at the employee’s discretion:

(a) Health Insurance Plans

1) Blue Cross

2) McLaren Health Advantage Green

  1. McLaren Health Advantage Tier I

The Employer may eliminate the Blue Cross Traditional plan if less than 20% of bargaining unit employees are enrolled, effective the following benefit year.

(b) Eligibility. Any employee shall be eligible for health insurance the first day of the month following employment.

  1. Full-Time and Part-Time Employee Defined: For purposes of Healthcare Benefit Coverage, a Full-time employee and a Part-time employee will be defined as follow:

    1. Full-time benefits offered to IRMC employees are based on budgeted 60-80 hours per pay period.

    2. Part-time benefits offered to IRMC employees are based on budgeted 32-59 hours per pay period.

  2. Premium Contributions and Amendments to Health Insurance.

2011 Health Plans







Effective plan year 2011, employees covered by McLaren Health Advantage Green and McLaren Health Advantage Tier One will have the total monthly premium dollar amounts frozen with the 2010 total monthly premium amounts and employee contribution percentages as follows:

Health Plan Coverage

Full-Time Employee Contribution Percentage

Part-Time Employee Contribution Percentage

 McLaren Health Advantage - Green







Single

5.0%

5.0%

Two Person

5.0%

50.0%

Family

5.0%

50.0%

McLaren Health Advantage - Tier One







Single

8.0%

8.0%

Two Person

8.0%

50.0%

Family

8.0%

50.0%

 Blue Cross Blue Shield of Michigan Traditional







Single

20.0%

20.0%

Two Person

20.0%

50.0%

Family

20.0%

50.0%

2011 Prescription Drug Co-Pays




Generic

Formulary Brand

Non-Formulary Brand

Health Advantage Green

$10.00

$25.00

$35.00

Health Advantage Tier I

$2.00

$15.00

$25.00

BC/BS

$15.00

$30.00

$45.00




2012 Health Plans







Effective plan year 2012, the McLaren Health Advantage Tier 1 will be eliminated, and employees covered by McLaren Health Advantage Green will have the total monthly premium dollar amounts frozen with the 2010 total monthly premium amounts and employee contribution percentages as follows:

Health Plan Coverage

Full-Time Employee Contribution Percentage

Part-Time Employee Contribution Percentage

 McLaren Health Advantage - Green







Single

5.0%

5.0%

Two Person

5.0%

50.0%

Family

5.0%

50.0%

 Blue Cross Blue Shield of Michigan Traditional







Single

20.0%

20.0%

Two Person

20.0%

50.0%

Family

20.0%

50.0%

2012 Prescription Drug Co-Pays




Generic

Formulary Brand

Non-Formulary Brand

Health Advantage Green

$10.00

$25.00

$35.00

BC/BS

$15.00

$30.00

$45.00




2013 Health Plans







Effective 1/01/2013, the total monthly premiums that were frozen for 2011 and 2012 will be lifted and revert back to paying a percentage of calculated total monthly premiums with the following employee contributions and prescription copays.

Health Plan Coverage

Full-Time Employee Contribution Percentage

Part-Time Employee Contribution Percentage

 McLaren Health Advantage - Green







Single

10.0%

10.0%

Two Person

10.0%

50.0%

Family

10.0%

50.0%

 Blue Cross Blue Shield of Michigan Traditional







Single

20.0%

20.0%

Two Person

20.0%

50.0%

Family

20.0%

50.0%

2013 Prescription Drug Co-Pays




Generic

Formulary Brand

Non-Formulary Brand

Health Advantage Green

$15.00

$30.00

$45.00

BC/BS

$15.00

$30.00

$45.00




        1. The traditional employee premium contribution shall continue to be calculated using the rate determined from combining Union and non-Union claim experience.

        2. The Employer and the Union will continue to discuss the self-insured plans.

        3. A $500.00 deductible shall apply to the Blue Cross plan for inpatient admissions. This deductible will be waived for emergency or Ingham admissions or admissions for treatment not offered by Ingham.


11.2 Life Insurance.


  1. Full-time employees and all regular part-time employees who are normally budgeted to work thirty-two (32) hours per pay period or more will be eligible to receive Term Life Insurance benefits effective the first day of the month following six (6) full months of continuous employment.




  1. Employees will participate in an open enrollment process and select coverage in the new “My Choice” Benefits program to begin in 2014. The Employer will offer the same program on the same basis and terms to bargaining unit employees.


(a) Effective the first day of the month following date of hire, or date of hire if date of hire is the first day of the month all full-time employees and all regular part-time employees who have completed the same period of employment who work a minimum of thirty-two (32) hours per pay period shall receive Term Life Insurance benefits. The Employer reserves the right to select the insurance carrier. Each employee will receive an insurance booklet which will set forth the insurance program in greater detail.
(b) The life insurance benefit will be maintained at a minimum amount of $10,000.00 or one times salary, whichever is greater, but will not exceed $70,000.
(c) If allowed by the carrier, an employee shall be allowed to purchase additional coverage through payroll deduction.
Section 11.3. Professional Liability Policy: Professional liability policy either self-insured or through a common carrier shall be maintained for all employees. The actual amounts will be provided to the Union Office on an annual basis by the Employer’s legal counsel.
Section 11.4. Dental Insurance.


  1. Employees will participate in an open enrollment process and select coverage in the new “My Choice” Benefits program. The Employer will offer the same program on the same basis and terms to bargaining unit employees.


The Employer presently offers the following dental insurance plans; one (1) to be chosen at the employee’s discretion:

1. Delta Dental

Dental coverage shall consist of benefit levels of:

* 100% - Class I (diagnostic, preventative and emergency)

* 50% - Class I (balance of Class I including radiographs)

* 50% - Class II

* 50% - Class III

* Maximum of $800 per year per employee and/or dependents on Class I and II benefits

* Class III benefits shall not exceed the $750 lifetime benefit per eligible person.

2. Midwest Dental Plan E.

  1. Eligibility: Effective the first day of the month following date of hire, or date of hire if date of hire is the first day of the month.

  2. Premium Contributions. The premium contribution for dental insurance for all regular full-time employees electing single, double or family coverage and part time employees electing single coverage shall be 0%. The premium for dental insurance for all regular part-time employees selecting double or family coverage shall be (50%).

  3. Regular employees budgeted to work 60 hours or more per pay period shall be entitled to the dental coverage at the same premium contributions as full-time employees.


Section 11.5. Vision Care Program:


  1. The Employer will offer vision benefits to all eligible full time and part time employees of the bargaining unit. Vision benefits to all eligible full time and part time employees shall become effective on the first day of the month after one (1) month of employment.




  1. Employees will participate in an open enrollment process and select coverage in the new “My Choice” Benefits program. The Employer will offer the same program on the same basis and terms to bargaining unit employees.
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