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

4. 
   The Employer reserves the right to self-fund the eye care program provided the benefits remain the same.
   

1. 
   Full-time employees and all regular part-time employees who are normally budgeted to work thirty-two (32) or more hours per pay period will be eligible to receive Disability Benefits effective the first day of the month following six (6) months of continuous employment. Employees receiving short-term disability benefits as of the date of ratification shall continue to receive such benefits under the terms in effect for POST employees immediately prior to the date of ratification.
   

2. 
   Employees will select coverage under the “My Choice” benefits program. The Employer will offer the same program on the same basis and terms to bargaining unit employees as those offered to non-bargaining unit employees.
   

5. 
   An employee can receive it in addition to paid leave up to a maximum of their regularly budgeted hours (e.g. 70% STD and 30% ELB)
   

(c) Long-Term Disability:

1. 
   Effective January 1, 2012, all POST members of the bargaining unit shall be eligible to participate in the employer contributions portion of the McLaren Employees' 403(b) Retirement Plan (the "McLaren 403(b) Plan") when they satisfy the eligibility requirements under the plan to receive the employer contribution, provided the employee has not accrued a credit year of service in the applicable year under the Pension Plan. A detailed description of the McLaren 403(b) Plan is contained in the benefit summary provided to each employee. Employees they shall remain eligible to participate in the voluntary employee contribution portion of the McLaren 403(b) Plan.
   

2. 
   Effective January 1, 2012, POST members who were active participants in the Pension Plan as of December 31, 2011, and were born between 1957 through 1966, will receive an additional one and one half (1.5%) percent basic contribution to the McLaren 403(b) Plan each calendar year if they otherwise satisfy the eligibility requirements under the McLaren 403(b) Plan to receive employer contributions, provided the employee has not accrued a credit year of service in the applicable year under the Pension Plan. If the employer provides other non-union employees a greater benefit, then the POST bargaining unit members will receive the same benefit as the non-union employees.
   

1. 
   Retirees shall be entitled to purchase prescription drugs at invoice cost at the Outpatient Pharmacy.
   

2. 
   In addition to any rights under COBRA, employees hired on or before April 14, 2005 who leave and are vested and at least age 55 will be allowed to continue their health care until the employee is eligible for Medicare by paying the group rate premiums themselves.
   

3. 
   Retiree Healthcare Subsidy Benefit
   

1. 
   All POST bargaining unit employees who retired on or before April 14, 2005, shall be eligible for a subsidy of up to a $200.00/month to reimburse the retiree for the partial cost of any health insurance plan or policy covering such retiree (such as through COBRA continuation coverage, IRMC health insurance after COBRA for employees hired on or before April 14, 2005 as stated in (b) above, a plan or policy through a spouse’s employer, or a private commercial insurer) provided that the retiree meets and maintains the following criteria:
   
   1. 
      Employee is at least 60 years of age with 20 years of continuous IRMC service on the date of retirement; and
      
   2. 
      Employee retires on or after the effective date of this Agreement with a pension benefit from any IRMC Employee Retirement Plan; and
      
   3. 
      Employee is participating in an IRMC sponsored health insurance plan on the date of retirement, and
      
   4. 
      Employee provides proof of payment of the health insurance described in paragraph (c)(i) above.
      

2. 
   Subsidy for post-retirement health insurance premiums will continue until one of the following events occur:
   
   1. 
      Retiree fails to request the subsidy or provide proof of the payment under the employer established guidelines; or
      
   2. 
      Retiree becomes eligible for health insurance benefits or (any) subsidy through another employer of the retiree; or
      
   3. 
      Retiree becomes eligible for Medicare; or
      
   4. 
      Retiree has reached the 60^th month of his or her retirement.
      

3. 
   If a retiree does not meet the criteria under 11.10, (c)(i) or loses eligibility under 11.10, (c)(ii), s/he is consider ineligible to receive the subsidy and cannot re-establish eligibility. The subsidy is only available for medical insurance (including hospitalization and prescription drug coverage) and cannot be used for dental or vision coverage.
   

4. 
   The monthly subsidy is equal to the lesser of the following: $200.00 or the cost of the healthcare premium paid.
   

5. 
   IRMC and the Union reserves the right to modify, amend, increase or eliminate the benefit described in paragraph 11.10 (c) Retiree Health Benefit in any subsequent negotiations.
   

6. 
   The parties agree to re-open negotiations solely related to this benefit should any national health insurance plan be developed. The No Strike/No Lockout Article of this Agreement will remain in full force and effect during any re-opener.
   

7. 
   Any employee who is hired on or after April 14, 2005 and who subsequently retires will only be entitled to his or her statutory COBRA continuation coverage rights of IRMC – sponsored group health plans and, if eligible, the subsidy described in paragraph 11.10(c).
   

1. 
   The Employer will consider reclassification requests. Requests may be submitted by the Union in writing each year during the month of February. The Employer may develop a form for such requests.
   

2. 
   Requests may be based on any of the following:
   

1. 
   The wage range midpoint is at least 3% below relevant survey wage range midpoint range.
   

2. 
   Substantial numbers of additional duties which require higher skills, abilities, or knowledge than current job description have been added to the classification.
   

3. 
   Recruitment or retention problems.
   

3. 
   The Employer shall respond in writing to any requests by April 30th. Increases will go into effect the first pay period following resolution of any request.
   

4. 
   Union and Management shall have meetings after the requests are made to discuss the potential upgrades.
   

5. 
   If the Employer denies a reclassification request, they must do so in writing and state the basis for such reclassification denial and address the points the Union made in favor of the reclassification request in the written denial.
   

1. 
   The Employer reserves the right to subcontract work normally performed by bargaining unit employees. However, if such subcontracting causes a layoff of bargaining unit employees, the Employer agrees to first discuss the decision and impact of the subcontracting and layoff with the Union and give sixty (60) days advance notice, or in lieu thereof, wages the laid-off employees would have earned during the sixty (60) day notice period but for the layoff.
   

2. 
   The discussion of the decision and impact of the subcontracting, which causes a layoff of bargaining unit employees, shall occur prior to the Employer actually deciding whether or not to enter into such agreement or to subcontract the work. The parties shall meet to discuss ways that the work environment can be changed to prevent layoffs. The Union will be given at least a sixty (60) day period after that initial discussion to work with the Employer to illustrate that the work can be performed by bargaining unit employees within the employer’s identified parameters. The Employer shall not give the sixty (60) day advance layoff notice, or in lieu thereof, wages the laid off employees would have earned but for the layoff, until the end of the initial sixty (60) day discussion period.
   

3. 
   The Employer will not subcontract in order to discriminate against the Union or employees covered by this agreement because of their union affiliation.
   

4. 
   If the decision to subcontract results in the reduction of bargaining unit positions, the Employer will first reduce positions through attrition and reassignment of employees to bargaining unit vacancies which the employee is qualified to fill or could be qualified to fill within a reasonable amount of training and orientation. The Employer will attempt to maintain an employee’s shift, status and rate of pay. Employees that are reassigned due to subcontracting will be given preference as provided in the Job Posting and Bidding Article of this Agreement as a laid off bargaining unit employee.
   

1. 
   For the duration of this Agreement through September 30, 2016, the Employer will refrain from exercising its rights to subcontract work normally performed by POST bargaining unit employees if such subcontracting causes a layoff of bargaining unit employees.
   

1. 
   The Employer reserves its right to reorganize processes and procedures including consolidation or centralization of services within McLaren Health Care.
   

(d) Distribution of Extra Hours and Overtime:

1. 
   The hours shall be awarded to the most senior bargaining unit employee on the volunteer list that the hours do not result in overtime; then
   
2. 
   If the hours would be overtime to bargaining unit employees, the employer may award the hours to qualified Temporary Relief Employees for whom the hours do not result in overtime; then
   
3. 
   If the hours would result in overtime in 1 & 2 above, the shifts/hours shall be awarded to the most senior bargaining unit employee that signed up willing to work the hours as overtime.
   

2. 
   The following will be applicable to t hose departments in nursing using Web Scheduler. Awarding of extra hours for Post-Finalized schedules: The Employer will award the shift/extra hour in the following priority:
   

3. 
   Short Notice Option: If the Employer receives notice of a vacancy defined as fewer than 2 hours notice, the Employer may elect to forgo the volunteer list and fill the vacancy by extending the hours of employee(s) currently working by having them work longer or by extending the hours of employees scheduled to work the immediate next shift by calling them early, by soliciting volunteers from within the department, shift and classification. Volunteers would be solicited beginning with the highest senior employee working in the department, shift and classification.
   

4. 
   Employees who volunteer for overtime or extra hours shall not have a regular shift cancelled as a result of accepting the overtime or hours unless at the employee’s request or required by the Low Census Days Off Article of the Agreement
   

5. 
   A temporary relief employee can be bumped if a bargaining unit employee is willing to work the hours and indicates his/her availability at least 48 hours prior to the shift except that the hours may not result in overtime for the bargaining unit employee unless the temporary relief employee would also be in overtime status.
   

NOTE: Management reserves the right to split extra hours.

2. 
   Prior to pulling an employee, volunteers will be sought. No employee shall be pulled when a per diem or on-call or an agency employee in the same classification is working in the same department, same campus.
   

2. 
   If insufficient volunteers are obtained, employees from a designated unit will be assigned (“pulled”) on a rotation basis as equally as possible among the employees in the affected unit. If a specific skill is required and the employee up for rotation does not possess the skill, the next employee up the rotation may be assigned and it shall count as her/his rotation.
   

2. 
   A bargaining unit employee, scheduled at the Employer’s request to work on her/his designated unit on a given day as extra time above his/her schedule may be pulled to another unit if it is that employee’s rotation. That pull will count towards that employee’s pull in the rotation. , will not be reassigned to another unit unless he/she volunteers to be reassigned. The employee will be cancelled for that day before anyone is reassigned from that unit.
   

Remainder of Article 21 – No Change

a) Qualified bargaining unit applicants in the classification in which the vacancy exists for the following:

1. 
   Nursing Assistant I or II
   
2. 
   Unit Assistant
   
3. 
   Unit Coordinator
   
4. 
   Secretary
   
5. 
   Receptionist
   
6. 
   File Clerk
   

b) Defined Career Path. Applicants in a defined career path in which the vacancy exists. Defined career paths are limited to the following:

1. 
   Environmental Tech I to Environmental Tech II
   
2. 
   Nursing Assistant I or II to Unit Assistant
   
3. 
   Unit Coordinator to Unit Assistant
   
4. 
   All non-Leads/Seniors to Leads/Seniors of the same title
   

d) Laid off employees: Qualified bargaining unit applicants who have been laid off from INGHAM and who retain seniority. e) All remaining applicants.

1. 
   If the employee whose position in the unit and classification is not the least senior, that employee may bump the least senior employee in the unit and classification regardless of shift while maintaining the same status. or status except that a full time employee may bump the least senior full-time.
   
2. 
   A vacant position is considered the least senior position for purposes of bumping. If a vacant position exists and it is a reasonable offer, the employee is required to accept the bump.
   

a) If there is more than one vacancy, then the employee will have the option to select one of the vacant positions.

3. 
   A part time employee may not bump a full time employee, but may bump into a full time vacancy, provided that if a full time employee has been laid off on the same day the full time employee has first choice of full time vacancies.
   

4. 
   An on call or per diem may not bump a regular part time or full time employee.
   

1. 
   Employees at the top of their scale on the first full pay period following October 1^st on ________________will receive a ____% lump sum bonus in the next pay period calculated as _____% of the employee’s annualized budgeted hours or average straight time hours worked (whichever is greater) times his/her then effective straight time hourly rate of pay.
   

2. 
   Employees who reach their 20^th year anniversary and are at the top of the scale after the first full pay period following October 1, ________ through October 1, _______ shall receive a total _____% lump sum in October of _______ for that year only. Employees who reach their 20^th year anniversary and are at the top of their scale after October 1, ________through October 1, _______ shall receive a total ______% lump sum in October of ______ for that year only.
   

1. 
   No change
   

2. 
   When an employee has maintained a record free of discipline for nine (9) months immediately prior to an incident where discipline is being considered, the Employer will not consider any previous discipline (excluding discipline for substance abuse or harassment) in rendering discipline for the current incident. If an employee goes on a Leave of Absence (LOA) for fifteen (15) calendar days or more during the discipline’s active period, then, the amount of time the employee was out on a LOA will be extended to the discipline’s active period.
   

3. 
   The Employer must pass a counseling memo or impose any discipline within seventeen (17) working days of the Department Manager becoming aware of the events leading to the counseling memo or discipline. If due to no fault of the Employer that a discipline cannot be issued within seventeen (17) days, upon request, the Employer will be granted a one ten (10) working day extension or a ten (10) working day extension upon an Employee’s return to work from a LOA.
   

4. 
   No change
   

2. 
   Payroll deductions (for example, but not limited to, flexible spending account, Employer approved promotional events)
   
3. 
   Direct Deposit
   
4. 
   Mileage
   
5. 
   AFLAC products, paid through payroll deduction. Effective 12/31/2014, AFLAC deductions and/or offerings will discontinue.