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

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, 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

Nurse Assistant I 910

Nurse Assistant II 912

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 Coordinator 913

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;
   

2. 
   Receive the Union copy of work rules electronically or hard copy, as determined by the Employer;
   

3. 
   Participate in the Step 2 grievance meetings; and
   

4. 
   Serve as the Union representative in other capacities if mutually agreed upon by the Union and the Employer.
   

2. 
   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.
   

2. 
   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.
   

3. 
   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.
   

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.

(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.

6. 
   Dues Deduction. For purposes of dues deduction seventy (70) hours per pay period shall be considered full-time.
   

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

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
   

2. 
   An absence in which proper notice, authorization, or documentation was not provided including reporting back late following vacation, layoff, or leave of absence, or
   

3. 
   An absence in which false information was provided to explain the absence.
   

2. 
   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.
   

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.
   

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.
   

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.
   

2. 
   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.
   

5. 
   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.
   

1. 
   MGL recognizes the following holidays:
   

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

2. 
   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
   

2. 
   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.
   

3. 
   If a full time employee regularly works a combination of shifts, the PTO hours deducted will be equivalent to the shortest of such shifts.
   

4. 
   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.
   

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.
   

2. 
   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.
   

3. 
   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.
   

4. 
   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.
   

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).
   

2. 
   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.
   

3. 
   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.
   

2. 
   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.
   

2. 
   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.
   

3. 
   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
   

3. 
   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.
   

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.
   

2. 
   Management shall have the sole discretion to determine, prior to each holiday, whether a unit shall be closed or not on the holiday.
   

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/

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

5th ADH to 10th ADH .084615

10th ADH to 14th ADH .096154

14th ADH to 20^th ADH .1153

20^th ADH ++ .1346

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

3. 
   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.
   

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.
   

2. 
   There shall be no use by employees, or deduction by the Employer, of PTO hours which result in a negative PTO balance.
   

3. 
   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).
   

2. 
   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.
   

3. 
   Section 8.8 Holidays for Part Time employees.
   

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.
   

2. 
   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.)
   

3. 
   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.

2. 
   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.

3. 
   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.
   

2. 
   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.
   

3. 
   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.
   

4. 
   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.

Summer: Memorial Day to Labor Day

2. 
   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.

5. 
   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.
   

3. 
   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.
   

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

3. 
   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.
   

2. 
   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.
   

3. 
   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. .
   

4. 
   .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.
   

5. 
   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%).
   

3. 
   McLaren Health Advantage Tier I
   

3. 
   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.
      
4. 
   Premium Contributions and Amendments to Health Insurance.
   

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.
   

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.
   

2. 
   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.
   

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.
   

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.
   

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.
   

2. 
   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.