CURRENT PROPOSALS OF THE MULTI-EMPLOYER TWIN CITY HOSPITAL GROUP
The Twin City Multi-employer Group, which include Park Nicollet Methodist Hospital, Children’s Hospitals and Clinics, Minneapolis/St. Paul Campus, University of Minnesota Medical Center, Fairview-Riverside Campus, Fairview Southdale Hospital, HealthEast Bethesda Hospital, HealthEast St. John’s Hospital and North Memorial Health Care present the following proposed changes to the current collective bargaining agreements;
2. Modify Section I(G) for all Hospitals by adding the appropriate dates to that section to conform to the new contract dates.
3. Modify Section I (I) for all Hospitals except North Memorial Medical Center which is Section I (H), in part for clarification purposes only, to now read as follows:
“BULLETIN BOARDS and BUSINESS AGENT ACCESS: Bulletin boards in the Hospital shall be made available to the Union for the purpose of posting business notices. The location of those bulletin boards shall be designated by the Hospital. The ‘business notices’ permitted by this section shall be non-controversial, and the Hospital reserves the right to refuse to allow and/or remove any postings that the Hospital determines to be inappropriate, offensive, or unrelated to official Union business. One agent for the Union (regardless of job title) shall have access at all reasonable times to the Union bulletin board and to such other area of the Hospital as designated by the Hospital to discharge duties as the representative of the employees covered by this Agreement. The Union shall be required to identify the name of the union agent assigned to the Hospital and immediately notify the Hospital in writing of any change in the identity of that union agent. The Union shall designate no more than one (1) union agent as the union agent who may have access to the Hospital pursuant to the terms of this section. The union agent must give twenty-four (24) hours’ notice to the Hospital prior to coming on the Hospital’s premises, and, while on the Hospital property, the union agent shall be permitted to be only in the area designated by the Hospital. If the Union wishes to have a different or additional union representative visit the Hospital, it shall submit a written request to the Hospital, and the ability of such union representative to visit the Hospital shall be determined by mutual agreement.”
6. Modify the second paragraph of Section II(C) STEP 3 for all Hospitals by changing “nine (9)” to “eleven (11)” arbitrators.
8. Modify the first paragraph of Section IV(A) for all Hospitals except North Memorial
Health Care, in part for clarification purposes only, to now read as follows:
“(A) WORKWEEK AND OVERTIME – The regular work week for all employees shall be eighty (80) hours in a two (2) week period. Normally, eight (8) hours shall constitute a day’s work to be completed in nine (9) consecutive hours, except as provided for in Section IV(G). If an employee is required to work in excess of eight (8) hours per day or in excess of eighty (80) hours in a consecutive two (2) week period, overtime at the rate of one and one-half (1-1/2) times the employee’s regular rate of pay shall be paid for such overtime hours. Overtime payments shall not be duplicated. An employee who works in excess of twelve (12) consecutive hours shall receive double time the employee’s regular straight-time hourly rate for such excess hours. Paid sick leave, holidays and vacation shall not be considered as hours worked for overtime purposes.”
9. Modify the first paragraph of Section IV(A) for North Memorial Health Care, in part for clarification purposes only, to now read as follows:
“(A) Workweek and Overtime – Normally the regular work week shall consist of five (5) consecutive eight (8) hour days, with two (2) consecutive days off in each alternate week and with two (2) nonconsecutive days off in the other alternate week. The regular work week for all employees shall be eighty (80) hours in a two (2) week period. Normally, eight (8) hours shall constitute a day’s work to be completed in nine (9) consecutive hours, except as provided for in Section IV(G). If an employee is required to work in excess of eight (8) hours per day or in excess of eighty (80) hours in a consecutive two (2) week period, overtime at the rate of one and one-half (1-1/2) times the employee’s regular rate of pay shall be paid for such overtime hours. Overtime payments shall not be duplicated. An employee who works in excess of twelve (12) consecutive hours shall receive double time the employee’s regular straight-time hourly rate for such excess hours. Paid sick leave, holidays and vacation shall not be considered as hours worked for overtime purposes.”
11. Modify the first two paragraphs of Section IV (G) for all Hospitals, in part for clarification purposes only, to now read as follows:
“FLEXIBLE SCHEDULING – The Hospital shall determine, from time to time, the number of hours to be worked in a shift which includes, but is not limited to, a shift in excess of or less than eight (8) hours per day. Work schedules established pursuant to the provisions of the section shall be subject to the following conditions:
(1) The Hospital shall post positions whose work schedules are subject to the terms of this section. Priority and bidding for open and available positions shall be given to employees currently in the classification that is posted and working in the same department where the job is posted to be worked. Except as noted above, the provisions of Section VIII(E) shall apply.
(2) The Hospital will notify the employee selected for a position covered by this section whether overtime payment shall be based on the eight (8) and eighty (80) system or the forty (40) hour overtime system. If the eight (8) and eighty (80) overtime system is selected by the Hospital, overtime shall be provided for as set forth in Section IV (A). If the forty (40) hour system is selected, overtime shall be paid for hours worked in excess of forty (40) in a seven (7) consecutive work day week selected by the Hospital.”
(3) No change to current contract language.
(4) No change to current contract language.
(5) No change to current contract language.
(6) No change to current contract language.
15. Add a new Section IV(L) for all Hospitals to read as follows:
“(L) HOURS LIMITATION ON WORK – In the interest of patient safety, except in the case of emergency as determined by the Hospital, an employee may not work, in a rolling seven (7) consecutive day period, more than two (2) double shifts in this period and no consecutive days of double shifts. In addition, except in the case of an emergency as determined by the Hospital, an employee may not work more than one hundred (100) hours in any rolling fourteen (14) consecutive days, and this shall include the employee’s regularly scheduled shift.”
20. Modify Article VII, for all Hospitals, in part for clarification purposes only, to now read as follows:
(A) All full-time and part-time employees who have a Hospital assigned full-time equivalent (FTE) status of .5 and above will accrue vacation each pay period (which will be available for use in the next pay period) according to the schedule set forth below:
|Years of Service
||Maximum Vacation Accrual
||Maximum Vacation Balance at Any Given Time
|Start of Employment
||80 hours (.0385 vacation hour accrual for each compensated hour)
|After 5 Years
||120 hours (.0577 vacation hour accrual for each compensated hour)
|After 10 Years
||160 hours (.0770 vacation hour accrual for each compensated hour)
|After 15 Years
||168 hours (.0808 vacation hour accrual for each compensated hour)
|After 16 Years
||176 hours (.0846 vacation hour accrual for each compensated hour)
|After 17 Years
||184 hours (.0885 vacation hour accrual for each compensated hour)
|After 18 Years
||192 hours (.0923 vacation hour accrual for each compensated hour)
|After 19 Years
||200 hours (.0962 vacation hour accrual for each compensated hour)
(B) The maximum number of compensated hours for which vacation will accrue is eighty (80) hours in a two (2) week pay period and 2080 compensated hours per vacation year. No vacation will accrue on hours above eighty (80) per two (2) week pay period or above 2080 per vacation year.
(C) In the column entitled “Maximum Vacation Balance at Any Given Time,” this number represents the maximum amount of accrued vacation that any employee may have on the books at any given time. For example, after five years of service, once an employee has 160 hours on the books, that employee may not accrue any additional vacation time until the employee reduces his or her vacation accrual to below 160 hours. At that point the employee will begin to earn additional accrued vacation until the employee again reaches the 160 hour maximum.
(D) Additional vacation hours accrued as a result of reaching 15 or more years of service shall not be taken between Memorial Day and Labor Day unless agreed upon between the employee and the Hospital.
(E) MAY 1 ANNIVERSARY – Employees hired on or before November 1, 1974, shall have an anniversary date of employment of May 1 for purposes of vacation eligibility.
(F) While employees accrue vacation from their start date, an employee may not use accrued vacation until that employee has been employed by that Hospital for 180 calendar days.
(G) VACATION PERIOD-SENIORITY-PAYMENTS – The vacation year shall be April 1 through March 31. Employees shall submit a request for vacation during the period of January 1 through February 15. All vacation requests made during this period that include a holiday must include two vacation days adjacent to the holiday. The Hospital shall respond by March 15. Vacation shall be awarded by seniority and shall be posted in each department. Employees not submitting a request by February 15 shall submit their request at least two (2) weeks prior to the requested vacation, and it shall be granted in the order requested recognizing seniority if more than one employee makes a request on the same day. The Hospital shall respond within seven (7) calendar days from the time of the request made outside of the window period. Requests outside of the foregoing periods will be considered on an individual basis. All vacation shall be granted subject to staffing needs. Vacation pay shall be paid to employees before leaving for their vacation.
(H) TERMINATION-PAID ACCRUAL – Employees who have completed at least one (1) year of service and who resign after giving the notice required by Article IX or are laid off shall be given pay in lieu of vacation time so accrued and on the books at the time of resignation or layoff.
(I) ILLNESS OCCURRENCE – If an employee becomes ill or disabled during vacation, the employee shall be paid sick pay upon certification by a competent physician and shall receive the unused portion of such vacation during the vacation period specified in paragraph (G) of this Article.
(J) LENGTH OF SERVICE – Vacation benefits shall be based on length of service with the Hospital regardless of any change of classification.
(K) VACATION DONATION – An employee may donate his/her available and unused vacation based on the Hospital’s vacation donation policy as it may exist and be modified from time to time.
(L) Effective March 1, 2012, employees who are not eligible for vacation under the eligibility provisions of paragraph (A) above, but who have met the 800 compensated hours standard, as provided for in Article VII(B) of the 2009-2012 contract, by the end of the employee’s 2012 vacation year, will be credited with prorated vacation for that vacation year using the accrual table set forth in paragraph (A) above. This is a one-time exception to the eligibility requirements of paragraph (A) above and this exception shall end upon each employee reaching the end of his/her 2012 vacation year which shall be defined as the Hospital’s practice then in effect on January 1, 2012.
(M) Employees voluntarily transferring to a new classification/unit may not be granted previously approved vacation time without the resubmission to and approval of the new manager/supervisor of the new classification/unit.”
21. Modify the first and second paragraphs of Section VIII(E) for all the Hospitals, in part for clarification purposes only, to read as follows:
“JOB VACANCIES – Vacancies or new positions shall be awarded to the senior employee applicant where the employee currently possesses the necessary qualifications to perform the work. Qualifications for the job shall be posted by the Hospital and the posting shall include the shift and number of hours for the position. No employee shall be eligible to bid on a job vacancy or a new position until the employee has worked in the employee’s existing job for a minimum of one hundred eighty (180) days. The provisions of the preceding sentence may be waived in writing by the Hospital. An employee who has received a written warning or a suspension within the twelve (12) month period immediately preceding the posting of the open and available position shall not be eligible to bid on said position. The provisions of the preceding sentence may be waived in writing by the Hospital. The Hospital shall not be obligated to post jobs involving “lead” for which “Lead Pay” would be available pursuant to Section X(A) and may select the individual it deems most qualified in its discretion. All vacancies shall be bulletined (either paper or electronic posting at the discretion of the Hospital) for a minimum of five (5) calendar days. Each Hospital shall develop a system to ensure that only applicants signing the posting during the five (5) calendar day posting period will be considered.”
24. Modify Section X(G) for all Hospitals, for clarification purposes only, to now read as follows:
“ADVANCE NOTICE-FOUR HOUR WORK GUARANTEE – Employees required to report for a regular shift of work will be guaranteed at least four (4) hours work. Any work over four (4) hours shall be paid for at the regular rate. The foregoing provision shall not apply to any employee who desires to, or prefers to, work less than four (4) hours if the Hospital determines the employee is not needed to stay and work, nor shall the foregoing provision apply to a mandatory in-service or education meeting or any other type of required attendance that does not involve the employee performing his or her regular work duties during a regularly assigned shift of work.”
26. Modify Section XI(A) for all Hospitals, in part for clarification purposes only, to now read as follows:
“HOSPITALIZATION, MEDICAL AND SURGICAL BENEFITS – Eligible employees may elect to be covered under the Hospital’s noncontract hospitalization, medical and surgical program as it may be amended from time to time by the Hospital. The premium to be paid by eligible employees for employee or dependency coverage shall be at the rate established by the Hospital for similarly situated noncontract employees and as those rates may be amended from time to time by the Hospital. The term “eligibility” or “eligible” as used in this section shall be defined in the same way as those terms are defined in the Hospital’s non-contract hospitalization, medical and surgical program and as it may be amended from time to time by the Hospital.”
27. Modify the fifth sentence of Section XII(F) for all Hospitals by deleting that sentence which now reads:
“If no agreement is reached, the Chief Judge of the District Court of the Second Judicial District (Ramsey County) shall submit the names of five qualified neutral arbitrators.”
And replacing that sentence with the following:
“If no agreement is reached on the selection of the neutral arbitrator the arbitrator shall be selected from a list of eleven (11) neutral arbitrators to be submitted to the parties by the Federal Mediation and Conciliation Service using the panel for the Metropolitan
Minneapolis/St. Paul area in the fashion as a neutral arbitrator is selected using Step 3 of Article II of this Agreement.
28. See attached Exhibits A through E for changes to the Letters of Understanding that are appended to the various collective bargaining agreements.
30. To the extent not covered above, remove all outdated language that no longer has any applicability because the time frame associated with that language has sunset.
31. The Hospitals propose such other changes to the collective bargaining agreements as may be necessary to conform those contracts to the proposals set forth above.
The Hospitals have proposed to no longer recognize current practices in Park Nicollet, North Memorial and HealthEast Hospitals.
- Discontinue practices in EVS department (Methodist)
- Discontinue practices with the bidding rules (North Memorial)
- Discontinue practices with the nursing assistants that work in PACU (North Memorial)
- Discontinue practices of steward meetings (North Memorial)
- Discontinue practice of recognizing seniority, and picking up extra shits, including overtime shifts (HealthEast)
- Discontinue practice of seniority and job class with HUCs and Monitor Techs (Healtheast)
For more information on these practices contact a bargaining team member for more details.
THE HOSPITALS RESERVE THE RIGHT TO ADD TO, DELETE FROM, OR OTHERWISE MODIFY THE PROPOSALS SET FORTH ABOVE.