War Memorial Nurses Association
contract p2
ARTICLE 41.0
HEADINGS IN THIS AGREEMENT
41.1 A Heading used in this Agreement (or in Appendix hereto) neither adds to nor subtracts from the meaning, but is only for reference to and indication of the subject matter covered under that heading.
ARTICLE 42.0
PARKING FACILITIES
42.1 The Hospital will continue to provide parking facilities for use by a Nurse without cost to her. Nurses covered hereby shall park only in the areas(s) designated for their use, and shall comply with all reasonable parking regulations of the Hospital in their use thereof.
ARTICLE 43.0
PRONOUNS, USE OF
43.1 Whenever reference is made in this Agreement to the female pronoun--she, her, hers, etc.--it is intended and it shall be deemed to include reference to the equivalent male pronoun-- he, him, his, etc.
ARTICLE 44.0
SAFETY
44.1 The Hospital will observe all applicable health and safety laws and will take all steps reasonably necessary to assure employee safety.
44.2 Every Nurse will observe all applicable and reasonable safety rules and instructions established by the employer and applicable safety laws and governmental regulations.
44.3 Any Nurse concerned regarding personal safety in the field is expected to voice and document concerns to the Clinical Director or members of the Risk Management/Safety Committee. Names of committee members are posted at the time clock.
44.4 The Hospital will continue to meet the Michigan Department of Corrections Security Guidelines. Hospital will provide bargaining unit representatives with applicable policies and guidelines.
ARTICLE 45.0
WITHHOLDING OF PROFESSIONAL SERVICES
45.1 It is recognized that the needs for care and proper treatment of patients are of paramount importance and there should be no interference with such care and treatment.
45.2 Adequate procedures provide for the equitable settlement of grievances arising under this Agreement. The Union, and the members of the bargaining unit under this Agreement, will not engage in or encourage any strike, sit-down, stay-in, slow-down, stoppages of work, or any acts that interfere in any manner or to any degree with the services of the Hospital.
45.3 The Hospital shall have the right to discipline or discharge any Nurse participating in such interferences, and the Union agrees not to oppose such action. It is understood, however, that the Union shall have recourse to the grievance procedure as to matters of fact in the actions of such Nurses.
45.4 In the event activity prohibited by this section occurs during the life of this Agreement, the Union, its officers, agents, servants, representatives, stewards, committee persons, employees and members, and each of them, shall have an affirmative obligation and duty, and in connection therewith, shall exercise whatever powers they possess and take whatever steps are necessary and proper to end such improper activity. The Union agrees that the Hospital is entitled to expect and rely upon this section as providing the Hospital with uninterrupted operations during the life of this Agreement.
45.5 The Hospital shall not engage in a lockout of unit Nurses during the term of this Agreement.
ARTICLE 46.0
HOSPITAL ACCESS
46.1 Representatives of the Union, after first obtaining permission from the Chief Nursing Officer or designee, which permission shall not be unreasonably withheld, may visit the areas of the Hospital where the Registered Professional Nurses they represent are located for the purpose of representing such Nurses in accordance with this Agreement, providing that such visits occur at reasonable intervals during working hours and they do not interfere with the services of the Hospital.
ARTICLE 47.0
EMPLOYEES SERVING ON EMPLOYER’S COMMITTEES
47.1 Bargaining Unit Representatives will cooperate with the Chief Nursing Officer, or designee, to fill appointments to committees or other groups. Nurses may also volunteer to be on committees or other groups.
47.2 A Bargaining Unit Representative Nurse will be an observer to an administrative team meeting with pay on a quarterly basis.
47.3 Registered Nurse Practice Council (RNPC)
In the interest of good communication, to cultivate and achieve mutual understanding and cooperation and to develop responsible participation, the Registered Nurse Practice Council (RNPC) will be held by mutual consent of the parties to exchange ideas and information on special situations relating to administration and implementation of this agreement.
Members of the RNPC shall consist of an equal number of representatives from the bargaining unit and management. The members of the committee shall include the Vice-President, a member of the Negotiation and Contract Administration Committee or designated alternate, a member of the Grievance Committee or designated alternate, and a member from the Nursing Practice Committee. Guests may be invited by joint agreement of the council chairpersons. Invited guests may include unit representative(s) and any/all registered nurses regarding information or discussion of specific agenda items related to their daily practice.
War Memorial Hospital will provide an equal number of representatives to the RNPC; representation at each RNPC will be determined by the management team
of the hospital. Representation at each RNPC will include: the Nurse Executive, the Human Resources Director, and an equal number of management designated representatives.
The Registered Nurse Practice Council (RNPC) will meet quarterly on a date and time agreed upon by the council members. The date and time shall be forwarded to the staffing coordinator to ensure shift coverage, as needed, for the registered nurses participating at the RNPC meetings. The RNPC meetings shall not exceed two (2) hours in duration. The Vice-President of the bargaining unit and the Vice-President of Nursing will act as co-chairpersons of the council and will meet in advance to review and discuss agenda items that have been submitted by the bargaining unit or designated management personnel. The agenda will be disbursed to all members of the RNPC no later than 72 hours in advance, and will be in pillar format. Agenda items regarding practice concerns on a specific nursing unit must have been discussed with the Director of the unit beforehand.
In the interest of good communication a RNPC meeting may address staffing and quality patient care to share data related to staffing including staff-to-volume ratios with comparison to minimal and target standards by unit. Such data will be presented a member of the RNPC two (2) weeks prior to the next scheduled meeting date. The general purpose of the meetings will be to provide bargaining unit members meaningful input into staffing ratios, staffing mix, and delivery models. Discussion will be held regarding any issues of concern related to staffing, including reports of practice situation concerns which occurred during the period since the previous meeting, if bargaining unit members so desire. Staff who submitted practice situation concerns during the previous quarter may be invited to present their concerns if they wish to, and these individuals will be compensated for their time spent. In addition, their will be ongoing review of quality indicators including medication incidents, patient falls, patient satisfaction scores and others. A standing agenda topic will be the evaluation of improvements related to concerns addressed at the previous meeting. Topics placed in a “parking lot” from any prior meetings will have first priority on the agenda for consideration, review and/or resolution. The MNA agrees it will make a good faith effort and promptly advise War Memorial Hospital of staffing and quality concerns and to use this vehicle for resolution of concerns.
- Labor/Management Committee
In the interest of resolving issues before they become grievances, cultivating relationships and opening lines of communication, the Labor/Management Committee will be held by mutual consent of the parties on a monthly schedule.
Members of the Labor/Management Committee consist of the Director of Human Resources, the V.P. of Nursing, MNA President, and MNA Business Agent. Guests will be invited, as needed, to address topics related to specific areas of the hospital.
The agenda will be agreed upon by all parties prior to the next meeting. Meeting minutes are taken and dispersed to the team. Names may be withheld at the discretion of the Director of Human Resources.
ARTICLE 48.0
HOSPITAL POLICIES, RULES AND REGULATIONS
48.1 Hospital policies, rules and regulations shall continue to prevail limited only by the provisions of this Agreement. The Hospital and Union agree to incorporate the published Behavior Standards as an Appendix to this agreement.
48.2 War Memorial Hospital prohibits harassment of its employees, customers, or vendors in any form. Our intent is to create and maintain a work environment that promotes respect and dignity for all individuals and is free of harassment and unduly offensive behavior. Harassment, as defined in the Hospital’s Harassment Policy, is in conflict with a harmonious and productive work environment. Harassment will not be tolerated. Violation of our harassment policy may result in severe disciplinary penalties, including immediate discharge, as defined in more detail in the Hospital Work Rules and Regulations and Policy.
ARTICLE 49.0
MAINTENANCE OF DISCIPLINE
49.1 A member of management, including Directors, Patient Care Coordinators, Supervisors, Human Resources Director, and/or Vice President or designee may discipline a Nurse for just cause. Such discipline may, at the discretion of the Hospital, consist of any of the following: verbal warning, written warning, suspension or discharge. In determining appropriate disciplinary action, the seriousness of the offense, the circumstances surrounding it and the Nurse's record will be considered. Formal discipline shall remain in the employee’s official personnel file for a period of two (2) years, from the date of issue unless otherwise agreed upon in writing by both parties.
49.2 Nurse’s have the right to Union representation at meetings or conferences, which are investigative or disciplinary in nature. Where the Nurse wishes such representation, the conference shall not be held without the Nurse’s representative present. This section shall not apply to normal informational communication between the Supervisor and the Nurse.
49.3 Verbal coaching/counseling actions may be considered as supporting evidence in the formal progressive disciplinary process for up to twelve (12) months from the date issued.
ARTICLE 50.0
POSTING AND FILLING OF VACANCIES
50.1 A vacancy is a position vacated by a Nurse in this facility due to transfer, termination, conversion of a part-time position to a permanent, full-time position, or conversion of a full-time position to a permanent part-time position, in which event preference will be given to the incumbent, or positions newly created by the Nursing Administration. It is understood that should the Hospital opt not to fill the vacancy, the Hospital will discuss the impact of such decision with the Union.
50.2 When two or more Nurses are qualified for entry into the same position, preference will be given to the Nurse having the most time in service (i.e., the most bargaining unit seniority). Job qualifications for vacancies shall be determined by the Hospital. Prior to hiring from the outside, internal applicants (including graduate nurses but excluding interns) will be considered for Staff Nurse positions. The job posting will include training language so non-qualified Nurses may be considered for the job vacancy. The union representatives will be notified of any changes in a job description or qualifications. The Hospital will further agree that no job posting will be altered to eliminate or favor a particular candidate. In the event of any change in job descriptions or qualifications, the union will be furnished with a copy within ten calendar days of such change.
- A notice will be posted on the bulletin board for a period of seven consecutive days indicating the department, shift, and description of vacancy with minimum qualifications. The original posting will be valid for ninety (90) days. After which time, the position will be re-posted and open for bid. There will be no obligation for re-posting contingent positions.
50.4 A selection will be made within ten (10) working days after the posting period unless Administration notifies the Union in writing when, why and how much additional time is needed in the selection period. Posting offers will be accepted or refused within three business days of said offer. The accepting Nurse will be notified in writing of her selection and the effective day of the posting award. A copy of the signed postings shall be provided to the Union upon request. Any wage increase shall be paid when duties are assumed in the new position. A Nurse who feels that she has not been given proper consideration may have recourse through the grievance procedure.
50.5 A Nurse selected may serve a trial period in the new position, not to exceed ten (10) scheduled days, with the discretion of the Clinical Director to extend the trial period for another ten (10) scheduled days, on written notice to the Nurse, during which the Nurse may be returned to the Nurse's former position. A Nurse may voluntarily return to the Nurse's former position, while in the trial period, if the Nurse gives the Chief Nursing Officer ten (10) days advance notice in writing of such decision during the trial period.
50.6 Temporary Postings
The Hospital shall have the right to create and fill temporary positions and hold the previous position of the person in the temporary posting for up to one hundred and eighty (180) calendar days. Such period may be extended by mutual consent of the Hospital and the Union.
In the event the temporary status is removed from a position, the position will be reposted.
50.7 The Hospital will make every effort to place the Nurse who bids on, and is awarded a position in a different department, into that position as soon as practical following the date the position was awarded. If the Hospital is not able to place the Nurse within 45 days following the date the position was awarded, it will add $1 per hour to the hourly rate of the Nurse who was awarded the position beginning on the 46th day following the awarding of the position. This differential shall continue until the 60th day from the date the Nurse was awarded the position or until the Nurse is transferred by the Hospital. It is understood that no later than the 60th day, the Nurse shall be placed into the awarded position and the $1 differential will be discontinued unless an extension is mutually agreed upon by both parties.
50.8 Result of a Displacement Due to the Decision of an Arbitrator or Adjustment of a Grievance
If a Nurse is improperly awarded a posting and another Nurse is awarded the posting via the grievance procedure, the displaced Nurse shall have the right to sign any available posting in the bargaining unit and shall have bumping rights to old position.
50.9 In situations where a nurse is awarded a position in which they do not meet the minimum required qualifications and training is offered by the Hospital, the nurse may not bid on a position posted outside the new unit until completing twelve (12) months of service following completion of training.
50.10 In situations where a Nurse is awarded a position they are qualified for, the Nurse may only bid on a position posted outside his or her department after completing six (6) months of service within his/her department. This may be waived with the decision being made jointly by the Union and Management at a special meeting. The above shall not apply to Nurses who transfer from one department to another by bumping a less senior Nurse in a different classification in accordance with the Article titled “Reduction in Work Force Recalls.”
ARTICLE 51.0
RESIGNATION BY A NURSE
51.1 At least four (4) weeks written notice of resignation of employment shall be given by nurses. Failure of the Nurse to give written notice within the times specified herein shall automatically forfeit all terminal benefits. However, in unusual circumstances the four-week notice may be waived.
51.2 Upon separation from employment after two (2) years of service, a Nurse’s accrued hours in their PTO bank will be paid to the Nurse or his/her designated survivor at their current base rate. Accrued PTO banked hour pay out is available when Nurse resigns/retires and works the four (4) weeks notice period (notice not required for death or disability). Nurses using unscheduled PTO during the four (4) weeks notice period will be charged two hours from their PTO bank for each hour of unscheduled PTO with the exception of: Jury Duty, Military Orders, Approved Leaves of Absence, Occupational Injury/Illness, or Hospitalization.
51.3 If a Nurse reduces their status to contingent, or intermittent, they may opt to be paid out their accrued PTO time as defined above. If the Nurse elects this option, pay out shall occur at the time they reduce their status after the request is put in writing to the Director.
ARTICLE 52.0
REDUCTIONS IN WORK FORCE AND RECALLS
52.1 When the size of the work force is to be reduced, probationary Nurses in each classification affected will be laid off first. Thereafter, seniority Nurses in each affected classification shall be laid off, starting from the bottom of the seniority list.
Notices of lay-off or recall may be given in person, by phone, or by registered or certified mail. In the case of notice given in person or by phone, the Hospital
shall promptly thereafter give the Nurse and the Union a written memorandum that it has given such notice. In the case of notice given by mail, the nurse’s last address of record with the Hospital shall be used.
A Nurse may lose seniority as a result of a one year layoff, or of failure to respond within the time limit to a notice of report for work.
52.2 Staff reductions will be made on the basis of patient census, patient acuity, and the economic requirements in providing the service.
52.3 A displaced Nurse’s bumping rights shall be good for three week days (i.e. Friday, Monday, Tuesday) after receipt of written notification of layoff. The Nurse’s bumping decision must be received by the Hospital in writing and with a copy to the union prior to the expiration of the three days. After that, it will be considered that the Nurse has forfeited such rights. A displaced Nurse’s bumping rights shall be good for three week days (i.e. Friday, Monday, Tuesday) after receipt of written notification of closing the unit or job elimination.
52.4 If the Hospital activity dictates the closure of a unit, or job elimination, the following procedure will be used:
A. Nurses stationed on the closed unit, or any other permanent reduction in nursing staff, may bump into other unit positions according to their:
1. Seniority where qualified.
2. Recall or laid off Nurses will be made in the reverse order of layoffs.
3. A Nurse may bump a same or lower FTE position.
B. Minimum of basic job orientation shall be deemed as a minimum of two days and a maximum of ten days, which are provided to the Nurse for job orientation and not considered a training period. The Hospital has the right to determine if a Nurse has the skills and ability required to function immediately in a position with a minimum of basic job orientation. If the Hospital determines after an orientation that a Nurse does not have the required skills and ability, the Nurse will be laid off.
ARTICLE 53.0
TERMS OF THIS AGREEMENT
53.1 This Agreement shall be effective as of the 1 January 2010, and shall continue in effect through December 31, 2014 after which date this Agreement shall automatically terminate.
The parties recognize that this Agreement is subject to the Constitution and Laws of the United States and the State of Michigan.
The Union agrees to duplicate and the Hospital agrees to distribute a copy of this Agreement to each Registered Professional Nurse employed by the Hospital during the term of this Agreement.
The Agreement shall be binding upon the parties hereto and their successors and assigns for the Hospital and the Union.
Dated: __________________________
FOR WAR MEMORIAL HOSPITAL:
___________________________________
___________________________________
___________________________________
FOR UNION:
___________________________________
___________________________________
___________________________________
___________________________________
___________________________________
APPENDIX A
APPENDIX A
Based on the recruitment needs of WMH, on a case-by-case basis the hospital may exercise its discretion in offering recruitment bonuses to Nurses provided it is offered and received before the Nurses 90 day probationary period. It is agreed that the hospital has the right to establish a term of employment in return for payment, as addressed in a Recruitment Agreement between the Nurse and the Hospital. In addition, management, under the Relocation Expenses Policy, may offer Nurses relocation assistance up to $2,500 provided receipts are presented for reimbursement.
APPENDIX A
(Prior to Compression)
| 2010 MNA Seniority Pay Scale – Step Determination Worksheet
Nurse’s Name: | |||
| The Hospital reserves the right to audit and verify any and all evidence submitted to establish a nurse’s step placement. Any attempt to falsify a nurse’s experience shall subject the nurse to corrective action, up to and including discharge or disqualification from employment. | |||
| War Memorial Hospital |
Step | ||
| Date: | Yrs | Mo | |
| Date: | Yrs | Mo | |
| Hospital/Acute, Other Experience |
Subtotal x 75% =
Step | ||
| Name/Date: | Yrs | Mo | |
| Name/Date: | Yrs | Mo | |
| Name/Date: | Yrs | Mo | |
| Name/Date: | Yrs | Mo | |
| Name/Date: | Yrs | Mo | |
| Subtotal: | Yrs | Mo | |
| Other RN Experience |
Subtotal X 50% =
Step | ||
| Name/Date: | Yrs | Mo | |
| Name/Date: | Yrs | Mo | |
| Subtotal: | Yrs | Mo | |
Total of Steps: __________________ Starting Base Rate of Pay: $ ___________
(Rounded to nearest step)
PTO Accrual Rate = Table 1: __ 1 Yr, 2 Yr __, or __ 5 Yrs
________________________________________
Human Resources Signature 1 Mo .08 PTO Accrual Rate Conversion**
2 Mo .17 Total Steps 1 = 1 Yr (80 hrs) 3 Mo .25 Total Steps 2-4 = 2 Yrs (100 hrs)
4 Mo .33 Total Steps 5+ = 5 Yrs (120 hrs)
5 Mo .42
6 Mo .50
7 Mo .58
8 Mo .67
9 Mo .75
10 Mo .83
11 Mo .92
APPENDIX A
(Conditions are met for Compressed Wage Scale Implementation in 2011)
| 2011-2013 MNA Seniority Pay Scale – Step Determination Worksheet Nurse’s Name: | |||
| The Hospital reserves the right to audit and verify any and all evidence submitted to establish a nurse’s step placement. Any attempt to falsify a nurse’s experience shall subject the nurse to corrective action, up to and including discharge or disqualification from employment. | |||
| War Memorial Hospital |
Step | ||
| Date: | Yrs | Mo | |
| Date: | Yrs | Mo | |
| Hospital/Acute, Other Experience |
Subtotal x 75% =
Step | ||
| Name/Date: | Yrs | Mo | |
| Name/Date: | Yrs | Mo | |
| Name/Date: | Yrs | Mo | |
| Name/Date: | Yrs | Mo | |
| Name/Date: | Yrs | Mo | |
| Subtotal: | Yrs | Mo | |
| Other RN Experience |
Subtotal X 50% =
Step | ||
| Name/Date: | Yrs | Mo | |
| Name/Date: | Yrs | Mo | |
| Subtotal: | Yrs | Mo | |
Total of Steps: __________________ Final Base Rate Step Conversion *: ___________
(Rounded to nearest step)
PTO Accrual Rate = Table 1: __ 1 Yr, 2 Yr __, or __ 5 Yrs
Starting Base Rate of Pay: $ ___________
1 Mo .08 Base Rate Step Conversion* PTO Accrual Rate Conversion**
2 Mo .17 1 = 1 Total Steps 1 = 1 Yr (80 hrs)
3 Mo .25 2 = 2 Total Steps 2-4 = 2 Yrs (100 hrs)
4 Mo .33 3 = 3 Total Steps 5+ = 5 Yrs (120 hrs)
5 Mo .42 4 = 4
6 Mo .50 5 = 5
7 Mo .58 6-7 = 6
8 Mo .67 8 = 7
9 Mo .75 9-10 = 8 ____________________________________________
10 Mo .83 11-13 = 9 Human Resources Signature
11 Mo .92 14 = 10
15-17 = 11
18+ = 12
APPENDIX B
CLINICAL RECOGNITION PROGRAM
WMH recognizes that the Registered Nurse (RN) holding a national certification, or other certifications defined below, is likely to work at a higher level of skill and competency.
There are learned competency skills and certifications required to perform certain skills for certain nursing work. These skills are valued, and in some departments, a requirement to hold specific positions.
The hospital would like to financially recognize the higher level of skill and knowledge required to obtain a national certification, advanced provider skills and competencies, and the ability to provide education to peers. Premiums, as listed below, are applicable for current certifications. The Nurse will provide updated certification information to the Human Resources Department prior to the expiration, to maintain the certification pay. The Nurse must gain approval from their Director stating that the area of certification is relevant to their position (e.g., an ER Nurse may not receive National Certification Pay for obtaining/holding a CNOR certification unless cross trained to Surgical Services).
- National Certification
Each nurse who holds one or more national certification(s) as listed below will receive $1.00 added to their base rate of pay the first pay period after presentation of the certificate to the HR Department.
The following certifications are acceptable to Nurses working in the departments indicated below:
ER: CEN, CPN
OR: CNOR, CRNFA, CAPA, CPAN, CGRN
Occ Health: ABOHN
Inf. Therapy: OCN, COCN, CRN
Amb Surgery: ANCC, CAPA, CPAN
MDS: RAC-CT
LTC: CCCN, CHPN, CRRN, CWCN, CWOCN
UR: CPUR, CPUM, CCM
Med/Surg: CHPN, CMSRN, CPN, RN-C (Cardiac), CCM, OCN, CURN, CWCN, CWOCN, CCRN CSC, CMC, RN-BC, CRRN
ICU: CCRN, CSC, CMC, RN-C (Cardiac), RN-BC, CWCN, CWOCN
Renal: CDN, CNN
OB: IBCLC, RNC-OB, RNC-MNN
Psychiatric: PMHN
Cardiopulmonary: RN-C, RN-BC, CSC
- Instructors of Advanced Practice Skills i.e. NRP, PALS, ACLS, ATLS, BLS, TNCC
For time spent maintaining their instructor certification, preparing class materials, setting up the class environment, teaching the class, and finalizing class results, the registered nurse will receive $1.00 per hour added to their base rate of pay. The hours worked will require Director pre-approval.
- The Nursing Education Team
WMH recognizes these nurses as experts in their area of instruction, and will add $1.00 to their base rate of pay for each hour spent performing education day duties/activities. The hours worked will require Director pre-approval.
- Advanced Practice or Master’s Prepared Nurses holding a staff nurse position
WMH recognizes that these nurses bring a level of expertise and knowledge to the care of their patients, and will add $1.00 to their base rate of pay on the first pay period after presentation of their diploma to the HR department.
APPENDIX C
PAID TIME OFF (PTO)
A Nurse’s placement on the PTO schedule will be determined by the length of service as measured from her date of hire by the Hospital. Upon successful completion of ninety (90) calendar days, an eligible Nurse shall be able to use accrued Paid Time Off.
Part-time Nurses accrue Paid Time Off benefits prorated in accordance with hours worked during their anniversary year.
PTO may be unscheduled or scheduled as defined in Articles 25.0 and Article 27.0. PTO shall be taken in one (1) hour increments. Scheduled and/or Unscheduled PTO time must be entered into the time and attendance system by the Nurse in order to receive pay. If the Nurse fails to enter the PTO time, it will be paid on the following pay period of the PTO being taken. PTO pay shall be computed at the Nurse's base hourly rate. Employees may supplement STD payments with accrued PTO.
PTO time may be carried over from one year to the next. The maximum time that can be accumulated by a Nurse is two (2) times the annual allowance*. PTO will not accrue beyond the maximum amount. Should an exception need to be made because of an extenuating circumstance, prior approval from the Director and Chief Nursing Officer must be obtained. No more than a 90 day extension can be granted.
*For Nurses who were employed on the discontinuation date that have Sick Leave Bank hours transitioned to PTO bank hours have a grace period of three (3) years to reduce their PTO bank hours to two (2) times the annual allowance.
PTO ACCRUAL RATES
Table 1: PTO Accrual Rates Effective for new employees hired after first full pay period after October 1, 2007 (Effective October 7, 2007):
| Seniority | 8/10 Hour Nurse (Full & Part Time) | 12 Hour Nurse (Full & Part Time) | PTO Hours Based on Full-Time Hours |
| 1 YR | .03846 | .04273 | 80 |
| 2 YRS* | .04808 | .05342 | 100 |
| 5 YRS* | .05769 | .06410 | 120 |
| 10 YRS | .07692 | .08547 | 160 |
| 15 YRS | .09615 | .10684 | 200 |
| 20 YRS | .11538 | .12821 | 240 |
(Applicable to TABLE 1 Only) *Nurses who have Total Steps of 2 or more on their MNA Seniority Pay Scale – Step Determination Worksheet will start at the 2 or 5 YRS Seniority PTO Accrual Rates per the Worksheet. The Hospital will adjust Nurses hired after October 1, 2007 with Total Steps of 2 or more (on a current/updated “MNA Seniority Pay Scale Step Determination Worksheet”) to the 2 or 5 YRS Seniority PTO Accrual Rates the first pay period of January 2010 or after ratification; whichever is later.
Table 2: PTO Accrual Rates Effective October 7, 2007 for Nurses Hired after 1/1/04 and prior to 8/26/07:
| Seniority | 8/10 Hour Nurse (Full & Part Time) | 12 Hour Nurse (Full & Part Time) | PTO Hours Based on Full-Time Hours |
| 1 YR | .05769 | .06410 | 120 |
| 3 YRS | .06923 | .07692 | 144 |
| 5 YRS | .07692 | .08547 | 160 |
| 7 YRS | .08846 | .09829 | 184 |
| 10 YRS | .09615 | .10684 | 200 |
| 15 YRS | .11538 | .12821 | 240 |
Table 3: PTO Accrual Rates Effective October 7, 2007 for Nurses Hired before 1/1/04:
| Seniority | 8/10 Hour Nurse (Full & Part Time) | 12 Hour Nurse (Full & Part Time) | PTO Hours Based on Full-Time Hours |
| 1 YR | .06923 | .07692 | 144 |
| 3 YRS | .08076 | .08974 | 168 |
| 5 YRS | .08846 | .09829 | 184 |
| 7 YRS | .10000 | .11111 | 208 |
| 10 YRS | .10769 | .11965 | 224 |
| 15 YRS | .12692 | .14102 | 264 |
APPENDIX D
AGREEMENT ON DUAL RATE PAYMENT FOR AIR AND
GROUND AMBULANCE TRANSFERS
- MNA acknowledges and agrees that employees covered under this agreement who accompany air and ground transfers and performing a different type of work than their regularly assigned duties. For that reason, those employees shall be paid a transfer bonus only when performing such work.
- Employees accompanying transfers will be paid during overtime hours at the rate of not less than one and one-half times the hourly on-overtime rate established for the type of work the employee is performing during such overtime hours, in compliance with all applicable State and Federal Laws.
- The rate in effect for all transfers shall be the employee’s straight time hourly rate pursuant Appendix A of the Agreement, plus a one time lump sum “Transfer Bonus” payment per run as follows:
Air Transfers:
All $50.00
Ground Transfers:
Northern Michigan Hospital/Traverse City/Marquette $50.00
Ann Arbor/Grand Rapids/Lansing/Detroit $75.00
- The Transfer Bonus will be included in determining an employee’s regular rate of pay for purposes of overtime computation only as it applies to the rate in effect at the time the overtime work is being performed. The Transfer Bonus will not be included in the computation of overtime when an employee is performing work other than air and ground transfers. The computation of overtime, if applicable, for the rate in effect at the time of a transfer shall be as follows:
- Multiply the straight time hourly rate by all hours worked accompanying the transfer.
- Add the applicable Transfer Bonus payment to the amount in (a).
- Divide the amount in (b) by only the number of hours worked accompanying the transfer.
- Divide the amount in (c) by two (2). This is the amount of additional compensation due only for those hours in excess of forty (40) hours, which were worked on the transfer.
EXAMPLE
Employee has worked 35 hours performing the regular duty in a given work week. Employee then works the next 10 hours on a ground ambulance transfer.
Upon returning from the ground ambulance transfer, the employee works 5 more hours at the regular duty.
Assuming employee’s straight time hourly rate of pay is $10.00 per hour and employee will receive the $50.00 transfer bonus, compensation will be computed as follows:
$10.00 per hour for 35 hours = $350.00
$10.00 per hour for next 10 hours = $100.00
Transfer bonus = $50.00
Overtime premium for 5 hours worked in excess of 40 hours while on ground ambulance transfer:
10 hours pay plus transfer bonus $100.00 + $50.00 = $150.00
Divided by total hours worked at the rate in effect:
$150.00/10 = $15.00 (effective hourly rate)
Divided by 2 to determine overtime premium: $15.00/2 = $7.50
Multiply $7.50 by all hours worked in excess of 40 hours while on ground ambulance transfer: $7.50 x 5 hours = $37.50
$10.00 per hour for next 5 hours worked at regular duty: $10.00 x 5 = $50.00
Overtime premium for 5 hours worked at regular duty at time and one-half;
$10.00/2 = $5.00
$5.00 premium x 5 hours worked = $25.00
Total all: $350.00
$100.00
$ 50.00
$ 37.50
$ 50.00
$ 25.00
Total: $612.50
- Employees will be reimbursed up to a maximum $15.00 for meals purchased while on a transfer. A receipt will be required for reimbursement.
- Employees will be reimbursed for any cost incurred because of being stranded, i.e., motel, meals, rental cars, etc. Receipts will be required for reimbursement. If stranded, employees will be paid for all hours that are compensable under applicable State and Federal Laws.
APPENDIX E
WAR MEMORIAL HOSPITAL OB/WOMEN’S HEALTH CENTER
LETTER OF AGREEMENT BETWEEN
WMNA AND WAR MEMORIAL HOSPITAL
FINAL REVISION: FEBRUARY 18, 2008
DEPARTMENT: OB/WOMEN’S HEALTHCENTER
SUBJECT: ONCALL REGISTERED NURSE STAFFING GUIDELINES
OBJECTIVE: To provide criteria for registered nurse on-call staffing in the OB/Women’s HealthCenter. These guidelines will provide for patient safety and maintain registered nursing care services for any/all pregnant patients of the OB/Women’s Health Center of a gestational age of twenty-four (24) weeks or greater. The on-call registered nurse will report to the OB/Women’s HealthCenter to care for patients as assigned by the director of the OB/Women’s HealthCenter, the supervisor, or other management designee.
EMTALA guidelines require obstetrically trained registered nurses, or physicians, to be onboard ambulance transfers in specific cases. Ambulance transfers of obstetrical patient(s), requiring an obstetrically trained registered nurse, will first be selected by a volunteer list basis. In the event no obstetrically trained registered nurse is available, contract language regarding seniority and/or bumping language will be applied in the selection of the registered nurse assigned to the ambulance transfer.
Registered nurses scheduled to be on-call for the OB/Women’s HealthCenter agree to be on-call primarily for those patients who are twenty-four (24) weeks or greater gestation and/or postpartum incorporating the staffing requirements set forth in the Staffing Guidelines of the OB/Women’s HealthCenter.
Response time for the on-call registered nurse for the OB/Women’s HealthCenter will be as defined in the current collective bargaining agreement, Article 15.2-B, page 26. This language states: “In all other departments, on-call Nurses are required to be available to report to work as soon as possible but no later than 60 minutes after notification or as prearranged.”
ON-CALL SCHEDULING POLICY: All current job postings and job descriptions of the OB/Women’s HealthCenter state “on-call required.”
- A master on-call schedule will include all registered nurse staff currently employed in the OB/Women’s Health Center, defined as:
- All contingent registered nurses;
- All full-time registered nurses;
- All part-time registered nurses.
- The master on-call schedule will not include cross trained registered nurses. To remain competent in the care of patients in the OB/Women’s Center of Health, cross trained registered nurses may fulfill their cross training agreement(s) by:
- Taking on-call for a registered nurse employed in the OB/Women’s Center of Excellence;
- Pick up open on-call shifts on the master on-call schedule;
- Pick up on-call shifts that become available on the pre-schedule;
- Pick up on-call shifts that become available on the final schedule;
- Pick up any additional on-call shifts deemed necessary by the Director of the OB/Women’s Center of Excellence, nursing supervisor, or staffing coordinator;
- Pick up any additional on-call shifts in 4, 6, 8, 12 hour blocks of time.
- Each fulltime or part-time registered nurse of the OB/Women’s Health Center will be scheduled for 24-hours of on-call in a four week scheduling period. Contingent registered nurses of the OB/Women’s Health Center will be scheduled 12-hours on-call in a four week scheduling period. Contingent registered nurses of the OB/Women’s Health Center may schedule on-call shifts in 4, 6, 8, or 12 hour blocks of time. Any registered nurse of the OB/Women’s Health Center may volunteer to pick up more hours of on-call.
- During scheduled paid time off, the registered nurse will not be required to pick up an additional shift of on-call. Registered nurses will not be permitted to schedule paid time off for their scheduled on-call shift without permission of the director or management designee.
- Coverage of unscheduled paid time off will be consistent with the language of the current MNA contract, including the incorporation of the following:
- Calls for coverage will be made in order of seniority including all contingent and cross trained registered nurses qualified to work in the OB/Women’s Health Center;
- A total of one round of calls will be made for coverage of unscheduled paid time off if time permits;
- Upon request, a record of the round of calls will be kept/made available in the staffing office, with the Director of the OB/-Women’s Health Center, and provided to the President, or designee, of the WMNA;
- When no replacement has been obtained, utilizing the round of calls system, the on-call registered nurse will report for work according to the guidelines outlined in the current MNA contract;
- At times when a qualified registered nurse notifies the employer that they are available to complete all or part of the shift related to the round of calls, the on-call registered nurse has first choice to report to work for all or part of the on-call shift.
- Registered nurses of the OB/Women’s Health Center, being scheduled on-call, may:
- Opt to trade an on-call shift with another registered nurse in the department;
- Opt to trade an on-call shift for another open on-call shift hole that appears on the pre-schedule or final schedule;
- Opt to give their on-call shift to another registered nurse who is equally trained as a C1 or C2 qualified to work in the OB/Women’s Health Center;
- Opt to pick up or change their on-call shift requirement, on a final schedule, in increments of 12 hours unless otherwise approved by the Director of the OB/Women’s Health Center, supervisor, or member of the management team;
- Opt to volunteer to be scheduled more than their master on-call schedule in increments of 4,6,8, or 12 hours unless otherwise approved by the Director of the OB/Women’s Health Center, supervisor, or member of the management team.
- Registered nurses of the OB/Women’s Health Center who elect to pick up a 12 hour shift of work may have the option to eliminate their regularly scheduled master on-call shift during the schedule week of the occurrence.
- Registered nurses working in the OB/Women’s Health Center will not be knowingly scheduled to work more than 16 consecutive hours unless permission is verified with a member of the administration.
ON-CALL SCHEDULING:
- On-call for the OB/Women’s Health Center will be:
- Monday through Friday commencing at 7 p.m. and ending at 7 a.m.;
- Saturday and Sunday commencing at 7a.m. and ending at 7 p.m. or commencing at 7 p.m. and ending at 7 a.m.;
- During normal business hours, in the absence of the Director of the OB/Women’s Health Center, attempts will be made to secure on-call coverage;
- The master on-call schedule will be developed by union seniority with the incorporation of a C1 or C2 status of the registered nurse as determined by the Director of the OB/Women’s Health Center;
- Registered nurses of the OB/Women’s Health Center who are scheduled to work every other weekend will not be required to take on-call on their weekends off unless the registered nurse volunteers.
- On-call shifts will be treated like regular shifts and any changes to the on-call schedule will follow the language of the current MNA contract.
- The decision to utilize the on-call registered nurse will be made by the Clinical Director of the OB/Women’s Health Center, the nursing supervisor, or member of the management team.
- Registered nurses on-call may utilize the pagers located in the OB/Women’s Health Center narcotics cupboard. Registered nurses on-call must be available via pager, cell phone, or home telephone at all times.
APPENDIX F
War Memorial Hospital
Our Mission
Our commitment is to improve the quality of life and health through partnerships with those we serve.
Behavior Standards
Communication
- I will apply the AIDET principles when interacting with patients/customers. (Acknowledge, Introduction, Time Expectation, Explanation and Thank You)
- I will make eye contact.
- I will support a free exchange of ideas and opinions at all levels of the organization.
- I will read the bulletin boards by pillar to keep myself informed. (People, Quality, Finance, Growth, Service).
- I will support the flow of information. (vertical and horizontal)
- I will be responsible for attending and participating in department staff meetings.
- I will follow standard email etiquette.
Appearance
Personal Appearance:
- I will adhere to the dress code (see HR Policies in Meditech)
- I will dress professional, tasteful, neat and clean.
- I will wear my ID badge at all times when on duty.
- I will display excellent personal hygiene at all times.
Facility Appearance:
- I will keep my personal work area neat & clean.
- I will pick up litter and dispose of it properly.
- I will clean up spills and return equipment to its proper place in a timely fashion.
- I will report broken equipment and remove from area of use.
- I will return equipment to its proper place.
- I will assist in keeping both public and private areas neat and clean.
Integrity
- I will be professional by taking ownership of my job duties.
- I will be professional by being trustworthy and honest.
- I will be professional by taking pride in my organization.
- I will be professional by not allowing interpersonal relationships to interfere with my work flow.
- I will be professional by treating everyone as a professional.
- I will never be rude or inconsiderate.
Attitude
- I will show compassion by accepting others concerns as my own.
- I will show consideration for others by treating everyone as the most important person. Rudeness and sarcasm are never appropriate.
- I will accept constructive criticism.
- I will address problems in a professional respectful manner.
- I will smile and make eye contact.
Service
Confidentiality:
- I will follow HIPPA rules and regulations.
- I will not discuss confidential information in public areas.
- I will not share information with family, friends or community members.
- I will not divulge or seek to collect patient information unless it relates to my job duties.
- I will not access department census information unless it is required to do my job.
- I will place appropriate material with patient/employee identifying information in the appropriate receptacle for shredding.
Customer First:
- I will treat everyone as if they are the most important person in our facility.
- I will be courteous and friendly.
- I will use good manners. (Please, thank you, excuse me)
- I will ask people in the hallways who appear to need assistance, if I can help them.
- I will acknowledge patient dissatisfaction; apologize for the inconvenience, strive to remedy the situation. If I am unable to remedy the situation, I will find someone who can.
- I will make every effort to respect patient privacy and treat all with dignity. (Close curtains, bathroom doors, gowns, offer choices, blankets, etc.)
- I will be sensitive to everyone’s physical, emotional and psychosocial needs.
- I will make every effort to assure patient comfort.
Elevator Etiquette:
- I will let patients go first.
- I will hold the door for those arriving.
- I will acknowledge which floor.
- I will wait for riders to exit prior to entering.
Commitment to My Co-Workers
- I will respect my fellow co-workers by not indulging in hurtful conversation (i.e., avoid gossiping, backstabbing and bullying).
- I will not engage in the “3B’s (Bickering, Back-biting and Blaming). I will practice the “3C’s” (Caring, Committing and Collaborating) in my relationship with you and ask you to do the same with me.
- I will always be open to give help, ask for help and accept help.
- I will talk to you promptly if I am having a problem with you in a private location. The only time I will discuss it with another person is when I need advice or help in deciding how to communicate with you appropriately.
- I will remember that neither of us is perfect and that human errors are opportunities, not for shame of guilt, but for forgiveness and growth.
- I will respect and treat all co-workers equally irregardless of a person’s work experience or job position.
- I will provide positive feedback to my co-workers for their quality of work and contribution to our organization.
- I will arrive and be ready to perform my job duties at my scheduled time. I will honor the time and attendance policy.
- I will put work first, while on duty.
- I will be a positive example for others.
Management
- I will schedule regular meetings to share organization information with my staff.
- I will reward and recognize employee’s work performance.
- I will have private conversations with employees to provide constructive criticism.
- I will follow professional standards by separating personal relationships.
- I will provide consistent interdepartmental enforcement of work rules.
- I will solicit and provide peer input on annual performance evaluations.
VALUES STATEMENT
We believe all people are entitled to an environment that encourages:
- teamwork and communication while preserving individuality and confidentiality;
- honesty, compassion, and dignity in an atmosphere of mutual trust.
We RESPECT our customers, organization, and each other through:
Responsibility – to our community
Excellence – in health care
Sensitivity – to the needs of others
Professionalism – in performance
Education – for improvement
Commitment – to quality
Togetherness – with total dedication to our Values
Written and developed by War Memorial Hospital Employees.
My signature below indicates that I have been given a copy of War Memorial Hospital Behavior Standards.
I will try to uphold these Standards to the best of my ability.
Name: ______________________________ Date: _______________________
APPENDIX G
