Common use of League/1199SEIU/Health Care Industry Job Security Fund Clause in Contracts

League/1199SEIU/Health Care Industry Job Security Fund. 1. The Union and the League agree to continue the 1199 Job Security Fund program in order to place Employees threatened with layoff in vacancies and retrain those who cannot immediately be placed. 2. In the event that a layoff cannot be avoided, this program is intended to assist the institution in retaining trained Employees within the League regardless of the circumstance of any particular League member. All regular full-time Employees who have com- pleted their probationary period and part-time Employees as set forth below shall be eligible for this program. In no case, however, shall an Employee be entitled to supplemental income for a period longer than his/her length of employment. 3. Part-time Employees who have completed their proba- tionary period will be covered by the Job Security Fund in the event of lay-off, provided the following: (a) A part-time Employee must be eligible to receive unemployment insurance. All part-time Employees eligible to receive unemployment insurance who are laid off are eligible for Job Security funding provided they have served for a minimum of ninety (90) days and have worked a minimum of seven (7) hours per week (35 hour work week) or seven and one-half hours (37- 1/2 hour work week). Laid off part-time Employees who satisfy all the conditions set forth at subsection 6(a) of this Article IXA(B) shall be eligible for Job Security payments until the expiration of this Agreement, or for two (2) years, whichever is greater, but not to exceed the period of the Employee’s continuous service. (b) Any part-timer who is laid off and is not eligible to receive Job Security payments will be entitled to participate in the hiring process. (a) The JSF will be financed by an Employer contribu- tion equal to one-quarter percent (.25%) of gross payroll of the Employees for the preceding month exclusive of amounts earned by the Employees during the first two (2) months following the beginning of their employment. (b) If the Fund balance reaches a five million dollar ($5 million) level for League institutions the requirement to pay one- quarter percent (.25%) of gross payroll shall be discontinued and shall only be re-instituted if the amount falls below five million dollars ($5 million).* (c) During the period of this Agreement, if the assets of the JSF fall below one million dollars ($1 million) an amount equal to one (1) month of PF contributions shall be paid to the JSF and no contribution will be required to be made to the Pension Fund in that month. (d) The JSF contribution shall be diverted to the TUF as provided in Exhibit E to this Agreement (pp. 110-112). 5. The Job Security Program will be implemented in the fol- lowing manner: (a) Institutions which, for economic or other reasons, must retrench Employees in any title represented by the Union agree to provide thirty (30) days notice. (b) Every affected Employee will be immediately referred to the JSF for evaluation and counseling. Any affected Employee shall have the right to a vacant job in the same classification or group (where applicable) in any League institution. (c) During the notice period, the institution will make every effort to find comparable employment at the institution. (d) Once the JSF and the Union have been advised of a layoff at any member institution, and the JSF has so advised other League institutions, no member institution may hire into that title without first allowing the JSF to make the job available to Employ- ees subject to layoff. If there is more than one job available in a classification, an Employee may choose where to be placed. If more than one Employee selects a job, Employees shall be placed in seniority order. (e) Employees who are placed in another member insti- tution shall retain their recall rights and their seniority for the pur- poses of benefit entitlement. (f) During the notice period the Employee will be entitled to attend any interviews scheduled by the Placement Service without loss of pay. (g) If the Employee is not hired during the notice period, he or she will be referred to the JSF for evaluation and placement in an appropriate training program if applicable. (h) A laid off Employee who complies with the rules and regulations of the JSF, including participation in training as deter- mined by the JSF Trustees, shall (1) be entitled to receive Supple- mental Unemployment Benefit (SUB) payments and benefits, and *This provision shall be suspended for the duration of this Agreement (July 1, 2007 through September 30, 2011), provided however that in the event the cap is reached, CIPC shall determine whether, and if so where, the 0.25% contribution shall be diverted.

League/1199SEIU/Health Care Industry Job Security Fund. 1. The Union and the League agree to continue the 1199 Job Security Fund program in order to place Employees threatened with layoff in vacancies and retrain those who cannot immediately be placed. 2. In the event that a layoff cannot be avoided, this program is intended to assist the institution in retaining trained Employees within the League regardless of the circumstance of any particular League member. All regular full-time Employees who have com- pleted completed their probationary period and part-time Employees as set forth below shall be eligible for this program. In no case, however, shall an Employee be entitled to supplemental income for a period longer than his/her length of employment. 3. Part-time Employees who have completed their proba- tionary probationary period will be covered by the Job Security Fund in the event of lay-off, provided the following: (a) A part-time Employee must be eligible to receive unemployment insurance. All part-time Employees eligible to receive unemployment insurance who are laid off are eligible for Job Security funding provided they have served for a minimum of ninety (90) days and have worked a minimum of seven (7) hours per week (35 hour work week) or seven and one-half hours (37- 37-1/2 hour work week). Laid off part-time Employees who satisfy all the conditions set forth at subsection 6(a) of this Article IXA(B) shall be eligible for Job Security payments until the expiration of this Agreement, or for two (2) years, whichever is greater, but not to exceed the period of the Employee’s continuous service. (b) Any part-timer who is laid off and is not eligible to receive Job Security payments will be entitled to participate in the hiring process. (a) The JSF will be financed by an Employer contribu- tion contribution equal to one-quarter percent (.25%) of gross payroll of the Employees for the preceding month exclusive of amounts earned by the Employees during the first two (2) months following the beginning of their employment. (b) If the Fund balance reaches a five million dollar ($5 million) level for League institutions the requirement to pay one- one-quarter percent (.25%) of gross payroll shall be discontinued and shall only be re-instituted if the amount falls below five million dollars ($5 million).*million).∗ (c) During the period of this Agreement, if the assets of the JSF fall below one million dollars ($1 million) an amount equal to one (1) month of PF contributions shall be paid to the JSF and no contribution will be required to be made to the Pension Fund in that month. (d) The JSF contribution shall be diverted to the TUF as provided in Exhibit E to this Agreement (pp. 110-112). 5. The Job Security Program will be implemented in the fol- lowing following manner: (a) Institutions which, for economic or other reasons, must retrench Employees in any title represented by the Union agree to provide thirty (30) days notice. (b) Every affected Employee will be immediately referred to the JSF for evaluation and counseling. Any affected Employee shall have the right to a vacant job in the same classification or group (where applicable) in any League institution. (c) During the notice period, the institution will make every effort to find comparable employment at the institution. (d) Once the JSF and the Union have been advised of a layoff at any member institution, and the JSF has so advised other League institutions, no member institution may hire into that title without first allowing the JSF to make the job available to Employ- ees Employees subject to layoff. If there is more than one job available in a classification, an Employee may choose where to be placed. If more than one Employee selects a job, Employees shall be placed in seniority order. (e) Employees who are placed in another member insti- tution institution shall retain their recall rights and their seniority for the pur- poses purposes of benefit entitlement. (f) During the notice period the Employee will be entitled to attend any interviews scheduled by the Placement Service without loss of pay. (g) If the Employee is not hired during the notice period, he or she will be referred to the JSF for evaluation and placement in an appropriate training program if applicable. (h) A laid off Employee who complies with the rules and regulations of the JSF, including participation in training as deter- mined determined by the JSF Trustees, shall (1) be entitled to receive Supple- mental Supplemental Unemployment Benefit (SUB) payments and benefits, and *∗ This provision shall be suspended for the duration of this Agreement (July 1, 2007 through September 30, 2011), provided however that in the event the cap is reached, CIPC shall determine whether, and if so where, the 0.25% contribution shall be diverted.

League/1199SEIU/Health Care Industry Job Security Fund. 1. The Union and Effective , the League agree Employer agrees to continue become a contributing Employer to the 1199 League/1199SEIU/Health Care Industry Job Security Fund program in order to place Employees threatened with layoff in vacancies and retrain those who cannot immediately be placed. 2. In the event that a layoff cannot be avoided, this program is intended to assist the institution Employer in retaining trained Employees within the League regardless of the circumstance of any particular League memberEmployees. All regular full-time Employees who have com- pleted completed their probationary period and part-time Employees as set forth below shall be eligible for this program. In no case, however, shall an Employee be entitled to supplemental income for a period longer than his/her length of employment. 3. Part-time Employees who have completed their proba- tionary probationary period will be covered by the Job Security Fund in the event of lay-off, provided the following: (a) A part-time Employee must be eligible to receive unemployment insurance. All part-time Employees eligible to receive unemployment insurance who are laid off are eligible for Job Security funding provided they have served for a minimum of ninety (90) days and have worked a minimum of seven (7) hours per week (35 hour work week) or seven and one-half hours (37- 37-1/2 hour work week). Laid off part-time Employees who satisfy all the conditions set forth at subsection 6(a) of this Article IXA(B9A(B) shall be eligible for Job Security payments until the expiration of this Agreement, or for two (2) years, whichever is greater, but not to exceed the period of the Employee’s continuous service. (b) Any part-timer who is laid off and is not eligible to receive Job Security payments will be entitled to participate in the hiring process. (a) The JSF will be financed by an Employer contribu- tion contribution equal to one-quarter percent (.25%) of gross payroll of the Employees for the preceding month exclusive of amounts earned by the Employees during the first two (2) months following the beginning of their employment. (b) If the Fund balance reaches a five million dollar ($5 million) level for League institutions the requirement to pay one- quarter percent (.25%) of gross payroll shall be discontinued and shall only be re-instituted if the amount falls below five million dollars ($5 million).* (c) During the period of this Agreement, if the assets of the JSF fall below one million dollars ($1 million) an amount equal to one (1) month of PF Pension Fund contributions shall be paid to the JSF and no contribution will be required to be made to the Pension Fund in that month. (dc) The JSF contribution shall be diverted to the TUF as provided in Exhibit E to this Agreement (pp. 11096-11298). 5. The Job Security Program will be implemented in the fol- lowing following manner: (a) Institutions whichIf the Employer must, for economic or other reasons, must retrench Employees in any title represented by the Union agree Union, it agrees to provide thirty (30) days notice. (b) Every affected Employee will be immediately referred to the JSF for evaluation and counseling. Any affected Employee shall have the right to a vacant job in the same classification or group (where applicable) in any League institution. (c) During the notice period, the institution Employer will make every effort to find comparable employment at the institutionits facility. (d) Once the JSF and the Union have been advised of a layoff at any member institution, and the JSF has so advised other League institutions, no member institution may hire into that title without first allowing the JSF to make the job available to Employ- ees Employees subject to layoff. If there is more than one job available in a classification, an Employee may choose where to be placed. If more than one Employee selects a job, Employees shall be placed in seniority order. (e) Employees who are placed in another member insti- tution institution shall retain their recall rights and their seniority for the pur- poses purposes of benefit entitlement. (f) During the notice period the Employee will be entitled to attend any interviews scheduled by the Placement Service without loss of pay. (g) If the Employee is not hired during the notice period, he or she will be referred to the JSF for evaluation and placement in an appropriate training program if applicable. (h) A laid off Employee who complies with the rules and regulations of the JSF, including participation in training as deter- mined determined by the JSF Trustees, shall (1) be entitled to receive Supple- mental Supplemental Unemployment Benefit (SUB) payments and benefits, and *This provision (2) retain industry placement rights as well as recall rights to his/her own institution for the length of time the Employee is eligible for JSF benefits, but not to exceed the period of the Employee’s continuous employment. (See paragraph 6(a) below.) (i) If Employees in the Job Security Fund are required to take an available position on a shift which presents a serious hardship, they may appeal such requirement to the Trustees of the Job Security Fund. An Employee in training through the Job Security Fund, who is required to take a vacant position in the industry, may seek approval to continue training until such training is completed from the Fund Director, with the approval of the Trustees. (j) In no case will the training program be scheduled to last longer than one (1) year except (i) when the Employee has been admitted to a regular Training and Upgrading Fund Technical or Professional Training and Upgrading Program; or (ii) the JSF Executive Director may approve training for up to two (2) years where she/he determines such training is necessary to make the individual re-employable in an appropriate job. (k) It is the intent of the Job Security Program to substantially supplement the unemployment income received by a laid off worker who is attending a training program to the maximum extent available from the designated funds as determined under Section 6(a) of this Article. (l) In the event a major facility, affiliation contract or grant program closes or terminates, the availability and amount of this stipend benefit shall be suspended determined by CIPC. (m) No Employee facing layoff or actually unemployed will be required to take a job at an institution farther than the greater of (i) one (1) hour (average NYC travel time) from his/her home; or (ii) his/her average commuting time to the job from which he/she was laid off. (n) If an Employee refuses to take a job within reasonable travel time of his/her home, he/she shall be removed from the industry-wide pool and be precluded from receiving Supplemental Unemployment Benefits, but shall retain full recall rights to his/her own institution. (o) An Employee hired under this program will serve a thirty (30) day probationary period. (p) The severance pay of an Employee laid off under this program who is hired by another institution with no break in service will be paid to the hiring institution. If such an Employee is laid off within one (1) year and hired by another institution with no break in service, his/her severance pay will be paid to the hiring institution. (q) The Union and the League will seek the assistance of the New York State Departments of Labor and Health, the New York City Department of Employment and the US Department of Labor to help fund the education and training and re-training components of the Job Security Program. (r) Other 1199 Employers may join the program if they agree to the above conditions subject to the approval of the League and the Union. (s) Anything to the contrary herein notwithstanding, for purposes of the duration mandatory placement provisions of this Agreement (July 1Article only, 2007 through September 30the terms “member institution,” “institution,” “League institutions” or “Employer” shall include, 2011), provided however that in addition to Employers participating in the event program pursuant to collective bargaining agreements with 1199, any other employer which has entered into a subscription agreement with the cap is reached, CIPC shall determine whether, and if so where, the 0.25% contribution shall be divertedLMI Fund agreeing to parallel reciprocal placement rights.

League/1199SEIU/Health Care Industry Job Security Fund. 1. The Union and the League agree to continue the 1199 Job Security Fund program in order to place Employees threatened with layoff in vacancies and retrain those who cannot immediately be placed. 2. In the event that a layoff cannot be avoided, this program is intended intend- ed to assist the institution in retaining trained Employees within the League regardless of the circumstance of any particular League member. All regular regu- lar full-time Employees who have com- pleted completed their probationary period and part-time Employees as set forth below shall be eligible for this program. In no case, however, shall an Employee be entitled to supplemental income for a period longer than his/her length of employment. 3. Part-time Employees who have completed their proba- tionary probationary period will be covered by the Job Security Fund in the event of lay-off, provided the following: (a) A part-time Employee must be eligible to receive unemployment insurance. All part-time Employees eligible to receive unemployment insurance insur- ance who are laid off are eligible for Job Security funding provided they have served for a minimum of ninety (90) days and have worked a minimum of seven (7) hours per week (35 hour work week) or seven and one-half hours (37- 37-1/2 hour work week). Laid off part-time Employees who satisfy all the conditions set forth at subsection 6(a) of this Article IXA(B) shall be eligible for Job Security payments until the expiration of this Agreement, or for two (2) years, whichever is greater, but not to exceed the period of the Employee’s continuous service. (b) Any part-timer who is laid off and is not eligible to receive Job Security payments will be entitled to participate in the hiring process. (a) The JSF will be financed by an Employer contribu- tion equal to one-quarter percent (.25%) of gross payroll of the Employees for the preceding month exclusive of amounts earned by the Employees during the first two (2) months following the beginning of their employment. (b) If the Fund balance reaches a five million dollar ($5 million) level for League institutions the requirement to pay one- quarter percent (.25%) of gross payroll shall be discontinued and shall only be re-instituted if the amount falls below five million dollars ($5 million).* (c) During the period of this Agreement, if the assets of the JSF fall below one million dollars ($1 million) an amount equal to one (1) month of PF contributions shall be paid to the JSF and no contribution will be required to be made to the Pension Fund in that month. (d) The JSF contribution shall be diverted to the TUF as provided in Exhibit E to this Agreement (pp. 110-112). 5. The Job Security Program will be implemented in the fol- lowing manner: (a) Institutions which, for economic or other reasons, must retrench Employees in any title represented by the Union agree to provide thirty (30) days notice. (b) Every affected Employee will be immediately referred to the JSF for evaluation and counseling. Any affected Employee shall have the right to a vacant job in the same classification or group (where applicable) in any League institution. (c) During the notice period, the institution will make every effort to find comparable employment at the institution. (d) Once the JSF and the Union have been advised of a layoff at any member institution, and the JSF has so advised other League institutions, no member institution may hire into that title without first allowing the JSF to make the job available to Employ- ees subject to layoff. If there is more than one job available in a classification, an Employee may choose where to be placed. If more than one Employee selects a job, Employees shall be placed in seniority order. (e) Employees who are placed in another member insti- tution shall retain their recall rights and their seniority for the pur- poses of benefit entitlement. (f) During the notice period the Employee will be entitled to attend any interviews scheduled by the Placement Service without loss of pay. (g) If the Employee is not hired during the notice period, he or she will be referred to the JSF for evaluation and placement in an appropriate training program if applicable. (h) A laid off Employee who complies with the rules and regulations of the JSF, including participation in training as deter- mined by the JSF Trustees, shall (1) be entitled to receive Supple- mental Unemployment Benefit (SUB) payments and benefits, and *This provision shall be suspended for the duration of this Agreement (July 1, 2007 through September 30, 2011), provided however that in the event the cap is reached, CIPC shall determine whether, and if so where, the 0.25% contribution shall be diverted.two