NWH Carryover. All accrued but unused remaining EIB as of the Effective Date will be converted, on an hour for hour basis, into a new leave plan called the NWH Carryover. NWH Carryover may be used in the same way as UW Sick Time Off, except that NWH Carryover cannot be cashed out at retirement, will not be considered in the Annual Attendance Incentive Program, does not transfer to positions outside UW Medicine, and will not transfer if the employee takes a job with another state agency. Employees who have this leave will be encouraged to use it to cover absences when appropriate before using UW Sick Time Off.
NWH Carryover. NWH Carryover may be used in the same way as UW Sick Time Off, except that NWH Carryover cannot be cashed out at retirement, will not be considered in the Annual Attendance Incentive Program, does not transfer to positions outside UW Medicine, and will not transfer if the employee takes a job with another state agency. Employees who have NWH Carryover will be encouraged to use it to cover absences when appropriate before using UW Sick Time Off.
NWH Carryover. NWH Carryover may be used in the same way as UW Sick Time Off, except that 13 NWH Carryover cannot be cashed out at retirement, will not be considered in the Annual 15 transfer if the employee takes a job with another state agency. Employees who have NWH 16 Xxxxxxxxx will be encouraged to use it to cover absences when appropriate before using UW 17 Sick Time Off. 18 Tentatively Agreed To: For the Union: For the Employer: 5/27/2022 6/2/2022 5/27/2022 19 20 21 22 23 24 1 2 3 4 5 ARTICLE 20 – COMMITTEES 6 2021-2023 SEIU 1199 NWH CBA Tentative Agreement 7 20.1 Labor/Management Committee. The Employer, jointly with employees selected by the Union, 8 shall establish a Labor/Management Committee to assist with personnel and other mutual 9 problems. The purpose of the Labor/Management Committee shall be to xxxxxx improved 10 communication between the Employer and the staff and to improve working conditions and 11 patient and employee satisfaction. The Committee may address staffing issues, including issues 12 related to low census and including developing possible solutions to mitigate low census in 13 specific work areas. The Union may request data to assist in its low census review, and the 14 Employer will in good faith make such information available subject to the availability of 15 information and any Employer confidentiality concerns. Management and the Union agree to 16 study the use of temporary intermittent and nonpermanent employees and investigate the 17 reasons for their employment and utilization. The function of the Committee shall be limited to 18 an advisory rather than a decision-making capacity. The Committee will recommend solutions to 19 identified problems. The Committee shall be established on a permanent basis and shall consist 20 of not more than eight (8) representatives of the Employer and not more than eight (8) 21 bargaining unit employees, with not more than one (1) employee from each job classification 22 and/or department. The Committee will be representative of hospital work areas. The number 23 of Committee participants may be expanded by the mutual agreement of the Employer and the 24 Union. 26 The Committee may meet more or less frequently as mutually agreed upon between the parties, 27 but the Committee shall schedule on a predetermined basis a meeting every other month and 28 otherwise as needed. Meetings will be scheduled for sixty (60) minutes in duration. A 29 Committee meeting shall normally be held during the day shift an...
