Pay for Non-Weekend Scheduled Hours. If an employee covered by this Appendix works extra shifts during the week, they will be paid at their regular non-weekend rate of pay. Employees understand that department management may choose not to schedule twenty-four
Pay for Non-Weekend Scheduled Hours. If a Nurse covered by this Appendix works extra shifts during the week, they will be paid at their regular rate non-weekend rate of pay. Nurses understand that department management may choose not to schedule twenty-four (24) weekend staff for weekday work due to the inherent potential for that work to interfere indirectly with the weekend commitment. * Normal Rate x 1.5 = X (Example: .096 x 1.5 = .1442/hour) The Employer reserves the right to create an Incentive Pay Plan (“IPP”) to incentivize employees to pick up extra shifts due to position vacancies, high census, leaves of absence, or other emergent needs. The Employer has discretion to determine the incentive that will be paid for incentive-eligible shifts and discretion to determine which shifts and units will be eligible. The following terms and conditions apply to Incentive Pay Plan:
1. At its discretion, the Hospital may designate individual shifts in certain departments as eligible for shift incentive pay. If the Hospital makes this designation, only those nurses who are working an extra shift (above their assigned FTE) during the pay period will be eligible for shift incentive pay (hereinafter referred to as “Incentive Pay”). For example, the Hospital may designate that on February 20th, the third shift in the Emergency Department is eligible for Incentive Pay, and all nurses working an extra shift during the designated shift will be eligible for Incentive Pay.
1.1. Nurses who are already scheduled to work the designated shift as part of their regular shift schedule will not be eligible for Incentive Pay.
2. The Employer will identify the incentive pay amount when communicating to Nurses that a shift is designated for incentive pay.
3. Incentive pay will be paid for all hours worked during the shift eligible for incentive pay, as long as the employee also meets their FTE in the pay period in which the incentive shift is worked.
3.1. In determining whether the nurse has met his/her FTE, the following hours paid but not worked shall not count: unscheduled PTO, unscheduled EIT, and voluntary education.
3.2. In determining whether the nurse has met his/her FTE, the following hours paid but not worked shall count: prescheduled PTO, prescheduled EIT, mandatory low census, mandatory education, jury/civic duty, and bereavement.
4. Incentive Pay is subject to the same non-pyramiding rules set forth in the parties’ Collective Bargaining Agreement.
5. In the event more nurses volunteer and/or are signed up...
Pay for Non-Weekend Scheduled Hours. If a Nurse covered by this Addendum works extra shifts during the week, they will be paid at their regular non-weekend rate of pay. Nurses understand that department management may choose not to schedule twenty-four (24) hour weekend staff for weekday work due to the inherent potential for that work to interfere indirectly with the weekend commitment. * Normal Rate x 1.5 = X (Example: .0730 x 1.5 = .1095/hour) Name: , RN Employee ID#: Date of Hire: Department: Residency Start Date: MultiCare Health System, Good Samaritan Hospital (Hospital) and , RN (Nurse) wish to document the residency program commitments between them. Nurse wishes for Hospital to fund residency training; and Hospital has need for nurses with such qualifications. Therefore, this Residency Agreement (Agreement) is in consideration of the mutual understandings noted below:
Pay for Non-Weekend Scheduled Hours. If a Nurse covered by this Addendum works extra shifts during the week, they will be paid at their regular non-weekend rate of pay. Nurses understand that department management may choose not to schedule twenty-four (24) hour weekend staff for weekday work due to the inherent potential for that work to interfere indirectly with the weekend commitment. * Normal Rate x 1.5 = X (Example: .0730 x 1.5 = .1095/hour) Name: , RN Employee ID#: Date of Hire: Department: Residency Start Date: MultiCare Health System, Good Samaritan Hospital (Hospital) and , RN (Nurse) wish to document the residency program commitments between them. Nurse wishes for Hospital to fund residency training; and Hospital has need for nurses with such qualifications. Therefore, this Residency Agreement (Agreement) is in consideration of the mutual understandings noted below: Should Nurse resign from his/her position within one (1) year of the start date, Nurse understands and agrees that Nurse will be required to repay to Hospital the loan of $2,000 (NICU and Operating Room residencies $4,000) unless there are extenuating circumstances. Denial by MultiCare of the nurse’s claim that extenuating circumstances exist may be grieved by the Association. Should Nurse quit the residency program before completion, Nurse shall also repay the loan based on the percentage of the program completed [i.e. A nurse who quits a twelve (12) week residency in week six (6) would be required to pay $1,000] unless there are extenuating circumstances. The Hospital is authorized to withhold money from Nurse's last pay check and apply such amount toward the loan balance due. A nurse hired into a residency program by Hospital will be paid at the rate appropriate to his or her relevant experience in accordance with Article 8, Compensation of the WSNA Collective Bargaining Agreement. Nurse Date Hospital Date Nursing specific software (not including operating system software or hardware); Books (electronic and hardcopy); Medical journal subscriptions (electronic and hard copy); Medical dictionaries and reference guides (electronic and hard copy); Conferences and seminars (includes on line seminars and conferences); Course registrations (includes on line courses); Travel to and from conferences and seminars, including: Air fare; Rental car; Mileage; Meals; Hotel; Parking; Membership dues; 1st time Washington State license fee Specialty license/certification exam/re-certification and review course fees (including on line e...
Pay for Non-Weekend Scheduled Hours. If an employee covered by this Appendix works extra shifts during the week, they will be paid at their regular non-weekend rate of pay. Employees understand that department management may choose not to schedule sixteen/eight (16/8) hour weekend staff for weekday work due to the inherent potential for that work to interfere indirectly with the weekend commitment. *Normal Rate x 1.5 = X (Example: .096 x 1.5 = .1442/hour) In order to ensure adequate weekend coverage, the Union and the Hospital agree that, to the extent the Hospital deems it appropriate, the Hospital may offer positions on a special weekend work program. Employees who are selected for these positions are required to work a schedule consisting of two sixteen
Pay for Non-Weekend Scheduled Hours. If an employee covered by this Appendix works extra shifts during the week, they will be paid at their regular non-weekend rate of pay. Employees understand that department management may choose not to schedule twenty-four (24) hour weekend staff for weekday work due to the inherent potential for that work to interfere indirectly with the weekend commitment. *Normal Rate x 1.5 = X (Example: .096 x 1.5 = .1442/hour) In accordance with Section 7.3 of the Agreement between the Hospital and the Union, employees may, on an individual basis, agree to work a ten (10) hour shift schedule with the consent of the Employer. All existing contractual provisions shall apply unless otherwise provided for herein.
Pay for Non-Weekend Scheduled Hours. If an employee covered by this Appendix works extra shifts during the week, they will be paid at their regular non-weekend rate of pay. Employees understand that department management may choose not to schedule sixteen (16) hour weekend staff for weekday work due to the inherent potential for that work to interfere indirectly with the weekend commitment. *Normal Rate x 1.5 = X (Example: .096 x 1.5 = .1442/hour) AUBURN HOSPITAL/TACOMA GENERAL/ALLENMORE/XXXX BRIDGE CHILDREN’S HOSPITAL TECHNICAL UNIT NINE (9) MONTH POSITIONS RESPIRATORY THERAPY In accordance with section 7.3 of the agreement, between the Hospital and the Union, employees may, on an individual basis, agree to work a nine (9) month position in units designated by the Employer. The number of nine (9) month positions, FTE and units in which the positions are available is at management's discretion. All existing contractual provisions shall apply unless otherwise provided for herein.
1. Management will determine the 9-month period for each individual position designated as a 9-month position. For example, a 9-month position may begin each September and run through June of the following year. The specific beginning and end date of each 9-month period will be determined by management on a unit by unit and position by position basis.
2. Each position will include a 3-month hiatus during which the Respiratory Therapist will not be regularly scheduled to work and is not expected to fulfill his or her FTE. The Respiratory Therapist may access his/her PTO bank or take low census hours up to the assigned FTE during the hiatus period. The Respiratory Therapist will be permitted to pick up shifts in any unit in which he/she is competent and qualified to work on an on-call basis during the hiatus period.
Pay for Non-Weekend Scheduled Hours. If an employee covered by this Appendix works extra shifts during the week, they will be paid at their regular non-weekend rate of pay. Employees understand that department management may choose not to schedule sixteen (16) hour weekend staff for weekday work due to the inherent potential for that work to interfere indirectly with the weekend commitment. *Normal Rate x 1.5 = X (Example: .096 x 1.5 = .1442/hour) Profession specific software (not including operating system software or hardware); Books (electronic and hardcopy); Medical journal subscriptions (electronic and hard copy); Medical dictionaries and reference guides (electronic and hard copy); Conferences and seminars (includes on line seminars and conferences); Course registrations (includes on line courses); Travel to and from conferences and seminars, including: Air fare; Rental car; Mileage; Meals; Hotel; Parking; Membership dues; 1st time Washington State license/certification/registration fee Specialty license/certification exam/re-certification and review course fees (including on line exams) As technology advances, the list of approved uses may be subject for Conference Committee. The following establishes MultiCare Health System (MHS) and UFCW Local 21’s (Union) philosophy regarding the principles of a Code of Conduct surrounding organizing and Union election activity. The primary purpose of MHS is to provide quality patient care. To achieve this MHS acknowledges sound relations are fundamental to the successful operation of providing and managing health care services. MHS is committed to high standards in its dealings and treatment of all employees and strives for excellence in meeting this commitment in a fair, consistent, respectful and transparent manner. This is best accomplished in an open environment of trust and confidence that fosters, encourages, and reinforces direct communication with all employees. MHS and UFCW recognize that employees have certain rights under federal, state and local law and intend to comply with those laws in all respects, and the protection of those rights, as guaranteed by the law; including, but not limited to, the right to form or join a union as well as the right to refrain from such activity. As such, the parties are committed to working together to respect each employee’s right to determine whether or not they wish to be represented by a union. MHS and UFCW are committed to the following principles: • Modeling MultiCare core values: Respect, Integrit...
Pay for Non-Weekend Scheduled Hours. If an employee covered by this Appendix works extra shifts during the week, they will be paid at their regular non-weekend rate of pay. Employees understand that department management may choose not to schedule sixteen (16) hour weekend staff for weekday work due to the inherent potential for that work to interfere indirectly with the weekend commitment. *Normal Rate x 1.5 = X (Example: .096 x 1.5 = .1442/hour) TACOMA GENERAL/ALLENMORE/XXXX BRIDGE TECHNICAL UNIT INCENTIVE PLAN In the case of seasonally increased census in a Xxxx Bridge Children’s Hospital (herein after “Hospital”) inpatient unit (Med Surg, ED, Obs, PICU or IV Therapy), a financial incentive in addition to existing contractual terms can serve as a positive inducement for employees to work over their desired FTE level. This plan applies only to Respiratory Therapists assigned to or picking up shifts in Xxxx Bridge inpatient units. The terms of the plan are as follows:
Pay for Non-Weekend Scheduled Hours. If an employee covered by this Appendix works extra shifts during the week, they will be paid at their regular non-weekend rate of pay. Employees understand that department management may choose not to schedule twenty-four (24) hour weekend staff for weekday work due to the inherent potential for that work to interfere indirectly with the weekend commitment.
1. Management will determine the 9-month period for each individual position designated as a 9- month position. For example, a 9-month position may begin each September and run through June of the following year. The specific beginning and end date of each 9-month period will be determined by management on a unit by unit and position by position basis.
2. Each position will include a 3-month hiatus during which the nurse will not be regularly scheduled to work and is not expected to fulfill their FTE. The nurse may access their PTO bank or take low census hours up to the assigned FTE during the hiatus period. The nurse will be permitted to pick up shifts in any unit in which they are competent and qualified to work on an on-call basis during the hiatus period.
