Common use of Pay for Non-Weekend Scheduled Hours Clause in Contracts

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 for a given incentive shift than are necessary, the order of preference should be based on which nurse(s) is less likely to be paid overtime or double time as a result of working that shift. 6. Management reserves discretion as to implementation as well as discontinuation of the incentive pay plan.

Pay for Non-Weekend Scheduled Hours. If a Nurse an employee covered by this Appendix works extra shifts during the week, they will be paid at their regular rate non-weekend rate of pay. Nurses Employees understand that department management may choose not to schedule twenty-four sixteen (2416) 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) The Employer reserves Approved Uses of Continuing Education Funds 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 right to create list of approved uses may be subject for Conference Committee. MultiCare has created 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 MultiCare 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. MultiCare Heath System and UFCW21 agree to the following provisions. 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 employees 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 employees working an extra shift during the designated shift will be eligible for Incentive Pay. 1.1. Nurses Employees 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 Employees 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. However, staff in a double time status or in Call Back are not eligible for the incentive pay during those hours of work. This exclusion includes double time pay under established incentive pay programs. 3.1. In determining whether the nurse employee 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 for a given incentive shift than are necessary, the order of preference should be based on which nurse(s) is less likely to be paid overtime or double time as a result of working that shift. 6. Management reserves discretion as to implementation as well as discontinuation of the incentive pay plan.