TUFTS MEDICAL CENTER REVISED COMPREHENSIVE PACKAGE PROPOSAL TO THE MNA (Compared to Prior Proposal)

Transcription

1 TUFTS MEDICAL CENTER REVISED COMPREHENSIVE PACKAGE PROPOSAL TO THE MNA (Compared to Prior Proposal) 2% across-the-board increase to all steps when contract is ratified 2% across-the-board increase to all steps one year after contract is ratified 1% across-the-board increase to all steps two years after contract is ratified PAY STEPS 2 months after ratification, RNs hired above Step 3 between January 1, 2007 and current advance 1 step 6 months after ratification, new Step 18 created at 2% more than Step 17. Nurses on Step 17 for at least 12 months move to Step 18 June 1, 2019, new Step 19 created at 2% more than Step 18. Nurses on Step 18 for at least 2 years move to Step 19 DIFFERENTIALS Float Pool Days: $3/hr Float Pool Evenings: $6/hr Float Pool Nights: $8/hr Temporary Reassignment: $8/hr + shift differential Permanent Night Shift Commitment: $7/hr On-call: $7/hr PTO Increase PTO Bank by 3 days (pro-rated to FTE) No time limit on using an Extended Sick Leave bank to care for family members DEFINED BENEFIT PLAN Proposal will ensure that every RN who now participates in the plan receives a match that puts them within 5 percent of their projected retirement earnings under the DB plan (MORE) NEW NEW

2 HEALTH INSURANCE Premium Share / Individual Plan: 15% (employer pays 85%) Premium Share / Individual + 1: 18% (employer pays 82%) Premium Share / Family Plan: 20% (employer pays 80%) VACATION SCHEDULING Proposal would guarantee a minimum of 1 week vacation during prime time months FLEX Reduce the number of Flex RN positions from 15% to 12% of total nursing staff Flex Requirement: 5 year cap PROFESSIONAL ACTIVITIES Increase from one to two 8-hour paid days off each year for professional meetings or conferences Agree to eliminate specialty matrix REDUCTION IN FORCE NEW NEW NEW

3 1. Economics: A. Wages: TUFTS MEDICAL CENTER COMPREHENSIVE PACKAGE PROPOSAL Effective the first full pay period following ratification, a 2% across-the-board raise will be applied to all steps. Effective the first full pay period two (2) months following ratification, all RNs hired after 1/1/2007 as non-novice nurses (i.e., those hired at Step 4 or higher) shall advance one step. Nurses will continue to move one step on their anniversary dates. Effective six (6) months following ratification, create a new Step 18 2% above the current Step 17. On the first day of the first full pay period following the creation of Step 18, nurses who have been on Step 17 for at least twelve full months shall automatically move to Step 18. After the first full pay period following the creation of Step 18, nurses who have been at Step 17 shall advance to Step 18 on their anniversary dates. Effective the first full pay period one year following ratification, a 2% across-the-board raise will be applied to all steps. Effective June 1, 2019, create a new Step 19 2% above Step 18. On the first day of the first full pay period following June 1, 2019, nurses who have been on Step 18 for at least two full years shall automatically move to Step 19. After the first full pay period following June 1, 2019, nurses who have been at Step 18 for two full years shall advance to Step 19 on their anniversary dates. Effective the first full pay period two years following ratification, a 1% across-the-board raise will be applied to all steps.

4 B. Differentials: a) Tufts MC counter on MNA No. 8 Float Differential: A. Float Pool Nurse All Tufts nurses who are hired into the float pool will receive the differentials as indicated below in lieu of the normal shift and weekend differential listed in Article IV section 4.4 & 4.5 upon completion of orientation: Category Differential Days $3.00 Evening $56.00 Nights $78.00 Weekends $4.00 Add new Section 4.7: 4.7 Temporary Reassignment Differential: In addition to any shift and weekend differentials that may apply (i.e., differentials under Sections 4.4 and 4.5), any RN who is temporarily reassigned will receive a temporary reassignment differential of eight dollars ($8.00) per hour. b) Tufts MC counter to MNA No. 6 Permanent Night Shift Differential: 4.4 Shift Differential... Nurses working between the hours of 11:15 00 p.m. and 7:15 30 a.m. shall receive a differential of three dollars and ten cents ($3.10) per hour for hours worked during such period. The shift differential for such shiftrns who commit to working permanent nights for at least four (4) months shall be four seven dollars and fifty cents ($ ) per hour for any full-time nurse who has agreed to work on the night shift for a period of at least three (3) consecutive months or for any part-time nurse who has agreed to work such shift for a period of at least six (6) consecutive months, provided that eligibility for such increased shift differential shall be dependent upon the nurse so committing herself/himself in writing and provided further that the nurse has agreed to reimburse the Hospital for the additional differential received by her/him above three dollars and ten cents ($3.10), which reimbursement may be deducted from any monies due her/him, if she/he fails to fulfill her/his commitment.

5 c) Tufts MC counter to MNA No. 10 On Call Pay: 4.7 On-Call and Call-Back A. Effective upon ratification, July 30, 2014, nurses on-call off the Hospital premises shall be paid on-call pay at the rate of five seven dollars ($57.00) per hour.... C. Tufts MC No. 12 The Defined Benefit Plan: See Proposal Presentation D. Tufts MC No. 11 Health Insurance: for B. Eligible nurses who are regularly scheduled to work thirty (30) hours or more per week will contribute the following percentage of the premium medical insurance coverage: Individual Plan % Individual Plus 1 Plan % Family Plan % contribution Eligible nurses who are regularly scheduled to work at least twenty (20), but less than thirty (30) hours per week will contribute 50% of the premium for either the Individual, Individual Plus 1 or the Family Plan. 2. PTO, Weekend Make-Up, Flex, and Temporary Reassignment: See attached. A. Revised Tufts MC No. 8 PTO: Increases of three days PTO time pro-rated to FTE (Section 8.1 (C)); Eliminates time limit on Extended Sick Leave usage (Section 8.5 (D)). B. Tufts MC No. 9 Guaranteed Vacations/Scheduling: Revise Section 7.4: 7.4 Scheduling Effective May 29, 2005, aa nurse may not use accrued vacation prior to the first day of the calendar month following completion of three (3) months of seniority. A nurse may only u se PTOvacation t ime that has p reviously been earn ed ; n egat ive PTOvacat ion balan ces will not b e permitte d. The Hospital reserves the right to

6 schedule vacation time off in accordance with its operating requirements. There will be one (1) or more rounds for each scheduling period: 1. In the first round, each nurse in order of seniority may request one (1) week of vacation (defined as one times a nurse s FTE). During the first round, vacation requests must be in one (1) week increments. PTOVacation may be scheduled in increments of less than one week during the (Massachusetts) February and April public school vacation weeks. 2. The second round will begin when the first round is completed (i.e., each nurse has had the opportunity to request up to one week of PTOVacation during the relevant period). When, in the Hospital s opinion, operating conditions permit, nurses in the order of seniority, may request additional hours of PTOVacation up to one times his or her FTE., and in assigning time off will give effect within a given nursing unit to nurses' preferences in order of seniority, provided that a nurse may not take more than two (2) weeks of vacation during the prime vacation period (May 15 - September 15) if such would have the effect of denying any nurse in that unit one (1) week of vacation during that period. Nurses may take a total of one week (of their scheduled hours) of vacation during the (Massachusetts) public school February and April school vacation weeks combined, unless all requests for those weeks have been granted, and there is still additional time to be awarded. Nurses must submit PTOvacation requests in writing, using the PTOVacation Request Form, on or before the established due dates for each respective vacation time period. PTOVacation time that has been requested on forms submitted on or before the established due dates, will be granted in order of seniority within each defined nursing unit. All requests received after the established due dates shall be processed on a first -come-first-served basis, with seniority as a tie -breaker. Vacations PTO may be scheduled in increments of less than one week during the (Massachusetts) February and April public school vacation weeks. A nurse may take only vacation which has previously been earned. The Hospital shall endeavor to provide each nurse with the opportunity to schedule his/her annual vacation accrual. C. Counter to MNA No Flex: 20.2 Number of Positions Flex RN positions throughout the Hospital will not exceed 1512% of the registered nurse FTEs employed by the Hospital Hours Flex RN positions involve a minimum of 24 scheduled hours in a week. The nurse and nurse manager will decide whether the particular position will flex up to 32, 36 or 40 hours per

7 week. Flex RN positions will have an FTE between 30 and 40 hours per week, but may be flexed down to a minimum of 24 hours in a week. Shifts may be between 8 or and 12 hours, or a combination of 8 and 12 hours, or as agreed between the nurse and the nurse managerclinical nurse director. C. Flex Nurse B Effective the first pay period following ratification, a Flex RN who is in a Flex position for three (3) years or more will have the option to transfer into a Flex B position. In a Flex B position, the nurse will be canceled for no more than sixteen (16) hours per biweekly pay period. After a nurse has held a flex position for a maximum of five (5) years, they shall have the option of converting to a permanent position based upon the average amount of hours they had worked over that period of time. D. Tufts MC will withdraw: 1) Tufts MC No. 5 Temporary Reassignment 2) Tufts MC No. 1 Weekend Make-Up 3) Tufts MC No. 2 Holiday Make-Up E. MNA will withdraw: 1) MNA counter to Tufts MC No. 5 Clusters 2) MNA No. 13 Guaranteed Vacations 3. Tufts MC No. 4 Eliminate the 1-yr. experience requirement Section 4.6: C. Competency Requirements As of the date of ratification, nurses hired into the float pool must have a minimum of one (1) year experience in an acute care setting as an RN. A float pool or a cluster nurse will complete unit specific orientation and unit familiarization prior to taking assignment on that unit. 4. Tufts MC counter to MNA No. 17 Increasing/Decreasing Hours Section 13.6 Vacancies

8 In filling a vacancy in any bargaining unit position above that of Staff Nurse, the vacancy shall be posted on appropriate bulletin boards for seven (7) days. Any nurse interested in applying for the vacancy shall make application to the Nurse Manager. The vacancy shall be filled on the basis of qualifications (including such factors as experience, education, employment record and ability) and when two (2) or more nurses are found to be relatively equally qualified, seniority will be the determining factor. In filling a vacancy in a full-time, part-time or temporary Staff Nurse position in any unit, the vacancy shall be posted on appropriate bulletin boards for seven (7) days. The purpose of this provision is to provide information to Staff Nurses about vacancies in these specific units. When new hours and or positions are being added to a unit, nurses on that unit can request to increase or decrease their hours. If approved, the nurse may remain in a non-cluster or non-flex position when increasing or decreasing his/her hours within the same job code. When new hours and/or positions are being added to a unit, the Hospital will strive to offer nurses on that unit the ability to increase their hours prior to posting a position, based on operational needs. If in a non cluster position, the nurse may remain in a non cluster position when increasing his/her hours. If not in a flex position only increased hours may be subject to flex. 5. Tufts MC counter to MNA No. 25 Professional Activities 11.5 Professional Activities Upon the nurse s request and subject to operational needs, the hospital will provide regularly scheduled full and part time nurses with a minimum of one two (12) eight (8) hour days off with pay per calendar year to attend professional and clinically relevant meetings or conferences of the nurse s choosing. Clinically relevant means relevant to each nurse s current clinical practice on his/her unit. This time off shall not be unreasonably withheld, nor shall it include time spent on mandatory education. Nothing contained herein shall limit the number of days the department can, in its sole discretion, grant for professional education. 6. Tufts MC counter to MNA No. 18 Reduction in Force 13.7 Reduction in Force (b) displace in the same or lower classification within any unit chosen by the nurse within the nurse s specialty (see Appendix B) the least senior nurse with the same shift with the same hours, or, if there is none, the least senior nurse with the same shift with up to 8 hours more or up to 8 hours less per week. Throughout rest of Article strike the words within the nurses specialty and eliminate matrix. 7. Tufts MC counter to MNA No. 15 Bereavement

9 11.1 Bereavement A. In the event of a death in the immediate family of a nurse who is regularly scheduled to work at least thirty (30) hours per week, the nurse will be paid bereavement pay for three (3) days for otherwise scheduled working time, within a period of seven thirty (730) consecutive days beginning with the date of death, from which the nurse is absent by reason of such death for the purpose of making necessary funeral arrangements, attending the funeral or otherwise assisting in family matters relating to the death. A day s bereavement pay shall be computed on the basis of the nurse s straight-time hourly rate, in addition to shift differential, if applicable, times the number of hours which the nurse was scheduled to work on the bereavement day. For purposes of the preceding sentence, immediate family shall include only the nurse s mother, stepmother, father, stepfather, brother, sister, spouse, child, stepchild, grandmother, grandfather, mother-in-law, father-in-law, or other person living in the nurse s immediate household. 8. Duration 23.1 Duration Except as expressly provided in this Agreement, this Agreement shall become effective on May 19, 2014(the date of ratification) and shall remain in full force and effect through July 30, and from year to year thereafter, unless written notice of a desire to modify or terminate this Agreement is given by either party to the other at least ninety (90) days prior to any such renewal date. 9. Tentative Agreements. All tentative agreements to date: a) Tufts MC No. 3 Eliminating Waiting Period for Degree Differential b) MNA No. 12 Holiday Pay c) MNA No. 14 Assault Victim Compensation d) MNA No. 24 Tuition Reimbursement e) MNA No. 16 Seniority 10. All other Tufts MC and MNA proposals are withdrawn without prejudice.

10 MEDICAL CENTER REVISED PROPOSAL NO Replace existing Article VIII with new Article VIII: ARTICLE VIII PAID TIME OFF 8.1 Maximum Accruals A. Nurses begin accruing PTO upon date of hire. B. The maximum amount of PTO hours that can be maintained is one-anda-half (1.5) times the employee s annual PTO accrual according to the table outlined in this policy. PTO stops accruing once an employee reaches the PTO maximum. PTO resumes accruing when the PTO balance drops below the maximum.

11 C. PTO is accrued on paid hours, not on scheduled hours, so accruals may be less if nurses are paid less than their scheduled hours in a pay period. The following table indicates the PTO accrual rates and maximum amounts. All Employees* Years of Service Up to 3 years Years 3-20 Years Hours Per Pay Period (worked) Accrual Per Pay Period Hours Per Year Hours Per Pay Period (worked) Accrual Per Pay Period Hours Per Year Hours Per Pay Period (worked) Accrual Per Pay Period Hours Per Year Hours Per Pay Period (worked) Accrual Per Pay Period Hours Per Year Hours Per Pay Period (worked) Accrual Per Pay Period Hours Per Year Hours Per Pay Period (worked) Accrual Per Pay Period Hours Per Year The number of days for nurses can be calculated by dividing the total hours by the shift lengths worked. Hours per year is the maximum accrual allowed. D. Nurses who are in more than one budgeted position will receive PTO accruals on all paid hours up to 80 hours per pay period. 8.2 Using Paid Time Off A. Nurses must use PTO in quarter-hour increments or more. Article VII. B. When possible requests for PTO should be scheduled in accordance with Except for instances of unscheduled absences for unanticipated illness or

12 emergencies, non-vacation PTO must be scheduled as far in advance as possible in accordance with Article VII. Nurses should work with their manager to be sure that the request and approval process meets departmental guidelines. Efforts will be made to accommodate Nurses requests, depending on departmental staffing needs. All requests made after the scheduling deadlines established in Article VII shall be processed on a first-come-first-served basis, with seniority as a tie-breaker.seniority may serve as an equitable means of resolving duplicate PTO request conflicts. C. Nurses cannot use PTO time in advance of PTO being accrued. There is no voluntary unpaid time, unless authorized by a member of the Nurse Executive Council. 8.3 Unscheduled Absences and PTO A. Nurses must follow the call-in out procedures in their department in cases of unscheduled absences (regardless of missing full or partial shifts). PTO will be used for these absences. B. All other requests for time off must be scheduled and approved in advance, unless otherwise required by applicable law. Unscheduled absences may subject a nurse to discipline consistent with applicable Hospital policiesare subject to the Attendance Expectations Policy and the Employee Conduct and Progressive Discipline Policy, unless otherwise required by applicable law. Nurses who are out of work for unscheduled absences and do not have any accrued PTO available will be unpaid for that time. 8.4 Differentials and Overtime Payment of PTO time is at the nurse s regular rate of pay and includes any applicable differential payment. Unscheduled PTO hours (call outs) are not considered time worked for the purpose of computing overtime. 8.5 Legacy Sick Bank A. Nurses hired before the date of ratification, may have sick banks with accrued sick hours. These banks are referred to as legacy sick banks. These hours are not considered PTO hours. B. Nurses on approved medical leaves may use their legacy sick banks to receive 100% of their base salary until their legacy sick bank is exhausted. Following the exhaustion of their Legacy Sick Time, for employees who remain on an approved continuous leave, the Hospital will begin debiting their PTO balances. Employees who remain on leave must surrender all PTO, unless they inform the Tufts Medical Center Employee Service Center that they would like to retain two weeks (prorated by the employee s FTE) to use upon return from leave. Provided however, that nurses on maternity leave are not required to use PTO or legacy sick time toward maternity leave.

13 C. Legacy sick days cannot be utilized for intermittent leaves of any kind. Legacy sick days may only be used for a leave of absence relating to an employee s own health condition. D. The Hospital recognizes that, at times, the illness of or injury to an individual who is dependent on the nurse for his/her care may require the nurse to be away from work to attend to the dependent. All nurses are expected to find alternative sources of care and support for their dependents in those situations. However, when alternative arrangements cannot be made, for the period of one year following ratification, legacy sick days may be utilized by the nurse for approved continuous leave. The Hospital may require medical documentation if it determines such is warranted in its discretion. E. If a nurse is eligible for short-term disability benefits, he or she may use legacy sick banks to receive 100% of their base salary until the effective date of the short-term disability benefits. 8.6 Change in Status A. Nurses reducing hours, from regular full-time to regular part-time, may automatically receive a cash payout. This will prevent employees from not accruing PTO in the new status. Nurses will be paid out any accrued PTO to the level of one week less than the new maximum PTO threshold (if above that level at time of transfer). Please refer to the chart containing the PTO accrual rates to see how a change in status affects PTO accrual. B. Nurses who change to a budgeted position of less than 40 hours per pay period will be paid out all their accrued PTO to the level of one week less than the new maximum PTO threshold (if above that level at time of transfer). Employees who change to a per diem position will automatically receive a payout for any accrued PTO after the status change. This will include all normal differentials Differentials will be paid according to Article 4.4 of the Collective Bargaining Agreement. C. There is no pay out of legacy sick time; if the employee later transfers back to a regular status, the legacy sick time will not be restored. 8.7 Designated Holidays, Bereavement Time and Jury Duty A. Except as provided in Article VI, Holidays are excluded from PTO. B. Time off from work for bereavement, and jury duty is not deducted from PTO banks. Please refer to the separate relevant policies sections of this agreement for details on bereavement time, and jury duty. 8.8 Notice Period Upon Resignation from Employment

14 Nurses must work their notice period without using PTO unless they have been preapproved for time off during their notice period prior to the start of the notice period. Any PTO used during the notice period is not considered part of the required notice period and therefore can extend the required notice period. There is no payout of legacy sick time. If the nurse is rehired, their legacy sick time will not be restored. Upon termination, unused accrued PTO will be paid out to the employee in the paycheck following their last regular paycheck with hours worked. 8.9 PTO CashoutCash out A. All benefit-eligible nurses may elect to cash out up to two times their FTE provided they maintain at least one times their FTE in their PTO bank at the time the cashoutscash outs are processed. A nurse s PTO balance will not be depleted below one times the nurse s FTE regardless of their cash out election. The payment of an elected PTO cashoutcash out cannot bring an employee below the minimum threshold of one week. B. Nurses must request the PTO cashoutcash out during Open Enrollment of the year before they would receive the cashoutcash out. Employees must request their cashoutcash out by following the instructions found in Employee Self-Service during Open Enrollment. Nurses will receive their cashoutscash outs according to the above schedule. The deadline for electing cashoutscash outs is the end of Open Enrollment, except employees hired after Open Enrollment ends, but before December 31, can still elect a PTO cashoutcash out by requesting it in writing at the Employee Service Center. Nurses are required to elect PTO cashoutscash outs in the prior year to when the cashoutcash out is received in order to avoid negative tax consequences of constructive receipt. C. Nurses can select a cashoutcash out of one or one-half week (prorated according to the nurse s FTE) at two separate times (defined during Open Enrollment every year) for a maximum of two weeks of PTO cashed out in the year (pro-rated for FTEs). Nurses do not have to elect both cashoutcash out dates, but can elect to receive either 1 or ½ times their FTE at one or both cashoutcash out times. For example, a.5 FTE (20 hours/ week) can elect to receive either 10 or 20 hours of PTO accrued and paid in the following year. Election and CashoutCash out Schedule: Eligibility CashoutCash out Date = Defined During Elected during Open Open Enrollment Enrollment Annually Elected during Open Enrollment CashoutCash out Amount 1/2 or 1 week of PTO pay cash out * 1/2 or 1 week PTO pay cash out * 8.10 One-Time Automatic CashoutCash out

15 On first day of the first pay period following January 1, 2017, ratification all existing vacation time will be converted into PTO, nurses will be brought down to one week less than their maximum vacation accrual and two weeks less than their maximum PTO accrual, and will receive an automatic payout of up to one week of PTO, corresponding to the reduction, where applicable. 2. Delete all of Article VII, except for Section Revise applicable sections of the CBA to change references to sick leave and vacation to PTO.

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