RNTJSF SUMMARY PLAN DESCRIPTION EDUCATION & TRAINING BENEFITS 1199SEIU/LEAGUE REGISTERED NURSE TRAINING AND JOB SECURITY FUND

Transcription

1 1199SEIU/LEAGUE REGISTERED NURSE TRAINING AND JOB SECURITY FUND AUGUST SEIU/LEAGUE RNTJSF SUMMARY PLAN DESCRIPTION EDUCATION & TRAINING BENEFITS RNTJSF 1199SEIU/LEAGUE REGISTERED NURSE TRAINING AND JOB SECURITY FUND SUMMARY PLAN DESCRIPTION EDUCATION & TRAINING BENEFITS

2 1199SEIU/LEAGUE REGISTERED NURSE TRAINING AND JOB SECURITY FUND SUMMARY PLAN DESCRIPTION, FOR TRAINING BENEFITS EFFECTIVE JUNE, 1999 AMENDED AUGUST, 2005

3 TABLE OF CONTENTS Introduction 4 A Letter From the Trustees 5 Contributing Employers 6 ARTICLE I. DEFINITIONS 7 ARTICLE II. ELIGIBILITY 9 ARTICLE III. TRAINING BENEFITS 10 ARTICLE IV. APPLYING FOR BENEFITS 10 ARTICLE V. AUTHORITY OF THE TRUSTEES 11 ARTICLE VI. MISCELLANEOUS PROVISIONS 13 A. Limitation of Responsibility 13 B. Records 13 C. Construction 13 D. Severability 13 E. Plan Not a Contract of Employment 14 F. Gender and Number 14 G. Headings 14 H. Entire Agreement 14 I. Termination 14 J. Appeal Procedure 14 K. Your Rights under ERISA 15 L. Other Important Facts 17 Official Name of the Plan; Sponsor; Employer Identification Number; Type of Plan; Trustees of the Plan; End of Plan Year; Type of Administration; Plan Administrator; Effective Date APPENDIX A - BENEFITS 23 I. SUPPLEMENTAL BENEFITS 23 A. Reimbursement for the Cost of Continuing Education 23 Conferences, Seminars and Review Courses B. Stipends for Conferences, Seminars, Review Courses 24 and Certification Exams/Courses C. Certification Exam Fees 25 II. DIRECT BENEFITS BSN Program Graduate Program Computer Classes Pre-BSN Program Diploma RN to BSN program Academic Support Foreign Language Job-to-Job Program BCLS, ACLS, PALS and Child Abuse Courses Specialty Review Courses 28 APPENDIX B APPLICATION FOR BENEFITS 29 I. SUPPLEMENTAL BENEFITS 29 II. DIRECT BENEFITS SPONSORED BY THE FUND 30 APPENDIX C PARTICIPATION REQUIREMENTS 30 I. SELECTION CRITERIA 30 II. ADDITIONAL REQUIREMENTS BY PROGRAM

4 THE PLAN SUMMARY PLAN DESCRIPTION OF TRAINING BENEFITS OF THE 1199SEIU/LEAGUE REGISTERED NURSE TRAINING AND JOB SECURITY FUND INTRODUCTION The Summary Plan Description ( SPD ) of Training Benefits (the Plan ) of the 1199SEIU/League Registered Nurse Training and Job Security Fund is intended to provide a program of benefits to assist eligible Employees. The Plan provides for training benefits, which may include tuition assistance, other types of reimbursement and stipends. Benefits under the Plan are set pursuant to the Collective Bargaining Agreement between Service Union, (the Union ) and the League of Voluntary Hospitals and Homes of New York (the League ) for the Registered Nurse Bargaining Unit (the League/1199 Agreement or Agreement ). Throughout this Plan/Summary Plan Description, benefits set forth in the League/1199 Agreement and amendments thereto are incorporated by reference. Participants should consult that Agreement for a current statement of benefits and eligibility. A LETTER FROM THE TRUSTEES Dear 1199SEIU Member: The League of Voluntary Hospitals and Homes and your union 1199 agreed in 1995, through the collective bargaining process, to form the 1199/Hospital League Health Care Industry Registered Nurse Job Security Fund. After amendments in 1999, and the union s affiliation with the Service Employees International Union in 2000, the name was changed to the 1199SEIU/League Registered Nurse Training and Job Security Plan. The training benefits the Plan describes are provided through the 1199SEIU/League Registered Nurse Training and Job Security Fund, the RNTJSF. The RNTJSF provides a wide range of educational and training benefits designed to enhance the existing skills of, and offer new skills to, participating RNs thus broadening their career opportunities. Contributing employers are strengthened when a nurse in their employ decides to take a course or pursue a higher degree; they gain a reputation for delivering skilled nursing care. The Union becomes stronger because its members have access to valuable education and training benefits. Finally, the communities served by participating institutions benefit from better patient care administered by a caring and knowledgeable nursing staff. Enrolling in these programs results in a winning situation for all parties concerned. This book is designed to let you know: What programs are offered through the Fund How you can participate in a Fund-sponsored program What policies and procedures govern the operation of the Fund and its programs. After reading this Summary Plan Description, if you have any questions or concerns about any of your benefits or coverage under it, call the RNTJSF at ( 212 ) A Fund representative will be happy to speak with you. Through your hard work and determination, the Fund can provide you with an excellent nursing education and the training you need to stay competitive in health care. 4 The Board of Trustees 5

5 CONTRIBUTING EMPLOYERS The training benefits detailed in this Plan Document are available to Registered Nurses who are employed by the following institutions: Arden Hill Hospital Avalon Gardens (formerly Lutheran Center for the Aging) Beth Israel - Kings Highway Division Beth Israel - Petrie Campus Bon Secours Brookdale Hospital Medical Center Center for Nursing Cold Spring Hills (formerly United Presbyterian Residence) Daughters of Jacob Eastern Long Island Eger Health Care Center Good Samaritan Hospital Hebrew Home Riverdale Holliswood Hospital Horton Medical Center Hospital for Joint Diseases Isabella Nursing Home Jamaica Hospital Jamaica Nursing Home Morningside House Mount Sinai Hospital of Queens New York Community North General North Shore - LIJ Forest Hills Northern Manor Our Lady of Mercy Rivington House St. Barnabas Hospital St. John s Queens Hospital St. Mary s Hospital of Brooklyn St. Vincents Midtown Hospital (formerly St. Clare s Hospital) Sarah Neuman Nursing Home Schervier Care Center Schulman Institute Sephardic Home South Shore Division Victory Memorial VIP Community Services ARTICLE I. DEFINITIONS A. The term Agreement and Declaration of Trust shall mean the Agreement and Declaration of Trust establishing the 1199/Hospital League Health Care Industry Registered Nurse Job Security Plan, dated April 25, 1997 between the League of Voluntary Hospitals and Homes of New York and 1199SEIU National Health and Human Service Employees Union, their successors and assigns, and the Employer Trustees and Union Trustees named therein, their successors and assigns creating the 1199/Hospital League Health Care Industry Registered Nurse Job Security Plan, as amended on June 3, 1999 as again amended effective June 9, 2000 and with the new name, 1199SEIU/League Registered Nurse Training and Job Security Plan. B. The term Bargaining Unit shall mean the bargaining unit set forth in an Employer s stipulation of individual bargaining units. C. The term Collective Bargaining Agreement as used herein shall mean the Collective Bargaining Agreements and any extension, modification or amendment thereof between the Union and either the League or other employers, which provide for, among other things, contribution rates and payments to the Fund by such Employer and any changes in such contribution rates or payments to the Fund, provided that in the case of another Employer, the collective bargaining agreement shall be acceptable to the League and the Union; the term shall also mean written participation agreements between the Fund and any employer to make contributions to the Fund that have been approved by the Union and the League. D. The term Committee shall mean the Contract Interpretation and Policy Committee, or the League and the Union acting as or by their agents established pursuant to the League/1199 Agreement. E. The term Contributions shall mean the payments required to be made to the Fund by each of the Employers pursuant to the applicable Collective Bargaining Agreement. 6 7

6 F. The term Employee or Employees shall mean all regular full-time employees of an Employer who have completed their probationary period who are employed by an Employer in job classifications covered by the Collective Bargaining Agreement, and part-time employees who meet the foregoing definition provided they have served for a minimum of ninety (90) days and have worked a minimum of seven and one-half (7 1 /2) hours per week [for a thirty-seven and one-half (37 1 /2) hour workweek] or seven (7) hours per week [for a thirty-five (35) hour workweek]. G. The term Eligible Employee shall mean an Employee who meets the criteria for benefit eligibility set forth in Article II. H. The term Employer shall mean an employer which is a member of the League or another employer who has in force a Collective Bargaining Agreement with the Union providing for Contributions to the Fund, provided that in the case of another employer, the Collective Bargaining Agreement shall be acceptable to the League and the Union; the term shall also mean an employer which has a written participation agreement with the Fund that has been approved by the Union and the League as the basis for admission to the Fund. I. The term Fund or RNTJSF shall mean the 1199SEIU/League Registered Nurse Training and Job Security Fund as it is presently constituted or as it may be amended from time to time. J. The term League shall mean the League of Voluntary Hospitals and Homes of New York. K. The term League/1199 Agreement shall mean the Collective Bargaining Agreement between the League and the Union. L. The term Plan shall mean the Summary Plan Description of Training Benefits of the 1199SEIU/League Registered Nurse Training and Job Security Fund, as it is presently constituted or as it may be amended from time to time. M. The term Plan Administrator shall mean the Trustees or person(s) duly designated by them. N. The term Trustees shall mean the Fund Trustees acting in accordance with the terms and conditions of the Agreement of Declaration of Trust and any successor Trustees designated in the manner provided therein. O. The term Union shall mean 1199SEIU New York s Health and Human, or any other name by which it shall be constitutionally known. ARTICLE II. ELIGIBILITY Registered nurses ( RNs ) who work for an Employer that: (1) is a member of the League; or (2) has a Collective Bargaining Agreement with the Union that provides for Contributions to the Fund, provided that the Collective Bargaining Agreement is acceptable to the Trustees; or (3) has a written participation agreement with the Fund that has been approved by the Union and the League, are eligible for benefits. Both regular full-time and part-time RNs are eligible for benefits, provided they meet all additional eligibility requirements established by the Trustees for specific benefits as set forth in Appendix A or B. An RN must have completed his / her probationary period and the selection criteria in Appendix C and be employed in a job classification covered by the Collective Bargaining Agreement. Pursuant to resolution(s) adopted by the Trustees, benefits for an Employee under the Plan may be eliminated, terminated or suspended because his/her Employer is delinquent in making its Contributions to the Fund. 8 9

7 ARTICLE III. TRAINING BENEFITS The Trustees may establish and maintain training benefits, training related benefits (e.g. stipends for conferences, seminars, review courses and certification or recertification examinations, certification examination fees, etc.) and/or training programs from time to time which may be available to eligible Employees as determined in the sole discretion of the Trustees. The plan of benefits is attached as Appendix A, which will be revised on an annual basis, as the Trustees make changes to the Plan. A. Supplemental Benefits ARTICLE IV. APPLYING FOR BENEFITS Before you apply for the supplemental benefits described in Appendix A, you must apply for and receive any reimbursement available to you through your Employer. If your costs for programs for which reimbursement is available from the Fund exceed the amount that you are reimbursed by your Employer, you may apply to the Fund for reimbursement available through the Fund, subject to the limits provided in Appendix A. You must use the application forms provided by the Fund and you must submit any documents required by the Fund, as set forth in Appendix B. B. Direct Benefits To apply for the direct benefits described in Appendix A, you must follow the procedures set forth in Appendix B. In general, it takes four to six weeks from the date the Fund receives the application and all required documents to process a request for reimbursement. If you are approved for reimbursement, a check will be mailed to your home address that is on file with the Fund. If the number of applicants for a benefit or program exceeds the spaces or funding available for the benefit or program, Employees will be selected in accordance with the Selection criteria set forth in Appendix C. Selection determinations will be made by a Selection Committee consisting of one (1) Trustee designated by the Union and one (1) Trustee designated by the League. ARTICLE V. AUTHORITY OF THE TRUSTEES A. Plan Administration and Interpretation Benefits shall be paid only if the Plan Administrator decides, in its discretion, that the applicant is entitled to them under the terms of the Plan. Notwithstanding any other provision in the Plan, and to the full extent permitted by the Employee Retirement Income Security Act ( ERISA ) and the Internal Revenue Code, the Trustees shall have the exclusive right, power and authority, in their sole and absolute discretion: To administer, apply, construe and interpret the Plan and any related Plan documents To decide all matters arising in connection with entitlement to benefits, the nature, type, form, amount and duration of benefits and the operation or administration of the Plan To make all factual determinations required to administer, apply, construe and interpret the Plan. Without limiting the generality of the statements above, the Trustees shall have the ultimate discretionary authority: (i) To determine whether any individual is eligible for any benefits under this Plan; 10 11

8 (ii) To determine the amount of benefits, if any, an individual is entitled to under this Plan; (iii) To interpret all of the provisions of this Plan (and all related Plan documents); (iv) To interpret all of the terms used in this Plan; (v) To formulate, interpret and apply rules, regulations and policies necessary to administer the Plan in accordance with its terms; (vi) To decide questions, including legal or factual questions, relating to the eligibility for, calculation and payment of benefits under the Plan; (vii) To resolve and/or clarify any ambiguities, inconsistencies and omissions arising under the Plan or other Plan documents; and (viii) Except as specifically provided to the contrary in the provisions of the Plan relating to claims procedures, to process and approve or deny benefit claims and rule on any benefit exclusions. All determinations made by the Trustees (or any duly authorized designee thereof) with respect to any matter arising under the Plan and any other Plan documents shall be final and binding on all parties. B. Plan Amendment, Modification and Termination The Trustees reserve the right, within their sole and absolute discretion, to amend, modify, or terminate in whole or in part, any or all of the provisions of this Plan and may adopt amendments which add to, modify or discontinue any program of benefits or training. No Employee nor any other person shall have or will have a vested or nonforfeitable right to receive benefits from the Fund. No individual may, in any case, become entitled to additional benefits or other rights under the Plan after the Plan is terminated. ARTICLE VI. MISCELLANEOUS PROVISIONS A. Limitation of Responsibility. Neither the establishment of this Plan, nor any modification thereof, nor the payment of any benefits hereunder, shall be construed as giving to any Employee covered under the Plan or other person any legal or equitable right against an Employer, the League, the Union or any officer, director or employee thereof. In no event shall the terms and conditions of employment of any Employee be modified or in any way affected by this Plan. B. Records. The records of the Trustees with respect to all relevant Plan matters shall be conclusive for all purposes of this Plan. C. Construction. The respective terms and provisions of this Plan shall be construed, whenever possible, to be in conformity with the requirements of ERISA, or any subsequent applicable laws or amendments thereto. To the extent not in conflict with the preceding sentence, the construction and administration of the Plan shall be in accordance with the laws of the State of New York applicable to contracts made and to be performed within the State of New York (without reference to its conflicts of law provisions). D. Severability. Should any provisions of this Plan document be deemed or held to be unlawful or invalid for any reason, such fact shall not adversely affect the other provisions of this Plan document unless such determination shall render impossible or impracticable the functioning of this Plan, and in such case, an appropriate provision or provisions shall be adopted so that this Plan may continue to function properly. Pending the adoption of such provision, issues raised under unlawful or invalid provision shall be resolved by the Committee. E. Plan Not a Contract of Employment. Nothing contained in this Plan document shall be held or construed to create any liability upon an Employer to retain any Employee in its service. All Employees shall remain subject to discharge or discipline to the same extent as if the Fund had not been put into effect

9 F. Gender and Number. Wherever used, the masculine pronoun shall include the feminine, the feminine shall include the masculine, the singular shall include the plural, and the plural shall include the singular. G. Headings. The headings in this Plan document are for the convenience of reference only. In the event of a conflict between a heading and the content of a Section, the content of such Section shall be binding. H. Entire Agreement. This Plan document is intended to be the complete and exclusive statement of the terms hereof. I. Termination. This Fund may be terminated (1) at any time, by the unanimous vote of the Union Trustees and League Trustees; or (2) automatically, in the event that the obligation of all Employers to make contributions to the Fund shall end and there shall be no assets remaining in the Fund. J. Appeal Procedure. In order to appeal the denial of a claim for benefits, an eligible Employee or their authorized representative, shall, within sixty (60) days of the denial of the claim by the Fund office, file a written appeal with the Trustees if he believes that he has been denied a benefit to which he is entitled under the Plan. A Committee of one (1) Trustee designated by the Union and one (1) Trustee designated by the League ( Appeals Committee ) has been delegated authority to hear upon the appeal. The Employee will be informed of the Trustees decision with respect to his claim within ninety (90) days after the Trustees receipt of the claim. Under special circumstances, the Trustees may require an additional period of not more than ninety (90) days to review the Employee s claim. If this occurs, the Employee will be notified in writing, prior to the termination of the initial ninety (90) day period, as to the length of the extension, the reason for the extension, and any other information needed in order to process his/her claim. If the Employee s appeal is denied, in whole or in part, the Employee will be notified in writing of the specific reason(s) for the denial and the exact Plan provision(s) on which the decision was based. The decision on the Employee s appeal will be final and binding on all parties and persons affected thereby. If the Employee is not notified within the ninety (90)-day [or one hundred and eighty (180)-day, if so extended) period], the Employee may consider his appeal as denied. K. Your Rights under ERISA. As a participant in the Plan, you are entitled to certain rights and protection under the Employee Retirement Income Security Act of 1974, as amended (ERISA). ERISA provides that all Plan participants shall be entitled to: (1) Examine, without charge, at the Plan Administrator s office, and at other specified locations, such as work sites and union halls, all documents governing the plan, including collective bargaining agreements, and a copy of the latest annual report (Form 5500 Series) filed by the Plan with the U.S. Department of Labor; (2) Obtain upon written request to the Plan Administrator, copies of documents governing the operation of the plan, including collective bargaining agreements, and a copy of the latest annual report (Form 5500 Series) and updated summary plan description. The Administrator may make a reasonable charge for the copies; and (3) Receive a summary of the Plan s annual financial report. The Plan Administrator is required by law to furnish each participant with a copy of this summary annual report. In addition to creating rights for Plan participants, ERISA imposes duties upon the people who are responsible for the operation of the employee benefit plan. The people who operate your Plan, called fiduciaries of the Plan, have a duty to do so prudently and in the interest of you and other Plan participants and beneficiaries. No one, including your Employer, your Union, or any other person, may fire you or otherwise discriminate against you in any way to prevent you from obtaining a welfare benefit or exercising your rights under ERISA. If your claim for a welfare benefit is denied in whole or in part, you must receive a written explanation of 14 15

10 the reason for the denial. You have the right to have the Plan review and reconsider your claim. Under ERISA, there are steps you can take to enforce the above rights. For instance, if you request materials from the Plan Administrator and do not receive them within thirty (30) days, you may file suit in a federal court. In such a case, the court may require the Plan Administrator to provide the materials and pay you up to one hundred ten dollars ($110) a day until you receive the materials, unless the materials were not sent because of reasons beyond the control of the Plan Administrator. If you have a claim for benefits which is denied or ignored, in whole or in part, and if you have complied with and completed the appeals procedures, you may file suit in a state or federal court. If it should happen that Plan fiduciaries misuse the Plan s money, or if you are discriminated against for asserting your rights, you may seek assistance from the U.S. Department of Labor, or you may file suit in federal court. The court will decide who should pay court costs and legal fees. If you are successful, the court may order the person you have sued to pay these costs and fees. If you lose, the court may order you to pay these costs and fees, for example, if it finds your claim is frivolous. If you have any questions about the Plan, you should contact the Plan Administrator. If you have any questions about this statement or about your rights under ERISA, you should contact the nearest office of the U.S. Department of Labor, Employee Benefits Security Administration, listed in your telephone directory or the Division of Technical Assistance and Inquiries, Employee Benefits Security Administration, U.S. Department of Labor, 200 Constitution Avenue, N.W., Washington, D.C L. Other Important Facts. OFFICIAL NAME OF THE PLAN: SPONSOR: EMPLOYER IDENTIFICATION NUMBER (EIN): PLAN NUMBER: 501 TYPE OF PLAN: TRUSTEES OF PLAN: 1199SEIU/League Registered Nurse Training and Job Security Plan 1199 SEIU/League Registered Nurse Training and Job Security Fund 330 West 42nd Street, 13th Floor (212) Training Plan EMPLOYER TRUSTEES and ALTERNATE TRUSTEES* Bruce McIver Raquel Ayala President, League of Voluntary Hospitals & Homes of New York 555 West 57th St., Room 1530 New York, NY (212) VP of Human Resources Brookdale Hospital 525 Rockaway Parkway, Room B1 Brooklyn, NY (718)

11 Norma Calame Rebecca Gordon John Hernandez Jacqueline Holley, RN Carmen Suardy Keith Wolf Candy Woods Director, Human Resources The Mt. Sinai Hospital of Queens th Avenue Long island City, NY (718) Corporate Director Human Resources/Labor Relations North Shore/LIJ Health System 200 Community Drive Great Neck, NY (516) Director, Human Resources St. Vincents Midtown Hospital 415 West 51st Street New York, NY (212) VP of Human Resources Jamaica Hospital & Medical Center 8900 Van Wyck Expressway Jamaica, NY (718) Corporate Director Beth Israel Medical Center 215 Park Avenue South, 5th Floor New York, NY (212) Vice President of Human Resources St. Barnabas Hospital 183rd Street and Third Avenue Bronx, NY (718) VP of Human Resources Episcopal Health Services 227 Beach 19th Street Far Rockaway, NY (718) Mary Morris Mary Walsh Director of Organizational Development St. Vincents Catholic Medical Center of New York 153 West 11th Street, 7th Floor New York, NY (212) Chief Nursing Officer Beth Israel Medical Center Nursing Administration 16th Street and First Avenue New York, NY (212) UNION TRUSTEES and ALTERNATE TRUSTEES* Norma Amsterdam, RN Clare Thompson Kenrith Afflick Cynthia Askins Executive Vice President 310 West 43rd Street, 12th Floor (212) Vice President (212)

12 Joanne DeRose Delia Dye Jean Jones Gerda Kennedy Miriam Kho Joyce Lemon Joanne Rosenberg END OF PLAN YEAR: December 31 TYPE OF ADMINISTRATION: PLAN ADMINISTRATOR: Trustee Administered EFFECTIVE DATE: June, 1999 AMENDED: April, 2005 Board of Trustees 1199SEIU/League Registered Nurse Training and Job Security Plan 330 West 42nd Street, 13th Floor (212) The Plan is maintained pursuant to the Collective Bargaining Agreements defined in the Plan. A copy of such Collective Bargaining Agreements may be obtained by participants upon written request to the Trustees and is available for examination by participants. The Trustees keep records of the Fund and are responsible for the administration of the Plan. The Trustees will also answer any questions you may have about the Plan. Service of legal process may be made upon the Trustees. An Employee s benefits under the Plan are paid solely out of the legally segregated assets pool made by Employers (as defined in this Plan) relating to Contributions to the Fund. Neither Employers nor the Plan are liable for benefits beyond such legally segregated assets, nor shall an Employee be entitled to any benefits to be paid out of assets contributed to the Fund by employers not defined as Employers in the Plan. * The number and names of individuals who serve as RNTJSF Trustees are subject to change based on decisions made by the Board of Trustees. The benefits provided hereunder are on a non-contributory basis. No contribution to the Fund by any Employee will be accepted by the Trustees

13 No individual may become entitled to additional benefits or other rights under the Plan after the Plan is terminated. Under no circumstances will any benefit under this Plan ever vest or become nonforfeitable. Notwithstanding anything else in the Plan to the contrary, employees covered under another plan operated by the Fund shall not be entitled to benefits under the Plan except as may be provided in an amendment to the League/1199 Collective Bargaining Agreement. APPENDIX A Benefits approved by the Trustees for Plan Years 2002 through 2008 are as follows: I. Supplemental Benefit A.Reimbursement for the Cost of Continuing Education Conferences, Seminars & Review Courses 1. The RNTJSF shall pay the difference between each Employer s arrangements for continuing education conferences, seminars and review courses and $800, but in no event will the RNTJSF pay more than $500 per year per nurse. For example, if an Employer provides up to $400 per year for conferences and seminars, the RNTJSF will provide $400 per year per nurse. If, on the other hand, an Employer does not provide any reimbursement for continuing education or review courses, the RNTJSF will pay up to $500 per year per nurse at that Employer. And, if an Employer currently pays $800 per year, the RNTJSF will provide no money towards conferences, seminars, or review courses. 2. Each Employee must use up his/her Employer s reimbursement benefits before the RNTJSF will begin to reimburse a nurse s expenses. 3. In 1999, the RNTJSF will provide no money for travel or accommodations fees or costs. Effective January 1, 2000, the RNTJSF will provide up to $150/year for travel or accommodation fees or costs, for conferences outside of the NYC area which amount will be deducted from the amount available in paragraph I,A,1 above, after the Employer s allowance for travel and lodging has been exhausted. This benefit can be used for travel or accommodation at a conference regardless of whether the hospital or the Fund is paying 22 23

14 the fee. The travel reimbursement is restricted to reimbursement for rail fare, airfare, and hotel accommodations and does not include taxi fares or meals. B. Stipends for Conferences, Seminars, Review Courses and Certification Exams/Courses The RNTJSF shall pay a stipend to those nurses who attend conferences, seminars, review courses and certification exams/courses after they have received the maximum allowance of conference days from their employer on the following basis: 1. For RNs employed by Employers that provide salary reimbursement for attendance at zero to two (0-2) conference days, the RNTJSF will provide stipends for 2 additional days. For RNs employed by Employers that provide salary reimbursement for attendance at 3 conference days, the RNTJSF will provide a stipend for 1 day. For RNs employed by Employers that provide salary reimbursement for 4 or more conference days, the RNTJSF will provide no additional stipend. 2. The stipend will be the equivalent of the salary received by the individual RN for a regular work day (7.0 or 7.5 hours of work, depending on the Employer s regular, i.e., non-flex, work day). The stipend entitlement for an RN who regularly works a flextime shift will be expressed as a total number of hours, rather than days i.e., if the regular work day at the Employer is 7.5 hours, and, under paragraph 1 above, RNs at that institution are entitled to 2 stipend days, then a flextime RN would be entitled to a total of 15 stipend hours. C. Certification Exam Fees 1. The RNTJSF shall reimburse fees for certification/recertification exams for up to $300 per RN. 2. Each RN is entitled to be reimbursed for fees for certification/recertification exams only once during the term of the 1999 League/1199 Agreement. However, effective January 1, 2000, the Fund will reimburse an RN for a second exam, if the RN fails the first. 3. An RN is only entitled to reimbursement of fees for certification/recertification exams when certification/recertification is applicable to the RN s current employment. Any request for reimbursement for courses or stipends for days required in connection with certification exams shall be counted as requests for benefits under A and B above there shall be no additional reimbursements or stipends for certification exam courses or days. II. Direct Benefits 1. BSN Program The Fund is sponsoring the BSN program in three ways. One approach is to hold 1199SEIU dedicated BSN classes off-campus. Classes are held on workers own time in various sites throughout the city. In addition, the students have the option of going on-campus and choosing their own schedule. This program is currently provided through Lehman College, York College, Hunter College, SUNY Downstate, SUNY Stony Brook, SUNY New Paltz, and Rutgers University. A third alternative for BSN classes is the Distance Learning Program provided by SUNY Stony Brook School of Nursing. Classes are provided on-line and are geared for nurses who would like to pace their studies on their own time

15 2. Graduate Program The Fund, in collaboration with SUNY Downstate, SUNY Stony Brook, SUNY New Paltz, Rutgers University, Lehman and Hunter Colleges provides several choices of specialty tracks for the MSN, Nurse Practitioner and Nurse Midwifery degrees. Classes can be taken either on campus or off-campus offered through various sites in the city. Students also have the option of taking classes online through SUNY Stony Brook. 3. Computer Classes Members can avail themselves of the free basic computer classes that the Fund provides with New York State and New York City educational providers. Classes are conducted in Manhattan, Brooklyn, Queens and the Bronx. Students attend on their own time. RNs have the option of taking classes for credits transferable as electives when they decide to pursue their degree. 4. Pre-BSN Program The Fund, working with Lehman College, created dedicated classes for nurses who do not meet the required credits to enter the BSN program. This program allows RNs to take up to a maximum of 36 credits to complete the required courses and grades to enter the BSN program. Some of the courses that will be provided are Chemistry, Human Growth & Development and Group Process, which are pre-requisites. Classes are offered on employee s own time. 5. Diploma RN to BSN Program Graduates of nursing diploma programs can apply for the BSN programs provided that they have up to 60 college credits. Otherwise, they can get into the BSN program in two steps. First, candidates can take the Excelsior exam to generate up to 24 college credits. Next, they can take 36 college credits that include English, Chemistry, Human Growth & Development, Psychology and Social Science courses. They will then be able to bring a total of 60 credits into the BSN program. The Fund, in partnership with Lehman College and other nursing programs, is offering the classes on workers own time. 6. Academic Support Nurses participating in RNTJSF programs may receive prepaid academic support in the form of tutoring, organized study groups, test-taking, English workshops, time management workshops and more. 7. Foreign Language The program offers Spanish and other foreign languages for RNs, aimed at helping them communicate more effectively with non-english speaking patients. Classes are offered for credits transferable as electives when they choose to pursue their degree. Class sites vary. 8. Job-to-Job Program Beginning January 1, 2000, the Trustees approved an Employer-based layoff prevention program, which provides RNs with skills enhancement training in strategic areas. Annually, Fund staff sends an RFP to contributing Employers. Employers submit a request for funding. Trustee-approved guidelines for receiving Job-to-Job funding include the following criteria: 1. Completed proposals including budgets must be submitted by deadline. 2. Completed proposals will be evaluated on the following: a. Effectiveness in increasing Job Security and marketability of RNs; b.cost effectiveness of requested training monies; c. Whether or not the institution is providing matching funds; 26 27

16 d. Number of Bargaining Unit members (no single institution gets a disproportionate share); e. Institutions who have not received prior funding; and f. Commitment to train the existing workforce. 9. BCLS, ACLS, PALS* and Child Abuse Courses Periodically the 1199SEIU RN Division sponsors these courses, at no fee for RNTJSF-eligible nurses. Participation is on a first-come, first-served basis. To enroll in a course, contact the 1199SEIU Office of RN Continuing Education. 10. Specialty Review Courses Specialty review courses are available through the 1199SEIU RN Division Office of Continuing Education to RNs planning to take certification/re-certification exams. Participation is on a first-come, first-served basis. To enroll in a course, contact the 1199SEIU Office of RN Continuing Education. * BCLS Basic Cardiac Life Support ACLS Advanced Cardiac Life Support PALS Pediatric Advanced Life Support APPENDIX B Application for Benefits Supplemental Benefits Before you apply for benefits from the Fund, you must apply for and receive any reimbursements available to you through your Employer. If your costs for programs for which reimbursement is available from the Fund exceed the amount that you are reimbursed by your Employer, you may apply to the Fund for the additional reimbursement available through the Fund, subject to the limits provided in Appendix A. The following information must be submitted to the Fund no later than January 31st of the year following the year in which the benefits for which you are seeking reimbursement were incurred. RNTJSF Request for Continuing Education Reimbursement form, with signed approval from your Employer. Institution s request form, with signed approval from your Employer. Documentation from your Institution showing that you have exhausted continuing education benefits available to you through the Institution. List of all reimbursements made by the Institution, e.g., course titles, dates, amounts and number of days. Copy of certificates of attendance. Copy of your most recent pay stub. (Needed ONLY if requesting conference days.) Copy of your W-4 form. (Needed ONLY if requesting conference days.) In general, it takes four to six weeks from the date the Fund receives the application and all required documents to process a request for reimbursement. If you are approved for 28 29

17 reimbursement, a check will be mailed to your home address that is on file with the Fund. Direct Benefits Sponsored by the Fund From time to time the Trustees may adopt programs of benefits providing payment for specified training and educational courses. All such programs currently approved are listed in Appendix A. To apply for these benefits, you must submit the forms and other documentation as outlined in the application procedure specified for each individual program in Appendix A. APPENDIX C Selection Criteria Employees of contributing institutions can apply for any of the programs provided by the RNTJSF. If the number of applicants for a benefit exceeds the spaces or funding available, the Selection Committee of the Fund has set the following criteria to select amongst the applicants: 1. All applicants must meet the minimum academic requirements prescribed by the Educational Provider. 2. A minimum of one year of service with a current contributing Employer. 3. Accumulation of seniority based on total hours of work. 4. For Employers who agree to provide classroom space, the 1 /4 of the reserved seats will be allocated to Employees of that Employer. For example, North General offers its classroom space for an on-site BSN program to be provided by Lehman College. The class can accommodate 20 students. North General RN s can take up to 5 seats in this class. 5. a. For purposes of receiving Supplemental Benefits (as described in Appendix A), benefits shall be pro-rated for part-timers. b. For the purpose of receiving Direct Benefits (as described in Appendix A II), pursuant to this Plan, any Eligible Employee working at least 60% of a full-time schedule under a Collective Bargaining Agreement shall be classified as a full-time Employee. First, places shall be granted to full-time Employees on the basis of the above Selection criteria. Should there be more available spaces in a particular program than full-time employee/applicants, any excess spaces shall be made available to part-time employees on the basis of the above Selection Criteria. Part-timers who are denied selection may appeal to the Executive Director citing any extraordinary circumstances. The Executive Director will refer meritorious appeals to the Selection Committee for determination. Additional Requirements by Program DISTANCE LEARNING BSN and MASTER S DEGREE PROGRAMS Applicants admitted to the distance learning programs must have: 1. A computer that she or he can access any time to do the schoolwork. 2. Internet access. The purchase of the above equipment is not covered by the Fund, nor will it be provided by the Fund

18 32 Notes: