Effective 7/1/15 - 6/30/17
41.1 First Year Wage Adjustment.
Effective July 1, 2015, 3% across-the-board increase for all employees.
41.2 Second Year Wage Adjustment.
Effective July 1, 2016, 2% across-the-board increase for all employees.
41.3 Minimum Pay Step Adjustment.
Effective July 1, 2015, all regular, non-hourly employees whose salaries do not equal $2080 per month (equivalent to $12.00 an hour) will be placed onto the next pay step on their current pay range that is not less than $2080 per month.
41.4 Salary/Step Assignments. On July 1, 2015, all employees will be assigned the same step within their current classification as was held June 30, 2015. In addition, all employees will be paid at the salary range specified in Appendix I for their classification except: employees who are receiving a Red-lined (Y-rated) salary as of June 30, 2013 will continue to receive that salary if it is higher than the top step of the salary range for their classification as specified in Appendix I.
41.5 Annual Salary Adjustment. Employees will receive an annual salary adjustment on their periodic increment date until such time as the employee reaches the top step of their salary range, except as might be provided in the wage adjustments detailed in 41.1 and 41.2 above.
Employees shall continue to receive increment increases at the rate of two (2) steps each twelve (12) months unless they are newly hired at Step A, in which case they will receive a two (2) step increase at six (6) months then two (2) steps annually thereafter.
Employees on the Health Care pay tables (Appendices III, V, and VIII) receive increment increases at the rate of one (1) step each twelve (12) months except employees starting at Step A progress to Step B after six (6) months.
The University, at its discretion, may approve additional increment increases at any time. Such additional increment increases will not change an employee's periodic increment date.
41.6 Recruitment/Retention Compensation. The Employer may increase the salary of classifications that are experiencing recruitment/retention problems.
41.7 Transfers/Lateral Movement. When an employee moves from one position to another position in the same or a different classification at the same salary range, the employee will retain his/her previous salary range and step (see Article 45).
41.8 Promotions/Reallocation/Reversion. Upon promotion or reallocation from a position under this contract to another position under this contract with a higher salary range, the affected employee shall be placed on the salary step of the new range which reflects a minimum of a two (2) step increase, except for positions on Health Care Professional/Technical pay tables, which shall receive a minimum increase of 6%.
The new periodic increment date shall be the first of the current month for effective dates falling between the first and fifteenth of the month and the first of the following month for effective dates falling between the sixteenth and the end of the month.
An employee who voluntarily reverts or is reverted by the Employer during the trial service period in his/her promoted position will have the previous salary range and step he/she was receiving prior to promotion reinstated.
41.9 Work Out of Class. When an employee is temporarily assigned by Management in writing, which may include e-mail, to perform the principal duties of a higher level position for a minimum period of one (1) working day, he/she shall be compensated at a salary which represents at least a two step increase beyond the employee's current step but not to exceed the maximum of the range for the higher classification. Said increase shall be effective as of the first day of the assignment.
41.10 Downward Allocation Compensation. An employee occupying a position that is reclassified to an existing class with a lower salary range shall be placed in the salary step in the new range which is closest to the current salary, provided such salary does not exceed the top step of the new salary range.
41.11 Shift Differential Premium Pay. Employees assigned to evening or night shifts shall receive a shift differential of at least $1 per hour, except for those job titles listed in Appendix X, which shall receive the applicable rates.
For the purposes of this Agreement, evening shift is defined as a majority of time worked daily or weekly between 5:00 p.m. and 12:00 a.m. Night shifts defined as a majority of time worked daily or weekly between 12:00 a.m. and 7:00 a.m.
Any classification which receives a higher shift differential on the effective date of this Agreement shall continue to do so. Shift differential shall be paid for the entire shift that qualifies. When an employee is regularly assigned to an evening or night shift that qualifies for shift differential, he/she shall continue to receive the shift differential during temporary assignment, not to exceed five (5) consecutive working days, to a shift that does not qualify.
When an employee is compensated for working overtime during hours for which shift differential premium pay is authorized, the overtime rate will be calculated including the shift differential premium pay for evening or night hours.
41.12 Stand-By Pay. Employees required to restrict their off-duty activities in order to be immediately available for duty when called, will be compensated for time spent in standby status. Rate of compensation for standby status will be compensated at a rate of $1.00 per hour. Employees who, on the effective date of this Agreement, receive standby in excess of those rates shall continue to do so. In addition to the pay received while on standby, an employee called to work will be paid at his/her regular salary for all hours worked.
41.13 Call Back Pay. When an employee has left the grounds and is called to return to the work station outside of regularly scheduled hours, he/she shall receive two (2) hours bonus pay plus time actually worked. The bonus pay shall be compensated at the regular rate; time worked shall be compensated at time and one-half (1-1/2). Time worked immediately preceding the regular shift does not constitute call back, provided time worked does not exceed two (2) hours and notice of at least eight (8) hours has been given. An employee on standby status called to return to the work station does not qualify for call back pay.
41.14 Multilingual/Sign Language/Braille Premium Pay. Whenever a classified position has a bona fide requirement for regular use of competent skills in more than one language, and/or sign language and/or Braille, and the need for that skill is specified in the employee's position description, the employee shall receive a premium pay of two (2) steps above the level normally assigned for that position, except for those instances where the position is allocated to a class that specifies these skills.
If the employee's position is allocated to a class that specifies these skills, the employee will receive a premium pay of two (2) steps above the level normally assigned for that position only when the employee's position description states that the position has a bona fide requirement for regular use of competent skills in three (3) or more languages in addition to English.
If this requirement is not included in the employee's position description, refusal by the employee to interpret will not result in corrective action.
41.15 Assignment Pay. The Employer agrees to pay a premium rate of at least $1.75 per hour above an employee's base salary for the time an employee works in any of the following assignments:
When wearing a fall protection safety harness as required for specific Aerial Personnel Lift equipment or suspended platforms in accordance with WISHA standards (currently 10').
When an employee performs qualifying work less than 1 hour, they will be paid a minimum of one hour per day of assignment pay. Work exceeding one hour per day will be paid based on actual time worked.
41.16 Flexible Spending Account. The Employer agrees to allow insurance eligible employees, covered by this Agreement, to participate in a medical and dental expense reimbursement program to cover co-payments, deductibles and other medical and dental expenses, if employees have such costs, or expenses for services not covered by health or dental insurance on a pretax basis as permitted by law or regulation.
41.17 Preceptor. Surgical Technologists may serve as a preceptor after successfully completing a preceptor workshop or equivalent documented training and agreeing to and being appointed to be specifically responsible for planning, organizing, and evaluating the new skill development of one or more newly hired surgical technologists or perioperative registered nurses. This includes teaching, clinical supervision, role modeling, feedback, evaluation (verbal and written) and follow up of the new or transferring employee. Employees will receive a preceptor premium pay of $ 1.00 per hour for all time spent engaged in preceptor role responsibilities with/on behalf of the orienting employees.
41.18 Late Payroll Checks. Regular payroll checks, either hard copy or electronic, should be available to employees on payday. If the University is responsible for delay in receipt of a regular payroll check, the University will work with the employee to attempt to have any incurred fees waived.
41.19 Weekend Pay. All hours worked on weekends by employees in applicable job titles shall include a weekend pay premium in accordance with Appendix X.
41.20 HMC Public Safety Officer Premium. All Department of Public Safety Officers who have been trained and qualified to assist the clinical staff when requested in the proper restraint of patients will continue to receive the premium pay of $1.30 per hour. For the purpose of this article, hours of paid time off, such as holiday, vacation or sick leave, do not count as hours worked.
41.21 Field Training Officer. When a Public Safety Officer has been designated as a Field Training Officer for a new employee he/she will receive a five percent (5%) increase for all the hours they provide direct training/instruction.