Thefollowingwasaccomplishedthe1stdayofnegotiations.
Backin2014,wecommittedtoworkwithouremployertobebetter
consumersofourhealthcareplansandtosupportthehealthplanstructure
wehaveinourcontract.Mostofyouhaveseenand/orattendedsomeofthe
presentationsthatwereoutintheClinicsthispastyearaswehighlighted
waystochangeourapproachtothehealthcareplanwithoutaffecting
appropriatecareforusandourfamilies.Yourcommitmentdemonstrated
theeffectivenessandsolidarityofourunion,leadingtoouragreementto
maintainourhealthplans.HealthPartnershasrecognizedyourcommitment
andagreedtocontinuewiththiswork.Themeetingsanddiscussionswill
continueoverthenext3years.Wemustremaindedicatedtothiswork.We
plantomakeadifferenceintheseeminglynon-endingriseinhealthcare
costsandtodemonstratethatwecandothisvoluntarilyinhopestonot
havingtheendlessbattleinnegotiations.OurmembersandourUnion’s
willingnesstotakeonthischallengewasoneofthemajorfactorsinkeeping
ourHealthCarePlansandHealthCareBenefitsintactoverthenext3years.
Theletterofagreementfromthelastcontractwillberevisedtoreflectour
continuingwork.
Thiswasunprecedentedinbargainingbetweentheparties.Historyhas
showedusthattheMedicalPlansandHealthandDentalBenefitsnegotiated
forSEIUHCMNmembershavebeenconsistentlychallengedoverthepast20
plusyears.
SEIUHCMNBargainingTeamsandtheresolveoftheSEIUHCMNmembers
havepreservedourhealthcareplans,includingnoco-paysforclassicplan,
andotherbenefitsintheplanitself.Ourpharmacycostshaveremained
intactandtherehavebeennootherchangesintheoverallbenefitstructures
inourplans.
Ourpremiumratesfortheclassicplanandthechoiceplanforsinglehas
remainedatnocostforourSEIUHCMNmembers.Thefamilypremiumrate
forthesameplanshasincreasedbyonly$5.00amonthoverthepast20
years.
TOCAPTURETHESEACCOMPLISHMENTS,PLEASESEEBELOW
Art31Sec1.Medicalplanforemployeesinbenefitstatusof30hrsor
more/week
ClassicPlan
Single-NoChangeduringthe3yearagreement
Family–NoChangeduringthe3yearagreement
HPChoice
Single-Nochangeduringthe3yearagreement
Family–Nochangeduringthe3yearagreement
THESAMEAPPLIESTOALLPARTTIMEBENEFITCOSTS………NOCHANGE!!
HOURAVERAGINGTOFTORPTBENEFITSNOWINCLUDEANYOTHOURS
EvenwiththeHealthCareandbenefitsessentiallybeingoffthetable,these
negotiationsseeminglyfollowedthesamepathandlongevityofnegotiations
past.Thepartiesnegotiatedfor18days,withthelastdayslastingover24
hoursstraightbeforeallwassaidanddone.Weappreciatedthemembers
supportandfollowingalongontheinternetwithour“NegotiationUpdates”.
WewillbesettingupavoteontheTentativeAgreementsintheverynear
future.Youwillbee-mailedthedate,timesandlocationsofthevoteandan
updateontheSEIUHCMNwebpagewillalsobepostedwiththedate,times
andlocationsofthevote.
YourBargainingTeamisrecommendingaYESVOTEonthetentative
agreementforthe3yearcontract.Shouldyouhaveaco-workerwhohasnot
receivedthismessageforsomereason,pleaseshareitwiththem……Thanks
Tentative Agreement
All units U2
February 1, 2017
ARTICLE 4
UNION SECURITY
Article 4, Section 1. There is a Collective Bargaining Agreement between Group Health,
Inc., and SEIU Healthcare Minnesota covering wages, hours, and other terms and
conditions of employment. The Collective Bargaining Agreement provides that the Union
is the sole representative for the classification of work for which Employees are hired.
After completion of sixty (60) calendar days of employment, the Collective Bargaining
Agreement provides the Employee with the following two (2) choices:
1. Employees may elect to become a Union member and participate fully in the affairs of
the Union by paying an initiation fee and monthly dues.
2. Employees may choose not to become a Union member and pay a service fee and
monthly fees. Employees shall not be able to attend membership meetings or
participate in contract negotiations.
It is the Employee’s responsibility and a condition of employment to ensure that payments
to the Union are made on a timely basis. The Collective Bargaining Agreement provides
that Employees may voluntarily elect to have Union dues and fees deducted from the
Employee’s check and sent to the Union.
Article 4, Section 2. All Employees covered by this Agreement, including temporary
Employees, who are now or may hereafter become members of the Union, shall during the
life of this Agreement, or any renewal thereof, remain members of the Union in good
standing as a condition of employment, except as provided in Section 3. All new
Employees who are not members of the Union shall, not later than the sixty-first (61st)
calendar day following the commencement of this Agreement, or not later than the sixtyfirst (61st) calendar day following the commencement of employment, whichever is later,
become and remain members of the Union in good standing during the life of this
Agreement or any renewal thereof. "In good standing," for the purpose of this Agreement,
is defined to mean the payment of a standard initiation fee and standard regular monthly
dues. Any Union member who is delinquent in making the payments required herein for
more than ten (10) calendar days shall be terminated by the Employer within three (3)
calendar days of the Employer’s receipt of the written notice.
Article 4, Section 3. Any Employee covered by this Agreement who elects not to become
a Union member shall pay to the Union as a condition of continued employment a service
fee and monthly fee. Such payments and obligations shall be under the same conditions as
applied to Employees that join the Union.
Article 4, Section 4. Any Union member or Employee electing to pay the service fee and
dues who is delinquent in making the payments required herein for more than ten (10)
calendar days shall be terminated by the Employer within three (3) calendar days of the
Employer’s receipt of the written notice.
Article 4, Section 5. The Employer agrees to deduct Union dues and initiation fees or
service fees and dues from the wages of Employees in the bargaining unit who voluntarily
provide the Employer with a written authorization that is irrevocable for a period of not
more than one (1) year or beyond the termination date of this Agreement, whichever occurs
sooner. After one (1) year from the Employee’s authorization, any Employee who is
paying Union dues or service fees may stop making those payments by giving written
notice to the Union during the period not less than thirty (30) and not more than forty-five
(45) days before the annual anniversary date of the Employee’s authorization or the date of
termination of the applicable Collective Bargaining Agreement between the Employer and
the Union, whichever occurs sooner. The Employer will honor the Employee’s check-off
authorizations unless they are revoked in writing during the window period, irrespective of
the Employee’s membership in the Union.
Such deductions shall be made by the Employer from the wages of the Employees during
each calendar month and shall be transmitted to the Union by the tenth (10th) of each
month. The Union shall submit a list of Employees from whose pay dues deductions shall
be made not later than one (1) week prior to the first (1st) of each month. The Union shall
hold the Employer harmless from any dispute with an Employee concerning the deduction
made.
Article 4, Section 6. At the time of employment, a new Employee who shall be subject to
this Agreement shall be informed of this by the Employer and the Union.
Article 4, Section 7. The Employer shall send the Union a monthly list of all new
Employees, together with their address, classification, social security number,
clinic/location, number of hours scheduled per pay period, hourly rate of pay, and date of
hire; a monthly list of Employees who permanently changed their FTE or changed their
classification and applicable date; a list each pay period of Employees with the number of
hours worked that pay period; and a list of Employees who have begun or ended a leave of
absence or terminated their employment with Group Health, Inc., and the applicable date.
Tentative Agreement
E1 all units
January 5, 2017
ARTICLE 9
VACANCIES AND FILLING OF POSITIONS
Article 9, Section 4.Permanent Addition/Reduction in Hours. The permanent addition
or reduction of hours not to exceed sixteen (16) hours per week (twenty [20] hours per
week for Employees working an extended hour schedule) shall be offered by seniority to
Employees in a classification at the clinic/location where the hours are available without
posting system-wide. The addition or reduction of such hours shall be voluntary on the
part of the Employee.
Tentative Agreement
(Units I-III only)
E7
January 30, 2017
ARTICLE 9
VACANCIES AND FILLING POSITIONS
Article 9, Section 15. Probationary Period.
A. Length of Probationary Period for Employees in a Benefit Status of Plus Nineteen
(+19) or Greater. The first ninety (90) calendar days of employment of any new
Employee shall be a probationary period during which time the employment of such
Employee may be terminated without recourse to the contractual grievance procedure.
The probationary period may be extended for up to an additional sixty (60) calendar
days with the mutual agreement of Human Resources and the Union. Such agreement
shall be in writing with a copy maintained in the Employee’s Human Resources
Personnel File.
CMA/RMAs who require lab training will serve a one hundred twenty (120) calendar
day probation. The probationary period may be extended for up to an additional thirty
(30) calendar days with mutual agreement of Human Resources and the Union. Such
agreement shall be in writing with a copy maintained in the Employee’s Human
Resources Personnel File.
Employees in the Hospice Department shall serve a one hundred eighty (180) calendar
day probation. The probationary period may be extended for up to an additional thirty
(30) calendar days with mutual agreement of Human Resources and the Union. Such
agreement shall be in writing with a copy maintained in the Employee’s Human
Resources Personnel File.
New graduates shall serve a one hundred twenty (120) calendar day probation. The
probationary period may be extended for up to an additional thirty (30) calendar days
with the mutual agreement of Human Resources and the Union. Such agreement shall
be in writing with a copy maintained in the Employee’s Human Resources Personnel
File.
Tentative Agreement
All Units U4
December 12, 2016
ARTICLE 13
INVOLUNTARY LEAVE STATUS (ILS)
Article 13, Section 1.Involuntary Leave Status Procedure. If the Supervisor does not
reassign an Employee pursuant to Article 9, Section 7, the Supervisor may respond to
short-term or daily staffing overages in a particular department.
In such instance, the Supervisor shall:
1. First seek volunteers, in the department, in the classification, to take off time. If
there are no or an insufficient number of volunteers, seek the volunteers in the
clinic/location in the classification to take time off. If there are more volunteers
than necessary, the most senior volunteer(s) shall be selected. Such Employee(s), at
his/her option, may use vacation time, personal holiday, or voluntary leave status
(VLS).
2. If there are no or an insufficient number of volunteers, the most senior volunteer or
the least senior Employee(s) in the clinic in the classification who is working extra
hours or hours not regularly scheduled that day shall be required to take off time or
at his/her option shall use vacation time, personal holiday, or voluntary leave status
(VLS) or involuntary leave status (ILS) as applicable. (see Section 4.)
3. If there are no or an insufficient number of Employee(s) in #2 above, the most senior
volunteer or the least senior Employee in the clinic in the classification who is
working that day shall be required to take off time or at his/her option shall use
vacation time, personal holiday, or voluntary leave status (VLS) or involuntary
leave status (ILS) as applicable. (see Section 4.)
Fixed number sequence
Tentative Agreement
Units I-III U6
January 24, 2017
ARTICLE 17
CALL DUTY
Article 17, Section 2. Types of Call Pay
D.
Dental Patient Care Call. Dental Assistants who are required to respond to patient
calls outside of their regular work schedule shall receive the following:
Monday-Thursday
Friday
Saturday, Sunday
Saturday, Sunday
Saturday, Sunday
Holiday
5 p.m. to 7 a.m.
5 p.m. to 7 a.m.
5 p.m. to 7 a.m.
Noon to 7 a.m.
7 a.m. to 7 a.m.
The remainder of this Section is unchanged.
$20.00
$50.00
$30.00
$40.00
$50.00
$50.00
Tentative Agreement
E19
Units I-III only
January 24, 2017
ARTICLE 17
CALL DUTY
Article 17, Section 2.Types of Call Pay.
F. Hospice
2.
Base Pay and Benefits.
a)
Patient Care Call.
Base pay for Monday through Sunday shifts shall be ten (10)
hours of vacation credit OR ten (10) hours compensated straight
time per fifteen and one-half (15.5) hours of call at the option of
the Employee.
Base pay for holiday shifts shall be fifteen (15) hours of vacation
credit OR fifteen (15) hours compensated straight time per
fifteen and one-half (15.5) hours of call at the option of the
Employee.
Employees who are not regularly scheduled for call, but who serve
as back up for call and who take call shall receive the same payment
choices as outlined above.
There are no other changes in Section 2(F).
Tentative Agreement
Unit IV T5
December 8, 2016
The following language shall replace the current language in Article 18, Section 18 of the
Unit IV Collective Bargaining Agreement.
Article 18, Section 18. Urgent Care and Well@Work Nurse Practitioners and
Physician Assistants-Certified. Nurse Practitioners and Physician Assistants-Certified
hired to work in Urgent Care or Well@Work Clinics will be placed on a two-step pay
scale. Step one of the pay scale will be based on step 12 of the current Nurse Practitioners
and Physician Assistants- Certified wage scales plus $1.25 per hour. Step two of the pay
scale will be based step 12 of the current Nurse Practitioners and Physician AssistantsCertified wage scales plus $3.00 per hour. Leadership will have the ability to place Nurse
Practitioners and Physician Assistants- Certified hired into Urgent Care or Well@Work on
either step one or step two of the scale. Nurse Practitioners and Physician AssistantsCertified who are placed on step one of the scale will automatically be moved to step 2
after two years of employment, unless otherwise agreed to by Human Resources and the
Union.
Nurse Practitioners and Physician Assistants-Certified working additional hours in Urgent
Care or Well@WorkClinics which are not overtime hours as defined by the Collective
Bargaining Agreement shall be paid at step 2 of the Urgent Care/Well@Work Nurse
Practitioners and Physician Assistants- Certified wage scale.
Nurse Practitioners and Physician Assistants-Certified working additional hours in Urgent
Care or Well@Work Clinics that will make them eligible for overtime pursuant to the
Collective Bargaining Agreement shall receive step 2 of the Urgent Care/Well@Work
Nurse Practitioners and Physician Assistants-Certified wage scale or time and one-half
(1.5) times their current hourly wage including applicable provisions in Sections 10, 11,
and 13 of this Article, whichever is greater for all Urgent Care or Well@Work Clinic hours
worked.
Tentative Agreement
All units U8
February 1, 2017
ARTICLE 18
WAGE RATES
Article 18, Section 2. Wage Adjustments.
Effective February 1, 2017, the salary range shall be increased by two percent (2%).
Employees shall receive a two percent (2%) wage increase adjustment to their current rate.
Effective February 1, 2018, the salary range shall be increased by two percent (2%).
Employees shall receive a two percent (2%) wage increase adjustment to their current rate.
Effective February 1, 2019, the salary range shall be increased by two and one quarter
percent (2.25%). Employees shall receive a two and one quarter percent (2.25%) wage
increase adjustment to their current rate.
Retro pay to 2-1-17
Tentative Agreement
U9
February 1, 2017
ARTICLE 18
WAGE RATES
Article 18, Section 6. Longevity.
A. Full-time Employees
Full-time Employees shall be eligible for a lump sum longevity payment based on
length of service with the Employer as specified below:
Completed Years of Service
Annual Longevity Payment
Effective
Effective
Effective
2/01/17
2/01/18
2/01/19
10-14
15-19
20-24
25-29
30+
$1,175.00
$1,425.00
$1,675.00
$1,725.00
$1,775.00
$1,175.00
$1,425.00
$1,675.00
$1,725.00
$1775.00
$1,175.00
$1,425.00
$1,675.00
$1,775.00
$1,825.00
For full-time Employees, the longevity payment shall be received on the pay period
immediately following the Employee’s anniversary date.
B. Part-time Employees
Part-time Employees shall be eligible for the following longevity increases based on
length of service with the Employer. This increase shall be added to their base hourly
wage at the rates outlined below on the Employee’s tenth (10th), fifteenth (15th),
twentieth (20th), twenty fifth (25th) and thirtieth (30th) year anniversary date. These
longevity increments are considered a premium and are not a part of the Employee’s
base salary.
Completed Years of Service Annual Longevity Payment
Effective
Effective
Effective
2/01/17
2/01/18
2/01/19
10-14
15-19
20-24
25-29
30+
$.60
$.73
$.86
$.88
$.91
$.60
$.73
$.86
$.88
$.91
$.60
$.73
$.86
$.91
$.94
The amounts listed above are the total cents per hour for years of service and effective
dates. For example, effective 2/1/2017, Employees who have completed fifteen (15)
through nineteen (19) years of employment with Group Health Inc., shall receive
thirteen cents ($.13) in addition to the existing sixty cents ($.60) the Employee has been
receiving for years ten (10) though fourteen (14) for a total longevity premium of
seventy-three cents ($.73) per hour.
For part-time Employees, the longevity payment shall become effective on the
Employee’s anniversary date.
Part-time Employees who are receiving a longevity payment who move into a full-time
position +30 (thirty hours or more per week but less than thirty-seven and one-half
hours per week) or greater shall continue to receive their hourly longevity payment
until they reach their anniversary date at which time they shall begin to receive the
lump sum longevity payment on the pay period immediately following the Employee’s
anniversary date. Once Employees receive the lump sum longevity payment, the
hourly longevity payment shall be removed from the Employee’s pay.
Full-time +30 (thirty hours or more per week but less than thirty-seven and one-half
hours per week) or greater Employees who move into a part-time position who have
received the lump sum longevity payment based on their full-time status shall receive
the appropriate cents per hour on the Employees’ next anniversary date.
Tentative Agreement
U10
January 30, 2017
ARTICLE 18
WAGE RATES
Article 18, Section 13.Weekend Evening/Night Differential.
Non-Urgent Care/Non-CareLine Employees including Lab Assistants in Central Lab.
Employees working Saturday or Sunday shall receive two dollars and fifty cents ($2.50)
per hour for all hours worked beyond 6:00 p.m.
Urgent Care Employees. Employees working Saturday or Sunday shall receive two dollars
and fifty cents ($2.50) per hour for all hours worked beyond 5:00 p.m.
CareLine RNs.Employees working Saturday or Sunday on the evening shift (starting at
6:00 p.m. and ending at 12:00 a.m.) shall receive a differential of one dollar and fifty cents
($1.50) per hour for all hours worked between 6:00 p.m. and 12:00 a.m.
Employees working Saturday or Sunday on the night shift (starting at 12:00 a.m. and
ending at 8:00 a.m.) shall receive a differential of two dollars and fifty cents ($2.50) per
hour for all hours worked between 12:00 a.m. and 8:00 a.m.
Central Lab Employees (excluding Lab Assistants). Employees who work a minimum of a
four (4) hour shift with the majority of work hours after 6:00 p.m. shall receive two dollars
and fifty cents ($2.50) per hour on Saturday or Sunday for all hours of their shift.
Employees who work Day Urgent Care hours are not eligible for the above differential
unless they work the hours listed above.
In all cases, if a regular shift begins after 6:00 p.m. (5:00 p.m. for Urgent Care) and before
6:00 a.m. and the work hours extend beyond 6:00 a.m., the hours beyond 6:00 a.m. shall be
paid at the differential rate.
The Employee is responsible to claim such differential pay on the timecard that the
Employee submits.
Tentative Agreement
E22 and U13 (Units IIII only)
January 30, 2017
ARTICLE 18
WAGE RATES
Section 14. Bonus Shift Payment.
A. Careline and Urgent Care
A Careline and Urgent Care Employee who is regularly scheduled weekend shifts and
works a weekend shift, over and above his/her base employment agreement is eligible
for a bonus of seventy-five dollars ($75). For the purposes of this Section, a weekend
shift includes a majority of work hours after 5:00 p.m. on Friday, all hours worked on
Saturday, and all hours worked on Sunday. For the majority of Employees, that
employment agreement is every other weekend or those Employees working four (4)
weekend shifts, per month (e.g., every Sunday). For those working every third (3rd)
weekend, including one (1) additional weekend shift must be worked in that three (3)
week rotation in order to be bonus eligible. All scheduled shifts must be worked in
order to be eligible for the bonus.
Employees who are not regularly scheduled in Urgent Care and/or Careline are not
eligible for the bonus shift payment.
Careline or Urgent Care Employees who are not regularly scheduled weekends or who
are regularly scheduled less than every other weekend or four (4) weekend shifts per
month or every third (3rd) weekend and shall be bonus eligible after the fourth (4th)
weekend shift worked in any four (4) week rotation.
The remaining language in this Section is not changed
Tentative Agreement (Units
I-III only)
S-1
January 26, 2017
ARTICLE 18
WAGE RATES
New Section
Section 14. CMA/RMA Lab Testing Pay Differential.
Certified Medical Assistants/Registered Medical Assistants working at the Cottage Grove
Clinic, Highland Clinic, or Nokomis Clinic and who are performing lab testing (waived
and/or some moderate complexity) as part of their job shall receive one dollar ($1.00) per
hour over and above the base hourly rate for all hours worked. If the Employer establishes
additional clinics in which Certified Medical Assistants/Registered Medical Assistants
perform lab testing (waived and/or some moderate complexity), these Employees shall
receive one dollar ($1.00) per hour over and above the base hourly rate for all hours
worked.
The Employee is responsible to claim such differential pay on the timecard the Employee
submits.
Renumber the Remaining Sections
Section 15. Bonus Shift Payment.
Section 16. Radiologic Technologists.
Section 17. Regional and System Float Employees.
Section 18. Lead Pay.
Section 19. Rewards for Employees.
Tentative Agreement
E23 and U13 (Unit IV only)
January 30, 2017
ARTICLE 18
WAGE RATES
New Section
Section 16. Urgent Care Bonus Shift Payment.An Urgent Care Employee who is
regularly scheduled weekend shifts and works a weekend shift over and above
his/her base employment agreement is eligible for a bonus of seventy-five dollars
($75). For the purposes of this Section, a weekend shift includes a majority of work
hours after 5:00 p.m. on Friday, all hours worked on Saturday, and all hours worked
on Sunday. For the majority of Employees, that employment agreement is every
other weekend or those Employees working four (4) weekend shifts, per month
(e.g., every Sunday). For those working every third (3rd) weekend, including one
(1) additional weekend shift must be worked in that three (3) week rotation in order
to be bonus eligible. All scheduled shifts must be worked in order to be eligible for
the bonus.
Employees who are not regularly scheduled in Urgent Care are not eligible for the
bonus shift payment.
Urgent Care Employees who are not regularly scheduled weekends or who are
regularly scheduled less than every other or four (4) weekend shifts per month or
every third (3rd) weekend and shall be bonus eligible after the fourth (4th) weekend
shift worked in any four (4) week rotation.
Each shift must be a minimum of four (4) hours in order to qualify for a bonus.
Bonus shifts are either:
1. Shifts vacant at the time of posting the schedules; or
2. Shifts that become vacant after hours are posted.
To assign bonus shifts for Urgent Care Employees:
1. Most senior Employee at straight time;
2. Most senior Employee at overtime;
3. Unscheduled shifts occurring within seven (7) days of the date to be worked
shall be assigned on first come basis.
Shifts are not bonus eligible until they are identified on schedules with red lines.
Tentative schedules posted in advance of contract requirements for posting
schedules shall not be red-lined until fourteen (14) days before the month to be
posted.
Employees working additional weekend shifts, because of a personally arranged
schedule exchange or replacement shall not receive the bonus for those shifts.
When hiring for on-call positions in Urgent Care, inability to work shifts without
creating a bonus shift liability shall be used in decisions regarding job bids.
Employees who have a regular schedule in one of the After Hours Care areas,
Careline or Urgent Care, and hold a second on-call position in the other After
Hours Care area shall be eligible for bonus shifts based on their entire After Hours
Care schedule. This does not apply to Employees who hold two separate regular
schedules in both After Hours Care areas.
Sick time, holiday, vacation time, and personal holiday shall impact the bonus pay
in the following ways:
1. If during the regular work schedule an Employee is on approved vacation or
holiday time, he/she shall be bonus eligible for extra weekend schedules on the
weekend, including he/she would normally be off.
2.
If a bonus shift is worked on the weekend, including an Employee normally
works, but had scheduled vacation or holiday time, those vacation or holiday
hours shall be restored to the Employee’s account for later use and the
Employee shall be paid the bonus pay.
3.
A bonus shall be paid if compensated or uncompensated sick time is used on a
regular weekend shift and an additional weekend shift is worked.
4.
If compensated or uncompensated sick time is used on a bonus shift, the bonus
shall not be paid.
5.
The Supervisor reserves the right to monitor sick time and shall deny bonus pay
to any Employee with an abuse pattern.
Renumber the Remaining Sections
Section 17. Ph.D. Scale.
Section 18. Regional and System Float Employees.
Section 19. Urgent Care and Well@Work Nurse Practitioners and Physician
Assistants-Certified
Section 20. Lead Pay.
Section 21. Rewards for Employees.
Tentative Agreement
T5 and E21
January 17, 2017
ARTICLE 18
VACANCIES AND FILLING OF POSITIONS (Unit IV)
Article18,Section18.UrgentCareandWell@WorkNursePractitionersandPhysician
Assistants-Certified.Nurse Practitioners and Physician Assistants-Certified hired to work in
Urgent Care or Well@Work Clinics will be placed on a two-step pay scale. Step one of the
pay scale will be based on step 12 of the current Nurse Practitioners and Physician
Assistants- Certified wage scales plus $1.25 per hour. Step two of the pay scale will be
based step 12 of the current Nurse Practitioners and Physician Assistants- Certified wage
scales plus $3.00 per hour. Leadership will have the ability to place Nurse Practitioners and
Physician Assistants- Certified hired into Urgent Care or Well@Work on either step one or
step two of the scale. Nurse Practitioners and Physician Assistants- Certified who are
placed on step one of the scale will automatically be moved to step 2 after two years of
employment, unless otherwise agreed to by Human Resources and the Union.
Nurse Practitioners and Physician Assistants-Certified working additional hours in Urgent
Care or Well@WorkClinics which are not overtime hours as defined by the Collective
Bargaining Agreement shall be paid at step 2 of the Urgent Care/Well@Work Nurse
Practitioners and Physician Assistants- Certified wage scale.
Nurse Practitioners and Physician Assistants-Certified working additional hours in Urgent
Care or Well@Work Clinics that will make them eligible for overtime pursuant to the
Collective Bargaining Agreement shall receive step 2 of the Urgent Care/Well@Work
Nurse Practitioners and Physician Assistants-Certified wage scale or time and one-half
(1.5) times their current hourly wage including applicable provisions in Sections 10, 11,
and 13 of this Article, whichever is greater for all Urgent Care or Well@Work Clinic hours
worked.
Nurse Practitioners and Physician Assistants-Certified who transfer from an Urgent Care or
Well@Work position to a Nurse Practitioner or Physician Assistant-Certified position in
Primary Care or Specialty Care will be placed on the step on the wage scale pursuant to
Article 18, Section 5.
Tentative Agreement
All units T2
December 15, 2016
ARTICLE 22
SICK LEAVE
Article 22, Section 2. Sick Leave Use for Employee.Pursuant to Section 1, an Employee
in a FTE of .4 or greater may use sick leave when the Employee is unable to work due to
his/her illness, injury, or disability.
Safety Leave
An Employee in a FTE of .50 or greater may use up to one hundred sixty (160) hours of
sick leave per calendar year to receive assistance because of sexual assault, domestic
abuse, or stalkingwhen the employee is unable to work.The Employee may be asked to
indicate that he/she is using safety leave.
Article 22, Section 3. Sick Leave Use for Other than Employee.An Employee in a FTE
of .50 or greater shall be granted up to one hundred sixty (160) hours of paid absence per
calendar year, in total:
1. Due to illness or injury of an Employee's spouse or spousal equivalent, parent, step
parent, sibling, adult child (including a step, biological, adopted or foster child),
grandparent, mother-in-law, father-in-law, or grandchildren (including a step, biological,
adopted,or foster grandchild), where the Employee must be off work to attend to the
needs of such relative. The Employee may be asked to furnish satisfactory proof of
illness.
Safety Leave
2. To provide assistance to an Employee's dependent child, spouse or spousal equivalent,
parent, step parent, sibling, adult child (including a step,biological, adopted or foster
child), grandparent, mother-in-law, father-in-law, or grandchildren (including a
step,biological, adopted, or foster grandchild) because of sexual assault, domestic
violence, or stalking where the Employee must be off work to attend to the needs of
such relative. The Employee may be asked to indicate that he/she is usingsafety leave.
In all cases, time taken shall be deducted from the Employee's unused sick leave time.
No more than one hundred sixty (160) hours of sick leave per calendar year maybe used for
safety leave pursuant to Section 2 and both (1) and (2) of Section 3 of this Article.
An adult child is a child nineteen (19) years of age or older or twenty (20) years of age or
older if the child is still attending secondary school.
For Employees in a FTE of at least .40, but less than .50, up to one-fourth (1/4) of the sick
leave accrued in a calendar year can be used each calendar year for absences due to illness
or injury of an Employee's spouse or spousal equivalent or parent, where the Employee
must be off work to attend to the needs of such relative.
Employees shall have the ability to use accrued sick leave due to illness or injury of an
Employee’s child (including a biological, step, adopted, or foster child) and arenot subject
to the one-hundred sixty (160) hours limitation as follows:
1. Any child of the employee under age nineteen (19) or under age twenty (20) if they
are still attending secondary school;
2. An unmarried dependent child or an unmarried grandchild who resides in the home
of the Employee and is under nineteen (19) years of age or under twenty-five (25)
years of age if the child is still attending school full-time and is an eligible
dependent of the Employee for tax purposes; or
3. A dependent child who is beyond the limiting age who is physically or mentally
disabled and adependent for tax purposes also qualifies.
Tentative Agreement
All units T2 and U23
January 24, 2017
ARTICLE 23
FUNERAL/BREAVEMENT LEAVE
An Employee shall be granted a leave of absence without loss of pay for up to three (3)
consecutive scheduled work days (unless other arrangements are made between the
Employee and Supervisor) at his/her request in case of death in the immediate family or
member of the household. If the deceased relative is at a distance requiring special travel,
up to an additional two (2) consecutive scheduled work days shall be allowed without loss
of pay. The total time away from work shall not exceed seven (7) calendar days.
Immediate family or household member shall include:
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
•
Parents of the Employee (including step and foster parents)
Parents of the Employee’s spouse/spousal equivalent (including step parents)
Sister of the Employee (including step sister)
Sister of the Employee’s spouse/spousal equivalent
Sister in-law
Brother of the Employee (including step brother)
Brother of the Employee’s spouse/spousal equivalent
Brother in-law
Spouse/spousal equivalent
Son of the Employee (including foster son)
Son of the Employee’s spouse/spousal equivalent (including foster son)
Son in-law
Daughter of the Employee (including foster daughter)
Daughter of the Employee’s spouse/spousal equivalent (including foster daughter)
Daughter in-law
Grandparents of the Employee
Grandparents of the Employee’s spouse/spousal equivalent
Grandchildren of the Employee
Grandchildren of the Employee’s spouse/spousal equivalent
Any member of the household residing with the Employee at the time of death.
Tentative Agreement
All units E1
January 5, 2017
ARTICLE 26
EMPLOYEE REQUEST FOR REDUCTION IN HOURS
Article 26, Section 1. Request.Current Employees interested in reduced hours in the same
position and the reduction is greater than sixteen (16) hours per week (twenty [20] hours
per week for Employees working an extended hour schedule) may request to reduce their
hours. If the Supervisor elects to honor this request (see below regarding posting of
remaining hours), the reduced hours shall be posted at the clinic/location. If a more senior
Employee in the same classification does not indicate an interest, the Employee originally
requesting the reduced hours shall be granted the position. If a more senior qualified
Employee in the same classification does indicate interest in these reduced hours, the
senior qualified Employee shall be granted the position, and the Employee who originally
requested the reduced hours shall move into the senior Employee’s position or may bid on
another position.
In all cases, if a full-time Employee requests the reduction in hours, only full-time
Employees in a benefit status of +30 (thirty or more hours but less than thirty-seven and
one-half hours per week) or greater in the same classification may indicate interest in the
position and if a part-time Employee requests a reduction in hours, only part-time
Employees in the same classification may indicate interest in the position.
Above paragraph replaces section 2
Article 26, Section 2. Posting Remaining Hours.The remaining hours shall be posted
system-wide for bidding by all Employees. However, if the Supervisor determines that it
can honor an Employee’s request to reduce his/her hours only if the remaining hours do not
have to be posted, the Supervisor shall first discuss not posting the remaining hours with
the Union. If the Union agrees that the remaining hours do not need to be posted, the
Supervisor shall honor the request.
Above section is re-numbered from section 3 to 2
Tentative Agreement (Units I-III only)
U22
January 31 2017
ARTICLE 27
EDUCATION/PROFESSIONAL PROGRAM
Article 27, Section 2. Programs
B. Employees who are required to be relicensed or recertified in order to maintain their
professional credentialing or who are required by the Employer to be recertified or
relicensed are eligible to receive two hundred fifty dollars ($250.00) reimbursement per
contract year.
The reimbursement shall be used toward the cost of training programs or courses that
carry Continuing Education credits applicable to their specific certification or licensure.
In addition, these dollar amounts may be used toward the cost of travel, meals, and
expenses while attending a conference that carries Continuing Education credits
applicable to the Employee’s specific certification or licensure, and registration fees for
such conferences. Two hundred fifty dollars ($250.00) of the reimbursement may be
used to purchase computer resources, e.g., CDs, textbooks, journals, or reference
materials for the work place, professional journals and magazines, educational tapes or
Internet resources, e.g., Internet CEU self-study resources and courses that are
available via the Internet, Internet subscriptions for clinical reference information per
contract year. Employees may request reimbursement for Continuing Education
courses, that could exceed the above allowance, but there is no guarantee this shall be
honored. CEU dollar amounts are not pro-rated.
Tentative Agreement
All units U23
January 31 2017
ARTICLE 27
EDUCATION/PROFESSIONAL PROGRAM
Article 27, Section 2. Programs
C. Employees in a benefit status of at least +15 (fifteen or more hours per week) may
request time off from work to attend the above courses.
Upon approval, such Employees in a benefit status of thirty-seven and one-half (37.5)
hours per week shall be paid for regularly scheduled hours of work missed, up to
twenty four (24) hours of paid work time per contract year. Extended Hour Work Day
Employees shall be paid for regularly scheduled hours of work missed, up to seventytwo (72) hours of paid work time over the term of this Agreement. Employees in a
benefit status other than thirty-seven and one-half (37.5) hours per week shall receive a
pro rata of these hours.
Tentative Agreement
S-8b
January 26, 2017
ARTICLE 27
EDUCATION/PROFESSIONAL PROGRAM
Article 27, Section 3.Specific Job Titles.
A.
Certified Ophthalmic Technicians, Certified Ophthalmic Medical Technologists,
Certified Orthoptists, and Nurses (including Nurse Clinicians, RNs, and LPNs) who
have a national accreditation in a specialty area and for whom the Employer
determines the need for this special training shall receive an additional two hundred
fifty dollars ($250.00) per contract year.
B. Radiologic Technologists shall have the cost of registration paid by the Employer if
the Employer requires registration in mammography.
C.
Laboratory Technicians shall be eligible for two hundred fifty ($250.00) per
contract year notwithstanding that the Employee has multiple licenses.
D.
Sonographers shall receive one thousand two hundred dollars ($1,200.00) per
contract year.
E.
Certified Orthoptists shall receive seven hundred fifty dollars ($750.00) per
contract year.
F.
Dental Assistants shall receive three hundred fifty dollars ($350.00) per contract
year.
G.
Diabetic Nurse Specialists shall receive one thousand eight hundred dollars
($1,800.00) over the term of this Agreement.
H.
Lab Assistants and Phlebotomists shall receive one hundred dollars ($100.00) per
contract year.
I.
Estheticians shall receive two thousand two hundred and fifty dollars ($2250.00)
per contract year.
Tentative Agreement
U-24
January 19, 2017
ARTICLE 29
EDUCATIONAL ASSISTANCE
Article 29, Section 5.Forfeiture of Reimbursement. Reimbursement shall be forfeited, if
prior to successful completion of the course any of the following occurs:
A.
Voluntary or involuntary termination.
B.
Unpaid personal leave of absence.
C.
Layoff.
Removed D. from the contract……. use to read ‘transfer to a benefit status of less
than plus fifteen (+15).
Tentative Agreement
All units U25
February 1, 2017
ARTICLE 30
EDUCATION AND TRAINING FUND
The parties agree that training and development is a good investment and in an attempt to
create a collaborative relationship with SEIU Healthcare Minnesota, the parties agree to
establish an annual Education and Training Fund. For each year of the contract, the Fund
shall be $175,000.
The parties agree to jointly administer this Fund by a team of six (6) people – three (3)
chosen by the Union and three (3) chosen by the Employer. At least one (1) of the Union’s
representatives may be, at the Union’s sole discretion, a SEIU Healthcare Minnesota staff
representative. This team shall meet quarterly, up to four (4) hours per quarter. The
Employer shall pay all SEIU represented employees who serve as administrators of the
Fund for time spent in the administrative meetings, up to sixteen (16) hours per year.
The purpose is to fund extensive training and retraining opportunities, such as, professional
development courses, career upgrade programs, and other training programs that will
enable the Employees to pursue enhanced career opportunities with the Employer. The
Employer agrees to bear all administrative costs to the program(s) and these administrative
costs shall be paid from the training Fund. It is the intent of the parties that the Fund is to
be fully expended each year. If the Fund is not fully expended by the end of each contract
year, any remaining funds may be rolled over to the next Fund year; however, the Fund
cannot exceed $350,000 by the end of a Fund year.
Tentative Agreement
T4
December 8, 2016
All units
Article31,Section 11.HourAveragingto Full-Time BenefitsEligibility.
Hours used for averaging to FT benefits shall now include overtime hours
Tentative Agreement
All units T4
December 8, 2016
Article31,Section12.HourAveragingtoPart-TimeBenefitsEligibility.
Hours used for averaging to PT benefits shall now include overtime hours
Tentative Agreement
Unit IV S2a – S2f
February 1, 2017
ARTICLE 48
CERTIFIED NURSE MIDWIVES
SIDE NOTE……………CNM letters of understandings have been combined and placed in the
Collective Bargaining Agreement under its own Article and Sections below,Overtime will be paid for
all hours compensated in a pay period as mentioned below. CNM’s had gone nearly 10 years without
overtime compensation. CNMs will now and going forward bargain their wages, overtime and the rest
of their benefits and working conditions with the rest of the 1,700 bargaining unit members.
Article 48, Section 1.Hospital Call Pay
Effective, February 1, 2016*, hospital shift pay (both weekday and weekend) shall be six hundred
seventy-two dollars ($672)* for the 12 hour shift and the Certified Nurse Midwives (CNMs) may choose
to be in house or out of house. The hospital pay shall receive any negotiated across the board increases.
Article 48, Section 2.Regions Hospital Back-Up Pay
CNMs who are assigned the twenty-four (24) hour backup shift shall receive twelve (12) hours of pay
except for holidays.
If the CNMsare called into work during their backup shift, they will be paid for the actual number of
hours worked at the hospital call rate and still receive the minimum twelve (12) hours of back up call
pay if the total hours worked are twelve (12) hours or less. For example, if the CNMs work six (6)
hours during their twelve (12) hour shift, they will receive the twelve (12) hours of back up call pay. If
the CNMs work twelve (12) hours during their twelve (12) hour shift, they will receive twelve (12)
hours of back up call pay. If the CNMs work for fourteen (14) hours during their twelve (12) hour shift,
they will receive fourteen (14) hours of pay.
For full day holidays, CNMs who are assigned the backup shift the day before the holiday shall receive
six (6) hours of pay for a twelve (12) hour shift for 8:00 a.m. to 8 p.m.CNMs who are assigned the
holiday backup shall receive eighteen (18) hours of pay. The backup shift will begin at 8:00 p.m. the
day before the holiday and the shift will end at 8:00 a.m. the day after the holiday (a thirty-six [36] hour
shift).
Article 48, Section 3.Abbott Hospital Back-Up Pay
On Monday, Tuesday, and Wednesday, there will be one CNM on “back-up call” and this CNM will
receive two (2) hours of pay at the hospital call rate. Even though the Thursday hospital call shift is
only twelve (12 hours), there will still be a CNM on “back-up call” and this CNM will receive the two
(2) hours of pay at the hospital call ratefor these twelve (12) hours. There will not be any back-up call
pay when the CNMs do not have hospital call shifts.
If the CNMs are called into work, they will be paid for the actual hours worked at the hospital call rate
and still receive the minimum two (2) hours of back-up pay if the total hours are two (2) hours or less.
If the CNMs are called into work, they will be paid for the actual hours worked at the hospital call rate,
including the two (2) hours of back-up pay.
* Will be updated to reflect the new 2017 date and negotiated increase
Article 48.Section 4.Overtime.
On-call CNMs and CNMs in a FTE of .64 FTE and lower are non-exempt employees and will receive
time and one-half overtime if they work more than forty (40) hours in a workweek.
Non on-call CNMs and CNMs in a FTE of at least .65 FTE shall be exempt employees for the purpose
of being paid overtime on a two-week pay period basis. The exempt CNMs shall receive pay for clinic
shifts and hospital call shifts worked above their salary. CNMs compensated beyond seventy-five (75)
hours a pay period or more than eighty (80) hours a pay period if the CNM’s regularly scheduled pay
period is eighty (80) hoursshall be paid at one and one-half (1.5) times the CNM’s clinic rate or
hospital rate, as applicable.
If the number of clinic hours and/or hospital shifts of a CNM were to change, the exempt CNM’s salary
or the exempt/non-exempt status of the CNM may be adjusted to reflect this change.
The exempt CNMs shall continue to be covered by the Collective Bargaining Agreement between GHI
and SEIU, except for the provision of time and one-half overtime based upon a seventy-five (75)/eighty
(80) hour pay period (The provision in the CBA calls for OT after 7.5 hours in day or 8 hours in a day if
you are a 1.07). For example, these CNMs shall receive any other applicable pay, e.g., holiday pay,
rounder pay, back-up pay, rest periods, meal periods, etc.; shall accrue seniority for all compensated
hours; and sick leave, vacation, and personal holiday shall be granted pursuant to the Collective
Bargaining Agreement.
The Employer shall not seek the removal of CNMs from the bargaining unit based upon their exempt
status.
Article 48.Section 5.Hospital Shifts.
Each CNM will be responsible for covering all his/her scheduled weekend shifts per year.
Each CNM will be responsible for the same number of weekend hospital shifts, regardless of his/her
FTE.
Article 48.Section 6.Use of Vacation, Personal Holiday time, and CEU Time.
A CNM shall not use paid benefit time on a scheduled weekend shift. If a CNM were to want to use
planned time away on one of his/her scheduled weekend shifts, he/she would need to take this time as
unpaid and would need to find a CNM to cover this time.
Each CNM shall be responsible for covering all his/her scheduled weekday shifts per year except for
six (6) of these shifts, vacation, personal holiday time, or CEU time may be used. The paid time used
during shifts shall be paid at the CNM’s current wage (rather than the hospital call rate).
Article 48.Section 7.Seniority,
Hospital call shifts shall be considered compensated hours for the purposes of seniority and benefits.
Seniority will be accrued pursuant to Article 7.
Tentative Agreement
Units 1-III T8
December 13, 2016
•
•
•
AppendixA,WageScales
MedicalAssistantApprentice(New)
LabTechnicalSpecialist(New)
GeriatricLPN(NameChange:wasGeriatricPsychiatricLPN)
Tentative Agreement
All Units U16
January 27, 207
January 27, 2017
Kevin Kuehn
Internal Organizer
SEIU Healthcare Minnesota
345 Randolph Avenue
Suite 100
St. Paul, MN 55102
Dear Kevin,
This letter is to confirm the understanding that was reached during the negotiations for the 2017-2020
Collective Bargaining Agreement to discuss issues raised during these negotiations regarding Urgent
Care staffing.
The Labor Management Committee (LMC) shall discuss the issues that were raised during the
negotiations for the 2017-2020 Collective Bargaining Agreement. Discussions will include Urgent Care
staffing and other mutually agreed upon issues.
The LMC will be made up of Urgent Care employees, Urgent Care Lab employees, Management
representatives from Urgent Care and Lab, as well as representatives from the Union and Human
Resources.
Sincerely,
Lynelle Wood
Sr. Director, Labor Relations and Human Resources Compliance
Tentative Agreement
All Units U20 and U30
January 31, 2017
January 31, 2017
Kevin Kuehn
Internal Organizer
SEIU Healthcare Minnesota
345 Randolph Avenue
Suite 100
St. Paul, MN 55102
Dear Kevin,
This letter is to confirm the understanding that was reached during the negotiations for the 2017-2020
Collective Bargaining Agreements regarding the parties’ commitment to develop and implement a
communication plan to help SEIU represented employees develop a better understanding of the
retirement process.
During the negotiations process, the Union presented to the Employer concerns from their members
regarding having the opportunity to have a better understanding of the cost of retiree health/dental
insurance and their insurance options if retiring prior to 65; what steps need to be taken when they have
made the decision to retire; and what financial steps they can take to help them prepare for retirement.
Both the Union and the Employer have a mutual interest in employees receiving information about
planning for retirement and the retirement process. Based on this joint interest, the Employer will
develop a process to provide information and resources to SEIU represented employees, including, but
not necessarily limited to:
• Information/education on how employees start their retirement benefits
• Information/education on workplace saving plan benefits to prepare for retirement
For example, employees may schedule a one-on-one confidential consultation with a Fidelity Financial
Planner to help them become better informed and confident about saving for retirement, information on
social security strategies, and 401(k) information.
The Employer will work to help ensure that this information is as available, accessible, and “user
friendly” as is practical. Information/education and resources may be provided through in-person
classes, webinars, resource links to myPartner, access to outside resources, e.g., AARP, Social Security,
Medicare, Long Term Care Insurance, etc., and other appropriate methods.
Sincerely,
Lynelle Wood
Sr. Director, Labor Relations and Human Resources Compliance
Tentative Agreement
Units I-II E20
January 27, 2017
January 27, 2017
Kevin Kuehn
Internal Organizer
SEIU Healthcare Minnesota
345 Randolph Avenue
Suite 100
St. Paul, MN 55102
Dear Kevin,
This letter is to confirm the understanding that was reached during the negotiations for the 2017-2020
Collective Bargaining Agreement to establish a Committee to negotiate the process for Building
Engineers being placed on-call.
Items for negotiations may include:
• Compensation for being on-call
• Compensation if called into work while on-call
• Reporting pay if called into work while on-call
• How Building Engineers will be placed on-call
• Number of Building Engineers on-call
• Holiday Pay while on-call
• Other process and implementation issues
The Committee shall be made up of an equal number of Building Engineers and Union representatives,
and Management and Human Resources representatives.
The Committee shall have its first meeting no later than March 17, 2017.
Sincerely,
Lynelle Wood
Sr. Director, Labor Relations and Human Resources Compliance
Tentative Agreement
All Units E32
February 1, 2017
February 1, 2017
Lynelle Wood
Sr. Director, Labor Relations and Human Resources Compliance
Group Health, Inc.
Dear Lynelle:
This letter is to confirm the understanding that was reached during the negotiations for the 20172020 Collective Bargaining Agreements that the parties will continue the Committee for the purpose
of education, improving the health status and moderating costs within the health plans for SEIU
represented members/employees. The Committee will review and discuss health care costs, cost of
the SEIU healthcare plans, overall trends in utilization, general plan performance, any legislative or
regulatory issues that affect or could affect the health benefits provided under the Collective
Bargaining Agreements, any needs for leader or employee/member education, and such other issues
that it may deem relevant to its work. This Committee will take into account both active and retired
employees/members of the bargaining unit.
The Committee will be composed of six members chosen by the Employer and six members chosen
by the Union. The Committee may also invite other individuals with expertise and information that
is deemed useful for the Committee.
HealthPartners agrees to provide any information under its control that may assist the Committee in
its deliberations, including utilization data for both medical services and drugs, internal and general
medical trend (both state of Minnesota and National), comparisons of bargaining unit experience
with other insured populations and the general public, to the extent the information is not
confidential or proprietary, and best practices within both insurers and providers. The Committee
may request or seek such other data and information that it determines is needed in its deliberations.
No later than November 1, 2019, the Committee will have developed recommendations to reduce the
cost of the current SEIU health plans. These recommended changes will be presented to the
bargaining teams for negotiations for the February 1, 2020 – January 31, 2023 Collective Bargaining
Agreements.
The parties agree that they will develop regular reports to be shared with bargaining unit leaders and
bargaining unit members/employees.
Sincerely,
Kevin Kuehn, Internal Organizer
Tentative Agreement
Unit I-III S-3a
January 26, 2017
January 26, 2017
Kevin Kuehn
Internal Organizer
SEIU Healthcare Minnesota
345 Randolph Avenue
Suite 100
St. Paul, MN 55102
Dear Kevin,
This letter is to confirm the understanding that was reached during the negotiations for the 2017 -2020
Collective Bargaining Agreement regarding the re-establishment of the Clinic Medical Lab Technician
and Clinic Lab Assistant vacation Labor Management Committee to discuss Lab staffing as it impacts
vacation and to explore various options and solutions.
Sincerely,
Lynelle Wood
Sr. Director, Labor Relations and Human Resources Compliance
Tentative Agreement
Unit I-III S-3b
January 26, 2017
January 26, 2017
Kevin Kuehn
Internal Organizer
SEIU Healthcare Minnesota
345 Randolph Avenue
Suite 100
St. Paul, MN 55102
Dear Kevin,
This letter is to confirm the understanding that was reached during the negotiations for the 2017 -2020
Collective Bargaining Agreement to establish a Labor Management Committee (LMC) to discuss the
work of the Lab Technicians at the Riverside Clinic who are expected to train new Lab Technicians, Lab
Assistants, and CMA/RMAs who perform lab testing at the “neighborhood” clinics. The work of this
LMC will include discussing the potential of an additional form of compensation for these employees, as
well as the training process itself.
Also, the Employer agrees to communicate to the leaders involved in the hiring process for the Lab
Technicians at the Riverside Clinic the importance of job candidates/bidders understanding that training
new Lab Technicians, Lab Assistants, and CMA/RMAs who perform lab testing at the “neighborhood”
clinics is an expectation of this position.
Sincerely,
Lynelle Wood
Sr. Director, Labor Relations and Human Resources Compliance
Tentative Agreement
Unit IV S-3c
January 26, 2017
January 30, 2017
Kevin Kuehn
Internal Organizer
SEIU Healthcare Minnesota
345 Randolph Avenue
Suite 100
St. Paul, MN 55102
Dear Kevin,
This letter is to confirm the understanding that was reached during the negotiations for the
2017-2020 Collective Bargaining Agreement regarding the establishment of a Pharmacy vacation Labor
Management Committee to discuss the vacation bidding process.
Sincerely,
Lynelle Wood
Sr. Director, Labor Relations and Human Resources Compliance
Tentative Agreement
S-7
January 26, 2017
January 26, 2017
Kevin Kuehn
Internal Organizer
SEIU Healthcare Minnesota
345 Randolph Avenue
Suite 100
St. Paul, MN 55102
Dear Kevin,
This letter is to confirm the understanding that was reached during the negotiations for the 2017-2020
Collective Bargaining Agreement regarding employees in the Plastics and Hand Surgery Department.
These employees are eligible to receive a 30% discount off the retail price (or off an applicable GHI
Employee discount that may have already been applied to the retail cost) on Esthetician products.
Sincerely,
Lynelle Wood
Sr. Director, Labor Relations and Human Resources Compliance
Tentative Agreement
S-14
January 26, 2017
January 26, 2017
Kevin Kuehn
Internal Organizer
SEIU Healthcare Minnesota
345 Randolph Avenue
Suite 100
St. Paul, MN 55102
Dear Kevin,
This letter is to confirm the understanding that was reached during the negotiations for the 2017-2020
Collective Bargaining Agreement to continue the Hospice RN Labor Management Committee (LMC).
The LMC shall discuss the issues that were raised during the negotiations for the 2017-2020 Collective
Bargaining Agreement, including the following:
• Possibility of Hospice RNs bidding vacation three times a year
• Possibility of creating “Find Your Own Replacement” process
• RNs being asked to perform duties for which they do not feel they are fully qualified, such as:
• Inserting IVs
• Inserting catheters
• Tube feeding
• Having a good work/life balance
• Positions and assignments
• Changes in Medicare requirements
• Technology changes, e.g., as the result of a computer upgrade, it took 45 minutes to synch the RN’s
computer
• Workload, as the patient volume grows
• Administration of coachings and disciplines
The parties may also discuss other issues appropriate for the LMC that are brought to the Committee by
either the Employer or the Union.
It is understood that this LMC could reach agreements that will need to be negotiated between the
parties.
Sincerely,
Lynelle Wood
Sr. Director, Labor Relations and Human Resources Compliance
These tentative agreements include all proposals from the employer and the Union
They include all TA’s reached on Special Issues as well
Please review the TA’s carefully and write down any questions you may have and bring them to
the ratification/vote that has yet to be determined. We will send the date, times and location of the
ratification/vote out to all of you via e-mail and also on the Union Web Page.
Please look for these in the near future
Hope to see you all at the Ratification/Vote
2017 Negotiating Team