UMC

The following explanation of a yes vote, no vote is highlight of the UMC Tentative Agreement our Bargaining Team reached with UMC. You can read more detail and the complete agreement on our highlights page or if you have any questions about the agreement or the ratification vote, please contact a Bargaining Team member.  Our Bargaining Team unanimously recommends a YES vote. The vote will take place Tuesday, February 14, Wednesday, February 15 and Thursday February 16, 6 a.m. to 8 p.m. at the 4th floor Trauma building, in conference rooms G & H.

YES VOTE:

• Our Bargaining Team negotiated an upward market adjustment for all classifications found under-market in the market study, including nearly 1,000 RNs and Charge Nurses; No employee will have a reduction in pay as a result of the study.
• 1st year 2% merit; 2nd year 1.9% merit for qualifying employees;  Merits NOT tied to performance evaluation. Employees who qualify for merit will automatically receive the 2%  & 1.9%
• Longevity is preserved for new hires and a key Union principle is preserved. Employees who receive longevity, will still receive it with a freeze on increases for 12-months, after 12-months, increases will be restored.
• CAL – one hour reduction per pay period for 18-months
• no COLA

NO VOTE:

• Contract goes to Fact Finding and will be decided by a third-party. Members will NOT have a say once the Fact Finder makes their decision and it will be final.
• UMC promised to take concessionary proposals to fact finding which they indicated would likely include:
  • Downward salary adjustments for EVS and Dietary Employees;
  • Elimination of Longevity for New Hires; and
  • Deeper cuts to CAL hours ( 2 hours per pay period for 24-months)

A NO Vote: the RISK is TOO HIGH!

For more information, please contact a member of our Bargaining Team.

UMC YES NO

Our Bargaining Team worked tirelessly to improve our contract and we are proud to unanimously recommend a YES vote on this tentative agreement that will go before members, Tuesday, February 14, Wednesday, February 15 and Thursday February 16, 6 a.m. to 8 p.m. at the 4th floor Trauma building, in conference rooms G & H. You can read all the changes to our contract in this pdf: UMC Tentative Agreement. Below are highlights of the agreement. If you have any questions before your vote, please contact a member of the Bargaining Team.

HIGHLIGHTS OF ECONOMIC ARTICLES WITH TENTATIVE AGREEMENT

• Article 14 (Salary) Bargaining Team negotiated an upward market adjustment for all classifications found under-market in the market study, including nearly 1,000 RNs and Charge Nurses; No employee will have a reduction in pay as a result of the study.
• Article 14 (Salary) no COLA
• Article 15 (Salary Upon Status Change) 1st year 2% merit; 2nd year 1.9% merit; Merits NOT tied to performance evaluation. Employees who qualify for merit will automatically receive the 2% & 1.9%.
• Article 21 (CAL) one hour reduction per pay period for 18-months
• Article 27 (Longevity) Longevity protected for new hires; employees receiving longevity will continue to receive longevity with no increase for 12-months, after 12-months increase will be restored.

HIGHLIGHTS OF NON-ECONOMIC ARTICLES WITH TENTATIVE AGREEMENT

• Article 1 (Agreement) States the effective date of the contract
• Article 2 (Intent) Maintains current language
• Article 3 (Recognition) side letter that clarifies supervisors
• Article 4 (Discrimination Clause) Maintains current language
• Article 5 (Management Rights) Maintains current language
• Article 6 (EmployeeRights) More rights in evaluations and against harassment; discipline removed after 15-months.
• Article 7 (Union Rights) New Steward may observe experienced Stewards as training.
• Article 8 (Employee Deductions) Maintains current language
• Article 9 (Grievance and Arbitration) Adds rights when discipline results from Office of Diversity investigations.
• Article 10 (Discipline and Discharge) More favorable timelines for hearings and suspensions.
• Article 11 (Per Diems) Rights to Article 9 at 840 hours.
• Article 12 (Layoff) Maintain current language
• Article 13 (Probationary/Qualifying Period) Employees cannot transfer from one Cost Center to another while on probation.
• Article 16 (Hours of Work) More rest periods; no more than two department shift bids in a 24-month period.
• Article 17 (Overtime) Rights for extra shift work, FLSA clarifications, double-back language, & 15-month cleansing period for failure to report after callback from standby.
• Article 18 (Shift Differential) Maintains current language
• Article 19 (Acting Appointments) Maintains current language
• Article 20 (Critical Care Premium) Maintains current language
• Article 22 (EIB) Maintains current language
• Article 23 (Miscellaneous Leaves) Bereavement rights have been expanded.
• Article 24 (Group Insurance) Current practices regarding employee contributions have been protected, as well as vision coverage being added as a guarantee in the contract.
• Article 25 (Retirement Contribution) Maintains current language
• Article 26 (Workman’s Comp) Maintains current language
• Article 28 (Education/Training) Maintains current language
• Article 29 (Seniority) Maintains current language
• Article 30 (Posting) Expanded rights for internal applicants
• Article 31 (Call-Off Procedure) Maintains current language
• Article 32 (Labor/Management Committee) Maintains current language
• Article 33 (Health and Safety) Maintains current language
• Article 34 (Patient Advisory Committee) Maintains current language
• Article 35 (Contracting) Maintains current language
• Article 36 (Substance Abuse Policy) Maintains current language
• Article 37 (Attendance Policy) Duration changed for reporting to work late and counted as an absence, from 30-minutes to 2-hours. Employee not required to call in each day with a physician’s note for the duration of the note.
• Article 38 (Tardy Policy) To receive pay for tardy time, one hour notice is required instead of two. Also, no employee can receive both a tardy and an absence for the same incident.
• Article 39 (Floating Policy) Maintains current language
• Article 40 (Access to UMC Services) Maintains current language
• Article 41 (General Savings Clause) Maintains current language
• Article 42 (Entire Agreement) Maintains current language
• Article 43 (Anti Strike Clause) Maintains current language
• Article 44 (Interpreter Pay) Maintains current language