DOCSLIB.ORG

Collective Bargaining Agreement Between Rebekah Children's

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Collective Bargaining Agreement Between Rebekah Children's Collective Bargaining Agreement between Rebekah Children’s Services and SEIU Local 521 Service Employees International Union July 1, 2013 – June 30, 2016 Table of Contents PREAMBLE .................................................................................................................... 1 ARTICLE 1 – RECOGNITION AND SCOPE OF AGREEMENT .................................... 1 Section 1.1 - Recognition and Bargaining Unit ............................................................ 1 Section 1.2 – Positions and/or Job Families Covered .................................................. 1 Section 1.3 – Job Families Covered ........................................................................... 1 Section 1.4 - Agency Merger ....................................................................................... 1 Section 1.5 - Job Descriptions ..................................................................................... 1 ARTICLE 2 – UNION RIGHTS ........................................................................................ 2 Section 2.1 - Union Representatives ........................................................................... 2 Section 2.2 - Access .................................................................................................... 2 Section 2.3 - Negotiating Team ................................................................................... 2 Section 2.4 - Stewards ................................................................................................. 2 Section 2.5 - Right to Representation .......................................................................... 3 Section 2.6 - Bulletin Board ......................................................................................... 3 Section 2.7 - Materials for Representation ................................................................... 3 Section 2.8 - Report of New Hires ............................................................................... 3 Section 2.9 - Printing of Agreement ............................................................................. 3 Section 2.10 - Union Orientation .................................................................................. 3 Section 2.11 - Leave for Union Employment ............................................................... 4 Section 2.12 - COPE Deduction .................................................................................. 4 Section 2.13 - Labor/Management Committee ............................................................ 4 Section 2.14 - RCS Benefits Committee ...................................................................... 4 ARTICLE 3 – MANAGEMENT RIGHTS ......................................................................... 4 Section 3.1 ................................................................................................................... 4 Section 3.2 ................................................................................................................... 4 ARTICLE 4 – UNION SECURITY ................................................................................... 6 Section 4.1 - Union Shop ............................................................................................. 6 Section 4.2 - Charity Payment ..................................................................................... 6 Section 4.3 - Required Payment or Deduction ............................................................. 6 Section 4.4 - Dues Check-off ....................................................................................... 6 Section 4.5 - Non-payment of Dues ............................................................................. 7 Section 4.6 - Reinstatement ........................................................................................ 7 Section 4.7 - Verification of Bargaining Unit Membership ............................................ 7 Section 4.8 - Hold Harmless ........................................................................................ 7 ARTICLE 5 – GRIEVANCE PROCEDURE ..................................................................... 7 Section 5.1 - Intent ....................................................................................................... 7 Section 5.2 - Definitions ............................................................................................... 7 Section 5.3 - Step 1: Informal Resolution .................................................................... 8 Section 5.4 - Step 2: Written (Formal) Grievance: Human Resources Director ........... 8 Section 5.5 - Step 3: CEO ........................................................................................... 9 Section 5.6 - Step 4: Binding Arbitration ...................................................................... 9 Section 5.7 - Termination ........................................................................................... 10 Section 5.8 - General ................................................................................................. 10 i ARTICLE 6 – PAY ........................................................................................................ 11 Section 6.1 – Salary Scale ......................................................................................... 11 Section 6.3 - Expense Reimbursement ..................................................................... 11 Section 6.4 - Call-Back Pay ....................................................................................... 11 Section 6.5 - Pay Days .............................................................................................. 12 Section 6.6 - Shortages ............................................................................................. 12 Section 6.7 - Credit for Experience/Education ........................................................... 12 Section 6.8 - Bilingual Pay ......................................................................................... 12 Section 6.9 - Shift Differential .................................................................................... 13 Section 6.10 - Temporary Work in a Higher Class ..................................................... 13 Section 6.11 - Longevity Pay ..................................................................................... 13 Section 6.12 - Weekend Shift Differential .................................................................. 14 ARTICLE 7 – BENEFITS .............................................................................................. 14 Section 7.2 - Types of Insurance Coverage ............................................................... 14 Section 7.3 - Premium Contribution ........................................................................... 14 Section 7.4 - Optional Dependent Coverage ............................................................. 14 Section 7.5 - Disability Insurance .............................................................................. 14 Section 7.6 - The RCS 401(k) Plan............................................................................ 14 Section 7.7 - Dependent Care Spending Account ..................................................... 15 Section 7.8 - Medical Care Spending Account .......................................................... 15 ARTICLE 8 – PERSONAL TIME (PTO) ........................................................................ 15 Section 8.1 - Eligibility and Notice.............................................................................. 15 Section 8.2 - Accrual Rate ......................................................................................... 15 Section 8.3 - Part-Time Bargaining Unit Members..................................................... 16 Section 8.4 - Accrual Limit ......................................................................................... 16 Section 8.5 - Usage ................................................................................................... 16 Section 8.6 - Eligibility for Overtime ........................................................................... 17 Section 8.7 - Verification of Absence for Medical Reasons ....................................... 17 Section 8.8 - Payoff ................................................................................................... 17 Section 8.9 - PTO Cashout ........................................................................................ 18 ARTICLE 9 – HOLIDAYS ............................................................................................. 18 Section 9.1 - Recognized Holidays ............................................................................ 18 Section 9.2 - Observance .......................................................................................... 18 Section 9.3 - Eligibility for Overtime ........................................................................... 19 ARTICLE 10 – HOURS OF WORK ............................................................................... 19 Section 10.1 - General ............................................................................................... 19 Section 10.2 - Work Week ......................................................................................... 19 Section 10.3 - Schedules ........................................................................................... 19 Section 10.4 - Change of Schedule ..........................................................................
Load more

Recommended publications
  • GLOSSARY of COLLECTIVE BARGAINING TERMS and SELECTED LABOR TOPICS
    GLOSSARY of COLLECTIVE BARGAINING TERMS and SELECTED LABOR TOPICS ABEYANCE – The placement of a pending grievance (or motion) by mutual agreement of the parties, outside the specified time limits until a later date when it may be taken up and processed. ACTION - Direct action occurs when any group of union members engage in an action, such as a protest, that directly exposes a problem, or a possible solution to a contractual and/or societal issue. Union members engage in such actions to spotlight an injustice with the goal of correcting it. It further mobilizes the membership to work in concerted fashion for their own good and improvement. ACCRETION – The addition or consolidation of new employees or a new bargaining unit to or with an existing bargaining unit. ACROSS THE BOARD INCREASE - A general wage increase that covers all the members of a bargaining unit, regardless of classification, grade or step level. Such an increase may be in terms of a percentage or dollar amount. ADMINISTRATIVE LAW JUDGE – An agent of the National Labor Relations Board or the public sector commission appointed to docket, hear, settle and decide unfair labor practice cases nationwide or statewide in the public sector. They also conduct and preside over formal hearings/trials on an unfair labor practice complaint or a representation case. AFL-CIO - The American Federation of Labor and Congress of Industrial Organizations is the national federation of unions in the United States. It is made up of fifty-six national and international unions, together representing more than 12 million active and retired workers.
    [Show full text]
  • Westminsterresearch
    WestminsterResearch http://www.westminster.ac.uk/westminsterresearch Socially inherited memory, gender and the public sphere in Poland. Anna Reading School of Media, Arts and Design This is an electronic version of a PhD thesis awarded by the University of Westminster. © The Author, 1996. This is a scanned reproduction of the paper copy held by the University of Westminster library. The WestminsterResearch online digital archive at the University of Westminster aims to make the research output of the University available to a wider audience. Copyright and Moral Rights remain with the authors and/or copyright owners. Users are permitted to download and/or print one copy for non-commercial private study or research. Further distribution and any use of material from within this archive for profit-making enterprises or for commercial gain is strictly forbidden. Whilst further distribution of specific materials from within this archive is forbidden, you may freely distribute the URL of WestminsterResearch: (http://westminsterresearch.wmin.ac.uk/). In case of abuse or copyright appearing without permission e-mail [email protected] SOCIALLY INHERITED MEMORY, GENDER AND THE PUBLIC SPHERE IN POLAND Anna Reading A thesis submitted in partial fulfilment for the degree of Doctor of Philosophy July 1996 University of Westminster, London, UK **I have a memory, which is the memory of mother's memory' UNIVERSITY OF WESTMINSTER HARROW IRS CENTRE ABSTRACT More recent theories of the 'revolutions' of 1989 in the societies of Eastern and Central Europe now suggest that the underlying dynamic was continuity rather than disjuncture in terms of social and political relations. Yet such theories fail to explain the nature of and the reasons for this continuity in terms of gender relations in the public sphere.
    [Show full text]
  • From Service Model Unionism to Social Movement Unionism in Mauritius and Rodrigues: a Critical Review of Practice and Trends
    International Research Symposium in Service Management ISSN 1694-0938 From service model unionism to social movement unionism in mauritius and rodrigues: a critical review of practice and trends. Anita Ramgutty-Wong Faculty of Law and Management University of Mauritius Réduit MAURITIUS [email protected] Le Meridien Hotel, Mauritius, 24-27 August 2010 1 International Research Symposium in Service Management ISSN 1694-0938 From service model unionism to social movement unionism in mauritius and rodrigues: a critical review of practice and trends. Paper type: Empirical; Exploratory. Abstract Purpose: The literature on the service or ‘servicing’ model of unionism has lately stressed not only a trend pointing to a gradual movement away from this approach to unionism, but also the necessity for the union movement to seriously consider the adoption of an organizing form of activity, and even better, of gearing their services towards the newer, “social movement” form of unionism in the wake of the pressures of globalization. Design/Methodology: A nationwide study was conducted with a broad spectrum of objectives, and this paper draws from the study to present findings on the orientation of unions along this so-called conceptual continuum (moving from Servicing to Organising to Social movement unionism) of approaches and to discuss the policies and approaches used by unions as they go about their business of serving their members. Findings: The most salient finding is that the highest form of social movement unionism is to be observed not in Mauritius,
    [Show full text]
  • Trade Union Policies and Practices for Gender Equalitypdf
    Empowering Women at Work Trade Union Policies and Practices for Gender Equality Empowering Women at Work Trade Union Policies and Practices for Gender Equality Copyright © International Labour Organization 2020 First published 2020 Publications of the International Labour Office enjoy copyright under Protocol 2 of the Universal Copyright Convention. Nevertheless, short excerpts from them may be reproduced without authorization, on condition that the source is indicated. For rights of reproduction or translation, application should be made to ILO Publishing (Rights and Licensing), International Labour Office, CH-1211 Geneva 22, Switzerland, or by email: [email protected]. The International Labour Office welcomes such applications. Libraries, institutions and other users registered with a reproduction rights organization may make copies in accordance with the licences issued to them for this purpose. Visit www.ifrro.org to find the reproduction rights organization in your country. ISBN: 9789220336021 (Web PDF) Also available in French: Autonomiser les femmes au travail – Politiques et pratiques des organisations syndicales en faveur de l’égalité de genre, ISBN: 9789220336038 (Web PDF), Geneva, 2020 The designations employed in ILO publications, which are in conformity with United Nations practice, and the presentation of material therein do not imply the expression of any opinion whatsoever on the part of the International Labour Office concerning the legal status of any country, area or territory or of its authorities, or concerning the delimitation of its frontiers. The responsibility for opinions expressed in signed articles, studies and other contributions rests solely with their authors, and publication does not constitute an endorsement by the International Labour Office of the opinions expressed in them.
    [Show full text]
  • Korea Observer 49-1 4차편집본
    Union Strategy to Revitalize Weakening Worker Representation in South Korea 83 Union Strategy to Revitalize Weakening Worker Representation in South Korea* Hyung-Tag Kim**, Young-Myon Lee*** The rapid growth of South Korea's labor unions after 1987 Great Labor Offensive has been considered as one of the highest achievements in labor movement history. Yet now the social influence of labor unions in South Korea has been starkly reduced. For example, wage gaps between regular and non-regular workers and between workers at large and small companies have expanded, and union density as well as the application rate for collective agreements has fallen to about 10%. Rapid and dramatic changes in industrial structure and employment types coupled with regulatory limitations to collective agreement protections and application have reduced the appeal of union membership for many. And Korean unions have not seemed to adapt: although union membership is markedly industry-level, collective agreements are applied and managed within a traditional company-level IR framework. Unionism in South Korea needs urgent revitalization. The authors recommend this revitalization should proceed through institutional changes for improving workers' representation and through more also active organizing activity, but primarily it should happen through restoring a sense of solidarity among workers in the most basic sense. Key Words: labor union, employee representation, union revitalization strategy I. Past History and Current Status of Unionism in South Korea After the Great Labor Offensive during 1987 – 1989, Korea labor union movement achieved worldwide fame with its militancy. It had been considered as a successful example of creating new horizon under the situation of declining global labor union movement with such as COSATU of South Africa and CUT of Brazil.
    [Show full text]
  • GLOSSARY of COLLECTIVE BARGAINING TERMS and OTHER LABOR RELATED TOPICS
    GLOSSARY of COLLECTIVE BARGAINING TERMS and OTHER LABOR RELATED TOPICS ABEYANCE – The placement of a pending grievance (or motion) by mutual agreement of the parties, outside the specified time limits until a later date when it may be taken up and processed. ABOOD v. DETROIT BOARD OF EDUCATION – The legal case in which the U.S. Supreme Court, on May 23, 1977, ruled unanimously (9–0) that agency-shop (or union-shop) clauses in the collective- bargaining agreements of public-sector unions cannot be used to compel nonunion employees to fund political or ideological activities of the union to which they object. The Court nevertheless held, by a 6–3 majority, that nonunion employees in the public sector may be required to fund union activities related to “collective bargaining, contract administration, and grievance adjustment purposes.” This case was overturned by the Supreme Court’s ruling in June 2018 on Janus v. AFSCME. ACTION - Direct action occurs when any group of union members engage in an action, such as a protest, that directly exposes a problem, or a possible solution to a contractual and/or societal issue. Union members engage in such actions to spotlight an injustice with the goal of correcting it. It further mobilizes the membership to work in concerted fashion for their own good and improvement. ACCRETION – The addition or consolidation of new employees or a new bargaining unit to or with an existing bargaining unit. ACROSS THE BOARD INCREASE - A general wage increase that covers all the members of a bargaining unit, regardless of classification, grade or step level.
    [Show full text]
  • Global Framework Agreements in a Union-Hostile Environment : The
    STUDY Global Framework Agreements in a Union-Hostile Environment: The Case of the USA MICHAEL FICHTER AND DIMITRIS STEVIS November 2013 Global Union Federations have made significant progress in advancing Global Framework Agreements that create arenas for labor relations based on the Core Labor Standards of the International Labour Organization (ILO). These Agreements – signed and implemented by labor and management – are a means of setting minimum standards and organizing unions in Transnational Corporations, to date largely European, and their worldwide production and supply networks. Global Framework Agreements around the world have not been a routine exercise. Implementation in the US has resulted only from union pressure, both locally and through transnational collaboration involving unions from other countries and Global Union Federations. Although the study did identify cases of good practice, most evidence points to the US as being a prime example of the existing deficiencies in the overall process of initiation, negotiation, implementation and conflict resolution. Most importantly, unions and management from the US were generally absent from the steps leading up to implementation and thus have claimed no »ownership« of a GFA. In light of the initiation of negotiations over a Transatlantic Trade and Investment Partnership (TTIP), it is essential for organized labor on both sides of the Atlantic to push for the inclusion of better and more comprehensive labor standards. Global Framework Agreements, based on the ILO Core Labor Standards, are an initial step in that direction. FICHTER AND STEVIS | GLOBAL FRAMEWORK AGREEMENTS IN A UNION-HOSTILE ENVIRONMENT Contents Acronyms . 2 Introduction . 3 1. GFA Research: Methodology – Case Selection – General Insights .
    [Show full text]
  • Empowering Domestic Workers Through Law and Organizing Initiatives
    487 Empowering Domestic Workers Through Law and Organizing Initiatives Reyna Ramolete Hayashi1 I. INTRODUCTION We are subjected to emotional and physical exploitation from which we cannot easily free ourselves because of the need to work and support our families in our home countries. For some of us, being immigrants—this makes our situation worse, because the employers take advantage of this situation, increasing our work hours, many times reaching 24 hours. We are verbally assaulted, and we have to stay quiet. Often we end up leaving these jobs when we can’t take it anymore. What is sad and difficult is that sometimes we are not paid a single penny for the work we’ve done. In my case, I have had good, considerate employers, but in these years, I have also experienced difficulties which I never thought I would have to endure—discrimination because of the color of my skin and for being an immigrant. Housecleaner from the Dominican Republic2 Domestic workers in the United States are predominantly poor immigrant women of color,3 subject to multiple forms of oppression based on class, nationality, gender, and race. Current U.S. immigration and labor law does little for domestic workers to guarantee basic workers’ rights or provide protection from, or remedies for, employer abuse. While legal reform in U.S. immigration and labor law is necessary to codify rights and remedies for domestic workers, it is not sufficient.4 A community-based, organizing- centered approach to progressive lawyering that privileges the goals of social movements over law reform efforts will empower communities to more holistically address the conditions of power and privilege that cause domestic worker abuse and oppression.
    [Show full text]
  • Collective Bargaining in the Public Service a Way Forward
    102 III (1B) Collective bargaining in the public service: A way forward ILO Collective bargaining in the public service A way forward INTERNATIONAL LABOUR CONFERENCE 102nd SESSION, 2013 ILC.102/III/1B International Labour Conference, 102nd Session, 2013 General Survey concerning labour relations and collective bargaining in the public service Third item on the agenda: Information and reports on the application of Conventions and Recommendations Report of the Committee of Experts on the Application of Conventions and Recommendations (articles 19, 22 and 35 of the Constitution) Report III (Part 1B) International Labour Office Geneva Collective bargaining in the public service: A way forward INTERNATIONAL LABOUR OFFICE GENEVA ISBN 978-92-2-126857-4 (print) ISBN 978-92-2-126858-1 (Web pdf) ISSN 0074-6681 First edition 2013 Cover: Painting of Ka Dal, without title, 73 x 92 cm The designations employed in ILO publications, which are in conformity with United Nations practice, and the presentation of material therein do not imply the expression of any opinion whatsoever on the part of the International Labour Office concerning the legal status of any country, area or territory or of its authorities, or concerning the delimitation of its frontiers. The responsibility for opinions expressed in signed articles, studies and other contributions rests solely with their authors, and publication does not constitute an endorsement by the International Labour Office of the opinions expressed in them. Reference to names of firms and commercial products and processes does not imply their endorsement by the International Labour Office, and any failure to mention a particular firm, commercial product or process is not a sign of disapproval.
    [Show full text]
  • Collective Bargaining Terminology
    Collective Bargaining Terminology ACROSS THE BOARD INCREASE - A general wage increase that covers all the members of a bargaining unit, regardless of classification, grade or step level. AGENCY SHOP - A contract provision under which employees who do not join the union are required to pay a collective bargaining service fee instead. Employees who object on religious grounds to supporting unions must pay an amount equal to the service fees to a non-labor, non-religious charity. AMERICAN ARBITRATION ASSOCIATION (AAA). A private nonprofit organization that, among other things, provides lists of qualified arbitrators to unions and employers and administers the arbitration process. AMERICANS WITH DISABILITIES ACT (ADA) - National law forbidding discrimination against employees on the basis of disability and requiring reasonable accommodations for qualified disabled employees. The ADA is enforced by the Equal Employment Opportunity Commission (EEOC) and by private lawsuit. AT-WILL EMPLOYEE - Under common-law, this phrase describes the relationship between employer and employee that exists without a written contract or other agreement guaranteeing job security. An at- will employee may be terminated at the will of the employer without reason or cause. BACK PAY - Wages due for past services, often the difference between money already received and a higher amount resulting from a change in wage rates. BAD FAITH - Under the NLRA or state labor law, the parties have a duty to approach negotiations with a sincere resolve to reach a collective bargaining agreement, to be represented by properly authorized representatives who are prepared to discuss and negotiate on any condition of employment, to meet at reasonable times and places as frequently as may be necessary and to avoid unnecessary delays, and, in the case of the employer, to furnish upon request data necessary for negotiation.
    [Show full text]
  • Following the Organising Model of British Unions?
    European Trade Union Institute Bd du Roi Albert II, 5 1210 Brussels Belgium Tel.: +32 (0)2 224 04 70 Fax: +32 (0)2 224 05 02 [email protected] www.etui.org ..................................................................................................................................... Following the ‘organising model’ of British unions? Organising non-standard workers in Germany and the Netherlands — Kurt Vandaele and Janine Leschke ..................................................................................................................................... Working Paper 2010.02 D/2010/10.574/13 ISSN 1994-4446 ..................................................................................................................................... Following the ‘organising model’ of British unions? Organising non-standard workers in Germany and the Netherlands — Kurt Vandaele and Janine Leschke ..................................................................................................................................... Working Paper 2010.02 european trade union institute Brussels, 2010 ©Publisher: ETUI aisbl, Brussels All rights reserved Print: ETUI Printshop, Brussels D/2010/10.574/13 ISSN 1994-4446 (print version) ISSN 1994-4454 (pdf version) The ETUI is financially supported by the European Community. The European Community is not responsible for any use made of the information contained in this publication. Following the ‘organising model’ of British unions? Organising non-standard workers in Germany and the Netherlands Contents
    [Show full text]
  • The Labor of the Avant-Garde: Experimental Form and the Politics of Work in Post-War American Poetry and Fiction
    The Labor of the Avant-Garde: Experimental Form and the Politics of Work in Post-War American Poetry and Fiction Aaron W. Winslow Submitted in partial fulfillment of the requirements for the degree of Doctor of Philosophy in the Graduate School of Arts and Sciences COLUMBIA UNIVERSITY 2015 © 2015 Aaron Winslow All rights reserved ABSTRACT The Labor of the Avant-Garde: Experimental Form and the Politics of Work in Post-War American Poetry and Fiction Aaron W. Winslow While literary critics have explored the politics of labor in pre-war modernist literature, the post-45 avant-garde has continued to be framed as a depoliticized repetition of previous avant-garde styles. Examining American avant-garde literature in its relation to the political and economic shifts from the 1960s through the late 1980s, my dissertation corrects this narrative to show that labor and labor politics were central categories in post-war experimental poetry and fiction. I argue that writers as disparate as Charles Olson, William S. Burroughs, Samuel R. Delany, and Susan Howe reworked disjunctive modernist forms to cognitively map emergent economic tendencies in the US. Parataxis, collage, surrealist imagery, aleatory compositional methods, non-linear plotting, and metafictional narrative conceits all constitute the stylistic techniques of an avant-garde engaged in an extended dialogue about work and the politics of work. The canon of experimental literature functioned as a counter-discourse that contested and reshaped discourses of labor by considering it alongside categories of race, gender, and sexuality. By using labor as an entry point into the avant-garde, my dissertation reconsiders the post-war literary canon, revealing an avant-garde that includes writers working across modes and genres.
    [Show full text]