Collective Bargaining Agreement with Keck Hospital of USC and

225 W Broadway, Suite 400

Glendale, CA 91204-1332

818-241-0140 * 866-968-6849

www.nuhw.org

Collective Bargaining Agreement

with

Keck Hospital of USC and USC

Norris Cancer Hospital

May 1, 2021 – April 30, 2024

 
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TABLE OF CONTENTS 
 
PREAMBLE ................................................................................................................................... 1 
ARTICLE 1 – RECOGNITION ..................................................................................................... 1 
ARTICLE 2 – UNION REPRESENTATION ................................................................................ 4 
ARTICLE 3 – EMPLOYEE STATUS ........................................................................................... 8 
ARTICLE 4 – SENIORITY, REDUCTIONS IN FORCE AND RECALL ................................... 9 
ARTICLE 5 – JOB VACANCIES, POSTING AND BIDDING ................................................. 13 
ARTICLE 6 – NON-DISCRIMINATION AND HARASSMENT.............................................. 15 
ARTICLE 7 – UNION NON-DISCRIMINATION ..................................................................... 16 
ARTICLE 8 – COMMITTEES FOR QUALITY CARE AND WORKING ENVIRONMENT . 16 
ARTICLE 9 – GRIEVANCE PROCEDURE ............................................................................... 18 
ARTICLE 10 – DISCIPLINE ....................................................................................................... 21 
ARTICLE 11 – HOURS OF WORK, OVERTIME AND SCHEDULING ................................. 22 
ARTICLE 12 – FLOATING ......................................................................................................... 29 
ARTICLE 13 – COMPENSATION ............................................................................................. 31 
ARTICLE 14 – TIME OFF........................................................................................................... 44 
ARTICLE 15 – BENEFITS .......................................................................................................... 45 
ARTICLE 16 – HOLIDAYS ........................................................................................................ 47 
ARTICLE 17 – HEALTH AND SAFETY ................................................................................... 50 
ARTICLE 18 – EDUCATION BENEFITS .................................................................................. 53 
ARTICLE 19 – LEAVES OF ABSENCE .................................................................................... 56 
ARTICLE 20 – SUCCESSORSHIP PROTECTION ................................................................... 61 
ARTICLE 21 – MANAGEMENT RIGHTS ................................................................................ 61 
ARTICLE 22 – SUBCONTRACTING ........................................................................................ 63 
ARTICLE 23 – UNION SECURITY ........................................................................................... 63 
ARTICLE 24 – WORK STOPPAGE ........................................................................................... 64 
ARTICLE 25 – NOTICES TO THE PARTIES ........................................................................... 66 
ARTICLE 26 – SAVINGS CLAUSE ........................................................................................... 66 
ARTICLE 27 – ENTIRE AGREEMENT ..................................................................................... 66 
ARTICLE 28 – VACATION SCHEDULING ............................................................................. 67 
ARTICLE 29 – EMPLOYMENT & INCOME SECURITY ....................................................... 68 
ARTICLE 30 – BARGAINING UNIT WORK............................................................................ 69 
ARTICLE 31 – UNIFORMS ........................................................................................................ 69 
ARTICLE 32 – MEAL AND REST PERIODS ........................................................................... 70 

 
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ARTICLE 33 – PARKING ........................................................................................................... 71 
ARTICLE 34 – TERM.................................................................................................................. 72 
APPENDIX A – DEPARTMENT GROUPINGS ........................................................................ 76 
APPENDIX B – SALARY SCHEDULE ..................................................................................... 77 
APPENDIX C – PER DIEM WAGE RATES .............................................................................. 92 
SIDE LETTER OF AGREEMENT 1 – ATTENDANCE ............................................................ 96 
SIDE LETTER OF AGREEMENT 2 – RETIREMENT .............................................................. 98 
SIDE LETTER OF AGREEMENT 3 – SUBCONTRACTING................................................... 99 
SIDE LETTER OF AGREEMENT 4 – SURGICAL TECH 10 AND 12 HOUR SHIFTS ....... 100 
SIDE LETTER OF AGREEMENT 5 – NORRIS RE-CLASSIFICATION .............................. 101 
SIDE LETTER OF AGREEMENT 6 – CONTINUOUS YEARS OF SERVICE ..................... 102 
SIDE LETTER OF AGREEMENT 7 – CONSTRUCTION RELATED ATTENDANCE 
DELAYS ..................................................................................................................................... 103 
SIDE LETTER OF AGREEMENT 8 – TECHNICAL DEPARTMENT CAREER LADDERS
..................................................................................................................................................... 104 
MEMORANDUM OF UNDERSTANDING REGARDING CNA/PCT/PCA CURRENT 
EMPLOYEES IN KECK AND NORRIS HOSPITALS ............................................................ 105 
 
 
 

PREAMBLE

Keck Hospital of USC (“Keck”) and USC Norris Cancer Hospital (“Norris”), each separately

licensed acute-care hospitals (collectively, “Hospital” or “Employer”) and National Union of

Healthcare Workers (the “Union”) hereby agree to become parties to the following collective

bargaining agreement (hereinafter referred to as “Contract” or “Agreement”).

ARTICLE 1 – RECOGNITION

The Hospital recognizes the Union as the exclusive bargaining representative of the following

covered employees (“Employees”) employed by the Hospital in the following two separate units

(1) the Keck unit and (2) the Norris unit, as follows:

1.1. Pursuant to an election conducted on May 26 and 27, 2010, in the Keck unit:

a. Included. All full-time, regular part-time, and per diem service, maintenance,

technical, and skilled maintenance Employees employed by Keck at its facility

located at 1500 San Pablo Street, Los Angeles, California, including those full-

time, regular part-time, and per diem service, maintenance, technical, and skilled

maintenance Employees employed by Keck in the Outpatient Surgery Center,

Central Sterile Processing Department, and the Clinical Laboratory, at its facility

located at 1516 San Pablo Street, Los Angeles, California.

b. Excluded. All other employees, managers, supervisors, confidential employees,

guards, physicians, residents, central business office employees (whether facility

based or not) who are solely engaged in qualifying or collection activities,

employees of outside registries and other agencies supplying labor to the Hospital

and already represented employees.

1.2. Pursuant to the Certification of Representative issued September 2, 2016 in NLRB Case

No. 21-RC-181400, in the Norris unit:

a. Included. All full-time, regular part-time, and per diem, service, maintenance and

technical Employees employed by and working for Norris at its facility located at

1441 Eastlake Avenue, Los Angeles, California, including those full-time, regular

part-time, and per diem, service, maintenance and technical Employees employed

by and working for Norris in the Breast Imaging Department, Materials

Management Department, Pharmacy Department, and Clinical Laboratory at its

facility located at 1516 San Pablo Street, Los Angeles, California and those LVNs

and the assistant –patient care Employees employed by and working for Norris in

the Urology Department at its facility located at 1516 San Pablo Street, Los

Angeles, California.

b. Excluded. All other employees, managers, confidential employees, guards,

physicians, residents, office clerical employees, employees of outside registries

and other agencies supplying labor to the Employer, employees of the other USC

entities, already represented employees and supervisors as defined in the Act.

1.3. Pursuant to the Certification of Representative in Case 21-RC-194645, in the Keck unit:

a. Included. All full-time and regular part-time technical Employees and other

nonprofessional Employees in the classifications of office coordinators;

scheduling coordinators and health information clerks, employed by Keck in the

Radiology 2 Department at 1500 San Pablo Street, Los Angeles, California.

b. Excluded. All other employees, registered nurses, physicians, other professional

employees, skilled maintenance employees, business office clerical employees,

confidential employees, managerial employees, employees already represented by

a labor organization, guards, and supervisors as defined by the Act.

1.4. Pursuant to the Certification of Representative in Case 21-RC-195727, in the Keck unit:

a. Included. All full-time and regular part-time, technical and non-professional

Employees employed by Norris in the Women’s Specialty Services located at

1516 San Pablo Street, Los Angeles, California.

b. Excluded. All other employees, managers, confidential employees, guards,

physicians, registered nurses (RNs), already represented employees and

supervisors as defined in the Act.

1.5. Pursuant to the Certification of Representative in Case 21-RC-202412, in the Keck unit:

a. Included. All full-time and regular part-time, technical and non-professional

Employees, including Surgery, Same Day Surgery and PACU department

secretaries employed by Keck at its facility located at 1500 San Pablo Street, Los

Angeles, California.

b. Excluded. All other employees, managers, confidential employees, guards,

physicians, registered nurses (RNs), already represented employees and

supervisors as defined in the Act.

1.6. Pursuant to the Certification of Representative in Case 21-RC-199127, in the Keck unit:

a. Included. All full-time, part-time, and per diem technical Employees and other

nonprofessional Employees in the classifications of medical assistants, patient

access representatives, licensed vocational nurses (LVNs), and licensed practical

nurses (LPNs) employed by the Employer at its Center for Advanced Lung

Diseases and Cystic Fibrosis at its facility currently located at 1510 San Pablo

Street, Los Angeles, California;

b. Excluded. All other employees, physicians, registered nurses, residents, other

professional employees, skilled maintenance employees, business office clerical

employees, guards, employees of outside registries and other agencies supplying

labor to the Employer, already represented employees, managerial employees, and

supervisors as defined in the Act.

1.7. Pursuant to the Certification of Representative in Case 21-RC-203468, in the Keck unit:

a. Included. All full-time and regular part-time, technical and non-professional

Employees, including coordinators – office employed by Keck in its

Endoscopy/G.I. Lab at its facility located at 1500 San Pablo Street, Los Angeles,

California;

b. Excluded. All other employees, managers, confidential employees, guards,

physicians, registered nurses (RNs), already represented employees and

supervisors as defined in the Act.

1.8. Pursuant to the Memorandum of Understanding Between Keck Medical Center of USC

and NUHW Regarding Certified Sodexo Unit at Norris, executed by the Union and the

Hospital in March 2018, in the Keck unit:

a. Included. All full-time, regular part-time, and per diem service, maintenance,

technical, and skilled maintenance Employees employed by the Hospital at its

facility located at 1500 San Pablo Street, Los Angeles, California, including those

full-time, regular part-time, and per diem service, maintenance, technical, and

skilled maintenance Employees employed by the Hospital in the Environmental

Services Department at its facilities located at 1450, 1516, 1510 and 1520 San

Pablo Street and 1441 Eastlake Avenue, Los Angeles, California.

b. Excluded. All other employees, managers, supervisors, confidential employees,

guards, physicians, residents, central business office employees (whether facility

based or not) who are solely engaged in qualifying or collection activities,

employees of outside registries and other agencies supplying labor to the Hospital

and already represented employees.

1.9. Pursuant to the Memorandum of Understanding Between the Employer and NUHW

Regarding Certified Sodexo Unit of FNS Workers at Keck, executed by the Union and

the Employer on November 3rd, 2018, in the Keck unit:

a. Included. All full-time, regular part-time, and per diem food service Employees

including cooks, nutrition assistants, grill cooks, food service workers/cashiers,

and utility/trayline Employees at Keck, 1500 San Pablo Avenue, Los Angeles,

CA.

b. Excluded. All other employees, physicians, registered nurses, other professional

employees, skilled maintenance employees, business office clerical employees,

managerial employees, guards, and supervisors as defined in the Act.

1.10. Pursuant to the Certification of Representative in Case 21-RC-224735 and consistent

with the Memorandum of Understanding Between the Employer and NUHW regarding

the Social Services department, executed June 30th, 2019, in the Keck unit:

a. Included. All full-time, regular part-time, and per diem Assistant QA/PI/QMs and

Assistant AQ/PR/QMs employed by the Employer in the Social Services

Department at 1500 San Pablo Street, Los Angeles, California and 1441 Eastlake

Ave, Los Angeles CA 90033.

b. Excluded. All other employees, managers, business office clerical employees,

confidential employees, physicians, skilled maintenance employees, registered

nurse (RNs), employees of outside registries and other agencies supplying labor to

the Employer, already represented employees, guards and supervisors as defined

in the Act.

1.11. Pursuant to the Certification of Representative in Case 21-RC-236379, in the Keck unit:

a. Included. All full-time, regular part-time, and per diem service, technical, and

other nonprofessional Employees, consisting of Assistant-Medical (CMA),

LVN/LPN, Representative-Patient Access, Coordinator-New Patient, and Tech-

Polysomnography, employed by the Employer in the Sleep Center (Sleep

Disorder Clinic and Sleep Lab), currently located at 1500 San Pablo Street, Los

Angeles, CA 90033.

b. Excluded. All other employees, physicians, registered nurses, other professional

employees, skilled maintenance employees, business office clerical employees,

managerial employees, guards, and supervisors as defined in the Act.

ARTICLE 2 – UNION REPRESENTATION

2.1. UNION STEWARDS

a. The Union shall provide the Hospital with a written list of Union Stewards after

their designation and shall notify the Hospital in writing immediately upon any

changes as they occur. Prior to the Hospital's receipt of such Union designation,

the Hospital is not obligated to recognize a Union steward under this Article.

b. The functions of the Union Steward include the authority:

i. to settle or assist in settling problems arising in connection with the

application or interpretation of the agreement,

ii. to resolve grievances at Step 1 or 2 of the grievance procedure, and

iii. to serve as a Union representative for an Employee in an investigatory

meeting which could result in discipline or discharge, provided that the

Employee has affirmatively requested steward representation (i.e.,

Weingarten meetings).

c. Union Stewards shall perform their functions or Union-related activities on their

own time except as provided for in Subsection 2.1(e) (Paid Release Time for

Union Stewards) below. However, if a meeting is mutually agreed to with the

Union Steward during the Steward’s work shift, that time will be paid for by the

Hospital. If a Union Steward wishes to schedule a meeting with Employees

during the union steward's work shift, unpaid leave time shall not be unreasonably

denied.

d. Whenever a bargaining unit Employee requests a Steward's presence at a Step 1

grievance meeting with a supervisor, every effort will be made to schedule such

meeting a minimum of 24 hours in advance. The Steward will notify his/her

supervisor of such meeting and arrange for his/her own release, when possible, to

attend. Should the supervisor determine that releasing the requested Steward is

not possible, the Union Steward or Field Representative will either reschedule the

grievance meeting or select an alternate Steward. Steward release will not affect

the grievance procedure timelines as outlined in Article 9 (Grievance Procedure).

Nothing in this provision overrides the grievance procedure as detailed in Article

e. Paid Release Time for Union Stewards

i. The Hospital shall provide a maximum of forty-two (42) hours per month

of paid release time for specifically authorized Union Stewards. This paid

release time shall not be scheduled in such a way as to create overtime. In

the event authorized Union Stewards request and are inadvertently paid

more than the agreed upon forty-two (42) hours, such mistake shall not be

deemed to increase any future entitlement beyond forty-two (42) hours.

ii. The up to forty-two (42) hours provided may be utilized for monthly

steward meetings, steward education, and steward training, designed to

further the relationship between the Hospital and the Union. At least

fourteen (14) days prior to the posting of the staffing schedule, the union

shall provide written notice to a Senior Employee and Labor Relations

Representative that paid release time is requested and the individuals for

whom it is being requested. Paid release time is subject to staffing and

scheduling needs. Stewards who are specifically authorized for paid

release time will be permitted to leave their normal work to utilize these

hours. The parties agree to work together on scheduling issues that may

arise, including last minute scheduling changes by either party.

Union Stewards shall not direct any Employee as to how to perform or not perform

his/her work, shall not countermand the order of any supervisor, and shall not interfere

with the normal operations of the Hospital or any Employee.

2.2. UNION ACCESS

a. At reasonable times for the purpose of observing whether this Agreement is being

adhered to and/or to check on complaints of bargaining unit Employees, one duly

authorized Field Representative of the Union shall be permitted to enter Keck and

one duly authorized Field Representative of the Union shall be permitted to enter

Norris. The Union will notify a Senior Employee and Labor Relations

Representative or his/her designee who has been selected as the Field

Representatives. The Union Field Representatives shall advise a Senior Employee

and Labor Relations Representative or his/her designee of each visit upon

entering the Hospital. Upon entering the Hospital, the Field Representative will

check in with Security. The Union Field Representatives will abide by patient

confidentiality, infection control, and other Hospital policies applicable to such

areas. When at the Hospital the Union Field Representatives will wear his/her

Union Representatives badge issued by the Hospital visibly displayed above the

waist, in accordance with policies applicable to all employees.

In the following special circumstances: steward elections, steward meetings, and

steward trainings, one (1) additional Union Field Representatives will be allowed

access to a conference room that has been reserved in accordance with Section 2.4

below, provided a Senior Employee and Labor Relations Representative is given

at least one week advance notice.

b. The Union Field Representative shall not interfere with the work of any

employee, nor shall the Union Field Representative inhibit any employees’ use of

a break area. This shall not prevent the Union Field Representative from

conferring with an Employee and his/her supervisor or a Hospital representative

on Hospital time in connection with the complaint or problem concerning the

Employee.

c. During the term of the Agreement, if the Hospital believes that a Union

representative is violating the limitations on access as set forth above, the

Hospital may request an immediate meeting with representatives of the Union to

discuss and attempt to informally resolve the Hospital’s concerns. This meeting

will be held in person or telephonically within twenty-four (24) hours of the

Hospital's request. In the event that the Hospital’s concerns are not resolved to the

Hospital’s satisfaction within forty-eight (48) hours of its request for such a

meeting, the Hospital may submit the issue to expedited arbitration. The arbitrator

will be selected in the same manner as set forth in Article 9.

2.3. BULLETIN BOARDS

The Hospital shall provide one (1) glass-enclosed locking bulletin board in a mutually

agreed location. In addition, in departments where NUHW bargaining unit members

work, an 8 ½ x 14 posting space will be provided in currently existing non-public

employee break rooms. The bulletin board and designated break room space is for

posting of notices and announcements regarding Union business, such as meetings,

internal Union election results, education, and social events. No materials which are

derogatory of the hospital, management, or the University of Southern California shall be

posted. Both the Union and the Hospital shall have a key to the bulletin board. The

Hospital shall not access the bulletin board until a request has been made to the Union, in

writing, and a reasonable time given for discussion.

2.4. USE OF HOSPITAL CONFERENCE ROOMS

The Hospital shall provide the Union reasonable access to on-site conference rooms upon

request, based upon availability, in accordance with scheduling procedures below:

a. The Hospital will provide the Union with a maximum of eight (8) hours per

month of conference room access for Keck and a maximum of eight (8) hours per

month of conference room access for Norris for Hospital Employee meetings or

conferences regarding union business related to the Hospital.

b. The Union must schedule such conference room usage in accordance with the

conference room scheduling practice of the Hospital. The Hospital is not required

to displace or bump groups or organizations that have scheduled conference room

usage or otherwise have established periodic meeting schedules.

c. Up to a total of six (6) hours per year of conference room time for Keck and up to

a total of six (6) hours per year of conference room time for Norris which is not

utilized in the appropriate month may be utilized at a later date. After these hours

are utilized, additional unused hours cannot be banked for later usage. Any

unused hours will be lost if not used by the end of the calendar year.

For example, if in January the Union utilizes only two (2) hours of its conference

room time, it may bank six (6) hours. Subject to the scheduling procedure noted

above, the Union may utilize those six (6) hours in subsequent months. If in any

subsequent month the Union again does not utilize its full 8 hours of conference

room time, it may not utilize these additional unused hours to add to or replenish

its 6-hour bank.

2.5. EMPLOYEE ORIENTATION

a. The Hospital will allow a Union steward or Union representative up to thirty (30)

minutes during the general part of the Hospital’s orientation program for new

Employees to discuss the Union and the terms of the collective bargaining

agreement. Such time will normally be scheduled immediately prior to the lunch

break, or as the final item on the orientation program agenda.

b. In connection with Subsection 2.5(a) above, the Union steward shall be released

from work without loss of pay to participate provided that patient care permits.

Where such orientation program is regularly scheduled such release should

normally occur.

c. The Hospital will make available the items described below along with other

orientation materials provided to new Employees in the bargaining units

represented by the Union subject to timely prior receipt of such materials from the

Union:

i. Copy of the applicable collective bargaining agreement.

ii. Copy of a Union membership application and dues authorization card.

iii. List of Union stewards, prepared by the Union, showing their departments

and/or work areas and telephone numbers.

2.6. BARGAINING UNIT LISTS

On a monthly basis, no later than the tenth (10th) of the month, the Hospital will provide

the Union with a complete list of Employees, which will include deletions, including

terminations and additions to the bargaining unit in the previous month and the effective

dates thereof. The list will be provided electronically (on Excel, ASCII delimited text, or

another compatible format) showing the following information for such Employees:

name, home address, cell phone numbers, email address , date of termination, employee

ID number, classification, job title, department, cost center, base rate, and date of hire,

shift, status (e.g., regular full-time, regular part-time, per diem, temporary). Upon

reasonable request from the Union, the Employer will respond to inquiries from the

Union about whether a specific termination was a voluntary resignation, discharge or

layoff.

The Union shall indemnify the Hospital and hold it harmless against any and all suits,

claims, demands and liabilities that arise out of, or by reason of, any action taken by the

Hospital in providing the Union with the information set forth in this Section or otherwise

complying with said Section.

ARTICLE 3 – EMPLOYEE STATUS

3.1. FULL-TIME EMPLOYEE

A regular Full-Time Employee is an Employee who is not in a temporary status and is

regularly scheduled to work thirty (30) hours or more per work week. Regular Full-Time

Employees are benefits eligible.

3.2. PART-TIME EMPLOYEE

A regular Part-Time Employee is an Employee who is not in a temporary status and is

regularly scheduled to work at least twenty-four (24) but less than thirty (30) hours per

work week. Regular Part-Time Employees are benefits eligible.

3.3. PER DIEM EMPLOYEES

A Per Diem Employee is an Employee who has executed the Hospital’s Per Diem

Agreement and who is not a Regular full-time or Regular part-time Employee. Per Diem

Employees do not receive any insurance, retirement or other fringe benefits under this

Agreement, including without limitation any vacation or other paid time off, with the

exception of sick time, except that they may participate in the applicable retirement plan

if they meet the qualification/eligibility requirements of the plan.

3.4. TEMPORARY EMPLOYEE

A Temporary Employee is one who is hired to work either part-time or full-time for a

specified limited period of time and for a specific and temporary purpose, to replace a

specific Employee on a leave of absence or for a short term project when bargaining unit

Employees have been solicited and the need cannot be filled without incurring overtime

or other premium pay. The specified period of employment for a Temporary Employee

shall not extend beyond one-hundred and twenty (120) calendar days.

The one-hundred and twenty (120) calendar days may be extended in any given case by

mutual agreement of the Hospital and the Union, and the Union’s agreement to such

extension will not be unreasonably denied. This period may not be extended by the use of

temporary assignments beyond a twelve (12) month period. Temporary Employment

lasting for more than the period above or any extension agreed upon shall be reclassified

as a regular hours position and shall be posted as a job vacancy in accordance with

Article 5 (Job Vacancies, Posting and Bidding). Additional hours, beyond the originally

scheduled hours for the temporary position, shall be offered to Temporary Employees as

a last resort, meaning if those hours cannot be filled by other bargaining unit Employees,

or cannot be filled without incurring overtime or other premium pay. If the hours can

only be filled by incurring overtime, then any overtime hours shall be awarded based on

the provision in Article 11 dealing with assigning overtime hours. Any additional hours

worked by a Temporary Employee shall not be used to qualify for reclassification as

outlined in Section 3.5.

3.5. RECLASSIFICATION OR HOURS

a. Part time or Per Diem Employees who are working a regular full time schedule

for ninety (90) days or more, in the same classification and department shall cause

a reclassification of the additional hours to Regular hours if he/she is not working

such hours as approved in accordance with Subsection 3.5(c) below. The

additional regular hours will be posted as a vacancy in accordance with Article 5

(Job Vacancies, Posting and Bidding).

b. A Per Diem Employee working regular hours as described in Subsection 3.5(a)

above may continue to work in a per diem capacity subject to agreement between

the Hospital, the Union and the Per Diem Employee.

c. This Section (3.5) does not apply to any hours worked by part time or per diem

employees who are filling in for leaves of absence, transitional work time, or

similar protected leaves.

ARTICLE 4– SENIORITY, REDUCTIONS IN FORCE AND RECALL

4.1. SENIORITY DEFINED

a. How Calculated. The Employer will recognize seniority from the Employee’s

most recent uninterrupted date of hire at the Employer. An Employee’s seniority

will be interrupted if he/she suffers a loss of seniority under Section 4.2 below.

An Employee’s hire date is not interrupted if he/she is on an approved leave of

absence. Where seniority is a determining factor in any determination pursuant to

this agreement and where multiple Employees have the identical seniority dates

then a randomized and transparent selection process will be utilized.

No Employee shall suffer any reduction in seniority as a result of the execution of

this Agreement except as provided for in this Agreement.

b. Per Diem Employees. Per Diem Employees shall accrue seniority from their most

recent date of employment only for use within the Per Diem Employee pool.

c. Change of Status. An Employee who changes his/her status from Per Diem status

to a regular Full/Part-Time status or a regular Full/Part-Time status to Per Diem

status after the effective date of this Agreement retains his/her applicable seniority

date.

d. Return to Unit. Any bargaining unit Employee who accepts a non-bargaining unit

position with the Employer and who later, without a lapse in service to the

Employer, accepts a transfer into a bargaining unit position returns to the

bargaining unit without a break in seniority.

e. Seniority List. The Hospital shall continue to provide bargaining unit lists to the

Union as provided for in Article 2, however, upon request by the Union or any

Employee, the Hospital will provide either a complete seniority list or a seniority

list for a specific department or area.

4.2. LOSS OF SENIORITY

Seniority shall be lost by:

a. Termination for cause;

b. Failure to return from a leave of absence;

c. Voluntary resignation;

d. Lay-off with no recall within twelve (12) months;

e. Termination of employment without rehire within twelve (12) months.

4.3. DEFINITION OF REDUCTIONS IN FORCE AND RECALL

a. In a reduction in force and subsequent recall, the principle of seniority, as defined

in Section 4.1, shall govern, providing that abilities are adequate.

b. A reduction in force (layoff) shall be defined as the permanent elimination of an

Employee's position or a reduction from Full-Time to Part-Time or to Per Diem

status. A reduction in hours of a Full-Time or Part-Time Employee(s) which

results in an employment status change to Per Diem or results in the loss of the

Health Plan or Paid Time-Off Coverage is also deemed to be a reduction in force.

c. Reduction in force language outlined in this Article will only apply to Full-Time,

Part-Time Employees, except as otherwise specifically referenced. In the event of

a reduction in force, the Employer shall determine the classification and number

of positions to be reduced. Reductions shall be conducted by department,

classification, employee status (i.e., Full-Time, Part-Time, Per Diem) and shift

with affected Employee(s) determined by reverse seniority and conducted

pursuant to Section 4.4.

4.4. SELECTION FOR REDUCTIONS IN FORCE AND RECALL

a. In the event of a reduction in force, the following steps will be followed in order

to determine placement of the affected Employee(s):

i. Step One. The affected employee(s) will be offered the ability to elect a

voluntary layoff status at any step of the reduction in force process and

shall be eligible to receive full severance benefits. An affected Employee

may elect to be placed in per diem status at any time during Steps 1 - 5 of

the reduction in force process outlined below. An Employee who elects

either status will retain his/her recall rights.

ii. Step Two. The affected Employee(s) may apply for and will be given any

open position within the bargaining unit for which they are qualified and

for which they meet position requirements within the Bargaining Unit.

Affected Employees may exercise this option at any time during Steps 1 -

5 of the reduction in force process, which shall supersede the bidding

process. An affected full-time Employee, at his/her option, may be placed

into any vacant part-time position in the above order, and provided he/she

meets the position requirements.

iii. Step Three. The affected Employee(s) will be placed into any vacant

position of the same employment category, pay, shift and classification

provided he/she meets the position requirements within the Bargaining

Unit. Employee(s) placed into a comparable vacant/open position(s)

within the Bargaining Unit will not have recall rights. If an Employee

rejects an open comparable position offered at this Step, then the

Employee will forfeit all displacement rights. Such refusal would result in

the Employee being laid off and the forfeiture of recall rights, however,

such Employee shall be eligible to receive full severance benefits.

iv. Step Four. Employees who do not qualify for placement in Step 2 or Step

3 may displace the least senior Employee in his/her current classification

and employment category, provided he/she meets the minimum position

requirements, in accordance with Appendix A (Department Groupings).

v. Step Five. If there is no less senior Employee in his/her current

classification, the Employee may displace the least senior Employee in

another classification if the Employee affected by the reduction in force

has greater seniority than the Employee in the other classification and the

bumping Employee has worked in the other classification within the past

twelve (12) months, meets the minimum position requirements, is able to

pass the basic skills competency for the position as determined by the

Hospital, and is able to satisfactorily perform the job with minimal

orientation.

No recall rights will be given to any Employee who rejects to displace

another Employee in his/her classification, shift, and employment category

in their Department or the Hospital. An affected Full-Time Employee, at

his/her option and at any time within the Steps above, may elect to

displace the least senior benefited part-time Employee or an Employee on

another shift in his/her classification, or return to his/her former

classification, provided he/she meets the minimum position requirements.

Definition of Departments for Reduction in Force is established in

Appendix A and made a part of this Agreement hereto.

b. Recall

i. An Employee on layoff status or whose status was changed as a result of a

reduction in hours, shall have recall rights in accordance with this

provision for twelve (12) months from the date the Employee was laid off

or had his/her employment category reduced. Recall will be by seniority,

as defined in Article 4a.

ii. Employees placed into a position on a different shift, employment

category, or former classification in Step 3, Step 4 or Step 5 shall have

rights to return to his/her former shift, employment category and

classification (within the Bargaining Unit), under the recall rights

provisions for the defined "recall" period. If an Employee rejects the open

comparable position, then the Employee will be taken off the recall list.

iii. A laid off Employee may refuse a job offer and retain full recall rights if

the job is not comparable in employment category, shift, classification,

and pay to his/her former position at the time of layoff. Additionally, a

laid off Employee who accepts a job that is not comparable shall retain

recall rights for the remaining term back to a comparable employment

category, shift, classification, and pay at the time of layoff.

iv. In order to be eligible for recall, the Employee must keep the Hospital

informed as to his/her current address and current telephone number.

Recall notice to Employees on layoff shall be sent by certified mail, return

receipt requested, to the Employee's last known address, with a copy sent

to the Union. The Employee must return from layoff within ten (10)

working days after receipt of notice to return to work, unless there are

mitigating circumstances or by mutual agreement with the Employee or

the Union, or lose all recall privileges.

c. Per Diem Reduction in Force. In the event of a reduction in force, Per Diem

positions shall be reduced before any Full-Time or Part-Time positions. The

number of Per Diem Employees in the classification(s) in which reductions are

needed will be laid off in inverse order, using Per Diem seniority.

d. Reduction in Force Notice. The Hospital agrees to give the Union and each

Employee as much notice of a reduction in force as possible, and shall provide

such notice immediately upon the Hospital's decision need to implement

reductions in force which will affect Bargaining Unit Employees. In no event,

shall notice be given to the Union and each employee less than two (2) weeks

before any implementation of a reduction in force. WARN notices shall be

provided if required by State or Federal law.

e. Application of Reduction in Force Procedure. The parties recognize that

reductions in force are extremely serious matters and that even well intentioned

procedures may result in unintended applications. Therefore, the parties agree to

communicate and meet during any application of the procedures to ensure its

correct application to Employees. Nothing contained herein shall prevent the

parties from mutually agreeing to modify the procedure in a specific reduction in

force application should the need arise.

f. Severance Pay

i. Severance pay will be provided to a regular Full-Time and regular Part-

Time Employee whose employment is terminated as a result of a reduction

in force provided he/she executes the Hospital’s standard release, which

shall not require waiver of any recall rights provided by this Agreement.

The amount of severance pay will be one (1) week of pay per year of

service, up to twelve (12) weeks, with a minimum of two (2) weeks’ pay.

Payment will be at the Employee’s current base rate and partial years will

not be prorated.

ii. Effective beginning the date of this Agreement, an Employee who is laid

off, receives severance pay and is returned to work before the period

which severance pay covered, shall have their future entitlement for

severance pay adjusted accordingly (e.g. the Employee who receives ten

(10) weeks’ severance pay and is returned in five (5) weeks would have

five (5) weeks’ less of severance pay in the future).

ARTICLE 5 – JOB VACANCIES, POSTING AND BIDDING

5.1. POSTING OF VACANCIES

When a vacancy subject to this Agreement occurs in any bargaining unit position, a

notice of that vacancy shall be posted on the intranet for a minimum period of seven (7)

days before the Hospital fills the vacancy on a permanent basis. Qualifications for vacant

positions shall appear on position postings. Postings shall include the hours, shift, days

off (if fixed), and whether the days off are fixed or variable, holiday rotation schedule,

and primary assignment and work duties (where applicable). This does not prevent the

Hospital from filling the vacancy on a temporary basis until such position is filled. The

Hospital may hire a new Employee for any vacancy for which no qualified Employee has

bid within the seven (7) day period.

5.2. BIDDING ON POSTED VACANCIES

Any current Employee who has completed his/her probationary period may apply for a

posted vacancy by applying through the Hospital's online application system.

Probationary Employees may apply for posted vacancies only within the same

department, and only with hospital approval, which shall not be unreasonably withheld.

5.3. RESTRICTIONS IN BIDDING

An Employee who applies for and is awarded a posted position may not be awarded

another posted vacancy within the next six (6) months. This rule shall not apply:

a. If the posted vacancy arises in the same department (for the Nursing department,

only within the Unit) which would result in a lateral transfer and not a promotion,

including a change in the number of pre-scheduled hours of the bidding

Employee, or the scheduled start and end times, or the days of work and days off,

or the Employee's shift or would change the Employee's classification.

b. If the bidding Employee is in his/her current position as a direct result of a job

change or layoff.

5.4. PREFERENCE ORDER

a. Preference among those bidding shall be given in the following order among

bidding Employees from the same preference level. Among bidding Employees

from the same preference level, seniority shall govern. The prior sentence is

subject to the provision that 1) the bidding Employee must meet all reasonable

qualifications of the job established by the Hospital (the Union has the burden of

establishing that the Hospital’s qualifications are unreasonable), and 2) ability,

and performance must meet minimum qualifications in the Hospital's reasonable

judgment, and if the Hospital's judgment is disputed, the Hospital has the burden

of establishing that its judgment was reasonable.

i. Full-Time and Part-Time Employees from within the bargaining unit,

including Full-Time and Part-Time Employees on layoff and regular

Employees who remain on the Per Diem list who have been laid off.

ii. Per Diem Employees from within the bargaining unit. For purposes of this

Section, date of hire shall be substituted for Seniority for Per Diem

Employees.

iii. Other applicants: The Hospital shall be the sole judge of the fitness of any

applicant.

b. Departments Defined for Job Bidding Purposes. Set forth in Appendix A, which

is made a part of this agreement hereto.

c. Notification of Selection. Employees submitting a written bid for a posted

vacancy under this Subsection shall be timely informed by the Hospital whether

or not they are awarded the position.

d. Seniority Application. The seniority of bidding Employees shall be determined

by the Employee's most recent uninterrupted date of employment, as defined in

Article 4a, within the preference order in this Article, rather than in the particular

classification or Employee category.

e. Limitation. It is understood that any bid under this Section is limited to vacancies

in Bargaining Unit positions and not day to day assignments arising from rotation

of personnel, paid time off, or sickness relief.

f. Evaluation Period after Promotion or Transfer. Employees who are promoted to a

new position or who transfer to another position through the bidding process shall

have orientation as necessary, and such Employees shall have up to thirty (30)

days of evaluation of their performance. The Employee may have the option to

return to their former position within ten (10) days of starting the new position

with no loss. If, at any time within the thirty (30) day period, the Employee fails

to perform satisfactorily, such Employee shall be returned to his/her former

position including shift, assignment, and scheduled hours without loss of

seniority, provided that the position still exists; if the position no longer exists,

such Employee will be returned to a position that is as nearly comparable to the

former position including shift, assignment and scheduled hours as possible.

5.5. UNFILLED POSITIONS.

The Employer shall respond in a timely manner to inquiries from Union Stewards or

Representatives regarding the status of posted vacancies and unposted vacated positions.

ARTICLE 6 – NON-DISCRIMINATION AND HARASSMENT

6.1. DISCRIMINATION

The Hospital and the Union agree that there shall be no discrimination against any

Employee/applicant because of race, color, religion, national origin, sex, sexual

orientation, gender identity, age, disability, marital status, union status, or any other

characteristic protected by applicable state and federal laws including, the California Fair

Employment and Housing Act, Title VII of the 1964 Civil Rights Act, the Age

Discrimination in Employment Act, and the Americans With Disabilities Act.

6.2. HARASSMENT

a. The Hospital and the Union are committed to providing a work environment free

from unlawful harassment. The Hospital will not tolerate actions, words, jokes, or

comments based on an individual’s sex, race, ethnicity, age, religion, sexual

orientation, gender identity, or any other legally protected characteristic.

b. The Hospital will take all reasonable steps to protect any Employee who, in good

faith, reports harassment from continuing harassment and from retaliation because

of having reported the harassment. The Hospital will also take all reasonable steps

to protect witnesses who cooperate in any investigation of alleged harassment

from retaliation. If the investigation reveals that the complaint is substantiated,

appropriate remedial steps will be taken in an effort to stop the harassment and

prevent its recurrence.

6.3. REMEDIES

a. Any Employee who believes to have experienced unlawful harassment,

discrimination, or retaliation or to have been unfairly accused of engaging in

discrimination or harassment must, as a prerequisite to any relief, make use of the

complaint and investigative, and appeal, procedures provided by the Employer.

Employees may obtain information about the proper complaint and investigation

procedures from Human Resources at 323.442.8628 or USC Office for Equity,

Equal Opportunity and Title IX (“EEO IX”) at 213.740.5086.

b. After a final decision as to the outcome of the complaint and the Hospital has

taken final action pursuant to that decision, an Employee who is not satisfied with

the results of that investigation, or any actions taken or not taken by the Hospital

pursuant to that investigation, may either pursue the grievance procedures set

forth in Article 9 of this Agreement or, in the alternative, such other legal or

arbitral forum that might be available to the Employee, but not both.

ARTICLE 7 – UNION NON-DISCRIMINATION

There shall be no discrimination by the Hospital or the Union against any Employee because of

membership in or activity on behalf of the Union. Union Representatives shall not be transferred

or reassigned to another area of work as a result of Union activities.

ARTICLE 8 – COMMITTEES FOR QUALITY CARE AND

WORKING ENVIRONMENT

8.1. ADEQUATE STAFFING LEVELS

The Employer reaffirms its practice to maintain adequate staffing levels based on patient

census and patient acuity, as required by law. Should an Employee believe staffing levels

are insufficient to permit the delivery of adequate patient care, he/she shall undertake

work assignments but may do so under oral or written protest. In an emergency situation

where there is a potential danger to patient, the Employee shall immediately notify the

supervisor/manager/ designee who will physically visit the unit to assess the situation.

Corrective action will be implemented if necessary. The Employer shall not require an

Employee in any case to perform a work assignment outside the lawful scope of his/her

license.

The parties agree there shall be total compliance with Title 22, Section 70217, “Nursing

Service Staff” in California to the extent it is applicable to bargaining unit Employees.

8.2. QUALITY OF CARE COMMITTEE

a. Committee Composition. The Hospital and the Union agree that quality patient

care and an appropriate working environment require adequate staffing and that

staffing levels within all departments vary with census, acuity, shift, the

specialization of various areas, changes in the specialization of the units, and

structural changes in delivery of patient services. In recognition of the foregoing,

the Employer will establish a committee comprised of the following:

KECK HOSPITAL

NORRIS HOSPITAL

MANAGEMENT

(6) Management employees

selected by the Employer

(4) Management employees

selected by the Employer

BARGAINING UNIT

(6) Bargaining unit

Employees selected by the

Union.

(4) Bargaining unit

Employees selected by the

Union.

DESIGNATED FIELD

REPRESENTATIVE

(2) Designated Union Field

Representative may

participate in the meeting.

(2) Designated Union Field

Representative may

participate in the meeting.

The parties may mutually agree to expand the number of representatives to this

committee as the need arises. The Union shall use its best efforts to recruit

Committee members from various departments or units. No more than one

Employee from any grouping shall be a committee member at any given time.

b. Purpose. The purpose of this committee is to monitor the quality of patient

services and to make recommendations to improve patient service in the context

of work design, if applicable or in the current method of system of patient

services delivery. The function of the Committee is also to constructively discuss

the quality of the working environment and ways and means to improve patient

service and safety and health conditions which affect patient service.

It is further agreed that the Committee may make recommendations to the

Employer, but management reserves the right at its sole discretion to determine

whether to implement any such recommendations.

c. Meetings. The Employer will allow two (2) hours per month of paid time for

each Employee member of the committee to attend meetings per facility. One (1)

hour of each monthly committee meeting may be used for preparation prior to

meeting with the Employer, per facility. The paid time allotted to attend meetings

may be extended by mutual agreement if the parties determine that more time is

needed for the purpose of reviewing, discussing and resolving issues related to

Employee health and Safety concerns. Employees will not be denied paid time for

attending scheduled meetings when not regularly scheduled to work. This paid

release time shall not be scheduled in such a way as to create overtime.

Nothing in this agreement shall prevent an employee, the Union or the Hospital

from subsequently pursuing an otherwise grievable issue through the grievance

and arbitration procure as outlined in the CBA.

ARTICLE 9 – GRIEVANCE PROCEDURE

9.1. DEFINITION

a. Grievance. A grievance is a dispute over the interpretation, meaning or

application of a specific provision of this Agreement.

b. Employee Grievance. An Employee grievance is a grievance filed by the Union

on behalf of any Employee.

c. Union Grievance. A Union grievance is a grievance filed by the Union on its own

behalf.

d. Hospital Grievance. A Hospital grievance is a grievance filed by the Hospital.

Hospital grievances shall be commenced at Step 2.

9.2. PROCEDURE

A Grievance as defined herein, shall be considered in accordance with the following

grievance procedure and no grievance shall be considered which has not been presented

in accordance with this procedure, including the specific timelines established herein,

except where timelines have been extended by written mutual consent.

a. Step One. An Employee must make a reasonable effort to resolve any possible

dispute informally in a discussion with the Employee’s immediate supervisor, or

with the Director of the Department in which the Employee works. If an

Employee is unable to resolve the possible grievance, the Union Steward (if

requested by the Employee) and the Employee will have a discussion with the

Manager/Director of the Department. This requirement must be satisfied before a

written grievance is submitted at Step 2. Under no circumstance will the time to

file a written grievance under Step 2 be extended to accommodate the Step 1

meeting.

If the grievance is the result of a suspension or termination, the grievance may

begin at Step 2.

b. Step Two. If an Employee or Union grievance cannot be resolved informally, it

shall be reduced to writing. The written grievance shall be submitted to a Senior

Employee and Labor Relations Representative or his/her designee within thirty

(30) calendar days after the event on which the grievance is based.

The written grievance form must:

i. allege the violation of a specific provision or provisions of this

Agreement,

ii. set forth the date, time and description of the Step 1 meeting, or when a

Step 1 meeting was attempted,

iii. set forth all factual grounds upon which the allegation is based, including

the date of the alleged violation, and

iv. each specific remedy or correction that is being sought from the Employer,

provided, however, it is recognized that prior to filing for arbitration the

Union shall be permitted to modify any proposed remedy based on facts

that emerge from the resulting grievance investigation.

Within thirty (30) business days after receipt of the written grievance, a meeting

shall be held with a Senior Employee and Labor Relations Representative or

his/her designee to discuss the grievance. In the case of any Employee grievance

both the grievant and a Union Steward or Field Representative may be present at

the meeting. Within thirty (30) business days after the meeting, the designated

representative of the party charged with the violation shall respond to the

grievance in writing.

Hospital grievances shall begin at Step 2. The Hospital must discuss its grievance

with the duly authorized Field Representative in an effort to resolve the dispute.

This requirement must be satisfied before the Hospital submits the grievance to

arbitration in Step 3.

c. Step Three. If the response of the party charged with the violation in Step 2 is not

satisfactory to the other party, the other party may submit the grievance to

arbitration by requesting a panel of arbitrators from the Federal Mediation and

Conciliation Service (FMCS) and providing the other party written confirmation

the request has been timely submitted. In order to be timely, the FMCS request

must be filed and confirmation of the request provided to the charged party and

received within twenty-one (21) calendar days after the receipt of the Step 2

response.

9.3. ARBITRATION (Step 3)

a. If agreement is not reached at Step 2 the grieving party shall, if at all, within

twenty-one (21) calendar days after the receipt of the Step 2 response, advance the

grievance for binding arbitration pursuant to the rules of the FMCS by requesting

a panel of arbitrators and providing written confirmation of the request to the

other party. The party filing for binding arbitration shall request a panel of seven

(7) arbitrators, each of whom must be members of the National Academy of

Arbitrators and shall have a primary mailing address located within the FMCS’

Metropolitan Area for the Employer. The Employer and the Union shall

alternatingly strike one name from the panel with the party filing for arbitration

striking first. The last remaining arbitrator on the panel shall be the arbitrator for

the grievance. Prior to striking the panel, if the Employer or the Union finds an

otherwise compliant panel to be unacceptable, a second panel may be requested.

The jurisdiction of the arbitrator shall not exceed those subjects identified herein

in the original Step 2 grievance document. The parties shall complete the

alternating striking process within fourteen (14) calendar days of receiving the

panel from FMCS.:

b. A hearing on the grievance shall be held at a time and place agreed to by the

parties and the arbitrator, at which the Hospital and the Union shall present their

respective positions, evidence and arguments. The sole parties to the arbitration

proceeding shall be the Hospital and the Union. The arbitrator's decision shall be

rendered in writing and shall be final and binding on the parties and on all

affected bargaining unit Employees. It shall be issued not more than thirty (30)

calendar days after the close of the hearing or the filing of briefs, whichever is

later.

c. The arbitrator's authority is derived from this Agreement and his/her jurisdiction

is limited to the interpretation and application thereof. He/She shall not have

authority to:

i. amend or modify any provision of this Agreement; or

ii. render an award on any grievance arising before the effective date, or after

the termination date.

In the event an unfair labor practice charge is deferred to arbitration, the arbitrator

shall have the authority to resolve the unfair labor practice charge under the then

applicable standard of the National Labor Relations Board.

d. The fee and expenses of the arbitrator, the court reporter's appearance fee, and the

cost of neutral facilities shall be borne equally by the Hospital and the Union.

9.4. TIME LIMITS

The time limits and other procedural requirements set forth in this Article must be strictly

adhered to unless mutually extended by the express agreement of the Hospital and the

Union. No request for extension may be considered unless submitted before the

expiration of the applicable time limit. If the Hospital fails to respond to a grievance

within the applicable time limits, (including any extensions) the grievance may be

appealed immediately to the next step. If a grievance is not appealed to the next step of

the procedure within applicable time limits by the Union, the grievance will be

considered resolved on the basis of the last Hospital response to the grievance. In the

event of a dispute over whether any party has failed to adhere to any timing or formal

requirements of this Article, the other party may insist upon bifurcation of the arbitration

with one arbitrator determining whether the grievance is arbitrable and a different

arbitrator, if necessary, issuing an award on the merits.

ARTICLE 10 – DISCIPLINE

10.1. JUST CAUSE

The Hospital may only discipline or terminate an Employee for just cause. Any discipline

or discharge may be subject to the grievance procedure in Article 9.

10.2. PROGRESSIVE DISCIPLINE

Unless circumstances warrant more severe actions, the Hospital will attempt to utilize a

system of progressive discipline. Progressive steps may include verbal counseling,

written counseling and/or warnings, disciplinary suspensions without pay, and

termination of employment.

10.3. INVESTIGATORY SUSPENSION

No Employee shall be held in unpaid investigatory suspension for more than 7 calendar

days.

10.4. WRITTEN DISCIPLINARY ACTION

A written warning is a document designated as such by the Hospital. An Employee who

receives a written warning shall be given a copy of the warning and shall sign a receipt to

acknowledge having received the document. Acknowledging receipt of the warning shall

not constitute an admission of the Employee's agreement with the substance of the

warning.

A Union grievance contesting a written warning shall be subject to the requirements of

the grievance procedure in Article 9.

10.5. DISCIPLINARY NOTICES, REBUTTAL, AND INSPECTION OF PERSONNEL

FILES

a. There shall be one official personnel file for all bargaining unit Employees and

they shall have the right to inspect and to be provided, on request, with one copy

of any document in the Employee's file.

b. Employees will receive copies of all disciplinary notice(s) placed in their

personnel files and shall have the right to rebut in writing any disciplinary notice.

Such rebuttals, other than grievances, shall be attached to the disciplinary notice

and placed in the personnel file.

c. In any case where the Hospital and the Union agree to revise personnel record

disciplinary material, the Hospital shall, upon request, provide evidence of the

revision.

d. No disciplinary document shall be utilized for progressive discipline beyond

twelve (12) months of its issuance. Specific to excessive occurrences of

attendance or punctuality, no disciplinary documents shall be utilized for

progressive discipline beyond twelve (12) months of its issuance.

10.6. ADDITIONAL REPRESENTATION RIGHTS

The following holding of the U.S. Supreme Court in NLRB v. Weingarten, Inc., shall

apply to investigatory interviews conducted by the Hospital that an Employee, upon

his/her request, is entitled to have a Union representative present during an investigatory

interview in which the Employee is required to participate where the Employee

reasonably believes that such investigation will result in disciplinary action. The right to

the presence of a Union representative (Field Representative or Union Steward) is

conditioned upon a requirement that the Union representative be available for

participation in such investigatory interview within twenty-four hours, excluding

Saturday, Sunday, and Holidays, of the Employee's request for his or her presence.

10.7. PROBATIONARY EMPLOYEES

An Employee will be on probation for the first ninety (90) calendar days and may be

discharged or disciplined in the Hospital's discretion without establishing just cause, and

such probationary period may be extended for an additional ninety (90) calendar days

upon written notice to the Employee and the Union.

ARTICLE 11 – HOURS OF WORK, OVERTIME AND SCHEDULING

11.1. STATE AND FEDERAL WAGE AND HOUR LAWS

The Hospitals will comply with all applicable local, State, and Federal wage and hour

requirements.

11.2. WORKDAY AND WORKWEEK

a. A workday is defined as the consecutive twenty-four (24) hour period beginning

at 12:00 midnight each day.

b. A workweek is defined as the seven (7) calendar day period that starts at 12:00

midnight on Sunday and ends at 11:59 p.m. the following Saturday.

c. It is understood and agreed that the workday and workweek are defined above for

the purposes of complying with the overtime requirements under state and federal

wage and hour laws and that the workday and workweek may be changed by the

Hospitals to comply with such laws so long as such changes are not designed to

evade the overtime requirements.

d. Nothing herein shall be deemed or construed to change the Hospitals’ current

practice as to the aggregation of consecutive hours into a single workday in which

a shift commences for purposes of calculating for overtime compensation.

e. Each Employee will receive two (2) consecutive days off each week, provided

that the days off may be split or rotated at his/her written request, or for eight (8)

hour shift Employees, in order to achieve every other weekend off scheduling.

f. Except in a department(s)/unit(s) where an Employee(s) is regularly scheduled to

be on standby/on-call, no Employee will be scheduled to work in excess of five

(5) consecutive days without his/her consent.

g. Twelve (12) hour shift Employees will not normally work more than the schedule

they were hired into with up to three (3) shifts of twelve (12) or more hours per

week (or a three (3) and four (4) shift schedule per pay period), except by mutual

agreement.

h. Past practices of consecutive or non-consecutive day schedule in which

Employees may have fewer than two (2) consecutive days off each week may be

continued at the Employee’s discretion. No Employees shall be required to work

two (2) shifts (i.e., a double shift) within a period of twenty-four (24) hours

except in cases of emergency.

i. The Hospitals and the Union may negotiate a certain number of regular schedules

in a department not to exceed 10% of the schedules in a department in which

Employees may work a regular schedule that involves working every weekend.

The Hospitals will notify the Union of such intent in writing, no less than thirty

(30) days prior to the proposed implementation date and upon request of the union

to negotiate over the proposal. No Employee who is currently assigned a schedule

that includes at least every other weekend off can be involuntarily assigned to

work on every weekend schedule. Once the schedules are posted, they will be

filled in accordance with Article 5. Employees who work regular schedules

providing for working every weekend are not entitled to the every other weekend

off provisions outlined above.

11.3. PAYROLL PERIOD

The payroll period will consist of a fourteen (14) day period that begins on Sunday at

12:00 midnight and ends on Saturday of the following week at 11:59 p.m.

11.4. OVERTIME

a. Mandatory Overtime. The Hospital and the Union recognize that mandatory

overtime is not desirable and represents a burden on the Employee. Acceptance of

overtime and shifts beyond the Employee’s schedule shall be voluntary and in

accordance with state law or regulations, except where patient care would be

endangered by an internal or external emergency declared by state, local or

federal government or declared by the administrator on duty. An external or

internal emergency, for the purposes of this Section, is defined as an unexpected

situation of sudden occurrence of a serious and urgent nature that demands

immediate attention, such as an unpredictable or unavoidable occurrence at

unscheduled or unpredictable intervals relating to healthcare delivery requiring

immediate interventions and care such as natural disasters, situations of mass

casualties or an internal emergency endangering patient care such as fire,

structural collapse, bomb threats, hazardous material spills or any other

unanticipated event.

b. An Employee must obtain supervisory approval prior to working any hours that

would require the payment of overtime unless to do so would jeopardize patient

care. An Employee unable to obtain prior authorization must document the reason

in Kronos on the day the overtime was incurred and must verbally notify his/her

supervisor of the situation prior to leaving at the end of the shift.

c. Employees working extra overtime shifts will not be cancelled by the Employer

on their regularly scheduled day the following week for the purpose of avoiding

paying premium pay.

11.5. SHIFTS

a. “8 and 40” Work Schedule. An Employee who is assigned to an “(8) and 40”

work schedule will be paid at the rate of one and one-half (1½) times his/her

regular rate of pay for all hours worked after the first eight (8) hours in a workday

or over forty (40) hours in a workweek and two (2) times his/her regular rate of

pay for all hours worked after the first twelve (12) hours in a workday.

b. “8 and 80” Work Schedule. An Employee who is assigned to an “8 and 80” work

schedule will be paid one and one-half (1½) times his/her regular rate of pay for

all hours worked after the first eight (8) hours in a workday or over eighty (80)

hours in a fourteen (14) day pay period and two (2) times his/her regular rate of

pay for all hours worked after the first twelve (12) hours in a workday.

c. Ten (10) Hour Shifts. An Employee who is assigned to work ten (10) hour shifts

will be paid at the rate of one and one-half (1½) times his/her regular rate of pay

for all hours worked after the first ten (10) hours in a workday or over forty (40)

hours in a workweek and two (2) times his/her regular rate of pay for all hours

worked after the first twelve (12) hours in a workday.

d. Twelve (12) Hour Shifts. An Employee who is assigned to work twelve (12) hour

shifts will be paid two (2) times his/her regular rate of pay for all hours worked

after the first twelve (12) hours in a work day and will be paid at one-half (1 ½)

times his/her regular rate of pay for all hours worked over forty (40) in a

workweek.

e. Regular Rate. For the purpose of computing overtime pay, the regular rate of pay

shall be calculated in accordance with the Fair Labor Standards Act, as amended.

f. Split Shift. The hospital will not split shifts once an Employee has reported to

work.

11.6. WORK SCHEDULES AND POSTING

a. The Employer will post work schedules at least fourteen (14) days in advance of

their commencement dates and may at the Hospitals’ discretion, also be posted on

a web based scheduling software program. Once posted, every Employee is

required to review the schedule and ensure they are aware of the dates and times

they are expected to work. Such schedules will cover a minimum period of four

(4) weeks.

b. As an exception to Subsection 11.6(a) above, a department/unit that permits self-

scheduling in accordance with 1.6(c), below will attempt to post work schedules

at least fourteen (14) days in advance of their commencement dates and such

schedules will cover a minimum period of four (4) weeks. Such Employees shall

make every effort to submit scheduling requests to their department head at least

twenty-one (21) days in advance of scheduled commencement date.

c. Wherever applicable, the Employer shall continue its existing practice(s) of

permitting Employees to self-schedule on a department/unit-by-department/unit

basis. The respective department Director or his/her designee will consider and

make a reasonable effort to grant Employees’ self-scheduling requests, provided

such requests are submitted in a timely way and that they are consistent with

departmental/unit needs and the operating requirements of the Employer.

d. Changes to the posted schedule will be made only by agreement between the

Employee and the Hospital consistent with department and patient care needs.

Requests by Employees for changes to a posted schedule must be made and

approved in writing or online via the scheduling program, if applicable by the

department Director or his/her designee.

e. A regularly scheduled Employee may trade a shift or workday (including Holiday

shifts) with another regularly scheduled Employee provided they have

substantially equal competencies. Such trades are subject to the written or

electronic approval of the department Director or his/her designee and, except in

emergency situations, should be submitted at least forty-eight (48) hours in

advance. A shift trade will not be approved if it would increase overtime or extra

shift premium costs for the Employer.

f. Should the Employer determine that it is necessary to change/revise a schedule (s)

for more than sixty (60) minutes, and if the changes affects more than three (3)

current Employee(s) in positions covered by the CBA, the Employer agrees to

notify the union in writing no less than thirty (30) days prior to the

implementation date. If the Union requests, the Employer will meet with the

union steward and union representative to make a reasonable attempt to

review/revise the schedule so as to have the least impact on the fewest number of

full-time and part-time staff possible. Once the new schedule is established,

bidding will be accomplished by seniority within each classification. None of the

foregoing shall affect the Employer’s ability to make any changes or exercise any

rights provided for in Article 21 (Management Rights).

11.7. WEEKEND SCHEDULING

a. An Employee whose regular schedule does not provide for working every

weekend but who is working in a department/unit with weekend scheduling may

be scheduled to work every other weekend, up to a maximum of two (2) weekend

shifts per scheduled weekend. However, Employees will be scheduled with at

least every other weekend off. If one shift is scheduled and worked on a weekend

it shall constitute the weekend worked.

b. A weekend means Saturday and Sunday, except for the night shift, when a

weekend means Friday, Saturday and Sunday.

c. Nothing herein shall preclude an Employee from volunteering to be scheduled for

additional weekend shifts.

d. An Employee may request to share his/her weekend shift requirement with

another Employee with substantially equal competencies. Approval of such

requests will be at the discretion of the Employer and will not be unreasonably

withheld, except that an Employee’s request will not be approved if it would

increase overtime or extra shift premium costs for the Employer.

e. Notwithstanding the above, Per Diem Employees will be scheduled to work

weekends in accordance with their per diem agreements and Employees hired

specifically to work weekends will continue to be scheduled to work weekends.

f. Employees shall not be required to "make up" missed weekend days; however this

shall not be interpreted as diminishing an Employee’s overall attendance

obligation.

g. For departments that do not have weekend operations the Employer will notify the

Union of its decision to add weekend scheduling to the work schedule no less than

thirty (30) days prior to the implementation date. If the Union requests, the

Employer will meet with the union steward and union representative to discuss

minimizing the impact of the new schedule as established. None of the foregoing

shall affect the Employer’s ability to make any changes or exercise any rights

provided for in Article 21 (Management Rights).

11.8. ADDITIONAL HOURS

Departments/units will maintain a shift or departmental availability list and will attempt

to cover any additional hours from such list, subject to competency, in accordance with

the steps below. Regular Full-time and Part-time Employees will be placed on the

availability list to be selected in seniority order. Using their dates of hire, Per Diem

Employees will be placed on the availability list after all Regular Full-Time and Part-

Time Employees. This Section applies only to the system for allocation of additional

hours, not pay practices associated with the allocation of those additional hours.

a. Straight Time. Additional hours shall first be offered on a rotational basis

beginning with the most senior Employee from the volunteer availability list who

has the necessary competency and whose acceptance of such additional hours will

not result in overtime. The department/classification specific volunteer

availability list will be posted and maintained by Employees in the

department/unit or the staffing office, whichever is appropriate. Employees will

be responsible to maintain the accuracy of their availability and desire to be

considered for additional hours. Straight time hours will be distributed starting

with the senior-most volunteer, including per diems, and continue down the

availability list, so that no Employee works more than one additional shift without

all Employees on the list offered the opportunity to work an additional shift.

b. Overtime. If the Employer is unable to cover the additional hours without

incurring overtime, then such additional overtime hours will be offered on a

rotational basis beginning with the most senior Employee from the availability list

who has the necessary competency. If the senior-most competent volunteer is not

available, the Employer will proceed down the availability list, so that no

Employee works more than one additional overtime shift without all Employees

on the list offered the opportunity to work an additional overtime shift.

In the event there are no volunteers on the availability list, the Employer will be

free to offer the additional hours to any other qualified Employee volunteer who

is at work, in seniority order. In the event there are no volunteers on the

availability list or at work, the Employer will be free to offer additional hours to

any other qualified Employee.

c. Confirmation/Scheduling

i. At least two (2) hours prior to the start of the shift, an Employee who has

indicated his/her availability will be notified by the Hospital that he/she is

needed for the additional hours or overtime that he/she has signed up for.

ii. At least two (2) hours prior to the start of the shift, an Employee has made

himself/herself available for additional hours or overtime, that Employee

may remove his/her name from the availability list without penalty, unless

that Employee has already been confirmed.

iii. Once the hours/shift/overtime has been confirmed, this is considered a

scheduled shift and will default to any and all provisions surrounding

scheduling, time and attendance, including Call off/Flexing.

iv. It is understood that the Hospital will first attempt to fill its staffing needs

through the straight time hours process outlined above prior to making use

of overtime.

11.9. CALL-IN PROCEDURE

An Employee reporting absent for a shift, or portion thereof, will call in the absence and

will describe the reason for such absence to his/her department Director or his/her

designee as soon as he/she knows the absence will occur. An Employee calling in less

than two and a half (2½) hours prior to the commencement of an absence may be

required on request to provide reasonable substantiation to explain why such absence

could not have been called in earlier by the Employee or another person acting on his/her

behalf. Compliance with this call in requirement is necessary for staffing reliability and

will not operate to excuse unscheduled or unauthorized absences.

11.10. CALL OFF/FLEXING

a. It may be necessary to require an Employee to take time off without pay during

temporary periods of low census or on other occasions when staffing needs to be

adjusted on a temporary basis (Call Off/Flexing). Call Off/Flexing must be

approved by a supervisor or department manager or designee. Eligible Employees

who are cancelled may take the day off without pay or use Paid Time Off (where

applicable), at the Employee’s discretion.

b. Call Off/Flexing as Time Worked. If an Employee is cancelled or volunteers to

take time off, the hours that an Employee was scheduled to work shall count as

time worked for the following, including but not limited to:

i. Vesting and service credit under the retirement (401-k) plan;

ii. Waiting periods under health insurance and other fringe benefit plans;

iii. PTO accruals.

c. Order of Call Off/Flexing. Subject to patient care staffing needs, including

adequate qualifications of Employees, when it is necessary and unavoidable to

call off an Employee, the Employer shall Call Off/Flex Employees in the

following order:

i. Registry

ii. Employees receiving overtime or In-House Registry

iii. Volunteers

iv. Temporary Employees

v. Per Diem Employees

vi. Part-Time Employees

vii. Full-Time Employees

d. Within each category above, Call Off/Flexing shall be by rotation beginning in

reverse order of seniority provided the remaining Employee(s) are able to perform

the work. Unit or department Call Off/Flexing rotation list shall be maintained,

posted and made available to Union stewards and staff representatives, upon

request.

Each instance of Call/Off/Flexing is considered an incident, regardless of the

number of hours not worked as a result of Call Off/Flexing.

e. The Hospital will accept volunteers for Call Off/Flexing before any other

Employees provided that such voluntary Call Off/Flexing do not result in

retaining an Employee at premium pay who would have been Call Off/Flexed if

the Employer had followed the list above, unless the Employer permits.

f. Call Off/Flexing Notice. For Employees called off before the shift commences,

the Hospital will attempt to Call Off/Flex Employees at least two (2) hours prior

to the commencement of their scheduled shift. Nothing herein shall be construed

as preventing a call off/flex during the shift, when necessary.

g. Call Off/Flexed Employees Off the Schedule. Once called-off, an Employee is

considered off the schedule and shall not be required to maintain contact or be

available to work, unless the Employee has agreed to accept Standby status and is

compensated accordingly, for the shift or portion thereof.

11.11. NO GUARANTEE

Nothing in this Agreement shall be construed to constitute a guarantee of hours of work

per day or per week or of days of work per week.

11.12. NO PYRAMIDING

There will be no pyramiding of overtime and premium payments for the same hours

worked. To the extent that hours are compensable as overtime under provisions of this

Agreement and where two (2) or more overtime provisions apply, the greater will prevail.

ARTICLE 12 – FLOATING

12.1. DEFINITION

a. Floating is defined as the temporary reassignment of a staff member to a

department covered by this Agreement other than the department into which he or

she was hired.

b. Employees may be assigned to float to a department other than the department

into which they were hired, subject to the limitations provided in this Article.

12.2. FLOATING ORDER

Employees shall float in the following order:

a. Registry

b. Volunteers

c. Employees receiving overtime or extra shift bonus

d. Temporary

e. Per Diem

f. Part-Time

g. Full-Time

12.3. FLOATING ROTATION

The order of float for Employees will be on a rotational basis within each of the

categories of Employees described above. Nothing shall preclude any Employee from

volunteering to float outside of his/her rotational order. Floating decisions shall be based

on the needs of the patients on the sending and receiving departments and the floating

conditions and provisions in this Article.

12.4. FLOATING CONDITIONS

Floating shall be subject to the following conditions and limitations:

a. Orientation. Fully qualified Employees may be floated to a different department

provided the Employee has received orientation in that department and has

demonstrated current competency in providing care to patients in that department.

In the event an Employee with limited qualifications is floated to another

department to assist other qualified Employees, they will be oriented and limited

to performing only those tasks they are qualified and competent to perform.

b. Compliance with Law. Floating of Employees shall be in compliance with all

federal and state laws and regulations, including Title XXII of the California

Administrative Code.

c. Voluntary Floating. Nothing herein shall prohibit an Employee from volunteering

to float to other departments, provided that the conditions in this Article are

satisfied.

d. Floating Records. The Hospital will maintain competency validation, float

orientation, and other such relevant float documentation. Float rotation lists will

be maintained and will be available for inspection by affected Employees in the

unit and job classification. Information in this paragraph will be made available

and provided to the Union upon request.

12.5. SHIFTS AT OTHER FACILITIES ON THE HEALTH SCIENCES CAMPUS

Nothing in this Article shall be interpreted to interfere with Employees ability to request

to work on any available shifts at, any facility on the Health Science Campus on a

voluntary basis, as long as such work does not conflict with their schedule at the

Hospital. These voluntary additional assignments are not considered floating and will be

done consistent with other provisions of this Agreement.

ARTICLE 13 – COMPENSATION

13.1. IMPLEMENTATION OF WAGE RATES AND RATIFICATION BONUS

a. Effective the first full pay period following July 1, 2021, the Hospital will adopt

the salary schedule set forth in Appendix B. All full-time and part-time

Employees shall have their hourly wage increased to (1) the rate corresponding to

their years of continuous service at the Employer and job classification as

described in Appendix B or (2) at the rate of 4.0%, whichever is greater, except in

the event an Employee’s appropriate rate would result in more than a ten percent

(10%) increase by moving to their appropriate step on the wage schedule that

Employee’s increase shall be limited to ten percent (10%) above their current base

rate. New hires and transfers to a new classification will be placed at the

appropriate wage step for their job classification and years of experience using the

Appendix B wage step in effect on the date of hire/transfer.

b. Effective the first pay period following July 1, 2022: all full-time and part-time

bargaining unit members shall have their hourly wage rate increased to (1) the

rate corresponding to their years of continuous service at the Employer and job

classification as described in Appendix B or (2) at the rate of 3.5%, whichever is

greater.

c. Effective the first pay period following July 1, 2023: all full-time and part-time

bargaining unit members shall have their hourly wage rate increased to (1) the

rate corresponding to their years of continuous service at the Employer and job

classification as described in Appendix B or (2) at the rate of 3%, whichever is

greater.

d. Effective the first pay period following July 1, 2021: Per Diem bargaining unit

members shall have their hourly wage rate increased by 3% or to the rate reflected

on Appendix C (Per Diem Wage Rates), for the Employee’s classification.

e. Effective the first pay period following July 1, 2022: Per Diem bargaining unit

members shall have their hourly wage rate increased by 3% or to the rate reflected

on Appendix C (Per Diem Wage Rates), for the Employee’s classification.

f. Effective the first pay period following July 1, 2023: Per Diem bargaining unit

members shall have their hourly wage rate increased by 3% or to the rate reflected

on Appendix C (Per Diem Wage Rates), for the Employee’s classification.

g. In recognition for ratification of the new collective bargaining agreement and

related conditions of this proposal, the Employer shall provide a one-time

Employee Appreciation Bonus within forty-five (45) days of ratification. All

Full-time, Part-time, and Per Diem Employees will receive a one-time Employee

Appreciation Bonus in the following amounts:

i. Full Time Employees: $1,850

ii. Part Time Employees: $925

iii. Per Diem Employees: $925

13.2. PAY PRACTICES

a. Pay Rate Upon Promotion

i. A promotion is defined as a change in classification or classification level

to a higher rated position in which the rate of pay of the new classification

as set forth in Appendix B exceeds the Employee’s current rate of pay. A

promotion must always result in an increase of pay of at least five percent

(5%) or to the classification rate of pay set forth in Appendix B, whichever

is greater. Incumbent Employees, similarly situated within the job

classification, will not be brought up automatically to the promoted

Employee’s wage rate based on the five percent (5%) promotion increase.

ii. Pay raises to promoted Employees referenced herein shall be effective on

the date the promoted Employee assumes the duties of the new

classification.

b. Pay Rates Preserved. Should an Employee be placed in a lower paid job

classification for a reason other than a reduction in force, bumping, or the

Employee’s choice, the Employee shall be placed on the wage scale set forth in

Appendix B in the appropriate step based on years of continuous service at the

Hospital. However, the Employee shall suffer no reduction in their wage rate.

c. No wage or benefit increases will be provided following the expiration of this

Agreement, except as may be established as a result of future bargaining. The

purpose of this language is to preclude any claim that this Agreement establishes

a pattern of increases in wages, health fund contributions, or service charges that

continues automatically after the contract expires.

13.3. JOB CLASSIFICATIONS AND RECLASSIFICATION

The right to determine job content and to make necessary changes to jobs and job

descriptions remains with the Hospital. The Hospital shall timely notify the Union of all

meaningful changes to job content and responsibilities. In the event an Employee

believes his or her job is inaccurately described or that it has changed and, as a result of

that change, should be upgraded, the Employee may appeal such rating and seek an

upgrade by bringing such claim to the attention of his/her supervisor. If a satisfactory

resolution is not forthcoming at that level, the matter may be appealed by the union

through the grievance procedure and, if necessary, to arbitration. In the event it is

determined that a wage increase is in order, the adjustment shall be retroactive to the

implementation date of the subject job changes.

13.4. PAYDAY AND PAYCHECK

a. Wages will be paid every two (2) weeks. Paychecks will be distributed on

payday. Payday is the Friday after the end of a pay period, except where such

Friday is a University holiday, in which case the payday will be Thursday.

b. The Hospital will continue its current practice regarding the direct deposit of

paychecks.

c. Where an error by the Hospital results in paycheck underpayment, upon

Employee request, such error will be corrected by the close of business on the

next business day. However, where the underpayment results from an Employee

error, it will be corrected on the next paycheck.

d. The Hospital will comply with its obligations under state law regarding paycheck

stubs.

13.5. BONUSES

a. Referral Bonus. The Hospital will continue its current practice of paying referral

bonuses on an as-needed basis. In the event a referral bonus is to be instituted,

modified or discontinued, notice will be given to the Union.

b. Extra Shift Bonus. In addition to an Employee’s base hourly rate, overtime pay,

shift and/ weekend differentials, the Hospital shall continue its current practice of

paying an additional Extra Shift Bonus (ESB) to bargaining unit Employees

working in the job classifications and related advanced positions (e.g., Sr., levels

I, II, III) listed below when they sign up to work an extra shift(s) or partial shift(s)

as follows:

POSITION

BONUS

AMOUNT

POSITION

BONUS

AMOUNT

Asst – Patient care

$75.00

Tech – Medical Lab

$100.00

Asst – Nursing Cert

$75.00

LVN

$100.00

Secretary – Unit

$50.00

Tech – Pulmonary

$125.00

Tech – Sterile

Processing

$50.00

Tech – Surgical

$100.00

Tech – Licensed Psych

$50.00

Therapist – Respiratory

$140.00

Tech – Pharmacy

$65.00

Tech – Anesthesia

$50.00

Tech – Monitor

$75.00

Tech-Neurodiagnostics

IOM

$100.00

i. In order to be eligible to receive an ESB, an Employee must work all

hours in his/her posted schedule (i.e., 72 hours per pay period for FT 12-

hour Employee and 80 hours per pay period for FT 8 and 10-hour

Employees, etc.). Employees may not use ESB shifts to make up for

scheduled or unscheduled absences. If an Employee is unable to work

his/her regularly scheduled shift in the same pay period an ESB shift is

worked, the ESB will be forfeited.

ii. An Employee who is scheduled to work an ESB shift may be called

off/flexed off by the Hospital. If an Employee works an incomplete ESB

shift for any reason, he/she will be paid a prorated ESB for the actual

hours worked. If an Employee is called off/flexed off for a regularly

scheduled work day, an ESB shift(s) worked prior to the date on which the

call off/flex off occurred will still qualify for the ESB.

iii. An Employee may not work an ESB shift and collect any other

compensation, including Paid Time Off, for the same day worked.

c. Certification Bonus

i. The Hospital will continue its current practice of paying an advanced

certification recognition bonus to eligible bargaining unit Employees in

certain job classifications in accordance with the following:

(1) Certain Licensed/Certified Employees who have been actively

employed in a regular full-time or part-time benefit eligible

position for the previous six (6) consecutive calendar months and

who obtain a recognized advanced certification that has been pre-

approved in writing by the Hospital will be eligible to receive

certification recognition bonus consideration.

(2) Eligible Employees can receive certification bonuses for up to a

maximum of two (2) qualifying certifications based on the terms

and conditions of the Employer’s policy in effect as of June 27,

2017.

(3) Certifications must be directly related to the area in which the

Employee regularly works in order to be eligible for recognition

bonus compensation. Determination of whether the certification is

sufficiently related to the Employee’s regular work assignment will

be made by the Hospital. Certifications that are a minimum

requirement of the job as established by the Hospital or are

required by law or regulation are not eligible for bonus

consideration.

ii. Certification Recognition Bonuses will be paid to eligible Employees as

follows:

(1) Initial Certification (the first time an Employee has acquired the

certification while an eligible Employee at the hospital): The initial

Certification Recognition Bonus is one thousand dollars ($1,000).

(2) Re-certification (renewal of existing certification while an eligible

Employee at the hospital): The Re-certification Recognition Bonus

is five hundred dollars ($500).

(3) Initial Re-certification (where prior certification has lapsed and

certifying agency certifies that conditions for certification have

now been satisfied while an eligible Employee at the hospital): The

initial Re-certification Bonus is five hundred dollars ($500).

iii. Certification Recognition Bonuses and application for reimbursement are

deemed approved and payable upon receipt of the completed Certification

Recognition Bonus Form including a copy of the following items as

appropriate:

(1) Certification Certificate

(2) Certification exam results

(3) Dated letter from certifying agency asserting that conditions for

continuing certification have been satisfied.

(4) Copy of the cancelled check submitted for the application fee or a

receipt.

(5) Other evidence deemed necessary by the Hospital.

iv. Certification Recognition Bonuses are paid when all conditions are met,

and are not prorated or extended. Employees must complete and submit

the necessary documentation within sixty (60) days of qualifying event

(certification or re-certification). Employees must be actively employed on

the date the Recognition Bonus is paid, and not be in a notice period in

order to receive the bonus.

v. Certification/Re-certification bonuses are taxable income subject to

federal, state, and/or local withholdings.

vi. Certification Recognition Bonuses for certifications acquired prior to

employment at the hospital will not be provided retroactively; however,

upon becoming an Employee at the hospital eligible under the program,

the original certification or subsequent re-certifications will be eligible for

recognition compensation at the re-certification rate of five hundred

dollars ($500) after the completion of six (6) months of employment.

vii. Employees who are under active formal disciplinary action are not eligible

to receive the Certification Recognition Bonuses.

viii. Employees achieving certification or re-certification while on a leave of

absence of thirty (30) days or greater shall receive certification recognition

bonuses if and when they return to work in an eligible status.

ix. Recognized National Certifications:

CERTIFICATION/CERTIFYING

AGENCY

PRACTICE AREA

AOTA

Occupational Therapy Asst.

ARDMS

One (1) Ultrasound Sub-Specialty:

OB/Vascular/Cardio/Abdominal

ARRT

CRT, MRI, CT, Nuclear Medicine,

Invasive, Ultrasound

CPFT

Pulmonary Tech

CPhT

Pharmacy Tech

RCVT

Cardiovascular Tech

RCS

Cardiology

REEGT

Electroencephalographic Tech

RPFT

Pulmonary Tech

RRT

Respiratory Therapist

CST or TS-C

Operating Room Tech

ACCS

Respiratory Therapist

CNIM

IOM Technologist

ASATT

Anesthesia Tech

CBET

Biomed Tech

x. If a nationally-recognized certifying agency introduces an advanced

certification in the practice area of Interventional Pulmonology, the

Employer will recognize that certification under the terms of this Section

and will pay Employees who have received such certification within sixty

(60) days of receipt of all necessary documentation.

13.6. SHIFT DIFFERENTIALS

a. The Hospital will continue its current practice of paying evening and night shift

differentials at the following rates to the following job classifications and related

advanced positions (e.g., Sr., levels I, II, III) when a majority of the hours worked

fall within the respective evening and/or night shift hours.

POSITION

EVE. DIFF.

NIGHT DIFF.

Aide – OR

$1.00

$1.50

Aide – Therapy

$1.00

$1.50

Asst – Cardiovascular

$1.50

$2.00

Asst – Laboratory

$2.00

$2.50

Asst – Occupational Therapy

$1.50

$2.00

Asst – Patient Care

$2.00

$2.50

Asst – Physical Therapy

$1.50

$2.00

Asst – Nursing Certificate

$1.50

$2.00

POSITION

EVE. DIFF.

NIGHT DIFF.

Asst – Radiology

$1.50

$2.00

Clerk – Material Management

$1.00

$1.50

Coord – Imaging

$2.00

$4.00

Courier – Blood Product

$1.00

$1.50

Food Services - Cafeteria

$1.25

N/A

Engineer

$1.50

$2.00

LVN

$1.50

$2.00

Maintenance

$1.00

$1.50

Patient Companion

$1.50

$2.00

Secretary – Unit

$1.50

$2.00

Specialist – Media

$1.50

$2.00

Tech – Anesthesia

$1.50

$2.00

Tech – Biomed

$1.50

$2.00

Tech – Cardiac Cath

$2.00

$3.25

Tech – Cardiovascular

$2.00

$2.50

Tech – CT

$2.00

$2.50

Tech – Scope Tech

$1.50

$2.00

Tech – Echo

$2.00

$2.50

Tech – EKG

$2.00

$2.50

Tech – Endoscopy

$1.50

$2.00

Tech – Sterile Processing

$1.50

$2.00

Tech – Licensed Psych

$1.50

$2.00

Tech – Med Lab

$2.00

$3.00

Tech – Monitor

$1.50

$2.00

Tech – MRI

$2.00

$2.50

Tech – Neurodiagnostics

$2.00

$2.50

Tech – Nuclear Medicine

$2.00

$2.50

Tech – Orthopedic

$1.50

$2.00

Tech – Pharmacy

$1.50

$2.00

Tech – Pulmonary

$1.50

$2.50

Tech – Radiology

$2.00

$3.25

Tech – Special Procedure

$2.00

$3.00

Tech – Surgical

$2.00

$2.50

Tech – Ultrasound

$2.00

$2.50

Tech – Vascular

$2.00

$2.50

Therapist – Respiratory

$2.00

$5.50

Transport/Courier

$1.25

$2.00

Worker – EVS

$1.00

$1.50

b. Eight and Ten Hour Shifts. For Employees on eight (8) and ten (10) hour shifts,

the evening shift is defined for shift differential purposes as 3:00 p.m. to 10:59

p.m. and the night shift is defined for shift differential purposes as 11:00 p.m. to

6:59 a.m.

c. Twelve Hour Shifts. For twelve (12)-hour shift Employees the pm or night shift

is defined for shift differential purposes as 7:00 p.m. to 6:59 a.m.

d. Cardiac Surgery Specialty Team. Cardiac Surgery Team Technicians will receive

an additional differential of seven dollars per hour ($7.00) for all hours worked,

including extra shifts and call back, while assigned to the Cardiac Surgery Team

providing care for patients undergoing cardiac surgery in the Main Operating

Room of the Hospital.

Newly hired and transferring Cardiac Surgery Technicians will be eligible for the

Base Differential for all hours worked while assigned to the Cardiac Surgery

Team providing care for patients undergoing cardiac surgery in the Main

Operating Room of the Hospital after their competencies are validated and they

are able to take first call in the Cardiothoracic Surgery Department.

This differential only applies to hours worked providing care for cardiac surgery

patients in the Main Operating Room and does not apply to hours worked outside

the Cardiac Surgery Team, for education, training, meetings or for non-working

paid time.

e. Respiratory Therapists. Respiratory Therapists assigned to the Advanced

Interventional Pulmonary area to perform any specialized bronchoscopy and

advanced airway procedures including, but not limited to, EBUS, TBB, stent

placement, valve placement, cryotherapy, APC, SuperD and

Bronchothermoplasty procedures, shall receive a shift differential of five dollars

($5.00) per hour to the Employee’s base rate of pay for the Employee’s shift in

which the procedure was performed.

f. Pharmacy Oncology. Pharmacy Technicians and Pharmacy Technicians Sr who

staff, compound, and/or admix hazardous materials at any oncology site shall

continue to receive a differential of five percent (5%) of their base rate for the

entire shift.

13.7. WEEKEND DIFFERENTIAL

The Hospital shall continue its current practice of paying a weekend differential for

bargaining unit Employees working in the job classifications listed below as follows:

POSITION

WEEKEND

DIFF. RATE

Asst – Laboratory

$2.00

Asst – Occupational Therapy

$3.00

Asst – Physical Therapy

$3.00

Food Services - Cafeteria

$1.50

POSITION

WEEKEND

DIFF. RATE

LVN

$2.00

NON-LVN - DCP

$1.50

LVN – CERTIFIED DCP

$2.00

Tech – Med Lab

$2.00

Tech – Radiology

$2.25

Tech – CT

$2.25

Tech – Ultrasound

$2.25

Tech – MRI

$2.50

Therapist – Respiratory

$3.00

Tech – Pharmacy

$1.75

PCT

$1.50

EVS

$1.50

Monitor Tech

$1.50

Tech – Materials

Management

$1.50

Engineering/Maintenance

$1.75

Tech – Surgical Technicians

$2.00

Tech – OR AIDE

$1.75

Tech – Anesthesia

$2.00

Tech – Echo

$2.25

Asst – Radiology

$1.50

Tech – Sterile Processing

$1.75

13.8. LEAD/COORDINATOR DIFFERENTIAL

a. The Hospital will continue its current practice of paying a lead/coordinator

differential of five percent (5%) of the base rate when assigning lead/coordinator

responsibilities.

b. Preceptor Pay. An Employee, who is assigned to be a preceptor, shall receive

additional compensation of five percent (5%) her/his base rate of pay.

To serve as a recognized preceptor, the Employee must complete the preceptor

training course.

A preceptor is an experience/competent staff who serves as a clinical role model

and resource person to a newly hired Employee, newly transferred in orientation.

The preceptor will orient the new Employee to their roles and responsibilities on

their unit and introduce them to the formal and informal rules, customs, culture

and norms of their coworkers and workplace.

A preceptor will not be required to float or be subject to daily cancellations when

working a shift in the preceptor role.

13.9. STAND-BY/ON-CALL AND CALL-BACK PAY

a. Stand-By/On-Call Pay. An Employee assigned to stand-by/on-call status by the

department Director or his/her designee will be paid as follows for each hour

he/she is assigned to such status. No other compensation will be paid for such

stand-by/on-call status. Hours of stand-by/on-call will not be considered hours

worked for purposes of paying differentials, overtime or any other form of

premium pay under this Agreement.

POSITION

STANDBY

RATE

POSITION

STANDBY

RATE

Asst – Laboratory

$6.25

Tech – Nuclear Med

$9.00

Engineer

$6.25

Tech – Pharmacy

$8.00

Maintenance

$6.25

Tech – Pulmonary

$9.00

Tech – Anesthesia

$9.00

Tech – Radiology

$9.00

Tech – Biomed

$9.00

Tech – Spec Procedure

$9.00

Tech – Cardiovascular

$8.75

Tech – Surgical

$10.75

Tech – Ultrasound

$9.00

Tech – Echo

$8.75

Tech – Vascular

$10.75

Tech – Neurodiagnostics

$9.00

Respiratory Therapist

$9.00

Tech – Endoscopy

$8.00

Worker – EVS

$6.25

Tech – Sterile Processing

$6.75

Neuro – IOM

$10.75

Tech – Med Lab

$7.25

Tech – CT

$9.00

Tech – MRI

$9.00

OR – Aide

$6.25

Radiation Therapist

$8.50

LVN CERTIFIED

(Discharge Planning

Coordinator)

$7.25

NON-LVN (Discharge

Planning Coordinator)

$6.25

Tech – Cardiac Cath

$9.00

b. Call-Back from Standby Pay. An Employee who is assigned to stand-by/on-call

status will be guaranteed a minimum of two (2) hours work each time he/she is

called in by the department Director or his/her designee. When called back, an

Employee will be required to work until released by his/her Department Director

or his/her designee. An Employee will receive one and one-half (1-1/2) times

his/her base rate of pay, rather than stand-by/on-call pay, for all hours actually

worked when he/she is called back to work from stand-by status. The work time

of an Employee who is called in from stand-by/on-call status shall commence

when he/she arrives at the work site and clocks in and will end when he/she

clocks out.

i. Where an Employee who is assigned to stand-by/on-call status is

contacted to resolve an emergent issue and in the reasonable opinion of

both the Employee and the individual contacting them, the issue can be

resolved remotely (either telephonically, by computer or otherwise) and

efficiently without actually physically reporting to the Hospitals, the

Employee will be compensated at one and one-half (1 ½) times their base

rate of pay for all time spent actually performing substantive work to

address the issue(s) with a minimum of at least one hour per on-call shift

paid at this rate whenever such substantive work is performed. The parties

agree this provision does not apply to de minimis non-substantive

communications.

c. OR Employee Exception.

i. An Employee who is scheduled to work a shift in the Operating Room the

day after being called back to work from standby will have the following

options:

(1) 7 am - 3:30pm shift. An Employee will only be required to report

to work at 6:45am of the next morning if he/she has worked until

12:00am.

An Employee will not be required to report to work until 10:45am

of the next morning if he/she has worked between 12:01 and 3am.

If an Employee works past 3:01am then they will not be required

to report to work until the following calendar day.

(2) 11 am - 7:30pm shift. If an Employee has worked until 4:00am

he/she will be required to report to work at 10:45am.

If an Employee has worked between 4:01am and 7am, he/she will

not be required to report to work until 2:45pm.

(3) 3pm - 11:30pm shift. If an Employee has worked until 7am he/she

will not be required to report to work until 2:45pm the following

afternoon.

Employees exercising the above listed reporting to work options shall not

have their PTO deducted as a consequence of exercising said options.

ii. Employees called back on a weekend/holiday will receive two (2) times

his/her base rate of pay, rather than stand-by/on-call pay, for all hours

actually worked when he/she is called back to work from standby-by

status.

d. Stand-by/on-call and call-back hours are not subject to the weekend scheduling or

call-off provisions of this Agreement.

e. Call-Back - Not on Standby. An Employee on standby status who is called back

and either:

i. completes that assignment, or

ii. is released and/or is no longer on standby status, but subsequently agrees

to return to work later that same day will be paid in accordance with

paragraph 2.a.b, above.

13.10. REPORT PAY

a. Each workday an Employee is required to report to work and does report to work,

he/she will be provided with at least half of their scheduled shift up to a maximum

of four (4) hours’ work or any combination of work and pay totaling four (4)

hours. If the Employee agrees to report to work a second time in any one (1)

workday and does report, he/she will be provided with a minimum of two (2)

hours’ work or any combination of work and pay totaling two (2) hours. If the

Hospital offers an Employee an assignment other than the regular assignment and

the Employee refuses the alternate work, no report pay will be paid.

b. The Employee will not be paid report pay if the Hospital makes a reasonable

effort to notify the Employee at least two (2) hours prior to the start time that the

Employee should not report to work. It shall be the Employee’s responsibility to

keep his/her current phone number on file with the Hospital.

c. Report pay will not be paid to an Employee who is called back to work from

stand-by/on-call status.

d. The Hospital shall not be required to pay report pay if no work is available due to

acts of God such as fires, floods, earthquakes, power failure or other causes not

within the Hospital’s control.

13.11. WORKING OUT OF JOB CLASSIFICATION

Any Employee directed to relieve another Employee in a higher paid classification shall

receive a differential of five percent (5%) of their base rate for the entire shift.

13.12. NEW CLASSIFICATIONS AND JOB DESCRIPTIONS

a. In the event that the Hospital wishes to establish a new job classification in the

bargaining unit, the Hospital and the Union will meet and negotiate over rate of

pay and job duties, prior to the Hospital implementing the job. The parties will

make a good faith effort to reach a settlement. If the parties are unable to reach

agreement, the Hospital may implement and the Union, within fifteen days, may

submit the dispute to expedited arbitration for final and binding resolution. Any

monetary remedy resulting in a higher rate of pay for Employee shall be paid

retroactively to the start of the job or the start date of each individual Employee in

the new position.

b. The Hospital shall maintain and review job descriptions for all classification,

which will be timely and remitted to the Union.

c. Upon request to the Human Resources Director, or designee, the Hospital shall

provide the Union or Employee with any existing job description and/or

individual position descriptions, for covered Employees. These shall be mailed

and made available to the requesting party within five (5) calendar days of any

such request.

13.13. EMPLOYER MEALS

The Hospital will continue its current practice of providing all Employees with a cafeteria

meal discount of twenty percent (20%).

13.14. BILINGUAL SERVICES

Translating and/or Interpreting services, verbal or written, shall be voluntary for all

bargaining unit Employees. An Employee has the right to refuse to translate or interpret

when requested, and there shall be no reprisal for such refusal. An Employee who

provides such services on a voluntary basis shall be held harmless for any legal or other

adverse action arising from an unintentional misrepresentation as a result of translating or

interpreting activities.

13.15. MODIFICATION OF PRACTICES

There shall be no individual bargaining with Employees over wages, hours and working

conditions. Where the Agreement explicitly allows Employee agreement, it shall not be

coercive. If requested, by either party, the parties agree to discuss modifications or

improvements to terms and conditions of current practices.

13.16. DONNING AND DOFFING OF UNIFORMS/OPERATING ROOM SURGERY

The Employer will permit Employees who are required to “Don” and “Doff” uniforms

prior to reporting to their assigned areas in the operating room to clock in (and be

compensated) up to seven (7) minutes prior to their scheduled start time and such

Employees, after clocking in, will be provided up to seven (7) minutes after their

scheduled start time before being required to be at their assigned areas. All Employees

shall clock in at or before their scheduled start time or shall be considered tardy.

This “Don” and “Doff” period is extended to those Employees in the perioperative

services who are required to don Employer laundered uniforms after arrival to their work

location.

13.17. MINIMUM RATES

No Employee shall suffer any reduction in wages or benefits as a result of the execution

of this Agreement, except as provided for in the Agreement.

ARTICLE 14 – TIME OFF

14.1. PAID TIME OFF

a. Keck Hospital

i. Keck Hospital will grant Regular Full-Time and Part-Time Keck Hospital

Employees paid time off (PTO) as income replacement to enable them to

take approved time off from scheduled work for vacations, holidays, and

short term illnesses. Each eligible Employee accrues PTO hours, which

may be used to replace missed scheduled hours when taking time off for

those purposes.

ii. Eligible Keck Hospital Employees will earn PTO hours each pay period,

based on length of service and scheduled hours.

iii. The standard bi-weekly and annual accrual schedule for Keck Hospital

Employees will be as follows:

LENGTH OF

SERVICE

BI-WEEKLY

ACCRUAL

ANNUAL

ACCRUAL

MAXIMUM

31 days – 4 years

7.5 hours

195 hours

292.50 hours

4+ years – 8 years

9.1 hours

236.60 hours

354.90 hours

8+ years

11.2 hours

291.20 hours

436.80 hours

iv. The maximum amount of PTO hours a Keck Hospital Employee can

accumulate is 150% of the Employee's annual accrual (the “Cap”). At the

point the Cap is reached, accruals will cease until the hours balance is

reduced below the Cap.

v. PTO hours accrued by Keck Hospital Employees prior to the effective

date of this Agreement are vested and count towards the Cap. Any future

accrual will be in addition to those hours. During any period in which an

Employee is on Leave of Absence, paid or unpaid, and has no scheduled

hours, he or she will not accrue PTO hours.

vi. Keck Hospital employees have the opportunity to elect to cash out up to

80 hours of PTO provided they have at least 120 hours of PTO in their

bank at the time of distribution. They will be allowed to cash out PTO

balances on only four occasions: the first check of the month of March,

June, September, and December. Employees shall not incur penalties for

any cash out of PTO. Requests must be submitted to payroll, no later than

two weeks prior to the date of the paycheck.

b. Norris Hospital

i. Norris will grant Regular Full-Time and Part-Time Norris Employees Paid

Vacation and Paid Sick Time.

ii. The standard bi-weekly and annual accrual schedule for Full-Time Norris

Employees will be as follows:

LENGTH OF

SERVICE

BI-WEEKLY

ACCRUAL

ANNUAL

ACCRUAL

MAXIMUM

31 days – 4 years

Sick: 3.7 hours

Vacation: 3.7 hours

Sick: 96 hours

Vacation: 96 hours

Sick: 144 hours

Vacation: 144 hours

4+ years – 8 years

Sick: 3.7 hours

Vacation: 5.5 hours

Sick: 96 hours

Vacation: 144 hours

Sick: 144 hours

Vacation: 216 hours

8+ years

Sick: 3.7 hours

Vacation: 7.4 hours

Sick: 96 hours

Vacation: 192 hours

Sick: 144 hours

Vacation: 288 hours

iii. Norris Hospital will maintain its current practice of awarding Employees

24 hours of Winter Recess Leave each year posted on or about December

15th. Employees may schedule time off with pay for up to one year

following such award, or may use such award to provide payment for time

off due to cancellation/flex-off. Subject to operational needs, winter

recess leave may be combined with Vacation and Holiday Time off.

ARTICLE 15 – BENEFITS

15.1. HEALTH INSURANCE

Employees in the bargaining unit shall be eligible to participate in designated USC

healthcare plans on the same terms and conditions as offered to its unrepresented unit

staff employees except as provided herein. Eligibility to participate in the plan(s) and the

specific benefits available under the plan(s) shall be determined by the terms of the plan

documents.

a. Medical. No later than thirty (30) days before the commencement of open

enrollment of each year, the Employer will notify the Union of any known plan

changes and will meet and confer upon request.

i. Option A - Anthem MyChoice HMO Plan. Employees will be eligible to

enroll in the Anthem MyChoice HMO Plan as it may be modified from

time to time.

The Anthem MyChoice HMO Plan will continue to provide substantially

equivalent coverage in 2022, 2023 and 2024.

Employees enrolled in the Anthem MyChoice HMO Plan will continue to

pay no premium contribution in 2022, 2023, and 2024 at all levels of

coverage (Employee, Employee/Adult, Employee/Child(ren), Employee/

Family).

ii. Option B - USC Trojan Care EPO; or USC PPO. Employees will be

eligible to enroll in the USC Trojan Care EPO, or USC PPO under the

same design, premiums and co-payments provided to non-bargaining unit

employees, as they may be modified from time to time.

The Employer shall maintain all benefits information, including rates and

plan descriptions, available for Employees to review.

b. Dental - Delta Dental PPO; United Concordia DHMO Plan. Employees will be

eligible to enroll in the Delta Dental PPO or United Concordia DHMO Plan under

the same design, premiums and co-payments provided to non-bargaining unit

employees, as they may be modified from time to time.

c. Vision - VSP Vision (same plan as provided to non-union employees). Premium

Contributions: 100% Employee paid.

15.2. PAYMENT IN LIEU OF MEDICAL BENEFITS (MOVED FROM ARTICLE 13)

a. A Regular Full-Time or Part-Time Employee may have the option to waive

medical benefits provided herein and will be paid thirty-five dollars ($35) per pay

period in lieu of being covered by such medical benefits. The Employee must

elect this option during the annual benefit open enrollment period. Such

Employee is otherwise fully participating in all features of the Agreement.

b. Opt-Out of Benefits Program. A regular Full-Time LVN, Radiology Technician,

or Respiratory Therapist may waive health and welfare benefits as provided

below in exchange for additional pay in accordance with the following. The

eligible Employee must elect this option during the annual benefit open

enrollment period. Such Employee is otherwise fully participating in all features

of this Agreement.

c. Opt-Out of Health and Welfare Benefits. Eligible Employees will be reimbursed

a flat rate of two dollars ($2) per budgeted hour per pay period. For example:

Waive Health/Welfare Reimbursement – 80 hours X $2.00 = $160.00 per pay

period.

15.3. DISABILITY AND LIFE INSURANCE

a. The Hospital will continue to offer Life Insurance as currently available to

bargaining unit Employees.

b. The Disability Insurance will be offered on the same terms and conditions as

offered to other non-union University employees. Such plans may be changed,

modified, terminated or amended as long as such revisions are Applicable

University wide.

15.4. RETIREMENT

a. Retirement Plan. Employees covered under this Agreement shall be covered

under the USC Retirement Savings Program (defined contribution) on the same

terms and conditions as those offered to its non-bargaining unit staff employees.

Eligibility to participate in the plan and the specific benefits available under the

plan shall be determined by the terms of the plan documents.

The University may alter, modify, substitute its retirement plan during the term of

this Agreement and nothing in this Agreement shall limit the University’s right to

do so as long as the change(s) also govern(s) all other employees of the University

who are enrolled in the same plan; however, if said plan is canceled, the

University and the Union will negotiate a replacement plan for the Employees

covered by this Agreement.

b. Years of Benefited Services. All Employees shall be credited for years of

benefited service* in accordance with the plans. All Employees at Keck Hospital

of USC prior to the University’s acquisition of the Hospital shall receive credit for

benefited service based upon their date of hire.

* “Benefited service” for the purpose of retirement includes only calendar years in

which the participant worked 1,000 hours or more.

ARTICLE 16 – HOLIDAYS

16.1. HOLIDAY DIFFERENTIAL FOR WORK ON HOLIDAYS

All Employees working the following holidays will be paid a holiday differential of one

and one-half (1½) times the regular rate of pay:

New Year’s Day Labor Day

President’s Day Thanksgiving Day

Memorial Day Day after Thanksgiving Day

Independence Day Christmas Day

Martin Luther King Jr. Day

Norris Employees working on holidays will be paid Holiday Pay pursuant to Section 16.4

below.

16.2. ELIGIBILITY FOR HOLIDAY DIFFERENTIAL

a. Employees will be paid the holiday differential for up to the first twelve (12)

hours of a holiday shift worked when at least fifty percent (50%) of his/her

worked hours fall between 12:00 midnight and 11:59 p.m. on the designated

holiday.

16.3. SCHEDULED OFF ON HOLIDAYS

Each Department Director, in conjunction with Administration, will determine the

appropriateness of closing the department(s), or if volume allows, operate on a reduced

schedule. Keck Employees who are scheduled off for the Holiday due to pre-approved

time off or department closure will use accrued Paid Time Off. If a Keck Employee is

cancelled/flexed off due to low volume, the Keck Employee may choose to use accrued

Paid Time Off. Norris Employees working on holidays will be paid Holiday Pay

pursuant to Section 16.4 below.

16.4. NORRIS HOLIDAY PAY

Norris Employees receive holiday pay as follows.

All full-time staff Employees are eligible. Part-time Employees shall receive holiday pay

on a prorated basis. Per Diem Employees shall not be eligible.

Norris Hospital shall observe the following paid holidays each year:

 New Year’s Day

 Martin Luther King, Jr. Day

 Presidents’ Day

 Memorial Day

 Independence Day

 Labor Day

 Thanksgiving Day

 Day after Thanksgiving

 Christmas Day

A holiday that falls on a Saturday or Sunday is normally observed on either the preceding

Friday or the following Monday. The Employer may, at its discretion, grant an additional

university holiday when a scheduled holiday falls on a Tuesday or a Thursday.

An Employee will receive a regular day’s pay for each scheduled holiday. When a

holiday falls on an employee’s regularly scheduled day off, the Employee shall continue

to receive the Holiday Pay.

Due to varying operational needs, some Norris Employees may be required to work on a

holiday. These Employees working on a holiday will be paid for all hours worked at time

and a half, in accordance with Article 16.1, plus pay for the holiday. Scheduling of an

employee’s workdays is subject to Article 16.6, Holiday Scheduling, or as otherwise

determined within the department.

If a holiday is observed during an Employee’s vacation, that day will not be charged to

accrued vacation. An Employee will not be paid for a holiday falling during an unpaid

leave of absence (e.g., Family Care and Medical Leave, Medical Leave [including staff

employees paid by Disability or Workers’ Compensation], Pregnancy Leave, Military

Leave, Personal Leave).

16.5. MISCELLANEOUS

In addition to these nine (9) holidays, there may be other days during the year when it

may be determined by the Department Director and Administration to close a department

or operate with a minimal staff. Those who work these other days are not eligible for

premium pay. All Employees who are scheduled off due to pre-approved time off or

department closure will use accrued Paid Time Off/Vacation. If an Employee is

cancelled/flexed off due to low volume, the Employee may choose to use accrued Paid

Time Off/Vacation.

16.6. HOLIDAY SCHEDULING

a. Except as provided below, Employees will not be scheduled to work on a

designated holiday.

b. Assuming more than three (3) Employees, the Hospital will schedule bargaining

unit Employees within a department/unit and shift to work on the following

designated holidays according to an ABC rotational system, as follows:

2022

2023

2024

“A”

Rotation

Christmas Day,

Independence Day

& Martin Luther

King

Thanksgiving Day,

Day After

Thanksgiving &

Memorial Day

New Year’s Day,

Presidents’ Day &

Labor Day

“B”

Rotation

New Year’s Day,

Presidents’ Day &

Labor Day

Christmas Day,

Independence Day

& Martin Luther

King

Thanksgiving Day,

Day After

Thanksgiving &

Memorial Day

“C”

Rotation

Thanksgiving Day,

Day After

Thanksgiving &

Memorial Day

New Year’s Day,

Presidents’ Day &

Labor Day

Christmas Day,

Independence Day

& Martin Luther

King

c. In a department/unit within a shift with three (3) or fewer Employees, holiday

scheduling shall be determined by seniority or by rotation, as determined by an

annual vote of bargaining unit members.

d. Once an Employee has been placed into a holiday rotation, he/she will remain in

that rotation unless or until he/she changes position and/or shift. Each of the three

(3) rotations will contain a balanced number of Employees but should an

adjustment to balance be necessary that cannot be resolved through attrition, the

parties shall meet to resolve the problem by mutual agreement.

e. When a new Employee is hired into department/unit and/or shift, the Employee

will be assigned into the holiday rotation schedule of the former Employee, or if a

new position, the Hospital will assign such Employee into one (1) of the three (3)

holiday rotations with the intention of maintaining a balanced number of

Employees in each holiday rotation. When an Employee transfers into a

department/unit and/or shift, the Employee will be assigned into a holiday rotation

schedule of the former Employee.

f. In the event there are more Employees scheduled to work in a holiday rotation

than are necessary to staff the unit on a designated holiday, such Employees may

request to be scheduled off. Requests to be scheduled off shall be awarded on the

basis of seniority or date of hire, whichever is applicable, subject to the

operational needs of the Hospital.

g. Scheduled holiday shifts may be traded pursuant to Subsection 11.6(e).

h. All designated holidays will be observed on the actual calendar day, and all

conditions and benefits applying to such holiday will be in effect on that day only.

A department where staff is not regularly scheduled on the holiday, i.e., Saturday

and/or Sunday, may close the department on the preceding Friday or following

Monday (herein referred to as “alternatively-observed holiday”). Keck Employees

who do not work on an alternatively-observed holiday will use Paid Time Off as

income replacement for such day.

16.7. ADDITIONAL FEDERAL HOLIDAYS

If the University of Southern California recognizes any other additional federal holidays,

the Employer shall also recognize said holiday for purposes of Article 16.

ARTICLE 17 – HEALTH AND SAFETY

17.1. GENERAL

The Hospital has the obligation to provide a safe and healthy environment for employees

and patients. The Hospital shall comply with all applicable Federal and California laws

and regulations pertaining to occupational and general safety and health standards. In the

event that safety laws and regulations differ from the language of this Article, the higher

standard between the law and contract shall apply.

a. Reporting of Health and Safety Hazards. It is the duty of all Employees and

Management to comply with health and safety regulations, and if any safety or

health hazard is detected by an Employee, the Employee shall promptly report it

to the Hospital and the Hospital shall take prompt positive measures to remedy

the situation. The Union shall promptly notify the Hospital of any potential health

and safety hazards, violations, or problems of which it is aware and the Hospital

shall take prompt positive measures to remedy the situation. No adverse action

shall be taken against any Employee for reporting, in good faith, health and safety

concerns to the Hospital, to the Union, or to federal or state authorities. Given the

time sensitivity to these types of concerns, the Hospital and the Union agree to

promptly meet to resolve any concerns related to any of the subjects in this

Article.

b. In-Service. The Hospital shall provide regular in-service or other training and

information to Employee concerning health and safety.

c. Personal Protective Equipment. Personal protective equipment, as appropriate,

will be provided to all Employees who will utilize such equipment in accordance

with the Hospital-wide exposure control plan. The Employer shall establish

protocols and provide appropriate personal protective equipment (PPE) based on

the type and nature of the disease. The Employer shall take commercially

reasonable efforts to secure appropriate reserves of PPE to be prepared for an

emergency in accordance with applicable law.

i. The Employer shall maintain a stockpile of new, medical grade, unused

PPE in the amount equal to three months of normal consumption,

including: N95 respirators, powered air purifying respirators (PAPRS),

surgical masks, isolation gowns, eye protections, and shoe coverings.

ii. Any Employee assigned to a patient suspected of having an infectious

disease shall be provided and use the same PPE and precautions as would

be used in the case of a confirmed case of the disease.

17.2. COMMUNICABLE DISEASES

a. The Hospital will work to eliminate or minimize Employee exposure to

communicable diseases. The Employees shall work collaboratively with

management to achieve this goal.

b. During a declaration of emergency related to an infectious disease, the Employer

shall ensure that all patients and visitors are appropriately screened for infectious

disease and shall limit or eliminate, as appropriate, in-person meetings unless

necessary for the safety of patients and staff.

c. The Hospital shall provide appropriate and relevant information and training to

Employees on communicable diseases to which they may have routine workplace

exposure. The Hospital shall make appropriate vaccinations, testing and medical

surveillance recommended by a consensus of the state health department, the local

health officer and other applicable government agencies available to Employees

who are at risk of exposure to infectious agents on the job.

d. Hepatitis B vaccine shall be made available free of charge and at an Employee’s

request.

e. The Hospital will continue existing practices with regard to testing and/or

treatment for on-the-job exposure to health and safety hazards at no cost to the

Employee.

f. The Hospital will comply with all laws regarding maintaining a Needlestick

Injury Log.

g. In an event of known or suspected workplace exposure, the Employer will

proactively work with Employee Health and Infection Prevention to ensure

applicable steps are taken, including surveillance, isolation, quarantine, and

contract tracing as appropriate based on the circumstances.

17.3. WORKPLACE VIOLENCE

The Hospital will maintain a comprehensive workplace violence prevention program.

17.4. COUNSELING

The Hospital will make available the resources of the University Center for Work and

Family Life to bargaining unit Employees under the same terms and conditions as made

for non-union employees.

17.5. PHYSICAL EXAMINATIONS

a. All physical examinations required of an Employee in connection with his/her

Employment, according to the practice of the Hospital, shall be given without

charge, provided such examination is conducted by a Hospital-designated

physician, nurse practitioner, or designated registered nurse. Physical

examinations shall include all laboratory and other clinical tests as required by the

Hospital, Title XXII, or the Department of Health Services. All time spent by an

Employee in such physical examination(s) will be considered as hours worked

regardless of whether it occurs during the Employee’s normal working hours or

nonworking hours; however, time spent in a pre-employment physical

examination and/or test will not be compensable.

b. An examination conducted by any other physician, nurse practitioner or

designated employee may be acceptable at the Hospital’s option for purposes of

compliance with state law, but in these cases the Hospital shall have no financial

obligation for such examination(s). The amount of time that would have been

spent in having the Hospital-designated physician or employee registered nurse

perform the examination(s) shall be considered as hours worked.

17.6. SECURITY

The Hospital will provide reasonable security for employees at all times in and around

the Hospital’s premises. After dark and subject to operational needs of the Hospital, a

security escort to the Employee parking area(s) will be made available at the request of

an Employee.

The Hospital will meet with Employees to discuss concerns related to security, if

requested to do so.

17.7. INJURY PREVENTION

The Hospital will comply with state and federal regulations regarding employee injury

prevention.

17.8. NOVEL EPIDEMIOLOGICAL DISEASES

In the event of a future novel epidemiological disease which raises to the level of a

national epidemic, pandemic or declares public health emergency covering Los Angeles,

the Parties recognize that it is in the mutual interest to ensure consistent communication

to ensure safe patient care staffing,

a. At the request of either party in writing, the Quality of Care Committee as

described in Article 8 shall meet weekly. The Parties may meet more or less

frequently with the mutual written consent of the Employer and the Union.

Additional meetings of the Quality of Care Committee shall be scheduled at a

mutually agreeable date and time.

b. The Hospital shall comply with all applicable Federal and California laws and

regulations mandating additional paid time off benefits regarding a novel

epidemiological disease as described above. This additional paid time off benefit

shall be made available to Employees whether or not they have exhausted their

already-accrued PTO/vacation/sick.

c. Employees may access their Extended Illness Bank, if available, immediately

upon being placed under quarantine or investigation by a primary physician or by

the Employee Health Office in the case of exposure to a novel epidemiological

disease as described above.

d. If it will not compromise patient care, all departments that can do so should

convert to remote working from home. The Employer will ensure that remote

workers will not incur any additional personal expenses due to remote work and

shall reimburse them for any additional cost.

ARTICLE 18 – EDUCATION BENEFITS

18.1. TUITION REIMBURSEMENT BENEFITS

Tuition reimbursement shall be available to eligible Regular Full-Time and Part-Time

Employees upon satisfactory completion of pre-approved qualified college or university

coursework.

a. Employee Eligibility. To be eligible to receive tuition reimbursement, an

Employee must satisfy the following requirements:

i. The Employee must be on the payroll and classified as a Regular Full-

Time or Part-Time Employee at the time of course registration through

and including the course completion date.

ii. The Employee must have completed at least one (1) year of continuous

service in a benefits-eligible status at the Hospital at the time of

registration.

iii. The Hospital shall not unreasonably deny an Employee time off from

work to utilize the education benefits.

b. Qualified Courses. To be eligible for reimbursement, courses must fall within one

(1) of the following categories:

i. A long term program or course (minimum of one (1) quarter or semester

in length) taken through an accredited college or university toward a

health occupation career goal. The course must offer a letter grade and the

Employee must receive a grade of “C” or better.

ii. Courses offering Continuing Education Units (CEUs), as required for job

related license or certification.

iii. Courses, conferences, seminars, etc. sponsored by a national or state

organization not offering a letter grade or CEUs, if related to advancement

within the Employee’s field or other healthcare position not covered by

the Employee’s department.

c. Participation Requirement. To receive tuition reimbursement, an eligible

Employee must satisfy the following requirements:

i. Complete a Request for Educational Assistance form and secure written

approval from the Department Head/Director and the Director of

Employee and Labor Relations at least thirty (30) calendar days prior to

the start of the requested course, and

ii. Submit to Human Resources proof of payment (i.e., receipt(s), or

photocopy of front/back of canceled checks), etc.) and evidence of

satisfactory completion of the course(s) (i.e., letter grade, transcript, CEU

certificate or certificate of completion, etc.) if applicable.

d. Reimbursement Levels

i. Full-Time Employees

(1) Eligible Full-Time Employees will be reimbursed for the cost of

tuition (including class fees, textbooks, enrollment fees, test fees,

and laboratory fees) up to three thousand and five hundred dollars

($3,500) per calendar year.

(2) Up to one thousand dollars ($1,000) of the three thousand five

hundred dollars ($3,500) per calendar year may be used for

authorized national or state professional organization seminars and

conventions in accordance with the Hospital’s policy in effect

upon ratification of the local Agreement.

ii. Part-Time Employees

(1) Eligible Part-Time Employees will be reimbursed for the cost of

tuition (including class fees, textbooks, enrollment fees, test fees,

and laboratory fees) up to two thousand five hundred dollars

($2,500) per calendar year.

(2) Up to five hundred ($500) of the two thousand five hundred dollars

($2,500) per calendar year may be used for authorized national or

state professional organization seminars and conventions in

accordance with the Hospital ’s policy in effect upon ratification of

the local Agreement.

iii. Where the reimbursement provided by the Hospital and the amount paid

through other sources such as government agencies (e.g., G.I. Bill, etc.) or

other educational benefits (i.e., scholarships or grants) exceeds the total

cost of tuition, reimbursement will be reduced by the amount in excess of

the cost of tuition.

If outside financial assistance is obtained, documentation of the outside

financial assistance is required before reimbursement by the Hospital.

18.2. MANDATORY IN-SERVICE AND EDUCATIONAL CLASSES

a. Employees will be compensated as time worked for all in-service meetings or

classes designated by the Hospital as mandatory.

b. Except where required for licensure or renewal, the Hospital will pay Employees

at their benefited rate of pay (or overtime, if applicable) for all hours spent

attending courses required by the Hospital in order to retain their current

positions. In order to be eligible for payment, eligible Employees must obtain

prior written approval from their Director to attend any such course offered at the

Hospital’s facility. If no such course is reasonably available at the Hospital’s

facility, the Employees may, with prior written approval from their Director,

attend the course at a nearby location or facility. No tuition fee will be charged to

Employees for such courses.

c. The Hospital will pay Employees at their benefited rate of pay (or overtime, if

applicable) for all hours spent attending courses and will reimburse the

Employees for the tuition fee provided such courses are attended by the

Employees at the request of their Director and the Employees have obtained prior

written approval from their Director to attend such courses.

d. With respect to Subsections 18.2(b) and 18.2(c), “travel time” to and from such

course will be paid in accordance with the requirements of federal and state wage

and hour laws.

e. Employees will only be scheduled to attend in-service meetings or classes on days

on which they are regularly scheduled to work and will earn the same pay than

they would be entitled to had they been working those hours as part of their

regular schedule. When it is not possible to schedule an Employee to attend a

meeting or class on a day he/she is regularly scheduled to work, the Employee

may attend only if he/she has signed up for the class beforehand and his/her

attendance is approved in writing by his/her department’s director.

18.3. ADDITIONAL EDUCATION PROGRAMS

a. USC Tuition Assistance Benefit Program. Employees covered by this Agreement

remain eligible for participation in the University's Tuition Assistance Plan in

accordance with the provisions of said plan. Said plan may be canceled on a

University-wide basis at any time during the term of this Agreement and in such

event, employees covered by this Agreement shall no longer be eligible for the

tuition assistance benefits thereunder.

b. The Tuition Exchange. Employees continue to be eligible for the Tuition

Exchange Program. The Tuition Exchange is not a benefit but a selective and

competitive scholarship. It is understood that such a program may be cancelled or

modified on a University-wide basis at any time during the term of this

Agreement.

c. CNA Training Program. The Hospital will provide a certified nursing assistant

educational program as may be changed from time to time at the Hospital’s sole

discretion. The cost of tuition will be covered by the Hospital. The criteria for

eligibility and participation will be established by the Hospital and may be

changed from time to time at the Hospital’s sole discretion except that

disciplinary documents older than 12 months will not be taken into account in

determining eligibility or participation.

ARTICLE 19 – LEAVES OF ABSENCE

19.1. STATUTORY LEAVES

The Hospital will comply with its obligations under federal and state law regarding

leaves of absence, including but not limited to leaves of absence under the Pregnancy

Leave Act, California Family Rights Act, California Paid Family Leave Act, the federal

Family and Medical Leave Act of 1993, California Workers’ Compensation laws, and the

federal Uniform Services Employment and Reemployment Act (29 U.S.C. §§ 84301).

19.2. UNION LEAVE

Notwithstanding the above, Employees who have been in the employ of the Hospital for

at least one (1) year may request a Union leave of absence (without pay) in writing at

least thirty (30) days prior to the leave commencing. Such leave of absence without pay

will not exceed one year. No more than one (1) Employee per facility may take such a

leave at any one time. Should the Hospital grant such leave, permission shall be in

writing confirming the date of such leave as requested by the Union.

a. Health Insurance. Benefits may be continued subject to the terms, conditions and

limitations of the applicable benefits plans and according to state and federal law.

b. Unpaid. Union leaves of absence are unpaid.

c. Accrual of Benefits. A Union leave of absence will not affect previously

accumulated benefits. However, Employees taking this type of leave will not

accrue benefits while on unpaid leave.

d. Return to Work. When an Employee returns to duty in compliance with the

authorized leave of absence, such Employee shall be reinstated in the same

classification, position, shift, unit and scheduled hours in which such Employee

was employed before his/her absence. If conditions in the Hospital have so

changed that it would not be feasible to reinstate him/her in such manner, then the

Employer will reinstate the Employee to as nearly comparable position and shift

as is reasonable under the circumstances. If an Employee wishes to return from

leave early he/she must give the Hospital at least four (4) weeks’ notice prior to

reinstatement.

19.3. PERSONAL LEAVE OF ABSENCE

An Employee may request a Personal Leave of Absence. Such leave may be granted for

reasons other than an Employee’s own serious health condition or disability or the

Employee’s need to fulfill family obligations relating directly to childbirth, adoption, or

placement of a foster child; or to care for a child, spouse, or parent with a serious health

condition. An Employee requiring a leave for those reasons should apply for Family

Leave or Medical leave. A Personal Leave of Absence may be granted for up to thirty

(30) days; however, such leave may not be used to extend a vacation/or other paid time

off. The leave may be extended beyond the initial thirty (30) days at the discretion of the

Employee’s Department Head/Director and Director of Employee and Labor Relations.

a. Benefit Accrual. A benefit-eligible Employee on a Personal Leave of Absence

will continue benefits in accordance with the benefit plans. A benefit-eligible

Employee on a Personal Leave of Absence will not continue to accrue

vacation/Paid Time Off (PTO), sick time, or other paid time off, but may use

vacation/PTO until the vacation/PTO account has been exhausted.

b. Continuation of Health Benefits. Benefits may be continued subject to the terms,

conditions and limitations of the applicable benefits plans and according to state

and federal law.

c. Requests in Writing. A request for a Personal Leave of Absence must be

submitted in writing and must be approved in writing by the Employee’s

Department Head/Director and Hospital Human Resources Department before the

leave begins.

19.4. RETURN TO WORK FROM A LEAVE

When an Employee returns to work, in compliance with the authorized leave of absence,

such Employee shall be reinstated in the same classification, position, shift, unit and

scheduled hours in which such Employee was employed before his/her absence, if vacant.

If not, the Hospital will reinstate the Employee to a comparable vacant position, provided

the Employee satisfies the job requirements and it is reasonable to believe that he/she can

satisfactorily perform the job with minimal orientation and training within two (2) weeks.

Notwithstanding the foregoing, the Hospital will provide additional return to work

protection should it be required by law. Any return to work is contingent upon the

Employee’s ability to perform the essential functions of the position with or without

reasonable accommodation.

19.5. MEDICAL LEAVE

a. Employees shall be granted a medical leave of absence when an Employee is

unable to work because of disability, injury or illness. The Employer will grant

such a leave according to state and federal law and this Agreement. Employees

on a medical leave of absence will comply with the responsibilities identified in

the University’s Unpaid Accommodated Medical Leave policy.

b. Additionally, Employees shall be granted leaves of absence for physical or mental

disabilities, where the necessity for such absence has been certified by the

Employees’ attending physician; such leaves shall be subject to the Return from

Leave provisions of Section 19.4, above.

c. Leave under Family and Medical Leave Act and/or the California Family Rights

Act (FMLA/CFRA) will run concurrently with and unpaid medical leave provided

the Employee meets the eligibility requirements of the FMLA/CFRA.

19.6. CONTINUATION OF HEALTH BENEFITS

Benefits may be continued subject to the terms, conditions and limitations of the

applicable benefits plans and according to state and federal law.

19.7. LENGTH OF LEAVES

Leaves (whether paid, unpaid, or a combination of paid and unpaid) shall not exceed one

year unless:

a. otherwise required by law;

b. otherwise provided in this Article;

c. except in the case of Workers’ Compensation leaves which will be handled on a

case-by-case basis, but in no event shall be less than required by law and no less

than that provided for other Medical leaves; and

d. except in the case of pregnancy disability leave

19.8. USE OF PAID TIME OFF DURING LEAVES

Except as otherwise agreed, Employees will use any accumulated paid time off and

extended illness benefits, in accordance with the paid time off policies, in connection

with leaves of absence granted pursuant to this Article. If the Employee elects to utilize

paid time off and/or reserve sick benefits during a leave covered by state Workers

Compensation or State Disability benefits, such paid time off or accrued reserved sick

benefits shall be integrated with the state benefits in order to fully replace the Employee’s

regular wages, until such benefits are exhausted.

19.9. MODIFIED DUTY PROGRAMS

a. In the case of worker compensation injury, the Employer will make every effort to

return an Employee with temporary restrictions to a job which he/she can perform

with comparable wages, shift, and hours in accordance with the Transitional

Duty/Modified Duty Program.

b. Prior to participating in the Transitional Duty/Modified Duty Program, an

Employee shall be provided Transitional Duty/Modified Duty Program

Information.

19.10. BEREAVEMENT LEAVE

In the event of a death in the immediate family, an Employee will be allowed three (3)

scheduled shifts off with pay to a maximum of thirty-six (36) hours, immediately

following the death, to arrange or attend the funeral. Bereavement Leave should be taken

within the seven (7) day period following the death. In the event of extenuating

circumstance, bereavement leave may be taken at a later date. Cases will be decided on a

case by case basis by Human Resource Director or his/her designee.

a. Immediate Family. “Immediate family” is defined as: spouse, parents, aunts,

uncles, children, brothers, sisters, grandparents, grandchildren, nieces, nephews

and current: brothers-and sisters-in-law, fathers-and mothers-in-law, sons- and

daughters-in law, stepparents, stepbrothers, stepsisters, stepchildren, step-

grandchildren, legal wards, domestic partners, and individuals who are not legally

related but who reside with the Employee.

b. Pay. The Employee will be paid his/her base hourly rate for each of the scheduled

shift(s) missed (up to thirty-six (36) hours) and may be required to furnish

satisfactory evidence to support the leave.

c. Additional Bereavement Leave. At the Employee’s option, two (2) additional days

of time off may be used for bereavement purposes in addition to the paid

bereavement leave above and the Vacation/Paid Time Off Plan must be utilized. At

the Hospital’s discretion, additional bereavement day or days may be granted.

19.11. JURY DUTY LEAVE

a. Eligibility. Regular Full-Time Employees and Part-Time Employees called to

jury duty after completing ninety (90) days of employment may be eligible to

receive a portion of their hourly base pay for a limited time while serving on jury

duty. In the event that a regular full time Employee cannot be excused or cannot

rearrange her/his working schedule to avoid a conflict, the Employee will be paid

her/his base daily rate for each full working day missed because of jury duty for a

maximum of eighty (80) hours pay within a thirty-six (36) month period, except

where otherwise required by law. A Part-Time Employee may receive up to a

maximum of forty (40) hours pay within a thirty-six (36) month period, except as

otherwise required by law. Any additional time served on jury duty by the

Employee during this period shall be without pay.

b. Jury Duty Attendance and Work Requirement

i. Evidence of jury duty attendance must be presented to the Hospital.

ii. An Employee required to report for jury duty will be excused from work

on the day(s) the Employee is required to report to the court for jury duty.

However, if excused from Jury Duty two (2) hours or more prior to the

start of an Employee’s regular shift, the Employee will contact the staffing

office, house supervisor or department director to determine if needed, and

if needed the Employee will come to work for that shift. Night shift

Employees will be excused the shift before and the shift after they are

required to report to court for jury duty.

c. Return to Work. It is the Employee’s responsibility to report to work at the end of

an approved leave (not daily) for jury duty. Failure to do so may result in

disciplinary action up to and including termination of employment.

d. Continuation of Benefits. All Employee benefit accruals and other benefits in

which the Employee is enrolled will continue while the Employee is on jury duty

leave. The Employee will be required to continue payment of any required

contributions for Employee benefits during the jury duty leave.

19.12. WITNESS LEAVE

An Employee who is required by law to appear in court as a witness may take time off for

such purpose provided he/she gives the Hospital reasonable advance notice. An

Employee who appears as a witness at the request of the Hospital will receive pay at

his/her base rate during such time.

19.13. PAY AND BENEFITS

Unless otherwise required by law or otherwise required by this Agreement, leaves of

absence under this Article and Agreement shall be unpaid. Employees on leaves of

absence other than Union leaves of absence shall be eligible to continue to participate in

the Hospital’s insurance and benefits plans in accordance with the terms and conditions

of those plans.

19.14. REDUCTION IN FORCE

If business conditions require a reduction in force, Employees on approved leaves of

absence will be considered for layoff under the same terms and conditions as other

Employees actively at work.

19.15. TERMINATION DURING LEAVE OF ABSENCE

Unless otherwise required by law, an Employee may be subject to termination during a

leave of absence for reasons including but not limited to the following:

a. Failure to keep the Employer informed of changes in medical status if on a

medical leave, including maternity/pregnancy-related leave.

b. Misrepresentations regarding the reasons for applying for the leave of absence, or

any facts related hereto.

19.16. PHYSICAL EXAMINATIONS

The Employer reserves the right to require any Employee on any medical leave, including

maternity/pregnancy leave, to be examined at the Hospital’s expense by a Hospital

selected physician prior to his/her return to work.

ARTICLE 20 – SUCCESSORSHIP PROTECTION

In the event of sale or transfer of control of the Hospital, the Hospital(s) shall, within a

reasonable period of time but not less than twenty-one (21) days of the effective date of the sale

or transfer, provide the Union with the new employer’s or entity’s name, address and designated

representative. Prior to the sale or transfer, the Hospital(s) shall inform the new owner and/or

employer or entity of the existence of this Agreement and of its terms and conditions; shall

require the new owner, employer or entity to retain all or substantially all of the bargaining unit

employees, recognize the Union as the collective bargaining representative and to assume any

existing bargaining agreement. The parties agree that compliance with this Article shall

constitute full satisfaction of any and all obligations to bargain regarding such sale or transfer,

and the Hospital(s) shall have no further obligation to the Union with respect to a sale or transfer

of control of the Hospital.

ARTICLE 21 – MANAGEMENT RIGHTS

Subject to the laws and regulations governing the healthcare industry, the Hospital retains, solely

and exclusively, all the rights, powers and authority exercised or possessed by it prior to the

execution of this Agreement, except as expressly limited, delegated or deleted by a provision of

this Agreement. Without limiting the generality of the foregoing, the rights, powers and authority

retained solely and exclusively by the Hospital and not abridged by this Agreement include, but

are not limited to, the following:

1. to manage, direct and maintain the efficiency of its business and personnel;

2. to manage and control its departments, buildings, facilities, equipment and operations;

3. to create, change, combine or abolish jobs, departments and facilities in whole or in

part;

4. to subcontract or discontinue work for business, economic, medical or operational

reasons;

5. to utilize personnel from registries or other temporary help agencies;

6. to direct the work force;

7. to increase or decrease the work force;

8. to determine staffing patterns and levels and the number of employees needed;

9. to lay off employees;

10. to hire, transfer and promote employees;

11. to demote, suspend, discipline and discharge employees;

12. to maintain the discipline and efficiency of its employees;

13. to establish work standards and schedules of operations;

14. to specify or assign work requirements and overtime;

15. to assign work and decide which employees are qualified to perform such work;

16. to determine working hours, shift assignments, and days off;

17. to adopt rules of conduct, appearance and safety, and penalties for violations thereof;

18. to determine the type and scope of work to be performed and for the services to be

provided to patients;

19. to determine whether work will be assigned to bargaining unit employees or other

employees;

20. to determine the methods, processes, means and places of providing service to patients;

21. to determine the quality of patient services;

22. to acquire and dispose of equipment and facilities;

23. to determine the places where work will be performed;

24. to hire temporary employees for designated periods of time;

25. to pay wages and benefits in excess of those required by this Agreement;

26. to effect technological changes in its equipment and operations; and

27. to sell, close, or dispose of all or part of the Hospital. The Hospital’s failure to exercise

any right, prerogative, or function hereby reserved to it or the Hospital’s exercise of

any such right, prerogative, or function in a particular way, shall not be considered a

waiver of the Hospital’s right to exercise such right, prerogative, or function, or

preclude it from exercising the same in some other way not in conflict with the express

provisions of this Agreement.

ARTICLE 22 – SUBCONTRACTING

22.1. The Hospital may subcontract all or part of any operation performed by Employees.

Where such subcontracting would displace an Employee, the Hospital shall provide the

Union with thirty (30) days prior notice of its decision to subcontract so that the Union

can discuss the effects of such subcontracting. In the event that the subcontracting of any

operation would result in the displacement of twenty (20) or more employees, the

Hospital will require any subcontracting entity to offer employment to the affected

employees and to maintain their current rate of pay for a period of not less than ninety

(90) days.

22.2. The parties desire to maximize stability in their labor relations. This effort includes their

concern for the working environment and labor practices of subcontractors operating

within the Hospital. The Hospital supports and shall encourage its contractors to honor “a

position of neutrality in the event there is a legitimate attempt by a labor organization to

organize the subcontractor’s employees”.

ARTICLE 23 – UNION SECURITY

23.1. UNION MEMBERSHIP AS A CONDITION OF EMPLOYMENT

During the life of this Agreement, Employees of the Hospital who are subject to this

Agreement shall be required as a condition of employment to maintain membership in the

Union in good standing, subject to federal law. Compliance is required by the 31st day

after employment. Concurrent with new employee orientation, the Union will be afforded

an opportunity to distribute and collect union membership application/Payroll Deduction

Forms.

As a condition of employment, all Employees hired on or after the effective date of this

Agreement shall, on the thirty-first (31st) day following the beginning of such

employment, become and remain members in good standing of the Union and tender to

the Union the initiation fees and periodic dues that are the obligations of members.

23.2. FAILURE TO MAKE REQUIRED PAYMENTS

The Union shall notify the Hospital and the affected Employee in writing of an

Employee’s failure to comply with the provisions of this Article and shall afford each

such Employee fifteen (15) work days, after the Employee has been mailed such notice at

his/her last known address, in which to comply.

If said Employee does not comply with the provisions of this Article within the ten (10)

day period following actual notice, the Employee shall be promptly terminated upon

written notice of such fact from the Union to the Hospital.

23.3. DEDUCTION AND REMITTANCE OF UNION INITIATION FEES AND DUES

Upon receipt of an individual, voluntary, written, and un-revoked check-off authorization

form which has been signed by an Employee in the bargaining unit covered by this

Agreement, the Hospital shall deduct from the pay of such Employee during the first pay

period of each calendar month a sum equal to the Employee’s union initiation fees or

monthly membership dues, uniformly required, and only so long as such Employee was

employed by the Hospital at the time such obligation became due.

The Hospital shall promptly remit to the Union the sums which are deducted under this

Section, together with a list on hard copy and a disk or electronically (on Excel, ASCII

delimited text, or another compatible format) showing the following information for

Union members: their names, Social Security number on an as needed basis, home

address and phone number (as provided by the employee), classification, regular wage

rate, regular hours worked during the period, regular earnings during the period,

department, status (e.g. Regular Full-Time, Regular Part-Time, Per Diem, or Temporary),

and date of hire.

The Union shall indemnify the Hospital and hold it harmless against any and all suits,

claims, demands and liabilities that arise out of, or by reason of, any action that shall be

taken by the Hospital for the purpose of complying with the foregoing provisions of this

Article.

The Hospital will honor written assignment of wages to the Union’s Committee on

Political Education (C.O.P.E.) fund, where such assignments are submitted in a form

agreed to by the Hospital and the Union, and will remit such contributions to the Union.

ARTICLE 24 – WORK STOPPAGE

24.1. PROHIBITED ACTIVITY

During the term of this Agreement, neither the Union nor its agents or representatives,

nor any Employees, individually or collectively, shall call, sanction, support or

participate in any strike, work stoppage, boycott, sit-down, sickout or slow-down, any

refusal to cross a picket line at the Hospital, or refusal to enter the Hospital’s premises, or

any other interference with any of the Hospital's services or operations, or with the

movement or transportation of goods to or from the Hospital’s premises.

The Union agrees that no informational picketing shall take place during the term of the

Agreement unless the Union has provided ten (10) days’ notice prior to such picketing.

24.2. WAIVER BY UNION

The prohibitions of this Article are intended to apply regardless of the motivation for the

strike or other conduct. By way of illustration only, this Article expressly prohibits:

a. sympathy strikes (individual or concerted failure to cross a picket line established

by another labor organization or by members of another bargaining unit);

b. strikes over disputes that are not subject to arbitration; and

c. strikes in protest of alleged violations of state or federal law.

Any statutory right under the NLRA which an employee may otherwise have to engage in

such conduct is hereby expressly waived by the Union.

24.3. UNION OBLIGATION

If a violation of this Article should occur, the Union shall immediately do everything

within its power to terminate the violation.

24.4. PENALTY

Any Employee who participates in any activity prohibited by this Article shall be subject

to discharge or such lesser discipline as the Hospital in its discretion shall determine,

provided, however, that such Employee shall have recourse to the grievance and

arbitration procedure as to the sole questions of whether he/she in fact participated in

such prohibited activity and whether the discipline is discriminatory.

24.5. UNION OFFICIALS

The Union's Labor Representatives and Stewards shall attempt to end any violation of

this Article by personally complying with the Article, and by urging others to do so.

Should they fail to do so, they may be selectively disciplined, including discharge;

provided they shall have recourse to the grievance and arbitration procedure as to the

question of whether they complied with this Section.

24.6. NO LOCKOUTS

The Hospital agrees that there shall be no lockout during the term of this Agreement. As

used herein, the term "lockout" shall not include the closing down or curtailment of

operations or layoffs due to economic conditions, business or operational reasons, natural

disaster, or reasons beyond the Hospital's control.

ARTICLE 25 – NOTICES TO THE PARTIES

Notices by the Union to the Hospital shall be mailed, by certified mail, return receipt requested, or

delivered to the following:

Executive Administrator, Human Resources

Keck Hospital of USC/ USC Kenneth Norris Jr. Cancer Hospital

1500 San Pablo Street

Los Angeles, CA 90033

And

Chief Human Resources Officer

Keck Medicine of USC/ USC Kenneth Norris Jr. Cancer Hospital

1500 San Pablo Street

Los Angeles, CA 90033

Notices by the Hospital to the Union shall be mailed, by certified mail, return receipt requested, or

delivered to the following address:

President

National Union of Healthcare Workers

Northern California Office

1250 45th Street, Suite 200

Emeryville, CA 94608

and

Southern California Office

225 West Broadway, Suite 400

Glendale, CA 91204

ARTICLE 26 – SAVINGS CLAUSE

If any provision of this Agreement is held to be in conflict with any State or Federal law, or if

compliance with or enforcement of any provision is restrained, the remainder of this Agreement

shall remain in full force and effect.

ARTICLE 27 – ENTIRE AGREEMENT

The parties agree that this Agreement is intended to constitute the entire contract between them

governing wages, hours and conditions of employment of bargaining unit Employees covered

during the term hereof, and settles all demands and issues on all matters subject to collective

bargaining. Notwithstanding, the parties understand that issues may arise from time to time

during the term of this Agreement that may not have been covered by this Agreement that one

party or the other feel need to be discussed. It is agreed therefore, that either party may raise such

issues and the other agrees to meet and confer with respect to such issue(s) in an attempt to try to

reach a mutual resolution of such issue, however, arbitration is not a remedy in the event the

parties are unable to reach agreement.

ARTICLE 28 – VACATION SCHEDULING

28.1. Employees shall be solicited during the month of January of each year in order to

determine their preferences for vacation. Prior to March first (1st), the Hospital shall

advise all Employees as to when their vacation is scheduled and shall post the full twelve

(12) month vacation schedule in a location in each department accessible to all

Employees.

28.2. Vacation will be granted, subject to patient care and operational necessity, at times most

desired by Employees, Employees being given preference as to choice based on seniority

on a yearly rotational basis. Vacation allotment schedules for each year will be provided

to the Union in January, for each department, with updates provided timely throughout

the year. For those Employees choosing to split their vacation into two (2) or more

increments, seniority will apply only to the first (1st) choice of vacation in each year. The

highest senior Employee will then go to the bottom of the list and will be considered for

their second choice after a full rotation by seniority, then to the bottom of the list again

for a third choice, etc. All vacation requests will allow the Employee to indicate which

requested vacation period is his or her first (1st) choice, which is his/her second (2nd)

choice, and which is third (3rd) choice.

28.3. Vacation requests in any department will be considered at any time of the year. Requests

received after the annual vacation scheduling period above shall be granted, subject to

patient care and operational necessity, on a first come, first serve basis, except that in the

case of competing requests submitted on the same calendar day, the request shall be

granted by seniority. Vacation request exceeding two (2) weeks of time off will not be

unreasonably denied as long the employee has submitted his/her request within the limits

of this Article.

28.4. The Hospital will notify an Employee in writing of approval or denial as soon as possible

of vacation requests submitted after the annual vacation scheduling period above, but no

later than two (2) weeks after receipt of said request.

28.5. Transferring Employees will be required to select vacation from open dates, at their new

department/location, not previously filled by scheduled vacations or approved leaves.

28.6. The Employee may request vacation be attached to the Employee’s scheduled day(s) off

and such request will be granted, when possible.

28.7. Employees granted vacation time will use accrued Vacation/PTO. An Employee who

does not have vacation will be granted non-paid Vacation time/PTO, not to exceed two

(2) weeks, subject to patient care and operational necessity, and under the same

procedures in this Article.

28.8. When requesting vacations, Employee may request less than five (5) workdays at a time or

that the vacation start on any day of the week. The total amount of vacation earned in any

given year may be taken in one (1) consecutive period or vacation periods may be split at

the request of the Employee.

ARTICLE 29 – EMPLOYMENT & INCOME SECURITY

The parties acknowledge the common goal of providing employment and income security to

employees. As such, it is the intent of the parties to avoid displacement of employees, but

recognize there are circumstances where avoiding displacement cannot be achieved. The parties

acknowledge a mutual intention to make use of attrition, business growth, job matching,

retraining and/or other mutually agreed upon mechanisms to accomplish this goal. The Hospital

will make every effort to maintain employment and income security and to avoid displacing

employees, i.e., reductions in force, reduction in hours, daily cancellations and job elimination

on a temporary, indefinite, or permanent basis.

29.1. Issues regarding job security, retention and recruitment shall be considered by the parties,

and the Employer will implement mutually agreeable programs to address these issues,

when necessary and feasible, including the following:

a. Identifying current and anticipated vacancies;

b. Projecting changes in the delivery of healthcare at each Hospital;

c. Identifying voluntary retraining opportunities for employees at the Hospital;

d. Identifying creative retention programs such as one that contemplates the

identification of transferable skills of employees to voluntarily work in

classifications other than their own to avoid daily cancellations;

e. Identifying voluntary cross-training opportunities to minimize involuntary daily

cancellations;

f. Identify systems to support effective reassignment processes such as float pools,

cross-training programs, employee lists by competencies;

g. Identifying new and creative recruitment sources;

h. Other opportunities to enhance recruitment, retention and retraining;

i. Impact on the workforce as a result of business changes that would result in

closures, consolidations or shared service entities

29.2. Employees who are permanently laid off will be provided with concierge services, which

include assistance with resume writing, interview coaching, job matching to open

positions and referrals to hiring managers.

ARTICLE 30 – BARGAINING UNIT WORK

30.1. SUPERVISORS

The Hospital and the Union agree that the term “supervisory employee” or “supervisor”

as used in this Agreement is as defined in the National Labor Relations Act. The Hospital

will not establish jobs or job titles for the purpose of excluding work or employees from

the bargaining unit. Bargaining unit Employees will not perform the work of supervisors

or assume supervisory responsibilities or authority. Supervisors will not perform duties

normally performed by bargaining unit Employees except for emergencies such as

natural disasters, situations of mass casualties or an internal emergency endangering

patient care (such as fire, structural collapse, bomb threats, hazardous material spills

broken pipes, power outages, gas leaks, shut downs, or any other event that might

compromise patient safety or care),or under circumstances that are beyond the control of

the Hospital, or for training situations where the performance of bargaining unit work

may be required but is limited and minimal, or where necessary to maintain competencies

or in an emergency and/or a situation where the delivery of health care services of

important operations could be compromised and it would be necessary for a supervisor to

assist until an appropriate bargaining unit Employee is available.

30.2. SPECIAL PROGRAMS

a. The Hospital agrees that programs such as JTPA, Developmentally Disabled

Programs, volunteers, students, student interns or other student programs and

summer youth programs shall not be utilized to displace bargaining unit

employees, or to fill positions previously occupied by bargaining unit Employees,

nor shall they be used to reduce or limit hours of work for bargaining unit

Employees.

b. The Hospital shall notify the Union of the commencement of JTPA,

Developmentally Disabled Programs, volunteers, student interns or other student

programs and summer youth programs including the number of participants, their

classification, duties, work location, hours per week, and the duration of the

program. Information including the number of participants, their classification,

duties, work locations, hours per week, and the duration of the program shall be

furnished to the Union at any time, upon request.

ARTICLE 31 – UNIFORMS

To provide uniform appearance and ready identification, certain Employees shall wear uniforms

prescribed by the Hospital from time to time while performing their work. These uniforms shall

be worn in the course of the performance of this work and may be worn to and from the

Employee’s home. “Uniform” is defined as any wearing apparel and accessories of distinctive

design or color. Uniforms will be provided based on employment status, one uniform for each

day regularly scheduled to work per week. Additional uniforms will be provided if required by

change in employment status. Clothing which is a general ordinary type of street clothing or

which is standard in the industry and can be worn from one job to the next is not considered a

uniform.

The Hospital will maintain only those uniforms that Employees are required to wear in order to

maintain a sterile environment.

Employees are expected to take reasonable care of their uniforms, and new uniforms will not be

issued except as expected based on normal wear and tear. Employees who damage, destroy, lose,

or otherwise need to replace their uniforms outside of the normal wear and tear replacement

schedule must do so at their own expense.

ARTICLE 32 – MEAL AND REST PERIODS

32.1. The Hospital will comply with all applicable state and federal laws pertaining to meal and

rest periods, meal period waivers, missed meal period penalties, and “on duty” meal

period agreements.

32.2. Unpaid, un-worked meal periods will not be counted as hours worked in calculating

overtime to be paid under any provision of this Agreement.

32.3. An Employee will notify his/her supervisor in advance of his/her inability to leave the

workstation for a meal period. Department schedules are prepared so as to allow

Employees to take meal and break rest periods.

32.4. Employees are required to take all meal period and rest periods as scheduled and may not

miss a meal or rest period without the express authorization of his or her supervisor,

unless patient safety requirements prevent the obtaining of prior authorization, in which

case the supervisor must be notified as soon as the patient safety issue has been resolved.

Employees whose rest and/or meal periods are not scheduled by the Employer are

authorized, permitted and expected to take them in accordance with this Article. It is an

Employee’s responsibility to (a) timely provide both the soonest possible notice as

described above and the explanation called for in this section and (b) claim the premium

payment described in the next provision.

32.5. Anytime an Employee’s right to a meal or rest period is interfered with or the Employee

believes he/she was not provided a meal or rest period due to Employer operations,

he/she must provide an explanation as to why the meal or rest period was missed. An

Employee shall be provided a premium payment equal to one hour of his/her base rate of

pay for any day which his/her right under the applicable Industrial Welfare Commission

Wage Order to the appropriate meal or rest period(s) are interfered with. The Employer

shall promptly pay any premium payment due under this Section. In the event an

Employee does not receive a penalty payment called for by or otherwise has a dispute

related to this Section, such dispute shall be resolved exclusively through the grievance

and arbitration procedures under Article 9, or through an individual claim to the

California Division of Labor Standards Enforcement (DLSE), provided that any single

adjudication by either an arbitrator or the DLSE shall be final and binding as the means

for addressing any disputed penalty payment or other dispute related to this Section.

Employees who report missed meal or rest periods due to inability to leave the

workstation or Employer interference shall not be subject to discipline in retaliation for

such reporting missed meal or rest periods.

ARTICLE 33 – PARKING

33.1. AFFECTED EMPLOYEES

All Employees who wish to park on campus have to buy a permit. The Employer will

continue to allow grandfathered Norris Employees to use the designated “Biggy” lot free

of charge, as long as those parking spaces are allocated to Norris from the University.

The Employer will provide free parking within a reasonable distance of the workplace.

The Employer will provide reasonable security for Employees at all times in and around

the facilities premises. After dark and subject to operational needs of the Employer, a

security escort to the designated parking lots will be made available at the request of an

Employee.

The Employer will meet with Employees and the Union to discuss concerns related to

security, if requested to do so.

33.2. KECK PARKING ALLOWANCE

The Hospital will provide parking passes for the Valley Lot at no cost to the Employees

during the life of the union contract. If there is no parking available at the Valley Lot,

bargaining unit Employees will be allowed to park at other designated Hospital employee

parking areas free of charge. For off hours, which is Monday – Friday after 5 p.m. (or 5

p.m. to 8 a.m.), holidays, and all weekends, Valley Lot parking passes will be honored at

the structured parking lot.

APPENDIX A – DEPARTMENT GROUPINGS

For purposes of Article 4 (Seniority, Reductions in Force and Recall) and Article 5 (Job

Vacancies, Posting and Bidding), the following Groupings of Departments will apply:

1. Inpatient Nursing: Critical Care, Med/Surg, Telemetry, Step Down, ETC, Float

Pool Rehabilitation, Nursing Administration.

2. Urology Clinic, Day Hospital, Norris Outpatient Clinics, Oncology Services,

Women’s Specialty Services, Center for Advanced Lung Diseases and Cystic

Fibrosis, BMT, Hematology.

3. Surgery/Procedure Areas: Outpatient Surgery, Same Day Surgery, PACU, GI

Lab/Endoscopy, Main OR, and Sterile Processing

4. EEG and EMG

5. Vascular Lab, EKG Electrocardiography (Cardiology) and Ultrasound

6. Pulmonary, Respiratory Services, the Sleep Disorder Clinic and the Sleep Lab

7. Radiology-Diagnostics, Cardiovascular-Lab, CT Scanner, Interventional

Radiology, MRI, Nuclear Medicine, Ultrasound and Direct Care Partners

(Transporters) and Radiation Oncology.

8. Clinical Laboratory and Blood Bank

9. Pharmacy-Keck and Norris

10. Physical Therapy and Occupational Therapy

11. Grounds, Plant Maintenance, Plant Operations and Bio-Medical Engineering

12. Environmental Services

13. Materials Management

14. Food and Nutrition Services

15. Social Services

16. IOM

Other department groupings or changes or modifications to the above groupings may be agreed

to by the parties.

APPENDIX B – SALARY SCHEDULE

July 2021 Wage Schedule

Job Classifications

12-14

15-17

18-20

21-24

AIDE - OR

$19.32

$19.69

$20.10

$20.50

$20.92

$21.33

$21.79

$22.23

$22.67

$23.12

$23.59

$24.06

$24.54

$25.03

$25.54

$26.31

$27.09

AIDE - THERAPY

$20.95

$21.35

$21.79

$22.26

$22.69

$23.16

$23.55

$24.02

$24.50

$24.99

$25.49

$26.00

$26.52

$27.05

$27.59

$28.14

$28.71

ASST - LAB NON-PHLEBOTOMY

$20.42

$21.03

$21.66

$22.31

$22.98

$23.67

$24.38

$25.11

$25.87

$26.64

$27.44

$28.26

$29.11

$29.99

$30.89

$31.81

$32.76

ASST - LABORATORY

$23.45

$23.92

$24.41

$25.14

$25.90

$26.67

$27.47

$28.30

$29.15

$30.02

$30.92

$31.85

$32.80

$33.79

$34.80

$35.85

$36.92

ASST - MEDICAL

$21.63

$22.29

$22.96

$23.64

$24.36

$25.08

$25.84

$26.61

$27.41

$28.23

$29.08

$29.95

$30.86

$31.77

$32.73

$33.71

$34.72

ASST - PATIENT CARE

$19.28

$19.65

$20.05

$20.45

$20.87

$21.29

$21.69

$22.23

$22.89

$23.58

$24.29

$25.02

$25.77

$26.54

$27.34

$28.15

$29.00

ASST - PHYSICAL THERAPY

$31.79

$32.42

$33.39

$34.39

$35.43

$36.49

$37.58

$38.71

$39.87

$41.07

$42.30

$43.57

$44.88

$46.22

$47.61

$49.04

$50.51

ASST - RADIOLOGY

$19.32

$19.69

$20.10

$20.50

$20.92

$21.33

$21.77

$22.19

$22.64

$23.09

$23.55

$24.02

$24.50

$25.07

$25.83

$26.60

$27.40

CASHIER

$17.82

$18.17

$18.54

$18.91

$19.29

$19.67

$20.06

$20.47

$20.88

$21.29

$21.70

$22.16

$23.48

$23.95

$24.43

$24.92

$25.56

CATERING

$18.41

$18.79

$19.16

$19.53

$19.93

$20.35

$20.74

$21.16

$21.58

$22.01

$22.43

$22.89

$23.34

$24.04

$24.64

$25.26

$25.89

CLERK - HEALTH INFORMATION

$17.84

$18.20

$18.60

$19.03

$19.49

$20.07

$20.68

$21.30

$21.94

$22.59

$23.28

$23.97

$24.69

$25.43

$26.19

$26.98

$27.80

CLERK - MATERIAL MGT

$18.21

$18.58

$18.99

$19.43

$19.90

$20.50

$21.12

$21.75

$22.40

$23.07

$23.77

$24.48

$25.21

$25.97

$26.75

$27.55

$28.38

COOK

$18.41

$18.79

$19.16

$19.53

$19.93

$20.35

$20.74

$21.16

$21.58

$22.01

$22.43

$22.89

$23.39

$24.09

$24.82

$25.56

$26.33

COORD - IMAGING (CT)

$47.78

$48.73

$49.71

$50.68

$51.70

$52.73

$53.80

$54.84

$55.97

$57.08

$58.79

$60.55

$62.37

$64.24

$66.17

$68.15

$70.20

COORD - IMAGING (MRI)

$48.38

$49.83

$51.33

$52.86

$54.45

$56.09

$57.77

$59.50

$61.29

$63.12

$65.02

$66.97

$68.98

$71.05

$73.18

$75.38

$77.64

COORD - IMAGING (NUC MED)

$50.38

$51.39

$52.38

$53.96

$55.57

$57.24

$58.96

$60.73

$62.55

$64.43

$66.36

$68.35

$70.40

$72.51

$74.69

$76.93

$79.24

COORD - IMAGING (SPECIAL PR)

$52.70

$53.75

$54.83

$55.93

$57.07

$58.20

$59.34

$60.52

$61.73

$62.97

$64.23

$65.51

$66.82

$68.16

$69.52

$70.91

$72.33

COORD - IMAGING (ULTRASOUND)

$53.75

$54.83

$55.93

$57.07

$58.20

$59.34

$60.54

$61.75

$63.00

$64.23

$65.54

$66.83

$68.18

$69.57

$70.92

$72.34

$73.78

COORD - IMAGING (X-RAY)

$46.61

$47.55

$48.50

$49.49

$50.46

$51.49

$52.50

$53.55

$54.62

$55.72

$56.82

$57.96

$61.16

$62.39

$63.63

$64.91

$66.20

COORD - NEW PATIENT (UNION)

$22.59

$23.26

$23.96

$24.68

$25.42

$26.18

$26.97

$27.78

$28.61

$29.79

$30.67

$31.60

$32.55

$33.53

$34.53

$35.57

$36.64

Job Classifications

12-14

15-17

18-20

21-24

COORD - OFFICE

$24.72

$25.26

$25.86

$26.49

$27.10

$27.83

$28.66

$29.52

$30.41

$31.32

$32.26

$33.23

$34.22

$35.25

$36.31

$37.39

$38.52

COORD - SCHEDULING

$21.51

$22.02

$22.51

$23.06

$23.76

$24.47

$25.20

$25.96

$26.73

$27.54

$28.37

$29.21

$30.09

$31.00

$31.93

$32.88

$33.87

COORD - SUPPORT

$19.54

$20.13

$20.74

$21.36

$22.00

$22.66

$23.34

$24.04

$24.77

$25.50

$26.28

$27.06

$27.87

$28.70

$29.57

$30.46

$31.37

DISCHARGE PLANNING COORDINATOR

$26.66

$27.46

$28.29

$29.14

$30.01

$30.91

$31.84

$32.79

$33.78

$34.79

$35.83

$36.91

$38.02

$39.16

$40.33

$41.54

$42.79

DISCHARGE PLANNING COORDINATOR-LVN

$28.07

$28.91

$29.78

$30.67

$31.59

$32.54

$33.51

$34.52

$35.55

$36.62

$37.72

$38.85

$40.02

$41.22

$42.45

$43.73

$45.04

ENGINEER - STATIONARY

$42.15

$42.99

$43.85

$44.73

$45.62

$46.54

$47.47

$48.42

$49.39

$50.37

$51.38

$52.41

$53.46

$54.53

$55.62

$56.73

$57.86

FOOD SERVICE WORKER

$17.82

$18.17

$18.54

$18.91

$19.29

$19.67

$20.06

$20.47

$20.88

$21.29

$21.70

$22.16

$23.48

$23.95

$24.43

$24.92

$25.56

GRILL COOK

$18.41

$18.79

$19.16

$19.53

$19.93

$20.35

$20.74

$21.16

$21.58

$22.01

$22.43

$22.89

$23.39

$24.09

$24.82

$25.56

$26.33

GROUNDSKEEPER

$20.35

$20.75

$21.16

$21.59

$22.02

$22.47

$22.91

$23.36

$23.81

$24.29

$24.80

$25.30

$26.84

$27.38

$27.92

$28.48

$29.05

INTERN - SURGICAL TECH

$20.40

$21.01

$21.64

$22.29

$22.96

$23.65

$24.36

$25.09

$25.84

$26.61

$27.41

$28.23

$29.08

$29.96

$30.86

$31.78

$32.73

LEAD FOOD SERVICE WORKER

$18.71

$19.08

$19.47

$19.86

$20.25

$20.65

$21.06

$21.49

$21.92

$22.35

$22.79

$23.27

$24.65

$25.15

$25.65

$26.16

$26.82

LVN/LPN

$26.73

$27.53

$28.36

$29.21

$30.08

$30.99

$31.92

$32.87

$33.86

$34.88

$35.92

$37.00

$38.11

$39.25

$40.43

$41.64

$42.89

MAINT/SKILL HVAC MECHAN

$30.22

$30.82

$31.44

$32.07

$32.71

$33.37

$34.03

$34.71

$35.41

$36.12

$36.84

$37.57

$38.33

$39.09

$39.87

$40.77

$41.99

MAINT/SKILLED - ELECTRI

$42.55

$43.40

$44.27

$45.15

$46.06

$46.98

$47.92

$48.88

$49.85

$50.85

$51.87

$52.91

$53.96

$55.04

$56.14

$57.27

$58.41

MAINT/SKILLED CRAFTSMAN

$30.22

$30.82

$31.44

$32.07

$32.71

$33.37

$34.03

$34.71

$35.41

$36.12

$36.84

$37.57

$38.33

$39.09

$39.87

$40.77

$41.99

MAINTENANCE - GENERAL

$28.78

$29.36

$29.94

$30.54

$31.15

$31.78

$32.41

$33.06

$33.72

$34.40

$35.08

$35.79

$36.50

$37.23

$37.98

$38.74

$39.51

NUTRITIAN ASSISTANT

$22.98

$23.45

$23.92

$24.41

$24.92

$25.41

$25.89

$26.41

$26.94

$27.47

$28.02

$28.58

$29.16

$29.74

$30.33

$30.94

$31.56

OR SECRETARY

$21.05

$21.69

$22.34

$23.01

$23.69

$24.41

$25.14

$25.90

$26.67

$27.47

$28.29

$29.14

$30.02

$30.92

$31.84

$32.80

$33.78

PAINTER

$28.78

$29.36

$29.94

$30.54

$31.15

$31.78

$32.41

$33.06

$33.72

$34.40

$35.08

$35.79

$36.50

$37.23

$37.98

$38.74

$39.51

REPRESENTATIVE, PATIENT ACCESS

$18.55

$19.10

$19.68

$20.27

$20.88

$21.50

$22.15

$22.82

$23.50

$24.20

$24.93

$25.67

$26.45

$27.24

$28.06

$28.90

$29.76

SECRETARY - DEPARTMENT

$21.05

$21.69

$22.34

$23.01

$23.69

$24.41

$25.14

$25.90

$26.67

$27.47

$28.29

$29.14

$30.02

$30.92

$31.84

$32.80

$33.78

SECRETARY - UNIT

$18.53

$19.08

$19.66

$20.25

$20.86

$21.48

$22.12

$22.79

$23.47

$24.17

$24.90

$25.65

$26.42

$27.21

$28.03

$28.87

$29.73

Job Classifications

12-14

15-17

18-20

21-24

SPECIALIST - MEDIA

$36.32

$37.04

$37.78

$38.51

$39.33

$40.08

$40.90

$41.68

$42.54

$43.38

$44.25

$45.58

$46.94

$48.35

$49.80

$51.30

$52.84

STOCK WORKER AND RECEIVER

$18.90

$19.28

$19.67

$20.02

$20.47

$20.89

$21.30

$21.75

$22.40

$23.07

$23.76

$24.47

$25.20

$25.96

$26.74

$27.54

$28.37

STOCK WORKER AND RECEIVER, SR

$19.85

$20.24

$20.65

$21.02

$21.49

$21.93

$22.37

$22.84

$23.52

$24.23

$24.94

$25.69

$26.47

$27.25

$28.08

$28.92

$29.78

TECH - ANESTHESIA I

$25.21

$25.72

$26.24

$26.77

$27.28

$27.88

$28.71

$29.57

$30.46

$31.38

$32.31

$33.28

$34.28

$35.31

$36.37

$37.46

$38.59

TECH - ANESTHESIA II

$26.47

$27.01

$27.55

$28.11

$28.64

$29.50

$30.39

$31.30

$32.24

$33.20

$34.20

$35.23

$36.28

$37.37

$38.49

$39.65

$40.84

TECH - ANESTHESIA LEAD

$27.80

$28.36

$28.93

$29.51

$30.07

$30.71

$31.31

$31.93

$32.89

$33.88

$34.89

$35.94

$37.02

$38.13

$39.27

$40.45

$41.66

TECH - BIOMED

$36.32

$37.04

$37.78

$38.51

$39.33

$40.08

$40.90

$41.68

$42.54

$43.38

$44.25

$45.58

$46.94

$48.35

$49.80

$51.30

$52.84

TECH - CARDIOVASCULAR/CRT

$28.60

$29.46

$30.35

$31.25

$32.19

$33.15

$34.15

$35.17

$36.23

$37.31

$38.43

$39.59

$40.78

$42.00

$43.26

$44.55

$45.89

TECH - CATH CARDIAC CATHETERIZATION

$50.19

$51.19

$52.22

$53.27

$54.35

$55.43

$56.51

$57.64

$58.79

$59.97

$61.17

$62.39

$63.64

$64.91

$66.21

$67.53

$69.39

TECH - CT

$45.50

$46.41

$47.34

$48.27

$49.24

$50.22

$51.24

$52.23

$53.30

$54.36

$55.99

$57.67

$59.40

$61.18

$63.02

$64.91

$66.86

TECH - ECHO

$44.64

$45.53

$46.43

$47.37

$48.35

$49.30

$50.28

$51.28

$52.32

$53.33

$54.41

$55.53

$56.65

$57.78

$58.94

$60.39

$62.21

TECH - EKG

$23.49

$23.96

$24.43

$24.94

$25.43

$25.95

$26.45

$26.97

$27.78

$28.61

$29.47

$30.35

$31.27

$32.20

$33.17

$34.16

$35.19

TECH - ENDOSCOPY I

$25.43

$25.95

$26.45

$26.96

$27.50

$28.06

$28.59

$29.30

$30.18

$31.09

$32.02

$32.98

$33.97

$34.99

$36.04

$37.12

$38.23

TECH - ENDOSCOPY II

$27.77

$28.34

$28.91

$29.49

$30.05

$30.95

$31.88

$32.84

$33.82

$34.84

$35.88

$36.96

$38.07

$39.21

$40.38

$41.60

$42.84

TECH - EQUIPMENT

$17.84

$18.21

$18.76

$19.32

$19.90

$20.49

$21.11

$21.75

$22.40

$23.07

$23.76

$24.47

$25.20

$25.96

$26.74

$27.54

$28.37

TECH - INSTRUMENT

$21.34

$21.78

$22.22

$22.66

$23.12

$23.56

$24.05

$24.51

$25.00

$25.50

$26.27

$27.05

$27.86

$28.70

$29.56

$30.45

$31.36

TECH - MAMMOGRAPHY

$45.50

$46.41

$47.34

$48.27

$49.24

$50.22

$51.24

$52.23

$53.30

$54.36

$55.47

$56.55

$57.68

$58.81

$60.00

$61.20

$62.42

TECH - MED LAB (MLT)

$24.33

$25.05

$25.81

$26.58

$27.38

$28.19

$29.04

$29.92

$30.81

$31.73

$32.69

$33.67

$34.68

$35.72

$36.79

$37.89

$39.04

TECH - MONITOR

$23.15

$23.59

$24.07

$24.53

$25.03

$25.54

$26.06

$26.58

$27.11

$27.66

$28.21

$28.77

$29.35

$29.93

$30.53

$31.14

$31.77

TECH - MRI

$46.07

$47.46

$48.89

$50.35

$51.86

$53.42

$55.02

$56.67

$58.37

$60.12

$61.92

$63.78

$65.70

$67.67

$69.70

$71.79

$73.94

TECH - NEURODIAGNOSTICS I

$47.78

$48.73

$49.71

$50.68

$51.70

$52.73

$53.80

$54.84

$55.97

$57.08

$58.24

$59.38

$60.56

$61.75

$63.00

$64.26

$65.55

TECH - NEURODIAGNOSTICS II

$47.78

$48.73

$49.71

$50.68

$51.70

$52.73

$53.80

$54.84

$55.97

$57.08

$58.24

$59.38

$60.56

$61.75

$63.00

$64.26

$65.55

Job Classifications

12-14

15-17

18-20

21-24

TECH - NEURODIAGNOSTICS III

$50.16

$51.17

$52.19

$53.22

$54.29

$55.37

$56.49

$57.58

$58.76

$59.93

$61.16

$62.35

$63.59

$64.84

$66.15

$67.47

$68.82

TECH - NEURODIAGNOSTICS IOM

$52.67

$53.73

$54.80

$55.88

$57.00

$58.14

$59.32

$60.46

$61.70

$62.93

$64.21

$65.46

$66.77

$68.08

$69.46

$70.85

$72.26

TECH - NEURODIAGNOSTICS IOM SR

$55.31

$56.41

$57.54

$58.67

$59.85

$61.04

$62.28

$63.49

$64.79

$66.07

$67.42

$68.74

$70.11

$71.48

$72.93

$74.39

$75.88

TECH - NEURODIAGNOSTICS SR

$52.67

$53.73

$54.80

$55.88

$57.00

$58.14

$59.32

$60.46

$61.70

$62.93

$64.21

$65.46

$66.77

$68.08

$69.46

$70.85

$72.26

TECH - NUCLEAR MED

$47.98

$48.94

$49.89

$51.39

$52.93

$54.52

$56.15

$57.84

$59.57

$61.36

$63.20

$65.10

$67.05

$69.06

$71.13

$73.27

$75.46

TECH - PHARMACY

$24.30

$24.78

$25.39

$26.15

$26.94

$27.74

$28.57

$29.43

$30.31

$31.22

$32.16

$33.13

$34.12

$35.14

$36.20

$37.28

$38.40

TECH - PHARMACY SR

$26.44

$26.96

$27.62

$28.45

$29.31

$30.19

$31.08

$32.02

$32.98

$33.97

$34.99

$36.05

$37.12

$38.23

$39.39

$40.56

$41.78

TECH - POLYSOMNOGRAPHY

$35.89

$36.98

$38.08

$39.22

$40.40

$41.61

$42.86

$44.15

$45.47

$46.83

$48.24

$49.68

$51.17

$52.71

$54.29

$55.92

$57.60

TECH - PULMONARY

$38.52

$39.67

$40.86

$42.09

$43.34

$44.65

$45.98

$47.37

$48.79

$50.25

$51.75

$53.31

$54.91

$56.56

$58.25

$60.00

$61.80

TECH - RAD

$42.28

$43.13

$43.99

$44.89

$45.77

$46.70

$47.62

$48.57

$49.54

$50.54

$51.54

$52.57

$53.62

$54.69

$55.79

$56.90

$58.04

TECH - RAD SR

$44.39

$45.29

$46.19

$47.13

$48.06

$49.04

$50.00

$51.00

$52.02

$53.07

$54.12

$55.20

$58.25

$59.42

$60.60

$61.82

$63.05

TECH - SCOPE

$21.34

$21.78

$22.22

$22.66

$23.12

$23.56

$24.05

$24.51

$25.00

$25.50

$26.27

$27.05

$27.86

$28.70

$29.56

$30.45

$31.36

TECH - SPECIAL PROCEDURE

$50.19

$51.19

$52.22

$53.27

$54.35

$55.43

$56.51

$57.64

$58.79

$59.97

$61.17

$62.39

$63.64

$64.91

$66.21

$67.53

$69.39

TECH - STERILE PROCESSING I

$21.34

$21.78

$22.22

$22.66

$23.12

$23.56

$24.05

$24.51

$25.00

$25.50

$26.27

$27.05

$27.86

$28.70

$29.56

$30.45

$31.36

TECH - STERILE PROCESSING II

$22.98

$23.45

$23.94

$24.41

$24.93

$25.40

$25.89

$26.41

$26.92

$27.49

$28.04

$28.58

$29.16

$29.95

$30.84

$31.77

$32.72

TECH - STERILE PROCESSING III

$28.71

$29.27

$29.87

$30.45

$31.05

$31.67

$32.31

$32.93

$33.61

$34.28

$34.97

$35.66

$36.38

$37.11

$37.85

$38.60

$39.38

TECH - SURGICAL CARDIAC I

$27.23

$27.78

$28.34

$28.91

$29.46

$30.34

$31.25

$32.19

$33.16

$34.15

$35.18

$36.23

$37.32

$38.44

$39.59

$40.78

$42.00

TECH - SURGICAL CARDIAC II

$29.94

$30.54

$31.16

$31.79

$32.39

$33.36

$34.36

$35.40

$36.46

$37.55

$38.68

$39.84

$41.03

$42.26

$43.53

$44.84

$46.18

TECH - SURGICAL CARDIAC III

$31.44

$32.07

$32.72

$33.38

$34.01

$35.03

$36.08

$37.17

$38.28

$39.43

$40.61

$41.83

$43.08

$44.38

$45.71

$47.08

$48.49

TECH - SURGICAL I

$27.23

$27.78

$28.34

$28.91

$29.46

$30.34

$31.25

$32.19

$33.16

$34.15

$35.18

$36.23

$37.32

$38.44

$39.59

$40.78

$42.00

TECH - SURGICAL II

$29.94

$30.54

$31.16

$31.79

$32.39

$33.36

$34.36

$35.40

$36.46

$37.55

$38.68

$39.84

$41.03

$42.26

$43.53

$44.84

$46.18

TECH - SURGICAL III

$31.44

$32.07

$32.72

$33.38

$34.01

$35.03

$36.08

$37.17

$38.28

$39.43

$40.61

$41.83

$43.08

$44.38

$45.71

$47.08

$48.49

Job Classifications

12-14

15-17

18-20

21-24

TECH - ULTRASOUND

$51.19

$52.22

$53.27

$54.35

$55.43

$56.51

$57.66

$58.81

$60.00

$61.17

$62.42

$63.65

$64.93

$66.26

$67.54

$68.89

$70.27

TECH - VASCULAR

$56.31

$57.44

$58.60

$59.79

$60.97

$62.16

$63.43

$64.69

$66.13

$68.25

$70.16

$72.26

$74.43

$76.66

$78.96

$81.33

$83.77

THERAPIST – RADIATION I

$56.38

$57.52

$58.65

$59.83

$61.02

$62.24

$63.49

$64.76

$66.04

$67.36

$68.70

$70.09

$72.19

$74.36

$76.59

$78.89

$81.25

THERAPIST – RADIATION II

$60.44

$61.65

$62.88

$64.11

$65.41

$66.72

$68.05

$69.44

$70.80

$72.22

$73.65

$75.15

$76.65

$78.19

$80.54

$82.95

$85.44

THERAPIST – RADIATION III

$63.46

$64.73

$66.02

$67.32

$68.68

$70.06

$71.45

$72.91

$74.34

$75.83

$77.33

$78.91

$80.48

$82.10

$84.56

$87.10

$89.71

THERAPIST - RESP

$40.18

$41.00

$41.83

$42.66

$43.48

$44.38

$45.26

$46.62

$48.02

$49.46

$50.94

$52.47

$54.04

$55.66

$57.33

$59.05

$60.83

THERAPIST - RESP SR

$42.19

$43.05

$43.92

$44.79

$45.65

$46.60

$47.52

$48.95

$50.42

$51.93

$53.49

$55.09

$56.74

$58.45

$60.20

$62.01

$63.87

UTILITY/DISHWASHER

$17.82

$18.17

$18.54

$18.91

$19.29

$19.67

$20.06

$20.47

$20.88

$21.29

$21.70

$22.16

$23.48

$23.95

$24.43

$24.92

$25.56

WKR - ENVIRONMENTAL SVCS

$17.82

$18.17

$18.54

$18.91

$19.29

$19.67

$20.11

$20.72

$21.34

$21.97

$22.63

$23.32

$24.01

$24.74

$25.47

$26.23

$27.03

WKR - ENVIRONMENTAL SVCS LEAD

$18.71

$19.08

$19.47

$19.86

$20.25

$20.65

$21.11

$21.75

$22.40

$23.07

$23.77

$24.48

$25.21

$25.97

$26.74

$27.55

$28.38

WKR - EVS AMBASSADOR

$18.35

$18.72

$19.10

$19.48

$19.87

$20.26

$20.66

$21.28

$21.92

$22.58

$23.26

$23.95

$24.67

$25.41

$26.17

$26.96

$27.77

July 2022 Wage Schedule

Job Classifications

12-14

15-17

18-20

21-24

AIDE - OR

$19.71

$20.08

$20.50

$20.91

$21.34

$21.76

$22.23

$22.67

$23.12

$23.59

$24.06

$24.54

$25.03

$25.53

$26.05

$26.83

$27.63

AIDE - THERAPY

$21.37

$21.78

$22.23

$22.71

$23.14

$23.62

$24.02

$24.50

$24.99

$25.49

$26.00

$26.52

$27.05

$27.59

$28.14

$28.71

$29.28

ASST - LAB NON-PHLEBOTOMY

$20.83

$21.45

$22.10

$22.75

$23.44

$24.15

$24.87

$25.61

$26.38

$27.18

$27.99

$28.83

$29.69

$30.59

$31.50

$32.45

$33.42

ASST - LABORATORY

$23.92

$24.40

$24.90

$25.65

$26.41

$27.21

$28.02

$28.86

$29.73

$30.62

$31.54

$32.49

$33.46

$34.46

$35.50

$36.56

$37.66

ASST - MEDICAL

$22.07

$22.73

$23.42

$24.12

$24.84

$25.58

$26.35

$27.14

$27.96

$28.80

$29.66

$30.55

$31.47

$32.41

$33.39

$34.39

$35.42

ASST - PATIENT CARE

$19.67

$20.04

$20.45

$20.86

$21.29

$21.72

$22.12

$22.67

$23.35

$24.05

$24.77

$25.52

$26.28

$27.07

$27.88

$28.72

$29.58

ASST - PHYSICAL THERAPY

$32.43

$33.07

$34.06

$35.08

$36.13

$37.22

$38.34

$39.49

$40.67

$41.89

$43.15

$44.44

$45.77

$47.15

$48.56

$50.02

$51.52

ASST - RADIOLOGY

$19.71

$20.08

$20.50

$20.91

$21.34

$21.76

$22.21

$22.64

$23.09

$23.55

$24.02

$24.50

$24.99

$25.57

$26.34

$27.13

$27.95

CASHIER

$18.18

$18.53

$18.91

$19.29

$19.68

$20.06

$20.46

$20.88

$21.30

$21.72

$22.13

$22.60

$23.95

$24.43

$24.92

$25.42

$26.07

CATERING

$18.78

$19.17

$19.54

$19.92

$20.33

$20.76

$21.15

$21.58

$22.01

$22.45

$22.88

$23.35

$23.81

$24.52

$25.13

$25.76

$26.41

CLERK - HEALTH INFORMATION

$18.20

$18.56

$18.97

$19.41

$19.88

$20.48

$21.09

$21.72

$22.38

$23.04

$23.74

$24.45

$25.19

$25.94

$26.72

$27.52

$28.35

CLERK - MATERIAL MGT

$18.58

$18.95

$19.37

$19.82

$20.30

$20.91

$21.54

$22.18

$22.85

$23.53

$24.24

$24.97

$25.72

$26.49

$27.28

$28.10

$28.94

COOK

$18.78

$19.17

$19.54

$19.92

$20.33

$20.76

$21.15

$21.58

$22.01

$22.45

$22.88

$23.35

$23.86

$24.57

$25.31

$26.07

$26.85

COORD - IMAGING (CT)

$48.73

$49.71

$50.70

$51.70

$52.74

$53.79

$54.88

$55.94

$57.08

$58.22

$59.97

$61.77

$63.62

$65.53

$67.49

$69.52

$71.60

COORD - IMAGING (MRI)

$49.34

$50.83

$52.36

$53.92

$55.54

$57.21

$58.93

$60.69

$62.52

$64.39

$66.32

$68.31

$70.36

$72.47

$74.65

$76.88

$79.19

COORD - IMAGING (NUC MED)

$51.39

$52.41

$53.43

$55.04

$56.69

$58.39

$60.14

$61.94

$63.80

$65.71

$67.69

$69.72

$71.81

$73.96

$76.18

$78.47

$80.82

COORD - IMAGING (SPECIAL PR)

$53.75

$54.82

$55.93

$57.05

$58.21

$59.37

$60.52

$61.73

$62.97

$64.23

$65.51

$66.82

$68.16

$69.52

$70.91

$72.33

$73.78

COORD - IMAGING (ULTRASOUND)

$54.82

$55.93

$57.05

$58.21

$59.37

$60.52

$61.75

$62.99

$64.26

$65.51

$66.85

$68.17

$69.54

$70.96

$72.34

$73.78

$75.26

COORD - IMAGING (X-RAY)

$47.55

$48.50

$49.47

$50.48

$51.47

$52.52

$53.55

$54.62

$55.71

$56.83

$57.96

$59.12

$62.39

$63.63

$64.91

$66.20

$67.53

COORD - NEW PATIENT (UNION)

$23.04

$23.73

$24.44

$25.17

$25.93

$26.71

$27.51

$28.33

$29.18

$30.39

$31.28

$32.23

$33.20

$34.20

$35.22

$36.28

$37.37

COORD - OFFICE

$25.21

$25.77

$26.38

$27.02

$27.64

$28.38

$29.24

$30.11

$31.01

$31.95

$32.91

$33.90

$34.91

$35.96

$37.04

$38.14

$39.29

COORD - SCHEDULING

$21.94

$22.46

$22.96

$23.52

$24.23

$24.96

$25.71

$26.48

$27.27

$28.09

$28.93

$29.80

$30.69

$31.62

$32.56

$33.54

$34.55

Job Classifications

12-14

15-17

18-20

21-24

COORD - SUPPORT

$19.93

$20.54

$21.15

$21.79

$22.44

$23.12

$23.80

$24.52

$25.26

$26.01

$26.80

$27.60

$28.42

$29.28

$30.16

$31.07

$31.99

DISCHARGE PLANNING COORDINATOR

$27.20

$28.01

$28.85

$29.72

$30.61

$31.53

$32.47

$33.45

$34.45

$35.49

$36.55

$37.65

$38.78

$39.94

$41.14

$42.37

$43.64

DISCHARGE PLANNING COORDINATOR-LVN

$28.63

$29.49

$30.37

$31.28

$32.22

$33.19

$34.18

$35.21

$36.26

$37.35

$38.47

$39.63

$40.82

$42.04

$43.30

$44.60

$45.94

ENGINEER - STATIONARY

$42.99

$43.85

$44.73

$45.62

$46.54

$47.47

$48.42

$49.39

$50.37

$51.38

$52.41

$53.46

$54.53

$55.62

$56.73

$57.86

$59.02

FOOD SERVICE WORKER

$18.18

$18.53

$18.91

$19.29

$19.68

$20.06

$20.46

$20.88

$21.30

$21.72

$22.13

$22.60

$23.95

$24.43

$24.92

$25.42

$26.07

GRILL COOK

$18.78

$19.17

$19.54

$19.92

$20.33

$20.76

$21.15

$21.58

$22.01

$22.45

$22.88

$23.35

$23.86

$24.57

$25.31

$26.07

$26.85

GROUNDSKEEPER

$20.76

$21.17

$21.58

$22.02

$22.46

$22.92

$23.37

$23.83

$24.29

$24.78

$25.30

$25.81

$27.38

$27.92

$28.48

$29.05

$29.63

INTERN - SURGICAL TECH

$20.81

$21.43

$22.07

$22.73

$23.42

$24.12

$24.84

$25.59

$26.36

$27.15

$27.96

$28.80

$29.66

$30.56

$31.47

$32.41

$33.39

LEAD FOOD SERVICE WORKER

$19.09

$19.46

$19.86

$20.25

$20.66

$21.07

$21.48

$21.92

$22.36

$22.80

$23.24

$23.73

$25.15

$25.65

$26.16

$26.69

$27.35

LVN/LPN

$27.26

$28.08

$28.93

$29.79

$30.69

$31.61

$32.56

$33.53

$34.54

$35.57

$36.64

$37.74

$38.87

$40.04

$41.24

$42.48

$43.75

MAINT/SKILL HVAC MECHAN

$30.82

$31.44

$32.07

$32.71

$33.37

$34.03

$34.71

$35.41

$36.12

$36.84

$37.57

$38.33

$39.09

$39.87

$40.67

$41.58

$42.83

MAINT/SKILLED - ELECTRI

$43.40

$44.27

$45.15

$46.06

$46.98

$47.92

$48.88

$49.85

$50.85

$51.87

$52.91

$53.96

$55.04

$56.14

$57.27

$58.41

$59.58

MAINT/SKILLED CRAFTSMAN

$30.82

$31.44

$32.07

$32.71

$33.37

$34.03

$34.71

$35.41

$36.12

$36.84

$37.57

$38.33

$39.09

$39.87

$40.67

$41.58

$42.83

MAINTENANCE - GENERAL

$29.36

$29.94

$30.54

$31.15

$31.78

$32.41

$33.06

$33.72

$34.40

$35.08

$35.79

$36.50

$37.23

$37.98

$38.74

$39.51

$40.30

NUTRITIAN ASSISTANT

$23.44

$23.92

$24.40

$24.90

$25.42

$25.92

$26.41

$26.94

$27.47

$28.02

$28.58

$29.16

$29.74

$30.33

$30.94

$31.56

$32.19

OR SECRETARY

$21.47

$22.12

$22.78

$23.47

$24.17

$24.90

$25.65

$26.42

$27.21

$28.02

$28.86

$29.72

$30.62

$31.53

$32.48

$33.46

$34.46

PAINTER

$29.36

$29.94

$30.54

$31.15

$31.78

$32.41

$33.06

$33.72

$34.40

$35.08

$35.79

$36.50

$37.23

$37.98

$38.74

$39.51

$40.30

REPRESENTATIVE, PATIENT ACCESS

$18.92

$19.49

$20.07

$20.67

$21.30

$21.93

$22.60

$23.27

$23.97

$24.69

$25.43

$26.19

$26.98

$27.79

$28.62

$29.47

$30.36

SECRETARY - DEPARTMENT

$21.47

$22.12

$22.78

$23.47

$24.17

$24.90

$25.65

$26.42

$27.21

$28.02

$28.86

$29.72

$30.62

$31.53

$32.48

$33.46

$34.46

SECRETARY - UNIT

$18.90

$19.47

$20.05

$20.65

$21.28

$21.91

$22.57

$23.24

$23.94

$24.66

$25.40

$26.17

$26.95

$27.76

$28.59

$29.44

$30.33

SPECIALIST - MEDIA

$37.05

$37.78

$38.54

$39.28

$40.12

$40.88

$41.72

$42.51

$43.39

$44.25

$45.14

$46.49

$47.88

$49.32

$50.80

$52.32

$53.89

STOCK WORKER AND RECEIVER

$19.28

$19.67

$20.06

$20.42

$20.88

$21.31

$21.73

$22.18

$22.85

$23.53

$24.23

$24.96

$25.71

$26.48

$27.28

$28.09

$28.93

Job Classifications

12-14

15-17

18-20

21-24

STOCK WORKER AND RECEIVER, SR

$20.24

$20.65

$21.07

$21.44

$21.92

$22.37

$22.81

$23.29

$23.99

$24.71

$25.44

$26.21

$27.00

$27.80

$28.64

$29.50

$30.38

TECH - ANESTHESIA I

$25.72

$26.24

$26.77

$27.30

$27.82

$28.43

$29.29

$30.16

$31.07

$32.00

$32.96

$33.95

$34.97

$36.02

$37.10

$38.21

$39.36

TECH - ANESTHESIA II

$27.00

$27.55

$28.10

$28.67

$29.21

$30.09

$30.99

$31.92

$32.88

$33.87

$34.88

$35.93

$37.01

$38.12

$39.26

$40.44

$41.65

TECH - ANESTHESIA LEAD

$28.35

$28.93

$29.51

$30.10

$30.68

$31.32

$31.94

$32.57

$33.55

$34.55

$35.59

$36.66

$37.76

$38.89

$40.06

$41.26

$42.50

TECH - BIOMED

$37.05

$37.78

$38.54

$39.28

$40.12

$40.88

$41.72

$42.51

$43.39

$44.25

$45.14

$46.49

$47.88

$49.32

$50.80

$52.32

$53.89

TECH - CARDIOVASCULAR/CRT

$29.17

$30.05

$30.95

$31.88

$32.84

$33.81

$34.83

$35.87

$36.96

$38.06

$39.20

$40.38

$41.60

$42.84

$44.12

$45.44

$46.81

TECH - CATH CARDIAC CATHETERIZATION

$51.19

$52.21

$53.26

$54.34

$55.44

$56.54

$57.64

$58.79

$59.97

$61.17

$62.39

$63.64

$64.91

$66.21

$67.53

$68.89

$70.78

TECH - CT

$46.41

$47.34

$48.29

$49.24

$50.22

$51.22

$52.26

$53.27

$54.37

$55.45

$57.11

$58.82

$60.59

$62.41

$64.28

$66.21

$68.19

TECH - ECHO

$45.53

$46.44

$47.36

$48.32

$49.32

$50.29

$51.29

$52.31

$53.37

$54.40

$55.50

$56.64

$57.78

$58.94

$60.12

$61.60

$63.45

TECH - EKG

$23.96

$24.44

$24.92

$25.44

$25.94

$26.47

$26.98

$27.51

$28.33

$29.18

$30.06

$30.96

$31.89

$32.85

$33.83

$34.85

$35.89

TECH - ENDOSCOPY I

$25.94

$26.47

$26.98

$27.50

$28.05

$28.62

$29.16

$29.89

$30.79

$31.71

$32.66

$33.64

$34.65

$35.69

$36.76

$37.86

$38.99

TECH - ENDOSCOPY II

$28.33

$28.90

$29.48

$30.08

$30.65

$31.57

$32.52

$33.49

$34.50

$35.53

$36.60

$37.70

$38.83

$39.99

$41.19

$42.43

$43.70

TECH - EQUIPMENT

$18.20

$18.57

$19.13

$19.71

$20.30

$20.90

$21.54

$22.18

$22.85

$23.53

$24.23

$24.96

$25.71

$26.48

$27.28

$28.09

$28.93

TECH - INSTRUMENT

$21.77

$22.22

$22.66

$23.11

$23.58

$24.03

$24.53

$25.00

$25.50

$26.01

$26.79

$27.59

$28.42

$29.27

$30.15

$31.06

$31.99

TECH - MAMMOGRAPHY

$46.41

$47.34

$48.29

$49.24

$50.22

$51.22

$52.26

$53.27

$54.37

$55.45

$56.58

$57.68

$58.83

$59.99

$61.20

$62.42

$63.67

TECH - MED LAB (MLT)

$24.81

$25.55

$26.32

$27.11

$27.92

$28.76

$29.62

$30.51

$31.43

$32.37

$33.34

$34.34

$35.37

$36.43

$37.53

$38.65

$39.82

TECH - MONITOR

$23.61

$24.06

$24.55

$25.02

$25.53

$26.05

$26.58

$27.11

$27.66

$28.21

$28.77

$29.35

$29.93

$30.53

$31.14

$31.77

$32.40

TECH - MRI

$46.99

$48.41

$49.87

$51.35

$52.89

$54.49

$56.12

$57.80

$59.54

$61.32

$63.16

$65.06

$67.01

$69.02

$71.09

$73.22

$75.42

TECH - NEURODIAGNOSTICS I

$48.73

$49.71

$50.70

$51.70

$52.74

$53.79

$54.88

$55.94

$57.08

$58.22

$59.41

$60.57

$61.78

$62.99

$64.26

$65.55

$66.86

TECH - NEURODIAGNOSTICS II

$48.73

$49.71

$50.70

$51.70

$52.74

$53.79

$54.88

$55.94

$57.08

$58.22

$59.41

$60.57

$61.78

$62.99

$64.26

$65.55

$66.86

TECH - NEURODIAGNOSTICS III

$51.17

$52.19

$53.24

$54.28

$55.37

$56.47

$57.62

$58.74

$59.94

$61.13

$62.38

$63.59

$64.86

$66.13

$67.47

$68.82

$70.20

TECH - NEURODIAGNOSTICS IOM

$53.73

$54.80

$55.90

$57.00

$58.14

$59.30

$60.50

$61.67

$62.94

$64.19

$65.50

$66.77

$68.11

$69.44

$70.85

$72.26

$73.71

Job Classifications

12-14

15-17

18-20

21-24

TECH - NEURODIAGNOSTICS IOM SR

$56.41

$57.54

$58.69

$59.85

$61.05

$62.26

$63.53

$64.76

$66.08

$67.40

$68.77

$70.11

$71.51

$72.91

$74.39

$75.88

$77.39

TECH - NEURODIAGNOSTICS SR

$53.73

$54.80

$55.90

$57.00

$58.14

$59.30

$60.50

$61.67

$62.94

$64.19

$65.50

$66.77

$68.11

$69.44

$70.85

$72.26

$73.71

TECH - NUCLEAR MED

$48.94

$49.92

$50.89

$52.41

$53.99

$55.61

$57.27

$58.99

$60.76

$62.59

$64.46

$66.40

$68.39

$70.44

$72.55

$74.73

$76.97

TECH - PHARMACY

$24.79

$25.28

$25.90

$26.68

$27.48

$28.30

$29.14

$30.02

$30.92

$31.85

$32.80

$33.79

$34.80

$35.84

$36.92

$38.03

$39.17

TECH - PHARMACY SR

$26.97

$27.50

$28.17

$29.02

$29.89

$30.79

$31.71

$32.66

$33.64

$34.65

$35.69

$36.77

$37.86

$39.00

$40.17

$41.37

$42.62

TECH - POLYSOMNOGRAPHY

$36.61

$37.71

$38.84

$40.00

$41.21

$42.44

$43.72

$45.03

$46.38

$47.76

$49.20

$50.68

$52.20

$53.77

$55.38

$57.03

$58.75

TECH - PULMONARY

$39.29

$40.46

$41.68

$42.93

$44.21

$45.54

$46.90

$48.32

$49.76

$51.25

$52.79

$54.37

$56.00

$57.69

$59.42

$61.20

$63.04

TECH - RAD

$43.13

$43.99

$44.87

$45.79

$46.69

$47.63

$48.57

$49.54

$50.53

$51.55

$52.57

$53.62

$54.69

$55.79

$56.90

$58.04

$59.20

TECH - RAD SR

$45.28

$46.19

$47.11

$48.08

$49.02

$50.02

$51.00

$52.02

$53.06

$54.13

$55.20

$56.30

$59.42

$60.60

$61.82

$63.05

$64.31

TECH - SCOPE

$21.77

$22.22

$22.66

$23.11

$23.58

$24.03

$24.53

$25.00

$25.50

$26.01

$26.79

$27.59

$28.42

$29.27

$30.15

$31.06

$31.99

TECH - SPECIAL PROCEDURE

$51.19

$52.21

$53.26

$54.34

$55.44

$56.54

$57.64

$58.79

$59.97

$61.17

$62.39

$63.64

$64.91

$66.21

$67.53

$68.89

$70.78

TECH - STERILE PROCESSING I

$21.77

$22.22

$22.66

$23.11

$23.58

$24.03

$24.53

$25.00

$25.50

$26.01

$26.79

$27.59

$28.42

$29.27

$30.15

$31.06

$31.99

TECH - STERILE PROCESSING II

$23.44

$23.92

$24.42

$24.90

$25.43

$25.91

$26.41

$26.94

$27.46

$28.04

$28.60

$29.15

$29.74

$30.54

$31.46

$32.40

$33.37

TECH - STERILE PROCESSING III

$29.28

$29.86

$30.47

$31.06

$31.67

$32.30

$32.96

$33.59

$34.28

$34.97

$35.66

$36.38

$37.11

$37.85

$38.60

$39.38

$40.16

TECH - SURGICAL CARDIAC I

$27.77

$28.34

$28.91

$29.49

$30.05

$30.95

$31.88

$32.84

$33.82

$34.84

$35.88

$36.96

$38.07

$39.21

$40.38

$41.60

$42.84

TECH - SURGICAL CARDIAC II

$30.54

$31.16

$31.78

$32.42

$33.04

$34.03

$35.05

$36.10

$37.19

$38.30

$39.45

$40.63

$41.85

$43.11

$44.40

$45.73

$47.11

TECH - SURGICAL CARDIAC III

$32.07

$32.71

$33.37

$34.04

$34.69

$35.73

$36.80

$37.91

$39.05

$40.22

$41.42

$42.67

$43.95

$45.26

$46.62

$48.02

$49.46

TECH - SURGICAL I

$27.77

$28.34

$28.91

$29.49

$30.05

$30.95

$31.88

$32.84

$33.82

$34.84

$35.88

$36.96

$38.07

$39.21

$40.38

$41.60

$42.84

TECH - SURGICAL II

$30.54

$31.16

$31.78

$32.42

$33.04

$34.03

$35.05

$36.10

$37.19

$38.30

$39.45

$40.63

$41.85

$43.11

$44.40

$45.73

$47.11

TECH - SURGICAL III

$32.07

$32.71

$33.37

$34.04

$34.69

$35.73

$36.80

$37.91

$39.05

$40.22

$41.42

$42.67

$43.95

$45.26

$46.62

$48.02

$49.46

TECH - ULTRASOUND

$52.21

$53.26

$54.34

$55.44

$56.54

$57.64

$58.81

$59.99

$61.20

$62.39

$63.67

$64.92

$66.23

$67.59

$68.89

$70.27

$71.67

TECH - VASCULAR

$57.44

$58.59

$59.77

$60.98

$62.19

$63.40

$64.69

$65.98

$67.45

$69.62

$71.56

$73.71

$75.92

$78.20

$80.54

$82.96

$85.45

Job Classifications

12-14

15-17

18-20

21-24

THERAPIST – RADIATION I

$57.51

$58.67

$59.82

$61.03

$62.24

$63.48

$64.76

$66.06

$67.36

$68.71

$70.07

$71.49

$73.64

$75.85

$78.12

$80.46

$82.88

THERAPIST – RADIATION II

$61.65

$62.88

$64.14

$65.39

$66.72

$68.05

$69.41

$70.83

$72.22

$73.66

$75.12

$76.65

$78.18

$79.75

$82.15

$84.61

$87.15

THERAPIST – RADIATION III

$64.73

$66.03

$67.34

$68.66

$70.05

$71.46

$72.88

$74.37

$75.83

$77.35

$78.88

$80.49

$82.09

$83.74

$86.25

$88.84

$91.51

THERAPIST - RESP

$40.98

$41.82

$42.67

$43.51

$44.35

$45.27

$46.17

$47.55

$48.98

$50.45

$51.96

$53.52

$55.12

$56.78

$58.48

$60.24

$62.04

THERAPIST - RESP SR

$43.03

$43.91

$44.80

$45.69

$46.57

$47.53

$48.47

$49.93

$51.43

$52.97

$54.56

$56.19

$57.88

$59.62

$61.40

$63.25

$65.14

UTILITY/DISHWASHER

$18.18

$18.53

$18.91

$19.29

$19.68

$20.06

$20.46

$20.88

$21.30

$21.72

$22.13

$22.60

$23.95

$24.43

$24.92

$25.42

$26.07

WKR - ENVIRONMENTAL SVCS

$18.18

$18.53

$18.91

$19.29

$19.68

$20.06

$20.52

$21.13

$21.77

$22.41

$23.09

$23.78

$24.49

$25.23

$25.98

$26.76

$27.57

WKR - ENVIRONMENTAL SVCS LEAD

$19.09

$19.46

$19.86

$20.25

$20.66

$21.07

$21.54

$22.18

$22.85

$23.53

$24.24

$24.97

$25.72

$26.49

$27.28

$28.10

$28.94

WKR - EVS AMBASSADOR

$18.72

$19.09

$19.48

$19.87

$20.27

$20.67

$21.08

$21.71

$22.36

$23.03

$23.72

$24.43

$25.16

$25.92

$26.70

$27.50

$28.32

July 2023 Wage Schedule

Job Classifications

12-14

15-17

18-20

21-24

AIDE - OR

$20.10

$20.49

$20.91

$21.33

$21.77

$22.19

$22.67

$23.12

$23.59

$24.06

$24.54

$25.03

$25.53

$26.04

$26.57

$27.37

$28.19

AIDE - THERAPY

$21.80

$22.21

$22.67

$23.16

$23.61

$24.10

$24.50

$24.99

$25.49

$26.00

$26.52

$27.05

$27.59

$28.14

$28.71

$29.28

$29.87

ASST - LAB NON-PHLEBOTOMY

$21.25

$21.88

$22.54

$23.21

$23.91

$24.63

$25.36

$26.13

$26.91

$27.72

$28.55

$29.41

$30.29

$31.20

$32.13

$33.10

$34.09

ASST - LABORATORY

$24.40

$24.89

$25.40

$26.16

$26.94

$27.75

$28.58

$29.44

$30.32

$31.23

$32.17

$33.14

$34.13

$35.15

$36.21

$37.30

$38.41

ASST - MEDICAL

$22.51

$23.19

$23.89

$24.60

$25.34

$26.10

$26.88

$27.69

$28.51

$29.37

$30.26

$31.16

$32.10

$33.06

$34.05

$35.07

$36.12

ASST - PATIENT CARE

$20.06

$20.44

$20.86

$21.28

$21.71

$22.15

$22.57

$23.12

$23.81

$24.54

$25.27

$26.03

$26.81

$27.61

$28.44

$29.29

$30.17

ASST - PHYSICAL THERAPY

$33.07

$33.73

$34.74

$35.78

$36.86

$37.96

$39.10

$40.28

$41.48

$42.73

$44.01

$45.33

$46.69

$48.09

$49.53

$51.02

$52.55

ASST - RADIOLOGY

$20.10

$20.49

$20.91

$21.33

$21.77

$22.19

$22.65

$23.09

$23.55

$24.02

$24.50

$24.99

$25.49

$26.08

$26.87

$27.68

$28.50

CASHIER

$18.54

$18.90

$19.29

$19.67

$20.07

$20.46

$20.87

$21.30

$21.72

$22.15

$22.58

$23.06

$24.43

$24.92

$25.42

$25.92

$26.59

CATERING

$19.15

$19.55

$19.93

$20.32

$20.74

$21.17

$21.58

$22.01

$22.45

$22.90

$23.34

$23.81

$24.28

$25.01

$25.64

$26.28

$26.93

CLERK - HEALTH INFORMATION

$18.56

$18.94

$19.35

$19.80

$20.28

$20.88

$21.51

$22.16

$22.83

$23.51

$24.22

$24.94

$25.69

$26.46

$27.25

$28.07

$28.92

CLERK - MATERIAL MGT

$18.95

$19.33

$19.76

$20.21

$20.71

$21.33

$21.97

$22.63

$23.31

$24.01

$24.73

$25.47

$26.23

$27.02

$27.83

$28.66

$29.52

COOK

$19.15

$19.55

$19.93

$20.32

$20.74

$21.17

$21.58

$22.01

$22.45

$22.90

$23.34

$23.81

$24.33

$25.07

$25.82

$26.59

$27.39

COORD - IMAGING (CT)

$49.71

$50.70

$51.72

$52.73

$53.79

$54.86

$55.98

$57.06

$58.23

$59.38

$61.17

$63.00

$64.89

$66.84

$68.84

$70.91

$73.03

COORD - IMAGING (MRI)

$50.33

$51.85

$53.41

$55.00

$56.65

$58.35

$60.10

$61.91

$63.77

$65.67

$67.65

$69.68

$71.77

$73.92

$76.14

$78.42

$80.77

COORD - IMAGING (NUC MED)

$52.41

$53.46

$54.50

$56.14

$57.82

$59.55

$61.34

$63.18

$65.08

$67.03

$69.04

$71.11

$73.24

$75.44

$77.71

$80.04

$82.44

COORD - IMAGING (SPECIAL PR)

$54.82

$55.92

$57.05

$58.19

$59.37

$60.55

$61.73

$62.97

$64.23

$65.51

$66.82

$68.16

$69.52

$70.91

$72.33

$73.78

$75.25

COORD - IMAGING (ULTRASOUND)

$55.92

$57.05

$58.19

$59.37

$60.55

$61.73

$62.99

$64.25

$65.55

$66.82

$68.19

$69.53

$70.93

$72.38

$73.78

$75.26

$76.76

COORD - IMAGING (X-RAY)

$48.50

$49.47

$50.46

$51.49

$52.50

$53.57

$54.62

$55.71

$56.82

$57.97

$59.12

$60.30

$63.63

$64.91

$66.20

$67.53

$68.88

COORD - NEW PATIENT (UNION)

$23.50

$24.20

$24.93

$25.68

$26.45

$27.24

$28.06

$28.90

$29.77

$31.00

$31.91

$32.88

$33.86

$34.88

$35.92

$37.00

$38.12

COORD - OFFICE

$25.72

$26.28

$26.90

$27.56

$28.19

$28.95

$29.82

$30.71

$31.63

$32.59

$33.57

$34.57

$35.60

$36.68

$37.78

$38.90

$40.07

COORD - SCHEDULING

$22.38

$22.91

$23.42

$23.99

$24.72

$25.46

$26.22

$27.01

$27.81

$28.65

$29.51

$30.39

$31.31

$32.25

$33.22

$34.21

$35.24

Job Classifications

12-14

15-17

18-20

21-24

COORD - SUPPORT

$20.33

$20.95

$21.57

$22.22

$22.89

$23.58

$24.28

$25.01

$25.77

$26.53

$27.34

$28.15

$28.99

$29.86

$30.76

$31.69

$32.63

DISCHARGE PLANNING COORDINATOR

$27.74

$28.57

$29.43

$30.31

$31.22

$32.16

$33.12

$34.12

$35.14

$36.19

$37.28

$38.40

$39.55

$40.74

$41.96

$43.22

$44.52

DISCHARGE PLANNING COORDINATOR-LVN

$29.20

$30.08

$30.98

$31.91

$32.87

$33.85

$34.87

$35.91

$36.99

$38.10

$39.24

$40.42

$41.63

$42.88

$44.17

$45.49

$46.86

ENGINEER - STATIONARY

$43.85

$44.73

$45.62

$46.54

$47.47

$48.42

$49.39

$50.37

$51.38

$52.41

$53.46

$54.53

$55.62

$56.73

$57.86

$59.02

$60.20

FOOD SERVICE WORKER

$18.54

$18.90

$19.29

$19.67

$20.07

$20.46

$20.87

$21.30

$21.72

$22.15

$22.58

$23.06

$24.43

$24.92

$25.42

$25.92

$26.59

GRILL COOK

$19.15

$19.55

$19.93

$20.32

$20.74

$21.17

$21.58

$22.01

$22.45

$22.90

$23.34

$23.81

$24.33

$25.07

$25.82

$26.59

$27.39

GROUNDSKEEPER

$21.17

$21.59

$22.01

$22.46

$22.91

$23.38

$23.84

$24.30

$24.77

$25.27

$25.80

$26.32

$27.92

$28.48

$29.05

$29.63

$30.23

INTERN - SURGICAL TECH

$21.22

$21.86

$22.51

$23.19

$23.88

$24.60

$25.34

$26.10

$26.88

$27.69

$28.52

$29.37

$30.26

$31.17

$32.10

$33.06

$34.05

LEAD FOOD SERVICE WORKER

$19.47

$19.85

$20.25

$20.66

$21.07

$21.49

$21.91

$22.36

$22.81

$23.26

$23.71

$24.21

$25.65

$26.16

$26.69

$27.22

$27.90

LVN/LPN

$27.81

$28.64

$29.50

$30.39

$31.30

$32.24

$33.21

$34.20

$35.23

$36.29

$37.37

$38.50

$39.65

$40.84

$42.06

$43.33

$44.63

MAINT/SKILL HVAC MECHAN

$31.44

$32.07

$32.71

$33.37

$34.03

$34.71

$35.41

$36.12

$36.84

$37.57

$38.33

$39.09

$39.87

$40.67

$41.49

$42.42

$43.69

MAINT/SKILLED - ELECTRI

$44.27

$45.15

$46.06

$46.98

$47.92

$48.88

$49.85

$50.85

$51.87

$52.91

$53.96

$55.04

$56.14

$57.27

$58.41

$59.58

$60.77

MAINT/SKILLED CRAFTSMAN

$31.44

$32.07

$32.71

$33.37

$34.03

$34.71

$35.41

$36.12

$36.84

$37.57

$38.33

$39.09

$39.87

$40.67

$41.49

$42.42

$43.69

MAINTENANCE - GENERAL

$29.94

$30.54

$31.15

$31.78

$32.41

$33.06

$33.72

$34.40

$35.08

$35.79

$36.50

$37.23

$37.98

$38.74

$39.51

$40.30

$41.11

NUTRITIAN ASSISTANT

$23.91

$24.40

$24.89

$25.40

$25.93

$26.44

$26.94

$27.47

$28.02

$28.58

$29.16

$29.74

$30.33

$30.94

$31.56

$32.19

$32.83

OR SECRETARY

$21.90

$22.56

$23.24

$23.94

$24.65

$25.39

$26.16

$26.94

$27.75

$28.58

$29.44

$30.32

$31.23

$32.17

$33.13

$34.13

$35.15

PAINTER

$29.94

$30.54

$31.15

$31.78

$32.41

$33.06

$33.72

$34.40

$35.08

$35.79

$36.50

$37.23

$37.98

$38.74

$39.51

$40.30

$41.11

REPRESENTATIVE, PATIENT ACCESS

$19.30

$19.88

$20.47

$21.09

$21.72

$22.37

$23.05

$23.74

$24.45

$25.18

$25.94

$26.71

$27.52

$28.34

$29.19

$30.06

$30.97

SECRETARY - DEPARTMENT

$21.90

$22.56

$23.24

$23.94

$24.65

$25.39

$26.16

$26.94

$27.75

$28.58

$29.44

$30.32

$31.23

$32.17

$33.13

$34.13

$35.15

SECRETARY - UNIT

$19.28

$19.86

$20.45

$21.06

$21.70

$22.35

$23.02

$23.71

$24.42

$25.15

$25.90

$26.69

$27.49

$28.31

$29.16

$30.03

$30.93

SPECIALIST - MEDIA

$37.79

$38.54

$39.31

$40.07

$40.92

$41.70

$42.55

$43.36

$44.26

$45.13

$46.04

$47.42

$48.84

$50.31

$51.82

$53.37

$54.97

STOCK WORKER AND RECEIVER

$19.66

$20.06

$20.46

$20.83

$21.30

$21.73

$22.16

$22.62

$23.30

$24.00

$24.72

$25.46

$26.22

$27.01

$27.82

$28.65

$29.51

Job Classifications

12-14

15-17

18-20

21-24

STOCK WORKER AND RECEIVER, SR

$20.65

$21.06

$21.49

$21.87

$22.36

$22.82

$23.27

$23.76

$24.47

$25.20

$25.95

$26.73

$27.54

$28.36

$29.22

$30.09

$30.99

TECH - ANESTHESIA I

$26.23

$26.76

$27.30

$27.85

$28.38

$29.00

$29.87

$30.76

$31.69

$32.64

$33.62

$34.63

$35.67

$36.74

$37.84

$38.98

$40.15

TECH - ANESTHESIA II

$27.54

$28.10

$28.67

$29.24

$29.80

$30.69

$31.61

$32.56

$33.54

$34.54

$35.58

$36.65

$37.75

$38.88

$40.05

$41.25

$42.49

TECH - ANESTHESIA LEAD

$28.92

$29.50

$30.10

$30.70

$31.29

$31.95

$32.57

$33.22

$34.22

$35.24

$36.30

$37.39

$38.51

$39.67

$40.86

$42.08

$43.35

TECH - BIOMED

$37.79

$38.54

$39.31

$40.07

$40.92

$41.70

$42.55

$43.36

$44.26

$45.13

$46.04

$47.42

$48.84

$50.31

$51.82

$53.37

$54.97

TECH - CARDIOVASCULAR/CRT

$29.76

$30.65

$31.57

$32.52

$33.49

$34.49

$35.53

$36.59

$37.69

$38.82

$39.99

$41.19

$42.43

$43.70

$45.01

$46.35

$47.74

TECH - CATH CARDIAC CATHETERIZATION

$52.21

$53.26

$54.33

$55.42

$56.55

$57.67

$58.79

$59.97

$61.17

$62.39

$63.64

$64.91

$66.21

$67.53

$68.89

$70.26

$72.19

TECH - CT

$47.34

$48.28

$49.25

$50.22

$51.23

$52.25

$53.31

$54.34

$55.45

$56.56

$58.25

$60.00

$61.80

$63.65

$65.56

$67.53

$69.56

TECH - ECHO

$46.44

$47.37

$48.31

$49.28

$50.30

$51.29

$52.31

$53.35

$54.43

$55.48

$56.61

$57.77

$58.94

$60.11

$61.32

$62.83

$64.72

TECH - EKG

$24.44

$24.93

$25.42

$25.95

$26.46

$27.00

$27.52

$28.06

$28.90

$29.77

$30.66

$31.58

$32.53

$33.50

$34.51

$35.55

$36.61

TECH - ENDOSCOPY I

$26.46

$27.00

$27.52

$28.05

$28.61

$29.19

$29.75

$30.49

$31.40

$32.35

$33.31

$34.31

$35.34

$36.40

$37.49

$38.62

$39.77

TECH - ENDOSCOPY II

$28.90

$29.48

$30.07

$30.68

$31.26

$32.20

$33.17

$34.16

$35.19

$36.24

$37.33

$38.45

$39.60

$40.79

$42.02

$43.28

$44.57

TECH - EQUIPMENT

$18.56

$18.94

$19.52

$20.10

$20.70

$21.32

$21.97

$22.62

$23.30

$24.00

$24.72

$25.46

$26.22

$27.01

$27.82

$28.65

$29.51

TECH - INSTRUMENT

$22.20

$22.66

$23.12

$23.58

$24.05

$24.51

$25.02

$25.50

$26.01

$26.53

$27.33

$28.15

$28.99

$29.86

$30.76

$31.68

$32.63

TECH - MAMMOGRAPHY

$47.34

$48.28

$49.25

$50.22

$51.23

$52.25

$53.31

$54.34

$55.45

$56.56

$57.71

$58.83

$60.01

$61.19

$62.42

$63.67

$64.95

TECH - MED LAB (MLT)

$25.31

$26.06

$26.85

$27.66

$28.48

$29.33

$30.21

$31.13

$32.06

$33.01

$34.01

$35.03

$36.08

$37.16

$38.28

$39.42

$40.61

TECH - MONITOR

$24.09

$24.54

$25.04

$25.52

$26.04

$26.57

$27.11

$27.66

$28.21

$28.77

$29.35

$29.93

$30.53

$31.14

$31.77

$32.40

$33.05

TECH - MRI

$47.93

$49.38

$50.86

$52.38

$53.95

$55.58

$57.24

$58.96

$60.73

$62.55

$64.43

$66.36

$68.35

$70.40

$72.51

$74.69

$76.93

TECH - NEURODIAGNOSTICS I

$49.71

$50.70

$51.72

$52.73

$53.79

$54.86

$55.98

$57.06

$58.23

$59.38

$60.60

$61.78

$63.01

$64.25

$65.55

$66.86

$68.19

TECH - NEURODIAGNOSTICS II

$49.71

$50.70

$51.72

$52.73

$53.79

$54.86

$55.98

$57.06

$58.23

$59.38

$60.60

$61.78

$63.01

$64.25

$65.55

$66.86

$68.19

TECH - NEURODIAGNOSTICS III

$52.19

$53.23

$54.30

$55.37

$56.48

$57.60

$58.77

$59.91

$61.14

$62.35

$63.63

$64.87

$66.16

$67.46

$68.82

$70.20

$71.60

TECH - NEURODIAGNOSTICS IOM

$54.80

$55.90

$57.02

$58.14

$59.30

$60.48

$61.71

$62.91

$64.19

$65.47

$66.81

$68.11

$69.47

$70.83

$72.26

$73.71

$75.18

Job Classifications

12-14

15-17

18-20

21-24

TECH - NEURODIAGNOSTICS IOM SR

$57.54

$58.69

$59.87

$61.04

$62.27

$63.51

$64.80

$66.05

$67.40

$68.74

$70.15

$71.51

$72.94

$74.37

$75.88

$77.39

$78.94

TECH - NEURODIAGNOSTICS SR

$54.80

$55.90

$57.02

$58.14

$59.30

$60.48

$61.71

$62.91

$64.19

$65.47

$66.81

$68.11

$69.47

$70.83

$72.26

$73.71

$75.18

TECH - NUCLEAR MED

$49.92

$50.92

$51.91

$53.46

$55.07

$56.72

$58.42

$60.17

$61.98

$63.84

$65.75

$67.72

$69.76

$71.85

$74.00

$76.23

$78.51

TECH - PHARMACY

$25.28

$25.78

$26.41

$27.21

$28.03

$28.86

$29.72

$30.62

$31.54

$32.48

$33.46

$34.47

$35.50

$36.56

$37.66

$38.79

$39.95

TECH - PHARMACY SR

$27.51

$28.05

$28.74

$29.60

$30.49

$31.40

$32.34

$33.31

$34.31

$35.34

$36.40

$37.50

$38.62

$39.78

$40.98

$42.20

$43.47

TECH - POLYSOMNOGRAPHY

$37.34

$38.47

$39.61

$40.80

$42.03

$43.29

$44.59

$45.93

$47.31

$48.72

$50.18

$51.69

$53.24

$54.84

$56.49

$58.18

$59.93

TECH - PULMONARY

$40.07

$41.27

$42.51

$43.79

$45.09

$46.45

$47.84

$49.28

$50.76

$52.28

$53.85

$55.46

$57.12

$58.84

$60.61

$62.42

$64.30

TECH - RAD

$43.99

$44.87

$45.77

$46.70

$47.62

$48.59

$49.54

$50.53

$51.54

$52.58

$53.62

$54.69

$55.79

$56.90

$58.04

$59.20

$60.39

TECH - RAD SR

$46.19

$47.12

$48.06

$49.04

$50.00

$51.02

$52.02

$53.06

$54.12

$55.21

$56.30

$57.43

$60.60

$61.82

$63.05

$64.31

$65.60

TECH - SCOPE

$22.20

$22.66

$23.12

$23.58

$24.05

$24.51

$25.02

$25.50

$26.01

$26.53

$27.33

$28.15

$28.99

$29.86

$30.76

$31.68

$32.63

TECH - SPECIAL PROCEDURE

$52.21

$53.26

$54.33

$55.42

$56.55

$57.67

$58.79

$59.97

$61.17

$62.39

$63.64

$64.91

$66.21

$67.53

$68.89

$70.26

$72.19

TECH - STERILE PROCESSING I

$22.20

$22.66

$23.12

$23.58

$24.05

$24.51

$25.02

$25.50

$26.01

$26.53

$27.33

$28.15

$28.99

$29.86

$30.76

$31.68

$32.63

TECH - STERILE PROCESSING II

$23.91

$24.40

$24.91

$25.40

$25.94

$26.43

$26.94

$27.48

$28.01

$28.60

$29.17

$29.73

$30.34

$31.15

$32.09

$33.05

$34.04

TECH - STERILE PROCESSING III

$29.87

$30.45

$31.08

$31.68

$32.30

$32.95

$33.62

$34.26

$34.97

$35.66

$36.38

$37.11

$37.85

$38.60

$39.38

$40.16

$40.97

TECH - SURGICAL CARDIAC I

$28.33

$28.90

$29.48

$30.08

$30.65

$31.57

$32.52

$33.49

$34.50

$35.53

$36.60

$37.70

$38.83

$39.99

$41.19

$42.43

$43.70

TECH - SURGICAL CARDIAC II

$31.15

$31.78

$32.42

$33.07

$33.70

$34.71

$35.75

$36.83

$37.93

$39.07

$40.24

$41.45

$42.69

$43.97

$45.29

$46.65

$48.05

TECH - SURGICAL CARDIAC III

$32.71

$33.37

$34.04

$34.72

$35.39

$36.45

$37.54

$38.67

$39.83

$41.02

$42.25

$43.52

$44.83

$46.17

$47.56

$48.98

$50.45

TECH - SURGICAL I

$28.33

$28.90

$29.48

$30.08

$30.65

$31.57

$32.52

$33.49

$34.50

$35.53

$36.60

$37.70

$38.83

$39.99

$41.19

$42.43

$43.70

TECH - SURGICAL II

$31.15

$31.78

$32.42

$33.07

$33.70

$34.71

$35.75

$36.83

$37.93

$39.07

$40.24

$41.45

$42.69

$43.97

$45.29

$46.65

$48.05

TECH - SURGICAL III

$32.71

$33.37

$34.04

$34.72

$35.39

$36.45

$37.54

$38.67

$39.83

$41.02

$42.25

$43.52

$44.83

$46.17

$47.56

$48.98

$50.45

TECH - ULTRASOUND

$53.26

$54.33

$55.42

$56.55

$57.67

$58.79

$59.99

$61.19

$62.42

$63.64

$64.94

$66.22

$67.55

$68.94

$70.27

$71.67

$73.11

TECH - VASCULAR

$58.58

$59.76

$60.96

$62.20

$63.44

$64.67

$65.99

$67.30

$68.80

$71.01

$72.99

$75.18

$77.44

$79.76

$82.15

$84.62

$87.16

Job Classifications

12-14

15-17

18-20

21-24

THERAPIST – RADIATION I

$58.66

$59.84

$61.02

$62.25

$63.49

$64.75

$66.05

$67.38

$68.71

$70.08

$71.48

$72.92

$75.11

$77.36

$79.68

$82.07

$84.54

THERAPIST – RADIATION II

$62.88

$64.14

$65.42

$66.70

$68.05

$69.42

$70.80

$72.25

$73.66

$75.14

$76.63

$78.19

$79.75

$81.35

$83.79

$86.30

$88.89

THERAPIST – RADIATION III

$66.03

$67.35

$68.69

$70.04

$71.46

$72.89

$74.34

$75.86

$77.34

$78.89

$80.46

$82.10

$83.73

$85.42

$87.98

$90.62

$93.34

THERAPIST - RESP

$41.80

$42.66

$43.52

$44.38

$45.24

$46.17

$47.09

$48.50

$49.96

$51.45

$53.00

$54.59

$56.23

$57.91

$59.65

$61.44

$63.28

THERAPIST - RESP SR

$43.89

$44.79

$45.70

$46.60

$47.50

$48.48

$49.44

$50.93

$52.45

$54.03

$55.65

$57.32

$59.04

$60.81

$62.63

$64.51

$66.45

UTILITY/DISHWASHER

$18.54

$18.90

$19.29

$19.67

$20.07

$20.46

$20.87

$21.30

$21.72

$22.15

$22.58

$23.06

$24.43

$24.92

$25.42

$25.92

$26.59

WKR - ENVIRONMENTAL SVCS

$18.54

$18.90

$19.29

$19.67

$20.07

$20.46

$20.93

$21.55

$22.20

$22.86

$23.55

$24.26

$24.98

$25.73

$26.50

$27.29

$28.12

WKR - ENVIRONMENTAL SVCS LEAD

$19.47

$19.85

$20.25

$20.66

$21.07

$21.49

$21.97

$22.62

$23.30

$24.00

$24.73

$25.47

$26.23

$27.02

$27.82

$28.66

$29.52

WKR - EVS AMBASSADOR

$19.10

$19.47

$19.87

$20.26

$20.67

$21.08

$21.50

$22.14

$22.81

$23.49

$24.19

$24.92

$25.67

$26.44

$27.23

$28.05

$28.89

APPENDIX C – PER DIEM WAGE RATES

Job Classifications

2021

2022

2023

AIDE - OR

$22.67

$23.12

$23.59

AIDE - THERAPY

$24.50

$24.99

$25.49

ASST - LAB NON-PHLEBOTOMY

$26.37

$26.90

$27.44

ASST - LABORATORY

$29.30

$29.89

$30.49

ASST - MEDICAL

$27.95

$28.51

$29.08

ASST - PATIENT CARE

$22.95

$23.41

$23.88

ASST - PHYSICAL THERAPY

$40.23

$41.04

$41.86

ASST - RADIOLOGY

$22.64

$23.09

$23.55

CASHIER

$20.88

$21.30

$21.72

CATERING

$21.58

$22.01

$22.45

CLERK - HEALTH INFORMATION

$22.36

$22.80

$23.26

CLERK - MATERIAL MGT

$22.83

$23.29

$23.76

COOK

$21.58

$22.01

$22.45

COORD - IMAGING (CT)

$56.10

$57.22

$58.36

COORD - IMAGING (MRI)

$61.29

$62.52

$63.77

COORD - IMAGING (NUC MED)

$63.54

$64.81

$66.11

COORD - IMAGING (SPECIAL PR)

$61.73

$62.97

$64.23

COORD - IMAGING (ULTRASOUND)

$63.00

$64.26

$65.55

COORD - IMAGING (X-RAY)

$54.62

$55.71

$56.82

COORD - NEW PATIENT (UNION)

$28.61

$29.18

$29.77

COORD - OFFICE

$31.00

$31.62

$32.26

COORD - SCHEDULING

$27.25

$27.79

$28.35

COORD - SUPPORT

$25.25

$25.75

$26.27

DISCHARGE PLANNING COORDINATOR

$33.78

$34.45

$35.14

DISCHARGE PLANNING COORDINATOR-LVN

$35.55

$36.26

$36.99

ENGINEER - STATIONARY

$49.39

$50.37

$51.38

Job Classifications

2021

2022

2023

FOOD SERVICE WORKER

$20.88

$21.30

$21.72

GRILL COOK

$21.58

$22.01

$22.45

GROUNDSKEEPER

$23.81

$24.29

$24.77

INTERN - SURGICAL TECH

$26.35

$26.88

$27.41

LEAD FOOD SERVICE WORKER

$21.92

$22.36

$22.81

LVN/LPN

$34.40

$35.09

$35.79

MAINT/SKILL HVAC MECHAN

$35.41

$36.12

$36.84

MAINT/SKILLED - ELECTRI

$49.85

$50.85

$51.87

MAINT/SKILLED CRAFTSMAN

$35.41

$36.12

$36.84

MAINTENANCE - GENERAL

$33.72

$34.40

$35.08

NUTRITIAN ASSISTANT

$26.94

$27.47

$28.02

OR SECRETARY

$27.19

$27.74

$28.29

PAINTER

$33.72

$34.40

$35.08

REPRESENTATIVE, PATIENT ACCESS

$23.97

$24.45

$24.94

SECRETARY - DEPARTMENT

$27.19

$27.74

$28.29

SECRETARY - UNIT

$23.94

$24.42

$24.90

SPECIALIST - MEDIA

$42.54

$43.39

$44.26

STOCK WORKER AND RECEIVER

$22.40

$22.85

$23.30

STOCK WORKER AND RECEIVER, SR

$23.52

$23.99

$24.47

TECH - ANESTHESIA I

$31.07

$31.69

$32.32

TECH - ANESTHESIA II

$31.69

$32.32

$32.97

TECH - ANESTHESIA LEAD

$32.32

$32.97

$33.63

TECH - BIOMED

$42.54

$43.39

$44.26

TECH - CARDIOVASCULAR/CRT

$40.63

$41.45

$42.28

TECH - CATH CARDIAC CATHETERIZATION

$61.45

$62.68

$63.94

TECH - CT

$53.45

$54.51

$55.61

TECH - ECHO

$52.32

$53.37

$54.43

Job Classifications

2021

2022

2023

TECH - EKG

$28.31

$28.87

$29.45

TECH - ENDOSCOPY I

$30.76

$31.38

$32.01

TECH - ENDOSCOPY II

$33.82

$34.50

$35.19

TECH - EQUIPMENT

$22.83

$23.29

$23.76

TECH - INSTRUMENT

$25.11

$25.61

$26.12

TECH - MAMMOGRAPHY

$53.30

$54.37

$55.45

TECH - MED LAB (MLT)

$31.42

$32.05

$32.69

TECH - MONITOR

$27.11

$27.66

$28.21

TECH - MRI

$59.52

$60.71

$61.92

TECH - NEURODIAGNOSTICS I

$55.97

$57.08

$58.23

TECH - NEURODIAGNOSTICS II

$55.97

$57.08

$58.23

TECH - NEURODIAGNOSTICS III

$58.76

$59.94

$61.14

TECH - NEURODIAGNOSTICS IOM

$61.70

$62.94

$64.19

TECH - NEURODIAGNOSTICS IOM SR

$64.79

$66.08

$67.40

TECH - NEURODIAGNOSTICS SR

$61.70

$62.94

$64.19

TECH - NUCLEAR MED

$60.62

$61.83

$63.07

TECH - PHARMACY

$30.92

$31.53

$32.17

TECH - PHARMACY SR

$32.98

$33.64

$34.31

TECH - POLYSOMNOGRAPHY

$45.47

$46.38

$47.31

TECH - PULMONARY

$49.76

$50.75

$51.77

TECH - RAD

$49.54

$50.53

$51.54

TECH - RAD SR

$52.02

$53.06

$54.12

TECH - SCOPE

$25.11

$25.61

$26.12

TECH - SPECIAL PROCEDURE

$61.45

$62.68

$63.94

TECH - STERILE PROCESSING I

$25.11

$25.61

$26.12

TECH - STERILE PROCESSING II

$26.92

$27.46

$28.01

TECH - STERILE PROCESSING III

$33.61

$34.28

$34.97

Job Classifications

2021

2022

2023

TECH - SURGICAL CARDIAC I

$33.43

$34.10

$34.78

TECH - SURGICAL CARDIAC II

$36.46

$37.19

$37.93

TECH - SURGICAL CARDIAC III

$38.28

$39.05

$39.83

TECH - SURGICAL I

$33.43

$34.10

$34.78

TECH - SURGICAL II

$36.46

$37.19

$37.93

TECH - SURGICAL III

$38.28

$39.05

$39.83

TECH - ULTRASOUND

$60.00

$61.20

$62.42

TECH - VASCULAR

$66.13

$67.45

$68.80

THERAPIST – RADIATION I

$66.04

$67.36

$68.71

THERAPIST – RADIATION II

$70.80

$72.22

$73.66

THERAPIST – RADIATION III

$74.34

$75.83

$77.34

THERAPIST - RESP

$50.71

$51.73

$52.76

THERAPIST - RESP SR

$53.25

$54.32

$55.40

UTILITY/DISHWASHER

$20.88

$21.30

$21.72

WKR - ENVIRONMENTAL SVCS

$21.37

$21.80

$22.24

WKR - ENVIRONMENTAL SVCS LEAD

$22.40

$22.85

$23.30

WKR - EVS AMBASSADOR

$21.92

$22.36

$22.81

SIDE LETTER OF AGREEMENT 1 – ATTENDANCE

Notwithstanding any of the terms and provisions of the collective bargaining agreement (CBA)

between the parties, the parties agree to all of the following for the term of the CBA:

1. Upon tentative agreement to Article 14 and agreement to this side letter, and

subject no strike notice being issued and ultimate ratification of the CBA, until a

new/modified Attendance and Punctuality Policy 0-405 is modified and

republished in a manner consistent with this side letter:

a. Keck Employees will be permitted to take up to 50% of their annual

accrual of PTO as Kin Care, and Norris Employees will be permitted to

take up to 96 hours of Sick Time as Kin Care. The employer will comply

with any lawful amendments or changes related to Kin Care law.

b. Kin Care usage as defined above in Section 1.a. shall not be counted as an

occurrence for the purposes of discipline, nor will they be combined with

sick occurrences for disciplinary purposes.

c. The Employee shall be responsible for notifying the Employer how an

absence should be designated either Kin Care or Sick.

d. Upon request, the Employer shall provide Employees the number of kin

care hours used/available.

e. The Employer shall withdraw Policy #0-405 as revised on 1/14/20 and

shall withdraw Policy #HRC-715. The Employer shall revert to the

Attendance & Punctuality Policy #0-405 revised on 2/14/2017.

f. The Employer agrees that up to three (3) consecutive absences from work

shall be counted as one (1) occurrence for purposes of determining

discipline. An occurrence is defined as an unscheduled and/or

unauthorized absence from work.

2. Following ratification of the CBA, the Employer will work in good faith with the

Union on a fair and appropriate long term solution for paid sick time and

attendance issues, including their impact on patient care. In so doing, the

Employer agrees to:

a. Meet with the Union to discuss appropriate approaches and amendments

to policies related to “Attendance Standards” and “Excessive

Absenteeism” as well as related discipline.

b. Prior to any new or modified policy being published or implemented, a

draft will be provided to the Union and the parties agree to meet in good

faith to discuss any questions, concerns or adjustments to the policy. The

Employer further agrees that should it, during the term of the new CBA,

implement any new or modified attendance policy which the Union has

not agreed to, the terms and provisions of Article 24 shall be of no further

force or effect until an agreement related to such impact and effects is

reached.

3. Notwithstanding its rights under Article 21, and except as provided by this Side

Letter, the Employer agrees not to further modify the Attendance and Punctuality

Policy or the Union Employee PTO/Sick Time Usage Policy HRC-715 during

term of the CBA unless such modification is mutually agreed to with the Union.

4. The Union agrees that any and all grievances related to the validity of the

Attendance and Punctuality Policy are withdrawn and agrees not to file any

grievances related to the validity of any new modified Policy published as

described in Paragraph 2 above. Notwithstanding this commitment, nothing in

this side-letter shall prohibit any grievance related to whether any individual

Employee’s discipline violated the Attendance and Punctuality Policy or Article

10 Just Cause provisions.

5. In the event of any dispute regarding the interpretation, meaning or application of

a specific provision of this Side Letter of Agreement on Attendance, the parties

agree and acknowledge this Side Letter of Agreement on Attendance and the

dispute are subject to the grievance and arbitration procedure (Article 9) of the

CBA.

SIDE LETTER OF AGREEMENT 2 – RETIREMENT

Notwithstanding any of the terms and provisions of the collective bargaining agreement (CBA)

between the parties, the National Union of Healthcare Workers, Keck Hospital of USC, and USC

Norris Cancer Hospital agree to all of the following for the duration of the CBA:

1. The parties acknowledge that the University has already decided to maintain the

USC Retirement Savings Program without change for the remainder of 2021 and

has decided to resume the 5% non-elective, automatic contribution of Employees’

gross wages into Employees’ defined contribution accounts effective January 1,

2022.

2. The Employer has decided that following the resumption of the 5% non-elective,

automatic contribution, the University will maintain for plan years 2022, 2023

and 2024 the USC Retirement Savings Program (defined contribution) without

change, including, but not limited to, the following:

a. Continuation of the 5% non-elective, automatic contribution of gross

wages into Employees’ defined contribution accounts;

b. Permitting Employees to contribute additional amounts, up to the

maximum allowable amounts under IRS regulations; and

c. Matching Employees’ contributions into their defined contribution

accounts up to 5% of gross wages.

3. In the event the USC Retirement Savings Program (defined contribution) is

altered, modified, substituted or terminated for plan years 2022, 2023 and/or

2024, the Employer and the Union shall meet to negotiate over the impacts and

effects of any such alteration, modification, substitution or termination. In the

event the parties are not able to reach an agreement related to the impacts and

effects within thirty (30) days of announcing the alteration, modification,

substitution or termination of the plan, all of the terms and provisions of Article

24 shall be of no further force or effect until an agreement regarding the impacts

and effects is executed in writing by the parties.

SIDE LETTER OF AGREEMENT 3 – SUBCONTRACTING

The parties agree that during the contractual term identified in Article 34 of the CBA, the

Employer will not exercise its right to subcontract bargaining unit work pursuant to the

provisions of Article 21 and 22.

100

SIDE LETTER OF AGREEMENT 4 – SURGICAL TECH 10 AND 12

HOUR SHIFTS

There will be an incentive bonus of $100 for bargaining unit members who volunteer to be on call

and are assigned to take the uncovered standby on call shifts. This is the same bonus and

conditions agreed upon by the Nurses bargaining unit.

Employees in the Operating Room who are currently working the 8 hour shift will be able to

maintain their current positions and shifts, without being adversely impacted by the new positions,

subject to all other contractual provisions. Surgical Tech Employees hired into 10 or 12 hour

schedules prior to 8/1/21 shall continue to be paid pursuant to the terms of the Side Letter of

Agreement #3 of the 2018 NUHW CBA. Surgical Tech Employees hired into 10 or 12 hour

schedules on or after 8/1/21 shall have their base rate determined by their position, seniority, and

experience, in accordance with the terms of the effective CBA.

Call-off/Flexing in the Operating Room will continue to be rotated among all employees. Eight,

ten, and twelve hour employees will be in the same call-off order and rotation for days and night

shifts. The length of an employee’s shift will not be a factor in determining call-off.

All benefit accruals (PTO etc.) will be based on 80 hours for 12 hour Surgical Tech Employees

hired prior to 8/1/21. For 12 hour Surgical Tech Employees hired after 8/1/21, benefit accruals

will be based on FTE. The length of an employee’s shift in the Operating room will not be a factor

in determining vacation approval.

No employee will suffer any involuntary reduction in FTE status as a result of the implementation

of this agreement or ten and twelve hour shifts.

No employee will suffer an involuntary change in their start or end times for their shifts as a result

of the implementation of this agreement or ten and twelve hour shifts.

101

SIDE LETTER OF AGREEMENT 5 – NORRIS

RE-CLASSIFICATION

Within 90 days of ratification of the Agreement the parties agree to meet and discuss the

reclassification of the following employees who are currently listed under the job

classification of Asst-Patient Care.

 Joyce Noguera—Medical Assistant

 Nilsa Monzon—Medical Assistant

 Blanca Vasquez—Medical Assistant

 Ikechukwu Okereke—Medical Assistant

 Jennifer Oloteo—Medical Assistant

 Anisa Sandin—Medical Assistant

Additionally, the parties agree to meet within 90 days of ratification to discuss the

reclassification of the employees listed below who currently work in the send out lab at

Norris under the job classifications Asst – Laboratory and Asst - Lab Non- Phlebotomy:

 Shavonna Jefferson – Reference Lab Coordinator

 Claudia Betancourt - Reference Lab Coordinator

 Buenaventura Fernandez – Reference Lab Coordinator

 Natalie Lopez – Reference Lab Coordinator

 Eric Schlegel - Reference Lab Coordinator

 Michael Nunez – Reference Lab Coordinator

102

SIDE LETTER OF AGREEMENT 6 – CONTINUOUS YEARS OF

SERVICE

For a period of 90 days following the ratification of this Agreement, the Parties agree to meet

and confer with the intention of rectifying disputes regarding Employees’ continuous service.

The Parties agree to establish a consistent practice in adjusting continuous years of service for

bona fide leaves of absence. Employees seeking to dispute their continuous service date shall

notify the Employer of their intention to do so within 45 days of the ratification of this

Agreement.

103

SIDE LETTER OF AGREEMENT 7 – CONSTRUCTION RELATED

ATTENDANCE DELAYS

The Parties acknowledge that there have been multiple construction projects in the USC Health

Science Campus and a comprehensive overhaul of the parking operation, substantially impacting

Employees’ commute time, their ability to enter assigned parking lots, and arrive at their

designated time clocks at their start time.

Following ratification and for a period of 150 days, the Parties agree to convene a subcommittee

to investigate and assess the impact of the changes to the parking and transit operation (e.g.

shuttles, drop-off points, wait times, construction projects, etc.) and how it affects Employees’

ability to predict and control the transit time from their assigned parking lot to their designated

time clock. As a show of good faith, the Employer will for the duration of the 150 days

temporarily extend a 5-minute grace period for late clock-ins as both parties assess whether the

operational changes that the Employer implements sufficiently address the structural

impediments to on-time clock-ins.

This Committee shall monitor whether the operational changes are sufficiently mitigating the

structural issues that impede Employees’ ability to clock-in on time, and shall seek joint

solutions should the Employer’s planned operational changes (i.e. additional shuttles and time

clocks) be found to be inadequate in addressing the structural impediments to timely clock-ins.

This Committee shall consist of 3 NUHW members and 3 Employer representatives. The

Committee may by mutual agreement between Parties extend both the duration of the convening

period of the Committee, and the temporary grace period.

104

SIDE LETTER OF AGREEMENT 8 – TECHNICAL DEPARTMENT

CAREER LADDERS

Within a period of 180 days following the ratification of this Agreement, the Parties agree to

meet and confer with the intention of determining the feasibility of establishing career ladders in

the Imaging and Respiratory departments.

If the Parties agree to that a career ladder is feasible and desirable for each department, the

Parties will continue to meet beyond the 180 days to define the terms of a career ladder,

including job titles, job descriptions, schedules, and compensation

105

MEMORANDUM OF UNDERSTANDING REGARDING

CNA/PCT/PCA CURRENT EMPLOYEES IN KECK AND NORRIS

HOSPITALS

This Memorandum of Understanding (“MOU”) is entered into between the National Union of

Healthcare Workers (“NUHW”) and the Keck Medical Center of the University of Southern

California (“Hospital”), collectively (“Parties”).

The Parties agree to continue honoring and recognizing a “grandfather” status to existing Patient

Care Assistants, Patient Care Technicians, and Certified Nurse Assistants who do not have their

CNA certification.

The grandfather status will remain in effect for those Employees designated and granted the

status for the duration of their employment.

The Employees may also continue to use their original seniority date or hire date to bid and

apply for an open or vacant positions without suffering a loss or being excluded from potential

job vacancies as long as the minimum job requirements are met.

Those Employees that were hired into the positions requiring a Certification shall continue to

have to recertify and keep licensure current to maintain their employed positions.

Those grandfathered Employees requiring or needing to take continuing education classes to

obtain initial certification will be reimbursed for the cost of the class.