INDEX-204Art. Page

Access, International Rep. IV 25Agency Shop I 5Agreement, Certification of XVIII 64Arbitration Procedure IV 23Assessments I 6Blue Cross/Blue Shield X 47Breaking in Period III 13Bulletin Boards XVI 60Call In Pay VI 29Certification of Agreement XVIII 64Check Off I 5Coffee Breaks VI 26Cost of Living Adjustment 70Demotions & Promotions III 11Dental Insurance X 48Discipline XV 59Dues and Fees I 6Duration and Renewal XVIII 64Educational Leave of Absence XIII 55Exhibit A - Wages 65Exhibit B - General Rules 73Exhibit C - Temporary Vacancies 75Exhibit D - Areas of Work & Shifts 76Exhibit E- 77Exhibit F- 78First Aid XIV 58Funeral Leave XI 51Government Office, Leave of Absence XIII 55Government Laws XVII 63Grievance, Defined IV 20Grievance, Monetary Claim IV 24

INDEX - 204 (Continued)Art. Page

Grievance, Persons Involved IV 20Grievance Procedure IV 20Grievance, Representation IV 19Grievance, Third Step IV 22Grievance, Time Off For IV 19

Health Program XIV 57Holidays VIII 38Holiday Pay VIII 39Holiday Pay, Minimum VIII 41Holiday, Part Time Employees VIII 41Hours & Overtime VI 26Hours of Work VI 27

Initiation Fees I 6Insurance, Blue Cross/Blue Shield X 47Insurance, Dental X 48Insurance, Liability X 48Insurance, Life X 47Insurance, Medicare X 50Insurance, Sick & Accident X 48International Representative,

Access IV 25

Job Classification, Change in VII 36Jury Duty XI 52

Layoff & Rehiring III 14Leaves of Absence XIII 53Liability Insurance X 48Life Insurance X 47Longevity Benefits VII 37Lunch Period VI 26

Management Rights II 7Maternity Leave of Absence XIII 56Medical Leave of Absence XIII 54

INDEX - 204 (Continued)Art. Page

Medicare Insurance X 50Minimum Pay VIII 41

Other Conditions of Employment XVI 60Overtime & Hours VI 27Overtime Distribution VI 32

Part- Time Employees, Defined VI 28Pay Days VII 37Personal Days IX 46Personal Leave of Absence XIII 54Political Office Leave

of Absence XIII 55Postings, Job III 12Premi urn, Shift VII 35Premium, Weekend VI 27Probationary Period III 8Promotions & Demotions III 11

Recognition I 5Records Maintenance Fee I 6Rehire, Layoff III 14Representation & Grievances IV 19Retirement, Defined X 50Retirement Plan XII 53Rules and Regulations 73

Safety & Health XIV 56Safety & Health Committee XIV 58Safety & Health, Physical Exams XIV 57Saturday Premium VI 28Schedules VI 31Seniority, Definitions III 8Seniority, Departmental III 10Seniority, Hospital III 9Seniority Lists III 16Seniority, Probationary Period III 8

Temporary Vacancies & Transfers III 17Transfers III 18Union Business Leave

of Absence XIII 53Union Dues & Fees I 6Vacancies, Transfers,

Promotions & Demotions III 18Vacations IX 41Vacation Allowances IX 42Vacation Eligibility IX 41Vacation Pay IX 42Vacation Year Defined IX 46Volunteer Organizations II 7Wages VII 35

Seniority, TerminatedShift PremiumSick & AccidentSick Leave of AbsenceStaff Employee, DefinedStaff Vacancies, FillingStandby PayStewards, Union BusinessStrikes & ViolationsSubcontractingSummer EmployeesSunday Premium

INDEX - 204 (Continued)Art.IIIVIIXXIIIVIIIIVIIVVXVIXVIVI

Page103548542818291925616227

THIS AGREEMENT made and entered into this 1stday of July, 1980 by and between Alpena GeneralHospital, Alpena, Michigan, a non-profit MichiganCorporation, which is hereinafter referred to as theHospital and the International Union, United Steel-workers of America, AFL-CIO, hereinafter referredto as the Union.

ARTICLE IRecognition, Agency Shop & Checkoff

A. RECOGNITIONThe Hospital recognizes the Union as the sole and

exclusive bargaining representative for all of the em-ployees in the classifications and departmentslisted in Schedule uA" but excluding RegisteredNurses, employees in Local 206A and all employeesin supervisory positions.

In the event that the International Union shouldaffiliate with another labor organization before thetermination of this Agreement, such other labororganization will then be recognized as the exclusivebargaining agency to the extent permitted by law.Any labor agreement then in effect shall continue ineffect for the period of the Agreement stated herein.B. AGENCY SHOP

1. All employees employed in the BargainingUnit, or who become employees in the BargainingUnit, who are not already members of the Union,shall, within thirty (30) days of the effective date ofthis provision or within thirty (30) days of the date ofhire by the Hospital, whichever is later, becomemembers, or in the alternative, shall within thirty(30) days of the effective date of this provision orwithin thirty (30) days of their date of hire by theHospital, whichever is later, as a condition ofemploy-

-5-

ment, pay to the Union the records maintenance feesand each month a service fee in an amount equal tothe regular monthly Union membership dues uni-formly required of employees ofthe Hospital who aremembers.

2. The Hospital, upon receiving a signed state-ment from the Union indicating that the employeehas failed to comply with this condition, shall im-mediately dismiss said employee.

3. An employee who shall tender or authorize thededuction of initiation fees and membership dues (orservice fees) uniformly required as a condition ofacquiring or obtaining membership in the Unionshall be deemed to meet the conditions of this articleso long as the employee is not more than thirty (30)days in arrears in payment of such dues (or fees).

4. The Hospital shall be notified, in writing by theUnion of any employee who is thirty (30) days inarrears in payment of the initiation fee and/or mem-bership dues (or fees).

5. Should this agency shop security clause be ruledinvalid because of legislation enacted by the State ofMichigan, the Hospital agrees to renegotiate to pro-vide the maximum security allowance under suchlegislation.

c. CHECKOFF1. The Hospital will checkoff monthly dues, serv-

ice fees, assessments, initiation fees and recordsmaintenance fees, each as designated by the Interna-tional Treasurer of the Union, as membership dues(service fees) in the Union, for every employee whohas agreed to it in writing. Such designation alsoincludes the procedures to be followed.

-6-

2. The above deduction shall be from the first payof each month for the preceding month and shall beremitted to the International Treasurer ofthe Union.

3. The Union shall refund to the employee Uniondues, fees and assessments erroneously deducted bythe Hospital and paid to the Union.

4. The Hospital shall keep and update a listingof all new employees and students and give suchlisting to the Chairperson of the Grievance Com-mittee during the first full week and the thirdweek of each month.

ARTICLE IIManagement Rights &

Volunteer OrganizationsA. MANAGEMENT RIGHTS

The Management ofthis Hospital and the directionof the working forces, including the right to plan,direct and control Hospital operations, to hire, sus-pend or discharge for cause, or transfer, to relieveemployees from duty because of lack of work or forother legitimate reasons, and the right to introducenew or improved working methods or facilities, arevested exclusively in the Hospital, provided that, inthe exercise of these prerogatives, the Hospital shallnot violate the provisions of this Agreement.B. VOLUNTEER ORGANIZATIONS

It is recognized that several volunteer organiza-tions and workers perform services in the Hospitalthat are a valuable contribution to the welfare of thepatients and to the operation ofthe Hospital, and thatin no way interfere or conflict with the duties andrights of the employees. The Hospital shall continueto have the rights to avail itself of all services of thisnature. Neither the Union nor its members shall

-7-

interfere in any way with the activities or duties ofany such volunteer organization members, nor willthe Union attempt to organize such volunteer work-ers except that the Union may question the Hospi-tal's use of any such organization that is suspectedof not being a bonafide volunteer organization, orthat it believes it to the deteriment of its members jobsecurity. If any conflict does develop, this shall be amatter of discussion between the Hospital Adminis-trator and the International Representative of theUnion in an effort to resolve the issue; and subject tothe grievance procedure.

ARTICLE IIISeniority

A. DEFINITION .Seniority is defined as the length of an employee's

continuous employment by the Hospital, figuredfrom the most recent date of hiring. The Hospitalshall followa preference as to layoff, rehiring, promo-tion and choice of vacation period based upon senior-ity and the other principles and considerations setforth below.B. PROBATIONARY PERIOD

1. The seniority of a new employee shall be estab-lished after thirty (30) working days of accumu-lated employment and shall begin thirty (30) calen-dar days prior to that date.

Notwithstanding the above, or anything else inthis Agreement to the contrary any new employeewho is hired to fill a temporary vacancy and whocompletes their 30 days of employment shall not beable to exercise their seniority for a permanentvacancy until after Section E (8) has been compliedwith.

-8-

2. All employees shall be considered on a pro-bationary or trial basis for the first sixty (60) days oftheir employment, and no controversy concerningtheir tenure of employment shall be deemed a griev-ance hereunder, provided however, that probation-ary employees shall be subject to all terms of thisAgreement not inconsistent with this clause.

3. New Hires that are filling temporary vacan-cies and who acquire seniority under this Para-graph shall not have the right to exercise thatseniority to bump on other temporary vacan-cies, but shall be subject to layoffs. Employeesshall be notified by the Hospital when perma-nent vacancies occur and shall be awarded thevacancy in accordance with their seniority andability. Failure to accept such a vacancy shallterminate all seniority.

C. HOSPITAL SENIORITY1. The employee's Hospital seniority shall

accumulate continuously from the date of most re-cent employment until terminated by any of thecircumstances enumerated in sub paragraph 3 below.When two f)r more people are hired and report forwork on the same day, their seniority shall be deter-mined by drawing lots in the presence of the Hospi-tal's representative and a Union officer. A record willbe made of this procedure and signed by all partiespresent, with a copy sent to the Union.

2. When two or more employees enter a depart-ment on the same day or on the same job bid, theirdepartment seniority shall be determined by theirHospital seniority.

3. All seniority shall terminate when:a. an employee is discharged for just cause

-9-

b. an employee quitsc. an employee fails to report for work after a

layoff, when properly notified in accordancewith Article III, Section F (5)

d. an employee is laid off for a period of morethan two (2) years; except that if an em-ployee has more than two (2)years senioritywhen they are laid off or start a period ofabsence, they will not lose their seniorityuntil they have been laid off or absent for aperiod equal to the amount of seniority theyhad at the time they were laid off or startedtheir period of absence, subject however tothe provisions of Article III.

e. an employee fails to report for work af.ter a leave of absence or within the timelimits of their leave of absence inaccordance with Article XIII.

f. a laid off temporary employee fails toaccept a job which they have the abilityto perform.

4. Any person whose seniority has been termin-ated as provided in paragraph 3-C and who later isre-employed shall be considered in every respect as anew employee and a new seniority date shall beestablished based on the date of rehiring.

D. DEPARTMENT SENIORITY1. Departmental seniority is defined as the length

of an employee's continuous employment within oneofthe departments of the Hospital listed below. Sepa-rate departmental seniority lists shall be maintainedfor the following groups of employees:

a. Business Office c. Housekeepingb. Dietary d. Laundry

-10-

-11-

i. Laboratoryj. Physical Therapyk. PharmacyI. Respiratory Therapy

e. Plant Operation &Maintenance

f. Purchasingg. Medical Recordsh. X-Ray2. An employee's departmental seniority shall

accumulate continuously from the date they are firstemployed in such department until terminated byany circumstances enumerated in sub paragraph 3below.

3. Departmental seniority shall be terminatedwhen:

a. the employee's seniority is terminatedunder Paragraph C, sub paragraph 3.

b. an employee is transferred to another de-partment at their own request; providedthat their original departmental seniorityshall be maintained for not over thirty (30)working days to permi t a trial period in theirnew department. This provision is applic-able to all permanent transfers herein.

c.when an employee fails to report forwork after a leave of absence or withinthe time limits of their leave of absencein accordance with Article XIII.

4. When an employee's departmental seniorityhas been terminated, and they are later employed inthe same department, a new department senioritydate shall be established for them based on the date oftheir reassignment in such department.

E. PROMOTIONS AND DEMOTIONS1. An employee shall have shift preference by de-

partmental seniority whenever a permanent vacancyoccurs within the classification.

2. When a job vacancy occurs, a notice will beposted within five (5) days thereafter and will beposted for three (3) days within the Department. Thenotice shall describe the job, designate the shift, areaand rate of pay and advise that applications will beaccepted from employees within the Department.

After the three (3) day period, the Hospitalagrees that there shall be no undue delay in theassignment and the vacancy shall be filled as soonas possible, but in any event within fifteen (15)days, subject to the applicable provisions ofthis Arti-cle.

When a vacancy cannot be filled by applicantswithin a department for any reason, then the Hospi-tal will post a notice on the bulletin board in the areaof the time clock for three (3) working days, describ-ing the job and rate and advising that applicationswill be accepted from employees within the Bargain-ing Unit. As soon as possible, but in any eventwithin fifteen (15) days, after the expiration of thethree (3) day period, the vacancy will be assigned,subject to the other provisions of this Article, exceptthat Hospital rather than departmental senioritywill apply with respect to paragraph 2. The Chair-person of the Union Grievance Committee shall re-ceive a copy of all job postings at the time such job isposted and also a copy of the signed postingswithin three (3)days after the po stings are takendown and the name of the successful applicantshall be circled.

If, in order to save time, a posting appears on bothdepartmental and Hospital boards at the same time,it is understood the departmental posting is to beconsidered first in the selection of an applicant.

-12-

3. When a job vacancy exists, assignments tohigher paid or more desirable jobs shall be basedprimarily on ability to perform the requirements ofthe job with the senior employee being given prefer-ence.

4. The following classifications have designatedareas which are posted and filled separately.Whenever there is a permanent vacancy in one ofthese areas the employees within the classificationshall be first given preference by their departmentalseniority and after such moves within the classifica-tion are completed the final opening shall be postedand filled in accordance with the posting proceduresprovided elsewhere in this Agreement.

1. Maids (Housekeeping)2. Kitchen Assistants (Dietary)3. Billing Clerks (Business Office)

Designated areas are listed in Exhibit D.5. Any employee assigned to a new or else a differ-

entjob shall have a breaking-in period of thirty (30)working days. During this time, ifthe employee is notretained in the new job or decides not to accept theassignment, they shall be reinstated in their formerjob.

6. Employees returning from vacation shall havethree (3) work days from the date of their return towork to make application forjobs posted during theirvacation absence. Suchjob listings shall be availablein the employee's departments and applications maybe made through their Departmental Supervisors.

7. There will be a separate seniority list for regu-lar part-time employees but Staff employees shallhave preference in all matters affected by seniority. Ifvacancies cannot be filled by the Staff employees

-13-

within that department, then they shall be offered tothe regular part-time employees of that departmentbefore they are posted on a Hospital wide basis.

8. Whenever a permanent vacancy in Local 206Acannot be filled by members ofthe Bargaining Unit ofLocal 206A it shall separately and specifically beposted on the Bulletin Board of Local 204 and prefer-ence shall be given to the senior employee who hasthe ability to perform the requirements of the job.

Whenever a permanent vacancy in Local 204 can-not be filled by the members of the Bargaining Unitof Local 204, it shall separately and specifically beposted on the Bulletin Board of Local 206A and pre-ference shall be given to the senior employee who hasthe ability to perform the requirements of the job.

The employee transferring to fill the vacancy shallbe entitled to a thirty (30)working day trial periodduring which time the employee may elect to transferback or the employer may elect to transfer the em-ployee back to the Bargaining Unit of Local 204 orthe Bargaining Unit of 206A as the case may bewithout loss of seniority or benefits. Other employeesaffected shall be transferred back to their originalpositions.

For the purposes of vacation, longevity and retire-ment benefits, an employee's seniority shall be com-puted as of the original Hospital seniority date andshall not be affected by paragraph D-3 above. Onlythose specific benefits listed in this sub paragraphshall be carried over if an employee transfers inaccordance with the above.

F. LAYOFF AND REHIRING1. When a reduction in the working force is neces-

sary, employees shall be laid off in accordance with

-14-

departmental seniority; that is, the employee withthe least departmental seniority shall be laid offfirst,etc. In the selection of employees for layoff, the Hos-pital shall be obligated to retain those employeeswith the greatest seniority, provided such employeeshave the ability and are physically able to performthe duties of the job which is open. Staff employeesshall have preference on layoff or rehiring over regu-lar part-time.

2. Whenever any employee is to be laid off, theHospital shall notify the employee and meet with theGrievance and Negotiation Committee at least 24hours in advance of such layoff. If there is to be alayoff involving more than five (5) employees, theInternational Representative shall be invited toattend the meeting with 48 hours notification pro-vided by the Hospital.

3. Laid off employees shall be rehired in accord-ance with departmental seniority; that is, the em-ployee with the greatest seniority shall be rehiredfirst, etc., provided that the employee rehired musthave the ability and be physically able to perform theduties of the job that is open.

4. When a reduction in force is necessary within agiven department or employees are already on layoff,preference shall be given to those employees for em-ployment in other departments where vacanciesexist, provided they have the ability to perform thework, and when this occurs such employees shallhave their seniority maintained in their original de-partment unless they fail to return when called backto said department.

5. When rehiring laid off employees, the Hospitalwill notify them by registered mail at their lastknown address. If such employees do not notify the

-15-

Hospital within ten (10)days from the mailing date ofsuch notice that they will report for work on the datespecified, or give satisfactory reasons for delaybeyond such time, they shall be considered as havingquit, and all seniority shall be terminated. If theperson called is not readily available within a twen-ty-four (24) hour period, the Hospital may call in thenext employee in line and they shall be given a mini-mum of five (5) days work, after which the properperson could come in to work.

6. Notwithstanding any of the seniority rules con-tained herein, the Local Union President and Chair-man of the Grievance Committee shall, during theirterms of office, be placed at the head of their depart-ment seniority list, provided however that this pref-erential seniority shall be only for the purpose ofdetermining layoffs and rehiring. Departmentalstewards shall also have preferential seniority with-in their department for this purpose providing theyhave the ability to perform the necessary work. Thispreferential seniority will be secondary to the Presi-dent and Chairman ofthe Grievance Committee. TheChairman of the Grievance Committee shall beplaced on the day shift if the needs ofthe departmentwill permit.

7. An employee whose job is abolished shall havethe right to exercise their seniority and bump eitherlaterally or to a lesser paid job within their depart-ment, provided they have the ability and are physi-cally able to perform the duties of the job which theyare seeking.

G. SENIORITY,LISTS1. The Hospital will furnish a current list of em-

ployees (Staff and Regular part-time) which shallinclude the employee's name, Hospital, staff and de-

-16---

partmental seniority dates, classification and classi-fication rate ofpay. Departmental seniority lists willbe posted in each department and revised semi-annually. Hospital seniority lists will be revisedevery six (6)months. Copies ofboth lists will be givento the International Representative, President ofLocal Union 204 and Chairman of the GrievanceCommittee. The Union shall have the right to protestthe accuracy of such lists within 30 days from thedate of this Agreement or from any future revision.

2. Any employee appointed to a Supervisory posi-tion, or any other position not subject to this Agree-ment, and who is demoted from such employmentwithin ninety (90) calendar days shall be reinstatedto the Bargaining Unit with their original senioritydate, and be reinstated in their original job if theirseniority entitles them to do so. Ifnot, their job shallbe determined by mutual written agreement be-tween the parties hereto. After ninety (90) calendardays, their return to the Bargaining Unit shall besubject to Union agreement.

H. TEMPORARY VACANCIESAND TRANSFERS

1. A job will be considered vacant when the em-ployee holding the job has quit, is discharged, de-moted, promoted, transferred or when it is a newlycreated job. All other vacancies shall be consideredtemporary.

2. If, in the opinion of either the Hospital or theUnion, a temporary job which has been temporarilyfilled should no longer be considered a temporaryvacancy, it will be advertised and filled as per para-graph E.

-17-

3. Temporary vacancies within a classification ordepartment that exist for thirty (30) days or moreshall be posted in accordance with E (2) and filledfirst by employees in order of their departmentseniority within the classification, and thereafter toother employees in the department in order ofdepart-mental seniority who have the desire and ability toperform the duties ofthejob. All temporary vacanciesshall be filled that have been historically filled as perExhibit C. Temporary vacancies of thirty (30)days orless shall be filled first by the use of float employees,then part-time employees, then by overtime.

4. Employees shall not be allowed to fill temporaryvacancies in other departments except in cases ofemergency and with mutual consent of the Hospitaland the Union, unless the temporary vacancy is ex-pected to exist or in fact does exist, for sixty (60) daysor more. It shall then be posted and filled in accord-ance with E (2) of this Article. The time of postingshall coincide with the expectations. If the temporaryvacancy is to be eliminated within a short time aftersixty (60) days the question of posting shall be dis-cussed with the Union and if agreeable with theUnion, the vacancy shall not be posted.

5. Employees who are awarded temporaryvacancies in their own Department or in anotherDepartment in accordance with 3 and 4 above,shall not have the right to sign another tempor-ary vacancy until the employee has completedtheir assignment in such temporary vacancy.

6. Employees temporarily assigned or transferredto a lower paid job shall receive their regular rate ofpay.

-18-

7. Employees temporarily assigned or transferredto a higher paid job shall receive the rate ofthe higherpaid job for the hours of work on the higher paid job.

8. Such assignments and/or transfers shall not bemade to deprive other employees of overtime pay.

9. Management cannot unilaterally transferemployees during their shift from one department toanother without mutual consent of the partieshereto.

ARTICLE IVRepresentation & Grievances

A. For the purposes of representation in negotia-tions and in the grievance procedure, the Hospitalrecognizes the Union Grievance and NegotiationCommittee of five (5) members and one Steward foreach of the following departments:

1. Business Office2. X-Ray3. Medical Records4. Pharmacy - Purchasing - Physical Therapy5. Housekeeping6. Laundry7. Plant Operation and Maintenance8. Dietary9. Laboratory

10. Respiratory TherapyAdditional stewards may be assigned by the Union

where needed and within reason.B. 1. The Grievance and Negotiation Committee

and Stewards shall be compensated for all workingtime lost and all unscheduled time spent in adjustinggrievances or in contract negotiations.

-19-

2. Compensation for unscheduled time shall be atthe straight time hourly rate and shall not counttoward the calculation of any penalty or premiumpay section ofthis Agreement excluding weekly over-time. Any employee who is receiving Sickness andAccident benefits or Worker's Compensation benefitsfor the day of the meeting or who is absent due todisciplinary layoff shall not receive any compensa-tion under this paragraph.

Scheduled and/or unscheduled time as referred toabove shall be limited to a total of eight (8) hours perday toward the computation of the weekly overtime.

C. The Union will notify the Hospital in writingthe names of all Union Officers and Aides and theHospital will only recognize those persons namedupon the latest list so furnished. No employee mayserve as Steward in any of the above departmentsuntil they have in their probationary period of 60days.

D. In case of a Leave of Absence for any reason bythe Chairman of the Grievance Committee, the Hos-pital shall recognize an alternate either elected orappointed by the Union and so certified in writing.

GRIEVANCE PROCEDUREA. A grievance is defined as any controversy be-

tween the parties hereto; or between the Hospital andany employee covered by this Agreement, which re-lates to:

1. Working conditions at the Hospital applicableto this Bargaining Unit, not specifically covered bythe Agreement, or

2. Interpretation or violation of any provision ofthis Agreement.

-20-

3. Topromote maximum harmony of relationship,it is essential that sources of grievances be detectedpromptly. Therefore, to insure promptness, it isagreed that to be recognized, a grievance must befiled within 45 days following the occurrence of thecondition leading to the grievance.

B. The following procedure is to be observed in thesettlement of grievances:

1. Any employee having a complaint or grievanceshall take the matter up with the Department Head,their Steward being present or absent. If the Stewardwas not present and the matter is still unresolved,then another meeting between the employee and theDepartment Head with the Steward shall take placeto try to effect settlement. The Chairman of theGrievance Committee may substitute for Depart-mental Stewards in case of absence only.

2. If Step #1 does not effect a settlement, thenwithin four (4) working days from the meeting be-tween the Steward and the Department Head, thegrievance shall be reduced to writing by the Depart-ment Steward or Chairman of the Grievance Com-mittee. They, together with the Department Headshall meet within five (5)working days after submis-sion of the written grievance and try to resolve thematter. Within five (5)working days of this meeting,the Department Head shall give a written answer onall copies of the grievance.

3. If Step #2 does not effect a settlement thenwithin seven (7) days from receipt of the writtenanswer provided above, the grievance shall be refer-red to the Director of Personnel who shall meet withthe Grievance Committee at the Hospital withinseven (7) days after the referral to try to resolve thematter. As soon as possible, but within the seven (7)

-21-

days after conclusion of this meeting, the Director ofPersonnel shall submit the Union a written state-ment of the Hospital's decision or position withrespect to such grievance. Failure to do so shall con-stitute acceptance of the Union's position. Suchanswer shall give an explanation of the Hospital'sposition. The foregoing, however, shall not limiteither the Hospital or the Union from making anyclaims whatever in any arbitration hearing in sup-port of or in opposition to a particular arbitratedgrievance(s). Failure to give such an explanationshall constitute acceptance of the Union's positionand the grievance shall be so resolved.

4. If Step #3 doesnot effect a settlement, the griev-ance shall be referred to the Assistant Administratorand/or the Administrator and a representative of theInternational Union and it shall be their responsibil-ity to communicate with each other in setting up ameeting. They, together with the Grievance Commit-tee and Personnel Director shall meet at the Hospitalwithin fourteen (14)days after receipt of the writtenanswer given at Step #3 and try to resolve the mat-ter. As soon as possible, but within fourteen (14)daysafter conclusion of this meeting, the AssistantAdministrator or Administrator shall submit to theInternational Representative a written statement ofthe Hospital's decision or position with respect tosuch grievances with copies to all members of theGrievance and Negotiating Committee. Failure to dososhall constitute acceptance ofthe Union's position.

5. In the event the matter is not resolved in Step#4 and within fourteen (14) days from receipt of thewritten answer ofcompletion ofStep #4 the grievingparty with the consent of the other party may submit

-22-

the matter to the Michigan Employment RelationsCommission requesting the assistance of a mediator.

6. If Step #4 and/or the Michigan EmploymentRelations Commission Step, whichever the case maybe, does not effect settlement, the party which initi-ated the grievance or grievances shall have the rightto submit the matter to arbitration; provided thatsaid party shall give written notice to the other partyof its intention within forty (40) days after receivingthe written statement provided for at the conclusionofStep #4 or within forty (40) days after the meetingprovided for in the MERC step, whichever the casemay be. If the party which initiated the grievance(s)does not give notice as provided above within. thetime specified, the grievance shall be deemed to havebeen settled or withdrawn. If the right of arbitrationis exercised, both parties shall promptly take thenecessary steps for selection of an arbitrator, inaccordance with rules and regulations of the Amer-ican Arbitration Association. The party that initi-ated the grievance or grievances may, with mutualconsent of the parties, elect to submit them to theExpedited Labor Arbitration Tribunal instead of theregular method as outlined above. If this is done, allother provisions shall still be applicable to the partieshereto.

7. Time limits shall only be extended in all steps ofthe grievance procedure by written mutual agree-ment. Failure to do so shall constitute acceptance ofthe other party's position and the grievance shall beso resolved.

8. The arbitrator shall have jurisdiction andauthority to interpret and apply the provisions ofthisAgreement insofar as it shall be necessary to thedetermination of the grievance before him, but he

-23-

shall have no jurisdiction or authority to alter oramend in any way the provisions of this Agreement.

9. The cost of such arbitration shall be borneequally by the Hospital and the Union and the deci-sion of the arbitrator shall be final and binding onboth parties.

C. In all steps ofthe grievance procedure describedabove, either the Hospital or the Union shall have theright to specify that the aggrieved employee or theirDepartment Head, or both, be called in to discuss thedetails of the grievance in the presence of the properrepresentatives of both the Hospital and the Union.

D. If either party, as such files a grievance it shallbe introduced in the Third Step of the GrievanceProcedure.

E. No monetary claim by an employee covered bythis Agreement or by the Union against the Hospitalshall be valid beyond the pay period prior to the payperiod in which the grievance was first filed in writ-ing, unless the circumstances of the case made itimpossible for the employee, or the Union, as the casemay be, to know that the employee or the Union hasgrounds for such claim prior to that date; in whichcase, the claim shall be limited retroactively to aperiod of forty-five (45) days prior to the date theclaim was first filed in writing.

F. Whenever a committeeman or a steward finds itnecessary to leave their regular work or departmentfor the purpose of attending Union meetings of anytype, or to investigate any grievance, or to executeany phase of the grievance procedure, they shallnotify their Department Head, but shall not leaveuntil a substitute worker is provided in their placeif necessary. The Department Head shall actimmediately to secure such substitute worker.

-24-

G. Permission shall be granted to the Internation-al Representative of the Union to enter the Hospitaland visit any department at any time provided heobserves the code of propriety.

ARTICLE VStrikes & Violations

A. Adequate procedure having been provided forthe equitable settlement of any grievance arisingunder this Agreement, the parties hereto agree thatthere shall be no suspension ofwork through strikes,slowdowns, lockouts or otherwise during the life ofthis Agreement.

B. The Hospital shall have the right to dischargeor discipline any employee participating in anystrike, slowdown or other suspension ofwork; and theUnion agrees not to oppose such action. However, it isunderstood that the Union shall have recourse to thegrievance procedure as to matters of fact in thealleged action of such employee.

C. In the case of any strike, slowdown or othersuspension of work not authorized by the Interna-tional Union, the Local Union, or any of their Offic-ers, the Hospital agrees that neither the Internation-al Union, the Local Union, nor their Officers shall beliable for damages, provided that the Union shallpromptly and in good faith use every reasonablemeans at its disposal to bring about a resumption ofnormal operations.

D. Notwithstanding any of the above three para-graphs of this Article to the contrary, it shall not beconsidered a breach ofthis Article and Agreement forany employee or Union member covered hereunder torefuse to cross a picket line or work behind a picketline which has been established as the result of a

-25-

dispute between the Hospital and any bonafide LaborUnion, or other locals affiliated with this Interna-tional Union.

ARTICLE VIHours & Overtime

A. The normal workweek shall begin with the firstshift starting Sunday A.M. and ending with the lastshift starting Saturday P.M., except where otherwisestated. Should conditions arise whereby the work-sheet must be cut to less than forty (40) hours or areduction of force, the matter shall be a subject ofnegotiations between the Union and the Hospital at ameeting prior to any change. Both staff and part-timeemployees shall be regularly scheduled for not lessthan seven (7) days and those on rotating shifts forthe period of their rotation. All regularly scheduleddays shall be filled in on all schedules. Any changethereafter shall be by mutual written consent of theparties hereto. New schedules shall be subject to theGrievance Procedure as to their reasonableness tothe employees involved. Employees schedules shallbe posted on Departmental Bulletin Boards seven (7)days prior to the start of their schedule. The regularlyscheduled work days as to a full time employee shallnot be less than eight (8) consecutive hours.

1. There shall be two (2) fifteen (15) minute coffeebreaks each day for all employees. The Hospital shallfurnish the coffee.

2. Notwithstanding the above, there shall be three(3) fifteen (15) minute coffeebreaks for all employeesin the Laundry Department from May 15 throughSeptember 30.

3. There shall be a paid thirty (30) minute lunchperiod, however, employees are subject to call as per

-26-

past practice. Any employee at work and called awayfrom lunch for work duties shall receive a replace-ment lunch of equal value and adequate time to con-sume it.

B. 1. For the purpose of computing overtime,eight (8) hours shall constitute a days work. All timeworked over eight (8) hours in any twenty-four (24)hour period, and all time worked over forty (40) hoursin anyone workweek shall be paid at the rate of timeand one-half; provided that overtime rates shall notbe paid when more than eight (8) hours in twenty-four (24) are worked as a result of employees tradingshifts for their own convenience except thatwhenever overtime is already scheduled the em-ployee working the overtime shall be paid the over-time.

a. Hours worked on a day scheduled off count forthe over eight (8) in twenty-four (24) hoursclause and also the over forty (40) hours perweek clause.

b. Hours worked on the 6th day in the workweekwhich are over eight (8) in a twenty-four (24)hour period and over forty (40) in the work-week shall only be paid at time and one-half.

c. Hours worked over eight (8) in a twenty-four(24) hour period on a day scheduled work donot count in computing weekly overtime.

d. Scheduled days lost because of paid vacationdays, personal leave days, funeral leave days,and short term Union leaves shall be countedas days work (8 hours) in cOplputing daily andweekly overtime.

B. 2. All employees who work on Saturday shallreceive a premium of75~ per hour worked ($1.00 perhour worked effective 7/1/81). For purposes of this

-27-

paragraph Saturday is defined as the 24 hour periodbeginning 11 p.m. on Friday evening. All employeeswho work on Sunday shall receive a premium of$1.00per huur worked. For the purpose of this paragraph,Sunday is defined as the 24 hour period beginning at11 p.m. on Saturday evening.

C. Definition of employees for purposes of thisAgreement:

1. Staff Employees: Employees holding staff posi-tions and scheduled to work forty (40) hours perweek.

2. Staff Swing: Employees who are regularlyscheduled on a forty (40) hour per week basis to fill offdays for staff employees in one or more classifica-tions. Swing employees shall receive the rate of thehighest job worked on plus 5<t.

3. Staff Float Employees: Employees who shall bescheduled no less than 24 hours per week and whoshall be used primarily to cover temporary vacancieswithin a classification and also temporary vacanciesbetween two or more classifications. They shall re-ceive the rate of the classification they work in plus10<t. Staff floats shall be given preference for anyadditional available hours up to forty (40)in theworkweek, ahead of any HStudent Employees"as defined in Article XVI, Para. I.

4. Part-time Employees: Employees who arescheduled to work not less than 16 hours per week,but shall not exceed 24 hours per week.

The number of part-time employees shall notexceed a maximum total of fifteen (15)unless bymutual consent of the parties hereto.

5. Staff Swing and Staff Float are considered StaffEmployees as such and shall be entitled to all the

-28-

benefits ofthis Agreement unless expressly providedotherwise. Part-time employees shall be entitled toall benefits ofthis Agreement except such limitationsas are placed on them. It is recognized that Floats,Swings and part-time should be kept at a mini-mum and therefore the creation of these jobcategories and/or the number of employees inthese categories shall be subject to prior reviewwith the Union Committee as to their necessity andany dispute arising therefrom shall be subject to theGrievance Procedure.

6. The Hospital shall not reduce hours of work foranyone solely to prevent people from gaining staffstatus. Any part-time employee, if qualified, whorefuses full time staff within their department whichwould upgrade or maintain their classification, shallhave a new department seniority date, provided,however, the Department Head will approach inorder of seniority part-time employees in the depart-ment. If they refuse the position, they will be re-quired to sign a refusal slip and their departmentalseniority date will be changed to the date of refusal.

D. Stand-by and Call-in pay for Laboratory andX-Ray Employees.

1. Laboratory employees shall only be on standbyFriday, Saturday, and Holiday nights (11-7 shift).

Laboratory employees on standby shall receiveFifteen ($15.00) Dollars standby pay in addition tocall-in pay.

2. a. X-Ray employees on stand-by for all days ex-cept holidays and period from 8 a.m. Sundayto beginning of workday Monday a.m. as setforth below, shall be paid $15.00 stand-by payin addition to call-in pay.

-29-

b.There shall be two call periods on Sunday inthe X-Ray Department; the first being from 8a.m. Sunday until 8 p.m. Sunday; and thesecond being from 8 p.m. Sunday night untilthe beginning ofthe workday on Monday a.m.Each employee on call during these periodsshall be paid $15.00 stand-by pay in additionto call payas per paragraph c below.

c. The parties hereto agree to meet every six (6)months from July 1, 1977 for the purpose ofreviewing the status of call-in for the Labora-tory and X-Ray Departments. Statistics shallbe compiled and used in the review with theobjective of determining if full shifts shouldbe established. The meeting shall be initiatedand mutually arranged by the PersonnelDirector and President of Local Union 204.

3. Except as otherwise provided, Laboratory andX-Ray employees called out while on stand-by shallbe paid for the hours worked or a minimum of twohours, whichever is greater, at the rate of pay com-puted according to the provisions of paragraph B.Article VI. Lab and X-Ray employees on a call outwho have additional cases on which work has beenordered will not be paid additional callouts unlessthey have punched out and left the Hospital beforethe arrival of the new patients.

4. Laboratory and X-Ray employees on call outwill not be assigned unrelated routine work in orderto have them fill in the two (2) hour call out.

E. 1. Any employee ordered and reporting forwork at any time shall receive a minimum of four (4)hours pay. Employees will not be deliberatelyassigned to do unrelated work, or work which couldbe done during regular working hours in order to try

-30-

to have them fill in the four (4) hour call out, exceptthat persons called out to fill a vacancy will completethe shift in which the vacancy occurred.

2. Employees reporting for work in their regularshifts without having been properly notified thatthere will be no work shall receive a minimum of four(4) hours pay at their regular rate. This does notapply to employees trading shifts for their ownconvenience.

3. Any time an employee is asked to come in priorto the beginning of their regular shift, and. workinginto their regular shift, they shall receive a minimumof two (2) hours pay in addition to the hours actuallyworked except;

a. employees reporting on earlier shifts to covervacations or leaves of absence will only receivethe two (2) hours pay on the first day of suchvacancies.

b. employees working eight (8) hours or moreprior to their shift shall not qualify under thisprovision.

4. Any time the Surgery Maid is ordered on stand-by or is called out Monday through Friday, suchemployee shall receive $5.00 per shift stand-by pay.Saturdays, Sundays and Holidays shall be $10.00 pernight. The Surgery Maid shall have preference forthis purpose, and as in sub-paragraph 1,no unrelatedwork shall be assigned. If unavailable, the next mostqualified senior employee desiring the hours willhave preference.

5. Employees work schedules shall not be changedfor the period covered by the schedule for the purposeof avoiding overtime.

-31-

6. Employees reporting late for work will be dock-ed at the rate of 1I10th of the regular hourly rate foreach six (6) minutes late.

7. Any employee called one (1) hour prior to theshift starting time for the purpose offilling a tempor-ary shift vacancy and who arrives within one (1) hourof the shift starting time shall receive no less thaneight (8) hours pay.Any employee called after the shift starting

time for the purpose of filling or completing atemporary shift vacancy and who reports withintwo (2) hours of the shift starting time shallreceive no less than (8) hours pay.

F. DISTRIBUTION OF OVERTIME1. Available hours ofwork resulting from tempor-

ary vacancies will be filled on a straight time basisthrough the use of Float employees or part-time em-ployees. Overtime shall be distributed among theemployees in the department in the same job classi-fication on as equitable a basis as possible. If theemployee is not available in the job classificationwhere overtime work is necessary, then the overtimeshall be distributed among the staff swing who workin the classification. If a position is still unfilled, itshall be offered to all other staff employees outsidethe classification but wi thin the department.Whenever practical the person with the least amountof overtime hours shall be asked first.

2. A chart shall be maintained and kept posted ineach department, revised at the end of each payperiod, the Department Head shall also maintain anup-to-date continuous daily chart to prevent mis-takes in offering and charting of overtime, showingovertime hours worked and also the total unsched-

-32-

uled overtime hours available to each employee, butnot worked through no fault of the Hospital. Theovertime chart as of 4 p.m. Friday governs all over-time for the weekend up to the first shift on Monday.Overtime hours paid shall be converted to straighttime hours for charting purposes. Employees shallnot be charged more than a maximum of twelve (12)hours (red hours) per day.

3. a. Where overtime is available and two (2) ormore employees are equal in overtime, then theemployee with the most departmental seniority shallbe the first offered such overtime.

b. If overtime is necessary and no one desires theovertime and two employees within the classificationare equal, then the employee who has the most redovertime shall be required to work the overtime first.In those classifications where it is impossible to man-datory within the classification, it is understood thatswing employees who work in the classification, ifavailable, would be first in line followed by all otheremployees. Until red overtime is established afterJuly 1 of each year, the previous yearly red overtimechart shall be used for purposes of this paragraph.

4. When an employee is transferred to a classifica-tion permanently, they shall receive an average ofthe overtime charged to the employees in this classi-fication permanently.

5. When an employee goes from their permanentclassification to a temporary classification or fromone temporary classification to another temporaryclassification for purposes of overtime, they will begiven the overtime of the employee in this classifica-tion who is highest in overtime and would be the lastone in this classification to receive overtime. Whenthey return to their own permanent classification

-33-

they will be marked in red if any overtime was avail-able to them in their permanent classification whilethey were filling the temporary vacancy. However,such red overtime shall be subtracted by any blackovertime worked in the temporary vacancy and thesubtracted hours shall be added to the black hours.(Example - see Exhibit E).

6. When an employee is off sick, on disciplinarysuspension, injured or on leave of absence and itwould have been their turn to work overtime if theywould have been here, they will be marked in red onthe overtime chart for the hours they could haveworked, provided, however, the employee's first dayof illness cannot be charged against that employee.However, if other overtime is available. on that dayand the employee who is off sick would have beenoffered those hours, then they will be charged thosehours without being called. Illness absence beyondone day required that the employee will be chargedwith overtime hours when it would have been offeredto them if they were available, even though it's theirown absence which created such overtime.

7. When an employee is offon vacation, their over-time will remain the same as when they left to go onvacation.

8. The difference in hours between the low man inovertime in a classification and the hours received bythe other employees in the same classification shallbe carried over on the new yearly overtime chart. Ifthere is only one employee in a classification theyshall start at zero.

9. a. For the purpose of contacting employees forwork assignments to which they are entitled inaccordance with the appropriate contract provisions,no Hospital representative will be required to leave

-34-

the Hospital premises. Employees who cannot be con-tacted by telephone, and therefore are unavailablefor the overtime work to which they are entitled, willbe marked in red for such overtime hours. An em-ployee with no telephone or an unlisted telephonenumber who refuses to provide such number to theHospital will automatically be charged for thosehours which would have been offered by phone.

b. When an employee is being contacted for over-time by telephone and the party who is calling theemployee gets a "busy" signal on two separateattempts to place the call, they will then contact thenext employee low in overtime.

ARTICLE VIIWages & Longevity

A. The persons employed in the job classificationsset forth on Schedule A shall be paid the wages setforth therein during the term of this Agreement,except that new employees, during their probation-ary period, shall be paid 5<tper hour less. Schedule Ashall reflect an increase in all classifications in theamount of 7.5% effective July 1, 1980; 7.0% effect-ive July 1, 1981 and 6.6% effective July 1, 1982.

B.Shift Effective

Period Period Covered Premium July 1, 19811 6 a.m. - 2 p.m. 0 02 2 p.m. - 10 p.m. 20<t 30~3 10 p.m. - 6 a.m. 25<t 50~

In all cases, shift premium shall be paid on thebasis of actual hours worked in each of the aboveperiods; provided that, when an employee performscontinuous work during more than one of the aboveperiods, they shall receive shift premiums for the

-35-

total hours of continuous work based upon the shiftpremium applicable to the period in which the major-ity of such hours fall. (In case hours of work fallequally into two periods, the higher premium shall bepaid for all hours worked).

C. The job classifications and wage rates as listedin Schedule A shall remain fixed and unchangedduring the life of this Agreement and there shall beno combining of job classifications, except that it isrecognized that changing conditions and circumst-ances may from time to time require the installationof new wage rates or adjustments of existing wagerates, because of the creation of new jobs or changesin the duties of existing jobs. When a new job isestablished, or when changes in an existing job haveresulted in a substantial change in the duties ofsame, the Hospital shall set a temporary rate forsame and put it into effect; such rate being subject toreview by the Union in the manner provided below:

At the time of putting such temporary rate intoeffect, the Hospital will notify the President of theLocal Union of its action. If the Union wishes tonegotiate for a revision ofsuch rate, it shall notify theHospital Administrator within fifteen (15)days afternotice from the Hospital has been given. If, after ameeting of the parties, no agreement is reached, theUnion may file a grievance within fifteen (15) daysafter such meeting; the basis of such grievance beingthe question of fairness of the rate to be established.The rate determined at the conclusion ofnegotiationsor grievance procedure shall be retroactive to theoriginal date when the temporary rate was put intoeffect. If the Union fails to take the required actionwithin the time limits specified above, the temporaryrate established by the employer shall become

-36-

permanent and not subject to change for the remain-ing term ofthis Agreement. If, at any time, the Unionfeels that a new job has been created and has not beenestablished and classified by the Hospital, or that theduties of existing jobs have changed substantially,the Union may take this up pursuant to the grievanceprocedure.

The Hospital shall at all times give the Unionnotice of any changes injob duties and/or responsbili-ties.

D. When any employee feels the nature of theirwork entitles them to a change in their job classifica-tion, this matter shall be presented to the Hospitalthrough the regular grievance procedure.

E. The job descriptions for each departmenthave been mutually agreed upon and form apart of this agreement. Any changes hereaftershall be by mutual agreement and such changesshall then be attached to the job description.Any changes in the job rate shall follow the pro-cedures in Paragraph C above.

F. Payment of wages shall be made weekly onThursday. During a week in which a holiday falls payday shall be on Friday, except if the holiday falls onThursday every possible effort will be made to pay onWednesday. Any adjustments of $10.00 or more onemployee checks shall be made within twenty-four(24) hours of payment of wages.

G. LONGEVITY BENEFITS1. 2% of gross annual pay based on last complete

fiscal year on completion of five (5) years ofservice.

-37-

2. 3% of gross annual pay based on last completefiscal year on completion of ten (10) years ofservice.

3. 4% of gross annual pay based on last completefiscal year on completion of fifteen (15) years ofservice.

4. 5% of gross annual pay based on last completefiscal year on completion of twenty (20) years ofservice.

5. Temporary or regular part-time employeesshall not accumulate for longevity time, buttime spent on staff status will accumulate to-ward longevity benefits.

6. Longevity payment will be received on approx-imately December 1 of each year.

7. Only those new employees who have re-ceived pay for 1000 hours or more fromtheir date of hire until the end of the fiscalyear will receive longevity payment for thatyear.

8. An employee who leaves the service of theHospital shall be entitled to prorated longevitypayment.

ARTICLE VIIIHolidays

A. The following days shall be recognized as holi-days: New Years Day, Washington's Birthday,Good Friday, Easter Sunday, Memorial Day, Inde-pendence Day, Labor Day, Thanksgiving Day andChristmas. If any of the above holidays fall on aSunday, with the exception of Easter and Christmas,the following Monday shall be considered the holi-day. If any of the above holidays fall on a Saturday,

-38-

employees shall receive holiday pay for that day pro-viding that they meet the conditions ofparagraph B below.

B. 1. Employees who do not work on the holidaysspecified above shall receive as holiday pay, eight (8)straight time hours pay at their regular rate of pay,exclusive ofshift differentials, provided they meet allof the following conditions:

a. A new employee shall not be eligible for holi-day pay until after thirty (30) days from thedate of their employment.

b. The employee shall perform work in thetwelve (12) calendar day period immediatelypreceding or the twelve (12) calendar dayperiod immediately following the holiday.Should a holiday occur during the first twelve(12) days that an employee, who is otherwiseeligible for holiday pay, is laid off, they shallreceive the appropriate holiday pay.

c. The employee shall have worked their sched-uled hours of work on their last scheduledworkday preceding the holiday and also ontheir first scheduled workday following theholiday; provided, however, that absence ortardiness due to illness or other compellingpersonal reasons, supported by adequate proofof same, shall not disqualify an employee forholiday pay if they meet all of the other condi-tions stipulated.

d. Notwithstanding sub paragraph b above, anyemployee who is on vacation with pay shallreceive the extra eight hours holiday pay pro-viding they have worked their last scheduledday prior to the vacation and their first sche-duled day following the vacation; provided

-39-

however, that absence or tardiness due to ill-ness or other compelling personal reasons, in-cluding personal leave days and Union busi-ness days supported by adequate proof ofsame,shall not disqualify this employee for holidaypay.

2. Employees scheduled to report for work on aholiday, but who fail to report for and perform suchwork, shall not be entitled to any holiday pay. Em-ployees called out on a holiday who refuse to reportshall not be entitled to holiday pay; the above isqualified whereby they shall receive holiday pay if

a. The Hospital decides not to fill the vacancies.b. The Hospital makes no effort to contact all the

employees in the classification and conse-quently does not fill the vacancy.

3. Employees who work on a holiday shall be paidat two and one-half(2V2) times their regular straighttime hourly rate for the hours actually worked,except that when an employee works less than eight(8) hours on a holiday and is otherwise eligible forholiday pay, they shall receive the balance of theireight (8) hours of holiday pay for hours not worked.

4. For the purpose of this paragraph a holiday isdefined as a twenty-four (24) hour period beginningat 7 a.m. of the holiday, except for a shift whosestarting period may be between 5 and 7 a.m. in whichcase their 24 hour period would begin when theirshift started.

5. Employees not normally scheduled to work on aday which is a holiday shall not have the holidaycounted as hours worked for the purpose of comput-ing weekly overtime (such as rotating shift peoplewho are scheduled for a day off).Employees normally

-40-

scheduled to work on a day which is a holiday (such asscheduled day employees) and given the day off be-cause it is a holiday shall have the holiday counted aseight (8) hours of work for the purpose of computingweekly overtime. Actual hours worked on a holiday,not to exceed eight (8) hours, are to be counted for thepurpose of computing overtime.

C. An employee called and reporting for work on aholiday shall receive a minimum offour (4) hours payat double time and one-half.

D. Regular part-time employees shall receive asholiday pay four (4) hours at straight time pay attheir regular rate of pay, exclusive of shift differen-tials, provided they meet the conditions of paragraphB above.

ARTICLE IXVacations & Sick Leave

A. ELIGIBILITY FOR VACATION1. All staff employees, other than new staff em-

ployees and regular part-time employees, must work1000 hours in the vacation year to be entitled to avacation as provided for in Paragraph B below. Daysof S & A Insurance, paid personal leave days, juryduty, vacation, short term Union leave and days offdue to injury for which Worker's Compensationis paid by the Hospital, not to exceed one year for eachinjury, shall be counted as eight (8) hours of work foreach day for purposes of computing vacationeligibility.

2. New employees shall be required to work three(3)continuous months prior to July 1 to be eligible forvacation.

-41-

B. VACATION ALLOWANCE1. Any employee with from 1 to 5 years of Hospital

service on or before July 1 shall be entitled to two (2)weeks of vacation with pay for 10 working days. Anyemployee with 5 or more years of Hospital service onor before July 1 shall be entitled to three (3) weeksvacation with pay for 15working days. Any employeewith 10 or more years of Hospital service on or beforeJuly 1 shall be entitled to four (4) weeks vacations-with pay for 20 working days. Any employee with 15or more years of Hospital service on or before July 1shall be entitled to five (5) weeks vacation with payfor 25 working days. Any employee with 25 or moreyears of Hospital service on or before July 1 shall beentitled to six (6) weeks vacation with pay for 30working days.

2. New employees with one (1) year or less ofserv-ice onJuly 1 shall receive the following vacation: Anyemployee with from 9 to 12 months of Hospital serv-ice prior to July 1 shall be entitled to two (2) weeksvacation with pay for 10 working days; any employeewith from 6 to 9 months of Hospital service prior toJuly 1 shall be entitled to one (1) week vacation withpay for 5 working days; any new employee with from3 to 6 months of Hospital service prior to July 1 shallbe entitled to three (3) days vacation with pay forthree (3) working days. Any new employee receivinga vacation with pay prior to July 1 shall have suchvacation counted as a year of Hospital service fordetermining future vacations.

3. For each week of vacation that employees areentitled to receive they shall also receive a vacationbonus in the amount of $20.00 per vacation week.Vacation bonus checks shall be issued the third payperiod in July as separate checks and distributed to

-42-

all eligible employees. The above vacation bonusshall also apply to part-time employees but shall notapply to new employees with less than one week ofvacation. Part-time employees who receive one-half(V2) week ofvacation shall receive one-half (V2) oftheabove vacation bonus.

A day of vacation pay shall consist of eight (8)hours at the individual employee's average straighttime hourly earnings for the four week period endingtwo weeks prior to the beginning of the individual'svacation period. If a general increase in wage ratesoccurs during the fiscal year prior to the time thevacation is taken, such general increase will be in-cluded in the computation of the vacation pay, any-thing above to the contrary notwithstanding. If theemployee's vacation has been properly scheduled two(2)weeks prior to the date of starting their first weekof vacation, they shall, upon request, be given theirvacation check on the payday preceding their vaca-tion covering the amount of vacation they are cur-rently taking provided they have requested suchvacation pay at least two weeks in advance of thepayday on which the check would be received.

4. The determination of when vacations may betaken is left to the Department Head, who will pre-pare and post a vacation schedule for his department.The exact time of the vacation must be regulated bythe needs of the department. In choosing time forvacation, the oldest employee in departmentalseniority will have first choice, second oldest secondchoice, etc.

5. Vacation authorization forms will be distrib-uted by April! showing the amount of vacation eachemployee will have in the upcoming year. First andsecond vacation choices must be selected for the

-43-

first vacation period and forms returned to theDepartment Head by April 30th so a master schedulemay be prepared and posted by May 8, listing allapproved first vacation periods. During theperiod May 8 through May 22, employees mayrequest remaining vacation and allocationsmade based on their departmental seniority.This is not to say that once selected an employee doesnot have the option to change vacations.

6. Employees who split their vacation in units ofweeks, seniority will govern the choice of one vaca-tion period only. The period between May 8 and May22 shall be used to adjust the vacation schedule.Vacations changed after May 22 will be taken at atime that does not conflict with the vacation of anyother employee regardless of seniority.

Any employee with two (2) or more weeks ofvacation may, with prior notice and approval bythe Hospital, take one (1) week of vacation inunits of days.

7. Employees must take vacation time off in orderto receive vacation pay. An employee who fails totake their vacation within the vacation year in whichthey are entitled to it shall forfeit such vacation timeoffand vacation pay. Any employee asked not to taketheir vacation after the vacation time has beenapproved shall have the opportunity to take theirvacation time offfor vacation purposes before the endof the vacation year.

If, because of re-assignment or because of anyother circumstances beyond the control of theemployee, the employee is by the end of the vaca-tion year unable to use the full week of vacationdays that remain, then the employee will be paidfor such unused days at the appropriate rate.

-44-

8. Should an employee be off sick during theirscheduled vacation time, they may be permitted tochange their vacation to a subsequent date whichwill not conflict with another employee's vacation.Consideration of such request is contingent uponprompt notice and proof of illness to the employee'simmediate superior.

9. When an employee quits with reasonablenotice, is discharged for cause, retires or dies, they ortheir heirs, shall be paid for unused vacation payearned in the prior years, plus a pro-rata share of thevacation pay accumulated in the current year,however, the pro-rata shareJor the current year shallnot apply to the discharged cases. Such pay shall notbe considered as pay for time worked after date ofseparation.

10. A person who is in the military service, andwho returns to employment at the Hospital undersuch circumstances as to entitle him to rights underthe applicable provisions ofthe Selective Service Act,as amended, shall have the years of military servicecounted for purposes of determining the number ofweeks vacation to which the employee is entitled. Anemployee injured at the Hospital under circum-stances such that Worker's Compensation benefitsare paid by the Hospital shall have those years, dur-ing which Worker's Compensation benefits are paidfor at least 35 weeks per year, counted for the purposeof determining the number of weeks vacation towhich the employee is entitled once the employeereturns to work.

11. There need be no lapse of time between vaca-tions of two different years.

12. Regular part-time employees who have work-ed for the Hospital six (6) months prior to July 1,

-45-

1966, and new regular part-time employees em-ployed by the Hospital six months prior to July 1 ofeach year thereafter shall be entitled to 1/2 of thevacation allowance provided for staff employees inparagraph B above. Such vacation shall be computedon the same basis as staff employees and shall besubject to all other conditions of Article VIII. Staffemployees shall have preference in selection ofvaca-tion over regular part-time employees.

C. ADJUSTMENT OF VACATIONALLOWANCE TO JULY 1COMMON ANNIVERSARY DATE

1. The vacation year for all employees shall beginon July 1, 1967, and on the first day of July of eachyear thereafter. Weeks with days in each oftwo yearsshall be counted as being in that year which containsthe most days of the week.

2. Since vacations were prorated to July 1 in priorcontracts, it is now assumed that all employeesanniversary dates for vacation purposes is July 1.

D. PERSONAL PAID LEAVE DAYS1. Newly hired employees shall be prorated in

accordance with Exhibit F.2. Staff employees with one (1) or more years

of seniority as of July 1, 1980shall receive five (5)personal paid leave days.

Effective July 1, 1981 the personal paid leavedays shall be increased to seven (7).

Effective July 1, 1982 the personal paid leavedays shall be increased to eight (8).

3. All personal paid leave days must be usedby June 30 of each contract year.

-46-

4. No employee shall be allowed to work at theHospital on their designated personal paid leaveday or days.

5. Upon retirement or termination for any reason,employees shall be paid for all unused P.P.L. days attheir regular rate of pay. In the event of the deathof an employee, any unused P.P.L. days shall bepaid to the next of kin.

6. P.P .L. days may be used for illness or injuryif so desired by the employee.

7. Employees should give their Department Headreasonable prior notice when taking P.P.L. days. Arequest for such time off made at least 48 hours inadvance of the time off desired shall constitutereasonable prior notice. In case ofpersonal or familyemergency situations, the 48 hour requirement willbe waived. It shall also he waived whenever theemployees 'vacancy is not filled.

ARTICLE XInsurance

A. The Hospital shall make available to em-ployees and pay the entire premium on the followingBlue Cross-Blue Shield plan; ComprehensiveHospital; D45NM; MVF-l and ML (semi-private);Master Medical (Option 4) and Riders F-FC, PDP,FAE/RC and S-SA-SDGB. Present employees nowreceiving 40% of the monthly premium for singlesubscribers ward rate, in lieu of Blue Cross-BlueShield insurance, may continue to do so. Thoseemployees will be red circled; others cannot elect toreceive money in lieu of insurance.

B. The Hospital shall put into effect a life insur-ance plan whereby full time employees are insured

-47-

for $10,000 and regular part-time employees for$5,000 with the Hospital paying the full premiums.The Hospital shall provide a life insurance policy inthe amount of $5,000 for all present and future re-tirees. Accidental Death & Dismemberment insur-ance will be provided in the amount of the em-ployee's/retiree's straight life coverage until age 70.

C. The Hospital shall also put into effect a specialliability policy covering each employee in an amountnot less than $1,000,000.00.

D. Employees who are absent because of illness,injury, maternity leave, or who are laid off, shallhave their Blue Cross-Blue Shield, Life Insuranceand Dental coverage paid for by the Hospital foranother six (6)months after the month in which theirabsence started.

E. The Hospital agrees to provide and pay for Den-tal Expense Benefits for Local 204 Bargaining Unitwith full premium to be paid for staff employees andone-half premium to be paid for part-time employees.

Benefits shall be as follows: - Preventive Services- 100%;General Services - 85%; Prosthetic Services -50%(with Orthodontia a separate maximum benefitsof $500.00 per life time).

The maximum benefit for each calendar year is$1,000. This maximum applies separately to eachinsured family member. The plan also includes aone-time, lifetime $50 deductible for all present andfuture employees, including family members. Thereis no deductible on preventive services only.

F. All medication and drugs will be available tothe employee at invoice cost.

G. The Hospital agrees to provide and pay fora Sick and Accident (weekly income insurance)

-48-

Plan for Local 204 Bargaining Unit employeesincorporating the following benefits beginningon the 1st day of disability due to accident and/or hospitalization and the 4th day of disabilitydue to sickness. Benefits payable at $125.00perweek for Staff and $60.00per week for Part-timeup to a maximum of twenty-six (26)weeks.

1. You must be under the care of a duly qual-ified physician or chiropractor if you are dis-abled because of sickness.

2. You are considered totally disabled if youare unable to perform the duties of your occupa-tion.

3. Successive Absences - All an employee'sabsences will be considered as happening dur-ing one period of disability, regardless of anyinterruption in his insurance, except that:

a. An absence separated from the last pre-ceding absence by at least two (2)consecu-tive weeks of active work on full time isconsidered as happening during a differ-ent period of disability.

b. An absence due to a cause different fromand unrelated to the causes of all priorabsences, and separated from the lastprior absence by at least one day of activework on full time, is considered as hap-pening during a different period of dis-ability.

c. An absence due to a cause the same as, orrelated to, the cause of any prior absencewill be considered as happening during adifferent period of disability only ifboth ofthe following tests are met:

-49-

1.The current absence is separated fromthe last previous absence by at least oneday of active work on full time.

2.At least two (2)weeks of active work onfull time have intervened between thecurrent absence, and the last previousabsence due to the same cause, or acause related to the cause of the currentabsence.

4. Disabilities not covered are those resultingin injuries sustained while engaged in anyoccupation for remuneration or profit, or fromdisease for which Worker's Compensation orsimilar benefits are payable.

H. All active employees and all employees retir-ing (as herein defined) after July 1, 1975 and whobecome eligible for Medicare shall have the Medicarepremiums paid for by the Hospital. It shall be theresponsibility of the active employee or retiree tonotify the Hospital Personnel Office as to their eligi-bility. The Hospital shall not be liable for premiumsuntil such notification is received.

I. Definition of retired: For purposes of this para-graph, retirement shall be defined as any employeewho terminates their employment at Alpena GeneralHospital or is disabled as per this Agreement, andupon such termination or disablement is eligible todraw MERS benefits or Social Security benefits as aresult of their contributions. Proof of such eligibilitymust be made to the Hospital Personnel Officewithinsixty (60) days of the employee's termination date.Such proof if under Social Security would be a copyofthe award letter issued by the Social Security office.However, at the time of termination, the employee

-50-

must notify the Personnel Office of their intent toapply for Social Security benefits.

J. The insurance carrier shall be selected and/orchanged by mutual consent of the parties hereto.

ARTICLE XIFuneral Leave & Jury Duty

A. FUNERAL LEAVERegular full time employees will be permitted

upon proper notice to their supervisor, to be absentfrom work without loss of pay in accordance with thefollowing schedule upon the occurrence of the deathin the employee's immediate family of the personsnamed below:

Three (3) consecutive working days upon the deathof the employees:

Wife or Husband Father-in-lawChild Mother-in-lawFather BrotherMother SisterGrandchildren GrandparentsOne (1) working day upon the death ofthe sister-in-

law, brother-in-law, step children, step parents, son-in-law and daughter-in-law of the employe~.

As used herein, brother-in-law is defined to mean(1) the brother of one's husband or wife, (2) the hus-band of one's sister, (3) the husband of the sister ofone's spouse; and sister-in-law is defined to mean (1)the sister ofone's husband or wife, (2) the wife ofone'sbrother, (3) the wife of the brother of one's spouse.

B. Part-time employees, if scheduled or assignedto work on the agreed Hospital work schedule, will bepermitted, upon notification to their DepartmentHead, to be absent from work for one (1) work day

-51-

without loss of pay, upon the occurrence of the deathin the employee's immediate family, husband orwife's family consistent with paragraph A above.

C. Proof of death may be required by the Hospital.Such proof can be in the form ofnewspaper clippings,death certificate or obituary notices.

D. Leaves of absence shall be granted by the Hos-pital for additional time in connection with funeralleave and estate problems when necessary; suchleaves shall be without pay.

E. 1. Should an employee be on vacation, paidpersonal days, short term Union leave or medicalLOA of less than 30 days, when a death occurs, theyshall be given their funeral leave days with pay.However, the employee must notify the Hospital assoon as possible, but in any event, within twenty-four(24) hours of the time of the funeral so that appro-priate coverage and accounting can be handled.

2. Any employee on time off as described in thisparagraph when a death occurs shall be entitled toreceive funeral leave days provided above, and thepaid days offoriginally taken shall be returned to thebank of such benefit days.

F. JURY DUTYIt is agreed that the Hospital shall share in any

wage loss incurred by an employee (as distinguishedfrom a probationary employee) because ofjury serv-ice by payment of the difference between the amountreceived for such jury service on the day such em-ployee would have been regularly scheduled to workat their regular rates of pay.

-52-

ARTICLE XIIRetirement Plan

The retirement system for this Bargaining Unit isthe Michigan Employees Retirement System (Bene-fit C-l), with the waiver of Sec. 47F providing forno reduction in pension for those retirants lessthan 60,but at least 55years of age, with 25yearsor more of credited service becoming effectiveJuly 1, 1982.

ARTICLE XIIILeaves of Absence

A. Short Term Leave for Union Business1. In the event any employee or employees are

selected by this Union or any labor organization withwhich this Union is affiliated to perform any task orattend any meetings or institutes which necessitatesa leave of absence, up to two (2) weeks, they shall begranted such leave of absence without pay, providedthat care of patients or other necessary Hospital serv-ices are not unduly harmed by the number or classi-fication of such employees being absent. Seniorityshall accumulate and there shall be no loss of fringebenefits. Application for the above leaves of absenceshall be made to the Personnel Director through thePresident of Local 204.

2. Long Term Leave for Union BusinessIn the event an employee is elected or selected by

this Union or by any labor organization with whichthe Union is affiliated to peform any task whichnecessitates a leave of absence, they shall be grantedsuch leave of absence without pay and without loss ofseniority. No more than three (3) employees shall beon leave of absence simultaneously under the provi-sions ofthis clause. Leaves of absence for this purpose

-53-

shall be for an indefinite period. Application for theabove leaves shall be made to the Personnel Directorthrough the Staff Representative ofthe United Steel-workers of America.

B. Leaves of absence shall be granted in cases ofjob connected illness or injury, subject to medicalverification and to the following limitations:

1. At the expiration of eighteen (18)months anemployee shall not have any rights to their post-ed job, but shall retain their DepartmentalSeniority. If there is no vacancy in the Depart-ment, they shall have the right to displace theemployee with the least Departmental Seniority,provided they have the ability to perform theavailable work.

2. If the employee does not have the ability todo the job, then they shall have the right to bumpthe next junior employee, and etc. Employeesbumped out of their job can, in turn, bump later-ally or down (rate-wise).

3. An employee off work continuously for athree (3)year period shall lose all seniority andbe terminated.

C. Leaves of absence without pay shall be grantedfor a period not exceeding ninety (90) days for person-al injury or illness. Medical verification will be re-quired not later than the third day of absence. Suchleaves shall be renewed for periods ofthirty (30)days,subject to medical verification and the followinglimitations:

1. At the expiration of eighteen (18)months anemployee shall not have any rights to their post-ed job, but shall retain their DepartmentalSeniority. If there is no vacancy in the Depart-

-54--

ment, they shall have the right to displace theemployee with the least Departmental Seniority,provided they- have the ability to perform theavailable work.

2. If the employee does not have the ability todo the job, then they shall have the right to bumpthe next junior employee, and etc. Employeesbumped out of their job can, in turn, bump later-ally or down (rate-wise).

3. An employee off work continuously for atwo (2)year period shall lose all seniority and beterminated.

D. Leaves ofAbsence for good and sufficient causemay be granted for a period of thirty (30) days andmay be extended upon mutual consent of the partieshereto. Any employee who engages in other employ-ment will be considered as having quit.

E. 1. Employees who are elected to a politicaloffice in the municipal, county, state, federal govern-ment, or are appointed to public office, will begranted a Leave of Absence without pay and withoutloss of seniority, but will not accumulate seniority.However, such leave must be renewed by notificationto the Personnel Office at the conclusion of each termof office and prior to commencing another term ofoffice.

2. Leaves of absence for part-time political officeshall be granted with accumulation of seniority, butnot to exceed three (3) days in anyone month.

F. Upon application to the Personnel Office anemployee may be granted a leave of absence withoutpay for the purpose of job related education. Suchleave of absence may be granted for a period not toexceed two (2) years, provided that semester reviews

-55-

show that passing grades are being maintained. Anemployee absent on such leave who fails to submitacademic reports when requested shall be consideredas having voluntarily resigned.

G. An employee who becomes pregnant shall re-quest a maternity leave of absence not later than theend of the fifth month of her pregnancy, unless theHospital Administration, with the advice of herphysician, consents to her working after that date. Amaternity leave ofabsence shall end three (3)monthsfollowing the termination of her pregnancy, if theemployee is adjudged able to work by the physicianattending. However, iffurther leave ofabsence due tocomplication of this pregnancy is recommended byher physician an additional leave shall be granted bythe Hospital, nc.. to exceed ninety (90) days.

H. All leaves of absence must be recorded on aLeave of Absence form, to be furnished by the Hospi-tal. Forms shall be completed and returned to thePersonnel Office prior to such a leave, except inemergency cases. Approval shall be in accordancewith the above individual paragraphs.

I. Vacations, holidays, and other fringe benefits(unless otherwise stated) will not accumulate whilean employee is on Leave ofAbsence. However, a leaveof absence will not be considered an interruption ofcontinuous service for the purpose of eligibility forsuch benefits after return to work.

ARTICLE XIVSafety and Health

A. All legal obligations and duties imposed by lawupon the Hospital for the preservation of life andproperty shall be complied with to the fullest extent.

-56--

B. The employees will abide by all reasonablerules and regulations of the Hospital for the protec-tion and the preservation of life and property.

C. 1. Should any employee believe that theirwork presents a hazard to their safety or healththey may request and receive an immediate re-view of such work by the Safety and HealthCommittee members.

2. No employee shall be disciplined or dis-charged for refusing to work on a job or in anarea provided such refusal is based on a reason-able contention that such work or area couldendanger their health ()r safety.

3. Notwithstanding the above, the employeeor the Union shall also have the option, if theybelieve that reasonable protection is not providedfor the prevention of injury or the preservation ofhealth, to take the matter up as a proper grievancepursuant to the regular grievance procedure.

D. All employees will agree to undergo periodicphysical examinations, including chest x-rays, at in-tervals as prescribed by the Hospital management.Employees involved with food handling and certainother activities will agree to undergo Serology andother special examinations as requested by the Hos-pital management, for the protection of patients andthe maintenance of proper health conditions. Suchexaminations will be at no cost to the employee. Flushots will also be given free of charge to those em-ployees desiring them. Single view chest x-ray shallbe given to all employees free of charge once a year.

E. There shall be established a joint Safety andHealth Committee to meet once a month and take upsuch safety and health complaints as may be broughtforth. Such meetings shall be held during the normal

-57-

day time working hours and shall not exceed 11/2

hours and the Union members shall be paid for alllost time involved.

The Safety and Health Committee shall consist oftwo (2) members from Local Union 204 and two (2)members of Local Union 206A and two (2) repre-sentatives from Management. Union members shallbe selected by the Union.

Minutes ofall Safety and Health meetings betweenthe Hospital and the Union shall be prepared by theHospital. Copies of the minutes shall be distributedto all committee members and the Local Union Presi-dent and Staff Representative. The accuracy of theminutes as prepared by the Hospital shall be subjectto review and approval at the next regular monthlymeeting.

F. Whenever there is a safety or health inspectionby State or Federal Inspectors, they shall be accom-panied by a committee member of Local Union 204and Local Union 206A. The committee man shall bepaid their regular rate of pay for all time spent onsuch inspections. A copy of the inspection and anyfollow-ups shall be furnished to the Safety andHealth Committee members and the InternationalSub-District office.

G. Fist aid facilities and a registered nurse or aqualified first aid attendant who is an employee ofthe Hospital shall be provided by the Hospital to theextent necessary to provide adequate first aid for allemployees on all shifts for on-the-job incidents.

H. In cases of serious accidents or health hazardsto members of Local 204, the Union safety commit-teeman shall be notified immediately and they, alongwith the Hospital representative, shall investigatethe accident or health hazard as mutually agreed to.

-58-

Possible remedial or preventive measures which will,in the opinion of the Union and the Hospital, preventreoccurrences shall promptly be put into effect. Theirfindings shall be reported to the Safety and HealthCommittee at its next regularly scheduled monthlymeeting. Any working time lost by the Union com-mitteeman in such investigations shall be paid for bythe Hospital.

I. Copies of all incident reports involving em-ployees in Local 204 shall be made available to theSafety and Health Committee at their regularlyscheduled monthly meetings.

J. Whenever chemicals, solvents, compounds orequipment are being used, the Hospital shall informthe Safety Committee what hazards, if any, are in-volved in their use and what precautions are to betaken to insure the safety and health of the em-ployees. The employees using these items will beinstructed by the employer in their use and precau-tions to be taken.

K. Employees who are injured, or incur job relatedsickness, and are unable to finish their shift as aresult of doctor's orders shall be paid for their fullshift.

ARTICLE XVDiscipline

A. The Hospital will establish and publish reason-able rules and regulations governing the conduct ofemployees, as are necessary for the proper operationof the Hospital, and the proper care ofpatients, and toimpose corrective discipline for infraction of theserules and regulations. (Exhibit B) Disciplinary warn-ings and actions by the Hospital may be appealedthrough the Grievance Procedure.

-59-

B. Whenever an employee is discharged or sus-pended, the Hospital shall immediately orally notifythe appropriate Steward or the Chairman of theGrievance Committee. The Hospital shall also notifythe Chairman ofthe Grievance Committee in writingwithin twenty-four (24) hours, giving the reason forsuch discharge or suspension.

C. The Union may object to any rules or regula-tions it considers unreasonable or in conflict withother provisions of this Agreement; subject to theGrievance Procedure.

D. The rules and regulations are attached heretoas part of Exhibit B and mutually agreed upon.

ARTICLE XVIOther Conditions of Employment

A. The Hospital will provide reasonable andadequate bulletin boards in each department and atthe time clock to be used by the Union; providedhowever, that each notice or other matter to be postedshall have approval ofthe Personnel Director. Not-withstanding the above restrictions, the Union shallbe permitted to post without approval, notices ofUnion meetings, Union elections and results of same,and Union recreational and social events. Any un-authorized person using these boards or defacingany material thereon shall be disciplined up to andincluding discharge.

B. Employees who are required to work ten (10) ormore consecutive hours or who have only one (1)houror less between shifts, shall be provided with one (1)normal meal at Hospital expense which is to beconsumed in the Hospital cafeteria by the end ofthe employees next scheduled work shift. A nor-mal meal is defined as; an appetizer, a salad, an

-60-

entree, vegetable, a beverage and a dessert. Anycost above the normal meal will be borne by theemployee.

C. The Union may conduct local and internationalelections at the Hospital, provided they do not undulyconflict with the work at the Hospital.

D. The Hospital shall notify the Union of anychanges ofdate, time or place of the Board ofTrusteesmeetings so that the Union may be represented ifthey so desire.

E. The Hospital will launder unIforms of em-ployees free of charge, providing that such uniformsmeet the standard established by the Hospital as tostyle and appearance.

F. Contract booklets shall be printed at Hospitalexpense and shall bear the Union bug.

G. Within thirty (30) days of Union ratification ofthis Agreement, a meeting shall be held includingHospital Department Heads, the International Rep-resentative, President, Chairman of the GrievanceCommittee and Alternate Chairman of GrievanceCommittee of Local 204. The purpose of this meetingshall be to simultaneously distribute copies of theAgreement to Department Heads, Supervisors andUnion officers, and for Stewards and to explain anychanges or clarifications.

H. The Hospital will not sub-contract work pres-ently performed by members of the Bargaining Unitunless mutually agreed upon by the Hospital and theUnion. However, in the application of this provision,the Hospital shall continue to have the right to intro-duce new or improved methods, facilities, equipmentor materials.

-61-

.I. Without the requirements of posting, it is thepractice of the Hospital to employ students as tem-porary employees for summer work whenever prac-tical. A person who has stated intention to continueformal education is considered a student in the mean-ing of this paragraph, and will be required to sign apersonnel slip indicating this intention at the time ofemployment. New employees who do not state suchintention will not be considered a temporary em-ployee under provisions of this paragraph. Any per-son considered as a temporary employee will have noreemployment rights upon completion of this sum-mer employment. All such temporary employees willbe terminated not later than September 30th. Thesetemporary employees shall not have any biddingrights. Such student temporary employees shall beeligible only for their straight time pay, overtime andholiday premium pay but shall not be entitled toother premium payor any other benefits as providedin this Agreement.

J. The proposals made by each party during nego-tiations leading to the Agreements and the discus-sions had with respect thereto shall not be used, orreferred to, in any way during or in connection withStep 4 arbitration hearing of any grievance arisingunder the provisions of this Agreement.

K. No employee shall be temporarily assignedsupervisory functions except with the employee'sconsent and for a specified period of time with therate being discussed in advance.

L. Employees in the Dietary Department will re-ceive 50<i from the Hospital for their lunch each day.

M. Motor vehicle mileage will be allowed at therate of twenty (20~) cents per mile when used onHospital business, except that any trip twelve (12)

-62-

miles or under would be paid at $2.50per trip inlieu of the 20~ per mile.

Anything over twelve (12)miles would be paidat twenty (20~)cents per mile plus the $2.50.

The Storekeeper shall receive $125.00 per monthfor the use of his vehicle on Hospital business.

This clause shall be subject to periodical review incase conditions change.

N. It is not the intent of Management to supplantBargaining Unit work with the use of supervisorypersonnel. However, there are some areas which re-quire the supervisor to maintain technical skills;therefore, where this is being done at present, it mustcontinue.

O. All beds and cribs shall be washed and thenmade by this Unit during regular hours of duty. Itshall not be mandatory to call in housekeeping per-sonnel to do routine bed washing from 12midnight to6 a.m.

P. All schedules will be made out either in ink ortypewritten.

Q. Classifications that require employees tosatisfactorily pass a test or tests before beingawarded the position will have the test givenduring the employee's work shift at the Hospit-aI's expense.

ARTICLE XVIIGovernment Law

This Agreement is subject to government laws andin the event that any provision of this Agreementshall at any time be held contrary to law by a Court ofcompetent jurisdiction from whose final judgement

-63-

-64-

Robert W. KurtzVirginia CaylerArthur FournierBridget KurtzMargaret ThiemFred C. Webber

or decree no appeal has been taken within the timeprovided thereafter, such provision shall be void andinoperative, however, all other provisions of thisAgreement shall, insofar as possible, continue in fullforce and effect.

ARTICLE XVIIIDuration and Renewal

The terms ofthis Agreement shall become effectiveas of July 1, 1980, except as otherwise noted, andcontinue until June 30, 1983. The Agreement shallthen be automatically renewed, for additionalperiods of one year unless either party shall notifythe other party at least sixty (60) days before theexpiration date of its desire to change or terminatethe Agreeement. Both parties pledge themselves tomeet within fifteen (15) days from the time of suchnotice for the purpose of negotiating any changes orrenewal.

IN WITNESS WHEREOF, the duly authorizedrepresentatives of both parties affix their signaturesat Alpena, Michigan, July 1, 1980.

ALPENA GENERAL HOSPITALHoward H. HeimkeRobert L. JasonJohn A. McVeety

UNITED STEELWORKERS OF AMERICA,AFL-CIO-CLC

Lloyd McBrideLynn R. WilliamsFrank S. McKeeJoseph OdorcichLeon LynchCharles G. Younglove

5.89 6.30 6.725.89 6.30 6.72

5.94 6.36 6.785.93 6.34 6.75

-65-

>. >. >.'3 '3 '3'"":> '"":> '"":>

6.77 7.24 7.726.77 7.24 7.72

7.76 8.30 8.856.24 6.68 7.126.24 6.68 7.126.13 6.56 6.996.05 6.47 6.906.04 6.46 6.896.01 6.43 6.855.94 6.36 6.78

SCHEDULE uA"Schedule of Hourly Wage Rates

o00m~

BUSINESS OFFICEPayroll ClerkAccounting Clerk

*Computer Operator/Payroll Clerk 6.41 6.86 7.31

Computer Operator 6.41 6.86 7.31Credit Clerk 6.41 6.86 7.31Billing Clerk 6.41 6.86 7.31Reliever/Filer 6.30 6.74 7.18Switchboard Operator 6.30 6.74 7.18Cashier 6.30 6.74 7.18Admitting Clerk 6.30 6.74 7.18

* When performing duties of Payroll Clerk they shallreceive the rate of the Payroll Clek.

DIETARYRegistered DietitianDiet LeaderCook (A.M.)Cook (P.M.)Assistant Cook (A.M.)Assistant Cook-BakerDietary ClerkAssistant Cook (P.M.)Assistant Cook -Cafeteria

FloatSalad-KitchenAssistant

Trayline-Kitchen Asst.

-66-

LAUNDRYWashman 6.18 6.61 7.05

*Shaker 5.92 6.33 6.75*Press Operator 5.92 6.33 6.75*Mangle Operator 5.92 6.33 6.75*Mangle Folder 5.92 6.33 6.75*Mangle Feeder 5.92 6.33 6.75*Dryer Operator 5.92 6.33 6.75Laundry Assistant 5.83 6.24 6.65

*This classification shall not prevent the Hospital in tem-porarily assigning the employee to other classificationswhen needed, providing their own classification is notfilled while they are performing other duties.

HOUSEKEEPINGLeader 6.29 6.73 7.17

*Janitor-Incinerator 6.29 6.73 7.17Janitor 6.29 6.73 7.17Sewing Room Leader 6.13 6.56 6.99Surgery Maid 6.04 6.46 6.89Bed Maid 5.92 6.33 6.75Seamstress 5.83 6.24 6.65Maid 5.83 6.24 6.65

*This classification shall not prevent the Hospital fromusing the job holder as a Janitor, but the Hospital shallnot fill the classification with other persons when the jobholder is working as a Janitor.

o ~ C':I00 00 00~ ~ ~~ ~ ~~ ~ ~>. >. >.

"3 "3 "3~ ~ ~5.89 6.30 6.725.83 6.24 6.65

Cashier-Kitchen Asst.Kitchen Asst.

0 ~ ~ex> ex> ex>en en en~ ~ ~~ ~ ~>. >. >.'3 '3 '3~ ~ ~

7.33 7.84 8.367.32 7.83 8.35

7.257.76 8.27

6.51 6.97 7.436.51 6:97 7.436.49 6.94 7.406.27 6.71 7.156.11 6.54 6.976.05 6.47 6.90

6.03 6.45 6.886.14 6.57 7.00

6.03 6.45 6.886.14 6.57 7.006.01 6.43 6.85

MAINTENANCE*Stationary Engineer*Maintenance SpecialistCarpenter-Sheetmetalsmith

Maintenance ManPlasterer- Painter-Maintenance Man 7.02 7.51 8.01

Maintenance Man 6.88 7.36 7.85After one year 6.99 7.48 7.97

*20(tper hour additional for electrician's license.*MEDICAL RECORDS

Transcriber-CoderCoder-AbstractorTranscriptionistDischarge ClerkClerk FloatFile ClerkPhotocopy-MicrofilmingClerk 6.01 6.43 6.85

Admissions Clerk 6.01 6.43 6.85*Any employee who receives her ART rating will receive1~ per hour in addition to the houly rate of the positionheld.

-67-

PHARMACYPharmacy AideAfter one year

PHYSICAL THERAPYPhysical Therapy AideAfter one year

Physical Therapy Secretary

PURCHASINGStorekeeper

Stores ClerkInventory ClerkPurchasing Clerk!Clerk Typist

*Merit Consideratin

LABORATORYRegistered MedicalTechnologist - start

with experienceEnd of Probation

with experienceAfter six monthsAfter one year

with experienceAfter two years

Histopathology TechnicianStartAfter one yearAfter three yearsAfter five years

Pathologist's SecretaryMedical StenographerStartAfter six monthsAfter one year

Laboratory Technician IIStart

-68-

0 ~ C\l00 00 000') 0') 0')....-4 ....-4 ....-4

~ ....-4 ~>. >. >.

"3 "3 "3~ ~ ~

6.54 7.00 7.46*6.65 7.12 7.596.13 6.56 6.996.13 6.56 6.99

6.07 6.49 6.92

7.59 8.12 8.667.87 8.42 8.987.64 8.17 8.717.92 8.47 9.037.75 8.29 8.847.92 8.47 9.038.27 8.85 9.438.27 8.85 9.43

6.52 6.98 7.446.63 7.09 7.566.74 7.21 7.696.85 7.33 7.816.54 7.00 7.46

6.42 6.87 7.326.47 6.92 7.386.54 7.00 7.46

6.86 7.34 7.82

After one yearAfter three yearsAfter five years

Laboratory Technician IStartAfter one yearAfter three yearsAfter five years

Laboratory AideStudent Laboratory Technician

RADIOLOGYRadiologic TechnologistStart

with experienceEnd of Probation

with experienceAfter six monthsAfter one year

with experienceAfter two years

Radiology SecretaryDarkroom AideVItrasound -NuclearClerk Orderly

Clerk StenographerMedical StenographerStartAfter one yearAfter 18 months

Radiology Clerk-Orderly

-69-

0 .-! C'I00 00 00~ ~ ~.-! .-! .-!

.-! .-! .-!

>. >. >.'3 '3 '3~ ~ ~

6.97 7.46 7.957.08 7.58 8.087.19 7.69 8.20

6.36 6.81 7.266.47 6.92 7.386.58 7.04 7.506.69 7.16 7.635.83 6.24 6.655.83 6.24 6.65

6.98 7.47 7.967.30 7.81 8.337.03 7.52 8.027.35 7.86 8.387.14 7.64 8.147.35 7.86 8.387.76 8.30 8.857.76 8.30 8.856.54 7.00 7.466.15 6.58 7.01

6.13 6.56 6.996.13 6.56 6.99

6.13 6.56 6.996.18 6.61 7.056.25 6.69 7.136.13 6.56 6.99

0 M C\l00 00 00m m mM M M

M M M

>. >. >."3 "3 "3I-":) I-":) .1-":)

Radiology Orderly 6.03 6.45 6.88Special Procedures * * *

*Registered X-Ray Technicians employing Special Proce-dures will receive an additional 201tper hour over theirregular rate of pay.

RESPIRATORY THERAPYRegistered Therapist 6.97 7.46 7.95RegisteryEligible Therapist 6.70 7.17 7.64

Certified Therapist 6.57 7.03 7.49Technician 6.57 7.03 7.49Certified Eligible Therapist 6.41 6.86 7.31EEG Technician 6.03 6.45 6.88Clinical Leader * * *

*Clinical Leader gets 251t per hour above their regularrate.

COST OF LIVING ADJUSTMENT

1. HCPI" is the HConsumers Price Index forUrban Wage Earners and Clerical Workers- United States - All items (1967 = 100)"aspublished by the Bureau of Labor Statistics,U.S. Department of Labor.

2. HMeasurement Date" is the date by whichthe HCostof Living Adjustment" (if any) willbe calculated and communicated to em-

-70-

ployees in accordance with the table in 7below.

3. HAdjustment Date" is the date on which theHCumulative Cost of Living Adjustment" (ifany) becomes payable in addition to thehourly wage rate in accordance with thetable in 7 below and paragraph 10 below.

4. HCumulative Cost of Living Adjustment" isthe sum of each HCostof Living Adjustment"calculated on each measurement date.

5. HApplicable CPI" is that CPI used to deter-mine the change from that CPI of six monthsprior in accordance with the table in 7below.

6. HBase CPI" is that CPI which is used as abase to determine the change in the CPI inthe subsequent six months in accordancewith the table in 7 below.

7. HChange in the CPI" is the difference be-tween the Applicable CPI and the Base CPIin accordance with the following table:

Adj. Date Meas. Date App. Date Base CPIJan. 1, 1982 Dec. 15, 1981 Oct. 1981 April, 1981July 1, 1982 June 15, 1982 April, 1982 Oct., 1981Jan. 1, 1983 Dec. 15, 1982 Oct., 1982 April, 1982July 1, 1983 June 15, 1983 April, 1983 Oct., 1982

8. On December 15 measurement dates, theHCostof Living Adjustment" is equal to one

-71-

(1) cent for each full four-tenths (4/10)of apoint by which the change in the CPI ex-ceeds the general hourly wage rate increaseon the prior July 1.

9. On June 15measurement dates, the HCostofLiving Adjustment" is equal to one (1) centfor each full four-tenths (4/10)of a point bywhich the sum of the change in the CPI forthis measurement date and the priormeasurement date exceed the general hour-ly wage rate increase on the prior July 1,lessthe Cost of Living Adjustment measured theprior December 15, if any.

10. The Cumulative Cost of Living Adjustmentwill be paid in addition to the hourly wagerate on all hours paid for pay periods begin-ning on the first Sunday after each adjust-ment date.

11. The Cumulative Cost of Living Adjustmentis limited to no more than ten (10)cents forthe contract year from July 1, 1981to June30,1982and for any adjustment date thereaf-ter to no more than ten (10) cents greaterthan the Cumulative Cost of Living Adjust-ment as of the prior July 1.

12. In the event that the change in CPI is a de-crease, the Cumulative Cost of LivingAdjustment will be decreased by one (1) centfor each full four-tenths (4/10) of a pointchange in the CPl.

-72-

13. In no case can the application of paragraph12 decrease the Cumulative Cost of LivingAdjustment to a level below any of the fol-lowing:A. The Cumulative Cost of Living Adjust-

ment which would have been calculatedunder the provisions of paragraphs 1through 12 above ignoring the limita-tions of paragraph 11.

B. Ten (10) cents less than the CumulativeCost of Living Adjustment.

C. Be less than one-half (%) of the Cumula-tive Cost of Living Adjustment before ap-plication of paragraph 12.

EXHIBIT BEmployees are informed of the general rules they

are expected to observe. Copies of the rules are postedso that the employees can refer to them.

When an employee violates a rule, they are ver-bally warned by their Department Head, and arecautioned about further infraction. If the employeeagain violates the rules, they are again warned bythe Department Head, and a written record of warn-ing is prepared with a copy to employee and Chair-man of the Grievance Committee. If the employeeagain violates the rules and regulations, they may bedisciplined by suspension or dismissal after a reviewof the facts and their disciplinary record. (In someinstances, where the employee is endangering thewelfare of patients or other employees by theiractions, they may be immediately suspended, pend-ing investigation and decision).

-73-

As a general rule, disciplinary actions and recordsoccurring more than two (2) years previous to thepresent incident will not be considered in determin-ing discipline. Records of discipline on an individualwill not be used after two (2) years have elapsed.

1. Willful damage of Hospital equipment andproperty.

2. Habitual absences and tardiness.3. Abuse of relief or lunch periods.4. Punching another employee's time card.5. Stealing from employees, the Hospital or pa-

tients.6. Use of narcotics.7. Drinking on the job or being drunk on the job.8. Failure to wear protective equipment where

instructed and required.9. Failure to perform the duties of your job or

refusing to follow reasonable orders.10. Posting or removal of Bulletin Board notices

without authorization.11. Fighting on Hospital property, except in self-

defense.12. Violation of Hospital parking regulations.13. Falsifying Hospital records or disclosing con-

fidential information concerning patients.14. Failure to observe safety rules, instructions or

to use protective safety equipment when prop-erly instructed.

15. An employee who fails to call in or reportfor work without just cause for three (3)consecutive scheduled working days shallbe considered to have voluntarilyresigned.

-74-

/

EXHIBIT HC"All temporary vacancies shall be filled that have

been historically filled as listed below:OFFICE:

1. Cashier2. Admitting Clerk3. Computer Operator4. Switchboard Operator

DIETARY:All Classifications

HOUSEKEEPING:1. Sewing Room Leader2. Maid3. Janitor (when scheduled in laundry and when

scheduled alone)4. Janitor Incinerator5. Surgery Maid6. Seamstress7. Bed Maid

LAUNDRY:All classifications except Laundry Assistant

MEDICAL RECORDS:1. Discharge Clerk2. File Clerk3. Admissions Clerk4. Transcriptionist

MAINTENANCE:1. Maintenance Man

-75-

HOUSEKEEPING (MAIDS)

EXHIBIT UD"HOUSEKEEPING (MAIDS)

EXHIBIT UD"BUSINESS OFFICE (BILLING CLERKS)

Area Location Shift- Monday thru FridayInpatient Medicare 8 am to 4 pmInpatient Blue-Cros3 8 am to 4 pmAll outpatient Insurances 8 am to 4 pm

1 Swing4 Floats3 Part-time

Shift6 am to 2 pm6 am to 2 pm6 am to 2 pm6 am to 2 pm6 am to 2 pm

Shift6 am to 2 pm6 am to 2 pm

-76-

Area Location4 - Peds5 - OB

DIETARY (KITCHEN ASSISTANTS)Area Location ShiftPots & Pans 7 am to 3 pmDishroom 7 am to 3 pmDishroom 11:30 am to 7:30 pmStoreroom 11:30 am to 7:30 pmDishroom 3:30 pm to 7:30 pmTray Line 3:30 pm to 7:30 pm

1.7 Swings2.3 Floats3. 4 Part-time

Area Location1 - Sewing Room2 - Second Floor2 - Second Floor3 - Third Floor3 - Third Floor

EXHIBIT EEXAMPLES OF ARTICLE VI

PARA F-5Hrs. Offered In

Perm Class. Perm. Class. Temp. Class.

o

20RlOB

6 am to 2 pm6 am to 2 pm6 am to 2 pm6 am to 2 pm6 am to 2 pm

3 pm to 11 p.m.

40

40

-77-

lOR20B40R

30B

1 - Staff Floats (3)2 - Swing (3)3 - Part-time (3)

7 - Mental Health8 - Lab

11 - Lobby12 - Halls14 - leU6 - Nights

lOR20B50R20B

Hours offered in permanent classificationmust be reflected in the permanent classifica-tion so if there are no hours offered or worked intemporary there is nothing to offset hoursoffered in permanent classification and there-fore those hours must be charged in the red.

The red hours offered in temporary classifica-tion are dropped and not used. The black hoursare subtracted from hours offered. If the hoursoffered are greater than the black hours thanthe balance is charged to the red in permanentclassification and the offsetting black is chargedto the black.

50R60B

lOR100B

# PL'SEFF.7-1-83

888

lOR100B

#PL'SEFF.7-1-82

888

110

o

30

-78-

EXHIBIT F# PL'S # PL'SEFF. EFF.7-1-80 7-1-81

5 74 73 7

lOR20BlOR50BOR

60BOR

60B20R

30B30Rl30B

MONTH OF HIRE

July-Aug. 1979Sept.-Oct. 1979Nov.-Dec. 1979

# PL'S # PL'S # PL'S # PL'SEFF. EFF. EFF. EFF.

MONTH OF HIRE 7-1-80 7-1-81 7-1-82 7-1-83Jan.-Feb. 1980 2 7 8 8Mar.-Apr. 1980 1 7 8 8May-June 1980 0 7 8 8July-Aug. 1980 7 8 8Sept.-Oct. 1980 6 8 8Nov.-Dec. 1980 5 8 8Jan.-Feb. 1981 4 8 8Mar.-Apr. 1981 3 8 8May-June 1981 2 8 8July-Aug. 1981 8 8Sept.-Oct. 1981 7 8Nov.-Dec. 1981 6 8Jan.-Feb. 1982 5 8Mar.-Apr. 1982 4 8May-June 1982 3 8