Recognizing HMC/University of Washington`s commitment to excellence in patient care and improving employees` professional skills, the employer will provide in-house training based on the needs of the company. Qualification training will focus primarily on the specific vocational training identified by the employer. Participation in qualification measures is mandatory and workers are paid in accordance with Article 11.2 of the collective agreement. 9.4 Work plans. The employer plans and assigns a weekly program of four (4) weeks at least two (2) weeks before the start of this four-week schedule. Plan requests must be forwarded to the head of the care and service department no later than three (3) weeks before the calendar is published. Before the calendar is published, factors such as staff requests, unexpected absence hours or layoffs may influence the approval of schedule requirements. After the calendar is published, a staff member`s schedule can only be changed by mutual agreement between the supervisor and the staff member concerned. This section does not apply to the custody area, section 45.6. Replace Lead Pay. Employees of the Professional/Technical Agreement Units and RT/AT/END receive a replacement principal salary when they are responsible for the activity in this function.

With 275,000 members in 1,000 facilities in three states and the District of Columbia, 1199SEIU has hundreds of contracts with employers in all health sectors, from hospitals to clinics, pharmacies, home care agencies and nursing homes, as well as to several human service agencies. The parties recognize the importance of food and rest breaks and are committed to ensuring that employees receive appropriate lunch breaks. Within six (6) months of the ratification of this agreement, the HMC Nurse Staffing Committee will review the availability and frequency of employees who make meals and breaks in 4WH rehab. 15.1 Joint Working and Management Committees: purpose and membership. Joint management and work committees are created to create a forum for communication and problem-solving between the two parties and to address issues related to the general direction of the union/employer, as well as professional practices within the hospital with respect to patient care and professional issues.