FLOATING: Employees will get float pay if:
- They are specifically assigned to a float pool (i.e. they float every day);
- They are temporarily reassigned to a unit to cover a vacant position, an absent employee, or other reason ;
- They are assigned to a different unit to use skills outside their usual specialty, or
- They voluntarily accept an assignment outside their primary location.
Float pay will not be paid in the following circumstances:
- The work by its nature requires movement to different locations (e.g. interpreters in UH)
- An employee voluntarily accepts an overtime shift outside of their primary work location(s).
When floating assignments arise, volunteers are prioritized. They are selected based on qualifications and seniority. If no volunteers are available, employees are assigned floats in reverse seniority order (lowest to highest).
Floating employees must receive appropriate orientation and training to ensure they are prepared for the new setting. Necessary resources and support, such as adequate staffing and managerial assistance, must be provided.
When an Employee floats to a location different from their regular work location, the Employee will be paid mileage equal to the difference between the Employee’s regular commute and the Employee’s actual travel to the different location.
The management must provide a business pass or equivalent parking/travel arrangements for Employees floating to the main medical campus.
JOB CLASSIFICATIONS
We have achieved an important improvement in the way that MAs are classified. In the past, MAs have been given different titles willy-nilly or based on budgets, etc., rather than on the work they do.
Management has agreed to implement the Union’s proposed distinctions among the different MA titles; employees who are misclassified based on these definitions will be reclassified:
- Medical Assistants (MA) perform foundational tasks like preparing exam rooms, assisting with patient intake, updating records, managing routine follow-ups, providing simple patient instructions, administering basic medications, and performing simple tests.
- Medical Assistant Associates build on MA duties and handle moderate to complex procedures, administer detailed patient instructions for advanced treatments, and assist with managing supplies and prescription renewals.
- Medical Assistant Intermediates work in high-acuity areas, perform more complex procedures, handle phlebotomy and vaccinations, and act as preceptors or mentors to other MAs.
- Medical Assistant Seniors lead teams of MAs, manage workflows, support scheduling, assist with performance reviews, and oversee regulatory compliance and clinical operations.
- Population Health Coordinators focus on outreach and quality improvement by addressing care gaps, coordinating patient follow-ups, managing quality metrics, and supporting population health goals.
- Medical Scribes document patient interactions in electronic medical records, assist providers with charting and order entry, and ensure accurate documentation during medical appointments.
If an Employee’s duties span multiple roles, they will be classified in the role with the highest pay scale.
Management expressed an interest in revisiting these classifications, so we have agreed to meet to discuss a new model for the MA series that will align with industry standards and clearly define the appropriate skills required. Following this discussion, the parties may, by mutual agreement, enter into negotiations over the subject. Changes will not be made without the Union’s agreement.
ON-CALL:
Employees in the MA unit are generally not subject to on-call.
In the event a department needs to establish or change the process of on-call, the union will receive at least thirty (30) days advance notice, and upon request, will be afforded the opportunity to meet with management to discuss the change. If the union then wishes to negotiate over the changes, the parties will meet for that purpose.
Employees required to report to work after hours for emergency situations will be paid for the hours worked. Driving time to and from the worksite will be included as hours worked.
PROFESSIONAL DEVELOPMENT
- Employees are eligible to participate in professional development activities if they have no active disciplinary action, including written warnings or above, within six (6) months prior to the date of the request. Employees with active discipline may request approval on a case-by-case basis, subject to managerial discretion.
- Employees with an appointment fraction of fifty percent (50%) or more may receive paid release time to attend professional and educational activities. The amount of paid release time will correspond to the duration of the activity.
- Reasonable requests will not be denied.
- Professional Development Funding
- In non-campus departments, each employee will be eligible for $375 per calendar year for professional development activities. Part-time employees will receive funding proportional to their appointment fraction.
- For Medical Assistants in campus departments, a shared pool of $2,500 per fiscal year will be available for professional development activities. Funding will be distributed on a first-come, first-served basis. When evaluating requests, the department will prioritize relevance to the employee’s role and equitable distribution across employees who have received funding in the past two fiscal years.
- Professional development funds may be used for activities that enhance job-specific skills or professional growth.
- Employees taking an initial certification exam will have the necessary time coded as paid business time.