ADDITIONAL DUTIES: Ophthalmic Technician Associates, Intermediates, and Seniors who run the Home iCare Program Coordinator will receive a 5% differential.
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 that has a vacant position;
- 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)
- When there are no vacancies in the unit and the employee is reassigned by management to a different geographic location to perform within the same specialty or same patient population
- An employee voluntarily accepts an overtime shift outside of their primary work location(s).
- If an employee is mandated to report to a different location, and the reason is not due to a low staffing, but absenteeism in a unit without low staffing.
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.
LEAD PAY: differential of 5% of base salary
ON-CALL
- The guidelines for on-call shifts will be established by the unit-level joint union/management committee established in the STAFFING AND SCHEDULING article.
- A default process prioritizes volunteers for on-call shifts, and any remaining on-call duties are distributed equitably, considering prior participation and seniority. Employees with approved PTO near the shift are exempt from mandatory assignments, except during holidays.
- If employees are called in but not assigned duties, they are guaranteed two hours of pay. To support those working late into the night, employees who work on-call after 11 PM may receive up to nine hours of rest before their next shift, with partial pay provided for this sleep time.
- Departments are committed to offering free call room accommodations for on-call employees and maintaining convenient parking arrangements.
PROFESSIONAL DEVELOPMENT
- Employees will be reimbursed for all fees associated with obtaining and/or maintaining required and preferred certifications or licenses.
- In addition, each employee will also have access to a minimum of $375 in professional development funds annually, prorated by their full-time equivalent (FTE). Departments that offer more shall continue to do so. These funds can be used for continuing education courses, books, journals, professional memberships, and conference attendance, subject to department approval.
- Reasonable requests to use paid business time to participate in professional development activities, such as workshops, certifications, and conferences, will not be denied.
- Employees presenting at conferences or trainings related to their job may also be reimbursed for costs such as submission fees, travel, lodging, meals, and registration fees.
- All travel reimbursements will align with the contract and University policies.