ADDITIONAL DUTIES: Laboratory Technicians who perform specimen manipulation (i.e., non-waived procedures) as part of their job duties 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
If necessary, the union and management shall endeavor to establish a fair and equitable system for providing on-call services to provide emergency services or prevent loss of samples or reagents.
Scheduling of on-call rotations will be done fairly and equitably between all employees who are capable of providing the on-call service need.
Mandatory on-call cannot be implemented unless volunteers are unable to fill the on-call need.
PROFESSIONAL DEVELOPMENT
- All current practices regarding professional development funds and paid time for professional development will remain in effect.
- However, at a minimum, the Employer will reimburse Employees for all costs associated with maintaining required certifications and licensing fees. For preferred certifications as identified in the job description, employees will be reimbursed for initial certification and licensing fee.
- In addition to the above, reasonable requests for other professional development expenditures will not be denied.
- The Employer will reimburse an Employee for professional membership dues in a minimum of one organization chosen by the Employee.
- The Employer will provide all Employees with information about free CEUs.
- All Employees with no prior discipline, written warning and above, within the last rolling calendar year, if approved will receive Paid Business Time for professional development. Over appointment time will not be granted if a course is taken on a scheduled day off. In accordance with the established criteria above, appropriate requests will be evaluated for approval.
- Time needed to take approved license, certification and subsequent recertification exams will be arranged with the immediate supervisor.
- An approved employee who prepares and presents a class, poster, platform, conference course, or training course, will be reimbursed for fees, including but not limited to, all abstract submission fees, poster printing, travel (airfare, rental car, ride share and/or personal vehicle mileage), housing, meals, and registration fees. Such reimbursement will be available to at least 20% (twenty percent) of employees in each laboratory section, but no more than five (5) employees.