KOREAN WOMEN’S ASSOCIATION. The Union shall have the right to include information in each Employer’s new employee orientation materials. The Union will provide adequate copies of all documents it wants to be so included. New caregivers will be scheduled to attend one thirty (30) minute “Union Time” presentation during the required basic training of homecare workers. Such time will be paid time. Continuing caregivers will be scheduled to attend one fifteen (15) minute “Union Time” presentation each calendar year that is connected with a Continuing Education Class. Such time will be paid time. An employee must present satisfactory proof of attendance to be paid for any “Union Time” presentation.
KOREAN WOMEN’S ASSOCIATION. A) Union/Member filed Grievances shall be handled in the following manner: Step One: The grievant, advocate and/or Union staff representative shall present a grievance orally to the grievant’s immediate supervisor within fifteen (15) ) calendar days from the date of the occurrence of the facts or from the date the alleged violation first became known, whichever is later. The supervisor shall respond in writing to the grievance within ten (10) calendar days of the presentation to agree to resolve the grievance or to deny the grievance. The supervisor’s response shall be addressed to both the grievant and the Union. Should the supervisor fail to respond within this time frame, the Union shall have the right to forward the grievance to the next step. Step Two: If no resolution or settlement is reached between the grievant and the supervisor, the grievant or the Union may file a written appeal of the supervisor’s decision rendered in Step One to the appropriate Program Director or his/her designated representative. The grievant or Union shall file this written grievance within fifteen (15) calendar days after his/her receipt of the supervisor’s decision from Step One. A meeting with the appropriate Program Director or his/her representative, the grievant and the advocate or Union staff representative shall be held not later than fourteen (14) calendar days after receipt of the written grievance. The appropriate Program Director’s response shall be addressed to the grievant and the Union. The appropriate Program Director’s response shall be final and binding on the employee, the Union, and the Employers unless it is timely appealed to arbitration by the Union in accordance with this Article. Grievances concerning discharge or discrimination, or grievances filed by the Union shall be filed initially at Step Two. Group grievances claiming the same alleged conduct involving employees who work under more than one supervisor may be filed initially at Step Two. Multiple individual grievances alleging the same violation that are filed during the same time frame may be combined into a group grievance and commenced at Step Two.
KOREAN WOMEN’S ASSOCIATION. The Employer shall maintain its Safety Committee, consistent with applicable state and/or federal laws. The Union and the employer agree to confer on the most efficient method to manage the Safety committee, including having the Labor Management Committee or a subcommittee thereof function as the Safety committee. The Union may designate up to three (3) members of the bargaining unit to serve on each Safety Committee. Participation in a Safety Committee shall be considered time worked.
KOREAN WOMEN’S ASSOCIATION. Holiday premium pay Employees who are assigned to work on one of the holidays (a-‐f) marked with * above shall be paid one and one-‐half times (1.5X) their regular rate of pay for all hours worked on the holidays designated with an *. If an employee is not assigned to work and does not work on the holiday, s/he shall not be paid the holiday premium pay. Workers who do not work on one of the holidays (a-‐f) above shall be allowed to use any accrued leave up to eight (8) hours upon request. Limited client services The Employer reserves the right to designate, consistent with contracted service agreements, which clients will receive client services on one of the holidays (a-‐f) for which the Employer pays holiday premium pay. The Employer shall advise regularly assigned workers that service to their client will not be required on one or more of the premium pay holidays listed above in (a-‐f) at least 4 weeks in advance of the holiday date. Open holiday premium pay shifts Should a regularly assigned employee be requested to work on one of the premium pay holidays listed above (a-‐f) , and decline that assignment, the Employer shall offer the hours to the most senior qualified employee who volunteers for the hours.
KOREAN WOMEN’S ASSOCIATION. The Employers will offer, at no cost to the employee, Hepatitis A and B vaccinations. The employers and the Union will work together to attempt to find a way to offer tuberculosis (TB) and pneumonia vaccinations for employees who request them. Employees shall receive, upon request, flu shots as prescribed by medical standards. SECTION 5: SAFETY COMMITTEE
KOREAN WOMEN’S ASSOCIATION. An employee seeking to work additional hours will notify his/her supervisor(s), in writing, of a desire to work additional hours, and schedule availability. Employees who are seeking to qualify for healthcare coverage shall indicate that they are seeking additional hours in order to qualify for health care coverage. Such written notification will be made at least once a month by the caregiver. It is the responsibility of the employee to notify her/his immediate supervisor when his/her schedule changes. Each Employer will publish information, by office, regarding available hours via designated bulletin boards and other means which will assist employees in obtaining more hours. It is the responsibility of the employee to notify her/his immediate supervisor when his/her schedule changes. The means used to notify employees of available hours may also be referred to the appropriate Labor Management Committee for development following the ratification of this Agreement. The principle of client choice shall be the determinative factor for assignment of worker(s). All other factors and qualifications being equal, each Employer shall offer additional hours first to those workers seeking enough hours to qualify for healthcare coverage and thereafter each Employer shall use seniority as the factor in assigning additional hours, up to a maximum of forty (40) hours per week. In order to ensure that client hours are assigned on a regular basis by seniority and other factors as called for in this Section, each Employer may temporarily assign any employee for up to seven (7) calendar days to newly available clients while determining which regular employee shall be assigned the newly available hours.
KOREAN WOMEN’S ASSOCIATION. Payment of wages shall be twice monthly, If a payday falls on a Saturday, the electronic deposit will be made the preceding Friday. If a payday falls on a Sunday electronic deposit will be made on the following Monday, unless the Monday distribution date is one of the recognized holidays, or a day when an Employer’s office is scheduled to be closed for business; in such case, the electronic deposit will be made on the preceding Friday or immediate preceding business day. An employee may request an ADP debit card (or equivalent) in lieu of an electronic deposit. The pay schedule shall be as outlined below, unless such pay schedule is altered by agreement between the Parties. Amicable: 5th and 20th of each month Chesterfield: 1st and 16th of each month Concerned Citizens: 10th and 25th of each month (Beginning July 1st, 2014) Korean Women’s Association: 15th and last day of each month Should an employee fail to turn in the timesheet on or by the date required, each Employer will not guarantee that the hours will be paid until the pay period following the submission of the timesheet, except in the case of an emergency beyond the control of the employee. Timesheet is electronic or paper as the Employer Determines. The timesheet due dates shall be as outlined below, unless such timesheet dues dates are altered by agreement between the Parties. Amicable: 1st and 16th of each month Chesterfield: 1st and 16th of each month Concerned Citizens: 10th and 25th of each month (Beginning July 1st, 2014) Korean Women’s Association: 15th and last day of each month Each Employer shall make the pay schedule available to all employees, published as a yearly calendar with pay days and mandatory due dates for submission of timesheets.
KOREAN WOMEN’S ASSOCIATION. Employees shall be eligible to take paid leave in one-‐hour increments after their initial probationary period. Employees may use any accrued paid leave for sick leave (subject to Section 24.4) single days off, or consecutive days of vacation. Employees must submit leave requests for vacation time off in writing at least two (2) weeks prior to the date of vacation requested. In the event that too many employees request paid leave for the same time period, and the Employer cannot ensure safe client coverage, leave approvals shall be granted by seniority within the office to which the employee is primarily assigned.
KOREAN WOMEN’S ASSOCIATION. If an employee is unable to provide service to a client due to the client’s failure to answer the door, or if the client is not home, the employee shall notify the Employer by telephone promptly. If the Employer is unable to provide a substitute assignment, the employee shall be paid at the straight time hourly wage rate for two (2) hours show-‐up/no access pay. If this should happen with the same client on more than one occasion, the Employer shall pay the employee only the actual time spent waiting for the client but no more than thirty (30) minutes.
KOREAN WOMEN’S ASSOCIATION. The Employer agrees to compensate designated advocates at their regular rate of pay for their involvement in contract enforcement. These activities are defined as time spent in grievance investigation or meetings, and in services as mutually agreed upon by the Union and each Employer. Advocates shall have the obligation to inform their supervisors when they will be utilizing advocate time, and shall follow all usual scheduling procedures to ensure client care coverage.
