Optional Informal Discussion. An employee is encouraged to discuss a workplace concern with their supervisor. The Open-Door Concept is for an employee and a supervisor to discuss workplace concerns together. The Open-Door Concept is an informal way of resolving problems early, preserving working relationships, and promoting a productive work environment for all employees. To facilitate open communication and promptly resolve issues, employees are encouraged to bring any work-related questions or concerns to the Employer's attention. The Employer welcomes such discussions because it allows the Employer to maintain a productive and harmonious atmosphere. Employees will not be subject to any adverse employment actions for raising good-faith concerns. Although an employee may contact any supervisor to discuss a problem or concern, the Employer recommends that employees resolve the situation first with their immediate supervisor. That person is generally in the best position to evaluate the situation and provide an appropriate solution. Suppose an employee is not satisfied with their supervisor’s decision, or the employee is uncomfortable discussing the issue with their immediate supervisor. In that case, the employee may go to the person that the immediate supervisor reports to. The employee may voice all such concerns verbally. The Employer will have fifteen (15) calendar days to respond to any issue raised through the Open-Door policy.
Optional Informal Discussion. 55 21.5 Step 1 Grievance Presented in Writing to Administrator. 56 21.6 Step 2 Grievance Appeal 57 21.7 Optional Mediation. 57 21.8 Arbitration. 58 21.9 Grievance Procedure Summary Chart 61 ARTICLE 22 - SEPARABILITY 62 ARTICLE 23 - LABOR MANAGEMENT COMMITTEES 62 23.1 Statewide Labor Management Committee 62 23.2 Facility Labor Management Committee 63 23.3 No Authority to Change CBA 65 23.4 Enforcement 65 ARTICLE 24 - MUTUAL RESPECT AND DIGNITY 65 ARTICLE 25 - SAFETY AND TRAINING 66 ARTICLE 26 - NO STRIKE/NO LOCKOUT 67 ARTICLE 27 - SUCCESSORSHIP 68 ARTICLE 28 - SUBCONTRACTING 70 28.1 Sub-Contracting. 70 28.2 Insourcing. 70 28.3 Initial Sub-Contracting. 70
Optional Informal Discussion. 63 21.5 Step 1 Grievance Presented in Writing to Administrator. 63 21.6 Step 2 Grievance Appeal 64 21.7 Optional Mediation. 65 21.8 Arbitration. 65 21.9 Grievance Procedure Summary Chart 69 ARTICLE 22 - DIGNITY & RESPECT 70 ARTICLE 23 - NEW JOB TITLES AND JOB CLASSIFICATIONS 70 ARTICLE 24 - SEPARABILITY 70 ARTICLE 25 - SUBSTANCE ABUSE 71 ARTICLE 26 - SAFETY AND TRAINING 71 26.1 Safe & Healthy Work Environment 71 26.2 Vaccines & Health Tests 71 26.3 Hands On Training. 71 26.4 Additional Training Programs 71 ARTICLE 27 - NO STRIKE/NO LOCKOUT 72 ARTICLE 28 - SUCCESSORSHIP 73 ARTICLE 29 - LABOR MANAGEMENT COMMITTEES 74 29.1 Statewide Labor Management Committee 74 29.2 Facility Labor Management Committee 76 29.3 No Authority to Change CBA 78 29.4 Enforcement 78 ARTICLE 30 - SUBCONTRACTING 79 30.1 Sub-Contracting. 79 30.2 Insourcing. 79 30.3 Initial Sub-Contracting. 79 30.4 Pre-existing Sub-Contracting. 79 30.5 Training of Account Managers 80 30.6 Memorandum of Agreement Between Union and Sub-Contractor. 80 ARTICLE 31 - SOLE AGREEMENT, MATTERS COVERED, AMENDMENT, STANDARDS PRESERVED, PREMIUM CONDITIONS 83 31.1 Sole Agreement 83 31.2 Matters Covered. 83 31.3 Amendment 83 31.4 Standards Preserved. 83 31.5 Premium Conditions 84 ARTICLE 32 – DURATION 84 SIGNATURES 85 Appendix A: Wage Tables Effective 10/1/21 Nursing Support staff 86 Appendix A: Wage Tables Effective 10/1/21 Facility Support Staff 87 Letter of Agreement (“LOA”) Mutual Agreement to Initiate a Pro-Rata Retention Bonus Sharing of Facility’s Medicaid Special Reimbursement Rate Program Revenue 88 Total Economic Package Formula per Central Table Agreement 91
