Jan 16, 2008  
Bargaining – 1/15/08
 
PTO and ESL

Management started off by informing us that the Argyll group will be accepting our new insurance. They were going out of network but will now be taking it. This is good news. Don’t know the details but let’s see how it plays out.

So much for the good news of the day. The Union gave its counter proposal for PTO and ESL. Of course we had some changes or improvements added to it. Here is a list of our improvements.

B. Accumulation of PTO/ESL…
We want it based on all hours worked. Management wants it based on straight time worked, like a 40-hour week.

D. (2) Use of PTO/ESL…
The Union proposes the option to use unpaid-days-off, instead of PTO, when one's accumulated PTO has reached 96 hours or less. The administration says one must use all PTO before unpaid-days-off are allowed.

D. (5) Verification of Unscheduled PTO…
The union wants verification of unscheduled time off determined by reasonable doubt, or when it’s for more than 3 consecutive workdays off. Management wants to be able to require verification when any unscheduled PTO is use.

D. (6) Scheduling PTO/ESL…
The Union's proposal is the same as management's, but it was reported that different managers handle scheduling practices differently; it’s not uniform.

6 C. (3) Per the above, department managers may use yearly cut-off dates for requesting PTO. Charlie [our chief negotiator] said by management's terminology made it sound like these cut-off dates are voluntary for managers. Carol L. said their use is more for larger departments, but smaller departments may have the same scheduling problems. Otherwise, PTO requests would generally be submitted 30 days prior to requested dates.

6 C. (4) Use of ESL for Workers Comp…
The Union wants ESL used for continuing treatment (like rehab) of a worker's comp condition, until fully released by the provider. Management wants us to use PTO for continuing treatment.

F. PTO/ESL Accrual Rates…
The Union has 6 levels of PTO accrual, the administration 5. We split the first year from management's first 4 years:

1st year..............24 days
2 to 4 years........26 days
5 to 6 years........30 days
7 to 10 years......35 days
11 to 15 years....37.5 days
16 plus years.....40 days

6 H. Request for PTO and unpaid time off…
We want the use of LC time for a day off for bargaining, or for union activity that’s paid for by the union. This was driven by the fact that a coworker recently asked for unpaid time off for just such a union activity and was denied. He didn’t go.

I. Status Change…
If a worker changes status from benefited to per diem or causal they’ll get paid for all PTO in their bank. Management gives a cut-off date of 5/31/98. We took out the cut-off date.

J. (2) ESL Payout…
Again, we said anyone is eligible; no 5/31/98 cut-off date.

M. PTO Cash out…
The Union removed the 10% deduction management now takes out when we cash out PTO.

N. Conversion of ESL to PTO…
The Union proposed that when an employee reaches 400 hours of ESL, they can convert 100 hours of their ESL to 80 hours of PTO.

The administration will give its counter to these union changes on Friday.

We only have the economic and worker's rights articles left to negotiate. Enloe's administration is still holding to the status quo, while we are simply asking for the same kinds of wages and benefits hospital workers in Red Bluff and Redding now have. We need to show management that we support what our bargaining team is trying to accomplish: industry standards and a fair contract. We can do this by wearing a badge or a pin. We can read the updates. We can ask questions, if we have any, because we are ultimately going to get a contract that will affect us all. We can make the contract weak, or we can make it strong.

PC