HPAE Local 5097 at Harborage House

Local 5097 Update

March 28, 2011

Local officers:
As many of you know, the president of Local 5097, Jennifer Charles Thompson has been out of work on disability. Sandra White, the Vice-president of our local will be handling most issues in Jennifer’s absence. In an effort to make sure that your issues and concerns are handled quickly, the Local Executive Board has decided to fill the following positions:
Sharlene Grant, CNA (Day shift) is now the new Secretary-Treasurer (and)
Sharon Hodge, CNA (3pm -11pm shift) is now the new Grievance Chair.

We want to thank Sharlene and Sharon for stepping forward to take over these new responsibilities. We wish them well in their new positions!

New Union rep. on Night Shift:
The Officers want to thank Anita Annan for becoming a new union rep on the 11pm -7am shift. Thank you Anita for making the commitment to help your co-workers! Welcome aboard!

Looking for Union reps and activists:
Local 5097 is always looking for new union reps and activists, particularly on 3-11 and 11-7 shifts. We need to be strong and united in order to make the kind of changes we would like to see on the job. If you are interested in learning more about it, contact a union rep. or officer and we will sit down with you to answer all your questions.

Staffing:
Your officers will be setting up a meeting soon with Management to discuss staffing issues. Please let your officers or reps. know if you are having problems with short staffing so that we can raise them with management.

Recent Events:
It was with deep sadness that we all learned of the alleged abuse of one of the Harborage residents by one of the members of our union. Your Union officers want each and every one of you to know how proud we are of the work that you do every day to brighten up the lives of the residents. We do not condone patient abuse – but we also do not want our members to have to work under the stress of being watched – and sometimes treated – as if they are untrustworthy. Please contact your officers or union reps immediately if you feel that you are being treated unfairly. HPAE is also investigating the legality of having hidden cameras in the residents’ rooms. We feel this puts a lot of stress on the CNAs. We will let you know when we have new information for you.

In Solidarity,
Jennifer Charles Thompson, President
Sandra White, Vice-president
Sharlene Grant, Secretary Treasurer
Sharon Hodge, Grievance Chair

Members Helping Members

July 30, 2010

Harborage housekeeper Norma Delgado and her sister, Xiomara Fernandez have been HPAE members at the Harborage for many years. Unfortunately, Norma recently developed a medical condition that resulted in her becoming a patient at the Harborage. The good news is that Norma is surrounded by her family and friends in a loving environment. Her sister Xiomara sees her every day and her co-workers and friends are able to visit on breaks. We all wish Norma a speedy recovery!

HPAE members at the Harborage have put together a 50-50 raffle to help Norma in her time of need. The officers of Local 5097 also applied and received assistance from the HPAE Special Assistance fund. If you would like to make a donation to help Norma please contact HPAE Staff representative Karen Szczepanski at 201-262-5005, ext. 104.

Sandra White, Local 5097 Vice-president, (with envelope); (next standing) Sharlene Grant, Local 5097 Grievance Chair, Xiomara and Norma Local 5097 Vice-president Sandra White and Grievance chair, Sharlene Grant present a check to Norma Delgado and her sister Xiomara Fernandez from HPAE’s Special Assistance Fund.

Sisters Xiomara Fernandez (standing) and Norma Delgado (seated)

Summary of Tentative Agreement
May 5, 2010
The members at Local 5097 overwhelming ratified a contract last night. The vote was 89 - yes / 11 no / and one voided ballot. Thanks to the diligent efforts of the negotiating team, 101 members turned out to vote.

Highlights of the agreement include:
Slight increases in employee health care premium payments, but maintenance of the same coverage / a new 3 tier plan for new employees.
$ .25 Year one (2% of av. Hourly rate)
$ .25 Year two (2% of av. Hourly rate)

$300 signing bonus (About 1%) and maintenance of $200 Uniform allowance

The highlight of the contract in terms of language is limiting the floating of permanently assignment NAs to emergencies only or they will receive $2.00 per hour more when they float.

Contract

Know Your Contract

• REMEMBER TO NOTIFY YOUR SUPERVISOR IF YOU CALL IN SICK
• IF YOU ARE REQUESTING DISABILITY LEAVE OR FAMILY MEDICAL LEAVE, OBTAIN THE FORMS FROM DONNA OR MARIA

ARTICLE 19. TIME ACCRUED FOR ILLNESS/INJURY

19.1 Employees shall accrue time to be used in the event of personal illness or injury.

As of January 1st of each year, employees on payroll shall be credited with four (4) sick days. Employees on payroll as of June 1 of each year shall be credited with an additional four (4) sick days. Effective 6/1/06, each employee shall be credited with one (1) additional sick day in June for a total of nine (9) per year.

An employee who is hired after either January 1st or June 1st shall accrue paid sick time at the rate of five (5) hours per month of active employment from date of hire until the employee is eligible to receive sick days as per paragraph 2 above. The use of such time by the employee shall be consistent with the provisions of Article 15.

Employees may elect to continue to accrue unused sick time to a maximum of one hundred twenty (120) hours or may elect to be reimbursed for up to 100% of all accrued sick days on the pay day immediately prior to December 25th of each year. The balance of sick days not reimbursed shall continue to be accrued up to the stated maximum. Reimbursement shall be at the employee's current rate of pay.

19.2 To receive sick pay, employees must be absent due to illness or injury and must notify his/her supervisor at least two (2) hours before the start of his/her scheduled shift.

19.3 Employees that have been approved for State Temporary Disability Benefits may use accrued sick leave pay to supplement their Disability Benefits to the extent of the difference between the benefits and their regularly daily wages. Upon receiving proper documentation, the Harborage shall supplement the benefits and deduct pro-rated accumulated sick leave to the nearest hour.

19.4 The Harborage may require proof of illness for an absence of three (3) days or more and retains the right to require proof of illness when there is clear evidence of abuse of sick leave.

19.5 Part-time employees will be paid accrued sick time for the amount of scheduled time missed due to injury or illness.

19.6 Accrued sick time shall not be used for illness or injury occurring during a scheduled holiday, personal day or vacation day, unless written verification of a hospitalization is provided. If illness or injury extends beyond a scheduled holiday, personal day or vacation, accrued sick time may be paid in lieu thereof. Sick paid time in lieu of a holiday, personal or vacation pay under conditions in this Article will not entitle an employee to "bump" another employee from a scheduled holiday, personal day or vacation.

19.7 Workers' Compensation benefits shall not be charged against an employee's accrued sick time, however accrued sick leave may be used to supplement Workers' Compensation benefits.

19.8 The fact that an employee has accrued sick-time available shall not prevent the Harborage from using discipline for excessive absenteeism. This does not prevent the Union from filing grievances on any discipline nor grieving a particular absentee policy.

19.9 Perfect Attendance Program: Effective May 18, 2000, employees with one (1) or more years of service who maintain perfect attendance during a 12-month period (May 18, 2000 through May 17, 2001) shall receive a lump sum bonus of $500. Perfect attendance is defined as no unexcused absences, no sick calls, no paid or unpaid leaves of absence, and no absences due to inability to complete a shift or shifts due to being sent home.

ARTÍCULO 19. PERMISOS POR ENFERMEDAD O LESIÓN

19.1 Los empleados acrecentarán tiempo para ser utilizado en caso de enfermedad o lesión.

Cada primero (1) de enero de cada año, empleados/as en la nómina serán acreditados con cuatro (4) días como tiempo para permiso por enfermedad. Empleados/as en la nómina en el primero (1) de junio de cada año serán acreditados con cuatro (4) días adicionales como tiempo para permiso por enfermedad. En 6/01/06 los empleados recibiran un dia a dicional para hacer un total de (9) dias de enfermeda en el año.

El empleado/a contratado después del primero (1) de enero o primero de junio acrecentará días de permiso por enfermedad pagos a la medida de cinco (5) horas por mes de empleo activo desde la fecha de contratación hasta que el empleado/a sea elegible para tomar permiso por enfermedad pago de acuerdo con el segundo párrafo de este Artículo 19.1. El uso de este tiempo será consistente con las estipulaciones del Artículo 15.

Los empleados podrán elegir entre continuar acrecentando tiempo de permiso por enfermedad o lesión hasta un máximo de ciento veinte (120) horas o recibir pago hasta por el cien por ciento (100%) de todo el tiempo de permiso por enfermedad o lesión acrecentado hasta el día de pago inmediatamente antes del 25 de diciembre de cada año. El balance de tiempo acrecentado que no sea pagado seguirá acrecentando hasta llegar al máximo previsto. El pago de tal tiempo se hará según el salario vigente en el momento del pago.

19.2 Para recibir pago por enfermedad, los empleados deberán faltar por enfermedad o lesión y haber notificado a su supervisor/a por lo menos dos (2) horas antes del inicio de su turno programado.

19.3 Los empleados que hayan sido aprobados para recibir beneficios de incapacidad del Estado podrán utilizar el tiempo que tengan acrecentado de permisos por enfermedad para suplementar los pagos de incapacidad hasta completar su salario regular. Tras recibir la documentación apropiada, The Harborage girará lo necesario para completar el salario regular y deducirá el tiempo acumulado en forma prorrateada, aproximando a la hora.

19.4 The Harborage puede solicitar prueba de enfermedad por ausencias de tres (3) o más días y se reserva el derecho de requerir prueba de enfermedad cuando haya clara evidencia de abuso de los permisos por enfermedad.

19.5 Los empleados de tiempo parcial recibirán pago del tiempo de enfermedad acrecentado por la cantidad de tiempo programado que hayan perdido por enfermedad o lesión.

19.6 El tiempo de enfermedad acrecentado no poder ser utilizado para cubrir enfermedades durante festivos programados, días personales, o días de vacaciones, a menos que se presente una certificación de hospitalización. Si una enfermedad o lesión se extiende más allá de un festivo programado, un día personal o de vacaciones, se puede utilizar el tiempo de enfermedad aprobado para pagar por dicho día. Al utilizar el tiempo aprobado para cubrir un festivo, un día personal o de vacaciones no le da derecho al empleado/a desplazar a otro empleado/a en un día festivo, personal o de vacaciones.

19.7 Los beneficios de Compensación de Trabajadores no se cargarán al tiempo acrecentado, aunque el tiempo acrecentado se puede utilizar para suplementar

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