Our Contract Online

Download the entire contract here in a PDF file. (2 MB)

HIGHLIGHTS OF OUR FIRST AFSCME CONTRACT

 

THE MOST IMPORTANT BENEFIT OF HAVING A UNION IS THAT WE NOW HAVE A VOICE IN THE WORKPLACE.

  • PROCEDURES AND STEPS HAVE BEEN ESTABLISHED REGARDING THE DISCIPLINARY PROCESS, TO SETTLE DISPUTES AND ADDRESS CONCERNS.
  • BE SURE TO TAKE A UNION REP WITH YOU TO ANY MEETING YOU ARE REQUESTED TO ATTEND BY A SUPERVISOR THAT YOU FEEL MAY RESULT IN A DISCIPLANARY ACTION. THIS IS YOUR RIGHT UNDER OUR UNION CONTRACT.
  • SUPERVISORS MUST TREAT YOU WITH RESPECT AND MAY NOT EMBARRASS YOU IN FRONT OF PEERS.

 

HEALTH INSURANCE

  • Bargaining unit employees pay 23.5% of cost of plan until August 2006.
  • Bargaining unit employees pay 24.5% of cost of plan until August 2007.
  • Bargaining unit employees pay 25% of cost of plan until August 2008.

 9/06 UPDATE: THE UNION NEGOTIATED WITH NHS WHO AGREED TO HOLD EMPLOYEE CONTRIBUTIONS TO 23.5% UNTIL AUGUST 2007 INSTEAD OF RAISING THE RATE TO 24.5% AS PER OUR CONTRACT AGREEMENT!

 

COMPENSATION

  • Employees received a 4% wage increase retroactive to the first full pay period in 2005.
  • Pay rates based on longevity with NHS have been established. A job rate, and senior rate for each job classification has been negotiated by AFSCME and NHS. Employees not receiving the correct rate of pay were increased to the appropriate rate of pay. Yearly wage increases began in July 2006. Those above the pay rate received a bonus instead. These raises will be negotiated by July of each year.

 

PERSONAL CAR USAGE

  • Compensation increased from $0.31 to $0.33 per mile for company business conducted using a personal vehicle.
  • Employees must be reimbursed for expense reports within 30 days of submitting to immediate supervisor.

 

TUITION REIMBURSEMENT

  • Tuition reimbursement increased from $500 to $750 [up to 50% of the cost] per semester will be paid with proof of completion within six weeks.
  • Be sure to see your HR rep for the Tuition Assistance Request Form before enrolling in a course.

  

PERSONAL AND BEREAVEMENT LEAVE

  • Personal days increased from four to five and a half days for full-time employees.
  • Bereavement is increased from three to four days for death in the immediate family and now includes stepparents. Other bereavement remains at one day.
  • Regular employees 30 or more hours but less than 37.5 per week receive benefits on a pro-rated schedule.
  • Regular twenty hour employees will now receive one personal day. [Previously received no benefits.]

 

REQUIREMENTS FOR RETAINING LICENSURE

  • Required conferences for retaining licensure CEU’s will be excused absence and not require use of personal or vacation days.
  • Reimbursement to employees for required trainings is up to $100 per training.

 

HEALTH & SAFETY

  • Company will provide a Health & Safety Committee where employee concerns will be addressed.

 

HOLIDAYS

  • Where business must remain open, such as consumer residences, other arrangements in keeping with past practice, shall allow employees to have alternate days off. Employees working 20 hours or more per week are eligible.

 

Eligibility for Holiday Pay

In order to be eligible for paid holidays, employees must work the last scheduled day immediately preceding the holiday and the first scheduled work day immediately following the holiday. Employees will not be entitled to holiday pay if on a non-paid leave.

Illness during Holiday

If an employee calls out sick the day before, and/or after, a holiday, the employee may be paid for that holiday by using a sick day for the holiday. In order to use a sick day for the holiday an employee must adhere to the following appeal process:

To appeal the employee must:

Have the necessary accumulated sick days

Be examined by a physician

Obtain a physician’s report

Send request for payment, with the physician’s report, to the Human Resources Department.

 

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