seiu uhw - collective bargaining agreement

United Healthcare Workers — West

Northern and Southern California

Kaiser Foundation Health Plan, Inc.

Kaiser Foundation Hospitals

Southern California Permanente Medical Group

The Permanente Medical Group, Inc.

E FFE CTIVE T HROUGH SE PTE MBE R 30, 2016

COLLECTIVE BARGAINING AGREEMENT

TABLE OF CONTENTS

ARTICLE I – PURPOSE .......................................................................................................................... 3

ARTICLE II – COURTEOUS AND RESPONSIBLE RELATIONSHIPS .................................................... 3

ARTICLE III – MANAGEMENT’S RIGHTS .............................................................................................. 4

ARTICLE IV – RECOGNITION ................................................................................................................ 4

SECTION 1 – RECOGNITION ............................................................................................................. 4

SECTION 2 – JURISDICTION ............................................................................................................. 5

SECTION 3 – NOTIFICATION OF NEW EMPLOYEES ....................................................................... 5

SECTION 4 – BONA FIDE SUPERVISORY EMPLOYEES ................................................................. 5

SECTION 5 – UNION LEADS ............................................................................................................. 6

SECTION 6 – VOLUNTEERS AND SPECIAL PROGRAMS ............................................................... 7

SECTION 7 – JOB DESCRIPTIONS ................................................................................................... 7

SECTION 8 – SUBCONTRACTING .................................................................................................... 8

ARTICLE V – UNION MEMBERSHIP .................................................................................................... 10

ARTICLE VI – DEDUCTION AND REMITTANCE OF UNION DUES, FEES, AND COPE ...................... 10

SECTION 1 – DUES AUTHORIZATION ............................................................................................ 10

SECTION 2 – REMITTANCE OF DUES ............................................................................................ 10

SECTION 3 – COPE CHECK OFF .................................................................................................... 10

SECTION 4 – EMPLOYER INDEMNIFICATION ................................................................................ 10

ARTICLE VII – SAFE WORKING CONDITIONS AND WORKLOAD ..................................................... 11

SECTION 1 – SAFE WORKING CONDITIONS ................................................................................. 11

SECTION 2 – WORKLOAD DISTRIBUTION ..................................................................................... 11

SECTION 3 – NORTHERN CALIFORNIA REGION – REGISTERED DIETITIAN PARTICIPATION IN

RELEVANT COMMITTEES ........................................................................................ 12

ARTICLE VIII – DISCRIMINATION........................................................................................................ 12

ARTICLE IX – NEW EMPLOYEES ........................................................................................................ 12

SECTION 1 – PROBATIONARY EMPLOYEES. ............................................................................... 12

SECTION 2 – NOTIFICATION TO NEW EMPLOYEES ..................................................................... 13

SECTION 3 – NEW EMPLOYEE ORIENTATION / NEW HIRE .......................................................... 14

ARTICLE X – CATEGORIES OF EMPLOYEES .................................................................................... 14

SECTION 1 – REGULAR BENEFITED EMPLOYEES ....................................................................... 14

SECTION 2 – NON-BENEFITED EMPLOYEES ................................................................................ 14

SECTION 3 – ACCRUAL OF BENEFITS .......................................................................................... 15

SECTION 4 – IN-LIEU OF BENEFITS DIFFERENTIAL ..................................................................... 16

SECTION 5 – VOLUNTARY CHANGE TO ON-CALL STATUS ........................................................ 17

SECTION 6 – ALTERNATE COMPENSATION PROGRAM .............................................................. 17

SECTION 7 – DISTRIBUTION OF OVERTIME AND ADDITIONAL HOURS ..................................... 17

SECTION 8 – CONVERSION OF ON-CALL AND LIMITED PART-TIME EMPLOYEES .................... 19

SECTION 9 – REGIONAL PROVISIONS OF CATEGORIES OF EMPLOYEES ................................ 21

ARTICLE XI – HOURS OF WORK ........................................................................................................ 25

SECTION 1 – INTENT OF ARTICLE ................................................................................................. 25

SECTION 2 – NORMAL WORK WEEK............................................................................................. 26

SECTION 3 – SCHEDULES .............................................................................................................. 26

SECTION 4 – WEEKENDS OFF ....................................................................................................... 27

SECTION 5 – MANDATORY MEETINGS ......................................................................................... 28

SECTION 6 – MEALS ....................................................................................................................... 28

SECTION 7 – REST PERIODS AND MEAL PERIODS ..................................................................... 28

SECTION 8 – UNIFORMS ................................................................................................................. 29

SECTION 9 – REPORTING PAY ...................................................................................................... 30

SECTION 10 – NORTHERN CALIFORNIA REGION CALL-IN ON SCHEDULED DAY OFF ............. 31

SECTION 11 – NORTHERN CALIFORNIA REGION PROVISIONS .................................................. 31

SECTION 12 – SOUTHERN CALIFORNIA REGION PROVISIONS .................................................. 32

ARTICLE XII – OVERTIME AND ALLOWED TIME ............................................................................... 32

SECTION 1 – NORTHERN CALIFORNIA REGION PROVISIONS .................................................... 32

SECTION 2 – SOUTHERN CALIFORNIA REGION PROVISIONS .................................................... 34

ARTICLE XIII – WAGES ....................................................................................................................... 38

SECTION 1 – WAGES ...................................................................................................................... 38

SECTION 2 – TENURE STEP PROGRESSION ................................................................................ 39

SECTION 3 – PAY DAY AND PAY CHECKS ................................................................................... 41

SECTION 4 – PERFORMING WORK IN ANOTHER CLASSIFICATION ........................................... 41

SECTION 5 – FLOAT DIFFERENTIAL.............................................................................................. 44

SECTION 6 – STANDBY AND CALL-BACK .................................................................................... 45

SECTION 7 – BILINGUAL PAY ........................................................................................................ 48

SECTION 8 – SHIFT PREMIUMS ..................................................................................................... 51

SECTION 9 – SPLIT SHIFTS ............................................................................................................ 52

SECTION 10 – NORTHERN CALIFORNIA REGION EMPLOYEES WHO BECOME LICENSED

VOCATIONAL NURSES ........................................................................................... 53

SECTION 11 – MILEAGE ................................................................................................................. 54

ARTICLE XIV – JOB RECLASSIFICATION PROCESS ........................................................................ 54

ARTICLE XV – COMPETITIVE WAGE REVIEW & EQUITY ADJUSTMENTS ....................................... 55

ARTICLE XVI – SENIORITY ................................................................................................................. 56

SECTION 1 – DEFINITION OF SENIORITY ...................................................................................... 56

SECTION 2 – PROMOTIONS, TRANSFERS AND SENIORITY ........................................................ 57

SECTION 3 – EMPLOYMENT AND INCOME SECURITY. ................................................................ 63

SECTION 4 – WORK FORCE ADJUSTMENTS AND TRANSITIONS. .............................................. 63

SECTION 5 – FORCE REDUCTION. ................................................................................................ 64

SECTION 6 – DAILY CANCELLATIONS .......................................................................................... 68

SECTION 7 – SOUTHERN CALIFORNIA REGION PROVISIONS .................................................... 69

ARTICLE XVII – PAID LEAVES ............................................................................................................ 70

SECTION 1 – HOLIDAYS ................................................................................................................. 70

SECTION 2 – SOUTHERN CALIFORNIA REGION LIFE BALANCE DAYS ...................................... 76

SECTION 3 – VACATION ................................................................................................................. 78

SECTION 4 – SICK LEAVE. ............................................................................................................. 84

SECTION 5 – EDUCATION .............................................................................................................. 91

SECTION 6 – JURY DUTY AND SUBPOENAS. ............................................................................... 94

SECTION 7 – BEREAVEMENT LEAVE. ........................................................................................... 95

ARTICLE XVIII – LEAVES OF ABSENCE............................................................................................. 96

ARTICLE XIX – BENEFITS ................................................................................................................. 102

SECTION 1 – INSURANCE BENEFITS. ......................................................................................... 102

SECTION 2 – PENSION ................................................................................................................. 113

SECTION 3 – PENSION SERVICE WHILE ON WORKERS’ COMPENSATION LEAVE OF ABSENCE 119

SECTION 4 – INCOME PROTECTION ........................................................................................... 119

ARTICLE XX – UNION STAFF REPRESENTATIVES AND SHOP STEWARDS ................................. 121

SECTION 1 – UNION STAFF REPRESENTATIVES AND SHOP STEWARDS ............................... 121

iii

SECTION 2 – CONTRACT SPECIALIST ........................................................................................ 122

SECTION 3 – BULLETIN BOARDS ................................................................................................ 123

SECTION 4 – UNION LEAVE ......................................................................................................... 123

ARTICLE XXI – DISCIPLINE AND DISCHARGE ................................................................................ 123

SECTION 1 – GENERAL PRINCIPLES .......................................................................................... 123

SECTION 2 – PERFORMANCE EVALUATIONS ............................................................................ 124

ARTICLE XXII – DISPUTES ................................................................................................................ 125

ARTICLE XXIII – GRIEVANCE AND ARBITRATION PROCEDURE ................................................... 125

SECTION 1 – GENERAL PRINCIPLES .......................................................................................... 125

SECTION 2 – STEPS OF THE GRIEVANCE AND ARBITRATION PROCEDURE .......................... 127

SECTION 3 – GRIEVANCES ASSOCIATED WITH THE MASTER AGREEMENT .......................... 129

ARTICLE XXIV – GENERAL PROVISIONS ........................................................................................ 130

SECTION 1 – CONFORMITY TO LAW. .......................................................................................... 130

SECTION 2 – CONSCIENTIOUS OBJECTION. .............................................................................. 130

SECTION 3 – CONFIDENTIALITY OF RECORDS AND PROTECTED HEALTH INFORMATION. . 130

SECTION 4 – SOUTHERN CALIFORNIA REGION COMMUNITY DISASTER. ............................... 130

ARTICLE XXV – DURATION OF AGREEMENT ................................................................................. 131

NORTHERN CALIFORNIA REGION WAGE RATES: STRUCTURE A/B ........................................... 139

SOUTHERN CALIFORNIA REGION WAGE RATES: BASE .............................................................. 172

SOUTHERN CALIFORNIA REGION WAGE RATES: LEADS ............................................................ 203

APPENDICES APPLICABLE STATEWIDE ........................................................................................ 221

A. CALL CENTER ADDENDUM .................................................................................................. 222

B. CATEGORIES OF EMPLOYEES TO INCLUDE OTHER BENEFITTED EMPLOYEES. ........... 225

C. ALTERNATE COMPENSATION PROGRAM ........................................................................... 226

D. HARD-TO-FILL CLASSIFICATIONS CAREER LADDER JOINT RECOMMENDATIONS ........ 230

E. JOINT REVIEW OF DEPARTMENT STRUCTURE .................................................................. 232

F. CLASSIFICATION SPECIFIC POST-BARGAINING REVIEW PROCESS ............................... 234

APPENDICES APPLICABLE TO NORTHERN CALIFORNIA REGION .............................................. 235

A. ADVANCED HIRING CRITERIA .............................................................................................. 236

B. CODING CAREER LADDER ................................................................................................... 240

C. DEPENDENT CARE ................................................................................................................ 243

D. DOMESTIC PARTNER COVERAGE ....................................................................................... 244

E. EMERGENCY DEPARTMENT TECHNICIANS ........................................................................ 245

F. FLEXIBLE WORK ARRANGEMENT (3/36) ............................................................................. 247

G. FLEXIBLE WORK ARRANGEMENT (4/40) ............................................................................. 250

H. FUNCTIONAL UNIT MANAGEMENT (FUM) ........................................................................... 253

I. HEALTHCONNECT EFFECTS BARGAINING ......................................................................... 257

J. LICENSED VOCATIONAL NURSE I.V. CERTIFICATION........................................................ 273

K. MANDATORY OVERTIME ...................................................................................................... 275

L. MECHANIZATION ................................................................................................................... 276

M. NO SHIFT CANCELLATION ................................................................................................... 278

N. POSITION SPECIFICATIONS FOR ALL GEOGRAPHIC AREAS INCLUDING FRESNO ........ 280

O. POST-RETIREMENT MEDICAL BENEFITS FOR EMPLOYEES WHO RETIRED BEFORE

JANUARY 1, 2003 .................................................................................................................. 282

P. RADIOLOGIC TECHNOLOGIST CAREER LADDER .............................................................. 284

Q. RADIOLOGIC TECHNOLOGIST SPECIAL COMPENSATION ................................................ 287

R. REGISTERED DIETITIANS BENEFITS BY DESIGN ............................................................... 289

S. REGISTERED DIETITIANS CLINICAL LADDER ..................................................................... 295

T. REGISTERED DIETITIANS HOLIDAYS .................................................................................. 306

U. REGISTERED DIETITIANS OTHER APPLICABLE PROVISIONS .......................................... 307

V. REGISTERED DIETITIANS PAID TIME OFF (PTO) PROGRAM ............................................. 311

W. REGISTERED DIETITIANS PENSION ..................................................................................... 313

X. SERVICE PERFORMANCE PAY PROGRAM PILOT PROJECT ............................................. 317

Y. SHIFT DIFFERENTIAL/TENURE STEP/ EXPERIENCE CREDIT IN LIEU OF BENEFITS ....... 320

Z. SONOGRAPHER CAREER LADDER ..................................................................................... 324

AA. SPONSORED PARENT/PARENT-IN-LAW GROUP ................................................................ 327

BB. TRANSITION ASSISTANCE PROGRAM ................................................................................ 328

CC. WAGE ADMINISTRATIVE PRACTICES .................................................................................. 338

DD. WEEKENDS ONLY POSITIONS WITH 10% WEEKEND DIFFERENTIAL ............................... 341

APPENDICES APPLICABLE TO SOUTHERN CALIFORNIA REGION .............................................. 342

A. SCAL APPENDIX A – SIDE LETTERS .................................................................................... 343

1. 10 AND 12 HOUR SHIFTS. ..................................................................................................... 343

2. DEPARTMENT DESIGNATION. .............................................................................................. 351

3. EMPLOYEE HOSPITALIZATION FOR ALCOHOL AND DRUG DEPENDENCY. .................... 352

4. FLEXIBLE SCHEDULES. ........................................................................................................ 352

5. CENTRAL STAFFING FLOAT POOL ...................................................................................... 352

6. INDIAN HILL MEDICAL OFFICE. ............................................................................................ 355

7. MARTIN LUTHER KING, JR. HOLIDAY AND CÉSAR CHÁVEZ HOLIDAY............................. 355

8. PARKING. ............................................................................................................................... 355

9. PRODUCING NEW CONTRACTS. .......................................................................................... 356

10. RADIATION SAFETY COMMITTEE. ....................................................................................... 356

11. REGIONAL LABORATORIES – LUNCH BREAK. ................................................................... 356

12. DIAGNOSTIC IMAGING TECHNOLOGIST.............................................................................. 356

13. COMMUNITY SERVICE. ......................................................................................................... 357

14. OPTICAL DISPENSER VACANCIES ...................................................................................... 358

15. TYPING TESTS. ...................................................................................................................... 358

16. STEWARD SUPPORT ............................................................................................................. 359

17. STATUS 5 AND EXEMPT JOB REVIEW FOR INCLUSION IN THE BARGAINING UNIT ........ 360

18. JOB EVALUATION ................................................................................................................. 361

19. “OTHER OBLIGATIONS” ....................................................................................................... 361

20. ADVANCED STEP PLACEMENT AT HIRE. ............................................................................ 361

21. JOB SECURITY, EDUCATION AND TRAINING. ..................................................................... 362

22. IN-HOUSE TRAINING PROGRAMS. ....................................................................................... 365

23. 2

YEAR EQUITY– NEW JOB DEFINITIONS ......................................................................... 372

24. ON-CALL AND LEAD POSITIONS .......................................................................................... 375

25. LABOR/MANAGEMENT PARTNERSHIP TRUST CONTRIBUTION........................................ 375

26. RESOURCE NETWORK.......................................................................................................... 376

27. REDUCTION IN FORCE TO 36 HOURS PER WEEK .............................................................. 378

28. SHOP STEWARD TRAINING AND DEVELOPMENT .............................................................. 378

29. BILINGUAL DIFFERENTIAL ................................................................................................... 378

30. PART TIME ADDITIONAL PERMANENT HOURS................................................................... 379

31. CLASSIFICATIONS AND WAGES .......................................................................................... 379

32. RED CIRCLE RATES .............................................................................................................. 380

B. KP HEALTHCONNECT/SEIU-UHW EFFECTS BARGAINING – SCAL TENTATIVE AGREEMENT .. 381

ATTACHMENT 1................................................................................................................................. 390

INTRODUCTORY LETTER

This is the SEIU-UHW Agreement, which covers all UHW-represented employees of

Northern and Southern California Kaiser Foundation Health Plan, Inc., Kaiser

Foundations Hospitals, Southern California Permanente Medical Group, and the

Permanente Medical Group, Inc. It supersedes the SEIU Local 250 Agreement, the

Registered Dietitians’ Agreement, and the KPPACC Agreement in Northern California

and the SEIU Local 399 Agreement in Southern California.

This Agreement has been extended in its entirety as part of the 2012 National

Agreement Bargaining; the extension to this Agreement can be found on pages 132-133

and in the National Agreement (Section 3. D. 2.). Several agreements reached in 2010

local bargaining are included in the Agreement; these are:

 Additional rights for on-call conversions in paragraphs 260-262 and 267-269.

 Additional language on job posting starting in paragraph 589.

 Additional rights for cross regional transfers starting in paragraph 601.

The Grievance and Arbitration process has been modified, and the parties agree to

support the joint goal of resolving grievances within 90 days. No other changes have

been to the master agreement besides grammatical corrections, reformatting and

updating of the wage scales, and the removal of references to former SEIU-UHW

Bargaining Units.

How to Read Our Contract.

1. National Agreement.

The provisions of the National Agreement, which is the agreement that covers all

the labor organizations participating in the Coalition of Kaiser Permanente

Unions (the Coalition), are not included in this document. There are provisions of

the National Agreement that are in addition to, supersede or amend the local

union agreements. Please refer to that document to review those provisions.

2. SEIU Cross-Regional Master Agreement.

This Agreement includes provisions that were negotiated in common with SEIU-

UHW, SEIU Local 49 (Oregon/Washington Region), SEIU Local 105 (Colorado

Region), and UHW-Medical Social Workers (Northern California).

Provisions of the SEIU Cross-Regional Master Agreement that were agreed to in

Cross Regional bargaining are shaded in this manner herein.

3. Regional Provisions.

Where there are differences between the Northern California Region and the

Southern California Region in the terms/provisions of the UHW Collective

Bargaining Agreement, there will be separate sections for each. It is important

that the Collective Bargaining Agreement be read with care so that these

provisions are not confused one with the other. For example:

ARTICLE VII PAID LEAVES

Section 1. Holidays

A. NORTHERN CALIFORNIA REGION—Holiday Provisions

B. SOUTHERN CALIFORNIA REGION—Holiday Provisions

Questions may arise as to why the benefit structure and other contractual

provisions are different in the two Regions. The UHW Bargaining Committee

1) consolidated provisions where management and the Union could agree and

2) maintained certain benefit structures consistent with the wishes of the

members in the specific Region. That is why, among other contractual

differences between the Northern California and Southern California Regions,

you will see, as an example, the following differences in Paid Leave benefits:

Southern California

Northern California

Similar Vacation Provisions Similar Vacation Provisions

6 Fixed Holidays at 1½ 10 Holidays:

8 Fixed Holidays at 1½ and 2

other Holidays (Float and

Birthday)

5 Work Life Balance Days No Equivalent

4. Provisions in Common.

Provisions that have no special separation or annotation are provisions that UHW

has in common in both the Northern California and Southern California Regions.

5. Provisions for Dietitians.

The parties to the UHW Agreement have also agreed to certain specific

provisions applicable only to Registered Dietitians in Northern California who

were formerly represented by SEIU Local 250. Such language is contained in

Appendix R-W hereto; such language and supplements are incorporated into the

Agreement with respect to such Registered Dietitians, and except as to such

specific language, the terms and conditions of this Agreement are applicable to

and govern the terms and conditions of employment of Registered Dietitians in

Northern California.

AGREEMENT

THIS AGREEMENT is made and entered into as of the 1st day of October, 2012 by and

between Kaiser Foundation Health Plan, Inc., Kaiser Foundation Hospitals, The

Permanente Medical Group, Inc., and Southern California Permanente Medical Group

(collectively, “Employer”) and United Healthcare Workers-West (“Union”).

WITNESSETH:

The parties hereto have agreed as follows:

100

ARTICLE I

–

PURPOSE

101

It is the intent and purpose of the parties to set forth herein their Agreement

covering rates of pay, hours of work and conditions of employment for

Employees covered by this Agreement, to collaboratively work to provide high

quality, affordable service and care for patients and members, and to promote

harmonious relations between the Employer and the Union.

102

ARTICLE II

–

COURTEOUS AND RESPONSIBLE RELATIONSHIPS

103

The Union and the Employer, including all Kaiser Permanente managers,

supervisors, physicians, Employees, and Union staff, agree:

104

Treatment of One Another.

That ethical and fair treatment of one another is an integral part of

providing high quality patient care.

105

Regardless of Profession.

To treat one another, regardless of position or profession, with dignity,

respect and trust, and recognize and appreciate the individual contribution

each of us makes in our daily work.

106

Ensuring Courtesy.

To exhibit a personal, caring attitude toward each person with whom we

interact and do so in ways that ensure courtesy, compassion, kindness

and honesty.

107

Communication and Input.

To treat one another in the ways we want to be treated ourselves,

including clear communications of expectations regarding performance,

support of individual opportunities for growth, and provision of

opportunities for input into decisions when they impact people directly.

108

Accountability of

the Union and the Employer

The Union and the Employer shall be responsible for improving

communications among all levels of the organization and shall be

accountable for modeling and implementing the commitments of this

section.

109

ARTICLE III

–

MANAGEMENT’S RIGHTS

110

The Union recognizes that the Employer has the duty and the right to manage its

facilities and to direct the working forces. This includes the right to hire, transfer,

promote, demote, layoff, discipline and discharge Employees, subject to the

terms of this Agreement and the grievance procedure.

111

ARTICLE IV

–

RECOGNITION

112

SECTION 1

–

RECOGNITION

113

Exclusive Collective Bargaining

Agent.

The Cross-Regional Master Agreement is entered into by the signatory

parties and reflects the Employer’s recognition of the Unions listed in

Attachment 1 as the exclusive collective bargaining agent of the

Employees in the bargaining units listed in Attachment 1 with respect to

the terms and conditions of employment set forth herein.

114

Provisions of the SEIU Cross-Regional Master Agreement incorporated

into this Agreement are shaded for identification purposes only.

115

Unit Clarifications, Accretions, and/or Agreements.

This Agreement shall also apply to any Employees who are added to the

bargaining unit by unit clarification, accretion and/or Agreement of the

parties.

116

Creation of New Classifications.

This Agreement shall also apply to any new classification(s) which may be

established within the scope of duties now included within a covered

bargaining unit.

117

Local Agreements Superseded

The provisions of this Cross-Regional Master Agreement shall supersede

and replace the equivalent provisions of the local agreements between the

Employers and the Unions listed in Attachment 1. If a local agreement

does not contain an equivalent provision, the provision of this Cross-

Regional Master Agreement shall become a new provision of the local

agreement. If there are differences between the bargaining unit

descriptions in Attachment 1 and the descriptions contained in a local

agreement, the descriptions in the local agreement shall control.

118

SECTION 2

–

JURISDICTION

119

The Employer and the Union agree that no jurisdiction over any group of

Employees shall be surrendered to any other union during the life of this

Agreement except by mutual Agreement of the parties hereto.

120

SECTION 3

–

NOTIFICATION OF NEW EMPLOYEES

121

No later than the tenth (10th) of the following month the Employer shall supply

the Union with the names, addresses and classifications of work of new

Employees and the names of Employees terminated.

122

NORTHERN CALIFORNIA REGION Written Notice.

At the time a new Employee is hired who will be subject to this Agreement,

the Employer shall deliver to the Employee a written notice stating that the

Employer recognizes the Union as the collective bargaining agent for the

Employees covered by the Agreement and quoting or paraphrasing the

provisions of “Article V – Union Membership” of this Agreement.

123

SECTION 4

–

BONA FIDE SUPERVISORY EMPLOYEES

124

Authority of Bona Fide Supervisors.

The Employer recognizes the fact that only bona fide supervisory

Employees have the authority to hire, promote, discipline, discharge, or

otherwise effect changes in the status of Employees or effectively

recommend such actions, and it is not the Employer’s policy to establish

jobs or job titles for the purpose of excluding such Employees from the

unit(s). Bona fide supervisors will not perform duties performed by

Employees falling within the scope of this Agreement except for training,

emergencies requiring immediate action, or under circumstances that are

beyond the control of the Employer.

125

Bona Fide Supervisors Performing Bargaining

Unit Work

It is not the Employer’s intent to hire or utilize bona fide supervisors to

perform bargaining unit work; however, in an emergency and/or a situation

where the delivery of health care services could be compromised it may

be necessary for a supervisor to assist until an appropriate bargaining unit

Employee is available.

126

SECTION 5

–

UNION LEADS

127

Union Leads

Defined

Union Leads (positions with the titles Lead, Senior, Chief, Supervisor,

Head and Foreman) are bargaining unit Employees who are regularly

assigned by the Employer to direct and check the work of others. Under

the supervision and direction of a manager, Leads may also perform the

following duties:

128

1. Oversee the orientation and/or training of Employees and inform

management of any barriers preventing successful completion of

training;

129

2. Co-ordinate the workflow among Employees within the work area;

130

3. Provide technical or functional direction and support to Employees;

and

131

4. Inform management on the work environment, defined as

department resources, staffing needs, training needs and

equipment needs.

132

5. Besides these duties, Leads must participate in the regular work of

their classification within the department.

133

Union Leads are Not Bona Fide Supervisors

Leads do not act in the role of a bona fide supervisor and are not given

any authority for performance evaluations, disciplinary actions, or

decisions to hire or fire bargaining unit Employees. Also, Leads may not

perform the following duties:

134

1. Approve requests for time off, schedule changes or additional

hours/overtime;

135

2. Determine sick call replacement; or

136

3. Maintain time and attendance records.

137

Union Leads will not act independently of management supervision and/or

direction.

138

Training for Union Leads

The Employer will provide all Leads training in a jointly developed program

to insure their success in the Lead role. Such training shall include, but

not be limited to, courses in the following: Labor Management Partnership,

Interest Based Problem Solving, Union Partnership Representative and

Communication Skills.

139

SECTION 6

–

VOLUNTEERS AND SPECIAL PROGRAMS

140

Role of Volunteers

The volunteer’s role in the facilities is to provide services to patients that

may not otherwise be offered.

141

Volunteer Programs Not Used to Displace Employees

The Employer agrees that programs such as volunteer programs and

summer youth programs shall not be utilized to displace bargaining unit

Employees or to fill positions previously occupied by bargaining unit

Employees, nor shall they be used to reduce their hours of work.

142

Notification to Union of Volunteer Programs

The Employer shall notify the Union upon commencement of volunteer

programs and summer youth programs of the number of participants, their

classification, work location, hours of work per week, and the duration of

the program.

143

SECTION 7

–

JOB DESCRIPTIONS

144

Availability of Job Descriptions

The Employer and the Union shall maintain job descriptions in accordance

with duties necessary in the operation of facilities concerned with the care,

treatment, and recovery of patients. Each Employee at the time of hire will

receive a copy of the job description and at anytime, at the Employee’s

request.

145

Creation of New Jobs or Changes in Existing Job Descriptions

If the Employer intends to create a new job which is within the jurisdiction

of the Union or if the Employer intends to change an existing job

description, it will notify the Union with the intent of reaching Agreement

on the proposed changes to the job description or the creation of the new

job and accompanying wage rate. Should the parties not reach

Agreement, the Employer and the Union shall bargain the issue in good

faith.

146

SECTION 8

–

SUBCONTRACTING

147

NORTHERN CALIFORNIA REGION Subcontracting Procedures.

148

The Union recognizes that the Employer has the obligation to provide

effective health care in as efficient a manner as possible. The Employer

recognizes that the Union has the obligation to protect the rights of Union

members. To this end, they jointly establish procedures for subcontracting

work which has traditionally been performed by bargaining unit Employees

to an outside shop or agency, and/or for bringing in temporary Employees

from an outside shop or agency.

149

Subcontracted Work Expected t

o Last Fewer than Ninety Days.

Before subcontracting bargaining unit work which is expected to

last fewer than ninety (90) days, the Employer shall first offer the

work to existing bargaining unit Employees within the facility. If

there is an additional need for work after the work is offered to

Employees within the facility, the work shall be offered to

bargaining unit Employees from other facilities who have submitted

a written request to be considered for additional work. Such written

request shall be sent to the facility(s) at which the Employee has an

interest in accepting additional work. Such written request shall be

valid for a period of ninety (90) days and will be maintained in the

Personnel Office of the facility where the Employee desires extra

work. Disputes under this paragraph shall be subject to the

grievance procedure.

150

Subcontracted Work Expected to Last Ninety Days or More.

For the subcontracted work which is expected to last ninety (90)

days or more, the Employer shall notify the Union at least thirty (30)

days prior to such subcontracting, and the Employer and the Union

shall discuss the circumstances resulting in the decision for such

subcontracting including the impact, if any, it will have on existing

Employees.

151

Deferral to Arbitration.

Following the procedures outlined in the preceding two (2)

paragraphs, the Union may appeal the Employer's decision directly

to arbitration and the arbitrator shall determine if the Employer's

decision was logical in light of the mutual obligations set forth in this

Section.

152

SOUTHERN

CALIFORNIA REGION Subcontracting Procedures.

153

Notice of Intent to Subcontract.

In the event the Employer elects to subcontract work heretofore

performed by Employees within the jurisdiction of this Agreement,

the Employer shall provide the Union with a thirty (30) day written

notice of such intent.

154

Subcontracting May Not

Result in Layoffs.

The Employer agrees not to subcontract bargaining unit work

currently performed by bargaining unit Employees if such

subcontracting would result in the layoff of bargaining unit

Employees.

155

Contracted Housekeeping Services.

156

a.) The Employer agrees to maintain language in the existing

contracts with contractors regarding the subcontracting of

Housekeeping in small outlying clinics that requires the

contractors to pay a rate equal to the prevailing SEIU,

UHW/Kaiser contractor rate for Housekeepers. In new

contracts with contractors, the Employer agrees to include

language that requires contractors to pay a rate equal to the

prevailing SEIU, UHW/Kaiser rate. Further, should the

contractor fail to pay said rate, the contract would be voided.

157

b.) The Union agrees to remove contractors that fail to pay the

appropriate rate from their “Bid List” and should a contractor

require clarification regarding existing or revised rates, the

Union agrees to provide such data.

158

c.) The Employer and the Union will engage in the process

contained in the National Agreement to evaluate and

address issues related to past, current and future

contracting.

159

2005 NATIONAL AGREEMENT Regarding In

Sourcing and

Subcontracting.

160

Insofar as the provisions of the 2005 National Agreement regarding

subcontracting and in-sourcing apply to the current Collective Bargaining

Agreement, the Union and the Employer have agreed to initially prioritize

for application of the National Agreement the following classifications: 1)

Environmental Services, 2) Food Services, 3) Transcription, and 4)

Coding.

161

ARTICLE V

–

UNION MEMBERSHIP

162

Union Membership.

It shall be a condition of employment that all Employees covered by this

Agreement and those hired on or after its effective date shall, within thirty-

one (31) days following the beginning of such employment become and

remain members of the Union or tender to the Union a fee equal to the

initiation fees and periodic dues that are the obligations of members.

163

Failure to Maintain Membership

Employees who are required hereunder to join the Union and maintain

membership in the Union, or pay initiation fees and periodic dues

uniformly required of members, and who fail to do so shall upon notice of

such fact in writing from the Union to the Employer be discharged.

164

ARTICLE VI

–

DEDUCTION AND REMITTANCE OF UNION

DUES, FEES,

AND COPE

165

SECTION 1

–

DUES AUTHORIZATION

166

The Employer will honor written assignments of wages to the Union for the

payment of Union dues and fees, uniformly required, when such assignments are

authorized by a signed dues deduction form.

167

SECTION 2

–

REMITTANCE OF DUES

168

The Employer will promptly remit to the Union dues and fees deducted pursuant

to such assignments together with a list on hard copy and a disk or electronically

(on compatible format) supporting the amount of dues remitted including

sufficient detail of Employee information and individual payments.

169

SECTION 3

–

COPE CHECK OFF

170

The Employer will honor assignment of wages to the Union’s Committee on

Political Education (C.O.P.E.) fund, when such assignments are submitted in a

form agreed to by the Employer and the Union, and will promptly remit such

contributions to the Union. It is understood by all parties that such contribution

will be on an individual and voluntary basis.

171

SECTION 4

–

EMPLOYER INDEMNIFICATION

172

The Union shall indemnify the Employer and hold it harmless against any and all

suits, claims, demands and liabilities that shall arise out of or by reason of any

action that shall be taken by the Employer for the purpose of complying with the

foregoing provisions of this Article, or in reliance on any list or certificate which

shall have been furnished to the Employer under any of such provisions.

173

ARTICLE VII

–

SAFE WORKING CONDITIONS AND WORKLOAD

174

SECTION 1

–

SAFE WORKING CONDITIONS

175

Standards Consistent with Nature of Work

The Employer shall provide reasonable, safe working conditions, material

and equipment consistent with accepted standards for the nature of the

work performed.

176

Work Assignments.

Work assignments shall be made only if they are in accordance with the

foregoing principle.

177

Some

Methods of Resolution

Work conditions or other facility safety issues (e.g. security) which appear

to be inconsistent with this principle may be brought to the attention of

the area supervisor by any Employee; and if the supervisor is unable to

resolve the problem, it may be submitted for investigation by the Facility

Safety Committee and/or the Workplace Safety Committee.

178

Participation in the Facility and Workplace Safety Committee

The Union shall designate an Employee representative to be assigned to

the Facility Safety Committee and the Workplace Safety Committee. Such

attendance on safety committees shall not result in loss of pay to

Employees.

179

SECTION 2

–

WORKLOAD DISTRIBUTION

180

Equitable Distribution of Workload

It is the intent of the Employer to distribute the workload equitably among

Employees in both single work units and departments with due regard for

Employee safety.

181

Workload When a Replacement Cannot Be Found

When an Employee is absent for any reason and if a replacement cannot

be obtained in time, it is the intent of the Employer to distribute the

workload equitably among the Employees in the work unit so that no

undue hardship may be placed on an individual worker.

182

Reduced Work Performance While Orienting

If Employees are assigned to familiarize others with the duties and

responsibilities of their job, any resulting reduced work performance shall

not be appropriate cause for discipline.

183

SOUTHERN CALIFORNIA REGION Staffing at Outlying Clinics.

The Employer shall maintain staffing at the outlying clinics commensurate

with the workload, and in so doing, shall replace Employees on half (1/2)

days off where necessary.

184

SECTION 3

–

NORTHERN CALIFORNIA REGION

–

REGISTERED DIETITIAN

PARTICIPATION IN RELEVANT COMMITTEES

185

Registered Dietitians covered by this Agreement may participate in meetings and

on committees that affect staffing, standards of practice, support, equipment and

space. Registered Dietitians will also have the right to participate on all

committees or in meetings related to Medical Nutrition Therapy.

186

ARTICLE VIII

–

DISCRIMINATION

187

Discrimination Defined

The Employer and the Union agree there shall be no discrimination

against any Employee or applicant because of membership in the Union

or lawful activities on behalf of the Union, or because of race, color,

religion, creed, national origin, ancestry, gender, gender identity, sexual

orientation, age, physical or mental disabilities, political affiliation, marital

status, medical condition (as defined by applicable law), or veteran status.

188

No Discriminat

ion in Pay

There shall be no distinction between wages paid to men and the wages

paid to women for the performance of comparable quality and quantity of

work on the same or similar jobs.

189

ARTICLE IX

–

NEW EMPLOYEES

190

SECTION 1

–

PROBATIONARY EMPLOYEES.

191

For Employees Regularly Scheduled 20 Hours or More

The probationary period for Employees regularly scheduled for twenty (20)

hours or more shall be ninety (90) calendar days.

192

For

Employees Regularly Scheduled Fewer than 20 Hours

The probationary period for Employees regularly scheduled for fewer than

twenty (20) hours shall be three hundred (300) hours or ninety (90)

calendar days, whichever occurs later.

193

Only One Probationary Period

In no case shall an Employee be required to serve more than one

probationary period.

194

Extensions of the Probationary Period

195

Mutual Agreement.

The probationary period may be extended only by mutual

Agreement between the Employer, the Employee and the Union.

196

During Leave.

If an Employee is on leave at any time during the probationary

period, time spent on leave will not count towards fulfilling the

probationary period.

197

Evaluation During Probationary Period

Probationary Employees shall be provided with appropriate training and

orientation tools and a written performance evaluation shall be issued

upon completion of sixty (60) calendar days.

198

Discharge During Probationary Period

During the probationary period, Employees may be discharged without

recourse to the grievance procedure.

199

SECTION 2

–

NOTIFICATION TO NEW EMPLOYEES

200

At the time of new Employee orientation, each new Employee shall be given a

copy of the Collective Bargaining Agreement and a list of the stewards provided

such list has been provided by the Union. The cost of such Agreement shall be

shared equally by the Employer and the Union.

201

SECTION 3

–

NEW EMPLOYEE ORIENTATION / NEW HIRE

202

The Union and the Employer shall coordinate times for Union

Representatives/Stewards to meet with new bargaining unit members for thirty

(30) minutes during the New Employee Orientation period. The Employer will

provide the Union Representative with New Employee Orientation schedules and

updates as they occur. Such time will be scheduled within the new Employee

orientation agenda. It is further understood that, should the Union designate a

Union Steward to meet with new Employees, the Steward’s time will be paid and

the Steward will be released from work for the time needed to meet with

Employees.

203

ARTICLE X

–

CATEGORIES OF EMPLOYEES

204

SECTION 1

–

REGULAR BENEFITED EMPLOYEES

205

Regular Full

Time Employee.

Regular Full-Time Employee is assigned a regular pre-determined

schedule of forty (40) hours per work week.

206

Regular Part

Time Employee.

A Regular Part-Time Employee is assigned a regular pre-determined

schedule of twenty (20) or more hours but fewer than forty (40) hours per

work week.

207

SECTION 2

–

NON

BENEFITED EMPLOYEES

208

Limited Part

Time Employee

A Limited Part-Time Employee (previously referred to as “Short-Hour” in

the Northern California Region) is assigned a regular pre-determined

schedule of fewer than twenty (20) hours per work week.

209

ll Employee.

An On-Call Employee (previously referred to as “Casual” in the Northern

California Region) works on an intermittent basis without a regularly pre-

determined schedule and is assigned a specific shift.

210

Temporary Employee.

A Temporary Employee is assigned a regular pre-determined schedule

that does not extend beyond three (3) months and is hired as an interim

replacement for an Employee on a leave of absence or for a specific

temporary project.

211

SOUTHERN CALIFORNIA REGION Temporary Assignments.

212

Employer’s Request for Extension.

The Employer may request an extension of the temporary

assignment beyond the three (3) months and the Union will not

unreasonably deny the request.

213

Review of Temporary Assignment.

Upon the request of the Union, the Employee or the Employer, the

temporary assignment shall be jointly reviewed to determine

whether the assignment should be posted as a non-temporary

position. If the temporary Employee successfully bids into the new

position, he/she will have service credit retroactive to his/her

original date of hire into the temporary assignment.

214

SECTION 3

–

ACCRUAL OF BENEFITS

215

Any Employee designated as a benefited Employee shall begin to accrue all of

the fringe benefits as provided in this Agreement, when he/she becomes

benefited and will continue to accrue such benefits as long as he/she remains a

benefited Employee.

216

Accru

al for Regular Part

Time Employees Working Additional Hours

Regular Part-Time Employees shall accrue benefits at a greater rate than

their status based on additional hours worked and paid.

217

Employees

Not Eligible for Benefits

Limited Part-Time, Temporary and On-Call Employees are not eligible for

benefits while in this status. They are, however, eligible for shift

differential, split shift differential and credited service for the Pension Plan.

218

SOUTHERN

CAL

IFORNIA REGION Service Credit

219

Definition of Service Credit.

Service credit applies to benefit levels and wage placement that are

determined by compensated hours.

220

Part

Time/Limited, Part

Time/On

Call, Employees Changing to

Full-Time Status.

In the event a Part-Time, Limited Part-Time or On-Call Employee

successfully bids into a full-time position, his/her compensated

hours as a Part-Time, Limited Part-Time or On-Call Employee from

date of hire through the change in status date, shall be totaled, and

any such Part-Time, Limited Part-Time or On-Call Employee shall

receive one (1) month of service credit for each 173.333

compensated hours. Using this formula, a new service credit

eligibility date will be established for this number of months prior to

the date of the Employee’s going to full-time status.

221

Maintenance of Service Credit.

An Employee who has six (6) calendar months service, and has

terminated and returns within six (6) months, will retain all

previously accrued seniority for wages and benefits. Employees

transferring into the Southern California Region from other regions

shall retain their service credit for purposes of benefit accrual, and,

if transferring into the same classification, placement on the wage

scale.

222

4. When used in this Agreement, “Service Credit” shall mean that

period of continuous employment with the Employer, less any

absence from employment, except regularly scheduled days off,

which exceed thirty (30) calendar days for personal or family leave

or sixty (60) calendar days for medical leave for which no

compensation is received. Where unpaid absences exceed thirty

(30) or sixty (60) calendar days respectively, service credit will be

adjusted by the total number of days of absence. However, upon

return from any unpaid authorized leave from employment, the

Employee’s service credit accrued prior to such leave shall be

retained. In the event of an industrial injury or illness leave of

absence, the Employee’s service credit shall continue during the

entire period of industrial injury or illness.

223

SECTION 4

–

LIEU OF BENEFITS DIFFERENTIAL

224

Employees Eligible for the In

Lieu

of Benefits Differential.

Limited Part-Time, Temporary and On-Call Employees shall receive a

differential in lieu of benefits as follows:

225

NORTHERN CALIFORNIA REGION Application of Differential.

226

a.)

Schedule Y.

Classifications listed in Schedule Y of NCAL

Appendix Y, Section 1 shall receive $1.00 per hour for all

hours worked.

227

b.)

Schedule

Classifications listed in Schedule Z of NCAL

Appendix Y, Section 2 shall receive $2.00 per hour for all

hours worked.

228

c.)

Registered Dietitians.

In lieu of eligibility for benefits,

Limited Part-Time, Temporary and On-Call Registered

Dietitians shall be paid a wage differential of $2.00 per hour.

229

SOUTHERN CALIFORNIA REGION Application of Differential.

230

A $1.00 per hour differential shall apply for all hours worked, except

for specified classifications denoted in the On-Call (Per-Diem) wage

rates beginning on page 199.

231

Limited Part

Time or On

Call Employees Who Are Not Eligible for

Benefits.

232

Employees who are converting or transferring from non-benefited to

benefited status shall continue to receive the in-lieu of benefits differential

until such time as they receive benefits (except Dental benefits).

233

SECTION 5

–

VOLUNTARY CHANGE TO ON

CALL STATUS

234

A Regular Full-Time or Regular Part-Time Employee may voluntarily reduce

his/her status to On-Call and will be paid at the rate he/she was receiving as a

Regular Employee in addition to the appropriate differential.

235

SECTION 6

–

ALTERNATE COMPENSATION PROGRAM

236

A Benefit-eligible Employee scheduled to work twenty (20) or more hours per

week who can verify that he/she has medical coverage from a source other than

his/her benefited status with Kaiser Permanente shall have the option of

voluntarily participating in the Alternate Compensation Program which includes a

20% differential in lieu of benefits (Statewide Appendix C).

237

SECTION 7

–

DISTRIBUTION OF OVERTIME AND ADDITIONAL HOURS

238

NORTHERN CALIFORNIA REGION Distribution Procedure.

239

Distribution of Overtime and Additional Hours.

The Employer shall assign overtime and additional hours to

Employees in a classification of a department who have

volunteered to be on the list for overtime or additional hours. Such

work will be offered by seniority: First, to all Regular Employees;

then, to all LPT Employees; then, to On-Call and Temporary

Employees.

240

Assignment If There Are No Voluntee

rs.

If no one on the list volunteers for overtime or additional hours and

no other qualified Employee volunteers, it will be assigned on a

rotational basis by reverse

seniority to those Employees on the list.

If no list exists, such work will be assigned to qualified Employees

in the department on a rotational basis by reverse seniority.

241

Obligations Not Associated with the Assignment of Additional

Hours.

The assignment of additional hours shall not require the Employer

to: split the additional hours among two (2) or more Employees; pay

overtime as a result of such assignment; or change the Employee’s

normally assigned work schedule.

242

SOUTHERN CALIFORNIA REGION Distribution Procedure.

243

Distribution of Additional Intermittent Work Hours.

Additional intermittent work hours shall be offered, based on

seniority, to Employees who are interested in working additional

hours in the following order:

244

a.)

Cancelled Full

Time Employees

–

Same Department

/Same Classification.

Full-time Employees in the same department and

classification who, due to cancellation, did not work their

regularly scheduled number of hours (for which they were

hired) in the pay period, until such Employees have been

made whole.

245

b.)

Cancelled Part

Time, Limited Part

Time Employees

–

Same Department/Same Classification.

Part-Time, Limited Part-Time Employees in the same

department and classification who, due to cancellation, did

not work their regularly scheduled hours (for which they were

hired) in the pay period, until such Employees have been

made whole.

246

c.)

Cancelled

Full

Time Employees

–

Same Department/

Different Classification.

Qualified Full-Time Employees in the same department, but

different classifications, who, due to cancellation, did not

work their regularly scheduled number of hours (for which

they were hired) in the pay period, until such Employees

have been made whole.

247

d.)

Cancelled Part

Time, Limited Part

Time Employees

–

Same Department/Different Classification.

Qualified Part-Time, Limited Part-Time Employees in the

same department, but different classifications, who, due to

cancellation, did not work their regularly scheduled number

of hours (for which they were hired) in the pay period, until

such Employees have been made whole.

248

e.)

Part

Time, Limited Part

Time Employees.

Part-time, Limited Part-Time Employees in the same

classification and department.

249

f.)

Call Employees.

On-Call Employees in the same classification and

department.

250

g.)

Other Part

Time, Limited Part

Time Employees.

Other qualified Part-Time, Limited Part-Time Employees in

the same department.

251

h.)

Other On

Call Employees.

Other qualified On-Call Employees in the same department.

252

i.)

Outside the Department.

May offer to qualified Employees outside the department.

253

j.)

House Registry.

In-House Registry (when implemented).

254

k.)

Registry.

255

Additional Hours in Another Department or Entity.

The Employer will give consideration to Employees who request to

work additional hours in another department or entity. However, in

such circumstances, hours worked outside their home department

will not count for computation of premium pay except for hours

worked in excess of eight (8) hours in one (1) day and hours

worked in excess of forty (40) hours worked in one week.

256

SECTION 8

–

CONVERSION OF ON

CALL AND LIMITED PART

TIME

EMPLOYEES

257

Effective Date for this

Agreement.

The modifications to the agreement concerning conversion shall be

effective on April 1, 2006, with Employee requests for conversion to be

submitted no earlier than July 1, 2006.

258

Period Necessary for Conversion Eligibility.

An On-Call or Limited Part-Time Employee who works a regular schedule

in the department an average of at least forty (40) hours per pay period for

six (6) consecutive pay periods will be converted to regular full-time or

part-time status (e.g., .5, .6, .7 FTE, etc.) commensurate with the average

number of hours worked during the six (6) consecutive pay periods,

pursuant to the provisions of this agreement.

259

Employee Must Submit Request for Conversion.

In order to be considered for conversion, an Employee must submit a

request in writing to his/her department manager for a review of the six (6)

consecutive pay periods immediately preceding the Employee’s written

request. Such requests for conversion must be received within thirty (30)

calendar days of the end of the last pay period considered in determining

eligibility for conversion.

260

Employer

Response to a Request for Conversion.

Once conversion is requested under this provision, the Employer will

respond to the request with 30 days of the receipt of the request.

261

If the conversion request is denied, the Employer will provide the reason

for denial.

262

Both denials of conversion requests and the Union’s belief that the

Employer failed to respond to such requests within reasonable time, are

appropriate subjects to adjudicate through the contractual grievance

procedure. Both parties are committed to the timely processing of

grievances in an ongoing effort toward expeditious resolution of this and

other matters of dispute.

263

Actual Days and Shift of Conversion.

The Employee may be converted to Regular status in the department and

shift in which the majority of hours were worked. The converted Employee

will be scheduled to work according to his/her new status. His/her

schedule and assignment will be based on operational needs. This may

result in variable schedules and assignments.

264

Effective Date of

the Conversion.

An Employee’s conversion will be effective the first full pay period

following the Employee’s submission of the written request.

265

Ineligible Hours.

Hours worked 1) in training, 2) in special projects, or 3) in relieving

Employees for leaves of absence and/or replacement of an individual’s

sick leave of two (2) days or more will not be used for conversion

purposes.

266

Lieu

Benefits Differential.

An On-Call Employee or Limited Part-Time Employee who is converted to

benefited status will continue to receive the in-lieu-of-benefits differential

until he/she begins receiving health coverage.

267

Labor

Management Conversion Meetings.

Beyond the commitment to the terms above, it is recognized that

conversions can pose challenges for both parties. The parties therefore

agree that it is on their mutual interest to work together to find ways to

minimize the need for conversions.

268

At the request of either party, meetings will be scheduled at the local

facility level, once per calendar quarter, to address any specific problems

of On-Call scheduling, any factors that may influence the need for

conversions, and explore possible ways of reducing the need for such

conversions.

269

When conversions do become necessary, at the request of either party,

the parties will meet at the local facility level to consider assignments in

which the converted employees best can be utilized, based on the specific

needs of the department and considering seniority.

270

SECTION 9

–

REGIONAL PROVISIONS OF CATEGORIES OF

EMPLOYEES

271

NORTHERN CALIFORNIA REGION.

272

Limited Part

Time, Temporary and On

Call Employees.

In no event will there be any duplication of the differential and

accumulation or rights to fringe benefits and tenure adjustments

other than those specified in “Section 3, B. Employees Not Eligible

for Benefits”.

273

Rate of Pay of Regular Employee Who Becomes Non

Benefited.

A Regular Employee who, with no break in service, becomes a

Temporary, LPT or On-Call Employee will be paid at the rate

he/she was receiving as a Regular Employee plus the appropriate

differential.

274

Service Date Commencement.

275

a.)

Benefited Status.

An Employee who is designated a Regular Employee shall

have his/her service date for purposes of eligibility and

accumulation of fringe benefits established as of the date

he/she is determined a Regular Employee.

276

b.)

From Non

Benefited to Benefited Status.

277

i.)

Service Date Commences When Designated

Regular.

An Employee once designated as a Temporary,

Limited Part-Time or On-Call Employee and later

designated as a Regular Employee shall have his/her

service date commence for the purpose of eligibility

for and accumulation of fringe benefits as of the date

he/she is designated a Regular Employee.

278

ii.)

Service Date and Period of Time Spent in Non

Benefited Status.

The period during which an Employee is designated

as a Temporary, Short-Hour Limited Part-Time or On-

Call Employee shall not be included for purposes of

determining eligibility for or accumulation of fringe

benefits provided under this Agreement or for the

amount of such fringe benefits.

279

SOUTHERN CALIFORNIA REGION.

280

Availability of On

Call Employees.

281

a.)

Availability Requirement.

On-Call Employees shall be required to submit at least a

minimum number of “available days/shifts” per month in

advance, not to exceed eight (8) required days/shifts per

month. The “available days/shifts” per month shall not

exceed four (4) weekend days/shifts per month. Available

days/shifts must also include at least two (2) designated

holidays each year. The minimum number of “available

days/shifts” per month shall be established as a policy by

each department and agreed to by the Union.

282

b.)

Confirmed Available Days Posted Four Weeks in

Advance.

The schedule reflecting pre-confirmed available days/shifts

shall be posted four (4) weeks in advance.

283

c.)

Lack of Availability.

On-Call Employees who are not available on days/shifts they

have designated when called to work, may be subject to

review annually. If the Employee has cancelled more than

50% of their available days/shifts annually, when called to

work, the Employee may be subject to termination.

284

Call Conversion to Temporary Status.

An On-Call Employee who is converted to temporary Employee

status, shall continue to receive the On-Call premium during such

temporary status. Such Employees shall maintain their On-Call

status and continue to accrue seniority. If the temporary position

the On-Call Employee is working is outside his/her department, in

exercising his/her seniority for vacancies within the department to

which he/she has temporally transferred, he/she shall be

considered a Temporary Employee.

285

Variable Hour Jobs.

Variable hour jobs may be posted with variable start/end times

within a shift, which shall include the specific range of such start

and end times respectively. No Employee shall be placed in a

Variable hour job except voluntarily or by bidding on such job.

286

a.)

Variable Job Review.

After an Employee has worked for a period of three (3)

months in a variable position, a joint (union and

management) informal review will be conducted of the

scheduled hours worked by the impacted Employee.

287

b.)

Employee Scheduled Consistent with Job Posting.

If the review reveals the Employee has been scheduled in a

manner consistent with the original job posting, no change in

the utilization of the Employee will occur.

288

c.)

Employee Not Scheduled Consistent with Job Posting.

289

i.)

First Review.

If the review reveals that the Employee has not been

scheduled in a manner consistent with the original job

posting (i.e., no variable schedule) and there are no

mitigating circumstances (such as vacation, LOA or

sick leave replacement), the Employee’s schedule will

be converted to a schedule with a set start and end

time.

290

ii.)

Second Review.

If the review reveals that the Employee has not been

scheduled in a manner consistent with the original job

posting, due to mitigating circumstances (such as

vacation, LOA or sick leave replacement), then a

second review will take place in another three (3)

months and, based on the second review, the

Employee’s schedule will either remain a variable

position, due to actually working a variable schedule,

or convert to a schedule with a set start and end time,

due to the absence of any variable scheduling or

mitigating circumstances.

291

iii.)

Mitigating Circumstances.

In the second review above, ongoing “mitigating

circumstances” may be included as regular hours and

will be given significantly less weight.

292

d.)

Reviews Conducted upon Request.

At any time, Joint Reviews, of Variable Positions, as outlined

above, will be conducted in a timely manner on request of

the Union or the Employer.

293

Base “Plus” Jobs.

Base plus jobs may be posted indicating base hours and additional

hours for which an Employee may be scheduled (e.g. 20+). No

Employee shall be placed in a Base Plus job except voluntarily or

by bidding on such job.

294

a.)

Base “Plus” Job Review.

Three (3) months after an Employee is hired into such a job,

a joint (Union and Management) informal review will be

conducted to determine the following:

295

b.)

If No Plus Hours Worked.

If the Employee, over the three (3) month period, has only

worked the base hours and no plus hour schedules and no

mitigating circumstances (such as vacation, LOA or sick

leave replacement) exists, then the “plus” will be removed

from the job and the Employee will assume a set schedule of

hours.

296

c.)

If Plus Hours Average Less than Four (4) Hours.

If the Employee, over a three month period, works an actual

base “plus” schedule in the same department for less than

an average of four (4) additional hours, then no change will

be made to the Employee’s schedule at that time.

297

d.)

If Plus Hours Average Four (4) or More Hours.

If the Employee, over a three (3) month period, consistently

works a base “plus” schedule, an average of four (4) hours

or more over the base in the same department, then an audit

will be conducted. If no mitigating circumstances exist (such

as vacation, LOA or sick leave replacement), then, the

average hours in the department will be posted. Hours may

be posted in increments that are practical for operations, by

mutual agreement.

298

e.)

Joint Formal Review.

If the three (3) month informal review is not conclusive

and/or mitigating circumstances exist, a joint formal review

will be conducted at six (6) months, and steps (b), (c), or (d),

above, will be enacted, except that in (d), above, ongoing

“mitigating circumstances” may be included as regular hours

and will be given significantly less weight.

299

f.)

Non

Proliferation of Base “Plus” Jobs.

If multiple Employees in the department consistently work

hours above base, the conglomeration of the hours will be

reviewed and may be posted in order to avoid proliferation of

Base “Plus” jobs.

300

g.)

Hours Posted as a Result of Review.

Hours posted as a result of these reviews may first be

claimed by Part-Time Employees to increase regular hours

or change status to full-time pursuant to SCAL Appendix A,

Side Letter 30, and then pursuant to Article X, Section 7,

paragraph 242 of this Agreement.

301

h.)

Joint Reviews Conducted Upon Request.

Joint Reviews, as outlined above, of Base “Plus” Positions

will be conducted at any time upon request by the Union or

Management in a timely manner.

302

ARTICLE XI

–

HOURS OF WORK

303

SECTION 1

–

INTENT OF ARTICLE

This Article is intended to define the normal hours of work and shall not be

construed as a guarantee of hours of work per day or per week, or of days of

work per week. This Article shall not be construed as any basis for the

calculation of overtime.

304

SECTION 2

–

NORMAL WORK WEEK

305

Forty Hours Per Week With Two Consecutive Days Off

The Employer will exercise its best efforts subject to the requirements of

efficient operations to schedule on the basis of a normal work week of

forty (40) hours within the work week period with two (2) consecutive days

of rest.

306

Waiver.

The provision for two (2) consecutive days off each week may only be

waived to achieve every other weekend off scheduling.

307

Four Hour Minimum Shift

The Employer will not schedule or post shifts of fewer than four (4)

continuous hours unless mutually agreed by the Employer and the Union.

This Agreement is not intended to preclude an Employee from initiating a

written request to work such shift.

308

SECTION 3

–

SCHEDULES

309

Starting Times, Quitting Times and Days Off

Schedules of starting and quitting times and days off of Employees will be

posted by the Employer four (4) weeks in advance in the Southern

California Region and fourteen (14) days in advance in the Northern

California Region subject to emergency situation changes. Such

schedules will be maintained on a weekly basis and will be posted in a

location readily accessible to all department Employees.

310

Emergency Changes in the Schedule

When it becomes necessary because of emergency situations to change

work schedules, consideration will be given to the desires of the affected

Employees. Where agreement cannot be reached, such changes in work

schedules will be made in reverse bargaining unit seniority order within the

department. The Employer will attempt to notify an Employee of any

schedule changes a minimum of twenty-four (24) hours before such

change is to occur. Failure to successfully contact the Employee will not

result in a penalty to the Employer or Employee.

311

Changes in Employee’s Schedule

312

1. An Employee's schedule will be changed only in response to

operational requirements. In such event, consideration will be

given to the desires of the affected Employees. If there is no

mutual agreement, changes will be made in reverse order of

bargaining unit seniority within the department among qualified

Employees. The Employee will be notified by the Thursday of the

preceding week.

313

NORTHERN CALIFORNIA REGION Registered Dietitian

Schedule Changes.

314

2. A Registered Dietitian and his/her supervisor can mutually agree to

temporary schedule changes.

315

SECTION 4

–

WEEKENDS OFF

316

Every Other

Weekend Off

The Employer will exercise its best efforts to provide every other weekend

off to all Full-Time and Part-Time Employees in a department desiring

such a schedule. The Employer will exercise its best efforts to recruit Full-

Time and Part-Time Employees so that this can be accomplished.

317

More Beneficial Scheduling Practices

If an Employee enjoys a more favorable weekend off schedule, he/she

shall maintain such schedule except as provided for in paragraph 311 -

312, “Changes in Employee’s Schedule”.

318

“Weekend” Defined.

“Weekend” shall mean Saturday and Sunday except for the night shift in

which case, “Weekend” shall mean Friday and Saturday.

319

SOUTHERN CALIFORNIA REGION Weekend Work Penalty.

In the event an Employee volunteers or is required to work all or part of

any second consecutive weekend and alternating consecutive weekends

thereafter, the Employee shall be paid one and one-half (1½) times his/her

regular rate of pay for all hours worked on the weekend.

320

Non

Applicability of this Section

This Section shall not apply to an Employee who has requested to work a

regular weekend schedule and shall not apply to an Employee who has a

regular schedule which provides for either every Saturday or every

Sunday off.

321

Weekend Work Penalty.

The foregoing provision on hours of work is not intended to change the

interpretation of weekend work penalty in Southern California as defined

by various arbitrations.

322

SECTION 5

–

MANDATORY MEETINGS

323

When Employees are specifically directed by their supervisor to attend

mandatory meetings, time spent in such meetings shall count as time worked.

324

SECTION 6

–

MEALS

325

Current Practice.

326

According to current practice, the Employer will continue to provide meals

for Employees in Nutritional Services. These meals shall be furnished to

such Employees without deduction in compensation.

327

NORTHERN CALIFORNIA REGION Outpatient Registered Dietitians.

328

Where applicable, Outpatient Dietitians (covered by this Agreement) also

have the option to obtain meals as above.

329

SECTION 7

–

REST PERIODS AND MEAL PERIODS

330

Rest Periods.

331

Each Employee shall receive a fifteen (15) minute paid rest period during

each four (4) hours of work approximately towards the middle of each four

(4) hour work segment.

332

Meal Periods

333

Meal Periods for Employees Scheduled to Work More Than

Five (5) Hours.

Employees scheduled to work more than five (5) hours per day

shall be entitled to an uninterrupted meal period of at least thirty

(30) minutes.

334

Meal Periods Near the Middle of the Shift.

The Employer will make every reasonable effort to schedule the

meal periods at or near the middle of the shift, unless mutually

agreed otherwise.

335

Notice to Supervisor.

The Employee is required to notify his/her supervisor if it appears

that he/she will miss a rest or meal period. In the event that the

supervisor or designee is not accessible to authorize the rest or

meal period, the Employee may use his/her judgment regarding the

necessity to work through the rest or meal period.

336

Employer’s Responsibility for Employee’s Rest and Meal

Periods.

The primary responsibility for ensuring that Employees take rest

and meal periods shall rest with the Employer.

337

SOUTHERN CALIFORNIA REGION Additional Lunch Period.

Employees working thirteen (13) or more hours in a workday shall

receive an additional thirty (30) minute lunch period.

338

State and Federal Laws.

It is the Employer’s intent to abide by all State and Federal Laws regarding

meal and rest periods, which include only in part the following:

339

1. If an Employee is not provided with a meal period, the Employer

shall pay the Employee an additional one (1) hour of straight time

pay.

340

2. If an Employee is not provided one (1) or more rest periods, the

Employer shall pay the Employee an additional one (1) hour of

straight time pay.

341

Relief from All Duty

Unless Employees, including Employees who are assigned to respond to

cardiac arrest, are relieved of all duty during their meal period, the meal

period shall be considered an “on duty” (“on duty” as defined in the Labor

Code) meal period and counted as time worked.

342

SECTION 8

–

UNIFORMS

343

When Employees are required to wear uniforms or special work clothes, the

Employer will provide and launder such apparel; provided that the Employer shall

not be required to furnish or launder apparel traditionally worn by Employees in

hospitals generally. The term “uniform” is defined as apparel or accessories of a

distinctive design, style, color, or quality. If the Employer contemplates a change

in uniform policy, it will bargain with the Union.

344

SECTION 9

–

REPORTING PAY

345

NORTHERN CALIFORNIA REGION Reporting Pay.

346

Assignment of Work After Reporting.

An Employee who is scheduled to report for work and who reports

to work without receiving prior notice that no work is available shall

perform any work to which he/she may be assigned provided the

work is related to his/her regular work and he/she is qualified to

perform the work.

347

Pay Rate After Reporting.

The Employee will be paid at his/her regular rate of pay or

appropriate rate of pay for the job he/she is assigned, whichever is

higher.

348

Guaran

tee of Pay for Shift.

If the Employer is unable to utilize the Employee, he/she may leave

work and will be paid for his/her regular shift, not to exceed eight

(8) hours, excluding shift differential.

349

Exclusions.

350

The provisions of this Section will not be applicable if:

351

a.) the lack of work is not within the control of the Employer; or

352

b.) the Employer makes a reasonable effort to notify the

Employee by telephone (or telegram, if no response) not to

report for work at least two (2) hours before his/her

scheduled time to work; or

353

c.) the Employee fails to provide the Employer with his/her

current address and telephone number.

354

SOUTHERN CALIFORNIA REGION Reporting Pay.

355

Performing Work as Assigned.

Employees who are requested to report for work, or who are

scheduled to work and are permitted to come to work without

receiving prior notice that no work is available shall perform any

work to which they may be assigned.

356

Two Hour Guarantee.

When the Employer is unable to utilize such Employees and the

reason(s) for lack of work is within the control of the Employer, the

Employee will be paid for two (2) hours work at the regular rate of

pay. In such cases, the authorized supervisor of the Employee

involved may allow the Employee to leave work before the two (2)

hours have elapsed. The two (2) hours time must be shown on the

Employee’s time card either by time clock registration or by notation

by the supervisor. In either case, the supervisor must sign the time

card.

357

Acts of God.

The provisions of this Section shall not apply if acts of God or

failure of utilities interfere with work being provided, and if the

Employer makes a reasonable effort to notify the Employees by

telegram not to report for work at least two (2) hours before their

scheduled time to work.

358

Current Contact Information.

It shall be the responsibility of the Employees to notify the Employer

of their current address and telephone number. Failure to do so

shall preclude the Employer from the notification requirements.

359

SECTION 10

–

NORTHERN CALIFORNIA REGION CALL

IN ON SCHEDULED

DAY OFF

360

If an Employee is called to work on what would otherwise have been a regularly

scheduled day off and if the Employer fails to give one (1) hour's notice before

the start of the required shift, the Employee shall be paid for the hours of work

actually performed plus one (1) hour, but is to be paid not less than three (3)

hours nor more than eight (8) hours of pay in any one shift unless the Employee

works more than eight (8) hours in that shift.

361

SECTION 11

–

NORTHERN CALIFORNIA REGION PROVISIONS

362

Rest Period Between Shifts

363

Unbroken Rest Period.

Regular Employees shall have an unbroken rest period of twelve

(12) hours between any eight hour shifts. All hours worked within

the 12-hour rest period shall be paid at the rate of time and one-half

(1-1/2).

364

Waiver.

This provision may be waived upon the written request of the

Employee and with the agreement of the supervisor.

365

Premium Pay As Rest Time.

Time for which any premium pay is paid shall count as rest time for

purposes of this paragraph.

366

Conditions Beyond the Employer’s Control.

This Paragraph is waived if conditions beyond the Employer’s

control and/or acts of God so require the services of the Employee.

367

SECTION 12

–

SOUTHERN CALIFORNIA REGION PROVISIONS

368

Prohibition of Rotating Shift Positions.

Effective February 5, 2002, there will be no expansion of rotating shifts.

No new/additional rotating shifts will be created either by posting,

scheduling or changing a current shift.

369

Rotating Shift Positions

Will Not Be Posted.

As of June 5th 2002, and thereafter, no positions will be posted that

include a rotating shift (even if the posting is to replace a vacancy in

what was previously or what is currently a position which includes

rotating between day, evening and night shift).

370

Written Request for Waiver.

This agreement is not intended to preclude an Employee from

initiating a written request to work such a shift and with the mutual

agreement of management and the Union, such a shift may be

scheduled.

371

ARTICLE XII

–

OVERTIME AND ALLOWED TIME

372

SECTION 1

–

NORTHERN CALIFORNIA REGION PROVISIONS

373

Intent

This Article is intended to provide the basis for calculation of and payment

for overtime and allowed time and shall not be construed as a guarantee

of hours of work per day or per week or days of work per week.

374

Definition of Terms

375

“Payroll Week”

“Payroll Week” as used in this Article shall mean and consist of the

seven (7) day period beginning at 12:01 a.m., Sunday, or at the

shift changing hour nearest that time.

376

“Payroll Day”

“Payroll Day” as used in this Article shall mean and consist of a

twenty-four (24) hour period, beginning at the same time each

Payroll Day as the Payroll Week begins.

377

Overtime Rates

378

Hours in Excess of Eight (8) and Hours in Excess of Forty (40).

Employees shall be paid at the rate of time and one-half (1-1/2) the

straight-time hourly rate, including shift differential and split shift

differential, for all hours of work performed in excess of eight (8)

hours in any one work day and/or for all hours worked in excess of

forty (40) hours within the work week.

379

Hours in Excess of 12

Employees shall be paid at the rate of double the straight-time

hourly rate including shift differential and split shift differential for all

hours worked in excess of twelve (12) consecutive hours in any one

workday.

380

6th Day of Work

Employees assigned to a scheduled work week of twenty (20)

hours or more in a period of more than five (5) work days shall be

paid at the rate of time and one-half (1-1/2) for all hours of work

performed on the sixth (6th) day of work; whether or not such hours

of work are in excess of forty (40) hours within the work week.

381

7th Day of the Payroll Week

Employees shall be paid at the rate of double the straight-time

hourly rate, including shift differential and split shift differential, for

all hours of work performed on the seventh (7th) consecutive

Payroll Day worked within the Payroll Week.

382

Paid Leave Used in the Calculation of Overtime

383

Sick Leave.

Paid sick leave shall count as time worked for purposes of

computing overtime for hours worked later in the same work week.

384

Holiday.

Holidays paid for but not worked shall count as time worked for

computing weekly overtime for work performed later in the same

work week if the holiday falls on the employee’s normally scheduled

work day.

385

Vacation.

In instances where there is a combination of vacation and work on

a prescheduled basis, vacation hours shall count as hours worked

in determining eligibility for weekly overtime.

386

Bereavement Leave.

Pay for such leave shall be calculated in the same manner as that

for paid sick leave.

387

Jury Duty.

Pay for work which was not performed shall be included in the

hours worked for the purposes of calculating daily or weekly

overtime.

388

Non

Duplication of

Overtime

Payment of overtime rates shall not be duplicated for the same hours

worked under any of the terms of this Agreement, and to the extent that

hours are compensated for at overtime rates under one provision, they

shall not be counted as hours worked in determining overtime under the

same or any other provisions.

389

SECTION 2

–

SOUTHERN CALIFORNIA REGION PROVISIONS

390

Purpose.

Subsections A through I of this Article are intended to provide the basis for

calculation of and payment for overtime and allowed time only.

391

Definition of Terms

392

“Week” Defined.

“Week,” as used in this Article, shall mean and consist of the seven

(7) day period beginning at 12:01 a.m., Monday or at the shift

changing hour nearest that time. In the event the Employer desires

to commence the workweek on Sunday instead of on Monday, the

Employer will notify the Union. It is understood that such

modifications shall be solely for the purpose of achieving every

other weekend off scheduling.

393

“Day” Defined.

“Day,” as used in this Article, shall mean and consist of the twenty-

four (24) hour period beginning at the time the Employee

commences work.

394

“Overtime Rates” Defined.

“Overtime Rates,” as used in this Article, shall mean the rates for

the overtime hours worked as provided in Section E of this Article.

395

“Day Off” Defined.

A day off for purposes of interrupting consecutive days shall be

defined as a lapsed period of thirty (30) consecutive hours or more

from the time the Employee completed his/her last worked shift to

the start of the next shift worked.

396

Not Intent of Section

to Avoid Payment of Overtime.

It is not the intent of this section to avoid payment of overtime or premium

payments referred to in this Agreement for Employees working more than

eight consecutive hours at any time.

397

Alternative Schedules.

The foregoing notwithstanding, nothing in this Section will preclude the

establishment of Alternative Schedules (e.g. 10 hour shifts/12 hour shifts)

at straight time pursuant to those Agreements.

398

Overtime Rates

399

Hours Worked in Excess of 8 in

a Day or 40 Hours in a Week.

All hours worked in excess of eight (8) in any day, or in excess of

forty (40) in one (1) week, shall be paid at the overtime rate of one

and one-half (1 1/2) times the straight time hourly rate.

400

Commencing Work Earl

ier than in the Preceding Day.

In the event an Employee’s work schedule causes him/her to

commence work earlier than in the preceding day, the overtime rate

set forth above shall be paid for work in excess of eight (8) hours in

the preceding work day only if the Employee commences his/her

workday two (2) hours or more earlier than his/her preceding

workday, but not if the earlier scheduling is made at the Employee’s

request.

401

Hours Worke

d in Excess of 12.

All hours worked in excess of twelve (12) hours in one (1) day shall

be paid at the rate of two (2) times the straight time hourly rate.

402

Hours Worked in Excess of 16.

All hours worked in excess of sixteen (16) in one (1) day shall be

paid at the rate of two and one-half (2 1/2) times the straight time

hourly rate.

403

Work Performed on the 6th Consecutive Da

All work performed on the sixth (6) consecutive day of work shall be

paid for at the overtime rate of one and one-half (1 ½) times the

straight time hourly rate, except when such schedule results from

the request of the Employee.

404

Wor

k on the 7th Day of Workweek.

All work performed on the seventh (7th) consecutive day of work

within a workweek shall be paid at double time (2).

405

Employer Will No

t Require Work Beyond 6 Days.

The Employer shall not require Employees to work beyond six (6)

consecutive days.

406

Employer Will Not Request Employees to Waive Rights.

The Employer shall not request that Employees waive their rights.

407

Where

Overtime is a Chronic Problem.

In departments where required overtime is identified as a chronic

problem, the Employer will review the staffing patterns and will take

whatever measures are necessary consistent with patient care and

operational needs which may include the recruitment and/or

training of adequate staff to minimize the use of required overtime.

408

10.

Employees A

sked to Work on Their Day Off.

Employees who are asked to work on their day off shall be

informed at such time as to whether there will be any further

change in their schedule should they accept such work. This

provision will not apply to Employees on standby status.

409

Rotation of Overtime

–

Mandatory O

vertime

410

Rotation.

Overtime shifts, scheduled and unscheduled, will be rotated within

departments (Employer designated) and classifications equitably,

except as precluded by Article XI, Hours of Work, Section 3,

Schedules, paragraph 308.

411

Employee’s Election Not to be on Rotation.

An Employee may choose not to be on the rotation of overtime shift

list and should so notify the supervisor in writing on a specific form

agreed to by the parties and supplied by the Employer, which shall

be posted.

412

Application to All Classifications.

Such distribution of overtime or additional hours/shifts shall be

applicable to all classifications and shall be done on a facility by

facility basis.

413

Mandatory Overtime Restricted to Emergency Situations.

Mandatory overtime is intended to be restricted to emergency

situations. When an emergency situation arises, the Employer will

first seek volunteers to fill the necessary shift. Prior to mandating

overtime, the Employer will exhaust all practical alternatives. If

there is an emergency, in the interest of patient care and/or

operational needs, it is necessary to mandate overtime,

assignments will be made by inverse seniority (the least senior

Employee).

414

Call

In.

415

Employees Called in Before or After Their Regular Shift.

When an Employee is called to perform work before or after his/her

regularly established shift, he/she shall receive no less than three

(3) hours pay at one and one-half (1 1/2) times his/her regular rate.

416

Employees Called in After Leaving the Premises.

Call-In shall be defined as a call for a Full-Time Employee to

perform work after leaving the premises but before he/she is next

scheduled for work. The provision shall not apply to any period of

time connected to an Employee’s regularly scheduled shift.

417

Non

plication of Premium Payments.

Overtime or premium payments shall not be duplicated for the same hours

worked under any of the terms of this Agreement and, to the extent that

hours are compensated for at overtime or premium rates under one

provision, they shall not be counted as hours worked in determining

overtime or premium payments under the same or any other provisions.

418

Make

up Time.

An Employee who is absent for any reason in any workweek may, if

he/she wishes to do so, at the sole discretion of the Employer, work on

his/her regularly scheduled day off within the workweek, at his/her regular

straight time rate of pay. The provisions of this Section shall not be

applicable in cases where an Employee received Holiday pay or Sick

Leave pay for such absences.

419

ARTICLE XIII

–

WAGES

420

SECTION 1

–

WAGES

421

NORTHERN CALIFORNIA REGION Wages

422

Schedule of Wages.

The minimum straight-time hourly rates of pay shall be as shown in

the salary schedules attached hereto and made a part hereof.

423

Premium Employees.

The wage scales set forth are intended to constitute minimum

scales only and nothing in this Agreement shall preclude the

Employer from paying in excess of such minimum rates at the

Employer's discretion. However, no Employee covered by this

Agreement shall, as a result of the provisions of this Agreement,

suffer a reduction in his/her wage rate so long as he/she continues

in the same classification except as results from the application of

Article X.

424

SOUTHERN CALIFORNIA REGION Wages

425

Schedule of Wages.

The Base and Lead Wage Schedules (Southern California),

attached hereto are, by this reference, made a part of this

Agreement.

426

Longevity.

A longevity wage increase of thirty cents ($0.30) per hour is

provided to all Employees after ten (10) years of service. In

addition, Employees with fifteen (15) or more years of service shall

receive an additional ten cents ($0.10) per hour for a total longevity

wage increase of forty cents ($0.40) per hour. Employees with

twenty (20) or more years of service shall receive an additional ten

cents ($0.10) per hour for a total longevity wage increase of fifty

cents ($0.50) per hour, and Employees with twenty-five (25) or

more years of service shall receive an additional ten cents ($0.10)

per hour for a total longevity wage increase of sixty cents ($0.60)

per hour.

427

Lead Wage Rates.

An Employee currently working in a Lead position or an Employee

who bids on and is awarded a Lead position shall be paid at the

Lead Wage Rate which shall be five percent (5%) over the base

hourly wage rate for the position. Any Lead paid more than a 5%

differential shall suffer no reduction in wages or withholding of

negotiated increases during the term of the Contract.

428

No Reduction of Benefits.

429

a.) The Employer cannot unilaterally change explicitly stated

benefit provisions contained in the Contract without

bargaining with the Union, nor can the Employer bargain to

impasse and implement any such benefit changes. The only

exception to this would be in the conformity to law provisions

contained in Article XXIV, paragraph 1120.

430

b.) No Employee covered by this Agreement shall, as a result

hereof, suffer a reduction in wages or other benefits, since

the wage scales and overtime benefits herein set forth are

intended to constitute minimum scales only.

431

5. Nothing in this section shall preclude the application of SCAL

Appendix A, Side Letter 32 Red Circle rates attached hereto, for the

purpose of eliminating such Red Circle rates.

432

SECTION 2

–

TENURE STEP PROGRESSION

433

Effective Date of Tenure and Across the Board Increases

Tenure increases and across the board increases shall become effective

at the beginning of the first full payroll period nearest the Employee’s date

of eligibility for such increase.

434

NORTHERN CALIFORNIA REGION Tenure Step Progression

Provisions.

435

Tenure Steps for Limited Part

Time,

Temporary and On

Call

Employees.

Limited Part-Time, Temporary and On-Call Employees shall be

eligible for progression through all tenure steps of their

classification in accordance with the following formula: Each one

hundred (100) hours of work equals one (1) month's tenure service

credit. For example, three hundred (300) hours of work would equal

three (3) months' service credit. However, no Employee shall

accumulate more than one (1) month's tenure credit in any calendar

month.

436

Tenure Step/Experience Credit

437

a.)

Schedule Z Classifications.

The following provisions shall

apply only to those classifications listed in Schedule Z,

Appendix Y, Section 2.

438

b.) Employees with at least three (3) or more years within the

last five (5) years of Regular (twenty (20) hours or more per

week) relevant experience than that required by the

classification into which the Employee is being hired, will be

placed at step two (2) of that classification, provided that the

Employee’s experience is directly related to the duties of the

position as determined by the Employer.

439

c.) Employees with at least five (5) or more years within the last

ten (10) years of Regular (twenty (20) hours or more per

week) relevant experience than that required by the

classification into which the Employee is being hired, will be

placed at step three (3) of that classification, provided that

the Employee’s experience is directly related to the duties of

the position as determined by the Employer.

440

d.) The relevance of the experience referred to above is

determined by the Employer.

441

Difficult to Recruit Classifications.

The initial application of the Advanced Hiring Criteria provisions of

the LMP Benefits Enhancements Agreement of May 22, 2003, shall

apply to the following classifications: Radiologic Technologist,

Nuclear Medicine Technologist, MRI Technologist, Diagnostic

Ultrasonographer, Histologic Technician, Cytotechnologist,

Respiratory Care Practitioner, Cardiovascular Technician, Invasive

Cardio Specialist, EEG Technologist and Radiation Therapy

Technicians. See NCAL Appendix A for details.

442

SOUTHERN CALIFORNIA REGION Tenure Step Progression

Provisions.

443

Tenure Steps for Regular Part

Time and LPT Employees.

Part-Time and LPT Employees hired after July 31, 1969, shall

receive step increases in wages on the basis of hours worked

(173.333 hours equivalent to one (1) month of service) rather than

calendar months of service. This method of calculation shall also

apply to longevity pay.

444

Tenure Steps for On

Call Employees.

Step increases for On-Call Employees will be prorated on the same

basis as Part-Time Employees. On-Call Employees shall receive

shift differential and overtime premiums to include holiday

premiums for designated holidays worked when applicable.

445

Tenure Steps for Temporary Employees.

Temporary Employees shall receive shift differential and overtime

premiums when applicable. In addition, step increases will be

given to temporary Employees based on hours worked. Temporary

Employees will receive holiday premiums as set forth in this

Agreement for designated holidays worked.

446

SECTION 3

–

PAY DAY AND PAY CHECKS

447

Payday and Payday on Holidays

Payday shall be every other Friday. When a payday falls on a holiday,

Employees shall be paid on the day immediately preceding the holiday.

448

Direct Deposit

Employees upon written request may direct automatic deposit of their

paycheck to a bank or saving institution of their choice provided such bank

or institution participates in the National Automatic Clearing House

Association. Employees electing automatic deposit shall receive a check

stub or equivalent information each pay period indicating all payments

made.

449

Paycheck Shortages

Paycheck shortages shall be paid by no later than the end of the next

business day upon request of the Employee; otherwise, paycheck

shortages shall be paid on the next pay period or per applicable law.

450

Termination Pay

When an Employee is voluntarily or involuntarily separated from

employment, the Employee will be paid all monies owed pursuant to this

Agreement, state or federal laws.

451

SECTION 4

–

PERFORMING WORK IN ANOTHER CLASSIFICATION

452

SOUTHERN CALIFORNIA REGION Provisions

When an Employee is required to perform work in a classification other

than his/her assigned classification, his/her hourly wage rate shall be

determined as follows:

453

Temporary Work in Another Classification.

454

a.)

In a Higher Paid Classification.

Employees working on a temporary basis for at least one (1)

hour in a higher paid classification shall receive the straight

time hourly wage rate for the higher paid classification at the

same tenure step rate he/she holds in his/her assigned job

classification for all time spent in the higher paid

classification.

455

b.)

In a Lower Paid Classification.

Employees working on a temporary basis in a lower paid

classification shall continue to receive the straight time

hourly wage rate of his/her currently assigned classification.

456

Permanent Work in Another Classification.

457

a.)

In a Higher Paid Classification.

An Employee promoted to a higher paid classification shall

maintain his/her tenure step and step increase schedule in

the new classification.

458

b.)

In a

Lateral Transfer.

An Employee transferring on a lateral basis shall maintain

his/her tenure step and step increase schedule.

459

c.)

In a Lower Paid Classification.

An Employee permanently demoted to a lower paid

classification will retain his/her step increase schedule but

will be assigned a rate closest to but below the rate in the

former classification.

460

NORTHERN CALIFORNIA REGION Provisions.

461

Promotion to Senior

, Lead, Chief or Supervisor.

An Employee promoted to a senior, lead, chief, or (in the bargaining

unit) supervisor shall receive a minimum increase of the next higher

step of the wage scale in the new classification which will provide

an increase of at least five (5) percent above his/her former rate.

462

Promotion to

a Higher Paid Classification.

An Employee promoted to a higher paid classification shall be paid

the first (1st) step rate of the new classification which is next above

his/her former rate and which will provide an increase of at least

fifteen cents ($0.15).

463

Demotion t

o a Lower Paid Classification.

An Employee demoted to a lower paid classification will be

assigned to that tenure step of the scale of the lower paid

classification that is equal to or closest to his/her former rate of pay.

464

Credit for Time Sp

ent in Former Classification.

For all promotions and demotions, an Employee shall receive credit

for time spent in the tenure step of his/her former classification for

future tenure step increases in his/her new position.

465

Temporary Relief in

a Higher Paid Classification.

An Employee working in a higher paid classification shall be paid

for all hours worked (except for relief of breaks and meals) at the

step in the higher paid classification which provides a minimum

increase of fifteen cents ($0.15).

466

orking in Two Classifications.

An Employee who as part of his/her regular pre-determined work

schedule performs work in another classification, he/she shall be

paid at a rate based on the ratio of time spent in each classification.

467

Managerial Positions.

No Employee shall be required to relieve in a non-bargaining unit

managerial position.

468

NORTHERN CALIFORNIA REGION Registered Dietitian Provisions.

469

Promotion to a Higher Paid Classification.

An employee promoted from a classification to the next

classification level shall be paid the at the same step rate of the

new classification.

470

Demotion to a Lower Paid

Classification.

An employee who is permanently transferred to a position in a

lower grade shall receive the step rate which is equal to or next

below his/her former rate.

471

Credit for Time Spent in Former Classification.

For all promotions and demotions, an Employee shall receive credit

for time spent in the tenure step of his/her former classification for

future tenure step increases in his/her new position.

472

Temporary Relief in a Higher Paid Classification.

An employee who, as a part of his/her regular predetermined work

schedule, performs work in a higher classification (except for rest

period and meal relief) shall be paid at a 5% differential for all hours

worked in the higher classification.

473

SECTION 5

–

FLOAT DIFFERENTIAL

474

NORTHERN CALIFORNIA REGION

Float Differential Provisions.

475

Premium.

It is the intention of the Employer to schedule Employees on regular

assignments. If an Employee floats from one assignment to

another, as described below, a premium of ten cents ($.10) per

hour shall be paid for work performed in the area to which he/she is

reassigned, if the assignment exceeds one (1) hour:

476

a.) Employees assigned to a permanent work area that

commence a shift and then are reassigned to another work

area;

477

b.) Employees whose primary job is as an unassigned relief

Employee, including Clinic Employees who relieve within a

shift;

478

c.) Employees temporarily reassigned from one facility to

another.

479

Call Employees an

d Temporary Employees Premium.

On-Call and Temporary Employees shall qualify for the premium

only if they commence a shift and then are reassigned to another

work area.

480

Professional an

d Technical Employees Premium.

Professional and Technical Employees shall qualify for the

premium only if they are reassigned from one facility to another.

481

Employees to Whom Float Pay is not Applicable Premium.

The premium shall not apply to 1) Employees working throughout a

facility or in several work areas during the usual performance of

their duties, 2) Employees receiving pay for relief in a higher paid

classification, 3) Employees receiving training, or 4) Employees

working in a lower paid classification but who are receiving their

regular rate of pay.

482

Work Area Premium.

For purposes of the Float premium, the following are examples but

not limited to traditional work areas: 1) Maternity which includes

delivery, labor, nurseries and postpartum areas; 2) Surgery which

includes operating and recovery and 3) Medicine/Medicine

Procedure Rooms.

483

SOUTHERN CALIFORNIA REGION Float Differential Provisions.

484

Selection of Employees for Floating.

The Union and the Employer agree that where there is a need for

floating to other areas all qualified Employees will be solicited on a

voluntary basis first by seniority. Where there is no volunteer,

assignment will be made by inverse seniority, where the Employee

has the skill and ability to perform the job.

485

Floating Between Facilities.

An Employee who floats between facilities that are two (2) miles or

more apart during the work day, shall receive mileage pay and will

be paid for reasonable travel time. Additionally, the Employee

traveling two (2) miles or more will receive a differential of thirty-

cents ($0.30) per hour for all hours worked at the second location.

Travel time between facilities will be compensated as regular time.

Employees that are assigned within the same campus will not be

eligible for the float differential.

486

SECTION 6

–

STANDBY AND CALL

BACK

487

NORTHERN CALIFORNIA REGION Standby and Call

Back

Provisions.

488

Standby

Distribution.

489

a.)

Standby Distribution and Lists.

The Employer will establish and maintain a list of qualified

Employees by classification in a department who wish to

work on standby. Standby will be distributed by rotation to

Employees on the list according to the seniority provisions of

this Agreement.

490

b.)

No Volunteers.

491

i.) If no one on the list accepts an offer of standby, and if

no other qualified Employee volunteers, it will be

assigned on a rotational basis by reverse bargaining

unit seniority to those on the list.

492

ii.) If there is no list, Standby will be assigned on a

rotational basis by reverse seniority to the qualified

Employees in the department.

493

c.)

Declining Standby.

Employees may decline standby if they are not notified on or

prior to the preceding shift.

494

d.)

Alternate Method of Distribution of

Standby.

Upon mutual agreement between the parties, Employees in

a classification in a department may by majority vote

determine and implement an alternate method of distributing

Standby.

495

Pay for Standby and Call Back.

496

a.)

Standby Pay.

An Employee who is on a pre-determined schedule and who

is placed on Standby beyond his/her regularly scheduled

work day or work week shall be paid at one-half (½) his/her

straight-time hourly rate including shift and split shift

differentials, and on a recognized holiday at three-quarters

(3/4) times the Employee’s regular base rate.

497

b.)

Call Back Pay.

An Employee on standby duty who is called to work shall be

paid at time and one-half (1½) his/her straight-time hourly

rate including shift differential and split shift differential.

498

c.)

Three Hour Guarantee.

An Employee shall be paid at least three (3) hours at time

and one-half (1½) on each occasion he/she is called into

work and for such hours shall cease receiving standby pay.

Standby periods will be eight (8) hour periods or fractions

thereof. The rules regarding the three (3) hour guarantee

and shift differential shall be applied to each period

separately.

499

d.)

Total Hours Paid.

The total hours paid at time and one-half (1½) shall not

exceed the number of hours for which the Employee was

originally scheduled in the standby period.

500

e.)

“Call Back Work” Defined

. “Call Back Work” is defined as

a call for an Employee who has left the premises to return to

perform work of an indefinite duration but shall not be work

performed continuous with his/her daily work schedule.

501

f.)

Calculation of Overtime.

Pay under this section for work which was not performed

shall not be included in hours worked during the payroll day

or payroll week for the purpose of calculating overtime and

likewise, shall not be paid for at overtime rates.

502

SOUTHERN CALIFORNIA REGION Standby and Call

Back

Provisions.

503

Standby Pay.

Employees on standby status will be paid one-half (½) their regular

hourly rate of pay, up to a maximum of $12.00 for each hour spent

on standby status.

504

Distribution of

Standby.

Standby assignments will be distributed among the Employees in

the department. Volunteers may replace Employees who want to

give up their assigned standby hours. Volunteers will be accepted

in seniority order.

505

Minimum Hours Guaranteed.

Actual work time shall begin when the Employee arrives at the

Hospital or Medical Center where he/she was called and shall end

when the Employee leaves work. In any event, the Employee shall

be guaranteed a minimum of two (2) hours work each time he/she

is called in.

506

Pay When Called Back to Work While on Standby.

An Employee on standby shall receive time and one-half (1½)

his/her regular rate of pay when called back to work and double

time and one-half when called back to work on a holiday. Such rate

shall apply for all hours actually worked or guaranteed. During the

time the Employee receives time and one-half (1½) he/she will

cease receiving the standby pay.

507

SECTION 7

–

BILINGUAL PAY

508

SOUTHERN CALIFORNIA

REGION Bilingual Employee Program.

509

Purpose.

The goal of the Bilingual Employee Program is to utilize bilingual

staff within their scope of practice, to provide quality care for

Limited English Proficient (LEP) members, and ensure that KP

meets Cultural and Linguistic Appropriate Services (CLAS), and

other regulatory standards. In addition to developing our internal

bilingual capacity, we continue to require interpreter services to

meet the needs of members who are not in contact with bilingual

staff. At this time, KP utilizes other resources such as phone

interpreters to provide language services that we cannot meet

using bilingual staff. In addition to these interpreting resources, it is

understood that bilingual staff may be called to provide language

assistance in appropriate situations. What follows are specific

contractual issues that support this program.

510

LMP Process.

This program will be created and implemented through a joint LMP

process in every aspect, with the exception of the development of

the full-time healthcare interpreter job description and associated

pay rate.

511

Full

Time Healthcare Interpreter Position.

512

a.)

Job Description.

The Union and the Employer agree to develop and

implement a new position of a full-time healthcare

interpreter. The job description and accompanying wage

rate will be jointly agreed to no later than November 15,

2005.

513

b.)

Ongoing Review.

The parties agree to jointly conduct periodic reviews to

monitor staffing levels, workload issues, and the

effectiveness of the position and the program.

514

c.)

Intent.

The intent of this position is not to replace but enhance the

Employee bilingual interpretation function.

515

Qualified Bilingual Status.

516

a.)

Level Description.

There shall be two levels for Qualified Bilingual Status

(QBS). Level 1 will be those Employees assessed as

proficient in conversational language skills and basic

command of a second language as determined by a jointly

agreed upon assessment tool. Level 2 will be those

Employees assessed at a greater level of fluency including

medical terminology language skills as determined by a

jointly agreed upon assessment tool. A joint LMP team will

determine the appropriate criteria for qualifying for a Level 2

designation, and agree upon appropriate assessment tools.

517

b.)

Differential.

Employees designated as Level 1 shall receive, or continue

to receive, a bilingual differential in the amount of $0.375 per

hour and paid on all hours compensated per biweekly pay

period. Employees designated as Level 2 shall receive a

bilingual differential in the amount of $0.55 per hour and paid

on all hours compensated per biweekly pay period.

518

Program Implementation.

519

a.)

Coverage.

All Employees who do not have a current bilingual

assessment on file with their Human Resources office will be

required to have their skills assessed by a jointly agreed

upon assessment tool.

520

b.)

Assessment Process.

Beginning January 1, 2006, all Employees covered by this

agreement will be given the opportunity to be assessed for

proficiency at either the QBS Level 1 or Level 2 designation.

521

c.)

Training/Retraining.

Employees who do not qualify as Level 1 will be provided

educational support designed to enhance their

conversational bilingual skills to enable them to successfully

pass the assessment. All Employees receiving the existing

bilingual differential as of the effective date of the Agreement

will maintain the differential during the assessment and

training/retraining period, and at least until May 1, 2007.

522

d.)

Loss of Differential.

Employees who fail to qualify for either Level 1 or Level 2

designation by May 1, 2007, will no longer receive a bilingual

differential.

523

Posting Posi

tions as “Bilingual Required.”

The parties agree to use the Northern California objective process

as the basis for determining if a job should require bilingual skills.

By mutual agreement, the parties may modify the Northern

California model. “Bilingual Required” positions will not be posted

unless there is joint agreement by the Union and the Employer.

524

Cancellation.

In the event that this program fails to be implemented or is

discontinued for any reason during the term of this Agreement, Side

Letter 29 - Bilingual Differential will apply.

525

NORTHERN CALIFORNIA REGION Bilingual Employee Program.

The LMP Bilingual Program is a Northern California Labor Management

Partnership initiative. Refer to the LMP Bilingual Program Manual for

details.

526

Bilingual Differential.

There are two distinct levels of Qualified Bilingual Status (QBS)

designation:

527

a.)

Level 1.

The individual speaks well enough to function in a wide

range of personal and occupational situations that require

only conversational language skills. The differential for QBS

Level 1 is $0.25 per hour.

528

b.)

Level 2.

The individual speaks well enough to function in most

personal and/or clinical settings that require a greater level

of fluency including medical terminology. The differential for

QBS Level II is $0.55 per hour.

529

Bilingual Assignments.

The Employer and the Union agree that no Employee shall be

required to use

a second language to translate or interpret.

Translating and interpreting may be requested of the Employee by

the Employer, but compliance with such request shall be voluntary

on the Employee’s part.

530

Acceptance of a posted position is voluntary and thereby waives

this provision.

531

SECTION 8

–

SHIFT PREMIUMS

532

NORTHERN CALIFORNIA REGION Shift Premium Provisions.

533

Shift Definitions.

534

a.) An “evening shift” shall be defined as any shift of four (4)

hours or more commencing at or after 12:00 noon and

terminating after 6:00 p.m.

535

b.) A “night shift” shall be defined as any shift of four (4) hours

or more commencing at or after 10:00 p.m. but before 6:00

a.m.

536

Shift Premiums.

Shift differential amounts are as set forth below and the

classifications to which the different shift differentials apply are

shown in NCAL Appendix Y, Schedules Y and Z.:

Evening Night

Schedule Y: $1.00 $1.25

Schedule Y - KPPACC: $0.60 $0.85

Schedule Z: $1.45 $1.95

Registered Dietitians: $2.50 $4.00

537

Additional Hours and Overtime.

Additional hours or overtime, including additional shifts,

immediately prior to or following an Employee's regular shift shall

be paid the shift differential, if any, applicable to their regular shift

that day.

538

SOUTHERN CALIFORNIA REGION Shift Premium Provisions.

539

Shift Definitions.

There shall be three (3) shifts of work, and the regular starting

times are assigned between the hours shown for the respective

shifts as follows:

Day Shift (1st Shift) 6:00 a.m.

to 10:00 a.m.

Evening Shift

(2nd Shift)

2:00 p.m.

to 6:00 p.m.

Night Shift (3rd Shift) 10:00 p.m.

To 1:00 a.m.

540

For Employees not covered by provisions of Article XI, Section 7,

Paragraph 329, the appropriate shift differential shall be paid for

actual hours worked between 5:00 p.m. and 7:00 a.m. (5:00 p.m. –

11:00 p.m., evenings, 11:00 p.m. – 7:00 a.m., nights).

541

Shift Premiums.

A premium of ninety-nine cents ($0.99) per hour shall be paid to all

Employees working the evening shift (2nd Shift) and a premium of

one dollar and thirty-five cents ($1.35) per hour shall be paid to all

Employees working the night shift (3rd Shift). Shift premium shall

be included as part of the base pay for purposes of calculating

overtime and premium, notwithstanding paragraph 417 of Article

XII. Shift premiums will be paid for time worked only.

542

Mandatory Meetings.

An Employee who normally receives shift differential will not lose

shift differential when attending mandatory meetings.

543

SECTION 9

–

SPLIT SHIFTS

544

SOUTHERN CALIFORNIA REGION Split Shifts.

Effective February 5, 2002, there will be no expansion of split shifts. No

new/additional split shifts will be created either by posting, scheduling or

changing a current shift. As of June 5, 2002, and thereafter, no positions

will be posted to include a split shift (even if the posting is to replace a

vacancy in what was previously or what is currently a position which

includes a split shift). This Agreement is not intended to preclude an

Employee from initiating a written request to work such a shift and with the

mutual agreement of the Employer and the Union, such a shift may be

scheduled.

545

NORTHERN CALIFORNIA REGION Split Shifts.

546

“Straight Shift”.

A “straight shift” is defined as a regular day's work of eight (8) hours

completed within nine (9) consecutive hours with no more than one

(1) hour for lunch.

547

“Split Shift”.

A “split shift” is defined as eight (8) hours completed within a

spread in excess of nine (9) consecutive hours without more than

one break.

548

Premium.

In addition to their regular rate of pay, Employees performing work

on a split shift completed within a spread of not more than eleven

(11) hours shall be paid the appropriate premium as set forth in the

California State Industrial Welfare Commission Wage Orders. In

addition, any split shift work completed beyond a spread of eleven

(11) consecutive hours shall be paid for at the rate of time and one

half (1-1/2) for all hours worked beyond the eleven (11) hour

spread.

549

No New Split Shifts.

There shall be no new split shifts except as requested by the

Employee and approved by the Employer and the Union.

550

SECTION 10

–

NORTHERN

CALIFORNIA REGION EMPLOYEES WHO

BECOME LICENSED VOCATIONAL NURSES

551

Eligibility and Pay.

Any Employee who delivers patient care as traditionally considered in

terms of nursing such as practiced by nursing assistants and medical

assistants and who obtains a valid State of California license as a

Licensed Vocational Nurse shall be reclassified and paid at the LVN step

rate that is closest to but greater than his/her current rate of pay. He/she

shall remain at that step until he/she satisfies the criteria established by

the Employer with respect to the administration of medication and accepts

an LVN vacancy, at which time eligibility for future tenure increases shall

commence.

552

Ineligibility.

553

1. In no case shall any Employee be eligible for reclassification to LVN

if he/she declines to perform those duties that are permitted by

State law and by virtue of his/her licensure.

554

2. Failure to accept the first available LVN vacancy to which an

Employee’s seniority rights entitle him/her and which is comparable

in status to his/her current position, will result in the Employee

being returned to his/her former classification wage rate.

555

Orientation and Training.

The Employer will develop a program in conjunction with procedures

established by Work Force Development to provide a preceptor program

for Employees who have obtained their license as a Licensed Vocational

Nurse.

556

SECTION 11

–

MILEAGE

557

Employees required to use their personal automobile for Employer business will

be reimbursed according to the Employer’s current policy on mileage

reimbursement.

558

ARTICLE XIV

–

JOB RECLASSIFICATION PROCESS

559

The wage rate for each job class shall be the standard wage rate for all jobs

classified in that job class, as set forth in Wage Scales.

560

Job Reclassification Process for an Individual Employee

561

Process Initiation.

An Employee may initiate the Job Reclassification Process within

the currently listed contract classifications by obtaining a Job

Reclassification Form from his/her Steward or Human Resources.

The Employee will complete the form and submit it to the local

Human Resources Department. Human Resources will review and

analyze all pertinent information, make a classification

determination or refer it to Compensation for further review and

recommendation within thirty (30) calendar days.

562

Review by Regional Compensation.

In conjunction with Labor Relations, Regional Compensation will

conduct an independent review of the information presented in the

context of other positions in the bargaining unit. After its review,

Regional Compensation will communicate its recommendation to

the local Human Resources Department within thirty (30) calendar

days. The local Human Resources Department will notify the

appropriate Medical Center Executive, Union and Labor Relations

representatives.

563

Recommendation for Reclassification.

If reclassification of an Employee is recommended, Human

Resources will communicate the recommendation to the manager

for approval and implementation. Human Resources or the

manager will communicate the decision to the Employee and/or the

steward. The effective date of the reclassification will be the date of

submission of the Job Reclassification Form but may be retroactive

prior to submission date by mutual agreement.

564

Denial of Recommendation.

If the recommendation is to deny reclassification of the Employee,

Human Resources will communicate the decision to the Manager

and Steward who will jointly communicate the decision to the

Employee.

565

Appeal of Denial.

If the reclassification is denied, the Employee may refer the issue to

the appropriate Union designee. The Union designee will review the

decision and documentation and determine whether to submit this

issue to arbitration.

566

Decision of Arbitrator.

The decision of the arbitrator shall be final and binding on both

parties and is limited to changes in the classification of a position

within the existing wage scale.

567

Group Reclassification Process

Any reclassification with implications for more than one Employee should

be immediately directed to Regional Compensation or Labor Relations by

the local Human Resources department. The process and timelines for

group reclassification are the same as those specified above for the

individual reclassification process.

568

Timeline.

The Employer and the Union will follow the Reclassification process and

agree that it should proceed as expeditiously as possible. However, by

mutual agreement of the Union and the Employer, the time limits at any

step of the Job Reclassification Process may be extended and this

extension must be confirmed in writing within the specified time limits. An

Employee can check the status of his/her reclassification request with the

local Human Resources department.

569

ARTICLE XV

–

COMPETITIVE WAGE REVIEW & EQUITY

ADJUSTMENTS

570

During September in each year of this Labor Agreement, excluding the year in

which the contract expires, the Employer will meet with representatives of the

Union to review specific job classifications, identified by each party, as requiring

wage increases over and above the negotiated wage increases for that specific

year. Wage data used by the Employer or the Union in identifying such

classifications shall be reviewed by the parties prior to the Employer

implementing any changes in the previously negotiated wage rates. Nothing

herein shall limit or change the parties' rights under the Collective Bargaining

Agreement or be used to modify any of the provisions of the Collective

Bargaining Agreement. Disputes under this Article shall not be subject to the

provisions of “Article XXIII – Grievance and Arbitration Procedures”.

571

ARTICLE XVI

–

SENIORITY

572

SECTION 1

–

DEFINITION OF SENIORITY

573

Bargaining

Unit.

“Seniority” for all Employees shall be defined as an Employee’s most

recent date of hire in a bargaining unit position. Wherever the term

“seniority” is used in this Agreement, it shall have this definition. The

seniority date of an Employee shall not be adjusted for any reason.

574

NORTHERN CALIFORN

IA REGION Acquired Facilities.

Employees in classifications covered by this Agreement who were

or are employed in a facility at the time it was or will be acquired by

the Employer in Northern California will have their seniority

recognized for all purposes from their most recent date of hire with

their previous Employer. The granting of seniority pursuant to this

paragraph shall have no force or effect on benefit eligibility, wage

adjustments, or related matters.

575

Implementation of UHW Seniority.

Effective January 1, 2007, seniority as defined herein shall apply on

a statewide basis. Prior to January 1, 2007, the definitions and

applications of seniority in the UHW 2000-2005 Collective

Bargaining Agreements in the Northern California Region and

Southern California Region respectively shall continue to apply.

576

Seniority Lists

Seniority lists of Employees will be maintained and readily accessible

within the department and shall be provided to the Union Representative,

his/her designee, steward or concerned Employee upon request.

577

Call Employees.

On-

Call Employees may exercise seniority only among themselves.

(Southern California Region Employees see paragraph 609 for exception.)

578

Seniority

Tiebreaker.

579

NORTHERN CALIFORNIA REGION Seniority Tiebreaker.

In the event employees in the Northern California Region have

identical seniority dates, the order of tiebreakers will be:

a.) First to apply.

b.) First to interview.

c.) First to start work.

580

SOUTHERN CALIFORNIA REGION Seniority Tiebreaker.

In the event employees in the Southern California Region have

identical seniority dates, the tiebreaker will be employee number.

Specifically, employees hired after the implementation of the My

HR System will use their new employee number. Those hired prior

to the implementation will utilize the employee number they had

prior to the implementation.

581

SECTION 2

–

PROMOTION

S, TRANSFERS AND SENIORITY

582

Posting of Vacancies

All job vacancies within the bargaining unit shall be posted by the

Employer for seven (7) calendar days in a manner and/or in location(s)

accessible and visible to all Employees.

583

Posting Requirements

584

Postings for any vacancy shall include the following information:

585

1. Minimum qualifications based on the job requirements.

586

2. Classification, location, scheduled hours (status), shift, department,

days off, start and end times, assignment, and wage grade (where

applicable).

587

3. The date of posting.

588

4. The reason for the vacancy, if the job was vacated due to a

promotion.

589

5. Employer will email to the UHW office or to their designee a list of

all job vacancies in the bargaining unit sorted by facility location not

later than Friday COB each week. UHW will forward the vacancies

to their field staff, contract specialists and/or stewards.

590

SOUTHERN CALIFORNIA REGION Job Postings.

591

a.) On-Call jobs shall be posted by shift (day, evening, or night)

pursuant to paragraphs 583 - 589 above with the exception

of scheduled hours, number of hours per week and days off.

592

b.) Nothing herein is intended to restrict the Employer from

posting variable shifts and anyone from bidding on a

combination of day, evening or night shifts.

593

Change in Qualifications

In the event a job is posted listing certain qualifications, and no one meets

those qualifications, and the Employer is willing to accept an applicant with

lesser qualifications, then the job shall be posted again with the lesser

qualifications listed.

594

Filling Vacancies

595

Eligibility for Bidding.

596

a.)

NORTHERN CALIFORNIA REGION Eligibility for Bidding.

Provided an Employee has completed his/her probationary

period and has not received formal written discipline in the

six (6) months prior to the job posting date (excluding leaves

of absence), he/she shall be allowed to submit a bid for a

specific posted position.

597

b.)

SOUTHERN CALIFORNIA REGION Eligibility for Bidding.

598

i.) Provided an Employee has completed his/her

probationary period and merit and ability are

approximately equal, seniority shall prevail in the

selection process. In order to determine qualifications

of the Employee, the Employer has expanded its

selection process to include competency testing and

skills validation. If an Employee’s competency or

skills validation is current, he/she will not be required

to be tested for an equal position.

599

ii.) The Employer agrees to give strong consideration to

an Employee’s request for transfer even though a

Notice of Disciplinary Action is present in the

Employee’s file.

600

iii.) Employee requests for transfer shall be denied

regardless of the Employee’s seniority to a job

vacancy in a department where the Employee is

related to the Department Head, Supervisor or

Assistant Supervisor.

601

c.)

REGIONAL Eligibility for Bidding.

Employees will be allowed to transfer into open positions in

the alternate region even if they may not meet all the

minimum position requirements provided they are currently

qualified in the same position in their current region.

602

Waiving Experience Requirements

The Employer agrees to work collaboratively with the Union to

waive experience requirements in cases where Employees can

show equivalent competency utilizing a mutually agreed upon

measurement tool.

603

Qualified Applicant.

If there is only one (1) qualified applicant within the seven (7)

calendar day posting period, the Employer will notify the Employee

of his/her acceptance.

604

Two or More Applicants

If two (2) or more qualified applicants submit a bid for a vacancy

within the seven (7) day posting period, the position will be awarded

by seniority in the following order of application, paragraph 606 -

610.

605

NORTHERN CALIF

ORNIA REGION Lead Positions.

As an exception to the provisions for the selection of Employees for

a position set forth in this Agreement, the Employer shall have

discretion in filling a Lead position by selecting from among the

three (3) most senior qualified applicants within the department. In

the event there are fewer than three (3) applicants, the Employer

shall have the option of considering applicants from the facility or

region, in that order. The Employer will not consider sources

outside the bargaining unit unless there are no qualified internal

applicants. The intent is to consider no more than three (3)

qualified applicants at any one time.

606

Order of Application.

607

a.)

NORTHERN CALIFORNIA REGION Order of Application.

i.) Regular Employees in the Department

ii.) Laid off Regular Employees in the Region

iii.) Limited Part-Time Employees in the Department

iv.) Laid off Limited Part-Time Employees in the Region

v.) Regular Employees in the Facility

vi.) Limited Part-time Employees in the Facility

vii.) Regular Employees in the Region;

viii.) Limited Part-Time Employees in the Region

ix.) On-Call and Temporary Employees in the Department

x.) On-Call and Temporary Employees in the Facility

xi.) On-Call and Temporary Employees in the Region

xii.) Regular Employees Statewide

xiii.) Limited Part-Time Employees Statewide

xiv.) On-Call and Temporary Employees Statewide

xv.) SEIU Kaiser Permanente Employees

xvi.) External Applicants

608

b.)

SOUTHERN CALIFORNIA REGION

Order of

Application.**

i.) Regular Employees in the Department

ii.) Laid off Regular Employees in the Region

iii.) Regular Employees in the Medical Center Area

iv.) Regular Employees in the Service Area

v.) Regular Employees in the Region

vi.) On-Call Employees in the Department

vii.) On-Call Employees in the Medical Center Area

viii.) On-Call Employees in the Service Area

ix.) On-Call Employees in the Region

x.) Regular Employees Statewide

xi.) On-Call Employees Statewide

xii.) Temporary Employees in the Department

xiii.) Temporary Employees in the Medical Center Area

xiv.) Temporary Employees in the Service Area

xv.) Temporary Employees in the Region

xvi.) SEIU Kaiser Permanente Employees

xvii.) External Applicants

609

c.)

SOUTHERN CALIFORNIA REGION ONLY:

* On-Call Employees with 2000 or more actual worked hours

in the department will be considered a part of the Regular

Employee group for the purpose of applying seniority for

job bidding only. When an On-Call Employee successfully

bids into a Regular position, seniority shall be initially

credited based on hours actually worked since date of hire.

610

** In order of application Limited Part-Time employees are

included in the “Regular Employee” designation.

611

Outside

Applicants

In filling any vacancy, all qualified Employees shall be preferred over

outside applicants.

612

Automatic Bid

An Employee may place a bid for a vacancy that may arise that would

result in a possible transfer, demotion or promotion. This would constitute

an automatic bid for an open position:

613

1. For thirty (30) days in the Northern California Region;

614

2. For six (6) months in the Southern California Region; following the

date of submission of the bid.

615

Release of Successful Bidders

The Employer will in good faith and subject to efficient operations use its

best efforts to release successful bidders to their new jobs within fourteen

(14) calendar days.

616

SOUTHERN CALIFORNIA REGION Provisions.

617

a.) If an Employee has successfully bid for a position that is a

promotion and the Employer fails to release him/her by the

fourteenth (14th) calendar day, the Employee will begin

receiving the higher rate of pay.

618

b.)

48 Hour Break Whe

n Transferring Between Shifts.

Employees who are transferring from one shift to another

shift, shall receive a minimum of a forty-eight (48) hour break

between their last hour of work on the one shift and their first

hour of work on the new shift.

619

Denial of Position

Each Employee submitting an application for a vacancy will be notified of

the reason for the denial of the position within fourteen (14) workdays of

the effective date of the awarding of the position. Upon request, the

Employee will be informed to whom the position was awarded.

620

Cancellation of Position

When a position is cancelled, written notice shall be sent to the Union

stating the reason for the cancellation.

621

Evaluation Period After Transfer or Promotion

622

60 Day Evaluation Period.

The evaluation period for Employees transferring or promoting shall

be sixty (60) calendar days.

623

Evaluation Period Extended

The evaluation period may be extended up to an additional thirty

(30) days only by mutual Agreement between the Employer, the

Employee and the Union.

624

Failure to Qualify

after Transfer or Promotion

An Employee who transfers or is promoted and fails to qualify for

the new position within the evaluation period will be returned to

his/her former position without loss of seniority or wage rate. If

such position is no longer available, he/she shall be returned to a

comparable position without loss of seniority or wage rate.

625

14 Day Return Rights

Within fourteen (14) calendar days of the date of transfer to an

equal or lower paid position or promotion to a higher paid position,

an Employee may elect to return to his/her former position without

loss of seniority or wage rate.

626

Extensions of Evaluation for Leaves

If an Employee is on leave at any time during the evaluation period,

time spent on leave will not count towards fulfilling the evaluation

period.

627

Written Progress Report

Employees shall be provided with appropriate training and

orientation tools and a written progress report prior to the

completion of thirty (30) calendar days of the evaluation period.

628

NORTHERN CALIFORNIA REGION Six Month Waiting Period.

An Employee may bid for positions within his/her department without

restriction.

629

If an Employee is awarded a position, he/she may not bid outside his/her

new department for a six (6) month period, unless:

630

1. The position represents a promotion;

631

2. The position provides an increase in hours (status);

632

3. The Employee is awarded a position, fails to qualify for the position

during the evaluation period, and is returned to his/her former

position;

633

4. The Employee’s hours have been reduced by the Employer; or

634

5. The only option for filling the vacancy is an outside applicant.

635

SECTION 3

–

EMPLOYMENT AND INCOME SECURITY

636

The Union and the Employer have entered into a National Labor-Management

Partnership Agreement that, in part, addresses certain commitments on

employment and income security. The commitments provided by either the

National LMP or local Agreements, when in conflict with the following provisions

regarding layoffs, reductions in hours, daily cancellations and mechanization will

supersede lesser provisions of this Agreement.

637

SECTION 4

–

WORK FORCE ADJUSTMENTS AND TRANSITIONS

638

It is the intent of the Employer, in implementing the provisions related to

reductions in the workforce, that it will in good faith exercise best efforts to avoid

layoffs and, if layoffs are necessary to affect the fewest number of Employees

possible or hours. To address restructuring efforts and issues of work force

adjustments and transitions, including reduction of hours and layoffs, the parties

agree to the following:

639

“Permanent/Indefinite Layoff

/Reduction in Hours” Defined.

A permanent/ indefinite layoff is defined as a reduction in force or hours

resulting in status change of more than thirty (30) days.

640

Notice of Permanent/Indefinite

Layoff/Reduction in Hours

The Employer will provide the Employee and the Union with no less than

sixty (60) days written notice of a decision to permanently or indefinitely

layoff or reduce hours of Regular and Limited Part-Time Employees.

641

Emp

loyer’s Obligation to Bargain.

Prior to the implementation of a layoff or reduction in hours, the Employer

will meet with the Union to:

642

1. Identify positions to be eliminated.

643

2. Verify the seniority of affected Employees.

644

3. Review the present work schedule and the proposed work

schedule.

645

4. Determine the date(s) of the layoff.

646

5. Bargain over alternatives to a layoff to minimize its impact.

647

6. Bargain over the impact of a layoff on Employees.

648

Alternatives to a Permane

Layo

/Reduction in Hours.

Bargaining prior to a layoff may include consideration of hiring freezes,

early retirement for eligible retirees, leaves of absence, reduction in hours,

transfers to other departments or facilities, reduction in utilization of

contractual and Temporary Employees or any other alternative(s).

649

Employee Support and Assistance

The Employer will exercise its best efforts to assist laid off workers in

securing employment within Kaiser Permanente.

650

SECTION 5

–

FORCE REDUCTION

651

Seniority.

In a reduction in force and subsequent recall, the principle of seniority

shall govern.

652

Order of Layoff

Once it is determined a permanent layoff as defined in Section 4 –

Workforce Adjustments and Transitions, A. Permanent/Indefinite

Layoff/Reduction in Hours, will occur in a specific classification in a

specific department, the Employer and the Union will meet to assure that

the proper order of layoff or reduction in hours occurs. If there are an

insufficient number of volunteers to meet the goals of the layoff in an

affected department, the least senior Employees by Employee category

will be affected in the following order: (1) Temporary, (2) On-Call, (3)

Limited Part-Time, (4) Regular Full-Time and Part-Time. The same

application will be used as affected Employees use their seniority at the

level of the (1) Medical Center Area/ Facility, (2) Service Area (Southern

California only), and (3) Region.

653

Steps to Be Taken to Determine Placement of Affected Employees

654

Step One.

The affected Employee(s) will be offered the ability to elect a

voluntary layoff status at any step of the reduction in force process.

655

Step Two.

The affected Employee(s) may apply for and will be given any open

position for which they are qualified and for which they meet

position requirements within the Region. Employees may exercise

this option at anytime during the reduction in force process. All

vacancies shall be filled as outlined in the Order of Application

contained herein.

656

Step Three.

657

a.) The affected Employee(s) will be placed into any vacant

position of the same status, shift and classification, provided

he/she meets the position requirements in the following

order:

658

i.) Medical Center Area/Facility/Regional Service Area;

659

ii.) Service Area (at the Employee’s option) (Southern

California Only);

660

iii.) Region (at the Employee’s option);

661

iv.) State (at the Employee’s option).

662

b.) An affected Full-Time Employee, at his/her option, will be

placed in any vacant Part-Time position in the above order,

provided he/she meets the position requirements.

663

c.) Employees placed in a comparable vacant position within

the Medical Center Area/Facility will not have recall rights. If

an Employee rejects an open comparable position offered at

this step, within the Medical Center Area/Facility, then the

Employee will forfeit all displacement rights. Such refusal

would result in the Employee being laid off and the forfeiture

of recall rights.

664

d.) All vacancies shall be filled as outlined in the Order of

Application.

665

Step Four.

Employees who do not qualify for placement in Step 2 or Step 3

above may displace the least senior Employee in his/her current

classification, shift and status, provided he/she meets the minimum

position requirements in the following order:

666

a.) Department

667

b.) Medical Center Area/Facility/Regional Service Area;

668

c.) Service Area (Southern California Area);

669

d.) Region (at the Employee’s option);

670

e.) State (at the Employee’s option).

671

Revocation of Recall Rights

No recall rights will be given to any Employee who rejects

displacing another Employee in his/her classification, shift and

status in the Department, Area or Service Area.

672

6. An affected Full-Time Employee, at his/her option and at any time

within the step (Step One through Step Four) order, may elect to

displace the least senior benefited Part-Time Employee or an

Employee on another shift in his/her classification, or return to

his/her former classification, provided he/she meets the minimum

position requirements.

673

Step Five.

Any Employee who cannot displace a least senior Employee in

his/her current classification, shift and status in the Department,

Medical Center Area/Facility, Service Area, Region or State, or

cannot displace the least senior Employee in another status, shift or

former classification shall be given the option of being placed in an

On-Call position.

674

Recall.

675

a.) An Employee on layoff status or whose hours or status were

changed as a result of a reduction in hours, shall have rights

in accordance with this provision for twelve (12) months from

the date the Employee was laid off as defined in Section 4 –

Workforce Adjustments and Transitions, A. Permanent/

Indefinite Layoff/ Reduction in Hours. Recall will be by

seniority and shall be implemented before any outside hiring.

676

b.) An Employee placed in a position on a different shift, status

or former classification in Step 3 or Step 4 shall have rights

to return to his/her former shift, status and classification

(within the Medical Center Area/Facility), under the recall

rights provisions of the “recall” period. If an Employee

rejects the open position, then the Employee will be taken off

the recall list. This provision shall apply only to Employees

displaced after the effective date of this Agreement.

677

c.) A laid off Employee may refuse a job offer and retain full

recall rights if the job is not comparable in status, shift and

classification to his/her former position at the time of layoff

and not within the Medical Center Area/Facility. Additionally,

a laid off Employee who accepts a job that is not comparable

shall retain recall rights for the remaining term back to a

comparable status, shift, and classification within his/her

Medical Center Area/Facility at the time of layoff.

678

d.) Employees on reduced status due to a layoff from their

former position shall be called for available hours in their

department by seniority until they have reached the hours

they would have worked had they retained their former

status.

679

Application of Reduction in Force Procedure and Alternate

Arrangements.

The parties recognize that reductions in force are extremely serious

matters and that even well intentioned procedures may result in

unintended applications. Therefore, the parties agree to

communicate and meet during any application of the procedure to

ensure its correct application to Employees. Nothing contained

herein shall prevent the parties from mutually agreeing to alternate

arrangements or modifications to the procedures in a specific

reduction in force, should the need arise.

680

10.

Bidding Rights of Laid Off Employees

A Regular or Limited Part-Time Employee who has been laid off

from a Department or whose status has been changed due to a

reduction in force as defined in Section 4 – Workforce Adjustments

and Transitions, A. Permanent/Indefinite Layoff/Reduction in Hours,

shall retain bidding rights in the Department, Medical

Center/Facility, Service Area (Southern California only), and Region

for the following periods of time, whichever occurs first:

681

a.) For twelve (12) months; or

682

b.) Until the Employee has been placed in a permanent position

with the same status (scheduled hours) held prior to the

layoff in another Department, or;

683

c.) Until the Employee accepts a position for which training is

provided under the terms of this Article; or

684

d.) Until the Employee has refused recall to a position of the

same status (scheduled) in his/her previous department.

685

11.

Training for Laid Off Employees

The Employer will provide up to one hundred sixty (160) hours of

training for Employees who have been identified for layoff, who

have applied for a position and who would be awarded the position

but for the need of training.

686

12.

NORTHERN CALIFORNIA REGION Trans

ition Assistance

Program.

Employees identified for lay off or who volunteer to be laid off shall

be eligible for the Transition Assistance Program in accordance

with the Letter of Agreement dated February 24, 1994 in Appendix

BB.

687

SECTION 6

–

DAILY CANCELLATIONS

688

Order of Cancellations

In the event it is necessary for the Employer to cancel an Employee’s shift,

the Employer will first cancel registry or agency personnel and Employees

previously scheduled to work overtime. The Employer will then seek

volunteers. If volunteers are not sufficient to meet the need for

cancellations, the Employer will cancel Employees by inverse seniority

using the following order:

689

1. Temporary Employees;

690

2. On-Call Employees;

691

3. Service Oriented Staffing (S.O.S.), Central Staffing or Float Pool, if

applicable;

692

4. Employees working additional shifts;

693

5. Limited Part-Time Employees;

694

6. Regular Full-Time and Regular Part-Time Employees.

695

Available Hours for Cancelled Employees

As additional hours are available, Employees who have been cancelled

will be granted the additional hours by seniority until they are made whole

before granting such hours to other Employees.

696

Use of Accruals for Daily Cancellations

Employees may use any accrued and earned paid time for the day they

are cancelled or may choose to take an unpaid shift.

697

SECTION 7

–

SOUTHERN CALIFORNIA REGION PROVISIONS

698

Bridging Seniority.

If an Employee terminates or leaves a covered job classification and

returns within six (6) months, the time away from the bargaining unit will

be adjusted, and his/her previously accrued bargaining unit seniority will

be bridged. If an Employee returns to a covered job classification after six

(6) months his/her previously accrued bargaining unit seniority will not be

bridged.

699

Call Employees.

700

1. On-Call Employees shall accrue seniority by hours worked for use

within the On-Call pool. On-Call Employees shall receive

consideration for vacancies within their department at the facility at

which they work after Regular Employees within the bargaining unit

have received consideration. As an exception see “Order of

Application”.

701

Call Reduction in Force.

In the event of a reduction in force of On-Call positions, bargaining

unit seniority, based on hours worked, will apply within the On-Call

pool. The number of on-call Employees in the classification(s) in

which reductions are needed will be laid off in inverse order using

bargaining unit seniority.

702

ARTICLE XVII

–

PAID LEAVES

703

SECTION 1

–

HOLIDAYS

704

NORTHERN CALIFORNIA REGION Holiday Provisions

(Registered Dietitians should refer to NCAL Appendix T for

applicable list of Recognized Holidays.)

705

Recognized Holidays.

For Employees who have completed their probationary period, the

following days shall be recognized as Holidays:

New Year’s Day (January 1st)

Martin Luther King, Jr.’s Birthday (third Monday in January)

Presidents’ Birthday (third Monday in February)

Memorial Day (last Monday in May)

Independence Day (July 4th)

Labor Day (first Monday in September)

Thanksgiving Day (fourth Thursday in November)

Christmas (December 25th)

Employee’s Birthday (as an exception, 30-day eligibility required)

One (1) Float Holiday (as an exception, 90-day eligibility required)

706

Birthday Hol

iday.

707

a.)

Eligibility.

An Employee with more than thirty (30) days of continuous

employment as a Regular Employee is entitled to his/her

birthday as a recognized Holiday.

708

b.)

Holiday and Birthday on the Same Day.

If an Employee’s birthday falls on a recognized Holiday, the

Employee’s next regularly scheduled workday after that

Holiday shall be considered the Employee’s birthday.

709

c.)

Premium Pay for Holiday Pay.

If an Employee is required to work on his/her birthday

Holiday, he/she shall be paid for the time worked at the

premium rate of time and one-half (1½), provided he/she has

informed his/her supervisor one (1) month in advance of

his/her desire for the day off.

710

Float Holiday.

711

a.)

Eligibility.

An Employee with more than ninety (90) days of continuous

service as a Regular Employee is entitled to one (1) Float

Holiday per calendar year.

712

b.)

Scheduling of Float Holiday.

A Float Holiday will be scheduled on a date mutually agreed

to by the Employee and the Employer. If Agreement is not

reached, one day will be added to the Employee’s vacation

bank.

713

c.)

Request for Float Holiday.

It is the responsibility of the Employees entitled to a Float

Holiday to give thirty (30) days’ notice of the day they have

elected.

714

Pay for Holidays Worked and not Worked.

715

a.)

Holiday not Worked on Regularly Scheduled Day.

If the Holiday falls on a normally scheduled workday and the

Employee is scheduled off because of the Holiday, the pay

for the Holiday not worked shall be for the number of hours

at the straight-time rate the Employee would have received

had he/she worked.

716

b.)

Holiday on Day Normally Scheduled Off.

If the Holiday falls on a day normally scheduled off, the

Employee shall receive additional pay equal to one-fifth

(1/5th) his/her regular weekly scheduled hours of work or

another day off with pay, at the Employee’s option.

717

c.)

Holiday Worked.

Regular Employees who work on a Holiday in addition to the

premium pay shall receive, at the Employee’s option, straight

time Holiday Pay equal to the actual hours worked on the

Holiday up to eight (8) hours or another day off with pay.

718

d.)

Holiday Pay Premium.

Any Employee, regardless of benefit status, who works on a

recognized Holiday, shall be paid at the premium rate of time

and one-half (1½).

719

e.)

lidays while on Unpaid Status.

Employees on unpaid status are not eligible for the Holiday

benefit.

720

Use of Accumulated Holidays.

Employees entitled to Holiday pay may elect to receive time off or

pay. The Employee may add his/her Holidays to his/her vacation

bank or take them within thirty (30) days prior to or following the

Holiday. This election must be made in writing prior to the Holiday

and, if not received by the Employer, the Employee will be paid the

Holiday. Choice of time off will be subject to staffing and seniority.

721

Holiday Scheduling.

722

a.)

Posting of Holiday Schedules.

Holiday schedules shall be posted at least thirty (30) days

and no more than one (1) year prior to the Holiday.

723

b.)

Volunteers for Holiday Work.

724

i.)

Too Many Volunteers.

The Employer will first seek volunteers by shift for the

Holiday work and if there are more volunteers than

needed, Holiday assignments will be based on

seniority by shift.

725

ii.)

Not Enough Volunteers.

If there are not enough volunteers for the Holiday

work, the Employer will assign the work by reverse

seniority to those qualified Employees on the shift.

726

c.)

When Shifts Are Eliminated or Combined on a Holiday.

If shifts are eliminated or combined because of the Holiday,

seniority among all Employees in the department shall be

used to determine holiday assignments. This holiday

scheduling shall be based on operational needs.

727

d.)

Seniority without Regard to Shift.

By mutual written agreement of the parties, seniority may be

used without regard to shift.

728

e.)

Limit on Premium Pay.

Unless approved by the Employer this provision shall not

result in premium pay other than premium pay for the

worked holiday.

729

Holidays Observed

730

a.)

Actual Day of the Holiday.

Holidays will be observed and premium rates will be paid for

hours on the actual day of the Holiday, regardless of day of

the week.

731

b.)

Shif

t on Which the Holiday is Paid.

Holiday pay will be paid for the shift in which the majority of

the hours are worked on the holiday.

732

c.)

Holidays Falling on Sundays.

If a Holiday falls on a Sunday and it is the Employee’s

normally scheduled day off or the Employee works on the

Sunday and is entitled to take another day off, he/she may

be required by the Employer to take the Holiday off on the

following Monday if operations are significantly reduced.

733

Major Holidays.

734

a.)

Granting

one (1) of the Major Holidays.

Regular Employees shall be granted at least one (1) of the

following holidays off: Thanksgiving, Christmas, New Year’s

Day.

735

b.)

Premium for Wor

king the

Three Major Holidays.

Employees not granted Thanksgiving, Christmas or New

Year’s Day off shall receive three (3) times their regular rate

for working New Year’s Day. If the Employee volunteers to

work all three major holidays this premium shall be waived.

736

Definition of Pay.

“Pay,” as referred to in this Article, means base rate plus any shift

differential and split shift differential being received by the

Employee.

737

SOUTHERN CALIFORNIA REGION Holiday Provisions.

738

Designated Holidays.

An Employee shall be eligible for designated paid Holidays. The

following days shall be observed as designated paid Holidays:

New Year’s Day (January 1st);

Memorial Day (last Monday in May);

Independence Day (July 4th);

Labor Day (first Monday in September);

Thanksgiving Day (fourth Thursday in November);

Christmas Day (December 25th).

739

a.)

Religious Holiday.

In addition, each year, Employees may request and be

granted one (1) religious holiday of their choice, using a Life

Balance Day or without pay, at the Employee’s option.

740

b.)

Notice of Holiday Scheduling.

The Employer shall provide all Employees with a four (4)

week notice regarding the scheduling of all designated

holidays.

741

Major Holidays.

All Employees shall receive at least one (1) of the following three

(3) holidays off unless an individual Employee specifically requests

that he/she be allowed to work all of them: New Year’s Day,

Thanksgiving Day, Christmas Day.

742

Holidays Observed.

All designated holidays will be observed on the actual calendar day,

and all conditions and benefits applying to such holiday will be in

effect on that day. However, in the event the Employer closes any

of its facilities/departments on the Friday preceding a Saturday

holiday or on a Monday following a Sunday holiday, then the Friday

or Monday will be designated as a holiday for those Employees

who do not work either the actual holiday or the designated holiday.

743

Holidays Falling on Paydays.

When a payday falls on any holiday, Employees shall be paid on

the day immediately preceding the holiday.

744

niority in Holiday Scheduling.

An Employee who is normally scheduled to work on a day on which

a designated holiday falls may not be displaced by a more senior

Employee or any other Employee. Employees on a unit and shift

basis may request assignment or non-assignment to work a

designated holiday on the basis of seniority. Should all Employees

exercise seniority for non-assignment, the Employer shall assign

Employees by inverse seniority (beginning with the least senior

Employee to work the designated holiday).

745

Designated Holiday Pr

emiums.

746

a.) No deduction shall be made from the pay of Employees for

the observance of the holidays listed above, and

compensation for work performed on said holidays shall be

at two and one-half (2-½) times the appropriate regular rate

of pay.

747

b.) Notwithstanding the above, Employees may request to be

paid one and one-half (1-½) times the appropriate regular

rate of pay with another day off to be taken within the thirty

(30) day period before or after the holiday with pay at

straight time. Such request shall be granted.

748

c.) For Employees working the night shift, the unworked holiday

pay and holiday premiums shall apply to the shift in which

the majority of hours fall on the actual calendar day of the

holiday, except as specified in paragraph 738 of this Article.

749

d.) An unworked holiday allowance shall be an Employee’s

normal straight time hourly earnings times eight (8).

750

e.) Employees shall not receive shift differential for unworked

paid holidays.

751

Designated

Holiday on Employee’s Day Off.

If an Employee’s day off falls on a Designated Holiday, he/she shall

receive an additional day off of his/her choice which shall be

granted with full pay within thirty (30) days preceding or thirty (30)

days following the Holiday.

752

Designated Ho

liday for Part

Time Employees.

Part-Time Employees shall receive Holiday pay benefits based on

the number of straight time hours worked in the two (2) pay periods

immediately preceding the pay period in which the holiday occurs.

The number of hours of Holiday pay received shall equal five

percent (5%) of the straight time hours worked in these two (2) pay

periods. Notwithstanding the foregoing, Part-Time Employees

normally scheduled to work on a Monday shall receive holiday pay

for the day not worked equal to their normally scheduled hours for

that day.

753

Overtime Premi

–

Designated Holiday Weeks.

When a location, facility or individual has regularly scheduled

overtime, Employees shall not be laid off to avoid payment of

overtime rates during holiday weeks, provided, however, that

departure from this Section may be made by mutual agreement of

the parties.

754

SECTION 2

–

SOUTHERN CALIFORNIA REGION LIFE BALANCE DAYS

755

Accrual Rate of Life Balance Days.

756

Regular Full

Time Employees.

Regular Full-Time Employees shall accrue Life Balance Days at the

rate of 3.33 hours per month to a maximum of forty (40) hours at

any given time.

757

Regular Part

Time Employees.

Regular Part-Time Employees will accrue Life Balance Days on a

pro-rated basis based on hours paid (up to a maximum of eighty

[80] hours per pay period) in the preceding two (2) pay periods.

758

Uses of Life Balance Days.

759

Incremental Use.

Life Balance Days may be used for any reason without restriction

and for less than a full day.

760

In Conjunction with Vacation.

If an Employee wishes to use Life Balance Days in conjunction with

his/her vacation, he/she may do so only after the annual selection

process for Vacations has been completed.

761

Donation to Another Employee.

Life Balance Days may be donated to another Employee.

762

equests for Life Balance Days.

Insofar as possible, Life Balance Days will be granted on the day(s) most

desired by the Employee and will be considered for anytime in the

calendar year. Preference for granting Life Balance Days will be by

seniority.

763

Emergency Requests.

Requests for Life Balance Days shall be granted in an emergency

situation.

764

Non

Emergency

Requests.

Requests for non-emergency Life Balance Day(s) must be made

forty-eight (48) hours in advance (not including days that a

department or work area is closed) for the Employee to receive the

time off. In the event that a non-emergency request for a Life

Balance Day(s) is denied, the next request by the same Employee

shall be granted provided the day requested is at least forty-eight

(48) hours after the day that was denied.

765

Payment of Life Balance Days Upon Termination, Ch

ange in Status

or Retirement.

Life Balance Days, accrued but not used, will be paid to the Employee

upon termination, retirement, or transfer to an ineligible status.

766

Personal Time Off.

Where circumstances warrant, an Employee may request and may

receive personal time off without pay. Such requests shall not be

unreasonably denied. In a verifiable emergency, on duty Employees may

ask for personal time off which shall be granted on momentary notice. It

shall not be a condition to the granting of personal time off that the

Employee secure his/her own replacement. Employees may not be

denied personal time off because they have accumulated Vacation, Life

Balance Days, and Sick Leave.

767

Approved personal time off or time off requested by the Employer shall not

be used against the Employee in any way including but not limited to

disciplinary action.

768

SECTION 3

–

VACATION

769

NORTHERN CALIFORNIA REGION Vacation Provisions.

(Registered Dietitians should refer to NCAL Appendix V for

applicable Paid Time Off Program provisions.)

770

Vacation Accrual Rate.

All Regular Full-Time Employees with the applicable continuous

years of service with the Employer shall accrue vacation hours on a

monthly basis in accordance with the following schedule:

Length of Service

Hours per

Month

Days per

Month

Days per

Year

1 Year 6.67 0.83 10 Days

2 Years to 4 Years 10.00 1.25 15 Days

5 Years to 9 Years 13.33 1.67 20 Days

10 Years and thereafter 16.67 2.08 25 Days

771

Vacation Pay.

772

a.)

Full

time Employees.

The vacation pay for regular full-time Employees shall be the

base rate, including shift differential and split shift differential,

for their regular straight-time schedule of work.

773

b.)

Part

time Employees.

The vacation pay for Regular Part-Time Employees shall be

the base rate, including shift differential and split shift

differential, at the time the vacation is taken, times the

average number of straight-time hours worked per week

during the vacation accrual year.

774

c.)

Minimum Rate of Accrual.

Vacation shall be accrued based, at a minimum, on an

eligible Employee’s regular schedule (status). Regular Part-

time Employees who work additional hours will accrue

additional vacation hours based on their actual hours

worked.

775

Vacation Availability.

Employees who become benefited may use accrued vacation after

six (6) months of being in a benefited status. An Employee who

achieves benefited status after the January period described below

may submit requests to use accrued vacation, which shall be

granted on a first-come, first-served basis.

776

a.)

bmission of Vacation Requests.

Employees will submit to their supervisors in January of

each year a list of their first, second, and third choices for

vacation dates occurring during the twelve-month period

commencing April 1st.

777

b.)

Amount Available for

Use.

In submitting their requests, Employees may use all their

annual accrued vacation or anticipated vacation accrual.

Employees who anticipate that they will want to utilize more

than their annual accrual will notify their supervisor on or

about December 1st.

778

c.)

Posting of Vacation Schedules.

On or before March 15th of each calendar year, the

supervisor or department head will post the vacation

schedule for that year. Employees in a department shall be

given preference on the basis of seniority in the choice of

vacation periods.

779

d.)

Vacation Requests Submitted After th

e Vacation

Schedule is Posted.

Vacation requests submitted after January will be considered

and granted on a first-come, first-served basis. Such

requests will be granted or denied within two (2) weeks of

their submission.

780

e.)

Incremental U

se of Vacation.

Employees may split their vacation into increments of no

fewer than four (4) hours, subject to the requirements of

efficient operations.

781

Holidays During Vacation.

If a recognized holiday occurs during the Employee’s vacation

period, he/she shall be granted an additional day of vacation at

his/her regular pay, or an additional day’s pay in the amount he/she

would have received had he/she not been on vacation, at the option

of the Employer.

782

Vacat

ion Carry Over Not Encouraged.

Normally vacation accruals should not be carried over from one

anniversary year to the next. However, unused vacation may be

accumulated up to a maximum of two (2) times their annual

accrued vacation in accordance with paragraph 770, Vacation

Accrual Rate, above, as follows for Regular Full Time staff:

Length of Service

Accrual Limit

1 Year 160 Hours

2 Years to 4 Years 240 Hours

5 Years to 9 Years 320 Hours

10 Years and thereafter 400 Hours

783

During the time period described above for submitting vacation

requests, Employees whose vacation accumulation has

approached or reached the maximum will meet with his/her

supervisor to set forth a plan for vacation to be taken or cashed out

using the Vacation Cash Out (“VCO”) provision described below in

the coming year in order to reduce the balance below the maximum

accumulation level. If, at any time, the total accumulation reaches

500 hours, additional vacation hours will not be accrued until the

vacation balance falls below 500 hours.

784

Vacation Cash Out (“VCO”).

Employees may cash out vacation time up to one hundred sixty

(160) hours per year of their annual accrual as provided in the

Kaiser Permanente “Vacation Cash Out” (VCO) benefit provisions.

Such election must be made by December of the year preceding

the year the cash out will occur. Such election is irrevocable.

785

Call

Back.

In the event an Employee is called back to work while on vacation,

he/she shall be paid at time and one-half (1-½) in addition to his/her

vacation pay.

786

Radiologic Technologist Special Compensation.

Effective November 4, 1990, Regular employees hired as

Radiologic Technologists prior to October 25, 1986, shall receive,

once each year, (December 1) a lump sum payment equal to eighty

(80) hours straight-time pay. Part-time Regular Radiologic

Technologists shall have their lump sum payment prorated. This

lump sum payment shall not apply to Radiologic Technologists at

the Kaiser Permanente Medical Facility in Fresno. (See NCAL

Appendix Q).

787

SOUTHERN CALIFORNIA REGION Vacation Provisions.

788

Vacation Eligibility Date.

The vacation eligibility date determines the Employee’s accrual rate

and is his/her date of hire, unless it is adjusted for unpaid leaves of

absence or for the period of time that the Employee worked in an

ineligible status. The vacation eligibility date shall mean that period

of continuous employment with the Employer, less any absence

from employment which exceeds sixty (60) days. Leaves of

absence of sixty-one (61) days or more will be deducted in their

entirety from the eligibility date. Service Credit shall continue

during the entire period of a leave of absence due to industrial

illness or injury and Union leave.

789

Vacation Accrual Schedule.

Each full-time Employee shall accrue vacation hours on a monthly

basis in accordance with the following schedule:

Length of Service

Hours per

Month

Days per

Month

Days per

Year

0-4 Years 6.67 0.83 10 Days

5-8 Years 10.00 1.25 15 Days

9-10 Years 13.33 1.67 20 Days

11 Years or More 16.67 2.08 25 Days

790

Employees who are regularly scheduled and work more than forty

(40) hours per week for at least six (6) consecutive months of an

eligibility year shall earn vacation pay based on the more than forty

(40) hour workweek including normally paid premiums.

791

Vac

ation for Part

time Employees.

Part-time Employees shall receive vacation pay for time taken off

on a scheduled day based on their normally schedule hours that

day. Weeks scheduled off will be paid at forty (40) hours or the

average hours worked based on the previous three (3) months

worked, at the Employee’s option. Part-Time Employees shall

accrue vacation hours prorated based on an average of straight

time hours paid (maximum of eighty (80) per pay period) in the

preceding two (2) pay periods.

792

Vacation Pay.

Vacation pay shall be at the base hourly wage rate the Employee is

receiving on the date the time is taken off. Employees shall not

receive their shift differential with vacation pay. Vacation shall not

be considered as time worked for the purposes of calculating

overtime.

793

Vacat

ion Accumulation and

Donation.

Employees may accumulate up to a maximum of twice their annual

accrual. Employees may donate vacation hours to fellow benefited

Employees.

794

Desig

nate

d Holiday During Vacation.

If a paid designated holiday, as set forth in this Section, occurs

during an Employee’s vacation, he/she shall have three options: 1)

forty (40) hours vacation pay along with eight (8) hours holiday not

worked pay (prorated for Part-Time); 2) thirty-two (32) hours

vacation pay along with eight (8) hours holiday not worked pay

(prorated for Part-Time); 3) forty (40) hours vacation pay along with

an additional day off with pay thirty (30) days before or after said

designated holiday. The above options shall be applied to vacation

periods which are more or less than forty (40) hours. Said options

will be requested at the time of vacation selection pursuant to this

Article or at the time of the vacation request.

795

“Call Back” From Vac

ation.

Employees called back from vacation to work for a period of four (4)

days or less shall be paid at the rate of one and one-half (1½) times

the appropriate rate of pay for all hours worked. If Employees are

called back from vacation for a period of five (5) days or more, the

vacation shall be rescheduled and the work performed shall be at

the straight time regular rate of pay.

796

Scheduling Vacation.

797

a.)

Period for Requests and Posting.

Employees shall be solicited prior to March first (1st) of the

year in order to determine their preferences for vacation.

Prior to April first (1st), the Employer shall advise all

Employees as to when their vacation is scheduled and shall

post the full twelve (12) month vacation schedule in a

location accessible to all Employees.

798

b.)

Vacation Periods.

Vacation will, insofar as possible, be granted at times most

desired by Employees (longer service Employees being

given preference as to choice based on seniority). Vacation

requests in any department will be considered at any time of

the year. The taking of vacation during Christmas and New

Year’s shall not be unreasonably denied. The final right to

allot vacation periods and the right to change such

allotments are reserved to the Employer in order to ensure

the orderly operation of the facility.

799

c.)

Splitting Vacations.

For those Employees choosing to split their vacation into

three (3) or more increments, seniority will apply only to the

first (1st) and second (2nd) choice of vacation increments in

each anniversary year. All vacation request forms shall

allow the Employee to indicate which requested vacation

period is his/her or her first (1st) choice, which is his/her

second (2nd) choice, and which is his/her the third (3rd)

choice.

800

d.)

Notice of Approval or Denial.

The Employer shall notify an Employee in writing of approval

or denial of vacation requests submitted on or after April first

(1st) within four (4) weeks after receipt of said request.

801

e.)

Pay if Employee’s Vacation is Changed.

Should it be necessary to change an Employee’s scheduled

vacation, the Employee may opt to receive his/her vacation

pay at the time his/her vacation was originally scheduled.

Such pay shall be considered as an advance of the monies

due the Employee at the time he/she subsequently takes

his/her vacation.

802

f.)

Vacation for Employees who Transfer.

Transferring Employees will be required to select vacation

from open dates, at their new department/location, not

previously filled by scheduled vacation or approved leaves.

803

g.)

Requests of Fewer than Five (5) Days.

Requests for vacation in increments of less than five (5)

days may be exercised at any time. The Employee may

request and receive an available existing date(s) to use paid

vacation hours subject to staffing needs and efficiency of

operations.

804

h.)

Personal Time and Vacation.

An Employee may request and receive personal time off in

conjunction with his/her regularly scheduled vacation.

805

i.)

Scheduling of Vacation With Days Off.

The Employer will schedule, when possible, the Employee’s

days off in such a way that they are attached to the

Employee’s vacation period.

806

Advance Vacation Paycheck.

Two (2) weeks is the minimum advance notice required in order to

ensure that an Employee will receive his/her vacation paycheck

prior to going on vacation.

807

10.

Minimum Vacation

Period.

The total amount of vacation earned, according to the applicable

provisions of this Section, may be taken in one (1) consecutive

period. Vacation periods may be split at the request of the

Employee. An Employee may request that he/she be allowed to

take vacation in increments of less than five (5) workdays.

Vacations may start on any day of the week. The final right to grant

such request is reserved to the Employer subject to the operational

needs of the facility and such requests shall not be unreasonably

denied.

808

11.

sh Out

–

Irrevocable Election.

Employees may elect to cash out vacation time up to one hundred

sixty (160) hours per year of their annual accrual. Such election

must be made during the annual open enrollment period of the year

preceding the year the cash-out will occur.

809

SECTION 4

–

SICK LEAVE.

810

NORTHERN CALIFORNIA REGION Sick Leave Provisions.

(Registered Dietitians should refer to NCAL Appendix V for

applicable Paid Time Off Program provisions.)

811

Accumulation

812

a.)

Rate of Accrual

Each Regular Employee shall accumulate one (1) day’s sick

leave with pay for each calendar month of employment.

After completion of the fourth (4th) year of employment each

Regular Employee shall accumulate one and one-fourth

(1¼) days of sick leave with pay for each calendar month of

employment. An Employee shall not be entitled to sick leave

with pay unless he/she has acquired three (3) months’

continuous service credit and in no case shall sick leave be

retroactive to any absence due to sickness during the first

three (3) months of service credit.

813

b.)

Pro

Rated A

ccrual for Part

Time Employees

Regular Employees working less than forty (40) hours per

week shall accumulate sick leave on the basis of the ratio of

his/her regularly scheduled hours of work per week to forty

(40) hours per week.

814

c.)

Pension Credit

An Employee who has accrued 250 hours of sick leave at

the time of retirement shall have all accrued sick leave hours

applied to his/her credited service.

815

Pay

Pay for sick leave shall be that straight-time pay which the

Employee would have received had he/she worked his/her regular

schedule that day, including any shift differential being received by

the Employee concerned.

816

Applicability

817

a.)

Only f

or Days Employee was Scheduled

Sick leave shall be applicable only if the Employee is ill on

days he/she is regularly scheduled to work. If an Employee

claims sick leave, and, if the Employer has reasonable doubt

of the validity of the disability, the Employer may require

reasonable proof of physical disability sufficient to justify the

Employee’s absence from work for the period claimed.

818

b.)

Hos

italization While on Vacation

An Employee hospitalized while on vacation is eligible to

convert vacation time to unused sick leave for the period of

hospitalization provided reasonable proof of the

hospitalization is provided. Conversion of vacation time to

sick leave time will apply only to those days the Employee

was pre-scheduled for vacation.

819

c.)

Disabling Injury or Illness

An Employee who suffers a disabling illness or injury of at

least five (5) consecutive days duration while on

prescheduled vacation leave, may convert 50% of the

verified portion of illness to unused sick leave. Such

conversion shall be limited to blocks of pre-scheduled

vacation of one or more weeks. The Employer shall require

reasonable proof of the disabling illness or injury, obtained at

the time of the disabling event.

820

d.)

Medical

, Dental,

or Mental Health Appointments

Upon completion of the probationary period, paid sick leave

shall also apply for hours directly associated with medical,

dental, or mental health appointments. For those

Employees whose appointments are away from the facility

where they work the appointment will be scheduled so that

at least a part of the scheduled appointment falls in the first

or last hour of each paid period of scheduled work. The

Employee will give written notice of at least twenty-four (24)

hours and supply verification that the appointment was kept.

821

e.)

Inpatient/Outp

atient Mental Health Treatment

Sick leave shall be applicable not only as described

elsewhere in this Article, but also for mental health treatment

as an in-patient and/or outpatient in an accredited institution.

822

Holiday During Sick Leave.

If an Employee is absent on paid sick leave and a holiday occurs

during such absence, if he/she is eligible for holiday pay, such pay

shall be charged to the holiday and not against sick leave credits.

823

Integration with Disab

lity and Workers’ Compensation

824

a.)

State Disability.

If an Employee is eligible for basic UCD (Disability) benefits,

Employer-paid sick leave shall be reduced by the amount of

the UCD benefits the Employee is eligible to receive.

Payments received in the form of basic UCD benefits shall

not be charged against the Employee’s accumulated sick

leave.

825

b.)

Workers’ Compensation.

If an Employee is eligible for Workers’ Compensation

Insurance payments, the same method of integration with

Employer paid sick leave shall apply. Employees who

receive full sick leave and are subsequently reimbursed by

Workers’ Compensation or State Disability Insurance

benefits will have their pay adjusted by the amount of

overpayment and their sick leave recredited proportionately.

826

Return From Sick Leave

Employees returning from paid sick leave shall be returned to their

jobs, and any Employee sent home after such return on the

grounds that his/her position has been filled shall be paid his/her

regular pay for the time lost; provided, however, for absence of one

(1) work week or less, Employees shall furnish notice of their

readiness to return to work by 2:00 p.m. of the work day prior to

their return and for absences of more than one (1) work week they

shall furnish forty-eight (48) hours’ notice of their readiness to

return to work. The Employee must also, if requested, supply

certification by a physician on the staff of the Employer of their

physical fitness to perform the work required. Delays occasioned

by the Employer’s failure to provide such examination shall extend

the period of eligibility for sick leave.

827

Employee Requests for Data.

Data concerning an Employee’s sick leave accrual will be supplied

by his/her supervisor upon request.

828

SOUTHERN CALIFORNIA REGION Sick Leave Provisions.

829

Paid Sick Leave.

830

a.)

Rate of Accrual.

Each Full-Time Employee shall be entitled to receive fifteen

(15) sick days with pay per year accumulated monthly at the

rate of ten (10) hours per month. Payment of Sick Leave

benefits shall commence with the first day of any illness,

hospitalization, injury or medical appointments.

831

b.)

General Sick Leave Provisions.

There shall be no limit on sick leave accumulation. Paid sick

leave shall not be considered an interruption of continuous

service. Sick leave shall not be considered as time worked

for purposes of computing overtime. Sick leave pay shall not

include an Employee’s regular shift differential. Certification

by a physician or visiting nurse duly authorized by the

Employer may be required whenever it appears to be

justified.

832

c.)

Pregnancy.

833

i.) The Employer agrees to treat absences due to the

disability of Employees with pregnancy, childbirth or

related medical conditions in the same manner as

absences resulting from other temporary medical

disabilities.

834

ii.) If, at the commencement of, or during, the leave

related to pregnancy, the Employee submits a

physician’s verification of disability, paid sick leave will

commence. All fringe benefits will continue during

paid sick leave as if the Employee were actively at

work. Sick leave pay will continue until exhausted, or

the Employee is no longer disabled, whichever occurs

first. The Employee may then apply for an unpaid

leave.

835

d.)

Medical and Dental Appointments.

836

i.) Accrued sick leave may be used for routine personal

medical appointments provided that the Employee

gives his/her supervisor at least ten (10) days

advance notice of the appointment. If, however, the

facility cancels or requests a change in the

Employee’s appointment or an emergency occurs, the

ten (10) days notice requirement shall be waived.

Additionally, accrued sick leave may be used for

emergency dental and emergency optical

appointments. The ten (10) days notice requirement

may also be waived in any instance where there is

mutual consent of the Employee and the supervisor.

837

ii.) The Employer agrees to expedite doctor’s

appointments for Employees who become ill while on

duty. In addition, the Employer agrees to expedite

optical appointments for laboratory/cytology

Employees routinely required to use a microscope.

838

iii.) When Employees are directed by their supervisor to

see a physician while at work, they shall be paid at

their regular rate of pay for the time it takes to fulfill

such request provided the attending physician

determines the Employee may return to work.

However, if the physician determines the Employee is

unable to return to work said time will be deducted

from the Employee’s sick leave account. In either

case Employees should clock out when leaving the

work area. This paragraph shall not apply where an

Employee knows in advance of arriving at work that

he/she will be required to provide a physician’s

certification of illness or return to work authorization.

839

e.)

Accident or Hospitalization or Illness While on Vacation.

If an Employee suffers a disabling accident or hospitalization

while on vacation the Employee may convert the vacation

time to sick leave provided the Employee has accrued sick

leave. The Employee must submit documentation

substantiating that such disability precludes an Employee

from performing his/her occupation. The Employee shall

retain vacation time for days spent so disabled; such

vacation time shall be rescheduled by mu

tual Agreement.

Any illness certified by a physician during an Employee’s

vacation shall entitle the Employee to convert from vacation

to sick leave.

840

f.)

No Discipline.

841

i.)

During

Hospitalization.

The Employer will not discipline an Employee during a

period of hospitalization.

842

ii.)

Good Attendance Records.

It is understood that Employees with good attendance

records or accrued sick leave shall not be disciplined

for utilizing their accrued sick leave for bona fide

validated illness.

843

g.)

Notice of Duration of Sick Leave.

Employees shall advise the Employer of the duration of their

intended absences due to illness and shall provide the

Employer with reasonable notice of any changes in this

duration. In the event the Employee fails to so advise the

Employer, it is understood the Employer will check with the

Employee so as to know staffing requirements in the

workplace. However, the Employer will not contact the

Employee for purposes of informing the Employee of his/her

utilization of such leave.

844

Paid Sick leave for Part Time Employees.

Part-Time Employees shall accumulate Sick Leave based on

monthly compensated hours, not to exceed ten (10) hours of sick

leave per month. Payment of Sick Leave benefits shall commence

with the first day of any illness.

845

A Part Time Employee who converts from Full Time status will have

all accrued Sick Leave placed in the Employee’s Sick Leave

account.

846

Sick Leave Hours Converted to Credited Service With

Retirement Plan.

An Employee who retires or terminates employment with a vested

status in the Pension Plan, and who has a sick leave account

balance of two hundred fifty (250) or more hours, will have all of

his/her sick leave account balance converted to Credited Service

for pension plan benefit calculation purposes. This conversion

increases the pension monetary value; it does not impact the

Employee’s eligibility to retire.

847

Federal Family and Medical Leave Act/California Family Rights

Act.

The Employer will comply with the provisions of the California

Family Rights Act, as amended, and with the provisions of the

Federal Family and Medical Leave Act of 1993, as amended.

848

Use of Paid

Sick Time for Family Illness.

The Employee may use up to one-half (1/2) of his/her annually

accrued Sick Leave for the purpose of providing care to his/her sick

spouse, children, significant other or dependents.

849

Holiday During Sick Leave.

If a designated holiday occurs during a period of Vacation or Sick

leave, the Employee shall have the option to receive sick pay for

that day plus the unworked holiday pay, or the option to receive

sick pay and take the holiday within sixty (60) days after his/her

return from sick leave, or the option to be paid holiday pay and

such day shall not be charged to Sick Leave credits.

850

Integration of Compensation Benefits and Sick

Leave.

851

a.) Employees who are eligible for basic State Disability

Insurance (SDI) benefits shall have their paid Sick Leave

reduced by the amount of the SDI benefit the Employee is

eligible to receive, so that combined SDI pay and Sick Leave

pay total normal straight time salary. The reduced amount of

Sick Leave payment shall be charged against the

Employee’s Sick Leave Account. Employees who are

eligible for Workers’ Compensation Insurance (WCI)

payments will have the same method of integration with

Employer-paid Sick Leave. Employees may elect to waive

integrated Sick Leave benefits with Workers’ Compensation

Insurance payments, provided said election is made within

seven (7) calendar days of the inception of the absence, and

provided further that said election shall be irrevocable for the

duration of said absence. Should the Employee fail to elect

non-integration within the seven (7) calendar day period, the

option of non-integration will not be available.

852

b.) It is the Employee’s responsibility to promptly file claims for

any compensation benefits for which he/she may be eligible

and to report the amount of such benefits to the Human

Resources Office.

853

c.) In the payment to Employees on Sick Leave, Disability or

Workers’ Compensation, the Employer will deduct taxes in

accordance with Federal and State laws.

854

Notice

of Intended Absence.

Employees who are required to be absent from work for any reason

will provide their immediate supervisor or designated representative

with reasonable notice of such intended absence, and the reasons

therefore.

855

SECTION 5

–

EDUCATION

856

Education Leave.

(Registered Dietitians should refer to NCAL Appendix U for benefits

in addition to those provided below.)

857

Eligibility, Accrual Rate and Maximum Accumulation

After the completion of one (1) year of service, regular Full Time

Employees shall begin earning paid education leave at the rate of

forty (40) hours per year and Part-Time Employees will accrue

education leave on a pro-rated basis.

858

a.)

NORTHERN CALIFORNIA REGION Accumulation.

Education leave may be cumulative to a maximum of one

hundred sixty (160) hours in Northern California.

859

b.)

SOUTHERN CALFIORNIA REGION Accumulation.

Education leave may be cumulative to a maximum of forty-

eight (48) hours.

860

Programs Eligible for Paid Education Leave

Education programs, including home study programs, eligible for

paid education leave include those sponsored by an educational

institution, government agency, hospital, union or professional

association and are subject to the following requirements:

861

a.)

Related to Current Job.

The courses, seminars, symposia are related to the

Employee’s current job or job field or

862

b.)

Transfer or Promotion Opportunities.

The courses, seminars, symposia are related to jobs to

which the Employee can expect to transfer or promote or, if

mutually agreed, such courses can be related to another job

field or

863

c.)

Degrees in Health Care.

The courses lead to a degree in the health care field or, if

mutually agreed, other job field or

864

d.)

Licensure or Re

licensure.

The courses, seminars, symposia are related to the

Employee’s current job, in the case of an Employee seeking

licensure or re-licensure.

865

Scheduling of Education Leave

Because of the high priority and value the Employer and the Union

have given to the education of Employees, the Employer will

exercise every effort to grant requests for education leave.

866

a.)

Education Leave Scheduled

Independently of Vacation

Scheduling.

The scheduling of education leave shall be independent of

and not related to the scheduling of vacations that may occur

in a department.

867

b.)

Reply to Requests for Education Leave

Requests for leave shall be made in writing and shall include

the dates, hours, and the subject of the course. Within two

(2) weeks of the Employee’s request for education leave, the

Employer will notify the Employee in writing of the granting

or denial of the request.

868

c.)

Use of Education Leave on Days Off

An Employee, on an annual basis, may use up to forty (40)

hours of paid education leave, prorated for part-time

Employees, to participate in education programs on his/her

days off.

869

d.)

Incremental Use of Education Leave

Paid education leave may be taken in full days (not to

exceed the Employee’s regularly scheduled shift) or in hourly

increments.

870

i.) If four (4) or more hours of an education program fall

within an Employee’s normally scheduled shift, the

Employee will be excused from his/her shift

assignment.

871

ii.) If fewer than four (4) hours of education leave fall

within an Employee’s normally scheduled shift, the

Employer shall have the option of excusing the

Employee from his/her shift assignment or scheduling

the Employee to work the remainder of his/her shift.

872

e.)

Night Shift Employees

The Employer will make appropriate scheduling

arrangements so that night shift Employees can take time off

to attend courses held during the day.

873

Payment for Education Leave

The education course for which the Employee is requesting paid

leave must meet the following criteria:

874

a.) The course must be approved prior to the Employee’s

beginning the course.

875

b.) The course announcement must accompany the Employee’s

request for education leave.

876

c.) The Employee must show proof of successful completion of

the course.

877

d.) The course will not be used for the purposes of overtime

calculation.

878

Use of Tuition Reimbursement Concurrently with Education

Leave.

Employees may use tuition reimbursement, to which they might

otherwise be entitled, in conjunction with Education leave.

879

Service Education

880

1. When an In-Service Education Program is provided by the

Employer for Employees in a particular classification, the Employer

will use its best efforts to ensure that the training sessions are

available to all Employees in such classification. Such best efforts

shall include offering the in-service education on each shift or

another mutually acceptable alternative.

881

2. Other interested Employees may attend such programs when

possible.

882

3. When an In-Service Education Program provided by the Employer

qualifies for accreditation by the State for purposes of continuing

education for re-licensure or recertification, the Employer will seek

such accreditation, where CEUs are required by the job

classification or required by the Employer.

883

Education and Training

The Union and the Employer agree that offering and promoting

educational and training opportunities can prove to be a benefit to both the

Employee and the Employer. There is also agreement that the availability

of appropriate training which enhances career mobility and provides

avenues for Employee growth and development is desirable for both

parties. The Employer shall make every reasonable effort to meet

personnel needs by way of internal promotion and career development,

and shall consider waiving work experience requirements for individuals

who complete career development programs.

884

SECTION 6

–

JURY DUTY AND SUBPOENAS

885

Pay.

An Employee required to report for jury service or subpoenaed to appear

as a witness in a judicial procedure arising out of his/her employment will

be excused from work on such days and shall be paid for such time at

his/her regular rate of pay including applicable premiums/differentials.

886

Adjustment of Schedule

When an Employee is called for such service, his/her schedule shall be

adjusted accordingly, for scheduling purposes only, with no loss of pay,

unless the Employee requests to maintain his/her current schedule.

887

Evidence of Attendance

The Employee must present his/her supervisor with a copy of the jury

summons and evidence of attendance.

888

Return to Work.

On any day of jury service in which an Employee is excused entirely or in

sufficient time to permit the Employee to return to work for a minimum of

one-half (1/2) his/her scheduled workday, he/she shall be required to do

so.

889

SECTION 7

–

BEREAVEMENT LEAVE

890

Benefit and Travel

When a death occurs in the immediate family of an Employee, he/she

shall be entitled to time off of up to three (3) days with pay for deaths in

the area and two (2) additional days with pay for travel of three hundred

(300) miles or more for a funeral or memorial service. Additional time off

will not be unreasonably denied. An Employee may use paid time off for

such purposes.

891

Immediate Family

Immediate family is defined as:

Spouse, Domestic Partner

Parent, Step Parent, Parent In-Law, Step Parent In-Law, In loco Parentis

Child, Step Child, Legal Ward, Foster Child, Adopted Child

Daughter, Step Daughter, Daughter In-Law, Step Daughter In-Law

Son, Step Son, Son In-Law, Step Son In-Law

Sister, Step Sister, Sister In-Law, Step Sister In-Law

Brother, Step Brother, Brother In-Law, Step Brother In-Law

Grandparent, Step Grandparent

Grandchildren, Step Grandchildren

Relative living in the same household

892

Conversion from Paid Time Off in Event of Bereavement

If an Employee is on paid time off and a death occurs in the immediate

family, the Employee may convert the paid time off to Bereavement

Leave.

893

Services for Others

The Employer will not unreasonably deny the Employee time off to attend

or arrange for the funeral or memorial service of a person who is close to

his/her. The Employee may take time off without pay or, at the

Employee’s request, use earned or accrued paid time off for such

purposes.

894

Responsible Use of Benefit

The parties agree that this benefit will be used responsibly.

895

Rate of Pay.

Pay for bereavement leave shall be at the Employee’s regular straight-

time rate of pay, including applicable shift premium/differential.

896

ARTICLE XVIII

–

LEAVES OF ABSENCE

897

Eligibility for a Leave and Notice of Return

Employees shall be entitled to a leave of absence for illness, injury, or

pregnancy, critical or chronic illness or death in the Employee’s immediate

family. Each Employee requesting a leave of absence shall be provided

with a written explanation of his or her rights and responsibilities. Two (2)

weeks written notification of a return from a leave of absence must be

given to the Employer. Employees also may be entitled to leaves based

on applicable laws or Employer policies.

898

Six (6) Month Eligibility.

Leaves of absence without pay may be granted to Full Time, Part-Time,

Limited Part-Time and On-Call Employees. An Employee must have at

least six (6) calendar months of service in order to be considered eligible

for a leave of absence without pay. However, in the case of disabilities

related to pregnancy, the six (6) month eligibility requirement is waived for

the purposes of the Medical Leave of Absence.

899

Extensions to Leaves

Extensions to leaves may be granted for justifiable reasons.

900

Requests for Leaves of Absence

; Response.

All leaves of absence shall be requested in writing on a form provided by

the Employer. The Employer will respond in writing no later than seven (7)

workdays.

901

Personal Leave of Absence

Leaves of absence for compelling or personal situations may be granted

to Employees at the discretion of the department manager and will not be

unreasonably denied without adequate cause. A leave of absence without

pay up to sixty (60) days with Management’s approval may be granted to

Employees for personal reasons. Personal Leave of Absence for

situations covered by statutory Family Leave will not be considered until

such Family Leave has been exhausted.

902

Federal Family and Medical Leave Act/California Family Rights

Act

The Employer will comply with the provisions of the California Family

Rights Act, as amended, and with the provisions of the Federal Family and

Medical Leave Act, as amended. FMLA shall be recorded in accordance

with the twelve (12) month rolling period.

903

Benefits While on Personal or Family and Medical Leaves

Premiums for continued Health Plan Coverage (including vision benefits,

Mental Health Coverage and prescription drug), Dental Plan and Group

Life Insurance Coverage during an authorized Personal Leave of Absence

will be paid by the Employer for a period not to exceed thirty (30) days,

provided that three (3) calendar months elapse between incidents of

application. Coverage beyond thirty (30) days shall be paid by the

Employee if continued coverage is desired. Premiums for continued

Health Plan Coverage, Dental Plan Coverage and Group Life Insurance

Coverage will be paid by the Employer during the entire period of an

authorized Family Leave.

904

Medical Leave of Absence

Upon the exhaustion of accrued Sick Leave, leaves of absence without

pay for non-industrial disabilities, including conditions related to

pregnancy, shall be granted subject to the limitations of this Section,

provided the Employee furnishes a physician’s/designee’s certification

setting forth the necessity for such a leave and the anticipated duration of

the disability. Recertification will be required at the expiration of each

previous certification for continued eligibility.

905

NORTHERN CALIFORNIA REGI

ON Duration of Medical Leaves.

Employees shall be granted a Medical Leave of Absence up to six

(6) months.

906

SOUTHERN CALIFORNIA REGION Duration of Medical

Leaves.

Employees with fewer than three (3) years of service shall be

granted a Medical Leave of Absence up to one hundred twenty

(120) days. Employees with three (3) years or more of service shall

be granted a Medical Leave of Absence up to three hundred sixty

(360) days.

907

a.) If an Employee takes a medical leave of absence, returns to

work and returns to a medical leave of absence status within

ninety (90) days, the leave is treated as one continuous

leave subject to the maximum limit.

908

b.) If an Employee takes a medical leave of absence, returns to

work for a period of at least ninety (90) days, then returns to

medical leave of absence status, the leave is treated as a

new leave of absence subject to the maximum limit.

909

Ben

efits While on Medical Leave

Health Plan Coverage (including vision benefits, Mental Health Coverage

and prescription drug), Dental Plan and Group Life Insurance Coverage

will be continued at the Employer’s expense as follows:

910

NORTHERN CALIFORNIA

REGION Duration of Benefits.

During the first thirty (30) days of approved Medical Leave of

Absence.

911

SOUTHERN CALIFORNI

A REGION Duration of Benefits.

During the entire period of an approved Medical Leave of Absence

provided three (3) calendar months have elapsed between

incidents of application.

912

Workers’ Compensation.

913

Request and Physician Certification.

Employees will be provided an Occupational Injury or Illness Leave

of Absence. Employees filing for an Occupational Injury or Illness

Leave of Absence must complete a leave of absence request form

and must also furnish a physician’s certification setting forth the

necessity for such a leave and the anticipated duration of the leave.

Physician recertification will be required at the expiration of each

previous certification for continued eligibility.

914

Return without Medical Restrictions.

The Employer will place Employees released to return to work from

an Occupational injury or illness without medical restrictions, in

their former position at their regular rate of pay as soon as

reasonable, not to exceed seven (7) days.

915

Return with Medical Restrictions.

The Employer will place Employees released to return to work from

an Occupational injury or illness on a temporarily restricted basis, in

their former job, provided the Employee can perform the essential

functions of the job with or without reasonable accommodations.

916

Return with Permanent Restrictions.

The Employer will place Employees released to return to work from

an Occupational injury or illness on a permanently restricted basis,

in their former job (if it is available) or a comparable job (which may

not be in their former department, shift or classification), provided

the Employee is physically capable of performing the essential

functions of the job with or without reasonable accommodations.

The Employer will initiate the interactive process as required by

State and Federal laws. If the Employee is unable to perform

his/her former job, that Employee has the opportunity to bid on any

job vacancy that he/she is physically capable of and qualified to

perform per his/her medical restrictions and limitations.

917

Term of Leave.

Employees will be provided an Occupational Injury or Illness Leave

of Absence for up to a maximum of two (2) years. An Employee

who exhausts the two (2) year Occupational Injury or Illness Leave

of Absence and has not returned to work may be terminated, if not

otherwise precluded by applicable laws. An Employee may be

terminated prior to the end of the leave if such termination is not

otherwise precluded by applicable laws.

918

a.) If an Employee takes an Occupational Injury or Illness Leave

of Absence, returns to work and returns to a medical leave of

absence status within ninety (90) days, the leave is treated

as one continuous leave subject to the maximum limit.

919

b.) If an Employee takes an Occupational Injury or Illness Leave

of Absence, returns to work for a period of at least ninety

(90) days, then returns to medical leave of absence status,

the leave is treated as a new leave of absence subject to the

maximum limit.

920

c.)

NORTHERN CALIFORNIA REGION Retention of

Seniority.

An Employee eligible for twelve (12) months’ industrial leave

of absence who has been terminated due to his/her inability

to return to work shall retain seniority as of that date for a

period of an additional one (1) year. Such seniority may be

utilized during the one (1) year period only for the purpose of

bidding on vacancies for which he/she is qualified.

921

Return to Work Authorization

Upon release from the attending physician for occupational injury or

illness the Employer may request that the Employee provide a

return-to-work authorization containing the name of physician,

signature, clarification of disability specifying the work restrictions,

sufficiently to allow the Employer to make appropriate

determination of jobs the Employee can perform, if any, and date

released to return to work.

100

922

Nothing herein shall prohibit the Employer and the Union from

mutually agreeing to “reasonable accommodations” for injured or

disabled Employees.

923

Benefits While on Occupational Injury or Illness Leave

Employees on Occupational Injury or Illness Leave of Absences are

eligible for Health Plan Coverage, life insurance, and (Southern

California Region only) dental benefits for the time they are on

leave.

924

Effective with workers’ compensation leaves of absence

commencing on or after October 1, 2000, as provided for under the

National Agreement, up to 1,000 hours of workers compensation

leave(s) may be used toward determining years of service for

purposes of meeting the minimum eligibility requirements for

retirement or post-retirement benefits.

925

SOUTHERN CALIFORNIA REGIO

N ONLY

Effective January 1, 1981, relative to the pension plan, for

absences due to industrial injury, “service credit” shall apply toward

vesting and eligibility for pension benefits.

926

NORTHERN CALIFORNIA REGION Return to Work from Non

Occupational Injury Leave.

927

a.)

Reinstatement.

When an Employee returns to duty from an authorized leave

of absence he/she shall be reinstated in the same

classification, position, unit, shift and number of hours in

which he/she was employed before his/her absence; but if

operational conditions have changed so that it is not

reasonable to so reinstate him/her, the Employer will

reinstate him/her in a classification that is as nearly

comparable to his/her original classification as is reasonable

under the circumstances. Prior notice of two (2) weeks of

intent to return from a leave of absence must be given by the

Employee to the Employee’s supervisor as a condition of

reinstatement to any position.

928

b.)

Return to Another Job/Department.

In the event the Employee has returned to a job in a

department other than that from which he/she was granted

his/her leave of absence, he/she shall retain his/her seniority

for the purposes of bidding on vacancies in his/her prior

department for a period of six (6) months or until he/she has

101

declined a position in his/her prior department and

classification, whichever occurs first.

929

c.)

Advising Replacement Employees.

All persons hired to replace Employees who are on a leave

of absence shall be so advised and shall be informed of the

approximate date the Regular Employee is expected to

return from leave.

930

Minimum Benefits While on Unpaid Leave

Employees on a Personal, Family, Occupational and Medical Leave of

Absence are eligible to accrue Vacation, Life Balance Days (if applicable),

and Sick Leave for one (1) month.

931

Veteran Employment Rights and Reserve Encampment

932

1. The Employer shall grant to each Employee who applies for

reinstatement, after conclusion of his/her military service, such

reinstatement rights as he/she shall be entitled to under the existing

statutes. It is understood that the Employee must make application

for reinstatement within the time limits specified under the law. All

Employees will be afforded the opportunity to take a Military Leave

of Absence in accordance with the Employer’s current policy. The

Employer will comply with the provisions of Uniformed Services

Employment and Reemployment Rights Act (USERRA), as

amended.

933

2. The Employer agrees that Employees on extended military duty will

continue to accrue Vacation, Life Balance Days (if applicable), Sick

Leave, and other benefits in accordance with applicable Federal

statutes.

934

3. In those cases where Employees are in reserve status and serve

an annual two-week commitment, Employees may request and

receive Vacation and Life Balance Days (if applicable) for the

period of absence, if otherwise eligible. In no case will Employees

receive pay, other than Vacation and/or Life Balance Days (if

applicable), for military absence.

935

Replacements During Leave

All persons hired to replace Employees who are on a leave of absence

shall be so advised and shall be informed of the approximate date the

Employee is expected to return from leave. Such Employees shall retain

their temporary status as defined for the duration of such individual leave.

102

936

ARTICLE XIX

–

BENEFITS

937

SECTION 1

–

INSURANCE BENEFITS.

938

NORTHERN CALIFORNIA REGION Insurance Benefits.

939

(Registered Dietitians should refer to NCAL Appendix R for

applicable Benefits by Design provisions.)

940

Health Insurance.

941

a.)

Description of Health Coverage.

The Employer shall provide Regular Employees and their

eligible dependents the following benefits:

Kaiser Foundation “SS” Health Plan

Office Visits ($5.00 co-pay)

Hospital-Surgical-Medical Benefits

Psychiatric Plan ($5.00 co-pay/20 reimbursed visits)

Pre-Paid Maternity

Durable Medical Equipment Coverage

Optical Plan

Drug Program “N” Benefit ($5.00 co-pay)

942

b.)

Alternate Medical Plan.

As another option to the health coverage described, the

Employer shall offer the alternate medical plan and the Drug

Program Benefit ($5.00 co-pay) to eligible

Employees/Retirees and their eligible dependents.

943

c.)

Eligible Dependents.

Eligible dependents are defined as follows:

944

i.) Spouse or Eligible Domestic Partner

945

ii.) Unmarried Children Up to Age Twenty-Five (25)

946

iii.) Special Dependent Children (mentally and/or

physically handicapped) regardless of age, provided

such disability or handicap occurred prior to the

dependent’s twenty-fifth (25th) birthday. Annual

certification may be required.

947

d.)

Ineligible Dependents.

An Employee’s dependents who receive Kaiser Foundation

Health Plan coverage with benefits at least equal to the

103

above through another source will be ineligible for Employer-

paid dependent coverage.

948

e.)

Maintenance of Benefits.

The Employer agrees to pay any additional premium

payments required to maintain the benefits described above.

949

f.)

Effective Date of Coverage and Termination.

Hospital-medical-surgical and drug coverage for Employees

and dependents shall become effective the first (1st) day of

the month following the date the Employee becomes a

Regular Employee. Health Plan coverage terminates at the

end of the month in which the Employee terminates, at the

end of the month upon transfer to an ineligible status, or in

accordance with leaves of absence policies.

950

g.)

Change of

Plans.

An Employee may change from one plan to another by

submitting notice in writing to Human Resources at least

thirty (30) days prior to any January 1.

951

h.)

Retiree Covera

ge at Age Sixty

five (65).

Kaiser Permanente shall provide the Senior Advantage

retiree medical plan (the health plan described above minus

optical benefits) to Employees who retire with at least fifteen

(15) years of service under the Retirement Plan and are age

sixty-five (65) or older.

952

i.)

Retiree Coverage Integrated with Medicare.

Kaiser Permanente shall provide the Senior Advantage Plan

or the alternate medical plan coverage integrated with

Medicare to Employees who retire with at least fifteen (15)

years of service under the Retirement Plan and who retire

under the normal, disability and postponed provisions of the

pension plan and who are eligible for and participating in

Parts A and B of Medicare. Employees retiring under the

early or disability provisions of the pension plan shall

become eligible for the Kaiser Foundation Health Plan

Senior Advantage coverage (or the dual choice option, if

accepted by the Administrator) upon becoming eligible for

and participating in Parts A and B of Medicare. Early and

disability retirees are not required to maintain Kaiser

coverage during the period from early retirement to age

sixty-five (65) in order to qualify for coverage at age sixty-

five.

104

953

j.)

Retiree Coverage Eligible Dependent’s Obligation.

Dependents of retirees who are not yet Medicare-eligible

must enroll in Kaiser Permanente’s Senior Advantage Plan

as soon as they become eligible in order to maintain health

plan coverage. A retiree’s spouse/domestic partner must

enroll in Parts A and B of Medicare upon eligibility. Retirees

and their dependents are required to enroll in the Senior

Advantage Plan upon becoming Medicare-eligible.

954

k.)

Retiree KP Provider Requirement.

Retirees covered by Senior Advantage must receive all

medical care at Kaiser Permanente facilities in order to

receive benefits.

955

l.)

Retirees Who Move Outside the KP Service Area.

If individuals covered under this plan move outside the

Kaiser Permanente service area, and do not elect the

alternate medical plan, Kaiser Permanente will offer its Out-

of-Area Group plan. However, such Medicare-eligible

retirees and their dependents will be required to pay that

amount of the Out-of-Area retiree group rate which is in

excess of the Health Plan retiree group rate in effect on

January 1 of each year.

956

m.)

Employees Hired before October 26, 1986.

Employees hired before October 26, 1986, with fifteen (15)

years of service under the Retirement Plan, shall receive

optical benefits in addition to the Senior Advantage Plan.

957

n.)

Employees Retired before January 1, 2003.

See Side Letter in NCAL Appendix O.

958

Life Insurance.

Regular Employees shall receive five thousand ($5,000) Group Life

Insurance and five thousand ($5,000) Accidental Death and

Dismemberment coverage paid by the Employer. Coverage shall

begin the first day of the calendar month following the date the

Employee becomes Regular.

959

Dental Insurance.

960

a.)

Basic Coverage.

An Employer-paid Dental Program will be provided to all

Regular Employees, their spouses/domestic partners, and

their eligible dependent children up to age twenty-five (25)

provided such Employees have been continuously employed

105

as Regular Employees for six (6) or more continuous

months. The basic dental plan shall be for covered services

at the rate of ninety percent (90%) of usual, reasonable and

customary fees, except for fifty percent (50%)

reimbursement for bridges and dentures.

961

b.)

Claims Disputes.

The Employer will provide a central area for resolving

difficulties in processing claims and the Union may designate

a representative to assist in the expediting of these problems

with the dental insurance carrier.

962

c.)

Orthodontia Coverage.

Orthodontia coverage for dependent children to age

eighteen (18) at fifty percent (50%) of usual, reasonable and

customary charges for corrective procedures only to one

thousand ($1,000) lifetime maximum, will be provided at the

Employer’s expense.

963

d.)

Coor

dination of Benefits.

If Employees and eligible dependents entitled to dental

benefits under this Agreement are also entitled to dental

benefits under another group plan, benefits from this plan

will be coordinated with the benefits from any other group

plans so that up to one hundred percent (100%) of the

allowable expenses incurred during a benefit year will be

paid jointly by the plans. An allowable expense is any

necessary, reasonable and customary item of dental

expense covered in full or in part under any one of the group

plans involved. This plan will always pay either its regular

benefits in full or a reduced amount which when added to the

benefits payable by other group plans, will equal one

hundred percent (100%) of allowable expenses during each

benefit year. Also in cases where an Employee is entitled to

Dental Benefits under this Agreement in his/her own right

and also as a dependent of another Employee in this same

plan, such coordination of benefits shall be applicable.

964

Limited Part

Time Employee Coverage and 75 Percent

Obligation.

A Limited Part-Time Employee whose regular predetermined work

schedule is at least eight (8) hours per week may purchase at

his/her own expense through payroll deduction the same Kaiser

Foundation Health Plan coverage available to Regular Employees

under this Agreement provided that a minimum of seventy-five

percent (75%) of all eligible Limited Part-Time Employees in the

106

Region elect to purchase and continue to purchase such Health

Plan coverage. Coverage will be offered on the Health Plan’s

three-rate structure. At any time participation falls below seventy-

five percent (75%) of the group of eligible Employees such

coverage shall be discontinued. There shall be an annual

enrollment period during which these eligible Limited Part-time

Employees may elect to purchase the coverage.

965

Complete Details on Benefits.

This

Agreement contains only a summary of benefit plans.

Complete details concerning these benefits are contained in the

appropriate provider contracts, plan documents or summary plan

descriptions which are provided to the Union. Summary plan

descriptions shall be provided by the Employer to Employees upon

request.

(Also refer to the National Agreement for additional information

regarding insurance.)

966

SOUTHERN CALIFORNIA REGION Insurance Benefits.

967

Health Plan Coverage.

968

a.)

Employee and Dependents Coverage.

An Employee who is regularly scheduled to work twenty (20)

hours or more per week and eligible dependents and/or

eligible domestic partner will be eligible for Employer-paid

Kaiser Foundation Health Plan Coverage. Health Plan

Coverage for eligible Employees and their dependents

and/or domestic partner will become effective the first (1st)

day of the calendar month following date of hire. Eligible

dependents will include spouse or eligible domestic partner

and unmarried children up to age twenty-five (25) effective

January 1, 2001, and special dependent children (mentally

and/or physically handicapped) regardless of age provided

such disability or handicap occurred prior to the “special”

dependent child turning age twenty-five (25). Annual

certification of handicap, retardation and dependency may

be required by Kaiser Foundation Health Plan.

969

Health Plan Coverage includes a prescription drug program,

a durable medical equipment benefit, a vision care program,

a post-surgical breast prosthesis for mastectomies, an

alcoholism and drug dependency benefit, a Coordination of

Benefits (COB) provision and Mental Health Coverage.

Effective August 1, 1996, there will be a five dollar ($5.00)

107

co-payment for each doctor’s office visit and each

prescription. Effective January 1, 2001, office visits for

Mental Health will have a five dollar ($5.00) co-payment per

visit after twenty (20) visits in a calendar year. Effective

January 1, 2002, all office visits for Mental Health will have a

five dollar ($5.00) co-payment; however, Employees will be

reimbursed for the first

twenty (20) visits in a calendar year.

The application of co-payments to medical services is

governed by the applicable service agreements.

970

Health Plan Coverage terminates at the end of the month in

which the Employee terminates or at the end of the month

upon transfer to an ineligible status, or in accordance with

the leaves of absence policies contained in Article XVIII.

971

b.)

Health Plan Coverage for Retirees.

Employees who retire under the early retirement provision of

the Kaiser Permanente Southern California Employees

Pension Plan (have a minimum of fifteen [15] years of

service and are at least age fifty five [55]) will receive

Employer-paid Health Plan Coverage at age sixty-

five (65).

However, effective January 1, 2002, early retirees who have

completed ten (10) years of service preceding January 1,

1990, will be eligible for Employer-paid Health Plan

Coverage at their early retirement date. Employer-paid

coverage which includes a prescription drug program, shall

be provided only to the Employee who elects a normal

retirement or the early retiree who reaches age sixty-five

(65). For Employees hired after April 1, 1984, Employer-

paid coverage coordinated with Medicare shall be provided

for normal or postponed retirement provided the Employee

has fifteen (15) or more years of service. In the event of

disability retirement, the Employee shall receive Employer-

paid coverage upon retirement. Employees who retire

and/or become eligible for Kaiser Foundation Health Plan

Coverage on or after August 1, 1996, will have a five dollar

($5.00) co-payment for each doctor’s office visit and each

prescription. Effective January 1, 2001, office visits for

Mental Health will have a five dollar ($5.00) co-payment per

visit after twenty (20) visits in a calendar year. Effective

January 1, 2002, all office visits for Mental Health will have a

five dollar ($5.00) co-payment; however, Employees will be

reimbursed for the first twenty (20) visits in a calendar year.

972

The Employer shall provide Employer-paid Coverage to the

spouse or eligible domestic partner of the retiree who meets

108

the eligibility requirements as set forth in paragraph 971

Upon the death of the retiree, Health Plan Coverage shall

continue for the spouse or eligible domestic partner until

remarriage/recommitment or death.

973

The retiree and spouse or eligible domestic partner must

enroll in Part B of Medicare when first eligible. The

Employer shall reimburse the cost of Medicare on a periodic

basis for all Employees who retired prior to April 1, 1989.

Spouses or eligible domestic partners are eligible for

Medicare reimbursement.

974

The Employer will provide Employer-paid Coverage for

eligible dependent children until limiting age and eligible

“special dependent” children of the retiree who meet the

eligibility requirements set for in paragraph 971 for the

lifetime of the covered retiree.

975

The Employer will make available an alternative health plan

to all eligible retirees and eligible dependents who reside

outside of the Southern

California Health Plan service area.

For retirees who are eligible for Employer-paid Retiree

Health Plan and who move to another Kaiser Permanente

Region, the retiree will be required to participate in the out-

of-region plan. The retiree, spouse or domestic partner, will

be required to assign Medicare, when applicable. For

retirees who are eligible for Employer-paid Retiree Health

Plan and who move to an area not served by Kaiser

Permanente, an out-of-area plan is available. The retiree

also has the option of maintaining their Southern California

Kaiser Permanente Retiree Health Plan. Retirees who

reestablish residence within the service area must withdraw

from the alternative health plan upon return to the available

Kaiser Foundation Health Plan Coverage. Withdrawal will

be effective the end of the month following within sixty (60)

day after written notification of return to the Southern

California Health Plan service area. Premiums for the

alternative health plan will not exceed the premiums for

Kaiser Foundation Health Plan Coverage.

976

c.)

Health Plan Coverage Coordinated with Medicare

(Eligibility On or After April 1, 1990).

Effective April 1, 1990, the Employer will provide Kaiser

Foundation Health Plan coverage coordinated with Medicare

to all eligible retirees and/or spouses or eligible domestic

partner who become eligible for Medicare on or after April 1,

109

1990 at the time of Normal or Postponed retirement or when

first eligible after Early or Disability retirement. Should the

retiree and/or spouse or eligible domestic partner elect non-

enrollment or to disenroll in the current Medicare coordinated

Health Plan coverage program, the retiree must pay the

difference between the Employer’s cost for the Medicare

coordinated program and the non-Medicare coordinated

coverage premiums.

977

d.)

Health Plan Coverage

Coordinated

with Medicare

(Eligibility Prior to April 1, 1990).

Employer will offer Employer-paid Kaiser Foundation Health

Plan coverage coordinated with Medicare to all retirees (and

spouses) who become eligible for Medicare prior to April 1,

1990. Retirees who elect not to enroll in this current

program will continue to receive Employer-paid Health Plan

coverage, with no change in benefits. Following enrollment

in the current Medicare coordinated program, if said retiree

residing in the Southern California service area elects to

disenroll, the retiree will receive non-Medicare coordinated

Coverage and must pay the difference between the

Employer’s cost for the current Medicare coordinated

program and non-Medicare coordinated coverage premiums.

978

e.)

Health Plan Coverage for Parents.

The Employer acknowledges that parents of its Employees

may purchase Kaiser Foundation Health Plan “Individual”

Coverage subject to the restrictions of that plan. Alternative

coverage is provided for in the National Agreement.

979

f.)

Health Plan Changes.

The Employer agrees that if any changes in the Kaiser

Foundation Health Plan Coverage benefits were proposed, a

letter outlining these changes would

be given to the Union.

This letter would be a letter of information only and would not

connote that any negotiations or mutual agreement would be

required before these changes were made effective.

980

g.)

Coverage During Hospitalization for Terminated

Employees.

The Employer agrees that Employees with six (6) months or

more service credit who were hospitalized due to serious

injury or illness and who were terminated during that period

of hospitalization would continue to have coverage provided

during that specific period of hospitalization.

110

981

Dental Plan.

Employees regularly scheduled to work twenty (20) hours or more

per workweek and their eligible dependents and/or eligible

domestic partner will be eligible for dental coverage. Eligible

Employees and their dependents will have Employer-paid Dental

Plan Coverage become effective on the first day of the calendar

month following an Employee’s completion of six (6) months of

eligible employment. Eligible dependents will include spouse or

eligible domestic partner and unmarried children up to the limiting

age of twenty-five (25) and “special” dependent children (mentally

and/or physically handicapped) regardless of age provided such

disability or handicap occurred prior to the “special” dependent child

turning age twenty-five (25). Annual certification of handicap,

retardation and dependency may be required.

982

The Employer agrees to maintain the level of benefits at seventy

percent (70%) of usual, reasonable and customary rates for basic

services, and effective April 1, 1997, at fifty percent (50%) for major

services. An orthodontia program shall be included in the dental

plan. The plan will be maintained on the basis of fifty percent

(50%) co-payment of the dentist’s regular and customary fee for

orthodontia services to eligible dependent children who initiate such

services prior to their eighteenth (18) birthday. The maximum plan

obligation for such services is one thousand dollars ($1,000) per

person.

983

An eligible Employee (as established in paragraph 981) shall

receive a diagnostic and preventative benefit which will pay one

hundred percent (100%) of usual, customary and reasonable

charges for the following procedures:

a.) Prophylaxis (twice every calendar year).

b.) Fluoride treatment

c.) Examinations

d.) Full-mouth x-rays (once every 3 years).

e.) Bite-wing x-rays (twice every calendar year)

f.) Space maintainers (for patients under 18 years of age).

984

Effective June 19, 1996, eligible new hire Employees are required

to select a prepaid Dental Plan during their first three (3) of

continuous employment. In subsequent open enrollment periods,

they may elect to participate in the Delta Dental Plan.

111

985

Life Insurance.

For Employees scheduled thirty-two (32) or more hours per week,

the Employer-paid life insurance benefit will be $6,000 (includes a

$6,000 Accidental Death and Dismemberment benefit and $6,000

Total and Permanent Disability benefit). Coverage will be effective

on the latter of the sixty-first (61st) day of continuous employment

after date of hire or the date when first eligible for coverage. In

order for the coverage to be effective, the Employee must be

actively at work on the sixty-first (61st) day of employment, or the

date when first eligible for coverage. If the Employee is not at work

on the sixty-first (61st) day of employment, or the date when first

eligible for coverage, coverage is deferred until he or she returns to

active employment. In addition, the Employer offers the following

optional life insurance programs for Employees scheduled to work

thirty-two (32) or more hours per week:

Program

Optional Life

Accidental Death and

Dismemberment

Program 1 $10,000 $10,000

Program 2 $20,000 $10,000

Program 3 $30,000 $10,000

Program 4 $40,000 $10,000

986

The Employee must elect to purchase the optional life insurance

within thirty-one (31) days of the latter of the date of hire, or the

date when first eligible for coverage. Coverage will be effective on

the latter of the sixty-first (61st) day of continuous employment after

date of hire, or the date when first eligible for coverage. If the

Employee is not at work on the sixty-first (61st) day of employment,

or the date when first eligible for coverage, coverage is deferred

until he or she returns to active employment. Employees who wish

to elect coverage at a future date must provide proof of insurability

in order to purchase optional life insurance coverage.

987

If an Employee becomes totally and permanently disabled while

covered under the life insurance plan, life insurance in force at the

time of the commencement of the total and permanent disability

shall be paid out in monthly installments in accordance with the

provisions of the plan. Life insurance will continue during the

period of total and permanent disability in accordance with the

provisions of the plan.

112

988

The Employer shall grant Employees eligible for life insurance

coverage pursuant to paragraph 985 above and who retire under

the Early, Normal or Postponed terms of the Kaiser Permanente

Southern California Employees Pension Plan two thousand dollars

($2,000) life insurance coverage.

989

Survivor Benefit/Coverage.

Effective April 1, 1994, each full-time Employee will be provided

with a Survivor Benefit equal to one (1) month’s base salary. This

benefit is payable to a designated beneficiary during the period

immediately following the death of the Employee. Regularly

scheduled part-time Employees will be provided a prorated benefit.

990

In the event an Employee, who has fifteen (15) years of service,

and who has met the eligibility requirements for Early, Normal or

Postponed retirement dies while actively employed, Kaiser

Foundation Health Plan Coverage will be provided to the spouse or

eligible domestic partner when said deceased Employee would

have been eligible for Coverage, provided the spouse or eligible

domestic partner has not remarried/recommitted, and will continue

until remarriage/recommitment or death. Coverage will continue for

eligible dependent children until they reach limiting age. Upon the

death of the Employee, a “Special Dependent Child” who is beyond

limiting age will be given the option to convert to direct pay and

COBRA continued Coverage.

991

The preceding fifteen (15) year service requirement shall apply to

Employees hired on or after April 1, 1984 who die while actively

employed after reaching their Normal or Postponed retirement date.

Employees who were hired before April 1, 1984 and die while

actively employed after reaching their Normal or Postponed

retirement date are not subject to the fifteen (15) year service

requirement.

992

Survivor coverage for Employees who die while actively employed

on or after their Early retirement date will commence when the

deceased Employee would have been eligible for Health Plan

Coverage pursuant to paragraph 972.

993

Exclusions and Limitations.

Coverage, limitations and exclusions of the foregoing Health Plan,

Dental Plan, Life Insurance Plan, Pension Plan and Disability Plan

are established by the Employer’s agreements with the applicable

insurance plans, health and dental plans, and the Pension Plan.

113

994

National Agreement Provisions.

The National Agreement should be consulted concerning additional

or alternative benefits or benefit levels.

995

SECTION 2

–

PENSION

996

NORTHERN CALIFORNIA REGION Pension Plan.

(Registered Dietitians should refer to NCAL Appendix W for

applicable pension provisions.)

997

KP Defined Benefit Pension.

All Regular Employees are eligible to participate in the Kaiser

Permanente Employees Pension Plan after twelve (12) months of

service. Major benefit provisions

of the Plan are described below.

A full description of the Plan is contained in a separate summary

distributed to all Employees upon request. The National Agreement

contains additional information regarding pensions.

998

Vesting and Years of Service Defined.

Any calendar year in which an Employee receives pay for one

thousand (1,000) or more hours of employment with the Kaiser

Permanente Medical Care Program is a year of service. Years of

service determine eligibility for the Normal Pension, Early Pension,

Disability Pension and Deferred Vested Pension. An Employee is

vested after five (5) years of service.

999

Benefit Amount

and Years of Credited Service Defined.

1000

a.)

Full Credited Service for Years Spent as Full

Time

Employees.

Years of Credited Service determine the pension benefit

amount. Any calendar year in which an Employee receives

pay for one thousand eight hundred (1,800) or more hours of

employment with the Medical Care Program is a year of

Credited Service.

1001

b.)

Partial C

redited Service for Years Spent as a Part Time,

Limited Part-Time, Temporary, and On Call Employee

In any calendar year in which an Employee is paid for less

than one thousand eight hundred (1,800) hours, but more

than one thousand (1,000) hours, he/she shall receive partial

Credited Service.

114

1002

Normal Retirement.

A vested Employee is entitled to a Normal Monthly Pension if

he/she retires on his/her sixty-fifth (65th) birthday. The Normal

Pension for Employees upon retirement is computed as follows:

1003

a.) For each year of Credited Service, the Employee shall

receive 1.45 percent of his/her average monthly base wages

of the highest sixty (60) consecutive months within his/her

last one hundred twenty (120) months of employment.

1004

b.) The month immediately before a month(s) in which the

Employee had no compensated hours of employment and

the month immediately after such a period are considered to

be consecutive months of employment.

1005

c.) If an Employee’s highest sixty (60) consecutive months were

worked in a Limited Part-Time, On Call or Temporary status,

his/her average monthly base wages shall be calculated by

his/her base rate without the pay in lieu of benefits premium.

1006

Postponed Retirement.

An Employee is entitled to a Postponed Pension if he/she retires

after his/her sixty-fifth (65th) birthday. The Postponed Pension is

computed in the same manner as a Normal Pension.

1007

Early Retirement.

An Employee is entitled to an Early Pension if he/she retires after

his/her fifty-fifth (55th) birthday and has ten (10) or more years of

service. The Early Pension is computed in the same manner as a

Normal Pension but shall receive a reduced benefit for starting

payments prior to age sixty-five (65).

1008

Disability Retirement.

An Employee is entitled to a Disability Pension if he/she is eligible

for and receives disability income benefits under Title II of the

Social Security Act when he/she retires and has ten (10) or more

years of service. Eligibility for a Disability Pension is subject to

periodic review by the Administrative Committee of the Plan. The

Disability Pension is computed in the same manner as a Normal

Pension, but does not receive a reduced benefit for starting

payments prior to age sixty-five (65).

115

1009

Deferred Vested Pension.

1010

a.) An Employee is entitled to a Deferred Vested Pension if

his/her employment terminates and he/she has completed

five (5) or more years of service. If such Employee dies prior

to receiving benefits and is survived by a spouse, the spouse

will receive a monthly benefit equal to the amount that would

have been payable if the Employee had retired the day

before his/her death and elected the joint and survivor

method of payment with a fifty percent (50%) continuation to

the survivor. The Deferred Vested Pension is computed in

the same manner as a Normal Pension. Payments

commence at age sixty-five (65), subject to filing a retirement

application.

1011

b.) An Employee hired before January 1, 1976 is entitled to a

Deferred Vested Pension if, at termination, his/her age and

service totals sixty-five (65) years or more.

1012

Survivor Annuity.

An Employee who has attained five (5) or more years of service is

entitled to survivor annuity coverage. If such an Employee dies

prior to retirement, and is survived by a spouse, the spouse will

receive a monthly benefit equal to the amount that would have

been payable if the Employee had retired the day before his/her

death and elected the joint and survivor method of payment with a

fifty percent (50%) continuation to the survivor.

1013

10.

Payment.

Pensions are paid monthly under a method of payment elected by

the Employee. The Employee may elect a life annuity, a joint and

survivor annuity, a guaranteed years of payment annuity, an

annuity which together with Social Security provides level payments

before and after Social Security begins, or a single sum. If the

method of payment is other than a life annuity, the amount of the

payment will be actuarially adjusted.

1014

11.

Reinstatement of Benefits.

If an Employee terminates employment and is re-employed, all prior

service and Credited Service is reinstated upon re-employment.

1015

12.

Vol

untary Employee Contributions.

An Employee who is eligible to participate in the Plan may provide

for a supplementary retirement income financed by voluntary

Employee contributions.

116

1016

13.

Cost.

The cost of the Plan will be paid entirely by the Employer whose

contributions are deposited in trusts created by the Employer.

1017

14.

Administration.

The Plan is administered by a pension committee appointed by the

Employer. Contributions to the Plan are held in trust funds

established by the Employer.

1018

15.

Statement of Benefits.

Upon request an Employee shall receive an accounting of his/her

current pension status.

1019

16.

lary Deferral Retirement Plan.

All Employees shall be eligible for the Kaiser Permanente Salary

Deferral Retirement Plan (KPSDR), which allows tax-deferred

contributions to a 401(k) type retirement plan.

1020

17.

Additional Defined Benefit Pensions.

In addition, each year of employment with a member hospital of the

Federation of Bay Area Hospital Retirement Plans and any member

of the Affiliated Hospitals of San Francisco is a year of service if an

Employee had one thousand (1,000) or more hours of employment

in such year and if the period between termination or

commencement of employment with the Kaiser Permanente

Medical Care Program and termination or commencement of

employment with such member hospital does not exceed ninety

(90) days. Any pension payable under this Plan will be reduced by

the amount of any pension payable under any other plan

maintained by, or to which contributions are made by the Employer

to the extent that such benefits are attributable to the same period

of service.

1021

SOUTHERN CALFIORNIA REGION Pension Plan.

1022

KP Defined Pension Benefit.

Each Employee becomes a participant of the Kaiser Permanente

Southern California Employees Pension Plan on date of hire. It

was agreed that effective November 1, 1978, the Employer shall

improve the benefits to those Employees who retire under the

Kaiser Permanente Southern California Employees Pension Plan

subsequent to that date as follows:

117

1023

a.) Effective April 1, 1982, Employees who retire beyond age

sixty-five (65) will have their earned pension benefits

computed based upon their benefit level in effect at age of

retirement and credited service attained at retirement.

1024

b.) Substitute a “Final Average Pay” Plan for the “Career

Average” Plan for Employees retiring after November 1,

1978.

1025

i.) Final Average Pay is the monthly average of an

Employee’s base wages over the highest sixty (60)

consecutive months of compensation in the last one

hundred twenty (120) months of employment.

1026

ii.) Normal monthly retirement income shall be 1.4% of

final average pay multiplied by years and months of

credited service with no integration with Social

Security.

1027

iii.) Any calendar year in which an Employee receives pay

for 1,000 or more hours is a year of service which is

used to determine eligibility for vesting and an

employee’s eligibility for early, normal, postponed or

disability retirement, or for Deferred Vested Pension

benefits. In years when the Employee attains fewer

than 1,000 compensated hours, prorated service will

be given.

1028

iv.) Each calendar year in which an Employee receives

pay for 2,000 hours or more is a full year of credited

service which is used to determine benefits. Partial

years of credited service are counted for calendar

years in which an Employee receives pay for less

than 2,000 hours.

1029

c.) If benefits accrued prior to October 31, 1978, under the

present career average plan exceed benefits as calculated

under the final average plan for the same period, retirement

income shall be the sum of benefits as calculated under the

present plan up to October 31, and benefits calculated under

the final average plan for service on or after November 1,

1978.

1030

d.) Effective April 1, 1985, the monthly pension benefit will be

increased by twenty-five dollar ($25) per month for all

retirees who have retired prior to April 1, 1985.

118

1031

e.) Effective April 1, 1990, Employees who retired prior to 1982

will receive an additional fifty dollars ($50) per month to their

pension.

1032

f.) Effective April 1, 1994, Employees who retired prior to April

1, 1990 will receive an additional fifty dollars ($50) per month

to their pension.

1033

Effective April 1, 1983, for Employees who remain in employment

after they become eligible for early or normal retirement, the

Employer will provide a special death benefit for their spouse. If the

Employee were to die before actual retirement, the spouse of the

deceased Employee will receive a pension benefit calculated as if

the Employee had retired on the day before his/her death and had

elected a Joint and Survivor annuity with a fifty percent (50%)

continuation for the survivor.

1034

Effective January 1, 1988, the Employer will provide a qualified pre-

retirement survivor annuity to active Employees vested in the

Kaiser Permanente Southern California Employees Pension Plan at

no cost to the Employee. This benefit provides an annuity to the

spouse of an Employee who dies prior to retirement. The spouse

will receive a benefit calculated as if the Employee retired the day

before death and elected a joint and survivor annuity with a fifty

percent (50%) continuation to the survivor.

1035

Effective January 1, 1999, pension plan survivor benefits will be

payable to an eligible domestic partner. This benefit provides an

annuity to the surviving eligible domestic partner of an active

Employee who dies and is vested in the pension plan. This

surviving eligible domestic partner will receive a benefit calculated

as if the Employee retired the day before death and elected a Joint

and Survivor Annuity with a fifty percent (50%) continuation to the

survivor. Effective January 1, 2002, this benefit will be payable

immediately and must commence by the December 31st following

the calendar year in which the Employee died.

1036

Effective January 1, 2001, if a vested Employee dies and does not

have a surviving spouse or surviving eligible domestic partner,

monthly survivor benefits will be payable to an eligible non-spouse

survivor qualified dependent for a period of ten (10) years.

119

1037

Tax Deferred Retirement Savings Plan.

The Employer will establish voluntary tax deferred retirement

savings plans authorized by the Internal Revenue Code. The plans

are established by Kaiser Foundation Health Plan, Inc. and the

future of the plans and their provisions will be determined by Kaiser

Foundation Health Plan, Inc.

1038

Exclusions and Limitations.

Coverage, limitations and exclusions of the foregoing Health Plan,

Dental Plan, Life Insurance Plan, Pension Plan and Disability Plan

are established by the Employer’s agreements with the applicable

insurance plans, health and dental plans, and the Pension Plan.

1039

Benefit administration for domestic partners will be in accordance

with the Employer’s policies and guidelines regarding domestic

partners.

1040

National Agreement Provisions.

The National Agreement should be consulted concerning additional

or alternative benefits or benefit levels to those indicated within this

Article.

1041

SECTION 3

–

PENSION SERVICE WHILE ON WORKERS’ COMPENSATION

LEAVE OF ABSENCE

1042

Employees receive pension service for time spent (up to one thousand [1,000]

hours) on a Workers’ Compensation leave of absence. The Workers’

Compensation leave of absence hours will count for pension service as well as

towards meeting the eligibility requirement for post-retirement benefits such as

company-paid retiree health plan and life insurance. The number of Workers’

Compensation leave of absence hours eligible to be counted toward pension

service will be based on the Employee’s scheduled work hours at the

commencement of the Employee’s Workers’ Compensation leave. A maximum

of one thousand (1,000) Workers’ Compensation leave of absence hours may be

used throughout the career of the Employee with Kaiser Permanente.

1043

SECTION 4

–

INCOME PROTECTION

1044

Eligibility.

Benefit eligible Employees scheduled to work twenty (20) or more hours

per week will be provided with an Income Protection Plan.

120

1045

Minimum Benefit.

1046

NORTHERN

CALIFORNIA REGION.

The benefit will be equal to either fifty percent (50%) of the

Employee’s base wages, sixty percent (60%) if integrated with a

statutory plan (e.g. State Disability Insurance, Workers’

Compensation, etc.) or one hundred (100%) if the Employee is on

an approved rehabilitation program.

1047

SOUTHERN CALIFORNIA REGION.

The benefit will be equal to either fifty percent (50%) of the

Employee’s base wages, sixty percent (60%) if integrated with a

statutory plan (e.g. State Disability Insurance, Workers’

Compensation, etc.) or seventy percent (70%) if the Employee is on

an approved rehabilitation program.

1048

If the Employee is part-time, the benefits will be prorated according to the

Employee’s scheduled hours. The minimum integrated benefit for full time

Employees (prorated for part-time employees) provided by the program

during the first (1st) year of disability will be one thousand dollars

($1,000.00) per month.

1049

Benefit for Employees with Fewer

than Two (2) Years of Service.

Employees with fewer than two (2) years of service will receive the benefit

commencing upon the exhaustion of his/her Sick Leave or eligibility for

State Disability Insurance (i.e. the first [1st] day of hospitalization or eighth

[8th] day of illness/injury), whichever occurs later, and will continue to

receive the benefit for up to one (1) year from the date of disability with

continued medical certification.

1050

Benefit for Employees with Two (2) or More Years of Service.

1051

NORTHERN

CALIFORNIA REGION.

Employees with two (2) or more years of service will receive the

benefit commencing three (3) months from the date of disability and

will continue to receive the benefit for up to five (5) years from the

date of disability with continued medical certification.

1052

SOUTHERN CALIFORNIA REGION.

Employees with two (2) or more years of service will receive the

benefit commencing upon the exhaustion of Sick Leave or three (3)

months from the date of disability, whichever occurs later, and will

continue to receive the benefit for up to five (5) years from the date

of disability with continued medical certification.

121

1053

Other Applicable Provisions of the Benefit

Benefits due to psychologically related disabilities and alcohol/drug abuse

are limited to a maximum of three (3) years from the date of disability.

The Duration of Benefits Schedule will apply to Employees who are sixty

(60) years old or older who become disabled while eligible for this

program.

1054

ARTICLE XX

–

UNION STAFF REPRESENTATIVES AND SHOP STEWARDS

1055

SECTION 1

–

UNION STAFF REPRESENTATIVES AND SHOP STEWARDS

1056

Union Staff Representatives.

1057

Access At Any Operational Time.

A duly authorized Union Staff Representative shall have access to

the facility at any operational time for the purpose of observing

working conditions, monitoring compliance with this Agreement or

following-up on inquiries and concerns of bargaining unit

Employees.

1058

Additional Right of Access

It is understood by the parties that Union Staff Representatives

have legal obligations as Employee representatives and, as such,

have access rights beyond those of the public and other non-

Employees.

1059

Obligations of Union Staff Representatives

Union Staff Representatives will abide by patient confidentiality,

infection control, and other Employer policies applicable to

Employees when using their access rights.

1060

Union Representative Badge

When entering any of the Employer's facilities, Union Staff

Representatives will wear their Union Representative badge issued

by the Employer or the Union.

1061

Conferring With Employees.

Union Staff Representatives may confer with an Employee and/or

his/her supervisor or an Employer representative on Employer time

in connection with a complaint or problem concerning the

Employee, but such conference should not interfere with the work

of the Employee or the delivery of patient care.

122

1062

Union Shop Stewards

1063

Notice of Names of Authorized Stewards

Periodically, the Union will notify the Employer in writing the names

of the duly authorized Union Shop Stewards.

1064

No Discrimination.

The Employer agrees that there will be no discrimination against

the Shop Steward because of Union activity.

1065

Leaving Work Area to Conduct Union Business.

Shop Stewards will obtain permission from their immediate

supervisor before leaving their work area to conduct Union

business. Stewards shall not lose pay because of their

participation in activities related to grievances, investigations or

disciplinary meetings.

1066

SECTION 2

–

CONTRACT SPECIALIST

1067

Implementation of Position

In conformance with the criteria, procedures and timelines established by

the National Agreement, the Employer will implement the Contract

Specialist position.

1068

Appointment by Union

Contract Specialists are appointed and directed by the Union’s Director of

the Kaiser Division. The Employer may provide input in the selection

process but the decision as to who is appointed will rest with the Union’s

Director of the Kaiser Division.

1069

Role of Contract Specialist

Primarily, the role of the Contract Specialist is to assist stewards in the

administration of the Collective Bargaining Agreement at the direction of

the Union, including but not limited to processing grievances, training

stewards, attending investigatory meetings etc., thus assisting stewards to

participate more fully in Labor/Management Partnership activities. The

position of Contract Specialist is not intended to replace the role of the

stewards.

1070

Pay and Term of Service

The Contract Specialist is paid by the Employer at straight time for lost

time at his/her current rate of pay and continues to be eligible for all

benefits and wage increases, but will not receive overtime for work related

to Union activities. In order to provide as many stewards the opportunity

to participate in this program during the term of the current Collective

Bargaining Agreement, a Contract Specialist will serve in this capacity up

123

to a maximum of one (1) un-renewable term of twelve (12) months and

then must return to his/her former position.

1071

SECTION 3

–

BULLETIN BOARDS

1072

The Employer will provide adequate space at each facility for posting Union

communications. In the event the Union demonstrates the need for a glass-

enclosed, locked bulletin board, such shall be provided for the Union’s use.

1073

SECTION 4

–

UNION LEAVE

1074

Unpaid Leave.

An Employee who becomes a paid staff member of the Union or works for

the Union on paid lost time may request and receive an unpaid leave of

absence for up to one (1) year for Union business. Upon completion of the

leave of absence, the Employee will be returned to his/her former job.

The Employer will provide backfill for the duration of the leave.

1075

Notice.

A one (1) month notice, whenever possible, will be given in order to

secure a leave and two (2) weeks’ notice to return from a Union leave.

1076

Benef

its While on Union Leave

All Employer-paid benefits, including Performance Sharing Program

(PSP), and paid time off accruals will be continued during a Union Leave

of Absence. During such leave the Employee will continue to accrue

seniority.

1077

ARTICLE XXI

–

DISCIPLINE AND DISCHARGE

1078

SECTION 1

–

GENERAL PRINCIPLES

1079

Just Cause.

No Employee shall be disciplined or discharged without just cause. Any

Employee who is discharged shall be informed in writing at the time of the

discharge of the reason(s) for the discharge.

1080

Request for Representation

Supervisors shall ask Employees if they wish the presence of a Union

Steward and/or Union Representative in any meeting or investigation that

may result in discipline. The selection of a Union Representative shall not

unduly delay the proceeding.

124

1081

Progressive Discipline

It is the Employer’s intent normally to make use of progressive discipline in

accordance with established practices and policy.

1082

Furnishing of Documentation

In the event the Employer disciplines or discharges an Employee, the

Employer will, at the request of the Employee and/or Union, furnish copies

of necessary and/or relevant documents or written statements used by the

Employer as a basis for the disciplinary action.

1083

Right to Respond

Employees shall have the right to respond in writing to any written

disciplinary notices and documentation of Employee counseling sessions,

and shall have that response attached to the relevant material.

1084

Expiration of Discipline

Written disciplinary notices and documentation of Employee counseling

sessions shall be invalid after a period of one (1) year from the date of

issuance except when there are other materials of the same or related

nature. It is understood that while the Employer may retain expired

documents to satisfy legal and regulatory requirements, such documents

will not be used to justify further disciplinary action.

1085

SECTION 2

–

PERFORMANCE EVALUATIONS

1086

Nature and Purpose of Evaluations

Performance evaluations shall be based on objective and observable

behaviors or activities as outlined in job descriptions. Performance

evaluations are to be used as a teaching tool, provide an opportunity for

feedback, recognition, and identification of mutual areas of interest.

1087

Evaluations Not Discipline

Performance evaluations are not intended to be used as a means of

discipline; therefore, the contents of such evaluations will not serve as a

basis to deny transfer rights or promotions. Employees shall be provided

performance evaluations annually and be given a written copy of the

performance evaluation document. Employees shall sign and date such

material only as proof of receipt.

1088

Employee Comments.

Employees shall be given an opportunity to read and attach written

comments to performance evaluations prior to placement in the

Employee’s personnel file.

1089

Not Grievable

Performance evaluations shall not be grievable.

125

1090

ARTICLE XXII

–

DISPUTES

1091

Work Stoppages

The Employer and the Union realize that the Employer's facilities are

different in their operations from industries because of services rendered

to the community and for humanitarian reasons, and agree that there shall

be no lockouts on the part of the Employer, nor suspension of work on the

part of the Employees, it being one of the purposes of this Agreement to

guarantee that there will be no strikes, lockouts or work stoppages.

1092

All Disputes Under Scope of Agreement Settled in Grievance

Procedure.

All disputes in other matters of controversy coming within the scope of this

Agreement will be settled by the procedure hereinafter provided.

1093

ARTICLE XXIII

–

GRIEVANCE AND ARBITRATION PROCEDURE

1094

SECTION 1

–

GENERAL PRINCIPLES

1095

Basic

Means

of Settling Grievances.

The parties agree to the following to support the joint goal of resolving

grievances within ninety (90) days:

1096

The following procedure shall be applied and relied upon by both parties

as the basic means of seeking adjustment of and settling grievances.

“Grievance”, as referred to in this Article, includes every dispute

concerning interpretation and application of this Agreement and/or any

dispute concerning wages, hours, or working conditions. All such disputes

shall be subject to the grievance procedure.

1097

Time

Limits.

1098

1. Except for grievances alleging errors in wages, benefits errors, or

discharge, each grievance arising under this Agreement shall be

presented to the appropriate party within thirty (30) calendar days

after the grievant had knowledge of the event or should have had

knowledge of the event. All discharge grievances shall be referred

immediately to Step One of this procedure within ten (10) calendar

days from the date of the discharge. Any grievance not timely filed

is deemed waived by the aggrieved party.

126

1099

2. Both parties agree that the grievance and arbitration procedure

should proceed as expeditiously as possible; however, by mutual

agreement between the Union and the Employer, the time limits of

any step of the grievance procedure may be extended and this

extension must be confirmed in writing within the specified time

limits. Both parties agree, however, to make their best effort to

abide by the time limits outlined in this Agreement. In the event the

Union fails to appeal a grievance in a timely manner, the Union may

request an extension and the Employer shall grant such extension.

If the Employer fails to respond to the grievance within the time

limits specified, the grievance may be appealed to the next step of

the grievance procedure by the Union.

1100

Mandatory Meetings

There shall be a mandatory meeting at each step of the grievance

procedure unless waived by mutual Agreement of the parties. Employees

participating in such meetings shall not suffer any reduction in pay due to

their participation.

1101

Written Grievance Documents

All grievances, grievance appeals, grievance responses, requests for

extensions of time limits and agreements to extend time limits will be given

in writing.

1102

Non

Precedent

Setting Settlements.

Grievance settlements or resolutions reached at Step One or Two of the

grievance procedure shall not be precedent-setting for any purpose and

shall not be used to interpret the language or associated practices of the

Agreement.

1103

Good

Faith

Efforts to Resolve Issues

The goal of the parties is to achieve early and prompt resolution of issues

and disputes through informal and formal interest-based discussions

between the steward, Employee(s) and the direct supervisor or

department head in Step One and Step Two. The use of the procedures

contained in this Article should not preclude, or be used by any party to

avoid, active good faith efforts to achieve dispute or issue resolution.

1104

Union

Staff Representatives

Union staff representatives may participate at any level of the grievance

procedure.

127

1105

Necessary

and/or Relevant Inf

ormation

The parties agree and understand that the free exchange of necessary

and/or relevant information is essential to their mutual understanding and

satisfactory resolution of issues and disputes. Accordingly, the parties

agree to respond adequately, in a timely, good faith manner to requests

for information, and to promptly address and resolve any disputes relating

to the provision of requested information.

1106

Joint

Training.

The parties agree to implement a join training program on the grievance

process, grievance assessment, grievance resolution and contract

interpretation. The purpose of such training is to encourage grievance

resolution at the lowest level possible. The parties will meet within 60

days to confirm details of such training to include but not limited to

program design, process and implementation.

1107

SECTION 2

–

STEPS

OF THE GRIEVANCE AND

ARBITRATION

PROCEDURE

1108

Step One.

1109

1. Step One of the grievance procedure is an informal process. The

parties recognize that most issues or disputes can and should be

resolved informally at the closest possible level to the

unit/department in which they occur.

1110

2. The Grievance procedure shall be initiated at Step One by the

submittal of a grievance form from the union to facility human

resources and copied to the involved supervisor. Grievances

regarding discharge must be initiated at Step One within ten (10)

calendar days after the action. In addition, grievances involving

workload and suspension should be introduced directly to Step One

of the grievance and arbitration procedure. Within ten (10) calendar

days after submission of the issues, a meeting shall be held. The

parties are encouraged to continue to work collaboratively on the

issue until either party feels that further work at this step will not

resolve the issue. Once resolution is reached, or the decision is

made that joint resolution is not possible, the employer shall

respond to the grievant(s) and the Union Steward within ten (10)

calendar days. Participants in Step One discussions should include

the Employee(s), the designated manager and/ or the facility

human resources representative, and the Union Steward and/or a

Union Representative.

128

1111

Step Two.

All issues that are not resolved at Step One may be appealed to Step Two

within ten (10) calendar days. An appeal to Step Two shall be submitted

in writing as a formal grievance after either party feels the issue(s) cannot

be resolved at Step One in a timely manner. The parties shall attempt to

resolve the grievance within ten (10) calendar days after the appeal is

received. If the parties are unable to resolve the grievance within these

time limits, a grievance response shall be given within ten (10) calendar

days thereafter. Participants in Step Two should include the Employee(s),

the Union Representative, the Employer Designees, and the Regional

Labor Relations representative. The parties agree that there will be

scheduled monthly dates for Step Two hearings (regional level) for each

facility. The parties will meet within sixty (60) days to confirm dates for

each facility.

1112

Step Three

–

Arbitration.

In the event the grievance remains unresolved, the grieving party may

appeal the grievance to arbitration. Written notice of such appeal must be

received by the Director of Labor Relations or designee within ten (10)

calendar days after receipt of the Step Three response. No grievance

shall be appealed to arbitration without first being processed through the

appropriate steps of the Grievance and Arbitration Procedure except by

mutual agreement.

1113

Selection

of Arbitrator

An impartial arbitrator shall be selected by mutual agreement of the

parties. In the event mutual agreement is not reached, the party

appealing the grievance to arbitration shall request a panel of

arbitrators from

the Federal Mediation and Conciliation Service.

Upon receipt of said panel, the parties will select an arbitrator by

alternately striking names.

1114

Authority

of Arbitrator

The arbitrator shall be prohibited from adding to, modifying or

subtracting from, the terms of this Agreement or any supplemental

written agreement of the parties. Further, it shall not be within the

jurisdiction of the arbitrator to change any existing wage rate or

establish a new wage rate. However, grievances involving

reclassification and upgrade are within the scope of the grievance

procedure and are within the jurisdiction and powers of the

arbitrator; the decision of the arbitrator, however, is limited to

changes in the classification of a position within the existing wage

schedule. The award of the arbitrator shall be final and binding on

both parties.

129

1115

Cost of Arbitration

Each party shall pay one-half (1/2) the cost of the arbitration

proceedings which include but are not limited to the cost of the

arbitrator, court reporter and transcript for the arbitrator, if mutually

agreed to as necessary, conference room costs and other related

costs, and each party shall be responsible for the cost of its own

representatives and witnesses.

1116

Expedited

Arbitration.

The guidelines for expedited arbitration will be confirmed June 1,

2013.

1117

Arbitration

Dates.

Effective July 2013, the parties agree that an additional arbitration

day will be scheduled for a total of two dates per month, as needed.

The cases may be conducted as standard panel arbitrations,

expedited arbitrations, or a combination of the two forums. The

parties will determine the cases to be heard and which forum shall

be used.

1118

Grievance

and Arbitration Evaluation.

The parties will meet on an ongoing basis to assess the success of

the process described above and make any modifications that may

be needed. These meetings will occur at least after 6 months, and

at least after 9 months, and one year from this agreement. During

the final discussion, the parties will discuss and determine to

modify, end, extend, or further expand the process.

1119

SECTION 3

–

GRIEVANCES

ASSOCIATED

WITH THE MASTER

AGREEMENT

The parties agree that they will use their best efforts to identify any grievance that

may involve interpretation or application of the Master Agreement, or practices

relating to the provisions of the Master Agreement, before such a grievance is

appealed to arbitration, and this shall be noted in either the Step 2 response or

the appeal to arbitration. If such a grievance is resolved at Step 2, it shall be

resolved at the local bargaining unit level on either a non precedent-setting basis

or as a precedent applicable to that bargaining unit only, unless otherwise agreed

to by all parties to the Master Agreement. The parties will identify three (3)

permanent arbitrators who shall be the only arbitrators who may be selected to

hear grievances involving the Master Agreement. At the time an arbitrator is

selected to hear a specific case, the parties will inform the arbitrator whether they

wish the arbitrator to issue a precedent-setting decision, a non-precedent-setting

decision, or to decide whether a decision will be precedent-setting as one of the

issues in the case.

130

1120

ARTICLE XXIV

–

GENERAL PROVISIONS

1121

SECTION 1

–

CONFORMITY TO LAW

If any provision of this Agreement is found to be in conflict with State or Federal

law, the remaining provisions of the Agreement shall remain in full force and

effect. In the event any provision(s) are declared to be in conflict with any law,

both parties shall meet immediately for the purpose of renegotiating only the

provision(s) so invalidated.

1122

SECTION 2

–

CON

SCIENTIOUS OBJECTION

The Employer and the Union recognize the rights of individuals to refuse to

participate directly in therapeutic abortion procedures. Employees who wish to

exercise those rights shall submit their written request to the Employer. The

Employer shall honor such requests by making reasonable accommodation,

except in an emergency situation, where the immediate nature of the patient’s

needs and rights shall take precedence over exercise of the Employee’s rights.

1123

SECTION 3

–

CONFIDENTIALITY OF RECORDS AND PROTECTED HEALTH

INFORMATION.

In accordance with the Employer’s compliance policies, indiscriminate or

unauthorized review, use or disclosure of protected health information regarding

any patient or Employee is expressly prohibited. Reviewing, discussing,

photocopying or disclosing patient information, medical or otherwise, is expressly

prohibited, except where required in the regular course of business and where

proper authorization has been obtained.

1124

SECTION 4

–

SOUTHERN CALIFORNIA REGION COMMUNITY DISASTER.

Because of the nature of our medical care organization, it is recognized that a

major Community Disaster could require the services of our organization and

facilities far beyond those normally provided. In the event of such a disaster, and

in recognition of our obligation to the community, Article V – Hours of Work and

Article VI – Overtime, Standby, Reporting, Mileage Allowance Pay and Bilingual

differential (as set forth in the 2000 Collective Bargaining Agreement), will be

inapplicable during the period of such unusual demands caused by this disaster,

provided that the facilities of the organization are made available to non-

members as well as members of the Kaiser Foundation health plan. It is further

provided that Article V – Hours of Work and Article VI – Overtime, Standby,

Reporting, Mileage Allowance Pay and Bilingual differential (as set forth in the

2000 Collective Bargaining Agreement), will also be inapplicable during bona fide

disaster program drills, excluding educational programs.

131

1125

ARTICLE XXV

–

DURATION OF AGREEMENT

1126

Except as otherwise specifically provided, this Agreement shall be effective as of

October 1, 2012, and shall continue in effect through September 30, 2016, the

month, day, and year as specified in the National Agreement, Section 3: Scope

of The Agreement, D. Duration, Renewal and Reopening and shall be

automatically renewed from year to year thereafter, unless amended, modified,

changed or terminated.

1127

Either party wishing to change or terminate this Agreement must serve written

notice of a desire to amend to the other party at least 90 days prior to the

expiration date. Notice of desire to change or terminate given by one party shall

render unnecessary a similar notice by the other party.

1128

IN WITNESS WHEREOF, the parties hereto have executed this Agreement as of

the day herein above written.

132

133

Re: Extension of Collective Bargaining Agreement – UHW Master Agreement

This is to confirm the extension of the collective bargaining agreement between Kaiser

Permanente, the Employer and United Healthcare Workers - West, the Union, as

described below. The current collective bargaining agreement will be amended to

include this provision to reflect the extension of the agreement and the new expiration

date.

This Agreement should be in full force and effect, except as otherwise specifically

provided as of October 1, 2012 and should continue in effect through September 30,

2016, and as specified in the National Agreement, Section 3D, subject to written notice

of either party to the other, ninety (90) days prior to the termination date of a desire to

amend or terminate this Agreement. In the event no such notices are given, this

Agreement shall be deemed to be renewed from year to year, subject, however, to

ninety (90) days written notice prior to each anniversary date of a desire to terminate or

amend this Agreement

134

NORTHERN CALIFORNIA REGION

Kaiser Foundation Health Plan, Inc.

Kaiser Foundation Hospitals

The Permanente Medical Group, Inc.

Gregory Adams

Regional President- Northern California

Kaiser Foundation Hospitals and Health Plan

Gay Westfall

Senior Vice President Human Resources

Kaiser Foundation Hospitals and Health Plans

Connie Wilson

Vice President Human Resources

The Permanente Medical Group

Linda Lang, J.D.

Regional Director, NCAL

Employee & Labor Relations

Kaiser Foundation Health Plans, Inc.

135

SOUTHERN CALIFORNIA REGION

Kaiser Foundation Health Plan, Inc.

Kaiser Foundation Hospitals

Southern California Permanente Medical Group

Benjamin K. Chu MD

Regional President – Southern California

Kaiser foundation Hospitals and Health Plans

Arlene F. Peasnall

Senior Vice President, Human Resources

Kaiser Foundation Hospitals and Health Plan

Judy F. White

Chief Operating Officer

Southern California Permanente Medical Group

Maryanne Malzone Miller

Senior Director, Human Resources

Southern California

136

UNITED HEALTHCARE WORKERS-WEST

Service Employees International Union

DAVE REGAN

President

JOE SIMOES

UHW, Kaiser Division Director

MICHAEL KELLY, Antioch

TEREES FRYAR, Antioch

RUBY ROBLEY, Antioch

MARK MATTHEWS, Baldwin Park

LESTER KATZ, Baldwin Park

SANDY KENDRICK, Baldwin Park

MICHELLE MACIAS, Baldwin Park

SHIRLEE A. SHIRLEY, Baldwin Park

HILLARY DISTEFANO, Berkeley Lab

TINESHA THOMAS, Downey

JAMES BELL, Downey

JULIAN GOMEZ, Downey

RAY A. HERNANDEZ, Downey

STEPHANIE REED, Downey

DELMA J. WILLIS, Fontana

LENETRA STEVENSON, Fremont

ROBIN BLAKE, Fresno

LUCY FURCH, Fresno

MARY PANIAGUA, Fresno

IVORY EVANS, Hayward

BELINDA HO, Hayward

LELAND FERGUSON, Regional

PETER ACOSTA, Regional

JULIA HERNANDEZ, Regional

DAWN LYNCH, Regional

ILDA LUNA, Sunset

BERNICE A. HICKS, Sunset

ADAM LERMAN, Sunset

ADORAVIDA MACHICA, Sunset

EDNA RIVERA, Sunset

VALERIE A. URSO, Sunset

OLICER WALKER, Sunset

SILVIA TORRES-LIMON, Martinez

SHAWNA BROWN, Modesto

JENNIFER KEY, MSW

ALEXANDRA IVANOVSKY, MSW

JUDIE ADAMS, Napa

EARLENE PERSON, Oakland

LEODIS CONLEY, Oakland

137

VERONICA KINCAID, Oakland

ROSALIE PARRA, Orange County

ELAINE BARAJAS, Orange County

TONYA HARRIS, Orange County

DARRELL L. JEROME, Orange County

DEBRA K. LARIOS, Orange County

DENISE LATHON, Orange County

NANCY A. STENGEL, Orange County

LASONIA COSIO, Panorama City

MARILLYN MCDANIEL, Panorama City

MIRIAM HERNANDEZ, Panorama City

DEBRA GRADY, Panorama City

LORRAINE ROWE, Panorama City

SOPHIA SIMS, Panorama City

DAVIETTA MARTINEZ, Pleasanton

KATHLEEN SANTORA, KPPACC

RONALD COOK, Redwood City

TERRY MANNING, Redwood City

JAMES DADE JR., Richmond

ANGELA YOUNG, Roseville

JANIS BOGAERT, Roseville

BOBBI COLEMAN, Roseville

MICHELLE JONES, Roseville

LISA ROSE, Roseville

ASHWIN DEO, Sacramento

GEORGETTE BRADFORD,

Sacramento

DIANE NEWTON-BLAIR, Sacramento

NANCY ANDERSON, Sacramento

BERNARD CARR, Sacramento Call

Center

GABRIELA PADILLA, San Francisco

DENNINE HENDERSON, San

Francisco

YADIRA VAEZ, San Francisco

LASHUN WASHINGTON-

SHOEMAKER, San Francisco

MARY LUFKIN, San Jose

GLORIA FERNANDEZ, San Jose

GAIL MARTINEZ, San Jose

PEGGY OBRIEN, San Jose

JULIO RIVERA, San Jose

ZACHARY ADAMS, San Rafael

EVELYN BELL, San Rafael

VIRGINIA BOLANOS, Santa Clara

DIANE BARTON, Santa Clara

SALIVIENIA BROWN, Santa Clara

MARLA HEATH, Santa Clara

ROSSANA RADFORD, Santa Clara

138

JASON VILLAVERT, Santa Clara

TONYA SALCIDO, Santa Rosa

ALETHEA CANDIA, Santa Rosa

PEGGY LESCHINSKY, Santa Rosa

DIANA ARROYO, South Sacramento

KATHERINE BROOKS, South

Sacramento

KENNETH L. GREEN, South

Sacramento

BRUNO KOCHIS, South San Francisco

ROBERTO RIVERA, South San

Francisco

ANTONIO FLORES, South Bay

JAMES CHRISTION, South Bay

CARTINA PRICE, South Bay

EVELIA RODRIGUEZ, South Bay

NIKITA HUMPHREY, Stockton

ANTOINETTE COLLINS, Stockton

SAVONNDA BLAYLOCK, Tracy

DONNA NORTON, Vacaville

JON DUFF, Vallejo

DONNA TRENT, Vallejo

SHALANDRA ROBINSON, Vallejo Call

Center

ALISHA BLINKS, Walnut Creek

NIKO ANAGNOSTOPOULOS, Walnut

Creek

VICKISHA KEYS, Walnut Creek

PATRICIA LYNCH, Walnut Creek

VERNA HAMPTON, West Los Angeles

LISA BAGSBY, West Los Angeles

SANDRA CALDWELL, West Los

Angeles

OSCAR GASPAR, West Los Angeles

LUZ ROJAS, Woodland Hills

YVETTE HURSTON, Woodland Hills

WALLACE L. JOHNSON, Woodland

Hills

DIONAS A. TURNER, Woodland Hills

139

NORTHERN CALIFORNIA REGION WAGE RATES:

STRUCTURE A/B

The following are Northern California Region negotiated wage rates for 2012 through 2014. As negotiated in the 2012

National Agreement (Section 3. D. 4.), SEIU-UHW members will receive an additional 3% across the board raise on

October 1, 2015 if there is no successor to the current National Agreement.

NORTHERN CALIFORNIA REGION

A STRUCTURE

STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9

B STRUCTURE

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

STEP 7

STEP 8

STEP 9

STEP 10

STEP 11

JOB TITLE JOB CODE GRADE YEAR

3D IMAGING ANALYST

034484

OCT 2012

40.2310

41.4406

42.6865

43.9697

45.2915

46.6530

48.0552

OCT 2013

41.4379

42.6838

43.9671

45.2888

46.6502

48.0526

49.4969

OCT 2014

42.6810

43.9643

45.2861

46.6475

48.0497

49.4942

50.9818

ADMINISTRATIVE PARTNER

051515

OCT 2012

23.3772

23.9786

24.5961

25.1110

25.6559

26.2921

OCT 2013

24.0785

24.6980

25.3340

25.8643

26.4256

27.0809

OCT 2014

24.8009

25.4389

26.0940

26.6402

27.2184

27.8933

ADMINISTRATIVE PARTNER SR

051516

OCT 2012

24.5504

25.1822

25.8306

26.3710

26.9433

27.6114

OCT 2013

25.2869

25.9377

26.6055

27.1621

27.7516

28.4397

OCT 2014

26.0455

26.7158

27.4037

27.9770

28.5841

29.2929

ALLERGY CENTRAL LAB ASST SUP

034404

OCT 2012

27.3637

28.0679

28.7897

29.3464

30.1432

30.9175

OCT 2013

28.1846

28.9099

29.6534

30.2268

31.0475

31.8450

OCT 2014

29.0301

29.7772

30.5430

31.1336

31.9789

32.8004

ALLERGY TECHNICIAN

034402

OCT 2012

24.8116

25.4501

26.1047

26.6095

27.3322

28.0345

OCT 2013

25.5559

26.2136

26.8878

27.4078

28.1522

28.8755

OCT 2014

26.3226

27.0000

27.6944

28.2300

28.9968

29.7418

ALLERGY TECHNICIAN SR

034403

OCT 2012

26.0569

26.7271

27.4142

27.9448

28.7033

29.4408

OCT 2013

26.8386

27.5289

28.2366

28.7831

29.5644

30.3240

OCT 2014

27.6438

28.3548

29.0837

29.6466

30.4513

31.2337

ALLERGY TECHNICIAN TRAINEE

034400

OCT 2012

23.5337

24.1393

24.7605

25.2204

25.8562

26.4485

OCT 2013

24.2397

24.8635

25.5033

25.9770

26.6319

27.2420

OCT 2014

24.9669

25.6094

26.2684

26.7563

27.4309

28.0593

AMERICAN SIGN LANGUAGE INTERPRETER

030704

OCT 2012

46.5706

47.7373

48.9037

50.0704

51.2369

52.4034

53.5700

OCT 2013

47.9677

49.1694

50.3708

51.5725

52.7740

53.9755

55.1771

OCT 2014

49.4067

50.6445

51.8819

53.1197

54.3572

55.5948

56.8324

ANESTHESIA SUPPLY AIDE

030422

OCT 2012

22.5141

23.0933

23.6879

24.2336

24.7995

25.3048

OCT 2013

23.1895

23.7861

24.3985

24.9606

25.5435

26.0639

OCT 2014

23.8852

24.4997

25.1305

25.7094

26.3098

26.8458

ANESTHESIA SUPPLY AIDE SR

030423

OCT 2012

23.6443

24.2525

24.8768

25.4498

26.0442

26.5744

OCT 2013

24.3536

24.9801

25.6231

26.2133

26.8255

27.3716

OCT 2014

25.0842

25.7295

26.3918

26.9997

27.6303

28.1927

140

NORTHERN CALIFORNIA REGION

A STRUCTURE

STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9

B STRUCTURE

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

STEP 7

STEP 8

STEP 9

STEP 10

STEP 11

JOB TITLE JOB CODE GRADE YEAR

ANESTHESIA TECHNICAL AST

030772

OCT 2012

28.6616

29.3992

30.1548

30.9043

31.7261

32.4747

OCT 2013

29.5214

30.2812

31.0594

31.8314

32.6779

33.4489

OCT 2014

30.4070

31.1896

31.9912

32.7863

33.6582

34.4524

ANESTHESIA TECHNICAL AST SR

030773

OCT 2012

30.0991

30.8734

31.6669

32.4539

33.3169

34.1030

OCT 2013

31.0021

31.7996

32.6169

33.4275

34.3164

35.1261

OCT 2014

31.9322

32.7536

33.5954

34.4303

35.3459

36.1799

ATHLETIC TRAINER CERTIFIED

030736

OCT 2012

29.5859

30.3470

31.1079

31.7317

32.3684

33.0177

OCT 2013

30.4735

31.2574

32.0411

32.6837

33.3395

34.0082

OCT 2014

31.3877

32.1951

33.0023

33.6642

34.3397

35.0284

BONE DENSITOMETRY TECH

034425

OCT 2012

26.1292

26.8012

27.4902

28.2891

29.4387

30.2874

OCT 2013

26.9131

27.6052

28.3149

29.1378

30.3219

31.1960

OCT 2014

27.7205

28.4334

29.1643

30.0119

31.2316

32.1319

BONE DENSITOMETRY TECH SR

034426

OCT 2012

27.4403

28.1460

28.8694

29.7081

30.9546

32.0357

OCT 2013

28.2635

28.9904

29.7355

30.5993

31.8832

32.9968

OCT 2014

29.1114

29.8601

30.6276

31.5173

32.8397

33.9867

CARDIOVASCULAR ANESTHESIA TECH

035404

OCT 2012

33.6813

34.5473

35.4357

36.6614

38.4987

40.3357

OCT 2013

34.6917

35.5837

36.4988

37.7612

39.6537

41.5458

OCT 2014

35.7325

36.6512

37.5938

38.8940

40.8433

42.7922

CARDIOVASCULAR TECH

035402

OCT 2012

39.0905

40.2665

41.4771

42.6213

43.8377

45.0752

OCT 2013

40.2632

41.4745

42.7214

43.8999

45.1528

46.4275

OCT 2014

41.4711

42.7187

44.0030

45.2169

46.5074

47.8203

CARDIOVASCULAR TECH SR

035403

OCT 2012

46.0389

47.4231

48.8486

50.0715

51.3262

52.6112

OCT 2013

47.4201

48.8458

50.3141

51.5736

52.8660

54.1895

OCT 2014

48.8427

50.3112

51.8235

53.1208

54.4520

55.8152

CARE PARTNER

090833

OCT 2012

22.7304

23.3150

23.9153

24.4663

25.0380

25.5478

OCT 2013

23.4123

24.0145

24.6328

25.2003

25.7891

26.3142

OCT 2014

24.1147

24.7349

25.3718

25.9563

26.5628

27.1036

CCM PROGRAM ASSISTANT

051264

OCT 2012

25.7355

26.3976

27.0766

27.7433

28.7140

29.6836

OCT 2013

26.5076

27.1895

27.8889

28.5756

29.5754

30.5741

OCT 2014

27.3028

28.0052

28.7256

29.4329

30.4627

31.4913

141

NORTHERN CALIFORNIA REGION

A STRUCTURE

STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9

B STRUCTURE

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

STEP 7

STEP 8

STEP 9

STEP 10

STEP 11

JOB TITLE JOB CODE GRADE YEAR

CENTRAL SUPPLY TECHNICIAN

090311

OCT 2012

22.5141

23.0933

23.6879

24.2336

24.7995

25.3048

OCT 2013

23.1895

23.7861

24.3985

24.9606

25.5435

26.0639

OCT 2014

23.8852

24.4997

25.1305

25.7094

26.3098

26.8458

CERT HEALTH CARE INTERPRETER LEAD

030705

OCT 2012

26.5739

27.1943

27.8429

28.5057

29.1825

29.8734

30.5925

OCT 2013

27.3711

28.0101

28.6782

29.3609

30.0580

30.7696

31.5103

OCT 2014

28.1922

28.8504

29.5385

30.2417

30.9597

31.6927

32.4556

CLERICAL GRADE 1

OCT 2012

20.8778

21.4157

21.9668

22.3106

22.7759

23.2399

CLERK (G1)

050352

OCT 2013

21.5041

22.0582

22.6258

22.9799

23.4592

23.9371

FILE CLERK

051312

OCT 2014

22.1492

22.7199

23.3046

23.6693

24.1630

24.6552

MAIL CLERK

051342

MEDICAL RECORDS CLERK (G1)

050367

MEDICAL RECORDS CLERK JR.

051361

CLERICAL GRADE 2

OCT 2012

21.7597

22.3201

22.8946

23.2792

23.8248

24.3705

CASHIER/RECEPTIONIST-X-RAY

057362

OCT 2013

22.4125

22.9897

23.5814

23.9776

24.5395

25.1016

CHART ROOM TROUBLER CLERK

051622

OCT 2014

23.0849

23.6794

24.2888

24.6969

25.2757

25.8546

CLERK (G2)

050353

CLERK-TYPIST (G2)

050314

DATA CLERK (G2)

050385

DEPARTMENTAL CLERK (G2)

050380

FILE CLERK (G2)

050362

HIM REPRESENTATIVE I

051301

MAIL CLERK (G2)

050320

MEDICAL RECORD SCANNER

051305

MEDICAL RECORDS CLERK

051362

RADIOLOGY FILE CLERK II

051311

RECEPTION CLERK (G2)

050309

SUBPOENA CLERK

057202

TRANSCRIPTION CLERK

051481

VITAL STATISTICS CLERK

057492

CLERICAL GRADE 2 - SENIOR/LEAD

OCT 2012

21.9264

22.4909

23.0698

23.4302

23.9191

24.4064

FILE CLERK SR. (G2)

050365

OCT 2013

22.5842

23.1656

23.7619

24.1331

24.6367

25.1386

OCT 2014

23.2617

23.8606

24.4748

24.8571

25.3758

25.8928

142

NORTHERN CALIFORNIA REGION

A STRUCTURE

STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9

B STRUCTURE

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

STEP 7

STEP 8

STEP 9

STEP 10

STEP 11

JOB TITLE JOB CODE GRADE YEAR

CLERICAL GRADE 3

OCT 2012

22.2199

22.7923

23.3790

23.8636

24.3904

24.9865

APPOINTMENTS CLERK

051152

OCT 2013

22.8865

23.4761

24.0804

24.5795

25.1221

25.7361

BUSINESS OFF CLERK-CLINIC (G3)

050343

OCT 2014

23.5731

24.1804

24.8028

25.3169

25.8758

26.5082

CASHIER/RECEPTIONIST

051502

CENTRAL APPTS. CLERK

057192

CLERK (G3)

050354

CLERK-TYPIST

051242

DEPARTMENTAL CLERK (G3)

050381

DEPOSIT CASHIER

051562

DIGITAL IMAGING LIBRARIAN

051315

FILE CLERK (G3)

050363

IMAGING ASSISTANT

090708

HIM REPRESENTATIVE II

051302

INTAKE CLAIMS-CASHIER

057522

MEDICAL LEGAL CLERK (G3)

050384

MEDICAL RECORDS CLERK (G3)

050368

PHARMACY CASHIER

057262

PHARMACY CLERK (G3)

050372

RECEPTION CLERK

051202

RECEPTIONIST-CLINIC

051432

WINDOW CASHIER

051192

CLERICAL GRADE 3 - SENIOR/LEAD

OCT 2012

22.8521

23.4405

24.0440

24.4478

25.0206

25.5938

CLERK SR. (G3)

050358

OCT 2013

23.5377

24.1437

24.7653

25.1812

25.7712

26.3616

FILE CLERK SR.

051313

OCT 2014

24.2438

24.8680

25.5083

25.9366

26.5443

27.1524

143

NORTHERN CALIFORNIA REGION

A STRUCTURE

STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9

B STRUCTURE

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

STEP 7

STEP 8

STEP 9

STEP 10

STEP 11

JOB TITLE JOB CODE GRADE YEAR

CLERICAL GRADE 4

OCT 2012

22.6805

23.2641

23.8636

24.3085

24.9550

25.6014

ADMITTING CLERK

051142

OCT 2013

23.3609

23.9620

24.5795

25.0378

25.7037

26.3694

APPOINTMENTS CLERK (G4)

050306

OCT 2014

24.0617

24.6809

25.3169

25.7889

26.4748

27.1605

BUSINESS OFFICE CLERK-CLINIC

057392

BUSINESS OFFICE FLOAT CLERK

051332

CASH BATCH CLERK

051162

CASH-CHRG BATCH CLERK

057272

CASHIER/RECEPTIONIST (G4)

050326

CLAIMS PROCESSOR (G4)

050350

CLERK

051232

CLERK-TYPIST (G4)

050315

DEPARTMENTAL CLERK

057172

DISABILITY CLAIMS CLERK

051224

ELIGIBILITY SPECIALIST

057143

EMERGENCY ROOM CLERK

051662

FILE CLERK (G4)

050364

HOME HEALTH CLERK

051492

INTAKE CLAIMS-CASHIER (G4)

050345

INVENTORY CONTROL CLERK (G4)

050378

LIBRARY ASSISTANT

052612

MEDICAL LEGAL CLERK

057222

MEDICAL RECORD INDEXER (GRADE 4)

051306

MEDICAL RECORDS ANALYST

050502

MEDICAL RECORDS CLERK (G4)

050369

OPERATING ROOM SCHEDULING CLERK

057122

PHARMACY CLERK

051392

PHYSICIAN'S SCHEDULE CLERK

057582

RECEPTION CLERK (G4)

050310

RECEPTIONIST-CLINIC (G4)

050322

SECRETARY

051442

SNF DATABASE SPECIALIST

057625

SUBPOENA CLERK (G4)

050341

SURGERY APPOINTMENT CLERK

057662

SURGICAL PRE-ADMIT SECRETARY

051161

WINDOW CASHIER (G4)

050308

CLERICAL GRADE 4 - SENIOR / LEAD

OCT 2012

23.3350

23.9362

24.5520

25.0611

25.6145

26.2401

APPOINTMENTS CLERK SR.

051153

OCT 2013

24.0351

24.6543

25.2886

25.8129

26.3829

27.0273

CLERK SR. (G4)

050359

OCT 2014

24.7562

25.3939

26.0473

26.5873

27.1744

27.8381

DIGITAL IMAGING LIBRARIAN LEAD

051316

FILE CLERK SR. (G4)

050366

SR CASHIER/RECEPTIONIST

051503

144

NORTHERN CALIFORNIA REGION

A STRUCTURE

STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9

B STRUCTURE

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

STEP 7

STEP 8

STEP 9

STEP 10

STEP 11

JOB TITLE JOB CODE GRADE YEAR

CLERICAL GRADE 5

OCT 2012

23.5970

24.2046

24.8278

25.3528

26.0805

26.8072

ACTIVITY COORDINATOR SUBACUTE

051314

OCT 2013

24.3049

24.9307

25.5726

26.1134

26.8629

27.6114

ADMITTING REPRESENTATIVE

050304

OCT 2014

25.0340

25.6786

26.3398

26.8968

27.6688

28.4397

AMBULANCE SERVICES CLERK

051144

APPT MEMBERSHIP COORD

051150

BUSINESS OFF CLERK-CLINIC (G5)

050344

CLAIMS PROCESSOR (G5)

050351

CLERK (G5)

050355

CONTINUUM SERVICES CLERK

050506

DATA CLERK

057482

DEPARTMENTAL CLERK (G5)

050382

DME CLERK

051145

INVENTORY CONTROL CLERK

057132

MEDICAL RECORD QA SPECIALIST

051307

MEDICAL RECORDS CLERK (G5)

050370

OCCUP. MED. SECRETARY

051522

OUT-PAT CHART BILLER-READ (G5)

051522

RECEPTIONIST-SR.CLINIC

051433

RESEARCH CLK./CHART ABSTRACTOR

057352

SNF CLERK

051146

STAFFING CLERK

057872

CLERICAL GRADE 5 - SENIOR / LEAD

OCT 2012

23.8190

24.4316

25.0611

25.5286

26.2074

26.8860

EMERGENCY ROOM CLERK SR.

051663

OCT 2013

24.5336

25.1645

25.8129

26.2945

26.9936

27.6926

MEDICAL RECORDS CLERK SR.

051363

OCT 2014

25.2696

25.9194

26.5873

27.0833

27.8034

28.5234

SR CLERK

051233

SR SURGERY APPT CLERK

057663

SR. PHARMACY CLERK

051393

CLERICAL GRADE 6

OCT 2012

24.6716

25.3066

25.9573

26.5636

27.3919

28.2207

ACCOUNT REPRESENTATIVE

059132

OCT 2013

25.4117

26.0658

26.7360

27.3605

28.2137

29.0673

ADMITTING REPRESENTATIVE SR

051143

OCT 2014

26.1741

26.8478

27.5381

28.1813

29.0601

29.9393

BUSINESS REPRESENTATIVE

051583

CLERK (G6)

050356

HIM SPECIALIST

051303

INDUSTRIAL REPORT-BILLING

051582

INPATIENT CHART READER-BILLER

057822

KFRC MEDICAL EQUIPMENT COORD

057283

MEDICARE BILLER

051652

OPERATING ROOM SCHEDULING CLERK (G6)

050376

OUT-PATIENT CHART BILLER-READ

051212

CLERICAL GRADE 6 - SENIOR / LEAD

OCT 2012

24.7814

25.4191

26.0738

26.6248

27.3919

28.2207

CLERK SR. (G6)

050360

OCT 2013

25.5248

26.1817

26.8560

27.4235

28.2137

29.0673

OCT 2014

26.2905

26.9672

27.6617

28.2462

29.0601

29.9393

145

NORTHERN CALIFORNIA REGION

A STRUCTURE

STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9

B STRUCTURE

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

STEP 7

STEP 8

STEP 9

STEP 10

STEP 11

JOB TITLE JOB CODE GRADE YEAR

CLERICAL GRADE 7

OCT 2012

25.7355

26.3976

27.0766

27.7433

28.7140

29.6836

DEPARTMENTAL CLERK (G7)

050383

OCT 2013

26.5076

27.1895

27.8889

28.5756

29.5754

30.5741

PATIENT FINANCIAL ADVISOR

051584

OCT 2014

27.3028

28.0052

28.7256

29.4329

30.4627

31.4913

CLERICAL GRADE 7 - SENIOR / LEAD

OCT 2012

25.9098

26.5765

27.2599

27.8961

28.7664

29.6836

CLERK SR (G7)

050361

OCT 2013

26.6871

27.3738

28.0777

28.7330

29.6294

30.5741

SR BUSINESS OFFICE CLERK

051223

OCT 2014

27.4877

28.1950

28.9200

29.5950

30.5183

31.4913

LEAD HIM SPECIALIST

051304

CLINICAL AUTOTRANSFUSION TECH

030601

OCT 2012

25.3047

26.1565

26.8066

27.1782

28.0920

28.8816

OCT 2013

26.0638

26.9412

27.6108

27.9935

28.9348

29.7480

OCT 2014

26.8457

27.7494

28.4391

28.8333

29.8028

30.6404

CLIN AUTOTRANSFUSION TECH SR

030602

OCT 2012

26.6364

27.4417

28.0143

28.6803

29.3927

30.1361

OCT 2013

27.4355

28.2650

28.8547

29.5407

30.2745

31.0402

OCT 2014

28.2586

29.1130

29.7203

30.4269

31.1827

31.9714

CLINICAL DATA SPECIALIST

051253

OCT 2012

26.1282

26.7903

27.4693

28.2149

29.2793

30.3434

OCT 2013

26.9120

27.5940

28.2934

29.0613

30.1577

31.2537

OCT 2014

27.7194

28.4218

29.1422

29.9331

31.0624

32.1913

CLINICAL HEALTH EDUCATOR I

030794

OCT 2012

31.2453

32.0285

32.8314

33.6544

34.4981

35.3628

36.2492

OCT 2013

32.1827

32.9894

33.8163

34.6640

35.5330

36.4237

37.3367

OCT 2014

33.1482

33.9791

34.8308

35.7039

36.5990

37.5164

38.4568

CLINICAL HEALTH EDUCATOR II

030795

OCT 2012

33.1253

33.9556

34.8068

35.6792

36.5736

37.4900

38.4296

OCT 2013

34.1191

34.9743

35.8510

36.7496

37.6708

38.6147

39.5825

OCT 2014

35.1427

36.0235

36.9265

37.8521

38.8009

39.7731

40.7700

CLINICAL HEALTH EDUCATOR LEAD I

030796

OCT 2012

32.8119

33.6346

34.4776

35.3418

36.2277

37.1356

38.0661

OCT 2013

33.7963

34.6436

35.5119

36.4021

37.3145

38.2497

39.2081

OCT 2014

34.8102

35.6829

36.5773

37.4942

38.4339

39.3972

40.3843

CLINICAL HEALTH EDUCATOR LEAD II

030797

OCT 2012

34.7860

35.6580

36.5516

37.4677

38.4067

39.3691

40.3555

OCT 2013

35.8296

36.7277

37.6481

38.5917

39.5589

40.5502

41.5662

OCT 2014

36.9045

37.8295

38.7775

39.7495

40.7457

41.7667

42.8132

COMMUNICATION OPERATOR

053102

OCT 2012

22.1779

22.7489

23.3345

23.7267

24.2828

24.6322

25.4766

OCT 2013

22.8432

23.4314

24.0345

24.4385

25.0113

25.3712

26.2409

OCT 2014

23.5285

24.1343

24.7555

25.1717

25.7616

26.1323

27.0281

146

NORTHERN CALIFORNIA REGION

A STRUCTURE

STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9

B STRUCTURE

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

STEP 7

STEP 8

STEP 9

STEP 10

STEP 11

JOB TITLE JOB CODE GRADE YEAR

COMMUNICATION OPERATOR SR

053193

OCT 2012

23.2913

23.8909

24.5054

24.9174

25.5015

25.8684

26.7550

OCT 2013

23.9900

24.6076

25.2406

25.6649

26.2665

26.6445

27.5577

OCT 2014

24.7097

25.3458

25.9978

26.4348

27.0545

27.4438

28.3844

COOK A

091872

OCT 2012

24.3116

24.9372

25.5790

26.2084

26.8378

OCT 2013

25.0409

25.6853

26.3464

26.9947

27.6429

OCT 2014

25.7921

26.4559

27.1368

27.8045

28.4722

COOK IN CHARGE SR

091873

OCT 2012

25.5316

26.1887

26.8627

27.5233

28.1839

OCT 2013

26.2975

26.9744

27.6686

28.3490

29.0294

OCT 2014

27.0864

27.7836

28.4987

29.1995

29.9003

CUSTODIAN/WATCHMAN

094002

OCT 2012

23.4608

24.0648

24.6845

25.2903

25.8971

OCT 2013

24.1646

24.7867

25.4250

26.0490

26.6740

OCT 2014

24.8895

25.5303

26.1878

26.8305

27.4742

CYTOGENETIC TECH I

024741

OCT 2012

45.7605

46.9665

48.1735

48.8120

50.5317

52.2159

54.3082

OCT 2013

47.1333

48.3755

49.6187

50.2764

52.0477

53.7824

55.9374

OCT 2014

48.5473

49.8268

51.1073

51.7847

53.6091

55.3959

57.6155

CYTOGENETIC TECH II

024742

OCT 2012

47.2764

48.5231

49.7695

50.7280

52.4118

54.2736

56.4479

OCT 2013

48.6947

49.9788

51.2626

52.2498

53.9842

55.9018

58.1413

OCT 2014

50.1555

51.4782

52.8005

53.8173

55.6037

57.5789

59.8855

CYTOGENETIC TECH III

024743

OCT 2012

48.8939

50.1832

51.4723

52.6063

54.5392

56.4369

58.6980

OCT 2013

50.3607

51.6887

53.0165

54.1845

56.1754

58.1300

60.4589

OCT 2014

51.8715

53.2394

54.6070

55.8100

57.8607

59.8739

62.2727

CYTOGENETIC TECH SR

024744

OCT 2012

51.3429

52.6968

54.0505

55.2411

57.2706

59.2632

61.6375

OCT 2013

52.8832

54.2777

55.6720

56.8983

58.9887

61.0411

63.4866

OCT 2014

54.4697

55.9060

57.3422

58.6052

60.7584

62.8723

65.3912

CYTOGENETIC TRAINEE

024740

OCT 2012

35.6548

37.1593

OCT 2013

36.7244

38.2741

OCT 2014

37.8261

39.4223

CYTO-HISTO TECHNOLOGIST SUP

024705

OCT 2012

53.3257

54.7310

56.1356

58.4948

60.4272

61.5614

64.0274

OCT 2013

54.9255

56.3729

57.8197

60.2496

62.2400

63.4082

65.9482

OCT 2014

56.5733

58.0641

59.5543

62.0571

64.1072

65.3104

67.9266

147

NORTHERN CALIFORNIA REGION

A STRUCTURE

STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9

B STRUCTURE

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

STEP 7

STEP 8

STEP 9

STEP 10

STEP 11

JOB TITLE JOB CODE GRADE YEAR

CYTOTECHNOLOGIST CHIEF

024704

OCT 2012

52.7506

54.1416

55.5319

56.7222

58.7046

60.7474

63.1808

OCT 2013

54.3331

55.7658

57.1979

58.4239

60.4657

62.5698

65.0762

OCT 2014

55.9631

57.4388

58.9138

60.1766

62.2797

64.4469

67.0285

CYTOTECHNOLOGIST I

024701

OCT 2012

45.7605

46.9665

48.1735

48.8120

50.5317

52.2159

54.3082

OCT 2013

47.1333

48.3755

49.6187

50.2764

52.0477

53.7824

55.9374

OCT 2014

48.5473

49.8268

51.1073

51.7847

53.6091

55.3959

57.6155

CYTOTECHNOLOGIST II

024702

OCT 2012

47.2764

48.5231

49.7695

50.7280

52.4118

54.2736

56.4479

OCT 2013

48.6947

49.9788

51.2626

52.2498

53.9842

55.9018

58.1413

OCT 2014

50.1555

51.4782

52.8005

53.8173

55.6037

57.5789

59.8855

CYTOTECHNOLOGIST III

024703

OCT 2012

48.8939

50.1832

51.4723

52.6063

54.5392

56.4369

58.6980

OCT 2013

50.3607

51.6887

53.0165

54.1845

56.1754

58.1300

60.4589

OCT 2014

51.8715

53.2394

54.6070

55.8100

57.8607

59.8739

62.2727

CYTOTECHNOLOGIST III QC

024707

OCT 2012

50.2346

51.5591

52.8830

54.0169

55.9048

57.8503

60.1680

OCT 2013

51.7416

53.1059

54.4695

55.6374

57.5819

59.5858

61.9730

OCT 2014

53.2938

54.6991

56.1036

57.3065

59.3094

61.3734

63.8322

DARK ROOM TECHNICIAN

034482

OCT 2012

22.8490

23.4373

24.0407

24.5056

25.3547

25.9608

OCT 2013

23.5345

24.1404

24.7619

25.2408

26.1153

26.7396

OCT 2014

24.2405

24.8646

25.5048

25.9980

26.8988

27.5418

DEDICATED LAB SONOGRAPHER I

030442

OCT 2012

48.9456

50.4125

51.9378

53.4917

55.1040

56.7598

58.4592

60.2166

62.6278

OCT 2013

50.4140

51.9249

53.4959

55.0965

56.7571

58.4626

60.2130

62.0231

64.5066

OCT 2014

51.9264

53.4826

55.1008

56.7494

58.4598

60.2165

62.0194

63.8838

66.4418

DEDICATED LAB SONOGRAPHER I SUPV

030449

OCT 2012

53.8551

55.4672

57.1375

58.8514

60.6235

62.4390

64.3273

66.2591

68.9026

OCT 2013

55.4708

57.1312

58.8516

60.6169

62.4422

64.3122

66.2571

68.2469

70.9697

OCT 2014

57.1349

58.8451

60.6171

62.4354

64.3155

66.2416

68.2448

70.2943

73.0988

DEDICATED LAB SONOGRAPHER II

030443

OCT 2012

50.4125

51.9378

53.4917

55.1040

56.7598

58.4592

60.2166

62.0323

64.5160

OCT 2013

51.9249

53.4959

55.0965

56.7571

58.4626

60.2130

62.0231

63.8933

66.4515

OCT 2014

53.4826

55.1008

56.7494

58.4598

60.2165

62.0194

63.8838

65.8101

68.4450

DEDICATED LAB SONOGRAPHER II SUPV

030450

OCT 2012

55.4672

57.1375

58.8514

60.6235

62.4390

64.3273

66.2591

68.2489

70.9798

OCT 2013

57.1312

58.8516

60.6169

62.4422

64.3122

66.2571

68.2469

70.2964

73.1092

OCT 2014

58.8451

60.6171

62.4354

64.3155

66.2416

68.2448

70.2943

72.4053

75.3025

148

NORTHERN CALIFORNIA REGION

A STRUCTURE

STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9

B STRUCTURE

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

STEP 7

STEP 8

STEP 9

STEP 10

STEP 11

JOB TITLE JOB CODE GRADE YEAR

DENTAL ASSISTANT REGISTERED

090701

OCT 2012

24.3340

24.9602

25.6025

26.1906

26.7785

27.2569

OCT 2013

25.0640

25.7090

26.3706

26.9763

27.5819

28.0746

OCT 2014

25.8159

26.4803

27.1617

27.7856

28.4094

28.9168

DEPARTMENT SECRETARY

051482

OCT 2012

24.3989

25.0272

25.6712

26.1499

26.8450

27.5407

OCT 2013

25.1309

25.7780

26.4413

26.9344

27.6504

28.3669

OCT 2014

25.8848

26.5513

27.2345

27.7424

28.4799

29.2179

DIAG ULTRASONOGRAPHER II

034672

OCT 2012

46.8745

48.1104

49.3465

50.7540

53.1510

55.5485

57.9457

OCT 2013

48.2807

49.5537

50.8269

52.2766

54.7455

57.2150

59.6841

OCT 2014

49.7291

51.0403

52.3517

53.8449

56.3879

58.9315

61.4746

DIAG ULTRASONOGRAPHER III

034673

OCT 2012

49.2228

50.5201

51.8182

53.2960

55.8128

58.4931

60.8477

OCT 2013

50.6995

52.0357

53.3727

54.8949

57.4872

60.2479

62.6731

OCT 2014

52.2205

53.5968

54.9739

56.5417

59.2118

62.0553

64.5533

DIETETIC TECH ELIGIBLE

051004

OCT 2012

27.2173

OCT 2013

28.0338

OCT 2014

28.8748

DIETETIC TECH REG

051002

OCT 2012

28.6546

29.4678

30.2957

31.1385

32.0388

32.9248

33.8544

OCT 2013

29.5142

30.3518

31.2046

32.0727

33.0000

33.9125

34.8700

OCT 2014

30.3996

31.2624

32.1407

33.0349

33.9900

34.9299

35.9161

DIETETIC TECH REG LEAD

051003

OCT 2012

30.0918

30.9459

31.8151

32.6996

33.6453

34.5756

35.5516

OCT 2013

30.9946

31.8743

32.7696

33.6806

34.6547

35.6129

36.6181

OCT 2014

31.9244

32.8305

33.7527

34.6910

35.6943

36.6813

37.7166

DIETITIAN ELIGIBLE

051017

OCT 2012

36.0760

OCT 2013

37.1583

OCT 2014

38.2730

DIETITIAN I REGISTERED

051010

OCT 2012

37.9793

39.2432

40.4922

41.7558

43.0050

44.2686

45.5177

OCT 2013

39.1187

40.4205

41.7070

43.0085

44.2952

45.5967

46.8832

OCT 2014

40.2923

41.6331

42.9582

44.2988

45.6241

46.9646

48.2897

DIETITIAN I REGISTERED LEAD

051015

OCT 2012

39.8829

41.2098

42.5213

43.8480

45.1598

46.4866

47.7981

OCT 2013

41.0794

42.4461

43.7969

45.1634

46.5146

47.8812

49.2320

OCT 2014

42.3118

43.7195

45.1108

46.5183

47.9100

49.3176

50.7090

149

NORTHERN CALIFORNIA REGION

A STRUCTURE

STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9

B STRUCTURE

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

STEP 7

STEP 8

STEP 9

STEP 10

STEP 11

JOB TITLE JOB CODE GRADE YEAR

DIETITIAN II REGISTERED

051011

OCT 2012

40.0564

41.3781

42.7145

44.0363

45.3580

46.6942

48.0158

OCT 2013

41.2581

42.6194

43.9959

45.3574

46.7187

48.0950

49.4563

OCT 2014

42.4958

43.8980

45.3158

46.7181

48.1203

49.5379

50.9400

DIETITIAN II REGISTERED LEAD

051012

OCT 2012

42.0752

43.4699

44.8496

46.2439

47.6382

49.0181

50.4125

OCT 2013

43.3375

44.7740

46.1951

47.6312

49.0673

50.4886

51.9249

OCT 2014

44.6376

46.1172

47.5810

49.0601

50.5393

52.0033

53.4826

DIETITIAN III REGISTERED

051013

OCT 2012

42.0752

43.4699

44.8496

46.2439

47.6382

49.0181

50.4125

OCT 2013

43.3375

44.7740

46.1951

47.6312

49.0673

50.4886

51.9249

OCT 2014

44.6376

46.1172

47.5810

49.0601

50.5393

52.0033

53.4826

DIETITIAN III REGISTERED LEAD

051014

OCT 2012

44.1837

45.6479

47.0967

48.5606

50.0249

51.4737

52.9377

OCT 2013

45.5092

47.0173

48.5096

50.0174

51.5256

53.0179

54.5258

OCT 2014

46.8745

48.4278

49.9649

51.5179

53.0714

54.6084

56.1616

EEG TECHNOLOGIST I

034432

OCT 2012

29.8684

30.6367

31.4246

32.2765

33.8101

35.1731

36.7597

OCT 2013

30.7645

31.5558

32.3673

33.2448

34.8244

36.2283

37.8625

OCT 2014

31.6874

32.5025

33.3383

34.2421

35.8691

37.3151

38.9984

EEG TECHNOLOGIST II

034433

OCT 2012

31.6501

32.4639

33.2988

34.1500

35.8537

37.5568

39.2511

OCT 2013

32.5996

33.4378

34.2978

35.1745

36.9293

38.6835

40.4286

OCT 2014

33.5776

34.4409

35.3267

36.2297

38.0372

39.8440

41.6415

EKG TECHNICIAN

034422

OCT 2012

26.1292

26.8012

27.4902

28.2891

29.4387

30.2874

OCT 2013

26.9131

27.6052

28.3149

29.1378

30.3219

31.1960

OCT 2014

27.7205

28.4334

29.1643

30.0119

31.2316

32.1319

EKG TECHNICIAN SR

034423

OCT 2012

27.4403

28.1460

28.8694

29.7081

30.9546

32.0357

OCT 2013

28.2635

28.9904

29.7355

30.5993

31.8832

32.9968

OCT 2014

29.1114

29.8601

30.6276

31.5173

32.8397

33.9867

EMERGENCY DEPT TECHNICIAN I

030314

OCT 2012

22.9160

23.5061

24.1110

24.6648

25.2186

25.6692

OCT 2013

23.6035

24.2113

24.8343

25.4047

25.9752

26.4393

OCT 2014

24.3116

24.9376

25.5793

26.1668

26.7545

27.2325

EMERGENCY DEPT TECHNICIAN II

030324

OCT 2012

27.1223

27.8198

28.5356

29.2450

30.0226

30.7318

OCT 2013

27.9360

28.6544

29.3917

30.1224

30.9233

31.6538

OCT 2014

28.7741

29.5140

30.2735

31.0261

31.8510

32.6034

150

NORTHERN CALIFORNIA REGION

A STRUCTURE

STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9

B STRUCTURE

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

STEP 7

STEP 8

STEP 9

STEP 10

STEP 11

JOB TITLE JOB CODE GRADE YEAR

EMERGENCY ROOM ASST SF ONLY

090732

OCT 2012

22.5757

23.1719

23.7684

24.3146

24.8604

25.3050

OCT 2013

23.2530

23.8671

24.4815

25.0440

25.6062

26.0642

OCT 2014

23.9506

24.5831

25.2159

25.7953

26.3744

26.8461

ESTHETICIAN

034681

OCT 2012

31.1941

32.0700

32.9706

33.8963

34.8478

35.8262

OCT 2013

32.1299

33.0321

33.9597

34.9132

35.8932

36.9010

OCT 2014

33.0938

34.0231

34.9785

35.9606

36.9700

38.0080

EVALUATION & MANAGEMENT CODER

057811

OCT 2012

26.9001

27.5923

28.3017

28.9623

29.8656

30.7685

OCT 2013

27.7071

28.4201

29.1508

29.8312

30.7616

31.6916

OCT 2014

28.5383

29.2727

30.0253

30.7261

31.6844

32.6423

GARAGE ATTENDANT

090852

OCT 2012

21.7597

22.3201

22.8946

23.2792

23.8248

24.3705

OCT 2013

22.4125

22.9897

23.5814

23.9776

24.5395

25.1016

OCT 2014

23.0849

23.6794

24.2888

24.6969

25.2757

25.8546

GARAGE/PARKING ATTENDANT

090842

OCT 2012

21.7597

22.3201

22.8946

23.2792

23.8248

24.3705

OCT 2013

22.4125

22.9897

23.5814

23.9776

24.5395

25.1016

OCT 2014

23.0849

23.6794

24.2888

24.6969

25.2757

25.8546

GARDENER

084102

OCT 2012

24.0819

24.7020

25.3370

25.9545

26.5724

OCT 2013

24.8044

25.4431

26.0971

26.7331

27.3696

OCT 2014

25.5485

26.2064

26.8800

27.5351

28.1907

GARDENER SR

084103

OCT 2012

25.9663

26.6341

27.3193

27.9425

28.5609

OCT 2013

26.7453

27.4331

28.1389

28.7808

29.4177

OCT 2014

27.5477

28.2561

28.9831

29.6442

30.3002

HEALTH EDUCATOR I

030785

OCT 2012

31.2453

32.0285

32.8314

33.6544

34.4981

35.3628

36.2492

OCT 2013

32.1827

32.9894

33.8163

34.6640

35.5330

36.4237

37.3367

OCT 2014

33.1482

33.9791

34.8308

35.7039

36.5990

37.5164

38.4568

HEALTH EDUCATOR II

030786

OCT 2012

33.1253

33.9556

34.8068

35.6792

36.5736

37.4900

38.4296

OCT 2013

34.1191

34.9743

35.8510

36.7496

37.6708

38.6147

39.5825

OCT 2014

35.1427

36.0235

36.9265

37.8521

38.8009

39.7731

40.7700

HEALTH EDUCATOR LEAD I

030787

OCT 2012

32.8119

33.6346

34.4776

35.3418

36.2277

37.1356

38.0661

OCT 2013

33.7963

34.6436

35.5119

36.4021

37.3145

38.2497

39.2081

OCT 2014

34.8102

35.6829

36.5773

37.4942

38.4339

39.3972

40.3843

151

NORTHERN CALIFORNIA REGION

A STRUCTURE

STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9

B STRUCTURE

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

STEP 7

STEP 8

STEP 9

STEP 10

STEP 11

JOB TITLE JOB CODE GRADE YEAR

HEALTH EDUCATOR LEAD II

030788

OCT 2012

34.7860

35.6580

36.5516

37.4677

38.4067

39.3691

40.3555

OCT 2013

35.8296

36.7277

37.6481

38.5917

39.5589

40.5502

41.5662

OCT 2014

36.9045

37.8295

38.7775

39.7495

40.7457

41.7667

42.8132

HEALTH INFORMATION CODER I

057812

OCT 2012

32.7021

34.2091

35.8873

38.0619

39.9627

41.9491

OCT 2013

33.6832

35.2354

36.9639

39.2038

41.1616

43.2076

OCT 2014

34.6937

36.2925

38.0728

40.3799

42.3964

44.5038

HEALTH INFORMATION CODER II

057813

OCT 2012

36.3496

38.0104

39.8772

42.2917

44.3980

46.6237

48.9652

OCT 2013

37.4401

39.1507

41.0735

43.5605

45.7299

48.0224

50.4342

OCT 2014

38.5633

40.3252

42.3057

44.8673

47.1018

49.4631

51.9472

HEALTH INFORMATION CODER III

057814

OCT 2012

39.0721

40.8705

42.8736

45.4766

47.7370

50.1342

52.6517

OCT 2013

40.2443

42.0966

44.1598

46.8409

49.1691

51.6382

54.2313

OCT 2014

41.4516

43.3595

45.4846

48.2461

50.6442

53.1873

55.8582

HEALTH INFORMATION CODER TRAINEE

057810

OCT 2012

26.9001

OCT 2013

27.7071

OCT 2014

28.5383

HISTOLOGIC TECHNICIAN I

034452

OCT 2012

34.9085

35.8291

36.7502

37.5027

38.0963

38.5975

40.1451

OCT 2013

35.9558

36.9040

37.8527

38.6278

39.2392

39.7554

41.3495

OCT 2014

37.0345

38.0111

38.9883

39.7866

40.4164

40.9481

42.5900

HISTOLOGIC TECHNICIAN II

034453

OCT 2012

37.7813

38.7779

39.7744

40.8082

41.4961

41.9664

43.6486

OCT 2013

38.9147

39.9412

40.9676

42.0324

42.7410

43.2254

44.9581

OCT 2014

40.0821

41.1394

42.1966

43.2934

44.0232

44.5222

46.3068

HISTOLOGIC TECHNICIAN SUPV

034462

OCT 2012

41.8140

42.9170

44.0198

45.1169

45.9938

46.6520

48.5217

OCT 2013

43.0684

44.2045

45.3404

46.4704

47.3736

48.0516

49.9774

OCT 2014

44.3605

45.5306

46.7006

47.8645

48.7948

49.4931

51.4767

HISTOLOGIC TECHNICIAN TRAINEE

034450

OCT 2012

29.2026

29.9724

30.7435

31.2591

31.9911

32.7230

34.0355

OCT 2013

30.0787

30.8716

31.6658

32.1969

32.9508

33.7047

35.0566

OCT 2014

30.9811

31.7977

32.6158

33.1628

33.9393

34.7158

36.1083

HOME HEALTH AIDE

090302

OCT 2012

22.8447

23.4329

24.0364

24.5816

25.1479

25.6531

OCT 2013

23.5300

24.1359

24.7575

25.3190

25.9023

26.4227

OCT 2014

24.2359

24.8600

25.5002

26.0786

26.6794

27.2154

152

NORTHERN CALIFORNIA REGION

A STRUCTURE

STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9

B STRUCTURE

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

STEP 7

STEP 8

STEP 9

STEP 10

STEP 11

JOB TITLE JOB CODE GRADE YEAR

HOUSEKEEPING AIDE

092312

OCT 2012

21.9070

22.4709

23.0491

23.6555

24.2617

OCT 2013

22.5642

23.1450

23.7406

24.3652

24.9896

OCT 2014

23.2411

23.8394

24.4528

25.0962

25.7393

HOUSEKEEPING HEAD AIDE

092314

OCT 2012

23.0070

23.5991

24.2061

24.8426

25.4792

OCT 2013

23.6972

24.3071

24.9323

25.5879

26.2436

OCT 2014

24.4081

25.0363

25.6803

26.3555

27.0309

IMAGING TECH AIDE

090707

OCT 2012

22.9160

23.5061

24.1110

24.6648

25.2186

25.6692

OCT 2013

23.6035

24.2113

24.8343

25.4047

25.9752

26.4393

OCT 2014

24.3116

24.9376

25.5793

26.1668

26.7545

27.2325

IMAGING TECHNICIAN AIDE SR

090709

OCT 2012

24.0663

24.6859

25.3209

25.9026

26.4842

26.9572

OCT 2013

24.7883

25.4265

26.0805

26.6797

27.2787

27.7659

OCT 2014

25.5319

26.1893

26.8629

27.4801

28.0971

28.5989

INTERPRETER

030701

OCT 2012

25.3042

25.8950

26.5128

27.1439

27.7885

28.4467

29.1314

OCT 2013

26.0633

26.6719

27.3082

27.9582

28.6222

29.3001

30.0053

OCT 2014

26.8452

27.4721

28.1274

28.7969

29.4809

30.1791

30.9055

INTERPRETER/ MULTI-LINGUAL

030702

OCT 2012

26.0427

26.6336

27.2514

27.8826

28.5270

29.1850

29.8699

OCT 2013

26.8240

27.4326

28.0689

28.7191

29.3828

30.0606

30.7660

OCT 2014

27.6287

28.2556

28.9110

29.5807

30.2643

30.9624

31.6890

INTERPRETER/TRANSLATOR

030703

OCT 2012

26.6336

27.2647

27.9094

28.5809

29.2522

29.9505

30.6759

OCT 2013

27.4326

28.0826

28.7467

29.4383

30.1298

30.8490

31.5962

OCT 2014

28.2556

28.9251

29.6091

30.3214

31.0337

31.7745

32.5441

INVASIVE CARDIOVASCULAR SPECIALIST

038102

OCT 2012

47.0711

48.4857

49.9432

51.4442

52.9902

54.5825

56.2228

57.9122

59.6523

OCT 2013

48.4832

49.9403

51.4415

52.9875

54.5799

56.2200

57.9095

59.6496

61.4419

OCT 2014

49.9377

51.4385

52.9847

54.5771

56.2173

57.9066

59.6468

61.4391

63.2852

KPPACC Activity Assistant

090917

OCT 2012

20.8778

21.4157

21.9668

22.7759

24.2252

25.5899

OCT 2013

21.5041

22.0582

22.6258

23.4592

24.9520

26.3576

OCT 2014

22.1492

22.7199

23.3046

24.1630

25.7006

27.1483

KPPACC Business Office Clerk

090901

OCT 2012

18.8599

19.3459

19.8442

20.2641

20.8465

21.4279

OCT 2013

19.4257

19.9263

20.4395

20.8720

21.4719

22.0707

OCT 2014

20.0085

20.5241

21.0527

21.4982

22.1161

22.7328

153

NORTHERN CALIFORNIA REGION

A STRUCTURE

STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9

B STRUCTURE

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

STEP 7

STEP 8

STEP 9

STEP 10

STEP 11

JOB TITLE JOB CODE GRADE YEAR

KPPACC Cert Occup Therp Asst II

090915

OCT 2012

31.9570

32.7791

33.6218

34.4381

35.3318

36.1473

OCT 2013

32.9157

33.7625

34.6305

35.4712

36.3918

37.2317

OCT 2014

33.9032

34.7754

35.6694

36.5353

37.4836

38.3487

KPPACC Certified Nursing Assistant

090908

OCT 2012

17.6593

18.3692

19.0943

19.8648

20.6652

21.3602

OCT 2013

18.1891

18.9203

19.6671

20.4607

21.2852

22.0010

OCT 2014

18.7348

19.4879

20.2571

21.0745

21.9238

22.6610

KPPACC EVS Aide

090905

OCT 2012

14.9857

15.5898

16.2241

16.8739

17.5535

18.2635

OCT 2013

15.4353

16.0575

16.7108

17.3801

18.0801

18.8114

OCT 2014

15.8984

16.5392

17.2121

17.9015

18.6225

19.3757

KPPACC Laboratory Asst. II

090922

OCT 2012

24.3621

24.9893

25.6325

26.1110

26.8045

27.4994

OCT 2013

25.0930

25.7390

26.4015

26.8943

27.6086

28.3244

OCT 2014

25.8458

26.5112

27.1935

27.7011

28.4369

29.1741

KPPACC Lead EVS Aide

090906

OCT 2012

15.7259

16.3602

17.0398

17.7197

18.4296

19.1699

OCT 2013

16.1977

16.8510

17.5510

18.2513

18.9825

19.7450

OCT 2014

16.6836

17.3565

18.0775

18.7988

19.5520

20.3374

KPPACC Licensed Vocational Nurse

090911

OCT 2012

31.7747

32.6134

33.4520

34.2664

35.0577

35.8478

36.6389

OCT 2013

32.7279

33.5918

34.4556

35.2944

36.1094

36.9232

37.7381

OCT 2014

33.7097

34.5996

35.4893

36.3532

37.1927

38.0309

38.8702

KPPACC Maintenance Assistant

090902

OCT 2012

20.3029

20.8126

21.3351

21.8708

22.4197

22.9825

OCT 2013

20.9120

21.4370

21.9752

22.5269

23.0923

23.6720

OCT 2014

21.5394

22.0801

22.6345

23.2027

23.7851

24.3822

KPPACC Nutrition Clerk

090923

OCT 2012

15.6336

16.2628

16.9169

17.5974

18.3047

19.0404

OCT 2013

16.1026

16.7507

17.4244

18.1253

18.8538

19.6116

OCT 2014

16.5857

17.2532

17.9471

18.6691

19.4194

20.1999

KPPACC Nutrition Clerk SR

090924

OCT 2012

16.4202

17.0803

17.7672

18.4815

19.2245

19.9970

OCT 2013

16.9128

17.5927

18.3002

19.0359

19.8012

20.5969

OCT 2014

17.4202

18.1205

18.8492

19.6070

20.3952

21.2148

KPPACC Nutritional Aide

090904

OCT 2012

15.4387

16.0598

16.7057

17.3776

18.0762

18.8028

OCT 2013

15.9019

16.5416

17.2069

17.8989

18.6185

19.3669

OCT 2014

16.3790

17.0378

17.7231

18.4359

19.1771

19.9479

154

NORTHERN CALIFORNIA REGION

A STRUCTURE

STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9

B STRUCTURE

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

STEP 7

STEP 8

STEP 9

STEP 10

STEP 11

JOB TITLE JOB CODE GRADE YEAR

KPPACC Physical Therp Asst II

090916

OCT 2012

31.9570

32.7791

33.6218

34.4381

35.3318

36.1473

OCT 2013

32.9157

33.7625

34.6305

35.4712

36.3918

37.2317

OCT 2014

33.9032

34.7754

35.6694

36.5353

37.4836

38.3487

KPPACC Receptionist

090910

OCT 2012

18.8376

19.3230

19.8205

20.1540

20.6265

20.9238

OCT 2013

19.4027

19.9027

20.4151

20.7586

21.2453

21.5515

OCT 2014

19.9848

20.4998

21.0276

21.3814

21.8827

22.1980

KPPACC Records Clerk

090909

OCT 2012

19.7179

20.2273

20.7482

21.2329

21.8950

22.5675

OCT 2013

20.3094

20.8341

21.3706

21.8699

22.5519

23.2445

OCT 2014

20.9187

21.4591

22.0117

22.5260

23.2285

23.9418

KPPACC Rehab Aide

090913

OCT 2012

17.6593

18.3692

19.0943

19.8648

20.6652

21.3602

OCT 2013

18.1891

18.9203

19.6671

20.4607

21.2852

22.0010

OCT 2014

18.7348

19.4879

20.2571

21.0745

21.9238

22.6610

KPPACC Resp Care Practitioner I

090918

OCT 2012

37.3649

38.3509

39.3363

40.1018

41.0594

42.0163

OCT 2013

38.4858

39.5014

40.5164

41.3049

42.2912

43.2768

OCT 2014

39.6404

40.6864

41.7319

42.5440

43.5599

44.5751

KPPACC Resp Care Practitioner I REG

090919

OCT 2012

39.2377

40.2726

41.3071

42.1119

43.1166

44.1196

OCT 2013

40.4148

41.4808

42.5463

43.3753

44.4101

45.4432

OCT 2014

41.6272

42.7252

43.8227

44.6766

45.7424

46.8065

KPPACC Resp Care Practitioner II

090920

OCT 2012

39.3656

40.4038

41.4419

42.3981

43.9300

45.8437

47.7578

OCT 2013

40.5466

41.6159

42.6852

43.6700

45.2479

47.2190

49.1905

OCT 2014

41.7630

42.8644

43.9658

44.9801

46.6053

48.6356

50.6662

KPPACC Resp Care Practitioner II REG

090921

OCT 2012

41.3386

42.4279

43.5187

44.5227

46.1309

48.1411

50.1504

OCT 2013

42.5788

43.7007

44.8243

45.8584

47.5148

49.5853

51.6549

OCT 2014

43.8562

45.0117

46.1690

47.2342

48.9402

51.0729

53.2045

KPPACC Restorative Nurse Assistant

090914

OCT 2012

19.1699

19.9402

20.6192

21.5747

22.4411

23.3425

OCT 2013

19.7450

20.5384

21.2378

22.2219

23.1143

24.0428

OCT 2014

20.3374

21.1546

21.8749

22.8886

23.8077

24.7641

KPPACC Soc Worker/Discharge Planner

090931

OCT 2012

31.7747

32.6134

33.4520

34.2664

35.0577

35.8478

36.6389

OCT 2013

32.7279

33.5918

34.4556

35.2944

36.1094

36.9232

37.7381

OCT 2014

33.7097

34.5996

35.4893

36.3532

37.1927

38.0309

38.8702

155

NORTHERN CALIFORNIA REGION

A STRUCTURE

STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9

B STRUCTURE

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

STEP 7

STEP 8

STEP 9

STEP 10

STEP 11

JOB TITLE JOB CODE GRADE YEAR

KPPACC Staffing Assistant

090912

OCT 2012

24.6716

25.3066

25.9573

26.5636

27.3919

28.2207

OCT 2013

25.4117

26.0658

26.7360

27.3605

28.2137

29.0673

OCT 2014

26.1741

26.8478

27.5381

28.1813

29.0601

29.9393

KPPACC Storekeeper II

090903

OCT 2012

18.3343

18.8067

19.2912

19.7822

20.4589

20.9724

OCT 2013

18.8843

19.3709

19.8699

20.3757

21.0727

21.6016

OCT 2014

19.4508

19.9520

20.4660

20.9870

21.7049

22.2496

KPPACC Unit Assistant

090907

OCT 2012

17.6593

18.3692

19.0943

19.8648

20.6652

21.3602

OCT 2013

18.1891

18.9203

19.6671

20.4607

21.2852

22.0010

OCT 2014

18.7348

19.4879

20.2571

21.0745

21.9238

22.6610

LABORATORY ASSISTANT I

090771

OCT 2012

23.4878

24.5758

25.2091

25.6324

26.2326

26.8334

OCT 2013

24.1924

25.3131

25.9654

26.4014

27.0196

27.6384

OCT 2014

24.9182

26.0725

26.7444

27.1934

27.8302

28.4676

LABORATORY ASSISTANT II

090772

OCT 2012

25.0954

25.7416

26.4041

26.8970

27.6113

28.3270

OCT 2013

25.8483

26.5138

27.1962

27.7039

28.4396

29.1768

OCT 2014

26.6237

27.3092

28.0121

28.5350

29.2928

30.0521

LABORATORY ASSISTANT III

090773

OCT 2012

25.8735

26.5195

27.1821

27.6751

28.3890

29.1049

OCT 2013

26.6497

27.3151

27.9976

28.5054

29.2407

29.9780

OCT 2014

27.4492

28.1346

28.8375

29.3606

30.1179

30.8773

LABORATORY ASSISTANT SR

090774

OCT 2012

27.1716

27.8500

28.5455

29.0635

29.8130

30.5646

OCT 2013

27.9867

28.6855

29.4019

29.9354

30.7074

31.4815

OCT 2014

28.8263

29.5461

30.2840

30.8335

31.6286

32.4259

LICENSED VOC NURSE IV CERT

032844

OCT 2012

33.3680

34.2488

35.1288

35.9844

36.8149

37.6448

38.4754

OCT 2013

34.3690

35.2763

36.1827

37.0639

37.9193

38.7741

39.6297

OCT 2014

35.4001

36.3346

37.2682

38.1758

39.0569

39.9373

40.8186

LICENSED VOC NURSE IV CERT SR

032845

OCT 2012

34.3714

35.2790

36.1853

37.0664

37.9222

38.7769

39.6322

OCT 2013

35.4025

36.3374

37.2709

38.1784

39.0599

39.9402

40.8212

OCT 2014

36.4646

37.4275

38.3890

39.3238

40.2317

41.1384

42.0458

LICENSED VOCATIONAL NURSE

032842

OCT 2012

31.7747

32.6134

33.4520

34.2664

35.0577

35.8478

36.6389

OCT 2013

32.7279

33.5918

34.4556

35.2944

36.1094

36.9232

37.7381

OCT 2014

33.7097

34.5996

35.4893

36.3532

37.1927

38.0309

38.8702

156

NORTHERN CALIFORNIA REGION

A STRUCTURE

STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9

B STRUCTURE

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

STEP 7

STEP 8

STEP 9

STEP 10

STEP 11

JOB TITLE JOB CODE GRADE YEAR

LICENSED VOCATIONAL NURSE SR

032843

OCT 2012

33.3680

34.2488

35.1288

35.9844

36.8149

37.6448

38.4754

OCT 2013

34.3690

35.2763

36.1827

37.0639

37.9193

38.7741

39.6297

OCT 2014

35.4001

36.3346

37.2682

38.1758

39.0569

39.9373

40.8186

LINEN ROOM SUPERVISOR

092524

OCT 2012

22.4826

23.0612

23.6555

24.2617

24.8679

OCT 2013

23.1571

23.7530

24.3652

24.9896

25.6139

OCT 2014

23.8518

24.4656

25.0962

25.7393

26.3823

LITHOTRIPSY TECHNICIAN

090704

OCT 2012

24.8586

25.4983

26.1541

26.7552

27.3557

27.8443

OCT 2013

25.6044

26.2632

26.9387

27.5579

28.1764

28.6796

OCT 2014

26.3725

27.0511

27.7469

28.3846

29.0217

29.5400

LVC LASER TECHNICIAN

034545

OCT 2012

33.4225

34.2820

35.1628

37.0181

38.8743

40.7296

42.5851

OCT 2013

34.4252

35.3105

36.2177

38.1286

40.0405

41.9515

43.8627

OCT 2014

35.4580

36.3698

37.3042

39.2725

41.2417

43.2100

45.1786

MEDICAL ASSISTANT

090702

OCT 2012

22.9160

23.5061

24.1110

24.6648

25.2186

25.6692

OCT 2013

23.6035

24.2113

24.8343

25.4047

25.9752

26.4393

OCT 2014

24.3116

24.9376

25.5793

26.1668

26.7545

27.2325

MEDICAL ASSISTANT SR

090703

OCT 2012

24.0663

24.6859

25.3209

25.9026

26.4840

26.9572

OCT 2013

24.7883

25.4265

26.0805

26.6797

27.2785

27.7659

OCT 2014

25.5319

26.1893

26.8629

27.4801

28.0969

28.5989

MEDICAL SECRETARY

051352

OCT 2012

28.9727

29.7373

30.5020

31.4146

26.4842

33.3872

OCT 2013

29.8419

30.6294

31.4171

32.3570

27.2787

34.3888

OCT 2014

30.7372

31.5483

32.3596

33.3277

28.0971

35.4205

MEDICAL SECRETARY SR

051353

OCT 2012

30.4253

31.2284

32.0317

32.9903

34.0266

35.0607

OCT 2013

31.3381

32.1653

32.9927

33.9800

35.0474

36.1125

OCT 2014

32.2782

33.1303

33.9825

34.9994

36.0988

37.1959

MEDICAL SECRETARY TRAINEE

051350

OCT 2012

23.3342

23.9345

24.5512

25.0092

25.6741

26.3387

OCT 2013

24.0342

24.6525

25.2877

25.7595

26.4443

27.1289

OCT 2014

24.7552

25.3921

26.0463

26.5323

27.2376

27.9428

MENTAL HEALTH WORKER

090840

OCT 2012

25.3125

25.9811

26.6491

27.3072

27.9650

28.6004

OCT 2013

26.0719

26.7605

27.4486

28.1264

28.8040

29.4584

OCT 2014

26.8541

27.5633

28.2721

28.9702

29.6681

30.3422

157

NORTHERN CALIFORNIA REGION

A STRUCTURE

STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9

B STRUCTURE

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

STEP 7

STEP 8

STEP 9

STEP 10

STEP 11

JOB TITLE JOB CODE GRADE YEAR

MESSENGER DRIVER

072112

OCT 2012

22.0988

22.6676

23.2509

23.6555

23.9586

OCT 2013

22.7618

23.3476

23.9484

24.3652

24.6774

OCT 2014

23.4447

24.0480

24.6669

25.0962

25.4177

MESSENGER DRIVER SR

072113

OCT 2012

23.4139

24.0168

24.6348

25.0387

25.3417

OCT 2013

24.1163

24.7373

25.3738

25.7899

26.1020

OCT 2014

24.8398

25.4794

26.1350

26.5636

26.8851

MOLECULAR TECHNOLOGIST I

024745

OCT 2012

45.7605

46.9665

48.1735

48.8120

50.5317

52.2159

54.3082

OCT 2013

47.1333

48.3755

49.6187

50.2764

52.0477

53.7824

55.9374

OCT 2014

48.5473

49.8268

51.1073

51.7847

53.6091

55.3959

57.6155

MOLECULAR TECHNOLOGIST II

024725

OCT 2012

47.2764

48.5231

49.7695

50.7280

52.4118

54.2736

56.4479

OCT 2013

48.6947

49.9788

51.2626

52.2498

53.9842

55.9018

58.1413

OCT 2014

50.1555

51.4782

52.8005

53.8173

55.6037

57.5789

59.8855

MOLECULAR TECHNOLOGIST III

024726

OCT 2012

48.8939

50.1832

51.4723

52.6063

54.5392

56.4369

58.6980

OCT 2013

50.3607

51.6887

53.0165

54.1845

56.1754

58.1300

60.4589

OCT 2014

51.8715

53.2394

54.6070

55.8100

57.8607

59.8739

62.2727

MOLECULAR TECHNOLOGIST SR

024727

OCT 2012

51.3429

52.6968

54.0505

55.2411

57.2706

59.2632

61.6375

OCT 2013

52.8832

54.2777

55.6720

56.8983

58.9887

61.0411

63.4866

OCT 2014

54.4697

55.9060

57.3422

58.6052

60.7584

62.8723

65.3912

MOLECULAR TECHNOLOGIST TRAINEE

024728

OCT 2012

35.6548

37.1593

OCT 2013

36.7244

38.2741

OCT 2014

37.8261

39.4223

MONITOR TECHNICIAN

051514

OCT 2012

24.0218

24.6268

25.2474

25.7655

26.3134

26.9531

OCT 2013

24.7425

25.3656

26.0048

26.5385

27.1028

27.7617

OCT 2014

25.4848

26.1266

26.7849

27.3347

27.9159

28.5946

MRI TECHNOLOGIST I

024751

OCT 2012

46.0573

46.9813

47.9222

48.8828

49.8332

OCT 2013

47.4390

48.3907

49.3599

50.3493

51.3282

OCT 2014

48.8622

49.8424

50.8407

51.8598

52.8680

MRI TECHNOLOGIST II

024752

OCT 2012

49.2408

50.2273

51.2334

52.2596

53.3066

54.3752

56.5537

OCT 2013

50.7180

51.7341

52.7704

53.8274

54.9058

56.0065

58.2503

OCT 2014

52.2395

53.2861

54.3535

55.4422

56.5530

57.6867

59.9978

158

NORTHERN CALIFORNIA REGION

A STRUCTURE

STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9

B STRUCTURE

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

STEP 7

STEP 8

STEP 9

STEP 10

STEP 11

JOB TITLE JOB CODE GRADE YEAR

MRI TECHNOLOGIST SUPV

024753

OCT 2012

52.4227

53.4730

54.5443

55.6371

56.7517

57.8885

60.2075

OCT 2013

53.9954

55.0772

56.1806

57.3062

58.4543

59.6252

62.0137

OCT 2014

55.6153

56.7295

57.8660

59.0254

60.2079

61.4140

63.8741

MRI TECHNOLOGIST TRAINEE

024750

OCT 2012

40.8521

41.6708

42.5054

OCT 2013

42.0777

42.9209

43.7806

OCT 2014

43.3400

44.2085

45.0940

NEURODIAGNOSTIC TECH I

030451

OCT 2012

48.9456

50.4125

51.9378

53.4917

55.1040

56.7598

58.4592

OCT 2013

50.4140

51.9249

53.4959

55.0965

56.7571

58.4626

60.2130

OCT 2014

51.9264

53.4826

55.1008

56.7494

58.4598

60.2165

62.0194

NEURODIAGNOSTIC TECH II

030452

OCT 2012

50.4125

51.9378

53.4917

55.1040

56.7598

58.4592

60.2166

OCT 2013

51.9249

53.4959

55.0965

56.7571

58.4626

60.2130

62.0231

OCT 2014

53.4826

55.1008

56.7494

58.4598

60.2165

62.0194

63.8838

NEUROPHYS MONITORING SPEC

030454

OCT 2012

50.4125

51.9378

53.4917

55.1040

56.7598

58.4592

60.2166

OCT 2013

51.9249

53.4959

55.0965

56.7571

58.4626

60.2130

62.0231

OCT 2014

53.4826

55.1008

56.7494

58.4598

60.2165

62.0194

63.8838

NUCLEAR MEDICINE TECH I

034442

OCT 2012

51.4132

52.7685

54.1239

55.5474

56.9709

58.3941

59.8178

OCT 2013

52.9556

54.3516

55.7476

57.2138

58.6800

60.1459

61.6123

OCT 2014

54.5443

55.9821

57.4200

58.9302

60.4404

61.9503

63.4607

NUCLEAR MEDICINE TECH II

034443

OCT 2012

54.5747

56.0130

57.4506

59.1915

61.0105

62.7521

65.2659

OCT 2013

56.2119

57.6934

59.1741

60.9672

62.8408

64.6347

67.2239

OCT 2014

57.8983

59.4242

60.9493

62.7962

64.7260

66.5737

69.2406

NUCLEAR MEDICINE TECH SUPV

034444

OCT 2012

57.3077

58.8179

60.3277

62.1558

64.0656

65.8944

68.5336

OCT 2013

59.0269

60.5824

62.1375

64.0205

65.9876

67.8712

70.5896

OCT 2014

60.7977

62.3999

64.0016

65.9411

67.9672

69.9073

72.7073

NURSE ASSISTANT

090832

OCT 2012

22.7304

23.3150

23.9153

24.4663

25.0380

25.5478

OCT 2013

23.4123

24.0145

24.6328

25.2003

25.7891

26.3142

OCT 2014

24.1147

24.7349

25.3718

25.9563

26.5628

27.1036

NURSE ASSISTANT SR

090834

OCT 2012

23.8715

24.4854

25.1156

25.6944

26.2945

26.8296

OCT 2013

24.5876

25.2200

25.8691

26.4652

27.0833

27.6345

OCT 2014

25.3252

25.9766

26.6452

27.2592

27.8958

28.4635

159

NORTHERN CALIFORNIA REGION

A STRUCTURE

STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9

B STRUCTURE

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

STEP 7

STEP 8

STEP 9

STEP 10

STEP 11

JOB TITLE JOB CODE GRADE YEAR

NURSE ASSISTANT TRAINEE

090831

OCT 2012

19.5789

OCT 2013

20.1663

OCT 2014

20.7713

NURSING WORK-STUDY INTERN

090836

OCT 2012

22.7304

23.3150

23.9153

24.4663

25.0380

25.5478

OCT 2013

23.4123

24.0145

24.6328

25.2003

25.7891

26.3142

OCT 2014

24.1147

24.7349

25.3718

25.9563

26.5628

27.1036

NUTRITION AIDE

091822

OCT 2012

21.6562

22.2144

22.7867

23.6496

24.2252

OCT 2013

22.3059

22.8808

23.4703

24.3591

24.9520

OCT 2014

22.9751

23.5672

24.1744

25.0899

25.7006

NUTRITION ASSISTANT

051001

OCT 2012

27.0132

27.7975

28.5819

29.3661

30.2232

31.0512

31.9372

OCT 2013

27.8236

28.6314

29.4394

30.2471

31.1299

31.9827

32.8953

OCT 2014

28.6583

29.4903

30.3226

31.1545

32.0638

32.9422

33.8822

NUTRITION CLERK

051262

OCT 2012

21.9306

22.4954

23.0742

23.9373

24.5126

OCT 2013

22.5885

23.1703

23.7664

24.6554

25.2480

OCT 2014

23.2662

23.8654

24.4794

25.3951

26.0054

NUTRITION CLERK SR

051263

OCT 2012

23.0314

23.6246

24.2322

25.1387

25.7428

OCT 2013

23.7223

24.3333

24.9592

25.8929

26.5151

OCT 2014

24.4340

25.0633

25.7080

26.6697

27.3106

NUTRITION PARTNER

091823

OCT 2012

21.9306

22.4954

23.0742

23.9373

24.5126

OCT 2013

22.5885

23.1703

23.7664

24.6554

25.2480

OCT 2014

23.2662

23.8654

24.4794

25.3951

26.0054

OB TECHNICIAN

034492

OCT 2012

23.9478

24.5640

25.1959

25.8221

26.5096

27.1357

OCT 2013

24.6662

25.3009

25.9518

26.5968

27.3049

27.9498

OCT 2014

25.4062

26.0599

26.7304

27.3947

28.1240

28.7883

OB TECHNICIAN SR

034493

OCT 2012

25.1498

25.7967

26.4601

27.1180

27.8397

28.4970

OCT 2013

25.9043

26.5706

27.2539

27.9315

28.6749

29.3519

OCT 2014

26.6814

27.3677

28.0715

28.7694

29.5351

30.2325

OCCUP HEALTH TECH CERT

090705

OCT 2012

23.3497

23.9511

24.5675

25.1320

25.6959

26.1552

OCT 2013

24.0502

24.6696

25.3045

25.8860

26.4668

26.9399

OCT 2014

24.7717

25.4097

26.0636

26.6626

27.2608

27.7481

160

NORTHERN CALIFORNIA REGION

A STRUCTURE

STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9

B STRUCTURE

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

STEP 7

STEP 8

STEP 9

STEP 10

STEP 11

JOB TITLE JOB CODE GRADE YEAR

OCCUP HEALTH TECH SR CERT

090706

OCT 2012

24.5220

25.1533

25.8004

26.3931

26.9853

27.4678

OCT 2013

25.2577

25.9079

26.5744

27.1849

27.7949

28.2918

OCT 2014

26.0154

26.6851

27.3716

28.0004

28.6287

29.1406

OCCUPATIONAL THERP ASST I CERT

030742

OCT 2012

27.7750

28.4893

29.2220

29.9320

30.7091

31.4179

OCT 2013

28.6083

29.3440

30.0987

30.8300

31.6304

32.3604

OCT 2014

29.4665

30.2243

31.0017

31.7549

32.5793

33.3312

OCCUPATIONAL THERP ASST II CERT

030743

OCT 2012

31.9570

32.7791

33.6218

34.4381

35.3318

36.1473

OCT 2013

32.9157

33.7625

34.6305

35.4712

36.3918

37.2317

OCT 2014

33.9032

34.7754

35.6694

36.5353

37.4836

38.3487

OPHTHALMIC PHOTOGRAPHER

034542

OCT 2012

29.8106

30.5772

31.3638

32.1035

34.5701

37.0378

OCT 2013

30.7049

31.4945

32.3047

33.0666

35.6072

38.1489

OCT 2014

31.6260

32.4393

33.2738

34.0586

36.6754

39.2934

OPHTHALMIC TECHNICIAN

034543

OCT 2012

31.8259

32.6450

33.4847

35.2513

37.0187

38.7857

40.5529

OCT 2013

32.7807

33.6244

34.4892

36.3088

38.1293

39.9493

41.7695

OCT 2014

33.7641

34.6331

35.5239

37.3981

39.2732

41.1478

43.0226

OPHTHALMIC TECHNICIAN II CERT

034544

OCT 2012

33.4225

34.2820

35.1628

37.0181

38.8743

40.7296

42.5851

OCT 2013

34.4252

35.3105

36.2177

38.1286

40.0405

41.9515

43.8627

OCT 2014

35.4580

36.3698

37.3042

39.2725

41.2417

43.2100

45.1786

OR EQUIPMENT TECH

030310

OCT 2012

27.1223

27.8198

28.5356

29.2450

30.0226

30.7318

OCT 2013

27.9360

28.6544

29.3917

30.1224

30.9233

31.6538

OCT 2014

28.7741

29.5140

30.2735

31.0261

31.8510

32.6034

OR EQUIPMENT TECH SR

030311

OCT 2012

28.4831

29.2154

29.9665

30.7114

31.5281

32.2729

OCT 2013

29.3376

30.0919

30.8655

31.6327

32.4739

33.2411

OCT 2014

30.2177

30.9947

31.7915

32.5817

33.4481

34.2383

ORTHOPEDIC TECHNICIAN I

030331

OCT 2012

27.1223

27.8198

28.5356

29.2450

30.0226

30.7318

OCT 2013

27.9360

28.6544

29.3917

30.1224

30.9233

31.6538

OCT 2014

28.7741

29.5140

30.2735

31.0261

31.8510

32.6034

ORTHOPEDIC TECHNICIAN II

030332

OCT 2012

27.6666

28.3780

29.1080

29.8314

30.6249

31.3480

OCT 2013

28.4966

29.2293

29.9812

30.7263

31.5436

32.2884

OCT 2014

29.3515

30.1062

30.8806

31.6481

32.4899

33.2571

161

NORTHERN CALIFORNIA REGION

A STRUCTURE

STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9

B STRUCTURE

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

STEP 7

STEP 8

STEP 9

STEP 10

STEP 11

JOB TITLE JOB CODE GRADE YEAR

ORTHOPEDIC TECHNICIAN SR

030333

OCT 2012

29.0543

29.8014

30.5678

31.3275

32.1607

32.9201

33.7453

OCT 2013

29.9259

30.6954

31.4848

32.2673

33.1255

33.9077

34.7577

OCT 2014

30.8237

31.6163

32.4293

33.2353

34.1193

34.9249

35.8004

OUTPATIENT/AMBULATORY CODER

057815

OCT 2012

30.4394

31.3554

32.2988

33.2705

34.2713

35.3020

OCT 2013

31.3526

32.2961

33.2678

34.2686

35.2994

36.3611

OCT 2014

32.2932

33.2650

34.2658

35.2967

36.3584

37.4519

PACEMAKER TECHNICIAN

030304

OCT 2012

28.1171

28.7898

29.4793

30.2774

31.4262

32.2751

OCT 2013

28.9606

29.6535

30.3637

31.1857

32.3690

33.2434

OCT 2014

29.8294

30.5431

31.2746

32.1213

33.3401

34.2407

PACEMAKER TECHNICIAN SR

030305

OCT 2012

29.5280

30.2336

30.9576

31.7957

33.0025

34.0228

OCT 2013

30.4138

31.1406

31.8863

32.7496

33.9926

35.0435

OCT 2014

31.3262

32.0748

32.8429

33.7321

35.0124

36.0948

PATHOLOGY TECHNICAL ASST HS

030722

OCT 2012

27.0318

27.7272

28.4403

29.1473

29.9224

30.6286

31.8573

PATHOLOGY TECH ASST I AA

030724

OCT 2013

27.8428

28.5590

29.2935

30.0217

30.8201

31.5475

32.8130

OCT 2014

28.6781

29.4158

30.1723

30.9224

31.7447

32.4939

33.7974

PATHOLOGY TECHNICAL ASST SR HS

030723

OCT 2012

28.3879

29.1180

29.8666

30.6088

31.4231

32.1647

33.4550

PATHOLOGY TECH ASST SR AA

030725

OCT 2013

29.2395

29.9915

30.7626

31.5271

32.3658

33.1296

34.4587

OCT 2014

30.1167

30.8912

31.6855

32.4729

33.3368

34.1235

35.4925

PATIENT CARE TECH

090835

OCT 2012

24.0811

24.7006

25.3366

25.8670

26.4285

27.0838

OCT 2013

24.8035

25.4416

26.0967

26.6430

27.2214

27.8963

OCT 2014

25.5476

26.2048

26.8796

27.4423

28.0380

28.7332

PATIENT MOBILITY TECH I

030373

OCT 2012

23.1923

23.7887

24.4012

24.9634

25.5462

26.0667

OCT 2013

23.8881

24.5024

25.1332

25.7123

26.3126

26.8487

OCT 2014

24.6047

25.2375

25.8872

26.4837

27.1020

27.6542

PATIENT MOBILITY TECH II

030374

OCT 2012

24.0811

24.7006

25.3366

25.8670

26.4285

27.0838

OCT 2013

24.8035

25.4416

26.0967

26.6430

27.2214

27.8963

OCT 2014

25.5476

26.2048

26.8796

27.4423

28.0380

28.7332

PATIENT TRANSPORTATION AIDE

030372

OCT 2012

21.3746

21.9245

22.4891

22.8325

23.2980

23.7622

OCT 2013

22.0158

22.5822

23.1638

23.5175

23.9969

24.4751

OCT 2014

22.6763

23.2597

23.8587

24.2230

24.7168

25.2094

162

NORTHERN CALIFORNIA REGION

A STRUCTURE

STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9

B STRUCTURE

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

STEP 7

STEP 8

STEP 9

STEP 10

STEP 11

JOB TITLE JOB CODE GRADE YEAR

PHARMACY INTERN

033400

OCT 2012

25.5592

26.2169

26.8918

27.3935

28.1214

28.8501

OCT 2013

26.3260

27.0034

27.6986

28.2153

28.9650

29.7156

OCT 2014

27.1158

27.8135

28.5296

29.0618

29.8340

30.6071

PHARMACY TECH INPATIENT LEAD

034654

OCT 2012

27.2335

27.9341

28.6530

29.1795

29.9439

31.8930

OCT 2013

28.0505

28.7721

29.5126

30.0549

30.8422

32.8498

OCT 2014

28.8920

29.6353

30.3980

30.9565

31.7675

33.8353

PHARMACY TECH OUTPATIENT LEAD

034655

OCT 2012

26.1721

26.8456

27.5361

28.0425

28.7772

30.0814

OCT 2013

26.9573

27.6510

28.3622

28.8838

29.6405

30.9838

OCT 2014

27.7660

28.4805

29.2131

29.7503

30.5297

31.9133

PHARMACY TECHNICIAN INPATIENT

034652

OCT 2012

25.9324

26.5993

27.2841

27.7856

28.5137

30.3701

OCT 2013

26.7104

27.3973

28.1026

28.6192

29.3691

31.2812

OCT 2014

27.5117

28.2192

28.9457

29.4778

30.2502

32.2196

PHARMACY TECHNICIAN OUTPATIENT

034653

OCT 2012

24.9219

25.5629

26.2207

26.7033

27.4022

28.6446

OCT 2013

25.6696

26.3298

27.0073

27.5044

28.2243

29.5039

OCT 2014

26.4397

27.1197

27.8175

28.3295

29.0710

30.3890

PHYSICAL THERAPY AIDE

030302

OCT 2012

22.5296

23.1098

23.7048

24.1004

24.6617

25.2238

OCT 2013

23.2055

23.8031

24.4159

24.8234

25.4016

25.9805

OCT 2014

23.9017

24.5172

25.1484

25.5681

26.1636

26.7599

PHYSICAL THERAPY AIDE SR

030303

OCT 2012

23.6608

24.2701

24.8944

25.3100

25.8997

26.4927

OCT 2013

24.3706

24.9982

25.6412

26.0693

26.6767

27.2875

OCT 2014

25.1017

25.7481

26.4104

26.8514

27.4770

28.1061

PHYSICAL THERAPY ASST I

030732

OCT 2012

30.1432

30.9183

31.7136

32.4838

33.3268

34.0962

OCT 2013

31.0475

31.8458

32.6650

33.4583

34.3266

35.1191

OCT 2014

31.9789

32.8012

33.6450

34.4620

35.3564

36.1727

PHYSICAL THERAPY ASST II

030733

OCT 2012

31.9570

32.7791

33.6218

34.4381

35.3318

36.1473

OCT 2013

32.9157

33.7625

34.6305

35.4712

36.3918

37.2317

OCT 2014

33.9032

34.7754

35.6694

36.5353

37.4836

38.3487

PROFESSIONAL SVCS CODER I

057804

OCT 2012

28.9129

29.7829

30.6792

31.6024

32.5531

33.5324

OCT 2013

29.7803

30.6764

31.5996

32.5505

33.5297

34.5384

OCT 2014

30.6737

31.5967

32.5476

33.5270

34.5356

35.5746

163

NORTHERN CALIFORNIA REGION

A STRUCTURE

STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9

B STRUCTURE

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

STEP 7

STEP 8

STEP 9

STEP 10

STEP 11

JOB TITLE JOB CODE GRADE YEAR

PROFESSIONAL SVCS CODER II

057805

OCT 2012

30.4394

31.3554

32.2988

33.2705

34.2713

35.3020

OCT 2013

31.3526

32.2961

33.2678

34.2686

35.2994

36.3611

OCT 2014

32.2932

33.2650

34.2658

35.2967

36.3584

37.4519

PROFESSIONAL SVCS CODER III

057806

OCT 2012

32.0463

33.0103

34.0033

35.0262

36.0797

37.1648

OCT 2013

33.0077

34.0006

35.0234

36.0770

37.1621

38.2797

OCT 2014

33.9979

35.0206

36.0741

37.1593

38.2770

39.4281

PROJECTOR OPERATOR

073202

OCT 2012

22.1521

22.7235

23.3070

23.9137

24.5194

OCT 2013

22.8167

23.4052

24.0062

24.6311

25.2550

OCT 2014

23.5012

24.1074

24.7264

25.3700

26.0127

PSYCHIATRIC ATTENDANT

030802

OCT 2012

25.3125

25.9811

26.6491

27.3072

27.9650

28.6004

OCT 2013

26.0719

26.7605

27.4486

28.1264

28.8040

29.4584

OCT 2014

26.8541

27.5633

28.2721

28.9702

29.6681

30.3422

PSYCHIATRIC TECHNICIAN

030322

OCT 2012

29.2739

30.0467

30.8192

31.5700

32.2993

33.0274

33.7565

OCT 2013

30.1521

30.9481

31.7438

32.5171

33.2683

34.0182

34.7692

OCT 2014

31.0567

31.8765

32.6961

33.4926

34.2663

35.0387

35.8123

PSYCHIATRIC TECHNICIAN SR

030323

OCT 2012

30.7422

31.5538

32.3645

33.1529

33.9183

34.6833

35.4490

OCT 2013

31.6645

32.5004

33.3354

34.1475

34.9358

35.7238

36.5125

OCT 2014

32.6144

33.4754

34.3355

35.1719

35.9839

36.7955

37.6079

RADIATION ONCOLOGY TECH

034684

OCT 2012

27.6666

28.3780

29.1080

29.8314

30.6249

31.3480

RADIATION ONCOLOGY AIDE

034678

OCT 2013

28.4966

29.2293

29.9812

30.7263

31.5436

32.2884

OCT 2014

29.3515

30.1062

30.8806

31.6481

32.4899

33.2571

RADIATION THERAPIST

034475

OCT 2012

54.1506

55.7460

57.3238

59.1783

61.9720

64.9477

67.5617

OCT 2013

55.7751

57.4184

59.0435

60.9536

63.8312

66.8961

69.5886

OCT 2014

57.4484

59.1410

60.8148

62.7822

65.7461

68.9030

71.6763

RADIATION THERAPIST LEAD

034476

OCT 2012

56.8628

58.5379

60.1946

62.1416

65.0751

68.1994

70.9443

OCT 2013

58.5687

60.2940

62.0004

64.0058

67.0274

70.2454

73.0726

OCT 2014

60.3258

62.1028

63.8604

65.9260

69.0382

72.3528

75.2648

RADIOLOGIC FILM PROC TECH LEAD

075024

OCT 2012

36.3902

37.4848

38.5793

39.6736

40.7681

41.8624

OCT 2013

37.4819

38.6093

39.7367

40.8638

41.9911

43.1183

OCT 2014

38.6064

39.7676

40.9288

42.0897

43.2508

44.4118

164

NORTHERN CALIFORNIA REGION

A STRUCTURE

STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9

B STRUCTURE

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

STEP 7

STEP 8

STEP 9

STEP 10

STEP 11

JOB TITLE JOB CODE GRADE YEAR

RADIOLOGIC FILM PROCESSOR TECH I

075022

OCT 2012

30.0583

30.7545

31.5455

32.3964

33.5580

34.7189

OCT 2013

30.9600

31.6771

32.4919

33.3683

34.5647

35.7605

OCT 2014

31.8888

32.6274

33.4667

34.3693

35.6016

36.8333

RADIOLOGIC TECH I

034801

OCT 2012

40.2310

OCT 2013

41.4379

OCT 2014

42.6810

RADIOLOGIC TECH II

034802

OCT 2012

42.2469

43.5170

44.8252

46.1727

47.5606

48.9902

50.4626

51.9791

53.5413

OCT 2013

43.5143

44.8225

46.1700

47.5579

48.9874

50.4599

51.9765

53.5385

55.1475

OCT 2014

44.8197

46.1672

47.5551

48.9846

50.4570

51.9737

53.5358

55.1447

56.8019

RADIOLOGIC TECH III

034803

OCT 2012

43.5170

44.8252

46.1727

47.5606

48.9902

50.4626

51.9791

53.5413

55.1502

OCT 2013

44.8225

46.1700

47.5579

48.9874

50.4599

51.9765

53.5385

55.1475

56.8047

OCT 2014

46.1672

47.5551

48.9846

50.4570

51.9737

53.5358

55.1447

56.8019

58.5088

RADIOLOGIC TECH IV

034804

OCT 2012

45.6975

47.0711

48.4857

49.9432

51.4442

52.9902

54.5825

56.2228

57.9122

OCT 2013

47.0684

48.4832

49.9403

51.4415

52.9875

54.5799

56.2200

57.9095

59.6496

OCT 2014

48.4805

49.9377

51.4385

52.9847

54.5771

56.2173

57.9066

59.6468

61.4391

RADIOLOGIC TECH LEAD

034806

OCT 2012

49.4290

50.9147

52.4449

54.0209

55.6441

57.3160

59.0384

60.8123

62.6394

OCT 2013

50.9119

52.4421

54.0182

55.6415

57.3134

59.0355

60.8096

62.6367

64.5186

OCT 2014

52.4393

54.0154

55.6387

57.3107

59.0328

60.8066

62.6339

64.5158

66.4542

RADIOLOGIC TECH V

034805

OCT 2012

47.0711

48.4857

49.9432

51.4442

52.9902

54.5825

56.2228

57.9122

59.6523

OCT 2013

48.4832

49.9403

51.4415

52.9875

54.5799

56.2200

57.9095

59.6496

61.4419

OCT 2014

49.9377

51.4385

52.9847

54.5771

56.2173

57.9066

59.6468

61.4391

63.2852

RADIOLOGICAL FILM PROCESSOR TECH II

075025

OCT 2012

34.6533

35.6954

36.7379

37.7800

38.8224

39.8645

OCT 2013

35.6929

36.7663

37.8400

38.9134

39.9871

41.0604

OCT 2014

36.7637

37.8693

38.9752

40.0808

41.1867

42.2922

RADIOLOGICAL TECH LIMITED

034481

OCT 2012

32.7840

33.6489

34.5141

35.0603

35.8366

OCT 2013

33.7675

34.6584

35.5495

36.1121

36.9117

OCT 2014

34.7805

35.6982

36.6160

37.1955

38.0191

REGL LAB COMPUTER OPER ASST

070702

OCT 2012

25.3311

25.9247

26.5336

26.9792

27.6249

28.2720

OCT 2013

26.0910

26.7024

27.3296

27.7886

28.4536

29.1202

OCT 2014

26.8737

27.5035

28.1495

28.6223

29.3072

29.9938

165

NORTHERN CALIFORNIA REGION

A STRUCTURE

STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9

B STRUCTURE

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

STEP 7

STEP 8

STEP 9

STEP 10

STEP 11

JOB TITLE JOB CODE GRADE YEAR

REGL LAB SUPPORT SPECIALIST

090775

OCT 2012

25.0954

25.7416

26.4041

26.8970

27.6113

28.3270

OCT 2013

25.8483

26.5138

27.1962

27.7039

28.4396

29.1768

OCT 2014

26.6237

27.3092

28.0121

28.5350

29.2928

30.0521

RESP CARE PERMITTEE

034620

OCT 2012

33.6194

OCT 2013

34.6280

OCT 2014

35.6668

RESP CARE PRACTITIONER I

034625

OCT 2012

37.3649

38.3509

39.3363

40.1018

41.0594

42.0163

OCT 2013

38.4858

39.5014

40.5164

41.3049

42.2912

43.2768

OCT 2014

39.6404

40.6864

41.7319

42.5440

43.5599

44.5751

RESP CARE PRACTITIONER I REG

034621

OCT 2012

39.2377

40.2726

41.3071

42.1119

43.1166

44.1196

OCT 2013

40.4148

41.4808

42.5463

43.3753

44.4101

45.4432

OCT 2014

41.6272

42.7252

43.8227

44.6766

45.7424

46.8065

RESP CARE PRACTITIONER II

034626

OCT 2012

39.3656

40.4038

41.4419

42.3981

43.9300

45.8437

47.7578

OCT 2013

40.5466

41.6159

42.6852

43.6700

45.2479

47.2190

49.1905

OCT 2014

41.7630

42.8644

43.9658

44.9801

46.6053

48.6356

50.6662

RESP CARE PRACTITIONER II REG

034622

OCT 2012

41.3386

42.4279

43.5187

44.5227

46.1309

48.1411

50.1504

OCT 2013

42.5788

43.7007

44.8243

45.8584

47.5148

49.5853

51.6549

OCT 2014

43.8562

45.0117

46.1690

47.2342

48.9402

51.0729

53.2045

RESP CARE PRACTITIONER SUPV

034627

OCT 2012

43.4098

44.5538

45.6993

46.7537

48.4422

50.5525

52.6623

OCT 2013

44.7121

45.8904

47.0703

48.1563

49.8955

52.0691

54.2422

OCT 2014

46.0535

47.2671

48.4824

49.6010

51.3924

53.6312

55.8695

RESPIRATORY SUPPLY AIDE

030432

OCT 2012

23.5957

24.2024

24.8257

25.3971

25.9906

26.5196

OCT 2013

24.3036

24.9285

25.5705

26.1590

26.7703

27.3152

OCT 2014

25.0327

25.6764

26.3376

26.9438

27.5734

28.1347

RESPIRATORY SUPPLY AIDE SR

030433

OCT 2012

24.7798

25.4168

26.0713

26.6719

27.2947

27.8504

OCT 2013

25.5232

26.1793

26.8534

27.4721

28.1135

28.6859

OCT 2014

26.2889

26.9647

27.6590

28.2963

28.9569

29.5465

SCHEDULE MAINTENANCE CLERK

051154

OCT 2012

24.6716

25.3066

25.9573

26.5636

27.3919

28.2207

OCT 2013

25.4117

26.0658

26.7360

27.3605

28.2137

29.0673

OCT 2014

26.1741

26.8478

27.5381

28.1813

29.0601

29.9393

166

NORTHERN CALIFORNIA REGION

A STRUCTURE

STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9

B STRUCTURE

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

STEP 7

STEP 8

STEP 9

STEP 10

STEP 11

JOB TITLE JOB CODE GRADE YEAR

SCHEDULE MAINTENANCE CLERK, SR

051156

OCT 2012

25.9098

26.5765

27.2599

27.8961

28.7664

29.6836

OCT 2013

26.6871

27.3738

28.0777

28.7330

29.6294

30.5741

OCT 2014

27.4877

28.1950

28.9200

29.5950

30.5183

31.4913

SERVICE PARTNER

092311

OCT 2012

21.9070

22.4709

23.0491

23.6555

24.2617

OCT 2013

22.5642

23.1450

23.7406

24.3652

24.9896

OCT 2014

23.2411

23.8394

24.4528

25.0962

25.7393

SLEEP TECHNOLOGIST I

034628

OCT 2012

26.8155

27.5045

28.2120

28.8623

29.5358

30.1372

OCT 2013

27.6200

28.3296

29.0584

29.7282

30.4219

31.0413

OCT 2014

28.4486

29.1795

29.9302

30.6200

31.3346

31.9725

SLEEP TECHNOLOGIST II

034629

OCT 2012

31.8259

32.6450

33.4847

35.2513

37.0187

38.7857

40.5529

OCT 2013

32.7807

33.6244

34.4892

36.3088

38.1293

39.9493

41.7695

OCT 2014

33.7641

34.6331

35.5239

37.3981

39.2732

41.1478

43.0226

SLEEP TECHNOLOGIST LEAD

034630

OCT 2012

33.4217

34.2819

35.1634

37.0183

38.8741

40.7295

42.5852

OCT 2013

34.4244

35.3104

36.2183

38.1288

40.0403

41.9514

43.8628

OCT 2014

35.4571

36.3697

37.3048

39.2727

41.2415

43.2099

45.1787

SONOGRAPHER I

030437

OCT 2012

47.5224

48.9456

50.4125

51.9378

53.4917

55.1040

56.7598

58.4592

60.8124

OCT 2013

48.9481

50.4140

51.9249

53.4959

55.0965

56.7571

58.4626

60.2130

62.6368

OCT 2014

50.4165

51.9264

53.4826

55.1008

56.7494

58.4598

60.2165

62.0194

64.5159

SONOGRAPHER I SUPV

030444

OCT 2012

52.2861

53.8551

55.4672

57.1375

58.8514

60.6235

62.4390

64.3273

66.8981

OCT 2013

53.8547

55.4708

57.1312

58.8516

60.6169

62.4422

64.3122

66.2571

68.9050

OCT 2014

55.4703

57.1349

58.8451

60.6171

62.4354

64.3155

66.2416

68.2448

70.9722

SONOGRAPHER II

030438

OCT 2012

48.9456

50.4125

51.9378

53.4917

55.1040

56.7598

58.4592

60.2166

62.6278

OCT 2013

50.4140

51.9249

53.4959

55.0965

56.7571

58.4626

60.2130

62.0231

64.5066

OCT 2014

51.9264

53.4826

55.1008

56.7494

58.4598

60.2165

62.0194

63.8838

66.4418

SONOGRAPHER II SUPV

030445

OCT 2012

53.8551

55.4672

57.1375

58.8514

60.6235

62.4390

64.3273

66.2591

68.9026

OCT 2013

55.4708

57.1312

58.8516

60.6169

62.4422

64.3122

66.2571

68.2469

70.9697

OCT 2014

57.1349

58.8451

60.6171

62.4354

64.3155

66.2416

68.2448

70.2943

73.0988

SONOGRAPHER III

030439

OCT 2012

50.4125

51.9378

53.4917

55.1040

56.7598

58.4592

60.2166

62.0323

64.5160

OCT 2013

51.9249

53.4959

55.0965

56.7571

58.4626

60.2130

62.0231

63.8933

66.4515

OCT 2014

53.4826

55.1008

56.7494

58.4598

60.2165

62.0194

63.8838

65.8101

68.4450

167

NORTHERN CALIFORNIA REGION

A STRUCTURE

STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9

B STRUCTURE

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

STEP 7

STEP 8

STEP 9

STEP 10

STEP 11

JOB TITLE JOB CODE GRADE YEAR

SONOGRAPHER III SUPV

030446

OCT 2012

55.4672

57.1375

58.8514

60.6235

62.4390

64.3273

66.2591

68.2489

70.9798

OCT 2013

57.1312

58.8516

60.6169

62.4422

64.3122

66.2571

68.2469

70.2964

73.1092

OCT 2014

58.8451

60.6171

62.4354

64.3155

66.2416

68.2448

70.2943

72.4053

75.3025

SONOGRAPHER IV

030440

OCT 2012

51.9378

53.4917

55.1040

56.7598

58.4592

60.2166

62.0323

63.8917

66.4481

OCT 2013

53.4959

55.0965

56.7571

58.4626

60.2130

62.0231

63.8933

65.8085

68.4415

OCT 2014

55.1008

56.7494

58.4598

60.2165

62.0194

63.8838

65.8101

67.7828

70.4947

SONOGRAPHER IV SUPV

030447

OCT 2012

57.1375

58.8514

60.6235

62.4390

64.3273

66.2591

68.2489

70.2971

73.1149

OCT 2013

58.8516

60.6169

62.4422

64.3122

66.2571

68.2469

70.2964

72.4060

75.3083

OCT 2014

60.6171

62.4354

64.3155

66.2416

68.2448

70.2943

72.4053

74.5782

77.5675

SONOGRAPHER TECHNICIAN

030436

OCT 2012

44.8206

46.1714

47.5658

48.9892

50.4562

51.9813

53.5354

55.1477

56.8035

58.5173

60.2751

OCT 2013

46.1652

47.5565

48.9928

50.4589

51.9699

53.5407

55.1415

56.8021

58.5076

60.2728

62.0834

OCT 2014

47.5502

48.9832

50.4626

51.9727

53.5290

55.1469

56.7957

58.5062

60.2628

62.0810

63.9459

SONOGRAPHER TRAINEE

030435

OCT 2012

40.7391

OCT 2013

41.9613

OCT 2014

43.2201

SONOGRAPHER V

030441

OCT 2012

53.4917

55.1040

56.7598

58.4592

60.2166

62.0323

63.8917

65.8089

68.4523

OCT 2013

55.0965

56.7571

58.4626

60.2130

62.0231

63.8933

65.8085

67.7832

70.5059

OCT 2014

56.7494

58.4598

60.2165

62.0194

63.8838

65.8101

67.7828

69.8167

72.6211

SONOGRAPHER V SUPV

030448

OCT 2012

58.8514

60.6235

62.4390

64.3273

66.2591

68.2489

70.2971

72.4032

75.3079

OCT 2013

60.6169

62.4422

64.3122

66.2571

68.2469

70.2964

72.4060

74.5753

77.5671

OCT 2014

62.4354

64.3155

66.2416

68.2448

70.2943

72.4053

74.5782

76.8126

79.8941

STERILE PROCESSING TECH I

090312

OCT 2012

24.5485

25.1797

25.8279

26.4231

27.0395

27.5901

OCT 2013

25.2850

25.9351

26.6027

27.2158

27.8507

28.4178

OCT 2014

26.0436

26.7132

27.4008

28.0323

28.6862

29.2703

STERILE PROCESSING TECH II CERTIFIED

090313

OCT 2012

25.5341

26.1906

26.8643

27.4836

28.1247

28.6981

OCT 2013

26.3001

26.9763

27.6702

28.3081

28.9684

29.5590

OCT 2014

27.0891

27.7856

28.5003

29.1573

29.8375

30.4458

STERILE PROCESSING TECH SR CERTIFIED

090314

OCT 2012

26.8155

27.5045

28.2120

28.8623

29.5358

30.1372

OCT 2013

27.6200

28.3296

29.0584

29.7282

30.4219

31.0413

OCT 2014

28.4486

29.1795

29.9302

30.6200

31.3346

31.9725

168

NORTHERN CALIFORNIA REGION

A STRUCTURE

STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9

B STRUCTURE

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

STEP 7

STEP 8

STEP 9

STEP 10

STEP 11

JOB TITLE JOB CODE GRADE YEAR

STOCK ROOM ASST REG LAB ONLY

094022

OCT 2012

22.5274

23.1226

23.7175

24.0370

24.3572

24.9636

OCT 2013

23.2032

23.8163

24.4290

24.7581

25.0879

25.7125

OCT 2014

23.8993

24.5308

25.1619

25.5008

25.8405

26.4839

STOCK ROOM ASST REG LAB SR

094023

OCT 2012

24.8046

25.4593

26.1143

26.4660

26.8172

27.4569

OCT 2013

25.5487

26.2231

26.8977

27.2600

27.6217

28.2806

OCT 2014

26.3152

27.0098

27.7046

28.0778

28.4504

29.1290

STOREKEEPER

054002

OCT 2012

22.1567

22.7270

23.3121

23.9173

24.5243

OCT 2013

22.8214

23.4088

24.0115

24.6348

25.2600

OCT 2014

23.5060

24.1111

24.7318

25.3738

26.0178

STOREKEEPER CHIEF

094013

OCT 2012

24.8372

25.4765

26.1317

26.8419

27.4601

OCT 2013

25.5823

26.2408

26.9157

27.6472

28.2839

OCT 2014

26.3498

27.0280

27.7232

28.4766

29.1324

STOREKEEPER I

094011

OCT 2012

22.5764

23.1575

23.7539

24.3704

24.9883

OCT 2013

23.2537

23.8522

24.4665

25.1015

25.7379

OCT 2014

23.9513

24.5678

25.2005

25.8545

26.5100

STOREKEEPER II

094012

OCT 2012

22.9403

23.5312

24.1364

24.7502

25.5964

OCT 2013

23.6285

24.2371

24.8605

25.4927

26.3643

OCT 2014

24.3374

24.9642

25.6063

26.2575

27.1552

SUPPORT SERVICES REP

057874

OCT 2012

24.6716

25.3066

25.9573

26.5636

27.3919

28.2207

OCT 2013

25.4117

26.0658

26.7360

27.3605

28.2137

29.0673

OCT 2014

26.1741

26.8478

27.5381

28.1813

29.0601

29.9393

SUPPORT SERVICES REP, SR

057875

OCT 2012

25.9098

26.5763

27.2599

27.8960

28.7664

29.6361

OCT 2013

26.6871

27.3736

28.0777

28.7329

29.6294

30.5252

OCT 2014

27.4877

28.1948

28.9200

29.5949

30.5183

31.4410

SURGICAL ASSISTANT

030712

OCT 2012

34.5098

35.3968

36.3063

37.2495

38.3704

39.6674

41.2576

OCT 2013

35.5451

36.4587

37.3955

38.3670

39.5215

40.8574

42.4953

OCT 2014

36.6115

37.5525

38.5174

39.5180

40.7071

42.0831

43.7702

SURGICAL ASSISTANT CERT SR

030714

OCT 2012

37.1477

38.1024

39.0819

40.0966

41.3026

42.6988

44.4102

OCT 2013

38.2621

39.2455

40.2544

41.2995

42.5417

43.9798

45.7425

OCT 2014

39.4100

40.4229

41.4620

42.5385

43.8180

45.2992

47.1148

169

NORTHERN CALIFORNIA REGION

A STRUCTURE

STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9

B STRUCTURE

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

STEP 7

STEP 8

STEP 9

STEP 10

STEP 11

JOB TITLE JOB CODE GRADE YEAR

SURGICAL ASSISTANT CERTIFIED

030711

OCT 2012

35.3745

36.2838

37.2167

38.1829

39.3318

40.6611

42.2910

OCT 2013

36.4357

37.3723

38.3332

39.3284

40.5118

41.8809

43.5597

OCT 2014

37.5288

38.4935

39.4832

40.5083

41.7272

43.1373

44.8665

SURGICAL ASSISTANT SR

030713

OCT 2012

36.2397

37.1710

38.1265

39.1164

40.2932

41.6555

43.3252

OCT 2013

37.3269

38.2861

39.2703

40.2899

41.5020

42.9052

44.6250

OCT 2014

38.4467

39.4347

40.4484

41.4986

42.7471

44.1924

45.9638

SURGICAL ASSISTANT TRAINEE

030710

OCT 2012

33.4595

OCT 2013

34.4633

OCT 2014

35.4972

SURGICAL TECHNICIAN

030312

OCT 2012

32.1653

32.9924

33.8403

34.6812

35.6033

36.4436

37.9048

OCT 2013

33.1303

33.9822

34.8555

35.7216

36.6714

37.5369

39.0419

OCT 2014

34.1242

35.0017

35.9012

36.7932

37.7715

38.6630

40.2132

SURGICAL TECHNICIAN SR

030313

OCT 2012

33.7779

34.6463

35.5370

36.4197

37.3878

38.2700

39.8046

OCT 2013

34.7912

35.6857

36.6031

37.5123

38.5094

39.4181

40.9987

OCT 2014

35.8349

36.7563

37.7012

38.6377

39.6647

40.6006

42.2287

SURGICAL TECHNICIAN TRAINEE

030309

OCT 2012

31.1975

OCT 2013

32.1334

OCT 2014

33.0974

TELESERVICE REPRESENTIVE AACC

051183

OCT 2012

22.8817

23.4709

24.0750

24.5739

25.1167

25.7300

TELESERVICE REPRESENTATIVE MSCC

051185

OCT 2013

23.5682

24.1750

24.7973

25.3111

25.8702

26.5019

OCT 2014

24.2752

24.9003

25.5412

26.0704

26.6463

27.2970

TRUCK DRIVER

072102

OCT 2012

32.8702

33.7151

34.5817

35.2821

35.9834

36.7491

OCT 2013

33.8563

34.7266

35.6192

36.3406

37.0629

37.8516

OCT 2014

34.8720

35.7684

36.6878

37.4308

38.1748

38.9871

TRUCK DRIVER FOREMAN

072104

OCT 2012

34.6457

35.5369

36.4500

37.1506

37.8492

38.6148

OCT 2013

35.6851

36.6030

37.5435

38.2651

38.9847

39.7732

OCT 2014

36.7557

37.7011

38.6698

39.4131

40.1542

40.9664

UNIT ASSISTANT

051512

OCT 2012

23.3772

23.9786

24.5961

25.1110

25.6559

26.2921

OCT 2013

24.0785

24.6980

25.3340

25.8643

26.4256

27.0809

OCT 2014

24.8009

25.4389

26.0940

26.6402

27.2184

27.8933

170

NORTHERN CALIFORNIA REGION

A STRUCTURE

STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9

B STRUCTURE

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

STEP 7

STEP 8

STEP 9

STEP 10

STEP 11

JOB TITLE JOB CODE GRADE YEAR

UNIT ASSISTANT SR

051513

OCT 2012

24.5504

25.1822

25.8306

26.3710

26.9433

27.6114

OCT 2013

25.2869

25.9377

26.6055

27.1621

27.7516

28.4397

OCT 2014

26.0455

26.7158

27.4037

27.9770

28.5841

29.2929

VISION SERVICES ASST I

030201

OCT 2012

22.9160

23.5061

24.1110

24.6648

25.2186

25.6692

OCT 2013

23.6035

24.2113

24.8343

25.4047

25.9752

26.4393

OCT 2014

24.3116

24.9376

25.5793

26.1668

26.7545

27.2325

VISION SERVICES ASST II

030202

OCT 2012

24.8640

25.5039

26.1602

26.7610

27.3617

27.8505

OCT 2013

25.6099

26.2690

26.9450

27.5638

28.1826

28.6860

OCT 2014

26.3782

27.0571

27.7534

28.3907

29.0281

29.5466

VISION SERVICES ASST SR

030200

OCT 2012

26.1068

26.7782

27.4666

28.0983

28.7287

29.2419

OCT 2013

26.8900

27.5815

28.2906

28.9412

29.5906

30.1192

OCT 2014

27.6967

28.4089

29.1393

29.8094

30.4783

31.0228

WAREHOUSE PERSON

084002

OCT 2012

28.4305

29.1617

29.9118

30.6118

31.3126

32.0787

OCT 2013

29.2834

30.0366

30.8092

31.5302

32.2520

33.0411

OCT 2014

30.1619

30.9377

31.7335

32.4761

33.2196

34.0323

WAREHOUSE PERSON LEAD

074004

OCT 2012

29.8567

30.6239

31.4117

32.1471

32.8832

33.6872

OCT 2013

30.7524

31.5426

32.3541

33.1115

33.8697

34.6978

OCT 2014

31.6750

32.4889

33.3247

34.1048

34.8858

35.7387

WORKFLOW QUAL COORD-AACC

057643

OCT 2012

24.2621

24.8870

25.5272

26.0560

26.6315

27.2819

OCT 2013

24.9900

25.6336

26.2930

26.8377

27.4304

28.1004

OCT 2014

25.7397

26.4026

27.0818

27.6428

28.2533

28.9434

YARDKEEPER

084112

OCT 2012

21.9264

22.4901

23.0692

23.6757

24.2814

OCT 2013

22.5842

23.1648

23.7613

24.3860

25.0098

OCT 2014

23.2617

23.8597

24.4741

25.1176

25.7601

ELIMINATION OF STRUCTURE B-2

As provided in the Northern California Region wage rates of the preceding Agreement, Structures A/B-1 and B-2, effective at the beginning of the first full pay period nearest 1/1/06,

1/1/07, 1/1/08 and 7/1/08, employees on the B-2 wage scale received additional incremental wage increases which culminated in the total elimination of the B-2 structure. See NCAL

Appendix CC for further information.

171

172

SOUTHERN CALIFORNIA REGION WAGE RATES:

BASE

The following are Southern California Region negotiated wage rates for 2012 through 2014. As negotiated in the 2012

National Agreement (Section 3. D. 4.), SEIU-UHW members will receive an additional 3% across the board raise on

October 1, 2015 if there is no successor to the current National Agreement.

PID PID PID PID PID PID

01 05 08 09 10 11

JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG

JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR

MAIL CLERK 24019 10/1/2012 14.562 15.292 16.132 17.020 17.954 18.945 19.245 19.345 19.445 19.545

10/1/2013 14.999 15.751 16.616 17.531 18.493 19.513 19.813 19.913 20.013 20.113

10/1/2014 15.449 16.224 17.114 18.057 19.048 20.098 20.398 20.498 20.598 20.698

CYCLE COUNTER 43521 10/1/2012 14.267 14.982 15.731 16.293 17.685 18.106 18.406 18.506 18.606 18.706

KITCHEN WORKER 45426 10/1/2013 14.695 15.431 16.203 16.782 18.216 18.649 18.949 19.049 19.149 19.249

LINEN ROOM ATTENDANT 47858 10/1/2014 15.136 15.894 16.689 17.285 18.762 19.208 19.508 19.608 19.708 19.808

PARKING LOT ATTENDANT 43350

COURIER 24066 10/1/2012 16.393 17.212 18.163 19.159 20.211 21.324 21.624 21.724 21.824 21.924

MEDICAL CENTER MESSENGER 24071 10/1/2013 16.885 17.728 18.708 19.734 20.817 21.964 22.264 22.364 22.464 22.564

SHUTTLE BUS DRIVER-SUNSET 40232 10/1/2014 17.392 18.260 19.269 20.326 21.442 22.623 22.923 23.023 23.123 23.223

STOREROOM WORKER/DRIVER 47708

OPTICAL LAB EQUIPMENT OPER I 21069

PATIENT SERVICE DRIVER 47710 10/1/2012 18.208 19.120 20.174 21.281 22.451 23.687 23.987 24.087 24.187 24.287

10/1/2013 18.754 19.694 20.779 21.919 23.125 24.398 24.698 24.798 24.898 24.998

10/1/2014 19.317 20.285 21.402 22.577 23.819 25.130 25.430 25.530 25.630 25.730

HOUSEKEEPING ATTENDANT 47842 10/1/2012 14.497 15.222 16.061 16.942 17.875 18.857 19.157 19.257 19.357 19.457

PRESCHOOL NUTRITION WORKER 45430 10/1/2013 14.932 15.679 16.543 17.450 18.411 19.423 19.723 19.823 19.923 20.023

STOREROOM WORKER 43534 10/1/2014 15.380 16.149 17.039 17.974 18.963 20.006 20.306 20.406 20.506 20.606

GRILL COOK 45473 10/1/2012 15.785 16.573 17.486 18.448 19.460 20.532 20.832 20.932 21.032 21.132

STOREROOM WORKER (OFF-SITE) 43551 10/1/2013 16.259 17.070 18.011 19.001 20.044 21.148 21.448 21.548 21.648 21.748

SERVICE PARTNER-BELL 47880 10/1/2014 16.747 17.582 18.551 19.571 20.645 21.782 22.082 22.182 22.282 22.382

SERVICE, MAINTENANCE & PRODUCTION

BASE

SOUTHERN CALIFORNIA REGION

173

PID PID PID PID PID PID

01 05 08 09 10 11

JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG

JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR

SERVICE, MAINTENANCE & PRODUCTION

BASE

SOUTHERN CALIFORNIA REGION

SHIPPING AND RECEIVING CLERK 43544 10/1/2012 16.879 17.721 18.695 19.725 20.806 21.952 22.252 22.352 22.452 22.552

10/1/2013 17.385 18.253 19.256 20.317 21.430 22.611 22.911 23.011 23.111 23.211

10/1/2014 17.907 18.801 19.834 20.927 22.073 23.289 23.589 23.689 23.789 23.889

CENTRAL PHARM EXPEDITOR 43518 10/1/2012 19.225 20.183 21.292 22.465 23.701 25.001 25.301 25.401 25.501 25.601

CEN PHAR WAREHOUSE WKR 43517 10/1/2013 19.802 20.788 21.931 23.139 24.412 25.751 26.051 26.151 26.251 26.351

DRUG DIST/RECEIVING CLERK 43519 10/1/2014 20.396 21.412 22.589 23.833 25.144 26.524 26.824 26.924 27.024 27.124

FORK LIFT OPERATOR 43502

MEDICAL ELECTRONICS 43522

WAREHOUSE/INSTR RPR 43504

MOBILE HEALTH VEHICLE OPERATOR 40242

FIRST COOK 45472 10/1/2012 17.801 18.692 19.719 20.805 21.951 23.159 23.459 23.559 23.659 23.759

REGIONAL COURIER 24067 10/1/2013 18.335 19.253 20.311 21.429 22.610 23.854 24.154 24.254 24.354 24.454

10/1/2014 18.885 19.831 20.920 22.072 23.288 24.570 24.870 24.970 25.070 25.170

DRUG DISTR WAREHOUSE WKR 43515 10/1/2012 18.462 19.385 20.450 21.573 23.366 23.611 23.911 24.011 24.111 24.211

OPTICAL LAB EQUIPMENT OPER II 21070 10/1/2013 19.016 19.967 21.064 22.220 24.067 24.319 24.619 24.719 24.819 24.919

10/1/2014 19.586 20.566 21.696 22.887 24.789 25.049 25.349 25.449 25.549 25.649

PHARMACY RETURNS WORKER 43516 10/1/2012 18.152 19.062 20.107 21.216 22.385 23.616 23.916 24.016 24.116 24.216

10/1/2013 18.697 19.634 20.710 21.852 23.057 24.324 24.624 24.724 24.824 24.924

10/1/2014 19.258 20.223 21.331 22.508 23.749 25.054 25.354 25.454 25.554 25.654

BOB TAIL TRUCK DRIVER 47705 10/1/2012 20.472 21.498 22.681 23.930 25.246 26.634 26.934 27.034 27.134 27.234

10/1/2013 21.086 22.143 23.361 24.648 26.003 27.433 27.733 27.833 27.933 28.033

10/1/2014 21.719 22.807 24.062 25.387 26.783 28.256 28.556 28.656 28.756 28.856

174

PID PID PID PID PID PID

01 05 08 09 10 11

JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG

JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR

OPTICAL AIDE 37040 10/1/2012 16.435 17.253 18.113 19.129 19.716 19.818 20.118 20.218 20.318 20.418

10/1/2013 16.928 17.771 18.656 19.703 20.307 20.413 20.713 20.813 20.913 21.013

10/1/2014 17.436 18.304 19.216 20.294 20.916 21.025 21.325 21.425 21.525 21.625

CLINIC AIDE 36314 10/1/2012 14.559 15.285 15.785 17.327 17.697 19.176 19.476 19.576 19.676 19.776

NURSING AIDE 36309 10/1/2013 14.996 15.744 16.259 17.847 18.228 19.751 20.051 20.151 20.251 20.351

PATIENT STAFF ASSISTANT 36321 10/1/2014 15.446 16.216 16.747 18.382 18.775 20.344 20.644 20.744 20.844 20.944

TRANSPORTATION AIDE 47709

DARKROOM TECHNICIAN 35974 10/1/2012 17.484 18.357 19.276 20.341 20.955 21.163 21.463 21.563 21.663 21.763

JUNIOR LAB ASSISTANT 35586 10/1/2013 18.009 18.908 19.854 20.951 21.584 21.798 22.098 22.198 22.298 22.398

LAB AIDE 35570 10/1/2014 18.549 19.475 20.450 21.580 22.232 22.452 22.752 22.852 22.952 23.052

MONITOR TECHNICIAN 36704

VISUAL FIELD TECHNICIAN 37041

OPTICAL WORKER 37045 10/1/2012 17.271 18.144 19.054 20.150 20.779 21.268 21.568 21.668 21.768 21.868

10/1/2013 17.789 18.688 19.626 20.755 21.402 21.906 22.206 22.306 22.406 22.506

10/1/2014 18.323 19.249 20.215 21.378 22.044 22.563 22.863 22.963 23.063 23.163

GI ATTENDANT 36891 10/1/2012 15.260 16.023 16.549 18.177 18.608 20.231 20.531 20.631 20.731 20.831

OPERATING ROOM ATTENDANT 36894 10/1/2013 15.718 16.504 17.045 18.722 19.166 20.838 21.138 21.238 21.338 21.438

PHYSICAL THERAPY AIDE I 35356 10/1/2014 16.190 16.999 17.556 19.284 19.741 21.463 21.763 21.863 21.963 22.063

LAB ASSISTANT I 35582 10/1/2012 18.617 19.546 20.520 21.739 22.477 23.097 23.397 23.497 23.597 23.697

10/1/2013 19.176 20.132 21.136 22.391 23.151 23.790 24.090 24.190 24.290 24.390

10/1/2014 19.751 20.736 21.770 23.063 23.846 24.504 24.804 24.904 25.004 25.104

PATIENT CARE / TECHNICAL

SOUTHERN CALIFORNIA REGION

BASE

175

PID PID PID PID PID PID

01 05 08 09 10 11

JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG

JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR

PATIENT CARE / TECHNICAL

SOUTHERN CALIFORNIA REGION

BASE

ANESTHESIA AIDE 36944 10/1/2012 17.818 18.705 19.736 20.824 21.968 23.175 23.475 23.575 23.675 23.775

STERILE PROCESSING TECHNICIAN I 36848 10/1/2013 18.353 19.266 20.328 21.449 22.627 23.870 24.170 24.270 24.370 24.470

HOUSE ORDERLY (LA) 36326 10/1/2014 18.904 19.844 20.938 22.092 23.306 24.586 24.886 24.986 25.086 25.186

JR. ORTHO TECH 30220

RADIATION ONCOLOGY AIDE 35973

RE-USE TECHNICIAN (LA) 36865

RESPIRATORY CARE AIDE 35730

STERILE PROCESSING TECHNICIAN II 36851 10/1/2012 18.260 19.171 20.231 21.343 22.518 23.757 24.057 24.157 24.257 24.357

10/1/2013 18.808 19.746 20.838 21.983 23.194 24.470 24.770 24.870 24.970 25.070

10/1/2014 19.372 20.338 21.463 22.642 23.890 25.204 25.504 25.604 25.704 25.804

EKG TECHNICIAN I 36706 10/1/2012 20.953 21.998 23.207 24.486 25.835 27.257 27.557 27.657 27.757 27.857

10/1/2013 21.582 22.658 23.903 25.221 26.610 28.075 28.375 28.475 28.575 28.675

10/1/2014 22.229 23.338 24.620 25.978 27.408 28.917 29.217 29.317 29.417 29.517

OPTICAL MECHANIC 37049 10/1/2012 18.885 19.829 20.820 21.953 22.785 22.930 23.230 23.330 23.430 23.530

10/1/2013 19.452 20.424 21.445 22.612 23.469 23.618 23.918 24.018 24.118 24.218

10/1/2014 20.036 21.037 22.088 23.290 24.173 24.327 24.627 24.727 24.827 24.927

NURSING ATTENDANT 36312 10/1/2012 16.123 16.930 17.492 19.287 19.772 21.499 21.799 21.899 21.999 22.099

OCCUPATIONAL THERAPY AIDE 30766 10/1/2013 16.607 17.438 18.017 19.866 20.365 22.144 22.444 22.544 22.644 22.744

PHYSICAL THERAPY AIDE II 35354 10/1/2014 17.105 17.961 18.558 20.462 20.976 22.808 23.108 23.208 23.308 23.408

176

PID PID PID PID PID PID

01 05 08 09 10 11

JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG

JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR

PATIENT CARE / TECHNICAL

SOUTHERN CALIFORNIA REGION

BASE

AUTOPSY ASSISTANT 36806 10/1/2012 20.476 21.504 22.585 23.917 24.905 25.027 25.327 25.427 25.527 25.627

DIET TECH 45446 10/1/2013 21.090 22.149 23.263 24.635 25.652 25.778 26.078 26.178 26.278 26.378

LAB ASSISTANT II 35584 10/1/2014 21.723 22.813 23.961 25.374 26.422 26.551 26.851 26.951 27.051 27.151

LAB ASSISTANT II HISTOLOGY 35520

LAB/EKG TECH 36711

LIFT TECHNICIAN 36722

OPERATING ROOM TECH ASST 36721

OPTOMETRIC TECHNICIAN 36796

PHLEBOTOMIST 35590

PT CARE & TECH PTNR-BELL 36310

RADIOLOGY ASSISTANT 35976

VECTORCARDIOGRAM TECHNICIAN 36716

RAD PROCEDURE SERVICE TECHNICIAN 35975 10/1/2012 21.090 22.150 23.260 24.635 25.652 25.778 26.078 26.178 26.278 26.378

10/1/2013 21.723 22.815 23.958 25.374 26.422 26.551 26.851 26.951 27.051 27.151

10/1/2014 22.375 23.499 24.677 26.135 27.215 27.348 27.648 27.748 27.848 27.948

EKG TECHNICIAN II 36707 10/1/2012 22.705 23.842 25.155 26.534 27.997 29.536 29.836 29.936 30.036 30.136

OPTICAL MAINTENANCE TECH 30815 10/1/2013 23.386 24.557 25.910 27.330 28.837 30.422 30.722 30.822 30.922 31.022

10/1/2014 24.088 25.294 26.687 28.150 29.702 31.335 31.635 31.735 31.835 31.935

OPTICAL DISPENSER 37036 10/1/2012 22.532 23.775 24.964 26.618 28.347 30.082 30.382 30.482 30.582 30.682

CONTACT LENS DISPENSER 37037 10/1/2013 23.208 24.488 25.713 27.417 29.197 30.984 31.284 31.384 31.484 31.584

OPTICAL TECHNICIAN 37050 10/1/2014 23.904 25.223 26.484 28.240 30.073 31.914 32.214 32.314 32.414 32.514

TISSUE TECHNICIAN 35598

MOHS HISTOTECHNICIAN 30822

177

PID PID PID PID PID PID

01 05 08 09 10 11

JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG

JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR

PATIENT CARE / TECHNICAL

SOUTHERN CALIFORNIA REGION

BASE

EMERGENCY ROOM ASSISTANT 36880 10/1/2012 18.805 19.746 20.829 21.975 23.188 24.464 24.764 24.864 24.964 25.064

HOME HEALTH AIDE 36960 10/1/2013 19.369 20.338 21.454 22.634 23.884 25.198 25.498 25.598 25.698 25.798

MULTIPHASIC HEALTH ASSISTANT 36952 10/1/2014 19.950 20.948 22.098 23.313 24.601 25.954 26.254 26.354 26.454 26.554

OPTOMETRIC ASSISTANT 30493

BRONCH CLINIC ASSISTANT 36864 10/1/2012 19.096 20.052 21.154 22.316 23.547 24.841 25.141 25.241 25.341 25.441

CLINIC ASSISTANT 36316 10/1/2013 19.669 20.654 21.789 22.985 24.253 25.586 25.886 25.986 26.086 26.186

SURGICAL CLINICAL ASSISTANT 36886 10/1/2014 20.259 21.274 22.443 23.675 24.981 26.354 26.654 26.754 26.854 26.954

MEDICAL ASSISTANT 36324 10/1/2012 19.192 20.152 21.256 22.427 23.661 24.964 25.264 25.364 25.464 25.564

10/1/2013 19.768 20.757 21.894 23.100 24.371 25.713 26.013 26.113 26.213 26.313

10/1/2014 20.361 21.380 22.551 23.793 25.102 26.484 26.784 26.884 26.984 27.084

OPHTHALMOLOGY TECHNICIAN 36794 10/1/2012 21.936 23.033 24.299 25.634 27.046 28.532 28.832 28.932 29.032 29.132

CYTOPREP TECHNICIAN 35607 10/1/2013 22.594 23.724 25.028 26.403 27.857 29.388 29.688 29.788 29.888 29.988

DIET TECHNICIAN REGISTERED (DTR) 30813 10/1/2014 23.272 24.436 25.779 27.195 28.693 30.270 30.570 30.670 30.770 30.870

LIMITED X-RAY TECHNICIAN 30820

178

PID PID PID PID PID PID

01 05 08 09 10 11

JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG

JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR

PATIENT CARE / TECHNICAL

SOUTHERN CALIFORNIA REGION

BASE

ANESTHESIA TECH 36945 10/1/2012 24.904 26.150 27.589 29.105 30.704 32.394 32.694 32.794 32.894 32.994

AUTOPSY TECHNICIAN (LA) 36810 10/1/2013 25.651 26.935 28.417 29.978 31.625 33.366 33.666 33.766 33.866 33.966

AUTOPSY/TISSUE ASSISTANT 35610 10/1/2014 26.421 27.743 29.270 30.877 32.574 34.367 34.667 34.767 34.867 34.967

EEG TECHNICIAN 36766

HEALTH EVALUATION ASSISTANT 36961

HEMODIALYSIS TECHNICIAN 36866

LAB ASST AUTOM SPEC (REG ONLY) 35617

LAB ASSISTANT III 35583

ORTHOPEDIC TECHNICIAN I 36776

PACEMAKER TECHNICIAN 36705

PODIATRY TECHNICIAN 36887

PATHOLOGY TECHNICIAN 30825

RAD PROC SERVICE TECHNICIAN II 30789

CERTIFIED ANESTHESIA TECH 30838 10/1/2012 25.403 26.673 28.141 29.687 31.319 33.041 33.341 33.441 33.541 33.641

10/1/2013 26.165 27.473 28.985 30.578 32.259 34.032 34.332 34.432 34.532 34.632

10/1/2014 26.950 28.297 29.855 31.495 33.227 35.053 35.353 35.453 35.553 35.653

CERTIFIED ANESTHESIA TECH (IV CERT) 30839 10/1/2012 25.651 26.935 28.417 29.978 31.625 33.366 33.666 33.766 33.866 33.966

10/1/2013 26.421 27.743 29.270 30.877 32.574 34.367 34.667 34.767 34.867 34.967

10/1/2014 27.214 28.575 30.148 31.803 33.551 35.398 35.698 35.798 35.898 35.998

HISTOLOGY TECHNOLOGIST - HT (ASCP) 35612 10/1/2012 29.039 30.493 32.170 33.940 35.807 37.779 38.079 38.179 38.279 38.379

HISTOLOGY TECHNOLOGIST 35596 10/1/2013 29.910 31.408 33.135 34.958 36.881 38.912 39.212 39.312 39.412 39.512

PATHOLOGY TISSUE TECH 30826 10/1/2014 30.807 32.350 34.129 36.007 37.987 40.079 40.379 40.479 40.579 40.679

CONTACT LENS FITTER 37034 10/1/2012 25.097 26.268 27.625 29.054 30.560 32.149 32.449 32.549 32.649 32.749

10/1/2013 25.850 27.056 28.454 29.926 31.477 33.113 33.413 33.513 33.613 33.713

10/1/2014 26.626 27.868 29.308 30.824 32.421 34.106 34.406 34.506 34.606 34.706

179

PID PID PID PID PID PID

01 05 08 09 10 11

JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG

JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR

PATIENT CARE / TECHNICAL

SOUTHERN CALIFORNIA REGION

BASE

SURGICAL TECHNOLOGIST I 36906 10/1/2012 23.458 24.633 25.986 27.417 28.924 30.513 30.813 30.913 31.013 31.113

10/1/2013 24.162 25.372 26.766 28.240 29.792 31.428 31.728 31.828 31.928 32.028

10/1/2014 24.887 26.133 27.569 29.087 30.686 32.371 32.671 32.771 32.871 32.971

LVN I 36294 10/1/2012 23.309 24.476 25.822 27.240 28.741 30.319 30.619 30.719 30.819 30.919

UROLOGY TECHNOLOGIST I 36746 10/1/2013 24.008 25.210 26.597 28.057 29.603 31.229 31.529 31.629 31.729 31.829

10/1/2014 24.728 25.966 27.395 28.899 30.491 32.166 32.466 32.566 32.666 32.766

SURGICAL TECHNOLOGIST II 36909 10/1/2012 24.042 25.248 26.637 28.099 29.646 31.275 31.575 31.675 31.775 31.875

10/1/2013 24.763 26.005 27.436 28.942 30.535 32.213 32.513 32.613 32.713 32.813

10/1/2014 25.506 26.785 28.259 29.810 31.451 33.179 33.479 33.579 33.679 33.779

ELECTRON MICROSCOPY TECHNOLOGIST 35597 10/1/2012 26.608 27.940 29.474 31.100 32.812 34.615 34.915 35.015 35.115 35.215

POLYSOMNOGRAPHY TECHNOLOGIST 36760 10/1/2013 27.406 28.778 30.358 32.033 33.796 35.653 35.953 36.053 36.153 36.253

10/1/2014 28.228 29.641 31.269 32.994 34.810 36.723 37.023 37.123 37.223 37.323

CARDIAC SURGERY TECHNOLOGIST 36907 10/1/2012 29.032 30.484 32.160 33.925 35.794 37.761 38.061 38.161 38.261 38.361

PSYCH SUPPORT TECHNOLOGIST 36322 10/1/2013 29.903 31.399 33.125 34.943 36.868 38.894 39.194 39.294 39.394 39.494

10/1/2014 30.800 32.341 34.119 35.991 37.974 40.061 40.361 40.461 40.561 40.661

OPTHALMIC PHOTOGRAPHER 36797 10/1/2012 23.532 24.691 26.054 27.485 28.997 30.592 30.892 30.992 31.092 31.192

10/1/2013 24.238 25.432 26.836 28.310 29.867 31.510 31.810 31.910 32.010 32.110

10/1/2014 24.965 26.195 27.641 29.159 30.763 32.455 32.755 32.855 32.955 33.055

EMERGENCY SERVICES TECHNICIAN 36881 10/1/2012 24.035 25.234 26.623 28.088 29.633 31.262 31.562 31.662 31.762 31.862

LICENSED PSYCH TECHNOLOGIST 36780 10/1/2013 24.756 25.991 27.422 28.931 30.522 32.200 32.500 32.600 32.700 32.800

UROLOGY TECHNOLOGIST II 36748 10/1/2014 25.499 26.771 28.245 29.799 31.438 33.166 33.466 33.566 33.666 33.766

180

PID PID PID PID PID PID

01 05 08 09 10 11

JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG

JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR

PATIENT CARE / TECHNICAL

SOUTHERN CALIFORNIA REGION

BASE

GI TECHNOLOGIST I 36736 10/1/2012 23.610 24.791 26.153 27.589 29.109 30.706 31.006 31.106 31.206 31.306

LVN II 36299 10/1/2013 24.318 25.535 26.938 28.417 29.982 31.627 31.927 32.027 32.127 32.227

10/1/2014 25.048 26.301 27.746 29.270 30.881 32.576 32.876 32.976 33.076 33.176

GI TECHNOLOGIST II 36739 10/1/2012 24.516 25.741 27.155 28.649 30.225 31.885 32.185 32.285 32.385 32.485

LVN III 36301 10/1/2013 25.251 26.513 27.970 29.508 31.132 32.842 33.142 33.242 33.342 33.442

10/1/2014 26.009 27.308 28.809 30.393 32.066 33.827 34.127 34.227 34.327 34.427

CLINICAL EDUCATION COORD., LVN 30771 10/1/2012 25.741 27.027 28.510 30.084 31.732 33.483 33.783 33.883 33.983 34.083

10/1/2013 26.513 27.838 29.365 30.987 32.684 34.487 34.787 34.887 34.987 35.087

10/1/2014 27.308 28.673 30.246 31.917 33.665 35.522 35.822 35.922 36.022 36.122

LICENSED PHYSICAL THERAPY ASST 35352 10/1/2012 27.719 29.105 30.705 32.395 34.177 36.058 36.358 36.458 36.558 36.658

SPEECH PATHOLOGIST ASSISTANT 35357 10/1/2013 28.551 29.978 31.626 33.367 35.202 37.140 37.440 37.540 37.640 37.740

10/1/2014 29.408 30.877 32.575 34.368 36.258 38.254 38.554 38.654 38.754 38.854

RESPIRATORY CARE PRACTITIONER I 35736 10/1/2012 34.212 35.784 37.709 39.690 41.775 43.977 44.277 44.377 44.477 44.577

10/1/2013 35.238 36.858 38.840 40.881 43.028 45.296 45.596 45.696 45.796 45.896

10/1/2014 36.295 37.964 40.005 42.107 44.319 46.655 46.955 47.055 47.155 47.255

RESPIRATORY CARE PRACTITIONER II 35737 10/1/2012 34.606 36.247 38.143 40.144 42.253 44.481 44.781 44.881 44.981 45.081

10/1/2013 35.644 37.334 39.287 41.348 43.521 45.815 46.115 46.215 46.315 46.415

10/1/2014 36.713 38.454 40.466 42.588 44.827 47.189 47.489 47.589 47.689 47.789

RESPIRATORY CARE PRACTITIONER III 35741 10/1/2012 34.948 36.607 38.520 40.541 42.674 44.919 45.219 45.319 45.419 45.519

10/1/2013 35.996 37.705 39.676 41.757 43.954 46.267 46.567 46.667 46.767 46.867

10/1/2014 37.076 38.836 40.866 43.010 45.273 47.655 47.955 48.055 48.155 48.255

181

PID PID PID PID PID PID

01 05 08 09 10 11

JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG

JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR

PATIENT CARE / TECHNICAL

SOUTHERN CALIFORNIA REGION

BASE

*SOLUTIONS TECHNICIAN 35592 10/1/2012 31.401 32.891 34.608 36.426 38.341 40.358 40.658 40.758 40.858 40.958

10/1/2013 32.343 33.878 35.646 37.519 39.491 41.569 41.869 41.969 42.069 42.169

10/1/2014 33.313 34.894 36.715 38.645 40.676 42.816 43.116 43.216 43.316 43.416

CYTOGENETIC TECHNOLOGIST 35605 10/1/2012 40.586 42.617 44.960 47.429 50.043 52.795 53.095 53.195 53.295 53.395

MOLECULAR GENETIC TECHNOLOGIST 30842 10/1/2013 41.804 43.896 46.309 48.852 51.544 54.379 54.679 54.779 54.879 54.979

10/1/2014 43.058 45.213 47.698 50.318 53.090 56.010 56.310 56.410 56.510 56.610

CERTIFIED OCCUP THERAPY ASSISTANT 35366 10/1/2012 27.516 28.893 30.483 32.160 33.926 35.794 36.094 36.194 36.294 36.394

10/1/2013 28.341 29.760 31.397 33.125 34.944 36.868 37.168 37.268 37.368 37.468

10/1/2014 29.191 30.653 32.339 34.119 35.992 37.974 38.274 38.374 38.474 38.574

CERTIFIED OPTHALMIC TECHNICIAN 36793 10/1/2012 25.095 26.349 27.797 29.327 30.941 32.641 32.941 33.041 33.141 33.241

10/1/2013 25.848 27.139 28.631 30.207 31.869 33.620 33.920 34.020 34.120 34.220

10/1/2014 26.623 27.953 29.490 31.113 32.825 34.629 34.929 35.029 35.129 35.229

OPTHALMIC SURGICAL ASSISTANT 36902 10/1/2012 35.961 37.760 39.837 42.025 44.336 46.776 47.076 47.176 47.276 47.376

10/1/2013 37.040 38.893 41.032 43.286 45.666 48.179 48.479 48.579 48.679 48.779

10/1/2014 38.151 40.060 42.263 44.585 47.036 49.624 49.924 50.024 50.124 50.224

ORTHOPEDIC TECHNOLOGIST II 36779 10/1/2012 30.517 32.045 33.806 35.663 37.626 39.693 39.993 40.093 40.193 40.293

10/1/2013 31.433 33.006 34.820 36.733 38.755 40.884 41.184 41.284 41.384 41.484

10/1/2014 32.376 33.996 35.865 37.835 39.918 42.111 42.411 42.511 42.611 42.711

182

PID

JOB

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

APPOINTMENT DATA CLERK 24410 10/1/2012 16.771 17.612 18.582 19.602 20.680 21.823 22.123 22.223 22.323 22.423

CHART ROOM CLERK 24592 10/1/2013 17.274 18.140 19.139 20.190 21.300 22.478 22.778 22.878 22.978 23.078

CLAIMS ADJ TRAINEE 21073 10/1/2014 17.792 18.684 19.713 20.796 21.939 23.152 23.452 23.552 23.652 23.752

CLERK I (PBS) 20979

CONTROL CLERK 1 24636

DOCUMENT CLERK 24172

DOCUMENT SCANNER 21040

ENTRY CLERK 24020

FILE CLERK 24046

HOME HEALTH CLERK I 24290

JUNIOR CLERK TYPIST 24030

MEMBERSHIP ACCOUNTING SUP CLERK 24714

RECORDS CLERK I 24512

SCANNER OPERATOR (PBS) 21015

X-RAY FILE CLERK 25022

X-RAY FILE CLERK/COURIER 25023

PROCESSING/COMPUTER OPERATIONS

SOUTHERN CALIFORNIA REGION

BASE

183

PID

JOB

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

PROCESSING/COMPUTER OPERATIONS

SOUTHERN CALIFORNIA REGION

BASE

ACCOUNTS PAYABLE CLERK 24144 10/1/2012 17.516 18.391 19.401 20.469 21.593 22.781 23.081 23.181 23.281 23.381

ACCOUNTS RECEIVABLE SUPPORT CLERK 24150 10/1/2013 18.041 18.943 19.983 21.083 22.241 23.464 23.764 23.864 23.964 24.064

APPOINTMENT DATA CLERK II 24412 10/1/2014 18.582 19.511 20.582 21.715 22.908 24.168 24.468 24.568 24.668 24.768

BIRTH CERTIFICATE CLERK 24530

BLOOD DONOR RECRUITING CLERK 25055

CASHIER 25132

CASHIER I (PBS) 20975

CLERK II (PBS) 20981

CLERK TYPIST 24032

CLINIC CLERK I 24900

COMMUNICATIONS OPERATOR 24826

CONF ROOM SCHEDULER (LA ONLY) 20596

CONTACT LENS CLERK 24171

CONTROL CLERK II 24638

CPR CONTROL CLERK 24182

CREDIT COLLECTIONS CLERK 24244

DATA ENTRY CLERK 24628

DATA IMAGE CLERK 24025

DIET CLERK 24906

DIETARY CASHIER 25140

DISTRIBUTION CONTROL CLERK 20612

DOCUMENT PREP ASSISTANT 24039

DOCUMENT PREP ASSISTANT (PFS) 21082

ELIGIBILITY CLERK I 24706

EMERGENCY ROOM CLERK 24916

ENGINEERING CLERK 25154

GENERAL CLERK 24024

HOME HEALTH CLERK II 24291

INDEXING CLERK 21036

INDEXING CLERK (PBS) 21008

INFORMATION CLERK II 24101

INSURANCE RECEPTIONIST 24340

INTER DIRECT PAY CLERK 24708

LAB CLERK 25052

LIFE INSURANCE PROCESSOR 24320

184

PID

JOB

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

PROCESSING/COMPUTER OPERATIONS

SOUTHERN CALIFORNIA REGION

BASE

(continued) 10/1/2012 17.516 18.391 19.401 20.469 21.593 22.781 23.081 23.181 23.281 23.381

MEDICAL LIBRARY CLERK 24838 10/1/2013 18.041 18.943 19.983 21.083 22.241 23.464 23.764 23.864 23.964 24.064

MEDICAL REVIEW CLERK 20936 10/1/2014 18.582 19.511 20.582 21.715 22.908 24.168 24.468 24.568 24.668 24.768

MEDICARE REIMBURSEMENT CLERK 24240

PURCHASING CLERK 24148

RECEPTIONIST I 25124

RECORDS CLERK II 24516

REPROGRAPHICS CLERK 20614

STOREROOM CLERK 43536

SUPPORT CLERK 24096

TRANS ORDERLY/DISPATCHER 24103

DATA ENTRY OPERATOR 24646 10/1/2012 18.408 19.331 20.391 21.514 22.696 23.943 24.243 24.343 24.443 24.543

10/1/2013 18.960 19.911 21.003 22.159 23.377 24.661 24.961 25.061 25.161 25.261

10/1/2014 19.529 20.508 21.633 22.824 24.078 25.401 25.701 25.801 25.901 26.001

WORD PROCESSING OPERATOR I 25192 10/1/2012 21.320 22.385 23.616 24.912 26.283 27.727 28.027 28.127 28.227 28.327

10/1/2013 21.960 23.057 24.324 25.659 27.071 28.559 28.859 28.959 29.059 29.159

10/1/2014 22.619 23.749 25.054 26.429 27.883 29.416 29.716 29.816 29.916 30.016

ACCOUNT RECONCILIATION CLERK 20609 10/1/2012 18.285 19.200 20.256 21.368 22.549 23.787 24.087 24.187 24.287 24.387

A/P LIAISON CLERK 24145 10/1/2013 18.834 19.776 20.864 22.009 23.225 24.501 24.801 24.901 25.001 25.101

BACK-UP CLERK 24168 10/1/2014 19.399 20.369 21.490 22.669 23.922 25.236 25.536 25.636 25.736 25.836

BILLER I (PBS) 20969

BLOOD DONOR RECORDS CLERK II 25054

BUSINESS OFFICE CLERK II 24257

CASE CORRESPONDENCE CLERK 24241

CASHIER II (PBS) 20977

CASHIER RECEPTIONIST 25134

CLAIMS PROCESSOR 24343

CLERK III (PBS) 20983

CLERK STENOGRAPHER 24044

CLINIC CLERK II 24902

COLLECTION SUPPORT REP 24036

COLLECTION SUPPORT REP (PFS) 21081

185

PID

JOB

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

PROCESSING/COMPUTER OPERATIONS

SOUTHERN CALIFORNIA REGION

BASE

(continued) 10/1/2012 18.285 19.200 20.256 21.368 22.549 23.787 24.087 24.187 24.287 24.387

COMMUNICATIONS SERVICES COORD 24824 10/1/2013 18.834 19.776 20.864 22.009 23.225 24.501 24.801 24.901 25.001 25.101

CONSTRUCTION LIAISON CLERK 24123 10/1/2014 19.399 20.369 21.490 22.669 23.922 25.236 25.536 25.636 25.736 25.836

CONTACT LENS EXPEDITER 30796

CUSTOMER SERVICE PHONE REP 24780

EDUCATION/RESEARCH CLERK II 24849

GROUP ACCOUNTS CLERK I 24686

INFORMATION CENTER CLERK 24716

INTERMEDIATE CLERK 24026

INTERMEDIATE CLERK TYPIST 24034

LIBRARY TECHNICIAN 24832

MAGNETIC TAPE LIBRARIAN 13060

MEDICAL REQUEST CLERK 24574

OPT PHOTO/CASHIER RECEPTIONIST 25137

OPTICAL CASHIER 25142

OPTICAL CUSTOMER HOST 25136

PERIPHERIAL CONTROL COORDINATOR 24640

PURCHASING CLERK II 24149

RECEPTIONIST II 25126

REGIONAL LAB STOREROOM CLERK 21060

REVENUE SUPPORT CLERK 20156

STATISTICAL CLERK TYPIST 24097

SUBPOENA CLERK 24536

APPOINTMENT CLERK 24398 10/1/2012 18.649 19.584 20.661 21.796 22.998 24.261 24.561 24.661 24.761 24.861

DEPARTMENT SECRETARY 25180 10/1/2013 19.208 20.172 21.281 22.450 23.688 24.989 25.289 25.389 25.489 25.589

INSURANCE CLERK I 24322 10/1/2014 19.784 20.777 21.919 23.124 24.399 25.739 26.039 26.139 26.239 26.339

NEW MEMBER ENTRY REPRESENTATIVE 20955

OHS CLAIMS PROCESSOR I 21046

ASSOC COMPUTER OPERATOR-OC ONLY 20692 10/1/2012 21.622 22.703 23.460 25.533 26.136 27.704 28.004 28.104 28.204 28.304

JUNIOR COMPUTER OPERATOR 24650 10/1/2013 22.271 23.384 24.164 26.299 26.920 28.535 28.835 28.935 29.035 29.135

10/1/2014 22.939 24.086 24.889 27.088 27.728 29.391 29.691 29.791 29.891 29.991

186

PID

JOB

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

PROCESSING/COMPUTER OPERATIONS

SOUTHERN CALIFORNIA REGION

BASE

ADMITTING CLERK 24262 10/1/2012 18.466 19.390 20.460 21.580 22.769 24.023 24.323 24.423 24.523 24.623

ADMITTING CLERK (PBS) 21010 10/1/2013 19.020 19.972 21.074 22.227 23.452 24.744 25.044 25.144 25.244 25.344

ADVANCED CLERK 24038 10/1/2014 19.591 20.571 21.706 22.894 24.156 25.486 25.786 25.886 25.986 26.086

ART PRODUCTION ASSISTANT 24777

CLAIMS ADJ INTERMEDIATE 21074

HOME HEALTH CLERK III 24292

OUTSIDE REFERRAL CLERK 24904

SICKLE CELL CLERK 24918

STATISTICAL CLERK I 24098

UTILIZATION REVIEW CLERK 24524

WARD CLERK 24936

DISABILITY CLAIMS PROCESSOR 24321 10/1/2012 18.835 19.773 20.864 22.010 23.224 24.500 24.800 24.900 25.000 25.100

INSURANCE CLERK II 24338 10/1/2013 19.400 20.366 21.490 22.670 23.921 25.235 25.535 25.635 25.735 25.835

MEDICAL CORRESPONDENCE CLERK 24572 10/1/2014 19.982 20.977 22.135 23.350 24.639 25.992 26.292 26.392 26.492 26.592

CLAIMS ADJUSTER 24720 10/1/2012 24.525 25.753 27.171 28.663 30.240 31.902 32.202 32.302 32.402 32.502

MEDICAL TRANSCRIBER 24577 10/1/2013 25.261 26.526 27.986 29.523 31.147 32.859 33.159 33.259 33.359 33.459

MEDICAL X-RAY TRANSCRIBER 25026 10/1/2014 26.019 27.322 28.826 30.409 32.081 33.845 34.145 34.245 34.345 34.445

PATHOLOGY TRANSCRIBER 30824

WORD PROCESSING OPERATOR II 25194

187

PID

JOB

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

PROCESSING/COMPUTER OPERATIONS

SOUTHERN CALIFORNIA REGION

BASE

BUSINESS OFFICE CLERK III 24258 10/1/2012 18.841 19.784 20.867 22.017 23.230 24.507 24.807 24.907 25.007 25.107

BUSINESS SVCS REP 24331 10/1/2013 19.406 20.378 21.493 22.678 23.927 25.242 25.542 25.642 25.742 25.842

CLAIMS EXAMINER I 24759 10/1/2014 19.988 20.989 22.138 23.358 24.645 25.999 26.299 26.399 26.499 26.599

CLERK IV (PBX) 20985

COMPUTER OPERATOR 24656

COMPUTER SYSTEMS COORDINATOR 24518

CUSTOMER SERVICE REPRESENTITIVE 24768

DME CLERK 21052

EDUCATION/RESEARCH CLERK III 24851

ELIGIBILITY CLERK II 24718

FINANCIAL COUNSELOR I (PBS) 20987

GROUP REVIEWER 24696

MEDICARE REIMBURSEMENT PROCESSOR 20943

INSURANCE COORDINATOR 24332

MEMBERSHIP SERVICES CLERK II 24766

PATIENT SERVICES REP (MHC) 24286

PHARMACY E-PROCUREMENT SPECIALIST 24151

QUALITY CONTROL CLERK 21038

RECORDS CLERK III 24513

REMOTE TERMINAL OPERATOR 24644

SENIOR CLERK 24028

SENIOR HEMODIALYSIS CLK 24942

PHYSICIAN SCHEDULING CLERK 24405 10/1/2012 19.256 20.219 21.330 22.502 23.738 25.047 25.347 25.447 25.547 25.647

SURGERY SCHEDULING CLERK 24408 10/1/2013 19.834 20.826 21.970 23.177 24.450 25.798 26.098 26.198 26.298 26.398

10/1/2014 20.429 21.451 22.629 23.872 25.184 26.572 26.872 26.972 27.072 27.172

ASSISTANT COLLECTOR 20608 10/1/2012 19.405 20.375 21.497 22.679 23.926 25.243 25.543 25.643 25.743 25.843

10/1/2013 19.987 20.986 22.142 23.359 24.644 26.000 26.300 26.400 26.500 26.600

10/1/2014 20.587 21.616 22.806 24.060 25.383 26.780 27.080 27.180 27.280 27.380

188

PID

JOB

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

PROCESSING/COMPUTER OPERATIONS

SOUTHERN CALIFORNIA REGION

BASE

PROCESSING PARTNER-BF 24925 10/1/2012 20.062 21.068 22.226 23.444 24.735 26.094 26.394 26.494 26.594 26.694

WARD CLERK TRANSCRIBER 24938 10/1/2013 20.664 21.700 22.893 24.147 25.477 26.877 27.177 27.277 27.377 27.477

10/1/2014 21.284 22.351 23.580 24.871 26.241 27.683 27.983 28.083 28.183 28.283

FINANCIAL COUNSELOR 24339 10/1/2012 20.326 21.337 22.515 23.754 25.060 26.435 26.735 26.835 26.935 27.035

FINANCIAL COUNSELOR II (PBS) 20989 10/1/2013 20.936 21.977 23.190 24.467 25.812 27.228 27.528 27.628 27.728 27.828

10/1/2014 21.564 22.636 23.886 25.201 26.586 28.045 28.345 28.445 28.545 28.645

AUDIO VISUAL TECHNICIAN 24836 10/1/2012 20.637 21.672 22.861 24.121 25.447 26.848 27.148 27.248 27.348 27.448

CASE COORD ADVOCATE 24721 10/1/2013 21.256 22.322 23.547 24.845 26.210 27.653 27.953 28.053 28.153 28.253

CLAIMS EXAMINER II 24760 10/1/2014 21.894 22.992 24.253 25.590 26.996 28.483 28.783 28.883 28.983 29.083

CLERK 24023

CUSTOMER SERVICE ADVOCATE 24761

EDUCATION/RESEARCH SECRETARY 24856

GROUP ACCOUNTS CLERK II 24688

MEDICAL AUDIT CLERK 24554

MEDICAL EDUCATION SYMP ASSISTANT 24850

MEDICAL SECRETARY 25174

MEMBERSHP ACCOUNTING COORD 24719

OPTICAL SCANNER OPERATOR 24660

PHARMACY CUSTOMER SERVICE REP 21063

PSYCH SOCIAL CLERK 24988

SENIOR CLERK (F) 24029

LEGAL SUPPORT COORD 24535 10/1/2012 22.105 23.207 24.485 25.833 27.255 28.749 29.049 29.149 29.249 29.349

MEDIA TECHNICIAN (BF ONLY) 12956 10/1/2013 22.768 23.903 25.220 26.608 28.073 29.611 29.911 30.011 30.111 30.211

10/1/2014 23.451 24.620 25.977 27.406 28.915 30.499 30.799 30.899 30.999 31.099

RESEARCH AND RES CLAIMS ADJ-DOWNEY 21066 10/1/2012 25.261 26.526 27.986 29.523 31.147 32.859 33.159 33.259 33.359 33.459

CLAIMS ONLY 10/1/2013 26.019 27.322 28.826 30.409 32.081 33.845 34.145 34.245 34.345 34.445

10/1/2014 26.800 28.142 29.691 31.321 33.043 34.860 35.160 35.260 35.360 35.460

189

PID

JOB

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

PROCESSING/COMPUTER OPERATIONS

SOUTHERN CALIFORNIA REGION

BASE

CANCER REG ABSTRACT CLERK 24440 10/1/2012 26.592 27.917 29.452 31.074 32.783 34.585 34.885 34.985 35.085 35.185

10/1/2013 27.390 28.755 30.336 32.006 33.766 35.623 35.923 36.023 36.123 36.223

10/1/2014 28.212 29.618 31.246 32.966 34.779 36.692 36.992 37.092 37.192 37.292

BILLER II (PBS) 20971 10/1/2012 21.826 22.915 24.177 25.507 26.910 28.390 28.690 28.790 28.890 28.990

INDUSTRIAL BILLER 24324 10/1/2013 22.481 23.602 24.902 26.272 27.717 29.242 29.542 29.642 29.742 29.842

INSURANCE BILLER 24323 10/1/2014 23.155 24.310 25.649 27.060 28.549 30.119 30.419 30.519 30.619 30.719

MEDICAL REVIEWER 20937

OHS CLAIMS PROCESSOR II 21047

OPERATIONS RESOLUTION PROCESSOR 21023

REVENUE BILLER 24328

TPL BILLER 24325

GROUP AUDIT SPECIALIST 24694 10/1/2012 28.396 29.819 31.461 33.562 35.014 37.456 37.756 37.856 37.956 38.056

HEALTH AUDIT ANALYST 24552 10/1/2013 29.248 30.714 32.405 34.569 36.064 38.580 38.880 38.980 39.080 39.180

10/1/2014 30.125 31.635 33.377 35.606 37.146 39.737 40.037 40.137 40.237 40.337

TUMOR REGISTRAR 24439 10/1/2012 29.250 30.710 32.403 34.570 36.062 38.579 38.879 38.979 39.079 39.179

10/1/2013 30.128 31.631 33.375 35.607 37.144 39.736 40.036 40.136 40.236 40.336

10/1/2014 31.032 32.580 34.376 36.675 38.258 40.928 41.228 41.328 41.428 41.528

ACCOUNTS RECEIVABLE CLERK I (PBS) 20963 10/1/2012 22.287 23.255 24.533 25.879 27.303 28.809 29.109 29.209 29.309 29.409

INDUSTRIAL EOB PROCESSOR 24503 10/1/2013 22.956 23.953 25.269 26.655 28.122 29.673 29.973 30.073 30.173 30.273

10/1/2014 23.645 24.672 26.027 27.455 28.966 30.563 30.863 30.963 31.063 31.163

190

PID

JOB

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

PROCESSING/COMPUTER OPERATIONS

SOUTHERN CALIFORNIA REGION

BASE

ACCOUNTS RECEIVABLE CLERK 20601 10/1/2012 22.957 23.955 25.269 26.655 28.124 29.671 29.971 30.071 30.171 30.271

ACCOUNTS RECEIVABLE CLERK (PFS) 21078 10/1/2013 23.646 24.674 26.027 27.455 28.968 30.561 30.861 30.961 31.061 31.161

ACCOUNTS RECEIVABLE CLERK II (PBS) 20965 10/1/2014 24.355 25.414 26.808 28.279 29.837 31.478 31.778 31.878 31.978 32.078

ACCOUNT RECONCILLIATION PROCESSOR 21086

COLLECTOR II 24176

COLLECTOR II (PFS) 21080

CREDIT RESOLUTION PROCESSOR 20691

CREDIT RESOLUTION PROCESSOR (PFS) 21077

PATIENT BILLING RESOLUTION REP 20703

PATIENT BILLING RESOLUTION REP (PFS) 21079

RECORDS TECHICIAN I 24514 10/1/2012 21.826 22.919 24.180 25.508 26.909 28.390 28.690 28.790 28.890 28.990

10/1/2013 22.481 23.607 24.905 26.273 27.716 29.242 29.542 29.642 29.742 29.842

10/1/2014 23.155 24.315 25.652 27.061 28.547 30.119 30.419 30.519 30.619 30.719

HEALTH INFORMATION CODER TRAINEE 20658 10/1/2012 21.043

10/1/2013 21.674

10/1/2014 22.324

INTERMEDIATE COMPUTER OPER-OC ONLY 20693 10/1/2012 24.327 25.538 26.394 28.722 29.401 31.289 31.589 31.689 31.789 31.889

10/1/2013 25.057 26.304 27.186 29.584 30.283 32.228 32.528 32.628 32.728 32.828

10/1/2014 25.809 27.093 28.002 30.472 31.191 33.195 33.495 33.595 33.695 33.795

SENIOR COMPUTER OPER-OC ONLY 20694 10/1/2012 27.366 28.734 29.694 32.313 33.078 35.059 35.359 35.459 35.559 35.659

10/1/2013 28.187 29.596 30.585 33.282 34.070 36.111 36.411 36.511 36.611 36.711

10/1/2014 29.033 30.484 31.503 34.280 35.092 37.194 37.494 37.594 37.694 37.794

PROFESSIONAL SERVICES CODER I 21024 10/1/2012 25.099 26.358 27.806 29.332 30.946 32.648 32.948 33.048 33.148 33.248

10/1/2013 25.852 27.149 28.640 30.212 31.874 33.627 33.927 34.027 34.127 34.227

10/1/2014 26.628 27.963 29.499 31.118 32.830 34.636 34.936 35.036 35.136 35.236

191

PID

JOB

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

PROCESSING/COMPUTER OPERATIONS

SOUTHERN CALIFORNIA REGION

BASE

PROFESSIONAL SERVICES CODER II 21025 10/1/2012 30.120 31.628 33.367 35.199 37.134 38.857 39.157 39.257 39.357 39.457

EMERGENCY DEPARTMENT CODER 21026 10/1/2013 31.024 32.577 34.368 36.255 38.248 40.023 40.323 40.423 40.523 40.623

10/1/2014 31.955 33.554 35.399 37.343 39.395 41.224 41.524 41.624 41.724 41.824

CERTIFIED HC INTERPRETER (ONE LANGUAGE)

21510

10/1/2012

23.582

24.762

26.127

27.561

29.077

30.674

30.974

31.074

31.174

31.274

10/1/2013

24.289

25.505

26.911

28.388

29.949

31.594

31.894

31.994

32.094

32.194

10/1/2014

25.018

26.270

27.718

29.240

30.847

32.542

32.842

32.942

33.042

33.142

CERTIFIED HC INTERPRETER (MULTI LINGUAL)

21511

10/1/2012

24.751

25.988

27.412

28.927

30.514

32.195

32.495

32.595

32.695

32.795

10/1/2013

25.494

26.768

28.234

29.795

31.429

33.161

33.461

33.561

33.661

33.761

10/1/2014

26.259

27.571

29.081

30.689

32.372

34.156

34.456

34.556

34.656

34.756

192

PID

JOB

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

CYTOTECHNOLOGIST

35604

10/1/2012

50.303

52.819

55.724

57.395

59.117

60.891

61.191

61.291

61.391

61.491

10/1/2013

51.812

54.404

57.396

59.117

60.891

62.718

63.018

63.118

63.218

63.318

10/1/2014

53.366

56.036

59.118

60.891

62.718

64.600

64.900

65.000

65.100

65.200

CYTOTECHNOLOGIST QUALITY CONTROL

35600

10/1/2012

52.818

55.458

58.507

60.264

62.072

63.932

64.232

64.332

64.432

64.532

10/1/2013

54.403

57.122

60.262

62.072

63.934

65.850

66.150

66.250

66.350

66.450

10/1/2014

56.035

58.836

62.070

63.934

65.852

67.826

68.126

68.226

68.326

68.426

MARKET SENSITIVE - PATIENT CARE / TECHNICAL

SOUTHERN CALIFORNIA REGION

BASE

193

PID

JOB

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

HEALTH INFORMATION CODER I 20659 10/1/2012 33.821 35.480 37.431 38.966 40.992 43.289 43.589 43.689 43.789 43.889

10/1/2013 34.836 36.544 38.554 40.135 42.222 44.588 44.888 44.988 45.088 45.188

10/1/2014 35.881 37.640 39.711 41.339 43.489 45.926 46.226 46.326 46.426 46.526

HEALTH INFORMATION CODER II 20660 10/1/2012 38.330 40.212 42.424 44.160 46.462 49.059 49.359 49.459 49.559 49.659

10/1/2013 39.480 41.418 43.697 45.485 47.856 50.531 50.831 50.931 51.031 51.131

10/1/2014 40.664 42.661 45.008 46.850 49.292 52.047 52.347 52.447 52.547 52.647

HEALTH INFORMATION CODER III 20661 10/1/2012 41.205 43.226 45.604 47.471 49.944 52.739 53.039 53.139 53.239 53.339

10/1/2013 42.441 44.523 46.972 48.895 51.442 54.321 54.621 54.721 54.821 54.921

10/1/2014 43.714 45.859 48.381 50.362 52.985 55.951 56.251 56.351 56.451 56.551

MARKET SENSITIVE - PROCESSING & COMPUTER OPERATIONS

SOUTHERN CALIFORNIA REGION

BASE

194

PID

JOB

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

DIAG IMAG TECH - RADIOLOGY I 35924 10/1/2012 29.851 31.341 33.066 34.884 36.805 38.830 39.130 39.230 39.330 39.430

10/1/2013 30.747 32.281 34.058 35.931 37.909 39.995 40.295 40.395 40.495 40.595

10/1/2014 31.669 33.249 35.080 37.009 39.046 41.195 41.495 41.595 41.695 41.795

PERIPHERAL VASCULAR TECHNOLOGIST I 36834 10/1/2012 30.347 31.867 33.619 35.465 37.416 39.471 39.771 39.871 39.971 40.071

10/1/2013 31.257 32.823 34.628 36.529 38.538 40.655 40.955 41.055 41.155 41.255

10/1/2014 32.195 33.808 35.667 37.625 39.694 41.875 42.175 42.275 42.375 42.475

PULMONARY FUNCTIONS TECHNOLOGIST 36756 10/1/2012 33.441 35.118 37.046 39.081 41.232 43.497 43.797 43.897 43.997 44.097

10/1/2013 34.444 36.172 38.157 40.253 42.469 44.802 45.102 45.202 45.302 45.402

10/1/2014 35.477 37.257 39.302 41.461 43.743 46.146 46.446 46.546 46.646 46.746

NEURODIAGNOSTIC TECHNOLOGIST 36713 10/1/2012 31.250 32.814 34.615 36.518 38.526 40.644 40.944 41.044 41.144 41.244

10/1/2013 32.188 33.798 35.653 37.614 39.682 41.863 42.163 42.263 42.363 42.463

10/1/2014 33.154 34.812 36.723 38.742 40.872 43.119 43.419 43.519 43.619 43.719

DIAG IMAG TECH - RADIOLOGY II 35926 10/1/2012 36.059 37.500 39.001 40.562 42.184 43.870 44.170 44.270 44.370 44.470

10/1/2013 37.141 38.625 40.171 41.779 43.450 45.186 45.486 45.586 45.686 45.786

10/1/2014 38.255 39.784 41.376 43.032 44.754 46.542 46.842 46.942 47.042 47.142

ECHOCARDIOGRAM TECHNOLOGIST I 36720 10/1/2012 36.172 37.982 40.067 42.273 44.597 47.047 47.347 47.447 47.547 47.647

10/1/2013 37.257 39.121 41.269 43.541 45.935 48.458 48.758 48.858 48.958 49.058

10/1/2014 38.375 40.295 42.507 44.847 47.313 49.912 50.212 50.312 50.412 50.512

SOUTHERN CALIFORNIA REGION

PATIENT CARE / TECHNICAL

DIAGNOSTIC IMAGING AND RELATED CLASSIFICATIONS

BASE

195

PID

JOB

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

SOUTHERN CALIFORNIA REGION

PATIENT CARE / TECHNICAL

DIAGNOSTIC IMAGING AND RELATED CLASSIFICATIONS

BASE

RADIOISOTOPE TECHNOLOGIST 36814 10/1/2012 36.058 37.862 39.946 42.139 44.459 46.905 47.205 47.305 47.405 47.505

10/1/2013 37.140 38.998 41.144 43.403 45.793 48.312 48.612 48.712 48.812 48.912

10/1/2014 38.254 40.168 42.378 44.705 47.167 49.761 50.061 50.161 50.261 50.361

MAMMOGRAPHY RADIOLOGIC TECH I 30486 10/1/2012 37.704 39.213 40.781 42.411 44.108 45.870 46.170 46.270 46.370 46.470

10/1/2013 38.835 40.389 42.004 43.683 45.431 47.246 47.546 47.646 47.746 47.846

10/1/2014 40.000 41.601 43.264 44.993 46.794 48.663 48.963 49.063 49.163 49.263

PERFUSIONIST I 36718 10/1/2012 37.222 39.080 41.230 43.495 45.889 48.414 48.714 48.814 48.914 49.014

10/1/2013 38.339 40.252 42.467 44.800 47.266 49.866 50.166 50.266 50.366 50.466

10/1/2014 39.489 41.460 43.741 46.144 48.684 51.362 51.662 51.762 51.862 51.962

DIAG IMAG TECH - MAMMO II 30487 10/1/2012 39.571 41.158 42.803 44.515 46.294 48.145 48.445 48.545 48.645 48.745

10/1/2013 40.758 42.393 44.087 45.850 47.683 49.589 49.889 49.989 50.089 50.189

10/1/2014 41.981 43.665 45.410 47.226 49.113 51.077 51.377 51.477 51.577 51.677

ECHOCARD TECHNOLOGIST II-LA ONLY 30473 10/1/2012 39.792 41.783 44.079 46.502 49.061 51.752 52.052 52.152 52.252 52.352

10/1/2013 40.986 43.036 45.401 47.897 50.533 53.305 53.605 53.705 53.805 53.905

10/1/2014 42.216 44.327 46.763 49.334 52.049 54.904 55.204 55.304 55.404 55.504

DIAG IMAG TECH - MRI 35932 10/1/2012 41.604 43.270 44.999 46.802 48.671 50.619 50.919 51.019 51.119 51.219

10/1/2013 42.852 44.568 46.349 48.206 50.131 52.138 52.438 52.538 52.638 52.738

10/1/2014 44.138 45.905 47.739 49.652 51.635 53.702 54.002 54.102 54.202 54.302

196

PID

JOB

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

SOUTHERN CALIFORNIA REGION

PATIENT CARE / TECHNICAL

DIAGNOSTIC IMAGING AND RELATED CLASSIFICATIONS

BASE

NUCLEAR MEDICAL TECHNOLOGIST 36826 10/1/2012 46.622 48.485 50.426 52.445 54.541 56.722 57.022 57.122 57.222 57.322

10/1/2013 48.021 49.940 51.939 54.018 56.177 58.424 58.724 58.824 58.924 59.024

10/1/2014 49.462 51.438 53.497 55.639 57.862 60.177 60.477 60.577 60.677 60.777

CARDIAC CATH TECHNOLOGIST 36714 10/1/2012 41.240 42.891 44.606 46.390 48.248 50.170 50.470 50.570 50.670 50.770

DIAG IMAG TECH - RADIOLOG III 35928 10/1/2013 42.477 44.178 45.944 47.782 49.695 51.675 51.975 52.075 52.175 52.275

10/1/2014 43.751 45.503 47.322 49.215 51.186 53.225 53.525 53.625 53.725 53.825

CARDIAC CATH RAD TECHNO-LA ONLY 35927 10/1/2012 46.366 48.222 50.152 52.157 54.244 56.412 56.712 56.812 56.912 57.012

INTERVENTIONAL RADIOLOGIC TECH 30798 10/1/2013 47.757 49.669 51.657 53.722 55.871 58.104 58.404 58.504 58.604 58.704

10/1/2014 49.190 51.159 53.207 55.334 57.547 59.847 60.147 60.247 60.347 60.447

PERFUSIONIST II 36717 10/1/2012 57.528 60.631 63.810 67.247 72.271 77.319 77.619 77.719 77.819 77.919

10/1/2013 59.254 62.450 65.724 69.264 74.439 79.639 79.939 80.039 80.139 80.239

10/1/2014 61.032 64.324 67.696 71.342 76.672 82.028 82.328 82.428 82.528 82.628

Step 1 (Start rate)

Step 3 (2 year rate)

Advanced Hiring Criteria

197

PID PID PID PID PID PID

01 05 08 09 10 11

JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG

JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR

NEURODIAGNOSTIC TECHNO I - LA Only 36821 10/1/2012 42.357 44.475 46.920 49.500 52.225 55.095 55.395 55.495 55.595 55.695

10/1/2013 43.628 45.809 48.328 50.985 53.792 56.748 57.048 57.148 57.248 57.348

10/1/2014 44.937 47.183 49.778 52.515 55.406 58.450 58.750 58.850 58.950 59.050

DIAG IMAG TECH - SONOGRAPHER 36836 10/1/2012 44.108 45.870 47.709 49.615 52.053 54.917 55.217 55.317 55.417 55.517

OB/GYN DIAG IMAG SONOGRAPHER 30818 10/1/2013 45.431 47.246 49.140 51.103 53.615 56.565 56.865 56.965 57.065 57.165

PERIPHERIAL VASCULAR TECHNOLOGIST II 36835 10/1/2014 46.794 48.663 50.614 52.636 55.223 58.262 58.562 58.662 58.762 58.862

RADIATION THERAPY TECHNOLOGIST 36816 10/1/2012 46.998 49.352 52.063 54.925 57.947 61.133 61.433 61.533 61.633 61.733

10/1/2013 48.408 50.833 53.625 56.573 59.685 62.967 63.267 63.367 63.467 63.567

10/1/2014 49.860 52.358 55.234 58.270 61.476 64.856 65.156 65.256 65.356 65.456

RADIATION PLANNING THERAPIST 36820 10/1/2012 48.363 50.783 53.571 56.519 59.628 62.907 63.207 63.307 63.407 63.507

10/1/2013 49.814 52.306 55.178 58.215 61.417 64.794 65.094 65.194 65.294 65.394

10/1/2014 51.308 53.875 56.833 59.961 63.260 66.738 67.038 67.138 67.238 67.338

NEURODIAGNOSTIC TECHNO II - LA Only 36822 10/1/2012 47.649 50.033 52.784 55.685 58.749 61.981 62.281 62.381 62.481 62.581

10/1/2013 49.078 51.534 54.368 57.356 60.511 63.840 64.140 64.240 64.340 64.440

10/1/2014 50.550 53.080 55.999 59.077 62.326 65.755 66.055 66.155 66.255 66.355

Step 1 (Start rate)

Step 3 (2 year rate)

BASE

SOUTHERN CALIFORNIA REGION

MARKET SENSITIVE PATIENT CARE / TECHNICAL

DIAGNOSTIC IMAGING AND RELATED CLASSIFICATIONS

ADVANCED HIRING CRITERIA

New Graduate or Less than 1 year of experience

1 year or more of experience

198

PID

JOB

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

DIAG IMAG TECH - RADIOLOGY I 30527 10/1/2012 35.821 37.609 39.679 41.861 44.166 46.596 46.896 46.996 47.096 47.196

10/1/2013 36.896 38.737 40.870 43.117 45.491 47.994 48.294 48.394 48.494 48.594

10/1/2014 38.003 39.899 42.096 44.411 46.855 49.434 49.734 49.834 49.934 50.034

PERIPHERAL VASCULAR TECHNOLOGIST I 30528 10/1/2012 36.416 38.240 40.343 42.558 44.899 47.365 47.665 47.765 47.865 47.965

10/1/2013 37.508 39.388 41.554 43.835 46.246 48.786 49.086 49.186 49.286 49.386

10/1/2014 38.634 40.570 42.800 45.150 47.633 50.250 50.550 50.650 50.750 50.850

PULMONARY FUNCTIONS TECHNOLOGIST 30529 10/1/2012 40.129 42.142 44.455 46.897 49.478 52.196 52.496 52.596 52.696 52.796

10/1/2013 41.333 43.406 45.788 48.304 50.963 53.762 54.062 54.162 54.262 54.362

10/1/2014 42.572 44.708 47.162 49.753 52.492 55.375 55.675 55.775 55.875 55.975

NEURODIAGNOSTIC TECHNOLOGIST 30530 10/1/2012 37.500 39.377 41.538 43.822 46.231 48.773 49.073 49.173 49.273 49.373

10/1/2013 38.626 40.558 42.784 45.137 47.618 50.236 50.536 50.636 50.736 50.836

10/1/2014 39.785 41.774 44.068 46.490 49.046 51.743 52.043 52.143 52.243 52.343

DIAG IMAG TECH - RADIOLOGY II 30531 10/1/2012 43.271 45.000 46.801 48.674 50.621 52.644 52.944 53.044 53.144 53.244

10/1/2013 44.569 46.350 48.205 50.135 52.140 54.223 54.523 54.623 54.723 54.823

10/1/2014 45.906 47.741 49.651 51.638 53.705 55.850 56.150 56.250 56.350 56.450

ECHOCARDIOGRAM TECHNOLOGIST I 30532 10/1/2012 43.406 45.578 48.080 50.728 53.516 56.456 56.756 56.856 56.956 57.056

10/1/2013 44.708 46.945 49.523 52.249 55.122 58.150 58.450 58.550 58.650 58.750

10/1/2014 46.050 48.354 51.008 53.816 56.776 59.894 60.194 60.294 60.394 60.494

PATIENT CARE / TECHNICAL

DIAGNOSTIC IMAGING AND RELATED CLASSIFICATIONS, EFFECTIVE 06/10/02

PER DIEM 20% ADDITIONAL PAY, NO BENEFITS

SOUTHERN CALIFORNIA REGION

BASE

199

PID

JOB

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

PATIENT CARE / TECHNICAL

DIAGNOSTIC IMAGING AND RELATED CLASSIFICATIONS, EFFECTIVE 06/10/02

PER DIEM 20% ADDITIONAL PAY, NO BENEFITS

SOUTHERN CALIFORNIA REGION

BASE

RADIOISOTOPE TECHNOLOGIST 30533 10/1/2012 43.270 45.434 47.935 50.567 53.351 56.286 56.586 56.686 56.786 56.886

10/1/2013 44.568 46.798 49.373 52.084 54.952 57.974 58.274 58.374 58.474 58.574

10/1/2014 45.905 48.202 50.854 53.646 56.600 59.713 60.013 60.113 60.213 60.313

DIAG IMAG TECH - MAMMO I 30535 10/1/2012 45.245 47.056 48.937 50.893 52.930 55.044 55.344 55.444 55.544 55.644

10/1/2013 46.602 48.467 50.405 52.420 54.517 56.695 56.995 57.095 57.195 57.295

10/1/2014 48.000 49.921 51.917 53.992 56.153 58.396 58.696 58.796 58.896 58.996

PERFUSIONIST I 30536 10/1/2012 44.666 46.896 49.476 52.194 55.067 58.097 58.397 58.497 58.597 58.697

10/1/2013 46.007 48.302 50.960 53.760 56.719 59.839 60.139 60.239 60.339 60.439

10/1/2014 47.387 49.752 52.489 55.373 58.421 61.634 61.934 62.034 62.134 62.234

DIAG IMAG TECH - MAMMO II 30537 10/1/2012 47.485 49.390 51.364 53.418 55.553 57.774 58.074 58.174 58.274 58.374

10/1/2013 48.910 50.872 52.904 55.020 57.220 59.507 59.807 59.907 60.007 60.107

10/1/2014 50.377 52.398 54.492 56.671 58.936 61.292 61.592 61.692 61.792 61.892

ECHOCARD TECHNOLOGIST II-LA ONLY 30538 10/1/2012 47.750 50.140 52.895 55.802 58.873 62.102 62.402 62.502 62.602 62.702

10/1/2013 49.183 51.643 54.481 57.476 60.640 63.966 64.266 64.366 64.466 64.566

10/1/2014 50.659 53.192 56.116 59.201 62.459 65.885 66.185 66.285 66.385 66.485

DIAG IMAG TECH - MRI 30539 10/1/2012 49.925 51.924 53.999 56.162 58.405 60.743 61.043 61.143 61.243 61.343

10/1/2013 51.422 53.482 55.619 57.847 60.157 62.566 62.866 62.966 63.066 63.166

10/1/2014 52.966 55.086 57.287 59.582 61.962 64.442 64.742 64.842 64.942 65.042

200

PID

JOB

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

PATIENT CARE / TECHNICAL

DIAGNOSTIC IMAGING AND RELATED CLASSIFICATIONS, EFFECTIVE 06/10/02

PER DIEM 20% ADDITIONAL PAY, NO BENEFITS

SOUTHERN CALIFORNIA REGION

BASE

NUCLEAR MEDICAL TECHNOLOGIST 30540 10/1/2012 55.946 58.182 60.511 62.934 65.449 68.066 68.366 68.466 68.566 68.666

10/1/2013 57.625 59.928 62.327 64.822 67.412 70.109 70.409 70.509 70.609 70.709

10/1/2014 59.354 61.726 64.196 66.767 69.434 72.212 72.512 72.612 72.712 72.812

CARDIAC CATH TECHNOLOGIST 30534 10/1/2012 49.488 51.469 53.527 55.668 57.898 60.204 60.504 60.604 60.704 60.804

DIAG IMAG TECH - RADIOLOGY III 30541 10/1/2013 50.972 53.014 55.133 57.338 59.634 62.010 62.310 62.410 62.510 62.610

10/1/2014 52.501 54.604 56.786 59.058 61.423 63.870 64.170 64.270 64.370 64.470

CARDIAC CATH RAD TECHNO-LA ONLY 30542 10/1/2012 55.639 57.866 60.182 62.588 65.093 67.694 67.994 68.094 68.194 68.294

INTERVENTIONAL RADIOLOGIC TECH 30799 10/1/2013 57.308 59.603 61.988 64.466 67.045 69.725 70.025 70.125 70.225 70.325

10/1/2014 59.028 61.391 63.848 66.401 69.056 71.816 72.116 72.216 72.316 72.416

PERFUSIONIST II 30543 10/1/2012 69.034 72.757 76.572 80.696 86.725 92.783 93.083 93.183 93.283 93.383

10/1/2013 71.105 74.940 78.869 83.117 89.327 95.567 95.867 95.967 96.067 96.167

10/1/2014 73.238 77.189 81.235 85.610 92.006 98.434 98.734 98.834 98.934 99.034

201

PID

JOB

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

NEURODIAGNOSTIC TECHNO I - LA Only 30545 10/1/2012 50.828 53.370 56.304 59.400 62.670 66.114 66.414 66.514 66.614 66.714

10/1/2013 52.354 54.971 57.994 61.182 64.550 68.098 68.398 68.498 68.598 68.698

10/1/2014 53.924 56.620 59.734 63.018 66.487 70.140 70.440 70.540 70.640 70.740

DIAG IMAG TECH - SONOGRAPHER 30546 10/1/2012 52.930 55.044 57.251 59.538 62.464 65.900 66.200 66.300 66.400 66.500

PERIPHERIAL VASCULAR TECHNOLOGIST II 30544 10/1/2013 54.517 56.695 58.968 61.324 64.338 67.878 68.178 68.278 68.378 68.478

10/1/2014 56.153 58.396 60.737 63.163 66.268 69.914 70.214 70.314 70.414 70.514

RADIATION THERAPY TECHNOLOGIST 30547 10/1/2012 56.398 59.222 62.476 65.910 69.536 73.360 73.660 73.760 73.860 73.960

10/1/2013 58.090 61.000 64.350 67.888 71.622 75.560 75.860 75.960 76.060 76.160

10/1/2014 59.832 62.830 66.281 69.924 73.771 77.827 78.127 78.227 78.327 78.427

RADIATION PLANNING THERAPIST 30548 10/1/2012 58.036 60.940 64.285 67.823 71.554 75.488 75.788 75.888 75.988 76.088

10/1/2013 59.777 62.767 66.214 69.858 73.700 77.753 78.053 78.153 78.253 78.353

10/1/2014 61.570 64.650 68.200 71.953 75.912 80.086 80.386 80.486 80.586 80.686

NEURODIAGNOSTIC TECHNO II - LA Only 30549 10/1/2012 57.179 60.040 63.341 66.822 70.499 74.377 74.677 74.777 74.877 74.977

10/1/2013 58.894 61.841 65.242 68.827 72.613 76.608 76.908 77.008 77.108 77.208

10/1/2014 60.660 63.696 67.199 70.892 74.791 78.906 79.206 79.306 79.406 79.506

SOUTHERN CALIFORNIA REGION

BASE

MARKET SENSITIVE PATIENT CARE / TECHNICAL

DIAGNOSTIC IMAGING AND RELATED CLASSIFICATIONS, EFFECTIVE 06/10/02

PER DIEM 20% ADDITIONAL PAY, NO BENEFITS

202

203

SOUTHERN CALIFORNIA REGION WAGE RATES:

LEADS

The following are Southern California Region negotiated wage rates for 2012 through 2014. As negotiated in the 2012

National Agreement (Section 3. D. 4.), SEIU-UHW members will receive an additional 3% across the board raise on

October 1, 2015 if there is no successor to the current National Agreement.

PID PID PID PID PID PID

01 05 08 09 10 11

JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG

JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR

LEAD PARKING LOT ATTENDANT 43359 10/1/2012 14.982 15.730 16.517 17.107 18.568 19.010 19.310 19.410 19.510 19.610

LEAD KITCHEN WORKER 45429 10/1/2013 15.431 16.202 17.013 17.620 19.125 19.580 19.880 19.980 20.080 20.180

LEAD LINEN ROOM ATTENDANT 40146 10/1/2014 15.894 16.688 17.523 18.149 19.699 20.167 20.467 20.567 20.667 20.767

LEAD HOUSEKEEPING ATTENDANT 47839 10/1/2012 15.222 15.985 16.864 17.790 18.771 19.800 20.100 20.200 20.300 20.400

LEAD STOREROOM WORKER 43535 10/1/2013 15.679 16.465 17.370 18.324 19.334 20.394 20.694 20.794 20.894 20.994

10/1/2014 16.149 16.959 17.891 18.874 19.914 21.006 21.306 21.406 21.506 21.606

LEAD STOREROOM WORKER 43552 10/1/2012 16.572 17.403 18.359 19.370 20.433 21.559 21.859 21.959 22.059 22.159

(OFF-SITE) 10/1/2013 17.069 17.925 18.910 19.951 21.046 22.206 22.506 22.606 22.706 22.806

10/1/2014 17.581 18.463 19.477 20.550 21.677 22.872 23.172 23.272 23.372 23.472

LEAD COURIER 40189 10/1/2012 17.216 18.074 19.068 20.116 21.221 22.392 22.692 22.792 22.892 22.992

LEAD MEDICAL CENTER MESSENGER 40190 10/1/2013 17.732 18.616 19.640 20.719 21.858 23.064 23.364 23.464 23.564 23.664

10/1/2014 18.264 19.174 20.229 21.341 22.514 23.756 24.056 24.156 24.256 24.356

LEAD SHIPPING & RECEIVING CLERK 40191 10/1/2012 17.722 18.608 19.629 20.709 21.847 23.049 23.349 23.449 23.549 23.649

10/1/2013 18.254 19.166 20.218 21.330 22.502 23.740 24.040 24.140 24.240 24.340

10/1/2014 18.802 19.741 20.825 21.970 23.177 24.452 24.752 24.852 24.952 25.052

LEAD COOK 45476 10/1/2012 18.692 19.629 20.706 21.845 23.048 24.317 24.617 24.717 24.817 24.917

LEAD REGIONAL COURIER 40234 10/1/2013 19.253 20.218 21.327 22.500 23.739 25.047 25.347 25.447 25.547 25.647

10/1/2014 19.831 20.825 21.967 23.175 24.451 25.798 26.098 26.198 26.298 26.398

LEAD OPTICAL LAB EQUIPMENT OPER 40243 10/1/2012 19.385 20.355 21.472 22.653 24.534 24.791 25.091 25.191 25.291 25.391

10/1/2013 19.967 20.966 22.116 23.333 25.270 25.535 25.835 25.935 26.035 26.135

10/1/2014 20.566 21.595 22.779 24.033 26.028 26.301 26.601 26.701 26.801 26.901

SOUTHERN CALIFORNIA REGION

LEAD

SERVICE, MAINTENANCE & PRODUCTION

204

PID PID PID PID PID PID

01 05 08 09 10 11

JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG

JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR

SOUTHERN CALIFORNIA REGION

LEAD

SERVICE, MAINTENANCE & PRODUCTION

LEAD CENTRAL PHARMACY 40033 10/1/2012 20.185 21.190 22.356 23.587 24.888 26.252 26.552 26.652 26.752 26.852

WAREHOUSE WORKER 10/1/2013 20.791 21.826 23.027 24.295 25.635 27.040 27.340 27.440 27.540 27.640

10/1/2014 21.415 22.481 23.718 25.024 26.404 27.851 28.151 28.251 28.351 28.451

LEAD BOB TAIL TRUCK DRIVER 40192 10/1/2012 21.497 22.570 23.814 25.127 26.507 27.965 28.265 28.365 28.465 28.565

10/1/2013 22.142 23.247 24.528 25.881 27.302 28.804 29.104 29.204 29.304 29.404

10/1/2014 22.806 23.944 25.264 26.657 28.121 29.668 29.968 30.068 30.168 30.268

205

PID

JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

LEAD TRANSPORTATION AIDE 30494 10/1/2012 15.286 16.052 16.572 18.191 18.586 20.135 20.435 20.535 20.635 20.735

10/1/2013 15.745 16.534 17.069 18.737 19.144 20.739 21.039 21.139 21.239 21.339

10/1/2014 16.217 17.030 17.581 19.299 19.718 21.361 21.661 21.761 21.861 21.961

LEAD OPTICAL WORKER 30509 10/1/2012 18.134 19.054 20.008 21.155 21.820 22.330 22.630 22.730 22.830 22.930

10/1/2013 18.678 19.626 20.608 21.790 22.475 23.000 23.300 23.400 23.500 23.600

10/1/2014 19.238 20.215 21.226 22.444 23.149 23.690 23.990 24.090 24.190 24.290

LEAD JUNIOR LAB ASSISTANT 35578 10/1/2012 18.357 19.277 20.238 21.359 22.001 22.224 22.524 22.624 22.724 22.824

LEAD LAB AIDE 35579 10/1/2013 18.908 19.855 20.845 22.000 22.661 22.891 23.191 23.291 23.391 23.491

10/1/2014 19.475 20.451 21.470 22.660 23.341 23.578 23.878 23.978 24.078 24.178

LEAD CENTRAL SUPPLY TECH I 30275 10/1/2012 18.707 19.639 20.727 21.862 23.066 24.334 24.634 24.734 24.834 24.934

10/1/2013 19.268 20.228 21.349 22.518 23.758 25.064 25.364 25.464 25.564 25.664

10/1/2014 19.846 20.835 21.989 23.194 24.471 25.816 26.116 26.216 26.316 26.416

LEAD CENTRAL SUPPLY TECH II 30276 10/1/2012 19.172 20.130 21.242 22.411 23.647 24.942 25.242 25.342 25.442 25.542

10/1/2013 19.747 20.734 21.879 23.083 24.356 25.690 25.990 26.090 26.190 26.290

10/1/2014 20.339 21.356 22.535 23.775 25.087 26.461 26.761 26.861 26.961 27.061

LEAD LAB ASSISTANT I 35595 10/1/2012 19.546 20.521 21.549 22.826 23.603 24.250 24.550 24.650 24.750 24.850

10/1/2013 20.132 21.137 22.195 23.511 24.311 24.978 25.278 25.378 25.478 25.578

10/1/2014 20.736 21.771 22.861 24.216 25.040 25.727 26.027 26.127 26.227 26.327

LEAD MULTIPHASIC HEALTH ASST 36959 10/1/2012 19.744 20.734 21.871 23.073 24.349 25.688 25.988 26.088 26.188 26.288

10/1/2013 20.336 21.356 22.527 23.765 25.079 26.459 26.759 26.859 26.959 27.059

10/1/2014 20.946 21.997 23.203 24.478 25.831 27.253 27.553 27.653 27.753 27.853

SOUTHERN CALIFORNIA REGION

LEAD

PATIENT CARE / TECHNICAL

206

PID

JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

SOUTHERN CALIFORNIA REGION

LEAD

PATIENT CARE / TECHNICAL

LEAD CLINIC ASSISTANT 30510 10/1/2012 20.050 21.054 22.209 23.430 24.724 26.086 26.386 26.486 26.586 26.686

10/1/2013 20.652 21.686 22.875 24.133 25.466 26.869 27.169 27.269 27.369 27.469

10/1/2014 21.272 22.337 23.561 24.857 26.230 27.675 27.975 28.075 28.175 28.275

LEAD MEDICAL ASSISTANT 30524 10/1/2012 20.151 21.158 22.320 23.547 24.846 26.214 26.514 26.614 26.714 26.814

10/1/2013 20.756 21.793 22.990 24.253 25.591 27.000 27.300 27.400 27.500 27.600

10/1/2014 21.379 22.447 23.680 24.981 26.359 27.810 28.110 28.210 28.310 28.410

LEAD OPTICAL MECHANIC 37052 10/1/2012 19.830 20.821 21.859 23.050 23.924 24.075 24.375 24.475 24.575 24.675

10/1/2013 20.425 21.446 22.515 23.742 24.642 24.797 25.097 25.197 25.297 25.397

10/1/2014 21.038 22.089 23.190 24.454 25.381 25.541 25.841 25.941 26.041 26.141

LEAD LAB ASSISTANT II 35589 10/1/2012 21.500 22.585 23.712 25.110 26.153 26.280 26.580 26.680 26.780 26.880

LEAD PHLEBOTOMIST 30495 10/1/2013 22.145 23.263 24.423 25.863 26.938 27.068 27.368 27.468 27.568 27.668

10/1/2014 22.809 23.961 25.156 26.639 27.746 27.880 28.180 28.280 28.380 28.480

LEAD RAD PROC SERV TECH 30496 10/1/2012 22.147 23.259 24.421 25.864 26.935 27.067 27.367 27.467 27.567 27.667

10/1/2013 22.811 23.957 25.154 26.640 27.743 27.879 28.179 28.279 28.379 28.479

10/1/2014 23.495 24.676 25.909 27.439 28.575 28.715 29.015 29.115 29.215 29.315

LEAD EKG TECHNICIAN 30180 10/1/2012 23.841 25.033 26.413 27.864 29.397 31.013 31.313 31.413 31.513 31.613

10/1/2013 24.556 25.784 27.205 28.700 30.279 31.943 32.243 32.343 32.443 32.543

10/1/2014 25.293 26.558 28.021 29.561 31.187 32.901 33.201 33.301 33.401 33.501

LEAD OPTICAL DISPENSER 30356 10/1/2012 23.660 24.965 26.212 27.946 29.762 31.581 31.881 31.981 32.081 32.181

LEAD OPTICAL TECHNICIAN 37055 10/1/2013 24.370 25.714 26.998 28.784 30.655 32.528 32.828 32.928 33.028 33.128

LEAD TISSUE TECHNICIAN 35599 10/1/2014 25.101 26.485 27.808 29.648 31.575 33.504 33.804 33.904 34.004 34.104

207

PID

JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

SOUTHERN CALIFORNIA REGION

LEAD

PATIENT CARE / TECHNICAL

LEAD LVN I 30130 10/1/2012 24.477 25.700 27.116 28.605 30.180 31.837 32.137 32.237 32.337 32.437

10/1/2013 25.211 26.471 27.929 29.463 31.085 32.792 33.092 33.192 33.292 33.392

10/1/2014 25.967 27.265 28.767 30.347 32.018 33.776 34.076 34.176 34.276 34.376

LEAD UROLOGY TECHNOLOGIST 30497 10/1/2012 25.234 26.496 27.955 29.490 31.112 32.825 33.125 33.225 33.325 33.425

10/1/2013 25.991 27.291 28.794 30.375 32.045 33.810 34.110 34.210 34.310 34.410

10/1/2014 26.771 28.110 29.658 31.286 33.006 34.824 35.124 35.224 35.324 35.424

LEAD LVN II 36298 10/1/2012 24.792 26.027 27.465 28.967 30.563 32.245 32.545 32.645 32.745 32.845

10/1/2013 25.536 26.808 28.289 29.836 31.480 33.212 33.512 33.612 33.712 33.812

10/1/2014 26.302 27.612 29.138 30.731 32.424 34.208 34.508 34.608 34.708 34.808

LEAD LVN III 36302 10/1/2012 25.741 27.028 28.509 30.084 31.732 33.482 33.782 33.882 33.982 34.082

10/1/2013 26.513 27.839 29.364 30.987 32.684 34.486 34.786 34.886 34.986 35.086

10/1/2014 27.308 28.674 30.245 31.917 33.665 35.521 35.821 35.921 36.021 36.121

LEAD ANESTHESIA TECH 30526 10/1/2012 26.148 27.462 28.967 30.561 32.243 34.014 34.314 34.414 34.514 34.614

LEAD AUTOPSY TISSUE TECH ASST 30515 10/1/2013 26.932 28.286 29.836 31.478 33.210 35.034 35.334 35.434 35.534 35.634

LEAD EEG TECH 30498 10/1/2014 27.740 29.135 30.731 32.422 34.206 36.085 36.385 36.485 36.585 36.685

LEAD HEALTH EVALUATION ASST 30499

LEAD LAB ASSISTANT III 30506

LEAD PODIATRY TECH 30513

LEAD CERTIFIED ANESTHESIA TECH 30840 10/1/2012 26.673 28.007 29.548 31.171 32.885 34.693 34.993 35.093 35.193 35.293

10/1/2013 27.473 28.847 30.434 32.106 33.872 35.734 36.034 36.134 36.234 36.334

10/1/2014 28.297 29.712 31.347 33.069 34.888 36.806 37.106 37.206 37.306 37.406

LEAD CERTIFIED ANESTHESIA TECH 30841 10/1/2012 26.935 28.282 29.837 31.477 33.207 35.034 35.334 35.434 35.534 35.634

(IV CERT) 10/1/2013 27.743 29.130 30.732 32.421 34.203 36.085 36.385 36.485 36.585 36.685

10/1/2014 28.575 30.004 31.654 33.394 35.229 37.168 37.468 37.568 37.668 37.768

208

PID

JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

SOUTHERN CALIFORNIA REGION

LEAD

PATIENT CARE / TECHNICAL

LEAD POLYSOMN TECHNO 30511 10/1/2012 27.941 29.335 30.949 32.656 34.450 36.345 36.645 36.745 36.845 36.945

10/1/2013 28.779 30.215 31.877 33.636 35.484 37.435 37.735 37.835 37.935 38.035

10/1/2014 29.642 31.121 32.833 34.645 36.549 38.558 38.858 38.958 39.058 39.158

LEAD LIC PHYSICAL THERAPY ASST 30769 10/1/2012 29.106 30.560 32.243 34.016 35.888 37.859 38.159 38.259 38.359 38.459

10/1/2013 29.979 31.477 33.210 35.036 36.965 38.995 39.295 39.395 39.495 39.595

10/1/2014 30.878 32.421 34.206 36.087 38.074 40.165 40.465 40.565 40.665 40.765

LEAD HISTOLOGY TECHNO 35613 10/1/2012 30.494 32.018 33.780 35.635 37.595 39.668 39.968 40.068 40.168 40.268

10/1/2013 31.409 32.979 34.793 36.704 38.723 40.858 41.158 41.258 41.358 41.458

10/1/2014 32.351 33.968 35.837 37.805 39.885 42.084 42.384 42.484 42.584 42.684

LEAD RESP CARE PRAC I 35739 10/1/2012 35.923 37.628 39.598 41.671 43.860 46.178 46.478 46.578 46.678 46.778

10/1/2013 37.001 38.757 40.786 42.921 45.176 47.563 47.863 47.963 48.063 48.163

10/1/2014 38.111 39.920 42.010 44.209 46.531 48.990 49.290 49.390 49.490 49.590

LEAD RESP CARE PRAC II 35738 10/1/2012 36.337 38.062 40.053 42.152 44.367 46.706 47.006 47.106 47.206 47.306

10/1/2013 37.427 39.204 41.255 43.417 45.698 48.107 48.407 48.507 48.607 48.707

10/1/2014 38.550 40.380 42.493 44.720 47.069 49.550 49.850 49.950 50.050 50.150

LEAD RESP CARE PRAC III 35742 10/1/2012 36.695 38.435 40.447 42.572 44.808 47.169 47.469 47.569 47.669 47.769

10/1/2013 37.796 39.588 41.660 43.849 46.152 48.584 48.884 48.984 49.084 49.184

10/1/2014 38.930 40.776 42.910 45.164 47.537 50.042 50.342 50.442 50.542 50.642

*LEAD SOLUTIONS TECHNO 30500 10/1/2012 32.970 34.535 36.340 38.250 40.257 42.383 42.683 42.783 42.883 42.983

10/1/2013 33.959 35.571 37.430 39.398 41.465 43.654 43.954 44.054 44.154 44.254

10/1/2014 34.978 36.638 38.553 40.580 42.709 44.964 45.264 45.364 45.464 45.564

209

PID

JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

SOUTHERN CALIFORNIA REGION

LEAD

PATIENT CARE / TECHNICAL

LEAD ORTHO TECHNO 30501 10/1/2012 32.045 33.647 35.497 37.448 39.509 41.678 41.978 42.078 42.178 42.278

10/1/2013 33.006 34.656 36.562 38.571 40.694 42.928 43.228 43.328 43.428 43.528

10/1/2014 33.996 35.696 37.659 39.728 41.915 44.216 44.516 44.616 44.716 44.816

LEAD CYTOGENETIC TECHNOLOGIST 30807 10/1/2012 42.615 44.745 47.208 49.802 52.544 55.436 55.736 55.836 55.936 56.036

10/1/2013 43.893 46.087 48.624 51.296 54.120 57.099 57.399 57.499 57.599 57.699

10/1/2014 45.210 47.470 50.083 52.835 55.744 58.812 59.112 59.212 59.312 59.412

210

PID

JOB

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

LEAD APPOINTMENT DATA CLERK 20942 10/1/2012 17.610 18.496 19.512 20.582 21.720 22.910 23.210 23.310 23.410 23.510

LEAD CHART ROOM CLERK 24599 10/1/2013 18.138 19.051 20.097 21.199 22.372 23.597 23.897 23.997 24.097 24.197

LEAD ENTRY CLERK 20640 10/1/2014 18.682 19.623 20.700 21.835 23.043 24.305 24.605 24.705 24.805 24.905

LEAD FILE CLERK 20042

LEAD X-RAY CLERK 20492

LEAD ACCOUNTS PAYABLE CLERK 20629 10/1/2012 18.391 19.313 20.371 21.495 22.671 23.919 24.219 24.319 24.419 24.519

LEAD BIRTH CERTIFICATE CLERK 24528 10/1/2013 18.943 19.892 20.982 22.140 23.351 24.637 24.937 25.037 25.137 25.237

LEAD COMMUNICATIONS OPERATOR 24829 10/1/2014 19.511 20.489 21.611 22.804 24.052 25.376 25.676 25.776 25.876 25.976

LEAD DATA ENTRY CLERK 24627

LEAD DIETARY CASHIER 25141

LEAD DIET CLERK 20696

LEAD DOCUMENT PREP ASST 20684

LEAD GENERAL CLERK 20641

LEAD LAB CLERK 25059

LEAD STOREROOM CLERK 20628

LEAD TRANSPORTATION ORDERLY / 20650

DISPATCHER

SOUTHERN CALIFORNIA REGION

LEAD

PROCESSING / COMPUTER OPERATIONS

211

PID

JOB

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

SOUTHERN CALIFORNIA REGION

LEAD

PROCESSING / COMPUTER OPERATIONS

LEAD ACCT RECONCIL CLERK 24180 10/1/2012 19.199 20.158 21.270 22.439 23.671 24.973 25.273 25.373 25.473 25.573

LEAD BLOOD DONOR RECRUITER 25057 10/1/2013 19.775 20.763 21.908 23.112 24.381 25.722 26.022 26.122 26.222 26.322

LEAD BUSINESS OFFICE CLERK 20109 10/1/2014 20.368 21.386 22.565 23.805 25.112 26.494 26.794 26.894 26.994 27.094

LEAD CASHIER RECEPTIONIST 25139

LEAD CLERK STENO 24045

LEAD COLLECTION SUPPORT REP 20642

LEAD CONTACT LENS EXPEDITER 21045

LEAD CASE CORRESPONDENCE CLERK 21049

LEAD CUSTOMER SERVICE PHONE REP 24781

LEAD DRUG PURCHASING CLERK 24152

LEAD INTERMEDIATE CLERK 20643

LEAD RECEPTIONIST 25129

LEAD SUBPOENA CLERK 20631

LEAD CASHIER (PBS) 20973

LEAD CLAIMS PROCESSOR 30779

LEAD APPOINTMENT CLERK 20630 10/1/2012 19.581 20.563 21.693 22.886 24.147 25.472 25.772 25.872 25.972 26.072

LEAD DEPARTMENT SECRETARY 20651 10/1/2013 20.168 21.180 22.344 23.573 24.871 26.236 26.536 26.636 26.736 26.836

10/1/2014 20.773 21.815 23.014 24.280 25.617 27.023 27.323 27.423 27.523 27.623

LEAD DATA ENTRY OPERATOR 24649 10/1/2012 19.328 20.296 21.411 22.589 23.831 25.141 25.441 25.541 25.641 25.741

10/1/2013 19.908 20.905 22.053 23.267 24.546 25.895 26.195 26.295 26.395 26.495

10/1/2014 20.505 21.532 22.715 23.965 25.282 26.672 26.972 27.072 27.172 27.272

LEAD ADMITTING CLERK 20122 10/1/2012 19.392 20.357 21.481 22.663 23.906 25.223 25.523 25.623 25.723 25.823

LEAD HOME HEALTH CLERK 20632 10/1/2013 19.974 20.968 22.125 23.343 24.623 25.980 26.280 26.380 26.480 26.580

10/1/2014 20.573 21.597 22.789 24.043 25.362 26.759 27.059 27.159 27.259 27.359

LEAD MED CORRESPONDENCE CLK 20705 10/1/2012 19.774 20.767 21.912 23.113 24.382 25.727 26.027 26.127 26.227 26.327

LEAD DME CLERK 21053 10/1/2013 20.367 21.390 22.569 23.806 25.113 26.499 26.799 26.899 26.999 27.099

10/1/2014 20.978 22.032 23.246 24.520 25.866 27.294 27.594 27.694 27.794 27.894

212

PID

JOB

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

SOUTHERN CALIFORNIA REGION

LEAD

PROCESSING / COMPUTER OPERATIONS

LEAD BUSINESS SERVICES REP 20934 10/1/2012 19.783 20.772 21.914 23.118 24.390 25.731 26.031 26.131 26.231 26.331

LEAD CUSTOMER SERVICE REP 20644 10/1/2013 20.376 21.395 22.571 23.812 25.122 26.503 26.803 26.903 27.003 27.103

LEAD GRP REVIEWER 24695 10/1/2014 20.987 22.037 23.248 24.526 25.876 27.298 27.598 27.698 27.798 27.898

LEAD MBSHP SRV CLK 20365

LEAD RECORDS CLERK 20263

LEAD MEDICARE REIMBRSMNT PROC 20945

LEAD SURGERY SCHEDULING CLERK 20209 10/1/2012 20.218 21.228 22.395 23.626 24.926 26.298 26.598 26.698 26.798 26.898

10/1/2013 20.825 21.865 23.067 24.335 25.674 27.087 27.387 27.487 27.587 27.687

10/1/2014 21.450 22.521 23.759 25.065 26.444 27.900 28.200 28.300 28.400 28.500

LEAD ASSISTANT COLLECTOR 20653 10/1/2012 20.374 21.395 22.570 23.812 25.121 26.504 26.804 26.904 27.004 27.104

10/1/2013 20.985 22.037 23.247 24.526 25.875 27.299 27.599 27.699 27.799 27.899

10/1/2014 21.615 22.698 23.944 25.262 26.651 28.118 28.418 28.518 28.618 28.718

LEAD CLERK 20633 10/1/2012 21.670 22.755 24.005 25.326 26.719 28.191 28.491 28.591 28.691 28.791

LEAD MEDICAL AUDIT CLERK 20652 10/1/2013 22.320 23.438 24.725 26.086 27.521 29.037 29.337 29.437 29.537 29.637

LEAD MEDICAL SECRETARY 20634 10/1/2014 22.990 24.141 25.467 26.869 28.347 29.908 30.208 30.308 30.408 30.508

LEAD MEMBERSHIP ACCTG COORD 20635

LEAD OPTICAL SCANNER OPER 20636

LEAD PSYCH SOCIAL CLERK 20647

LEAD INDUSTRIAL BILLER 20645 10/1/2012 22.916 24.062 25.387 26.783 28.257 29.810 30.110 30.210 30.310 30.410

LEAD INSURANCE BILLER 20637 10/1/2013 23.603 24.784 26.149 27.586 29.105 30.704 31.004 31.104 31.204 31.304

LEAD MEDICAL REVIEWER 20938 10/1/2014 24.311 25.528 26.933 28.414 29.978 31.625 31.925 32.025 32.125 32.225

LEAD REVENUE BILLER 20646

LEAD BILLER (PBS) 20967

LEAD OHS CLAIMS PROCESSOR 21048

LEAD INDUSTRIAL EOB PROCESSOR 20648 10/1/2012 23.405 24.415 25.759 27.173 28.668 30.247 30.547 30.647 30.747 30.847

10/1/2013 24.107 25.147 26.532 27.988 29.528 31.154 31.454 31.554 31.654 31.754

10/1/2014 24.830 25.901 27.328 28.828 30.414 32.089 32.389 32.489 32.589 32.689

213

PID

JOB

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

SOUTHERN CALIFORNIA REGION

LEAD

PROCESSING / COMPUTER OPERATIONS

LEAD COLLECTOR II 20654 10/1/2012 24.105 25.150 26.531 27.988 29.528 31.154 31.454 31.554 31.654 31.754

10/1/2013 24.828 25.905 27.327 28.828 30.414 32.089 32.389 32.489 32.589 32.689

10/1/2014 25.573 26.682 28.147 29.693 31.326 33.052 33.352 33.452 33.552 33.652

LEAD CLAIMS ADJUSTER 20695 10/1/2012 25.752 27.041 28.530 30.096 31.755 33.497 33.797 33.897 33.997 34.097

LEAD MEDICAL TRANSCRIBER 20317 10/1/2013 26.525 27.852 29.386 30.999 32.708 34.502 34.802 34.902 35.002 35.102

LEAD PATHOLOGY TRANSCRIBER 21075 10/1/2014 27.321 28.688 30.268 31.929 33.689 35.537 35.837 35.937 36.037 36.137

LEAD WORD PROCESSING OPER 20638

LEAD RESEARCH AND REOLUTIONS CLAIMS 21067 10/1/2012 26.524 27.853 29.386 30.999 32.705 34.503 34.803 34.903 35.003 35.103

ADJUSTER - DOWNEY ONLY 10/1/2013 27.320 28.689 30.268 31.929 33.686 35.538 35.838 35.938 36.038 36.138

10/1/2014 28.140 29.550 31.176 32.887 34.697 36.604 36.904 37.004 37.104 37.204

214

PATIENT CARE / TECHNICAL

PID

JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

LEAD NEURODIAGNOSTIC TECHNO 30525 10/1/2012 32.814 34.451 36.346 38.345 40.453 42.679 42.979 43.079 43.179 43.279

10/1/2013 33.798 35.485 37.436 39.495 41.667 43.959 44.259 44.359 44.459 44.559

10/1/2014 34.812 36.550 38.559 40.680 42.917 45.278 45.578 45.678 45.778 45.878

LEAD ECHOCARDIOGRAM TECH I 30514 10/1/2012 37.984 39.882 42.071 44.391 46.829 49.401 49.701 49.801 49.901 50.001

10/1/2013 39.124 41.078 43.333 45.723 48.234 50.883 51.183 51.283 51.383 51.483

10/1/2014 40.298 42.310 44.633 47.095 49.681 52.409 52.709 52.809 52.909 53.009

LEAD DIAG IMAG TECH - MAMMO 30512 10/1/2012 41.552 43.214 44.940 46.741 48.608 50.554 50.854 50.954 51.054 51.154

10/1/2013 42.799 44.510 46.288 48.143 50.066 52.071 52.371 52.471 52.571 52.671

10/1/2014 44.083 45.845 47.677 49.587 51.568 53.633 53.933 54.033 54.133 54.233

LEAD DIAG IMAG TECH - MRI 30503 10/1/2012 43.685 45.432 47.251 49.142 51.103 53.150 53.450 53.550 53.650 53.750

10/1/2013 44.996 46.795 48.669 50.616 52.636 54.745 55.045 55.145 55.245 55.345

10/1/2014 46.346 48.199 50.129 52.134 54.215 56.387 56.687 56.787 56.887 56.987

LEAD NUCLEAR MED TECHNO 30257 10/1/2012 48.953 50.912 52.947 55.064 57.266 59.558 59.858 59.958 60.058 60.158

10/1/2013 50.422 52.439 54.535 56.716 58.984 61.345 61.645 61.745 61.845 61.945

10/1/2014 51.935 54.012 56.171 58.417 60.754 63.185 63.485 63.585 63.685 63.785

LEAD CARDIAC CATH TECHNO 30502 10/1/2012 43.303 45.034 46.834 48.710 50.658 52.679 52.979 53.079 53.179 53.279

LEAD DIAG IMAG TECH - RADIOLOGY IV 30504 10/1/2013 44.602 46.385 48.239 50.171 52.178 54.259 54.559 54.659 54.759 54.859

10/1/2014 45.940 47.777 49.686 51.676 53.743 55.887 56.187 56.287 56.387 56.487

LEAD INTERVENTIONAL RAD TECH 30803 10/1/2012 48.685 50.633 52.658 54.765 56.955 59.232 59.532 59.632 59.732 59.832

10/1/2013 50.146 52.152 54.238 56.408 58.664 61.009 61.309 61.409 61.509 61.609

10/1/2014 51.650 53.717 55.865 58.100 60.424 62.839 63.139 63.239 63.339 63.439

SOUTHERN CALIFORNIA REGION

LEAD

LEAD DIAGNOSTIC IMAGING AND RELATED CLASSIFICATIONS

215

PATIENT CARE / TECHNICAL

PID

JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

SOUTHERN CALIFORNIA REGION

LEAD

LEAD DIAGNOSTIC IMAGING AND RELATED CLASSIFICATIONS

LEAD PERFUSIONIST 30505 10/1/2012 60.405 63.662 67.000 70.611 75.883 81.187 81.487 81.587 81.687 81.787

10/1/2013 62.217 65.572 69.010 72.729 78.159 83.623 83.923 84.023 84.123 84.223

10/1/2014 64.084 67.539 71.080 74.911 80.504 86.132 86.432 86.532 86.632 86.732

LEAD ECHOCARDIOGRAM TECHNOLOGIST II 30795 10/1/2012 41.784 43.870 46.281 48.829 51.514 54.342 54.642 54.742 54.842 54.942

10/1/2013 43.038 45.186 47.669 50.294 53.059 55.972 56.272 56.372 56.472 56.572

10/1/2014 44.329 46.542 49.099 51.803 54.651 57.651 57.951 58.051 58.151 58.251

216

MARKET SENSITIVE - PATIENT CARE / TECHNICAL

PID

JOB

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

LEAD DIAG IMAG TECH - SONOGRAPHER

30507

10/1/2012

46.315

48.164

50.091

52.094

54.658

57.662

57.962

58.062

58.162

58.262

10/1/2013

47.704

49.609

51.594

53.657

56.298

59.392

59.692

59.792

59.892

59.992

10/1/2014

49.135

51.097

53.142

55.267

57.987

61.174

61.474

61.574

61.674

61.774

LEAD RADIATION THERAPY TECHNOLOGIST

30508

10/1/2012

49.351

51.817

54.664

57.670

60.846

64.187

64.487

64.587

64.687

64.787

10/1/2013

50.832

53.372

56.304

59.400

62.671

66.113

66.413

66.513

66.613

66.713

10/1/2014

52.357

54.973

57.993

61.182

64.551

68.096

68.396

68.496

68.596

68.696

SOUTHERN CALIFORNIA REGION

LEAD

LEAD DIAGNOSTIC IMAGING AND RELATED CLASSIFICATIONS

217

PATIENT CARE / TECHNICAL

PID

JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

LEAD NEURODIAGNOSTIC TECHNO 30550 10/1/2012 39.377 41.341 43.615 46.014 48.544 51.215 51.515 51.615 51.715 51.815

10/1/2013 40.558 42.582 44.923 47.394 50.000 52.751 53.051 53.151 53.251 53.351

10/1/2014 41.774 43.860 46.271 48.816 51.500 54.334 54.634 54.734 54.834 54.934

LEAD ECHOCARDIOGRAM TECH I 30551 10/1/2012 45.581 47.858 50.485 53.269 56.195 59.281 59.581 59.681 59.781 59.881

10/1/2013 46.949 49.294 52.000 54.868 57.881 61.060 61.360 61.460 61.560 61.660

10/1/2014 48.358 50.772 53.560 56.514 59.617 62.891 63.191 63.291 63.391 63.491

LEAD DIAG IMAG TECH - MAMMO 30553 10/1/2012 49.862 51.857 53.928 56.089 58.330 60.665 60.965 61.065 61.165 61.265

10/1/2013 51.359 53.412 55.546 57.772 60.079 62.485 62.785 62.885 62.985 63.085

10/1/2014 52.900 55.014 57.212 59.504 61.882 64.360 64.660 64.760 64.860 64.960

LEAD DIAG IMAG TECH - MRI 30554 10/1/2012 52.422 54.518 56.701 58.970 61.324 63.780 64.080 64.180 64.280 64.380

10/1/2013 53.995 56.154 58.403 60.739 63.163 65.694 65.994 66.094 66.194 66.294

10/1/2014 55.615 57.839 60.155 62.561 65.058 67.664 67.964 68.064 68.164 68.264

LEAD NUCLEAR MED TECHNO 30555 10/1/2012 58.744 61.094 63.536 66.077 68.719 71.470 71.770 71.870 71.970 72.070

10/1/2013 60.506 62.927 65.442 68.059 70.781 73.614 73.914 74.014 74.114 74.214

10/1/2014 62.322 64.814 67.405 70.100 72.905 75.822 76.122 76.222 76.322 76.422

LEAD CARDIAC CATH TECHNO 30552 10/1/2012 51.964 54.041 56.201 58.452 60.790 63.215 63.515 63.615 63.715 63.815

LEAD DIAG IMAG TECH - RADIOLOGY IV 30556 10/1/2013 53.522 55.662 57.887 60.205 62.614 65.111 65.411 65.511 65.611 65.711

10/1/2014 55.128 57.332 59.623 62.011 64.492 67.064 67.364 67.464 67.564 67.664

SOUTHERN CALIFORNIA REGION

LEAD

LEAD DIAGNOSTIC IMAGING AND RELATED CLASSIFICATIONS, EFFECTIVE 06/10/02

PER DIEM 20% ADDITIONAL PAY, NO BENEFITS

218

PATIENT CARE / TECHNICAL

PID

JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

SOUTHERN CALIFORNIA REGION

LEAD

LEAD DIAGNOSTIC IMAGING AND RELATED CLASSIFICATIONS, EFFECTIVE 06/10/02

PER DIEM 20% ADDITIONAL PAY, NO BENEFITS

LEAD INTERVENTIONAL RAD TECH 30800 10/1/2012 58.422 60.760 63.190 65.718 68.346 71.078 71.378 71.478 71.578 71.678

10/1/2013 60.175 62.582 65.086 67.690 70.397 73.211 73.511 73.611 73.711 73.811

10/1/2014 61.980 64.460 67.038 69.720 72.509 75.407 75.707 75.807 75.907 76.007

LEAD PERFUSIONIST 30557 10/1/2012 72.486 76.394 80.400 84.733 91.060 97.424 97.724 97.824 97.924 98.024

10/1/2013 74.660 78.686 82.812 87.275 93.791 100.348 100.648 100.748 100.848 100.948

10/1/2014 76.901 81.047 85.296 89.893 96.605 103.358 103.658 103.758 103.858 103.958

219

MARKET SENSITIVE - PATIENT CARE / TECHNICAL

LEAD DIAGNOSTIC IMAGING AND RELATED CLASSIFICATIONS, EFFECTIVE 06/10/02

PER DIEM 20% ADDITIONAL PAY, NO BENEFITS

PID

JOB

STEP 1

STEP 2

STEP 3

STEP 4

STEP 5

STEP 6

LNG

JOB TITLE

CODE

YEAR

START

1 YEAR

2 YEAR

3 YEAR

4 YEAR

5 YEAR

10 YEAR

15 YEAR

20 YEAR

25 YEAR

LEAD DIAG IMAG TECH - SONOGRAPHER 30558 10/1/2012 55.578 57.797 60.109 62.513 65.590 69.194 69.494 69.594 69.694 69.794

10/1/2013 57.245 59.531 61.913 64.388 67.558 71.270 71.570 71.670 71.770 71.870

10/1/2014 58.962 61.316 63.770 66.320 69.584 73.409 73.709 73.809 73.909 74.009

LEAD RADIATION THERAPY TECHNOLOGIST

30559

10/1/2012

59.221

62.180

65.597

69.204

73.015

77.024

77.324

77.424

77.524

77.624

10/1/2013

60.998

64.046

67.565

71.280

75.205

79.336

79.636

79.736

79.836

79.936

10/1/2014

62.828

65.968

69.592

73.418

77.461

81.715

82.015

82.115

82.215

82.315

SOUTHERN CALIFORNIA REGION

LEAD

220

221

APPENDICES APPLICABLE STATEWIDE

222

STATEWIDE APPENDIX A

A. CALL CENTER ADDENDUM

A. Call Center Preamble.

Call Center Management and Labor commit to the LMP process. This process

acknowledges the relationship to be far more important than any single

transaction. We jointly commit to proactively identify and resolve issues

collaboratively.

It is the goal of both Labor and Management to create a positive working

environment for all.

B. General Statement.

In recognition of the call center environment being significantly different from

medical centers we agree to the following:

C. Union Business.

1. Steward Release.

Stewards may be released at various times to conduct Union business.

The release of stewards will depend on call volume and operational

needs. Stewards will work with Management for release time. Such

release time will not be unreasonably denied. Definition of Union business

will be defined at the local level.

2. Computer.

Within 90 days of ratification of this agreement the Employer will provide

at each Call Center a computer for Union business that will be equipped

with intranet access, internet access and a printer.

3. Steward Council.

The facility steward council should meet regularly with the Human

Resources Leader, Medical Group Administrator or designee, to discuss

workplace issues that UHW members or management identify.

D. SOUTHERN CALIFORNIA REGION Limited Physical Movement.

SCAL-Management will limit physical movement of UHW members. When

necessary changes are to be made, Management will notify the Union.

E. Variance/Personal.

Variance refers to the amount of time post log-on an Employee may be off-line

exclusive of lunch, break, start and end time. Variance is to be used for on the

clock personal needs. The Employer agrees to a variance of 20 minutes per 8-

hour day statewide. Variance will be prorated based on hours worked per day.

223

This agreement will supersede any other existing agreements on variance. Both

parties agree that past practice remains in place unless mutually agreed to

change.

F. Availability of Information.

Call Center Management will post or provide call center information on: call

volume, number of sick calls, performance goals, current performance

information, and other mutually agreed upon data. All data will be from the

previous business day or current business day.

G. Request for Information.

All Call Centers will establish an avenue to process requests for information

through specific individuals.

H. Staffing.

Upon ratification of the UHW CBA, the Call Centers shall begin a joint and

ongoing process to ensure adequate and efficient staffing. This process will

reflect Management’s need for flexibility in addressing fluctuating call volume,

seasonality, and membership.

Concurrently this process will address the need of Labor to have adequate

staffing to meet the needs of the UHW members. Within 90 days, each facility will

develop a process to address staffing.

I. Shift Up/Down (start time).

The staffing section of the call center addendum will address the issue of start

time shift up/ down. The goal is to minimize the use of this practice through

development of adequate staffing. This will be a joint and ongoing assessment.

J. Agreements in Writing.

Both parties agree that there should be a written record of all joint decisions that

significantly impact UHW members and Management. Therefore, all agreements

will be in writing either in a side letter or meeting minutes where appropriate.

This does not invalidate long-standing and mutually accepted practices.

K. NORTHERN CALIFORNIA REGION Holiday Pay-varied Day Schedule.

Both Parties will come to a common agreement on holiday pay for employees

with varied day schedules by October 23, 2005.

L. NORTHERN CALIFORNIA REGION Defined Work Areas.

By June 1, 2006, the Call Centers commit to initiate a six (6) month pilot program

to assign a specific work unit to each job posting. At the end of the 6 month

period, both parties have a goal to establish the program permanently. In the

event that the program is not mutually agreed to be implemented, both parties

will utilize IBPS with an outside facilitator to address the concerns around this

program prior to discontinuation.

224

M. NORTHERN CALIFORNIA REGION Variable Start Time.

Recognizing Management’s need for flexibility and Labor’s need to create

stability for their membership, both Management and Labor agree to the

following:

1. By 2007, Management agrees to reduce the IRP designation to thirty

(30%) percent in all Call Centers. This process should be progressive

showing movement yearly toward the goal.

2. Concurrently, both Labor and Management will establish a joint process

that will move to eliminate all IRPs (except varied start time) from the

UHW bargaining unit. It is understood by both parties that the short hour

designation may be necessary to accomplish this goal. This agreement

should be completed by June 1, 2007

3. Management agrees that variable start time positions will have a

maximum start range of 1.5 hours.

225

STATEWIDE APPENDIX B

B. CATEGORIES OF EMPLOYEES

TO INCLUDE OTHER BENEFITTED EMPLOYEES.

It is agreed that included in the category of Employees described in this Agreement as

Regular Benefited Employees are benefited Employees in Alternate Compensation Pay

(ACP), 12-hour shift Employees working thirty-six (36) hours per work week, and

Employees working thirty-six (36) hours per work week who were Full-Time Employees

prior to a reduction in force.

226

STATEWIDE APPENDIX C

C. ALTERNATE COMPENSATION PROGRAM

SECTION 1 – ELIGIBILITY AND ENROLLMENT

A. Voluntary Participation and Eligibility.

Only a benefit eligible Employee scheduled to work twenty (20) or more hours

per week who can verify that he/she has medical coverage from a source other

than his/her benefited status with Kaiser Permanente shall have the option of

voluntarily participating in the Alternate Compensation Program.

B. Verification of Coverage or Loss of Coverage.

Before an Employee’s request for enrollment in the ACP will be processed, an

Employee will be required to show proof of medical coverage for him/herself.

Such proof of medical coverage will be required on an annual basis during the

open enrollment period for health coverage for continued participation in ACP. If

an Employee participating in the ACP loses medical coverage for any reason,

he/she may withdraw from the ACP within thirty-one (31) days of the date he/she

becomes ineligible for medical coverage.

C. Notice of Program and Enrollment.

During the annual open enrollment period all benefit eligible Employees will be

informed of the ACP. During the annual open enrollment period of each year an

Employee may elect to participate in ACP. An Employee who elects to participate

in the ACP must remain for the entire payroll calendar year, unless he/she has

lost medical coverage. To continue in the ACP an Employee must provide proof

of other medical coverage annually.

D. Effective Date of Participation.

1. Current Employees.

A participating Employee will begin receiving the benefits of the program

the first day of the first pay period of the following payroll calendar year

and must remain in the ACP for the payroll calendar year.

2. New Employees.

A newly hired Employee who is benefit eligible shall have the option of

enrolling in ACP within thirty-one (31) days of his/her date of hire and will

begin receiving benefits the first day of the first pay period following

receipt of a completed ACP Enrollment form provided by the Employer,

including supporting documentation, i.e., proof of other medical coverage.

227

SECTION 2 – ACP PAY

A. ACP Pay in Lieu of Benefits.

A participating benefit eligible Employee will receive an ACP allowance that is

equal to an additional twenty percent (20%) of his/her hourly rate of pay for all

hours paid. The twenty percent (20%) allowance will be paid in lieu of the

Employee receiving the following benefits:

1. Employer paid Health Plan

2. Employer-paid Dental Plan

3. Employer paid Life Insurance

4. Paid Time Off (including Vacation, Sick Leave, Life Balance Days

(Southern California Region only, if applicable), and Holiday Pay (but not

premium for working a Holiday).

5. Disability Plans

6. Other Paid Time Off (including but not limited to Bereavement Leave and

Education Leave).

B. Differentials and Premiums.

A participating Employee will receive all premium pay and differentials as any

other benefit-eligible Employee except that the calculation of premiums and

differentials will be based on the Employee’s base rate of pay not including the

ACP allowance.

C. Accrued Paid Time Off Benefits.

Upon the effective date of the Employee’s participation in the ACP, the Employee

will cease accruing paid time off and will be paid, at his/her regular hourly rate of

pay, all accrued vacation and (if applicable) all life balance days.

D. Sick Leave Bank.

Any sick leave available to the Employee who participates in the ACP will be

frozen and unavailable for use until such time he/she ceases participating in the

ACP and elects to begin receiving benefits.

E. Retirement While on ACP.

An Employee who retires on ACP:

1. Will be eligible for the benefits of the Attendance Program related to paid

time off prior to his/her retirement date or conversion to “credited service”

as provided for in the Collective Bargaining Agreement.

228

2. Will not be eligible for any Employer-paid post retirement benefits such as

Health Plan etc. The enrollment form for the ACP will clearly state that

any Employee who retires while enrolled in the ACP will not be eligible for

these benefits and that his/her enrollment is irrevocable for the payroll

calendar year.

SECTION 3 – BENEFITS FOR WHICH AN ACP PARTICIPANT IS ELIGIBLE

An Employee participating in the ACP is eligible for the following benefits:

A. Pension.

The participating Employee will continue to accrue pension service for vesting

and shall accrue credited service, used to determine the Employee’s monthly

retirement benefit. Final average pay for calculating the Employee’s pension shall

be based on his/her hourly rate of pay, not including the twenty percent (20%)

ACP allowance

B. Unpaid Time Off.

A participating Employee may exercise his/her seniority to bid for unpaid vacation

of up to two (2) weeks per year. The Employee may carry over one (1) week per

year with a maximum accrual of four (4) weeks of available unpaid vacation time

off. The Employer will not unreasonably deny additional time off.

C. Holidays.

A participating Employee will receive the holiday premium when working the

holiday. The premium will be based on the Employee’s base rate of pay

excluding the ACP twenty percent (20%) allowance.

D. Jury Duty.

A participating Employee will be eligible for Jury Duty and will be paid at his/her

base rate plus the ACP allowance.

E. Employee-Purchased Life Insurance.

F. Dependent Care Plan.

G. Health Care Spending Account.

H. Commuter Choice Plan. (if applicable)

I. KP 401(k).

J. Survivor Assistance.

Benefit will be paid at the base wage rate not including the ACP allowance.

K. Tuition Reimbursement.

229

L. Unpaid Leaves.

A participating Employee will be eligible for leaves without pay but will not be

eligible for any benefits associated with such leaves.

M. Parent Medical Coverage.

230

STATEWIDE APPENDIX D

D. HARD-TO-FILL CLASSIFICATIONS

CAREER LADDER JOINT RECOMMENDATIONS

A. Respiratory Care Practitioners.

Labor and Management agree to the creation of one Respiratory Care

Practitioner (RCP) Career Ladder to be used in both the Northern and Southern

California Regions of Kaiser Permanente. In order to achieve this, we

recommend a joint Labor Management Partnership Workgroup to develop the

Career Ladder in a post-bargaining process to begin before December 31, 2005

and be completed within the first half of 2006. Once a mutually acceptable

Career Ladder program is determined, the new Career ladder shall be

implemented expeditiously.

The RCP Career Ladder Work Group will be composed of statewide

representatives to include: RCPs representative of all Medical Centers in

Northern and Southern California, selected by the Union; Respiratory Care

Managers; Labor Relations; Kaiser Foundation Hospitals (Northern California);

Southern California Permanente Medical Group (Southern California); SEIU

UHW staff; Physicians.

B. Sonographers.

Labor and Manager recommend that a Work Group be created in Southern

California to review the Northern California Sonographer Career Ladder in order

to assess its application in Southern California to begin before December 31,

2005 and be completed within the first half of 2006. If the workgroup

recommends the desirability of adopting the same or a similar Career ladder,

then the current Southern California Career ladder shall be replaced with the new

Career ladder and implemented in Southern California.

The Sonographer Work Group will include Southern California representatives

from: Sonographers, Echocardiogram Technologists and Peripheral Vascular

Technologists representative of all Medical Centers, selected by the Union;

Diagnostic Imaging Managers; Labor Relations; SEIU UHW Staff;

Radiologists/Sonologists; Labor and Management Representatives from

Northern California to explain the Career Ladder.

231

C. Radiologic Technologists.

Labor and Management recommend that the Career Ladder agreed upon in

Northern California helps to address issues in an Employee group that is “hard to

fill” and promotes recruitment and retention, and that a similar Career ladder

program in Southern California would be beneficial. Labor and Management

recommend that a Work Group be created in Southern California to review the

Northern California Radiologic Technologist Career Ladder in order to assess its

application in Southern California to begin before December 31, 2005 and be

completed within the first half of 2006. If the workgroup recommends the

desirability of adopting the same or a similar Career ladder, then the current

Southern California Career ladder shall be replaced with the new Career ladder

and implemented expeditiously in Southern California.

The Radiologic Technologist Work Group will include Southern California

representatives from: Radiologic Technologists from every Medical Center in the

region that are representative of all Modalities, selected by the Union; Radiology

Managers; Labor Relations; SEIU UHW Staff; Radiologists; Labor and

Management Representatives from Northern California to explain the Career

Ladder.

232

STATEWIDE APPENDIX E

E. JOINT REVIEW OF DEPARTMENT STRUCTURE

JOINT REVIEW OF DEPARTMENT STRUCTURE:

October 2005 – The Union (UHW) and local management will jointly review department

structure solely for the purposes of the utilization of Seniority to apply to Job Bidding

and Layoff, as agreed during “local” bargaining in August 2005.

EXAMPLE: DEPARMENT STRUCTURE

The following is a template of Departments—used only as an example—that are

generally recognized at Kaiser Medical Centers and Medical Office Buildings.

1. Admitting 14. Imaging/Radiology

2. Business Office 15. Laboratory Services

3. Outpatient Medical Records 16. Materials Management

4. Clinic Nursing 17. Medical Legal

5. Communications 18. Medical Secretaries

6. Continuing Care 19. Nutrition Services

7. Emergency 20. Outpatient Pharmacy

8. EVS 21. Perioperative Services

9. Facility Services 22. Respiratory Therapy

10. H.I.M. 23. Social Services

11. Home Health/Hospice 24. Sterile Processing

12. Hospital Nursing 25. Staffing

13. Inpatient Pharmacy

Units within a Clinic Nursing Department that may possibly include:

Acupuncture Ear Nose Throat (ENT) Hematology

Adult Primary Care Eating Disorders Infertility

After Hours Urgent Care EEG/Sleep Lab Infusion

Allergy EKG Injection Clinic

Employee Health Services Audiology Integrative Medicine

Cardiology Endoscopy Internal Medicine

Chemotherapy Family Medicine Medicine

Chronic Conditions

Management

Foot and Ankle Surgery Chronic Pain

Member Office Support

Services

Gastroenterology Mental Health

Cosmetic Dermatology Head and Neck Surgery

Minor Injury Center

Cosmetic Surgery Health Education Nephrology

Dermatology Hearing Aid Center Neurology

OB/GYN Physical Therapy Schedule Maintenance

Occupational Medicine Plastic Surgery Sleep Lab

233

Oncology Psychiatry Spine Clinic

Ophthalmology Pulmonology Sports Medicine

Optometry Rehabilitative Services Surgery Clinic

Orthopedics/Podiatry REI Urgent Care

Pediatrics Rheumatology Urgent Eye Care

Physical Medicine Schedule Creation Urology

Units within a Hospital Nursing Department that might possibly include:

Antipartum Med/Surg Postpartum

Cardiovascular ICU Mother and Infant Step Down

Critical Care Unit Neonatal Intensive

Care Unit

Telemetry

Intensive Care Nursery Patient Mobility Transitional Care Unit

Intensive Care Unit Pediatrics/PICU

Labor and Delivery Perinatal

234

STATEWIDE APPENDIX F

F. CLASSIFICATION SPECIFIC POST-BARGAINING REVIEW PROCESS

In 2005 bargaining the “Classification Specific Group” was assigned issues that related

to specific classifications. It was determined that some of the classifications required a

fact-based investigation and analysis not possible during bargaining. The parties

agreed that the following issues would be reviewed in a Post-Bargaining Review

process.

1. The feasibility of creating Career Ladders for the following classifications:

A. Medical Assistant

B. Laboratory Assistant

C. Surgical Technician

D. Orthopedic Technician (Northern California Region)

E. MRI Technologist (Northern California Region)

F. Respiratory Care Practitioners

2. Clarify what duties are included in the job description for the following

classification:

A. Medical Secretary/Transcriptionist (Northern California Region)

235

APPENDICES APPLICABLE TO

NORTHERN CALIFORNIA REGION

236

NCAL APPENDIX A

A. ADVANCED HIRING CRITERIA

September 16, 2004

The following agreement between SEIU UHW (the "Union") and Kaiser Foundation

Hospitals, Kaiser Foundation Health Plan, Inc., and The Permanente Medical Group,

Inc. (the "Employer") is intended as a "local" confirmation of the agreement dated May

22, 2003 between the senior leadership of Kaiser Permanente and the Coalition of

Kaiser Permanente Unions, AFL-CIO (the “National Benefits Agreement”), as well as a

clarification of the application to certain classifications as identified in this agreement.

NATIONAL BENEFITS AGREEMENT.

The National Benefits Agreement related to Advanced Hiring Criteria ("AHC") is as

follows, and is a modification of the current collective bargaining agreement between

Kaiser Permanente and SEIU UHW, Article XI – Wage Rates, Section 6 – Tenure

Step/Experience Credit: (Article XIII, Section 2 in the current Agreement).

Step Placement at Hire.

The following language is applicable to bargaining units in Northern California,

Colorado, and the Northwest where the Employer elects to apply this language. The

parties will discuss applicability of the following Advanced Step Placement criteria in the

Georgia, Mid-Atlantic and Ohio Regions as they complete their turn around efforts and

become eligible for the other provisions contained in this overall agreement.

Advanced Step Hiring (Employer Option to Implement Regionally).

Applicable to all difficult to recruit classifications in the bargaining unit, Region wide.

To determine placement on the wage structure, Employees newly hired into difficult to

recruit positions may receive one (1) year tenure credit for every two (2) years of

previous experience within their respective classification and within the last ten years

prior to employment. For the purpose of this section, any previous part-time experience

of twenty (20) hours a week or more on a regular basis will be considered as if it were

full-time experience.

The Parties understand the mechanics and application of this letter of understanding to

current Employees and the Employer will communicate and confirm the specific

application when it is applied. The process for applying this provision to Employees

currently on the payroll who are currently under the five year rate will be agreed upon

locally between the parties.

237

1. Application.

The Employer shall give the Union 30 days notice of its intent to apply AHC to a

given classification, based on the intent of the national agreement referenced

above. Once such application of the Advanced Hiring Criteria is initiated, it shall

become a permanent part of the application of the Wage Rate Step assignment

for newly hired staff until such time that the Parties mutually agree to modify such

application.

A. The initial application of this provision shall be to the following "difficult to

recruit" classifications, all of which may have various levels and tenure

steps:

1) Radiologic Technologist Classification

2) Nuclear Medicine Technologist Classification

3) M.R.I. Technologist Classification

4) Diagnostic Ultrasonographer Classification

5) Histologic Technician Classification

6) Cytotechnologist Classification

7) Respiratory Care Practitioner Classification

8) Cardiovascular Tech

9) Invasive Cardio Specialist

10) EEG Technologist Classification

11) Radiation Therapy Technicians

B. The initial selection was based on the intent of the national agreement and

the hiring and recruiting needs of the Employer.

C. The Advanced Hiring Criteria will be used on these classifications due to

the fact they are hard to fill and other related recruiting challenges. The

Parties confirm, when reviewing experience for purposes of determining

the Step placement for Advanced Hiring Criteria, that experience

preceded by an interruption of two (2) years or more will not be counted

for the purposes of Step placement.

D. This initial list of classifications to which this Agreement applies is not

intended to be final. It is the intent of the Employer to periodically review

recruitment needs and determine if it is appropriate to apply Advanced

Hiring Criteria to additional classifications based on difficulty of recruitment

and other related recruiting challenges.

2. Application for "Single Level" Classifications.

238

New Employees hired into classifications identified and described above shall

receive one (1) year of additional Tenure Step credit for every two (2) years of

previous Regular (twenty (20) hours or more per week) relevant experience

within their respective classification within the last ten (10) years, up to a

maximum application of Step 5 of the applicable wage scale. Experience that is

preceded by an interruption of two (2) or more years will not be counted for the

purpose of determining Step placement.

3. Application for "Multi-Level" Classifications.

The Parties agree to clarify the application of the enhanced Advanced Hiring

Criteria provision to "Multi-Level" classifications as follows. There are a number

of classifications that have more than one (1) Level experience requirements for

such Levels, and a corresponding wage structure for each Level. For those

classifications, and consistent with the current collective bargaining agreement

(Article XI, Section 6) as it relates to experience requirements for such Levels

and Tenure Credit, the parties agree to the following clarification of the

application of enhanced Advanced Hiring Criteria:

The Parties agree that prior relevant experience as described above shall be

applied on a "1-for-1" basis.

First, the applicant's prior relevant years of experience shall be applied to the

experience required for the Level of the classification as defined in the collective

bargaining agreement. Completed years of relevant experience will be used in

the determination of the classification Level placement without regard to

interruptions in the experience.

Second, any remaining years of prior relevant experience after those applied to

the specific Level requirement shall be applied to Tenure Step placement on the

basis of 1 additional Tenure Step for each remaining year of experience up to

step 5. Experience that is preceded by an interruption of two or more years will

not be counted for the purpose of determining Step placement.

For example, a newly hired applicant for a Radiologic Technologist position, with

six (6) years of prior relevant experience would be placed at Level III, Step 2.

This results from the requirement of five (5) years of experience to qualify for

Level III, and one additional Tenure Step beyond Step 1 for the additional year of

experience.

The same applicant with five (5) years of experience would be placed at Level III,

Step 1.

An applicant with eight (8) years of experience would be placed at Level III, Step

4 (Five years to be placed at Level III, and three (3) additional tenure steps credit

for the three (3) remaining years of prior experience).

239

The Employer agrees to apply Sections 1 and 2 above to multi-level classification

application of AHC.

4. Credit for Current Employees in the Classification.

A. It is the intent of the Parties that current Employees will not be

disadvantaged for purposes of tenure step advancement by the

application of Advanced Hiring Criteria.

B. The same criteria will apply in the future, to any additional classifications

to which the Employer applies this enhanced Advanced Hiring Criteria

C. The Employer will also grant prospective tenure Step credit to current

Employees in the classification to which the enhanced Advanced Hiring

Criteria language is applied, effective on the date of application receipt by

the Employer.

D. Employees who were newly hired during the immediate four-year period

prior to the application, and were hired under the then-applicable Advance

Hiring Criteria language, will be credited with additional step credit with the

intent that their current step placement on the date of application would be

equal to the Wage Structure Step to which they would have advanced if

the enhanced language for credit would have been applied when they

were hired.

E. Credit for step advancement shall be effective on the date of application

receipt by the Employer, and accordingly there shall be no retroactive

wage payments for time prior to the application receipt date.

F. The Union and the Employer will meet to discuss the development,

communication, research and confirmation process for the "prospective"

application as described in this paragraph. Disputes under this process

shall be processed under the grievance procedure of the Collective

Bargaining Agreement. The parties shall both attempt to expedite

handling of grievances.

240

NCAL APPENDIX B

B. CODING CAREER LADDER

March 17, 2006

1. Advancement.

The Employer and Union agree that the way employees advance from Coder I to

Coder II is by meeting the qualifications outlined in the agreed upon job

description Exhibits ___, attached hereto, including meeting the Employer’s

quality standards, quantity standards and test scores . At the time a Coder I has

met the qualifications for a Coder II, he/she will be paid at pursuant to the terms

of the promotion language in the collective bargaining agreement.

2. Jobs Posted as “Hospital Coder I/Coder II”.

When posting for vacancies the Employer will not distinguish between Coding I

and Coding II positions, but will post the vacancy as “Coder I/Coder II.” Such

coding positions may be filled by a Coder I, Coder II or other employee who

meets the minimum qualifications for a Coder I.

3. Hospital and Professional Coder III Leads.

The Coder III is recognized as a Lead position. Lead positions are posted at the

manager’s discretion.

4. Coding Competency Committee.

The Employer and Union will establish a Labor Management Partnership Coding

Competency Committee. The purpose of this group is to discuss and provide

input on coding issues such as quality, quantity, and audit exclusive of

compliance matters. This committee will consist of nine (9) UHW coders, two (2)

OPEIU L29 coders and management representatives, including HIM managers,

and will meet quarterly for four (4) hours.

5. ED Coding.

ED coding will be included in Professional Services Coder positions.

6. 7th Step.

A 7th step shall be added to the current wage structure for Hospital Coder II and

III Coding certification CCS, RHIT, or RHIA is required in order to advance to this

new step in addition to the requisite time in the prior step.

241

7. HCPCS.

The parties agree that HCPCS shall be performed by Hospital and Professional

Coders in accordance with coding guidelines. The Employer shall begin effective

training in HCPCS coding within thirty (30) days of ratification. The HCPCS

training will begin with those locations on KP HealthConnect, and as feasible, the

Employer will offer training to coders in locations not currently on KP

HealthConnect.

8. Education.

The parties agree to access the Shirley Ware Education Center and Joint

Employer Trust funds (SWEC) to assist in writing a proposal that supports the

interests of both the Employer and the affected employees of this agreement.

9. Education Proposal.

A small group of three (3) UHW members, one (1) member of OPEIU L29 and

four (4) members of management, will meet and work with SWEC to write the

proposal. The proposal will outline our mutual interests that will be considered by

SWEC. This group will meet and come to a recommendation within thirty (30)

days of ratification. Once the proposal is constructed and agreed upon by labor

and management it will be submitted to SWEC for consideration and approval by

the Trust(s).

10. Education Program Monitoring.

It is our understanding that SWEC will create and monitor the Education

program, enrolled students and selected school(s). Because of the importance

of the education plan and implementation, we will work collaboratively with

SWEC to expedite the implementation of the education program.

11. Failure to Reach Agreement.

If the parties cannot reach agreement with SWEC or the proposal is refused, the

parties agree to reopen this issue to determine an alternative education program.

12. Eligibility and Posting.

To access the professional coding education program, eligible employees will bid

on posted full time (1.0 FTE) Professional Coding positions. For purposes of

bidding the following category of employees shall receive preference: PBS

billers, current PBS employees contained in exhibit _____ attached hereto, and

HIM employees. Once the above listed pool is exhausted, jobs will be filled

consistent with the terms of the collective bargaining agreement.

13. Training.

Upon successful completion of the education program the employee will begin a

ninety (90) day regional training program. The Employer will provide mentors

from regional offices for consistency in training. Education program graduates

will work one-half (1/2) day in their current position and train half (1/2) day as a

Professional Coder on a designated schedule. Scanned Employer medical

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records will be used for training purposes. The Employer will establish a weekly

two (2) hour conference call during training time to provide trainees with

mentoring. In addition, a mentor will be on call during business hours. Upon

completion of this training program, employees must successfully pass both the

Employer coding test and coder credentialing examination.

14. Credentialing Examination Fees.

The Employer agrees to reimburse current hospital coders who are non-certified

who successfully pass the coder credentialing examination.

15. Red Circle.

Employees that do not meet the qualifications of the newly agreed upon job

profile for Hospital Coder I and II, shall be red circled for a period of one year.

During the one year period employees may obtain the credentials in order to

remain in the position at their current wage rate. Failure to obtain the required

certifications shall result in displacement of such employee to a position for which

they qualify.

A. Example.

A Hospital Coder II fails to obtain the CCS certification within the one year

time frame. Such employee shall be moved to a Hospital Coder I and paid

at the appropriate rate with one year to obtain the CCA certification.

16. Auditing.

It was agreed that compliance auditing will not be performed by hospital and

professional coders.

17. Hospital Coder Training Program.

The Employer agrees to meet with the unions for the purpose of developing a

hospital coder training program, no later than March 15, 2007.

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NCAL APPENDIX C

C. DEPENDENT CARE

The Employer shall offer an optional Dependent Care Plan to all eligible Employees.

This plan shall provide Employees the option to set aside tax free dollars for eligible

dependent care expenses in accordance with the Internal Revenue Code. Coverage,

limitations and exclusions of the Dependent Care are governed by the Employer’s

service agreements with the provider, the Plan Documents, and summary Plan

Descriptions.

No later than June 1, 1993 a list of licensed child care providers from the State of

California will be available in each facility’s Personnel Office for use by Employees. The

Employer is providing this list as a courtesy, for informational purposes only. The

Employer, nor the Union, had any role in preparing the list, and in no way endorses,

recommends, or certifies the competence of any provider on the list. The Employer and

the Union disclaim liability for any acts or omissions of any of the providers on the list.

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NCAL APPENDIX D

D. DOMESTIC PARTNER COVERAGE

The following benefits and policies shall be offered to Employees’ Domestic partners

and their eligible dependents, who meet the eligibility requirements as stated in

paragraph below.

Medical Benefits

Dental Benefits

Bereavement Leave

Post-retirement Medical Benefits

Eligibility.

In order for an Employee to be eligible for domestic partner benefits provided in this

Agreement, he/she and the individual for whom benefits are being applied, must provide

a completed Affidavit of Domestic Partnership as requested by the Employer. For

purposes of this Agreement, a domestic partnership is one in which the Employee and

the domestic partner both meet all the following requirements:

A. Live together, sharing the same living quarters as a primary residence, in an

intimate, committed relationship and mutual caring;

B. Have no other domestic partner at this time;

C. Are responsible for each other’s basic living expenses during the domestic

partnership, and agree to be financially responsible for any debts each other

incurs as a direct result of Kaiser Permanente’s extension of benefits to either

domestic partner;

D. Are not married to anyone;

E. Are 18 years of age or older;

F. Are not related to each other as a parent, brother or sister, half brother or sister,

niece, nephew, aunt, uncle, grandparent, or grandchild; and

G. Have not been covered by Kaiser Permanente sponsored benefits with another

domestic partner at any time during the last twelve (12) months.

The Employer’s provision of insurance benefits to domestic partners and their eligible

dependents will be in accordance with applicable federal and state laws, withholding tax

requirements and Internal Revenue Service requirements.

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NCAL APPENDIX E

E. EMERGENCY DEPARTMENT TECHNICIANS

August 12, 1997

This Agreement is made and entered into by and between the Kaiser Permanente

Medical Care Program ("The Employer') and the Health Care Workers Union, UHW

("The Union") to address the issue(s) associated with the Department of Health

Service's Scope of Practice regulations governing Emergency Room department

personnel. The parties hereby agree to the following terms and conditions in order to

make necessary compliance adjustments:

A. All Employees assigned to the Emergency Room departments who are classified

and employed as Medical Assistants as of August 1, 1997 shall be reclassified to

Emergency Department Technician.

B. The wage scale for the new classification of Emergency Department Technician

(ED Tech) shall be identical to that of the applicable Medical Assistant wage

schedule. This assignment as with Medical Assistants may include, but not be

limited to Phlebotomy and EKG.

C. The Employer retains the right to train Emergency Department Technicians to

perform casting and/or ortho tech duties as a part of the new job description for

ED Tech. If the Employer exercises its option to cross-train ED Techs to perform

casting and/or ortho tech duties, such Employee shall receive pay for Relief in

Higher Classification at the ortho tech rate of pay for time spent performing such

duties in accordance with paragraph 465. (Article XIII, Section 4 of the current

Agreement) of the Collective Bargaining Agreement. If any such crossed-trained

ED Techs are regularly assigned to perform casting and/or ortho tech duties for

at least 30% of their work time, then they shall be reclassified and paid as

Emergency Department Techs-II. This assignment may also include, but not be

limited to, phlebotomy and EKG. The Emergency Department Tech-II wage scale

shall be identical to that of the applicable ortho tech wage schedule.

D. The Employer further agrees that the creation of ED Tech and ED Tech II

classifications and the Employer's right to cross-train such Employees to perform

casting and/or ortho tech duties shall not adversely impact or result in reductions

in force or layoffs of cast and/or ortho techs.

E. Other than the required and agreed upon adjustment to the Medical Assistant job

description and the title change to ED Techs, affected Employees shall not be

adversely impacted, suffer any loss of hours or have their schedules changed as

a result of this Agreement.

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F. Should any affected Employee (current Emergency Department Medical

Assistants) be required as a direct result of this Agreement to perform any new

duties for which they need training and/or re-training, the Employer agrees to

provide such training or re-training necessary in order for the Employee to fulfill

their job responsibilities for ED Tech.

G. The Employer agrees that all current Emergency Department Medical Assistants

who have their titles changed to Emergency Department Technicians (ED Tech)

continue to be qualified to bid on medical assistant positions in other clinics,

provided that they meet the posted position requirements and are otherwise

entitled based on their bargaining unit seniority rights.

H. The Employer understands that the Union will hold meetings with affected

Employees to explain the terms of this Agreement and seek membership

approval. The Employer agrees to cooperate, upon request by the Union

Representative, to allow for a reasonable amount of time to accomplish the

meetings. The Union Representative agrees that meetings will be scheduled by

mutual agreement with the department manager if held during work time or if

connected to an already scheduled department meeting. The Union agrees to

complete the meetings and approval process by August 1, 1997.

I. This Agreement shall not constitute practice or precedent for either party in any

future cases of a similar or dissimilar nature and may only be used or relied upon

to resolve disputes and/or grievances concerning the interpretation or application

of this Agreement.

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NCAL APPENDIX F

F. FLEXIBLE WORK ARRANGEMENT (3/36)

Medical Center: ____________________

Department: ____________________

Effective Date of Agreement for above Department: ____________________

This Agreement, effective upon ratification and implementation of alternative workweeks

in any department, modifies the Collective Bargaining Agreement between the Kaiser

Permanente Medical Care Program (hereinafter referred to as the Employer) and United

Health Care Workers Union SEIU UHW (hereinafter referred to as the Union) for the

purposes of establishing a twelve-hour, three-day workweek (3/36 workweek) for

Employees within the Department.

Nothing herein shall obligate the Employer to establish a 3/36 workweek.

The parties acknowledge that at least two-thirds of the affected Employees have

voluntarily agreed in writing to work three twelve-hour shifts. (Affected Employees

include all Employees in a readily identifiable work unit, such as a division, a

department, a job classification, a shift, a separate physical location, or a recognized

subdivision of any such work unit). Additionally, a secret ballot vote was conducted in

accordance with the Industrial Welfare Commission Order. At the end of one year if

one-third of the affected Employees petition for a vote to terminate this agreement, the

Employer and the Union will conduct a secret ballot vote. Provided that at least two-

thirds of the affected Employees vote in support of the Agreement, this Agreement may

be extended. The Employer will attempt to make reasonable accommodations for those

Employees who participate in the 3/36 vote described above but who are unable to work

a 3/36 schedule, or work twelve-hour shifts.

Unless otherwise provided below, all other provisions of the Collective Bargaining

Agreement shall remain in force.

A. The overtime provisions of the collective bargaining agreement are waived, while

the overtime provisions of the California State Industrial Welfare Commission

Wage Order and applicable state law covering alternative workweeks are in

effect.

B. For purposes of outside reference checks, outside credit checks, and outside

employment verifications, and the like, the Employer will consider and

characterize Employees working 3/36 schedules as full-time Employees. For all

contractual applications Employees working twenty (20) or more hours per week

but less than forty (40) hours per week shall be considered part-time.

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C. Accruals for sick leave, vacations, educational leave, etc. shall be based on

thirty-six (36) hours of work per week. For the purposes of this Agreement, one

(1) "week" as referred to in the Master Agreement is equivalent to thirty-six (36)

hours. Therefore, for example, if an Employee takes one week of vacation,

he/she will receive 36 hours of vacation pay. ("One week of vacation" shall mean

the seven (7) calendar day period which constitutes a "payroll week" under the

provisions of the Master Agreement, for which an Employee on a 3/36 schedule

shall receive thirty-six (36) hours of vacation pay.) If an Employee takes one (1)

vacation day, he/she will receive twelve (12) hours of vacation pay.

D. For holidays only, Employees covered by this Agreement shall be allowed to

utilize their maximum of seventy-two (72) hours of holiday benefits for holidays

not worked in twelve (12) hours, eight (8) hours or 7.2 hours increments.

Holidays shall be paid in accordance with the Collective Bargaining Agreement.

If an Employee covered by this agreement works twelve (12) hours on a holiday,

he/she shall be paid at the rate of time and one-half for all hours worked on the

holiday and shall also be given a day off with twelve (12) hours pay, or extra pay

equal to the number of actual hours worked on the holiday for every such holiday

worked. There is no cap or maximum holiday pay for holidays worked. For

example, if an Employee works 12 hours on each of eight holidays, such

Employee shall receive 12 hours pay at time and one-half for the 12 hours

worked on all eight holidays, plus the Employee shall receive 12 hours of straight

time pay for every hour worked on the holiday, or the Employee may receive time

and one-half for all hours worked on the holiday plus an additional day off with 12

hours of straight time pay for every holiday worked. To further clarify the parties'

intent, Employees shall receive the equivalent of double-time and one-half for all

hours worked on every recognized holiday.

E. For purposes of Article XIII – Shift Premium, the shift differential, if any, shall be

paid for the entire shift based on the shift in which the majority of the hours are

worked. For example, if shifts are 7:00pm to 7:30am, night shift premium shall be

paid for the entire twelve-hour shift because the majority of hours worked are at

or after 10:00pm on the night shift as defined in the collective bargaining

agreement.

F. The Employer shall continue its policy of establishing scheduled days of work

and days off, i.e., preference of days of work and days off shall be granted by

seniority, subject to operational needs, with the understanding that weekends

may be rotated in accordance with Article XI. Any schedule changes made after

the schedule is posted shall be in accordance with Article XI of the current

Collective Bargaining Agreement.

G. Employees will receive one (1) unpaid thirty minute lunch period and three (3)

rest periods per twelve-hour shift.

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H. Employees covered by this Agreement who are required or permitted to work

more than twelve (12) hours in any work day will be paid at the rate of double

their straight-time hourly rate for all hours worked in excess of twelve (12) hours.

I. Employees covered by this Agreement who are required or permitted to work

more than three (3) days in a workweek will be paid at the rate of one and one-

half times their straight-time hourly rate for the first eight (8) hours of work on

such additional days and will be paid at the rate of double-time for all hours

worked in excess of eight (8) on such additional days.

J. For purposes of education leave, the master contract provisions apply except

that:

1. Education leave days shall be paid for at twelve (12) hours.

2. If the education leave is for less than six (6) hours on what would

otherwise be a scheduled workday, the Employer may require the

Employee to return to finish his/her shift if such requirement to return is

practical, e.g., not out of town.

3. Employees may use up to 36 (thirty-six) hours of education leave on what

would otherwise be scheduled days off.

K. Either party may terminate this Agreement after thirty (30) days' written notice is

given to the other party. Upon termination or expiration of this Agreement, the

schedule in effect immediately preceding the implementation of a 3/36 schedule

shall be reinstated.

Unless terminated in accordance with paragraph K. above, this Agreement shall remain

in effect.

This Agreement covers only the _________________________ Department and shall

not constitute precedent or practice for either party and has been initiated at the request

of the affected Employees.

KAISER FOUNDATION HOSPITALS,

THE PERMANENTE MEDICAL GROUP, INC., AND

KAISER FOUNDATION HEALTH PLAN

BY: ______________________________________________________

Department Manager Date

Human Resources Consultant Date

SEIU UHW, UNITED HEALTHCARE WORKERS UNION

BY: ______________________________________________________

SEIU UHW Representative Date

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NCAL APPENDIX G

G. FLEXIBLE WORK ARRANGEMENT (4/40)

_____________________ (Position Title)

This Agreement, effective ________________________, modifies the Collective

Bargaining Agreement between the KAISER FOUNDATION HOSPITALS, THE

PERMANENTE MEDICAL GROUP, INC., AND KAISER FOUNDATION HEALTH PLAN

(hereinafter referred to as the “Employer”) and the SEIU UHW HOSPITAL AND

HEALTH CARE WORKERS’ UNION, (hereinafter referred to as the “Union”). The

agreement has been initiated at the request of the affected Employees to implement a

flexible work arrangement for all Regular Full-Time _________________ within the

__________________________ Department.

Nothing herein shall obligate the Employer to establish a flexible work arrangement.

The Employer and the Union agree to adopt a flexible work arrangement, commencing

on Sunday. Full-time Employees subject to this agreement will receive overtime

compensation of one and one-half times their regular rate of pay for any hours worked

in excess of forty (40) in a work week and double-time for all hours worked in excess of

twelve (12) in a workday.

The parties acknowledge that at least two-thirds of the affected Employees have

voluntarily agreed in writing to work four ten-hour shifts. (Affected Employees include all

Employees in a readily identifiable work unit, such as a division, a department, a job

classification, a shift, a separate physical location, or a recognized subdivision of any

such work unit.) Additionally, a secret ballot vote was conducted in accordance with

current California Labor Code. (NOTE: Please refer to the most recent Wage Order

when preparing the agreement document.) At the end of one year, if one-third of the

affected Employees petition for a vote to terminate this agreement, the Employer will

conduct a secret ballot vote. Provided that at least two-thirds of the affected Employees

vote in support of the agreement, this agreement may be extended.

Unless otherwise provided below, all other provisions of the Collective Bargaining

Agreement shall remain in force.

A. All full-time Employees shall have the option to select a four-day, ten-hour¬ per

day schedule (hereinafter referred to as the “4x10 Schedule”) or a five-¬day,

eight-hour per day schedule (hereinafter referred to as the “5x8 Schedule”),

subject to operational needs.

B. The overtime provisions of Article XII, Section 1, of the Agreement that refer to

premium pay for work performed in excess of eight hours in any one workday are

waived for all full-time Employees working a 4x10 Schedule.

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C. The overtime provisions of the Industrial Welfare Commission Orders are waived

for all full-time Employees working a 4x10 Schedule. (NOTE: Please refer to the

most recent IWC Wage Order for current citations when preparing the agreement

document.)

D. Accruals for sick leave, vacation, educational leave, etc., shall be based on full-

time Employees’ scheduled hours per the agreement. Full-time Employees

covered by this agreement shall be allowed to utilize their vacation, sick leave,

etc., in eight (8) hour increments (if on a 5x8 Schedule) or ten (10) hour

increments (if on a 4x10 Schedule) up to their maximum allowable hours per the

agreement.

E. For holidays only, full-time Employees covered by the agreement shall be

allowed to utilize their maximum of eighty (80) hours of holiday benefits in ten

(10) or eight (8) hour increments. Holidays shall be paid in accordance with the

Collective Bargaining Agreement, except that, if a full-time Employee covered by

the agreement works on a holiday, he/she shall be paid at the rate of time and

one-half and shall also be given a paid day off or an additional day’s pay equal to

the actual hours worked on such holiday, not to exceed ten (10) hours at straight-

time pay. The Employer shall have the option to schedule three eight-hour shifts

or two ten-hour and one four-hour shift, in order to meet operational needs and to

avoid holiday staffing/overtime in excess of twenty-hour hours.

F. For purposes of Article XIII, Section 8 – Shift Premium, the shift differential, if

any, which applies at the start of the ten-hour shift, shall remain in effect for the

complete shift.

G. Employees will receive one unpaid thirty (30) minute lunch period and two rest

periods per ten-hour shift. Such rest periods shall be taken in the middle of each

five-hour segment.

H. The Employer shall continue its policy of establishing scheduled days of work

and days off, subject to operational needs. This agreement allows the affected

department Employees to work either a 4x10 Schedule or a 5x8 Schedule.

I. Affected full-time department Employees wishing to change from a 4x10

Schedule or a 5x8 Schedule must request such change in writing. No person will

be allowed more than one change in each three (3) month period. Changes shall

be subject to operational needs.

J. Either party may terminate this agreement after thirty (30) days written notice is

given to the other party.

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K. Upon termination of this agreement, the schedule in effect immediately preceding

the implementation of this flexible work schedule shall be reinstated. Unless

terminated in accordance with paragraph J. above, this agreement shall remain

in effect.

This agreement covers all Regular Full-Time ( classification title ) only in the

( department name ) Department and shall not constitute a precedent or practice for

either party.

KAISER FOUNDATION HOSPITALS,

THE PERMANENTE MEDICAL GROUP, INC., AND

KAISER FOUNDATION HEALTH PLAN

BY: ______________________________________________________

Department Manager Date

Human Resources Consultant Date

SEIU UHW, HOSPITAL AND HEALTHCARE WORKERS’ UNION

BY: ______________________________________________________

SEIU UHW Representative Date

253

NCAL APPENDIX H

H. FUNCTIONAL UNIT MANAGEMENT (FUM)

June 20, 1989

H.H.C.W.U., Local 250 (Union) and Kaiser Permanente Medical Care Program

(Employer) hereby agree to the following in conjunction with the implementation of the

functional unit management (FUM) concept at the Employer’s outpatient facilities in the

Northern California Region. The provisions contained herein will apply at the time that

each facility introduces the functional unit management concept.

It is understood that this Letter of Agreement shall supersede any past agreement

between the parties and any past practice concerning employees affected by FUM.

1. When a facility is prepared to introduce FUM as described above the following

steps will be taken:

A. The facility will provide the appropriate Union Field Representative (copy

to the Union Kaiser Division Staff Director) with thirty (30) days advance

written notice of its intent to introduce FUM, except in those facilities in

which FUM reorganization has already occurred.

B. Within the thirty day period described in A above a meeting at the facility

will be held between the Union and facility management at a mutually

agreed upon time and date. The purpose of such meeting will be for

management to advise the Union of its FUM implementation plan.

C. Joint union-management departmental meetings at the facility will be held

at mutually agreeable times to introduce FUM implementation plans to

affected employees and to answer questions from affected employees.

D. Each facility shall provide the Union with lists of the Functional Unit

Departments as they are formed and with updated lists as subsequent

changes occur. Such lists shall also be provided by facilities at which FUM

has already been implemented prior to the execution of this Letter.

2. Decentralization of centralized reception and/or appointment personnel including

float pool reception/appointment personnel or medical assistants to individual

functional unit departments within the medical offices shall be accomplished in

the following manner. All positions created in various functional unit departments

as a result of decentralization will be posted for bidding under the terms of our

Collective Bargaining Agreement. Only receptionists and/or appointment

personnel or medical assistants affected by this change will have the opportunity,

on the basis of relative bargaining unit seniority, to bid upon those posted

positions.

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3. Senior bidders on any position which combines reception and appointment

functions shall be trained by the Employer in those duties of the combined job in

which they are deficient, and any such deficiency shall not constitute a basis for

denial of the position to the senior bidder. Training for employees filling a

combined reception/appointment position shall be sufficient to meet any

deficiency, up to a level of training comparable to that provided to new

employees. Such training shall be identified by each facility, and a description, of

such training shall be provided to the Union. As such training is developed the

provisions of paragraphs 156 through 159 of our Collective Bargaining

Agreement may be applied.

4. Any employee who is involuntarily assigned to a lower classification as a result of

the introduction of functional unit management or related decentralization will be

red-circled (current wage rates shall be frozen until such time as the appropriate

contractual wage rate equals or exceeds the current rate).

5. The Employer assures the Union it is not its intention to lay off employees as a

result of the introduction of functional unit management or related

decentralization or the combination of jobs. Thereafter the Employer retains the

right to lay off employees in accordance with our Collective Bargaining

Agreement. Furthermore, no affected employee shall have his/her currently

NPAed hours reduced for any reason for a period not to exceed six (6) months

from the date that functional unit management is introduced or related

decentralization or combination of jobs occurs. For an additional six (6) months

employees affected by FUM shall not have their NPAed hours reduced only for

reasons related to the implementation of FUM. At those facilities where previous

written FUM implementation agreements between the parties exist, the above six

month and one year periods shall commence as of the date FUM was

implemented under that previous agreement.

6. When departmental reorganization or decentralization of reception, appointment

and/or nursing personnel occurs in conjunction with functional unit management,

for purposes of job bidding, temporary reductions in hours with no permanent

loss of positions (“drop days”), and permanent layoffs, seniority shall be applied

on the basis of the relative bargaining unit seniority dates the affected employees

had prior to the FUM change.

A. When reception, appointment and medical assistant positions are

combined, seniority for the purposes described above shall be applied on

the basis of relative bargaining unit seniority among all employees in the

Medical Offices in the new combined job. Likewise, when reception and

appointment positions only are combined, seniority for the purposes

described above shall be applied on the basis of relative bargaining unit

seniority among all employees in the Medical Offices in the combined

reception/appointment jobs. Employees affected by FUM who do not fill a

combined position will retain seniority as described above.

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B. Department seniority for the purposes of layoff or recall as defined in

paragraph 25 of our Agreement shall be defined as the date the employee

was first hired into the reception and/or appointment department or into

the Medical Office Nursing Department as such existed prior to the

implementation of functional unit management.

7. For all other applications of seniority, including vacation and holiday selection,

opportunity for overtime and additional hours and scheduling, seniority shall

apply on the basis of relative bargaining unit seniority among all personnel within

each functional unit department in the Medical Offices.

8. At some facilities implementation of functional unit management may result in the

combination of duties normally performed by receptionists, appointment clerks,

and medical assistants. (L.V.N.’s will not be affected by this job combination. The

parties agree that L.V.N.’s will not be laid off as a result of this newly created

combined position. Furthermore, it is not the intent of this Letter to change any

other practices that may exist with regard to L.V.N.’s.) Such combined jobs shall

be posted for bidding under the terms of our Collective Bargaining Agreement. All

affected reception, appointment and/or medical assistant employees shall be

eligible to bid on these positions, and the positions shall be awarded based upon

bargaining unit seniority. The Employer shall determine the number of combined

positions to be created.

Bidding on these combined jobs shall be entirely voluntary and no employee

shall be required to accept such a position. Employees who are unwilling to bid

or who are unable to perform all of the medical duties of the combined job after

training has been provided may transfer to other positions provided the

employees are qualified for such positions. Such employees who transfer shall

have preference over employees not affected by functional unit management

when bidding upon any vacant position in accordance with the bidding and

transfer provisions of our Collective Bargaining Agreement. If no position for

which the employee is qualified is available, the employee shall be assigned to a

vacant position for which the employee may not be qualified, and the Employer

will provide necessary training to provide competency in the position.

Employees awarded the combined classification will receive from the Employer

all necessary cross-training and certification in reception, appointment making,

and medical assistant functions, to meet the Employer’s requirements.

256

The curriculum for such training, as determined by the Employer, shall be the

same for all combined positions involving reception, appointment and medical

assistant functions throughout the Region. Such training may be provided by the

Employer or arranged through outside educational or training institutions. The

training for affected employees will commence within twelve (12) months of the

date the combined positions are filled. As combined positions are initially created

and filled, training will be scheduled for affected employees on the basis of

seniority. Additional combined positions created after that twelve month period,

which are unrelated to the initial FUM reorganization, may be filled by employees

whom the Employer may cross-train or by qualified applicants (transfers or new

hires) who already possess all necessary training.

Current medical assistants who are not certified will be grandfathered, with no

further certification requirements placed on them.

Employees who obtained a combined job in 1988 or 1989, prior to the execution

of this Letter of Agreement, who acquired training at their own expense in order

to qualify for that combined position or an Employer sponsored training program

for such position, shall be reimbursed for tuition, fees and books associated with

such training. This shall be a one¬-time reimbursement which shall not have any

future application or precedental value.

It is the intent of the parties to meet in an expeditious manner to resolve any disputes

concerning the application of the provisions of this Letter of Agreement which may arise,

in this regard either party may initiate discussions concerning a dispute over the

provisions of this Agreement at the second step of the grievance procedure contained in

our Collective Bargaining Agreement.

It is the intent of the parties that this Letter of Agreement be a viable and dynamic tool to

address both the needs of the Employer and the rights of the employees, and it is

therefore understood and agreed between the parties that any problems arising out of

the implementation of FUM which are not addressed by this Letter of Agreement shall

be dealt with by the parties as they arise, and a good faith effort shall be made to

resolve them in accordance with the spirit and intent of this Letter of Agreement.

This Letter of Agreement shall become effective on the date of its execution by both

parties and shall remain in effect until modified or cancelled by mutual agreement.

The provisions of the Letter of Agreement relate solely to FUM and shall not be used or

relied upon by either party for any other purposes.

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NCAL APPENDIX I

I. HEALTHCONNECT EFFECTS BARGAINING

March 28, 2005

This Agreement is entered into by Kaiser Permanente and UHW with the intent that the

KP Health Connect initiative will transform the way Kaiser Permanente delivers

healthcare. KP members will experience this transformation in the way they receive

care and service. KP staff will experience this transformation in the way they are

supported in providing care, the way they work with each other and their opportunities

for personal growth and development.

Our goal is to create an environment where all staff have the opportunity and support to

freely engage in the transformation effort. The following work and the work of the

National KP HealthConnect Agreement demonstrates our joint commitment to the

successful implementation of KP HealthConnect and the full realization of its benefits

and provides guidance to the region to achieve this vision. In accomplishing this goal we

will continue to make Kaiser Permanente the model for healthcare delivery.

It is also the intent of the parties that the implementation of KP HealthConnect will

include the involvement of its Employees in a true LMP setting.

I. KPHC Project Temporary Employees.

a. Vacancies Not Filled–Attrition.

Beginning six (6) months prior to the go-live date of the facility's

Ambulatory suite, vacancies that occur in the OutPatient Medical Records

(OPMR) department will not be filled on a permanent basis, except as

provided below.

b. Offering of Available Work.

Because the Employer generally wishes to avoid the use of intermittent

and temporary personnel it will seek to offer available work in the OPMR

to existing Employees. After additional, available hours are offered once

by seniority to qualified current Employees in the OPMR, positions will be

posted. KPHC Project Temporary positions will be posted as benefited

positions despite their temporary nature.

(i.) Postings Within the Department.

Hours, which become available due to a vacancy, will be posted as

a complete set of hours for the one (1) day posting period within the

Department. A "complete set of hours" means that a vacancy will

be offered and granted with its full complement of hours, e.g.

twenty (20) hours, thirty-two (32) hours etc. The hours will not be

broken into segments.

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As a result, a part-time, limited part-time, or on call Employee may

bid on the available benefited position provided that, in the case of

the limited part-time or part-time Employee, the hours of the

position must not conflict with her/his current pre-determined

schedule. In the case of conflict with her/his schedule, s/he will

have the option of either remaining in her/his current position or

taking the posted position.

An Employee within the OPMR department at the time of

notification of go-live, who is subsequently awarded a position with

more hours within the department, will only maintain her/his rights

to employment and income security based on her/his former PAR

level.

(ii.) Postings During the Five (5) Day Period.

If no Employee in the Department successfully bids for the

available position, the benefited vacancy will be made available and

posted as a KPHC Project Temporary position.

(iii.) Limited Part-Time and On Call Employees Awarded KP

HealthConnect Temporary Positions.

Because of the temporary nature of the positions, of Employees

outside the OPMR Department, only limited part-time and on call

Employees may bid for KPHC Project Temporary Positions.

Both limited part-time and on call Employees, regardless of their

former status, will be returned only to on call status in their former

Department and will regain any rights to which such status entitles

them.

While in the KPHC Project Temporary position, they will be treated

as such for purposes of the Collective Bargaining Agreement and

this Agreement, e.g. their bidding rights in their former Department

will be affected while they remain in the Project Temporary position.

(iv.) Acknowledgement of Status.

Employees outside the OPMR Department who are awarded KPHC

Project Temporary positions will be required to sign a form that

acknowledges that they understand that their status has changed

and will affect their rights to bid into positions in their former

department while in the KPHC Project Temporary position. The

form will acknowledge that they have done this in exchange for the

temporary benefited status they will enjoy.

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c. KPHC Project Temporary Employee Defined.

A KPHC Project Temporary Employee is defined as an Employee that in

all ways is the same as a temporary Employee described in the current

Collective Bargaining Agreement, except such KPHC Project Temporary

Employee:

(i.) will be in benefited position;

(ii.) will exercise her/his seniority as #10 in paragraph 30 and #12 in

paragraph 32 of the current Collective Bargaining Agreement;

(iii.) may have her/his period of temporary status extend beyond ninety

(90) days but, in no case, beyond eighteen (18) months, unless

mutually agreed by the Union, the Employer, and the Employee;

(iv.) may not use her/his employment to claim over utilization, except if

there is a suspected violation of c (i.) above;

(v.) is not subject to the Employment and Income Security Agreement

while in such status; and

(vi.) will be released from her/his employment upon termination of

temporary work in the OPMR, provided s/he has not successfully

bid on another position.

d. Agreement's Application to Other Classifications.

The provisions of this entire Agreement are not intended to apply

exclusively to OPMR but also to other Employees whose classification is

similarly impacted.

II. Available Positions and Training Opportunities.

a. Notice of KP HealthConnect.

Employees whose position will be affected by KP HealthConnect will be

given notice of at least four (4) months prior to the go-live date of the suite

which will impact their positions. The Employer will provide adequate

introduction to the new system, including Employee meetings where

Employees will have the opportunity to ask questions.

(i.) PC Skills Assessment.

At least three (3) months prior to the deployment of personal

computers (PCs) or three (3) months prior to the applications

training for the KP HealthConnect suites, the Shirley Ware

Education Center (SWEC), in conjunction with the Employer, will

conduct PC skills' assessments for Employees who will be using

the new applications and the Employees in the OPMR.

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(ii.) Career Counseling.

At least three (3) months prior to the go-live of the Ambulatory suite

of KP HeathConnect, SWEC, in conjunction with the Employer, will

conduct career counseling for Employees in OPMR with a short

term focus of expeditious placement of Employees in Primary Level

positions and counseling for long term goals for Advanced Level

positions. If there is a difference between an Employee's short term

and long term goals, it is understood that the short-term goals will

take precedence for the purposes of this Agreement. Other

Employees may participate in career counseling as currently

provided in the facility.

(iii.) Employee Confidentiality.

To guarantee Employees' confidentiality in determining PC skills

and to assist them in exploring and realizing job placement

opportunities, the Employer will continue to contract with SWEC to

provide both PC assessments and career counseling, as

applicable, for its Employees impacted by the implementation of KP

HealthConnect.

b. Bidding Rights of OPMR Employees.

Once it has been determined that certain positions will be displaced, the

Employees in those positions will be considered as "laid off' Employees for

the purposes of seniority for job bidding (Article VI, Section 4. Seniority).

c. Positions Categorized into Two Levels.

For the purposes of training opportunities and the awarding of positions,

this Agreement will categorize available positions covered by the current

Collective Bargaining Agreement as:

(i.) Primary Level Positions, i.e. classifications which are either:

A. On-The-Job Training Positions:

e.g. Cashier-Receptionist, Teleservice Representative (Call

Center), Pharmacy Clerk and other classifications as agreed.

(Scanning work will result in the creation of positions in

facilities where UHW represents the OPMR Clerks. Any such

positions will be posted as UHW positions. If such positions

are new to the Collective Bargaining Agreement, the parties

will negotiate over the wages of such positions.)

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B. Short-Term Re-Skilling Positions:

e.g. Medical Assistant, Laboratory Assistant II and other

classifications, as agreed, to be completed in a training

course as outlined below.

The parties will select a regional Implementation Team

consisting of up to five (5) members each to determine

Primary Level jobs and to ensure consistent application and

administration of this Agreement and the National KP

HealthConnect Agreement.

(ii.) Advanced Level Positions.

All other positions not designated as Primary Level positions

will be considered advanced.

d. Primary Level Position Training.

The parties agree that, depending on the position, up to five hundred (500)

hours of training shall be provided to Employees displaced by the

implementation of KP HealthConnect.

(i.) On-The- Job Training.

For those positions requiring only on-the-job training, the Employer

will provide on-the-job-training/orientation in accordance with

current department procedures. Also, the Employer will post these

positions using current processes and procedures.

(ii.) Short Term Re-Skilling.

For those positions which may require up to five hundred (500)

hours of training, the Employer will post those positions with the

following language to ensure that Employees are given the

opportunity to bid for and be awarded positions for which they

qualify: "If the transfer applicant is in a laid off status, s/he can be

considered to be qualified for the position by successfully

completing the required hours of training." Training hours will vary

by position.

(iii.) Education Trust.

The parties will actively support that the actual training conducted

for Short Term Re-Skilling positions are funded by the Educational

Trust. Representatives of the parties to this Agreement will meet as

necessary to give direction to the Educational Trust, as appropriate.

(iv.) Support for Training.

It is the intent of the parties that all Employees wishing to remain

with the organization will be successful in that endeavor.

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A. As a support to Employees and as a means of measuring

their success, Employees will be evaluated periodically

during the training period (i.e. after 30 days, 60 days, and 90

days).

B. The Employer will engage SWEC to provide career

counseling as an additional support for Employees.

C. If an Employee is at any point unsuccessful in the training

and/or orientation for a Primary level position, the parties will

meet and confer in order to develop a contingency plan for

that Employee that may include exploring other options,

additional training, etc. SWEC will be included in these

discussions, if practicable.

D. Employees who are unsuccessful in training and then decide

to leave the organization or Employees who take a position

and then decide to leave the organization will not be eligible

for severance as provided in this Agreement.

e. Advanced Level Position Training.

(i.) Enhanced Benefits.

The Employer will provide the necessary training to successfully re-

deploy workers displaced by KP HealthConnect.

In addition, the Employer will offer enhanced training opportunities,

tuition reimbursement benefits, scheduling accommodations, and

education leave benefits to assist Employees in career

development. These enhanced opportunities apply to all displaced

Employees and those in positions most likely to provide

opportunities for placement of displaced Employees. Specifically,

the Union and Management agree that:

A. Tuition Reimbursement.

Work Force Planning teams will assess, in a safe

environment, the educational needs of displaced Employees

and those in positions most likely to provide opportunities for

placement of displaced Employees. This assessment will

identify opportunities for Employees to utilize their existing

Tuition Reimbursement benefit in order to gain skills and/or

knowledge to allow them to qualify for another position. The

Work Force Planning team will augment the tuition

reimbursement benefit to assist the Employee in qualifying

for an available position.

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B. Education Leave.

Workforce Planning Teams will be empowered to utilize and

be creative in utilizing all Education Leave policies and

resources, in order to address the training needs of

displaced Employees and those in positions most likely to

provide opportunities for placement of displaced Employees.

This includes, but is not limited to allowing Education Leave

to be used in conjunction with existing Tuition

Reimbursement.

C. Scheduling Accommodations:

An Employee who wishes to temporarily reduce (i.e. for a

period of six (6) months or less) her/his schedule to attend

classes for any position may do so if such reduction is

approved by her/his manager and the reduction does not

unduly interfere with the operations of the department. It is

understood that Employees will submit requests for the

temporary reduction in schedule well before the

commencement of classes (at least 60 days) and before the

Employee registers for the class. If more requests are

received than can be granted by the Employer because of

operational needs, such requests will be granted by date of

request. If requests are submitted on the same day, requests

will be granted by seniority. Also, it is understood that

schedule reductions/modifications due to disability issues

must take precedence over schedule

reductions/modifications to attend classes.

f. Comparable Positions.

For purposes of this Agreement, it is intended that the Employer, in

conformance with the wishes of the Employee who faces displacement or

potential displacement, will assist such Employee in obtaining a position

that offers the same or higher wage rate as s/he previously enjoyed in

her/his former classification and at a minimum will guarantee that s/he will

not suffer a reduction in pay or Employee status.

g. Training.

(i.) Positions Modified as a Result of KP HealthConnect.

An Employee who will need to use KP HealthConnect applications

for her/his job will be given classification specific training. Training

at the time of implementation will be uniform in content throughout

the Region and will be sufficient for the Employee's satisfactory

performance of her/his job. Additional training will be offered on an

as needed basis.

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(ii.) Training in Primary Level Positions.

The training of Employees in Primary Level positions will be as

consistent as possible throughout the Region, given the differences

in duties and needs of a given unit or particular worksite for a

specific classification. Additional training will be offered on an as

needed basis.

(iii.) Additional Training.

If, after having been trained for positions modified by KP

HealthConnect or for Primary Level positions, Employees are

unable to perform their job satisfactorily and the Employer has

offered additional training, the Employer will meet with the Union to

discuss more training, other job opportunities, etc.

III. Unanticipated Effects.

At the request of either party, representatives of the Employer selected by the

Employer and representatives of the Union selected by the Union will meet on a

facility basis to work out issues or effects that were not anticipated by this

Agreement.

IV. Jobs Created by KP HealthConnect.

The parties agree to abide by the following language agreed to in the National

KP HealthConnect Agreement:

a. Alignment:

(i.) Traditional Positions.

The parties agree that where the basic skills, experience,

knowledge, and abilities required for the new positions are found in

bargaining unit positions, the new position will be included in the

bargaining unit.

(ii.) Non-Traditional Positions.

If significant elements of the new position are ones that are not

traditionally included in bargaining unit positions, some non-

traditional flexibility in selection criteria and employment conditions

may be required.

b. Selection:

(i.) Traditional Positions.

Selection for traditional jobs will be in accordance with the

Collective Bargaining Agreement.

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(ii.) Non-Traditional Positions.

Selection for non-traditional positions will be done jointly by Labor

and Management. Competency will be determined by assessing

the candidates against the expected job requirements and

competencies. Seniority will be the determining factor from among

those candidates deemed to be fully competent.

c. Flexibility for Non-Traditional Positions:

The parties recognize the critical nature of such positions to respond

efficiently and effectively to certain organizational and systems needs.

These positions may require greater independent judgment, less direct

supervision and more flexible scheduling. Flexibility of work distribution,

location of assignments, client support, jurisdictional lines, and scheduling

of work are essential for these positions to be successful.

d. Temporary Assignments:

The parties understand that some positions created by KP HealthConnect

may be temporary assignments. Employees bidding on these positions will

understand that they will not be covered by the Employment and Income

Security Agreement. At the end of the assignment, they may only use their

accrued seniority to bid on open positions, for which they are qualified;

otherwise employment will end with the completion of the assignment.

Offers covering the conditions of such temporary assignments will be

made in writing to the selected candidates.

e. Agreements:

Joint agreements regarding the rates of pay and conditions for positions

placed in the bargaining unit will be documented in side letters of

agreement to the existing Collective Bargaining Agreement.

f. Process for Reviewing KP HealthConnect Related Positions:

(i.) The Employer will notify Union leaders of new positions created by

KP HealthConnect within sixty (60) days prior to posting. The

Employer and the Union will schedule a joint meeting to review the

new position within fifteen (15) days of notification. Those positions

already established and populated will be jointly evaluated as soon

as practicable. The process for transitioning such positions into the

bargaining unit will be subject to bargaining.

(ii.) The Employer will provide the KP HealthConnect need for the role.

Labor and management present their interests and

recommendations for representation status.

(iii.) If the job is determined to be represented, then the parties will

follow the current job evaluation process.

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(iv.) If the job is determined to be non-represented, then the Employer

will follow the current job evaluation process.

(v.) If there is disagreement about bargaining unit status, then the

matter will be referred to the Expedited Issue Resolution Process

as outlined in the National KP HealthConnect Agreement.

V. Vacancies during Transition to KP HealthConnect.

Until the implementation of KP Health Connect is complete region-wide,

Employees may apply for vacancies for which training in KP HealthConnect is

required. If such Employees would be considered qualified except for the KP

HealthConnect training, then they will be considered to be qualified for the

position.

VI. Changes in Duties of Certain Classifications.

The Employer and the Union will agree to assess whether jobs have changed

enough to warrant an increase in pay. Such assessments will occur during

contract bargaining in 2005. Disputes will be ultimately resolved by the grievance

procedure.

VII. Early Retirement.

Employees in those classifications whose numbers are reduced as a direct result

of the implementation of KP HealthConnect will be given twelve (12) months

notice prior to the projected implementation in the specific department and

facility. In facilities where implementation will already have occurred sooner than

twelve (12) months, such notice will be given as soon as practical. Employees so

affected will be offered career-counseling, retirement/benefit counseling,

retraining opportunities, and severance in the thirty-day period following notice.

Such Employee, within the ninety-day period following (120 days total), will make

her/his decision to remain with Kaiser Permanente and take advantage of

retraining opportunities or sever her/his employment. The severance offered to

Employees will be granted according to the 1994 Severance Agreement, the

basics of which are:

a. Employees Eligible for Early Retirement (Waiver).

A summary of the benefits follows:

(i.) One (1) week's pay per year of regular service based on the

number of PAR'd hours in a payroll week at the time of separation

exclusive of additional hours or overtime. Payment will be every

two weeks.

(ii.) One (1) month's minimum and six (6) months' maximum of

severance.

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(iii.) Health and Dental for Employees and dependents until the

Employee is eligible for Medi-Care. At the time the Employee

becomes eligible for Medi-Care s/he will be covered as provided in

the provisions of the Collective Bargaining Agreement.

b. Employees Not Eligible for Retirement (Waiver).

A summary of the benefits follows:

(i.) One (1) week's pay per year of regular service based on the

number of PAR'd hours in a payroll week at the time of separation

exclusive of additional hours or overtime. Payment will be every

two weeks.

(ii.) One (1) month's minimum and six (6) months' maximum of

severance.

(iii.) Health and Dental for Employees and dependents until the

Employee is covered by health insurance with another Employer,

up to a maximum of twelve (12) months.

c. Hiatus in Employment.

Different from the 1994 Agreement, Employees taking advantage of the

severance package will not be eligible for rehire for a period of one (1)

year after severing.

d. Non-Duplication of Benefits.

Selection of severance or early retirement under this provision shall be the

exclusive choice for severance and/or early retirement, and the National

KP HealthConnect Agreement provisions regarding severance, medical

benefits, etc. shall have no application for Employees covered by this

Agreement. Those Employees, who select severance and/or early

retirement based upon this provision, shall execute a standard release of

liability and all claims. As an exception to the 1994 Severance Agreement,

such release shall include a release from potential contract claims

including, but not limited to, the layoff and recall provisions of the

collective bargaining agreement and the Employment and Income Security

Agreement provisions of the National Agreement.

VIII. Employees Replacing Employees Who Are Being Trained on the KP

HealthConnect System.

a. The Employer wishes to avoid any hardship for Employees who return to

regular duties after training on KP HealthConnect or who remain in a

department while co-workers are being trained on KP HealthConnect.

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Therefore, the Employer shall replace Employees who are being trained,

based on the staffing needs of the department.

b. The Employer may utilize various methods of replacing Employees while

certain Employees are being trained for KP HealthConnect depending on:

(i.) the length of such training,

(ii.) the method of training (i.e. classroom training vs. on-the-job

training),

(iii.) the expertise required for training, and/or

(iv.) the regularity or frequency of training.

c. If the Employer wishes to deviate from the provisions of this Agreement or

the Collective Bargaining Agreement in order to provide replacements for

training Employees, the Employer will discuss the matter with the

appropriate Union representative(s). If the Employer wishes to deviate

from the provisions of this Agreement or the Collective Bargaining

Agreement, such action will only be by mutual agreement between the

Employer and the Union.

d. Among those methods of replacing Employees that the Employer may

consider would be the use of current Employees by classification,

specifically for inter-facility relief (a defined geography or region-wide) or

intra-facility and department relief.

e. It is intended that Employees in a department would be offered this work

before using any of the methods described above, only if this

"replacement work" did not conflict with the schedule/work of the

Employees in the department desiring such work. Agency or registry

personnel would be used only as a last resort and in conformance with the

Collective Bargaining Agreement.

f. Inter-Facility Float Pool for a Designated Area.

The Employer may create a temporary pool of full-time or part-time

benefited positions of Cashier-Receptionists who will serve as

replacements (backfill) for Employees who are being trained. Such

positions will be posted in accordance with the Collective Bargaining

Agreement.

(i.) Employees will work in these positions for a period not to exceed

eighteen (18) months.

(ii.) Employees will be assigned to work in a designated area that

includes a designated number of facilities. This information will be

included in the posting.

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(iii.) Positions will be posted as a complete set of hours, setting forth the

obligations of this Agreement. Current Employees may bid for these

positions provided such work does not conflict with their schedule, if

it is their wish to maintain their current schedule. Such Employees

will retain all rights in their current department and will continue to

work their current schedule in their department.

(iv.) A. New hires into these positions will accrue seniority for

bidding purposes as Employees of a separate facility.

B. Current Employees who bid on and are awarded these

positions, and who leave their current positions to take these

positions, will continue to accrue seniority as if still working in

their former department. Upon conclusion of the

assignment, current Regular Employees will retain bidding

rights as Regular Employees back to their former

department, and may only exercise these rights at that time

if any positions are available. After that time, their bidding

rights back to their former department as described in the

preceding sentence, will cease. Short-hour or Casual

Employees may return to their former status in the

department, and the specific hours and shifts will be

determined based on operational needs.

C. At the end of the assignment in these temporary benefited

positions, new hire (A) and current (B) Employees will

become Regular full-time or part-time Employees in KARES,

will be placed into positions which are geographically

suitable, and will no longer be considered temporary

benefited Employees. They will then be considered as

Employees of a separate facility (KARES) for the purposes

of the Collective Bargaining Agreement. If they were part-

time or full-time in the Temporary Benefited position, they

will transition to KARES in the same status. New hires who

do not choose to continue in KARES will be separated from

their employment and will not be subject to the Employment

and Income Security Agreement.

(v.) The Employer will designate a certain facility within the geographic

area as the “home” facility. This home facility will be used to

calculate mileage reimbursements for the Employee while in this

position, in accordance with the current Kaiser Permanente

reimbursement policies, (See Policy 20-4 dated 6/1/02 regarding

Expense Reports.)

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(vi.) Both current and new hire Employees who bid on and are awarded

these Temporary Benefited positions will commit to remaining in the

position for the duration of the assignment. Thereafter, they may

exercise their rights to bid for other positions as provided in the

Collective Bargaining Agreement.

(vii.) With agreement of the Union, the Employer may use this float pool

model for another classification.

(viii.) The Employer will pay for travel time pursuant to current KP policy.

(See Policy 4.02 dated 12/03 regarding Travel Time.)

(ix.) The configuration of these positions will be primarily full-time

positions.

(x.) The Employer will pay a $1.00 per hour differential for all hours

worked in these temporary benefited positions. The $1.00 per hour

differential will cease when the Employee transfers to KARES.

(xi.) It is not intended that positions in KARES will be utilized in lieu of

positions regularly assigned in a given unit or facility.

(xii.) Nothing herein is intended to change the current agreements or

practices regarding the utilization of Employees in KARES.

IX. Biller Training Pool.

The Employer may create a pool of regular full-time Biller positions that will serve

as replacements (backfill) for Employees who are being trained in billing. At any

time, these Employees may be assigned in any of the Employer’s business

locations in Northern California. Such positions will be posted in compliance with

the collective bargaining agreement and will include all the obligations of this

position.

a. The Employer will pay all mileage pursuant to current KP Policy (See

Policy referenced above).

b. As applicable, the Employer will pay lodging and travel time pursuant to

current KP Policy (See policy referenced above).

c. Current Employees granted one of these positions will continue to

maintain their seniority in their former department.

d. New hires will accrue seniority as provided in the collective bargaining

agreement and will have Employment and Income Security. When new

hires working in the Biller Training Pool bid for a position outside the

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Training Pool, they will be considered as a separate and distinct facility for

bidding purposes.

e. Employees working in these positions will be paid a differential of $2.50

per hour for all hours worked while on a float assignment in this Pool.

f. These positions will require a great deal of flexibility of the Employees

awarded them. These Employees may be called upon to work anywhere

in the Region, and from time to time, they will work in their original

department, based on operational need.

g. These positions may continue for a period in excess of eighteen (18)

months. Any Employee awarded one of these positions will return to

her/his former position upon conclusion of this work.

h. Initially, the Employer will determine how many positions are needed for

the Biller Training Pool. The number of Biller Training Pool positions

allocated to SEIU-UHW and OPEIU Local 29 will be pro-rated based on

the current total number of Employees in Biller positions held by SEIU-

UHW and OPEIU Local 29. The Employer will continue to maintain this

pro-ration for the duration of this program. Such Employees will be able to

work in any location in the Region, regardless of union affiliation. This

specific provision #h. is non-precedent setting and this Agreement with

SEIU-UHW for a proportional allocation of positions is contingent upon

OPEIU Local 29's agreement with this provision.

i. Employees who, in the last six (6) months of the date of their application

for a position in the Biller Training Pool, have active corrective action or

written letters of warning on file are not eligible for participation in the Biller

Training Pool.

X. Lotus Notes.

Depending on factors such as server capacity, licenses, etc., each facility will

examine its ability to provide an e-mail address and Lotus Notes to all

Employees.

XI. Alternate Arrangements.

Because every possibility that might arise could not be anticipated by this

Agreement or by the guarantees of the Employment and Income Security

provisions of the National Agreement, the Union and the Employer may mutually

agree to alternate arrangements, with the understanding that such arrangements

will be consistent throughout the region as much as is operationally feasible.

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XII. National Agreement.

It is agreed that this Agreement serves as a complement to the National KP

HealthConnect Agreement. If any provision of the National KP HealthConnect

Agreement or agreement with OPEIU Local 29 provides a better benefit, such

better benefit will be extended to Employees represented by UHW.

This Agreement relates solely to the initial implementation of KP HealthConnect in

Northern California. This Agreement shall not constitute precedence for either party, nor

shall either party use this Agreement in any pending or future case, unless the

application of this Agreement is at issue.

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NCAL APPENDIX J

J. LICENSED VOCATIONAL NURSE I.V. CERTIFICATION

August 5, 2002, Kaiser Permanente and SEIU UHW reached an agreement regarding

Licensed Vocational Nurses and Sr. Vocational Nurses Job Classification on the

following:

A. Designate I.V. Departments.

1. Kaiser Permanente will initiate the list of departments to be designated as

I.V. therapy departments by facility in the inpatient and outpatient settings,

and make such list available to the Union as soon as it is completed.

Wage differentials as described below will be implemented based on this

initial Employer list.

2. SEIU UHW will also send KP a list of identified I.V. departments. The

Employer will review and discuss this list with the Union for additional

consideration of implementation of the Wage differential.

3. The parties further agree to evaluate the lists and modify the lists by

mutual agreement.

4. Any disputes with respect to whether an area should quality for I.V.

Therapy designation is subject to the grievance and arbitration provisions

of the collective bargaining agreement.

B. I.V. Certification.

1. KP will not require current LVNs to obtain I.V. certification even if the

Employee's home unit is a designated I.V. department.

2. Employees who transfer to an I.V. designated department/position must

have I.V. certification within 6 months after a position is awarded in the I.V.

designated departments.

3. Newly hired Employees must have I.V. Certification if required by Job

Postings for positions in designated departments.

4. LVNs and Sr. LVNs currently employed by KP will be offered a KP

sponsored I.V. certification training program. KP and SEIU UHW will jointly

work together to develop a curriculum through the SEIU UHW Shirley

Ware Education Foundation Center.

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C. Compensation.

1. In a designated I.V. unit, an LVN who is I.V. certified and competent to

carry out duties which require I.V. related tasks will receive an hourly

differential equal to 5% of his/her current rate of pay.

2. In a designated I.V. unit, a Sr. LVN who is I.V. certified and competent to

carry out duties which require I.V related tasks will receive an hourly

differential equal to 3% of his/her current rate of pay.

3. In a designated I.V. unit, a regular LVN or a Sr. LVN who chooses not to

obtain I.V. certification, and/or is unwilling to carry out I.V. related duties,

or is unable to perform and unwilling to receive training will not receive the

differential.

4. New I.V. certification differential rates will commence on September 22,

2002. The payment will reflect on the paycheck of October 11, 2002. No

retroactive adjustments will be made prior to September 22, 2002.

5. The I.V. Therapy differential will be included in paid time off compensation

and shall become part of the base rate as are "shift differentials".

6. Preceptorship.

It is agreed that any LVN or Sr. LVN will be paid a differential of $1.20 per

hour for actual time spent precepting an LVN or a Sr. LVN who is new to

the department. (Further discussions will take place regarding precepting

of other job classifications i.e. Medical Assistants, Nursing Assistants/Care

Partners, Unit Assistants and Receptionists.) Furthermore, it is agreed

that preceptorship and orientation is distinctly separate. No differential will

be paid for orientation. The parties agree to meet to mutually define the

precepting process. The wage differential for Precepting will not be paid

until such time that the process is defined and agreed to, and will not be

retroactive. The Parties agree to review and resolve this matter within 90

days of the signing of the agreement.

7. Floating.

A. Currently employed LVNs and Sr. LVNs not I.V. certified but whose

home unit is an I.V. designated department, may float to other I.V.

designated units according to seniority.

B. LVNs and Sr. LVNs who are I.V. certified and competent whose

home unit is not an I.V. designated department, may float to an I.V.

designated unit and will be paid at a relief in higher classification

differential.

8. An I.V. certified LVN or Sr. LVN who decides to transfer to a non-I.V.

designated department will not continue to receive the I.V. certification

differential.

275

NCAL APPENDIX K

K. MANDATORY OVERTIME

Applicable to all classifications.

It is the intent to discontinue the practice of scheduling/requiring mandatory overtime.

Effective August 15, 2003, mandatory overtime will not be used except in a government

declared state of emergency. Even in a state of emergency, the facility/facilities will take

all reasonable steps to utilize volunteers and to obtain coverage from other sources

prior to mandating overtime. The pre-implementation time will be used to assess

practices and develop new scheduling processes to make the discontinuance of

mandatory overtime possible.

Specifically, the parties will jointly review where the practice of mandatory overtime

exists and work with department staff to develop procedures, processes and solutions

to avoid this need in the future. At the end of the pre-implementation period, it is

expected that joint processes/procedures will be in place to assure successful

implementation of the elimination of mandatory overtime after August 15.

276

NCAL APPENDIX L

L. MECHANIZATION

A. Mechanization Defined.

The term “mechanization” is defined as replacement of essential elements of an

Employee's particular job by a machine or other technological improvement,

including but not limited to introduction of automated processes and work-saving

devices.

B. Steps Taken by the Employer for Mechanization.

When an Employee's particular job is eliminated because of mechanization, the

Employer shall take the following steps.

1. Notice to Five Year Employees.

An Employee who has at least five (5) years of continuous service as a

Regular Employee shall be given three (3) months prior notice that his/her

job is being eliminated. The Employee, if he/she has less than five (5)

years but more than one (1) year of continuous service as a Regular

Employee shall be given four (4) weeks prior notice that his/her job is

being eliminated. The Employee, if he/she has less than one (1) year of

continuous service as a Regular Employee, shall be given two (2) weeks

prior notice that his/her job is being eliminated. The applicable period of

notice shall be termed the “notification period.”

2. Offer of Job with Training to a Five (5) Year Employee.

The Employee with at least five (5) years of continuous service as a

Regular Employee shall be offered another job during the notification

period, if an available job opening exists for which he/she can reasonably

be expected to qualify within a training and trial period not to exceed sixty

(60) days, either at the same facility or at another facility within reasonable

proximity.

3. Reasonable Efforts on behalf of Employees with Fewer than Five (5)

Years of Service.

The Employer is not obligated to offer another job to an Employee with

less than five (5) years of continuous service as a Regular Employee. The

Employer will make reasonable effort to accomplish the force reduction

through attrition and transfer regardless of length of service.

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4. Effective Date of Pay for an Employee who Accepts a New Job as a

Result of Mechanization.

If an available job opening exists during the notification period and it is

offered to and accepted by the Employee, the rate of pay for the job, if

lower, shall not become effective before at least the end of the notification

period.

5. Minimum Severance for Mechanization.

If by the end of the notification period the Employee has not accepted

another job or the Employee has not been offered another job, he/she

shall receive minimum severance pay on the following basis for full years

of continuous service as a Regular Employee:

Note: The TAP severance program or other better severance benefits

available shall supersede this minimal benefit.

Years of Service

Days of Pay

1-2 2

2-3 4

3-5 10

5-7 15

7-10 20

10-Over 30

C. Applicability of this Side Letter.

These provisions are fully subject to better benefits and conditions provided

through National LMP Agreements, Health Connect Agreements, Employment

and Income Security Agreements, and other provisions contained in this

Agreement which provide for better conditions and benefits related to reduction in

force, income extension, training and placement.

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NCAL APPENDIX M

M. NO SHIFT CANCELLATION

October 18, 2002

Providing Kaiser Permanente Employees with the maximum possible employment and

income security is one of the six stated goals that serve as the foundation to the

Partnership between Kaiser Permanente and those AFL-CIO Unions representing

Employees in KP facilities. The parties agree that a no shift-cancellation policy helps to

meet that goal and provides Kaiser Permanente with a valuable tool to assist in its

recruitment and retention efforts now and in the future.

The terms and conditions set forth in this document have been discussed and agreed to

by representatives of SEIU UHW and Kaiser Foundation Hospitals. This agreement

supersedes the agreement signed by the parties on May 23, 2002.

Project Identification and Considerations.

A. The no shift-cancellation program shall include all SEIU UHW Kaiser Foundation

Hospitals Employees working in Northern California, including SEIU UHW

members in the Home Health and Hospice departments.

B. In addition to covering regularly assigned shifts, the no shift-cancellation program

extends to Employees who have made themselves available and been confirmed

for overtime and additional hours opportunities. This applies to full-time, part-

time, limited-part-time, casual and temporary Employees. In each service area

the parties to this agreement will designate an appropriate number of individuals,

representing each facility to work on the project team chartered with the design

and implementation responsibility.

C. In each service area the parties to this agreement will designate an appropriate

number of individuals, representing each facility to work on the project team

chartered with the design and implementation responsibility.

D. The project team shall have full authority to make all non-economic decisions

regarding the elements of the program so long as the elements designed do not

change or alter the terms of the existing collective bargaining agreement.

E. When looking at alternative assignments, in lieu of cancellation, the project team

shall cover activities such as those that build Employee knowledge and

competency, that provide cross training of staff, and, that assist the organization

in its efforts to become and maintain a survey ready environment.

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F. Educational modules used for alternative assignments will be designed to permit

Employees to receive credit for continuing education when applicable to their

discipline. Kaiser Permanente will take all steps necessary to assure that such

programs are recognized by the relevant licensing or certification boards.

G. Each service area committee throughout the program will meet on a monthly

basis, or more often if necessary, to discuss successes and other issues as the

parties feel appropriate.

H. It is agreed that the no shift-cancellation pilot program that took effect May 20,

2002 and implemented no later than July 1, 2002 is hereby extended and shall

remain in effect through December 31, 2010. The program may be extended by

mutual agreement.

280

NCAL APPENDIX N

N. POSITION SPECIFICATIONS FOR

ALL GEOGRAPHIC AREAS INCLUDING FRESNO

In the 2000 SEIU Local 250 Agreement in Appendix B there were classifications listed in

groups under headings of Maintenance and Service, Licensed Nursing, Nursing,

Clerical, and Technical (licensed and unlicensed). In Appendix C there were

classifications listed that included a synopsis of their position requirements and job

duties. These lists were not exhaustive. Over the years classifications have been

added and the job duties have changed for some of the classifications or, through

bargaining, entirely different job descriptions have been substituted, e.g. Coder,

Radiologic Technologist and Sonographer career ladders. The following is a list of

classifications in the 2000 Agreement that were included in Appendix C of that

Agreement. The 2000 Local 250 Agreement should be used as a reference for job

descriptions that have not changed and for groupings of the listed classifications.

Allergy Technician

Allergy Technician Trainee

Asst Supv Central Allergy Laboratory

Cardiovascular Technician

Central Supply Technician

Cert. Occupational Therapist Assistant I

Cert. Occupational Therapist Assistant II

Cert. Ophthalmic Technician II

Cert. Sterile Processing Technician II

Cert. Surgical Assistant

Chief Cyottechnologist

Chief Storekeeper

Clerical Classifications Grades 1-7

Cytogenetic Technologist I

Cytogenetic Technologist II

Cytogenetic Technologist III

Cytogenetic Trainee

Cytotechnologist I

Cytotechnologist II

Cytotechnologist III

Diagnostic Ultrasonographer I

Diagnostic Ultrasonographer II

Diagnostic Ultrasonographer III

Diagnostic Ultrasonographer Trainee

EEG Technologist I

EEG Technologist II

Emergency Department Technician II

Head Housekeeping Aide

Histologic Tech Trainee

Histologic Technician I

Histologic Technician II

Laboratory Assistant I

Laboratory Assistant II

Laboratory Assistant III

Linen Room Supervisor

Medical Record Coder I

Medical Record Coder II

Medical Secretary

Medical Secretary Trainee

Molecular (DNA) Technologist I

Molecular (DNA) Technologist II

Molecular (DNA) Technologist III

Monitor Technician

MRI Technologist I

MRI Technologist II

MRI Technologist Trainee

Nuclear Medicine Technologist I

Nuclear Medicine Technologist II

Nutrition Aide/Nutrition Clerk

Obstetrical Technician

Ophthalmic Photographer

Ophthalmic Technician

Ophthalmic Technician Trainee

Outpatient Pharmacy Technician

Physical Therapy Assistant I

Physical Therapy Assistant II

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Psychiatric Technician

Radiologic Technologist I

Radiologic Technologist II

Radiologic Technologist III

Reg. Respiratory Care Practitioner I

Reg. Respiratory Care Practitioner II

Respiratory Care Permitee

Respiratory Care Practitioner I

Respiratory Care Practitioner II

Sr. Allergy Technician

Sr. Anesthesia Supply Aide

Sr. Anesthesia Technical Assistant

Sr. Cardiovascular Technician

Sr. Cert. Sterile Processing Technician

Sr. Communication Operator

Sr. Cytogenetic Technologist

Sr. EKG Technician

Sr. Laboratory Assistant

Sr. Licensed Vocational Nurse

Sr. Medical Assistant

Sr. Medical Secretary

Sr. Nutrition Clerk

Sr. Obstetrical Technician

Sr. Orthopedic Technician

Sr. Pathology Technical Assistant

Sr. Physical Therapy Aide

Sr. Psychiatric Technician

Sr. Respiratory Supply Aide

Sr. Surgical Technician

Sterile Processing Technician I

Storekeeper I

Storekeeper II

Supv. Cyto/Histo Technologist

Supv. Diagnostic Ultrasonographer

Supv. Histologic Technician

Supv. MRI Technologist

Supv. Nuclear Medicine Technologist

Supv. Radiologic Technologist

Supv. Respiratory Care Practitioner

Surgical Assistant

Surgical Assistant Trainee

Unit Assistant

Vision Services Assistant I

Vision Services Assistant II

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NCAL APPENDIX O

O. POST-RETIREMENT MEDICAL BENEFITS FOR

EMPLOYEES WHO RETIRED BEFORE JANUARY 1, 2003

The Employer agrees to provide to those Employees covered by the Kaiser

Foundation Health Plan, Kaiser Foundation hospital-surgical-medical benefits

described as Senior Advantage or the alternate medical plan coverage integrated with

Medicare, for Employees retired under the normal, disability and postponed provisions

of the pension plan and who are eligible for and participating in Parts A and B of

Medicare. Employees retiring under the early or disability provisions of the pension plan

shall become eligible for the Kaiser Foundation Health Plan Senior Advantage coverage

(or the dual choice option if accepted by the Administrator) upon becoming eligible for

and participating in Parts A and B of Medicare. For early and disability retirees who

retire after November 1, 1992, the requirement that Employees must maintain Kaiser

coverage during the period from early retirement to age sixty-five (65) in order to qualify

for coverage at age sixty-five is eliminated. Covered spouses/domestic partners of such

Employees must also enroll in Parts A and B of Medicare when eligible. Medicare-

eligible Employees who retired prior to August 1, 1996, along with their Medicare-

eligible dependents, will be allowed to retain their existing coverage presently described

as “MS” or may choose to enroll in the Senior Advantage Plan provided they meet

eligibility requirements. Employees who retire on or after August 1, 1996, and their

dependents will be required to enroll in the Senior Advantage Plan upon becoming

Medicare-eligible. The medical benefits that retirees receive from the Senior Advantage

program will continue to be the same as those described as the “SS” coverage in Article

XXII, Section 1. Retirees covered by Senior Advantage must receive all medical care at

Kaiser Permanente facilities in order to receive benefits. If individuals covered under

this plan move outside the Kaiser Permanente service area, and do not elect the

alternate medical plan, Kaiser Permanente will offer its Out of Area Group plan.

However, effective January 1, 1997, such Medicare-eligible retirees and their

dependents will be required to pay that amount of the Out of Area retiree group rate

which is in excess of the Health Plan retiree group rate in effect on January 1 of each

year. Dependents of Employees who retire on or after August 1, 1996 who are not yet

Medicare-eligible must enroll in Kaiser Permanente's Senior Advantage Plan as soon as

they become eligible in order to maintain health plan coverage. The $5.00 drug co-pay

shall apply to eligible Employees who retire on or after January 1, 1998.

For Employees hired after October 25, 1986, fifteen (15) years of service under the

Retirement Plan shall be required for eligibility for the post-retirement health care

coverage described above, and such coverage shall not include optical benefits.

Costs for post-retirement medical coverage shall be shared as follows for Employees

who terminate on or after January 1, 1998, and who meet the eligibility requirements for

retiree medical coverage. Such costs will be based on the January 1 retiree Senior

Advantage group rate for each year.

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Retiree Service

Years of Monthly

Payments

Employer Monthly

Payments

15 50% 50%

16 55% 45%

17 60% 40%

18 65% 35%

19 70% 30%

20 75% 25%

21 80% 20%

22 85% 15%

23 90% 10%

24 95% 5%

25 100% 0%

284

NCAL APPENDIX P

P. RADIOLOGIC TECHNOLOGIST CAREER LADDER

September 1, 2005

Advances & Attrition in Technology.

Medical Imaging is a dynamic, technology driven field. As advancements occur, the

parties will meet to discuss whether these result in the creation of a new Specialty

and/or changes in job requirements. As attrition occurs, the parties will meet to discuss

the elimination of Specialties and/or job requirements.

Radiologic Technologists without Fluoroscopy licenses currently working for

Kaiser Permanente.

Radiologic Technologists working on or before August 05 at Kaiser Permanente

WITHOUT California certification in Fluoroscopy will be provided with educational

opportunities in order to pass the California permit test in a 9 month period. Those who

are unable to meet this requirement are eligible to work as an RT I if either the union or

management can identify and both parties agree on any Radiologic Technologist

positions within the Region where Fluoroscopy is not necessary for the regular

operational requirements of that position. Employees will maintain their pay rate until

such time as the RT I rate is above that rate. An employee must be awarded the

position through bargaining unit seniority in order to continue their employment at Kaiser

Permanente Northern California.

Modality Competency Committees.

Each Modality (General Radiology. Computer Tomography. Mammography.

Interventional) will create a Joint Regional Committee of Labor, Management and

Radiologists for the following functions:

 Establish Criteria for basic competency for hours in that modality.

 Establish Criteria for advanced competency for hours in that modality

 Establish Training Criteria for that modality

 Review and recommend Radiologic Technologist continuing education needs

 Update competency criteria as Technology in that modality changes

 Support the proctoring of students through KPSAHS and other educational

institutions

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Radiologic Technologists without Venipuncture Certification.

A. Working in a Modality where it is performed.

Radiologic Technologists working on or before August 05 at Kaiser Permanente

WITHOUT California Venipuncture Certification in a Modality where it is

performed will be provided with educational opportunities in order to pass the

California permit test in a 9 month period. Those who are unable to meet this

requirement shall be given work assignments for which they are qualified and

placed at the corresponding Skill Level of the Radiologic Technologist

classification.

B. Working in a Modality where Venipuncture is NOT performed.

Radiologic Technologists working on or before August 05 at Kaiser Permanente

WITHOUT California Venipuncture Certification in a Modality where it is NOT

performed as part of their work assignment will not be required to obtain it. For

promotions, transfers or training in a Specialty that requires Venipuncture, the

Technologist must obtain CA Venipuncture certification on or before the date of

application. The employer will provide the Technologist with educational

opportunities in order to pass the California permit test at the Technologists’s

request.

Implementation.

Upon ratification of this agreement, current employees shall be placed at the

appropriate Skill Level and their current Tenure Step where they will not receive a

reduction in pay rate as a result of the implementation of this new structure.

Level 1.

Radiologic Technologist I: This is an entry level position. The employee must obtain a

fluoroscopy permit and venipuncture certification within six months of employment, or

will be terminated.

Level 2.

Radiologic Technologist II: This level requires both fluoroscopy permit and

venipuncture certification. Competency must be demonstrated and maintained.

Level 3.

Radiologic Technologist III: This level requires five years of experience as a Radiologic

Technologist, a CA fluoroscopy permit, California venipuncture certification and ARRT

(R) certification. Competency must be demonstrated and maintained.

Level 4.

Radiologic Technologist IV: This level requires a CA fluoroscopy permit, CA

venipuncture certification and two years of experience in a Specialty (IR, CT, and

Mammography) or one year of experience in a Specialty and an ARRT in that Specialty.

The Specialty must be performed by the Technologist and be within the scope of

service of the department. Competency in the Specialty must be demonstrated and

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maintained. ARRT certification in Quality Management will be considered a Specialty

for advancement to this level.

Level 5.

Radiologic Technologist V: This level requires a CA fluoroscopy permit, CA

venipuncture certification and two years of experience in each of two specialties (IR,

CT, Mammography) OR one year of experience in each Specialty and an ARRT in each

Specialty OR one year of experience in one Specialty with an ARRT in that Specialty

and two years of experience in a second Specialty. The Specialty must be performed

by the Technologist and be within the scope of service of the department. Competency

in Specialties must be demonstrated and maintained. ARRT certification in Quality

Management will be considered a Specialty for advancement to this level.

Level 6.

Lead Radiologic Technologist: This level requires a CA fluoroscopy permit, CA

venipuncture certification five years of experience and an ARRT (R). Specialty Leads

must have Specialty ARRT and meet all Specialty requirements. Existing Lead

Radiologic Technologists who do not have ARRT certification will be “grandfathered” to

this level in General Diagnostic Radiology and Specialties.

Advancement Into Specialties.

Management will make reasonable efforts to train all qualified Technologists according

to operational needs in each Specialty. Operational needs may include backfill for

vacation, sick calls and union activities. All references to Special Procedures Differential

and the Garbarino arbitration decision shall be deleted from the agreement. Employees

shall be placed at the appropriate Skill Level and current Tenure Step.

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NCAL APPENDIX Q

Q. RADIOLOGIC TECHNOLOGIST SPECIAL COMPENSATION

March 2007

This Letter of Agreement ("Agreement") is entered into by and between The

Permanente Medical Group, Inc. ("TPMG" or "the Employer") and United Healthcare

Workers – West ("UHW" or "the Union") to resolve ongoing disputes concerning the

interpretation and application of the contract provision entitled "Radiologic Technologist

Special Compensation", designated as Paragraph 173 of the 2000 – 2005 Collective

Bargaining Agreement ("CBA").

The Union and the Employer agree that, as of the effective date of this Agreement:

1. Only a regular Radiologic Technologist who both was hired by the Employer prior

to October 25, 1986 and was employed by the Employer as a regular Radiologic

Technologist prior November 4, 1990, shall be entitled to receive the payment

described in Paragraph 173 (paragraph 786 of the current Agreement). A part-

time regular Radiologic Technologist who both was hired by the Employer prior to

October 25, 1986 and was employed by the Employer as a Radiologic

Technologist prior to November 4, 1990 shall have her or his lump sum payment

prorated pursuant to Paragraph 173.

2. Notwithstanding the provisions of Paragraph 1, above, any employee of the

Employer who is a regular Radiologic Technologist on the effective date of this

Agreement and who was hired by the Employer prior to October 25, 1986, shall

continue to receive payment pursuant to Paragraph 173 until such time as she or

he is no longer employed by the Employer as a regular Radiographic

Technologist, or Paragraph 173 is amended or deleted by mutual agreement of

the Union and the Employer. He or she shall be entitled to receive such payment

regardless of whether she or he was employed by the Employer as a regular

Radiologic Technologist prior to November 4, 1990. This exception does not

apply to any employee who is not employed by the Employer as a regular

Radiologic Technologist on the effective date of this Agreement, regardless of

her or his employment history or whether he or she becomes a regular

Radiologic Technologist after such effective date.

3. In full and complete settlement of any claims arising from or relating the

Employer's decisions in 2005 and 2006 to withhold payment as described in

Paragraph 173 from regular Radiographic Technologists who were hired by the

Employer prior to October 25, 1986, but who did not become regular

Radiographic Technologists until on or after November 4, 1990, the Employer

agrees to pay such employees the amount they would have received at the time.

The employees who shall receive such payment are identified in Exhibit A, which

is attached hereto. The payment will be made as a lump sum, less applicable

taxes and withholding, within 30 calendar days after the effective date of this

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Agreement. No other employee shall be entitled to claim or receive payment

pursuant to this provision.

4. Nothing in this Agreement shall be construed to extend or expand eligibility for

compensation pursuant to Paragraph 173 to other Radiologic Technologists or

other employees covered by the CBA.

5. Any disputes concerning the interpretation and application of this Agreement may

be referred to the grievance procedure set forth in the CBA.

6. The Effective Date of this Agreement shall be the date that it is fully executed by

both parties.

289

NCAL APPENDIX R

R. REGISTERED DIETITIANS BENEFITS BY DESIGN

A. Benefits Provided.

The Employer agrees to provide the benefits currently defined as “Benefits by

Design”, a flexible benefits program that includes options in the following areas:

Medical Plan, Dental Plan, Life Insurance, Disability Income, Spending Accounts.

B. Eligibility.

Benefits by Design is offered to all regularly scheduled Employees that work 20

or more hours per week. Coverage becomes effective the first (1

) day of the

month after 90 days of employment and can cover the Employee, their spouse or

domestic partner and unmarried dependent children up to 25 years of age.

Employees may change options during the annual flex open enrollment period. If

no changes are made, the same options will remain in effect for the rest of the

year until they make a change. To continue participation in the spending

accounts, Employees must make an annual election.

C. Benefits by Design Credits.

i.) Eligible Employees shall receive a specific amount of Benefits by Design

credits to purchase benefits. Employees regularly scheduled to work 32

or more hours per week will receive enough flex credits to purchase the

following benefits:

a.) Kaiser Foundation Health Plan (KFHP) Mid Plan with Supplemental

Medical for the Employee and eligible dependents.

b.) Basic Dental Plan for the Employee and eligible dependents.

c.) Long Term Disability coverage for the Employee at the 50% level.

d.) Life Insurance coverage for the Employee up to one times the

Employee’s annual salary up to maximum of $50,000.

ii.) Employees regularly scheduled to work 25 to 31 hours per week will

receive benefits funding at 80%. Employees regularly scheduled to work

20 to 24 hours per week will receive benefits funding at 60%.

iii.) Employees may elect benefit options that exceed the Benefits by Design

credit he/she may receive. The additional benefit coverage will be funded

by pretax or after tax out-of pocket payroll deduction expenses.

Employees may also elect benefit options that are less than the Benefits

by Design credit received. The unused portion of the credit will be

additional income on the Employee’s paycheck.

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D. 90-Day Plan.

i.) The Employer agrees that a new Employee will be provided with the 90-

day Plan beginning the 1

of the month following their hire date. The 90-

day Plan provides:

a.) KFHP Mid Plan with Supplemental Medical for the Employee and

eligible dependents.

b.) Life insurance coverage for the Employee, equal to one times the

Employee’s annual salary to a maximum of $50,000.

ii.) The Employer will provide full funding for the 90-Day Plan for Employees

scheduled to work 32 or more hours per week. Employees scheduled to

work less than 32 hours per week will pay a premium for the KFHP Mid

Plan.

E. Health Insurance.

Employees may elect from four Medical Plan Options: KFHP-Low Plan, KFHP-

Mid Plan, KFHP-High Plan, and Preferred Provider Option. Enrollment in the Mid

or High plan results in automatic enrollment in Supplemental Medical Coverage.

The plans cover many of the same services, however the costs and coverage

levels vary. Employees may elect to waive medical coverage, after providing

proof of other medical coverage.

F. Supplemental Health Coverage.

Supplemental Health Coverage reimburses the Employee for certain eligible

health care services not covered, or that exceeds the limits under the Kaiser

Foundation Health Plan. Employees and eligible dependents are covered up to a

$1,000,000 lifetime maximum. In most cases, the plan pays 80% of reasonable

and customary expenses.

G. Dental Plan.

The Benefits by Design program offers a choice of two Delta Dental plans, Basic

and Comprehensive Plans. The plans cover many of the same services.

However, the costs and coverage levels vary. To receive full benefits, an

Employee or dependent must visit a participating Delta dentist. The majority of

California dentists participate in the Delta Dental plan. Employees may elect to

waive dental coverage.

H. Life Insurance.

The Employer agrees to offer Life Insurance coverage as defined in the Benefits

by Design program.

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i.) Employee Life Insurance.

a.) Employees may use their Benefits by Design credits to purchase

Life Insurance at the following levels:

$10,000-$50,000 (in $10,000 increments)

$100,000-$750,000 (in $50,000 increments)

b.) Employees may purchase up to $100,000 of Employee life

insurance when first eligible without providing Evidence of

Insurability (EOI). Life insurance coverage may be increased to the

next higher level in future open enrollment periods, without

providing EOI. Employees may waive life insurance coverage. If

coverage is waived when the Employee is first eligible, and he/she

at a later time wishes to purchase coverage, an EOI will be required

for any level over $10,000 of Employee Life Insurance.

ii.) Dependent Life Insurance.

a.) Employees have the option to also purchase dependent life

insurance coverage at the levels listed below. Benefits by Design

credits may not be used to purchase this insurance. If dependent

life insurance coverage is elected, the contribution for this coverage

will be deducted from the Employee’s paycheck on an after-tax

basis.

Spouse/Domestic

Partner

Each Child

$10,000 $2,000

$20,000 $4,000

$30,000 $6,000

$40,000 $8,000

$50,000 $10,000

b.) To purchase dependent life insurance, the Employee must have

Employee life insurance of at least twice the amount of spouse or

domestic partner coverage elected.

c.) If an Employee waives dependent life insurance coverage when

first eligible and elects it in future enrollments, the Employee will be

required to provide EOI for his/her spouse or domestic partner. If

an Employee wishes to increase his/her level of dependent life

insurance in future years, EOI will also be required.

I. Accidental Death and Dismemberment (AD&D) Insurance.

Employees may use their Benefits by design credit to purchase Accidental Death

and Dismemberment (AD&D) insurance at the following levels. Benefits by

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Design credits may not be used to purchase Dependent Accidental Death and

Dismemberment Insurance. If dependent life AD&D coverage is elected, the

contribution for this coverage will be deducted from the Employee’s paycheck on

an after-tax basis. The Employee may enroll his/her dependents in AD&D

coverage only if the Employee first elects coverage for him/herself. Spousal or

domestic partner coverage is automatically 50% of the Employee’s AD&D and

coverage for each child is automatically 10%. Coverage may be elected at the

following levels:

Employee Only

Spouse/Domestic

Partner

Each Child

$10,000 $5,000 $1,000

$20,000 $10,000 $2,000

$30,000 $15,000 $3,000

$40,000 $20,000 $4,000

$50,000 $25,000 $5,000

$100,000 $50,000 $10,000

$150,000 $75,000 $15,000

$200,000 $100,000 $20,000

$250,000 $125,000 $25,000

$300,000 $150,000 $30,000

$350,000 $175,000 $35,000

J. Travel Accident Insurance.

This is an Employer-paid benefit outside of Benefits by Design. You are

automatically enrolled if you are scheduled to work 20 or more hours per week.

Coverage becomes effective on your date of hire. A benefit of four times your

annual salary (or a minimum of $100,000.00 whatever is greater, up to a

maximum of $250,000.00) will be paid to your beneficiary in the event your death

is the result of a travel accident while on company business.

K. Disability Income.

The Employer shall provide income replacement in the event of an Employee’s

disability, serious illness, or injury as described below in paragraphs (i) and (ii).

i.) Short-Term Disability.

Short-Term Disability (STD) is a company-paid disability plan provided

outside of Benefits by Design and becomes effective the first day of the

month after 90 days of employment. Benefits are payable after the

Employee depletes all hours in his/her Extended Sick leave (ESL) Bank,

and any Paid Time Off (PTO) Bank. This plan provides 50% of the base

salary, or up to 60% if combined with other disability income, such as

State Disability Insurance or Workers’ Compensation. Benefits may be

paid up to a maximum of six months form the date of disability with

continued physician certification.

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ii.) Long-Term Disability.

a.) The Benefits by Design flexible benefits program also offers Long

Term Disability (LTD) coverage. Employees have the option to

purchase LTD at the following income replacement levels: 50%

base salary (60% percent when integrated with other disability

income); 60% base salary.

b.) Benefits are payable upon approval from MetLife after six months

of disability after an Employee exhausts all hours in his/her ESL

Bank, and STD, and any PTO hours the Employee immediately

elects to use prior to commencing a Medical or Industrial Leave,

whichever is later. Benefits may be paid up to age 65 with

continued physician certification. There is a pre-existing condition

clause under LTD that excludes disability coverage during the first

12 months of coverage for a disability resulting from a condition that

is treated within three months prior to coverage becoming effective.

c.) Employees have the option to waive LTD coverage. If coverage is

waived when first eligible and desired at a later time, Evidence of

Insurability (EOI) will be required.

L. Spending Account Options.

The Benefits by Design flexible benefits program offers a choice of two spending

accounts that allows Employees to set aside tax-free dollars to pay for certain

expenses. Certain IRS restrictions govern these accounts.

M. Dependent Care Spending Account.

The Dependent Care Spending Account allows an Employee to contribute up to

$5,000 tax-free on an annual basis to pay for eligible dependent care expenses.

Examples of such expenses include care at a licensed daycare center, or

practical nursing care for an adult. An Employee may enroll during the annual

open enrollment period held in October of each year. Participation and deposits

to the Employee’s account will begin January of the following year.

N. Health Care Spending Account.

The Health Care Spending Account allows an Employee to contribute up to

$3,000 tax-free on an annual basis to pay for eligible health care expenses for

themselves and/or their dependents. Examples of such expenses include

deductibles and co-payments for medical and dental services, or expenses

exceeding your medical and dental plans’ limits. The Employee may enroll

during the annual open enrollment period held in October of each year.

Participation and deposits to the Employee’s account will begin January of the

following year.

O. Limited Part-Time Employee’s Coverage.

Limited Part-Time Employees as defined in Article X, Section 2A whose regular

pre-determined work schedule is at least eight (8) hours per week may purchase

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at their own expense through a payroll deduction plan the same Kaiser

Foundation Health Plan coverage available to regular Employees under this

Agreement provided that a minimum of 75% of all eligible Limited Part-Time

Employees in the Region elect to purchase and continue to purchase such

Health Plan coverage. Coverage will be offered on the Health Plan’s three-rate

structure. At any time participation falls below seventy-five percent (75%) of the

group of eligible Employees such coverage shall be discontinued. There shall be

an annual enrollment period during which these eligible Limited Part-Time

Employees may elect to purchase the coverage.

P. Complete Details on Benefits.

This Agreement contains only a summary of benefit plans. Complete details

concerning these benefits are contained in the appropriate provider contracts,

plan documents or summary plan descriptions. Summary plan descriptions shall

be provided by the Employer to the Employee upon request. Terms and

definitions of the Health and Welfare Plans are contained in and governed by the

respective Plan Documents.

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NCAL APPENDIX S

S. REGISTERED DIETITIANS CLINICAL LADDER

Introduction.

A regional group composed of Registered Dietitians (selected by UHW) and KP

Management Representative (selected by the Employer) convened following ratification

of the 2003 contract to develop guidelines for implementation of the RD III clinical

classification program. The RD III program was designed within twelve (12) months of

contract ratification.

Registered Dietitian III.

Registered Dietitian clinical expert who has met the criteria as defined in the Registered

Dietitian Clinical Ladder guidelines.

SECTION A – DEFINITIONS.

The development of a RD Clinical Ladder recognizes the Registered Dietitian III as a

health care clinical expert who demonstrates increasing levels of excellence through

clinical practice, teaching ability and leadership.

The purpose of the RD III role is to encourage Registered Dietitians to utilize and

model clinical expertise, leadership abilities and successful health care practices by

participation in research, education, publication and/or community involvement.

Time requirements listed within the following RD III Classification sections are intended

to mean that time period immediately preceding the relevant application deadline.

SECTION B – CRITERIA FOR CANDIDACY.

Minimum Qualifications for RD III shall include:

A. Current RD registration with the Commission on Dietetic Registration (CDR).

B. Five (5) years experience as a Registered Dietitian, and is classified as a RD II

as defined in contract.

C. Work in the area of clinical specialty (i.e. area of expertise) for the Employer, and

average a minimum of twenty (20) hours per week over the last two years at time

of application. The 20-hour requirement pertains to the minimum number of

hours per week a dietitian must work. It does not pertain to the hours worked in

the specialty area.

D. Current performance evaluation at the midpoint or above.

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Registered Dietitians must be current with their CDR portfolio, or a professional

development plan.

Hours Worked.

A Registered Dietitian hired into a twenty (20) hour position or more is exempt from any

further calculation to determine paid or unpaid time away from work.

For any Registered Dietitian hired into a position of less than twenty (20) hours the

following RD calculations apply:

Paid time is calculated by determining total paid hours for the twelve (12) months

preceding the application deadline. This paid time is then divided by number of weeks,

which is calculated by taking the fifty-two (52) weeks in a year minus approved leave of

absence. Paid time divided by number of applicable weeks equals paid hours per week.

This number must equal twenty (20) hours or more in order for a Registered Dietitian to

meet the hours worked qualifications.

SECTION C – INITIAL APPLICATION PROCESS.

The applicant must:

Meet minimum qualifications as identified in Section C – Criteria for Candidacy.

Complete application portfolio:

1. RDIII application form

2. Performance evaluation within the last twelve (12) months, which indicates

performance standards at the midpoint or above.

3. Two letters of recommendation within the last twelve (12) months.

a) Include evidence of your work as a care manager if that applies to you.

b) Letters should substantiate reasons why you are considered an expert in

your stated area of clinical expertise (such as requests for your

consultation, providing in-service education to other disciplines, etc.)

4. The CDR portfolio, the professional development plan, that was submitted to

CDR. Progress on the plan will be discussed during the interview.

5. Application essay of no more than five pages demonstrating clinical expertise

through case studies and/or clinical experiences.

6. Evidence of at least 3 professional contributions within the last twelve (12)

months, unless otherwise specified. See list of acceptable activities below.

Additional activities may be considered with unanimous advanced consent of the

Regional RD III Selection Committee.

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Submit application to the National Nutrition Services Office. Application deadlines are

November 1, March 1 and July 1; beginning November 2003.

The primary manager of the RD III candidate will be sent a Verification Form and a copy

of the candidate’s application form (refer to Section K) from the Selection Committee to

verify hours worked and clinical specialty.

Professional Contributions (initial application)

Identify the professional contribution with the item number listed below. For example,

developing and presenting an in-service for physicians is number five (5). RDs working

on activities toward the RD III Classification must receive prior approval from his/her

manager if such activities occur during paid time.

1. On-going teaching activity, such as adjunct professor at an accredited school or

assistant/clinical faculty position or lecturer in the field of food or nutrition

science. This must be an ongoing activity during at least one semester or two

quarters per year. Requires description of teaching activity, a copy of the outline

of the current curriculum, syllabus, or lecture, and date(s) of classes taught.

2. Publication of article related to food and/or nutrition in peer reviewed journals

with RD’s name listed as author or co-author or publication in Registered

Dietitian, health care, health care management /practices/policy textbook as a

contributor, consultant, chapter writer or editor.

3. Demonstrate active participation in health care related research within the last

three (3) years. Examples include:

a) Participation in research in the areas of medical nutrition therapy, nutrition

education, RD or food/nutrition/health care management, or any areas

concerning health promotion or health care practices, health policy or

cultural competence in provision of health care. Active participation may

include but is not limited to principal investigator, data collector or member

of a research team.

b) Publication of research in peer reviewed journals with RD’s name listed as

author or co-author or publication in, Registered Dietitian, health care,

health care management/practices/policy textbook as a contributor,

consultant, chapter writer or editor.

4. Leadership position as a committee chair or serve as an active participant as a

RD representative on local, regional or professional association committees

spanning at least six (6) months per year. (Include meeting minutes, which show

your attendance and contributions over at least a 6-month period. May be used

as a maximum of 2 of the 3 professional contributions if on 2 different

committees.) If participant, evidence of substantial contribution must be

provided.

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5. Active participation in an educational activity within the past twelve (12) months.

Patient education materials should include Kaiser Permanente and or Thrive

logo, and date created or revised. Not more than 2 of the 3 activities listed in this

category may be used. Examples include:

a) Develop and present in-service education for healthcare professionals

(physicians, staff, or students). In-service learning objectives and

supporting material must be approved by the manager to qualify. (Submit

learning objectives/materials in packet and your manager’s approval for

your presentation.)

b) Develop and present a patient, employee, and/or community education

program. For example, he/she may coordinate a health fair or develop

materials for a part of the health fair. (Must be nutrition-related and have

manager’s pre-approval. For presentations in the community the

candidate must present as a Kaiser RD)

c) Publish a continuing education article for RDs,/health care staff or a health

education article for the general public.

6. Active participation in department, facility and/or regional quality activities which

must be of an ongoing nature with participation occurring over at least six (6)

months per year. Examples include:

a) Identify, share or implement successful clinical or professional practices.

b) Active involvement in quality committees/forums including but not limited

to local safety committee, patient safety/error reporting, patient

improvement projects. (Include meeting minutes which show your

attendance and contributions over at least 6 months.

7. Active participation in health related community activities occurring over at least

six (6) months per year (alternate time frame may be considered with approval of

RD III Committee) included but not limited to the categories listed below:

a) Legislative/governmental participation.

b) Volunteer work in clinic, schools, or community organizations.

8. Lead/Coordinator and/or active participant of manager approved project design

work and/or project implementation

9. Within the past two years, develop or substantially revise, individually or as a part

of a team: core competencies, protocols, curriculum, resource materials (i.e.

patient education materials), policies and procedures or at least one written

299

standard of nutrition care. (Provide a detailed description of your part in the

development or revision. Provide educational materials that you have developed

or revised. Do not include education materials that do not represent your work or

input. A Curriculum is the Instructor’s outline and the dialog of the instructor; it

includes a list of the educational materials that are used and the time allotment

for each part of the class.)

10. With in the past two (2) years, make contributions to development of the RD

profession by being a RD primary mentor to dietetic interns for at least one entire

rotation or coordinator of the intern’s rotations and signer of completed forms.

Opportunities for mentoring shall be granted by seniority, a maximum of two (2)

internships may be used.

11. Practice as a RD in a clinical specialty field that requires unique knowledge

and/or training and is the point of contact who coordinates specialized MNT in a

multidisciplinary setting. (Applies to RD’s who are working as a care coordinator,

recognizing increased level of responsibility for coordinating care with other

disciplines and following the majority of patients for a minimum of 3 months.)

Examples include NICU, home infusion, genetics and diabetes.

12. Possess a health-related doctoral degree.

SECTION D – MAINTENANCE OF RD III DESIGNATION AND RENEWAL PROCESS.

Each appointment as RD Ill shall be made for three (3) years. Reappointment requires

continued evidence that the RD Clinical Expert, also known as RD Ill, functions in the

clinical setting as an exemplary clinical practitioner, teacher and leader among peers.

To maintain the RD Ill designation, a RD Ill will be expected to submit for review by the

Regional Selection Committee a renewal packet that will demonstrate the following:

1. Current RD registration with the Commission on Dietetic Registration (CDR).

2. Continued work in the area of clinical specialty for the Employer since the last

appointment as RD Ill.

3. Average a minimum of twenty (20) hours/week over the last two years at time of

application. The 20 hour requirement pertains to the minimum number of

hours/week a dietitian must work to maintain the RDIII. It does not pertain to the

hours worked in the specialty area. The entire 20 hours does not need to be

spent in the area of clinical specialty. The candidate’s manager will be consulted

to confirm hours, work duties, etc prior to the candidate being approved. (Note:

Your clinical specialty is demonstrated through your professional contributions

and daily job duties and is substantiated by colleagues or managers in their

letters of recommendation.)

4. Current performance evaluation at the midpoint or above.

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5. Registered Dietitians must be current with their CDR portfolio, a professional

development plan.

Hours Worked.

A Registered Dietitian hired into a twenty (20) hour position or more is exempt from any

further calculation to determine paid or unpaid time away from work.

For any Registered Dietitian hired into a position of less than twenty (20) hours the

following RD calculations apply:

Paid time is calculated by determining total paid hours for the year. This paid time is

then divided by number of weeks, which is calculated by taking the fifty-two (52) weeks

in a year minus approved leave of absence. Paid time divided by number of applicable

weeks equals paid hours per week. This number must equal twenty (20) hours or more

in order for a Registered Dietitian to meet the hours worked qualifications.

At least three (3) professional contributions within twelve (12) months preceding

application deadline, unless stated otherwise. For the renewal process, specified

activities count as two (2) activities. See list of acceptable activities below. Additional

activities may be considered with the unanimous consent of the RD III Regional

Selection Committee.

Professional Contributions.

RDs working on activities toward the RD III Classification must receive prior approval

from his/her manager if such activities occur during paid time.

The following activities count as two (2) activities for the renewal process:

1. On-going teaching activity, such as adjunct professor at an accredited school or

assistant/clinical faculty position or lecturer in the field of food or nutrition

science. This must be an ongoing activity during at least one semester or two

quarters per year.

2. Publication of article related to food and/or nutrition in peer reviewed journals

with RD’s name listed as author or co-author or publication in Registered

Dietitian, health care, health care management /practices/policy textbook as a

contributor, consultant, chapter writer or editor.

3. Demonstrate active participation in health care related research within the last

three (3) years. Examples include:

a) Participation in research in the areas of medical nutrition therapy, nutrition

education, RD or food/nutrition/health care management, or any areas

concerning health promotion or health care practices, health policy or

cultural competence in provision of health care. Active participation may

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include but is not limited to principal investigator, data collector or member

of a research team.

b) Publication of research in peer reviewed journals with RD’s name listed as

author or co-author or publication in, Registered Dietitian, health care,

health care management/practices/policy textbook as a contributor,

consultant, chapter writer or editor.

4. Leadership position as a committee chair or board-member as a RD

representative on local, regional or professional association committees

spanning at least six (6) months per year. (Include meeting minutes or a letter

from committee chair verifying attendance and contributions over at least a 6

month period within the past year.)

The following activities count as one (1) activity for the renewal process:

1. Serve as an active participant as a RD representative on local, regional or

professional association committees spanning at least six (6) months per year.

(Include meeting minutes or a letter from committee chair verifying attendance

and contributions over at least a 6 month period within the past year.

Participation on 2 different committees may be used.)

2. Active participation in an educational activity within the past 12 months. Patient

education materials should include Kaiser Permanente and or Thrive logo, and

date created or revised. A maximum of 2 of 3 activities in this category may be

used. Examples include:

a) Develop and present in-service education for healthcare professionals,

physicians, staff, or students. In-service learning objectives and supporting

material must be approved by the Employer to qualify. (Submit learning

objectives/materials and your manager’s approval for your presentation.)

b) Develop and present a patient, employee, and/or community education

program. For example, he/she may coordinate a health fair or develop

materials for a part of the health fair. (Must be nutrition-related and have

manager’s pre-approval. For community presentations the RD will present

as a Kaiser RD Employee.)

c) Publish a continuing education article for RDs/health care staff or health

education article for the general public.

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3. Within the past three (3) years, and for a minimum of at least 1 year, active

participation in department, facility and/or regional quality activities which must

be of an ongoing nature with participation occurring over at least six (6) months

per year. Examples include:

a) Identify, share or implement successful clinical or professional practices.

b) Active involvement in quality committees/forums including but not limited

to local safety committee, patient safety/error reporting, patient

improvement projects. (Include meeting minutes which verify attendance

and contributions over at least a 6 month period within the past year.)

4. Active participation in health related community activities occurring over at least

six (6) months per year (alternate time frame may be considered with approval of

RD III Committee) included but not limited to the categories listed below:

a) Legislative/governmental participation.

b) Volunteer work in clinic, schools, or community organizations.

5. Lead/Coordinator and/or active participant of Employer approved project design

work and/or project implementation over the past 3 years.

6. Within the past 3 years, be an active or lead member of an implementation team

in the development of substantial revision of the following: core competencies;

protocols; curriculum; resource materials (i.e. patient education materials),

policy and procedures, or at least one written standard of nutrition care. Provide

a detailed description of your part in the development or revision. Provide

educational materials that you have developed or revised. Do not include

education materials that do not represent your work or input.

7. Make contributions to development of the RD profession by being a RD primary

mentor to dietetic interns for at least one entire clinical internship or coordinator

of the intern’s rotations and signer of completed forms. Opportunities for

mentoring shall be granted by seniority. A maximum of 2 internships may be

used.

8. Practice as a RD in a clinical specialty field that requires unique knowledge

and/or training and is the point of contact who coordinates specialized MNT in a

multidisciplinary setting. Examples include NICU, home infusion, genetics,

diabetes, and continuum of care RD. This applies to RDs who are working as a

care coordinator, and recognizes increased level of responsibility for coordinating

care with other disciplines and following majority of patients throughout care for 3

months ongoing.

9. Possess a health-related doctoral degree.

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SECTION E – REGIONAL SELECTION COMMITTEES.

Composition: Co-Chairs: 1 labor partner dietitian and 1 management representative.

1. Three (3) RDs (one shall be co-chair) selected by the union. Labor Committee

RDs should represent both in-patient and out-patient areas of practice.

2. Three (3) management representatives on the committee (one shall be co-chair)

are volunteers. Members must have experience in managing or working closely

with Registered Dietitians on a daily basis.

3. National Nutrition Services Director role: Sponsor committee, provide

administrative support, non-voting member.

4. Member length of service: 3 years, there will be staggered replacement (see

chart)

5. Each member will serve as a regular member the first year, co-chair elect the

second year, and co-chair the third and last year.

6. Reassignment: Members who have served a 3-year term on the committee

should not be reassigned to the committee until 2 years have passed.

7. Alternate: A substitute in the same category may be used as needed. Either the

applicant or the committee may request an alternate if there is a direct line

relationship between the applicant and a committee member or a vacancy on the

committee.

8. A content expert may be called if the committee has limited knowledge of the

applicant’s specialty area. This person is not a voting member.

9. The committee should strive to make decisions by consensus. However, if

consensus cannot be reached, the decision can be made by a majority vote. If

the committee is unable to reach a decision through either method, the

application will be considered denied. The applicant will have the right to appeal.

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10. Transition Plan:

2006

2007

2008

2009

Dietitian Labor

Partner 1

Current co-

chair

Co-chair

becomes

regular

member.

New member,

Regular

member

Co-chair elect

Dietitian Labor

Partner 2

Current

member, last

year

New member Co-chair elect Co-Chair

Dietitian Labor

Partner 3

Current

member, co-

chair elect

Co-chair

becomes

regular

member

New member

Management 1

Current

member

Current

member

continues

New member,

co-chair elect

Co-chair

Management 2

Current

member, co-

chair elect

Current

member, Co-

chair

New member Co-chair elect

Management 3

New member,

Regional Health

Ed rep

Co-chair elect Co-chair New member

National

Nutrition

National

Nutrition

Services

Director, co-

chair

National

Nutrition

Services

Director,

sponsor

National Nutr.

Services

Director,

sponsor

National Nutr.

Services

Director,

sponsor

SECTION F – APPEAL PROCESS.

Any applicant denied the Clinical Expert designation may appeal the decision of the

Regional Selection Committee (RSC) as follows:

1. A written appeal, clearly stating the basis for the appeal, must be submitted to

the Regional Selection Committee that made the original decision no later than

thirty (30) days after notification of denial. The appeal shall not contain any

application information that was not submitted with the original application as a

justification for the appeal.

2. The Regional Selection Committee shall review the appeal and either accept the

application or deny the appeal, providing a written explanation of the reasons for

the denial. If the appeal is denied, the Registered Dietitian may appeal that

decision to the Regional Appeals Committee no later than thirty (30) days after

denial of the appeal by the Regional Selection Committee.

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3. The Regional Appeals Committee shall be composed of six (6) members, 3

elected labor RDs and 3 representatives of management, using the same

guidelines as for the Selection Committee. There will be no set guidelines for

length of service. The committee will meet as the need arises

4. The Regional Appeals Committee’s review shall be limited to a consideration of

the same appeal presented to the Regional Selection Committee. In addition, the

Regional Appeals Committee may review the Registered Dietitian’s original

application materials and the Regional Selection Committee’s decision, including

its reasons for the denial.

5. The Regional Appeals Committee may overturn the decision of the Regional

Selection Committee only when there is clear and convincing evidence of

procedural error or bias that affected the decision to deny movement up the

clinical ladder.

6. If the decision of the Regional Selection Committee is reversed by the Regional

Appeals Committee, the increase in pay will be retroactive to the application

deadline.

The decision of the Regional Appeals Committee is final and binding and shall not be

subject to the provisions of Article XXVII of the Collective Bargaining Agreement.

SECTION G – TRANSFERS.

RD IIIs who transfer within the same facility or to another facility in the same area of

clinical specialty (i.e. area of expertise) will retain their status. RD IIIs who voluntarily

transfer to a different area of clinical specialty within the same facility or another facility

will not retain their RD III status and their effective date back to RD II shall be the date

of transfer.

SECTION H – COMPENSATION.

The compensation level for the RD III classification shall be as per the RD Ill wage

scale, effective the date of the application deadline preceding approval. Employees

approved for RD III while on unpaid leave of absence shall receive their new rate

effective the first pay period upon their return.

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NCAL APPENDIX T

T. REGISTERED DIETITIANS HOLIDAYS

For Registered Dietitians who have completed their probationary period, the following

days shall be recognized as holidays:

Christmas Day

Independence Day

Labor Day

Memorial Day

New Year’s Day

President’s Day

Thanksgiving Day

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NCAL APPENDIX U

U. REGISTERED DIETITIANS OTHER APPLICABLE PROVISIONS

A. TIME FLEXIBILITY.

Flexible scheduling in daily work hours is available, not to exceed normal

scheduled work hours, based on manager’s discretion and operational needs

being met.

B. MENTORING OF INTERNS.

Intern mentoring supports the development of registered dietitians who are

potential candidates for hire by the Employer. RD staff workload may need to be

adjusted to meet operational needs during intern mentoring. RD staff is

encouraged to work as a team to facilitate the process of workload distribution.

C. MEALS.

1. Current Practice.

According to current practice, the Employer will continue to provide meals

for Employees in Nutritional Services. These meals shall be furnished to

such Employees without deduction in compensation.

2. Outpatient Dietitians.

Where applicable, Outpatient Dietitians (covered by this Agreement) also

have the option to obtain meals as above.

D. TENURE STEP PROGRESSION PROVISIONS.

Credit for outside experience is granted to future hires for placement on the wage

scale on the basis of one year of outside relevant experience as a Registered

Dietitian in an acute care or clinic setting equals one-half (½) year of credit up to

Step 3.

The relevance of the experience referred to above is determined by the

Employer, subject to the grievance procedure in the event of a disagreement.

E. EDUCATION RELATED EXPENSES.

1. Regular Full-Time Employees.

Full-time Employees may use up to 16 hours, (40%) of earned educational

leave per calendar year towards educational related expenses, and up to

16 hours of such unused education leave may be carried over from one

calendar year to the next, with a maximum accumulation of such hours at

any time of 32 hours for Fulltime Regular Employees. however, such

education related expenses may not be carried over from year to year.

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2. Regular Part-Time Employees.

Regular Part-Time Employees will accrue paid educational leave on a

prorated basis up to a maximum of one hundred sixty (160) hours and

may also use the prorated equivalent (40%) of their annual accrued paid

educational leave per year for educational related expenses. Such hours

for Regular Part-Time Employees may be carried over from one calendar

year to the next, with a maximum accumulation of such hours of two times

the prorated equivalent.

F. 16-HOUR EDUCATION LEAVE CASH OUT PROVISION.

1. Agreement Statement.

This process is developed specifically for Registered Dietitians, as part of

the Collective Bargaining agreement reached with UHW on January 29,

2003. The agreement states that for Registered Dietitians, sixteen (16)

hours of earned Education leave for regular Employees per year may be

used for educational related expenses. The sixteen (16) hours is part of

(not an additional sixteen (16) hours to their accrued Education Leave) the

Employee’s annual Education Leave accrual.

2. Eligibility.

All regular full-time and part-time Registered Dietitians are eligible for the

reimbursement.

Employees must have at least 16.0 hours available in their Education

Leave bank.

They may cash out up to 16 hours per calendar year.

3. Eligibility Criteria.

Any educational related course/activity is eligible for reimbursement.

4. Reimbursement of Expenses.

A maximum of 16 hours are eligible for pay-out each calendar year (no

carry-overs).

The reimbursement amount is based on the Employee’s hourly rate and

available Education Leave hours. The purpose of the education leave

cash-out is to support continuing education and professional self-

development.

5. Reimbursement for Pay-Outs Covers.

 Professional organization membership dues, i.e., CDR, ADA/CDA

membership

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 Professional organization Practice Group fees, i.e., Clinical Nutrition,

Diabetes, Pediatrics

 Professional organization certification fees, i.e., CNSD, CDE, CSP

(refer to Appendix B for complete listing)

 Continuing professional education or professional development

seminar/conference fees

 Course tuition

 Advancement test in lieu of course

 Travel expenses, i.e., airfare, mileage reimbursement when using own

vehicle, auto rental fees, gas for rental vehicle, parking fees, taxi fares,

hotel accommodations, etc.

 Meals while attending conferences, workshops or seminars

 Professional publications (no lay publications)

 Self-study materials, software, computer programs (pre-approval by

manager required.)

6. Application and Reimbursement Process.

Employee should inform and provide information to the manager in

advance, about the educational activity / course that they plan to attend,

and state that they are requesting reimbursement of expenses as provided

by the 32 hour Education Leave cash-out Provision of the Agreement.

Managers should check their TOPS report (Time Off Benefit Balances

Report) to ensure that the Employee has the Education Leave hours

available.

Upon completion of the educational activity, the Employee should provide

a copy of the applicable expenses incurred.

Manager should confirm the Employee’s hourly rate.

Managers should complete a Request for Payment (form #00287) for the

appropriate amount with a copy of the receipts / documentation and

submit to Accounts Payable for payment

On the Request for Payment form, the Manager should convert the hourly

rate into $’s to cover the cost of the expenses or payment amount. (See

examples in item I).

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Hours not used each year cannot be carried over. Managers should track

Employees 16 hour Cash out Provision hours, each time the Employee

requests reimbursement via this provision. The Request for Payment form

should be sent to Accounts Payable for payment directly to the Employee

to reimburse them for the education activity.

Managers should also complete the “Registered Dietitian’s TOP’s

Adjustment Form”, and send via e-mail to PS Accruals Team, or fax form

to the HR Service Center to deduct the hours requested for cash-out from

the Employee’s Education Leave bank hours requested for cash-out from

the Employees Education Leave bank. See example below:

Example:

 Sally Jones is an RD II, S4 who earns $30.38 per hour.

 Under this provision, she may be reimbursed up to $486 per

calendar year

 Sally attends a course that costs $275.

 The $275 equates to 9 hours pay.

 The $275 is the amount to be submitted on the Request for

Payment Form.

 9 hours should be entered on the Time off Pay (TOP’s) Adjustment

Form.

 The remaining hours that can be paid out to Sally this calendar year

is 7 hours.

 If Sally does not cash out the remaining 7 hours this year, she

cannot apply the 7 hours to the 16.0 Education leave cash-out for

next year.

 These hours will remain in her Educational Leave bank.

Sally’s hourly rate $35.80

Possible calendar year

reimbursement

$35.80 x 32 hours

$1145.60

Sally’s expenses for this course

$275.00 ÷ 35.80

= 8

hours

Request for Refund amount to

enter

$275.00

TOP’s form hours to enter 8 hours

Remaining hours/amount for cash out

24 hours @$35.80

$859.20

311

NCAL APPENDIX V

V. REGISTERED DIETITIANS PAID TIME OFF (PTO) PROGRAM

A. PTO Annual Bank and PTO Rollover Bank.

All PTO hours accrued but not taken will remain in the PTO Annual Bank and will

be available for use during the accrual year. Any PTO hours remaining unused

at the end of the accrual year will be placed in the PTO Rollover Bank. The

maximum combined accrual in the PTO Annual and Rollover Banks is 500 hours.

No further accumulation of PTO hours will occur until such time as the

Employees use their accumulated PTO hours.

B. Holidays During PTO.

If a designated holiday occurs during an Employee’s scheduled PTO period, that

day shall not be charged against accrued Paid Time Off.

C. PTO In-Service Cash Out.

i.) On an annual basis during the last quarter of each year, Employees may

make an irrevocable election to cash out PTO hours that they will accrue

in the subsequent calendar year during a designated election period.

Employees will be able to cash out PTO hours in 40-hour increments up to

160 hours provided their election does not exceed their expected annual

accrual based on their PTO service date and scheduled hours as of

January 1

following the election period. The amount an Employee can

elect to cash out may vary from year to year.

ii.) During the designated election period, Employees will specify the pay

period(s) in which to receive the cash out(s) and the number of 40-hour

increments to be cashed out based on their expected annual accrual in

the upcoming year. It may take up to fourteen (14) days following the

specified pay period to process the actual cash out.

iii.) In order to receive a cash out, Employees must have the PTO hours

available in their Annual bank at the time of the specified pay period. If at

the time of the cash out there are insufficient PTO hours available in the

Annual Accrual Bank to cover the 40-hour increment(s), Employees will

receive the balance contained in their Annual Accrual Bank. If there are

no hours available in their Annual Accrual Bank, there will be no cash out

for that specified pay period.

D. Payment of Unused PTO Hours at Retirement or Termination.

The combined balance of Employees’ PTO Annual and PTO Rollover Banks will

be paid upon retirement or termination.

312

E. Financial Hardship Payment from the PTO Banks.

Employees are eligible to request financial hardship payouts from their PTO

Banks in accordance with the Employer’s financial hardship policy.

F. Extended Sick Leave.

i.) Extended Sick Leave (ESL) hours are to be used for illnesses or injuries

which prevent Employees from working for longer than seven continuous

calendar days. Employees may use their ESL on the 1

day of

hospitalization. Hospitalization is defined as an inpatient or outpatient

surgical procedure whereby the physician has prescribed time off in

excess of one day for recovery. Employees may use ESL hours without

an approval for State Disability Insurance (SDI) or Workers’ Compensation

benefits. If Employees are eligible for SDI or Workers’ Compensation

benefits, payments will be integrated with ESL/PTO.

ii.) Regular full-time Employees accrue four (4) hours of ESL per month, or

six (6) days per year in their ESL Bank. ESL for regular part-time

Employees will be prorated based on scheduled hours. There is no limit

on the number of ESL hours that can be accumulated.

G. Holidays During ESL.

If a designated holiday occurs while an Employee is on ESL, that day shall not be

charged against accrued ESL.

H. Unused ESL Hours at Retirement or Termination.

Upon retirement or termination for any reason, Employees will not be paid for any

unused hours remaining in their ESL Bank. However, Employees with a balance

of two hundred and fifty hours (250) or more ESL hours at the time of retirement

or termination will receive Credited Service under the Kaiser Permanente

Retirement Plan equal to the number of hours remaining in their ESL Bank.

313

NCAL APPENDIX W

W. REGISTERED DIETITIANS PENSION

A. Pension.

The retirement plan and post-retirement benefits shall be maintained in their

entirety as they exist today for the Registered Dietitians, including the

Grandfathering provisions that apply to the Registered Dietitians who receive

pre-1986 post-retirement benefit levels. The Employer shall provide a Defined

Benefit Pension Plan. The full cost of the Plan will be paid by the Employer. The

pension formula shall be 1.5% of Final Average Monthly Compensation (FAMC)

multiplied by all years of Credited service with no Social Security offset. Either

party is permitted to open the Agreement regarding pension within 20-50 days

following the conclusion of the Defined Contribution and Defined benefit

subcommittee recommendations or discharge of the committee. If the

Agreement is reopened to retain pension benefits, the Union retains the right to

strike. Major benefit provisions of the plan are described below. A full

description of the plan is contained in a separate summary plan description

distributed to all Employees and a plan document is available for Employee

inspection.

i.) Service.

Years of Service determines eligibility for Early Pension, Normal Pension,

Postponed or a Deferred Vested Pension. Any calendar year in which an

Employee receives pay for 1,000 or more hours of employment with the

Kaiser Permanente Medical Care Program is a year of service.

ii.) Credited Service.

Credited Service is defined as a year in which the participant has 2,000 or

more compensated hours. Credited service is prorated if there are less

than 2,000 compensated hours in a calendar year. FAMC is defined as

the averaged highest sixty (60) consecutive months of compensation

earned over the last one hundred twenty months (120) of employment.

iii.) Eligibility for and Amount of Benefits.

a.) Normal Retirement.

An Employee is entitled to a Normal Monthly Pension if he/she

retires on his/her 65

birthday and has completed at least one (1)

year of Service.

b.) Early Retirement.

An Employee is entitled to an Early Pension if he/she retires on

his/her fifty-fifth (55

) birthday after completing fifteen (15) or more

years of pension service, or when the sum of his/her age and years

314

of pension service total 75. The benefit will be reduced based on

age to reflect the earlier commencement of benefits. The benefit is

reduced an additional 5% for each year under age 55.

Amount of Early Pension.

Age Percentage

64 97

63 94

62 91

61 88

60 85

59 80

58 75

57 70

56 65

55 60

c.) Postponed Retirement.

An Employee is entitled to a Postponed Pension if he/she retires

after his/her 65

birthday and has completed at least 1 year of

Service. The pension benefit is calculated using credited service

and FAMC earned through your retirement date.

d.) Deferred Vested Pension.

An Employee is entitled to a Deferred Vested Pension if his/her

employment terminates and he/she has completed five (5) or more

years of service. The deferred vested Pension is computed in the

same manner as Normal Pension, based on Credited Service and

Final Average Compensation at termination of employment.

Payments commence at age sixty-five (65), subject to filing a

retirement application.

e.) Survivor Annuity.

An Employee who has attained five (5) or more years of service is

entitled to survivor annuity coverage. If such an Employee dies

prior to retirement, and is survived by a spouse or domestic partner,

the spouse or domestic partner will receive monthly benefit equal to

the amount that would have been payable if the Employee had

retired the day before his/her death and elected the joint and

survivor method of payment with 66-2/3% continuation to the

survivor.

f.) Manner of Payment.

Pensions are paid monthly under a method of payment elected by

the Employee. The Employee may elect a life annuity, a joint and

survivor annuity, a guaranteed years of payment annuity, an

315

annuity which together with Social Security provides level payments

before and after Social Security begins, or a single sum. If the

method of payment is other than a life annuity, the amount of

payment will be actuarially adjusted.

g.) Reinstatement of Benefits.

If an Employee terminates employment and is reemployed, all prior

service and Credited Service is reinstated upon reemployment.

iv.) Voluntary Employee Contributions.

An Employee who is eligible to participate in the defined contribution

plan(s) may provide for a supplementary retirement income financed by

voluntary Employee contributions, and/or Employer contributions.

All Employees shall be eligible for the Kaiser Permanente Salary Deferral

Retirement Plan (KPSDR), which allows tax-deferred contributions to a

401(k) type retirement plan. After completing two (2) years of service,

during which the Employee is compensated for 1,000 hours, each year,

the Employer contributes seven (7) percent of the Employee’s base wage

up to the Social Security wage, and ten (10) percent thereafter.

v.) Health and Welfare Benefits for Retirees.

a.) Regular Registered Dietitians hired prior to February 1, 1986 and

who meet the eligibility requirements for Retirement under the

defined benefit plan when they terminate employment are eligible to

receive Employer paid medical coverage (KFHP High Plan), with

optical under the Kaiser Foundation Health Plan, Inc., supplemental

medical and comprehensive dental benefits, for themselves, their

Spouse or Domestic Partner and eligible dependent children. The

Preferred Provider Option (PPO) plan is also available. The PPO

plan may require the retiree to pay a monthly premium for medical

coverage. Medicare Part B premiums will be reimbursed for the

retiree and any eligible dependents (i.e. Spouse, or Domestic

Partner) enrolled in Part B. Tapered Life insurance for the retiree is

also provided. Retiree benefits will begin the first of the month

following Retirement. The retiree, spouse, domestic partner or any

other eligible dependents must enroll in Medicare Parts A and B

when first eligible to continue receiving benefits. Those who

choose KFHP must also enroll in Sr. Advantage.

b.) Regular Registered Dietitians hired on or after February 1, 1986,

who are 55 or older and have at least 15 years of pension service,

and meet the eligibility requirements for Retirement under the

defined benefit plan when they terminate employment, are eligible

to receive Employer paid medical coverage at age 65 under the

316

Kaiser Foundation Health Plan, Inc., without optical benefits for

themselves and their eligible dependents (i.e., Spouse or Domestic

Partner and dependent children). The Preferred Provider Option

(PPO) plan is also available. The PPO plan may require the retiree

to pay a monthly premium for medical coverage. The Registered

Dietitian and spouse or domestic partner or any other eligible

dependents must enroll in Medicare Parts A and B when first

eligible and assign Medicare benefits to Kaiser Foundation Health

Plan, Inc. in order to be eligible for Health Care coverage. Those

who choose KFHP must enroll in Sr. Advantage. Benefits will begin

the first of the month following the later of receipt of the retiree’s

Medicare card or the effective date of the retiree’s Medicare

coverage.

c.) Retiree medical coverage is extended to the retiree’s spouse or

eligible domestic partner and eligible dependent children.

Physically or mentally disabled children are covered regardless of

age, provided such disability occurred prior to the dependent child

turning age 25. The retiree may need to provide annual

certification of the disability and dependence. Upon the death of

the retiree, coverage continues for the surviving spouse until

remarriage or death, for the eligible domestic partner until marriage,

reentering a domestic partnership or death, and for surviving

dependent children until they no longer meet the eligibility

requirements.

d.) Any future reductions in Medicare covered services or Medicare

reimbursements that result in Medicare’s share dropping below

50% of the normal Kaiser Foundation Health Plan, Inc. premium will

require a co-payment from the retiree. The monthly co-payment

will be the amount of money that when combined with Medicare’s

reimbursement will equal 50% of the normal Kaiser Foundation

Health Plan, Inc. premium.

e.) Coverage, limitations and exclusions of the foregoing Health and

Welfare Plans are established and governed by the Employer’s

service Agreements with the respective providers, insurance

carriers, Plan Documents and Summary Plan Descriptions.

317

NCAL APPENDIX X

X. SERVICE PERFORMANCE PAY PROGRAM PILOT PROJECT

Lump sum service performance payments will be made as follows to eligible Employees

based on service performance as rated by the Kaiser Permanente Health Plan

Membership for each year of the Agreement.

Measurement Year

Performance

Targets

Points

Improvement

Payout

Percentage

Threshold 2 1.5%

Target 3 2.0%

Stretch 4 2.5%

A. Performance Measurement.

The measurement instrument shall be the Kaiser Permanente Member and

Patient Surveys to the following questions:

Thinking of your experiences in the past 12 months, how would you rate

Kaiser Permanente on providing you with:

 Personal and responsive service

 Convenient and easy access

The percent of “very good” and “excellent” response ratings to these questions

shall determine the year-end score for the measurement year. Points of

improvement shall be determined by subtracting the prior year’s year-end score

from the measurement year’s year-end score.

The percent of “very good” and “excellent” response ratings to these questions

shall determine the year-end score for the measurement year. Points of

improvement shall be determined by subtracting the prior year’s year-end score

from the measurement year’s year-end score.

B. Payment Formula.

Eligible Employees shall receive the percentage payout in accordance with the

above schedule based upon the regional points of improvement. To determine

the lump-sum payment, the payout percentage shall be multiplied by the

Employee’s total wage compensation for the measurement year(s).

C. Eligible Employee.

An eligible Employee is an Employee on the Kaiser Permanente payroll on

March 1 following the measurement year and who has completed 300 hours of

work in the measurement year.

318

D. Payment Date.

The first pay period after April 1 following the measurement year.

E. Kaiser Permanente Member and Patient Surveys.

The Employer reserves the right to modify, add or delete questions on the

surveys

or to modify the computation for all questions except for the survey question of:

Thinking of your experiences in the past 12 months, how would you rate

Kaiser Permanente on providing you with:

 Personal and responsive service

 Convenient and easy access

The administration of the surveys and survey processes shall be determined by

Kaiser Permanente.

F. Definitions.

Measurement Instrument: The Kaiser Permanente Member and Patient

Surveys year-end results.

Survey Questions:

• Personal and responsive service

• Convenient and easy access

Response Ratings: Percent of responses within the categories of “very good”

and “excellent” for the above two survey questions.

Measurement Year: January 1-December 31 for each year of the Agreement.

Payment Date: The first pay period after April 1 following the measurement

year.

Year-end Score: The year end response ratings.

Points of Improvement: The amount by which the measurement year’s year-

end score exceeds the prior year’s year-end score.

Example:

[Year-end 2008 score] – [Year-end 2007 score] = Points of improvement for 2008

Performance Targets: Designates the points of improvement at the end of the

measurement year for the survey questions.

319

Performance Target Categories:

• Threshold

• Target

• Stretch

Payout Percentage: The percent of lump-sum payment that corresponds to the

performance targets.

Payment Formula: The payout percentage designated by the performance

targets multiplied by an Employee’s total wage compensation for a measurement

year.

Eligible Employee: An Employee on the payroll as of March 1 following the

measurement year and who has completed 300 hours of work in the

measurement year.

320

NCAL APPENDIX Y

Y. SHIFT DIFFERENTIAL/TENURE STEP/

EXPERIENCE CREDIT IN LIEU OF BENEFITS

SECTION 1 – SCHEDULE Y.

Effective November 1, 1992, for the classifications listed below, evening shift differential

shall be $1.00 per hour and night shift differential shall be $1.25 per hour.

Kaiser Permanente Post Acute Care Center (KPPACC):

Effective October 7, 2001, for the classifications listed below, evening shift differential

shall be $.60 per hour and night shift differential shall be $.85 per hour.

The In Lieu of Benefits differential shall be $1.00 per hour for the classifications listed

below.

ADMITTING REPRESENTATIVE

ADMITTING REPRESENTATIVE SR

ALLERGY TECHNICIAN

ALLERGY TECHNICIAN SR

ALLERGY TECHNICIAN TRAINEE

AMERICAN SIGN LANGUAGE

INTERPRETER

ANESTHESIA SUPPLY AIDE

ANESTHESIA SUPPLY AIDE SR

CARE PARTNER

CLERICAL GRADES 1-7

CLIN AUTOTRANSFUSION TECH SR

CLINICAL AUTOTRANSFUSION TECH

COMMUNICATION OPERATOR

COMMUNICATION OPERATOR SR

COOK A

COOK IN CHARGE SR

CUSTODIAN/WATCHMAN

DARK ROOM TECHNICIAN

DISABILITY CLAIMS CLERK

EMERGENCY DEPT TECHNICIAN I

EVALUATION & MANAGEMENT

CODER

GARAGE/PARKING ATTENDANT

GARDENER

GARDENER SR

HEALTH INFO CODER TRAINEE

HOME HEALTH AIDE

HOUSEKEEPING AIDE

HOUSEKEEPING HEAD AIDE

INTAKE CLAIMS-CASHIER

INTERPRETER

INTERPRETER/TRANSLATOR

LABORATORY ASSISTANT I

LABORATORY ASSISTANT II

LABORATORY ASSISTANT III

LABORATORY ASSISTANT SR

LINEN ROOM SUPERVISOR

LITHOTRIPSY TECHNICIAN

MEDICAL ASSISTANT

MEDICAL ASSISTANT SR

MEDICAL SECRETARY TRAINEE

MESSENGER DRIVER

MESSENGER DRIVER SR

MONITOR TECHNICIAN

MULTI-LINGUAL INTERPRETER

NURSE ASSISTANT

NURSE ASSISTANT SR

NURSE ASSISTANT TRAINEE

NUTRITION AIDE

OB TECHNICIAN

OB TECHNICIAN SR

PATIENT MOBILITY TECHNICIAN 1

PATIENT MOBILITY TECHNICIAN 2

PATIENT TRANSPORTATION AIDE

PHARMACY INTERN

321

PHYSICAL THERAPY AIDE

PHYSICAL THERAPY AIDE SR

PSYCHIATRIC ATTENDANT

REGL LAB SUPPORT SPECIALIST

RESP CARE PERMITTEE

RESPIRATORY SUPPLY AIDE

RESPIRATORY SUPPLY AIDE SR

SERVICE PARTNER

STERILE PROCESSING TECH I

STERILE PROCESSNG TECH II CERT

STERILE PROCESSNG TECH SR

CERT

STOREKEEPER

STOREKEEPER CHIEF

STOREKEEPER I

STOREKEEPER II

UNIT ASSISTANT

UNIT ASSISTANT SR

VISION SERVICES ASST I

VISION SERVICES ASST SR

YARDKEEPER

322

SECTION 2 – SCHEDULE Z.

Effective November 1, 1992, for the classifications listed below, evening shift differential

shall be $1.45 per hour and night shift differential shall be $1.95 per hour.

Effective November 1, 1992, for the classifications below, the In Lieu of Benefits

differential shall be $2.00 per hour.

3D IMAGING ANALYST

ANESTHESIA TECHNICAL AST

ANESTHESIA TECHNICAL AST SR

ATHLETIC TRAINER CERTIFIED

BONE DENSITOMETRY TECH

BONE DENSITOMETRY TECH SR

CARDIOVASCULAR ANESTHESIA

TECH

CARDIOVASCULAR TECH

CARDIOVASCULAR TECH SR

CYTOGENETIC TECH I

CYTOGENETIC TECH II

CYTOGENETIC TECH III

CYTOGENETIC TECH SR

CYTOGENETIC TRAINEE

CYTO-HISTO TECHNOLOGIST SUP

CYTOTECHNOLOGIST CHIEF

CYTOTECHNOLOGIST I

CYTOTECHNOLOGIST II

CYTOTECHNOLOGIST III

CYTOTECHNOLOGIST III QC

DEDCTD LAB SONOGRAPHER I

SUPV

DEDCTD LAB SONOGRAPHER II

SUPV

DIETETIC TECHNICIAN ELIGIBLE

DIETETIC TECHNICIAN REG

DIETETIC TECHNICIAN REG LEAD

EEG TECHNOLOGIST I

EEG TECHNOLOGIST II

EKG TECHNICIAN

EKG TECHNICIAN SR

EMERGENCY DEPT TECHNICIAN II

ESTHETICIAN

HEALTH INFORMATION CODER I

HEALTH INFORMATION CODER II

HEALTH INFORMATION CODER III

HISTOLOGIC TECHNICIAN I

HISTOLOGIC TECHNICIAN II

HISTOLOGIC TECHNICIAN SUPV

HISTOLOGIC TECHNICIAN TRAINEE

INVASIVE CARDIOVASCULAR

SPCLST

LICENSED VOC NURSE IV CERT

LICENSED VOC NURSE IV CERT SR

LICENSED VOCATIONAL NURSE

LICENSED VOCATIONAL NURSE SR

MEDICAL SECRETARY

MEDICAL SECRETARY SR

MOLECULAR TECHNOLOGIST I

MOLECULAR TECHNOLOGIST II

MOLECULAR TECHNOLOGIST III

MOLECULAR TECHNOLOGIST SR

MOLECULAR TECHNOLOGIST

TRAINEE

MRI TECHNOLOGIST I

MRI TECHNOLOGIST II

MRI TECHNOLOGIST SUPV

MRI TECHNOLOGIST TRAINEE

NUCLEAR MEDICINE TECH I

NUCLEAR MEDICINE TECH II

NUCLEAR MEDICINE TECH SUPV

NUTRITION ASSISTANT

OCCUP HEALTH TECH CERT

OCCUP HEALTH TECH SR CERT

OCCUP THERP ASST I CERT

OCCUP THERP ASST II CERT

OPHTHALMIC PHOTOGRAPHER

OPHTHALMIC TECHNICIAN

OPHTHALMIC TECHNICIAN II CERT

OR EQUIPMENT TECH

OR EQUIPMENT TECH SR

ORTHOPEDIC TECHNICIAN I

ORTHOPEDIC TECHNICIAN II

323

ORTHOPEDIC TECHNICIAN SR

PACEMAKER TECHNICIAN

PACEMAKER TECHNICIAN SR

PATHOLOGY TECHNICAL ASST

PATHOLOGY TECHNICAL ASST SR

PHARMACY TECH INPATIENT LEAD

PHARMACY TECH OUTPATIENT

LEAD

PHARMACY TECHNICIAN INPATIENT

PHARMACY TECHNICIAN

OUTPATIENT

PHYSICAL THERAPY ASST I

PHYSICAL THERAPY ASST II

PROFESSIONAL CODER I

PROFESSIONAL CODER II

PROFESSIONAL CODER III

PSYCHIATRIC TECHNICIAN

PSYCHIATRIC TECHNICIAN SR

RAD TECH I

RAD TECH II

RAD TECH III

RAD TECH IV

RAD TECH V

RAD TECH LEAD

RADIATION ONCOLOGY AIDE

RADIATION THERAPIST

RADIATION THERAPIST LEAD

RADIOLOGIC FILM PROCESS TECH

LEAD

RADIOLOGIC FILM PROCESS TECH I

RADIOLOGICAL FILM PROCESSOR II

RADIOLOGICAL TECH LIMITED

RESP CARE PRACTITIONER I

RESP CARE PRACTITIONER I REG

RESP CARE PRACTITIONER II

RESP CARE PRACTITIONER II REG

RESP CARE PRACTITIONER SUPV

SLEEP TECHNOLOGIST I

SLEEP TECHNOLOGIST II

SLEEP TECHNOLOGIST LEAD

SONOGRAPHER I

SONOGRAPHER I SUPV

SONOGRAPHER II

SONOGRAPHER II SUPV

SONOGRAPHER III

SONOGRAPHER III SUPV

SONOGRAPHER IV

SONOGRAPHER IV SUPV

SONOGRAPHER TECHNICIAN

SONOGRAPHER TRAINEE

SONOGRAPHER V

SONOGRAPHER V SUPV

SURGICAL ASSISTANT

SURGICAL ASSISTANT CERT SR

SURGICAL ASSISTANT CERTIFIED

SURGICAL ASSISTANT SR

SURGICAL ASSISTANT TRAINEE

SURGICAL TECHNICIAN

SURGICAL TECHNICIAN SR

SURGICAL TECHNICIAN TRAINEE

TRUCK DRIVER

TRUCK DRIVER FOREMAN

VISION SERVICES ASST II

WAREHOUSE PERSON

WAREHOUSE PERSON LEAD

324

NCAL APPENDIX Z

Z. SONOGRAPHER CAREER LADDER

December 16, 2004

The parties, SEIU 250 (“the Union”) and Kaiser Permanente Medical Group (“the

Employer”) hereby make this Agreement to establish a Career Ladder for Diagnostic

Ultrasonographers ("Sonographers").

TRAINEE.

No change to current contract language (page 100).

TECHNICIAN.

Employee has no ARDMS Registries.

1. Must be proficient in required specialty as determined by the employer.

2. Must meet current qualifications to sit for ARDMS registry examination.

3. Must obtain ARDMS registry within nine (9) months from date of hire in the

ultrasound position to continue employment*.

4. Must be able to work under indirect supervision.

*Current employees performing ultrasound (those hired prior to ratification of this career

ladder) are exempt from these requirements until required by law and/or regulatory or

accrediting agency.

SONOGRAPHER I.

Must have one ARDMS registry in any specialty.

SONOGRAPHER II.

Must have two ARDMS registries in any specialties.

SONOGRAPHER III.

Must have three ARDMS registries in any specialties and must have equivalent of three

years (6,240 hours) continuous ultrasound experience within the last six years with no

more than one-year break in experience within the last four years.

SONOGRAPHER IV.

Must be registered and competent in 4 ARDMS registries that are performed by the

Lab. Must have equivalent of five years (10,400 hours) recent ultrasound experience

within the last ten years with no more than one year break in experience within the last

four years.

325

SONOGRAPHER V.

Must be registered and competent in 5 ARDMS registries that are performed by the

Lab. Must have equivalent of five years (10,400 hours) recent ultrasound experience

within the last ten years with no more than one year break in experience within the last

four years.

DEDICATED SPECIALTY SONOGRAPHER.

A Dedicated Specialty Sonographer is defined as a Sonographer I or II, registered in

one or two disciplines performed by the lab, whose permanent work assignment is in an

area where the scope of practice and work is limited to ultrasound exams and

procedures in one or two registry disciplines as defined by the ARDMS.

1. If a Dedicated Specialty Sonographer meets the qualifications of a Sonographer

III, they shall be paid as a Sonographer III.

2. All ARDMS cardiac registries will be recognized and awarded for advancement

from Dedicated Specialty Sonographer I to Dedicated Specialty Sonographer II in

Dedicated Cardiac labs.

3. The ARDMS Fetal Echocardiography registry will be recognized and awarded for

advancement from Dedicated Specialty Sonographer I to Dedicated Specialty

Sonographer II in Dedicated Obstetrical labs.

4. It is understood that ultrasound is a dynamic field and as new registries are

developed the employer and union will discuss their recognition in Dedicated

Labs.

SUPERVISORY SONOGRAPHER.

Satisfies requirements for Sonographer I, II, III, IV, V, or Dedicated Specialty

Sonographer. The Supervisory Sonographer shall be paid 10% higher than the step of

the sonographer classification for which they qualify.

IMPLEMENTATION OF CAREER LADDER AND INCOME SECURITY.

The parties' intention is to create a career ladder for sonographers. It is agreed that

under no circumstance will current sonographers (those on payroll as of ratification of

this Career Ladder) who are reassigned to other classifications or levels as a result of

the implementation of the new structure suffer any reduction in pay.

1. Sonographers will be placed into the level on the new structure that is dictated by

the number of ARDMS registries and years of experience as defined above.

2. Sonographers will be placed at the tenure step of their level on the new structure

that is closest to, but not less than, their current rate. Such placement on the

new structure has no negative effect on tenure step advancement, meaning that

sonographers will continue to advance through tenure steps based on the criteria

set forth in the collective bargaining agreement.

326

FUTURE TENURE STEP PLACEMENT.

After implementation of the Sonographer Career Ladder, Sonographers qualifying for a

higher level as a result of gaining additional ARDMS registry(ies) will be placed at the

lowest tenure step of the higher level that provides for at least a 3% base rate pay

increase.

327

NCAL APPENDIX AA

AA. SPONSORED PARENT/PARENT-IN-LAW GROUP

Applicable to parents and parents-in-law of all classifications.

Effective 01-01-03, parents and parents-in-law of Regular Employees will be offered the

opportunity to purchase the enhanced Senior Advantage health plan coverage at their

own expense provided they are enrolled in Parts A and B of Medicare and meet the

eligibility rules of the Senior Advantage health plan. For those regions without a Sr.

Advantage product, the Medicare product available in that Region will be offered.

The enrollment rules, eligibility and plan design (benefits and co-pays) will be consistent

although not identical, (regional variation may apply) and will be reviewed by the

Benefits Task Force. (Regional variation may apply). The Employer shall not be

required to bargain over such changes. However, the Employer shall provide the unions

with forty-five days' notice of the nature and date of such changes.

Participants enrolled prior to 01-01-03 will be grandfathered under their current eligibility

rules.

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NCAL APPENDIX BB

BB. TRANSITION ASSISTANCE PROGRAM

February 24, 1994

I. PREAMBLE.

This Letter of Agreement executed on __________ by and between Health Care

Workers Union, Local 250 (hereinafter referred to as the “Union”) and the Kaiser

Permanente Medical Care Program Northern California Region (hereinafter

referred to as the “Employer”) extends certain benefit rights and severance pay

as set forth below to eligible employees represented by the Union who are laid

off by the Employer. A layoff is defined as a conversion of a Regular employee to

a terminated, unpaid status (not a leave of absence or casual assignments). The

provisions of this Letter of Agreement are intended to supplement the Reduction

in Force provisions of Article VI, Section 4 of the Collective Bargaining

Agreement between the parties. Further, the provisions of this Letter of

Agreement shall remain in effect from the date of execution by the parties

through November 1, 1994, unless extended by mutual agreement of the parties.

However, the Employer reserves the right to terminate the provisions of this

Letter of Agreement upon thirty (30) days’ written notice to the Union.

II. AFFECTED EMPLOYEES AND ELIGIBILITY.

The provisions of this Letter of Agreement shall apply to any eligible Regular

employee (twenty (20) or more hours of work per week; thirty-two (32) hours per

week in Fresno) in a classification covered by the Collective Bargaining

Agreement between the parties who has received notice of layoff and who

voluntarily retires, resigns, or who is involuntarily laid off by the Employer, from

the date of execution of this Letter of Agreement through November 1, 1994.

This Agreement does not apply to Short-Hour, Temporary or Casual employees.

In accordance with Article VI – Seniority, Section 4 – Reduction in Force, the

Employer retains the exclusive right to determine among which craft/classification

of employees in which department a reduction in force is necessary. However, it

is the intent of the Employer to first seek among affected employees (who have

received notice of a layoff in their department) volunteers to retire/resign before

resorting to involuntary layoff. The specific benefits and severance available to

affected employees will depend upon whether they are voluntarily separated or

involuntarily laid off as described below.

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III. BENEFITS AND SEVERANCE PLANS – DEFINITIONS AND APPLICATION.

Section A – Voluntary Separation with Waiver – Retirement Eligible.

1. Definition of Eligible Employees.

Regular employees who have volunteered to retire, who at the time of

separation are eligible for retirement under the normal, early disability or

postponed provisions of the Pension Plan as defined under Article XXV,

Section 4 of the Collective Bargaining Agreement, and who sign the

general release attached hereto as Exhibit I.

2. Severance Pay.

Eligible employees as defined in this Section will receive severance pay

equal to one (1) week of pay at their regular straight-time hourly wage rate

at time of separation, exclusive of shift or other differentials, for each year

of Regular service, with a minimum of one (1) month’s pay to a maximum

of six (6) months’ pay. A “week of pay” is defined as the number of normal

scheduled hours in a payroll week at the time of separation exclusive of

additional hours or overtime. Thus, for part-time Regular employees a

week’s pay will vary between twenty (20) and thirty-nine (39) hours of pay.

The severance pay described above shall be paid to the employee in

regular bi-weekly payroll periods over the appropriate severance period,

as if the employee were still on the job. Such payments shall be less

appropriate taxes and other legally mandated deductions. The severance

pay period will not count as time worked for purposes of computing

credited service or any other rights under the Pension Plan nor for

calculation of any other benefit rights or accruals, e.g. vacation, sick leave,

educational leave, etc.

If a former employee receiving the severance pay described above is

rehired into any position by Kaiser Permanente during the severance

period, the eligibility for continued payment of the remaining severance

pay shall cease on the day the individual begins work in the rehire

position. (Former employees shall retain recall rights per Article VI,

Section 4 of the Collective Bargaining Agreement and shall receive

appropriate wage tenure credit in accordance with Human Resource

Policy #2.01, “Hiring Rates”. However, any individual that is rehired will be

eligible only for the pay and benefits applicable to the new position.)

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3. Health Plan Benefits.

Eligible employees as defined in this Section shall continue to receive

Health Plan benefits equal to health plan benefits provided active

employees for themselves and eligible dependents in accordance with

Article XXII, Section 1 of the Collective Bargaining Agreement at the

Employer’s expense. Such coverage shall begin on the first day of the

month following the employees’ retirement dates. The Health Plan

coverage shall continue until the individual becomes eligible for and

enrolls in Parts A and B of Medicare, at which time the Health Plan

coverage will convert to post-retirement coverage as provided for in the

Collective Bargaining Agreement and currently described as MS or NYLIC

H-42 coverage.

4. Reemployment Benefits.

Former Regular employees covered by this Section, with two (2) years of

Regular service at the time of separation, who are rehired by Kaiser

Permanente Northern California Region within twenty-four (24) months of

their separation dates shall have the new hire Health Plan and Dental Plan

waiting periods waived. They shall also accrue paid time off benefits at

the rate to which they were entitled at the time of separation.

5. Job Replacement Assistance and Financial Education.

Eligible employees as defined in this Section shall receive group

outplacement assistance (help in preparing for job interviews, writing

resumes), and group financial planning education, at locations, times and

frequency established by the Employer. Participation in such counseling

is voluntary for the eligible employees.

6. Employee Assistance Program.

Eligible employees as defined by this Section shall receive five (5)

Employee Assistance counseling sessions at the Employer’s expense, in

addition to the five (5) counseling sessions already provided to active

employees. Any of the ten (10) counseling sessions available to eligible

employees or dependents must be used no later than six (6) months after

the date on which the employees were separated.

Section B – Voluntary Separation with Waiver – Not Retirement Eligible.

1. Definition of Eligible Employees.

Regular employees with at least one (1) year of Regular service at the

date of separation who have received notice of layoff and have

volunteered to resign, who are not eligible to retire under the Normal,

Postponed or Early Retiree provisions of the Pension plan as defined

under Article XXV, Section 4 of the Collective Bargaining Agreement, and

who sign the general release attached hereto as Exhibit I.