COLLECTIVE BARGAINING AGREEMENT

BY AND BETWEEN

Kadlec Regional Medical Center and

SEIU Healthcare 1199NW

KADLEC REGIONAL MEDICAL CENTER 2018 - 2020

Agreement Between SEIU Healthcare 1199NW

and Kadlec Regional Medical Center

November 16, 2018 – December 31, 2020

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Contents Preamble ................................................................................................................................... 1 Article 1 - Recognition ................................................................................................................ 1

1.1 Recognition. ...................................................................................................................... 1 1.2 New Positions. .................................................................................................................. 1

Article 2 – Union Membership .................................................................................................... 1 2.1 Membership. ..................................................................................................................... 1

2.1.1 Opt Out..................................................................................................................... 1 2.1.2 Newly Hired Employees. .......................................................................................... 1 2.1.3 Religious Objection. ................................................................................................. 1 2.1.4 Notification and Conditions. ..................................................................................... 2

2.2 Dues Deduction. ............................................................................................................... 2 2.3 Bargaining Unit Roster. ..................................................................................................... 2 2.4 Voluntary Political Action Fund Deduction ......................................................................... 2

Article 3 - Union Representation ................................................................................................ 3 3.1 Access to Premises. ......................................................................................................... 3 3.2 Union Meetings. ................................................................................................................ 3 3.3 Bulletin Boards. ................................................................................................................. 3 3.4 Union Delegates. .............................................................................................................. 3 3.5 New Hire Orientation. ........................................................................................................ 3 3.6 Job Description and Contract. ........................................................................................... 4

Article 4 – Definitions ................................................................................................................. 4 4.1 Full Time Employee. ......................................................................................................... 4 4.2 Part Time Employee. ........................................................................................................ 4 4.3 Per Diem Employee. ......................................................................................................... 4

4.3.1 Per Diem Status Review. ............................................................................................ 4 4.4 Probationary Employee. .................................................................................................... 4 4.5 Preceptor. ......................................................................................................................... 5

Article 5 – Seniority .................................................................................................................... 5 5.1 Definition. .......................................................................................................................... 5 5.2 Termination. ...................................................................................................................... 5 5.3 Floating. ............................................................................................................................ 5

5.3.1 .................................................................................................................................... 6 Article 6 – Employment Practices ............................................................................................... 6

6.1 Job Opportunities ............................................................................................................ 6 6.1.1 .................................................................................................................................... 6 6.1.2 Department Openings. ................................................................................................ 6

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6.1.3 FTE Changes. ............................................................................................................ 6 6.1.4 Employee Transfers. ................................................................................................... 6 6.1.5 90 Day Performance Review. ..................................................................................... 6

6.2 Notice of Resignation. ....................................................................................................... 7 6.3 Equal Opportunity. ............................................................................................................ 7 6.4 Shift Changes. .................................................................................................................. 7 6.5 Work Assignments. ........................................................................................................... 7 6.6 Discipline and Discharge. .................................................................................................. 7 6.7 Personnel Files. ................................................................................................................ 7 6.8 Contracting Out. ................................................................................................................ 7 6.9 Staff Development. ........................................................................................................... 8

6.9.1 In-Service Education. .................................................................................................. 8 6.9.2 Tuition Reimbursement. .............................................................................................. 8 6.9.3 Approval/Denial of Tuition Reimbursement. ................................................................ 8

6.10 Resource Team. ............................................................................................................. 9 Article 7 – Hours of Work and Overtime ..................................................................................... 9

7.1 Work Day. ......................................................................................................................... 9 7.2 Work Period ...................................................................................................................... 9 7.3 Innovative Work Schedules/Flexible Work Schedules. ...................................................... 9 7.4 Work Schedules. ............................................................................................................... 9

7.4.1. ................................................................................................................................... 9 7.5 Low Census/Reduction in Hours. .....................................................................................10 7.6 Overtime. .........................................................................................................................10 7.7 Meal/Rest Periods. ...........................................................................................................10 7.8 Temporary Assignments. .................................................................................................10 7.9 Rest Between Shifts. ........................................................................................................10 7.10 Extra Hours of Work. ......................................................................................................11 7.11 Standby. ........................................................................................................................11 7.12 Callback. ........................................................................................................................11 7.13 Standby/Callback Hours. ................................................................................................11 7.14 Service Line Lead. .........................................................................................................11

Article 8 – Wages and Premium Pay .........................................................................................11 8.1 Shift Differential................................................................................................................11 8.2 Bachelors/Certification Premium. .....................................................................................11 8.3 Lead Premium. ................................................................................................................11 8.4 Preceptor Premium. .........................................................................................................12

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8.5 Weekend Premium. .........................................................................................................12 8.6 Step Schedule .................................................................................................................12

8.6.1 2019 Wages. .............................................................................................................12 8.6.2 2020 Wages. .............................................................................................................12 8.6.3 Wage Increases. ........................................................................................................12

8.7 Recognition for Past Experience. .....................................................................................12 8.8 Per Diem Premium. ..........................................................................................................12 8.9 Minimum Wage. ...............................................................................................................12

Article 9 – Health and Safety .....................................................................................................12 9.1 Safe Workplace................................................................................................................13 9.2 Alcohol and/or Chemical Dependency. ............................................................................13 9.3 Health and Safety ............................................................................................................13

9.3.1 Hepatitis B Vaccine and Hepatitis C Exposure. ..........................................................13 9.3.2 Tuberculosis Exposure Control Program....................................................................13

9.4 Safety Committee. ...........................................................................................................13 9.4.1 Safe Patient Handling. ...............................................................................................13

Article 10- Reorganization: Seniority/Restructure/Layoff ...........................................................13 10.1 Restructure. ...................................................................................................................13 10.2 Layoff and Recall ...........................................................................................................14

Article 11 – Paid Time Off .........................................................................................................16 11.1 Paid Time Off. ................................................................................................................16 11.2 Work on a Holiday. .........................................................................................................16 11.3 PTO Scheduling. ............................................................................................................17

11.3.1 Qualifying Reasons to Use PTO-Safe Sick. .............................................................17 11.3.2. Holiday PTO Scheduling. ........................................................................................17

11.4 Maximum Accumulation. ................................................................................................17 11.5 Paid Time Off Accrual Rates (based on a full-time (1.0 FTE 40-hours a week) employee: ..............................................................................................................................................17 11.6 PTO Donations. .............................................................................................................18

Article 12 – Extended Illness Benefits, Short-Term Disability and Paid Parental Leave Benefit .18 12.1 Use of EIB. .....................................................................................................................18 12.2 Short-Term Disability Benefit. .........................................................................................18 12.3 Paid Parental Leave Benefit. ..........................................................................................18

Article 13 – Leave of Absence ...................................................................................................18 13.1 General. .........................................................................................................................18 13.2 Family and Medical Leave. ............................................................................................18 13.3 Jury Duty and Witness Services. ....................................................................................19

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13.4 Bereavement Leave. ......................................................................................................19 13.5 Personal Leave. .............................................................................................................19 13.6 Military Leave. ................................................................................................................19 13.7 Effect of Leave. ..............................................................................................................19 13.8 Return from Leave. ........................................................................................................19 13.9 Leave without Pay. .........................................................................................................20 13.10. Education Leave. ........................................................................................................20

ARTICLE 14 – BENEFITS ........................................................................................................20 14.1 Health, Life and Long-Term Disability. ...........................................................................20 14.1.1 Dependents ................................................................................................................20 14.1.2 Medical Plan Assistance Program ...............................................................................20 14.2 Other Insurance and/or Benefits. ...................................................................................20 14.3 Retirement Plan. ............................................................................................................20 14.4 Tax Deferred Annuity/Matching Plan. .............................................................................20 14.5 Plan Changes. ...............................................................................................................21

Article 15 – Grievance Procedure..............................................................................................21 15.1 Grievance Defined. ........................................................................................................21

15.1.1 Time Limits. .............................................................................................................21 15.2 Step 1 Employee and Immediate Supervisor. ................................................................21 15.3 Step 2 Employee and Department Head. .......................................................................21 15.4 Step 3 Employee and Chief Executive Officer or Designee. ...........................................21 15.5 Step 4 Arbitration. ..........................................................................................................22

15.5.1 Arbitration Decision. .................................................................................................22 15.5.2 Arbitration Fees. ......................................................................................................22

15.6 Termination. ...................................................................................................................22 Article 16 Labor Management Committees ...............................................................................22

16.1 Labor Management Committees. ...................................................................................22 16.1.1. ................................................................................................................................22 16.1.2. ................................................................................................................................22 16.1.3. ................................................................................................................................23 16.1.4. ................................................................................................................................23 16.1.5. ................................................................................................................................23

16.2 Compensation. ...............................................................................................................23 16.3 Federal Mediation and Conciliation Service. ..................................................................23 16.4 Unit/Department Committees. ........................................................................................23

Article 17 – No Strike/Lockout ...................................................................................................23

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17.1 No Strike. .......................................................................................................................23 17.2 Discharge. ......................................................................................................................24 17.3 No Lockout. ....................................................................................................................24

Article 18 – Management Rights ...............................................................................................24 Article 19 – General Provisions .................................................................................................24

19.1 Effect of Invalidity. ..........................................................................................................24 19.2 Amendments. .................................................................................................................24

Article 20- Entire Agreement .....................................................................................................24 Article 21 - Duration ..................................................................................................................25 APPENDIX A ....................................................................................................................... ….26 LETTERS OF UNDERSTANDING ............................................................................................28

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PREAMBLE

This Agreement is made and entered into by and between Kadlec Regional Medical Center (hereinafter referred to as the “Employer” or “Kadlec Regional Medical Center”) and SEIU Healthcare 1199 NW, Hospital and Health Care Employees Union, SEIU (hereinafter referred to as the “Union”). The purpose of this Agreement is to set forth the understanding reached between the parties with respect to wages, hours of work and conditions of employment.

Article 1 - Recognition 1.1 Recognition. Kadlec (“Employer” or the “Medical Center”) recognizes the Union as the sole and exclusive bargaining representative of all full-time, regular part-time, and per diem employees (as referenced in Appendix A), employed by the Employer at its Kadlec located at 888 Swift Blvd, Richland, WA and its Kadlec Outpatient Imaging Center located at 945 Goethals, Richland, Washington; excluding all other employees, employees at other locations, professionals and guards and supervisors as defined in the Act. 1.2 New Positions. New job classifications established during the term of this Agreement will be covered by this Agreement unless they are not within the Union’s jurisdiction established by the description of its bargaining unit as set forth in Article 1.1. The Union will be notified of any new classifications within these parameters established by the Employer.

Article 2 – Union Membership 2.1 Membership. Unless employees are eligible for and utilize the opt-out process described below, employees who are members of the Union at the time of ratification of this Agreement shall as a condition of employment, maintain their membership in the Union or agree to pay to the Union a fair share/representation fee as established by the Union.

2.1.1 Opt Out. Medical Center employees who are employed on the date of ratification of this Agreement and who do not wish to be members of the Union may decline continuing membership in the Union or paying a fair share/representation fee by providing written notice of such intent to the Union by certified mail, with a postmarked date on or before the date following 30-days of the date of ratification. The notice shall be placed in the employee’s personnel file. Employees who have declined to become a member of the Union or have already sent a notice withdrawing from membership and provided such notice to Human Resources for placement in their personnel file, do not need to take any further action. In the event the employee has not provided such notice, the employee shall be required, as a condition of employment, to join the Union within sixty (60) days of the execution of this Agreement or pay a fair share/representation fee and to maintain membership and/or pay the required fees consistent with Section 2.1.

2.1.2 Newly Hired Employees. Employees hired after the ratification of this Agreement shall be required, as a condition of employment, to join the Union within thirty (30) days of the date of hire and to maintain membership in the Union consistent with Section 2.1.

2.1.3 Religious Objection. Any employee who is a member of and adheres to established and traditional tenets or teachings of a bona fide religion, body, or sect which has historically held conscientious objections to joining or financially supporting labor organizations shall not be

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required to join or financially support the Union as a condition of employment. Such an employee shall, in lieu of dues and fees, pay sums equal to such dues and fees to a non-religious charitable fund. These religious objections and decisions as to which fund will be used must be documented and declared in writing to the Union. Any employee exercising the right of religious objection must provide the Union with a receipt of payment to an appropriate charity on a monthly basis.

2.1.4 Notification and Conditions. The Medical Center will notify employees of membership requirements/options at time of hire or ratification. Employees who fail to maintain membership requirements as defined herein shall be discharged by the Employer within thirty (30) calendar days after receiving written notice from the Union unless the employee fulfills the membership obligations set forth in this Agreement.

2.2 Dues Deduction. During the term of the Agreement, the Employer will deduct dues or fees from the pay of each member of the Union who voluntarily executes and has not revoked, a wage assignment authorization form. When filed with the Employer, the authorization form will be promptly transmitted to the Union monthly by check payable to the Union. Upon issuance and sending of the check to the Union, the Employer’s responsibility shall cease with respect to such deductions. The Union and each employee authorizing the assignment of wages for the payment of Union dues and agency fees will indemnify and hold the Employer harmless from all claims, demands, suits or other forms of liability which may arise against the Employer for or on account of any deduction made from the wages of such employees. 2.3 Bargaining Unit Roster. On a monthly basis, the Employer shall provide the Union with a list of the employees in the bargaining unit, their employee identification number, home address and telephone number, position/job classification held, status (i.e., full-time, per diem), date of hire, and current rate of pay. The Employer will also provide a list of employees who have terminated from a bargaining unit position during the month since the previous list was provided. 2.4 Voluntary Political Action Fund Deduction The Employer shall deduct the sum specified from the pay of each member of the Union who voluntarily executes a political action contribution wage assignment authorization form. When filed with the Employer, the authorization form will be honored in accordance with its terms. The authorization form will remain in effect until revoked in writing by the employee. The amount deducted and a roster of all employees using payroll deduction for voluntary political action contributions will be promptly transmitted to the Union by separate check payable to its order. Upon issuance and transmission of a check to the Union, the Employer’s responsibility shall cease with respect to such deductions. The Union and each employee authorizing the assignment of wages for the payment of voluntary political action contributions hereby undertake to indemnify and hold the Employer harmless from all claims, demands, suits or other forms of liability that may arise against the Employer for or on behalf of any deduction made from wages of such employee. The parties recognize that the Union is obligated under the Federal Election Campaign Act (FECA) to reimburse the Employer for its reasonable cost of administering the COPE check off in the parties’ Collective Bargaining Agreement. The Employer and the Union agree that one-quarter of one percent (.25%) of all amounts checked off is a reasonable amount to cover the Employer’s costs of administering this check off. Accordingly, the parties agree that the Employer will retain one-quarter of one percent (.25%) of all amounts deducted pursuant to the COPE check off provision in the parties’ Collective Bargaining Agreement to reimburse the Employer for its reasonable costs of administering the check off. Further,

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the parties agree that the Union will be responsible for any costs and expenses associated with the set-up/programming of the deduction, and will promptly reimburse the Employer for any such costs and expenses after being notified by the Employer of those costs and expenses.

Article 3 - Union Representation 3.1 Access to Premises. Duly authorized Representatives of the Union may have access at reasonable times to those areas of the Employer’s premises which are open to the general public for the purpose of investigating grievances and contract compliance. Union Representatives shall not have access to employee lounges and patient care areas unless advance approval has been obtained from the Employer. Access to the Employer’s premises shall be subject to the same general rules applicable to other non-employees. Union Representatives shall not interfere with or disturb employees in the performance of their work during working hours and shall not interfere with patient care or the normal operation of the Medical Center. 3.2 Union Meetings. In accordance with Kadlec policy, the Union may use designated meeting rooms of the Employer for meetings of the local unit, provided sufficient advance request of the facility is made through the Human Resources Department or designee in accordance with Kadlec policies and procedures and space is available. 3.3 Bulletin Boards. The Union may post local unit meeting notices and union materials related to its representation of bargaining unit members on currently designated bulletin boards for union postings in departments and units. All materials posted must be dated, signed by a designated union representative, and provided upon request to the Human Resources Department. The Union and each bargaining unit employee agree to limit the posting of Union materials to this designated bulletin boards. 3.4 Union Delegates. A list of Union Officers, Delegates, and alternate Delegates from the bargaining unit, elected in accordance with District By-Laws, shall be provided to the Employer. Unless otherwise agreed to by the Employer, the investigation of grievances and other union business shall be conducted only during non-working time, and shall not interfere with the work of other employees and patient care. Subject to appropriate advance notice and scheduling requirements, up to 12 Union Officers, Delegates and Contract Committee members shall be allowed to take unpaid release time or PTO to attend one day of training provided by the Union each calendar year, subject to operating needs of the Employer. 3.5 New Hire Orientation. With prior supervisory approval, a delegate or designee/officer may meet with new employees immediately after orientation, at a mutually agreeable time to introduce employees to the Union and the Union contract. The meeting shall not exceed one quarter (1/4) hour in duration, and shall be on unpaid time for the delegate/officer. The meeting shall be considered paid time for the new bargaining unit employees. The Employer will endeavor to provide the Union with a list of all employees scheduled for the orientation by the end of the week prior to orientation. This list shall include the bargaining unit employee(s), job classification, department and phone number for the employee(s) attending the orientation. If a list is not available prior to orientation, the Employer shall provide it by the end of the week following orientation.

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3.6 Job Description and Contract. The Medical Center will maintain job descriptions for all positions covered by this Agreement. Employees will have access to the job descriptions and copies will be made available to the Union upon request. Upon initial employment in a bargaining unit position, employees will be given access to an electronic copy to the current Agreement.

Article 4 – Definitions 4.1 Full Time Employee. Unless otherwise specified employee who has successfully completed the required probationary period and who is employed in a position of forty (40) hours per week, eighty (80) hours in a fourteen (14) day period or an employee who is employed in a position of three twelve (12) hour shifts per week (36 hours) shall be considered a full-time employee. 4.2 Part Time Employee. An employee who has successfully completed the required probationary period and who is employed in a position for less than forty (40) hours per week or eighty (80) hours per pay period. 4.3 Per Diem Employee. An employee hired to augment the regular work force in the event of an emergency or other temporary business need, to relieve regular employees because of illness, leave of absence or other absenteeism, or to work during holidays or vacation periods. Per diem employees may be eligible for time off and/or other benefits in accordance with federal, state and municipal law and/or the terms and conditions of any applicable plan documents. Per diem employees shall be subject to departmental availability guidelines and competency requirements. Per Diem employees are eligible to receive the same shift differentials and/or premium pay as full and part-time employees in their same job classification. Upon hire of a per diem employee to a regular FTE position, all days actually worked in a per diem status position in the same job classification will count toward the probationary period in the FTE position.

4.3.1 Per Diem Status Review. Per diem employees who have been working on a regular basis for over five (5) months, can request to have an objective, good faith review with their manager and the Director of Human Resources to determine if a position should be posted. The Director of Human Resources and/or his/her designee will, in good faith, work to complete the review as expeditiously as possible. This review shall not apply when these additional hours/days are assigned to special projects, training, covering posted vacant position, vacation coverage, coverage for sick leave, and leaves of absence. Any new position must go through the normal approval process and if approved, it will be filled in accordance with Article 6.2.1 and 6.2.2 Job Postings.

4.4 Probationary Employee. The first ninety (90) calendar days of employment for full-time employees and the first one hundred and eighty (180) calendar days of employment for part-time and per diem employees shall be a probationary period. After either ninety (90) or one hundred and eighty (180) calendar days of continuous employment, the employee shall attain regular status unless specifically advised by the Employer in writing of an extended probationary period up to an additional ninety (90) days. Any extension of the probationary period will not adversely impact the accrual of, or eligibility for, or utilization of benefits. During the probationary period, an employee may be discharged without notice and without recourse to the grievance procedure.

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4.5 Preceptor. A preceptor is an experienced employee, currently competent in the specific duties in which the new employee is being trained, who is designated at the discretion of the Medical Center, and has completed the Medical Center's preceptor training program. The preceptor is assigned specific responsibility for planning, organizing, teaching and evaluating the skill development of a new employee. The employee is enrolled in a defined preceptor program, the parameters of which have been set forth in writing by the Employer. Inherent in the preceptor role is the responsibility for specific, criteria-based and goal-directed education, training and documentation of the trainee's progress for a specific training period. The period in which the new staff member is “precepted” is defined as the identified period of time for planned and supervised learning experiences in which the new employee is not expected to perform independently. The preceptor evaluates the new employee’s competence in critical thinking ability as well as assessment and technical skills during this time period. Department management will determine the need for a preceptor program and the selection of the preceptors. If it is determined to have a preceptor program in a department, managers and staff of the department will collaborate to develop the criteria for the preceptor program. Preceptors will be assigned on a voluntary basis to the extent possible. It is understood that employees, in the ordinary course of their responsibilities, will be expected to participate in the general orientation process of new employees including the safety orientation checklist, basic equipment operation, general processes and procedures. An employee who is providing general orientation is not considered to be a preceptor under this Section.

Article 5 – Seniority 5.1 Definition. Seniority shall be defined as an employee’s length of service with the Employer based upon calendar days since the most recent date of hire. Seniority shall not apply to an employee until completion of the required probationary period. Upon satisfactory completion of the probationary period, the newly hire employee shall be credited with seniority from most recent date of hire. Per Diem employees shall not accrue seniority. 5.2 Termination. Seniority under this Agreement shall terminate upon cessation of the employment relationship; for example, discharge, resignation, acceptance of severance benefits, retirement, failure to be recalled within six (6) months following layoff or failure to comply with recall procedures specified by the Employer. When seniority terminates, the employee shall, if ever re-employed, be regarded as a new employee without seniority. 5.3 Floating. The Employer retains the right to change an employee’s daily work assignment on a shift-by-shift basis by floating the employee to another work area to meet patient care needs. Additionally, employees who are primarily scheduled to work in a unit/department, who have been oriented to another unit/department, may also be scheduled periodically to work in the other unit/department in order to maintain their orientation to and skills in the other unit/department. Employees will be expected to perform all basic job functions when floating. If an employee is required to float to an area to which the employee has not been oriented, the employee shall receive a brief orientation to the unit’s routines and physical layout. Orientation will be dependent upon the employee’s previous experience and familiarity with the operational area to which such employee is assigned to float. If during a floating assignment an employee is asked to perform a task or procedure for which the employee does not feel qualified or trained to perform, it is the employee’s obligation to immediately discuss with the appropriate supervisor the tasks the employee believes s/he is not qualified to perform.

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5.3.1 – Orientation to cluster units will be provided and repeated upon request.

Article 6 – Employment Practices 6.1 Job Opportunities

6.1.1 Positions will be posted for seven (7) days before filling and will be made available electronically and be emailed to all employees of the unit/department. For those units with irregular access or use of computers, employees may request that paper postings be posted on the unit/department bulletin board. They may also be posted at the house-wide level simultaneously with a unit/department posting. FTE, shift, and shift length will be included in all job postings. When a regular job opening occurs within the bargaining unit, seniority shall be the determining factor in filling such vacancy providing the applicants’ skills and ability are considered substantially equal in the opinion of the Employer.

6.1.2 Department Openings. Internal applications will be considered before other applications and internal transfer applications from within the unit/department will have preference over applications by employees not within the unit/department. When a position can be filled from within the unit/department, a house-wide posting may be waived by the Employer. Where qualifications are considered by the Employer to be equal, seniority will be given preference. For purposes of this Agreement the term “qualified” is herein defined to include such factors as skill, competence, and ability, in the opinion of the Employer. For purposes of job postings provided that skill, competence and abilities are considered equal in the opinion of the Employer, the Cardiac Cath Lab, Cardiac EP Lab and the Interventional Radiology will be considered one unit. 6.1.3 FTE Changes. Employees who wish to voluntarily decrease their FTE shall submit the request in writing and specify the desired permanent change. The change is subject to manager approval. Changes, if any, will be made with priority consideration to bargaining unit seniority within the same job classification.

6.1.4 Employee Transfers. Employees shall be required to give at least twenty-eight (28) calendar days’ notice of transfer to their current manager. Whenever possible, the effective date of transfer should coincide with the start of a pay period. A good faith effort will be made by the Medical Center to release the employee within five (5) weeks. If the transfer is not made within five (5) weeks, the employee will be notified. In any case, (assuming all offer contingencies have been met), the transfer will be made within ninety (90) days. Employees who accept a transfer may not apply for another opening for a period of six (6) months from the effective date of the transfer unless approved by the employee's manager. 6.1.5 90 Day Performance Review. Any employee selected for a new position will be subject to a ninety (90) day performance review. The employee will, when deemed appropriate, receive training in order to achieve clearly defined goals specific to their new position to help to assure success. If the employee is unable to successfully perform the duties of the position during the

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trial period in management's opinion based on established job criteria and, if the employee is otherwise in good standing, the employee will be returned to the employee's prior position if the employee's former position is still vacant. If the employee’s former position is not available, the employee will be eligible to apply for any position in their prior job classification and allowed to use their medical center seniority for bidding purposes.

6.2 Notice of Resignation. Employees shall be required to give at least fourteen (14) calendar days’ written notice of resignation. Failure to give notice shall result in loss of accrued paid time off (PTO). Once the notice is given, the Employer will have the discretion to disapprove prior approval of paid time off (PTO). The Employer will give consideration to situations that would make such notice by the employee impossible. 6.3 Equal Opportunity. The Employer and the Union agree that there shall be no unlawful discrimination under applicable law including discrimination against any employee or applicant for employment because of race, color, creed, national origin, religion, sex, age, disability, marital status, sexual orientation or Union membership unless any one of the foregoing factors constitutes a bona fide occupational qualification. 6.4 Shift Changes. Seniority shall be determining factor in shift changes within a department provided that skill, ability, experience, are equal in the opinion of the Employer as per article 6.2. 6.5 Work Assignments. In addition to skills, competence, ability and prior job performance, seniority shall be considered when assigning work assignment within a department (as defined in Subsection 6.2.2) that are expected to last longer than three (3) months. 6.6 Discipline and Discharge. No full-time or part-time employee shall be disciplined or discharged except for just cause. The parties agree that discipline should be progressive in nature, according to the following pattern: verbal warning, written warning, final written warning and discharge. A copy of all written disciplinary actions shall be given to the employee. Employees shall be required to sign the written disciplinary action for the purpose of acknowledging receipt thereof. Progressive discipline shall not be applied when the nature of the offense requires immediate suspension or discharge. An employee may request the attendance of a union representative during any investigatory meeting which may lead to disciplinary action, and may request the assistance of an interpreter. Management will make a good faith effort to notify employees of the right to a representative and an interpreter. Corrective and/or disciplinary actions shall remain in the employee’s personnel file. However, disciplinary actions for attendance and/or performance unrelated to patient care or serious behavior/conduct violations that are more than three (3) years old will not be considered for purposes of progressive discipline, but may be considered for purposes of notice to employees about workplace rules and policies. 6.7 Personnel Files. Personnel files will be maintained by the organization for each employee. By appointment, employees may inspect their Human Resources files within a reasonable timeframe and within no later than 3 business days. A Human Resources representative or designee will be in attendance. Upon request, an employee will be given a copy of any material in the employee’s personnel file. A copy fee may be charged. Employees may respond in writing to any documents contained in their personnel file. 6.8 Contracting Out. The Employer agrees to give sixty (60) days advance notice to the Union of any

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decision to contract out which will result in the elimination of an entire unit, the department or facility. Upon request by the Union, the Employer agrees to meet to discuss the implications of an alternative(s) to the decision. 6.9 Staff Development. The Employer shall maintain a regular and on-going in-service education program to promote quality patient care and develop staff potential. The Employer will endeavor to schedule such programs to be available for all staff. Programs will be communicated via email or in person in advance and will indicate if attendance is mandatory. Employees required by the Employer to attend in service education during off duty hours will be paid at the employee's regular rate of pay. The Labor Management Committee will have a quarterly agenda item to discuss: new and upcoming educational opportunities, additional educational interests from employees, and review the offerings for mandatory education classes to evaluate if enough classes are being offered at appropriate times to accommodate variable shifts.

6.9.1 In-Service Education. The Employer shall maintain a regular and on-going in-service education program to promote quality patient care and develop staff potential. The Employer will endeavor to schedule such programs to be available for all staff. Programs will be communicated via email or in person in advance and will indicate if attendance is mandatory. Employees required by the Employer to attend in service education during off duty hours will be paid at the employee’s regular rate of pay. The Labor Management Committee will have a quarterly agenda item to discuss: new and upcoming educational opportunities, additional educational interests from employees, and review the offerings for mandatory education classes to evaluate if enough classes are being offered at appropriate times to accommodate variable shifts.

6.9.2 Tuition Reimbursement. The Employer agrees to provide tuition reimbursement benefits, up to $3250.00 per calendar year for covered expenses, and consistent with Medical Center policy regarding the application, approval and use of such reimbursement benefits. Employees may request and receive tuition reimbursement benefits prior to incurring and paying for the covered expense, i.e., “upfront, through the Medical Center’s existing tuition reimbursement process. Alternatively, employees may, beginning January 1, 2019, utilize the automated tuition reimbursement program to request tuition reimbursement after enrolling, paying tuition, and demonstrating successful completion of his/her coursework. If employees utilize the automated program, full-time employees will be eligible for up to $3350 per calendar year for covered expenses and part-time employees will be eligible for up to $3300 per calendar year for covered expenses. The Medical Center may require bargaining unit employees who receive tuition reimbursement benefits to pay back the Medical Center if the employee fails to meet the minimum service requirements established by the Medical Center. Nothing in this Article prevents the Employer from increasing the amount of tuition reimbursement benefits available to bargaining unit members during the life of this Agreement.

6.9.3 Approval/Denial of Tuition Reimbursement. An employee who is requesting tuition

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reimbursement must submit his/her request for reimbursement to his/her manager and Human Resources (if necessary) who will consider whether the request is consistent with the Medical Center’s tuition reimbursement policy. If the employee’s request for tuition reimbursement is denied, the employee may request that the denial be given in writing, and the Union may file a grievance on the employee’s behalf; however, any such grievance may only be pursued through Step 3 of the Grievance Process set forth in Article 15 of this Agreement unless there becomes a pattern of tuition reimbursement denials. Denials may also be placed on the Labor Management Committee agenda for discussion.

6.10 Resource Team. An employee is designated as a resource team member when the employee or potential employee applies for and accepts a position as a CNA/HUC on the Resource team. The Resource team employee is scheduled to float in order to meet staffing/patient care needs. Employees on the Resource Team shall receive a four (4) percent premium for each hour worked on the Resource Team. Patient Sitters do not qualify for this premium.

Article 7 – Hours of Work and Overtime 7.1 Work Day. The normal work day shall consist of up to eight (8) hours work to be completed within eight and one-half (8 ½) consecutive hours or a ten (10) hour shift which consist of then (10) hours of work to be completed within ten and one-half (10 ½) consecutive hours, or a twelve (12) hour shift which consists of twelve (12) hours of work to be completed within twelve and one-half (12 ½) consecutive hours. 7.2 Work Period – The normal work period shall consist of forty (40) hours of work within a seven (7) day period or eighty (80) hours of work within a fourteen (14) day period. 7.3 Innovative Work Schedules/Flexible Work Schedules. A flexible schedule is defined as a work schedule that requires a change, modification or waiver of certain provisions of this Employment Agreement. Flexible work schedules may be established by mutual agreement between the Kadlec and the employee involved. Prior to the implementation of a new flexible work schedule, the Employer and the affected employee(s) will review and determine conditions of employment relating to that new work schedule. Where the flexible work schedules are utilized, the Employer retains the right to revert back to the employees’ work schedule that was in effect immediately before the innovative work schedule, provided the Employer gives fourteen (14) days advance notice to the employee(s), or less notice by mutual consent between the Employer and employee(s). 7.4 Work Schedules. The employer retains the right to adjust work and call schedules to maintain an efficient and orderly operation. The Employer shall determine and post monthly work and call schedules no less than two (2) weeks preceding the expiration of the current schedule. Posted schedules may be amended by mutual agreement between the employee and the employee’s supervisor and/or special circumstances (i.e. An unexpected leave of absence). Any request for special scheduling (PTO) shall be submitted to the Unit Manager fifteen (15) days prior to the issuance of the monthly schedule unless mutually agreed otherwise. The Unit Manager or designee will discuss changes in the employee’s routine schedule with the employee before making the change.

7.4.1. Per diem employees will be scheduled only after full-time and part-time employees have been scheduled up to their FTE. The Employer will first consider part-time employees who submit a request (using department’s standard process) for additional hours.

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7.5 Low Census/Reduction in Hours. Low census, for the purpose of this contract, is defined as decline in work resulting in a temporary decrease in staffing. During temporary periods of low census, the Employer will send home:

1. Employees in the affected job classification and department on overtime; 2. Volunteers 3. Per Diems 4. Full and Part-time employees, starting with the least senior employee. The Employer will

endeavor to rotate low census equitably among all employees within the job classification, providing skill, competence, ability and availability are considered equal as determined by the Employer

Employees placed on low census will have priority for any standby assignments. By mutual agreement with the Employer, Employees may agree to trade their positions on the rotation list with other employees in their job classification and department. At the employee's discretion, PTO may be used to offset low census hours. The Employer will not place employees on involuntary low census when contract and/or agency staff are scheduled to perform work in the same job classification and department as the employee to be low censused provided the employee is willing to work the assignment. Further, low census hours taken will be considered hours paid for the accrual of all non-retirement benefits. 7.6 Overtime. Overtime will be paid for at the rate of one and one-half (1 ½) times the employee’s regular rate of pay for time worked beyond a forty (40) hour work week. For those employees who are assigned an 8/80 schedule, overtime shall be compensated at the rate of time and one-half (1 ½) the regular rate of pay for hours worked in excess of eight (8) hours in one (1) day or eighty (80) hours in one pay period. Time paid for but not worked will not count as time worked for purposes of computing overtime pay. Overtime will be computed to the nearest fifteen (15) minutes. There shall be no pyramiding or duplication of overtime pay or premium pay paid at the overtime rate. The Employer and the Union agree that overtime should be minimized and must be pre-approved by the supervisor. If overtime work is needed, when determined to be appropriate, the Employer shall first seek volunteers and make a good faith effort to equitably offer overtime opportunities to employees currently on duty. If mandatory overtime is required it will be assigned on an equitably rotated basis. 7.7 Meal/Rest Periods. Employees shall be allowed two (2) paid fifteen (15) minute rest periods during each normal work day and a thirty (30) minute unpaid meal period. Meal and rest periods shall be administered as provided by state law (WAC 296-126-092). 7.8 Temporary Assignments. Temporary assignment to a lower paid position will not result in a decrease in rate of pay. 7.9 Rest Between Shifts. Unless performing standby duty, regular full- and part-time employees who work 8, 10 or 12 hour shifts shall have an unbroken rest period of at least ten (10) hours between scheduled shifts unless otherwise mutually agreeable to the employee and the Medical Center. Any time worked by such employees on the subsequent shift without the stated rest between shifts shall be paid at the rate of one and one-half times the regular rate. This Section shall not apply when there is not the applicable rest between shifts due to the employee’s request for a schedule change, the employee’s and the Medical Center’s mutual agreement to change a schedule, due to an on-going

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innovative schedule, or when on standby status (when not called back to work). 7.10 Extra Hours of Work. The Employer will make a good faith effort to attempt to assign extra shifts on a fair and equitable basis. Prior to the approval of extra shifts, the Employer will consider the operational needs of the Medical Center. 7.11 Standby. The Medical Center has the right to determine whether and if so which employees will be assigned or scheduled for standby duty. Employees scheduled in advance for standby or assigned standby status off Medical Center premises shall be compensated at the rate of three dollars and seventy-five cents ($3.75) per hour. For holidays, standby shall be four dollars and seventy-five cents ($4.75) per hour. Any employees on standby are expected to respond promptly to calls and return promptly to work when needed in accordance with their department’s standards and procedures. Standby duty shall not be counted as hours worked for purposes of computing overtime, seniority, longevity increments or employee benefits. 7.12 Callback. If an employee is called into work while on standby, the employee shall be paid at one and one half time their regular rate for a minimum of three (3) hours or time worked, whichever is greater, except on all holidays the pay shall be double (2x). Travel time to and from the Employer’s premises shall not be considered time worked. 7.13 Standby/Callback Hours. Each department that requires call shall establish a maximum number of mandatory scheduled stand-by hours for employees. In all areas that require call, all regular full-time and part-time employees covered by this Agreement shall share call equitably. 7.14 Service Line Lead. Bargaining unit employees who are assigned the role of service line leads will be eligible to receive a premium of 3% of base wage rate per hours worked as a service line lead.

Article 8 – Wages and Premium Pay 8.1 Shift Differential. For evening shift (where the majority of the scheduled hours are between 3:00 pm and 11:30 pm) the shift differential shall be two dollars and twenty-five cents ($2.25) per hour over the regular hourly rate, and for night shift (where the majority of the scheduled hours are between 11:30 pm and 7:00 am) the shift differential shall be three dollars and seventy-five cents ($3.75) over the regular hourly rate. 8.2 Bachelors/Certification Premium. The Medical Center will continue to maintain current practices (if any) regarding payment of any Bachelor’s/certification premium, through the duration of this agreement. For those positions which, at the time of ratification of the agreement, receive a Bachelor’s/certification premium, the premium will be paid at the rate of 2% per hour. The Medical Center reserves the right to determine additional positions that may qualify for the Bachelors/Certification premium. 8.3 Lead Premium. An assignment to a lead position for two (2) or more hours shall be compensated with a lead premium of three (3%) percent per hour, for all hours worked in that position. The Medical Center has discretion to determine who will be placed in a Lead position and/or will be eligible for the Lead assignment premium. The lead premium will contribute towards the regular rate of pay calculation for overtime. Employees who are permanently assigned to a lead role will receive the lead premium when taking PTO. Lead positions that are in a higher grade than non-lead positions in the same job

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family will not be eligible for lead premium assignment pay since compensation for lead duties are incorporated in employees’ base wage rate. 8.4 Preceptor Premium. An employee assigned to preceptor status as defined in Article 4.5 shall receive one dollar ($1.00) per hour for any hours assigned and worked as a preceptor. 8.5 Weekend Premium. Any employee who works on a weekend as defined by the Medical Center’s policy and practice shall receive three dollars and fifty cents ($3.50) per hour as weekend premium for each hour worked on the weekend. 8.6 Step Schedule

8.6.1 2019 Wages. Employees will remain in current ranges. Effective the first full pay period following January 1, 2019, employees will receive a 2.00% increase. Effective the first full pay period following June 1, 2019, employees will receive a .25% increase.

8.6.2 2020 Wages. Effective the first full pay period following January 1, 2020, employees will be placed on the wage schedule set forth in Appendix B, in accordance with the parties’ agreed upon process.

In addition, effective the first full pay period following January 1, 2020 (which will be incorporated in the Appendix B published in this Agreement), employees will receive a 2.00% across the board increase.

After year 2020, employees’ step progression will be based on their anniversary date.

8.6.3 Wage Increases. All increases in compensation set forth in this Agreement shall become effective the first full payroll period on or after the date designated.

8.7 Recognition for Past Experience. All employees hired during the term of this Agreement shall be given full credit for continuous recent experience when placed with the current pay ranges as outlined in Appendix B. For purposes of this section, continuous recent experience shall be defined as recent and related experience in the same job classification in an accredited acute care Medical Center or other organization determined to be comparable and relevant by the Employer, without a break in experience which would reduce the level of relevant skills in the opinion of the Employer.

8.8 Per Diem Premium. Per diem employees shall receive a per diem premium equivalent to fifteen (15%) percent, in lieu of benefits, over the employee’s base rate of pay.

8.9 Minimum Wage. Effective January 1, 2019, the minimum hourly wage will increase to $12.00 per hour. Effective the first full pay period following January 2, 2019, current employees earning a base wage less than $12.00 per hour will be moved to the next closest step on the wage scale that is at least $12.00 per hour. Effective the first full pay period following January 1, 2020, current employees earning a base wage less than $13.50 per hour will be moved to the next closest step on the wage scale that is at least $13.50 per hour. After January 1, 2020 and until all steps on the scale are at least $13.50 per hour, if the appropriate step for a new hire would pay an hourly rate less than $13.50 per hour, they will be placed on the next closest step that is at least $13.50 per hour.

Article 9 – Health and Safety

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9.1 Safe Workplace. The Medical Center agrees to maintain a safe and healthy workplace in compliance with all Federal, State, and local laws applicable to the safety and health of its employees.

9.2 Alcohol and/or Chemical Dependency. Employees are encouraged to voluntarily obtain treatment for alcohol and/or chemical dependency issues. Employees voluntarily requesting assistance prior to experiencing job performance, attendance, or misconduct problems will not be subject to disciplinary action for having sought treatment for alcohol and/or chemical dependency, and shall be eligible for a medical or personal leave absence. Disciplinary action relating to use of substances while in the workplace and for-cause testing will be administered pursuant to the Employer’s Drug-Free Workplace Policy. 9.3 Health and Safety

9.3.1 Hepatitis B Vaccine and Hepatitis C Exposure. New employees who are providing patient care are encouraged to accept a Hepatitis B vaccine according to CDC infection control guidelines for healthcare workers. This would apply to those employees who may be exposed to blood, body fluids or sharp instruments. The Hepatitis B vaccine will be available at no cost through the employer to employees who are routinely exposed to blood, body fluids, or sharp instruments. In addition, following a blood born exposure, the Employer will test for Hep B, Hep C, and HIV, and provide appropriate treatment at no cost to the employee. 9.3.2 Tuberculosis Exposure Control Program. All employees working in patient care areas will be provided with TB screening/testing according to the Washington State Department of Labor and Department of Health following CDC guidelines for Tuberculosis Prevention and Treatment. All employees working in patient care areas will have tuberculosis screening at hire. In the event of a positive reaction to the tuberculosis test the employer will follow the CDC guidelines for retesting and X-ray if indicated. Any employee who has a positive tuberculosis test as a result of an occupational exposure will be referred to an appropriate medical specialist for follow up. Cost of the tuberculosis testing, medical follow-up, and x-ray when required will be paid for by the Employer or Employer's Worker's compensation plan, whichever is appropriate.

9.4 Safety Committee. The Medical Center will maintain a Safety Committee in accordance with all regulatory requirements. Employees are encouraged to report any unsafe conditions to their supervisors and the Safety Committee.

9.4.1 Safe Patient Handling. The Medical Center shall provide and maintain a Safe Patient Handling program which identified necessary equipment, education, and facilitators.

Article 10- Reorganization: Seniority/Restructure/Layoff 10.1 Restructure. The Employer will notify the Union of proposals to merge or restructure units, and shall, upon request of the Union, meet to discuss impacts relating to its decision within fourteen (14) days of the date notice was given. For purposes of this Article, a restructure is defined as the combining or division of separate units or departments, a reallocation of budgeted hours on an existing department, when a department changes clinical focus, a change in shift length of a department, or one third of the staff mix of a department is changed. A listing of the positions for each shift on the new/restructured department, including any qualification requirements, FTE, shift and work shift (days, evening, night or variable), shall be posted on the department for at least fourteen (14) days. At the end

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of this fourteen (14) day period, employees will bid for their desired positions, provided that the position is on the same shift and is the same budgeted hours that the employee currently works. Employees shall bid based on seniority, provided that skill, competence, and ability are equal in the opinion of the Employer. If through this bid process an employee is unable to retain the same shift/same hours he/she had prior to the restructuring, he/she may bump to other shifts within the employee’s classification based on seniority, providing skill, competence and ability are considered substantially equal in the opinion or the Employer. If an employee is not assigned a position on the new or restructured department or unit, the employee shall be considered to be laid off, and will have the options identified in the layoff provision of this Article. 10.2 Layoff and Recall

a. A layoff is defined as a permanent or prolonged reduction in the number of employees (resulting in the displacement of employees) or workweek hours that changes employees’ benefits eligibility. Layoffs shall be by job classification within a department. Kadlec retains the right to determine when and if layoffs are necessary as well as the number of employees who will be affected.

b. Order of Layoff. Provided that qualifications and job performance are equal as determined by the Medical Center, seniority shall be the determining factor for layoff. For Cardiac Cath Lab, Cardiac EP Lab, Interventional Radiology and Diagnostic Imaging Technologists, seniority shall be defined as date of hire in a job classification. Layoff will occur in the following order:

1. Open (vacant) positions within the classification affected by a layoff will not be filled during the period beginning with the notice of the layoff to the date of the layoff.

2. Per Diem Employees 3. Probationary Employees 4. Regular Employees

The Union and affected employees shall be given at least twenty-one (21) calendar days’ notice of layoff or will receive pay in lieu of notice for all scheduled days in that twenty-one (21) day period except for unforeseeable conditions preventing such notice which are beyond the Employer’s control. Upon mutual agreement, the Employer may release employees prior to the end of the twenty-one (21) day period with no obligation to continue to pay them. Kadlec will also provide the Union with a list of bargaining unit employees subject to layoff, a seniority roster and a listing of any vacant bargaining unit positions. The listing of vacant positions shall include department and unit, employment status (FTE or budgeted/approved hours), and shift. Upon request, the Employer and the Union will meet as soon as possible after Kadlec provides notice of the layoff(s) for the purpose of reviewing employees subject to the layoff, the seniority roster, vacant bargaining unit positions, and the order of layoff, provided that such meeting shall not delay the layoffs. If there are no vacancies, an employee may displace the least senior employee within the same job classification for which the employee is qualified. Employees who have been displaced through the bumping procedure will have the same rights as those affected by an initial layoff decision, as described above, except that they will have no right to bump any other employees. They also shall be entitled to only seven (7) days’ notice of layoff. Employees who are subject to layoff as a result of displacement will be given at least seven (7) calendar days’ notice of layoff.

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For the purposes of this Article, an employee shall have up to a 20-day period to demonstrate that he/she can perform the duties of the position he/she elects in lieu of layoff. Further, qualified/qualifications shall mean the necessary skills, education, certifications, and/or credentials minimally required to perform the duties of the position. If the employee is unsuccessful in meeting the necessary skills needed to perform the position, he/she may elect severance.

c. Reinstatement Roster. Employees who elect to be placed on the reinstatement roster will remain on the reinstatement roster for the period specified, six (6) months. If the employee’s original position in a department or unit is reinstated while the employee is on the reinstatement roster, the displaced employee on the reinstatement roster has first preference in reclaiming the position. Employees on the reinstatement roster are responsible for reviewing open positions and may apply for any open position that becomes available and seniority will be given preference where qualifications to include such factors as skill, competence, and ability in the opinion of the Employer. If an employee applies for and is offered an open position, s/he must accept it or s/he will be deemed to have resigned and will no longer be on the reinstatement roster. To be considered, application must be made within the applicable posting period in accordance with any other applicable provisions of this Agreement.

d. Employment Status during Layoff. An employee on the reinstatement roster shall retain employment status and benefits accrued to the date of layoff, but shall not accrue seniority and benefits while on layoff. If reinstated to a regular full or part-time budgeted FTE position, the employee shall have previously accrued seniority restored and the employee shall again commence accruing seniority and benefits.

e. Severance Benefits. An employee who is subject to layoff and who does not receive a comparable employment opportunity and subsequent offer of continued employment at Kadlec through the reassignment/lay-off procedure, or who does not receive a comparable employment opportunity at a Kadlec affiliate within the Tri-Cities areas, shall receive severance (up to 20 weeks) per the following table. Comparable employment shall be defined as a regular position within the same job classification or a position with less than a fifteen percent (15%) loss in wages and budgeted hours. Severance will be paid in a one-time lump sum payment, less applicable withholdings and/or deductions, provided that the employee executes an individual severance agreement with the Employer. Calculation of the “year of service” in the table below, will be determined by the Employer. Each week of severance pay will be based on employees’ current budgeted hours per week and will be paid at employees’ base wage rate. In addition to the severance payment, the Medical Center will pay the employee a lump sum, less normal and legally required withholding and deductions, to assist the employee in defraying the cost of continuing health insurance benefits pursuant to the employee’s rights under COBRA. These payments do not include “in lieu of notice” pay and is in addition to cash payments for unused, accumulated PTO.

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SEVERANCE

Article 11 – Paid Time Off 11.1 Paid Time Off. Employees will be eligible for the same Paid Time Off program that non-represented employees of the Medical Center receive. To help ensure compliance with Washington State Paid Sick Leave requirements and help employees better understand what portion of their PTO may be covered by the Washington State Paid Sick Leave law, employees will, beginning January 6, 2019, accrue PTO hours in two separate banks: PTO and PTO-Safe Sick. PTO-Safe Sick hours will accrue and may be used in accordance with the Washington State Paid Sick Leave law. Unused PTO and PTO-Safe Sick hours will be paid out upon termination or when moving to a non-benefits-eligible position. 11.2 Work on a Holiday. Employees required to work on any of the eight (8) traditional holidays recognized by the Medical Center (New Year’s Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, day following Thanksgiving Day, day before Christmas, and Christmas Day) shall be paid one and one-half (1½) times their regular rate of pay for all hours worked on those holidays. Additionally, they may use any available PTO up to a maximum of the number of hours of the employee’s straight time shift.

Years of Service

Weeks of Pay 0-2 2

3 3

4 4

5 5

6 6

7 7

8 8

9 9

10 10

11 11

12 12

13 13

14 14

15 15

16 16

17 17

18 18

19 19

20 20

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11.3 PTO Scheduling. Employees are required to use accrued PTO for planned and unplanned time off. PTO requests must be scheduled and approved in advance to ensure orderly operation of the department is maintained. Employees should refer to their department procedures or contact their supervisor about the process for scheduling paid time off.

11.3.1 Qualifying Reasons to Use PTO-Safe Sick. Employees may use available PTO-Safe Sick for any purpose. However, when a employee uses PTO-Safe Sick for reasons protected by the Washington Paid Sick Leave Law, the absence will be considered “protected” and subject to the notice and verification provisions of the Washington Paid Sick Leave law policy in effect at the Medical Center. 11.3.2. Holiday PTO Scheduling. Employees should refer to their department procedures or contact their supervisor about the process for scheduling holiday paid time off.

11.4 Maximum Accumulation. Non-exempt employees will earn PTO each pay period based on their actual hours worked in the previous two weeks. PTO will not be earned on any hours exceeding 1.0 FTE status (40) hours per week). PTO accruals will stop when the maximum limit is reached. The employee’s accrual will resume when time off has been taken and the balance falls below the maximum. PTO-Safe Sick will accrue at the rate of one hour of PTO-Safe Sick for every 30 hours worked, including hours that exceed a employee’s regular FTE or overtime hours, (or .034 hours per hour worked). Up to 108 hours of unused PTO-Safe Sick time can be carried over from one calendar year to the next. There is no cap on annual accrual of PTO-Safe Sick, but PTO-Safe Sick hours exceeding 108 will be cashed out within the first two (2) pay periods following the end of the calendar year. 11.5 Paid Time Off Accrual Rates (based on a full-time (1.0 FTE 40-hours a week) employee:

Staff

Annual Accrual Maximum Accrual

Tenure PTO PTO-Safe Sick

Total PTO PTO Accrual PTO-Safe Sick Accrual

Total PTO Accrual

Less than 3

131 hours

69 hours 200 hours 192 hours 108 hours* 300 hours

3 to less than 5

155 hours 69 hours 224 hours 228 hours 108 hours* 336 hours

5 to less than 10

171 hours 69 hours 240 hours 252 hours 108 hours* 360 hours

10 to less than 15

195 hours 69 hours 264 hours 288 hours 108 hours* 396 hours

15 or more

211 hours 69 hours 280 hours 312 hours 108 hours* 420 hours

*Pursuant to state law, PTO-Safe Sick accruals are not capped. PTO-Safe Sick continues to accrue throughout the year. However, no more than 108 hours of PTO-Safe Sick may be carried over to the following calendar year.

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11.6 PTO Donations. The Employer agrees to provide the same paid time off donations consistent with existing Medical Center policy.

Article 12 – Extended Illness Benefits, Short-Term Disability and Paid Parental Leave Benefit 12.1 Use of EIB. Employees with unused EIB that accrued prior to termination of the EIB benefit program effective January 1, 2016, may continue to use unused EIB through December 31, 2020, in accordance with Kadlec policy in effect for other employees of the Medical Center. 12.2 Short-Term Disability Benefit. Employees will be eligible to participate in the Medical Center’s short-term disability benefit program on the same basis as other employees of the Medical Center. Employees will also be eligible to participate in any voluntary supplemental short-term disability benefit program on the same basis as other employees of the Medical Center. Beginning January 6, 2019, employees will be eligible to be paid at 65% of the employee’s base rate of pay plus shift differential plus certification premium, if applicable. Participation shall be subject to specific plan eligibility requirements and timely submission of benefit election. In 2020, short-term disability benefits are coordinated with eligible pay available through the Washington Paid Family and Medical Leave Program to ensure an employee receives 65% of their eligible pay. 12.3 Paid Parental Leave Benefit. Effective January 6, 2019, employees will be eligible to participate in the Medical Center’s paid parental leave program on the same basis as other employees of the Medical Center will be paid at 65% of the employee’s base rate of pay plus shift differential plus certification premium, if applicable. Participation shall be subject to specific plan eligibility requirements and timely submission of benefit election. In 2020, paid parental leave benefits are coordinated with eligible pay available through the Washington Paid Family and Medical Leave Program to ensure an employee receives 65% of their eligible pay.

Article 13 – Leave of Absence 13.1 General. A leave of absence is a period of time during which an employee temporarily leaves the employ of the Medical Center with the intention of resuming employment on a definite stated date and may be paid, unpaid or a combination of both, depending on the circumstances of the leave and applicable leave laws. All leaves of absence are to be requested from the Employer in writing thirty (30) days in advance when the need is foreseeable or as soon as practical under the circumstance. When such notice is impossible, leaves must be requested as far in advance as possible. The request shall include all pertinent details and the amount of time requested. The Employer will endeavor to provide a written reply to grant or deny the request within thirty (30) days. A leave of absence begins on the first day of absence from work. 13.2 Family and Medical Leave. As required by federal law, upon completion of one (1) year of continuous employment, any employee who has worded at least one thousand two hundred fifty (1250) hour during the prior twelve (12) months shall be entitled to up to twelve (12) weeks of unpaid leave per year for the birth, adoption or placement of a foster child; to care for a spouse or immediate family member with a serious health condition; or when the employee is unable to work due to a serious health condition. The Employer shall maintain the employees’ health benefits during this leave and shall reinstate the employee to the employee’s former or equivalent position at the conclusion of the leave. If a particular period of leave qualifies under both the Family and Medical Leave Act of 1993 (FMLA),

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state law or this Agreement, the leaves shall run concurrently. This leave shall be interpreted consistently with the rights, requirements, limitations and conditions set forth in the federal law and shall not be more broadly construed. The employee must use any accrued paid leave time for which the employee is eligible during the leave of absence. The use of Family or Medical Leave shall not result in the loss of any employment benefit that accrued prior to the commencement of the leave. Under certain conditions, Family or Medical Leave may be taken intermittently or on a reduced work schedule. Generally, employees must give at least thirty (30) days, advance notice to the Employer of the request for leave when the leave is foreseeable. 13.3 Jury Duty and Witness Services. Regular full and part-time employees who report and /or serve on a jury and/or serve as a witness on behalf of the Employer in response to a duly-issued summons or subpoena shall be compensated at their regular rate of pay for the scheduled shifts missed due to jury duty. Pay or other remuneration (e.g., parking or lunch allowance) received from the Court may be retained by the employee. 13.4 Bereavement Leave. In the event of a death in the immediate family of a regular full or part-time employee, the employee will be granted five (5) consecutive days off commencing with the day of death, the day of funeral, or any date in between, at the election of the employee. Employees will be compensated for actual working days lost within this time. Immediate family is defined as the employee’s spouse or domestic partner, children (including step children) of the employee, siblings (including step siblings and sibling in laws) of the employee, mother or father (including step parents) of the employee and spouse and grandparents and grandchildren of the employee In no case will an employee be made more than whole for funeral pay plus salary. Additional time off with or without pay may be granted on an individual basis. 13.5 Personal Leave. After six (6) months of continuous employment, benefit eligible full-time and part-time employees may be granted six (6) months leave of absence without pay for a compelling personal reason. An employee who is granted personal/emergency leave may be required to use accrued paid time off (PT) during the leave. If PTO is exhausted during the leave, the personal/emergency leave is unpaid. A leave may be paid, unpaid, or a combination of both, depending on the circumstances of the leave an applicable leave laws. Personal leaves are granted at the discretion of the Employer and will be administered in accordance with the Employer’s policy on Personal leaves. The granting of ta Personal Leave of Absence, regardless of whether the employee was in a paid or unpaid status, does not guarantee return to employment or to the employee’s original position or schedule. 13.6 Military Leave. Leave required in order for an employee to maintain status in a military reserve of the United States, or in order for an employee to fulfill her/his obligated service in the uniformed services, shall be granted without pay, without loss of benefits or seniority or pay status accrued during the leave, an shall not be considered part of the employee’s annual leave time, unless the employee requests to use annual leave. Upon return from military service, the employee shall be provided reinstatement rights set forth in the Uniformed Service Employment and Reemployment Rights Act. 13.7 Effect of Leave. During the period of an approved leave, previously earned seniority shall be maintained. PTO will not accrue in a pay period in which an employee receives no pay from the Employer, such as during an unpaid leave of absence, unless otherwise required by law.

13.8 Return from Leave. Employees returning from a leave of absence may be provided the opportunity

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to be reinstated to his/her former position, consistent with federal, state or local laws, and applicable policy. 13.9 Leave without Pay. Employees on leave without pay for twelve (12) months or less shall not accrue nor lose seniority during the leave of absence. 13.10. Education Leave. Benefit-eligible employees with a minimum of twelve (12) months of continuous service will be eligible for up to six (6) months of education leave without pay. An employee who is granted education leave may be required to use accrued paid time off (PTO) during the leave. If PTO is exhausted during the leave, the education leave is unpaid. A leave may be paid, unpaid, or a combination of both, depending on the circumstances of the leave and applicable leave laws. Education leaves are granted at the discretion of the Employer and will be administered in accordance with the Employer’s policy on Education leaves. The granting of an educational leave of absence, regardless of whether the employee was in a paid or unpaid status, does not guarantee return to employment or to the employee’s original position or schedule.

ARTICLE 14 – BENEFITS 14.1 Health, Life and Long-Term Disability. Effective beginning the date of hire or from the effective date in a benefits eligible status, full time and part time employees with a 0.5 FTE and above will participate in the Kadlec benefits plan which provides medical and dental coverage, long-term disability insurance, supplemental employee life and dependent life insurance. Eligible employees will receive group medical/dental benefits subject to the participation in the well-being initiative (Choose Well program) of the Employer and based upon whether their FTE status is from 0.5 to 0.74 FTE (74%) or from 0.75 to 1.0 FTE (100%). Participation shall be subject to plan requirements.

14.1.1 Dependents. All employees with a 0.75 FTE or greater who choose to cover dependents will be eligible for the employer to pay at least 60% of the dependent core medical plan premium. 14.1.2 Medical Plan Assistance Program. The Medical Plan Assistance Program (MPAP) provides financial assistance to employees in the form of free or reduced medical plan premiums based on total taxable household income and the Federal Poverty Level, as determined annually by the U.S. Department of Health and Human Services. Unit employees will participate in the MPAP to the same extent as other eligible Medical Center employees.

14.2 Other Insurance and/or Benefits. The Employer will provide or self-insure Workers’ Compensation Insurance, Paid Family and Medical Leave, and Unemployment Compensation Insurance in accordance with the laws of the State of Washington. 14.3 Retirement Plan. Employees will participate in the Employer’s retirement plan as that plan may be amended from time to time for all other plan participants. The Union and employees will be given at least thirty (30) days’ notice of any change in the plan before the change is implemented. 14.4 Tax Deferred Annuity/Matching Plan. The Employer shall continue in full force and effect its tax deferred annuity (TDA) plan, making whatever changes may be required to comply with applicable laws and regulations. The Employer will match the TDA contributions of employees in accordance with the terms of its matching plan.

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14.5 Plan Changes. In the event the Employer modifies its current plans or provides an alternative plan(s); the Employer will review the plan changes with the Union prior to implementation. The Employer shall notify the Union at least thirty (30) days prior to the intended implementation date.

Article 15 – Grievance Procedure 15.1 Grievance Defined. A grievance is defined as an alleged breach of the terms and conditions of this Agreement. If an employee has a grievance, the grievance shall be submitted to the following procedure. In order to be subject to the following procedure, any grievance must be submitted at the first step of this procedure within fourteen (14) calendar days from the date when the employee was aware, or reasonably should have been aware, that a grievance existed. It is the desire of the parties to this Agreement that grievances be adjusted informally wherever possible and at the first level of supervision.

15.1.1 Time Limits. Time limits set forth in the following steps may only be extended by mutual written consent of the parties hereto. Failure of an employee to file a grievance on a timely basis or to timely advance a grievance in accordance with the time limits set forth herein shall constitute a withdrawal of the grievance. Any grievance filed on a timely basis which is unresolved following the meeting set forth in the grievance procedure, or due to a lack of a timely response, may be pursued to the next higher step. The moving party shall notify the other of their intent to do so.

15.2 Step 1 Employee and Immediate Supervisor. If an employee has a grievance, the employee and the Delegate and/or Union Representative, if requested by the employee, must first present the grievance in writing to the employee’s immediate supervisor within fourteen (14) calendar days from the date the employee was or should have been aware that the grievance existed. Upon receipt thereof, the immediate supervisor shall attempt to resolve the problem and shall respond in writing to the employee within fourteen (14) calendar days following receipt of the written grievance. Should the supervisor and the employee meet to resolve the grievance, a Delegate and/or Union Representative may attend at the meeting at the employee’s request. 15.3 Step 2 Employee and Department Head. If the matter is not resolved to the employee’s satisfaction at Step 1, the employee or Union shall present the grievance to the Department Head (and/or designee) within fourteen (14) calendar days of the immediate supervisor’s decision. If an employee does not report to both an immediate supervisor and a different Department Head, the employee may skip Step 2 and go directly to Step 3 below. A conference between the employee (and the Delegate and/or Union Representative, if requested by the employee) and the Department Head (and/or designee) shall be held. The Department Head (or designee) shall issue a written reply within fourteen (14) calendar days following the grievance meeting. 15.4 Step 3 Employee and Chief Executive Officer or Designee. If the matter is not resolved at Step 2 to the employee’s or Union’s satisfaction, the grievance shall be referred in writing to the chief Executive Officer (and/or designee) within fourteen (14) calendar days of the Step 2 written response. The Chief Executive Officer (and/or designee) shall meet with the employee and the Union Representative within fourteen (14) calendar days for the purpose of resolving the grievance. The Chief Executive Officer (or designee) shall issue a written response within fourteen (14) calendar days following the meeting.

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15.5 Step 4 Arbitration. If the grievance is not settled on the basis of the foregoing procedures, and if the grievant and the Union have complied with the specific time limitations specified in Steps 1, 2, and 3 herein, the Union may submit the issue in writing to arbitration within twenty one (21) calendar days following the receipt of the written reply from the Chief Executive Officer or designee. After notification that the dispute is submitted for arbitration, the Employee and the Union shall attempt to agree on an arbitrator. If within fourteen (14) days the Employer and the Union fail to agree on an arbitrator, the Union shall promptly request a list of eleven (11) arbitrators from the Federal Mediation and Conciliation Service. The parties shall thereupon alternate in striking a name from the panel until one (1) name remains. The person whose name remains shall be the arbitrator.

15.5.1. Arbitration Decision. The Arbitrator’s decision shall be final and binding on all parties, subject to the following terms and conditions. The Arbitrator shall have no authority to add to, subtract from, or otherwise change or modify the provisions of the Agreement, but shall be authorized only to interpret existing provisions of this Agreement as they may apply to the specific facts of the issue in dispute. If the Arbitrator finds that the Employer was not limited by this Agreement from taking the action grieved, the Arbitrator shall have no authority to limit the Employer’s action and shall not substitute his or her judgment for the Employer’s so long as that judgment is based upon established criteria and exercised in good faith. Any dismissal by the Arbitrator, shall bar any further arbitration of the grievance that was dismissed by the Arbitrator.

15.5.2. Arbitration Fees. Each party shall bear one-half (1/2) of the fee of the Arbitrator and any other expense jointly incurred by mutual consent incident to the arbitration hearing. All other expenses shall be borne by the party incurring them, and neither party shall be responsible for the expenses of witnesses called by the other party.

15.6 Termination. Step 4 of this grievance procedure shall terminate on the expiration date of this Contract unless the Contract is extended by the mutual written consent of the parties. Grievances arising during the term of the contract shall proceed to resolution (including Step 4) regardless of the expiration date of the Agreement. Grievances arising after the expiration date of the Contract may be pursued through Step 3 only, and shall not be subject to arbitration.

Article 16 Labor Management Committees 16.1 Labor Management Committees. Kadlec and the Union agree to maintain a Labor Management Committee, which shall be comprised of not more than ten (10) representatives of the Kadlec and ten (10) representatives of the Union, representing all bargaining units. Union representatives will be selected by the Union. At least one of the following management representatives shall attend the meeting(s): a nurse executive or designee, a Executive Director, Ancillary Services or designee, and the Director of Human Resources or designee. Unless, otherwise mutually agreed to, the Committee shall meet at least ten (10) times per year, but no more than monthly for the purpose of discussing, and/or proposing resolutions including but not limited to:

16.1.1. Issues or problems in the worksite which affect bargaining unit members and which either party requests be placed on the agenda; 16.1.2. Issues or problems of contract administration which may arise from time to time, other than formal grievance; and

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16.1.3. As a forum for providing information on organizational changes and initiatives to bargaining unit members. 16.1.4. To discuss issues of concern and/or needed education regarding employers’ healthcare benefits, including quality, cost containment, and increased costs. 16.1.5. Issues regarding equity and inclusion of employees at the Medical Center, including appropriate training to address issues of equity and inclusion of employees at the Medical Center.

Minutes of the meeting shall be kept and made available to staff for a reasonable period of time as determined by the committee. The committee members will share responsibility for scheduling the meetings, chairing the meetings, and preparing the minutes.

16.2 Compensation. Employees who serve as representatives of the Union on the labor management committee shall do so without loss of pay for attendance at the meeting(s) that occur during their work shifts; however, at no time shall such participation result in the payment of overtime. Employees who are serving on the labor management committee shall provide at least two (2) weeks of advance notice to their manager about their attendance at the meeting(s). Employees who are scheduled to be on shift and who participate in the labor management committee meeting will be eligible to request release for thirty (30) minutes of meeting preparation time immediately before a scheduled labor management committee meeting. 16.3 Federal Mediation and Conciliation Service. The Parties agree to utilize the assistance of the Federal Mediation and Conciliation Service in facilitating the conduct of the initial sessions(s) of the “Labor Management Committee” provided for in the above, with a view toward maximizing the efficiency and productivity of the “Labor Management Committee.” 16.4 Unit/Department Committees. In recognition of the interest in creating and preserving a productive and positive working environment for bargaining unit employees, the Employer and the Union agree that each unit/department will designate a committee to discuss ongoing issues relevant to the bargaining unit members’ work in that unit/department. Such issues may include, but are not necessarily limited to, call guidelines, scheduling, staffing, unit training and education, work hours, and supplies. Committee meetings will be held on an as-needed basis, and will be scheduled at times convenient for the Employer and Committee members. The committee will be co-chaired by a Union-designated unit/department bargaining unit member and a management representative from that unit/department. The size of the committee, meeting times, and meeting format will be determined by the co-chairs. A Union staff member will not be a standing member of the committee, but, may, upon agreement by the co-chairs, be invited to attend the committee’s meeting(s).

Article 17 – No Strike/Lockout 17.1 No Strike. During the term of this Agreement, neither the Union nor its members, agents, representatives, employees or persons acting in concert with them shall incite, encourager or participate in any strike, picketing, sympathy strike, walkout, slowdown or any other activity that interrupts, impedes or disrupts work, or the delivery of goods or services provided by the Employer. In the event of any strike, picketing, walkout, slowdown or work stoppage, or a threat thereof, the Union

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and its officers will do everything within their power to end or avert same. 17.2 Discharge. Any employee participating in any strike, picketing, sympathy strike, walkout, slowdown, work stoppage or other activity in violation of this Article shall be subject to immediate dismissal, or such lesser discipline as the Employer shall determine. 17.3 No Lockout. The Employer agrees that during this same time period, there shall be no lockouts.

Article 18 – Management Rights The Union recognizes that the Employer has the obligation of serving the public with the highest quality of patient care, efficiently and economically, and meeting medical emergencies. Therefore, subject to the express terms and conditions of this Agreement, the management of the Medical Center and the direction of the work force, including the right to hire, classify, orient, train, assign, transfer, float, promote, suspend, discharge, maintain discipline, order and efficiency of its employees, and the right to relieve employees from duty due to lack of work, low census conditions or for other reasons; the right to layoff employees; the right to require reasonable overtime work of employees; the right to subcontract work; the right to promulgate, revise and modify rules, regulations and personnel policies; the right to determine the nature and extent to which the Medical Center shall be operated and to change such methods or procedures, including the use of new equipment or facilities; the right to establish and change job assignments, work schedules and standards of performance; the right to determine staffing requirements and staffing ratios; the right to determine the starting and ending time for each shift; and the right to extend, limit, curtail or contract out its operations, including the right to utilize the services of registry/agency personnel, is vested exclusively in the Employer. The Union recognizes that the above statement of management rights is for illustrative purposes only and should not be construed as restrictive or interpreted so as to exclude those prerogatives not mentioned which are inherent to the management function. All matters not covered by the specific provisions of this Agreement shall be administered by the Employer on a unilateral basis in accordance with such policies and procedures as it from time to time shall determine.

Article 19 – General Provisions 19.1 Effect of Invalidity. This Agreement shall be subject to all present and future applicable federal and state laws. Should any provision or provisions become unlawful by virtue of the declaration of any court of competent jurisdiction, such action shall not invalidate the entire Agreement. Any provisions of this Agreement not declared invalid shall remain in full force and effect for the life of the Agreement. If any provision is held invalid, the parties hereto shall enter into negotiations for the purpose of arriving at a mutually satisfactory replacement for such provision. 19.2 Amendments. Any change or amendments to this Agreement shall be in writing and duly executed by the parties hereto.

Article 20- Entire Agreement The foregoing represents the entire Agreement between the parties and supersedes any prior agreements or past practices. Both parties acknowledge that they had a full opportunity during negotiations to make any demands and proposals. There is no obligation on either party during the life of the Agreement to bargain collectively with respect to any matter, whether included or not included in

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APPENDIX A

ANESTHESIA TECHNICIAN ANESTHESIA TECHNICIAN LD CARDIAC SONOGRAPHER CARDIOVASCULAR LAB TECHNOLOGST CERTIFIED NURSING ASSISTANT CLINICAL INSTRUCTOR CLINICAL LABORATORY ASSISTANT CLINICAL MEAL TECHNICIAN COOK COOK ASSISTANT CT TECHNOLOGIST CVOR SURGICAL TECHNOLOGIST EKG TECHNICIAN ELECTROPHYSIOLOGY TECHNOLOGIST EMERGENCY DEPT TECHNICIAN I EMERGENCY DEPT TECHNICIAN II ENDOSCOPY TECHNICIAN HOUSEKEEPING TECHNICIAN HOUSEKEEPING TECHNICIAN LD IMAGING DATA ASSISTANT INTERPRETER BLOODLESS MED/SURG INTERVENTIONAL RADIOLOGY TECH IR/CATH TECH INVENTORY REVENUE SPEC KITCHEN FOOD SERVICE WORKER LIFT FACILITATOR MAMMO/QUAL CTRL TECHNOLOGST LD MAMMOGRAPHY TECHNOLOGIST MAMMOGRAPHY TECHNOLOGIST UNREG MEAL SERVICE REPRESENTATIVE MEDICAL LAB TECHNICIAN AA MONITOR TECHNICIAN MRI TECHNOLOGIST NEURODIAGNOSTIC TECHNOLOGIST NUCLEAR MEDICINE TECHNOLOGIST OB TECHNICIAN OCCUPATIONAL THERAPY ASST INPT OPERATING ROOM ASSISTANT OPERATING ROOM INVENTORY CLERK OR MATERIALS INVENTORY SPEC PATIENT ACCESS REP I PATIENT ACCESS REP II

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PATIENT ACCESS REP III PATIENT SITTER PHARMACY A TECHNICIAN PHARMACY AUTOMATION SPEC LEAD PHARMACY TECH CLIN COMPLIANCE PHARMACY TECHNICIAN PURCHASING PHARMACY TECHNICIAN SR PHLEBOTOMIST PHYSICAL THERAPY AIDE PHYSICAL THERAPY ASST INPT RADIOLOGIC TECHNOLOGIST RECEIVING CLERK RESPIRATORY CARE PRACTITIONER RESP CARE PRACTITIONER LD RETAIL FOOD SERVICE WORKER SCHEDULER CATH LAB SCHEDULER OR SPANISH INTERPRETER STERILE PROCESSING TECHNICIAN STORE ROOM STEWARD SUPPLY CHAIN TECH I SURGICAL TECHNOLOGIST TRANSPORT AIDE ULTRASOUND TECHNOLOGIST UNIT SECRETARY UNIT SECRETARY CERTIFIED UNIT SECRETARY/CERT NURS ASST UNIT SECRETARY/TECHNICIAN

Page 1 of 2

POSITION TITLEGRAD

E BASE1-

YR2-

YR3-

YR4-

YR5-

YR6-

YR7-

YR8-

YR9-

YR10- YR

11- YR

12- YR

13- YR

14- YR

15- YR

16- YR

17- YR

18- YR

19- YR

20- YR

21- YR

22- YR

23- YR

24- YR

25- YR

ANESTHESIA TECHNICIAN 14 $18.51 $19.16 $19.78 $20.37 $20.93 $21.45 $21.93 $22.37 $22.82 $23.22 $23.63 $24.04 $24.46 $24.83 $25.20 $25.58 $25.90 $25.90 $26.22 $26.22 $26.55 $26.55 $26.82 $26.82 $27.09 $27.36 ANESTHESIA TECHNICIAN LD GRDFTH 15 $19.62 $20.31 $20.97 $21.60 $22.19 $22.74 $23.25 $23.72 $24.19 $24.61 $25.04 $25.48 $25.93 $26.32 $26.71 $27.11 $27.45 $27.45 $27.79 $27.79 $28.14 $28.14 $28.42 $28.42 $28.70 $28.99 CARDIAC SONOGRAPHER 24 $33.15 $34.31 $35.43 $36.49 $37.49 $38.43 $39.29 $40.08 $40.88 $41.60 $42.33 $43.07 $43.82 $44.48 $45.15 $45.83 $46.40 $46.40 $46.98 $46.98 $47.57 $47.57 $48.05 $48.05 $48.53 $49.01 CARDIOVASCULAR LAB TECHNOLOGST 23 $31.27 $32.36 $33.41 $34.41 $35.36 $36.24 $37.06 $37.80 $38.56 $39.23 $39.92 $40.62 $41.33 $41.95 $42.58 $43.22 $43.76 $43.76 $44.31 $44.31 $44.86 $44.86 $45.31 $45.31 $45.76 $46.21 CERTIFIED NURSING ASSISTANT 08a $13.50 $13.98 $14.43 $14.87 $15.27 $15.65 $16.01 $16.33 $16.66 $16.95 $17.25 $17.55 $17.86 $18.13 $18.40 $18.68 $18.91 $18.91 $19.15 $19.15 $19.39 $19.39 $19.59 $19.59 $19.79 $19.98 CLINICAL INSTRUCTOR 21 $27.83 $28.80 $29.74 $30.63 $31.47 $32.26 $32.99 $33.65 $34.32 $34.92 $35.53 $36.15 $36.78 $37.33 $37.89 $38.46 $38.94 $38.94 $39.43 $39.43 $39.92 $39.92 $40.32 $40.32 $40.72 $41.13 CLINICAL LABORATORY ASSISTANT 10 $14.66 $15.17 $15.66 $16.13 $16.57 $16.98 $17.36 $17.71 $18.06 $18.38 $18.70 $19.03 $19.36 $19.65 $19.94 $20.24 $20.49 $20.49 $20.75 $20.75 $21.01 $21.01 $21.22 $21.22 $21.43 $21.64 CLINICAL MEAL TECHNICIAN (replaced EXPEDITOR AND DIET TECH)

12 $16.47 $17.05 $17.60 $18.13 $18.63 $19.10 $19.53 $19.92 $20.32 $20.68 $21.04 $21.41 $21.78 $22.11 $22.44 $22.78 $23.06 $23.06 $23.35 $23.35 $23.64 $23.64 $23.88 $23.88 $24.12 $24.36

COOK (Roles include production cook and patient room service cook functions)

10 $14.66 $15.17 $15.66 $16.13 $16.57 $16.98 $17.36 $17.71 $18.06 $18.38 $18.70 $19.03 $19.36 $19.65 $19.94 $20.24 $20.49 $20.49 $20.75 $20.75 $21.01 $21.01 $21.22 $21.22 $21.43 $21.64

COOK ASSISTANT (Roles include retail food production and patient room service cook assistant functions)

09 $13.82 $14.30 $14.76 $15.20 $15.62 $16.01 $16.37 $16.70 $17.03 $17.33 $17.63 $17.94 $18.25 $18.52 $18.80 $19.08 $19.32 $19.32 $19.56 $19.56 $19.80 $19.80 $20.00 $20.00 $20.20 $20.40

CT TECHNOLOGIST UNREG 21 $27.83 $28.80 $29.74 $30.63 $31.47 $32.26 $32.99 $33.65 $34.32 $34.92 $35.53 $36.15 $36.78 $37.33 $37.89 $38.46 $38.94 $38.94 $39.43 $39.43 $39.92 $39.92 $40.32 $40.32 $40.72 $41.13 CT TECHNOLOGIST 22 $29.50 $30.53 $31.52 $32.47 $33.36 $34.19 $34.96 $35.66 $36.37 $37.01 $37.66 $38.32 $38.99 $39.57 $40.16 $40.76 $41.27 $41.27 $41.79 $41.79 $42.31 $42.31 $42.73 $42.73 $43.16 $43.59 CVOR SURGICAL TECHNOLOGIST 17 $22.05 $22.82 $23.56 $24.27 $24.94 $25.56 $26.14 $26.66 $27.19 $27.67 $28.15 $28.64 $29.14 $29.58 $30.02 $30.47 $30.85 $30.85 $31.24 $31.24 $31.63 $31.63 $31.95 $31.95 $32.27 $32.59 EKG TECHNICIAN 10 $14.66 $15.17 $15.66 $16.13 $16.57 $16.98 $17.36 $17.71 $18.06 $18.38 $18.70 $19.03 $19.36 $19.65 $19.94 $20.24 $20.49 $20.49 $20.75 $20.75 $21.01 $21.01 $21.22 $21.22 $21.43 $21.64 ELECTROPHYSIOLOGY TECHNOLOGIST 28 $41.86 $43.33 $44.74 $46.08 $47.35 $48.53 $49.62 $50.61 $51.62 $52.52 $53.44 $54.38 $55.33 $56.16 $57.00 $57.86 $58.58 $58.58 $59.31 $59.31 $60.05 $60.05 $60.65 $60.65 $61.26 $61.87 EMERGENCY DEPT TECHNICIAN I 10 $14.66 $15.17 $15.66 $16.13 $16.57 $16.98 $17.36 $17.71 $18.06 $18.38 $18.70 $19.03 $19.36 $19.65 $19.94 $20.24 $20.49 $20.49 $20.75 $20.75 $21.01 $21.01 $21.22 $21.22 $21.43 $21.64 EMERGENCY DEPT TECHNICIAN II 11 $15.54 $16.08 $16.60 $17.10 $17.57 $18.01 $18.42 $18.79 $19.17 $19.51 $19.85 $20.20 $20.55 $20.86 $21.17 $21.49 $21.76 $21.76 $22.03 $22.03 $22.31 $22.31 $22.53 $22.53 $22.76 $22.99 ENDOSCOPY TECHNICIAN 12 $16.47 $17.05 $17.60 $18.13 $18.63 $19.10 $19.53 $19.92 $20.32 $20.68 $21.04 $21.41 $21.78 $22.11 $22.44 $22.78 $23.06 $23.06 $23.35 $23.35 $23.64 $23.64 $23.88 $23.88 $24.12 $24.36 HOUSEKEEPING TECHNICIAN 06 $12.00 $12.42 $12.82 $13.20 $13.56 $13.90 $14.21 $14.49 $14.78 $15.04 $15.30 $15.57 $15.84 $16.08 $16.32 $16.56 $16.77 $16.77 $16.98 $16.98 $17.19 $17.19 $17.36 $17.36 $17.53 $17.70 HOUSEKEEPING TECHNICIAN LD GRDFTH 07 $12.30 $12.73 $13.14 $13.53 $13.90 $14.25 $14.57 $14.86 $15.16 $15.43 $15.70 $15.97 $16.25 $16.49 $16.74 $16.99 $17.20 $17.20 $17.42 $17.42 $17.64 $17.64 $17.82 $17.82 $18.00 $18.19 IMAGING DATA ASSISTANT 11 $15.54 $16.08 $16.60 $17.10 $17.57 $18.01 $18.42 $18.79 $19.17 $19.51 $19.85 $20.20 $20.55 $20.86 $21.17 $21.49 $21.76 $21.76 $22.03 $22.03 $22.31 $22.31 $22.53 $22.53 $22.76 $22.99 INTERPRETER BLOODLESS MED/SURG 15 $19.62 $20.31 $20.97 $21.60 $22.19 $22.74 $23.25 $23.72 $24.19 $24.61 $25.04 $25.48 $25.93 $26.32 $26.71 $27.11 $27.45 $27.45 $27.79 $27.79 $28.14 $28.14 $28.42 $28.42 $28.70 $28.99 INTERVENTIONAL RADIOLOGY TECH 23 $31.27 $32.36 $33.41 $34.41 $35.36 $36.24 $37.06 $37.80 $38.56 $39.23 $39.92 $40.62 $41.33 $41.95 $42.58 $43.22 $43.76 $43.76 $44.31 $44.31 $44.86 $44.86 $45.31 $45.31 $45.76 $46.21 INVENTORY REVENUE SPECIALIST 17 $22.05 $22.82 $23.56 $24.27 $24.94 $25.56 $26.14 $26.66 $27.19 $27.67 $28.15 $28.64 $29.14 $29.58 $30.02 $30.47 $30.85 $30.85 $31.24 $31.24 $31.63 $31.63 $31.95 $31.95 $32.27 $32.59 IR/CATH TECH 23 $31.27 $32.36 $33.41 $34.41 $35.36 $36.24 $37.06 $37.80 $38.56 $39.23 $39.92 $40.62 $41.33 $41.95 $42.58 $43.22 $43.76 $43.76 $44.31 $44.31 $44.86 $44.86 $45.31 $45.31 $45.76 $46.21 KITCHEN FOOD SERVICE WORKER (Roles include dishwasher, pots and pans, janitor)

06 $12.00 $12.42 $12.82 $13.20 $13.56 $13.90 $14.21 $14.49 $14.78 $15.04 $15.30 $15.57 $15.84 $16.08 $16.32 $16.56 $16.77 $16.77 $16.98 $16.98 $17.19 $17.19 $17.36 $17.36 $17.53 $17.70

LIFT FACILITATOR 08 $13.04 $13.50 $13.94 $14.36 $14.75 $15.12 $15.46 $15.77 $16.09 $16.37 $16.66 $16.95 $17.25 $17.51 $17.77 $18.04 $18.27 $18.27 $18.50 $18.50 $18.73 $18.73 $18.92 $18.92 $19.11 $19.30 MAMMO/QUAL CTRL TECHNOLOGST LD 22 $29.50 $30.53 $31.52 $32.47 $33.36 $34.19 $34.96 $35.66 $36.37 $37.01 $37.66 $38.32 $38.99 $39.57 $40.16 $40.76 $41.27 $41.27 $41.79 $41.79 $42.31 $42.31 $42.73 $42.73 $43.16 $43.59 MAMMOGRAPHY TECHNOLOGIST UNREG 21 $27.83 $28.80 $29.74 $30.63 $31.47 $32.26 $32.99 $33.65 $34.32 $34.92 $35.53 $36.15 $36.78 $37.33 $37.89 $38.46 $38.94 $38.94 $39.43 $39.43 $39.92 $39.92 $40.32 $40.32 $40.72 $41.13 MAMMOGRAPHY TECHNOLOGIST 22 $29.50 $30.53 $31.52 $32.47 $33.36 $34.19 $34.96 $35.66 $36.37 $37.01 $37.66 $38.32 $38.99 $39.57 $40.16 $40.76 $41.27 $41.27 $41.79 $41.79 $42.31 $42.31 $42.73 $42.73 $43.16 $43.59 MEAL SERVICE REPRESENTATIVE (Roles include TAPS and MSR)

08 $13.04 $13.50 $13.94 $14.36 $14.75 $15.12 $15.46 $15.77 $16.09 $16.37 $16.66 $16.95 $17.25 $17.51 $17.77 $18.04 $18.27 $18.27 $18.50 $18.50 $18.73 $18.73 $18.92 $18.92 $19.11 $19.30

MEDICAL LAB TECHNICIAN AA 17 $22.05 $22.82 $23.56 $24.27 $24.94 $25.56 $26.14 $26.66 $27.19 $27.67 $28.15 $28.64 $29.14 $29.58 $30.02 $30.47 $30.85 $30.85 $31.24 $31.24 $31.63 $31.63 $31.95 $31.95 $32.27 $32.59 MONITOR TECHNICIAN 11 $15.54 $16.08 $16.60 $17.10 $17.57 $18.01 $18.42 $18.79 $19.17 $19.51 $19.85 $20.20 $20.55 $20.86 $21.17 $21.49 $21.76 $21.76 $22.03 $22.03 $22.31 $22.31 $22.53 $22.53 $22.76 $22.99 MRI TECHNOLOGIST UNREG 23 $31.27 $32.36 $33.41 $34.41 $35.36 $36.24 $37.06 $37.80 $38.56 $39.23 $39.92 $40.62 $41.33 $41.95 $42.58 $43.22 $43.76 $43.76 $44.31 $44.31 $44.86 $44.86 $45.31 $45.31 $45.76 $46.21 MRI TECHNOLOGIST 24 $33.15 $34.31 $35.43 $36.49 $37.49 $38.43 $39.29 $40.08 $40.88 $41.60 $42.33 $43.07 $43.82 $44.48 $45.15 $45.83 $46.40 $46.40 $46.98 $46.98 $47.57 $47.57 $48.05 $48.05 $48.53 $49.01 NEURODIAGNOSTIC TECHNOLOGIST 18 $23.37 $24.19 $24.98 $25.73 $26.44 $27.10 $27.71 $28.26 $28.83 $29.33 $29.84 $30.36 $30.89 $31.35 $31.82 $32.30 $32.70 $32.70 $33.11 $33.11 $33.52 $33.52 $33.86 $33.86 $34.20 $34.55 NUCLEAR MEDICINE TECHNOLOGIST 24 $33.15 $34.31 $35.43 $36.49 $37.49 $38.43 $39.29 $40.08 $40.88 $41.60 $42.33 $43.07 $43.82 $44.48 $45.15 $45.83 $46.40 $46.40 $46.98 $46.98 $47.57 $47.57 $48.05 $48.05 $48.53 $49.01 OB TECHNICIAN 14 $18.51 $19.16 $19.78 $20.37 $20.93 $21.45 $21.93 $22.37 $22.82 $23.22 $23.63 $24.04 $24.46 $24.83 $25.20 $25.58 $25.90 $25.90 $26.22 $26.22 $26.55 $26.55 $26.82 $26.82 $27.09 $27.36 OCCUPATIONAL THERAPY ASST INPT 19 $24.77 $25.64 $26.47 $27.26 $28.01 $28.71 $29.36 $29.95 $30.55 $31.08 $31.62 $32.17 $32.73 $33.22 $33.72 $34.23 $34.66 $34.66 $35.09 $35.09 $35.53 $35.53 $35.89 $35.89 $36.25 $36.61 OPERATING ROOM ASSISTANT 10 $14.66 $15.17 $15.66 $16.13 $16.57 $16.98 $17.36 $17.71 $18.06 $18.38 $18.70 $19.03 $19.36 $19.65 $19.94 $20.24 $20.49 $20.49 $20.75 $20.75 $21.01 $21.01 $21.22 $21.22 $21.43 $21.64 OPERATING ROOM INVENTORY CLERK 09 $13.82 $14.30 $14.76 $15.20 $15.62 $16.01 $16.37 $16.70 $17.03 $17.33 $17.63 $17.94 $18.25 $18.52 $18.80 $19.08 $19.32 $19.32 $19.56 $19.56 $19.80 $19.80 $20.00 $20.00 $20.20 $20.40 OR MATERIALS INVENTORY SPEC 17 $22.05 $22.82 $23.56 $24.27 $24.94 $25.56 $26.14 $26.66 $27.19 $27.67 $28.15 $28.64 $29.14 $29.58 $30.02 $30.47 $30.85 $30.85 $31.24 $31.24 $31.63 $31.63 $31.95 $31.95 $32.27 $32.59 PATIENT ACCESS REP I 09 $13.82 $14.30 $14.76 $15.20 $15.62 $16.01 $16.37 $16.70 $17.03 $17.33 $17.63 $17.94 $18.25 $18.52 $18.80 $19.08 $19.32 $19.32 $19.56 $19.56 $19.80 $19.80 $20.00 $20.00 $20.20 $20.40 PATIENT ACCESS REP II 10 $14.66 $15.17 $15.66 $16.13 $16.57 $16.98 $17.36 $17.71 $18.06 $18.38 $18.70 $19.03 $19.36 $19.65 $19.94 $20.24 $20.49 $20.49 $20.75 $20.75 $21.01 $21.01 $21.22 $21.22 $21.43 $21.64 PATIENT ACCESS REP III 11 $15.54 $16.08 $16.60 $17.10 $17.57 $18.01 $18.42 $18.79 $19.17 $19.51 $19.85 $20.20 $20.55 $20.86 $21.17 $21.49 $21.76 $21.76 $22.03 $22.03 $22.31 $22.31 $22.53 $22.53 $22.76 $22.99 PATIENT SITTER 06 $12.00 $12.42 $12.82 $13.20 $13.56 $13.90 $14.21 $14.49 $14.78 $15.04 $15.30 $15.57 $15.84 $16.08 $16.32 $16.56 $16.77 $16.77 $16.98 $16.98 $17.19 $17.19 $17.36 $17.36 $17.53 $17.70 PHARMACY A TECHNICIAN 13 $17.46 $18.07 $18.66 $19.22 $19.75 $20.24 $20.70 $21.11 $21.53 $21.91 $22.29 $22.68 $23.08 $23.43 $23.78 $24.14 $24.44 $24.44 $24.75 $24.75 $25.06 $25.06 $25.31 $25.31 $25.56 $25.81 PHARMACY AUTOMATION SPEC LEAD 13 $17.46 $18.07 $18.66 $19.22 $19.75 $20.24 $20.70 $21.11 $21.53 $21.91 $22.29 $22.68 $23.08 $23.43 $23.78 $24.14 $24.44 $24.44 $24.75 $24.75 $25.06 $25.06 $25.31 $25.31 $25.56 $25.81 PHARMACY TECH CLIN COMPLIANCE 15 $19.62 $20.31 $20.97 $21.60 $22.19 $22.74 $23.25 $23.72 $24.19 $24.61 $25.04 $25.48 $25.93 $26.32 $26.71 $27.11 $27.45 $27.45 $27.79 $27.79 $28.14 $28.14 $28.42 $28.42 $28.70 $28.99 PHARMACY TECHNICIAN PURCHASING 16 $20.80 $21.53 $22.23 $22.90 $23.53 $24.12 $24.66 $25.15 $25.65 $26.10 $26.56 $27.02 $27.49 $27.90 $28.32 $28.74 $29.10 $29.10 $29.46 $29.46 $29.83 $29.83 $30.13 $30.13 $30.43 $30.74 PHARMACY TECHNICIAN SR 15 $19.62 $20.31 $20.97 $21.60 $22.19 $22.74 $23.25 $23.72 $24.19 $24.61 $25.04 $25.48 $25.93 $26.32 $26.71 $27.11 $27.45 $27.45 $27.79 $27.79 $28.14 $28.14 $28.42 $28.42 $28.70 $28.99 PHLEBOTOMIST 10 $14.66 $15.17 $15.66 $16.13 $16.57 $16.98 $17.36 $17.71 $18.06 $18.38 $18.70 $19.03 $19.36 $19.65 $19.94 $20.24 $20.49 $20.49 $20.75 $20.75 $21.01 $21.01 $21.22 $21.22 $21.43 $21.64

Kadlec Regional Medical Center - SEIU_Package ProposalFinal Step Scales by Position Titles, November 7, 2018

Sorted by Position Title (Alpha)

Page 2 of 2

POSITION TITLEGRAD

E BASE1-

YR2-

YR3-

YR4-

YR5-

YR6-

YR7-

YR8-

YR9-

YR10- YR

11- YR

12- YR

13- YR

14- YR

15- YR

16- YR

17- YR

18- YR

19- YR

20- YR

21- YR

22- YR

23- YR

24- YR

25- YR

Kadlec Regional Medical Center - SEIU_Package ProposalFinal Step Scales by Position Titles, November 7, 2018

Sorted by Position Title (Alpha)

PHYSICAL THERAPY AIDE 07 $12.30 $12.73 $13.14 $13.53 $13.90 $14.25 $14.57 $14.86 $15.16 $15.43 $15.70 $15.97 $16.25 $16.49 $16.74 $16.99 $17.20 $17.20 $17.42 $17.42 $17.64 $17.64 $17.82 $17.82 $18.00 $18.19 PHYSICAL THERAPY ASST INPT 19 $24.77 $25.64 $26.47 $27.26 $28.01 $28.71 $29.36 $29.95 $30.55 $31.08 $31.62 $32.17 $32.73 $33.22 $33.72 $34.23 $34.66 $34.66 $35.09 $35.09 $35.53 $35.53 $35.89 $35.89 $36.25 $36.61 RADIOLOGIC TECHNOLOGIST UNREG 18 $23.37 $24.19 $24.98 $25.73 $26.44 $27.10 $27.71 $28.26 $28.83 $29.33 $29.84 $30.36 $30.89 $31.35 $31.82 $32.30 $32.70 $32.70 $33.11 $33.11 $33.52 $33.52 $33.86 $33.86 $34.20 $34.55 RADIOLOGIC TECHNOLOGIST 19 $24.77 $25.64 $26.47 $27.26 $28.01 $28.71 $29.36 $29.95 $30.55 $31.08 $31.62 $32.17 $32.73 $33.22 $33.72 $34.23 $34.66 $34.66 $35.09 $35.09 $35.53 $35.53 $35.89 $35.89 $36.25 $36.61 RECEIVING CLERK 09 $13.82 $14.30 $14.76 $15.20 $15.62 $16.01 $16.37 $16.70 $17.03 $17.33 $17.63 $17.94 $18.25 $18.52 $18.80 $19.08 $19.32 $19.32 $19.56 $19.56 $19.80 $19.80 $20.00 $20.00 $20.20 $20.40 RESPIRATORY CARE PRACTITIONER 20 $26.26 $27.18 $28.06 $28.90 $29.69 $30.43 $31.11 $31.73 $32.36 $32.93 $33.51 $34.10 $34.70 $35.22 $35.75 $36.29 $36.74 $36.74 $37.20 $37.20 $37.67 $37.67 $38.05 $38.05 $38.43 $38.82 RESPIRATORY CARE PRACTITIONER LD GRDFTH

21 $27.83 $28.80 $29.74 $30.63 $31.47 $32.26 $32.99 $33.65 $34.32 $34.92 $35.53 $36.15 $36.78 $37.33 $37.89 $38.46 $38.94 $38.94 $39.43 $39.43 $39.92 $39.92 $40.32 $40.32 $40.72 $41.13

RETAIL FOOD SERVICE WORKER (Roles include Café Service, Cashiers, Baristas)

06 $12.00 $12.42 $12.82 $13.20 $13.56 $13.90 $14.21 $14.49 $14.78 $15.04 $15.30 $15.57 $15.84 $16.08 $16.32 $16.56 $16.77 $16.77 $16.98 $16.98 $17.19 $17.19 $17.36 $17.36 $17.53 $17.70

SCHEDULER CATH LAB 12 $16.47 $17.05 $17.60 $18.13 $18.63 $19.10 $19.53 $19.92 $20.32 $20.68 $21.04 $21.41 $21.78 $22.11 $22.44 $22.78 $23.06 $23.06 $23.35 $23.35 $23.64 $23.64 $23.88 $23.88 $24.12 $24.36 SCHEDULER OR 12 $16.47 $17.05 $17.60 $18.13 $18.63 $19.10 $19.53 $19.92 $20.32 $20.68 $21.04 $21.41 $21.78 $22.11 $22.44 $22.78 $23.06 $23.06 $23.35 $23.35 $23.64 $23.64 $23.88 $23.88 $24.12 $24.36 SPANISH INTERPRETER 15 $19.62 $20.31 $20.97 $21.60 $22.19 $22.74 $23.25 $23.72 $24.19 $24.61 $25.04 $25.48 $25.93 $26.32 $26.71 $27.11 $27.45 $27.45 $27.79 $27.79 $28.14 $28.14 $28.42 $28.42 $28.70 $28.99 STERILE PROCESSING TECHNICIAN 11 $15.54 $16.08 $16.60 $17.10 $17.57 $18.01 $18.42 $18.79 $19.17 $19.51 $19.85 $20.20 $20.55 $20.86 $21.17 $21.49 $21.76 $21.76 $22.03 $22.03 $22.31 $22.31 $22.53 $22.53 $22.76 $22.99 STORE ROOM STEWARD 09 $13.82 $14.30 $14.76 $15.20 $15.62 $16.01 $16.37 $16.70 $17.03 $17.33 $17.63 $17.94 $18.25 $18.52 $18.80 $19.08 $19.32 $19.32 $19.56 $19.56 $19.80 $19.80 $20.00 $20.00 $20.20 $20.40 SUPPLY CHAIN TECH I 09 $13.82 $14.30 $14.76 $15.20 $15.62 $16.01 $16.37 $16.70 $17.03 $17.33 $17.63 $17.94 $18.25 $18.52 $18.80 $19.08 $19.32 $19.32 $19.56 $19.56 $19.80 $19.80 $20.00 $20.00 $20.20 $20.40 SURGICAL TECHNOLOGIST 16 $20.80 $21.53 $22.23 $22.90 $23.53 $24.12 $24.66 $25.15 $25.65 $26.10 $26.56 $27.02 $27.49 $27.90 $28.32 $28.74 $29.10 $29.10 $29.46 $29.46 $29.83 $29.83 $30.13 $30.13 $30.43 $30.74 TRANSPORT AIDE 06 $12.00 $12.42 $12.82 $13.20 $13.56 $13.90 $14.21 $14.49 $14.78 $15.04 $15.30 $15.57 $15.84 $16.08 $16.32 $16.56 $16.77 $16.77 $16.98 $16.98 $17.19 $17.19 $17.36 $17.36 $17.53 $17.70 ULTRASOUND TECHNOLOGIST UNREG 23 $31.27 $32.36 $33.41 $34.41 $35.36 $36.24 $37.06 $37.80 $38.56 $39.23 $39.92 $40.62 $41.33 $41.95 $42.58 $43.22 $43.76 $43.76 $44.31 $44.31 $44.86 $44.86 $45.31 $45.31 $45.76 $46.21 ULTRASOUND TECHNOLOGIST 24 $33.15 $34.31 $35.43 $36.49 $37.49 $38.43 $39.29 $40.08 $40.88 $41.60 $42.33 $43.07 $43.82 $44.48 $45.15 $45.83 $46.40 $46.40 $46.98 $46.98 $47.57 $47.57 $48.05 $48.05 $48.53 $49.01 UNIT SECRETARY 10 $14.66 $15.17 $15.66 $16.13 $16.57 $16.98 $17.36 $17.71 $18.06 $18.38 $18.70 $19.03 $19.36 $19.65 $19.94 $20.24 $20.49 $20.49 $20.75 $20.75 $21.01 $21.01 $21.22 $21.22 $21.43 $21.64 UNIT SECRETARY CERTIFIED 10 $14.66 $15.17 $15.66 $16.13 $16.57 $16.98 $17.36 $17.71 $18.06 $18.38 $18.70 $19.03 $19.36 $19.65 $19.94 $20.24 $20.49 $20.49 $20.75 $20.75 $21.01 $21.01 $21.22 $21.22 $21.43 $21.64 UNIT SECRETARY/CERT NURS ASST 10 $14.66 $15.17 $15.66 $16.13 $16.57 $16.98 $17.36 $17.71 $18.06 $18.38 $18.70 $19.03 $19.36 $19.65 $19.94 $20.24 $20.49 $20.49 $20.75 $20.75 $21.01 $21.01 $21.22 $21.22 $21.43 $21.64 UNIT SECRETARY/TECHNICIAN 10 $14.66 $15.17 $15.66 $16.13 $16.57 $16.98 $17.36 $17.71 $18.06 $18.38 $18.70 $19.03 $19.36 $19.65 $19.94 $20.24 $20.49 $20.49 $20.75 $20.75 $21.01 $21.01 $21.22 $21.22 $21.43 $21.64

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LETTERS OF UNDERSTANDING

Letter of Understanding Relating to Inland Imaging

Kadlec affirms herein that during the life of this Agreement, it will not subcontract out work performed by its Technologists in the bargaining unit to Inland Imaging. This LOU will expire with this Agreement.

Letter of Understanding Regarding Callback Hours If employees are scheduled by the Medical Center for more than 1250 hours of standby during a calendar year in a unit that requires call, employees will be paid at the rate of an additional $4.50 per hour for all hours in excess of 1250 hours. This amount will be paid in a lump sum on an annual basis, less withholdings and deductions. Payment will be made on a separate check. Employees who trade, volunteer or sign up for a greater number of standby hours voluntarily may not count such hours toward the 1250 hours. Letter of Understanding Regarding Bachelors/Certification Premium Practices This memorandum memorializes Kadlec’s current practices regarding payment of any Bachelor’s/certification premium. Education (Bachelor’s) credit premium is granted for one successive related degree attained beyond job description requirement. In cases where an employee achieves additional credentials not required by the job classification, and meeting the criteria set forth below, the employee may be eligible for a 2% increase. Employees are limited to one education/Bachelor’s credit and one certification (e.g. cannot receive 2 credits for having 2 certs). For Diagnostic Imaging, include Cardiac Cath, IR, and EP Technologist positions only, additional certifications may be awarded up to 4 (i.e. 8% total). Certification credit is granted when all of the following criteria is met:

• Prior organizational recognition (by Human Resources); • Related to current position; • An examination or verification process; and • Ongoing educational or work requirements to maintain credential. • Includes national certifications, registrations, licenses, or advanced degrees that are not

recognized when setting starting wage rate or required by the job description.

Letter of Understanding Regarding Step Schedule Placement

1. General Step Placement Process

Effective January 2020, all employees will be placed upon the step schedule according to the nearest step’s pay rate, provided that (1) the step is at least the employee’s base wage rate; and (2) the step is

29

not more than 3% above the employee’s base wage rate (except for progression between Step 1 and 2 of the Schedule).

2. Experience Analysis Process

By February 15, 2019, Kadlec will notify employees of their anticipated placement on the step schedule, e.g., step 10 of the schedule.

No later than March 8, 2019, regular Full and Part-Time employees (excluding per diem employees) may request that Kadlec consider their years of credited experience by submitting a completed resume to Human Resources (universal template to be provided by Human Resources) with recent and relevant job experience, including Kadlec positions, listing the following details:

• Beginning month/year to ending month/year

• Job Title

• Details of job duties performed

• Per diem, part-time or full-time status in job title

Employees must provide their own information. Human Resources will not be able to provide resume/application used upon hire at Kadlec. Kadlec may discount years of experience based on hours worked by the employee, in its discretion. Employees who worked less than 1000 hours in per diem or part-time status will only receive partial credit (no more than .50%) for that time. Kadlec will complete its review of the requests submitted by employees by April 30, 2019, and will notify employees of the decision regarding the requests by May 3, 2019. If a employee disputes Kadlec’s decision, he/she may, with a union representative, meet with Kadlec Human Resources to discuss his/her dispute; these disputes will not be subject to the grievance and arbitration process set forth in the parties’ Agreement. Any such disputes must be submitted by May 15, 2019, and concluded by May 31, 2019.

3. Credit for Experience and Related Process

a. Effective June 9, 2019, employees whose current base rate of pay is behind the step their experience would place them on according to the step schedule (as determined by Kadlec pursuant to the process as described above), will receive a pay increase of one-half the difference between the rate of pay reflected on the step schedule and the employee’s current pay rate, provided that such increase does not exceed 1.5%. If the difference exceeds 1.5%, the employee will receive a 1.5% pay increase.

b. If, after June 9, 2019, bargaining unit employees are not equal to the step their years of experience would place them on according to the step schedule (as determined by Kadlec pursuant to the process as described above), Kadlec agrees that it will, for 2020, allocate an amount equal to 1.0% of its total payroll for bargaining unit employees, for the purpose of step experience credit. Kadlec and the Union agree that, no later than September 1, 2019, the parties will meet to discuss a fair and reasonable process by which to provide credit for experience in 2020 to eligible bargaining unit employees, the cost of which will not exceed 1.0%

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of total payroll for bargaining unit employees. If any amount is not used towards credit for experience/step schedule placement, Kadlec will pay such sum as a lump sum bonus (pro-rated by FTE, .20 for per diem employees), less withholdings and deductions, to bargaining unit employees. All terms and conditions of the parties’ Agreement will remain in full force and effect.

Letter of Understanding Regarding Call Response Time

Employees who are on-call should arrive as soon as possible but no later than 30 minutes. In the event that the Medical Center is designated as a Trauma II facility during this Agreement, and such designation requires call response times of 20 minutes or less, the Medical Center will notify the Union of the 20-minute call response requirement, and at the Union’s request, Article 7.14 Call Back Pay will be re-opened for bargaining. All other articles set forth in this Agreement shall remain in full force and effect.

Letter of Understanding Regarding PTO

No later than January 31, 2019, the Employer agrees that it will, on a one-time basis, add up to two days of PTO (hours will be equal to the employee’s regularly scheduled shift length, e.g., 8, 10, or 12 hour shift, pro-rated by FTE) to the PTO banks of any current benefits-eligible bargaining unit employee who, as a result of the Employer’s change in PTO plan effective January 1, 2016, received less PTO accruals totaling two or more days of PTO hours (i.e. 16 or more fewer PTO hours for a 1.0 FTE) on an annual basis as a result of the 2016 change to the Employer’s PTO plan change. Further, no later than January 31, 2020, the Employer agrees that it will, on a one time basis, add one day of PTO (hours will be equal to the employee’s regularly scheduled shift length, e.g., 8, 10 or 12 hour shift, pro-rated by FTE) to the PTO banks of any current benefits-eligible bargaining unit employee who, as a result of the Employer’s change in PTO plan effective January 1, 2016, received less PTO accruals totaling two or more days of PTO hours (i.e. 16 or more fewer PTO hours for a 1.0 FTE) on an annual basis as a result of the 2016 change to the Employer’s PTO plan change.

Letter of Understanding Relating To Sunset Date for EIB

The parties agree, no later than October 1, 2020, to meet and discuss options relating to the phase-out of permitted EIB usage for bargaining unit members scheduled to occur on December 31, 2020. At such time, only Article 12.1 of this Agreement will be opened for bargaining. All other terms and conditions of the Agreement will remain in full force and effect.

Letter of Understanding Regarding Medical Benefits

2019 & 2020 Medical Benefits. The Employer agrees to offer the 2018 HRA, the HSA, and, dental coverage in 2019 and 2020. In 2019 and 2020, for medical insurance, health incentive funding for each of the medical plans will not be reduced; there will be no changes to the plan annual in-network deductibles, or in-network out-of-pocket maximums. In 2019, the percentage of employee premium contributions for employee only coverage and dependent coverage will not change for medical and dental from the rates set forth in 2019 open enrollment materials. Material plan design changes will not be made unless required to comply with federally mandated Health Care Reform or other applicable law or regulation. Changes in networks or health care providers available under existing plans shall not be considered a material reduction in benefits during this agreement. The parties also agree that the

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Employer does not have an obligation to bargain over changes required by applicable law or regulation (e.g. Health Care Reform) although the Union may ask to bargain over the effects of such changes.

For 2020, premiums will not increase by more than 10% (on a blended average basis) from 2019 rates. The parties agree that Article 14.1, Benefits, may be opened for bargaining in good faith by the Union if there are material reductions in benefits under the plans offered by the Employer, and/or material increases in in-network deductibles, or in-network out-of-pocket maximums, and the amount of premium percentage, or a material reduction in the employer contributions under the health incentive program (excluding those required by law or regulation). Changes in networks or healthcare providers, available under existing plans shall not be considered a material reduction in benefit during this Agreement. The Employer agrees to provide written notice of benefit plan changes or before September 15, of the applicable year, at which point, upon the request of the Union, only Article 14.1 may be reopened for negotiation.

Any planned material reductions in benefits (as defined above) and/or increases in premiums exceeding 10% (on a blended average basis) for year 2021 will be subject to the same notification and re-opener requirements set forth for year 2020 of this LOU. Other than Article 14.1, all other provisions of this Agreement will remain in full force and effect. Notification of any such changes will be made no later than September 15, 2020.

Letter of Understanding Regarding 7/70 Work Schedule –

This memorandum of understanding is entered into and between Kadlec and SEIU 1199NW (the “parties”). All existing contractual provisions set forth in the parties’ Collective Bargaining shall apply unless otherwise provided for herein. The provisions of the Agreement set forth in Articles 7.3, Innovative Work Schedules, and 10.1, Restructure, apply to any changes to schedules covered by this memorandum of understanding.

The 7/70 work schedule is as follows:

1. The work schedule will generally consist of seven (7) consecutive shifts of work and seven (7) consecutive shifts when the employee will not be scheduled. However, nothing herein prevents an employee from picking up extra shifts during any pay period. When applicable, extra hours worked will be paid at the appropriate overtime rate.

2. Each scheduled shift will be ten (10) hours in length. 3. The employee will work a total of seventy (70) hours in a two-week pay period and will receive

pay for eighty (80) hours. Rate of pay = Hourly base rate x 80. 4. Generally, the employee shall be scheduled to work forty (40) hours in one week and thirty (30)

hours in the next, for a total of seventy (70) hours in a pay period. 5. Employees working this schedule will be considered a 1.0 FTE and will receive benefits, including

PTO, equivalent to a 1.0 FTE. 6. Employees on a 7/70 work schedule will remain on a 40-hour workweek overtime rule, and will

not be eligible for daily overtime. Nothing herein prevents or prohibits the Medical Center from scheduling on-call shifts for employees on this work schedule.

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Letter of Understanding Regarding Lab Assistant Night; Pharmacy Tech Night; Phlebotomist Night

The positions of Lab Assistant Night, Pharmacy Tech Night and Phlebotomist Night will be eliminated at the time of implementation of the step schedule in January 2020. Bargaining unit employees working in those positions will be placed on the step schedule for Lab Assistant, Pharmacy Tech or Phlebotomist (whichever is applicable), will be eligible for any premiums that other employees in the bargaining unit are eligible for under the Agreement, and will be red-circled until such time that their base wage rate reflects their years of experience, on the step schedule for their position.

Letter of Understanding Regarding EKG Tech

Beginning in January 2020 at the time of implementation of the step schedule, the position of EKG Tech will be placed on grade 10. Any bargaining unit employees who are working in the position of EKG Tech in January 2020, will be placed on the step schedule at grade 10, will be eligible for any premiums that other employees in the bargaining unit are eligible for under the Agreement, and will be red-circled until such time that their base wage rate reflects their years of experience, on the step schedule for the EKG Tech position.

Letter of Understanding on Joint Market/Grade Review The parties agree to conduct a joint wage/grade review within 120 consecutive calendar days following ratification of this Agreement regarding the following classifications, and discuss the results of their review in appropriate Unit-Based and/or Labor-Management Committees:

IR/Cath Tech Supply Chain Tech Radiology Technologist Unit Secretary/CNA/Monitor Tech CT MRI Cook & Cook Assistant The parties understand and agree that any actions taken by the Medical Center as a result of the aforementioned review must be mutually agreed upon, and that all terms and conditions of the parties’ Agreement remain in full force and effect. Letter of Understanding Regarding Pay Practice in OR and Cath Lab Concerning Holdover The Medical Center will for the period of this contract only, permit current practice in the OR and Cath Lab relating to Holdover. The parties agree that this LOU will end upon the expiration of this Agreement and that any practice/pay relating to Holdover in these departments must be negotiated by the parties.

Ratification Bonus

Within two pay periods of the period of ratification, the Medical Center will pay a one-time lump sum bonus of $250.00, less withholdings and deductions, (pro-rated by FTE, .20 for per diems) to bargaining unit employees, provided that these employees are employed on the date of ratification and the date of payment. This bonus will be paid on a separate check to employees.

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Letter of Understanding Regarding Funds for Participation in Educational Activities

The Employer agrees that to the extent, prior to its execution of this Agreement, funds and/or paid time have been provided to bargaining unit employees to attend job-related seminars, conferences and/or training sessions, the Employer will continue such practice, at its discretion, to the extent it has available funds, the leader has provided advance approval for participation/attendance for the employee(s), and the employee’s participation/attendance does not compromise patient care and/or operations.

Letter of Understanding Regarding Low Census Pilot Project The Union and the Employer agree to implement the following Low Census Pilot Project which will eliminate mandatory low census for regularly scheduled bargaining unit employees (excluding per diems) covered by the Collective Bargaining Agreement between the Union and the Medical Center as provided below. The pilot project shall commence on January 1, 2019 through the date of expiration of this Agreement, or ended following notification by the Employer to the Union, consistent with the language in paragraph 6 below.

1. There will be no mandatory low census for regularly scheduled employees, except for per diem employees and those employees who have voluntarily signed up for extra shifts.

2. Per diem employees may be subject to mandatory low census.

3. Employees who report to work as scheduled may request to leave because of low census and the Department Manager or designee may approve the request if the employee is not needed in order to provide patient care and/or departmental services as provided for below in paragraph 4.

4. In the event of low census on a unit which renders the services of an employee unnecessary, an employee may be, as provided in paragraph 5, directed to: * Float to another department. * Take a temporary assignment to perform tasks outside their regular duties and/or department, provided that they have the skill to perform the assignment. * Stay within their own department and perform other duties as assigned (despite “low census”). * Maintain their own competency and/or continuing education. * Participate in unit specific projects pre-assigned to the staff, consistent with the employee’s job description and scope of practice. * Participate in non-patient care projects for the Medical Center (i.e., vaccination clinics, JCAHO preparation, etc.), consistent with the employee’s job description and skills. *Voluntarily clock out and leave the Medical Center if mutually agreeable between affected employee and Department Manager or designee.

5. Assignments made under paragraph 4 shall be rotated equitably among the employees on each

unit.