Wrha Nurses Collective Agreement

Formula to be used for each classification: Total number of weeks of leave required for the region = average number of employees who have 52 weeks of vacation per week Note: Round the following integer if you have a fraction. See Appendix A. Do not approve a request that exceeds this number at any given time. At Christmas/New Year, the number of free employees should be cut in half. It is also necessary to sort into account the number of nurses at peak times (i.e. July/August). NRC should check these figures with its Team Manager before publishing them. Some benefits enjoyed by UNM members are not included in the collective agreement, but are provided through joint pension and fiduciary benefits committees: The majority of nurses participate in the HEBP dental plan, which covers the following: Here are some scenarios to show how a change in classification will affect nurses who receive the long-term stage. For example, a LPN may change its classification to become an AI; or a nurse II, III, IV or V could be promoted to a higher classification. (In all cases, “20 years of service” refers to the definition in section 2105.) The majority of nurses can access group living benefits through the HEBP, which pays them up to 4 times their salary in the event of death. There is also coverage against accidental death and dismemberment. Team managers and nursing resource coordinators are responsible for ensuring that these vacation planning procedures are implemented in their respective offices within the set deadlines and that leave is planned in accordance with these procedures for all nurses covered by the UNM collective agreement. Here are some of the ways our collective agreements support us: Vacation plans should be covered in every common area paired.

(e.B.: If 2 nurses hold a FG/HR permit, the seniority of the nurses determines among the 2 zones that make up the matched zone, which are authorized. There could be 2 HR nurses and not FG nurses this week). Vacation plans should be processed region by area in twinned community areas (e.g., B River Heights would have one schedule, Fort Garry would have another). The majority of nurses participate in the D&R plan of the Health Care Employee Benefit Plan (HEBP), which protects their income with two-thirds of their income in the event of illness and long-term disability. The employer pays the full premium up to a maximum of 2.3%. All nurses who have 20 years of service (in accordance with section 2105) and. A collective agreement is a written and binding contract between the union and the employer that sets out the terms and conditions of employment. The Manitoba Nurses Union continually strives to improve working conditions, wages and benefits by negotiating new collective agreements. NOTE: As of October 1, 2016, the isolation allowance for this region is $13,000 for all nurses. The isolation/removal allowance is paid annually in the form of a lump sum to all nurses (including full-time, part-time and occasional care) as follows: The parties further agree that this lump sum payment will be granted to the nurses concerned within a period of payment from the last date of the bi-weekly period after 30 September of each year. The majority of caregivers contribute to a defined benefit pension plan through the Health Care Employees Retirement Plan (HSPP).

The benefits are competitive in the healthcare market and benefit from superior early retirement provision. The benefit depends on your years of contribution to the plan. The objective of the UNM Vacation Planning Guidelines is to ensure that all nurses employed by the Winnipeg Regional Health Authority and covered by the UNM collective agreement receive their annual leave in a fair and consistent manner. F. Leave pay for nurses in the year of eligibility The above amounts are prorated to all normal hours of work during the preceding twelve-month (12) month period [from October 1 of the previous year to September 30 of the current year]. .