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BARGAINING WITH SEIU - June 12, 2008 UPDATE

As you may be aware, Enloe and Service Employees International Union – United Healthcare Workers West (SEIU-UHW) have been bargaining in good faith for more than a year to reach agreement on a contract to govern the terms and working conditions of the employees in the Service Unit. After more than 40 bargaining sessions, on June 12, 2008 Enloe made its Last, Best, and Final offer for a Collective Bargaining Agreement covering the Service Unit employees.

Key issues regarding Enloe’s proposal are summarized below:

Wages

• Effective on the first day of the pay period immediately following the date of ratification of this Agreement,
  all current bargaining unit employees shall be paid an hourly rate as provided in the Wage Scale for Year 1
  (Adobe PDF). This wage scale is based on a recent wage survey of North State hospitals, including
  Mercy Medical Center – Redding, St. Elizabeth Community Hospital, Shasta Regional Medical Center,
  Feather River Hospital, Oroville Hospital, and Fremont-Rideout Health Group. All current employees will
  receive the negotiated percentage increase for their classification, applied to their base rate of pay, and will
  be placed at the Step on the Wage Scales nearest to the new rate of pay after applying the percentage
  increase. Should the employee’s rate of pay, after applying the initial percentage increase, fall between
  Steps, he/she shall be placed at the next higher Step.
• The Wage Scale for Year 2 reflects a wage increase of 3%. (Adobe PDF)
• The Wage Scale for Year 3 reflects a wage increase of 3%. (Adobe PDF)
• In addition to the Wage Scale increases, each Service Unit employee will move to the next Step on the Wage Scale on their anniversary date, up to the maximum of the range for their classification.
• Retroactive Bonus: In recognition of the fact that Service Unit employees did not receive a market
  adjustment in July 2007, each Service Unit employee on Enloe’s payroll as of the date of ratification of this
  Agreement shall receive a one-time lump sum payment equal to 3% of that employee’s gross wages from
  July 1, 2007 through June 28, 2008, contingent on ratification of this contract without notice of a strike,
  picketing or other interference with Enloe’s operations.

Benefits

• The Union requested a health insurance plan in which the employer would pay the full premium for employees and dependents. Enloe has offered to pay the full premiums for employees and dependents on the Value Plan.
• Enloe added the birthday of Martin Luther King, Jr. as a recognized premium pay holiday.
• Enloe offered to continue its current education, training and professional programs and specified it would
  allocate $60,000 a year to support bargaining unit employees’ professional development.
  There are several outstanding non-wage and benefit issues included in Enloe’s proposal for a contract. A summary of some of the key issues includes the establishment of:
• A Grievance and Arbitration procedure that includes final and binding arbitration.
• A No Strike/No Lockout provision which ensures labor peace and continuity of operations throughout the life of the contract.
  • A Joint Labor Management Committee to review, discuss, and resolve issues of mutual concern, including quality patient care staffing , if necessary with the assistance of a federal mediator.
  Enloe’s contract proposal will be submitted to employees by the Union for a vote of ratification. We expect that the Union will provide all Service Unit employees an opportunity to vote. We encourage all Service Unit employees to become informed as to the times and dates set by the Union for voting. We hope service employees will vote to approve this contract.

Enloe’s contract proposal will be submitted to employees by the Union for a vote of ratification.

See voting dates and time.