Common use of Time-Off Benefit Enhancement Clause in Contracts

Time-Off Benefit Enhancement. Labor and management have agreed to establish a new benefit design to improve attendance by providing economic incentives for appropriate use of sick leave, as well as flexible Personal Days. This benefit design includes three key components: flexible Personal Days; Annual Sick Leave; and Banked Sick Leave. This benefit does not affect vacation, and does not apply to employees covered by ETO/PTO plans. Currently existing Work-Life Balance days, floating holidays, birthday holidays or personal days contained in local agreements may be designated as Personal Days. In addition, sick leave days may be converted to Personal Days by mutual agreement, provided that the total number of Personal Days, (including floating holidays or the equivalent) does not exceed five days. The designation/conversion of the above to Personal Days will only occur in local bargaining. Requests for a single Personal Day off, or for hours within a single shift, shall be granted upon receipt of at least two weeks’ notice. Last-minute notice is acceptable for personal emergencies. Requests with less than two weeks’ notice, requests for consecutive days off, for days before or after a holiday, or for other days designated by mutual agreement, will be reviewed and approved or denied on a case-by-case basis in order to meet core staffing needs. Denials will be tracked and compiled, by department, on a quarterly basis. All unused Personal Days will be converted at 50 percent of value to cash at the end of each year. Personal Days may not be cashed out upon resignation or termination; however, upon retirement Personal Days may be cashed out at 50 percent of value. For the purposes of this Section 1.C.3, retirement means that the employee has retired from the organization pursuant to the terms of a qualified ▇▇▇▇▇▇ Permanente retirement plan. These provisions will not supersede local collective bargaining agreements with superior conditions regarding notice requirements, granting of requests or cash-out provisions. Banked Sick Leave is previously accumulated unused sick leave to which unused Annual Sick Leave may be added at the end of each anniversary year. transition year: • 2010 plan year—Frontloading and cash-out are governed by the terms of the 2005 National Agreement. 1. This employee would get six days of sick leave in the first pay period of 2011, and then will receive the full annual allotment of 12 days at the beginning of the pay period in which July 1, 2011, falls). Employees may make a cash-out/conversion election in November 2010 for any unused pro-rated sick leave remaining at the end of their anniversary year in 2011. Option 1: At the end of each year, employees with at least 10 days of Banked Sick Leave (or the proportional equivalent for part-time employees) may elect to cash out up to 10 days of unused Annual Sick Leave at 50 percent of value. Employees with fewer than 10 days of Banked Sick Leave must first apply unused Annual Sick Leave toward reaching a minimum balance of 10 days (or the proportional equivalent) of Banked Sick Leave. Once that minimum balance is reached, additional unused Annual Sick Leave may be cashed out, up to a maximum of 10 days, at 50 percent of value. Example 1: An employee has no Banked Sick Leave and 12 days’ unused Annual Sick Leave at the end of the year. Ten days must be credited to Banked Sick Leave and two days may be cashed out at 50 percent of value. Example 2: An employee has five days’ Banked Sick Leave, and 12 days’ unused Annual Sick Leave at the end of the year. Five (5) days must be credited to Banked Sick Leave and seven days may be cashed out at 50 percent of value. Option 2: At the end of each year, employees with at least one year’s worth of annual accrued sick leave in their post January 1, 2006, bank may elect to cash out up to 10 days of unused annual sick leave at 75 percent of value. Example 1: An employee has 20 days’ Banked Sick Leave and 12 days’ unused Annual Sick Leave at the end of the year. This employee’s annual sick day allotment is 12 days. Ten days may be cashed out at 75 percent value and two days will be credited to Banked Sick Leave; or, all 12 days’ unused Annual Sick Leave may be

Time-Off Benefit Enhancement. Labor and management have agreed to establish a new benefit design to improve attendance by providing economic incentives for appropriate use of sick leave, as well as flexible Personal Days. This benefit design includes three key components: flexible Personal Days; Annual Sick Leave; and Banked Sick Leave. This benefit does not affect vacation, and does not apply to employees covered by ETO/PTO plans. flexible personal days. Each local collective bargaining agreement may designate from two to five flexible personal paid days off (Personal Days) that employees may use for personal needs in increments of not less than two hours. Currently existing Work-Life Balance days, floating holidays, birthday holidays or personal days contained in local agreements may be designated as Personal Days. In addition, sick leave days may be converted to Personal Days by mutual agreement, provided that the total number of Personal Days, (including floating holidays or the equivalent) does not exceed five days. The designation/conversion of the above to Personal Days will only occur in local bargaining. Requests for a single Personal Day off, or for hours within a single shift, shall be granted upon receipt of at least two weeks’ notice. Last-minute notice is acceptable for personal emergencies. Requests with less than two weeks’ notice, requests for consecutive days off, for days before or after a holiday, or for other days designated by mutual agreement, will be reviewed and approved or denied on a case-case- by-case basis in order to meet core staffing needs. Denials will be tracked and compiled, by department, on a quarterly basis. All unused Personal Days will be converted at 50 percent of value to cash at the end of each year. Personal Days may not be cashed out upon resignation or termination; however, upon retirement Personal Days may be cashed out at 50 percent of value. For the purposes of this Section 1.C.3, retirement means that the employee has retired from the organization pursuant to the terms of a qualified ▇▇▇▇▇▇ Permanente retirement plan. These provisions will not supersede local collective bargaining agreements with superior conditions regarding notice requirements, granting of requests or cash-out provisions. Banked Sick Leave is previously accumulated unused sick leave to which unused Annual Sick Leave may be added at the end of each anniversary year. of Annual Sick Leave days, in cases where an employee’s anniversary date of hire has been adjusted, the “leave accrual service date” will be used. transition year: • 2010 plan year—Frontloading and cash-out are governed by • 2011 plan/transition year—In order to avoid gaps in, or loss of sick leave in the terms transition year, in 2011 employees will receive prorated annual sick leave front- loaded at the beginning of the 2005 National Agreement.calendar year and will receive their full annual sick leave allotment at the beginning of the pay period in which the employee’s anniversary date of hire falls, i.e., at the beginning of the employee’s anniversary year. (Example: An employee receives 1. This employee would get six days of sick leave in the first pay period of 2011, and then will receive the full annual allotment of 12 days at the beginning of the pay period in which July 1, 2011, falls). Employees may make a cash-out/out/ conversion election in November 2010 for any unused pro-rated sick leave remaining at the end of their anniversary year in 2011. Option 1: At the end of each year, employees with at least 10 days of Banked Sick Leave (or the proportional equivalent for part-time employees) may elect to cash out up to 10 days of unused Annual Sick Leave at 50 percent of value. Employees with fewer than 10 days of Banked Sick Leave must first apply unused Annual Sick Leave toward reaching a minimum balance of 10 days (or the proportional equivalent) of Banked Sick Leave. Once that minimum balance is reached, additional unused Annual Sick Leave may be cashed out, up to a maximum of 10 days, at 50 percent of value. Example 1: An employee has no Banked Sick Leave and 12 days’ unused Annual Sick Leave at the end of the year. Ten days must be credited to Banked Sick Leave and two days may be cashed out at 50 percent of value. Example 2: An employee has five days’ Banked Sick Leave, and 12 days’ unused Annual Sick Leave at the end of the year. Five (5) days must be credited to Banked Sick Leave and seven days may be cashed out at 50 percent of value. Option 2: At the end of each year, employees with at least one year’s worth of annual accrued sick leave in their post January 1, 2006, bank may elect to cash out up to 10 days of unused annual sick leave at 75 percent of value. Example 1: An employee has 20 days’ Banked Sick Leave and 12 days’ unused Annual Sick Leave at the end of the year. This employee’s annual sick day allotment is 12 days. Ten days may be cashed out at 75 percent value and two days will be credited to Banked Sick Leave; or, all 12 days’ unused Annual Sick Leave may be