March 30, 2009The parties met on 3/25/09 for their 3rd bargaining session for Legacy Emanuel Pharmacy members. Legacy has several language issues they asked to address including: the number of supervisors allowed, mandatory training meetings and how they are paid, payout for uniforms, minimum requirements for supplemental employees to be left on the books, and converting the National Certification bonus to CE funds.
Legacy gave their first economic proposal which consisted of wage increases that ranged from 1%-2.5% a year. Their proposal also included increases of 10% a year toward health and welfare. Additionally, they offered one increase for both groups for evening and night shift differentials, but only $.10 pension contribution increases for the pharmacy technicians. The logic the Employer gave was that they National Certification bonus was an economic take-away so they increased the technicians pension contributions in lieu of that take-away.
The Union gave a counter proposal for wages that included 3% a year increase, and health and welfare contributions that ranged from $3.87 an hour to $5.15 an hour in July of 2011. Pension contributions increase from $.20- $.40, and a counter on shift differentials ranging from $.10-$.25 an hour for evening, weekend and night differentials.
Legacy proposed that Lead Pharmacists will be designated and paid Lead pay when the Pharmacy Manager is on duty. The Union has no objection to this but felt clarification was needed as to which area was designated to have a Lead Pharmacist on duty. No agreement was reached on this subject.
The parties agreed on language to allow Legacy an additional manager when they Hospital expands and opens the Children’s Hospital, providing that it doesn’t take budgeted hours from existing Pharmacists. It was also agreed that Residents will not reduce the budgeted hours of Union Pharmacists.
The parties have had a lot of discussions around mandatory meetings and how they are paid. Legacy clarified that they are not intending to have staff meetings be mandatory, but compliance/HR specific trainings may be mandatory. The Union countered with some stipulations on personal and financial hardships should be considered. It was also agreed that a minimum 2 week notice would be given for such meetings. No agreement was reached on this subject.
A tentative agreement was made to give budgeted/benefited hour employees a scrub allowance. This allowance will reimburse benefited employees from $35.00-$105.00 a year for the purchase of scrubs or lab coats depending on the number of hour budgeted per pay period.
The bargaining committee will meet with the Employer Representatives again on 3/31/09 where they will continue to address the economic issues and any unresolved language issues. If no agreement is reached, an extension will be signed to cover all Employees under the contract that is set to expire on 3/31/09.
