For making a commitment to work the night

shift for six (6) months, the Health Center will reimburse an employee at the end of six (6) months for one hundred percent (100%) tuition at the University of Connecticut per credit rate to a maximum of nine (9) credits. This option is renewable for the second six (6) months for a maximum of eighteen (18) credits per year. Employees who choose this option shall earn only a fifteen percent (15%) shift differential for working nights.

Menu options of additional vacation days or tuition reimbursement chosen by part-time employees shall be prorated based on hours actually paid. This shift differential shall remain at fifteen percent (15%).

14.14 Shift Differentials. Except as limited by Article

14.13 above the following shall apply:

For shifts that are eligible for shift differential as defined below, evening shift differential is paid from either 3 pm to 11:30 pm or 4 pm to 12 midnight, and night shift differential is paid from either 11 pm to 7:30 am or 12 midnight to 8 am (depending on the Department’s hours).

a. Tier II employees shall receive a fifteen percent

(15%) shift differential when they work a shift in which the majority of hours falls between 3:00 p.m. and 11:30 p.m.

b. Tier II employees who are NOT full-time

permanent night shift nurses shall be paid twenty percent (20%) shift differential when they work a shift in which the majority of hours falls between 11:00 p.m. and 7:30 a.m.

c. Tier II permanent full-time night nurses who

elect options two or three of the Night Shift Menu (see Article 14.13) shall receive a fifteen (15%) differential when they work an evening or night shift.

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d. When computing overtime pay, weekend and

shift differentials shall not be pyramided unless the individual is qualified for pyramiding under the Fair Labor Standards Act.

e. Tier II nurses who work the twelve (12) hour day

shift shall receive an evening shift differential beginning at 3:30 p.m. until the end of the shift.

Tier II nurses who work the twelve (12) hour evening/night shift shall receive the evening shift differential for the hours between 7:00 p.m. and 11:00 p.m., and shall receive the night shift differential for eight (8) hours between 11:00 p.m. and 7:30 a.m.

f. The following shall be available to all laboratory

medicine staff hired prior to July 1, 1995:

For Employees in Laboratory Medicine, in addition to any applicable weekend, night, or evening differentials, a premium of $1.25 per hour shall be added to the evening shift rate and a premium of $2.00 per hour shall be added to the night shift rate.

g. Tier II employees shall be paid shift differential

for all hours beyond the regular shift if an individual is required to work more than two (2) hours beyond the end of the regular shift. For example, an eligible day shift person scheduled to leave work at 3:30 p.m. who is required to work until 6:00 p.m. would receive two and one-half (2 1/2) hours of shift differential; an eligible day shift person scheduled to leave work at 3:30 p.m. who is required to work until 11:30 p.m. would receive shift differential for the entire eight (8) hour period.

14.15 Extra Shift Volunteers. The parties are

committed to promoting a system of volunteers to assist in staffing. Staff who volunteer to work extra shifts shall be paid a premium of ten ($10) additional dollars per hour worked above and beyond their regular compensation for that extra shift. It is the parties’ intent that this extra shift volunteer incentive will result in voluntary and immediate filling of gaps in a posted schedule.

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Each unit shall post an “Extra Help Report” of vacant shifts on the unit at the time the schedule is posted. For one week, unit employees may volunteer for extra time. If more volunteers sign up than spaces available, seniority shall control on a rotating basis.

Extra Shifts may be posted in four (4) hour blocks.

Units may post for extra shift volunteers both when the final schedule is initially posted and after that posting. Extra shift volunteer slots added after the schedule is posted would be the result of a new gap in the posted schedule; the Urgent Shift Availability (USA) program is used for absences or increases in patient census or acuity. For example, if after the schedule is posted, a staff member resigns or unexpectedly begins a long medical leave, the resulting gaps can be posted as extra shifts.

Those extra shifts that occur after the schedule is posted should be posted according to the timeline in this Article, to the extent possible. If, however, there is not enough time for the one week unit posting, the new extra shift volunteer slots will be posted on the unit on a first come, first serve basis. All of the other provisions of Article 14.15 remain in effect for these postings.

At the end of the one week posting period, any vacant shifts remaining shall be sent to the staffing office. For the next two weeks, any qualified staff member from any unit may sign up to work a vacant shift, indicating whether it is extra time (straight time) or overtime. Employees can only sign up for one shift per 24 hour period. Management may select from among the employees that signed up for the shift to fill a vacant shift in any order, and the failure to be selected is not grievable or arbitrable.

At the close of the third week of posting (two weeks in the staffing office), the staffing office will notify the employee of the status of their request for volunteer shifts. Employees will be notified whether they were selected for a shift or not. If selected they will be notified of the date and time.

Shifts may be cancelled by the Health Center if they are not needed. If the Health Center cancels a shift with at least two

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(2) hours notice to the Volunteer, no payment is owed. If the Health Center cancels with less than two (2) hours notice, but before the start of the shift, the volunteer will be paid for four (4) hours of “cancellation pay” at the straight time base hourly rate. Such “cancellation pay” will be paid in the same pay period.

If the Health Center fails to call the volunteer and the volunteer shows up to work or if the volunteer is not used in the unit, the volunteer may choose to receive four hours of “cancellation pay” as described above and return home, or be assigned to another unit for at least four (4) hours.

Volunteers who cancel a volunteer shift three or more times in a calendar month shall be ineligible to sign up for volunteer shifts for the next three month period, and any volunteer shifts they have already been given will be cancelled.

If an employee has volunteered for another unit and is needed on their home unit, the administrative manager, the charge nurses of the respective areas, and the employee shall discuss the situation. If there is no agreement to the contrary, the employee shall stay on the unit they originally volunteered for, unless there is an emergency situation.

All employees shall be considered employees of their home unit for purposes of determining weekends, holidays, overtime, etc.

Any disputes over this section will be referred to the committee designated in Section 19.13.

14.16 SCHEDULING PRACTICES

Long Term Leave. When an incumbent is not

available to work under this section, the order of filling the schedule (both prior to and subsequent to posting) shall be: