New contract ratified & in effect for regular and relief staff
Copies of our new contract will be distributed soon.   If you have any questions about it, please contact a steward.

Mileage has gone up!  The new mileage rate is 58.5¢ per mile.  This is because our contract requires management to adjust their mileage rate to the IRS reimbursement rate every July 1.  This year, the IRS made an unusual mid-year increase in their reimbursement rate to 58.5¢, effective July 1.

Eliot is now contributing to your 401(k) retirement account.  Our new contract requires Eliot to resume their contributions to your 401(k) fund (they suspended contributions last year).  If you have set up a 401(k) account with Eliot, Eliot will contribute according to the following formula:
  You contribute a certain amount of money each pay period
  Eliot will contribute half of what you contribute, up to a maximum of 1.5% of your pay.

So, for example:
   If you contribute 2%, Eliot will contribute 1%. 
   If you contribute 3%, Eliot will contribute 1.5%.
   If you contribute 4%, Eliot will contribute 1.5%.

If you don’t have a 401(k) account, you may want to sign up for one.

Are you getting JOB POSTINGS?  All vacant positions that are going to be filled must be posted.  If you do not have access to job postings where you work, contact a union steward.

You have a RIGHT to UNION REPRESENTATION.  If you are called in to meet with a manager or an investigator (from either Eliot or the State), you have a right to bring a union steward with you.  Tell the manager or investigator that you want union representation and call a steward.  You do not have to answer any questions that might lead to disciplinary action without a union steward present.  The steward can schedule the meeting with the investigator or supervisor.

Is there a UNION STEWARD in your program?  Check the list.  If there is no steward, talk to your co-workers and choose someone.  Then call the union office and let us know.  We will provide training.

 Eliot Stewards & Officers List


Brief Summary of Contract SettlementClick here for more detailed summary.

  3-year contract with wage and health insurance reopeners
  Pay: More state money this year – the “salary reserve” raise plus the significant new Quality Care Fund (the result of our strike threat and organizing; see a steward for details)

• 10¢ across the board on top of that to all staff on the step scale
• a one time bonus for staff hired before 1/1/08, prorated for part-timers (about $280 for a full-timer)
• salary reserve matched for ineligible employees making under $40,000
  
• renegotiate wages each year of the contract

  Health/Dental insurance

• After our strike threat, Eliot dropped their proposal to increase the share we pay
• Reduced premium Increase - We negotiated to reduce the premium increase (from 10% to 6%) by agreeing on a system where non-generic drug copays increase but Eliot will reimburse us for the increase.  Confidentiality is protected.
• Blue Cross Dental: This plan appears to have similar benefits and more dentists with significantly lower premiums than Guardian’s.

  401(k) - Employer contributions will restart and are guaranteed in the contract
  Vacation - Improved rules and rights
  Forced Overtime - New rules and procedures to try to reduce forced overtime.
 People voluntarily working extra shifts are last on the regular staff list to be forced
  Meal periods - Eliot must make reasonable efforts to provide meal periods “with as much freedom from work duties during the meal period as possible”.  
  Comp Time - benefit for exempt staff
  Seniority bonuses - increase by $200 with new 5-year bonus of $100 (current staff between 5 and 10 yrs will be paid the $100;  5-year bonus goes to $200 as of  7/1/09)
  Bilingual pay – 6% (former Tri-City employees’ bilingual pay is grandfathered in)
  Relief staff would be part of the same bargaining unit and contract as regular staff.

• They will get a raise to $11.50/hr (those making more will continue to make more) before any state money   
• A number of other conditions specific to relief were negotiated

  Fee-For-Service/Productivity

• new option to get 50% employer contribution to health insurance if bill 20 hrs/wk
• For outpatient programs: productivity remains the same; staff meetings and quality assurance meetings are paid time/productive time; starting FFS rate for LICSWs and LMHCs: $31.71; no loss of current insurance benefits or current pay for hours billed over 15

  Emergency Services – special increases
  Bumping - Right to bump across programs defined
  Sick time for family illness -  shall not be unreasonably denied
  Other Issues: click here for more detailed summary.

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