A new printed version of your union contract is now available.  See your steward for copies.
If you have a question or problem on the job - ask your steward!"  No steward  at your worksite?  Call Field Rep Jon Grossman to talk about how to choose one.  In the meantime, feel free to contact any of the other stewards.

 Eliot Stewards & Officers List

Update: Raises & Salary Reserve Payments - 7/17/09
Those eligible for salary reserve payments should have received the third and final payment in your paycheck the week of 7/17/09.  This payment should be equal to 2.37% of earnings from April 1 through June 30.  If you have any questions about this, contact your steward. Also you should receive your increase resulting from the recent wage reopener settlement (see below).  If you have any concerns about this, see your steward.
Summary of Contract Reopener Settlement - 6/19/09
Your union representatives have reached an agreement with Eliot management on our wage and health insurance reopener. This settlement also covers next year’s reopener and thus lasts until the expiration of our current contract, which is 4/30/11.

Brief Summary of Settlement
1% raise this July and next July on top of annual 3% step raises for most staff. Some exceptions this year only. No change to dental benefit or to short term disability benefit (management withdrew proposals to reduce the dental benefit and have employees pay part of the premium for short term disability).

Detailed Description of SettlementWhat follows is a summary. Some language details are still being worked out. For more information, contact a member of the negotiating committee or union staff Jon Grossman 617-924-8509 x536.

1) Each year most staff get 3% raises on their anniversary date (“step raises”). This was already in our contract and we made sure it stayed there. All staff on the pay scale (most everyone except Fee-for-Service, Flat Rate and Relief) get a 3% “step raise” each year on their anniversary date of hire. (There is a maximum of 21 steps).

In addition:
2) Effective 7/1/09: all staff EXCEPT those in the categories below get a 1% raise. Exceptions are:

• All staff going into new “mental health specialist” positions (these staff are receiving raises to go into these positions. These raises are at least 2% and many are 3% or more).
• All staff going into other newly created positions (these staff are moving voluntarily) including other CBFS position, Head Injury positions, etc.
• Emergency Services Staff (see #7 below)
• Homeless Services Staff (see #8 below)
• Fee-for-Service staff
• Relief

3) Effective 7/1/10: all staff, NO EXCEPTIONS, get a 1% raise. This replaces the reopener currently scheduled for next year.
4) If, in either year, the state comes up with money for wages (such as “salary reserve” money), any staff eligible for this money will receive either the 1% raise or the state money, whichever is more (We believe this is unlikely to happen). However, if the state comes through with Quality Care funds, this money will be on top of the 1%.
5) A union/management committee will meet to discuss the fee-for-service health insurance benefit with a goal of making it more accessible and more useful for both staff and the agency. The Fee-For-Service grandfather arrangement for health and dental insurance (for staff forced to convert to fee-for-service in 2007) is extended through 6/30/11.
6) FST Case Managers start rate goes to $14.01. Staff will move up to their current step in the new scale.
7) Emergency Services – job descriptions will be changing and pay increases will be negotiated separately.
8) Homeless Services – because of concerns regarding program funding, this year’s 1% raise is not guaranteed for homeless services staff. However we agreed to reopen bargaining about the raise in January, when we will know how the funding has worked out. Next year’s 1% is guaranteed and Homeless Services staff will still receive the annual 3% step increases both years.
9) Rates and job descriptions for the new CSA positions will be negotiated separately.
10) No reopener on health insurance next year, but the parties agree to discuss health insurance concerns if costs go up over 8%.
11) Insurance: No change to Short Term Disability Insurance or the Dental Plan. The Health insurance plan is changing to a Blue Cross plan with substantially the same benefits and a lower premium increase.

Questions? Contact one of the stewards or contact people who attended negotiations, including: Kristen Belleville, Arlisa Bennett, Greg Brown, Lucille Collins, Nora Connolly, Anthony Davis, Stephen Fadiya, Mark Gallagher, Kelly Heft, Jaynelle Landy, Damon Lewis, Howard Lipkin, Dennis MacDonald, Elaine Mathews, John Mbira, Maria Medeiros, Susan Muchiri, Rosemary Nsubugua, John Nugent, Ana Pereira, Paul Rupia, Arthur Shurcliff, Earline Thomas, Kathy Whitman, or Field Representative Jon Grossman.


Are you having a problem getting lunch breaks?
You have rights under the law to a half-hour meal period if you work any shift of six or more hours.   To make that easier to enforce, we negotiated the agreement reprinted below.  If you are having trouble getting this enforced, see your steward. If you don't have a steward, you can contact Jon Grossman at the union office (617-924-8509 x536).


1) Each program will make reasonable efforts, consistent with mandated coverage requirements, to provide all employees who work 6 or more hours in a day half-hour meal periods with as much freedom from work duties during the meal period as possible.
2) If a situation arises that requires staff attention during the meal period, it is expected that the staff will respond accordingly.
3) Representatives from the Union and Management at each program will, at the request of the Union, meet to discuss how to implement these efforts as needed.
4) Any disputes over the enforcement,interpretation or application of this settlement agreement shall be subject to the grievance and arbitration procedure contained in article 15 of the collective bargaining agreement.
5) This settlement shall not constitute a precedent and shall not be cited in any future case or proceeding except one to enforce the provisions of this settlement agreement.
6) Nothing in this settlement agreement waives either party's rights under the law.


Are you getting reimbursed for your drug copays?
Our union contract increased the amount you have to pay for non-generic medications, BUT it provides for you to be reimbursed by Eliot for the increase!

If you have health insurance through Eliot and are purchasing medication that is NON-GENERIC, you can be reimbursed for difference between the old and new copay.

If you are having trouble getting reimbursed, call HR or see a union steward (see stewards list above).  This reimbursement is called for in Appendix I of the union contract:

Appendix I - Prescription Drug Benefits

SEIU Local 509 and Eliot Community Human Services agree that:

A. Effective with the insurance year beginning 7/1/08 through 6/30/09 the copayments for non-generic drugs on HPHC plans only will be as follows:

	Old Cost	New Cost	Reimburse
HPHC 9Q
Preferred	$15.00	$30.00	$15.00
Non-Pref	$30.00	$45.00	$15.00
90 Day Pref	$30.00	$60.00	$30.00
90 Day Non-Pref	$90.00	$135.00	$45.00
HPHC 27 and HPHC 70
Preferred	$25.00	$30.00	$5.00
Non-Pref	$40.00	$45.00	$5.00
90 Day Pref	$50.00	$60.00	$10.00
90 Day Non-Pref	$120.00	$135.00	$15.00

B. The Employer will refund the difference between the old and the new cost of prescriptions for Harvard Pilgrim plans only with the required supporting documentation.

C. The Parties agree to work out a process for reimbursing employees that protects employees’ confidentiality and the Agency’s reimbursement obligations.