FAQs

(Q) What is the sick time notice requirement?

(A) You must call in 4 hours prior to your shift in order to be paid for a sick day.

(Q) What is the K day (emergency day) notice requirement?

You must call in at least 2 hours prior to your shift in order to be paid for a K day. 

(Q) What is the dues structure?

(A) NYPNU dues are one and one quarter percent (1.25%) of the annual base pay for  RNs working .6 or greater. In 2010 RNs working at .6 or greater would pay $72.91 per month. RNs working less than .6 will have their dues prorated. For 2010, Per diems dues are prorated at .44 cents an hour for each hour worked. For staff RNs there is a one time $100 initiation fee.

(Q) I'm accepting a new a new job offer, how much notice do I need to give before I resign?

(A) Employees who resign shall give the Employer four (4) working weeks advance notice.

An Employee who gives notice of resignation, as provided above, or whose employment is terminated, shall be entitled to receive payment for unused vacation time accrued on the effective date of the resignation or termination. If notice is not given as provided above, an Employee shall not be entitled to such payment, provided it was possible for the Employee to have given such notice.

(Q) What do I do in case of a death, marriage or birth/adoption in my family?

(A) An Employee shall be paid at his/her regular pay for four (4) working days’ absence (30 hours) in the event of the death of his/her parent, spouse, child, brother, sister, grandparent, grandchildren or domestic partner. Such four (4) days must be taken consecutively within a reasonable time of the day of death or day of the funeral and may not be split or postponed. Domestic partners are two people who have a close and committed personal relationship involving shared responsibilities and who have been living together for one year or more on a continuous basis.

An Employee shall be paid at his/her regular pay for three (3) working days’ absence (22.5 hours) in the event of his/her marriage; such three (3) days must be taken consecutively.

An Employee shall be paid at his/her regular pay for one (1) working day’s absence (7.5 hours) for paternity/adoption leave upon the birth or adoption of a child.


(Q) Do I Have to work weekends?

(A) Each Employee shall be scheduled off at least every other weekend, except by agreement between the Employee and Employer, or in emergent circumstances, or where self-scheduling has resulted in a disparity in the number of weekends worked by Employees on a unit. In the case of emergent circumstances, however, the Employee shall not be required to work more than two (2) consecutive weekends. Employees on units that are not currently fully scheduled on week-ends shall not be scheduled on week-ends to cover units other than their own.

Employees shall not be required to work in excess of twenty-three (23) weekends per calendar year, except that employees with ten (10) years or more of bargaining unit seniority shall not be required to work more than twenty-one (21) weekends per calendar year. Part-time employees who are regularly scheduled to work less than three-fifths (3/5) of the regular work week shall be required to work weekends as follows: 0.4 Employees will not be required to work more than ten (10) weekends per calendar year, and 0.2 Employees will not be required to work more than five (5) weekends per calendar year.

(Q) Is ACLS/BCLS/NALS/NRP part of the frozen PDDs for the year 2010?

(A) No, ACLS/BCLS/NALS/NRP is not frozen for the year 2010.

(Q) Is an Emergency Day "K-Day" part of sick time?
 
(A) No, an Emergency Day "K Day" is not part of sick time, For emergency days "K Day" the Employee must notify her/his supervisor at least two (2) hours before the start of her/his regularly scheduled work day. Emergency Days will be deducted from an employee's free hours.

(Q) I have been called for jury duty what should I do?

(A) All Employees who are called (not volunteered) to serve as jurors will receive their regular pay less their pay as juror for each work day while on jury duty, which shall not include "on call" jury time when Employees are able to be at work. The receipt of a subpoena or the notice to report for jury duty must be reported immediately to the Nursing Scheduling Office of the Employer and the Employer may request that the Employee be excused or exempted from such jury duty if, in the opinion of the Employer, the Employee's services are essential at the time of proposed jury service. New contract language states that you have to submit a stamped jury attendance form as proof. Refer to NYPNU's Jury Duty Advice Page.


(Q) If I'm on a leave of absence do I have to pay for my health coverage?

(A) After short term disability (six months), employees will have to begin to make COBRA payments in order to continue health benefits. An employee whose leave of absence exceeds 12 months will be terminated but keep long term disability pay. 

(Q) How much time can I accrue?

(A) Holiday - In the event an Employee is required to work on any of the legal holidays specified in the Contract, he/she shall be paid at the rate of time and one-half his/her regular pay for all hours worked on the holiday, and shall, in addition, receive an additional 7.5 holiday hours off with regular pay for each legal holiday worked. These additional holiday hours shall be taken within the calendar year accrued.

Free - Employees shall be entitled to thirty (30) "free hours" with pay, to be earned at the rate of seven and one-half (7.5) hours per quarter, which shall be taken within the calendar year accrued.

Vacation -  Employees may accrue up to two times their annual vacation entitlement.

Sick - At no time will an Employee be entitled to accumulate more than ninety-six (96) working days of sick leave during any one year, including the days earned or to be earned in the current sick leave year. (96 x 7.5 = 720 hours.)