CWA 1133 Communications Vital Signs

July 2026 Vital Signs

Filling of Vacant Positions Article:

Common Table, Article 17: Filling of Vacant Positions

Section 2. The posting shall include the number of hours, shift, scheduled hours, job title, department/clinical unit, pay grade, minimum qualifications for the position as included on the job description for that position, and sufficient information to adequately describe the vacancy. Minimum qualifications for the position shall be defined as the minimum education and experience and related job requirements set forth in the applicable job description. The Employers/Hospitals will provide an electronic copy of the postings to the Union. The notice shall remain posted for a period of seven (7) calendar days. An employee, within the seven (7) days posting period, may file an electronic application through the Employers’/Hospitals' electronic applicant tracking system.

Section 3. During the posting period, the Employers/Hospitals will determine if there are members of the bargaining unit who are on layoff and are eligible for recall to the posted position. If there are employees on layoff who are eligible for recall (e.g., to a position which is in their job title, category of employment, salary grade and shift) to the posted position, the individual(s) shall be added to the list of bidders, as though they applied for the position.

Section 4. Employees on leave may bid on jobs, providing they anticipate medical clearance from the medical provider/lDM to return to work within thirty (30) days from the date of selection, or have a valid return to work date if on military leave. The employee should verify that their anticipated return to work date is on file with IDM. All other eligibility criteria must be met.

Section 5. Selection of the successful bidder shall be completed by the appropriate manager within fourteen (14) days of the close of bidding. The employee selected shall be notified verbally and, if they are still interested in the position, such employee will be sent a written job offer and given two (2) calendar days from the date of that written job offer to accept the new position. Failure to respond within the time specified shall constitute a rejection of the new position. Should the selected employee be unavailable for notification, the fourteen (14) day selection period shall be extended until the second (2nd) day after such employee is available. A copy of any offer letters will be sent to the Union.

Section 6. Upon request by an unsuccessful candidate, the Employer/Hospital shall advise the unsuccessful candidate in writing of the reason they were not selected for the position.

Section 7. The transfer date for employees selected for a new position will be established at the beginning of a pay period, no later than thirty-seven (37) days from the date of selection. If the position filled by a successful bidder becomes vacant within forty-five (45) days of the original posting, the job will be offered to the next eligible bidder. If the position becomes vacant after forty-five (45) days, it shall be reposted.

Positions will not be held for external applicants for more than thirty (30) days, unless the position is being held for a student in their graduating semester and there is at least one (1) other vacancy for that position in the same department at the time the position is placed on hold. These positions may be held open for up to four (4) months. Should the Employer/Hospitals desire to extend this time period in a specific instance, they will confer with the Union to reach mutual agreement. Mutual agreement will not be unreasonably denied.

Should the Employer/Hospitals desire to hold a position for an individual relocating to work for the Employers/Hospitals, they will confer with the Union to reach mutual agreement. Mutual agreement will not be unreasonably denied.

The Employers/Hospitals agree that they will notify the Union of the positions that are being held.

Section 8. The vacancy shall be filled from within the bargaining unit by seniority from among qualified bidders. Any successful employee must satisfactorily complete applicable orientation requirements within the time limits provided for in CT Articles 68, 69, or 70.

If during the first seven (7) days a position is posted and there are no qualified bidders, no employees eligible for recall, or no employees who accept recall for the position within the bargaining unit, the Employers/Hospitals may seek qualified employees from any available source.

Beginning on the eighth (8th) day, and lasting until the position is filled or the requisition is pulled, the following shall apply:

a. Qualified late internal bidders and external applicants will be sent to the hiring manager for consideration on a first come, first serve basis.
b. If no external applicant has been offered the position, hiring preference will be given to the most senior qualified late internal bidder.

Section 9. If the Employers/Hospitals determine that it is necessary to post positions that require experience, the Hospitals will provide notice to the Union. The Union may request a meeting to discuss a mutually agreeable solution. Mutual agreement shall not be unreasonably denied.

Section 10. This Section only applies to intra-hospital bidding. The successful bidder shall be required to serve a trial period of sixty (60) calendar days in the new position for full-time employees and ninety (90) calendar days for part time and per diem employees.

a. If at any time during the trial period the successful bidder does not meet satisfactory performance requirements, they will be returned to their original position or one of the same category and shift if such a vacancy exists. After returning to the prior position, they may not bid on another position for the next three (3) months. Employees displaced under this section shall be placed in a position according to Article 63, Layoff and Recall.
b. If the employee fails to successfully complete the training/education for the new position, the individual will be eligible to reapply for a position with the same requirements after twelve (12) months.
c. If a successful bidder is dissatisfied during the trial period, such employee may, within thirty (30) calendar days for 8 hour shifts and forty-five (45) calendar days for extended shifts, return to their original position if vacant, to a vacant position in the same category, and shift within their original department, or shall be placed according to the layoff and recall procedure except that they shall not be allowed to bump. After returning to the prior position, they may not bid on another position for the next six (6) months, unless the position is a change (increase or decrease) in category and/or budgeted hours, and/or shift. only if it is in their current department.
d. The successful bidder will sign an offer letter which includes budgeted hours, shift, unit/department, salary review date, requisition number, and hourly wage. A copy will be sent to the Union.

Section 11. Unlicensed personnel may not be accepted for posted vacant positions requiring licenses. However, permit eligible employees may bid and be accepted in the absence of licensed

Section 12.

a. When a successful internal bidder is placed into a position, they may not bid on a posted vacant position for a minimum of twelve (12) months unless:

If the position provides for a change to a higher skilled position (as determined by the employer).
The job is a change (increase or decrease) in category, and/or budgeted hours, wage grade, or a change in shift

Once an employee takes advantage of these exceptions, they may not bid on any posted position for the next nine (9) months.

b. When an employee is placed into a position through the external bidding process, they will be prohibited from bidding on another job for fifteen (15) months, with the following exceptions:

If the position results in a higher skilled position (as determined by the Employer).
The job is a change (increase or decrease) in category, and/or budgeted hours, and/or shift, only if it is in their current department.
The job is change in category (i.e., part-time to full-time or full-time to part-time), and the employee has been in their position for at least twelve (12) months.

Once an employee takes advantage of any of these exceptions, they may not bid on another position for the next twelve (12) months.

Section 13. Any employee with seniority, who applies for and is placed in a temporary position, shall continue to accrue seniority and all benefits and shall maintain their category of employment. At the expiration of the temporary position, such employee shall return to their previous position, if vacant, or be placed in accordance with the recall procedure.

Section 14. Should an employee in a regular position be selected to fill a temporary position in their same department, that individuals' regular position may then be filled by the Employers/Hospitals on a temporary basis from any available source. Should an employee in a regular position be selected to fill a temporary position in another department, the manager of the employee shall have the option of filling the vacated position on a temporary basis from any available source or filling the position as outlined in Sections 1 -11. Above.

Section 15. The process provided below shall be utilized when temporary positions become available that are expected to last thirty (30) calendar days or more:

A. Postings for temporary position(s) to be filled shall be made in designated areas near regular postings.
B. Postings shall be made for temporary positions of thirty (30) days or more provided the temporary position is vacant.
C. Positions will be posted for a minimum of three (3) calendar days.
D. The Employers/Hospitals may select from among qualified regular employees who have expressed interest.
E. In order to be eligible for selection, an employee must be available to begin in the position on the date needed.

3/4's of your shift examples for Leaving Early:

8-hour shift minus lunch= 7h 30m, 3/4= 5h 37m

10-hour shift minus lunch= 9h 30m, 3/4= 7h 7m

12-hour shift minus lunch= 11h 30m, 3/4= 8h 37m

12.25-hour shift minus lunch= 11h 45m, 3/4= 8h 49m

13-hour shift minus lunch= 12h 30m, 3/4= 9h 22m

Solidarity in Motion:

Cheryl and Theresa are joining the mobilizing team. We know summer schedules have been a hot topic so if you are having scheduling issues, please reach out to the union hall!

Cheryl Tumia is a registered nurse on 3 East. She has been a dedicated employee at Kenmore Mercy for 35 years. She has been a Palliative Care Champion since 2015 and just recently joined the staffing committee. Feel free to contact her with any questions, concerns or complaints.
Theresa Hess is a new unit clerk on 2 South at Kenmore Mercy. She has 2 small boys at home and 4 rabbits. She loves to travel with her family, especially to the Caribbean. She loves the work/life balance a career in healthcare provides, so much so that she plans on starting nursing school soon. She looks forward to mobilizing at Kenmore to strengthen the solidarity between her coworkers and make it the best place possible to work at.

Use your voice to make the change!

In Solidarity, Andrea Gilmour and M. J. Liberti Bemis.

“Alone we are weak, together we are strong.” #1U

Reminders & Updates:

When you bid on a job, it stays up for 7 calendar days internally, and on the 8 day it comes down. If there are no eligible bidders, it goes external. External bids are on a first come first serve basis.
Our raises should be in, please check your pay stubs and make sure it’s in there.
If you have any questions about the union contract, please call the union hall.
Want to be involved? Please contact Andrea Gilmour at the union hall 716-828-1133.

2nd Quarter Retirees:

Adrian Anderson, MHB RN- 5/2/26

Grace Edwards, MHB RN- 3/26/26

Wilbert “Skip” George, MHB Linen- 3/2/26

Michelle Jone, MHB SPD- 4/1/26

Jennifer Mackenzie. MHB RN- 5/3/26

Diane Miesowicz, MHB MA- 2/7/26

Lori Miller, MHB RN- 3/19/26

Cheryl Wilson, MHB RN- 3/27/26

This update was brought to you by the Communications Committee:

Rebecca Aldrow, Jamie Banks, Kerri Diebold-Phillips, Kimberly Hayward, Brian Magner, Kevonna Neely, Larry Potts, Sharon Scime and Jennifer Williams.