Article Six — Salaries and Other Compensation

Table of Contents

6.1 Job Rates.

The following table sets forth the minimum annualized Base Compensation Rates for Regular Full-Time Employees hired on or after January 1, 2015.

  Effective
Job Classification January 1, 2015 April 1, 2016 January 1, 2017 July 1, 2017
Staff RN $76,178 $77,321 $78,094 $78,875
Patient Service Coordinator $77,319 $78,479 $79,264 $80,056
Nurse Consultant $77,946 $ 79,115 $79,906 $80,705
Team Facilitator $79,823 $ 81,020 $81,831 $82,649
Orientation RN/ Telehealth Coord $81,075 $ 82,291 $83,114 $83,945
Education Coordinator Nurse      $85,581 $86,865 $87,733 $88,611
Nurse Practitioner $94,860 $96,283 $97,246 $98,218
Care Coordinator* $77,946 $79,115 $79,906 $80,705
*Effective April 2014

The following table sets forth the minimum annual Base Compensation Rate for Regular Full-Time Employees in the employ of the Employer hired after April 1, 2014 and before January 1, 2015.

  Effective      
Job Classification January 1, 2015 April 1, 2016 January 1, 2017 July 1 2017

Staff RN

$77,702 $78,868 $79,656 $80,453

The following table sets forth the minimum annualized Incumbent Base Compensation Rate for Regular Full-Time Employees in the employ of the Employer prior to or on April 1, 2014.

  Effective      
Job Classification January 1, 2015 April 1, 2016 January 1, 2017 July 1 2017
Staff RN $79,256 $80,444 $81,249 $82,061
Patient Service Coordinator $80,443 $81,649 $82,466 $83,290
Nurse Consultant $81,095 $82,311 $83,135 $83,966
Team Facilitator $83,048 $84,294 $85,137 $85,988
Orientation RN/ Telehealth Coord $84,350 $85,616 $86,472 $87,337
Education Coordinator Nurse $89,038 $90,374 $91,278 $92,191
Nurse Practitioner $98,692 $100,173 $101,174 $102,186
Care Coordinator* $81,095 $82,311 $83,135 $83,966
*Effective April 2014

Regular Part-Time Employees shall receive a pro rata rate under this Section.  Other Part-Time and Temporary Employees shall receive a regular compensation rate equal to a pro rata portion of the appropriate Base Compensation Rate shown above; Other Part-Time, Per Diem and Temporary Employees do not become Incumbent Employees, nor are they eligible for the rates or increases for such Incumbent Employees below, except as specifically indicated in the applicable provisions below.

A Nurse Consultant whose Base Compensation Rate provided for above, plus the applicable education and experience differentials in accordance with the Agreement, is less than that Nurse Consultant’s current annual salary, shall be maintained at his/her current salary until the Base Compensation Rate plus applicable education and experience differentials exceed such current salary, which shall not otherwise be increased as a result of this Agreement, but shall be entitled to the incumbent increase in Section 6.2, below.

6.2 Incumbent Employee Increase.

Each Registered Nurse in the active employ of the Employer on the following effective dates and covered by this Agreement (including Registered Nurses on authorized leave of absence on that date who return to work with the Employer following the expiration of such leave) shall receive an increase effective on such effective date in his or her Incumbent Base Compensation Rate as indicated in the following table:

Rate Increases
Effective Date All RNs
April 1, 2016 1.5%
January 1, 2017 1.0%
July 1, 2017 1.0%

If, after receiving such increase, an Employee's Incumbent Base Compensation Rate is not at the minimum annualized Base Compensation Rate as provided for under Section 6.1, above, the Employee shall receive an adjustment to bring said Employee's Incumbent Base Compensation Rate up to said minimum annualized Base Compensation Rate.

An Employee's Incumbent Base Compensation Rate is the Employee's salary exclusive of all differentials.

6.3 Education Differential.

The Employer will pay additional compensation at the rate of one thousand, five hundred dollars ($1,500) per year to a Regular Full-Time Employee who holds a baccalaureate degree in Nursing; one thousand, seven hundred fifty dollars ($1,750) per year to a Regular Full-Time Employee who holds a Master's degree in Nursing, Health Care Administration, Community Health or Case Management; and one thousand, nine hundred dollars ($1,900) per year to a Regular Full-Time Employee who holds a doctoral degree in Nursing.  A Regular Part-Time Employee and an Other Part-Time Employee will be entitled to a pro rata benefit under this Section.  The amounts above are not cumulative.

6.4 Infusion Nurse Differential.

Regular Full-Time Infusion Staff Nurses and Weekend Infusion Staff Nurses who are certified by the Employer for, and are assigned to make, Infusion visits shall be paid additional compensation at the rate of three thousand five hundred dollars ($3,500) per year.  Regular Part-Time and Other Part-Time Infusion Staff Nurses who are certified by the Employer for, and are assigned to make, Infusion visits shall be entitled to a pro-rata benefit under this Section.

6.5 Experience Differential.

Regular Full-Time Employees shall be paid additional compensation ("Experience Differential"), as applicable, based upon continuous Staff Nurse experience with the Employer as a Regular Full-Time, Regular Part-Time or Other Part-Time Employee, and comparable Staff Nurse Full-Time and pro rata Regular Part-Time experience with a previous employer (exclusive of Private Duty and Per Diem experience), as follows effective January 1, 2007:

Years of Experience Experience Differential Years of Experience Experience Differential
1 $750 9 $6,750
2 $1,500 10 $7,500
3 $2,250 11 $8,290
4 $3,000 12 $9,080
5 $3,750 13 $9,870
6 $4,500 14 $10,660
7 $5,250 15 $11,450
8 $6,000 16+ $12,240

Regular Full-Time Employees whose continuous Staff Nurse experience with the Employer equals or exceeds ten (10) years, but less than sixteen (16) years, shall receive an additional two hundred-fifty dollars ($250.00) experience differential over the amounts shown in the above table.  Regular Full-Time Employees whose continuous Staff Nurse experience with the Employer equals or exceeds sixteen (16) years shall receive experience differentials as follows:

Years of VNS Experience VNS Experience Differential
16 $13,030
17 $13,820
18 $14,610
19 $15,400
20+ $16,190

A Regular Part-Time Employee and an Other Part-Time Employee will be entitled to a pro rata benefit under this Section based on experience as defined in the first paragraph of this Section 6.5.  The amounts above are not cumulative.  Experience before and after employment with the Employer shall be considered consecutive and combined unless there has been more than a one (1) year break in experience for which credit is given under this Section 6.5, provided that a "break in experience" will not be deemed to occur during a period when the Registered Nurse has continuous Per Diem Staff Nurse experience averaging at least one (1) day per week but, as stated above, such Per Diem experience is not credited for benefits hereunder.

Effective for Years of Experience after January 1, 2001, Per Diem Employees who become Staff Nurses will receive credit under Article 6.5 on both experience schedules for Years of Experience as a VNS Per Diem COC after January 1, 2001. Such Per Diem Employees must agree in advance on a form provided by the Employer to participate in the same weekend work schedule required of Staff Nurses in their Region/Program, and they must fulfill their agreement.

6.6 Regular Compensation Rate.

An Employee's regular compensation rate will include any experience differential, education differential or evening/night differential to which the Employee is entitled under this Agreement. In the event of a change in a Registered Nurse's job classification, the Employee's regular compensation rate will be adjusted by increasing or decreasing, as applicable, the Employee's regular compensation rate by the difference between the effective minimum annualized base compensation rates for the appropriate job classifications, as set forth in Section 6.1 of this Agreement. In the case of Regular Part-Time, Other Part-Time and Temporary Employees, a pro rata portion of the appropriate base compensation rates will be applied.

6.7 Overtime Work.

6.7.1 Employees Working Seven and One-Quarter-Hour (7.25) Workdays, Five-Day (5) Workweek Schedule.

A Registered Nurse shall be paid at one and one-half (1.5) times the Registered Nurse's regular compensation rate for authorized time worked in excess of thirty-six and one-quarter (36.25) hours per week, or in the case of a Regular Full-Time Registered Nurse who is regularly scheduled to work five (5) days per week, seven and one-quarter (7.25) hours per day, or by compensatory time off on an hour for hour basis. For this Section's purposes, a Registered Nurse's work period will be deemed to include time compensated for Holidays, Compensatory Time, Personal Days, Vacations, Sick Leave Days, Leave for Death in Family, Paternity Leave and Jury Duty Leave.

6.7.2 Employees Working Four-Day (4) Workweek Alternative Schedule.

A Registered Nurse shall be paid at one and one-half (1.5) times the Registered Nurse's regular compensation rate for authorized time worked in excess of thirty-seven (37) hours per week, or for authorized time worked in excess of nine and one-quarter (9.25) hours per day, or by compensatory time off on an hour for hour basis. For this Section's purposes, a Registered Nurse's work period will be deemed to include time compensated for Holidays, Compensatory Time, Personal Days, Vacations, Sick Leave Days, Leave for Death in Family, Paternity Leave and Jury Duty Leave.

6.7.2.a Employees Working Three-Day (3) Workweek Alternative Schedule.

A Registered Nurse shall be paid at one and one-half (1.5) times the Registered Nurse's regular compensation rate for authorized time worked in excess of thirty-six and one-quarter (36.25) hours per week, or for authorized time worked in excess of twelve (12) hours per day for two (2) days and twelve and one-quarter (12.25) hours per day for the third day, or by compensatory time off on an hour-for-hour basis. For this Section's purposes, a Registered Nurse's work period will be deemed to include time compensated for Holidays, Compensatory Time, Personal Days, Vacations, Sick Leave Days, Leave for Death in Family, Paternity Leave and Jury Duty Leave. 

6.7.3 Employees Working Flextime Work Schedule Alternatives.

A Registered Nurse shall be paid at one and one-half (1.5) times the Registered Nurse's regular compensation rate for authorized time worked in excess of thirty-six and one-quarter (36.25) hours per week, or, by compensatory time off on an hour for hour basis. For this Section's purposes, a Registered Nurse's work period will be deemed to include time compensated for Holidays, Compensatory Time, Personal Days, Vacations, Sick Leave Days, Leave for Death in Family, Paternity Leave and Jury Duty Leave.

6.7.4 Weekend Infusion Staff.

A Weekend Infusion Staff Nurse shall be paid at one and one-half (1.5) times the Registered Nurse's regular compensation rate (regular weekly salary divided by 36.25 hours) for authorized time worked (other than on-call work) in excess of twenty-six (26) hours per week; or for such authorized time worked in excess of thirteen (13) hours per day. Compensatory time will not be applicable to Infusion Staff Nurses.

6.7.5 Priority for Overtime Work.

When not otherwise scheduled to work, Regular Full-Time and Regular Part-Time Registered Nurses shall have first priority, prior to utilization of Per Diem Nurses, to nursing overtime work. Such overtime shall be compensated in accordance with the Agreement. After applying the foregoing priority, Regular Full-Time and Regular Part-Time Registered Nurses shall also have first priority for available additional work in any Region/Program at the Per Diem Nurse per visit rate.

6.8 Call-In and Subject-to-Call.

An Employee assigned to be subject-to-call on a weekend day or holiday prior to 8:45 a.m. shall receive one and one-half (1.5) hours pay at his or her regular compensation rate for each day on which the Employee is so assigned. A Regular Full-Time Employee subject-to-call, as set forth above, called to work on such weekend day or holiday shall receive time and one-half (1.5) (straight time in case of Regular Part-Time Employees) the Employee's regular compensation rate for all such hours worked (but in no event less than four (4) hours' straight time pay), or at least four (4) hours' compensatory time on an hour for hour basis. An Infusion On-Call Nurse assigned to be subject-to-call on a weekday, weekend day or holiday during the first hour of the Infusion On-Call shift shall receive one and one-half (1.5) hours pay at his or her regular compensation rate for each day on which the Employee is so assigned. An Infusion On-Call Nurse subject-to-call, as set forth above, called to work on such weekday, weekend day or holiday shall receive on-call payment as described in Article 14.6.

There will be no pyramiding of pay under this Section.

6.9 Compensatory Time Off.

Except with mutual consent of the Employer and the Registered Nurse concerned, the Employer will not require a Registered Nurse to take compensatory time off (on an hour for hour basis) in lieu of premium compensation. With the mutual consent in the prior sentence, compensatory time can be accumulated to a maximum of five (5) days, a maximum of thirty-seven (37) hours for Employees working four-day (4) workweek schedules.

6.10 Premium Compensation Rate: Limitations.

Neither compensation nor compensation rates will be pyramided or compounded in computing compensation payable under this Agreement and, if more than one (1) type of premium compensation rate would otherwise apply to the same work, only the higher rate will be paid.

6.11 Uniform Allowance.

Upon beginning employment with VNS, Regular Full Time Employees shall be provided with five (5) tops of their choice and one (1) sweater or vest from among a selection of items identified by VNS ("the VNS Collection"), and Regular Part Time Employees shall be provided with two (2) tops of their choice and one (1) sweater or vest from the VNS Collection. Thereafter, said Employees shall receive two (2) tops annually, to be issued on each of the Employee's succeeding anniversary dates in which he or she continues to be in such status.

On the first anniversary of beginning employment with VNS, Per Diem Coordinators of Care ("CoCs") shall be provided with five (5) tops of their choice and one (1) sweater or vest from the VNS Collection, and other Per Diem Employees shall be provided with two (2) tops of their choice and one (1) sweater or vest from the VNS Collection. Thereafter, Per Diem CoCs shall receive two (2) tops annually, and other Per Diem Employees who have regularly worked throughout such year shall receive one (1) top annually, to be issued on each of the Employee's succeeding anniversary dates in which he or she continues to be a Per Diem CoC or other Per Diem Employee, respectively. Employees covered by this Agreement, including Per Diem Employees, are required to wear VNS tops with the VNS logo and VNS sweaters or vests with the VNS logo from the VNS Collection, and navy blue bottoms.

Employees shall supply navy blue bottom themselves.

Regular Full Time Employ ees shall receive an annual uniform allowance of one hundred fifty dollars ($150) (pro rata for Regular Part Time Employees). Effective January 1, 1999, seventy five dollars ($75.00) of the annual uniform allowance is payable on the Employee's eighteen (18) month Anniversary Date (i.e. after eighteen (18) months of service) and, thereafter, one half ( ) of the annual amount is payable every six (6) months.

The Uniform Allowance discussed in this Article is not applicable to Registered Nurses who are not required to wear uniforms.

6.12 I.D. Cards.

An Employee will not be required to pay for his or her initially issued I.D. Card but is required to pay for any subsequent replacement card.

6.13 Transportation Allowance.

The present VNSNY Home Care practice regarding payment in connection with the authorized use of an Employee's personal automobile shall be continued during the term of this Agreement, including a car allowance, where applicable, in an amount equal to $191.67 per month ($2,300.00 per year).

The Employer shall continue its policy to reimburse a Registered Nurse for all reasonable parking expenses and tolls incurred in the field while visiting patients. It is a general rule that a Registered Nurse who drives is expected to comply with parking and driving regulations and, as a result, he or she is held responsible for paying all fines received as a result of violating parking or driving regulations. However, recognizing that unusual circumstances can occur when the situation is beyond the control of the Registered Nurse, the Regional Administrator or Department Head, as applicable, or designee, has the discretion to make an exception and approve the payment of parking violation tickets by VNSNY Home Care. In the case of a breakdown of an Employee's automobile in the field, good faith efforts will be made to provide alternative means of transportation or reassignment of the Registered Nurse involved.

6.14 Termination Benefits.

A Regular Full-Time or Regular Part-Time Employee whose employment is permanently terminated for a reason other than resignation or discharge will receive as a termination allowance: (a) twenty (20) workdays' notice or compensation (pro rata for a Regular Part-Time Employee) to the extent such notice is deficient; (b) vacation pay pro rata to the Employee's termination date; and (c) accrued past holiday, personal days and earned compensatory time for which an Employee is then eligible but has not yet taken. Registered Nurses with at least twenty-five (25) years of service as a Regular Full-Time Employee or Regular Part-Time Employee who permanently terminate their employment with VNS between 62 and 65 years of age shall receive a payment of $3,500 for each full year between their date of termination and age 65, payable at the beginning of each such year.

6.15 Resignation.

An Employee whose employment is terminated by resignation will give Employer advance written notice of four (4) weeks or forfeit termination benefits. An Employee must work the entire resignation notice period, except for bona fide illnesses or pre-scheduled time off, or forfeit termination benefits.

6.16 Theft of Personal Property.

The Employer shall, during the term of this Agreement, continue its present policy regarding theft of the following items during working hours, but the maximum level of reimbursement shall be $35.00 for cash, $40.00 for a watch, $25.00 for a wallet and $15.00 for a tote bag. During the term of this Agreement, the theft or vandalism of standard automobile equipment while in the field during working hours will be reimbursed up to $90.00 per incident. Normal proof of such theft or vandalism will be provided by the Registered Nurse.

6.17 Equipment Loss or Theft.

Each Registered Nurse is supplied with a stethoscope and sphygmomanometer and other equipment to be carried in his or her bag. The designated business staff will keep a list of names of each person having this equipment along with the number code for each stethoscope and sphygmomanometer. The Registered Nurse will be responsible for this equipment and, if lost or damaged because of carelessness on his or her part, i.e., leaving in patient's home, leaving bag with this equipment in a place that is vulnerable to robbery, or placing equipment where it is apt to be damaged, he or she will discuss with the Patient Service Manager and be expected to pay the full cost of such equipment. However, this equipment may be replaced by the Manager without charge to the Registered Nurse when such damage or breakage occurs as a result of accident or when equipment has been used for a reasonable length of time, when it is no longer functional, or if damaged or stolen under circumstances over which the Registered Nurse had no control. A Registered Nurse who drives a car on duty must take bag and other equipment with him or her when he or she leaves his or her car.

In the case of computer damages where negligence is at issue, the Employer will submit the damaged computer or equipment to the manufacturer for a determination of whether the damage was due to product defect or normal wear and tear. If the manufacturer determines that the damage was not the result of product defect or normal wear and tear, the Employee will immediately pay the damage assessment directly or by payroll deduction, but the determination may also be appealed directly to Arbitration under Section 17.5 (Step 3). The determination shall be a part of the evidence at the arbitration hearing without the necessity of producing a manufacturer's representative. Following execution of the Agreement, the parties will discuss the selection of a single arbitrator to hear these cases on an expedited basis.

6.18 Pay Period.

The frequency of payments shall continue as heretofore.

6.19 Evening/Night Differential.

A Registered Nurse regularly scheduled to work a schedule including the hours from 6:00 p.m. to 12:00 midnight shall receive a differential of twelve percent (12%) of his or her regular hourly compensation rate for any such hours between 6:00 p.m. and 12:00 midnight, and a Registered Nurse regularly scheduled to work a schedule from 12:00 midnight to 7:00 a.m. shall receive a differential of fifteen percent(15%) of his or her regular hourly compensation rate for any such hours between 12:00 midnight and 7:00 a.m. In the event that VNSNY Home Care determines that patient care or operational needs require additional Registered Nurses in any Region/Program to be scheduled to work a regular schedule of hours beyond 6:00 p.m., the procedure for seeking volunteers and ultimate assignment by seniority as set forth in Section 5.5.2 shall be applicable. This differential shall not be applicable to hours paid on an overtime basis, or to Employees working the two (2) flextime work schedules or the four-day (4) workweek, nine and one-quarter-hour (9.25) workday schedule, nor to Weekend Infusion Staff Nurses.

6.20 Certification Differential.

The Employer will pay additional compensation at the rate of one thousand three hundred dollars ($1,300) per year to a Regular Full-Time Employee who holds a nationally recognized clinical certification that relates to the operational needs of VNSNY Home Care that is related to their job, as approved by the Employer.  A Regular Part-Time Employee and an Other Part-Time Employee will be entitled to a pro rata benefit under this Section.  Effective January 1, 2007, such an Employee can receive up to two certification differentials for qualifying certifications, as defined above, held by that Employee.

6.21 Hospice Infusion Differential.

The Employer will pay additional compensation at the rate of one thousand three hundred dollars ($1,300) per year to a Regular Full-Time Employee who holds a nationally recognized clinical certification that relates to the operational needs of VNSNY Home Care that is related to their job, as approved by the Employer.  A Regular Part-Time Employee and an Other Part-Time Employee will be entitled to a pro rata benefit under this Section.  Effective January 1, 2007, such an Employee can receive up to two certification differentials for qualifying certifications, as defined above, held by that Employee.

  • Site care, including access site preparation, dressing change and site examination for signs and symptoms of infectious process
  • Flushing of Hickman catheter, including identification of appropriate flushing supplies
  • Mediport flushes and PICC line flushes
  • Training patients and family members on maintenance of site and line
  • Recognizing and troubleshooting the following problems and seeking appropriate assistance
  • Catheter occlusions
  • Catheter-related infection, including septicemia
  • Phlebitis and infiltration

6.22 OASIS Certificate Differential.

Effective January 1, 2014 the Employer will pay additional compensation at the rate of seven-hundred dollars ($700.00) per year to a Regular Full-Time Employee who holds a current Certificate for OASIS Specialist-Clinical (“CoC-C”) from the OASIS Certificate and Competency Board, Inc. (“OCCB”).  A Regular Part-Time Employee and an Other Part-Time Employee will be entitled to a pro-rata benefit under this Section.

Per Diem CoCs who comply with the requirements for the CoC Bonus in the fourth Paragraph of Article 2.1.5.c and Per Diems who meet the requirements for the Weekend Bonus in the third Paragraph of Article 2.1.5.c, will also be eligible for this OASIS Certificate Differential.


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