---
contract_id: cir-executed-contract-2021-2027
label: "CIR Executed Contract, 2021-2027"
expanded_label: "Committee of Interns and Residents (CIR) — Executed Contract, 2021-2027"
term_start: 2021
term_end: 2027
source_pdf: "https://www.nyc.gov/assets/olr/downloads/pdf/collectivebargaining/2021-2026/cir-executed-contract-2021-2017.pdf"
pages: 52
ocr_pages: 52
pages_with_tables: 0
clauses: 89
sector: "other"
---

# Committee of Interns and Residents (CIR) — Executed Contract, 2021-2027

**Term:** 2021–2027  
**Source PDF:** [https://www.nyc.gov/assets/olr/downloads/pdf/collectivebargaining/2021-2026/cir-executed-contract-2021-2017.pdf](https://www.nyc.gov/assets/olr/downloads/pdf/collectivebargaining/2021-2026/cir-executed-contract-2021-2017.pdf)  
**Pages:** 52 (52 OCR-reconstructed)  
**Clauses extracted:** 89

**Workforce:** CIR Executed Contract, 2021-2027 — see contract for the full recognition clause defining covered titles.

> This Markdown export is derived from the source PDF via `pdfplumber` text extraction with `ocrmac` (macOS Vision) OCR fallback for image-only pages. Tables were detected and rendered as pipe-delimited Markdown so column boundaries survive. Pages flagged `OCR` were reconstructed from page images and may contain minor character recognition errors — verify quotations against the source PDF before publishing.

---

## Contents

- [HEADS OF CONCERNED CITY DEPARTMENTS AND AGENCIES](#heads-of-concerned-city-departments-and-agencies-p1)
- [CONTRACT](#contract-p1)
- [Article I — RECOGNITION.....](#article-i-recognition-p2)
- [Article 111 — • PRODUCTIVITY AND PERFORMANCE](#article-111-productivity-and-performance-p2)
- [Article VI — INDIVIDUAL CONTRACTS..](#article-vi-individual-contracts-p2)
- [Article XIX — LOUNGES](#article-xix-lounges-p2)
- [Article XXI — MISCELLANEOUS](#article-xxi-miscellaneous-p2)
- [Article XXIX — TERMINATION AND RENEWAL](#article-xxix-termination-and-renewal-p2)
- [Article I — RECOGNITION](#article-i-recognition-p3)
- [Article II — COMMITTEE SECURITY, DUES AND PAC CHECKOFF](#article-ii-committee-security-dues-and-pac-checkoff-p4)
- [Section 1 — Performance Levels](#section-1-performance-levels-p5)
- [Section 1 — Retroactive Lump Sum payment](#section-1-retroactive-lump-sum-payment-p6)
- [PGY-4](#pgy-4-p7)
- [PGY-1](#pgy-1-p8)
- [Article V — VACATIONS AND LEAVE TIME](#article-v-vacations-and-leave-time-p9)
- [Article VI — INDIVIDUAL CONTRACTS](#article-vi-individual-contracts-p10)
- [Article VII — WORK SCHEDULES](#article-vii-work-schedules-p11)
- [Article VIII — PATIENT CARE TRUST FUND](#article-viii-patient-care-trust-fund-p15)
- [Article IX — CHILD CARE FUND](#article-ix-child-care-fund-p16)
- [ARTICLE & - COMBINED REIMBURSEMENT FUND](#article-combined-reimbursement-fund-p16)
- [Article XI — CIR HOUSE STAFF BENEFITS PLAN](#article-xi-cir-house-staff-benefits-plan-p17)
- [Article XII — HEALTH AND HOSPITAL BENEFITS](#article-xii-health-and-hospital-benefits-p17)
- [Article XIII — ON-CALL ROOMS](#article-xiii-on-call-rooms-p18)
- [Article XIV — MEDICAL BOARD REPRESENTATION](#article-xiv-medical-board-representation-p19)
- [Article XV — MALPRACTICE INSURANCE](#article-xv-malpractice-insurance-p19)
- [Article XVI — GRIEVANCE PROCEDURES](#article-xvi-grievance-procedures-p20)
- [Article XVII — DISCIPLINARY ACTION](#article-xvii-disciplinary-action-p23)
- [Section 8 — Remediation](#section-8-remediation-p24)
- [Article XVIII — PROHIBITION AGAINST DISCRIMINATION](#article-xviii-prohibition-against-discrimination-p25)
- [Article XIX — LOUNGES](#article-xix-lounges-p25)
- [Article XX — NO STRIKES](#article-xx-no-strikes-p26)
- [Section 1 — Interest Pavments](#section-1-interest-pavments-p26)
- [Section 4 — Rotations](#section-4-rotations-p26)
- [Section 6 — Personal Security](#section-6-personal-security-p27)
- [Section 8 — Payroll Lag](#section-8-payroll-lag-p27)
- [Section 10 — Orientations](#section-10-orientations-p27)
- [Section 11 — House Staff Information](#section-11-house-staff-information-p28)
- [Section 12 — Computer Tapes](#section-12-computer-tapes-p28)
- [Section 13 — Prescription Medication](#section-13-prescription-medication-p29)
- [Section 14 — Health & Safety Committees](#section-14-health-safety-committees-p29)
- [Section 15 — Meals](#section-15-meals-p29)
- [Section 16 — Health Care Flexible Spending Account](#section-16-health-care-flexible-spending-account-p29)
- [Section 17 — New Resident Differential](#section-17-new-resident-differential-p30)
- [Section 18 — Required Courses and Exams](#section-18-required-courses-and-exams-p30)
- [Section 19 — House Stati Appreciation Day](#section-19-house-stati-appreciation-day-p30)
- [Section 20 — Direct Deposit](#section-20-direct-deposit-p31)
- [Article XXII — COMMITTEE ACTIVITY](#article-xxii-committee-activity-p31)
- [Section 1 — Well-being Committee](#section-1-well-being-committee-p31)
- [Section 2 — Personal/Well-being Leave Days](#section-2-personal-well-being-leave-days-p31)
- [Article XXIV — BEEPERS](#article-xxiv-beepers-p32)
- [Article XXV — MOTOR VEHICLE IDENTIFICATION](#article-xxv-motor-vehicle-identification-p32)
- [Article XXVI — SAVING CLAUSE](#article-xxvi-saving-clause-p32)
- [Article XXVII — FINANCIAL EMERGENCY ACT](#article-xxvii-financial-emergency-act-p32)
- [Article XXVIII — ATTACHMENTS](#article-xxviii-attachments-p33)
- [Article XXIX — TERMINATION AND RENEWAL](#article-xxix-termination-and-renewal-p33)
- [RENEE CAMPION](#renee-campion-p34)
- [RESIDENTS](#residents-p34)
- [ARANJO](#aranjo-p34)
- [LD HATHAWA](#ld-hathawa-p34)
- [FOR THE NEW YORK CITY](#for-the-new-york-city-p34)
- [CONTRACT](#contract-p34)
- [OFFICE OF LABOR RELATIONS](#office-of-labor-relations-p35)
- [RENEE CAMPION](#renee-campion-p38)
- [CLAIRE LEVITT](#claire-levitt-p38)
- [OFFICE OF LABOR RELATIONS](#office-of-labor-relations-p38)
- [GEORGETTE GESTELY](#georgette-gestely-p38)
- [AGREED AND ACCEPTED ON BEHALF OF CIR](#agreed-and-accepted-on-behalf-of-cir-p42)
- [APPENDIX D](#appendix-d-p43)
- [NEW YEARS DAY](#new-years-day-p43)
- [CHRISTMAS DAY](#christmas-day-p43)
- [AGREED AND ACCEPTED ON BEHALF OF CIR](#agreed-and-accepted-on-behalf-of-cir-p44)
- [HOSPITALS](#hospitals-p45)
- [APPENDIX E](#appendix-e-p45)
- [COMMITTEE OF INTERNS & RESIDENTS](#committee-of-interns-residents-p45)
- [APPENDIX E](#appendix-e-p46)
- [AGREED AND ACCKFIED ON BEHALF OF CIR](#agreed-and-acckfied-on-behalf-of-cir-p46)
- [HOSPITALS](#hospitals-p47)
- [APPENDIX G](#appendix-g-p47)
- [COMMITTEE OF INTERNS & RESIDENTS](#committee-of-interns-residents-p47)
- [HOSPITALS](#hospitals-p48)
- [APPENDIX H](#appendix-h-p48)
- [Z018-2021 AGREEMENT](#z018-2021-agreement-p48)
- [HOSPITALS](#hospitals-p49)
- [APPENDIX I](#appendix-i-p49)
- [HOSPITALS](#hospitals-p51)
- [APPENDIX J](#appendix-j-p51)
- [HOSPITALS](#hospitals-p52)
- [APPENDIX K](#appendix-k-p52)
- [COMMITTEE OF INTERNS & RESIDENTS](#committee-of-interns-residents-p52)

---

<a id="heads-of-concerned-city-departments-and-agencies-p1"></a>
### HEADS OF CONCERNED CITY DEPARTMENTS AND AGENCIES
_Page 1_ · _OCR-reconstructed_

FROM:
RENEE CAMPION, COMMISSIONER
SUBJECT: EXECUTED CONTRACT: INTERNS AND RESIDENTS
TERM:
DECEMBER 16, 2021 TO JUNE 15, 2027
Attached for your information and guidance is a copy of the executed contract entered
into by the Commissioner of Labor Relations and NYC Health and Hospitals on behalf of the
City of New York and the Committee of Interns and Residents on behalf of the incumbents of
positions listed in Article 1 of said contract.
The contract incorporates terms of an agreement reached through collective bargaining
negotiations and related procedures.
DATED: 09/13/2024

<a id="contract-p1"></a>
### CONTRACT
_Page 1_ · _OCR-reconstructed_

25002
DATE:
09/13/2024


2021-2027 INTERNS AND RESIDENTS AGREEMENT

<a id="article-i-recognition-p2"></a>
## Article I — RECOGNITION.....
_Page 2_ · _OCR-reconstructed_ · _Topics: recognition_

ARTICLE II• COMMITTEE SECURITY, DUES AND PAC CHECKOFF

<a id="article-111-productivity-and-performance-p2"></a>
## Article 111 — • PRODUCTIVITY AND PERFORMANCE
_Page 2_ · _OCR-reconstructed_ · _Topics: wages_

ARTICLE IV• WAGES.

<a id="article-vi-individual-contracts-p2"></a>
## Article VI — INDIVIDUAL CONTRACTS..
_Page 2_ · _OCR-reconstructed_

ARTICLE VIl • WORK SCHEDULES.

<a id="article-xix-lounges-p2"></a>
## Article XIX — LOUNGES
_Page 2_ · _OCR-reconstructed_

ARTICLE XX• NO STRIKES

<a id="article-xxi-miscellaneous-p2"></a>
## Article XXI — MISCELLANEOUS
_Page 2_ · _OCR-reconstructed_

Section I. Interest Payments

<a id="article-xxix-termination-and-renewal-p2"></a>
## Article XXIX — TERMINATION AND RENEWAL
_Page 2_ · _OCR-reconstructed_ · _Topics: discipline_

. 8
.9
13
14
14
15
15
16
29
. 29
29
: 30
30
30
31
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25002


2021-2027 INTERNS AND RESIDENTS AGREEMENT
AGREEMENT entered into this 13th day of September, 2024, by and between the City of
New York and the New York City Health and Hospitals Corporation d/b/a NYC
Health + Hospitals (hereinafter referred to as "NYC H+H") (hereinafter referred to
jointly as the "Employer") and the Committee of Interns and Residents
of New
York City (the "Committee"), for the period from December 16, 2021 through June 15, 2027.
WITNESSETH:
WHEREAS, the parties hereto have entered into collective bargaining and desire to reduce the
results thereof to writing,
NOW, THEREFORE, it is mutually agreed as follows:

<a id="article-i-recognition-p3"></a>
## Article I — RECOGNITION
_Page 3_ · _OCR-reconstructed_ · _Topics: recognition_

Section 1.
The City recognizes the Committee as the sole collective bargaining representative for employees
(hereinafter collectively referred to as "House Staff Officers" or "HSOs") of the City in the
following titles, if any, or replacement titles, and NYC H+H recognizes the Committee as the sole
collective bargaining representative for House Staff Officers of NYC H+H in the following titles
or replacement titles provided such House Staff Officers are paid directly by the City or NYC
H+H, whichever the employer may be, and not through an intermediary:
Title Code
Title
Title Code
Title
53005
53008
963610
963620
963630
963640
963650
963660
963670
963680
50206
50211
Intern
Resident
Resident PGY 1
Resident PGY 2
Resident PGY 3
Resident PGY 4
Resident PGY 5
Resident PGY 6
Resident PGY 7
Resident PGY 8
Dental Intern
Dental Resident
963710
963720
963730
963740
963750
963760
53205
963830
963840
963850
963860
963870
Dental Resident PGY 1
Dental Resident PGY 2
Dental Resident PGY 3
Dental Resident PGY 4
Dental Resident PGY 5
Dental Resident PGY 6
Junior Psychiatrist
Jr. Psychiatrist PGY 3
Jr. Psychiatrist PGY 4
Jr. Psychiatrist PGY 5
Jr. Psychiatrist PGY 6
Jr. Psychiatrist PGY 7
Section 2.
The terms "employee," "employees," "House Staff Officer" and "HSO" as used in this Agreement
1
25002


shall mean only those persons in the unit described in Section I of this Article.
Section 3.
It is not the intention of NYC H+H to utilize volunteers at any NYC H+H Hospital to undermine
the rights of HSOs covered by this Agreement.

<a id="article-ii-committee-security-dues-and-pac-checkoff-p4"></a>
## Article II — COMMITTEE SECURITY, DUES AND PAC CHECKOFF
_Page 4_ · _OCR-reconstructed_ · _Topics: wages, agency-shop, diversity_

Section 1.
The City agrees that all HSOs employed by the City, if any, and NYC H+H agrees that all HSOs
employed by NYCH+H are eligible to become and remain members of the Committee of Interns
and Residents.
Section 2.
The City agrees and NYC H+H agrees that they will exercise their best efforts to see that such
HSOs suffer no discrimination or reprisals at City health facilities or NYC H+H health facilities,
respectively, by reason of their membership in or legitimate activities on behalf of the Committee.
Section 3.
The Committee shall have the exclusive right to the check-off and transmittal of dues on behalf of
each HSO in accordance with the Mayor's Executive Order No. 98, dated May 15, 1969, entitled
"Regulations Relating to the Check-off of Union Dues" and in accordance with the Mayor's
Executive Order No. 107, dated December 29, 1986, entitled "Procedures for Orderly Payroll
Check-Off of Union Dues and Agency Shop Fees.", to the extent permitted by law.
Any HSO may consent in writing to the authorization of the deduction of dues from the HSO's
wages and to the designation of the Committee as the recipient thereof. Such consent, if given,
shall be in a proper form acceptable to the City, which bears the signature of the HSO.
Section 4.
The Employer shall commence deduction of dues as soon as practicable, but in no case later than
thirty (30) days after receiving proof of a signed dues check off authorization card.
The employer shall accept signed dues check off authorization cards, signed by means of written
and/or electronic signatures. The right to membership dues shall remain in effect until the (I) HSO
is no longer employed in a title represented by CIR or (2) the HSO revokes such dues check off
authorization pursuant to and in accordance with the terms of the dues check off authorization
card.
2
25002


Section 5.
Five (5) differing amounts of dues deductions will be made available to the Committee. Dues and
fees shall be deductible on the basis of percentage of salary, as designated by the Committee, to
the extent feasible.
Section 6.
CIR, upon its election to participate in a separate segregated fund established pursuant to
applicable law, including Title 2 USC, Section 441b, to receive contributions to be used for the
support of candidates for federal office, shall have the exclusive right in conformance with
applicable law to the check-off for such political purposes in a manner as described in a
supplemental agreement to be incorporated by reference into the Agreement.
Any eligible HSO covered by this Agreement may voluntarily authorize in writing the deduction
of such contributions from said HSO's wages for such purposes in authorization form acceptable
to NYC H+H which bears the HSO's signature.
A copy of the Summary Annual Report to the Federal Election Commission ("FEC") of any fund
established pursuant to this Section shall be submitted to the Comptroller of the City of New York
and the Office of Labor Relations at the time of its submission to the FEC.

<a id="section-1-performance-levels-p5"></a>
### Section 1 — Performance Levels
_Page 5_ · _OCR-reconstructed_ · _Topics: wages, training_

Delivery of medical services in the most efficient and effective manner and the provision of an
effective training program for HSOs are of paramount importance to the City and NYC H+H. Such
achievement is recognized to be a mutual obligation of all parties within their respective roles and
responsibilities. To achieve and maintain a high level of effectiveness, the parties hereby agree to
the following:
The Committee recognizes the City's right and NYC H+H's right under the New York City
Collective Bargaining Law to establish and/or revise medical performance standards or norms
otwithstanding the existence of prior medical levels, norms or standards consistent with accepter
edical and training program practices and requirements. Such standards may be used to
determine acceptable performance levels and to measure the performance of each HSO.
Section 2.
Performance Compensation
The Union acknowledges the Employer's right to pay additional compensation for outstanding
performance.
The Employer agrees to notify the Union of its intent to pay such additional compensation.
3
25002

<a id="section-1-retroactive-lump-sum-payment-p6"></a>
### Section 1 — Retroactive Lump Sum payment
_Page 6_ · _OCR-reconstructed_ · _Topics: wages, grievance, training_

The parties agree that in lieu of any retroactive wage payments to current and former Residents for
the period December 16, 2021 through May 16, 2024, Residents who are in active service as of
May 16, 2024 shall instead receive the following:
a. A one-time lump sum payment of one-thousand ($1,000) dollars will be paid to each active
Resident hired on or about July 1, 2023 and May 16, 2024.
b. A one-time lump sum payment of two-thousand ($2,000) dollars will be paid to each active
Resident who was hired between July 1, 2022 and June 30, 2023.
c. A one-time lump sum payment of three-thousand ($3,000) dollars will be paid to each
and May 1600) dollars will be paid to each active
active Resident who was hired before July 1, 2022.
d. The retroactive lumpsum payments shall not become part of the Employee's basic salary
rate nor be added to the Employee's base salary for the calculation of any salary-based
benefits including calculation of future collective bargaining increases.
e. All retroactive lump sum payments to individual HSO's will be non-pensionable, but
subject to all other legally required deductions and withholdings.
f. For circumstances that were not anticipated by the parties, the First Deputy Commissioner
of Labor Relations may elect to issue, on a case-by-case basis, interpretations concerning
the application of this Section of the collective bargaining agreement. Such case-by-case
interpretations shall not be subject to dispute resolution procedures as per past practice of
the parties.
Section 2.
The appointment of an HSO shall be based on the HO's appropriate Post Graduate Year
(hereinafter "PGY") which shall be determined as follows:
a. An HSO who has not completed at least one year of service in an accredited training
program shall be placed at the PGY-1 level.
b. An HSO who has completed one or more years of service in an accredited training program
shall be placed at the PGY level which equals the number of such years of service plus one
(e.g., an HSO who has completed two years of service in such a training program shall be
placed at PGY-3). An HSO required to spend a prerequisite period of service in an
accredited training program in a specialty other than that in which the HSO is serving shall
be classified on the basis of cumulative years of such service, provided, however, that in
the event an HSO changes the HO's specialty, the HSO shall receive a maximum credit
of two years for prior service in such other accredited training program.
c. When some or all of the prior service of an HSO has been in a non-accredited training
program, the HSO shall, at a minimum, be classified at the PY level appropriate to the
years of service the HSO has completed in an accredited training program. Additional
credit, if any, for non-accredited training programs to be granted in establishing the
25002


appropriate PGY level for an HSO shall be determined by the HSO and the HSO's Chief
at the time of appointment. If after such determination a Specialty Board should grant
increased standing or credit, then an appropriate adjustment shall be made in the PY level
retroactive to the appointment date preceding notice of such adjustment. Any determination
made pursuant hereto shall be deemed an appropriate subject for a grievance and relief in
the event that the HSO is actively assigned to perform duties at a PGY level higher than
that in which the HSO has been classified pursuant to a determination made as hereinbefore
provided.
d. For purposes of determining an HSOs appropriate PGY level, an "accredited training
program" is defined as a training program accredited by the Accreditation Council for
Graduate Medical Education ("ACME"), the American Dental Association ("ADA"), the
American Podiatric Medical Association ("APMA"), the American Osteopathic
Association ("AOA"), or the Royal College of Physicians and Surgeons of Canada
("RCPSC").
Section 3.
An HSO converted to a PGY level pursuant to Section 2 hereof shall, if hereinafter reappointed,
be deemed to have served the number of years in a training program approved by the ACME,
ADA, APMA, AOA, or RCPSC applicable to the PGY level to which the HSO has been converted
and equated pursuant to Section 2 hereof.
Section 4.
An HSO who, during the term of this Agreement, successfully completes the HO's service for a
year and is reappointed to serve for an additional year shall be advanced to the next higher PGY.
Section 5.
A year of service in a training program shall mean a year of service in a training program which
shall have been certified as having been completed by the appropriate Hospital authority.
Section 6.
a. Effective as of the dates hereafter indicated, the following pay levels shall be established:
PGY
9.27%
Level

<a id="pgy-4-p7"></a>
### PGY-4
_Page 7_ · _OCR-reconstructed_

Current
$87,382
$85,593
$81,403
$79,307
$77,049
5/16/2024
$95,484
$93,530
$88,951
$86,661
$84,193
Adjustment
Amount
5/16/2024
$1,131
$1,131
$1,131
$1,878
$2,200
5
With
Adjustment
5/16/2024
$96,615
$94,661
$90,082
$88,539
$86,393
3.00%
3.25%
12/16/2024
$99,513
$97,501
$92,784
$91,195
$88,985
12/16/2025
$102,747
$100,670
$95,799
$94,159
$91,877
25002

<a id="pgy-1-p8"></a>
### PGY-1
_Page 8_ · _OCR-reconstructed_ · _Topics: wages, parental-leave, other-leave_

$74,469
$68,989
$66,247
$81,374
$75,387
$72,389
$4,000
$4,000
$4,000
$85,374
$79,387
$76,389
$87,935
$81,769
$78,681
$90,793
$84,426
$81,238
b. In those instances where housing is provided by NYC H+H to HSOs, the annual pay rates
indicated above shall be reduced by the following amounts:
Current
$4,365
5/16/2024
$4,770
12/16/2024
$4,913
12/16/2025
$5,073
c. Ratification Bonus:
A lump sum cash payment in the amount of $3,000, pro-rated for other than full time
employees, shall be payable as soon as practicable upon ratification of the Agreement to
those employees who are in active payroll status and in a title covered by this Agreement,
as of June 5, 2024. For the purposes of this payment, active payroll status is defined as
being in active payroll status, military leave with pay or on paid family leave. The lump
sum cash payment shall be pensionable, consistent with applicable law.
All full time per annum and full time per diem employees who were in active status on the
date of the ratification are entitled to receive the lump sum cash payment of $3,000.
Employees who were terminated for cause, resigned, retired, or otherwise separated from
service prior to June 5, 2024 shall not be eligible for the lump sum cash payment.
In no event shall any employee receive greater than $3,000 in bonus payments pursuant to
this section.
Any employee on terminal leave on June 5, 2024 will not be eligible for the ratification
bonus payment.
Section 7.
Part-time per annum, per session, hourly paid, and per diem employees and employees whose
normal work year is less than a full calendar year shall receive a rate provided in Section 6 prorated
on the basis of computations heretofore utilized by the parties for all such employees.
Section 8.
Each Chief Resident shall receive the following annual amounts prorated for the period of service
as Chief Resident:
Current
$4,722
5/16/2024
$5,160
12/16/2024
$5,315
12/16/2025
$5,488
The Chief Resident differential shall be paid only when authorized in writing by the Chief of
6
25002


Service or, when for a period of two or more calendar months, a House Staff Officer substantially
performs the duties of a Chief Resident with the knowledge and consent of the Chief of Service.
Section 9.
Effective July 1, 2009, new PGY 1 Psychiatry residents will be paid as PGY 1. First, second and
third year residents in Psychiatry who, prior to July 1, 2009, were receiving pay at the rates of
second, third, and fourth year residents, respectively, shall continue to receive such compensation
as set forth in the prior agreement between the parties, during their service at a NYC H+H Hospital.
Section 10.
In the event of an erroneous overpayment to an HSO of an amount exceeding 25% of the HSO's
regular gross pay, the City and NYC H+H will not make wage deductions for recoupment purposes
in amounts greater than 25% of the HSO's regular gross pay, except if the amount of the
overpayment exceeds $1,000. In cases where the overpayment exceeds $1,000, deductions may be
made in larger installments at the discretion of the Agency Head. Any recoupment shall be limited
to the period up to six years prior to the commencement of such proceedings for recoupment.

<a id="article-v-vacations-and-leave-time-p9"></a>
## Article V — VACATIONS AND LEAVE TIME
_Page 9_ · _OCR-reconstructed_ · _Topics: vacation, sick-leave, other-leave_

Section 1.
The vacation for all HSOs shall be four weeks per annum (July 1 through June 30). The Hospitals
will make a reasonable effort not to assign House Staff Officers on-call duty (including beeper
calls) or to make rounds on shifts immediately prior to or immediately after the start of an officer's
scheduled vacation.
Section 2.
When, due to the needs of a given service, it is necessary to limit vacations, they may be limited
to the extent of one week per HSO, at the discretion of the HO's Chief of Service, and pay for
lost vacation shall be granted.
Section 3.
Anything to the contrary herein notwithstanding, lesser vacation benefits may be provided where
appropriate Specialty Boards require lesser vacation terms and pay for lost vacation shall be
granted.
Section 4.
Anything to the contrary herein notwithstanding, pay in lieu of vacation shall be provided in the
case of Residents serving their last year of residence, where full House Staff coverage in the given
service cannot, in the discretion of the appropriate Chief of Service, be obtained.
7
25002


Section 5.
Medical disability due to pregnancy or childbirth shall be considered as sick leave.
Section 6.
An HSO shall be paid at the HSO's regular pay for three (3) working days' absence in the event of
the death of the HSO's parent, spouse, child, brother, sister, or grandparent. Such three days must
be taken consecutively within a reasonable time of the day of the death or day of the funeral and
may not be split or postponed. Bereavement leave shall be granted for the death of a "domestic
partner" pursuant to the terms set forth in Executive Order No. 48, dated January 7, 1993. With
the prior approval of a Program Director, an HSO can use other paid leave time for additional time
needed.
Section 7.
Time off with pay for specialty exams, licensure exams, and any other exams required by a
program will not be unreasonably denied.
Section 8.
a. Eligibility for non-chargeable education leave shall be as per NYC H+H policy (June 26,
1997, Memorandum, "Non-chargeable Education Leave").
b. Effective July I, 1989, reimbursement for conference expenses was assumed by the CIR
House Staff Benefits Plan and any obligation for future funding of such expenses by the
City or NYC HtH ceased.
Section 9.
Personal Well-being Days
See Article XXIII section (2).

<a id="article-vi-individual-contracts-p10"></a>
## Article VI — INDIVIDUAL CONTRACTS
_Page 10_ · _OCR-reconstructed_ · _Topics: wages, hours, training_

Section 1.
a. Each HSO shall, prior to the HSO's employment in any Hospital of NYC H+H, receive a
written contract not inconsistent with any of the provisions herein, which shall set forth the
Hospital and NYC H+H commitments to such HSO in the following areas: (a) maintenance
of electives, (b) rotational schedule, and (c) PGY level and wages appropriate to the PGY
level. The HSO's Chief of Service shall make best efforts to notify the HSO, in writing, at
least seven (7) days prior to a new rotation.
b. In the event of a conflict between the terms of an individual written contract of HSOs who
commence employment on or after July 1, 1983, and the provisions of this Agreement, the
provisions of this Agreement shall prevail.
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Section 2.
The form of individual contract presently used by NYC H+H shall be furnished to the Committee
and, if changed, a copy of any such change will be furnished to the Committee prior to its use.
Section 3.
HSOs who have July 1st appointments will be notified in writing by November 15th (December
15th at PGY-1) and HSOs with any other appointment date will be notified in writing within four
and one-half (4 1/2) months thereafter (5 1/2 months at PGY- 1), if their services are not to be
renewed for the next year of a given residency program. Earlier notice, if possible, will be given
to such House Staff Officers.
Section 4.
No individual waiver by an HSO of the HSO's rights or those of the Committee under the collective
bargaining agreement shall be effective unless consented to in writing by the Committee.
Section 5.
a. NYC H+H will notify each HSO affected and the Committee:
i.
ii.
Within thirty (30) days of a decision to discontinue any training program for any reason.
Immediately upon receipt from the ACME, ADA, APMA, AOA, or the RPSC of
notification regarding non-accreditation or probation or similar change in the
professional status of any training program.
b. In the event of a decision to discontinue a training program, NYC H+H's obligation with
regard to each HSO affected shall be to assign such HSO, with concurrence of the Affiliate,
which concurrence shall not be unreasonably withheld, to an approved program at another
NYC H+H Hospital, or where appropriate, NYC H+H shall make other necessary
arrangements to settle the employment contract and training program obligations.

<a id="article-vii-work-schedules-p11"></a>
## Article VII — WORK SCHEDULES
_Page 11_ · _OCR-reconstructed_ · _Topics: holidays, grievance, hours, training_

Section 1.
The parties recognize the undesirability of excessive work hours for HSOs inconsistent with
optimum patient care and high standards of training and will make every effort to resolve problems
in furtherance of these principles. Subject to budgetary limitations and procedures for establishing
budgets, House Staff work schedules shall be consistent with optimum patient care, high standards
of training, specialty board requirements and limitations, and the health and well-being of HSOs,
including their reasonable social needs and need for adequate rest. A grievance, which shall consist
of a dispute concerning the application or interpretation of Sections 1 and 2 of this Article, shall
be processed in accordance with the following procedure:
Step I.
The Employee and/or the Committee shall present the grievance in the form of a
memorandum to the Executive Director not later than ninety (90) days after the date
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on which the grievance arose. The Employee may also request an appointment to
discuss the grievance. The Executive Director shall take any steps necessary for a
proper disposition of the grievance and shall reply in writing by the end of the tenth
(10th) work-day following the date of submission.
Step II.
An appeal from an unsatisfactory determination at Step I shall be presented in writing
to NYC H+H Director of Labor Relations. The appeal must be made within thirty
(30) days of the receipt of the Step I determination. NYC H+H Director of Labor
Relations, or the Director's designated representative, may meet with the Employee
and/or the Committee for review of the grievance and, in any event, shall issue a
written reply by the end of the tenth (10th) working day following the date on which
the appeal was filed.
Step III. An appeal from an unsatisfactory determination at Step II shall be presented in
writing within thirty (30) days to a panel consisting of one Committee representative,
one physician and/or dentist selected by NYC H+H, and the Vice President
responsible for medical affairs (or the equivalent officer or successor or his/her
designee) as chairperson for such disposition as is appropriate. This panel shall render
its decision by a majority vote within ten (10) days after completion of the appeal
process, and such decision shall be final and binding.
Section 2.
Wherever practicable, changes in a work schedule during an HSO's contract term shall be the
subject of reasonable prior notice to the affected HSO. If such notice does not provide sufficient
time to process a grievance through Steps II and III of Section I hereof, the Committee shall be
entitled to proceed directly from Step I to Step III, Section 1, hereof.
Section 3.
a. No HSO shall be required to perform duty in the hospital more frequently than an average
of ten (10) calendar nights within a thirty (30)-day calendar period
b. Subject to the applicable provisions of Article V, Sections 2 and 3, an HSO who uses the
leave time provided for in Article V will not be required to make up on-call duty that the
HSO would have otherwise worked during the period of said leave.
c. Any grievance arising under this Section 3 shall be presented in accordance with the
procedure noted in Article XVI, Grievances, Sections 2 through 10 inclusive.
Section 4.
a. HSOs performing on-call duty in addition to their anticipated normal on-call schedule shall,
subject to subsection 4(k) below, be compensated for each additional on-call duty at the
rates indicated below. This provision includes HSOs listed on the "jeopardy" or "sick call"
schedule:
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Week Night
2/26/18
$418
Weekend/Holiday
$558
b. HSOs performing on-call duty in addition to their normal day's work, usually in
coordination with a night float system, where a HSO is not scheduled to work overnight
("Short Call") shall, subject to subsection 4(k) below, be compensated for each additional
Short Call duty at the rate indicated below:
2/26/18
$210
c. In arranging on-call duty coverage for a sick or disabled House Staff Officer, preference
shall be given to House Staff Officers within the department who agree to accept such
additional on-call duty. Thereafter, insofar as is practical, preference shall be given to any
other approved HSO within the facility who applies, prior to any involuntary assignment
of additional on-call duty. Program Administrators or scheduling chiefs shall make
reasonable efforts not to reassign a House Staff Officer from a rotation or an elective for
additional on- call duty. If a House Staff Officer on a rotation or an elective must be
reassigned from his/her rotation or elective for additional on-call duty, he/she shall be paid
at the rates indicated above.
d. Effective March 26, 2020 the payments provided in subsections 4(a) and 4(b) shall be made
for all additional on-calls performed as coverage for a House Staff Officer absent due to
illness or disability or personal/well-being day. An absent House Staff Officer shall not be
required to make up on-call duty that the HSO would otherwise have worked during said
illness or disability. Coverage for single absences due to illness or disability shall not be
paid where it is practical to require the absent House Staff Officer to serve on-call in the
same rotation in place of the House Staff Officer who provided coverage. Payment for
additional on-call duty performed because of the absence of a HSO due to bereavement
leave shall be permitted.
Daytime coverage for a temporarily sick or disabled House Staff Officer shall be shared by
the remaining House Staff Officers where such additional duties do not violate Article VII,
Section I.
f.
Nothing in subsections 4(a) through 4(e) above shall be construed to permit the
performance of on-call duty in violation of Article VII, Section 3, above or determine the
remedies thereunder.
g. When House Staff Officers voluntarily exchange on-call assignments for their mutual
benefit, such on-call duties shall not be considered additional on-call duty and provisions
for additional compensation in this Article shall not apply.
h. The provisions of subsection 4(d) above are not intended to alter the responsibilities and
obligations of appropriate hospital authorities with regard to certification of completion by
House Staff Officers of specialty board requirements.
The provision for payment in subsections 4(a) and 4(b) above shall be funded by NYC
H+H in the annual amounts below, to be apportioned equitably among the NYC H+H
facilities employing HSOs covered by this Agreement.
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12/16/21
$379,474
12/16/24
$500,000
Effective 2/26/18 the annual rates for funding as stated above is in accordance with Article
XXI, Section 15 of this agreement.
Effective as soon as practicable after Jun 5, 2024, NYC H+H agrees to make a one-time
lump sum contribution of two-million ($2,000,000) dollars to the On-Call Fund.
NYC H+H shall provide the Committee with monthly reports of expenditures at each
facility, identifying each HSO receiving payment by name, department, and Social Security
number. The report shall name the HSO for whom coverage was provided and the date(s)
of such coverage. Should it appear that any facility may exhaust its prorated share during
any July 1- June 30 period, NYC H+H will meet with the Committee so that the parties
may consider such measures as may be mutually acceptable to continue the program at the
institution. Funds remaining at the end of any July I-June 30 period shall be carried forward
to the succeeding year or, at the option of CIR, transferred to the Patient Care Trust Fund,
or applied in such other manner as the parties may agree upon.
k.
NYC H+H shall not be required to compensate HO's in the manner set forth in subsections
4(a), (b), and (c) above if the fund established for the provision of said compensation (the
"On Call Pool") is exhausted. If the usage of the On Call Pool exceeds $290,000 in any six
month period, or $480,000 in a calendar year, NYC H+H and CIR will meet to discuss
what measures, if any, should be taken.
Section 5.
a. Moonlighting shall be prohibited during the HSO's first post-graduate year (PGY-1).
b. During PGY-2 and thereafter, moonlighting shall be permitted if it does not impinge on or
interfere with the HSO's performance of the HO's required duties at the hospital or with
the HSO's educational obligations.
c. If, in the opinion of a Chief of Service, moonlighting has impinged on or interfered with
an HO's primary obligations, the Chief of Service may demand that the moonlighting
cease.
d. An HSO and/or the Committee may appeal through the grievance procedure a Chief of
Service's demand that the HSO cease moonlighting.
Section 6.
Effective May 31, 2013, a residency training program operating within an NYC H+H
facility may create a "Critical Care Coverage" elective in the program by which Residents
work additional hours to cover the staffing needs of the hospital outside of their scheduled
shifts, within the allowable work hours regulations set forth by the ACME, ADA, APMA,
AOA, or RCPSC as applicable.
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b. Additional work hours shall be prohibited during the HO's first post-graduate year (PGY-
1).
c. During PGY-2 and thereafter, working additional hours as an elective of their training
program shall be permitted if it does not impinge on or interfere with the HSO's
performance of the HSO's required duties at the hospital or with the HSO's educational
obligations.
d. If in the opinion of the Chief of Service, working additional hours as impinged on or
interfered with an HSO's primary obligations, the Chief of Service may demand that the
additional hours cease. The decision to cease additional hours is final and shall not be
reviewable in any forum.
e. House Staff Officers that meet the above criteria shall be compensated at the Elective
Critical Care Coverage rate of $418 for coverage on a weekday or $558 for coverage on a
weekend or holiday. This rate shall not be increased without the express consent of the
parties.

<a id="article-viii-patient-care-trust-fund-p15"></a>
## Article VIII — PATIENT CARE TRUST FUND
_Page 15_ · _OCR-reconstructed_ · _Topics: grievance_

a. Effective each April 1st and October Ist, NYC H+H shall transfer a sum equivalent to 0.15
percent (fifteen one-hundredths of one percent) of the Gross Annual Payroll for HSOs to
the Patient Care Trust Fund (PCTF). For purposes of this provision, the Gross Annual
Payroll shall be calculated by using NYCH+H's payroll for the applicable payday
immediately preceding the aforementioned effective dates.
b. Effective April 26, 2017, and continuing thereafter, in accordance with Article VIII,
Section a, of this Agreement, an additional 0.06 percent of the gross annual payroll shall
be paid into the PCTF.
c. Effective December 16, 2024, and continuing thereafter, in accordance with Article VIII,
Section a, of this agreement an additional $81,989 per annum shall be paid into the PCTF.
This amount will not automatically increase with future collective bargaining and will not
be factored into the percentage of gross annual payroll in sections (a) and (b) above.
d. The said sums shall deposited into the PCTF shall be applied toward the improvement of
patient care for the people of New York City by I) purchasing or assisting in the purchase
of equipment and/or supplies to be used in municipal NYC H+H hospitals and related NYC
H+H medical facilities for the improvement of patient care; 2) supporting programs to train
and educate NYC H+H health professionals, who care for the people of New York City;
3) supporting programs and research related to improved health and better patient care for
the people of New York City; and/or 4) supporting programs and initiatives aligned with
the mission of NYC H+H. This shall not create any obligation on the part of the City or
NYC H+H to provide additional contributions or payments of any kind.
e. Prior to the purchase of any equipment or the funding of any programs or research, the
PCTF shall present its proposal(s) for the funding of programs or research or for the
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13


purchase of equipment or supplies to the President of NYC H+H or his/her designee for
approval. The CIR and the PCTF shall make best efforts to invite the NYC H+H President
or his/her designee to participate in discussions regarding any proposals that would require
more than [$100,000] of PCTF funds. Should the President or his/her designee accept an
offer to purchase equipment, NYC H+H shall locate and use the equipment in accordance
with the terms of the offer, and the equipment shall become the property and sole
responsibility of NYCH+H.
f. If the President or his/her designee rejects a proposal to fund a program or research, or a
proposed purchase, the President or his/her designee shall state in writing the reasons
within thirty (30) days of the receipt of the proposal. If the President or his/her designee
rejects the proposal, the PCTF shall submit alternative proposals) to the President or
his/her designee. The decision of the President or bis/her designee is final and the foregoing
provision is not subject to the grievance and arbitration provisions of the Agreement. It is
understood that there is no continuing obligation for the City or NYC H+H to make any
additional such payment during the term of this Agreement.

<a id="article-ix-child-care-fund-p16"></a>
## Article IX — CHILD CARE FUND
_Page 16_ · _OCR-reconstructed_

Section 1.
Effective October 27, 20 I7, and continuing thereafter, pursuant to the provisions of a separate
agreement between the City of New York, NYC H+H, and CIR, 0.52 percent of the gross payroll
annually shall be paid into the HSBP for the provision of childcare benefits for covered employees.
Payments shall be calculated on a quarterly basis and paid within 60 days of the end of each
quarter.
Effective December 26, 2019, the above Child Care Fund contribution shall be increased by an
additional 0.354% of gross annual payroll, for a new total contribution amount of0.874% of the
gross annual payroll.

<a id="article-combined-reimbursement-fund-p16"></a>
## ARTICLE & - COMBINED REIMBURSEMENT FUND
_Page 16_ · _OCR-reconstructed_

a. A Combined Reimbursement Fund is to be established for the reimbursement of
employment related expenses as may be jointly approved by the parties. The Fund shall be
administered by trustees appointed by CIR subject to the terms of a signed separate
supplemental agreement.
b. Effective each April and October, NYC H+H shall remit to the Combined Reimbursement
Fund a contribution equivalent to 0.775 percent of the annualized base payroll for HOs
based upon NYC H+H's the first payroll in the month such payment is due. Such
contributions shall be contingent upon and subject to the terms of the signed separate
supplemental agreement.
c. Effective December 16, 2024, and continuing every year thereafter, an additional $120,934
per annum shall be contributed to the Combined Reimbursement Fund. This amount will
not automatically increase with future collective bargaining and will not be factored into
the percentage of gross annual payroll in section (b) above.
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14

<a id="article-xi-cir-house-staff-benefits-plan-p17"></a>
## Article XI — CIR HOUSE STAFF BENEFITS PLAN
_Page 17_ · _OCR-reconstructed_ · _Topics: health-welfare_

a. This Agreement incorporates the terms of the May 5, 2014 and June 28, 2018 Letter
Agreements regarding health savings and welfare fund contributions between the City of
New York and the Municipal Labor Committee, as appended to this agreement.
b. Effective November 8, 2006, the contribution paid on behalf of each full-time per annum
HSO to the CIR House Staff Benefits Plan shall be$1,640 per annum. Effective March 26,
2018, that amount shall be increased to $1,740 per annum.
c. Contributions remitted to the CIR House Staff Benefits Plan (hereinafter "HSBP") pursuant
to this Article XI are contingent upon and subject to the terms set forth in a signed separate
trusted fund agreement between the City, NYCH+H and the Committee.
d. The Committee agrees to provide welfare fund benefits to domestic partners of covered
HSOs in the same manner as those benefits are provided to spouses of married covered
HSOs.

<a id="article-xii-health-and-hospital-benefits-p17"></a>
## Article XII — HEALTH AND HOSPITAL BENEFITS
_Page 17_ · _OCR-reconstructed_ · _Topics: health-welfare_

Section 1.
The parties agree that the following provisions from the 1993 Municipal Memorandum of
Economic Agreement shall remain in full force and effect, except as otherwise modified by
provisions of the 2000 DC37 Memorandum of Economic Agreement and the Appendices.
Section 2.
Effective April 1, 1995 and thereafter, the Employer's cost for each contract for each Employee
and for each retiree (under age 65) shall be equalized at the community rated basic HIP/HMO plan
payment rate as approved by the State Department of Insurance on a category basis of individual
or family, (e.g. the payment for GHI-CBP/Blue Cross family coverage shall be equal to the
payment for HIP/HMO family coverage).
Section 3.
The Employers shall continue to contribute on a City employee benefits program-wide basis the
additional annual amount of$35 million to maintain the health insurance stabilization reserve fund
created in Section 7 of the 1984-87 Municipal Coalition Economic Agreement. Said funds shall
be paid in two installments of seventeen million, five hundred thousand in January and July of
each year.
Section 4.
Pursuant to paragraph 7 of the Health Benefits Agreement dated January 11, 2001, notwithstanding
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the above, in each of the fiscal years 2001 and 2002, the City shall not make the annual $35 million
contribution to the health insurance Stabilization Fund.
Section 5.
In the event that there is a citywide or program-wide health insurance package which exceeds the
cost of the equalization and stabilization fund described above, the parties may negotiate a
reconfiguration of this package which in no event will provide for costs in excess of the total costs
of the 2000 DC 37 Memorandum of Economic Agreement as set forth therein. However, it is
understood that CIR will not be treated any better or any worse than any other Union participating
in the citywide or program-wide Health Program with regard to increased health insurance costs.

<a id="article-xiii-on-call-rooms-p18"></a>
## Article XIII — ON-CALL ROOMS
_Page 18_ · _OCR-reconstructed_ · _Topics: grievance_

Section 1.
a. On-call rooms shall be regularly cleaned and shall have functioning locks with keys
available to House Staff Officers. Bathrooms and showers in on-call areas shall be
regularly cleaned and properly supplied. Clean linens and towels will be supplied on a
regular basis. NYC H+H will take reasonable steps to provide shower facilities accessible
to on-call rooms, where feasible, provided that such shower facilities can be provided
without new construction or structural renovation or significant costs.
b. The number and location of existing on-call rooms shall not be reduced or changed without
at least thirty (30) days' notice to CIR and the opportunity to discuss planned changes with
the administration.
Section 2.
The sole remedy for alleged violations of this Article shall be a grievance pursuant to Article XVI
of this Agreement.
Section 3.
In construing Section I of this Article, an arbitrator shall initially have the power only to decide
whether the subject facilities meet the standards of Section I of this Article but may not
affirmatively direct how NYC H+H should comply with Section I. If the arbitrator determines that
NYC H+H is in violation of Section I, NYC H+H shall take appropriate steps to remedy the
violation. If, in the opinion of the Committee, NYC H+H does not achieve compliance within a
reasonable period of time, the Committee may reassert its claim to the arbitrator. Upon such second
submission, if the arbitrator finds that NYC H+H has had a reasonable time to comply with the
terms of Section 1 and has failed to do so, then, and only then, the arbitrator may order NYC HtH
to follow a particular course of action which will effectuate compliance with the terms of Section
1. However, such remedy shall not exceed appropriations available in the current budget allocation
for the involved facility for such purposes.
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<a id="article-xiv-medical-board-representation-p19"></a>
## Article XIV — MEDICAL BOARD REPRESENTATION
_Page 19_ · _OCR-reconstructed_

Section 1.
Each NYC H+H Hospital Medical Board shall include in its regular voting membership two
representatives of the House Staff of such Hospital, one of whom shall be the President of the
House Staff, the other to be chosen by vote of the House Staff. The President of the House Staff
shall also serve as a voting member of the Executive committee of the Medical Board.
Section 2.
Each NYC H+H Hospital Medical Board shall establish a Committee designated as the House
Staff Affairs Committee or similar title, the primary concern of which shall be medical education,
internship and residency programs, and medical policy matters directly affecting HSOs.
Section 3.
The House Staff Affairs Committee is intended to be a working committee of the Medical Board
and shall meet regularly. It shall consist of not more than 10 nor less than 7 voting members. In
the event that the House Staff Affairs Committee shall consist of 7-8 voting members, no fewer
than 3 shall be HSOs elected by the House Staff. In the event that the House Staff Affairs
Committee shall consist of 9-10 voting members, no fewer than 4 shall be HSOs elected by the
House Staff. The HSOs serving on the Medical Board shall, ex officio, also serve on the House
Staff Affairs Committee as nonvoting members thereof if not otherwise elected thereto pursuant
to Section 3 hereof.
Section 4.
The Secretary to the Medical Board shall forward to the Committee of Interns and Residents the
names of the Medical Board members comprising the House Staff Affairs Committee within five
days succeeding its establishment.
Section 5.
Each NYC H+H Hospital will notify the Committee of the date of inspection by JCAHO and will
make available to the Committee representative or representatives on the Medical Board the
JCAHO report that is presented to the Medical Board.

<a id="article-xv-malpractice-insurance-p19"></a>
## Article XV — MALPRACTICE INSURANCE
_Page 19_ · _OCR-reconstructed_ · _Topics: safety_

Section 1.
The City shall be liable for and save harmless each HSO covered hereunder for any claim for
damages and/or personal injuries alleged to have been sustained by a claimant as a result of any
action or omission occurring in the performance of the HSO's duties and within the scope of his or
her employment.
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Section 2.
The foregoing is conditioned upon each of the following:
a. NYC H+H's HSOs shall promptly forward to NYC H+H all summonses or notices of
whatsoever nature pertaining to claims received or served upon them or each of them.
b. NYC H+H's HSOs shall cooperate fully in aiding the City to investigate, adjust, settle, or
defend each claim, action, or proceeding.
c. The defense of all claims, actions, and proceedings within the purview of this Article shall
be conducted by the City. NYC H+H Counsel of the City shall appear and defend such
actions and proceedings on behalf of the HSOs.
d. No settlement shall be made without the approval of the City, including the Comptroller,
and in accordance with procedures previously employed to settle actions involving
municipal employees.
e. In the event of any appeal from a judgment against NYC H+H's HSOs, the City will
promptly satisfy the judgment or stay the execution thereof by filing the appropriate bonds
or instruments so that execution shall not issue against the HSOs.

<a id="article-xvi-grievance-procedures-p20"></a>
## Article XVI — GRIEVANCE PROCEDURES
_Page 20_ · _OCR-reconstructed_ · _Topics: grievance_

Section 1.
The term "grievance" shall mean:
a. A dispute concerning the application or interpretation of the terms of this collective
bargaining agreement;
b. A claimed violation, misinterpretation, or misapplication of the rules or regulations,
authorized existing policy, or orders of NYC H+H affecting the terms and conditions of
employment;
c. A claimed regular or recurrent assignment of HSOs to duties substantially different from
those stated in their job specifications;
d. A question regarding the non-renewal of the appointment of an HSO.
e. The provisions of this Article XVI shall not apply to a grievance under Article VII, Sections
1 and 2.
Section 2.
Step I The Employee and/or the Committee shall present the grievance in writing to the Chief of
Service or to the Executive Director or the Director's designee no later than ninety (90) days after
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the date on which the grievance arose, and in grievances brought under Section 1 (D) the grievance
shall be presented no later than ninety (90) days after the date on which written notice of non-
renewal is received. The individual to whom the grievance was presented shall take any steps
necessary to a proper disposition of the grievance and shall reply in writing by the end of the tenth
(10th) work-day following the date of submission, except for grievances brought under Section I
(D), where the reply shall be in writing by the end of the fifth (5th) working day following the date
of submission.
For all grievances as defined in Section I(c), no monetary award shall in any event cover
any period prior to the date of the filing of the Step I grievance unless such grievance has been
filed within thirty (30) days of the assignment to the alleged out-of-title work.
Step Il(a) An appeal from an unsatisfactory determination at Step I, except for an appeal brought
under Section 1(d), shall be presented in writing to NYC H+H's Director of Labor Relations. The
appeal must be made within ten (10) working days of the receipt of the Step I determination. NYC
HtH's Director of Labor Relations or his/her designated representative, if any, may meet with the
Employee and/or the Committee for review of the grievance and shall in any event issue a
determination in writing by the end of the tenth (10th) workday following the date on which the
appeal was filed.
Step II(b) An appeal from an unsatisfactory determination at Step I in regard to a grievance
brought under Section 1 (d) must be brought within fifteen (15) days of receipt of the Step I
determination to the House Staff Affairs Committee of the Medical Board for evaluation and
determination. An HSO and/or CIR appealing to the House Staff Affairs Committee shall be given
advance written notice of when the House Staff Affairs Committee will consider the appeal. The
House Staff Affairs Committee will render a written decision and provide it to the HSO and/or
CIR. All decisions of the House Staff Affairs Committee may be reviewed by the Medical Board.
If the Medical Board reviews the case, advance notice and a written decision will be provided the
HSO and/or CIR. The decision of the Medical Board in all such matters shall be final.
Step III
An appeal from an unsatisfactory determination at Step II(a) may be filed
by the Committee with the Office of Collective Bargaining for impartial arbitration within thirty
(30) days of receipt of the Step II(a) decision. NYC H+H shall have the right to appeal any
grievance determination under Section I, except for grievances brought under Section I(d) directly
to arbitration. Such appeal shall be filed within thirty (30) days of the receipt of the determination
being appealed. The Committee and/or NYC H+H shall commence such arbitration by submitting
a written request therefor to the Office of Collective Bargaining. A copy of the notice requesting
impartial arbitration shall be forwarded to the opposing party. The arbitration shall be conducted
in accordance with the Consolidated Rules of the Office of Collective Bargaining, except that each
party shall be separately responsible for any costs or fees of any member of the arbitration board
selected by such party, other than the impartial arbitrator. The costs and fees of such arbitration
shall be borne equally by the Committee and the Employer. The determination or award of the
arbitrator or the arbitration board noted in Section 8 of this Article shall be final and binding and
shall not add to, subtract from, or modify any contract, rule, regulation, authorized existing policy,
or order mentioned in Section I(b) and l(c) of this Article existing at the time the grievance arose.
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Section 3.
As a condition to the right of the Committee to invoke impartial arbitration set forth in this Article,
the Employee or Employees and the Committee shall be required to file with the Director of the
Office of Collective Bargaining a written waiver of the right, if any, of the Employee or Employees
and the Committee to submit the underlying dispute to any other administrative or judicial tribunal
except for the purpose of enforcing the arbitrator's award.
Section 4.
Any grievance of a general nature affecting a large group of HSOs and which concerns the claimed
misinterpretation, inequitable application, violation, or failure to comply with the provisions of
this Agreement shall be filed at the option of the Committee at Step II(a) of the grievance
procedure, without resort to the previous step.
Section 5.
If the Employer exceeds any time limit prescribed at any step in the grievance procedure, the
grievant and/or the Committee may invoke the next step of the procedure, except, however, that
only the Committee may invoke impartial arbitration under Step III.
Section 6.
The Employer shall notify the Committee in writing of all grievances filed by HSOs, all grievance
hearings, and all determinations. The Committee shall have the right to have a representative
present at any grievance hearing and shall be given forty-eight (48) hours' notice of all grievance
hearings.
Section 7.
Each of the steps in the grievance procedure, as well as time limits prescribed at each step of this
grievance procedure, may be waived by mutual agreement of the parties.
Section 8.
At the request of both parties after the appointment of an arbitrator, or at the request of one party
and the arbitrator, there shall be constituted a tripartite arbitration board consisting of the impartial
arbitrator, a physician or dentist designated by the Committee, and a physician or dentist
designated by NYC H+H. The arbitrator shall be the chairperson and presiding member of the
arbitration board and shall be the only voting member of the arbitration board. The determination
or award of the arbitration board shall be final and binding and shall not add to, subtract from, or
modify any contract, rule, regulation, authorized existing policy, or order mentioned in Section
1(b) and 1(c) of this Article existing at the time the grievance arose.
Section 9.
The grievance and arbitration procedure contained in this agreement shall be the exclusive remedy
20
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for the resolution of disputes defined as "grievances" herein. This shall not be interpreted to
preclude either party from enforcing the arbitrator's award in court.
Section 10.
HSOs may be assisted at all stages of the procedures herein set forth in this Article by
representatives of the Committee.

<a id="article-xvii-disciplinary-action-p23"></a>
## Article XVII — DISCIPLINARY ACTION
_Page 23_ · _OCR-reconstructed_ · _Topics: grievance, discipline_

Section 1.
HSOs shall have the right to a hearing before being subject to disciplinary action except as
hereinafter provided. There shall be no disciplinary action taken against an HSO except for cause
and pursuant to and after completion of the procedures herein provided. Notwithstanding the
provisions of Section 6(d) below, when a charge of failure to complete delinquent charts is
sustained following proper notice and hearing as below, the proposed discipline may be
implemented before the completion of those procedures by the Hospital Executive Director when
it is a reprimand or by the Corporate Director of Labor Relations when it is other than a reprimand.
Section 2.
It is understood that an HSO may be reassigned from medical responsibilities without a hearing
when the HO's continued presence is deemed to risk the successful operation of the hospital.
Following such reassignment by either the Chief of Service or the Executive Director of the
hospital, the Committee shall have the right to an immediate appeal to an arbitrator or arbitration
board as hereinafter provided.
Section 3.
When disciplinary action against an HSO is contemplated either by a Chief of Service or Executive
Director, written charges and proposed disciplinary action shall be presented by the Executive
Director to the Committee and to such HSO, who shall be notified of the HSO's right to appear
before the Executive Director or duly designated representative for the purpose of an informal
hearing before such Executive Director or designee. The Executive Director shall have the right to
affirm, rescind, or modify the charges and/or proposed action after such informal hearing.
Section 4.
In the event that the Executive Director does not rescind the charges and proposed disciplinary
action, the HSO or Committee shall appeal to NYC H+H Director of Labor Relations or the
Director's designee who will hold a conference with the HSO and the Committee. The Director
shall issue a determination in writing to the HSO and the Committee affirming, rescinding or
modifying the charges and the proposed disciplinary action.
21
25002


Section 5.
The proposed decision of NYC H+H Director of Labor Relations shall become final unless the
Committee requests in writing to the Office of Collective Bargaining, with simultaneous notice to
NYC H+H and the Executive Director, within 10 days after the receipt of the decision of NYC
H+H Director of Labor Relations, that said decision be submitted to arbitration pursuant to this
Article XVII.
Section 6.
a. Arbitration hereunder shall determine whether just cause or basis exists to sustain the
charges and, if so, whether there is just cause or basis for the proposed disciplinary action.
The arbitrator shall be authorized to accept, reject, or modify the charges or proposed
disciplinary action. The determination or award of the arbitration shall be final and binding
and shall not add to, subtract from, or modify any contract, or any rule, regulation, existing
authorized policy, or order mentioned in Section I (b) and (c) of Article XVI existing prior
to the notice provided by Section 3 hereof.
b. Arbitration hereunder shall be conducted in accordance with the Consolidated Rules of the
Office of Collective Bargaining, except as modified in (c) of this Section. The costs and
fees of such arbitration shall be borne by the Committee and NYC H+H as provided in
Article XVI, Section 2.
c. At the request of both parties after the appointment of an arbitrator, or at the request of one
party and the arbitrator, there shall be constituted a tripartite arbitration board consisting of
the impartial arbitrator, a physician or dentist designated by the Committee, and a physician
or dentist designated by NYC H+H. The arbitrator shall be the chairperson and presiding
member of the arbitration board and shall be the only voting member of the arbitration
board. The determination or award of the arbitration board shall be final and binding and
shall not add to, subtract from, or modify any contract, rule, regulation, authorized existing
policy, or order mentioned in Section 1 (b) and (c) of Article XVI existing prior to the
notice provided by Section 3 hereof.
d. No disciplinary action shall be imposed upon an HSO until said action has become final
pursuant to Section 5 hereof or said action has been subject to a determination and award
in arbitration pursuant to Section 6 hereof.
Section 7.
The Hospital will arrange the schedules of HSOs who are involved in disciplinary or grievance
procedures so as to permit reasonable time off

<a id="section-8-remediation-p24"></a>
### Section 8 — Remediation
_Page 24_ · _OCR-reconstructed_ · _Topics: discipline_

Effective March 26, 2020, if, in the discretion of the Facility Chief Medical Officer, the HSO's
chief of service, or program director, it is decided that an HSO should be placed on a remediation
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22


plan, the department will inform the HSO in a timely manner that his/her performance is
considered to be substandard and will indicate what the specific aspects of the HSO's performance
need improvement. Any formal remediation plan should be in writing and include a reasonable
timeframe as determined by the Program Director and or Chief of Service with specific goals for
improvement and a specific plan to achieve these goals. The HSO shall be given a copy of the
remediation plan and have the opportunity to discuss the plan with program Director. The HSO
will be allowed to file, in writing, a rebuttal/ response to the evaluation of substandard performance
as part of their personnel file, but will not impact the decision for remediation. The HSO may also
be assigned a mentor (attending physician) from within the program to facilitate adherence and
successful fulfillment of the remediation plan. The Remediation Plan should serve as an
educational tool to assist the HSO in meeting the required performance standards. HSO's should
be offered the opportunity to have CIR representation in meetings with the employer to discuss
their remediation plan.
Section 9.
Probation
Effective, March 26, 2020, if an HSO is placed on probation (Probation defined as a process that
places the HSO into a "trial period" to evaluate performance and provide necessary, outlined,
performance improvements) for any reason, that action must be in writing and include: a summary
of the reasons for the action, the area(s) of performance to be improved, a summary of the criteria
for judging adequate improvement, and the date upon which the probation will be reviewed.
Probation cannot be imposed until the HSO has received notice either in person or to his/her email
address. The HSO shall be given a copy of the probation and have the opportunity to discuss the
plan with program Director. HSO will have the ability to submit a written rebuttal, but that will
not change probationary status. HSO should be made aware that he/she has right to CIR
representation in all Probationary meetings.
The Employer is not required to place IISO's on a remediation plan and/or probation to pursue
disciplinary charges and reserves its rights to proceed directly to discipline in situations where it
deems appropriate.

<a id="article-xviii-prohibition-against-discrimination-p25"></a>
## Article XVIII — PROHIBITION AGAINST DISCRIMINATION
_Page 25_ · _OCR-reconstructed_ · _Topics: training, diversity_

national origin, inaction dial discriminate insal orientation cout of are cone crede,
in any matter of hiring or employment, housing, credit, contracting, provision of service, or any
other matter whatsoever. Further, in relation to equal employment opportunity in city employment
and training for physically handicapped individuals, NYC HtH shall follow the procedures set
forth in the Mayor's Executive Order No. 14, dated May 21, 1974. Standards and policies affecting
HSOs for provision of facilities shall be justly applied to all HSOs.

<a id="article-xix-lounges-p25"></a>
## Article XIX — LOUNGES
_Page 25_ · _OCR-reconstructed_

NYC H+H's Vice President for Corporate Affairs shall issue a memorandum within thirty (30)
days of the Financial Control Board's approval of the Contract to the Hospitals' Executive Directors
directing them to ascertain if lounge space can be made available for utilization by HSOs. If lounge
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23


space can be made available, the Executive Director, in conjunction with the House Staff Affairs
Committee in each hospital, shall prepare a proposal recommending designation of such space for
House Staff lounges. Subject to the availability of funds and the concurrence of the Executive
Director, the proposal shall also recommend reasonable measures to be taken to make the lounge
area clean and secure and to set forth a projected timetable for completion. Implementation of such
proposals shall be within sixty (60) days after the concurrence of the Executive Director.

<a id="article-xx-no-strikes-p26"></a>
## Article XX — NO STRIKES
_Page 26_ · _OCR-reconstructed_

Neither the Committee nor any Employee shall induce or engage in any strikes, slowdowns, work
stoppages, or mass absenteeism, or induce any mass resignations.

<a id="section-1-interest-pavments-p26"></a>
### Section 1 — Interest Pavments
_Page 26_ · _OCR-reconstructed_ · _Topics: wages_

Interest on wage increases shall accrue at the rate of three percent (3%) per annum from one
hundred twenty (120) days after execution of the applicable Contract or one hundred twenty (120)
days after the effective date of the increase, whichever is later, to the date of actual payment.
Interest accrued shall be payable only if the amount of interest due to an individual HSO exceeds
five dollars ($5).
Section 2.
Translators
Each NYC HtH Hospital will make reasonable efforts to provide or compile a list of available
personnel to act as translators.
Section 3.
Bulletin Boards
Each NYC H+H Hospital will provide bulletin board space for use by the Committee and
conference rooms, at the Committee's request, for House Staff meetings related to the Hospital or
NYC H+H.

<a id="section-4-rotations-p26"></a>
### Section 4 — Rotations
_Page 26_ · _OCR-reconstructed_ · _Topics: hours_

a. The parties recognize that rotation between the payrolls of NYC H+H and NYC H+H
affiliates is a special concern of this unit and that, on occasion, it affects rotating House
Staff Officers in various ways, including such areas as payroll lag, work week computation
for pay purposes, reapplication for or redesignation of benefits, and requirements for
obtaining benefits. A joint labor-management committee, consisting of representatives of
NYC HtH (including the facilities involved) and the CIR shall meet as needed to discuss
these and related problems and to monitor the effectiveness of any changes which may
result from such discussions.
b. The NYC H+H will notify the CIR on a periodic basis, but no less than once a year, of the
malpractice insurance coverage provided to Corporate House Staff Officers upon their
24
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rotation to non-NYC H+H facilities.
Section 5.
Access to Files
Each HSO shall have access, upon the HSO's request, to the HSO's personnel files. The HSO shall
have the right to place in the HO's file the HSO's response to any evaluatory statement in the
HSO's personnel file. In addition, NYC H+H will allow to each HSO such rights as are provided
in Article X of the 1995-2001 Citywide Agreement.

<a id="section-6-personal-security-p27"></a>
### Section 6 — Personal Security
_Page 27_ · _OCR-reconstructed_

NYC H+H shall make reasonable efforts to provide for the personal security of HSOs working in
the facilities of NYC H+H. The remedy for any claimed violation shall be as provided in Article
XIV, Section 2(e) and (f), of the 1995-2001 Citywide Agreement.
Section 7.
Uniforms
Each HSO shall be assigned six serviceable uniforms at all times. At the conclusion of the HSO's
employment by NYC H+H the HSO shall return all such uniforms.

<a id="section-8-payroll-lag-p27"></a>
### Section 8 — Payroll Lag
_Page 27_ · _OCR-reconstructed_ · _Topics: hours_

NYC H+H shall have the right to initiate a payroll lag of one week for all HSOs covered by this
agreement in accordance with a schedule to be determined by NYC H+H.
Section %.
Depository Checks
The City may eliminate its depository check cashing accounts.

<a id="section-10-orientations-p27"></a>
### Section 10 — Orientations
_Page 27_ · _OCR-reconstructed_ · _Topics: hours_

Effective February 26, 2018, when orientation kits are supplied to new House Staff, the CIR shall
be permitted to have included in the kits CIR literature, provided such literature is first approved
for such purpose by NYC H+H's Office of Labor Relations.
The Vice President responsible for personnel and labor relations will issue a memorandum to NYC
H+H facilities requesting that they provide to CIR notice of the scheduling of orientation sessions
for new House Staff. This is to enable the CIR within the time and manner allotted by the institution
for this purpose, to disseminate information concerning the CIR and its benefits to the new House
Staff.
Effective March 26, 2020, when orientation kits are supplied to new House Staff, the CIR shall be
permitted to have included in the kits CIR literature, provided such literature is first approved for
such purpose by NYC H+H's Office of Labor Relations.
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25


The Vice-President responsible for Human Resources will issue a memorandum to NYC H+H
facilities requesting that they provide the CIR notice of the scheduling of orientation sessions for
new House Staff scheduled to start on or about July 1sl at least thirty (30) days prior to the sessions
and the CIR be provided at least sixty (60) minutes to meet with the new House Staff during the
orientations. This is to enable the CIR to disseminate the information concerning the CIR and its
benefits to the new House Staff.
Nothing contained above shall prevent a Facility, in their unilateral discretion, from allowing CIR
more than sixty (60) minutes to meet with new House Staff during orientations, if operationally
feasible.

<a id="section-11-house-staff-information-p28"></a>
### Section 11 — House Staff Information
_Page 28_ · _OCR-reconstructed_ · _Topics: recognition_

Effective February 26, 2018:
a. The NYC H+H shall provide, whether centrally or at the hospital level, the home addresses
of House Staff Officers as soon after the NYC H+H or the facility obtains them as is
feasible. It is understood that this provision imposes no obligation on the NYC H+H to
acquire this information.
b. The NYC H+H shall furnish to the CIR, once a year between March 15th and July Ist, a
listing of House Staff by job class number, home address when available, and Social
Security number as of December 31st of the preceding year.
Effective March 26, 2020:
a. The NYC H+H shall provide, whether centrally or at the hospital level, the home addresses
of House Staff Officers as soon after the NYC H+H or the facility obtains them as is
feasible. It is understood that this provision imposes no obligation on the NYC H+H to
acquire this information.
b. The NYC HtH shall furnish to the CIR, once a year by June 1st, a preliminary listing of
the new July 1st Resident class. A final listing of the entire bargaining unit, including the
new Resident class, will be sent to the CIR by August 15th and shall include employee
name, job class number, facility, Original Date of Appointment (ODA), work email,
Employee ID number and if available, home address.

<a id="section-12-computer-tapes-p28"></a>
### Section 12 — Computer Tapes
_Page 28_ · _OCR-reconstructed_

Upon request, NYC H+H will provide computer tapes to CIR for which CIR will pay a one-time
development fee and an on-going production fee.
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26

<a id="section-13-prescription-medication-p29"></a>
### Section 13 — Prescription Medication
_Page 29_ · _OCR-reconstructed_

Pursuant to Operating Procedure 140-9, prescription medication shall be available to House Staff
Officers through the facility pharmacy, except that, when the Employee Health Service is closed,
the prescription may be written by any licensed physician other than the House Staff Officer.

<a id="section-14-health-safety-committees-p29"></a>
### Section 14 — Health & Safety Committees
_Page 29_ · _OCR-reconstructed_ · _Topics: safety_

The NYC H+H will issue a memorandum to its facilities stating that CIR should be a member of
the facility Labor-Management Health and Safety Committee established pursuant to Article XIV,
Section 2(d), of the 1995-2001 Citywide Contract or any successor agreement thereto.

<a id="section-15-meals-p29"></a>
### Section 15 — Meals
_Page 29_ · _OCR-reconstructed_

a.
NYC H+H shall continue to pay House Staff Officers assigned to its facilities and on its
payroll the sum of three-thousand five hundred ($3,500) dollars per year. Effective December
16, 2024, the meal payment shall be increased by three-hundred ($300) dollars per year. The
new total annual sum paid to each House Staff Officer shall not exceed the sum of three-
thousand eight-hundred ($3,800) dollars per year. All payments made under the terms of this
agreement shall be subject to the applicable payroll withholding tax and other legally required
deductions and shall be non-pensionable.
b. In order to continue to provide its portion of this funding, CIR agrees to the annual reduction
of $100,000 from the On-Call Pool and of $500,000 from the Combined Reimbursement Fund.
c. Any issues that may arise concerning the implementation of this agreement shall be referred to
a joint labor/management committee.

<a id="section-16-health-care-flexible-spending-account-p29"></a>
### Section 16 — Health Care Flexible Spending Account
_Page 29_ · _OCR-reconstructed_ · _Topics: wages, health-welfare_

a. The parties agree that the following provisions from the 1993 Municipal Coalition
Agreement shall remain in full force and effect, except as otherwise modified by provisions
of the 2000 DC37 Memorandum of Economic Agreement and Appendices.
b. A flexible health care spending account shall be established pursuant to Section 125 of the
IRS code after July 1993. Those employees eligible for New York City health plan
coverage as defined on page 32, section 4(B) of the 1992 New York City Health Summary
Program Description shall be eligible to participate in the account. Participating employees
shall contribute at least $260 dollars per year up to a maximum of $5,000 per year. Said
contribution minimum and maximum levels may be modified by the MLC Health Advisory
Committee based on experience of the plan. Any unfunded balance may be deducted from
final salary payments due an employee.
c. Expenses of the account shall include but not be limited to deductibles, co-insurance, co-
payments, excess expenses beyond plan limits, physical exams and health related
transportation costs for vision, dental, medical and prescription drug plans where the
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27


employee and dependents are covered. In no case will any of the above expenses include
those non-deductible expenses as defined as non-deductible in IRS Publication 502.
d. An administrative fee of $1.00 per week for the first year shall be charged for participation
in the program. An employee's participation in the account is irrevocable during a plan
year. At the close of the plan year any excess balance in an employee's account will not be
refunded.

<a id="section-17-new-resident-differential-p30"></a>
### Section 17 — New Resident Differential
_Page 30_ · _OCR-reconstructed_

Each July Ist all Residents new to NYC H+H on that date, excluding Fellows and residents
immediately transferring from another payroll, will receive a lump sum payment of $550 gross
pay.

<a id="section-18-required-courses-and-exams-p30"></a>
### Section 18 — Required Courses and Exams
_Page 30_ · _OCR-reconstructed_

a. NYCH+H shall, within the NYC HtH system, provide and pay for Advanced Cardiac Life
Support (including Pediatric Advanced Life Support), Basic Life Support, and/or
Advanced Trauma Life Support classes and materials for House Staff who are required to
have such certification(s) and recertification(s). If the course is not offered at the HSO's
own NYC H+H facility, the House Staff Officer can attend the course offered at another
NYC H+H facility free of charge, on his/her own time, with the prior approval of the Chief
of Service or his/her designee, and subject to the restrictions and rules in place at the other
facility.
b. NYC H+H shall continue, in accordance with past practices, to pay for all required in-
service exams within the NYC H+H System for House Staff Officers.

<a id="section-19-house-stati-appreciation-day-p30"></a>
### Section 19 — House Stati Appreciation Day
_Page 30_ · _OCR-reconstructed_ · _Topics: recognition_

During the term of this contract, NYC H+H, in collaboration with CIR, agrees to hold an annual
System-wide House Staff Appreciation Day. House Staff appreciation activities will highlight
the contributions of House Staff members to the healthcare system in New York City, serve as a
vehicle through which the issue of resident well-being is brought to the forefront and addressed,
and boost Resident morale. The event shall include recognition of House Staff members for
outstanding contributions and achievement, including in the areas of research, community
engagement, academic and other accomplishments as may be determined by a working group
comprising HtH and CIR representatives.
HtH will support the holding of House Staff Appreciation Days and CIR will have a total of
$150,000 available to be spent in a mutually agreeable manner as set forth in Paragraph 4 (i)(e) of
the parties MOA dated December 13, 2019 to support the activities of the House Staff Appreciation
The parties will meet before March 26, 2020 in order to mutually agree how the funding will be
made available to CIR.
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<a id="section-20-direct-deposit-p31"></a>
### Section 20 — Direct Deposit
_Page 31_ · _OCR-reconstructed_

Effective January 16, 2020 the Employer may require that all newly hired employees be paid
exclusively through direct deposit or electronic funds transfer. For employees on direct deposit,
the employer may provide pay stubs electronically except where the employee has requested in
writing to receive a printed stub.
Further, the parties shall work together regarding incumbent employees' enrollment in direct
deposit, with the objective of 100% of employees being paid electronically.

<a id="article-xxii-committee-activity-p31"></a>
## Article XXII — COMMITTEE ACTIVITY
_Page 31_ · _OCR-reconstructed_

Time spent by HSO representatives in the conduct of labor relations with the City and on
Committee activities shall be governed by the terms of Executive Order No. 75, as amended, dated
March 22, 1973, entitled "Time Spent on the Conduct of Labor Relations between the City and Its
Employees and on Union Activity, " or any successor thereto. Pursuant to agreement of the parties,
effective 7/1/05 no House Staff Officer will be eligible for full-time release pursuant to Executive
Order 75.

<a id="section-1-well-being-committee-p31"></a>
### Section 1 — Well-being Committee
_Page 31_ · _OCR-reconstructed_

The parties shall create a joint H+H, Union and Resident "Well-being Committee" made up of an
equal number of H+H and Union/Residents, as determined by the H+H Chief Medical Officer and
CIR. The Well-being Committee may be a Sub-committee of an existing Committee or a newly
formed Committee. The Well-being Committee shall meet quarterly, with the first meeting taking
place within ninety (90) calendar days of the ratification of this MOA. CIR will have $50,000
available to be spent in a mutually agreeable manner as set forth in Paragraph 4 (i)(d) of the MOA
dated December 13, 2019 to help support the activities of the Well-being Committee. The Well-
being Committee shall serve as an advisory body on Resident Well-being policies, initiatives,
burnout prevention, and compliance with ACME standards for Well-being as set forth in their
Common Program Requirements (See Section VI.C, effective July 1, 2019).
The parties will meet before March 26, 2020 in order to mutually agree how the funding will be
made available to CIR.

<a id="section-2-personal-well-being-leave-days-p31"></a>
### Section 2 — Personal/Well-being Leave Days
_Page 31_ · _OCR-reconstructed_ · _Topics: sick-leave_

The parties agree that January 15, 2020, Residents shall be eligible to use up to two (2) sick-leave
days per year as "Personal/Well-being" days.
Unused Personal/Well-being days shall not be carried over from year to year and shall be
scheduled, with the approval of the Program Director, at least thirty (30) days in advance, unless
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29


the Program Director/Department and Resident come to a mutually agreeable alternative
arrangement Well-being days can be taken in full or one-half day increments.
Nothing contained above shall prevent a Facility/Program, in their unilateral discretion, from
allowing Residents to use additional sick leave days as Well-being days, if operationally feasible.

<a id="article-xxiv-beepers-p32"></a>
## Article XXIV — BEEPERS
_Page 32_ · _OCR-reconstructed_ · _Topics: grievance_

Section 1.
A committee consisting of representatives of the Central Offices of the Vice President responsible
for medical affairs, the Vice President responsible for finance, and the Vice President responsible
for personnel/labor relations will be established to review issues concerning beepers used by House
Staff. This committee will consider comments and proposals for beepers submitted in writing by
House Staff Officers (employed by NYC HtH) or by the Committee of Interns and Residents. The
committee will make recommendations for guidelines and beepers to be used in corporate
facilities.
Section 2.
Complaints that failure to issue a beeper causes a hardship to an individual House Staff Officer or
Officers during Corporate employment shall be presented in writing by the House Staff Officers)
or the Committee of Interns and Residents to the Chief of Service involved, with a detailed
statement of the hardship. The Chief of Service shall make a determination within fifteen (15)
working days and shall respond to the House Staff Officers) or Committee of Interns and
Residents by memorandum. The decision of the Chief of Service is final and binding and is not
subject to the contractual grievance procedure or arbitration.

<a id="article-xxv-motor-vehicle-identification-p32"></a>
## Article XXV — MOTOR VEHICLE IDENTIFICATION
_Page 32_ · _OCR-reconstructed_

NYC H+H will establish a procedure for the issuance of a motor vehicle identification sign suitable
for display in a car visor or windshield which will identify the House Staff Officer as a Resident
employed by NYC H+H. NYC H+H will notify the Department of Traffic of the meaning of the
sign.

<a id="article-xxvi-saving-clause-p32"></a>
## Article XXVI — SAVING CLAUSE
_Page 32_ · _OCR-reconstructed_

In the event that any provision of this Agreement is found to be invalid, such invalidity shall not
impair the validity and enforceability of the remaining provisions of this Agreement.

<a id="article-xxvii-financial-emergency-act-p32"></a>
## Article XXVII — FINANCIAL EMERGENCY ACT
_Page 32_ · _OCR-reconstructed_

The provisions of this Agreement are subject to applicable provisions of law, including the New
York State Financial Emergency Act for the City of New York as amended.
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30

<a id="article-xxviii-attachments-p33"></a>
## Article XXVIII — ATTACHMENTS
_Page 33_ · _OCR-reconstructed_

The attachments), if any, appended hereto shall be deemed a part of this Agreement as if fully set
forth herein.

<a id="article-xxix-termination-and-renewal-p33"></a>
## Article XXIX — TERMINATION AND RENEWAL
_Page 33_ · _OCR-reconstructed_ · _Topics: discipline_

Section 1.
This Agreement shall be in full force and effect until June 15, 2027, and shall continue in effect
and be automatically renewed from year to year thereafter until either party gives notice in writing
to the other at least ninety (90) days but not more than one hundred twenty (120) days prior to the
expiration date, or of any extension thereof, of its desire to terminate or modify this Agreement.
Section 2.
It is understood by the parties that the matter of pyramidal structure is an open item not settled by
this Agreement. It is further understood that with respect to this item each party retains their
respective rights and this Agreement does not constitute a bar.
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31


WHEREFORE, we have hereunto set our hands and seals this 13th day of September, 2024
FOR THE CITY OF NEW YORK:
BY:

<a id="renee-campion-p34"></a>
### RENEE CAMPION
_Page 34_ · _OCR-reconstructed_

Commissioner of Labor Relations

<a id="residents-p34"></a>
### RESIDENTS
_Page 34_ · _OCR-reconstructed_

BY:

<a id="aranjo-p34"></a>
### ARANJO
_Page 34_ · _OCR-reconstructed_

1002
Executive Director
BY:
DR. COMFORT ANIM-KORANTENG, MD
Regional Vice-President
BY:
DR. BOI

<a id="ld-hathawa-p34"></a>
### LD HATHAWA
_Page 34_ · _OCR-reconstructed_

Regional Vice-President
MD
BY
DE
USAGUILAR MONTALVAN, MD
Regional Vice-President

<a id="for-the-new-york-city-p34"></a>
### FOR THE NEW YORK CITY
_Page 34_ · _OCR-reconstructed_

HEALTH + HOSPITALS:
nGaL
ANDREA G. COHEN
Senior Vice-President and General Counsel
DATE:
UNIT:
TERM:
September
13, 2024
Interns & Residents
December 16, 2021 through June 15, 2027

<a id="contract-p34"></a>
### CONTRACT
_Page 34_ · _OCR-reconstructed_

25002
DATE:
09/13/2024


Appendix A

<a id="office-of-labor-relations-p35"></a>
### OFFICE OF LABOR RELATIONS
_Page 35_ · _OCR-reconstructed_ · _Topics: wages, health-welfare_

40 Rector Street, New York, NY 10006-1705
http://nyc.gov/olr
ROBERT W. LINN
Cammissioner
May 5, 2014
Harry Nespoli
Chair, Municipal Labor Committee
125 Barclay Street
New York, NY 10007
Dear Mr. Nespoli:
This is to confirm the parties' mutual understanding concerning the following issues:
1.
Unless otherwise agreed to by the parties, the Welfare Fund contribution will remain
constant for the length of the successor unit agreements, including the $65 funded from the
Stabilization Fund pursuant to the 2005 Health Benefits Agreement between the City of New
York and the Municipal Labor Committee.
Effective July 1, 2014, the Stabilization Fund shall convey Sl Billion to the City of New
York to be used to support wage increases and other cconomic items for the current round of
collective bargaining (for the period up to and including fiscal year 2018). Up to an additional
total amount of $150 million will be available over the four year period from the Stabilization
Fund for the welfare funds, the allocation of which shall be determined by the paries. Thereafter,
$ 60 million per year will be available from the Stabilization Fund for the welfare funds, the
allocation of which shall be determined by the parties.
3.
If the parties decide to engage in a centralized purchase of Prescription Drugs, and
savings and efficiencies are identified therefrom, there shall not be any reduction in welfare fund
contributions.
4.
There shall be a joint committee formed thai will engage in a process to select an
independent healthcare actuary, and any other mutually agreed upon additonal outside expertise,
to develop an accounting system to measure and calculate savings.
25002


The MLC agrees to generate cumulative healthcare savings of S3.4 billion over the
course of Fiscal Years 2015 through 2018, said savings to be exelusive of the monies referenced
Fiscal Year 2015: (i) $700 million in Fiscal Year 2016; (iii) S1 billion in Fiscal Yeas 2017; (iv)
$1.3 billion in Fiscal Year 2018; and (v) for every fiscal year thereafter, the savings on a
citywide basis in health care costs shall continue on a recurring basis. At the conclusion of Fiscal
Year 2018, the parties shall calculate the savings realized during the prior four-year period. In
the event that the MIC has generaled more than $3.4 billion in cumulative healthcare savings
during the four-year period, as determined by the jointly selected healthcare actuary, up to the
first $365 million of such additional savings shall be credited proportionately to each union as a
one-rime lump sum pensionable bonus payment for its members. Should the union desire to use
these funds for other purposes, the parties shall negotiate in good faith to attempt to agree on an
appropriate alterative use. Any additional savings gencrated for the four-year period beyond the
first 5365 million will be sbared equally with the City and the MILC for the same purposes and
subject to the same procedure as the first $365 million. Additional savings beyond $1.3 billion in
FY 2018 that carry over into FY 2019 shall be subject to negotiations between the parties.
6.
The following initiatives are among those that the MLC and the City could consider in
their joint efforts to meet the aforementioned annual and four-year cumulative savings figures:
minimum premium, self-insurance, dependent eligibility verification audits, the capping of the
HIP HMO rate, the capping of the Senior Care rate, the equalization formula, marketing plans,
Medicare Advantage, and the more effective delivery of health care
7.
Dispute Resolution
a In the event of any dispute under this agreement, the parties shall meet and confer
in an attempt to resolve the dispute. If the parties cannot resolve the dispute, such
dispute shall be referred to Arbitrator Martin F. Scheinman for resolution.
b. Such dispute shall be resolved within 90 days.
c. The arbitrator shall have the authority to impose interim relief that is consistent
with the parties' intent.
d. The arbitrator shall have the authority to meet with the parties at such times as the
arbitrator determines is appropriate to enforce the tentas of this agreement.
e. If the parties are unable to agree on the independent health care actuary described
above, the arbitrator shall select the impartial health care acruary to be retained by
the parties.
f.
The parties shall share the costs for the arbitrator and the actuary the arbitrator
selects.
2
053
25002


If the above accords with your understanding and agreement, kindly execute the signature
line provided.
Sincerely,
Robert W. Linn
Commissioner
Agreed and Accepted on behalf of the Municipal Labor Committee
BY:
Haug herpl
Harry Nespoli, Chair
}
25002


Appendix B
The
New York
ROBERTW. LINN
Commissianar

<a id="renee-campion-p38"></a>
### RENEE CAMPION
_Page 38_ · _OCR-reconstructed_

First Dapury Commissaner

<a id="claire-levitt-p38"></a>
### CLAIRE LEVITT
_Page 38_ · _OCR-reconstructed_

Deputy Commutaner
Health Cara Cost Managermanl

<a id="office-of-labor-relations-p38"></a>
### OFFICE OF LABOR RELATIONS
_Page 38_ · _OCR-reconstructed_

40 Rector Street, New York, N.Y. 1000G-1705
ayc.gov/olr
MAYRA E. BELL
General Counsel

<a id="georgette-gestely-p38"></a>
### GEORGETTE GESTELY
_Page 38_ · _OCR-reconstructed_

Director, Employso Benefits Program
June 28, 2018
Harry Nespoli, Chair
Municipal Labor Committee
125 Barclay Street
New York, New York
Dear Mr. Nespoli:
1. This is to confirm the parties' mutual understanding concering the health care agreement for
Fiscal Years 2019 - 2021:
a. The MLC agrees to generate cumulative healthcare savings of S1.1 billion over the
course of New York City Fiscal Years 2019 through 2021. Said savings shall be
generated as follows:
i. S200 million in Fiscal Year 2019;
$300 million in Fiscal Year 2020;
iii. S600 million in Fiscal Year 2021, and
iv. For every fiscal year thereafter, the S600 million per year savings on a
citywide basis in healtheare costs shall continue on a recurring basis.
b.
Savings will be measured against the projected FY 2019-FY 2022 City Financial
Plan (adopted on June 15, 2018) which incorporates projected City health care cost
increases of 7% in Fiscal Year ("FY") 2019, 6.5% in FY 2020 and 6% in FY 2021.
Non-recurring savings may be transferable within the years FY 2019 through FY
2021 pursuant only to I(a)(i), I(a)(ii), 1(a)(iii) above. For example:
i. $205 million in FY 2019 and S295 million in FY 2020 will qualify for those
years' savings targets under 1(a)(i) and I (a)(ii).
ii. S210 million in FY 2019, S310 million in FY 2020, and S580 million in FY
2021 will qualify for those years' savings targets under I (a)(i), 1(a)(ii),
1(aX(iii).
iii. In any event, the S600 million pursuant to l(a)(iv) must be recurring and
agreed to by the parties within FY 2021, and may not be borrowed from
other years.
25002


Savings attributable to CBP programs will continue to be transferred to the City by
offsetting the savings amounts documented by Empire Blue Cross and GHI against
the equalization payments from the City to the Stabilization Fund for FY 19, FY 20
and FY 21, unless otherwise agreed to by the City and the MLC. In order for this
offset to expire, any savings achieved in this manner must be replaced in order to
meet the recurring obligation under 1(a)(iv) above.
d.
The parties agree that any savings within the period of FY 2015 - 2018 over $3.4
billion arising from the 2014 City/MLC Health Agreement will be counted towards
the FY 2019 goal. This is currently estimated at approximately S131 million but will
not be finalized until the full yeas of FY 2018 data is transmitted and analyzed by the
City's and the MC's actuaries.
e.
The parties agree that recurring savings over S1.3 billion for FY 2018 arising under
the 2014 City/MLC Health Agreement will be counted toward the goal for Fiscal
Years 2019, 2020, 2021 and for purposes of the recurring obligation under 1(a)(iv)
above. This is currently estimated at approximately S40 million but will not be
finalized until the full year of FY 2018 dala is transmitted and analyzed by the City's
and the MLC's actuaries. Once the amount is finalized, that amount shall be applied
1o Fiscal Years 2019, 2020, 2021 and to the obligation under 1(a)(iv).
2. After the conclusion of Fiscal Year 2021, the parties shall calculate the savings realized during
the 3 year period. In the event that the MLC has generated more than $600 million in recurring
healthcare savings, as agreed upon by the City's and the MLC's actuaries, such additional savings
shall be utilized as follows:
The first $68 million will be used by the City to make a 5100 per member per year
increase to welfare funds (actives and retirees) effective July 1, 2021. If a savings
amount over $600 million but less than 5668 million is achieved, the 5100 per member
per year (actives and retirees) increase will be prorated.
b. Any savings thereafter shall be split equally between the City and the MLC and applied
in a manner agreed to by the parties.
3. Beginning January 1, 2019, and continuing unless and until the parties agree otherwise, the
parties shall authorize the quarterly provision of the following data to the City's and MC's
actuaries on an ongoing quarterly basis: (1) detailed claim-level health data from Emblem Health
and Empire Blue Cross including detailed claim-level data for City employees covered under the
GHI-CBP programs (including Senior Care and Behavioral Health information); and (2)
utilization data under the HIP-HMO plan. Such data shall be provided within 60 days of the end
of each quarterly period. The HIP-HMO utilization data will also be provided to the City's and
MLC's actuaries within 60 days of the execution of this letter agreement for City Fiscal Year
2018 as baseline information to assess ongoing savings. The HIP-HMO data shall include: (i)
utilization by procedure for site of service benefit changes; (il) utilization by disease state, by
procedure (for purposes of assessing Centers of Excellence); and (ill) member engagement data
for the Wellness program, including stratifying members by three tranches (level I, Il and IT).
The data shall include baseline data as well as data regarding the assumptions utilized in
determining expected savings for comparison. The data described in this paragraph shall be
provided pursuant to a data sharing agreement entered into by the City and MLC, akin to prior
data agreements, which shall provide for the protection of member privacy and related concerns.
shall cover all periods addressed by this Agreement (i.e., through June 30, 2021 and thereafter),
and shall be executed within thirty days of the execution of this letter agreement.
2
25002


4. The parties agree that the Welfare Funds will receive two $100 per member one-time lump-sum
payments (actives and retirees) funded by the Joint Stabilization Fund payable effective July 1,
2018 and July 1, 2019.
5. The parties recognize that despite extraordinary savings to health costs accomplished in the last
raith care for workers and their families, requires further study, savings and efficiencies in th
nethod of health care delivery. To that end, the parties will within 90 days establish a Triparit
appointed by the MLC and the City, and Martin F. Scheinman, Esq. The Committee shall study
which health care is currently provided or funded. Among the lopics the Committee shall
discuss:
a. Self-insurance and/or minimum premium arrangements for the HIP HMO plan.
b. Medicare Advantage- adoption of a Medicare Advantage benchmark plan for retirees
c. Consolidated Drug Purchasing- welfare funds, PICA and health plan prescription costs
pooling their buying power and resources to purchase prescription drugs.
d. Comparability- investigation of other unionized settings regarding their methodology for
delivering health benefits including the prospect of coordination/cooperation to increase
purchasing power and to decrease administrative expenses.
e. Audits and Coordination of Benefits- audit insurers for claims and financial accuracy,
coordination of benefits, pre-65 disabled Medicare utilization, End Stage Renal Disease,
PICA, and Payroll Audit of Part Time Employees.
f. Other areas- Centers of Excellence for specific conditions; Hospital and provider tiering;
Precertification Fees; Amendment of Medicare Part B reimbursement; Reduction of cost
for Pre-Medicare retirees who have access to other coverage; Changes to the Senior Care
rate; Changes to the equalization formula.
Potential RFPs for all medical and hospital benefits.
h. Status of the Stabilization Fund.
The Committee will make recommendations to be considered by the MLC and the City.
. The joint committee shall be known as the Tripartite Health Insurance Policy Commitler
THIPC) and shall be independent of the existing "Technical Committee." The "Technica
Committee" will continue its work and will work in conjunction with the THIPC as designated
above to address areas of health benefit changes. The Technical Committee will continue to be
supported by separate actuaries for the City and the MLC. The City and the MLC will each be
responsible for the costs of its actuary.
7. In the event of any dispute under sections 1-4 of this Agreement, the parties shall meet and confer
in an attempt to resolve the dispute. If the parties cannot resolve the dispute, such dispute shall be
referred to Martin Scheinman for resolution consistent with the dispute resolution terms of the
2014 City/MLC Health Agreement:
& Such dispute shall be resolyed within 90 days.
3
25002


b. The arbitrator shall have the authority to impose interim relief that is
consistent with the parties' intent.
C.
The arbitrator shall have the authority to meet with the parties as such
times as is appropriate to enforce the terms of this agreement.
The parties shall share the costs for the arbitrator (including Committee
meetings).
If the above conforms to your understanding, please countersign below.
Robert W. Linn
Agreed ang Accepted on behalf of the Municipal Labor Committee
How leapel
espoli, Cha
4
25002


Appendix C
New York
Office of Labor Relations
22 Cortlandi Sireel, New York, NY 10007
пус.gоvай
Ranco Camplon
Comenislan
Steven H. Banks
Flist Deputy Comradsdaer
Generol Coursel
Clairo Lovitt
Deputy Cantontactanes
Heath Care Cost Management
Georgeile Gestaly
Direcior, Employee Benefits Progrom
Earl Mathurin
Associate Director
Commitice of Intems and Resideals
10-27 46tb Aveaue, Suite 300-2
Long Island City, NY 11101
Re: Pald Family Leave
Dear Mr. Mathur:
This is to confirm the understanding and agreement of the parties concering paid family
leave for employees represented by the Committee of Interns and Residents and covared under
the City of New York/Health + Hospitals/CIR collective bargaining agreemens.
The partics agree to "opt in" to the New York State Paid Family Leave Program, as
implemenied by the City of New York, as soon as practicable and agree to take the necessary
steps to implemeat, subject to ratification by the membership
If the above accords with your understanding, kindly execute the signature line provided
below.
Very truly yours,
nee
Rence Campion
Commissioner
10/51/19

<a id="agreed-and-accepted-on-behalf-of-cir-p42"></a>
### AGREED AND ACCEPTED ON BEHALF OF CIR
_Page 42_ · _OCR-reconstructed_

Eart Mathurin
Associale Director
25002


To be inserted as a new Appendix D to the collective bargaining agreement

<a id="appendix-d-p43"></a>
### APPENDIX D
_Page 43_ · _OCR-reconstructed_ · _Topics: holidays, hours_

Mr. Lalit Clarkson
Regional Director
Committee of Interns and Residents
10-27 46" Avenue, Suite 300-2
Long Island City, NY 11101
Re: Holiday Pay Pilot Program
Dear Clarkson,
This is to confirmn the understanding of the parties that effective upon ratification
of the 2021-2027 Memorandum of Agreement (MOA) NYC H+H will make a one-time
lump sum contribution of three-million three-hundred thousand ($3,300,000) doliars for
the re-establishment of a Holiday Pay Pilot Program for Residents.
Under the Pilot Program, effective upon ratification of the MOA. Residents will
be eligible to receive a lump sum cash payment of two-hundred ($200) dollars per shift, if
they are scheduled and work 50% or more of their shift on any of the holidays listed
below:

<a id="new-years-day-p43"></a>
### NEW YEARS DAY
_Page 43_ · _OCR-reconstructed_

MARTIN LUTHER KING JR. DAY

<a id="christmas-day-p43"></a>
### CHRISTMAS DAY
_Page 43_ · _OCR-reconstructed_ · _Topics: wages, holidays, hours_

This $200 shift payment shall be in addition to the Resident's regular salary and
shall be subject to all legally required deductions and withholdings.
This Pilot Program shall expire on June 15. 2027 or when the total $3.300.000 i12
funding has been expended. whichever is earlier.
NYC HtH and or the Ciry of New York shall in no way be liable for any
payments beyond the $3.300.000 lump sum cash amount. Any balance that may be
6
25002


remaining as of June 15, 2027. shall be spent in a mutually agreeable manner, as to be
determined by the parties.
Compensation for working a holiday, as defined in this side-letter, shall be
provided to the HSO as soon as practicable after the holiday.
NYC H+H shall provide the Committee with quarterly reports at each facility.
identifying each HSO receiving a holiday payment by name, department, and Employee
ID number. The report shall name the HSO who worked on such holiday and the date(s)
worked and the amount(s) paid.
The parties acknowledge that CIR may raise the demand to continue the Holiday
Pay Pilot Program in the next round of contract negotiations.
If the above accords with your understanding, kindly execute the signature line
provided below.
Very truly yours,
Renee Campion
Commissioner

<a id="agreed-and-accepted-on-behalf-of-cir-p44"></a>
### AGREED AND ACCEPTED ON BEHALF OF CIR
_Page 44_ · _OCR-reconstructed_

Heal
Lalit Clarkson
Regional Director
AGREED AND ACCEPTED ON BEHALF OF NYC H+H
5/31/24
Date
5/31/24
Date
Andrea G. Cohen. Esq
Sr. AVP General Council
7
25002


NYC
HEALTH +

<a id="hospitals-p45"></a>
### HOSPITALS
_Page 45_ · _OCR-reconstructed_

Andra G. Colon
General Counsel
Senior Vice Presidore, Legal Attira
and Labor Relations
NYC Health + Hospitab
125 Worth Stract, Suite 527
Now York, NY 10013
212-788-3304
andra.cohco@nychhc.org

<a id="appendix-e-p45"></a>
### APPENDIX E
_Page 45_ · _OCR-reconstructed_

Mr. Earl Mathurin
Associate Director
Committee of Interns and Residents
10-27 46" Avenue, Suite 300-2
Long Island City, New York 11101
Dear Mr. Mathurin:
This is to confirm our agreement that the parties will continue the joint NYC H+H/CIR Affirmative
Action Committee ("AAC"). The AAC shall include representatives of the Committee of Inters
and Residents (CIR) and the Central Offices of the Vice Presidents responsible for Medical and
Professional Affairs and Corporate Affairs, as well as the NYC HtH Office of Affiliations. The
^AC will study the recruitment and retention of minority House Staff Officers and may make
recommendations regarding such recruitment and retention and other affirmative action issues.
NYCH+H will provide the AAC with available statistics and information regarding recruitment and
retention of minority House Staff Officers at its facilities and information necessary to monitor and
review affirmative action issues. The AAC shall meet quarterly; however, it may also be convened
at the written request of either party.
In accordance with Article VIl, Section 40) of the 2018-2021 Interns and Residents Agreement,
surplus funds from the on-call coverage pool may be used to support such affirmative action
activities for medical students and House Staff at NYC H+H facilities as may be agreed to by NYC
HtH and CIR.
The matters set forth herein took effect upon the date of execution of the 2008-2010 Interns and
Residents Agreement.
Very caply yours,
Roman a Clar

<a id="committee-of-interns-residents-p45"></a>
### COMMITTEE OF INTERNS & RESIDENTS
_Page 45_ · _OCR-reconstructed_

2018-2021 AGREEMENT
25002


Office of Labor Relations
22 Cort dEnse, Nur York, NY 10007
Move H Lat
Part Deputy Ducal
Garand Couns
East Muthoris
Anita Dbactee
Comman of lateras and Residiaos
Long Ishend Cry, NY 11101

<a id="appendix-e-p46"></a>
### APPENDIX E
_Page 46_ · _OCR-reconstructed_

Des Mr. Matu sin,
If the above scords with your susand a kindly orcane the riganture the provided
balan.
azue
Rento Campion

<a id="agreed-and-acckfied-on-behalf-of-cir-p46"></a>
### AGREED AND ACCKFIED ON BEHALF OF CIR
_Page 46_ · _OCR-reconstructed_

Ell mitt
Eal Mathuria
10/2/19
Amsocials Director
Andrea C. Cohen, Ex
12/13/19
100
25002


NYC
HEALTH +

<a id="hospitals-p47"></a>
### HOSPITALS
_Page 47_ · _OCR-reconstructed_

Andra G. Colen
General Course
Savior Vice Presiders, Legpl Affaira
and Labor Relations
NYC Heath + Hospitals
125 Worth Street, Suile 527
New York, NY 10013
212-788-3304
andrca.cnlun@nychlc.m

<a id="appendix-g-p47"></a>
### APPENDIX G
_Page 47_ · _OCR-reconstructed_ · _Topics: hours_

Mr. Earl Mathurin
Associate Director
Committee of Interns and Residents
10-27 46" Avenue, Suite 300-2
Long Island City, New York 11101
Dear Mr. Mathurin:
A Security Issues Committee shall be established at each NYC Health + Hospitals facility to consider
security issues which relate to the personal security of hospital employces. The Security Issues
Committee will include a representative of the Committee of Inters and Residents (CIR), and will
be chaired by the institution's Director of Security, or the designee of the institution's Executive
Director. The chairperson of the committee will make a report and recommendation to the Executive
Director on employee personal security issues which have been submitted to the committee. Where
there is an existing committee in a facility with jurisdiction over employee security issues, the
committee will continue to consider such matters and will include a CIR representative, and no new
commitice will be established.
The parties recognize that, due to the unique circumstances of House Staff work hours, schedules,
and assignments, there are issues of particular concern to House Staff Officers related to personal
and property security. Accordingly, NYC H+H's Assistant Vice President for Security shall meet
with representatives of the CIR to discuss such concerns and any comments and proposals submitted
by CIR to address them. The Assistant Vice President shall conduct such study or review of these
items as may be appropriate and shall, as soon as practicable but not later than ninety (90) days after
any such meeting, report his/her findings and recommendations, a copy of which shall besent to the
CIR.
The matters set forth herein took effect upon the date of execution of the 2010-2018 Intes and
Residents Agreement.
very lou yours
ANDREA G. COHEN

<a id="committee-of-interns-residents-p47"></a>
### COMMITTEE OF INTERNS & RESIDENTS
_Page 47_ · _OCR-reconstructed_

2018-2021 ACREEMENT
25002


NYC
HEALTH +

<a id="hospitals-p48"></a>
### HOSPITALS
_Page 48_ · _OCR-reconstructed_

Andra G. Cohan
Genoal Course
Senice Vice Prosidone, Legal Altairs
and Lebar Rctions
NYC Hoath + Hospitab
125 Worth Stract, Suite 527
New York, NY 10013
212-788-3304
andrca.cuhen/gnyithc.mrg

<a id="appendix-h-p48"></a>
### APPENDIX H
_Page 48_ · _OCR-reconstructed_

Mr. Earl Mathurin
Associate Director
Committee of Interns and Residents
10-27 46 Avenuc, Suite 300-2
Long Islaud City, New York 11101
Dear Mr. Mathurin:
The parties to this agreement recognize that the timely completion of charts is in the best interests of
NYC H+H, the patients whom it serves, and its employees. Nevertbeless, the duties of House Staff
Officers often result in delaying the completion of charts. It is therefore agreed that a committee will
investigate and study the reasons for delaying the completion of charts and propose solutions
therefor.
a shal covie retries the or mie and e and eaten and it
Corporate Affairs.
The matters set forth herein took effect upon the date of execution of the 2010-2018 Interns and
Residents Agreement.
Verytruly yours,
ANDREA G. COHEN

<a id="z018-2021-agreement-p48"></a>
### Z018-2021 AGREEMENT
_Page 48_ · _OCR-reconstructed_

25002


HEALTH +

<a id="hospitals-p49"></a>
### HOSPITALS
_Page 49_ · _OCR-reconstructed_

Andrea G. Cohen
General Counsel
Senior Vice Presidat Legal Affairs
and Labor Relations
NYC Health + Hospitals
125 Worth Street., Suite 527
New York, NY 10013
212-788-3304
Andrea.cohen @nychhc.org

<a id="appendix-i-p49"></a>
### APPENDIX I
_Page 49_ · _OCR-reconstructed_ · _Topics: grievance, training_

Mr. Lalit Clarkson
Area Director
Committee of Interns and Residents
10-27 46th Avenue, Suite 300-2
Long Island City, New York 11101
Dear Mr. Clarkson:
In the interest of fostering sound labor relations NYCH+H will form labor/management committees
at eitherthe corporate level or facility level, as appropriate, to discuss the topics set forth below. It is
understood that these labor-management committees are not intended to bypass the grievance
procedure or alter the rights or obligations of either party under the contract.
1.
Although the parties have agreed that the following matters are outside the scope of the
Interns and Residents Collective Bargaining Agreement, NYCH+H or its facilities, through
its appropriate officials, and the Committee of Interns and Residents will meet from time to
time, at the request of either party, to discuss any one or more of these subjects in order to
clarify and promote the mutual interesttherein:
1.
The content and structure of House Staff training programs and changes therein,
within applicable standards and guidelines.
2.
Staffing and staffing patterns at a hospital including but not limited to the number of
House Staff Officers, the effect on workloads of House Staff Officers, and the level
of patient care.
3.
Patient care facilities, including but not limited to the effect on House Staff training
programs, workloads of House Staff Officers, and the level of patient care.
4. The impact of patient admission policies on House Staff Officers.
5.
6.
7.
8.
9.
Orientation programs for new House Staff Officers.
The issuance of cell phones to House StaffOfficers.
EPIC related technology issues.
Voluntary elective rotations.
Travel reimbursement for mandatory outside rotations.
25002


10. Facility support for House Staff Officers academic research.
Fatigue Mitigation.
2.
NYC H+H has agreed to form labor/management committees at either the corporate
level or facility level, as appropriate, where the issues set forth below may be
discussed:
1.
The on-call coverage pool.
2.
Rotational payroll issues.
3.
The impact of financial restructuring and other outside changes.
4.
The provision of parking for House Staff Officers in close proximity to their
work locations, including increasing House Staff access to on-street parking
and the priority of House Staff Officers in a facility's "Order of Parking."
5.
Problems related to on-call rooms and lounges (space requirements, shower
facilities, and location of rooms).
6.
The needs of House Staff for lockers and the availability of space and equipment
including the development of a plan for the provision and location of lockers,
as feasible and appropriate.
7.
The provision of private consultation rooms.
8.
Procedures to provide rapid access to medications for the benefit of timely care
to patients.
9. Residents being assigned to non-physician duties.
Each Hospital will exercise its best efforts to resolve problems identified, in accordance with
mutually agreeable priorities for the respective institution. In addition, NYC HtH will
consider such issues when engaging in capital planning. Either party may request the presence
of other individuals whose attendance may assist in the resolution of such problems.
Very Truly Yours,
aGa
Andrea G. Cohen, Esq.
25002


NYC
HEALTH +

<a id="hospitals-p51"></a>
### HOSPITALS
_Page 51_ · _OCR-reconstructed_

Andres G. Coban
Graveral Counsci
Sonior Vice Presidene, Legal Affains
and Labor Relations
NYC licalth + Hospitals
125 Worth Street, Swile 527
New York, NY 10013
212-788-3304
andrescohen @nychlrc.nng

<a id="appendix-j-p51"></a>
### APPENDIX J
_Page 51_ · _OCR-reconstructed_

Mr. Earl Mathurin
Associate Director
Committee of Inters and Residents
10-27 46" Avenue, Suite 300-2
Long Island City, New York 11101
Dear Mr. Mathurin:
This is to confirm the agreement between the City of New York and NYCH+H and the Committee
of Interns and Residents that NYC H+H will continue to provide Hepatitis B vaccine 10 NYCH+H-
employed House Staff Officers who request the vaccine. The cost to NYCH+H for the vaccine shall
not exceed $50,000 during the term of this contract. Any cost for the vaccine beyond $50,000 during
the term of this contract shall be borne by the House Staff Benefits Plan of the Committee of Inters
and Residents, which shall reimburse NYCH+H for any such costs in excess of $50,000.
The matters set forth herein took effect upon the date of execution of the 2010-2018 Interns and
Residents Agreement.
ANDREA G. COHEN
COMMITTEE OF INTERNS & REsIDENTS
2018-2021 AGREEMENT
25002


NYC
HEALTH +

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### HOSPITALS
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Andrea G. Cahen
Gencral Counsel
Sarior Vice President, Lapal Affairs
and Labor Rclations
NYC Health + Hospitals
125 Worth Stree, Suito 527
New York, NY 10013
212-788-3304

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### APPENDIX K
_Page 52_ · _OCR-reconstructed_

Mr. Earl Mathurin
Associate Director
Committee of Interns and Residents
10-27 46" Avenue, Suite 300-2
Long Island City, New York 11101
Dear Mr. Matburin:
Please be advised that all House Staff Officers in NYC HtH facilities shall be permitted to
participate in any existing facility day care programs on the sare basis as NYC H+H employees.
Please keep NYC H+H's Office of Labor Relations informed of any recurring problems in House
Staff Officer participation.
The matters set forth herein took effect upon the date of execution of the 2010-2018 Interns and
Residents Agreement.
Very guly yours,
ANDREA G. COHEN

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### COMMITTEE OF INTERNS & RESIDENTS
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2018-2021 AGRREMENT
25002

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_End of contract. Source PDF: <https://www.nyc.gov/assets/olr/downloads/pdf/collectivebargaining/2021-2026/cir-executed-contract-2021-2017.pdf>_
