UNITED HEALTHCARE WORKERS WEST

UNITED HEALTHCARE WORKERS WEST COLLECTIVE BARGAINING AGREEMENT NORTHERN AND SOUTHERN CALIFORNIA KAISER FOUNDATION HEALTH PLAN, INC. KAISER FOUNDATION HOSPITALS SOUTHERN CALIFORNIA PERMANENTE MEDICAL GROUP THE PERMANENTE MEDICAL GROUP, INC. EFFECTIVE OCTOBER 1, 2005

TABLE OF CONTENTS ARTICLE I PURPOSE...1 ARTICLE II COURTEOUS AND RESPONSIBLE RELATIONSHIPS...1 ARTICLE III MANAGEMENT S RIGHTS...2 ARTICLE IV RECOGNITION...2 SECTION 1 RECOGNITION...2 SECTION 2 JURISDICTION...3 SECTION 3 NOTIFICATION OF NEW EMPLOYEES...3 SECTION 4 BONA FIDE SUPERVISORY EMPLOYEES...3 SECTION 5 UNION LEADS...4 SECTION 6 VOLUNTEERS AND SPECIAL PROGRAMS...5 SECTION 7 JOB DESCRIPTIONS...5 SECTION 8 SUBCONTRACTING...5 ARTICLE V UNION MEMBERSHIP...7 ARTICLE VI DEDUCTION AND REMITTANCE OF UNION DUES, FEES, AND COPE...8 SECTION 1 DUES AUTHORIZATION...8 SECTION 2 REMITTANCE OF DUES...8 SECTION 3 COPE CHECK OFF...8 SECTION 4 EMPLOYER INDEMNIFICATION...8 ARTICLE VII SAFE WORKING CONDITIONS AND WORKLOAD...8 SECTION 1 SAFE WORKING CONDITIONS...8 SECTION 2 WORKLOAD DISTRIBUTION...9 SECTION 3 NCAL REGISTERED DIETITIAN PARTICIPATION IN RELEVANT COMMITTEES...9 ARTICLE VIII DISCRIMINATION...10 ARTICLE IX NEW EMPLOYEES...10 SECTION 1 PROBATIONARY EMPLOYEES...10 SECTION 2 NOTIFICATION TO NEW EMPLOYEES...11 SECTION 3 NEW EMPLOYEE ORIENTATION / NEW HIRE...11 ARTICLE X CATEGORIES OF EMPLOYEES...11 SECTION 1 REGULAR BENEFITED EMPLOYEES...11 SECTION 2 NON-BENEFITED EMPLOYEES...12 SECTION 3 ACCRUAL OF BENEFITS...12 SECTION 4 IN-LIEU OF BENEFITS DIFFERENTIAL...14 SECTION 5 VOLUNTARY CHANGE TO ON-CALL STATUS...14 SECTION 6 ALTERNATE COMPENSATION PROGRAM...14 SECTION 7 DISTRIBUTION OF OVERTIME AND ADDITIONAL HOURS...15 SECTION 8 CONVERSION OF ON-CALL AND LIMITED PART-TIME EMPLOYEES...17 SECTION 9 REGIONAL PROVISIONS OF CATEGORIES OF EMPLOYEES...18 ARTICLE XI HOURS OF WORK...22 SECTION 1 INTENT OF ARTICLE...22 SECTION 2 NORMAL WORK WEEK...22 SECTION 3 SCHEDULES...23 SECTION 4 WEEKENDS OFF...23 SECTION 5 MANDATORY MEETINGS...24 SECTION 6 MEALS...24 SECTION 7 REST PERIODS AND MEAL PERIODS...25 i

SECTION 8 UNIFORMS...26 SECTION 9 REPORTING PAY...26 SECTION 10 NORTHERN CALIFORNIA REGION CALL IN ON SCHEDULED DAY OFF...27 SECTION 11 NORTHERN CALIFORNIA REGION PROVISIONS...28 SECTION 12 SOUTHERN CALIFORNIA REGION PROVISIONS...28 ARTICLE XII OVERTIME AND ALLOWED TIME...29 SECTION 1 NORTHERN CALIFORNIA REGION PROVISIONS...29 SECTION 2 SOUTHERN CALIFORNIA REGION PROVISIONS...30 ARTICLE XIII WAGES...34 SECTION 1 WAGES...34 SECTION 2 TENURE STEP PROGRESSION...35 SECTION 3 PAY DAY AND PAY CHECKS...37 SECTION 4 PERFORMING WORK IN ANOTHER CLASSIFICATION...38 SECTION 5 FLOAT DIFFERENTIAL...40 SECTION 6 STANDBY AND CALL-BACK...41 SECTION 7 BILINGUAL PAY...44 SECTION 8 SHIFT PREMIUMS...47 SECTION 9 SPLIT SHIFTS...48 SECTION 10 NCAL EMPLOYEES WHO BECOME LICENSED VOCATIONAL NURSES...49 SECTION 11 MILEAGE...50 ARTICLE XIV JOB RECLASSIFICATION PROCESS...50 ARTICLE XV COMPETITIVE WAGE REVIEW & EQUITY ADJUSTMENTS...51 ARTICLE XVI SENIORITY...52 SECTION 1 DEFINITION OF SENIORITY...52 SECTION 2 PROMOTIONS, TRANSFERS AND SENIORITY...53 SECTION 3 EMPLOYMENT AND INCOME SECURITY...58 SECTION 4 WORK FORCE ADJUSTMENTS AND TRANSITIONS...59 SECTION 5 FORCE REDUCTION...60 SECTION 6 DAILY CANCELLATIONS...64 SECTION 7 SOUTHERN CALIFORNIA REGION PROVISIONS...64 ARTICLE XVII PAID LEAVES...65 SECTION 1 HOLIDAYS...65 SECTION 2 SOUTHERN CALIFORNIA REGION LIFE BALANCE DAYS...71 SECTION 3 VACATION...72 SECTION 4 SICK LEAVE...79 SECTION 5 EDUCATION...86 SECTION 6 JURY DUTY AND SUBPOENAS...89 SECTION 7 BEREAVEMENT LEAVE...89 ARTICLE XVIII LEAVES OF ABSENCE...90 ARTICLE XIX BENEFITS...96 SECTION 1 INSURANCE BENEFITS...96 SECTION 2 PENSION...107 SECTION 3 PENSION SERVICE WHILE ON WORKERS COMPENSATION LEAVE OF ABSENCE......113 SECTION 4 INCOME PROTECTION...113 ARTICLE XX UNION STAFF REPRESENTATIVES AND SHOP STEWARDS...115 SECTION 1 UNION STAFF REPRESENTATIVES AND SHOP STEWARDS...115 SECTION 2 CONTRACT SPECIALIST...116 SECTION 3 BULLETIN BOARDS...116 SECTION 4 UNION LEAVE...117 ii

ARTICLE XXI DISCIPLINE AND DISCHARGE...117 SECTION 1 GENERAL PRINCIPLES...117 SECTION 2 PERFORMANCE EVALUATIONS...118 ARTICLE XXII DISPUTES...118 ARTICLE XXIII GRIEVANCE AND ARBITRATION PROCEDURE...119 SECTION 1 GENERAL PRINCIPLES...119 SECTION 2 STEPS OF THE GRIEVANCE AND ARBITRATION PROCEDURE...120 SECTION 3 GRIEVANCES ASSOCIATED WITH THE MASTER AGREEMENT...122 ARTICLE XXIV GENERAL PROVISIONS...123 SECTION 1 CONFORMITY TO LAW....123 SECTION 2 CONSCIENTIOUS OBJECTION...123 SECTION 3 CONFIDENTIALITY OF RECORDS AND PROTECTED HEALTH INFORMATION...123 SECTION 4 SOUTHERN CALIFORNIA REGION COMMUNITY DISASTER...123 ARTICLE XXV DURATION OF AGREEMENT...124 NORTHERN CALIFORNIA REGION WAGE RATES STRUCTURE A/B-1...129 NORTHERN CALIFORNIA REGION WAGE RATES STRUCTURE B-2...184 SOUTHERN CALIFORNIA REGION WAGE RATES BASE...240 SOUTHERN CALIFORNIA REGION WAGE RATES LEADS...271 APPENDICES APPLICABLE STATEWIDE...288 A. CALL CENTER ADDENDUM...289 B. CATEGORIES OF EMPLOYEES TO INCLUDE OTHER BENEFITTED EMPLOYEES...292 C. ALTERNATE COMPENSATION PROGRAM...293 D. HARD-TO-FILL CLASSIFICATIONS CAREER LADDER JOINT RECOMMENDATIONS...297 E. JOINT REVIEW OF DEPARTMENT STRUCTURE...299 F. CLASSIFICATION SPECIFIC POST- BARGAINING REVIEW PROCESS...301 APPENDICES APPLICABLE TO NORTHERN CALIFORNIA REGION...302 A. ADVANCED HIRING CRITERIA...303 B. CODING CAREER LADDER...307 C. DEPENDENT CARE...310 D. DOMESTIC PARTNER COVERAGE...311 E. EMERGENCY DEPARTMENT TECHNICIANS...312 F. FLEXIBLE WORK ARRANGEMENT (3/36)...314 G. FLEXIBLE WORK ARRANGEMENT (4/40)...317 H. FUNCTIONAL UNIT MANAGEMENT (FUM)...320 I. HEALTHCONNECT EFFECTS BARGAINING...324 J. LICENSED VOCATIONAL NURSE I.V. CERTIFICATION...340 K. MANDATORY OVERTIME...342 L. MECHANIZATION...343 M. NO SHIFT CANCELLATION...345 N. POSITION SPECIFICATIONS FOR ALL GEOGRAPHIC AREAS INCLUDING FRESNO...347 O. POST-RETIREMENT MEDICAL BENEFITS FOR EMPLOYEES WHO RETIRE BEFORE 01/01/2003...349 P. RADIOLOGIC TECHNOLOGIST CAREER LADDER...351 Q. RADIOLOGIC TECHNOLOGIST SPECIAL COMPENSATION...354 R. REGISTERED DIETITIANS BENEFITS BY DESIGN...356 S. REGISTERED DIETITIANS CLINICAL LADDER...362 T. REGISTERED DIETITIANS HOLIDAYS...373 U. REGISTERED DIETITIANS OTHER APPLICABLE PROVISIONS...374 iii

V. REGISTERED DIETITIANS PAID TIME OFF (PTO) PROGRAM...378 W. REGISTERED DIETITIANS PENSION...380 X. SERVICE PERFORMANCE PAY PROGRAM PILOT PROJECT...384 Y. SHIFT DIFFERENTIAL/TENURE STEP/EXPERIENCE CREDIT IN LIEU OF BENEFITS...387 Z. SONOGRAPHER CAREER LADDER...391 AA. SPONSORED PARENT/PARENT-IN-LAW GROUP...394 BB. TRANSITION ASSISTANCE PROGRAM...395 CC. WAGE ADMINISTRATIVE PRACTICES...405 DD. WEEKENDS ONLY POSITIONS WITH 10% WEEKEND DIFFERENTIAL...408 APPENDICES APPLICABLE TO SOUTHERN CALIFORNIA REGION...409 A. SIDE LETTERS...410 1. 10 AND 12 HOUR SHIFTS...410 2. DEPARTMENT DESIGNATION....419 3. EMPLOYEE HOSPITALIZATION FOR ALCOHOL AND DRUG DEPENDENCY....419 4. FLEXIBLE SCHEDULES...419 5. CENTRAL STAFFING FLOAT POOL...420 6. INDIAN HILL MEDICAL OFFICE...422 7. MARTIN LUTHER KING, JR. HOLIDAY AND CÉSAR CHÁVEZ HOLIDAY....422 8. PARKING...422 9. PRODUCING NEW CONTRACTS....423 10. RADIATION SAFETY COMMITTEE...423 11. REGIONAL LABORATORIES LUNCH BREAK....424 12. DIAGNOSTIC IMAGING TECHNOLOGIST....424 13. COMMUNITY SERVICE....425 14. OPTICAL DISPENSER VACANCIES...426 15. TYPING TESTS....426 16. STEWARD SUPPORT...426 17. STATUS 5 AND EXEMPT JOB REVIEW FOR INCLUSION IN THE BARGAINING UNIT...427 18. JOB EVALUATION...428 19. OTHER OBLIGATIONS...429 20. ADVANCED STEP PLACEMENT AT HIRE....429 21. JOB SECURITY, EDUCATION AND TRAINING....430 22. IN-HOUSE TRAINING PROGRAMS....433 23. 2 ND YEAR EQUITY NEW JOB DEFINITIONS...440 24. ON-CALL AND LEAD POSITIONS...443 25. LABOR/MANAGEMENT PARTNERSHIP TRUST CONTRIBUTION...443 26. RESOURCE NETWORK....444 27. REDUCTION IN FORCE TO 36 HOURS PER WEEK...446 28. SHOP STEWARD TRAINING AND DEVELOPMENT...446 29. BILINGUAL DIFFERENTIAL...447 30. PART TIME ADDITIONAL PERMANENT HOURS...448 31. CLASSIFICATIONS AND WAGES...448 32. RED CIRCLE RATES...448 B. KP HEALTHCONNECT/SEIU-UHW EFFECTS BARGAINING SCAL TENTATIVE AGREEMENT......450 ATTACHMENT A...460 iv

INTRODUCTORY LETTER This is the first negotiated Agreement between Kaiser Permanente and United Healthcare Workers-West. It supersedes the SEIU Local 250 Agreement, the Registered Dietitians Agreement, and the KPPACC Agreement in Northern California and the SEIU Local 399 Agreement in Southern California. The contract language in this Agreement reflects negotiated changes agreed upon by the parties for the October 1, 2005 Collective Bargaining Agreement. Unless otherwise specified, the provisions contained herein are applicable to all Employees covered by this Agreement. The Agreement also reflects grammatical and format changes made only for purposes of contract administration. Some sections have been rewritten for the sole purpose of simplicity. Except where jointly agreed to by the parties during bargaining, these changes are not intended to, in any way, modify the historical interpretations or application of the provisions of the Collective Bargaining Agreement and are for convenience purposes only. Occasionally, mistakes occur in the preparation, proofreading and printing of our Contract. If a mistake is discovered, both parties will take steps to notify affected Union members, managers and staff. The parties acknowledge that such mistakes do not alter the intent of the original Agreement between the parties. How to Read Our Contract. 1. National Agreement. The provisions of the National Agreement, which is the agreement that covers all the labor organizations participating in the Coalition of Kaiser Permanente Unions (the Coalition), are not included in this document. There are provisions of the National Agreement that are in addition to, supersede or amend the local union agreements. Please refer to that document to review those provisions. 2. SEIU Cross-Regional Master Agreement. This Agreement includes provisions that were negotiated in common with SEIU- UHW, SEIU Local 49 (Oregon/Washington Region), SEIU Local 105 (Colorado Region), the former SEIU 535 Chapters in Kaiser Permanente in Northern California and Southern California (now the UHW Chapters: American Federation of Nurses-UHW (Southern California), UHW-Psych-Social Services Chapter (Southern California), UHW-Southern California Healthcare Professionals, UHW-Optical Workers Chapter (Northern California), UHW- Integrated Behavioral Health (Northern California), and UHW-Medical Social Workers (Northern California). Provisions of the SEIU Cross-Regional Master Agreement that were agreed to in Cross Regional bargaining are shaded in this manner herein.

3. Regional Provisions. Where there are differences between the Northern California Region and the Southern California Region in the terms/provisions of the UHW Collective Bargaining Agreement, there will be separate sections for each. It is important that the Collective Bargaining Agreement be read with care so that these provisions are not confused one with the other. For example: ARTICLE VII PAID LEAVES Section 1. Holidays A. NORTHERN CALIFORNIA REGION Holiday Provisions B. SOUTHERN CALIFORNIA REGION Holiday Provisions Questions may arise as to why the benefit structure and other contractual provisions are different in the two Regions. The UHW Bargaining Committee 1) consolidated provisions where management and the Union could agree and 2) maintained certain benefit structures consistent with the wishes of the members in the specific Region. That is why, among other contractual differences between the Northern California and Southern California Regions, you will see, as an example, the following differences in Paid Leave benefits: Southern California Northern California Similar Vacation Provisions Similar Vacation Provisions 6 Fixed Holidays at 1½ 10 Holidays: 8 Fixed Holidays at 1½ and 2 other Holidays (Float and Birthday) 5 Work Life Balance Days No Equivalent 4. Provisions in Common. Provisions that have no special separation or annotation are provisions that UHW has in common in both the Northern California and Southern California Regions. 5. Provisions for Dietitians. The parties to the UHW Agreement have also agreed to certain specific provisions applicable only to Registered Dietitians in Northern California who were formerly represented by SEIU Local 250. Such language is contained in Appendix R-W hereto; such language and supplements are incorporated into the Agreement with respect to such Registered Dietitians, and except as to such specific language, the terms and conditions of this Agreement are applicable to and govern the terms and conditions of employment of Registered Dietitians in Northern California.

AGREEMENT THIS AGREEMENT is made and entered into as of the 1st day of October, 2005 by and between Kaiser Foundation Health Plan, Inc., Kaiser Foundation Hospitals, The Permanente Medical Group, Inc., and Southern California Permanente Medical Group (collectively, Employer ) and United Healthcare Workers-West ( Union ). The parties hereto have agreed as follows: WITNESSETH: 100 ARTICLE I PURPOSE 101 It is the intent and purpose of the parties to set forth herein their Agreement covering rates of pay, hours of work and conditions of employment for Employees covered by this Agreement, to collaboratively work to provide high quality, affordable service and care for patients and members, and to promote harmonious relations between the Employer and the Union. 102 ARTICLE II COURTEOUS AND RESPONSIBLE RELATIONSHIPS 103 The Union and the Employer, including all Kaiser Permanente managers, supervisors, physicians, Employees, and Union staff, agree: 104 A. Treatment of One Another. That ethical and fair treatment of one another is an integral part of providing high quality patient care. 105 B. Regardless of Profession. To treat one another, regardless of position or profession, with dignity, respect and trust, and recognize and appreciate the individual contribution each of us makes in our daily work. 106 C. Ensuring Courtesy. To exhibit a personal, caring attitude toward each person with whom we interact and do so in ways that ensure courtesy, compassion, kindness and honesty. 107 D. Communication and Input. To treat one another in the ways we want to be treated ourselves, including clear communications of expectations regarding performance, support of individual opportunities for growth, and provision of opportunities for input into decisions when they impact people directly. 1

108 E. Accountability of the Union and the Employer. The Union and the Employer shall be responsible for improving communications among all levels of the organization and shall be accountable for modeling and implementing the commitments of this section. 109 ARTICLE III MANAGEMENT S RIGHTS 110 The Union recognizes that the Employer has the duty and the right to manage its facilities and to direct the working forces. This includes the right to hire, transfer, promote, demote, layoff, discipline and discharge Employees, subject to the terms of this Agreement and the grievance procedure. 111 ARTICLE IV RECOGNITION 112 SECTION 1 RECOGNITION 113 A. Exclusive Collective Bargaining Agent. The Cross-Regional Master Agreement is entered into by the signatory parties and reflects the Employer s recognition of the Unions listed in Attachment 1 as the exclusive collective bargaining agent of the Employees in the bargaining units listed in Attachment 1 with respect to the terms and conditions of employment set forth herein. 114 Provisions of the SEIU Cross-Regional Master Agreement incorporated into this Agreement are shaded for identification purposes only. 115 B. Unit Clarifications, Accretions, and/or Agreements. This Agreement shall also apply to any Employees who are added to the bargaining unit by unit clarification, accretion and/or Agreement of the parties. 116 C. Creation of New Classifications. This Agreement shall also apply to any new classification(s) which may be established within the scope of duties now included within a covered bargaining unit. 117 D. Local Agreements Superseded. The provisions of this Cross-Regional Master Agreement shall supersede and replace the equivalent provisions of the local agreements between the Employers and the Unions listed in Attachment 1. If a local agreement does not contain an equivalent provision, the provision of this Cross- Regional Master Agreement shall become a new provision of the local agreement. If there are differences between the bargaining unit 2

descriptions in Attachment 1 and the descriptions contained in a local agreement, the descriptions in the local agreement shall control. 118 SECTION 2 JURISDICTION 119 The Employer and the Union agree that no jurisdiction over any group of Employees shall be surrendered to any other union during the life of this Agreement except by mutual Agreement of the parties hereto. 120 SECTION 3 NOTIFICATION OF NEW EMPLOYEES 121 No later than the tenth (10th) of the following month the Employer shall supply the Union with the names, addresses and classifications of work of new Employees and the names of Employees terminated. 122 A. NORTHERN CALIFORNIA REGION Written Notice. At the time a new Employee is hired who will be subject to this Agreement, the Employer shall deliver to the Employee a written notice stating that the Employer recognizes the Union as the collective bargaining agent for the Employees covered by the Agreement and quoting or paraphrasing the provisions of Article V Union Membership of this Agreement. 123 SECTION 4 BONA FIDE SUPERVISORY EMPLOYEES 124 A. Authority of Bona Fide Supervisors. The Employer recognizes the fact that only bona fide supervisory Employees have the authority to hire, promote, discipline, discharge, or otherwise effect changes in the status of Employees or effectively recommend such actions, and it is not the Employer s policy to establish jobs or job titles for the purpose of excluding such Employees from the unit(s). Bona fide supervisors will not perform duties performed by Employees falling within the scope of this Agreement except for training, emergencies requiring immediate action, or under circumstances that are beyond the control of the Employer. 125 B. Bona Fide Supervisors Performing Bargaining Unit Work. It is not the Employer s intent to hire or utilize bona fide supervisors to perform bargaining unit work; however, in an emergency and/or a situation where the delivery of health care services could be compromised it may be necessary for a supervisor to assist until an appropriate bargaining unit Employee is available. 3

126 SECTION 5 UNION LEADS 127 A. Union Leads Defined. Union Leads (positions with the titles Lead, Senior, Chief, Supervisor, Head and Foreman) are bargaining unit Employees who are regularly assigned by the Employer to direct and check the work of others. Under the supervision and direction of a manager, Leads may also perform the following duties: 128 1. Oversee the orientation and/or training of Employees and inform management of any barriers preventing successful completion of training; 129 2. Co-ordinate the workflow among Employees within the work area; 130 3. Provide technical or functional direction and support to Employees; and 131 4. Inform management on the work environment, defined as department resources, staffing needs, training needs and equipment needs. 132 5. Besides these duties, Leads must participate in the regular work of their classification within the department. 133 B. Union Leads are Not Bona Fide Supervisors. Leads do not act in the role of a bona fide supervisor and are not given any authority for performance evaluations, disciplinary actions, or decisions to hire or fire bargaining unit Employees. Also, Leads may not perform the following duties: 134 1. Approve requests for time off, schedule changes or additional hours/overtime; 135 2. Determine sick call replacement; or 136 3. Maintain time and attendance records. 137 Union Leads will not act independently of management supervision and/or direction. 138 C. Training for Union Leads. The Employer will provide all Leads training in a jointly developed program to insure their success in the Lead role. Such training shall include, but not be limited to, courses in the following: Labor Management Partnership, Interest Based Problem Solving, Union Partnership Representative and Communication Skills. 4

139 SECTION 6 VOLUNTEERS AND SPECIAL PROGRAMS 140 A. Role of Volunteers. The volunteer s role in the facilities is to provide services to patients that may not otherwise be offered. 141 B. Volunteer Programs Not Used to Displace Employees. The Employer agrees that programs such as volunteer programs and summer youth programs shall not be utilized to displace bargaining unit Employees or to fill positions previously occupied by bargaining unit Employees, nor shall they be used to reduce their hours of work. 142 C. Notification to Union of Volunteer Programs. The Employer shall notify the Union upon commencement of volunteer programs and summer youth programs of the number of participants, their classification, work location, hours of work per week, and the duration of the program. 143 SECTION 7 JOB DESCRIPTIONS 144 A. Availability of Job Descriptions. The Employer and the Union shall maintain job descriptions in accordance with duties necessary in the operation of facilities concerned with the care, treatment, and recovery of patients. Each Employee at the time of hire will receive a copy of the job description and at anytime, at the Employee s request. 145 B. Creation of New Jobs or Changes in Existing Job Descriptions. If the Employer intends to create a new job which is within the jurisdiction of the Union or if the Employer intends to change an existing job description, it will notify the Union with the intent of reaching Agreement on the proposed changes to the job description or the creation of the new job and accompanying wage rate. Should the parties not reach Agreement, the Employer and the Union shall bargain the issue in good faith. 146 SECTION 8 SUBCONTRACTING 147 A. NORTHERN CALIFORNIA REGION Subcontracting Procedures. 148 The Union recognizes that the Employer has the obligation to provide effective health care in as efficient a manner as possible. The Employer recognizes that the Union has the obligation to protect the rights of Union members. To this end, they jointly establish procedures for subcontracting work which has traditionally been performed by bargaining unit Employees to an outside shop or agency, and/or for bringing in temporary Employees from an outside shop or agency. 5

149 1. Subcontracted Work Expected to Last Fewer than Ninety Days. Before subcontracting bargaining unit work which is expected to last fewer than ninety (90) days, the Employer shall first offer the work to existing bargaining unit Employees within the facility. If there is an additional need for work after the work is offered to Employees within the facility, the work shall be offered to bargaining unit Employees from other facilities who have submitted a written request to be considered for additional work. Such written request shall be sent to the facility(s) at which the Employee has an interest in accepting additional work. Such written request shall be valid for a period of ninety (90) days and will be maintained in the Personnel Office of the facility where the Employee desires extra work. Disputes under this paragraph shall be subject to the grievance procedure. 150 2. Subcontracted Work Expected to Last Ninety Days or More. For the subcontracted work which is expected to last ninety (90) days or more, the Employer shall notify the Union at least thirty (30) days prior to such subcontracting, and the Employer and the Union shall discuss the circumstances resulting in the decision for such subcontracting including the impact, if any, it will have on existing Employees. 151 3. Deferral to Arbitration. Following the procedures outlined in the preceding two (2) paragraphs, the Union may appeal the Employer's decision directly to arbitration and the arbitrator shall determine if the Employer's decision was logical in light of the mutual obligations set forth in this Section. 152 B. SOUTHERN CALIFORNIA REGION Subcontracting Procedures. 153 1. Notice of Intent to Subcontract. In the event the Employer elects to subcontract work heretofore performed by Employees within the jurisdiction of this Agreement, the Employer shall provide the Union with a thirty (30) day written notice of such intent. 154 2. Subcontracting May Not Result in Layoffs. The Employer agrees not to subcontract bargaining unit work currently performed by bargaining unit Employees if such subcontracting would result in the layoff of bargaining unit Employees. 6

155 3. Contracted Housekeeping Services. 156 a) The Employer agrees to maintain language in the existing contracts with contractors regarding the subcontracting of Housekeeping in small outlying clinics that requires the contractors to pay a rate equal to the prevailing SEIU, UHW/Kaiser contractor rate for Housekeepers. In new contracts with contractors, the Employer agrees to include language that requires contractors to pay a rate equal to the prevailing SEIU, UHW/Kaiser rate. Further, should the contractor fail to pay said rate, the contract would be voided. 157 b) The Union agrees to remove contractors that fail to pay the appropriate rate from their Bid List and should a contractor require clarification regarding existing or revised rates, the Union agrees to provide such data. 158 c) The Employer and the Union will engage in the process contained in the National Agreement to evaluate and address issues related to past, current and future contracting. 159 C. 2005 NATIONAL AGREEMENT Regarding In-Sourcing and Subcontracting. 160 Insofar as the provisions of the 2005 National Agreement regarding subcontracting and in-sourcing apply to the current Collective Bargaining Agreement, the Union and the Employer have agreed to initially prioritize for application of the National Agreement the following classifications: 1) Environmental Services, 2) Food Services, 3) Transcription, and 4) Coding. 161 ARTICLE V UNION MEMBERSHIP 162 A. Union Membership. It shall be a condition of employment that all Employees covered by this Agreement and those hired on or after its effective date shall, within thirtyone (31) days following the beginning of such employment become and remain members of the Union or tender to the Union a fee equal to the initiation fees and periodic dues that are the obligations of members. 163 B. Failure to Maintain Membership. Employees who are required hereunder to join the Union and maintain membership in the Union, or pay initiation fees and periodic dues 7

uniformly required of members, and who fail to do so shall upon notice of such fact in writing from the Union to the Employer be discharged. 164 ARTICLE VI DEDUCTION AND REMITTANCE OF UNION DUES, FEES, AND COPE 165 SECTION 1 DUES AUTHORIZATION 166 The Employer will honor written assignments of wages to the Union for the payment of Union dues and fees, uniformly required, when such assignments are authorized by a signed dues deduction form. 167 SECTION 2 REMITTANCE OF DUES 168 The Employer will promptly remit to the Union dues and fees deducted pursuant to such assignments together with a list on hard copy and a disk or electronically (on compatible format) supporting the amount of dues remitted including sufficient detail of Employee information and individual payments. 169 SECTION 3 COPE CHECK OFF 170 The Employer will honor assignment of wages to the Union s Committee on Political Education (C.O.P.E.) fund, when such assignments are submitted in a form agreed to by the Employer and the Union, and will promptly remit such contributions to the Union. It is understood by all parties that such contribution will be on an individual and voluntary basis. 171 SECTION 4 EMPLOYER INDEMNIFICATION 172 The Union shall indemnify the Employer and hold it harmless against any and all suits, claims, demands and liabilities that shall arise out of or by reason of any action that shall be taken by the Employer for the purpose of complying with the foregoing provisions of this Article, or in reliance on any list or certificate which shall have been furnished to the Employer under any of such provisions. 173 ARTICLE VII SAFE WORKING CONDITIONS AND WORKLOAD 174 SECTION 1 SAFE WORKING CONDITIONS 175 A. Standards Consistent with Nature of Work. The Employer shall provide reasonable, safe working conditions, material and equipment consistent with accepted standards for the nature of the work performed. 8

176 B. Work Assignments. Work assignments shall be made only if they are in accordance with the foregoing principle. 177 C. Some Methods of Resolution. Work conditions or other facility safety issues (e.g. security) which appear to be inconsistent with this principle may be brought to the attention of the area supervisor by any Employee; and if the supervisor is unable to resolve the problem, it may be submitted for investigation by the Facility Safety Committee and/or the Workplace Safety Committee. 178 D. Participation in the Facility and Workplace Safety Committee. The Union shall designate an Employee representative to be assigned to the Facility Safety Committee and the Workplace Safety Committee. Such attendance on safety committees shall not result in loss of pay to Employees. 179 SECTION 2 WORKLOAD DISTRIBUTION 180 A. Equitable Distribution of Workload. It is the intent of the Employer to distribute the workload equitably among Employees in both single work units and departments with due regard for Employee safety. 181 B. Workload When a Replacement Cannot Be Found. When an Employee is absent for any reason and if a replacement cannot be obtained in time, it is the intent of the Employer to distribute the workload equitably among the Employees in the work unit so that no undue hardship may be placed on an individual worker. 182 C. Reduced Work Performance While Orienting. If Employees are assigned to familiarize others with the duties and responsibilities of their job, any resulting reduced work performance shall not be appropriate cause for discipline. 183 D. SOUTHERN CALIFORNIA REGION Staffing at Outlying Clinics. The Employer shall maintain staffing at the outlying clinics commensurate with the workload, and in so doing, shall replace Employees on half (1/2) days off where necessary. 184 SECTION 3 NORTHERN CALIFORNIA REGION REGISTERED DIETITIAN PARTICIPATION IN RELEVANT COMMITTEES 185 Registered Dietitians covered by this Agreement may participate in meetings and on committees that affect staffing, standards of practice, support, equipment and 9

space. Registered Dietitians will also have the right to participate on all committees or in meetings related to Medical Nutrition Therapy. 186 ARTICLE VIII DISCRIMINATION 187 A. Discrimination Defined. The Employer and the Union agree there shall be no discrimination against any Employee or applicant because of membership in the Union or lawful activities on behalf of the Union, or because of race, color, religion, creed, national origin, ancestry, gender, gender identity, sexual orientation, age, physical or mental disabilities, political affiliation, marital status, medical condition (as defined by applicable law), or veteran status. 188 B. No Discrimination in Pay. There shall be no distinction between wages paid to men and the wages paid to women for the performance of comparable quality and quantity of work on the same or similar jobs. 189 ARTICLE IX NEW EMPLOYEES 190 SECTION 1 PROBATIONARY EMPLOYEES. 191 A. For Employees Regularly Scheduled 20 Hours or More. The probationary period for Employees regularly scheduled for twenty (20) hours or more shall be ninety (90) calendar days. 192 B. For Employees Regularly Scheduled Fewer than 20 Hours. The probationary period for Employees regularly scheduled for fewer than twenty (20) hours shall be three hundred (300) hours or ninety (90) calendar days, whichever occurs later. 193 C. Only One Probationary Period. In no case shall an Employee be required to serve more than one probationary period. 194 D. Extensions of the Probationary Period. 195 1. Mutual Agreement. The probationary period may be extended only by mutual Agreement between the Employer, the Employee and the Union. 10

196 2. During Leave. If an Employee is on leave at any time during the probationary period, time spent on leave will not count towards fulfilling the probationary period. 197 E. Evaluation During Probationary Period. Probationary Employees shall be provided with appropriate training and orientation tools and a written performance evaluation shall be issued upon completion of sixty (60) calendar days. 198 F. Discharge During Probationary Period. During the probationary period, Employees may be discharged without recourse to the grievance procedure. 199 SECTION 2 NOTIFICATION TO NEW EMPLOYEES 200 At the time of new Employee orientation, each new Employee shall be given a copy of the Collective Bargaining Agreement and a list of the stewards provided such list has been provided by the Union. The cost of such Agreement shall be shared equally by the Employer and the Union. 201 SECTION 3 NEW EMPLOYEE ORIENTATION / NEW HIRE 202 The Union and the Employer shall coordinate times for Union Representatives/Stewards to meet with new bargaining unit members for thirty (30) minutes during the New Employee Orientation period. The Employer will provide the Union Representative with New Employee Orientation schedules and updates as they occur. Such time will be scheduled within the new Employee orientation agenda. It is further understood that, should the Union designate a Union Steward to meet with new Employees, the Steward s time will be paid and the Steward will be released from work for the time needed to meet with Employees. 203 ARTICLE X CATEGORIES OF EMPLOYEES 204 SECTION 1 REGULAR BENEFITED EMPLOYEES 205 A. Regular Full-Time Employee. Regular Full-Time Employee is assigned a regular pre-determined schedule of forty (40) hours per work week. 206 B. Regular Part-Time Employee. A Regular Part-Time Employee is assigned a regular pre-determined schedule of twenty (20) or more hours but fewer than forty (40) hours per work week. 11

207 SECTION 2 NON-BENEFITED EMPLOYEES 208 A. Limited Part-Time Employee. A Limited Part-Time Employee (previously referred to as Short-Hour in the Northern California Region) is assigned a regular pre-determined schedule of fewer than twenty (20) hours per work week. 209 B. On-Call Employee. An On-Call Employee (previously referred to as Casual in the Northern California Region) works on an intermittent basis without a regularly predetermined schedule and is assigned a specific shift. 210 C. Temporary Employee. A Temporary Employee is assigned a regular pre-determined schedule that does not extend beyond three (3) months and is hired as an interim replacement for an Employee on a leave of absence or for a specific temporary project. 211 SOUTHERN CALIFORNIA REGION Temporary Assignments. 212 1. Employer s Request for Extension. The Employer may request an extension of the temporary assignment beyond the three (3) months and the Union will not unreasonably deny the request. 213 2. Review of Temporary Assignment. Upon the request of the Union, the Employee or the Employer, the temporary assignment shall be jointly reviewed to determine whether the assignment should be posted as a non-temporary position. If the temporary Employee successfully bids into the new position, he/she will have service credit retroactive to his/her original date of hire into the temporary assignment. 214 SECTION 3 ACCRUAL OF BENEFITS 215 Any Employee designated as a benefited Employee shall begin to accrue all of the fringe benefits as provided in this Agreement, when he/she becomes benefited and will continue to accrue such benefits as long as he/she remains a benefited Employee. 216 A. Accrual for Regular Part-Time Employees Working Additional Hours. Regular Part-Time Employees shall accrue benefits at a greater rate than their status based on additional hours worked and paid. 12

217 B. Employees Not Eligible for Benefits. Limited Part-Time, Temporary and On-Call Employees are not eligible for benefits while in this status. They are, however, eligible for shift differential, split shift differential and credited service for the Pension Plan. 218 C. SOUTHERN CALIFORNIA REGION Service Credit. 219 1. Definition of Service Credit. Service credit applies to benefit levels and wage placement that are determined by compensated hours. 220 2. Part-Time/Limited, Part-Time/On-Call, Employees Changing to Full-Time Status. In the event a Part-Time, Limited Part-Time or On-Call Employee successfully bids into a full-time position, his/her compensated hours as a Part-Time, Limited Part-Time or On-Call Employee from date of hire through the change in status date, shall be totaled, and any such Part-Time, Limited Part-Time or On-Call Employee shall receive one (1) month of service credit for each 173.333 compensated hours. Using this formula, a new service credit eligibility date will be established for this number of months prior to the date of the Employee s going to full-time status. 221 3. Maintenance of Service Credit. An Employee who has six (6) calendar months service, and has terminated and returns within six (6) months, will retain all previously accrued seniority for wages and benefits. Employees transferring into the Southern California Region from other regions shall retain their service credit for purposes of benefit accrual, and, if transferring into the same classification, placement on the wage scale. 222 4. When used in this Agreement, Service Credit shall mean that period of continuous employment with the Employer, less any absence from employment, except regularly scheduled days off, which exceed thirty (30) calendar days for personal or family leave or sixty (60) calendar days for medical leave for which no compensation is received. Where unpaid absences exceed thirty (30) or sixty (60) calendar days respectively, service credit will be adjusted by the total number of days of absence. However, upon return from any unpaid authorized leave from employment, the Employee s service credit accrued prior to such leave shall be retained. In the event of an industrial injury or illness leave of absence, the Employee s service credit shall continue during the entire period of industrial injury or illness. 13

223 SECTION 4 IN-LIEU OF BENEFITS DIFFERENTIAL 224 A. Employees Eligible for the In-Lieu-of Benefits Differential. Limited Part-Time, Temporary and On-Call Employees shall receive a differential in lieu of benefits as follows: 225 1. NORTHERN CALIFORNIA REGION Application of Differential. 226 a.) Schedule Y. Classifications listed in Schedule Y of NCAL Appendix Y, Section 1 shall receive $1.00 per hour for all hours worked. 227 b.) Schedule Z. Classifications listed in Schedule Z of NCAL Appendix Y, Section 2 shall receive $2.00 per hour for all hours worked. 228 c.) Registered Dietitians. In lieu of eligibility for benefits, Limited Part-Time, Temporary and On-Call Registered Dietitians shall be paid a wage differential of $2.00 per hour. 229 2. SOUTHERN CALIFORNIA REGION Application of Differential. 230 A $1.00 per hour differential shall apply for all hours worked, except for specified classifications denoted in the On-Call (Per-Diem) wage rates beginning on page 267. 231 B. Limited Part-Time or On-Call Employees Who Are Not Eligible for Benefits. 232 Employees who are converting or transferring from non-benefited to benefited status shall continue to receive the in-lieu of benefits differential until such time as they receive benefits (except Dental benefits). 233 SECTION 5 VOLUNTARY CHANGE TO ON-CALL STATUS 234 A Regular Full-Time or Regular Part-Time Employee may voluntarily reduce his/her status to On-Call and will be paid at the rate he/she was receiving as a Regular Employee in addition to the appropriate differential. 235 SECTION 6 ALTERNATE COMPENSATION PROGRAM 236 A Benefit-eligible Employee scheduled to work twenty (20) or more hours per week who can verify that he/she has medical coverage from a source other than his/her benefited status with Kaiser Permanente shall have the option of voluntarily participating in the Alternate Compensation Program which includes a 20% differential in lieu of benefits (Statewide Appendix C). 14

237 SECTION 7 DISTRIBUTION OF OVERTIME AND ADDITIONAL HOURS 238 A. NORTHERN CALIFORNIA REGION Distribution Procedure. 239 1. Distribution of Overtime and Additional Hours. The Employer shall assign overtime and additional hours to Employees in a classification of a department who have volunteered to be on the list for overtime or additional hours. Such work will be offered by seniority: First, to all Regular Employees; then, to all LPT Employees; then, to On-Call and Temporary Employees. 240 2. Assignment If There Are No Volunteers. If no one on the list volunteers for overtime or additional hours and no other qualified Employee volunteers, it will be assigned on a rotational basis by reverse seniority to those Employees on the list. If no list exists, such work will be assigned to qualified Employees in the department on a rotational basis by reverse seniority. 241 3. Obligations Not Associated with the Assignment of Additional Hours. The assignment of additional hours shall not require the Employer to: split the additional hours among two (2) or more Employees; pay overtime as a result of such assignment; or change the Employee s normally assigned work schedule. 242 B. SOUTHERN CALIFORNIA REGION Distribution Procedure. 243 1. Distribution of Additional Intermittent Work Hours. Additional intermittent work hours shall be offered, based on seniority, to Employees who are interested in working additional hours in the following order: 244 a.) Cancelled Full-Time Employees Same Department /Same Classification. Full-time Employees in the same department and classification who, due to cancellation, did not work their regularly scheduled number of hours (for which they were hired) in the pay period, until such Employees have been made whole. 245 b.) Cancelled Part-Time, Limited Part-Time Employees Same Department/Same Classification. Part-Time, Limited Part-Time Employees in the same department and classification who, due to cancellation, did not work their regularly scheduled hours (for which they were 15

hired) in the pay period, until such Employees have been made whole. 246 c.) Cancelled Full-Time Employees Same Department/ Different Classification. Qualified Full-Time Employees in the same department, but different classifications, who, due to cancellation, did not work their regularly scheduled number of hours (for which they were hired) in the pay period, until such Employees have been made whole. 247 d.) Cancelled Part-Time, Limited Part-Time Employees Same Department/Different Classification. Qualified Part-Time, Limited Part-Time Employees in the same department, but different classifications, who, due to cancellation, did not work their regularly scheduled number of hours (for which they were hired) in the pay period, until such Employees have been made whole. 248 e.) Part-Time, Limited Part-Time Employees. Part-time, Limited Part-Time Employees in the same classification and department. 249 f.) On-Call Employees. On-Call Employees in the same classification and department. 250 g.) Other Part-Time, Limited Part-Time Employees. Other qualified Part-Time, Limited Part-Time Employees in the same department. 251 h.) Other On-Call Employees. Other qualified On-Call Employees in the same department. 252 i.) Outside the Department. May offer to qualified Employees outside the department. 253 j.) In-House Registry. In-House Registry (when implemented). 254 k.) Registry. 255 2. Additional Hours in Another Department or Entity. The Employer will give consideration to Employees who request to work additional hours in another department or entity. However, in such circumstances, hours worked outside their home department 16

will not count for computation of premium pay except for hours worked in excess of eight (8) hours in one (1) day and hours worked in excess of forty (40) hours worked in one week. 256 SECTION 8 CONVERSION OF ON-CALL AND LIMITED PART-TIME EMPLOYEES 257 A. Effective Date for this Agreement. The modifications to the agreement concerning conversion shall be effective on April 1, 2006, with Employee requests for conversion to be submitted no earlier than July 1, 2006. 258 B. Period Necessary for Conversion Eligibility. An On-Call or Limited Part-Time Employee who works a regular schedule in the department an average of at least forty (40) hours per pay period for six (6) consecutive pay periods will be converted to regular full-time or part-time status (e.g.,.5,.6,.7 FTE, etc.) commensurate with the average number of hours worked during the six (6) consecutive pay periods, pursuant to the provisions of this agreement. 259 C. Employee Must Submit Request for Conversion. In order to be considered for conversion, an Employee must submit a request in writing to his/her department manager for a review of the six (6) consecutive pay periods immediately preceding the Employee s written request. Such requests for conversion must be received within thirty (30) calendar days of the end of the last pay period considered in determining eligibility for conversion. 260 D. Actual Days and Shift of Conversion. The Employee may be converted to Regular status in the department and shift in which the majority of hours were worked. The converted Employee will be scheduled to work according to his/her new status. His/her schedule and assignment will be based on operational needs. This may result in variable schedules and assignments. 261 E. Effective Date of the Conversion. An Employee s conversion will be effective the first full pay period following the Employee s submission of the written request. 262 F. Ineligible Hours. Hours worked 1) in training, 2) in special projects, or 3) in relieving Employees for leaves of absence and/or replacement of an individual s sick leave of two (2) days or more will not be used for conversion purposes. 17

263 G. In-Lieu-of-Benefits Differential. An On-Call Employee or Limited Part-Time Employee who is converted to benefited status will continue to receive the in-lieu-of-benefits differential until he/she begins receiving health coverage. 264 SECTION 9 REGIONAL PROVISIONS OF CATEGORIES OF EMPLOYEES 265 A. NORTHERN CALIFORNIA REGION. 266 1. Limited Part-Time, Temporary and On-Call Employees. In no event will there be any duplication of the differential and accumulation or rights to fringe benefits and tenure adjustments other than those specified in Section 3, B. Employees Not Eligible for Benefits. 267 2. Rate of Pay of Regular Employee Who Becomes Non- Benefited. A Regular Employee who, with no break in service, becomes a Temporary, LPT or On-Call Employee will be paid at the rate he/she was receiving as a Regular Employee plus the appropriate differential. 268 3. Service Date Commencement. 269 a.) Benefited Status. An Employee who is designated a Regular Employee shall have his/her service date for purposes of eligibility and accumulation of fringe benefits established as of the date he/she is determined a Regular Employee. 270 b.) From Non-Benefited to Benefited Status. 271 i.) Service Date Commences When Designated Regular. An Employee once designated as a Temporary, Limited Part-Time or On-Call Employee and later designated as a Regular Employee shall have his/her service date commence for the purpose of eligibility for and accumulation of fringe benefits as of the date he/she is designated a Regular Employee. 272 ii.) Service Date and Period of Time Spent in Non- Benefited Status. The period during which an Employee is designated as a Temporary, Short-Hour Limited Part-Time or On- 18

273 B. SOUTHERN CALIFORNIA REGION. 274 1. Availability of On-Call Employees. Call Employee shall not be included for purposes of determining eligibility for or accumulation of fringe benefits provided under this Agreement or for the amount of such fringe benefits. 275 a.) Availability Requirement. On-Call Employees shall be required to submit at least a minimum number of available days/shifts per month in advance, not to exceed eight (8) required days/shifts per month. The available days/shifts per month shall not exceed four (4) weekend days/shifts per month. Available days/shifts must also include at least two (2) designated holidays each year. The minimum number of available days/shifts per month shall be established as a policy by each department and agreed to by the Union. 276 b.) Confirmed Available Days Posted Four Weeks in Advance. The schedule reflecting pre-confirmed available days/shifts shall be posted four (4) weeks in advance. 277 c.) Lack of Availability. On-Call Employees who are not available on days/shifts they have designated when called to work, may be subject to review annually. If the Employee has cancelled more than 50% of their available days/shifts annually, when called to work, the Employee may be subject to termination. 278 2. On-Call Conversion to Temporary Status. An On-Call Employee who is converted to temporary Employee status, shall continue to receive the On-Call premium during such temporary status. Such Employees shall maintain their On-Call status and continue to accrue seniority. If the temporary position the On-Call Employee is working is outside his/her department, in exercising his/her seniority for vacancies within the department to which he/she has temporally transferred, he/she shall be considered a Temporary Employee. 279 3. Variable Hour Jobs. Variable hour jobs may be posted with variable start/end times within a shift, which shall include the specific range of such start 19

and end times respectively. No Employee shall be placed in a Variable hour job except voluntarily or by bidding on such job. 280 a.) Variable Job Review. After an Employee has worked for a period of three (3) months in a variable position, a joint (union and management) informal review will be conducted of the scheduled hours worked by the impacted Employee. 281 b.) Employee Scheduled Consistent with Job Posting. If the review reveals the Employee has been scheduled in a manner consistent with the original job posting, no change in the utilization of the Employee will occur. 282 c.) Employee Not Scheduled Consistent with Job Posting. 283 i.) First Review. If the review reveals that the Employee has not been scheduled in a manner consistent with the original job posting (i.e., no variable schedule) and there are no mitigating circumstances (such as vacation, LOA or sick leave replacement), the Employee s schedule will be converted to a schedule with a set start and end time. 284 ii.) Second Review. If the review reveals that the Employee has not been scheduled in a manner consistent with the original job posting, due to mitigating circumstances (such as vacation, LOA or sick leave replacement), then a second review will take place in another three (3) months and, based on the second review, the Employee s schedule will either remain a variable position, due to actually working a variable schedule, or convert to a schedule with a set start and end time, due to the absence of any variable scheduling or mitigating circumstances. 285 iii.) Mitigating Circumstances. In the second review above, ongoing mitigating circumstances may be included as regular hours and will be given significantly less weight. 20

286 d.) Reviews Conducted upon Request. At any time, Joint Reviews, of Variable Positions, as outlined above, will be conducted in a timely manner on request of the Union or the Employer. 287 4. Base Plus Jobs. Base plus jobs may be posted indicating base hours and additional hours for which an Employee may be scheduled (e.g. 20+). No Employee shall be placed in a Base Plus job except voluntarily or by bidding on such job. 288 a.) Base Plus Job Review. Three (3) months after an Employee is hired into such a job, a joint (Union and Management) informal review will be conducted to determine the following: 289 b.) If No Plus Hours Worked. If the Employee, over the three (3) month period, has only worked the base hours and no plus hour schedules and no mitigating circumstances (such as vacation, LOA or sick leave replacement) exists, then the plus will be removed from the job and the Employee will assume a set schedule of hours. 290 c.) If Plus Hours Average Less than Four (4) Hours. If the Employee, over a three month period, works an actual base plus schedule in the same department for less than an average of four (4) additional hours, then no change will be made to the Employee s schedule at that time. 291 d.) If Plus Hours Average Four (4) or More Hours. If the Employee, over a three (3) month period, consistently works a base plus schedule, an average of four (4) hours or more over the base in the same department, then an audit will be conducted. If no mitigating circumstances exist (such as vacation, LOA or sick leave replacement), then, the average hours in the department will be posted. Hours may be posted in increments that are practical for operations, by mutual agreement. 292 e.) Joint Formal Review. If the three (3) month informal review is not conclusive and/or mitigating circumstances exist, a joint formal review will be conducted at six (6) months, and steps (b), (c), or (d), above, will be enacted, except that in (d), above, ongoing 21

mitigating circumstances may be included as regular hours and will be given significantly less weight. 293 f.) Non-Proliferation of Base Plus Jobs. If multiple Employees in the department consistently work hours above base, the conglomeration of the hours will be reviewed and may be posted in order to avoid proliferation of Base Plus jobs. 294 g.) Hours Posted as a Result of Review. Hours posted as a result of these reviews may first be claimed by Part-Time Employees to increase regular hours or change status to full-time pursuant to SCAL Appendix A, Side Letter 30, and then pursuant to Article X, Section 7, paragraph 242 of this Agreement. 295 h.) Joint Reviews Conducted Upon Request. Joint Reviews, as outlined above, of Base Plus Positions will be conducted at any time upon request by the Union or Management in a timely manner. 296 ARTICLE XI HOURS OF WORK 297 SECTION 1 INTENT OF ARTICLE This Article is intended to define the normal hours of work and shall not be construed as a guarantee of hours of work per day or per week, or of days of work per week. This Article shall not be construed as any basis for the calculation of overtime. 298 SECTION 2 NORMAL WORK WEEK 299 A. Forty Hours Per Week With Two Consecutive Days Off. The Employer will exercise its best efforts subject to the requirements of efficient operations to schedule on the basis of a normal work week of forty (40) hours within the work week period with two (2) consecutive days of rest. 300 B. Waiver. The provision for two (2) consecutive days off each week may only be waived to achieve every other weekend off scheduling. 301 C. Four Hour Minimum Shift. The Employer will not schedule or post shifts of fewer than four (4) continuous hours unless mutually agreed by the Employer and the Union. 22

This Agreement is not intended to preclude an Employee from initiating a written request to work such shift. 302 SECTION 3 SCHEDULES 303 A. Starting Times, Quitting Times and Days Off. Schedules of starting and quitting times and days off of Employees will be posted by the Employer four (4) weeks in advance in the Southern California Region and fourteen (14) days in advance in the Northern California Region subject to emergency situation changes. Such schedules will be maintained on a weekly basis and will be posted in a location readily accessible to all department Employees. 304 B. Emergency Changes in the Schedule. When it becomes necessary because of emergency situations to change work schedules, consideration will be given to the desires of the affected Employees. Where agreement cannot be reached, such changes in work schedules will be made in reverse bargaining unit seniority order within the department. The Employer will attempt to notify an Employee of any schedule changes a minimum of twenty-four (24) hours before such change is to occur. Failure to successfully contact the Employee will not result in a penalty to the Employer or Employee. 305 C. Changes in Employee s Schedule. 306 1. An Employee's schedule will be changed only in response to operational requirements. In such event, consideration will be given to the desires of the affected Employees. If there is no mutual agreement, changes will be made in reverse order of bargaining unit seniority within the department among qualified Employees. The Employee will be notified by the Thursday of the preceding week. 307 NORTHERN CALIFORNIA REGION Registered Dietitian Schedule Changes. 308 2. A Registered Dietitian and his/her supervisor can mutually agree to temporary schedule changes. 309 SECTION 4 WEEKENDS OFF 310 A. Every Other Weekend Off. The Employer will exercise its best efforts to provide every other weekend off to all Full-Time and Part-Time Employees in a department desiring such a schedule. The Employer will exercise its best efforts to recruit Full- Time and Part-Time Employees so that this can be accomplished. 23

311 B. More Beneficial Scheduling Practices. If an Employee enjoys a more favorable weekend off schedule, he/she shall maintain such schedule except as provided for in paragraph 305-306, Changes in Employee s Schedule. 312 C. Weekend Defined. Weekend shall mean Saturday and Sunday except for the night shift in which case, Weekend shall mean Friday and Saturday. 313 D. SOUTHERN CALIFORNIA REGION Weekend Work Penalty. In the event an Employee volunteers or is required to work all or part of any second consecutive weekend and alternating consecutive weekends thereafter, the Employee shall be paid one and one-half (1½) times his/her regular rate of pay for all hours worked on the weekend. 314 E. Non-Applicability of this Section. This Section shall not apply to an Employee who has requested to work a regular weekend schedule and shall not apply to an Employee who has a regular schedule which provides for either every Saturday or every Sunday off. 315 F. Weekend Work Penalty. The foregoing provision on hours of work is not intended to change the interpretation of weekend work penalty in Southern California as defined by various arbitrations. 316 SECTION 5 MANDATORY MEETINGS 317 When Employees are specifically directed by their supervisor to attend mandatory meetings, time spent in such meetings shall count as time worked. 318 SECTION 6 MEALS 319 A. Current Practice. 320 According to current practice, the Employer will continue to provide meals for Employees in Nutritional Services. These meals shall be furnished to such Employees without deduction in compensation. 321 B. NORTHERN CALIFORNIA REGION Outpatient Registered Dietitians. 322 Where applicable, Outpatient Dietitians (covered by this Agreement) also have the option to obtain meals as above. 24

323 SECTION 7 REST PERIODS AND MEAL PERIODS 324 A. Rest Periods. 325 Each Employee shall receive a fifteen (15) minute paid rest period during each four (4) hours of work approximately towards the middle of each four (4) hour work segment. 326 B. Meal Periods. 327 1. Meal Periods for Employees Scheduled to Work More Than Five (5) Hours. Employees scheduled to work more than five (5) hours per day shall be entitled to an uninterrupted meal period of at least thirty (30) minutes. 328 2. Meal Periods Near the Middle of the Shift. The Employer will make every reasonable effort to schedule the meal periods at or near the middle of the shift, unless mutually agreed otherwise. 329 3. Notice to Supervisor. The Employee is required to notify his/her supervisor if it appears that he/she will miss a rest or meal period. In the event that the supervisor or designee is not accessible to authorize the rest or meal period, the Employee may use his/her judgment regarding the necessity to work through the rest or meal period. 330 4. Employer s Responsibility for Employee s Rest and Meal Periods. The primary responsibility for ensuring that Employees take rest and meal periods shall rest with the Employer. 331 5. SOUTHERN CALIFORNIA REGION Additional Lunch Period. Employees working thirteen (13) or more hours in a workday shall receive an additional thirty (30) minute lunch period. 332 C. State and Federal Laws. It is the Employer s intent to abide by all State and Federal Laws regarding meal and rest periods, which include only in part the following: 333 1. If an Employee is not provided with a meal period, the Employer shall pay the Employee an additional one (1) hour of straight time pay. 25

334 2. If an Employee is not provided one (1) or more rest periods, the Employer shall pay the Employee an additional one (1) hour of straight time pay. 335 D. Relief from All Duty. Unless Employees, including Employees who are assigned to respond to cardiac arrest, are relieved of all duty during their meal period, the meal period shall be considered an on duty ( on duty as defined in the Labor Code) meal period and counted as time worked. 336 SECTION 8 UNIFORMS 337 When Employees are required to wear uniforms or special work clothes, the Employer will provide and launder such apparel; provided that the Employer shall not be required to furnish or launder apparel traditionally worn by Employees in hospitals generally. The term uniform is defined as apparel or accessories of a distinctive design, style, color, or quality. If the Employer contemplates a change in uniform policy, it will bargain with the Union. 338 SECTION 9 REPORTING PAY 339 A. NORTHERN CALIFORNIA REGION Reporting Pay. 340 1. Assignment of Work After Reporting. An Employee who is scheduled to report for work and who reports to work without receiving prior notice that no work is available shall perform any work to which he/she may be assigned provided the work is related to his/her regular work and he/she is qualified to perform the work. 341 2. Pay Rate After Reporting. The Employee will be paid at his/her regular rate of pay or appropriate rate of pay for the job he/she is assigned, whichever is higher. 342 3. Guarantee of Pay for Shift. If the Employer is unable to utilize the Employee, he/she may leave work and will be paid for his/her regular shift, not to exceed eight (8) hours, excluding shift differential. 343 4. Exclusions. 344 The provisions of this Section will not be applicable if: 345 a.) the lack of work is not within the control of the Employer; or 26

346 b.) the Employer makes a reasonable effort to notify the Employee by telephone (or telegram, if no response) not to report for work at least two (2) hours before his/her scheduled time to work; or 347 c.) the Employee fails to provide the Employer with his/her current address and telephone number. 348 B. SOUTHERN CALIFORNIA REGION Reporting Pay. 349 1. Performing Work as Assigned. Employees who are requested to report for work, or who are scheduled to work and are permitted to come to work without receiving prior notice that no work is available shall perform any work to which they may be assigned. 350 2. Two Hour Guarantee. When the Employer is unable to utilize such Employees and the reason(s) for lack of work is within the control of the Employer, the Employee will be paid for two (2) hours work at the regular rate of pay. In such cases, the authorized supervisor of the Employee involved may allow the Employee to leave work before the two (2) hours have elapsed. The two (2) hours time must be shown on the Employee s time card either by time clock registration or by notation by the supervisor. In either case, the supervisor must sign the time card. 351 3. Acts of God. The provisions of this Section shall not apply if acts of God or failure of utilities interfere with work being provided, and if the Employer makes a reasonable effort to notify the Employees by telegram not to report for work at least two (2) hours before their scheduled time to work. 352 4. Current Contact Information. It shall be the responsibility of the Employees to notify the Employer of their current address and telephone number. Failure to do so shall preclude the Employer from the notification requirements. 353 SECTION 10 NORTHERN CALIFORNIA REGION Call-In on Scheduled Day Off 354 If an Employee is called to work on what would otherwise have been a regularly scheduled day off and if the Employer fails to give one (1) hour's notice before the start of the required shift, the Employee shall be paid for the hours of work actually performed plus one (1) hour, but is to be paid not less than three (3) 27

hours nor more than eight (8) hours of pay in any one shift unless the Employee works more than eight (8) hours in that shift. 355 SECTION 11 NORTHERN CALIFORNIA REGION PROVISIONS 356 A. Rest Period Between Shifts. 357 1. Unbroken Rest Period. Regular Employees shall have an unbroken rest period of twelve (12) hours between any eight hour shifts. All hours worked within the 12-hour rest period shall be paid at the rate of time and one-half (1-1/2). 358 2. Waiver. This provision may be waived upon the written request of the Employee and with the agreement of the supervisor. 359 3. Premium Pay As Rest Time. Time for which any premium pay is paid shall count as rest time for purposes of this paragraph. 360 4. Conditions Beyond the Employer s Control. This Paragraph is waived if conditions beyond the Employer s control and/or acts of God so require the services of the Employee. 361 SECTION 12 SOUTHERN CALIFORNIA REGION PROVISIONS 362 A. Prohibition of Rotating Shift Positions. Effective February 5, 2002, there will be no expansion of rotating shifts. No new/additional rotating shifts will be created either by posting, scheduling or changing a current shift. 363 1. Rotating Shift Positions Will Not Be Posted. As of June 5th 2002, and thereafter, no positions will be posted that include a rotating shift (even if the posting is to replace a vacancy in what was previously or what is currently a position which includes rotating between day, evening and night shift). 364 2. Written Request for Waiver. This agreement is not intended to preclude an Employee from initiating a written request to work such a shift and with the mutual agreement of management and the Union, such a shift may be scheduled. 28

365 ARTICLE XII OVERTIME AND ALLOWED TIME 366 SECTION 1 NORTHERN CALIFORNIA REGION PROVISIONS 367 A. Intent This Article is intended to provide the basis for calculation of and payment for overtime and allowed time and shall not be construed as a guarantee of hours of work per day or per week or days of work per week. 368 B. Definition of Terms. 369 1. Payroll Week Payroll Week as used in this Article shall mean and consist of the seven (7) day period beginning at 12:01 a.m., Sunday, or at the shift changing hour nearest that time. 370 2. Payroll Day Payroll Day as used in this Article shall mean and consist of a twenty-four (24) hour period, beginning at the same time each Payroll Day as the Payroll Week begins. 371 C. Overtime Rates. 372 1. Hours in Excess of Eight (8) and Hours in Excess of Forty (40). Employees shall be paid at the rate of time and one-half (1-1/2) the straight-time hourly rate, including shift differential and split shift differential, for all hours of work performed in excess of eight (8) hours in any one work day and/or for all hours worked in excess of forty (40) hours within the work week. 373 2. Hours in Excess of 12. Employees shall be paid at the rate of double the straight-time hourly rate including shift differential and split shift differential for all hours worked in excess of twelve (12) consecutive hours in any one workday. 374 3. 6th Day of Work. Employees assigned to a scheduled work week of twenty (20) hours or more in a period of more than five (5) work days shall be paid at the rate of time and one-half (1-1/2) for all hours of work performed on the sixth (6th) day of work; whether or not such hours of work are in excess of forty (40) hours within the work week. 29

375 4. 7th Day of the Payroll Week. Employees shall be paid at the rate of double the straight-time hourly rate, including shift differential and split shift differential, for all hours of work performed on the seventh (7th) consecutive Payroll Day worked within the Payroll Week. 376 D. Paid Leave Used in the Calculation of Overtime. 377 1. Sick Leave. Paid sick leave shall count as time worked for purposes of computing overtime for hours worked later in the same work week. 378 2. Holiday. Holidays paid for but not worked shall count as time worked for computing weekly overtime for work performed later in the same work week if the holiday falls on the employee s normally scheduled work day. 379 3. Vacation. In instances where there is a combination of vacation and work on a prescheduled basis, vacation hours shall count as hours worked in determining eligibility for weekly overtime. 380 4. Bereavement Leave. Pay for such leave shall be calculated in the same manner as that for paid sick leave. 381 5. Jury Duty. Pay for work which was not performed shall be included in the hours worked for the purposes of calculating daily or weekly overtime. 382 E. Non-Duplication of Overtime. Payment of overtime rates shall not be duplicated for the same hours worked under any of the terms of this Agreement, and to the extent that hours are compensated for at overtime rates under one provision, they shall not be counted as hours worked in determining overtime under the same or any other provisions. 383 SECTION 2 SOUTHERN CALIFORNIA REGION PROVISIONS 384 A. Purpose. Subsections A through I of this Article are intended to provide the basis for calculation of and payment for overtime and allowed time only. 30

385 B. Definition of Terms. 386 1. Week Defined. Week, as used in this Article, shall mean and consist of the seven (7) day period beginning at 12:01 a.m., Monday or at the shift changing hour nearest that time. In the event the Employer desires to commence the workweek on Sunday instead of on Monday, the Employer will notify the Union. It is understood that such modifications shall be solely for the purpose of achieving every other weekend off scheduling. 387 2. Day Defined. Day, as used in this Article, shall mean and consist of the twentyfour (24) hour period beginning at the time the Employee commences work. 388 3. Overtime Rates Defined. Overtime Rates, as used in this Article, shall mean the rates for the overtime hours worked as provided in Section E of this Article. 389 4. Day Off Defined. A day off for purposes of interrupting consecutive days shall be defined as a lapsed period of thirty (30) consecutive hours or more from the time the Employee completed his/her last worked shift to the start of the next shift worked. 390 C. Not Intent of Section to Avoid Payment of Overtime. It is not the intent of this section to avoid payment of overtime or premium payments referred to in this Agreement for Employees working more than eight consecutive hours at any time. 391 D. Alternative Schedules. The foregoing notwithstanding, nothing in this Section will preclude the establishment of Alternative Schedules (e.g. 10 hour shifts/12 hour shifts) at straight time pursuant to those Agreements. 392 E. Overtime Rates. 393 1. Hours Worked in Excess of 8 in a Day or 40 Hours in a Week. All hours worked in excess of eight (8) in any day, or in excess of forty (40) in one (1) week, shall be paid at the overtime rate of one and one-half (1 1/2) times the straight time hourly rate. 394 2. Commencing Work Earlier than in the Preceding Day. In the event an Employee s work schedule causes him/her to commence work earlier than in the preceding day, the overtime rate 31

set forth above shall be paid for work in excess of eight (8) hours in the preceding work day only if the Employee commences his/her workday two (2) hours or more earlier than his/her preceding workday, but not if the earlier scheduling is made at the Employee s request. 395 3. Hours Worked in Excess of 12. All hours worked in excess of twelve (12) hours in one (1) day shall be paid at the rate of two (2) times the straight time hourly rate. 396 4. Hours Worked in Excess of 16. All hours worked in excess of sixteen (16) in one (1) day shall be paid at the rate of two and one-half (2 1/2) times the straight time hourly rate. 397 5. Work Performed on the 6th Consecutive Day. All work performed on the sixth (6) consecutive day of work shall be paid for at the overtime rate of one and one-half (1 ½) times the straight time hourly rate, except when such schedule results from the request of the Employee. 398 6. Work on the 7th Day of Workweek. All work performed on the seventh (7th) consecutive day of work within a workweek shall be paid at double time (2). 399 7. Employer Will Not Require Work Beyond 6 Days. The Employer shall not require Employees to work beyond six (6) consecutive days. 400 8. Employer Will Not Request Employees to Waive Rights. The Employer shall not request that Employees waive their rights. 401 9. Where Overtime is a Chronic Problem. In departments where required overtime is identified as a chronic problem, the Employer will review the staffing patterns and will take whatever measures are necessary consistent with patient care and operational needs which may include the recruitment and/or training of adequate staff to minimize the use of required overtime. 402 10. Employees Asked to Work on Their Day Off. Employees who are asked to work on their day off shall be informed at such time as to whether there will be any further change in their schedule should they accept such work. This provision will not apply to Employees on standby status. 32

403 F. Rotation of Overtime Mandatory Overtime 404 1. Rotation. Overtime shifts, scheduled and unscheduled, will be rotated within departments (Employer designated) and classifications equitably, except as precluded by Article XI, Hours of Work, Section 3, Schedules, paragraph 304. 405 2. Employee s Election Not to be on Rotation. An Employee may choose not to be on the rotation of overtime shift list and should so notify the supervisor in writing on a specific form agreed to by the parties and supplied by the Employer, which shall be posted. 406 3. Application to All Classifications. Such distribution of overtime or additional hours/shifts shall be applicable to all classifications and shall be done on a facility by facility basis. 407 4. Mandatory Overtime Restricted to Emergency Situations. Mandatory overtime is intended to be restricted to emergency situations. When an emergency situation arises, the Employer will first seek volunteers to fill the necessary shift. Prior to mandating overtime, the Employer will exhaust all practical alternatives. If there is an emergency, in the interest of patient care and/or operational needs, it is necessary to mandate overtime, assignments will be made by inverse seniority (the least senior Employee). 408 G. Call-In. 409 1. Employees Called in Before or After Their Regular Shift. When an Employee is called to perform work before or after his/her regularly established shift, he/she shall receive no less than three (3) hours pay at one and one-half (1 1/2) times his/her regular rate. 410 2. Employees Called in After Leaving the Premises. Call-In shall be defined as a call for a Full-Time Employee to perform work after leaving the premises but before he/she is next scheduled for work. The provision shall not apply to any period of time connected to an Employee s regularly scheduled shift. 411 H. Non-Duplication of Premium Payments. Overtime or premium payments shall not be duplicated for the same hours worked under any of the terms of this Agreement and, to the extent that hours are compensated for at overtime or premium rates under one 33

provision, they shall not be counted as hours worked in determining overtime or premium payments under the same or any other provisions. 412 I. Make-up Time. An Employee who is absent for any reason in any workweek may, if he/she wishes to do so, at the sole discretion of the Employer, work on his/her regularly scheduled day off within the workweek, at his/her regular straight time rate of pay. The provisions of this Section shall not be applicable in cases where an Employee received Holiday pay or Sick Leave pay for such absences. 413 ARTICLE XIII WAGES 414 SECTION 1 WAGES 415 A. NORTHERN CALIFORNIA REGION Wages. 416 1. Schedule of Wages. The minimum straight-time hourly rates of pay shall be as shown in the salary schedules attached hereto and made a part hereof. 417 2. Premium Employees. The wage scales set forth are intended to constitute minimum scales only and nothing in this Agreement shall preclude the Employer from paying in excess of such minimum rates at the Employer's discretion. However, no Employee covered by this Agreement shall, as a result of the provisions of this Agreement, suffer a reduction in his/her wage rate so long as he/she continues in the same classification except as results from the application of Article X. 418 B. SOUTHERN CALIFORNIA REGION Wages. 419 1. Schedule of Wages. The Base and Lead Wage Schedules (Southern California), attached hereto are, by this reference, made a part of this Agreement. 420 2. Longevity. A longevity wage increase of thirty cents ($0.30) per hour is provided to all Employees after ten (10) years of service. In addition, Employees with fifteen (15) or more years of service shall receive an additional ten cents ($0.10) per hour for a total longevity wage increase of forty cents ($0.40) per hour. Employees with twenty (20) or more years of service shall receive an additional ten cents ($0.10) per hour for a total longevity wage increase of fifty cents ($0.50) per hour, and Employees with twenty-five (25) or 34

more years of service shall receive an additional ten cents ($0.10) per hour for a total longevity wage increase of sixty cents ($0.60) per hour. 421 3. Lead Wage Rates. An Employee currently working in a Lead position or an Employee who bids on and is awarded a Lead position shall be paid at the Lead Wage Rate which shall be five percent (5%) over the base hourly wage rate for the position. Any Lead paid more than a 5% differential shall suffer no reduction in wages or withholding of negotiated increases during the term of the Contract. 422 4. No Reduction of Benefits. 423 a.) The Employer cannot unilaterally change explicitly stated benefit provisions contained in the Contract without bargaining with the Union, nor can the Employer bargain to impasse and implement any such benefit changes. The only exception to this would be in the conformity to law provisions contained in Article XXIV, paragraph 1107. 424 b.) No Employee covered by this Agreement shall, as a result hereof, suffer a reduction in wages or other benefits, since the wage scales and overtime benefits herein set forth are intended to constitute minimum scales only. 425 5. Nothing in this section shall preclude the application of SCAL Appendix A, Side Letter 32 Red Circle rates attached hereto, for the purpose of eliminating such Red Circle rates. 426 SECTION 2 TENURE STEP PROGRESSION 427 A. Effective Date of Tenure and Across the Board Increases. Tenure increases and across the board increases shall become effective at the beginning of the first full payroll period nearest the Employee s date of eligibility for such increase. 428 B. NORTHERN CALIFORNIA REGION Tenure Step Progression Provisions. 429 1. Tenure Steps for Limited Part-Time, Temporary and On-Call Employees. Limited Part-Time, Temporary and On-Call Employees shall be eligible for progression through all tenure steps of their classification in accordance with the following formula: Each one hundred (100) hours of work equals one (1) month's tenure service 35

credit. For example, three hundred (300) hours of work would equal three (3) months' service credit. However, no Employee shall accumulate more than one (1) month's tenure credit in any calendar month. 430 2. Tenure Step/Experience Credit 431 a.) Schedule Z Classifications. The following provisions shall apply only to those classifications listed in Schedule Z, Appendix Y, Section 2. 432 b.) Employees with at least three (3) or more years within the last five (5) years of Regular (twenty (20) hours or more per week) relevant experience than that required by the classification into which the Employee is being hired, will be placed at step two (2) of that classification, provided that the Employee s experience is directly related to the duties of the position as determined by the Employer. 433 c.) Employees with at least five (5) or more years within the last ten (10) years of Regular (twenty (20) hours or more per week) relevant experience than that required by the classification into which the Employee is being hired, will be placed at step three (3) of that classification, provided that the Employee s experience is directly related to the duties of the position as determined by the Employer. 434 d.) The relevance of the experience referred to above is determined by the Employer. 435 3. Difficult to Recruit Classifications. The initial application of the Advanced Hiring Criteria provisions of the LMP Benefits Enhancements Agreement of May 22, 2003, shall apply to the following classifications: Radiologic Technologist, Nuclear Medicine Technologist, MRI Technologist, Diagnostic Ultrasonographer, Histologic Technician, Cytotechnologist, Respiratory Care Practitioner, Cardiovascular Technician, Invasive Cardio Specialist, EEG Technologist and Radiation Therapy Technicians. See NCAL Appendix A for details. 436 C. SOUTHERN CALIFORNIA REGION Tenure Step Progression Provisions. 437 1. Tenure Steps for Regular Part-Time and LPT Employees. Part-Time and LPT Employees hired after July 31, 1969, shall receive step increases in wages on the basis of hours worked 36

(173.333 hours equivalent to one (1) month of service) rather than calendar months of service. This method of calculation shall also apply to longevity pay. 438 2. Tenure Steps for On-Call Employees. Step increases for On-Call Employees will be prorated on the same basis as Part-Time Employees. On-Call Employees shall receive shift differential and overtime premiums to include holiday premiums for designated holidays worked when applicable. 439 3. Tenure Steps for Temporary Employees. Temporary Employees shall receive shift differential and overtime premiums when applicable. In addition, step increases will be given to temporary Employees based on hours worked. Temporary Employees will receive holiday premiums as set forth in this Agreement for designated holidays worked. 440 SECTION 3 PAY DAY AND PAY CHECKS 441 A. Payday and Payday on Holidays. Payday shall be every other Friday. When a payday falls on a holiday, Employees shall be paid on the day immediately preceding the holiday. 442 B. Direct Deposit. Employees upon written request may direct automatic deposit of their paycheck to a bank or saving institution of their choice provided such bank or institution participates in the National Automatic Clearing House Association. Employees electing automatic deposit shall receive a check stub or equivalent information each pay period indicating all payments made. 443 C. Paycheck Shortages. Paycheck shortages shall be paid by no later than the end of the next business day upon request of the Employee; otherwise, paycheck shortages shall be paid on the next pay period or per applicable law. 444 D. Termination Pay. When an Employee is voluntarily or involuntarily separated from employment, the Employee will be paid all monies owed pursuant to this Agreement, state or federal laws. 37

445 SECTION 4 PERFORMING WORK IN ANOTHER CLASSIFICATION 446 A. SOUTHERN CALIFORNIA REGION Provisions. When an Employee is required to perform work in a classification other than his/her assigned classification, his/her hourly wage rate shall be determined as follows: 447 1. Temporary Work in Another Classification. 448 a.) In a Higher Paid Classification. Employees working on a temporary basis for at least one (1) hour in a higher paid classification shall receive the straight time hourly wage rate for the higher paid classification at the same tenure step rate he/she holds in his/her assigned job classification for all time spent in the higher paid classification. 449 b.) In a Lower Paid Classification. Employees working on a temporary basis in a lower paid classification shall continue to receive the straight time hourly wage rate of his/her currently assigned classification. 450 2. Permanent Work in Another Classification. 451 a.) In a Higher Paid Classification. An Employee promoted to a higher paid classification shall maintain his/her tenure step and step increase schedule in the new classification. 452 b.) In a Lateral Transfer. An Employee transferring on a lateral basis shall maintain his/her tenure step and step increase schedule. 453 c.) In a Lower Paid Classification. An Employee permanently demoted to a lower paid classification will retain his/her step increase schedule but will be assigned a rate closest to but below the rate in the former classification. 454 B. NORTHERN CALIFORNIA REGION Provisions. 455 1. Promotion to Senior, Lead, Chief or Supervisor. An Employee promoted to a senior, lead, chief, or (in the bargaining unit) supervisor shall receive a minimum increase of the next higher step of the wage scale in the new classification which will provide an increase of at least five (5) percent above his/her former rate. 38

456 2. Promotion to a Higher Paid Classification. An Employee promoted to a higher paid classification shall be paid the first (1st) step rate of the new classification which is next above his/her former rate and which will provide an increase of at least fifteen cents ($0.15). 457 3. Demotion to a Lower Paid Classification. An Employee demoted to a lower paid classification will be assigned to that tenure step of the scale of the lower paid classification that is equal to or closest to his/her former rate of pay. 458 4. Credit for Time Spent in Former Classification. For all promotions and demotions, an Employee shall receive credit for time spent in the tenure step of his/her former classification for future tenure step increases in his/her new position. 459 5. Temporary Relief in a Higher Paid Classification. An Employee working in a higher paid classification shall be paid for all hours worked (except for relief of breaks and meals) at the step in the higher paid classification which provides a minimum increase of fifteen cents ($0.15). 460 6. Working in Two Classifications. An Employee who as part of his/her regular pre-determined work schedule performs work in another classification, he/she shall be paid at a rate based on the ratio of time spent in each classification. 461 7. Managerial Positions. No Employee shall be required to relieve in a non-bargaining unit managerial position. 462 C. NORTHERN CALIFORNIA REGION Registered Dietitian Provisions. 463 1. Promotion to a Higher Paid Classification. An employee promoted from a classification to the next classification level shall be paid the at the same step rate of the new classification. 464 2. Demotion to a Lower Paid Classification. An employee who is permanently transferred to a position in a lower grade shall receive the step rate which is equal to or next below his/her former rate. 39

465 3. Credit for Time Spent in Former Classification. For all promotions and demotions, an Employee shall receive credit for time spent in the tenure step of his/her former classification for future tenure step increases in his/her new position. 466 4. Temporary Relief in a Higher Paid Classification. An employee who, as a part of his/her regular predetermined work schedule, performs work in a higher classification (except for rest period and meal relief) shall be paid at a 5% differential for all hours worked in the higher classification. 467 SECTION 5 FLOAT DIFFERENTIAL 468 A. NORTHERN CALIFORNIA REGION Float Differential Provisions. 469 1. Premium. It is the intention of the Employer to schedule Employees on regular assignments. If an Employee floats from one assignment to another, as described below, a premium of ten cents ($.10) per hour shall be paid for work performed in the area to which he/she is reassigned, if the assignment exceeds one (1) hour: 470 a.) Employees assigned to a permanent work area that commence a shift and then are reassigned to another work area; 471 b.) Employees whose primary job is as an unassigned relief Employee, including Clinic Employees who relieve within a shift; 472 c.) Employees temporarily reassigned from one facility to another. 473 2. On-Call Employees and Temporary Employees Premium. On-Call and Temporary Employees shall qualify for the premium only if they commence a shift and then are reassigned to another work area. 474 3. Professional and Technical Employees Premium. Professional and Technical Employees shall qualify for the premium only if they are reassigned from one facility to another. 475 4. Employees to Whom Float Pay is not Applicable Premium. The premium shall not apply to 1) Employees working throughout a facility or in several work areas during the usual performance of their duties, 2) Employees receiving pay for relief in a higher paid 40

classification, 3) Employees receiving training, or 4) Employees working in a lower paid classification but who are receiving their regular rate of pay. 476 5. Work Area Premium. For purposes of the Float premium, the following are examples but not limited to traditional work areas: 1) Maternity which includes delivery, labor, nurseries and postpartum areas; 2) Surgery which includes operating and recovery and 3) Medicine/Medicine Procedure Rooms. 477 B. SOUTHERN CALIFORNIA REGION Float Differential Provisions. 478 1. Selection of Employees for Floating. The Union and the Employer agree that where there is a need for floating to other areas all qualified Employees will be solicited on a voluntary basis first by seniority. Where there is no volunteer, assignment will be made by inverse seniority, where the Employee has the skill and ability to perform the job. 479 2. Floating Between Facilities. An Employee who floats between facilities that are two (2) miles or more apart during the work day, shall receive mileage pay and will be paid for reasonable travel time. Additionally, the Employee traveling two (2) miles or more will receive a differential of thirtycents ($0.30) per hour for all hours worked at the second location. Travel time between facilities will be compensated as regular time. Employees that are assigned within the same campus will not be eligible for the float differential. 480 SECTION 6 STANDBY AND CALL-BACK 481 A. NORTHERN CALIFORNIA REGION Standby and Call-Back Provisions. 482 1. Standby Distribution. 483 a.) Standby Distribution and Lists. The Employer will establish and maintain a list of qualified Employees by classification in a department who wish to work on standby. Standby will be distributed by rotation to Employees on the list according to the seniority provisions of this Agreement. 41

484 b.) No Volunteers. 485 i.) If no one on the list accepts an offer of standby, and if no other qualified Employee volunteers, it will be assigned on a rotational basis by reverse bargaining unit seniority to those on the list. 486 ii.) If there is no list, Standby will be assigned on a rotational basis by reverse seniority to the qualified Employees in the department. 487 c.) Declining Standby. Employees may decline standby if they are not notified on or prior to the preceding shift. 488 d.) Alternate Method of Distribution of Standby. Upon mutual agreement between the parties, Employees in a classification in a department may by majority vote determine and implement an alternate method of distributing Standby. 489 2. Pay for Standby and Call Back. 490 a.) Standby Pay. An Employee who is on a pre-determined schedule and who is placed on Standby beyond his/her regularly scheduled work day or work week shall be paid at one-half (½) his/her straight-time hourly rate including shift and split shift differentials, and on a recognized holiday at three-quarters (3/4) times the Employee s regular base rate. 491 b.) Call Back Pay. An Employee on standby duty who is called to work shall be paid at time and one-half (1½) his/her straight-time hourly rate including shift differential and split shift differential. 492 c.) Three Hour Guarantee. An Employee shall be paid at least three (3) hours at time and one-half (1½) on each occasion he/she is called into work and for such hours shall cease receiving standby pay. Standby periods will be eight (8) hour periods or fractions thereof. The rules regarding the three (3) hour guarantee and shift differential shall be applied to each period separately. 42

493 d.) Total Hours Paid. The total hours paid at time and one-half (1½) shall not exceed the number of hours for which the Employee was originally scheduled in the standby period. 494 e.) Call Back Work Defined. Call Back Work is defined as a call for an Employee who has left the premises to return to perform work of an indefinite duration but shall not be work performed continuous with his/her daily work schedule. 495 f.) Calculation of Overtime. Pay under this section for work which was not performed shall not be included in hours worked during the payroll day or payroll week for the purpose of calculating overtime and likewise, shall not be paid for at overtime rates. 496 B. SOUTHERN CALIFORNIA REGION Standby and Call-Back Provisions. 497 1. Standby Pay. Employees on standby status will be paid one-half (½) their regular hourly rate of pay, up to a maximum of $12.00 for each hour spent on standby status. 498 2. Distribution of Standby. Standby assignments will be distributed among the Employees in the department. Volunteers may replace Employees who want to give up their assigned standby hours. Volunteers will be accepted in seniority order. 499 3. Minimum Hours Guaranteed. Actual work time shall begin when the Employee arrives at the Hospital or Medical Center where he/she was called and shall end when the Employee leaves work. In any event, the Employee shall be guaranteed a minimum of two (2) hours work each time he/she is called in. 500 4. Pay When Called Back to Work While on Standby. An Employee on standby shall receive time and one-half (1½) his/her regular rate of pay when called back to work and double time and one-half when called back to work on a holiday. Such rate shall apply for all hours actually worked or guaranteed. During the time the Employee receives time and one-half (1½) he/she will cease receiving the standby pay. 43

501 SECTION 7 BILINGUAL PAY 502 A. SOUTHERN CALIFORNIA REGION Bilingual Employee Program. 503 1. Purpose. The goal of the Bilingual Employee Program is to utilize bilingual staff within their scope of practice, to provide quality care for Limited English Proficient (LEP) members, and ensure that KP meets Cultural and Linguistic Appropriate Services (CLAS), and other regulatory standards. In addition to developing our internal bilingual capacity, we continue to require interpreter services to meet the needs of members who are not in contact with bilingual staff. At this time, KP utilizes other resources such as phone interpreters to provide language services that we cannot meet using bilingual staff. In addition to these interpreting resources, it is understood that bilingual staff may be called to provide language assistance in appropriate situations. What follows are specific contractual issues that support this program. 504 2. LMP Process. This program will be created and implemented through a joint LMP process in every aspect, with the exception of the development of the full-time healthcare interpreter job description and associated pay rate. 505 3. Full-Time Healthcare Interpreter Position. 506 a.) Job Description. The Union and the Employer agree to develop and implement a new position of a full-time healthcare interpreter. The job description and accompanying wage rate will be jointly agreed to no later than November 15, 2005. 507 b.) Ongoing Review. The parties agree to jointly conduct periodic reviews to monitor staffing levels, workload issues, and the effectiveness of the position and the program. 508 c.) Intent. The intent of this position is not to replace but enhance the Employee bilingual interpretation function. 44

509 4. Qualified Bilingual Status. 510 a.) Level Description. There shall be two levels for Qualified Bilingual Status (QBS). Level 1 will be those Employees assessed as proficient in conversational language skills and basic command of a second language as determined by a jointly agreed upon assessment tool. Level 2 will be those Employees assessed at a greater level of fluency including medical terminology language skills as determined by a jointly agreed upon assessment tool. A joint LMP team will determine the appropriate criteria for qualifying for a Level 2 designation, and agree upon appropriate assessment tools. 511 b.) Differential. Employees designated as Level 1 shall receive, or continue to receive, a bilingual differential in the amount of $0.375 per hour and paid on all hours compensated per biweekly pay period. Employees designated as Level 2 shall receive a bilingual differential in the amount of $0.55 per hour and paid on all hours compensated per biweekly pay period. 512 5. Program Implementation. 513 a.) Coverage. All Employees who do not have a current bilingual assessment on file with their Human Resources office will be required to have their skills assessed by a jointly agreed upon assessment tool. 514 b.) Assessment Process. Beginning January 1, 2006, all Employees covered by this agreement will be given the opportunity to be assessed for proficiency at either the QBS Level 1 or Level 2 designation. 515 c.) Training/Retraining. Employees who do not qualify as Level 1 will be provided educational support designed to enhance their conversational bilingual skills to enable them to successfully pass the assessment. All Employees receiving the existing bilingual differential as of the effective date of the Agreement will maintain the differential during the assessment and training/retraining period, and at least until May 1, 2007. 45

516 d.) Loss of Differential. Employees who fail to qualify for either Level 1 or Level 2 designation by May 1, 2007, will no longer receive a bilingual differential. 517 6. Posting Positions as Bilingual Required. The parties agree to use the Northern California objective process as the basis for determining if a job should require bilingual skills. By mutual agreement, the parties may modify the Northern California model. Bilingual Required positions will not be posted unless there is joint agreement by the Union and the Employer. 518 7. Cancellation. In the event that this program fails to be implemented or is discontinued for any reason during the term of this Agreement, Side Letter 29 - Bilingual Differential will apply. 519 B. NORTHERN CALIFORNIA REGION Bilingual Employee Program. The LMP Bilingual Program is a Northern California Labor Management Partnership initiative. Refer to the LMP Bilingual Program Manual for details. 520 1. Bilingual Differential. There are two distinct levels of Qualified Bilingual Status (QBS) designation: 521 a.) Level 1. The individual speaks well enough to function in a wide range of personal and occupational situations that require only conversational language skills. The differential for QBS Level 1 is $0.25 per hour. 522 b). Level 2. The individual speaks well enough to function in most personal and/or clinical settings that require a greater level of fluency including medical terminology. The differential for QBS Level II is $0.55 per hour. 523 2. Bilingual Assignments. The Employer and the Union agree that no Employee shall be required to use a second language to translate or interpret. Translating and interpreting may be requested of the Employee by the Employer, but compliance with such request shall be voluntary on the Employee s part. 46

524 Acceptance of a posted position is voluntary and thereby waives this provision. 525 SECTION 8 SHIFT PREMIUMS 526 A. NORTHERN CALIFORNIA REGION Shift Premium Provisions. 527 1. Shift Definitions. 528 a.) An evening shift shall be defined as any shift of four (4) hours or more commencing at or after 12:00 noon and terminating after 6:00 p.m. 529 b.) A night shift shall be defined as any shift of four (4) hours or more commencing at or after 10:00 p.m. but before 6:00 a.m. 530 2. Shift Premiums. Shift differential amounts are as set forth below and the classifications to which the different shift differentials apply are shown in NCAL Appendix Y, Schedules Y and Z.: Evening Night Schedule Y: $1.00 $1.25 Schedule Y - KPPACC: $0.60 $0.85 Schedule Z: $1.45 $1.95 Registered Dietitians: $2.50 $4.00 531 3. Additional Hours and Overtime. Additional hours or overtime, including additional shifts, immediately prior to or following an Employee's regular shift shall be paid the shift differential, if any, applicable to their regular shift that day. 532 B. SOUTHERN CALIFORNIA REGION Shift Premium Provisions. 533 1. Shift Definitions. There shall be three (3) shifts of work, and the regular starting times are assigned between the hours shown for the respective shifts as follows: Day Shift (1st Shift) 6:00 a.m. to 10:00 a.m. Evening Shift (2nd Shift) 2:00 p.m. to 6:00 p.m. Night Shift (3rd Shift) 10:00 p.m. to 1:00 a.m. 47

534 For Employees not covered by provisions of Article XI, Section 7, Paragraph 324-325, the appropriate shift differential shall be paid for actual hours worked between 5:00 p.m. and 7:00 a.m. (5:00 p.m. 11:00 p.m., evenings, 11:00 p.m. 7:00 a.m., nights). 535 2. Shift Premiums. A premium of ninety-nine cents ($0.99) per hour shall be paid to all Employees working the evening shift (2nd Shift) and a premium of one dollar and thirty-five cents ($1.35) per hour shall be paid to all Employees working the night shift (3rd Shift). Shift premium shall be included as part of the base pay for purposes of calculating overtime and premium, notwithstanding paragraph 411 of Article XII. Shift premiums will be paid for time worked only. 536 3. Mandatory Meetings. An Employee who normally receives shift differential will not lose shift differential when attending mandatory meetings. 537 SECTION 9 SPLIT SHIFTS 538 A. SOUTHERN CALIFORNIA REGION Split Shifts. Effective February 5, 2002, there will be no expansion of split shifts. No new/additional split shifts will be created either by posting, scheduling or changing a current shift. As of June 5, 2002, and thereafter, no positions will be posted to include a split shift (even if the posting is to replace a vacancy in what was previously or what is currently a position which includes a split shift). This Agreement is not intended to preclude an Employee from initiating a written request to work such a shift and with the mutual agreement of the Employer and the Union, such a shift may be scheduled. 539 B. NORTHERN CALIFORNIA REGION Split Shifts. 540 1. Straight Shift. A straight shift is defined as a regular day's work of eight (8) hours completed within nine (9) consecutive hours with no more than one (1) hour for lunch. 541 2. Split Shift. A split shift is defined as eight (8) hours completed within a spread in excess of nine (9) consecutive hours without more than one break. 48

542 3. Premium. In addition to their regular rate of pay, Employees performing work on a split shift completed within a spread of not more than eleven (11) hours shall be paid the appropriate premium as set forth in the California State Industrial Welfare Commission Wage Orders. In addition, any split shift work completed beyond a spread of eleven (11) consecutive hours shall be paid for at the rate of time and one half (1-1/2) for all hours worked beyond the eleven (11) hour spread. 543 4. No New Split Shifts. There shall be no new split shifts except as requested by the Employee and approved by the Employer and the Union. 544 SECTION 10 NORTHERN CALIFORNIA REGION EMPLOYEES WHO BECOME LICENSED VOCATIONAL NURSES 545 A. Eligibility and Pay. Any Employee who delivers patient care as traditionally considered in terms of nursing such as practiced by nursing assistants and medical assistants and who obtains a valid State of California license as a Licensed Vocational Nurse shall be reclassified and paid at the LVN step rate that is closest to but greater than his/her current rate of pay. He/she shall remain at that step until he/she satisfies the criteria established by the Employer with respect to the administration of medication and accepts an LVN vacancy, at which time eligibility for future tenure increases shall commence. 546 B. Ineligibility. 547 1. In no case shall any Employee be eligible for reclassification to LVN if he/she declines to perform those duties that are permitted by State law and by virtue of his/her licensure. 548 2. Failure to accept the first available LVN vacancy to which an Employee s seniority rights entitle him/her and which is comparable in status to his/her current position, will result in the Employee being returned to his/her former classification wage rate. 549 C. Orientation and Training. The Employer will develop a program in conjunction with procedures established by Work Force Development to provide a preceptor program for Employees who have obtained their license as a Licensed Vocational Nurse. 49

550 SECTION 11 MILEAGE 551 Employees required to use their personal automobile for Employer business will be reimbursed according to the Employer s current policy on mileage reimbursement. 552 ARTICLE XIV JOB RECLASSIFICATION PROCESS 553 The wage rate for each job class shall be the standard wage rate for all jobs classified in that job class, as set forth in Wage Scales. 554 A. Job Reclassification Process for an Individual Employee. 555 1. Process Initiation. An Employee may initiate the Job Reclassification Process within the currently listed contract classifications by obtaining a Job Reclassification Form from his/her Steward or Human Resources. The Employee will complete the form and submit it to the local Human Resources Department. Human Resources will review and analyze all pertinent information, make a classification determination or refer it to Compensation for further review and recommendation within thirty (30) calendar days. 556 2. Review by Regional Compensation. In conjunction with Labor Relations, Regional Compensation will conduct an independent review of the information presented in the context of other positions in the bargaining unit. After its review, Regional Compensation will communicate its recommendation to the local Human Resources Department within thirty (30) calendar days. The local Human Resources Department will notify the appropriate Medical Center Executive, Union and Labor Relations representatives. 557 3. Recommendation for Reclassification. If reclassification of an Employee is recommended, Human Resources will communicate the recommendation to the manager for approval and implementation. Human Resources or the manager will communicate the decision to the Employee and/or the steward. The effective date of the reclassification will be the date of submission of the Job Reclassification Form but may be retroactive prior to submission date by mutual agreement. 50

558 4. Denial of Recommendation. If the recommendation is to deny reclassification of the Employee, Human Resources will communicate the decision to the Manager and Steward who will jointly communicate the decision to the Employee. 559 5. Appeal of Denial. If the reclassification is denied, the Employee may refer the issue to the appropriate Union designee. The Union designee will review the decision and documentation and determine whether to submit this issue to arbitration. 560 6. Decision of Arbitrator. The decision of the arbitrator shall be final and binding on both parties and is limited to changes in the classification of a position within the existing wage scale. 561 B. Group Reclassification Process. Any reclassification with implications for more than one Employee should be immediately directed to Regional Compensation or Labor Relations by the local Human Resources department. The process and timelines for group reclassification are the same as those specified above for the individual reclassification process. 562 C. Timeline. The Employer and the Union will follow the Reclassification process and agree that it should proceed as expeditiously as possible. However, by mutual agreement of the Union and the Employer, the time limits at any step of the Job Reclassification Process may be extended and this extension must be confirmed in writing within the specified time limits. An Employee can check the status of his/her reclassification request with the local Human Resources department. 563 ARTICLE XV COMPETITIVE WAGE REVIEW & EQUITY ADJUSTMENTS 564 During September in each year of this Labor Agreement, excluding the year in which the contract expires, the Employer will meet with representatives of the Union to review specific job classifications, identified by each party, as requiring wage increases over and above the negotiated wage increases for that specific year. Wage data used by the Employer or the Union in identifying such classifications shall be reviewed by the parties prior to the Employer implementing any changes in the previously negotiated wage rates. Nothing herein shall limit or change the parties' rights under the Collective Bargaining Agreement or be used to modify any of the provisions of the Collective 51

Bargaining Agreement. Disputes under this Article shall not be subject to the provisions of Article XXIII Grievance and Arbitration Procedures. 565 ARTICLE XVI SENIORITY 566 SECTION 1 DEFINITION OF SENIORITY 567 A. Bargaining Unit. Seniority for all Employees shall be defined as an Employee s most recent date of hire in a bargaining unit position. Wherever the term seniority is used in this Agreement, it shall have this definition. The seniority date of an Employee shall not be adjusted for any reason. 568 1. NORTHERN CALIFORNIA REGION Acquired Facilities. Employees in classifications covered by this Agreement who were or are employed in a facility at the time it was or will be acquired by the Employer in Northern California will have their seniority recognized for all purposes from their most recent date of hire with their previous Employer. The granting of seniority pursuant to this paragraph shall have no force or effect on benefit eligibility, wage adjustments, or related matters. 569 2. Implementation of UHW Seniority. Effective January 1, 2007, seniority as defined herein shall apply on a statewide basis. Prior to January 1, 2007, the definitions and applications of seniority in the UHW 2000-2005 Collective Bargaining Agreements in the Northern California Region and Southern California Region respectively shall continue to apply. 570 B. Seniority Lists. Seniority lists of Employees will be maintained and readily accessible within the department and shall be provided to the Union Representative, his/her designee, steward or concerned Employee upon request. 571 C. On-Call Employees. On-Call Employees may exercise seniority only among themselves. (Southern California Region Employees see paragraph 601 for exception.) 572 D. Seniority Tiebreaker. 573 1. NORTHERN CALIFORNIA REGION Seniority Tiebreaker. In the event employees in the Northern California Region have identical seniority dates, the order of tiebreakers will be: a.) First to apply. 52

b.) c.) First to interview. First to start work. 574 2. SOUTHERN CALIFORNIA REGION Seniority Tiebreaker. In the event employees in the Southern California Region have identical seniority dates, the tiebreaker will be employee number. Specifically, employees hired after the implementation of the My HR System will use their new employee number. Those hired prior to the implementation will utilize the employee number they had prior to the implementation. 575 SECTION 2 PROMOTIONS, TRANSFERS AND SENIORITY 576 A. Posting of Vacancies. All job vacancies within the bargaining unit shall be posted by the Employer for seven (7) calendar days in a manner and/or in location(s) accessible and visible to all Employees. 577 B. Posting Requirements. 578 Postings for any vacancy shall include the following information: 579 1. Minimum qualifications based on the job requirements. 580 2. Classification, location, scheduled hours (status), shift, department, days off, start and end times, assignment, and wage grade (where applicable). 581 3. The date of posting. 582 4. The reason for the vacancy, if the job was vacated due to a promotion. 583 5. SOUTHERN CALIFORNIA REGION Job Postings. 584 a.) On-Call jobs shall be posted by shift (day, evening, or night) pursuant to paragraphs 577-582 above with the exception of scheduled hours, number of hours per week and days off. 585 b.) Nothing herein is intended to restrict the Employer from posting variable shifts and anyone from bidding on a combination of day, evening or night shifts. 586 C. Change in Qualifications. In the event a job is posted listing certain qualifications, and no one meets those qualifications, and the Employer is willing to accept an applicant with 53

lesser qualifications, then the job shall be posted again with the lesser qualifications listed. 587 D. Filling Vacancies. 588 1. Eligibility for Bidding. 589 a.) NORTHERN CALIFORNIA REGION Eligibility for Bidding. Provided an Employee has completed his/her probationary period and has not received formal written discipline in the six (6) months prior to the job posting date (excluding leaves of absence), he/she shall be allowed to submit a bid for a specific posted position. 590 b.) SOUTHERN CALIFORNIA REGION Eligibility for Bidding. 591 i.) Provided an Employee has completed his/her probationary period and merit and ability are approximately equal, seniority shall prevail in the selection process. In order to determine qualifications of the Employee, the Employer has expanded its selection process to include competency testing and skills validation. If an Employee s competency or skills validation is current, he/she will not be required to be tested for an equal position. 592 ii.) The Employer agrees to give strong consideration to an Employee s request for transfer even though a Notice of Disciplinary Action is present in the Employee s file. 593 iii.) Employee requests for transfer shall be denied regardless of the Employee s seniority to a job vacancy in a department where the Employee is related to the Department Head, Supervisor or Assistant Supervisor. 594 2. Waiving Experience Requirements. The Employer agrees to work collaboratively with the Union to waive experience requirements in cases where Employees can show equivalent competency utilizing a mutually agreed upon measurement tool. 595 3. Qualified Applicant. If there is only one (1) qualified applicant within the seven (7) calendar day posting period, the Employer will notify the Employee of his/her acceptance. 54

596 4. Two or More Applicants. If two (2) or more qualified applicants submit a bid for a vacancy within the seven (7) day posting period, the position will be awarded by seniority in the following order of application, paragraph 598-602. 597 5. NORTHERN CALIFORNIA REGION Lead Positions. As an exception to the provisions for the selection of Employees for a position set forth in this Agreement, the Employer shall have discretion in filling a Lead position by selecting from among the three (3) most senior qualified applicants within the department. In the event there are fewer than three (3) applicants, the Employer shall have the option of considering applicants from the facility or region, in that order. The Employer will not consider sources outside the bargaining unit unless there are no qualified internal applicants. The intent is to consider no more than three (3) qualified applicants at any one time. 598 6. Order of Application. 599 a.) NORTHERN CALIFORNIA REGION Order of Application. i.) ii.) iii.) iv.) v.) vi.) vii.) viii.) ix.) x.) xi.) xii.) xiii.) xiv.) xv.) xvi.) Regular Employees in the Department Laid off Regular Employees in the Region Limited Part-Time Employees in the Department Laid off Limited Part-Time Employees in the Region Regular Employees in the Facility Limited Part-time Employees in the Facility Regular Employees in the Region; Limited Part-Time Employees in the Region On-Call and Temporary Employees in the Department On-Call and Temporary Employees in the Facility On-Call and Temporary Employees in the Region Regular Employees Statewide Limited Part-Time Employees Statewide On-Call and Temporary Employees Statewide SEIU Kaiser Permanente Employees External Applicants 55

600 b.) SOUTHERN CALIFORNIA REGION Order of Application.** i.) ii.) iii.) iv.) v.) vi.) vii.) viii.) ix.) x.) xi.) xii.) xiii.) xiv.) xv.) xvi.) xvii.) Regular Employees in the Department Laid off Regular Employees in the Region Regular Employees in the Medical Center Area Regular Employees in the Service Area Regular Employees in the Region On-Call Employees in the Department On-Call Employees in the Medical Center Area On-Call Employees in the Service Area On-Call Employees in the Region Regular Employees Statewide On-Call Employees Statewide Temporary Employees in the Department Temporary Employees in the Medical Center Area Temporary Employees in the Service Area Temporary Employees in the Region SEIU Kaiser Permanente Employees External Applicants 601 SOUTHERN CALIFORNIA REGION ONLY: *On-Call Employees with 2000 or more actual worked hours in the department will be considered a part of the Regular Employee group for the purpose of applying seniority for job bidding only. When an On-Call Employee successfully bids into a Regular position, seniority shall be initially credited based on hours actually worked since date of hire. 602 ** In order of application Limited Part-Time employees are included in the Regular Employee designation. 603 E. Outside Applicants. In filling any vacancy, all qualified Employees shall be preferred over outside applicants. 604 F. Automatic Bid An Employee may place a bid for a vacancy that may arise that would result in a possible transfer, demotion or promotion. This would constitute an automatic bid for an open position: 605 1. For thirty (30) days in the Northern California Region; 56

606 2. For six (6) months in the Southern California Region; following the date of submission of the bid. 607 G. Release of Successful Bidders. The Employer will in good faith and subject to efficient operations use its best efforts to release successful bidders to their new jobs within fourteen (14) calendar days. 608 1. SOUTHERN CALIFORNIA REGION Provisions. 609 a.) If an Employee has successfully bid for a position that is a promotion and the Employer fails to release him/her by the fourteenth (14th) calendar day, the Employee will begin receiving the higher rate of pay. 610 b.) 48 Hour Break When Transferring Between Shifts. Employees who are transferring from one shift to another shift, shall receive a minimum of a forty-eight (48) hour break between their last hour of work on the one shift and their first hour of work on the new shift. 611 H. Denial of Position. Each Employee submitting an application for a vacancy will be notified of the reason for the denial of the position within fourteen (14) workdays of the effective date of the awarding of the position. Upon request, the Employee will be informed to whom the position was awarded. 612 I. Cancellation of Position. When a position is cancelled, written notice shall be sent to the Union stating the reason for the cancellation. 613 J. Evaluation Period After Transfer or Promotion. 614 1. 60 Day Evaluation Period. The evaluation period for Employees transferring or promoting shall be sixty (60) calendar days. 615 2. Evaluation Period Extended. The evaluation period may be extended up to an additional thirty (30) days only by mutual Agreement between the Employer, the Employee and the Union. 616 3. Failure to Qualify after Transfer or Promotion. An Employee who transfers or is promoted and fails to qualify for the new position within the evaluation period will be returned to his/her former position without loss of seniority or wage rate. If 57

such position is no longer available, he/she shall be returned to a comparable position without loss of seniority or wage rate. 617 4. 14 Day Return Rights. Within fourteen (14) calendar days of the date of transfer to an equal or lower paid position or promotion to a higher paid position, an Employee may elect to return to his/her former position without loss of seniority or wage rate. 618 5. Extensions of Evaluation for Leaves. If an Employee is on leave at any time during the evaluation period, time spent on leave will not count towards fulfilling the evaluation period. 619 6. Written Progress Report. Employees shall be provided with appropriate training and orientation tools and a written progress report prior to the completion of thirty (30) calendar days of the evaluation period. 620 K. NORTHERN CALIFORNIA REGION Six Month Waiting Period. An Employee may bid for positions within his/her department without restriction. 621 If an Employee is awarded a position, he/she may not bid outside his/her new department for a six (6) month period, unless: 622 1. The position represents a promotion; 623 2. The position provides an increase in hours (status); 624 3. The Employee is awarded a position, fails to qualify for the position during the evaluation period, and is returned to his/her former position; 625 4. The Employee s hours have been reduced by the Employer; or 626 5. The only option for filling the vacancy is an outside applicant. 627 SECTION 3 EMPLOYMENT AND INCOME SECURITY. The Union and the Employer have entered into a National Labor-Management Partnership Agreement that, in part, addresses certain commitments on employment and income security. The commitments provided by either the National LMP or local Agreements, when in conflict with the following provisions 58

regarding layoffs, reductions in hours, daily cancellations and mechanization will supersede lesser provisions of this Agreement. 628 SECTION 4 WORK FORCE ADJUSTMENTS AND TRANSITIONS. 629 It is the intent of the Employer, in implementing the provisions related to reductions in the workforce, that it will in good faith exercise best efforts to avoid layoffs and, if layoffs are necessary to affect the fewest number of Employees possible or hours. To address restructuring efforts and issues of work force adjustments and transitions, including reduction of hours and layoffs, the parties agree to the following: 630 A. Permanent/Indefinite Layoff/Reduction in Hours Defined. A permanent/ indefinite layoff is defined as a reduction in force or hours resulting in status change of more than thirty (30) days. 631 B. Notice of Permanent/Indefinite Layoff/Reduction in Hours. The Employer will provide the Employee and the Union with no less than sixty (60) days written notice of a decision to permanently or indefinitely layoff or reduce hours of Regular and Limited Part-Time Employees. 632 C. Employer s Obligation to Bargain. Prior to the implementation of a layoff or reduction in hours, the Employer will meet with the Union to: 633 1. Identify positions to be eliminated. 634 2. Verify the seniority of affected Employees. 635 3. Review the present work schedule and the proposed work schedule. 636 4. Determine the date(s) of the layoff. 637 5. Bargain over alternatives to a layoff to minimize its impact. 638 6. Bargain over the impact of a layoff on Employees. 639 D. Alternatives to a Permanent Lay Off/Reduction in Hours. Bargaining prior to a lay off may include consideration of hiring freezes, early retirement for eligible retirees, leaves of absence, reduction in hours, transfers to other departments or facilities, reduction in utilization of contractual and Temporary Employees or any other alternative(s). 640 E. Employee Support and Assistance. The Employer will exercise its best efforts to assist laid off workers in securing employment within Kaiser Permanente. 59

641 SECTION 5 FORCE REDUCTION. 642 A. Seniority. In a reduction in force and subsequent recall, the principle of seniority shall govern. 643 B. Order of Layoff. Once it is determined a permanent layoff as defined in Section 4 Workforce Adjustments and Transitions, A. Permanent/Indefinite Layoff/Reduction in Hours, will occur in a specific classification in a specific department, the Employer and the Union will meet to assure that the proper order of layoff or reduction in hours occurs. If there are an insufficient number of volunteers to meet the goals of the layoff in an affected department, the least senior Employees by Employee category will be affected in the following order: (1) Temporary, (2) On-Call, (3) Limited Part-Time, (4) Regular Full-Time and Part-Time. The same application will be used as affected Employees use their seniority at the level of the (1) Medical Center Area/ Facility, (2) Service Area (Southern California only), and (3) Region. 644 C. Steps to Be Taken to Determine Placement of Affected Employees. 645 1. Step One. The affected Employee(s) will be offered the ability to elect a voluntary layoff status at any step of the reduction in force process. 646 2. Step Two. The affected Employee(s) may apply for and will be given any open position for which they are qualified and for which they meet position requirements within the Region. Employees may exercise this option at anytime during the reduction in force process. All vacancies shall be filled as outlined in the Order of Application contained herein. 647 3. Step Three. 648 a.) The affected Employee(s) will be placed into any vacant position of the same status, shift and classification, provided he/she meets the position requirements in the following order: 649 i.) Medical Center Area/Facility/Regional Service Area; 650 ii.) Service Area (at the Employee s option) (Southern California Only); 60

651 iii.) Region (at the Employee s option); 652 iv.) State (at the Employee s option). 653 b.) An affected Full-Time Employee, at his/her option, will be placed in any vacant Part-Time position in the above order, provided he/she meets the position requirements. 654 c.) Employees placed in a comparable vacant position within the Medical Center Area/Facility will not have recall rights. If an Employee rejects an open comparable position offered at this step, within the Medical Center Area/Facility, then the Employee will forfeit all displacement rights. Such refusal would result in the Employee being laid off and the forfeiture of recall rights. 655 d.) All vacancies shall be filled as outlined in the Order of Application. 656 4. Step Four. Employees who do not qualify for placement in Step 2 or Step 3 above may displace the least senior Employee in his/her current classification, shift and status, provided he/she meets the minimum position requirements in the following order: 657 a.) Department 658 b.) Medical Center Area/Facility/Regional Service Area; 659 c.) Service Area (Southern California Area); 660 d.) Region (at the Employee s option); 661 e.) State (at the Employee s option). 662 5. Revocation of Recall Rights. No recall rights will be given to any Employee who rejects displacing another Employee in his/her classification, shift and status in the Department, Area or Service Area. 663 6. An affected Full-Time Employee, at his/her option and at any time within the step (Step One through Step Four) order, may elect to displace the least senior benefited Part-Time Employee or an Employee on another shift in his/her classification, or return to 61

his/her former classification, provided he/she meets the minimum position requirements. 664 7. Step Five. Any Employee who cannot displace a least senior Employee in his/her current classification, shift and status in the Department, Medical Center Area/Facility, Service Area, Region or State, or cannot displace the least senior Employee in another status, shift or former classification shall be given the option of being placed in an On-Call position. 665 8. Recall. 666 a.) An Employee on layoff status or whose hours or status were changed as a result of a reduction in hours, shall have rights in accordance with this provision for twelve (12) months from the date the Employee was laid off as defined in Section 4 Workforce Adjustments and Transitions, A. Permanent/ Indefinite Layoff/ Reduction in Hours. Recall will be by seniority and shall be implemented before any outside hiring. 667 b.) An Employee placed in a position on a different shift, status or former classification in Step 3 or Step 4 shall have rights to return to his/her former shift, status and classification (within the Medical Center Area/Facility), under the recall rights provisions of the recall period. If an Employee rejects the open position, then the Employee will be taken off the recall list. This provision shall apply only to Employees displaced after the effective date of this Agreement. 668 c.) A laid off Employee may refuse a job offer and retain full recall rights if the job is not comparable in status, shift and classification to his/her former position at the time of layoff and not within the Medical Center Area/Facility. Additionally, a laid off Employee who accepts a job that is not comparable shall retain recall rights for the remaining term back to a comparable status, shift, and classification within his/her Medical Center Area/Facility at the time of layoff. 669 d.) Employees on reduced status due to a layoff from their former position shall be called for available hours in their department by seniority until they have reached the hours they would have worked had they retained their former status. 62

670 9. Application of Reduction in Force Procedure and Alternate Arrangements. The parties recognize that reductions in force are extremely serious matters and that even well intentioned procedures may result in unintended applications. Therefore, the parties agree to communicate and meet during any application of the procedure to ensure its correct application to Employees. Nothing contained herein shall prevent the parties from mutually agreeing to alternate arrangements or modifications to the procedures in a specific reduction in force, should the need arise. 671 10. Bidding Rights of Laid Off Employees. A Regular or Limited Part-Time Employee who has been laid off from a Department or whose status has been changed due to a reduction in force as defined in Section 4 Workforce Adjustments and Transitions, A. Permanent/Indefinite Layoff/Reduction in Hours, shall retain bidding rights in the Department, Medical Center/Facility, Service Area (Southern California only), and Region for the following periods of time, whichever occurs first: 672 i.) For twelve (12) months; or 673 ii.) Until the Employee has been placed in a permanent position with the same status (scheduled hours) held prior to the layoff in another Department, or; 674 iii.) Until the Employee accepts a position for which training is provided under the terms of this Article; or 675 iv.) Until the Employee has refused recall to a position of the same status (scheduled) in his/her previous department. 676 11. Training for Laid Off Employees. The Employer will provide up to one hundred sixty (160) hours of training for Employees who have been identified for layoff, who have applied for a position and who would be awarded the position but for the need of training. 677 12. NORTHERN CALIFORNIA REGION Transition Assistance Program. Employees identified for lay off or who volunteer to be laid off shall be eligible for the Transition Assistance Program in accordance with the Letter of Agreement dated February 24, 1994 in Appendix BB. 63

678 SECTION 6 DAILY CANCELLATIONS 679 A. Order of Cancellations. In the event it is necessary for the Employer to cancel an Employee s shift, the Employer will first cancel registry or agency personnel and Employees previously scheduled to work overtime. The Employer will then seek volunteers. If volunteers are not sufficient to meet the need for cancellations, the Employer will cancel Employees by inverse seniority using the following order: 680 1. Temporary Employees; 681 2. On-Call Employees; 682 3. Service Oriented Staffing (S.O.S.), Central Staffing or Float Pool, if applicable; 683 4. Employees working additional shifts; 684 5. Limited Part-Time Employees; 685 6. Regular Full-Time and Regular Part-Time Employees. 686 B. Available Hours for Cancelled Employees. As additional hours are available, Employees who have been cancelled will be granted the additional hours by seniority until they are made whole before granting such hours to other Employees. 687 C. Use of Accruals for Daily Cancellations. Employees may use any accrued and earned paid time for the day they are cancelled or may choose to take an unpaid shift. 688 SECTION 7 SOUTHERN CALIFORNIA REGION PROVISIONS 689 A. Bridging Seniority. If an Employee terminates or leaves a covered job classification and returns within six (6) months, the time away from the bargaining unit will be adjusted, and his/her previously accrued bargaining unit seniority will be bridged. If an Employee returns to a covered job classification after six (6) months his/her previously accrued bargaining unit seniority will not be bridged. 64

690 B. On-Call Employees. 691 1. On-Call Employees shall accrue seniority by hours worked for use within the On-Call pool. On-Call Employees shall receive consideration for vacancies within their department at the facility at which they work after Regular Employees within the bargaining unit have received consideration. As an exception see Order of Application. 692 2. On-Call Reduction in Force. In the event of a reduction in force of On-Call positions, bargaining unit seniority, based on hours worked, will apply within the On-Call pool. The number of on-call Employees in the classification(s) in which reductions are needed will be laid off in inverse order using bargaining unit seniority. 693 ARTICLE XVII PAID LEAVES 694 SECTION 1 HOLIDAYS 695 A. NORTHERN CALIFORNIA REGION Holiday Provisions. (Registered Dietitians should refer to NCAL Appendix T for applicable list of Recognized Holidays.) 696 1. Recognized Holidays. For Employees who have completed their probationary period, the following days shall be recognized as Holidays: New Year s Day (January 1 st ) Martin Luther King, Jr. s Birthday (third Monday in January) Presidents Birthday (third Monday in February) Memorial Day (last Monday in May) Independence Day (July 4 th ) Labor Day (first Monday in September) Thanksgiving Day (fourth Thursday in November) Christmas (December 25 th ) Employee s Birthday (as an exception, 30-day eligibility required) One (1) Float Holiday (as an exception, 90-day eligibility required) 697 2. Birthday Holiday. 698 a.) Eligibility. An Employee with more than thirty (30) days of continuous employment as a Regular Employee is entitled to his/her birthday as a recognized Holiday. 65

699 b.) Holiday and Birthday on the Same Day. If an Employee s birthday falls on a recognized Holiday, the Employee s next regularly scheduled workday after that Holiday shall be considered the Employee s birthday. 700 c.) Premium Pay for Holiday Pay. If an Employee is required to work on his/her birthday Holiday, he/she shall be paid for the time worked at the premium rate of time and one-half (1½), provided he/she has informed his/her supervisor one (1) month in advance of his/her desire for the day off. 701 3. Float Holiday. 702 a.) Eligibility. An Employee with more than ninety (90) days of continuous service as a Regular Employee is entitled to one (1) Float Holiday per calendar year. 703 b.) Scheduling of Float Holiday. A Float Holiday will be scheduled on a date mutually agreed to by the Employee and the Employer. If Agreement is not reached, one day will be added to the Employee s vacation bank. 704 c.) Request for Float Holiday. It is the responsibility of the Employees entitled to a Float Holiday to give thirty (30) days notice of the day they have elected. 705 4. Pay for Holidays Worked and not Worked. 706 a.) Holiday not Worked on Regularly Scheduled Day. If the Holiday falls on a normally scheduled workday and the Employee is scheduled off because of the Holiday, the pay for the Holiday not worked shall be for the number of hours at the straight-time rate the Employee would have received had he/she worked. 707 b.) Holiday on Day Normally Scheduled Off. If the Holiday falls on a day normally scheduled off, the Employee shall receive additional pay equal to one-fifth (1/5 th ) his/her regular weekly scheduled hours of work or another day off with pay, at the Employee s option. 66

708 c.) Holiday Worked. Regular Employees who work on a Holiday in addition to the premium pay shall receive, at the Employee s option, straight time Holiday Pay equal to the actual hours worked on the Holiday up to eight (8) hours or another day off with pay. 709 d.) Holiday Pay Premium. Any Employee, regardless of benefit status, who works on a recognized Holiday, shall be paid at the premium rate of time and one-half (1½). 710 e.) Holidays while on Unpaid Status. Employees on unpaid status are not eligible for the Holiday benefit. 711 5. Use of Accumulated Holidays. Employees entitled to Holiday pay may elect to receive time off or pay. The Employee may add his/her Holidays to his/her vacation bank or take them within thirty (30) days prior to or following the Holiday. This election must be made in writing prior to the Holiday and, if not received by the Employer, the Employee will be paid the Holiday. Choice of time off will be subject to staffing and seniority. 712 6. Holiday Scheduling. 713 a.) Posting of Holiday Schedules. Holiday schedules shall be posted at least thirty (30) days and no more than one (1) year prior to the Holiday. 714 b.) Volunteers for Holiday Work. 715 i.) Too Many Volunteers. The Employer will first seek volunteers by shift for the Holiday work and if there are more volunteers than needed, Holiday assignments will be based on seniority by shift. 716 ii.) Not Enough Volunteers. If there are not enough volunteers for the Holiday work, the Employer will assign the work by reverse seniority to those qualified Employees on the shift. 717 c.) When Shifts Are Eliminated or Combined on a Holiday. If shifts are eliminated or combined because of the Holiday, seniority among all Employees in the department shall be 67

used to determine holiday assignments. This holiday scheduling shall be based on operational needs. 718 d.) Seniority without Regard to Shift. By mutual written agreement of the parties, seniority may be used without regard to shift. 719 e.) Limit on Premium Pay. Unless approved by the Employer this provision shall not result in premium pay other than premium pay for the worked holiday. 720 7. Holidays Observed. 721 a.) Actual Day of the Holiday. Holidays will be observed and premium rates will be paid for hours on the actual day of the Holiday, regardless of day of the week. 722 b.) Shift on Which the Holiday is Paid. Holiday pay will be paid for the shift in which the majority of the hours are worked on the holiday. 723 c.) Holidays Falling on Sundays. If a Holiday falls on a Sunday and it is the Employee s normally scheduled day off or the Employee works on the Sunday and is entitled to take another day off, he/she may be required by the Employer to take the Holiday off on the following Monday if operations are significantly reduced. 724 8. Major Holidays. 725 a.) Granting one (1) of the Major Holidays. Regular Employees shall be granted at least one (1) of the following holidays off: Thanksgiving, Christmas, New Year s Day. 725 b.) Premium for Working the Three Major Holidays. Employees not granted Thanksgiving, Christmas or New Year s Day off shall receive three (3) times their regular rate for working New Year s Day. If the Employee volunteers to work all three major holidays this premium shall be waived. 68

726 9. Definition of Pay. Pay, as referred to in this Article, means base rate plus any shift differential and split shift differential being received by the Employee. 727 B. SOUTHERN CALIFORNIA REGION Holiday Provisions. 728 1. Designated Holidays. An Employee shall be eligible for designated paid Holidays. The following days shall be observed as designated paid Holidays: New Year s Day (January 1 st ); Memorial Day (last Monday in May); Independence Day (July 4 th ); Labor Day (first Monday in September); Thanksgiving Day (fourth Thursday in November); Christmas Day (December 25 th ). 729 a.) Religious Holiday. In addition, each year, Employees may request and be granted one (1) religious holiday of their choice, using a Life Balance Day or without pay, at the Employee s option. 730 b.) Notice of Holiday Scheduling. The Employer shall provide all Employees with a four (4) week notice regarding the scheduling of all designated holidays. 731 2. Major Holidays. All Employees shall receive at least one (1) of the following three (3) holidays off unless an individual Employee specifically requests that he/she be allowed to work all of them: New Year s Day, Thanksgiving Day, Christmas Day. 732 3. Holidays Observed. All designated holidays will be observed on the actual calendar day, and all conditions and benefits applying to such holiday will be in effect on that day. However, in the event the Employer closes any of its facilities/departments on the Friday preceding a Saturday holiday or on a Monday following a Sunday holiday, then the Friday or Monday will be designated as a holiday for those Employees who do not work either the actual holiday or the designated holiday. 69

733 4. Holidays Falling on Paydays. When a payday falls on any holiday, Employees shall be paid on the day immediately preceding the holiday. 734 5. Seniority in Holiday Scheduling. An Employee who is normally scheduled to work on a day on which a designated holiday falls may not be displaced by a more senior Employee or any other Employee. Employees on a unit and shift basis may request assignment or non-assignment to work a designated holiday on the basis of seniority. Should all Employees exercise seniority for non-assignment, the Employer shall assign Employees by inverse seniority (beginning with the least senior Employee to work the designated holiday). 735 6. Designated Holiday Premiums. 736 a.) No deduction shall be made from the pay of Employees for the observance of the holidays listed above, and compensation for work performed on said holidays shall be at two and one-half (2 ½) times the appropriate regular rate of pay. 737 b.) Notwithstanding the above, Employees may request to be paid one and one-half (1 ½) times the appropriate regular rate of pay with another day off to be taken within the thirty (30) day period before or after the holiday with pay at straight time. Such request shall be granted. 738 c.) For Employees working the night shift, the unworked holiday pay and holiday premiums shall apply to the shift in which the majority of hours fall on the actual calendar day of the holiday, except as specified in paragraph 728 of this Article. 739 d.) An unworked holiday allowance shall be an Employee s normal straight time hourly earnings times eight (8). 740 e.) Employees shall not receive shift differential for unworked paid holidays. 741 7. Designated Holiday on Employee s Day Off. If an Employee s day off falls on a Designated Holiday, he/she shall receive an additional day off of his/her choice which shall be granted with full pay within thirty (30) days preceding or thirty (30) days following the Holiday. 70

742 8. Designated Holiday for Part-Time Employees. Part-Time Employees shall receive Holiday pay benefits based on the number of straight time hours worked in the two (2) pay periods immediately preceding the pay period in which the holiday occurs. The number of hours of Holiday pay received shall equal five percent (5%) of the straight time hours worked in these two (2) pay periods. Notwithstanding the foregoing, Part-Time Employees normally scheduled to work on a Monday shall receive holiday pay for the day not worked equal to their normally scheduled hours for that day. 743 9. Overtime Premium Designated Holiday Weeks. When a location, facility or individual has regularly scheduled overtime, Employees shall not be laid off to avoid payment of overtime rates during holiday weeks, provided, however, that departure from this Section may be made by mutual agreement of the parties. 744 SECTION 2 SOUTHERN CALIFORNIA REGION LIFE BALANCE DAYS 745 A. Accrual Rate of Life Balance Days. 746 1. Regular Full-Time Employees. Regular Full-Time Employees shall accrue Life Balance Days at the rate of 3.33 hours per month to a maximum of forty (40) hours at any given time. 747 2. Regular Part-Time Employees. Regular Part-Time Employees will accrue Life Balance Days on a pro-rated basis based on hours paid (up to a maximum of eighty [80] hours per pay period) in the preceding two (2) pay periods. 748 B. Uses of Life Balance Days. 749 1. Incremental Use. Life Balance Days may be used for any reason without restriction and for less than a full day. 750 2. In Conjunction with Vacation. If an Employee wishes to use Life Balance Days in conjunction with his/her vacation, he/she may do so only after the annual selection process for Vacations has been completed. 751 3. Donation to Another Employee. Life Balance Days may be donated to another Employee. 71

752 C. Requests for Life Balance Days. Insofar as possible, Life Balance Days will be granted on the day(s) most desired by the Employee and will be considered for anytime in the calendar year. Preference for granting Life Balance Days will be by seniority. 753 1. Emergency Requests. Requests for Life Balance Days shall be granted in an emergency situation. 754 2. Non Emergency Requests. Requests for non-emergency Life Balance Day(s) must be made forty-eight (48) hours in advance (not including days that a department or work area is closed) for the Employee to receive the time off. In the event that a non-emergency request for a Life Balance Day(s) is denied, the next request by the same Employee shall be granted provided the day requested is at least forty-eight (48) hours after the day that was denied. 755 D. Payment of Life Balance Days Upon Termination, Change in Status or Retirement. Life Balance Days, accrued but not used, will be paid to the Employee upon termination, retirement, or transfer to an ineligible status. 756 E. Personal Time Off. Where circumstances warrant, an Employee may request and may receive personal time off without pay. Such requests shall not be unreasonably denied. In a verifiable emergency, on duty Employees may ask for personal time off which shall be granted on momentary notice. It shall not be a condition to the granting of personal time off that the Employee secure his/her own replacement. Employees may not be denied personal time off because they have accumulated Vacation, Life Balance Days, and Sick Leave. 757 Approved personal time off or time off requested by the Employer shall not be used against the Employee in any way including but not limited to disciplinary action. 758 SECTION 3 VACATION 759 A. NORTHERN CALIFORNIA REGION Vacation Provisions. (Registered Dietitians should refer to NCAL Appendix V for applicable Paid Time Off Program provisions.) 72

760 1. Vacation Accrual Rate. All Regular Full-Time Employees with the applicable continuous years of service with the Employer shall accrue vacation hours on a monthly basis in accordance with the following schedule: 761 2. Vacation Pay. Length of Service Hours per Month Days per Month Days per Year 1 Year 6.67 0.83 10 Days 2 Years to 4 Years 10.00 1.25 15 Days 5 Years to 9 Years 13.33 1.67 20 Days 10 Years and thereafter 16.67 2.08 25 Days 762 a.) Full-time Employees. The vacation pay for regular full-time Employees shall be the base rate, including shift differential and split shift differential, for their regular straight-time schedule of work. 763 b.) Part-time Employees. The vacation pay for Regular Part-Time Employees shall be the base rate, including shift differential and split shift differential, at the time the vacation is taken, times the average number of straight-time hours worked per week during the vacation accrual year. 764 c.) Minimum Rate of Accrual. Vacation shall be accrued based, at a minimum, on an eligible Employee s regular schedule (status). Regular Parttime Employees who work additional hours will accrue additional vacation hours based on their actual hours worked. 765 3. Vacation Availability. Employees who become benefited may use accrued vacation after six (6) months of being in a benefited status. An Employee who achieves benefited status after the January period described below may submit requests to use accrued vacation, which shall be granted on a first-come, first-served basis. 766 a.) Submission of Vacation Requests. Employees will submit to their supervisors in January of each year a list of their first, second, and third choices for vacation dates occurring during the twelve-month period commencing April 1 st. 73

767 b.) Amount Available for Use. In submitting their requests, Employees may use all their annual accrued vacation or anticipated vacation accrual. Employees who anticipate that they will want to utilize more than their annual accrual will notify their supervisor on or about December 1 st. 768 c.) Posting of Vacation Schedules. On or before March 15 th of each calendar year, the supervisor or department head will post the vacation schedule for that year. Employees in a department shall be given preference on the basis of seniority in the choice of vacation periods. 769 d.) Vacation Requests Submitted After the Vacation Schedule is Posted. Vacation requests submitted after January will be considered and granted on a first-come, first-served basis. Such requests will be granted or denied within two (2) weeks of their submission. 770 e.) Incremental use of Vacation. Employees may split their vacation into increments of no fewer than four (4) hours, subject to the requirements of efficient operations. 771 4. Holidays During Vacation. If a recognized holiday occurs during the Employee s vacation period, he/she shall be granted an additional day of vacation at his/her regular pay, or an additional day s pay in the amount he/she would have received had he/she not been on vacation, at the option of the Employer. 772 5. Vacation Carry Over Not Encouraged. Normally vacation accruals should not be carried over from one anniversary year to the next. However, unused vacation may be accumulated up to a maximum of two (2) times their annual accrued vacation in accordance with paragraph 760. Vacation Accrual Rate, above, as follows for Regular Full Time staff: Length of Service Accrual Limit 1 Year 160 Hours 2 Years to 4 Years 240 Hours 5 Years to 9 Years 320 Hours 10 Years and thereafter 400 Hours 74

773 During the time period described above for submitting vacation requests, Employees whose vacation accumulation has approached or reached the maximum will meet with his/her supervisor to set forth a plan for vacation to be taken or cashed out using the Vacation Cash Out ( VCO ) provision described below in the coming year in order to reduce the balance below the maximum accumulation level. If, at any time, the total accumulation reaches 500 hours, additional vacation hours will not be accrued until the vacation balance falls below 500 hours. 774 6. Vacation Cash Out ( VCO ). Employees may cash out vacation time up to one hundred sixty (160) hours per year of their annual accrual as provided in the Kaiser Permanente Vacation Cash Out (VCO) benefit provisions. Such election must be made by December of the year preceding the year the cash out will occur. Such election is irrevocable. 775 7. Call-Back. In the event an Employee is called back to work while on vacation, he/she shall be paid at time and one-half (1-½) in addition to his/her vacation pay. 776 8. Radiologic Technologist Special Compensation. Effective November 4, 1990, Regular employees hired as Radiologic Technologists prior to October 25, 1986, shall receive, once each year, (December 1) a lump sum payment equal to eighty (80) hours straight-time pay. Part-time Regular Radiologic Technologists shall have their lump sum payment prorated. This lump sum payment shall not apply to Radiologic Technologists at the Kaiser Permanente Medical Facility in Fresno. (See NCAL Appendix Q). 777 B. SOUTHERN CALIFORNIA REGION Vacation Provisions. 778 1. Vacation Eligibility Date. The vacation eligibility date determines the Employee s accrual rate and is his/her date of hire, unless it is adjusted for unpaid leaves of absence or for the period of time that the Employee worked in an ineligible status. The vacation eligibility date shall mean that period of continuous employment with the Employer, less any absence from employment which exceeds sixty (60) days. Leaves of absence of sixty-one (61) days or more will be deducted in their entirety from the eligibility date. Service Credit shall continue during the entire period of a leave of absence due to industrial illness or injury and Union leave. 75

779 2. Vacation Accrual Schedule. Each full-time Employee shall accrue vacation hours on a monthly basis in accordance with the following schedule: Length of Service Hours per Days per Days per Month Month Year 0-4 Years 6.67 0.83 10 5-8 Years 10.00 1.25 15 9-10 Years 13.33 1.67 20 11 Years or More 16.67 2.08 25 780 Employees who are regularly scheduled and work more than forty (40) hours per week for at least six (6) consecutive months of an eligibility year shall earn vacation pay based on the more than forty (40) hour workweek including normally paid premiums. 781 3. Vacation for Part-time Employees. Part-time Employees shall receive vacation pay for time taken off on a scheduled day based on their normally schedule hours that day. Weeks scheduled off will be paid at forty (40) hours or the average hours worked based on the previous three (3) months worked, at the Employee s option. Part-Time Employees shall accrue vacation hours prorated based on an average of straight time hours paid (maximum of eighty (80) per pay period) in the preceding two (2) pay periods. 782 4. Vacation Pay. Vacation pay shall be at the base hourly wage rate the Employee is receiving on the date the time is taken off. Employees shall not receive their shift differential with vacation pay. Vacation shall not be considered as time worked for the purposes of calculating overtime. 783 5. Vacation Accumulation and Donation. Employees may accumulate up to a maximum of twice their annual accrual. Employees may donate vacation hours to fellow benefited Employees. 784 6. Designated Holiday During Vacation. If a paid designated holiday, as set forth in this Section, occurs during an Employee s vacation, he/she shall have three options: 1) forty (40) hours vacation pay along with eight (8) hours holiday not worked pay (prorated for Part-Time); 2) thirty-two (32) hours vacation pay along with eight (8) hours holiday not worked pay (prorated for Part-Time); 3) forty (40) hours vacation pay along with an additional day off with pay thirty (30) days before or after said 76

designated holiday. The above options shall be applied to vacation periods which are more or less than forty (40) hours. Said options will be requested at the time of vacation selection pursuant to this Article or at the time of the vacation request. 785 7. Call Back From Vacation. Employees called back from vacation to work for a period of four (4) days or less shall be paid at the rate of one and one-half (1½) times the appropriate rate of pay for all hours worked. If Employees are called back from vacation for a period of five (5) days or more, the vacation shall be rescheduled and the work performed shall be at the straight time regular rate of pay. 786 8. Scheduling Vacation. 787 a.) Period for Requests and Posting. Employees shall be solicited prior to March first (1st) of the year in order to determine their preferences for vacation. Prior to April first (1 st ), the Employer shall advise all Employees as to when their vacation is scheduled and shall post the full twelve (12) month vacation schedule in a location accessible to all Employees. 788 b.) Vacation Periods. Vacation will, insofar as possible, be granted at times most desired by Employees (longer service Employees being given preference as to choice based on seniority). Vacation requests in any department will be considered at any time of the year. The taking of vacation during Christmas and New Year s shall not be unreasonably denied. The final right to allot vacation periods and the right to change such allotments are reserved to the Employer in order to ensure the orderly operation of the facility. 789 c.) Splitting Vacations. For those Employees choosing to split their vacation into three (3) or more increments, seniority will apply only to the first (1 st ) and second (2 nd ) choice of vacation increments in each anniversary year. All vacation request forms shall allow the Employee to indicate which requested vacation period is his/her or her first (1 st ) choice, which is his/her second (2 nd ) choice, and which is his/her the third (3 rd ) choice. 77

790 d.) Notice of Approval or Denial. The Employer shall notify an Employee in writing of approval or denial of vacation requests submitted on or after April first (1 st ) within four (4) weeks after receipt of said request. 791 e.) Pay if Employee s Vacation is Changed. Should it be necessary to change an Employee s scheduled vacation, the Employee may opt to receive his/her vacation pay at the time his/her vacation was originally scheduled. Such pay shall be considered as an advance of the monies due the Employee at the time he/she subsequently takes his/her vacation. 792 f.) Vacation for Employees who Transfer. Transferring Employees will be required to select vacation from open dates, at their new department/location, not previously filled by scheduled vacation or approved leaves. 793 g.) Requests of Fewer than Five (5) Days. Requests for vacation in increments of less than five (5) days may be exercised at any time. The Employee may request and receive an available existing date(s) to use paid vacation hours subject to staffing needs and efficiency of operations. 794 h.) Personal Time and Vacation. An Employee may request and receive personal time off in conjunction with his/her regularly scheduled vacation. 795 i.) Scheduling of Vacation With Days Off. The Employer will schedule, when possible, the Employee s days off in such a way that they are attached to the Employee s vacation period. 796 9. Advance Vacation Paycheck. Two (2) weeks is the minimum advance notice required in order to ensure that an Employee will receive his/her vacation paycheck prior to going on vacation. 797 10. Minimum Vacation Period. The total amount of vacation earned, according to the applicable provisions of this Section, may be taken in one (1) consecutive period. Vacation periods may be split at the request of the Employee. An Employee may request that he/she be allowed to take vacation in increments of less than five (5) workdays. Vacations may start on any day of the week. The final right to grant 78

such request is reserved to the Employer subject to the operational needs of the facility and such requests shall not be unreasonably denied. 798 11. Cash Out Irrevocable Election. Employees may elect to cash out vacation time up to one hundred sixty (160) hours per year of their annual accrual. Such election must be made during the annual open enrollment period of the year preceding the year the cash-out will occur. 799 SECTION 4 SICK LEAVE. 800 A. NORTHERN CALIFORNIA REGION Sick Leave Provisions. (Registered Dietitians should refer to NCAL Appendix V for applicable Paid Time Off Program provisions.) 801 1. Accumulation. 802 a.) Rate of Accrual. Each Regular Employee shall accumulate one (1) day s sick leave with pay for each calendar month of employment. After completion of the fourth (4 th ) year of employment each Regular Employee shall accumulate one and one-fourth (1¼) days of sick leave with pay for each calendar month of employment. An Employee shall not be entitled to sick leave with pay unless he/she has acquired three (3) months continuous service credit and in no case shall sick leave be retroactive to any absence due to sickness during the first three (3) months of service credit. 803 b.) Pro-Rated Accrual for Part-Time Employees. Regular Employees working less than forty (40) hours per week shall accumulate sick leave on the basis of the ratio of his/her regularly scheduled hours of work per week to forty (40) hours per week. 804 c.) Pension Credit. An Employee who has accrued 250 hours of sick leave at the time of retirement shall have all accrued sick leave hours applied to his/her credited service. 805 2. Pay. Pay for sick leave shall be that straight-time pay which the Employee would have received had he/she worked his/her regular schedule that day, including any shift differential being received by the Employee concerned. 79

806 3. Applicability. 807 a.) Only for Days Employee was Scheduled. Sick leave shall be applicable only if the Employee is ill on days he/she is regularly scheduled to work. If an Employee claims sick leave, and, if the Employer has reasonable doubt of the validity of the disability, the Employer may require reasonable proof of physical disability sufficient to justify the Employee s absence from work for the period claimed. 808 b.) Hospitalization While on Vacation. An Employee hospitalized while on vacation is eligible to convert vacation time to unused sick leave for the period of hospitalization provided reasonable proof of the hospitalization is provided. Conversion of vacation time to sick leave time will apply only to those days the Employee was pre-scheduled for vacation. 809 c.) Disabling Injury or Illness. An Employee who suffers a disabling illness or injury of at least five (5) consecutive days duration while on prescheduled vacation leave, may convert 50% of the verified portion of illness to unused sick leave. Such conversion shall be limited to blocks of pre-scheduled vacation of one or more weeks. The Employer shall require reasonable proof of the disabling illness or injury, obtained at the time of the disabling event. 810 d.) Medical, Dental, or Mental Health Appointments. Upon completion of the probationary period, paid sick leave shall also apply for hours directly associated with medical, dental, or mental health appointments. For those Employees whose appointments are away from the facility where they work the appointment will be scheduled so that at least a part of the scheduled appointment falls in the first or last hour of each paid period of scheduled work. The Employee will give written notice of at least twenty-four (24) hours and supply verification that the appointment was kept. 811 e.) Inpatient/Outpatient Mental Health Treatment. Sick leave shall be applicable not only as described elsewhere in this Article, but also for mental health treatment as an in-patient and/or outpatient in an accredited institution. 80

812 4. Holiday During Sick Leave. If an Employee is absent on paid sick leave and a holiday occurs during such absence, if he/she is eligible for holiday pay, such pay shall be charged to the holiday and not against sick leave credits. 813 5. Integration with Disability and Workers Compensation. 814 a.) State Disability. If an Employee is eligible for basic UCD (Disability) benefits, Employer-paid sick leave shall be reduced by the amount of the UCD benefits the Employee is eligible to receive. Payments received in the form of basic UCD benefits shall not be charged against the Employee s accumulated sick leave. 815 b.) Workers Compensation. If an Employee is eligible for Workers Compensation Insurance payments, the same method of integration with Employer paid sick leave shall apply. Employees who receive full sick leave and are subsequently reimbursed by Workers Compensation or State Disability Insurance benefits will have their pay adjusted by the amount of overpayment and their sick leave recredited proportionately. 816 6. Return From Sick Leave. Employees returning from paid sick leave shall be returned to their jobs, and any Employee sent home after such return on the grounds that his/her position has been filled shall be paid his/her regular pay for the time lost; provided, however, for absence of one (1) work week or less, Employees shall furnish notice of their readiness to return to work by 2:00 p.m. of the work day prior to their return and for absences of more than one (1) work week they shall furnish forty-eight (48) hours notice of their readiness to return to work. The Employee must also, if requested, supply certification by a physician on the staff of the Employer of their physical fitness to perform the work required. Delays occasioned by the Employer s failure to provide such examination shall extend the period of eligibility for sick leave. 817 7. Employee Requests for Data. Data concerning an Employee s sick leave accrual will be supplied by his/her supervisor upon request. 81

818 B. SOUTHERN CALIFORNIA REGION Sick Leave Provisions. 819 1. Paid Sick Leave. 820 a.) Rate of Accrual. Each Full-Time Employee shall be entitled to receive fifteen (15) sick days with pay per year accumulated monthly at the rate of ten (10) hours per month. Payment of Sick Leave benefits shall commence with the first day of any illness, hospitalization, injury or medical appointments. 821 b.) General Sick Leave Provisions. There shall be no limit on sick leave accumulation. Paid sick leave shall not be considered an interruption of continuous service. Sick leave shall not be considered as time worked for purposes of computing overtime. Sick leave pay shall not include an Employee s regular shift differential. Certification by a physician or visiting nurse duly authorized by the Employer may be required whenever it appears to be justified. 822 c.) Pregnancy. 823 i.) The Employer agrees to treat absences due to the disability of Employees with pregnancy, childbirth or related medical conditions in the same manner as absences resulting from other temporary medical disabilities. 824 ii.) If, at the commencement of, or during, the leave related to pregnancy, the Employee submits a physician s verification of disability, paid sick leave will commence. All fringe benefits will continue during paid sick leave as if the Employee were actively at work. Sick leave pay will continue until exhausted, or the Employee is no longer disabled, whichever occurs first. The Employee may then apply for an unpaid leave. 825 d.) Medical and Dental Appointments. 826 i.) Accrued sick leave may be used for routine personal medical appointments provided that the Employee gives his/her supervisor at least ten (10) days advance notice of the appointment. If, however, the facility cancels or requests a change in the 82

Employee s appointment or an emergency occurs, the ten (10) days notice requirement shall be waived. Additionally, accrued sick leave may be used for emergency dental and emergency optical appointments. The ten (10) days notice requirement may also be waived in any instance where there is mutual consent of the Employee and the supervisor. 827 ii.) The Employer agrees to expedite doctor s appointments for Employees who become ill while on duty. In addition, the Employer agrees to expedite optical appointments for laboratory/cytology Employees routinely required to use a microscope. 828 iii.) When Employees are directed by their supervisor to see a physician while at work, they shall be paid at their regular rate of pay for the time it takes to fulfill such request provided the attending physician determines the Employee may return to work. However, if the physician determines the Employee is unable to return to work said time will be deducted from the Employee s sick leave account. In either case Employees should clock out when leaving the work area. This paragraph shall not apply where an Employee knows in advance of arriving at work that he/she will be required to provide a physician s certification of illness or return to work authorization. 829 e.) Accident or Hospitalization or Illness While on Vacation. If an Employee suffers a disabling accident or hospitalization while on vacation the Employee may convert the vacation time to sick leave provided the Employee has accrued sick leave. The Employee must submit documentation substantiating that such disability precludes an Employee from performing his/her occupation. The Employee shall retain vacation time for days spent so disabled; such vacation time shall be rescheduled by mutual Agreement. Any illness certified by a physician during an Employee s vacation shall entitle the Employee to convert from vacation to sick leave. 830 f.) No Discipline. 831 i.) During Hospitalization. The Employer will not discipline an Employee during a period of hospitalization. 83

832 ii.) Good Attendance Records. It is understood that Employees with good attendance records or accrued sick leave shall not be disciplined for utilizing their accrued sick leave for bona fide validated illness. 833 g.) Notice of Duration of Sick Leave. Employees shall advise the Employer of the duration of their intended absences due to illness and shall provide the Employer with reasonable notice of any changes in this duration. In the event the Employee fails to so advise the Employer, it is understood the Employer will check with the Employee so as to know staffing requirements in the workplace. However, the Employer will not contact the Employee for purposes of informing the Employee of his/her utilization of such leave. 834 2. Paid Sick leave for Part Time Employees. Part-Time Employees shall accumulate Sick Leave based on monthly compensated hours, not to exceed ten (10) hours of sick leave per month. Payment of Sick Leave benefits shall commence with the first day of any illness. 835 A Part Time Employee who converts from Full Time status will have all accrued Sick Leave placed in the Employee s Sick Leave account. 836 3. Sick Leave Hours Converted to Credited Service With Retirement Plan. An Employee who retires or terminates employment with a vested status in the Pension Plan, and who has a sick leave account balance of two hundred fifty (250) or more hours, will have all of his/her sick leave account balance converted to Credited Service for pension plan benefit calculation purposes. This conversion increases the pension monetary value; it does not impact the Employee s eligibility to retire. 837 4. Federal Family and Medical Leave Act/California Family Rights Act. The Employer will comply with the provisions of the California Family Rights Act, as amended, and with the provisions of the Federal Family and Medical Leave Act of 1993, as amended. 84

838 5. Use of Paid Sick Time for Family Illness. The Employee may use up to one-half (1/2) of his/her annually accrued Sick Leave for the purpose of providing care to his/her sick spouse, children, significant other or dependents. 839 6. Holiday During Sick Leave. If a designated holiday occurs during a period of Vacation or Sick leave, the Employee shall have the option to receive sick pay for that day plus the unworked holiday pay, or the option to receive sick pay and take the holiday within sixty (60) days after his/her return from sick leave, or the option to be paid holiday pay and such day shall not be charged to Sick Leave credits. 840 7. Integration of Compensation Benefits and Sick Leave. 841 a.) Employees who are eligible for basic State Disability Insurance (SDI) benefits shall have their paid Sick Leave reduced by the amount of the SDI benefit the Employee is eligible to receive, so that combined SDI pay and Sick Leave pay total normal straight time salary. The reduced amount of Sick Leave payment shall be charged against the Employee s Sick Leave Account. Employees who are eligible for Workers Compensation Insurance (WCI) payments will have the same method of integration with Employer-paid Sick Leave. Employees may elect to waive integrated Sick Leave benefits with Workers Compensation Insurance payments, provided said election is made within seven (7) calendar days of the inception of the absence, and provided further that said election shall be irrevocable for the duration of said absence. Should the Employee fail to elect non-integration within the seven (7) calendar day period, the option of non-integration will not be available. 842 b.) It is the Employee s responsibility to promptly file claims for any compensation benefits for which he/she may be eligible and to report the amount of such benefits to the Human Resources Office. 843 c.) In the payment to Employees on Sick Leave, Disability or Workers Compensation, the Employer will deduct taxes in accordance with Federal and State laws. 844 7. Notice of Intended Absence. Employees who are required to be absent from work for any reason will provide their immediate supervisor or designated representative 85

845 SECTION 5 EDUCATION with reasonable notice of such intended absence, and the reasons therefore. 846 A. Education Leave. (Registered Dietitians should refer to NCAL Appendix U for benefits in addition to those provided below.) 847 1. Eligibility, Accrual Rate and Maximum Accumulation. After the completion of one (1) year of service, regular Full Time Employees shall begin earning paid education leave at the rate of forty (40) hours per year and Part-Time Employees will accrue education leave on a pro-rated basis. 848 a.) NORTHERN CALIFORNIA REGION Accumulation. Education leave may be cumulative to a maximum of one hundred sixty (160) hours in Northern California. 849 b.) SOUTHERN CALFIORNIA REGION Accumulation. Education leave may be cumulative to a maximum of fortyeight (48) hours. 850 2. Programs Eligible for Paid Education Leave. Education programs, including home study programs, eligible for paid education leave include those sponsored by an educational institution, government agency, hospital, union or professional association and are subject to the following requirements: 851 a.) Related to Current Job. The courses, seminars, symposia are related to the Employee s current job or job field or 852 b.) Transfer or Promotion Opportunities. The courses, seminars, symposia are related to jobs to which the Employee can expect to transfer or promote or, if mutually agreed, such courses can be related to another job field or 853 c.) Degrees in Health Care. The courses lead to a degree in the health care field or, if mutually agreed, other job field or 86

854 d.) Licensure or Re-licensure. The courses, seminars, symposia are related to the Employee s current job, in the case of an Employee seeking licensure or re-licensure. 855 3. Scheduling of Education Leave. Because of the high priority and value the Employer and the Union have given to the education of Employees, the Employer will exercise every effort to grant requests for education leave. 856 a.) Education Leave Scheduled Independently of Vacation Scheduling. The scheduling of education leave shall be independent of and not related to the scheduling of vacations that may occur in a department. 857 b.) Reply to Requests for Education Leave. Requests for leave shall be made in writing and shall include the dates, hours, and the subject of the course. Within two (2) weeks of the Employee s request for education leave, the Employer will notify the Employee in writing of the granting or denial of the request. 858 c.) Use of Education Leave on Days Off. An Employee, on an annual basis, may use up to forty (40) hours of paid education leave, prorated for part-time Employees, to participate in education programs on his/her days off. 859 d.) Incremental Use of Education Leave. Paid education leave may be taken in full days (not to exceed the Employee s regularly scheduled shift) or in hourly increments. 860 i.) If four (4) or more hours of an education program fall within an Employee s normally scheduled shift, the Employee will be excused from his/her shift assignment. 861 ii.) If fewer than four (4) hours of education leave fall within an Employee s normally scheduled shift, the Employer shall have the option of excusing the Employee from his/her shift assignment or scheduling the Employee to work the remainder of his/her shift. 87

862 e.) Night Shift Employees. The Employer will make appropriate scheduling arrangements so that night shift Employees can take time off to attend courses held during the day. 863 4. Payment for Education Leave. The education course for which the Employee is requesting paid leave must meet the following criteria: 864 a.) The course must be approved prior to the Employee s beginning the course. 865 b.) The course announcement must accompany the Employee s request for education leave. 866 c.) The Employee must show proof of successful completion of the course. 867 d.) The course will not be used for the purposes of overtime calculation. 868 5. Use of Tuition Reimbursement Concurrently with Education Leave. Employees may use tuition reimbursement, to which they might otherwise be entitled, in conjunction with Education leave. 869 B. In-Service Education. 870 1. When an In-Service Education Program is provided by the Employer for Employees in a particular classification, the Employer will use its best efforts to ensure that the training sessions are available to all Employees in such classification. Such best efforts shall include offering the in-service education on each shift or another mutually acceptable alternative. 871 2. Other interested Employees may attend such programs when possible. 872 3. When an In-Service Education Program provided by the Employer qualifies for accreditation by the State for purposes of continuing education for re-licensure or recertification, the Employer will seek such accreditation, where CEUs are required by the job classification or required by the Employer. 873 C. Education and Training. The Union and the Employer agree that offering and promoting educational and training opportunities can prove to be a benefit to both the 88

Employee and the Employer. There is also agreement that the availability of appropriate training which enhances career mobility and provides avenues for Employee growth and development is desirable for both parties. The Employer shall make every reasonable effort to meet personnel needs by way of internal promotion and career development, and shall consider waiving work experience requirements for individuals who complete career development programs. 874 SECTION 6 JURY DUTY AND SUBPOENAS. 875 A. Pay. An Employee required to report for jury service or subpoenaed to appear as a witness in a judicial procedure arising out of his/her employment will be excused from work on such days and shall be paid for such time at his/her regular rate of pay including applicable premiums/differentials. 876 B. Adjustment of Schedule. When an Employee is called for such service, his/her schedule shall be adjusted accordingly, for scheduling purposes only, with no loss of pay, unless the Employee requests to maintain his/her current schedule. 877 C. Evidence of Attendance. The Employee must present his/her supervisor with a copy of the jury summons and evidence of attendance. 878 D. Return to Work. On any day of jury service in which an Employee is excused entirely or in sufficient time to permit the Employee to return to work for a minimum of one-half (1/2) his/her scheduled workday, he/she shall be required to do so. 879 SECTION 7 BEREAVEMENT LEAVE. 880 A. Benefit and Travel. When a death occurs in the immediate family of an Employee, he/she shall be entitled to time off of up to three (3) days with pay for deaths in the area and two (2) additional days with pay for travel of three hundred (300) miles or more for a funeral or memorial service. Additional time off will not be unreasonably denied. An Employee may use paid time off for such purposes. 881 B. Immediate Family. Immediate family is defined as: Spouse, Domestic Partner Parent, Step Parent, Parent In-Law, Step Parent In-Law, In loco Parentis 89

Child, Step Child, Legal Ward, Foster Child, Adopted Child Daughter, Step Daughter, Daughter In-Law, Step Daughter In-Law Son, Step Son, Son In-Law, Step Son In-Law Sister, Step Sister, Sister In-Law, Step Sister In-Law Brother, Step Brother, Brother In-Law, Step Brother In-Law Grandparent, Step Grandparent Grandchildren, Step Grandchildren Relative living in the same household 882 C. Conversion from Paid Time Off in Event of Bereavement. If an Employee is on paid time off and a death occurs in the immediate family, the Employee may convert the paid time off to Bereavement Leave. 883 D. Services for Others. The Employer will not unreasonably deny the Employee time off to attend or arrange for the funeral or memorial service of a person who is close to his/her. The Employee may take time off without pay or, at the Employee s request, use earned or accrued paid time off for such purposes. 884 E. Responsible Use of Benefit. The parties agree that this benefit will be used responsibly. 885 F. Rate of Pay. Pay for bereavement leave shall be at the Employee s regular straighttime rate of pay, including applicable shift premium/differential. 886 ARTICLE XVIII LEAVES OF ABSENCE 887 A. Eligibility for a Leave and Notice of Return. Employees shall be entitled to a leave of absence for illness, injury, or pregnancy, critical or chronic illness or death in the Employee s immediate family. Each Employee requesting a leave of absence shall be provided with a written explanation of his or her rights and responsibilities. Two (2) weeks written notification of a return from a leave of absence must be given to the Employer. Employees also may be entitled to leaves based on applicable laws or Employer policies. 888 B. Six (6) Month Eligibility. Leaves of absence without pay may be granted to Full Time, Part-Time, Limited Part-Time and On-Call Employees. An Employee must have at least six (6) calendar months of service in order to be considered eligible for a leave of absence without pay. However, in the case of disabilities 90

related to pregnancy, the six (6) month eligibility requirement is waived for the purposes of the Medical Leave of Absence. 889 C. Extensions to Leaves. Extensions to leaves may be granted for justifiable reasons. 890 D. Requests for Leaves of Absence; Response. All leaves of absence shall be requested in writing on a form provided by the Employer. The Employer will respond in writing no later than seven (7) workdays. 891 E. Personal Leave of Absence. Leaves of absence for compelling or personal situations may be granted to Employees at the discretion of the department manager and will not be unreasonably denied without adequate cause. A leave of absence without pay up to sixty (60) days with Management s approval may be granted to Employees for personal reasons. Personal Leave of Absence for situations covered by statutory Family Leave will not be considered until such Family Leave has been exhausted. 892 F. Federal Family and Medical Leave Act/California Family Rights Act. The Employer will comply with the provisions of the California Family Rights Act, as amended, and with the provisions of the Federal Family and Medical Leave Act, as amended. FMLA shall be recorded in accordance with the twelve (12) month rolling period. 893 G. Benefits While on Personal or Family and Medical Leaves. Premiums for continued Health Plan Coverage (including vision benefits, Mental Health Coverage and prescription drug), Dental Plan and Group Life Insurance Coverage during an authorized Personal Leave of Absence will be paid by the Employer for a period not to exceed thirty (30) days, provided that three (3) calendar months elapse between incidents of application. Coverage beyond thirty (30) days shall be paid by the Employee if continued coverage is desired. Premiums for continued Health Plan Coverage, Dental Plan Coverage and Group Life Insurance Coverage will be paid by the Employer during the entire period of an authorized Family Leave. 894 H. Medical Leave of Absence. Upon the exhaustion of accrued Sick Leave, leaves of absence without pay for non-industrial disabilities, including conditions related to pregnancy, shall be granted subject to the limitations of this Section, provided the Employee furnishes a physician s/designee s certification setting forth the necessity for such a leave and the anticipated duration of the disability. Recertification will be required at the expiration of each previous certification for continued eligibility. 91

895 1. NORTHERN CALIFORNIA REGION Duration of Medical Leaves. Employees shall be granted a Medical Leave of Absence up to six (6) months. 896 2. SOUTHERN CALIFORNIA REGION Duration of Medical Leaves. Employees with fewer than three (3) years of service shall be granted a Medical Leave of Absence up to one hundred twenty (120) days. Employees with three (3) years or more of service shall be granted a Medical Leave of Absence up to three hundred sixty (360) days. 897 a.) If an Employee takes a medical leave of absence, returns to work and returns to a medical leave of absence status within ninety (90) days, the leave is treated as one continuous leave subject to the maximum limit. 898 b.) If an Employee takes a medical leave of absence, returns to work for a period of at least ninety (90) days, then returns to medical leave of absence status, the leave is treated as a new leave of absence subject to the maximum limit. 899 I. Benefits While on Medical Leave. Health Plan Coverage (including vision benefits, Mental Health Coverage and prescription drug), Dental Plan and Group Life Insurance Coverage will be continued at the Employer s expense as follows: 900 1. NORTHERN CALIFORNIA REGION Duration of Benefits. During the first thirty (30) days of approved Medical Leave of Absence. 901 2. SOUTHERN CALIFORNIA REGION Duration of Benefits. During the entire period of an approved Medical Leave of Absence provided three (3) calendar months have elapsed between incidents of application. 902 J. Workers Compensation. 903 1. Request and Physician Certification. Employees will be provided an Occupational Injury or Illness Leave of Absence. Employees filing for an Occupational Injury or Illness Leave of Absence must complete a leave of absence request form and must also furnish a physician s certification setting forth the necessity for such a leave and the anticipated duration of the leave. Physician recertification will be required at the expiration of each previous certification for continued eligibility. 92

904 2. Return without Medical Restrictions. The Employer will place Employees released to return to work from an Occupational injury or illness without medical restrictions, in their former position at their regular rate of pay as soon as reasonable, not to exceed seven (7) days. 905 3. Return with Medical Restrictions. The Employer will place Employees released to return to work from an Occupational injury or illness on a temporarily restricted basis, in their former job, provided the Employee can perform the essential functions of the job with or without reasonable accommodations. 906 4. Return with Permanent Restrictions. The Employer will place Employees released to return to work from an Occupational injury or illness on a permanently restricted basis, in their former job (if it is available) or a comparable job (which may not be in their former department, shift or classification), provided the Employee is physically capable of performing the essential functions of the job with or without reasonable accommodations. The Employer will initiate the interactive process as required by State and Federal laws. If the Employee is unable to perform his/her former job, that Employee has the opportunity to bid on any job vacancy that he/she is physically capable of and qualified to perform per his/her medical restrictions and limitations. 907 5. Term of Leave. Employees will be provided an Occupational Injury or Illness Leave of Absence for up to a maximum of two (2) years. An Employee who exhausts the two (2) year Occupational Injury or Illness Leave of Absence and has not returned to work may be terminated, if not otherwise precluded by applicable laws. An Employee may be terminated prior to the end of the leave if such termination is not otherwise precluded by applicable laws. 908 a.) If an Employee takes an Occupational Injury or Illness Leave of Absence, returns to work and returns to a medical leave of absence status within ninety (90) days, the leave is treated as one continuous leave subject to the maximum limit. 909 b.) If an Employee takes an Occupational Injury or Illness Leave of Absence, returns to work for a period of at least ninety (90) days, then returns to medical leave of absence status, the leave is treated as a new leave of absence subject to the maximum limit. 93

910 c.) NORTHERN CALIFORNIA REGION Retention of Seniority. An Employee eligible for twelve (12) months industrial leave of absence who has been terminated due to his/her inability to return to work shall retain seniority as of that date for a period of an additional one (1) year. Such seniority may be utilized during the one (1) year period only for the purpose of bidding on vacancies for which he/she is qualified. 911 6. Return to Work Authorization. Upon release from the attending physician for occupational injury or illness the Employer may request that the Employee provide a return-to-work authorization containing the name of physician, signature, clarification of disability specifying the work restrictions, sufficiently to allow the Employer to make appropriate determination of jobs the Employee can perform, if any, and date released to return to work. 912 Nothing herein shall prohibit the Employer and the Union from mutually agreeing to reasonable accommodations for injured or disabled Employees. 913 7. Benefits While on Occupational Injury or Illness Leave. Employees on Occupational Injury or Illness Leave of Absences are eligible for Health Plan Coverage, life insurance, and (Southern California Region only) dental benefits for the time they are on leave. 914 Effective with workers compensation leaves of absence commencing on or after October 1, 2000, as provided for under the National Agreement, up to 1,000 hours of workers compensation leave(s) may be used toward determining years of service for purposes of meeting the minimum eligibility requirements for retirement or post-retirement benefits. 915 SOUTHERN CALIFORNIA REGION ONLY Effective January 1, 1981, relative to the pension plan, for absences due to industrial injury, service credit shall apply toward vesting and eligibility for pension benefits. 916 8. NORTHERN CALIFORNIA REGION Return to Work from Non- Occupational Injury Leave. 917 a.) Reinstatement. When an Employee returns to duty from an authorized leave of absence he/she shall be reinstated in the same 94

classification, position, unit, shift and number of hours in which he/she was employed before his/her absence; but if operational conditions have changed so that it is not reasonable to so reinstate him/her, the Employer will reinstate him/her in a classification that is as nearly comparable to his/her original classification as is reasonable under the circumstances. Prior notice of two (2) weeks of intent to return from a leave of absence must be given by the Employee to the Employee s supervisor as a condition of reinstatement to any position. 918 b.) Return to Another Job/Department. In the event the Employee has returned to a job in a department other than that from which he/she was granted his/her leave of absence, he/she shall retain his/her seniority for the purposes of bidding on vacancies in his/her prior department for a period of six (6) months or until he/she has declined a position in his/her prior department and classification, whichever occurs first. 919 c.) Advising Replacement Employees. All persons hired to replace Employees who are on a leave of absence shall be so advised and shall be informed of the approximate date the Regular Employee is expected to return from leave. 920 K. Minimum Benefits While on Unpaid Leave. Employees on a Personal, Family, Occupational and Medical Leave of Absence are eligible to accrue Vacation, Life Balance Days (if applicable), and Sick Leave for one (1) month. 921 L. Veteran Employment Rights and Reserve Encampment. 922 1. The Employer shall grant to each Employee who applies for reinstatement, after conclusion of his/her military service, such reinstatement rights as he/she shall be entitled to under the existing statutes. It is understood that the Employee must make application for reinstatement within the time limits specified under the law. All Employees will be afforded the opportunity to take a Military Leave of Absence in accordance with the Employer s current policy. The Employer will comply with the provisions of Uniformed Services Employment and Reemployment Rights Act (USERRA), as amended. 923 2. The Employer agrees that Employees on extended military duty will continue to accrue Vacation, Life Balance Days (if applicable), Sick 95

Leave, and other benefits in accordance with applicable Federal statutes. 924 3. In those cases where Employees are in reserve status and serve an annual two-week commitment, Employees may request and receive Vacation and Life Balance Days (if applicable) for the period of absence, if otherwise eligible. In no case will Employees receive pay, other than Vacation and/or Life Balance Days (if applicable), for military absence. 925 M. Replacements During Leave. All persons hired to replace Employees who are on a leave of absence shall be so advised and shall be informed of the approximate date the Employee is expected to return from leave. Such Employees shall retain their temporary status as defined for the duration of such individual leave. 926 ARTICLE XIX BENEFITS 927 SECTION 1 INSURANCE BENEFITS. 928 A. NORTHERN CALIFORNIA REGION Insurance Benefits. 929 (Registered Dietitians should refer to NCAL Appendix R for applicable Benefits by Design provisions.) 930 1. Health Insurance. 931 a.) Description of Health Coverage. The Employer shall provide Regular Employees and their eligible dependents the following benefits: Kaiser Foundation SS Health Plan Office Visits ($5.00 co-pay) Hospital-Surgical-Medical Benefits Psychiatric Plan ($5.00 co-pay/20 reimbursed visits) Pre-Paid Maternity Durable Medical Equipment Coverage Optical Plan Drug Program N Benefit ($5.00 co-pay) 932 b.) Alternate Medical Plan. As another option to the health coverage described, the Employer shall offer the alternate medical plan and the Drug Program Benefit ($5.00 co-pay) to eligible Employees/Retirees and their eligible dependents. 96

933 c.) Eligible Dependents. Eligible dependents are defined as follows: 934 i.) Spouse or Eligible Domestic Partner 935 ii.) Unmarried Children Up to Age Twenty-Five (25) 936 iii.) Special Dependent Children (mentally and/or physically handicapped) regardless of age, provided such disability or handicap occurred prior to the dependent s twenty-fifth (25 th ) birthday. Annual certification may be required. 937 d.) Ineligible Dependents. An Employee s dependents who receive Kaiser Foundation Health Plan coverage with benefits at least equal to the above through another source will be ineligible for Employerpaid dependent coverage. 938 e.) Maintenance of Benefits. The Employer agrees to pay any additional premium payments required to maintain the benefits described above. 939 f.) Effective Date of Coverage and Termination. Hospital-medical-surgical and drug coverage for Employees and dependents shall become effective the first (1 st ) day of the month following the date the Employee becomes a Regular Employee. Health Plan coverage terminates at the end of the month in which the Employee terminates, at the end of the month upon transfer to an ineligible status, or in accordance with leaves of absence policies. 940 g.) Change of Plans. An Employee may change from one plan to another by submitting notice in writing to Human Resources at least thirty (30) days prior to any January 1. 941 h.) Retiree Coverage at Age Sixty-five (65). Kaiser Permanente shall provide the Senior Advantage retiree medical plan (the health plan described above minus optical benefits) to Employees who retire with at least fifteen (15) years of service under the Retirement Plan and are age sixty-five (65) or older. 942 i.) Retiree Coverage Integrated with Medicare. Kaiser Permanente shall provide the Senior Advantage Plan or the alternate medical plan coverage integrated with 97

Medicare to Employees who retire with at least fifteen (15) years of service under the Retirement Plan and who retire under the normal, disability and postponed provisions of the pension plan and who are eligible for and participating in Parts A and B of Medicare. Employees retiring under the early or disability provisions of the pension plan shall become eligible for the Kaiser Foundation Health Plan Senior Advantage coverage (or the dual choice option, if accepted by the Administrator) upon becoming eligible for and participating in Parts A and B of Medicare. Early and disability retirees are not required to maintain Kaiser coverage during the period from early retirement to age sixty-five (65) in order to qualify for coverage at age sixtyfive. 943 j.) Retiree Coverage Eligible Dependent s Obligation. Dependents of retirees who are not yet Medicare-eligible must enroll in Kaiser Permanente s Senior Advantage Plan as soon as they become eligible in order to maintain health plan coverage. A retiree s spouse/domestic partner must enroll in Parts A and B of Medicare upon eligibility. Retirees and their dependents are required to enroll in the Senior Advantage Plan upon becoming Medicare-eligible. 944 k.) Retiree KP Provider Requirement. Retirees covered by Senior Advantage must receive all medical care at Kaiser Permanente facilities in order to receive benefits. 945 l.) Retirees Who Move Outside the KP Service Area. If individuals covered under this plan move outside the Kaiser Permanente service area, and do not elect the alternate medical plan, Kaiser Permanente will offer its Outof-Area Group plan. However, such Medicare-eligible retirees and their dependents will be required to pay that amount of the Out-of-Area retiree group rate which is in excess of the Health Plan retiree group rate in effect on January 1 of each year. 946 m.) Employees Hired before October 26, 1986. Employees hired before October 26, 1986, with fifteen (15) years of service under the Retirement Plan, shall receive optical benefits in addition to the Senior Advantage Plan. 947 n.) Employees Retired before January 1, 2003. See Side Letter in NCAL Appendix O. 98

948 2. Life Insurance. Regular Employees shall receive five thousand ($5,000) Group Life Insurance and five thousand ($5,000) Accidental Death and Dismemberment coverage paid by the Employer. Coverage shall begin the first day of the calendar month following the date the Employee becomes Regular. 949 3. Dental Insurance. 950 a.) Basic Coverage. An Employer-paid Dental Program will be provided to all Regular Employees, their spouses/domestic partners, and their eligible dependent children up to age twenty-five (25) provided such Employees have been continuously employed as Regular Employees for six (6) or more continuous months. The basic dental plan shall be for covered services at the rate of ninety percent (90%) of usual, reasonable and customary fees, except for fifty percent (50%) reimbursement for bridges and dentures. 951 b.) Claims Disputes. The Employer will provide a central area for resolving difficulties in processing claims and the Union may designate a representative to assist in the expediting of these problems with the dental insurance carrier. 952 c.) Orthodontia Coverage. Orthodontia coverage for dependent children to age eighteen (18) at fifty percent (50%) of usual, reasonable and customary charges for corrective procedures only to one thousand ($1,000) lifetime maximum, will be provided at the Employer s expense. 953 d.) Coordination of Benefits. If Employees and eligible dependents entitled to dental benefits under this Agreement are also entitled to dental benefits under another group plan, benefits from this plan will be coordinated with the benefits from any other group plans so that up to one hundred percent (100%) of the allowable expenses incurred during a benefit year will be paid jointly by the plans. An allowable expense is any necessary, reasonable and customary item of dental expense covered in full or in part under any one of the group plans involved. This plan will always pay either its regular benefits in full or a reduced amount which when added to the benefits payable by other group plans, will equal one 99

hundred percent (100%) of allowable expenses during each benefit year. Also in cases where an Employee is entitled to Dental Benefits under this Agreement in his/her own right and also as a dependent of another Employee in this same plan, such coordination of benefits shall be applicable. 954 4. Limited Part-Time Employee Coverage and 75 Percent Obligation. A Limited Part-Time Employee whose regular predetermined work schedule is at least eight (8) hours per week may purchase at his/her own expense through payroll deduction the same Kaiser Foundation Health Plan coverage available to Regular Employees under this Agreement provided that a minimum of seventy-five percent (75%) of all eligible Limited Part-Time Employees in the Region elect to purchase and continue to purchase such Health Plan coverage. Coverage will be offered on the Health Plan s three-rate structure. At any time participation falls below seventyfive percent (75%) of the group of eligible Employees such coverage shall be discontinued. There shall be an annual enrollment period during which these eligible Limited Part-time Employees may elect to purchase the coverage. 955 5. Complete Details on Benefits. This Agreement contains only a summary of benefit plans. Complete details concerning these benefits are contained in the appropriate provider contracts, plan documents or summary plan descriptions which are provided to the Union. Summary plan descriptions shall be provided by the Employer to Employees upon request. (Also refer to the National Agreement for additional information regarding insurance.) 956 B. SOUTHERN CALIFORNIA REGION Insurance Benefits. 957 1. Health Plan Coverage. 958 a.) Employee and Dependents Coverage. An Employee who is regularly scheduled to work twenty (20) hours or more per week and eligible dependents and/or eligible domestic partner will be eligible for Employer-paid Kaiser Foundation Health Plan Coverage. Health Plan Coverage for eligible Employees and their dependents and/or domestic partner will become effective the first (1 st ) day of the calendar month following date of hire. Eligible dependents will include spouse or eligible domestic partner 100

and unmarried children up to age twenty-five (25) effective January 1, 2001, and special dependent children (mentally and/or physically handicapped) regardless of age provided such disability or handicap occurred prior to the special dependent child turning age twenty-five (25). Annual certification of handicap, retardation and dependency may be required by Kaiser Foundation Health Plan. 959 Health Plan Coverage includes a prescription drug program, a durable medical equipment benefit, a vision care program, a post-surgical breast prosthesis for mastectomies, an alcoholism and drug dependency benefit, a Coordination of Benefits (COB) provision and Mental Health Coverage. Effective August 1, 1996, there will be a five dollar ($5.00) co-payment for each doctor s office visit and each prescription. Effective January 1, 2001, office visits for Mental Health will have a five dollar ($5.00) co-payment per visit after twenty (20) visits in a calendar year. Effective January 1, 2002, all office visits for Mental Health will have a five dollar ($5.00) co-payment; however, Employees will be reimbursed for the first twenty (20) visits in a calendar year. The application of co-payments to medical services is governed by the applicable service agreements. 960 Health Plan Coverage terminates at the end of the month in which the Employee terminates or at the end of the month upon transfer to an ineligible status, or in accordance with the leaves of absence policies contained in Article XVIII. 961 b.) Health Plan Coverage for Retirees. Employees who retire under the early retirement provision of the Kaiser Permanente Southern California Employees Pension Plan (have a minimum of fifteen [15] years of service and are at least age fifty five [55]) will receive Employer-paid Health Plan Coverage at age sixty-five (65). However, effective January 1, 2002, early retirees who have completed ten (10) years of service preceding January 1, 1990, will be eligible for Employer-paid Health Plan Coverage at their early retirement date. Employer-paid coverage which includes a prescription drug program, shall be provided only to the Employee who elects a normal retirement or the early retiree who reaches age sixty-five (65). For Employees hired after April 1, 1984, Employerpaid coverage coordinated with Medicare shall be provided for normal or postponed retirement provided the Employee has fifteen (15) or more years of service. In the event of 101

disability retirement, the Employee shall receive Employerpaid coverage upon retirement. Employees who retire and/or become eligible for Kaiser Foundation Health Plan Coverage on or after August 1, 1996, will have a five dollar ($5.00) co-payment for each doctor s office visit and each prescription. Effective January 1, 2001, office visits for Mental Health will have a five dollar ($5.00) co-payment per visit after twenty (20) visits in a calendar year. Effective January 1, 2002, all office visits for Mental Health will have a five dollar ($5.00) co-payment; however, Employees will be reimbursed for the first twenty (20) visits in a calendar year. 962 The Employer shall provide Employer-paid Coverage to the spouse or eligible domestic partner of the retiree who meets the eligibility requirements as set forth in paragraph 961. Upon the death of the retiree, Health Plan Coverage shall continue for the spouse or eligible domestic partner until remarriage/recommitment or death. 963 The retiree and spouse or eligible domestic partner must enroll in Part B of Medicare when first eligible. The Employer shall reimburse the cost of Medicare on a periodic basis for all Employees who retired prior to April 1, 1989. Spouses or eligible domestic partners are eligible for Medicare reimbursement. 964 The Employer will provide Employer-paid Coverage for eligible dependent children until limiting age and eligible special dependent children of the retiree who meet the eligibility requirements set for in paragraph 961 for the lifetime of the covered retiree. 965 The Employer will make available an alternative health plan to all eligible retirees and eligible dependents who reside outside of the Southern California Health Plan service area. For retirees who are eligible for Employer-paid Retiree Health Plan and who move to another Kaiser Permanente Region, the retiree will be required to participate in the outof-region plan. The retiree, spouse or domestic partner, will be required to assign Medicare, when applicable. For retirees who are eligible for Employer-paid Retiree Health Plan and who move to an area not served by Kaiser Permanente, an out-of-area plan is available. The retiree also has the option of maintaining their Southern California Kaiser Permanente Retiree Heatlh Plan. Retirees who reestablish residence within the service area must withdraw 102

from the alternative health plan upon return to the available Kaiser Foundation Health Plan Coverage. Withdrawal will be effective the end of the month following within sixty (60) day after written notification of return to the Southern California Health Plan service area. Premiums for the alternative health plan will not exceed the premiums for Kaiser Foundation Health Plan Coverage. 966 c.) Health Plan Coverage Coordinated with Medicare (Eligibility On or After April 1, 1990). Effective April 1, 1990, the Employer will provide Kaiser Foundation Health Plan coverage coordinated with Medicare to all eligible retirees and/or spouses or eligible domestic partner who become eligible for Medicare on or after April 1, 1990 at the time of Normal or Postponed retirement or when first eligible after Early or Disability retirement. Should the retiree and/or spouse or eligible domestic partner elect nonenrollment or to disenroll in the current Medicare coordinated Health Plan coverage program, the retiree must pay the difference between the Employer s cost for the Medicare coordinated program and the non-medicare coordinated coverage premiums. 967 d.) Health Plan Coverage Coordinated with Medicare (Eligibility Prior to April 1, 1990). Employer will offer Employer-paid Kaiser Foundation Health Plan coverage coordinated with Medicare to all retirees (and spouses) who become eligible for Medicare prior to April 1, 1990. Retirees who elect not to enroll in this current program will continue to receive Employer-paid Health Plan coverage, with no change in benefits. Following enrollment in the current Medicare coordinated program, if said retiree residing in the Southern California service area elects to disenroll, the retiree will receive non-medicare coordinated Coverage and must pay the difference between the Employer s cost for the current Medicare coordinated program and non-medicare coordinated coverage premiums. 968 e.) Health Plan Coverage for Parents. The Employer acknowledges that parents of its Employees may purchase Kaiser Foundation Health Plan Individual Coverage subject to the restrictions of that plan. Alternative coverage is provided for in the National Agreement. 103

969 f.) Health Plan Changes. The Employer agrees that if any changes in the Kaiser Foundation Health Plan Coverage benefits were proposed, a letter outlining these changes would be given to the Union. This letter would be a letter of information only and would not connote that any negotiations or mutual agreement would be required before these changes were made effective. 970 g.) Coverage During Hospitalization for Terminated Employees. The Employer agrees that Employees with six (6) months or more service credit who were hospitalized due to serious injury or illness and who were terminated during that period of hospitalization would continue to have coverage provided during that specific period of hospitalization. 971 2. Dental Plan. Employees regularly scheduled to work twenty (20) hours or more per workweek and their eligible dependents and/or eligible domestic partner will be eligible for dental coverage. Eligible Employees and their dependents will have Employer-paid Dental Plan Coverage become effective on the first day of the calendar month following an Employee s completion of six (6) months of eligible employment. Eligible dependents will include spouse or eligible domestic partner and unmarried children up to the limiting age of twenty-five (25) and special dependent children (mentally and/or physically handicapped) regardless of age provided such disability or handicap occurred prior to the special dependent child turning age twenty-five (25). Annual certification of handicap, retardation and dependency may be required. 972 The Employer agrees to maintain the level of benefits at seventy percent (70%) of usual, reasonable and customary rates for basic services, and effective April 1, 1997, at fifty percent (50%) for major services. An orthodontia program shall be included in the dental plan. The plan will be maintained on the basis of fifty percent (50%) co-payment of the dentist s regular and customary fee for orthodontia services to eligible dependent children who initiate such services prior to their eighteenth (18) birthday. The maximum plan obligation for such services is one thousand dollars ($1,000) per person. 973 An eligible Employee (as established in paragraph 971) shall receive a diagnostic and preventative benefit which will pay one hundred percent (100%) of usual, customary and reasonable charges for the following procedures: 104

a.) b.) c.) d.) e.) f.) Prophylaxis (twice every calendar year). Fluoride treatment Examinations Full-mouth x-rays (once every 3 years). Bite-wing x-rays (twice every calendar year) Space maintainers (for patients under 18 years of age). 974 Effective June 19, 1996, eligible new hire Employees are required to select a prepaid Dental Plan during their first three (3) of continuous employment. In subsequent open enrollment periods, they may elect to participate in the Delta Dental Plan. 975 3. Life Insurance. For Employees scheduled thirty-two (32) or more hours per week, the Employer-paid life insurance benefit will be $6,000 (includes a $6,000 Accidental Death and Dismemberment benefit and $6,000 Total and Permanent Disability benefit). Coverage will be effective on the latter of the sixty-first (61 st ) day of continuous employment after date of hire or the date when first eligible for coverage. In order for the coverage to be effective, the Employee must be actively at work on the sixty-first (61 st ) day of employment, or the date when first eligible for coverage. If the Employee is not at work on the sixty-first (61 st ) day of employment, or the date when first eligible for coverage, coverage is deferred until he or she returns to active employment. In addition, the Employer offers the following optional life insurance programs for Employees scheduled to work thirty-two (32) or more hours per week: Program Optional Life Accidental Death and Dismemberment Program 1 $10,000 $10,000 Program 2 $20,000 $10,000 Program 3 $30,000 $10,000 Program 4 $40,000 $10,000 976 The Employee must elect to purchase the optional life insurance within thirty-one (31) days of the latter of the date of hire, or the date when first eligible for coverage. Coverage will be effective on the latter of the sixty-first (61 st ) day of continuous employment after date of hire, or the date when first eligible for coverage. If the Employee is not at work on the sixty-first (61 st ) day of employment, or the date when first eligible for coverage, coverage is deferred until he or she returns to active employment. Employees who wish to elect coverage at a future date must provide proof of insurability in order to purchase optional life insurance coverage. 105

977 If an Employee becomes totally and permanently disabled while covered under the life insurance plan, life insurance in force at the time of the commencement of the total and permanent disability shall be paid out in monthly installments in accordance with the provisions of the plan. Life insurance will continue during the period of total and permanent disability in accordance with the provisions of the plan. 978 The Employer shall grant Employees eligible for life insurance coverage pursuant to paragraph 975 above and who retire under the Early, Normal or Postponed terms of the Kaiser Permanente Southern California Employees Pension Plan two thousand dollars ($2,000) life insurance coverage. 979 4. Survivor Benefit/Coverage. Effective April 1, 1994, each full-time Employee will be provided with a Survivor Benefit equal to one (1) month s base salary. This benefit is payable to a designated beneficiary during the period immediately following the death of the Employee. Regularly scheduled part-time Employees will be provided a prorated benefit. 980 In the event an Employee, who has fifteen (15) years of service, and who has met the eligibility requirements for Early, Normal or Postponed retirement dies while actively employed, Kaiser Foundation Health Plan Coverage will be provided to the spouse or eligible domestic partner when said deceased Employee would have been eligible for Coverage, provided the spouse or eligible domestic partner has not remarried/recommitted, and will continue until remarriage/recommitment or death. Coverage will continue for eligible dependent children until they reach limiting age. Upon the death of the Employee, a Special Dependent Child who is beyond limiting age will be given the option to convert to direct pay and COBRA continued Coverage. 981 The preceding fifteen (15) year service requirement shall apply to Employees hired on or after April 1, 1984 who die while actively employed after reaching their Normal or Postponed retirement date. Employees who were hired before April 1, 1984 and die while actively employed after reaching their Normal or Postponed retirement date are not subject to the fifteen (15) year service requirement. 982 Survivor coverage for Employees who die while actively employed on or after their Early retirement date will commence when the deceased Employee would have been eligible for Health Plan Coverage pursuant to paragraph 962. 106

983 5. Exclusions and Limitations. Coverage, limitations and exclusions of the foregoing Health Plan, Dental Plan, Life Insurance Plan, Pension Plan and Disability Plan are established by the Employer s agreements with the applicable insurance plans, health and dental plans, and the Pension Plan. 984 6. National Agreement Provisions. The National Agreement should be consulted concerning additional or alternative benefits or benefit levels. 985 SECTION 2 PENSION 986 A. NORTHERN CALIFORNIA REGION Pension Plan. (Registered Dietitians should refer to NCAL Appendix W for applicable pension provisions.) 987 1. KP Defined Benefit Pension. All Regular Employees are eligible to participate in the Kaiser Permanente Employees Pension Plan after twelve (12) months of service. Major benefit provisions of the Plan are described below. A full description of the Plan is contained in a separate summary distributed to all Employees upon request. The National Agreement contains additional information regarding pensions. 988 2. Vesting and Years of Service Defined. Any calendar year in which an Employee receives pay for one thousand (1,000) or more hours of employment with the Kaiser Permanente Medical Care Program is a year of service. Years of service determine eligibility for the Normal Pension, Early Pension, Disability Pension and Deferred Vested Pension. An Employee is vested after five (5) years of service. 989 3. Benefit Amount and Years of Credited Service Defined. 990 a.) Full Credited Service for Years Spent as Full-Time Employees. Years of Credited Service determine the pension benefit amount. Any calendar year in which an Employee receives pay for one thousand eight hundred (1,800) or more hours of employment with the Medical Care Program is a year of Credited Service. 991 b.) Partial Credited Service for Years Spent as a Part Time, Limited Part-Time, Temporary, and On Call Employee In any calendar year in which an Employee is paid for less than one thousand eight hundred (1,800) hours, but more 107

than one thousand (1,000) hours, he/she shall receive partial Credited Service. 992 4. Normal Retirement. A vested Employee is entitled to a Normal Monthly Pension if he/she retires on his/her sixty-fifth (65th) birthday. The Normal Pension for Employees upon retirement is computed as follows: 993 a.) For each year of Credited Service, the Employee shall receive 1.45 percent of his/her average monthly base wages of the highest sixty (60) consecutive months within his/her last one hundred twenty (120) months of employment. 994 b.) The month immediately before a month(s) in which the Employee had no compensated hours of employment and the month immediately after such a period are considered to be consecutive months of employment. 995 c.) If an Employee s highest sixty (60) consecutive months were worked in a Limited Part-Time, On Call or Temporary status, his/her average monthly base wages shall be calculated by his/her base rate without the pay in lieu of benefits premium. 996 5. Postponed Retirement. An Employee is entitled to a Postponed Pension if he/she retires after his/her sixty-fifth (65th) birthday. The Postponed Pension is computed in the same manner as a Normal Pension. 997 6. Early Retirement. An Employee is entitled to an Early Pension if he/she retires after his/her fifty-fifth (55th) birthday and has ten (10) or more years of service. The Early Pension is computed in the same manner as a Normal Pension but shall receive a reduced benefit for starting payments prior to age sixty-five (65). 998 7. Disability Retirement. An Employee is entitled to a Disability Pension if he/she is eligible for and receives disability income benefits under Title II of the Social Security Act when he/she retires and has ten (10) or more years of service. Eligibility for a Disability Pension is subject to periodic review by the Administrative Committee of the Plan. The Disability Pension is computed in the same manner as a Normal Pension, but does not receive a reduced benefit for starting payments prior to age sixty-five (65). 108

999 8. Deferred Vested Pension. 1000 a.) An Employee is entitled to a Deferred Vested Pension if his/her employment terminates and he/she has completed five (5) or more years of service. If such Employee dies prior to receiving benefits and is survived by a spouse, the spouse will receive a monthly benefit equal to the amount that would have been payable if the Employee had retired the day before his/her death and elected the joint and survivor method of payment with a fifty percent (50%) continuation to the survivor. The Deferred Vested Pension is computed in the same manner as a Normal Pension. Payments commence at age sixty-five (65), subject to filing a retirement application. 1001 b.) An Employee hired before January 1, 1976 is entitled to a Deferred Vested Pension if, at termination, his/her age and service totals sixty-five (65) years or more. 1002 9. Survivor Annuity. An Employee who has attained five (5) or more years of service is entitled to survivor annuity coverage. If such an Employee dies prior to retirement, and is survived by a spouse, the spouse will receive a monthly benefit equal to the amount that would have been payable if the Employee had retired the day before his/her death and elected the joint and survivor method of payment with a fifty percent (50%) continuation to the survivor. 1003 10. Payment. Pensions are paid monthly under a method of payment elected by the Employee. The Employee may elect a life annuity, a joint and survivor annuity, a guaranteed years of payment annuity, an annuity which together with Social Security provides level payments before and after Social Security begins, or a single sum. If the method of payment is other than a life annuity, the amount of the payment will be actuarially adjusted. 1004 11. Reinstatement of Benefits. If an Employee terminates employment and is re-employed, all prior service and Credited Service is reinstated upon re-employment. 1005 12. Voluntary Employee Contributions. An Employee who is eligible to participate in the Plan may provide for a supplementary retirement income financed by voluntary Employee contributions. 109

1006 13. Cost. The cost of the Plan will be paid entirely by the Employer whose contributions are deposited in trusts created by the Employer. 1007 14. Administration. The Plan is administered by a pension committee appointed by the Employer. Contributions to the Plan are held in trust funds established by the Employer. 1008 15. Statement of Benefits. Upon request an Employee shall receive an accounting of his/her current pension status. 1009 16. Salary Deferral Retirement Plan. All Employees shall be eligible for the Kaiser Permanente Salary Deferral Retirement Plan (KPSDR), which allows tax-deferred contributions to a 401(k) type retirement plan. 1010 17. Additional Defined Benefit Pensions. In addition, each year of employment with a member hospital of the Federation of Bay Area Hospital Retirement Plans and any member of the Affiliated Hospitals of San Francisco is a year of service if an Employee had one thousand (1,000) or more hours of employment in such year and if the period between termination or commencement of employment with the Kaiser Permanente Medical Care Program and termination or commencement of employment with such member hospital does not exceed ninety (90) days. Any pension payable under this Plan will be reduced by the amount of any pension payable under any other plan maintained by, or to which contributions are made by the Employer to the extent that such benefits are attributable to the same period of service. 1011 B. SOUTHERN CALFIORNIA REGION Pension Plan. 1012 1. KP Defined Pension Benefit. Each Employee becomes a participant of the Kaiser Permanente Southern California Employees Pension Plan on date of hire. It was agreed that effective November 1, 1978, the Employer shall improve the benefits to those Employees who retire under the Kaiser Permanente Southern California Employees Pension Plan subsequent to that date as follows: 1013 a.) Effective April 1, 1982, Employees who retire beyond age sixty-five (65) will have their earned pension benefits 110

computed based upon their benefit level in effect at age of retirement and credited service attained at retirement. 1014 b.) Substitute a Final Average Pay Plan for the Career Average Plan for Employees retiring after November 1, 1978. 1015 i.) Final Average Pay is the monthly average of an Employee s base wages over the highest sixty (60) consecutive months of compensation in the last one hundred twenty (120) months of employment. 1016 ii.) Normal monthly retirement income shall be 1.4% of final average pay multiplied by years and months of credited service with no integration with Social Security. 1017 iii.) Any calendar year in which an Employee receives pay for 1,000 or more hours is a year of service which is used to determine eligibility for vesting and an employee s eligibility for early, normal, postponed or disability retirement, or for Deferred Vested Pension benefits. In years when the Employee attains fewer than 1,000 compensated hours, prorated service will be given. 1018 iv.) Each calendar year in which an Employee receives pay for 2,000 hours or more is a full year of credited service which is used to determine benefits. Partial years of credited service are counted for calendar years in which an Employee receives pay for less than 2,000 hours. 1019 c.) If benefits accrued prior to October 31, 1978, under the present career average plan exceed benefits as calculated under the final average plan for the same period, retirement income shall be the sum of benefits as calculated under the present plan up to October 31, and benefits calculated under the final average plan for service on or after November 1, 1978. 1020 d.) Effective April 1, 1985, the monthly pension benefit will be increased by twenty-five dollar ($25) per month for all retirees who have retired prior to April 1, 1985. 111

1021 e). Effective April 1, 1990, Employees who retired prior to 1982 will receive an additional fifty dollars ($50) per month to their pension. 1022 f). Effective April 1, 1994, Employees who retired prior to April 1, 1990 will receive an additional fifty dollars ($50) per month to their pension. 1023 Effective April 1, 1983, for Employees who remain in employment after they become eligible for early or normal retirement, the Employer will provide a special death benefit for their spouse. If the Employee were to die before actual retirement, the spouse of the deceased Employee will receive a pension benefit calculated as if the Employee had retired on the day before his/her death and had elected a Joint and Survivor annuity with a fifty percent (50%) continuation for the survivor. 1024 Effective January 1, 1988, the Employer will provide a qualified preretirement survivor annuity to active Employees vested in the Kaiser Permanente Southern California Employees Pension Plan at no cost to the Employee. This benefit provides an annuity to the spouse of an Employee who dies prior to retirement. The spouse will receive a benefit calculated as if the Employee retired the day before death and elected a joint and survivor annuity with a fifty percent (50%) continuation to the survivor. 1025 Effective January 1, 1999, pension plan survivor benefits will be payable to an eligible domestic partner. This benefit provides an annuity to the surviving eligible domestic partner of an active Employee who dies and is vested in the pension plan. This surviving eligible domestic partner will receive a benefit calculated as if the Employee retired the day before death and elected a Joint and Survivor Annuity with a fifty percent (50%) continuation to the survivor. Effective January 1, 2002, this benefit will be payable immediately and must commence by the December 31 st following the calendar year in which the Employee died. 1026 Effective January 1, 2001, if a vested Employee dies and does not have a surviving spouse or surviving eligible domestic partner, monthly survivor benefits will be payable to an eligible non-spouse survivor qualified dependent for a period of ten (10) years. 1027 2. Tax Deferred Retirement Savings Plan. The Employer will establish voluntary tax deferred retirement savings plans authorized by the Internal Revenue Code. The plans are established by Kaiser Foundation Health Plan, Inc. and the 112

future of the plans and their provisions will be determined by Kaiser Foundation Health Plan, Inc. 1028 3. Exclusions and Limitations. Coverage, limitations and exclusions of the foregoing Health Plan, Dental Plan, Life Insurance Plan, Pension Plan and Disability Plan are established by the Employer s agreements with the applicable insurance plans, health and dental plans, and the Pension Plan. 1029 Benefit administration for domestic partners will be in accordance with the Employer s policies and guidelines regarding domestic partners. 1030 4. National Agreement Provisions. The National Agreement should be consulted concerning additional or alternative benefits or benefit levels to those indicated within this Article. 1031 SECTION 3 PENSION SERVICE WHILE ON WORKERS COMPENSATION LEAVE OF ABSENCE 1032 Employees receive pension service for time spent (up to one thousand [1,000] hours) on a Workers Compensation leave of absence. The Workers Compensation leave of absence hours will count for pension service as well as towards meeting the eligibility requirement for post-retirement benefits such as company-paid retiree health plan and life insurance. The number of Workers Compensation leave of absence hours eligible to be counted toward pension service will be based on the Employee s scheduled work hours at the commencement of the Employee s Workers Compensation leave. A maximum of one thousand (1,000) Workers Compensation leave of absence hours may be used throughout the career of the Employee with Kaiser Permanente. 1033 SECTION 4 INCOME PROTECTION 1034 A. Eligibility. Benefit eligible Employees scheduled to work twenty (20) or more hours per week will be provided with an Income Protection Plan. 1035 B. Minimum Benefit. 1036 1.) NORTHERN CALIFORNIA REGION. The benefit will be equal to either fifty percent (50%) of the Employee s base wages, sixty percent (60%) if integrated with a statutory plan (e.g. State Disability Insurance, Workers Compensation, etc.) or one hundred (100%) if the Employee is on an approved rehabilitation program. 113

1037 2.) SOUTHERN CALIFORNIA REGION. The benefit will be equal to either fifty percent (50%) of the Employee s base wages, sixty percent (60%) if integrated with a statutory plan (e.g. State Disability Insurance, Workers Compensation, etc.) or seventy percent (70%) if the Employee is on an approved rehabilitation program. 1038 If the Employee is part-time, the benefits will be prorated according to the Employee s scheduled hours. The minimum integrated benefit for full time Employees (prorated for part-time employees) provided by the program during the first (1st) year of disability will be one thousand dollars ($1,000.00) per month. 1039 C. Benefit for Employees with Fewer than Two (2) Years of Service. Employees with fewer than two (2) years of service will receive the benefit commencing upon the exhaustion of his/her Sick Leave or eligibility for State Disability Insurance (i.e. the first [1st] day of hospitalization or eighth [8th] day of illness/injury), whichever occurs later, and will continue to receive the benefit for up to one (1) year from the date of disability with continued medical certification. 1040 D. Benefit for Employees with Two (2) or More Years of Service. 1041 1.) NORTHERN CALIFORNIA REGION. Employees with two (2) or more years of service will receive the benefit commencing three (3) months from the date of disability and will continue to receive the benefit for up to five (5) years from the date of disability with continued medical certification. 1042 2.) SOUTHERN CALIFORNIA REGION. Employees with two (2) or more years of service will receive the benefit commencing upon the exhaustion of Sick Leave or three (3) months from the date of disability, whichever occurs later, and will continue to receive the benefit for up to five (5) years from the date of disability with continued medical certification 1043 E. Other Applicable Provisions of the Benefit. Benefits due to psychologically related disabilities and alcohol/drug abuse are limited to a maximum of three (3) years from the date of disability. The Duration of Benefits Schedule will apply to Employees who are sixty (60) years old or older who become disabled while eligible for this program. 114

1044 ARTICLE XX UNION STAFF REPRESENTATIVES AND SHOP STEWARDS 1045 SECTION 1 UNION STAFF REPRESENTATIVES AND SHOP STEWARDS 1046 A. Union Staff Representatives. 1047 1. Access At Any Operational Time. A duly authorized Union Staff Representative shall have access to the facility at any operational time for the purpose of observing working conditions, monitoring compliance with this Agreement or following-up on inquiries and concerns of bargaining unit Employees. 1048 2. Additional Right of Access. It is understood by the parties that Union Staff Representatives have legal obligations as Employee representatives and, as such, have access rights beyond those of the public and other non- Employees. 1049 3. Obligations of Union Staff Representatives. Union Staff Representatives will abide by patient confidentiality, infection control, and other Employer policies applicable to Employees when using their access rights. 1050 4. Union Representative Badge. When entering any of the Employer's facilities, Union Staff Representatives will wear their Union Representative badge issued by the Employer or the Union. 1051 5. Conferring With Employees. Union Staff Representatives may confer with an Employee and/or his/her supervisor or an Employer representative on Employer time in connection with a complaint or problem concerning the Employee, but such conference should not interfere with the work of the Employee or the delivery of patient care. 1052 B. Union Shop Stewards. 1053 1. Notice of Names of Authorized Stewards. Periodically, the Union will notify the Employer in writing the names of the duly authorized Union Shop Stewards. 1054 2. No Discrimination. The Employer agrees that there will be no discrimination against the Shop Steward because of Union activity. 115

1055 3. Leaving Work Area to Conduct Union Business. Shop Stewards will obtain permission from their immediate supervisor before leaving their work area to conduct Union business. Stewards shall not lose pay because of their participation in activities related to grievances, investigations or disciplinary meetings. 1056 SECTION 2 CONTRACT SPECIALIST 1057 A. Implementation of Position. In conformance with the criteria, procedures and timelines established by the National Agreement, the Employer will implement the Contract Specialist position. 1058 B. Appointment by Union. Contract Specialists are appointed and directed by the Union s Director of the Kaiser Division. The Employer may provide input in the selection process but the decision as to who is appointed will rest with the Union s Director of the Kaiser Division. 1059 C. Role of Contract Specialist. Primarily, the role of the Contract Specialist is to assist stewards in the administration of the Collective Bargaining Agreement at the direction of the Union, including but not limited to processing grievances, training stewards, attending investigatory meetings etc., thus assisting stewards to participate more fully in Labor/Management Partnership activities. The position of Contract Specialist is not intended to replace the role of the stewards. 1060 D. Pay and Term of Service. The Contract Specialist is paid by the Employer at straight time for lost time at his/her current rate of pay and continues to be eligible for all benefits and wage increases, but will not receive overtime for work related to Union activities. In order to provide as many stewards the opportunity to participate in this program during the term of the current Collective Bargaining Agreement, a Contract Specialist will serve in this capacity up to a maximum of one (1) un-renewable term of twelve (12) months and then must return to his/her former position. 1061 SECTION 3 BULLETIN BOARDS 1062 The Employer will provide adequate space at each facility for posting Union communications. In the event the Union demonstrates the need for a glassenclosed, locked bulletin board, such shall be provided for the Union s use. 116

1063 SECTION 4 UNION LEAVE 1064 A. Unpaid Leave. An Employee who becomes a paid staff member of the Union or works for the Union on paid lost time may request and receive an unpaid leave of absence for up to one (1) year for Union business. Upon completion of the leave of absence, the Employee will be returned to his/her former job. The Employer will provide backfill for the duration of the leave. 1065 B. Notice. A one (1) month notice, whenever possible, will be given in order to secure a leave and two (2) weeks notice to return from a Union leave. 1066 C. Benefits While on Union Leave. All Employer-paid benefits, including Performance Sharing Program (PSP), and paid time off accruals will be continued during a Union Leave of Absence. During such leave the Employee will continue to accrue seniority. 1067 ARTICLE XXI DISCIPLINE AND DISCHARGE 1068 SECTION 1 GENERAL PRINCIPLES 1069 A. Just Cause. No Employee shall be disciplined or discharged without just cause. Any Employee who is discharged shall be informed in writing at the time of the discharge of the reason(s) for the discharge. 1070 B. Request for Representation. Supervisors shall ask Employees if they wish the presence of a Union Steward and/or Union Representative in any meeting or investigation that may result in discipline. The selection of a Union Representative shall not unduly delay the proceeding. 1071 C. Progressive Discipline. It is the Employer s intent normally to make use of progressive discipline in accordance with established practices and policy. 1072 D. Furnishing of Documentation. In the event the Employer disciplines or discharges an Employee, the Employer will, at the request of the Employee and/or Union, furnish copies of necessary and/or relevant documents or written statements used by the Employer as a basis for the disciplinary action. 117

1073 E. Right to Respond. Employees shall have the right to respond in writing to any written disciplinary notices and documentation of Employee counseling sessions, and shall have that response attached to the relevant material. 1074 F. Expiration of Discipline. Written disciplinary notices and documentation of Employee counseling sessions shall be invalid after a period of one (1) year from the date of issuance except when there are other materials of the same or related nature. It is understood that while the Employer may retain expired documents to satisfy legal and regulatory requirements, such documents will not be used to justify further disciplinary action. 1075 SECTION 2 PERFORMANCE EVALUATIONS 1076 A. Nature and Purpose of Evaluations. Performance evaluations shall be based on objective and observable behaviors or activities as outlined in job descriptions. Performance evaluations are to be used as a teaching tool, provide an opportunity for feedback, recognition, and identification of mutual areas of interest. 1077 B. Evaluations Not Discipline. Performance evaluations are not intended to be used as a means of discipline; therefore, the contents of such evaluations will not serve as a basis to deny transfer rights or promotions. Employees shall be provided performance evaluations annually and be given a written copy of the performance evaluation document. Employees shall sign and date such material only as proof of receipt. 1078 C. Employee Comments. Employees shall be given an opportunity to read and attach written comments to performance evaluations prior to placement in the Employee s personnel file. 1079 D. Not Grievable. Performance evaluations shall not be grievable. 1080 ARTICLE XXII DISPUTES 1081 A. Work Stoppages. The Employer and the Union realize that the Employer's facilities are different in their operations from industries because of services rendered to the community and for humanitarian reasons, and agree that there shall be no lockouts on the part of the Employer, nor suspension of work on the 118

part of the Employees, it being one of the purposes of this Agreement to guarantee that there will be no strikes, lockouts or work stoppages. 1082 B. All Disputes Under Scope of Agreement Settled in Grievance Procedure. All disputes in other matters of controversy coming within the scope of this Agreement will be settled by the procedure hereinafter provided. 1083 ARTICLE XXIII GRIEVANCE AND ARBITRATION PROCEDURE 1084 SECTION 1 GENERAL PRINCIPLES 1085 A. Basic Means of Settling Grievances. The following procedure shall be applied and relied upon by both parties as the basic means of seeking adjustment of and settling grievances. Grievance, as referred to in this Article, includes every dispute concerning interpretation and application of this Agreement and/or any dispute concerning wages, hours, or working conditions. All such disputes shall be subject to the grievance procedure. 1086 B. Time Limits. 1087 1. Except for grievances alleging errors in wages, benefits errors, or discharge, each grievance arising under this Agreement shall be presented to the appropriate party within thirty (30) calendar days after the grievant had knowledge of the event or should have had knowledge of the event. All discharge grievances shall be referred immediately to Step Two of this procedure within ten (10) calendar days from the date of the discharge. Any grievance not timely filed is deemed waived by the aggrieved party. 1088 2. Both parties agree that the grievance and arbitration procedure should proceed as expeditiously as possible; however, by mutual agreement between the Union and the Employer, the time limits of any step of the grievance procedure may be extended and this extension must be confirmed in writing within the specified time limits. Both parties agree, however, to make their best effort to abide by the time limits outlined in this Agreement. In the event the Union fails to appeal a grievance in a timely manner, the Union may request an extension and the Employer shall grant such extension. If the Employer fails to respond to the grievance within the time limits specified, the grievance may be appealed to the next step of the grievance procedure by the Union. 119

1089 C. Mandatory Meetings. There shall be a mandatory meeting at each step of the grievance procedure unless waived by mutual Agreement of the parties. Employees participating in such meetings shall not suffer any reduction in pay due to their participation 1090 D. Written Grievance Documents. All grievances, grievance appeals, grievance responses, requests for extensions of time limits and agreements to extend time limits will be given in writing. 1091 E. Non Precedent-Setting Settlements. Grievance settlements or resolutions reached at Step One or Two of the grievance procedure shall not be precedent-setting for any purpose and shall not be used to interpret the language or associated practices of the Agreement. 1092 F. Good Faith Efforts to Resolve Issues. The goal of the parties is to achieve early and prompt resolution of issues and disputes through informal and formal interest-based discussions between the steward, Employee(s) and the direct supervisor or department head in Step One and Step Two. The use of the procedures contained in this Article should not preclude, or be used by any party to avoid, active good faith efforts to achieve dispute or issue resolution. 1093 G. Union Staff Representatives. Union staff representatives may participate at any level of the grievance procedure. 1094 H. Necessary and/or Relevant Information. The parties agree and understand that the free exchange of necessary and/or relevant information is essential to their mutual understanding and satisfactory resolution of issues and disputes. Accordingly, the parties agree to respond adequately, in a timely, good faith manner to requests for information, and to promptly address and resolve any disputes relating to the provision of requested information. 1095 SECTION 2 STEPS OF THE GRIEVANCE AND ARBITRATION PROCEDURE 1096 A. Step One. 1097 1. Step One of the grievance procedure is an informal process. The parties recognize that most issues or disputes can and should be resolved informally at the closest possible level to the unit/department in which they occur. 120

1098 2. The Grievance procedure shall be initiated at Step One, except grievances specified in this Article as going directly to Step Two. A Union Steward representing an Employee shall initiate the grievance procedure at Step One by presenting the issues to the Employee s immediate supervisor. Within ten (10) calendar days after submission of the issues, a meeting shall be held. The parties are encouraged to continue to work collaboratively on the issue until either party feels that further work at this step will not resolve the issue. Once resolution is reached, or the decision is made that joint resolution is not possible, the supervisor shall respond to the grievant(s) and the Union Steward within ten (10) calendar days. Participants in Step One discussions should include the Employee(s), the involved supervisor, and the Union Steward. 1099 B. Step Two. All issues that are not resolved at Step One may be appealed to Step Two within ten (10) calendar days. An appeal to Step Two shall be submitted in writing as a formal grievance after either party feels the issue(s) cannot be resolved at Step One in a timely manner. The parties shall attempt to resolve the grievance within ten (10) calendar days after the appeal is received. If the parties are unable to resolve the grievance within these time limits, a grievance response shall be given within ten (10) calendar days thereafter. Grievances regarding discharge must be initiated at Step Two within ten (10) calendar days after the action. In addition, grievances involving workload and suspension shall be introduced directly to Step Two of the Grievance and Arbitration Procedure. Participants in Step Two should include the Employee(s), the Union Steward, the Supervisor, and the Human Resources representative. 1100 C. Step Three. All grievances that are not resolved at Step Two may be appealed to Step Three within ten (10) calendar days. The appeal to Step Three shall be submitted in writing to the parties designees. Within ten (10) calendar days of the receipt of such appeal a meeting shall be held including the parties designees, Union Steward and grievant(s). Within ten (10) calendar days after such meeting, the Employer s designee shall respond to the Union Staff Representative and other meeting participants in writing. 1101 D. Step Four Arbitration. In the event the grievance remains unresolved, the grieving party may appeal the grievance to arbitration. Written notice of such appeal must be received by the Director of Labor Relations or designee within ten (10) calendar days after receipt of the Step Three response. No grievance shall be appealed to arbitration without first being processed through the appropriate steps of the Grievance and Arbitration Procedure except by mutual agreement. 121

1102 1. Selection of Arbitrator. An impartial arbitrator shall be selected by mutual agreement of the parties. In the event mutual agreement is not reached, the party appealing the grievance to arbitration shall request a panel of arbitrators from the Federal Mediation and Conciliation Service. Upon receipt of said panel, the parties will select an arbitrator by alternately striking names. 1103 2. Authority of Arbitrator. The arbitrator shall be prohibited from adding to, modifying or subtracting from, the terms of this Agreement or any supplemental written agreement of the parties. Further, it shall not be within the jurisdiction of the arbitrator to change any existing wage rate or establish a new wage rate. However, grievances involving reclassification and upgrade are within the scope of the grievance procedure and are within the jurisdiction and powers of the arbitrator; the decision of the arbitrator, however, is limited to changes in the classification of a position within the existing wage schedule. The award of the arbitrator shall be final and binding on both parties. 1104 3. Cost of Arbitration. Each party shall pay one-half (1/2) the cost of the arbitration proceedings which include but are not limited to the cost of the arbitrator, court reporter and transcript for the arbitrator, if mutually agreed to as necessary, conference room costs and other related costs, and each party shall be responsible for the cost of its own representatives and witnesses. 1105 SECTION 3 GRIEVANCES ASSOCIATED WITH THE MASTER AGREEMENT The parties agree that they will use their best efforts to identify any grievance that may involve interpretation or application of the Master Agreement, or practices relating to the provisions of the Master Agreement, before such a grievance is appealed to Step 3, and this shall be noted in either the Step 2 response or the appeal to Step 3. If such a grievance is resolved at Step 3, it shall be resolved at the local bargaining unit level on either a non precedent-setting basis or as a precedent applicable to that bargaining unit only, unless otherwise agreed to by all parties to the Master Agreement. The parties will identify three (3) permanent arbitrators who shall be the only arbitrators who may be selected to hear grievances involving the Master Agreement. At the time an arbitrator is selected to hear a specific case, the parties will inform the arbitrator whether they wish the arbitrator to issue a precedent-setting decision, a non-precedent-setting decision, 122

or to decide whether a decision will be precedent-setting as one of the issues in the case. 1106 ARTICLE XXIV GENERAL PROVISIONS 1107 SECTION 1 CONFORMITY TO LAW. If any provision of this Agreement is found to be in conflict with State or Federal law, the remaining provisions of the Agreement shall remain in full force and effect. In the event any provision(s) are declared to be in conflict with any law, both parties shall meet immediately for the purpose of renegotiating only the provision(s) so invalidated. 1108 SECTION 2 CONSCIENTIOUS OBJECTION. The Employer and the Union recognize the rights of individuals to refuse to participate directly in therapeutic abortion procedures. Employees who wish to exercise those rights shall submit their written request to the Employer. The Employer shall honor such requests by making reasonable accommodation, except in an emergency situation, where the immediate nature of the patient s needs and rights shall take precedence over exercise of the Employee s rights. 1109 SECTION 3 CONFIDENTIALITY OF RECORDS AND PROTECTED HEALTH INFORMATION. In accordance with the Employer s compliance policies, indiscriminate or unauthorized review, use or disclosure of protected health information regarding any patient or Employee is expressly prohibited. Reviewing, discussing, photocopying or disclosing patient information, medical or otherwise, is expressly prohibited, except where required in the regular course of business and where proper authorization has been obtained. 1110 SECTION 4 SOUTHERN CALIFORNIA REGION COMMUNITY DISASTER. Because of the nature of our medical care organization, it is recognized that a major Community Disaster could require the services of our organization and facilities far beyond those normally provided. In the event of such a disaster, and in recognition of our obligation to the community, Article V Hours of Work and Article VI Overtime, Standby, Reporting, Mileage Allowance Pay and Bilingual differential (as set forth in the 2000 Collective Bargaining Agreement), will be inapplicable during the period of such unusual demands caused by this disaster, provided that the facilities of the organization are made available to nonmembers as well as members of the Kaiser Foundation health plan. It is further provided that Article V Hours of Work and Article VI Overtime, Standby, Reporting, Mileage Allowance Pay and Bilingual differential (as set forth in the 2000 Collective Bargaining Agreement), will also be inapplicable during bona fide disaster program drills, excluding educational programs. 123

1111 ARTICLE XXV DURATION OF AGREEMENT 1112 Except as otherwise specifically provided, this Agreement shall be effective as of October 1, 2005, and shall continue in effect through the month, day, and year as specified in the National Agreement, Section 3: Scope of The Agreement, D. Duration, Renewal and Reopening and shall be automatically renewed from year to year thereafter, unless amended, modified, changed or terminated. 1113 Either party wishing to change or terminate this Agreement must serve written notice of a desire to amend to the other party at least 90 days prior to the expiration date. Notice of desire to change or terminate given by one party shall render unnecessary a similar notice by the other party. 1114 IN WITNESS WHEREOF, the parties hereto have executed this Agreement as of the day herein above written. 124

NORTHERN CALIFORNIA REGION Kaiser Foundation Health Plan, Inc. Kaiser Foundation Hospitals The Permanente Medical Group, Inc. JOANN ZIMMERMAN Sr. Vice President, Operations JUDY LIVELY, M.D. Physician-In-Chief HENRY DIAZ Director, Employee & Labor Relations PJ CHATMAN Assistant Medical Group Administrator DWIGHT COCHRAN Project Director, Department of Quality RUDY COLLINS Human Resources Business Partner TOM DRISCOLL Regional AACC Operations Director DIANE EVANS Director, Medical Services EVA FONG Service Director, Imaging Services CLIFF GATES Assistant Director, Labor Relations ED GLAVIS Sr. Vice President, Area Manager MICHELLE HANRAHAN Manager, Adult Medicine MARY HART Director, Nutrition Services RICH HEAPHY Senior Labor Relations Consultant JOHN HERB Human Resources Director, HPA JAN KANSON Manager, Nutrition Services ESTHER KEARN-FROLICH Administrative Service Director MIKE MCCLURE Human Resources Business Partner JOE MCGARRY Employee & Labor Relations Practice Leader DIANE OCHOA Medical Group Administrator MARY OLAH Assistant Medical Group Administrator DIANNE PRESTON Associate Regional Medical Group Administrator JAN SANDERS Director, National Nutrition Services JULIE SHER Assistant Medical Group Administrator SHERRI STEGGE Employee & Labor Relations Consultant SUE THERGESEN Group Leader, Labor Relations FELIX TSUI Pharmacy Services Manager JAIME VERGARA Manager, Cellular Pathology ART YAMAMOTO Administrative Services Leader, Pharmacy ANITA ZUNIGA Executive Director, Patent Care Services 125

SOUTHERN CALIFORNIA REGION Kaiser Foundation Health Plan, Inc. Kaiser Foundation Hospitals Southern California Permanente Medical Group GREG ADAMS Chief Operating Officer, KFH/HP JOHN BIGLEY, M.D. Medical Director MICHAEL BELMONT Director, Employee & Labor Relations RICK BROYER Human Resources, Leader PATTY CARSON Vice President, Human Resources LINDA CHING Medical Group Administrator CAROLE ERKEN Human Resources, Leader FEDURAL HARRISON Department Manager, Respiratory Care MARCIA STEIN Director, Hospital/Clinic Records and Transcription ART YAMAMOTO Administrative Services Leader, Pharmacy SAM VANWAGNER Business Strategy and Finance Leader TOM WILLIAMSON Business Administrator, Operations SCPMG BARRY WOLFMAN Sr. Vice President and Executive Director ROB WORRALL Director of Labor Relations, OLMP BARBARA ZELINSKI Operations Support Leader JOHN HERB Human Resources Director, HPA ALBERT HERMOGENO Director, Diagnostic Imaging JERRY MCCALL Sr. Vice President, Area Manager DONNA MOORE Nurse Executive DOUG PRUSS Human Resources, Consultant 126

UNITED HEALTHCARE WORKERS-WEST Service Employees International Union SAL ROSSELLI President JOAN EMSLIE Secretary-Treasurer JORGE RODRIGUEZ Executive Vice President RALPH R. CORNEJO UHW, Kaiser Division Director WILL CLAYTON Administrative Vice President ROY ALLEN, Regional ROBERTO ALVAREZ, Bellflower KATHERINE BACA, Bellflower KAREN BAYSINGER, Sacramento MARIE BAZILE, KP Post Acute Care Center MICHAEL BENNINGTON, Fresno RHONDA BOYD, Sacramento JANE BRADFORD, Santa Clarita ALICE BROWN, Stockton Call Center PAM BURTON, Sunset CARA CASTON, Tracy ROY CHAFFEE, Vallejo Call Center YOLANDA CHAVEZ, Oakland TERESITA COLLADO, Sunset MARY CORSON, Panorama City ARNOLD COSTON, South Bay TOMMIE CRUMWELL, Livermore KATHRINA DE JESUS, Antioch JENNY DOYAL, San Rafael CINDY ESCOTA, Redwood City RUBY EVANS, Sunset VICTOR FADAL, Hayward RICKY FARRIOR, Berkeley LELAND FERGUSON, Regional Ops GLORIA FERNANDEZ, San Jose BRENDA FONACIER, Walnut Creek TIFFANY FORD, Harbor City LUCY FURCH, Fresno KATHERINE GAYLE, Woodland Hills RAMONA GILES, Petaluma AMBER GISH, Davis ANGELA GLASPER, Martinez GRACY HERNANDEZ, Stockton RICHARD HERNANDEZ, Bellflower ROBERT HERNANDEZ, Baldwin Park LINDA JACOBS, Roseville DARRELL JEROME, Yorba Linda JUDY JONES, Baldwin Park MARK JORDAN, Vallejo LOVER JOYCE, Walnut Creek CATHERINE KESSLER, Oakland 127

RON KING, Orange County BRUNO KOCHIS, South San Francisco STEVE LAUGHREY, Napa LYSA LIGGINS-MOORE, Anaheim BETTY LOMAX, West Los Angeles DIANE MARTINEZ, Gilroy GLORIA MEDINA, Bellflower JORGE MEDRANO, Regional MADLENA MINASIAN, Woodland Hills CAROL MORRIS, South Sacramento GINNY MOZAFFARIMEHR, Regional ARLENE NAVARRO, Milpitas SHIRLEY NELSON, Redwood City DONNA NORTON, Vacaville SHIRLEE SHIRLEY, Baldwin Park DEE SNIDER, Pleasanton ANNE STEPP, Manteca VIRGINIA STROM, Fremont CATHY THIBODEAUX-PACHEACO, Manteca CINDY THOMAS, San Rafael SANDRA TIFFANY, Modesto BRENDA TIPPINS, Regional LISA TOMASIN, Santa Clara GAYLE VALVERDE, Roseville MARILYN VANCE, Santa Rosa LORI WHYMAN, Orange County KIANA WILLIAMS, West Los Angeles DEBBIE ORTEGA, Bellflower DONNELL OSBORNE, Richmond KATERINA OUELLETTA, Novato ROBERT PASION, Manteca CAROLYN PERKINS, San Francisco EARLENE PERSON, Oakland BERNICE REYNOSO, Livermore BRIAN ROLLINGSON, Santa Teresa BRENDA ROMBY, Fairfield ERMA ROSS, Mountain View LORRAINE ROWE, Lancaster 128

NORTHERN CALIFORNIA REGION WAGE RATES STRUCTURE A/B- 129

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 3D IMAGING ANALYST 034484 OCT 2005 30.3752 31.1745 31.9738 32.4785 33.1959 JAN 2006 31.5266 32.4724 33.4466 34.4500 35.4835 36.5480 37.6444 OCT 2006 32.7877 33.7713 34.7845 35.8280 36.9028 38.0099 39.1502 OCT 2007 34.0992 35.1222 36.1759 37.2611 38.3789 39.5303 40.7162 OCT 2008 35.1222 36.1759 37.2612 38.3789 39.5303 40.7162 41.9377 OCT 2009 36.1759 37.2612 38.3790 39.5303 40.7162 41.9377 43.1958 ADMITTING REPRESENTATIVE 050304 OCT 2005 18.5207 18.9958 19.4830 19.8935 20.4626 21.0308 OCT 2006 19.2615 19.7556 20.2623 20.6892 21.2811 21.8720 OCT 2007 20.0320 20.5458 21.0728 21.5168 22.1323 22.7469 OCT 2008 20.6330 21.1622 21.7050 22.1623 22.7963 23.4293 OCT 2009 21.2520 21.7971 22.3562 22.8272 23.4802 24.1322 ADMITTING REPRESENTATIVE SR 051143 OCT 2005 19.3610 19.8574 20.3662 20.8402 21.4880 22.1359 OCT 2006 20.1354 20.6517 21.1808 21.6738 22.3475 23.0213 OCT 2007 20.9408 21.4778 22.0280 22.5408 23.2414 23.9422 OCT 2008 21.5690 22.1221 22.6888 23.2170 23.9386 24.6605 OCT 2009 22.2161 22.7858 23.3695 23.9135 24.6568 25.4003 ALLERGY CENTRAL LAB ASST SUP 034404 OCT 2005 21.4660 22.0164 22.5807 23.0161 23.6391 24.2445 OCT 2006 22.3246 22.8971 23.4839 23.9367 24.5847 25.2143 OCT 2007 23.2176 23.8130 24.4233 24.8942 25.5681 26.2229 OCT 2008 23.9141 24.5274 25.1560 25.6410 26.3351 27.0096 OCT 2009 24.6315 25.2632 25.9107 26.4102 27.1252 27.8199 ALLERGY TECHNICIAN 034402 OCT 2005 19.4703 19.9696 20.4814 20.8762 21.4412 21.9904 OCT 2006 20.2491 20.7684 21.3007 21.7112 22.2988 22.8700 OCT 2007 21.0591 21.5991 22.1527 22.5796 23.1908 23.7848 OCT 2008 21.6909 22.2471 22.8173 23.2570 23.8865 24.4983 OCT 2009 22.3416 22.9145 23.5018 23.9547 24.6031 25.2332 130

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 ALLERGY TECHNICIAN SR 034403 OCT 2005 20.4439 20.9681 21.5054 21.9201 22.5133 23.0900 OCT 2006 21.2617 21.8068 22.3656 22.7969 23.4138 24.0136 OCT 2007 22.1122 22.6791 23.2602 23.7088 24.3504 24.9741 OCT 2008 22.7756 23.3595 23.9580 24.4201 25.0809 25.7233 OCT 2009 23.4589 24.0603 24.6767 25.1527 25.8333 26.4950 ALLERGY TECHNICIAN TRAINEE 034400 OCT 2005 18.4712 18.9446 19.4304 19.7900 20.2872 20.7502 OCT 2006 19.2100 19.7024 20.2076 20.5816 21.0987 21.5802 OCT 2007 19.9784 20.4905 21.0159 21.4049 21.9426 22.4434 OCT 2008 20.5778 21.1052 21.6464 22.0470 22.6009 23.1167 OCT 2009 21.1951 21.7384 22.2958 22.7084 23.2789 23.8102 AMERICAN SIGN LANGUAGE INTERPRETER 030704 OCT 2005 36.4837 37.3958 38.3079 39.2200 40.1321 41.0442 41.9563 OCT 2006 37.9430 38.8916 39.8402 40.7888 41.7374 42.6860 43.6346 OCT 2007 39.4607 40.4473 41.4338 42.4204 43.4069 44.3934 45.3800 OCT 2008 40.6445 41.6607 42.6768 43.6930 44.7091 45.7252 46.7414 OCT 2009 41.8638 42.9105 43.9571 45.0038 46.0504 47.0970 48.1436 ANESTHESIA SUPPLY AIDE 030422 OCT 2005 17.6739 18.1268 18.5916 19.0184 19.4610 19.8560 OCT 2006 18.3809 18.8519 19.3353 19.7791 20.2394 20.6502 OCT 2007 19.1161 19.6060 20.1087 20.5703 21.0490 21.4762 OCT 2008 19.6896 20.1942 20.7120 21.1874 21.6805 22.1205 OCT 2009 20.2803 20.8000 21.3334 21.8230 22.3309 22.7841 ANESTHESIA SUPPLY AIDE SR 030423 OCT 2005 18.5576 19.0332 19.5214 19.9693 20.4341 20.8487 OCT 2006 19.2999 19.7945 20.3023 20.7681 21.2515 21.6826 OCT 2007 20.0719 20.5863 21.1144 21.5988 22.1016 22.5499 OCT 2008 20.6741 21.2039 21.7478 22.2468 22.7646 23.2264 OCT 2009 21.2943 21.8400 22.4002 22.9142 23.4475 23.9232 131

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 ANESTHESIA TECHNICAL AST 030772 OCT 2005 22.4807 23.0573 23.6482 24.2342 24.8767 25.4621 OCT 2006 23.3799 23.9796 24.5941 25.2036 25.8718 26.4806 OCT 2007 24.3151 24.9388 25.5779 26.2117 26.9067 27.5398 OCT 2008 25.0446 25.6870 26.3452 26.9981 27.7139 28.3660 OCT 2009 25.7959 26.4576 27.1356 27.8080 28.5453 29.2170 ANESTHESIA TECHNICAL AST SR 030773 OCT 2005 23.6046 24.2101 24.8305 25.4458 26.1205 26.7353 OCT 2006 24.5488 25.1785 25.8237 26.4636 27.1653 27.8047 OCT 2007 25.5308 26.1856 26.8566 27.5221 28.2519 28.9169 OCT 2008 26.2967 26.9712 27.6623 28.3478 29.0995 29.7844 OCT 2009 27.0856 27.7803 28.4922 29.1982 29.9725 30.6779 ATHLETIC TRAINER CERTIFIED 030736 OCT 2005 23.2034 23.7985 24.3934 24.8812 25.3789 25.8866 OCT 2006 24.1315 24.7504 25.3691 25.8764 26.3941 26.9221 OCT 2007 25.0968 25.7404 26.3839 26.9115 27.4499 27.9990 OCT 2008 25.8497 26.5126 27.1754 27.7188 28.2734 28.8390 OCT 2009 26.6252 27.3080 27.9907 28.5504 29.1216 29.7042 BONE DENSITOMETRY TECH 034425 OCT 2005 20.5006 21.0261 21.5648 22.1894 23.0882 23.7518 OCT 2006 21.3206 21.8671 22.4274 23.0770 24.0117 24.7019 OCT 2007 22.1734 22.7418 23.3245 24.0001 24.9722 25.6900 OCT 2008 22.8386 23.4241 24.0242 24.7201 25.7214 26.4607 OCT 2009 23.5238 24.1268 24.7449 25.4617 26.4930 27.2545 BONE DENSITOMETRY TECH SR 034426 OCT 2005 21.5257 22.0774 22.6431 23.2989 24.2735 25.1188 OCT 2006 22.3867 22.9605 23.5488 24.2309 25.2444 26.1236 OCT 2007 23.2822 23.8789 24.4908 25.2001 26.2542 27.1685 OCT 2008 23.9807 24.5953 25.2255 25.9561 27.0418 27.9836 OCT 2009 24.7001 25.3332 25.9823 26.7348 27.8531 28.8231 132

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 CARDIOVASCULAR ANESTHESIA TECH 035404 OCT 2005 26.4055 27.0827 27.7773 28.7356 30.1723 31.6086 OCT 2006 27.4617 28.1660 28.8884 29.8850 31.3792 32.8729 OCT 2007 28.5602 29.2926 30.0439 31.0804 32.6344 34.1878 OCT 2008 29.4170 30.1714 30.9452 32.0128 33.6134 35.2134 OCT 2009 30.2995 31.0765 31.8736 32.9732 34.6218 36.2698 CARDIOVASCULAR TECH 035402 OCT 2005 30.6349 31.5543 32.5011 33.3957 34.3468 35.3142 OCT 2006 31.8603 32.8165 33.8011 34.7315 35.7207 36.7268 OCT 2007 33.1347 34.1292 35.1531 36.1208 37.1495 38.1959 OCT 2008 34.1287 35.1531 36.2077 37.2044 38.2640 39.3418 OCT 2009 35.1526 36.2077 37.2939 38.3205 39.4119 40.5221 CARDIOVASCULAR TECH SR 035403 OCT 2005 36.0680 37.1502 38.2646 39.2210 40.2019 41.2065 OCT 2006 37.5107 38.6362 39.7952 40.7898 41.8100 42.8548 OCT 2007 39.0111 40.1816 41.3870 42.4214 43.4824 44.5690 OCT 2008 40.1814 41.3870 42.6286 43.6940 44.7869 45.9061 OCT 2009 41.3868 42.6286 43.9075 45.0048 46.1305 47.2833 CARE PARTNER 090833 OCT 2005 17.8431 18.3002 18.7696 19.2005 19.6474 20.0460 OCT 2006 18.5568 19.0322 19.5204 19.9685 20.4333 20.8478 OCT 2007 19.2991 19.7935 20.3012 20.7672 21.2506 21.6817 OCT 2008 19.8781 20.3873 20.9102 21.3902 21.8881 22.3322 OCT 2009 20.4744 20.9989 21.5375 22.0319 22.5447 23.0022 CCM PROGRAM ASSISTANT 051264 OCT 2005 20.1928 20.7104 21.2414 21.7627 22.5215 23.2798 OCT 2006 21.0005 21.5388 22.0911 22.6332 23.4224 24.2110 OCT 2007 21.8405 22.4004 22.9747 23.5385 24.3593 25.1794 OCT 2008 22.4957 23.0724 23.6639 24.2447 25.0901 25.9348 OCT 2009 23.1706 23.7646 24.3738 24.9720 25.8428 26.7128 133

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 CENTRAL SUPPLY TECHNICIAN 090311 OCT 2005 17.6739 18.1268 18.5916 19.0184 19.4610 19.8560 OCT 2006 18.3809 18.8519 19.3353 19.7791 20.2394 20.6502 OCT 2007 19.1161 19.6060 20.1087 20.5703 21.0490 21.4762 OCT 2008 19.6896 20.1942 20.7120 21.1874 21.6805 22.1205 OCT 2009 20.2803 20.8000 21.3334 21.8230 22.3309 22.7841 CLERICAL GRADE 1 OCT 2005 16.3946 16.8152 17.2461 17.5149 17.8787 18.2415 CLERK (G1) 050352 1 OCT 2006 17.0504 17.4878 17.9359 18.2155 18.5938 18.9712 FILE CLERK 051312 1 OCT 2007 17.7324 18.1873 18.6533 18.9441 19.3376 19.7300 MAIL CLERK 051342 1 OCT 2008 18.2644 18.7329 19.2129 19.5124 19.9177 20.3219 MEDICAL RECORDS CLERK (G1) 050367 1 OCT 2009 18.8123 19.2949 19.7893 20.0978 20.5152 20.9316 MEDICAL RECORDS CLERK JR. 051361 1 CLERICAL GRADE 2 OCT 2005 17.0840 17.5223 17.9715 18.2722 18.6988 19.1256 CASHIER/RECEPTIONIST-X-RAY 057362 2 OCT 2006 17.7674 18.2232 18.6904 19.0031 19.4468 19.8906 CHART ROOM TROUBLER CLERK 051622 2 OCT 2007 18.4781 18.9521 19.4380 19.7632 20.2247 20.6862 CLERK (G2) 050353 2 OCT 2008 19.0324 19.5207 20.0211 20.3561 20.8314 21.3068 DATA CLERK (G2) 050385 2 OCT 2009 19.6034 20.1063 20.6217 20.9668 21.4563 21.9460 DEPARTMENTAL CLERK (G2) 050380 2 FILE CLERK (G2) 050362 2 MAIL CLERK (G2) 050320 2 MEDICAL RECORD SCANNER 051305 2 MEDICAL RECORDS CLERK 051362 2 RADIOLOGY FILE CLERK II 051311 2 RECEPTION CLERK (G2) 050309 2 SUBPOENA CLERK 057202 2 TRANSCRIPTION CLERK 051481 2 VITAL STATISTICS CLERK 057492 2 CLERICAL GRADE 2 - SENIOR / LEAD OCT 2005 17.2144 17.6559 18.1085 18.3904 18.7726 19.1536 FILE CLERK SR. (G2) 050365 2 OCT 2006 17.9030 18.3621 18.8328 19.1260 19.5235 19.9197 OCT 2007 18.6191 19.0966 19.5861 19.8910 20.3044 20.7165 OCT 2008 19.1777 19.6695 20.1737 20.4877 20.9135 21.3380 OCT 2009 19.7530 20.2596 20.7789 21.1023 21.5409 21.9781 134

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 CLERICAL GRADE 3 OCT 2005 17.4439 17.8914 18.3502 18.7291 19.1410 19.6070 APPOINTMENTS CLERK 051152 3 OCT 2006 18.1417 18.6071 19.0842 19.4783 19.9066 20.3913 CASHIER/RECEPTIONIST 051502 3 OCT 2007 18.8674 19.3514 19.8476 20.2574 20.7029 21.2070 CENTRAL APPTS. CLERK 057192 3 OCT 2008 19.4334 19.9319 20.4430 20.8651 21.3240 21.8432 CLERK (G3) 050354 3 OCT 2009 20.0164 20.5299 21.0563 21.4911 21.9637 22.4985 CLERK-TYPIST 051242 3 DEPARTMENTAL CLERK (G3) 050381 3 DEPOSIT CASHIER 051562 3 FILE CLERK (G3) 050363 3 MEDICAL LEGAL CLERK (G3) 050384 3 MEDICAL RECORDS CLERK (G3) 050368 3 MEDICAL RECORD INDEXER 051306 3 PHARMACY CLERK (G3) 050372 3 RECEPTION CLERK 051202 3 RECEPTIONIST-CLINIC 051432 3 WINDOW CASHIER 051192 3 CLERICAL GRADE 3 - SENIOR/LEAD OCT 2005 17.9382 18.3983 18.8701 19.1860 19.6337 20.0819 CLERK SR. (G3) 050358 3 OCT 2006 18.6557 19.1342 19.6249 19.9534 20.4190 20.8852 FILE CLERK SR. 051313 3 OCT 2007 19.4019 19.8996 20.4099 20.7515 21.2358 21.7206 OCT 2008 19.9840 20.4966 21.0222 21.3740 21.8729 22.3722 OCT 2009 20.5835 21.1115 21.6529 22.0152 22.5291 23.0434 135

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 CLERICAL GRADE 4 OCT 2005 17.8041 18.2604 18.7291 19.0771 19.5825 20.0879 BUSINESS OFFICE CLERK-CLINIC 057392 4 OCT 2006 18.5163 18.9908 19.4783 19.8402 20.3658 20.8914 BUSINESS OFFICE FLOAT CLERK 051332 4 OCT 2007 19.2570 19.7504 20.2574 20.6338 21.1804 21.7271 CASH BATCH CLERK 051162 4 OCT 2008 19.8347 20.3429 20.8651 21.2528 21.8158 22.3789 CASH-CHRG BATCH CLERK 057272 4 OCT 2009 20.4297 20.9532 21.4911 21.8904 22.4703 23.0503 CASHIER/RECEPTIONIST (G4) 050326 4 CLAIMS PROCESSOR (G4) 050350 4 CLERK 051232 4 CLERK-TYPIST (G4) 050315 4 DEPARTMENTAL CLERK 057172 4 EMERGENCY ROOM CLERK 051662 4 HOME HEALTH CLERK 051492 4 INVENTORY CONTROL CLERK (G4) 050378 4 LIBRARY ASSISTANT 052612 4 MEDICAL LEGAL CLERK 057222 4 MEDICAL RECORD INDEXER 051306 4 MEDICAL RECORDS ANALYST 050502 4 MEDICAL RECORDS CLERK (G4) 050369 4 OPERATING ROOM SCHEDULING CLER 057122 4 PHARMACY CASHIER 057262 4 PHARMACY CLERK 051392 4 PHYSICIAN'S SCHEDULE CLERK 057582 4 RECEPTION CLERK (G4) 050310 4 RECEPTIONIST-CLINIC (G4) 050322 4 SECRETARY 051442 4 SNF DATABASE SPECIALIST 057625 4 SURGERY APPOINTMENT CLERK 057662 4 SURGICAL PRE-ADMIT SECRETARY 051161 4 WINDOW CASHIER (G4) 050308 4 CLERICAL GRADE 4 - SENIOR / LEAD OCT 2005 18.3160 18.7859 19.2675 19.6655 20.0982 20.5872 APPOINTMENTS CLERK SR. 051153 4 OCT 2006 19.0486 19.5373 20.0382 20.4521 20.9021 21.4107 CLERK SR. (G4) 050359 4 OCT 2007 19.8105 20.3188 20.8397 21.2702 21.7382 22.2671 FILE CLERK SR. (G4) 050366 4 OCT 2008 20.4048 20.9284 21.4649 21.9083 22.3903 22.9351 SR CASHIER/RECEPTIONIST 051503 4 OCT 2009 21.0169 21.5563 22.1088 22.5655 23.0620 23.6232 136

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 CLERICAL GRADE 5 OCT 2005 18.5207 18.9958 19.4830 19.8935 20.4626 21.0308 ACTIVITY COORDINATOR SUBACUTE 051314 5 OCT 2006 19.2615 19.7556 20.2623 20.6892 21.2811 21.8720 AMBULANCE SERVICES CLERK 051144 5 OCT 2008 20.6330 21.1622 21.7050 22.1623 22.7963 23.4293 APPT MEMBERSHIP COORD 051150 5 OCT 2009 21.2520 21.7971 22.3562 22.8272 23.4802 24.1322 CLERK (G5) 050355 5 DATA CLERK 057482 5 DEPARTMENTAL CLERK (G5) 050382 5 DME CLERK 051145 5 MEDICAL RECORD QA SPECIALIST 051307 5 MEDICAL RECORDS CLERK (G5) 050370 5 OCCUP. MED. SECRETARY 051522 5 RECEPTIONIST-SR.CLINIC 051433 5 RESEARCH CLK./CHART ABSTRACTOR 057352 5 SNF CLERK 051146 5 STAFFING CLERK 057872 5 CLERICAL GRADE 5 - SENIOR / LEAD OCT 2005 18.6942 19.1734 19.6655 20.0310 20.5617 21.0924 EMERGENCY ROOM CLERK SR. 051663 5 OCT 2006 19.4420 19.9403 20.4521 20.8322 21.3842 21.9361 MEDICAL RECORDS CLERK SR. 051363 5 OCT 2007 20.2197 20.7379 21.2702 21.6655 22.2396 22.8135 SR CLERK 051233 5 OCT 2008 20.8263 21.3600 21.9083 22.3155 22.9068 23.4979 SR SURGERY APPT CLERK 057663 5 OCT 2009 21.4511 22.0008 22.5655 22.9850 23.5940 24.2028 SR. PHARMACY CLERK 051393 5 137

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 CLERICAL GRADE 6 OCT 2005 19.3610 19.8574 20.3662 20.8402 21.4880 22.1359 ACCOUNT REPRESENTATIVE 059132 6 OCT 2006 20.1354 20.6517 21.1808 21.6738 22.3475 23.0213 CLERK (G6) 050356 6 OCT 2008 21.5690 22.1221 22.6888 23.2170 23.9386 24.6605 INDUSTRIAL REPORT-BILLING 051582 6 OCT 2009 22.2161 22.7858 23.3695 23.9135 24.6568 25.4003 INPATIENT CHART READER-BILLER 057822 6 KFRC MEDICAL EQUIPMENT COORD 057283 6 MEDICARE BILLER 051652 6 OPERATING ROOM SCHEDULING CLER (G6) 050376 6 OUT-PATIENT CHART BILLER-READ 051212 6 CLERICAL GRADE 6 - SENIOR / LEAD OCT 2005 19.4468 19.9455 20.4572 20.8882 21.4880 22.1359 CLERK SR. (G6) 050360 6 OCT 2006 20.2247 20.7433 21.2755 21.7237 22.3475 23.0213 OCT 2007 21.0337 21.5730 22.1265 22.5926 23.2414 23.9422 OCT 2008 21.6647 22.2202 22.7903 23.2704 23.9386 24.6605 OCT 2009 22.3146 22.8868 23.4740 23.9685 24.6568 25.4003 CLERICAL GRADE 7 OCT 2005 20.1928 20.7104 21.2414 21.7627 22.5215 23.2798 OCT 2006 21.0005 21.5388 22.0911 22.6332 23.4224 24.2110 OCT 2007 21.8405 22.4004 22.9747 23.5385 24.3593 25.1794 OCT 2008 22.4957 23.0724 23.6639 24.2447 25.0901 25.9348 OCT 2009 23.1706 23.7646 24.3738 24.9720 25.8428 26.7128 CLERICAL GRADE 7 - SENIOR / LEAD SR BUSINESS OFFICE CLERK 051223 7 OCT 2005 20.3291 20.8503 21.3846 21.8822 22.5626 23.2798 CLERK SR (G7) 050361 7 OCT 2006 21.1423 21.6843 22.2400 22.7575 23.4651 24.2110 OCT 2007 21.9880 22.5517 23.1296 23.6678 24.4037 25.1794 OCT 2008 22.6476 23.2283 23.8235 24.3778 25.1358 25.9348 OCT 2009 23.3270 23.9251 24.5382 25.1091 25.8899 26.7128 138

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 COMMUNICATION OPERATOR 053102 OCT 2005 17.4111 17.8577 18.3155 18.6220 19.0569 19.3302 19.9903 OCT 2006 18.1075 18.5720 19.0481 19.3669 19.8192 20.1034 20.7899 OCT 2007 18.8318 19.3149 19.8100 20.1416 20.6120 20.9075 21.6215 OCT 2008 19.3968 19.8943 20.4043 20.7458 21.2304 21.5347 22.2701 OCT 2009 19.9787 20.4911 21.0164 21.3682 21.8673 22.1807 22.9382 COMMUNICATION OPERATOR SR 053193 OCT 2005 18.2816 18.7505 19.2311 19.5530 20.0097 20.2967 20.9899 OCT 2006 19.0129 19.5005 20.0003 20.3351 20.8101 21.1086 21.8295 OCT 2007 19.7734 20.2805 20.8003 21.1485 21.6425 21.9529 22.7027 OCT 2008 20.3666 20.8889 21.4243 21.7830 22.2918 22.6115 23.3838 OCT 2009 20.9776 21.5156 22.0670 22.4365 22.9606 23.2898 24.0853 COOK A 091872 OCT 2005 19.0794 19.5686 20.0705 20.5625 21.0545 OCT 2006 19.8426 20.3513 20.8733 21.3850 21.8967 OCT 2007 20.6363 21.1654 21.7082 22.2404 22.7726 OCT 2008 21.2554 21.8004 22.3594 22.9076 23.4558 OCT 2009 21.8931 22.4544 23.0302 23.5948 24.1595 COOK IN CHARGE SR 091873 OCT 2005 20.0334 20.5471 21.0741 21.5906 22.1072 OCT 2006 20.8347 21.3690 21.9171 22.4542 22.9915 OCT 2007 21.6681 22.2238 22.7938 23.3524 23.9112 OCT 2008 22.3181 22.8905 23.4776 24.0530 24.6285 OCT 2009 22.9876 23.5772 24.1819 24.7746 25.3674 CUSTODIAN/WATCHMAN 094002 OCT 2005 18.4142 18.8865 19.3710 19.8448 20.3190 OCT 2006 19.1508 19.6420 20.1458 20.6386 21.1318 OCT 2007 19.9168 20.4277 20.9516 21.4641 21.9771 OCT 2008 20.5143 21.0405 21.5801 22.1080 22.6364 OCT 2009 21.1297 21.6717 22.2275 22.7712 23.3155 139

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 CYTOGENETIC TECH I 024741 OCT 2005 35.8500 36.7930 37.7369 38.2362 39.5807 40.8976 42.5336 OCT 2006 37.2840 38.2647 39.2464 39.7656 41.1639 42.5335 44.2349 OCT 2007 38.7754 39.7953 40.8163 41.3562 42.8105 44.2348 46.0043 OCT 2008 39.9387 40.9892 42.0408 42.5969 44.0948 45.5618 47.3844 OCT 2009 41.1369 42.2189 43.3020 43.8748 45.4176 46.9287 48.8059 CYTOGENETIC TECH II 024742 OCT 2005 37.0355 38.0102 38.9847 39.7342 41.0508 42.5064 44.2066 OCT 2006 38.5169 39.5306 40.5441 41.3236 42.6928 44.2067 45.9749 OCT 2007 40.0576 41.1118 42.1659 42.9765 44.4005 45.9750 47.8139 OCT 2008 41.2593 42.3452 43.4309 44.2658 45.7325 47.3543 49.2483 OCT 2009 42.4971 43.6156 44.7338 45.5938 47.1045 48.7749 50.7257 CYTOGENETIC TECH III 024743 OCT 2005 38.3001 39.3083 40.3162 41.2029 42.7141 44.1980 45.9659 OCT 2006 39.8321 40.8806 41.9288 42.8510 44.4227 45.9659 47.8045 OCT 2007 41.4254 42.5158 43.6060 44.5650 46.1996 47.8045 49.7167 OCT 2008 42.6682 43.7913 44.9142 45.9020 47.5856 49.2386 51.2082 OCT 2009 43.9482 45.1050 46.2616 47.2791 49.0132 50.7158 52.7444 CYTOGENETIC TECH SR 024744 OCT 2005 40.2151 41.2737 42.3320 43.2630 44.8498 46.4079 48.2642 OCT 2006 41.8237 42.9246 44.0253 44.9935 46.6438 48.2642 50.1948 OCT 2007 43.4966 44.6416 45.7863 46.7932 48.5096 50.1948 52.2026 OCT 2008 44.8015 45.9808 47.1599 48.1970 49.9649 51.7006 53.7687 OCT 2009 46.1455 47.3602 48.5747 49.6429 51.4638 53.2516 55.3818 CYTOGENETIC TRAINEE 024740 OCT 2005 27.9486 29.1250 OCT 2006 29.0665 30.2900 OCT 2007 30.2292 31.5016 OCT 2008 31.1361 32.4466 OCT 2009 32.0702 33.4200 140

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 CYTO-HISTO TECHNOLOGIST SUP 024705 OCT 2005 41.7653 42.8641 43.9625 45.8070 47.3180 48.2047 50.1330 OCT 2006 43.4359 44.5787 45.7210 47.6393 49.2107 50.1329 52.1383 OCT 2007 45.1733 46.3618 47.5498 49.5449 51.1791 52.1382 54.2238 OCT 2008 46.5285 47.7527 48.9763 51.0312 52.7145 53.7023 55.8505 OCT 2009 47.9244 49.1853 50.4456 52.5621 54.2959 55.3134 57.5260 CYTOTECHNOLOGIST CHIEF 024704 OCT 2005 41.3158 42.4032 43.4902 44.4212 45.9710 47.5683 49.4710 OCT 2006 42.9684 44.0993 45.2298 46.1980 47.8098 49.4710 51.4498 OCT 2007 44.6871 45.8633 47.0390 48.0459 49.7222 51.4498 53.5078 OCT 2008 46.0277 47.2392 48.4502 49.4873 51.2139 52.9933 55.1130 OCT 2009 47.4085 48.6564 49.9037 50.9719 52.7503 54.5831 56.7664 CYTOTECHNOLOGIST I 024701 OCT 2005 35.8500 36.7930 37.7369 38.2362 39.5807 40.8976 42.5336 OCT 2006 37.2840 38.2647 39.2464 39.7656 41.1639 42.5335 44.2349 OCT 2007 38.7754 39.7953 40.8163 41.3562 42.8105 44.2348 46.0043 OCT 2008 39.9387 40.9892 42.0408 42.5969 44.0948 45.5618 47.3844 OCT 2009 41.1369 42.2189 43.3020 43.8748 45.4176 46.9287 48.8059 CYTOTECHNOLOGIST II 024702 OCT 2005 37.0355 38.0102 38.9847 39.7342 41.0508 42.5064 44.2066 OCT 2006 38.5169 39.5306 40.5441 41.3236 42.6928 44.2067 45.9749 OCT 2007 40.0576 41.1118 42.1659 42.9765 44.4005 45.9750 47.8139 OCT 2008 41.2593 42.3452 43.4309 44.2658 45.7325 47.3543 49.2483 OCT 2009 42.4971 43.6156 44.7338 45.5938 47.1045 48.7749 50.7257 CYTOTECHNOLOGIST III 024703 OCT 2005 38.3001 39.3083 40.3162 41.2029 42.7141 44.1980 45.9659 OCT 2006 39.8321 40.8806 41.9288 42.8510 44.4227 45.9659 47.8045 OCT 2007 41.4254 42.5158 43.6060 44.5650 46.1996 47.8045 49.7167 OCT 2008 42.6682 43.7913 44.9142 45.9020 47.5856 49.2386 51.2082 OCT 2009 43.9482 45.1050 46.2616 47.2791 49.0132 50.7158 52.7444 141

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 CYTOTECHNOLOGIST III QC 024707 OCT 2005 39.3484 40.3840 41.4192 42.3059 43.7819 45.3031 47.1152 OCT 2006 40.9223 41.9994 43.0760 43.9981 45.5332 47.1152 48.9998 OCT 2007 42.5592 43.6794 44.7990 45.7580 47.3545 48.9998 50.9598 OCT 2008 43.8360 44.9898 46.1430 47.1307 48.7751 50.4698 52.4886 OCT 2009 45.1511 46.3395 47.5273 48.5446 50.2384 51.9839 54.0633 DARK ROOM TECHNICIAN 034482 OCT 2005 17.9359 18.3958 18.8676 19.2312 19.8950 20.3688 OCT 2006 18.6533 19.1316 19.6223 20.0004 20.6908 21.1836 OCT 2007 19.3994 19.8969 20.4072 20.8004 21.5184 22.0309 OCT 2008 19.9814 20.4938 21.0194 21.4244 22.1640 22.6918 OCT 2009 20.5808 21.1086 21.6500 22.0671 22.8289 23.3726 DEDICATED LAB SONOGRAPHER I 030442 OCT 2005 38.3406 39.4876 40.6801 41.8952 43.1558 44.4505 45.7793 47.1534 49.0387 OCT 2006 39.8742 41.0671 42.3073 43.5710 44.8820 46.2285 47.6105 49.0395 51.0002 OCT 2007 41.4692 42.7098 43.9996 45.3138 46.6773 48.0776 49.5149 51.0011 53.0402 OCT 2008 42.7133 43.9911 45.3196 46.6732 48.0776 49.5199 51.0003 52.5311 54.6314 OCT 2009 43.9947 45.3108 46.6792 48.0734 49.5199 51.0055 52.5303 54.1070 56.2703 DEDICATED LAB SONOGRAPHER I SUPV 030449 OCT 2005 42.1792 43.4398 44.7458 46.0859 47.4714 48.8910 50.3674 51.8779 53.9448 OCT 2006 43.8664 45.1774 46.5356 47.9293 49.3703 50.8466 52.3821 53.9530 56.1026 OCT 2007 45.6211 46.9845 48.3970 49.8465 51.3451 52.8805 54.4774 56.1111 58.3467 OCT 2008 46.9897 48.3940 49.8489 51.3419 52.8855 54.4669 56.1117 57.7944 60.0971 OCT 2009 48.3994 49.8458 51.3444 52.8822 54.4721 56.1009 57.7951 59.5282 61.9000 DEDICATED LAB SONOGRAPHER II 030443 OCT 2005 39.4876 40.6801 41.8952 43.1558 44.4505 45.7793 47.1534 48.5730 50.5150 OCT 2006 41.0671 42.3073 43.5710 44.8820 46.2285 47.6105 49.0395 50.5159 52.5356 OCT 2007 42.7098 43.9996 45.3138 46.6773 48.0776 49.5149 51.0011 52.5365 54.6370 OCT 2008 43.9911 45.3196 46.6732 48.0776 49.5199 51.0003 52.5311 54.1126 56.2761 OCT 2009 45.3108 46.6792 48.0734 49.5199 51.0055 52.5303 54.1070 55.7360 57.9644 142

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 DEDICATED LAB SONOGRAPHER II SUPV 030450 OCT 2005 43.4398 44.7458 46.0859 47.4714 48.8910 50.3674 51.8779 53.4337 55.5688 OCT 2006 45.1774 46.5356 47.9293 49.3703 50.8466 52.3821 53.9530 55.5710 57.7916 OCT 2007 46.9845 48.3970 49.8465 51.3451 52.8805 54.4774 56.1111 57.7938 60.1033 OCT 2008 48.3940 49.8489 51.3419 52.8855 54.4669 56.1117 57.7944 59.5276 61.9064 OCT 2009 49.8458 51.3444 52.8822 54.4721 56.1009 57.7951 59.5282 61.3134 63.7636 DEPARTMENT SECRETARY 051482 OCT 2005 19.1478 19.6388 20.1424 20.5168 21.0602 21.6043 OCT 2006 19.9137 20.4244 20.9481 21.3375 21.9026 22.4685 OCT 2007 20.7102 21.2414 21.7860 22.1910 22.7787 23.3672 OCT 2008 21.3315 21.8786 22.4396 22.8567 23.4621 24.0682 OCT 2009 21.9714 22.5350 23.1128 23.5424 24.1660 24.7902 DIETETIC TECH ELIGIBLE 051004 OCT 2006 22.2054 OCT 2007 23.0936 OCT 2008 23.7864 OCT 2009 32.4480 DIETETIC TECH REG 051002 OCT 2005 22.4751 23.1111 23.7585 24.4171 25.1213 25.8140 26.5409 OCT 2006 23.3741 24.0355 24.7088 25.3938 26.1262 26.8466 27.6025 OCT 2007 24.3091 24.9969 25.6972 26.4096 27.1712 27.9205 28.7066 OCT 2008 25.0384 25.7468 26.4681 27.2019 27.9863 28.7581 29.5678 OCT 2009 25.7896 26.5192 27.2621 28.0180 28.8259 29.6208 30.4548 DIETETIC TECH REG LEAD 051003 OCT 2005 23.5989 24.2667 24.9463 25.6380 26.3773 27.1047 27.8678 OCT 2006 24.5429 25.2374 25.9442 26.6635 27.4324 28.1889 28.9825 OCT 2007 25.5246 26.2469 26.9820 27.7300 28.5297 29.3165 30.1418 OCT 2008 26.2903 27.0343 27.7915 28.5619 29.3856 30.1960 31.0461 OCT 2009 27.0790 27.8453 28.6252 29.4188 30.2672 31.1019 31.9775 143

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 DIETITIAN ELIGIBLE 051017 OCT 2006 29.4089 OCT 2007 30.5853 OCT 2008 31.5029 OCT 2009 32.4480 DIETITIAN I REGISTERED 051010 OCT 2005 29.7661 30.7542 31.7309 32.7189 33.6957 34.6837 35.6603 OCT 2006 30.9567 31.9844 33.0001 34.0277 35.0435 36.0710 37.0867 OCT 2007 32.1950 33.2638 34.3201 35.3888 36.4452 37.5138 38.5702 OCT 2008 33.1609 34.2617 35.3497 36.4505 37.5386 38.6392 39.7273 OCT 2009 34.1557 35.2896 36.4102 37.5440 38.6648 39.7984 40.9191 DIETITIAN I REGISTERED LEAD 051015 OCT 2005 31.2545 32.2920 33.3174 34.3548 35.3804 36.4179 37.4434 OCT 2006 32.5047 33.5837 34.6501 35.7290 36.7956 37.8746 38.9411 OCT 2007 33.8049 34.9270 36.0361 37.1582 38.2674 39.3896 40.4987 OCT 2008 34.8190 35.9748 37.1172 38.2729 39.4154 40.5713 41.7137 OCT 2009 35.8636 37.0540 38.2307 39.4211 40.5979 41.7884 42.9651 DIETITIAN II REGISTERED 051011 OCT 2005 31.3902 32.4237 33.4685 34.5020 35.5355 36.5802 37.6137 OCT 2006 32.6458 33.7206 34.8072 35.8821 36.9569 38.0434 39.1182 OCT 2007 33.9516 35.0694 36.1995 37.3174 38.4352 39.5651 40.6829 OCT 2008 34.9701 36.1215 37.2855 38.4369 39.5883 40.7521 41.9034 OCT 2009 36.0192 37.2051 38.4041 39.5900 40.7759 41.9747 43.1605 DIETITIAN II REGISTERED LEAD 051012 OCT 2005 32.9687 34.0591 35.1379 36.2282 37.3185 38.3973 39.4876 OCT 2006 34.2874 35.4215 36.5434 37.6773 38.8112 39.9332 41.0671 OCT 2007 35.6589 36.8384 38.0051 39.1844 40.3636 41.5305 42.7098 OCT 2008 36.7287 37.9436 39.1453 40.3599 41.5745 42.7764 43.9911 OCT 2009 37.8306 39.0819 40.3197 41.5707 42.8217 44.0597 45.3108 144

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 DIETITIAN III REGISTERED 051013 OCT 2005 32.9687 34.0591 35.1379 36.2282 37.3185 38.3973 39.4876 OCT 2006 34.2874 35.4215 36.5434 37.6773 38.8112 39.9332 41.0671 OCT 2007 35.6589 36.8384 38.0051 39.1844 40.3636 41.5305 42.7098 OCT 2008 36.7287 37.9436 39.1453 40.3599 41.5745 42.7764 43.9911 OCT 2009 37.8306 39.0819 40.3197 41.5707 42.8217 44.0597 45.3108 DIETITIAN III REGISTERED LEAD 051014 OCT 2005 34.6172 35.7621 36.8949 38.0396 39.1843 40.3172 41.4620 OCT 2006 36.0019 37.1926 38.3707 39.5612 40.7517 41.9299 43.1205 OCT 2007 37.4420 38.6803 39.9055 41.1436 42.3818 43.6071 44.8453 OCT 2008 38.5653 39.8407 41.1027 42.3779 43.6533 44.9153 46.1907 OCT 2009 39.7223 41.0359 42.3358 43.6492 44.9629 46.2628 47.5764 DISABILITY CLAIMS CLERK 051224 OCT 2005 17.8041 18.2604 18.7291 19.0771 19.5825 20.0879 OCT 2006 18.5163 18.9908 19.4783 19.8402 20.3658 20.8914 OCT 2007 19.2570 19.7504 20.2574 20.6338 21.1804 21.7271 OCT 2008 19.8347 20.3429 20.8651 21.2528 21.8158 22.3789 OCT 2009 20.4297 20.9532 21.4911 21.8904 22.4703 23.0503 EEG TECHNOLOGIST I 034432 OCT 2005 23.4241 24.0249 24.6410 25.3070 26.5062 27.5718 28.8125 OCT 2006 24.3611 24.9859 25.6266 26.3193 27.5664 28.6747 29.9650 OCT 2007 25.3355 25.9853 26.6517 27.3721 28.6691 29.8217 31.1636 OCT 2008 26.0956 26.7649 27.4513 28.1933 29.5292 30.7164 32.0985 OCT 2009 26.8785 27.5678 28.2748 29.0391 30.4151 31.6379 33.0615 EEG TECHNOLOGIST II 034433 OCT 2005 24.8174 25.4537 26.1064 26.7720 28.1041 29.4358 30.7605 OCT 2006 25.8101 26.4718 27.1507 27.8429 29.2283 30.6132 31.9909 OCT 2007 26.8425 27.5307 28.2367 28.9566 30.3974 31.8377 33.2705 OCT 2008 27.6478 28.3566 29.0838 29.8253 31.3093 32.7928 34.2686 OCT 2009 28.4772 29.2073 29.9563 30.7201 32.2486 33.7766 35.2967 145

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 EKG TECHNICIAN 034422 OCT 2005 20.5006 21.0261 21.5648 22.1894 23.0882 23.7518 OCT 2006 21.3206 21.8671 22.4274 23.0770 24.0117 24.7019 OCT 2007 22.1734 22.7418 23.3245 24.0001 24.9722 25.6900 OCT 2008 22.8386 23.4241 24.0242 24.7201 25.7214 26.4607 OCT 2009 23.5238 24.1268 24.7449 25.4617 26.4930 27.2545 EKG TECHNICIAN SR 034423 OCT 2005 21.5257 22.0774 22.6431 23.2989 24.2735 25.1188 OCT 2006 22.3867 22.9605 23.5488 24.2309 25.2444 26.1236 OCT 2007 23.2822 23.8789 24.4908 25.2001 26.2542 27.1685 OCT 2008 23.9807 24.5953 25.2255 25.9561 27.0418 27.9836 OCT 2009 24.7001 25.3332 25.9823 26.7348 27.8531 28.8231 EMERGENCY DEPT TECHNICIAN I 030314 OCT 2005 17.9882 18.4496 18.9225 19.3556 19.7887 20.1410 OCT 2006 18.7077 19.1876 19.6794 20.1298 20.5802 20.9466 OCT 2007 19.4560 19.9551 20.4666 20.9350 21.4034 21.7845 OCT 2008 20.0397 20.5538 21.0806 21.5631 22.0455 22.4380 OCT 2009 20.6409 21.1704 21.7130 22.2100 22.7069 23.1111 EMERGENCY DEPT TECHNICIAN II 030324 OCT 2005 21.2771 21.8226 22.3820 22.9367 23.5448 24.0993 OCT 2006 22.1282 22.6955 23.2773 23.8542 24.4866 25.0633 OCT 2007 23.0133 23.6033 24.2084 24.8084 25.4661 26.0658 OCT 2008 23.7037 24.3114 24.9347 25.5527 26.2301 26.8478 OCT 2009 24.4148 25.0407 25.6827 26.3193 27.0170 27.6532 EMERGENCY ROOM ASST SF ONLY 090732 OCT 2005 17.7222 18.1884 18.6547 19.0818 19.5086 19.8562 OCT 2006 18.4311 18.9159 19.4009 19.8451 20.2889 20.6504 OCT 2007 19.1683 19.6725 20.1769 20.6389 21.1005 21.4764 OCT 2008 19.7433 20.2627 20.7822 21.2581 21.7335 22.1207 OCT 2009 20.3356 20.8706 21.4057 21.8958 22.3855 22.7843 146

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 ESTHETICIAN 034681 OCT 2005 24.4608 25.1457 25.8498 26.5736 27.3176 28.0826 OCT 2006 25.4392 26.1515 26.8838 27.6365 28.4103 29.2059 OCT 2007 26.4568 27.1976 27.9592 28.7420 29.5467 30.3741 OCT 2008 27.2505 28.0135 28.7980 29.6043 30.4331 31.2853 OCT 2009 28.0680 28.8539 29.6619 30.4924 31.3461 32.2239 EVALUATION & MANAGEMENT CODER 057811 OCT 2005 21.1034 21.6446 22.1992 22.7158 23.4220 24.1281 OCT 2006 21.9475 22.5104 23.0872 23.6244 24.3589 25.0932 OCT 2007 22.8254 23.4108 24.0107 24.5694 25.3333 26.0969 OCT 2008 23.5102 24.1131 24.7310 25.3065 26.0933 26.8798 OCT 2009 24.2155 24.8365 25.4729 26.0657 26.8761 27.6862 GARAGE ATTENDANT 090852 OCT 2005 17.0840 17.5223 17.9715 18.2722 18.6988 19.1256 OCT 2006 17.7674 18.2232 18.6904 19.0031 19.4468 19.8906 OCT 2007 18.4781 18.9521 19.4380 19.7632 20.2247 20.6862 OCT 2008 19.0324 19.5207 20.0211 20.3561 20.8314 21.3068 OCT 2009 19.6034 20.1063 20.6217 20.9668 21.4563 21.9460 GARAGE/PARKING ATTENDANT 090842 OCT 2005 17.0840 17.5223 17.9715 18.2722 18.6988 19.1256 OCT 2006 17.7674 18.2232 18.6904 19.0031 19.4468 19.8906 OCT 2007 18.4781 18.9521 19.4380 19.7632 20.2247 20.6862 OCT 2008 19.0324 19.5207 20.0211 20.3561 20.8314 21.3068 OCT 2009 19.6034 20.1063 20.6217 20.9668 21.4563 21.9460 GARDENER 084102 OCT 2005 18.8999 19.3846 19.8811 20.3640 20.8472 OCT 2006 19.6559 20.1600 20.6763 21.1786 21.6811 OCT 2007 20.4421 20.9664 21.5034 22.0257 22.5483 OCT 2008 21.0554 21.5954 22.1485 22.6865 23.2247 OCT 2009 21.6871 22.2433 22.8130 23.3671 23.9214 147

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 GARDENER SR 084103 OCT 2005 20.3732 20.8954 21.4312 21.9185 22.4019 OCT 2006 21.1881 21.7312 22.2884 22.7952 23.2980 OCT 2007 22.0356 22.6004 23.1799 23.7070 24.2299 OCT 2008 22.6967 23.2784 23.8753 24.4182 24.9568 OCT 2009 23.3776 23.9768 24.5916 25.1507 25.7055 HEALTH INFORMATION CODER I 057812 OCT 2005 25.6399 26.8182 28.1303 29.8307 31.3168 32.8700 OCT 2006 26.6655 27.8909 29.2555 31.0239 32.5695 34.1848 OCT 2007 27.7321 29.0065 30.4257 32.2649 33.8723 35.5522 OCT 2008 28.5641 29.8767 31.3385 33.2328 34.8885 36.6188 OCT 2009 29.4210 30.7730 32.2787 34.2298 35.9352 37.7174 HEALTH INFORMATION CODER II 057813 OCT 2005 28.4919 29.7905 31.2500 33.1379 34.7848 36.5251 APR 2006 28.4919 29.7905 31.2500 33.1379 34.7848 36.5251 38.3559 OCT 2006 29.6316 30.9821 32.5000 34.4634 36.1762 37.9861 39.8901 OCT 2007 30.8169 32.2214 33.8000 35.8419 37.6232 39.5055 41.4857 OCT 2008 31.7414 33.1880 34.8140 36.9172 38.7519 40.6907 42.7303 OCT 2009 32.6936 34.1836 35.8584 38.0247 39.9145 41.9114 44.0122 HEALTH INFORMATION CODER III 057814 OCT 2005 30.6206 32.0267 33.5930 35.6283 37.3956 39.2700 APR 2006 30.6206 32.0267 33.5930 35.6283 37.3956 39.2700 41.2384 OCT 2006 31.8454 33.3078 34.9367 37.0534 38.8914 40.8408 42.8879 OCT 2007 33.1192 34.6401 36.3342 38.5355 40.4471 42.4744 44.6034 OCT 2008 34.1128 35.6793 37.4242 39.6916 41.6605 43.7486 45.9415 OCT 2009 35.1362 36.7497 38.5469 40.8823 42.9103 45.0611 47.3197 HEALTH INFORMATION CODER TRAINEE 057810 OCT 2005 21.1034 OCT 2006 21.9475 OCT 2007 22.8254 OCT 2008 23.5102 OCT 2009 24.2155 148

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 HISTOLOGIC TECHNICIAN I 034452 OCT 2005 27.3650 28.0850 28.8050 29.3934 29.8576 30.2495 31.4595 OCT 2006 28.4596 29.2084 29.9572 30.5691 31.0519 31.4595 32.7179 OCT 2007 29.5980 30.3767 31.1555 31.7919 32.2940 32.7179 34.0266 OCT 2008 30.4859 31.2880 32.0902 32.7457 33.2628 33.6994 35.0474 OCT 2009 31.4005 32.2266 33.0529 33.7281 34.2607 34.7104 36.0988 HISTOLOGIC TECHNICIAN II 034453 OCT 2005 29.6113 30.3906 31.1697 31.9780 32.5159 32.8836 34.1989 OCT 2006 30.7958 31.6062 32.4165 33.2571 33.8165 34.1989 35.5669 OCT 2007 32.0276 32.8704 33.7132 34.5874 35.1692 35.5669 36.9896 OCT 2008 32.9884 33.8565 34.7246 35.6250 36.2243 36.6339 38.0993 OCT 2009 33.9781 34.8722 35.7663 36.6938 37.3110 37.7329 39.2423 HISTOLOGIC TECHNICIAN SUPV 034462 OCT 2005 32.7645 33.6269 34.4891 35.3470 36.0325 36.5471 38.0091 OCT 2006 34.0751 34.9720 35.8687 36.7609 37.4738 38.0090 39.5295 OCT 2007 35.4381 36.3709 37.3034 38.2313 38.9728 39.5294 41.1107 OCT 2008 36.5012 37.4620 38.4225 39.3782 40.1420 40.7153 42.3440 OCT 2009 37.5962 38.5859 39.5752 40.5595 41.3463 41.9368 43.6143 HISTOLOGIC TECHNICIAN TRAINEE 034450 OCT 2005 22.9037 23.5057 24.1085 24.5115 25.0839 25.6562 26.6825 OCT 2006 23.8198 24.4459 25.0728 25.4920 26.0873 26.6824 27.7498 OCT 2007 24.7726 25.4237 26.0757 26.5117 27.1308 27.7497 28.8598 OCT 2008 25.5158 26.1864 26.8580 27.3071 27.9447 28.5822 29.7256 OCT 2009 26.2813 26.9720 27.6637 28.1263 28.7830 29.4397 30.6174 HOME HEALTH AIDE 090302 OCT 2005 17.9325 18.3924 18.8642 19.2906 19.7333 20.1284 OCT 2006 18.6498 19.1281 19.6188 20.0622 20.5226 20.9335 OCT 2007 19.3958 19.8932 20.4036 20.8647 21.3435 21.7708 OCT 2008 19.9777 20.4900 21.0157 21.4906 21.9838 22.4239 OCT 2009 20.5770 21.1047 21.6462 22.1353 22.6433 23.0966 149

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 HOUSEKEEPING AIDE 092312 OCT 2005 17.1993 17.6402 18.0922 18.5664 19.0403 OCT 2006 17.8873 18.3458 18.8159 19.3091 19.8019 OCT 2007 18.6028 19.0796 19.5685 20.0815 20.5940 OCT 2008 19.1609 19.6520 20.1556 20.6839 21.2118 OCT 2009 19.7357 20.2416 20.7603 21.3044 21.8482 HOUSEKEEPING HEAD AIDE 092314 OCT 2005 18.0593 18.5223 18.9969 19.4946 19.9924 OCT 2006 18.7817 19.2632 19.7568 20.2744 20.7921 OCT 2007 19.5330 20.0337 20.5471 21.0854 21.6238 OCT 2008 20.1190 20.6347 21.1635 21.7180 22.2725 OCT 2009 20.7226 21.2537 21.7984 22.3695 22.9407 INTAKE CLAIMS-CASHIER 057522 OCT 2005 17.4439 17.8914 18.3502 18.7291 19.1410 19.6070 OCT 2006 18.1417 18.6071 19.0842 19.4783 19.9066 20.3913 OCT 2007 18.8674 19.3514 19.8476 20.2574 20.7029 21.2070 OCT 2008 19.4334 19.9319 20.4430 20.8651 21.3240 21.8432 OCT 2009 20.0164 20.5299 21.0563 21.4911 21.9637 22.4985 INTERPRETER 030701 OCT 2005 19.8555 20.3175 20.8005 21.2940 21.7980 22.3125 22.8480 OCT 2006 20.6497 21.1302 21.6325 22.1458 22.6699 23.2050 23.7619 OCT 2007 21.4757 21.9754 22.4978 23.0316 23.5767 24.1332 24.7124 OCT 2008 22.1200 22.6347 23.1727 23.7225 24.2840 24.8572 25.4538 OCT 2009 22.7836 23.3137 23.8679 24.4342 25.0125 25.6029 26.2174 INTERPRETER/ MULTI-LINGUAL 030702 OCT 2005 20.4330 20.8950 21.3780 21.8715 22.3755 22.8900 23.4255 OCT 2006 21.2503 21.7308 22.2331 22.7464 23.2705 23.8056 24.3625 OCT 2007 22.1003 22.6000 23.1224 23.6563 24.2013 24.7578 25.3370 OCT 2008 22.7633 23.2780 23.8161 24.3660 24.9273 25.5005 26.0971 OCT 2009 23.4462 23.9763 24.5306 25.0970 25.6751 26.2655 26.8800 150

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 INTERPRETER/TRANSLATOR 030703 OCT 2005 20.8950 21.3885 21.8925 22.4175 22.9425 23.4885 24.0555 OCT 2006 21.7308 22.2440 22.7682 23.3142 23.8602 24.4280 25.0177 OCT 2007 22.6000 23.1338 23.6789 24.2468 24.8146 25.4051 26.0184 OCT 2008 23.2780 23.8278 24.3893 24.9742 25.5590 26.1673 26.7990 OCT 2009 23.9763 24.5426 25.1210 25.7234 26.3258 26.9523 27.6030 KKPACC Maintenance Assistant 090902 OCT 2005 15.9450 16.3436 16.7520 17.1710 17.6002 18.0403 OCT 2006 16.5828 16.9973 17.4221 17.8578 18.3042 18.7619 OCT 2007 17.2461 17.6772 18.1190 18.5721 19.0364 19.5124 OCT 2008 17.7635 18.2075 18.6626 19.1293 19.6075 20.0978 OCT 2009 18.2964 18.7537 19.2225 19.7032 20.1957 20.7007 KPPACC Activity Assistant 090917 OCT 2005 16.3946 16.8152 17.2461 17.8787 19.0118 20.0788 OCT 2006 17.0504 17.4878 17.9359 18.5938 19.7723 20.8820 OCT 2007 17.7324 18.1873 18.6533 19.3376 20.5632 21.7173 OCT 2008 18.2644 18.7329 19.2129 19.9177 21.1801 22.3688 OCT 2009 18.8123 19.2949 19.7893 20.5152 21.8155 23.0399 KPPACC Business Office Clerk 090901 OCT 2005 14.8167 15.1967 15.5864 15.9147 16.3701 16.8247 OCT 2006 15.4094 15.8046 16.2099 16.5513 17.0249 17.4977 OCT 2007 16.0258 16.4368 16.8583 17.2134 17.7059 18.1976 OCT 2008 16.5066 16.9299 17.3640 17.7298 18.2371 18.7435 OCT 2009 17.0018 17.4378 17.8849 18.2617 18.7842 19.3058 KPPACC Cert Occup Therp Asst II 090915 OCT 2005 25.0572 25.7001 26.3590 26.9972 27.6960 28.3336 OCT 2006 26.0595 26.7281 27.4134 28.0771 28.8038 29.4669 OCT 2007 27.1019 27.7972 28.5099 29.2002 29.9560 30.6456 OCT 2008 27.9150 28.6311 29.3652 30.0762 30.8547 31.5650 OCT 2009 28.7525 29.4900 30.2462 30.9785 31.7803 32.5120 151

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 KPPACC Certified Nursing Assistant 090908 OCT 2005 13.8781 14.4332 15.0001 15.6024 16.2284 16.7717 OCT 2006 14.4332 15.0105 15.6001 16.2265 16.8775 17.4426 OCT 2007 15.0105 15.6109 16.2241 16.8756 17.5526 18.1403 OCT 2008 15.4608 16.0792 16.7108 17.3819 18.0792 18.6845 OCT 2009 15.9246 16.5616 17.2121 17.9034 18.6216 19.2450 KPPACC EVS Aide 090905 OCT 2005 11.7875 12.2599 12.7560 13.2639 13.7953 14.3505 OCT 2006 12.2590 12.7503 13.2662 13.7945 14.3471 14.9245 OCT 2007 12.7494 13.2603 13.7968 14.3463 14.9210 15.5215 OCT 2008 13.1319 13.6581 14.2107 14.7767 15.3686 15.9871 OCT 2009 13.5259 14.0678 14.6370 15.2200 15.8297 16.4667 KPPACC Laboratory Asst. II 090922 OCT 2005 19.1188 19.6093 20.1121 20.4864 21.0287 21.5718 OCT 2006 19.8836 20.3937 20.9166 21.3059 21.8698 22.4347 OCT 2007 20.6789 21.2094 21.7533 22.1581 22.7446 23.3321 OCT 2008 21.2993 21.8457 22.4059 22.8228 23.4269 24.0321 OCT 2009 21.9383 22.5011 23.0781 23.5075 24.1297 24.7531 KPPACC Lead EVS Aide 090906 OCT 2005 12.3663 12.8622 13.3937 13.9253 14.4803 15.0591 OCT 2006 12.8610 13.3767 13.9294 14.4823 15.0595 15.6615 OCT 2007 13.3754 13.9118 14.4866 15.0616 15.6619 16.2880 OCT 2008 13.7767 14.3292 14.9212 15.5134 16.1318 16.7766 OCT 2009 14.1900 14.7591 15.3688 15.9788 16.6158 17.2799 KPPACC Licensed Vocational Nurse 090911 OCT 2005 24.9147 25.5707 26.2262 26.8630 27.4817 28.0996 28.7180 OCT 2006 25.9113 26.5935 27.2752 27.9375 28.5810 29.2236 29.8667 OCT 2007 26.9478 27.6572 28.3662 29.0550 29.7242 30.3925 31.0614 OCT 2008 27.7562 28.4869 29.2172 29.9267 30.6159 31.3043 31.9932 OCT 2009 28.5889 29.3415 30.0937 30.8245 31.5344 32.2434 32.9530 152

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 KPPACC Nutrition Clerk 090923 OCT 2005 12.2942 12.7862 13.2976 13.8296 14.3826 14.9579 OCT 2006 12.7860 13.2976 13.8295 14.3828 14.9579 15.5562 OCT 2007 13.2974 13.8295 14.3827 14.9581 15.5562 16.1784 OCT 2008 13.6963 14.2444 14.8142 15.4068 16.0229 16.6638 OCT 2009 14.1072 14.6717 15.2586 15.8690 16.5036 17.1637 KPPACC Nutrition Clerk SR 090924 OCT 2005 12.9091 13.4254 13.9624 14.5209 15.1018 15.7059 OCT 2006 13.4255 13.9624 14.5209 15.1017 15.7059 16.3341 OCT 2007 13.9625 14.5209 15.1017 15.7058 16.3341 16.9875 OCT 2008 14.3814 14.9565 15.5548 16.1770 16.8241 17.4971 OCT 2009 14.8128 15.4052 16.0214 16.6623 17.3288 18.0220 KPPACC Nutritional Aide 090904 OCT 2005 12.1418 12.6274 13.1325 13.6577 14.2040 14.7722 OCT 2006 12.6275 13.1325 13.6578 14.2040 14.7722 15.3631 OCT 2007 13.1326 13.6578 14.2041 14.7722 15.3631 15.9776 OCT 2008 13.5266 14.0675 14.6302 15.2154 15.8240 16.4569 OCT 2009 13.9324 14.4895 15.0691 15.6719 16.2987 16.9506 KPPACC Physical Therp Asst II 090916 OCT 2005 25.0572 25.7001 26.3590 26.9972 27.6960 28.3336 OCT 2006 26.0595 26.7281 27.4134 28.0771 28.8038 29.4669 OCT 2007 27.1019 27.7972 28.5099 29.2002 29.9560 30.6456 OCT 2008 27.9150 28.6311 29.3652 30.0762 30.8547 31.5650 OCT 2009 28.7525 29.4900 30.2462 30.9785 31.7803 32.5120 KPPACC Receptionist 090910 OCT 2005 14.7994 15.1789 15.5680 15.8286 16.1981 16.4306 OCT 2006 15.3914 15.7861 16.1907 16.4617 16.8460 17.0878 OCT 2007 16.0071 16.4175 16.8383 17.1202 17.5198 17.7713 OCT 2008 16.4873 16.9100 17.3434 17.6338 18.0454 18.3044 OCT 2009 16.9819 17.4173 17.8637 18.1628 18.5868 18.8535 153

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 KPPACC Records Clerk 090909 OCT 2005 15.4878 15.8859 16.2933 16.6721 17.1899 17.7158 OCT 2006 16.1073 16.5213 16.9450 17.3390 17.8775 18.4244 OCT 2007 16.7516 17.1822 17.6228 18.0326 18.5926 19.1614 OCT 2008 17.2541 17.6977 18.1515 18.5736 19.1504 19.7362 OCT 2009 17.7717 18.2286 18.6960 19.1308 19.7249 20.3283 KPPACC Rehab Aide 090913 OCT 2005 13.8781 14.4332 15.0001 15.6024 16.2284 16.7717 OCT 2006 14.4332 15.0105 15.6001 16.2265 16.8775 17.4426 OCT 2007 15.0105 15.6109 16.2241 16.8756 17.5526 18.1403 OCT 2008 15.4608 16.0792 16.7108 17.3819 18.0792 18.6845 OCT 2009 15.9246 16.5616 17.2121 17.9034 18.6216 19.2450 KPPACC Resp Care Practitioner I 090918 OCT 2005 29.2857 30.0566 30.8271 31.4258 32.1744 32.9225 OCT 2006 30.4571 31.2589 32.0602 32.6828 33.4614 34.2394 OCT 2007 31.6754 32.5093 33.3426 33.9901 34.7999 35.6090 OCT 2008 32.6257 33.4846 34.3429 35.0098 35.8439 36.6773 OCT 2009 33.6045 34.4891 35.3732 36.0601 36.9192 37.7776 KPPACC Resp Care Practitioner II REG 090921 OCT 2005 32.3927 33.2444 34.0973 34.8823 36.1398 37.7114 39.2826 OCT 2006 33.6884 34.5742 35.4612 36.2776 37.5854 39.2199 40.8539 OCT 2007 35.0359 35.9572 36.8796 37.7287 39.0888 40.7887 42.4881 OCT 2008 36.0870 37.0359 37.9860 38.8606 40.2615 42.0124 43.7627 OCT 2009 37.1696 38.1470 39.1256 40.0264 41.4693 43.2728 45.0756 KPPACC Restorative Nurse Assistant 090914 OCT 2005 15.0591 15.6615 16.1923 16.9394 17.6169 18.3217 OCT 2006 15.6615 16.2880 16.8400 17.6170 18.3216 19.0546 OCT 2007 16.2880 16.9395 17.5136 18.3217 19.0545 19.8168 OCT 2008 16.7766 17.4477 18.0390 18.8714 19.6261 20.4113 OCT 2009 17.2799 17.9711 18.5802 19.4375 20.2149 21.0236 154

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 KPPACC Staffing Assistant 090912 OCT 2005 19.3610 19.8574 20.3662 20.8402 21.4880 22.1359 OCT 2006 20.1354 20.6517 21.1808 21.6738 22.3475 23.0213 OCT 2007 20.9408 21.4778 22.0280 22.5408 23.2414 23.9422 OCT 2008 21.5690 22.1221 22.6888 23.2170 23.9386 24.6605 OCT 2009 22.2161 22.7858 23.3695 23.9135 24.6568 25.4003 KPPACC Storekeeper II 090903 OCT 2005 14.4059 14.7752 15.1539 15.5379 16.0670 16.4685 OCT 2006 14.9821 15.3662 15.7601 16.1594 16.7097 17.1272 OCT 2007 15.5814 15.9808 16.3905 16.8058 17.3781 17.8123 OCT 2008 16.0488 16.4602 16.8822 17.3100 17.8994 18.3467 OCT 2009 16.5303 16.9540 17.3887 17.8293 18.4364 18.8971 KPPACC Unit Assistant 090907 OCT 2005 13.8781 14.4332 15.0001 15.6024 16.2284 16.7717 OCT 2006 14.4332 15.0105 15.6001 16.2265 16.8775 17.4426 OCT 2007 15.0105 15.6109 16.2241 16.8756 17.5526 18.1403 OCT 2008 15.4608 16.0792 16.7108 17.3819 18.0792 18.6845 OCT 2009 15.9246 16.5616 17.2121 17.9034 18.6216 19.2450 LABORATORY ASSISTANT I 090771 OCT 2005 18.4354 19.2860 19.7811 20.1120 20.5814 21.0512 OCT 2006 19.1728 20.0574 20.5723 20.9165 21.4047 21.8932 OCT 2007 19.9397 20.8597 21.3952 21.7532 22.2609 22.7689 OCT 2008 20.5379 21.4855 22.0371 22.4058 22.9287 23.4520 OCT 2009 21.1540 22.1301 22.6982 23.0780 23.6166 24.1556 LABORATORY ASSISTANT II 090772 OCT 2005 19.6923 20.1975 20.7155 21.1010 21.6595 22.2189 OCT 2006 20.4800 21.0054 21.5441 21.9450 22.5259 23.1077 OCT 2007 21.2992 21.8456 22.4059 22.8228 23.4269 24.0320 OCT 2008 21.9382 22.5010 23.0781 23.5075 24.1297 24.7530 OCT 2009 22.5963 23.1760 23.7704 24.2127 24.8536 25.4956 155

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 LABORATORY ASSISTANT III 090773 OCT 2005 20.3007 20.8058 21.3238 21.7093 22.2676 22.8273 OCT 2006 21.1127 21.6380 22.1768 22.5777 23.1583 23.7404 OCT 2007 21.9572 22.5035 23.0639 23.4808 24.0846 24.6900 OCT 2008 22.6159 23.1786 23.7558 24.1852 24.8071 25.4307 OCT 2009 23.2944 23.8740 24.4685 24.9108 25.5513 26.1936 LABORATORY ASSISTANT SR 090774 OCT 2005 21.3157 21.8460 22.3899 22.7949 23.3809 23.9686 OCT 2006 22.1683 22.7198 23.2855 23.7067 24.3161 24.9273 OCT 2007 23.0550 23.6286 24.2169 24.6550 25.2887 25.9244 OCT 2008 23.7467 24.3375 24.9434 25.3947 26.0474 26.7021 OCT 2009 24.4591 25.0676 25.6917 26.1565 26.8288 27.5032 LICENSED VOC NURSE IV CERT 032844 OCT 2005 26.1605 26.8492 27.5374 28.2062 28.8557 29.5046 30.1539 OCT 2006 27.2069 27.9232 28.6389 29.3344 30.0099 30.6848 31.3601 OCT 2007 28.2952 29.0401 29.7845 30.5078 31.2103 31.9122 32.6145 OCT 2008 29.1441 29.9113 30.6780 31.4230 32.1466 32.8696 33.5929 OCT 2009 30.0184 30.8086 31.5983 32.3657 33.1110 33.8557 34.6007 LICENSED VOC NURSE IV CERT SR 032845 OCT 2005 26.9452 27.6547 28.3635 29.0523 29.7214 30.3897 31.0585 OCT 2006 28.0230 28.7609 29.4980 30.2144 30.9103 31.6053 32.3008 OCT 2007 29.1439 29.9113 30.6779 31.4230 32.1467 32.8695 33.5928 OCT 2008 30.0182 30.8086 31.5982 32.3657 33.1111 33.8556 34.6006 OCT 2009 30.9187 31.7329 32.5461 33.3367 34.1044 34.8713 35.6386 LICENSED VOCATIONAL NURSE 032842 OCT 2005 24.9147 25.5707 26.2262 26.8630 27.4817 28.0996 28.7180 OCT 2006 25.9113 26.5935 27.2752 27.9375 28.5810 29.2236 29.8667 OCT 2007 26.9478 27.6572 28.3662 29.0550 29.7242 30.3925 31.0614 OCT 2008 27.7562 28.4869 29.2172 29.9267 30.6159 31.3043 31.9932 OCT 2009 28.5889 29.3415 30.0937 30.8245 31.5344 32.2434 32.9530 156

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 LICENSED VOCATIONAL NURSE SR 032843 OCT 2005 26.1605 26.8493 27.5373 28.2063 28.8557 29.5044 30.1540 OCT 2006 27.2069 27.9233 28.6388 29.3346 30.0099 30.6846 31.3602 OCT 2007 28.2952 29.0402 29.7844 30.5080 31.2103 31.9120 32.6146 OCT 2008 29.1441 29.9114 30.6779 31.4232 32.1466 32.8694 33.5930 OCT 2009 30.0184 30.8087 31.5982 32.3659 33.1110 33.8555 34.6008 LINEN ROOM SUPERVISOR 092524 OCT 2005 17.6493 18.1017 18.5664 19.0403 19.5144 OCT 2006 18.3553 18.8258 19.3091 19.8019 20.2950 OCT 2007 19.0895 19.5788 20.0815 20.5940 21.1068 OCT 2008 19.6622 20.1662 20.6839 21.2118 21.7400 OCT 2009 20.2521 20.7712 21.3044 21.8482 22.3922 LITHOTRIPSY TECHNICIAN 090704 OCT 2005 19.5070 20.0072 20.5202 20.9901 21.4596 21.8416 OCT 2006 20.2873 20.8075 21.3410 21.8297 22.3180 22.7153 OCT 2007 21.0988 21.6398 22.1946 22.7029 23.2107 23.6239 OCT 2008 21.7318 22.2890 22.8604 23.3840 23.9070 24.3326 OCT 2009 22.3838 22.9577 23.5462 24.0855 24.6242 25.0626 MEDICAL ASSISTANT 090702 OCT 2005 17.9882 18.4496 18.9225 19.3556 19.7887 20.1410 OCT 2006 18.7077 19.1876 19.6794 20.1298 20.5802 20.9466 OCT 2007 19.4560 19.9551 20.4666 20.9350 21.4034 21.7845 OCT 2008 20.0397 20.5538 21.0806 21.5631 22.0455 22.4380 OCT 2009 20.6409 21.1704 21.7130 22.2100 22.7069 23.1111 MEDICAL ASSISTANT SR 090703 OCT 2005 18.8876 19.3721 19.8686 20.3234 20.7780 21.1481 OCT 2006 19.6431 20.1470 20.6633 21.1363 21.6091 21.9940 OCT 2007 20.4288 20.9529 21.4898 21.9818 22.4735 22.8738 OCT 2008 21.0417 21.5815 22.1345 22.6413 23.1477 23.5600 OCT 2009 21.6730 22.2289 22.7985 23.3205 23.8421 24.2668 157

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 MEDICAL SECRETARY 051352 OCT 2005 22.7239 23.3217 23.9197 24.6333 25.4051 26.1756 OCT 2006 23.6329 24.2546 24.8765 25.6186 26.4213 27.2226 OCT 2007 24.5782 25.2248 25.8716 26.6433 27.4782 28.3115 OCT 2008 25.3155 25.9815 26.6477 27.4426 28.3025 29.1608 OCT 2009 26.0750 26.7609 27.4471 28.2659 29.1516 30.0356 MEDICAL SECRETARY SR 051353 OCT 2005 23.8596 24.4876 25.1157 25.8652 26.6756 27.4841 OCT 2006 24.8140 25.4671 26.1203 26.8998 27.7426 28.5835 OCT 2007 25.8066 26.4858 27.1651 27.9758 28.8523 29.7268 OCT 2008 26.5808 27.2804 27.9801 28.8151 29.7179 30.6186 OCT 2009 27.3782 28.0988 28.8195 29.6796 30.6094 31.5372 MEDICAL SECRETARY TRAINEE 051350 OCT 2005 18.3152 18.7846 19.2667 19.6248 20.1447 20.6645 OCT 2006 19.0478 19.5360 20.0374 20.4098 20.9505 21.4911 OCT 2007 19.8097 20.3174 20.8389 21.2262 21.7885 22.3507 OCT 2008 20.4040 20.9269 21.4641 21.8630 22.4422 23.0212 OCT 2009 21.0161 21.5547 22.1080 22.5189 23.1155 23.7118 MESSENGER DRIVER 072112 OCT 2005 17.3492 17.7940 18.2502 18.5664 18.8037 OCT 2006 18.0432 18.5058 18.9802 19.3091 19.5558 OCT 2007 18.7649 19.2460 19.7394 20.0815 20.3380 OCT 2008 19.3278 19.8234 20.3316 20.6839 20.9481 OCT 2009 19.9076 20.4181 20.9415 21.3044 21.5765 MESSENGER DRIVER SR 072113 OCT 2005 18.3775 18.8489 19.3321 19.6479 19.8849 OCT 2006 19.1126 19.6029 20.1054 20.4338 20.6803 OCT 2007 19.8771 20.3870 20.9096 21.2512 21.5075 OCT 2008 20.4734 20.9986 21.5369 21.8887 22.1527 OCT 2009 21.0876 21.6286 22.1830 22.5454 22.8173 158

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 MOLECULAR TECHNOLOGIST I 024745 OCT 2005 35.8500 36.7930 37.7369 38.2362 39.5807 40.8976 42.5336 OCT 2006 37.2840 38.2647 39.2464 39.7656 41.1639 42.5335 44.2349 OCT 2007 38.7754 39.7953 40.8163 41.3562 42.8105 44.2348 46.0043 OCT 2008 37.7627 38.7561 39.7503 40.2764 41.6925 43.0800 47.3844 OCT 2009 41.1369 42.2189 43.3020 43.8748 45.4176 46.9287 48.8059 MOLECULAR TECHNOLOGIST II 024725 OCT 2005 37.0355 38.0102 38.9847 39.7342 41.0508 42.5064 44.2066 OCT 2006 38.5169 39.5306 40.5441 41.3236 42.6928 44.2067 45.9749 OCT 2007 40.0576 41.1118 42.1659 42.9765 44.4005 45.9750 47.8139 OCT 2008 39.9387 40.9892 42.0408 42.5969 44.0948 45.5618 49.2483 OCT 2009 42.4971 43.6156 44.7338 45.5938 47.1045 48.7749 50.7257 MOLECULAR TECHNOLOGIST III 024726 OCT 2005 38.3001 39.3083 40.3162 41.2029 42.7141 44.1980 45.9659 OCT 2006 39.8321 40.8806 41.9288 42.8510 44.4227 45.9659 47.8045 OCT 2007 41.4254 42.5158 43.6060 44.5650 46.1996 47.8045 49.7167 OCT 2008 41.2593 42.3452 43.4309 44.2658 45.7325 47.3543 48.2026 OCT 2009 43.9482 45.1050 46.2616 47.2791 49.0132 50.7158 52.7444 MOLECULAR TECHNOLOGIST SR 024727 OCT 2005 40.2151 41.2737 42.3320 43.2630 44.8498 46.4079 48.2642 OCT 2006 41.8237 42.9246 44.0253 44.9935 46.6438 48.2642 50.1948 OCT 2007 43.4966 44.6416 45.7863 46.7932 48.5096 50.1948 52.2026 OCT 2008 42.6682 43.7913 44.9142 45.9020 47.5856 49.2386 51.2082 OCT 2009 46.1455 47.3602 48.5747 49.6429 51.4638 53.2516 55.3818 MOLECULAR TECHNOLOGIST TRAINEE 024728 OCT 2005 27.9486 29.1250 OCT 2006 29.0665 30.2900 OCT 2007 30.2292 31.5016 OCT 2008 31.1361 32.4466 OCT 2009 32.0702 33.4200 159

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 MONITOR TECHNICIAN 051514 OCT 2005 18.8528 19.3259 19.8112 20.2162 20.6446 21.1448 OCT 2006 19.6069 20.0989 20.6036 21.0248 21.4704 21.9906 OCT 2007 20.3912 20.9029 21.4277 21.8658 22.3292 22.8702 OCT 2008 21.0029 21.5300 22.0705 22.5218 22.9991 23.5563 OCT 2009 21.6330 22.1759 22.7326 23.1975 23.6891 24.2630 MRI TECHNOLOGIST I 024751 OCT 2005 36.0823 36.8047 37.5404 38.2914 39.0346 OCT 2006 37.5256 38.2769 39.0420 39.8231 40.5960 OCT 2007 39.0266 39.8080 40.6037 41.4160 42.2198 OCT 2008 40.1974 41.0022 41.8218 42.6585 43.4864 OCT 2009 41.4033 42.2323 43.0765 43.9383 44.7910 MRI TECHNOLOGIST II 024752 OCT 2005 38.5713 39.3426 40.1294 40.9317 41.7505 42.5859 44.2893 OCT 2006 40.1142 40.9163 41.7346 42.5690 43.4205 44.2893 46.0609 OCT 2007 41.7188 42.5530 43.4040 44.2718 45.1573 46.0609 47.9033 OCT 2008 42.9704 43.8296 44.7061 45.6000 46.5120 47.4427 49.3404 OCT 2009 44.2595 45.1445 46.0473 46.9680 47.9074 48.8660 50.8206 MRI TECHNOLOGIST SUPV 024753 OCT 2005 41.0592 41.8807 42.7182 43.5727 44.4440 45.3329 47.1462 OCT 2006 42.7016 43.5559 44.4269 45.3156 46.2218 47.1462 49.0320 OCT 2007 44.4097 45.2981 46.2040 47.1282 48.0707 49.0320 50.9933 OCT 2008 45.7420 46.6570 47.5901 48.5420 49.5128 50.5030 52.5231 OCT 2009 47.1143 48.0567 49.0178 49.9983 50.9982 52.0181 54.0988 MRI TECHNOLOGIST TRAINEE 024750 OCT 2005 32.0123 32.6525 33.3051 OCT 2006 33.2928 33.9586 34.6373 OCT 2007 34.6245 35.3169 36.0228 OCT 2008 35.6632 36.3764 37.1035 OCT 2009 36.7331 37.4677 38.2166 160

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 NUCLEAR MEDICINE TECH I 034442 OCT 2005 40.2699 41.3296 42.3894 43.5024 44.6154 45.7284 46.8414 OCT 2006 41.8807 42.9828 44.0850 45.2425 46.4000 47.5575 48.7151 OCT 2007 43.5559 44.7021 45.8484 47.0522 48.2560 49.4598 50.6637 OCT 2008 44.8626 46.0432 47.2239 48.4638 49.7037 50.9436 52.1836 OCT 2009 46.2085 47.4245 48.6406 49.9177 51.1948 52.4719 53.7491 NUCLEAR MEDICINE TECH II 034443 OCT 2005 42.7418 43.8664 44.9906 46.3519 47.7739 49.1358 51.1013 OCT 2006 44.4515 45.6211 46.7902 48.2060 49.6849 51.1012 53.1454 OCT 2007 46.2296 47.4459 48.6618 50.1342 51.6723 53.1452 55.2712 OCT 2008 47.6165 48.8693 50.1217 51.6382 53.2225 54.7396 56.9293 OCT 2009 49.0450 50.3354 51.6254 53.1873 54.8192 56.3818 58.6372 NUCLEAR MEDICINE TECH SUPV 034444 OCT 2005 44.8788 46.0596 47.2402 48.6695 50.1628 51.5926 53.6563 OCT 2006 46.6740 47.9020 49.1298 50.6163 52.1693 53.6563 55.8026 OCT 2007 48.5410 49.8181 51.0950 52.6410 54.2561 55.8026 58.0347 OCT 2008 49.9972 51.3126 52.6279 54.2202 55.8838 57.4767 59.7757 OCT 2009 51.4971 52.8520 54.2067 55.8468 57.5603 59.2010 61.5690 NURSE ASSISTANT 090832 OCT 2005 17.8431 18.3002 18.7696 19.2005 19.6474 20.0460 OCT 2006 18.5568 19.0322 19.5204 19.9685 20.4333 20.8478 OCT 2007 19.2991 19.7935 20.3012 20.7672 21.2506 21.6817 OCT 2008 19.8781 20.3873 20.9102 21.3902 21.8881 22.3322 OCT 2009 20.4744 20.9989 21.5375 22.0319 22.5447 23.0022 NURSE ASSISTANT SR 090834 OCT 2005 18.7353 19.2153 19.7080 20.1606 20.6298 21.0482 OCT 2006 19.4847 19.9839 20.4963 20.9670 21.4550 21.8901 OCT 2007 20.2641 20.7833 21.3162 21.8057 22.3132 22.7657 OCT 2008 20.8720 21.4068 21.9557 22.4599 22.9826 23.4487 OCT 2009 21.4982 22.0490 22.6144 23.1337 23.6721 24.1522 161

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 NURSE ASSISTANT TRAINEE 090831 OCT 2005 15.3789 OCT 2006 15.9941 OCT 2007 16.6339 OCT 2008 17.1329 OCT 2009 17.6469 NUTRITION AIDE 091822 OCT 2005 17.0033 17.4396 17.8871 18.5617 19.0118 OCT 2006 17.6834 18.1372 18.6026 19.3042 19.7723 OCT 2007 18.3907 18.8627 19.3467 20.0764 20.5632 OCT 2008 18.9424 19.4286 19.9271 20.6787 21.1801 OCT 2009 19.5107 20.0115 20.5249 21.2991 21.8155 NUTRITION ASSISTANT 051001 OCT 2005 21.1918 21.8050 22.4183 23.0315 23.7017 24.3490 25.0418 OCT 2006 22.0395 22.6772 23.3150 23.9528 24.6498 25.3230 26.0435 OCT 2007 22.9211 23.5843 24.2476 24.9109 25.6358 26.3359 27.0852 OCT 2008 23.6087 24.2918 24.9750 25.6582 26.4049 27.1260 27.8978 OCT 2009 24.3170 25.0206 25.7243 26.4279 27.1970 27.9398 28.7347 NUTRITION CLERK 051262 OCT 2005 17.2177 17.6593 18.1118 18.7868 19.2366 OCT 2006 17.9064 18.3657 18.8363 19.5383 20.0061 OCT 2007 18.6227 19.1003 19.5898 20.3198 20.8063 OCT 2008 19.1814 19.6733 20.1775 20.9294 21.4305 OCT 2009 19.7568 20.2635 20.7828 21.5573 22.0734 NUTRITION CLERK SR 051263 OCT 2005 18.0785 18.5422 19.0174 19.7262 20.1985 OCT 2006 18.8016 19.2839 19.7781 20.5152 21.0064 OCT 2007 19.5537 20.0553 20.5692 21.3358 21.8467 OCT 2008 20.1403 20.6570 21.1863 21.9759 22.5021 OCT 2009 20.7445 21.2767 21.8219 22.6352 23.1772 162

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 OB TECHNICIAN 034492 OCT 2005 18.7950 19.2766 19.7709 20.2606 20.7980 21.2875 OCT 2006 19.5468 20.0477 20.5617 21.0710 21.6299 22.1390 OCT 2007 20.3287 20.8496 21.3842 21.9138 22.4951 23.0246 OCT 2008 20.9386 21.4751 22.0257 22.5712 23.1700 23.7153 OCT 2009 21.5668 22.1194 22.6865 23.2483 23.8651 24.4268 OB TECHNICIAN SR 034493 OCT 2005 19.7348 20.2406 20.7593 21.2737 21.8379 22.3520 OCT 2006 20.5242 21.0502 21.5897 22.1246 22.7114 23.2461 OCT 2007 21.3452 21.8922 22.4533 23.0096 23.6199 24.1759 OCT 2008 21.9856 22.5490 23.1269 23.6999 24.3285 24.9012 OCT 2009 22.6452 23.2255 23.8207 24.4109 25.0584 25.6482 OCCUP HEALTH TECH CERT 090705 OCT 2005 18.3274 18.7977 19.2794 19.7209 20.1619 20.5210 OCT 2006 19.0605 19.5496 20.0506 20.5097 20.9684 21.3418 OCT 2007 19.8229 20.3316 20.8526 21.3301 21.8071 22.1955 OCT 2008 20.4176 20.9415 21.4782 21.9700 22.4613 22.8614 OCT 2009 21.0301 21.5697 22.1225 22.6291 23.1351 23.5472 OCCUP HEALTH TECH SR CERT 090706 OCT 2005 19.2439 19.7376 20.2435 20.7068 21.1701 21.5471 OCT 2006 20.0137 20.5271 21.0532 21.5351 22.0169 22.4090 OCT 2007 20.8142 21.3482 21.8953 22.3965 22.8976 23.3054 OCT 2008 21.4386 21.9886 22.5522 23.0684 23.5845 24.0046 OCT 2009 22.0818 22.6483 23.2288 23.7605 24.2920 24.7247 OCCUPATIONAL THERP ASST I CERT 030742 OCT 2005 21.7873 22.3460 22.9188 23.4740 24.0815 24.6358 OCT 2006 22.6588 23.2398 23.8356 24.4130 25.0448 25.6212 OCT 2007 23.5652 24.1694 24.7890 25.3895 26.0466 26.6460 OCT 2008 24.2722 24.8945 25.5327 26.1512 26.8280 27.4454 OCT 2009 25.0004 25.6413 26.2987 26.9357 27.6328 28.2688 163

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 OCCUPATIONAL THERP ASST II CERT 030743 OCT 2005 25.0572 25.7001 26.3590 26.9972 27.6960 28.3336 OCT 2006 26.0595 26.7281 27.4134 28.0771 28.8038 29.4669 OCT 2007 27.1019 27.7972 28.5099 29.2002 29.9560 30.6456 OCT 2008 27.9150 28.6311 29.3652 30.0762 30.8547 31.5650 OCT 2009 28.7525 29.4900 30.2462 30.9785 31.7803 32.5120 OPHTHALMIC PHOTOGRAPHER 034542 OCT 2005 23.3790 23.9785 24.5936 25.1718 27.1005 29.0300 OCT 2006 24.3142 24.9376 25.5773 26.1787 28.1845 30.1912 OCT 2007 25.2868 25.9351 26.6004 27.2258 29.3119 31.3988 OCT 2008 26.0454 26.7132 27.3984 28.0426 30.1913 32.3408 OCT 2009 26.8268 27.5146 28.2204 28.8839 31.0970 33.3110 OPHTHALMIC TECHNICIAN 034543 OCT 2005 24.9549 25.5953 26.2517 27.6331 29.0150 30.3966 31.7784 OCT 2006 25.9531 26.6191 27.3018 28.7384 30.1756 31.6125 33.0495 OCT 2007 26.9912 27.6839 28.3939 29.8879 31.3826 32.8770 34.3715 OCT 2008 27.8009 28.5144 29.2457 30.7845 32.3241 33.8633 35.4026 OCT 2009 28.6349 29.3698 30.1231 31.7080 33.2938 34.8792 36.4647 OPHTHALMIC TECHNICIAN II CERT 034544 OCT 2005 26.2032 26.8752 27.5638 29.0145 30.4659 31.9165 33.3672 OCT 2006 27.2513 27.9502 28.6664 30.1751 31.6845 33.1932 34.7019 OCT 2007 28.3414 29.0682 29.8131 31.3821 32.9519 34.5209 36.0900 OCT 2008 29.1916 29.9402 30.7075 32.3236 33.9405 35.5565 37.1727 OCT 2009 30.0673 30.8384 31.6287 33.2933 34.9587 36.6232 38.2879 OR EQUIPMENT TECH 030310 OCT 2005 21.2772 21.8226 22.3820 22.9367 23.5448 24.0993 OCT 2006 22.1283 22.6955 23.2773 23.8542 24.4866 25.0633 OCT 2007 23.0134 23.6033 24.2084 24.8084 25.4661 26.0658 OCT 2008 23.7038 24.3114 24.9347 25.5527 26.2301 26.8478 OCT 2009 24.4149 25.0407 25.6827 26.3193 27.0170 27.6532 164

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 OR EQUIPMENT TECH SR 030311 OCT 2005 22.3411 22.9136 23.5011 24.0834 24.7219 25.3042 OCT 2006 23.2347 23.8301 24.4411 25.0467 25.7108 26.3164 OCT 2007 24.1641 24.7833 25.4187 26.0486 26.7392 27.3691 OCT 2008 24.8890 25.5268 26.1813 26.8301 27.5414 28.1902 OCT 2009 25.6357 26.2926 26.9667 27.6350 28.3676 29.0359 ORTHOPEDIC TECHNICIAN I 030331 OCT 2005 21.2772 21.8226 22.3820 22.9367 23.5448 24.0993 OCT 2006 22.1283 22.6955 23.2773 23.8542 24.4866 25.0633 OCT 2007 23.0134 23.6033 24.2084 24.8084 25.4661 26.0658 OCT 2008 23.7038 24.3114 24.9347 25.5527 26.2301 26.8478 OCT 2009 24.4149 25.0407 25.6827 26.3193 27.0170 27.6532 ORTHOPEDIC TECHNICIAN II 030332 OCT 2005 21.7028 22.2588 22.8297 23.3954 24.0157 24.5812 OCT 2006 22.5709 23.1492 23.7429 24.3312 24.9763 25.5644 OCT 2007 23.4737 24.0752 24.6926 25.3044 25.9754 26.5870 OCT 2008 24.1779 24.7975 25.4334 26.0635 26.7547 27.3846 OCT 2009 24.9032 25.5414 26.1964 26.8454 27.5573 28.2061 ORTHOPEDIC TECHNICIAN SR 030333 OCT 2005 22.7877 23.3718 23.9712 24.5651 25.2166 25.8103 26.4556 OCT 2006 23.6992 24.3067 24.9300 25.5477 26.2253 26.8427 27.5138 OCT 2007 24.6472 25.2790 25.9272 26.5696 27.2743 27.9164 28.6144 OCT 2008 25.3866 26.0374 26.7050 27.3667 28.0925 28.7539 29.4728 OCT 2009 26.1482 26.8185 27.5062 28.1877 28.9353 29.6165 30.3570 PATHOLOGY TECHNICAL ASST 030722 OCT 2005 21.2063 21.7501 22.3076 22.8604 23.4665 24.0186 24.9794 OCT 2006 22.0546 22.6201 23.1999 23.7748 24.4052 24.9793 25.9786 OCT 2007 22.9368 23.5249 24.1279 24.7258 25.3814 25.9785 27.0177 OCT 2008 23.6249 24.2306 24.8517 25.4676 26.1428 26.7579 27.8282 OCT 2009 24.3336 24.9575 25.5973 26.2316 26.9271 27.5606 28.6630 165

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 PATHOLOGY TECHNICAL ASST SR 030723 OCT 2005 22.2666 22.8376 23.4230 24.0032 24.6398 25.2197 26.2286 OCT 2006 23.1573 23.7511 24.3599 24.9633 25.6254 26.2285 27.2777 OCT 2007 24.0836 24.7011 25.3343 25.9618 26.6504 27.2776 28.3688 OCT 2008 24.8061 25.4421 26.0943 26.7407 27.4499 28.0959 29.2199 OCT 2009 25.5503 26.2054 26.8771 27.5429 28.2734 28.9388 30.0965 PATIENT MOBILITY TECH I 030373 OCT 2005 18.2042 18.6706 19.1494 19.5890 20.0448 20.4517 OCT 2006 18.9324 19.4174 19.9154 20.3726 20.8466 21.2698 OCT 2007 19.6897 20.1941 20.7120 21.1875 21.6805 22.1206 OCT 2008 20.2804 20.7999 21.3334 21.8231 22.3309 22.7842 OCT 2009 20.8888 21.4239 21.9734 22.4778 23.0008 23.4677 PATIENT MOBILITY TECH II 030374 OCT 2005 18.8993 19.3836 19.8809 20.2956 20.7346 21.2470 OCT 2006 19.6553 20.1589 20.6761 21.1074 21.5640 22.0969 OCT 2007 20.4415 20.9653 21.5031 21.9517 22.4266 22.9808 OCT 2008 21.0547 21.5943 22.1482 22.6103 23.0994 23.6702 OCT 2009 21.6863 22.2421 22.8126 23.2886 23.7924 24.3803 PATIENT TRANSPORTATION AIDE 030372 OCT 2005 16.7829 17.2130 17.6544 17.9230 18.2868 18.6499 OCT 2006 17.4542 17.9015 18.3606 18.6399 19.0183 19.3959 OCT 2007 18.1524 18.6176 19.0950 19.3855 19.7790 20.1717 OCT 2008 18.6970 19.1761 19.6679 19.9671 20.3724 20.7769 OCT 2009 19.2579 19.7514 20.2579 20.5661 20.9836 21.4002 PHARMACY INTERN 033400 OCT 2005 20.0549 20.5691 21.0968 21.4891 22.0584 22.6281 OCT 2006 20.8571 21.3919 21.9407 22.3487 22.9407 23.5332 OCT 2007 21.6914 22.2476 22.8183 23.2426 23.8583 24.4745 OCT 2008 22.3421 22.9150 23.5028 23.9399 24.5740 25.2087 OCT 2009 23.0124 23.6025 24.2079 24.6581 25.3112 25.9650 166

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 PHARMACY TECH INPATIENT LEAD 034654 OCT 2005 21.3641 21.9118 22.4739 22.8856 23.4833 25.0073 OCT 2006 22.2187 22.7883 23.3729 23.8010 24.4226 26.0076 OCT 2007 23.1074 23.6998 24.3078 24.7530 25.3995 27.0479 OCT 2008 23.8006 24.4108 25.0370 25.4956 26.1615 27.8593 OCT 2009 24.5146 25.1431 25.7881 26.2605 26.9463 28.6951 PHARMACY TECH OUTPATIENT LEAD 034655 OCT 2005 20.5342 21.0608 21.6007 21.9965 22.5710 23.5908 OCT 2006 21.3556 21.9032 22.4647 22.8764 23.4738 24.5344 OCT 2007 22.2098 22.7793 23.3633 23.7915 24.4128 25.5158 OCT 2008 22.8761 23.4627 24.0642 24.5052 25.1452 26.2813 OCT 2009 23.5624 24.1666 24.7861 25.2404 25.8996 27.0697 PHARMACY TECHNICIAN INPATIENT 034652 OCT 2005 20.3468 20.8683 21.4037 21.7958 22.3649 23.8164 OCT 2006 21.1607 21.7030 22.2598 22.6676 23.2595 24.7691 OCT 2007 22.0071 22.5711 23.1502 23.5743 24.1899 25.7599 OCT 2008 22.6673 23.2482 23.8447 24.2815 24.9156 26.5327 OCT 2009 23.3473 23.9456 24.5600 25.0099 25.6631 27.3287 PHARMACY TECHNICIAN OUTPATIENT 034653 OCT 2005 19.5565 20.0578 20.5722 20.9493 21.4961 22.4674 OCT 2006 20.3388 20.8601 21.3951 21.7873 22.3559 23.3661 OCT 2007 21.1524 21.6945 22.2509 22.6588 23.2501 24.3007 OCT 2008 21.7870 22.3453 22.9184 23.3386 23.9476 25.0297 OCT 2009 22.4406 23.0157 23.6060 24.0388 24.6660 25.7806 PHYSICAL THERAPY AIDE 030302 OCT 2005 17.6862 18.1398 18.6048 18.9143 19.3533 19.7927 OCT 2006 18.3936 18.8654 19.3490 19.6709 20.1274 20.5844 OCT 2007 19.1293 19.6200 20.1230 20.4577 20.9325 21.4078 OCT 2008 19.7032 20.2086 20.7267 21.0714 21.5605 22.0500 OCT 2009 20.2943 20.8149 21.3485 21.7035 22.2073 22.7115 167

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 PHYSICAL THERAPY AIDE SR 030303 OCT 2005 18.5705 19.0469 19.5351 19.8600 20.3211 20.7848 OCT 2006 19.3133 19.8088 20.3165 20.6544 21.1339 21.6162 OCT 2007 20.0858 20.6012 21.1292 21.4806 21.9793 22.4808 OCT 2008 20.6884 21.2192 21.7631 22.1250 22.6387 23.1552 OCT 2009 21.3091 21.8558 22.4160 22.7888 23.3179 23.8499 PHYSICAL THERAPY ASST I 030732 OCT 2005 23.6391 24.2452 24.8670 25.4692 26.1285 26.7299 OCT 2006 24.5847 25.2150 25.8617 26.4880 27.1736 27.7991 OCT 2007 25.5681 26.2236 26.8962 27.5475 28.2605 28.9111 OCT 2008 26.3351 27.0103 27.7031 28.3739 29.1083 29.7784 OCT 2009 27.1252 27.8206 28.5342 29.2251 29.9815 30.6718 PHYSICAL THERAPY ASST II 030733 OCT 2005 25.0572 25.7001 26.3590 26.9972 27.6960 28.3336 OCT 2006 26.0595 26.7281 27.4134 28.0771 28.8038 29.4669 OCT 2007 27.1019 27.7972 28.5099 29.2002 29.9560 30.6456 OCT 2008 27.9150 28.6311 29.3652 30.0762 30.8547 31.5650 OCT 2009 28.7525 29.4900 30.2462 30.9785 31.7803 32.5120 PROFESSIONAL SVCS CODER I 057804 OCT 2005 22.6772 23.3575 24.0583 24.7800 25.5234 26.2891 OCT 2006 23.5843 24.2918 25.0206 25.7712 26.5443 27.3407 OCT 2007 24.5277 25.2635 26.0214 26.8020 27.6061 28.4343 OCT 2008 25.2635 26.0214 26.8020 27.6061 28.4343 29.2873 OCT 2009 26.0214 26.802 27.6061 28.4343 29.2873 30.1659 PROFESSIONAL SVCS CODER II 057805 OCT 2005 23.8707 24.5869 25.3245 26.0842 26.8667 27.6727 OCT 2006 24.8255 25.5704 26.3375 27.1276 27.9414 28.7796 OCT 2007 25.8185 26.5932 27.3910 28.2127 29.0591 29.9308 OCT 2008 26.5931 27.3910 28.2127 29.0591 29.9309 30.8287 OCT 2009 27.3909 28.2127 29.0591 29.9309 30.8288 31.7536 168

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 PROFESSIONAL SVCS CODER III 057806 OCT 2005 25.1271 25.8809 26.6573 27.4571 28.2808 29.1292 OCT 2006 26.1322 26.9161 27.7236 28.5554 29.4120 30.2944 OCT 2007 27.1775 27.9927 28.8325 29.6976 30.5885 31.5062 OCT 2008 27.9928 28.8325 29.6975 30.5885 31.5062 32.4514 OCT 2009 28.8326 29.6975 30.5884 31.5062 32.4514 33.4249 PSYCHIATRIC ATTENDANT 030802 OCT 2005 19.8620 20.3848 20.9072 21.4217 21.9362 22.4329 OCT 2006 20.6565 21.2002 21.7435 22.2786 22.8136 23.3302 OCT 2007 21.4828 22.0482 22.6132 23.1697 23.7261 24.2634 OCT 2008 22.1273 22.7096 23.2916 23.8648 24.4379 24.9913 OCT 2009 22.7911 23.3909 23.9903 24.5807 25.1710 25.7410 PSYCHIATRIC TECHNICIAN 030322 OCT 2005 22.9594 23.5637 24.1677 24.7548 25.3250 25.8942 OCT 2006 23.8778 24.5062 25.1344 25.7450 26.3380 26.9300 OCT 2007 24.8329 25.4864 26.1398 26.7748 27.3915 28.0072 OCT 2008 25.5779 26.2510 26.9240 27.5780 28.2132 28.8474 OCT 2009 26.3452 27.0385 27.7317 28.4053 29.0596 29.7128 PSYCHIATRIC TECHNICIAN SR 030323 OCT 2005 24.1074 24.7420 25.3760 25.9924 26.5909 27.1889 27.7876 OCT 2006 25.0717 25.7317 26.3910 27.0321 27.6545 28.2765 28.8991 OCT 2007 26.0746 26.7610 27.4466 28.1134 28.7607 29.4076 30.0551 OCT 2008 26.8568 27.5638 28.2700 28.9568 29.6235 30.2898 30.9568 OCT 2009 27.6625 28.3907 29.1181 29.8255 30.5122 31.1985 31.8855 RADIATION ONCOLOGY TECH 034684 OCT 2005 21.7028 22.2588 22.8297 23.3954 24.0157 24.5812 OCT 2006 22.5709 23.1492 23.7429 24.3312 24.9763 25.5644 OCT 2007 23.4737 24.0752 24.6926 25.3044 25.9754 26.5870 OCT 2008 24.1779 24.7975 25.4334 26.0635 26.7547 27.3846 OCT 2009 24.9032 25.5414 26.1964 26.8454 27.5573 28.2061 169

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 RADIATION THERAPIST 034475 OCT 2005 42.4104 43.6578 44.8915 46.3413 48.5258 50.8524 52.8964 OCT 2006 44.1068 45.4041 46.6872 48.1950 50.4668 52.8865 55.0123 OCT 2007 45.8711 47.2203 48.5547 50.1228 52.4855 55.0020 57.2128 OCT 2008 47.2472 48.6369 50.0113 51.6265 54.0601 56.6521 58.9292 OCT 2009 48.6646 50.0960 51.5116 53.1753 55.6819 58.3517 60.6971 RADIATION THERAPIST LEAD 034476 OCT 2005 44.5310 45.8407 47.1360 48.6584 50.9521 53.3950 55.5412 OCT 2006 46.3122 47.6743 49.0214 50.6047 52.9902 55.5308 57.7628 OCT 2007 48.1647 49.5813 50.9823 52.6289 55.1098 57.7520 60.0733 OCT 2008 49.6096 51.0687 52.5118 54.2078 56.7631 59.4846 61.8755 OCT 2009 51.0979 52.6008 54.0872 55.8340 58.4660 61.2691 63.7318 RADIOLOGIC FILM PROCESSOR TECH I 075022 OCT 2005 23.5728 24.1170 24.7356 25.4010 26.3090 27.2168 OCT 2006 24.5157 25.0817 25.7250 26.4170 27.3614 28.3055 OCT 2007 25.4963 26.0850 26.7540 27.4737 28.4559 29.4377 OCT 2008 26.2612 26.8676 27.5566 28.2979 29.3096 30.3208 OCT 2009 27.0490 27.6736 28.3833 29.1468 30.1889 31.2304 RADIOLOGICAL FILM PROCESSOR TECH II 075025 OCT 2005 27.1655 27.9804 28.7954 29.6103 30.4253 31.2402 OCT 2006 28.2521 29.0996 29.9472 30.7947 31.6423 32.4898 OCT 2007 29.3822 30.2636 31.1451 32.0265 32.9080 33.7894 OCT 2008 30.2637 31.1715 32.0795 32.9873 33.8952 34.8031 OCT 2009 31.1716 32.1066 33.0419 33.9769 34.9121 35.8472 RADIOLOGIC FILM PROC TECH LEAD 075024 OCT 2005 28.5237 29.3795 30.2352 31.0909 31.9466 32.8022 OCT 2006 29.6646 30.5547 31.4446 32.3345 33.2245 34.1143 OCT 2007 30.8512 31.7769 32.7024 33.6279 34.5535 35.4789 OCT 2008 31.7767 32.7302 33.6835 34.6367 35.5901 36.5433 OCT 2009 32.7300 33.7121 34.6940 35.6758 36.6578 37.6396 170

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 RADIOLOGIC TECH I 034801 OCT 2005 31.5266 OCT 2006 32.7877 OCT 2007 34.0992 OCT 2008 35.1222 OCT 2009 36.1759 RADIOLOGIC TECH II 034802 OCT 2005 33.1030 34.0961 35.1189 36.1725 37.2577 38.3754 39.5267 40.7125 41.9338 OCT 2006 34.4271 35.4599 36.5237 37.6194 38.7480 39.9104 41.1078 42.3410 43.6112 OCT 2007 35.8042 36.8783 37.9846 39.1242 40.2979 41.5068 42.7521 44.0346 45.3556 OCT 2008 36.8783 37.9846 39.1241 40.2979 41.5068 42.7520 44.0347 45.3556 46.7163 OCT 2009 37.9846 39.1241 40.2978 41.5068 42.7520 44.0346 45.3557 46.7163 48.1178 RADIOLOGIC TECH III 034803 OCT 2005 34.0961 35.1189 36.1725 37.2577 38.3754 39.5267 40.7125 41.9338 43.1919 OCT 2006 35.4599 36.5237 37.6194 38.7480 39.9104 41.1078 42.3410 43.6112 44.9196 OCT 2007 36.8783 37.9846 39.1242 40.2979 41.5068 42.7521 44.0346 45.3556 46.7164 OCT 2008 37.9846 39.1241 40.2979 41.5068 42.7520 44.0347 45.3556 46.7163 48.1179 OCT 2009 39.1241 40.2978 41.5068 42.7520 44.0346 45.3557 46.7163 48.1178 49.5614 RADIOLOGIC TECH IV 034804 OCT 2005 35.8009 36.8749 37.9811 39.1206 40.2942 41.5030 42.7481 44.0305 45.3514 OCT 2006 37.2329 38.3499 39.5003 40.6854 41.9060 43.1631 44.4580 45.7917 47.1655 OCT 2007 38.7222 39.8839 41.0803 42.3128 43.5822 44.8896 46.2363 47.6234 49.0521 OCT 2008 39.8839 41.0804 42.3127 43.5822 44.8897 46.2363 47.6234 49.0521 50.5237 OCT 2009 41.0804 42.3128 43.5821 44.8897 46.2364 47.6234 49.0521 50.5237 52.0394 RADIOLOGIC TECH V 034805 OCT 2005 36.8749 37.9811 39.1206 40.2942 41.5030 42.7481 44.0305 45.3514 46.7120 OCT 2006 38.3499 39.5003 40.6854 41.9060 43.1631 44.4580 45.7917 47.1655 48.5805 OCT 2007 39.8839 41.0803 42.3128 43.5822 44.8896 46.2363 47.6234 49.0521 50.5237 OCT 2008 41.0804 42.3127 43.5822 44.8897 46.2363 47.6234 49.0521 50.5237 52.0394 OCT 2009 42.3128 43.5821 44.8897 46.2364 47.6234 49.0521 50.5237 52.0394 53.6006 171

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 RADIOLOGIC TECH LEAD 034806 OCT 2005 38.7186 39.8802 41.0766 42.3089 43.5782 44.8855 46.2321 47.6190 49.0476 OCT 2006 40.2673 41.4754 42.7197 44.0013 45.3213 46.6809 48.0814 49.5238 51.0095 OCT 2007 41.8780 43.1344 44.4285 45.7614 47.1342 48.5481 50.0047 51.5048 53.0499 OCT 2008 43.1343 44.4284 45.7614 47.1342 48.5482 50.0045 51.5048 53.0499 54.6414 OCT 2009 44.4283 45.7613 47.1342 48.5482 50.0046 51.5046 53.0499 54.6414 56.2806 RADIOLOGICAL TECH LIMITED 034481 OCT 2005 25.7039 26.3801 27.0567 27.4838 28.0908 OCT 2006 26.7321 27.4353 28.1390 28.5832 29.2144 OCT 2007 27.8014 28.5327 29.2646 29.7265 30.3830 OCT 2008 28.6354 29.3887 30.1425 30.6183 31.2945 OCT 2009 29.4945 30.2704 31.0468 31.5368 32.2333 REGL LAB COMPUTER OPER ASS 070702 OCT 2005 19.8764 20.3408 20.8168 21.1651 21.6701 22.1760 OCT 2006 20.6715 21.1544 21.6495 22.0117 22.5369 23.0630 OCT 2007 21.4984 22.0006 22.5155 22.8922 23.4384 23.9855 OCT 2008 22.1434 22.6606 23.1910 23.5790 24.1416 24.7051 OCT 2009 22.8077 23.3404 23.8867 24.2864 24.8658 25.4463 REGL LAB SUPPORT SPECIALIST 090775 OCT 2005 19.6923 20.1975 20.7155 21.1010 21.6595 22.2189 OCT 2006 20.4800 21.0054 21.5441 21.9450 22.5259 23.1077 OCT 2007 21.2992 21.8456 22.4059 22.8228 23.4269 24.0320 OCT 2008 21.9382 22.5010 23.0781 23.5075 24.1297 24.7530 OCT 2009 22.5963 23.1760 23.7704 24.2127 24.8536 25.4956 RESP CARE PERMITTEE 034620 OCT 2005 26.3571 OCT 2006 27.4114 OCT 2007 28.5079 OCT 2008 29.3631 OCT 2009 30.2440 172

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 RESP CARE PRACTITIONER I 034625 OCT 2005 29.2857 30.0566 30.8271 31.4258 32.1744 32.9225 OCT 2006 30.4571 31.2589 32.0602 32.6828 33.4614 34.2394 OCT 2007 31.6754 32.5093 33.3426 33.9901 34.7999 35.6090 OCT 2008 32.6257 33.4846 34.3429 35.0098 35.8439 36.6773 OCT 2009 33.6045 34.4891 35.3732 36.0601 36.9192 37.7776 RESP CARE PRACTITIONER I REG 034621 OCT 2005 30.7500 31.5591 32.3682 32.9973 33.7829 34.5671 OCT 2006 31.9800 32.8215 33.6629 34.3172 35.1342 35.9498 OCT 2007 33.2592 34.1344 35.0094 35.6899 36.5396 37.3878 OCT 2008 34.2570 35.1584 36.0597 36.7606 37.6358 38.5094 OCT 2009 35.2847 36.2132 37.1415 37.8634 38.7649 39.6647 RESP CARE PRACTITIONER II 034626 OCT 2005 30.8500 31.6618 32.4736 33.2211 34.4190 35.9152 37.4119 OCT 2006 32.0840 32.9283 33.7725 34.5499 35.7958 37.3518 38.9084 OCT 2007 33.3674 34.2454 35.1234 35.9319 37.2276 38.8459 40.4647 OCT 2008 34.3684 35.2728 36.1771 37.0099 38.3444 40.0113 41.6786 OCT 2009 35.3995 36.3310 37.2624 38.1202 39.4947 41.2116 42.9290 RESP CARE PRACTITIONER II REG 034622 OCT 2005 32.3927 33.2444 34.0973 34.8823 36.1398 37.7114 39.2826 OCT 2006 33.6884 34.5742 35.4612 36.2776 37.5854 39.2199 40.8539 OCT 2007 35.0359 35.9572 36.8796 37.7287 39.0888 40.7887 42.4881 OCT 2008 36.0870 37.0359 37.9860 38.8606 40.2615 42.0124 43.7627 OCT 2009 37.1696 38.1470 39.1256 40.0264 41.4693 43.2728 45.0756 RESP CARE PRACTITIONER SUPV 034627 OCT 2005 34.0121 34.9066 35.8023 36.6266 37.9469 39.5970 41.2465 OCT 2006 35.3726 36.3029 37.2344 38.0917 39.4648 41.1809 42.8964 OCT 2007 36.7875 37.7550 38.7238 39.6154 41.0434 42.8281 44.6123 OCT 2008 37.8911 38.8877 39.8855 40.8039 42.2747 44.1129 45.9507 OCT 2009 39.0278 40.0543 41.0821 42.0280 43.5429 45.4363 47.3292 173

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 RESPIRATORY SUPPLY AIDE 030432 OCT 2005 18.5196 18.9941 19.4814 19.9284 20.3923 20.8059 OCT 2006 19.2604 19.7539 20.2607 20.7255 21.2080 21.6381 OCT 2007 20.0308 20.5441 21.0711 21.5545 22.0563 22.5036 OCT 2008 20.6317 21.1604 21.7032 22.2011 22.7180 23.1787 OCT 2009 21.2507 21.7952 22.3543 22.8671 23.3995 23.8741 RESPIRATORY SUPPLY AIDE SR 030433 OCT 2005 19.4454 19.9436 20.4555 20.9249 21.4119 21.8463 OCT 2006 20.2232 20.7413 21.2737 21.7619 22.2684 22.7202 OCT 2007 21.0321 21.5710 22.1246 22.6324 23.1591 23.6290 OCT 2008 21.6631 22.2181 22.7883 23.3114 23.8539 24.3379 OCT 2009 22.3130 22.8846 23.4719 24.0107 24.5695 25.0680 SCHEDULE MAINTENANCE CLERK 051154 OCT 2005 19.3610 19.8574 20.3662 20.8402 21.4880 22.1359 OCT 2006 20.1354 20.6517 21.1808 21.6738 22.3475 23.0213 OCT 2007 20.9408 21.4778 22.0280 22.5408 23.2414 23.9422 OCT 2008 21.5690 22.1221 22.6888 23.2170 23.9386 24.6605 OCT 2009 22.2161 22.7858 23.3695 23.9135 24.6568 25.4003 SCHEDULE MAINTENANCE CLERK, SR 051156 OCT 2005 20.3291 20.8503 21.3846 21.8822 22.5626 23.2798 OCT 2006 21.1423 21.6843 22.2400 22.7575 23.4651 24.2110 OCT 2007 21.9880 22.5517 23.1296 23.6678 24.4037 25.1794 OCT 2008 22.6476 23.2283 23.8235 24.3778 25.1358 25.9348 OCT 2009 23.3270 23.9251 24.5382 25.1091 25.8899 26.7128 SERVICE PARTNER 092311 OCT 2005 17.1993 17.6402 18.0922 18.5664 19.0403 OCT 2006 17.8873 18.3458 18.8159 19.3091 19.8019 OCT 2007 18.6028 19.0796 19.5685 20.0815 20.5940 OCT 2008 19.1609 19.6520 20.1556 20.6839 21.2118 OCT 2009 19.7357 20.2416 20.7603 21.3044 21.8482 174

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 SLEEP TECHNOLOGIST I 034628 OCT 2005 21.0372 21.5759 22.1291 22.6376 23.1641 23.6343 OCT 2006 21.8787 22.4389 23.0143 23.5431 24.0907 24.5797 OCT 2007 22.7538 23.3365 23.9349 24.4848 25.0543 25.5629 OCT 2008 23.4364 24.0366 24.6529 25.2193 25.8059 26.3298 OCT 2009 24.1395 24.7577 25.3925 25.9759 26.5801 27.1197 SLEEP TECHNOLOGIST II 034629 OCT 2005 24.9549 25.5953 26.2517 27.6331 29.0150 30.3966 31.7784 OCT 2006 25.9531 26.6191 27.3018 28.7384 30.1756 31.6125 33.0495 OCT 2007 26.9912 27.6839 28.3939 29.8879 31.3826 32.8770 34.3715 OCT 2008 27.8009 28.5144 29.2457 30.7845 32.3241 33.8633 35.4026 OCT 2009 28.6349 29.3698 30.1231 31.708 33.2938 34.8792 36.4647 SLEEP TECHNOLOGIST LEAD 034630 OCT 2005 26.2027 26.8751 27.5643 29.0147 30.4657 31.9164 33.3673 OCT 2006 27.2508 27.9501 28.6669 30.1753 31.6843 33.1931 34.7020 OCT 2007 28.3408 29.0681 29.8136 31.3823 32.9517 34.5208 36.0901 OCT 2008 29.1910 29.9401 30.7080 32.3238 33.9403 35.5564 37.1728 OCT 2009 30.0667 30.8383 31.6292 33.2935 34.9585 36.6231 38.2880 SONOGRAPHER TRAINEE 030435 OCT 2005 31.9240 OCT 2006 33.2010 OCT 2007 34.5290 OCT 2008 35.5649 OCT 2009 36.6318 SONOGRAPHER TECHNICIAN 030436 OCT 2005 35.1152 36.1714 37.2617 38.3746 39.5217 40.7141 41.9293 43.1899 44.4846 45.8247 47.1989 OCT 2006 36.5198 37.6183 38.7522 39.9096 41.1026 42.3427 43.6065 44.9175 46.2640 47.6577 49.0869 OCT 2007 37.9806 39.1230 40.3023 41.5060 42.7467 44.0364 45.3508 46.7142 48.1146 49.5640 51.0504 OCT 2008 39.1200 40.2967 41.5114 42.7512 44.0291 45.3575 46.7113 48.1156 49.5580 51.0509 52.5819 OCT 2009 40.2936 41.5056 42.7567 44.0337 45.3500 46.7182 48.1126 49.5591 51.0447 52.5824 54.1594 175

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 SONOGRAPHER I 030437 OCT 2005 37.2276 38.3406 39.4876 40.6801 41.8952 43.1558 44.4505 45.7793 47.6191 OCT 2006 38.7167 39.8742 41.0671 42.3073 43.5710 44.8820 46.2285 47.6105 49.5239 OCT 2007 40.2654 41.4692 42.7098 43.9996 45.3138 46.6773 48.0776 49.5149 51.5049 OCT 2008 41.4734 42.7133 43.9911 45.3196 46.6732 48.0776 49.5199 51.0003 53.0500 OCT 2009 42.7176 43.9947 45.3108 46.6792 48.0734 49.5199 51.0055 52.5303 54.6415 SONOGRAPHER I SUPV 030444 OCT 2005 40.9526 42.1792 43.4398 44.7458 46.0859 47.4714 48.8910 50.3674 52.3776 OCT 2006 42.5907 43.8664 45.1774 46.5356 47.9293 49.3703 50.8466 52.3821 54.4727 OCT 2007 44.2943 45.6211 46.9845 48.3970 49.8465 51.3451 52.8805 54.4774 56.6516 OCT 2008 45.6231 46.9897 48.3940 49.8489 51.3419 52.8855 54.4669 56.1117 58.3511 OCT 2009 46.9918 48.3994 49.8458 51.3444 52.8822 54.4721 56.1009 57.7951 60.1016 SONOGRAPHER II 030438 OCT 2005 38.3406 39.4876 40.6801 41.8952 43.1558 44.4505 45.7793 47.1534 49.0387 OCT 2006 39.8742 41.0671 42.3073 43.5710 44.8820 46.2285 47.6105 49.0395 51.0002 OCT 2007 41.4692 42.7098 43.9996 45.3138 46.6773 48.0776 49.5149 51.0011 53.0402 OCT 2008 42.7133 43.9911 45.3196 46.6732 48.0776 49.5199 51.0003 52.5311 54.6314 OCT 2009 43.9947 45.3108 46.6792 48.0734 49.5199 51.0055 52.5303 54.1070 56.2703 SONOGRAPHER II SUPV 030445 OCT 2005 42.1792 43.4398 44.7458 46.0859 47.4714 48.8910 50.3674 51.8779 53.9448 OCT 2006 43.8664 45.1774 46.5356 47.9293 49.3703 50.8466 52.3821 53.9530 56.1026 OCT 2007 45.6211 46.9845 48.3970 49.8465 51.3451 52.8805 54.4774 56.1111 58.3467 OCT 2008 46.9897 48.3940 49.8489 51.3419 52.8855 54.4669 56.1117 57.7944 60.0971 OCT 2009 48.3994 49.8458 51.3444 52.8822 54.4721 56.1009 57.7951 59.5282 61.9000 SONOGRAPHER III 030439 OCT 2005 39.4876 40.6801 41.8952 43.1558 44.4505 45.7793 47.1534 48.5730 50.5150 OCT 2006 41.0671 42.3073 43.5710 44.8820 46.2285 47.6105 49.0395 50.5159 52.5356 OCT 2007 42.7098 43.9996 45.3138 46.6773 48.0776 49.5149 51.0011 52.5365 54.6370 OCT 2008 43.9911 45.3196 46.6732 48.0776 49.5199 51.0003 52.5311 54.1126 56.2761 OCT 2009 45.3108 46.6792 48.0734 49.5199 51.0055 52.5303 54.1070 55.7360 57.9644 176

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 SONOGRAPHER III SUPV 030446 OCT 2005 43.4398 44.7458 46.0859 47.4714 48.8910 50.3674 51.8779 53.4337 55.5688 OCT 2006 45.1774 46.5356 47.9293 49.3703 50.8466 52.3821 53.9530 55.5710 57.7916 OCT 2007 46.9845 48.3970 49.8465 51.3451 52.8805 54.4774 56.1111 57.7938 60.1033 OCT 2008 48.3940 49.8489 51.3419 52.8855 54.4669 56.1117 57.7944 59.5276 61.9064 OCT 2009 49.8458 51.3444 52.8822 54.4721 56.1009 57.7951 59.5282 61.3134 63.7636 SONOGRAPHER IV 030440 OCT 2005 40.6801 41.8952 43.1558 44.4505 45.7793 47.1534 48.5730 50.0267 52.0255 OCT 2006 42.3073 43.5710 44.8820 46.2285 47.6105 49.0395 50.5159 52.0278 54.1065 OCT 2007 43.9996 45.3138 46.6773 48.0776 49.5149 51.0011 52.5365 54.1089 56.2708 OCT 2008 45.3196 46.6732 48.0776 49.5199 51.0003 52.5311 54.1126 55.7322 57.9589 OCT 2009 46.6792 48.0734 49.5199 51.0055 52.5303 54.1070 55.7360 57.4042 59.6977 SONOGRAPHER IV SUPV 030447 OCT 2005 44.7458 46.0859 47.4714 48.8910 50.3674 51.8779 53.4337 55.0351 57.2383 OCT 2006 46.5356 47.9293 49.3703 50.8466 52.3821 53.9530 55.5710 57.2365 59.5278 OCT 2007 48.3970 49.8465 51.3451 52.8805 54.4774 56.1111 57.7938 59.5260 61.9089 OCT 2008 49.8489 51.3419 52.8855 54.4669 56.1117 57.7944 59.5276 61.3118 63.7662 OCT 2009 51.3444 52.8822 54.4721 56.1009 57.7951 59.5282 61.3134 63.1512 65.6792 SONOGRAPHER V 030441 OCT 2005 41.8952 43.1558 44.4505 45.7793 47.1534 48.5730 50.0267 51.5258 53.5927 OCT 2006 43.5710 44.8820 46.2285 47.6105 49.0395 50.5159 52.0278 53.5868 55.7364 OCT 2007 45.3138 46.6773 48.0776 49.5149 51.0011 52.5365 54.1089 55.7303 57.9659 OCT 2008 46.6732 48.0776 49.5199 51.0003 52.5311 54.1126 55.7322 57.4022 59.7049 OCT 2009 48.0734 49.5199 51.0055 52.5303 54.1070 55.7360 57.4042 59.1243 61.4960 SONOGRAPHER V SUPV 030448 OCT 2005 46.0859 47.4714 48.8910 50.3674 51.8779 53.4337 55.0351 56.6818 58.9531 OCT 2006 47.9293 49.3703 50.8466 52.3821 53.9530 55.5710 57.2365 58.9491 61.3112 OCT 2007 49.8465 51.3451 52.8805 54.4774 56.1111 57.7938 59.5260 61.3071 63.7636 OCT 2008 51.3419 52.8855 54.4669 56.1117 57.7944 59.5276 61.3118 63.1463 65.6765 OCT 2009 52.8822 54.4721 56.1009 57.7951 59.5282 61.3134 63.1512 65.0407 67.6468 177

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 STERILE PROCESSING TECH I 090312 OCT 2005 19.2647 19.7583 20.2649 20.7304 21.2124 21.6430 OCT 2006 20.0353 20.5486 21.0755 21.5596 22.0609 22.5087 OCT 2007 20.8367 21.3705 21.9185 22.4220 22.9433 23.4090 OCT 2008 21.4618 22.0116 22.5761 23.0947 23.6316 24.1113 OCT 2009 22.1057 22.6719 23.2534 23.7875 24.3405 24.8346 STERILE PROCESSING TECH II CERTIFIED 090313 OCT 2005 20.0353 20.5485 21.0753 21.5595 22.0609 22.5090 OCT 2006 20.8367 21.3704 21.9183 22.4219 22.9433 23.4094 OCT 2007 21.6702 22.2252 22.7950 23.3188 23.8610 24.3458 OCT 2008 22.3203 22.8920 23.4789 24.0184 24.5768 25.0762 OCT 2009 22.9899 23.5788 24.1833 24.7390 25.3141 25.8285 STERILE PROCESSING TECH SR CERTIFIED 090314 OCT 2005 21.0372 21.5759 22.1291 22.6376 23.1641 23.6343 OCT 2006 21.8787 22.4389 23.0143 23.5431 24.0907 24.5797 OCT 2007 22.7538 23.3365 23.9349 24.4848 25.0543 25.5629 OCT 2008 23.4364 24.0366 24.6529 25.2193 25.8059 26.3298 OCT 2009 24.1395 24.7577 25.3925 25.9759 26.5801 27.1197 STOCK ROOM ASST REG LAB ONLY 094022 OCT 2005 17.6844 18.1498 18.6150 18.8647 19.1150 19.5892 OCT 2006 18.3918 18.8758 19.3596 19.6193 19.8796 20.3728 OCT 2007 19.1275 19.6308 20.1340 20.4041 20.6748 21.1877 OCT 2008 19.7013 20.2197 20.7380 21.0162 21.2950 21.8233 OCT 2009 20.2923 20.8263 21.3601 21.6467 21.9339 22.4780 STOCK ROOM ASST REG LAB SR 094023 OCT 2005 19.4649 19.9767 20.4890 20.7639 21.0386 21.5387 OCT 2006 20.2435 20.7758 21.3086 21.5945 21.8801 22.4002 OCT 2007 21.0532 21.6068 22.1609 22.4583 22.7553 23.2962 OCT 2008 21.6848 22.2550 22.8257 23.1320 23.4380 23.9951 OCT 2009 22.3353 22.9227 23.5105 23.8260 24.1411 24.7150 178

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 STOREKEEPER 054002 OCT 2005 17.3945 17.8404 18.2980 18.7711 19.2458 OCT 2006 18.0903 18.5540 19.0299 19.5219 20.0156 OCT 2007 18.8139 19.2962 19.7911 20.3028 20.8162 OCT 2008 19.3783 19.8751 20.3848 20.9119 21.4407 OCT 2009 19.9596 20.4714 20.9963 21.5393 22.0839 STOREKEEPER CHIEF 094013 OCT 2005 19.4904 19.9902 20.5026 21.0578 21.5412 OCT 2006 20.2700 20.7898 21.3227 21.9001 22.4028 OCT 2007 21.0808 21.6214 22.1756 22.7761 23.2989 OCT 2008 21.7132 22.2700 22.8409 23.4594 23.9979 OCT 2009 22.3646 22.9381 23.5261 24.1632 24.7178 STOREKEEPER I 094011 OCT 2005 17.7226 18.1770 18.6433 19.1255 19.6086 OCT 2006 18.4315 18.9041 19.3890 19.8905 20.3929 OCT 2007 19.1688 19.6603 20.1646 20.6861 21.2086 OCT 2008 19.7439 20.2501 20.7695 21.3067 21.8449 OCT 2009 20.3362 20.8576 21.3926 21.9459 22.5002 STOREKEEPER II 094012 OCT 2005 18.0072 18.4691 18.9425 19.4224 20.0840 OCT 2006 18.7275 19.2079 19.7002 20.1993 20.8874 OCT 2007 19.4766 19.9762 20.4882 21.0073 21.7229 OCT 2008 20.0609 20.5755 21.1028 21.6375 22.3746 OCT 2009 20.6627 21.1928 21.7359 22.2866 23.0458 SUPPORT SERVICES REP 057874 OCT 2005 19.3610 19.8574 20.3662 20.8402 21.4880 22.1359 OCT 2006 20.1354 20.6517 21.1808 21.6738 22.3475 23.0213 OCT 2007 20.9408 21.4778 22.0280 22.5408 23.2414 23.9422 OCT 2008 21.5690 22.1221 22.6888 23.2170 23.9386 24.6605 OCT 2009 22.2161 22.7858 23.3695 23.9135 24.6568 25.4003 179

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 SUPPORT SERVICES REP, SR 057875 OCT 2005 20.3291 20.8502 21.3846 21.8821 22.5626 23.2426 OCT 2006 21.1423 21.6842 22.2400 22.7574 23.4651 24.1723 OCT 2007 21.9880 22.5516 23.1296 23.6677 24.4037 25.1392 OCT 2008 22.6476 23.2281 23.8235 24.3777 25.1358 25.8934 OCT 2009 23.3270 23.9249 24.5382 25.1090 25.8899 26.6702 SURGICAL ASSISTANT 030712 OCT 2005 27.0533 27.7468 28.4580 29.1955 30.0719 31.0860 32.3294 OCT 2006 28.1354 28.8567 29.5963 30.3633 31.2748 32.3294 33.6226 OCT 2007 29.2608 30.0110 30.7802 31.5778 32.5258 33.6226 34.9675 OCT 2008 30.1386 30.9113 31.7036 32.5251 33.5016 34.6313 36.0165 OCT 2009 31.0428 31.8386 32.6547 33.5009 34.5066 35.6702 37.0970 SURGICAL ASSISTANT CERT SR 030714 OCT 2005 29.1159 29.8624 30.6284 31.4215 32.3645 33.4562 34.7944 OCT 2006 30.2805 31.0569 31.8535 32.6784 33.6591 34.7944 36.1862 OCT 2007 31.4917 32.2992 33.1276 33.9855 35.0055 36.1862 37.6336 OCT 2008 32.4365 33.2682 34.1214 35.0051 36.0557 37.2718 38.7626 OCT 2009 33.4096 34.2662 35.1450 36.0553 37.1374 38.3900 39.9255 SURGICAL ASSISTANT CERTIFIED 030711 OCT 2005 27.7293 28.4405 29.1698 29.9253 30.8235 31.8630 33.1375 OCT 2006 28.8385 29.5781 30.3366 31.1223 32.0564 33.1375 34.4630 OCT 2007 29.9920 30.7612 31.5501 32.3672 33.3387 34.4630 35.8415 OCT 2008 30.8918 31.6840 32.4966 33.3382 34.3389 35.4969 36.9167 OCT 2009 31.8186 32.6345 33.4715 34.3383 35.3691 36.5618 38.0242 SURGICAL ASSISTANT SR 030713 OCT 2005 28.4060 29.1340 29.8811 30.6552 31.5753 32.6405 33.9461 OCT 2006 29.5422 30.2994 31.0763 31.8814 32.8383 33.9461 35.3039 OCT 2007 30.7239 31.5114 32.3194 33.1567 34.1518 35.3039 36.7161 OCT 2008 31.6456 32.4567 33.2890 34.1514 35.1764 36.3630 37.8176 OCT 2009 32.5950 33.4304 34.2877 35.1759 36.2317 37.4539 38.9521 180

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 SURGICAL ASSISTANT TRAINEE 030710 OCT 2005 26.2320 OCT 2006 27.2813 OCT 2007 28.3726 OCT 2008 29.2238 OCT 2009 30.1005 SURGICAL TECHNICIAN 030312 OCT 2005 25.2202 25.8668 26.5299 27.1873 27.9084 28.5653 29.7079 OCT 2006 26.2290 26.9015 27.5911 28.2748 29.0247 29.7079 30.8962 OCT 2007 27.2782 27.9776 28.6947 29.4058 30.1857 30.8962 32.1320 OCT 2008 28.0965 28.8169 29.5555 30.2880 31.0913 31.8231 33.0960 OCT 2009 28.9394 29.6814 30.4422 31.1966 32.0240 32.7778 34.0889 SURGICAL TECHNICIAN SR 030313 OCT 2005 26.4812 27.1600 27.8564 28.5467 29.3037 29.9936 31.1933 OCT 2006 27.5404 28.2464 28.9707 29.6886 30.4758 31.1933 32.4410 OCT 2007 28.6420 29.3763 30.1295 30.8761 31.6948 32.4410 33.7386 OCT 2008 29.5013 30.2576 31.0334 31.8024 32.6456 33.4142 34.7508 OCT 2009 30.3863 31.1653 31.9644 32.7565 33.6250 34.4166 35.7933 SURGICAL TECHNICIAN TRAINEE 030309 OCT 2005 24.4635 OCT 2006 25.4420 OCT 2007 26.4597 OCT 2008 27.2535 OCT 2009 28.0711 TELESERVICE REPRESENTIVE AACC 051183 OCT 2005 17.9613 18.4220 18.8945 19.2846 19.7089 20.1886 OCT 2006 18.6798 19.1589 19.6503 20.0560 20.4973 20.9961 OCT 2007 19.4270 19.9253 20.4363 20.8582 21.3172 21.8359 OCT 2008 20.0098 20.5231 21.0494 21.4839 21.9567 22.4910 OCT 2009 20.6101 21.1388 21.6809 22.1284 22.6154 23.1657 181

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 TRUCK DRIVER 072102 OCT 2005 25.7714 26.4319 27.1095 27.6573 28.2055 28.8042 OCT 2006 26.8023 27.4892 28.1939 28.7636 29.3337 29.9564 OCT 2007 27.8744 28.5888 29.3217 29.9141 30.5070 31.1547 OCT 2008 28.7106 29.4465 30.2014 30.8115 31.4222 32.0893 OCT 2009 29.5719 30.3299 31.1074 31.7358 32.3649 33.0520 TRUCK DRIVER FOREMAN 072104 OCT 2005 27.1596 27.8563 28.5703 29.1182 29.6644 30.2631 OCT 2006 28.2460 28.9706 29.7131 30.2829 30.8510 31.4736 OCT 2007 29.3758 30.1294 30.9016 31.4942 32.0850 32.7325 OCT 2008 30.2571 31.0333 31.8286 32.4390 33.0476 33.7145 OCT 2009 31.1648 31.9643 32.7835 33.4122 34.0390 34.7259 UNIT ASSISTANT 051512 OCT 2005 18.3488 18.8190 19.3018 19.7044 20.1306 20.6281 OCT 2006 19.0828 19.5718 20.0739 20.4926 20.9358 21.4532 OCT 2007 19.8461 20.3547 20.8769 21.3123 21.7732 22.3113 OCT 2008 20.4415 20.9653 21.5032 21.9517 22.4264 22.9806 OCT 2009 21.0547 21.5943 22.1483 22.6103 23.0992 23.6700 UNIT ASSISTANT SR 051513 OCT 2005 19.2662 19.7602 20.2671 20.6896 21.1371 21.6596 OCT 2006 20.0368 20.5506 21.0778 21.5172 21.9826 22.5260 OCT 2007 20.8383 21.3726 21.9209 22.3779 22.8619 23.4270 OCT 2008 21.4634 22.0138 22.5785 23.0492 23.5478 24.1298 OCT 2009 22.1073 22.6742 23.2559 23.7407 24.2542 24.8537 VISION SERVICES ASST I 030201 OCT 2005 17.9882 18.4496 18.9225 19.3556 19.7887 20.1410 OCT 2006 18.7077 19.1876 19.6794 20.1298 20.5802 20.9466 OCT 2007 19.4560 19.9551 20.4666 20.9350 21.4034 21.7845 OCT 2008 20.0397 20.5538 21.0806 21.5631 22.0455 22.4380 OCT 2009 20.6409 21.1704 21.7130 22.2100 22.7069 23.1111 182

NORTHERN CALIFORNIA REGION JOB TITLE JOB CODE GRADE YEAR A STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 B1-STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 VISION SERVICES ASST II 030202 OCT 2005 19.5113 20.0116 20.5248 20.9945 21.4641 21.8464 OCT 2006 20.2918 20.8121 21.3458 21.8343 22.3227 22.7203 OCT 2007 21.1035 21.6446 22.1996 22.7077 23.2156 23.6291 OCT 2008 21.7366 22.2939 22.8656 23.3889 23.9121 24.3380 OCT 2009 22.3887 22.9627 23.5516 24.0906 24.6295 25.0681 WAREHOUSE PERSON 084002 OCT 2005 22.2999 22.8716 23.4581 24.0056 24.5536 25.1525 OCT 2006 23.1919 23.7865 24.3964 24.9658 25.5357 26.1586 OCT 2007 24.1196 24.7380 25.3723 25.9644 26.5571 27.2049 OCT 2008 24.8432 25.4801 26.1335 26.7433 27.3538 28.0210 OCT 2009 25.5885 26.2445 26.9175 27.5456 28.1744 28.8616 WAREHOUSE PERSON LEAD 074004 OCT 2005 23.4150 24.0151 24.6310 25.2060 25.7813 26.4101 OCT 2006 24.3516 24.9757 25.6162 26.2142 26.8126 27.4665 OCT 2007 25.3257 25.9747 26.6408 27.2628 27.8851 28.5652 OCT 2008 26.0855 26.7539 27.4400 28.0807 28.7217 29.4222 OCT 2009 26.8681 27.5565 28.2632 28.9231 29.5834 30.3049 WORKFLOW QUAL COORD-AACC 057643 OCT 2005 19.0407 19.5293 20.0300 20.4435 20.8934 21.4019 OCT 2006 19.8023 20.3105 20.8312 21.2612 21.7291 22.2580 OCT 2007 20.5944 21.1229 21.6644 22.1116 22.5983 23.1483 OCT 2008 21.2122 21.7566 22.3143 22.7749 23.2762 23.8427 OCT 2009 21.8486 22.4093 22.9837 23.4581 23.9745 24.5580 YARDKEEPER 084112 OCT 2005 17.2144 17.6551 18.1080 18.5822 19.0559 OCT 2006 17.9030 18.3613 18.8323 19.3255 19.8181 OCT 2007 18.6191 19.0958 19.5856 20.0985 20.6108 OCT 2008 19.1777 19.6687 20.1732 20.7015 21.2291 OCT 2009 19.7530 20.2588 20.7784 21.3225 21.8660 183

NORTHERN CALIFORNIA REGION NORTHERN CALIFORNIA REGION WAGE RATES STRUCTURE B-2 184

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR 3D IMAGING ANALYST 034484 OCT 2005 26.3382 27.0304 27.7239 28.1617 28.7832 JAN 2006 28.3480 29.1985 30.0744 30.9767 31.9060 32.8632 33.8490 OCT 2006 29.4819 30.3664 31.2774 32.2158 33.1822 34.1777 35.2030 JAN 2007 30.5727 31.4900 32.4347 33.4078 34.4099 35.4423 36.5055 OCT 2007 31.7956 32.7496 33.7321 34.7441 35.7863 36.8600 37.9657 JAN 2008 32.9720 33.9613 34.9802 36.0296 37.1104 38.2238 39.3704 JUL 2008 34.0992 35.1222 36.1759 37.2611 38.3789 39.5303 40.7162 OCT 2008 35.1222 36.1759 37.2612 38.3789 39.5303 40.7162 41.9377 OCT 2009 36.1759 37.2612 38.3790 39.5303 40.7162 41.9377 43.1958 ADMINISTRATIVE PARTNER 051515 OCT 2005 15.9101 16.3178 16.7364 17.0856 17.4552 17.8862 JAN 2006 16.4988 16.9216 17.3556 17.7178 18.1010 18.5480 OCT 2006 17.1588 17.5985 18.0498 18.4265 18.8250 19.2899 JAN 2007 17.7937 18.2496 18.7176 19.1083 19.5215 20.0036 OCT 2007 18.5054 18.9796 19.4663 19.8726 20.3024 20.8037 JAN 2008 19.1901 19.6818 20.1866 20.6079 21.0536 21.5734 JUL 2008 19.8426 20.3510 20.8729 21.3086 21.7694 22.3069 OCT 2008 20.4379 20.9615 21.4991 21.9479 22.4225 22.9761 OCT 2009 21.0510 21.5903 22.1441 22.6063 23.0952 23.6654 ADMINISTRATIVE PARTNER SR 051516 OCT 2005 16.7055 17.1338 17.5730 17.9400 18.3280 18.7805 JAN 2006 17.3236 17.7678 18.2232 18.6038 19.0061 19.4754 OCT 2006 18.0165 18.4785 18.9521 19.3480 19.7663 20.2544 JAN 2007 18.6831 19.1622 19.6533 20.0639 20.4977 21.0038 OCT 2007 19.4304 19.9287 20.4394 20.8665 21.3176 21.8440 JAN 2008 20.1493 20.6661 21.1957 21.6386 22.1064 22.6522 JUL 2008 20.8344 21.3687 21.9164 22.3743 22.8580 23.4224 OCT 2008 21.4594 22.0098 22.5739 23.0455 23.5437 24.1251 OCT 2009 22.1032 22.6701 23.2511 23.7369 24.2500 24.8489 ADMITTING REPRESENTATIVE 050304 OCT 2005 16.0594 16.4708 16.8933 17.2493 17.7428 18.2357 JAN 2006 16.6536 17.0802 17.5184 17.8875 18.3993 18.9104 OCT 2006 17.3197 17.7634 18.2191 18.6030 19.1353 19.6668 JAN 2007 17.9605 18.4206 18.8932 19.2913 19.8433 20.3945 OCT 2007 18.6789 19.1574 19.6489 20.0630 20.6370 21.2103 JAN 2008 19.3700 19.8662 20.3759 20.8053 21.4006 21.9951 JUL 2008 20.0320 20.5458 21.0728 21.5168 22.1323 22.7469 OCT 2008 20.6330 21.1622 21.7050 22.1623 22.7963 23.4293 OCT 2009 21.2520 21.7971 22.3562 22.8272 23.4802 24.1322 185

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR ADMITTING REPRESENTATIVE SR 051143 OCT 2005 16.7872 17.2179 17.6596 18.0703 18.6319 19.1935 JAN 2006 17.4083 17.8550 18.3130 18.7389 19.3213 19.9037 OCT 2006 18.1046 18.5692 19.0455 19.4885 20.0942 20.6998 JAN 2007 18.7745 19.2563 19.7502 20.2096 20.8377 21.4657 OCT 2007 19.5255 20.0266 20.5402 21.0180 21.6712 22.3243 JAN 2008 20.2479 20.7676 21.3002 21.7957 22.4730 23.1503 JUL 2008 20.9408 21.4778 22.0280 22.5408 23.2414 23.9422 OCT 2008 21.5690 22.1221 22.6888 23.2170 23.9386 24.6605 OCT 2009 22.2161 22.7858 23.3695 23.9135 24.6568 25.4003 ALLERGY CENTRAL LAB ASST SUPV 034404 OCT 2005 18.6129 19.0899 19.5797 19.9568 20.4967 21.0216 JAN 2006 19.3016 19.7962 20.3041 20.6952 21.2551 21.7994 OCT 2006 20.0737 20.5880 21.1163 21.5230 22.1053 22.6714 JAN 2007 20.8164 21.3498 21.8976 22.3194 22.9232 23.5102 OCT 2007 21.6491 22.2038 22.7735 23.2122 23.8401 24.4506 JAN 2008 22.4501 23.0253 23.6161 24.0711 24.7222 25.3553 JUL 2008 23.2176 23.8130 24.4233 24.8942 25.5681 26.2229 OCT 2008 23.9141 24.5274 25.1560 25.6410 26.3351 27.0096 OCT 2009 24.6315 25.2632 25.9107 26.4102 27.1252 27.8199 ALLERGY TECHNICIAN 034402 OCT 2005 16.8823 17.3153 17.7593 18.1015 18.5911 19.0673 JAN 2006 17.5069 17.9560 18.4164 18.7713 19.2790 19.7728 OCT 2006 18.2072 18.6742 19.1531 19.5222 20.0502 20.5637 JAN 2007 18.8809 19.3651 19.8618 20.2445 20.7921 21.3246 OCT 2007 19.6361 20.1397 20.6563 21.0543 21.6238 22.1776 JAN 2008 20.3626 20.8849 21.4206 21.8333 22.4239 22.9982 JUL 2008 21.0591 21.5991 22.1527 22.5796 23.1908 23.7848 OCT 2008 21.6909 22.2471 22.8173 23.2570 23.8865 24.4983 OCT 2009 22.3416 22.9145 23.5018 23.9547 24.6031 25.2332 ALLERGY TECHNICIAN SR 034403 OCT 2005 17.7266 18.1810 18.6474 19.0065 19.5206 20.0206 JAN 2006 18.3825 18.8537 19.3374 19.7097 20.2429 20.7614 OCT 2006 19.1178 19.6078 20.1109 20.4981 21.0526 21.5919 JAN 2007 19.8252 20.3333 20.8550 21.2565 21.8315 22.3908 OCT 2007 20.6182 21.1466 21.6892 22.1068 22.7048 23.2864 JAN 2008 21.3811 21.9290 22.4917 22.9248 23.5449 24.1480 JUL 2008 22.1122 22.6791 23.2602 23.7088 24.3504 24.9741 OCT 2008 22.7756 23.3595 23.9580 24.4201 25.0809 25.7233 OCT 2009 23.4589 24.0603 24.6767 25.1527 25.8333 26.4950 186

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR ALLERGY TECHNICIAN TRAINEE 034400 OCT 2005 16.0159 16.4266 16.8479 17.1597 17.5888 17.9923 JAN 2006 16.6085 17.0344 17.4713 17.7946 18.2396 18.6580 OCT 2006 17.2728 17.7158 18.1702 18.5064 18.9692 19.4043 JAN 2007 17.9119 18.3713 18.8425 19.1911 19.6711 20.1223 OCT 2007 18.6284 19.1062 19.5962 19.9587 20.4579 20.9272 JAN 2008 19.3177 19.8131 20.3213 20.6972 21.2148 21.7015 JUL 2008 19.9784 20.4905 21.0159 21.4049 21.9426 22.4434 OCT 2008 20.5778 21.1052 21.6464 22.0470 22.6009 23.1167 OCT 2009 21.1951 21.7384 22.2958 22.7084 23.2789 23.8102 ANESTHESIA SUPPLY AIDE 030422 OCT 2005 15.3251 15.7178 16.1209 16.4907 16.8744 17.2173 JAN 2006 15.8921 16.2994 16.7174 17.1009 17.4988 17.8543 OCT 2006 16.5278 16.9514 17.3861 17.7849 18.1988 18.5685 JAN 2007 17.1393 17.5786 18.0294 18.4429 18.8722 19.2555 OCT 2007 17.8249 18.2817 18.7506 19.1806 19.6271 20.0257 JAN 2008 18.4844 18.9581 19.4444 19.8903 20.3533 20.7667 JUL 2008 19.1161 19.6060 20.1087 20.5703 21.0490 21.4762 OCT 2008 19.6896 20.1942 20.7120 21.1874 21.6805 22.1205 OCT 2009 20.2803 20.8000 21.3334 21.8230 22.3309 22.7841 ANESTHESIA SUPPLY AIDE SR 030423 OCT 2005 16.0913 16.5036 16.9268 17.3153 17.7179 18.0781 JAN 2006 16.6867 17.1142 17.5531 17.9560 18.3735 18.7470 OCT 2006 17.3542 17.7988 18.2552 18.6742 19.1084 19.4969 JAN 2007 17.9963 18.4574 18.9306 19.3651 19.8154 20.2183 OCT 2007 18.7162 19.1957 19.6878 20.1397 20.6080 21.0270 JAN 2008 19.4087 19.9059 20.4162 20.8849 21.3705 21.8050 JUL 2008 20.0719 20.5863 21.1144 21.5988 22.1016 22.5499 OCT 2008 20.6741 21.2039 21.7478 22.2468 22.7646 23.2264 OCT 2009 21.2943 21.8400 22.4002 22.9142 23.4475 23.9232 ANESTHESIA TECHNICAL ASST 030772 OCT 2005 19.4926 19.9925 20.5047 21.0129 21.5703 22.0778 JAN 2006 20.2138 20.7322 21.2634 21.7904 22.3684 22.8947 OCT 2006 21.0224 21.5615 22.1139 22.6620 23.2631 23.8105 JAN 2007 21.8002 22.3593 22.9321 23.5005 24.1238 24.6915 OCT 2007 22.6722 23.2537 23.8494 24.4405 25.0888 25.6792 JAN 2008 23.5111 24.1141 24.7318 25.3448 26.0171 26.6293 JUL 2008 24.3151 24.9388 25.5779 26.2117 26.9067 27.5398 OCT 2008 25.0446 25.6870 26.3452 26.9981 27.7139 28.3660 OCT 2009 25.7959 26.4576 27.1356 27.8080 28.5453 29.2170 187

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR ANESTHESIA TECHNICAL ASST SR 030773 OCT 2005 20.4672 20.9922 21.5299 22.0634 22.6485 23.1817 JAN 2006 21.2245 21.7689 22.3265 22.8797 23.4865 24.0394 OCT 2006 22.0735 22.6397 23.2196 23.7949 24.4260 25.0010 JAN 2007 22.8902 23.4774 24.0787 24.6753 25.3298 25.9260 OCT 2007 23.8058 24.4165 25.0418 25.6623 26.3430 26.9630 JAN 2008 24.6866 25.3199 25.9683 26.6118 27.3177 27.9606 JUL 2008 25.5308 26.1856 26.8566 27.5221 28.2519 28.9169 OCT 2008 26.2967 26.9712 27.6623 28.3478 29.0995 29.7844 OCT 2009 27.0856 27.7803 28.4922 29.1982 29.9725 30.6779 ATHLETIC TRAINER CERTIFIED 030736 OCT 2005 19.7229 20.2287 20.7344 21.1490 21.5720 22.0036 JAN 2006 20.4526 20.9772 21.5016 21.9315 22.3702 22.8177 OCT 2006 21.2707 21.8163 22.3617 22.8088 23.2650 23.7304 JAN 2007 22.0577 22.6235 23.1891 23.6527 24.1258 24.6084 OCT 2007 22.9400 23.5284 24.1167 24.5988 25.0908 25.5927 JAN 2008 23.7888 24.3990 25.0090 25.5090 26.0192 26.5396 JUL 2008 25.0968 25.7404 26.3839 26.9115 27.4499 27.9990 OCT 2008 25.8497 26.5126 27.1754 27.7188 28.2734 28.8390 OCT 2009 26.6252 27.3080 27.9907 28.5504 29.1216 29.7042 BONE DENSITOMETRY TECH 034425 OCT 2005 17.7757 18.2313 18.6987 19.2402 20.0194 20.5949 JAN 2006 18.4334 18.9059 19.3906 19.9521 20.7601 21.3569 OCT 2006 19.1707 19.6621 20.1662 20.7502 21.5905 22.2112 JAN 2007 19.8800 20.3896 20.9123 21.5180 22.3893 23.0330 OCT 2007 20.6752 21.2052 21.7488 22.3787 23.2849 23.9543 JAN 2008 21.4402 21.9898 22.5535 23.2067 24.1464 24.8406 JUL 2008 22.1734 22.7418 23.3245 24.0001 24.9722 25.6900 OCT 2008 22.8386 23.4241 24.0242 24.7201 25.7214 26.4607 OCT 2009 23.5238 24.1268 24.7449 25.4617 26.4930 27.2545 BONE DENSITOMETRY TECH SR 034426 OCT 2005 18.6646 19.1430 19.6336 20.2021 21.0474 21.7800 JAN 2006 19.3552 19.8513 20.3600 20.9496 21.8262 22.5859 OCT 2006 20.1294 20.6454 21.1744 21.7876 22.6992 23.4893 JAN 2007 20.8742 21.4093 21.9579 22.5937 23.5391 24.3584 OCT 2007 21.7092 22.2657 22.8362 23.4974 24.4807 25.3327 JAN 2008 22.5124 23.0895 23.6811 24.3668 25.3865 26.2700 JUL 2008 23.2822 23.8789 24.4908 25.2001 26.2542 27.1685 OCT 2008 23.9807 24.5953 25.2255 25.9561 27.0418 27.9836 OCT 2009 24.7001 25.3332 25.9823 26.7348 27.8531 28.8231 188

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR CARDIOVASCULAR TECH 035402 OCT 2005 23.2557 23.8517 24.4633 25.3703 26.7285 28.0881 JAN 2006 24.8836 25.5213 26.1757 27.1462 28.5995 30.0543 OCT 2006 25.8789 26.5422 27.2227 28.2320 29.7435 31.2565 JAN 2007 27.6904 28.4002 29.1283 30.2082 31.8255 33.4445 OCT 2007 28.7980 29.5362 30.2934 31.4165 33.0985 34.7823 JAN 2008 30.8139 31.6037 32.4139 33.6157 35.4154 37.2171 JUL 2008 33.1347 34.1292 35.1531 36.1208 37.1495 38.1959 OCT 2008 34.1287 35.1531 36.2077 37.2044 38.2640 39.3418 OCT 2009 35.1526 36.2077 37.2939 38.3205 39.4119 40.5221 CARDIOVASCULAR TECHNICIAN SR. 035403 OCT 2005 24.9779 25.6187 26.2758 27.1816 28.5406 29.8994 JAN 2006 27.3508 28.0525 28.7720 29.7639 31.2520 32.7398 OCT 2006 28.4448 29.1746 29.9229 30.9545 32.5021 34.0494 JAN 2007 31.1471 31.9462 32.7656 33.8952 35.5898 37.2841 OCT 2007 32.3930 33.2240 34.0762 35.2510 37.0134 38.7755 JAN 2008 35.4703 36.3803 37.3134 38.5998 40.5297 42.4592 JUL 2008 39.0111 40.1816 41.3870 42.4214 43.4824 44.5690 OCT 2008 40.1814 41.3870 42.6286 43.6940 44.7869 45.9061 OCT 2009 41.3868 42.6286 43.9075 45.0048 46.1305 47.2833 CARE PARTNER 090833 OCT 2005 15.4715 15.8680 16.2750 16.6486 17.0358 17.3818 JAN 2006 16.0439 16.4551 16.8772 17.2646 17.6661 18.0249 OCT 2006 16.6857 17.1133 17.5523 17.9552 18.3727 18.7459 JAN 2007 17.3031 17.7465 18.2017 18.6195 19.0525 19.4395 OCT 2007 17.9952 18.4564 18.9298 19.3643 19.8146 20.2171 JAN 2008 18.6610 19.1393 19.6302 20.0808 20.5477 20.9651 JUL 2008 19.2991 19.7935 20.3012 20.7672 21.2506 21.6817 OCT 2008 19.8781 20.3873 20.9102 21.3902 21.8881 22.3322 OCT 2009 20.4744 20.9989 21.5375 22.0319 22.5447 23.0022 CCM PROGRAM ASSISTANT 051264 OCT 2005 17.5091 17.9576 18.4182 18.8703 19.5280 20.1855 JAN 2006 18.1569 18.6220 19.0997 19.5685 20.2505 20.9324 OCT 2006 18.8832 19.3669 19.8637 20.3512 21.0605 21.7697 JAN 2007 19.5819 20.0835 20.5987 21.1042 21.8397 22.5752 OCT 2007 20.3652 20.8868 21.4226 21.9484 22.7133 23.4782 JAN 2008 21.1187 21.6596 22.2152 22.7605 23.5537 24.3469 JUL 2008 21.8405 22.4004 22.9747 23.5385 24.3593 25.1794 OCT 2008 22.4957 23.0724 23.6639 24.2447 25.0901 25.9348 OCT 2009 23.1706 23.7646 24.3738 24.9720 25.8428 26.7128 189

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR CENTRAL SUPPLY TECHNICIAN 090311 OCT 2005 15.3251 15.7178 16.1209 16.4907 16.8744 17.2173 JAN 2006 15.8921 16.2994 16.7174 17.1009 17.4988 17.8543 OCT 2006 16.5278 16.9514 17.3861 17.7849 18.1988 18.5685 JAN 2007 17.1393 17.5786 18.0294 18.4429 18.8722 19.2555 OCT 2007 17.8249 18.2817 18.7506 19.1806 19.6271 20.0257 JAN 2008 18.4844 18.9581 19.4444 19.8903 20.3533 20.7667 JUL 2008 19.1161 19.6060 20.1087 20.5703 21.0490 21.4762 OCT 2008 19.6896 20.1942 20.7120 21.1874 21.6805 22.1205 OCT 2009 20.2803 20.8000 21.3334 21.8230 22.3309 22.7841 CLERICAL GRADE 1 OCT 2005 14.2155 14.5802 14.9537 15.1867 15.5025 15.8172 CLERK (G1) 050352 1 JAN 2006 14.7415 15.1197 15.5070 15.7486 16.0761 16.4024 FILE CLERK 051312 1 OCT 2006 15.3312 15.7245 16.1273 16.3785 16.7191 17.0585 MAIL CLERK 051342 1 JAN 2007 15.8985 16.3063 16.7240 16.9845 17.3377 17.6897 MEDICAL RECORDS CLERK (G1) 050367 1 OCT 2007 16.5344 16.9586 17.3930 17.6639 18.0312 18.3973 MEDICAL RECORDS CLERK JR. 051361 1 JAN 2008 17.1462 17.5861 18.0365 18.3175 18.6984 19.0780 JUL 2008 17.7324 18.1873 18.6533 18.9441 19.3376 19.7300 OCT 2008 18.2644 18.7329 19.2129 19.5124 19.9177 20.3219 OCT 2009 18.8123 19.2949 19.7893 20.0978 20.5152 20.9316 CLERICAL GRADE 2 OCT 2005 14.8133 15.1933 15.5825 15.8437 16.2137 16.5836 CASHIER/RECEPTIONIST-X-RAY 057362 2 JAN 2006 15.3614 15.7555 16.1591 16.4299 16.8136 17.1972 CHART ROOM TROUBLER CLERK 051622 2 OCT 2006 15.9759 16.3857 16.8055 17.0871 17.4861 17.8851 CLERK (G2) 050353 2 JAN 2007 16.5670 16.9920 17.4273 17.7193 18.1331 18.5468 DATA CLERK (G2) 050385 2 OCT 2007 17.2297 17.6717 18.1244 18.4281 18.8584 19.2887 DEPARTMENTAL CLERK (G2) 050380 2 JAN 2008 17.8672 18.3256 18.7950 19.1099 19.5562 20.0024 FILE CLERK (G2) 050362 2 JUL 2008 18.4781 18.9521 19.4380 19.7632 20.2247 20.6862 MAIL CLERK (G2) 050320 2 OCT 2008 19.0324 19.5207 20.0211 20.3561 20.8314 21.3068 MEDICAL RECORD SCANNER 051305 2 OCT 2009 19.6034 20.1063 20.6217 20.9668 21.4563 21.9460 MEDICAL RECORDS CLERK 051362 2 RADIOLOGY FILE CLERK II 051311 2 RECEPTION CLERK (G2) 050309 2 SUBPOENA CLERK 057202 2 TRANSCRIPTION CLERK 051481 2 VITAL STATISTICS CLERK 057492 2 190

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR CLERICAL GRADE 2 - SENIOR / LEAD OCT 2005 14.9262 15.3092 15.7012 15.9460 16.2777 16.6082 FILE CLERK SR. (G2) 050365 2 JAN 2006 15.4785 15.8756 16.2821 16.5360 16.8800 17.2227 OCT 2006 16.0976 16.5106 16.9334 17.1974 17.5552 17.9116 JAN 2007 16.6932 17.1215 17.5599 17.8337 18.2047 18.5743 OCT 2007 17.3609 17.8064 18.2623 18.5470 18.9329 19.3173 JAN 2008 18.0033 18.4652 18.9380 19.2332 19.6334 20.0320 JUL 2008 18.6191 19.0966 19.5861 19.8910 20.3044 20.7165 OCT 2008 19.1777 19.6695 20.1737 20.4877 20.9135 21.3380 OCT 2009 19.7530 20.2596 20.7789 21.1023 21.5409 21.9781 CLERICAL GRADE 3 OCT 2005 15.1254 15.5133 15.9109 16.2393 16.5971 17.0013 APPOINTMENTS CLERK 051152 3 JAN 2006 15.6850 16.0873 16.4996 16.8402 17.2112 17.6303 CASHIER/RECEPTIONIST 051502 3 OCT 2006 16.3124 16.7308 17.1596 17.5138 17.8996 18.3355 CENTRAL APPTS. CLERK 057192 3 JAN 2007 16.9160 17.3498 17.7945 18.1618 18.5619 19.0139 CLERK (G3) 050354 3 OCT 2007 17.5926 18.0438 18.5063 18.8883 19.3044 19.7745 CLERK-TYPIST 051242 3 JAN 2008 18.2435 18.7114 19.1910 19.5872 20.0187 20.5062 DEPARTMENTAL CLERK (G3) 050381 3 JUL 2008 18.8674 19.3514 19.8476 20.2574 20.7029 21.2070 DEPOSIT CASHIER 051562 3 OCT 2008 19.4334 19.9319 20.4430 20.8651 21.3240 21.8432 FILE CLERK (G3) 050363 3 OCT 2009 20.0164 20.5299 21.0563 21.4911 21.9637 22.4985 MEDICAL LEGAL CLERK (G3) 050384 3 MEDICAL RECORD INDEXER 051306 3 MEDICAL RECORDS CLERK (G3) 050368 3 RECEPTION CLERK 051202 3 RECEPTIONIST-CLINIC 051432 3 WINDOW CASHIER 051192 3 CLERICAL GRADE 3 - SENIOR / LEAD OCT 2005 15.5540 15.9530 16.3617 16.6360 17.0244 17.4128 CLERK SR. (G3) 050358 3 JAN 2006 16.1295 16.5433 16.9671 17.2515 17.6543 18.0571 FILE CLERK SR. 051313 3 OCT 2006 16.7747 17.2050 17.6458 17.9416 18.3605 18.7794 JAN 2007 17.3954 17.8416 18.2987 18.6054 19.0398 19.4742 OCT 2007 18.0912 18.5553 19.0306 19.3496 19.8014 20.2532 JAN 2008 18.7606 19.2418 19.7347 20.0655 20.5341 21.0026 JUL 2008 19.4019 19.8996 20.4099 20.7515 21.2358 21.7206 OCT 2008 19.9840 20.4966 21.0222 21.3740 21.8729 22.3722 OCT 2009 20.5835 21.1115 21.6529 22.0152 22.5291 23.0434 191

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR CLERICAL GRADE 4 OCT 2005 15.4377 15.8334 16.2393 16.5416 16.9797 17.4180 BUSINESS OFFICE CLERK-CLINIC 057392 4 JAN 2006 16.0089 16.4192 16.8402 17.1536 17.6079 18.0625 BUSINESS OFFICE FLOAT CLERK 051332 4 OCT 2006 16.6493 17.0760 17.5138 17.8397 18.3122 18.7850 CASH BATCH CLERK 051162 4 JAN 2007 17.2653 17.7078 18.1618 18.4998 18.9898 19.4800 CASH-CHRG BATCH CLERK 057272 4 OCT 2007 17.9559 18.4161 18.8883 19.2398 19.7494 20.2592 CASHIER/RECEPTIONIST (G4) 050326 4 JAN 2008 18.6203 19.0975 19.5872 19.9517 20.4801 21.0088 CLAIMS PROCESSOR (G4) 050350 4 JUL 2008 19.2570 19.7504 20.2574 20.6338 21.1804 21.7271 CLERK 051232 4 OCT 2008 19.8347 20.3429 20.8651 21.2528 21.8158 22.3789 CLERK-TYPIST (G4) 050315 4 OCT 2009 20.4297 20.9532 21.4911 21.8904 22.4703 23.0503 DEPARTMENTAL CLERK 057172 4 EMERGENCY ROOM CLERK 051662 4 FILE CLERK (G4) 050364 4 HOME HEALTH CLERK 051492 4 INVENTORY CONTROL CLERK (G4) 050378 4 LIBRARY ASSISTANT 052612 4 MEDICAL LEGAL CLERK 057222 4 MEDICAL RECORD INDEXER 051306 4 MEDICAL RECORDS ANALYST 050502 4 MEDICAL RECORDS CLERK (G4) 050369 4 OPERATING ROOM SCHEDULING CLER 057122 4 PHARMACY CASHIER 057262 4 PHARMACY CLERK 051392 4 PHYSICIAN'S SCHEDULE CLERK 057582 4 RECEPTION CLERK (G4) 050310 4 RECEPTIONIST-CLINIC (G4) 050322 4 SECRETARY 051442 4 SNF DATABASE SPECIALIST 057625 4 SURGERY APPOINTMENT CLERK 057662 4 SURGICAL PRE-ADMIT SECRETARY 051161 4 WINDOW CASHIER (G4) 050308 4 CLERICAL GRADE 4 - SENIOR / LEAD OCT 2005 15.8819 16.2889 16.7063 17.0514 17.4271 17.8514 APPOINTMENTS CLERK SR. 051153 4 JAN 2006 16.4695 16.8916 17.3244 17.6823 18.0719 18.5119 CLERK SR. (G4) 050359 4 OCT 2006 17.1283 17.5673 18.0174 18.3896 18.7948 19.2524 FILE CLERK (G4) 050364 4 JAN 2007 17.7620 18.2173 18.6840 19.0700 19.4902 19.9647 FILE CLERK SR. (G4) 050366 4 OCT 2007 18.4725 18.9460 19.4314 19.8328 20.2698 20.7633 SR. CASHIER/RECEPTIONIST 051503 4 JAN 2008 19.1560 19.6470 20.1504 20.5666 21.0198 21.5315 JUL 2008 19.8105 20.3188 20.8397 21.2702 21.7382 22.2671 OCT 2008 20.4048 20.9284 21.4649 21.9083 22.3903 22.9351 OCT 2009 21.0169 21.5563 22.1088 22.5655 23.0620 23.6232 192

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR CLERICAL GRADE 5 OCT 2005 16.0594 16.4708 16.8933 17.2493 17.7428 18.2357 ACTIVITY COORDINATOR SUBACUTE 051314 5 JAN 2006 16.6536 17.0802 17.5184 17.8875 18.3993 18.9104 AMBULANCE SERVICES CLERK 051144 5 OCT 2006 17.3197 17.7634 18.2191 18.6030 19.1353 19.6668 APPT MEMBERSHIP COORD 051150 5 JAN 2007 17.9605 18.4206 18.8932 19.2913 19.8433 20.3945 CLERK (G5) 050355 5 OCT 2007 18.6789 19.1574 19.6489 20.0630 20.6370 21.2103 DATA CLERK 057482 5 JAN 2008 19.3700 19.8662 20.3759 20.8053 21.4006 21.9951 DEPARTMENTAL CLERK (G5) 050382 5 JUL 2008 20.0320 20.5458 21.0728 21.5168 22.1323 22.7469 DME CLERK 051145 5 OCT 2008 20.6330 21.1622 21.7050 22.1623 22.7963 23.4293 MEDICAL RECORD QA SPECIALIST 051307 5 OCT 2009 21.2520 21.7971 22.3562 22.8272 23.4802 24.1322 MEDICAL RECORDS CLERK (G5) 050370 5 OCCUP. MED. SECRETARY 051522 5 RECEPTIONIST-SR.CLINIC 051433 5 RESEARCH CLK./CHART ABSTRACTOR 057352 5 SNF CLERK 051146 5 STAFFING CLERK 057872 5 CLERICAL GRADE 5 - SENIOR / LEAD OCT 2005 16.2098 16.6251 17.0514 17.3687 17.8287 18.2890 EMERGENCY ROOM CLERK SR. 051663 5 JAN 2006 16.8096 17.2402 17.6823 18.0113 18.4884 18.9657 MEDICAL RECORDS CLERK SR. 051363 5 OCT 2006 17.4820 17.9298 18.3896 18.7318 19.2279 19.7243 SR CLERK 051233 5 JAN 2007 18.1288 18.5932 19.0700 19.4249 19.9393 20.4541 SR SURGERY APPT CLERK 057663 5 OCT 2007 18.8540 19.3369 19.8328 20.2019 20.7369 21.2723 SR. PHARMACY CLERK 051393 5 JAN 2008 19.5516 20.0524 20.5666 20.9494 21.5042 22.0594 JUL 2008 20.2197 20.7379 21.2702 21.6655 22.2396 22.8135 OCT 2008 20.8263 21.3600 21.9083 22.3155 22.9068 23.4979 OCT 2009 21.4511 22.0008 22.5655 22.9850 23.5940 24.2028 193

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR CLERICAL GRADE 6 OCT 2005 16.7872 17.2179 17.6596 18.0703 18.6319 19.1935 ACCOUNT REPRESENTATIVE 059132 6 JAN 2006 17.4083 17.8550 18.3130 18.7389 19.3213 19.9037 CLERK (G6) 050356 6 OCT 2006 18.1046 18.5692 19.0455 19.4885 20.0942 20.6998 INDUSTRIAL REPORT-BILLING 051582 6 JAN 2007 18.7745 19.2563 19.7502 20.2096 20.8377 21.4657 INPATIENT CHART READER-BILLER 057822 6 OCT 2007 19.5255 20.0266 20.5402 21.0180 21.6712 22.3243 KFRC MEDICAL EQUIPMENT COORD 057283 6 JAN 2008 20.2479 20.7676 21.3002 21.7957 22.4730 23.1503 MEDICARE BILLER 051652 6 JUL 2008 20.9408 21.4778 22.0280 22.5408 23.2414 23.9422 OPERATING ROOM SCHEDULING CLER (G6) 050376 6 OCT 2008 21.5690 22.1221 22.6888 23.2170 23.9386 24.6605 OUT-PATIENT CHART BILLER-READ 051212 6 OCT 2009 22.2161 22.7858 23.3695 23.9135 24.6568 25.4003 ADMITTING REPRESENTATIVE SR 051143 6 CLERICAL GRADE 6 - SENIOR / LEAD OCT 2005 16.8625 17.2944 17.7381 18.1118 18.6319 19.1935 CLERK SR. (G6) 050360 6 JAN 2006 17.4864 17.9343 18.3944 18.7819 19.3213 19.9037 OCT 2006 18.1859 18.6517 19.1302 19.5332 20.0942 20.6998 JAN 2007 18.8588 19.3418 19.8380 20.2559 20.8377 21.4657 OCT 2007 19.6132 20.1155 20.6315 21.0661 21.6712 22.3243 JAN 2008 20.3389 20.8598 21.3949 21.8455 22.4730 23.1503 JUL 2008 21.0337 21.5730 22.1265 22.5926 23.2414 23.9422 OCT 2008 21.6647 22.2202 22.7903 23.2704 23.9386 24.6605 OCT 2009 22.3146 22.8868 23.4740 23.9685 24.6568 25.4003 CLERICAL GRADE 7 OCT 2005 17.5091 17.9576 18.4182 18.8703 19.5280 20.1855 JAN 2006 18.1569 18.6220 19.0997 19.5685 20.2505 20.9324 OCT 2006 18.8832 19.3669 19.8637 20.3512 21.0605 21.7697 JAN 2007 19.5819 20.0835 20.5987 21.1042 21.8397 22.5752 OCT 2007 20.3652 20.8868 21.4226 21.9484 22.7133 23.4782 JAN 2008 21.1187 21.6596 22.2152 22.7605 23.5537 24.3469 JUL 2008 21.8405 22.4004 22.9747 23.5385 24.3593 25.1794 OCT 2008 22.4957 23.0724 23.6639 24.2447 25.0901 25.9348 OCT 2009 23.1706 23.7646 24.3738 24.9720 25.8428 26.7128 CLERICAL GRADE 7 - SENIOR / LEAD OCT 2005 17.6268 18.0791 18.5426 18.9738 19.5637 20.1855 SR BUSINESS OFFICE CLERK 051223 7 JAN 2006 18.2790 18.7480 19.2287 19.6758 20.2876 20.9324 CLERK SR (G7) 050361 7 OCT 2006 19.0102 19.4979 19.9978 20.4628 21.0991 21.7697 JAN 2007 19.7136 20.2193 20.7377 21.2199 21.8798 22.5752 OCT 2007 20.5021 21.0281 21.5672 22.0687 22.7550 23.4782 JAN 2008 21.2607 21.8061 22.3652 22.8852 23.5969 24.3469 JUL 2008 21.9880 22.5517 23.1296 23.6678 24.4037 25.1794 OCT 2008 22.6476 23.2283 23.8235 24.3778 25.1358 25.9348 OCT 2009 23.3270 23.9251 24.5382 25.1091 25.8899 26.7128 194

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR CLIN AUTOTRANSFUSION TECH SR 030602 OCT 2005 18.1230 18.6690 19.0575 19.5090 19.9920 20.4960 JAN 2006 18.7936 19.3598 19.7626 20.2308 20.7317 21.2544 OCT 2006 19.5453 20.1342 20.5531 21.0400 21.5610 22.1046 JAN 2007 20.2685 20.8792 21.3136 21.8185 22.3588 22.9225 OCT 2007 21.0792 21.7144 22.1661 22.6912 23.2532 23.8394 JAN 2008 21.8591 22.5178 22.9862 23.5308 24.1136 24.7215 JUL 2008 22.6023 23.2834 23.7677 24.3308 24.9335 25.5620 OCT 2008 23.2804 23.9819 24.4807 25.0607 25.6815 26.3289 OCT 2009 23.9788 24.7014 25.2151 25.8125 26.4519 27.1188 CLINICAL AUTOTRANSFUSION TECH 030601 OCT 2005 17.2200 17.7975 18.2385 18.4905 19.1100 19.6455 JAN 2006 17.8571 18.4560 18.9133 19.1746 19.8171 20.3724 OCT 2006 18.5714 19.1942 19.6698 19.9416 20.6098 21.1873 JAN 2007 19.2585 19.9044 20.3976 20.6794 21.3724 21.9712 OCT 2007 20.0288 20.7006 21.2135 21.5066 22.2273 22.8500 JAN 2008 20.7699 21.4665 21.9984 22.3023 23.0497 23.6955 JUL 2008 21.4761 22.1964 22.7463 23.0606 23.8334 24.5011 OCT 2008 22.1204 22.8623 23.4287 23.7524 24.5484 25.2361 OCT 2009 22.7840 23.5482 24.1316 24.4650 25.2849 25.9932 COMMUNICATION OPERATOR 053102 OCT 2005 15.0968 15.4841 15.8806 16.1470 16.5240 16.7606 17.3333 JAN 2006 15.6554 16.0570 16.4682 16.7444 17.1354 17.3807 17.9746 OCT 2006 16.2816 16.6993 17.1269 17.4142 17.8208 18.0759 18.6936 JAN 2007 16.8840 17.3172 17.7606 18.0585 18.4802 18.7447 19.3853 OCT 2007 17.5594 18.0099 18.4710 18.7808 19.2194 19.4945 20.1607 JAN 2008 18.2091 18.6763 19.1544 19.4757 19.9305 20.2158 20.9066 JUL 2008 18.8318 19.3149 19.8100 20.1416 20.6120 20.9075 21.6215 OCT 2008 19.3968 19.8943 20.4043 20.7458 21.2304 21.5347 22.2701 OCT 2009 19.9787 20.4911 21.0164 21.3682 21.8673 22.1807 22.9382 COMMUNICATION OPERATOR SR 053193 OCT 2005 15.8515 16.2583 16.6748 16.9541 17.3501 17.5985 18.2001 JAN 2006 16.4380 16.8599 17.2918 17.5814 17.9921 18.2496 18.8735 OCT 2006 17.0955 17.5343 17.9835 18.2847 18.7118 18.9796 19.6284 JAN 2007 17.7280 18.1831 18.6489 18.9612 19.4041 19.6818 20.3547 OCT 2007 18.4371 18.9104 19.3949 19.7196 20.1803 20.4691 21.1689 JAN 2008 19.1193 19.6101 20.1125 20.4492 20.9270 21.2265 21.9521 JUL 2008 19.7734 20.2805 20.8003 21.1485 21.6425 21.9529 22.7027 OCT 2008 20.3666 20.8889 21.4243 21.7830 22.2918 22.6115 23.3838 OCT 2009 20.9776 21.5156 22.0670 22.4365 22.9606 23.2898 24.0853 195

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR COOK A 091872 OCT 2005 16.5436 16.9676 17.4031 17.8293 18.2564 JAN 2006 17.1557 17.5954 18.0470 18.4890 18.9319 OCT 2006 17.8419 18.2992 18.7689 19.2286 19.6892 JAN 2007 18.5021 18.9763 19.4633 19.9401 20.4177 OCT 2007 19.2422 19.7354 20.2418 20.7377 21.2344 JAN 2008 19.9542 20.4656 20.9907 21.5050 22.0201 JUL 2008 20.6363 21.1654 21.7082 22.2404 22.7726 OCT 2008 21.2554 21.8004 22.3594 22.9076 23.4558 OCT 2009 21.8931 22.4544 23.0302 23.5948 24.1595 COOK IN CHARGE SR 091873 OCT 2005 17.3707 17.8161 18.2730 18.7207 19.1693 JAN 2006 18.0134 18.4753 18.9491 19.4134 19.8786 OCT 2006 18.7339 19.2143 19.7071 20.1899 20.6737 JAN 2007 19.4271 19.9252 20.4363 20.9369 21.4386 OCT 2007 20.2042 20.7222 21.2538 21.7744 22.2961 JAN 2008 20.9518 21.4889 22.0402 22.5801 23.1211 JUL 2008 21.6681 22.2238 22.7938 23.3524 23.9112 OCT 2008 22.3181 22.8905 23.4776 24.0530 24.6285 OCT 2009 22.9876 23.5772 24.1819 24.7746 25.3674 CUSTODIAN/WATCHMAN 094002 OCT 2005 15.9670 16.3764 16.7961 17.2067 17.6185 JAN 2006 16.5578 16.9823 17.4176 17.8433 18.2704 OCT 2006 17.2201 17.6616 18.1143 18.5570 19.0012 JAN 2007 17.8572 18.3151 18.7845 19.2436 19.7042 OCT 2007 18.5715 19.0477 19.5359 20.0133 20.4924 JAN 2008 19.2586 19.7525 20.2587 20.7538 21.2506 JUL 2008 19.9168 20.4277 20.9516 21.4641 21.9771 OCT 2008 20.5143 21.0405 21.5801 22.1080 22.6364 OCT 2009 21.1297 21.6717 22.2275 22.7712 23.3155 CYTO-HISTO TECHNOLOGIST SUPV 024705 OCT 2005 36.2137 37.1667 38.1195 39.7186 41.0285 41.7976 43.4695 JAN 2006 37.5536 38.5419 39.5299 41.1882 42.5466 43.3441 45.0779 OCT 2006 39.0557 40.0836 41.1111 42.8357 44.2485 45.0779 46.8810 JAN 2007 40.5008 41.5667 42.6322 44.4206 45.8857 46.7458 48.6156 OCT 2007 42.1208 43.2294 44.3375 46.1974 47.7211 48.6156 50.5602 JAN 2008 43.6793 44.8289 45.9780 47.9067 49.4868 50.4144 52.4309 JUL 2008 45.1733 46.3618 47.5498 49.5449 51.1791 52.1382 54.2238 OCT 2008 46.5285 47.7527 48.9763 51.0312 52.7145 53.7023 55.8505 OCT 2009 47.9244 49.1853 50.4456 52.5621 54.2959 55.3134 57.5260 196

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR CYTOTECHNOLOGIST CHIEF 024704 OCT 2005 35.8208 36.7636 37.7060 38.5132 39.8569 41.2417 42.8914 JAN 2006 37.1462 38.1239 39.1011 39.9382 41.3316 42.7676 44.4784 OCT 2006 38.6320 39.6489 40.6651 41.5357 42.9849 44.4783 46.2575 JAN 2007 40.0614 41.1159 42.1697 43.0725 44.5753 46.1240 47.9690 OCT 2007 41.6639 42.7605 43.8565 44.7954 46.3583 47.9690 49.8878 JAN 2008 43.2055 44.3426 45.4792 46.4528 48.0736 49.7439 51.7336 JUL 2008 44.6871 45.8633 47.0390 48.0459 49.7222 51.4498 53.5078 OCT 2008 46.0277 47.2392 48.4502 49.4873 51.2139 52.9933 55.1130 OCT 2009 47.4085 48.6564 49.9037 50.9719 52.7503 54.5831 56.7664 CYTOTECHNOLOGIST I 024701 OCT 2005 31.0846 31.9027 32.7213 33.1540 34.3200 35.4619 36.8803 JAN 2006 32.2347 33.0831 33.9320 34.3807 35.5898 36.7740 38.2449 OCT 2006 33.5241 34.4064 35.2893 35.7559 37.0134 38.2450 39.7747 JAN 2007 34.7645 35.6794 36.5950 37.0789 38.3829 39.6601 41.2464 OCT 2007 36.1551 37.1066 38.0588 38.5621 39.9182 41.2465 42.8963 JAN 2008 37.4928 38.4795 39.4670 39.9889 41.3952 42.7726 44.4835 JUL 2008 38.7754 39.7953 40.8163 41.3562 42.8105 44.2348 46.0043 OCT 2008 39.9387 40.9892 42.0408 42.5969 44.0948 45.5618 47.3844 OCT 2009 41.1369 42.2189 43.3020 43.8748 45.4176 46.9287 48.8059 CYTOTECHNOLOGIST II 024702 OCT 2005 32.1131 32.9583 33.8030 34.4530 35.5945 36.8565 38.3308 JAN 2006 33.3013 34.1778 35.0537 35.7278 36.9115 38.2202 39.7490 OCT 2006 34.6334 35.5449 36.4558 37.1569 38.3880 39.7490 41.3390 JAN 2007 35.9148 36.8601 37.8047 38.5317 39.8084 41.2197 42.8685 OCT 2007 37.3514 38.3345 39.3169 40.0730 41.4007 42.8685 44.5832 JAN 2008 38.7334 39.7529 40.7716 41.5557 42.9325 44.4546 46.2328 JUL 2008 40.0576 41.1118 42.1659 42.9765 44.4005 45.9750 47.8139 OCT 2008 41.2593 42.3452 43.4309 44.2658 45.7325 47.3543 49.2483 OCT 2009 42.4971 43.6156 44.7338 45.5938 47.1045 48.7749 50.7257 CYTOTECHNOLOGIST III 024703 OCT 2005 33.2098 34.0837 34.9575 35.7265 37.0369 38.3236 39.8565 JAN 2006 34.4386 35.3448 36.2509 37.0484 38.4073 39.7416 41.3312 OCT 2006 35.8161 36.7586 37.7009 38.5303 39.9436 41.3313 42.9844 JAN 2007 37.1413 38.1187 39.0958 39.9559 41.4215 42.8606 44.5748 OCT 2007 38.6270 39.6434 40.6596 41.5541 43.0784 44.5750 46.3578 JAN 2008 40.0562 41.1102 42.1640 43.0916 44.6723 46.2243 48.0730 JUL 2008 41.4254 42.5158 43.6060 44.5650 46.1996 47.8045 49.7167 OCT 2008 42.6682 43.7913 44.9142 45.9020 47.5856 49.2386 51.2082 OCT 2009 43.9482 45.1050 46.2616 47.2791 49.0132 50.7158 52.7444 197

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR DARK ROOM TECHNICIAN 034482 OCT 2005 15.5521 15.9509 16.3599 16.6751 17.2503 17.6616 JAN 2006 16.1275 16.5411 16.9652 17.2921 17.8886 18.3151 OCT 2006 16.7726 17.2027 17.6438 17.9838 18.6041 19.0477 JAN 2007 17.3932 17.8392 18.2966 18.6492 19.2925 19.7525 OCT 2007 18.0889 18.5528 19.0285 19.3952 20.0642 20.5426 JAN 2008 18.7582 19.2393 19.7326 20.1128 20.8066 21.3027 JUL 2008 19.3994 19.8969 20.4072 20.8004 21.5184 22.0309 OCT 2008 19.9814 20.4938 21.0194 21.4244 22.1640 22.6918 OCT 2009 20.5808 21.1086 21.6500 22.0671 22.8289 23.3726 DEDICATED LAB SONOGRAPHER I 030442 OCT 2005 33.2527 34.2521 35.2742 36.3304 37.4207 38.5450 39.7034 40.8958 42.5312 JAN 2006 34.4830 35.5194 36.5793 37.6746 38.8053 39.9712 41.1724 42.4089 44.1049 OCT 2006 35.8623 36.9402 38.0425 39.1816 40.3575 41.5700 42.8193 44.1053 45.8691 JAN 2007 37.1892 38.3070 39.4501 40.6313 41.8507 43.1081 44.4036 45.7372 47.5663 OCT 2007 38.6768 39.8393 41.0281 42.2566 43.5247 44.8324 46.1797 47.5667 49.4690 JAN 2008 40.1078 41.3134 42.5461 43.8201 45.1351 46.4912 47.8883 49.3267 51.2994 JUL 2008 41.4692 42.7098 43.9996 45.3138 46.6773 48.0776 49.5149 51.0011 53.0402 OCT 2008 42.7133 43.9911 45.3196 46.6732 48.0776 49.5199 51.0003 52.5311 54.6314 OCT 2009 43.9947 45.3108 46.6792 48.0734 49.5199 51.0055 52.5303 54.1070 56.2703 DEDICATED LAB SONOGRAPHER I SUPV 030449 OCT 2005 36.5803 37.6819 38.8062 39.9646 41.1684 42.4063 43.6783 44.9843 46.7900 JAN 2006 37.9338 39.0761 40.2420 41.4433 42.6916 43.9753 45.2944 46.6487 48.5212 OCT 2006 39.4512 40.6391 41.8517 43.1010 44.3993 45.7343 47.1062 48.5146 50.4620 JAN 2007 40.9109 42.1427 43.4002 44.6957 46.0421 47.4265 48.8491 50.3096 52.3291 OCT 2007 42.5473 43.8284 45.1362 46.4835 47.8838 49.3236 50.8031 52.3220 54.4223 JAN 2008 44.1216 45.4501 46.8062 48.2034 49.6555 51.1486 52.6828 54.2579 56.4359 JUL 2008 45.6211 46.9845 48.3970 49.8465 51.3451 52.8805 54.4774 56.1111 58.3467 OCT 2008 46.9897 48.3940 49.8489 51.3419 52.8855 54.4669 56.1117 57.7944 60.0971 OCT 2009 48.3994 49.8458 51.3444 52.8822 54.4721 56.1009 57.7951 59.5282 61.9000 DEDICATED LAB SONOGRAPHER II 030443 OCT 2005 34.2521 35.2742 36.3304 37.4207 38.5450 39.7034 40.8958 42.1224 43.8032 JAN 2006 35.5194 36.5793 37.6746 38.8053 39.9712 41.1724 42.4089 43.6809 45.4239 OCT 2006 36.9402 38.0425 39.1816 40.3575 41.5700 42.8193 44.1053 45.4281 47.2409 JAN 2007 38.3070 39.4501 40.6313 41.8507 43.1081 44.4036 45.7372 47.1089 48.9888 OCT 2007 39.8393 41.0281 42.2566 43.5247 44.8324 46.1797 47.5667 48.9933 50.9484 JAN 2008 41.3134 42.5461 43.8201 45.1351 46.4912 47.8883 49.3267 50.8061 52.8335 JUL 2008 42.7098 43.9996 45.3138 46.6773 48.0776 49.5149 51.0011 52.5365 54.6370 OCT 2008 43.9911 45.3196 46.6732 48.0776 49.5199 51.0003 52.5311 54.1126 56.2761 OCT 2009 45.3108 46.6792 48.0734 49.5199 51.0055 52.5303 54.1070 55.7360 57.9644 198

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR DEDICATED LAB SONOGRAPHER II SUPV 030450 OCT 2005 37.6819 38.8062 39.9646 41.1570 42.3949 43.6783 44.9843 46.3357 48.1869 JAN 2006 39.0761 40.2420 41.4433 42.6798 43.9635 45.2944 46.6487 48.0501 49.9698 OCT 2006 40.6391 41.8517 43.1010 44.3870 45.7220 47.1062 48.5146 49.9721 51.9686 JAN 2007 42.1427 43.4002 44.6957 46.0293 47.4137 48.8491 50.3096 51.8211 53.8914 OCT 2007 43.8284 45.1362 46.4835 47.8705 49.3102 50.8031 52.3220 53.8939 56.0471 JAN 2008 45.4501 46.8062 48.2034 49.6417 51.1347 52.6828 54.2579 55.8880 58.1208 JUL 2008 46.9845 48.3970 49.8465 51.3451 52.8805 54.4774 56.1111 57.7938 60.1033 OCT 2008 48.3940 49.8489 51.3419 52.8855 54.4669 56.1117 57.7944 59.5276 61.9064 OCT 2009 49.8458 51.3444 52.8822 54.4721 56.1009 57.7951 59.5282 61.3134 63.7636 DEPARTMENT SECRETARY 051482 OCT 2005 16.6028 17.0283 17.4653 17.7902 18.2610 18.7327 JAN 2006 17.2171 17.6583 18.1115 18.4484 18.9367 19.4258 OCT 2006 17.9058 18.3646 18.8360 19.1863 19.6942 20.2028 JAN 2007 18.5683 19.0441 19.5329 19.8962 20.4229 20.9503 OCT 2007 19.3110 19.8059 20.3142 20.6920 21.2398 21.7883 JAN 2008 20.0255 20.5387 21.0658 21.4576 22.0257 22.5945 JUL 2008 20.7102 21.2414 21.7860 22.1910 22.7787 23.3672 OCT 2008 21.3315 21.8786 22.4396 22.8567 23.4621 24.0682 OCT 2009 21.9714 22.5350 23.1128 23.5424 24.1660 24.7902 DIETETIC TECH ELIGIBLE 051004 OCT 2006 20.0335 JAN 2007 20.7747 OCT 2007 21.6057 JAN 2008 22.4051 JUL 2008 23.0936 OCT 2008 23.7864 OCT 2009 24.5000 DIETETIC TECH REG LEAD 051003 OCT 2005 20.5311 21.1119 21.7033 22.3050 22.9483 23.5812 24.2450 JAN 2006 21.2908 21.8930 22.5063 23.1303 23.7974 24.4537 25.1421 OCT 2006 22.1424 22.7687 23.4066 24.0555 24.7493 25.4318 26.1478 JAN 2007 22.9617 23.6111 24.2726 24.9456 25.6650 26.3728 27.1153 OCT 2007 23.8802 24.5555 25.2435 25.9434 26.6916 27.4277 28.1999 JAN 2008 24.7638 25.4641 26.1775 26.9033 27.6792 28.4425 29.2433 JUL 2008 25.5246 26.2469 26.9820 27.7300 28.5297 29.3165 30.1418 OCT 2008 26.2903 27.0343 27.7915 28.5619 29.3856 30.1960 31.0461 OCT 2009 27.0790 27.8453 28.6252 29.4188 30.2672 31.1019 31.9775 199

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR DIETETIC TECHNICIAN REG 051002 OCT 2005 19.5533 20.1067 20.6698 21.2429 21.8555 22.4581 23.0906 JAN 2006 20.2768 20.8506 21.4346 22.0289 22.6642 23.2890 23.9450 OCT 2006 21.0879 21.6846 22.2920 22.9101 23.5708 24.2206 24.9028 JAN 2007 21.8682 22.4869 23.1168 23.7578 24.4429 25.1168 25.8242 OCT 2007 22.7429 23.3864 24.0415 24.7081 25.4206 26.1215 26.8572 JAN 2008 23.5844 24.2517 24.9310 25.6223 26.3612 27.0880 27.8509 JUL 2008 24.3091 24.9969 25.6972 26.4096 27.1712 27.9205 28.7066 OCT 2008 25.0384 25.7468 26.4681 27.2019 27.9863 28.7581 29.5678 OCT 2009 25.7896 26.5192 27.2621 28.0180 28.8259 29.6208 30.4548 DIETITIAN ELIGIBLE 051017 OCT 2006 26.5326 JAN 2007 27.5143 OCT 2007 28.6149 JAN 2008 29.6737 JUL 2008 30.5853 OCT 2008 31.5029 OCT 2009 32.4480 DIETITIAN I REGISTERED LEAD 051015 OCT 2005 27.1913 28.0940 28.9862 29.8887 30.7809 31.6835 32.5758 JAN 2006 28.1974 29.1335 30.0587 30.9946 31.9198 32.8558 33.7811 OCT 2006 29.3253 30.2988 31.2610 32.2344 33.1966 34.1700 35.1323 JAN 2007 30.4103 31.4199 32.4177 33.4271 34.4249 35.4343 36.4322 OCT 2007 31.6267 32.6767 33.7144 34.7642 35.8019 36.8517 37.8895 JAN 2008 32.7969 33.8857 34.9618 36.0505 37.1266 38.2152 39.2914 JUL 2008 33.8049 34.9270 36.0361 37.1582 38.2674 39.3896 40.4987 OCT 2008 34.8190 35.9748 37.1172 38.2729 39.4154 40.5713 41.7137 OCT 2009 35.8636 37.0540 38.2307 39.4211 40.5979 41.7884 42.9651 DIETITIAN I REGISTERED 051010 OCT 2005 25.8966 26.7562 27.6059 28.4655 29.3152 30.1748 31.0245 JAN 2006 26.8548 27.7462 28.6273 29.5187 30.3999 31.2913 32.1724 OCT 2006 27.9290 28.8560 29.7724 30.6994 31.6159 32.5430 33.4593 JAN 2007 28.9624 29.9237 30.8740 31.8353 32.7857 33.7471 34.6973 OCT 2007 30.1209 31.1206 32.1090 33.1087 34.0971 35.0970 36.0852 JAN 2008 31.2354 32.2721 33.2970 34.3337 35.3587 36.3956 37.4204 JUL 2008 32.1950 33.2638 34.3201 35.3888 36.4452 37.5138 38.5702 OCT 2008 33.1609 34.2617 35.3497 36.4505 37.5386 38.6392 39.7273 OCT 2009 34.1557 35.2896 36.4102 37.5440 38.6648 39.7984 40.9191 200

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR DIETITIAN II REGISTERED 051011 OCT 2005 27.3095 28.2086 29.1177 30.0167 30.9158 31.8248 32.7240 JAN 2006 28.3200 29.2523 30.1951 31.1273 32.0597 33.0023 33.9348 OCT 2006 29.4528 30.4224 31.4029 32.3724 33.3421 34.3224 35.2922 JAN 2007 30.5426 31.5480 32.5648 33.5702 34.5758 35.5923 36.5980 OCT 2007 31.7643 32.8099 33.8674 34.9130 35.9588 37.0160 38.0619 JAN 2008 32.9396 34.0239 35.1205 36.2048 37.2893 38.3856 39.4702 JUL 2008 33.9516 35.0694 36.1995 37.3174 38.4352 39.5651 40.6829 OCT 2008 34.9701 36.1215 37.2855 38.4369 39.5883 40.7521 41.9034 OCT 2009 36.0192 37.2051 38.4041 39.5900 40.7759 41.9747 43.1605 DIETITIAN II REGISTERED LEAD 051012 OCT 2005 28.6829 29.6314 30.5700 31.5185 32.4671 33.4058 34.3542 JAN 2006 29.7442 30.7278 31.7011 32.6847 33.6684 34.6418 35.6253 OCT 2006 30.9340 31.9569 32.9691 33.9921 35.0151 36.0275 37.0503 JAN 2007 32.0786 33.1393 34.1890 35.2498 36.3107 37.3605 38.4212 OCT 2007 33.3617 34.4649 35.5566 36.6598 37.7631 38.8549 39.9580 JAN 2008 34.5961 35.7401 36.8722 38.0162 39.1603 40.2925 41.4364 JUL 2008 35.6589 36.8384 38.0051 39.1844 40.3636 41.5305 42.7098 OCT 2008 36.7287 37.9436 39.1453 40.3599 41.5745 42.7764 43.9911 OCT 2009 37.8306 39.0819 40.3197 41.5707 42.8217 44.0597 45.3108 DIETITIAN III REGISTERED 051013 OCT 2005 28.6829 29.6314 30.5700 31.5185 32.4671 33.4058 34.3542 JAN 2006 29.7442 30.7278 31.7011 32.6847 33.6684 34.6418 35.6253 OCT 2006 30.9340 31.9569 32.9691 33.9921 35.0151 36.0275 37.0503 JAN 2007 32.0786 33.1393 34.1890 35.2498 36.3107 37.3605 38.4212 OCT 2007 33.3617 34.4649 35.5566 36.6598 37.7631 38.8549 39.9580 JAN 2008 34.5961 35.7401 36.8722 38.0162 39.1603 40.2925 41.4364 JUL 2008 35.6589 36.8384 38.0051 39.1844 40.3636 41.5305 42.7098 OCT 2008 36.7287 37.9436 39.1453 40.3599 41.5745 42.7764 43.9911 OCT 2009 37.8306 39.0819 40.3197 41.5707 42.8217 44.0597 45.3108 DIETITIAN III REGISTERED LEAD 051014 OCT 2005 30.1170 31.1130 32.0985 33.0945 34.0904 35.0759 36.0719 JAN 2006 31.2313 32.2642 33.2861 34.3190 35.3517 36.3737 37.4066 OCT 2006 32.4806 33.5548 34.6175 35.6918 36.7658 37.8286 38.9029 JAN 2007 33.6824 34.7963 35.8983 37.0124 38.1261 39.2283 40.3423 OCT 2007 35.0297 36.1882 37.3342 38.4929 39.6511 40.7974 41.9560 JAN 2008 36.3258 37.5272 38.7156 39.9171 41.1182 42.3069 43.5084 JUL 2008 37.4420 38.6803 39.9055 41.1436 42.3818 43.6071 44.8453 OCT 2008 38.5653 39.8407 41.1027 42.3779 43.6533 44.9153 46.1907 OCT 2009 39.7223 41.0359 42.3358 43.6492 44.9629 46.2628 47.5764 201

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR DISABILITY CLAIMS CLERK 051224 OCT 2005 15.4377 15.8334 16.2393 16.5416 16.9797 17.4180 JAN 2006 16.0089 16.4192 16.8402 17.1536 17.6079 18.0625 OCT 2006 16.6493 17.0760 17.5138 17.8397 18.3122 18.7850 JAN 2007 17.2653 17.7078 18.1618 18.4998 18.9898 19.4800 OCT 2007 17.9559 18.4161 18.8883 19.2398 19.7494 20.2592 JAN 2008 18.6203 19.0975 19.5872 19.9517 20.4801 21.0088 JUL 2008 19.2570 19.7504 20.2574 20.6338 21.1804 21.7271 OCT 2008 19.8347 20.3429 20.8651 21.2528 21.8158 22.3789 OCT 2009 20.4297 20.9532 21.4911 21.8904 22.4703 23.0503 EEG TECHNOLOGIST I 034432 OCT 2005 20.3108 20.8318 21.3660 21.9435 22.9829 23.9067 24.9825 JAN 2006 21.0623 21.6026 22.1565 22.7554 23.8333 24.7912 25.9069 OCT 2006 21.9048 22.4667 23.0428 23.6656 24.7866 25.7828 26.9432 JAN 2007 22.7153 23.2980 23.8954 24.5412 25.7037 26.7368 27.9401 OCT 2007 23.6239 24.2299 24.8512 25.5228 26.7318 27.8063 29.0577 JAN 2008 24.4980 25.1264 25.7707 26.4671 27.7209 28.8351 30.1328 JUL 2008 25.3355 25.9853 26.6517 27.3721 28.6691 29.8217 31.1636 OCT 2008 26.0956 26.7649 27.4513 28.1933 29.5292 30.7164 32.0985 OCT 2009 26.8785 27.5678 28.2748 29.0391 30.4151 31.6379 33.0615 EEG TECHNOLOGIST II 034433 OCT 2005 21.5187 22.0703 22.6367 23.2137 24.3687 25.5233 26.6718 JAN 2006 22.3149 22.8869 23.4743 24.0726 25.2703 26.4677 27.6587 OCT 2006 23.2075 23.8024 24.4133 25.0355 26.2811 27.5264 28.7650 JAN 2007 24.0662 24.6831 25.3166 25.9618 27.2535 28.5449 29.8293 OCT 2007 25.0288 25.6704 26.3293 27.0003 28.3436 29.6867 31.0225 JAN 2008 25.9549 26.6202 27.3035 27.9993 29.3923 30.7851 32.1703 JUL 2008 26.8425 27.5307 28.2367 28.9566 30.3974 31.8377 33.2705 OCT 2008 27.6478 28.3566 29.0838 29.8253 31.3093 32.7928 34.2686 OCT 2009 28.4772 29.2073 29.9563 30.7201 32.2486 33.7766 35.2967 EKG TECHNICIAN 034422 OCT 2005 17.7757 18.2313 18.6987 19.2402 20.0194 20.5949 JAN 2006 18.4334 18.9059 19.3906 19.9521 20.7601 21.3569 OCT 2006 19.1707 19.6621 20.1662 20.7502 21.5905 22.2112 JAN 2007 19.8800 20.3896 20.9123 21.5180 22.3893 23.0330 OCT 2007 20.6752 21.2052 21.7488 22.3787 23.2849 23.9543 JAN 2008 21.4402 21.9898 22.5535 23.2067 24.1464 24.8406 JUL 2008 22.1734 22.7418 23.3245 24.0001 24.9722 25.6900 OCT 2008 22.8386 23.4241 24.0242 24.7201 25.7214 26.4607 OCT 2009 23.5238 24.1268 24.7449 25.4617 26.4930 27.2545 202

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR EKG TECHNICIAN SR 034423 OCT 2005 18.6646 19.1430 19.6336 20.2021 21.0474 21.7800 JAN 2006 19.3552 19.8513 20.3600 20.9496 21.8262 22.5859 OCT 2006 20.1294 20.6454 21.1744 21.7876 22.6992 23.4893 JAN 2007 20.8742 21.4093 21.9579 22.5937 23.5391 24.3584 OCT 2007 21.7092 22.2657 22.8362 23.4974 24.4807 25.3327 JAN 2008 22.5124 23.0895 23.6811 24.3668 25.3865 26.2700 JUL 2008 23.2822 23.8789 24.4908 25.2001 26.2542 27.1685 OCT 2008 23.9807 24.5953 25.2255 25.9561 27.0418 27.9836 OCT 2009 24.7001 25.3332 25.9823 26.7348 27.8531 28.8231 EMERGENCY DEPT TECHNICIAN I 030314 OCT 2005 15.5974 15.9976 16.4072 16.7831 17.1584 17.4644 JAN 2006 16.1745 16.5895 17.0143 17.4041 17.7933 18.1106 OCT 2006 16.8215 17.2531 17.6949 18.1003 18.5050 18.8350 JAN 2007 17.4439 17.8915 18.3496 18.7700 19.1897 19.5319 OCT 2007 18.1417 18.6072 19.0836 19.5208 19.9573 20.3132 JAN 2008 18.8129 19.2957 19.7897 20.2431 20.6957 21.0648 JUL 2008 19.4560 19.9551 20.4666 20.9350 21.4034 21.7845 OCT 2008 20.0397 20.5538 21.0806 21.5631 22.0455 22.4380 OCT 2009 20.6409 21.1704 21.7130 22.2100 22.7069 23.1111 EMERGENCY DEPT TECHNICIAN II 030324 OCT 2005 18.4491 18.9222 19.4075 19.8879 20.4154 20.8958 JAN 2006 19.1317 19.6223 20.1256 20.6238 21.1708 21.6689 OCT 2006 19.8970 20.4072 20.9306 21.4488 22.0176 22.5357 JAN 2007 20.6332 21.1623 21.7050 22.2424 22.8323 23.3695 OCT 2007 21.4585 22.0088 22.5732 23.1321 23.7456 24.3043 JAN 2008 22.2525 22.8231 23.4084 23.9880 24.6242 25.2036 JUL 2008 23.0133 23.6033 24.2084 24.8084 25.4661 26.0658 OCT 2008 23.7037 24.3114 24.9347 25.5527 26.2301 26.8478 OCT 2009 24.4148 25.0407 25.6827 26.3193 27.0170 27.6532 ESTHETICIAN 034681 OCT 2005 21.2099 21.8039 22.4144 23.0419 23.6872 24.3504 JAN 2006 21.9947 22.6106 23.2437 23.8945 24.5636 25.2514 OCT 2006 22.8745 23.5150 24.1734 24.8503 25.5461 26.2615 JAN 2007 23.7209 24.3851 25.0678 25.7698 26.4913 27.2332 OCT 2007 24.6697 25.3605 26.0705 26.8006 27.5510 28.3225 JAN 2008 25.5825 26.2988 27.0351 27.7922 28.5704 29.3704 JUL 2008 26.4568 27.1976 27.9592 28.7420 29.5467 30.3741 OCT 2008 27.2505 28.0135 28.7980 29.6043 30.4331 31.2853 OCT 2009 28.0680 28.8539 29.6619 30.4924 31.3461 32.2239 203

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR EVALUATION & MANAGEMENT CODER 057811 OCT 2005 18.2980 18.7675 19.2490 19.6966 20.3088 20.9209 JAN 2006 18.9750 19.4619 19.9612 20.4254 21.0602 21.6950 OCT 2006 19.7340 20.2404 20.7596 21.2424 21.9026 22.5628 JAN 2007 20.4642 20.9893 21.5277 22.0284 22.7130 23.3976 OCT 2007 21.2828 21.8289 22.3888 22.9095 23.6215 24.3335 JAN 2008 22.0703 22.6366 23.2172 23.7572 24.4955 25.2338 JUL 2008 22.8254 23.4108 24.0107 24.5694 25.3333 26.0969 OCT 2008 23.5102 24.1131 24.7310 25.3065 26.0933 26.8798 OCT 2009 24.2155 24.8365 25.4729 26.0657 26.8761 27.6862 GARDENER 084102 OCT 2005 16.3877 16.8079 17.2387 17.6574 18.0764 JAN 2006 16.9940 17.4298 17.8765 18.3107 18.7452 OCT 2006 17.6738 18.1270 18.5916 19.0431 19.4950 JAN 2007 18.3277 18.7977 19.2795 19.7477 20.2163 OCT 2007 19.0608 19.5496 20.0507 20.5376 21.0250 JAN 2008 19.7660 20.2729 20.7926 21.2975 21.8029 JUL 2008 20.4421 20.9664 21.5034 22.0257 22.5483 OCT 2008 21.0554 21.5954 22.1485 22.6865 23.2247 OCT 2009 21.6871 22.2433 22.8130 23.3671 23.9214 GARDENER SR 084103 OCT 2005 17.6653 18.1185 18.5826 19.0053 19.4240 JAN 2006 18.3189 18.7889 19.2702 19.7085 20.1427 OCT 2006 19.0517 19.5405 20.0410 20.4968 20.9484 JAN 2007 19.7566 20.2635 20.7825 21.2552 21.7235 OCT 2007 20.5469 21.0740 21.6138 22.1054 22.5924 JAN 2008 21.3071 21.8537 22.4135 22.9233 23.4283 JUL 2008 22.0356 22.6004 23.1799 23.7070 24.2299 OCT 2008 22.6967 23.2784 23.8753 24.4182 24.9568 OCT 2009 23.3776 23.9768 24.5916 25.1507 25.7055 HEALTH INFORMATION CODER I 057812 OCT 2005 22.2321 23.2537 24.3915 25.8658 27.1543 28.5011 JAN 2006 23.0547 24.1141 25.2940 26.8228 28.1590 29.5556 OCT 2006 23.9769 25.0787 26.3058 27.8957 29.2854 30.7378 JAN 2007 24.8640 26.0066 27.2791 28.9278 30.3690 31.8751 OCT 2007 25.8586 27.0469 28.3703 30.0849 31.5838 33.1501 JAN 2008 26.8154 28.0476 29.4200 31.1980 32.7524 34.3767 JUL 2008 27.7321 29.0065 30.4257 32.2649 33.8723 35.5522 OCT 2008 28.5641 29.8767 31.3385 33.2328 34.8885 36.6188 OCT 2009 29.4210 30.7730 32.2787 34.2298 35.9352 37.7174 204

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR HEALTH INFORMATION CODER II 057813 OCT 2005 24.7049 25.8311 27.0965 28.7335 30.1614 31.6706 JAN 2006 25.6190 26.7869 28.0991 29.7966 31.2774 32.8424 APR 2006 25.6190 26.7869 28.0991 29.7966 31.2774 32.8424 34.4886 OCT 2006 26.6438 27.8584 29.2231 30.9885 32.5285 34.1561 35.8681 JAN 2007 27.6296 28.8892 30.3044 32.1351 33.7321 35.4199 37.1952 OCT 2007 28.7348 30.0448 31.5166 33.4205 35.0814 36.8367 38.6830 JAN 2008 29.7980 31.1565 32.6827 34.6571 36.3794 38.1997 40.1143 JUL 2008 30.8169 32.2214 33.8000 35.8419 37.6232 39.5055 41.4857 OCT 2008 31.7414 33.1880 34.8140 36.9172 38.7519 40.6907 42.7303 OCT 2009 32.6936 34.1836 35.8584 38.0247 39.9145 41.9114 44.0122 HEALTH INFORMATION CODER III 057814 OCT 2005 26.5508 27.7697 29.1281 30.8927 32.4253 34.0506 JAN 2006 27.5332 28.7972 30.2058 32.0357 33.6250 35.3105 APR 2006 27.5332 28.7972 30.2058 32.0357 33.6250 35.3105 37.0804 OCT 2006 28.6345 29.9491 31.4140 33.3171 34.9700 36.7229 38.5636 JAN 2007 29.6940 31.0572 32.5763 34.5498 36.2639 38.0816 39.9905 OCT 2007 30.8818 32.2995 33.8794 35.9318 37.7145 39.6049 41.5901 JAN 2008 32.0244 33.4946 35.1329 37.2613 39.1099 41.0703 43.1289 JUL 2008 33.1192 34.6401 36.3342 38.5355 40.4471 42.4744 44.6034 OCT 2008 34.1128 35.6793 37.4242 39.6916 41.6605 43.7486 45.9415 OCT 2009 35.1362 36.7497 38.5469 40.8823 42.9103 45.0611 47.3197 HEALTH INFORMATION CODER TRAINEE 057810 OCT 2005 18.2980 JAN 2006 18.9750 OCT 2006 19.7340 JAN 2007 20.4642 OCT 2007 21.2828 JAN 2008 22.0703 JUL 2008 22.8254 OCT 2008 23.5102 OCT 2009 24.2155 HISTOLOGIC TECH I 034452 OCT 2005 23.7276 24.3519 24.9766 25.4863 25.8889 26.2290 27.2782 JAN 2006 24.6055 25.2529 25.9007 26.4293 26.8468 27.1995 28.2875 OCT 2006 25.5897 26.2630 26.9367 27.4865 27.9207 28.2875 29.4190 JAN 2007 26.5365 27.2347 27.9334 28.5035 28.9538 29.3341 30.5075 OCT 2007 27.5980 28.3241 29.0507 29.6436 30.1120 30.5075 31.7278 JAN 2008 28.6191 29.3721 30.1256 30.7404 31.2261 31.6363 32.9017 JUL 2008 29.5980 30.3767 31.1555 31.7919 32.2940 32.7179 34.0266 OCT 2008 30.4859 31.2880 32.0902 32.7457 33.2628 33.6994 35.0474 OCT 2009 31.4005 32.2266 33.0529 33.7281 34.2607 34.7104 36.0988 205

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR HISTOLOGIC TECH II 034453 OCT 2005 25.6753 26.3514 27.0266 27.7277 28.1944 28.5130 29.6535 JAN 2006 26.6253 27.3264 28.0266 28.7536 29.2376 29.5680 30.7507 OCT 2006 27.6903 28.4195 29.1477 29.9037 30.4071 30.7507 31.9807 JAN 2007 28.7148 29.4710 30.2262 31.0101 31.5322 31.8885 33.1640 OCT 2007 29.8634 30.6498 31.4352 32.2505 32.7935 33.1640 34.4906 JAN 2008 30.9683 31.7838 32.5983 33.4438 34.0069 34.3911 35.7668 JUL 2008 32.0276 32.8704 33.7132 34.5874 35.1692 35.5669 36.9896 OCT 2008 32.9884 33.8565 34.7246 35.6250 36.2243 36.6339 38.0993 OCT 2009 33.9781 34.8722 35.7663 36.6938 37.3110 37.7329 39.2423 HISTOLOGIC TECH TRAINEE 034450 OCT 2005 19.8591 20.3811 20.9041 21.2538 21.7498 22.2465 23.1363 JAN 2006 20.5939 21.1352 21.6776 22.0402 22.5545 23.0696 23.9923 OCT 2006 21.4177 21.9806 22.5447 22.9218 23.4567 23.9924 24.9520 JAN 2007 22.2102 22.7939 23.3789 23.7699 24.3246 24.8801 25.8752 OCT 2007 23.0986 23.7057 24.3141 24.7207 25.2976 25.8753 26.9102 JAN 2008 23.9532 24.5828 25.2137 25.6354 26.2336 26.8327 27.9059 JUL 2008 24.7726 25.4237 26.0757 26.5117 27.1308 27.7497 28.8598 OCT 2008 25.5158 26.1864 26.8580 27.3071 27.9447 28.5822 29.7256 OCT 2009 26.2813 26.9720 27.6637 28.1263 28.7830 29.4397 30.6174 HISTOLOGIC TECHNICIAN SUPV 034462 OCT 2005 28.4092 29.1573 29.9048 30.6487 31.2433 31.6890 32.9566 JAN 2006 29.4603 30.2361 31.0113 31.7827 32.3993 32.8615 34.1760 OCT 2006 30.6387 31.4455 32.2518 33.0540 33.6953 34.1760 35.5430 JAN 2007 31.7723 32.6090 33.4451 34.2770 34.9420 35.4405 36.8581 OCT 2007 33.0432 33.9134 34.7829 35.6481 36.3397 36.8581 38.3324 JAN 2008 34.2658 35.1682 36.0699 36.9671 37.6843 38.2218 39.7507 JUL 2008 35.4381 36.3709 37.3034 38.2313 38.9728 39.5294 41.1107 OCT 2008 36.5012 37.4620 38.4225 39.3782 40.1420 40.7153 42.3440 OCT 2009 37.5962 38.5859 39.5752 40.5595 41.3463 41.9368 43.6143 HOME HEALTH AIDE 090302 OCT 2005 15.5492 15.9477 16.3567 16.7269 17.1106 17.4526 JAN 2006 16.1245 16.5378 16.9619 17.3458 17.7437 18.0983 OCT 2006 16.7695 17.1993 17.6404 18.0396 18.4534 18.8222 JAN 2007 17.3900 17.8357 18.2931 18.7071 19.1362 19.5186 OCT 2007 18.0856 18.5491 19.0248 19.4554 19.9016 20.2993 JAN 2008 18.7548 19.2354 19.7287 20.1752 20.6380 21.0504 JUL 2008 19.3958 19.8932 20.4036 20.8647 21.3435 21.7708 OCT 2008 19.9777 20.4900 21.0157 21.4906 21.9838 22.4239 OCT 2009 20.5770 21.1047 21.6462 22.1353 22.6433 23.0966 206

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR HOUSEKEEPING AIDE 092312 OCT 2005 14.9133 15.2954 15.6875 16.0989 16.5098 JAN 2006 15.4651 15.8613 16.2679 16.6946 17.1207 OCT 2006 16.0837 16.4958 16.9186 17.3624 17.8055 JAN 2007 16.6788 17.1061 17.5446 18.0048 18.4643 OCT 2007 17.3460 17.7903 18.2464 18.7250 19.2029 JAN 2008 17.9878 18.4485 18.9215 19.4178 19.9134 JUL 2008 18.6028 19.0796 19.5685 20.0815 20.5940 OCT 2008 19.1609 19.6520 20.1556 20.6839 21.2118 OCT 2009 19.7357 20.2416 20.7603 21.3044 21.8482 HOUSEKEEPING HEAD AIDE 092314 OCT 2005 15.6590 16.0602 16.4722 16.9038 17.3352 JAN 2006 16.2384 16.6544 17.0817 17.5292 17.9766 OCT 2006 16.8879 17.3206 17.7650 18.2304 18.6957 JAN 2007 17.5128 17.9615 18.4223 18.9049 19.3874 OCT 2007 18.2133 18.6800 19.1592 19.6611 20.1629 JAN 2008 18.8872 19.3712 19.8681 20.3886 20.9089 JUL 2008 19.5330 20.0337 20.5471 21.0854 21.6238 OCT 2008 20.1190 20.6347 21.1635 21.7180 22.2725 OCT 2009 20.7226 21.2537 21.7984 22.3695 22.9407 INTAKE CLAIMS-CASHIER 057522 OCT 2005 15.1254 15.5133 15.9109 16.2393 16.5971 17.0013 JAN 2006 15.6850 16.0873 16.4996 16.8402 17.2112 17.6303 OCT 2006 16.3124 16.7308 17.1596 17.5138 17.8996 18.3355 JAN 2007 16.9160 17.3498 17.7945 18.1618 18.5619 19.0139 OCT 2007 17.5926 18.0438 18.5063 18.8883 19.3044 19.7745 JAN 2008 18.2435 18.7114 19.1910 19.5872 20.0187 20.5062 JUL 2008 18.8674 19.3514 19.8476 20.2574 20.7029 21.2070 OCT 2008 19.4334 19.9319 20.4430 20.8651 21.3240 21.8432 OCT 2009 20.0164 20.5299 21.0563 21.4911 21.9637 22.4985 INVASIVE CARDIOVASCULAR SPECIALIST 038102 OCT 2005 36.0680 37.1502 38.2646 39.2210 40.2019 41.2065 JAN 2006 36.0680 37.1502 38.2646 39.2210 40.2019 41.2065 OCT 2006 37.5107 38.6362 39.7952 40.7898 41.8100 42.8548 JAN 2007 37.5107 38.6362 39.7952 40.7898 41.8100 42.8548 OCT 2007 39.0111 40.1816 41.3870 42.4214 43.4824 44.5690 JAN 2008 39.0111 40.1816 41.3870 42.4214 43.4824 44.5690 JUL 2008 39.0111 40.1816 41.3870 42.4214 43.4824 44.5690 OCT 2008 40.1814 41.3870 42.6286 43.6940 44.7869 45.9061 OCT 2009 41.3868 42.6286 43.9075 45.0048 46.1305 47.2833 207

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR LABORATORY ASSISTANT I 090771 OCT 2005 15.9851 16.7225 17.1520 17.4388 17.8457 18.2533 JAN 2006 16.5765 17.3412 17.7866 18.0840 18.5060 18.9287 OCT 2006 17.2396 18.0348 18.4981 18.8074 19.2462 19.6858 JAN 2007 17.8775 18.7021 19.1825 19.5033 19.9583 20.4142 OCT 2007 18.5926 19.4502 19.9498 20.2834 20.7566 21.2308 JAN 2008 19.2805 20.1699 20.6879 21.0339 21.5246 22.0163 JUL 2008 19.9397 20.8597 21.3952 21.7532 22.2609 22.7689 OCT 2008 20.5379 21.4855 22.0371 22.4058 22.9287 23.4520 OCT 2009 21.1540 22.1301 22.6982 23.0780 23.6166 24.1556 LABORATORY ASSISTANT II 090772 OCT 2005 17.0750 17.5130 17.9621 18.2965 18.7804 19.2657 JAN 2006 17.7068 18.1610 18.6267 18.9735 19.4753 19.9785 OCT 2006 18.4151 18.8874 19.3718 19.7324 20.2543 20.7776 JAN 2007 19.0965 19.5862 20.0886 20.4625 21.0037 21.5464 OCT 2007 19.8604 20.3696 20.8921 21.2810 21.8438 22.4083 JAN 2008 20.5952 21.1233 21.6651 22.0684 22.6520 23.2374 JUL 2008 21.2992 21.8456 22.4059 22.8228 23.4269 24.0320 OCT 2008 21.9382 22.5010 23.0781 23.5075 24.1297 24.7530 OCT 2009 22.5963 23.1760 23.7704 24.2127 24.8536 25.4956 LABORATORY ASSISTANT III 090773 OCT 2005 17.6025 18.0404 18.4897 18.8238 19.3077 19.7930 JAN 2006 18.2538 18.7079 19.1738 19.5203 20.0221 20.5253 OCT 2006 18.9840 19.4562 19.9408 20.3011 20.8230 21.3463 JAN 2007 19.6864 20.1761 20.6786 21.0522 21.5935 22.1361 OCT 2007 20.4739 20.9831 21.5057 21.8943 22.4572 23.0215 JAN 2008 21.2314 21.7595 22.3014 22.7044 23.2881 23.8733 JUL 2008 21.9572 22.5035 23.0639 23.4808 24.0846 24.6900 OCT 2008 22.6159 23.1786 23.7558 24.1852 24.8071 25.4307 OCT 2009 23.2944 23.8740 24.4685 24.9108 25.5513 26.1936 LABORATORY ASSISTANT SR 090774 OCT 2005 18.4825 18.9423 19.4140 19.7651 20.2733 20.7827 JAN 2006 19.1664 19.6432 20.1323 20.4964 21.0234 21.5517 OCT 2006 19.9331 20.4289 20.9376 21.3163 21.8643 22.4138 JAN 2007 20.6706 21.1848 21.7123 22.1050 22.6733 23.2431 OCT 2007 21.4974 22.0322 22.5808 22.9892 23.5802 24.1728 JAN 2008 22.2928 22.8474 23.4163 23.8398 24.4527 25.0672 JUL 2008 23.0550 23.6286 24.2169 24.6550 25.2887 25.9244 OCT 2008 23.7467 24.3375 24.9434 25.3947 26.0474 26.7021 OCT 2009 24.4591 25.0676 25.6917 26.1565 26.8288 27.5032 208

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR LICENSED VOC NURSE IV Cert 032844 OCT 2005 22.6835 23.2805 23.8773 24.4573 25.0206 25.5828 26.1461 JAN 2006 23.5228 24.1419 24.7608 25.3622 25.9464 26.5294 27.1135 OCT 2006 24.4637 25.1076 25.7512 26.3767 26.9843 27.5906 28.1980 JAN 2007 25.3689 26.0366 26.7040 27.3526 27.9827 28.6115 29.2413 OCT 2007 26.3837 27.0781 27.7722 28.4467 29.1020 29.7560 30.4110 JAN 2008 27.3599 28.0800 28.7998 29.4992 30.1788 30.8570 31.5362 JUL 2008 28.2952 29.0401 29.7845 30.5078 31.2103 31.9122 32.6145 OCT 2008 29.1441 29.9113 30.6780 31.4230 32.1466 32.8696 33.5929 OCT 2009 30.0184 30.8086 31.5983 32.3657 33.1110 33.8557 34.6007 LICENSED VOC NURSE IV Cert SR 032845 OCT 2005 23.3641 23.9789 24.5937 25.1910 25.7711 26.3503 26.9304 JAN 2006 24.2286 24.8661 25.5037 26.1231 26.7246 27.3253 27.9268 OCT 2006 25.1977 25.8607 26.5238 27.1680 27.7936 28.4183 29.0439 JAN 2007 26.1300 26.8175 27.5052 28.1732 28.8220 29.4698 30.1185 OCT 2007 27.1752 27.8902 28.6054 29.3001 29.9749 30.6486 31.3232 JAN 2008 28.1807 28.9221 29.6638 30.3842 31.0840 31.7826 32.4822 JUL 2008 29.1439 29.9113 30.6779 31.4230 32.1467 32.8695 33.5928 OCT 2008 30.0182 30.8086 31.5982 32.3657 33.1111 33.8556 34.6006 OCT 2009 30.9187 31.7329 32.5461 33.3367 34.1044 34.8713 35.6386 LICENSED VOCATIONAL NURSE 032842 OCT 2005 21.6033 22.1719 22.7403 23.2926 23.8290 24.3645 24.9010 JAN 2006 22.4026 22.9923 23.5817 24.1544 24.7107 25.2660 25.8223 OCT 2006 23.2987 23.9120 24.5250 25.1206 25.6991 26.2766 26.8552 JAN 2007 24.1608 24.7967 25.4324 26.0501 26.6500 27.2488 27.8488 OCT 2007 25.1272 25.7886 26.4497 27.0921 27.7160 28.3388 28.9628 JAN 2008 26.0569 26.7428 27.4283 28.0945 28.7415 29.3873 30.0344 JUL 2008 26.9478 27.6572 28.3662 29.0550 29.7242 30.3925 31.0614 OCT 2008 27.7562 28.4869 29.2172 29.9267 30.6159 31.3043 31.9932 OCT 2009 28.5889 29.3415 30.0937 30.8245 31.5344 32.2434 32.9530 LICENSED VOCATIONAL NURSE SR 032843 OCT 2005 22.6834 23.2806 23.8773 24.4574 25.0208 25.5828 26.1459 JAN 2006 23.5227 24.1420 24.7608 25.3623 25.9466 26.5294 27.1133 OCT 2006 24.4636 25.1077 25.7512 26.3768 26.9845 27.5906 28.1978 JAN 2007 25.3688 26.0367 26.7040 27.3527 27.9829 28.6115 29.2411 OCT 2007 26.3836 27.0782 27.7722 28.4468 29.1022 29.7560 30.4107 JAN 2008 27.3598 28.0801 28.7998 29.4993 30.1790 30.8570 31.5359 JUL 2008 28.2952 29.0402 29.7844 30.5080 31.2103 31.9120 32.6146 OCT 2008 29.1441 29.9114 30.6779 31.4232 32.1466 32.8694 33.5930 OCT 2009 30.0184 30.8087 31.5982 32.3659 33.1110 33.8555 34.6008 209

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR LINEN ROOM SUPERVISOR 092524 OCT 2005 15.3036 15.6960 16.0989 16.5098 16.9204 JAN 2006 15.8698 16.2768 16.6946 17.1207 17.5465 OCT 2006 16.5046 16.9279 17.3624 17.8055 18.2484 JAN 2007 17.1153 17.5542 18.0048 18.4643 18.9236 OCT 2007 17.7999 18.2564 18.7250 19.2029 19.6805 JAN 2008 18.4585 18.9319 19.4178 19.9134 20.4087 JUL 2008 19.0895 19.5788 20.0815 20.5940 21.1068 OCT 2008 19.6622 20.1662 20.6839 21.2118 21.7400 OCT 2009 20.2521 20.7712 21.3044 21.8482 22.3922 MEDICAL ASSISTANT 090702 OCT 2005 15.5974 15.9976 16.4072 16.7831 17.1584 17.4644 JAN 2006 16.1745 16.5895 17.0143 17.4041 17.7933 18.1106 OCT 2006 16.8215 17.2531 17.6949 18.1003 18.5050 18.8350 JAN 2007 17.4439 17.8915 18.3496 18.7700 19.1897 19.5319 OCT 2007 18.1417 18.6072 19.0836 19.5208 19.9573 20.3132 JAN 2008 18.8129 19.2957 19.7897 20.2431 20.6957 21.0648 JUL 2008 19.4560 19.9551 20.4666 20.9350 21.4034 21.7845 OCT 2008 20.0397 20.5538 21.0806 21.5631 22.0455 22.4380 OCT 2009 20.6409 21.1704 21.7130 22.2100 22.7069 23.1111 MEDICAL ASSISTANT SR 090703 OCT 2005 16.3772 16.7974 17.2275 17.6223 18.0165 18.3375 JAN 2006 16.9832 17.4189 17.8649 18.2743 18.6831 19.0160 OCT 2006 17.6625 18.1157 18.5795 19.0053 19.4304 19.7766 JAN 2007 18.3160 18.7860 19.2669 19.7085 20.1493 20.5083 OCT 2007 19.0486 19.5374 20.0376 20.4968 20.9553 21.3286 JAN 2008 19.7534 20.2603 20.7790 21.2552 21.7306 22.1178 JUL 2008 20.4288 20.9529 21.4898 21.9818 22.4735 22.8738 OCT 2008 21.0417 21.5815 22.1345 22.6413 23.1477 23.5600 OCT 2009 21.6730 22.2289 22.7985 23.3205 23.8421 24.2668 MEDICAL SECRETARY 051352 OCT 2005 19.7033 20.2221 20.7404 21.3593 22.0284 22.6964 JAN 2006 20.4323 20.9703 21.5078 22.1496 22.8435 23.5362 OCT 2006 21.2496 21.8091 22.3681 23.0356 23.7572 24.4776 JAN 2007 22.0358 22.6160 23.1957 23.8879 24.6362 25.3833 OCT 2007 22.9172 23.5206 24.1235 24.8434 25.6216 26.3986 JAN 2008 23.7651 24.3909 25.0161 25.7626 26.5696 27.3753 JUL 2008 24.5782 25.2248 25.8716 26.6433 27.4782 28.3115 OCT 2008 25.3155 25.9815 26.6477 27.4426 28.3025 29.1608 OCT 2009 26.0750 26.7609 27.4471 28.2659 29.1516 30.0356 210

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR MEDICAL SECRETARY SR 051353 OCT 2005 20.6880 21.2331 21.7774 22.4273 23.1297 23.8312 JAN 2006 21.4535 22.0187 22.5832 23.2571 23.9855 24.7130 OCT 2006 22.3116 22.8994 23.4865 24.1874 24.9449 25.7015 JAN 2007 23.1371 23.7467 24.3555 25.0823 25.8679 26.6525 OCT 2007 24.0626 24.6966 25.3297 26.0856 26.9026 27.7186 JAN 2008 24.9529 25.6104 26.2669 27.0508 27.8980 28.7442 JUL 2008 25.8066 26.4858 27.1651 27.9758 28.8523 29.7268 OCT 2008 26.5808 27.2804 27.9801 28.8151 29.7179 30.6186 OCT 2009 27.3782 28.0988 28.8195 29.6796 30.6094 31.5372 MEDICAL SECRETARY TRAINEE 051350 OCT 2005 15.8808 16.2878 16.7054 17.0164 17.4672 17.9180 JAN 2006 16.4684 16.8904 17.3235 17.6460 18.1135 18.5810 OCT 2006 17.1271 17.5660 18.0164 18.3518 18.8380 19.3242 JAN 2007 17.7608 18.2159 18.6830 19.0308 19.5350 20.0392 OCT 2007 18.4712 18.9445 19.4303 19.7920 20.3164 20.8408 JAN 2008 19.1546 19.6454 20.1492 20.5243 21.0681 21.6119 JUL 2008 19.8097 20.3174 20.8389 21.2262 21.7885 22.3507 OCT 2008 20.4040 20.9269 21.4641 21.8630 22.4422 23.0212 OCT 2009 21.0161 21.5547 22.1080 22.5189 23.1155 23.7118 MESSENGER DRIVER 072112 OCT 2005 15.0430 15.4290 15.8247 16.0989 16.3045 JAN 2006 15.5996 15.9999 16.4102 16.6946 16.9078 OCT 2006 16.2236 16.6399 17.0666 17.3624 17.5841 JAN 2007 16.8239 17.2556 17.6981 18.0048 18.2347 OCT 2007 17.4969 17.9458 18.4060 18.7250 18.9641 JAN 2008 18.1443 18.6098 19.0870 19.4178 19.6658 JUL 2008 18.7649 19.2460 19.7394 20.0815 20.3380 OCT 2008 19.3278 19.8234 20.3316 20.6839 20.9481 OCT 2009 19.9076 20.4181 20.9415 21.3044 21.5765 MESSENGER DRIVER SR 072113 OCT 2005 15.9349 16.3434 16.7629 17.0370 17.2418 JAN 2006 16.5245 16.9481 17.3831 17.6674 17.8797 OCT 2006 17.1855 17.6260 18.0784 18.3741 18.5949 JAN 2007 17.8214 18.2782 18.7473 19.0539 19.2829 OCT 2007 18.5343 19.0093 19.4972 19.8161 20.0542 JAN 2008 19.2201 19.7126 20.2186 20.5493 20.7962 JUL 2008 19.8771 20.3870 20.9096 21.2512 21.5075 OCT 2008 20.4734 20.9986 21.5369 21.8887 22.1527 OCT 2009 21.0876 21.6286 22.1830 22.5454 22.8173 211

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR MONITOR TECHNICIAN 051514 OCT 2005 16.4072 16.8190 17.2396 17.5905 17.9626 18.3960 JAN 2006 17.0143 17.4413 17.8775 18.2413 18.6272 19.0767 OCT 2006 17.6949 18.1390 18.5926 18.9710 19.3723 19.8398 JAN 2007 18.3496 18.8101 19.2805 19.6729 20.0891 20.5739 OCT 2007 19.0836 19.5625 20.0517 20.4598 20.8927 21.3969 JAN 2008 19.7897 20.2863 20.7936 21.2168 21.6657 22.1886 JUL 2008 20.3912 20.9029 21.4277 21.8658 22.3292 22.8702 OCT 2008 21.0029 21.5300 22.0705 22.5218 22.9991 23.5563 OCT 2009 21.6330 22.1759 22.7326 23.1975 23.6891 24.2630 MRI TECHNOLOGIST I 024751 OCT 2005 31.2867 31.9125 32.5508 33.2013 33.8464 JAN 2006 32.4443 33.0933 33.7552 34.4297 35.0987 OCT 2006 33.7421 34.4170 35.1054 35.8069 36.5026 JAN 2007 34.9906 35.6904 36.4043 37.1318 37.8532 OCT 2007 36.3902 37.1180 37.8605 38.6171 39.3673 JAN 2008 37.7366 38.4914 39.2613 40.0459 40.8239 JUL 2008 39.0266 39.8080 40.6037 41.4160 42.2198 OCT 2008 40.1974 41.0022 41.8218 42.6585 43.4864 OCT 2009 41.4033 42.2323 43.0765 43.9383 44.7910 MRI TECHNOLOGIST II 024752 OCT 2005 33.4444 34.1132 34.7953 35.4913 36.2011 36.9252 38.4022 JAN 2006 34.6818 35.3754 36.0827 36.8045 37.5405 38.2914 39.8231 OCT 2006 36.0691 36.7904 37.5260 38.2767 39.0421 39.8231 41.4160 JAN 2007 37.4037 38.1516 38.9145 39.6929 40.4867 41.2966 42.9484 OCT 2007 38.8998 39.6777 40.4711 41.2806 42.1062 42.9485 44.6663 JAN 2008 40.3391 41.1458 41.9685 42.8080 43.6641 44.5376 46.3190 JUL 2008 41.7188 42.5530 43.4040 44.2718 45.1573 46.0609 47.9033 OCT 2008 42.9704 43.8296 44.7061 45.6000 46.5120 47.4427 49.3404 OCT 2009 44.2595 45.1445 46.0473 46.9680 47.9074 48.8660 50.8206 MRI TECHNOLOGIST SUPV 024753 OCT 2005 35.6020 36.3139 37.0404 37.7812 38.5368 39.3076 40.8799 JAN 2006 36.9193 37.6575 38.4109 39.1791 39.9627 40.7620 42.3925 OCT 2006 38.3961 39.1638 39.9473 40.7463 41.5612 42.3925 44.0882 JAN 2007 39.8168 40.6129 41.4254 42.2539 43.0990 43.9610 45.7195 OCT 2007 41.4095 42.2374 43.0824 43.9441 44.8230 45.7194 47.5483 JAN 2008 42.9417 43.8002 44.6764 45.5700 46.4815 47.4110 49.3076 JUL 2008 44.4097 45.2981 46.2040 47.1282 48.0707 49.0320 50.9933 OCT 2008 45.7420 46.6570 47.5901 48.5420 49.5128 50.5030 52.5231 OCT 2009 47.1143 48.0567 49.0178 49.9983 50.9982 52.0181 54.0988 212

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR MRI TECHNOLOGIST TRAINEE 024750 OCT 2005 27.7571 28.3123 28.8784 JAN 2006 28.7841 29.3599 29.9469 OCT 2006 29.9355 30.5343 31.1448 JAN 2007 31.0431 31.6641 32.2972 OCT 2007 32.2848 32.9307 33.5891 JAN 2008 33.4793 34.1491 34.8319 JUL 2008 34.6245 35.3169 36.0228 OCT 2008 35.6632 36.3764 37.1035 OCT 2009 36.7331 37.4677 38.2166 NUCLEAR MED TECH SUPV 034444 OCT 2005 38.9134 39.9377 40.9614 42.2007 43.4959 44.7351 46.5245 JAN 2006 40.3532 41.4154 42.4770 43.7621 45.1052 46.3903 48.2459 OCT 2006 41.9673 43.0720 44.1761 45.5126 46.9094 48.2459 50.1757 JAN 2007 43.5201 44.6657 45.8106 47.1966 48.6450 50.0310 52.0322 OCT 2007 45.2609 46.4523 47.6430 49.0845 50.5908 52.0322 54.1135 JAN 2008 46.9356 48.1710 49.4058 50.9006 52.4627 53.9574 56.1157 JUL 2008 48.5410 49.8181 51.0950 52.6410 54.2561 55.8026 58.0347 OCT 2008 49.9972 51.3126 52.6279 54.2202 55.8838 57.4767 59.7757 OCT 2009 51.4971 52.8520 54.2067 55.8468 57.5603 59.2010 61.5690 NUCLEAR MEDICINE TECH I 034442 OCT 2005 34.9176 35.8362 36.7555 37.9357 39.1683 40.3480 41.9620 JAN 2006 36.2096 37.1621 38.1155 39.3393 40.6175 41.8409 43.5146 OCT 2006 37.6580 38.6486 39.6401 40.9129 42.2422 43.5145 45.2552 JAN 2007 39.0513 40.0786 41.1068 42.4267 43.8052 45.1245 46.9296 OCT 2007 40.6134 41.6817 42.7511 44.1238 45.5574 46.9295 48.8068 JAN 2008 42.1161 43.2239 44.3329 45.7564 47.2430 48.6659 50.6127 JUL 2008 43.5559 44.7021 45.8484 47.0522 48.2560 49.4598 50.6637 OCT 2008 44.8626 46.0432 47.2239 48.4638 49.7037 50.9436 52.1836 OCT 2009 46.2085 47.4245 48.6406 49.9177 51.1948 52.4719 53.7491 NUCLEAR MEDICINE TECH II 034443 OCT 2005 37.0603 38.0360 39.0108 40.1912 41.4245 42.6049 44.3091 JAN 2006 38.4315 39.4433 40.4542 41.6783 42.9572 44.1813 45.9485 OCT 2006 39.9688 41.0210 42.0724 43.3454 44.6755 45.9486 47.7864 JAN 2007 41.4476 42.5388 43.6291 44.9492 46.3285 47.6487 49.5545 OCT 2007 43.1055 44.2404 45.3743 46.7472 48.1816 49.5546 51.5367 JAN 2008 44.7004 45.8773 47.0531 48.4768 49.9643 51.3881 53.4436 JUL 2008 46.2296 47.4459 48.6618 50.1342 51.6723 53.1452 55.2712 OCT 2008 47.6165 48.8693 50.1217 51.6382 53.2225 54.7396 56.9293 OCT 2009 49.0450 50.3354 51.6254 53.1873 54.8192 56.3818 58.6372 213

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR NURSE ASSISTANT 090832 OCT 2005 15.4715 15.8680 16.2750 16.6486 17.0358 17.3820 JAN 2006 16.0439 16.4551 16.8772 17.2646 17.6661 18.0251 OCT 2006 16.6857 17.1133 17.5523 17.9552 18.3727 18.7461 JAN 2007 17.3031 17.7465 18.2017 18.6195 19.0525 19.4397 OCT 2007 17.9952 18.4564 18.9298 19.3643 19.8146 20.2173 JAN 2008 18.6610 19.1393 19.6302 20.0808 20.5477 20.9653 JUL 2008 19.2991 19.7935 20.3012 20.7672 21.2506 21.6817 OCT 2008 19.8781 20.3873 20.9102 21.3902 21.8881 22.3322 OCT 2009 20.4744 20.9989 21.5375 22.0319 22.5447 23.0022 NURSE ASSISTANT SR 090834 OCT 2005 16.2453 16.6616 17.0889 17.4808 17.8876 18.2511 JAN 2006 16.8464 17.2781 17.7212 18.1276 18.5494 18.9264 OCT 2006 17.5203 17.9692 18.4300 18.8527 19.2914 19.6835 JAN 2007 18.1686 18.6341 19.1119 19.5502 20.0052 20.4118 OCT 2007 18.8953 19.3795 19.8764 20.3322 20.8054 21.2283 JAN 2008 19.5944 20.0965 20.6118 21.0845 21.5752 22.0137 JUL 2008 20.2641 20.7833 21.3162 21.8057 22.3132 22.7657 OCT 2008 20.8720 21.4068 21.9557 22.4599 22.9826 23.4487 OCT 2009 21.4982 22.0490 22.6144 23.1337 23.6721 24.1522 NURSE ASSISTANT TRAINEE 090831 OCT 2005 13.4485 JAN 2006 13.9461 OCT 2006 14.5039 JAN 2007 15.0405 OCT 2007 15.6421 JAN 2008 16.2209 JUL 2008 16.6339 OCT 2008 17.1329 OCT 2009 17.6469 NUTRITION AIDE 091822 OCT 2005 14.7439 15.1216 15.5090 16.0946 16.4846 JAN 2006 15.2894 15.6811 16.0828 16.6901 17.0945 OCT 2006 15.9010 16.3083 16.7261 17.3577 17.7783 JAN 2007 16.4893 16.9117 17.3450 17.9999 18.4361 OCT 2007 17.1489 17.5882 18.0388 18.7199 19.1735 JAN 2008 17.7834 18.2390 18.7062 19.4125 19.8829 JUL 2008 18.3907 18.8627 19.3467 20.0764 20.5632 OCT 2008 18.9424 19.4286 19.9271 20.6787 21.1801 OCT 2009 19.5107 20.0115 20.5249 21.2991 21.8155 214

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR NUTRITION ASSISTANT 051001 OCT 2005 18.4368 18.9705 19.5040 20.0375 20.6204 21.1836 21.7862 JAN 2006 19.1190 19.6724 20.2256 20.7789 21.3834 21.9674 22.5923 OCT 2006 19.8838 20.4593 21.0346 21.6101 22.2387 22.8461 23.4960 JAN 2007 20.6195 21.2163 21.8129 22.4097 23.0615 23.6914 24.3654 OCT 2007 21.4443 22.0650 22.6854 23.3061 23.9840 24.6391 25.3400 JAN 2008 22.2377 22.8814 23.5248 24.1684 24.8714 25.5507 26.2776 JUL 2008 22.9211 23.5843 24.2476 24.9109 25.6358 26.3359 27.0852 OCT 2008 23.6087 24.2918 24.9750 25.6582 26.4049 27.1260 27.8978 OCT 2009 24.3170 25.0206 25.7243 26.4279 27.1970 27.9398 28.7347 NUTRITION CLERK 051262 OCT 2005 14.9291 15.3120 15.7045 16.2901 16.6800 JAN 2006 15.4815 15.8785 16.2856 16.8928 17.2972 OCT 2006 16.1008 16.5136 16.9370 17.5685 17.9891 JAN 2007 16.6965 17.1246 17.5637 18.2185 18.6547 OCT 2007 17.3644 17.8096 18.2662 18.9472 19.4009 JAN 2008 18.0069 18.4686 18.9420 19.6482 20.1187 JUL 2008 18.6227 19.1003 19.5898 20.3198 20.8063 OCT 2008 19.1814 19.6733 20.1775 20.9294 21.4305 OCT 2009 19.7568 20.2635 20.7828 21.5573 22.0734 NUTRITION CLERK SENIOR 051263 OCT 2005 15.6757 16.0776 16.4899 17.1045 17.5140 JAN 2006 16.2557 16.6725 17.1000 17.7374 18.1620 OCT 2006 16.9059 17.3394 17.7840 18.4469 18.8885 JAN 2007 17.5314 17.9810 18.4420 19.1294 19.5874 OCT 2007 18.2327 18.7002 19.1797 19.8946 20.3709 JAN 2008 18.9073 19.3921 19.8893 20.6307 21.1246 JUL 2008 19.5537 20.0553 20.5692 21.3358 21.8467 OCT 2008 20.1403 20.6570 21.1863 21.9759 22.5021 OCT 2009 20.7445 21.2767 21.8219 22.6352 23.1772 OB TECHNICIAN 034492 OCT 2005 16.2966 16.7145 17.1428 17.5679 18.0335 18.4581 JAN 2006 16.8996 17.3329 17.7771 18.2179 18.7007 19.1410 OCT 2006 17.5756 18.0262 18.4882 18.9466 19.4487 19.9066 JAN 2007 18.2259 18.6932 19.1723 19.6476 20.1683 20.6431 OCT 2007 18.9549 19.4409 19.9392 20.4335 20.9750 21.4688 JAN 2008 19.6562 20.1602 20.6770 21.1895 21.7511 22.2631 JUL 2008 20.3287 20.8496 21.3842 21.9138 22.4951 23.0246 OCT 2008 20.9386 21.4751 22.0257 22.5712 23.1700 23.7153 OCT 2009 21.5668 22.1194 22.6865 23.2483 23.8651 24.4268 215

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR OB TECHNICIAN SR 034493 OCT 2005 17.1115 17.5502 18.0002 18.4461 18.9352 19.3811 JAN 2006 17.7446 18.1996 18.6662 19.1286 19.6358 20.0982 OCT 2006 18.4544 18.9276 19.4128 19.8937 20.4212 20.9021 JAN 2007 19.1372 19.6279 20.1311 20.6298 21.1768 21.6755 OCT 2007 19.9027 20.4130 20.9363 21.4550 22.0239 22.5425 JAN 2008 20.6391 21.1683 21.7109 22.2488 22.8388 23.3766 JUL 2008 21.3452 21.8922 22.4533 23.0096 23.6199 24.1759 OCT 2008 21.9856 22.5490 23.1269 23.6999 24.3285 24.9012 OCT 2009 22.6452 23.2255 23.8207 24.4109 25.0584 25.6482 OCCUP HEALTH TECH CERTIFIED 090705 OCT 2005 15.8915 16.2992 16.7166 17.0999 17.4825 17.7939 JAN 2006 16.4795 16.9023 17.3351 17.7326 18.1294 18.4523 OCT 2006 17.1387 17.5784 18.0285 18.4419 18.8546 19.1904 JAN 2007 17.7728 18.2288 18.6956 19.1243 19.5522 19.9004 OCT 2007 18.4837 18.9580 19.4434 19.8893 20.3343 20.6964 JAN 2008 19.1676 19.6594 20.1628 20.6252 21.0867 21.4622 JUL 2008 19.8229 20.3316 20.8526 21.3301 21.8071 22.1955 OCT 2008 20.4176 20.9415 21.4782 21.9700 22.4613 22.8614 OCT 2009 21.0301 21.5697 22.1225 22.6291 23.1351 23.5472 OCCUP HEALTH TECH SR CERTIFIED 090706 OCT 2005 16.6862 17.1143 17.5523 17.9549 18.3564 18.6836 JAN 2006 17.3036 17.7475 18.2017 18.6192 19.0356 19.3749 OCT 2006 17.9957 18.4574 18.9298 19.3640 19.7970 20.1499 JAN 2007 18.6615 19.1403 19.6302 20.0805 20.5295 20.8954 OCT 2007 19.4080 19.9059 20.4154 20.8837 21.3507 21.7312 JAN 2008 20.1261 20.6424 21.1708 21.6564 22.1407 22.5353 JUL 2008 20.8142 21.3482 21.8953 22.3965 22.8976 23.3054 OCT 2008 21.4386 21.9886 22.5522 23.0684 23.5845 24.0046 OCT 2009 22.0818 22.6483 23.2288 23.7605 24.2920 24.7247 OCCUPATIONAL THERAPY ASST I CERTIFIED 030742 OCT 2005 18.8913 19.3754 19.8722 20.3534 20.8806 21.3615 JAN 2006 19.5903 20.0923 20.6075 21.1065 21.6532 22.1519 OCT 2006 20.3739 20.8960 21.4318 21.9508 22.5193 23.0380 JAN 2007 21.1277 21.6692 22.2248 22.7630 23.3525 23.8904 OCT 2007 21.9728 22.5360 23.1138 23.6735 24.2866 24.8460 JAN 2008 22.7858 23.3698 23.9690 24.5494 25.1852 25.7653 JUL 2008 23.5652 24.1694 24.7890 25.3895 26.0466 26.6460 OCT 2008 24.2722 24.8945 25.5327 26.1512 26.8280 27.4454 OCT 2009 25.0004 25.6413 26.2987 26.9357 27.6328 28.2688 216

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR OCCUPATIONAL THERAPY ASST II CERTIFIED 030743 OCT 2005 21.7269 22.2838 22.8555 23.4088 24.0149 24.5678 JAN 2006 22.5308 23.1083 23.7012 24.2749 24.9035 25.4768 OCT 2006 23.4320 24.0326 24.6492 25.2459 25.8996 26.4959 JAN 2007 24.2990 24.9218 25.5612 26.1800 26.8579 27.4762 OCT 2007 25.2710 25.9187 26.5836 27.2272 27.9322 28.5752 JAN 2008 26.2060 26.8777 27.5672 28.2346 28.9657 29.6325 JUL 2008 27.1019 27.7972 28.5099 29.2002 29.9560 30.6456 OCT 2008 27.9150 28.6311 29.3652 30.0762 30.8547 31.5650 OCT 2009 28.7525 29.4900 30.2462 30.9785 31.7803 32.5120 OR EQUIPMENT TECH 030310 OCT 2006 20.3735 20.8954 21.4313 21.9620 22.5443 23.0748 JAN 2007 21.1273 21.6685 22.2243 22.7746 23.3784 23.9286 OCT 2007 21.9724 22.5352 23.1133 23.6856 24.3135 24.8857 JAN 2008 22.7854 23.3690 23.9685 24.5620 25.2131 25.8065 JUL 2008 23.0134 23.6033 24.2084 24.8084 25.4661 26.0658 OCT 2008 23.7038 24.3114 24.9347 25.5527 26.2301 26.8478 OCT 2009 24.4149 25.0407 25.6827 26.3193 27.0170 27.6532 OPTHALMIC PHOTOGRAPHER 034542 OCT 2005 20.2715 20.7913 21.3246 21.8262 23.4986 25.1715 JAN 2006 21.0215 21.5606 22.1136 22.6338 24.3680 26.1028 OCT 2006 21.8624 22.4230 22.9981 23.5392 25.3427 27.1469 JAN 2007 22.6713 23.2527 23.8490 24.4102 26.2804 28.1513 OCT 2007 23.5782 24.1828 24.8030 25.3866 27.3316 29.2774 JAN 2008 24.4506 25.0776 25.7207 26.3259 28.3429 30.3607 JUL 2008 25.2868 25.9351 26.6004 27.2258 29.3119 31.3988 OCT 2008 26.0454 26.7132 27.3984 28.0426 30.1913 32.3408 OCT 2009 26.8268 27.5146 28.2204 28.8839 31.0970 33.3110 OPTHALMIC TECH II CERT 034544 OCT 2005 22.7206 23.3030 23.9004 25.1581 26.4163 27.6744 28.9319 JAN 2006 23.5613 24.1652 24.7847 26.0889 27.3937 28.6984 30.0024 OCT 2006 24.5038 25.1318 25.7761 27.1325 28.4894 29.8463 31.2025 JAN 2007 25.4104 26.0617 26.7298 28.1364 29.5435 30.9506 32.3570 OCT 2007 26.4268 27.1042 27.7990 29.2619 30.7252 32.1886 33.6513 JAN 2008 27.4046 28.1071 28.8276 30.3446 31.8620 33.3796 34.8964 JUL 2008 28.3414 29.0682 29.8131 31.3821 32.9519 34.5209 36.0900 OCT 2008 29.1916 29.9402 30.7075 32.3236 33.9405 35.5565 37.1727 OCT 2009 30.0673 30.8384 31.6287 33.2933 34.9587 36.6232 38.2879 217

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR OPTHALMIC TECHNICIAN 034543 OCT 2005 21.6385 22.1934 22.7622 23.9602 25.1586 26.3565 27.5544 JAN 2006 22.4391 23.0146 23.6044 24.8467 26.0895 27.3317 28.5739 OCT 2006 23.3367 23.9352 24.5486 25.8406 27.1331 28.4250 29.7169 JAN 2007 24.2002 24.8208 25.4569 26.7967 28.1370 29.4767 30.8164 OCT 2007 25.1682 25.8136 26.4752 27.8686 29.2625 30.6558 32.0491 JAN 2008 26.0994 26.7687 27.4548 28.8997 30.3452 31.7901 33.2349 JUL 2008 26.9912 27.6839 28.3939 29.8879 31.3826 32.8770 34.3715 OCT 2008 27.8009 28.5144 29.2457 30.7845 32.3241 33.8633 35.4026 OCT 2009 28.6349 29.3698 30.1231 31.7080 33.2938 34.8792 36.4647 ORTHOPEDI C TECHNICIAN I 030331 OCT 2005 18.4491 18.9222 19.4075 19.8879 20.4154 20.8958 JAN 2006 19.1317 19.6223 20.1256 20.6238 21.1708 21.6689 OCT 2006 19.8970 20.4072 20.9306 21.4488 22.0176 22.5357 JAN 2007 20.6332 21.1623 21.7050 22.2424 22.8323 23.3695 OCT 2007 21.4585 22.0088 22.5732 23.1321 23.7456 24.3043 JAN 2008 22.2525 22.8231 23.4084 23.9880 24.6242 25.2036 JUL 2008 23.0134 23.6033 24.2084 24.8084 25.4661 26.0658 OCT 2008 23.7038 24.3114 24.9347 25.5527 26.2301 26.8478 OCT 2009 24.4149 25.0407 25.6827 26.3193 27.0170 27.6532 ORTHOPEDIC TECHNICIAN II 030332 OCT 2005 18.8180 19.3006 19.7954 20.2858 20.8237 21.3136 JAN 2006 19.5143 20.0147 20.5278 21.0364 21.5942 22.1022 OCT 2006 20.2949 20.8153 21.3489 21.8779 22.4580 22.9863 JAN 2007 21.0458 21.5855 22.1388 22.6874 23.2889 23.8368 OCT 2007 21.8876 22.4489 23.0244 23.5949 24.2205 24.7903 JAN 2008 22.6974 23.2795 23.8763 24.4679 25.1167 25.7075 JUL 2008 23.4737 24.0752 24.6926 25.3044 25.9754 26.5870 OCT 2008 24.1779 24.7975 25.4334 26.0635 26.7547 27.3846 OCT 2009 24.9032 25.5414 26.1964 26.8454 27.5573 28.2061 ORTHOPEDIC TECHNICIAN SR 030333 OCT 2005 19.7589 20.2656 20.7853 21.3001 21.8649 22.3793 22.9387 JAN 2006 20.4900 21.0154 21.5544 22.0882 22.6739 23.2073 23.7874 OCT 2006 21.3096 21.8560 22.4166 22.9717 23.5809 24.1356 24.7389 JAN 2007 22.0981 22.6647 23.2460 23.8217 24.4534 25.0286 25.6542 OCT 2007 22.9820 23.5713 24.1758 24.7746 25.4315 26.0297 26.6804 JAN 2008 23.8323 24.4434 25.0703 25.6913 26.3725 26.9928 27.6676 JUL 2008 24.6472 25.2790 25.9272 26.5696 27.2743 27.9164 28.6144 OCT 2008 25.3866 26.0374 26.7050 27.3667 28.0925 28.7539 29.4728 OCT 2009 26.1482 26.8185 27.5062 28.1877 28.9353 29.6165 30.3570 218

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR PACEMAKER TECHNICIAN 030304 OCT 2005 19.1272 19.5831 20.0507 20.5919 21.3710 21.9466 JAN 2006 19.8349 20.3077 20.7926 21.3538 22.1617 22.7586 OCT 2006 20.6283 21.1200 21.6243 22.2080 23.0482 23.6689 JAN 2007 21.3915 21.9014 22.4244 23.0297 23.9010 24.5446 OCT 2007 22.2472 22.7775 23.3214 23.9509 24.8570 25.5264 JAN 2008 23.0703 23.6203 24.1843 24.8371 25.7767 26.4709 JUL 2008 23.8547 24.4234 25.0066 25.6816 26.6531 27.3709 OCT 2008 24.5703 25.1561 25.7568 26.4520 27.4527 28.1920 OCT 2009 25.3074 25.9108 26.5295 27.2456 28.2763 29.0378 PACEMAKER TECHNICIAN SR 030305 OCT 2005 20.0838 20.5624 21.0532 21.6214 22.4398 23.1318 JAN 2006 20.8269 21.3232 21.8322 22.4214 23.2701 23.9877 OCT 2006 21.6600 22.1761 22.7055 23.3183 24.2009 24.9472 JAN 2007 22.4614 22.9966 23.5456 24.1811 25.0963 25.8702 OCT 2007 23.3599 23.9165 24.4874 25.1483 26.1002 26.9050 JAN 2008 24.2242 24.8014 25.3934 26.0788 27.0659 27.9005 JUL 2008 25.0478 25.6446 26.2568 26.9655 27.9861 28.8491 OCT 2008 25.7992 26.4139 27.0445 27.7745 28.8257 29.7146 OCT 2009 26.5732 27.2063 27.8558 28.6077 29.6905 30.6060 PATHOLOGY TECHNICAL ASST 030722 OCT 2005 18.3875 18.8591 19.3425 19.8217 20.3474 20.8261 21.6592 JAN 2006 19.0678 19.5569 20.0582 20.5551 21.1003 21.5967 22.4606 OCT 2006 19.8305 20.3392 20.8605 21.3773 21.9443 22.4606 23.3590 JAN 2007 20.5642 21.0918 21.6323 22.1683 22.7562 23.2916 24.2233 OCT 2007 21.3868 21.9355 22.4976 23.0550 23.6664 24.2233 25.1922 JAN 2008 22.1781 22.7471 23.3300 23.9080 24.5421 25.1196 26.1243 JUL 2008 22.9368 23.5249 24.1279 24.7258 25.3814 25.9785 27.0177 OCT 2008 23.6249 24.2306 24.8517 25.4676 26.1428 26.7579 27.8282 OCT 2009 24.3336 24.9575 25.5973 26.2316 26.9271 27.5606 28.6630 PATHOLOGY TECHNICAL ASST SR 030723 OCT 2005 19.3070 19.8022 20.3094 20.8127 21.3647 21.8675 22.7422 JAN 2006 20.0214 20.5349 21.0608 21.5828 22.1552 22.6766 23.5837 OCT 2006 20.8223 21.3563 21.9032 22.4461 23.0414 23.5837 24.5270 JAN 2007 21.5927 22.1465 22.7136 23.2766 23.8939 24.4563 25.4345 OCT 2007 22.4564 23.0324 23.6221 24.2077 24.8497 25.4346 26.4519 JAN 2008 23.2873 23.8846 24.4961 25.1034 25.7691 26.3757 27.4306 JUL 2008 24.0836 24.7011 25.3343 25.9618 26.6504 27.2776 28.3688 OCT 2008 24.8061 25.4421 26.0943 26.7407 27.4499 28.0959 29.2199 OCT 2009 25.5503 26.2054 26.8771 27.5429 28.2734 28.9388 30.0965 219

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR PATIENT MOBILITY TECH I 030373 OCT 2005 15.7849 16.1893 16.6045 16.9854 17.3807 17.7338 JAN 2006 16.3689 16.7883 17.2189 17.6139 18.0238 18.3900 OCT 2006 17.0237 17.4598 17.9077 18.3185 18.7448 19.1256 JAN 2007 17.6536 18.1058 18.5703 18.9963 19.4384 19.8332 OCT 2007 18.3597 18.8300 19.3131 19.7562 20.2159 20.6265 JAN 2008 19.0390 19.5267 20.0277 20.4872 20.9639 21.3897 JUL 2008 19.6897 20.1941 20.7120 21.1875 21.6805 22.1206 OCT 2008 20.2804 20.7999 21.3334 21.8231 22.3309 22.7842 OCT 2009 20.8888 21.4239 21.9734 22.4778 23.0008 23.4677 PATIENT MOBILITY TECH II 030374 OCT 2005 16.3875 16.8074 17.2385 17.5982 17.9788 18.4228 JAN 2006 16.9938 17.4293 17.8763 18.2493 18.6440 19.1044 OCT 2006 17.6736 18.1265 18.5914 18.9793 19.3898 19.8686 JAN 2007 18.3275 18.7972 19.2793 19.6815 20.1072 20.6037 OCT 2007 19.0606 19.5491 20.0505 20.4688 20.9115 21.4278 JAN 2008 19.7658 20.2724 20.7924 21.2261 21.6852 22.2206 JUL 2008 20.4415 20.9653 21.5031 21.9517 22.4266 22.9808 OCT 2008 21.0547 21.5943 22.1482 22.6103 23.0994 23.6702 OCT 2009 21.6863 22.2421 22.8126 23.2886 23.7924 24.3803 PATIENT TRANSPORTATION AIDE 030372 OCT 2005 14.5521 14.9249 15.3077 15.5408 15.8561 16.1715 JAN 2006 15.0905 15.4771 15.8741 16.1158 16.4428 16.7698 OCT 2006 15.6941 16.0962 16.5091 16.7604 17.1005 17.4406 JAN 2007 16.2748 16.6918 17.1199 17.3805 17.7332 18.0859 OCT 2007 16.9258 17.3595 17.8047 18.0757 18.4425 18.8093 JAN 2008 17.5521 18.0018 18.4635 18.7445 19.1249 19.5052 JUL 2008 18.1524 18.6176 19.0950 19.3855 19.7790 20.1717 OCT 2008 18.6970 19.1761 19.6679 19.9671 20.3724 20.7769 OCT 2009 19.2579 19.7514 20.2579 20.5661 20.9836 21.4002 PHARM TECH INPATIENT LEAD 034654 OCT 2005 18.5246 18.9995 19.4865 19.8435 20.3622 21.6836 JAN 2006 19.2100 19.7025 20.2075 20.5777 21.1156 22.4859 OCT 2006 19.9784 20.4906 21.0158 21.4008 21.9602 23.3853 JAN 2007 20.7176 21.2488 21.7934 22.1926 22.7727 24.2506 OCT 2007 21.5463 22.0988 22.6651 23.0803 23.6836 25.2206 JAN 2008 22.3435 22.9165 23.5037 23.9343 24.5599 26.1538 JUL 2008 23.1074 23.6998 24.3078 24.7530 25.3995 27.0479 OCT 2008 23.8006 24.4108 25.0370 25.4956 26.1615 27.8593 OCT 2009 24.5146 25.1431 25.7881 26.2605 26.9463 28.6951 220

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR PHARM TECH OUTPATIENT LEAD 034655 OCT 2005 17.8051 18.2616 18.7297 19.0728 19.5712 20.4553 JAN 2006 18.4639 18.9373 19.4227 19.7785 20.2953 21.2121 OCT 2006 19.2025 19.6948 20.1996 20.5696 21.1071 22.0606 JAN 2007 19.9130 20.4235 20.9470 21.3307 21.8881 22.8768 OCT 2007 20.7095 21.2404 21.7849 22.1839 22.7636 23.7919 JAN 2008 21.4758 22.0263 22.5909 23.0047 23.6059 24.6722 JUL 2008 22.2098 22.7793 23.3633 23.7915 24.4128 25.5158 OCT 2008 22.8761 23.4627 24.0642 24.5052 25.1452 26.2813 OCT 2009 23.5624 24.1666 24.7861 25.2404 25.8996 27.0697 PHARMACY INTERN 033400 OCT 2005 17.3895 17.8352 18.2929 18.6327 19.1268 19.6205 JAN 2006 18.0329 18.4951 18.9697 19.3221 19.8345 20.3465 OCT 2006 18.7542 19.2349 19.7285 20.0950 20.6279 21.1604 JAN 2007 19.4481 19.9466 20.4585 20.8385 21.3911 21.9433 OCT 2007 20.2260 20.7445 21.2768 21.6720 22.2467 22.8210 JAN 2008 20.9744 21.5120 22.0640 22.4739 23.0698 23.6654 JUL 2008 21.6914 22.2476 22.8183 23.2426 23.8583 24.4745 OCT 2008 22.3421 22.9150 23.5028 23.9399 24.5740 25.2087 OCT 2009 23.0124 23.6025 24.2079 24.6581 25.3112 25.9650 PHARMACY TECH OUTPATIENT 034653 OCT 2005 16.9570 17.3920 17.8377 18.1648 18.6392 19.4813 JAN 2006 17.5844 18.0355 18.4977 18.8369 19.3289 20.2021 OCT 2006 18.2878 18.7569 19.2376 19.5904 20.1021 21.0102 JAN 2007 18.9644 19.4509 19.9494 20.3152 20.8459 21.7876 OCT 2007 19.7230 20.2289 20.7474 21.1278 21.6797 22.6591 JAN 2008 20.4528 20.9774 21.5151 21.9095 22.4818 23.4975 JUL 2008 21.1524 21.6945 22.2509 22.6588 23.2501 24.3007 OCT 2008 21.7870 22.3453 22.9184 23.3386 23.9476 25.0297 OCT 2009 22.4406 23.0157 23.6060 24.0388 24.6660 25.7806 PHARMACY TECHNICIAN INPATIENT 034652 OCT 2005 17.6423 18.0948 18.5588 18.8986 19.3925 20.6512 JAN 2006 18.2951 18.7643 19.2455 19.5978 20.1100 21.4153 OCT 2006 19.0269 19.5149 20.0153 20.3817 20.9144 22.2719 JAN 2007 19.7309 20.2370 20.7559 21.1358 21.6882 23.0960 OCT 2007 20.5201 21.0465 21.5861 21.9812 22.5557 24.0198 JAN 2008 21.2793 21.8252 22.3848 22.7945 23.3903 24.9085 JUL 2008 22.0071 22.5711 23.1502 23.5743 24.1899 25.7599 OCT 2008 22.6673 23.2482 23.8447 24.2815 24.9156 26.5327 OCT 2009 23.3473 23.9456 24.5600 25.0099 25.6631 27.3287 221

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR PHYSICAL THERAPY AIDE 030302 OCT 2005 15.3355 15.7292 16.1324 16.4003 16.7813 17.1625 JAN 2006 15.9029 16.3112 16.7293 17.0071 17.4022 17.7975 OCT 2006 16.5390 16.9636 17.3985 17.6874 18.0983 18.5094 JAN 2007 17.1509 17.5913 18.0422 18.3418 18.7679 19.1942 OCT 2007 17.8369 18.2950 18.7639 19.0755 19.5186 19.9620 JAN 2008 18.4969 18.9719 19.4582 19.7813 20.2408 20.7006 JUL 2008 19.1293 19.6200 20.1230 20.4577 20.9325 21.4078 OCT 2008 19.7032 20.2086 20.7267 21.0714 21.5605 22.0500 OCT 2009 20.2943 20.8149 21.3485 21.7035 22.2073 22.7115 PHYSICAL THERAPY AIDE SR 030303 OCT 2005 16.1025 16.5157 16.9390 17.2204 17.6204 18.0222 JAN 2006 16.6983 17.1268 17.5657 17.8576 18.2724 18.6890 OCT 2006 17.3662 17.8119 18.2683 18.5719 19.0033 19.4366 JAN 2007 18.0087 18.4709 18.9442 19.2591 19.7064 20.1558 OCT 2007 18.7290 19.2097 19.7020 20.0295 20.4947 20.9620 JAN 2008 19.4220 19.9205 20.4310 20.7706 21.2530 21.7376 JUL 2008 20.0858 20.6012 21.1292 21.4806 21.9793 22.4808 OCT 2008 20.6884 21.2192 21.7631 22.1250 22.6387 23.1552 OCT 2009 21.3091 21.8558 22.4160 22.7888 23.3179 23.8499 PHYSICAL THERAPY ASST I 030732 OCT 2005 20.4969 21.0226 21.5614 22.0835 22.6553 23.1772 JAN 2006 21.2553 21.8004 22.3592 22.9006 23.4935 24.0348 OCT 2006 22.1055 22.6724 23.2536 23.8166 24.4332 24.9962 JAN 2007 22.9234 23.5113 24.1140 24.6978 25.3372 25.9211 OCT 2007 23.8403 24.4518 25.0786 25.6857 26.3507 26.9579 JAN 2008 24.7224 25.3565 26.0065 26.6361 27.3257 27.9553 JUL 2008 25.5681 26.2236 26.8962 27.5475 28.2605 28.9111 OCT 2008 26.3351 27.0103 27.7031 28.3739 29.1083 29.7784 OCT 2009 27.1252 27.8206 28.5342 29.2251 29.9815 30.6718 PHYSICAL THERAPY ASST II 030733 OCT 2005 21.7269 22.2838 22.8555 23.4088 24.0149 24.5678 JAN 2006 22.5308 23.1083 23.7012 24.2749 24.9035 25.4768 OCT 2006 23.4320 24.0326 24.6492 25.2459 25.8996 26.4959 JAN 2007 24.2990 24.9218 25.5612 26.1800 26.8579 27.4762 OCT 2007 25.2710 25.9187 26.5836 27.2272 27.9322 28.5752 JAN 2008 26.2060 26.8777 27.5672 28.2346 28.9657 29.6325 JUL 2008 27.1019 27.7972 28.5099 29.2002 29.9560 30.6456 OCT 2008 27.9150 28.6311 29.3652 30.0762 30.8547 31.5650 OCT 2009 28.7525 29.4900 30.2462 30.9785 31.7803 32.5120 222

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR PROFESSIONAL SVCS CODER I 057804 JAN 2006 20.3907 21.0024 21.6325 22.2815 22.9499 23.6384 OCT 2006 21.2063 21.8425 22.4978 23.1728 23.8679 24.5839 JAN 2007 21.9909 22.6507 23.3302 24.0302 24.7510 25.4935 OCT 2007 22.8705 23.5567 24.2634 24.9914 25.7410 26.5132 JAN 2008 23.7167 24.4283 25.1611 25.9161 26.6934 27.4942 JUL 2008 24.5277 25.2635 26.0214 26.8020 27.6061 28.4343 OCT 2008 25.2635 26.0214 26.8020 27.6061 28.4343 29.2873 OCT 2009 26.0214 26.8020 27.6061 28.4343 29.2873 30.1659 PROFESSIONAL SVCS CODER II 057805 JAN 2006 21.4639 22.1078 22.7711 23.4542 24.1578 24.8826 OCT 2006 22.3225 22.9921 23.6819 24.3924 25.1241 25.8779 JAN 2007 23.1484 23.8428 24.5581 25.2949 26.0537 26.8354 OCT 2007 24.0743 24.7965 25.5404 26.3067 27.0958 27.9088 JAN 2008 24.9650 25.7140 26.4854 27.2800 28.0983 28.9414 JUL 2008 25.8185 26.5932 27.3910 28.2127 29.0591 29.9308 OCT 2008 26.5931 27.3910 28.2127 29.0591 29.9309 30.8287 OCT 2009 27.3909 28.2127 29.0591 29.9309 30.8288 31.7536 PROFESSIONAL SVCS CODER III 057806 JAN 2006 22.5936 23.2714 23.9695 24.6886 25.4293 26.1922 OCT 2006 23.4973 24.2023 24.9283 25.6761 26.4465 27.2399 JAN 2007 24.3667 25.0978 25.8506 26.6261 27.4250 28.2478 OCT 2007 25.3414 26.1017 26.8846 27.6911 28.5220 29.3777 JAN 2008 26.2790 27.0675 27.8793 28.7157 29.5773 30.4647 JUL 2008 27.1775 27.9927 28.8325 29.6976 30.5885 31.5062 OCT 2008 27.9928 28.8325 29.6975 30.5885 31.5062 32.4514 OCT 2009 28.8326 29.6975 30.5884 31.5062 32.4514 33.4249 PROJECTOR OPERATOR 073202 OCT 2005 15.0824 15.4697 15.8655 16.2768 16.6875 JAN 2006 15.6404 16.0421 16.4525 16.8790 17.3049 OCT 2006 16.2660 16.6838 17.1106 17.5542 17.9971 JAN 2007 16.8678 17.3011 17.7437 18.2037 18.6630 OCT 2007 17.5425 17.9931 18.4534 18.9318 19.4095 JAN 2008 18.1916 18.6588 19.1362 19.6323 20.1277 JUL 2008 18.8101 19.2932 19.7868 20.2998 20.8120 OCT 2008 19.3744 19.8720 20.3804 20.9088 21.4364 OCT 2009 19.9556 20.4682 20.9918 21.5361 22.0795 223

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR PSYCHIATRIC ATTENDANT 030802 OCT 2005 17.2221 17.6756 18.1284 18.5745 19.0206 19.4515 JAN 2006 17.8593 18.3296 18.7992 19.2618 19.7244 20.1712 OCT 2006 18.5737 19.0628 19.5512 20.0323 20.5134 20.9780 JAN 2007 19.2609 19.7681 20.2746 20.7735 21.2724 21.7542 OCT 2007 20.0313 20.5588 21.0856 21.6044 22.1233 22.6244 JAN 2008 20.7725 21.3195 21.8658 22.4038 22.9419 23.4615 JUL 2008 21.4828 22.0482 22.6132 23.1697 23.7261 24.2634 OCT 2008 22.1273 22.7096 23.2916 23.8648 24.4379 24.9913 OCT 2009 22.7911 23.3909 23.9903 24.5807 25.1710 25.7410 PSYCHIATRIC TECHNICIAN 030322 OCT 2005 19.9079 20.4320 20.9556 21.4645 21.9589 22.4525 22.9467 JAN 2006 20.6445 21.1880 21.7310 22.2587 22.7714 23.2832 23.7957 OCT 2006 21.4703 22.0355 22.6002 23.1490 23.6823 24.2145 24.7475 JAN 2007 22.2647 22.8508 23.4364 24.0055 24.5585 25.1104 25.6632 OCT 2007 23.1553 23.7648 24.3739 24.9657 25.5408 26.1148 26.6897 JAN 2008 24.0120 24.6441 25.2757 25.8894 26.4858 27.0810 27.6772 JUL 2008 24.8329 25.4864 26.1398 26.7748 27.3915 28.0072 OCT 2008 25.5779 26.2510 26.9240 27.5780 28.2132 28.8474 OCT 2009 26.3452 27.0385 27.7317 28.4053 29.0596 29.7128 PSYCHIATRIC TECHNICIAN SR. 030323 OCT 2005 20.9032 21.4534 22.0035 22.5379 23.0568 23.5750 24.0941 JAN 2006 21.6766 22.2472 22.8176 23.3718 23.9099 24.4473 24.9856 OCT 2006 22.5437 23.1371 23.7303 24.3067 24.8663 25.4252 25.9850 JAN 2007 23.3778 23.9932 24.6083 25.2060 25.7864 26.3659 26.9464 OCT 2007 24.3129 24.9529 25.5926 26.2142 26.8179 27.4205 28.0243 JAN 2008 25.2125 25.8762 26.5395 27.1841 27.8102 28.4351 29.0612 JUL 2008 26.0746 26.7610 27.4466 28.1134 28.7607 29.4076 30.0551 OCT 2008 26.8568 27.5638 28.2700 28.9568 29.6235 30.2898 30.9568 OCT 2009 27.6625 28.3907 29.1181 29.8255 30.5122 31.1985 31.8855 RADIATION ONCOLOGY TECH 034684 OCT 2005 18.8180 19.3006 19.7954 20.2858 20.8237 21.3136 JAN 2006 19.5143 20.0147 20.5278 21.0364 21.5942 22.1022 OCT 2006 20.2949 20.8153 21.3489 21.8779 22.4580 22.9863 JAN 2007 21.0458 21.5855 22.1388 22.6874 23.2889 23.8368 OCT 2007 21.8876 22.4489 23.0244 23.5949 24.2205 24.7903 JAN 2008 22.6974 23.2795 23.8763 24.4679 25.1167 25.7075 JUL 2008 23.4737 24.0752 24.6926 25.3044 25.9754 26.5870 OCT 2008 24.1779 24.7975 25.4334 26.0635 26.7547 27.3846 OCT 2009 24.9032 25.5414 26.1964 26.8454 27.5573 28.2061 224

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR RADIATION THERAPIST 034475 OCT 2005 37.5313 38.6351 39.7270 41.0100 42.9432 45.0021 46.8110 JAN 2006 38.9200 40.0646 41.1969 42.5274 44.5321 46.6672 48.5430 OCT 2006 40.4768 41.6672 42.8448 44.2285 46.3134 48.5339 50.4847 JAN 2007 41.9744 43.2089 44.4301 45.8650 48.0270 50.3297 52.3526 OCT 2007 43.6534 44.9373 46.2073 47.6996 49.9481 52.3429 54.4467 JAN 2008 45.2686 46.6000 47.9170 49.4645 51.7962 54.2796 56.4612 JUL 2008 45.8711 47.2203 48.5547 50.1228 52.4855 55.0020 57.2128 OCT 2008 47.2472 48.6369 50.0113 51.6265 54.0601 56.6521 58.9292 OCT 2009 48.6646 50.0960 51.5116 53.1753 55.6819 58.3517 60.6971 RADIATION THERAPIST LEAD 034476 OCT 2005 39.4079 40.5670 41.7133 43.0605 45.0903 47.2522 49.1514 JAN 2006 40.8660 42.0680 43.2567 44.6537 46.7586 49.0005 50.9700 OCT 2006 42.5006 43.7507 44.9870 46.4398 48.6289 50.9605 53.0088 JAN 2007 44.0731 45.3695 46.6515 48.1581 50.4282 52.8460 54.9701 OCT 2007 45.8360 47.1843 48.5176 50.0844 52.4453 54.9598 57.1689 JAN 2008 47.5319 48.9301 50.3128 51.9375 54.3858 56.9933 59.2841 JUL 2008 48.1647 49.5813 50.9823 52.6289 55.1098 57.7520 60.0733 OCT 2008 49.6096 51.0687 52.5118 54.2078 56.7631 59.4846 61.8755 OCT 2009 51.0979 52.6008 54.0872 55.8340 58.4660 61.2691 63.7318 RADIOLOGIC TECH I 034801 JAN 2006 28.4430 OCT 2006 29.5807 JAN 2007 30.6752 OCT 2007 31.9022 JAN 2008 33.0826 JUL 2008 34.0992 OCT 2008 35.1222 OCT 2009 36.1759 RADIOLOGIC TECH II 034802 JAN 2006 29.8652 30.7612 31.6840 32.6345 33.6135 34.6219 35.6606 36.7303 37.8322 OCT 2006 31.0598 31.9916 32.9514 33.9399 34.9580 36.0068 37.0870 38.1995 39.3455 JAN 2007 32.2090 33.1753 34.1706 35.1957 36.2514 37.3391 38.4592 39.6129 40.8013 OCT 2007 33.4974 34.5023 35.5374 36.6035 37.7015 38.8327 39.9976 41.1974 42.4334 JAN 2008 34.7368 35.7789 36.8523 37.9578 39.0965 40.2695 41.4775 42.7217 44.0034 JUL 2008 35.8042 36.8783 37.9846 39.1242 40.2979 41.5068 42.7521 44.0346 45.3556 OCT 2008 36.8783 37.9846 39.1241 40.2979 41.5068 42.7520 44.0347 45.3556 46.7163 OCT 2009 37.9846 39.1241 40.2978 41.5068 42.7520 44.0346 45.3557 46.7163 48.1178 225

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR RADIOLOGIC TECH III 034803 JAN 2006 30.7612 31.6840 32.6345 33.6135 34.6219 35.6606 36.7303 37.8322 38.9672 OCT 2006 31.9916 32.9514 33.9399 34.9580 36.0068 37.0870 38.1995 39.3455 40.5259 JAN 2007 33.1753 34.1706 35.1957 36.2514 37.3391 38.4592 39.6129 40.8013 42.0254 OCT 2007 34.5023 35.5374 36.6035 37.7015 38.8327 39.9976 41.1974 42.4334 43.7064 JAN 2008 35.7789 36.8523 37.9578 39.0965 40.2695 41.4775 42.7217 44.0034 45.3235 JUL 2008 36.8783 37.9846 39.1242 40.2979 41.5068 42.7521 44.0346 45.3556 46.7164 OCT 2008 37.9846 39.1241 40.2979 41.5068 42.7520 44.0347 45.3556 46.7163 48.1179 OCT 2009 39.1241 40.2978 41.5068 42.7520 44.0346 45.3557 46.7163 48.1178 49.5614 RADIOLOGIC TECH IV 034804 JAN 2006 32.2991 33.2681 34.2662 35.2942 36.3530 37.4436 38.5669 39.7239 40.9157 OCT 2006 33.5911 34.5988 35.6368 36.7060 37.8071 38.9413 40.1096 41.3129 42.5523 JAN 2007 34.8340 35.8790 36.9554 38.0641 39.2060 40.3821 41.5937 42.8415 44.1267 OCT 2007 36.2274 37.3142 38.4336 39.5867 40.7742 41.9974 43.2574 44.5552 45.8918 JAN 2008 37.5678 38.6948 39.8556 41.0514 42.2828 43.5513 44.8579 46.2037 47.5898 JUL 2008 38.7222 39.8839 41.0803 42.3128 43.5822 44.8896 46.2363 47.6234 49.0521 OCT 2008 39.8839 41.0804 42.3127 43.5822 44.8897 46.2363 47.6234 49.0521 50.5237 OCT 2009 41.0804 42.3128 43.5821 44.8897 46.2364 47.6234 49.0521 50.5237 52.0394 RADIOLOGIC TECH V 034805 JAN 2006 33.2681 34.2662 35.2942 36.3530 37.4436 38.5669 39.7239 40.9157 42.1431 OCT 2006 34.5988 35.6368 36.7060 37.8071 38.9413 40.1096 41.3129 42.5523 43.8288 JAN 2007 35.8790 36.9554 38.0641 39.2060 40.3821 41.5937 42.8415 44.1267 45.4505 OCT 2007 37.3142 38.4336 39.5867 40.7742 41.9974 43.2574 44.5552 45.8918 47.2685 JAN 2008 38.6948 39.8556 41.0514 42.2828 43.5513 44.8579 46.2037 47.5898 49.0174 JUL 2008 39.8839 41.0803 42.3128 43.5822 44.8896 46.2363 47.6234 49.0521 50.5237 OCT 2008 41.0804 42.3127 43.5822 44.8897 46.2363 47.6234 49.0521 50.5237 52.0394 OCT 2009 42.3128 43.5821 44.8897 46.2364 47.6234 49.0521 50.5237 52.0394 53.6006 RADIOLOGIC TECH LEAD 034806 JAN 2006 34.9316 35.9795 37.0589 38.1706 39.3158 40.4953 41.7101 42.9614 44.2502 OCT 2006 36.3289 37.4187 38.5413 39.6974 40.8884 42.1151 43.3785 44.6799 46.0202 JAN 2007 37.6731 38.8032 39.9673 41.1662 42.4013 43.6734 44.9835 46.3331 47.7229 OCT 2007 39.1800 40.3553 41.5660 42.8128 44.0974 45.4203 46.7828 48.1864 49.6318 JAN 2008 40.6297 41.8484 43.1039 44.3969 45.7290 47.1009 48.5138 49.9693 51.4682 JUL 2008 41.8780 43.1344 44.4285 45.7614 47.1342 48.5481 50.0047 51.5048 53.0499 OCT 2008 43.1343 44.4284 45.7614 47.1342 48.5482 50.0045 51.5048 53.0499 54.6414 OCT 2009 44.4283 45.7613 47.1342 48.5482 50.0046 51.5046 53.0499 54.6414 56.2806 226

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR RADIOLOGICAL TECH LIMITED 034481 OCT 2005 22.2876 22.8735 23.4604 23.8309 24.3569 JAN 2006 23.1122 23.7198 24.3284 24.7126 25.2581 OCT 2006 24.0367 24.6686 25.3015 25.7011 26.2684 JAN 2007 24.9261 25.5813 26.2377 26.6520 27.2403 OCT 2007 25.9231 26.6046 27.2872 27.7181 28.3299 JAN 2008 26.8823 27.5890 28.2968 28.7437 29.3781 JUL 2008 27.8014 28.5327 29.2646 29.7265 30.3830 OCT 2008 28.6354 29.3887 30.1425 30.6183 31.2945 OCT 2009 29.4945 30.2704 31.0468 31.5368 32.2333 RESP CARE PRACTITIONER I 034625 OCT 2005 25.3939 26.0618 26.7298 27.2488 27.8975 28.5466 JAN 2006 26.3335 27.0261 27.7188 28.2570 28.9297 29.6028 OCT 2006 27.3868 28.1071 28.8276 29.3873 30.0869 30.7869 JAN 2007 28.4001 29.1471 29.8942 30.4746 31.2001 31.9260 OCT 2007 29.5361 30.3130 31.0900 31.6936 32.4481 33.2030 JAN 2008 30.6289 31.4346 32.2403 32.8663 33.6487 34.4315 JUL 2008 31.6754 32.5093 33.3426 33.9901 34.7999 35.6090 OCT 2008 32.6257 33.4846 34.3429 35.0098 35.8439 36.6773 OCT 2009 33.6045 34.4891 35.3732 36.0601 36.9192 37.7776 RESP CARE PRACTITIONER I REG 034621 OCT 2005 26.6633 27.3651 28.0660 28.6112 29.2923 29.9736 JAN 2006 27.6498 28.3776 29.1044 29.6698 30.3761 31.0826 OCT 2006 28.7558 29.5127 30.2686 30.8566 31.5911 32.3259 JAN 2007 29.8198 30.6047 31.3885 31.9983 32.7600 33.5220 OCT 2007 31.0126 31.8289 32.6440 33.2782 34.0704 34.8629 JAN 2008 32.1601 33.0066 33.8518 34.5095 35.3310 36.1528 JUL 2008 33.2592 34.1344 35.0094 35.6899 36.5396 37.3878 OCT 2008 34.2570 35.1584 36.0597 36.7606 37.6358 38.5094 OCT 2009 35.2847 36.2132 37.1415 37.8634 38.7649 39.6647 RESP CARE PRACTITIONER II 034626 OCT 2005 26.7493 27.4533 28.1573 28.8060 29.8445 31.1416 32.4389 JAN 2006 27.7390 28.4691 29.1991 29.8718 30.9487 32.2938 33.6391 OCT 2006 28.8486 29.6079 30.3671 31.0667 32.1866 33.5856 34.9847 JAN 2007 29.9160 30.7034 31.4907 32.2162 33.3775 34.8283 36.2791 OCT 2007 31.1126 31.9315 32.7503 33.5048 34.7126 36.2214 37.7303 JAN 2008 32.2638 33.1130 33.9621 34.7445 35.9970 37.5616 39.1263 JUL 2008 33.3674 34.2454 35.1234 35.9319 37.2276 38.8459 40.4647 OCT 2008 34.3684 35.2728 36.1771 37.0099 38.3444 40.0113 OCT 2009 35.3995 36.3310 37.2624 38.1202 39.4947 41.2116 227

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR RESP CARE PRACTITIONER II REG 034622 OCT 2005 28.0870 28.8261 29.5651 30.2464 31.3367 32.6987 34.0609 JAN 2006 29.1262 29.8927 30.6590 31.3655 32.4962 33.9086 35.3212 OCT 2006 30.2912 31.0884 31.8854 32.6201 33.7960 35.2649 36.7340 JAN 2007 31.4120 32.2387 33.0652 33.8270 35.0465 36.5697 38.0932 OCT 2007 32.6685 33.5282 34.3878 35.1801 36.4484 38.0325 39.6169 JAN 2008 33.8772 34.7687 35.6601 36.4818 37.7970 39.4397 41.0827 JUL 2008 35.0359 35.9572 36.8796 37.7287 39.0888 40.7887 42.4881 OCT 2008 36.0870 37.0359 37.9860 38.8606 40.2615 42.0124 43.7627 OCT 2009 37.1696 38.1470 39.1256 40.0264 41.4693 43.2728 45.0756 RESP CARE PRACTITIONER SUPV 034627 OCT 2005 29.4913 30.2671 31.0433 31.7587 32.9031 34.3334 35.7642 JAN 2006 30.5825 31.3870 32.1919 32.9338 34.1205 35.6037 37.0875 OCT 2006 31.8058 32.6425 33.4796 34.2512 35.4853 37.0278 38.5710 JAN 2007 32.9826 33.8503 34.7183 35.5185 36.7983 38.3978 39.9981 OCT 2007 34.3019 35.2043 36.1070 36.9392 38.2702 39.9337 41.5980 JAN 2008 35.5711 36.5069 37.4430 38.3060 39.6862 41.4112 43.1371 JUL 2008 36.7875 37.7550 38.7238 39.6154 41.0434 42.8281 44.6123 OCT 2008 37.8911 38.8877 39.8855 40.8039 42.2747 44.1129 45.9507 OCT 2009 39.0278 40.0543 41.0821 42.0280 43.5429 45.4363 47.3292 RESPIRATORY CARE PERMITTEE 034620 OCT 2005 22.8544 JAN 2006 23.7000 OCT 2006 24.6480 JAN 2007 25.5600 OCT 2007 26.5824 JAN 2008 27.5659 JUL 2008 28.5079 OCT 2008 29.3631 OCT 2009 30.2440 RESPIRATORY SUPPLY AIDE 030432 OCT 2005 16.0581 16.4698 16.8922 17.2797 17.6817 18.0410 JAN 2006 16.6522 17.0792 17.5172 17.9190 18.3359 18.7085 OCT 2006 17.3183 17.7624 18.2179 18.6358 19.0693 19.4568 JAN 2007 17.9591 18.4196 18.8920 19.3253 19.7749 20.1767 OCT 2007 18.6775 19.1564 19.6477 20.0983 20.5659 20.9838 JAN 2008 19.3686 19.8652 20.3747 20.8419 21.3268 21.7602 JUL 2008 20.0308 20.5441 21.0711 21.5545 22.0563 22.5036 OCT 2008 20.6317 21.1604 21.7032 22.2011 22.7180 23.1787 OCT 2009 21.2507 21.7952 22.3543 22.8671 23.3995 23.8741 228

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR RESPIRATORY SUPPLY AIDE SR 030433 OCT 2005 16.8610 17.2934 17.7367 18.1437 18.5659 18.9432 JAN 2006 17.4849 17.9333 18.3930 18.8150 19.2528 19.6441 OCT 2006 18.1843 18.6506 19.1287 19.5676 20.0229 20.4299 JAN 2007 18.8571 19.3407 19.8365 20.2916 20.7637 21.1858 OCT 2007 19.6114 20.1143 20.6300 21.1033 21.5942 22.0332 JAN 2008 20.3370 20.8585 21.3933 21.8841 22.3932 22.8484 JUL 2008 21.0321 21.5710 22.1246 22.6324 23.1591 23.6290 OCT 2008 21.6631 22.2181 22.7883 23.3114 23.8539 24.3379 OCT 2009 22.3130 22.8846 23.4719 24.0107 24.5695 25.0680 SCHEDULE MAINTENANCE CLERK 051154 OCT 2005 16.7872 17.2179 17.6596 18.0703 18.6319 19.1935 JAN 2006 17.4083 17.8550 18.3130 18.7389 19.3213 19.9037 OCT 2006 18.1046 18.5692 19.0455 19.4885 20.0942 20.6998 JAN 2007 18.7745 19.2563 19.7502 20.2096 20.8377 21.4657 OCT 2007 19.5255 20.0266 20.5402 21.0180 21.6712 22.3243 JAN 2008 20.2479 20.7676 21.3002 21.7957 22.4730 23.1503 JUL 2008 20.9408 21.4778 22.0280 22.5408 23.2414 23.9422 OCT 2008 21.5690 22.1221 22.6888 23.2170 23.9386 24.6605 OCT 2009 22.2161 22.7858 23.3695 23.9135 24.6568 25.4003 SCHEDULE MAINTENANCE CLERK SR 051156 OCT 2005 17.6268 18.0791 18.5426 18.9738 19.5637 20.1855 JAN 2006 18.2790 18.7480 19.2287 19.6758 20.2876 20.9324 OCT 2006 19.0102 19.4979 19.9978 20.4628 21.0991 21.7697 JAN 2007 19.7136 20.2193 20.7377 21.2199 21.8798 22.5752 OCT 2007 20.5021 21.0281 21.5672 22.0687 22.7550 23.4782 JAN 2008 21.2607 21.8061 22.3652 22.8852 23.5969 24.3469 JUL 2008 21.9880 22.5517 23.1296 23.6678 24.4037 25.1794 OCT 2008 22.6476 23.2283 23.8235 24.3778 25.1358 25.9348 OCT 2009 23.3270 23.9251 24.5382 25.1091 25.8899 26.7128 SERVICE PARTNER 092311 OCT 2005 14.9133 15.2954 15.6875 16.0989 16.5098 JAN 2006 15.4651 15.8613 16.2679 16.6946 17.1207 OCT 2006 16.0837 16.4958 16.9186 17.3624 17.8055 JAN 2007 16.6788 17.1061 17.5446 18.0048 18.4643 OCT 2007 17.3460 17.7903 18.2464 18.7250 19.2029 JAN 2008 17.9878 18.4485 18.9215 19.4178 19.9134 JUL 2008 18.6028 19.0796 19.5685 20.0815 20.5940 OCT 2008 19.1609 19.6520 20.1556 20.6839 21.2118 OCT 2009 19.7357 20.2416 20.7603 21.3044 21.8482 229

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR SLEEP TECHNOLOGIST I 034628 OCT 2005 18.2407 18.7084 19.1883 19.6290 20.0852 20.4930 JAN 2006 18.9156 19.4006 19.8983 20.3553 20.8284 21.2512 OCT 2006 19.6722 20.1766 20.6942 21.1695 21.6615 22.1012 JAN 2007 20.4001 20.9231 21.4599 21.9528 22.4630 22.9189 OCT 2007 21.2161 21.7600 22.3183 22.8309 23.3615 23.8357 JAN 2008 22.0011 22.5651 23.1441 23.6756 24.2259 24.7176 JUL 2008 22.7538 23.3365 23.9349 24.4848 25.0543 25.5629 OCT 2008 23.4364 24.0366 24.6529 25.2193 25.8059 26.3298 OCT 2009 24.1395 24.7577 25.3925 25.9759 26.5801 27.1197 SLEEP TECHNOLOGIST II 034629 OCT 2005 21.6385 22.1934 22.7622 23.9602 25.1586 26.3565 27.5544 JAN 2006 22.4391 23.0146 23.6044 24.8467 26.0895 27.3317 28.5739 OCT 2006 23.3367 23.9352 24.5486 25.8406 27.1331 28.4250 29.7169 JAN 2007 24.2002 24.8208 25.4569 26.7967 28.1370 29.4767 30.8164 OCT 2007 25.1682 25.8136 26.4752 27.8686 29.2625 30.6558 32.0491 JAN 2008 26.0994 26.7687 27.4548 28.8997 30.3452 31.7901 33.2349 JUL 2008 26.9912 27.6839 28.3939 29.8879 31.3826 32.8770 34.3715 OCT 2008 27.8009 28.5144 29.2457 30.7845 32.3241 33.8633 35.4026 OCT 2009 28.6349 29.3698 30.1231 31.7080 33.2938 34.8792 36.4647 SLEEP TECHNOLOGIST LEAD 034630 OCT 2005 22.7204 23.3031 23.9003 25.1582 26.4165 27.6743 28.9321 JAN 2006 23.5611 24.1653 24.7846 26.0891 27.3939 28.6982 30.0026 OCT 2006 24.5035 25.1319 25.7760 27.1327 28.4897 29.8461 31.2027 JAN 2007 25.4101 26.0618 26.7297 28.1366 29.5438 30.9504 32.3572 OCT 2007 26.4265 27.1043 27.7989 29.2621 30.7256 32.1884 33.6515 JAN 2008 27.4043 28.1072 28.8275 30.3448 31.8624 33.3794 34.8966 JUL 2008 28.3408 29.0681 29.8136 31.3823 32.9517 34.5208 36.0901 OCT 2008 29.1910 29.9401 30.7080 32.3238 33.9403 35.5564 37.1728 OCT 2009 30.0667 30.8383 31.6292 33.2935 34.9585 36.6231 38.2880 SONOGRAPHER I 030437 OCT 2005 32.2874 33.2527 34.2521 35.2742 36.3304 37.4320 38.5450 39.7034 41.2933 JAN 2006 33.4820 34.4830 35.5194 36.5793 37.6746 38.8170 39.9712 41.1724 42.8212 OCT 2006 34.8213 35.8623 36.9402 38.0425 39.1816 40.3697 41.5700 42.8193 44.5340 JAN 2007 36.1097 37.1892 38.3070 39.4501 40.6313 41.8634 43.1081 44.4036 46.1818 OCT 2007 37.5541 38.6768 39.8393 41.0281 42.2566 43.5379 44.8324 46.1797 48.0291 JAN 2008 38.9436 40.1078 41.3134 42.5461 43.8201 45.1488 46.4912 47.8883 49.8062 JUL 2008 40.2654 41.4692 42.7098 43.9996 45.3138 46.6773 48.0776 49.5149 51.5049 OCT 2008 41.4734 42.7133 43.9911 45.3196 46.6732 48.0776 49.5199 51.0003 53.0500 OCT 2009 42.7176 43.9947 45.3108 46.6792 48.0734 49.5199 51.0055 52.5303 54.6415 230

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR SONOGRAPHER I SUPV 030444 OCT 2005 35.5127 36.5689 37.6705 38.7948 39.9646 41.1684 42.4063 43.6669 45.4158 JAN 2006 36.8267 37.9219 39.0643 40.2302 41.4433 42.6916 43.9753 45.2826 47.0962 OCT 2006 38.2998 39.4388 40.6269 41.8394 43.1010 44.3993 45.7343 47.0939 48.9800 JAN 2007 39.7169 40.8980 42.1301 43.3875 44.6957 46.0421 47.4265 48.8364 50.7923 OCT 2007 41.3056 42.5339 43.8153 45.1230 46.4835 47.8838 49.3236 50.7899 52.8240 JAN 2008 42.8339 44.1077 45.4365 46.7926 48.2034 49.6555 51.1486 52.6691 54.7785 JUL 2008 44.2943 45.6211 46.9845 48.3970 49.8465 51.3451 52.8805 54.4774 56.6516 OCT 2008 45.6231 46.9897 48.3940 49.8489 51.3419 52.8855 54.4669 56.1117 58.3511 OCT 2009 46.9918 48.3994 49.8458 51.3444 52.8822 54.4721 56.1009 57.7951 60.1016 SONOGRAPHER II 030438 OCT 2005 33.2527 34.2521 35.2742 36.3304 37.4207 38.5450 39.7034 40.8958 42.5312 JAN 2006 34.4830 35.5194 36.5793 37.6746 38.8053 39.9712 41.1724 42.4089 44.1049 OCT 2006 35.8623 36.9402 38.0425 39.1816 40.3575 41.5700 42.8193 44.1053 45.8691 JAN 2007 37.1892 38.3070 39.4501 40.6313 41.8507 43.1081 44.4036 45.7372 47.5663 OCT 2007 38.6768 39.8393 41.0281 42.2566 43.5247 44.8324 46.1797 47.5667 49.4690 JAN 2008 40.1078 41.3134 42.5461 43.8201 45.1351 46.4912 47.8883 49.3267 51.2994 JUL 2008 41.4692 42.7098 43.9996 45.3138 46.6773 48.0776 49.5149 51.0011 53.0402 OCT 2008 42.7133 43.9911 45.3196 46.6732 48.0776 49.5199 51.0003 52.5311 54.6314 OCT 2009 43.9947 45.3108 46.6792 48.0734 49.5199 51.0055 52.5303 54.1070 56.2703 SONOGRAPHER II SUPV 030445 OCT 2005 36.5803 37.6819 38.8062 39.9646 41.1684 42.4063 43.6783 44.9843 46.7900 JAN 2006 37.9338 39.0761 40.2420 41.4433 42.6916 43.9753 45.2944 46.6487 48.5212 OCT 2006 39.4512 40.6391 41.8517 43.1010 44.3993 45.7343 47.1062 48.5146 50.4620 JAN 2007 40.9109 42.1427 43.4002 44.6957 46.0421 47.4265 48.8491 50.3096 52.3291 OCT 2007 42.5473 43.8284 45.1362 46.4835 47.8838 49.3236 50.8031 52.3220 54.4223 JAN 2008 44.1216 45.4501 46.8062 48.2034 49.6555 51.1486 52.6828 54.2579 56.4359 JUL 2008 45.6211 46.9845 48.3970 49.8465 51.3451 52.8805 54.4774 56.1111 58.3467 OCT 2008 46.9897 48.3940 49.8489 51.3419 52.8855 54.4669 56.1117 57.7944 60.0971 OCT 2009 48.3994 49.8458 51.3444 52.8822 54.4721 56.1009 57.7951 59.5282 61.9000 SONOGRAPHER III 030439 OCT 2005 34.2521 35.2742 36.3304 37.4207 38.5450 39.7034 40.8958 42.1224 43.8032 JAN 2006 35.5194 36.5793 37.6746 38.8053 39.9712 41.1724 42.4089 43.6809 45.4239 OCT 2006 36.9402 38.0425 39.1816 40.3575 41.5700 42.8193 44.1053 45.4281 47.2409 JAN 2007 38.3070 39.4501 40.6313 41.8507 43.1081 44.4036 45.7372 47.1089 48.9888 OCT 2007 39.8393 41.0281 42.2566 43.5247 44.8324 46.1797 47.5667 48.9933 50.9484 JAN 2008 41.3134 42.5461 43.8201 45.1351 46.4912 47.8883 49.3267 50.8061 52.8335 JUL 2008 42.7098 43.9996 45.3138 46.6773 48.0776 49.5149 51.0011 52.5365 54.6370 OCT 2008 43.9911 45.3196 46.6732 48.0776 49.5199 51.0003 52.5311 54.1126 56.2761 OCT 2009 45.3108 46.6792 48.0734 49.5199 51.0055 52.5303 54.1070 55.7360 57.9644 231

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR SONOGRAPHER III SUPV 030446 OCT 2005 37.6819 38.8062 39.9646 41.1570 42.3949 43.6783 44.9843 46.3357 48.1869 JAN 2006 39.0761 40.2420 41.4433 42.6798 43.9635 45.2944 46.6487 48.0501 49.9698 OCT 2006 40.6391 41.8517 43.1010 44.3870 45.7220 47.1062 48.5146 49.9721 51.9686 JAN 2007 42.1427 43.4002 44.6957 46.0293 47.4137 48.8491 50.3096 51.8211 53.8914 OCT 2007 43.8284 45.1362 46.4835 47.8705 49.3102 50.8031 52.3220 53.8939 56.0471 JAN 2008 45.4501 46.8062 48.2034 49.6417 51.1347 52.6828 54.2579 55.8880 58.1208 JUL 2008 46.9845 48.3970 49.8465 51.3451 52.8805 54.4774 56.1111 57.7938 60.1033 OCT 2008 48.3940 49.8489 51.3419 52.8855 54.4669 56.1117 57.7944 59.5276 61.9064 OCT 2009 49.8458 51.3444 52.8822 54.4721 56.1009 57.7951 59.5282 61.3134 63.7636 SONOGRAPHER IV 030440 OCT 2005 35.2856 36.3304 37.4207 38.5450 39.7034 40.8958 42.1224 43.3830 45.1206 JAN 2006 36.5912 37.6746 38.8053 39.9712 41.1724 42.4089 43.6809 44.9882 46.7901 OCT 2006 38.0548 39.1816 40.3575 41.5700 42.8193 44.1053 45.4281 46.7877 48.6617 JAN 2007 39.4628 40.6313 41.8507 43.1081 44.4036 45.7372 47.1089 48.5188 50.4622 OCT 2007 41.0413 42.2566 43.5247 44.8324 46.1797 47.5667 48.9933 50.4596 52.4807 JAN 2008 42.5598 43.8201 45.1351 46.4912 47.8883 49.3267 50.8061 52.3266 54.4225 JUL 2008 43.9996 45.3138 46.6773 48.0776 49.5149 51.0011 52.5365 54.1089 56.2708 OCT 2008 45.3196 46.6732 48.0776 49.5199 51.0003 52.5311 54.1126 55.7322 57.9589 OCT 2009 46.6792 48.0734 49.5199 51.0055 52.5303 54.1070 55.7360 57.4042 59.6977 SONOGRAPHER IV SUPV 030447 OCT 2005 38.8062 39.9646 41.1684 42.3949 43.6669 44.9843 46.3357 47.7213 49.6292 JAN 2006 40.2420 41.4433 42.6916 43.9635 45.2826 46.6487 48.0501 49.4870 51.4655 OCT 2006 41.8517 43.1010 44.3993 45.7220 47.0939 48.5146 49.9721 51.4665 53.5241 JAN 2007 43.4002 44.6957 46.0421 47.4137 48.8364 50.3096 51.8211 53.3708 55.5045 OCT 2007 45.1362 46.4835 47.8838 49.3102 50.7899 52.3220 53.8939 55.5056 57.7247 JAN 2008 46.8062 48.2034 49.6555 51.1347 52.6691 54.2579 55.8880 57.5593 59.8605 JUL 2008 48.3970 49.8465 51.3451 52.8805 54.4774 56.1111 57.7938 59.5260 61.9089 OCT 2008 49.8489 51.3419 52.8855 54.4669 56.1117 57.7944 59.5276 61.3118 63.7662 OCT 2009 51.3444 52.8822 54.4721 56.1009 57.7951 59.5282 61.3134 63.1512 65.6792 SONOGRAPHER TECHNICIAN 030436 OCT 2005 30.4589 31.3675 32.3101 33.2754 34.2748 35.3083 36.3645 37.4547 38.5790 39.7374 40.9299 JAN 2006 31.5859 32.5281 33.5056 34.5066 35.5430 36.6147 37.7100 38.8405 40.0064 41.2077 42.4443 OCT 2006 32.8493 33.8292 34.8458 35.8869 36.9647 38.0793 39.2184 40.3941 41.6067 42.8560 44.1421 JAN 2007 34.0647 35.0809 36.1351 37.2147 38.3324 39.4882 40.6695 41.8887 43.1461 44.4417 45.7754 OCT 2007 35.4273 36.4841 37.5805 38.7033 39.8657 41.0677 42.2963 43.5642 44.8719 46.2194 47.6064 JAN 2008 36.7381 37.8340 38.9710 40.1353 41.3407 42.5872 43.8613 45.1761 46.5322 47.9295 49.3678 JUL 2008 37.9806 39.1230 40.3023 41.5060 42.7467 44.0364 45.3508 46.7142 48.1146 49.5640 51.0504 OCT 2008 39.1200 40.2967 41.5114 42.7512 44.0291 45.3575 46.7113 48.1156 49.5580 51.0509 52.5819 OCT 2009 40.2936 41.5056 42.7567 44.0337 45.3500 46.7182 48.1126 49.5591 51.0447 52.5824 54.1594 232

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR SONOGRAPHER TRAINEE 030435 OCT 2005 27.6879 JAN 2006 28.7124 OCT 2006 29.8609 JAN 2007 30.9658 OCT 2007 32.2044 JAN 2008 33.3960 JUL 2008 34.5290 OCT 2008 35.5649 OCT 2009 36.6318 SONOGRAPHER V 030441 OCT 2005 36.3418 37.4207 38.5450 39.7034 40.8958 42.1224 43.3830 44.6890 46.4720 JAN 2006 37.6864 38.8053 39.9712 41.1724 42.4089 43.6809 44.9882 46.3425 48.1915 OCT 2006 39.1939 40.3575 41.5700 42.8193 44.1053 45.4281 46.7877 48.1962 50.1192 JAN 2007 40.6441 41.8507 43.1081 44.4036 45.7372 47.1089 48.5188 49.9795 51.9736 OCT 2007 42.2699 43.5247 44.8324 46.1797 47.5667 48.9933 50.4596 51.9787 54.0525 JAN 2008 43.8339 45.1351 46.4912 47.8883 49.3267 50.8061 52.3266 53.9019 56.0524 JUL 2008 45.3138 46.6773 48.0776 49.5149 51.0011 52.5365 54.1089 55.7303 57.9659 OCT 2008 46.6732 48.0776 49.5199 51.0003 52.5311 54.1126 55.7322 57.4022 59.7049 OCT 2009 48.0734 49.5199 51.0055 52.5303 54.1070 55.7360 57.4042 59.1243 61.4960 SONOGRAPHER V SUPV 030448 OCT 2005 39.9759 41.1684 42.4063 43.6669 44.9843 46.3357 47.7213 49.1522 51.1170 JAN 2006 41.4550 42.6916 43.9753 45.2826 46.6487 48.0501 49.4870 50.9708 53.0083 OCT 2006 43.1132 44.3993 45.7343 47.0939 48.5146 49.9721 51.4665 53.0096 55.1286 JAN 2007 44.7084 46.0421 47.4265 48.8364 50.3096 51.8211 53.3708 54.9710 57.1684 OCT 2007 46.4967 47.8838 49.3236 50.7899 52.3220 53.8939 55.5056 57.1698 59.4551 JAN 2008 48.2171 49.6555 51.1486 52.6691 54.2579 55.8880 57.5593 59.2851 61.6549 JUL 2008 49.8465 51.3451 52.8805 54.4774 56.1111 57.7938 59.5260 61.3071 63.7636 OCT 2008 51.3419 52.8855 54.4669 56.1117 57.7944 59.5276 61.3118 63.1463 65.6765 OCT 2009 52.8822 54.4721 56.1009 57.7951 59.5282 61.3134 63.1512 65.0407 67.6468 STERILE PROCESSING TECH I 090312 OCT 2005 16.7040 17.1322 17.5718 17.9751 18.3932 18.7662 JAN 2006 17.3220 17.7661 18.2220 18.6402 19.0737 19.4605 OCT 2006 18.0149 18.4767 18.9509 19.3858 19.8366 20.2389 JAN 2007 18.6815 19.1603 19.6521 20.1031 20.5706 20.9877 OCT 2007 19.4288 19.9267 20.4382 20.9072 21.3934 21.8272 JAN 2008 20.1477 20.6640 21.1944 21.6808 22.1850 22.6348 JUL 2008 20.8367 21.3705 21.9185 22.4220 22.9433 23.4090 OCT 2008 21.4618 22.0116 22.5761 23.0947 23.6316 24.1113 OCT 2009 22.1057 22.6719 23.2534 23.7875 24.3405 24.8346 233

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR STERILE PROCESSING TECH II CERTIFIED 090313 OCT 2005 17.3720 17.8177 18.2746 18.6942 19.1288 19.5171 JAN 2006 18.0148 18.4770 18.9508 19.3859 19.8366 20.2392 OCT 2006 18.7354 19.2161 19.7088 20.1613 20.6301 21.0488 JAN 2007 19.4286 19.9271 20.4380 20.9073 21.3934 21.8276 OCT 2007 20.2057 20.7242 21.2555 21.7436 22.2491 22.7007 JAN 2008 20.9533 21.4910 22.0420 22.5481 23.0723 23.5406 JUL 2008 21.6702 22.2252 22.7950 23.3188 23.8610 24.3458 OCT 2008 22.3203 22.8920 23.4789 24.0184 24.5768 25.0762 OCT 2009 22.9899 23.5788 24.1833 24.7390 25.3141 25.8285 STERILE PROCESSING TECH SR CERTIFIED 090314 OCT 2005 18.2407 18.7084 19.1883 19.6290 20.0852 20.4930 JAN 2006 18.9156 19.4006 19.8983 20.3553 20.8284 21.2512 OCT 2006 19.6722 20.1766 20.6942 21.1695 21.6615 22.1012 JAN 2007 20.4001 20.9231 21.4599 21.9528 22.4630 22.9189 OCT 2007 21.2161 21.7600 22.3183 22.8309 23.3615 23.8357 JAN 2008 22.0011 22.5651 23.1441 23.6756 24.2259 24.7176 JUL 2008 22.7538 23.3365 23.9349 24.4848 25.0543 25.5629 OCT 2008 23.4364 24.0366 24.6529 25.2193 25.8059 26.3298 OCT 2009 24.1395 24.7577 25.3925 25.9759 26.5801 27.1197 STOREKEEPER 054002 OCT 2005 15.0824 15.4697 15.8655 16.2768 16.6875 JAN 2006 15.6404 16.0421 16.4525 16.8790 17.3049 OCT 2006 16.2660 16.6838 17.1106 17.5542 17.9971 JAN 2007 16.8678 17.3011 17.7437 18.2037 18.6630 OCT 2007 17.5425 17.9931 18.4534 18.9318 19.4095 JAN 2008 18.1916 18.6588 19.1362 19.6323 20.1277 JUL 2008 18.8139 19.2962 19.7911 20.3028 20.8162 OCT 2008 19.3783 19.8751 20.3848 20.9119 21.4407 OCT 2009 19.9596 20.4714 20.9963 21.5393 22.0839 STOREKEEPER CHIEF 094013 OCT 2005 16.8999 17.3329 17.7774 18.2594 18.6780 JAN 2006 17.5252 17.9742 18.4352 18.9350 19.3691 OCT 2006 18.2262 18.6932 19.1726 19.6924 20.1439 JAN 2007 18.9006 19.3848 19.8820 20.4210 20.8892 OCT 2007 19.6566 20.1602 20.6773 21.2378 21.7248 JAN 2008 20.3839 20.9061 21.4424 22.0236 22.5286 JUL 2008 21.0808 21.6214 22.1756 22.7761 23.2989 OCT 2008 21.7132 22.2700 22.8409 23.4594 23.9979 OCT 2009 22.3646 22.9381 23.5261 24.1632 24.7178 234

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR STOREKEEPER I 094011 OCT 2005 15.3669 15.7608 16.1652 16.5836 17.0027 JAN 2006 15.9355 16.3439 16.7633 17.1972 17.6318 OCT 2006 16.5729 16.9977 17.4338 17.8851 18.3371 JAN 2007 17.1861 17.6266 18.0789 18.5468 19.0156 OCT 2007 17.8735 18.3317 18.8021 19.2887 19.7762 JAN 2008 18.5348 19.0100 19.4978 20.0024 20.5079 JUL 2008 19.1688 19.6603 20.1646 20.6861 21.2086 OCT 2008 19.7439 20.2501 20.7695 21.3067 21.8449 OCT 2009 20.3362 20.8576 21.3926 21.9459 22.5002 STOREKEEPER II 094012 OCT 2005 15.6140 16.0144 16.4252 16.8410 17.4145 JAN 2006 16.1917 16.6069 17.0329 17.4641 18.0588 OCT 2006 16.8394 17.2712 17.7142 18.1627 18.7812 JAN 2007 17.4625 17.9102 18.3696 18.8347 19.4761 OCT 2007 18.1610 18.6266 19.1044 19.5881 20.2551 JAN 2008 18.8330 19.3158 19.8113 20.3129 21.0045 JUL 2008 19.4766 19.9762 20.4882 21.0073 21.7229 OCT 2008 20.0609 20.5755 21.1028 21.6375 22.3746 OCT 2009 20.6627 21.1928 21.7359 22.2866 23.0458 SUPPORT SERVICES REP 057874 OCT 2005 16.7872 17.2179 17.6596 18.0703 18.6319 19.1935 JAN 2006 17.4083 17.8550 18.3130 18.7389 19.3213 19.9037 OCT 2006 18.1046 18.5692 19.0455 19.4885 20.0942 20.6998 JAN 2007 18.7745 19.2563 19.7502 20.2096 20.8377 21.4657 OCT 2007 19.5255 20.0266 20.5402 21.0180 21.6712 22.3243 JAN 2008 20.2479 20.7676 21.3002 21.7957 22.4730 23.1503 JUL 2008 20.9408 21.4778 22.0280 22.5408 23.2414 23.9422 OCT 2008 21.5690 22.1221 22.6888 23.2170 23.9386 24.6605 OCT 2009 22.2161 22.7858 23.3695 23.9135 24.6568 25.4003 SUPPORT SERVICES REP SR 057875 OCT 2005 17.6267 18.0790 18.5426 18.9738 19.5634 20.1531 JAN 2006 18.2789 18.7479 19.2287 19.6758 20.2872 20.8988 OCT 2006 19.0101 19.4978 19.9978 20.4628 21.0987 21.7348 JAN 2007 19.7135 20.2192 20.7377 21.2199 21.8794 22.5390 OCT 2007 20.5020 21.0280 21.5672 22.0687 22.7546 23.4406 JAN 2008 21.2606 21.8060 22.3652 22.8852 23.5965 24.3079 JUL 2008 21.9880 22.5516 23.1296 23.6677 24.4037 25.1392 OCT 2008 22.6476 23.2281 23.8235 24.3777 25.1358 25.8934 OCT 2009 23.3270 23.9249 24.5382 25.1090 25.8899 26.6702 235

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR SURGICAL ASSISTANT 030712 OCT 2005 23.4576 24.0592 24.6758 25.3149 26.0752 26.9542 28.0324 JAN 2006 24.3255 24.9494 25.5888 26.2516 27.0400 27.9515 29.0696 OCT 2006 25.2985 25.9474 26.6124 27.3017 28.1216 29.0696 30.2324 JAN 2007 26.2345 26.9075 27.5971 28.3119 29.1621 30.1452 31.3510 OCT 2007 27.2839 27.9838 28.7010 29.4444 30.3286 31.3510 32.6050 JAN 2008 28.2934 29.0192 29.7629 30.5338 31.4508 32.5110 33.8114 JUL 2008 29.2608 30.0110 30.7802 31.5778 32.5258 33.6226 34.9675 OCT 2008 30.1386 30.9113 31.7036 32.5251 33.5016 34.6313 36.0165 OCT 2009 31.0428 31.8386 32.6547 33.5009 34.5066 35.6702 37.0970 SURGICAL ASSISTANT CERT SR 030714 OCT 2005 25.2461 25.8935 26.5577 27.2452 28.0632 29.0095 30.1699 JAN 2006 26.1802 26.8516 27.5403 28.2533 29.1015 30.0829 31.2862 OCT 2006 27.2274 27.9257 28.6419 29.3834 30.2656 31.2862 32.5376 JAN 2007 28.2348 28.9590 29.7017 30.4706 31.3854 32.4438 33.7415 OCT 2007 29.3642 30.1174 30.8898 31.6894 32.6408 33.7416 35.0912 JAN 2008 30.4507 31.2317 32.0327 32.8619 33.8485 34.9900 36.3896 JUL 2008 31.4917 32.2992 33.1276 33.9855 35.0055 36.1862 37.6336 OCT 2008 32.4365 33.2682 34.1214 35.0051 36.0557 37.2718 38.7626 OCT 2009 33.4096 34.2662 35.1450 36.0553 37.1374 38.3900 39.9255 SURGICAL ASSISTANT CERTIFIED 030711 OCT 2005 24.0438 24.6605 25.2930 25.9477 26.7268 27.6280 28.7331 JAN 2006 24.9334 25.5729 26.2288 26.9078 27.7157 28.6502 29.7962 OCT 2006 25.9307 26.5958 27.2780 27.9841 28.8243 29.7962 30.9880 JAN 2007 26.8901 27.5798 28.2873 29.0195 29.8908 30.8987 32.1346 OCT 2007 27.9657 28.6830 29.4188 30.1803 31.0864 32.1346 33.4200 JAN 2008 29.0004 29.7443 30.5073 31.2970 32.2366 33.3236 34.6565 JUL 2008 29.9920 30.7612 31.5501 32.3672 33.3387 34.4630 35.8415 OCT 2008 30.8918 31.6840 32.4966 33.3382 34.3389 35.4969 36.9167 OCT 2009 31.8186 32.6345 33.4715 34.3383 35.3691 36.5618 38.0242 SURGICAL ASSISTANT SR 030713 OCT 2005 24.6305 25.2622 25.9096 26.5808 27.3791 28.3021 29.4342 JAN 2006 25.5418 26.1969 26.8683 27.5643 28.3921 29.3493 30.5233 OCT 2006 26.5635 27.2448 27.9430 28.6669 29.5278 30.5233 31.7442 JAN 2007 27.5463 28.2529 28.9769 29.7276 30.6203 31.6527 32.9187 OCT 2007 28.6482 29.3830 30.1360 30.9167 31.8451 32.9188 34.2354 JAN 2008 29.7082 30.4702 31.2510 32.0606 33.0234 34.1368 35.5021 JUL 2008 30.7239 31.5114 32.3194 33.1567 34.1518 35.3039 36.7161 OCT 2008 31.6456 32.4567 33.2890 34.1514 35.1764 36.3630 37.8176 OCT 2009 32.5950 33.4304 34.2877 35.1759 36.2317 37.4539 38.9521 236

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR SURGICAL ASSISTANT TRAINEE 030710 OCT 2005 22.7456 JAN 2006 23.5872 OCT 2006 24.5307 JAN 2007 25.4383 OCT 2007 26.4558 JAN 2008 27.4347 JUL 2008 28.3726 OCT 2008 29.2238 OCT 2009 30.1005 SURGICAL TECHNICIAN 030312 OCT 2005 21.8684 22.4288 23.0039 23.5738 24.1987 24.7683 25.7591 JAN 2006 22.6775 23.2587 23.8550 24.4460 25.0941 25.6847 26.7122 OCT 2006 23.5846 24.1890 24.8092 25.4238 26.0979 26.7121 27.7807 JAN 2007 24.4572 25.0840 25.7271 26.3645 27.0635 27.7004 28.8086 OCT 2007 25.4355 26.0874 26.7562 27.4191 28.1460 28.8084 29.9609 JAN 2008 26.3766 27.0526 27.7462 28.4336 29.1874 29.8743 31.0695 JUL 2008 27.2782 27.9776 28.6947 29.4058 30.1857 30.8962 32.1320 OCT 2008 28.0965 28.8169 29.5555 30.2880 31.0913 31.8231 33.0960 OCT 2009 28.9394 29.6814 30.4422 31.1966 32.0240 32.7778 34.0889 SURGICAL TECHNICIAN SR 030313 OCT 2005 22.9616 23.5505 24.1539 24.7524 25.4086 26.0066 27.0468 JAN 2006 23.8112 24.4219 25.0476 25.6682 26.3487 26.9688 28.0475 OCT 2006 24.7636 25.3988 26.0495 26.6949 27.4026 28.0476 29.1694 JAN 2007 25.6799 26.3386 27.0133 27.6826 28.4165 29.0854 30.2487 OCT 2007 26.7071 27.3921 28.0938 28.7899 29.5532 30.2488 31.4586 JAN 2008 27.6953 28.4056 29.1333 29.8551 30.6467 31.3680 32.6226 JUL 2008 28.6420 29.3763 30.1295 30.8761 31.6948 32.4410 33.7386 OCT 2008 29.5013 30.2576 31.0334 31.8024 32.6456 33.4142 34.7508 OCT 2009 30.3863 31.1653 31.9644 32.7565 33.6250 34.4166 35.7933 SURGICAL TECHNICIAN TRAINEE 030309 OCT 2005 21.2124 JAN 2006 21.9973 OCT 2006 22.8772 JAN 2007 23.7237 OCT 2007 24.6726 JAN 2008 25.5855 JUL 2008 26.4597 OCT 2008 27.2535 OCT 2009 28.0711 237

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR TELESERVICE REPRESENTATIVE AACC 051183 OCT 2005 15.5741 15.9735 16.3827 16.7209 17.0895 17.5056 TELESERVICE REPRESENTATIVE MSCC 051185 JAN 2006 16.1503 16.5645 16.9889 17.3396 17.7218 18.1533 OCT 2006 16.7963 17.2271 17.6685 18.0332 18.4307 18.8794 JAN 2007 17.4178 17.8645 18.3222 18.7004 19.1126 19.5779 OCT 2007 18.1145 18.5791 19.0551 19.4484 19.8771 20.3610 JAN 2008 18.7847 19.2665 19.7601 20.1680 20.6126 21.1144 JUL 2008 19.4270 19.9253 20.4363 20.8582 21.3172 21.8359 OCT 2008 20.0098 20.5231 21.0494 21.4839 21.9567 22.4910 OCT 2009 20.6101 21.1388 21.6809 22.1284 22.6154 23.1657 UNIT ASSISTANT 051512 OCT 2005 15.9101 16.3178 16.7364 17.0856 17.4552 17.8862 JAN 2006 16.4988 16.9216 17.3556 17.7178 18.1010 18.5480 OCT 2006 17.1588 17.5985 18.0498 18.4265 18.8250 19.2899 JAN 2007 17.7937 18.2496 18.7176 19.1083 19.5215 20.0036 OCT 2007 18.5054 18.9796 19.4663 19.8726 20.3024 20.8037 JAN 2008 19.1901 19.6818 20.1866 20.6079 21.0536 21.5734 JUL 2008 19.8461 20.3547 20.8769 21.3123 21.7732 22.3113 OCT 2008 20.4415 20.9653 21.5032 21.9517 22.4264 22.9806 OCT 2009 21.0547 21.5943 22.1483 22.6103 23.0992 23.6700 UNIT ASSISTANT SR 051513 OCT 2005 16.7055 17.1338 17.5729 17.9400 18.3280 18.7805 JAN 2006 17.3236 17.7678 18.2231 18.6038 19.0061 19.4754 OCT 2006 18.0165 18.4785 18.9520 19.3480 19.7663 20.2544 JAN 2007 18.6831 19.1622 19.6532 20.0639 20.4977 21.0038 OCT 2007 19.4304 19.9287 20.4393 20.8665 21.3176 21.8440 JAN 2008 20.1493 20.6661 21.1956 21.6386 22.1064 22.6522 JUL 2008 20.8383 21.3726 21.9209 22.3779 22.8619 23.4270 OCT 2008 21.4634 22.0138 22.5785 23.0492 23.5478 24.1298 OCT 2009 22.1073 22.6742 23.2559 23.7407 24.2542 24.8537 VISION SERVICES ASST I 030201 OCT 2005 15.5974 15.9976 16.4072 16.7831 17.1584 17.4644 JAN 2006 16.1745 16.5895 17.0143 17.4041 17.7933 18.1106 OCT 2006 16.8215 17.2531 17.6949 18.1003 18.5050 18.8350 JAN 2007 17.4439 17.8915 18.3496 18.7700 19.1897 19.5319 OCT 2007 18.1417 18.6072 19.0836 19.5208 19.9573 20.3132 JAN 2008 18.8129 19.2957 19.7897 20.2431 20.6957 21.0648 JUL 2008 19.4560 19.9551 20.4666 20.9350 21.4034 21.7845 OCT 2008 20.0397 20.5538 21.0806 21.5631 22.0455 22.4380 OCT 2009 20.6409 21.1704 21.7130 22.2100 22.7069 23.1111 238

NORTHERN CALIFORNIA REGION B-2 STRUCTURE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 STEP 7 STEP 8 STEP 9 STEP 10 STEP 11 JOB TITLE JOB CODE GRADE YEAR VISION SERVICES ASST II 030202 OCT 2005 16.9180 17.3516 17.7965 18.2042 18.6111 18.9427 JAN 2006 17.5440 17.9936 18.4550 18.8778 19.2997 19.6436 OCT 2006 18.2458 18.7133 19.1932 19.6329 20.0717 20.4293 JAN 2007 18.9209 19.4057 19.9033 20.3593 20.8144 21.1852 OCT 2007 19.6777 20.1819 20.6994 21.1737 21.6470 22.0326 JAN 2008 20.4058 20.9286 21.4653 21.9571 22.4479 22.8478 JUL 2008 21.1035 21.6446 22.1996 22.7077 23.2156 23.6291 OCT 2008 21.7366 22.2939 22.8656 23.3889 23.9121 24.3380 OCT 2009 22.3887 22.9627 23.5516 24.0906 24.6295 25.0681 VISION SERVICES ASST SR 030200 OCT 2005 17.7639 18.2192 18.6861 19.1143 19.5418 19.8898 JAN 2006 18.4212 18.8933 19.3775 19.8215 20.2648 20.6257 OCT 2006 19.1580 19.6490 20.1526 20.6144 21.0754 21.4507 JAN 2007 19.8668 20.3760 20.8982 21.3771 21.8552 22.2444 OCT 2007 20.6615 21.1910 21.7341 22.2322 22.7294 23.1342 JAN 2008 21.4260 21.9751 22.5383 23.0548 23.5704 23.9902 JUL 2008 22.1545 22.7223 23.3046 23.8387 24.3718 24.8059 OCT 2008 22.8191 23.4040 24.0037 24.5539 25.1030 25.5501 OCT 2009 23.5037 24.1061 24.7238 25.2905 25.8561 26.3166 WORKFLOW QUAL COORD-AACC 057643 OCT 2005 16.5102 16.9336 17.3675 17.7258 18.1163 18.5576 JAN 2006 17.1211 17.5601 18.0101 18.3817 18.7866 19.2442 OCT 2006 17.8059 18.2625 18.7305 19.1170 19.5381 20.0140 JAN 2007 18.4647 18.9382 19.4235 19.8243 20.2610 20.7545 OCT 2007 19.2033 19.6957 20.2004 20.6173 21.0714 21.5847 JAN 2008 19.9138 20.4244 20.9478 21.3801 21.8510 22.3833 JUL 2008 20.5944 21.1229 21.6644 22.1116 22.5983 23.1483 OCT 2008 21.2122 21.7566 22.3143 22.7749 23.2762 23.8427 OCT 2009 21.8486 22.4093 22.9837 23.4581 23.9745 24.5580 YARDKEEPER 084112 OCT 2005 14.9258 15.3089 15.7012 16.1126 16.5231 JAN 2006 15.4781 15.8753 16.2821 16.7088 17.1345 OCT 2006 16.0972 16.5103 16.9334 17.3772 17.8199 JAN 2007 16.6928 17.1212 17.5599 18.0202 18.4792 OCT 2007 17.3605 17.8060 18.2623 18.7410 19.2184 JAN 2008 18.0028 18.4648 18.9380 19.4344 19.9295 JUL 2008 18.6191 19.0958 19.5856 20.0985 20.6108 OCT 2008 19.1777 19.6687 20.1732 20.7015 21.2291 OCT 2009 19.7530 20.2588 20.7784 21.3225 21.8660 239

SOUTHERN CALIFORNIA REGION WAGE RATES BASE 240

SOUTHERN CALIFORNIA REGION BASE - SERVICE, MAINTENANCE & PRODUCTION PID PID PID PID PID PID 01 05 08 09 10 11 JOB SAL STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE PLAN START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR MAIL CLERK 24019 9/26/2005 10.924 11.472 12.102 12.768 13.468 14.212 14.512 14.612 14.712 14.812 9/25/2006 11.361 11.931 12.586 13.279 14.007 14.780 15.080 15.180 15.280 15.380 10/8/2007 11.815 12.408 13.089 13.810 14.567 15.371 15.671 15.771 15.871 15.971 4/7/2008 12.315 12.933 13.643 14.394 15.183 16.021 16.321 16.421 16.521 16.621 10/06/2008 12.684 13.321 14.052 14.826 15.639 16.502 16.802 16.902 17.002 17.102 10/05/2009 13.065 13.721 14.474 15.271 16.108 16.997 17.297 17.397 17.497 17.597 CYCLE COUNTER 43521 9/26/2005 10.702 11.238 11.801 12.222 13.266 13.583 13.883 13.983 14.083 14.183 KITCHEN WORKER 45426 9/25/2006 11.130 11.688 12.273 12.711 13.797 14.126 14.426 14.526 14.626 14.726 LINEN ROOM ATTENDANT 47858 10/8/2007 11.575 12.156 12.764 13.219 14.349 14.691 14.991 15.091 15.191 15.291 PARKING LOT ATTENDANT 43350 4/7/2008 12.065 12.670 13.304 13.778 14.956 15.312 15.612 15.712 15.812 15.912 10/06/2008 12.427 13.050 13.703 14.192 15.405 15.772 16.072 16.172 16.272 16.372 10/05/2009 12.800 13.442 14.114 14.618 15.867 16.245 16.545 16.645 16.745 16.845 COURIER 24066 9/26/2005 12.297 12.912 13.624 14.371 15.161 15.997 16.297 16.397 16.497 16.597 MEDICAL CENTER MESSENGER 24071 9/25/2006 12.789 13.428 14.169 14.946 15.767 16.637 16.937 17.037 17.137 17.237 SHUTTLE BUS DRIVER-SUNSET 40232 10/8/2007 13.301 13.965 14.736 15.544 16.398 17.302 17.602 17.702 17.802 17.902 STOREROOM WORKER/DRIVER 47708 4/7/2008 13.864 14.556 15.359 16.202 17.092 18.034 18.334 18.434 18.534 18.634 10/06/2008 14.280 14.992 15.820 16.688 17.604 18.575 18.875 18.975 19.075 19.175 10/05/2009 14.708 15.442 16.295 17.189 18.132 19.132 19.432 19.532 19.632 19.732 PATIENT SERVICE DRIVER 47710 9/26/2005 13.659 14.342 15.134 15.964 16.841 17.769 18.069 18.169 18.269 18.369 9/25/2006 14.205 14.916 15.739 16.603 17.515 18.480 18.780 18.880 18.980 19.080 10/8/2007 14.773 15.513 16.369 17.267 18.216 19.219 19.519 19.619 19.719 19.819 4/7/2008 15.398 16.169 17.061 17.997 18.987 20.032 20.332 20.432 20.532 20.632 10/06/2008 15.860 16.654 17.573 18.537 19.556 20.633 20.933 21.033 21.133 21.233 10/05/2009 16.336 17.154 18.100 19.093 20.143 21.252 21.552 21.652 21.752 21.852 HOUSEKEEPING ATTENDANT 47842 9/26/2005 10.876 11.419 12.048 12.710 13.409 14.146 14.446 14.546 14.646 14.746 PRESCHOOL NUTRITION WORKER 45430 9/25/2006 11.311 11.876 12.530 13.218 13.945 14.712 15.012 15.112 15.212 15.312 STOREROOM WORKER 43534 10/8/2007 11.763 12.351 13.031 13.747 14.503 15.300 15.600 15.700 15.800 15.900 4/7/2008 12.261 12.873 13.582 14.328 15.116 15.947 16.247 16.347 16.447 16.547 10/06/2008 12.628 13.260 13.990 14.758 15.570 16.426 16.726 16.826 16.926 17.026 10/05/2009 13.007 13.658 14.410 15.201 16.037 16.919 17.219 17.319 17.419 17.519 GRILL COOK 45473 9/26/2005 11.841 12.433 13.117 13.839 14.598 15.401 15.701 15.801 15.901 16.001 STOREROOM WORKER (OFF-SITE) 43551 9/25/2006 12.315 12.930 13.642 14.393 15.182 16.017 16.317 16.417 16.517 16.617 SERVICE PARTNER-BELL 47880 10/8/2007 12.808 13.447 14.188 14.969 15.789 16.658 16.958 17.058 17.158 17.258 4/7/2008 13.350 14.016 14.788 15.602 16.457 17.363 17.663 17.763 17.863 17.963 10/06/2008 13.750 14.436 15.232 16.070 16.951 17.884 18.184 18.284 18.384 18.484 10/05/2009 14.163 14.869 15.689 16.552 17.460 18.421 18.721 18.821 18.921 19.021 241

SOUTHERN CALIFORNIA REGION BASE - SERVICE, MAINTENANCE & PRODUCTION PID PID PID PID PID PID 01 05 08 09 10 11 JOB SAL STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE PLAN START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR SHIPPING AND RECEIVING CLERK 43544 9/26/2005 12.662 13.293 14.024 14.796 15.609 16.467 16.767 16.867 16.967 17.067 9/25/2006 13.168 13.825 14.585 15.388 16.233 17.126 17.426 17.526 17.626 17.726 10/8/2007 13.695 14.378 15.168 16.004 16.882 17.811 18.111 18.211 18.311 18.411 4/7/2008 14.274 14.986 15.810 16.681 17.596 18.564 18.864 18.964 19.064 19.164 10/06/2008 14.703 15.436 16.284 17.181 18.124 19.121 19.421 19.521 19.621 19.721 10/05/2009 15.144 15.899 16.773 17.696 18.668 19.695 19.995 20.095 20.195 20.295 CENTRAL PHARM EXPEDITOR 43518 9/26/2005 14.421 15.140 15.973 16.853 17.780 18.756 19.056 19.156 19.256 19.356 CEN PHAR WAREHOUSE WKR 43517 9/25/2006 14.998 15.746 16.612 17.527 18.491 19.506 19.806 19.906 20.006 20.106 DRUG DIST/RECEIVING CLERK 43519 10/8/2007 15.598 16.376 17.276 18.228 19.231 20.286 20.586 20.686 20.786 20.886 FORK LIFT OPERATOR 43502 4/7/2008 16.258 17.069 18.007 18.999 20.044 21.144 21.444 21.544 21.644 21.744 MEDICAL ELECTRONICS 43522 10/06/2008 16.746 17.581 18.547 19.569 20.646 21.778 22.078 22.178 22.278 22.378 WAREHOUSE/INSTR RPR 43504 10/05/2009 17.248 18.108 19.103 20.156 21.265 22.431 22.731 22.831 22.931 23.031 FIRST COOK 45472 9/26/2005 13.354 14.023 14.793 15.608 16.466 17.372 17.672 17.772 17.872 17.972 REGIONAL COURIER 24067 9/25/2006 13.888 14.584 15.385 16.232 17.125 18.067 18.367 18.467 18.567 18.667 10/8/2007 14.444 15.167 16.000 16.881 17.810 18.790 19.090 19.190 19.290 19.390 4/7/2008 15.055 15.809 16.677 17.595 18.563 19.585 19.885 19.985 20.085 20.185 10/06/2008 15.507 16.283 17.177 18.123 19.120 20.172 20.472 20.572 20.672 20.772 10/05/2009 15.972 16.771 17.692 18.667 19.694 20.777 21.077 21.177 21.277 21.377 DRUG DISTR WAREHOUSE WKR 43515 9/26/2005 13.850 14.541 15.341 16.184 17.528 17.712 18.012 18.112 18.212 18.312 9/25/2006 14.404 15.123 15.955 16.831 18.229 18.420 18.720 18.820 18.920 19.020 10/8/2007 14.980 15.728 16.593 17.504 18.958 19.157 19.457 19.557 19.657 19.757 4/7/2008 15.614 16.393 17.295 18.244 19.760 19.967 20.267 20.367 20.467 20.567 10/06/2008 16.082 16.885 17.814 18.792 20.353 20.566 20.866 20.966 21.066 21.166 10/05/2009 16.564 17.392 18.348 19.356 20.964 21.183 21.483 21.583 21.683 21.783 PHARMACY RETURNS WORKER 43516 9/26/2005 13.617 14.300 15.084 15.916 16.791 17.715 18.015 18.115 18.215 18.315 9/25/2006 14.162 14.872 15.687 16.553 17.463 18.424 18.724 18.824 18.924 19.024 10/8/2007 14.728 15.467 16.314 17.215 18.162 19.161 19.461 19.561 19.661 19.761 4/7/2008 15.351 16.121 17.004 17.943 18.930 19.972 20.272 20.372 20.472 20.572 10/06/2008 15.812 16.605 17.514 18.481 19.498 20.571 20.871 20.971 21.071 21.171 10/05/2009 16.286 17.103 18.039 19.035 20.083 21.188 21.488 21.588 21.688 21.788 BOB TAIL TRUCK DRIVER 47705 9/26/2005 15.358 16.127 17.013 17.952 18.938 19.980 20.280 20.380 20.480 20.580 9/25/2006 15.972 16.772 17.694 18.670 19.696 20.779 21.079 21.179 21.279 21.379 10/8/2007 16.611 17.443 18.402 19.417 20.484 21.610 21.910 22.010 22.110 22.210 4/7/2008 17.314 18.181 19.180 20.238 21.350 22.524 22.824 22.924 23.024 23.124 10/06/2008 17.833 18.726 19.756 20.845 21.991 23.200 23.500 23.600 23.700 23.800 10/05/2009 18.368 19.288 20.349 21.470 22.651 23.896 24.196 24.296 24.396 24.496 242

SOUTHERN CALIFORNIA REGION BASE - PATIENT CARE / TECHNICAL PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR OPTICAL AIDE 37040 9/26/2005 12.329 12.941 13.588 14.350 14.790 14.867 15.167 15.267 15.367 15.467 9/25/2006 12.822 13.459 14.132 14.924 15.382 15.462 15.762 15.862 15.962 16.062 10/8/2007 13.335 13.997 14.697 15.521 15.997 16.080 16.380 16.480 16.580 16.680 4/7/2008 13.899 14.589 15.319 16.178 16.674 16.760 17.060 17.160 17.260 17.360 10/06/2008 14.316 15.027 15.778 16.663 17.174 17.263 17.563 17.663 17.763 17.863 10/05/2009 14.745 15.478 16.251 17.163 17.689 17.781 18.081 18.181 18.281 18.381 CLINIC AIDE 36314 9/26/2005 10.922 11.467 11.841 12.997 13.277 14.386 14.686 14.786 14.886 14.986 NURSING AIDE 36309 9/25/2006 11.359 11.926 12.315 13.517 13.808 14.961 15.261 15.361 15.461 15.561 PATIENT STAFF ASSISTANT 36321 10/8/2007 11.813 12.403 12.808 14.058 14.360 15.559 15.859 15.959 16.059 16.159 TRANSPORTATION AIDE 47709 4/7/2008 12.313 12.928 13.350 14.653 14.967 16.217 16.517 16.617 16.717 16.817 10/06/2008 12.682 13.315 13.750 15.092 15.416 16.704 17.004 17.104 17.204 17.304 10/05/2009 13.062 13.714 14.163 15.545 15.878 17.205 17.505 17.605 17.705 17.805 DARKROOM TECHNICIAN 35974 9/26/2005 13.115 13.770 14.460 15.260 15.719 15.877 16.177 16.277 16.377 16.477 JUNIOR LAB ASSISTANT 35586 9/25/2006 13.640 14.321 15.038 15.870 16.348 16.512 16.812 16.912 17.012 17.112 LAB AIDE 35570 10/8/2007 14.186 14.894 15.640 16.505 17.002 17.172 17.472 17.572 17.672 17.772 MONITOR TECHNICIAN 36704 4/7/2008 14.786 15.524 16.302 17.203 17.721 17.898 18.198 18.298 18.398 18.498 VISUAL FIELD TECHNICIAN 37041 10/06/2008 15.230 15.990 16.791 17.719 18.253 18.435 18.735 18.835 18.935 19.035 10/05/2009 15.687 16.470 17.295 18.251 18.801 18.988 19.288 19.388 19.488 19.588 OPTICAL WORKER 37045 9/26/2005 12.957 13.612 14.293 15.114 15.588 15.954 16.254 16.354 16.454 16.554 9/25/2006 13.475 14.156 14.865 15.719 16.212 16.592 16.892 16.992 17.092 17.192 10/8/2007 14.014 14.722 15.460 16.348 16.860 17.256 17.556 17.656 17.756 17.856 4/7/2008 14.607 15.345 16.114 17.040 17.573 17.986 18.286 18.386 18.486 18.586 10/06/2008 15.045 15.805 16.597 17.551 18.100 18.526 18.826 18.926 19.026 19.126 10/05/2009 15.496 16.279 17.095 18.078 18.643 19.082 19.382 19.482 19.582 19.682 G I ATTENDANT 36891 9/26/2005 11.447 12.019 12.415 13.637 13.959 15.177 15.477 15.577 15.677 15.777 OPERATING ROOM ATTENDANT 36894 9/25/2006 11.905 12.500 12.912 14.182 14.517 15.784 16.084 16.184 16.284 16.384 PHYSICAL THERAPY AIDE I 35356 10/8/2007 12.381 13.000 13.428 14.749 15.098 16.415 16.715 16.815 16.915 17.015 4/7/2008 12.905 13.550 13.996 15.373 15.737 17.109 17.409 17.509 17.609 17.709 10/06/2008 13.292 13.956 14.416 15.834 16.209 17.623 17.923 18.023 18.123 18.223 10/05/2009 13.691 14.375 14.848 16.309 16.695 18.152 18.452 18.552 18.652 18.752 LAB ASSISTANT I 35582 9/26/2005 13.966 14.662 15.394 16.308 16.862 17.326 17.626 17.726 17.826 17.926 9/25/2006 14.525 15.248 16.010 16.960 17.536 18.019 18.319 18.419 18.519 18.619 10/8/2007 15.106 15.858 16.650 17.638 18.237 18.740 19.040 19.140 19.240 19.340 4/7/2008 15.745 16.529 17.354 18.384 19.008 19.533 19.833 19.933 20.033 20.133 10/06/2008 16.217 17.025 17.875 18.936 19.579 20.119 20.419 20.519 20.619 20.719 10/05/2009 16.704 17.536 18.411 19.504 20.166 20.723 21.023 21.123 21.223 21.323 243

SOUTHERN CALIFORNIA REGION BASE - PATIENT CARE / TECHNICAL PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR ANESTHESIA AIDE 36944 9/26/2005 13.365 14.031 14.805 15.620 16.480 17.386 17.686 17.786 17.886 17.986 CENTRAL SUPPLY TECHNICIAN I 36848 9/25/2006 13.900 14.592 15.397 16.245 17.139 18.081 18.381 18.481 18.581 18.681 HOUSE ORDERLY (LA) 36326 10/8/2007 14.456 15.176 16.013 16.895 17.825 18.804 19.104 19.204 19.304 19.404 JR. ORTHO TECH 30220 4/7/2008 15.067 15.818 16.690 17.610 18.579 19.599 19.899 19.999 20.099 20.199 RADIATION ONCOLOGY AIDE 35973 10/06/2008 15.520 16.292 17.191 18.138 19.136 20.187 20.487 20.587 20.687 20.787 RE-USE TECHNICIAN (LA) 36865 10/05/2009 15.986 16.781 17.707 18.682 19.710 20.793 21.093 21.193 21.293 21.393 RESPIRATORY CARE AIDE 35730 CENTRAL SUPPLY TECHNICIAN II 36851 9/26/2005 13.698 14.383 15.177 16.010 16.892 17.822 18.122 18.222 18.322 18.422 9/25/2006 14.246 14.958 15.784 16.650 17.568 18.535 18.835 18.935 19.035 19.135 10/8/2007 14.816 15.556 16.415 17.316 18.271 19.276 19.576 19.676 19.776 19.876 4/7/2008 15.443 16.214 17.109 18.048 19.044 20.091 20.391 20.491 20.591 20.691 10/06/2008 15.906 16.700 17.623 18.590 19.615 20.694 20.994 21.094 21.194 21.294 10/05/2009 16.383 17.201 18.152 19.148 20.203 21.315 21.615 21.715 21.815 21.915 EKG TECHNICIAN I 36706 9/26/2005 15.717 16.502 17.411 18.369 19.381 20.447 20.747 20.847 20.947 21.047 9/25/2006 16.346 17.162 18.107 19.104 20.156 21.265 21.565 21.665 21.765 21.865 10/8/2007 17.000 17.848 18.831 19.868 20.962 22.116 22.416 22.516 22.616 22.716 4/7/2008 17.719 18.603 19.628 20.708 21.849 23.052 23.352 23.452 23.552 23.652 10/06/2008 18.251 19.161 20.216 21.330 22.504 23.743 24.043 24.143 24.243 24.343 10/05/2009 18.799 19.736 20.822 21.970 23.179 24.455 24.755 24.855 24.955 25.055 OPTICAL MECHANIC 37049 9/26/2005 14.167 14.874 15.617 16.468 17.092 17.201 17.501 17.601 17.701 17.801 9/25/2006 14.734 15.469 16.242 17.127 17.776 17.889 18.189 18.289 18.389 18.489 10/8/2007 15.323 16.088 16.892 17.812 18.487 18.605 18.905 19.005 19.105 19.205 4/7/2008 15.971 16.769 17.607 18.565 19.269 19.392 19.692 19.792 19.892 19.992 10/06/2008 16.450 17.272 18.135 19.122 19.847 19.974 20.274 20.374 20.474 20.574 10/05/2009 16.944 17.790 18.679 19.696 20.442 20.573 20.873 20.973 21.073 21.173 NURSING ATTENDANT 36312 9/26/2005 12.095 12.700 13.122 14.468 14.832 16.128 16.428 16.528 16.628 16.728 OCCUPATIONAL THERAPY AIDE 30766 9/25/2006 12.579 13.208 13.647 15.047 15.425 16.773 17.073 17.173 17.273 17.373 PHYSICAL THERAPY AIDE II 35354 10/8/2007 13.082 13.736 14.193 15.649 16.042 17.444 17.744 17.844 17.944 18.044 4/7/2008 13.635 14.317 14.793 16.311 16.721 18.182 18.482 18.582 18.682 18.782 10/06/2008 14.044 14.747 15.237 16.800 17.222 18.727 19.027 19.127 19.227 19.327 10/05/2009 14.465 15.189 15.694 17.304 17.739 19.289 19.589 19.689 19.789 19.889 244

SOUTHERN CALIFORNIA REGION BASE - PATIENT CARE / TECHNICAL PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR AUTOPSY ASSISTANT 36806 9/26/2005 15.362 16.132 16.942 17.941 18.683 18.774 19.074 19.174 19.274 19.374 DIET TECH 45446 9/25/2006 15.976 16.777 17.620 18.659 19.430 19.525 19.825 19.925 20.025 20.125 LAB ASSISTANT II 35584 10/8/2007 16.615 17.448 18.325 19.405 20.207 20.306 20.606 20.706 20.806 20.906 LAB ASSISTANT II HISTOLOGY 35520 4/7/2008 17.318 18.186 19.100 20.226 21.062 21.165 21.465 21.565 21.665 21.765 LAB/EKG TECH 36711 10/06/2008 17.837 18.732 19.673 20.833 21.694 21.800 22.100 22.200 22.300 22.400 LIFT TECHNICIAN 36722 10/05/2009 18.372 19.294 20.263 21.458 22.345 22.454 22.754 22.854 22.954 23.054 OPERATING ROOM TECH ASST 36721 OPTOMETRIC TECHNICIAN 36796 PHLEBOTOMIST 35590 PT CARE & TECH PTNR-BELL 36310 RADIOLOGY ASSISTANT 35976 VECTORCARDIOGRAM TECHNICIAN 36716 RAD PROCEDURE SERVICE TECHNICIAN 35975 9/26/2005 15.822 16.617 17.449 18.480 19.244 19.337 19.637 19.737 19.837 19.937 9/25/2006 16.455 17.282 18.147 19.219 20.014 20.110 20.410 20.510 20.610 20.710 10/8/2007 17.113 17.973 18.873 19.988 20.815 20.914 21.214 21.314 21.414 21.514 4/7/2008 17.837 18.733 19.671 20.833 21.695 21.799 22.099 22.199 22.299 22.399 10/06/2008 18.372 19.295 20.261 21.458 22.346 22.453 22.753 22.853 22.953 23.053 10/05/2009 18.923 19.874 20.869 22.102 23.016 23.127 23.427 23.527 23.627 23.727 EKG TECHNICIAN II 36707 9/26/2005 17.034 17.886 18.870 19.906 21.002 22.157 22.457 22.557 22.657 22.757 9/25/2006 17.715 18.601 19.625 20.702 21.842 23.043 23.343 23.443 23.543 23.643 10/8/2007 18.424 19.345 20.410 21.530 22.716 23.965 24.265 24.365 24.465 24.565 4/7/2008 19.203 20.163 21.273 22.441 23.677 24.979 25.279 25.379 25.479 25.579 10/06/2008 19.779 20.768 21.912 23.114 24.387 25.728 26.028 26.128 26.228 26.328 10/05/2009 20.372 21.391 22.569 23.807 25.119 26.500 26.800 26.900 27.000 27.100 OPTICAL DISPENSER 37036 9/26/2005 16.903 17.836 18.728 19.966 21.263 22.565 22.865 22.965 23.065 23.165 CONTACT LENS DISPENSER 37037 9/25/2006 17.579 18.549 19.477 20.765 22.114 23.468 23.768 23.868 23.968 24.068 OPTICAL TECHNICIAN 37050 10/8/2007 18.282 19.291 20.256 21.596 22.999 24.407 24.707 24.807 24.907 25.007 TISSUE TECHNICIAN 35598 4/7/2008 19.055 20.107 21.113 22.510 23.972 25.439 25.739 25.839 25.939 26.039 10/06/2008 19.627 20.710 21.746 23.185 24.691 26.203 26.503 26.603 26.703 26.803 10/05/2009 20.216 21.331 22.398 23.881 25.432 26.989 27.289 27.389 27.489 27.589 EMERGENCY ROOM ASSISTANT 36880 9/26/2005 14.107 14.813 15.625 16.486 17.394 18.352 18.652 18.752 18.852 18.952 HOME HEALTH AIDE 36960 9/25/2006 14.671 15.406 16.250 17.145 18.090 19.086 19.386 19.486 19.586 19.686 MULTIPHASIC HEALTH ASSISTANT 36952 10/8/2007 15.258 16.022 16.900 17.831 18.814 19.849 20.149 20.249 20.349 20.449 OPTOMETRIC ASSISTANT 30493 4/7/2008 15.903 16.700 17.615 18.585 19.610 20.689 20.989 21.089 21.189 21.289 10/06/2008 16.381 17.201 18.143 19.143 20.198 21.309 21.609 21.709 21.809 21.909 10/05/2009 16.872 17.717 18.687 19.717 20.804 21.948 22.248 22.348 22.448 22.548 245

SOUTHERN CALIFORNIA REGION BASE - PATIENT CARE / TECHNICAL PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR BRONCH CLINIC ASSISTANT 36864 9/26/2005 14.325 15.041 15.868 16.741 17.663 18.635 18.935 19.035 19.135 19.235 CLINIC ASSISTANT 36316 9/25/2006 14.898 15.643 16.503 17.411 18.370 19.380 19.680 19.780 19.880 19.980 SURGICAL CLINICAL ASSISTANT 36886 10/8/2007 15.494 16.269 17.163 18.107 19.105 20.155 20.455 20.555 20.655 20.755 4/7/2008 16.149 16.957 17.889 18.873 19.913 21.008 21.308 21.408 21.508 21.608 10/06/2008 16.634 17.466 18.426 19.439 20.511 21.638 21.938 22.038 22.138 22.238 10/05/2009 17.133 17.990 18.979 20.022 21.126 22.287 22.587 22.687 22.787 22.887 MEDICAL ASSISTANT 36324 9/26/2005 14.396 15.116 15.946 16.824 17.750 18.728 19.028 19.128 19.228 19.328 9/25/2006 14.972 15.721 16.584 17.497 18.460 19.477 19.777 19.877 19.977 20.077 10/8/2007 15.571 16.350 17.247 18.197 19.198 20.256 20.556 20.656 20.756 20.856 4/7/2008 16.230 17.042 17.977 18.967 20.010 21.113 21.413 21.513 21.613 21.713 10/06/2008 16.717 17.553 18.516 19.536 20.610 21.746 22.046 22.146 22.246 22.346 10/05/2009 17.219 18.080 19.071 20.122 21.228 22.398 22.698 22.798 22.898 22.998 OPHTHALMOLOGY TECHNICIAN 36794 9/26/2005 16.456 17.279 18.229 19.229 20.288 21.404 21.704 21.804 21.904 22.004 CYTOPREP TECHNICIAN 35607 9/25/2006 17.114 17.970 18.958 19.998 21.100 22.260 22.560 22.660 22.760 22.860 10/8/2007 17.799 18.689 19.716 20.798 21.944 23.150 23.450 23.550 23.650 23.750 4/7/2008 18.552 19.480 20.550 21.678 22.872 24.129 24.429 24.529 24.629 24.729 10/06/2008 19.108 20.064 21.166 22.328 23.558 24.853 25.153 25.253 25.353 25.453 10/05/2009 19.681 20.666 21.801 22.998 24.265 25.599 25.899 25.999 26.099 26.199 ANESTHESIA TECH 36945 9/26/2005 18.682 19.617 20.696 21.834 23.034 24.300 24.600 24.700 24.800 24.900 AUTOPSY TECHNICIAN (LA) 36810 9/25/2006 19.429 20.402 21.524 22.707 23.955 25.272 25.572 25.672 25.772 25.872 AUTOPSY/TISSUE ASSISTANT 35610 10/8/2007 20.206 21.218 22.385 23.615 24.913 26.283 26.583 26.683 26.783 26.883 EEG TECHNICIAN 36766 4/7/2008 21.061 22.116 23.332 24.614 25.967 27.395 27.695 27.795 27.895 27.995 HEALTH EVALUATION ASSISTANT 36961 10/06/2008 21.693 22.779 24.032 25.352 26.746 28.217 28.517 28.617 28.717 28.817 HEMODIALYSIS TECHNICIAN 36866 10/05/2009 22.344 23.462 24.753 26.113 27.548 29.064 29.364 29.464 29.564 29.664 LAB ASST AUTOM SPEC (REG ONLY) 35617 LAB ASSISTANT III 35583 ORTHOPEDIC TECHNICIAN I 36776 PACEMAKER TECHNICIAN 36705 PODIATRY TECHNICIAN 36887 RAD PROC SERVICE TECHNICIAN II 30789 HISTOLOGY TECHNOLOGIST - HT (ASCP) 35612 9/26/2005 21.785 22.875 24.133 25.460 26.861 28.341 28.641 28.741 28.841 28.941 HISTOLOGY TECHNOLOGIST 35596 9/25/2006 22.656 23.790 25.098 26.478 27.935 29.475 29.775 29.875 29.975 30.075 10/8/2007 23.562 24.742 26.102 27.537 29.052 30.654 30.954 31.054 31.154 31.254 4/7/2008 24.559 25.789 27.206 28.702 30.281 31.951 32.251 32.351 32.451 32.551 10/06/2008 25.295 26.562 28.022 29.563 31.189 32.909 33.209 33.309 33.409 33.509 10/05/2009 26.054 27.359 28.863 30.450 32.125 33.896 34.196 34.296 34.396 34.496 246

SOUTHERN CALIFORNIA REGION BASE - PATIENT CARE / TECHNICAL PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR CONTACT LENS FITTER 37034 9/26/2005 18.827 19.706 20.723 21.795 22.925 24.117 24.417 24.517 24.617 24.717 9/25/2006 19.580 20.494 21.552 22.667 23.842 25.082 25.382 25.482 25.582 25.682 10/8/2007 20.363 21.314 22.414 23.574 24.796 26.085 26.385 26.485 26.585 26.685 4/7/2008 21.224 22.216 23.362 24.571 25.845 27.188 27.488 27.588 27.688 27.788 10/06/2008 21.861 22.882 24.063 25.308 26.620 28.004 28.304 28.404 28.504 28.604 10/05/2009 22.517 23.568 24.785 26.067 27.419 28.844 29.144 29.244 29.344 29.444 SURGICAL TECHNOLOGIST I 36906 9/26/2005 17.598 18.479 19.494 20.566 21.697 22.889 23.189 23.289 23.389 23.489 9/25/2006 18.302 19.218 20.274 21.389 22.565 23.805 24.105 24.205 24.305 24.405 10/8/2007 19.034 19.987 21.085 22.245 23.468 24.757 25.057 25.157 25.257 25.357 4/7/2008 19.839 20.832 21.977 23.186 24.461 25.804 26.104 26.204 26.304 26.404 10/06/2008 20.434 21.457 22.636 23.882 25.195 26.578 26.878 26.978 27.078 27.178 10/05/2009 21.047 22.101 23.315 24.598 25.951 27.375 27.675 27.775 27.875 27.975 LVN I 36294 9/26/2005 17.487 18.361 19.371 20.435 21.560 22.745 23.045 23.145 23.245 23.345 UROLOGY TECHNOLOGIST I 36746 9/25/2006 18.186 19.095 20.146 21.252 22.422 23.655 23.955 24.055 24.155 24.255 10/8/2007 18.913 19.859 20.952 22.102 23.319 24.601 24.901 25.001 25.101 25.201 4/7/2008 19.713 20.699 21.838 23.037 24.305 25.642 25.942 26.042 26.142 26.242 10/06/2008 20.304 21.320 22.493 23.728 25.035 26.411 26.711 26.811 26.911 27.011 10/05/2009 20.913 21.960 23.168 24.440 25.786 27.203 27.503 27.603 27.703 27.803 SURGICAL TECHNOLOGIST II 36909 9/26/2005 18.037 18.940 19.983 21.080 22.239 23.462 23.762 23.862 23.962 24.062 9/25/2006 18.758 19.698 20.782 21.923 23.129 24.400 24.700 24.800 24.900 25.000 10/8/2007 19.508 20.486 21.613 22.800 24.054 25.376 25.676 25.776 25.876 25.976 4/7/2008 20.333 21.353 22.527 23.764 25.071 26.449 26.749 26.849 26.949 27.049 10/06/2008 20.943 21.993 23.203 24.477 25.824 27.243 27.543 27.643 27.743 27.843 10/05/2009 21.571 22.653 23.899 25.211 26.599 28.060 28.360 28.460 28.560 28.660 ELECTRON MICROSCOPY TECHNOLOGIST 35597 9/26/2005 19.962 20.960 22.112 23.330 24.613 25.967 26.267 26.367 26.467 26.567 POLYSOMNOGRAPHY TECHNOLOGIST 36760 9/25/2006 20.760 21.798 22.996 24.263 25.598 27.006 27.306 27.406 27.506 27.606 10/8/2007 21.590 22.670 23.916 25.234 26.622 28.086 28.386 28.486 28.586 28.686 4/7/2008 22.503 23.629 24.928 26.301 27.748 29.274 29.574 29.674 29.774 29.874 10/06/2008 23.178 24.338 25.675 27.090 28.581 30.152 30.452 30.552 30.652 30.752 10/05/2009 23.873 25.068 26.445 27.903 29.438 31.057 31.357 31.457 31.557 31.657 CARDIAC SURGERY TECHNOLOGIST 36907 9/26/2005 21.778 22.867 24.125 25.449 26.851 28.326 28.626 28.726 28.826 28.926 PSYCH SUPPORT TECHNOLOGIST 36322 9/25/2006 22.649 23.782 25.090 26.467 27.925 29.459 29.759 29.859 29.959 30.059 10/8/2007 23.555 24.733 26.094 27.526 29.042 30.637 30.937 31.037 31.137 31.237 4/7/2008 24.551 25.779 27.198 28.690 30.270 31.933 32.233 32.333 32.433 32.533 10/06/2008 25.288 26.553 28.014 29.551 31.179 32.891 33.191 33.291 33.391 33.491 10/05/2009 26.047 27.350 28.854 30.438 32.114 33.878 34.178 34.278 34.378 34.478 247

SOUTHERN CALIFORNIA REGION BASE - PATIENT CARE / TECHNICAL PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR OPTHALMIC PHOTOGRAPHER 36797 9/26/2005 17.654 18.522 19.544 20.617 21.752 22.949 23.249 23.349 23.449 23.549 9/25/2006 18.360 19.263 20.326 21.442 22.622 23.867 24.167 24.267 24.367 24.467 10/8/2007 19.094 20.034 21.139 22.300 23.527 24.822 25.122 25.222 25.322 25.422 4/7/2008 19.902 20.881 22.033 23.243 24.522 25.872 26.172 26.272 26.372 26.472 10/06/2008 20.499 21.508 22.694 23.941 25.258 26.648 26.948 27.048 27.148 27.248 10/05/2009 21.114 22.153 23.375 24.659 26.016 27.447 27.747 27.847 27.947 28.047 EMERGENCY SERVICES TECHNICIAN 36881 9/26/2005 18.030 18.930 19.971 21.070 22.229 23.451 23.751 23.851 23.951 24.051 LICENSED PSYCH TECHNOLOGIST 36780 9/25/2006 18.751 19.687 20.770 21.913 23.118 24.389 24.689 24.789 24.889 24.989 UROLOGY TECHNOLOGIST II 36748 10/8/2007 19.501 20.474 21.601 22.790 24.043 25.365 25.665 25.765 25.865 25.965 4/7/2008 20.326 21.340 22.515 23.754 25.060 26.438 26.738 26.838 26.938 27.038 10/06/2008 20.936 21.980 23.190 24.467 25.812 27.231 27.531 27.631 27.731 27.831 10/05/2009 21.564 22.639 23.886 25.201 26.586 28.048 28.348 28.448 28.548 28.648 GI TECHNOLOGIST I 36736 9/26/2005 17.711 18.596 19.619 20.696 21.837 23.036 23.336 23.436 23.536 23.636 LVN II 36299 9/25/2006 18.419 19.340 20.404 21.524 22.710 23.957 24.257 24.357 24.457 24.557 10/8/2007 19.156 20.114 21.220 22.385 23.618 24.915 25.215 25.315 25.415 25.515 4/7/2008 19.966 20.965 22.118 23.332 24.617 25.969 26.269 26.369 26.469 26.569 10/06/2008 20.565 21.594 22.781 24.032 25.356 26.748 27.048 27.148 27.248 27.348 10/05/2009 21.182 22.242 23.464 24.753 26.117 27.550 27.850 27.950 28.050 28.150 G I TECHNOLOGIST II 36739 9/26/2005 18.391 19.310 20.370 21.491 22.674 23.919 24.219 24.319 24.419 24.519 LVN III 36301 9/25/2006 19.127 20.082 21.185 22.351 23.581 24.876 25.176 25.276 25.376 25.476 10/8/2007 19.892 20.885 22.032 23.245 24.524 25.871 26.171 26.271 26.371 26.471 4/7/2008 20.733 21.768 22.964 24.228 25.561 26.965 27.265 27.365 27.465 27.565 10/06/2008 21.355 22.421 23.653 24.955 26.328 27.774 28.074 28.174 28.274 28.374 10/05/2009 21.996 23.094 24.363 25.704 27.118 28.607 28.907 29.007 29.107 29.207 CLINICAL EDUCATION COORD., LVN 30771 9/26/2005 19.310 20.276 21.387 22.567 23.806 25.117 25.417 25.517 25.617 25.717 9/25/2006 20.082 21.087 22.242 23.470 24.758 26.122 26.422 26.522 26.622 26.722 10/8/2007 20.885 21.930 23.132 24.409 25.748 27.167 27.467 27.567 27.667 27.767 4/7/2008 21.768 22.858 24.110 25.442 26.837 28.316 28.616 28.716 28.816 28.916 10/06/2008 22.421 23.543 24.834 26.205 27.642 29.166 29.466 29.566 29.666 29.766 10/05/2009 23.094 24.249 25.579 26.991 28.471 30.041 30.341 30.441 30.541 30.641 LICENSED PHYSICAL THERAPY ASST 35352 9/26/2005 20.794 21.834 23.035 24.301 25.639 27.050 27.350 27.450 27.550 27.650 SPEECH PATHOLOGIST ASSISTANT 35357 9/25/2006 21.626 22.707 23.956 25.273 26.665 28.132 28.432 28.532 28.632 28.732 10/8/2007 22.491 23.615 24.914 26.284 27.732 29.257 29.557 29.657 29.757 29.857 4/7/2008 23.442 24.614 25.968 27.396 28.905 30.495 30.795 30.895 30.995 31.095 10/06/2008 24.146 25.352 26.747 28.218 29.772 31.409 31.709 31.809 31.909 32.009 10/05/2009 24.870 26.113 27.549 29.065 30.665 32.351 32.651 32.751 32.851 32.951 248

SOUTHERN CALIFORNIA REGION BASE - PATIENT CARE / TECHNICAL PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR RESPIRATORY CARE PRACTITIONER I 35736 9/26/2005 25.665 26.844 28.288 29.774 31.337 32.990 33.290 33.390 33.490 33.590 9/25/2006 26.692 27.918 29.420 30.965 32.590 34.310 34.610 34.710 34.810 34.910 10/8/2007 27.760 29.035 30.597 32.204 33.894 35.682 35.982 36.082 36.182 36.282 4/7/2008 28.934 30.263 31.891 33.566 35.328 37.191 37.491 37.591 37.691 37.791 10/06/2008 29.802 31.171 32.848 34.573 36.388 38.307 38.607 38.707 38.807 38.907 10/05/2009 30.696 32.106 33.833 35.610 37.480 39.456 39.756 39.856 39.956 40.056 RESPIRATORY CARE PRACTITIONER II 35737 9/26/2005 25.960 27.191 28.613 30.115 31.696 33.368 33.668 33.768 33.868 33.968 9/25/2006 26.998 28.279 29.758 31.320 32.964 34.703 35.003 35.103 35.203 35.303 10/8/2007 28.078 29.410 30.948 32.573 34.283 36.091 36.391 36.491 36.591 36.691 4/7/2008 29.266 30.654 32.257 33.951 35.733 37.618 37.918 38.018 38.118 38.218 10/06/2008 30.144 31.574 33.225 34.969 36.805 38.746 39.046 39.146 39.246 39.346 10/05/2009 31.048 32.521 34.222 36.018 37.909 39.908 40.208 40.308 40.408 40.508 RESPIRATORY CARE PRACTITIONER III 35741 9/26/2005 26.217 27.462 28.896 30.413 32.012 33.697 33.997 34.097 34.197 34.297 9/25/2006 27.266 28.560 30.052 31.630 33.292 35.045 35.345 35.445 35.545 35.645 10/8/2007 28.357 29.702 31.254 32.895 34.624 36.447 36.747 36.847 36.947 37.047 4/7/2008 29.557 30.958 32.576 34.286 36.089 37.989 38.289 38.389 38.489 38.589 10/06/2008 30.443 31.887 33.553 35.315 37.171 39.128 39.428 39.528 39.628 39.728 10/05/2009 31.356 32.844 34.560 36.374 38.286 40.302 40.602 40.702 40.802 40.902 *SOLUTIONS TECHNICIAN 35592 9/26/2005 23.556 24.674 25.962 27.325 28.762 30.276 30.576 30.676 30.776 30.876 9/25/2006 24.498 25.661 27.000 28.418 29.912 31.487 31.787 31.887 31.987 32.087 10/8/2007 25.478 26.687 28.080 29.555 31.108 32.746 33.046 33.146 33.246 33.346 4/7/2008 26.556 27.816 29.268 30.805 32.424 34.131 34.431 34.531 34.631 34.731 10/06/2008 27.352 28.650 30.146 31.729 33.397 35.155 35.455 35.555 35.655 35.755 10/05/2009 28.173 29.510 31.050 32.681 34.399 36.210 36.510 36.610 36.710 36.810 CYTOGENETIC TECHNOLOGIST 35605 9/26/2005 30.445 31.969 33.727 35.581 37.539 39.605 39.905 40.005 40.105 40.205 9/25/2006 31.663 33.248 35.076 37.004 39.041 41.189 41.489 41.589 41.689 41.789 10/8/2007 32.930 34.578 36.479 38.484 40.603 42.837 43.137 43.237 43.337 43.437 4/7/2008 34.323 36.041 38.022 40.112 42.321 44.649 44.949 45.049 45.149 45.249 10/06/2008 35.353 37.122 39.163 41.315 43.590 45.988 46.288 46.388 46.488 46.588 10/05/2009 36.414 38.236 40.338 42.554 44.898 47.368 47.668 47.768 47.868 47.968 CERTIFIED OCCUP THERAPY ASSISTANT 35366 9/26/2005 20.641 21.674 22.866 24.125 25.450 26.851 27.151 27.251 27.351 27.451 9/25/2006 21.467 22.541 23.781 25.090 26.468 27.925 28.225 28.325 28.425 28.525 10/8/2007 22.326 23.443 24.732 26.094 27.527 29.042 29.342 29.442 29.542 29.642 4/7/2008 23.270 24.435 25.778 27.198 28.691 30.270 30.570 30.670 30.770 30.870 10/06/2008 23.969 25.168 26.552 28.014 29.552 31.179 31.479 31.579 31.679 31.779 10/05/2009 24.688 25.923 27.349 28.854 30.439 32.114 32.414 32.514 32.614 32.714 249

SOUTHERN CALIFORNIA REGION BASE - PATIENT CARE / TECHNICAL PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR CERTIFIED OPTHALMIC TECHNICIAN 36793 9/26/2005 18.825 19.766 20.853 22.001 23.211 24.486 24.786 24.886 24.986 25.086 9/25/2006 19.578 20.557 21.687 22.881 24.139 25.465 25.765 25.865 25.965 26.065 10/8/2007 20.361 21.379 22.554 23.796 25.105 26.484 26.784 26.884 26.984 27.084 4/7/2008 21.222 22.283 23.508 24.803 26.167 27.604 27.904 28.004 28.104 28.204 10/06/2008 21.859 22.952 24.213 25.547 26.952 28.432 28.732 28.832 28.932 29.032 10/05/2009 22.515 23.641 24.939 26.313 27.761 29.285 29.585 29.685 29.785 29.885 OPTHALMIC SURGICAL ASSISTANT 36902 9/26/2005 26.977 28.325 29.884 31.526 33.259 35.090 35.390 35.490 35.590 35.690 9/25/2006 28.056 29.458 31.079 32.787 34.589 36.494 36.794 36.894 36.994 37.094 10/8/2007 29.178 30.636 32.322 34.098 35.973 37.954 38.254 38.354 38.454 38.554 4/7/2008 30.412 31.932 33.689 35.540 37.495 39.559 39.859 39.959 40.059 40.159 10/06/2008 31.325 32.890 34.700 36.607 38.619 40.746 41.046 41.146 41.246 41.346 10/05/2009 32.265 33.877 35.741 37.705 39.778 41.968 42.268 42.368 42.468 42.568 ORTHOPEDIC TECHNOLOGIST II 36779 9/26/2005 22.892 24.039 25.360 26.753 28.226 29.777 30.077 30.177 30.277 30.377 9/25/2006 23.808 25.001 26.374 27.823 29.355 30.968 31.268 31.368 31.468 31.568 10/8/2007 24.760 26.001 27.429 28.936 30.529 32.207 32.507 32.607 32.707 32.807 4/7/2008 25.807 27.101 28.589 30.160 31.820 33.569 33.869 33.969 34.069 34.169 10/06/2008 26.582 27.914 29.447 31.065 32.775 34.576 34.876 34.976 35.076 35.176 10/05/2009 27.379 28.751 30.330 31.997 33.758 35.613 35.913 36.013 36.113 36.213 250

SOUTHERN CALIFORNIA REGION BASE - PROCESSING/COMPUTER OPERATIONS PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR APPOINTMENT DATA CLERK 24410 9/26/2005 12.583 13.212 13.940 14.705 15.514 16.370 16.670 16.770 16.870 16.970 CHART ROOM CLERK 24592 9/25/2006 13.086 13.740 14.498 15.293 16.135 17.025 17.325 17.425 17.525 17.625 CLERK I (PBS) 20979 10/8/2007 13.609 14.290 15.078 15.905 16.780 17.706 18.006 18.106 18.206 18.306 CONTROL CLERK 1 24636 4/7/2008 14.185 14.894 15.716 16.578 17.490 18.455 18.755 18.855 18.955 19.055 DOCUMENT CLERK 24172 10/06/2008 14.610 15.341 16.187 17.075 18.014 19.009 19.309 19.409 19.509 19.609 DOCUMENT SCANNER 21040 10/05/2009 15.048 15.801 16.673 17.587 18.554 19.579 19.879 19.979 20.079 20.179 ENTRY CLERK 24020 FILE CLERK 24046 HOME HEALTH CLERK I 24290 JUNIOR CLERK TYPIST 24030 MEMBERSHIP ACCOUNTING SUP CLERK 24714 RECORDS CLERK I 24512 SCANNER OPERATOR (PBS) 21015 X-RAY FILE CLERK 25022 X-RAY FILE CLERK/COURIER 25023 ACCOUNTS PAYABLE CLERK 24144 9/26/2005 13.139 13.795 14.554 15.355 16.198 17.089 17.389 17.489 17.589 17.689 ACCOUNTS RECEIVABLE SUPPORT CLERK 24150 9/25/2006 13.665 14.347 15.136 15.969 16.846 17.773 18.073 18.173 18.273 18.373 APPOINTMENT DATA CLERK II 24412 10/8/2007 14.212 14.921 15.741 16.608 17.520 18.484 18.784 18.884 18.984 19.084 BIRTH CERTIFICATE CLERK 24530 4/7/2008 14.813 15.552 16.407 17.311 18.261 19.266 19.566 19.666 19.766 19.866 BLOOD DONOR RECRUITING CLERK 25055 10/06/2008 15.258 16.019 16.899 17.830 18.809 19.844 20.144 20.244 20.344 20.444 CASHIER 25132 10/05/2009 15.716 16.500 17.406 18.365 19.373 20.439 20.739 20.839 20.939 21.039 CASHIER I (PBS) 20975 CLERK II (PBS) 20981 CLERK TYPIST 24032 CLINIC CLERK I 24900 COMMUNICATIONS OPERATOR 24826 CONF ROOM SCHEDULER (LA ONLY) 20596 CONTACT LENS CLERK 24171 CONTROL CLERK II 24638 CPR CONTROL CLERK 24182 CREDIT COLLECTIONS CLERK 24244 DATA ENTRY CLERK 24628 DATA IMAGE CLERK 24025 DIET CLERK 24906 DIETARY CASHIER 25140 DISTRIBUTION CONTROL CLERK 20612 DOCUMENT PREP ASSISTANT 24039 251

SOUTHERN CALIFORNIA REGION BASE - PROCESSING/COMPUTER OPERATIONS PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR Grade 12 Cont. ELIGIBILITY CLERK I 24706 9/26/2005 13.139 13.795 14.554 15.355 16.198 17.089 17.389 17.489 17.589 17.689 EMERGENCY ROOM CLERK 24916 9/25/2006 13.665 14.347 15.136 15.969 16.846 17.773 18.073 18.173 18.273 18.373 ENGINEERING CLERK 25154 10/8/2007 14.212 14.921 15.741 16.608 17.520 18.484 18.784 18.884 18.984 19.084 GENERAL CLERK 24024 4/7/2008 14.813 15.552 16.407 17.311 18.261 19.266 19.566 19.666 19.766 19.866 HOME HEALTH CLERK II 24291 10/06/2008 15.258 16.019 16.899 17.830 18.809 19.844 20.144 20.244 20.344 20.444 INDEXING CLERK 21036 10/05/2009 15.716 16.500 17.406 18.365 19.373 20.439 20.739 20.839 20.939 21.039 INDEXING CLERK (PBS) 21008 INFORMATION CLERK II 24101 INSURANCE RECEPTIONIST 24340 INTER DIRECT PAY CLERK 24708 LAB CLERK 25052 LIFE INSURANCE PROCESSOR 24320 MEDICAL LIBRARY CLERK 24838 MEDICAL REVIEW CLERK 20936 MEDICARE REIMBURSEMENT CLERK 24240 PURCHASING CLERK 24148 RECEPTIONIST I 25124 RECORDS CLERK II 24516 REPROGRAPHICS CLERK 20614 STOREROOM CLERK 43536 SUPPORT CLERK 24096 TRANS ORDERLY/DISPATCHER 24103 DATA ENTRY OPERATOR 24646 9/26/2005 13.810 14.501 15.296 16.139 17.026 17.962 18.262 18.362 18.462 18.562 9/25/2006 14.362 15.081 15.908 16.785 17.707 18.680 18.980 19.080 19.180 19.280 10/8/2007 14.936 15.684 16.544 17.456 18.415 19.427 19.727 19.827 19.927 20.027 4/7/2008 15.568 16.347 17.244 18.194 19.194 20.249 20.549 20.649 20.749 20.849 10/06/2008 16.035 16.838 17.761 18.740 19.770 20.856 21.156 21.256 21.356 21.456 10/05/2009 16.516 17.343 18.294 19.302 20.363 21.482 21.782 21.882 21.982 22.082 WORD PROCESSING OPERATOR I 25192 9/26/2005 15.993 16.791 17.715 18.688 19.715 20.799 21.099 21.199 21.299 21.399 9/25/2006 16.633 17.463 18.424 19.436 20.504 21.631 21.931 22.031 22.131 22.231 10/8/2007 17.298 18.162 19.161 20.213 21.324 22.496 22.796 22.896 22.996 23.096 4/7/2008 18.030 18.930 19.972 21.068 22.226 23.448 23.748 23.848 23.948 24.048 10/06/2008 18.571 19.498 20.571 21.700 22.893 24.151 24.451 24.551 24.651 24.751 10/05/2009 19.128 20.083 21.188 22.351 23.580 24.876 25.176 25.276 25.376 25.476 252

SOUTHERN CALIFORNIA REGION BASE - PROCESSING/COMPUTER OPERATIONS PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR ACCOUNT RECONCILIATION CLERK 20609 9/26/2005 13.716 14.403 15.196 16.030 16.914 17.843 18.143 18.243 18.343 18.443 A/P LIAISON CLERK 24145 9/25/2006 14.265 14.979 15.804 16.671 17.591 18.557 18.857 18.957 19.057 19.157 BACK-UP CLERK 24168 10/8/2007 14.836 15.578 16.436 17.338 18.295 19.299 19.599 19.699 19.799 19.899 BILLER I (PBS) 20969 4/7/2008 15.464 16.237 17.131 18.071 19.069 20.115 20.415 20.515 20.615 20.715 BLOOD DONOR RECORDS CLERK II 25054 10/06/2008 15.927 16.724 17.645 18.614 19.641 20.719 21.019 21.119 21.219 21.319 BUSINESS OFFICE CLERK II 24257 10/05/2009 16.405 17.226 18.174 19.172 20.230 21.341 21.641 21.741 21.841 21.941 CASE CORRESPONDENCE CLERK 24241 CASHIER II (PBS) 20977 CASHIER RECEPTIONIST 25134 CLAIMS PROCESSOR 24343 CLERK III (PBS) 20983 CLERK STENOGRAPHER 24044 CLINIC CLERK II 24902 COLLECTION SUPPORT REP 24036 COMMUNICATIONS SERVICES COORD 24824 CONSTRUCTION LIAISON CLERK 24123 CONTACT LENS EXPEDITER 30796 CUSTOMER SERVICE PHONE REP 24780 EDUCATION/RESEARCH CLERK II 24849 GROUP ACCOUNTS CLERK I 24686 INFORMATION CENTER CLERK 24716 INTERMEDIATE CLERK 24026 INTERMEDIATE CLERK TYPIST 24034 LIBRARY TECHNICIAN 24832 MAGNETIC TAPE LIBRARIAN 13060 MEDICAL REQUEST CLERK 24574 OHS CLAIMS PROCESSOR I 21046 OPT PHOTO/CASHIER RECEPTIONIST 25137 OPTICAL CASHIER 25142 OPTICAL CUSTOMER HOST 25136 PERIPHERIAL CONTROL COORDINATOR 24640 PURCHASING CLERK II 24149 RECEPTIONIST II 25126 REVENUE SUPPORT CLERK 20156 STATISTICAL CLERK TYPIST 24097 SUBPOENA CLERK 24536 253

SOUTHERN CALIFORNIA REGION BASE - PROCESSING/COMPUTER OPERATIONS PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR APPOINTMENT CLERK 24398 9/26/2005 13.990 14.691 15.499 16.351 17.252 18.200 18.500 18.600 18.700 18.800 DEPARTMENT SECRETARY 25180 9/25/2006 14.550 15.279 16.119 17.005 17.942 18.928 19.228 19.328 19.428 19.528 INSURANCE CLERK I 24322 10/8/2007 15.132 15.890 16.764 17.685 18.660 19.685 19.985 20.085 20.185 20.285 NEW MEMBER ENTRY REPRESENTATIVE 20955 4/7/2008 15.772 16.562 17.473 18.433 19.449 20.518 20.818 20.918 21.018 21.118 10/06/2008 16.245 17.059 17.997 18.986 20.033 21.133 21.433 21.533 21.633 21.733 10/05/2009 16.732 17.571 18.537 19.556 20.634 21.767 22.067 22.167 22.267 22.367 ASSOC COMPUTER OPERATOR-OC ONLY 20692 9/26/2005 16.219 17.032 17.600 19.154 19.606 20.782 21.082 21.182 21.282 21.382 JUNIOR COMPUTER OPERATOR 24650 9/25/2006 16.868 17.713 18.304 19.920 20.390 21.613 21.913 22.013 22.113 22.213 10/8/2007 17.543 18.422 19.036 20.717 21.206 22.478 22.778 22.878 22.978 23.078 4/7/2008 18.285 19.201 19.841 21.593 22.103 23.429 23.729 23.829 23.929 24.029 10/06/2008 18.834 19.777 20.436 22.241 22.766 24.132 24.432 24.532 24.632 24.732 10/05/2009 19.399 20.370 21.049 22.908 23.449 24.856 25.156 25.256 25.356 25.456 ADMITTING CLERK 24262 9/26/2005 13.853 14.546 15.348 16.189 17.080 18.020 18.320 18.420 18.520 18.620 ADMITTING CLERK (PBS) 21010 9/25/2006 14.407 15.128 15.962 16.837 17.763 18.741 19.041 19.141 19.241 19.341 ADVANCED CLERK 24038 10/8/2007 14.983 15.733 16.600 17.510 18.474 19.491 19.791 19.891 19.991 20.091 ART PRODUCTION ASSISTANT 24777 4/7/2008 15.617 16.399 17.302 18.251 19.255 20.315 20.615 20.715 20.815 20.915 HOME HEALTH CLERK III 24292 10/06/2008 16.085 16.890 17.821 18.798 19.833 20.925 21.225 21.325 21.425 21.525 OUTSIDE REFERRAL CLERK 24904 10/05/2009 16.568 17.397 18.356 19.362 20.428 21.553 21.853 21.953 22.053 22.153 SICKLE CELL CLERK 24918 STATISTICAL CLERK I 24098 UTILIZATION REVIEW CLERK 24524 WARD CLERK 24936 DISABILITY CLAIMS PROCESSOR 24321 9/26/2005 14.129 14.833 15.652 16.512 17.421 18.378 18.678 18.778 18.878 18.978 INSURANCE CLERK II 24338 9/25/2006 14.694 15.426 16.278 17.172 18.118 19.113 19.413 19.513 19.613 19.713 MEDICAL CORRESPONDENCE CLERK 24572 10/8/2007 15.282 16.043 16.929 17.859 18.843 19.878 20.178 20.278 20.378 20.478 4/7/2008 15.928 16.722 17.645 18.614 19.640 20.719 21.019 21.119 21.219 21.319 10/06/2008 16.406 17.223 18.174 19.173 20.229 21.340 21.640 21.740 21.840 21.940 10/05/2009 16.898 17.740 18.719 19.748 20.836 21.980 22.280 22.380 22.480 22.580 CLAIMS ADJUSTER 24720 9/26/2005 18.398 19.319 20.383 21.502 22.685 23.932 24.232 24.332 24.432 24.532 MEDICAL TRANSCRIBER 24577 9/25/2006 19.134 20.092 21.198 22.362 23.592 24.889 25.189 25.289 25.389 25.489 MEDICAL X-RAY TRANSCRIBER 25026 10/8/2007 19.899 20.896 22.046 23.256 24.536 25.885 26.185 26.285 26.385 26.485 WORD PROCESSING OPERATOR II 25194 4/7/2008 20.741 21.780 22.979 24.240 25.574 26.980 27.280 27.380 27.480 27.580 10/06/2008 21.363 22.433 23.668 24.967 26.341 27.789 28.089 28.189 28.289 28.389 10/05/2009 22.004 23.106 24.378 25.716 27.131 28.623 28.923 29.023 29.123 29.223 254

SOUTHERN CALIFORNIA REGION BASE - PROCESSING/COMPUTER OPERATIONS PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR BUSINESS OFFICE CLERK III 24258 9/26/2005 14.134 14.842 15.654 16.517 17.425 18.384 18.684 18.784 18.884 18.984 BUSINESS SVCS REP 24331 9/25/2006 14.699 15.436 16.280 17.178 18.122 19.119 19.419 19.519 19.619 19.719 CLAIMS EXAMINER I 24759 10/8/2007 15.287 16.053 16.931 17.865 18.847 19.884 20.184 20.284 20.384 20.484 CLERK IV (PBX) 20985 4/7/2008 15.934 16.732 17.647 18.621 19.644 20.725 21.025 21.125 21.225 21.325 COMPUTER OPERATOR 24656 10/06/2008 16.412 17.234 18.177 19.179 20.234 21.347 21.647 21.747 21.847 21.947 COMPUTER SYSTEMS COORDINATOR 24518 10/05/2009 16.904 17.751 18.722 19.754 20.841 21.987 22.287 22.387 22.487 22.587 CUSTOMER SERVICE REPRESENTITIVE 24768 DME CLERK 21052 EDUCATION/RESEARCH CLERK III 24851 ELIGIBILITY CLERK II 24718 FINANCIAL COUNSELOR I (PBS) 20987 GROUP REVIEWER 24696 MEDICARE REIMBURSEMENT PROCESSOR 20943 INSURANCE COORDINATOR 24332 MEMBERSHIP SERVICES CLERK II 24766 PATIENT SERVICES REP (MHC) 24286 PHARMACY E-PROCUREMENT SPECIALIST 24151 QUALITY CONTROL CLERK 21038 RECORDS CLERK III 24513 REMOTE TERMINAL OPERATOR 24644 SENIOR CLERK 24028 SENIOR HEMODIALYSIS CLK 24942 PHYSICIAN SCHEDULING CLERK 24405 9/26/2005 14.444 15.167 16.001 16.881 17.808 18.788 19.088 19.188 19.288 19.388 SURGERY SCHEDULING CLERK 24408 9/25/2006 15.022 15.774 16.641 17.556 18.520 19.540 19.840 19.940 20.040 20.140 10/8/2007 15.623 16.405 17.307 18.258 19.261 20.322 20.622 20.722 20.822 20.922 4/7/2008 16.284 17.099 18.039 19.030 20.076 21.182 21.482 21.582 21.682 21.782 10/06/2008 16.772 17.612 18.580 19.601 20.678 21.817 22.117 22.217 22.317 22.417 10/05/2009 17.275 18.140 19.137 20.189 21.298 22.472 22.772 22.872 22.972 23.072 ASSISTANT COLLECTOR 20608 9/26/2005 14.557 15.286 16.126 17.012 17.948 18.936 19.236 19.336 19.436 19.536 9/25/2006 15.139 15.897 16.771 17.692 18.666 19.693 19.993 20.093 20.193 20.293 10/8/2007 15.745 16.533 17.442 18.400 19.413 20.481 20.781 20.881 20.981 21.081 4/7/2008 16.411 17.232 18.180 19.178 20.234 21.347 21.647 21.747 21.847 21.947 10/06/2008 16.903 17.749 18.725 19.754 20.841 21.988 22.288 22.388 22.488 22.588 10/05/2009 17.410 18.281 19.287 20.347 21.466 22.648 22.948 23.048 23.148 23.248 PROCESSING PARTNER-BF 24925 9/26/2005 15.050 15.804 16.672 17.586 18.556 19.575 19.875 19.975 20.075 20.175 WARD CLERK TRANSCRIBER 24938 9/25/2006 15.652 16.436 17.339 18.289 19.298 20.358 20.658 20.758 20.858 20.958 10/8/2007 16.278 17.093 18.033 19.021 20.070 21.172 21.472 21.572 21.672 21.772 4/7/2008 16.967 17.816 18.796 19.826 20.919 22.068 22.368 22.468 22.568 22.668 10/06/2008 17.476 18.351 19.360 20.420 21.547 22.730 23.030 23.130 23.230 23.330 10/05/2009 18.000 18.902 19.941 21.033 22.193 23.412 23.712 23.812 23.912 24.012 255

SOUTHERN CALIFORNIA REGION BASE - PROCESSING/COMPUTER OPERATIONS PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR FINANCIAL COUNSELOR 24339 9/26/2005 15.248 16.006 16.889 17.819 18.798 19.830 20.130 20.230 20.330 20.430 FINANCIAL COUNSELOR II (PBS) 20989 9/25/2006 15.858 16.646 17.565 18.532 19.550 20.623 20.923 21.023 21.123 21.223 10/8/2007 16.492 17.312 18.268 19.273 20.332 21.448 21.748 21.848 21.948 22.048 4/7/2008 17.190 18.044 19.041 20.088 21.192 22.355 22.655 22.755 22.855 22.955 10/06/2008 17.705 18.586 19.612 20.691 21.828 23.026 23.326 23.426 23.526 23.626 10/05/2009 18.236 19.144 20.200 21.312 22.483 23.717 24.017 24.117 24.217 24.317 AUDIO VISUAL TECHNICIAN 24836 9/26/2005 15.481 16.258 17.150 18.094 19.088 20.139 20.439 20.539 20.639 20.739 CASE COORD ADVOCATE 24721 9/25/2006 16.100 16.908 17.836 18.818 19.852 20.945 21.245 21.345 21.445 21.545 CLAIMS EXAMINER II 24760 10/8/2007 16.744 17.584 18.549 19.571 20.646 21.783 22.083 22.183 22.283 22.383 CLERK 24023 4/7/2008 17.452 18.328 19.334 20.399 21.519 22.704 23.004 23.104 23.204 23.304 CUSTOMER SERVICE ADVOCATE 24761 10/06/2008 17.976 18.878 19.914 21.011 22.165 23.386 23.686 23.786 23.886 23.986 EDUCATION/RESEARCH SECRETARY 24856 10/05/2009 18.515 19.444 20.511 21.641 22.830 24.088 24.388 24.488 24.588 24.688 GROUP ACCOUNTS CLERK II 24688 MEDICAL AUDIT CLERK 24554 MEDICAL EDUCATION SYMP ASSISTANT 24850 MEDICAL SECRETARY 25174 MEMBERSHP ACCOUNTING COORD 24719 OPTICAL SCANNER OPERATOR 24660 PSYCH SOCIAL CLERK 24988 SENIOR CLERK (F) 24029 LEGAL SUPPORT COORD 24535 9/26/2005 16.582 17.411 18.368 19.379 20.445 21.567 21.867 21.967 22.067 22.167 MEDIA TECHNICIAN (BF ONLY) 12956 9/25/2006 17.245 18.107 19.103 20.154 21.263 22.430 22.730 22.830 22.930 23.030 10/8/2007 17.935 18.831 19.867 20.960 22.114 23.327 23.627 23.727 23.827 23.927 4/7/2008 18.694 19.628 20.707 21.847 23.049 24.314 24.614 24.714 24.814 24.914 10/06/2008 19.254 20.216 21.329 22.502 23.741 25.043 25.343 25.443 25.543 25.643 10/05/2009 19.832 20.822 21.969 23.177 24.453 25.794 26.094 26.194 26.294 26.394 CANCER REG ABSTRACT CLERK 24440 9/26/2005 19.948 20.943 22.093 23.310 24.592 25.944 26.244 26.344 26.444 26.544 9/25/2006 20.746 21.781 22.977 24.242 25.576 26.982 27.282 27.382 27.482 27.582 10/8/2007 21.576 22.652 23.896 25.212 26.599 28.061 28.361 28.461 28.561 28.661 4/7/2008 22.489 23.610 24.907 26.278 27.724 29.248 29.548 29.648 29.748 29.848 10/06/2008 23.163 24.318 25.654 27.067 28.556 30.125 30.425 30.525 30.625 30.725 10/05/2009 23.858 25.048 26.424 27.879 29.413 31.029 31.329 31.429 31.529 31.629 256

SOUTHERN CALIFORNIA REGION BASE - PROCESSING/COMPUTER OPERATIONS PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR BILLER II (PBS) 20971 9/26/2005 16.373 17.190 18.137 19.134 20.187 21.297 21.597 21.697 21.797 21.897 INDUSTRIAL BILLER 24324 9/25/2006 17.028 17.878 18.862 19.899 20.994 22.149 22.449 22.549 22.649 22.749 INSURANCE BILLER 24323 10/8/2007 17.709 18.593 19.616 20.695 21.834 23.035 23.335 23.435 23.535 23.635 MEDICAL REVIEWER 20937 4/7/2008 18.458 19.379 20.446 21.570 22.758 24.009 24.309 24.409 24.509 24.609 OHS CLAIMS PROCESSOR II 21047 10/06/2008 19.012 19.961 21.059 22.218 23.440 24.730 25.030 25.130 25.230 25.330 OPERATIONS RESOLUTION PROCESSOR 21023 10/05/2009 19.582 20.560 21.691 22.885 24.143 25.472 25.772 25.872 25.972 26.072 REVENUE BILLER 24328 TPL BILLER 24325 GROUP AUDIT SPECIALIST 24694 9/26/2005 21.301 22.368 23.600 25.178 26.266 28.098 28.398 28.498 28.598 28.698 HEALTH AUDIT ANALYST 24552 9/25/2006 22.153 23.263 24.544 26.185 27.317 29.222 29.522 29.622 29.722 29.822 10/8/2007 23.039 24.194 25.526 27.232 28.410 30.391 30.691 30.791 30.891 30.991 4/7/2008 24.014 25.217 26.606 28.384 29.612 31.677 31.977 32.077 32.177 32.277 10/06/2008 24.734 25.974 27.404 29.235 30.500 32.627 32.927 33.027 33.127 33.227 10/05/2009 25.476 26.753 28.226 30.112 31.415 33.606 33.906 34.006 34.106 34.206 TUMOR REGISTRAR 24439 9/26/2005 21.942 23.038 24.308 25.933 27.053 28.940 29.240 29.340 29.440 29.540 9/25/2006 22.820 23.960 25.280 26.970 28.135 30.098 30.398 30.498 30.598 30.698 10/8/2007 23.733 24.918 26.291 28.049 29.260 31.302 31.602 31.702 31.802 31.902 4/7/2008 24.737 25.972 27.403 29.235 30.498 32.626 32.926 33.026 33.126 33.226 10/06/2008 25.479 26.751 28.225 30.113 31.413 33.605 33.905 34.005 34.105 34.205 10/05/2009 26.243 27.554 29.072 31.016 32.355 34.613 34.913 35.013 35.113 35.213 ACCOUNTS RECEIVABLE CLERK I (PBS) 20963 9/26/2005 16.719 17.445 18.403 19.413 20.482 21.611 21.911 22.011 22.111 22.211 INDUSTRIAL EOB PROCESSOR 24503 9/25/2006 17.388 18.143 19.139 20.190 21.301 22.475 22.775 22.875 22.975 23.075 10/8/2007 18.084 18.869 19.905 20.998 22.153 23.374 23.674 23.774 23.874 23.974 4/7/2008 18.849 19.667 20.747 21.886 23.090 24.363 24.663 24.763 24.863 24.963 10/06/2008 19.414 20.257 21.369 22.543 23.783 25.094 25.394 25.494 25.594 25.694 10/05/2009 19.996 20.865 22.010 23.219 24.496 25.847 26.147 26.247 26.347 26.447 ACCOUNTS RECEIVABLE CLERK 20601 9/26/2005 17.222 17.969 18.956 19.995 21.097 22.259 22.559 22.659 22.759 22.859 ACCOUNTS RECEIVABLE CLERK II (PBS) 20965 9/25/2006 17.911 18.688 19.714 20.795 21.941 23.149 23.449 23.549 23.649 23.749 COLLECTOR II 24176 10/8/2007 18.627 19.436 20.503 21.627 22.819 24.075 24.375 24.475 24.575 24.675 CREDIT RESOLUTION PROCESSOR 20691 4/7/2008 19.415 20.258 21.370 22.542 23.784 25.093 25.393 25.493 25.593 25.693 PATIENT BILLING RESOLUTION REP 20703 10/06/2008 19.997 20.866 22.011 23.218 24.498 25.846 26.146 26.246 26.346 26.446 10/05/2009 20.597 21.492 22.671 23.915 25.233 26.621 26.921 27.021 27.121 27.221 257

SOUTHERN CALIFORNIA REGION BASE - PROCESSING/COMPUTER OPERATIONS PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR RECORDS TECHICIAN I 24514 9/26/2005 16.373 17.193 18.138 19.135 20.186 21.297 21.597 21.697 21.797 21.897 9/25/2006 17.028 17.881 18.864 19.900 20.993 22.149 22.449 22.549 22.649 22.749 10/8/2007 17.709 18.596 19.619 20.696 21.833 23.035 23.335 23.435 23.535 23.635 4/7/2008 18.458 19.383 20.449 21.571 22.757 24.009 24.309 24.409 24.509 24.609 10/06/2008 19.012 19.964 21.062 22.219 23.439 24.730 25.030 25.130 25.230 25.330 10/05/2009 19.582 20.563 21.694 22.886 24.142 25.472 25.772 25.872 25.972 26.072 HEALTH INFORMATION CODER TRAINEE 20658 9/26/2005 15.785 9/25/2006 16.416 10/8/2007 17.073 4/7/2008 17.795 10/06/2008 18.329 10/05/2009 18.879 INTERMEDIATE COMPUTER OPER-OC ONLY 20693 9/26/2005 18.248 19.159 19.799 21.546 22.056 23.472 23.772 23.872 23.972 24.072 9/25/2006 18.978 19.925 20.591 22.408 22.938 24.411 24.711 24.811 24.911 25.011 10/8/2007 19.737 20.722 21.415 23.304 23.856 25.387 25.687 25.787 25.887 25.987 4/7/2008 20.572 21.599 22.321 24.290 24.865 26.461 26.761 26.861 26.961 27.061 10/06/2008 21.189 22.246 22.990 25.018 25.611 27.255 27.555 27.655 27.755 27.855 10/05/2009 21.825 22.913 23.680 25.769 26.379 28.073 28.373 28.473 28.573 28.673 SENIOR COMPUTER OPER-OC ONLY 20694 9/26/2005 20.529 21.554 22.275 24.240 24.814 26.300 26.600 26.700 26.800 26.900 9/25/2006 21.350 22.416 23.166 25.210 25.807 27.352 27.652 27.752 27.852 27.952 10/8/2007 22.204 23.313 24.093 26.218 26.839 28.446 28.746 28.846 28.946 29.046 4/7/2008 23.143 24.299 25.112 27.327 27.974 29.649 29.949 30.049 30.149 30.249 10/06/2008 23.838 25.028 25.865 28.147 28.814 30.539 30.839 30.939 31.039 31.139 10/05/2009 24.553 25.779 26.641 28.991 29.678 31.455 31.755 31.855 31.955 32.055 PROFESSIONAL SERVICES CODER I 21024 9/26/2005 18.829 19.772 20.859 22.005 23.214 24.491 24.791 24.891 24.991 25.091 9/25/2006 19.582 20.563 21.693 22.885 24.143 25.471 25.771 25.871 25.971 26.071 10/8/2007 20.365 21.386 22.561 23.800 25.109 26.490 26.790 26.890 26.990 27.090 4/7/2008 21.226 22.291 23.515 24.807 26.171 27.611 27.911 28.011 28.111 28.211 10/06/2008 21.863 22.959 24.221 25.551 26.956 28.439 28.739 28.839 28.939 29.039 10/05/2009 22.519 23.648 24.948 26.318 27.765 29.292 29.592 29.692 29.792 29.892 258

SOUTHERN CALIFORNIA REGION BASE - PROCESSING/COMPUTER OPERATIONS PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR PROFESSIONAL SERVICES CODER II 21025 9/26/2005 22.595 23.726 25.030 26.406 27.857 29.149 29.449 29.549 29.649 29.749 EMERGENCY DEPARTMENT CODER 21026 9/25/2006 23.499 24.675 26.031 27.462 28.971 30.315 30.615 30.715 30.815 30.915 10/8/2007 24.439 25.662 27.072 28.560 30.130 31.528 31.828 31.928 32.028 32.128 4/7/2008 25.473 26.748 28.217 29.768 31.404 32.862 33.162 33.262 33.362 33.462 10/06/2008 26.237 27.550 29.064 30.661 32.347 33.847 34.147 34.247 34.347 34.447 10/05/2009 27.024 28.377 29.936 31.581 33.317 34.862 35.162 35.262 35.362 35.462 CERTIFIED HC INTERPRETER (ONE LANGUAGE) 21510 9/25/2006 18.398 19.319 20.383 21.502 22.685 23.932 24.232 24.332 24.432 24.535 10/8/2007 19.134 20.092 21.198 22.362 23.592 24.889 25.189 25.289 25.389 25.489 4/7/2008 19.943 20.942 22.095 23.308 24.590 25.942 26.242 26.342 26.442 26.542 10/06/2008 20.542 21.570 22.758 24.007 25.328 26.720 27.020 27.120 27.220 27.320 10/05/2009 21.158 22.217 23.441 24.727 26.088 27.522 27.822 27.922 28.022 28.122 CERTIFIED HC INTERPRETER (MULTI LINGUAL) 21511 9/25/2006 19.310 20.276 21.387 22.567 23.806 25.117 25.417 25.517 25.617 25.717 10/8/2007 20.082 21.087 22.242 23.470 24.758 26.122 26.422 26.522 26.622 26.722 4/7/2008 20.931 21.979 23.183 24.463 25.805 27.227 27.527 27.627 27.727 27.827 10/06/2008 21.559 22.638 23.878 25.197 26.579 28.044 28.344 28.444 28.544 28.644 10/05/2009 22.206 23.317 24.594 25.953 27.376 28.885 29.185 29.285 29.385 29.485 259

SOUTHERN CALIFORNIA REGION BASE - MARKET SENSITIVE - PATIENT CARE / TECHNICAL PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR CYTOTECHNOLOGIST 35604 9/26/2005 37.735 39.623 41.802 43.055 44.346 45.677 45.977 46.077 46.177 46.277 9/25/2006 39.244 41.208 43.474 44.777 46.120 47.504 47.804 47.904 48.004 48.104 10/8/2007 40.814 42.856 45.213 46.568 47.965 49.404 49.704 49.804 49.904 50.004 4/7/2008 42.540 44.669 47.126 48.538 49.994 51.494 51.794 51.894 51.994 52.094 10/06/2008 43.817 46.009 48.539 49.994 51.494 53.039 53.339 53.439 53.539 53.639 10/05/2009 45.132 47.389 49.995 51.494 53.039 54.630 54.930 55.030 55.130 55.230 CYTOTECHNOLOGIST QUALITY CONTROL 35600 9/26/2005 39.622 41.603 43.890 45.208 46.564 47.960 48.260 48.360 48.460 48.560 9/25/2006 41.207 43.267 45.646 47.016 48.427 49.878 50.178 50.278 50.378 50.478 10/8/2007 42.855 44.998 47.472 48.897 50.364 51.873 52.173 52.273 52.373 52.473 4/7/2008 44.668 46.901 49.480 50.965 52.494 54.067 54.367 54.467 54.567 54.667 10/06/2008 46.008 48.308 50.964 52.494 54.069 55.689 55.989 56.089 56.189 56.289 10/05/2009 47.388 49.757 52.493 54.069 55.691 57.360 57.660 57.760 57.860 57.960 260

SOUTHERN CALIFORNIA REGION BASE - MARKET SENSITIVE - PROCESSING & COMPUTER OPERATIONS PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR HEALTH INFORMATION CODER I 20659 9/26/2005 25.371 26.616 28.080 29.231 30.751 32.474 32.774 32.874 32.974 33.074 9/25/2006 26.386 27.681 29.203 30.400 31.981 33.773 34.073 34.173 34.273 34.373 10/8/2007 27.441 28.788 30.371 31.616 33.260 35.124 35.424 35.524 35.624 35.724 4/7/2008 28.602 30.006 31.656 32.953 34.667 36.610 36.910 37.010 37.110 37.210 10/06/2008 29.460 30.906 32.605 33.942 35.707 37.708 38.008 38.108 38.208 38.308 10/05/2009 30.344 31.833 33.583 34.960 36.778 38.839 39.139 39.239 39.339 39.439 HEALTH INFORMATION CODER II 20660 9/26/2005 28.754 30.165 31.824 33.128 34.854 36.803 37.103 37.203 37.303 37.403 9/25/2006 29.904 31.372 33.097 34.453 36.248 38.275 38.575 38.675 38.775 38.875 10/8/2007 31.100 32.627 34.421 35.831 37.698 39.806 40.106 40.206 40.306 40.406 4/7/2008 32.416 34.007 35.877 37.347 39.293 41.490 41.790 41.890 41.990 42.090 10/06/2008 33.388 35.027 36.953 38.467 40.471 42.734 43.034 43.134 43.234 43.334 10/05/2009 34.390 36.078 38.062 39.621 41.685 44.016 44.316 44.416 44.516 44.616 HEALTH INFORMATION CODER III 20661 9/26/2005 30.911 32.426 34.211 35.611 37.466 39.563 39.863 39.963 40.063 40.163 9/25/2006 32.147 33.723 35.579 37.035 38.965 41.146 41.446 41.546 41.646 41.746 10/8/2007 33.433 35.072 37.002 38.516 40.524 42.792 43.092 43.192 43.292 43.392 4/7/2008 34.847 36.556 38.567 40.145 42.238 44.602 44.902 45.002 45.102 45.202 10/06/2008 35.893 37.652 39.724 41.350 43.505 45.940 46.240 46.340 46.440 46.540 10/05/2009 36.970 38.782 40.916 42.591 44.810 47.318 47.618 47.718 47.818 47.918 261

SOUTHERN CALIFORNIA REGION BASE - PATIENT CARE / TECHNICAL DIAGNOSTIC IMAGING AND RELATED CLASSIFICATIONS PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR DIAG IMAG TECH - RADIOLOGY I 35924 9/26/2005 22.392 23.512 24.805 26.168 27.610 29.128 29.428 29.528 29.628 29.728 9/25/2006 23.288 24.452 25.797 27.215 28.714 30.293 30.593 30.693 30.793 30.893 10/8/2007 24.220 25.430 26.829 28.304 29.863 31.505 31.805 31.905 32.005 32.105 4/7/2008 25.245 26.506 27.964 29.501 31.126 32.838 33.138 33.238 33.338 33.438 10/06/2008 26.002 27.301 28.803 30.386 32.060 33.823 34.123 34.223 34.323 34.423 10/05/2009 26.782 28.120 29.667 31.298 33.022 34.838 35.138 35.238 35.338 35.438 PERIPHERAL VASCULAR TECHNOLOGIST I 36834 9/26/2005 22.765 23.906 25.219 26.604 28.068 29.610 29.910 30.010 30.110 30.210 9/25/2006 23.676 24.862 26.228 27.668 29.191 30.794 31.094 31.194 31.294 31.394 10/8/2007 24.623 25.856 27.277 28.775 30.359 32.026 32.326 32.426 32.526 32.626 4/7/2008 25.665 26.950 28.431 29.992 31.643 33.381 33.681 33.781 33.881 33.981 10/06/2008 26.434 27.758 29.284 30.892 32.592 34.382 34.682 34.782 34.882 34.982 10/05/2009 27.227 28.591 30.163 31.819 33.570 35.413 35.713 35.813 35.913 36.013 PULMONARY FUNCTIONS TECHNOLOGIST 36756 9/26/2005 25.086 26.344 27.790 29.317 30.931 32.630 32.930 33.030 33.130 33.230 9/25/2006 26.089 27.398 28.902 30.490 32.168 33.935 34.235 34.335 34.435 34.535 10/8/2007 27.133 28.494 30.058 31.710 33.455 35.292 35.592 35.692 35.792 35.892 4/7/2008 28.281 29.699 31.329 33.051 34.870 36.785 37.085 37.185 37.285 37.385 10/06/2008 29.129 30.590 32.269 34.043 35.916 37.888 38.188 38.288 38.388 38.488 10/05/2009 30.003 31.508 33.237 35.064 36.993 39.025 39.325 39.425 39.525 39.625 NEURODIAGNOSTIC TECHNOLOGIST 36713 9/26/2005 23.442 24.615 25.967 27.393 28.901 30.490 30.790 30.890 30.990 31.090 9/25/2006 24.380 25.600 27.006 28.489 30.057 31.710 32.010 32.110 32.210 32.310 10/8/2007 25.355 26.624 28.086 29.629 31.259 32.978 33.278 33.378 33.478 33.578 4/7/2008 26.428 27.750 29.274 30.882 32.581 34.373 34.673 34.773 34.873 34.973 10/06/2008 27.220 28.583 30.152 31.809 33.559 35.404 35.704 35.804 35.904 36.004 10/05/2009 28.037 29.440 31.057 32.763 34.566 36.466 36.766 36.866 36.966 37.066 DIAG IMAG TECH - RADIOLOGY II 35926 9/26/2005 27.051 28.132 29.257 30.428 31.645 32.910 33.210 33.310 33.410 33.510 9/25/2006 28.133 29.257 30.427 31.645 32.911 34.226 34.526 34.626 34.726 34.826 10/8/2007 29.258 30.427 31.644 32.911 34.227 35.595 35.895 35.995 36.095 36.195 4/7/2008 30.496 31.714 32.983 34.303 35.675 37.101 37.401 37.501 37.601 37.701 10/06/2008 31.410 32.665 33.972 35.332 36.745 38.214 38.514 38.614 38.714 38.814 10/05/2009 32.352 33.645 34.991 36.392 37.847 39.360 39.660 39.760 39.860 39.960 262

SOUTHERN CALIFORNIA REGION BASE - PATIENT CARE / TECHNICAL DIAGNOSTIC IMAGING AND RELATED CLASSIFICATIONS PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR ECHOCARDIOGRAM TECHNOLOGIST I 36720 9/26/2005 27.135 28.492 30.057 31.712 33.456 35.294 35.594 35.694 35.794 35.894 9/25/2006 28.220 29.632 31.259 32.980 34.794 36.706 37.006 37.106 37.206 37.306 10/8/2007 29.349 30.817 32.509 34.299 36.186 38.174 38.474 38.574 38.674 38.774 4/7/2008 30.590 32.121 33.884 35.750 37.717 39.789 40.089 40.189 40.289 40.389 10/06/2008 31.508 33.084 34.901 36.822 38.848 40.982 41.282 41.382 41.482 41.582 10/05/2009 32.453 34.077 35.948 37.927 40.013 42.211 42.511 42.611 42.711 42.811 RADIOISOTOPE TECHNOLOGIST 36814 9/26/2005 27.050 28.403 29.965 31.612 33.351 35.186 35.486 35.586 35.686 35.786 9/25/2006 28.132 29.539 31.164 32.876 34.685 36.593 36.893 36.993 37.093 37.193 10/8/2007 29.257 30.721 32.411 34.191 36.072 38.057 38.357 38.457 38.557 38.657 4/7/2008 30.495 32.020 33.782 35.637 37.598 39.667 39.967 40.067 40.167 40.267 10/06/2008 31.409 32.981 34.795 36.706 38.726 40.857 41.157 41.257 41.357 41.457 10/05/2009 32.351 33.970 35.839 37.807 39.888 42.083 42.383 42.483 42.583 42.683 MAMMOGRAPHY RADIOLOGIC TECH I 30486 9/26/2005 28.284 29.414 30.591 31.815 33.088 34.411 34.711 34.811 34.911 35.011 9/25/2006 29.415 30.591 31.815 33.088 34.412 35.787 36.087 36.187 36.287 36.387 10/8/2007 30.592 31.815 33.088 34.412 35.788 37.218 37.518 37.618 37.718 37.818 4/7/2008 31.886 33.161 34.488 35.868 37.302 38.792 39.092 39.192 39.292 39.392 10/06/2008 32.843 34.156 35.522 36.944 38.421 39.956 40.256 40.356 40.456 40.556 10/05/2009 33.828 35.181 36.588 38.052 39.574 41.155 41.455 41.555 41.655 41.755 PERFUSIONIST I 36718 9/26/2005 27.921 29.316 30.929 32.629 34.424 36.318 36.618 36.718 36.818 36.918 9/25/2006 29.038 30.489 32.166 33.934 35.801 37.771 38.071 38.171 38.271 38.371 10/8/2007 30.200 31.709 33.453 35.291 37.233 39.282 39.582 39.682 39.782 39.882 4/7/2008 31.477 33.050 34.868 36.784 38.808 40.944 41.244 41.344 41.444 41.544 10/06/2008 32.422 34.042 35.914 37.887 39.972 42.172 42.472 42.572 42.672 42.772 10/05/2009 33.395 35.063 36.991 39.024 41.171 43.437 43.737 43.837 43.937 44.037 DIAG IMAG TECH - MAMMO II 30487 9/26/2005 29.685 30.874 32.109 33.393 34.728 36.117 36.417 36.517 36.617 36.717 9/25/2006 30.872 32.109 33.393 34.729 36.117 37.562 37.862 37.962 38.062 38.162 10/8/2007 32.107 33.393 34.729 36.118 37.562 39.064 39.364 39.464 39.564 39.664 4/7/2008 33.465 34.806 36.198 37.646 39.151 40.716 41.016 41.116 41.216 41.316 10/06/2008 34.469 35.850 37.284 38.775 40.325 41.938 42.238 42.338 42.438 42.538 10/05/2009 35.503 36.926 38.403 39.938 41.535 43.196 43.496 43.596 43.696 43.796 263

SOUTHERN CALIFORNIA REGION BASE - PATIENT CARE / TECHNICAL DIAGNOSTIC IMAGING AND RELATED CLASSIFICATIONS PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR ECHOCARD TECHNOLOGIST II-LA ONLY 30473 9/26/2005 29.851 31.343 33.066 34.885 36.804 38.823 39.123 39.223 39.323 39.423 9/25/2006 31.045 32.597 34.389 36.280 38.276 40.376 40.676 40.776 40.876 40.976 10/8/2007 32.287 33.901 35.765 37.731 39.807 41.991 42.291 42.391 42.491 42.591 4/7/2008 33.653 35.335 37.278 39.327 41.491 43.767 44.067 44.167 44.267 44.367 10/06/2008 34.662 36.395 38.396 40.507 42.736 45.080 45.380 45.480 45.580 45.680 10/05/2009 35.702 37.487 39.548 41.722 44.018 46.432 46.732 46.832 46.932 47.032 DIAG IMAG TECH - MRI 35932 9/26/2005 31.211 32.460 33.758 35.109 36.512 37.972 38.272 38.372 38.472 38.572 9/25/2006 32.459 33.758 35.108 36.513 37.972 39.491 39.791 39.891 39.991 40.091 10/8/2007 33.757 35.108 36.512 37.974 39.491 41.071 41.371 41.471 41.571 41.671 4/7/2008 35.185 36.593 38.056 39.580 41.161 42.808 43.108 43.208 43.308 43.408 10/06/2008 36.240 37.691 39.198 40.768 42.396 44.093 44.393 44.493 44.593 44.693 10/05/2009 37.327 38.822 40.374 41.991 43.668 45.416 45.716 45.816 45.916 46.016 NUCLEAR MEDICAL TECHNOLOGIST 36826 9/26/2005 34.974 36.372 37.827 39.341 40.914 42.551 42.851 42.951 43.051 43.151 9/25/2006 36.373 37.827 39.340 40.915 42.551 44.253 44.553 44.653 44.753 44.853 10/8/2007 37.828 39.340 40.914 42.552 44.253 46.023 46.323 46.423 46.523 46.623 4/7/2008 39.428 41.004 42.645 44.352 46.125 47.970 48.270 48.370 48.470 48.570 10/06/2008 40.611 42.234 43.924 45.683 47.509 49.409 49.709 49.809 49.909 50.009 10/05/2009 41.829 43.501 45.242 47.053 48.934 50.891 51.191 51.291 51.391 51.491 CARDIAC CATH TECHNOLOGIST 36714 9/26/2005 30.937 32.175 33.462 34.800 36.193 37.636 37.936 38.036 38.136 38.236 DIAG IMAG TECH - RADIOLOG III 35928 9/25/2006 32.174 33.462 34.800 36.192 37.641 39.141 39.441 39.541 39.641 39.741 10/8/2007 33.461 34.800 36.192 37.640 39.147 40.707 41.007 41.107 41.207 41.307 4/7/2008 34.876 36.272 37.723 39.232 40.803 42.429 42.729 42.829 42.929 43.029 10/06/2008 35.923 37.360 38.855 40.409 42.027 43.702 44.002 44.102 44.202 44.302 10/05/2009 37.001 38.481 40.021 41.621 43.288 45.013 45.313 45.413 45.513 45.613 CARDIAC CATH RAD TECHNO-LA ONLY 35927 9/26/2005 34.782 36.174 37.621 39.126 40.691 42.319 42.619 42.719 42.819 42.919 INTERVENTIONAL RADIOLOGIC TECH 30798 9/25/2006 36.173 37.621 39.126 40.691 42.319 44.012 44.312 44.412 44.512 44.612 10/8/2007 37.620 39.126 40.691 42.319 44.012 45.772 46.072 46.172 46.272 46.372 4/7/2008 39.211 40.781 42.412 44.109 45.874 47.708 48.008 48.108 48.208 48.308 10/06/2008 40.388 42.004 43.685 45.432 47.250 49.139 49.439 49.539 49.639 49.739 10/05/2009 41.600 43.264 44.996 46.795 48.668 50.613 50.913 51.013 51.113 51.213 264

SOUTHERN CALIFORNIA REGION BASE - PATIENT CARE / TECHNICAL DIAGNOSTIC IMAGING AND RELATED CLASSIFICATIONS PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR PERFUSIONIST II 36717 9/26/2005 43.156 45.483 47.868 50.445 54.214 58.002 58.302 58.402 58.502 58.602 9/25/2006 44.882 47.302 49.783 52.463 56.383 60.322 60.622 60.722 60.822 60.922 10/8/2007 46.677 49.194 51.774 54.562 58.638 62.735 63.035 63.135 63.235 63.335 4/7/2008 48.651 51.275 53.964 56.870 61.118 65.389 65.689 65.789 65.889 65.989 10/06/2008 50.111 52.813 55.583 58.576 62.952 67.350 67.650 67.750 67.850 67.950 10/05/2009 51.614 54.397 57.250 60.333 64.841 69.371 69.671 69.771 69.871 69.971 Advanced Hiring Criteria New Graduate or Less than I year of experience Step 1 (Start rate) 1 year or more of experience Step 3 (2 year rate) 265

SOUTHERN CALIFORNIA REGION BASE - MARKET SENSITIVE PATIENT CARE / TECHNICAL DIAGNOSTIC IMAGING AND RELATED CLASSIFICATIONS PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR NEURODIAGNOSTIC TECHNO I - LA Only 36821 9/26/2005 31.774 33.363 35.197 37.132 39.177 41.329 41.629 41.729 41.829 41.929 9/25/2006 33.045 34.698 36.605 38.617 40.744 42.982 43.282 43.382 43.482 43.582 10/8/2007 34.367 36.086 38.069 40.162 42.374 44.701 45.001 45.101 45.201 45.301 4/7/2008 35.821 37.612 39.679 41.861 44.166 46.592 46.892 46.992 47.092 47.192 10/06/2008 36.895 38.741 40.870 43.117 45.491 47.990 48.290 48.390 48.490 48.590 10/05/2009 38.002 39.903 42.096 44.411 46.856 49.430 49.730 49.830 49.930 50.030 DIAGNOSTIC MEDICAL SONOGRAPHER 36836 9/26/2005 33.088 34.411 35.788 37.219 39.049 41.196 41.496 41.596 41.696 41.796 PERIPHERIAL VASCULAR TECHNOLOGIST II 36835 9/25/2006 34.412 35.787 37.220 38.708 40.611 42.844 43.144 43.244 43.344 43.444 10/8/2007 35.788 37.218 38.709 40.256 42.235 44.558 44.858 44.958 45.058 45.158 4/7/2008 37.302 38.792 40.346 41.959 44.022 46.443 46.743 46.843 46.943 47.043 10/06/2008 38.421 39.956 41.557 43.218 45.342 47.836 48.136 48.236 48.336 48.436 10/05/2009 39.574 41.155 42.804 44.515 46.702 49.271 49.571 49.671 49.771 49.871 RADIATION THERAPY TECHNOLOGIST 36816 9/26/2005 35.257 37.021 39.056 41.202 43.469 45.859 46.159 46.259 46.359 46.459 9/25/2006 36.667 38.502 40.618 42.850 45.208 47.693 47.993 48.093 48.193 48.293 10/8/2007 38.134 40.042 42.243 44.564 47.016 49.601 49.901 50.001 50.101 50.201 4/7/2008 39.747 41.736 44.030 46.449 49.005 51.699 51.999 52.099 52.199 52.299 10/06/2008 40.939 42.988 45.351 47.843 50.475 53.250 53.550 53.650 53.750 53.850 10/05/2009 42.167 44.278 46.712 49.278 51.989 54.848 55.148 55.248 55.348 55.448 RADIATION PLANNING THERAPIST 36820 9/26/2005 36.279 38.096 40.187 42.398 44.731 47.190 47.490 47.590 47.690 47.790 9/25/2006 37.730 39.620 41.794 44.094 46.520 49.078 49.378 49.478 49.578 49.678 10/8/2007 39.239 41.205 43.466 45.858 48.381 51.041 51.341 51.441 51.541 51.641 4/7/2008 40.899 42.948 45.305 47.798 50.428 53.200 53.500 53.600 53.700 53.800 10/06/2008 42.126 44.236 46.664 49.232 51.940 54.796 55.096 55.196 55.296 55.396 10/05/2009 43.390 45.563 48.064 50.709 53.498 56.440 56.740 56.840 56.940 57.040 NEURODIAGNOSTIC TECHNO II - LA Only 36822 9/26/2005 35.745 37.533 39.597 41.772 44.072 46.495 46.795 46.895 46.995 47.095 9/25/2006 37.175 39.034 41.181 43.443 45.835 48.355 48.655 48.755 48.855 48.955 10/8/2007 38.662 40.595 42.828 45.181 47.668 50.289 50.589 50.689 50.789 50.889 4/7/2008 40.297 42.312 44.640 47.092 49.684 52.416 52.716 52.816 52.916 53.016 10/06/2008 41.506 43.582 45.979 48.505 51.175 53.989 54.289 54.389 54.489 54.589 10/05/2009 42.751 44.889 47.358 49.960 52.710 55.609 55.909 56.009 56.109 56.209 ADVANCED HIRING CRITERIA New Graduate or Less than 1 year of experience Step 1 1 year or more of experience Step 3 (Start rate) 2 year rate) 266

SOUTHERN CALIFORNIA REGION BASE - PATIENT CARE / TECHNICAL DIAGNOSTIC IMAGING AND RELATED CLASSIFICATIONS, EFFECTIVE 06/10/02 ON-CALL (PER DIEM) 20% ADDITIONAL PAY, NO BENEFITS PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR DIAG IMAG TECH - RADIOLOGY I 30527 9/26/2005 26.870 28.214 29.766 31.402 33.132 34.954 35.254 35.354 35.454 35.554 9/25/2006 27.946 29.342 30.956 32.658 34.457 36.352 36.652 36.752 36.852 36.952 10/8/2007 29.064 30.516 32.195 33.965 35.836 37.806 38.106 38.206 38.306 38.406 4/7/2008 30.293 31.807 33.557 35.402 37.351 39.405 39.705 39.805 39.905 40.005 10/06/2008 31.202 32.761 34.564 36.463 38.472 40.588 40.888 40.988 41.088 41.188 10/05/2009 32.138 33.744 35.600 37.558 39.626 41.806 42.106 42.206 42.306 42.406 PERIPHERAL VASCULAR TECHNOLOGIST I 30528 9/26/2005 27.318 28.687 30.263 31.925 33.682 35.532 35.832 35.932 36.032 36.132 9/25/2006 28.411 29.834 31.474 33.202 35.029 36.953 37.253 37.353 37.453 37.553 10/8/2007 29.548 31.027 32.732 34.530 36.431 38.431 38.731 38.831 38.931 39.031 4/7/2008 30.797 32.340 34.117 35.991 37.972 40.057 40.357 40.457 40.557 40.657 10/06/2008 31.721 33.310 35.141 37.070 39.110 41.258 41.558 41.658 41.758 41.858 10/05/2009 32.672 34.309 36.196 38.183 40.284 42.496 42.796 42.896 42.996 43.096 *PULMONARY FUNCTIONS TECHNOLOGIST 30529 9/26/2005 30.103 31.613 33.348 35.180 37.117 39.156 39.456 39.556 39.656 39.756 9/25/2006 31.307 32.878 34.682 36.588 38.602 40.722 41.022 41.122 41.222 41.322 10/8/2007 32.560 34.193 36.070 38.052 40.146 42.350 42.650 42.750 42.850 42.950 4/7/2008 33.937 35.639 37.595 39.662 41.844 44.142 44.442 44.542 44.642 44.742 10/06/2008 34.955 36.708 38.723 40.852 43.099 45.466 45.826 45.946 46.066 46.186 10/05/2009 36.004 37.810 39.884 42.077 44.392 46.830 47.130 47.230 47.330 47.430 NEURODIAGNOSTIC TECHNOLOGIST 30530 9/26/2005 28.130 29.537 31.159 32.872 34.682 36.587 36.887 36.987 37.087 37.187 9/25/2006 29.256 30.720 32.407 34.187 36.068 38.052 38.352 38.452 38.552 38.652 10/8/2007 30.426 31.949 33.703 35.555 37.511 39.574 39.874 39.974 40.074 40.174 4/7/2008 31.713 33.300 35.129 37.059 39.098 41.248 41.548 41.648 41.748 41.848 10/06/2008 32.664 34.300 36.182 38.171 40.271 42.485 42.785 42.885 42.985 43.085 10/05/2009 33.644 35.328 37.268 39.316 41.479 43.759 44.059 44.159 44.259 44.359 DIAG IMAG TECH - RADIOLOGY II 30531 9/26/2005 32.461 33.758 35.108 36.514 37.974 39.492 39.792 39.892 39.992 40.092 9/25/2006 33.760 35.108 36.512 37.974 39.493 41.071 41.371 41.471 41.571 41.671 10/8/2007 35.110 36.512 37.973 39.493 41.072 42.714 43.014 43.114 43.214 43.314 4/7/2008 36.595 38.057 39.579 41.164 42.810 44.521 44.821 44.921 45.021 45.121 10/06/2008 37.692 39.198 40.766 42.398 44.094 45.857 46.157 46.257 46.357 46.457 10/05/2009 38.822 40.374 41.989 43.670 45.416 47.232 47.532 47.632 47.732 47.832 ECHOCARDIOGRAM TECHNOLOGIST I 30532 9/26/2005 32.562 34.190 36.068 38.054 40.147 42.353 42.653 42.753 42.853 42.953 9/25/2006 33.864 35.558 37.511 39.576 41.753 44.047 44.347 44.447 44.547 44.647 10/8/2007 35.219 36.980 39.011 41.159 43.423 45.809 46.109 46.209 46.309 46.409 4/7/2008 36.709 38.545 40.661 42.900 45.260 47.747 48.047 48.147 48.247 48.347 10/06/2008 37.810 39.701 41.881 44.186 46.618 49.178 49.478 49.578 49.678 49.778 10/05/2009 38.944 40.892 43.138 45.512 48.016 50.653 50.953 51.053 51.153 51.253 267

SOUTHERN CALIFORNIA REGION BASE - PATIENT CARE / TECHNICAL DIAGNOSTIC IMAGING AND RELATED CLASSIFICATIONS, EFFECTIVE 06/10/02 ON-CALL (PER DIEM) 20% ADDITIONAL PAY, NO BENEFITS PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR RADIOISOTOPE TECHNOLOGIST 30533 9/26/2005 32.459 34.083 35.957 37.935 40.021 42.223 42.523 42.623 42.723 42.823 9/25/2006 33.758 35.447 37.397 39.451 41.622 43.912 44.212 44.312 44.412 44.512 10/8/2007 35.108 36.865 38.893 41.029 43.286 45.668 45.968 46.068 46.168 46.268 4/7/2008 36.593 38.425 40.538 42.765 45.117 47.600 47.900 48.000 48.100 48.200 10/06/2008 37.691 39.577 41.754 44.047 46.471 49.028 49.328 49.428 49.528 49.628 10/05/2009 38.821 40.764 43.007 45.368 47.866 50.500 50.800 50.900 51.000 51.100 DIAG IMAG TECH - MAMMO I 30535 9/26/2005 33.941 35.297 36.709 38.178 39.706 41.293 41.593 41.693 41.793 41.893 9/25/2006 35.298 36.709 38.178 39.706 41.294 42.944 43.244 43.344 43.444 43.544 10/8/2007 36.710 38.178 39.706 41.294 42.946 44.662 44.962 45.062 45.162 45.262 4/7/2008 38.263 39.793 41.385 43.041 44.762 46.551 46.851 46.951 47.051 47.151 10/06/2008 39.412 40.987 42.626 44.333 46.105 47.947 48.247 48.347 48.447 48.547 10/05/2009 40.594 42.217 43.906 45.662 47.489 49.386 49.686 49.786 49.886 49.986 PERFUSIONIST I 30536 9/26/2005 33.504 35.178 37.115 39.155 41.309 43.582 43.882 43.982 44.082 44.182 9/25/2006 34.846 36.587 38.599 40.721 42.961 45.325 45.625 45.725 45.825 45.925 10/8/2007 36.240 38.051 40.144 42.349 44.680 47.138 47.438 47.538 47.638 47.738 4/7/2008 37.773 39.660 41.842 44.141 46.570 49.132 49.432 49.532 49.632 49.732 10/06/2008 38.906 40.850 43.097 45.464 47.966 50.606 50.906 51.006 51.106 51.206 10/05/2009 40.074 42.076 44.389 46.829 49.405 52.124 52.424 52.524 52.624 52.724 DIAG IMAG TECH - MAMMO II 30537 9/26/2005 35.622 37.049 38.531 40.072 41.674 43.340 43.640 43.740 43.840 43.940 9/25/2006 37.046 38.531 40.072 41.675 43.340 45.074 45.374 45.474 45.574 45.674 10/8/2007 38.528 40.072 41.675 43.342 45.074 46.877 47.177 47.277 47.377 47.477 4/7/2008 40.158 41.767 43.438 45.175 46.981 48.860 49.160 49.260 49.360 49.460 10/06/2008 41.363 43.020 44.741 46.530 48.390 50.326 50.626 50.726 50.826 50.926 10/05/2009 42.604 44.311 46.084 47.926 49.842 51.835 52.135 52.235 52.335 52.435 ECHOCARD TECHNOLOGIST II-LA ONLY 30538 9/26/2005 35.821 37.612 39.679 41.862 44.165 46.588 46.888 46.988 47.088 47.188 9/25/2006 37.254 39.116 41.267 43.536 45.931 48.451 48.751 48.851 48.951 49.051 10/8/2007 38.744 40.681 42.918 45.277 47.768 50.389 50.689 50.789 50.889 50.989 4/7/2008 40.383 42.402 44.733 47.192 49.789 52.521 52.821 52.921 53.021 53.121 10/06/2008 41.594 43.674 46.075 48.608 51.283 54.096 54.396 54.496 54.596 54.696 10/05/2009 42.842 44.984 47.458 50.066 52.822 55.718 56.018 56.118 56.218 56.318 DIAG IMAG TECH - MRI 30539 9/26/2005 37.453 38.952 40.510 42.131 43.814 45.566 45.866 45.966 46.066 46.166 9/25/2006 38.951 40.510 42.130 43.816 45.566 47.389 47.689 47.789 47.889 47.989 10/8/2007 40.508 42.130 43.814 45.569 47.389 49.285 49.585 49.685 49.785 49.885 4/7/2008 42.222 43.912 45.668 47.496 49.394 51.370 51.670 51.770 51.870 51.970 10/06/2008 43.488 45.229 47.038 48.922 50.875 52.912 53.212 53.312 53.412 53.512 10/05/2009 44.792 46.586 48.449 50.389 52.402 54.499 54.799 54.899 54.999 55.099 268

SOUTHERN CALIFORNIA REGION BASE - PATIENT CARE / TECHNICAL DIAGNOSTIC IMAGING AND RELATED CLASSIFICATIONS, EFFECTIVE 06/10/02 ON-CALL (PER DIEM) 20% ADDITIONAL PAY, NO BENEFITS PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR NUCLEAR MEDICAL TECHNOLOGIST 30540 9/26/2005 41.969 43.646 45.392 47.209 49.097 51.061 51.361 51.461 51.561 51.661 9/25/2006 43.648 45.392 47.208 49.098 51.061 53.104 53.404 53.504 53.604 53.704 10/8/2007 45.394 47.208 49.097 51.062 53.104 55.228 55.528 55.628 55.728 55.828 4/7/2008 47.314 49.205 51.174 53.222 55.350 57.564 57.864 57.964 58.064 58.164 10/06/2008 48.733 50.681 52.709 54.820 57.011 59.291 59.591 59.691 59.791 59.891 10/05/2009 50.195 52.201 54.290 56.464 58.721 61.069 61.369 61.469 61.569 61.669 CARDIAC CATH TECHNOLOGIST 30534 9/26/2005 37.124 38.610 40.154 41.760 43.432 45.163 45.463 45.563 45.663 45.763 DIAG IMAG TECH - RADIOLOGY III 30541 9/25/2006 38.609 40.154 41.760 43.430 45.169 46.969 47.269 47.369 47.469 47.569 10/8/2007 40.153 41.760 43.430 45.168 46.976 48.848 49.148 49.248 49.348 49.448 4/7/2008 41.852 43.526 45.268 47.079 48.964 50.915 51.215 51.315 51.415 51.515 10/06/2008 43.108 44.832 46.626 48.491 50.432 52.442 52.742 52.842 52.942 53.042 10/05/2009 44.401 46.177 48.025 49.945 51.946 54.016 54.316 54.416 54.516 54.616 CARDIAC CATH RAD TECHNO-LA ONLY 30542 9/26/2005 41.738 43.409 45.145 46.951 48.829 50.783 51.083 51.183 51.283 51.383 INTERVENTIONAL RADIOLOGIC TECH 30799 9/25/2006 43.408 45.145 46.951 48.829 50.783 52.814 53.114 53.214 53.314 53.414 10/8/2007 45.144 46.951 48.829 50.783 52.814 54.926 55.226 55.326 55.426 55.526 4/7/2008 47.054 48.937 50.895 52.931 55.048 57.250 57.550 57.650 57.750 57.850 10/06/2008 48.466 50.405 52.422 54.518 56.700 58.967 59.267 59.367 59.467 59.567 10/05/2009 49.920 51.917 53.995 56.154 58.402 60.736 61.036 61.136 61.236 61.336 PERFUSIONIST II 30543 9/26/2005 51.787 54.579 57.442 60.534 65.056 69.602 69.902 70.002 70.102 70.202 9/25/2006 53.858 56.762 59.740 62.956 67.660 72.386 72.686 72.786 72.886 72.986 10/8/2007 56.012 59.033 62.129 65.474 70.366 75.282 75.582 75.682 75.782 75.882 4/7/2008 58.382 61.530 64.757 68.244 73.342 78.466 78.766 78.866 78.966 79.066 10/06/2008 60.133 63.376 66.700 70.291 75.542 80.820 81.120 81.220 81.320 81.420 10/05/2009 61.937 65.276 68.700 72.400 77.809 83.245 83.545 83.645 83.745 83.845 269

SOUTHERN CALIFORNIA REGION BASE - MARKET SENSITIVE PATIENT CARE / TECHNICAL DIAGNOSTIC IMAGING AND RELATED CLASSIFICATIONS, EFFECTIVE 06/10/02 ON-CALL (PER DIEM) 20% ADDITIONAL PAY, NO BENEFITS PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR NEURODIAGNOSTIC TECHNO I - LA Only 30545 9/26/2005 38.129 40.034 42.236 44.558 47.012 49.595 49.895 49.995 50.095 50.195 9/25/2006 39.654 41.638 43.926 46.340 48.893 51.578 51.878 51.978 52.078 52.178 10/8/2007 41.240 43.303 45.683 48.194 50.849 53.641 53.941 54.041 54.141 54.241 4/7/2008 42.985 45.135 47.615 50.233 53.000 55.910 56.210 56.310 56.410 56.510 10/06/2008 44.274 46.489 49.044 51.740 54.589 57.588 57.888 57.988 58.088 58.188 10/05/2009 45.602 47.884 50.515 53.293 56.227 59.316 59.616 59.716 59.816 59.916 DIAG IMAG TECH - SONOGRAPHER 30546 9/26/2005 39.706 41.293 42.946 44.663 46.859 49.435 49.735 49.835 49.935 50.035 PERIPHERIAL VASCULAR TECHNOLOGIST II 30544 9/25/2006 41.294 42.944 44.664 46.450 48.733 51.413 51.713 51.813 51.913 52.013 10/8/2007 42.946 44.662 46.451 48.307 50.682 53.470 53.770 53.870 53.970 54.070 4/7/2008 44.762 46.551 48.416 50.351 52.826 55.731 56.031 56.131 56.231 56.331 10/06/2008 46.105 47.947 49.868 51.862 54.410 57.403 57.703 57.803 57.903 58.003 10/05/2009 47.489 49.386 51.365 53.418 56.042 59.125 59.425 59.525 59.625 59.725 RADIATION THERAPY TECHNOLOGIST 30547 9/26/2005 42.308 44.425 46.867 49.442 52.163 55.031 55.331 55.431 55.531 55.631 9/25/2006 44.000 46.202 48.742 51.420 54.250 57.232 57.532 57.632 57.732 57.832 10/8/2007 45.761 48.050 50.692 53.477 56.419 59.521 59.821 59.921 60.021 60.121 4/7/2008 47.696 50.083 52.836 55.739 58.806 62.039 62.339 62.439 62.539 62.639 10/06/2008 49.127 51.586 54.421 57.412 60.570 63.900 64.200 64.300 64.400 64.500 10/05/2009 50.600 53.134 56.054 59.134 62.387 65.818 66.118 66.218 66.318 66.418 RADIATION PLANNING THERAPIST 30548 9/26/2005 43.535 45.715 48.224 50.878 53.677 56.628 56.928 57.028 57.128 57.228 9/25/2006 45.276 47.544 50.153 52.913 55.824 58.894 59.194 59.294 59.394 59.494 10/8/2007 47.087 49.446 52.159 55.030 58.057 61.249 61.549 61.649 61.749 61.849 4/7/2008 49.079 51.538 54.366 57.357 60.513 63.840 64.140 64.240 64.340 64.440 10/06/2008 50.551 53.083 55.997 59.078 62.328 65.755 66.055 66.155 66.255 66.355 10/05/2009 52.068 54.676 57.677 60.851 64.198 67.728 68.028 68.128 68.228 68.328 NEURODIAGNOSTIC TECHNO II - LA Only 30549 9/26/2005 42.895 45.040 47.517 50.127 52.886 55.794 56.094 56.194 56.294 56.394 9/25/2006 44.610 46.841 49.417 52.132 55.002 58.026 58.326 58.426 58.526 58.626 10/8/2007 46.394 48.714 51.394 54.217 57.202 60.347 60.647 60.747 60.847 60.947 4/7/2008 48.357 50.775 53.568 56.511 59.621 62.899 63.199 63.299 63.399 63.499 10/06/2008 49.807 52.298 55.175 58.206 61.410 64.787 65.087 65.187 65.287 65.387 10/05/2009 51.301 53.867 56.830 59.952 63.252 66.731 67.031 67.131 67.231 67.331 270

SOUTHERN CALIFORNIA REGION WAGE RATES LEADS 271

SOUTHERN CALIFORNIA REGION LEAD - SERVICE, MAINTENANCE & PRODUCTION PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR LEAD PARKING LOT ATTENDANT 43359 9/26/2005 11.238 11.800 12.391 12.833 13.930 14.261 14.561 14.661 14.761 14.861 LEAD KITCHEN WORKER 45429 9/25/2006 11.688 12.272 12.887 13.346 14.487 14.831 15.131 15.231 15.331 15.431 LEAD LINEN ROOM ATTENDANT 40146 10/8/2007 12.156 12.763 13.402 13.880 15.066 15.424 15.724 15.824 15.924 16.024 4/7/2008 12.670 13.303 13.969 14.467 15.703 16.076 16.376 16.476 16.576 16.676 10/06/2008 13.050 13.702 14.388 14.901 16.174 16.558 16.858 16.958 17.058 17.158 10/05/2009 13.442 14.113 14.820 15.348 16.659 17.055 17.355 17.455 17.555 17.655 LEAD HOUSEKEEPING ATTENDANT 47839 9/26/2005 11.420 11.989 12.650 13.346 14.081 14.853 15.153 15.253 15.353 15.453 LEAD STOREROOM WORKER 43535 9/25/2006 11.877 12.469 13.156 13.880 14.644 15.447 15.747 15.847 15.947 16.047 10/8/2007 12.352 12.968 13.682 14.435 15.230 16.065 16.365 16.465 16.565 16.665 4/7/2008 12.874 13.517 14.261 15.046 15.874 16.745 17.045 17.145 17.245 17.345 10/06/2008 13.260 13.923 14.689 15.497 16.350 17.247 17.547 17.647 17.747 17.847 10/05/2009 13.658 14.341 15.130 15.962 16.841 17.764 18.064 18.164 18.264 18.364 LEAD STOREROOM WORKER 43552 9/26/2005 12.432 13.055 13.772 14.531 15.328 16.172 16.472 16.572 16.672 16.772 (OFF-SITE) 9/25/2006 12.929 13.577 14.323 15.112 15.941 16.819 17.119 17.219 17.319 17.419 10/8/2007 13.446 14.120 14.896 15.716 16.579 17.492 17.792 17.892 17.992 18.092 4/7/2008 14.015 14.717 15.526 16.381 17.280 18.232 18.532 18.632 18.732 18.832 10/06/2008 14.435 15.159 15.992 16.872 17.798 18.779 19.079 19.179 19.279 19.379 10/05/2009 14.868 15.614 16.472 17.378 18.332 19.342 19.642 19.742 19.842 19.942 LEAD COURIER 40189 9/26/2005 12.914 13.560 14.305 15.090 15.919 16.797 17.097 17.197 17.297 17.397 LEAD MEDICAL CENTER MESSENGER 40190 9/25/2006 13.431 14.102 14.877 15.694 16.556 17.469 17.769 17.869 17.969 18.069 10/8/2007 13.968 14.666 15.472 16.322 17.218 18.168 18.468 18.568 18.668 18.768 4/7/2008 14.559 15.286 16.126 17.012 17.946 18.937 19.237 19.337 19.437 19.537 10/06/2008 14.996 15.745 16.610 17.522 18.484 19.505 19.805 19.905 20.005 20.105 10/05/2009 15.446 16.217 17.108 18.048 19.039 20.090 20.390 20.490 20.590 20.690 LEAD SHIPPING & RECEIVING CLERK 40191 9/26/2005 13.294 13.959 14.724 15.535 16.388 17.290 17.590 17.690 17.790 17.890 9/25/2006 13.826 14.517 15.313 16.156 17.044 17.982 18.282 18.382 18.482 18.582 10/8/2007 14.379 15.098 15.926 16.802 17.726 18.701 19.001 19.101 19.201 19.301 4/7/2008 14.987 15.737 16.600 17.513 18.476 19.492 19.792 19.892 19.992 20.092 10/06/2008 15.437 16.209 17.098 18.038 19.030 20.077 20.377 20.477 20.577 20.677 10/05/2009 15.900 16.695 17.611 18.579 19.601 20.679 20.979 21.079 21.179 21.279 272

SOUTHERN CALIFORNIA REGION LEAD - SERVICE, MAINTENANCE & PRODUCTION PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR LEAD COOK 45476 9/26/2005 14.023 14.724 15.533 16.387 17.289 18.241 18.541 18.641 18.741 18.841 LEAD REGIONAL COURIER 40234 9/25/2006 14.584 15.313 16.154 17.042 17.981 18.971 19.271 19.371 19.471 19.571 10/8/2007 15.167 15.926 16.800 17.724 18.700 19.730 20.030 20.130 20.230 20.330 4/7/2008 15.809 16.600 17.511 18.474 19.491 20.565 20.865 20.965 21.065 21.165 10/06/2008 16.283 17.098 18.036 19.028 20.076 21.182 21.482 21.582 21.682 21.782 10/05/2009 16.771 17.611 18.577 19.599 20.678 21.817 22.117 22.217 22.317 22.417 LEAD CENTRAL PHARMACY 40033 9/26/2005 15.142 15.896 16.771 17.694 18.670 19.693 19.993 20.093 20.193 20.293 WAREHOUSE WORKER 9/25/2006 15.748 16.532 17.442 18.402 19.417 20.481 20.781 20.881 20.981 21.081 10/8/2007 16.378 17.193 18.140 19.138 20.194 21.300 21.600 21.700 21.800 21.900 4/7/2008 17.071 17.920 18.907 19.948 21.048 22.201 22.501 22.601 22.701 22.801 10/06/2008 17.583 18.458 19.474 20.546 21.679 22.867 23.167 23.267 23.367 23.467 10/05/2009 18.110 19.012 20.058 21.162 22.329 23.553 23.853 23.953 24.053 24.153 LEAD BOB TAIL TRUCK DRIVER 40192 9/26/2005 16.126 16.931 17.865 18.849 19.884 20.977 21.277 21.377 21.477 21.577 9/25/2006 16.771 17.608 18.580 19.603 20.679 21.816 22.116 22.216 22.316 22.416 10/8/2007 17.442 18.312 19.323 20.387 21.506 22.689 22.989 23.089 23.189 23.289 4/7/2008 18.180 19.087 20.140 21.249 22.416 23.649 23.949 24.049 24.149 24.249 10/06/2008 18.725 19.660 20.744 21.886 23.088 24.358 24.658 24.758 24.858 24.958 10/05/2009 19.287 20.250 21.366 22.543 23.781 25.089 25.389 25.489 25.589 25.689 273

SOUTHERN CALIFORNIA REGION LEAD - PATIENT CARE / TECHNICAL PID PID PID PID PID PID 01 05 08 09 10 11 JOB SAL STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE PLAN START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR LEAD TRANSPORTATION AIDE 30494 9/26/2005 11.467 12.041 12.432 13.647 13.941 15.106 15.406 15.506 15.606 15.706 9/25/2006 11.926 12.523 12.929 14.193 14.499 15.710 16.010 16.110 16.210 16.310 10/8/2007 12.403 13.024 13.446 14.761 15.079 16.338 16.638 16.738 16.838 16.938 4/7/2008 12.928 13.575 14.015 15.385 15.717 17.029 17.329 17.429 17.529 17.629 10/06/2008 13.316 13.982 14.435 15.847 16.189 17.540 17.840 17.940 18.040 18.140 10/05/2009 13.715 14.401 14.868 16.322 16.675 18.066 18.366 18.466 18.566 18.666 LEAD OPTICAL WORKER 30509 9/26/2005 13.604 14.293 15.009 15.869 16.367 16.751 17.051 17.151 17.251 17.351 9/25/2006 14.148 14.865 15.609 16.504 17.022 17.421 17.721 17.821 17.921 18.021 10/8/2007 14.714 15.460 16.233 17.164 17.703 18.118 18.418 18.518 18.618 18.718 4/7/2008 15.336 16.114 16.920 17.890 18.452 18.884 19.184 19.284 19.384 19.484 10/06/2008 15.796 16.597 17.428 18.427 19.006 19.451 19.751 19.851 19.951 20.051 10/05/2009 16.270 17.095 17.951 18.980 19.576 20.035 20.335 20.435 20.535 20.635 LEAD JUNIOR LAB ASSISTANT 35578 9/26/2005 13.770 14.461 15.182 16.023 16.504 16.671 16.971 17.071 17.171 17.271 LEAD LAB AIDE 35579 9/25/2006 14.321 15.039 15.789 16.664 17.164 17.338 17.638 17.738 17.838 17.938 10/8/2007 14.894 15.641 16.421 17.331 17.851 18.032 18.332 18.432 18.532 18.632 4/7/2008 15.524 16.303 17.116 18.064 18.606 18.795 19.095 19.195 19.295 19.395 10/06/2008 15.990 16.792 17.629 18.606 19.164 19.359 19.659 19.759 19.859 19.959 10/05/2009 16.470 17.296 18.158 19.164 19.739 19.940 20.240 20.340 20.440 20.540 LEAD CENTRAL SUPPLY TECH I 30275 9/26/2005 14.032 14.734 15.548 16.401 17.303 18.255 18.555 18.655 18.755 18.855 9/25/2006 14.593 15.323 16.170 17.057 17.995 18.985 19.285 19.385 19.485 19.585 10/8/2007 15.177 15.936 16.817 17.739 18.715 19.744 20.044 20.144 20.244 20.344 4/7/2008 15.819 16.610 17.528 18.489 19.507 20.579 20.879 20.979 21.079 21.179 10/06/2008 16.294 17.108 18.054 19.044 20.092 21.196 21.496 21.596 21.696 21.796 10/05/2009 16.783 17.621 18.596 19.615 20.695 21.832 22.132 22.232 22.332 22.432 LEAD CENTRAL SUPPLY TECH II 30276 9/26/2005 14.384 15.101 15.935 16.812 17.738 18.711 19.011 19.111 19.211 19.311 9/25/2006 14.959 15.705 16.572 17.484 18.448 19.459 19.759 19.859 19.959 20.059 10/8/2007 15.557 16.333 17.235 18.183 19.186 20.237 20.537 20.637 20.737 20.837 4/7/2008 16.215 17.024 17.964 18.952 19.998 21.093 21.393 21.493 21.593 21.693 10/06/2008 16.701 17.535 18.503 19.521 20.598 21.726 22.026 22.126 22.226 22.326 10/05/2009 17.202 18.061 19.058 20.107 21.216 22.378 22.678 22.778 22.878 22.978 LEAD LAB ASSISTANT I 35595 9/26/2005 14.662 15.395 16.164 17.124 17.706 18.191 18.491 18.591 18.691 18.791 9/25/2006 15.248 16.011 16.811 17.809 18.414 18.919 19.219 19.319 19.419 19.519 10/8/2007 15.858 16.651 17.483 18.521 19.151 19.676 19.976 20.076 20.176 20.276 4/7/2008 16.529 17.355 18.223 19.304 19.961 20.508 20.808 20.908 21.008 21.108 10/06/2008 17.025 17.876 18.770 19.883 20.560 21.123 21.423 21.523 21.623 21.723 10/05/2009 17.536 18.412 19.333 20.479 21.177 21.757 22.057 22.157 22.257 22.357 274

SOUTHERN CALIFORNIA REGION LEAD - PATIENT CARE / TECHNICAL PID PID PID PID PID PID 01 05 08 09 10 11 JOB SAL STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE PLAN START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR LEAD MULTIPHASIC HEALTH ASST 36959 9/26/2005 14.812 15.554 16.407 17.310 18.265 19.270 19.570 19.670 19.770 19.870 9/25/2006 15.404 16.176 17.063 18.002 18.996 20.041 20.341 20.441 20.541 20.641 10/8/2007 16.020 16.823 17.746 18.722 19.756 20.843 21.143 21.243 21.343 21.443 4/7/2008 16.698 17.535 18.497 19.514 20.592 21.725 22.025 22.125 22.225 22.325 10/06/2008 17.199 18.061 19.052 20.099 21.210 22.377 22.677 22.777 22.877 22.977 10/05/2009 17.715 18.603 19.624 20.702 21.846 23.048 23.348 23.448 23.548 23.648 LEAD CLINIC ASSISTANT 30510 9/26/2005 15.040 15.794 16.661 17.578 18.546 19.568 19.868 19.968 20.068 20.168 9/25/2006 15.642 16.426 17.327 18.281 19.288 20.351 20.651 20.751 20.851 20.951 10/8/2007 16.268 17.083 18.020 19.012 20.060 21.165 21.465 21.565 21.665 21.765 4/7/2008 16.956 17.806 18.782 19.816 20.909 22.060 22.360 22.460 22.560 22.660 10/06/2008 17.465 18.340 19.345 20.410 21.536 22.722 23.022 23.122 23.222 23.322 10/05/2009 17.989 18.890 19.925 21.022 22.182 23.404 23.704 23.804 23.904 24.004 LEAD MEDICAL ASSISTANT 30524 9/26/2005 15.115 15.872 16.743 17.664 18.638 19.664 19.964 20.064 20.164 20.264 9/25/2006 15.720 16.507 17.413 18.371 19.384 20.451 20.751 20.851 20.951 21.051 10/8/2007 16.349 17.167 18.110 19.106 20.159 21.269 21.569 21.669 21.769 21.869 4/7/2008 17.041 17.893 18.876 19.914 21.012 22.169 22.469 22.569 22.669 22.769 10/06/2008 17.552 18.430 19.442 20.511 21.642 22.834 23.134 23.234 23.334 23.434 10/05/2009 18.079 18.983 20.025 21.126 22.291 23.519 23.819 23.919 24.019 24.119 LEAD OPTICAL MECHANIC 37052 9/26/2005 14.875 15.618 16.398 17.291 17.946 18.061 18.361 18.461 18.561 18.661 9/25/2006 15.470 16.243 17.054 17.983 18.664 18.783 19.083 19.183 19.283 19.383 10/8/2007 16.089 16.893 17.736 18.702 19.411 19.534 19.834 19.934 20.034 20.134 4/7/2008 16.770 17.608 18.486 19.493 20.232 20.360 20.660 20.760 20.860 20.960 10/06/2008 17.273 18.136 19.041 20.078 20.839 20.971 21.271 21.371 21.471 21.571 10/05/2009 17.791 18.680 19.612 20.680 21.464 21.600 21.900 22.000 22.100 22.200 LEAD LAB ASSISTANT II 35589 9/26/2005 16.129 16.942 17.787 18.837 19.618 19.713 20.013 20.113 20.213 20.313 LEAD PHLEBOTOMIST 30495 9/25/2006 16.774 17.620 18.498 19.590 20.403 20.502 20.802 20.902 21.002 21.102 10/8/2007 17.445 18.325 19.238 20.374 21.219 21.322 21.622 21.722 21.822 21.922 4/7/2008 18.183 19.100 20.052 21.236 22.117 22.224 22.524 22.624 22.724 22.824 10/06/2008 18.728 19.673 20.654 21.873 22.781 22.891 23.191 23.291 23.391 23.491 10/05/2009 19.290 20.263 21.274 22.529 23.464 23.578 23.878 23.978 24.078 24.178 LEAD RAD PROC SERV TECH 30496 9/26/2005 16.614 17.448 18.320 19.403 20.206 20.305 20.605 20.705 20.805 20.905 9/25/2006 17.279 18.146 19.053 20.179 21.014 21.117 21.417 21.517 21.617 21.717 10/8/2007 17.970 18.872 19.815 20.986 21.855 21.962 22.262 22.362 22.462 22.562 4/7/2008 18.730 19.670 20.653 21.874 22.779 22.891 23.191 23.291 23.391 23.491 10/06/2008 19.292 20.260 21.273 22.530 23.462 23.578 23.878 23.978 24.078 24.178 10/05/2009 19.871 20.868 21.911 23.206 24.166 24.285 24.585 24.685 24.785 24.885 275

SOUTHERN CALIFORNIA REGION LEAD - PATIENT CARE / TECHNICAL PID PID PID PID PID PID 01 05 08 09 10 11 JOB SAL STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE PLAN START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR LEAD EKG TECHNICIAN 30180 9/26/2005 17.885 18.780 19.814 20.902 22.053 23.265 23.565 23.665 23.765 23.865 9/25/2006 18.600 19.531 20.607 21.738 22.935 24.196 24.496 24.596 24.696 24.796 10/8/2007 19.344 20.312 21.431 22.608 23.852 25.164 25.464 25.564 25.664 25.764 4/7/2008 20.162 21.171 22.338 23.564 24.861 26.228 26.528 26.628 26.728 26.828 10/06/2008 20.767 21.806 23.008 24.271 25.607 27.015 27.315 27.415 27.515 27.615 10/05/2009 21.390 22.460 23.698 24.999 26.375 27.825 28.125 28.225 28.325 28.425 LEAD OPTICAL DISPENSER 30356 9/26/2005 17.749 18.729 19.663 20.965 22.326 23.690 23.990 24.090 24.190 24.290 LEAD OPTICAL TECHNICIAN 37055 9/25/2006 18.459 19.478 20.450 21.804 23.219 24.638 24.938 25.038 25.138 25.238 LEAD TISSUE TECHNICIAN 35599 10/8/2007 19.197 20.257 21.268 22.676 24.148 25.624 25.924 26.024 26.124 26.224 4/7/2008 20.009 21.114 22.168 23.635 25.169 26.708 27.008 27.108 27.208 27.308 10/06/2008 20.609 21.747 22.833 24.344 25.924 27.509 27.809 27.909 28.009 28.109 10/05/2009 21.227 22.399 23.518 25.074 26.702 28.334 28.634 28.734 28.834 28.934 LEAD LVN I 30130 9/26/2005 18.362 19.278 20.340 21.458 22.638 23.883 24.183 24.283 24.383 24.483 9/25/2006 19.096 20.049 21.154 22.316 23.544 24.838 25.138 25.238 25.338 25.438 10/8/2007 19.860 20.851 22.000 23.209 24.486 25.832 26.132 26.232 26.332 26.432 4/7/2008 20.700 21.733 22.931 24.191 25.522 26.925 27.225 27.325 27.425 27.525 10/06/2008 21.321 22.385 23.619 24.917 26.288 27.733 28.033 28.133 28.233 28.333 10/05/2009 21.961 23.057 24.328 25.665 27.077 28.565 28.865 28.965 29.065 29.165 LEAD UROLOGY TECHNOLOGIST 30497 9/26/2005 18.930 19.878 20.971 22.122 23.339 24.624 24.924 25.024 25.124 25.224 9/25/2006 19.687 20.673 21.810 23.007 24.273 25.609 25.909 26.009 26.109 26.209 10/8/2007 20.474 21.500 22.682 23.927 25.244 26.633 26.933 27.033 27.133 27.233 4/7/2008 21.340 22.409 23.641 24.939 26.312 27.760 28.060 28.160 28.260 28.360 10/06/2008 21.980 23.081 24.350 25.687 27.101 28.593 28.893 28.993 29.093 29.193 10/05/2009 22.639 23.773 25.081 26.458 27.914 29.451 29.751 29.851 29.951 30.051 LEAD LVN II 36298 9/26/2005 18.597 19.525 20.602 21.730 22.928 24.188 24.488 24.588 24.688 24.788 9/25/2006 19.341 20.306 21.426 22.599 23.845 25.156 25.456 25.556 25.656 25.756 10/8/2007 20.115 21.118 22.283 23.503 24.799 26.162 26.462 26.562 26.662 26.762 4/7/2008 20.966 22.011 23.226 24.497 25.848 27.269 27.569 27.669 27.769 27.869 10/06/2008 21.595 22.671 23.923 25.232 26.623 28.087 28.387 28.487 28.587 28.687 10/05/2009 22.243 23.351 24.641 25.989 27.422 28.930 29.230 29.330 29.430 29.530 LEAD LVN III 36302 9/26/2005 19.310 20.276 21.387 22.567 23.806 25.117 25.417 25.517 25.617 25.717 9/25/2006 20.082 21.087 22.242 23.470 24.758 26.122 26.422 26.522 26.622 26.722 10/8/2007 20.885 21.930 23.132 24.409 25.748 27.167 27.467 27.567 27.667 27.767 4/7/2008 21.768 22.858 24.110 25.442 26.837 28.316 28.616 28.716 28.816 28.916 10/06/2008 22.421 23.544 24.833 26.205 27.642 29.165 29.465 29.565 29.665 29.765 10/05/2009 23.094 24.250 25.578 26.991 28.471 30.040 30.340 30.440 30.540 30.640 276

SOUTHERN CALIFORNIA REGION LEAD - PATIENT CARE / TECHNICAL PID PID PID PID PID PID 01 05 08 09 10 11 JOB SAL STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE PLAN START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR LEAD ANESTHESIA TECH 30526 9/26/2005 19.616 20.600 21.730 22.926 24.187 25.516 25.816 25.916 26.016 26.116 LEAD AUTOPSY TISSUE TECH ASST 30515 9/25/2006 20.401 21.424 22.599 23.843 25.154 26.537 26.837 26.937 27.037 27.137 LEAD EEG TECH 30498 10/8/2007 21.217 22.281 23.503 24.797 26.160 27.598 27.898 27.998 28.098 28.198 LEAD HEALTH EVALUATION ASST 30499 4/7/2008 22.114 23.223 24.497 25.846 27.267 28.765 29.065 29.165 29.265 29.365 LEAD LAB ASSISTANT III 30506 10/06/2008 22.777 23.920 25.232 26.621 28.085 29.628 29.928 30.028 30.128 30.228 LEAD PODIATRY TECH 30513 10/05/2009 23.460 24.638 25.989 27.420 28.928 30.517 30.817 30.917 31.017 31.117 LEAD POLYSOMN TECHNO 30511 9/26/2005 20.961 22.007 23.217 24.497 25.844 27.264 27.564 27.664 27.764 27.864 9/25/2006 21.799 22.887 24.146 25.477 26.878 28.355 28.655 28.755 28.855 28.955 10/8/2007 22.671 23.802 25.112 26.496 27.953 29.489 29.789 29.889 29.989 30.089 4/7/2008 23.630 24.809 26.174 27.617 29.135 30.736 31.036 31.136 31.236 31.336 10/06/2008 24.339 25.553 26.959 28.446 30.009 31.658 31.958 32.058 32.158 32.258 10/05/2009 25.069 26.320 27.768 29.299 30.909 32.608 32.908 33.008 33.108 33.208 LEAD LIC PHYSICAL THERAPY ASST 30769 9/26/2005 21.835 22.925 24.187 25.517 26.921 28.401 28.701 28.801 28.901 29.001 9/25/2006 22.708 23.842 25.154 26.538 27.998 29.537 29.837 29.937 30.037 30.137 10/8/2007 23.616 24.796 26.160 27.600 29.118 30.718 31.018 31.118 31.218 31.318 4/7/2008 24.615 25.845 27.267 28.767 30.350 32.017 32.317 32.417 32.517 32.617 10/06/2008 25.353 26.620 28.085 29.630 31.261 32.978 33.278 33.378 33.478 33.578 10/05/2009 26.114 27.419 28.928 30.519 32.199 33.967 34.267 34.367 34.467 34.567 LEAD HISTOLOGY TECHNO 35613 9/26/2005 22.875 24.018 25.341 26.733 28.203 29.758 30.058 30.158 30.258 30.358 9/25/2006 23.790 24.979 26.355 27.802 29.331 30.948 31.248 31.348 31.448 31.548 10/8/2007 24.742 25.978 27.409 28.914 30.504 32.186 32.486 32.586 32.686 32.786 4/7/2008 25.789 27.077 28.568 30.137 31.794 33.547 33.847 33.947 34.047 34.147 10/06/2008 26.563 27.889 29.425 31.041 32.748 34.553 34.853 34.953 35.053 35.153 10/05/2009 27.360 28.726 30.308 31.972 33.730 35.590 35.890 35.990 36.090 36.190 LEAD RESP CARE PRAC I 35739 9/26/2005 26.948 28.228 29.704 31.261 32.903 34.639 34.939 35.039 35.139 35.239 9/25/2006 28.026 29.357 30.892 32.511 34.219 36.025 36.325 36.425 36.525 36.625 10/8/2007 29.147 30.531 32.128 33.811 35.588 37.466 37.766 37.866 37.966 38.066 4/7/2008 30.380 31.822 33.487 35.241 37.093 39.051 39.351 39.451 39.551 39.651 10/06/2008 31.291 32.777 34.492 36.298 38.206 40.223 40.523 40.623 40.723 40.823 10/05/2009 32.230 33.760 35.527 37.387 39.352 41.430 41.730 41.830 41.930 42.030 277

SOUTHERN CALIFORNIA REGION LEAD - PATIENT CARE / TECHNICAL PID PID PID PID PID PID 01 05 08 09 10 11 JOB SAL STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE PLAN START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR LEAD RESP CARE PRAC II 35738 9/26/2005 27.258 28.552 30.044 31.621 33.282 35.037 35.337 35.437 35.537 35.637 9/25/2006 28.348 29.694 31.246 32.886 34.613 36.438 36.738 36.838 36.938 37.038 10/8/2007 29.482 30.882 32.496 34.201 35.998 37.896 38.196 38.296 38.396 38.496 4/7/2008 30.729 32.188 33.871 35.648 37.521 39.499 39.799 39.899 39.999 40.099 10/06/2008 31.651 33.154 34.887 36.717 38.647 40.684 40.984 41.084 41.184 41.284 10/05/2009 32.601 34.149 35.934 37.819 39.806 41.905 42.205 42.305 42.405 42.505 LEAD RESP CARE PRAC III 35742 9/26/2005 27.528 28.834 30.342 31.936 33.613 35.384 35.684 35.784 35.884 35.984 9/25/2006 28.629 29.987 31.556 33.213 34.958 36.799 37.099 37.199 37.299 37.399 10/8/2007 29.774 31.186 32.818 34.542 36.356 38.271 38.571 38.671 38.771 38.871 4/7/2008 31.033 32.505 34.206 36.003 37.894 39.890 40.190 40.290 40.390 40.490 10/06/2008 31.964 33.480 35.232 37.083 39.031 41.087 41.387 41.487 41.587 41.687 10/05/2009 32.923 34.484 36.289 38.195 40.202 42.320 42.620 42.720 42.820 42.920 *LEAD SOLUTIONS TECHNO 30500 9/26/2005 24.733 25.907 27.261 28.693 30.200 31.792 32.092 32.192 32.292 32.392 9/25/2006 25.722 26.943 28.351 29.841 31.408 33.064 33.364 33.464 33.564 33.664 10/8/2007 26.751 28.021 29.485 31.035 32.664 34.387 34.687 34.787 34.887 34.987 4/7/2008 27.883 29.206 30.732 32.348 34.046 35.842 36.142 36.242 36.342 36.442 10/06/2008 28.719 30.082 31.654 33.318 35.067 36.917 37.217 37.317 37.417 37.517 10/05/2009 29.581 30.984 32.604 34.318 36.119 38.025 38.325 38.425 38.525 38.625 LEAD ORTHO TECHNO 30501 9/26/2005 24.039 25.240 26.627 28.091 29.638 31.265 31.565 31.665 31.765 31.865 9/25/2006 25.001 26.250 27.692 29.215 30.824 32.516 32.816 32.916 33.016 33.116 10/8/2007 26.001 27.300 28.800 30.384 32.057 33.817 34.117 34.217 34.317 34.417 4/7/2008 27.101 28.455 30.018 31.669 33.413 35.247 35.547 35.647 35.747 35.847 10/06/2008 27.914 29.309 30.919 32.619 34.415 36.304 36.604 36.704 36.804 36.904 10/05/2009 28.751 30.188 31.847 33.598 35.447 37.393 37.693 37.793 37.893 37.993 LEAD CYTOGENETIC TECHNOLOGIST 30807 9/25/2006 33.246 34.910 36.830 38.854 40.993 43.248 43.548 43.648 43.748 43.848 10/8/2007 34.576 36.306 38.303 40.408 42.633 44.978 45.278 45.378 45.478 45.578 4/7/2008 36.039 37.842 39.923 42.117 44.436 46.881 47.181 47.281 47.381 47.481 10/06/2008 37.120 38.977 41.121 43.381 45.769 48.287 48.587 48.687 48.787 48.887 10/05/2009 38.234 40.146 42.355 44.682 47.142 49.736 50.036 50.136 50.236 50.336 278

SOUTHERN CALIFORNIA REGION LEAD - PROCESSING / COMPUTER OPERATIONS PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR LEAD APPOINTMENT DATA CLERK 20942 9/26/2005 13.211 13.875 14.637 15.441 16.293 17.187 17.487 17.587 17.687 17.787 LEAD CHART ROOM CLERK 24599 9/25/2006 13.739 14.430 15.222 16.059 16.945 17.874 18.174 18.274 18.374 18.474 LEAD ENTRY CLERK 20640 10/8/2007 14.289 15.007 15.831 16.701 17.623 18.589 18.889 18.989 19.089 19.189 LEAD FILE CLERK 20042 4/7/2008 14.893 15.642 16.501 17.407 18.368 19.375 19.675 19.775 19.875 19.975 LEAD X-RAY CLERK 20492 10/06/2008 15.340 16.111 16.996 17.929 18.919 19.956 20.256 20.356 20.456 20.556 10/05/2009 15.800 16.594 17.506 18.467 19.487 20.555 20.855 20.955 21.055 21.155 LEAD ACCOUNTS PAYABLE CLERK 20629 9/26/2005 13.795 14.487 15.282 16.124 17.008 17.943 18.243 18.343 18.443 18.543 LEAD BIRTH CERTIFICATE CLERK 24528 9/25/2006 14.347 15.066 15.893 16.769 17.688 18.661 18.961 19.061 19.161 19.261 LEAD COMMUNICATIONS OPERATOR 24829 10/8/2007 14.921 15.669 16.529 17.440 18.396 19.407 19.707 19.807 19.907 20.007 LEAD DATA ENTRY CLERK 24627 4/7/2008 15.552 16.332 17.228 18.178 19.174 20.228 20.528 20.628 20.728 20.828 LEAD DIETARY CASHIER 25141 10/06/2008 16.019 16.822 17.745 18.723 19.749 20.835 21.135 21.235 21.335 21.435 LEAD DIET CLERK 20696 10/05/2009 16.500 17.327 18.277 19.285 20.341 21.460 21.760 21.860 21.960 22.060 LEAD DOCUMENT PREP ASST 20684 LEAD GENERAL CLERK 20641 LEAD LAB CLERK 25059 LEAD STOREROOM CLERK 20628 LEAD TRANSPORTATION ORDERLY / 20650 DISPATCHER LEAD ACCT RECONCIL CLERK 24180 9/26/2005 14.402 15.122 15.955 16.833 17.757 18.734 19.034 19.134 19.234 19.334 LEAD BLOOD DONOR RECRUITER 25057 9/25/2006 14.978 15.727 16.593 17.506 18.467 19.483 19.783 19.883 19.983 20.083 LEAD BUSINESS OFFICE CLERK 20109 10/8/2007 15.577 16.356 17.257 18.206 19.206 20.262 20.562 20.662 20.762 20.862 LEAD CASHIER RECEPTIONIST 25139 4/7/2008 16.236 17.048 17.987 18.976 20.018 21.119 21.419 21.519 21.619 21.719 LEAD CLERK STENO 24045 10/06/2008 16.723 17.559 18.527 19.545 20.619 21.753 22.053 22.153 22.253 22.353 LEAD COLLECTION SUPPORT REP 20642 10/05/2009 17.225 18.086 19.083 20.131 21.238 22.406 22.706 22.806 22.906 23.006 LEAD CONTACT LENS EXPEDITER 21045 LEAD CASE CORRESPONDENCE CLERK 21049 LEAD CUSTOMER SERVICE PHONE REP 24781 LEAD DRUG PURCHASING CLERK 24152 LEAD INTERMEDIATE CLERK 20643 LEAD RECEPTIONIST 25129 LEAD SUBPOENA CLERK 20631 LEAD CASHIER (PBS) 20973 LEAD CLAIMS PROCESSOR 30779 LEAD APPOINTMENT CLERK 20630 9/26/2005 14.688 15.425 16.273 17.168 18.113 19.109 19.409 19.509 19.609 19.709 LEAD DEPARTMENT SECRETARY 20651 9/25/2006 15.276 16.042 16.924 17.855 18.838 19.873 20.173 20.273 20.373 20.473 10/8/2007 15.887 16.684 17.601 18.569 19.592 20.668 20.968 21.068 21.168 21.268 4/7/2008 16.559 17.390 18.346 19.354 20.421 21.542 21.842 21.942 22.042 22.142 10/06/2008 17.056 17.912 18.896 19.935 21.034 22.188 22.488 22.588 22.688 22.788 10/05/2009 17.568 18.449 19.463 20.533 21.665 22.854 23.154 23.254 23.354 23.454 279

SOUTHERN CALIFORNIA REGION LEAD - PROCESSING / COMPUTER OPERATIONS PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR LEAD DATA ENTRY OPERATOR 24649 9/26/2005 14.499 15.226 16.062 16.946 17.876 18.860 19.160 19.260 19.360 19.460 9/25/2006 15.079 15.835 16.704 17.624 18.591 19.614 19.914 20.014 20.114 20.214 10/8/2007 15.682 16.468 17.372 18.329 19.335 20.399 20.699 20.799 20.899 20.999 4/7/2008 16.345 17.165 18.107 19.104 20.153 21.262 21.562 21.662 21.762 21.862 10/06/2008 16.835 17.680 18.650 19.677 20.758 21.900 22.200 22.300 22.400 22.500 10/05/2009 17.340 18.210 19.210 20.267 21.381 22.557 22.857 22.957 23.057 23.157 LEAD ADMITTING CLERK 20122 9/26/2005 14.547 15.271 16.115 17.001 17.934 18.921 19.221 19.321 19.421 19.521 LEAD HOME HEALTH CLERK 20632 9/25/2006 15.129 15.882 16.760 17.681 18.651 19.678 19.978 20.078 20.178 20.278 10/8/2007 15.734 16.517 17.430 18.388 19.397 20.465 20.765 20.865 20.965 21.065 4/7/2008 16.400 17.216 18.167 19.166 20.217 21.331 21.631 21.731 21.831 21.931 10/06/2008 16.892 17.732 18.712 19.741 20.824 21.971 22.271 22.371 22.471 22.571 10/05/2009 17.399 18.264 19.273 20.333 21.449 22.630 22.930 23.030 23.130 23.230 LEAD MED CORRESPONDENCE CLK 20705 9/26/2005 14.833 15.578 16.437 17.338 18.290 19.299 19.599 19.699 19.799 19.899 LEAD DME CLERK 21053 9/25/2006 15.426 16.201 17.094 18.032 19.022 20.071 20.371 20.471 20.571 20.671 10/8/2007 16.043 16.849 17.778 18.753 19.783 20.874 21.174 21.274 21.374 21.474 4/7/2008 16.722 17.562 18.530 19.546 20.620 21.757 22.057 22.157 22.257 22.357 10/06/2008 17.224 18.089 19.086 20.132 21.239 22.410 22.710 22.810 22.910 23.010 10/05/2009 17.741 18.632 19.659 20.736 21.876 23.082 23.382 23.482 23.582 23.682 LEAD BUSINESS SERVICES REP 20934 9/26/2005 14.841 15.583 16.438 17.342 18.296 19.303 19.603 19.703 19.803 19.903 LEAD CUSTOMER SERVICE REP 20644 9/25/2006 15.435 16.206 17.096 18.036 19.028 20.075 20.375 20.475 20.575 20.675 LEAD GRP REVIEWER 24695 10/8/2007 16.052 16.854 17.780 18.757 19.789 20.878 21.178 21.278 21.378 21.478 LEAD MBSHP SRV CLK 20365 4/7/2008 16.731 17.567 18.532 19.550 20.626 21.761 22.061 22.161 22.261 22.361 LEAD RECORDS CLERK 20263 10/06/2008 17.233 18.094 19.088 20.137 21.245 22.414 22.714 22.814 22.914 23.014 LEAD MEDICARE REIMBRSMNT PROC 20945 10/05/2009 17.750 18.637 19.661 20.741 21.882 23.086 23.386 23.486 23.586 23.686 LEAD SURGERY SCHEDULING CLERK 20209 9/26/2005 15.166 15.924 16.800 17.724 18.699 19.727 20.027 20.127 20.227 20.327 9/25/2006 15.773 16.561 17.472 18.433 19.447 20.516 20.816 20.916 21.016 21.116 10/8/2007 16.404 17.223 18.171 19.170 20.225 21.337 21.637 21.737 21.837 21.937 4/7/2008 17.098 17.952 18.940 19.981 21.081 22.240 22.540 22.640 22.740 22.840 10/06/2008 17.611 18.491 19.508 20.580 21.713 22.907 23.207 23.307 23.407 23.507 10/05/2009 18.139 19.046 20.093 21.197 22.364 23.594 23.894 23.994 24.094 24.194 LEAD ASSISTANT COLLECTOR 20653 9/26/2005 15.285 16.050 16.931 17.863 18.845 19.882 20.182 20.282 20.382 20.482 9/25/2006 15.896 16.692 17.608 18.578 19.599 20.677 20.977 21.077 21.177 21.277 10/8/2007 16.532 17.360 18.312 19.321 20.383 21.504 21.804 21.904 22.004 22.104 4/7/2008 17.231 18.094 19.087 20.138 21.245 22.414 22.714 22.814 22.914 23.014 10/06/2008 17.748 18.637 19.660 20.742 21.882 23.086 23.386 23.486 23.586 23.686 10/05/2009 18.280 19.196 20.250 21.364 22.538 23.779 24.079 24.179 24.279 24.379 280

SOUTHERN CALIFORNIA REGION LEAD - PROCESSING / COMPUTER OPERATIONS PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR LEAD CLERK 20633 9/26/2005 16.256 17.070 18.008 18.999 20.043 21.147 21.447 21.547 21.647 21.747 LEAD MEDICAL AUDIT CLERK 20652 9/25/2006 16.906 17.753 18.728 19.759 20.845 21.993 22.293 22.393 22.493 22.593 LEAD MEDICAL SECRETARY 20634 10/8/2007 17.582 18.463 19.477 20.549 21.679 22.873 23.173 23.273 23.373 23.473 LEAD MEMBERSHIP ACCTG COORD 20635 4/7/2008 18.326 19.244 20.301 21.418 22.596 23.841 24.141 24.241 24.341 24.441 LEAD OPTICAL SCANNER OPER 20636 10/06/2008 18.876 19.821 20.910 22.061 23.274 24.556 24.856 24.956 25.056 25.156 LEAD PSYCH SOCIAL CLERK 20647 10/05/2009 19.442 20.416 21.537 22.723 23.972 25.293 25.593 25.693 25.793 25.893 LEAD INDUSTRIAL BILLER 20645 9/26/2005 17.191 18.050 19.045 20.091 21.197 22.363 22.663 22.763 22.863 22.963 LEAD INSURANCE BILLER 20637 9/25/2006 17.879 18.772 19.807 20.895 22.045 23.258 23.558 23.658 23.758 23.858 LEAD MEDICAL REVIEWER 20938 10/8/2007 18.594 19.523 20.599 21.731 22.927 24.188 24.488 24.588 24.688 24.788 LEAD REVENUE BILLER 20646 4/7/2008 19.381 20.349 21.470 22.650 23.897 25.211 25.511 25.611 25.711 25.811 LEAD BILLER (PBS) 20967 10/06/2008 19.962 20.959 22.114 23.330 24.614 25.967 26.267 26.367 26.467 26.567 LEAD OHS CLAIMS PROCESSOR 21048 10/05/2009 20.561 21.588 22.777 24.030 25.352 26.746 27.046 27.146 27.246 27.346 LEAD INDUSTRIAL EOB PROCESSOR 20648 9/26/2005 17.557 18.316 19.324 20.385 21.506 22.691 22.991 23.091 23.191 23.291 9/25/2006 18.259 19.049 20.097 21.200 22.366 23.599 23.899 23.999 24.099 24.199 10/8/2007 18.989 19.811 20.901 22.048 23.261 24.543 24.843 24.943 25.043 25.143 4/7/2008 19.792 20.649 21.785 22.981 24.245 25.581 25.881 25.981 26.081 26.181 10/06/2008 20.386 21.268 22.439 23.670 24.972 26.348 26.648 26.748 26.848 26.948 10/05/2009 20.998 21.906 23.112 24.380 25.721 27.138 27.438 27.538 27.638 27.738 LEAD COLLECTOR II 20654 9/26/2005 18.082 18.867 19.903 20.997 22.151 23.372 23.672 23.772 23.872 23.972 9/25/2006 18.805 19.622 20.699 21.837 23.037 24.307 24.607 24.707 24.807 24.907 10/8/2007 19.557 20.407 21.527 22.710 23.958 25.279 25.579 25.679 25.779 25.879 4/7/2008 20.384 21.270 22.438 23.671 24.971 26.348 26.648 26.748 26.848 26.948 10/06/2008 20.996 21.908 23.111 24.381 25.720 27.138 27.438 27.538 27.638 27.738 10/05/2009 21.626 22.565 23.804 25.112 26.492 27.952 28.252 28.352 28.452 28.552 LEAD CLAIMS ADJUSTER 20695 9/26/2005 19.318 20.285 21.402 22.577 23.820 25.128 25.428 25.528 25.628 25.728 LEAD MEDICAL TRANSCRIBER 20317 9/25/2006 20.091 21.096 22.258 23.480 24.773 26.133 26.433 26.533 26.633 26.733 LEAD WORD PROCESSING OPER 20638 10/8/2007 20.895 21.940 23.148 24.419 25.764 27.178 27.478 27.578 27.678 27.778 4/7/2008 21.779 22.868 24.127 25.452 26.854 28.328 28.628 28.728 28.828 28.928 10/06/2008 22.432 23.554 24.851 26.216 27.660 29.178 29.478 29.578 29.678 29.778 10/05/2009 23.105 24.261 25.597 27.002 28.490 30.053 30.353 30.453 30.553 30.653 281

SOUTHERN CALIFORNIA REGION PATIENT CARE / TECHNICAL LEAD DIAGNOSTIC IMAGING AND RELATED CLASSIFICATIONS PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR LEAD NEURODIAGNOSTIC TECHNO 30525 9/26/2005 24.615 25.845 27.265 28.764 30.347 32.015 32.315 32.415 32.515 32.615 9/25/2006 25.600 26.879 28.356 29.915 31.561 33.296 33.596 33.696 33.796 33.896 10/8/2007 26.624 27.954 29.490 31.112 32.823 34.628 34.928 35.028 35.128 35.228 4/7/2008 27.750 29.136 30.737 32.428 34.211 36.093 36.393 36.493 36.593 36.693 10/06/2008 28.583 30.010 31.659 33.401 35.237 37.176 37.476 37.576 37.676 37.776 10/05/2009 29.440 30.910 32.609 34.403 36.294 38.291 38.591 38.691 38.791 38.891 LEAD ECHOCARDIOGRAM TECH I 30514 9/26/2005 28.493 29.916 31.561 33.300 35.130 37.059 37.359 37.459 37.559 37.659 9/25/2006 29.633 31.113 32.823 34.632 36.535 38.541 38.841 38.941 39.041 39.141 10/8/2007 30.818 32.358 34.136 36.017 37.996 40.083 40.383 40.483 40.583 40.683 4/7/2008 32.122 33.727 35.580 37.541 39.603 41.779 42.079 42.179 42.279 42.379 10/06/2008 33.086 34.739 36.647 38.667 40.791 43.032 43.332 43.432 43.532 43.632 10/05/2009 34.079 35.781 37.746 39.827 42.015 44.323 44.623 44.723 44.823 44.923 LEAD DIAG IMAG TECH - MAMMO 30512 9/26/2005 31.170 32.418 33.713 35.063 36.464 37.923 38.223 38.323 38.423 38.523 9/25/2006 32.417 33.715 35.062 36.466 37.923 39.440 39.740 39.840 39.940 40.040 10/8/2007 33.714 35.064 36.464 37.925 39.440 41.018 41.318 41.418 41.518 41.618 4/7/2008 35.140 36.547 38.006 39.529 41.108 42.753 43.053 43.153 43.253 43.353 10/06/2008 36.194 37.643 39.146 40.715 42.341 44.036 44.336 44.436 44.536 44.636 10/05/2009 37.280 38.772 40.320 41.936 43.611 45.357 45.657 45.757 45.857 45.957 LEAD DIAG IMAG TECH - MRI 30503 9/26/2005 32.772 34.082 35.445 36.863 38.336 39.871 40.171 40.271 40.371 40.471 9/25/2006 34.083 35.445 36.863 38.338 39.869 41.466 41.766 41.866 41.966 42.066 10/8/2007 35.446 36.863 38.338 39.872 41.464 43.125 43.425 43.525 43.625 43.725 4/7/2008 36.945 38.422 39.960 41.559 43.218 44.949 45.249 45.349 45.449 45.549 10/06/2008 38.053 39.575 41.159 42.806 44.515 46.297 46.597 46.697 46.797 46.897 10/05/2009 39.195 40.762 42.394 44.090 45.850 47.686 47.986 48.086 48.186 48.286 LEAD NUCLEAR MED TECHNO 30257 9/26/2005 36.723 38.191 39.719 41.307 42.960 44.678 44.978 45.078 45.178 45.278 9/25/2006 38.192 39.719 41.308 42.959 44.678 46.465 46.765 46.865 46.965 47.065 10/8/2007 39.720 41.308 42.960 44.677 46.465 48.324 48.624 48.724 48.824 48.924 4/7/2008 41.400 43.055 44.777 46.567 48.430 50.368 50.668 50.768 50.868 50.968 10/06/2008 42.642 44.347 46.120 47.964 49.883 51.879 52.179 52.279 52.379 52.479 10/05/2009 43.921 45.677 47.504 49.403 51.379 53.435 53.735 53.835 53.935 54.035 282

SOUTHERN CALIFORNIA REGION PATIENT CARE / TECHNICAL LEAD DIAGNOSTIC IMAGING AND RELATED CLASSIFICATIONS PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR LEAD CARDIAC CATH TECHNO 30502 9/26/2005 32.484 33.783 35.134 36.540 38.001 39.517 39.817 39.917 40.017 40.117 LEAD DIAG IMAG TECH - RADIOLOGY IV 30504 9/25/2006 33.783 35.134 36.539 38.002 39.521 41.098 41.398 41.498 41.598 41.698 10/8/2007 35.134 36.539 38.001 39.522 41.102 42.742 43.042 43.142 43.242 43.342 4/7/2008 36.620 38.085 39.608 41.194 42.841 44.550 44.850 44.950 45.050 45.150 10/06/2008 37.719 39.228 40.796 42.430 44.126 45.887 46.187 46.287 46.387 46.487 10/05/2009 38.851 40.405 42.020 43.703 45.450 47.264 47.564 47.664 47.764 47.864 LEAD INTERVENTIONAL RAD TECH 30803 9/26/2005 36.521 37.982 39.502 41.082 42.725 44.434 44.734 44.834 44.934 45.034 9/25/2006 37.982 39.501 41.082 42.725 44.434 46.211 46.511 46.611 46.711 46.811 10/8/2007 39.501 41.081 42.725 44.434 46.211 48.059 48.359 48.459 48.559 48.659 4/7/2008 41.172 42.819 44.532 46.314 48.166 50.092 50.392 50.492 50.592 50.692 10/06/2008 42.407 44.104 45.868 47.703 49.611 51.595 51.895 51.995 52.095 52.195 10/05/2009 43.679 45.427 47.244 49.134 51.099 53.143 53.443 53.543 53.643 53.743 LEAD PERFUSIONIST 30505 9/26/2005 45.313 47.757 50.261 52.969 56.925 60.902 61.202 61.302 61.402 61.502 9/25/2006 47.126 49.667 52.271 55.088 59.202 63.338 63.638 63.738 63.838 63.938 10/8/2007 49.011 51.654 54.362 57.292 61.570 65.872 66.172 66.272 66.372 66.472 4/7/2008 51.084 53.839 56.662 59.715 64.174 68.658 68.958 69.058 69.158 69.258 10/06/2008 52.617 55.454 58.362 61.506 66.099 70.718 71.018 71.118 71.218 71.318 10/05/2009 54.196 57.118 60.113 63.351 68.082 72.840 73.140 73.240 73.340 73.440 LEAD ECHOCARDIOGRAM TECHNOLOGIST II 30795 9/26/2005 31.344 32.910 34.719 36.629 38.644 40.764 41.064 41.164 41.264 41.364 9/25/2006 32.598 34.226 36.108 38.094 40.190 42.395 42.695 42.795 42.895 42.995 10/8/2007 33.902 35.595 37.552 39.618 41.798 44.091 44.391 44.491 44.591 44.691 4/7/2008 35.336 37.101 39.140 41.294 43.566 45.956 46.256 46.356 46.456 46.556 10/06/2008 36.396 38.214 40.314 42.533 44.873 47.335 47.635 47.735 47.835 47.935 10/05/2009 37.488 39.360 41.523 43.809 46.219 48.755 49.055 49.155 49.255 49.355 283

SOUTHERN CALIFORNIA REGION MARKET SENSITIVE - PATIENT CARE / TECHNICAL LEAD DIAGNOSTIC IMAGING AND RELATED CLASSIFICATIONS PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR LEAD DIAG IMAG TECH - SONOGRAPHER 30507 9/26/2005 34.743 36.131 37.577 39.079 41.001 43.256 43.556 43.656 43.756 43.856 9/25/2006 36.133 37.576 39.080 40.642 42.641 44.986 45.286 45.386 45.486 45.586 10/8/2007 37.578 39.079 40.643 42.268 44.347 46.785 47.085 47.185 47.285 47.385 4/7/2008 39.168 40.732 42.362 44.056 46.223 48.764 49.064 49.164 49.264 49.364 10/06/2008 40.343 41.954 43.633 45.378 47.610 50.227 50.527 50.627 50.727 50.827 10/05/2009 41.553 43.213 44.942 46.739 49.038 51.734 52.034 52.134 52.234 52.334 LEAD RADIATION THERAPY 30508 9/26/2005 37.020 38.871 41.007 43.262 45.644 48.151 48.451 48.551 48.651 48.751 TECHNOLOGIST 9/25/2006 38.501 40.426 42.647 44.992 47.470 50.077 50.377 50.477 50.577 50.677 10/8/2007 40.041 42.043 44.353 46.792 49.369 52.080 52.380 52.480 52.580 52.680 4/7/2008 41.735 43.821 46.229 48.771 51.457 54.283 54.583 54.683 54.783 54.883 10/06/2008 42.987 45.136 47.616 50.234 53.001 55.911 56.211 56.311 56.411 56.511 10/05/2009 44.277 46.490 49.044 51.741 54.591 57.588 57.888 57.988 58.088 58.188 284

SOUTHERN CALIFORNIA REGION PATIENT CARE / TECHNICAL LEAD DIAGNOSTIC IMAGING AND RELATED CLASSIFICATIONS, EFFECTIVE 06/10/02 ON-CALL (PER DIEM) 20% ADDITIONAL PAY, NO BENEFITS PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR LEAD NEURODIAGNOSTIC TECHNO 30550 9/26/2005 29.538 31.014 32.718 34.517 36.416 38.418 38.718 38.818 38.918 39.018 9/25/2006 30.720 32.255 34.027 35.898 37.873 39.955 40.255 40.355 40.455 40.555 10/8/2007 31.949 33.545 35.388 37.334 39.388 41.554 41.854 41.954 42.054 42.154 4/7/2008 33.300 34.963 36.884 38.914 41.053 43.312 43.612 43.712 43.812 43.912 10/06/2008 34.300 36.012 37.991 40.081 42.284 44.611 44.911 45.011 45.111 45.211 10/05/2009 35.328 37.092 39.131 41.284 43.553 45.949 46.249 46.349 46.449 46.549 LEAD ECHOCARDIOGRAM TECH I 30551 9/26/2005 34.192 35.899 37.873 39.960 42.156 44.471 44.771 44.871 44.971 45.071 9/25/2006 35.560 37.336 39.388 41.558 43.842 46.249 46.549 46.649 46.749 46.849 10/8/2007 36.982 38.830 40.963 43.220 45.595 48.100 48.400 48.500 48.600 48.700 4/7/2008 38.546 40.472 42.696 45.049 47.524 50.135 50.435 50.535 50.635 50.735 10/06/2008 39.703 41.687 43.976 46.400 48.949 51.638 51.938 52.038 52.138 52.238 10/05/2009 40.895 42.937 45.295 47.792 50.418 53.188 53.488 53.588 53.688 53.788 LEAD DIAG IMAG TECH - MAMMO 30553 9/26/2005 37.404 38.902 40.456 42.076 43.757 45.508 45.808 45.908 46.008 46.108 9/25/2006 38.900 40.458 42.074 43.759 45.508 47.328 47.628 47.728 47.828 47.928 10/8/2007 40.457 42.077 43.757 45.510 47.328 49.222 49.522 49.622 49.722 49.822 4/7/2008 42.168 43.856 45.607 47.435 49.330 51.304 51.604 51.704 51.804 51.904 10/06/2008 43.433 45.172 46.975 48.858 50.809 52.843 53.143 53.243 53.343 53.443 10/05/2009 44.736 46.526 48.384 50.323 52.333 54.428 54.728 54.828 54.928 55.028 LEAD DIAG IMAG TECH - MRI 30554 9/26/2005 39.326 40.898 42.534 44.236 46.003 47.845 48.145 48.245 48.345 48.445 9/25/2006 40.900 42.534 44.236 46.006 47.843 49.759 50.059 50.159 50.259 50.359 10/8/2007 42.535 44.236 46.006 47.846 49.757 51.750 52.050 52.150 52.250 52.350 4/7/2008 44.334 46.106 47.952 49.871 51.862 53.939 54.239 54.339 54.439 54.539 10/06/2008 45.664 47.490 49.391 51.367 53.418 55.556 55.856 55.956 56.056 56.156 10/05/2009 47.034 48.914 50.873 52.908 55.020 57.223 57.523 57.623 57.723 57.823 LEAD NUCLEAR MED TECHNO 30555 9/26/2005 44.068 45.829 47.663 49.568 51.552 53.614 53.914 54.014 54.114 54.214 9/25/2006 45.830 47.663 49.570 51.551 53.614 55.758 56.058 56.158 56.258 56.358 10/8/2007 47.664 49.570 51.552 53.612 55.758 57.989 58.289 58.389 58.489 58.589 4/7/2008 49.680 51.666 53.732 55.880 58.116 60.442 60.742 60.842 60.942 61.042 10/06/2008 51.170 53.216 55.344 57.557 59.860 62.255 62.555 62.655 62.755 62.855 10/05/2009 52.705 54.812 57.005 59.284 61.655 64.122 64.422 64.522 64.622 64.722 285

SOUTHERN CALIFORNIA REGION PATIENT CARE / TECHNICAL LEAD DIAGNOSTIC IMAGING AND RELATED CLASSIFICATIONS, EFFECTIVE 06/10/02 ON-CALL (PER DIEM) 20% ADDITIONAL PAY, NO BENEFITS PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR LEAD CARDIAC CATH TECHNO 30552 9/26/2005 38.981 40.540 42.161 43.848 45.601 47.420 47.720 47.820 47.920 48.020 LEAD DIAG IMAG TECH - RADIOLOGY IV 30556 9/25/2006 40.540 42.161 43.847 45.602 47.425 49.318 49.618 49.718 49.818 49.918 10/8/2007 42.161 43.847 45.601 47.426 49.322 51.290 51.590 51.690 51.790 51.890 4/7/2008 43.944 45.702 47.530 49.433 51.409 53.460 53.760 53.860 53.960 54.060 10/06/2008 45.263 47.074 48.955 50.916 52.951 55.064 55.364 55.464 55.564 55.664 10/05/2009 46.621 48.486 50.424 52.444 54.540 56.717 57.017 57.117 57.217 57.317 LEAD INTERVENTIONAL RAD TECH 30800 9/26/2005 43.825 45.578 47.402 49.298 51.27 53.32 53.62 53.72 53.82 53.92 9/25/2006 45.578 47.401 49.298 51.270 53.321 55.453 55.753 55.853 55.953 56.053 10/8/2007 47.401 49.297 51.270 53.321 55.453 57.671 57.971 58.071 58.171 58.271 4/7/2008 49.406 51.383 53.438 55.577 57.799 60.110 60.410 60.510 60.610 60.710 10/06/2008 50.888 52.925 55.042 57.244 59.533 61.914 62.214 62.314 62.414 62.514 10/05/2009 52.415 54.512 56.693 58.961 61.319 63.772 64.072 64.172 64.272 64.372 LEAD PERFUSIONIST 30557 9/26/2005 54.376 57.308 60.313 63.563 68.310 73.082 73.382 73.482 73.582 73.682 9/25/2006 56.551 59.600 62.725 66.106 71.042 76.006 76.306 76.406 76.506 76.606 10/8/2007 58.813 61.985 65.234 68.750 73.884 79.046 79.346 79.446 79.546 79.646 4/7/2008 61.301 64.607 67.994 71.658 77.009 82.390 82.690 82.790 82.890 82.990 10/06/2008 63.140 66.545 70.034 73.807 79.319 84.862 85.162 85.262 85.362 85.462 10/05/2009 65.035 68.542 72.136 76.021 81.698 87.408 87.708 87.808 87.908 88.008 286

SOUTHERN CALIFORNIA REGION MARKET SENSITIVE - PATIENT CARE / TECHNICAL LEAD DIAGNOSTIC IMAGING AND RELATED CLASSIFICATIONS, EFFECTIVE 06/10/02 ON-CALL (PER DIEM) 20% ADDITIONAL PAY, NO BENEFITS PID PID PID PID PID PID 01 05 08 09 10 11 JOB STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6 LNG LNG LNG LNG JOB TITLE CODE YEAR START 1 YEAR 2 YEAR 3 YEAR 4 YEAR 5 YEAR 10 YEAR 15 YEAR 20 YEAR 25 YEAR LEAD DIAG IMAG TECH - SONOGRAPHER 30558 9/26/2005 41.692 43.357 45.092 46.895 49.201 51.907 52.207 52.307 52.407 52.507 9/25/2006 43.360 45.091 46.896 48.770 51.169 53.983 54.283 54.383 54.483 54.583 10/8/2007 45.094 46.895 48.772 50.722 53.216 56.142 56.442 56.542 56.642 56.742 4/7/2008 47.002 48.878 50.834 52.867 55.468 58.517 58.817 58.917 59.017 59.117 10/06/2008 48.412 50.345 52.360 54.454 57.132 60.272 60.572 60.672 60.772 60.872 10/05/2009 49.864 51.856 53.930 56.087 58.846 62.081 62.381 62.481 62.581 62.681 LEAD RADIATION THERAPY 30559 9/26/2005 44.424 46.645 49.208 51.914 54.773 57.781 58.081 58.181 58.281 58.381 TECHNOLOGIST 9/25/2006 46.201 48.511 51.176 53.990 56.964 60.092 60.392 60.492 60.592 60.692 10/8/2007 48.049 50.452 53.224 56.150 59.243 62.496 62.796 62.896 62.996 63.096 4/7/2008 50.082 52.585 55.475 58.525 61.748 65.140 65.440 65.540 65.640 65.740 10/06/2008 51.584 54.163 57.139 60.281 63.601 67.093 67.393 67.493 67.593 67.693 10/05/2009 53.132 55.788 58.853 62.089 65.509 69.106 69.406 69.506 69.606 69.706 287

APPENDICES APPLICABLE STATEWIDE 288

STATEWIDE APPENDIX A CALL CENTER ADDENDUM A. Call Center Preamble. Call Center Management and Labor commit to the LMP process. This process acknowledges the relationship to be far more important than any single transaction. We jointly commit to proactively identify and resolve issues collaboratively. It is the goal of both Labor and Management to create a positive working environment for all. B. General Statement. In recognition of the call center environment being significantly different from medical centers we agree to the following: C. Union Business. 1. Steward Release. Stewards may be released at various times to conduct Union business. The release of stewards will depend on call volume and operational needs. Stewards will work with Management for release time. Such release time will not be unreasonably denied. Definition of Union business will be defined at the local level. 2. Computer. Within 90 days of ratification of this agreement the Employer will provide at each Call Center a computer for Union business that will be equipped with intranet access, internet access and a printer. 3. Steward Council. The facility steward council should meet regularly with the Human Resources Leader, Medical Group Administrator or designee, to discuss workplace issues that UHW members or management identify. D. SOUTHERN CALIFORNIA REGION Limited Physical Movement. SCAL-Management will limit physical movement of UHW members. When necessary changes are to be made, Management will notify the Union. E. Variance/Personal. Variance refers to the amount of time post log-on an Employee may be off-line exclusive of lunch, break, start and end time. Variance is to be used for on the clock personal needs. The Employer agrees to a variance of 20 minutes per 8- hour day statewide. Variance will be prorated based on hours worked per day. 289

This agreement will supersede any other existing agreements on variance. Both parties agree that past practice remains in place unless mutually agreed to change. F. Availability of Information. Call Center Management will post or provide call center information on: call volume, number of sick calls, performance goals, current performance information, and other mutually agreed upon data. All data will be from the previous business day or current business day. G. Request for Information. All Call Centers will establish an avenue to process requests for information through specific individuals. H. Staffing. Upon ratification of the UHW CBA, the Call Centers shall begin a joint and ongoing process to ensure adequate and efficient staffing. This process will reflect Management s need for flexibility in addressing fluctuating call volume, seasonality, and membership. Concurrently this process will address the need of Labor to have adequate staffing to meet the needs of the UHW members. Within 90 days, each facility will develop a process to address staffing. I. Shift Up/Down (start time). The staffing section of the call center addendum will address the issue of start time shift up/ down. The goal is to minimize the use of this practice through development of adequate staffing. This will be a joint and ongoing assessment. J. Agreements in Writing. Both parties agree that there should be a written record of all joint decisions that significantly impact UHW members and Management. Therefore, all agreements will be in writing either in a side letter or meeting minutes where appropriate. This does not invalidate long-standing and mutually accepted practices. K. NORTHERN CALIFORNIA REGION Holiday Pay-varied Day Schedule. Both Parties will come to a common agreement on holiday pay for employees with varied day schedules by October 23, 2005. L. NORTHERN CALIFORNIA REGION Defined Work Areas. By June 1, 2006, the Call Centers commit to initiate a six (6) month pilot program to assign a specific work unit to each job posting. At the end of the 6 month period, both parties have a goal to establish the program permanently. In the event that the program is not mutually agreed to be implemented, both parties will utilize IBPS with an outside facilitator to address the concerns around this program prior to discontinuation. 290

M. NORTHERN CALIFORNIA REGION Variable Start Time. Recognizing Management s need for flexibility and Labor s need to create stability for their membership, both Management and Labor agree to the following: 1. By 2007, Management agrees to reduce the IRP designation to thirty (30%) percent in all Call Centers. This process should be progressive showing movement yearly toward the goal. 2. Concurrently, both Labor and Management will establish a joint process that will move to eliminate all IRPs (except varied start time) from the UHW bargaining unit. It is understood by both parties that the short hour designation may be necessary to accomplish this goal. This agreement should be completed by June 1, 2007 3. Management agrees that variable start time positions will have a maximum start range of 1.5 hours. 291

STATEWIDE APPENDIX B CATEGORIES OF EMPLOYEES TO INCLUDE OTHER BENEFITTED EMPLOYEES. It is agreed that included in the category of Employees described in this Agreement as Regular Benefited Employees are benefited Employees in Alternate Compensation Pay (ACP), 12-hour shift Employees working thirty-six (36) hours per work week, and Employees working thirty-six (36) hours per work week who were Full-Time Employees prior to a reduction in force. 292

STATEWIDE APPENDIX C ALTERNATE COMPENSATION PROGRAM SECTION 1 ELIGIBILITY AND ENROLLMENT A. Voluntary Participation and Eligibility. Only a benefit eligible Employee scheduled to work twenty (20) or more hours per week who can verify that he/she has medical coverage from a source other than his/her benefited status with Kaiser Permanente shall have the option of voluntarily participating in the Alternate Compensation Program. B. Verification of Coverage or Loss of Coverage. Before an Employee s request for enrollment in the ACP will be processed, an Employee will be required to show proof of medical coverage for him/herself. Such proof of medical coverage will be required on an annual basis during the open enrollment period for health coverage for continued participation in ACP. If an Employee participating in the ACP loses medical coverage for any reason, he/she may withdraw from the ACP within thirty-one (31) days of the date he/she becomes ineligible for medical coverage. C. Notice of Program and Enrollment. During the annual open enrollment period all benefit eligible Employees will be informed of the ACP. During the annual open enrollment period of each year an Employee may elect to participate in ACP. An Employee who elects to participate in the ACP must remain for the entire payroll calendar year, unless he/she has lost medical coverage. To continue in the ACP an Employee must provide proof of other medical coverage annually. D. Effective Date of Participation. 1. Current Employees. A participating Employee will begin receiving the benefits of the program the first day of the first pay period of the following payroll calendar year and must remain in the ACP for the payroll calendar year. 2. New Employees. A newly hired Employee who is benefit eligible shall have the option of enrolling in ACP within thirty-one (31) days of his/her date of hire and will begin receiving benefits the first day of the first pay period following receipt of a completed ACP Enrollment form provided by the Employer, including supporting documentation, i.e., proof of other medical coverage. 293

SECTION 2 ACP PAY A. ACP Pay in Lieu of Benefits. A participating benefit eligible Employee will receive an ACP allowance that is equal to an additional twenty percent (20%) of his/her hourly rate of pay for all hours paid. The twenty percent (20%) allowance will be paid in lieu of the Employee receiving the following benefits: 1. Employer paid Health Plan 2. Employer-paid Dental Plan 3. Employer paid Life Insurance 4. Paid Time Off (including Vacation, Sick Leave, Life Balance Days (Southern California Region only, if applicable), and Holiday Pay (but not premium for working a Holiday). 5. Disability Plans 6. Other Paid Time Off (including but not limited to Bereavement Leave and Education Leave). B. Differentials and Premiums. A participating Employee will receive all premium pay and differentials as any other benefit-eligible Employee except that the calculation of premiums and differentials will be based on the Employee s base rate of pay not including the ACP allowance. C. Accrued Paid Time Off Benefits. Upon the effective date of the Employee s participation in the ACP, the Employee will cease accruing paid time off and will be paid, at his/her regular hourly rate of pay, all accrued vacation and (if applicable) all life balance days. D. Sick Leave Bank. Any sick leave available to the Employee who participates in the ACP will be frozen and unavailable for use until such time he/she ceases participating in the ACP and elects to begin receiving benefits. E. Retirement While on ACP. An Employee who retires on ACP: 1. Will be eligible for the benefits of the Attendance Program related to paid time off prior to his/her retirement date or conversion to credited service as provided for in the Collective Bargaining Agreement. 294

2. Will not be eligible for any Employer-paid post retirement benefits such as Health Plan etc. The enrollment form for the ACP will clearly state that any Employee who retires while enrolled in the ACP will not be eligible for these benefits and that his/her enrollment is irrevocable for the payroll calendar year. SECTION 3 BENEFITS FOR WHICH AN ACP PARTICIPANT IS ELIGIBLE An Employee participating in the ACP is eligible for the following benefits: A. Pension. The participating Employee will continue to accrue pension service for vesting and shall accrue credited service, used to determine the Employee s monthly retirement benefit. Final average pay for calculating the Employee s pension shall be based on his/her hourly rate of pay, not including the twenty percent (20%) ACP allowance. B. Unpaid Time Off. A participating Employee may exercise his/her seniority to bid for unpaid vacation of up to two (2) weeks per year. The Employee may carry over one (1) week per year with a maximum accrual of four (4) weeks of available unpaid vacation time off. The Employer will not unreasonably deny additional time off. C. Holidays. A participating Employee will receive the holiday premium when working the holiday. The premium will be based on the Employee s base rate of pay excluding the ACP twenty percent (20%) allowance. D. Jury Duty. A participating Employee will be eligible for Jury Duty and will be paid at his/her base rate plus the ACP allowance. E. Employee-Purchased Life Insurance. F. Dependent Care Plan. G. Health Care Spending Account. H. Commuter Choice Plan. (if applicable) I. KP 401(k). J. Survivor Assistance. Benefit will be paid at the base wage rate not including the ACP allowance. K. Tuition Reimbursement. 295

L. Unpaid Leaves. A participating Employee will be eligible for leaves without pay but will not be eligible for any benefits associated with such leaves. M. Parent Medical Coverage. 296

STATEWIDE APPENDIX D HARD-TO-FILL CLASSIFICATIONS CAREER LADDER JOINT RECOMMENDATIONS A. Respiratory Care Practitioners. Labor and Management agree to the creation of one Respiratory Care Practitioner (RCP) Career Ladder to be used in both the Northern and Southern California Regions of Kaiser Permanente. In order to achieve this, we recommend a joint Labor Management Partnership Workgroup to develop the Career Ladder in a post-bargaining process to begin before December 31, 2005 and be completed within the first half of 2006. Once a mutually acceptable Career Ladder program is determined, the new Career ladder shall be implemented expeditiously. The RCP Career Ladder Work Group will be composed of statewide representatives to include: RCPs representative of all Medical Centers in Northern and Southern California, selected by the Union; Respiratory Care Managers; Labor Relations; Kaiser Foundation Hospitals (Northern California); Southern California Permanente Medical Group (Southern California); SEIU UHW staff; Physicians. B. Sonographers. Labor and Manager recommend that a Work Group be created in Southern California to review the Northern California Sonographer Career Ladder in order to assess its application in Southern California to begin before December 31, 2005 and be completed within the first half of 2006. If the workgroup recommends the desirability of adopting the same or a similar Career ladder, then the current Southern California Career ladder shall be replaced with the new Career ladder and implemented in Southern California. The Sonographer Work Group will include Southern California representatives from: Sonographers, Echocardiogram Technologists and Peripheral Vascular Technologists representative of all Medical Centers, selected by the Union; Diagnostic Imaging Managers; Labor Relations; SEIU UHW Staff; Radiologists/Sonologists; Labor and Management Representatives from Northern California to explain the Career Ladder. 297

C. Radiologic Technologists. Labor and Management recommend that the Career Ladder agreed upon in Northern California helps to address issues in an Employee group that is hard to fill and promotes recruitment and retention, and that a similar Career ladder program in Southern California would be beneficial. Labor and Management recommend that a Work Group be created in Southern California to review the Northern California Radiologic Technologist Career Ladder in order to assess its application in Southern California to begin before December 31, 2005 and be completed within the first half of 2006. If the workgroup recommends the desirability of adopting the same or a similar Career ladder, then the current Southern California Career ladder shall be replaced with the new Career ladder and implemented expeditiously in Southern California. The Radiologic Technologist Work Group will include Southern California representatives from: Radiologic Technologists from every Medical Center in the region that are representative of all Modalities, selected by the Union; Radiology Managers; Labor Relations; SEIU UHW Staff; Radiologists; Labor and Management Representatives from Northern California to explain the Career Ladder. 298

STATEWIDE APPENDIX E JOINT REVIEW OF DEPARTMENT STRUCTURE JOINT REVIEW OF DEPARTMENT STRUCTURE: October 2005 The Union (UHW) and local management will jointly review department structure solely for the purposes of the utilization of Seniority to apply to Job Bidding and Layoff, as agreed during local bargaining in August 2005. EXAMPLE: DEPARMENT STRUCTURE The following is a template of Departments used only as an example that are generally recognized at Kaiser Medical Centers and Medical Office Buildings. 1. Admitting 14. Imaging/Radiology 2. Business Office 15. Laboratory Services 3. Outpatient Medical Records 16. Materials Management 4. Clinic Nursing 17. Medical Legal 5. Communications 18. Medical Secretaries 6. Continuing Care 19. Nutrition Services 7. Emergency 20. Outpatient Pharmacy 8. EVS 21. Perioperative Services 9. Facility Services 22. Respiratory Therapy 10. H.I.M. 23. Social Services 11. Home Health/Hospice 24. Sterile Processing 12. Hospital Nursing 25. Staffing 13. Inpatient Pharmacy Units within a Clinic Nursing Department that may possibly include: Acupuncture Ear Nose Throat (ENT) Hematology Adult Primary Care Eating Disorders Infertility After Hours Urgent Care EEG/Sleep Lab Infusion Allergy EKG Injection Clinic Employee Health Services Audiology Integrative Medicine Cardiology Endoscopy Internal Medicine Chemotherapy Family Medicine Medicine Chronic Conditions Foot and Ankle Surgery Chronic Pain Management Member Office Support Gastroenterology Mental Health Services Cosmetic Dermatology Head and Neck Surgery Minor Injury Center Cosmetic Surgery Health Education Nephrology Dermatology Hearing Aid Center Neurology OB/GYN Physical Therapy Schedule Maintenance 299

Occupational Medicine Plastic Surgery Sleep Lab Oncology Psychiatry Spine Clinic Ophthalmology Pulmonology Sports Medicine Optometry Rehabilitative Services Surgery Clinic Orthopedics/Podiatry REI Urgent Care Pediatrics Rheumatology Urgent Eye Care Physical Medicine Schedule Creation Urology Units within a Hospital Nursing Department that might possibly include: Antipartum Med/Surg Postpartum Cardiovascular ICU Mother and Infant Step Down Critical Care Unit Neonatal Intensive Telemetry Care Unit Intensive Care Nursery Patient Mobility Transitional Care Unit Intensive Care Unit Pediatrics/PICU Labor and Delivery Perinatal 300

STATEWIDE APPENDIX F CLASSIFICATION SPECIFIC POST-BARGAINING REVIEW PROCESS In 2005 bargaining the Classification Specific Group was assigned issues that related to specific classifications. It was determined that some of the classifications required a fact-based investigation and analysis not possible during bargaining. The parties agreed that the following issues would be reviewed in a Post-Bargaining Review process. 1. The feasibility of creating Career Ladders for the following classifications: A. Medical Assistant B. Laboratory Assistant C. Surgical Technician D. Orthopedic Technician (Northern California Region) E. MRI Technologist (Northern California Region) F. Respiratory Care Practitioners 2. Clarify what duties are included in the job description for the following classification: A. Medical Secretary/Transcriptionist (Northern California Region) 301

APPENDICES APPLICABLE TO NORTHERN CALIFORNIA REGION 302

NCAL APPENDIX A ADVANCED HIRING CRITERIA September 16, 2004 The following agreement between SEIU UHW (the "Union") and Kaiser Foundation Hospitals, Kaiser Foundation Health Plan, Inc., and The Permanente Medical Group, Inc. (the "Employer") is intended as a "local" confirmation of the agreement dated May 22, 2003 between the senior leadership of Kaiser Permanente and the Coalition of Kaiser Permanente Unions, AFL-CIO (the National Benefits Agreement ), as well as a clarification of the application to certain classifications as identified in this agreement. NATIONAL BENEFITS AGREEMENT. The National Benefits Agreement related to Advanced Hiring Criteria ("AHC") is as follows, and is a modification of the current collective bargaining agreement between Kaiser Permanente and SEIU UHW, Article XI Wage Rates, Section 6 Tenure Step/Experience Credit: (Article XIII, Section 2 in the current Agreement). Step Placement at Hire. The following language is applicable to bargaining units in Northern California, Colorado, and the Northwest where the Employer elects to apply this language. The parties will discuss applicability of the following Advanced Step Placement criteria in the Georgia, Mid-Atlantic and Ohio Regions as they complete their turn around efforts and become eligible for the other provisions contained in this overall agreement. Advanced Step Hiring (Employer Option to Implement Regionally). Applicable to all difficult to recruit classifications in the bargaining unit, Region wide. To determine placement on the wage structure, Employees newly hired into difficult to recruit positions may receive one (1) year tenure credit for every two (2) years of previous experience within their respective classification and within the last ten years prior to employment. For the purpose of this section, any previous part-time experience of twenty (20) hours a week or more on a regular basis will be considered as if it were full-time experience. The Parties understand the mechanics and application of this letter of understanding to current Employees and the Employer will communicate and confirm the specific application when it is applied. The process for applying this provision to Employees currently on the payroll who are currently under the five year rate will be agreed upon locally between the parties. 303

1. Application. The Employer shall give the Union 30 days notice of its intent to apply AHC to a given classification, based on the intent of the national agreement referenced above. Once such application of the Advanced Hiring Criteria is initiated, it shall become a permanent part of the application of the Wage Rate Step assignment for newly hired staff until such time that the Parties mutually agree to modify such application. A. The initial application of this provision shall be to the following "difficult to recruit" classifications, all of which may have various levels and tenure steps: 1) Radiologic Technologist Classification 2) Nuclear Medicine Technologist Classification 3) M.R.I. Technologist Classification 4) Diagnostic Ultrasonographer Classification 5) Histologic Technician Classification 6) Cytotechnologist Classification 7) Respiratory Care Practitioner Classification 8) Cardiovascular Tech 9) Invasive Cardio Specialist 10) EEG Technologist Classification 11) Radiation Therapy Technicians B. The initial selection was based on the intent of the national agreement and the hiring and recruiting needs of the Employer. C. The Advanced Hiring Criteria will be used on these classifications due to the fact they are hard to fill and other related recruiting challenges. The Parties confirm, when reviewing experience for purposes of determining the Step placement for Advanced Hiring Criteria, that experience preceded by an interruption of two (2) years or more will not be counted for the purposes of Step placement. D. This initial list of classifications to which this Agreement applies is not intended to be final. It is the intent of the Employer to periodically review recruitment needs and determine if it is appropriate to apply Advanced Hiring Criteria to additional classifications based on difficulty of recruitment and other related recruiting challenges. 304

2. Application for "Single Level" Classifications. New Employees hired into classifications identified and described above shall receive one (1) year of additional Tenure Step credit for every two (2) years of previous Regular (twenty (20) hours or more per week) relevant experience within their respective classification within the last ten (10) years, up to a maximum application of Step 5 of the applicable wage scale. Experience that is preceded by an interruption of two (2) or more years will not be counted for the purpose of determining Step placement. 3. Application for "Multi-Level" Classifications. The Parties agree to clarify the application of the enhanced Advanced Hiring Criteria provision to "Multi-Level" classifications as follows. There are a number of classifications that have more than one (1) Level experience requirements for such Levels, and a corresponding wage structure for each Level. For those classifications, and consistent with the current collective bargaining agreement (Article XI, Section 6) as it relates to experience requirements for such Levels and Tenure Credit, the parties agree to the following clarification of the application of enhanced Advanced Hiring Criteria: The Parties agree that prior relevant experience as described above shall be applied on a "1-for-1" basis. First, the applicant's prior relevant years of experience shall be applied to the experience required for the Level of the classification as defined in the collective bargaining agreement. Completed years of relevant experience will be used in the determination of the classification Level placement without regard to interruptions in the experience. Second, any remaining years of prior relevant experience after those applied to the specific Level requirement shall be applied to Tenure Step placement on the basis of 1 additional Tenure Step for each remaining year of experience up to step 5. Experience that is preceded by an interruption of two or more years will not be counted for the purpose of determining Step placement. For example, a newly hired applicant for a Radiologic Technologist position, with six (6) years of prior relevant experience would be placed at Level III, Step 2. This results from the requirement of five (5) years of experience to qualify for Level III, and one additional Tenure Step beyond Step 1 for the additional year of experience. The same applicant with five (5) years of experience would be placed at Level III, Step 1. An applicant with eight (8) years of experience would be placed at Level III, Step 4 (Five years to be placed at Level III, and three (3) additional tenure steps credit for the three (3) remaining years of prior experience). 305

The Employer agrees to apply Sections 1 and 2 above to multi-level classification application of AHC. 4. Credit for Current Employees in the Classification. A. It is the intent of the Parties that current Employees will not be disadvantaged for purposes of tenure step advancement by the application of Advanced Hiring Criteria. B. The same criteria will apply in the future, to any additional classifications to which the Employer applies this enhanced Advanced Hiring Criteria C. The Employer will also grant prospective tenure Step credit to current Employees in the classification to which the enhanced Advanced Hiring Criteria language is applied, effective on the date of application receipt by the Employer. D. Employees who were newly hired during the immediate four-year period prior to the application, and were hired under the then-applicable Advance Hiring Criteria language, will be credited with additional step credit with the intent that their current step placement on the date of application would be equal to the Wage Structure Step to which they would have advanced if the enhanced language for credit would have been applied when they were hired. E. Credit for step advancement shall be effective on the date of application receipt by the Employer, and accordingly there shall be no retroactive wage payments for time prior to the application receipt date. F. The Union and the Employer will meet to discuss the development, communication, research and confirmation process for the "prospective" application as described in this paragraph. Disputes under this process shall be processed under the grievance procedure of the Collective Bargaining Agreement. The parties shall both attempt to expedite handling of grievances. 306

NCAL APPENDIX B CODING CAREER LADDER March 17, 2006 1. Advancement. The Employer and Union agree that the way employees advance from Coder I to Coder II is by meeting the qualifications outlined in the agreed upon job description Exhibits, attached hereto, including meeting the Employer s quality standards, quantity standards and test scores. At the time a Coder I has met the qualifications for a Coder II, he/she will be paid at pursuant to the terms of the promotion language in the collective bargaining agreement. 2. Jobs Posted as Hospital Coder I/Coder II. When posting for vacancies the Employer will not distinguish between Coding I and Coding II positions, but will post the vacancy as Coder I/Coder II. Such coding positions may be filled by a Coder I, Coder II or other employee who meets the minimum qualifications for a Coder I. 3. Hospital and Professional Coder III Leads. The Coder III is recognized as a Lead position. Lead positions are posted at the manager s discretion. 4. Coding Competency Committee. The Employer and Union will establish a Labor Management Partnership Coding Competency Committee. The purpose of this group is to discuss and provide input on coding issues such as quality, quantity, and audit exclusive of compliance matters. This committee will consist of nine (9) UHW coders, two (2) OPEIU L29 coders and management representatives, including HIM managers, and will meet quarterly for four (4) hours. 5. ED Coding. ED coding will be included in Professional Services Coder positions. 6. 7th Step. A 7th step shall be added to the current wage structure for Hospital Coder II and III Coding certification CCS, RHIT, or RHIA is required in order to advance to this new step in addition to the requisite time in the prior step. 307

7. HCPCS. The parties agree that HCPCS shall be performed by Hospital and Professional Coders in accordance with coding guidelines. The Employer shall begin effective training in HCPCS coding within thirty (30) days of ratification. The HCPCS training will begin with those locations on KP HealthConnect, and as feasible, the Employer will offer training to coders in locations not currently on KP HealthConnect. 8. Education. The parties agree to access the Shirley Ware Education Center and Joint Employer Trust funds (SWEC) to assist in writing a proposal that supports the interests of both the Employer and the affected employees of this agreement. 9. Education Proposal. A small group of three (3) UHW members, one (1) member of OPEIU L29 and four (4) members of management, will meet and work with SWEC to write the proposal. The proposal will outline our mutual interests that will be considered by SWEC. This group will meet and come to a recommendation within thirty (30) days of ratification. Once the proposal is constructed and agreed upon by labor and management it will be submitted to SWEC for consideration and approval by the Trust(s). 10. Education Program Monitoring. It is our understanding that SWEC will create and monitor the Education program, enrolled students and selected school(s). Because of the importance of the education plan and implementation, we will work collaboratively with SWEC to expedite the implementation of the education program. 11. Failure to Reach Agreement. If the parties cannot reach agreement with SWEC or the proposal is refused, the parties agree to reopen this issue to determine an alternative education program. 12. Eligibility and Posting. To access the professional coding education program, eligible employees will bid on posted full time (1.0 FTE) Professional Coding positions. For purposes of bidding the following category of employees shall receive preference: PBS billers, current PBS employees contained in exhibit attached hereto, and HIM employees. Once the above listed pool is exhausted, jobs will be filled consistent with the terms of the collective bargaining agreement. 308

13. Training. Upon successful completion of the education program the employee will begin a ninety (90) day regional training program. The Employer will provide mentors from regional offices for consistency in training. Education program graduates will work one-half (1/2) day in their current position and train half (1/2) day as a Professional Coder on a designated schedule. Scanned Employer medical records will be used for training purposes. The Employer will establish a weekly two (2) hour conference call during training time to provide trainees with mentoring. In addition, a mentor will be on call during business hours. Upon completion of this training program, employees must successfully pass both the Employer coding test and coder credentialing examination. 14. Credentialing Examination Fees. The Employer agrees to reimburse current hospital coders who are non-certified who successfully pass the coder credentialing examination. 15. Red Circle. Employees that do not meet the qualifications of the newly agreed upon job profile for Hospital Coder I and II, shall be red circled for a period of one year. During the one year period employees may obtain the credentials in order to remain in the position at their current wage rate. Failure to obtain the required certifications shall result in displacement of such employee to a position for which they qualify. A. Example. A Hospital Coder II fails to obtain the CCS certification within the one year time frame. Such employee shall be moved to a Hospital Coder I and paid at the appropriate rate with one year to obtain the CCA certification. 16. Auditing. It was agreed that compliance auditing will not be performed by hospital and professional coders. 17. Hospital Coder Training Program. The Employer agrees to meet with the unions for the purpose of developing a hospital coder training program, no later than March 15, 2007. 309

NCAL APPENDIX C DEPENDENT CARE The Employer shall offer an optional Dependent Care Plan to all eligible Employees. This plan shall provide Employees the option to set aside tax free dollars for eligible dependent care expenses in accordance with the Internal Revenue Code. Coverage, limitations and exclusions of the Dependent Care are governed by the Employer s service agreements with the provider, the Plan Documents, and summary Plan Descriptions. No later than June 1, 1993 a list of licensed child care providers from the State of California will be available in each facility s Personnel Office for use by Employees. The Employer is providing this list as a courtesy, for informational purposes only. The Employer, nor the Union, had any role in preparing the list, and in no way endorses, recommends, or certifies the competence of any provider on the list. The Employer and the Union disclaim liability for any acts or omissions of any of the providers on the list. 310

NCAL APPENDIX D DOMESTIC PARTNER COVERAGE The following benefits and policies shall be offered to Employees Domestic partners and their eligible dependents, who meet the eligibility requirements as stated in paragraph below. Medical Benefits Dental Benefits Bereavement Leave Post-retirement Medical Benefits Eligibility. In order for an Employee to be eligible for domestic partner benefits provided in this Agreement, he/she and the individual for whom benefits are being applied, must provide a completed Affidavit of Domestic Partnership as requested by the Employer. For purposes of this Agreement, a domestic partnership is one in which the Employee and the domestic partner both meet all the following requirements: A. Live together, sharing the same living quarters as a primary residence, in an intimate, committed relationship and mutual caring; B. Have no other domestic partner at this time; C. Are responsible for each other s basic living expenses during the domestic partnership, and agree to be financially responsible for any debts each other incurs as a direct result of Kaiser Permanente s extension of benefits to either domestic partner; D. Are not married to anyone; E. Are 18 years of age or older; F. Are not related to each other as a parent, brother or sister, half brother or sister, niece, nephew, aunt, uncle, grandparent, or grandchild; and G. Have not been covered by Kaiser Permanente sponsored benefits with another domestic partner at any time during the last twelve (12) months. The Employer s provision of insurance benefits to domestic partners and their eligible dependents will be in accordance with applicable federal and state laws, withholding tax requirements and Internal Revenue Service requirements. 311

NCAL APPENDIX E EMERGENCY DEPARTMENT TECHNICIANS August 12, 1997 This Agreement is made and entered into by and between the Kaiser Permanente Medical Care Program ("The Employer') and the Health Care Workers Union, UHW ("The Union") to address the issue(s) associated with the Department of Health Service's Scope of Practice regulations governing Emergency Room department personnel. The parties hereby agree to the following terms and conditions in order to make necessary compliance adjustments: A. All Employees assigned to the Emergency Room departments who are classified and employed as Medical Assistants as of August 1, 1997 shall be reclassified to Emergency Department Technician. B. The wage scale for the new classification of Emergency Department Technician (ED Tech) shall be identical to that of the applicable Medical Assistant wage schedule. This assignment as with Medical Assistants may include, but not be limited to Phlebotomy and EKG. C. The Employer retains the right to train Emergency Department Technicians to perform casting and/or ortho tech duties as a part of the new job description for ED Tech. If the Employer exercises its option to cross-train ED Techs to perform casting and/or ortho tech duties, such Employee shall receive pay for Relief in Higher Classification at the ortho tech rate of pay for time spent performing such duties in accordance with paragraph 143.B. (Article XIII, Section 4 of the current Agreement) of the Collective Bargaining Agreement. If any such crossed-trained ED Techs are regularly assigned to perform casting and/or ortho tech duties for at least 30% of their work time, then they shall be reclassified and paid as Emergency Department Techs-II. This assignment may also include, but not be limited to, phlebotomy and EKG. The Emergency Department Tech-II wage scale shall be identical to that of the applicable ortho tech wage schedule. D. The Employer further agrees that the creation of ED Tech and ED Tech II classifications and the Employer's right to cross-train such Employees to perform casting and/or ortho tech duties shall not adversely impact or result in reductions in force or layoffs of cast and/or ortho techs. E. Other than the required and agreed upon adjustment to the Medical Assistant job description and the title change to ED Techs, affected Employees shall not be adversely impacted, suffer any loss of hours or have their schedules changed as a result of this Agreement. 312

F. Should any affected Employee (current Emergency Department Medical Assistants) be required as a direct result of this Agreement to perform any new duties for which they need training and/or re-training, the Employer agrees to provide such training or re-training necessary in order for the Employee to fulfill their job responsibilities for ED Tech. G. The Employer agrees that all current Emergency Department Medical Assistants who have their titles changed to Emergency Department Technicians (ED Tech) continue to be qualified to bid on medical assistant positions in other clinics, provided that they meet the posted position requirements and are otherwise entitled based on their bargaining unit seniority rights. H. The Employer understands that the Union will hold meetings with affected Employees to explain the terms of this Agreement and seek membership approval. The Employer agrees to cooperate, upon request by the Union Representative, to allow for a reasonable amount of time to accomplish the meetings. The Union Representative agrees that meetings will be scheduled by mutual agreement with the department manager if held during work time or if connected to an already scheduled department meeting. The Union agrees to complete the meetings and approval process by August 1, 1997. I. This Agreement shall not constitute practice or precedent for either party in any future cases of a similar or dissimilar nature and may only be used or relied upon to resolve disputes and/or grievances concerning the interpretation or application of this Agreement 313

NCAL APPENDIX F FLEXIBLE WORK ARRANGEMENT (3/36) Medical Center: Department: Effective Date of Agreement for above Department: This Agreement, effective upon ratification and implementation of alternative workweeks in any department, modifies the Collective Bargaining Agreement between the Kaiser Permanente Medical Care Program (hereinafter referred to as the Employer) and United Health Care Workers Union SEIU UHW (hereinafter referred to as the Union) for the purposes of establishing a twelve-hour, three-day workweek (3/36 workweek) for Employees within the Department. Nothing herein shall obligate the Employer to establish a 3/36 workweek. The parties acknowledge that at least two-thirds of the affected Employees have voluntarily agreed in writing to work three twelve-hour shifts. (Affected Employees include all Employees in a readily identifiable work unit, such as a division, a department, a job classification, a shift, a separate physical location, or a recognized subdivision of any such work unit). Additionally, a secret ballot vote was conducted in accordance with the Industrial Welfare Commission Order. At the end of one year if one-third of the affected Employees petition for a vote to terminate this agreement, the Employer and the Union will conduct a secret ballot vote. Provided that at least twothirds of the affected Employees vote in support of the Agreement, this Agreement may be extended. The Employer will attempt to make reasonable accommodations for those Employees who participate in the 3/36 vote described above but who are unable to work a 3/36 schedule, or work twelve-hour shifts. Unless otherwise provided below, all other provisions of the Collective Bargaining Agreement shall remain in force. A. The overtime provisions of the collective bargaining agreement are waived, while the overtime provisions of the California State Industrial Welfare Commission Wage Order and applicable state law covering alternative workweeks are in effect. B. For purposes of outside reference checks, outside credit checks, and outside employment verifications, and the like, the Employer will consider and characterize Employees working 3/36 schedules as full-time Employees. For all contractual applications Employees working twenty (20) or more hours per week but less than forty (40) hours per week shall be considered part-time. 314

C. Accruals for sick leave, vacations, educational leave, etc. shall be based on thirty-six (36) hours of work per week. For the purposes of this Agreement, one (1) "week" as referred to in the Master Agreement is equivalent to thirty-six (36) hours. Therefore, for example, if an Employee takes one week of vacation, he/she will receive 36 hours of vacation pay. ("One week of vacation" shall mean the seven (7) calendar day period which constitutes a "payroll week" under the provisions of the Master Agreement, for which an Employee on a 3/36 schedule shall receive thirty-six (36) hours of vacation pay.) If an Employee takes one (1) vacation day, he/she will receive twelve (12) hours of vacation pay. D. For holidays only, Employees covered by this Agreement shall be allowed to utilize their maximum of seventy-two (72) hours of holiday benefits for holidays not worked in twelve (12) hours, eight (8) hours or 7.2 hours increments. Holidays shall be paid in accordance with the Collective Bargaining Agreement. If an Employee covered by this agreement works twelve (12) hours on a holiday, he/she shall be paid at the rate of time and one-half for all hours worked on the holiday and shall also be given a day off with twelve (12) hours pay, or extra pay equal to the number of actual hours worked on the holiday for every such holiday worked. There is no cap or maximum holiday pay for holidays worked. For example, if an Employee works 12 hours on each of eight holidays, such Employee shall receive 12 hours pay at time and one-half for the 12 hours worked on all eight holidays, plus the Employee shall receive 12 hours of straight time pay for every hour worked on the holiday, or the Employee may receive time and one-half for all hours worked on the holiday plus an additional day off with 12 hours of straight time pay for every holiday worked. To further clarify the parties' intent, Employees shall receive the equivalent of double-time and one-half for all hours worked on every recognized holiday. E. For purposes of Article XIII Shift Premium, the shift differential, if any, shall be paid for the entire shift based on the shift in which the majority of the hours are worked. For example, if shifts are 7:00pm to 7:30am, night shift premium shall be paid for the entire twelve-hour shift because the majority of hours worked are at or after 10:00pm on the night shift as defined in the collective bargaining agreement. F. The Employer shall continue its policy of establishing scheduled days of work and days off, i.e., preference of days of work and days off shall be granted by seniority, subject to operational needs, with the understanding that weekends may be rotated in accordance with Article XI. Any schedule changes made after the schedule is posted shall be in accordance with Article XI of the current Collective Bargaining Agreement. G. Employees will receive one (1) unpaid thirty minute lunch period and three (3) rest periods per twelve-hour shift. 315

H. Employees covered by this Agreement who are required or permitted to work more than twelve (12) hours in any work day will be paid at the rate of double their straight-time hourly rate for all hours worked in excess of twelve (12) hours. I. Employees covered by this Agreement who are required or permitted to work more than three (3) days in a workweek will be paid at the rate of one and onehalf times their straight-time hourly rate for the first eight (8) hours of work on such additional days and will be paid at the rate of double-time for all hours worked in excess of eight (8) on such additional days. J. For purposes of education leave, the master contract provisions apply except that: 1. Education leave days shall be paid for at twelve (12) hours. 2. If the education leave is for less than six (6) hours on what would otherwise be a scheduled workday, the Employer may require the Employee to return to finish his/her shift if such requirement to return is practical, e.g., not out of town. 3. Employees may use up to 36 (thirty-six) hours of education leave on what would otherwise be scheduled days off. K. Either party may terminate this Agreement after thirty (30) days' written notice is given to the other party. Upon termination or expiration of this Agreement, the schedule in effect immediately preceding the implementation of a 3/36 schedule shall be reinstated. Unless terminated in accordance with paragraph K. above, this Agreement shall remain in effect. This Agreement covers only the Department and shall not constitute precedent or practice for either party and has been initiated at the request of the affected Employees. KAISER FOUNDATION HOSPITALS, THE PERMANENTE MEDICAL GROUP, INC., AND KAISER FOUNDATION HEALTH PLAN BY: Department Manager Date Human Resources Consultant Date SEIU UHW, UNITED HEALTHCARE WORKERS UNION BY: SEIU UHW Representative Date 316

NCAL APPENDIX G FLEXIBLE WORK ARRANGEMENT (4/40) (Position Title) This Agreement, effective, modifies the Collective Bargaining Agreement between the KAISER FOUNDATION HOSPITALS, THE PERMANENTE MEDICAL GROUP, INC., AND KAISER FOUNDATION HEALTH PLAN (hereinafter referred to as the Employer ) and the SEIU UHW HOSPITAL AND HEALTH CARE WORKERS UNION, (hereinafter referred to as the Union ). The agreement has been initiated at the request of the affected Employees to implement a flexible work arrangement for all Regular Full-Time within the Department. Nothing herein shall obligate the Employer to establish a flexible work arrangement. The Employer and the Union agree to adopt a flexible work arrangement, commencing on Sunday. Full-time Employees subject to this agreement will receive overtime compensation of one and one-half times their regular rate of pay for any hours worked in excess of forty (40) in a work week and double-time for all hours worked in excess of twelve (12) in a workday. The parties acknowledge that at least two-thirds of the affected Employees have voluntarily agreed in writing to work four ten-hour shifts. (Affected Employees include all Employees in a readily identifiable work unit, such as a division, a department, a job classification, a shift, a separate physical location, or a recognized subdivision of any such work unit.) Additionally, a secret ballot vote was conducted in accordance with current California Labor Code. (NOTE: Please refer to the most recent Wage Order when preparing the agreement document.) At the end of one year, if one-third of the affected Employees petition for a vote to terminate this agreement, the Employer will conduct a secret ballot vote. Provided that at least two-thirds of the affected Employees vote in support of the agreement, this agreement may be extended. Unless otherwise provided below, all other provisions of the Collective Bargaining Agreement shall remain in force. A. All full-time Employees shall have the option to select a four-day, ten-hour per day schedule (hereinafter referred to as the 4x10 Schedule ) or a five-day, eighthour per day schedule (hereinafter referred to as the 5x8 Schedule ), subject to operational needs. B. The overtime provisions of Article XII, Section 1, of the Agreement that refer to premium pay for work performed in excess of eight hours in any one workday are waived for all full-time Employees working a 4x10 Schedule. 317

C. The overtime provisions of the Industrial Welfare Commission Orders are waived for all full-time Employees working a 4x10 Schedule. (NOTE: Please refer to the most recent IWC Wage Order for current citations when preparing the agreement document.) D. Accruals for sick leave, vacation, educational leave, etc., shall be based on fulltime Employees scheduled hours per the agreement. Full-time Employees covered by this agreement shall be allowed to utilize their vacation, sick leave, etc., in eight (8) hour increments (if on a 5x8 Schedule) or ten (10) hour increments (if on a 4x10 Schedule) up to their maximum allowable hours per the agreement. E. For holidays only, full-time Employees covered by the agreement shall be allowed to utilize their maximum of eighty (80) hours of holiday benefits in ten (10) or eight (8) hour increments. Holidays shall be paid in accordance with the Collective Bargaining Agreement, except that, if a full-time Employee covered by the agreement works on a holiday, he/she shall be paid at the rate of time and one-half and shall also be given a paid day off or an additional day s pay equal to the actual hours worked on such holiday, not to exceed ten (10) hours at straighttime pay. The Employer shall have the option to schedule three eight-hour shifts or two ten-hour and one four-hour shift, in order to meet operational needs and to avoid holiday staffing/overtime in excess of twenty-hour hours. F. For purposes of Article XIII, Section 8 Shift Premium, the shift differential, if any, which applies at the start of the ten-hour shift, shall remain in effect for the complete shift. G. Employees will receive one unpaid thirty (30) minute lunch period and two rest periods per ten-hour shift. Such rest periods shall be taken in the middle of each five-hour segment. H. The Employer shall continue its policy of establishing scheduled days of work and days off, subject to operational needs. This agreement allows the affected department Employees to work either a 4x10 Schedule or a 5x8 Schedule. I. Affected full-time department Employees wishing to change from a 4x10 Schedule or a 5x8 Schedule must request such change in writing. No person will be allowed more than one change in each three (3) month period. Changes shall be subject to operational needs. J. Either party may terminate this agreement after thirty (30) days written notice is given to the other party. K. Upon termination of this agreement, the schedule in effect immediately preceding the implementation of this flexible work schedule shall be reinstated. Unless terminated in accordance with paragraph J. above, this agreement shall remain in effect. 318

This agreement covers all Regular Full-Time ( classification title ) only in the ( department name ) Department and shall not constitute a precedent or practice for either party. KAISER FOUNDATION HOSPITALS, THE PERMANENTE MEDICAL GROUP, INC., AND KAISER FOUNDATION HEALTH PLAN BY: Department Manager Date Human Resources Consultant Date SEIU UHW, HOSPITAL AND HEALTHCARE WORKERS UNION BY: SEIU UHW Representative Date 319

NCAL APPENDIX H FUNCTIONAL UNIT MANAGEMENT (FUM) June 20, 1989 H.H.C.W.U., Local 250 (Union) and Kaiser Permanente Medical Care Program (Employer) hereby agree to the following in conjunction with the implementation of the functional unit management (FUM) concept at the Employer s outpatient facilities in the Northern California Region. The provisions contained herein will apply at the time that each facility introduces the functional unit management concept. It is understood that this Letter of Agreement shall supersede any past agreement between the parties and any past practice concerning employees affected by FUM. 1. When a facility is prepared to introduce FUM as described above the following steps will be taken: A. The facility will provide the appropriate Union Field Representative (copy to the Union Kaiser Division Staff Director) with thirty (30) days advance written notice of its intent to introduce FUM, except in those facilities in which FUM reorganization has already occurred. B. Within the thirty day period described in A above a meeting at the facility will be held between the Union and facility management at a mutually agreed upon time and date. The purpose of such meeting will be for management to advise the Union of its FUM implementation plan. C. Joint union-management departmental meetings at the facility will be held at mutually agreeable times to introduce FUM implementation plans to affected employees and to answer questions from affected employees. D. Each facility shall provide the Union with lists of the Functional Unit Departments as they are formed and with updated lists as subsequent changes occur. Such lists shall also be provided by facilities at which FUM has already been implemented prior to the execution of this Letter. 2. Decentralization of centralized reception and/or appointment personnel including float pool reception/appointment personnel or medical assistants to individual functional unit departments within the medical offices shall be accomplished in the following manner. All positions created in various functional unit departments as a result of decentralization will be posted for bidding under the terms of our Collective Bargaining Agreement. Only receptionists and/or appointment personnel or medical assistants affected by this change will have the opportunity, on the basis of relative bargaining unit seniority, to bid upon those posted positions. 320

3. Senior bidders on any position which combines reception and appointment functions shall be trained by the Employer in those duties of the combined job in which they are deficient, and any such deficiency shall not constitute a basis for denial of the position to the senior bidder. Training for employees filling a combined reception/appointment position shall be sufficient to meet any deficiency, up to a level of training comparable to that provided to new employees. Such training shall be identified by each facility, and a description, of such training shall be provided to the Union. As such training is developed the provisions of paragraphs 156 through 159 of our Collective Bargaining Agreement may be applied. 4. Any employee who is involuntarily assigned to a lower classification as a result of the introduction of functional unit management or related decentralization will be red-circled (current wage rates shall be frozen until such time as the appropriate contractual wage rate equals or exceeds the current rate). 5. The Employer assures the Union it is not its intention to lay off employees as a result of the introduction of functional unit management or related decentralization or the combination of jobs. Thereafter the Employer retains the right to lay off employees in accordance with our Collective Bargaining Agreement. Furthermore, no affected employee shall have his/her currently NPAed hours reduced for any reason for a period not to exceed six (6) months from the date that functional unit management is introduced or related decentralization or combination of jobs occurs. For an additional six (6) months employees affected by FUM shall not have their NPAed hours reduced only for reasons related to the implementation of FUM. At those facilities where previous written FUM implementation agreements between the parties exist, the above six month and one year periods shall commence as of the date FUM was implemented under that previous agreement. 6. When departmental reorganization or decentralization of reception, appointment and/or nursing personnel occurs in conjunction with functional unit management, for purposes of job bidding, temporary reductions in hours with no permanent loss of positions ( drop days ), and permanent layoffs, seniority shall be applied on the basis of the relative bargaining unit seniority dates the affected employees had prior to the FUM change. A. When reception, appointment and medical assistant positions are combined, seniority for the purposes described above shall be applied on the basis of relative bargaining unit seniority among all employees in the Medical Offices in the new combined job. Likewise, when reception and appointment positions only are combined, seniority for the purposes described above shall be applied on the basis of relative bargaining unit seniority among all employees in the Medical Offices in the combined reception/appointment jobs. Employees affected by FUM who do not fill a combined position will retain seniority as described above. 321

B. Department seniority for the purposes of layoff or recall as defined in paragraph 25 of our Agreement shall be defined as the date the employee was first hired into the reception and/or appointment department or into the Medical Office Nursing Department as such existed prior to the implementation of functional unit management. 7. For all other applications of seniority, including vacation and holiday selection, opportunity for overtime and additional hours and scheduling, seniority shall apply on the basis of relative bargaining unit seniority among all personnel within each functional unit department in the Medical Offices. 8. At some facilities implementation of functional unit management may result in the combination of duties normally performed by receptionists, appointment clerks, and medical assistants. (L.V.N. s will not be affected by this job combination. The parties agree that L.V.N. s will not be laid off as a result of this newly created combined position. Furthermore, it is not the intent of this Letter to change any other practices that may exist with regard to L.V.N. s.) Such combined jobs shall be posted for bidding under the terms of our Collective Bargaining Agreement. All affected reception, appointment and/or medical assistant employees shall be eligible to bid on these positions, and the positions shall be awarded based upon bargaining unit seniority. The Employer shall determine the number of combined positions to be created. Bidding on these combined jobs shall be entirely voluntary and no employee shall be required to accept such a position. Employees who are unwilling to bid or who are unable to perform all of the medical duties of the combined job after training has been provided may transfer to other positions provided the employees are qualified for such positions. Such employees who transfer shall have preference over employees not affected by functional unit management when bidding upon any vacant position in accordance with the bidding and transfer provisions of our Collective Bargaining Agreement. If no position for which the employee is qualified is available, the employee shall be assigned to a vacant position for which the employee may not be qualified, and the Employer will provide necessary training to provide competency in the position. Employees awarded the combined classification will receive from the Employer all necessary cross-training and certification in reception, appointment making, and medical assistant functions, to meet the Employer s requirements. 322

The curriculum for such training, as determined by the Employer, shall be the same for all combined positions involving reception, appointment and medical assistant functions throughout the Region. Such training may be provided by the Employer or arranged through outside educational or training institutions. The training for affected employees will commence within twelve (12) months of the date the combined positions are filled. As combined positions are initially created and filled, training will be scheduled for affected employees on the basis of seniority. Additional combined positions created after that twelve month period, which are unrelated to the initial FUM reorganization, may be filled by employees whom the Employer may cross-train or by qualified applicants (transfers or new hires) who already possess all necessary training. Current medical assistants who are not certified will be grandfathered, with no further certification requirements placed on them. Employees who obtained a combined job in 1988 or 1989, prior to the execution of this Letter of Agreement, who acquired training at their own expense in order to qualify for that combined position or an Employer sponsored training program for such position, shall be reimbursed for tuition, fees and books associated with such training. This shall be a one-time reimbursement which shall not have any future application or precedental value. It is the intent of the parties to meet in an expeditious manner to resolve any disputes concerning the application of the provisions of this Letter of Agreement which may arise, in this regard either party may initiate discussions concerning a dispute over the provisions of this Agreement at the second step of the grievance procedure contained in our Collective Bargaining Agreement. It is the intent of the parties that this Letter of Agreement be a viable and dynamic tool to address both the needs of the Employer and the rights of the employees, and it is therefore understood and agreed between the parties that any problems arising out of the implementation of FUM which are not addressed by this Letter of Agreement shall be dealt with by the parties as they arise, and a good faith effort shall be made to resolve them in accordance with the spirit and intent of this Letter of Agreement. This Letter of Agreement shall become effective on the date of its execution by both parties and shall remain in effect until modified or cancelled by mutual agreement. The provisions of the Letter of Agreement relate solely to FUM and shall not be used or relied upon by either party for any other purposes. 323

NCAL APPENDIX I HEALTHCONNECT EFFECTS BARGAINING March 28, 2005 This Agreement is entered into by Kaiser Permanente and UHW with the intent that the KP Health Connect initiative will transform the way Kaiser Permanente delivers healthcare. KP members will experience this transformation in the way they receive care and service. KP staff will experience this transformation in the way they are supported in providing care, the way they work with each other and their opportunities for personal growth and development. Our goal is to create an environment where all staff have the opportunity and support to freely engage in the transformation effort. The following work and the work of the National KP HealthConnect Agreement demonstrates our joint commitment to the successful implementation of KP HealthConnect and the full realization of its benefits and provides guidance to the region to achieve this vision. In accomplishing this goal we will continue to make Kaiser Permanente the model for healthcare delivery. It is also the intent of the parties that the implementation of KP HealthConnect will include the involvement of its Employees in a true LMP setting. I. KPHC Project Temporary Employees. a. Vacancies Not Filled Attrition. Beginning six (6) months prior to the go-live date of the facility's Ambulatory suite, vacancies that occur in the OutPatient Medical Records (OPMR) department will not be filled on a permanent basis, except as provided below. b. Offering of Available Work. Because the Employer generally wishes to avoid the use of intermittent and temporary personnel it will seek to offer available work in the OPMR to existing Employees. After additional, available hours are offered once by seniority to qualified current Employees in the OPMR, positions will be posted. KPHC Project Temporary positions will be posted as benefited positions despite their temporary nature. (i.) Postings Within the Department. Hours, which become available due to a vacancy, will be posted as a complete set of hours for the one (1) day posting period within the Department. A "complete set of hours" means that a vacancy will be offered and granted with its full complement of hours, e.g. twenty (20) hours, thirty-two (32) hours etc. The hours will not be broken into segments. 324

As a result, a part-time, limited part-time, or on call Employee may bid on the available benefited position provided that, in the case of the limited part-time or part-time Employee, the hours of the position must not conflict with her/his current pre-determined schedule. In the case of conflict with her/his schedule, s/he will have the option of either remaining in her/his current position or taking the posted position. An Employee within the OPMR department at the time of notification of go-live, who is subsequently awarded a position with more hours within the department, will only maintain her/his rights to employment and income security based on her/his former PAR level. (ii.) (iii.) Postings During the Five (5) Day Period. If no Employee in the Department successfully bids for the available position, the benefited vacancy will be made available and posted as a KPHC Project Temporary position. Limited Part-Time and On Call Employees Awarded KP HealthConnect Temporary Positions. Because of the temporary nature of the positions, of Employees outside the OPMR Department, only limited part-time and on call Employees may bid for KPHC Project Temporary Positions. Both limited part-time and on call Employees, regardless of their former status, will be returned only to on call status in their former Department and will regain any rights to which such status entitles them. While in the KPHC Project Temporary position, they will be treated as such for purposes of the Collective Bargaining Agreement and this Agreement, e.g. their bidding rights in their former Department will be affected while they remain in the Project Temporary position. (iv.) Acknowledgement of Status. Employees outside the OPMR Department who are awarded KPHC Project Temporary positions will be required to sign a form that acknowledges that they understand that their status has changed and will affect their rights to bid into positions in their former department while in the KPHC Project Temporary position. The form will acknowledge that they have done this in exchange for the temporary benefited status they will enjoy. 325

c. KPHC Project Temporary Employee Defined. A KPHC Project Temporary Employee is defined as an Employee that in all ways is the same as a temporary Employee described in the current Collective Bargaining Agreement, except such KPHC Project Temporary Employee: (i.) (ii.) (iii.) (iv.) (v.) will be in benefited position; will exercise her/his seniority as #10 in paragraph 30 and #12 in paragraph 32 of the current Collective Bargaining Agreement; may have her/his period of temporary status extend beyond ninety (90) days but, in no case, beyond eighteen (18) months, unless mutually agreed by the Union, the Employer, and the Employee; may not use her/his employment to claim over utilization, except if there is a suspected violation of c (i.) above; is not subject to the Employment and Income Security Agreement while in such status; and (vi.) will be released from her/his employment upon termination of temporary work in the OPMR, provided s/he has not successfully bid on another position. d. Agreement's Application to Other Classifications. The provisions of this entire Agreement are not intended to apply exclusively to OPMR but also to other Employees whose classification is similarly impacted. II. Available Positions and Training Opportunities. a. Notice of KP HealthConnect. Employees whose position will be affected by KP HealthConnect will be given notice of at least four (4) months prior to the go-live date of the suite which will impact their positions. The Employer will provide adequate introduction to the new system, including Employee meetings where Employees will have the opportunity to ask questions. (i.) PC Skills Assessment. At least three (3) months prior to the deployment of personal computers (PCs) or three (3) months prior to the applications training for the KP HealthConnect suites, the Shirley Ware Education Center (SWEC), in conjunction with the Employer, will conduct PC skills' assessments for Employees who will be using the new applications and the Employees in the OPMR. 326

(ii.) (iii.) Career Counseling. At least three (3) months prior to the go-live of the Ambulatory suite of KP HeathConnect, SWEC, in conjunction with the Employer, will conduct career counseling for Employees in OPMR with a short term focus of expeditious placement of Employees in Primary Level positions and counseling for long term goals for Advanced Level positions. If there is a difference between an Employee's short term and long term goals, it is understood that the short-term goals will take precedence for the purposes of this Agreement. Other Employees may participate in career counseling as currently provided in the facility. Employee Confidentiality. To guarantee Employees' confidentiality in determining PC skills and to assist them in exploring and realizing job placement opportunities, the Employer will continue to contract with SWEC to provide both PC assessments and career counseling, as applicable, for its Employees impacted by the implementation of KP HealthConnect. b. Bidding Rights of OPMR Employees. Once it has been determined that certain positions will be displaced, the Employees in those positions will be considered as "laid off' Employees for the purposes of seniority for job bidding (Article VI, Section 4. Seniority). c. Positions Categorized into Two Levels. For the purposes of training opportunities and the awarding of positions, this Agreement will categorize available positions covered by the current Collective Bargaining Agreement as: (i.) Primary Level Positions, i.e. classifications which are either: A. On-The-Job Training Positions: e.g. Cashier-Receptionist, Teleservice Representative (Call Center), Pharmacy Clerk and other classifications as agreed. (Scanning work will result in the creation of positions in facilities where UHW represents the OPMR Clerks. Any such positions will be posted as UHW positions. If such positions are new to the Collective Bargaining Agreement, the parties will negotiate over the wages of such positions.) or 327

B. Short-Term Re-Skilling Positions: e.g. Medical Assistant, Laboratory Assistant II and other classifications, as agreed, to be completed in a training course as outlined below. The parties will select a regional Implementation Team consisting of up to five (5) members each to determine Primary Level jobs and to ensure consistent application and administration of this Agreement and the National KP HealthConnect Agreement. (ii.) Advanced Level Positions. All other positions not designated as Primary Level positions will be considered advanced. d. Primary Level Position Training. The parties agree that, depending on the position, up to five hundred (500) hours of training shall be provided to Employees displaced by the implementation of KP HealthConnect. (i.) (ii.) (iii.) (iv.) On-The- Job Training. For those positions requiring only on-the-job training, the Employer will provide on-the-job-training/orientation in accordance with current department procedures. Also, the Employer will post these positions using current processes and procedures. Short Term Re-Skilling. For those positions which may require up to five hundred (500) hours of training, the Employer will post those positions with the following language to ensure that Employees are given the opportunity to bid for and be awarded positions for which they qualify: "If the transfer applicant is in a laid off status, s/he can be considered to be qualified for the position by successfully completing the required hours of training." Training hours will vary by position. Education Trust. The parties will actively support that the actual training conducted for Short Term Re-Skilling positions are funded by the Educational Trust. Representatives of the parties to this Agreement will meet as necessary to give direction to the Educational Trust, as appropriate. Support for Training. It is the intent of the parties that all Employees wishing to remain with the organization will be successful in that endeavor. 328

A. As a support to Employees and as a means of measuring their success, Employees will be evaluated periodically during the training period (i.e. after 30 days, 60 days, and 90 days). B. The Employer will engage SWEC to provide career counseling as an additional support for Employees. C. If an Employee is at any point unsuccessful in the training and/or orientation for a Primary level position, the parties will meet and confer in order to develop a contingency plan for that Employee that may include exploring other options, additional training, etc. SWEC will be included in these discussions, if practicable. D. Employees who are unsuccessful in training and then decide to leave the organization or Employees who take a position and then decide to leave the organization will not be eligible for severance as provided in this Agreement. e. Advanced Level Position Training. (i.) Enhanced Benefits. The Employer will provide the necessary training to successfully redeploy workers displaced by KP HealthConnect. In addition, the Employer will offer enhanced training opportunities, tuition reimbursement benefits, scheduling accommodations, and education leave benefits to assist Employees in career development. These enhanced opportunities apply to all displaced Employees and those in positions most likely to provide opportunities for placement of displaced Employees. Specifically, the Union and Management agree that: A. Tuition Reimbursement. Work Force Planning teams will assess, in a safe environment, the educational needs of displaced Employees and those in positions most likely to provide opportunities for placement of displaced Employees. This assessment will identify opportunities for Employees to utilize their existing Tuition Reimbursement benefit in order to gain skills and/or knowledge to allow them to qualify for another position. The Work Force Planning team will augment the tuition reimbursement benefit to assist the Employee in qualifying for an available position. 329

B. Education Leave. Workforce Planning Teams will be empowered to utilize and be creative in utilizing all Education Leave policies and resources, in order to address the training needs of displaced Employees and those in positions most likely to provide opportunities for placement of displaced Employees. This includes, but is not limited to allowing Education Leave to be used in conjunction with existing Tuition Reimbursement. C. Scheduling Accommodations: An Employee who wishes to temporarily reduce (i.e. for a period of six (6) months or less) her/his schedule to attend classes for any position may do so if such reduction is approved by her/his manager and the reduction does not unduly interfere with the operations of the department. It is understood that Employees will submit requests for the temporary reduction in schedule well before the commencement of classes (at least 60 days) and before the Employee registers for the class. If more requests are received than can be granted by the Employer because of operational needs, such requests will be granted by date of request. If requests are submitted on the same day, requests will be granted by seniority. Also, it is understood that schedule reductions/modifications due to disability issues must take precedence over schedule reductions/modifications to attend classes. f. Comparable Positions. For purposes of this Agreement, it is intended that the Employer, in conformance with the wishes of the Employee who faces displacement or potential displacement, will assist such Employee in obtaining a position that offers the same or higher wage rate as s/he previously enjoyed in her/his former classification and at a minimum will guarantee that s/he will not suffer a reduction in pay or Employee status. g. Training. (i.) Positions Modified as a Result of KP HealthConnect. An Employee who will need to use KP HealthConnect applications for her/his job will be given classification specific training. Training at the time of implementation will be uniform in content throughout the Region and will be sufficient for the Employee's satisfactory performance of her/his job. Additional training will be offered on an as needed basis. 330

(ii.) (iii.) Training in Primary Level Positions. The training of Employees in Primary Level positions will be as consistent as possible throughout the Region, given the differences in duties and needs of a given unit or particular worksite for a specific classification. Additional training will be offered on an as needed basis. Additional Training. If, after having been trained for positions modified by KP HealthConnect or for Primary Level positions, Employees are unable to perform their job satisfactorily and the Employer has offered additional training, the Employer will meet with the Union to discuss more training, other job opportunities, etc. III. IV. Unanticipated Effects. At the request of either party, representatives of the Employer selected by the Employer and representatives of the Union selected by the Union will meet on a facility basis to work out issues or effects that were not anticipated by this Agreement. Jobs Created by KP HealthConnect. The parties agree to abide by the following language agreed to in the National KP HealthConnect Agreement: a. Alignment: (i.) (ii.) Traditional Positions. The parties agree that where the basic skills, experience, knowledge, and abilities required for the new positions are found in bargaining unit positions, the new position will be included in the bargaining unit. Non-Traditional Positions. If significant elements of the new position are ones that are not traditionally included in bargaining unit positions, some nontraditional flexibility in selection criteria and employment conditions may be required. b. Selection: (i.) Traditional Positions. Selection for traditional jobs will be in accordance with the Collective Bargaining Agreement. 331

(ii.) Non-Traditional Positions. Selection for non-traditional positions will be done jointly by Labor and Management. Competency will be determined by assessing the candidates against the expected job requirements and competencies. Seniority will be the determining factor from among those candidates deemed to be fully competent. c. Flexibility for Non-Traditional Positions: The parties recognize the critical nature of such positions to respond efficiently and effectively to certain organizational and systems needs. These positions may require greater independent judgment, less direct supervision and more flexible scheduling. Flexibility of work distribution, location of assignments, client support, jurisdictional lines, and scheduling of work are essential for these positions to be successful. d. Temporary Assignments: The parties understand that some positions created by KP HealthConnect may be temporary assignments. Employees bidding on these positions will understand that they will not be covered by the Employment and Income Security Agreement. At the end of the assignment, they may only use their accrued seniority to bid on open positions, for which they are qualified; otherwise employment will end with the completion of the assignment. Offers covering the conditions of such temporary assignments will be made in writing to the selected candidates. e. Agreements: Joint agreements regarding the rates of pay and conditions for positions placed in the bargaining unit will be documented in side letters of agreement to the existing Collective Bargaining Agreement. f. Process for Reviewing KP HealthConnect Related Positions: (i.) (ii.) (iii.) The Employer will notify Union leaders of new positions created by KP HealthConnect within sixty (60) days prior to posting. The Employer and the Union will schedule a joint meeting to review the new position within fifteen (15) days of notification. Those positions already established and populated will be jointly evaluated as soon as practicable. The process for transitioning such positions into the bargaining unit will be subject to bargaining. The Employer will provide the KP HealthConnect need for the role. Labor and management present their interests and recommendations for representation status. If the job is determined to be represented, then the parties will follow the current job evaluation process. 332

(iv.) (v.) If the job is determined to be non-represented, then the Employer will follow the current job evaluation process. If there is disagreement about bargaining unit status, then the matter will be referred to the Expedited Issue Resolution Process as outlined in the National KP HealthConnect Agreement. V. Vacancies during Transition to KP HealthConnect. Until the implementation of KP Health Connect is complete region-wide, Employees may apply for vacancies for which training in KP HealthConnect is required. If such Employees would be considered qualified except for the KP HealthConnect training, then they will be considered to be qualified for the position. VI. VII. Changes in Duties of Certain Classifications. The Employer and the Union will agree to assess whether jobs have changed enough to warrant an increase in pay. Such assessments will occur during contract bargaining in 2005. Disputes will be ultimately resolved by the grievance procedure. Early Retirement. Employees in those classifications whose numbers are reduced as a direct result of the implementation of KP HealthConnect will be given twelve (12) months notice prior to the projected implementation in the specific department and facility. In facilities where implementation will already have occurred sooner than twelve (12) months, such notice will be given as soon as practical. Employees so affected will be offered career-counseling, retirement/benefit counseling, retraining opportunities, and severance in the thirty-day period following notice. Such Employee, within the ninety-day period following (120 days total), will make her/his decision to remain with Kaiser Permanente and take advantage of retraining opportunities or sever her/his employment. The severance offered to Employees will be granted according to the 1994 Severance Agreement, the basics of which are: a. Employees Eligible for Early Retirement (Waiver). A summary of the benefits follows: (i.) (ii.) One (1) week's pay per year of regular service based on the number of PAR'd hours in a payroll week at the time of separation exclusive of additional hours or overtime. Payment will be every two weeks. One (1) month's minimum and six (6) months' maximum of severance. 333

(iii.) Health and Dental for Employees and dependents until the Employee is eligible for Medi-Care. At the time the Employee becomes eligible for Medi-Care s/he will be covered as provided in the provisions of the Collective Bargaining Agreement. b. Employees Not Eligible for Retirement (Waiver). A summary of the benefits follows: (i.) (ii.) (iii.) One (1) week's pay per year of regular service based on the number of PAR'd hours in a payroll week at the time of separation exclusive of additional hours or overtime. Payment will be every two weeks. One (1) month's minimum and six (6) months' maximum of severance. Health and Dental for Employees and dependents until the Employee is covered by health insurance with another Employer, up to a maximum of twelve (12) months. c. Hiatus in Employment. Different from the 1994 Agreement, Employees taking advantage of the severance package will not be eligible for rehire for a period of one (1) year after severing. d. Non-Duplication of Benefits. Selection of severance or early retirement under this provision shall be the exclusive choice for severance and/or early retirement, and the National KP HealthConnect Agreement provisions regarding severance, medical benefits, etc. shall have no application for Employees covered by this Agreement. Those Employees, who select severance and/or early retirement based upon this provision, shall execute a standard release of liability and all claims. As an exception to the 1994 Severance Agreement, such release shall include a release from potential contract claims including, but not limited to, the layoff and recall provisions of the collective bargaining agreement and the Employment and Income Security Agreement provisions of the National Agreement. VIII. Employees Replacing Employees Who Are Being Trained on the KP HealthConnect System. a. The Employer wishes to avoid any hardship for Employees who return to regular duties after training on KP HealthConnect or who remain in a department while co-workers are being trained on KP HealthConnect. Therefore, the Employer shall replace Employees who are being trained, based on the staffing needs of the department. 334

b. The Employer may utilize various methods of replacing Employees while certain Employees are being trained for KP HealthConnect depending on: (i.) (ii.) (iii.) (iv.) the length of such training, the method of training (i.e. classroom training vs. on-the-job training), the expertise required for training, and/or the regularity or frequency of training. c. If the Employer wishes to deviate from the provisions of this Agreement or the Collective Bargaining Agreement in order to provide replacements for training Employees, the Employer will discuss the matter with the appropriate Union representative(s). If the Employer wishes to deviate from the provisions of this Agreement or the Collective Bargaining Agreement, such action will only be by mutual agreement between the Employer and the Union. d. Among those methods of replacing Employees that the Employer may consider would be the use of current Employees by classification, specifically for inter-facility relief (a defined geography or region-wide) or intra-facility and department relief. e. It is intended that Employees in a department would be offered this work before using any of the methods described above, only if this "replacement work" did not conflict with the schedule/work of the Employees in the department desiring such work. Agency or registry personnel would be used only as a last resort and in conformance with the Collective Bargaining Agreement. f. Inter-Facility Float Pool for a Designated Area. The Employer may create a temporary pool of full-time or part-time benefited positions of Cashier-Receptionists who will serve as replacements (backfill) for Employees who are being trained. Such positions will be posted in accordance with the Collective Bargaining Agreement. (i.) (ii.) (iii.) Employees will work in these positions for a period not to exceed eighteen (18) months. Employees will be assigned to work in a designated area that includes a designated number of facilities. This information will be included in the posting. Positions will be posted as a complete set of hours, setting forth the obligations of this Agreement. Current Employees may bid for these 335

positions provided such work does not conflict with their schedule, if it is their wish to maintain their current schedule. Such Employees will retain all rights in their current department and will continue to work their current schedule in their department. (iv.) A. New hires into these positions will accrue seniority for bidding purposes as Employees of a separate facility. B. Current Employees who bid on and are awarded these positions, and who leave their current positions to take these positions, will continue to accrue seniority as if still working in their former department. Upon conclusion of the assignment, current Regular Employees will retain bidding rights as Regular Employees back to their former department, and may only exercise these rights at that time if any positions are available. After that time, their bidding rights back to their former department as described in the preceding sentence, will cease. Short-hour or Casual Employees may return to their former status in the department, and the specific hours and shifts will be determined based on operational needs. C. At the end of the assignment in these temporary benefited positions, new hire (A) and current (B) Employees will become Regular full-time or part-time Employees in KARES, will be placed into positions which are geographically suitable, and will no longer be considered temporary benefited Employees. They will then be considered as Employees of a separate facility (KARES) for the purposes of the Collective Bargaining Agreement. If they were parttime or full-time in the Temporary Benefited position, they will transition to KARES in the same status. New hires who do not choose to continue in KARES will be separated from their employment and will not be subject to the Employment and Income Security Agreement. (v.) (vi.) The Employer will designate a certain facility within the geographic area as the home facility. This home facility will be used to calculate mileage reimbursements for the Employee while in this position, in accordance with the current Kaiser Permanente reimbursement policies, (See Policy 20-4 dated 6/1/02 regarding Expense Reports.) Both current and new hire Employees who bid on and are awarded these Temporary Benefited positions will commit to remaining in the position for the duration of the assignment. Thereafter, they may 336

exercise their rights to bid for other positions as provided in the Collective Bargaining Agreement. (vii.) With agreement of the Union, the Employer may use this float pool model for another classification. (viii.) The Employer will pay for travel time pursuant to current KP policy. (See Policy 4.02 dated 12/03 regarding Travel Time.) (ix.) The configuration of these positions will be primarily full-time positions. (x.) The Employer will pay a $1.00 per hour differential for all hours worked in these temporary benefited positions. The $1.00 per hour differential will cease when the Employee transfers to KARES. (xi.) It is not intended that positions in KARES will be utilized in lieu of positions regularly assigned in a given unit or facility. (xii.) Nothing herein is intended to change the current agreements or practices regarding the utilization of Employees in KARES. IX. Biller Training Pool. The Employer may create a pool of regular full-time Biller positions that will serve as replacements (backfill) for Employees who are being trained in billing. At any time, these Employees may be assigned in any of the Employer s business locations in Northern California. Such positions will be posted in compliance with the collective bargaining agreement and will include all the obligations of this position. a. The Employer will pay all mileage pursuant to current KP Policy (See Policy referenced above). b. As applicable, the Employer will pay lodging and travel time pursuant to current KP Policy (See policy referenced above). c. Current Employees granted one of these positions will continue to maintain their seniority in their former department. d. New hires will accrue seniority as provided in the collective bargaining agreement and will have Employment and Income Security. When new hires working in the Biller Training Pool bid for a position outside the Training Pool, they will be considered as a separate and distinct facility for bidding purposes. e. Employees working in these positions will be paid a differential of $2.50 per hour for all hours worked while on a float assignment in this Pool. 337

f. These positions will require a great deal of flexibility of the Employees awarded them. These Employees may be called upon to work anywhere in the Region, and from time to time, they will work in their original department, based on operational need. g. These positions may continue for a period in excess of eighteen (18) months. Any Employee awarded one of these positions will return to her/his former position upon conclusion of this work. h. Initially, the Employer will determine how many positions are needed for the Biller Training Pool. The number of Biller Training Pool positions allocated to SEIU-UHW and OPEIU Local 29 will be pro-rated based on the current total number of Employees in Biller positions held by SEIU- UHW and OPEIU Local 29. The Employer will continue to maintain this pro-ration for the duration of this program. Such Employees will be able to work in any location in the Region, regardless of union affiliation. This specific provision #h. is non-precedent setting and this Agreement with SEIU-UHW for a proportional allocation of positions is contingent upon OPEIU Local 29's agreement with this provision. i. Employees who, in the last six (6) months of the date of their application for a position in the Biller Training Pool, have active corrective action or written letters of warning on file are not eligible for participation in the Biller Training Pool. X. Lotus Notes. Depending on factors such as server capacity, licenses, etc., each facility will examine its ability to provide an e-mail address and Lotus Notes to all Employees. XI. XII. Alternate Arrangements. Because every possibility that might arise could not be anticipated by this Agreement or by the guarantees of the Employment and Income Security provisions of the National Agreement, the Union and the Employer may mutually agree to alternate arrangements, with the understanding that such arrangements will be consistent throughout the region as much as is operationally feasible. National Agreement. It is agreed that this Agreement serves as a complement to the National KP HealthConnect Agreement. If any provision of the National KP HealthConnect Agreement or agreement with OPEIU Local 29 provides a better benefit, such better benefit will be extended to Employees represented by UHW. This Agreement relates solely to the initial implementation of KP HealthConnect in Northern California. This Agreement shall not constitute precedence for either party, nor 338

shall either party use this Agreement in any pending or future case, unless the application of this Agreement is at issue. 339

NCAL APPENDIX J LICENSED VOCATIONAL NURSE I.V. CERTIFICATION August 5, 2002, Kaiser Permanente and SEIU UHW reached an agreement regarding Licensed Vocational Nurses and Sr. Vocational Nurses Job Classification on the following: A. Designate I.V. Departments. 1. Kaiser Permanente will initiate the list of departments to be designated as I.V. therapy departments by facility in the inpatient and outpatient settings, and make such list available to the Union as soon as it is completed. Wage differentials as described below will be implemented based on this initial Employer list. 2. SEIU UHW will also send KP a list of identified I.V. departments. The Employer will review and discuss this list with the Union for additional consideration of implementation of the Wage differential. 3. The parties further agree to evaluate the lists and modify the lists by mutual agreement. 4. Any disputes with respect to whether an area should quality for I.V. Therapy designation is subject to the grievance and arbitration provisions of the collective bargaining agreement. B. I.V. Certification. 1. KP will not require current LVNs to obtain I.V. certification even if the Employee's home unit is a designated I.V. department. 2. Employees who transfer to an I.V. designated department/position must have I.V. certification within 6 months after a position is awarded in the I.V. designated departments. 3. Newly hired Employees must have I.V. Certification if required by Job Postings for positions in designated departments. 4. LVNs and Sr. LVNs currently employed by KP will be offered a KP sponsored I.V. certification training program. KP and SEIU UHW will jointly work together to develop a curriculum through the SEIU UHW Shirley Ware Education Foundation Center. 340

C. Compensation. 1. In a designated I.V. unit, an LVN who is I.V. certified and competent to carry out duties which require I.V. related tasks will receive an hourly differential equal to 5% of his/her current rate of pay. 2. In a designated I.V. unit, a Sr. LVN who is I.V. certified and competent to carry out duties which require I.V related tasks will receive an hourly differential equal to 3% of his/her current rate of pay. 3. In a designated I.V. unit, a regular LVN or a Sr. LVN who chooses not to obtain I.V. certification, and/or is unwilling to carry out I.V. related duties, or is unable to perform and unwilling to receive training will not receive the differential. 4. New I.V. certification differential rates will commence on September 22, 2002. The payment will reflect on the paycheck of October 11, 2002. No retroactive adjustments will be made prior to September 22, 2002. 5. The I.V. Therapy differential will be included in paid time off compensation and shall become part of the base rate as are "shift differentials". 6. Preceptorship. It is agreed that any LVN or Sr. LVN will be paid a differential of $1.20 per hour for actual time spent precepting an LVN or a Sr. LVN who is new to the department. (Further discussions will take place regarding precepting of other job classifications i.e. Medical Assistants, Nursing Assistants/Care Partners, Unit Assistants and Receptionists.) Furthermore, it is agreed that preceptorship and orientation is distinctly separate. No differential will be paid for orientation. The parties agree to meet to mutually define the precepting process. The wage differential for Precepting will not be paid until such time that the process is defined and agreed to, and will not be retroactive. The Parties agree to review and resolve this matter within 90 days of the signing of the agreement. 7. Floating. A. Currently employed LVNs and Sr. LVNs not I.V. certified but whose home unit is an I.V. designated department, may float to other I.V. designated units according to seniority. B. LVNs and Sr. LVNs who are I.V. certified and competent whose home unit is not an I.V. designated department, may float to an I.V. designated unit and will be paid at a relief in higher classification differential. 8. An I.V. certified LVN or Sr. LVN who decides to transfer to a non-i.v. designated department will not continue to receive the I.V. certification differential. 341

NCAL APPENDIX K MANDATORY OVERTIME Applicable to all classifications. It is the intent to discontinue the practice of scheduling/requiring mandatory overtime. Effective August 15, 2003, mandatory overtime will not be used except in a government declared state of emergency. Even in a state of emergency, the facility/facilities will take all reasonable steps to utilize volunteers and to obtain coverage from other sources prior to mandating overtime. The pre-implementation time will be used to assess practices and develop new scheduling processes to make the discontinuance of mandatory overtime possible. Specifically, the parties will jointly review where the practice of mandatory overtime exists and work with department staff to develop procedures, processes and solutions to avoid this need in the future. At the end of the pre-implementation period, it is expected that joint processes/procedures will be in place to assure successful implementation of the elimination of mandatory overtime after August 15. 342

NCAL APPENDIX L MECHANIZATION A. Mechanization Defined. The term mechanization is defined as replacement of essential elements of an Employee's particular job by a machine or other technological improvement, including but not limited to introduction of automated processes and work-saving devices. B. Steps Taken by the Employer for Mechanization. When an Employee's particular job is eliminated because of mechanization, the Employer shall take the following steps. 1. Notice to Five Year Employees. An Employee who has at least five (5) years of continuous service as a Regular Employee shall be given three (3) months prior notice that his/her job is being eliminated. The Employee, if he/she has less than five (5) years but more than one (1) year of continuous service as a Regular Employee shall be given four (4) weeks prior notice that his/her job is being eliminated. The Employee, if he/she has less than one (1) year of continuous service as a Regular Employee, shall be given two (2) weeks prior notice that his/her job is being eliminated. The applicable period of notice shall be termed the notification period. 2. Offer of Job with Training to a Five (5) Year Employee. The Employee with at least five (5) years of continuous service as a Regular Employee shall be offered another job during the notification period, if an available job opening exists for which he/she can reasonably be expected to qualify within a training and trial period not to exceed sixty (60) days, either at the same facility or at another facility within reasonable proximity. 3. Reasonable Efforts on behalf of Employees with Fewer than Five (5) Years of Service. The Employer is not obligated to offer another job to an Employee with less than five (5) years of continuous service as a Regular Employee. The Employer will make reasonable effort to accomplish the force reduction through attrition and transfer regardless of length of service. 4. Effective Date of Pay for an Employee who Accepts a New Job as a Result of Mechanization. If an available job opening exists during the notification period and it is offered to and accepted by the Employee, the rate of pay for the job, if 343

lower, shall not become effective before at least the end of the notification period. 5. Minimum Severance for Mechanization. If by the end of the notification period the Employee has not accepted another job or the Employee has not been offered another job, he/she shall receive minimum severance pay on the following basis for full years of continuous service as a Regular Employee: Note: The TAP severance program or other better severance benefits available shall supersede this minimal benefit. Years of Service Days of Pay 1-2 2 2-3 4 3-5 10 5-7 15 7-10 20 10-Over 30 C. Applicability of this Side Letter. These provisions are fully subject to better benefits and conditions provided through National LMP Agreements, Health Connect Agreements, Employment and Income Security Agreements, and other provisions contained in this Agreement which provide for better conditions and benefits related to reduction in force, income extension, training and placement. 344

NCAL APPENDIX M NO SHIFT CANCELLATION October 18, 2002 Providing Kaiser Permanente Employees with the maximum possible employment and income security is one of the six stated goals that serve as the foundation to the Partnership between Kaiser Permanente and those AFL-CIO Unions representing Employees in KP facilities. The parties agree that a no shift-cancellation policy helps to meet that goal and provides Kaiser Permanente with a valuable tool to assist in its recruitment and retention efforts now and in the future. The terms and conditions set forth in this document have been discussed and agreed to by representatives of SEIU UHW and Kaiser Foundation Hospitals. This agreement supersedes the agreement signed by the parties on May 23, 2002. Project Identification and Considerations. A. The no shift-cancellation program shall include all SEIU UHW Kaiser Foundation Hospitals Employees working in Northern California, including SEIU UHW members in the Home Health and Hospice departments. B. In addition to covering regularly assigned shifts, the no shift-cancellation program extends to Employees who have made themselves available and been confirmed for overtime and additional hours opportunities. This applies to full-time, parttime, limited-part-time, casual and temporary Employees. In each service area the parties to this agreement will designate an appropriate number of individuals, representing each facility to work on the project team chartered with the design and implementation responsibility. C. In each service area the parties to this agreement will designate an appropriate number of individuals, representing each facility to work on the project team chartered with the design and implementation responsibility. D. The project team shall have full authority to make all non-economic decisions regarding the elements of the program so long as the elements designed do not change or alter the terms of the existing collective bargaining agreement. E. When looking at alternative assignments, in lieu of cancellation, the project team shall cover activities such as those that build Employee knowledge and competency, that provide cross training of staff, and, that assist the organization in its efforts to become and maintain a survey ready environment. F. Educational modules used for alternative assignments will be designed to permit Employees to receive credit for continuing education when applicable to their 345

discipline. Kaiser Permanente will take all steps necessary to assure that such programs are recognized by the relevant licensing or certification boards. G. Each service area committee throughout the program will meet on a monthly basis, or more often if necessary, to discuss successes and other issues as the parties feel appropriate. H. It is agreed that the no shift-cancellation pilot program that took effect May 20, 2002 and implemented no later than July 1, 2002 is hereby extended and shall remain in effect through December 31, 2010. The program may be extended by mutual agreement. 346

NCAL APPENDIX N POSITION SPECIFICATIONS FOR ALL GEOGRAPHIC AREAS INCLUDING FRESNO In the 2000 SEIU Local 250 Agreement in Appendix B there were classifications listed in groups under headings of Maintenance and Service, Licensed Nursing, Nursing, Clerical, and Technical (licensed and unlicensed). In Appendix C there were classifications listed that included a synopsis of their position requirements and job duties. These lists were not exhaustive. Over the years classifications have been added and the job duties have changed for some of the classifications or, through bargaining, entirely different job descriptions have been substituted, e.g. Coder, Radiologic Technologist and Sonographer career ladders. The following is a list of classifications in the 2000 Agreement that were included in Appendix C of that Agreement. The 2000 Local 250 Agreement should be used as a reference for job descriptions that have not changed and for groupings of the listed classifications. Allergy Technician Allergy Technician Trainee Asst Supv Central Allergy Laboratory Cardiovascular Technician Central Supply Technician Cert. Occupational Therapist Assistant I Cert. Occupational Therapist Assistant II Cert. Ophthalmic Technician II Cert. Sterile Processing Technician II Cert. Surgical Assistant Chief Cyottechnologist Chief Storekeeper Clerical Classifications Grades 1-7 Cytogenetic Technologist I Cytogenetic Technologist II Cytogenetic Technologist III Cytogenetic Trainee Cytotechnologist I Cytotechnologist II Cytotechnologist III Diagnostic Ultrasonographer I Diagnostic Ultrasonographer II Diagnostic Ultrasonographer III Diagnostic Ultrasonographer Trainee EEG Technologist I EEG Technologist II Emergency Department Technician II Head Housekeeping Aide Histologic Tech Trainee Histologic Technician I Histologic Technician II Laboratory Assistant I Laboratory Assistant II Laboratory Assistant III Linen Room Supervisor Medical Record Coder I Medical Record Coder II Medical Secretary Medical Secretary Trainee Molecular (DNA) Technologist I Molecular (DNA) Technologist II Molecular (DNA) Technologist III Monitor Technician MRI Technologist I MRI Technologist II MRI Technologist Trainee Nuclear Medicine Technologist I Nuclear Medicine Technologist II Nutrition Aide/Nutrition Clerk Obstetrical Technician Ophthalmic Photographer Ophthalmic Technician Ophthalmic Technician Trainee Outpatient Pharmacy Technician Physical Therapy Assistant I Physical Therapy Assistant II 347

Psychiatric Technician Radiologic Technologist I Radiologic Technologist II Radiologic Technologist III Reg. Respiratory Care Practitioner I Reg. Respiratory Care Practitioner II Respiratory Care Permitee Respiratory Care Practitioner I Respiratory Care Practitioner II Sr. Allergy Technician Sr. Anesthesia Supply Aide Sr. Anesthesia Technical Assistant Sr. Cardiovascular Technician Sr. Cert. Sterile Processing Technician Sr. Communication Operator Sr. Cytogenetic Technologist Sr. EKG Technician Sr. Laboratory Assistant Sr. Licensed Vocational Nurse Sr. Medical Assistant Sr. Medical Secretary Sr. Nutrition Clerk Sr. Obstetrical Technician Sr. Orthopedic Technician Sr. Pathology Technical Assistant Sr. Physical Therapy Aide Sr. Psychiatric Technician Sr. Respiratory Supply Aide Sr. Surgical Technician Sterile Processing Technician I Storekeeper I Storekeeper II Supv. Cyto/Histo Technologist Supv. Diagnostic Ultrasonographer Supv. Histologic Technician Supv. MRI Technologist Supv. Nuclear Medicine Technologist Supv. Radiologic Technologist Supv. Respiratory Care Practitioner Surgical Assistant Surgical Assistant Trainee Unit Assistant Vision Services Assistant I Vision Services Assistant II 348

NCAL APPENDIX O POST-RETIREMENT MEDICAL BENEFITS FOR EMPLOYEES WHO RETIRED BEFORE JANUARY 1, 2003 The Employer agrees to provide to those Employees covered by the Kaiser Foundation Health Plan, Kaiser Foundation hospital-surgical-medical benefits described as Senior Advantage or the alternate medical plan coverage integrated with Medicare, for Employees retired under the normal, disability and postponed provisions of the pension plan and who are eligible for and participating in Parts A and B of Medicare. Employees retiring under the early or disability provisions of the pension plan shall become eligible for the Kaiser Foundation Health Plan Senior Advantage coverage (or the dual choice option if accepted by the Administrator) upon becoming eligible for and participating in Parts A and B of Medicare. For early and disability retirees who retire after November 1, 1992, the requirement that Employees must maintain Kaiser coverage during the period from early retirement to age sixty-five (65) in order to qualify for coverage at age sixty-five is eliminated. Covered spouses/domestic partners of such Employees must also enroll in Parts A and B of Medicare when eligible. Medicareeligible Employees who retired prior to August 1, 1996, along with their Medicareeligible dependents, will be allowed to retain their existing coverage presently described as MS or may choose to enroll in the Senior Advantage Plan provided they meet eligibility requirements. Employees who retire on or after August 1, 1996, and their dependents will be required to enroll in the Senior Advantage Plan upon becoming Medicare-eligible. The medical benefits that retirees receive from the Senior Advantage program will continue to be the same as those described as the SS coverage in Article XXII, Section 1. Retirees covered by Senior Advantage must receive all medical care at Kaiser Permanente facilities in order to receive benefits. If individuals covered under this plan move outside the Kaiser Permanente service area, and do not elect the alternate medical plan, Kaiser Permanente will offer its Out of Area Group plan. However, effective January 1, 1997, such Medicare-eligible retirees and their dependents will be required to pay that amount of the Out of Area retiree group rate which is in excess of the Health Plan retiree group rate in effect on January 1 of each year. Dependents of Employees who retire on or after August 1, 1996 who are not yet Medicare-eligible must enroll in Kaiser Permanente's Senior Advantage Plan as soon as they become eligible in order to maintain health plan coverage. The $5.00 drug co-pay shall apply to eligible Employees who retire on or after January 1, 1998. For Employees hired after October 25, 1986, fifteen (15) years of service under the Retirement Plan shall be required for eligibility for the post-retirement health care coverage described above, and such coverage shall not include optical benefits. Costs for post-retirement medical coverage shall be shared as follows for Employees who terminate on or after January 1, 1998, and who meet the eligibility requirements for retiree medical coverage. Such costs will be based on the January 1 retiree Senior Advantage group rate for each year. 349

Retiree Service Years of Monthly Payments Employer Monthly Payments 15 50% 50% 16 55% 45% 17 60% 40% 18 65% 35% 19 70% 30% 20 75% 25% 21 80% 20% 22 85% 15% 23 90% 10% 24 95% 5% 25 100% 0% 350

NCAL APPENDIX P RADIOLOGIC TECHNOLOGIST CAREER LADDER September 1, 2005 Advances & Attrition in Technology. Medical Imaging is a dynamic, technology driven field. As advancements occur, the parties will meet to discuss whether these result in the creation of a new Specialty and/or changes in job requirements. As attrition occurs, the parties will meet to discuss the elimination of Specialties and/or job requirements. Radiologic Technologists without Fluoroscopy licenses currently working for Kaiser Permanente. Radiologic Technologists working on or before August 05 at Kaiser Permanente WITHOUT California certification in Fluoroscopy will be provided with educational opportunities in order to pass the California permit test in a 9 month period. Those who are unable to meet this requirement are eligible to work as an RT I if either the union or management can identify and both parties agree on any Radiologic Technologist positions within the Region where Fluoroscopy is not necessary for the regular operational requirements of that position. Employees will maintain their pay rate until such time as the RT I rate is above that rate. An employee must be awarded the position through bargaining unit seniority in order to continue their employment at Kaiser Permanente Northern California. Modality Competency Committees. Each Modality (General Radiology. Computer Tomography. Mammography. Interventional) will create a Joint Regional Committee of Labor, Management and Radiologists for the following functions: Establish Criteria for basic competency for hours in that modality. Establish Criteria for advanced competency for hours in that modality Establish Training Criteria for that modality Review and recommend Radiologic Technologist continuing education needs Update competency criteria as Technology in that modality changes Support the proctoring of students through KPSAHS and other educational institutions 351

Radiologic Technologists without Venipuncture Certification. A. Working in a Modality where it is performed. Radiologic Technologists working on or before August 05 at Kaiser Permanente WITHOUT California Venipuncture Certification in a Modality where it is performed will be provided with educational opportunities in order to pass the California permit test in a 9 month period. Those who are unable to meet this requirement shall be given work assignments for which they are qualified and placed at the corresponding Skill Level of the Radiologic Technologist classification. B. Working in a Modality where Venipuncture is NOT performed. Radiologic Technologists working on or before August 05 at Kaiser Permanente WITHOUT California Venipuncture Certification in a Modality where it is NOT performed as part of their work assignment will not be required to obtain it. For promotions, transfers or training in a Specialty that requires Venipuncture, the Technologist must obtain CA Venipuncture certification on or before the date of application. The employer will provide the Technologist with educational opportunities in order to pass the California permit test at the Technologists s request. Implementation. Upon ratification of this agreement, current employees shall be placed at the appropriate Skill Level and their current Tenure Step where they will not receive a reduction in pay rate as a result of the implementation of this new structure. Level 1. Radiologic Technologist I: This is an entry level position. The employee must obtain a fluoroscopy permit and venipuncture certification within six months of employment, or will be terminated. Level 2. Radiologic Technologist II: This level requires both fluoroscopy permit and venipuncture certification. Competency must be demonstrated and maintained. Level 3. Radiologic Technologist III: This level requires five years of experience as a Radiologic Technologist, a CA fluoroscopy permit, California venipuncture certification and ARRT (R) certification. Competency must be demonstrated and maintained. Level 4. Radiologic Technologist IV: This level requires a CA fluoroscopy permit, CA venipuncture certification and two years of experience in a Specialty (IR, CT, and Mammography) or one year of experience in a Specialty and an ARRT in that Specialty. The Specialty must be performed by the Technologist and be within the scope of service of the department. Competency in the Specialty must be demonstrated and 352

maintained. ARRT certification in Quality Management will be considered a Specialty for advancement to this level. Level 5. Radiologic Technologist V: This level requires a CA fluoroscopy permit, CA venipuncture certification and two years of experience in each of two specialties (IR, CT, Mammography) OR one year of experience in each Specialty and an ARRT in each Specialty OR one year of experience in one Specialty with an ARRT in that Specialty and two years of experience in a second Specialty. The Specialty must be performed by the Technologist and be within the scope of service of the department. Competency in Specialties must be demonstrated and maintained. ARRT certification in Quality Management will be considered a Specialty for advancement to this level. Level 6. Lead Radiologic Technologist: This level requires a CA fluoroscopy permit, CA venipuncture certification five years of experience and an ARRT (R). Specialty Leads must have Specialty ARRT and meet all Specialty requirements. Existing Lead Radiologic Technologists who do not have ARRT certification will be grandfathered to this level in General Diagnostic Radiology and Specialties. Advancement Into Specialties. Management will make reasonable efforts to train all qualified Technologists according to operational needs in each Specialty. Operational needs may include backfill for vacation, sick calls and union activities. All references to Special Procedures Differential and the Garbarino arbitration decision shall be deleted from the agreement. Employees shall be placed at the appropriate Skill Level and current Tenure Step. 353

NCAL APPENDIX Q RADIOLOGIC TECHNOLOGIST SPECIAL COMPENSATION March 2007 This Letter of Agreement ("Agreement") is entered into by and between The Permanente Medical Group, Inc. ("TPMG" or "the Employer") and United Healthcare Workers West ("UHW" or "the Union") to resolve ongoing disputes concerning the interpretation and application of the contract provision entitled "Radiologic Technologist Special Compensation", designated as Paragraph 173 of the 2000 2005 Collective Bargaining Agreement ("CBA"). The Union and the Employer agree that, as of the effective date of this Agreement: 1. Only a regular Radiologic Technologist who both was hired by the Employer prior to October 25, 1986 and was employed by the Employer as a regular Radiologic Technologist prior November 4, 1990, shall be entitled to receive the payment described in Paragraph 173 (paragraph 776 of the current Agreement). A parttime regular Radiologic Technologist who both was hired by the Employer prior to October 25, 1986 and was employed by the Employer as a Radiologic Technologist prior to November 4, 1990 shall have her or his lump sum payment prorated pursuant to Paragraph 173. 2. Notwithstanding the provisions of Paragraph 1, above, any employee of the Employer who is a regular Radiologic Technologist on the effective date of this Agreement and who was hired by the Employer prior to October 25, 1986, shall continue to receive payment pursuant to Paragraph 173 until such time as she or he is no longer employed by the Employer as a regular Radiographic Technologist, or Paragraph 173 is amended or deleted by mutual agreement of the Union and the Employer. He or she shall be entitled to receive such payment regardless of whether she or he was employed by the Employer as a regular Radiologic Technologist prior to November 4, 1990. This exception does not apply to any employee who is not employed by the Employer as a regular Radiologic Technologist on the effective date of this Agreement, regardless of her or his employment history or whether he or she becomes a regular Radiologic Technologist after such effective date. 3. In full and complete settlement of any claims arising from or relating the Employer's decisions in 2005 and 2006 to withhold payment as described in Paragraph 173 from regular Radiographic Technologists who were hired by the Employer prior to October 25, 1986, but who did not become regular Radiographic Technologists until on or after November 4, 1990, the Employer agrees to pay such employees the amount they would have received at the time. The employees who shall receive such payment are identified in Exhibit A, which is attached hereto. The payment will be made as a lump sum, less applicable taxes and withholding, within 30 calendar days after the effective date of this 354

Agreement. No other employee shall be entitled to claim or receive payment pursuant to this provision. 4. Nothing in this Agreement shall be construed to extend or expand eligibility for compensation pursuant to Paragraph 173 to other Radiologic Technologists or other employees covered by the CBA. 5. Any disputes concerning the interpretation and application of this Agreement may be referred to the grievance procedure set forth in the CBA. 6. The Effective Date of this Agreement shall be the date that it is fully executed by both parties. 355

NCAL APPENDIX R REGISTERED DIETITIANS BENEFITS BY DESIGN A. Benefits Provided. The Employer agrees to provide the benefits currently defined as Benefits by Design, a flexible benefits program that includes options in the following areas: Medical Plan, Dental Plan, Life Insurance, Disability Income, Spending Accounts. B. Eligibility. Benefits by Design is offered to all regularly scheduled Employees that work 20 or more hours per week. Coverage becomes effective the first (1 st ) day of the month after 90 days of employment and can cover the Employee, their spouse or domestic partner and unmarried dependent children up to 25 years of age. Employees may change options during the annual flex open enrollment period. If no changes are made, the same options will remain in effect for the rest of the year until they make a change. To continue participation in the spending accounts, Employees must make an annual election. C. Benefits by Design Credits. i.) Eligible Employees shall receive a specific amount of Benefits by Design credits to purchase benefits. Employees regularly scheduled to work 32 or more hours per week will receive enough flex credits to purchase the following benefits: a.) b.) c.) d.) Kaiser Foundation Health Plan (KFHP) Mid Plan with Supplemental Medical for the Employee and eligible dependents. Basic Dental Plan for the Employee and eligible dependents. Long Term Disability coverage for the Employee at the 50% level. Life Insurance coverage for the Employee up to one times the Employee s annual salary up to maximum of $50,000. ii.) iii.) Employees regularly scheduled to work 25 to 31 hours per week will receive benefits funding at 80%. Employees regularly scheduled to work 20 to 24 hours per week will receive benefits funding at 60%. Employees may elect benefit options that exceed the Benefits by Design credit he/she may receive. The additional benefit coverage will be funded by pretax or after tax out-of pocket payroll deduction expenses. Employees may also elect benefit options that are less than the Benefits by Design credit received. The unused portion of the credit will be additional income on the Employee s paycheck. 356

D. 90-Day Plan. i.) The Employer agrees that a new Employee will be provided with the 90- day Plan beginning the 1 st of the month following their hire date. The 90- day Plan provides: a.) b.) KFHP Mid Plan with Supplemental Medical for the Employee and eligible dependents. Life insurance coverage for the Employee, equal to one times the Employee s annual salary to a maximum of $50,000. ii.) The Employer will provide full funding for the 90-Day Plan for Employees scheduled to work 32 or more hours per week. Employees scheduled to work less than 32 hours per week will pay a premium for the KFHP Mid Plan. E. Health Insurance. Employees may elect from four Medical Plan Options: KFHP-Low Plan, KFHP- Mid Plan, KFHP-High Plan, and Preferred Provider Option. Enrollment in the Mid or High plan results in automatic enrollment in Supplemental Medical Coverage. The plans cover many of the same services, however the costs and coverage levels vary. Employees may elect to waive medical coverage, after providing proof of other medical coverage. F. Supplemental Health Coverage. Supplemental Health Coverage reimburses the Employee for certain eligible health care services not covered, or that exceeds the limits under the Kaiser Foundation Health Plan. Employees and eligible dependents are covered up to a $1,000,000 lifetime maximum. In most cases, the plan pays 80% of reasonable and customary expenses. G. Dental Plan. The Benefits by Design program offers a choice of two Delta Dental plans, Basic and Comprehensive Plans. The plans cover many of the same services. However, the costs and coverage levels vary. To receive full benefits, an Employee or dependent must visit a participating Delta dentist. The majority of California dentists participate in the Delta Dental plan. Employees may elect to waive dental coverage. H. Life Insurance. The Employer agrees to offer Life Insurance coverage as defined in the Benefits by Design program. 357

i.) Employee Life Insurance. a.) Employees may use their Benefits by Design credits to purchase Life Insurance at the following levels: $10,000-$50,000 (in $10,000 increments) $100,000-$750,000 (in $50,000 increments) b.) Employees may purchase up to $100,000 of Employee life insurance when first eligible without providing Evidence of Insurability (EOI). Life insurance coverage may be increased to the next higher level in future open enrollment periods, without providing EOI. Employees may waive life insurance coverage. If coverage is waived when the Employee is first eligible, and he/she at a later time wishes to purchase coverage, an EOI will be required for any level over $10,000 of Employee Life Insurance. ii.) Dependent Life Insurance. a.) Employees have the option to also purchase dependent life insurance coverage at the levels listed below. Benefits by Design credits may not be used to purchase this insurance. If dependent life insurance coverage is elected, the contribution for this coverage will be deducted from the Employee s paycheck on an after-tax basis. Spouse/Domestic Each Child Partner $10,000 $2,000 $20,000 $4,000 $30,000 $6,000 $40,000 $8,000 $50,000 $10,000 b.) c.) To purchase dependent life insurance, the Employee must have Employee life insurance of at least twice the amount of spouse or domestic partner coverage elected. If an Employee waives dependent life insurance coverage when first eligible and elects it in future enrollments, the Employee will be required to provide EOI for his/her spouse or domestic partner. If an Employee wishes to increase his/her level of dependent life insurance in future years, EOI will also be required. I. Accidental Death and Dismemberment (AD&D) Insurance. Employees may use their Benefits by design credit to purchase Accidental Death and Dismemberment (AD&D) insurance at the following levels. Benefits by 358

Design credits may not be used to purchase Dependent Accidental Death and Dismemberment Insurance. If dependent life AD&D coverage is elected, the contribution for this coverage will be deducted from the Employee s paycheck on an after-tax basis. The Employee may enroll his/her dependents in AD&D coverage only if the Employee first elects coverage for him/herself. Spousal or domestic partner coverage is automatically 50% of the Employee s AD&D and coverage for each child is automatically 10%. Coverage may be elected at the following levels: Employee Only Spouse/Domestic Each Child Partner $10,000 $5,000 $1,000 $20,000 $10,000 $2,000 $30,000 $15,000 $3,000 $40,000 $20,000 $4,000 $50,000 $25,000 $5,000 $100,000 $50,000 $10,000 $150,000 $75,000 $15,000 $200,000 $100,000 $20,000 $250,000 $125,000 $25,000 $300,000 $150,000 $30,000 $350,000 $175,000 $35,000 J. Travel Accident Insurance. This is an Employer-paid benefit outside of Benefits by Design. You are automatically enrolled if you are scheduled to work 20 or more hours per week. Coverage becomes effective on your date of hire. A benefit of four times your annual salary (or a minimum of $100,000.00 whatever is greater, up to a maximum of $250,000.00) will be paid to your beneficiary in the event your death is the result of a travel accident while on company business. K. Disability Income. The Employer shall provide income replacement in the event of an Employee s disability, serious illness, or injury as described below in paragraphs (i) and (ii). i.) Short-Term Disability. Short-Term Disability (STD) is a company-paid disability plan provided outside of Benefits by Design and becomes effective the first day of the month after 90 days of employment. Benefits are payable after the Employee depletes all hours in his/her Extended Sick leave (ESL) Bank, and any Paid Time Off (PTO) Bank. This plan provides 50% of the base salary, or up to 60% if combined with other disability income, such as State Disability Insurance or Workers Compensation. Benefits may be paid up to a maximum of six months form the date of disability with continued physician certification. 359

ii.) Long-Term Disability. a.) b.) c.) The Benefits by Design flexible benefits program also offers Long Term Disability (LTD) coverage. Employees have the option to purchase LTD at the following income replacement levels: 50% base salary (60% percent when integrated with other disability income); 60% base salary. Benefits are payable upon approval from MetLife after six months of disability after an Employee exhausts all hours in his/her ESL Bank, and STD, and any PTO hours the Employee immediately elects to use prior to commencing a Medical or Industrial Leave, whichever is later. Benefits may be paid up to age 65 with continued physician certification. There is a pre-existing condition clause under LTD that excludes disability coverage during the first 12 months of coverage for a disability resulting from a condition that is treated within three months prior to coverage becoming effective. Employees have the option to waive LTD coverage. If coverage is waived when first eligible and desired at a later time, Evidence of Insurability (EOI) will be required. L. Spending Account Options. The Benefits by Design flexible benefits program offers a choice of two spending accounts that allows Employees to set aside tax-free dollars to pay for certain expenses. Certain IRS restrictions govern these accounts. M. Dependent Care Spending Account. The Dependent Care Spending Account allows an Employee to contribute up to $5,000 tax-free on an annual basis to pay for eligible dependent care expenses. Examples of such expenses include care at a licensed daycare center, or practical nursing care for an adult. An Employee may enroll during the annual open enrollment period held in October of each year. Participation and deposits to the Employee s account will begin January of the following year. N. Health Care Spending Account. The Health Care Spending Account allows an Employee to contribute up to $3,000 tax-free on an annual basis to pay for eligible health care expenses for themselves and/or their dependents. Examples of such expenses include deductibles and co-payments for medical and dental services, or expenses exceeding your medical and dental plans limits. The Employee may enroll during the annual open enrollment period held in October of each year. Participation and deposits to the Employee s account will begin January of the following year. O. Limited Part-Time Employee s Coverage. Limited Part-Time Employees as defined in Article X, Section 2A whose regular pre-determined work schedule is at least eight (8) hours per week may purchase 360

at their own expense through a payroll deduction plan the same Kaiser Foundation Health Plan coverage available to regular Employees under this Agreement provided that a minimum of 75% of all eligible Limited Part-Time Employees in the Region elect to purchase and continue to purchase such Health Plan coverage. Coverage will be offered on the Health Plan s three-rate structure. At any time participation falls below seventy-five percent (75%) of the group of eligible Employees such coverage shall be discontinued. There shall be an annual enrollment period during which these eligible Limited Part-Time Employees may elect to purchase the coverage. P. Complete Details on Benefits. This Agreement contains only a summary of benefit plans. Complete details concerning these benefits are contained in the appropriate provider contracts, plan documents or summary plan descriptions. Summary plan descriptions shall be provided by the Employer to the Employee upon request. Terms and definitions of the Health and Welfare Plans are contained in and governed by the respective Plan Documents. 361

NCAL APPENDIX S REGISTERED DIETITIANS CLINICAL LADDER Introduction. A regional group composed of Registered Dietitians (selected by UHW) and KP Management Representative (selected by the Employer) convened following ratification of the 2003 contract to develop guidelines for implementation of the RD III clinical classification program. The RD III program was designed within twelve (12) months of contract ratification. Registered Dietitian III. Registered Dietitian clinical expert who has met the criteria as defined in the Registered Dietitian Clinical Ladder guidelines. SECTION A DEFINITIONS. The development of a RD Clinical Ladder recognizes the Registered Dietitian III as a health care clinical expert who demonstrates increasing levels of excellence through clinical practice, teaching ability and leadership. The purpose of the RD III role is to encourage Registered Dietitians to utilize and model clinical expertise, leadership abilities and successful health care practices by participation in research, education, publication and/or community involvement. Time requirements listed within the following RD III Classification sections are intended to mean that time period immediately preceding the relevant application deadline. SECTION B CRITERIA FOR CANDIDACY. Minimum Qualifications for RD III shall include: A. Current RD registration with the Commission on Dietetic Registration (CDR). B. Five (5) years experience as a Registered Dietitian, and is classified as a RD II as defined in contract. C. Work in the area of clinical specialty (i.e. area of expertise) for the Employer, and average a minimum of twenty (20) hours per week over the last two years at time of application. The 20-hour requirement pertains to the minimum number of hours per week a dietitian must work. It does not pertain to the hours worked in the specialty area. D. Current performance evaluation at the midpoint or above. 362

Registered Dietitians must be current with their CDR portfolio, or a professional development plan. Hours Worked. A Registered Dietitian hired into a twenty (20) hour position or more is exempt from any further calculation to determine paid or unpaid time away from work. For any Registered Dietitian hired into a position of less than twenty (20) hours the following RD calculations apply: Paid time is calculated by determining total paid hours for the twelve (12) months preceding the application deadline. This paid time is then divided by number of weeks, which is calculated by taking the fifty-two (52) weeks in a year minus approved leave of absence. Paid time divided by number of applicable weeks equals paid hours per week. This number must equal twenty (20) hours or more in order for a Registered Dietitian to meet the hours worked qualifications. SECTION C INITIAL APPLICATION PROCESS. The applicant must: Meet minimum qualifications as identified in Section C Criteria for Candidacy. Complete application portfolio: 1. RDIII application form 2. Performance evaluation within the last twelve (12) months, which indicates performance standards at the midpoint or above. 3. Two letters of recommendation within the last twelve (12) months. a) Include evidence of your work as a care manager if that applies to you. b) Letters should substantiate reasons why you are considered an expert in your stated area of clinical expertise (such as requests for your consultation, providing in-service education to other disciplines, etc.) 4. The CDR portfolio, the professional development plan, that was submitted to CDR. Progress on the plan will be discussed during the interview. 5. Application essay of no more than five pages demonstrating clinical expertise through case studies and/or clinical experiences. 6. Evidence of at least 3 professional contributions within the last twelve (12) months, unless otherwise specified. See list of acceptable activities below. Additional activities may be considered with unanimous advanced consent of the Regional RD III Selection Committee. 363

Submit application to the National Nutrition Services Office. Application deadlines are November 1, March 1 and July 1; beginning November 2003. The primary manager of the RD III candidate will be sent a Verification Form and a copy of the candidate s application form (refer to Section K) from the Selection Committee to verify hours worked and clinical specialty. Professional Contributions (initial application) Identify the professional contribution with the item number listed below. For example, developing and presenting an in-service for physicians is number five (5). RDs working on activities toward the RD III Classification must receive prior approval from his/her manager if such activities occur during paid time. 1. On-going teaching activity, such as adjunct professor at an accredited school or assistant/clinical faculty position or lecturer in the field of food or nutrition science. This must be an ongoing activity during at least one semester or two quarters per year. Requires description of teaching activity, a copy of the outline of the current curriculum, syllabus, or lecture, and date(s) of classes taught. 2. Publication of article related to food and/or nutrition in peer reviewed journals with RD s name listed as author or co-author or publication in Registered Dietitian, health care, health care management /practices/policy textbook as a contributor, consultant, chapter writer or editor. 3. Demonstrate active participation in health care related research within the last three (3) years. Examples include: a) Participation in research in the areas of medical nutrition therapy, nutrition education, RD or food/nutrition/health care management, or any areas concerning health promotion or health care practices, health policy or cultural competence in provision of health care. Active participation may include but is not limited to principal investigator, data collector or member of a research team. b) Publication of research in peer reviewed journals with RD s name listed as author or co-author or publication in, Registered Dietitian, health care, health care management/practices/policy textbook as a contributor, consultant, chapter writer or editor. 4. Leadership position as a committee chair or serve as an active participant as a RD representative on local, regional or professional association committees spanning at least six (6) months per year. (Include meeting minutes, which show your attendance and contributions over at least a 6-month period. May be used as a maximum of 2 of the 3 professional contributions if on 2 different committees.) If participant, evidence of substantial contribution must be provided. 364

5. Active participation in an educational activity within the past twelve (12) months. Patient education materials should include Kaiser Permanente and or Thrive logo, and date created or revised. Not more than 2 of the 3 activities listed in this category may be used. Examples include: a) Develop and present in-service education for healthcare professionals (physicians, staff, or students). In-service learning objectives and supporting material must be approved by the manager to qualify. (Submit learning objectives/materials in packet and your manager s approval for your presentation.) b) Develop and present a patient, employee, and/or community education program. For example, he/she may coordinate a health fair or develop materials for a part of the health fair. (Must be nutrition-related and have manager s pre-approval. For presentations in the community the candidate must present as a Kaiser RD) c) Publish a continuing education article for RDs,/health care staff or a health education article for the general public. 6. Active participation in department, facility and/or regional quality activities which must be of an ongoing nature with participation occurring over at least six (6) months per year. Examples include: a) Identify, share or implement successful clinical or professional practices. b) Active involvement in quality committees/forums including but not limited to local safety committee, patient safety/error reporting, patient improvement projects. (Include meeting minutes which show your attendance and contributions over at least 6 months. 7. Active participation in health related community activities occurring over at least six (6) months per year (alternate time frame may be considered with approval of RD III Committee) included but not limited to the categories listed below: a) Legislative/governmental participation. b) Volunteer work in clinic, schools, or community organizations. 8. Lead/Coordinator and/or active participant of manager approved project design work and/or project implementation 9. Within the past two years, develop or substantially revise, individually or as a part of a team: core competencies, protocols, curriculum, resource materials (i.e. patient education materials), policies and procedures or at least one written standard of nutrition care. (Provide a detailed description of your part in the 365

development or revision. Provide educational materials that you have developed or revised. Do not include education materials that do not represent your work or input. A Curriculum is the Instructor s outline and the dialog of the instructor; it includes a list of the educational materials that are used and the time allotment for each part of the class.) 10. With in the past two (2) years, make contributions to development of the RD profession by being a RD primary mentor to dietetic interns for at least one entire rotation or coordinator of the intern s rotations and signer of completed forms. Opportunities for mentoring shall be granted by seniority, a maximum of two (2) internships may be used. 11. Practice as a RD in a clinical specialty field that requires unique knowledge and/or training and is the point of contact who coordinates specialized MNT in a multidisciplinary setting. (Applies to RD s who are working as a care coordinator, recognizing increased level of responsibility for coordinating care with other disciplines and following the majority of patients for a minimum of 3 months.) Examples include NICU, home infusion, genetics and diabetes. 12. Possess a health-related doctoral degree. SECTION D MAINTENANCE OF RD III DESIGNATION AND RENEWAL PROCESS. Each appointment as RD Ill shall be made for three (3) years. Reappointment requires continued evidence that the RD Clinical Expert, also known as RD Ill, functions in the clinical setting as an exemplary clinical practitioner, teacher and leader among peers. To maintain the RD Ill designation, a RD Ill will be expected to submit for review by the Regional Selection Committee a renewal packet that will demonstrate the following: 1. Current RD registration with the Commission on Dietetic Registration (CDR). 2. Continued work in the area of clinical specialty for the Employer since the last appointment as RD Ill. 3. Average a minimum of twenty (20) hours/week over the last two years at time of application. The 20 hour requirement pertains to the minimum number of hours/week a dietitian must work to maintain the RDIII. It does not pertain to the hours worked in the specialty area. The entire 20 hours does not need to be spent in the area of clinical specialty. The candidate s manager will be consulted to confirm hours, work duties, etc prior to the candidate being approved. (Note: Your clinical specialty is demonstrated through your professional contributions and daily job duties and is substantiated by colleagues or managers in their letters of recommendation.) 4. Current performance evaluation at the midpoint or above. 366

5. Registered Dietitians must be current with their CDR portfolio, a professional development plan. Hours Worked. A Registered Dietitian hired into a twenty (20) hour position or more is exempt from any further calculation to determine paid or unpaid time away from work. For any Registered Dietitian hired into a position of less than twenty (20) hours the following RD calculations apply: Paid time is calculated by determining total paid hours for the year. This paid time is then divided by number of weeks, which is calculated by taking the fifty-two (52) weeks in a year minus approved leave of absence. Paid time divided by number of applicable weeks equals paid hours per week. This number must equal twenty (20) hours or more in order for a Registered Dietitian to meet the hours worked qualifications. At least three (3) professional contributions within twelve (12) months preceding application deadline, unless stated otherwise. For the renewal process, specified activities count as two (2) activities. See list of acceptable activities below. Additional activities may be considered with the unanimous consent of the RD III Regional Selection Committee. Professional Contributions. RDs working on activities toward the RD III Classification must receive prior approval from his/her manager if such activities occur during paid time. The following activities count as two (2) activities for the renewal process: 1. On-going teaching activity, such as adjunct professor at an accredited school or assistant/clinical faculty position or lecturer in the field of food or nutrition science. This must be an ongoing activity during at least one semester or two quarters per year. 2. Publication of article related to food and/or nutrition in peer reviewed journals with RD s name listed as author or co-author or publication in Registered Dietitian, health care, health care management /practices/policy textbook as a contributor, consultant, chapter writer or editor. 3. Demonstrate active participation in health care related research within the last three (3) years. Examples include: a) Participation in research in the areas of medical nutrition therapy, nutrition education, RD or food/nutrition/health care management, or any areas concerning health promotion or health care practices, health policy or cultural competence in provision of health care. Active participation may 367

include but is not limited to principal investigator, data collector or member of a research team. b) Publication of research in peer reviewed journals with RD s name listed as author or co-author or publication in, Registered Dietitian, health care, health care management/practices/policy textbook as a contributor, consultant, chapter writer or editor. 4. Leadership position as a committee chair or board-member as a RD representative on local, regional or professional association committees spanning at least six (6) months per year. (Include meeting minutes or a letter from committee chair verifying attendance and contributions over at least a 6 month period within the past year.) The following activities count as one (1) activity for the renewal process: 1. Serve as an active participant as a RD representative on local, regional or professional association committees spanning at least six (6) months per year. (Include meeting minutes or a letter from committee chair verifying attendance and contributions over at least a 6 month period within the past year. Participation on 2 different committees may be used.) 2. Active participation in an educational activity within the past 12 months. Patient education materials should include Kaiser Permanente and or Thrive logo, and date created or revised. A maximum of 2 of 3 activities in this category may be used. Examples include: a) Develop and present in-service education for healthcare professionals, physicians, staff, or students. In-service learning objectives and supporting material must be approved by the Employer to qualify. (Submit learning objectives/materials and your manager s approval for your presentation.) b) Develop and present a patient, employee, and/or community education program. For example, he/she may coordinate a health fair or develop materials for a part of the health fair. (Must be nutrition-related and have manager s pre-approval. For community presentations the RD will present as a Kaiser RD Employee.) c) Publish a continuing education article for RDs/health care staff or health education article for the general public. 3. Within the past three (3) years, and for a minimum of at least 1 year, active participation in department, facility and/or regional quality activities which must be of an ongoing nature with participation occurring over at least six (6) months per year. Examples include: a) Identify, share or implement successful clinical or professional practices. 368

b) Active involvement in quality committees/forums including but not limited to local safety committee, patient safety/error reporting, patient improvement projects. (Include meeting minutes which verify attendance and contributions over at least a 6 month period within the past year.) 4. Active participation in health related community activities occurring over at least six (6) months per year (alternate time frame may be considered with approval of RD III Committee) included but not limited to the categories listed below: a) Legislative/governmental participation. b) Volunteer work in clinic, schools, or community organizations. 5. Lead/Coordinator and/or active participant of Employer approved project design work and/or project implementation over the past 3 years. 6. Within the past 3 years, be an active or lead member of an implementation team in the development of substantial revision of the following: core competencies; protocols; curriculum; resource materials (i.e. patient education materials), policy and procedures, or at least one written standard of nutrition care. Provide a detailed description of your part in the development or revision. Provide educational materials that you have developed or revised. Do not include education materials that do not represent your work or input. 7. Make contributions to development of the RD profession by being a RD primary mentor to dietetic interns for at least one entire clinical internship or coordinator of the intern s rotations and signer of completed forms. Opportunities for mentoring shall be granted by seniority. A maximum of 2 internships may be used. 8. Practice as a RD in a clinical specialty field that requires unique knowledge and/or training and is the point of contact who coordinates specialized MNT in a multidisciplinary setting. Examples include NICU, home infusion, genetics, diabetes, and continuum of care RD. This applies to RDs who are working as a care coordinator, and recognizes increased level of responsibility for coordinating care with other disciplines and following majority of patients throughout care for 3 months ongoing. 9. Possess a health-related doctoral degree. SECTION E REGIONAL SELECTION COMMITTEES. Composition: Co-Chairs: 1 labor partner dietitian and 1 management representative. 1. Three (3) RDs (one shall be co-chair) selected by the union. Labor Committee RDs should represent both in-patient and out-patient areas of practice. 369

2. Three (3) management representatives on the committee (one shall be co-chair) are volunteers. Members must have experience in managing or working closely with Registered Dietitians on a daily basis. 3. National Nutrition Services Director role: Sponsor committee, provide administrative support, non-voting member. 4. Member length of service: 3 years, there will be staggered replacement (see chart) 5. Each member will serve as a regular member the first year, co-chair elect the second year, and co-chair the third and last year. 6. Reassignment: Members who have served a 3-year term on the committee should not be reassigned to the committee until 2 years have passed. 7. Alternate: A substitute in the same category may be used as needed. Either the applicant or the committee may request an alternate if there is a direct line relationship between the applicant and a committee member or a vacancy on the committee. 8. A content expert may be called if the committee has limited knowledge of the applicant s specialty area. This person is not a voting member. 9. The committee should strive to make decisions by consensus. However, if consensus cannot be reached, the decision can be made by a majority vote. If the committee is unable to reach a decision through either method, the application will be considered denied. The applicant will have the right to appeal. 10. Transition Plan: Dietitian Labor Partner 1 Dietitian Labor Partner 2 Dietitian Labor Partner 3 Management 1 2006 2007 2008 2009 Co-chair New member, becomes Regular regular member member. Current cochair Current member, last year Current member, cochair elect Current member Co-chair elect New member Co-chair elect Co-Chair Co-chair Current member continues Co-chair becomes regular member New member, co-chair elect New member Co-chair 370

Management 2 Management 3 National Nutrition Current member, cochair elect New member, Regional Health Ed rep National Nutrition Services Director, cochair Current member, Cochair New member Co-chair elect Co-chair elect Co-chair New member National Nutrition Services Director, sponsor National Nutr. Services Director, sponsor National Nutr. Services Director, sponsor SECTION F APPEAL PROCESS. Any applicant denied the Clinical Expert designation may appeal the decision of the Regional Selection Committee (RSC) as follows: 1. A written appeal, clearly stating the basis for the appeal, must be submitted to the Regional Selection Committee that made the original decision no later than thirty (30) days after notification of denial. The appeal shall not contain any application information that was not submitted with the original application as a justification for the appeal. 2. The Regional Selection Committee shall review the appeal and either accept the application or deny the appeal, providing a written explanation of the reasons for the denial. If the appeal is denied, the Registered Dietitian may appeal that decision to the Regional Appeals Committee no later than thirty (30) days after denial of the appeal by the Regional Selection Committee. 3. The Regional Appeals Committee shall be composed of six (6) members, 3 elected labor RDs and 3 representatives of management, using the same guidelines as for the Selection Committee. There will be no set guidelines for length of service. The committee will meet as the need arises 4. The Regional Appeals Committee s review shall be limited to a consideration of the same appeal presented to the Regional Selection Committee. In addition, the Regional Appeals Committee may review the Registered Dietitian s original application materials and the Regional Selection Committee s decision, including its reasons for the denial. 5. The Regional Appeals Committee may overturn the decision of the Regional Selection Committee only when there is clear and convincing evidence of procedural error or bias that affected the decision to deny movement up the clinical ladder. 371

6. If the decision of the Regional Selection Committee is reversed by the Regional Appeals Committee, the increase in pay will be retroactive to the application deadline. The decision of the Regional Appeals Committee is final and binding and shall not be subject to the provisions of Article XXVII of the Collective Bargaining Agreement. SECTION G TRANSFERS. RD IIIs who transfer within the same facility or to another facility in the same area of clinical specialty (i.e. area of expertise) will retain their status. RD IIIs who voluntarily transfer to a different area of clinical specialty within the same facility or another facility will not retain their RD III status and their effective date back to RD II shall be the date of transfer. SECTION H COMPENSATION. The compensation level for the RD III classification shall be as per the RD Ill wage scale, effective the date of the application deadline preceding approval. Employees approved for RD III while on unpaid leave of absence shall receive their new rate effective the first pay period upon their return. 372

NCAL APPENDIX T REGISTERED DIETITIANS HOLIDAYS For Registered Dietitians who have completed their probationary period, the following days shall be recognized as holidays: Christmas Day Independence Day Labor Day Memorial Day New Year s Day President s Day Thanksgiving Day 373

NCAL APPENDIX U REGISTERED DIETITIANS OTHER APPLICABLE PROVISIONS A. TIME FLEXIBILITY. Flexible scheduling in daily work hours is available, not to exceed normal scheduled work hours, based on manager s discretion and operational needs being met. B. MENTORING OF INTERNS. Intern mentoring supports the development of registered dietitians who are potential candidates for hire by the Employer. RD staff workload may need to be adjusted to meet operational needs during intern mentoring. RD staff is encouraged to work as a team to facilitate the process of workload distribution. C. MEALS. 1. Current Practice. According to current practice, the Employer will continue to provide meals for Employees in Nutritional Services. These meals shall be furnished to such Employees without deduction in compensation. 2. Outpatient Dietitians. Where applicable, Outpatient Dietitians (covered by this Agreement) also have the option to obtain meals as above. D. TENURE STEP PROGRESSION PROVISIONS. Credit for outside experience is granted to future hires for placement on the wage scale on the basis of one year of outside relevant experience as a Registered Dietitian in an acute care or clinic setting equals one-half (½) year of credit up to Step 3. The relevance of the experience referred to above is determined by the Employer, subject to the grievance procedure in the event of a disagreement. E. EDUCATION RELATED EXPENSES. 1. Regular Full-Time Employees. Full-time Employees may use up to 16 hours, (40%) of earned educational leave per calendar year towards educational related expenses, and up to 16 hours of such unused education leave may be carried over from one calendar year to the next, with a maximum accumulation of such hours at any time of 32 hours for Fulltime Regular Employees. however, such education related expenses may not be carried over from year to year. 374

2. Regular Part-Time Employees. Regular Part-Time Employees will accrue paid educational leave on a prorated basis up to a maximum of one hundred sixty (160) hours and may also use the prorated equivalent (40%) of their annual accrued paid educational leave per year for educational related expenses. Such hours for Regular Part-Time Employees may be carried over from one calendar year to the next, with a maximum accumulation of such hours of two times the prorated equivalent. F. 16-HOUR EDUCATION LEAVE CASH OUT PROVISION. 1. Agreement Statement. This process is developed specifically for Registered Dietitians, as part of the Collective Bargaining agreement reached with UHW on January 29, 2003. The agreement states that for Registered Dietitians, sixteen (16) hours of earned Education leave for regular Employees per year may be used for educational related expenses. The sixteen (16) hours is part of (not an additional sixteen (16) hours to their accrued Education Leave) the Employee s annual Education Leave accrual. 2. Eligibility. All regular full-time and part-time Registered Dietitians are eligible for the reimbursement. Employees must have at least 16.0 hours available in their Education Leave bank. They may cash out up to 16 hours per calendar year. 3. Eligibility Criteria. Any educational related course/activity is eligible for reimbursement. 4. Reimbursement of Expenses. A maximum of 16 hours are eligible for pay-out each calendar year (no carry-overs). The reimbursement amount is based on the Employee s hourly rate and available Education Leave hours. The purpose of the education leave cash-out is to support continuing education and professional selfdevelopment. 5. Reimbursement for Pay-Outs Covers. Professional organization membership dues, i.e., CDR, ADA/CDA membership 375

Professional organization Practice Group fees, i.e., Clinical Nutrition, Diabetes, Pediatrics Professional organization certification fees, i.e., CNSD, CDE, CSP (refer to Appendix B for complete listing) Continuing professional education or professional development seminar/conference fees Course tuition Advancement test in lieu of course Travel expenses, i.e., airfare, mileage reimbursement when using own vehicle, auto rental fees, gas for rental vehicle, parking fees, taxi fares, hotel accommodations, etc. Meals while attending conferences, workshops or seminars Professional publications (no lay publications) Self-study materials, software, computer programs (pre-approval by manager required.) 6. Application and Reimbursement Process. Employee should inform and provide information to the manager in advance, about the educational activity / course that they plan to attend, and state that they are requesting reimbursement of expenses as provided by the 32 hour Education Leave cash-out Provision of the Agreement. Managers should check their TOPS report (Time Off Benefit Balances Report) to ensure that the Employee has the Education Leave hours available. Upon completion of the educational activity, the Employee should provide a copy of the applicable expenses incurred. Manager should confirm the Employee s hourly rate. Managers should complete a Request for Payment (form #00287) for the appropriate amount with a copy of the receipts / documentation and submit to Accounts Payable for payment On the Request for Payment form, the Manager should convert the hourly rate into $ s to cover the cost of the expenses or payment amount. (See examples in item I). 376

Hours not used each year cannot be carried over. Managers should track Employees 16 hour Cash out Provision hours, each time the Employee requests reimbursement via this provision. The Request for Payment form should be sent to Accounts Payable for payment directly to the Employee to reimburse them for the education activity. Managers should also complete the Registered Dietitian s TOP s Adjustment Form, and send via e-mail to PS Accruals Team, or fax form to the HR Service Center to deduct the hours requested for cash-out from the Employee s Education Leave bank hours requested for cash-out from the Employees Education Leave bank. See example below: Example: Sally Jones is an RD II, S4 who earns $30.38 per hour. Under this provision, she may be reimbursed up to $486 per calendar year Sally attends a course that costs $275. The $275 equates to 9 hours pay. The $275 is the amount to be submitted on the Request for Payment Form. 9 hours should be entered on the Time off Pay (TOP s) Adjustment Form. The remaining hours that can be paid out to Sally this calendar year is 7 hours. If Sally does not cash out the remaining 7 hours this year, she cannot apply the 7 hours to the 16.0 Education leave cash-out for next year. These hours will remain in her Educational Leave bank. Sally s hourly rate $35.80 Possible calendar year $35.80 x 32 hours = reimbursement $1145.60 Sally s expenses for this course $275.00 35.80 = 8 hours Request for Refund amount to $275.00 enter TOP s form hours to enter 8 hours Remaining hours/amount for cash out 24 hours @$35.80 = $859.20 377

NCAL APPENDIX V REGISTERED DIETITIANS PAID TIME OFF (PTO) PROGRAM A. PTO Annual Bank and PTO Rollover Bank. All PTO hours accrued but not taken will remain in the PTO Annual Bank and will be available for use during the accrual year. Any PTO hours remaining unused at the end of the accrual year will be placed in the PTO Rollover Bank. The maximum combined accrual in the PTO Annual and Rollover Banks is 500 hours. No further accumulation of PTO hours will occur until such time as the Employees use their accumulated PTO hours. B. Holidays During PTO. If a designated holiday occurs during an Employee s scheduled PTO period, that day shall not be charged against accrued Paid Time Off. C. PTO In-Service Cash Out. i.) ii.) iii.) On an annual basis during the last quarter of each year, Employees may make an irrevocable election to cash out PTO hours that they will accrue in the subsequent calendar year during a designated election period. Employees will be able to cash out PTO hours in 40-hour increments up to 160 hours provided their election does not exceed their expected annual accrual based on their PTO service date and scheduled hours as of January 1 st following the election period. The amount an Employee can elect to cash out may vary from year to year. During the designated election period, Employees will specify the pay period(s) in which to receive the cash out(s) and the number of 40-hour increments to be cashed out based on their expected annual accrual in the upcoming year. It may take up to fourteen (14) days following the specified pay period to process the actual cash out. In order to receive a cash out, Employees must have the PTO hours available in their Annual bank at the time of the specified pay period. If at the time of the cash out there are insufficient PTO hours available in the Annual Accrual Bank to cover the 40-hour increment(s), Employees will receive the balance contained in their Annual Accrual Bank. If there are no hours available in their Annual Accrual Bank, there will be no cash out for that specified pay period. D. Payment of Unused PTO Hours at Retirement or Termination. The combined balance of Employees PTO Annual and PTO Rollover Banks will be paid upon retirement or termination. 378

E. Financial Hardship Payment from the PTO Banks. Employees are eligible to request financial hardship payouts from their PTO Banks in accordance with the Employer s financial hardship policy. F. Extended Sick Leave. i.) ii.) Extended Sick Leave (ESL) hours are to be used for illnesses or injuries which prevent Employees from working for longer than seven continuous calendar days. Employees may use their ESL on the 1 st day of hospitalization. Hospitalization is defined as an inpatient or outpatient surgical procedure whereby the physician has prescribed time off in excess of one day for recovery. Employees may use ESL hours without an approval for State Disability Insurance (SDI) or Workers Compensation benefits. If Employees are eligible for SDI or Workers Compensation benefits, payments will be integrated with ESL/PTO. Regular full-time Employees accrue four (4) hours of ESL per month, or six (6) days per year in their ESL Bank. ESL for regular part-time Employees will be prorated based on scheduled hours. There is no limit on the number of ESL hours that can be accumulated. G. Holidays During ESL. If a designated holiday occurs while an Employee is on ESL, that day shall not be charged against accrued ESL. H. Unused ESL Hours at Retirement or Termination. Upon retirement or termination for any reason, Employees will not be paid for any unused hours remaining in their ESL Bank. However, Employees with a balance of two hundred and fifty hours (250) or more ESL hours at the time of retirement or termination will receive Credited Service under the Kaiser Permanente Retirement Plan equal to the number of hours remaining in their ESL Bank. 379

NCAL APPENDIX W REGISTERED DIETITIANS PENSION A. Pension. The retirement plan and post-retirement benefits shall be maintained in their entirety as they exist today for the Registered Dietitians, including the Grandfathering provisions that apply to the Registered Dietitians who receive pre-1986 post-retirement benefit levels. The Employer shall provide a Defined Benefit Pension Plan. The full cost of the Plan will be paid by the Employer. The pension formula shall be 1.5% of Final Average Monthly Compensation (FAMC) multiplied by all years of Credited service with no Social Security offset. Either party is permitted to open the Agreement regarding pension within 20-50 days following the conclusion of the Defined Contribution and Defined benefit subcommittee recommendations or discharge of the committee. If the Agreement is reopened to retain pension benefits, the Union retains the right to strike. Major benefit provisions of the plan are described below. A full description of the plan is contained in a separate summary plan description distributed to all Employees and a plan document is available for Employee inspection. i.) ii.) iii.) Service. Years of Service determines eligibility for Early Pension, Normal Pension, Postponed or a Deferred Vested Pension. Any calendar year in which an Employee receives pay for 1,000 or more hours of employment with the Kaiser Permanente Medical Care Program is a year of service. Credited Service. Credited Service is defined as a year in which the participant has 2,000 or more compensated hours. Credited service is prorated if there are less than 2,000 compensated hours in a calendar year. FAMC is defined as the averaged highest sixty (60) consecutive months of compensation earned over the last one hundred twenty months (120) of employment. Eligibility for and Amount of Benefits. a.) b.) Normal Retirement. An Employee is entitled to a Normal Monthly Pension if he/she retires on his/her 65 th birthday and has completed at least one (1) year of Service. Early Retirement. An Employee is entitled to an Early Pension if he/she retires on his/her fifty-fifth (55 th ) birthday after completing fifteen (15) or more years of pension service, or when the sum of his/her age and years 380

of pension service total 75. The benefit will be reduced based on age to reflect the earlier commencement of benefits. The benefit is reduced an additional 5% for each year under age 55. Amount of Early Pension. Age Percentage 64 97 63 94 62 91 61 88 60 85 59 80 58 75 57 70 56 65 55 60 c.) d.) e.) f.) Postponed Retirement. An Employee is entitled to a Postponed Pension if he/she retires after his/her 65 th birthday and has completed at least 1 year of Service. The pension benefit is calculated using credited service and FAMC earned through your retirement date. Deferred Vested Pension. An Employee is entitled to a Deferred Vested Pension if his/her employment terminates and he/she has completed five (5) or more years of service. The deferred vested Pension is computed in the same manner as Normal Pension, based on Credited Service and Final Average Compensation at termination of employment. Payments commence at age sixty-five (65), subject to filing a retirement application. Survivor Annuity. An Employee who has attained five (5) or more years of service is entitled to survivor annuity coverage. If such an Employee dies prior to retirement, and is survived by a spouse or domestic partner, the spouse or domestic partner will receive monthly benefit equal to the amount that would have been payable if the Employee had retired the day before his/her death and elected the joint and survivor method of payment with 66-2/3% continuation to the survivor. Manner of Payment. Pensions are paid monthly under a method of payment elected by the Employee. The Employee may elect a life annuity, a joint and survivor annuity, a guaranteed years of payment annuity, an 381

annuity which together with Social Security provides level payments before and after Social Security begins, or a single sum. If the method of payment is other than a life annuity, the amount of payment will be actuarially adjusted. g.) Reinstatement of Benefits. If an Employee terminates employment and is reemployed, all prior service and Credited Service is reinstated upon reemployment. iv.) Voluntary Employee Contributions. An Employee who is eligible to participate in the defined contribution plan(s) may provide for a supplementary retirement income financed by voluntary Employee contributions, and/or Employer contributions. All Employees shall be eligible for the Kaiser Permanente Salary Deferral Retirement Plan (KPSDR), which allows tax-deferred contributions to a 401(k) type retirement plan. After completing two (2) years of service, during which the Employee is compensated for 1,000 hours, each year, the Employer contributes seven (7) percent of the Employee s base wage up to the Social Security wage, and ten (10) percent thereafter. v.) Health and Welfare Benefits for Retirees. a.) Regular Registered Dietitians hired prior to February 1, 1986 and who meet the eligibility requirements for Retirement under the defined benefit plan when they terminate employment are eligible to receive Employer paid medical coverage (KFHP High Plan), with optical under the Kaiser Foundation Health Plan, Inc., supplemental medical and comprehensive dental benefits, for themselves, their Spouse or Domestic Partner and eligible dependent children. The Preferred Provider Option (PPO) plan is also available. The PPO plan may require the retiree to pay a monthly premium for medical coverage. Medicare Part B premiums will be reimbursed for the retiree and any eligible dependents (i.e. Spouse, or Domestic Partner) enrolled in Part B. Tapered Life insurance for the retiree is also provided. Retiree benefits will begin the first of the month following Retirement. The retiree, spouse, domestic partner or any other eligible dependents must enroll in Medicare Parts A and B when first eligible to continue receiving benefits. Those who choose KFHP must also enroll in Sr. Advantage. b.) Regular Registered Dietitians hired on or after February 1, 1986, who are 55 or older and have at least 15 years of pension service, and meet the eligibility requirements for Retirement under the defined benefit plan when they terminate employment, are eligible to receive Employer paid medical coverage at age 65 under the 382

Kaiser Foundation Health Plan, Inc., without optical benefits for themselves and their eligible dependents (i.e., Spouse or Domestic Partner and dependent children). The Preferred Provider Option (PPO) plan is also available. The PPO plan may require the retiree to pay a monthly premium for medical coverage. The Registered Dietitian and spouse or domestic partner or any other eligible dependents must enroll in Medicare Parts A and B when first eligible and assign Medicare benefits to Kaiser Foundation Health Plan, Inc. in order to be eligible for Health Care coverage. Those who choose KFHP must enroll in Sr. Advantage. Benefits will begin the first of the month following the later of receipt of the retiree s Medicare card or the effective date of the retiree s Medicare coverage. c.) d.) e.) Retiree medical coverage is extended to the retiree s spouse or eligible domestic partner and eligible dependent children. Physically or mentally disabled children are covered regardless of age, provided such disability occurred prior to the dependent child turning age 25. The retiree may need to provide annual certification of the disability and dependence. Upon the death of the retiree, coverage continues for the surviving spouse until remarriage or death, for the eligible domestic partner until marriage, reentering a domestic partnership or death, and for surviving dependent children until they no longer meet the eligibility requirements. Any future reductions in Medicare covered services or Medicare reimbursements that result in Medicare s share dropping below 50% of the normal Kaiser Foundation Health Plan, Inc. premium will require a co-payment from the retiree. The monthly co-payment will be the amount of money that when combined with Medicare s reimbursement will equal 50% of the normal Kaiser Foundation Health Plan, Inc. premium. Coverage, limitations and exclusions of the foregoing Health and Welfare Plans are established and governed by the Employer s service Agreements with the respective providers, insurance carriers, Plan Documents and Summary Plan Descriptions. 383

NCAL APPENDIX X SERVICE PERFORMANCE PAY PROGRAM PILOT PROJECT Lump sum service performance payments will be made as follows to eligible Employees based on service performance as rated by the Kaiser Permanente Health Plan Membership for each year of the Agreement. Measurement Year Performance Targets Points Improvement Payout Percentage Threshold 2 1.5% Target 3 2.0% Stretch 4 2.5% A. Performance Measurement. The measurement instrument shall be the Kaiser Permanente Member and Patient Surveys to the following questions: Thinking of your experiences in the past 12 months, how would you rate Kaiser Permanente on providing you with: Personal and responsive service Convenient and easy access The percent of very good and excellent response ratings to these questions shall determine the year-end score for the measurement year. Points of improvement shall be determined by subtracting the prior year s year-end score from the measurement year s year-end score. The percent of very good and excellent response ratings to these questions shall determine the year-end score for the measurement year. Points of improvement shall be determined by subtracting the prior year s year-end score from the measurement year s year-end score. B. Payment Formula. Eligible Employees shall receive the percentage payout in accordance with the above schedule based upon the regional points of improvement. To determine the lump-sum payment, the payout percentage shall be multiplied by the Employee s total wage compensation for the measurement year(s). C. Eligible Employee. An eligible Employee is an Employee on the Kaiser Permanente payroll on March 1 following the measurement year and who has completed 300 hours of work in the measurement year. 384

D. Payment Date. The first pay period after April 1 following the measurement year. E. Kaiser Permanente Member and Patient Surveys. The Employer reserves the right to modify, add or delete questions on the surveys or to modify the computation for all questions except for the survey question of: Thinking of your experiences in the past 12 months, how would you rate Kaiser Permanente on providing you with: Personal and responsive service Convenient and easy access The administration of the surveys and survey processes shall be determined by Kaiser Permanente. F. Definitions. Measurement Instrument: The Kaiser Permanente Member and Patient Surveys year-end results. Survey Questions: Personal and responsive service Convenient and easy access Response Ratings: Percent of responses within the categories of very good and excellent for the above two survey questions. Measurement Year: January 1-December 31 for each year of the Agreement. Payment Date: The first pay period after April 1 following the measurement year. Year-end Score: The year end response ratings. Points of Improvement: The amount by which the measurement year s yearend score exceeds the prior year s year-end score. Example: [Year-end 2008 score] [Year-end 2007 score] = Points of improvement for 2008 Performance Targets: Designates the points of improvement at the end of the measurement year for the survey questions. 385

Performance Target Categories: Threshold Target Stretch Payout Percentage: The percent of lump-sum payment that corresponds to the performance targets. Payment Formula: The payout percentage designated by the performance targets multiplied by an Employee s total wage compensation for a measurement year. Eligible Employee: An Employee on the payroll as of March 1 following the measurement year and who has completed 300 hours of work in the measurement year. 386

NCAL APPENDIX Y SHIFT DIFFERENTIAL/TENURE STEP/ EXPERIENCE CREDIT IN LIEU OF BENEFITS SECTION 1 SCHEDULE Y. Effective November 1, 1992, for the classifications listed below, evening shift differential shall be $1.00 per hour and night shift differential shall be $1.25 per hour. Kaiser Permanente Post Acute Care Center (KPPACC): Effective October 7, 2001, for the classifications listed below, evening shift differential shall be $.60 per hour and night shift differential shall be $.85 per hour. The In Lieu of Benefits differential shall be $1.00 per hour for the classifications listed below. ADMITTING REPRESENTATIVE ADMITTING REPRESENTATIVE SR ALLERGY TECHNICIAN ALLERGY TECHNICIAN SR ALLERGY TECHNICIAN TRAINEE AMERICAN SIGN LANGUAGE INTERPRETER ANESTHESIA SUPPLY AIDE ANESTHESIA SUPPLY AIDE SR CARE PARTNER CLERICAL GRADES 1-7 CLIN AUTOTRANSFUSION TECH SR CLINICAL AUTOTRANSFUSION TECH COMMUNICATION OPERATOR COMMUNICATION OPERATOR SR COOK A COOK IN CHARGE SR CUSTODIAN/WATCHMAN DARK ROOM TECHNICIAN DISABILITY CLAIMS CLERK EMERGENCY DEPT TECHNICIAN I EVALUATION & MANAGEMENT CODER GARAGE/PARKING ATTENDANT GARDENER GARDENER SR HEALTH INFO CODER TRAINEE HOME HEALTH AIDE HOUSEKEEPING AIDE HOUSEKEEPING HEAD AIDE INTAKE CLAIMS-CASHIER INTERPRETER INTERPRETER/TRANSLATOR LABORATORY ASSISTANT I LABORATORY ASSISTANT II LABORATORY ASSISTANT III LABORATORY ASSISTANT SR LINEN ROOM SUPERVISOR LITHOTRIPSY TECHNICIAN MEDICAL ASSISTANT MEDICAL ASSISTANT SR MEDICAL SECRETARY TRAINEE MESSENGER DRIVER MESSENGER DRIVER SR MONITOR TECHNICIAN MULTI-LINGUAL INTERPRETER NURSE ASSISTANT NURSE ASSISTANT SR NURSE ASSISTANT TRAINEE NUTRITION AIDE OB TECHNICIAN OB TECHNICIAN SR PATIENT MOBILITY TECHNICIAN 1 PATIENT MOBILITY TECHNICIAN 2 PATIENT TRANSPORTATION AIDE PHARMACY INTERN 387

PHYSICAL THERAPY AIDE PHYSICAL THERAPY AIDE SR PSYCHIATRIC ATTENDANT REGL LAB SUPPORT SPECIALIST RESP CARE PERMITTEE RESPIRATORY SUPPLY AIDE RESPIRATORY SUPPLY AIDE SR SERVICE PARTNER STERILE PROCESSING TECH I STERILE PROCESSNG TECH II CERT STERILE PROCESSNG TECH SR CERT STOREKEEPER STOREKEEPER CHIEF STOREKEEPER I STOREKEEPER II UNIT ASSISTANT UNIT ASSISTANT SR VISION SERVICES ASST I VISION SERVICES ASST SR YARDKEEPER 388

SECTION 2 SCHEDULE Z. Effective November 1, 1992, for the classifications listed below, evening shift differential shall be $1.45 per hour and night shift differential shall be $1.95 per hour. Effective November 1, 1992, for the classifications below, the In Lieu of Benefits differential shall be $2.00 per hour. 3D IMAGING ANALYST ANESTHESIA TECHNICAL AST ANESTHESIA TECHNICAL AST SR ATHLETIC TRAINER CERTIFIED BONE DENSITOMETRY TECH BONE DENSITOMETRY TECH SR CARDIOVASCULAR ANESTHESIA TECH CARDIOVASCULAR TECH CARDIOVASCULAR TECH SR CYTOGENETIC TECH I CYTOGENETIC TECH II CYTOGENETIC TECH III CYTOGENETIC TECH SR CYTOGENETIC TRAINEE CYTO-HISTO TECHNOLOGIST SUP CYTOTECHNOLOGIST CHIEF CYTOTECHNOLOGIST I CYTOTECHNOLOGIST II CYTOTECHNOLOGIST III CYTOTECHNOLOGIST III QC DEDCTD LAB SONOGRAPHER I DEDCTD LAB SONOGRAPHER I SUPV DEDCTD LAB SONOGRAPHER II DEDCTD LAB SONOGRAPHER II SUPV DIETETIC TECHNICIAN ELIGIBLE DIETETIC TECHNICIAN REG DIETETIC TECHNICIAN REG LEAD EEG TECHNOLOGIST I EEG TECHNOLOGIST II EKG TECHNICIAN EKG TECHNICIAN SR EMERGENCY DEPT TECHNICIAN II ESTHETICIAN HEALTH INFORMATION CODER I HEALTH INFORMATION CODER II HEALTH INFORMATION CODER III HISTOLOGIC TECHNICIAN I HISTOLOGIC TECHNICIAN II HISTOLOGIC TECHNICIAN SUPV HISTOLOGIC TECHNICIAN TRAINEE INVASIVE CARDIOVASCULAR SPCLST LICENSED VOC NURSE IV CERT LICENSED VOC NURSE IV CERT SR LICENSED VOCATIONAL NURSE LICENSED VOCATIONAL NURSE SR MEDICAL SECRETARY MEDICAL SECRETARY SR MOLECULAR TECHNOLOGIST I MOLECULAR TECHNOLOGIST II MOLECULAR TECHNOLOGIST III MOLECULAR TECHNOLOGIST SR MOLECULAR TECHNOLOGIST TRAINEE MRI TECHNOLOGIST I MRI TECHNOLOGIST II MRI TECHNOLOGIST SUPV MRI TECHNOLOGIST TRAINEE NUCLEAR MEDICINE TECH I NUCLEAR MEDICINE TECH II NUCLEAR MEDICINE TECH SUPV NUTRITION ASSISTANT OCCUP HEALTH TECH CERT OCCUP HEALTH TECH SR CERT OCCUP THERP ASST I CERT OCCUP THERP ASST II CERT OPHTHALMIC PHOTOGRAPHER OPHTHALMIC TECHNICIAN OPHTHALMIC TECHNICIAN II CERT OR EQUIPMENT TECH OR EQUIPMENT TECH SR ORTHOPEDIC TECHNICIAN I ORTHOPEDIC TECHNICIAN II 389

ORTHOPEDIC TECHNICIAN SR PACEMAKER TECHNICIAN PACEMAKER TECHNICIAN SR PATHOLOGY TECHNICAL ASST PATHOLOGY TECHNICAL ASST SR PHARMACY TECH INPATIENT LEAD PHARMACY TECH OUTPATIENT LEAD PHARMACY TECHNICIAN INPATIENT PHARMACY TECHNICIAN OUTPATIENT PHYSICAL THERAPY ASST I PHYSICAL THERAPY ASST II PROFESSIONAL CODER I PROFESSIONAL CODER II PROFESSIONAL CODER III PSYCHIATRIC TECHNICIAN PSYCHIATRIC TECHNICIAN SR RAD TECH I RAD TECH II RAD TECH III RAD TECH IV RAD TECH V RAD TECH LEAD RADIATION ONCOLOGY AIDE RADIATION THERAPIST RADIATION THERAPIST LEAD RADIOLOGIC FILM PROCESS TECH LEAD RADIOLOGIC FILM PROCESS TECH I RADIOLOGICAL FILM PROCESSOR II RADIOLOGICAL TECH LIMITED RESP CARE PRACTITIONER I RESP CARE PRACTITIONER I REG RESP CARE PRACTITIONER II RESP CARE PRACTITIONER II REG RESP CARE PRACTITIONER SUPV SLEEP TECHNOLOGIST I SLEEP TECHNOLOGIST II SLEEP TECHNOLOGIST LEAD SONOGRAPHER I SONOGRAPHER I SUPV SONOGRAPHER II SONOGRAPHER II SUPV SONOGRAPHER III SONOGRAPHER III SUPV SONOGRAPHER IV SONOGRAPHER IV SUPV SONOGRAPHER TECHNICIAN SONOGRAPHER TRAINEE SONOGRAPHER V SONOGRAPHER V SUPV SURGICAL ASSISTANT SURGICAL ASSISTANT CERT SR SURGICAL ASSISTANT CERTIFIED SURGICAL ASSISTANT SR SURGICAL ASSISTANT TRAINEE SURGICAL TECHNICIAN SURGICAL TECHNICIAN SR SURGICAL TECHNICIAN TRAINEE TRUCK DRIVER TRUCK DRIVER FOREMAN VISION SERVICES ASST II WAREHOUSE PERSON WAREHOUSE PERSON LEAD 390

NCAL APPENDIX Z SONOGRAPHER CAREER LADDER December 16, 2004 The parties, SEIU 250 ( the Union ) and Kaiser Permanente Medical Group ( the Employer ) hereby make this Agreement to establish a Career Ladder for Diagnostic Ultrasonographers ("Sonographers"). TRAINEE. No change to current contract language (page 100). TECHNICIAN. Employee has no ARDMS Registries. 1. Must be proficient in required specialty as determined by the employer. 2. Must meet current qualifications to sit for ARDMS registry examination. 3. Must obtain ARDMS registry within nine (9) months from date of hire in the ultrasound position to continue employment*. 4. Must be able to work under indirect supervision. *Current employees performing ultrasound (those hired prior to ratification of this career ladder) are exempt from these requirements until required by law and/or regulatory or accrediting agency. SONOGRAPHER I. Must have one ARDMS registry in any specialty. SONOGRAPHER II. Must have two ARDMS registries in any specialties. SONOGRAPHER III. Must have three ARDMS registries in any specialties and must have equivalent of three years (6,240 hours) continuous ultrasound experience within the last six years with no more than one-year break in experience within the last four years. SONOGRAPHER IV. Must be registered and competent in 4 ARDMS registries that are performed by the Lab. Must have equivalent of five years (10,400 hours) recent ultrasound experience within the last ten years with no more than one year break in experience within the last four years. 391

SONOGRAPHER V. Must be registered and competent in 5 ARDMS registries that are performed by the Lab. Must have equivalent of five years (10,400 hours) recent ultrasound experience within the last ten years with no more than one year break in experience within the last four years. DEDICATED SPECIALTY SONOGRAPHER. A Dedicated Specialty Sonographer is defined as a Sonographer I or II, registered in one or two disciplines performed by the lab, whose permanent work assignment is in an area where the scope of practice and work is limited to ultrasound exams and procedures in one or two registry disciplines as defined by the ARDMS. 1. If a Dedicated Specialty Sonographer meets the qualifications of a Sonographer III, they shall be paid as a Sonographer III. 2. All ARDMS cardiac registries will be recognized and awarded for advancement from Dedicated Specialty Sonographer I to Dedicated Specialty Sonographer II in Dedicated Cardiac labs. 3. The ARDMS Fetal Echocardiography registry will be recognized and awarded for advancement from Dedicated Specialty Sonographer I to Dedicated Specialty Sonographer II in Dedicated Obstetrical labs. 4. It is understood that ultrasound is a dynamic field and as new registries are developed the employer and union will discuss their recognition in Dedicated Labs. SUPERVISORY SONOGRAPHER. Satisfies requirements for Sonographer I, II, III, IV, V, or Dedicated Specialty Sonographer. The Supervisory Sonographer shall be paid 10% higher than the step of the sonographer classification for which they qualify. IMPLEMENTATION OF CAREER LADDER AND INCOME SECURITY. The parties' intention is to create a career ladder for sonographers. It is agreed that under no circumstance will current sonographers (those on payroll as of ratification of this Career Ladder) who are reassigned to other classifications or levels as a result of the implementation of the new structure suffer any reduction in pay. 1. Sonographers will be placed into the level on the new structure that is dictated by the number of ARDMS registries and years of experience as defined above. 2. Sonographers will be placed at the tenure step of their level on the new structure that is closest to, but not less than, their current rate. Such placement on the new structure has no negative effect on tenure step advancement, meaning that sonographers will continue to advance through tenure steps based on the criteria set forth in the collective bargaining agreement. 392

FUTURE TENURE STEP PLACEMENT. After implementation of the Sonographer Career Ladder, Sonographers qualifying for a higher level as a result of gaining additional ARDMS registry(ies) will be placed at the lowest tenure step of the higher level that provides for at least a 3% base rate pay increase. 393

NCAL APPENDIX AA SPONSORED PARENT/PARENT-IN-LAW GROUP Applicable to parents and parents-in-law of all classifications. Effective 01-01-03, parents and parents-in-law of Regular Employees will be offered the opportunity to purchase the enhanced Senior Advantage health plan coverage at their own expense provided they are enrolled in Parts A and B of Medicare and meet the eligibility rules of the Senior Advantage health plan. For those regions without a Sr. Advantage product, the Medicare product available in that Region will be offered. The enrollment rules, eligibility and plan design (benefits and co-pays) will be consistent although not identical, (regional variation may apply) and will be reviewed by the Benefits Task Force. (Regional variation may apply). The Employer shall not be required to bargain over such changes. However, the Employer shall provide the unions with forty-five days' notice of the nature and date of such changes. Participants enrolled prior to 01-01-03 will be grandfathered under their current eligibility rules. 394

NCAL APPENDIX BB TRANSITION ASSISTANCE PROGRAM February 24, 1994 I. PREAMBLE. This Letter of Agreement executed on by and between Health Care Workers Union, Local 250 (hereinafter referred to as the Union ) and the Kaiser Permanente Medical Care Program Northern California Region (hereinafter referred to as the Employer ) extends certain benefit rights and severance pay as set forth below to eligible employees represented by the Union who are laid off by the Employer. A layoff is defined as a conversion of a Regular employee to a terminated, unpaid status (not a leave of absence or casual assignments). The provisions of this Letter of Agreement are intended to supplement the Reduction in Force provisions of Article VI, Section 4 of the Collective Bargaining Agreement between the parties. Further, the provisions of this Letter of Agreement shall remain in effect from the date of execution by the parties through November 1, 1994, unless extended by mutual agreement of the parties. However, the Employer reserves the right to terminate the provisions of this Letter of Agreement upon thirty (30) days written notice to the Union. II. AFFECTED EMPLOYEES AND ELIGIBILITY. The provisions of this Letter of Agreement shall apply to any eligible Regular employee (twenty (20) or more hours of work per week; thirty-two (32) hours per week in Fresno) in a classification covered by the Collective Bargaining Agreement between the parties who has received notice of layoff and who voluntarily retires, resigns, or who is involuntarily laid off by the Employer, from the date of execution of this Letter of Agreement through November 1, 1994. This Agreement does not apply to Short-Hour, Temporary or Casual employees. In accordance with Article VI Seniority, Section 4 Reduction in Force, the Employer retains the exclusive right to determine among which craft/classification of employees in which department a reduction in force is necessary. However, it is the intent of the Employer to first seek among affected employees (who have received notice of a layoff in their department) volunteers to retire/resign before resorting to involuntary layoff. The specific benefits and severance available to affected employees will depend upon whether they are voluntarily separated or involuntarily laid off as described below. 395

III. BENEFITS AND SEVERANCE PLANS DEFINITIONS AND APPLICATION. Section A Voluntary Separation with Waiver Retirement Eligible. 1. Definition of Eligible Employees. Regular employees who have volunteered to retire, who at the time of separation are eligible for retirement under the normal, early disability or postponed provisions of the Pension Plan as defined under Article XXV, Section 4 of the Collective Bargaining Agreement, and who sign the general release attached hereto as Exhibit I. 2. Severance Pay. Eligible employees as defined in this Section will receive severance pay equal to one (1) week of pay at their regular straight-time hourly wage rate at time of separation, exclusive of shift or other differentials, for each year of Regular service, with a minimum of one (1) month s pay to a maximum of six (6) months pay. A week of pay is defined as the number of normal scheduled hours in a payroll week at the time of separation exclusive of additional hours or overtime. Thus, for part-time Regular employees a week s pay will vary between twenty (20) and thirty-nine (39) hours of pay. The severance pay described above shall be paid to the employee in regular bi-weekly payroll periods over the appropriate severance period, as if the employee were still on the job. Such payments shall be less appropriate taxes and other legally mandated deductions. The severance pay period will not count as time worked for purposes of computing credited service or any other rights under the Pension Plan nor for calculation of any other benefit rights or accruals, e.g. vacation, sick leave, educational leave, etc. If a former employee receiving the severance pay described above is rehired into any position by Kaiser Permanente during the severance period, the eligibility for continued payment of the remaining severance pay shall cease on the day the individual begins work in the rehire position. (Former employees shall retain recall rights per Article VI, Section 4 of the Collective Bargaining Agreement and shall receive appropriate wage tenure credit in accordance with Human Resource Policy #2.01, Hiring Rates. However, any individual that is rehired will be eligible only for the pay and benefits applicable to the new position.) 396

3. Health Plan Benefits. Eligible employees as defined in this Section shall continue to receive Health Plan benefits equal to health plan benefits provided active employees for themselves and eligible dependents in accordance with Article XXII, Section 1 of the Collective Bargaining Agreement at the Employer s expense. Such coverage shall begin on the first day of the month following the employees retirement dates. The Health Plan coverage shall continue until the individual becomes eligible for and enrolls in Parts A and B of Medicare, at which time the Health Plan coverage will convert to post-retirement coverage as provided for in the Collective Bargaining Agreement and currently described as MS or NYLIC H-42 coverage. 4. Reemployment Benefits. Former Regular employees covered by this Section, with two (2) years of Regular service at the time of separation, who are rehired by Kaiser Permanente Northern California Region within twenty-four (24) months of their separation dates shall have the new hire Health Plan and Dental Plan waiting periods waived. They shall also accrue paid time off benefits at the rate to which they were entitled at the time of separation. 5. Job Replacement Assistance and Financial Education. Eligible employees as defined in this Section shall receive group outplacement assistance (help in preparing for job interviews, writing resumes), and group financial planning education, at locations, times and frequency established by the Employer. Participation in such counseling is voluntary for the eligible employees. 6. Employee Assistance Program. Eligible employees as defined by this Section shall receive five (5) Employee Assistance counseling sessions at the Employer s expense, in addition to the five (5) counseling sessions already provided to active employees. Any of the ten (10) counseling sessions available to eligible employees or dependents must be used no later than six (6) months after the date on which the employees were separated. Section B Voluntary Separation with Waiver Not Retirement Eligible. 1. Definition of Eligible Employees. Regular employees with at least one (1) year of Regular service at the date of separation who have received notice of layoff and have volunteered to resign, who are not eligible to retire under the Normal, Postponed or Early Retiree provisions of the Pension plan as defined under Article XXV, Section 4 of the Collective Bargaining Agreement, and who sign the general release attached hereto as Exhibit I. 397

2. Severance Pay. Eligible employees as defined in this Section will receive severance pay equal to one (1) week of pay at their regular straight-time hourly wage rate at time of separation, exclusive of shift or other differentials, for each year of Regular service, with a minimum of one (1) month s pay to a maximum of six (6) months pay. A week of pay is defined as the number of normal scheduled hours in a payroll week at the time of separation exclusive of additional hours or overtime. Thus, for part-time Regular employees a week s pay will vary between twenty (20) and thirty-nine (39) hours of pay. The severance pay described above shall be paid to the employee in regular bi-weekly payroll periods over the appropriate severance period, as if the employee were still on the job. Such payments shall be less appropriate taxes and other legally mandated deductions. The severance pay period will not count as time worked for purposes of computing credited service or any other rights under the Pension Plan nor for calculation of any other benefit rights or accruals, e.g. vacation, sick leave, educational leave, etc. If a former employee receiving the severance pay described above is rehired into any position by the Kaiser Permanente Northern California Region during the severance period, the eligibility for continued payment of the remaining severance pay shall cease on the day the individual begins work in the rehire position. (Former employees shall retain recall rights per Article VI, Section 4 of the Collective Bargaining Agreement and shall receive appropriate wage tenure credit in accordance with Human Resource Policy #2.01, Hiring Rates. However, any individual that is rehired will be eligible only for the pay and benefits applicable to the new position.) 3. Health Plan and Dental Benefits. Eligible employees as defined in this Section shall continue to receive Health Plan and Dental Plan benefits for themselves and eligible dependents in accordance with Article XXII, Sections 1 and 3 of the Collective Bargaining Agreement at the Employer s expense. Such coverage shall begin on the first day of the month following each employee s resignation date and shall continue for a maximum of twelve (12) months following the month in which the employee resigned. In addition, such coverage shall also cease at the end of any month during the twelve (12) month period in which the former employee is hired by another employer and eligible for any health plan benefits. 398

4. Reemployment Benefits. Former Regular employees covered by this Section, with two (2) years of Regular service at the time of separation, who are rehired by Kaiser Permanente Northern California Region within twenty-four (24) months of their separation dates shall have the new hire Health Plan and Dental Plan waiting periods waived. They shall also accrue paid time off benefits at the rate to which they were entitled at the time of separation. 5. Job Replacement Assistance and Financial Education. Eligible employees as defined in this Section shall receive group outplacement assistance (help in preparing for job interviews, writing resumes), and group financial planning assistance (tax advice and budgeting), at locations, times and frequency established by the Employer. Participation in such counseling is voluntary for the eligible employees. 6. Employee Assistance Program. Eligible employees as defined by this Section shall receive five (5) Employee Assistance counseling sessions at the Employer s expense, in addition to the five (5) counseling sessions already provided to active employees. Any of the ten (10) counseling sessions available to eligible employees or dependents must be used no later than six (6) months after the date on which the employees were separated. 7. Bridging to Retirement Eligibility. Employees who would become eligible for retirement during the period for which they would be eligible for severance shall have the opportunity to use all or part of their eligible severance to reach their retirement eligibility date. Such employees may elect to continue working in a Kaiser Permanente directed assignment at their current wage rate and benefit level, until they reach their retirement eligibility date. Upon reaching their retirement eligibility date they shall retire and their eligibility for severance pay at that time will be reduced by the period of time worked under this Bridging benefit. Eligible employees who elect the Bridging option described above will have their current wage rate frozen from the date their position is scheduled to be eliminated. They shall not be eligible for any contractual or tenure wage increases which may occur during the Bridging period. Any eligible employee who becomes retiree eligible as a result of this Bridging option shall be subject to all the provisions identified in III. A. above. 399

Section C Involuntary Separation with Waiver. 1. Definition of Eligible Employees. Regular employees with at least one (1) year of Regular service at the date of layoff who have been involuntarily laid off, but who sign the general release attached hereto as Exhibit I. 2. Severance Pay. Eligible employees as defined in this Section will receive severance pay equal to one (1) week of pay at their regular straight-time hourly wage rate at time of separation, exclusive of shift or other differentials, for each year of Regular service, with a minimum of one (1) month s pay to a maximum of six (6) months pay. A week of pay is defined as the number of normal scheduled hours in a payroll week at the time of separation exclusive of additional hours or overtime. Thus, for part-time Regular employees a week s pay will vary between twenty (20) and thirty-nine (39) hours of pay. The severance pay described above shall be paid to the employee in regular bi-weekly payroll periods over the appropriate severance period, as if the employee were still on the job. Such payments shall be less appropriate taxes and other legally mandated deductions. The severance pay period will not count as time worked for purposes of computing credited service or any other rights under the Pension Plan nor for calculation of any other benefit rights or accruals, e.g. vacation, sick leave, educational leave, etc. If a former employee receiving the severance pay described above is rehired into any position by the Kaiser Permanente Northern California Region during the severance period, the eligibility for continued payment of the remaining severance pay shall cease on the day the individual begins work in the rehire position. (Former employees shall retain recall rights per Article VI, Section 4 of the Collective Bargaining Agreement and shall receive appropriate wage tenure credit in accordance with Human Resource Policy #2.01, Hiring Rates. However, any individual that is rehired will be eligible only for the pay and benefits applicable to the new position, except as described 3. below.) 3. Health Plan and Dental Benefits. Eligible employees as defined in this Section shall continue to receive active employee and dependent Employer-paid Health Plan and Dental Plan benefits for themselves and their eligible dependents for a minimum of three (3) months or to the end of the month in which severance pay stops, whichever is longer. Such coverage shall begin the first day of the month following layoff. In addition, such coverage will also cease at the end of any month during the severance period or the three month 400

minimum period in which the former employee receives benefits from another employer. 4. Other Reemployment Benefits. Former Regular employees covered by this Section, with two (2) years of Regular service at the time of separation, who are rehired by Kaiser Permanente Northern California Region within twenty-four (24) months of their separation dates shall have the new hire Health Plan and Dental Plan waiting periods waived. They shall also accrue paid time off benefits at the rate to which they were entitled at the time of separation. 5. Job Replacement Assistance and Financial Education. Eligible employees as defined in this Section shall receive group outplacement assistance (help in preparing for job interviews, writing resumes), and group financial planning education, at locations, times and frequency established by the Employer. Participation in such counseling is voluntary for the eligible employees. 6. Employee Assistance Program. Eligible employees as defined by this Section shall receive five (5) Employee Assistance counseling sessions at the Employer s expense, in addition to the five (5) counseling sessions already provided to active employees. Any of the ten (10) counseling sessions available to eligible employees or dependents must be used no later than six (6) months after the date on which the employees were separated. 7. Bridging to Retirement Eligibility. Employees who would become eligible for retirement during the period for which they would be eligible for severance shall have the opportunity to use all or part of their eligible severance to reach their retirement eligibility date. Such employees may elect to continue working in a Kaiser Permanente directed assignment at their current wage rate and level of benefits, until they reach their retirement eligibility date. Upon reaching their retirement eligibility date they shall retire and their eligibility for severance pay at that time will be reduced by the period of time worked under this Bridging benefit. Eligible employees who elect the Bridging option described above will have their current wage rate frozen from the date they are notified in writing that their positions are to be eliminated. They shall not be eligible for any contractual or tenure wage increases which may occur during the Bridging period. Any eligible employee who becomes retiree eligible as a result of this Bridging option shall be subject to all the provisions identified in III. A. above. 401

Section D Involuntary Separation without Waiver. 1. Definition of Eligible Employees. Regular employees who have been involuntarily laid off and who choose not to sign the general release attached hereto as Exhibit I. 2. Benefits. Eligible employees as defined in this Section shall be entitled only to those rights described in the Reduction in Force provisions of the Collective Bargaining Agreement, Article VI, Section 4. They shall not be eligible for any of the severance pay or benefits described in this Letter of Agreement, except as follows: Employee Assistance Program. Eligible employees as defined in this Section may utilize the five (5) free counseling sessions available in any calendar year to all employees or dependents within six (6) months of their layoff date. In no case are they entitled to more than five (5) such sessions in the calendar year in which they are laid off. IV. INPLACEMENT POLICY Any employees may avoid involuntary layoff by exercising their rights under the promotions/transfer provisions of the Collective Bargaining Agreement, Article VI, Section 6, prior to layoff. Subsequent to layoff they may exercise their recall rights under Article VI, Section 4. Any employee who accepts another position prior to layoff for which the wage scale maximum is below the employee s current wage rate will maintain his/her current wage rate until it falls below the maximum of the new position, or for two (2) years, whichever occurs first. If after two (2) years the employee s wage rate remains in excess of the new position s maximum, the employee s wage rate will then be reduced to the new position maximum rate. Furthermore, any Regular employees notified of layoff who transfer to posted positions in a non-benefited status as an alternative to layoff or retirement will continue to receive Health Plan and Dental Plan benefits only for themselves and their eligible dependents for a period of three (3) months following the end of the month in which they transfer to non-benefited status. In addition, any Regular employees with two (2) years of Regular service who have received notice of layoff, who transfer to another Regular Kaiser Permanente Northern California Region position to avoid layoff or who are laid off and then reemployed in the Kaiser Permanente Northern California Region within six (6) months of their layoff date are eligible once only for reimbursement of 402

moving expenses up to two thousand dollars ($2,000.00), provided all of the following conditions are met: A. the new work site is more than thirty-five (35) miles (one way) from the employee s home at the time of layoff; B. the new one way commute is increased by at least ten (10) miles; and C. the move occurs within six (6) months after reemployment in a new position. Moving expenses are limited to payment for packing, insuring, shipping and unpacking an employee s household and personal items. This normally excludes an employee s automobiles, large boats, trailers and non-household pets. V. CONCLUSION. A. Under no circumstances shall any employee eligible for any of the provisions provided above receive any of the plan payments or benefits more than once. However, if an employee is separated or laid off, subsequently rehired and then separated or laid off again prior to November 1, 1994, (s)he will be eligible for any remaining payments or benefits not received under the Section above which is applicable to the first separation/layoff period before the rehire, provided the employee signs a new general release at the time of the subsequent separation/layoff. B. The terms of this Letter of Agreement shall have no precedential effect on either the Employer or the Union, except to the extent that it applies to any affected employee in the Kaiser Permanente Northern California Region prior to November 1, 1994. The content of this Letter of Agreement shall not be subject to the provisions of Article XXIX Disputes of the Collective Bargaining Agreement. However, the Union reserves the right to grieve under the following circumstances: 1. Administration of the provisions of this Letter of Agreement to any affected employee to the extent that such administration differs from the express language or intent of the Letter of Agreement; 2. the application of seniority in the selection of employees for involuntary layoff; and 3. the application of seniority in the selection of volunteers should the number of volunteers exceed the reduction in force requirement. (Volunteers up to the number needed for the reduction in the department shall be accepted on a first come, first served basis. 403

Employees who volunteer at a later time shall not have the right to exert their relative seniority to displace employees previously accepted by the Employer for voluntary separation.) C. IN WITNESS WHEREOF, the parties hereto have executed this Letter of Agreement as of the date herein below written. 404

NCAL APPENDIX CC WAGE ADMINISTRATIVE PRACTICES SECTION 1 WAGE STRUCTURE DEFINITIONS. A. Structure A. Structure A is the pay structure for all Employees hired on or before October 25, 1986. All such Employees will remain on this structure and move accordingly. This structure shall apply to Employees in Areas I and II. B. Structure B-I. Structure B-I is the pay structure for all Employees hired on or after October 26, 1986 in Area I. C. Structure B-2. Structure B-2 is the pay structure for Employees hired on or after October 26, 1986 in Area II. SECTION 2 GEOGRAPHIC AREA DEFINITIONS. Area I and Area II shall be defined as follows: AREA I 1950 Franklin and Environs Antioch Campbell Deer Valley Fairfield Fremont Gilroy Hayward Livermore Martinez Milpitas Mountain View Napa Novato Oakland Park Shadelands Petaluma Pleasanton Redwood City Richmond Rohnert Park San Francisco San Jose San Rafael Santa Clara Santa Rosa South San Francisco Union City Vacaville Vallejo Walnut Creek 405

AREA II Clovis Davis Elk Grove Fair Oaks Folsom Fresno Lincoln Manteca Modesto Oakhurst Point West Rancho Cordova Roseville Sacramento Selma South Sacramento Stanislaus Stockton Tracy SECTION 3 ADMINISTRATION OF WAGE STRUCTURE A. Employees on Structure A shall remain on that Structure regardless of any transfers, promotions or demotions within or between Areas I and II. SECTION 4 ADMINISTRATION OF WAGE STRUCTURES B-1 AND B-2. Employees on Structure B-1 or Structure B-2 will remain on either of these two B Structures but may move between the two Structures as a result of the following: A. Lateral Transfers Between Area I and Area II. Employees on either Structure B-I or B-2 who permanently transfer between the two Areas in the same job classification will be placed on the B Structure within the Area to which the Employee transfers. The Employee will be placed on the tenure step of the new B Structure which is the same as the tenure step held on the previous B Structure. Tenure credit earned on the previous B Structure will apply for movement to higher tenure steps on the new B Structure. B. Promotions and Demotions between Area I and Area II. In determining the appropriate wage rates for Employees who are promoted or demoted into a different area, the following shall apply: The Employee will first be treated as a lateral transfer in accordance with (1) above. Once the lateral transfer wage rate and tenure step is determined, the appropriate promotion or demotion language contained in Article XVIII, Section 3, B, (Article XII, Section 4, B, of the current Agreement) Northern California Region Provisions shall be applied. SECTION 5 SELECTION OF EMPLOYEES AND WAGE STRUCTURES. Employees shall be considered for promotions, demotions, transfers and reductions in force based upon the seniority provisions and other relevant sections outlined in the Labor Agreement. Wage structures will not be a factor in selecting Employees for promotions, demotions, transfers and reductions in force. 406

SECTION 6 ELIMINATION OF STRUCTURE B-2 As provided in the Northern California Region wage rates of this Agreement, Structures A/B-1 and B-2, effective at the beginning of the first full pay period nearest 1/1/06, 1/1/07, 1/1/08 and 7/1/08, employees on the B-2 wage scale will receive additional incremental wage increases which culminate in the total elimination of the B-2 structure. 407

NCAL APPENDIX DD WEEKENDS ONLY POSITIONS WITH 10% WEEKEND DIFFERENTIAL Employees working weekend positions, as defined below, will be eligible for 10% weekend differential for all hours worked, including non-weekend hours. A. Regular part-time benefited positions configured as two (2) ten-hour shifts on Saturday and Sunday will be paid at straight time for the two weekend shifts. B. Regular twenty (20) hour, benefited positions scheduled to work every weekend. Weekend shifts must be six- or eight-hour shifts. C. Short-hour positions of two (2) eight-hour shifts regularly scheduled on Saturday and Sunday. The 10% differential is in lieu of other week-end premiums or differentials in any agreement. 408

APPENDICES APPLICABLE TO SOUTHERN CALIFORNIA REGION 409

SCAL APPENDIX A SIDE LETTERS These Letters of Agreement run concurrently with the term of the Master Agreement between Kaiser Permanente and United Healthcare Workers-West and are subject to the grievance and arbitration procedure of the Master Agreement. Side Letters 2, 4, 6, 13, 14, 17, 24, 25, 26, 27, 28, 29, 31, 38, 39, 41 (paragraphs 1 & 2), 44, 45, 52, 54, and 55 from the 2000 Collective Bargaining Agreement are archived. 1. 10 AND 12 HOUR SHIFTS. Voluntary 10 Hours Shift Staffing Pattern. a.) b.) c.) d.) Full-Time. Full-Time: Four (4), ten (10) hour shifts per work week. Employees will be scheduled every other weekend off. The weekend for the night shift, for the purpose of this agreement will be Saturday and Sunday. This option has no impact on an Employee s pension since he/she will be scheduled eighty (80) hours per pay period. Workweek. The workweek for all Employees on the 4-40 staffing pattern will commence Sunday night at 12:00 am., ending on a Saturday night at night. Pay. Each ten (10) hour shift will be paid at ten (10) straight time hours. All contractual provisions where non-worked paid time is considered as time worked for pay purposes will apply. Consecutive Pay. An Employee is not considered to have had a day off unless thirty (30) hours have elapsed from the end of the last shift worked until beginning of the next shift. e.) Additional Shifts Worked. When an Employee works ten (10) hour shifts, he/she is paid such at straight time and these are recorded as regular hours. It is only after working forty (40) regular hours that a person would be entitled to any overtime pay for any subsequent hours worked. Thus, if an Employee worked four (4) ten (10) hour shifts from Monday through Thursday, then worked from 7:00 am. to 3:30 p.m. on Friday, those eight (8) hours on Friday would be paid at time and one-half. 410

If the Employee in this example were called in to work on Saturday, all hours would be paid at the day off overtime premium (i.e., double time) as the Employee had already worked 40 regular hours in the week and now has two days off subject to the day off premium. In addition, the normal daily overtime provisions will apply for all hours worked in excess of ten (10) in one (1) workday. Specifically, time and one-half (1-1/2) is applicable over ten (10) hours in one (1) workday and double time (2) over twelve (12) hours in one (1) workday. f.) g.) h.) Meal Period. One (1) unpaid thirty minute meal period per 10 hour shift. Rest Period. Two paid 15 minute breaks per 10 hour shift. Shift Differential. Applies to shifts beginning between: Evening Shift: Night Shift: 2:00 p.m. to 6:00 p.m. 10:00 p.m. to 1:00 a.m. Employees whose starting time is other than described above will receive appropriate shift differential for all hours worked between 6:00 p.m. and 6:00 am. A day shift 10 hour Employee working 7:00 a.m. to 5:30 p.m. will not receive evening shift differential. A day shift ten (10) hour Employee working 10:00 am. to 8:30 p.m. will normally receive 2-1/2 hours of evening shift differential (e.g., 6:00 p.m. to 8:30 p.m.). A night shift ten (10) hour Employee may receive both evening shift and night differential. As an example, if the shift is 7:00 p.m. to 5:30 a.m., three (3) hours of evening shift differential and seven (7) hours of night shift differential is applicable. If, for example, the shift is 3:00 p.m. to 1:30 a.m., seven (7) hours of evening shift differential and three (3) hours of night shift differential is applicable. i.) Holiday. Holiday Scheduled Off (Full-Time) Paid at eight (8) hours at the regular rate of pay. The Employee may elect to receive two (2) hours of vacation pay by so stating. Holiday Scheduled Off (Part-Time) Not applicable Holiday Worked Paid at two and one-half (2-1/2) times the regular rate of pay for all hours worked on the actual holiday. 411

Holiday worked with Another Substitute Day Paid at one and one-half (1-1/2) times the regular rate of pay for all hours worked on the holiday. Substitute day off will be paid at eight (8) hours at the regular rate of pay. A day shift Employee will not receive shift differential for a holiday not worked. An evening/night shift Employee will receive shift differential in accordance with the guidelines specified under the shift differential section of this agreement (Article XIII, Section 8). Employees will receive holiday premium for all hours worked on the actual holiday (i.e., midnight to midnight). Example: July 3 July 4 July 5 5:30 a.m. 5:30 a.m. 7:00 a.m. 7:00 p.m. 5:30 p.m. 7:00 p.m. * Will receive straight time pay for all hours worked between 7:00 p.m. and midnight. Will receive holiday premium (i.e., double time and one-half) for all hours worked from midnight to 5:30 a.m. In addition, this Employee is entitled to receive three (3) hours holiday not worked at straight time. ** Will receive all hours worked at holiday premium (i.e., double time and one-half). *** Will receive holiday premium (i.e., double time and one-half) for all hours worked from 7:00 p.m. to midnight, from midnight to 5:30 a.m. The hours will be compensated at straight time pay. In addition, this Employee is entitled to receive three (3) hours holiday not worked at straight time. j.) Sick Leave Pay Option. Sick Leave will be paid based on an Employee selecting one of the two (2) options below: Option I: Option II: Eight hours of sick leave pay per shift. Ten hours of sick leave pay per shift. 412

Worker s Compensation or State Disability Insurance Weekly Leave will be in accordance with the provisions of the Collective Bargaining Agreement. Shift differential will be paid under the same conditions as time worked. k.) Vacation. Vacation will be paid based on an Employee selecting one of the two options below: Option I: Option II: Eight hours of vacation per shift. Ten hours of vacation per shift. If a ten (10) hour Employee returns to his/her previously held eight (8) hour position, which may be the same shift or his/her previous shift (whichever is applicable), he/she will retain his/her prescheduled and approved vacation requests. This will only apply to Employees who return to their previously held positions, and shift, not transfers via the bid system. If ten (10) hour shifts are discontinued in the department, Employees will return to their previously held eight (8) hour positions, which may be the same shift or their previous shift (whichever is applicable) and they will retain their prescheduled and approved vacation requests. If additional slots of vacation become available as a result of this, they will be offered first to those who applied during the vacation planning cycle and to those who were denied. l.) Education Leave Pay Option. Education Leave will be paid based on an Employee selecting one of the two options below: Option I: Option II: Eight hours of education leave pay per shift. Ten hours of education leave pay per shift. Education Leave Pay for other than a scheduled workday will be paid at eight straight time hours of pay. If mandatory in-service is held, it will be considered as time worked, for pay purposes. m.) Report Pay. Employees who report to work without receiving prior notice that there is no work available will receive four (4) hours report pay. All contractual provisions for application of report pay will apply. Cancellation Of Assignment (may be facility specific). 413

n.) Participation. Participation in the 4-40 staffing pattern is voluntary. First preference to select the ten (10) hour shift positions shall be based on Seniority. Employees current status will be maintained at full time. If during the conversion, the Employee voluntarily selects a schedule which results in two consecutive weekends being worked, he/she will waive the applicable premium. Future vacancies for ten (10) hour shifts will be posted and filled pursuant to the contractual provisions regarding Job Posting. Employees will be placed back into their previous shift (e.g.. days, evenings and nights) in the event the ten (10) hour shifts are discontinued. New positions may be posted noting the 4-40 staffing pattern but each posting must also specify a complimentary eight (8) hour shift position since this staffing pattern is temporary. o.) Terms Of Agreement. It is the intent of the Employer to implement a scheduling system which meets our Health Plan members needs and supports sound economic practices, while at the same time affording Employees with flexible scheduling preference. Ten (10) hour shifts are temporary and may be cancelled by the Employer at any time and by the Employee(s) as indicated below. The parties will consider the following factors in their discussions: Staff vacancies, overtime (additional voluntary sign-up and mandatory) and Employee preference. The Employee(s) may elect to voluntarily discontinue participation in the 4-40 ten (10) hours staffing pattern with thirty (30) days written notification. Likewise, the Employer may also elect to discontinue the staffing pattern with thirty (30) days written notification to the Union. 12-Hour Shift Voluntary Staffing Pattern at Straight-Time. aa). Full-Time. Full-time Employees will be scheduled six (6), twelve (12) hour shifts per pay period and a seventh (7th) shift in the pay period of twelve (12) hours at time and one half. Employees will be scheduled every other weekend off. The weekend for the night shift, for the purpose of this agreement will be Saturday and Sunday. This option has no impact on an Employee s pension since he/she will be scheduled at least 80 hours per pay period. 414

bb. cc.) dd.) ee.) Workweek. The workweek for all Employees on the twelve (12) hour staffing pattern will commence Sunday night at 12:00 a.m., ending on a Saturday night at midnight. Pay. Each twelve (12) hour shift will be paid at twelve (12) straight time hours for the first six (6) shifts worked in the pay period. The seventh (7th) shift worked will be paid at time and one-half (1-1/2). All contractual provisions where non-worked paid time is considered as time worked for pay purposes will apply. Consecutive Pay. An Employee is not considered to have had a day off unless thirty (30) hours have elapsed from the end of the last shift worked until the beginning of the next shift. Additional Shifts Worked. When an Employee works twelve (12) hour shifts, he/she is paid such at straight time for the first six (6) shifts worked in a pay period. These are recorded as regular hours. The seventh (7th) shift worked will be paid at time and one half (1-1/2). Additional shifts beyond seven (7) worked in a pay period will likewise be compensated for at time and one-half (1-1/2). In addition, the normal daily overtime provisions will apply for all hours worked in excess of twelve (12) in one (1) workday. Specifically, double time (2) is applicable over twelve (12) hours in one (1) workday. ff.) gg.) hh.) Meal Period. One (1) unpaid thirty minute meal period per twelve (12) hour shift. Rest Period. Three (3) paid fifteen (15) minute breaks per twelve (12) hour shift. Shift Differential. Applies to shifts beginning between: Evening Shift: Night Shift: 2:00 p.m. to 6:00 p.m. 10:00 p.m. to 1:00 a.m. Employees whose starting time is other than described above will receive appropriate shift differential for all hours worked between 6:00 p.m. and 6:00 a.m. 415

A day shift twelve (12) hour Employee working 7:00 a.m. to 7:30 p.m. will receive one and one half (1-1/2) hours of evening shift differential. A day shift twelve (12) hour Employee working 10:00 a.m. to 10:30 p.m. will normally receive 4-1/2 hours of evening shift differential (e.g. 6:00 p.m. to 10:30 p.m.). A night shift twelve (12) hour Employee may receive both evening shift and night differential. As an example, if the shift is 7:00 p.m. to 7:30 a.m., three (3) hours of evening shift differential and nine (9) hours of night shift differential is applicable. If, for example, the shift is 3:00 p.m. to 3:30 a.m., seven (7) hours of evening shift differential and five (5) hours of night shift differential is applicable (presuming that the lunch break occurs at or after 10:00 p.m.). ii.) Holiday. Holiday Scheduled Off (Full-Time) Paid at eight (8) hours at the regular rate of pay. The Employee may elect to receive four (4) hours of vacation pay by so stating. Holiday Scheduled Off (Part-Time) Not applicable Holiday Worked Paid at two and one-half (2-1/2) times the regular rate of pay for all hours worked on the actual holiday. Holiday worked with Another Substitute Day Paid at one and one-half (1-1/2) times the regular rate of pay for all hours worked on the holiday. Substitute day off will be paid at eight (8) hours at the regular rate of pay. A day shift Employee will not receive shift differential for a holiday not worked. An evening/night shift Employee will receive shift differential in accordance with the guidelines specified under the shift differential section of this agreement. Employees will receive holiday premium for all hours worked on the actual holiday (i.e., midnight to midnight). Example: July 3 July 4 July 5 7:30 a.m. 7:30 a.m. 7:00 a.m. 7:00 p.m. 7:30 p.m. 7:00 p.m. 416

* Will receive straight time pay for all hours worked between 7:00 p.m. and midnight. Will receive holiday premium (i.e., double time and one-half) for all hours worked from midnight to 7:30 a.m. In addition, this Employee is entitled to receive one (1) hour holiday not worked at straight time. ** Will receive all hours worked at holiday premium (i.e., double time and one-half). *** Will receive holiday premium (i.e., double time and one-half) for all hours worked from 7:00 p.m. to midnight, from midnight to 7:30 a.m. the hours will be compensated at straight time pay. In addition, this Employee is entitled to receive three (3) hours holiday not worked at straight time. jj.) Sick Leave Pay Option. Sick Leave will be paid based on Employee selecting one of the two (2) options below: Option I: Option II: Eight (8) hours of sick leave pay per shift. Twelve (12) hours of sick leave pay per shift. Worker s Compensation or State Disability Insurance Weekly Leave will be in accordance with the provisions of the Collective Bargaining Agreement. Shift differential will be paid under the same conditions as time worked. kk.) Vacation. Vacation will be paid based on an Employee selecting one of the two (2) options below: Option I: Option II: Eight (8) hours of vacation per shift. Twelve (12) hours of vacation per shift. If a twelve (12) hour Employee returns to his/her previously held eight (8) hour position, which may be the same shift or his/her previous shift (whichever is applicable), he/she will retain his/her prescheduled and approved vacation requests. This will only apply to Employees who return to their previously held positions, and shift, not transfers via the bid system. If twelve (12) hour shifts are discontinued in the department, Employees will return to their previously held eight (8) hour positions, which may be the same shift or their previous shift (whichever is applicable) and they will retain their prescheduled and approved vacation requests. If additional slots of vacation become available as a result of this, they will be offered first to those who applied during the vacation planning cycle and to those who were denied. 417

ll.) Education Leave Pay Option. Education Leave will be paid based on an Employee selecting one of the two (2) options below: Option I: Option II: Eight (8) hours of educational leave pay per shift. Twelve (12) of educational leave pay per shift. Education Leave Pay for other than a scheduled workday will be paid at eight (8) straight time hours of pay. If mandatory in-service is held, it will be considered as time worked, for pay purposes. mm.) Report Pay. Employees who report to work without receiving prior notice that there is no work available will receive four (4) hours report pay. All contractual provisions for application of report pay will apply. Cancellation Of Assignment (may be facility specific). nn.) Participation. Participation in the twelve (12) hour staffing pattern is voluntary. First preference to select the twelve (12) hour shift positions shall be based on Seniority. Employees current status will be maintained at full time. If during the conversion, the Employee voluntarily selects a schedule which results in two (2) consecutive weekends being worked, he/she will waive the applicable premium. Future vacancies for twelve (12) hour shifts will be posted and filled pursuant to the contractual provision regarding Job Posting. Employees will be placed back into their previous shift (e.g., days, evenings and nights) in the event the twelve (12) hour shifts are discontinued. New positions may be posted noting the 12 hour staffing pattern but each posting must also specify a complimentary eight (8) hour shift position since this staffing pattern is temporary. oo.) Terms of Agreement. It is the intent of the Employer to implement a scheduling system which meets our Health Plan members needs and supports sound economic practices, while at the same time affording Employees with flexible scheduling preference. Twelve (12) hour shifts are temporary and may be cancelled by the Employer at any time and by the Employee(s) as indicated below. 418

The parties will consider the following factors in their discussions: Staff vacancies, overtime (additional voluntary sign-up and mandatory) and Employee preference. The Employee(s) may elect to voluntarily discontinue participation in the twelve (12) hour staffing pattern with thirty (30) days written notification. Likewise, the Employer may also elect to discontinue the staffing pattern with thirty (30) days written notification to the Union. 2. DEPARTMENT DESIGNATION. On an annual basis, the Employer will submit to the Union a complete listing of departments and Member Service Areas (MSAs) for seniority application purposes. In the event of a reorganization of departments or MSAs, the Employer agrees to notify the President of the Union and meet with the Union at the Union s request to discuss the implications of the new designation of departments or MSAs. 3. EMPLOYEE HOSPITALIZATION FOR ALCOHOL AND DRUG DEPENDENCY. If an Employee, who works at the Kaiser Mental Health Centers, in Kaiser outpatient psychiatric services or in Chemical Dependency Recovery Programs (CDRP), requires hospitalization in a psychiatric hospital or requires hospitalization for a medical condition related to alcohol or drug dependency, and is so ordered by an SCPMG physician, then such hospitalization will be arranged at an alternate location from where they work. 4. FLEXIBLE SCHEDULES. The Employer and the Union recognize that the nature of the Employer s business does not permit the establishment of flexible work schedules for the majority of Employees. However, in the event the Employer determines that such a schedule is feasible, and it is acceptable to the Employees involved and the Union, such schedule may be implemented. It is understood that in order to achieve the above, the contractual provisions relating to the workday as defined in Article VI, Section 2 (Article XII, Section 2 of the current Agreement) shall be waived for purposes of overtime payments. The parties agree that an Employee s written request for flexible schedules will be jointly reviewed to determine the feasibility of implementation. However, the Employer maintains the sole right to discontinue such schedules where efficiency of operations or effective patient care is impeded and/or a negative economic condition evolves. 419

5. CENTRAL STAFFING FLOAT POOL The Employer agrees to study the feasibility of developing an on-call Float Pool on a facility by facility or Member Service Area basis. The parties recognize that the establishment of Float Pools may necessitate the modification of various provisions of the Agreement in order for such Float Pools to be efficient and operationally effective. Therefore, the Union agrees that in the event Float Pools are to be established they will give consideration to Employer requests to modify specific provisions of the Agreement. Any such agreed upon modifications shall be reduced to writing and shall be signed by the President of the Union and the Labor Relations Director of the Employer, or their designees. Central Staffing-Float Pool Departments may be created as deemed necessary by Medical Center Administration. The Central Staffing Employees may be utilized in specific departments as replacements and/or additional support. Central Staffing-Float Pool may also serve as the entry level for new Employees. Central Staffing Employees may be cross trained to work in several designated departments of the medical center and may be cross trained in more than one classification. Prior to the implementation of a Central Staffing-Float Pool Department, the parties agree to meet and confer. An addendum may be prepared to outline any additions or modifications to this agreement. However, nothing in this agreement precludes the Union from filing a grievance on issues related to Central Staffing- Float Pool Department. Expectations: a.) Central Staffing-Float Pool Departments may provide service seven (7) days a week, twenty four (24) hours a day. It is expected that Employees will be available to work the hours and days specified on the job posting for which they were hired, including holidays. b.) c.) d.) A Central Staffing-Float Pool Employee who bids or is placed on a long term temporary assignment will maintain his/her status in Central Staffing- Float pool while on such assignment. If a regular full-time or part-time job posting outside Central Staffing-Float pool is not bid on, then the least senior Central Staffing Employee in that classification may be assigned to fill the vacancy. An Employee who fails to pass his/her evaluation period after transferring out of Central Staffing-Float Pool will be returned to Central Staffing-Float Pool per the provisions of the Collective Bargaining Agreement. An 420

Seniority: Employee who repeatedly transfers out of Central Staffing-Float Pool and fails to pass his/her evaluation period may be disciplined up to and including discharge. a.) b.) Once trained in a specific classification and once having worked within the specific classification, and having successfully passed the evaluation period in Central Staffing-Float Pool, the Employee shall be deemed qualified for the purposes of bidding for a part-time or full-time position in that classification, in departments serviced by Central Staffing-Float Pool. While in Central Staffing-Float Pool, Employees will be expected to rotate through all departments and classification(s) for which they are trained, to ensure a working knowledge of the work performed in each of these areas. For the purposes of job-bidding, Central Staffing-Float Pool Employees shall be given the same consideration as any other bargaining unit Employee, except that all of the hours worked regardless of which department the hours were worked in and regardless in which department the Central Staffing-Float Pool Employee is applying shall count for the purposes of (1) determining whether or not an On-Call Central Staffing- Float Pool Employee shall be considered a regular Employee (if s/he has accumulated a total of 2,000 hours of work in the Central Staffing-Float Pool); and (2) determining the relative seniority between On-Call Employees with less than 2,000 hours. Force Reduction: Reductions in Force will be accomplished pursuant to the provisions of the Collective Bargaining Agreement. Benefits: Employees in Central Staffing-Float Pool Departments will be entitled to all benefits applicable to full-time, part-time, limited part-time and on-call Employees as described in the current Agreement. However, it is understood that vacation scheduling shall be established pursuant to the following procedure: Vacations for full-time, part-time, limited part-time and on-call Employees will be granted pursuant to the provisions in the Collective Bargaining Agreement. Vacations over a holiday period will be approved only when staffing within the Central-Staffing-Float Pool Department permits. Special circumstances will be considered on a case by case basis. 421

Overtime: Overtime hours will be offered to Central Staffing-Float Pool Employees in departments in which they have worked after Employees in said departments have refused the hours. Overtime will be distributed equitably to those Employees who have indicated interest in overtime by signing the Voluntary Overtime List. However, Employees may be mandated to work overtime in the departments in which they have worked after qualified Employees of those departments have been mandated. Assignments: a.) b.) Assignments within their classifications, for the most part will generally be made on a rotating basis. Central Staffing-Float Pool Employees trained in more than one classification will be assigned to work in all classifications for which they are trained. Management may also make assignments to insure maintenance of an Employee s skill level. None of the foregoing is to be construed as a guarantee of work hours. Assignments for on-call Employees will be made within classifications on a rotating basis with the intent of distributing hours equally over a reasonable time period (approximately three [3] months). 6. INDIAN HILL MEDICAL OFFICE. Indian Hill Medical Office is to be considered as an outlying medical office under the Baldwin Park Medical Center for the application of seniority. 7. MARTIN LUTHER KING, JR. HOLIDAY AND CÉSAR CHÁVEZ HOLIDAY. During the term of this Agreement, if any other bargaining unit with a Collective Bargaining Agreement with the Employer is granted the Martin Luther King, Jr. or César Chávez holiday as an additional holiday, such holiday will be granted to the Employees covered under this Collective Bargaining Agreement. The parties agree that the Employer will base its scheduling decision (regarding Martin Luther King, Jr. and César Chávez holiday) on staffing and operational needs. 8. PARKING. Employees parking at the Employer s facilities shall be provided free parking. At those facilities where limited on-site parking is available, Employees (including non-bargaining unit Employees and all other union Employees, but excluding physicians, handicapped Employees and Employees who are required to use 422

their car for Employer business) shall receive on-site parking from a priority list based on date of hire. Where specific parking problems occur at individual facilities during the term of this Agreement, a meeting shall be held between the Union Field Representative for the facility and the Area Human Resources Leader of the Employer to discuss and attempt to resolve such problems. Such meetings shall be requested, in writing, by the Union Field Representative. The Employer will maintain free parking unless mandated by regulation to charge for parking. The parties agree that Employees who visit a Medical Center/Outlying Clinic for a personal medical appointment, and receive a parking ticket, will not be charged for said parking if they adhere to the following procedure: a.) b.) Employees will note their name, work extension, and denote Medical Appointment on the parking ticket. Parking Attendants will not charge Employees who present tickets with the aforelisted information. Regarding parking at Annandale and the North Hollywood facilities, the Employer agrees to keep the Union apprised of plans for additional parking as they are formulated. 9. PRODUCING NEW CONTRACTS. The Employer will take the responsibility for producing the new Agreement in at least nine (9) point type size, Any costs shall be shared equally by the parties throughout the term of the Agreement. The Employer will make every effort to provide sufficient copies within thirty (30) days of the signing of the Agreement. 10. RADIATION SAFETY COMMITTEE. The Employer will appoint a Technical Bargaining Unit member from either the Diagnostic Imaging Department or Nuclear Medicine Department to participate on each Medical Center s Radiation Safety Committee. In selecting a Technical Bargaining Unit member for assignment on the Radiation Safety Committee, the Union will submit a list of recommendations and the Employer will give reasonable consideration to the individuals. No Employee shall lose pay as a result of serving on such committee. 423

11. REGIONAL LABORATORIES LUNCH BREAK. The parties agree that SEIU, UHW Employees at Regional Laboratories facilities (North Hollywood-Sherman Way, North Hollywood-Magnolia Boulevard, Glendale-Clinical Laboratories, and the Endocrinology Laboratory) shall have the option to schedule either a thirty (30) minute or a forty-five (45) minute lunch break, Such scheduling shall be subject to the provisions established in Articles XI and XII, and would be subject to the efficiency of operations. 12. DIAGNOSTIC IMAGING TECHNOLOGIST. A. Safety. Each Diagnostic Imaging Technologist working in areas where exposure to radiation may occur shall be provided an ionization badge and if over exposure is indicated shall be given a blood test on a mandatory basis, and the results of such test shall be discussed with the Employee by a physician at the Employee s request. If, in the opinion of the doctor in charge of the Diagnostic Imaging Department, time away from the job is indicated, up to two (2) weeks off with pay will be granted. This time does not affect the Paid Time Off accumulations in Article XVII. The Employer will use all safeguards recognized as accepted medical practice in the community. The Employer shall continue its Radiation Safety Policy and a bargaining unit member shall become a member of the Central Radiation Committee. Badge readings will be done on a monthly basis for all Diagnostic Imaging Technologists and the results will be made available to each Employee. Pregnant Diagnostic Imaging Technologists and Nuclear Medicine Technicians shall be transferred out of the radioisotope laboratory, special procedures room, and any other high radiation areas, and shall not be required to work with portable equipment or fluoroscopy equipment. Such transfer shall be made effective as soon as the Employee s pregnancy is diagnosed, and shall be done with no reduction in pay. B. Career Ladder. The Employer agrees to a career ladder as follows: Diagnostic Imaging Technologist Radiology I Diagnostic Imaging Technologist Radiology II Diagnostic Imaging Technologist Radiology III Lead Diagnostic Imaging Technologist Radiology IV Criteria for becoming a Tech I, Tech II and Tech Ill are as follows: 424

Tech I Performs only general Diagnostic Radiologic exams such as chest x-rays and/or routine extremities such as leg, arm or foot. Tech II Performs any of the following special procedures on a regular rotational basis: Sialography, Bronchography, Aorthography, Hysterosalpingography, Tomography Studies or Myelograms excludes Mammograms. Tech III Performs the Angiogram and/or Computerized Tomography (CT). C. In-Service Education. The Employer agrees to establish a formal in-service program to provide each Technologist with at least two (2) opportunities per year to attend programs intended to improve and upgrade skills and improve their awareness of radiation safety and to provide information on new equipment and techniques. These programs will be designed to train Technologists for progression into higher rated positions as part of the Employer s commitment to train and promote from within the bargaining unit and to foster being the Employer of Choice. 13. COMMUNITY SERVICE. The Employer and the Union are committed to the success of our communities as well as the success of our organization. We recognize that the Kaiser Permanente organizations and the communities we serve are interdependent. The concept of community service is a rich part of Kaiser Permanente s history and is the basis for many of our business practices. In Southern California, Kaiser Permanente is engaged in a wide variety of community, corporate and public efforts to improve the health status of our communities. In recognition of this commitment, and to further efforts that contribute to the building of healthy communities, the parties agree to establish a Joint Labor Management Community Services Committee. The purpose of this Committee is to explore opportunities in the Southern California community where financial assistance or other forms of community service efforts would be seen as a benefit. It also is in keeping with our mutual commitment to serving the community. Areas for consideration could be supporting strategic community agencies, directing financial and technical resources to free and community clinics, and providing grants at the local level to improve the health of our communities and their residents. The Committee will be made up of six (6) members, three (3) representing the interests of the Employer and three (3) representatives of the Union. Initially, the parties will meet to establish the criteria that will be used in the allocation of funds earmarked for disbursement by this Committee. 425

Funding for the joint Committee would be provided by Kaiser Permanente and directed to community service efforts using the agreed upon criteria, and only with the mutual agreement within the Committee. The amount of funding for this Committee will be $500,000.00 effective January 1, 2006 and 500,000.00 effective January 1, 2007. These funds must be utilized in the year they are allotted and may not be carried over. Additionally, the Union has opted to support the Southern California Labor Management Council s Community Service goals by allotting $250,000.00 in 2006 and 2007 for distribution by the participating Partnership Unions. Funding for subsequent years will be at the discretion of the Employer. None of the allocated funds shall be used for administration of the Joint Committee, and the parties agree that time spent on Joint Committee business by bargaining unit members will be paid by the Employer. 14. OPTICAL DISPENSER VACANCIES All Journeyman Technicians with two (2) years or more of experience who meet the qualifications for the Optical Dispenser position will be given first consideration over new hires in filling vacancies as Optical Dispensers. 15. TYPING TESTS. In the event an Employee has taken the maximum number of typing tests per the Employer s Regional policy regarding employment tests and interviews, and said Employee is the most senior bidder for a subsequent position which requires a typing speed greater than previously attained, he/she will be permitted to take one (1) additional typing test to qualify for the new position. Should an Employee apply for a position where the job posting requires a typing speed equal to or less than that required by his/her present position, the Employee will be considered to have met the typing speed requirement for the new position provided the current typing test was taken within the last twelve (12) months. 16. STEWARD SUPPORT The parties have agreed that we share a joint commitment to implement improvements in areas of support for Union Stewards, below, to recognize and enhance their vital role in the workplace. The following are in addition to contractual provisions: 1. Joint Training Programs Supervisors & Stewards Training includes training for supervisors on the role and functions of stewards and understanding the CBA and its intent, training on the contract and labor/management relations, communications and dispute resolution methods. Employer will provide paid time for stewards to attend training, Regional and Local meetings of the Union and Labor Management Groups. 426

2. Jointly Promote Greater Utilization of More Stewards. The parties will create a better process by which to release stewards for activities and coordination between supervisors concerning steward release time. All grievance meetings will be held on work time and if a steward has to come in on a day off, he/she will be paid. This will include more paid time allowed for stewards. 3. Mutually Accessible Archival System For grievances and arbitrations, so both parties are not re-inventing the wheel. 4. The Steward / Mentor Program allows both the senior stewards and the new steward to work on grievances and issues in the workplace while on company time. 5. Stewards to be Involved in Operations. There will be regular education meetings with stewards to discuss operational goals. 6. Mutual respect will be reinforced consistently and in training programs. The Employer will eliminate retaliation for acting as steward and promote communication between administration and union stewards/union representatives. 7. There will be a joint committee established by senior partnership council to address supervisor issues. The Employer will make union relations a part of management evaluation. 8. The Employer will establish a union office at each facility for stewards, and Contract Specialist use with secure mail, use of fax, telephone, copier, computer and e-mail for union communication as well. A computer supplied by Union at each facility for members to access information (future). 9. There will be joint recognition for stewards, management and physicians who promote partnership and better Employee relations. 17. STATUS 5 AND EXEMPT JOB REVIEW FOR INCLUSION IN THE BARGAINING UNIT As part of these negotiations, the Union has requested and received a list of Employees identified as Status 5. The Union has also requested a list of Exempt Non-Supervisory positions for the purpose of reviewing and determining if these positions should be placed in the Bargaining Unit. The Employer concurs with this review and commits to working collaboratively with Union Representatives to facilitate the movement of appropriate positions into the Bargaining Unit expeditiously. The Employer further agrees to provide all relevant information, in a timely manner, necessary to make the above determinations. 427

The parties agree that it will take no longer than three (3) months following ratification to conclude this process. To that end, the Employer and the Union will work collaboratively over the next three (3) months to conclude this work. Committee members shall be restricted to three (3) Union Representatives and three (3) Employer representatives at any given meeting. Union Employees involved shall be paid for time spent in this committee and its activities. In the event of a dispute, the dispute shall be submitted to the procedure in Section 2 C of the National Agreement. 2005 Agreements: Organizing Agreement Suspension and Renewal: In 2004/2005, the parties entered in to an organizing agreement for a certain section of the Employer s Status 5 Employees, who have been determined and agreed to be bargaining unit eligible. The parties have agreed to suspend the timing of this agreement during its term and extend the timing. The parties have agreed to extend the current organizing agreement to restart January 15, 2006, and renew a full term for organizing, from the date. Authorization cards, signed by Employees and dated from the date of commencement in the renewed agreement in 2006, through the term of the renewed agreement, shall be honored as valid in the determination of majority status through completion of timelines under the renewed agreement. Additionally, the Employer and the Union agree that former Lower level exempt positions are bargaining unit eligible, to be included in the UHW bargaining unit. The Employer shall provide a list of all such Employees with detailed information as soon as possible to enable the parties to formulate an organizing agreement for this Employee group. The parties shall meet in the near future to agree on an organizing agreement and timelines for this group of Employees, with the organizing to occur in 2006. 18. JOB EVALUATION Joint Committee Pay Grade Relationships, Modification of the Evaluation Manual and Modification to Rate Ranges Following ratification of the 2000 Labor Agreement, the parties agree to meet to complete the defined work related to re-alignment of the current Pay Grades identified by Labor and Management; re-alignment of the Evaluation Manual, and also to modify pay rate ranges. Further, the parties agree that there is not enough money in the equity fund (the amount defined by the CIC (Common Issues Committee), to implement the necessary modifications, after the parties 428

have concluded negotiations over these equity funds, the work will be completed and placed on hold until sufficient funding is available to implement. The work of this committee shall be coordinated and merged with the work and timing of the process identified in Section 9 2 nd Year Equity, of the Union Settlement Proposal dated September 12, 2000. Committee members shall be restricted to six (6) Union representatives and six (6) Employer representatives at any given meeting. Union Employees involved shall be paid for time spent in this committee and its activities. In the event of a dispute, the dispute shall be submitted to the procedure in Section 2 C of the National Agreement. 19. OTHER OBLIGATIONS Uniform Policy. The parties have agreed that if the Employer is contemplating a change to the Uniform Policy, they shall meet and confer with the Union. Union Dues. The parties acknowledge that Part Time, Limited Part-Time, Temporary and On-Call Employees have an obligation to pay Union Dues and the Employer will be kept informed of current dues and initiation rates by the Union. Other Agreements. The parties agree to let the following Agreements from the 1996-2001 Agreement expire with the understanding that Employees covered by those agreements have continued rights as described in each: Health Plan Eligibility, Sick Leave Pay-off, and Financial Counselor 20. ADVANCED STEP PLACEMENT AT HIRE. Advanced Hiring Criteria. The parties agree that prior to the implementation of the Advanced Hiring Criteria a legitimate recruitment problem must exist. Further, the Employer will notify the Union prior to the implementation of its intent to utilize the Advanced Hiring Criteria and, upon request of the Union, the Employer will supply a list of all impacted Employees in the affected classification. It is understood that once Advanced Hiring Criteria is implemented for a particular classification, it will remain in place for the duration of the current Collective Bargaining Agreement, unless the parties mutually agree that the recruitment problem is resolved, at which time the Employer will discontinue using the Advanced Hiring criteria for the affected classification. 429

Process for determining years of experience Hire rate New Grad or Less than 1 year of experience Start Rate Step 1 One (1) or more years of experience Two Year Rate Step 3 Advanced hiring criteria will be applied classification-wide unless the parties mutually agree to utilize the procedure noted in the paragraph below. When new hires are hired-in at the two (2) year (Step 3) rate, all current Employees in the affected classification will be advanced to the two (2) year (Step 3) rate and their service date shall not be changed. The effective date of such advancement shall be the date the first new-hire in the classification is hired at the two (2) year (Step 3) rate. The parties recognize that there may be special circumstances where recruitment issues are restricted to a specific geographic or functional location within a classification (i.e. Service Area or Medical Center). If the parties mutually agree that such a situation exists, Advanced Hiring criteria will be applied in the classification at the specific, mutually agreed upon geographic or functional location. In such cases, existing Employees in the classification at the specific geographic or functional location will be advanced to the two (2) year (Step 3) rate as outlined above. 21. JOB SECURITY, EDUCATION AND TRAINING. The skills needed by Employees in today s and tomorrow s workplace are changing at an ever increasing pace. To be the Health Care Employer of Choice and a highly regarded and well managed organization, Kaiser Permanente is committed to making resources available to Employees to assist in areas of education, training, re-training, and workforce planning. We acknowledge that we have a responsibility to contribute to future employment needs in a proactive fashion. We are therefore interested in enhancing the skills, and thereby the marketability and employability of the workforce. Due to sweeping changes in health care, we are committed to working with the Union, to keep the Union informed of our activities, discuss plans, share ideas and provide a forum for input. The following describes areas where the Employer and the Union can work together to assist Employees: Section 1 Workforce Training, Re-training, Education and Job Placement. a.) Job Training. Plan and coordinate training, re-training, education and career advancement programs both internal and external to the organization. Displaced Employees will receive up to one hundred sixty 160 hours paid 430

training time for vacant positions for which an Employee can qualify with such training. b.) Work force Forecasting, Utilization and Planning. Forecast and communicate future job trend and emerging skill requirements to Employees, as well as license and certification changes, and new technologies affecting future careers. Analyze utilization of full-time, part-time, limited part-time and on-call staff to determine ways to create more full-time positions and appropriate utilization of part-time, limited part-time and on-call status Employees which may include using staff across departmental, entity and Member Service Area lines. Forecast human resource needs and proactively commit to the placement of displaced Employees into vacant positions for which they qualify or can perform the responsibilities with minimal training. c.) d.) e.) Skill Expansion. Teach Employees new skills, or enhance skill proficiency, to enable them to perform current or future job responsibilities, and increase their marketability and employability. Performance Planning. Assist Employees in understanding the goals and needs of the organization and help them to create plans that align their career objectives with organizational human resource needs. Eliminating Barriers. Work with the Union to identify and eliminate contractual barriers, including re-examination of current minimum job requirements, and change management practices which will enhance Employee job security and upward mobility. f.) Job Counseling Services. Skill Assessment and Career Development. Provide job counseling services to Employees and assist them using various tools to assess skills, interest areas and formulate individual career plans. g.) Develop a Communication Plan. Work with the Union on developing communication plans that will keep Employees informed of activities and create mechanisms for Employee input concerning ideas, suggestions and activities for Kaiser Permanente and the Union to consider. 431

Section 2 Services to Displaced Employees. (Provided the terms and conditions of the National Agreement on Employment and Income Security are followed). a.) b.) c.) d.) e.) f.) Outplacement Services. Prepare displaced Employees in seeking employment by assisting them with job search techniques such as resume preparation, interviewing and networking skills, and provide access to support services such as telephones, office space and personal computers. Funding opportunities can be expanded which could assist displaced Employees through the work of the Joint Labor Management Community Services Committee as Employees may secure employment in the community under this program. Linkages with Community. Create links with the community to assist displaced Employees in securing outside employment, keep abreast of industry changes, and identify possible community placement sources and opportunities for marketing skills. Training. Provide skills training to assist displaced Employees in competing for both internal and external positions using workforce planning and forecasting to identify potential internal placement sources. Rehiring of Displaced Employees. Priority consideration for employment will be given to qualified referrals for future job placement within the organization. Within ninety (90) days of contract implementation, the Employer will develop an internal matching system for placement of laid-off Employees into vacant positions throughout the region prior to filling positions by outside hires. Severance Programs. The 1996 Severance Program assists Employees by providing income protection and extended health care benefits based on length of service and other eligibility factors. Continuance or modification of the Severance Program will be negotiated on an annual basis. Supplemental Income. All eligible Employees laid off by the Employer will be entitled to receive unemployment insurance in compliance with the State of California. Section 3 Funding Joint Education/Training Fund. In addition to carrying over unspent funds from the 1996 contract, the Employer will continue the jointly administered fund with an additional $200,000.00 on January 1, 2006; $200,000.00 on January 1, 2007; $200,000.00 on January 1, 2008; $200,000.00 on January 1, 2009; $200,000.00 on January 1, 2010. Each 432

of the increases or any unused portion of the increase may be carried forward until the expiration of the current agreement. The purpose of the fund is to maximize training, re-training, education, skill enhancement and career advancement opportunities with the Employer for Employees represented by the Union, and to meet identified human resource needs as joint labor management initiatives. Additional funding will be solicited from State, Federal, and other sources in collaboration with the Union. Fund expenditures will be jointly made. Employees in fund Programs are qualified to receive severance benefits which are in place at the time of lay off. 22. IN-HOUSE TRAINING PROGRAMS. The parties agree that the implementation dates noted on items A through G are best case estimates and the implementation of the Programs need additional study and resource allocation. In an effort to answer cost and training capability questions, an initial expenditure of JSET Funds will be utilized to conduct a Joint Study regarding the programs. JSET Funds will also be utilized to fund the development and implementation of agreed upon programs. Further, the parties agree that development and implementation of the recommended training programs are dependent on the availability of funding. The committee should also be charged with responsibility for determining Employee access to available training, Employee placement following training and continuation of such programs. In an effort to ensure start-up and continuation of such programs, the parties commit to make every effort to locate additional funding through grants and other internal resources. A. LVN Career Ladder Program. No later than March 1, 2001, the Employer will commence an in-house training program to train interested bargaining unit LVN I/II to assume LVN Ill positions. Volunteers for such training shall be accepted in seniority order commencing with the most Senior LVN I/II, regardless of the Employee s lack of prior experience. Participants shall be paid their current regular contract wages. differentials, premiums and the like while in training, whether classroom or on the job. No LVN shall suffer a loss, or surrender any contractual right of any kind due to entering the program. The program shall be no longer than months in duration. In the event a participant fails to pass the program, the LVN shall be entitled to return to his/her former assignment, shift and hours. Positions to be filled through the training program shall be posted as LVN License Required Willing To Train and shall be available to internal LVN I/Il applicants only. Identified vacancies shall be frozen to external 433

applicants; however vacant positions may be filled temporarily with On- Call, Registry or Traveler LVNs. Depending on the numbers of bargaining unit LVNs desiring to enter the Program, the Employer agrees to train no less than twenty (20) enrollees in the first offering of the Program. In the event there are fewer than five (5) applicants for the initial Program or future Programs, this Agreement shall be null and void. In the event there are more than twenty (20) applicants for the initial program and provided there are at least five (5) LVN III vacancies, the Employer commits to a ongoing training program until all applicants are accommodated or the need to fill vacancies subsides. Notwithstanding the above, it is the intent of the Employer to provide ongoing training to internal bargaining unit Employees throughout the term of this Agreement in order to fill vacancies and to be prepared for potential vacancies. To this end, the Employer will continue to work together with the Union during the term of the contract to ensure training opportunities even when there are not large numbers of vacant positions. Upon completion of the Program, the applicant LVN I/II shall be promoted to and assigned the LVN III position for which he/she applied. Nothing herein is intended to infringe upon the transfer rights of bargaining unit LVN IIIs. B. Ward Clerk Transcriber Training Program. No later than March 1, 2001, the Employer will commence an in-house training program to train interested bargaining unit Employees to Ward Clerk Transcriber positions. Volunteers for such training shall be accepted in seniority order commencing with the most Senior qualified bargaining unit Employee, regardless of the Employee s lack of prior hospital or Ward Clerk experience. Minimum requirements will be jointly determined by the Union and Employer. Participants shall be paid their current regular contract wages, differentials, premiums and the like while in training, whether classroom or on the job. No Employee shall suffer a loss, or surrender any contractual right of any kind due to entering the program. The program shall be no longer than weeks in duration. In the event a participant fails to pass the program, the Employee shall be entitled to return to his/her former assignment, shift and hours. 434

Positions to be filled through the training program shall be posted as Ward Clerk Transcriber Willing To Train and shall be available to internal bargaining unit applicants only. Identified vacancies shall be frozen to external applicants; however vacant positions may be filled temporarily with On-Call, Registry or temporary Employees. Depending on the numbers of bargaining unit Employees desiring to enter the Program, the Employer agrees to train no less than ten (10) enrollees in the first offering of the Program. In the event there are fewer than three (3) applicants for the initial Program or future Programs, this Agreement shall be null and void. In the event there are more than five (5) applicants for the initial program and provided there are at least three (3) vacancies, the Employer commits to a ongoing training program until all applicants are accommodated or the need to fill vacancies subsides. Notwithstanding the above, it is the intent of the Employer to provide ongoing training to internal bargaining unit Employees throughout the term of this Agreement in order to fill vacancies and to be prepared for potential vacancies. To this end, the Employer will continue to work together with the Union during the term of the contract to ensure training opportunities even when there are not large numbers of vacant positions. Upon completion of the Program, the applicant shall be assigned the Ward Clerk Transcriber position for which he/she applied. Nothing herein is intended to infringe upon the transfer rights of bargaining unit Employees. C. Diagnostic Imaging Technologist Program. No later than March 1, 2001, the Employer will commence an in-house training program to train interested bargaining unit Diagnostic Imaging Technologist to higher level Tech positions. Volunteers for such training shall be accepted in seniority order commencing with the most Senior qualified bargaining unit Employee. Minimum requirements will be jointly determined by the Union and the Employer. Participants shall be paid their current regular contract wages, differentials, premiums and the like while in training, whether classroom or on the job. No Employee shall suffer a loss, or surrender any contractual right of any kind due to entering the program. The program shall be no longer than eight (8) weeks in duration. In the event a participant fails to pass the program, the Employee shall be entitled to return to his/her former assignment, shift and hours. 435

Positions to be filled through the training program shall be posted as Diagnostic Imagining Technologist [MRI Tech, (Level III Angio Tech, CT Tech) Mamo Tech II] Willing To Train and shall be available to internal bargaining unit applicants only. Identified vacancies shall be frozen to external applicants; however vacant positions may be filled temporarily with On-Call, Registry or temporary Employees. Depending on the numbers of bargaining unit Employees desiring to enter the Program, the Employer agrees to train no less than sixteen (16) enrollees in the region (2 per Medical Center) in the first offering of the Program. In the event there are fewer than three (3) applicants for the initial Program or future Programs, this Agreement shall be null and void. In the event there are more than five (5) applicants for the initial program and provided there are at least three (3) vacancies, the Employer commits to an ongoing training program until all applicants are accommodated. Notwithstanding the above, it is the intent of the Employer to provide ongoing training to internal bargaining unit Employees throughout the term of this Agreement in order to fill vacancies and to be prepared for potential vacancies. To this end, the Employer will continue to work together with the Union during the term of the contract to ensure training opportunities even when there are not large numbers of vacant positions. Upon completion of the Program, the applicant shall be assigned the applicable Tech level position for which he/she applied. Nothing herein is intended to infringe upon the transfer rights of bargaining unit Employees. D. Surgical Technologist Career Program. No later than October 1, 2001, the Employer will commence an in-house training program to train interested bargaining unit Surgical Techs or any other Union member who has successfully completed an accredited Surgical Technology Program, to learn advanced skills and multiple procedures or to become Qualified for a Surgical Technologist I entry level position. Volunteers for such training shall be accepted in seniority order commencing with the most Senior qualified bargaining unit Employee. Participants shall be paid their current regular contract wages, differentials, premiums and the like while in training, whether classroom or on the job. No Employee shall suffer a loss, or surrender any contractual right of any kind due to entering the program. 436

The program shall be no longer than eight (8) weeks in duration, In the event a participant fails to pass the program, the Employee shall be entitled to return to his/her former assignment, shift and hours. Positions to be filled through the training program shall be posted as Surgical Tech I / II Willing To Train and shall be available to internal bargaining unit applicants only. Identified vacancies shall be frozen to external applicants; however vacant positions may be filled temporarily with On-Call, Registry or temporary Employees. Depending on the numbers of bargaining unit Employees desiring to enter the Program, the Employer agrees to train no less than ten (10) enrollees in the first offering of the Program. In the event there are fewer than three (3) applicants for the initial Program or future Programs, this Agreement shall be null and void. In the event there are more than five (5) applicants for the initial program and provided there are at least three (3) vacancies, the Employer commits to a ongoing training program until all applicants are accommodated. Notwithstanding the above, it is the intent of the Employer to provide ongoing training to internal bargaining unit Employees throughout the term of this Agreement in order to fill vacancies and to be prepared for potential vacancies. To this end, the Employer will continue to work together with the Union during the term of the contract to ensure training opportunities even when there are not large numbers of vacant positions. Upon completion of the Program, the applicant shall be assigned the Surgical Tech level position for which he/she applied. The core learnings and abilities required of the Surgical Tech II level will be jointly determined by the Union and the Employer. Upon reaching agreement on the core learnings and abilities required, each Surgical Tech will be evaluated to determine current level attained. Those Techs who are already functioning at a II Level will be reclassified upward no later than the first day of the first pay period of the month of October 1, 2001. Nothing herein is intended to infringe upon the transfer rights of bargaining unit Employees. E. Cardiac Cath Diagnostic Imaging Technologist. No later than March 1, 2001, the Employer will commence an in-house training program to train interested bargaining unit Diagnostic Imaging Technologists to higher Cardiac Cath Diagnostic Imaging Technologist positions. Volunteers for such training shall be accepted in seniority order commencing with the most Senior qualified bargaining unit Employee. 437

Minimum requirements will continue as jointly determined by the Union and the Employer. Participants shall be paid their current regular contract wages, differentials, premiums and the like while in training, whether classroom or on the job. No Employee shall suffer a loss, or surrender any contractual right of any kind due to entering the program. The program shall be no longer than six (6) months in duration. In the event a participant fails to pass the program, the Employee shall be entitled to return to his/her former assignment, shift and hours. Positions to be filled through the training program shall be posted as Cardiac Cath Diagnostic Imaging Technologist Willing To Train and shall be available to internal bargaining unit applicants only. Identified vacancies shall be frozen to external applicants; however, vacant positions may be filled temporarily with On-Call, Registry, or temporary Employees. Depending on the number of bargaining unit positions available, the Employer agrees to train no less than the number of Employees needed to fill the vacancies. Upon completion of the program, the applicant shall be assigned to the applicable Cardiac Cath Diagnostic Imaging Technologist position for which he/she applied. This agreement shall not negate prior agreements for internal training and upgrades. Nothing herein is intended to infringe upon the transfer rights of bargaining unit Employees. F. Cardiac Cath Technologist. No later than March 1, 2001, the Employer will commence an in-house training program to train interested bargaining unit Employees to higher level Cardiac Cath Technologist positions. Volunteers for such training shall be accepted in seniority order commencing with the most Senior qualified bargaining unit Employee. Minimum requirements will continue as jointly determined by the Union and the Employer. Participants shall be paid their current regular contract wages, differentials, premiums and the like while in training, whether classroom or on the job. No Employee shall suffer a loss, or surrender any contractual right of any kind due to entering the program. 438

The program shall be no longer than six (6) months in duration. In the event a participant fails to pass the program, the Employee shall be entitled to return to his/her former assignment, shift and hours. Positions to be filled through the training program shall be posted as Cardiac Cath Rad Technologist Willing To Train and shall be available to internal bargaining unit applicants only. Identified vacancies shall be frozen to external applicants; however, vacant positions may be filled temporarily with On-Call, Registry, or temporary Employees. Depending on the number of bargaining unit positions available, the Employer agrees to train no less than the number of Employees needed to fill the vacancies. Upon completion of the program, the applicant shall be assigned to the applicable Cardiac Cath Technologist position for which he/she applied. This agreement shall not negate prior agreements for internal training and upgrades. Nothing herein is intended to infringe upon the transfer rights of bargaining unit Employees. G. Central Processing Technician CST. No later than March 1, 2001, the Employer will commence an in-house training program to train interested bargaining unit Employees who have successfully completed an accredited CST program, to become qualified for a CST entry level position. Volunteers for such training shall be accepted in seniority order commencing with the most Senior qualified bargaining unit Employee. Minimum requirements will continue as jointly determined by the Union and the Employer. The experience requirement will be waived. Participants shall be paid their current regular contract wages, differentials, premiums and the like while in training, whether classroom or on the job. No Employee shall suffer a loss, or surrender any contractual right of any kind due to entering the program. The program shall be no longer than six (6) months in duration. In the event a participant fails to pass the program, the Employee shall be entitled to return to his/her former assignment, shift and hours. Positions to be filled through the training program shall be posted as Central Supply Tech Willing To Train and shall be available to internal bargaining unit applicants only. Identified vacancies shall be frozen to 439

external applicants; however, vacant positions may be filled temporarily with On-Call, Registry, or temporary Employees. Depending on the number of bargaining unit positions available, the Employer agrees to train no less than the number of Employees needed to fill the vacancies. Upon completion of the program, the applicant shall be assigned to the applicable Central Processing Technician position for which he/she applied. This Agreement shall not negate prior agreements for internal training and upgrades. Nothing herein is intended to infringe upon the transfer rights of incumbent Central Processing Technicians. 23. 2 ND YEAR EQUITY NEW JOB DEFINITIONS The purpose of this letter is to set forth the understandings reached in negotiations concluded November 29, 2001 which are effective through the term of the current contract and are fully enforceable through the grievance and arbitration provisions of the contract. a.) Medical Assistant (New). A new job description will be developed for Medical Assistant that will reflect the job duties of a Clinic Assistant and set forth a minimum requirement that the position require education as a Certified Medical Assistant. Current Clinic Assistants will be evaluated for proper level placement at either the MA or Clinic Assistant level. Those who are Medical Assistant certified will receive upward wage adjustment retroactive to October 1, 2001. Should the Employee s file not contain documentation of MA certification, the Clinic Assistant will be asked to provide documentation. All Clinic Assistants who possess the MA certificate shall be placed in the Medical Assistant classification. Clinic Assistants who possess MA certification will be placed into the MA classification even if certification was not a minimum requirement of the job he or she was hired into or transferred into. Current Clinic Assistants who have not already been required to complete the Employer s enhanced training program will not be required to do so. The evaluation process will be completed no later than January 31, 2002. 440

b.) LVN II AND III. The job requirements for an LVN I position will immediately be modified to require no more than 1 year experience in a clinic or acute care setting, an LVN license and CPR card. The Employer and the Union will jointly develop new job descriptions outlining the minimum requirements for the LVN II and Ill positions. The parties shall also jointly develop an evaluation process to determine which LVNs are to be retro-actively placed at the II or Ill level retroactive to October 1, 2001. An LVN II level position applies to work assignments in GI Lab, Immunization Clinic, HIV Clinic, ENT, Employee Evaluation, Home Health, Oncology, General Surgery, Orthopedics, or Allergy or in positions that required at the time of hire (or subsequently), that an LVN have a certificate (e.g. BCLS), specialized training, special skills or more than one (1) year of experience as an LVN in a clinic or acute care setting. An LVN III level position applies to any LVN position that required at the time of hire (or subsequently) that an LVN be IV Certified or to any LVN that utilizes IV skills in the course of his/her employment. The joint evaluation process will be completed no later than February 28, 2002. It is not the intent of this agreement that any current LVN be reduced in pay or classification. It is the intent that LVNs who desire to be trained to attain level II or III, be trained in seniority order before any level II or Ill is hired from the outside. c.) Respiratory Care Practitioner I, II and III. The Employer and the Union will jointly develop a new job description outlining the minimum requirements for the RCP II and Ill positions. An RCP II level position, applies to work assignments requiring an RCP to be trained to work in any Adult Critical Care area or any general Pediatric Care area. An RCP III level position applies to work assignments requiring an RCP to be trained to work in any NeoNatal, Critical Care or Pediatric Critical Care area. RCPs will be evaluated to determine proper level placement retroactive to October 1, 2001 through a process of file review, or through skills validation, should the file not contain such validation. The joint evaluation process will be completed no later than January 31, 2002. 441

A Labor/Management Committee will jointly develop and conduct a skills validation process should it be necessary to evaluate current Employees or new hires. It is the intent that Respiratory Care Practitioners who desire to be trained to attain level II or III, be trained in seniority order before any level II or Ill is hired from the outside. d.) Surgical Tech II (New). The Employer and the Union will jointly develop a new job description outlining the minimum requirements for the Surgical Tech II position and jointly evaluate Surgical Techs to determine proper level placement retroactive to October 1, 2001 at the II level. A Surgical Technologist II level position applies to Surgical Technologists who (1) possess the equivalent of two (2) years full-time experience in an acute care OR setting, and (2) qualifies as a first scrub in more than one specialty area (e.g. Gastro-Urinary, Vascular, ENT, OB/GYN, etc.) and (3) is LCC-ST credentialed. Credentialing will not be required for level II placement for Employees hired prior to November 30, 2001. The evaluation for proper level placement shall be based on the Supervisor s evaluation of meeting the 2-year equivalent experience requirement, multiple specialties qualification as first scrub, and a file review for LCC-ST, if needed. Any Surgical Technologist may challenge the Supervisor s denial of level II placement through taking a skills validation test jointly developed by a L/M Task Group to ascertain multiple specialties qualification. This test may be taken two (2) times in a 30-day period but not more often than every six (6) months. It is the intent that any Surgical Technologist who desires training in multiple specialties, be provided such training and that the training be offered based on Seniority. It is the intent that Surgical Technologists who desire to be trained to attain level II, be trained before any level II is hired from the outside. e.) Central Supply Tech II. The Employer and the Union will jointly develop a new job description with minimum requirements for the Central Supply Tech II position and jointly evaluate Central Supply Techs to determine proper level placement retroactive to October 1, 2001. 442

CST certification will not be a requirement to become a level II. A Central Supply Tech II level position applies to CSTs who demonstrate through standardized testing the ability to accurately pack OR instruments (correct instruments in appropriate position and sequence). A joint L/M work group will develop and administer a standardized test that any Central Supply Tech may access to demonstrate Level II abilities. The test will be developed and administered to current staff no later than February 28, 2002. The test may be taken 2 times in a 30-day period. Future ability to promote to Level II will be based on the availability of a posted vacant level II position. For entry into a level II position, testing will be required for both promotion from level I and for outside hires. It is the intent of the Employer to train level I Union represented Employees, in seniority order, before filling any level II position through outside hire. 24. ON-CALL AND LEAD POSITIONS Wages and wage scales shall be adjusted retroactive to October 1, 2001 for all On-Call and Lead positions to maintain the appropriate higher rate of pay of On- Call and Lead Positions. Current Leads shall be adjusted to the appropriate Lead classification and pay level based on meeting the requirements of the position (e.g. a current Lead LVN II who meets the qualifications for a new LVN III would become a Lead LVN III and paid 5% above the LVN III level). It is not the intent of this agreement to eliminate any Lead positions or that any Lead be demoted in classification or pay. 25. LABOR/MANAGEMENT PARTNERSHIP TRUST CONTRIBUTION. This Agreement provides funding for UHW-represented Employee contributions to the LMP Trust as follows: Effective: 01/01/2002.06/hour/Employee 10/01/2003.07/hour/Employee 10/01/2004.08/hour/Employee 10/01/2005.09/hour/Employee Since 2nd year equity dollars were used to fund this contribution, there will be no reduction to future annual pay increases during the term of the contract and no payroll deductions to fund the Employee s L/M Trust obligations. 443

October 2001 Through December 2001 Lump Sum. The agreed upon delay of the Union represented Employee contribution to the LMP Trust of.06/hour/employee from October 1, 2001 through December 31, 2001 has generated $351,859.00 in one time funds. The parties agree that these funds shall be used jointly and administered through a Labor Management Committee to plan and schedule a series of Kaiser/Union Employee recognition events during the term of the contract. 26. RESOURCE NETWORK. The following represents the terms and conditions under which the Resource Network will be implemented. Except where the parties specifically agree in writing, all terms and conditions of the collective bargaining agreement apply. The Resource Network will function, on a trial basis, for one (1) year. On conclusion of the year the parties will meet to determine the necessity for modification or discontinuance of the program. Should the parties agree to the permanent continuance of the program, a letter of agreement will be drafted and signed by the parties. It was agreed that during the first year of this pilot operation, we would meet at least once every 90 days to assess operations and resolve issues which arise. It is also clear that meetings may occur more frequently as dictated by the nature of issues which arise, or if grievances are filed. Resource Network Employees will be utilized in accordance with Article V, paragraph 517, item 10 (Article XVI, Section 6 of the current Agreement) of the Collective Bargaining Agreement. Further, it is understood that the posting of specific hours for the part-time positions is on a non-precedent setting basis and will not serve as a basis for resolving grievances or arbitrations involving such postings. Employees may work in more than one classification only if the contractual pay ranges are exactly the same. Full-time positions will be posted with shift and hours of work. Part-time positions will be posted with shift and hours of work. Where applicable, Employees must make themselves available for a work assignment of two weekends each month. Employees must commit to work at least three (3) designated holidays per year and one of the holidays must be either Christmas or Thanksgiving. 444

Seniority Language for Resource Network Handbook. 1. Entering the Resource Network Pool. Employees will use Bargaining Unit Seniority into the Resource Network Pool. 2. Assignment of Work. Seniority, for assignment of work, for full-time and part-time Employees will be based on an Employee s most recent date of hire into a classification covered by the Collective Bargaining Agreement (bargaining unit seniority). Once an assignment is made, an Employee will not be displaced by a more senior Employee. This language is applicable until full (Regional) implementation of the Union Resource Network is achieved. It will then be reviewed for continued or modified application. Prior to the utilization of Resource Network Employees, additional straight time hours will be offered per the language of Article V, paragraph 517 (Article XVI, Section 6 of the current Agreement) of the Collective Bargaining Agreement. 3. Promotion and Transfers. On date of hire or transfer into the Union Resource Network, the Employee must designate a Primary Medical Center. Thereafter, when positions are posted in a Resource Network Employee s Primary Medical Center, Employees may exercise their bargaining unit seniority pursuant to the contract, as follows: Department/Regional Services Area/Medical Center Area, MSA, and Region. 4. Kaiser Involuntary Time OFF (KIT). In the event of a cancellation situation, Kaiser Resource Network Employees will be cancelled after External Registry, but before Employees who work in the affected home department. 5. Reduction in Force. Article XVI, Section 5 of the Collective Bargaining Agreement should be applied for Reduction(s) in Force and Recall. In a reduction in force and subsequent recall, the principle of bargaining unit seniority shall govern, providing that merit and ability are adequate. The Resource Network will be considered the laid off Employee s Department as defined in Step Four in the Force Reduction process. 445

Employees who do not qualify for Step 2 or Step 3 of the Force Reduction process, as defined in. the collective bargaining agreement, may displace the least senior Employees in their current classification, shift, and status in their Primary Medical Canter Area/Regional Service Area. As defined in #2 of Step 4. Should a Resource Network Employee fail to displace a least senior Employee in Step 2, 3. or 4 of the Force Reduction process, then the Employee would exercise the rights defined in Step 5 and recall described in the Collective Bargaining Agreement. In the event of a Resource Network RIF or Termination of the Pilot program, the Union and the Employer shall meet to discuss the application of Article XVI, Section 5 of the Collective Bargaining Agreement. Nothing herein shall preclude the parties from modifying the program or these agreements by mutual agreement. All other issues raised by either party will be discussed and addressed as appropriate. 27. REDUCTION IN FORCE TO 36 HOURS PER WEEK Employees working thirty-six (36) or more hours per week who were formerly fulltime Employees prior to a mandatory reduction in force shall be considered fulltime Employees and shall receive benefits as such for a period of time not to exceed one (1) year from the date of the force reduction. 28. SHOP STEWARD TRAINING AND DEVELOPMENT In order to build union capacity and better support the Labor/Management Partnership, Shop Stewards will be provided up to eight (8) hours of paid time per month to attend Training and Development Activities as defined in the 2005 National Agreement designed to enhance their effectiveness and the Labor/Management Partnership. To achieve maximum benefit and to ensure that the operational needs of the organization are met, the following conditions will apply to the Shop Steward Training and Development Program: 1. In order to ensure the continuity of operations and the availability of adequate replacement staff, the Union and/or Steward will provide as much advance notice of training and development as possible. The notice will include the date, time and location of the training and development program. Release for such training and development may be based on operational needs, but will not be unreasonably denied. 446

2. For training and development activities in the Shop Stewards home work location, Shop Stewards will follow the normal administrative processes for reporting their hours of work in the Time system and will be paid for time worked up to eight (8) hours per month. 3. For training and development activities outside the Shop Stewards home work location, Shop Stewards will submit a statement identifying the time worked, up to eight (8) hours per month, for inclusion in the payroll system. Applicable State and Federal regulations related to travel time will apply. 4. As per the National Agreement, these hours may be accumulated month to month to allow flexibility. 5. The Shop Stewards paid time will not be used in a manner that could be construed by the National Labor Relations Board as a violation of the National Labor Relations Act, as amended. 29. BILINGUAL DIFFERENTIAL 1. This Side Letter will apply until the Bilingual Program referenced in Article XIII, Section 7 is implemented or discontinued. 2. Employees who have a demonstrated ability in a second language (to include sign language for the hearing impaired) and are routinely required to translate five percent (5%) or more of their work time, shall receive a bilingual differential in the amount of $65 per month or $0.375 per hour and paid on all hours compensated per biweekly pay period. 3. Employees shall not be required to translate unless they are receiving the bilingual differential except for emergencies or at the time when a designated interpreter is unavailable. Employees not pre-assigned to receive bilingual pay, when requested or required to translate, shall receive bilingual pay for all hours worked that day. 4. A list of all qualified interpreters receiving the bilingual differential shall be posted at each facility which shall include the additional language of fluency and shall be updated quarterly. 5. The parties agree that if an employee declines to translate for a reasonable reason then no discipline will occur. Additionally, if an individual who is not qualified is required to translate then said employee will not be held accountable for any mistranslation. 447

6. The criteria listed on a job posting must be related to the actual duties involved in the position. Employees filling vacancies posted with the criteria Spanish Speaking Preferred shall be paid the bilingual differential provided they meet the requirements as outlined in Article XIII, Section 7. 30. PART TIME ADDITIONAL PERMANENT HOURS Part-time employees shall have the option to claim additional permanent parttime hours as they become available in the employee s classification and department up to eight (8) hours per day and forty (40) hours per week based on the employee s seniority and ability to perform the work. The parties agree, however, that the Employer must maintain an ample force of qualified part-time employees. 31. CLASSIFICATIONS AND WAGES A. Each job shall continue in effect until or unless there is a change in job content sufficient to justify reclassification or the job is no longer in existence. B. Job Families - Service & Maintenance/Production - Clerical - Patient Care/Technical C. The Standard Hourly Wage Structure for all job families include a six (6) step rate progression consisting of a Start Rate, One (1) Year Rate, Two (2) Year Rate, Three (3) Year Rate, Four (4) Year Rate, and Five (5) Year Rate. Step progression is based on calendar months of service in the classification for full-time employees and equivalent service in the classification for part-time employees. (One calendar month equals 173.333 hours). D. Each employee will be assigned a job classification title. 32. RED CIRCLE RATES A. Red Circle when appropriate shall apply only for the occupancy of his/her present job or position or of succeeding jobs for which the Standard Hourly Wage Rate is less than the Red Circle rate. B. It shall be the intent of the parties to eliminate Red Circle rates gradually, utilizing normal promotions, advancements from one (1) step wage rate to the next, turnover of employment, and offsetting Red Circle rates against general and uniform increase in rate of pay. 448

C. Lateral transfers or downgrades at the specific request of the Employer shall not be cause to eliminate Red Circle rates. D. If an employee is upgraded from a job in which he/she is receiving a Red Circle rate and thereafter, within one (1) year, is reassigned or downgraded to said job or position formerly occupied, he/she shall be entitled to continue to receive the Red Circle rate as if he/she had been continuously employed therein. If such reassignment or downgrade to said job or position occurs subsequent to one (1) year after upgrading therefrom, such employee shall be paid a the established hourly wage rate for the job or position. E. A Red Circle rate shall not restrict the payment of the longevity rate referred to in paragraph 420 of this Agreement. 449

SCAL APPENDIX B KP HEALTHCONNECT/SEIU-UHW EFFECTS BARGAINING SCAL TENTATIVE AGREEMENT October 1, 2005 This Agreement is entered into by Kaiser Permanente and UHW with the intent that the KP Health Connect initiative will transform the way Kaiser Permanente delivers healthcare. KP members will experience this transformation in the way they receive care and service. KP staff will experience this transformation in the way they are supported in providing care, the way they work with each other and their opportunities for personal growth and development. Our goal is to create an environment where all staff has the opportunity and support to freely engage in the transformation effort. The following work and the work of the National KP HealthConnect Agreement demonstrates our joint commitment to the successful implementation of KP HealthConnect and the full realization of its benefits and provides guidance to the region to achieve this vision. In accomplishing this goal we will continue to make Kaiser Permanente the model for healthcare delivery. It is also the intent of the parties that the implementation of KP HealthConnect will include the involvement of its employees in a true LMP setting. II. KPHC Project Temporary Employees. a. Vacancies Not Filled--Attrition. Beginning six (6) months prior to the go-live date of the facility s Ambulatory suite, or as soon as practicable, vacancies that occur in the Out-Patient Medical Records (OPMR) department will not be filled on a permanent basis, except as provided below. b. Offering of Available Work. Because the Employer generally wishes to avoid the use of intermittent and temporary personnel it will seek to offer available work in the OPMR to existing employees. After additional, available hours are offered once by seniority to qualified current employees in the OPMR, positions will be posted. KPHC Project Temporary positions will be posted as benefited positions despite their temporary nature. (i.) Postings Within the Department. Hours, which become available due to a vacancy, will be posted as a complete set of hours for the three (3) days expedited posting period within the Department. A complete set of hours means that a vacancy 450

will be offered and granted with its full complement of hours, e.g. twenty (20) hours, thirty-two (32) hours etc. The hours will not be broken into segments, unless otherwise mutually agreed upon. As a result, a part-time, short-hour, or on call employee may bid on the available benefited position provided that, in the case of the short hour or part-time employee, the hours of the position must not conflict with her/his current predetermined schedule. In the case of conflict with her/his schedule, and by mutual agreement of the parties, s/he will have the option of either remaining in her/his current position or taking the posted position. An employee within the OPMR department at the time of notification of golive, who is subsequently awarded a position with more hours within the department, will only maintain her/his rights to employment and income security based on her/his former PAR level. (ii.) Postings During the Seven (7) Day Period. If no employee in the Department successfully bids for the available position, the benefited vacancy will be made available and posted as a KPHC Project Temporary position. (iii.) On Call Employees Awarded KP HealthConnect Temporary Positions. Because of the temporary nature of the positions, employees outside the OPMR Department, only on call employees may bid for KPHC Project Temporary positions. While in the KPHC Project Temporary position, they will be treated as such for purposes of the Collective Bargaining Agreement and this Agreement, e.g. their bidding rights in their former Department will be affected while they remain in the Project Temporary position. (iv.) Acknowledgement of Status. On Call employees outside the OPMR Department who are awarded KPHC Project Temporary positions will be required to sign a form that acknowledges that they understand that their status has changed and will affect their rights to bid into positions in their former department while in the KPHC Project Temporary position. The form will acknowledge that they have done this in exchange for the temporary benefited status they will enjoy. c. KPHC Project Temporary Employee (Hired form the Outside) A KPHC Project Temporary employee is defined as an employee that in all ways is the same as a temporary employee described in the current Collective Bargaining Agreement, except such KPHC Project Temporary employee: 451

(i.) (ii.) Will be in benefited positions; Will exercise her/his seniority after all other temporary employees in the order of application contained in the current Collective Bargaining Agreement. (iii.) May have her/his period of temporary status extend beyond ninety (90) days but, in no case, beyond twelve (12) months, unless mutually agreed by the Union, the Employer, and the employee; (iv.) (v.) (vi.) May not use her/his employment to claim over utilization, except if there is a suspected violation of c (i.) above; Is not subject to the Employment and Income Security Agreement while in such status; and Will be released from her/his employment upon termination of temporary work in the OPMR, provided s/he has not successfully bid on another position. d. Agreement s Application to Other Classifications. The provisions of this entire Agreement are not intended to apply exclusively to OPMR but also to other employees whose classification is similarly impacted by KPHC. II. Available Positions and Training Opportunities. a. Notice of KP HealthConnect. Employees whose position will be affected by KP HealthConnect will be given notice of at least four (4) months prior to the go-live date, or earlier if practicable, of the suite, which will impact their positions. The Employer will provide adequate introduction to the new system, including employee meetings where employees will have the opportunity to ask questions. (i.) (ii.) PC Skills Assessment. At least three (3) months prior to the deployment of personal computers (PCs) or three (3) months prior to the applications training for the KP HealthConnect suites, the Shirley Ware Education Center (SWEC), in conjunction with the Employer, will conduct PC skills assessments for employees who will be using the new applications and the employees in the OPMR. Employee Confidentiality. To guarantee employees confidentiality in determining PC skills, the Employer will provide PC assessments from a mutually agreed upon 452

source for its employees impacted by the implementation of KP HealthConnect. (iii.) Career Counseling. At least three (3) months prior to the go-live of the Ambulatory suite of KP HeathConnect, SWEC or another mutually agreed upon provider will conduct career counseling for employees in OPMR with a short term focus of expeditious placement of employees in Primary Level positions and counseling for long term goals for Advanced Level positions. If there is a difference between an employee s short term and long-term goals, it is understood that the short-term goals will take precedence for the purposes of this Agreement. Other employees may participate in career counseling as currently provided in the facility. To ensure that adequate career counseling and subsequent case management is available, employer and union representatives will jointly review both internal and external resources and select, by mutual agreement, a provider that meets the defined needs at a competitive cost. b. Bidding Rights of OPMR Employees. Once it has been determined that certain positions will be displaced, the employees in those positions will be provided skills assessment, career counseling and training, as well as appraisal of their reduction in force in the order of application contained in the Collective Bargaining agreement. c. Training: Provide the training necessary to place an employee in a position within their current pay structure or in a position in the next higher pay structure d. Capturing Vacancies: Designated positions identified as potentially suitable for retrained displaced employees will be reserved for displaced employees who could be trained to qualify within a reasonable period of time. (i.) (ii.) On The Job Training. For those positions requiring only on the job training, the Employer will provide on the job training/orientation. Support for Training. It is the intent of the parties that all employees wishing to remain with the organization will be successful in that endeavor. i. Enhanced Benefits. The Employer will provide the necessary training to successfully re-deploy workers displaced by KP HealthConnect. In addition, the Employer will offer enhanced training opportunities; tuition reimbursement benefits, scheduling accommodations, and education leave benefits to assist employees in career development. These enhanced opportunities apply to all displaced employees and 453

those in positions most likely to provide opportunities for placement of displaced employees. Specifically, the Labor and Management agree that: A. Tuition Reimbursement. Work Force planning teams will assess, in a safe environment, the educational needs of displaced employees and those in positions most likely to provide opportunities for placement of displaced employees. This assessment will identify opportunities for employees to utilize their existing Tuition Reimbursement benefit in order to gain skills and/or knowledge to allow them to qualify for another position. The Work Force Planning team will augment the tuition reimbursement benefit to assist the employee in qualifying for an available position. B. Education Leave. Workforce Planning Teams will be empowered to utilize and be creative in utilizing existing Education Leave policies and resources, in order to address the training needs of displaced employees and those in positions most likely to provide opportunities for placement of displaced employees. This includes, but is not limited to, allowing Education Leave to be used in conjunction with existing Tuition Reimbursement. Scheduling Changes and Flexibility: Efforts will be made to accommodate people s ability to pursue education through scheduled changes and related flexibility. While normally, these types of scheduled changes and flexibility might create conflicts with existing practices (e.g. seniority); Labor and Management agree that such conflicts will not occur, due to the temporary nature of this current situation. e. Comparable Positions. For purposes of this Agreement, it is intended that the Employer, in conformance with the wishes of the employee who faces displacement or potential displacement, will assist such employee in obtaining a position that offers the same or higher wage rate as s/he previously enjoyed in her/his former classification and at a minimum will comply with all of the terms and conditions of the Employment and Income Security Agreement. f. Training. (i.) Positions Modified as a Result of KP HealthConnect. An employee who will need to use KP HealthConnect applications for her/his job will be given classification specific training. Training at the time of implementation will be uniform in content throughout the Region and will be sufficient for the employee s satisfactory performance of her/his job. Additional training will be offered on an as needed basis. 454

(ii) Because individuals learn at different rates, some may require additional training, including repeating training if necessary. Following additional training, if the appropriate group made up of the supervisor, steward, and one additional individual selected jointly by the supervisor and steward determines an employee is unable to achieve proficiency, using agreed upon criteria, they will notify a joint Labor Management committee. This joint Labor Management committee will determine additional steps such as customized training, on-the-job training, mentoring, on-going feedback, encouragement to succeed, English as a Second Language, etc. to address issues such as language barriers, learning styles, or disabilities. III. Unanticipated Effects. At the request of either party, representatives of the Employer selected by the Employer and representatives of the Union selected by the Union will meet on a facility basis to work out issues or effects that were not anticipated by this Agreement. IV. Jobs Created by KP HealthConnect. The parties agree to abide by the following language agreed to in the National KP HealthConnect Agreement: a. Alignment: The parties agree that where the basic skills, experience, knowledge, and abilities required for the new positions are found in bargaining unit positions, the new position will be included in the bargaining unit. If significant elements of the new position are ones that are not traditionally included in bargaining unit positions, some non-traditional flexibility in selection criteria and employment conditions may be required. b. Selection: Selection for traditional jobs will be in accordance with the collective bargaining agreement. Selection for non-traditional position will be done jointly by Labor and Management. Competency will be determined by assessing the candidates against the expected job requirements and competencies. Seniority will be deciding factor from among those candidates deemed to be fully competent. c. Flexibility for Non-Traditional Positions: The parties recognize the critical nature of such positions to respond efficiently and effectively to certain organizational and systems needs. These positions may require greater independent judgment, less direct supervision and more flexible scheduling. Flexibility of work distribution, location of assignments, client support, jurisdictional lines, and scheduling of work are essential for these positions to be successful. 455

d. Temporary Assignments: The parties understand that some positions created by KP HealthConnect may be temporary assignments. Employees bidding on these positions will understand that they will not be covered by the Employment and Income Security Agreement. At the end of the assignment, they may only use their accrued seniority to bid on open positions, for which they are qualified; otherwise employment will end with the completion of the assignment. Offers covering the conditions of such temporary assignments will be made in writing to the selected candidates. e. Agreements: Joint agreements regarding the rates of pay and conditions for positions placed in the bargaining unit will be documented in side letters of agreement to the existing Collective Bargaining Agreement. f. Process for Reviewing KP HealthConnect Related Positions: (i) (ii) (iii) (iv) (v) The Employer will notify Union leaders of new positions created by KP HealthConnect within sixty (60) days prior to posting. The Employer and the Union will schedule a joint meeting to review the new position within fifteen (15) days of notification. Those positions already established and populated will be jointly evaluated as soon as practicable. The process for transitioning such positions into the bargaining unit will be subject to bargaining. The Employer will provide the KP HealthConnect need for the role. Labor and management present their interests and recommendations for representation status. If the job is determined to be represented, then the region will follow the current job evaluation process. If the job is determined to be non-represented, then the Region will follow the current job evaluation process. If there is disagreement about bargaining unit status, then the matter will be referred to the Expedited Issue Resolution Process as outlined in section VII of the National KP Health Connect Agreement. V. Vacancies during Transition to KP HealthConnect. Until the implementation of KP Health Connect is complete region-wide, employees may apply for vacancies for which training in KP HealthConnect is required. If such employees would be considered qualified except for the KP HealthConnect training, then they will be considered to be qualified for the position. 456

VI. Changes in Duties of Certain Classifications. The Employer and the Union will agree to assess whether jobs have changed enough to warrant an increase in pay. Such assessments will occur as soon as practicable and by mutual agreement. Disputes will be ultimately resolved by the grievance procedure. VII. Severance Severance will be offered to all employees within the affected unit. Severance will be granted by seniority up to the number of positions being eliminated. Severance will be offered in accordance with the Voluntary Departure Benefit Table, which is provided in the Appendix on page 16 of the National KPHC Agreement. Within 90 days following the initial 30-day period after notice, the employee will make his/her decision to remain with KP and take advantage of retaining opportunities or sever his/her employment Employees may be required to sign a standard waiver in accordance with the regional policy. Termination of Employment and Rehire 1. Once an employee has made a decision to sever his/her employment, employment will terminate. 2. At any point prior to the formal decision to sever employment, employees may take advantage of job opportunities as provided in this agreement, local agreement or the local Collective Bargaining Agreement. 3. Any employee, who has severed his/her employment as provided in this agreement, may not be rehired for a period of twelve (12) months from the date of termination. VIII. Relief for Employees Who Are Being Trained or Who Are Absent to Train Other Employees The Employer may utilize various methods of replacing employees while such employees are being trained for KP HealthConnect or are delivering KP HealthConnect training to other employees, depending on the length of such training, the method of training, the expertise required for training and regularity or frequency of training. Options for backfill employees who are being trained, or who are delivering KP HealthConnect training to other employees, will be considered, such as: Additional Hours for short-hour, part-time or PRN employees Adjusted Schedules Team(s) Flexibility Float Pool 457

Temporary Assignments Overtime Temporary Agencies Sub-Contracting Etc. The application of these options will vary by classification. The decision will be determined jointly by regional management and the bargaining unit representative. As noted in Section III above, there will be joint planning and oversight for KP HealthConnect training to minimize excessive costs; balance employees training and operational needs; and minimize increased workload post-training. a. If the Employer wishes to deviate from the provisions of this Agreement or the Collective Bargaining Agreement in order to provide replacements for training employees, the Employer will discuss the matter with the appropriate Union representative(s). If the Employer wishes to deviate from the provisions of this Agreement or the Collective Bargaining Agreement, such action will only be by mutual agreement between the Employer and the Union. b. Among those methods of replacing employees that the Employer may consider would be the use of current employees by classification, specifically for inter-facility relief (a defined geography or region-wide) or intra-facility and department relief. IX. Biller Training Pool: By mutual agreement the Employer may create a pool of regular full-time Biller positions that will serve as replacements (backfill) for employees who are being trained in billing throughout the region. X. Email Depending on factors such as server capacity, licenses, etc., each facility will examine its ability to provide an e-mail address to all employees. XI. Alternate Arrangements. Because every possibility that might arise could not be anticipated by this Agreement or by the guarantees of the Employment and Income Security provisions of the National Agreement, the Union and the Employer may mutually agree to alternate arrangements, with the understanding that such arrangements will be consistent throughout the region as much as is operationally feasible. XII. National Agreement It is agreed that this Agreement serves as a complement to the National KP HealthConnect Agreement. If any provision of the National KP HealthConnect Agreement or agreement other LMP Unions provides a better benefit, such better benefit will be extended to employees represented by UHW. 458

This Agreement relates solely to the initial implementation of KP HealthConnect in Southern California. This Agreement shall not constitute precedence for either party, nor shall either party use this Agreement in any pending or future case, unless the application of this Agreement is at issue. Additionally, those provisions contained in the National KPHC agreement but not contained in this agreement still apply. 459

ATTACHMENT 1 Union Employer Covered Bargaining Units/Recognition/Scope SEIU-UHW-WEST (North) Kaiser Foundation Hospitals; Kaiser Foundation Health Plan; The Permanente Medical Group KPPACC (Para. 9, 11, 16) Appendix A Registered Dietitians (para. 3, 5, 7) Appendix B & C 250 (Para.5, 7, 14) Appendix B & D The Employer recognizes the Union as the exclusive bargaining agency of the Employees covered by this Agreement for the purposes of collective bargaining with respect to rates of pay, hours of work, and working conditions. Excluded: RN s, Supervisors, Confidential Employees, Stationary Engineers Scope: Employees in classifications covered by this Agreement in any new facility in California north of the Tehachapi line; provided, however, that the Master Agreement Provisions dealing with wages and benefits covering the Employees of such new facilities shall not apply and such matters shall be subject to negotiations between the Employer and the Union. Employees in existing facilities not presently represented by any Union in the event a majority of such employees in any appropriate bargaining unit in any individual facility express a desire to be represented by the Union; provided, however that any such employees who at the time do not desire to become members of the Union shall be exempted from the provisions of Article, Section hereof. In the event a new facility is opened which is connected 460

Union Employer Covered Bargaining Units/Recognition/Scope to or is adjacent to an existing facility where employees are represented by another Union or in the event there is a combination of present facilities where employees in one of the combining existing facilities are represented by another Union, an appropriate procedure shall be agreed upon by which the matter of representation of such employees can be resolved. SEIU-UHW-WEST (South) Kaiser Foundation Hospitals; Kaiser Foundation Health Plan, Southern California Permanente Medical Group 399 (Para. 202, 302, 303) Appendix A & B The Employer recognizes the Union as the exclusive bargaining agent of the Employees covered by the Agreement for the purpose of collective bargaining with respect to rates of pay, hours of work and working conditions Scope: The term Employee or Employees as and whenever used in this Agreement, shall mean and include all Employees of the Employer at the medical offices, hospitals, and business offices of the Employer located in Los Angeles and Orange Counties in the State of California, but specifically excluding Medical Doctors, Registered Nurses, Registered Pharmacists, Optometrists, Pharmacy Cashiers, Supervisory Employees, and Confidential Secretaries at the Employer s facilities in the counties above specified. In the event the Employer s signatory to this Agreement establishes or operates any medical office in Ventura County which serves as a satellite medical office to an existing Medical Center in Los Angeles County, Employees represented and covered by this Agreement who are transferred to said facilities shall continue to be represented by Local 399, and wages, terms and conditions of the Agreement shall apply to them, for the 461

SEIU-535-Social Services Los Angeles Union Employer Covered Bargaining Units/Recognition/Scope classifications set forth in the Agreement. In addition, future Employees hired by the Employer to work at the above satellite medical office(s) shall be required to meet the Union membership requirements as set forth in Paragraph 306. It should also be noted that Employees in the classification of Physical Therapists, Speech Therapists, and Occupational Therapists shall not be required to become members of the Union as a condition of continued employment; however, such Therapists who have become or shall hereafter become members of the Union shall be required to maintain membership in the Union hereafter as a condition of continued employment. SEIU-535-Integrated Behavioral Health Northern California Southern California Permanente Medical Group The Permanente Medical Group Get NLRB Case #31 RC 3311 (Para. 102) Appendix A & B The Employer recognizes Social Services Union Local 535, SEIU as the exclusive bargaining agent with respect to wages, hours, and working conditions for all Employees in classifications shown in Appendix A & B of this Agreement and within the Southern California Permanente Medical Care Program certified by the National Labor Relations Board in Case #31 RC 3311 Get copy of card count agreement. Article II Pursuant to the Card Count Agreement, dated December 21, 1998 the Employer recognizes SEIU 535 as the exclusive bargaining agent for all non-supervisory staff Neuropsychologists, Psychologists, Behavioral Medicine Specialists-Psychologists, Behavioral Medicine-Licensed Clinical Social Workers, Licensed Clinical Social Workers, Marriage and Family Therapists and Chemical Dependency Counselors II & I, Psychiatric Social Worker 462

SEIU-535-Social Services San Diego SEIU-535-Medical Social Workers Northern California Union Employer Covered Bargaining Units/Recognition/Scope Assistants and Psychological Assistants who perform clinical work and provide patient care in the Northern California Region. Excluded are Psychologists, Chemical Dependency Counselors, Licensed Clinical Social Workers and Marriage and Family Therapists who work in supervisory, administrative and/or research capacities or function as Chiefs, Division Chiefs, Coordinators, Sub- Regional Chiefs/Coordinators, students and volunteers. NOTE: Several discussions resulting in side letters have taken place between the parties. Check Side Letters for changes to job title changes: (Non-supervisory Staff Neuropsychologists, Psychologists, Licensed Clinical Social Workers, Marriage and Family Therapists, Chemical Dependency Counselors I & II, Psychiatric Social Worker Assistants, Psychological Assistants, MFT Assistants (MFTI), and Unlicensed Case Managers in Northern California Region.) Kaiser Foundation Hospitals and Southern California Permanent Medical Group Kaiser Foundation Hospitals, The Permanente Medical Group Get NLRB Board Certification #21 RC 19410 Para. 101 Kaiser Foundation Hospitals and Southern California Permanente Medical Group (hereinafter referred to as the Employer recognizes Social Services Union, Local 535 of the SEIU (hereinafter referred to as the Union ) as the sole and exclusive bargaining agent for covered Employees pursuant to National Labor Relations Board Certification #21 RC-19410 Para. 2 & 3 The Employer recognizes the Union as the exclusive bargaining agency of the Employees covered by this Agreement for the purposes of collective bargaining with respect to rates of pay, hours of work and working 463

Union Employer Covered Bargaining Units/Recognition/Scope conditions. Scope: This Master Agreement covers all Medical Social Workers employed by the Employer in covered positions. Excluded from this agreement is a Medical Social Worker assigned to be Director of Social Services at any of the Employer s facilities or to whom the Employer has given authority to hire, promote, discipline, discharge, or otherwise change status or effectively recommend such action. SEIU-535-American Federation of Nurses Los Angeles SEIU-535-Optical Workers Northern California Kaiser Foundation Hospitals, Los Angeles Medical Center The Permanente Medical Group Get NLRB certification # 31-CA-2984 Para. 101 The Employer recognizes the Union as the sole and exclusive bargaining agent for all inpatient Registered Nurses employed by Kaiser Foundation Hospital, Los Angeles Medical Center, with respect to wages, hours and working conditions in accordance with the certification issued by the NLRB on April 19, 1976, in Case 31-CA-2984 and for all Home Health and Hospice Registered Nurses employed by Kaiser Foundation Hospital, Los Angeles Medical Center. Get Letters of Agreement Para. 30, The Employer recognizes the SEIU, Local 535 Optical Workers Unit as sole collective bargaining agent for Employees working in the classifications as set forth in Section 1. Section 1. This Agreement covers Benchpersons, Optical Dispensers, Surface Grinders, Prescription Stock Clerks, Inspectors, Utility Optical Workers, Optical Services Assistants, Working Foremen, Lead Optical Dispensers, Lead Prescription Stock 464

Union Employer Covered Bargaining Units/Recognition/Scope Clerks and Special Optical Workers, Contact Lens Assistants, Contact Lens Trainees, Contact Lens Fitters, and Optical Equipment Maintenance Technicians, Senior Prescription Stock Clerks but excludes Branch Managers (as outlined in a Letter of Agreement dated January 20, 1984 and December 1, 1986 SEIU-535- Southern California Healthcare Professionals Southern California SEIU-105 Colorado Southern California Permanente Medical Group Kaiser Foundation Health Plan of Colorado Audiologists, Dietitians, Health Educators, Speech Pathologists Get NLRB Certification #27 RC 4420 Article 2, 3, Section 1 The Employer recognizes the Union as the exclusive bargaining agent of the Employees coming under the jurisdiction of the Union for the purpose of collective bargaining with respect to rates of pay, hours of work and working conditions. This Agreement shall cover all of the Employer s Employees represented by the Union as certified by the NLRB in Case No. 27-RC-4420. This Agreement covers Employees in classifications covered by this Agreement in any new facility. 465

SEIU-49 Oregon/Washington Union Employer Covered Bargaining Units/Recognition/Scope Kaiser Foundation Health Plan of the Northwest Kaiser Foundation Hospitals Articles 2.1, 2.2 The Employer recognizes the Union as the exclusive bargaining agent of the Employees covered by this Agreement for the purposes of collective bargaining with respect to rates of pay, hours of work and working conditions. Scope: the term Employee or Employees as and whenever used in this Agreement shall mean and include Employees of the Employer employed in the classifications set forth in Sc hedule A attached hereto at the Employer s Kaiser Permanente facilities, including but not limited to facilities located in Multnomah, Clackamas, Washington and Marion Counties in the State of Oregon, Clark County and Cowlitz County in the State of Washington. This Agreement shall also apply to Employees performing work in the classifications set forth in Schedule A as appropriate in any new facility operated by the Employer. See also Exclusions: 2.3, 2.4 Schedule A NOTE: This document is intended to reflect existing bargaining units without change except for Local 250, Local 399, now United Healthcare Workers West and Local 535 SD and LA, now SCAL Psycho-Social. 466

INDEX A ACCRUAL OF BENEFITS...12 Accrual for Regular Part-Time Employees Working Additional Hours...12 Employees Not Eligible for Benefits...13 ACCRUAL OF BENEFITS NORTHERN CALIFORNIA REGION PROVISIONS Limited Part-Time, Temporary and On-Call Employees...18 ACCRUAL OF BENEFITS SOUTHERN CALIFORNIA REGION PROVISIONS Service Credit...13 Service Date Commencement...18 ALTERNATE COMPENSATION PROGRAM...293 ACP Pay...294 Benefits for Which an ACP Participant is Eligible...295 Effective Date of Participation...293 Eligibility and Enrollment...293 ALTERNATIVE SCHEDULES...SEE SCHEDULES B BENEFITED EMPLOYEES...11 Categories of Employees to Include Other Benefited Employees...292 Probationary Period...10 Regular Full-Time Employee...11 Regular Part-Time Employee...11 BEREAVEMENT LEAVE...89 Benefit and Travel...89 Conversion from Paid Time Off in Event of Bereavement...90 Immediate Family...89 Rate of Pay...90 Responsible Use of Benefit...90 Services for Others...90 BEREAVEMENT LEAVE NORTHERN CALIFORNIA REGION PROVISIONS Paid Leave Used in the Calculation of Overtime...30 BILINGUAL PAY NORTHERN CALIFORNIA REGION PROVISIONS...46 Bilingual Assignments...46 Bilingual Differential...46 BILINGUAL PAY SOUTHERN CALIFORNIA REGION PROVISIONS...44 Bilingual Differential...447 Cancellation...46 Full-Time Healthcare Interpreter Position...44 LMP Process...44 Loss of Differential...46 Posting Positions as Bilingual Required...46 Program Implementation...45 Purpose...44 Qualified Bilingual Status...45 i

Training/Retraining...45 BONA FIDE SUPERVISORY EMPLOYEES...3 Authority of Bona Fide Supervisors...3 Bona Fide Supervisors Performing Bargaining Unit Work...3 BREAK PERIODS...SEE REST PERIODS AND MEAL PERIODS BULLETIN BOARDS...116 C CALL CENTER ADDENDUM...289 CALL-BACK... SEE STANDBY AND CALL-BACK CASUAL EMPLOYEE... SEE ON-CALL EMPLOYEE CATEGORIES OF EMPLOYEES...11 Limited Part-Time Employee...12 On-Call Employee...12 Regular Full-Time Employee...11 Regular Part-Time Employee...11 Temporary Employee...12 CATEGORIES OF EMPLOYEES NORTHERN CALIFORNIA REGION PROVISIONS Rate Of Pay of Regular Employee Who Becomes Non-Benefited...18 Service Date Commencement...18 CATEGORIES OF EMPLOYEES SOUTHERN CALIFORNIA REGION PROVISIONS Availability of On-Call Employees...19 Base Plus Jobs...21 On-Call Conversion to Temporary Status...19 Variable Hour Jobs...19 CENTRAL STAFFING FLOAT POOL - SOUTHERN CALIFORNIA REGION...420 CLASSIFICATION SPECIFIC POST-BARGAINING REVIEW PROCESS...301 CLASSIFICATIONS AND WAGES SOUTHERN CALIFORNIA REGION PROVISIONS...448 COMMUNITY DISASTER - SOUTHERN CALIFORNIA REGION...123 COMMUNITY SERVICE - SOUTHERN CALIFORNIA REGION...425 COMPETITIVE WAGE REVIEW & EQUITY ADJUSTMENTS...51 CONFIDENTIALITY OF RECORDS AND PROTECTED HEALTH INFORMATION...123 CONFORMITY TO LAW...123 CONSCIENTIOUS OBJECTION...123 CONTRACT SPECIALIST...116 Appointment by Union...116 Implementation of Position...116 Pay and Term of Service...116 Role of Contract Specialist...116 CONVERSION OF ON-CALL AND LIMITED PART-TIME EMPLOYEES...17 COURTEOUS AND RESPONSIBLE RELATIONSHIPS...1 Accountability of the Union and the Employer...2 Communication and Input...1 Ensuring Courtesy...1 Regardless of Profession...1 Treatment of One Another...1 ii

D DAILY CANCELLATIONS...64 Available Hours for Cancelled Employees...64 Order of Cancellations...64 Use of Accruals for Daily Cancellations...64 DEDUCTION AND REMITTANCE OF UNION DUES, FEES, AND COPE...8 COPE Check Off...8 Dues Authorization...8 Remittance of Dues...8 DENTAL INSURANCE NORTHERN CALIFORNIA REGION PROVISIONS...99 Basic Coverage...99 Claims Disputes...99 Complete Details on Benefits...100 Coordination of Benefits...99 Limited Part-Time Employee Coverage and Seventy-Five Percent Obligation...100 Orthodontia Coverage...99 DENTAL INSURANCE REGISTERED DIETITIANS... SEE NCAL APPENDIX R DENTAL INSURANCE SOUTHERN CALIFORNIA REGION PROVISIONS...104 Exclusions and Limitation...107 DEPARTMENT DESIGNATION - SOUTHERN CALIFORNIA REGION...419 DEPENDENT CARE - NORTHERN CALIFORNIA REGION...310 DISCIPLINE AND DISCHARGE...117 Expiration of Discipline...118 Furnishing of Documentation...117 General Principles...117 Just Cause...117 Progressive Discipline...117 Request for Representation...117 Right to Respond...118 DISCRIMINATION...10 Discrimination Defined...10 No Discrimination in Pay...10 DISPUTES...118 All Disputes Under Scope of Agreement Settled in Grievance Procedure...119 Work Stoppages...118 DOMESTIC PARTNER COVERAGE - NORTHERN CALIFORNIA REGION...311 DURATION OF AGREEMENT...124 E EDUCATION LEAVE...86 Education and Training...88 Education Leave Scheduled Independently of Vacation Scheduling...87 Eligibility, Accrual Rate and Maximum Accumulation...86 Incremental Use of Education Leave...87 In-Service Education...88 Night Shift Employees...88 Payment for Education Leave...88 iii

Programs Eligible for Paid Education Leave...86 Reply to Requests for Education Leave...87 Scheduling of Education Leave...87 Use of Education Leave on Days Off...87 Use of Tuition Reimbursement Concurrently with Education Leave...88 EDUCATION LEAVE NORTHERN CALIFORNIA REGION PROVISIONS Accumulation...86 EDUCATION LEAVE REGISTERED DIETITIANS...SEE ALSO NCAL APPENDIX U EDUCATION LEAVE SOUTHERN CALIFORNIA REGION PROVISIONS Accumulation...86 EMPLOYER INDEMNIFICATION...8 EMPLOYMENT AND INCOME SECURITY...58 EVALUATION PERIOD AFTER TRANSFER OR PROMOTION...57 14 Day Return Rights...58 Evaluation Period Extended...57 Extensions of Evaluation for Leaves...58 Failure to Qualify after Transfer or Promotion...57 Written Progress Report...58 F FLOAT DIFFERENTIAL NORTHERN CALIFORNIA REGION PROVISIONS...40 Employees to Whom Float Pay is not Applicable Premium...40 On-Call Employees and Temporary Employees Premium...40 Premium...40 Professional and Technical Employees...40 Work Area Premium...41 FLOAT DIFFERENTIAL SOUTHERN CALIFORNIA REGION PROVISIONS...41 Floating Between Facilities...41 Selection of Employees for Floating...41 FORCE REDUCTION...60 Application of Reduction in Force Procedure and Alternate Arrangements...63 Bidding Rights of Laid Off Employees...63 Order of Layoff...60 Recall...62 Revocation of Recall Rights...61 Seniority...60 Steps to Be Taken to Determine Placement of Affected Employees...60 Training for Laid Off Employees...63 FORCE REDUCTION - NORTHERN CALIFORNIA REGION PROVISIONS Mechanization...343 Transition Assistance Program...395 FORCE REDUCTION SOUTHERN CALIFORNIA REGION PROVISIONS On-Call Employees...65 Reduction in Force to 36 Hours Per Week...446 FUNCTIONAL UNIT MANAGEMENT (FUM) - NORTHERN CALIFORNIA REGION...320 FUNERAL LEAVE...SEE BEREAVEMENT LEAVE iv

G GRIEVANCE AND ARBITRATION PROCEDURE...119 Authority of Arbitrator...122 Basic Means of Settling Grievances...119 Cost of Arbitration...122 General Principles...119 Good Faith Efforts to Resolve Issues...120 Grievances Associated with the Master Agreement...122 Mandatory Meetings...119 Necessary and/or Relevant Information...120 Non Precedent Setting Settlements...120 Selection of Arbitrator...122 Steps of the Grievance and Arbitration Procedure...120 Time Limits...119 Union Staff Representatives...120 Written Grievance Documents...120 H HARD-TO-FILL CLASSIFICATIONS CAREER LADDER JOINT RECOMMENDATIONS...297 Radiologic Technologists...298 Respiratory Care Practitioners...297 Sonographers...297 HEALTH INSURANCE NORTHERN CALIFORNIA REGION PROVISIONS...96 Alternate Medical Plan...96 Change of Plans...97 Complete Details on Benefits...100 Description of Health Coverage...96 Effective Date of Coverage and Termination...97 Eligible Dependents...97 Employees Hired Before October 26, 1986...98 Employees Retired Before January 1, 2003...98 Ineligible Dependents...97 Maintenance of Benefits...97 Post-Retirement Medical Benefits for Employees Who Retired Before January 1, 2003...349 Retiree Coverage at Age Sixty-Five...97 Retiree Coverage Eligible Dependent s Obligation...98 Retiree Coverage Integrated with Medicare...97 Retiree KP Provider Requirement...98 Retirees Who Move Outside the KP Service Area...98 Sponsored Parent/Parent-In-Law Group...394 HEALTH INSURANCE REGISTERED DIETITIANS... SEE NCAL APPENDIX R HEALTH INSURANCE SOUTHERN CALIFORNIA REGION PROVISIONS...100 Coverage During Hospitalization for Terminated Employees...104 Employee and Dependents Coverage...100 Employee Hospitalization for Alcohol and Drug Dependency...419 Exclusions and Limitation...107 Health Plan Changes...104 Health Plan Coverage Coordinated with Medicare (Eligibility On or After April 1, 1990)...103 v

Health Plan Coverage Coordinated with Medicare (Eligibility Prior to April 1, 1990)...103 Health Plan Coverage for Parents...103 Health Plan Coverage for Retirees...101 HOLIDAYS NORTHERN CALIFORNIA REGION PROVISIONS...65 Actual Day of the Holiday...68 Birthday Holiday...65 Definition of Pay...69 Float Holiday...66 Holiday Scheduling...67 Holidays During Vacation...74 Holidays Falling on Sunday...68 Holidays While on Unpaid Status...67 Major Holidays...68 Paid Leave Used in the Calculation of Overtime...30 Pay for Holidays Worked and not Worked...66 Premium for Working the Three Major Holidays...68 Recognized Holidays...65 Shift on Which the Holiday is Paid...68 Use of Accumulated Holidays...67 HOLIDAYS REGISTERED DIETITIANS...SEE NCAL APPENDIX T HOLIDAYS SOUTHERN CALIFORNIA REGION PROVISIONS...69 Designated Holiday During Vacation...76 Designated Holiday for Part-Time Employees...71 Designated Holiday on Employee s Day Off...70 Designated Holiday Premiums...70 Designated Holidays...69 Holidays Falling on Paydays...70 Holidays Observed...69 Major Holidays...69 Martin Luther King, Jr. Holiday and Cesar Chavez Holiday...422 Notice of Holiday Scheduling...69 Overtime Premium Designated Holiday Weeks...71 Religious Holiday...69 Seniority in Holiday Scheduling...70 HOURS OF WORK...22 Intent of Article...22 Mandatory Meetings...24 Meals...24 Normal Work Week...22 Reporting Pay...26 Rest and Meal Periods...25 Schedules...23 Uniforms...26 Weekends Off...23 HOURS OF WORK NORTHERN CALIFORNIA REGION PROVISIONS Call-In on Scheduled Day Off...27 Rest Period Between Shifts...28 HOURS OF WORK SOUTHERN CALIFORNIA REGION PROVISIONS Prohibition of Rotating Shift Positions...28 vi

I INCOME PROTECTION...113 Benefit for Employees with Fewer than Two Years of Service...114 Eligibility...113 Other Applicable Provisions of the Benefit...114 INCOME PROTECTION NORTHERN CALIFORNIA REGION PROVISIONS Benefit for Employees with Two or More Years of Service...114 Minimum Benefit...113 INCOME PROTECTION SOUTHERN CALIFORNIA REGION PROVISIONS Benefit for Employee with Two or More Years of Service...114 Minimum Benefit...114 IN-HOUSE TRAINING PROGRAMS - SOUTHERN CALIFORNIA REGION...433 IN-LIEU OF BENEFITS DIFFERENTIAL...14 Converting or Transferring from Non-Benefited to Benefited Status...14 Employees Eligible for the In-Lieu of Benefits Differential...14 IN-LIEU OF BENEFITS DIFFERENTIAL NORTHERN CALIFORNIA REGION PROVISIONS Application of Differential...14 Schedule Y...387 Schedule Z...389 IN-LIEU OF BENEFITS DIFFERENTIAL SOUTHERN CALIFORNIA REGION PROVISIONS Application of Differential...14 IN-SERVICE EDUCATION...SEE EDUCATION LEAVE J JOB DESCRIPTIONS...5 Availability of Job Descriptions...5 Creation of New Jobs or Changes in Existing Job Descriptions...5 JOB EVALUATION - SOUTHERN CALIFORNIA REGION...428 JOB POSTINGS...SEE PROMOTIONS, TRANSFERS AND SENIORITY JOB RECLASSIFICATION PROCESS...50 Group Reclassification Process...51 Job Reclassification Process for an Individual Employee...50 JOB SECURITY, EDUCATION AND TRAINING - SOUTHERN CALIFORNIA REGION...430 JOINT REVIEW OF DEPARTMENT STRUCTURE...299 JURISDICTION...3 JURY DUTY AND SUBPOENAS...89 Adjustment of Schedule...89 Evidence of Attendance...89 Pay...89 Return to Work...89 JURY DUTY AND SUBPOENAS NORTHERN CALIFORNIA REGION PROVISIONS Paid Leave Used in the Calculation of Overtime...30 K KP HEALTH CONNECT EFFECTS BARGAINING - NOTHERN CALIFORNIA REGION...324 vii

KP HEALTHCONNECT EFFECTS BARGAINING - SOUTHERN CALIFORNIA REGION...450 L LABOR/MANAGEMENT PARTNERSHIP TRUST CONTRIBUTION - SOUTHERN CALIFORNIA REGION...443 LEADS... SEE UNION LEADS LEAVES OF ABSENCE...90 Benefits While on Medical Leave...92 Benefits While on Occupational Injury or Illness Leave...94 Benefits While on Personal or Family and Medical Leaves...91 Eligibility for a Leave and Notice of Return...90 Extensions to Leaves...91 Federal Family and Medical Leave Act/California Family Rights Act...91 Medical Leave of Absence...91 Minimum Benefits While on Unpaid Leave...95 Personal Leave of Absence...91 Replacements During Leave...96 Requests for Leaves of Absence...91 Return to Work Authorization...94 Six Month Eligibility...90 Union Leave...117 Veteran Employment Rights and Reserve Encampment...95 Workers Compensation...92 LEAVES OF ABSENCE NORTHERN CALIFORNIA REGION PROVISIONS Duration of Benefits...92 Duration of Medical Leaves...92 Industrial Leave of Absence Retention of Seniority...94 Return to Work from Non-Occupational Injury Leave...94 LEAVES OF ABSENCE SOUTHERN CALIFORNIA REGION PROVISIONS Duration of Benefits...92 Duration of Medical Leaves...92 Industrial Leave of Absence Service Credit...94 LIFE BALANCE DAYS SOUTHERN CALIFORNIA REGION...71 Accrual Rate of Life Balance Days...71 Donation to Another Employee...71 In Conjunction with Vacation...71 Payment of Life Balance Days Upon Termination, Change in Status or Retirement...72 Personal Time Off...72 Requests for Life Balance Days...72 Uses of Life Balance Days...71 LIFE INSURANCE NORTHERN CALIFORNIA REGION PROVISIONS...99 Complete Details on Benefits...100 LIFE INSURANCE REGISTERED DIETITIANS... SEE NCAL APPENDIX R LIFE INSURANCE SOUTHERN CALIFORNIA REGION PROVISIONS...105 Exclusions and Limitation...107 Survivor Benefit/Coverage...106 LIMITED PART-TIME EMPLOYEE...12 Conversion of On-Call and Limited Part-Time Employees...17 Employees Not Eligible for Benefits...13 In Lieu of Benefits Differential...14 viii

M MANAGEMENT S RIGHTS...2 MANDATORY MEETINGS...24 MEAL PERIODS...SEE REST PERIODS AND MEAL PERIODS MEALS...24 Current Practice...24 MEALS NORTHERN CALIFORNIA REGION PROVISIONS Outpatient Registered Dietitians...24 MILEAGE...50 N NEW EMPLOYEES...10 New Employee Orientation...11 Notification of New Employees...3 Notification to New Employees...11 NEW EMPLOYEES NORTHERN CALIFORNIA REGION PROVISIONS Written Notice...3 NON-BENEFITED EMPLOYEES...12 Limited Part-Time Employee...12 On-Call Employee...12 Probationary Period...10 Temporary Employee...12 O ON-CALL EMPLOYEE...12 Conversion of On-Call and Limited Part-Time Employees...17 Employees Not Eligible for Benefits...13 In Lieu of Benefits Differential...14 Voluntary Change to On-Call Status...14 OTHER OBLIGATIONS SOUTHERN CALIFORNIA REGION...429 OVERTIME AND ADDITIONAL HOURS...15 Distribution Procedure NCAL...15 Distribution Procedure SCAL...15 OVERTIME AND ALLOWED TIME NORTHERN CALIFORNIA REGION PROVISIONS...29 6th Day of Work...29 7 th Day of the Payroll Week...30 Call-In on Schedule Day Off...27 Definition of Terms...29 Hours in Excess of 12...29 Hours in Excess of 8 and Hours in Excess of 40...29 Intent...29 Mandatory Overtime...342 Non-Duplication of Overtime...30 Overtime Rates...29 Paid Leave Used in the Calculation of Overtime...30 ix

Rest Period Between Shifts...28 OVERTIME AND ALLOWED TIME SOUTHERN CALIFORNIA REGION PROVISIONS...30 Alternative Schedules...31 Call-In...33 Commencing Work Earlier than in the Preceding Day...31 Definition of Terms...31 Employees Asked to Work on Their Day Off...32 Employer Will Not Request Employees to Waive Rights...32 Employer Will Not Require Work Beyond 6 Days...32 Hours Worked in Excess of 12...32 Hours Worked in Excess of 16...32 Hours Worked in Excess of 8 in a Day or 40 Hours in a Week...31 Make-up Time...34 Non-Duplication of Premium Payments...33 Not Intent of Section to Avoid Payment of Overtime...31 Overtime Rates...31 Purpose...30 Rotation of Overtime Mandatory Overtime...33 Where Overtime is a Chronic Problem...32 Work on the 7 th Day of Workweek...32 Work Performed on the 6 th Consecutive Day...32 P PARKING - SOUTHERN CALIFORNIA REGION...422 PART TIME ADDITIONAL PERMANENT HOURS SOUTHERN CALIFORNIA REGION...448 PAY DAY AND PAY CHECKS...37 Direct Deposit...37 Paycheck Shortages...37 Payday and Payday on Holidays...37 Termination Pay...37 PENSION PLAN Pension Service While on Workers Compensation Leave of Absence...113 PENSION PLAN NORTHERN CALIFORNIA REGION PROVISIONS...107 Additional Defined Benefit Pensions...110 Administration...110 Benefit Amount and Years of Credited Service Defined...107 Cost...110 Deferred Vested Pension...109 Disability Retirement...108 Early Retirement...108 KP Defined Benefit Pension...107 Normal Retirement...108 Payment...109 Postponed Retirement...108 Reinstatement of Benefits...109 Salary Deferral Retirement Plan...110 Statement of Benefits...110 Survivor Annuity...109 Vesting and Years of Service Defined...107 x

Voluntary Employee Contributions...109 PENSION PLAN - REGISTERED DIETITIANS...SEE NCAL APPENDIX W PENSION PLAN SOUTHERN CALIFORNIA REGION PROVISIONS...110 Exclusions and Limitations...113 KP Defined Pension Benefit...110 Tax Deferred Retirement Savings Plan...112 PERFORMANCE EVALUATIONS...118 Employee Comments...118 Evaluations Not Discipline...118 Nature and Purpose of Evaluations...118 Not Grievable...118 PERFORMING WORK IN ANOTHER CLASSIFICATION NORTHERN CALIFORNIA REGION PROVISIONS...38 Credit for Time Spent in Former Classification...39 Demotion to a Lower Paid Classification...39 Employees Who Become Licensed Vocational Nurses...49 Managerial Positions...39 Promotion to a Higher Paid Classification...39 Promotion to Senior, Lead, Chief or Supervisor...38 Registered Dietitian Provisions...39 Temporary Relief in a Higher Paid Classification...39 Working in Two Classifications...39 PERFORMING WORK IN ANOTHER CLASSIFICATION SOUTHERN CALIFORNIA REGION PROVISIONS...38 Permanent Work in Another Classification...38 Temporary Work in Another Classification...38 POSITION SPECIFICATIONS FOR ALL GEOGRAPHIC AREAS NORTHERN CALIFORNIA REGION...347 PROBATIONARY EMPLOYEES...10 Discharge During Probationary Period...11 Employees Regularly Scheduled 20 Hours or More...10 Employees Regularly Scheduled Fewer than 20 Hours...10 Evaluation During Probationary Period...11 Extensions of the Probationary Period...10 Only One Probationary Period...10 PRODUCING NEW CONTRACTS - SOUTHERN CALIFORNIA REGION...423 PROMOTIONS, TRANSFERS AND SENIORITY...53 Cancellation of Position...57 Change in Qualifications...53 Denial of Position...57 Evaluation Period After Transfer or Promotion...57 Filling Vacancies...54 Outside Applicants...56 Posting of Vacancies...53 Posting Requirements...53 Qualified Applicant...54 Release of Successful Bidders...57 Two or More Applicants...55 Waiving Experience Requirements...54 PROMOTIONS, TRANSFERS AND SENIORITY NORTHERN CALIFORNIA REGION PROVISIONS Automatic Bid...56 Eligibility for Bidding...54 Lead Positions...55 Order of Application...55 xi

Six Month Waiting Period...58 PROMOTIONS, TRANSFERS AND SENIORITY SOUTHERN CALIFORNIA REGION PROVISIONS 48 Hour Break When Transferring Between Shifts...57 Automatic Bid...57 Eligibility for Bidding...54 Job Postings...53 Optical Dispenser Vacancies...426 Order of Application...56 Release of Successful Bidder...57 Typing Tests...426 PURPOSE...1 R RECOGNITION...2 Covered Bargaining Units/Recognition/Scope...460 Creation of New Classifications...2 Exclusive Collective Bargaining Agent...2 Local Agreements Superseded...2 Unit Clarifications, Accretions and/or Agreements...2 RECOGNITION - SOUTHERN CALIFORNIA REGION PROVISIONS Status 5 and Exempt Job Review for Inclusion in the Bargaining Unit...427 RED CIRCLE RATES...448 REGISTERED DIETITIANS BENEFITS BY DESIGN...356 REGISTERED DIETITIANS CLINICAL LADDER...362 REGISTERED DIETITIANS HOLIDAYS...373 REGISTERED DIETITIANS OTHER APPLICABLE PROVISIONS...374 REGISTERED DIETITIANS PAID TIME OFF (PTO) PROGRAM...378 REGISTERED DIETITIANS PENSION...380 REGULAR FULL-TIME EMPLOYEE...11 REGULAR PART-TIME EMPLOYEE...11 Accrual for Benefits for Working Additional Hours...12 REPORTING PAY NORTHERN CALIFORNIA REGION PROVISIONS...26 Assignment of Work After Reporting...26 Exclusions...26 Guarantee of Pay for Shift...26 Pay Rate After Reporting...26 REPORTING PAY SOUTHERN CALIFORNIA REGION PROVISIONS...27 Acts of God...27 Current Contact Information...27 Performing Work as Assigned...27 Two Hour Guarantee...27 RESOURCE NETWORK - SOUTHERN CALIFORNIA REGION...444 REST PERIODS AND MEAL PERIODS...25 Meal Periods...25 Relief from All Duty...26 Rest Periods...25 State and Federal Laws...25 REST PERIODS AND MEAL PERIODS SOUTHERN CALIFORNIA REGION PROVISIONS xii

Additional Lunch Period...25 Regional Laboratories Lunch Break...424 S SAFE WORKING CONDITIONS...8 Participation in the Facility and Workplace Safety Committee...9 Some Methods of Resolution...9 Standards Consistent with Nature of Work...8 Work Assignments...9 SAFE WORKING CONDITIONS SOUTHERN CALIFORNIA REGION Radiation Safety Committee...423 SCHEDULES...23 Changes in Employee s Schedule...23 Emergency Changes in the Schedule...23 Starting Times, Quitting Times and Days Off...23 SCHEDULES NORTHERN CALIFORNIA REGION PROVISIONS Flexible Work Arrangement 3/36...314 Flexible Work Arrangement 4/40...317 No Shift Cancellation...345 Registered Dietitian Schedule Changes...23 SCHEDULES - SOUTHERN CALIFORNIA REGION PROVISIONS 10 and 12 Hour Shifts...410 Flexible Schedules...419 SENIORITY...52 Definition of Seniority...52 On-Call Employees...52 Seniority Lists...52 SENIORITY NORTHERN CALIFORNIA REGION PROVISIONS Acquired Facilities...52 Seniority Tiebreaker...52 SENIORITY SOUTHERN CALIFORNIA REGION PROVISIONS Bridging Seniority...64 Indian Hill Medical Office...422 On-Call Employees...65 Seniority Tiebreaker...53 SERVICE PERFORMANCE PAY PROGRAM PILOT PROJECT - NORTHERN CALIFORNIA REGION...384 SHIFT PREMIUM NORTHERN CALIFORNIA REGION PROVISIONS...47 Additional Hours and Overtime...47 Schedule Y...387 Schedule Z...389 Shift Definitions...47 Shift Premiums...47 SHIFT PREMIUM SOUTHERN CALIFORNIA REGION PROVISIONS...47 Mandatory Meetings...48 Shift Definitions...47 Shift Premiums...48 SHORT-HOUR EMPLOYEE...SEE LIMITED PART-TIME EMPLOYEE SICK LEAVE NORTHERN CALIFORNIA REGION PROVISIONS...79 Accumulation...79 xiii

Applicability...80 Disabling Injury or Illness...80 Employee Requests for Data...81 Hospitalization While on Vacation...80 Inpatient/Outpatient Mental Health Treatment...80 Integration with State Disability and Workers Compensation...81 Medical, Dental, or Mental Health Appointments...80 Only for Days Employee was Scheduled...80 Paid Leave Used in the Calculation of Overtime...30 Pension Credit...79 Pro-Rated Accrual for Part-Time Employees...79 Rate of Accrual...79 Return from Sick Leave...81 SICK LEAVE - REGISTERED DIETITIANS...SEE NCAL APPENDIX V SICK LEAVE SOUTHERN CALIFORNIA REGION PROVISIONS...82 Federal Family and Medical Leave Act/California Family Rights Act...84 General Sick Leave Provisions...82 Integration of Compensation Benefits and Sick Leave...85 Medical and Dental Appointments...82 No Discipline...83 Notice of Duration of Sick Leave...84 Notice of Intended Absence...85 Paid Sick Leave...82 Pregnancy...82 Rate of Accrual...82 Sick Leave Hours Converted to Credited Service With Retirement Plan...84 Use of Paid Sick Time for Family Illness...85 SPLIT SHIFTS NORTHERN CALIFORNIA REGION PROVISIONS...48 No New Split Shifts...49 Premium...49 Split Shift...48 Straight Shift...48 SPLIT SHIFTS SOUTHERN CALIFORNIA REGION PROVISIONS...48 STANDBY AND CALL-BACK NORTHERN CALIFORNIA REGION PROVISIONS...41 Call-Back from Vacation...75 Pay for Standby and Call Back...42 Standby Distribution...41 STANDBY AND CALL-BACK SOUTHERN CALIFORNIA REGION PROVISIONS...43 Call-Back from Vacation...77 Distribution of Standby...43 Minimum Hours Guaranteed...43 Pay When Called Back to Work While on Standby...43 Standby Pay...43 SUBCONTRACTING...5 2005 National Agreement Regarding In-Sourcing and Subcontracting...7 SUBCONTRACTING PROCEDURES NORTHERN CALIFORNIA REGION PROVISIONS...5 Deferral to Arbitration...6 Subcontracting Work Expected to Last Fewer than Ninety Days...6 Subcontracting Work Expected to Last Ninety Days or More...6 SUBCONTRACTING PROCEDURES SOUTHERN CALIFORNIA REGION PROVISIONS...6 Contracted Housekeeping Services...7 xiv

Notice of Intent to Subcontract...6 Subcontracting May Not Result in Layoffs...6 SUBPOENAS...SEE JURY DUTY AND SUBPOENAS T TEMPORARY ASSIGNMENTS SOUTHERN CALIFORNIA REGION...12 TEMPORARY EMPLOYEE...12 Employees Not Eligible for Benefits...13 In Lieu of Benefits Differential...14 TENURE STEP PROGRESSION...35 Effective Date of Tenure and Across the Board Increases...35 TENURE STEP PROGRESSION NORTHERN CALIFORNIA REGION PROVISIONS...35 Advanced Hiring Criteria...303 Difficult to Recruit Classifications...36 Schedule Y...387 Schedule Z...389 Tenure Steps for Limited Part-Time, Temporary and On-Call Employees...35 Tenure Steps/Experience Credit...36 TENURE STEP PROGRESSION SOUTHERN CALIFORNIA REGION PROVISIONS...36 Advanced Step Placement at Hire...429 Tenure Steps for On-Call Employees...37 Tenure Steps for Regular Part-Time and LPT Employees...36 Tenure Steps for Temporary Employees...37 U UNIFORMS...26 UNION DUES... SEE DEDUCTION AND REMITTANCE OF UNION DUES, FEES, AND COPE UNION LEADS...4 Training for Union Leads...4 Union Leads are Not Bona Fide Supervisors...4 Union Leads Defined...4 UNION LEAVE...117 Benefits While on Union Leave...117 Notice...117 Unpaid Leave...117 UNION MEMBERSHIP...7 Failure to Maintain Membership...7 UNION SHOP STEWARDS...115 Leaving Work Area to Conduct Union Business...116 No Discrimination...115 Notice of Names of Authorized Stewards...115 UNION SHOP STEWARDS SOUTHERN CALIFORNIA REGION PROVISIONS Shop Steward Training and Development...446 Steward Support...426 UNION STAFF REPRESENTATIVES...115 Access at Any Operational Time...115 xv

Additional Right of Access...115 Conferring with Employees...115 Obligations of Union Staff Representatives...115 Union Representative Badge...115 V VACATION NORTHERN CALIFORNIA REGION PROVISIONS...72 Amount Available for Use...74 Call-Back...75 Holidays During Vacation...74 Incremental Use of Vacation...74 Minimum Rate of Accrual...73 Paid Leave Used in the Calculation of Overtime...30 Posting of Vacation Schedules...74 Radiologic Technologist Special Compensation... 354 Submission of Vacation Requests...73 Vacation Accrual Rate...73 Vacation Availability...73 Vacation Carry Over Not Encouraged...74 Vacation Cash Out...75 Vacation Pay...73 Vacation Requests Submitted After the Vacation Schedule is Posted...74 VACATION REGISTERED DIETITIANS...SEE NCAL APPENDIX V VACATION SOUTHERN CALIFORNIA REGION PROVISIONS...75 Advance Vacation Paycheck...78 Call Back from Vacation...77 Cash Out Irrevocable Election...79 Designated Holiday During Vacation...76 Life Balance Days in Conjunction with Vacation...71 Minimum Vacation Period...78 Notice of Approval or Denial...78 Pay for Employees Who for Transfer...78 Pay if Employee s Vacation is Changed...78 Period for Requests and Posting...77 Personal Time and Vacation...78 Requests of Fewer than Five Days...78 Scheduling of Vacation With Days Off...78 Scheduling Vacation...77 Splitting Vacations...77 Vacation Accrual Schedule...76 Vacation Accumulation and Donation...76 Vacation Eligibility Date...75 Vacation for Part-Time Employees...76 Vacation Pay...76 Vacation Periods...77 VOLUNTARY CHANGE TO ON-CALL STATUS...14 VOLUNTEERS AND SPECIAL PROGRAMS...5 Notification to Union of Volunteer Programs...5 Role of Volunteers...5 xvi

Volunteer Programs Not Used to Displace Employees...5 W WAGES...34 Wages...34 WAGES NORTHERN CALIFORNIA REGION PROVISIONS...34 Advanced Hiring Criteria...303 Coding Career Ladder...307 Difficult to Recruit Classifications...36 Emergency Department Technicians...312 Licensed Vocational Nurse I.V. Certification...340 Premium Employees...34 Radiologic Technologist Career Ladder...351 Schedule of Wages...34 Sonographer Career Ladder...391 Tenure Step/Experience Credit...36 Wage Administrative Practices...405 Wage Structure A/B-1...129 Wage Structure B-2...184 WAGES - SOUTHERN CALIFORNIA REGION PROVISIONS...34 2 ND Year Equity New Job Definitions...440 Advanced Step Placement at Hire...429 Diagnostic Imaging Technologist...424 Lead Wage Rates...35 Longevity...34 No Reduction of Benefits...35 On-Call and Lead Positions...443 Schedule of Wages...34 Wage Structure Base...240 Wage Structure Leads...271 WEEKENDS OFF...23 Every Other Weekend Off...23 More Beneficial Scheduling Practices...24 Non-Applicability of this Section...24 Weekends Defined...24 WEEKENDS OFF SOUTHERN CALIFORNIA REGION PROVISIONS Weekend Work Penalty...24 WEEKENDS ONLY POSITIONS NORTHERN CALIFORNIA REGION...408 WORK FORCE ADJUSTMENTS AND TRANSITIONS...59 Alternatives to a Permanent Layoff/Reduction in Hours...59 Employee Support and Assistance...59 Employer s Obligation to Bargain...59 Notice of Permanent/Indefinite Layoff/Reduction in Hours...59 Permanent/Indefinite Layoff/Reduction in Hours Defined...59 WORK FORCE ADJUSTMENTS AND TRANSITIONS SOUTHERN CALIFORNIA REGION PROVISIONS On-Call Employees...65 WORK STOPPAGES...SEE DISPUTES WORK WEEK...22 Forty Hours Per Week With Two Consecutive Days Off...22 xvii

Four Hour Minimum Shift...22 Waiver...22 WORKLOAD DISTRIBUTION...9 Equitable Distribution of Workload...9 Reduced Work Performance While Orienting...9 Workload When a Replacement Cannot Be Found...9 WORKLOAD DISTRIBUTION SOUTHERN CALIFORNIA REGION PROVISIONS Staffing at Outlying Clinics...9 WORKPLACE SAFETY COMMITTEE... SEE SAFE WORKING CONDITIONS xviii