The University is committed to negotiating contracts that are competitive and fair for our employees, which build a strong foundation for long-term working relationships with our unions, and which position the University for a successful future of achievement, innovation, and teamwork.
Labor Relations is responsible for:
As of April 1, 2015, Virginia Mason has discontinued its Tender Loving Care sick childcare program. UW WorkLife is actively working to secure a new sick childcare service. For questions, please contact WorkLife at email@example.com.
Per the terms negotiated for the 2015-2017 contract, UW and WFSE met on January 6, 2015, and finalized the following agreement:
Medical Assistant Wages: UW will move Medical Assistants to a pay table on a range that results in a pay increase and that is competitive with the peer labor market.
Effective January 1, 2015, UW will provide increases of six pay ranges to WFSE-represented Medical Assistants, resulting in pay increases of roughly 14.9 to 16 percent.
Per the terms negotiated for the 2015-2017 contract, UW and SEIU 925 met on December 23, 2014, and finalized the following agreements:
Reclassification for Cardiac Technologists at UWMRHC: UW will create a new job classification for Cardiac Technologists at the UW Medicine Regional Heart Center in recognition of their specialized work.
Effective February 1, 2015, SEIU 925-represented Cardiac Technologists, Cardiac Technologist Leads, and Cardiac Technologist Supervisors employees will be reallocated to the newly created Advanced Cardiac Technologist job series, resulting in pay increases of roughly 20 percent.
Nuclear Medicine Compression Adjustments: UW has examined the pay differential between the Nuclear Medicine P.E.T. Technologist, Nuclear Medicine Technologist Lead, and the Nuclear Medicine Technologist Supervisor job classifications.
Effective January 1, 2015, UW will provide increases of four pay ranges to the Nuclear Medicine Technologist Lead and Nuclear Medicine Technologist Supervisor job classifications, ensuring a 6 percent pay differential between the technologist and lead positions, and maintaining the present differential between the lead and supervisor positions.
Medical Assistant Wages: UW will move Medical Assistants to a healthcare pay table on a range that results in a pay increase and that is competitive with the peer labor market.
Effective January 1, 2015, UW will provide increases of six pay ranges to SEIU 925-represented Medical Assistants and Medical Assistant Leads, resulting in pay increases of roughly 14.9 to 16 percent.
As part of the 2013-2015 contract, SEIU 1199 and UW agreed that the University would undertake wage studies for the health care specialist, social worker, and electroneurodiagnostic (END) technologist job classifications to determine how their compensation compared to the market and whether any adjustments were warranted. These targeted wage analyses have been conducted, and the parties are currently in mediation to discuss the results and implementation.
A compensation expert from Milliman attended the third mediated session to provide the parties with an objective overview of the compensation survey process and best practices, and evaluated the wage studies conducted by both UW and SEIU 1199. For more details, please read the full April 17 Market Wage Study Update.
UW's latest proposal would provide for wage increases of 8 percent to employees in the Social Worker 1 job class. For more details, please read the full February 28 Market Wage Study Update.
As part of the 2013-2015 contract between the University and SEIU 925, the parties agreed to undertake classification studies for select jobs, including that of Messenger Driver at the UW. The Messenger Driver study has since been completed, which focused on whether that job and its duties are similar enough to those of the WFSE-represented Truck Driver classification to warrant wage parity between the two. As part of this study, UW's Compensation department collected customized questionnaires and conducted interviews with the messenger drivers to gain a thorough, firsthand understanding of their job duties and responsibilities.
These interviews and the study on the whole showed the two jobs to be materially different. Where SEIU 925-represented messenger drivers are typically responsible for using cars to deliver specimens, light office supplies, and occasionally people, WFSE-represented truck drivers typically drive much larger vehicles and move around much heavier material, including freight, warehouse supplies, desks, and construction material. In sum, the study does not support establishing wage parity between the messenger driver and truck driver job classifications at this time.
In accordance with a determination made by the Public Employment Relations Commission ("PERC"), the University is making payments to some current and former UW employees represented by the Washington Federation of State Employees (WFSE), Local 1488, for the period from February 1, 2009 through June 30, 2009. View the UW-WFSE Early Money web page for February 1, 2009, through June 30, 2009 for details.
In accordance with the determination made by Arbitrator Michael Cavanaugh, the University shall make eligible WFSE-represented employees whole for lost wages and benefits for the period April 13, 2012, through June 30, 2013. Please note that the arbitral award did not require interest to be paid. View the UW-WFSE Arbitration Award web page for April 13, 2012, through June 30, 2013 for details.