This collective bargaining agreement has been ratified by the UW and SEIU 1199, and now awaits final signatures from both parties. Meanwhile, the online contract has been updated in an effort to reflect the comprehensive agreement reached for the 2013-2015 contract term.
The following apply exclusively to the Airlift Northwest Bargaining Unit.
Newly hired nurses and currently employed nurses who voluntarily choose to relocate and receive a relocation allowance may be required to serve for a minimum of two years at their base before they will be considered for transfer to another base. This commitment will not apply when the employer and nurse mutually agree to waive it and when relocation occurs as a result of layoff/rehire.
The following equipment will be provided by Airlift Northwest:
Nomex flight suits – 3 flight suits for nurses who are .9FTE or greater; 2 flight suits for nurses who are between .5 and .9FTE. Flight suits will be replaced as needed.
Boots – boots with a protective toe shield will be provided to a value of $125.00.
Personal Flotation Device (PFD) – Airlift Northwest will either provide a PFD or reimburse nurses up to $150.00 if it chooses to have nurses purchase their own PFD.
Helmet – Airlift Northwest will provide a helmet with a single or dual visor. NVG mounts will be installed within twelve months following the effective date of the contract addendum.
Additional allowance – Airlift Northwest will provide up to $300.00 for current and new employees for the purchase of nomex coats, vests, hearing dampening devices or boots and PFD's that exceed the value of the amounts above. Receipts must be provided for reimbursement and Airlift Northwest reserves the right to require that items portray a professional image. Additional annual allowances of up to $300.00 will be provided and may be used for reimbursement of initial purchases that exceeded $300.00. Unspent portions of the allowance will not carry over from year to year.
Employees will be responsible for the normal upkeep of the equipment issued by the Employer. The replacement of unserviceable or lost items will be made upon surrender of the items or proof of loss in accordance with terms of the list of equipment above.
Safety equipment will be replaced when the manufacturer's timeline indicates expiration.
The ALNW Safety Committee may recommend the issuance of additional equipment/clothing for all ALNW nurses, or for a specifically unique station or region.
When a nurse is scheduled or agrees to report to work at a base (Arlington, Bellingham, or Olympia) other than their designated home base all mileage from Boeing Field to the nurse's reporting base will be paid at the official University rate. For purposes of this calculation, Boeing Field and Olympia will be considered sixty-two (62) miles apart, Bellingham and Boeing Field will be considered ninety-five (95) miles apart, and Arlington and Boeing Field will be considered fifty-one (51) miles apart.
The Airlift Northwest Safety Committee will strive to create the safest work environment possible. The Airlift Northwest Safety Committee will review and make recommendations regarding all aspects of safety that may impact employees and patients including, but not limited to, safety-related policies and equipment. The Airlift Northwest Safety Committee may also oversee the impact of any modifications to safety-related policies and/or equipment. The Safety Committee shall include a time frame for response from Airlift Northwest management when issuing recommendations regarding safety-related policies or equipment. Normally, responses will be made at a future Safety Committee meeting.
The Airlift Northwest Safety Committee will have two (2) co-chairs. The union may appoint up to three members to the Airlift Northwest Safety Committee, one of whom will act as co-chair. The Safety Committee will appoint the other co-chair, who may be one of the other union appointed members. If the members of the Safety Committee determine that its membership is not adequately diverse to address all potential safety issues appropriately, it may authorize the appointment of an additional member from the bargaining unit. The union will make a good faith effort to appoint members with diverse skill and geographic knowledge.
The Airlift Northwest Administrator most responsible for safety matters and at least one (1) AAOC will attend Airlift Northwest Safety Committee meetings.
Committee paid time
Safety Committee meetings are open to all employees. For nurses appointed to the Airlift Northwest Safety Committee attendance at committee meetings and performing work assigned to them by the committee (e.g. policy review; equipment review) will be considered work time and paid appropriately. Employees who attend Safety Committee meetings who are not members of the committee will be considered in pay status only if the meeting overlaps with their regular schedule and if attendance does not impede their ability to perform their normal duties.
At the time of the new employee orientation all new employees will be given information regarding the Safety Committee, including but not limited to, the committee¹s mission, meeting time and location, members and location of agendas and minutes.
The employer will make a good faith effort to accommodate off-site employees by video or tele-conferencing.
Any employee may submit safety suggestions to the Safety Committee for review and recommendation. Submissions may also be brought directly to the committee by committee members. A Safety Concern Form shall be created by the Committee for use by all employees. The Safety Committee will maintain an on-going tracking and charting system for all safety concerns which shall include a summary of each safety concern brought to the committee, any action plan developed to address the concern and any resolution, if any, that is reached.
The date, time, location and agenda of each Safety Committee meeting will be posted to all employees at least two weeks ahead of each meeting.
All Safety Committee minutes will be posted electronically and emailed to all employees.
The Safety Committee is charged with maintaining an on-going tracking and charting system for all safety concerns. This chart will include, but is not limited to:
This chart will be posted electronically and e-mailed to all employees after every Safety Committee meeting.
Employer, at its discretion, may assign the nurse to work at another Airlift Northwest facility or assign other work as determined.
If the nurse has already reported to work and the Employer assigns the nurse to work at another Airlift Northwest facility, travel time will be considered duty time.
ALNW will make a best faith effort to allow staff enough drive time to be included such that they could be back at their original Base by their scheduled time off (currently no guarantee under any shift) and will pay the appropriate rate of pay (over-time or double-time) if on flight-related duty. ALNW will pay 1 hour of drive time from Boeing Field for Arlington and Olympia and 1.5 hours for Bellingham at straight time if the employee does not get off at their originally scheduled shift's end from Boeing Field.
If there is no other work to do, the nurse may choose to use leave without pay or annual leave, if available, to cover the nurse's scheduled work time.
When employees take duty rest out of town they will receive either four (4) or eight (8) hours of pay in accordance with current practice.
When employees are stuck out of town they will be paid eight (8) hours at time and one half in accordance with current practice.
Employees hired into the Boeing Field International base (BFI) will be expected to cover the BFI and the Arlington base and/or the Olympia base. The employer will make a good faith effort to schedule employees at their preferred secondary base.
Employees hired into the Juneau base will be scheduled at the Juneau base.
The following conditions will apply to Bellingham-based nurses relative to the scheduling of shifts at BFI:
Current Bellingham based nurses will be grandfathered into their current Bellingham base.
Management will work toward maximizing the number of 24-hour shifts at the Juneau Base.
Shift start times will be set based on the needs of the community and timing of highest flight volume. If management must change a start time, affected RNs will be notified of the change at least four weeks prior to its implementation.
When the schedule requires consecutive 12-hour shifts with on-call responsibility, and crews go on duty rest during regularly scheduled hours, then six hours of duty rest time can be considered hours worked. The additional six hours required to meet a nurse's full-time equivalent must be spent in house at the base or comp time/AL may be used if no additional flights occur during the scheduled shift as is currently practiced.
Nurses who work an extra shift to replace nurses who do not report to work (primarily coverage for sick leave replacement) will be paid time and one half (1 ½ X) for all hours worked based on the length of the shift of the nurse being replaced. For example, if a nurse replaces a nurse scheduled for twelve (12) hours, the nurse will receive twelve (12) hours at time and one half (1 ½ X); if a nurse replaces a nurse scheduled for twenty-four (24) hours, the nurse will receive twenty-four (24) hours at time and one half (1 ½ X). For hours worked beyond the twelve (12) or twenty-four (24) hours the nurse will receive double time (2X).
7.1 Work Day
The length of the workday shall be 12 or 24 hours depending on the base and/or aircraft. The scheduled length of a workday at a given base and/or aircraft shall not be changed without discussion with the Union. The Employer will not change the length of an employee's workday after a schedule is posted except by mutual agreement.
7.2 Work Period
A standard work period for full-time classified employees shall consist of two hundred and forty (240) hours of work within a six (6) week period.
A standard work period for part-time classified employees shall consist of a minimum of one hundred and twenty (120) hours but less than two hundred and forty (240) hours of work within a six (6) week period.
Both the Employer and the Union concur that overtime shall be minimized. Overtime at time and one half (1 ½) shall be paid for hours worked beyond an employee's regularly scheduled shift in one day, or for hours worked beyond the full-time work schedule in accordance with the definition of the work period for a full-time classified employee in Article 7.1. Overtime at the rate of double time (2x) will be paid for continuous hours worked beyond twelve (12) for a twelve (12) hour scheduled shift and for continuous hours worked beyond twenty four (24) for a twenty four (24) hour scheduled shift. Sick leave paid for will not count toward the calculation of overtime.
The straight time hourly rate of pay used for the calculation of overtime shall include all differentials and premiums that are considered part of the employee's regular rate of pay.
Overtime shall be considered in effect if fifteen (15) minutes or more are worked after the end of the scheduled shift and shall be calculated to the nearest thirty (30) minutes.
As an option to wage payment above, an employee may request to accrue compensatory time on the basis of one and one-half the amount of overtime worked, or double time for registered nurses as appropriate. The Employer will allow the accrual of up to forty (40) hours of compensatory time calculated on a rolling basis. The Employer will consider special circumstances when deciding whether or not to grant the accrual of compensatory time in excess of forty (40) hours (e.g. advanced knowledge that an employee will be taking a long-term leave in the near future and the accrued time would be used to cover for all or part of that leave). This is not intended to upset any formal department policies regarding the accrual and use of compensatory time that exceed this unless there is agreement to do so. Accrued compensatory time will be scheduled off in a manner similar to the scheduling of vacation days requested off.
Upon implementation of the KRONOS system (see Side Letter A), the above paragraphs will be replaced with a provision for a grace period around which overtime will be triggered and compensated to the nearest minute. The grace period will be discussed by the KRONOS Committee prior to implementation. Unless otherwise agreed, the grace period shall be seven (7) minutes before/after the scheduled shift.
7.4 Work Schedule
The Employer shall plan and post the work schedule. The work schedule will be posted at least two weeks prior to the beginning of the schedule. Schedule requests should be submitted at least four weeks before the schedule is posted. Prior to the schedule being posted, factors such as staff requests, unexpected leaves of absence or terminations may affect the approval of schedule requests. After the schedule is posted an individual employee's schedule may be changed only by mutual agreement between the supervisor and employee concerned.
Should the Employer propose changing either the length of the schedule or work day, the Employer will comply with the requirements of, "Change in Working Conditions," contained in this Appendix.
Current schedule practices for Bellingham and Juneau will be maintained, and any changes will go through the JLM.
Weekend scheduling will be done in accordance with current practice. Weekend premium will be based on a majority of hours worked over the weekend period (e.g. – a nurse who works a twenty-four (24) hour shift beginning at 7:00am on Friday will receive no weekend premium. A nurse who works a twenty-four (24) hour shift beginning at 7:00am on Saturday or Sunday morning will receive weekend premium for twenty-four (24) hours).
7.6 Shift Rotation
The Employer will make a good faith effort to minimize required scheduled shift changes and to provide ample rest when scheduled shift changes are required.
7.7 Double Shifts
In the event double shifting is necessary, it will occur through mutual agreement between the employee and supervision.
7.8 Work in Advance of Shift – When an employee at the request of the Employer reports for work in advance of the assigned shift and continues working through the scheduled shift all hours worked prior to the scheduled shift shall be paid at the appropriate overtime rate.
The impact of any change in working conditions including, but limited to, crew skill mix, team configuration, or mode of transportation will be negotiated with the union.
The University's travel rules, regulations and procedures are based on state travel law, as provided in Chapter 43.03 RCW. These set travel reimbursement amounts will be paid when an employee is away from their official duty station or when on a flight over fourteen (14) hours and not at their duty station.
Nurses may use sick leave to account for travel time for medical appointments/procedures that require the nurse to leave the nurse's home area. To use sick leave the travel time must overlap with the nurse's regularly scheduled work. Nurses will make a good faith effort not to schedule medical appointments/procedures after the work schedule has been posted.
All Articles in the Collective Bargaining Agreement by and between the University of Washington for Harborview Medical Center and SEIU District 1199 Northwest Hospital and Health Care Employees Union are applicable to the Airlift Northwest Registered Nurses Bargaining Unit unless otherwise noted.