SIDE LETTER A
July 1, 2007
Ms. Diane Sosne, President
District 1199NW, SEIU
15 S. Grady Way, Suite 200
Renton , WA 98055
Dear Ms. Sosne:
In addition to the terms and conditions of the contract, the parties confirmed that parking and release time for the next round of negotiations would be handled accordingly during the life of the contract.
Parking/U-Pass
The union agrees that during the life of this agreement the University may apply changes in transportation policy, including adjusting parking and U-Pass fees and criteria for assigning parking spots, to the bargaining unit without the obligation to bargain with the union. The union will continue to be able to appoint a member to Harborview Medical Center’s Parking Committee in accordance with Article 17.6.
Negotiations for a Successor Contract
The Employer will allow bargaining unit members to be on paid release time during negotiations for a successor contract in a manner similar to the arrangements agreed to for the July 1, 2007-June 30, 2009 contract, including release for statewide health care negotiations (see attachment).
Social Workers
Special projects, in and of themselves, will not have an impact on whether or not a Social Worker I is qualified to be reclassified to a Social Worker II. To become a Social Worker II an employee must meet all state legal requirements and other minimum qualifications contained in the Social Worker II class specification.
Performance Problem Resolution Step A
To clarify and improve the application of Step A counseling as per Article 21.3, a joint committee consisting of up to four bargaining unit representatives selected by the union from one or more of the bargaining units and an equal number of management representatives, will meet to develop a general template to be used when a Step A counseling is being administered. Per Article 17.7 this is a paid committee. This committee will convene within 90 days of the date of ratification. In addition, upon request, management will meet with employees to revise recent (up to one year prior to ratification) Step A counselings inappropriate to the newly agreed upon Step A template.
Health Care Benefit Grievance Settlement
The employer will participate in the Health Care Benefit Grievance Settlement under the relevant terms of the Settlement Agreement dated July 25, 2006 and signed by Greg Devereux and Steve McClain. Those terms are:
Non-nursing Work
This is to affirm that it is the intent of Harborview Medical Center to minimize the use of Registered Nurses to do non-nursing work.
Articles 5.2 and 5.8
SEIU 1199NW and Harborview Medical Center agree to abide by the current language in Article 5.2 and Article 5.8. The Union agrees that delegates and organizers will be given copies of this language.
Nursing Administration in Article 5.2 is defined as the Director of Professional and Support Services.
Unscheduled Weekend Work
SEIU 1199NW and Harborview Medical Center agree that it would be in their mutual interest for Harborview Medical Center management to minimize the number of occasions on which unscheduled weekend shifts are assigned.
Call-Back – Article 12.4
SEIU 1199NW and Harborview Medical Center agree on the need to clarify the utilization of call-back pay as per Section 12.4 of the Agreement. Both parties agree there is a need to give as much notice as possible to assist in keeping staffing at optimal levels.
Both parties further agree that the use of call-back pay should be minimized. Management will post any available shift more than eight hours prior to the start of the shift and will actively seek volunteers from the bargaining unit to work the shift. The volunteer who agrees to work the shift will not be entitled to receive call-back pay pursuant to Section 12.4 if the Agreement is reached eight hours prior to the start of the shift.
KRONOS COMMITTEE
It is agreed and understood that the KRONOS system will be adopted and implemented at Harborview Medical Center. The Union and Employer agree to work together on the KRONOS system to ensure a minimum of disruption and the accuracy of the system.
The Employer will provide the union a minimum of one hundred and twenty (120) days notice prior to the planned implementation of the KRONOS system during which time the parties will meet to discuss potential issues within the system; to identify a procedure for correcting pay accuracy problems and to develop an orientation plan for employees. Following implementation of the system, the parties may meet to monitor the effectiveness and accuracy of the system.
The Union may designate one individual from each of its bargaining units to serve on the committee. The Employer representatives will be those individuals responsible for implementing and maintaining the system. Once convened, the committee will determine the frequency of meetings. Time spent on the committee shall be paid release time.
MARKET ADJUSTMENTS
If market conditions for employees represented by the Union change such that the Medical Center determines that an upward adjustment in one or more economic areas is essential to maintain competitiveness, the Union will be given at least thirty (30) days notice in advance of the implementation date. Upon request, the Medical Center will meet to negotiate all aspects of the proposed adjustment(s) and the Union will be provided any data utilized to support the adjustments(s). At any time the Union may recommend that the Employer consider market adjustments.
LACTATION STATION
The Employer agrees to include in the new inpatient expansion building a lactation station for use by staff. The Employer will have a fully functional lactation station in the existing facility by the end of the term of this agreement.
Sincerely,
Cindy Hecker
Copyright © 2007 University of Washington
