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UW - SEIU 925 Contract

Effective 7/1/15 - 6/30/17

Contract Consolidation
Neither party will be bound by typographical errors, grammatical errors, or other instances of unintended error in this contract. Furthermore, the parties agree that any unintended changes to the contract language as a result of contract consolidation will not create new legal rights or responsibilities outside of the parties' specific intent. The parties reserve the right to correct any such mistakes or omissions by mutual agreement at any point during the life of the contract in order to preserve the original intent of the language.

Appendix VII - Side Letters and Memoranda

Side Letter A - Kronos

July 1, 2009

The University has the right to implement the "Kronos" timekeeping system sometime during the life of the Agreement. The University will notify the Union at least 60 days in advance and agrees to consult with the Union over implementation issues.


Side Letter B - Professional Staff Exemptions

July 1, 2009

The Union agrees to an expedited review of any future proposals for professional staff exemptions as follows:

  1. The University will make reallocations based on application of the professional staff exemption criteria set forth in RCW 41.06.070 (including any permanent and substantive change in the duties, responsibilities, or qualifications of the position).
  2. The Union and the University agree to a procedure that includes the provision of information by the University and a meeting with the Union to discuss and resolve issues regarding the transfer of work from the bargaining unit within four (4) weeks of the University's initial notice to the union for a proposed professional staff exemption.
  3. All negotiations regarding transfer of any work from the bargaining unit shall be concluded by the meeting described above, unless both parties agree to an extension.
  4. Disputes regarding professional staff exemptions shall be resolved by the classification review hearing officer in Article 14 of the collective bargaining agreement. The Hearing Officer shall make his/her decision based on the criteria outlined in paragraph one (1) above. If the employee appeals the exemption determination in any other forum the Union cannot pursue the determination through the process outlined in Article 14.

Joint Union Management Committee - The University and SEIU Local 925 have a shared interest in meeting to discuss the current framework in which University staff are reallocated from the bargaining unit to professional staff positions.

During the terms of the Agreement, the parties will work in good faith to mutually agree upon a framework that is more consistent with the interests of both parties.


Side Letter C - Representation

July 1, 2013

The University agrees not to oppose the Union's effort to add to the bargaining unit. The University will reply to Public Employment Relations Commission (PERC) requests for information within PERC's prescribed timeline. The University will also agree to any PERC hearing date within four (4) weeks of the filing of any petition. The parties can mutually agree to the extension of these deadlines.


Side Letter D - Regular Temporary Harborview Medical Center Interpreters

July 1, 2009

The University will call hourly medical interpreters for in-person interpretation before calling an outside agency for in-person interpretation.


Side Letter E - SEIU Local 925/1199NW Identical Titles

July 1, 2013

The parties agree that the following Local 925-represented employees at UW Medical Center in identical job classifications to those in bargaining units represented by SEIU District 1199NW at Harborview Medical Center shall receive the equivalent salary adjustments, market adjustments and premium pay rates agreed upon between the University and SEIU District 1199NW for those job classifications at Harborview Medical Center for the 2015 - 2017 agreement.

Job Code Job Classification
8155Respiratory Care Practitioner
8156Respiratory Care Lead
8312Anesthesiology Tech 2
8423Cardiac Sonographer 2
8427Cardiac Sonographer Lead
8345Diagnostic Medical Sonographer
8346Diagnostic Medical Sonographer Lead
8348Diagnostic Medical Sonographer Specialist
8347Diagnostic Medical Sonographer Supervisor
8370Electroneurodiagnostic Technologist 1
8371Electroneurodiagnostic Technologist 2
8373Electroneurodiagnostic Technologist 3
8412Nuclear Medical Technologist Lead
8415Nuclear Medical Technologist 1
8416Nuclear Medical Technologist 2
8271Imaging Technologist 1
8272Imaging Technologist 2
8273Imaging Technologist Computed Tomography
8274Imaging Technologist Angiography
8275Imaging Technologist Magnetic Resonance Imaging
8276Imaging Tech Lead
8277Imaging Technologist - Mammography
8112Social Work Assistant 2
8435Vascular Sonographer
8439Vascular Sonographer Lead

Further, the parties agree to the following:

The SEIU 925 Nuclear Medicine PET Technologist (8405), Imagining Technologist - Educ/QA (8278), Respiratory Care Specialist (8151), and Respiratory Care Assistant (8153) job classifications are within one of the following job classification series: Nuclear Medicine Technologist, Imaging Technologist or Respiratory Care.

For the purpose of maintaining salary alignment within these class series, the above-named job classifications shall be placed on the like title pay tables and shall receive salary adjustments, market adjustments and premium pay rates equivalent to those agreed upon by the University and SEIU District 1199NW for the Nuclear Medicine, Imaging and Respiratory Care class series.

The positions in the SEIU 925 Cardiac Sonographer series listed below will receive only the equivalent base wage market adjustments agreed upon by the University and SEIU District 1199NW for the Diagnostic Medical Sonographer class series. The agreed-upon market adjustment will be made within the pay table to which the jobs below are currently assigned. The below job classifications will not be added to the like title pay tables.

Job Code Job Classification
8422Cardiac Sonographer 1
8424Cardiac Sonographer Specialist
8428Cardiac Sonographer Supervisor

The positions in the SEIU 925 Pulmonary Function Technologist series listed below will receive only the equivalent base wage market adjustments agreed upon by the University and SEIU District 1199NW for the Respiratory Care class series. The agreed-upon market adjustment will be made within the pay table to which the jobs below are currently assigned. The below job classifications will not be added to the like title pay tables.

Job Code Job Classification
8417Pulmonary Function Technologist 1
8418Pulmonary Function Technologist 2
8419Pulmonary Function Technologist Lead

The positions in the SEIU 925 Nuclear Medicine Technologist series listed below will receive only the equivalent base wage market adjustments agreed upon by the University and SEIU District 1199NW for the Nuclear Medicine Technologist class series. The agreed-upon market adjustment will be made within the pay table to which the jobs below are currently assigned. The below job classifications will not be added to the like title pay tables.

Job Code Job Classification
8414Nuclear Medicine Technologist Supervisor

The positions in the SEIU 925 Imaging Technologist series listed below will receive only the equivalent base wage market adjustments agreed upon by the University and SEIU District 1199NW for the Imaging Technologist class series. The agreed-upon market adjustment will be made within the pay table to which the jobs below are currently assigned. The below job classifications will not be added to the like title pay tables.

Job Code Job Classification
8279Imaging Technologist Supervisor

Side Letter F - Advance Certification/Registration Pay

Applicable only to HealthCare Professional/Laboratory Technical bargaining unit

July 1, 2009

Certain hospital technical employees certified in a specialty area by a national organization and working in that area of certification shall be paid a premium of seventy-five cents ($0.75) per hour provided the particular certification has been approved by management, and further provided that the employee continues to meet all educational and other requirements to keep the certification current and in good standing. A certified employee is eligible for only one certification premium regardless of other certifications the employee may have. Certified employees will notify their respective supervisor/manager in writing at the time certification is received, providing a copy of the original certification document. Certification pay will be effective the first full pay period after the date documentation is received by the supervisor/manager.

AFFECTED TITLES:

Class Code Job Title
8312Anesthesiology Technician 2
8345Diagnostic Medical Sonographer
8346Diagnostic Medical Sonographer Lead
8348Diagnostic Medical Sonographer Specialist
8347Diagnostic Medical Sonographer Supervisor
8412Nuclear Medical Technologist Lead
8415Nuclear Medical Technologist 1
8416Nuclear Medical Technologist 2
8405Nuclear Medicine P. E.T. Technologist
8414Nuclear Medicine Technologist Supervisor
8271Imaging Technologist 1
8272Imaging Technologist 2
8273Imaging Technologist Computed Tomo & Mammo
8274Imaging Technologist Angiography
8275Imaging Technologist Mag Res Imaging
8276Imaging Technologist Lead
8279Imaging Technologist Supervisor
8277Imaging Technologist - Mammography
8155Respiratory Care Practitioner
8156Respiratory Care Lead

Respiratory Care Practitioners. Effective July 1, 2009 and July 1, 2010, a Respiratory Care Practitioner registered as a Registered Respiratory Therapist (RRT) by the National Board for Respiratory Therapists, a national organization, shall be paid a premium of seventy-five cents ($.75) and one dollar ($1.00) respectively, provided the certification has been approved by the Respiratory Care Manager or designee. A Respiratory Care Practitioner is eligible for only one certification premium regardless of other certifications the employee may have. Employees registered as a RRT will notify their respective Supervisor/Manager in writing at the time the RRT certification is received, providing a copy of the original certification document. Current staff who do not have the original RRT certification document should provide reasonable proof to validate their RRT status. Certification pay for RRT will be effective the first full pay period after the date documentation/proof is received by the Supervisor/Manager.

Anesthesia Technicians. Effective July 1, 2009 and July 1, 2010, Anesthesia Technicians certified in their specialty area by a national organization and working in that area of certification shall be paid a premium of seventy-five cents ($.75) and one dollar ($1.00) respectively provided the particular certification has been approved by the Director of Perioperative Services, or designee, and further provided that the employee continues to meet all educational and other requirements to keep the certification current and in good standing. A certified employee is eligible for only one certification premium regardless of other certifications the employee may have. Certified employees will notify their respective Supervisor/Manager in writing at the time certification is received, providing a copy of the original certification document. Certification pay will be effective the first full pay period after the date documentation is received by the Supervisor/Manager.

ImagingTechnologists/Sonographers. Effective July 1, 2009 and July 1, 2010, Imaging Technologists/ Sonographers, certified in a specialty area by a national organization and working in that area of certification shall be paid a premium of seventy-five cents ($.75) and one dollar ($1.00) respectively provided the particular certification has been approved by the Administrative Director, Radiology, or designee, and further provided that the employee continues to meet all educational and other requirements to keep the certification current and in good standing. A certified employee is eligible for only one certification premium regardless of other certifications the employee may have. Certified employees will notify their respective Supervisor/ Manager in writing at the time certification is received, providing a copy of the original certification document. Certification pay will be effective the first full pay period after the date documentation is received by the Supervisor/Manager.


Side Letter G - Modality Pay

Applicable only to HealthCare Professional/Laboratory Technical bargaining unit

July 1, 2009

The parties agree that Modality Pay 1, 2 and 3 shall be expanded to cover the following job titles:

AFFECTED TITLES:

Class Code Job Title
8345Diagnostic Medical Sonographer
8346Diagnostic Medical Sonographer Lead
8428Cardiac Sonographer Supervisor
8348Diagnostic Medical Sonographer Specialist
8347Diagnostic Medical Sonographer Supervisor
8298Electrocardiograph Laboratory Supervisor
8412Nuclear Medical Technologist Lead
8415Nuclear Medical Technologist 1
8416Nuclear Medical Technologist 2
8405Nuclear Medicine P. E.T. Technologist
8414Nuclear Medical Technologist Supervisor
8271Imaging Technologist 1
8272Imaging Technologist 2
8274Imaging Technologist Angiography
8275Imaging Technologist Mag Res Imaging
8276Imaging Technologist Lead
8279Imaging Technologist Supervisor

Memorandum of Understanding between SEIU Local 925 and the University of Washington

Transportation Services Video/Audio System

This Memorandum of Understanding is regarding the use of audio and video equipment in the University of Washington Transportation Services office.

  1. It is agreed that the cameras/audio are not for the purpose of evaluation or monitoring of employees. The purpose of the camera/audio is for the security of property and for the protection of employees.
  2. Management shall not use the camera/audio system to monitor work. When video or audio is reviewed in response to an incident, management will have the option to act upon issues revealed in the recording even if they are not central to the initial incident.
  3. Audio shall be recorded in the Sales and Administration area only (including the hearing office).
  4. The system shall not be subject to live monitoring without prior notice to the Union and an opportunity to meet and discuss potential impacts for employees.
  5. If modifications are performed to the cameras or their field of vision, the Union will be informed and allowed to view the modifications.
  6. Management shall maintain a written log of camera/audio system access, including date, time and reason for access, that will be available to the union for review.
  7. If video/audio is downloaded it shall be noted in the log and copies of the footage shall be available for union review.

Memorandum of Understanding between SEIU Local 925 and the University of Washington

Pay Step Increases

For pay scales B2, B6, and B9, any step that does not result in a pay increase from the previous step will be adjusted such that it is worth 1% more than the previous step effective July 1, 2015.


Memorandum of Understanding between the University of Washington and SEIU Local 925

Market Adjustments

  1. If, during negotiations for the 2015-2017 biennium, the Employer agrees to more favorable across-the-board salary or general increases (such as; top steps, across-the-board differentials, dead-step fill-ins and so on) for any SEIU 1199 NW or WSNA bargaining unit covered under RCW 41.80, then the Employer will apply such treatment to the SEIU Local 925 Healthcare Professional/Laboratory Technical bargaining unit salary schedules covered in this agreement.
  2. Between July 2015 and June 2017, the parties will meet at least once every quarter, or more often if requested by either party, to address wage issues based on market rates, recruitment and retention issues, Advance Certification/Registration pay, and/or wage compression issues.

This MOU will remain in effect for the duration of the 2015-2017 CBA (07/01/2015-06/30/2017).


Memorandum of Understanding between the University of Washington and SEIU Local 925

Health Care Bargaining Unit Merger

The terms of the 2011 Agreement between the UW and SEIU Local 925 includes the following language:

"The parties further agree that the terms and conditions of the Healthcare Professional/Laboratory Technical collective bargaining agreement will apply to the Polysomnographic and Anatomic Pathology Bargaining Unit..."

The HMC Technical BU does not have its own contract, but instead follows the terms and conditions of the Healthcare Professional/Laboratory Technical contract.

Therefore, the University and the Union agree to merge the two contracts and to work together with PERC to merge the bargaining units.

The HMC Technical bargaining unit currently includes the following job classifications at Harborview Medical Center:

8495Polysomnographic Technician 1
8496Polysomnographic Technician 2
8145Anatomic Pathology Technician Trainee
8146Anatomic Pathology Technician
8147Anatomic Pathology Technologist
8200Clinical Technologist 1
8122Clinical Autopsy Coordinator

Memorandum of Understanding between the University of Washington and SEIU Local 925

Health Care Technical Titles Bargaining Unit Placement

  1. The parties agree that the following job titles are health care technical titles:
    • Cardiac Technologist, Code 8338 (Since reclassified to Advanced Cardiac Technologist, Code 8340)
    • Cardiac Technologist Lead, Code 8339 (Since reclassified to Advanced Cardiac Technologist Lead, Code 8341)
    • Dialysis/Pharesis Technician, Code 8351
    • Dialysis/Pharesis Technician Lead, Code 8354
    • Medical Interpreters 1, Code 8087
    • Medical Interpreter 2, Code 8088
    • Medical Interpreter Caseworker-Cultural Mediator, Code 8089
    • Medical Interpreter, ASL, Code 8096
    • Ophthalmic Technician 1, Code 8432
    • Ophthalmic Technician 2, Code 8433
    • Ophthalmic Technician Lead, Code 8434
  2. The parties agree that these titles were included in the SEIU Local 925 campus-wide non-supervisory bargaining unit through the WPRB processes prior to the creation of the SEIU Local 925 healthcare professional/laboratory technical bargaining unit (healthcare bargaining unit) under PERC.
  3. The parties agree that, as healthcare technical employees, the employees in the above job titles should be included in the healthcare bargaining unit with other healthcare technical employees.
  4. The parties agree that the healthcare bargaining unit described in University of Washington, Decision 11083 (PSRA, 2011) will henceforth include the above-listed job titles, and employees in these titles will be covered by the collective bargaining agreement between the UW and Local 925 applicable to that bargaining unit. In addition, these titles will no longer be included in the Local 925 campus-wide non-supervisory bargaining unit.

Memorandum of Understanding between the University of Washington and SEIU Local 925

Market Wage Adjustments Effective July 1, 2015

Effective July 1, 2015, each classification title listed in the chart below will receive pay range adjustments up to 80% of the 50th percentile of the market as defined in the 2014 Milliman Classified Salary Study.

Job Code Title # of Rng Increase Effective 7/1/15 Approximate % IncreasesEffective 7/1/15 New Range Assignment
7300ACCOUNTANT 112.5%41
7301ACCOUNTANT 212.5%45
7302ACCOUNTANT, SENIOR12.5%51
7011ACCOUNTING SUPERVISOR12.5%51
7075BOOKKEEPING MACHINE OPERATOR12.5%30
7335BUDGET ANALYST12.5%43
7336BUDGET/FISCAL ANALYST12.5%47
7337BUDGET/FISCAL ANALYST LEAD12.5%52
7339BUDGET/FISCAL OPERATIONS SUPERVISOR12.5%58
7338BUDGET/FISCAL UNIT SUPERVISOR12.5%55
7378COMMUNICATIONS TECHNICIAN 112.5%62
7379COMMUNICATIONS TECHNICIAN 212.5%66
7380COMMUNICATIONS TECHNICIAN 312.5%70
7382COMMUNICATIONS TECHNICIAN SUPERVISOR12.5%74
7374COMPUTER MAINTENANCE TECHNICIAN 112.5%45
7375COMPUTER MAINTENANCE TECHNICIAN 312.5%61
7388COMPUTER MAINTENANCE TECHNICIAN 412.5%65
7377COMPUTER MAINTENANCE TECHNICIAN LEAD12.5%63
7370COMPUTER OPERATOR 125.0%30
7371COMPUTER OPERATOR 225.0%36
7372COMPUTER OPERATOR 325.0%42
7373COMPUTER OPERATOR LEAD25.0%45
7956COMPUTER OPERATOR SUPERVISOR25.0%50
7945COMPUTER SERVICES CONSULTANT 112.5%57
7925COMPUTER SUPPORT ANALYST 112.5%49
7926COMPUTER SUPPORT ANALYST 212.5%55
7390COMPUTER SUPPORT SPECIALIST 112.5%48
7391COMPUTER SUPPORT SPECIALIST 212.5%54
7392COMPUTER SUPPORT SPECIALIST LEAD12.5%60
7939COMPUTER SUPPORT TECHNICIAN 112.5%42
7940COMPUTER SUPPORT TECHNICIAN 212.5%48
7941COMPUTER SUPPORT TECHNICIAN 312.5%51
7344CREDIT MANAGER A12.5%35
7345CREDIT MANAGER B12.5%43
7362DATA CONTROL SUPERVISOR25.0%50
7364DATA CONTROL TECHNICIAN 125.0%30
7365DATA CONTROL TECHNICIAN 225.0%36
7366DATA CONTROL TECHNICIAN 325.0%42
7367DATA CONTROL TECHNICIAN LEAD25.0%45
7641DRAFTING TECHNICIAN 212.5%48
7642DRAFTING TECHNICIAN 312.5%52
7639ENGINEERING ASSISTANT 112.5%48
7640ENGINEERING ASSISTANT 212.5%54
7625FACILITIES DRAFTING TECHNICIAN 212.5%48
7621FACILITIES/PROJECT COST ENGINEER12.5%61
7683FIRE PROTECTION ENGINEER12.5%71
7684FIRE PROTECTION ENGINEER-LEAD12.5%76
7036FISCAL SPECIALIST 112.5%40
7037FISCAL SPECIALIST 212.5%44
7068FISCAL SPECIALIST SUPV12.5%47
7050FISCAL TECHNICIAN 112.5%30
7051FISCAL TECHNICIAN 212.5%33
7055FISCAL TECHNICIAN 312.5%36
7052FISCAL TECHNICIAN LEAD12.5%37
7053FISCAL TECHNICIAN SUPERVISOR12.5%40
7503HEALTH EDUCATION RESOURCES COORDINATOR 112.5%44
7504HEALTH EDUCATION RESOURCES COORDINATOR 212.5%48
7774INFORMATION SPECIALIST 112.5%41
7775INFORMATION SPECIALIST 212.5%46
7797LABORATORY HELPER12.5%25
7798LABORATORY HELPER LEAD12.5%27
7800LABORATORY TECHNICIAN 112.5%28
7801LABORATORY TECHNICIAN 212.5%32
7173MANAGER-SWIMMING POOLS410.0%46
7557MEDIA/FILM CLERK 137.5%26
7558MEDIA/FILM CLERK 237.5%28
7559MEDIA/FILM CLERK 337.5%33
7511MEDICAL ILLUSTRATOR12.5%53
7220OFFICE ASSISTANT 137.5%28
7221OFFICE ASSISTANT 237.5%31
7222OFFICE ASSISTANT 337.5%34
7223OFFICE ASSISTANT LEAD37.5%36
7215OFFICE SUPPORT SUPERVISOR 137.5%42
7216OFFICE SUPPORT SUPERVISOR 237.5%46
7058PAYROLL & BENEFITS COORDINATOR12.5%41
7060PAYROLL TECHNICIAN 112.5%26
7061PAYROLL TECHNICIAN 212.5%31
7062PAYROLL TECHNICIAN LEAD12.5%33
7780PHOTOGRAPHER 112.5%41
7781PHOTOGRAPHER 212.5%45
7779PHOTOGRAPHIC TECHNICIAN12.5%30
7782PHOTOGRAPHY SUPERVISOR12.5%49
7168RECREATION COORDINATOR 2410.0%48
7506SCIENCE INSTRUCTION DESIGNER 112.5%44
7507SCIENCE INSTRUCTION DESIGNER 212.5%49
7911SYSTEMS ANALYST/PROGRAMMER 1410.0%51
7912SYSTEMS ANALYST/PROGRAMMER 2410.0%57
7913SYSTEMS ANALYST/PROGRAMMER 3410.0%63
7288TELECOMMUNICATIONS ANALYST 112.5%58
7289TELECOMMUNICATIONS ANALYST 212.5%62
7287TELECOMMUNICATIONS ANALYST 312.5%65
7260WORD PROCESSING OPERATOR 137.5%31
7261WORD PROCESSING OPERATOR 237.5%33
7262WORD PROCESSING OPERATOR LEAD37.5%37

Memorandum of Understanding between the University of Washington and SEIU Local 925

Cardiac Technologists at the UW Medicine Regional Heart Center

During negotiations for the 2015-2017 successor agreement, the parties agreed to the following: The University agrees to create a new job classification for cardiac technologists at the UW Medicine Regional Heart Center. The basis for creating this new job classification is to recognize the specialized work performed by cardiac technologists at the UW Medicine Regional Heart Center. This reclassification will result in a pay increase. The University will conclude and have it implemented no later than February 1, 2015.

In accordance with the aforementioned agreement, on February 1, 2015, the University agrees to implement the following at the University of Washington Medical Center.

  1. In the SEIU Local 925 Healthcare Prof/Lab Tech Bargaining Unit:
    1. The job classification Cardiac Technologist (Job Code 8338- Pay Table B7- Pay Range 79), will be reallocated to the newly created Advanced Cardiac Technologist job classification and placed on Pay Table B7 at Pay Range 98.
    2. The job classification Cardiac Technologist Lead (Job Code 8339- Pay Table B7- Pay Range 84), will be reallocated to the newly created Advanced Cardiac Technologist Lead job classification and placed on Pay Table BX at Pay Range 3.
  2. In the SEIU Local 925 Supervisory Bargaining Unit:

    The job classification Cardiac Technologist Supervisor (Job Code 8342- Pay Table B7- Pay Range 89), will be reallocated to the newly created Advanced Cardiac Technologist job classification and placed on Pay Table BX at Pay Range 8.

  3. All employees will be placed at their current Salary Step in the new Pay Range.

The parties agree that there are no written or oral representations, understandings, promises, or agreements directly or indirectly related to this Agreement that are not incorporated herein in full. Furthermore, this Agreement is not precedent setting and does not establish a practice.


Memorandum of Understanding between the University of Washington and SEIU Local 925

HR/Payroll System Bargaining

The parties acknowledge that the University of Washington is transitioning to a new integrated Human Resources and Payroll system (the "HRP"). The HRP is scheduled to be implemented on or around January 1, 2016, and will move from semi-monthly to biweekly (every two weeks) pay periods each year and will include actual time reporting. The UW has sent a demand to bargain to SEIU 925, and the parties acknowledge that such bargaining cannot be completed prior to the October 1 statutory deadline. As such, the parties agree to commence bargaining over the HRP in October 2014.


Memorandum of Understanding between the University of Washington and SEIU Local 925

Clinical Data Specialist Compression

Effective the first pay period following ratification, the University agrees to provide a pay adjustment of 3 ranges (from Pay Table B7 Range 76, to Pay Table B7 Range 79) to the Clinical Data Specialist Supervisor (job code 8368) classification.


Memorandum of Understanding between the University of Washington and SEIU Local 925

Nuclear Medicine P.E.T. Tech Compression

During negotiations for the 2015-2017 successor agreement, the parties agreed to the following regarding compression concerns in the Nuclear Medicine Technologist series: The University agrees to revisit the Nuclear Medicine P.E.T. Technologist (job code 8405), Nuclear Medicine Technologist Lead (job code 8412), and Nuclear Medicine Technologist Supervisor (job code 8414) job classifications, and if the pay range differential between any of those job classifications is less than 5% the University will make necessary adjustments, such that the differential between each of these classifications is no less than 5%, to be implemented effective January 1, 2015.

In accordance with the aforementioned agreement, on January 1, 2015, the University agrees to implement the following.

  1. In the SEIU Local 925 Healthcare Prof/Lab Tech Bargaining Unit:

    The job classification Nuclear Med Tech Lead (Job Code 8412) will be placed on Pay Table BF at Pay Range 15.

  2. In the SEIU Local 925 Supervisory Bargaining Unit:

    The job classification Nuclear Med Tech Supervisor (Job Code 8414) will be placed on Pay Table BH at Pay Range 32.

  3. All employees will be placed at their current Salary Step in the new Pay Range.

Memorandum of Understanding between the University of Washington and SEIU Local 925

Medical Assistant Wages

During negotiations for the 2015-2017 successor agreement, the parties agreed to the following regarding recruitment and retention concerns in the Medical Assistant series: The University commits to 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.

In accordance with the aforementioned agreement, on January 1, 2015, the University agrees to implement the following:

  1. The job classification Medical Assistant (Job Code 8265), on Pay Table B4 at Pay Range 37 will be moved to Pay Table B4 at Pay Range 43.
  2. The job classification Medical Assistant Lead (Job Code 8266), on Pay Table B4 at Pay Range 40 will be moved to Pay Table B4 at Pay Range 46.
  3. All employees will be placed at their current Salary Step in the new Pay Range.
  4. Medical Assistants (Job Code 8265) will be moved to an SEIU 925 healthcare Pay Table to the pay step closest to their current pay without being less at that time, effective July 1, 2017.
  5. All employees currently employed as a Medical Assistant (Job Code 8265) and designated as Medical Assistant-Registered on July 1, 2013, which have not become Washington State Medical Assistant-Certified will not be required to do so. Those employees (MA-Rs) will be known and referred to as "grandfathered MAs" and have a narrower scope of practice as determined by the Employer and identified in RCW 18.360.050.

The parties agree that there are no written or oral representations, understandings, promises, or agreements directly or indirectly related to this Agreement that are not incorporated herein in full. Furthermore, this Agreement is not precedent setting and does not establish a practice.


Memorandum of Understanding between the University of Washington and SEIU Local 925

Medical Interpreter Wages

Medical Interpreters-ASL (job code 8096) and Medical Interpreter - CCM (job code 8089) will receive pay range adjustments to resolve recruiting and retention issues experienced by the department. Effective July 1, 2015 the following range adjustments will be implemented:

Medical Interpreters-ASL (job code 8096) will move from Pay Table B4, Range 51, to Pay Table B4, Range 53.

Medical Interpreter - CCM (job code 8089) will move from Pay Table B4, Range 43, to Pay Table B4, Range 45.


Memorandum of Understanding between the University of Washington and SEIU Local 925

Filler Steps

For pay scales B2, B6, and B9, any step that does not result in a pay increase from the previous step will be adjusted such that it is worth 1% more than the previous step effective July 1, 2015.


Memorandum of Understanding between the University of Washington and SEIU Local 925

Ergonomics

The parties agree that upon ratification of this agreement, a joint committee of up to four union and four employer representatives (including two representatives from Environmental Health & Safety ["EH&S"]) will be formed to work together and, within 120 days, will recommend a plan for process improvement for the requesting and tracking of employee requests for ergonomics assessments. The committee will conclude upon delivery of its recommendation.


Memorandum of Understanding between the University of Washington and SEIU Local 925

Access to Policies and Procedures

The parties agree that within 120 days of ratification of this agreement, a joint committee of up to three union and 3 employer representatives will be established to meet on regularly established times, no less than once a month, to explore and propose methods to improve access to written and electronic policies and procedures. At their first meeting, the committee shall set the subsequent meeting dates for the next 21 months. The University reaffirms its obligation that with respect to any new policy or procedure, or modification of any existing policy or procedure that may impact wages, hours, or working conditions, will not be implemented without notice and the opportunity to first bargain with the Union.


Memorandum of Understanding between the University of Washington and SEIU Local 925

Unpaid Holidays for a Reason of Faith or Conscience

Leave without pay will be granted for a reason of faith or conscience for up to two (2) workdays per calendar year as provided below.

  1. Leave without pay will be granted for up to two (2) workdays per calendar year for a reason of faith or conscience or an organized activity conducted under the auspices of a religious denomination, church or religious organization. Leave without pay may only be denied if the employee's absence would impose an undue hardship on the Employer as defined by Chapter 82-56 WAC or the employee is necessary to maintain public safety.
  2. The Employer will allow an employee to use compensatory time, personal holiday or vacation leave in lieu of leave without pay. All requests to use compensatory time, personal holiday or vacation leave requests must indicate the leave is being used in lieu of leave without pay for a reason of faith or conscience. An employee's personal holiday must be used in full workday increments.
  3. An employee's seniority date, probationary period or trial service period will not be affected by leave without pay taken for a reason of faith or conscience.
  4. Employees will only be required to identify that the request for leave is for a reason of faith or conscience or an organized activity conducted under the auspices of a religious denomination, church, or religious organization.

Current Contract

Additional Resources

Previous Contract