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UW/SEIU 925 University-wide Supervisory Contract (Effective 7/1/09 - 6/30/11; Extended to 6/30/12)
Side Letters


SIDE LETTER A - UNIVERSITY BUDGET COMMITTEE

July 1, 2009

It is my understanding that during contract negotiations, the Union has expressed an interest in having access to the University Budget Committee (UBC) in order to provide input on budget decisions affecting bargaining unit members.

The Executive Vice President has been requested by the University Budget Committee to provide summary information to a number of groups and organizations having an interest in budget decisions, which may affect staff employees. In this regard, the Executive Vice President has in the past met with your Union's Policy Board, and it would be my intent to do so in the future at your request.

Further, in the event the University is required by external mandate to reduce its budget during the term of a biennium, this office will provide the Union with a copy of any budget reduction plan developed by the UBC and solicit your comments regarding the plan prior to its submission to the Regents for their review and action.


SIDE LETTER B - 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 sixty (60) days in advance and agrees to consult with the Union over implementation issues.


SIDE LETTER C - REGULAR TEMPORARY EMPLOYEES

July 1, 2009

Ms. Kim Cook, President
SEIU Local 925
3747 Stone Way N.
Seattle, WA 98103

Dear Ms. Cook:

In addition to the language contained in Appendix VII - Regular Temporary Employees, the parties agree to the following:

After initial inclusion in a Local 925 bargaining unit, an employee will continue to be included in the bargaining unit in subsequent years if the 350 hour threshold was met in the previous year.

The University will give a Union-provided "Welcome Letter" and a Union-provided payroll deduction form to each member of the bargaining unit as they cross the 350-hour threshold.

The Union and the University agree that an employee signature on a Union Payroll Deduction form is valid from year to year as long as a regular temporary employee remains in the bargaining unit.


SIDE LETTER D - REPRESENTATION

July 1, 2009

Ms. Kim Cook, President
SEIU Local 925
3747 Stone Way N.
Seattle, WA 98103

Dear Ms. Cook:

The University agrees not to oppose the Union’s effort to add to the bargaining unit employees working in the non-healthcare titles outlined by its proposal to the University on May 25, 2006. 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 E - PROFESSIONAL STAFF EXEMPTIONS

July 1, 2009

Ms. Kim Cook, President
SEIU Local 925
3747 Stone Way N.
Seattle, WA 98103

Dear Ms. Cook:

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.