Memorandum of Understanding #1 (Fitness Incentive Program)
The parties acknowledge and agree that the present Memorandum of Understanding is fully integrated into and constitutes part and parcel of the Collective Agreement agreed to between them and attached hereto by reference.
The Parties hereto agree as follows:
The parties will meet at least quarterly, or more often if requested by either party, to discuss, in good faith the development of a fitness incentive program.
Memorandum of Understanding #2 (Wage reopener)
The parties acknowledge and agree that this Memorandum of Understanding is fully integrated into and constitutes part and parcel of the Collective Agreement agreed to between them and attached hereto by reference.
The Parties hereto agree as follows:
"In the event the University of Washington is informed by Executive or Legislative action that it is expected to comply with any wage reduction applicable to State of Washington collective bargaining agreements, the University of Washington may re-open the bargaining agreement and bargain with the Union in order to ensure compliance therewith."
"In the event that the State allocates funds for wage increases, the Union may request to re- open the bargaining agreement and bargain with the Employer, subject to OFM determination regarding infeasibility."
Between July 2013 and June 2014, the parties will meet at least quarterly, or more often if requested by either party to address and bargain wage issues based on market rates, recruitment and retention issues, and/or wage compression issues. Prior to the first meeting, in the event that the University of Washington Compensation Department will completes and provide to the parties a salary survey for the job classifications in the bargaining unit, it will present such results to the parties.
Memorandum of Understanding #3 (Financial Infeasibility Concerning 2009-2011 CBA)
This Memorandum of Understanding (MOU) by and between the Washington Federation of State Employees (Union), and the University Of Washington Board Of Regents (Employer) concerning the parties 2009 - 2011 Collective Bargaining Agreement. The parties agree to the following:
The parties recognize that economic terms described in articles 25.1, 25.2, 25.3, and 25.7 that were tentatively agreed to on September 11, 2008 were not funded, and will not be implemented, based upon a December 2008 finding by the Director of OFM that such terms were not economically feasible.
Attachment 1 is a list of the aforementioned economic terms.
25.1 Effective January 1, 2010 through June 30, 2010 Sergeants will maintain a 15.5% supervisory differential over the employees they supervise. Effective July 1, 2010 through December 30, 2010 Sergeants will maintain a 16% supervisory differential over the employees they supervise. Effective January 1, 2011, Sergeants will maintain a 16.5 % supervisory differential over the employees they supervise.
25.2 Effective July 1, 2009, all employees will receive a 2.25% increase upon their base pay. Effective July, 1, 2010, a new step (M) will be established on the pay scales for Sergeants and Lieutenants. Employees who have been at Step L for at least one year as of July 1, 2010 will move to step (M) effective the first pay period of July 2010. Employees who have been at step (L) less than a year as of July 1, 2010 will move to step (M) upon completion of one year at step (L).
25.3 Effective July 1, 2009, the employees will receive longevity pay in accordance with the following schedule: 30 years 6%.
25.7 Field Training Program: When there is a student officer in the Field Training Program, the designated Field Training Sergeant will receive an additional 5% salary increase during this time.