UPDATE – 2013-2015 Contract Implementation Please see the following pertinent details:
Compensation – New compensation provisions went into effect on July 1, 2013, including 2 percent across-the-board increases for all employees in the bargaining units. This and other applicable compensation provisions that are effective July 1, 2013 will be first reflected on the July 25, 2013 paycheck, for the pay period ending July 15, 2013.
Contract Publication – The 2013-2015 collective bargaining agreement will be published to the Labor Relations website as soon as possible.
Background: The previous collective bargaining agreements negotiated between the UW and the Service Employees International Union, Local 925 (SEIU 925) covered the 2009-2011 fiscal biennium. Both parties agreed to extend these contracts through the 2011-2013 biennium, which expire after June 30, 2013. Negotiations are currently underway for a master successor agreement.
SEIU 925 represents employees covered by four University-wide bargaining units (Non-Supervisory, Supervisory, Research Technologist, and Research Technologist Supervisor) and one Healthcare Professional/Laboratory Technical contract covering employees in designated healthcare classifications. SEIU 925 represents a wide variety of job classes at UW's campuses and medical centers, including administrative and technical support, service workers, analysts, and healthcare specialists.
UW Negotiations Team:
|Peter Denis||Assistant Vice President, Labor Relations (Lead Negotiator)|
|Sue Carr||Technical Services Manager, UW Police Department|
|Robert Carroll||Director, Harborview Clinical Support Services and Planning|
|Caroline Currin||HR Consultant, UW Human Resources|
|Bob Ennes||Interim Director, Health Sciences Administration|
|Cheryl Ewaldsen||Assistant Director, Housing and Food Services|
|Trish Fiacchi||Director, UW Tacoma Human Resources|
|Mara Fletcher||HR Manager, School of Medicine|
|A.J. Hartman||Communications Specialist, Labor Relations|
|Karen Holloway||Associate Administrator, Laboratory Medicine|
|AnaMarie Keeney||HR Consultant, UW Medical Centers|
|Susan Lawrence||Director, HR Information Technology|
|Darren Layman||Assistant Director, Harborview Medical Center Ambulatory Care|
|Jennifer Mallahan||HR Specialist, Labor Relations|
|Frances Marshall||Assistant Administrator, Harborview Medical Center Ambulatory Care|
|Shelley Middlebrooks||Executive Director, HR Compensation|
|Patty Riley||Associate Administrator, UW Medical Center|
|Kristine Wegener||HR Manager, UW Medicine IT Services|
This recap details the eighth session for the renewal of the collective bargaining agreement between the UW and SEIU 925.
After extensive discussion, UW and SEIU 925 arrived at a comprehensive tentative agreement on a collective bargaining agreement that addresses the priorities of both the University and SEIU 925-represented employees.
Key provisions from the new comprehensive tentative agreement include:
Wage Increases – All SEIU 925-represented employees will receive a 2 percent across-the-board wage increase for both years of the 2013-2015 biennium, effective July 1 of 2013 and 2014.
These across-the-board wage increases will ultimately be contingent on successful completion of a sequence of events in the Washington State government, including a finding of financial feasibility by the Washington State Office of Financial Management (OFM), followed by approval by the Legislature, and concluding with appropriation of the state portion of funding for the increases in the 2013-2015 state budget.
If any one of the contingencies is not met, the across-the-board increases will not occur and the parties will resume collective bargaining on financial matters.
Pay Step Increases –On certain salary ranges that include “rest steps”— successive steps with the same value – UW will change selected steps to provide an increase from the previous step.
For health care pay scales B7, BG, and BH, steps I, J, and L will each be worth 1 percent more than the previous step, effective July 1, 2013. All SEIU 925 health care pay tables will increase steps N and O by 1 percent more than the previous step, effective July 1, 2014.
MOU: SEIU 1199/WSNA “Me-too” Agreement – If UW agrees to across-the-board salary or general increases for an SEIU 1199 or WSNA bargaining unit during negotiations for the 2013-2015 biennium that are more favorable than those negotiated by SEIU 925, UW will apply the same treatment to the salary schedules of SEIU 925-represented employees.
Also, UW and SEIU 925 will meet at least quarterly to address and bargain issues involving wages relative to market rates, recruitment and retention, and/or wage compression.
For more details on what is new and different in the 2013-2015 collective bargaining agreement, see the summary of the UW-SEIU 925 comprehensive tentative agreement.
UW and SEIU 925 will recommend this agreement to their respective constituents for approval and ratification.
UW will submit the contract and funding request to the OFM by October 1, pending contract ratification by SEIU 925.
This recap details the seventh session for the renewal of the collective bargaining agreement between the UW and SEIU 925.
The parties heard testimony from an ophthalmic technician performing ophthalmic imaging work who is advocating for reclassification, and from Medical Assistants promoting higher pay.
Wage Increases – SEIU 925 proposed wage increases for the medical assistant series and moving vascular technologists up on the wage scale.
Ophthalmic Technicians – SEIU 925 proposed the creation of a new, higher-paid job classification into which ophthalmic technicians performing ophthalmic imaging work would be reclassified.
Harborview Public Safety Sergeants – SEIU 925 proposed providing a $1.30 per hour pay premium to public safety sergeants at Harborview Medical Center for performing restraints, which it previously proposed for public safety officers at UW Medical Center.
SEIU 925 withdrew its proposals on the reclassification appeals process, the removal of disciplinary documents, and creating a joint union-UW training class.
UW presented a cost summary of SEIU 925’s initial economic proposals. SEIU 925’s economic proposals would cost the UW more than $126 million over two years.
UW presented findings from the new Classified Staff Compensation Study, demonstrating how wages at UW in both health care and non-health care settings compare against market averages.
UW pointed out that overall, most of UW’s pay for positions in health care is closely aligned with the market 50th percentile. UW explained that collaborative efforts between the University and SEIU 925 toward targeted recruitment and retention adjustments have helped yield tangible results, despite the economic climate.
UW noted that wages for non-health care jobs, while still within what is considered a “normal” range of the market average, show room for improvement (LINK). UW explained that this information demonstrates the need and lays the foundation for working to bring UW employee wages across the institution into closer alignment with one another.
UW declined SEIU 925’s economic proposals, and returned with a comprehensive economic counter-proposal.
UW proposed 2 percent raises each year for both years of the 2013-2015 fiscal biennium to benefit all SEIU 925-represented employees. These across-the-board wage increases would ultimately be subject to final approval and appropriations from the state government.
UW explained that beyond economic provisions negotiated in the contract, it would like to maintain the momentum of both parties in working together to identify and address recruitment and retention issues among SEIU 925-represented employees.
UW expressed that given the current economic and collective bargaining context in Washington State, it believes this offer represents a smart balance between the responsible stewardship of state funds and the beginning of a tangible emergence from the recession for its employees.
SEIU 925 expressed frustration, pointing out that its bargaining units at Harborview and UW Medical Centers are less reliant on state funding than its other UW bargaining units. SEIU 925 reiterated its desire to bargain a separate deal with larger wage increases for its members working at the hospitals.
UW explained its intention to put any available money into general wage increases, and emphasized that its overriding priority is to do the greatest good for as many employees as possible with its resources.
SEIU 925 agreed to UW’s latest counter-proposals on the SEIU 925/1199NW “Identical Titles” list, and on adjusting the rates of temporary employees within the parameters of UW policy and state law.
The next UW/SEIU 925 bargaining session is scheduled for September 24.
This recap details the sixth session for the renewal of the collective bargaining agreement between the UW and SEIU 925.
Unauthorized Absence – An employee who neither appears for work nor reports their absence to their supervisor on three consecutive workdays would be recommended for termination.
Employees with proof that their absence could not reasonably have been avoided could submit a written petition for reinstatement within 10 days of the mailing of their separation notice.
Probationary Period – Expedite the process by which an employee who is rejected during their probationary period may request an explanatory meeting.
UW proposed that such a meeting take place within 10 business days of the notice of rejection.
Vacation Leave – If an employee's request for vacation leave is denied by their immediate supervisor, they could appeal the request to the direct leadership of their supervisor, whose decision on the matter would be binding.
Job Reclassification Appeals Process – UW upheld its proposal to allow a hearing officer to decide on the "best fit" classification of the work in question within the parameters of the UW Classification System.
Joint Labor Training Session – UW maintained its proposal to make such a class available to only SEIU 925 members and UW management, but withdrew the idea of stewards applying their training release allotment to attend.
Several SEIU 925 members delivered testimonials in support of wage increases for both the surgical and clinical technologist job series, as well as expanding eligibility for preceptor pay.
They voiced that higher pay for technologists would better reflect the complexity of their work, and would improve UW Medicine's competitiveness in recruiting and retention. SEIU 925 members also reasoned that a broader application of preceptor pay would increase the quality of training received by new hires.
Wage Increases – Increase the pay ranges of the clinical and surgical technologists, and make the surgical technologist job classification eligible for the Advance Certification/Registration pay premium that is available to certain hospital technical employees who are certified in qualifying specialty areas.
Educational and Professional Development – Grant all SEIU 925-represented employees between 24 and 40 hours of educational/professional leave each year.
Each SEIU 925-represented, full-time equivalent employee would also receive between $250 and $500 per year in education support funds. Unspent individual funds would be pooled and used on a department-wide basis.
Preceptor Pay Definition – SEIU 925 proposed a definition of what activities qualify for preceptor pay.
Temporary, Hourly, and Fixed Duration Employees – SEIU 925 amended UW's counter-proposal to include that individual departments may request salary increases where appropriate.
Identical Titles List – SEIU 925 proposed that the cardiac sonographer and the pulmonary function technologist job series receive the same salary adjustments, market adjustments, and premium pay rates as those negotiated by their SEIU 1199-represented counterparts at Harborview Medical Center.
UW distributed a chart indicating the statuses of the proposals made by both parties to date as a reference for the coming bargaining sessions.
UW emphasized that the parties must work strategically and efficiently during the remaining meetings, given the short time frame between the September 20 release of the Washington Office of Financial Management's state financial forecast and the state-mandated October 1 contract due date.
The next UW/SEIU 925 bargaining session is scheduled for September 20.
This recap details the fifth session for the renewal of the collective bargaining agreement between the UW and SEIU 925.
An Airlift Northwest communications specialist delivered a presentation to promote wage parity between dispatchers at Airlift Northwest and those at the UW Police Department.
The presentation outlined the duties and responsibilities of Airlift Northwest dispatchers, emphasizing the complex coordination that is typically involved, and noting that most calls have an emergency component.
Compensation – Provide across-the-board raises of 3 percent in 2013 and 4 percent in 2014, eliminate the Career Enhancement/Growth (CEGP) program, and convert CEGP merit-based steps into automatic step increases.
SEIU 925 also proposed increasing and standardizing the rates of all pay premiums and shift differentials across SEIU 925-represented job classifications.
Pay Step Increases – Establish wage increases for steps on certain wage scales that currently do not provide an increase from the previous step.
Vacation Leave – Allow employees that are traveling to make supplemental vacation requests to extend their leave of absence in order to cover travel time.
Inclement Weather and Suspended Operations – No longer require overtime-exempt positions to make up or apply accrued leave to days missed due to suspended University operations.
Removal of Disciplinary Documents – Allow for the removal of formal counseling records from an employee's personnel file after three years.
Joint Labor Training Session – SEIU 925 proposed making the proposed labor classes available to all UW employees, instead of only SEIU 925 stewards, members, and UW managers.
Exempt Work Period Positions – SEIU 925 withdrew its proposal to define the point at which overtime-exempt employees may accrue overtime, but maintained its proposal to allow for departmental management to approve such overtime instead of the director of HR Operations.
Job Reclassification Appeals Process – SEIU 925 proposed amending UW's counter proposal, such that a hearing officer could recommend a new job classification in cases where they determine that no current UW classifications fit the work in question.
Health and Safety – UW proposed prescribing a recommended order for reporting workplace health and safety concerns, beginning with the supervisor, then the UW Department of Environmental Health and Safety (EH&S), and then the Department of Labor and Industries.
The proposal also replaces a reference to an outdated Washington ergonomics policy with a reference to the EH&S website.
Layoff Units – UW proposed language updates to various layoff units to better reflect their current structure.
Identical Titles List – UW presented a counter-proposal that supported SEIU 925's proposal to add the nuclear medical technologist, imaging technologist, and respiratory care job series to the "Identical Titles" list, but declined SEIU 925's proposal to add the cardiac sonographer and pulmonary function technologist series.
This list links wage increases received by certain SEIU 1199-represented employees at Harborview to their SEIU 925-represented counterparts at UW Medical Center, and vice-versa.
Temporary, Hourly, and Fixed Duration Employees – UW declined SEIU 925's proposal to give such employees across-the-board raises, and instead proposed language to memorialize the existing University policy that these employees will not be "left behind" their designated pay range if their pay range increases.
Removal of Documents – UW countered SEIU 925's proposal to allow for the removal of a formal counseling from an employee's personnel file after three years by proposing the addition of an election of remedies provision.
Such a provision, found in other UW contracts that allow for a similar removal of documents, would establish that if a claim is brought to arbitration, it could not subsequently be brought before another judicial or administrative law forum.
Article 23: Health and Safety – The parties tentatively agreed to UW's proposal to establish a suggested order for reporting workplace health and safety concerns.
Article 8.14: Flex Survey – The parties tentatively agreed to SEIU 925's proposal to delete obsolete contract language surrounding an outdated survey.
The next UW/SEIU 925 bargaining session is scheduled for September 7.
This recap details the fourth session for the renewal of the collective bargaining agreement between the UW and SEIU 925.
Temporary, Hourly, and Fixed Duration Employees – UW explained that it cannot support the proposed across-the-board wage increases for these employees.
UW explained that it is already University policy that such employees are paid within their designated salary range. Accordingly, if the salary range they fall within increases, their pay will not be "left behind" the range's new minimum. Additionally, managers currently have the flexibility to increase the hourly rate of a temporary employee that returns to a temporary position after a break in service.
Excepted Work Period Positions – UW expressed its hesitation to establish a specific and standardized threshold for the point at which overtime-exempt employees begin to accrue overtime pay, as it runs counter to the notion of them being exempt employees.
Overtime After Shift – UW explained that offering overtime pay on a daily basis every time an employee works beyond their 10 or 12 hour shift becomes problematic when considering part-time employees.
UW pointed out the potential for inequity, illustrating how a full-time employee could be paid for working 40 hours during a week at their normal pay rate, while a part-time employee working less than 40 hours could receive overtime pay if they simply worked beyond their shift on at least one day. This could result in a part-time employee earning more than a full-time employee in a given workweek.
SEIU 925 replied that the employees it represents would not mind such a scenario, as they are supportive of each other's interests.
Joint Labor Training Sessions – UW presented a counter to SEIU 925's proposal to create a labor-themed organizational training class. UW proposed that the parties jointly sponsor one or more full day training sessions available to SEIU 925 stewards and members, and UW management.
These sessions would expand employees' understanding of union and management roles at the UW through topics that would include the history of unions and the nature of collective bargaining, and could qualify for the eight hours of paid release time already provided to stewards for steward training.
Language Pay – SEIU 925 proposed slight amendments to the description in Article 8.13 of scenarios in which employees other than certified translators may qualify for a pay premium for providing translation services.
Market Adjustments – SEIU 925 proposed across-the-board wage increases for any job titles deemed to be paid less than the market wage median.
SEIU 925 revisited UW's concern over providing the union with certain contact information for employees that have requested that it remain private.
SEIU 925 reiterated its argument that all contact information of UW employees is public information, and that if UW does not provide it, the union will obtain it through a public records request.
The next UW-SEIU 925 bargaining session is scheduled for August 27.
This recap details the third session for the renewal of the collective bargaining agreement between the UW and SEIU 925.
Listing of Employees – UW proposed a counter to SEIU 925's proposal, amending it to say that phone number and email address would not be among the contact information the UW provides to SEIU 925 on employees it represents.
UW explained that it is difficult to distinguish which people have elected to not have this information listed, making it impossible to avoid sharing information that employees have requested remain confidential.
SEIU 925 disagreed, expressing its opinion that this information is a public record.
UW stressed the importance of determining a way to give information to the union that is meaningful, but does not violate privacy.
SEIU 925 Administrative Proposal – UW tentatively agreed, with minor edits, to SEIU 925's proposal to move the Equipment Inventory Office into the Grant and Contract Accounting layoff unit.
Organizational Training and Development Class – Create and implement a labor relations class that is available to all UW employees, several times per year, detailing the historic and current roles of unions and management.
Temporary, Hourly, and Fixed Duration Employees – Give across-the-board wage increases negotiated for all SEIU 925-represented job classifications to their temporary, hourly, and fixed-duration counterparts.
Excepted Work Period Positions – Overtime-exempt employees directed to work more than 10 percent over their full-time equivalent may be approved by their department managers to receive overtime or compensatory time for their extra time worked.
This proposal would apply to employees represented by the University-wide contracts and the Research Technologist contract.
Overtime After Shift Language – Establish a standard seven-day work period for overtime computation for employees working 10 and 12 hour shifts. Any such employee exceeding either their daily shift or 40 hours during the seven day work period would be paid for the excess hours at the rate of one and one-half times their regular wage.
SEIU 925 requested a response to its wage parity proposals.
UW explained that it cannot respond to any specific proposal that has an economic cost associated with it without a more complete sense of SEIU 925's overall economic proposal.
UW further explained that the University's economic outlook will be unclear until the Washington Office of Financial Management (OFM) releases the details of its financial forecast on September 20. UW would like to have a strong understanding of SEIU 925's financial requests to begin costing them out and formulating creative solutions for when the OFM's outlook is made more clear.
SEIU 925 raised the idea of bargaining its hospital contracts separately from its campus contracts, because the hospital contracts do not rely on the same level of state funding that the campus contracts do.
The next UW/SEIU 925 bargaining session is scheduled for August 15.
This recap details the second session for the renewal of the collective bargaining agreement between the UW and SEIU 925.
SEIU 925 Administrative Proposal – SEIU 925 requested a revision to the layoff unit for the Equipment Inventory Office, as it moved from Financial Accounting to Grant and Contract Accounting or Research Accounting and Analysis.
Contract Proposal: Campus-wide Nonsupervisory – SEIU 925 presented a new side letter, which notes the union and UW agree to include certain job titles in the SEIU Local 925 University-wide Nonsupervisory Bargaining Unit.
UW Medical Center Public Safety Officer Premium – SEIU 925 proposed a pay premium of $1.30 for all UW Medical Center Public Safety Officers who have been trained and qualified to assist clinical staff when requested to properly restrain patients. SEIU 925 noted that this is the same premium given to Harborview Public Safety Officers.
Listing of Employees – SEIU 925 proposed amending Article 3.5 to note that UW will provide work location, office phone numbers, and email addresses of all employees with union dues or fair share fee deductions.
UW responded that it cannot provide employee work location because it is not information collected in the central systems. UW will check on the availability of the other information.
Job Reclassification Appeals Process – UW proposed amending SEIU 925's proposal such that instead of empowering an external hearing officer to authorize newly proposed classifications or to instruct the parties to create new classifications, the parties grant them the authority to decide on the "best fit" classification within the parameters of the UW Classification System.
UW responded to SEIU 925's earlier proposal to align pay of Airlift Northwest dispatchers with that of UW Police Department dispatchers.
UW reported that further research indicated that the two jobs are profoundly different, and that the responsibilities and scope of work for Airlift Northwest dispatchers are more focused, where those of UW Police Department dispatchers are more broad and varied. UW noted that the difference in salaries reflects this, and as such it is not prepared to align them.
After some negotiating, the parties reached tentative agreements on the following three articles:
Article 8.17: Departmental Labor Management Meetings – The scope of topics discussed at joint labor-management meetings will be expanded to include all departmental subjects, but release time for employees requesting to attend such meetings will be subject to their department's operational needs.
Article 29: Contract Distribution – UW will submit the electronic version of the contract to SEIU 925 prior to posting it online, and each department will maintain a paper contract that is accessible to all SEIU 925 members. Also, UW will no longer send a letter to every new SEIU 925-represented employee informing them of their dues obligations, and instead will send dues deduction cards upon request.
Side Letter: Contract Consolidation – UW and SEIU 925 will form a collaborative work group to consolidate all SEIU 925 contracts into one document by December 31, 2012.
SEIU 925 presented research on preceptor pay for Respiratory Care Practitioners in other local hospitals, noting its opinion that such pay is warranted at UW Medical Center.
UW raised the question of whether or not clinical instructors are responsible for training students or new employees, and asked for additional clarification from SEIU 925 as to who they are requesting should receive preceptor pay.
The next UW/SEIU 925 bargaining session is scheduled for August 10.
This recap details the first session for the renewal of the collective bargaining agreement between the UW and SEIU 925.
SEIU 925 described having a demoralized membership in recent years, citing hiring freezes, a new performance evaluation form, and restrictive dress codes. SEIU 925 noted that it will be presenting many different proposals over the course of bargaining.
UW acknowledged the economic difficulties that all state employees have experienced, and expressed that supporting its employees financially is in the best interest of all parties. UW pointed out that Washington's economic outlook will be unclear until middle-to-late September, when the state's financial forecast is to be released.
UW stressed the importance of the University eventually emerging from the recession in a strategic way.
SEIU 925 proposed incorporating several already agreed-upon "memoranda of understanding" into the contract, as well as updating certain side letters.
These included a letter delineating a random-chance method for determining who to lay off in situations where multiple employees have identical seniority, as well as a memorandum establishing that camera or audio recordings in the UW Transportation Services Office will not be used to monitor employees.
UW agreed to incorporate both the memoranda concerning layoff procedures and camera/audio recording in the contract, and the parties signed tentative agreements for both.
Joint Labor-Management Meetings – Broaden the scope of topics covered at labor-management meetings beyond staffing issues, to include any departmental subject.
Matching Pay Provisions – Align the wage scales or salaries of several SEIU 925-represented positions with those of positions outside of SEIU 925 that the union deems similar in scope, including certain healthcare technologists, drivers, and dispatchers.
Job Classifications – Reorganize certain healthcare-related positions into what SEIU 925 considers more appropriate classifications.
SEIU 925 also proposed language that would empower an external hearing officer to make binding determinations on how work should be classified.
Joint Labor-Management Meetings – UW offered an amendment to SEIU 925's proposal on labor-management meetings, adding language to establish that the commitment of time and personnel involved with holding these meetings may not adversely impact business operations.
Union Membership and Dues Deduction – Update the existing contract language surrounding union membership materials and dues deduction to better reflect current practices.
Contract Consolidation and Distribution – Consolidate the nearly identical contracts for each of the five SEIU 925 bargaining units into one master contract, with appendices for any unique provisions.
UW also proposed that the parties stop printing paper contracts, and instead rely on the online electronic version.
The next UW/SEIU 925 bargaining session is scheduled for July 30.