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SEIU 925 Contract Negotiation Updates

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.

Geoff Miller
Assistant Director, UW Labor Relations (Lead Negotiator)
Alieu Ann
Director, CSS and Planning Administration
Maria Card
Human Resources Consultant, Campus HR Operations
Sue Carr
Technical Services Director, UWPD
Bob Ennes
Director of Finance and Administration, Health Sciences Administration
Stephanie Godwin-Austen
Sr. Compensation Consultant, UW Compensation
A.J. Hartman
Communications Specialist, UW Labor Relations
Karen Holloway
Associate Administrator, Laboratory Medicine
AnaMarie Keeney
HR Consultant, UW Medical Centers
Darren Layman
Director of Administrative and Support Services, AACS Administration
Susan Lawrence
Director of IT HR, UW Information Technology
Jennifer Mallahan
HR Specialist, Labor Relations
Pamela Morris
Facilities Director, Comparative Medicine
Erin F. Rice
Assistant Vice President, Campus HR Operations
Patty Riley
Senior Associate Administrator, UWMC Administration
Mara Stevens
HR Manager, School of Medicine Dean's Office
Randy West
Director, HR Compensation

Comprehensive UW-SEIU 925 Tentative Agreement Reached

The parties reached a comprehensive tentative agreement for the 2015-2017 contract after meeting on September 22 and 24, which has been ratified by SEIU 925's membership.

Summary of the 2015-2017 Agreement

For an overview of the agreement, please find the Summary of the SEIU 925–UW 2015-2017 Comprehensive Tentative Agreement, or continue reading below.

Wages

  • General Wage Increases:
    • 3% across the board increase effective July 1, 2015.
    • 2% across the board increase effective July 1, 2016.
  • Minimum Pay Step Adjustment: Effective July 1, 2015, any regular, non-hourly employee whose salary is less than $2080 per month ($12/hour) will be placed on a pay step that is at least $2080 per month.
  • Market Wage Adjustments: Effective July 1, 2015, several job titles will receive pay range adjustments up to 80% of the market median.

Article 2: Nondiscrimination/ Affirmative Action

  • Nondiscrimination: New language memorializes the parties' commitment to not discriminate on the basis of gender identity or expression.

Article 8: Hours of Work and Overtime

  • Preceptor: Respiratory Care Practitioners were made eligible for preceptor pay of $1.50 per hour, and preceptor pay for Surgical Technologists was increased to $1.50 per hour.
  • Update: Language on teleworking (section 8.16) was removed.

Article 12: Leaves of Absence

  • Parking on Snow Days: UW parking will be provided for employees designated as essential by their supervisor at each campus for which suspended operations have been declared.

Article 17: Seniority, Layoff, Rehire

  • Layoff Seniority Tiebreaker: The parties will incorporate into the body of the contract an existing MOU whereby layoff seniority order for employees with identical contract seniority will be determined by randomly drawing names.

Article 18: Corrective Action/Dismissal

  • Removal of Records: Records of formal counseling (excluding those for workplace violence or UW policies against harassment, discrimination, or retaliation) will be removed from an employee's personnel file after 3 years upon written request if there has been no subsequent corrective action and circumstances do not warrant longer retention.

Article 26: Policies

  • Union Access: The union may enter the workplace at reasonable times and with prior notification to management in order to exercise its representational duties. The union may engage in de minimis conversations with as long as the employee does not object and the conversation does not disturb the facility's operation or compromise patient health information. The union may not interfere with an employee's work assignment, and meetings with employees are restricted to nonworking time.

Appendix 3: Differentials

  • Restraint Premium: Department of Public Safety Officers and Sergeants at UW Medical Center who have been trained and qualified to assist clinical staff in the proper restraint of patients will receive premium pay of $1.30 per hour.

Appendix 6: Regular Temporary Employees

  • Consolidation: The contents of Side Letter E ("Regular Temporary Employees") were consolidated into Appendix 6.

Side Letter A: UW Budget Committee

  • Update: The parties agreed to remove Side Letter A.

Side Letter G: SEIU Local 925/1199NW Identical Titles

  • Titles Added: Several sonographer and technologist job classes were added to the list of SEIU 925-represented job titles that are linked to wage increases received by identical or similar job titles represented by SEIU 1199NW.

Side Letter H: Advance Certification/Registration Pay

  • Titles Added: Eligibility for advance certification/registration pay was expanded to include Diagnostic Medical Sonographer Supervisors, Nuclear Medicine Technologist Supervisors, and Imaging Technologist Supervisors.

Side Letter I: Modality Pay

  • Titles Added: Eligibility for modality pay was expanded to include Cardiac Sonographer Supervisors, Diagnostic Medical Sonographer Supervisors, Electrocardiograph Laboratory Supervisors, Nuclear Medicine Technologist Supervisors, and Imaging Technologist Supervisors.

Side Letter J: Contract Consolidation

  • Update: The parties agreed to remove Side Letter J.

MOU: Classification Study

  • Update: The parties agreed to remove an outdated classification study MOU.

MOU: Market Adjustments

  • "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 2015–2017 biennium that are more favorable than those negotiated by SEIU 925, UW will apply the same treatment to the salary schedules of SEIU 925 Healthcare Professional/Laboratory Technical salary schedules.
  • Wage Discussions: UW and SEIU 925 will meet at least quarterly to address and bargain issues involving wages relative to market rates, recruitment and retention, advance certification/registration pay, and/or wage compression.

MOU: Cardiac Technologists at UWMRHC

  • Reclassification: UW will create a new job classification for Cardiac Technologists at the UW Medicine Regional Heart Center in recognition of their specialized work. The reclassification will consider preceptor pay, will result in a pay increase, and will be implemented no later than February 1, 2015.

MOU: HR/Payroll System

  • HR/Payroll System: New MOU acknowledges that the UW's new HR/Payroll system is scheduled to be implemented on January 1, 2016, and that the parties will begin bargaining in October of 2014.

MOU: Clinical Data Specialist Compression

  • Compression Adjustments: UW will provide a 3-range pay adjustment to the Clinical Data Specialist Supervisor job classification, effective the first pay period following ratification.

MOU: Nuclear Medicine P.E.T. Tech Compression

  • Compression Adjustments: UW will examine the pay differential between the Nuclear Medicine P.E.T. Technologist, Nuclear Medicine Technologist Lead, and the Nuclear Medicine Technologist Supervisor job classifications, and will ensure that the pay differential between each is no less than 5%, effective January 1, 2015.

MOU: Medical Assistant Wages

  • MA Wages: UW will 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.

MOU: Medical Interpreter Wages

  • Recruitment and Retention Adjustment: The Medical Interpreter–ASL and Medical Interpreter–CCM job classifications will receive pay range adjustments to resolve recruiting and retention issues, effective July 1, 2015.

MOU: Filler Steps

  • Step Adjustments: 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.

MOU: Ergonomics

  • Ergonomics Committee: The parties will form a joint committee, to include representatives from Environmental Health and Safety, to create a process improvement recommendation within 120 days of ratification.

MOU: Access to Policies and Procedures

  • Policy Access Committee: The parties will form a joint committee within 120 days of ratification and meet at least quarterly to explore ways to improve access to written and electronic policies and procedures.

MOU: Unpaid Holidays for Reason of Faith or Conscience

  • Faith/Conscience Holiday: Leave without pay will be granted for up to two workdays per calendar year for reason of faith or conscience, to which employees may apply compensatory time, personal holiday, or vacation leave. Such requests may only be denied if the employee’s absence would create undue hardship (per WAC 82-56) or the employee is necessary to maintain public safety.

Negotiations Recap for September 18, 2014

This recap details the seventh session for the renewal of the master collective bargaining agreement between the UW and SEIU 925 for the 2015-17 contract term.

UW Proposals

General Wage Increase – UW proposed general wage increases of 3 percent effective July 1, 2015, and 1.8 percent effective July 1, 2016.

Minimum Pay Step Adjustment – UW maintained its proposal for any regular, non-hourly employee whose salary is less than $12 per hour to be placed on a pay step that is at least $12 per hour.

Step Structure – UW proposed to maintain the existing pay table structure as it is currently configured.

Market Wage Adjustments – UW maintained its proposal for several job titles to receive pay range adjustments up to 80 percent of the market median.

Parking on Snow Days – UW proposed that UW parking be available at each campus for which suspended operations have been declared for any staff member designated as essential by their supervisor.

HR/Payroll Modernization Bargaining – UW proposed a memorandum of understanding affirming the parties' commitment to bargain impacts associated with the UW's implementation of a new HR/payroll system. Such bargaining would begin in October of 2014, with the goal of concluding by December of 2014.

Medical Assistant Wages – UW proposed moving medical assistants to a healthcare pay table on a range that would result in a pay increase and that would be competitive with the peer labor market, effective January 1, 2015.

Requests for Ergonomics Assessment – UW proposed that the parties form a joint committee, to include representatives from Environmental Health and Safety, to create a process improvement recommendation within 120 days of ratification.

SEIU 925 Proposals

Market Wage Adjustments – SEIU 925 proposed that several job titles receive pay range adjustments up to 81.5 percent of the market median, effective July 1, 2015.

Preceptor – SEIU 925 maintained its proposal to include respiratory therapists and cardiac technologists in eligibility for preceptor pay, but adjusted its proposed premium rate to $1 per hour.

Differentials – SEIU 925 proposed that campus security officers and sergeants be eligible for evening and night shift differentials, as well as standby and weekend pay.

Parking on Snow Days – SEIU 925 proposed that UW parking be provided for employees designated as essential by their supervisor at each campus for which suspended operations have been declared.

Tentative Agreements

Medical Assistant Wages – The parties tentatively agreed to UW's proposed adjustments to wages for medical assistants.

Requests for Ergonomics Assessment – The parties tentatively agreed to UW's proposed formation of a joint committee to create a process improvement recommendation within 120 days of ratification.

Next Steps

The next UW/SEIU 925 bargaining session is scheduled for September 22.


Negotiations Recap for September 8, 2014

This recap details the sixth session for the renewal of the master collective bargaining agreement between the UW and SEIU 925 for the 2015-17 contract term.

Status of Proposals

UW presented a status chart summarizing the proposals put forth to date, and responding to SEIU 925's outstanding proposals.

UW proposed to uphold current contract language for several SEIU 925 proposals, and maintained its proposal for unauthorized absence from July 31.

Market Survey Statistics

UW presented a visual market survey reference to further illustrate the University’s compensation philosophy and how it fits in the market.

UW Proposals

Requests for Ergonomics Assessment – Based on the parties' August 21 discussion, UW proposed the parties convene a committee comprised of union, management, and Environmental Health and Safety representatives tasked with forming a non-binding process improvement recommendation within 150 days of contract ratification.

General Wage Increase – UW proposed general wage increases of 1.25 percent effective July 1, 2015, and a 1.75 percent effective July 1, 2016.

Minimum Pay Step Adjustment – UW proposed that any regular, non-hourly employee whose salary is less than $12 per hour be placed on a pay step that is at least $12 per hour.

Step Structure – UW's proposal would allow for the existing step structure remain as it is currently configured.

Market Wage Adjustments – UW proposed that several job titles receive pay range adjustments up to 80 percent of the market median.

SEIU 925 Proposals

Requests for Ergonomics Assessment – SEIU 925 proposed that the committee recommendation outlined in UW's proposal be delivered within 60 days of contract ratification, and that the University be bound to implement it.

General Wage Increase – SEIU 925 proposed general wage increases of 4 percent effective July 1, 2015, and 3 percent effective July 1, 2016.

Minimum Pay Step Adjustment – SEIU 925 proposed that all employees whose salary is less than $13 per hour be placed on a pay step that is at least $13 per hour, effective July 1, 2015. Effective July 1, 2016, non-hourly employees whose salary is less than $15 per hour would be placed on a pay step that is at least $15 per hour.

Adding Automatic Pay Steps – SEIU 925 maintained its proposal to eliminate the merit-based Career Enhancement/Growth Program (CEGP) steps and adding automatic pay steps to all SEIU 925 pay tables as follows:

  • SEIU 925 pay tables with CEGP steps: Convert the first CEGP step into an automatic step on July 1, 2015, and make the second CEGP step (where applicable) automatic on July 1, 2016. For pay tables with only one CEGP step, an extra automatic step would be added on July 1, 2016.
  • SEIU 925 pay tables without CEGP steps: Add one automatic pay step on July 1, 2015, and another one on July 1, 2016.

"Flat" Steps – SEIU 925 proposed that any "flat" steps (consecutive steps with the same value) on SEIU 925 healthcare pay tables be adjusted to provide an increase from the previous step.

Market Wage Adjustments – SEIU 925 proposed that several clusters and series of job classifications receive pay range adjustments to at least 80 percent of the market median, effective October 1, 2014.

Medical Assistant Wages – SEIU 925 proposed moving medical assistants from pay range 37 to range 40, and moving medical assistant leads from range 40 to range 47.

Compression – SEIU 925 proposed a pay differential of at least 15 percent between several job classes and the employees they supervise.

Weekend Pay – SEIU 925 proposed raising the weekend pay premium rate to $2 per hour for the nonsupervisory and supervisory bargaining units, and to $2.50 per hour for the healthcare professional/laboratory technical bargaining unit.

Modality Pay – SEIU 925 proposed expanding modality pay eligibility to include supervisors of several job titles that are currently eligible.

Advanced Certification Premium – SEIU 925 proposed expanding advanced certification premium pay eligibility to include surgical technologists as well as several recently-organized radiology and cardiology supervisors.

Callback Pay – SEIU 925 proposed increasing the amount of bonus hours paid to employees called back to work outside of regularly scheduled hours from two to three hours at a time and one-half rate.

Standby Pay – SEIU 925 proposed raising the standby pay premium rate to at least $2 per hour for the nonsupervisory and supervisory bargaining units, and to at least $4 per hour for the healthcare professional/laboratory technical bargaining unit.

SEIU 925 also proposed increasing the minimum hours for which an employee is paid when called in from standby status from two to three hours.

Next Steps

The next UW/SEIU 925 bargaining session is scheduled for September 18.