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.
Representatives from both bargaining teams met with representatives from Environmental Health and Safety ("EHS") to discuss the process by which ergonomics assessments are requested.
In support of its proposed requirement that employee requests for ergonomics assessments be scheduled and completed within 20 working days, SEIU 925 argued that the current system lacks accountability and a clear process.
SEIU 925 suggested the notion of EHS assuming a gatekeeping function, whereby requests for ergonomics assessments would go through EHS initially, and be delegated to outside vendors as needed. EHS would be responsible for maintaining and evaluating data on employee requests over time, which would be available to the union upon request.
EHS explained that while ergonomics has not historically been within its scope, the department has taken steps to become more directly involved, including handling preventive cases through its recently-hired ergonomist. UW pointed out that given EHS's lack of direct control over outside vendors, it could not guarantee compliance with SEIU 925's originally-proposed language as written.
UW explained that the parties share similar visions for success, but that securing adequate resources to establish and perpetuate such a program presents a challenge. UW noted that such a system would likely need to be implemented more globally, as opposed to only serving SEIU 925 members.
The next UW-SEIU 925 bargaining session is scheduled for September 4.
This recap details the fourth session for the renewal of the master collective bargaining agreement between the UW and SEIU 925 for the 2015-17 contract term.
UW Medical Center (UWMC) cardiovascular technologists delivered a presentation explaining the scope and complexities of their work, and provided testimony in support of being included in eligibility for preceptor and rest between shifts pay premiums.
Cardiovascular Technologist Preceptor – SEIU 925 proposed a preceptor premium of $3 per hour for cardiovascular technologists at UWMC.
Rest Between Shifts – SEIU 925 reiterated its July 31 proposal to clarify its intent to include UWMC cardiovascular technologists in eligibility for rest between shifts premium pay.
Video Security Systems – SEIU 925 withdrew its proposal to expand department-specific restrictions on security camera use to apply throughout the entire SEIU 925 master contract.
UW declined SEIU 925's initial series of proposals, explaining that the decisions contemplated by these proposals are beyond the scope and authority of the parties' bargaining. UW pointed out that many of the demands within are directed toward the UW Board of Regents, and entail fundamental changes to University policy and even the tax structure in Washington State.
Representation – UW declined SEIU 925's proposed waiver of the University's right to oppose any efforts by the union to add new bargaining units.
Request for Ergonomics Assessment – In response to SEIU 925's proposal, UW proposed that representatives from both sides meet on August 21 to discuss issues related to employee requests for ergonomics assessments, and to establish mutually agreeable contract language.
The next UW-SEIU 925 bargaining session is scheduled for September 4.
This recap details the third session for the renewal of the master collective bargaining agreement between the UW and SEIU 925 for the 2015-17 contract term.
Shift Differentials – SEIU 925 proposed increasing the evening and night shift differentials for campus-wide employees to $1.50 and $2 per hour, respectively, and for healthcare professional/laboratory technical employees to $2 and $2.75 per hour, respectively.
SEIU 925 also proposed making several broadcast media and campus security job classifications eligible for evening and night shift differential, standby pay, and weekend pay.
Rest Between Shifts – SEIU 925 proposed a rest between shifts premium for all SEIU 925-represented patient care positions, using registered nurse language from the SEIU 1199 contract.
Eligible employees would be paid at a time and one-half rate for any hours worked within their designated time off between shifts: 12 consecutive hours off for employees on eight or nine hour shifts, and eight hours off for employees scheduled on 10 or 12 hour shifts.
Respiratory Therapist Preceptor – SEIU 925 proposed a preceptor premium of $3 per hour for respiratory therapists at UW Medical Center.
Representation – SEIU 925 proposed that the University waive its right to oppose any efforts by the union to add new bargaining units.
Medical Interpreter Wages – SEIU 925 proposed increasing pay for job classifications in the Medical Interpreter series by six pay ranges.
Restraint Premium – SEIU 925 proposed that a $1.50 premium pay be added to all hours worked for public safety officers and sergeants who have been trained to assist clinical staff with the restraint of patients. SEIU 925 reported that all current officers and sergeants have been trained.
Access to Policies and Procedures – In response to SEIU 925's proposal, UW proposed that the parties form a joint committee to meet at least quarterly to explore ways to improve access to written and electronic policies and procedures.
Removal of Disciplinary Documents – In response to SEIU 925's proposal, UW proposed that any formal counseling be eligible for removal after three years except those for workplace violence or violation of University policies against harassment, discrimination or retaliation.
Union Access – In response to SEIU 925's proposal, UW proposed language memorializing the union's right to enter the workplace at reasonable times and with prior notification to management in order to exercise its representational duties. The language establishes that the union may not interfere with an employee's work assignment, and that meetings with employees are restricted to nonworking time.
Unauthorized Absence – UW proposed language whereby an employee who neither appears for work nor reports their absence on three consecutive shifts would be deemed to have resigned. The language would allow the affected employee to submit a petition for reinstatement within ten calendar days of the termination notice being mailed.
Article 18.5: Removal of Disciplinary Documents – The parties tentatively agreed that formal counseling will be removed after three years at the written request of the employee, provided that there has been no subsequent corrective action, and that circumstances set forth in writing do not warrant a longer retention period, as determined by the University.
This provision does not apply to formal counseling for workplace violence or violation of University policies against harassment, discrimination or retaliation.
Article 26.2: Union Access – The parties tentatively agreed to UW's proposed language memorializing the union's rights and restrictions with regard to accessing employees and the workplace.
Side Letter: Policies and Procedures – The parties tentatively agreed to form a joint committee within 120 days of the contract's ratification, which will meet at least quarterly to explore ways to improve access to written and electronic policies and procedures. At the first meeting, the committee will establish the subsequent meeting dates for the 21 months to follow.
The next UW-SEIU 925 bargaining session is scheduled for August 7.