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SEIU 925 Contract Negotation 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

Negotiations Recap for August 7, 2014

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.

Cardiovascular Technologist Presentation

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.

SEIU 925 Proposals

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 Responses

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.

Next Steps

The next UW-SEIU 925 bargaining session is scheduled for September 4.


Negotiations Recap for July 31, 2014

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.

SEIU 925 Proposals

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.

UW Proposals

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.

Tentative Agreements

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.

Next Steps

The next UW-SEIU 925 bargaining session is scheduled for August 7.


Negotiations Recap for July 16, 2014

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

Transportation Discussion

At the union's request, Josh Kavanagh, Director of UW Transportation Services, attended the meeting to discuss the role and scope of his department. Transportation Services is responsible for Seattle campus shuttles, fleet, U-PASS, and parking for the main campus and certain Seattle leased properties. UW's ability to expand its parking facilities in the city is governed by the City of Seattle.

Several unions and UW agreed years ago that like other far-reaching University benefits such as health care, details pertaining to transit are not bargained. Instead, the parties participate in the University Transportation Committee as the primary decision-making framework.

SEIU 925 Proposals

Union Access – SEIU 925 proposed language that would allow the union to enter the workplace and speak with employees on work time.

Parking on Snow Days – SEIU 925 proposed that parking be free of charge for employees required to work on "snow days."

Inclement Weather and Suspended Operations – SEIU 925 proposed that employees in overtime excepted positions not be required to charge leave balances or make up time missed in cases of suspended operations due to inclement weather.

Overtime Excepted Positions – SEIU 925 proposed that employees in overtime excepted positions receive overtime pay at a rate of time and one-half for time worked beyond 44 hours in a week.

Video Security Systems – SEIU proposed expanding a department-specific practice, requiring that security cameras not be used to evaluate employees or monitor their regular work, to apply throughout the SEIU 925 master contract. SEIU 925 also proposed that management maintain a written log of camera security system access that will be available to the union for review.

Removal of Disciplinary Documents – SEIU 925 proposed that records of formal counseling be removed from an employee's personnel file after three years, as long as circumstances do not warrant a longer retention period, there has been no subsequent corrective action, and the employee submits a request for removal in writing.

Request for Ergonomics Assessment – SEIU 925 proposed a requirement that all employee ergonomics requests to supervisors be scheduled and completed within 20 working days.

Union Access to UW's Policies – SEIU 925 proposed a requirement that the University publish all policies agreed to between UW and SEIU 925 on the UW website.

Nondiscrimination – SEIU 925 proposed to memorialize the parties' commitment to not discriminate on the basis of gender identity and expression, in accordance with updated state law.

Layoff Seniority Tiebreaker – SEIU 925 proposed to memorialize an existing agreement whereby for the purposes of layoff, seniority order among employees whose contract seniority is identical will be determined by randomly drawing names.

Defining Pay Tables – SEIU 925 proposed the addition of a link to UW Compensation's webpage listing and describing union pay tables.

Surplus and Disposal – SEIU 925 provided a proposal suggesting that the University arrange for the removal of old equipment in the HR/Labor Relations conference spaces in Condon Hall.

Tentative Agreements

UW tentatively agreed to the following SEIU 925 proposals:

  • Nondiscrimination
  • Layoff Seniority Tiebreaker
  • Defining Pay Tables
  • Surplus and Disposal

Next Steps

The next UW-SEIU 925 bargaining session is scheduled for July 31.