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.
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.
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.
UW presented a visual market survey reference to further illustrate the University’s compensation philosophy and how it fits in the market.
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.
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:
"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.
The next UW/SEIU 925 bargaining session is scheduled for September 18.
This recap details the fifth session for the renewal of the master collective bargaining agreement between the UW and SEIU 925 for the 2015-17 contract term.
A compensation expert from Milliman delivered a presentation to the parties explaining the compensation survey process, and detailing current data on how base pay at UW compares to that of the organizations that comprise UW's labor market. The analysis only compares base wages, and does not factor in the variety of benefits and premiums provided to UW employees.
Purpose of a Survey – An organization participates in a compensation survey to see how its compensation compares to that of its market. This information helps an organization to remain competitive, identify problems, and effectively carry out its compensation philosophy.
Conducting a Quality Survey – A quality compensation survey must be administered by an independent third party and must use consistent criteria in determining peers. The data must be current, with clear compilation practices, and it must be aggregated rather than individually reported.
Defining the "Market" – An organization's market is the group of employers with which it competes for labor. Geography, industry, function, and size are critical factors in determining which organizations constitute an appropriate market.
UW's Philosophy – UW's compensation philosophy is to ensure that its pay is closely aligned with the middle of its market – the point at which half of its comparators pay more and half pay less (known as the market median, or the market 50th percentile).
Pay falling between 80 and 120 percent of the market median is considered to be within a "normal," acceptable range.
Summary of Findings – Actual pay for UW's non-healthcare jobs falls generally within the "normal" range between 80 and 120 percent of the market median, with some jobs falling below 80 percent. Actual pay for most of UW's healthcare jobs falls within the "normal" range of the market median.
General Wage Increase – SEIU 925 proposed general wage increases of 5 percent effective July 1, 2015, and 5 percent effective July 1, 2016. SEIU 925 proposed adjusting pay tables such that no steps are less than $15 per hour, including increasing pay accordingly for jobs with pay linked to affected jobs.
"Flat" Steps – SEIU 925 proposed to adjust SEIU 925 pay tables such that all healthcare steps are 3 percent more than the previous step, and all non-healthcare steps are 2.5 percent more than the previous.
Adding Automatic Pay Steps – SEIU 925 proposed eliminating the merit-based Career Enhancement/Growth Program (CEGP) steps and adding automatic pay steps to all SEIU 925 pay tables as follows:
U-Pass – SEIU 925 proposed to increase the University's contribution to the U-Pass to 17 percent in first year of contract, and to 27 percent in second year. SEIU 925 proposed that employee contributions be decreased by 7 percent in the first year of the contract, and by an additional 10 percent in the second year.
SEIU 925/1199 Identical Titles – SEIU 925 proposed adding cardiac, vascular, and electroneurodiagnostic sonographers to the SEIU 925/1199 "Identical Titles" list, as well as several positions that supervise existing jobs classifications on the list.
Childcare – SEIU 925 proposed a 20 percent discount for on-campus childcare for 925 members, and that UW implement a plan to reduce waitlists to less than six months by June 30, 2017.
Continuing Education – SEIU 925 proposed a requirement that all fees and related costs of continuing education that is required due to an employee's continued certification be paid by the employing department.
Article 8.16: Teleworking – The parties tentatively agreed to remove section 8.16 from article 8 in its entirety.
The next UW/SEIU 925 bargaining session is scheduled for September 8.
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.