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 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:
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.
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.
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.
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.