WFSE represents a wide range of UW employees on the UW's Seattle, Tacoma, and Bothell campuses and at both Harborview and UW Medical Centers. The five bargaining units covered by the master agreement include positions in administrative support, food services, custodial services, and skilled trades, as well as many health care workers.
The parties reached a comprehensive tentative agreement for the 2015-2017 contract after meeting on September 23 and 25, which has been ratified by WFSE's membership.
For an overview of the agreement, please find the Summary of the WFSE–UW 2015-2017 Comprehensive Tentative Agreement, or continue reading below.
Article 3: Reasonable Accommodation
Article 6: Joint Union/Management Committees
Article 9: Union Activities
Article 10: Employee Rights
Article 22: Personnel Files
Article 23: Corrective Action
Article 27: Holidays
Article 31: FMLA and Parental Leave
Article 35: Miscellaneous Paid Leaves
Article 36: Military Leave
Article 37: Leave without Pay
Article 48: Classification
Article 53: Commute Trip Reduction and Parking
MOU: SEIU 925 "Me-Too" and Wage Discussions
MOU: HR/Payroll System
MOU: Medical Assistant Wages
This recap details the 12th session for the renewal of the collective bargaining agreement between the UW and WFSE for the 2015-17 contract term.
UW provided counter-proposals and reiterated its position on several of WFSE's proposals.
General Wage Increase – UW proposed general wage increases of 2 percent effective July 1, 2015, and a 2 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 pay table structure to 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.
Article 19: Training and Professional Development – UW declined WFSE's proposal to expand applicability of the contract's educational/professional leave language, in favor of current contract language.
Article 20: Licensure and Certification – UW declined WFSE's proposal to allow for employees to fulfill continuing education unit requirements on work time at UW's expense, in favor of current contract language.
Article 27: Holidays – UW declined WFSE's proposal and withdrew its proposal to cite the legislation that provides two unpaid holidays for reason of faith or conscience, in favor of current contract language.
Article 28: Vacations – UW declined WFSE's proposed expansion of the vacation accrual schedule and revisions to the vacation bidding process, in favor of current contract language.
Article 31: FMLA and Parental Leave – UW proposed language whereby employees receiving workers' compensation time-loss benefits may elect to receive time-loss exclusively or a combination of time-loss and accrued leave (in the order of sick leave, then compensatory time, then vacation time before leave without pay).
Article 34: Inclement Weather and Suspended Operations – UW declined WFSE's proposed revisions in favor of current contract language.
Article 40: Overtime – UW withdrew its proposal for overtime to be calculated only on time worked, in favor of current contract language.
Article 53: Commute Trip Reduction and Parking – In response to WFSE's proposal, UW proposed language encouraging departments with continuous and/or public responsibility to consider employee requests for flexible schedules for commute trip reduction purposes. Approvals would be at the discretion of the employing official, and would depend on operating, business, and customer needs.
The parties tentatively agreed to maintain current contract language for the following provisions:
The next UW-WFSE bargaining session is scheduled for September 23.
This recap details the 11th session for the renewal of the collective bargaining agreement between the UW and WFSE for the 2015-17 contract term.
UW put forth a package proposal addressing several outstanding provisions.
Article 3: Disability Leave – UW maintained its proposal for interspersed paid leave used for continuity of benefits to be applied to the first working day of the month.
Article 6: Joint Union-Management Committees – UW would accept WFSE's proposal to include joint labor-management pre-meeting time as time for which employees would not experience loss in salary.
Article 7: Union Dues Deduction and Union Security – UW proposed that the parties maintain current contract language.
Article 9: Union Activities – UW proposed that the parties maintain current contract language for any outstanding sections, declining WFSE's proposal to increase the time guaranteed to the union at new employee orientation and WFSE's proposal to grant time for the union to meet with employees participating in online orientation.
Article 10: Employee Rights – UW proposed new language to clarify that employees will be provided reasonable time to secure a representative prior to an investigatory meeting. UW maintained its proposed language whereby employees would be granted paid release time during normal working hours for the purpose of attending (not preparing for) meetings or hearings scheduled by management pertaining to the grievance, corrective action, or negotiations processes.
Article 12: Uniforms/Special Clothing – UW proposed that the parties maintain current contract language.
Article 17: Contracting – UW proposed that the parties maintain current contract language.
Article 21: Performance Evaluation – UW would withdraw its proposal for a less prescriptive evaluation format and its proposal to remove language denoting that lack of a performance evaluation indicates satisfactory performance, in favor of maintaining current contract language.
Article 22: Personnel Files – UW would accept WFSE's proposal to expand removal of documents language to apply to record of any corrective action, not just formal counseling.
Article 23: Corrective Action – UW maintained its proposal for management to determine the step at which corrective action process begins based on the nature and severity of the problem. UW would accept WFSE's language memorializing that management will inform the employee about their right to representation under the contract when formal or final counseling is being conducted.
Article 35: Miscellaneous Paid Leaves – UW would accept WFSE's proposal to allow employees to use their bereavement leave non-continuously.
Article 36: Military Leave – UW would agree to WFSE's proposal to memorialize the parties' obligation to follow the Military Family Leave Act.
Article 37: Leave without Pay – UW would accept WFSE's proposed language establishing that employees must submit written requests for leave without pay prior to the leave being used, when feasible.
Article 56: Mandatory Subject – UW withdrew its proposal to remove the article, in favor of maintaining current contract language.
WFSE proposed modifications to UW's package proposal:
Article 23: Corrective Action – WFSE proposed allowing for formal counseling to be taken to arbitration for a finite period, from July 1, 2015, through June 29, 2017.
Article 53: Commute Trip Reduction and Parking – WFSE maintained its proposed language to enable and encourage departments with continuous or public responsibility to establish independent work schedules according to employee requests.
The next UW-WFSE bargaining session is scheduled for September 17.