UPDATE – 2013-2015 Contract Implementation Please see the following pertinent details:
Compensation – New compensation provisions went into effect on July 1, 2013, including 2 percent across-the-board increases for all employees in the bargaining unit. This and other applicable compensation provisions that are effective July 1, 2013 will be first reflected on the July 25, 2013 paycheck, for the pay period ending July 15, 2013.
Contract Publication – The 2013-2015 collective bargaining agreement will be published to the Labor Relations website as soon as possible.
Background: In April of 2012, University of Washington Medical Center (UWMC) management and the Washington State Nurses Association (WSNA) agreed to terms for the 2012-2013 contract year of the parties' collective bargaining agreement, which expires on June 30, 2013. Contract negotiations for a successor agreement are now underway. WSNA represents more than 1400 registered nurses at UWMC.
UWMC Negotiations Team:
|Nancy Dombrowski||Director; UW Labor Relations (Lead Negotiator)|
|Andrew Berg||Labor Relations Specialist; UW Labor Relations|
|Karla Clark||Senior Compensation Consultant for Medical Centers; HR Compensation|
|Catherine Cordner||Nurse Manager, Dermatology Center; UWMC Roosevelt|
|Shelley Deatrick||Nurse Manager, Perioperative-Anesthesia Care Unit; UWMC|
|Becky Hammontree||HR Consultant; UWMC|
|Leslie Hampton||Associate Director, Professional Development, PFCC, Patient Care Services; UWMC|
|A.J. Hartman||Communications Specialist; UW Labor Relations|
|Karen Odle||Assistant Administrator, Patient Care Services; UWMC|
|Grace Parker||Interim Chief Nursing Officer and Associate Administrator, Ambulatory Clinics; UWMC|
|Christine Sampson||Nurse Manager, Neonatal Intensive Care Unit; UWMC|
|Sue Theiler||Nurse Manager, Orthopaedics, Ophthalmology, Oral Surgery; UWMC|
|Patty Van Velsir||HR Consultant; UWMC|
This update outlines the seventh and final session for the renewal of the collective bargaining agreement between the UWMC and WSNA.
UWMC and WSNA reached a comprehensive tentative agreement on a contract for the 2013-2015 biennium, which both parties will recommend to their constituents for approval and ratification. Key provisions include:
Wages – Employees will receive a 2 percent across-the-board wage increase for both years of the 2013-2015 biennium.
The parties also agreed to increase the pay at four select steps on the wage scale that previously did not provide for a pay increase from the preceding step, effective January 1, 2014.
Charge Nurse Pay – Nurses will be paid the Charge Nurse premium when they are assigned Charge Nurse responsibility for a period of one or more hours, instead of the previous minimum four-hour threshold.
Missed Rest Breaks – Any missed rest breaks that are not documented in KRONOS will be considered as taken.
Compensatory Time Off – Compensatory time accumulation for extra "straight-time" hours worked will be eliminated.
Leave due to Childcare Emergencies – Use of vacation leave, sick leave, and leave without pay for emergency child care will be limited to six days total per calendar year.
Innovative Work Schedule Agreement Form – Nurses may submit changes to their work period twice per year or when transferring to a new unit.
For more details on what is new and different in the 2013-2015 collective bargaining agreement, see the summary of the UWMC-WSNA comprehensive tentative agreement.
UWMC and WSNA will recommend this agreement to their respective constituents for approval and ratification.
This recap details the sixth session for the renewal of the collective bargaining agreement between the UWMC and WSNA.
Union Reports – UWMC presented a counter to WSNA’s proposed language surrounding administrative processes such as dues deduction and employee rosters.
The parties exchanged package proposals that bundled together various outstanding items, and would need to be accepted in their entirety. Provisions included rest between shifts, missed rest breaks, compensation, and leave due to childcare emergencies.
UWMC thanked its nurses for their part in a shining report from a recent unannounced survey by The Joint Commission health care accreditation organization. UWMC recounted The Joint Commission’s recognition of the extraordinary patient acuity at UWMC, as well as its praise for the expertise and the patient focus at UWMC.
The next UWMC-WSNA bargaining session is scheduled for June 21.
This recap details the fifth session for the renewal of the collective bargaining agreement between the UWMC and WSNA.
Union Reports – WSNA presented a counter to UWMC’s proposed language updates surrounding administrative processes such as dues deduction and employee rosters.
The parties discussed what identifying employee information can and cannot be acquired and provided to the union.
On-call Staffing – WSNA declined UWMC’s proposal to establish a system of on-call scheduling in the Labor and Delivery Unit and in the Emergency Department.
Rest Between Shifts – UWMC maintained its proposal to standardize the required off-duty time between shifts at 10 and one-half hours for nurses working eight-, 10-, and 12-hour shifts.
UWMC withdrew its proposal to pay nurses at a premium rate only for the amount of time worked during their scheduled time-off period, and instead proposed that any nurse receiving less than the required time off between shifts receive four hours of premium pay during their next shift.
Missed Rest Breaks – UWMC maintained its proposal that after KRONOS’ August implementation date, any missed rest breaks that are not documented in KRONOS would be considered as taken.
Charge Nurse Pay – UWMC proposed that nurses be paid the Charge Nurse premium when they are formally assigned Charge Nurse responsibility for a period of two or more hours, instead of the current four-hour threshold.
General Wage Increases – UWMC proposed an across-the-board wage increase of 2 percent on July 1, 2013, and 1 percent on July 1, 2014. These wage increases would remain contingent upon the Washington State Legislature approving and appropriating the funds requested by the UW through the biennial budget process.
UWMC presented data on the number of nurses leaving UWMC between July 2011 and May 2013. A full 45 percent of the 217 separations that occurred during this time period consisted of nurses that had worked at UWMC for two years or less. For nurses who worked at UWMC for 20 or more years, all separations were retirements. UWMC pointed out that of the 217 nurses who departed during this time, 33 have since returned to work at UWMC.
The next UWMC-WSNA bargaining session is scheduled for June 13.
This recap details the fourth session for the renewal of the collective bargaining agreement between the UWMC and WSNA.
WSNA presented a comprehensive counter-proposal and response, which included:
Innovative Work Schedule Agreement Form – WSNA proposed that nurses be allowed to submit changes to their work period four times per year or when transferring to a new unit.
Rest Between Shifts – WSNA declined UWMC’s proposal to pay nurses at a premium rate only for the amount of time worked during their scheduled time off period.
Salaries – WSNA proposed across-the-board wage increases of 2 percent July 1, 2013, 1.5 percent July 1, 2014, and 1.5 percent January 1, 2015.
New Wage Steps – WSNA proposed increases of 2 percent to numerous steps on the wage scale.
UWMC asserted that its policy surrounding rest between shifts premium is well outside of community standards. Currently nurses receiving anything less than their full designated time off between shifts will automatically be paid at a time-and-one-half rate for eight hours of their next shift.
UWMC reiterated its proposal to pay employees at a premium rate only for the amount of time worked during their scheduled time-off period, emphasizing that this aligns with the practice for nurses at most of UWMC’s peer hospitals.
UWMC pointed out that when compared to other employees across the University, its nurses have been relatively insulated from the economic challenges confronting the UW in recent years.
As an example, UWMC presented data on the cost of the premium it pays to nurses holding a Bachelor of Science in Nursing (BSN) degree. The projected cost for one year is nearly $1.9 million – about 2 percent of the roughly $98 million base payroll cost for UWMC nurses. At present, over 70 percent of UWMC nurses have attained a BSN or more advanced degree.
Appendix III: Clinical Clusters Pertaining to Layoff – The parties tentatively agreed to updates to the clinical clusters pertaining to layoff in order to better reflect the current organizational structure.
This recap details the third session for the renewal of the collective bargaining agreement between the UWMC and WSNA.
Union Reports – UWMC proposed updates to language surrounding administrative processes such as dues deduction and the transmission of employee rosters in order to better reflect current practices.
Missed Rest Breaks – UWMC proposed requiring nurses to inform management immediately when they do not receive a break so that efforts can be made to reschedule the break on the same shift.
UWMC also proposed that after KRONOS’ August implementation date, any missed rest breaks not documented in KRONOS be considered taken.
Layoff Units – UWMC proposed updates to the clinical clusters pertaining to layoff in order to better reflect the current organizational structure.
Innovative Work Schedule Agreement Form – UWMC proposed that beginning July 1, 2013, nurses may only submit changes to their work period once per year or when transferring to a new unit.
General Wage Increases – UWMC proposed an across-the-board wage increase, contingent upon the Washington State Legislature approving and appropriating the funds requested by the UW through the biennial budget process.
UWMC presented 2012 and 2013 wage data comparing the average base pay of nurses at UWMC and Harborview to that of their peers: nine of Puget Sound’s top health care organizations. UWMC and Harborview nurses are paid at 95.7 percent of the surveyed market median.
UWMC explained that the median – or market 50th percentile – is the value at which half of its peer hospitals pay above and half pay below, which is a common reference point used by organizations to remain competitive in their market.
Gigi Jurich, Perinatal Services nurse manager and Cynthia Brazell, Emergency Department nurse manager, illustrated the need for a system of scheduled on-call in their departments.
Fluctuating patient census and other unpredictable factors in both departments can result in added burden to nurses at work, and recent trial-runs of a voluntary on-call system for the Labor and Delivery unit showed low participation.
Both Ms. Jurich and Ms. Brazell emphasized that their nurses are regularly willing to help out and fill in, but the process of finding and arranging for available nurses to come in takes too much time away from patient care.
WSNA questioned why UWMC, as a community leader in the care it provides, would not lead the market in wages.
UWMC explained that aside from paying wages that are competitive in the market, its nurses enjoy access to generous benefit and pension plans – at a time when many competitors are cutting back on costs of their health insurance and retirement plans.
The next UWMC-WSNA bargaining session is scheduled for May 29.
This recap details the second session for the renewal of the collective bargaining agreement between the UWMC and WSNA.
UWMC made several proposals addressing leave usage, hours of work, and scheduling, including:
Changes in Shift Length – UWMC proposed changes to allow managers more flexibility in determining the appropriate shift length for nurses in their unit.
Compensatory Time Off – UWMC proposed to eliminate compensatory time accumulation for extra “straight-time” hours worked, and proposed returning to the previous limit of 24 hours of accumulated compensatory time for overtime hours worked.
Rest Between Shifts – UWMC proposed to align its rest between shifts premium with community standards, such that a nurse receiving less than their scheduled time off between shifts be paid a premium for the time off that was lost.
On-Call Staffing – UWMC proposed a memorandum to establish a system of on-call scheduling in the Labor and Delivery Unit and in the Emergency Department.
Each nurse would have a minimum number of required on-call shifts per scheduling period, and would select such shifts as part of the self-scheduling process. The language also allows for a volunteer-based on-call system to be implemented by mutual agreement between the unit manager and the union.
WSNA stated that its analysis of UWMC’s financials demonstrated higher operating margins in recent years than those presented by UW Medicine’s finance experts at the previous bargaining session.
UWMC explained that as a state employer, it must adhere to different accounting standards than its peer hospitals that are private as well as public hospital districts. One key difference for UWMC is that interest expense, like a mortgage payment, is classified as a non-operating expense. For all UWMC’s peers (except Harborview), interest expense is considered an operating expense, and is deducted from the hospitals’ operating margins. Because UWMC interest expense represented nearly $4 million in fiscal year 2012 alone, UWMC’s operating margin appears higher relative to its peers than it really is.
UWMC addressed questions and concerns raised by WSNA at the previous bargaining session surrounding employee parking that has been impacted by construction in recent years. Patricia Riley, UWMC associate administrator, explained in detail how parking is managed by UW Transportation Services across the campus.
She clarified that the light rail station construction will not result in a public park-and-ride lot. When this construction is completed in 2016, the affected lots are scheduled to return to their pre-construction number of parking spaces.
This recap details the first session for the renewal of the collective bargaining agreement between UWMC and WSNA.
The parties agreed to a set of ground rules to govern the negotiations sessions during this round of collective bargaining.
WSNA put forth its initial proposal package, which included language affecting premiums as well as hours of work and overtime.
WSNA also put forth its initial wage proposal. WSNA proposed a 2 percent across the board wage increase for 2013 and a 3 percent increase for 2014. Additionally, WSNA proposed changes to steps on the wage scale, including 2-3 percent increases to all steps on the wage scale and increases between steps that currently pay the same wage.
UW Medicine Chief Financial Officer Paul Ishizuka delivered a presentation outlining the current health care environment, detailing the financial situations of UWMC and UW Medicine as a whole. Mr. Ishizuka spoke to the impacts of enduring state and national economic struggles as well implications of the Affordable Care Act, which altogether result in flat or declining utilization, an eroding payer mix, and declining reimbursements.
Paul explained that while UWMC was profitable in fiscal year 2012, it is currently $20 million off budget for fiscal year 2013, contributing to an overall $50 million gap for UW Medicine on the whole.
The next UWMC/WSNA bargaining session is scheduled for May 15.
Prior Negotiation Updates