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SEIU 1199 Contract Negotiation Updates

SEIU 1199 represents Healthcare Specialists, Registered Nurses, Social Workers, and several medical technologist and technician job classifications at Harborview Medical Center (Harborview), as well as the flight nurses of Airlift Northwest. SEIU 1199 also represents Registered Nurses at Hall Health Center and UW Environmental Health and Safety, along with UW Research Nurses.

Pranika Laing
Assistant Director, Labor Relations (Lead Negotiator)
Banks Evans
Assistant Director, Labor Relations (Lead Negotiator)
Andrew Berg
Assistant Director, Labor Relations (Lead Negotiator: Airlift Northwest)
Bonnie Conley
Director, Social Work, Harborview Medical Center
Tara Cannava
Director of Operations, Hall Health Center
A.J. Hartman
Communications Specialist, Labor Relations
Julie Hoffman
Regional Manager, Airlift Northwest
Stephanie Howe
Payroll Services Director, UW Medicine Payroll Services
Darcy Jaffe
Chief Nursing Officer, Harborview Medical Center
Sommer Kleweno-Walley
Administrator, Patient Care Services, Harborview Medical Center
Dana Kyles
Assistant Administrator, Patient Care Services, Harborview Medical Center
DeAnn Lestenkof
Director, Administration and Human Resources, Department of Medicine
Joe Marotta
Administrative Director, Radiology, Harborview Medical Center
Kathy Mertens
Assistant Administrator, Ambulatory and Allied Care Services, Harborview Medical Center
Jennifer Petritz
Director, Medical Centers Human Resources
Becky Pierce
Associate Administrator, SEICS, Harborview Medical Center
JoAnn Wuitschick
Human Resources Consultant, Campus HR Operations

Tentative Agreement Reached on 2015-2017 Contract

The parties reached a comprehensive tentative agreement for the 2015-2017 contract during the 28th bargaining session, on January 19, 2016. This was the 16th session to be facilitated by State-appointed mediators.

Highlights of the 2015-2017 Agreement

Highlights of the parties' agreement are outlined below. For a more comprehensive summary of the agreement, please see the Summary of Final Agreement table.

Wages

  • General Wage Increases:

    • Effective after Ratification: 3 percent across the board wage increase effective the first pay period after ratification, but not prior to February 1, 2016.

    • Effective July 1, 2016: 3 percent across the board wage increase.

  • Lump Sum Payment (to be paid in March 2016):

    • $600 lump sum payment upon ratification for employees above .6 FTE.

    • $300 lump sum payment upon ratification for employees at or below .6 FTE.

  • New Top Steps:

    • Nurses: A 2 percent salary step will be added to the top of the wage scale, effective January 1, 2017.

    • Non-Nurses: A 3 percent salary step will be added to the other SEIU 1199 pay tables, effective January 1, 2017.

    • Automatic Movement: On January 1, 2017, all employees who have been at the current top salary step for at least one year will advance to the new top salary step.

Break Relief

  • Break Relief: Day shift break relief nurses/resources will be added to three additional acute care units one year from the contract's ratification, and all acute care units will have day shift break relief resources in place by June 30, 2017.

  • Alternative Models: Individual units may use alternative models for break relief upon review by the staffing committee and approval by the joint labor-management committee. All break relief models will be evaluated for nurse satisfaction one year after implementation.

Harborview Scholarships (Academic Year 2016 and 2017)

  • Harborview/UW Bothell Program: Harborview will grant scholarships of up to $14,000 each to up to 11 Harborview nurses accepted into the UW Bothell RN-to-BSN degree program offered on-site at Harborview.

  • Funds for Non-UW Programs: Harborview will create an additional annual pool of up to $100,000 (up to $6,000 per employee) for Harborview nurses to attend a program to complete their BSN, MSN, or other advanced nursing degrees, and for non-nurses to complete a BSN.

  • Master of Nursing: New language memorializes that all nurses who complete their Master of Nursing degree during the life of the agreement receive an additional salary step increase upon completion.

Social Workers

  • Consolidation and Increased Wages: Harborview will consolidate the Social Worker 1 and 2 job classes, providing wage increases of roughly 6 percent to employees in the current Social Worker 1 job class, effective February 1, 2016.

  • License Pay: State-licensed social workers will qualify for $1.50 per hour licensure pay.

Healthcare Specialists

  • Consolidation and Increased Wages: Harborview will merge the inpatient and outpatient healthcare specialist pay ranges such that affected employees will be placed at the same salary step on the new pay range, effective February 1, 2016. This will result in increases of roughly 5 percent for outpatient healthcare specialists.

  • Healthcare Specialist Certification Pay JLM: The parties will hold at least two joint labor-management meetings to discuss the application of certification pay for healthcare specialists with the intention to come to a mutually acceptable agreement on this topic.

END Technologists

  • Job Descriptions: The UW Compensation Office will review and report on the END Technologist series job class specifications within 60 days of the contract's ratification.

  • Wage Increase: Upon completion of the above review, END Technologists will receive a wage increase of at least 2 percent.

Hall Health Nurses

  • Salary Step Analysis: UW will evaluate the experience and placement of Hall Health nurses who the union believes are placed on a salary step that does not appropriately reflect their years of experience.

  • Salary Step Increase: Any nurses deemed by UW to be on an improper salary step will receive an additional step increase for their next two periodic increment dates, unless they have already advanced to the top step.

Research Nurses

  • Compensation Meetings: The parties will hold at least two joint labor-management meetings specific to research nurses within six months of the contract's ratification. Topics will include consolidation of the Research Nurse 1 and 2 job classes as well as applicable market data.

Contract Ratification

SEIU 1199's membership ratified this agreement on January 25, 2016.


Update from Paul Hayes on UW-SEIU 1199NW Negotiations (December 17)

On December 17, 2015, Harborview Executive Director Paul Hayes sent to all Harborview employees the following update regarding the status of contract negotiations between UW and SEIU 1199NW: Update on UW-SEIU 1199NW Negotiations.


Negotiations Recap for December 14 and 15, 2015

This recap details the parties' meetings on December 14 and 15, which constituted the 26th and 27th sessions for the renewal of the collective bargaining agreement between the UW and SEIU 1199 (which expired as of July 1, 2015). These were the 14th and 15th sessions to be facilitated by State-appointed mediators.

Scope of Negotiations

By the end of these meetings, the parties had reached agreement on nearly all contract provisions, and very few issues remain unresolved. In the interest of reaching final resolution, UW delivered an enhanced proposal that would provide more money for Harborview employees, and requested that the union allow its membership to decide on it through a vote.

The union rejected the notion of allowing its members to vote on this proposal.

UW Proposals

General Wage Increases

  • Upon Ratification: 3 percent across-the-board wage increase (effective February 1, 2016 at the earliest).

  • Effective July 1, 2016: 2 percent across-the-board wage increase.

Ratification Payment – UW proposed lump sum payments to mitigate the lack of employee wage increases since the contract expired. UW proposed the following one-time payments for staff actively employed at the time of ratification and payment:

  • Employees above a 0.6 FTE: $500 payment.

  • Employees at/below a 0.6 FTE: $250 payment.

UW informed the union that if the contract is ratified after December 25, February 10 is the earliest pay date that this lump sum could be processed by the Payroll department.

Top Steps – UW proposed adding a new salary step to the top of all pay tables, effective January 1, 2017, which would provide for an additional 2 percent increase from the step prior. Employees who have been on the existing top step for 1 year or more on the effective date would advance immediately.

Article 12: Premium Pay – UW agreed to the union's proposal on this article, but the union declined to sign off and finalize this agreement at this session.

Paid Release Time for 2017-2019 Negotiations – UW agreed to the union's proposal on this article, but the union declined to sign off and finalize this agreement at this session.

Tentative Agreements

Break Relief – The parties tentatively agreed that day shift break relief nurses/resources will be added to three additional acute care units one year from the contract's ratification, and all acute care units will have day shift break relief resources in place by June 30, 2017.

Individual units may use alternative models for break relief upon review by the staffing committee and approval by the joint labor-management committee. All break relief models will be evaluated for nurse satisfaction one year after implementation.

Harborview Scholarships

  • Harborview/UW Bothell Program: UW will grant scholarships of up to $14,000 each to up to 11 Harborview nurses accepted into the UW Bothell RN-to-BSN degree program offered on-site at Harborview.

  • Funds for Non-UW Programs: The parties will create an additional annual pool of up to $100,000 (up to $6,000 per employee) for Harborview nurses to attend a program to complete their BSN, MSN, or other advanced nursing degrees, and for non-nurses to complete a BSN.

  • Masters in Nursing: The parties will memorialize that all nurses who complete their Master in Nursing degree during the life of the agreement receive an additional salary step increase upon completion.

Social Workers

  • Consolidation and Increased Wages: UW will consolidate the Social Worker 1 and 2 job classes, which will provide wage increases of roughly 6 percent to employees in the current Social Worker 1 job class, effective February 1, 2016. The parties will meet prior to consolidation to conduct a salary study.

  • License Pay: State-licensed social workers will qualify for $1.50 per hour certification pay.

  • Union Charges: The union will withdraw its unfair labor practice allegation filed related to this proposal.

Healthcare Specialists

  • Consolidation and Increased Wages: UW will merge the inpatient and outpatient healthcare specialist pay ranges such that affected employees will be placed at the same salary step on the new pay range, effective February 1, 2016. This will result in increases of roughly 5 percent for outpatient healthcare specialists.

  • Union Charges: The union will withdraw its unfair labor practice allegation filed related to this proposal.

END Technologists

  • Job Descriptions: The UW Compensation Office will undertake the union's proposed review of the END Technologist series job descriptions and provide a response within 60 days of the contract's ratification.

  • Wage Increase: Upon completion of the above review, END Technologists will receive a wage increase of at least 2 percent.

Research Nurse Meetings – The parties will hold at least two joint labor-management meetings specific to research nurses within six months of the contract's ratification. Topics will include consolidation of the Research Nurse 1 and 2 job classifications, and market data for the research nurse job classifications.

Hall Health Nurse Salary Step Analysis – UW will evaluate the experience and placement of Hall Health nurses who the union believes are placed on a salary step that does not appropriately reflect their years of experience. The union will provide a list within 30 days of the contract's ratification, which UW will evaluate within 60 days.

Any nurses deemed by UW to be on an improper salary step will receive an additional step increase for their next two periodic increment dates, unless they have already advanced to the top step.

Per Diem Nurses – The parties reached agreement on an addendum specifically outlining the working conditions and applicable contract language for per diem nurses represented by SEIU 1199. The union agreed that while the policies outlining how floating occurs will apply, a float premium will not.

Article 9: Salaries/Pay Items – The parties will maintain existing contract language.

Article 10: Scholarship Fund - Registered Nurses – The parties will maintain existing contract language.

Article 34: Duration of Agreement – The parties tentatively agreed to a contract term that will expire on June 30, 2017.

Side Letter A – The parties will remove language from Side Letter A regarding negotiations for a successor contract, as well as several instances of outdated language.

Appendix I: Job Classifications – The parties agreed on necessary updates to the contract's list of job classifications.

Next Steps

UW encouraged the union to present its latest offer to Harborview employees for a vote, which the union declined to do. There is currently no future bargaining session scheduled.

Since the contract has expired, the previous contract will remain in effect until the parties negotiate a successor agreement. Similar to the approach used across the University and in prior contract negotiations, UW has stated that it does not intend for wage increases to be applied retroactively, meaning wage increases would not begin before the new contract goes into effect.