SEIU 1199 represents technical and social workers, healthcare specialists, and registered nurses at Harborview Medical Center (Harborview), as well as the airborne flight nurses of Airlift Northwest.
Negotiations Recap for July 1, 2013
This recap details the 22nd and final session for the renewal of the collective bargaining agreement between the UW/Harborview and SEIU 1199, and the 13th session to be facilitated by neutral mediators.
Comprehensive Tentative Agreement
UW/Harborview and SEIU 1199 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:
- Employees will receive a 2 percent across-the-board wage increase for both years of the 2013-2015 biennium.
- UW/Harborview will expand eligibility for preceptor pay to the health care specialist, social worker 1, and electroneurodiagnostic (END) technologist job classes. UW/Harborview will expand what constitutes "precepting" to include working with students, under defined circumstances.
- Rest Between Shifts
- UW/Harborview will expand eligibility for the rest between shifts premium to END technologists.
- Education Support Funds
- UW/Harborview will increase the education support funds available to each full-time equivalent (FTE) in nearly all bargaining units: $500 for anesthesia technicians, END technologists, and Harborview and Airlift Northwest nurses, $800 for respiratory therapists, $850 for social workers, and $1,800 for health care specialists.
- Employees at a 0.9 FTE will be considered full-time for purposes of this benefit, and will be eligible for the maximum amount. Unused funds will no longer be pooled.
- Missed Break Trial
- Harborview will conduct a six-month project related to meals and rest breaks on two units, by assigning six registered nurses to dedicated break relief. These nurses will not have a permanent patient assignment, and will relieve nurses with permanent patient assignments for meal and rest breaks.
For more details on what is new and different in the 2013-2015 collective bargaining agreement, see the summary of the UW/Harborview-SEIU 1199 comprehensive tentative agreement
UW/Harborview and SEIU 1199 will recommend this agreement to their respective constituents for approval and ratification.
Negotiations Recap for May 16, 2013
This recap details the 21st session for the renewal of the collective bargaining agreement between the UW/Harborview and SEIU 1199, and the 12th session to be facilitated by neutral mediators.
SEIU 1199 Counter-Proposals
SEIU 1199 presented a counter-proposal package, which included:
- SEIU 1199 proposed expanding eligibility for preceptor pay to all bargaining units that it represents.
- Rest Between Shifts
- SEIU 1199 maintained its rejection of UW/Harborview's proposal to match its rest between shifts practice for nurses with that of the other eligible Harborview workgroups: to pay employees at a premium rate only for the amount of time worked during their scheduled time off period. This practice aligns with the community standard for nurses at most of Harborview's peer hospitals.
- Educational and Professional Development
- SEIU 1199 would agree to the increases to education support funds proposed by UW/Harborview, as long as every employee was guaranteed the maximum allotment of educational and professional leave time.
- SEIU 1199 rejected UW/Harborview's proposals surrounding what constitutes floating, in favor of current contract language.
- Break Relief Nurse
- SEIU 1199 proposed to double the length of UW/Harborview's proposed break relief nurse pilot program, from six months to 12, and proposed that such nurses be paid the float premium. SEIU 1199 also proposed language to prescribe how job openings for break relief nurses would be posted, and how the pilot program would be monitored.
- SEIU 1199's counter-proposal package included a response to UW/Harborview's compensation proposal from the March 25 bargaining session.
- SEIU 1199 proposed general wage increases of 2.5 percent each year for the 2013-2015 biennium, and the addition of two extra top steps for all employees it represents. SEIU 1199 also proposed that, effective retroactively from January 1, 2013, UW/Harborview shift the entire wage scale up by two steps for social workers and health care specialists, and match pay steps for END technologists to the Valley Medical Center wage scale.
- SEIU 1199 maintained the proposed increases to pay-premiums from its previous economic proposal.
Provisions of SEIU 1199's counter-proposal package applying specifically to the Airlift Northwest bargaining unit included:
- Shift Differentials
- SEIU 1199 rejected Airlift Northwest management's proposed revisions to shift differentials, which included eliminating shift differentials for 24-hour shifts and for 12-hour shifts not coinciding with on-call responsibility.
- Employee Transfers
- SEIU 1199 reiterated its proposal to guarantee that the process of a nurse transferring to a different home base be completed within six months. SEIU 1199 declined Airlift Northwest management's proposal to allow for a longer timeframe in cases where the vacancy resulting from the transfer would leave a base vitally short-staffed.
- Appendix XII: Layoff Units
- The parties agreed to updates to the Social Work layoff units.
The next UW/Harborview-SEIU 1199 bargaining session is currently being determined.
Negotiations Recap for April 16, 2013
This recap details the 20th session for the renewal of the collective bargaining agreement between the UW/Harborview and SEIU 1199, and the 11th session to be facilitated by neutral mediators.
- Article 13.7: Floating
- UW/Harborview proposed revisions to SEIU 1199's latest counter, in order to clarify that employees may formally accept employment in more than one department, but that they are not eligible for a float premium for hours worked in those departments.
- Paid Release for Bargaining
- UW/Harborview maintained several aspects of its proposal, including paying for one additional member of SEIU 1199's bargaining team during contract negotiations.
- UW/Harborview upheld its proposal to memorialize past expectations for the collective bargaining process, such as paying union team members only for the actual time spent in negotiations, but withdrew its proposal to require the union bargaining team to consist of the same people at each session.
- Airlift Northwest Contract
- UW/Harborview emphasized that Airlift Northwest's business and operations are sufficiently distinct to warrant having its own contract, as opposed to occupying a supplement at the end of the Harborview master contract. UW/Harborview confirmed its intention for future rounds of collective bargaining to negotiate Airlift Northwest separately from the Harborview master contract.
- Fixed Wing Aircraft Single Pilot Operation
- The parties discussed questions and concerns surrounding Airlift Northwest management's decision to move from a dual-pilot model to a single-pilot model for its AC690 aircraft. The parties exchanged information, and committed to follow up promptly on any outstanding questions.
Focus Tables - Health Care Specialists and END Technologists
Health care specialists and electroneurodiagnostic (END) technologists advocated for increased pay for their respective work groups.
SEIU 1199 also argued that UW/Harborview's proposed increases to educational and professional development funds for health care specialists are insufficient.
SEIU 1199 did not provide UW/Harborview with any counter-proposals.
The next UW/Harborview-SEIU 1199 bargaining session is scheduled for May 16.