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SEIU 1199 Contract Negotiation Updates

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.

Compensation: New compensation provisions went into effect on July 1, 2013, including 2 percent across-the-board increases for all employees in the bargaining units. 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 has been published to the Labor Relations website. View the 2013-2015 SEIU 1199 Contract.

Peter Denis
Assistant Vice President, Labor Relations (Lead Negotiator)
Bonnie Conley
Director, Social Work, Harborview Medical Center
A.J. Hartman
Communications Specialist, Labor Relations
Julie Hoffman
Regional Manager, Airlift Northwest
Darcy Jaffe
Chief Nursing Officer, Harborview Medical Center
Pranika Laing
HR Consultant, UW Medical Centers
Joe Marotta
Administrative Director, Radiology, Harborview Medical Center
Chris Martin
Executive Director, Airlift Northwest
Kathy Mertens
Director, Clinical Care Systems, Harborview Medical Center
Paula Minton-Foltz
Assistant Administrator, Patient Care Services, Harborview Medical Center
Neal Pember
Assistant Director, HR Compensation
Becky Pierce
Associate Administrator, Patient Care Services , Harborview Medical Center

Negotiations Recap for March 25, 2013

This recap details the 19th session for the renewal of the collective bargaining agreement between the UW/Harborview and SEIU 1199, and the tenth session to be facilitated by neutral mediators.

UW/Harborview Presentation

Comprehensive Financial Offer - Harborview Master Contract

UW/Harborview submitted a comprehensive financial offer that includes:

General Wage Increases
UW/Harborview proposed a general wage increase of 2 percent to become effective the later of July 1, 2013 or the first full pay period following ratification of the agreement, and a further 2 percent increase on July 1, 2014. An absolute condition is that the Washington state legislature agrees to and appropriates the funds requested by the UW. Failing this, the parties would return to the bargaining table and re-negotiate only the wage proposal.
Educational and Professional Development
UW/Harborview reiterated its proposal made on January 29, 2013. UW/Harborview would provide increases, ranging from 20 percent to 300 percent, to the continuing education support funds per full-time equivalent (FTE) for registered nurses, respiratory therapists, anesthesiology technicians and electroneurodiagnostic technologists, social workers, and health care specialists. Similarly, employees at a 0.9 FTE would be considered full-time for purposes of this benefit, and would be eligible for the maximum amount.
Meal and Rest Breaks
UW/Harborview proposed to conduct a 6-month project related to meals and rest breaks by assigning registered nurses to dedicated break relief.

UW/Harborview withdrew its proposed pay premium for nurses holding a Bachelor of Science in Nursing degree.

Comprehensive Financial Offer - Airlift Northwest

Airlift Northwest management submitted a comprehensive financial offer that includes:

General Wage Increases
Airlift Northwest management proposed a general wage increase of 2 percent to become effective the later of July 1, 2013 or the first full pay period following ratification of the agreement, and a further 2 percent increase on July 1, 2014, also contingent upon legislative approval and appropriation of funds.
Educational and Professional Development
Airlift Northwest management reiterated its proposal made on January 29, 2013. Airlift Northwest management would increase the education support funds available to flight nurses from $300 to $500 per FTE. Similarly, employees at a 0.9 FTE would be considered full-time for purposes of this benefit, and would be eligible for the maximum amount.
Shift Premium
Airlift Northwest management would revise eligibility for shift differentials, eliminating shift differentials for all 24-hour shifts and for 12-hour shifts not coinciding with on-call responsibility. Airlift Northwest management would pay a shift premium of $2.50 when working a 12-hour shift coinciding with on-call responsibility, and a shift premium of $3.75 for employees working a shift at Boeing Field when the majority of hours worked are between 7:00 p.m. and 7:00 a.m.
Preceptor
Airlift Northwest management maintained its proposal to expand eligibility for preceptor pay to flight nurses working with emergency medicine residents.

Tentative Agreement

Shift Premium
The parties tentatively agreed to a memorandum presented by the UW/Harborview regarding shift premium establishing that employees who work the second (3:00 p.m. - 11:30 p.m.) and third (11:00 p.m. - 7:30 a.m.) shifts will be paid a shift differential. Similarly, employees will be paid a shift differential on second or third shift if the majority of hours are worked during the designated shift. The memorandum does not apply to the Airlift Northwest bargaining unit.

Additional Items

SEIU 1199 did not present counter proposals on any of the issues and provisions open for discussion.

UW/Harborview received notice of an SEIU 1199 picketing event, to take place at Harborview on Thursday, March 28.

Next Steps

The next UW/Harborview bargaining session is scheduled for April 16.


Negotiations Recap for February 15, 2013

This recap details the 18th session for the renewal of the collective bargaining agreement between the UW/Harborview and SEIU 1199, and the ninth session to be facilitated by neutral mediators.

UW/Harborview Counter-Proposals

Harborview Master Contract

UW/Harborview put forth several counter-proposals pertaining to provisions within the master contract, including:

Floating
UW/Harborview amended its proposed language to clarify the intent of its original proposal: to allow employees that want to work regularly in more than one area at a regular rate of pay to do so.
The new language largely echoes the existing floating policy. It emphasizes that such appointments are to be voluntary, memorialized in writing, and that nurses in the designated float pool would not be prevented from receiving float pay.
Paid Release for Bargaining
UW/Harborview proposed language that would allow for one additional member of SEIU 1199's bargaining team to be paid for negotiations, while restoring provisions from past contracts that spell out the collective bargaining processes and expectations.
Among these, SEIU 1199 team members are to be paid only for the actual time spent in negotiations, up to eight hours per session, and such time does not count toward the calculation of overtime.
Airlift Northwest Addendum

Airlift Northwest management delivered counter-proposals on several provisions specific to its business, including:

Staff Meetings
Airlift Northwest management proposed that both parties withdraw their proposals on calling in to staff meetings, in favor of relying on existing policies.
Official Duty Station
Airlift Northwest management put forth language affirming its right to implement changes to official duty stations, and to create specialty teams.
On-Call Shifts
Airlift Northwest management reiterated that it cannot establish a limit in the contract to the number of on-call shifts that Airlift Northwest may implement.

SEIU 1199 Counter-Proposals

Paid Release for Bargaining
SEIU 1199 upheld its proposal for 13 bargaining team members to be paid for negotiations, but declined most of UW/Harborview's proposed language delineating bargaining procedures.
Floating
SEIU 1199 countered with language similar to that which UW/Harborview put forth, and proposed memorializing the notion that management does not intend to require employees to work in multiple units.

Tentative Agreement

Airlift Northwest Schedule Bidding
The parties tentatively agreed to maintain current schedule bidding practices for Airlift Northwest, and to discuss any changes at joint labor-management meetings.

Further Dialogue

Airlift Northwest Preceptor
SEIU 1199 questioned the need for flight nurses to take a preceptor training course before being eligible to precept emergency medicine residents.
Airlift Northwest management explained that if flight nurses become eligible for preceptor pay with this new contract, their relationship with such residents must follow a more defined preceptor program, which includes receiving proper training.
Economics
Prior to this bargaining session, UW/Harborview presented SEIU 1199 with a cost estimate of the union's most recent economic proposal. According to this estimate, the union's proposed increases would cost Harborview nearly $30 million between now and June 30, 2015.

Next Steps

The next UW/Harborview-SEIU 1199 bargaining session is scheduled for March 25.


Negotiations Recap for January 29, 2013

This recap details the 17th session for the renewal of the collective bargaining agreement between the UW/Harborview and SEIU 1199, and the eighth session to be facilitated by neutral mediators.

UW/Harborview Presentation

UW/Harborview presented two package proposals, one for the Harborview master contract and one for the Airlift Northwest addendum. As presented, each package would need to be accepted in its entirety.

Harborview Package Proposal
Preceptor
UW/Harborview would add health care specialists, social workers, and electroneurodiagnostic (END) technologists to preceptor pay eligibility.
UW/Harborview would also expand what constitutes "precepting" to include working with students, under defined circumstances. Employees for whom such activity is a core function of their job, such as the "Social Worker 2" position, would not be eligible.
Rest Between Shifts
UW/Harborview would expand eligibility for rest between shifts premium pay to include anesthesia technicians and END technologists.
UW/Harborview proposed that nurses receive four hours of premium pay for any interruption to their designated rest period, as opposed to the guaranteed eight hours they currently receive. Most of Harborview's peer hospitals pay nurses a premium for the actual amount of time worked within their designated time off.
Educational and Professional Development
UW/Harborview would provide increases, ranging from 20 percent to 300 percent, to the continuing education support funds available to each full-time equivalent (FTE). Employees at a 0.9 FTE would be considered full-time for purposes of this benefit, and would be eligible for the maximum amount.
As a condition, UW/Harborview would eliminate the practice of pooling unspent funds.
Airlift Northwest Package Proposal
Preceptor
Flight nurses would be eligible for a preceptor pay premium when working with emergency medicine residents, provided that specific criteria are met.
Educational and Professional Development
Airlift Northwest would increase the continuing education support funds for flight nurses from $300 to $500 per FTE. Similarly, employees at a 0.9 FTE would be considered full-time for purposes of this benefit, and would be eligible for the maximum amount.

Next Steps

The next UW/Harborview-SEIU 1199 bargaining session is scheduled for February 15.