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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 November 21, 2012

This recap details the 13th session for the renewal of the collective bargaining agreement between the UW/Harborview and SEIU 1199, and the fourth session to be facilitated by neutral mediators.

SEIU 1199 Counter-Proposals

Education Support Funds
SEIU 1199 maintained its previous proposal to eliminate the existing practice of prorating education support funds based on an employee's full-time equivalent (FTE), such that part-time employees would receive the same funds as full-time employees.
Mandatory In-service Education
SEIU 1199 proposed language to clarify that the in-service education article pertains to mandatory training, and maintained its previous proposal to guarantee that such training would only occur during an employee's normal working hours and within their FTE.
Elective Educational and Professional Leave
SEIU 1199 maintained its previous proposal to guarantee to all employees what is currently the maximum potential allotment of educational and professional leave, and proposed adding language to broaden the qualifying criteria for such leave.
Airlift Northwest
SEIU 1199 put forth a theoretical package proposal for discussion, pertaining specifically to Airlift Northwest issues.

UW/Harborview Counter-Proposals

Harborview Preceptor
UW/Harborview proposed language outlining criteria that would constitute a preceptor relationship between an employee and a student. The proposed language specified that employees for whom such instruction of students is a distinguishing characteristic of their job would not be eligible for preceptor pay.
Airlift Northwest Preceptor
Airlift Northwest management proposed language that would make flight nurses eligible for preceptor pay when working with medical residents, provided that specific criteria are met. This would include the completion of a preceptor workshop, monitoring and evaluation of the training process, and facilitating a consistent educational relationship.
Elective Educational and Professional Leave
UW/Harborview proposed language confirming that requests for elective educational and professional leave would be acknowledged within 14 days of receipt.
UW/Harborview also proposed upholding existing contract language on prorating such leave according to an employee's FTE.
Mandatory In-service Education
UW/Harborview tentatively agreed to a language change that would clarify that the in-service education article pertains to mandatory training, but proposed upholding current contract language for the remainder of the article.
Education Support Funds
UW/Harborview maintained its previous proposal to increase the funds guaranteed to each work group (registered nurses, healthcare specialists, etc.) and eliminating the pooling of such funds.
UW/Harborview proposed upholding existing contract language on prorating education support funds according to an employee's FTE.
Corrective Action
UW/Harborview proposed language to clarify that while management leads the corrective action process, a Registered Nurse 3 may be present during the process, and involved in mentorship, feedback, and evaluations.
Meal and Rest Breaks
UW/Harborview countered SEIU 1199's proposed memorandum on meal and rest breaks with language memorializing the parties' commitment to uninterrupted breaks for employees, which would commit Harborview to track any missed meal breaks.

Tentative Agreement

Article 9.2: Hire-in Rates
The parties tentatively agreed to language surrounding hire-in rates for health care specialists, closely aligning the definition of what constitutes applicable experience with that of registered nurses.
The parties also tentatively agreed that credit for new-hires based on previous experience will be addressed at the health care specialist joint labor-management meeting by March 1, 2013.

Next Steps

The next UW/Harborview-SEIU 1199 bargaining session is scheduled for November 27.


Negotiations Recap for October 29, 2012

This recap details the 12th session for the renewal of the collective bargaining agreement between the UW/Harborview and SEIU 1199, and the third session to be facilitated by neutral mediators.

UW/Harborview Counter-Proposals

Preceptor Pay
UW/Harborview proposed an expansion of its previous proposal - to add electroneurodiagnostic (END) technicians to preceptor eligibility - by also extending eligibility for preceptor pay to health care specialists and social workers.
Rest Between Shifts
UW/Harborview proposed making anesthesiology and END technicians eligible for rest-between-shifts premium pay, and withdrew its proposal to establish a 10-hour standardized rest period across work groups.
UW/Harborview maintained its proposal to pay this premium to employees receiving less than their defined rest period only for the time worked within their rest period, instead of automatically paying this premium for eight hours regardless of the interruption.
Educational and Professional Development
UW/Harborview proposed language changes to clarify that the use of educational and professional leave is not required for mandatory training. UW/Harborview upheld its proposal to increase education support funds per full-time equivalent (FTE) across work groups, and to eliminate pooling of such funds.
Health Care Specialist Hire-in Rates
UW/Harborview proposed that the parties continue to discuss and review available data at the health care specialist joint labor-management meeting.
Floating
UW/Harborview proposed language to clarify that employees who voluntarily and/or regularly work in more than one department do not meet the definition of floating.
Paid Bargaining Time
UW/Harborview agreed to incorporate SEIU 1199's proposed definition of what constitutes a "bargaining session," with the added clarification that such time will not result in paid overtime or paid meal breaks.
UW/Harborview maintained its proposal to uphold the current practice of paying release time for 12 SEIU 1199 members to attend negotiations.
Clinic Staffing
UW/Harborview proposed that clinic social work staffing be discussed at joint labor-management meetings, and that clinic nurse staffing be a standing agenda item at the nurse staffing committee.

SEIU 1199 Counter-Proposals

Rest Between Shifts
SEIU 1199 proposed expanding the rest between shifts policy covering registered nurses to include anesthesiology technicians and END technologists, and expanding the rest between shifts policy covering social workers and health care specialists to include respiratory therapists and medical imaging technologists.
In-service
SEIU 1199 maintained its original proposal, that in-service education only occur during an employee's normal working hours and within their FTE.
Paid Bargaining Time
SEIU 1199 proposed that UW/Harborview provide paid release time for 15 employees to attend negotiations.
Airlift Northwest Proposals Withdrawn
SEIU 1199 withdrew its proposals that Airlift Northwest management pay for an extra round-trip flight to Seattle for Juneau-based nurses, as well as for all nurse passport costs.
SEIU 1199 also offered several verbal amendments and counter-proposals to other Airlift Northwest-specific provisions.

Tentative Agreements

The parties reached tentative agreements on the following articles and memoranda:

Article 6.9: Certification
END technologists would be eligible for premium pay for one certification, and contract language for respiratory care practitioner certification pay would remain the same.
Article 7.3: Overtime
For the purpose of calculating overtime payment, health care specialists and social workers may select either a fixed shift or an adjustable schedule.
The fixed shift would allow for overtime accrual on a daily basis. The adjustable schedule would provide added scheduling flexibility, but would allow for overtime accrual only for time worked beyond 80 hours in their 80 hour work period.
Article 22.7: Layoff Notice
In the event of a layoff, a seniority list of the most recent hires would be sent to the union along with materials regarding the employees identified for layoff.
Article 22.15: Airlift Northwest Base Closure
The parties would maintain current contract language.
Article 23: Job Posting and Transfer
For health care specialists, job opportunities would be posted or emailed internally for seven days prior to posting externally, and for Airlift Northwest registered nurses, job opportunities would be circulated internally for two weeks prior to posting externally.
Medical Errors
The parties tentatively agreed to a memorandum establishing that if a medical error occurs, the surrounding events will be reviewed to determine mitigating factors before corrective action occurs.
KRONOS Committee
The parties tentatively agreed to language outlining the duties of the KRONOS Committee going forward, which includes monitoring the system's accuracy and recommending improvements.
Clinic Social Work Staffing
The parties tentatively agreed that clinic social work staffing will be discussed at joint labor-management meetings.
Airlift Northwest Addendum: Mileage
The parties tentatively agreed that when a nurse must work at a base other than their home base, all mileage driven to the base will be reimbursed.

Further Dialogue

Membership Vote

SEIU 1199 explained that after the October 19 bargaining session it solicited its members' opinions of the proposals put forth to date by UW/Harborview. SEIU 1199 pointed out that most of those who voted were not favorable toward UW/Harborview's proposals.

SEIU 1199 expressed that based on this, it will continue its efforts toward a public action of some sort.

Bargaining Protocol

UW/Harborview requested that SEIU 1199 commit its outstanding verbal counter-proposals to writing.

Next Steps

The next UW/Harborview-SEIU 1199 bargaining session is currently being determined by both parties.


Negotiations Recap for October 19, 2012

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

UW/Harborview Presentation

UW/Harborview Counter-Proposals
Education Support Funds
UW/Harborview proposed expanding its prior proposal - to increase individual education funds and eliminate pooling for registered nurses - to now include employees in several other work groups.
Each fiscal year, per full-time equivalent (FTE), respiratory therapists, anesthesiology technicians, and electroneurodiagnostic (END) technicians would receive $500, social workers would receive $850, and health care specialists would receive $1,800. Unused funds for each group would no longer pool.
Educational and Professional Leave
UW/Harborview proposed amendments to create consistent contract language across work groups, which included listing leave allotments in terms of hours instead of days, and clarifying that such leave is allocated based on the fiscal year.
Layoff Notice
UW/Harborview proposed that in the event of a layoff, a seniority list of the most recent hires be sent to the union along with materials regarding the employees identified for layoff.
In-service Education
UW/Harborview proposed maintaining current contract language regarding in-service education.
Airlift Northwest Management Proposals
Base Closure
Airlift Northwest management proposed maintaining current contract language surrounding base closures.
Day Basing
Airlift Northwest management proposed new language surrounding "day basing" - when crew and aircraft launch from their home base to work in prearranged areas, in order to better serve communities in need. The language guarantees that when day basing is to occur, every effort will be made to provide 60 days' advance notice to the union and affected staff, and to arrange for rest-area accommodations.

SEIU 1199 Presentation

SEIU 1199 Counter-Proposals
Preceptor Pay
SEIU 1199 maintained its proposal to expand eligibility for preceptor pay to include health care specialists and social workers, but amended it to exclude medical imaging technologists.
Memoranda of Understanding
SEIU 1199 put forth slight language modifications to its previously proposed memoranda regarding nurse staffing in clinics and medical errors.

Tentative Agreements

Article 5.3: Union Delegates
The parties tentatively agreed to establish one union delegate representing END technicians.
Article 5.10: Delegate Training
The parties tentatively agreed to increase delegate training to 144 hours, to accommodate eight hours of training for one delegate representing END technicians.
Article 17.1: Joint Labor/Management Committees
The parties tentatively agreed to allow for two END technician representatives and three health care specialist representatives to attend such meetings, and for the union to decide which units the three health care specialists come from.

Further Dialogue

Education Support Funds

SEIU 1199 voiced dissatisfaction with UW/Harborview's proposals to maintain the existing practice of prorating education support funds based on an employee's FTE status.

UW/Harborview explained that prorating such funds according to an employee's FTE status has always been the practice, as it is fair to all employees and consistent with other benefits, such as vacation accrual.

Economic Proposals

SEIU 1199 requested that UW/Harborview present a counter to the union's proposal for general wage increases of 4 percent each year during the 2013-2015 biennium.

UW/Harborview pointed out that per SEIU 1199's request, the parties had agreed to finish negotiating the remainder of the 2012-2013 contract year before commencing negotiations on the 2013-2015 contract.

UW/Harborview noted that its economic proposal for the 2013-2015 biennium will be aligned with the University's overriding goal of providing realistic general wage increases as part of a calculated reemergence from the recession.

UW/Harborview explained that SEIU 1199-represented employees are among a small minority that has received wage increases in the past four years, and the University's priority now is to benefit employees across the institution.

Next Steps

The next UW/Harborview-SEIU 1199 bargaining session is scheduled for October 29.