Skip navigation - Jump to main content

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

Negotiations Recap for July 6, 2015

This recap details the 16th session for the renewal of the collective bargaining agreement between the UW and SEIU 1199, which expired as of July 1, 2015.

Status of Negotiations

Payroll Cutoff for July 1 Wage Increases

UW again reminded SEIU 1199 that in order for wage increases to be effective as of July 1, 2015 (for employees’ July 25 paychecks), the contract must be ratified by July 14, 2015, which is the date that payroll closes for the July 1 pay period. UW again reminded the union that pay increases will not be applied retroactively.

Bargaining Cancelled by Union

SEIU 1199 cancelled the parties’ July 8 bargaining session, leaving the parties with one remaining scheduled bargaining date on July 13.

SEIU 1199 Proposals

Charge Nurses and Staffing Concerns – SEIU 1199 proposed several changes to UW’s language regarding charge nurses and staffing concerns, including:

  • Staffing Matrices: The union maintained its proposal to allow charge nurses to add staff to matrices, and proposed that trends related to census, acuity, and ratios that continue for six months be used as a basis for changing the staffing matrix.
  • Emergent Situations: The union proposed allowing charge nurses to declare a staffing emergency if a unit is not staffed to the matrix, and requiring Harborview to delay elective admissions and surgeries in order to bring the workplace into adherence with the matrix.
  • Committees and Process: The union proposed that information be collected using a new form developed by the staffing committee, to be reviewed on a monthly basis. The union’s language would require that the parties utilize the joint labor-management process in 2015 to determine a process for charge nurses to escalate staffing concerns, to define “staffing alert,” and to establish training options for charge nurses related to staffing.

Pre-scheduling Overtime Shifts for Nurses – SEIU 1199 revised UW’s proposal to establish that Harborview may offer pre-scheduled overtime to be paid (at the appropriate rate of pay) after the initial schedule bid is posted and once Harborview has sent out notice for employees interested in taking additional shifts at straight time. The union added that failure to attempt to notify staff of cancellation at least two hours in advance would result in payment for up to two hours of work.

Negotiations for a Successor Contract – SEIU 1199 proposed paid release time for 17 union designated bargaining team members for all sessions during negotiations for the 2017-2019 contract, and that UW provide paid release time for three bargaining team members to attend statewide Healthcare Coalition bargaining.

SEIU 1199 Proposals: Per Diem Registered Nurses

SEIU 1199 delivered several counter-proposals regarding per diem nurses, which included:

Per Diem Wage Differential – SEIU 1199 proposed that per diem nurses without UW-provided medical benefits be paid a 12 percent wage differential, and those with UW-provided medical benefits receive a 10 percent differential.

Per Diem Step Increases – SEIU 1199 proposed that per diem nurses receive annual step increases upon reaching 1,872 hours.

Per Diem Hire-in Rates – SEIU 1199 proposed that hire-in rates for per diem nurses be based on year-for-year credit for applicable experience.

Per Diem Hours of Work – SEIU 1199 declined UW’s proposed language memorializing that assignment of hours and continuation of employment are at management’s discretion.

Per Diem Minimum Work Availability – SEIU 1199 accepted UW’s proposal for per diem nurses to be available to work at least four shifts per four-week period. The union declined UW’s proposal that once a nurse agrees to work a scheduled shift, they must work or find a replacement such that no overtime is incurred.

The union proposed a requirement that per diem nurses provide notice of an absence at least two hours prior to the beginning of a shift, and that failure to attempt to notify a per diem nurse of a shift cancellation at least two hours in advance would result in payment for up to two hours of work.

Per Diem Seniority and Accruals – SEIU 1199 maintained its proposal for seniority to accrue based on all hours worked, while not applying while a nurse is still in per diem status. Upon acquiring regular status, this seniority would be applied to determine the nurse’s benefit accrual rates.

Per Diem Classification Review – SEIU 1199 proposed that if the union believes a per diem nurse has been working regular full- or part-time hours over a 12-month period, the union may request to have their hours reviewed by the employer.

Per Diem Training – SEIU 1199 proposed language establishing that hourly staff are required to schedule and participate in annuals skills validation and select other pertinent education. Required class time would be compensated at the appropriate rate of pay, and in-house education offered by Harborview would be attended at no cost.

UW Proposals

UW “Supposals”

UW put forth a series of potential trade-offs in an attempt to close several outstanding contract provisions:

Education Funds and Skills Day

  • Education Support Funds – UW proposed that SEIU 1199 withdraw its proposal to increase the annual education support funds for healthcare specialists from $1,800 per FTE (full-time equivalent) to $2,500 per FTE.
  • Skills Day – UW proposed a paid skills day for respiratory therapists comprised of internal education focused on job specific competency training, accepting SEIU 1199’s proposal for payment to be dictated by contract’s language on mandatory inservice education.

Leaves of Absence

  • Vacation Leave – UW proposed that SEIU 1199 withdraw its proposed adjustments to vacation leave accruals in favor of the parties maintaining current contract language.
  • Family and Medical Leave Act (FMLA) – UW would withdraw its proposal to require employees to use a portion of their accrued paid leave for leave under FMLA, only maintaining its proposed formatting updates to the article.

Staffing

  • Charge Nurses and Staffing Concerns – UW revised its previous proposal such that the parties would develop a process for charge nurses to escalate staffing concerns at a joint labor-management meeting within six months. New language established that the charge nurse would assess patient and unit needs, and adjust resources as necessary in conjunction with the unit manager or designee and/or nursing supervisor. Trends related to census, acuity, and unit activity that continue for six months would be assessed and discussed at the nurse staffing committee.
  • Pre-scheduling Overtime Shifts for Nurses – UW maintained its proposed memorandum of understanding whereby Harborview could offer pre-scheduled overtime to be paid (at the appropriate rate of pay) after the initial schedule bid is posted and once Harborview has sent out notice for employees interested in taking additional shifts at straight time. UW included additional language from the nurse staffing policy already cited by its proposal to provide further context.
  • Staffing – UW maintained its previous proposal for the consolidation and incorporation of nurse staffing policy as well as the contract’s existing appendix regarding nurse staffing into the body of the contract.
UW Sixth Package Proposal

UW put forth a package proposal in which all provisions would need to be accepted in their entirety. Provisions included:

Meal and Break Relief

  • Meal and Rest Breaks – UW maintained its proposal to memorialize the parties’ joint goal of ensuring that nurses at Harborview receive uninterrupted meal and rest breaks, including the responsibility of Harborview to create an environment that allows and encourages uninterrupted breaks, and the responsibility of nurses to take such breaks. UW accepted SEIU 1199’s proposed language committing employees and managers to attend joint training concerning the importance of taking breaks, how to record missed breaks, and non-retaliation policies.
  • Break Relief Nurses – UW proposed the creation of break relief nurses on the day shift of all acute care units to relieve nurses with permanent patient assignments for meal and rest breaks. UW proposed a phase-in schedule whereby Harborview would provide break relief nurses on the day shift to five acute care units (maintaining in two current units and adding to three units) by June 30, 2016, and to all acute care units by June 30, 2017.

Education and Tuition Support

  • Harborview Scholarships – Harborview would grant scholarships of up to $10,000 each to up to 11 Harborview nurses accepted into the UW Bothell RN-to-BSN degree program offered on-site at Harborview. To be eligible, nurses would have worked at Harborview for at least one year, and nurses completing the program would commit three years to Harborview. In addition to the UW Bothell program, UW would provide up to $10,000 per year (total) for Harborview nurses to attend a program to complete their BSN, MSN, or other advanced nursing practice degrees.
  • Training Fund and BSN Premium – UW proposed that SEIU 1199 withdraw its proposal for UW to pay into the SEIU 1199NW Multi-Employer Training and Education Fund (“Training Fund”), including the union’s proposed pay premium for nurses holding a Bachelor of Science in Nursing (BSN) degree.

Wage Increases

  • General Wage Increases – UW proposed a 2 percent general wage increase effective the first available pay period after ratification, and a 1 percent general wage increase effective July 1, 2016. As part of this package, SEIU 1199 would withdraw its other economic proposals, including those for several individualized and general adjustments to wage scales and pay premiums.
  • New Top Step – UW proposed the creation of an additional salary step for all non-nurse job classifications, effective July 1, 2016. Upon implementation, employees who have been at the top step for more than five years would immediately advance to this new top step.

Targeted Wage and Class Adjustments

  • Social Work Wage Increases and Consolidation – In response to the union’s concerns, UW withdrew its proposal to consolidate the Social Worker 1 and 2 job classes and provide wage increase of roughly 8 percent to employees in the current Social Worker 1 job class.
  • Healthcare Specialist Consolidation – UW maintained its proposal to merge the job classes and pay ranges of outpatient and inpatient healthcare specialists, effective July 1, 2016, which would provide for an average wage increase for outpatient healthcare specialists of roughly 2 percent.
  • Healthcare Specialist Compensation – UW proposed that SEIU 1199 withdraw its outstanding proposals related to healthcare specialist compensation, including its proposal to add new steps to the top of the pay scale and to build in increases between “flat” steps.

Call Back and Prescheduled Standby Assignments

  • Mandatory Standby Assignments – UW proposed language memorializing that the parties follow Washington State law (RCW 49.28.140) regarding mandatory standby assignments.
  • Call Back – UW maintained its proposal clarifying that the two and one-half hours of guaranteed premium pay for employees called back, from standby or not, only applies once during the same two and one-half hour period of time. UW also maintained its proposal for the minimum callback hours to not apply for employees who are called in from standby prior to their scheduled shift and continue working into their scheduled shift.

Hall Health Nurse Salary Steps

  • Salary Step Analysis – UW proposed a memorandum of understanding whereby upon ratification the union would provide UW with a list of Hall Health Nurses in the Research/Hall Health Bargaining unit who it believes are placed on a salary step that does not appropriately reflect their years of experience.

    UW would evaluate the experience and placement of these nurses within 60 days, and for any nurses deemed to be on an improper salary step, UW would provide an additional step increase for their next periodic increment date.

Tentative Agreement

Appendix XIII: Compliance with Washington State Nurse Staffing Committee Law – The parties tentatively agreed to strike Appendix XIII in favor of housing nurse staffing language in the body of the contract.

Sign-in Sheet

UW again delivered a sign-in sheet for both bargaining teams to sign, in order to help facilitate payment of release time to employees. For the 16th consecutive session, SEIU 1199 declined to utilize a sign-in sheet.

Next Steps

SEIU 1199 cancelled the parties’ July 8 bargaining session. The next UW-SEIU 1199 bargaining session is scheduled for July 13. Since the contract has expired, the previous contract will remain in effect until the parties negotiate a successor agreement.


Negotiations Recap for July 2, 2015

This recap details the 15th session for the renewal of the collective bargaining agreement between the UW and SEIU 1199.

UW Proposals

Drug and Alcohol Free Workplace – UW withdrew several elements of its previous proposal. UW maintained its proposed language to memorialize state policy, to allow for the creation of a UW/Harborview policy, and to establish that employees may not use or possess alcohol, marijuana, or illegal drugs in UW vehicles, on agency premises, or on official business.

END Technologist Job Descriptions – UW proposed an expedited timeline for its proposal to undertake the union’s proposed review of the Electroneurodiagnostic (END)Technologist series job descriptions, such that the UW Compensation Office would provide a response within 60 days of the contract’s ratification rather than 90.

Negotiations for a Successor Contract – UW proposed paid release time for up to 15 union designated bargaining team members for the first 10 sessions (for up to eight hours per session) during negotiations for the 2017-2019 contract. After 20 sessions, the union could request that the parties discuss additional paid release time for union team members. UW would provide paid release time for one bargaining team member to attend statewide Healthcare Coalition bargaining.

SEIU 1199 Proposals

General Wage Increases – SEIU 1199 proposed general wage increases of 4.5 percent on July 1, 2015, and another 4.5 percent on July 1, 2016.

New Top Steps – SEIU 1199 maintained its proposal for two new steps to be added at the top of all applicable pay tables, each one 3 percent greater than the step prior. One step would be added on July 1, 2015, and the next would be added July 1, 2016.

Targeted Wage Increases – SEIU 1199 maintained its proposals for the following wage adjustments specific to individual job class series:

  • Anesthesiology Technician Series: 5 percent wage increase.
  • Vascular and Cardiac Lead Sonographers: Move from pay range 96 to range 99.

Healthcare Specialist Compensation – SEIU 1199 proposed to merge inpatient and outpatient healthcare specialist pay ranges effective July 1, 2015, such that affected employees would be placed at the same letter step on the new pay range, rather than UW’s proposal for placement on the step that is closest to their current pay without a pay reduction.

Social Work Increases – SEIU 1199 maintained its proposal whereby the Social Work Assistant 2, the Social Worker 1, and Social Worker 2 job classifications would receive an 8 percent wage increase effective July 1, 2015. The parties would establish a committee to explore the matter of consolidating the Social Worker 1 and 2 job classifications.

END Technologist Job Descriptions and Increases – SEIU 1199 proposed a further expedited timeline for UW to undertake the union’s proposed review of the END Technologist series job descriptions, such that the UW Compensation Office would provide a response within 45 days of the contract’s ratification. The union proposed that END technologists receive a wage increase of at least 8 percent, regardless of the outcome of the review.

Standby Pay – SEIU 1199 maintained its proposal to increase the premium for time spent on call to $6 per hour for all eligible employees.

Certification Pay – SEIU 1199 maintained its proposal to expand eligibility for certification premium pay to include healthcare specialists.

Per Diem Probationary Period – SEIU 1199 maintained its proposal for up to six months of service as a represented per diem nurse to count toward a nurse’s probationary period in the event they are hired into a permanent position in the same job class without a break in service, rejecting UW’s proposal for such a decision to be at management’s discretion.

Filler Steps – SEIU 1199 proposed pay step adjustments from the previous step for steps that currently do not result in a pay increase, applicable to social workers, healthcare specialists, and various technologist job classifications.

Training Fund – SEIU 1199 proposed that UW pay an amount equaling 0.5 percent of all nurses' gross pay as a contribution to the SEIU 1199NW Multi-Employer Training and Education Fund (“Training Fund”).

BSN Premium – SEIU 1199 maintained its proposed pay premium for nurses holding a Bachelor of Science in Nursing (BSN) degree premium as an "all-or-nothing" package with the Training Fund.

Hire-in Rates – SEIU 1199 maintained its proposal for social work hire-in rates to be based on year-for-year credit for applicable experience, to be developed through the joint labor-management process.

Research/Hall Health Nurse Pay Tables – SEIU 1199 maintained its proposal for the Research Nurse 1 job class to be placed on the BW pay table such that it aligns with the Hall Health Nurse 2 job class. The union proposed establishing a 6 percent pay differential between the Research Nurse 1 and Research Nurse 2 job classes.

Credit for Past Experience – SEIU 1199 maintained its proposal for UW to adjust wage rates for the entire Research/Hall Health Nurse bargaining unit to reflect year-for-year credit within 30 days of contract ratification.

Drug and Alcohol Free Workplace – SEIU 1199 maintained its rejection of UW’s proposal to memorialize the expectation that employees report to work unimpaired by alcohol or drugs.

Family and Medical Leave Act (FMLA) – SEIU 1199 declined UW’s proposal to require that employees use a portion of their accrued paid leave for leave under FMLA, while allowing them to retain 100 hours of accrued vacation leave.

Callback Relief – SEIU 1199 maintained its proposal to allow employees who have worked on-call within eight hours of their next scheduled shift to call out sick citing fatigue, to which they could apply annual leave, sick leave, or leave without pay. If a staffing need persists after the employee has been off-duty for 12 hours, management could require the employee to work the balance of their shift.

Scheduled Call and Standby Pay – SEIU 1199 maintained its proposal to limit scheduled call and standby hours in each department to 72 hours per employee per month, and to create on-call staffing committees for every unit and a call oversight committee covering all the units.

Mandatory Call Language – SEIU 1199 maintained its proposal to add language about no mandatory call for nurses, and that such call be prohibited except in cases where the government declares and emergency or if the medical center activates its disaster plan.

Call Back – SEIU 1199 declined UW’s proposal to clarify that the two and one-half hours of guaranteed premium pay for employees called back, from standby or not, only applies once during the same two and one-half hour period of time. SEIU 1199 also declined UW’s proposal for the minimum callback hours to not apply for employees who are called in from standby prior to their scheduled shift and continue working into their scheduled shift.

Tentative Agreements

The parties reached tentative agreements on the following provisions:

Article 22: Seniority, Layoff Rehire – The parties tentatively agreed to language updates establishing an ordered list of distinct employment options for employees subject to layoff, as follows:

  1. A funded vacant posted position within the layoff/seniority unit. An employee accepting this option could opt to resign within six weeks of accepting the position and be placed on the rehire list.
  2. The opportunity to replace the least senior employee in the affected job class within the unit, department, or base and within 0.2 FTE (full-time equivalent).
  3. The opportunity to replace the least senior employee in their clinical group (per Appendix XII).
  4. The opportunity to replace the least senior employee within the same department who is in a lower classification in the same series as the employee affected by the layoff and within 0.2 FTE.

Employees may request to be laid off and have the right to be placed on the rehire list instead of accepting one of these employment options.

Memoranda of Understanding – The parties tentatively agreed to delete all existing memoranda of understanding in the main contract except for the “Medical Errors” and “Commitment to Staff Consistent with Approved Plans” MOUs.

Sign-in Sheet

UW again delivered a sign-in sheet for both bargaining teams to sign, in order to help facilitate payment of release time to employees. For the 15th consecutive session, SEIU 1199 declined to utilize a sign-in sheet.

Next Steps

The next UW-SEIU 1199 bargaining session is scheduled for July 6.


Negotiations Recap for June 30, 2015

This recap details the 14th session for the renewal of the collective bargaining agreement between the UW and SEIU 1199.

UW Proposals

Charge Nurses and Staffing Concerns – UW proposed a memorandum of understanding whereby the parties would discuss a process for charge nurses to escalate staffing concerns at a joint labor-management meeting in 2015.

Pre-scheduling Overtime Shifts for Nurses – UW proposed a memorandum of understanding whereby Harborview could offer pre-scheduled overtime to be paid (at the appropriate rate of pay) after the initial schedule bid is posted and once Harborview has sent out notice for employees interested in taking additional shifts at straight time.

Trial Service Period – UW’s proposal accepted SEIU 1199’s proposed six month trial service period for permanent employees who transfer into a job class for which they previously have not attained permanent status, as well as the union’s proposal to allow employees to revert to their former position within six weeks, provided that the position had not already been filled or offered. Reversion of employees who are unsuccessful during their trial service period would not be subject to grievance. UW also accepted the union’s proposal whereby if an employee’s prior position has been filled with a permanent employee, the employee would be placed on the rehire list.

Per Diem Probationary Period – UW proposed to enable union-represented per diem nurses to request a meeting to review the determination of hours of credit received for the purposes of calculating probationary period. UW maintained its proposal for up to six months of service as a union-represented per diem nurse to count toward a nurse’s probationary period in the event they are hired into a permanent position in the same job class without a break in service, as determined by management.

Staffing – UW maintained its previous proposal for the consolidation and incorporation of nurse staffing policy as well as the contract’s existing appendix regarding nurse staffing into the body of the contract.

Payroll Errors – UW withdrew its proposed language updates regarding the correction of payroll errors to reflect limitations of the payroll system.

Layoff – UW maintained its proposed language updates to establish a clear process in the event of a layoff, spelling out an ordered list of distinct employment options for employees subject to layoff.

UW Fifth Package Proposal

UW put forth a package proposal in which all provisions would need to be accepted in their entirety. Provisions included:

Meal and Break Relief

  • Meal and Rest Breaks – UW maintained its proposal to memorialize the parties’ joint goal of ensuring that nurses at Harborview receive uninterrupted meal and rest breaks, including the responsibility of Harborview to create an environment that allows and encourages uninterrupted breaks, and the responsibility of nurses to take such breaks. UW accepted SEIU 1199’s proposed language committing employees and managers to attend joint training concerning the importance of taking breaks, how to record missed breaks, and non-retaliation policies.
  • Break Relief Nurses – UW proposed the creation of break relief nurses on the day shift of all acute care units to relieve nurses with permanent patient assignments for meal and rest breaks. UW proposed a phase-in schedule whereby Harborview would provide break relief nurses on the day shift to five acute care units by June 30, 2016, and to all acute care units by June 30, 2017.

Education and Tuition Support

  • Harborview Scholarships – Harborview would grant scholarships of up to $10,000 each to up to 11 Harborview nurses accepted into the UW Bothell RN-to-BSN degree program offered on-site at Harborview. To be eligible, nurses would have worked at Harborview for at least one year, and nurses completing the program would commit three years to Harborview.
  • Training Fund and BSN Premium – UW proposed that SEIU 1199 withdraw its proposal for UW to pay into the SEIU 1199NW Multi-Employer Training and Education Fund (“Training Fund”), including the union’s proposed pay premium for nurses holding a Bachelor of Science in Nursing (BSN) degree.

Wage Increases

  • General Wage Increases – UW proposed a 2 percent general wage increase effective July 1, 2015, and a 1 percent general wage increase effective July 1, 2016. As part of this package, SEIU 1199 would withdraw its other economic proposals, including those for several individualized and general adjustments to wage scales and pay premiums.
  • New Top Step – UW proposed the creation of an additional salary step for all non-nurse job classifications, effective July 1, 2016. Upon implementation, employees who have been at the top step for more than five years would immediately advance to this new top step.

Targeted Wage and Class Adjustments

  • Social Work Wage Increases and Consolidation – In response to the union’s concerns, UW withdrew its proposal to consolidate the Social Worker 1 and 2 job classes and provide wage increase of roughly 8 percent to employees in the current Social Worker 1 job class.
  • Healthcare Specialist Consolidation – UW maintained its proposal to merge the job classes and pay ranges of outpatient and inpatient healthcare specialists, effective July 1, 2016, which would provide for an average wage increase for outpatient healthcare specialists of roughly 2 percent.
  • Healthcare Specialist Compensation – UW proposed that SEIU 1199 withdraw its outstanding proposals related to healthcare specialist compensation, including its proposal to add new steps to the top of the pay scale and to build in increases between “flat” steps.

SEIU 1199 Proposals

General Wage Increases – SEIU 1199 proposed general wage increases of 5 percent on July 1, 2015, and another 4.75 percent on July 1, 2016.

New Top Steps – SEIU 1199 proposed the creation of two new steps at the top of all applicable pay tables, each one 3 percent greater than the step prior. One step would be added on July 1, 2015, and the next would be added July 1, 2016.

Targeted Wage Increases – SEIU 1199 maintained its proposals for the following wage adjustments specific to individual job class series:

  • Anesthesiology Technician Series: 5 percent wage increase.
  • Social Work Series: 10 percent wage increase.
  • Electroneurodiagnostic (END) Technologist Series: 15 percent wage increase.
  • Vascular and Cardiac Lead Sonographers: Move from pay range 96 to range 99.
  • Juneau-based Flight Nurses: 15 percent wage increase for flight nurses based in Juneau.

Social Work Increases – SEIU 1199 proposed a separate provision whereby the Social Work Assistant 2, the Social Worker 1, and Social Worker 2 job classifications would receive an 8 percent wage increase effective July 1, 2015. The parties would establish a committee to explore the matter of consolidating the Social Worker 1 and 2 job classifications.

Standby Pay – SEIU 1199 maintained its proposal to increase the premium for time spent on call to $6 per hour for all eligible employees.

Certification Pay – SEIU 1199 maintained its proposal to expand eligibility for certification premium pay to include healthcare specialists as well as cardiac and vascular sonographers.

Filler Steps – SEIU 1199 maintained its proposal for 1 percent pay step adjustments from the previous step for steps that currently do not result in a pay increase, applicable to all SEIU 1199-represented job titles.

Flight Nurse Premium – SEIU 1199 maintained its proposal for a flight nurse premium of $5 per hour.

Training Fund – SEIU 1199 maintained its proposal for UW to pay an amount equaling 1 percent of all nurses' gross pay as a contribution to the SEIU 1199NW Multi-Employer Training and Education Fund (“Training Fund”).

BSN Premium – SEIU 1199 maintained its proposed pay premium for nurses holding a Bachelor of Science in Nursing (BSN) degree premium as an "all-or-nothing" package with the Training Fund.

Hire-in Rates – SEIU 1199 maintained its proposal for social work hire-in rates to be based on year-for-year credit for applicable experience, to be developed through the joint labor-management process.

Research/Hall Health Nurse Pay Tables – SEIU 1199 maintained its proposal for the Research Nurse 1 job class to be placed on the BW pay table such that it aligns with the Hall Health Nurse 2 job class. The union proposed establishing a 6 percent pay differential between the Research Nurse 1 and Research Nurse 2 job classes.

Credit for Past Experience – SEIU 1199 maintained its proposal for UW to adjust wage rates for the entire Research/Hall Health Nurse bargaining unit to reflect year-for-year credit within 30 days of contract ratification.

Skills Day – In response to UW’s proposal for an annual paid skills day for respiratory therapists, SEIU 1199 proposed removing UW’s language establishing that hours in attendance would be paid at straight time.

Layoff – SEIU 1199 accepted elements of UW’s proposed language updates to establish an ordered list of distinct employment options for employees subject to layoff. The union proposed requiring that the first option, a funded vacant posted position within the layoff/seniority unit, be deemed mutually acceptable to the employee and employer, and that after a two-month trial period the employee could opt to be placed on the rehire list.

Per Diem Probationary Period – SEIU 1199 proposed that up to six months of service as a represented per diem nurse count toward a nurse’s probationary period in the event they are hired into a permanent position in the same job class without a break in service, rejecting UW’s proposal for such a decision to be at management’s discretion.

Tentative Agreements

Tentative Agreements – New Contract Language

The parties tentatively agreed to the following new or altered provisions:

Article 21: Corrective Action – The parties tentatively agreed to several changes to the corrective action article, including:

  • Informal Counseling: The parties will cease the practice of using the jointly-developed general template when conducting Step A meetings. A supervisor may follow up in writing, including an action plan, which will not be placed in an employee’s file.
  • Corrective Action: New language outlines employee rights to representation during the corrective action process, and memorializes that UW will make clear the step of the process being conducted. UW will determine the step at which corrective action begins based on the nature and severity of the problem. Formal counseling (Step B) may be grieved through Step Three (mediation) of the grievance procedure, and final counseling and dismissal may be grieved through every step, beginning at Step Two.
  • Dismissal: New language spells out an employee’s right to a pre-determination meeting prior to dismissal, in which they could make their case with the union present.
  • Investigations: If management elects not to take corrective action after an investigation involving an employee on administrative leave, the employee will be notified that the investigation is complete and no corrective action will be imposed. For investigations lasting longer than 60 days, the union may request an update on the investigation status, next steps, and approximate timeframe for completion.

Article 23: Job Posting and Transfer – The parties tentatively agreed that before referring candidates to a vacant position or shift, UW will provide seven calendar days’ notice to employees within the unit seeking a different shift regardless of FTE (full-time equivalent). Employees must submit requests in writing, and must have permanent status in the job class and work in same unit. To be eligible, an employee must have no final counseling in their file for the past 12 months, and must have the skills and abilities necessary for the vacant shift.

Seniority would act as a tiebreaker if two or more comparably-qualified employees requested the same shift. A formal layoff option could be offered prior to granting such a transfer request, and this process is not subject to the grievance procedure.

Article 28: Mandatory Subject – The parties tentatively agreed to replace outdated language regarding collective bargaining obligations in Article 28 with language memorializing current collective bargaining law.

Appendix XII: Layoff Units – The parties tentatively agreed on several updates to outdated language in the layoff units detailed in Appendix XII.

Tentative Agreements – Current Contract Language

The parties tentatively agreed to maintain existing contract language on the following provisions:

  • Article 11: Tuition Exemption Program
  • Article 16: Sick Leave
  • Appendix II: Nonassociation Fee Process
Airlift Northwest Tentative Agreements

The parties tentatively agreed to the following provision specific to Airlift Northwest:

Union Delegates – The parties tentatively agreed that the Seattle base will have two union delegates, and each other Airlift Northwest base will have one.

Delegate Training – The parties tentatively agreed to clarify that the 16 hours of paid delegate training hours for the Airlift Northwest bargaining unit will be allocated as eight hours each for two nurses.

Part-Time Employees – The parties tentatively agreed to maintain current contract language regarding the threshold of hours worked to be considered a "part-time employee."

Education Support Funds – The parties tentatively agreed to maintain current contract language on the annual education support funds available to each full-time equivalent (FTE) Airlift Northwest flight nurse.

Premium Pay – The parties tentatively agreed to maintain current contract language regarding pay premiums applicable to the Airlift Northwest bargaining unit.

Bereavement Leave – The parties tentatively agreed that Airlift Northwest flight nurses will be granted paid leave for two shifts (up to 48 hours) within a seven day period for each death of a family member.

Job Posting and Transfer – The parties tentatively agreed that departmental seniority will be the determining factor on a transfer to a different shift or section provided that skill, competence, ability, and experience are considered equivalent.

The parties tentatively agreed to allow flight nurses who do not fulfill a two year commitment at the Juneau base to repay a prorated amount of the moving cost incentive paid to them, provided they have completed at least 18 months of their commitment.

Mileage – The parties tentatively agreed that mileage will be paid to and from a flight nurse’s home rather than to and from their official duty station in the event their home is closer to their reporting station than their official duty station is. Mileage will also be paid for travel required for clinical work or education that is not provided at a flight nurse's official duty station.

Aircraft out of Service – The parties tentatively agreed to maintain current contract language.

Official Duty Station – The parties tentatively agreed that flight nurses will be scheduled into the base at which they are hired, and that Airlift Northwest may open or change bases depending on community needs. Any changes in working conditions and base changes will go to a joint labor-management meeting.

Flight nurses attending training more than 100 miles from their official duty station will receive payment of lodging and food per diem. For trainings on consecutive days, flight nurses more than 80 miles from their official duty station will receive payment of lodging and food per diem.

Airlift Northwest Work Day – The parties tentatively agreed to language establishing that except in emergent medical situations, a good faith effort will be made to end duty shifts on time.

Kronos Language Updates – The parties tentatively agreed to updates to outdated language surrounding Kronos.

Sign-in Sheet

UW again delivered a sign-in sheet for both bargaining teams to sign, in order to help facilitate payment of release time to employees. For the 14th consecutive session, SEIU 1199 declined to utilize a sign-in sheet.

Next Steps

The next UW-SEIU 1199 bargaining session is scheduled for July 2.