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

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.


Negotiations Recap for December 4, 2015

This recap details the 25th session for the renewal of the collective bargaining agreement between the UW and SEIU 1199, which expired as of July 1, 2015. This was the 13th session to be facilitated by State-appointed mediators.

UW Proposals

UW Package Proposal

UW put forth a package proposal in which all provisions would need to be accepted in their entirety. As a condition of this package, the union would withdraw several of its economic proposals focused on specific employee groups. Provisions included:

  • Break Relief Nurses – UW maintained its proposed phase-in schedule, in which day shift break relief nurses would be added to three additional acute care units one year from the contract's ratification, and that all acute care units would have day shift break relief resources in place by June 30, 2017.

    Individual units could use alternative models for break relief upon review by the joint labor-management committee. All break relief models would be evaluated for nurse satisfaction one year after implementation.

  • Social Work Consolidation – UW maintained its language regarding the consolidation of the Social Worker 1 and 2 job classes, which would provide wage increases of roughly 6 percent to employees in the current Social Worker 1 job class, effective July 1, 2016. UW maintained its proposals for State-licensed social workers to qualify for $1 per hour certification pay, as well as its commitments to meet prior to consolidation and to conduct a salary study.
  • Healthcare Specialist Consolidation – UW would agree to the union's proposal to merge inpatient and outpatient healthcare specialist pay ranges such that affected employees would be placed at the same salary step on the new pay range, effective July 1, 2016. This would result in increases of roughly 5 percent for outpatient healthcare specialists.
  • Call Back and Prescheduled Standby Assignments – UW maintained its proposal for the parties to withdraw their outstanding proposals and revert to current contract language.
Other UW Proposals

Harborview Scholarships

  • Harborview/UW Bothell Program: UW maintained its proposal to 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: UW maintained its proposed additional annual pool of up to $100,000 (accepting the union's proposed $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: UW proposed memorializing that all nurses who complete their Masters in Nursing during the life of the agreement receive an additional salary step increase upon completion.
  • Repayment: UW accepted the union's proposal for any repayment to be prorated in a case where an employee must repay scholarship funds granted to them due to qualifying circumstances in which they do not fulfill their three year commitment.

END Technologist Job Descriptions – UW accepted the union's proposed timeline, such that the UW Compensation Office would undertake the union's proposed review of the END Technologist series job descriptions and provide a response within 45 days of the contract's ratification.

UW Per Diem Nurse Proposals

  • Per Diem Wage Differential – UW is proposing no change to the per diem nurse wage differential.
  • Per Diem Employment Information – In response to the union's request, UW proposed incorporating language from the main contract on employment information.
  • Per Diem Corrective Action – In response to the union's request, UW proposed incorporating language from the main contract regarding representation in the corrective action section, reinforcing employees' right to union representation at investigatory interviews where they reasonably believe corrective action could result.
  • Per Diem Nurse Overtime – UW maintained its last proposal with language memorializing that time worked beyond 40 hours in one week is considered overtime and will be paid at one and one-half times the regular rate of pay.
  • Per Diem Hours Worked – UW accepted SEIU 1199's proposed amendments to language committing management to annually report regular per diem hours worked to the union. UW added language clarifying that the HR/Payroll Modernization project may impact UW's ability to provide this information.

SEIU 1199 Proposals

Break Relief Nurses – SEIU 1199 proposed that day shift break relief nurses be added to three additional acute care units one year from the contract's ratification, and that all acute care units have day shift break relief nurses in place by June 30, 2017. Individual units could use alternative models for break relief upon review by the staffing committee and approval by the joint labor-management committee. All break relief models would be evaluated for nurse satisfaction one year after implementation.

Healthcare Specialist Consolidation – SEIU 1199 accepted UW's language regarding the consolidation of inpatient and outpatient healthcare specialists step for step upon ratification. The union added language committing to withdraw its unfair labor practice allegation filed related to this proposal.

Social Worker Consolidation – SEIU 1199 proposed that the consolidation of the Social Worker 1 and 2 job classes be implemented retroactively to September 1, 2015. The union proposed a 5 percent hourly premium for all licensed social workers, and that employees in the Social Worker Assistant 2 job class receive a wage increase proportionate to that received by the Social Worker 1 class through the consolidation.

END Technologist Job Descriptions – While UW agreed to undertake the union's proposed review of the END Technologist series job descriptions according to the union's proposed timeline, the union proposed that a $3 premium be created for END Technologists in the operating room/inpatient settings.

Harborview Scholarships

  • Harborview/UW Bothell Program: SEIU 1199 accepted UW's proposal to 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: SEIU 1199 accepted UW's proposed 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.
  • Nursing Degree Recognition: SEIU 1199 maintained its proposed pay premium of $1 per hour for nurses holding a Bachelor of Science in Nursing (BSN) degree. SEIU 1199 added language to memorialize that all nurses who complete their Masters in Nursing or a Nursing-related field during the life of the agreement receive an additional salary step increase upon completion.
  • Scholarship Committee: SEIU 1199 proposed requiring that members of the scholarship committee be selected by the union.

Per Diem Nurses

  • Per Diem Hours Worked – SEIU 1199 maintained its proposal for management to provide the union with a report of all regular hours worked by union-represented per diem nurses in the prior calendar year, to be delivered at the first joint labor-management committee held in the new calendar year.
  • Per Diem Nurse Overtime – SEIU 1199 maintained its proposal for per diem nurses to incur overtime for time worked beyond their regularly scheduled shift in one day, and not just for time worked beyond 40 hours in a week.
  • Per Diem Float Premium – SEIU 1199 maintained its proposal for per diem nurses to be eligible to receive float pay.
  • Applicable Contract Provisions – SEIU 1199 maintained its proposal to add several more articles to the list of regular contract provisions that apply to per diem nurses.

Next Steps

The next UW-SEIU 1199 bargaining session is scheduled for December 14. 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.


Negotiations Recap for November 13, 2015

This recap details the 24th session for the renewal of the collective bargaining agreement between the UW and SEIU 1199, which expired as of July 1, 2015. This was the 12th session to be facilitated by State-appointed mediators.

SEIU 1199 Proposals

General Wage Increases – SEIU 1199 maintained its proposed general wage increases of 3.5 percent effective July 1, 2015, and another 3.5 percent effective July 1, 2016.

New Top Steps – SEIU 1199 proposed adding two new steps to the top of non-nurse pay tables and one new step to nursing pay tables, each one 3 percent greater than the step prior. Upon ratification, nurses and non-nurse employees who have been at the existing top step for more than one year would immediately advance one step, and those who had been on the top step for less than one year would advance on their periodic increment date. Non-nurse employees would move to the newly-added top step after being on the first new step for one year.

Eliminating "Flat" Steps – SEIU 1199 proposed that pay steps I, L, and N be adjusted such that they provide an increase from the previous step.

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

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

  • Vascular and Cardiac Lead Sonographers – Move from pay range 96 to range 99.

  • Flight Nurse Premium – $5 per hour flight nurse premium.

END Technologist Job Descriptions and Increases – SEIU 1199 maintained its proposal for UW to undertake a review of the Electroneurodiagnostic (END) Technologist series job descriptions and 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.

Healthcare Specialist Consolidation – SEIU 1199 proposed the consolidation of inpatient and outpatient healthcare specialists step for step, with payment retroactive to September 1, 2015.

Social Work Consolidation – SEIU 1199 maintained its proposal for the parties form a committee to explore the consolidation of the Social Worker 1 and 2 job classifications, and that effective July 1, 2015, employees in the Social Worker 1 job class be moved to the Social Worker 2 pay range.

The union proposed a 6 percent hourly premium pay for all licensed social workers, and that employees in the Social Worker Assistant 2 job class receive a 6 percent wage increase, both effective July 1, 2015.

Call Back and Prescheduled Standby Assignments

  • No New Mandatory Call – SEIU 1199 maintained its proposal to prohibit the hospital from introducing mandatory call anywhere without first reaching full agreement with the union.

  • Call Committee – SEIU 1199 maintained its proposal for a committee specific to call, to include physicians, management, and unit staff.

  • Premium Pay – SEIU 1199 maintained its proposal for on-call employees who are called back and work more than 12 hours to be paid double their normal rate of pay for hours worked beyond 12.

  • 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.

Break Relief Nurses – SEIU 1199 maintained its proposal to add day shift break relief nurses to three additional acute care units one year from the contract's ratification, and that all acute care units have day shift break relief nurses in place by June 30, 2017. The union proposed that the plan be implemented by the Staffing Committee and approved by the Joint Labor-Management Committee.

Scholarships and Education Funding – SEIU 1199 withdrew its proposal for Harborview to pay into the SEIU 1199NW Multi-Employer Training and Education Fund ("Training Fund"), and instead proposed increases to UW's scholarship proposal, as follows:

  • Funds for Non-UW Programs: The union proposed increasing the annual pools of money allocated to employees to pursue nursing degrees beyond the UW Bothell program, as follows:

    • The union proposed $100,000 per year for Harborview nurses to attend a program to complete their BSN, MSN, or other advanced nursing practice degrees.

    • The union proposed $25,000 per year for non-nurses pursuing a nursing degree.

  • Repayment: The union removed UW's language that would require an employee to repay scholarship funds granted to them in the event that their behavior necessitated termination prior to fulfillment of their three year commitment.

  • BSN Premium – SEIU 1199 maintained its proposed pay premium of $1 per hour for nurses holding a Bachelor of Science in Nursing (BSN) degree.

Research/Hall Health Nurses

  • Research Nurse Wage Increases – SEIU 1199 maintained its proposal for the following wage increases for research nurses in addition to any across-the-board wage increases:

    • Research Nurse 1: 4 percent increase retroactive to July 1, 2015, and another 4 percent increase effective July 1, 2016.

    • Research Nurse 2: 3 percent increase retroactive to July 1, 2015, and another 3 percent increase effective July 1, 2016.

    UW presented SEIU 1199 with data showing that research nurse pay is already competitive, currently at 107.7 percent of the market.

  • Credit for Past Experience – SEIU 1199 maintained its proposal for UW's evaluation of Hall Health nurse experience to result in salary step adjustments retroactive to July 1, 2015. UW's proposal would provide additional wage step increases to eligible Hall Health nurse based on an evaluation of their experience.

Per Diem Nurses

  • Per Diem Hours Worked – SEIU 1199 proposed minor rewordings to UW's proposal, such that management would provide the union with a report of all regular hours worked by union-represented per diem nurses in the prior calendar year, to be delivered at the first joint labor-management committee held in the new calendar year.

  • Per Diem Step Increases – SEIU 1199 accepted UW's proposed process for per diem nurses to request step increases, which would guarantee that eligible nurses who have worked 1,872 hours since the last increment equivalent salary increase would receive a wage increase effective the date of their request.

  • Per Diem Float Premium – SEIU 1199 maintained its proposal for per diem nurses to be eligible to receive float pay.

  • Applicable Contract Provisions – SEIU 1199 maintained its proposal to add several more articles to the list of regular contract provisions that apply to per diem nurses.

UW Proposals

UW Package Proposal

UW put forth a package proposal in which all provisions would need to be accepted in their entirety. As a condition of this package, the union would withdraw several of its economic proposals focused on specific employee groups. Provisions included:

Break Relief Nurses – UW would accept SEIU 1199's proposed phase-in schedule, in which day shift break relief nurses would be added to three additional acute care units one year from the contract's ratification, and that all acute care units have day shift break relief nurses in place by June 30, 2017. Individual units could use alternative models for break relief upon request.

Harborview Scholarships – UW augmented its previous proposal as follows:

  • Harborview/UW Bothell Program: UW maintained its proposal to 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: UW proposed an additional annual pool of up to $100,000 (up to $10,000 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. UW's previous proposal was for a $10,000 annual pool for nurses and a $5,000 annual pool for non-nurses.

END Technologist Job Descriptions – UW maintained its proposal for the UW Compensation Office to 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.

Call Back and Prescheduled Standby Assignments – UW maintained its proposal for the parties to withdraw their outstanding proposals and revert to current contract language.

Harborview Standby Hours – UW maintained its proposed joint labor-management committee to meet, evaluate, and discuss issues related to standby hours at Harborview, including departmental utilization of standby assignments, number of standby hours being worked, and alternatives to utilizing standby assignments. The committee would include equal union and management representation, and would meet at least four times during calendar year 2016.

UW Per Diem Nurse Proposals
  • Per Diem Wage Differential – UW is proposing no change to the per diem nurse wage differential.

  • Per Diem Employment Information – In response to the union's request, UW proposed incorporating language from the main contract on employment information.

  • Per Diem Corrective Action – In response to the union's request, UW proposed incorporating language from the main contract regarding corrective action, reinforcing employees' right to union representation at investigatory interviews where they reasonably believe corrective action could result.

  • Per Diem Nurse Overtime – UW maintained its last proposal with language memorializing that time worked beyond 40 hours in one week is considered overtime and will be paid at one and one-half times the regular rate of pay.

  • Per Diem Hours Worked – UW accepted SEIU 1199's proposed amendments to language committing management to annually report regular per diem hours worked to the union. UW added language clarifying that the HR/Payroll Modernization project may impact UW's ability to provide this information.

Tentative Agreements

Research/Hall Health Addendum – The parties reached a tentative agreement on an addendum specific to Research/Hall Health Nurses after clarifying and incorporating the newly agreed-upon grievability/arbitrability language from the main contract.

Per Diem Hours Worked – UW will provide the union with a report of all regular hours worked by union-represented per diem nurses in the prior calendar year, to be delivered at the first joint labor-management committee held in the new calendar year. The language acknowledges that the HR/Payroll Modernization project may impact UW's ability to provide this information.

Next Steps

The next UW-SEIU 1199 bargaining session is scheduled for November 24. 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.


Negotiations Recap for October 30, 2015

This recap details the 23rd session for the renewal of the collective bargaining agreement between the UW and SEIU 1199, which expired as of July 1, 2015. This was the 11th session to be facilitated by State-appointed mediators.

SEIU 1199 Proposals

Per Diem Proposals

  • Per Diem Compensation Policies – SEIU 1199 proposed expanding UW's language to maintain current per diem pay practices, such that it would include policies that are outside of the contract.
  • Per Diem Step Increases – SEIU 1199 maintained its proposal for per diem nurses to receive annual step increases upon reaching 1,872 hours, as frequently as once every 12 months, and that UW track this data and report it annually to the union at the parties' first joint labor-management meeting in January.
  • Per Diem Float Premium – SEIU 1199 maintained its proposal for per diem nurses to be eligible to receive float pay.
  • Applicable Contract Provisions – SEIU 1199 maintained its proposed additions to the list of regular contract provisions that apply to per diem nurses.

Research/Hall Health Nurses

  • Rest Between Shifts – SEIU 1199 proposed language to make Hall Health nurses eligible for the rest between shifts pay premium.
  • Credit for Past Experience – SEIU 1199 maintained its proposal for UW's evaluation of Hall Health nurse experience to result in salary step adjustments retroactive to July 1, 2015. UW's proposal would provide additional wage step increases to eligible Hall Health nurse based on an evaluation of their experience.
  • Standby Assignments – SEIU 1199 proposed a prohibition on mandatory standby assignments for Hall Health nurses without the union's permission.
  • Grievance Procedure – SEIU 1199 proposed contract language that the parties have since agreed to replace in the main contract, whereby steps B, C, and D of the corrective action process would be subject to every step of the grievance procedure.
  • Research Nurse Wage Increases – SEIU 1199 proposed the following wage increases for research nurses in addition to any across-the-board wage increases:
    • Research Nurse 1: 4 percent increase retroactive to July 1, 2015, and another 4 percent increase effective July 1, 2016.
    • Research Nurse 2: 3 percent increase retroactive to July 1, 2015, and another 3 percent increase effective July 1, 2016.

Negotiations for a Successor Contract – SEIU 1199 proposed that UW provide paid release time for 15 union designated bargaining team members for all sessions during future rounds of contract negotiations, as well as for two bargaining team members to attend statewide Healthcare Coalition bargaining.

UW Proposals

Per Diem Proposals

  • Per Diem Wage Differential – UW is proposing no change to the per diem nurse wage differential.
  • Per Diem Nurse Overtime – UW maintained its last proposal with language memorializing that time worked beyond 40 hours in one week is considered overtime and will be paid at one and one-half times the regular rate of pay.
  • Per Diem Step Increases – UW supplemented its proposed process for per diem nurses to request step increases, such that eligible nurses would be guaranteed a wage increase effective the date of their request.
  • Per Diem Hours Worked – UW proposed that management provide the union with a report of all regular hours paid to union-represented per diem nurses in the prior calendar year, to be delivered at the first joint labor-management committee held in the new calendar year.

Research/Hall Health Nurses

  • Rest Between Shifts – UW accepted SEIU 1199's proposal to make Hall Health nurses eligible for the rest between shifts pay premium, with minor language changes to better align with the Hall Health workplace.
  • Grievance Procedure – UW declined SEIU 1199's proposal to utilize outdated language regarding grievability and arbitrability, in favor of matching the language that was recently agreed upon for the main contract.

Negotiations for a Successor Contract – UW increased its previous proposal such that it would provide paid release time for two bargaining team members to attend statewide Healthcare Coalition bargaining. UW maintained its proposal for 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.

Next Steps

The next UW-SEIU 1199 bargaining session is scheduled for November 13. 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.


Negotiations Recap for September 28, 2015

This recap details the 22nd session for the renewal of the collective bargaining agreement between the UW and SEIU 1199, which expired as of July 1, 2015. This was the 10th session to be facilitated by State-appointed mediators.

SEIU 1199 Proposals

General Wage Increases – SEIU 1199 proposed general wage increases of 3.5 percent effective July 1, 2015, and another 3.5 percent effective July 1, 2016.

New Top Steps – SEIU 1199 proposed that one new step be added at the top of all pay tables effective July 1, 2015, and another new step would be added at the top of all non-nurse pay tables effective July 1, 2016.

Filler Steps – SEIU 1199 proposed pay step increases from the previous step at steps I, L, and N.

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

Targeted Wage Increases – SEIU 1199 proposed 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.

  • Flight Nurse Premium – $5 per hour flight nurse premium.

  • Juneau-based Flight Nurses – 5 percent wage increase for flight nurses based in Juneau.

Break Relief Nurses – SEIU 1199 proposed to add day shift break relief nurses to three additional acute care units one year from the contract’s ratification, and that all acute care units have day shift break relief nurses in place by June 30, 2017. The union maintained its proposal for the details of the phase-in schedule to be discussed at the joint labor-management committee.

Call Back and Prescheduled Standby Assignments

  • No New Mandatory Call – SEIU 1199 proposed prohibiting the hospital from introducing mandatory call anywhere without first reaching full agreement with the union.

  • Call Committee – SEIU 1199 maintained its proposal for a committee specific to call, to include physicians, management, and unit staff.

  • Premium Pay – SEIU 1199 maintained its proposal for on-call employees who are called back and work more than 12 hours to be paid double their normal rate of pay for hours worked beyond 12.

  • 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.

Healthcare Specialist Consolidation – SEIU 1199 proposed the consolidation of inpatient and outpatient healthcare specialists step for step, with payment retroactive to September 1, 2015.

Social Work Consolidation – SEIU 1199 proposed that the parties form a committee to explore the consolidation of the Social Worker 1 and 2 job classifications, and that effective July 1, 2015, employees in the Social Worker 1 job class be moved to the Social Worker 2 pay range.

The union proposed a 6 percent hourly premium pay for all licensed social workers, and that employees in the Social Worker Assistant 2 job class receive a 6 percent wage increase, both effective July 1, 2015.

END Technologist Job Descriptions and Increases – SEIU 1199 maintained its proposal for UW to undertake a review of the Electroneurodiagnostic (END) Technologist series job descriptions and 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.

BSN Premium – SEIU 1199 maintained its proposed pay premium of $1 per hour for nurses holding a Bachelor of Science in Nursing (BSN) degree.

Research/Hall Health Nurses

  • 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 maintained its proposal to establish a 6 percent pay differential between the Research Nurse 1 and Research Nurse 2 job classes.

  • Credit for Past Experience – SEIU 1199 amended UW’s proposal to evaluate the experience and placement of Hall Health nurses, such that nurses receiving a salary step adjustment would be paid retroactively to July 1, 2015.

  • Research/Hall Health Addendum – SEIU 1199 delivered a comprehensive counter-proposal, which included proposals to incorporate certain provisions from the main contract related to hours of work and pay premiums, as well as a prohibition on mandatory standby assignments for Hall Health nurses without union consent.

Per Diem Proposals

  • Per Diem Wage Differential – SEIU 1199 proposed to increase the per diem nurse wage differential to 8 percent.

  • Per Diem Step Increases – SEIU 1199 proposed that per diem nurses receive annual step increases upon reaching 1,872 hours, as frequently as once every 12 months, and that UW track this data and report it annually to the union.

  • Per Diem Float Premium – SEIU 1199 maintained its proposal for per diem nurses to be eligible to receive float pay.

  • Applicable Contract Provisions – SEIU 1199 proposed several additions to the list of regular contract provisions that apply to per diem nurses.

  • Per Diem Hours and Employment – SEIU 1199 accepted UW’s language memorializing that assignment of hours and continuation of employment for per diem employees are at the employer’s discretion and are not subject to grievance, and that upon employee request, a meeting to explain such an action will be held with a representative of the employer.

  • Per Diem Hire-in Rates – SEIU 1199 withdrew its proposal for hire-in rates for per diem nurses to be based on year-for-year credit for applicable experience.

Negotiations for a Successor Contract – SEIU 1199 maintained its proposal for UW to provide paid release time for 16 union designated bargaining team members for all sessions during future rounds of contract negotiations, as well as for two bargaining team members to attend statewide Healthcare Coalition bargaining.

UW Proposals

Per Diem Nurse Overtime – UW supplemented its last proposal with language memorializing that time worked beyond 40 hours in one week is considered overtime and will be paid at one and one-half times the regular rate of pay.

Negotiations for a Successor Contract – UW maintained its proposal for 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.

UW Standby Package Proposal

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

  • Call Back and Prescheduled Standby Assignments – UW maintained its proposal for the parties to withdraw their outstanding proposals and revert to current contract language.

  • Harborview Standby Hours – UW proposed the creation of an ad hoc joint labor-management committee to meet, evaluate, and discuss issues related to standby hours at Harborview, including departmental utilization of standby assignments, number of standby hours being worked, and alternatives to utilizing standby assignments.

    The committee would include equal union and management representation, and would meet at least four times during calendar year 2016.

UW Economic Package Proposal

UW put forth a package proposal in which all provisions would need to be accepted in their entirety. As a condition of this package, the union would withdraw all of its economic proposals. Provisions included:

  • General Wage Increases – UW maintained its proposed general wage increases to 2.5 percent effective the first available pay period after ratification, and 2 percent effective July 1, 2016.

  • New Top Step – UW maintained its proposal to create an additional salary step for all SEIU 1199-represented job classifications, such that non-nurse employees who have been at the top step for more than five years (and nurses at the top step for more than six years) as of July 1, 2016, would advance to the new top step on their periodic increment date.

  • Break Relief Nurse – UW proposed to maintain the existing break relief nurse model on 6EH and 7EH at Harborview and to assess the other acute care units to determine the most effective care delivery model for day shift break relief.

    Nurses in each applicable unit would participate in the evaluation and development of a break relief plan for their unit, and management would provide regular updates on this process through the joint labor-management process. Each unit’s plan for day shift break relief would be implemented by June 1, 2017.

  • Hall Health Nurse Salary Step Analysis – UW maintained its proposal to 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.

    Any nurses deemed by UW to be on an improper salary step would receive an additional step increase for their next periodic increment date, and the union may request an explanation of UW’s determination.

  • END Technologist Job Descriptions – UW maintained its proposal for the UW Compensation Office to 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.

Next Steps

The next UW-SEIU 1199 bargaining session is currently being determined by the parties. 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.


Negotiations Recap for September 16, 2015

This recap details the 21st session for the renewal of the collective bargaining agreement between the UW and SEIU 1199, which expired as of July 1, 2015. This was the ninth session to be facilitated by State-appointed mediators.

SEIU 1199 Proposals

Per Diem Proposals

  • Per Diem Wage Differential – SEIU 1199 proposed to increase the per diem nurse wage differential to 9 percent.

  • Ending Employment – SEIU 1199 maintained its proposal to require that prior to ending employment for any per diem employee, Harborview must meet with the employee and union delegate for discussion. SEIU 1199 added language to allow the union to grieve the ending of a per diem nurse’s employment under certain circumstances.

  • Per Diem Step Increases – SEIU 1199 maintained its proposal for per diem nurses to receive annual step increases upon reaching 1,872 hours. The union added a proposal for these hours to be tracked by the employer and made available to the union on January 1st of every year.

  • Per Diem Float Premium – SEIU 1199 maintained its proposal for per diem nurses to receive float pay.

  • Per Diem Hire-in Rates – SEIU 1199 maintained its proposal for hire-in rates for per diem nurses to be based on year-for-year credit for applicable experience.

  • Applicable Contract Provisions – SEIU 1199 maintained its several proposed additions to the list of regular contract provisions that apply to per diem nurses.

UW Proposals

UW Package Proposal

UW put forth a package proposal in which all provisions would need to be accepted in their entirety. As a condition of this package, the union would withdraw all of its economic proposals. Provisions included:

  • General Wage Increases – UW increased its proposed general wage increases to 2.5 percent effective the first available pay period after ratification, and 2 percent effective July 1, 2016.

  • Call Back and Prescheduled Standby Assignments – UW proposed that the parties withdraw their outstanding proposals and revert to current contract language.

  • Break Relief Nurse – In the context of this package, UW proposed to maintain the existing break relief nurse model on 6EH and 7EH at Harborview and to assess the other acute care units to determine the most effective care delivery model for day shift break relief by June 1, 2017.

  • New Top Step – UW maintained its proposal to create an additional salary step for all SEIU 1199-represented job classifications, such that non-nurse employees who have been at the top step for more than five years (and nurses at the top step for more than six years) as of July 1, 2016, would advance to the new top step on their periodic increment date.

  • Hall Health Nurse Salary Step Analysis – UW maintained its proposal to 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.

    Any nurses deemed by UW to be on an improper salary step would receive an additional step increase for their next periodic increment date, and the union may request an explanation of UW’s determination.

  • END Technologist Job Descriptions – UW maintained its proposal for the UW Compensation Office to undertake the union’s proposed review of the Electroneurodiagnostic (END) Technologist series job descriptions, and provide a response within 60 days of the contract’s ratification.

Other UW Proposals

Harborview Scholarships – UW increased its proposal to 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. 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, and up to a total of $5,000 per year for non-nurses pursuing a nursing degree.

Research/Hall Health Addendum – UW provided a comprehensive counter to the union’s September 10 proposal, including several updates to reflect provisions on which the parties have reached tentative agreements.

Per Diem Nurse Compensation – UW supplemented its last proposal with language memorializing that it will continue its current practices related to per diem compensation and premium pay.

Social Worker and Healthcare Specialist Consolidation Discussions

UW Package Proposal

UW put forth the following package proposal, in which all provisions would need to be accepted in their entirety:

  • Social Work Consolidation – After initiating further discussion with the union, UW proposed consolidating the Social Worker 1 and 2 job classes, which would provide wage increases of roughly 8 percent to employees in the current Social Worker 1 job class, effective July 1, 2016. UW also proposed that social workers with qualifying licenses be eligible for certification pay of $1 per hour effective July 1, 2016.

    The parties would meet at least three times before June 30, 2016, and upon consolidation, UW would conduct a market based salary study and provide the results to the union within 90 days.

  • Healthcare Specialist Consolidation – UW would agree to the union’s proposal to merge inpatient and outpatient healthcare specialist pay ranges such that affected employees would be placed at the same salary step on the new pay range, effective July 1, 2016. This would result in increases of roughly 5 percent for outpatient healthcare specialists.

Union Proposals

  • Healthcare Specialist Consolidation – SEIU 1199 proposed the consolidation of inpatient and outpatient healthcare specialists step for step, with payment retroactive to July 1, 2015.

  • Social Work Consolidation – SEIU 1199 proposed that the parties form a committee to explore the consolidation of the Social Worker 1 and 2 job classifications, and that effective July 1, 2015, employees in the Social Worker 1 job class be moved to the Social Worker 2 pay range.

    The union proposed an 8 percent hourly premium pay for all licensed social workers, and that employees in the Social Worker Assistant 2 job class receive an 8 percent wage increase, both effective July 1, 2015.

UW Response

UW expressed disappointment with the union’s lack of movement in its counter-proposals after the parties’ extensive discussion over these two issues, including several small table meetings focused specifically on these matters.

UW formally withdrew its proposals relating to the consolidation of the inpatient and outpatient Healthcare Specialist job classifications and of the Social Worker 1 and 2 job classifications.

Next Steps

The next UW-SEIU 1199 bargaining session is scheduled for September 28. 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.


Negotiations Recap for September 10, 2015

This recap details the 20th session for the renewal of the collective bargaining agreement between the UW and SEIU 1199, which expired as of July 1, 2015. This was the eighth session to be facilitated by State-appointed mediators.

UW Proposals

Healthcare Specialist Certification Pay – Based on the union’s proposed notion of discussing certification pay for healthcare specialists through the joint labor-management process, UW proposed language that would commit the parties to hold at least two joint labor-management meetings to discuss the application of certification pay for healthcare specialists.

UW made clear that this proposal is contingent upon the union’s acceptance of UW’s most recent proposals on articles 6 and 8, where the parties still differed on matters including per diem probationary periods and healthcare specialist education funds, respectively.

Charge Nurses and Staffing Concerns – UW moved further toward the union’s position in the discussion to enable charge nurses to adjust resources per patient and unit needs, accepting the union’s proposed strategies such as the use of per diem, agency, and travelers, and assigning managers to be charge nurses to enable charge nurses to take patient loads.

UW Per Diem Proposals

  • Per Diem Wage Differential – UW is proposing no change to the per diem nurse wage differential.
  • Per Diem Wage Increases – UW proposed language establishing that per diem nurses may request a salary increase as frequently as once every 12 months, provided they have worked at least 1,872 hours as a per diem nurse since their last increment or since beginning their current appointment (applicable to hours worked since January 1, 2013).
  • Per Diem Hours and Employment – UW proposed revised language memorializing that assignment of hours and continuation of employment for per diem employees are at the employer’s discretion and are not subject to grievance. UW also proposed that upon employee request, a meeting to explain such an action will be held with a representative of the employer.
  • Joint Labor-Management Committee – UW proposed language recognizing that the contract’s language establishing and outlining the nurse joint labor-management committee is applicable to per diem nurses as well.

SEIU 1199 Proposals

Call Back and Prescheduled Standby Assignments

  • No Mandatory Call – SEIU 1199 maintained its proposal to add language about no mandatory call for nurses, and to prohibit such call except in cases where the government declares an emergency or if the medical center activates its disaster plan. SEIU 1199 proposed prohibiting the hospital from introducing mandatory call anywhere without first reaching full agreement with the union.
  • Call Committee – SEIU 1199 proposed the creation of a multi-bargaining unit joint labor-management committee specific to call, to include physicians, management, and unit staff.
  • Premium Pay – SEIU 1199 proposed that on-call employees who are called back and work more than 12 hours be paid double their normal rate of pay for hours worked beyond 12.
  • 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.

Break Relief Nurses – SEIU 1199 maintained its proposal for the parties to determine the details of the phase-in of a Harborview break relief nurse program through the joint labor-management process.

Research/Hall Health RN Addendum – SEIU 1199 delivered a response to UW’s June 9 proposal, which included:

  • Hours of Work and Overtime – SEIU 1199 proposed memorializing in the Research/Hall Health addendum several provisions from the main contract’s hours of work and overtime article, including compensatory time off, scheduling and premium pay relating to weekend work, and rest between shifts premium pay.
  • Credit for Past Experience – SEIU 1199 proposed incorporating existing guidelines, such that the contract would speak to the résumé screening process and the responsibilities of job applicants, and would prescribe what constitutes applicable education and experience and how it would apply in determining wage steps.
  • Standby Assignments – SEIU 1199 proposed a prohibition on mandatory standby assignments for Hall Health nurses.
  • Grievance Procedure – SEIU 1199 proposed that steps B, C, and D of the corrective action process be subject to every step of the grievance procedure, and that all employees be entitled to have a representative present during all steps.

SEIU 1199 Per Diem Proposals

  • Per Diem Wage Differential – SEIU 1199 maintained its proposal for the per diem nurse wage differential to be increased to 10 percent.
  • Per Diem Step Increases – SEIU 1199 maintained its proposal for per diem nurses to receive annual step increases upon reaching 1,872 hours.
  • Per Diem Float Premium – SEIU 1199 maintained its proposal for per diem nurses to receive float pay.
  • Per Diem Hire-in Rates – SEIU 1199 maintained its proposal for hire-in rates for per diem nurses to be based on year-for-year credit for applicable experience.
  • Ending Employment – SEIU 1199 maintained its proposal to require that prior to ending employment for any per diem employee, Harborview must meet with the employee and union delegate for discussion.
  • Applicable Contract Provisions – SEIU 1199 maintained its several proposed additions to the list of regular contract provisions that apply to per diem nurses.

Tentative Agreements

Article 6: Bargaining Unit Classes/Definitions – The parties tentatively agreed to memorialize a six month trial service period for permanent employees who accept a position in a job class for which they previously have not attained permanent status. Employees could voluntarily revert to their former permanent position within six weeks of the appointment as long as the position had not already been filled or offered, and if an employee’s prior position has been filled with a permanent employee, the employee would be placed on the rehire list. Reversion of employees who are unsuccessful during their trial service period would not be subject to grievance.

An employee who voluntarily moves from one bargaining unit position to another within the same job class will have a trial service period of six weeks, during which time the employee or the employer could elect for the employee to return to their previous position.

Article 8: Educational and Professional Development – The parties tentatively agreed to language memorializing that cardiac and vascular sonographers with their license in good standing will receive 24 to 40 hours per fiscal year of elective educational and professional leave upon request. UW will provide for $500 per year in education support funds for cardiac and vascular sonographers, to be based on departmental reimbursement policy and prorated per FTE (full-time equivalent).

MOU: Healthcare Specialist Certification Pay JLM – The parties tentatively agreed to hold at least two joint labor-management meetings to discuss the application of certification pay for healthcare specialists.

MOU: Charge Nurses and Staffing Concerns – The parties tentatively agreed to develop a process for charge nurses to escalate staffing concerns at a joint labor-management meeting within six months of contract ratification. New language recognizes charge nurses’ ability to adjust resources per patient and unit needs, in conjunction with unit management and/or the nursing supervisor. Strategies for adjusting resources may include solicitation of volunteers for overtime shifts, calling in per diems, utilizing float nurses, and assigning managers to be charge nurses to enable charge nurses to take patient loads.

MOU: Meal Breaks, Rest Breaks, Missed Break Reporting – The parties tentatively agreed to memorialize employees’ rights to meal and rest breaks, as well as a requirement that employees report any missed breaks. The language also reinforces UW’s ongoing commitment to not engage in any kind of intimidation or retaliation against employees who report missed breaks.

UW will collect data via KRONOS on meal and rest breaks that are not taken in each department/unit and shift. This data will be provided to the union biannually at the joint labor-management meeting.

Next Steps

The next UW-SEIU 1199 bargaining session is scheduled for September 16. 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.


Negotiations Recap for August 17, 2015

This recap details the 19th session for the renewal of the collective bargaining agreement between the UW and SEIU 1199, which expired as of July 1, 2015. This was the seventh session to be facilitated by State-appointed mediators.

UW Proposals

UW Eighth Package Proposal

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

Meal and Rest Breaks

  • Meal and Break Tracking – UW incorporated union input into a standalone provision to memorialize the parties’ joint goal of facilitating uninterrupted meal and rest breaks. UW expanded applicability of this provision beyond nurses to all employees, and integrated components of applicable State law. The proposal reinforces Harborview’s ongoing commitment to not retaliate when missed breaks are reported. UW proposed that failure to report missed breaks could lead to corrective action, explaining that for the parties to successfully monitor and address any problems, they must be consistently and openly reported.

Staffing

  • Charge Nurses and Staffing Concerns – UW integrated elements of the union’s language into its proposal to develop a process for charge nurses and nursing supervisors to escalate staffing concerns. 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, which could include the solicitation of volunteers for overtime shifts. 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 altered elements of its proposal memorializing that Harborview may offer pre-scheduled overtime after the initial schedule bid is posted and once Harborview has sent out notice for employees interested in taking additional shifts at straight time.

    Employees would be required to provide notification of absence at least two hours before the beginning of a shift, and if management fails to attempt to notify an employee of a shift cancellation at least two hours in advance of the shift, the employee would be assigned to a unit for two hours.

Proposed Tentative Agreements

  • Articles 6 and 8 – UW formatted and delivered its most recent proposals on education support funds, trial service period, and probationary period as tentative agreements for signature.
UW “Supposal”

UW delivered a theoretical package proposal that would need to be accepted in its entirety, covering fewer provisions than prior packages in order to focus the parties’ discussion. Provisions included:

Wages and Pay Provisions

  • General Wage Increases – UW increased its proposed general wage increases to 2 percent effective the first available pay period after ratification, and 1.5 percent effective July 1, 2016.
  • Healthcare Specialist Consolidation and Compensation – UW proposed that SEIU 1199 withdraw its proposals related to healthcare specialist consolidation and pay step increases at “flat” steps on the pay scale.

Education and Tuition Support

  • Harborview Scholarships – UW maintained its proposal to 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. 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 maintained its proposal for SEIU 1199 to 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.

Meal and Break Relief

  • Break Relief Nurses – As a standalone provision, UW maintained its proposal to create 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 maintained its proposed 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.

Call Back and Prescheduled Standby Assignments

  • Mandatory Standby Assignments – UW maintained its 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.

Research/Hall Health Nurse Bargaining Unit

  • Research/Hall Health Nurse Appendix – UW maintained its previous series of proposals regarding the Research/Hall Health Nurse bargaining unit.
  • Hall Health Nurse Salary Step Analysis – UW maintained its proposal to 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. Any nurses deemed by UW to be on an improper salary step would receive an additional step increase for their next periodic increment date. UW added language to enable the union to request an explanation of UW’s determination.

SEIU 1199 Proposals

SEIU 1199 “Supposal”

SEIU 1199 delivered a theoretical package proposal that would need to be accepted in its entirety. Provisions included:

Education and Tuition Support

  • Training Fund – SEIU 1199 maintained its proposal for Harborview to 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”).

    The union maintained its rejection of UW’s proposal to grant scholarships of up to $10,000 each to up to 11 Harborview nurses for the UW Bothell RN-to-BSN degree program, as well as UW’s proposal to contribute up to an additional $10,000 per year for Harborview nurses to attend other programs to complete their BSN, MSN, or other advanced nursing practice degrees.

  • 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.

Wages and Pay Provisions

  • General Wage Increases – SEIU 1199 proposed general wage increases of 4 percent on July 1, 2015, and another 3.5 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.
  • Filler Steps – SEIU 1199 proposed pay step increases from the previous step at steps I, L, and N, applicable to all job classifications except nurses.
  • Standby Pay – SEIU 1199 maintained its proposal to increase the premium for time spent on call to $6 per hour for all eligible employees.

Targeted Wage and Class Adjustments

  • Targeted Wage Increases – SEIU 1199 proposed the following wage adjustments specific to individual job class series:
    • Anesthesiology Technician Series: The union brought its AT wage increase proposal back up to 5 percent.
    • END Technologist Series: 8 percent wage increase.
    • Social Work Series: 8 percent wage increase.
    • Vascular and Cardiac Lead Sonographers: Move from pay range 96 to range 99.
  • Healthcare Specialist Compensation – SEIU 1199 maintained its proposal 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.
  • Healthcare Specialist Certification Pay – SEIU 1199 maintained its proposal that certification requirements and criteria for certification pay for healthcare specialists be addressed through the joint labor-management process, to be completed within six months of contract ratification.
  • Healthcare Specialist Education Support Funds – If UW accepted SEIU 1199’s proposals regarding healthcare specialist pay range placement and certification pay, the union would withdraw its proposal to increase the annual education support funds for healthcare specialists from $1,800 to $2,500 per FTE.
  • Social Work 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.

Airlift Northwest

  • Flight Nurse Premium – SEIU 1199 maintained its proposal for a flight nurse premium of $5 per hour.
  • Juneau-based Flight Nurses – SEIU 1199 maintained its proposed 10 percent wage increase for flight nurses based in Juneau.

Meal and Break Relief

  • Meal and Rest Breaks – SEIU 1199 maintained its proposal to expand UW’s meal and rest break proposal for Harborview nurses to apply to SEIU 1199-represented employees across UW.
  • Break Relief Nurses – SEIU 1199 would agree to UW’s proposed phase-in schedule of break relief nurses, 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, provided that the parties determine the details of the phase-in at the joint labor-management committee.

Research/Hall Health Nurses

  • 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 maintained its proposal to establish 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.

Negotiations for a Successor Contract

  • Paid Release Time – SEIU 1199 maintained its proposal for UW to provide paid release time for 16 union designated bargaining team members for all sessions during negotiations for the 2017-2019 contract, as well as for two bargaining team members to attend statewide Healthcare Coalition bargaining.

Staffing

  • Charge Nurses and Staffing Concerns – SEIU 1199 supplemented UW’s proposal to enable charge nurses to adjust resources per patient and unit needs in conjunction with unit management/supervision, proposing strategies such as the use of per diem staff, float nurses and assigning managers to be charge nurses to enable charge nurses to take patient loads.

    Trends related to census, acuity, and unit activity that continue for six months would be assessed and discussed at the nurse staffing committee.

Call Back and Prescheduled Standby Assignments

  • 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 to prohibit such call except in cases where the government declares an emergency or if the medical center activates its disaster plan.
  • Call Back – SEIU 1199 maintained its rejection of UW’s proposal to clarify that the two and one-half hours of guaranteed premium pay for employees called back only applies once during the same two and one-half hour period of time. SEIU 1199 also maintained its rejection of 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.

Per Diem Employees

The parties exchanged proposals on an addendum specific to per diem employees, which included the following:

SEIU 1199 Per Diem Proposals
  • Per Diem Wage Differential – SEIU 1199 proposed that the per diem nurse wage differential be increased to 10 percent.
  • Per Diem Step Increases – SEIU 1199 maintained its proposal for per diem nurses to receive annual step increases upon reaching 1,872 hours.
  • Per Diem Hire-in Rates – SEIU 1199 maintained its proposal for hire-in rates for per diem nurses to be based on year-for-year credit for applicable experience.
  • Per Diem Minimum Work Availability – SEIU 1199 maintained its proposed requirement for per diem nurses to 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 and being assigned to a unit 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, though 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.
  • Ending Employment – SEIU 1199 proposed requiring that prior to ending employment for any per diem employee, Harborview must meet with the employee and union delegate for discussion.
  • Applicable Contract Provisions – SEIU 1199 proposed several additions to the list of regular contract provisions that apply to per diem nurses.
UW Per Diem Proposals
  • Per Diem Probationary Period – UW maintained its proposal 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.
  • Per Diem Minimum Work Availability – UW maintained its proposed language regarding the expectation that per diem staff honor their commitments with the exception of illness or serious emergency, and that per diem nurses must provide notice of an absence at least two hours prior to the beginning of a shift. Failure to attempt to notify a per diem nurse of a shift cancellation within appropriate time limits would result in the employee being assigned to a unit for up to two hours.
  • Applicable Contract Provisions – UW accepted elements of the union’s proposed additions to the list of regular contract provisions that apply to per diem nurses.

Tentative Agreement

Pre-scheduling Overtime Shifts for Permanent Nurses – The parties tentatively agreed that Harborview may offer pre-scheduled overtime after the initial schedule bid is posted and once Harborview has sent out notice for employees interested in taking additional shifts at straight time.

Employees must provide notification of absence at least two hours before the beginning of a shift, and if management fails to attempt to notify an employee of a shift cancellation at least two hours in advance of the shift, the employee will be assigned to a unit for two hours.

Next Steps

The next UW-SEIU 1199 bargaining session is scheduled for September 10. 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.


Negotiations Recap for July 27, 2015

This recap details the 18th session for the renewal of the collective bargaining agreement between the UW and SEIU 1199, which expired as of July 1, 2015. This was the sixth session to be facilitated by State-appointed mediators.

SEIU 1199 Proposals

SEIU 1199 delivered a series of proposals at the end of the parties’ July 27 bargaining session, including:

Education and Tuition Support

  • Training Fund – SEIU 1199 maintained its proposal for Harborview to 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”).

    The union maintained its rejection of UW’s proposal to grant scholarships of up to $10,000 each to up to 11 Harborview nurses for the UW Bothell RN-to-BSN degree program, as well as UW’s proposal to contribute up to an additional $10,000 per year for Harborview nurses to attend other programs to complete their BSN, MSN, or other advanced nursing practice degrees.

  • 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.

Wages and Pay Provisions

  • General Wage Increases – SEIU 1199 proposed general wage increases of 4 percent on July 1, 2015, and another 4 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.
  • Filler Steps – SEIU 1199 proposed pay step increases from the previous step at steps I and N, applicable to all job classifications except nurses.
  • Standby Pay – SEIU 1199 maintained its proposal to increase the premium for time spent on call to $6 per hour for all eligible employees.

Targeted Wage and Class Adjustments

  • Targeted Wage Increases – SEIU 1199 proposed the following wage adjustments specific to individual job class series:
    • Anesthesiology Technician Series: 4 percent wage increase.
    • END Technologist Series: 8 percent wage increase.
    • Social Work Series: 8 percent wage increase.
    • Vascular and Cardiac Lead Sonographers: Move from pay range 96 to range 99.
  • Healthcare Specialist Compensation – SEIU 1199 maintained its proposal 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.
  • Healthcare Specialist Certification Pay – SEIU 1199 proposed that certification requirements and criteria for certification pay for healthcare specialists be addressed through the joint labor-management process, to be completed within six months of contract ratification.
  • Healthcare Specialist Education Support Funds – If UW accepted SEIU 1199’s proposals regarding healthcare specialist pay range placement and certification pay, the union would withdraw its proposal to increase the annual education support funds for healthcare specialists from $1,800 to $2,500 per FTE.
  • Social Work 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 Nurses

  • 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 maintained its proposal to establish 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.

Airlift Northwest

  • Flight Nurse Premium – SEIU 1199 maintained its proposal for a flight nurse premium of $5 per hour.
  • Juneau-based Flight Nurses – SEIU 1199 maintained its proposed 10 percent wage increase for flight nurses based in Juneau.

Charge Nurses and Staffing Concerns

  • Short Staffing Forms: SEIU 1199 proposed that within six months of ratification, the parties use the joint labor-management process to develop a process for the review of the current process for utilizing short staffing forms.
  • Adjusting Resources: SEIU 1199 supplemented UW’s proposal to allow charge nurses to adjust resources per patient and unit needs in conjunction with unit management/supervision, proposing strategies such as the delay of elective admissions and surgeries, the solicitation of volunteers for overtime shifts, and the use of per diem staff, managers, and nursing supervisors.
  • Committees and Process: SEIU 1199 proposed a requirement that trends related to census, acuity, and unit activity that continue for six months be addressed at the nurse staffing committee.

Pre-scheduling Overtime Shifts for Nurses – SEIU 1199 accepted elements of UW’s proposed language to allow (rather than mandate) Harborview to offer pre-scheduled overtime after the initial schedule bid is posted and once Harborview has sent out notice for employees interested in taking additional shifts at straight time.

SEIU 1199 maintained that notification of absence would be required at least two hours before the beginning of a shift, and proposed that failure to attempt to notify staff of shift cancellation at least two hours in advance (rather than UW’s proposal of “within the appropriate time limits”) would result in the employee being assigned to a unit for two hours.

Next Steps

The next UW-SEIU 1199 bargaining session is scheduled for August 17. Since the contract has expired, the previous contract will remain in effect until the parties negotiate a successor agreement.


Negotiations Recap for July 13, 2015

This recap details the 17th session for the renewal of the collective bargaining agreement between the UW and SEIU 1199, which expired as of July 1, 2015. This was the fifth session to be facilitated by State-appointed mediators.

Status of Negotiations

On July 13, the parties exchanged theoretical package proposals, summarized below. UW estimated the cost of the union’s July 13 proposal to be $55.8 million in total, an increase from the estimated cost of its previous proposal.

UW estimated that for the first pay period of July alone, management’s most recent proposal would have provided for an additional $232,000 to SEIU 1199-represented employees, reinforcing that wage increases will only be implemented prospectively and will not be back-dated.

SEIU 1199 “Supposal”

SEIU 1199 delivered a theoretical package proposal that would need to be accepted in its entirety. Provisions included:

Education and Tuition Support

  • Training Fund – SEIU 1199 maintained its proposal for UW to 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”).

    The union declined UW’s proposal to grant scholarships of up to $10,000 each to up to 11 Harborview nurses for the UW Bothell RN-to-BSN degree program, as well as UW’s proposal to contribute up to an additional $10,000 per year for Harborview nurses to attend other programs to complete their BSN, MSN, or other advanced nursing practice degrees.

  • 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.
  • Education Support Funds – If UW accepted all other terms of this package, SEIU 1199 would 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.

Call Back and Prescheduled Standby Assignments

  • 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 an emergency or if the medical center activates its disaster plan.
  • Call Back – SEIU 1199 maintained its rejection of UW’s proposal to clarify that the two and one-half hours of guaranteed premium pay for employees called back only applies once during the same two and one-half hour period of time. SEIU 1199 also maintained its rejection of 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.

Wages and Pay Provisions

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

Airlift Northwest

The union added the following provisions specific to Airlift Northwest back onto the table, after omitting them from its previous proposal:

  • Flight Nurse Premium – SEIU 1199 reasserted its proposal for a flight nurse premium of $5 per hour.
  • Juneau-based Flight Nurses – SEIU 1199 proposed a 10 percent wage increase for flight nurses based in Juneau.

Targeted Wage and Class Adjustments

  • 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 maintained its proposal 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.
  • Certification Pay – SEIU 1199 maintained its proposal to expand eligibility for certification premium pay to include healthcare specialists.
  • END Technologist Job Descriptions and Increases – SEIU 1199 maintained its proposal for UW to undertake a review of the Electroneurodiagnostic (END) Technologist series job descriptions and 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.
  • 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.

Meal and Break Relief

  • Meal and Rest Breaks – SEIU 1199 maintained its proposal to expand UW’s meal and rest break proposal for Harborview nurses to apply to SEIU 1199-represented employees across UW.
  • Break Relief Nurses – SEIU 1199 proposed that Harborview provide break relief nurses on the day shift to six acute care units (maintaining in two current units and adding to four units) by June 30, 2016, and to all acute care units by June 30, 2017.

Staffing

  • Charge Nurses and Staffing Concerns – SEIU 1199 put forth slight revisions to its proposal regarding charge nurses and staffing concerns:
    • Staffing Matrices: The union maintained its proposal to allow charge nurses to add staff to matrices, as well as its proposal to use trends related to census, acuity, and ratios that continue for six months as a basis for changing the staffing matrix.
    • Emergent Situations: The union maintained its proposal to allow charge nurses to declare a staffing emergency if a unit is not staffed to the matrix, and to require Harborview to delay elective admissions and surgeries in order to bring the workplace into adherence with the matrix. In this latest proposal the union removed the use of traveler nurses as an option to respond to a staffing alert.
    • Committees and Process: The union maintained its proposal for information to be collected and reviewed on a monthly basis, as well as its proposal for the parties to determine in 2015 a process for the escalation of staffing concerns, a definition for “staffing alert,” and training options for charge nurses related to staffing.
  • Pre-scheduling Overtime Shifts for Nurses – SEIU 1199 proposed language requiring Harborview to offer pre-scheduled overtime after the initial schedule bid is posted and once Harborview has sent out notice for employees interested in taking additional shifts at straight time. Failure to attempt to notify hourly staff of shift cancellation at least two hours in advance would result in the employee being assigned up to two hours of work. A nurse whose shift is cancelled with less than two hours’ advance notice would be entitled to two hours of pay at straight time.

Vacation Leave

  • Vacation Accruals – SEIU 1199 would withdraw its proposed adjustments to vacation leave accruals in favor of the parties maintaining current contract language.

Negotiations for a Successor Contract

  • Paid Release Time – SEIU 1199 proposed that UW provide paid release time for 16 union designated bargaining team members for all sessions during negotiations for the 2017-2019 contract, as well as for two bargaining team members to attend statewide Healthcare Coalition bargaining.

Research/Hall Health Nurses

  • 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 maintained its proposal to establish 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.

Per Diem Nurses

  • Per Diem Wage Differential – SEIU 1199 maintained its proposal for per diem nurses without UW-provided medical benefits to be paid a 12 percent wage differential, and for those with UW-provided medical benefits to receive a 10 percent differential.
  • Per Diem Step Increases – SEIU 1199 maintained its proposal for per diem nurses to receive annual step increases upon reaching 1,872 hours.
  • Per Diem Hire-in Rates – SEIU 1199 maintained its proposal for hire-in rates for per diem nurses to be based on year-for-year credit for applicable experience.
  • Per Diem Hours of Work – SEIU 1199 maintained its rejection of 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 maintained its rejection of 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 maintained its proposed requirement for per diem nurses to 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, though 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 maintained its proposal to enable the union to request to have a per diem nurse’s hours reviewed by the employer if the union believes the nurse has been working regular full- or part-time hours over a 12-month period.
  • Per Diem Training – SEIU 1199 maintained its proposed language establishing that hourly staff are required to schedule and participate in annuals skills validation and selected 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 “Supposal”

UW delivered a theoretical package proposal that would need to be accepted in its entirety. Provisions included:

Education and Tuition Support

  • Harborview Scholarships – UW maintained its proposal to 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. 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 maintained its proposal for SEIU 1199 to 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.
  • 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.

Staffing

  • Charge Nurses and Staffing Concerns – UW maintained its previous proposal, whereby the parties would develop a process for charge nurses to escalate staffing concerns at a joint labor-management meeting within six months. 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 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 accepted elements of the union’s language, proposing that notification of absence be required at least two hours before the beginning of a shift, and that failure to attempt to notify staff of shift cancellation within the appropriate time limits would result in the employee being assigned to a unit for two hours.

Call Back and Prescheduled Standby Assignments

  • Mandatory Standby Assignments – UW maintained its 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.

Wages and Pay Provisions

  • General Wage Increases – UW maintained its proposal for 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 supplemented its proposal to create an additional salary step for all non-nurse job classifications, proposing that all nurse job classifications also receive an additional salary step effective July 1, 2016. Upon implementation, non-nurse employees who have been at the top step for more than five years (and nurses at the top step for more than six years) would advance to the new top step on their periodic increment date.
  • Filler Steps – UW proposed that SEIU 1199 withdraw its proposed pay step adjustments from the previous step for steps that currently do not result in a pay increase.

Targeted Wage and Class Adjustments

  • Healthcare Specialist Consolidation and Compensation – 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.

    UW maintained its proposal for SEIU 1199 to withdraw its outstanding proposals related to healthcare specialist compensation and consolidation.

  • Certification Pay – UW declined SEIU 1199’s proposal to expand eligibility for certification premium pay to include healthcare specialists.
  • END Technologist Job Descriptions – UW maintained its proposal 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 60 days of the contract’s ratification.

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 would accept 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 maintained its proposal to create 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 maintained its proposed 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.

Research/Hall Health Nurse Bargaining Unit

  • Research/Hall Health Nurse Appendix – UW maintained its previous series of proposals regarding the Research/Hall Health Nurse bargaining unit.
  • Hall Health Nurse Salary Step Analysis – UW maintained its proposal whereby upon ratification the union would provide UW with a list of Hall Health Nurses 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.

Vacation Leave

  • Vacation Accruals – UW proposed that SEIU 1199 withdraw its proposed adjustments to vacation leave accruals in favor of the parties maintaining current contract language.

Drug and Alcohol Free Workplace

  • Drug and Alcohol Policy – UW further diminished its initial proposal, proposing to memorialize UW’s right to update, develop, and/or implement a policy on a drug and alcohol free workplace, and that UW would provide the union and affected employees with 60 days’ notice prior to taking such action.

Trial Service

  • Trial Service Period – UW’s maintained its last proposal, accepting 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 Nurses

  • Per Diem Probationary Period – UW maintained its proposal 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.
  • Per Diem Minimum Work Availability – UW accepted SEIU 1199’s proposed language regarding the expectation that per diem staff honor their commitments with the exception of illness or serious emergency, and that per diem nurses must provide notice of an absence at least two hours prior to the beginning of a shift. Failure to attempt to notify a per diem nurse of a shift cancellation within appropriate time limits would result in the employee being assigned to a unit for up to two hours.
  • Per Diem Training – UW accepted several elements of SEIU 1199’s proposal establishing that per diem nurses are required to schedule and participate in annuals skills validation and selected other pertinent education. Required class time would be compensated at the appropriate rate of pay, and in-house education offered by Harborview at no cost to classified staff would also be free to per diem nurses.

Tentative Agreements

The parties reached tentative agreements on the following provisions. UW “unbundled” these provisions from previous all-or-nothing package proposals as a gesture to facilitate movement, expressing its hope that SEIU 1199 would do the same.

Article 13: Employment Practices

  • Staffing – The parties tentatively agreed to consolidate and incorporate nurse staffing policy as well as the contract’s existing appendix regarding nurse staffing into the body of the contract.

Article 15: Leaves of Absence

  • Family and Medical Leave Act – The parties tentatively agreed to formatting updates to the article, and UW agreed to withdraw its proposal to require employees to use a portion of their accrued paid leave for leave under FMLA.

New Memorandum of Understanding

  • Skills Day – The parties tentatively agreed to a paid skills day for respiratory therapists comprised of internal education focused on job specific competency training, for which payment will be dictated by contract’s language on mandatory inservice education.

Next Steps

The next UW-SEIU 1199 bargaining session is scheduled for July 27. Since the contract has expired, the previous contract will remain in effect until the parties negotiate a successor agreement.


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.


Negotiations Recap for June 24, 2015

This recap details the 13th session for the renewal of the collective bargaining agreement between the UW and SEIU 1199.

UW Proposals

Personnel File – UW proposed enabling employees to request the removal of formal counseling documents from their personnel file after two years, and the removal of final counseling documents after three years. UW could retain information in a legal defense file in accordance with Washington State law.

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.

Mandatory Subjects – In response to the union’s concern over deleting outdated language regarding collective bargaining obligations in Article 28, UW proposed language to memorialize current collective bargaining law.

Corrective Action – UW altered elements of its last proposal to move closer to the union’s position, including:

  • Informal Counseling: Per the union’s most recent position, UW proposed that the parties cease the practice of using the jointly-established template when conducting Step A meetings.
  • Corrective Action: UW would make clear when formal or final counseling is being conducted and inform employees of their representation rights. UW would determine the step at which corrective action begins based on the nature and severity of problem, and formal counseling (Step B) could only be grieved through Step Three (mediation) of the grievance procedure.
  • Dismissal: UW reasserted language spelling out an employee’s right to a pre-determination meeting prior to dismissal, in which they could make their case with the union present.
  • Administrative Leave: UW proposed that 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 administrative leaves lasting longer than 60 days, the union could request an update on the investigation status, next steps, and approximate timeframe for completion.

UW Package Proposals

UW put forth two separate package proposals applicable to the main contract and one specific to Airlift Northwest matters, each of which conditional upon all provisions within being accepted in their entirety.

UW Third Package Proposal

General Wage Increases – UW proposed a 1.25 percent general wage increase effective July 1, 2015, and a 1 percent general wage increase effective July 1, 2016. UW declined SEIU 1199’s proposals for several individualized and general adjustments to wage scales and pay premiums.

Social Work Wage Increases and Consolidation – UW maintained its proposal to wrap the Social Worker 1 and 2 job classes into a single job class, thereby providing wage increase of roughly 8 percent for the current Social Worker 1 job class. However, to address union concerns over the intent and possible impacts of such a change, UW would delay implementation for one year, to July 1, 2016, and would meet and confer with the union at least twice between November 1, 2015, and June 30, 2016.

Healthcare Specialist Consolidation – UW would agree to the union’s proposed notion of merging 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.

Trial Service Period – UW would accept 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.

UW maintained its proposal to allow a trial service period to be extended on a day-for-day basis for any days that the employee is on leave without pay or shared leave, except in cases of military service.

Negotiations for a Successor Contract – UW proposed 1,200 hours of paid release time for union designated bargaining team members for negotiations for the 2017-2019 contract. UW would provide paid release time for one bargaining team member to attend statewide Healthcare Coalition bargaining.

UW Fourth Package Proposal

Harborview Scholarships – Harborview would grant scholarships of up to $4,000 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.

Education Support Funds – UW proposed that SEIU 1199 withdraw its proposed increases to the annual education support funds available to Healthcare Specialists and Airlift Northwest nurses.

Airlift Northwest Package Proposal

Union Delegates – UW accepted SEIU 1199’s proposal for the Seattle base to have two union delegates, and for each other Airlift Northwest base to have one.

Part-Time Employees – UW accepted SEIU 1199’s proposal to maintain current contract language regarding the threshold of hours worked to be considered a "part-time employee."

Flight Nurse Float Pay – UW proposed that the parties maintain current contract language regarding Airlift Northwest premiums, which included declining SEIU 1199’s proposal for flight nurses to receive float pay for time assigned to work outside their official duty station.

Bereavement Leave – UW proposed that paid leave for two shifts (up to 48 hours) within a one week period (Sunday – Saturday) be granted for each death of a family member.

Mileage – UW accepted the union’s clarifications to its proposal for mileage to 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.

Aircraft out of Service – UW declined SEIU 1199’s proposed language surrounding staffing needs and management’s ability to require a flight nurse to work at another Airlift Northwest facility in cases where the aircraft at their official duty station is out of service.

UW declined the union’s proposal to allow flight nurses to be paid at an overtime rate for time spent driving back to their official duty station from a different facility in cases where they must begin their return trip after their shift was scheduled to end.

Job Posting and Transfer – UW proposed allowing for 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.

Official Duty Station – UW maintained its proposal for payment of lodging and food per diem for flight nurses attending training more than 100 miles from their official duty station, rather than SEIU 1199’s proposal for 80 miles.

Airlift Northwest Work Day – In response to the union’s proposed language establishing the expectation that flight nurses will end duty shifts on time, UW proposed that except in emergent medical situations, a good faith effort will be made to end duty shifts on time.

Kronos Language Updates – UW proposed updates to outdated language surrounding Kronos.

Meal and Rest Breaks Discussion

The parties held a small-table discussion focused on meal and rest breaks, and agreed in concept that utilization of break relief nurses on acute care units should be a joint goal.

SEIU 1199 Proposals

Meal and Rest Breaks – SEIU 1199 maintained its proposal to expand UW’s meal and rest break proposal for Harborview nurses to apply to SEIU-1199 employees across UW, as well as its 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 – SEIU 1199 proposed a phase-in schedule whereby Harborview would provide break relief nurses on the day shift to four acute care units by September 1, 2015, and to all acute care units by September 1, 2016.

UW Response

UW expressed willingness to explore a schedule by which break relief nurses on day shift for all acute care units would be phased in over the life of the 2015-2017 contract. Given the significant cost this would entail, UW made it clear that if such a proposal was possible it would need to be made in exchange for the union making movement and concessions on several of its outstanding proposals with economic value.

Tentative Agreements

New Contract Language

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

Article 5: Union Representative Dues Deduction Activities

  • Union Delegates: The parties tentatively agreed to increase the number of Social Work bargaining unit delegates from four to five, and to increase the number of Respiratory Therapist/Anesthesiology Technician/Electroneurdiagnostic Technologist bargaining unit delegates from four to five.
  • Delegate Training Hours: The parties tentatively agreed to allow the union to determine how the four slots for Respiratory, Anesthesiology, and Electroneurodiagnostic employees should be allocated, rather than the contract prescribing a number for each group.
  • Union Shop: The parties tentatively agreed to delete language about the employer distributing the application for union membership and union contract.

MOU: Contract Printing and Format

  • Contract Distribution: The parties tentatively agreed to phase out the practice of printing paper contracts. The parties will print 900 paper copies of the 2015-2017 contract (roughly half of the number of SEIU 1199-represented UW employees), and share the cost equally. This provision will expire on June 30, 2017, and language changes to Article 5 clarify that this is the last round of contracts to be printed.
  • Research/Hall Health Addendum: The parties tentatively agreed to create an addendum to the contract that will contain all contract language that applies to the Research/Hall Health Nurse bargaining unit.

Article 7: Hours of Work and Overtime

  • Work Day: The parties tentatively agreed to language memorializing that all employees are to be compensated at the appropriate pay rate for each missed rest period, as well as language establishing that employees are expected to make good faith effort to communicate with the appropriate shift charge or lead to problem solve in order to help facilitate a meal or rest break.
  • Rest Between Shifts: The parties tentatively agreed to expand rest period premium pay eligibility to include respiratory therapists.

Article 17: Committees

  • Cardiac and Vascular Sonographer Committees: The parties tentatively agreed to memorialize that committee membership for cardiac and vascular sonographers consist of one representative from each of the three working areas plus one union representative, as well as up to three management representatives plus one from the Labor Relations office.

Article 27: Grievance Procedure

  • Arbitrator Selection: The parties tentatively agreed to language adopted from other UW contracts, whereby the parties will utilize a permanent panel of 10 arbitrators on a rotating basis.

Article 29: Insurance and Pension

  • Health Insurance and Pension Updates: The parties tentatively agreed to update the health care benefits provision according to what is determined at the Washington State union healthcare coalition.
Current Contract Language

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

  • Preamble
  • Article 1: Purpose
  • Article 2: Nondiscrimination
  • Article 3: Affirmative Action
  • Article 4: Recognition/Employer
  • Article 18: Employee Facilities
  • Article 19: Classifications
  • Article 20: Reclassification
  • Article 24: Worker's Compensation Leave
  • Article 25: Management Rights and Responsibilities
  • Article 26: Performance of Duty
  • Article 30: New Employee Orientation
  • Article 31: Health and Safety
  • Article 32: Subordination of Agreement and Saving Clause
  • Article 33: Complete Agreement

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 13th consecutive session, SEIU 1199 declined to utilize a sign-in sheet.

Next Steps

The next UW-SEIU 1199 bargaining session is scheduled for June 30.


Negotiations Recap for June 18, 2015

This recap details the 12th session for the renewal of the collective bargaining agreement between the UW and SEIU 1199.

UW Proposals

Skills Day – In response to SEIU 1199’s proposal for an annual paid skills day for respiratory therapists, UW proposed a paid skills day for respiratory therapists comprised of internal education focused on job specific competency training.

Corrective Action – UW reasserted and altered elements of its last proposal, including:

  • Coaching: UW proposed that informal coaching precede the corrective action process. UW accepted SEIU 1199’s language memorializing that coaching is part of the ongoing role of management, and that the corrective action process may be implemented in cases where coaching has not resulted in an employee’s success or where there is a specific behavior issue.
  • Corrective Action: UW would make clear when formal or final counseling is being conducted and inform employees of their representation rights. UW would determine the step at which corrective action begins based on the nature and severity of problem, and formal counseling could only be grieved through Step Two of the grievance procedure.
  • Process: In response to the union’s concerns, UW reincorporated the practice of assigning letters to each step of the corrective action process.
  • Administrative Leave: UW proposed that 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 administrative leaves lasting longer than 90 days, the union could request an update on the investigation status, next steps, and approximate timeframe for completion.

Job Posting and Transfer – UW reasserted elements of its last proposal, with adjustments based on union feedback. Before referring candidates to a vacant position or shift, UW would provide seven calendar days’ notice to employees within the unit seeking a different shift. Employees would submit requests in writing, and must have permanent status in the job class and work in same unit. Eligible employees would have no corrective action in their file for past 12 months, and would have the skills and abilities necessary for the vacant shift.

Seniority would act as a tiebreaker if two comparably-qualified employees requested the same shift. Employees refusing an offer that they requested would be unable to submit another such request for 12 months.

Drug and Alcohol Free Workplace – UW amended its proposal to memorialize the expectation that employees report to work unimpaired by alcohol or drugs, and to allow for drug testing in cases where reasonable suspicion exists. UW withdrew its language requiring that employees inform their supervisor if their medication is likely to affect job safety.

SEIU 1199 Proposals

General Wage Increases – SEIU 1199 maintained its proposal for general wage increases of 5 percent on July 1, 2015, and another 5 percent on July 1, 2016. UW reminded the union that wage increases will not be applied retroactively, and rather will only be applied prospectively after the contract is ratified.

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. The union proposed that any employee who has been at a top step for more than three years be placed on the newly-proposed top step, and employees with more than two years at a top step be placed on the penultimate of the newly-proposed steps.

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.

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.

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 proposed that the Research Nurse 1 job class 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 proposed that UW adjust wage rates for the entire Research/Hall Health Nurse bargaining unit to reflect year-for-year credit within 30 days of contract ratification.

Contract Distribution – SEIU 1199 proposed that the parties maintain the current practice of printing paper contracts.

Trial Service Period – SEIU 1199 proposed a six month trial service period for permanent employees who transfer into a job class for which they previously have not attained permanent status. Employees could voluntarily revert to their former permanent position within six weeks of the appointment, provided that the position had not already been filled or offered, and reversion of employees who are unsuccessful during their trial service period would not be subject to grievance.

An employee who voluntarily moved positions within the bargaining unit (excluding shift changes within a work unit) would have a six week trial service period, in which employee or the employer could elect for the employee to return to their prior position without notice or grievance recourse. If their prior position was filled with a permanent employee, the employee would be placed on the rehire list.

Per Diem Probationary Period – SEIU 1199 proposed that up to six months of service as a 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.

Overtime – SEIU 1199 maintained its proposal for sick leave to count toward the calculation of overtime except in the case of prescheduled overtime.

Rest Between Shifts – SEIU 1199 maintained its proposal to expand eligibility for rest period premium pay to include cardiac and vascular sonographers as well as respiratory therapists.

Meal and Rest Breaks – SEIU 1199 proposed expanding UW’s language regarding uninterrupted meal and rest breaks for Harborview nurses such that it would apply to SEIU-1199 employees across UW. The union 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 – Rather than conduct a finite evaluation, SEIU 1199 proposed that Harborview provide break relief nurses with no permanent patient assignments to all acute care units on the day shift.

SEIU 1199 Airlift Northwest Proposals

Union Delegates – SEIU 1199 proposed that the Seattle base have two union delegates, and that each other Airlift Northwest base have one.

Part-Time Employees – SEIU 1199 declined UW’s proposal to revise the threshold of hours worked in a six week period to be considered a "part-time employee" for the Airlift Northwest bargaining unit from 120–240 hours to 144–240 hours.

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

Juneau-based Flight Nurses – SEIU 1199 maintained its proposed 15 percent wage increase for flight nurses based in Juneau.

Float Pay – SEIU 1199 maintained its proposal for flight nurses to receive float pay for time assigned to work outside their official duty station.

Mileage – SEIU 1199 maintained its proposal for all mileage to and from a flight nurse’s reporting station to be paid in cases where they report to work at a station other than their official duty station. The union maintained its proposal for mileage to be paid for any travel required for clinical work or education that is not provided at a flight nurse's official duty station.

The union accepted UW’s proposal for mileage to 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, with minor clarifications.

Aircraft out of Service – SEIU 1199 proposed that there must be a staffing need in order for management to require a flight nurse to work at another Airlift Northwest facility in cases where the aircraft at their official duty station is out of service.

The union maintained its proposal to allow flight nurses to be paid at an overtime rate for time spent driving back to their official duty station from a different facility in cases where they must begin their return trip after their shift was scheduled to end. The union proposed language establishing the expectation that flight nurses will end duty shifts on time.

Job Posting and Transfer – SEIU 1199 maintained its proposal 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, rather than the whole thing.

Official Duty Station – SEIU 1199 proposed payment of lodging and food per diem for flight nurses attending training more than 80 miles from their official duty station, rather than UW’s proposal for 100 miles.

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 12th consecutive session, SEIU 1199 declined to utilize a sign-in sheet.

Next Steps

The next UW-SEIU 1199 bargaining session is scheduled for June 24.


Negotiations Recap for June 16, 2015

This recap details the 11th session for the renewal of the collective bargaining agreement between the UW and SEIU 1199.

UW Proposals

Rest Between Shifts – UW proposed the parties maintain current contract language. UW withdrew its proposal to expand rest between shifts premium pay eligibility to several other groups because SEIU 1199 declined UW’s proposal to standardize the rest between shifts pay practice for nurses.

Contract Distribution – UW proposed that the parties print 900 paper copies of the 2015-2017 contract (roughly half of the number of SEIU 1199-represented UW employees), and share the cost equally. UW would not print future contracts.

Social Work Wage Increases and Consolidation – UW proposed wrapping the Social Worker 1 and 2 job classes into a single job class. Employees in the Social Worker 2 job class would remain on their current pay table at their current pay range, to which employees currently in the Social Worker 1 job class would also be moved. This would result in a wage increase of roughly 8 percent for employees currently in the Social Worker 1 job class.

SEIU 1199 Proposals

Contract Distribution – SEIU 1199 proposed that the parties continue printing paper contracts and sharing the cost thereof, and that UW provide the contract for existing employees while the union provide it for new employees.

Rest Between Shifts – SEIU 1199 proposed expanding eligibility for rest period premium pay to include cardiac and vascular sonographers as well as respiratory therapists.

Skills Day – SEIU 1199 proposed the implementation of an annual paid skills day for respiratory therapists.

Education Support Funds – SEIU 1199 proposed increases to the annual education support funds available to each full-time equivalent (FTE) as follows:

  • Healthcare Specialists: Increase from $1,800 per FTE to $2,500 per FTE.
  • Airlift Northwest: Increase from $500 per FTE to $800 per FTE.

Corrective Action – SEIU 1199 proposed language memorializing that coaching is part of the ongoing role of management, and that the corrective action process may be implemented in cases where coaching has not resulted in an employee’s success or where there is a specific behavior issue.

The union maintained its proposals requiring that employees be informed of their right to a union delegate before any informal counseling, and that the supervisor declare that the meeting is a Step A counseling. SEIU 1199 maintained its proposal for the union to be notified of the decision on whether or not to terminate an employee prior to the actual employee being notified.

Job Posting and Transfer – SEIU 1199 proposed that before referring candidates to a vacant position or shift, UW would provide seven business days’ notice to employees within the unit seeking a different shift or position. Employees would submit requests in writing, and must have permanent status in the job class and work in same unit. Eligible employees would have no corrective action above Step B in their file for the past 12 months, and would have the skills and abilities necessary for the position. Seniority would act as a tiebreaker if two comparably-qualified employees requested the same vacancy.

The union also proposed that additional hours on a shift or unit would first be offered to current permanent employees within the unit. Existing employees would be notified of job openings immediately, and have priority. Per diem employees would be considered before outside applicants if a regular position was not yet filled by a permanent employee.

Staffing – SEIU 1199 revised elements of UW’s proposed consolidation of nurse staffing policy and contract language into the body of the contract. The union proposed that employee compensation for time spent on the staffing committee include pay differentials and premiums.

The union proposed that trends related to census, acuity, and ratios that continue for three months be used as a basis for changing the staffing matrix. The union maintained its proposals for unit-based staffing committees, and unit-specific patient-to-employee staffing ratios ranging from 1:1 to 4:1.

Negotiations for a Successor Contract – SEIU 1199 proposed that UW provide paid release time for 1 percent of all 1,859 employees represented by the union for negotiations for a successor contract. The union proposed that UW provide paid release time for three employees to attend statewide healthcare negotiations.

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 11th consecutive session, SEIU 1199 declined to utilize a sign-in sheet.

Next Steps

The next UW-SEIU 1199 bargaining session is scheduled for June 18.


Negotiations Recap for June 11, 2015

This recap details the 10th session for the renewal of the collective bargaining agreement between the UW and SEIU 1199.

Compensation Discussion

Milliman Study – UW presented an analysis of how compensation for UW/Harborview employees compares to that of employees in Harborview’s market of competing organizations, including Swedish, Valley, MultiCare, and Virginia Mason. The analysis was derived from a classified staff salary study conducted for UW HR by third-party compensation experts at Milliman in fall of 2014.

Philosophy – UW HR's general compensation philosophy for the broader University is to pay at 80 percent of the market median, in part because UW's robust benefits package exceeds the market. However, for nurses and other healthcare workers UW targets to pay at 90 percent of the market median. The market median, or "market," for UW is the point at which half of UW's comparators pay below UW and half pay above.

Findings – Several UW/Harborview job classifications are paid very near the market, including nurses at 97.8 percent of the market, healthcare specialists at 102.7 percent of the market, and respiratory care employees at 97.7 percent of the market. This does not factor in UW's above-market benefits such as healthcare and retirement.

UW Proposals

UW delivered proposals and provided responses on all outstanding matters. Provisions included:

Union Delegates – UW withdrew its proposal for the union to send an up-to-date list of union delegates to the Labor Relations office quarterly, rather than once per year.

Contract Distribution – UW maintained its proposal for the parties to utilize the electronic version of the contract rather than printing paper copies, with each department maintaining a paper copy accessible to all employees.

Per Diem Probationary Period – UW accepted SEIU 1199’s 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. Such a decision would be at management’s discretion.

Work Day – UW accepted SEIU 1199’s language stating that all employees are to be compensated at the appropriate pay rate for each missed rest period. UW added that employees are expected to make good faith effort to communicate with the appropriate shift charge or lead to problem solve in order to help facilitate a meal or rest break.

Overtime – UW proposed that vacation leave and compensatory time not count toward the calculation of overtime, withdrawing its proposal to not count personal holiday as well.

Rest Between Shifts – UW proposed a compromise in which it would agree to the union’s proposed expansion of rest period premium pay eligibility to include imaging technologists and sonographers as well as respiratory care and anesthesiology technicians, provided that the union agreed to standardize the rest between shifts pay practice for nurses to align with that of all other eligible groups.

Elective Educational and Professional Leave Use – UW withdrew its proposed requirement that mandatory education be completed prior to approval of elective education.

Wage Increases – UW put forth an initial wage proposal comprised of a 1 percent general wage increase effective July 1, 2015, and a 1 percent general wage increase effective July 1, 2016. UW declined SEIU 1199’s proposals for several individualized and general adjustments to wage scales and pay premiums.

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.

Vacation Leave – UW declined SEIU 1199’s proposed adjustments to vacation leave accruals.

Family and Medical Leave Act (FMLA) – UW proposed that for leave under FMLA, employees must use a portion of their accrued paid leave, but may retain 100 hours of accrued vacation leave.

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.

Meal and Rest Breaks – UW proposed a memorandum of understanding to capture the parties’ joint goal of ensuring that nurses at Harborview receive uninterrupted meal and rest breaks. The language memorialized the responsibility of Harborview to create an environment that allows and encourages uninterrupted breaks, and the responsibility of nurses to take such breaks.

  • Process: Nurses would notify their supervisor if they anticipate being unable to take a meal or rest break, and supervisors would make every effort to provide a break. Nurses would be compensated at the appropriate rate of pay in the event they miss a meal or rest break, or if they are required by Harborview to be available for duty on premises.
  • Tracking: Applicable processes would be determined by Harborview in collaboration with the joint labor-management committee, and would incorporate data and feedback from nurses. Harborview would track data on breaks not taken in each department/unit and shift and report to the joint labor-management committee. Retaliation for reporting missed breaks or related concerns would continue to not be tolerated.
  • Break Relief: Harborview would conduct a finite assessment of the efficacy of break relief nurses on day shift on each acute care unit, considering unit-specific requirements and acuity, fiscal responsibility, and quality indicators. Break relief nurses generally would not have permanent patient assignment.

END Technologist Job Descriptions – UW proposed a memorandum of understanding whereby the UW Compensation Office would undertake the union’s proposed review of the Electroneurodiagnostic Technologist series job descriptions, and provide a response within 90 days of the contract’s ratification.

Negotiations for a Successor Contract – UW proposed 960 hours of paid release time for union designated bargaining team members for negotiations for the 2017-2019 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 10th consecutive session, SEIU 1199 declined to utilize a sign-in sheet.

Next Steps

The next UW-SEIU 1199 bargaining session is scheduled for June 16.


Negotiations Recap for June 9, 2015

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

UW Proposals: Hall Health and Research Nurses

UW delivered several proposals regarding the Hall Health and Research Nurse bargaining unit, including the creation of a contract addendum that is specific to this group. UW’s proposals included:

Union Delegates – UW proposed establishing two union delegates from Hall Health and two research nurses delegates. Hall Health nurse delegates would process grievances specific to Hall Health nurses, and Research nurse delegates would process grievances specific to Research Nurses.

Delegate Training Hours – UW proposed establishing one paid 8-hour slot for a Hall Health nurse and another slot for a research nurse to participate in union-sponsored delegate training.

Premium Pay – UW proposed that Hall Health nurses be eligible for preceptor and charge pay premiums, and clarified that research nurses are not eligible for either premium.

Overtime Calculation – UW proposed language memorializing the parties’ prior agreement, establishing that Hall Health nurses are eligible for “daily” overtime for time worked in excess of eight hours, per the standard Hall Health shift of 8 am – 5 pm.

Education Support Funds – UW proposed memorializing that Hall Health nurses are eligible for $500 per fiscal year, pro-rated per FTE (full-time equivalent). UW proposed capturing the parties’ previously agreed-upon language, establishing that research nurses will receive educational and professional development funds if allowable under a grant or contract, to be determined on a case-by-case basis.

Educational and Professional Leave – UW proposed memorializing that Hall Health nurses receive 40 to 80 hours per fiscal year of elective educational and professional leave upon request. UW proposed establishing that research nurses will receive such release time if allowable under a grant or contract, to be determined on a case-by-case basis.

UW Package Proposals

UW put forth two separate package proposals in which all provisions would need to be accepted in their entirety.

UW First Package Proposal

Corrective Action – In response to the parties’ discussion and concerns regarding the corrective action process, UW proposed to define “coaching” as informal discussion/instruction between an employee and supervisor. Supervisors could follow up in writing after coaching, which may include an action plan.

UW would make clear when formal or final counseling is being conducted and inform employees of their representation rights. UW would determine the step at which corrective action begins based on the nature and severity of problem, and formal counseling could only be grieved through Step Two of the grievance procedure.

Job Posting and Transfer – Before referring candidates to a vacant position or shift, UW would provide three business days’ notice to employees within the unit seeking a different shift. Employees would submit requests in writing, and must have permanent status in the job class and work in same unit. Eligible employees would have no pending corrective action or investigations, no corrective action in their file for past 12 months, and would have the skills and abilities necessary for the position.

Seniority would act as a tiebreaker if two comparably-qualified employees requested the same position or shift. Employees refusing an offer that they requested would be unable to submit another such request for 12 months.

UW Second Package Proposal

Memoranda of Understanding – UW proposed that the parties maintain the existing “Medical Errors” MOU, memorializing that events surrounding any medical error will be reviewed before corrective action takes place, and that the parties delete the remaining memoranda of understanding. UW also proposed that the union withdraw its proposed “Quality Improvement Project” MOU.

Union Counter-proposals

Personnel File – SEIU 1199 maintained its proposal to enable employees to request the removal of personnel file documents after 12 months, and proposed that UW could only retain information pertinent for a legal defense in a separate file.

Union Delegates – SEIU 1199 maintained its rejection of UW’s proposal for the union to send an up-to-date list of union delegates to the Labor Relations office quarterly, rather than once per year.

Contract Distribution – SEIU 1199 declined UW’s proposal for the parties to utilize the electronic version of the contract rather than printing paper copies.

Per Diem Probationary Period – SEIU 1199 proposed that up to six months of service as a union-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.

Per Diem Wage Differential – SEIU 1199 proposed that per diem nurses without UW-provided medical benefits be paid a 15 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 1,040 hours within at least a 12 month period.

Per Diem In-house Education – SEIU 1199 proposed allowing for per diem nurses to attend in-house education offered by the employer without cost.

Per Diem Premium Pay – SEIU 1199 maintained its proposal for per diem nurses to be eligible for several pay premiums, including standby, callback, shift differential, weekend premium, float premium, certification premium, and charge premium.

Per Diem Seniority and Accruals – SEIU 1199 proposed that seniority accrue based on all hours worked, but would not apply 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 Utilization – SEIU 1199 proposed language establishing that UW would not utilize per diem nurses in lieu of filling or creating classified positions. The union proposed that per-diem nurses may only be prescheduled for shifts exceeding their minimum required shift after regularly scheduled nurses on the unit have had the opportunity to take additional non-overtime shifts.

Per Diem Classification Review – SEIU 1199 proposed that if the union believes a per diem, traveler, or agency nurse has been working regular full- or part-time hours for more than three months, the union may request to have the matter reviewed per the contract’s reclassification provision.

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 ninth consecutive session, SEIU 1199 declined to utilize a sign-in sheet.

Next Steps

The next UW-SEIU 1199 bargaining session is scheduled for June 11.


Negotiations Recap for June 5, 2015

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

UW Proposals: Per Diem Registered Nurses

UW delivered several proposals regarding SEIU 1199-represented nurses working in a per diem capacity, including the creation of a contract addendum that is specific to this group. UW’s proposals included:

Definitions – UW proposed language memorializing that the SEIU 1199 contract applies to hourly paid per diem registered nurses who have performed bargaining unit work for at least 350 hours in the prior 12 month period and who do not hold dual appointments.

Probationary Period – UW proposed that up to three months of service as a union-represented per diem nurse count toward a nurse’s probationary period in the event they are hired into their position in a permanent capacity. Such a decision would be at management’s discretion.

Hours of Work – UW proposed language committing to not utilize per diem nurses in lieu of filling funded vacant positions with regular employees. UW also proposed language memorializing that assignment of hours and continuation of employment are at management’s discretion.

Minimum Work Availability – UW proposed that per diem nurses be available to work at least 48 hours per four-week period, and that once a nurse agrees to work a scheduled shift, they must work or find a replacement such that no overtime is incurred.

Minimum Weekend Availability – UW proposed that per diem nurses working fewer than 20 hours per week be available to work at least two weekend shifts per four-week schedule period, and that per diem nurses working more than 20 hours per week be available to work at least four weekend shifts per four-week schedule period. Weekend requirements would be contingent upon unit staffing needs for weekend scheduling, and weekday shifts could be substituted if that meets unit needs.

Holiday Availability – UW proposed memorializing the expectation that per diem nurses commit at least one shift on Thanksgiving Day, Christmas, or New Year holidays.

Premium Pay – UW proposed memorializing per diem nurse eligibility for several pay premiums:

  • Evening Shift Differential: $2.50 per hour.
  • Night Shift Differential: $3.75 per hour.
  • Standby Premium: $4 per hour.
  • Weekend Premium: $4 per hour.
  • Certification Premium: $1 per hour.
  • Charge Premium: $2.25 per hour.

Termination – UW proposed language memorializing that per diem nurses who are unavailable to work for two consecutive four-week schedule periods and have not informed their supervisor of extended non-availability may have their appointment terminated. Nurses who have not worked for six consecutive months would be automatically terminated and would need to reapply, and ending a per diem appointment would be at UW’s discretion.

SEIU 1199 Counter-proposals

Minimum Work Availability – SEIU 1199 proposed that per diem nurses be available to work at least 32 hours per four-week period. The union declined UW’s proposal committing per diem nurses who have agreed to work a scheduled shift to either work that shift or find a replacement.

Minimum Weekend Availability – SEIU 1199 proposed that per diem nurses working fewer than 20 hours per week be available to work at least one weekend shift per four-week schedule period, and that per diem nurses working more than 20 hours per week be available to work at least two weekend shifts per four-week schedule period.

Holiday Availability – SEIU 1199 accepted UW’s proposed language memorializing the expectation that per diem nurses commit at least one shift on Thanksgiving Day, Christmas, or New Year holidays.

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 eighth consecutive session, SEIU 1199 declined to utilize a sign-in sheet.

Next Steps

The next UW-SEIU 1199 bargaining session is scheduled for June 9.


Negotiations Recap for May 28, 2015

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

UW Proposals

Union Delegates – UW proposed increasing the number of Social Work bargaining unit delegates from four to five, and maintained its proposal to increase the number of Respiratory Therapist/Anesthesiology Technician/Electroneurdiagnostic Technologist bargaining unit delegates from four to five. UW also maintained its proposal for the union to send an up-to-date list of union delegates to the Labor Relations office quarterly, rather than once per year.

Delegate Training Hours – Additionally, UW proposed allowing the union to determine how the four slots for Respiratory, Anesthesiology, and Electroneurodiagnostic employees should be allocated, rather than the contract prescribing a number for each group.

Union Shop – UW maintained its proposal to delete language about the employer distributing the application for union membership and union contract.

Contract Distribution – UW maintained its proposal for the parties to utilize the electronic version of the contract rather than printing paper copies, with each department maintaining a paper copy accessible to all employees.

Personnel File – In response to SEIU 1199’s proposal to enable employees to request the removal of personnel file documents after 12 months, UW proposed language establishing that management could agree to remove documents prior to the current three year retention requirement.

Staffing – UW proposed consolidating and incorporating nurse staffing policy as well as the contract’s existing appendix regarding nurse staffing into the body of the contract.

Payroll Errors – UW maintained its proposed language updates regarding the correction of payroll errors to reflect limitations of the payroll system, while acknowledging that payroll errors will be corrected as soon as possible.

SEIU 1199 Proposals

SEIU 1199 delivered some written counter-proposals and several verbal responses to UW’s proposals, including:

Union Delegates – SEIU 1199 declined UW’s proposal for the union to send an up-to-date list of union delegates to the Labor Relations office quarterly, rather than once per year.

Overtime – SEIU 1199 maintained its proposal for sick leave to count toward the calculation of overtime except in the case of prescheduled overtime during a 40 hour work week.

Work Day – SEIU 1199 proposed language to facilitate the payment of overtime for employees who do not receive a rest period, while rejecting UW’s proposed notion of also informing management in such cases.

Rest Between Shifts – SEIU 1199 maintained its proposal to expand eligibility for rest period premium pay to include imaging technologists and sonographers, as well as respiratory care and anesthesiology technicians.

Mandatory Education – SEIU 1199 proposed language regarding relieving employees from patient care duties to complete all mandatory education.

Premium Pay – SEIU 1199 maintained its proposed increases to several pay premiums, as well as its proposals related to standby pay practices and mandatory call for nurses.

Family and Medical Leave Act (FMLA) – SEIU 1199 declined UW’s proposed requirement that employees use a portion of their accrued paid leave for leave under FMLA, but may retain 80 hours of accrued vacation leave.

Faith/Conscience Day — SEIU 1199 proposed slight modifications to UW’s proposed language establishing employees’ rights to leave without pay for up to two workdays per calendar year for reason of faith or conscience.

Committee Work – SEIU 1199 declined UW’s proposed language establishing that time spent on committee work will not be counted toward the calculation of overtime.

Corrective Action: Informal Counseling – SEIU 1199 declined UW’s proposal for union involvement at Step A of the corrective action process to be optional (per the employee) rather that mandatory. The union proposed requiring that all employees be informed of their right to a union delegate before any informal counseling with their supervisor, and that the supervisor declare that the meeting is a Step A counseling.

Corrective Action: Grievability – SEIU 1199 declined UW’s proposal for Step B corrective action to be grievable only through the second step of the grievance procedure.

Dismissal – SEIU 1199 declined UW’s proposed language spelling out an employee’s right to a pre-determination meeting prior to dismissal, in which they could make their case with the union present. Instead the union proposed language requiring that the union be notified of the decision on whether or not to terminate an employee prior to the actual employee being notified.

Layoff – SEIU 1199 accepted elements of UW’s proposed language updates surrounding layoff process, but rejected the notion of establishing an order in which employees subject to layoff may exercise employment options.

Job Posting and Transfer – SEIU 1199 expressed verbal agreement with UW’s proposed updates to language referencing outdated job application mechanisms, instead referring employees to the University’s employment website.

“Retention of Benefits” Language – SEIU 1199 declined UW’s proposal to delete old contract language that ensured continuity of contractual benefits during the period of civil service reform over 10 years ago.

Health Insurance and Pension – SEIU 1199 expressed verbal agreement with UW’s proposal that the parties update the health care benefits provision according to what is determined at the Washington State union health care coalition.

Duration – SEIU 1199 expressed verbal agreement with UW’s proposal for a two-year contract duration, to expire on June 30, 2017.

Job Titles and Classifications – SEIU 1199 expressed verbal agreement with UW’s proposed updates and additions to the job classifications listed in Appendix I.

Meal and Rest Breaks – SEIU 1199 maintained its proposal to guarantee uninterrupted meal and rest breaks, and that any exceptions result in employees being paid at a rate of time and one-half. The union also maintained its proposals for UW to track and regularly report on meal and rest breaks that are not taken in each department and shift.

Drug and Alcohol Free Workplace – SEIU 1199 declined UW’s proposal to memorialize the expectation that employees report to work unimpaired by alcohol or drugs, and to allow for drug testing in cases where reasonable suspicion exists.

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 seventh consecutive session, SEIU 1199 declined to utilize a sign-in sheet.

Next Steps

The next UW-SEIU 1199 bargaining session is scheduled for June 5.


Negotiations Recap for May 20, 2015

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

Flight Nurse Reclassification and Wage Adjustments

UW provided additional information regarding its proposals to recognize and compensate flight nurses at Airlift Northwest in accordance with their unique work environment. Proposals included:

Base Pay Increase – UW proposed to increase flight nurse pay by a full pay range , equating to roughly an 8 percent pay increase. UW’s proposal to permanently add several premiums into base pay and pay them at all times accounts for roughly 6 percent of this proposed increase, and the additional 2 percent increase would simply be extra pay.

Consolidating Premiums – UW clarified that the premiums that would be permanently wrapped into base pay would be the second shift premium, the third shift premium, and the premium paid for the nursing certification that is already required as a condition of hire. All other premiums would still be available on top of this new base rate, including weekend premium and the CFRN certification pay proposed by UW, and overtime pay would be calculated based on the higher rate as well.

Flight Nurse Job Classification – UW proposed changing the job classification title for nurses in the Airlift Northwest bargaining unit Flight Nurse (RN2) and Flight Nurse Senior (RN3), in order to recognize the unique work that they do while respecting the union’s desire to retain a similar name to the Harborview RN2 position.

UW Package Offer

To facilitate further compromise, UW explained that it would accept SEIU 1199’s positions on the following provisions provided that the union accepted the above wage and classification adjustments:

  • Overtime – UW would withdraw its proposal to cease payment overtime at a double-time rate for hours worked beyond a flight nurse's scheduled 12- or 24-hour shift.
  • Filling Shifts – UW would accept the union’s proposal for uncovered shifts or sick calls to be offered to flight nurses at the official duty station at which they occur prior to being offered to nurses stationed elsewhere.

Airlift Northwest Discussion: UW Proposals

UW delivered several additional proposals and counter-proposals specific to the Airlift Northwest bargaining unit.

Float Pay – UW declined SEIU 1199’s proposal for flight nurses to receive float pay for time assigned to work outside their official duty station.

Scheduling – UW accepted SEIU 1199’s proposal for changes to schedule practices at any base to go through the joint labor-management process.

Mileage – In an effort to better capture current practice and applicable State law, UW proposed clarifying language surrounding instances when a flight nurse reports to work at a station other than their official duty station. In the event the employee’s home is closer to their reporting station than their official duty station is, mileage would be paid to and from their home rather than to and from their official duty station.

Aircraft out of Service – UW declined the union’s proposal to remove management's ability to require a flight nurse to work at another Airlift Northwest facility in cases where the aircraft at their official duty station is out of service.

UW also declined the union’s proposal to enable overtime payment for drive time under certain circumstances where a flight nurse must return to their official duty station after working at a different facility.

Job Posting and Transfer – UW accepted SEIU 1199’s proposal for departmental seniority to be the determining factor on a transfer to a different shift or section provided that skill, competence, ability, and experience are considered equivalent.

UW declined the union’s proposal to allow flight nurses who do not fulfill their two year commitment at the Juneau base to repay a prorated amount of the moving cost incentive paid to them.

Official Duty Station – UW proposed a compromise, whereby UW would accept SEIU 1199’s proposal to require that any changes in working conditions and base changes go through joint labor-management meetings, if SEIU 1199 accepted UW's proposed language to memorialize that Airlift Northwest may open or change bases depending on community needs.

UW accepted the union’s proposal for Juneau-based flight nurses to be paid for airfare and car rental. UW proposed payment of lodging and food per diem for flight nurses attending training more than 100 miles from their official duty station, rather than the union’s proposal for 60 miles.

Aircraft Staffing – UW declined SEIU 1199’s proposal to require that every aircraft be staffed with flight nurses for every hour that it is staffed with pilots.

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 sixth consecutive session, SEIU 1199 declined to utilize a sign-in sheet.

Next Steps

The next UW-SEIU 1199 bargaining session is scheduled for May 28.


Negotiations Recap for May 19, 2015

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

Harborview Financial Presentation

Kera Dennis, Assistant Administrator for Harborview Finance, delivered a presentation reviewing Harborview’s financial situation and summarizing national and regional healthcare trends and policy impacts.

Trends – Roughly half of Harborview’s net patient revenue comes from commercially-insured payers. Due to the Affordable Care Act, this population is experiencing a steady decline as more people shift to healthcare exchanges.

Net Revenue Assumptions – Payment assumptions across the board are unfavorable, and Harborview will not continue to make money at current levels. With near zero volume growth, total net revenue is projected to decline slightly over the five year forecast period. In 2016, Harborview’s total expenses are expected to match its total revenue.

Expense Assumptions – Salary and benefit expenses increased significantly due to projected increases in health care costs of more than 30 percent as well as retirement funding for university employees, translating into an estimated impact of more than $17 million in fiscal year 2016.

UW Total Compensation – UW has a very strong benefits package, the value of which equates to roughly an additional 40 percent of an employee’s entire salary. Benefits packages at several local peer organizations are less robust, valued at roughly 20 percent of an employee’s salary.

UW illustrated this point with the following example, comparing the benefits load rate for a Harborview employee to that of an employee at a sample peer organization:

  • Harborview: Earns $50,000/year + $20,000 in benefits (40%) = $70,000 total compensation.
  • Peer Hospital: Earns $55,000/year + $11,000 in benefits (20%) = $66,000 total compensation.

Credit Ratings – Harborview targets long term financial ratios that are comparable with a Moody’s BAA bond rating. This means that Harborview should have 148 days cash on hand to maintain operations in an environment with increasing pressures on net revenue. In fiscal year 2015, Harborview had roughly 113 days cash on hand, with a goal to reach the targeted cash levels in the long range financial plan.

Buildings and Maintenance – Buildings, remodels and maintenance are funded by Harborview, and are not supported by tax dollars or money from King County. The only exception to this is the Maleng building, but Harborview still absorbs $6 million of depreciation expense annually on this building. Additionally, Harborview will incur over $25 million per year in lease expense associated with the NJB, Pat Steel and Harborview Hall buildings.

UW Initial Proposal

UW delivered an initial proposal comprised of several existing and new provisions, including:

Drug and Alcohol Free Workplace – UW proposed a new provision memorializing the expectation that employees report to work unimpaired by alcohol or drugs, and in a condition fit to perform their assigned duties. Components included:

  • Possession: Employees may not use or possess alcohol, marijuana, or illegal drugs in UW vehicles, on agency premises, or on official business.
  • Prescriptions: If there is substantial likelihood that an employee’s medication will affect job safety, they would need to notify their supervisor of the fact that they are taking a medication and of the side effects.
  • Reasonable Suspicion Testing: UW could direct testing for alcohol, marijuana, or controlled substances when there is reason to suspect that usage of such substances may be adversely affecting the employee’s job performance or could pose a danger to physical safety. Reasonable suspicion must be supported by specific and objective grounds.
  • Training: Training would be made available to all managers, supervisors, union delegates, and lead workers. Training would include the effects of drugs and alcohol in the workplace, behavioral symptoms of being affected by substances, and available rehabilitation services.

Union Delegates – UW proposed increasing the number of Professional/Technical bargaining unit delegates from five to six. UW also proposed that the union send an up-to-date list of union delegates to the Labor Relations office quarterly, rather than annually.

Delegate Training Hours – UW proposed increasing the number of Professional/Technical bargaining unit employees eligible for paid release time to participate in union-sponsored delegate training from two to three.

Contract Distribution – UW proposed that the parties utilize the electronic version of the contract rather than printing paper copies, in line with the majority of UW’s union contracts. UW would provide all employees with a link to the contract, and each department would maintain a paper copy accessible to all employees.

Bargaining Unit Classifications – UW proposed language updates to reflect the incorporation of cardiac and vascular sonographers into the Professional/Technical bargaining unit. UW also proposed language updates to acknowledge that SEIU 1199 now represents per diem nurses.

Trial Service Period – UW proposed revised language to memorialize a six month trial service period for permanent employees who are promoted, voluntarily demoted, or transfer into a job class for which they previously have not attained permanent status. The same would apply to employees who move into a position that requires different job skills and abilities. The trial service period would not exceed 12 months.

Employees could voluntarily revert to their former permanent position within 15 days of the appointment, provided that the position had not already been filled or offered, and reversion of employees who are unsuccessful during their trial service period would not be subject to grievance.

Work Day – UW proposed language to memorialize the parties’ existing agreement on rest breaks, establishing that a nurse who does not receive a rest period after informing management will be compensated at the appropriate rate of pay for each missed rest period.

Overtime – UW proposed that overtime be calculated based on time actually worked, rather than time paid but not worked such as vacation leave, compensatory time, and personal holiday.

Rest Between Shifts – UW proposed standardizing the rest between shifts practice for nurses to align with that of social workers, healthcare specialists, and electroneurodiagnostic (END) technologists. As proposed, nurses would receive the rest between shifts premium pay for time worked within their scheduled rest period.

UW proposed clarifying that rest between shifts premium will not be triggered by time spent in continuing education, committee meetings, staff meetings, or time spent on standby and callback assignments.

Elective Educational and Professional Leave Use – UW proposed a requirement that mandatory education be completed prior to approval of elective education.

Educational Leave for Cardiac and Vascular Sonographers – UW proposed language to memorialize the parties’ existing agreement, establishing that cardiac and vascular sonographers with their license in good standing will receive 24 to 40 hours per fiscal year of elective educational and professional leave upon request.

Education Support Funds – UW proposed that cardiac and vascular sonographers receive $500 per year, prorated according to FTE (full-time equivalent).

Call Back – UW proposed 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 proposed that the minimum callback hours not apply for employees who are called in from standby prior to their scheduled shift and continue working into their scheduled shift.

Modality Pay – UW proposed language to clarify that cardiac and vascular sonographers are not eligible for modality pay.

Payroll Errors – UW proposed language updates regarding the correction of payroll errors to reflect limitations of the payroll system, while acknowledging that payroll errors will be corrected as soon as possible.

Family and Medical Leave Act (FMLA) – UW proposed that for leave under FMLA, employees must use a portion of their accrued paid leave, but may retain 80 hours of accrued vacation leave.

Faith/Conscience Day — UW proposed language to codify WAC 82-56, whereby leave without pay would be granted for up to two workdays per calendar year for reason of faith or conscience. Such requests may only be denied if the employee's absence would create undue hardship (per WAC 82-56) or the employee is necessary to maintain public safety.

Committee Work – UW proposed language establishing that time spent on committee work will not be counted toward the calculation of overtime.

Cardiac and Vascular Sonographer Committees – UW proposed that committee membership for cardiac and vascular sonographers consist of one representative from each of the three working areas plus one union representative, as well as up to three management representatives plus one from the Labor Relations office.

Corrective Action: Informal Counseling – UW proposed that union involvement at Step A of the corrective action process be optional (per the employee) rather that mandatory, noting that most unions at UW do not involve the union at the level of informal counseling. UW proposed language clarifying that a supervisor may follow up on an informal counseling in writing, which could include a simple action plan.

Corrective Action: Grievability – UW proposed that Step B corrective action be grievable only through the second step of the grievance procedure, noting that such formal counseling rarely if ever goes past mediation, and that this is common practice in several other UW contracts.

UW proposed that Step C or higher begin at the second step of the grievance procedure, and be submitted to a level of supervision that has authority to act.

Dismissal – UW proposed language consistent with other UW contracts in an attempt to better capture current practices. The language spelled out an employee’s right to a pre-determination meeting prior to dismissal, in which they could make their case with the union present. The employee would be provided the reasons for dismissal and any referenced documentation at least five days before the meeting, and would receive written notification of the outcome of the pre-determination hearing.

Layoff – UW 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.

Job Posting and Transfer – UW proposed updates to language referencing outdated job application mechanisms, instead referring employees to the University’s employment website.

Arbitrator Selection – UW proposed language adopted from other UW contracts, whereby the parties would utilize a permanent panel of 10 arbitrators on a rotating basis.

“Retention of Benefits” Language – UW proposed the deletion of Article 28 (“Retention of Benefits”). UW explained that this provision appears to address the changes resulting from civil service reform over 10 years ago, and was to ensure that contractual benefits were not compromised at the time of that transition.

Health Insurance and Pension – UW proposed that the parties update the health care benefits provision according to what is determined at the Washington State union health care coalition.

Duration – UW proposed a two-year contract duration, to expire on June 30, 2017.

Job Titles and Classifications – UW proposed several updates and additions to the job classifications listed in Appendix I.

Layoff Units – UW proposed several updates to outdated language in the layoff units detailed in Appendix XII.

Memoranda of Understanding – UW proposed deleting the parties’ existing memoranda of understanding, explaining that most of them were time-specific and are now outdated.

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 fifth consecutive session, SEIU 1199 declined to utilize a sign-in sheet.

Next Steps

The next UW-SEIU 1199 bargaining session is scheduled for May 20.


Negotiations Recap for May 13, 2015

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

SEIU 1199 Joint Employer Training and Education Fund

Training Fund Presentation

SEIU 1199 facilitated a presentation in support of Harborview joining the SEIU 1199NW Multi-Employer Training and Education Fund ("Training Fund"). The Training Fund was formed in 2008 between SEIU 1199 and various local hospitals, and currently represents nearly 10,000 employees. The Training Fund is comprised of three main areas:

  • Tuition Assistance: Tuition assistance is the Training Fund's primary focus. Full-time nurses are eligible for to up to $5,250 (pro-rated for part-time). Beginning in 2013, the Training Fund could no longer fulfill all tuition assistance requests, and there is now a wait-list for tuition assistance.
  • Educational Support: Educational support includes paper-writing assistance, international transcript evaluation, and access to tutor.com.
  • Professional Development: Qualifying nurses would be eligible for up to $300 per year for specialty certification exam reimbursement.

As of July 1, 2015, the Training Fund will double its fees charged at each participating organization to 1 percent of employee gross pay.

SEIU 1199 Training Fund Proposals

Training Fund – SEIU 1199 proposed that UW pay an amount equaling 1 percent of all nurses' gross pay as a contribution to the Training Fund. The union proposed that UW provide the Training Fund with employee records in order to determine eligibility to participate.

BSN Premium – SEIU 1199 proposed a pay premium for nurses holding a Bachelor of Science in Nursing (BSN) degree premium as an "all-or-nothing" package with the Training Fund. The union expressed that it would not accept the BSN premium unless UW agrees to participate in the Training Fund.

SEIU 1199 Proposals

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

New Top Steps – SEIU 1199 proposed the creation of three new steps at the top of all applicable pay tables, each one 3 percent greater than the step prior. The union proposed that any employee who has been at a top step for more than four years be placed on the newly proposed top step, and employees with more than three years at a top step be placed on the penultimate of the newly proposed steps.

Targeted Wage Increases – SEIU 1199 proposed 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.

Standby Pay – SEIU 1199 proposed increasing the premium for time spent on call to $6 per hour for all eligible employees.

Healthcare Specialist Compensation – SEIU 1199 proposed merging and expanding the inpatient and outpatient healthcare specialist pay ranges. The union proposed adding four new steps to the top of the pay scale, and building in 1.5 percent increases between pay steps that currently do not provide for an increase from the prior step.

Filler Steps – SEIU 1199 proposed a 1 percent pay step adjustments from the previous step for steps that currently do not result in a pay increase. This proposal was for all SEIU 1199-represented job titles.

END Technologist Job Descriptions – SEIU 1199 proposed rewriting the END technologist 1, 2, and 3 job classification specifications.

Airlift Northwest Proposals

Flight Nurse Premium – SEIU 1199 proposed a flight nurse premium of $5 per hour for flight nurses at Airlift Northwest to recognize their unique work environment.

Juneau-based Flight Nurses – SEIU 1199 proposed a 15 percent wage increase for flight nurses based in Juneau.

Float Pay – SEIU 1199 proposed that flight nurses receive float pay for time assigned to work outside their official duty station.

Mileage – SEIU 1199 proposed that when a flight nurse reports to work at a station other than their official duty station, all mileage to and from the reporting station be paid. The union also proposed that mileage be paid for any travel required for clinical work or education that is not provided at a flight nurse's official duty station.

Aircraft out of Service – SEIU 1199 proposed removing management's ability to require a flight nurse to work at another Airlift Northwest facility in cases where the aircraft at their official duty station is out of service.

The union also proposed allowing flight nurses to be paid at an overtime rate for time spent driving back to their official duty station from a different facility in cases where they must begin their return trip after their shift was scheduled to end.

Scheduling – SEIU 1199 proposed that any changes to schedule practices at any base go through the joint labor-management process.

Job Posting and Transfer – SEIU 1199 proposed that flight nurses who do not fulfill a two year commitment at the Juneau base be allowed to repay a prorated amount of the moving cost incentive paid to them, rather than the whole thing.

SEIU 1199 accepted UW's proposal for management to specify the location of the base and the FTE (full-time equivalent) needed when notifying flight nurses of open Airlift Northwest bargaining unit positions.

Official Duty Station – SEIU 1199 rejected UW's proposed language to memorialize that Airlift Northwest may open or change bases depending on community needs. Instead, the union proposed language to require that any changes in working conditions and base changes go through joint labor-management meetings for discussion.

The union also proposed payment of lodging and food per diem for flight nurses attending training more than 60 miles from their official duty station, and that Juneau-based flight nurses be paid for airfare and car rental as well.

Aircraft Staffing – SEIU 1199 proposed language requiring that every aircraft be staffed with flight nurses for every hour that it is staffed with pilots.

Overtime – SEIU 1199 proposed that sick leave count toward the calculation of overtime except in the case of prescheduled overtime during a 40 hour work week. The union also proposed to allow flight nurses to earn compensatory time at a double-time rate.

Filling Shifts – SEIU 1199 proposed that uncovered shifts or sick calls be offered to flight nurses at the official duty station at which they occur prior to being offered to nurses stationed elsewhere.

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 fourth consecutive session, SEIU 1199 declined to utilize a sign-in sheet.

Next Steps

The next UW-SEIU 1199 bargaining session is scheduled for May 19.


Negotiations Recap for May 5, 2015

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

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 third consecutive session, SEIU 1199 declined to utilize the sign-in sheet.

Airlift Northwest Discussion

UW delivered several proposals specific to the Airlift Northwest bargaining unit, including:

Flight Nurse Job Classification – UW proposed a new job classification series specific to the Airlift Northwest bargaining unit, in recognition of the unique work of flight nurses.

Base Pay – UW proposed eliminating several conditional flight nurse pay premiums and instead adding that extra pay to flight nurse base wages, to be paid to all flight nurses at all times.

Certification Pay – UW proposed that flight nurses with a Certified Registered Flight Nurse (CFRN) certification be paid a certification premium. In the context of UW's "base pay" proposal, this CFRN premium would remain an additional pay on top of the base pay.

Union Delegates – UW proposed standardizing the number of flight nurse union delegates to be one from each Airlift Northwest base.

Delegate Training – UW proposed clarifying that the 16 hours of paid delegate training hours for the Airlift Northwest bargaining unit be allocated as eight hours each for two nurses.

Part-Time Employees – UW proposed revising the threshold of hours worked in a six week period to be considered a "part-time employee" for the Airlift Northwest bargaining unit from 120–240 hours to 144–240 hours to, noting that no flight nurses work less than a 0.6 FTE (full-time equivalent).

Bereavement Leave – UW proposed language clarifying that flight nurses are entitled to 36 hours of paid bereavement leave for each death of a family member.

Job Posting and Transfer – UW proposed that when notifying flight nurses of open Airlift Northwest bargaining unit positions, management specify the location of the base and the FTE needed.

Official Duty Station – UW proposed language updates to enumerate the six current bases, and to be clear that employees will be scheduled into the base at which they are hired. New language would memorialize that Airlift Northwest may open or change bases depending on community needs.

Overtime – UW proposed eliminating the practice of paying overtime at a double-time rate for hours worked beyond a flight nurse's scheduled 12- or 24-hour shift, and instead pay all overtime at a rate of time and one-half.

Next Steps

The next UW-SEIU 1199 bargaining session is scheduled for May 13.


Negotiations Recap for April 29, 2015

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

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 second consecutive session, SEIU 1199 declined to utilize the sign-in sheet.

SEIU 1199 Proposals

Per Diem Employees – SEIU 1199 proposed language establishing that per diem employees are not to be regularly used in lieu of regular full- and part-time positions. The union proposed that per diem nurses be paid a 15 percent wage differential, and that they be eligible for longevity steps, educational benefits, and numerous premiums and differentials given to regular Harborview nurses.

The union also proposed that all hours previously worked in per diem status apply to a nurse's probationary period.

Union Delegates – SEIU 1199 proposed allowing for per diem nurses to act as union delegates, as well as increasing the number of union delegates in other units as follows:

  • Social Work: Increase from four to six union delegates.
  • Respiratory Therapy: Increase from two to three union delegates.
  • Electroneurodiagnostic (END) Technologists: Increase from one to two union delegates.
  • Airlift Northwest Nurses: Increase from one to two union delegates.

Delegate Training Hours – SEIU 1199 proposed increases to the number of employees eligible for 8-hour allotments of paid release time to participate in union-sponsored delegate training as follows:

  • Nurses: Increase from six to eight nurses at eight hours each.
  • Social Workers: Increase from two to four social workers at eight hours each.
  • END Technologists: Increase from one to two END Technologists at eight hours each.

Job Classifications – SEIU 1199 proposed consolidating the four healthcare specialist job classifications into two.

Certification Pay – SEIU 1199 proposed expanding eligibility for certification premium pay to include healthcare specialists as well as cardiac and vascular sonographers.

Shift Rotation – SEIU 1199 proposed language discouraging routine shift rotation except in emergency situations, and that an employee who rotates shifts receive an additional four dollars per hour for each hour worked.

Work in Advance of Shift – SEIU 1199 proposed language to allow for payment of overtime rates more favorable than time and one-half in cases where an employee reports to work in advance of their shift at the request of management and continues to work through their scheduled shift.

Rest Between Shifts – SEIU 1199 proposed expanding eligibility for rest period premium pay to include imaging technologists and sonographers, as well as respiratory care and anesthesiology technicians.

Skills Day – SEIU 1199 proposed the implementation of an annual paid skills day for every bargaining unit.

Educational and Professional Leave – SEIU 1199 proposed expanding the maximum potential educational and professional leave allotment for social workers from 40 hours per year to 80.

Education Support Funds – SEIU 1199 proposed increases to the annual education support funds available to each full-time equivalent (FTE) as follows:

  • Healthcare Specialists: Increase from $1,800 per FTE to $3,000 per FTE.
  • Airlift Northwest: Increase from $500 per FTE to $800 per FTE.

Pay Table Adjustments – SEIU 1199 proposed that the UW Research Nurse 1 and 2 job classes be placed on the same pay table and pay ranges as Harborview Registered Nurse 2 and 3, respectively. The union also proposed pay range increases for vascular lead sonographers.

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

Callback Relief – SEIU 1199 proposed that employees who have worked on-call within eight hours of their next scheduled shift may 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.

Personnel File – SEIU 1199 proposed enabling employees to request the removal of documents in their personnel file after 12 months, rather than the current timeline of three years.

Faith/Conscience Days – SEIU 1199 proposed new language based on recently enacted legislation, whereby leave without pay be granted for up to two workdays per year for reason of faith or conscience.

Vacation Leave – SEIU 1199 proposed adjusting vacation leave accruals such that each year provides for the accrual of one more vacation day than the year prior. The maximum accrual would be 23 days per year for employees with 12 or more years of service, rather than the current 22 days per year for employees of 16 or more years.

Corrective Action – SEIU 1199 proposed that the performance problem step only be determined after an investigation meeting occurs, and that UW provide written notice to the employee of the investigation subject when notified of the meeting. The union proposed that UW inform the employee of the investigation meeting's outcome within 14 days of its occurrence.

Job Posting – SEIU 1199 proposed that priority for job openings go to existing employees, particularly those within the bargaining unit in which the opening occurs, and seniority would determine who fills the vacancy provided that skill, ability, and experience are equal.

The union proposed that when a position is not filled by permanent employees in that department, per diem employees be considered before employees from outside the department.

Transfers – SEIU 1199 proposed that for nurses, professional/technical employees, healthcare specialists, and social workers, seniority be the determining factor on a transfer to a different shift or section, provided that skill, ability, and experience are equal.

Social Work Layoff Units – SEIU 1199 proposed consolidating Harborview Mental Health Services (HMHS) and Mental Health Integration Program (MHIP) into the same layoff unit as Harborview Center for Sexual Assault and Traumatic Stress (HCSATS) and Children's Response Center (CRC).

Meal and Rest Breaks – SEIU 1199 proposed language to guarantee uninterrupted meal and rest breaks, and that any exceptions result in employees being paid at a rate of time and one-half.

UW would collect data and report quarterly to the labor-management committee on meal and rest breaks that are not taken in each department and shift, utilized to determine mechanisms under which employees are able to take breaks.

Break Relief Nurse – SEIU 1199 proposed the creation of break relief nurses on all nursing units to relieve nurses with permanent patient assignments for meal and rest breaks.

Quality Improvement Project – SEIU 1199 proposed that the union and UW jointly sponsor a project whereby the labor-management committee would track patients from the emergency room to discharge, and would measure and evaluate reasons for any slowdowns of patient flow.

The union proposed the formation of a "Labor/Management Improvement Projects" subcommittee, on which all time worked would be paid, and for which participants would be trained centrally at a two-day retreat planned by the parties.

Negotiations for a Successor Contract – SEIU 1199 proposed that UW provide paid release time for 2 percent of all 1,859 employees represented by the union for negotiations for a successor contract, as well as for statewide healthcare negotiations.

Next Steps

The next UW-SEIU 1199 bargaining session is scheduled for May 5.


Negotiations Recap for April 20, 2015

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

Introductions and Ground Rules

Both parties made introductions, and several union members explained their bargaining priorities. The parties discussed process and general expectations for bargaining, and exchanged proposals on ground rules.

Paid Bargaining Release Time – SEIU 1199 proposed that UW pay for all of the union's 37-member bargaining team to attend bargaining. UW pointed out that the parties had previously agreed that UW would pay for 13 members of the union's team, and memorialized this in the contract.

UW cited unions representing twice as many UW employees as SEIU 1199 that guarantee paid release for four members, and in some cases share the cost with the employer.

Sign-in Sheet – UW proposed that the parties circulate sign-in sheets at the beginning of each session to help facilitate payment of release time to employees. SEIU 1199 declined this request and did not utilize the sign-in sheet, asserting that it would consider circulating a sign-in sheet if UW agreed to pay for the union's entire 37-member team to attend bargaining.

Union Proposals

Premium Pay – SEIU 1199 proposed 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. SEIU 1199 proposed that employees be paid at double their normal rate after 12 hours on call-back from standby.

The union proposed 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.

Extra Shift Incentive – SEIU 1199 proposed introducing an "extra shift incentive" pay to attract employees into work in cases of short-staffing or when census flexes up. Full-time employees would be paid at double their normal rate, and part-time employees would be paid at time and one-half or double-time if they have worked full-time in the pay period.

Staffing – SEIU 1199 proposed entirely rewriting the parties' appendix that memorializes compliance with Washington State nurse staffing law. SEIU 1199 proposed the development of a nurse staffing plan, to be reviewed twice per year. Data from every unit and shift would be reported on a monthly basis to the Nurse Staffing Committee, comprised of eight members appointed by the union and eight appointed by Harborview.

The union also proposed unit-based staffing committees, and put forth unit-specific employee-to-patient staffing ratios ranging from 1:1 to 4:1. Charge nurses would have the authority to add staff to matrices, and this contract provision would be enforceable by expedited arbitration.

Next Steps

The next UW-SEIU 1199 bargaining session is scheduled for April 29.