SEIU 925 represents employees covered by four University-wide bargaining units (Non-Supervisory, Supervisory, Research Technologist, and Research Technologist Supervisor) and one Healthcare Professional/Laboratory Technical contract covering employees in designated healthcare classifications. SEIU 925 represents a wide variety of job classes at UW's campuses and medical centers, including administrative and technical support, service workers, analysts, and healthcare specialists.
This recap details the third session for the renewal of the master collective bargaining agreement between the UW and SEIU 925 for the 2015-17 contract term.
Shift Differentials – SEIU 925 proposed increasing the evening and night shift differentials for campus-wide employees to $1.50 and $2 per hour, respectively, and for healthcare professional/laboratory technical employees to $2 and $2.75 per hour, respectively.
SEIU 925 also proposed making several broadcast media and campus security job classifications eligible for evening and night shift differential, standby pay, and weekend pay.
Rest Between Shifts – SEIU 925 proposed a rest between shifts premium for all SEIU 925-represented patient care positions, using registered nurse language from the SEIU 1199 contract.
Eligible employees would be paid at a time and one-half rate for any hours worked within their designated time off between shifts: 12 consecutive hours off for employees on eight or nine hour shifts, and eight hours off for employees scheduled on 10 or 12 hour shifts.
Respiratory Therapist Preceptor – SEIU 925 proposed a preceptor premium of $3 per hour for respiratory therapists at UW Medical Center.
Representation – SEIU 925 proposed that the University waive its right to oppose any efforts by the union to add new bargaining units.
Medical Interpreter Wages – SEIU 925 proposed increasing pay for job classifications in the Medical Interpreter series by six pay ranges.
Restraint Premium – SEIU 925 proposed that a $1.50 premium pay be added to all hours worked for public safety officers and sergeants who have been trained to assist clinical staff with the restraint of patients. SEIU 925 reported that all current officers and sergeants have been trained.
Access to Policies and Procedures – In response to SEIU 925's proposal, UW proposed that the parties form a joint committee to meet at least quarterly to explore ways to improve access to written and electronic policies and procedures.
Removal of Disciplinary Documents – In response to SEIU 925's proposal, UW proposed that any formal counseling be eligible for removal after three years except those for workplace violence or violation of University policies against harassment, discrimination or retaliation.
Union Access – In response to SEIU 925's proposal, UW proposed language memorializing the union's right to enter the workplace at reasonable times and with prior notification to management in order to exercise its representational duties. The language establishes that the union may not interfere with an employee's work assignment, and that meetings with employees are restricted to nonworking time.
Unauthorized Absence – UW proposed language whereby an employee who neither appears for work nor reports their absence on three consecutive shifts would be deemed to have resigned. The language would allow the affected employee to submit a petition for reinstatement within ten calendar days of the termination notice being mailed.
Article 18.5: Removal of Disciplinary Documents – The parties tentatively agreed that formal counseling will be removed after three years at the written request of the employee, provided that there has been no subsequent corrective action, and that circumstances set forth in writing do not warrant a longer retention period, as determined by the University.
This provision does not apply to formal counseling for workplace violence or violation of University policies against harassment, discrimination or retaliation.
Article 26.2: Union Access – The parties tentatively agreed to UW's proposed language memorializing the union's rights and restrictions with regard to accessing employees and the workplace.
Side Letter: Policies and Procedures – The parties tentatively agreed to form a joint committee within 120 days of the contract's ratification, which will meet at least quarterly to explore ways to improve access to written and electronic policies and procedures. At the first meeting, the committee will establish the subsequent meeting dates for the 21 months to follow.
The next UW-SEIU 925 bargaining session is scheduled for August 7.
This recap details the second session for the renewal of the master collective bargaining agreement between the UW and SEIU 925 for the 2015-17 contract term.
At the union's request, Josh Kavanagh, Director of UW Transportation Services, attended the meeting to discuss the role and scope of his department. Transportation Services is responsible for Seattle campus shuttles, fleet, U-PASS, and parking for the main campus and certain Seattle leased properties. UW's ability to expand its parking facilities in the city is governed by the City of Seattle.
Several unions and UW agreed years ago that like other far-reaching University benefits such as health care, details pertaining to transit are not bargained. Instead, the parties participate in the University Transportation Committee as the primary decision-making framework.
Union Access – SEIU 925 proposed language that would allow the union to enter the workplace and speak with employees on work time.
Parking on Snow Days – SEIU 925 proposed that parking be free of charge for employees required to work on "snow days."
Inclement Weather and Suspended Operations – SEIU 925 proposed that employees in overtime excepted positions not be required to charge leave balances or make up time missed in cases of suspended operations due to inclement weather.
Overtime Excepted Positions – SEIU 925 proposed that employees in overtime excepted positions receive overtime pay at a rate of time and one-half for time worked beyond 44 hours in a week.
Video Security Systems – SEIU proposed expanding a department-specific practice, requiring that security cameras not be used to evaluate employees or monitor their regular work, to apply throughout the SEIU 925 master contract. SEIU 925 also proposed that management maintain a written log of camera security system access that will be available to the union for review.
Removal of Disciplinary Documents – SEIU 925 proposed that records of formal counseling be removed from an employee's personnel file after three years, as long as circumstances do not warrant a longer retention period, there has been no subsequent corrective action, and the employee submits a request for removal in writing.
Request for Ergonomics Assessment – SEIU 925 proposed a requirement that all employee ergonomics requests to supervisors be scheduled and completed within 20 working days.
Union Access to UW's Policies – SEIU 925 proposed a requirement that the University publish all policies agreed to between UW and SEIU 925 on the UW website.
Nondiscrimination – SEIU 925 proposed to memorialize the parties' commitment to not discriminate on the basis of gender identity and expression, in accordance with updated state law.
Layoff Seniority Tiebreaker – SEIU 925 proposed to memorialize an existing agreement whereby for the purposes of layoff, seniority order among employees whose contract seniority is identical will be determined by randomly drawing names.
Defining Pay Tables – SEIU 925 proposed the addition of a link to UW Compensation's webpage listing and describing union pay tables.
Surplus and Disposal – SEIU 925 provided a proposal suggesting that the University arrange for the removal of old equipment in the HR/Labor Relations conference spaces in Condon Hall.
UW tentatively agreed to the following SEIU 925 proposals:
The next UW-SEIU 925 bargaining session is scheduled for July 31.
This recap details the first session for the renewal of the master collective bargaining agreement between the UW and SEIU 925 for the 2015-17 contract term.
SEIU 925 delivered a presentation detailing its concerns with Washington State's tax system and educational funding model. The union put forth a series of proposals that centered on expansive changes across the University, as well as solicited the UW Board of Regents to support an income tax, a corporate income tax, and a capital gains tax in Washington State.
Tuition and Debt – SEIU 925 proposed that the UW Board of Regents instate a "semi-permanent" tuition freeze until annual state funding is restored to 2008 levels, and that the Board develop a plan to reduce tuition to "pre-recession levels" by the end of 2018. The union also proposed that the University conduct a full public accounting of fees paid to Wall Street, with monthly web-based reporting.
Tuition Exemption – SEIU 925 proposed that the University conduct a full audit of its fee-based courses and provide a history of their growth in the last 10 years, and that the UW develop a system of faculty and staff tuition exemption for fee-based courses.
Major Donations - SEIU 925 proposed that the University report donor names, contact information, donation amount, and intended fund use for any donation exceeding $1,000 to a specific UW school, program, or employee.
The union proposed that for all donations over $1 million, 50 percent be automatically diverted to general university funds and student tuition assistance, while the remaining 50 percent go toward the originally intended purpose.
Childcare – SEIU 925 proposed that the University make childcare more affordable, expand on-campus services, and cease contracting to outside companies for childcare services.
International Student Fees –SEIU 925 proposed that the University rescind the international student fee and keep tuition and fees affordable.
UW pointed out the permissive nature of these subjects in a collective bargaining context, meaning matters that the parties are not legally obliged to bargain, which SEIU 925 acknowledged.
The next UW-SEIU 925 bargaining session is scheduled for June 26.