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SEIU 925 Contract Negotiation Updates

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.

Geoff Miller
Assistant Director, UW Labor Relations (Lead Negotiator)
Alieu Ann
Director, CSS and Planning Administration
Maria Card
Human Resources Consultant, Campus HR Operations
Sue Carr
Technical Services Director, UWPD
Bob Ennes
Director of Finance and Administration, Health Sciences Administration
Stephanie Godwin-Austen
Sr. Compensation Consultant, UW Compensation
A.J. Hartman
Communications Specialist, UW Labor Relations
Karen Holloway
Associate Administrator, Laboratory Medicine
AnaMarie Keeney
HR Consultant, UW Medical Centers
Darren Layman
Director of Administrative and Support Services, AACS Administration
Susan Lawrence
Director of IT HR, UW Information Technology
Jennifer Mallahan
HR Specialist, Labor Relations
Pamela Morris
Facilities Director, Comparative Medicine
Erin F. Rice
Assistant Vice President, Campus HR Operations
Patty Riley
Senior Associate Administrator, UWMC Administration
Mara Stevens
HR Manager, School of Medicine Dean's Office
Randy West
Director, HR Compensation

Comprehensive UW-SEIU 925 Tentative Agreement Reached

The parties reached a comprehensive tentative agreement for the 2015-2017 contract after meeting on September 22 and 24, which has been ratified by SEIU 925's membership.

Summary of the 2015-2017 Agreement

For an overview of the agreement, please find the Summary of the SEIU 925–UW 2015-2017 Comprehensive Tentative Agreement, or continue reading below.

Wages

  • General Wage Increases:
    • 3% across the board increase effective July 1, 2015.
    • 2% across the board increase effective July 1, 2016.
  • Minimum Pay Step Adjustment: Effective July 1, 2015, any regular, non-hourly employee whose salary is less than $2080 per month ($12/hour) will be placed on a pay step that is at least $2080 per month.
  • Market Wage Adjustments: Effective July 1, 2015, several job titles will receive pay range adjustments up to 80% of the market median.

Article 2: Nondiscrimination/ Affirmative Action

  • Nondiscrimination: New language memorializes the parties' commitment to not discriminate on the basis of gender identity or expression.

Article 8: Hours of Work and Overtime

  • Preceptor: Respiratory Care Practitioners were made eligible for preceptor pay of $1.50 per hour, and preceptor pay for Surgical Technologists was increased to $1.50 per hour.
  • Update: Language on teleworking (section 8.16) was removed.

Article 12: Leaves of Absence

  • Parking on Snow Days: UW parking will be provided for employees designated as essential by their supervisor at each campus for which suspended operations have been declared.

Article 17: Seniority, Layoff, Rehire

  • Layoff Seniority Tiebreaker: The parties will incorporate into the body of the contract an existing MOU whereby layoff seniority order for employees with identical contract seniority will be determined by randomly drawing names.

Article 18: Corrective Action/Dismissal

  • Removal of Records: Records of formal counseling (excluding those for workplace violence or UW policies against harassment, discrimination, or retaliation) will be removed from an employee's personnel file after 3 years upon written request if there has been no subsequent corrective action and circumstances do not warrant longer retention.

Article 26: Policies

  • Union Access: The union may enter the workplace at reasonable times and with prior notification to management in order to exercise its representational duties. The union may engage in de minimis conversations with as long as the employee does not object and the conversation does not disturb the facility's operation or compromise patient health information. The union may not interfere with an employee's work assignment, and meetings with employees are restricted to nonworking time.

Appendix 3: Differentials

  • Restraint Premium: Department of Public Safety Officers and Sergeants at UW Medical Center who have been trained and qualified to assist clinical staff in the proper restraint of patients will receive premium pay of $1.30 per hour.

Appendix 6: Regular Temporary Employees

  • Consolidation: The contents of Side Letter E ("Regular Temporary Employees") were consolidated into Appendix 6.

Side Letter A: UW Budget Committee

  • Update: The parties agreed to remove Side Letter A.

Side Letter G: SEIU Local 925/1199NW Identical Titles

  • Titles Added: Several sonographer and technologist job classes were added to the list of SEIU 925-represented job titles that are linked to wage increases received by identical or similar job titles represented by SEIU 1199NW.

Side Letter H: Advance Certification/Registration Pay

  • Titles Added: Eligibility for advance certification/registration pay was expanded to include Diagnostic Medical Sonographer Supervisors, Nuclear Medicine Technologist Supervisors, and Imaging Technologist Supervisors.

Side Letter I: Modality Pay

  • Titles Added: Eligibility for modality pay was expanded to include Cardiac Sonographer Supervisors, Diagnostic Medical Sonographer Supervisors, Electrocardiograph Laboratory Supervisors, Nuclear Medicine Technologist Supervisors, and Imaging Technologist Supervisors.

Side Letter J: Contract Consolidation

  • Update: The parties agreed to remove Side Letter J.

MOU: Classification Study

  • Update: The parties agreed to remove an outdated classification study MOU.

MOU: Market Adjustments

  • "Me-too" Agreement: If UW agrees to across-the-board salary or general increases for an SEIU 1199 or WSNA bargaining unit during negotiations for the 2015–2017 biennium that are more favorable than those negotiated by SEIU 925, UW will apply the same treatment to the salary schedules of SEIU 925 Healthcare Professional/Laboratory Technical salary schedules.
  • Wage Discussions: UW and SEIU 925 will meet at least quarterly to address and bargain issues involving wages relative to market rates, recruitment and retention, advance certification/registration pay, and/or wage compression.

MOU: Cardiac Technologists at UWMRHC

  • Reclassification: UW will create a new job classification for Cardiac Technologists at the UW Medicine Regional Heart Center in recognition of their specialized work. The reclassification will consider preceptor pay, will result in a pay increase, and will be implemented no later than February 1, 2015.

MOU: HR/Payroll System

  • HR/Payroll System: New MOU acknowledges that the UW's new HR/Payroll system is scheduled to be implemented on January 1, 2016, and that the parties will begin bargaining in October of 2014.

MOU: Clinical Data Specialist Compression

  • Compression Adjustments: UW will provide a 3-range pay adjustment to the Clinical Data Specialist Supervisor job classification, effective the first pay period following ratification.

MOU: Nuclear Medicine P.E.T. Tech Compression

  • Compression Adjustments: UW will examine the pay differential between the Nuclear Medicine P.E.T. Technologist, Nuclear Medicine Technologist Lead, and the Nuclear Medicine Technologist Supervisor job classifications, and will ensure that the pay differential between each is no less than 5%, effective January 1, 2015.

MOU: Medical Assistant Wages

  • MA Wages: UW will move Medical Assistants to a healthcare pay table on a range that results in a pay increase and that is competitive with the peer labor market, effective January 1, 2015.

MOU: Medical Interpreter Wages

  • Recruitment and Retention Adjustment: The Medical Interpreter–ASL and Medical Interpreter–CCM job classifications will receive pay range adjustments to resolve recruiting and retention issues, effective July 1, 2015.

MOU: Filler Steps

  • Step Adjustments: For pay scales B2, B6, and B9, any step that does not result in a pay increase from the previous step will be adjusted such that it is worth 1% more than the previous step effective July 1, 2015.

MOU: Ergonomics

  • Ergonomics Committee: The parties will form a joint committee, to include representatives from Environmental Health and Safety, to create a process improvement recommendation within 120 days of ratification.

MOU: Access to Policies and Procedures

  • Policy Access Committee: The parties will form a joint committee within 120 days of ratification and meet at least quarterly to explore ways to improve access to written and electronic policies and procedures.

MOU: Unpaid Holidays for Reason of Faith or Conscience

  • Faith/Conscience Holiday: Leave without pay will be granted for up to two workdays per calendar year for reason of faith or conscience, to which employees may apply compensatory time, personal holiday, or vacation leave. 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.

Negotiations Recap for September 18, 2014

This recap details the seventh session for the renewal of the master collective bargaining agreement between the UW and SEIU 925 for the 2015-17 contract term.

UW Proposals

General Wage Increase – UW proposed general wage increases of 3 percent effective July 1, 2015, and 1.8 percent effective July 1, 2016.

Minimum Pay Step Adjustment – UW maintained its proposal for any regular, non-hourly employee whose salary is less than $12 per hour to be placed on a pay step that is at least $12 per hour.

Step Structure – UW proposed to maintain the existing pay table structure as it is currently configured.

Market Wage Adjustments – UW maintained its proposal for several job titles to receive pay range adjustments up to 80 percent of the market median.

Parking on Snow Days – UW proposed that UW parking be available at each campus for which suspended operations have been declared for any staff member designated as essential by their supervisor.

HR/Payroll Modernization Bargaining – UW proposed a memorandum of understanding affirming the parties' commitment to bargain impacts associated with the UW's implementation of a new HR/payroll system. Such bargaining would begin in October of 2014, with the goal of concluding by December of 2014.

Medical Assistant Wages – UW proposed moving medical assistants to a healthcare pay table on a range that would result in a pay increase and that would be competitive with the peer labor market, effective January 1, 2015.

Requests for Ergonomics Assessment – UW proposed that the parties form a joint committee, to include representatives from Environmental Health and Safety, to create a process improvement recommendation within 120 days of ratification.

SEIU 925 Proposals

Market Wage Adjustments – SEIU 925 proposed that several job titles receive pay range adjustments up to 81.5 percent of the market median, effective July 1, 2015.

Preceptor – SEIU 925 maintained its proposal to include respiratory therapists and cardiac technologists in eligibility for preceptor pay, but adjusted its proposed premium rate to $1 per hour.

Differentials – SEIU 925 proposed that campus security officers and sergeants be eligible for evening and night shift differentials, as well as standby and weekend pay.

Parking on Snow Days – SEIU 925 proposed that UW parking be provided for employees designated as essential by their supervisor at each campus for which suspended operations have been declared.

Tentative Agreements

Medical Assistant Wages – The parties tentatively agreed to UW's proposed adjustments to wages for medical assistants.

Requests for Ergonomics Assessment – The parties tentatively agreed to UW's proposed formation of a joint committee to create a process improvement recommendation within 120 days of ratification.

Next Steps

The next UW/SEIU 925 bargaining session is scheduled for September 22.


Negotiations Recap for September 8, 2014

This recap details the sixth session for the renewal of the master collective bargaining agreement between the UW and SEIU 925 for the 2015-17 contract term.

Status of Proposals

UW presented a status chart summarizing the proposals put forth to date, and responding to SEIU 925's outstanding proposals.

UW proposed to uphold current contract language for several SEIU 925 proposals, and maintained its proposal for unauthorized absence from July 31.

Market Survey Statistics

UW presented a visual market survey reference to further illustrate the University’s compensation philosophy and how it fits in the market.

UW Proposals

Requests for Ergonomics Assessment – Based on the parties' August 21 discussion, UW proposed the parties convene a committee comprised of union, management, and Environmental Health and Safety representatives tasked with forming a non-binding process improvement recommendation within 150 days of contract ratification.

General Wage Increase – UW proposed general wage increases of 1.25 percent effective July 1, 2015, and a 1.75 percent effective July 1, 2016.

Minimum Pay Step Adjustment – UW proposed that any regular, non-hourly employee whose salary is less than $12 per hour be placed on a pay step that is at least $12 per hour.

Step Structure – UW's proposal would allow for the existing step structure remain as it is currently configured.

Market Wage Adjustments – UW proposed that several job titles receive pay range adjustments up to 80 percent of the market median.

SEIU 925 Proposals

Requests for Ergonomics Assessment – SEIU 925 proposed that the committee recommendation outlined in UW's proposal be delivered within 60 days of contract ratification, and that the University be bound to implement it.

General Wage Increase – SEIU 925 proposed general wage increases of 4 percent effective July 1, 2015, and 3 percent effective July 1, 2016.

Minimum Pay Step Adjustment – SEIU 925 proposed that all employees whose salary is less than $13 per hour be placed on a pay step that is at least $13 per hour, effective July 1, 2015. Effective July 1, 2016, non-hourly employees whose salary is less than $15 per hour would be placed on a pay step that is at least $15 per hour.

Adding Automatic Pay Steps – SEIU 925 maintained its proposal to eliminate the merit-based Career Enhancement/Growth Program (CEGP) steps and adding automatic pay steps to all SEIU 925 pay tables as follows:

  • SEIU 925 pay tables with CEGP steps: Convert the first CEGP step into an automatic step on July 1, 2015, and make the second CEGP step (where applicable) automatic on July 1, 2016. For pay tables with only one CEGP step, an extra automatic step would be added on July 1, 2016.
  • SEIU 925 pay tables without CEGP steps: Add one automatic pay step on July 1, 2015, and another one on July 1, 2016.

"Flat" Steps – SEIU 925 proposed that any "flat" steps (consecutive steps with the same value) on SEIU 925 healthcare pay tables be adjusted to provide an increase from the previous step.

Market Wage Adjustments – SEIU 925 proposed that several clusters and series of job classifications receive pay range adjustments to at least 80 percent of the market median, effective October 1, 2014.

Medical Assistant Wages – SEIU 925 proposed moving medical assistants from pay range 37 to range 40, and moving medical assistant leads from range 40 to range 47.

Compression – SEIU 925 proposed a pay differential of at least 15 percent between several job classes and the employees they supervise.

Weekend Pay – SEIU 925 proposed raising the weekend pay premium rate to $2 per hour for the nonsupervisory and supervisory bargaining units, and to $2.50 per hour for the healthcare professional/laboratory technical bargaining unit.

Modality Pay – SEIU 925 proposed expanding modality pay eligibility to include supervisors of several job titles that are currently eligible.

Advanced Certification Premium – SEIU 925 proposed expanding advanced certification premium pay eligibility to include surgical technologists as well as several recently-organized radiology and cardiology supervisors.

Callback Pay – SEIU 925 proposed increasing the amount of bonus hours paid to employees called back to work outside of regularly scheduled hours from two to three hours at a time and one-half rate.

Standby Pay – SEIU 925 proposed raising the standby pay premium rate to at least $2 per hour for the nonsupervisory and supervisory bargaining units, and to at least $4 per hour for the healthcare professional/laboratory technical bargaining unit.

SEIU 925 also proposed increasing the minimum hours for which an employee is paid when called in from standby status from two to three hours.

Next Steps

The next UW/SEIU 925 bargaining session is scheduled for September 18.


Negotiations Recap for September 4, 2014

This recap details the fifth session for the renewal of the master collective bargaining agreement between the UW and SEIU 925 for the 2015-17 contract term.

UW Market Wage Data Presentation

A compensation expert from Milliman delivered a presentation to the parties explaining the compensation survey process, and detailing current data on how base pay at UW compares to that of the organizations that comprise UW's labor market. The analysis only compares base wages, and does not factor in the variety of benefits and premiums provided to UW employees.

Key Takeaways

Purpose of a Survey – An organization participates in a compensation survey to see how its compensation compares to that of its market. This information helps an organization to remain competitive, identify problems, and effectively carry out its compensation philosophy.

Conducting a Quality Survey – A quality compensation survey must be administered by an independent third party and must use consistent criteria in determining peers. The data must be current, with clear compilation practices, and it must be aggregated rather than individually reported.

Defining the "Market" – An organization's market is the group of employers with which it competes for labor. Geography, industry, function, and size are critical factors in determining which organizations constitute an appropriate market.

UW's Philosophy – UW's compensation philosophy is to ensure that its pay is closely aligned with the middle of its market – the point at which half of its comparators pay more and half pay less (known as the market median, or the market 50th percentile).

Pay falling between 80 and 120 percent of the market median is considered to be within a "normal," acceptable range.

Summary of Findings – Actual pay for UW's non-healthcare jobs falls generally within the "normal" range between 80 and 120 percent of the market median, with some jobs falling below 80 percent. Actual pay for most of UW's healthcare jobs falls within the "normal" range of the market median.

SEIU 925 Proposals

General Wage Increase – SEIU 925 proposed general wage increases of 5 percent effective July 1, 2015, and 5 percent effective July 1, 2016. SEIU 925 proposed adjusting pay tables such that no steps are less than $15 per hour, including increasing pay accordingly for jobs with pay linked to affected jobs.

"Flat" Steps – SEIU 925 proposed to adjust SEIU 925 pay tables such that all healthcare steps are 3 percent more than the previous step, and all non-healthcare steps are 2.5 percent more than the previous.

Adding Automatic Pay Steps – SEIU 925 proposed eliminating the merit-based Career Enhancement/Growth Program (CEGP) steps and adding automatic pay steps to all SEIU 925 pay tables as follows:

  • SEIU 925 pay tables with CEGP steps: Convert the first CEGP step into an automatic step on July 1, 2015, and make the second CEGP step (where applicable) automatic on July 1, 2016. For pay tables with only one CEGP step, an extra automatic step would be added on July 1, 2016.
  • SEIU 925 pay tables without CEGP steps: Add one automatic pay step on July 1, 2015, and another one on July 1, 2016.

U-Pass – SEIU 925 proposed to increase the University's contribution to the U-Pass to 17 percent in first year of contract, and to 27 percent in second year. SEIU 925 proposed that employee contributions be decreased by 7 percent in the first year of the contract, and by an additional 10 percent in the second year.

SEIU 925/1199 Identical Titles – SEIU 925 proposed adding cardiac, vascular, and electroneurodiagnostic sonographers to the SEIU 925/1199 "Identical Titles" list, as well as several positions that supervise existing jobs classifications on the list.

Childcare – SEIU 925 proposed a 20 percent discount for on-campus childcare for 925 members, and that UW implement a plan to reduce waitlists to less than six months by June 30, 2017.

Continuing Education – SEIU 925 proposed a requirement that all fees and related costs of continuing education that is required due to an employee's continued certification be paid by the employing department.

Tentative Agreement

Article 8.16: Teleworking – The parties tentatively agreed to remove section 8.16 from article 8 in its entirety.

Next Steps

The next UW/SEIU 925 bargaining session is scheduled for September 8.


Ergonomics Discussion: August 21, 2014

Representatives from both bargaining teams met with representatives from Environmental Health and Safety ("EHS") to discuss the process by which ergonomics assessments are requested.

SEIU 925 Concerns

In support of its proposed requirement that employee requests for ergonomics assessments be scheduled and completed within 20 working days, SEIU 925 argued that the current system lacks accountability and a clear process.

SEIU 925 Suggestions

SEIU 925 suggested the notion of EHS assuming a gatekeeping function, whereby requests for ergonomics assessments would go through EHS initially, and be delegated to outside vendors as needed. EHS would be responsible for maintaining and evaluating data on employee requests over time, which would be available to the union upon request.

UW Response

EHS explained that while ergonomics has not historically been within its scope, the department has taken steps to become more directly involved, including handling preventive cases through its recently-hired ergonomist. UW pointed out that given EHS's lack of direct control over outside vendors, it could not guarantee compliance with SEIU 925's originally-proposed language as written.

UW explained that the parties share similar visions for success, but that securing adequate resources to establish and perpetuate such a program presents a challenge. UW noted that such a system would likely need to be implemented more globally, as opposed to only serving SEIU 925 members.

Next Steps

The next UW-SEIU 925 bargaining session is scheduled for September 4.


Negotiations Recap for August 7, 2014

This recap details the fourth session for the renewal of the master collective bargaining agreement between the UW and SEIU 925 for the 2015-17 contract term.

Cardiovascular Technologist Presentation

UW Medical Center (UWMC) cardiovascular technologists delivered a presentation explaining the scope and complexities of their work, and provided testimony in support of being included in eligibility for preceptor and rest between shifts pay premiums.

SEIU 925 Proposals

Cardiovascular Technologist Preceptor – SEIU 925 proposed a preceptor premium of $3 per hour for cardiovascular technologists at UWMC.

Rest Between Shifts – SEIU 925 reiterated its July 31 proposal to clarify its intent to include UWMC cardiovascular technologists in eligibility for rest between shifts premium pay.

Video Security Systems – SEIU 925 withdrew its proposal to expand department-specific restrictions on security camera use to apply throughout the entire SEIU 925 master contract.

UW Responses

UW declined SEIU 925's initial series of proposals, explaining that the decisions contemplated by these proposals are beyond the scope and authority of the parties' bargaining. UW pointed out that many of the demands within are directed toward the UW Board of Regents, and entail fundamental changes to University policy and even the tax structure in Washington State.

Representation – UW declined SEIU 925's proposed waiver of the University's right to oppose any efforts by the union to add new bargaining units.

Request for Ergonomics Assessment – In response to SEIU 925's proposal, UW proposed that representatives from both sides meet on August 21 to discuss issues related to employee requests for ergonomics assessments, and to establish mutually agreeable contract language.

Next Steps

The next UW-SEIU 925 bargaining session is scheduled for September 4.


Negotiations Recap for July 31, 2014

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.

SEIU 925 Proposals

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.

UW Proposals

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.

Tentative Agreements

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.

Next Steps

The next UW-SEIU 925 bargaining session is scheduled for August 7.


Negotiations Recap for July 16, 2014

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.

Transportation Discussion

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.

SEIU 925 Proposals

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.

Tentative Agreements

UW tentatively agreed to the following SEIU 925 proposals:

  • Nondiscrimination
  • Layoff Seniority Tiebreaker
  • Defining Pay Tables
  • Surplus and Disposal

Next Steps

The next UW-SEIU 925 bargaining session is scheduled for July 31.


Negotiations Recap for June 5, 2014

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 Presentation

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.

SEIU 925 Proposals

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 Response

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.

Next Steps

The next UW-SEIU 925 bargaining session is scheduled for June 26.