Agreements Reached with SEIU 925 and WFSE on 2017-2019 Contracts
On September 23, UW reached agreement with SEIU 925 and WFSE on collective bargaining agreements for the 2017-2019 fiscal biennium. Members of both unions have voted in favor of ratifying their respective contracts.
For details on the agreements reached with SEIU 925 and WFSE for the 2017-2019 biennium, please see the following summary tables:
Highlights of the agreements are provided below.
General Wages
General Wage Increases – The parties tentatively agreed to the following across-the-board wage increases for SEIU 925- and WFSE-represented employees:
- July 1, 2017: 2 percent wage increase.
- July 1, 2018: 2 percent wage increase.
- January 1, 2019: 2 percent wage increase.
Pay Table Harmonization – The parties tentatively agreed to harmonize wages on several SEIU 925 and WFSE pay tables to better align pay for employees doing similar work across both unions.
Targeted Recruitment, Retention, and Compression-related Adjustments
Range Adjustments – The parties tentatively agreed to place numerous employee groups on higher pay ranges, enabling wage scale movement for many employees who were previously topped out. The affected groups comprise some of UW’s most populous job classes, and include:
- Administrative Employees
- Animal Tech Employees
- Consolidated Laundry Employees
- Custodial Employees
- Food Service Employees
- Medical Supply Chain Employees
- Occupational/Physical Therapy Assistants
- Phlebotomy Employees
- Program Assistants, Coordinators, and Support Supervisors
- Scientific Instructional Techs
- Skilled Trades Employees
Market Adjustments – The parties tentatively agreed that a variety of staff in publishing, multimedia, and programming jobs will receive market adjustments of 4-10 percent.
Supporting Employee Advancement
Scholarship Fund (Hospital Staff) – The parties tentatively agreed that an annual pool of $100,000 (shared between SEIU 925 and WFSE) will be available to help qualifying hospital staff attain a degree or certification required for employment in a healthcare field within the hospital (for academic years 2017-18 and 2018-19).
Recognizing Employee Skills
Certification Pay – The parties tentatively agreed that eligibility for certification pay will be expanded to hospital central services technicians and surgical technologists.
Infection Control Premium – The parties tentatively agreed to a $1 per hour pay premium for consolidated laundry staff while working in the soiled linen room.
Modality Pay – The parties tentatively agreed to expand eligibility for modality pay to several imaging and sonographer job classes.
Merit Steps – The parties tentatively agreed to add merit-based Career Enhancement Growth Program (CEGP) steps to the top of WFSE pay tables as well as SEIU 925 tables that currently do not have them.
Dignity, Respect, and Work-Life Enhancements
Respect and Workplace Behavior – New language memorializes the parties’ commitment to foster an environment of shared respect.
Vacation – The parties tentatively agreed to increase vacation accruals during later years of service, as follows:
- 20-24 Years: 24 days/192 hours.
- 25+ Years: 25 days/200 hours.
Family Leave – The parties tentatively agreed to new language allowing for use of up to 30 days of sick leave for parental leave.
New Employee Orientation – The parties tentatively agreed to require new campus employees to attend a full-day new employee orientation (including a benefits orientation) to ensure that staff receive full and consistent information.