New Contract Provisions Effective January 1, 2017
SEIU 1199 New Top Step (and SEIU 925 Healthcare “Me-too”)
During negotiations with SEIU 1199 for the 2015-2017 collective bargaining agreement, the parties agreed to add a salary step to the top of SEIU 1199 pay tables, as described below.
Nurses: A 2 percent salary step will be added to the top of the pay table, 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.
For details, see “MOU: Salary Steps for All Job Classifications” in the current SEIU 1199 contract’s memoranda of understanding section.
SEIU 925 Healthcare “Me-too”: The 3 percent pay step being added to SEIU 1199 non-nursing pay tables will also be applied to SEIU 925 Healthcare Professional/Laboratory Technical pay tables.
For details, see the “Market Adjustments” memorandum of understanding in Appendix VII of the current SEIU 925 contract (Side Letters and Memoranda).
SEIU 925 and WFSE 2017-2019 Contracts
During negotiations with SEIU 925 and WFSE for the 2017-2019 collective bargaining agreements, the parties reached agreement on several provisions that would go into effect prior to the contract term. Below is a summary of provisions that go into effect on January 1, 2017.
Pay Range Increases
Occupational/Physical Therapy Assistants: The parties agreed to provide increases of 6-8 pay ranges for occupational therapy assistant and physical therapy assistant job classes to make room for more wage growth, effective January 1, 2017. Affected employees will be moved to the pay step on the new range nearest (but not less than) their current pay.
For details, see the tentative agreement with SEIU 925.
Skilled Trades: The parties agreed to restructure skilled trades pay ranges to add six steps to the top, in order to make room for more wage growth. Effective January 1, 2017, affected employees will be placed on the step in the new pay range nearest (but not less than) the value of their current step plus one additional step.
Supply Chain Materials Management: The parties agreed to reclassify numerous medical center supply chain job titles into a consolidated series, which includes providing pay range increases for a variety of staff to make room for more wage growth. Effective January 1, 2017, affected employees will be placed on the step in the new pay range nearest (but not less than) the value of their current step plus one additional step.
For details, see the tentative agreement with WFSE.
Mandatory New Employee Orientation
All campus employees will be required to attend new employee benefits orientation starting January 1, 2017. On January 1, 2018 or six months after HRP go-live (whichever is later) new employees will be required to attend a full-day new employee orientation, which will include a benefits orientation, to ensure that staff receive full and consistent information.
Expedited Arbitration Pilot
The parties agreed to an expedited arbitration pilot between January 1, 2017 and June 30, 2019. Expedited hearings will be held within 60 days of a request being accepted, and the award will be completed within seven business days of the hearing or submission of the briefs.
For details, see the tentative agreement with SEIU 925 and WFSE.
The parties will establish a joint committee to review and potentially update and revise classification specifications across SEIU 925 and WFSE, beginning January 1, 2017. The committee will meet quarterly, and may establish subcommittees specific to each union. UW Compensation will review and accept, reject, or modify union classification change proposals.