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Labor Relations

SEIU 925 Contract


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UW SEIU 925 (Effective 7/1/15 – 6/30/17)

Current contract
2013-2015 contract
UW Medicine Contact Center MOU

Contract Consolidation
Neither party will be bound by typographical errors, grammatical errors, or other instances of unintended error in this contract. Furthermore, the parties agree that any unintended changes to the contract language as a result of contract consolidation will not create new legal rights or responsibilities outside of the parties’ specific intent. The parties reserve the right to correct any such mistakes or omissions by mutual agreement at any point during the life of the contract in order to preserve the original intent of the language.

Article 1 – Preamble and Purpose

This Agreement is made by and between the Board of Regents of the University of Washington, hereinafter referred to as the Employer, and the Service Employees International Union, Local 925, hereinafter referred to as the Union.

The Employer is the Board of Regents of the University of Washington acting through its agents, administrators, and supervisors as determined by the Board of Regents.

Provisions of this Agreement apply to those regular monthly employees who are employed at the University of Washington in classifications included in the University-wide Nonsupervisory bargaining unit, University-wide Supervisory bargaining unit, Healthcare Professional/Laboratory Technical bargaining unit, Research Technologist bargaining unit, and Research Technologist Supervisor bargaining unit (see Appendix I). Regular temporary employees shall be covered per Appendix VI.

The purpose of this Agreement is to set forth certain terms and conditions of employment and to promote orderly and peaceful labor relations between the parties. The parties agree that it has been and will be their mutual aim to promote systematic and effective employee-management cooperation; fair and reasonable working conditions; effective methods for the prompt adjustment of differences, misunderstandings, and disputes; and dignified and fair treatment of employees in the implementation of all policies and procedures.

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Article 2 – Nondiscrimination/Affirmative Action

2.1. Nondiscrimination. Neither the Employer nor the Union shall discriminate against any employee by reason of the following status: age, sex (except where age or sex is a bona fide occupational qualification), gender identity or expression, race or ethnic origin, color, creed, national origin, religion, disability, disabled or Vietnam era veteran, political affiliation, marital status, sexual orientation, or membership or nonmembership in a union.

2.2. Affirmative Action.

  1. Policies.
    In conjunction with Federal and State Executive Orders, the Employer and the Union agree on the need for an affirmative action approach to correct and review any inequities in the employment process. The Employer shall have and implement an affirmative action plan which requires the Employer to make special efforts to recruit, employ, retain, train, promote, encourage career development, and transfer qualified members of groups formerly excluded, even if that exclusion cannot be traced to particular discriminatory actions on the part of the Employer, and to develop, implement, and monitor affirmative action goals and timetables for hiring and/or promoting members of protected groups into job classes/categories where it has been determined that under-utilization exists.
  2. Applicable Law.
    The Union and the Employer agree to abide by and support the applicable statutory and administrative laws pertaining to equal opportunity and elimination of employment inequities. In order to promote this policy, the Employer will continue its affirmative action program for qualified women, ethnic and racial minorities, persons of disability, persons age forty (40) and over, disabled veterans, and Vietnam era veterans.

2.3 Sexual Harassment. No employee shall be subjected to discrimination in the form of sexual harassment, currently defined in the University of Washington Handbook (Volume 4, Part 1, Chapter 2) as the use of one’s authority or power, either explicitly or implicitly, to coerce another into unwanted sexual relations or to punish another for his or her refusal, or as the creation by a member of the University community of an intimidating, hostile, or offensive working or educational environment, through verbal or physical conduct of a sexual nature.

2.4. Complaints. A discrimination complaint may be filed with the University Complaint Investigation and Resolution Office and/or as a grievance in accordance with Article 4 of this Agreement. Employees may also file discrimination complaints with appropriate federal or state agencies. The parties agree to encourage the filing of discrimination complaints through the University Complaint Investigation and Resolution Office.

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Article 3 – Union Membership, Fair Share and Dues Deduction

3.1. Union Membership and Fair Share Fee. The Union shall fairly represent all employees covered by this Agreement. Therefore, as a condition of employment, employees who are covered under this Agreement shall, within sixty (60) days of employment, or within sixty (60) days of the effective date of this Agreement (whichever is later) either execute a union membership and payroll deduction form or a fair share payroll deduction form and shall have the appropriate fee deducted from their payroll checks. Any employee who is a member of the Union may voluntarily withdraw their membership from the Union and pay a fair share fee by giving written notice to the Union within thirty (30) days prior to the expiration date of this Agreement.

Employees who are determined by the Public Employment Relations Commission (PERC) to satisfy the religious exemption requirements of RCW 41.80.100 shall make payments to the Union equivalent to regular union dues and initiation fees for purposes within the program of the Union as designated by the employee that would be in harmony with his or her conscience.

3.2. Dues Deduction. Upon written authorization by an individual employee, the Employer shall provide for the semi-monthly payroll deductions of union dues and fair share fees which are uniformly applied to all members in those bargaining units in which the Union is the exclusive bargaining agent.

3.3. Indemnification. The Union and each employee authorizing the assignment of wages for the payment of Union dues hereby undertakes to indemnify and hold the University harmless from all claims, demands, suits or other forms of liability that may arise against the University for or on account of any deductions made from the wages of such employees.

3.4. Remittance of Dues. The Employer shall electronically transmit to the Union on the first bank working day after each payday all dues and fair share fees deducted for that pay period in those bargaining units for which the Union is the exclusive bargaining representative.

3.5. Listing of Employees. The Employer shall provide the Union with a semi-monthly listing of all employees with union dues or fair share fee deductions in the designated bargaining units and a monthly listing of all employees in the designated bargaining units who terminated their employment, or changed their employment status, classification or department. The employer shall provide this information electronically along with bargaining unit monthly pay rates, home address FTE, name, employee identification number, bargaining unit code, campus mail box, appointment start date, and salary step.

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Article 4 – Grievance Procedure

4.1. Definition. A grievance, within the meaning of this Agreement, shall be defined as any alleged misapplication or misinterpretation of the terms of this Agreement.

A grievant, within the meaning of this Agreement, shall be defined as an employee within a bargaining unit covered by this Agreement who alleges a grievance, the Union alleging a grievance, or the Employer under the terms and conditions of this Agreement. An individual grievant may not invoke Steps Three or Four of the grievance procedure without authorization from the Union. Grievances involving formal counseling (Step One), final counseling or dismissal (Step Two) shall be submitted to the level of supervision or designee having authority to act.

4.2. Responsibilities. The Union shall prevail upon all employees in the bargaining units and especially stewards to make a diligent and serious attempt to resolve complaints at the lowest possible level. The Employer, likewise, shall prevail upon its supervisory personnel to cooperate fully with the stewards and other Union representatives in the prompt resolution of any grievances that may arise.

4.3. Employee Grievance Rights. Any employee who believes he/she has been aggrieved may personally seek relief from that condition by filing a grievance, irrespective of any supervisor’s opinion of the grievance’s validity. In the presentation of grievances the employees shall be safe from restraint, interference, discrimination, or reprisal.

4.4. Time Limitations. An extension of the time limitations as stipulated in the respective steps below may be obtained by mutual consent of the parties. Failure of the employee to comply with the time limitations without a request for time extension shall constitute automatic withdrawal of the grievance. Failure of the Employer to comply with the time limitations without a request for time extension shall establish the right of the employee to proceed to the next step of the grievance procedure. For the purposes of calculating time requirements, the first day shall be the day following the day on which the employee was aware, or should have reasonably been aware of the issue giving rise to the grievance. Saturdays, Sundays and holidays shall be included in the calculation of days except that the final day may not be on a Saturday, Sunday or holiday but will end at the close of the first working day following the Saturday, Sunday or holiday.

4.5. Pay Status – Meetings. Meetings and discussions on the grievance held in connection with this grievance procedure shall normally be held during the University’s regular business hours, and no deduction in pay status shall be made for the grievant or steward for reasonable time spent in such meetings or discussions during the employee’s scheduled duty hours. Time off for employees and stewards shall be granted by supervision following a request, but in consideration of job responsibilities. If the requested time off cannot be granted, the parties shall arrange for time off at the earliest possible time thereafter.

4.6. Grievance Withdrawal. A grievance may be withdrawn in writing at any time by mutual agreement of both parties and if withdrawn shall not be resubmitted.

4.7. Employee Representation. The Union as exclusive representative of bargaining unit employees is the responsible representative of said employees in grievance matters.

4.8. The parties agree that decisions rendered under the prior HEPB process shall not be determinative or precedential for any issue raised under the grievance procedure.

4.9. Steps of the Grievance Procedure. All grievances shall be processed in accordance with the following procedures. Grievances over final counseling or dismissal will begin at Step Two. For all other grievances the parties may agree to waive Step One. For grievances filed directly at Step Two, the grievant will have thirty (30) calendar days from the occurrence of the situation, condition or action which caused the grievant to file.

Step One: Presentation.
Within thirty (30) calendar days of the occurrence of a situation, condition, or action which caused the grievance, the employee(s) affected and/or the steward or Union representative shall present the grievance to the employee’s immediate supervisor for resolution. Presentation of the grievance shall include a short written description of the subject of the grievance and the contract Articles allegedly violated. If the grievance is directed against the employee’s immediate supervisor, the grievance may be presented to the next higher level of supervision. The parties shall attempt to meet to resolve the grievance within fifteen (15) calendar days. The supervisor will respond within five (5) calendar days of the meeting.

Step Two:
If a satisfactory settlement is not reached in Step One, and the employee wishes to pursue the matter further, said grievance shall be put into writing on the authorized grievance form and referred to the department head or designee or to the next appropriate level of management and the Office of Labor Relations within fifteen (15) calendar days after the decision from Step One. The date of alleged occurrence of the grievance shall be specified. The parties shall attempt to meet to resolve the grievance within fifteen (15) calendar days following the date of written submittal. At this step the Union agrees to cite all known sections of the Agreement which allegedly have been violated and to provide a copy to the Human Resources Office and Office of Labor Relations. The grievant may be represented by a steward and union staff representative. The University will be represented by the appropriate management official, or designee, a representative from the Office of Labor Relations and a human resources consultant, if desired by the University. The University will respond in writing within ten (10) calendar days.

Step Three: Grievance Mediation.
If a satisfactory settlement is not reached at Step Two, the grievant with authorization from the Union may submit the written grievance to the Office of Labor Relations requesting grievance mediation within fifteen (15) calendar days.

Upon mutual agreement, the Employer and the Union shall request, within ten (10) calendar days, grievance mediation services of the Public Employment Relations Commission (PERC). If those services are unavailable on a timely basis, the parties shall immediately request a list of grievance mediators from the Federal Mediation and Conciliation Service (FMCS). The cost of the mediation shall be borne equally by both parties.

Step Four: Arbitration.
If a satisfactory settlement is not reached at Step Two or Step Three, either of the signatory parties to this Agreement may submit the grievance to binding arbitration. Such submittal must be made within fifteen (15) calendar days following the conclusion of Step Two or Step Three. Within sixty (60) calendar days of the execution of the Agreement, the parties agree to meet to establish a permanent panel of three (3) – five (5) arbitrators. These arbitrators shall be assigned cases by the parties on a rotating basis. If the arbitrator is not available to hear the case within sixty (60) calendar days of the decision by either party to go to arbitration, the parties will contact the next arbitrator in the rotation. If no arbitrator can hear the case within sixty (60) calendar days, the case will be assigned to the arbitrator who can hear the case on the earliest date.

The appointment to the panel will be for the first eighteen (18) months of the Agreement, at which time either party may decide not to continue the appointment. If an individual arbitrator decides to remove his/her name from the panel or if one (1) or more members of the panel are not continued by either party, the parties will meet to decide whether to substitute an additional name(s).

The parties agree that the arbitrator shall have no power to render a decision that adds to, subtracts from, alters or modifies in any way the terms and conditions of the Agreement. The parties further agree that the decision of the arbitrator will be final and binding upon all parties. The cost of the arbitration shall be borne equally by the parties and each party shall bear the full cost of presenting its own case. The arbitrator’s decision shall be made in writing and the arbitrator shall be encouraged to render the decision within thirty (30) calendar days of the close of the arbitration.

In cases where a grievance is moved to arbitration, and the parties did not avail themselves of Step Three: Grievance Mediation, the moving party shall have the unilateral right to demand a pre-arbitration settlement conference. These conferences shall not delay the arbitration process, and may be held with or without the presence of the arbitrator, at the option of the moving party. The cost of the arbitration shall be borne equally by the parties and each party shall bear the full cost of presenting its own case, including its own attorney’s fees.

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Article 5 – Stewards

5.1. Recognition. The Employer recognizes the right of the Union to designate union stewards from each bargaining unit as follows:

  • A maximum of seventy (70) union stewards from the Nonsupervisory and Supervisory bargaining units;
  • A maximum of eleven (11) union stewards from the Healthcare Professional/Laboratory Technical bargaining unit;
  • A maximum of five (5) union stewards from the Research Technologist and Research Technologist Supervisor bargaining units.

Upon proper designation in accordance with Section 5.3 of this Article the stewards shall be authorized to take up employee grievances through the grievance procedure of any SEIU Local 925 Agreement between the Employer and the Union.

5.2. Steward Release Time. A steward who is processing a grievance in accordance with the grievance procedure of any SEIU Local 925 Agreement between the Employer and the Union shall be permitted reasonable time to assist in the resolution of legitimate employee grievances on the Employer’s property without loss of pay or recorded work time. Time off for processing grievances shall be granted to a steward by supervision following a request, but in consideration of job responsibilities. If permission for time off cannot be immediately granted, the supervisor shall arrange for time off at the earliest possible time thereafter.

A record of a steward’s work time spent on grievances or other authorized activity on behalf of the Union shall be maintained on a basis mutually agreeable between the Union and the department involved.

In the event the Employer determines that the amount of work time used by any steward on grievances or other authorized Union activities is unreasonable, it may become a topic for mutual discussion between the parties.

5.3. Designation of Stewards and Areas of Jurisdiction. The Union will submit to the Office of Labor Relations on a semiannual basis the names of all Union officers, stewards, their work locations, and areas of jurisdiction. Stewards shall process grievances only within their jurisdiction unless otherwise mutually agreed. In the event of redesignation of stewards, notice will be provided to the Office of Labor Relations at least two (2) working days before any such steward shall be recognized as properly designated to take up employee grievances.

5.4. Stewards in Training. Where the Union requests in advance of a Step Two hearing that a second steward be present for training purposes, this release will be approved without loss of pay or recorded work time subject to the operational needs of the second steward’s department.

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Article 6 – Steward Training

6.1. During each year of this Agreement each of the Union’s stewards as designated in Article 5 of this Agreement shall be provided with eight (8) hours of release time without loss of pay to participate in steward training programs sponsored by the Union.

6.2. The Union shall submit to the Office of Labor Relations and affected departments as far in advance as possible, but at least three (3) weeks in advance, the names of those stewards who will be eligible for each training course.

6.3. Time off for these purposes may be approved in advance by the employee’s supervisor and will be contingent upon the supervisor’s ability to provide proper work coverage during the requested time off.

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Article 7 – Union Business Activities

Employees who intend to absent themselves from work for the purpose of attending and participating in Union business functions or programs such as meetings, conventions, seminars, or to work for the Union on a temporary basis, may do so under the following conditions:

  1. Use accrued vacation leave;
  2. Take leave of absence without pay;
  3. Use accrued compensatory time;
  4. Use accrued holiday or personal holiday time.

The Union and/or the employee shall request leave approval from the affected employee’s immediate supervisor as far in advance as possible but at least three (3) weeks prior to the planned absence for approval.

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Article 8 – Hours of Work and Overtime

8.1. General.

  1. Hours of work for regular monthly employees in the bargaining units listed in Appendix I shall be established by the employing official.
  2. Overtime may be assigned outside of normally scheduled shifts and compensated in accordance with Section 8.6.

8.2. Definitions.

  1. Full-time Employee. A regular monthly staff employee scheduled to work forty (40) hours per week in a seven (7) day period; or for designated hospital personnel scheduled to work eighty (80) hours in a fourteen (14) day period.
  2. Part-time Employee. A regular monthly staff employee scheduled to work a minimum of twenty (20) hours per week but less than forty (40) per week in a seven (7) day period; or for designated hospital personnel scheduled to work more than forty (40) hours but less than eighty (80) hours in a fourteen (14) day period. Part-time employees shall receive all benefits of employment on a pro-rata basis, except health benefits coverage which is determined by the state.

8.3. Work Day/Meal Period.

  1. Meal breaks shall be a minimum of thirty (30) minutes, unpaid and on the employee’s own time, provided the employee is off-duty for that meal period. It is the Employer’s intention to provide uninterrupted meal breaks.
  2. Specific to the University-wide Nonsupervisory, Supervisory, and Health Care Professional/Laboratory Technical bargaining units:The normal work day for full-time employees typically shall be eight (8) hours to be completed within a nine (9) hour period.
  3. The meal period shall commence not earlier than the second hour of the shift nor later than the fifth hour of the shift. If the employee is required to work beyond the fifth hour without a break, the employee will be allowed to eat his/her meal at the duty station on the Employer’s time.

8.4. Rest Breaks. Employees shall receive a fifteen (15) minute break during each four (4) hours worked. It is the Employer’s intention to provide uninterrupted rest breaks.

8.5. Work Period Designations/Scheduled Work Periods (Applicable only to the University-wide Nonsupervisory, Supervisory, and Health Care Professional/Laboratory Technical bargaining units).
Each position will be assigned by the personnel officer to one of the work period designations identified below. Employees will be informed of their eligibility for overtime compensation.

  1. Scheduled work periods, within which there are two (2) work schedules:
    1. Regular work schedule. The regular work schedule for full-time regular monthly employees shall consist of five (5) consecutive and uniformly scheduled eight (8) hour days in a seven (7) day period. Uniformly scheduled means a daily repetition of the same working hours and a weekly repetition of the same working days.
    2. Alternative work schedule. Operational necessity or employee convenience may require positions that are normally designated regular work schedule to work an alternate forty (40) hour work schedule (other than five (5) uniform and consecutive eight (8) hour days in a seven (7) day period), or as provided by the Washington State Minimum Wage Law in conjunction with the federal law which provides for an eighty (80) hour work week in a fourteen (14) day period for hospital personnel.
  2. Nonscheduled Work Period. The nonscheduled work period designation applies to those positions for which the hours cannot be scheduled but which work a forty (40) hour week and do not meet any of the other work period designations.
  3. Part-time Schedule. This is any deviation from any full-time schedule which includes twenty (20) hours or more per week but less than forty (40) hours per week in seven (7) consecutive days; or for designated hospital personnel forty (40) or more hours and less than eighty (80) hours in a fourteen (14) day period.
  4. Split Shifts. Employees will not be assigned to split shifts unless there is prior agreement.

8.6. Overtime.

  1. Any one of the following constitutes overtime:
    1. Work in excess of the daily work shift for full-time employees assigned to scheduled work period positions;
    2. Work in excess of forty (40) hours in one (1) work week performed by overtime-eligible employees assigned to scheduled or nonscheduled work period positions; or
    3. For hospital personnel assigned to a fourteen (14) day schedule, work in excess of eight (8) hours in a twenty four (24) hour period or eighty (80) hours in a fourteen (14) day period.
  2. Overtime worked by the eligible employees assigned to scheduled or nonscheduled work positions shall be compensated at a rate of one and one-half (1-1/2) times the employee’s straight time hourly rate including shift differential for all overtime worked as provided in subsection (a) of this section.
  3. Overtime-eligible employees assigned to scheduled or nonscheduled work period positions shall receive monetary payment as compensation for overtime worked; however, at the employee’s request, compensatory time off at one and one-half (1-1/2) times the overtime hours worked may be granted in lieu of monetary payment. The accumulation of unused compensatory time that exceeds two hundred and forty (240) hours must be paid in cash.
  4. Compensation paid to an employee for accrued compensatory time shall be paid at the regular rate earned by the employee at the time the employee receives such payment. Upon termination of employment, an employee will be paid for any unused compensatory time in accordance with the Fair Labor Standards Act.
  5. Use of accrued compensatory time shall be approved by the employing official with consideration being given to the work requirements of the department and the wishes of the employee. Compensatory time off may be scheduled by the employing official during the final sixty (60) days of a biennium (for the University-wide Nonsupervisory, University-wide Supervisory, and Healthcare Professional/Laboratory Technical bargaining units), or fiscal year (for the Research Technologist and Research Technologist Supervisor bargaining units).Compensatory time must be used or paid for by June 30th of each fiscal year. Exceptions to this policy may be approved by the Human Resources Office upon written justification of the extension.
  6. For purposes of computing overtime compensation, holidays or leave with pay during the employee’s regular work schedule shall be considered as time worked.

8.7. Overtime Policies.

  1. Whenever overtime work is required, the employing official shall determine the employees needed to work overtime on the basis of their relevant experience. Overtime shall be distributed as equitably as possible among qualified employees.
  2. A record of overtime hours worked by each employee shall be kept by the Employer, and such record of overtime may be reviewed, upon request, by the Union.
  3. It is intended that overtime wages for which salary payment is to be made shall be paid to the employee on the paydate following the pay period in which the overtime was earned. In no event shall such overtime payments be made later than thirty (30) calendar days from the end of the pay period in which the overtime was earned providing the payroll office has received the Exception Time Report (ETR) authorizing such payment within the time limits set by the payroll department.
  4. Specific to the University-wide Nonsupervisory, Supervisory, and Health Care Professional/Laboratory Technical bargaining units: All employees assigned to scheduled and nonscheduled work periods in classifications listed in Appendix I shall be eligible for overtime. The University currently designates certain job classifications, listed in Appendix IV as exempt from overtime. This does not preclude the Union or any individual employee from challenging the University’s overtime determination in appropriate forums.
  5. Temporary Modified Weekly Schedule. By mutual agreement, individual employees and their supervisors may agree to a temporary modified weekly schedule. This schedule allows employees to alter their regular daily working hours within a work week without generating the payment of overtime (unless the employee works beyond forty (40) hours in the employee’s regular work week). Such scheduling will not be considered a regularly recurring alternative schedule.Specific to the University-wide Nonsupervisory, Supervisory, and Health Care Professional/Laboratory Technical bargaining units: Temporary modified weekly scheduling adjustments must be completed within the employee’s regular work week.

8.8. Change in Work Schedule/Shift Assignment Notification. The Employer agrees to provide a minimum of fourteen (14) calendar days’ notice to an employee in the event of an Employer-directed permanent change in the employee’s shift assignment or work schedule. For temporary changes in work assignment occurring within the employee’s assigned work week, the Employer will provide two (2) calendar days’ notice with the day of notification constituting the first day of notice. For emergency reasons, lack of work, an existing safety hazard to the employee or others, or mutual agreement between the Employer and employee under Article 8.7(e), the Employer may temporarily change an employee’s schedule with fewer than two (2) calendar days’ notice. Temporary is defined as no longer than one (1) week.

Specific to the University-wide Nonsupervisory, Supervisory, and Health Care Professional/Laboratory Technical bargaining units: Temporary shift changes not mutually agreed to shall not be employed to avoid the accrual of overtime.

The assignment of employees in various shifts within each work group or department shall be determined by the employing official, provided that when qualifications are substantially equal in the judgment of the employing department, seniority shall be a factor in determining shift assignment. This criteria does not apply to positions deemed by the employer to require a rotational shift.

8.9. Callback Pay (Applicable only to the University-wide Nonsupervisory, Supervisory, and Health Care Professional/Laboratory Technical bargaining units). When a scheduled work period employee has left the institution grounds and is called to return to the work station outside of regularly scheduled hours, he/she shall receive two (2) hours bonus pay plus time actually worked. The bonus pay shall be compensated at the regular rate; time worked shall be compensated at time and one-half (1-1/2). Time worked immediately preceding the regular shift does not constitute call back, provided time worked does not exceed two (2) hours or notice of at least eight (8) hours has been given. An employee on standby status called to return to the work station does not qualify for call back pay.

8.10. Off Duty Work (Applicable only to the University-wide Nonsupervisory, Supervisory, and Health Care Professional/Laboratory Technical bargaining units). Scheduled or nonscheduled employees not on standby status who are required to perform substantial work-related duties via telephone outside their regular duty hours and away from their work station shall be compensated in the event any such telephone call is initiated by the Employer. Such time worked shall be credited at a minimum of four (4) dollars or for eligible employees overtime payment shall be calculated in accordance with the provisions of this Article. The employee shall be paid whichever is greater.

8.11. Standby Pay (Applicable only to the University-wide Nonsupervisory, Supervisory, and Health Care Professional/Laboratory Technical bargaining units). Scheduled or nonscheduled work period employees required to restrict off-duty activities to be available for duty shall be compensated as follows:

  • At a rate of $1.75 per hour for the University-wide Nonsupervisory, and Supervisory Units, except for those job titles listed in Appendix III, which shall receive the applicable rates.
  • At a rate of $3.00 per hour for the Health Care Professional/Laboratory Technical Unit

Employees who, on the effective date of this Agreement, receive standby pay in excess of those rates shall continue to do so. When called in from standby status, the employee shall receive premium pay (time and one-half [1-1/2] the employee’s regular rate) for a minimum work period of two (2) hours. The two (2) hours pay shall not apply unless the employee has left the employer’s premises.

8.12. Shift Differential (Applicable only to the University-wide Nonsupervisory, Supervisory, and Health Care Professional/Laboratory Technical bargaining units). Employees assigned to evening and night shifts shall receive a shift differential as follows:

  • University-wide Nonsupervisory, and Supervisory Units: $1.00 per hour for evening and night shifts, except for those job titles listed in Appendix III, which shall receive the applicable rates;
  • Health Care Professional/Laboratory Technical Unit: $1.50 per hour for evening shift and $2.25 per hour for night shift.

Evening shift is defined as a majority of time worked daily or weekly between 5:00 p.m. and 12:00 a.m. Night shift is defined as a majority of time worked daily or weekly between 12:00 a.m. and 7:00 a.m. Any classification which receives a higher shift differential on the effective date of this Agreement shall continue to do so. Shift differential shall be paid for the entire shift which qualifies. When an employee is regularly assigned to an afternoon or evening shift that qualifies for shift differential, he/she shall continue to receive the shift differential during temporary assignment, not to exceed five (5) working days, to a shift that does not qualify.

8.13. Language Pay. Except in those instances requiring the services of a licensed interpreter and when the UW determines that a technical/clerical position requires the use of more than one (1) language, or sign language (AMESLAN), or braille, premium pay of two (2) steps above the level normally assigned for that position shall be paid for this additional responsibility.

8.14. Alternative/Flexible Schedules. The University’s official hours are 8:00 a.m. to 5:00 p.m. Departments having continuous and/or public responsibility may establish independent work schedules in order to meet their special needs. Departments are encouraged to establish flexible work schedules and to give serious consideration to employee requests. Individual requests for flexible scheduling may be approved by the employing official, provided that such scheduling does not interfere with the effective operation of the department and shall be dependent upon such considerations as building accessibility and security.

Notwithstanding the above provision an employee may file a grievance and process such grievance to Step Two of the grievance procedure on the grounds that the decision was arbitrary and not made for business reasons. If the grievance is not resolved it shall be considered withdrawn.

8.15. Excepted Work Period Positions. Employees assigned to excepted work period positions normally do not qualify for overtime pay. However, when an employing official determines that the employee has been directed to work an excessive amount of hours for an extended period of time, overtime in the form of compensatory time or cash not to exceed a “time and one half (1-1/2)” basis may be approved by the Director of Human Resources Operations.

When the University creates or modifies a classification such that it is excepted from overtime in accordance with the law, the Union shall be notified in advance of implementation. This language does not preclude the Union or any individual employee from challenging the University’s overtime determination in appropriate forums.

8.16. Departmental Labor Management. In an effort to resolve workplace problems collaboratively and at the lowest level, staff are strongly encouraged to bring concerns about staffing and other working conditions to the attention of their department(s). SEIU Local 925 can request that the Office of Labor Relations set up a Joint Labor Management meeting for the particular department. The Union can also place on the agenda of any Labor Management meeting issues of staffing and/or other working conditions in particular departments/units.

Release time for the employees requesting to be at the meeting will be subject to the operational needs of the department.

8.17. Weekend Pay. University-wide Nonsupervisory, and Supervisory bargaining units: All hours worked on weekends by employees in applicable job titles shall include a weekend pay premium accordance with Appendix III.

Health Care Professional/Laboratory Technical bargaining unit: All hours worked on weekends shall include a weekend pay premium of $1.50 per hour.

8.18. Substitute Lead (Applicable only to the Health Care Professional/Laboratory Technical bargaining unit).
Effective July 1, 2005, employees in a non-lead classification who are designated by the employer to assume the lead role in the absence of an employee in a lead classification shall be paid a premium of $1.50 per hour. Effective July 1, 2006, the premium shall increase to $2.00 per hour.

8.19. Preceptor. Surgical Technologists may serve as a preceptor after successfully completing a preceptor workshop or equivalent documented training and agreeing to and being appointed to be specifically responsible for planning, organizing, and evaluating the new skill development of one or more newly hired surgical technologists or perioperative registered nurses. This includes teaching, clinical supervision, role modeling, feedback, evaluation (verbal and written) and follow up of the new or transferring employee. Employees will receive a preceptor premium pay of $1.50 per hour for all time spent engaged in preceptor role responsibilities with/on behalf of the orienting employees.

Respiratory Care Practitioners may serve as preceptors after successfully completing a preceptor workshop or equivalent documented training and agreeing to and being appointed to be specifically responsible for planning, organizing, and evaluating the new skill development of one or more Respiratory Care Practitioners enrolled in a defined orientation program, the parameters of which have been set forth in writing by the Employer. This includes teaching, clinical supervision, role modeling, feedback, evaluation (verbal and written) and follow up of the new or transferring employee.

Respiratory Care Practitioner preceptors are eligible to receive preceptor premium pay of $1.50 per hour only when actually engaged in preceptor role responsibilities with/on behalf of the orienting Respiratory Care Practitioner.

8.20. HMC Public Safety Sergeant Premium. All Department of Public Safety Sergeants who have been trained and qualified to assist the clinical staff when requested in the proper restraint of patients will receive the premium pay of $1.30 per hour. For the purpose of this article, hours of paid time off, such as holiday, vacation or sick leave, do not count as hours worked.

8.21. UWMC Public Safety Officer Premium. All Department of Public Safety Officers and Sergeants who have been trained and qualified to assist the clinical staff in the proper restraint of patients will receive premium pay of $1.30 per hour. For the purpose of this article, hours of paid time off, such as holiday, vacation or sick leave, do not count as hours worked.

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Article 9 – Vacation Leave

9.1. Policy. To the degree possible vacation leave shall be scheduled in accordance with the preference of the employee.

9.2. Accrual. Employees will accrue vacation leave during the new hire probationary period, but may not use vacation leave until completion of the probationary period. The current accrual schedule for full-time employees (prorated for part-time), to be credited monthly, is as follows:

During Paid Vacation Days Per Year
1st year 12
2nd year 13
3rd year 14
4th year 15
5th year 16
6th year 17
7th year 18
8th year 19
9th year 20
10th year 21
11th year 22
12th year or more 23

9.3. Scheduling.

  1. The annual vacation schedule for use of vacation leave in each department shall be established in the existing departmental manner if adequate or in the following manner:
    1. Twice each year, on or about April 1 and October 1, a vacation request sheet shall be circulated by the department to the bargaining unit employees. Each employee shall indicate his or her preferences of a vacation time period. In the event that two (2) or more employees request the same vacation period and supervision must limit the number of persons who may take vacation leave at one (1) time due to work requirements, preference shall be determined by the following method: A number equal to one (1) point for each month of unbroken departmental service shall be added to a number equal to one (1) point for each month of unbroken University service and the employee with the greater number of points shall be given preference.
    2. Supervision shall post the vacation schedule by May 1 and November 1, which shall remain in effect for each succeeding six (6) months; that is, June 1 through November 30 and December 1 through May 31, respectively.
  2. Employees may make supplemental vacation requests (requests made outside the provisions of 9.3(a)) at any time. However, such supplemental requests shall not take precedence over requests scheduled in accordance with 9.3(a). Individual vacation periods may be changed at any time by mutual agreement between the employee(s) concerned and supervision; however, in no case shall an employee’s scheduled vacation interfere with the necessary work of the organization, the determination of which shall rest with supervision.An employee who makes a supplemental vacation request will be notified whether the request is approved or denied within a reasonable period of time, but in no case more than fourteen (14) calendar days after the supplemental vacation request is submitted.
  3. Any bargaining unit employee who may transfer into a department shall alter his/her preferred vacation period for that year if in conflict with a previously established vacation schedule for that department and the affected employees and department are unable to mutually resolve the conflict.
  4. Vacation Denial. When an employee’s vacation cannot be approved, the supervisor shall schedule the employee’s vacation at the next earliest date requested by the employee and deemed possible by the supervisor. In the event that the University cancels an employee’s scheduled vacation, leaving no time to reschedule such vacation before the employee’s maximum balance will be reached, the employee’s vacation balance will be permitted to exceed the allowable maximum and the employee will continue to accrue vacation for a period of up to six (6) months in order to allow rescheduling of the employee’s vacation.
  5. Holiday Rotation. Vacation requests filed in accordance with 9.3(a) for the week including Thanksgiving and the weeks including Christmas Day and New Year’s Day shall be granted on a rotating basis. The rotation will begin with the most senior person (seniority shall be determined by the method contained in 9.3(a) (1) above) and shall proceed in that order until all staff wishing to take vacation leave during those holiday periods have done so. No employee shall be granted more than one (1) of the aforementioned weeks in a single year, unless there are no other interested employees and the department is able to grant the request based on operational needs.

9.4. Vacation Leave Accumulation. An employee may accumulate a vacation balance, which normally shall not exceed two hundred and forty (240) hours. An employee may elect to accrue in excess of two hundred and forty (240) hours but must receive approval to use the excess balance prior to the next anniversary date or lose those hours accrued in excess of two hundred and forty (240).

9.5. Vacation Leave Cash Payment. Any permanent employee who either resigns or retires, is laid-off or is terminated by the University shall be entitled to accrued vacation pay.

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Article 10 – Sick Leave/Bereavement Leave

10.1. Sick Leave.

  1. Accrual. Full-time employees (prorated for part-time) accrue eight (8) hours credit for each month of completed regular monthly service.
  2. Sick-Leave–Use. Sick leave shall be allowed an employee under the following conditions. The Employer reserves the right to require medical verification or appropriate proof when sick leave is requested for any reason listed below. The Employer will not make unreasonable requests for sick leave verification.
    1. Because of and during illness, disability or injury which has incapacitated the employee from performing required duties.
    2. By reason of exposure of the employee to a contagious disease during such period as attendance on duty would jeopardize the health of fellow employees or the public.
    3. Because of emergencies caused by serious illness or injury of a family member as defined in 10.4, fifteen (15) years of age and over that require the presence of the employee to provide immediate necessary care of the patient or to make arrangements for extended care. The Director of Human Resources Operations may authorize sick leave use as provided in this subsection for other than family members as defined in 10.4. The applicability of “emergency,” “necessary care” and “extended care” shall be made by the Vice President for Human Resources.
    4. To care for a child (as identified in 10.4) under the age of eighteen (18) with a health condition that requires treatment or supervision, or to make arrangements for extended care.
    5. Because of illness or injury of a family member as defined in 10.4 who is a person of disability and requires the employee’s presence to provide short-term care or to make arrangements for extended care.
    6. To provide emergency child care (as identified in 12.6(e) and 10.7) for the employee’s child (as defined in 10.4). Such use of sick leave is limited to three (3) instances per calendar year not to exceed twenty four (24) hours (hours prorated for part-time), unless extended by the Director of Human Resources Operations and shall be used only as specified in Article 12.6(e) and 10.7.
    7. Because of the death of a family member as defined in 10.4 that requires the assistance of the employee in making arrangements for interment of the deceased.
    8. For personal medical, dental, or optical appointments or for family members’ (as defined in 10.4) appointments when the presence of the employee is required, if arranged in advance with the employing official or designee.
  3. Sick leave may be granted for condolence or bereavement.
  4. Use of Vacation Leave or Compensatory Time Off for Sick Leave Purposes. An employee who has used all accrued sick leave may be allowed to use accrued vacation leave and/or compensatory time off for sick leave purposes when approved in advance or authorized by the employee’s departmental supervisor.
  5. Restoration of Vacation Leave. In the event of an incapacitating illness or injury during vacation leave, the employee’s supervisor may authorize the use of sick leave and the equivalent restoration of any vacation leave otherwise charged. Such requests shall be in writing, and a medical certificate may be requested.
  6. No Abuse of Sick Leave. Both parties agree that neither the abuse nor the arbitrary denial of sick leave will be condoned. The Employer and the Union agree to work cooperatively toward the resolution of mutually identified problems regarding the use of sick leave.

10.2. Sick Leave Cash Out. Eligible employees may elect to receive monetary compensation for accrued sick leave as follows:

Only in January of each year an employee whose sick leave balance at the end of the previous year exceeds four hundred and eighty (480) hours may elect to convert the sick leave hours earned in the previous calendar year, minus those hours used during the year, to monetary compensation. No sick leave hours may be converted which would reduce the calendar year-end balance below four hundred and eighty (480) hours. Monetary compensation shall be paid at the rate of 25% and shall be based upon the employee’s current salary. All converted hours will be deducted from the employee’s sick leave balance.

Employees who separate from University service due to retirement or death shall be compensated for the unused sick leave accumulation from the date of most recent hire in a leave eligible position with the State of Washington at the rate of 25%. Compensation shall be based upon the employee’s wage at the time of separation. For the purpose of this section, retirement shall not include vested out of service employees who leave funds on deposit with the retirement system.

Former eligible employees who are re-employed within three (3) years of their separation from service shall be granted all unused sick leave credits, if any, to which they are entitled at time of separation.

10.3. Bereavement Leave. An employee shall be granted three (3) days of bereavement leave for each death of an immediate family or household member as defined in Section 10.4. Bereavement leave beyond three (3) days may be approved in accordance with Article 10.1(c) based on individual circumstances, such as relationship of the employee to the deceased family member, employee responsibility for making funeral arrangements and/or distance of travel out of the area.

10.4. Definitions. Family Members. Individuals considered to be members of the family are the employee’s spouse or same or opposite sex domestic partner, child, parent, grandparent, grandchild, sister or brother. It also includes individuals in the following relationships with the employee’s spouse or domestic partner: child, parent and grandparent. ‘Child’ also includes any child residing in the employee’s home through foster care, legal guardianship or custody. Family members include those persons in a “step” relationship.

10.5. Reasonable Accommodation Due to Disability. An employee who is unable to perform the work of their position due to mental, sensory or physical incapacity may be separated from service after the institution has made good faith efforts to reasonably accommodate the employee’s disability in accordance with applicable state and federal law.

10.6. Shared Leave. Employees shall participate in the University’s shared leave program in accordance with state law and University policy as set forth in the Administrative Policy Statements 45.10.

10.7. Choice of Leave. In accordance with RCW 49.12 and WAC 296-130, employees shall be allowed to use any or all of their choice of sick leave or other paid time off to care for a family member, as defined in 10.4, who has a serious health condition or an emergency condition. Employees shall not be disciplined or otherwise discriminated against because of their exercise of these rights.

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Article 11 – Holidays

11.1. Holidays. The present holiday schedule includes the following eleven (11) days with pay.

  • New Year’s Day
  • Martin Luther King Jr. Day (Third Monday of January)
  • President’s Day (Third Monday of February)
  • Memorial Day
  • Independence Day
  • Labor Day
  • Veteran’s Day
  • Thanksgiving Day
  • Day after Thanksgiving
  • Christmas Day
  • Personal Holiday*

Holidays are prorated for part-time employees.

*Employees who are employed four (4) months or more shall be entitled to a Personal Holiday during each calendar year. This day may be used in the same manner as any other holiday.

Use of the Personal Holiday shall be requested in writing. When the Holiday has been approved in advance and is later canceled by the University, the employee shall have the option of rescheduling the day. If the employee cannot be scheduled off, holiday premium pay will be paid.

The Employer may designate other days to be observed in lieu of the above holidays.

11.2. Holiday Premium Pay. Any employee required to work on a holiday or any portion thereof shall receive their regular eight (8) hours of holiday pay (prorated for part-time) plus premium pay at time and one-half (1-1/2). Compensatory time may be granted in lieu of monetary payment.

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Article 12 – Leaves of Absence

12.1. Leaves of absence may be granted for the following reasons:

  1. Family Medical Leave
  2. Work-related injury or illness leave
  3. Military training leave
  4. Military service leave
  5. Civil duty leave
  6. Educational leave
  7. Leave for government service in the public interest
  8. To accommodate annual work schedules of employees occupying cyclic year positions

12.2. A leave of absence without pay may be allowed for conditions applicable for leave with pay, e.g. vacation, personal or family illness, or parental leave which may include infant or child care.

12.3. Returning Employee Rights.
Employees returning from an authorized leave of absence shall be employed in the same position or in another position in the same class in the same geographical area and organizational unit, providing that such re-employment is not in conflict with other Articles in this Agreement.

12.4. Family Medical Leave.

  1. Federal Family Medical Leave Act. Consistent with the federal Family Medical Leave Act of 1993, an employee who has worked for the state for at least twelve (12) months and for at least one thousand two hundred and fifty (1250) hours during the twelve (12) months prior to the requested leave is entitled to up to twelve (12) work weeks of leave per year for any combination of the following:
    1. parental leave to care for a newborn or newly placed child as defined in 10.4; or
    2. personal medical leave due to the employee’s own serious medical condition that requires the employee’s absence from work; or
    3. family medical leave to care for a family member, as defined in 10.4, who suffers from a serious medical condition that requires on-site care or supervision by the employee.
  2. The twelve (12) week FMLA leave entitlement is available to the employee on a rolling twelve (12) month basis, provided that eligibility requirements listed in (a) are met. During the first year of implementation the employee will have the option to choose whichever calculation yields the greatest FMLA leave benefit (e.g. calendar year vs. rolling year). Employees must use accrued leave for FMLA prior to going on leave without pay. Sick leave may be used as described in Article 10.1(b). Employees will be allowed to maintain a balance up to eighty (80) hours of accrued leave. An employee on leave without pay under this section (serious health condition) may qualify for receipt of shared leave. The employer shall maintain employer paid health benefits during periods of leave covered by the FMLA.
  3. The University will continue the employee’s existing employer-paid health insurance benefits during the period of leave covered by FMLA. If necessary, due to continued personal medical or continued approved parental leave, the employee may elect to use eight (8) hours of accrued applicable paid leave for continuation of employer paid health insurance benefits for up to four (4) months, including any portion of leave covered by the FMLA.
  4. Parental leave. Parental leave shall be granted for the purpose of bonding with the employee’s natural newborn, adoptive, or foster child. Parental leave may extend up to four (4) months, including time covered by the FMLA, during the first year after the child’s birth or placement. Leave beyond the period covered by FMLA may only be denied by the Employer due to operational necessity. Such denial can be grieved beginning at Step Two of the Grievance Procedure (Article 4). Extensions beyond four (4) months may be approved by the Employer.Parental leave may be a combination of the employee’s accrued vacation leave, sick leave up to ten (10) days, personal holiday, compensatory time or leave without pay, the combination of which may be determined by the employee.If parental leave is taken as leave of absence without pay, the employee may apply eight (8) hours of accrued paid leave per month during the first four (4) months of parental leave to provide for continuation of employer paid health benefits. Periods of parental leave covered by the FMLA shall be deducted from the four (4) month period of eligibility to intersperse paid leave.
  5. Disability Leave. Disability leave of absence shall be granted for a reasonable period to an employee who is precluded from performing her/his job duties because of a disability.Employee requests for disability leave shall be submitted in writing and the disability and recovery period shall be defined and certified by a licensed health care provider, subject to a second opinion at the Employer’s expense.Disability leave may be a combination of the employee’s accrued sick leave, vacation leave, personal holiday, compensatory time, and/or leave of absence without pay, the combination of which may be determined by the employee. If disability leave is taken as leave of absence without pay, the employee may apply eight (8) hours of accrued paid leave per month during the first four (4) months of disability leave to provide for continuation of employer paid health benefits. Periods of disability leave covered by the FMLA shall be deducted from the four (4) month period of eligibility to intersperse paid leave.
  6. Serious health condition leave consistent with the requirements of the FMLA shall be granted to an employee in order to care for a family member, as defined in 10.4, who suffers from a serious medical condition that requires on site care or supervision by the employee.The employer may require that such leave be supported by certification from the family member’s health care provider. Serious health condition leave covered by the FMLA may be taken intermittently when certified as medically necessary.Employees will be required to use accrued leave for FMLA prior to going on leave without pay. Sick leave may be used as described in Article 10.1(b). Employees will be allowed to maintain a balance up to eighty (80) hours of accrued leave. An employee on leave without pay under this section (serious health condition) may qualify for receipt of shared leave. The employer shall maintain employer paid health benefits during periods of leave covered by the FMLA.
  7. Disability and serious health condition leaves when covered by the FMLA may be taken intermittently when necessary.
  8. The employee shall provide the employer with not less than thirty (30) days’ notice before the leave is to begin except that if the need for the leave is unforeseeable thirty (30) days in advance, the employee shall provide such notice as is practicable.

12.5. Educational Leave. Leave of absence without pay may be granted for educational leave for the duration of actual attendance in the educational program.

12.6. Leave Due to Child Care Emergencies. For leave required to care for an ill child see Article 10.1(b)(6).

  1. Absence due to child care emergencies as defined shall be charged to one (1) of the following:
    1. Compensatory time;
    2. Vacation leave;
    3. Sick leave;
    4. Personal holiday;
    5. Leave of absence without pay.
  2. Use of any of the above leave categories is dependent upon the employee’s eligibility to use such leave. Accrued compensatory time shall be used before any other leave is used.
  3. Use of vacation leave, sick leave, and leave of absence without pay for emergency child care is limited to three (3) instances per calendar year of each type of leave not to exceed twenty four (24) hours each, with the hours prorated for part-time employees.
  4. The employee upon returning from such leave shall designate in writing to which leave category the absence will be charged. For the purpose of this section, advance approval or written advance notice of vacation leave, personal holiday, and/or leave of absence without pay shall not be required.
  5. A child care emergency is defined as a situation causing an employee’s inability to report for or continue scheduled work because of emergency child care requirements such as unexpected absence of regular care provider, unexpected closure of the child’s school, or unexpected need to pick up child at school earlier than normal.

12.7. Military Leave. Military leave will be treated in accordance with applicable state and federal law.

12.8. Civil Duty Leave. Leave of absence with pay shall be granted employees to serve on jury duty, as trial witnesses or to exercise other subpoenaed civil duties.

12.9. Work-Related Injury Leave. An employee who sustains a work-related illness or injury shall, upon written request and proof of continuing disability, be granted leave of absence without pay for up to six (6) months without loss of layoff seniority or change in annual increment date. Leave without pay exceeding six (6) months may be granted at the option of the employing official.

Employees who suffer a work related injury or illness that is compensable under the state worker’s compensation law may select time loss compensation exclusively, leave payment exclusively or a combination of the two (2). Employees taking sick leave during a period in which they receive workers’ compensation under the industrial insurance provisions shall receive full sick leave pay, less any industrial insurance payments for time loss during the sick leave period.

12.10. Inclement Weather and Suspended Operation. When an employee is absent from work due to inclement weather, the employee shall have the option of charging the absence to accrued compensatory time, vacation leave or leave without pay.

If the University determines it is advisable due to emergency conditions to suspend the operation of all or any portion of the institution the following will govern:

When prior notification has not been given, employees released until further notice after reporting to work, shall receive a minimum of four (4) hours pay for the first day. The following options shall be made available to affected employees not required to work for the balance of the closure: vacation leave, personal holiday, accrued compensatory time, leave without pay, or up to ninety (90) days to make up work time lost. Make up time worked by overtime-eligible full-time employees is calculated at time and one-half (1-1/2).

UW parking shall be provided at each campus for which suspended operations have been declared for any staff member designated by their supervisor as essential.

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Article 13 – Classifications

13.1.

  1. Should the University decide to create, eliminate or modify class specifications which does not involve a major restructure to the overall classification system, it will notify the Union in advance of implementing the action. Notification will include the bargaining unit status of the classification and, for a newly created or modified classification considered to be in the bargaining unit, a proposed salary. Notification will occur at least thirty (30) days in advance of any proposed implementation date. At the Union’s request the University will meet and confer with the Union over its proposed action.
  2. An employee occupying a position reallocated to a class with a lower salary range maximum due to a class being created, abolished or modified will retain the salary of their former position until reaching the top of the range of the former position, and then will be frozen until the new class pay range catches up.An employee(s) occupying a position reallocated to a class with a higher salary range due to a class being created, abolished or modified will receive the same step in the new range as the employee(s) held in the previous range. The periodic increment date of the employee will remain unchanged.
  3. Within thirty (30) calendar days following implementation of the University’s decision to create or combine classifications per 13.2, or modify class specifications for bargaining unit positions, the Union may file an appeal with the Classification Review Hearing Officer selected under Article 14 of this contract, to determine if the salary assigned to the classification is appropriate.

13.2. The Union may, at any time, propose a new classification with appropriate justification. These proposals will be reviewed by the Compensation Office of Human Resources which will accept, reject, or modify any proposal. This review is not grievable.

13.3. The University agrees to notify the Union of any proposed reclassifications of occupied bargaining unit positions into non-bargaining unit positions.

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Article 14 – Reclassification

14.1. Policy. Positions shall be allocated to the appropriate classification. Requests to reclassify should be based on a belief that the duties, responsibilities, or qualifications of a position are such that it is inappropriately classified.

14.2. Position Review Process.

  1. The University, employee, or employee representative may request that a position be reviewed when the requesting party believes that the basis of its request has become a permanent requirement of the position. Employees and employee representatives may not request that a position be reviewed more often than once every six (6) months.
  2. The request must be complete and in writing on forms provided by the University. Requests may be submitted to Human Resources or to an employee’s direct supervisor or department. Any party may submit additional information, including the names of individuals, which the party believes is relevant to the position review.
  3. An employee may request that a representative be present as an observer at meetings with the University reviewer scheduled to discuss the request for position review. At the employee’s request a portion of such meetings shall be conducted in a quiet and private location, away from the work station.
  4. The University reviewer will investigate the position and issue a written response to the employee or employee representative within sixty (60) calendar days from receipt, by Human Resources, of the completed request. A completed request is defined as the employee completing all employee portions of the reclassification forms. The response will include notification of the class and salary assigned when the position is reallocated, or notification of the reasons the position does not warrant reallocation when the request is not approved. Reclass requests may be submitted at either the departmental level or directly to Human Resources. Reclass requests submitted at the departmental level must be forwarded to Human Resources within thirty (30) calendar days.
  5. The effective date of allocations or reallocations initiated by the University shall be determined by the University. The effective date of a reallocation resulting from an employee or employee representative request for position review will be established as the 1st or the 16th of the month which precedes the date that the completed request was filed with Human Resources or the employee’s direct supervisor or department, whichever date is earliest. The date of receipt must be appropriately documented.
  6. An employee may request reconsideration following receipt of the University’s determination. Requests for reconsideration will not hold the timeframe for filing an appeal under Article 14.3.

14.3. Position Review Appeal Process. If the Union wishes to appeal the decision of the University, it may appeal to the Classification Review Hearing Officer within thirty (30) calendar days following the date of the University’s written response.

Hearing Officer. The Hearing Officer shall be jointly selected by the parties within thirty (30) days of the execution of this contract and shall serve for a minimum of one (1) year from the date of selection. At that time the parties may choose to re-appoint the Hearing Officer or select a different Hearing Officer who will also serve for a minimum of one (1) year from date of selection.

Hearings. The Hearing Officer shall hold hearings on a quarterly basis unless there are no appeals to hear or the parties agree to pend any open appeals. All materials considered in the position review shall be submitted to the Hearing Officer prior to the hearing and neither party will submit evidence at the hearing that was not submitted during the position review. The Hearing Officer shall endeavor to hold multiple hearings each day, and shall issue a concise decision which shall be final and binding. The Hearing Officer shall have no authority to alter the terms and conditions of this contract. Employees may be represented at the hearing and will be released from work with no loss of pay to attend the hearing. The Hearing Officer’s fees and expenses shall be shared equally by the parties.

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Article 15 – Temporary Assignment and Temporary Appointment

15.1 To a Higher Position. The employing official may temporarily assign a regular monthly employee the duties and responsibilities of a higher-level class for up to one (1) year. Such appointments shall be made in increments of no more than six (6) months.

The employee shall be paid at the salary step which represents at least a two (2) step increase over the present salary. Such increase shall be effective the first day of the assignment when approved as higher level duties and responsibilities by the Director of Human Resources Operations.

15.2 Other Assignments. Except as otherwise provided in this Agreement, duties assigned an employee shall be consistent with the overall class concept of the employee’s job classification.

15.3 Temporary Appointment. Temporary appointment may be made only to (a) perform work in the absence of an employee on leave for more than six (6) consecutive months or (b) perform work which does not exceed one thousand fifty (1050) hours in any twelve (12) consecutive month period. At the conclusion of a temporary appointment a permanent employee shall have the right to revert to his/her former position or to an equivalent position. No temporary appointment shall take the place of employees laid-off due to lack of work or lack of funds.

15.4 Fixed Duration Appointments. Appointments for a fixed duration may be made for assignments initially intended to be for more than one thousand fifty (1050) hours, but for no more than twelve (12) consecutive months. Consecutive appointments that total more than twelve (12) consecutive months will not be made for the same assignment. The filling of fixed duration appointments will be determined by the University. Individuals hired under this section will receive written notification of the maximum length of the appointment and the eligibility for benefits. Conclusion of the appointment will be at the discretion of the University, including termination of appointment prior to its originally intended expiration date, and will not be subject to Articles 4 (Grievance Procedure) and 17 (Seniority, Layoff, Rehire) of the contract. Fixed duration appointments will not be made to replace current bargaining unit employees or to do the work of any bargaining unit employee who has been laid off. Fixed duration appointments may only be used to fill leave-of-absences and/or temporary projects; they may not be used to fill permanent positions. Time worked in a fixed duration appointment will count towards seniority for employees who are appointed to a regular monthly position represented by SEIU, Local 925 without a break in service. Employees on a fixed duration appointment will be considered non-bargaining unit applicants when applying for regular monthly bargaining unit positions.

  1. An individual appointed to a Fixed Duration Appointment who is hired into the same job, in the same unit through open recruitment will have their Fixed Duration Appointment months of service apply toward their probationary period for that position.
  2. Employees recruited into positions under section (a) who have worked in the Fixed Duration Appointment six (6) months or longer will be considered to have completed their probationary period and all months of service under that Fixed Duration Appointment (including extensions) will count toward their seniority.

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Article 16 – Probationary Period

16.1 Definition. The probationary period is the initial six (6) month period of employment in a class following appointment of a nonpermanent employee. Permanent employees at the University of Washington shall not be required to complete another probationary period. Any paid or unpaid leave taken during the probationary period will extend the period for an amount of time equal to the leave. Weekends and holidays will count in the calculation of the length of probationary period extensions. By mutual agreement, the probationary period for selected classes may be established for a period in excess of six (6) months but not to exceed twelve (12) months.

Employees in probationary status will earn seniority from their initial date of hire but may not exercise seniority rights until completion of the probationary period. Probationary employees are not eligible for layoff or rehire rights.

16.2 Probationary Period Rejection. An appointing authority may reject an employee who has not completed a probationary period. Upon request by the employee and within 10 business days of notice, a meeting to explain such action shall be held with a representative of the Employer. At the employee’s request a representative of the Union shall attend such meetings. Such rejection is not subject to Article 4 of this Agreement.

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Article 17 – Seniority, Layoff, Rehire

17.1

  1. Seniority.
    Seniority is defined as the continuous length of service in calendar days with the University from the most recent date of hire. Service of less than full time shall be considered full time. Time spent on leave of absence without pay or on layoff shall not be included in computing seniority except for cyclic year positions, but does not constitute a break in service. Permanent employees who are veterans or their unmarried widows/widowers shall have added to their seniority the veteran’s active military service to a maximum of five (5) years credit.Seniority shall be lost following an employee’s resignation, termination for cause, failure to return from a leave of absence, failure to accept two (2) full recall offers (offers for the same pay, FTE status and shift as the position from which the employee was laid off), or expiration of rehire rights.Employees who enter into the bargaining unit from other positions at the University of Washington shall be credited with layoff seniority for all seniority earned in the State classified service while employed at the University. Employees who enter into the bargaining unit from other state agencies and institutions of higher education, shall earn layoff seniority from the first day of coverage under the collective bargaining agreement. Seniority for benefit accrual purposes shall include all time credited to the employee up to the date of entering into the bargaining unit. Unused sick and vacation leave credits of permanent status employees changing employment between bargaining unit and non-bargaining unit positions shall move with the employee.
  2. Layoff Seniority Tiebreaker.
    For the purposes of layoff only, when it is necessary to determine the order of seniority among SEIU Local 925 bargaining unit members whose contract seniority is identical, a random chance method will be employed to select the names of those employees one at a time. The University shall inform the Union every time this method is necessary and will provide proof of the seniority tie.When selecting among employees whose seniority is identical, SEIU Local 925 may be represented by any individuals it chooses, and will draw the names. The University will be represented by a manager/administrator from the Department involved and a representative from Human Resources.The first employee selected will be considered the most senior; the last employee selected will be considered the least senior.

17.2

  1. Layoff and Rehire. Whenever it becomes necessary for the University to reduce its workforce due to a lack of work, lack of funds or reorganization, the University shall use the following procedure in determining which employees shall be laid off. The University shall not lay off bargaining unit employees in lieu of disciplinary action. The University shall make a concerted effort to re-employ bargaining unit members on the rehire list. Bargaining unit members on the rehire list are eligible to take all Computing & Communications and Training & Development courses on a space available basis upon payment of designated fees.
  2. Layoff.
    The University shall, with a copy to the Union, identify the positions to be abolished and the employee(s) to be effected and shall notify employees in these positions not less than twenty (20) working days prior to the abolishment of the positions, pay the employee in lieu of notice, or combine pay and notice. The notice shall include the effective date of the layoff and a reference to the employee’s rights under this Article.Applicable to the University-wide Nonsupervisory, Supervisory, Health Care Professional/Laboratory Technical, HMC Technical, and UW Medicine Contact Center bargaining units:Impacted employees will have the opportunity to replace the most junior employee within the layoff/seniority unit in an FTE status within .2 FTE of the FTE status of the person in the position being abolished (e.g. .8 FTE position being abolished incumbent eligible to replace individual in a .6-1.0 FTE position) and in the same classification as the individual(s) whose position(s) is being abolished and if the individual whose position is being abolished possesses the essential skills (defined as the minimum qualifications listed in the job description for the classification and any specific position requirements) to perform the most junior employee’s position. If there is no opportunity for the person in the position being abolished to replace another employee within .2 FTE and within the layoff/seniority unit, the employee shall have a right to bump the most junior employee in a position with a lower FTE status than their own within the layoff/seniority unit.In accordance with the above, if the incumbent in a position to be abolished has an opportunity to replace the most junior employee within the layoff/seniority unit, the incumbent will be given up to three (3) working days to determine if he/she wants to replace the junior employee or be placed on the rehire list. Vacant positions within the layoff/seniority unit will be considered a more junior position than any occupied by an incumbent. Employees shall have no bumping rights per Article 17 within six (6) months from the effective date of a Final Counseling action plan.Applicable to the Research Technologist and Research Technologist Supervisor bargaining units:In a given class within a lab group, layoff shall be by seniority, least senior person first as long as the remaining employees possess the essential skills (defined as the minimum qualifications listed in the job description for the classification and any specific position requirements) to perform the necessary work.The least senior employee in a classification shall have the right to replace the junior employee in a lower classification in series if the employee being laid off possesses the essential skills as defined above to perform the necessary duties, and the employee to be replaced is in the lab group and has less seniority. If more than one (1) bumping option exists, the classification in the pay range closest to the position be abolished will be used.The opportunity to replace a junior employee within the lab group will require an FTE status within .2FTE of the FTE status of the person in the position being abolished (e.g. if a .8FTE position is being abolished the incumbent is eligible to replace an individual in a .6 – 1.0FTE position). If there is no opportunity for the person in the position being abolished to replace another employee within .2FTE, s/he shall have the right to bump junior employees with a lower FTE status than their own, subject to the provisions herein. Employees shall have no bumping rights per Article 17 within six (6) months from the effective date of a Final Counseling action plan.In accordance with the above, the incumbent in a position to be abolished will be given up to three (3) working days to determine if s/he wants to exercise his/her bumping rights.
  3. FTE Increase or Reduction. An employee in a position that is not abolished but is increased or reduced in FTE status and who will remain benefit eligible after the increase or reduction will have the choice of staying in the increased or reduced position and going on the rehire list for the position and FTE status held by the employee immediately prior to the increase or reduction or exercising available layoff rights under 17.2(b). The employee must exercise this choice within three (3) working days of the increase or reduction notice.
  4. Rehire. Employees identified for layoff will be placed on an eligible rehire list(s) designated by the employee for twenty four (24) months. In addition to the rehire list for the classification and FTE status from which the employee was laid off, employees identified for layoff may be on the following rehire lists:
    1. For positions of a lower FTE status in the classification from which the employee was laid off;
    2. For positions in other classifications in which the employee previously held permanent status; and,
    3. Lower classes in a series under 1 and 2 above.

    The University will refer an employee from the designated rehire list(s) for any open positions in the bargaining unit for which the laid off employee possesses the essential skills. Employees referred from the rehire list(s) who possess the essential skills needed for a vacant position will be offered the position prior to the University offering it to any other applicant. The two (2) most senior employees on a rehire list(s) who possess the essential skills needed for a vacant position will be advised that they are being referred and the Employer will offer the position to either of those employees. Job requests for positions for which there are employees on rehire list(s) may not be withdrawn solely to avoid hiring laid-off employees.

    The Employer shall provide copies of rehire lists to the Union on a quarterly basis, or more frequently pursuant to a request by the Union.

  5. Rehire Trial Period. Employees placed into vacant positions from the rehire list will serve a three (3) month rehire trial period. During the rehire trial period either party may, at its sole discretion and without resort to the grievance procedure, initiate return to the rehire list. Time spent in a rehire trial period will not count toward the twenty four (24) month rehire list period. The three (3) month rehire trial period will be adjusted to reflect any paid or unpaid leave taken during the period.
  6. Removal from List. Removal from the rehire list(s) will occur for any of the following circumstances:
    1. If placement does not occur within twenty four (24) months,
    2. If the employee refuses two (2) offers of placement for a position having the same pay, FTE status and shift as the position from which the employee was laid off,
    3. If the employee was placed into two (2) vacant positions for which the employee has failed to complete the rehire trial period,
    4. If the employee accepts any offer of placement from any rehire list and completes the rehire trial service period,
    5. Employees who reject one (1) offer of placement from a list for a position of a lower FTE status than that which the employee held immediately prior to layoff will be removed from that list,
    6. Employees who reject one (1) offer of placement from a list for a position in a classification other than that from which the employee was laid off will be removed from that list.
  7. Benefits and Temporary Services. Employees on the rehire list who follow the rules prescribed by Temporary Services will be given priority to referral to temporary positions and can receive employer paid health benefit coverage if they meet the eligibility requirements as determined by the state.
  8. Rehire Wages and Increment Date. When employees are rehired from layoff status the periodic increment date and annual leave accrual date will be re-established and extended by an amount of time in calendar days equal to the period of time spent on the rehire list prior to rehire.Employees placed from the rehire list into positions with the same salary range held at the time of layoff shall be placed at the same step in the range held at the time of layoff. Employees placed from the rehire list into positions with a lower salary range than held at the time of layoff shall be placed in a salary step nearest to, but not in excess of, the salary held at time of layoff.
  9. Rehire List Crossover. Employees within an SEIU Local 925 represented bargaining unit may, in accordance with this Article, be placed on the rehire list for positions in another SEIU Local 925 represented bargaining unit.

17.3. Affirmative action goals may be considered at any point during the layoff or rehire process.

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Article 18 – Corrective Action/Dismissal

18.1. The parties will follow the “Corrective Action/Dismissal Process” outlined below. No employee shall be subject to the process except for just cause. The process will be considered to incorporate the concept of progressive action while providing a positive method for improvement rather than punitive action. The University will determine the specific step at which the process begins based on the nature and severity of the problem.

18.2. Corrective Action/Dismissal Process. The University will make clear when formal or final counseling is being conducted.

Informal Counseling – Informal discussion or counseling between employee and immediate supervisor. Supervisor will follow-up in writing, which will include simple action plan, if necessary.

Formal Counseling – Formal counseling (may involve administrative personnel other than the employee’s immediate supervisor) including the development of a written action plan. The action plan will identify specific problem areas, performance objectives, suggestions for remedying, and a timeframe for improvement.

Final Counseling – Final counseling (may involve administration other than the employee’s immediate supervisor) including action plan discussion and revision, where appropriate. A decision-making period of one (1) day of paid time away from the work site for the employee to consider the consequences of failure to follow the action plan may be used at this step. If the Employer decides to provide a decision-making day, the employee will be given a list of expectations and problem statements prior to the day taking place.

Dismissal – Prior to dismissal, a pre-determination meeting will be scheduled to give an employee an opportunity to make his/her case before the final decision is made. The employee has the right to have a Union representative present at the pre-determination meeting.

Demotion – When mutually agreed, demotion may be considered at any step of the Process.

18.3. Grievability/Arbitrability. Informal counseling may not be grieved. Formal counseling may be grieved through Step Two of the grievance procedure only. Final counseling and dismissal may be grieved through every step of the grievance procedure beginning at Step Two.

18.4. Representation. Employees shall be notified orally or in writing that upon request they shall be entitled to have a representative present when formal counseling, final counseling or dismissal is occurring. Employees have a right to a meeting with management whenever corrective action is issued. Attendance of a representative shall not delay the disciplinary process unduly as determined by the Employer. All parties shall make every effort possible to allow for Union representation without unduly delaying the process.

18.5. Upon written request by the employee, any formal counseling, excluding those for workplace violence or University policies against harassment, discrimination, or retaliation, will be removed from an employee’s personnel file after three (3) years if the following criteria have been met:

  1. Circumstances set forth in writing, and as determined by the University do not warrant a longer retention period; and
  2. There has been no subsequent corrective action.

Nothing in this Article prevents the Employer from agreeing to an earlier removal date.

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Article 19 – Employee Performance Evaluation

19.1. Performance evaluations shall be performed at least annually. Evaluations shall be based on job related performance factors. Performance evaluations shall not be used to initiate personnel actions such as transfer, promotions or corrective disciplinary action, however evaluations may serve as supporting documentation for personnel actions. Employee participation in the development of evaluation materials and rating factors is encouraged.

19.2. Evaluation Forms.

  1. Performance evaluation forms will at a minimum have:
    1. A description of the job related factors upon which the evaluation is based. These will include:
      1. quality of work (e.g. competence, accuracy, neatness, thoroughness),
      2. quantity of work (e.g. use of time, volume of work accomplished, ability to meet schedules, productivity levels),
      3. job knowledge (e.g. degree of technical knowledge, understanding of job procedures and methods),
      4. working relationships (e.g. cooperation and ability to work with supervisor, co-workers, students, and clients served), and
      5. Specific to the University-wide Supervisory and Research Technologist Supervisor bargaining units: supervisory skills (e.g. training and directing subordinates, delegation, evaluating subordinates, planning and organizing work, problem solving, decision making ability, ability to communicate).
    2. Provision for identifying specific achievements of the employee, performance goals for the next evaluation period, training and development plans and other comments (applicable only to the University-wide Nonsupervisory, Supervisory, and Health Care Professional/Laboratory Technical bargaining units).
    3. Provision for employee comments.
    4. Provision for employee signature accompanied by a statement that “Employee signature means that the employee has seen and is aware of the content of the evaluation, but does not necessarily mean that the employee agrees with the evaluation content.”
    5. Provision for the evaluator and reviewer signatures, and reviewer comments.
  2. The performance evaluation form may be supplemented with other forms and/or information used to support the employee’s evaluation. Upon request, an employee may review any written materials used by supervision to prepare the evaluation.

19.3. Employee Evaluation Information.

  1. Upon appointment to a position the employee’s supervisor will provide the employee with a copy of:
    1. the class specification for the position;
    2. the position’s job duties.
  2. Written performance expectations shall be provided to the employee in sufficient time to allow the employee to meet the work expectations (normally within sixty (60) calendar days after appointment to the position). The Employer will provide at least sixty (60) calendar days’ notice to employees prior to the evaluation when modifications that substantively alter performance expectations are made. Minor modifications that do not substantively alter performance expectations require no notice.

19.4. Evaluation Process.

  1. The supervisor will communicate with the employee about performance problems as they occur.
  2. The purpose of the evaluation meeting is to review, discuss, and if appropriate, modify the evaluation. The employee shall have an opportunity to discuss the proposed evaluation with the evaluator and to provide a written response.
  3. A copy of the completed form, signed by all appropriate individuals, will be provided to the employee upon request.
  4. Performance evaluations shall be retained in the departmental file for no more than three (3) years.
  5. The evaluation shall be reviewed and signed by the employee’s second level of supervision or management designee.

19.5. Evaluator Training.
The Employer shall make available training opportunities for evaluators regarding the Employer’s performance evaluation program and shall, upon request, share and discuss the contents of such training programs with the Union.

19.6. Grievability.
Applicable to the University-wide Nonsupervisory, Supervisory, Health Care Professional/Laboratory Technical, HMC Technical, and UW Medicine Contact Center bargaining units: Employee performance evaluations are grievable only through Step Two of the Grievance Procedure.

Applicable to the Research Technologist and Research Technologist Supervisor bargaining units: The procedural aspects of the employee performance evaluation process are grievable only through Step Two of the Grievance Procedure. Procedural aspects include alleged violations of this contract or University policy. Disagreement over the supervisory marks assigned to a specific employee shall not be grievable and will be addressed via the actions described in 19.4(b).

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Article 20 – Employee Training and Development

20.1. Policy. The Employer reaffirms its commitment to an on-going system of staff development and training. Employer shall maintain an employee training and development plan. The objective of this plan shall be to provide opportunity for the development of the potential occupational and professional ability of each employee in order to (1) meet institutional needs, (2) to make the most effective and economic use of employee resources in accomplishing institutional goals, and (3) to enhance employee’s career advancement opportunities.

20.2. The University shall annually provide a list of job classifications reflecting the number of regular monthly positions and number filled in the past calendar year. This information shall be on file in the Recruiting and Candidate Services Office and the respective area Human Resources Offices.

20.3. Training and Development Task Teams and Committees. The Union shall be invited to designate an employee representative to participate in each University Training and Development task team and committee convened to address topics relevant to the bargaining unit. Such topics may include career advancement, career paths, potential training needs and courses, and program crediting in the employment process. Task teams and committees shall be chaired by the Training and Development Manager or designee. Employee representatives shall be granted release time to attend task team and committee meetings which are conducted during regular business hours.

20.4. Information. The Employer shall, upon written request, provide the Union with copies of the institution’s training and development plan and the annual report of the achievement of training objectives.

20.5. Training and Development Programs. It is intended that supervisors will encourage employees to participate in the various training and development programs as provided for by Executive Order 52 in order to maximize their job performance and to increase their promotional opportunities.

When the Employing Official requires an employee to acquire new skills the supervisor will identify appropriate sources of training and provide training in accordance with 20.8.

20.6. Release Time. Release time for training for employees accepted for training and development programs shall be in accordance with Executive Order 52.

20.7. Completion of Training Programs. Completion of training programs will be considered in evaluating the employee’s application for transfer or promotion when certification of completion has been indicated by the employee. The Employer will review courses offered through Training and Development, Computing and Communications, and the Women’s Information Center in order to identify courses which satisfy requirements for regular monthly staff positions. The Employer will determine the amount of credit appropriate to the training course(s).

Crediting of completed training programs towards minimum qualifications shall be determined by the Employer. Currently, successful completion of the Fiscal Management Certificate Series is equivalent to six (6) months of budget/fiscal experience and successful completion of the Supervisory Certificate Series is equivalent to six (6) months of supervisory experience.

20.8. Tuition Payment and Travel Cost Reimbursement. If a supervisor requires an employee to receive training all fees and related costs will be paid by the employing department. If attendance in such courses requires use of the employee’s personal vehicle, the employee will be reimbursed at the University’s travel rates applying at the time. If other transportation must be taken, the employee will be reimbursed for all transportation costs. Required attendance in courses which are outside of regular working hours and which are work related or meet an identified institutional need is considered “paid time training” and constitutes time worked.

20.9. Training – Layoff. Employees on layoff status shall be eligible to participate on a space available basis in regularly scheduled Training and Development programs.

20.10. Education and Professional Development (Applicable only to the Research Technologist and Research Technologist Supervisor bargaining units). The University encourages all departments/grants with individuals employed in this bargaining unit to provide as much support for Continuing Education as budgets will permit. The University recognizes the crucial contribution made by all bargaining unit members, and that Continuing Education assists staff in increasing the level of skill and knowledge they bring to their chosen fields.

20.11. Educational/Professional Leave. For Surgical Technologists who have completed their probationary period, up to three (3) days, pro-rated for part-time, of paid release time shall be granted annually for each employee for educational/professional leave.

20.12. Education Support Funds. For Surgical Technologists $200.00 per FTE, pro-rated for part-time, per fiscal year shall be made available to fund continuing education.

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Article 21 – Tuition Exemption Program

21.1. In addition to those noncredit programs offered by the Training and Development Office, eligible employees may participate in the University’s tuition exemption program as authorized by applicable state law and University policy set forth in the Administrative Policy Statements 22.1. Subject to operational needs and management discretion, supervisors will make a good faith effort to allow the use of flex time for employees who wish to take a class during their scheduled shift.

21.2. Release Time and Fees. When an employee is required to take a tuition exempt class by the Employer, associated expenses and release time will be provided per Article 20.8.

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Article 22 – Promotions/Transfers

22.1. Policy. It is the policy of the University to encourage job advancement and promote from within. It is the responsibility of each employee seeking promotion or transfer to provide the Employer with complete information regarding the employee’s skills and qualifications relative to the position sought. The Employer will make the application process, necessary submittals and the essential skills of the vacant position clear to prospective applicants.

22.2. Definitions. For the purpose of this Article the following definitions apply:

Promotion – Movement to a position with a different classification with a higher salary maximum.

Transfer – Movement to a position with the same salary maximum or same classification.

Voluntary Demotion – Movement to a position with a lower salary maximum, where the position is attained through the employment process. This section does not apply to employees who demote as the result of corrective action.

22.3. Notice that applications are being accepted for vacant bargaining unit positions will be published by the Employer and will be made available in places intended to reach bargaining unit employees for a minimum of seven (7) days prior to the closing of the application period. The University may limit the scope of the posting area if applications only from within the posting area are accepted.

22.4. The Employer will determine if applicants possess the essential skills required of the position. Essential skills are the minimum qualifications listed in the job description for the classification and any specific position requirements. The Employer will refer all current bargaining unit applicants possessing the essential skills prior to referring any non-bargaining unit applicants. Where the skills, abilities and experience of the vacant position applicants are considered equal, the Employer will offer the position to a bargaining unit applicant. In accordance with applicable law, affirmative action goals will be considered when filling vacancies.

At least one (1) bargaining unit applicant per job requisition, who is a regular monthly employee and who possesses the essential skills, shall be among those granted an interview for bargaining unit positions. Which bargaining unit applicant(s) the Employer chooses to interview shall not be grievable.

22.5. Applicants from within the bargaining unit determined not to possess the essential skills for the vacant position may seek a non-grievable review of the assessment through the Human Resources Office. Applicants from the bargaining unit who possess the essential skills but are not offered the position may request an explanation, written or oral, as to why the position was not offered.

22.6. Movement between positions will comply with the following:

Applicable to the University-wide Nonsupervisory, Supervisory, Health Care Professional Technical/Laboratory Technical, HMC Technical, and UW Medicine Contact Center bargaining units:

Local 925 to Local 925 – During the first six (6) weeks of a new appointment employees who transfer, promote or voluntarily demote within a Local 925 bargaining unit may opt to return to the position they left as long as it is still available; or employees who do not meet supervisory expectations may be reassigned to the previous position. For employees who transfer or voluntarily demote, if the former position is no longer available, the employee may be reassigned in the same classification or be placed on the rehire list. Promotional employees have preemptive rights to their former position, if the position still exists even if it has been filled. Paid or unpaid leave taken during the six (6) week trial service period shall extend the length of the trial service period by the amount of paid or unpaid leave taken.

Non-Local 925 Classified to Local 925 – Employees who transfer, promote, or voluntarily demote from a UW non-Local 925 classified position to a Local 925 position will be granted a six (6) week leave of absence without pay for the purpose of serving a six (6) week trial period. During the first six (6) weeks of the new appointment either the employee or the supervisor may end the appointment by providing notice to the employing official. The employee will be returned to the same position or a comparable position in the same class. This notice must be given prior to the end of the six (6) week trial period. For a brief time following the expiration of the six (6) week period, due to operational necessity, the employer may retain the employee in the position. Paid or unpaid leave taken during the six (6) week trial service period shall extend the length of the trial service period by the amount of paid or unpaid leave taken. The six (6) week leave of absence period will not be extended.

Local 925 to Non-Local 925 Classified – Local 925 employees who accept a non-Local 925 classified appointment at the UW will be granted a six (6) week leave of absence without pay from the Local 925 position. Employees who accept a non-Local 925 classified position will serve a probationary period in accordance with the rules governing that non-Local 925 classified position. During the first six (6) weeks of the new appointment, either the employee or the supervisor may end the new appointment by providing notice to the employing official. The employee will be returned to the same position or a comparable position in the same class. This notice must be given prior to the end of the six (6) week trial period. For a brief time following the expiration of the six (6) week period, due to operational necessity, the employer may retain the employee in the position. Beyond this six (6) week timeframe, the employee will be subject to the applicable rules governing that non-Local 925 classified position.

Applicable to the Research Technologist and Research Technologist Supervisor bargaining units:

Movement Between Positions Within the University – Employees who transfer, promote or voluntarily demote shall serve a trial service period during the first six (6) months of a new appointment. During the first six (6) weeks of the trial service period, promotional employees have preemptive rights to their former position if the position still exists, and transferred or voluntarily demoted employees may return to their former position if it still exists and is vacant. After the first six (6) weeks but during the six (6) months, employees who do not meet supervisory expectations shall have the option to be placed on the rehire list. Paid or unpaid leave taken during the six (6) month trial service period shall extend the length of the trial service period by the amount of paid or unpaid leave taken. Employees who return to their former position, whether returning directly or being placed from the rehire list, will not be required to serve an additional three (3) month trial service period per 17.2(e).

Movement from a Non-University Position to a Bargaining Unit Position – Employees will be required to serve a probationary period per Article 16.

22.7. Employees shall receive reasonable paid release time for job interviews (which may include sitting for an examination) at the University. Such time must be approved in advance by the supervisor subject to unit staffing needs.

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Article 23 – Health and Safety

23.1. Policies. It is the Employer’s intent to make reasonable and proper provisions for the maintenance of appropriate standards of health and safety within the workplace. The Employer shall comply with applicable Federal and State health and safety legislation and regulations and has designated the University’s Environmental Health and Safety (EH&S) Department to advise and monitor compliance with such standards.

When it is established through medical documentation that a disabling condition or physical limitation prohibits continued performance of the employee’s assigned duties, the Employer will attempt to assist the employee through reassignment, transfer, or reconfiguration of job duties.

Employees who believe that working conditions present a hazard to their health should first alert their supervisor. If unsatisfactory response at that level, employees are encouraged to contact Environmental Health and Safety to report hazardous conditions. If a supervisor or Environmental Health and Safety declares a work site to be hazardous and unfit for work, affected employees may be assigned to alternative work sites until the hazardous condition is rectified. If assignment to an alternative work site is not possible and the supervisor decides to send the employees home, those employees sent home will receive their regular pay for all time the employee is scheduled to work on the day of the incident. For all subsequent days the employee(s) may use accrued leave as appropriate.

23.2. Health Examinations. The Employer shall provide at no cost to the employee, such medical tests or health examinations as may be required as a condition of employment.

23.3. Safety. All work shall be performed in conformity with applicable safety standards. Employees are encouraged to immediately report any unsafe working conditions to their supervisor. No employee shall be disciplined for reporting any such condition nor be required to work or to operate equipment when he/she has reasonable grounds to believe such action would result in immediate danger to life or safety until the condition has been reviewed by a Union Steward and a higher level of supervision. If the matter is not resolved satisfactorily, the supervisor or employee may request a decision from the University’s Department of Environmental Health and Safety, and if unresolved, the Department of Labor and Industries.

23.4. Safety Committees. Bargaining unit employees shall be appropriately represented on any organizational health and safety committees for areas in which they are employed, as detailed in Administrative Policy Statements 10.11. Any department or unit committee also dealing with health and safety issues in work areas shall appropriately involve bargaining unit employees. It shall also be appropriate for either party to raise health and safety concerns at the Joint Union/Management Committee.

23.5. Ergonomics. Further ergonomic guidelines shall be referenced on the Environmental Health and Safety department website www.ehs.washington.edu.

23.6. Workplace Review. The parties recognize that there are several elements in a work site which may affect individual health, comfort and productivity. The Employer shall conduct routine hazard assessments of any worksite that may contain health hazards as required by WAC. The Employer shall provide awareness education to help reduce identified hazards. Employees may also request a workplace review by the employing department and employees shall be given the results of the review.

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Article 24 – Records

24.1. Vacation/Sick Leave. Each department will keep vacation and sick leave records and make them available to employees upon request.

24.2. Bargaining Unit. A current list of names, classifications, and departments of all bargaining unit employees will be provided annually to the Union at cost.

24.3. Personnel File. Upon written request by an employee to their area Human Resources Office (official personnel file) or department manager (departmental file), the employee or employee’s representative shall have access to the employee’s official or departmental personnel file for review. Upon the employee’s request, the employee may receive copies of any materials in the file (requests for reasonable numbers of copies will be provided at no cost to the employee; employees may be charged a fee for requests for large numbers of copies). Prior to such review the Director or designee may remove any letters of reference which were obtained through assurances of confidentiality to a third party. Such letters shall only be used for the purposes of hiring and/or promotional application.

Employees shall be provided a copy of all adverse material placed in the official file at the time the material is included in the file.

  1. Information shall be retained as long as it has a reasonable bearing on the employee’s job performance or upon the efficient and effective management of the institution.Adverse material or information related to employee misconduct or alleged misconduct which is determined to be false and all such information in situations where the employee has been fully exonerated of wrong doing shall be promptly destroyed.
  2. Notwithstanding subsection (1) of this section, an institution may retain information relating to employee misconduct or alleged misconduct, if:
    1. The employee requests that the information be retained; or
    2. The information is related to pending legal action or legal actions may reasonably be expected to result.

The employee shall have the right to have placed in his/her own personnel file a statement of rebuttal or correction of information contained in the file within a reasonable period of time after the employee becomes aware that the information has been placed in the file.

24.4. Request for Information. The Employer shall make available to the Union, upon written request, records and reports regarding personnel issues, such as home addresses, employment date and reclassification requests, concerning those classifications in the bargaining units, provided that this shall not require the Employer to disclose any records not subject to disclosure under the Public Disclosure Act of the State of Washington or to maintain or assemble any data which it would not otherwise assemble for its own use. Information shall be provided electronically where feasible.

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Article 25 – Travel Pay and Work Time

25.1. General. Any employee required to travel to a place of work other than his/her regular official duty station shall be reimbursed for travel costs if eligible, in accordance with University of Washington Administrative Policy Statements, Section 70.

25.2. Work Time and Compensation.

  1. When employees are required to report for work to their official duty station before traveling to a temporary official duty station, work time computation shall commence at the time of reporting to the regular official duty station.
  2. When employees are required to travel on a nonscheduled work day they shall be paid in accordance with Article 8 and University policy. For purposes of determining hours of work, the work day shall commence at the time the employee leaves his/her official duty station and end upon arrival at the temporary duty station. The employee’s domicile shall be his/her official work station when travel commences from that location if less than time calculation from the official duty station.

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Article 26 – Policies

26.1. Contracting Out. The University will not contract out work which results in the layoff of bargaining unit employees who are employed prior to the time of the execution or renewal of the contract. The University will provide the Union thirty (30) calendar days’ notice prior to the implementation of any contract allowed under this Article.

26.2. Union Access. Upon prior notification to management, authorized Union staff representatives shall be permitted to enter the Employer’s premises and facilities at reasonable times for the purpose of representing employees in personnel matters consistent with the Union’s certification as exclusive bargaining representative. It is understood that any such visits which require a meeting with an employee will be restricted to the nonworking time of the employee unless otherwise authorized by management or provided for elsewhere in this Agreement, and that there will be no interference with an employee’s work assignment.

While inspecting the workplace, the Union may engage in de minimis conversations with employees, so long as an employee does not object and such conversation does not interfere or disturb the operation of the facility or compromise the security of patient health information.

26.3. Assignment of Additional Duties. An employee who is permanently assigned the duties of a position vacated by attrition, layoff, or other reasons, in addition to his or her job duties, shall have the right to meet with his or her supervisor to discuss the situation. If the initial meeting between the supervisor and the employee does not result in a satisfactory conclusion, the employee may request a subsequent meeting which a representative of the Union may attend.

26.4. Personal Services. It is inappropriate and contrary to University policy to assign any employee coffee making, related food service duties, or other tasks of a personal nature. The exception is when such an activity is based on a bona fide departmental requirement.

26.5. Uniforms Requirement. Uniforms required to be worn by the employee shall be provided and replaced by the Employer at the Employer’s expense. The maintenance of uniforms shall be the responsibility of the employee. Prior to any decision by a department head to purchase uniforms, employees in their respective departments shall be given an opportunity to consult with their department head regarding the color and style of uniform to be worn. The department head will give serious consideration to the wishes of the employees in making a decision.

26.6. Legislative Briefings. The Union President or designee shall be invited to attend legislative briefings conducted by the Employer.

26.7. Child Care. As a major employer, the University of Washington recognizes that the family life of its employees has a significant impact upon their work lives. The Employer currently sponsors daycare within the community, subsidizes care for mildly ill children (as defined in 10.4), and funds a position for coordinating child care services. The Employer will notify the Union so that the Union may have an opportunity to provide input prior to any University action being taken to modify child care programs which are currently being sponsored by the University.

Information regarding availability of resources to facilitate employee child care is available in the Reference Stations and/or the Work/Life Services office.

Other articles in this Agreement which address child care and parenting needs include Article 10.1 (Sick Leave) and Article 12 (Leave of Absence).

26.8.Resignation. An employee has the right to withdraw his/her resignation within twenty four (24) hours, excluding Saturday, Sunday and holidays, after submitting the resignation. Employees may only withdraw one resignation per position held. The Employer may permit withdrawal of a resignation at any time.

26.9. Unauthorized Absence. An employee’s failure to appear for work and report absence to the supervisor, in accordance with departmental policy, on three (3) consecutive scheduled workdays, shall result in a recommendation for dismissal. Notice of separation will be sent to the employee’s last known address on record with the UW Payroll Office via certified mail after the third (3rd) consecutive day of absence. Prior to sending the notice, the Employer will attempt to contact the employee through current home telephone and emergency contact numbers on record in Employee Self-Service.

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Article 27 – Facilities

27.1. Meeting Facilities. The Union shall be permitted to use the Employer’s facilities for meetings provided advance notice is given to the Employer, appropriate space is available on the date requested, and meetings are held in accordance with the Employer’s policy on this subject.

27.2. Bulletin Boards.

  1. Space shall be made available to the Union on bulletin boards in those areas where bargaining unit members work or frequent, for the posting of notices and information pertaining to official business of the Union. Such posted material is to be signed by a Union representative.
  2. If it is established that adequate space is not available at a convenient location, the Union may provide for and have installed a bulletin board at its own expense, provided the size and location of said bulletin board shall be mutually agreeable to the Union representative and the Employer.

27.3. Employee Facilities.

  1. Restrooms and attendant facilities shall be provided as required by the State of Washington Department of Labor and Industries. Dressing rooms and/or lockers shall be provided to employees in those classifications where a change of clothing is required by the Employer.
  2. The adequacy of employee facilities, including sanitary supply dispensers for female employees, shall be a proper subject for discussion by the Joint Union-Management Committee.

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Article 28 – Joint Union-management Committee

28.1. Committee Purpose and Membership.
A Joint Union-Management Committee is established to provide a forum for communications between the two (2) parties and to deal with matters of general Union/Employer concern. The committee’s function will be limited to an advisory capacity and shall not include any decision-making or collective bargaining authority.

Committee membership for employees in the University-wide Nonsupervisory, University-wide Supervisory, and Health Care Professional/Laboratory Technical bargaining units shall consist of three (3) bargaining unit employees and a Union staff representative and four (4) Employer representatives to include the Assistant Vice President of Labor Relations or designee.

Committee membership for employees in the Research Technologist and Research Technologist Supervisor bargaining units shall consist of two (2) bargaining unit employees and a Union staff representative and three (3) Employer representatives to include the Assistant Vice President of Labor Relations or designee.

The Employer will discuss with representatives of the Union significant changes affecting institutional conditions of employment generally affecting bargaining unit employees sufficiently in advance of the targeted implementation date of said changes so that reasonable alternative proposals can be adequately considered by the Joint Union-Management Committee. Diversity, child care and tuition exemption shall be considered appropriate subjects for the Joint Union-Management Committee.

28.2. Meetings. Committee meetings may be requested by an authorized representative of either party. Requests for a quarterly meeting shall be honored; however, once convened, the committee may meet more or less frequently as mutually agreed between the parties.

At least one (1) week’s notice shall be given to members of any agreed upon meeting and the agenda. Committee meetings shall normally be held during University business hours and at a mutually agreeable time and date. Employee members shall experience no loss in salary for meeting participation; however, meeting times are not construed as work time and no overtime shall be claimed or paid for meetings attended outside the employee members’ regular working hours.

28.3. Limitations. Committee meeting topics shall be limited to subjects of group rather than individual concern, and the committee shall not discuss grievances properly processed under Article 4 of the Agreement. Further, it is not intended that this Article obligate in any way either party to negotiate on personnel matters covered in this Agreement or to alter, limit, restrict, or reduce prerogatives of either party otherwise provided in this Agreement.

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Article 29 – Contract Distribution

29.1. Contract Distribution. Prior to posting on the Labor Relations website, the University will submit to the Union the electronic version of the collective bargaining agreement between the University of Washington and the SEIU Local 925.

29.2. Distribution.

  1. Each department or unit will maintain a paper copy of the contract accessible to all union members regardless of shift.
  2. The Employer shall allow distribution through campus mail as needed.

29.3. New Employees.

  1. The Employer shall provide to the Union, at least monthly, a list of new employees in the bargaining units, including the employee’s name, begin date, classification, department, and mail stop.
  2. Upon request from the employee, the Employer will distribute to each new employee in the bargaining units a copy of the dues deduction card.
  3. A bargaining unit member designated by the Union shall be granted paid release time to attend new employee orientation and/or new employee coffee hours scheduled by the University. Such release time will be subject to the operational needs of the department.

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Article 30 – Compensation

30.1. Upon promotion or reclassification from a Local 925 position to another Local 925 position with a higher salary range, the affected employee shall be placed on the salary step of the new range which reflects a minimum of a three (3) step increase. The new periodic increment date shall be the first of the current month for effective dates falling between the first and fifteenth of the month and the first of the following month for effective dates falling between the sixteenth and the end of the month.

30.2. An employee occupying a position that is reclassified to an existing class with a lower salary range shall be placed in the salary step in the new range which is closest to the current salary, provided such salary does not exceed the top step of the new salary range.

30.3. Salary Schedules.

  1. The salary schedules shall be incorporated into this Agreement as Appendix II.
  2. Salary schedules will contain Career Enhancement/Growth steps as described in Section 30.8.

30.4. Employees shall continue to receive increment increases at the rate of two (2) steps each twelve (12) months unless they are newly hired at Step A, in which case they will receive a two (2) step increase at six (6) months then two (2) steps annually thereafter. Employees on the Health Care Range receive increment increases at the rate of one (1) step each twelve (12) months except employees starting at step A progress to step B after six (6) months. The University, at its discretion, may approve additional increment increases at any time. Such additional increment increases will not change an employee’s periodic increment date.

30.5. The University and the Union affirm their commitment to the principles of comparable worth by implementing any state-mandated comparable worth adjustments.

30.6. Health Benefits. For the life of the Agreement, bargaining unit members shall be governed by the results of healthcare coalition bargaining, per RCW 41.80.020, with respect to health insurance benefits and premiums.

  1. For the 2015-2017 biennium, the Employer will contribute an amount equal to eighty-five percent (85%) of the total weighted average of the projected health care premium for each bargaining unit employee eligible for insurance each month, as determined by the Public Employees Benefits Board. The projected health care premium is the weighted average across all plans, across all tiers.
  2. The point-of-service costs of the Classic Uniform Medical Plan (deductible, out-of-pocket maximums and co-insurance/co-payment) may not be changed for the purpose of shifting health care costs to plan participants, but may be changed from the 2014 plan under two (2) circumstances:
    1. In ways to support value-based benefits designs; and
    2. To comply with or manage the impacts of federal mandates.

    Value-based benefits designs will:

    1. Be designed to achieve higher quality, lower aggregate health care services cost (as opposed to plan costs);
    2. Use clinical evidence; and
    3. Be the decision of the PEB Board.
  3. Article 30.6 (B) will expire June 30, 2017.
  4. The PEB Program shall provide information on the Employer Sponsored Insurance Premium Payment Program on its website and in an open enrollment publication annually.
  5. The Employer will pay the entire premium costs for each bargaining unit employee for basic life, basic long-term disability and dental insurance coverage.
  6. Wellness
    1. To support the statewide goal for a healthy and productive workforce, employees are encouraged to participate in a Well-Being Assessment survey. Employees will be granted work time and may use a state computer to complete the survey.
    2. The Coalition of Unions agrees to partner with the Employer to educate their members on the wellness program and encourage participation. Eligible, enrolled subscribers shall have the option to earn an annual one hundred twenty-five dollars ($125.00) or more wellness incentive in the form of reduction in deductible or deposit into the Health Savings Account upon successful completion of required Smart Health Program activities. During the term of this Agreement, the Steering Committee created by Executive Order 13-06 shall make recommendations to the PEBB regarding changes to the wellness incentive or the elements of the Smart Health Program.

30.7. Parking/U-Pass. The Union agrees that during the life of this Agreement, the University may apply changes in transportation policy, including adjusting parking and U-pass fees and criteria for assigning parking spots, to the bargaining unit without the obligation to bargain with the Union. The Union may raise issues and concerns about the University’s parking program at Joint Labor/Management Committee meetings or at ad hoc Labor Management Committee meetings. The Union shall have a standing seat on the University’s committee(s) that work on transportation and parking issues.

30.8. Career Enhancement/Growth Program. The University will continue its Career Enhancement/Growth program. The program will reward employees whose development of skills, increased productivity, or assumption of higher level duties results in service enhancements or efficiencies for the department in which the employee works.

Steps N & O (Appendix II – Pay Table B4), Steps R & S (Appendix II Pay Tables B6 and B7) and Step S (Appendix II – Pay Tables BG and BH) will be attained solely through the Career Enhancement/Growth program and will not be based on length of service.

Employees in every classification covered by this Agreement, except those listed in Side Letter E will be eligible for the program. Employees are eligible to receive a Career Enhancement/Growth step any time after they have been at the last automatic increment step in their pay range for a minimum of one (1) year. Employees are eligible for the subsequent Career Enhancement/Growth step beginning one (1) year after receiving the previous step.

There will be no minimum or maximum number of employees who may receive Career Enhancement/Growth steps. There will be no minimum or maximum amount of money the University will spend on the Career Enhancement//Growth program. Decisions about Career Enhancement/ Growth steps shall be made within sixty (60) days of supervisory/ managerial/professorial recommendations.

The Career Enhancement/Growth program will not be a substitute for reclassifications. Reclassifications will take priority over receiving Career Enhancement/Growth steps such that if an employee qualifies to receive a Career Enhancement/Growth step but could otherwise be reclassified, the employee will be reclassified and will not simultaneously receive the Career Enhancement/Growth step. Career Enhancement/Growth steps shall be considered in calculating salary adjustment associated with promotion and upward reclassification, but in no instance shall a salary in a new position be at a step higher than the highest automatic increment step in the new pay range, except for lateral transfers where there is no mutual agreement not to exceed the highest automatic increment step in the new pay range.

The University agrees to regularly issue University-wide reminders promoting the value of this program.

The Career Enhancement/Growth program in its entirety is not subject to the grievance procedure (Article 4).

30.9. General Wage Increases.

  1. Effective July 1, 2015, all employees will receive a 3% across-the-board increase
  2. Effective July 1, 2016, all employees will receive a 2% across-the-board increase

30.10. Minimum Pay Step Adjustment. Effective July 1, 2015, all regular, non-hourly employees whose salaries do not equal $2080 per month (equivalent to $12.00 an hour) will be placed onto the next pay step on their current pay range that is not less than $2080 per month.

30.11. Market Rate Wage Adjustments. If market conditions determine that an upward adjustment in one or more economic areas is essential to maintain competitiveness, both the Union and the Employer shall be given the opportunity to raise issues of competitive compensation and propose market adjustments. When the Employer proposes adjustments, the Union shall be given at least thirty (30) days’ notice in advance of the implementation date to negotiate the adjustment.

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Article 31 – No Strike/Lockout

The Employer and the Union acknowledge that this Agreement provides, through the grievance procedure and through other administrative remedies, for an orderly settlement of grievances or disputes which may arise between the parties. Accordingly, the parties agree that the public interest requires the uninterrupted performance of all University services and to this end pledge to prevent or eliminate any conduct contrary to that objective. Therefore, during the life of the Agreement the Employer shall not lockout any of the employees as a result of a labor dispute or grievance or disputes on personnel matters nor shall the Union condone or authorize a work stoppage, work slowdown, or any other curtailment of work in the bargaining units.

Should the employees engage in any unauthorized concerted action, a Joint Union/Management Committee shall immediately convene and shall continue to meet until the dispute is settled, and the employees involved shall immediately return to work and continue working. Any employee who refuses to perform his/her work may be subject to disciplinary action.

There will be no strike or lockout regarding any matters pertaining to the contents of this Agreement.

Any action of the Employer in closing the University during a general strike, riot, or civil disturbance for the protection of the institution, its property, or its employees shall not be deemed a lockout.

Any action of an employee in refusing to cross, for his/her own personal safety, a picket line at the Employer’s premises in case of an officially declared strike by some other employee organization or union representing employees working for the Employer shall not constitute a violation of this clause of the Agreement, provided, however, that such a decision shall be made freely by the employee without coercion by either the Employer or the Union and provided further that nothing herein shall preclude the Employer from continuing to operate the University with or without temporary replacement personnel.

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Article 32 – Management Rights and Responsibilities

The Employer through its designated management personnel or agents has the right and responsibility, except as expressly modified by this Agreement, to control, change, and supervise all operations and to direct and assign work to all working forces. Such rights and responsibilities shall include by way of illustration but shall not be limited to: the selection and hiring, training, discipline and discharge, classification, reclassification, layoff, promotion and demotion or transfer of employees; the establishment of work schedules; the allocation of all financial and other resources; the control and regulation of the use of all equipment and other property of the Employer. The Employer shall determine the methods, technological means and qualifications of personnel by and for which operations are to be carried out. The Employer shall take whatever action as may be necessary to carry out its rights in any emergency situation.

Application of this Article shall not preclude the use of the grievance procedure as established in this Agreement.

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Article 33 – Subordination of Agreement and Savings Clause

Should any part hereof or any provision herein contained be rendered or declared invalid by reason of any existing or subsequently enacted legislation or by any decree of a court of competent jurisdiction, such invalidation of such part or provision of this Agreement shall not invalidate the remaining portions hereof; provided, however, upon such invalidation the parties agree immediately to meet and negotiate such parts or provisions affected. The remaining parts or provisions shall remain in full force and effect.

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Article 34 – Duration

This Agreement shall become effective July 1, 2015 and remain in force through June 30, 2017. Automatic renewal shall extend the terms of this Agreement for one year at a time, unless either party serves the other with written notice at least ninety (90) calendar days prior to the anniversary date of its intent to negotiate a new Agreement. Should notice be served, bargaining shall begin within thirty (30) calendar days following the date of the notice for the purpose of negotiating a new Agreement.


Appendices

Contract Consolidation
Neither party will be bound by typographical errors, grammatical errors, or other instances of unintended error in this contract. Furthermore, the parties agree that any unintended changes to the contract language as a result of contract consolidation will not create new legal rights or responsibilities outside of the parties’ specific intent. The parties reserve the right to correct any such mistakes or omissions by mutual agreement at any point during the life of the contract in order to preserve the original intent of the language.

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Appendix I – Job Classifications

University-wide Nonsupervisory Bargaining Unit
Job Code Job Classification Pay Table Salary Range
7115 ACCELERATOR TECHNICIAN 1 B4 40
7300 ACCOUNTANT 1 B4 41
7301 ACCOUNTANT 2 B4 45
7302 ACCOUNTANT, SENIOR B4 51
7045 ADMINISTRATIVE ASSISTANT A B4 39
7080 ADMINISTRATIVE COORDINATOR B4 37
7490 ADMISSIONS SPECIALIST B4 41
7583 AFFIRMATIVE ACTION/HUMAN RIGHTS ASSISTANT B4 41
7724 ANIMAL TECHNICIAN 1 B4 25
7725 ANIMAL TECHNICIAN 2 B4 26
7726 ANIMAL TECHNICIAN 3 B4 30
7613 BOOK PRODUCTION COORDINATOR B4 44
7075 BOOKKEEPING MACHINE OPERATOR B4 30
7550 BROADCAST TECHNICIAN 1 B4 42
7551 BROADCAST TECHNICIAN 2 B4 48
7552 BROADCAST TECHNICIAN 3 B4 52
7335 BUDGET ANALYST B4 43
7336 BUDGET/FISCAL ANALYST B4 47
7337 BUDGET/FISCAL ANALYST LEAD B4 52
7021 BUILDING SERVICES COORDINATOR B4 33
7119 BUYER 1 B4 38
7120 BUYER 2 B4 44
7122 BUYER 3 B4 49
7638 CAMPUS SECURITY OFFICER B4 41
7070 CASHIER 1 B4 28
7071 CASHIER 2 B4 30
7073 CASHIER LEAD B4 32
8052 CLINIC REPRESENTATIVE 1 B4 26
8053 CLINIC REPRESENTATIVE 2 B4 30
8364 CLINICAL DATA SPECIALIST – CODER B7 40
8365 CLINICAL DATA SPECIALIST – UTIL MANAGEMENT B7 59
8367 CLINICAL DATA SPECIALIST LEAD B7 69
8363 CLINICAL DATA SPECIALIST TRAINEE B7 22
8366 CLINICAL DATA SPECIALIST – CODER/UTIL MANAGEMENT B7 64
8456 CLINICAL EMBRYOLOGIST B6 62
8457 CLINICAL EMBRYOLOGIST LEAD B6 69
8455 CLINICAL EMBRYOLOGIST TRAINEE B6 42
8391 CLINICAL LABORATORY ASSISTANT B7 12
7378 COMMUNICATIONS TECHNICIAN 1 B4 62
7379 COMMUNICATIONS TECHNICIAN 2 B4 66
7380 COMMUNICATIONS TECHNICIAN 3 B4 70
7374 COMPUTER MAINTENANCE TECHNICIAN 1 B4 45
7375 COMPUTER MAINTENANCE TECHNICIAN 3 B4 61
7388 COMPUTER MAINTENANCE TECHNICIAN 4 B4 65
7377 COMPUTER MAINTENANCE TECHNICIAN LEAD B4 63
7370 COMPUTER OPERATOR 1 B4 30
7371 COMPUTER OPERATOR 2 B4 36
7372 COMPUTER OPERATOR 3 B4 42
7373 COMPUTER OPERATOR LEAD B4 45
7945 COMPUTER SERVICES CONSULTANT 1 B4 57
7925 COMPUTER SUPPORT ANALYST 1 B4 49
7926 COMPUTER SUPPORT ANALYST 2 B4 55
7390 COMPUTER SUPPORT SPECIALIST 1 B4 48
7391 COMPUTER SUPPORT SPECIALIST 2 B4 54
7392 COMPUTER SUPPORT SPECIALIST LEAD B4 60
7939 COMPUTER SUPPORT TECHNICIAN 1 B4 42
7940 COMPUTER SUPPORT TECHNICIAN 2 B4 48
7941 COMPUTER SUPPORT TECHNICIAN 3 B4 51
7019 CONFERENCE COORDINATOR 1 B4 38
7020 CONFERENCE COORDINATOR 2 B4 42
7659 COPY CENTER ASSISTANT/COURIER B4 27
7656 COPY CENTER COORDINATOR 1 B4 35
7657 COPY CENTER COORDINATOR 2 B4 37
7660 COPY CENTER EQUIPMENT OPERATOR 1 B4 30
7661 COPY CENTER EQUIPMENT OPERATOR 2 B4 33
7662 COPY CENTER EQUIPMENT OPERATOR 3 B4 34
7586 COSTUMER LEAD B4 39
7585 COSTUMER SPECIALIST B4 48
7485 CREDENTIALS EVALUATOR 1 B4 31
7486 CREDENTIALS EVALUATOR 2 B4 34
7487 CREDENTIALS EVALUATOR 3 B4 36
7410 CURRICULUM ADVISOR B4 35
7364 DATA CONTROL TECHNICIAN 1 B4 30
7365 DATA CONTROL TECHNICIAN 2 B4 36
7366 DATA CONTROL TECHNICIAN 3 B4 42
7367 DATA CONTROL TECHNICIAN LEAD B4 45
7383 DATA ENTRY OPERATOR 1 B4 26
7384 DATA ENTRY OPERATOR 2 B4 28
7385 DATA ENTRY OPERATOR 3 B4 32
7386 DATA ENTRY OPERATOR LEAD B4 34
8470 DENTAL ASSISTANT 1 B7 5
8471 DENTAL ASSISTANT 2 B7 23
8475 DENTAL ASSISTANT-EXPANDED FUNCTION DENTAL AUXILIARY B7 76
8476 DENTAL X-RAY TECHNICIAN 2 B7 23
7250 DEVELOPMENT/FUND RAISING EVENTS COORDINATOR B4 43
8004 DIETARY UNIT CLERK B7 2
8481 DISPENSARY ASSISTANT 2 B4 31
7641 DRAFTING TECHNICIAN 2 B4 48
7642 DRAFTING TECHNICIAN 3 B4 52
7770 EDITOR-PUBLICATIONS 1 B4 46
7771 EDITOR-PUBLICATIONS 2 B4 51
7755 EDITOR-RESEARCH PUBLICATIONS 1 B4 46
7756 EDITOR-RESEARCH PUBLICATIONS 2 B4 51
7757 EDITOR-RESEARCH PUBLICATIONS 3 B4 57
7580 ELECTRONIC MEDIA PRODUCER 1 B4 43
7581 ELECTRONIC MEDIA PRODUCER 2 B4 49
7582 ELECTRONIC MEDIA PRODUCER LEAD B4 53
7741 ELECTRONICS TECHNICIAN 2 B4 44
7593 EMPLOYMENT TRAINING SPECIALIST 1 B4 37
7595 EMPLOYMENT TRAINING SPECIALIST 2 B4 43
7592 EMPLOYMENT TRAINING SPECIALIST ASSISTANT B4 32
7594 EMPLOYMENT TRAINING SPECIALIST LEAD B4 43
7639 ENGINEERING ASSISTANT 1 B4 48
7640 ENGINEERING ASSISTANT 2 B4 54
7750 ENVIRONMENTAL CONTROL TECHNICIAN 1 B4 34
7752 ENVIRONMENTAL CONTROL TECHNICIAN 3 B4 42
7625 FACILITIES DRAFTING TECHNICIAN 2 B4 48
7621 FACILITIES/PROJECT COST ENGINEER B4 61
8073 FINANCIAL SERVICES COUNSELOR B4 37
8074 FINANCIAL SERVICES SPECIALIST 1 B4 38
8075 FINANCIAL SERVICES SPECIALIST 2 B4 42
7683 FIRE PROTECTION ENGINEER B4 71
7684 FIRE PROTECTION ENGINEER-LEAD B4 76
7036 FISCAL SPECIALIST 1 B4 40
7037 FISCAL SPECIALIST 2 B4 44
7050 FISCAL TECHNICIAN 1 B4 30
7051 FISCAL TECHNICIAN 2 B4 33
7055 FISCAL TECHNICIAN 3 B4 36
7052 FISCAL TECHNICIAN LEAD B4 37
7488 FOREIGN ADMISSIONS EVALUATOR B4 36
7026 FORMS ANALYST 1 B4 33
7027 FORMS ANALYST 2 B4 39
7028 FORMS ANALYST 3 B4 45
7483 GRADUATION & ACADEMIC RECORDS SPECIALIST B4 41
7484 GRADUATION & ACADEMIC RECORDS SPECIALIST LEAD B4 43
7514 GRAPHIC DESIGNER/ILLUSTRATOR B4 43
7515 GRAPHIC DESIGNER/ILLUSTRATOR LEAD B4 49
7512 GRAPHIC ILLUSTRATOR B4 32
7503 HEALTH EDUCATION RESOURCES COORDINATOR 1 B4 44
7504 HEALTH EDUCATION RESOURCES COORDINATOR 2 B4 48
8256 HEALTH INFORMATION LEAD B4 39
8222 HEALTH INFORMATION TECHNICIAN 1 B4 31
8255 HEALTH INFORMATION TECHNICIAN 2 B4 32
8254 HEALTH INFORMATION TECHNICIAN 3 B4 35
7762 HEALTH PHYSICIST 1 B4 52
7763 HEALTH PHYSICIST 2 B4 56
8474 HOSPITAL DENTISTRY ASSISTANT SPECIALIST B7 50
7587 HUMAN RESOURCE ASSISTANT B4 35
7588 HUMAN RESOURCE ASSISTANT SENIOR B4 41
7589 HUMAN RESOURCE COORDINATOR B4 37
7043 HUMAN SUBJECTS REVIEW COORDINATOR B4 48
7774 INFORMATION SPECIALIST 1 B4 41
7775 INFORMATION SPECIALIST 2 B4 46
7788 INSTRUCTIONAL TECHNICIAN 2 B4 39
7702 INVENTORY INSPECTOR 1 B4 30
7703 INVENTORY INSPECTOR 2 B4 35
7797 LABORATORY HELPER B4 25
7798 LABORATORY HELPER LEAD B4 27
7800 LABORATORY TECHNICIAN 1 B4 28
7801 LABORATORY TECHNICIAN 2 B4 32
7240 LEGAL SECRETARY B4 38
7241 LEGAL SECRETARY 2 B4 44
7792 MAILING LIST EQUIPMENT OPERATOR 1 B4 24
7793 MAILING LIST EQUIPMENT OPERATOR 2 B4 28
7540 MEDIA ENGINEER A B4 54
7562 MEDIA LABORATORY COORDINATOR B4 36
7529 MEDIA MAINTENANCE TECHNICIAN 1 B4 36
7530 MEDIA MAINTENANCE TECHNICIAN 2 B4 42
7531 MEDIA MAINTENANCE TECHNICIAN 3 B4 46
7533 MEDIA MAINTENANCE TECHNICIAN LEAD B4 48
7561 MEDIA SERVICES DISPATCHER B4 31
7560 MEDIA SERVICES OPERATOR B4 28
7520 MEDIA TECHNICIAN B4 30
7523 MEDIA TECHNICIAN LEAD B4 41
7521 MEDIA TECHNICIAN SENIOR B4 38
7557 MEDIA/FILM CLERK 1 B4 26
7558 MEDIA/FILM CLERK 2 B4 28
7559 MEDIA/FILM CLERK 3 B4 33
8085 MEDICAL AIRLIFT COMMUNICATIONS SPEC B4 47
8265 MEDICAL ASSISTANT B4 43
8266 MEDICAL ASSISTANT LEAD B4 46
7511 MEDICAL ILLUSTRATOR B4 53
8021 MEDICAL TRANSCRIPTIONIST 1 B7 14
8022 MEDICAL TRANSCRIPTIONIST 2 B7 21
8023 MEDICAL TRANSCRIPTIONIST LEAD B7 28
7728 MESSENGER DRIVER B4 26
7729 MESSENGER DRIVER LEAD B4 30
7220 OFFICE ASSISTANT 1 B4 28
7221 OFFICE ASSISTANT 2 B4 31
7222 OFFICE ASSISTANT 3 B4 34
7223 OFFICE ASSISTANT LEAD B4 36
7631 OFFSET DUPLICATOR OPERATOR B4 26G
7632 OFFSET DUPLICATOR OPERATOR LEAD B4 29G
7734 ORDER FULFILLMENT COORDINATOR B4 32
8160 ORTHOTIST-PROSTHETIST TECHNICIAN B6 50
7658 PARKING ENFORCEMENT OFFICER B4 33
8072 PATIENT CARE COORDINATOR B4 46
8066 PATIENT COLLECTIONS LEAD B6 12
8065 PATIENT COLLECTIONS REPRESENTATIVE B6 5
8081 PATIENT FINANCIAL SERVICES SPECIALIST 1 B6 3
8082 PATIENT FINANCIAL SERVICES SPECIALIST 2 B6 15
8070 PATIENT REPRESENTATIVE B4 44
8078 PATIENT SERVICES REPRESENTATIVE COORDINATOR B4 37
8090 PATIENT SERVICES SPECIALIST 1-TRAINEE B4 34
8091 PATIENT SERVICES SPECIALIST 2 B4 37
8092 PATIENT SERVICES SPECIALIST 3 B4 39
8094 PATIENT SERVICES SPECIALIST EDU-QA B4 44
8093 PATIENT SERVICES SPECIALIST LEAD B4 44
7058 PAYROLL & BENEFITS COORDINATOR B4 41
7060 PAYROLL TECHNICIAN 1 B4 26
7061 PAYROLL TECHNICIAN 2 B4 31
7062 PAYROLL TECHNICIAN LEAD B4 33
7780 PHOTOGRAPHER 1 B4 41
7781 PHOTOGRAPHER 2 B4 45
7779 PHOTOGRAPHIC TECHNICIAN B4 30
7420 PIANO TECHNICIAN B4 41G
7204 PLANNING ANALYST 1 B4 52
7205 PLANNING ANALYST 2 B4 57
7206 PLANNING ANALYST 3 B4 62
7270 POLICE DISPATCHER B4 50
7271 POLICE DISPATCHER LEAD B4 52
7325 PRESERVATION AND MUSEUM SPECIALIST 1 B4 32
7326 PRESERVATION AND MUSEUM SPECIALIST 2 B4 38
7327 PRESERVATION AND MUSEUM SPECIALIST 3 B4 42
7328 PRESERVATION AND MUSEUM SPECIALIST 4 B4 47
7202 PROCEDURES ANALYST 1 B4 47
7203 PROCEDURES ANALYST 2 B4 52
7125 PROCUREMENT REPRESENTATIVE B4 32
7255 PROGRAM ASSISTANT B4 35
7256 PROGRAM COORDINATOR B4 40
8241 QUALITY ASSURANCE COORDINATOR B7 78
7236 RECORDER B4 33
7047 RECORDS ANALYST 1 B4 41
7048 RECORDS ANALYST 2 B4 46
7049 RECORDS ANALYST 3 B4 53
7168 RECREATION COORDINATOR 2 B4 48
7851 RESEARCH AIDE 2 B4 37
7030 RESEARCH ANALYST 1 B4 37
7031 RESEARCH ANALYST 2 B4 42
7032 RESEARCH ANALYST 3 B4 47
7005 RESEARCH ANALYST LEAD B4 50
7853 RESEARCH LITERATURE ANALYST B4 42
7867 RESEARCH STUDY ASSISTANT B4 33
7868 RESEARCH STUDY COORDINATOR 1 B4 38
7869 RESEARCH STUDY COORDINATOR 2 B4 43
7870 RESEARCH STUDY COORDINATOR LEAD B4 43
7510 RESEARCH/EXTENSION PROGRAM ASSISTANT B4 38
7720 RETAIL CLERK 1 B4 26
7721 RETAIL CLERK 2 B4 28
7722 RETAIL CLERK LEAD B4 32
7686 SAFETY PROFESSIONAL 1 B4 50
7688 SAFETY PROFESSIONAL 2 B4 54
7506 SCIENCE INSTRUCTION DESIGNER 1 B4 44
7507 SCIENCE INSTRUCTION DESIGNER 2 B4 49
7784 SCIENTIFIC INSTRUCTIONAL TECHNICIAN 1 B4 40
7785 SCIENTIFIC INSTRUCTIONAL TECHNICIAN 2 B4 43
7769 SCIENTIFIC STORES ATTENDANT B4 36
7243 SECRETARY B4 33
7246 SECRETARY LEAD B4 39
7244 SECRETARY SENIOR B4 36
7644 SECURITY GUARD B4 34
7176 SPORTS EQUIPMENT ATTENDANT 1 B4 18
7177 SPORTS EQUIPMENT ATTENDANT 2 B4 19
7169 SPORTS EQUIPMENT TECHNICIAN B4 27
7573 STAGE TECHNICIAN 2 B4 40
7234 STATISTICAL TYPIST B4 32
7911 SYSTEMS ANALYST/PROGRAMMER 1 B4 51
7912 SYSTEMS ANALYST/PROGRAMMER 2 B4 57
7913 SYSTEMS ANALYST/PROGRAMMER 3 B4 63
7238 TECHNICAL SECRETARY B4 36
7288 TELECOMMUNICATIONS ANALYST 1 B4 58
7289 TELECOMMUNICATIONS ANALYST 2 B4 62
7287 TELECOMMUNICATIONS ANALYST 3 B4 65
7281 TELEPHONE COMMUNICATIONS OPERATOR-HOSPITAL B7 0
7285 TELEPHONE COMMUNICATIONS OPERATOR LEAD-HOSPITAL B7 7
7464 TELEPHONE SYSTEMS TECHNICIAN B4 46G
7646 TRAFFIC GUIDE B4 33
7647 TRAFFIC GUIDE LEAD B4 35
7545 TV/VIDEO EQUIPMENT OPERATOR 1 B4 29
7546 TV/VIDEO EQUIPMENT OPERATOR 2 B4 34
7547 TV/VIDEO EQUIPMENT OPERATOR LEAD B4 37
8028 UTILIZATION REVIEW COORDINATOR B4 31
7472 VETERANS ADVISOR B4 36
7260 WORD PROCESSING OPERATOR 1 B4 31
7261 WORD PROCESSING OPERATOR 2 B4 33
7262 WORD PROCESSING OPERATOR LEAD B4 37

Healthcare Professional/Laboratory Technical Bargaining Unit
Job Code Job Classification Pay Table Salary Range
8340 ADVANCED CARDIAC TECHNOLOGIST B7 98
8341 ADVANCED CARDIAC TECHNOLOGIST LEAD BX 3
8326 ANATOMIC PATHOLOGY TECHNICIAN B7 55
8325 ANATOMIC PATHOLOGY TECHNICIAN TRAINEE B7 40
8327 ANATOMIC PATHOLOGY TECHNOLOGIST B7 66
8312 ANESTHESIOLOGY TECHNICIAN 2 BS 46
8290 CARDIAC MONITOR TECHNICIAN B4 36
8422 CARDIAC SONOGRAPHER 1 BE 90
8423 CARDIAC SONOGRAPHER 2 BE 88
8427 CARDIAC SONOGRAPHER LEAD BE 96
8424 CARDIAC SONOGRAPHER SPECIALIST BE 92
8451 CLINIC CYTOGENETIC TECHNOLOGIST B7 64
8453 CLINIC CYTOGENETIC TECHNOLOGIST SPECIALIST B7 77
8450 CLINIC CYTOGENETIC TECHNOLOGIST TRAINEE B7 49
8330 CLINICAL LABORATORY TECHNICIAN 1 B7 30
8331 CLINICAL LABORATORY TECHNICIAN 2 B7 36
8332 CLINICAL LABORATORY TECHNICIAN LEAD B7 46
8400 MEDICAL LABORATORY SCIENTIST 1 BG 70
8403 MEDICAL LABORATORY SCIENTIST 2 BG 77
8401 MEDICAL LABORATORY SCIENTIST LEAD BG 84
8402 MEDICAL LABORATORY SCIENTIST-TRAINEE BG 66
8465 DENTAL HYGIENIST BG 96
8462 DENTAL LABORATORY TECHNICIAN 3 B4 41
8345 DIAGNOSTIC MEDICAL SONOGRAPHER BE 88
8346 DIAGNOSTIC MEDICAL SONOGRAPHER LEAD BE 99
8348 DIAGNOSTIC MEDICAL SONOGRAPHER SPECIALIST BE 91
8351 DIALYSIS/PHARESIS TECHNICIAN B6 46
8354 DIALYSIS/PHARESIS TECHNICIAN LEAD B6 56
8295 ELECTROCARDIOGRAPH TECHNICIAN 1 B7 33
8296 ELECTROCARDIOGRAPH TECHNICIAN 2 B7 43
8297 ELECTROCARDIOGRAPH TECHNICIAN LEAD B7 51
8370 ELECTRONEURODIAGNOSTIC TECHNOLOGIST 1 BS 52
8371 ELECTRONEURODIAGNOSTIC TECHNOLOGIST 2 BS 62
8373 ELECTRONEURODIAGNOSTIC TECHNOLOGIST 3 BS 69
8272 IMAGING TECHNOLOGIST BE 68
8274 IMAGING TECHNOLOGIST-ANGIOGRAPHY BE 86
8273 IMAGING TECHNOLOGIST-COMPUTED TOMO BE 77
8276 IMAGING TECHNOLOGIST-LEAD BE 96
8275 IMAGING TECHNOLOGIST-MAGNETIC RES IMAGING BE 89
8277 IMAGING TECHNOLOGIST-MAMMO BE 77
8087 MEDICAL INTERPRETER 1 B4 41
8088 MEDICAL INTERPRETER 2 B4 44
8096 MEDICAL INTERPRETER, ASL B4 51
8089 MEDICAL INTERPRETER CASEWORKER/CULTURAL MEDIATOR B4 43
8405 NUCLEAR MED P.E.T. TECH BH 5
8415 NUCLEAR MED TECHNOLOGIST 1 BE 91
8416 NUCLEAR MED TECHNOLOGIST 2 BE 98
8412 NUCLEAR MED TECHNOLOGIST LEAD BF 15
8437 OB TECHNOLOGIST BG 34
8139 OCCUPATIONAL THERAPY ASSISTANT 2 BG 42
8431 OPHTHALMIC SPECIALIST B4 51
8432 OPHTHALMIC TECHNICIAN 1 B4 44
8433 OPHTHALMIC TECHNICIAN 2 B4 47
8434 OPHTHALMIC TECHNICIAN LEAD B4 54
8463 ORAL MAXILLO FACIAL SURGERY TECHNICIAN B7 62
8159 ORTHOPAEDIC TECHNICIAN II B7 47
8038 PHARMACY TECHNICIAN 1 BG 25
8041 PHARMACY TECHNICIAN 2 BG 30
8036 PHARMACY TECHNICIAN LEAD BG 35
8394 PHLEBOTOMIST B7 6
8395 PHLEBOTOMIST LEAD B7 13
8128 PHYSICAL THERAPY ASSISTANT 1 BG 47
8129 PHYSICAL THERAPY ASSISTANT 2 BG 55
8418 PULMONARY FUNCTION TECHNOLOGIST 2 BG 57
8449 RADIATION THERAPY DOSIMETRIST BH 28
8438 RADIATION THERAPY SPECIALIST BH 1
8445 RADIATION THERAPY TECHNOLOGIST BG 95
8446 RADIATION THERAPY TECHNOLOGIST LEAD BH 4
8153 RESPIRATORY CARE ASSISTANT BG 26
8156 RESPIRATORY CARE LEAD BS 79
8155 RESPIRATORY CARE PRACTITIONER BS 70
8151 RESPIRATORY CARE SPECIALIST BG 89
8112 SOCIAL WORK ASSISTANT 2 BC 51
8055 SPECIMEN PROCESSING TECHNICIAN B7 14
8056 SPECIMEN PROCESSING TECHNICIAN LEAD B7 26
8430 SURGICAL TECHNOLOGIST BG 47
8135 THERAPEUTIC RECREATOR 1 BG 70
8134 THERAPEUTIC RECREATOR 2 BG 77
8435 VASCULAR SONOGRAPHER BE 83
8439 VASCULAR SONOGRAPHER LEAD BE 92

Research Technologist Bargaining Unit
Job Code Job Classification Pay Table Salary Range
8380 HISTOLOGIC TECHNICIAN 1 B7 40
8381 HISTOLOGIC TECHNICIAN 2 B7 49
8379 HISTOTECHNOLOGIST B7 59
7859 RESEARCH TECHNOLOGIST 1 B4 35
7860 RESEARCH TECHNOLOGIST 2 B4 40
7861 RESEARCH TECHNOLOGIST 3 B4 44

Research Technologist Supervisor Bargaining Unit
Job Code Job Classification Pay Table Salary Range
7863 RESEARCH TECHNOLOGIST SUPERVISOR B4 49

HMC Technical Bargaining Unit
Job Code Job Classification Pay Table Salary Range
8495 POLYSOMNOGRAPHIC TECHNICIAN 1 BG 54
8496 POLYSOMNOGRAPHIC TECHNICIAN 2 BG 64
8145 ANATOMIC PATHOLOGY TECHNICIAN TRAINEE B7 40
8146 ANATOMIC PATHOLOGY TECHNICIAN B7 55
8147 ANATOMIC PATHOLOGY TECHNOLOGIST B7 66
8122 CLINICAL AUTOPSY COORDINATOR BG 60

UW Medicine Contact Center
Job Code Job Classification Pay Table Salary Range
8102 ADMINISTRATIVE COORDINATOR-CONTACT CTR B4 39
8106 CONTACT CENTER QUALITY ASSURANCE COORD B4 45
8097 CONTACT CENTER REPRESENTATIVE 1 B4 42
8098 CONTACT CENTER REPRESENTATIVE 2 B4 43
8099 CONTACT CENTER REPRESENTATIVE 3 B4 45
8103 CONTACT CENTER SUPERVISOR B4 53
8100 DATA ENTRY OPERATOR-CONTACT CENTER B4 33
8105 PROCEDURES ANALYST 2-CONTACT CENTER B4 52
8101 PROGRAM ASSISTANT-CONTACT CENTER B4 36

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Appendix II- Pay Tables

*The UW Compensation Office has not published this pay table because it currently does not apply to any active classification.

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Appendix III – Differentials

University-wide Nonsupervisory Bargaining Unit
Class Code Class Title Evening Shift Differ. ($/Hour) Night Shift Differ. ($/Hour) Standby Pay ($/Hour) Weekend Pay ($/Hour)
8340 ADVANCED CARDIAC TECHNOLOGIST $1.50 $2.25 $3.00 $1.50
8341 ADVANCED CARDIAC TECHNOLOGIST LEAD $1.50 $2.25 $3.00 $1.50
8364 CLINICAL DATA SPECIALIST – CODER $1.50 $2.25 $3.00 $1.50
8365 CLINICAL DATA SPECIALIST – UTIL MGMT $1.50 $2.25 $3.00 $1.50
8367 CLINICAL DATA SPECIALIST LEAD $1.50 $2.25 $3.00 $1.50
8363 CLINICAL DATA SPECIALIST TRAINEE $1.50 $2.25 $3.00 $1.50
8366 CLINICAL DATA SPECIALIST-CODER/UTIL MGMT $1.50 $2.25 $3.00 $1.50
8456 CLINICAL EMBRYOLOGIST $1.50 $2.25 $3.00 $1.50
8457 CLINICAL EMBRYOLOGIST LEAD $1.50 $2.25 $3.00 $1.50
8455 CLINICAL EMBRYOLOGIST TRAINEE $1.50 $2.25 $3.00 $1.50
8391 CLINICAL LABORATORY ASSISTANT $1.50 $2.25 $3.00 $1.50
7378 COMMUNICATIONS TECHNICIAN 1 $1.50 $2.25 $3.00 $1.50
7379 COMMUNICATIONS TECHNICIAN 2 $1.50 $2.25 $3.00 $1.50
7380 COMMUNICATIONS TECHNICIAN 3 $1.50 $2.25 $3.00 $1.50
8470 DENTAL ASSISTANT 1 $1.50 $2.25 $3.00 $1.50
8471 DENTAL ASSISTANT 2 $1.50 $2.25 $3.00 $1.50
8351 DIALYSIS/PHARESIS TECHNICIAN $1.50 $2.25 $3.00 $1.50
8354 DIALYSIS/PHARESIS TECHNICIAN LEAD $1.50 $2.25 $3.00 $1.50
8004 DIETARY UNIT CLERK $1.50 $2.25 $3.00 $1.50
8073 FINANCIAL SERVICES COUNSELOR $1.50 $2.25 $3.00 $1.50
8074 FINANCIAL SERVICES SPECIALIST 1 $1.50 $2.25 $3.00 $1.50
8075 FINANCIAL SERVICES SPECIALIST 2 $1.50 $2.25 $3.00 $1.50
8256 HEALTH INFORMATION LEAD $1.50 $2.25 $3.00 $1.50
8222 HEALTH INFORMATION TECHNICIAN 1 $1.50 $2.25 $3.00 $1.50
8255 HEALTH INFORMATION TECHNICIAN 2 $1.50 $2.25 $3.00 $1.50
8254 HEALTH INFORMATION TECHNICIAN 3 $1.50 $2.25 $3.00 $1.50
8474 HOSPITAL DENTISTRY ASSISTANT SPECIALIST $1.50 $2.25 $3.00 $1.50
8085 MEDICAL AIR LIFT COMMUNICATIONS SPEC $1.50 $2.25 $3.00 $1.50
8265 MEDICAL ASSISTANT $1.50 $2.25 $3.00 $1.50
8266 MEDICAL ASSISTANT LEAD $1.50 $2.25 $3.00 $1.50
8087 MEDICAL INTERPRETER 1 $1.50 $2.25 $3.00 $1.50
8088 MEDICAL INTERPRETER 2 $1.50 $2.25 $3.00 $1.50
8089 MEDICAL INTERPRETR CSEWRKR-CULTRL MEDIAT $1.50 $2.25 $3.00 $1.50
8021 MEDICAL TRANSCRIPTIONIST 1 $1.50 $2.25 $3.00 $1.50
8022 MEDICAL TRANSCRIPTIONIST 2 $1.50 $2.25 $3.00 $1.50
8023 MEDICAL TRANSCRIPTIONIST LEAD $1.50 $2.25 $3.00 $1.50
8433 OPHTHALMIC TECHNICIAN 2 $1.50 $2.25 $3.00 $1.50
8160 ORTHOTIST-PROSTHETIST TECHNICIAN $1.50 $2.25 $3.00 $1.50
8072 PATIENT CARE COORDINATOR $1.50 $2.25 $3.00 $1.50
8066 PATIENT COLLECTIONS LEAD $1.50 $2.25 $3.00 $1.50
8065 PATIENT COLLECTIONS REPRESENTIVE $1.50 $2.25 $3.00 $1.50
8081 PATIENT FINANCIAL SERVICES SPECIALIST 1 $1.50 $2.25 $3.00 $1.50
8082 PATIENT FINANCIAL SERVICES SPECIALIST 2 $1.50 $2.25 $3.00 $1.50
8010 PATIENT REGISTRATION REPRESENTATIVE $1.50 $2.25 $3.00 $1.50
8070 PATIENT REPRESENTATIVE $1.50 $2.25 $3.00 $1.50
8077 PATIENT SERVICES REP $1.50 $2.25 $3.00 $1.50
8078 PATIENT SERVICES REP COORDINATOR $1.50 $2.25 $3.00 $1.50
8079 PATIENTS SERVICES REP LEAD $1.50 $2.25 $3.00 $1.50
8241 QUALITY ASSURANCE COORDINATOR $1.50 $2.25 $3.00 $1.50
7281 TELEPHONE COMMUNICATIONS OPERATOR-HOSP $1.50 $2.25 $3.00 $1.50
7285 TELEPHONE COMMUNICATIONS OPR LEAD-HOSP $1.50 $2.25 $3.00 $1.50

For the most current information regarding earnings types applicable to Health Care Professional/Technical classes, please refer to the Employment Earnings Type Information on the web at:http://hr.uw.edu/comp/classified-staff/earn-types/


University-wide Supervisory Bargaining Unit
Class Code Class Title Evening Shift Differ. ($/Hour) Night Shift Differ. ($/Hour) Standby Pay ($/Hour) Weekend Pay ($/Hour)
8343 ADVANCED CARDIAC TECHNOLOGIST SUPERVISOR $1.50 $2.25 $3.00 $1.50
8368 CLINICAL DATA SPECIALIST SUPV $1.50 $2.25 $3.00 $1.50
8076 FINANCIAL SERVICES SPECIALIST SUPV $1.50 $2.25 $3.00 $1.50
8257 HEALTH INFORMATION SUPERVISOR $1.50 $2.25 $3.00 $1.50
8024 MEDICAL TRANSCRIPTION SUPV $1.50 $2.25 $3.00 $1.50
8069 PATIENT CARE COORDINATOR SUPV $1.50 $2.25 $3.00 $1.50
8083 PATIENT FINANCIAL SERVICES SUPERVISOR $1.50 $2.25 $3.00 $1.50
8011 PATIENT REGISTRATION REPRESENTATIVE LEAD $1.50 $2.25 $3.00 $1.50
8012 PATIENT REGISTRATION REPRESENTATIVE SUPV $1.50 $2.25 $3.00 $1.50
8071 PATIENT REPRESENTATIVE SUPERVISOR $1.50 $2.25 $3.00 $1.50
8080 PATIENT SERVICES REP SUPV $1.50 $2.25 $3.00 $1.50
7286 TELEPHONE COMMUNICATIONS SUPERVISOR $1.50 $2.25 $3.00 $1.50

For the most current information regarding earnings types applicable to Health Care Professional/Technical classes, please refer to the Employment Earnings Type Information on the web at: http://hr.uw.edu/comp/classified-staff/earn-types/

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Appendix IV – Overtime Exempt Job Classifications

University-wide Nonsupervisory Bargaining Unit
Job Code Job Classification
7301 ACCOUNTANT 2
7302 ACCOUNTANT, SENIOR
7336 BUDGET/FISCAL ANALYST
7337 BUDGET/FISCAL ANALYST LEAD
7122 BUYER 3
7683 FIRE PROTECTION ENGINEER
7684 FIRE PROTECTION ENGINEER LEAD
7504 HEALTH EDUCATION RESOURCES COORDINATOR 2
7762 HEALTH PHYSICIST 1
7763 HEALTH PHYSICIST 2
7043 HUMAN SUBJECTS REVIEW COORDINATOR
7511 MEDICAL ILLUSTRATOR
7205 PLANNING ANALYST 2
7206 PLANNING ANALYST 3
7688 SAFETY PROFESSIONAL 2
7507 SCIENTIFIC INSTRUCTION DESIGNER 2
7287 TELECOMMUNICATIONS ANALYST 3

University-wide Supervisory Bargaining Unit
Job Code Job Classification
7011 ACCOUNTING SUPERVISOR
7553 BROADCAST TECHNICIAN SUPERVISOR
7339 BUDGET/FISCAL OPERATIONS SUPERVISOR
7338 BUDGET/FISCAL UNIT SUPERVISOR
8342 CARDIAC TECHNOLOGIST SUPERVISOR
8368 CLINICAL DATA SPECIALIST SUPERVISOR
7382 COMMUNICATIONS TECHNICIAN SUPERVISOR
7956 COMPUTER OPERATOR SUPERVISOR
7345 CREDIT MANAGER B
7362 DATA CONTROL SUPERVISOR
8477 DENTAL CLINIC SUPERVISOR 1
8478 DENTAL CLINIC SUPERVISOR 2
8347 DIAGNOSTIC MEDICAL SONOGRAPHER SUPV
8076 FINANCIAL SERVICES SPECIALIST SUPERVISOR
7516 GRAPHIC DESIGNER/ILLUSTRATOR SUPERVISOR
7210 GROUNDS SUPERVISOR
8257 HEALTH INFORMATION SUPERVISOR
8279 IMAGING TECHNOLOGIST-SUPERVISOR
7313 LIBRARY SPECIALIST II – SUPERVISOR
7321 LIBRARY SUPERVISOR II
7794 MAIL SERVICES SUPERVISOR
7208 MAINTENANCE SUPERVISOR 1
7209 MAINTENANCE SUPERVISOR 2
7173 MANAGER – SWIMMING POOLS
7541 MEDIA ENGINEER B
7532 MEDIA MAINTENANCE SUPERVISOR
8414 NUCLEAR MEDICINE TECHNOLOGIST SUPERVISOR
7216 OFFICE SUPPORT SUPERVISOR 2
8436 OPHTHALMIC TECHNICIAN SUPERVISOR
7653 PARKING SUPERVISOR 2
7651 PARKING SUPERVISOR 3
8083 PATIENT FINANCIAL SERVICES SUPERVISOR
8071 PATIENT REPRESENTATIVE SUPERVISOR
7782 PHOTOGRAPHY SUPERVISOR
7015 PROGRAM MANAGER A
7259 PROGRAM SUPPORT SUPERVISOR I
7257 PROGRAM SUPPORT SUPERVISOR II
7768 STOCKROOM SUPERVISOR
7509 SUPERVISOR – MEDIA TECHNICAL SERVICES
7548 TV/VIDEO EQUIPMENT OPERTAOR SUPERVISOR

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Appendix V – Layoff Seniority Units

  1. Office of the President (includes Attorney General’s Office and Intercollegiate Athletics)
  2. Applied Physics Laboratory
  3. Libraries (excludes Law Library)
  4. Office of Minority Affairs and Diversity
  5. College of Engineering
  6. College of Built Environments
  7. School of Law
  8. Evans School of Public Affairs
  9. School of Social Work
  10. College of the Environment, Global Health, Information School
  11. Foster School of Business
  12. College of Education except for Experimental Education Unit
  13. Experimental Education Unit
  14. Undergraduate Academic Affairs
  15. School of Dentistry
  16. School of Nursing
  17. School of Pharmacy
  18. School of Public Health and Community Medicine
  19. Facilities Services and Capital Projects
  20. Arts and Sciences – Arts
  21. Arts and Sciences – Humanities
  22. Arts and Sciences – Social Sciences
  23. Arts and Sciences – Natural Sciences
  24. Arts and Sciences – Biology, Psychology, Speech and Hearing Sciences
  25. Arts and Sciences – Dean’s Office and Burke Museum
  26. Vice President of Student Affairs except Housing and Food Services
  27. Housing and Food Services
  28. Vice President for External Affairs
  29. Vice President for University Advancement
  30. Vice President for Human Resources
  31. Creative Communications
  32. Purchasing and Stores
  33. Financial Accounting
  34. Payables Administration, Travel
  35. Student Fiscal Services
  36. Grant & Contract Accounting, Payroll, Management Accounting & Analysis, Treasury, Controller’s Office, Equipment Inventory Office, Other Financial Management Units
  37. Special Employment Programs
  38. Health Sciences Administration: HS Academic Services and Facilities
  39. Health Sciences Administration: Alcohol and Drug Abuse Institute Administration – Center on Human Development and Disability
  40. Health Sciences Administration – Hall Health; Environmental Health and Safety
  41. Health Sciences Administration – Washington National Primate Research Center
  42. Health Sciences Administration – All Other – Finance and Administration, Health Sciences and Medical Affairs, News and Community Relations, Institute on Aging, Office of the Executive Director
  43. Office of the Vice President for Medical Affairs and Dean of School of Medicine administrative/program units including the Interdisciplinary Graduate Programs: Biomolecular Structure & Design Program, Molecular and Cell Biology Program, and Program for Neurobiology and Behavior

School of Medicine Departments to be broken down as follows:

  1. Anesthesiology and Pain Medicine
  2. Biochemistry
  3. Biological Structure, Bioengineering, Microbiology, Genome Sciences, Department of Neurology
  4. Clinical Research Center
  5. Comparative Medicine
  6. Family Medicine
  7. Immunology
  8. Laboratory Medicine
  9. Medical History and Ethics, Medical Education
  10. Medicine
  11. Neurological Surgery
  12. Obstetrics/Gynecology
  13. Ophthalmology
  14. Orthopedics
  15. Otolaryngology
  16. Pathology
  17. Pediatrics
  18. Pharmacology
  19. Physiology and Biophysics
  20. Psychiatry and Behavioral Sciences
  21. Radiation Oncology, Radiology
  22. Rehabilitation Medicine
  23. Surgery
  24. Urology

UW Technology:

  1. Office of the VP, Business & Finance
  2. IT Infrastructure
  3. Office of Information Management

UW Medical Centers Shared Services

  1. Information Technology
  2. Patient Financial Services
  3. UW Medicine Contact Center

Harborview Medical Center

  1. Executive Director – Compliance, Community Relations, Development, Chief Operating Officer, Hiring authority for HMC and all other units not listed below
  2. Associate Administrator – Clinical Support Services
  3. Associate Administrator – Ambulatory Care and Allied Care Services
  4. Associate Administrator – Patient Care Service
  5. Associate Administrator – Finance
  6. Medical Director

UW Medical Center

  1. Executive Director, UWMC and all other units not listed below
  2. Associate Administrator – Chief Nursing Officer
  3. Senior Associate Administrator – Planning, Marketing, Design & Construction
  4. Associate Administrator – Chief Financial Officer
  5. Associate Administrator for Support Services
  6. Associate Administrator – Ambulatory Services
  7. Medical Director’s Office

Provost Units, UW Bothell, UW Tacoma

  1. Planning and Budgeting – Vice Provost for
  2. Provost, Office of the – all Provost’s units not delineated as separate units
  3. Educational Outreach – Vice President for
  4. Vice Provost for Research and Dean of Graduate School
  5. University of Washington, Bothell
  6. University of Washington, Tacoma

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Appendix VI – Regular Temporary Employees

Definition. The term Regular Temporary Employee shall mean an hourly paid employee doing bargaining unit work for more than 350 hours but less than 1,050 hours in any twelve (12) consecutive month period from an individual’s original employment date in an hourly paid bargaining unit classification or from January 1, 2004, whichever is later, exclusive of overtime worked.

Only the following language from Articles of the Agreement applies to Regular Temporary Employees:

Preamble and Purpose

Includes Regular Temporary Employees for purposes of description of bargaining unit.

Nondiscrimination/Affirmative Action

Nondiscrimination. Neither the Employer nor the Union shall discriminate against any employee by reason of the following status: age, sex (except where age or sex is a bona fide occupational qualification), race or ethnic origin, color, creed, national origin, religion, disability, disabled or Vietnam era veteran, political affiliation, marital status, sexual orientation, or membership or nonmembership in a union.

Applicable Law. The Union and the Employer agree to abide by and support the applicable statutory and administrative laws pertaining to equal opportunity and elimination of employment inequities. In order to promote this policy, the Employer will continue its affirmative action program for qualified women, ethnic and racial minorities, persons of disability, persons age forty (40) and over, disabled veterans, and Vietnam era veterans.

Sexual Harassment. No employee shall be subjected to discrimination in the form of sexual harassment, currently defined in the University of Washington Handbook (Volume 4, Part 1, Chapter 2) as the use of one’s authority or power, either explicitly or implicitly, to coerce another into unwanted sexual relations or to punish another for his or her refusal, or as the creation by a member of the University community of an intimidating, hostile, or offensive working or educational environment, through verbal or physical conduct of a sexual nature.

Complaints. A discrimination complaint may be filed with the University Complaint Investigation and Resolution Office and/or as a grievance in accordance with Article 4 of this Agreement. Employees may also file discrimination complaints with appropriate federal or state agencies. The parties agree to encourage the filing of discrimination complaints through the University Complaint Investigation and Resolution Office.

Union Membership, Fair Share and Dues Deduction

Union Membership and Fair Share Fee. The Union shall fairly represent all employees covered by this Agreement. Therefore, as a condition of employment, Regular Temporary Employees shall, within sixty (60) days of having worked more than 350 hours from an individual’s original date of employment into an hourly paid bargaining unit classification, or from January 1, 2004, whichever is later, either execute a union membership and payroll deduction form or a fair share payroll deduction form and shall have the appropriate fee deducted from their payroll checks. Any employee who is a member of the Union may voluntarily withdraw their membership from the Union and pay a fair share fee by giving written notice to the Union within thirty (30) days prior to the expiration date of this Agreement.

After initial inclusion in a Local 925 bargaining unit, an employee will continue to be included in the bargaining unit in subsequent years if the 350 hour threshold was met in the previous year.

The University will give a Union-provided “Welcome Letter” and a Union-provided payroll deduction form to each member of the bargaining unit as they cross the 350-hour threshold.

The Union and the University agree that an employee signature on a Union Payroll Deduction form is valid from year to year as long as a regular temporary employee remains in the bargaining unit.

Employees who are determined by the Public Employment Relations Commission (PERC) to satisfy the religious exemption requirements of RCW 41.80.100 shall make payments to the Union equivalent to regular union dues and initiation fees for purposes within the program of the Union as designated by the employee that would be in harmony with his or her conscience.

Dues Deduction. Upon written authorization by an individual employee, the Employer shall provide for the semi-monthly payroll deductions of union dues and fair share fees which are uniformly applied to all members in those bargaining units in which the Union is the exclusive bargaining agent.

Indemnification. The Union and each employee authorizing the assignment of wages for the payment of Union dues hereby undertakes to indemnify and hold the University harmless from all claims, demands, suits or other forms of liability that may arise against the University for or on account of any deductions made from the wages of such employees.

Remittance of Dues. The Employer shall electronically transmit to the Union on the first bank working day after each payday all dues and fair share fees deducted for that pay period in those bargaining units for which the Union is the exclusive bargaining representative.

Listing of Employees. The Employer shall provide the Union with a semi-monthly listing of all employees with union dues or fair share fee deductions in the designated bargaining units and a monthly listing of all employees in the designated bargaining units who terminated their employment, or changed their employment status, classification or work location. The employer shall provide this information electronically along with bargaining unit pay rates and home addresses.

Grievance Procedure

Definition. A grievance, within the meaning of this Agreement, shall be defined as any alleged misapplication or misinterpretation of the terms of this Agreement.

A grievant, within the meaning of this Agreement, shall be defined as an employee within a bargaining unit covered by this Agreement who alleges a grievance, the Union alleging a grievance, or the Employer under the terms and conditions of this Agreement. An individual grievant may not invoke Steps Three or Four of the grievance procedure without authorization from the Union. Grievances involving discipline shall be submitted to the level of supervision or designee having authority to act.

Responsibilities. The Union shall prevail upon all employees in the bargaining units and especially stewards to make a diligent and serious attempt to resolve complaints at the lowest possible level. The Employer, likewise, shall prevail upon its supervisory personnel to cooperate fully with the stewards and other Union representatives in the prompt resolution of any grievances that may arise.

Employee Grievance Rights. Any employee who believes he/she has been aggrieved may personally seek relief from that condition by filing a grievance, irrespective of any supervisor’s opinion of the grievance’s validity. In the presentation of grievances the employees shall be safe from restraint, interference, discrimination, or reprisal.

Time Limitations. An extension of the time limitations as stipulated in the respective steps below may be obtained by mutual consent of the parties. Failure of the employee to comply with the time limitations without a request for time extension shall constitute automatic withdrawal of the grievance. Failure of the Employer to comply with the time limitations without a request for time extension shall establish the right of the employee to proceed to the next step of the grievance procedure. For the purposes of calculating time requirements, the first day shall be the day following the day on which the employee was aware, or should have reasonably been aware of the issue giving rise to the grievance. Saturdays, Sundays and holidays shall be included in the calculation of days except that the final day may not be on a Saturday, Sunday or holiday but will end at the close of the first working day following the Saturday, Sunday or holiday.

Pay Status – Meetings. Meetings and discussions on the grievance held in connection with this grievance procedure shall normally be held during the University’s regular business hours, and no deduction in pay status shall be made for the grievant or steward for reasonable time spent in such meetings or discussions during the employee’s scheduled duty hours. Time off for employees and stewards shall be granted by supervision following a request, but in consideration of job responsibilities. If the requested time off cannot be granted, the parties shall arrange for time off at the earliest possible time thereafter.

Grievance Withdrawal. A grievance may be withdrawn in writing at any time by mutual agreement of both parties and if withdrawn shall not be resubmitted.

Employee Representation. The Union as exclusive representative of bargaining unit employees is the responsible representative of said employees in grievance matters.

The parties agree that decisions rendered under the prior HEPB process shall not be determinative or precedential for any issue raised under the grievance procedure.

Steps of the Grievance Procedure. All grievances shall be processed only through Step 2, except grievances alleging inaccurate or untimely payment of hourly wages, or failure by the Employer to follow the terms of Article 30 below, which may be processed through Step 4. As long as the hourly rate paid is not lower than the lowest step in the salary range for a position’s assigned classification, and the Employer has followed the terms of Article 30 below, the hourly rate paid is not subject to the grievance procedure.

Step One: Presentation. Within thirty (30) calendar days of the occurrence of a situation, condition, or action which caused the grievance, the employee(s) affected and/or the steward or Union representative shall present the grievance to the employee’s immediate supervisor for resolution. Presentation of the grievance shall include a short written description of the subject of the grievance and the contract Articles allegedly violated. If the grievance is directed against the employee’s immediate supervisor, the grievance may be presented to the next higher level of supervision. The parties shall attempt to meet to resolve the grievance within fifteen (15) calendar days. The supervisor will respond within five (5) calendar days of the meeting.

Step Two: If a satisfactory settlement is not reached in Step One, and the employee wishes to pursue the matter further, said grievance shall be put into writing on the authorized grievance form and referred to the department head or designee or to the next appropriate level of management and the Office of Labor Relations within fifteen (15) calendar days after the decision from Step One. The date of alleged occurrence of the grievance shall be specified. The parties shall attempt to meet to resolve the grievance within fifteen (15) calendar days following the date of written submittal. At this step the Union agrees to cite all known sections of the Agreement which allegedly have been violated and to provide a copy to the Human Resources Office and Office of Labor Relations. The grievant may be represented by a steward and union staff representative. The University will be represented by the appropriate management official, or designee, a representative from the Office of Labor Relations and a human resources consultant, if desired by the University. The University will respond in writing within ten (10) calendar days.

Step Three: Grievance Mediation. If a satisfactory settlement is not reached at Step Two, the grievant with authorization from the Union may submit the written grievance to the Office of Labor Relations requesting grievance mediation within fifteen (15) calendar days.

Upon mutual agreement, the Employer and the Union shall request, within ten (10) calendar days, grievance mediation services of the Public Employment Relations Commission (PERC). If those services are unavailable on a timely basis, the parties shall immediately request a list of grievance mediators from the Federal Mediation and Conciliation Service (FMCS). The cost of the mediation shall be borne equally by both parties.

Step Four: Arbitration. If a satisfactory settlement is not reached at Step Two or Step Three, either of the signatory parties to this Agreement may submit the grievance to binding arbitration. Such submittal must be made within fifteen (15) calendar days following the conclusion of Step Two or Step Three. Within sixty (60) calendar days of the execution of the Agreement, the parties agree to meet to establish a permanent panel of three (3) – five (5) arbitrators. These arbitrators shall be assigned cases by the parties on a rotating basis. If the arbitrator is not available to hear the case within sixty (60) calendar days of the decision by either party to go to arbitration, the parties will contact the next arbitrator in the rotation. If no arbitrator can hear the case within sixty (60) calendar days, the case will be assigned to the arbitrator who can hear the case on the earliest date. The appointment to the panel will be for the first eighteen (18) months of the Agreement at which time either party may decide not to continue the appointment. If an individual arbitrator decides to remove his/her name from the panel or if one or more members of the panel are not continued by either party, the parties will meet to decide whether to substitute an additional name(s).

Until the panel is implemented, the parties will select an arbitrator using the procedure in the November 16, 1999-November 15, 2002 contract. The parties agree that the arbitrator shall have no power to render a decision that adds to, subtracts from, alters or modifies in any way the terms and conditions of the Agreement. The parties further agree that the decision of the arbitrator will be final and binding upon all parties. The cost of the arbitration shall be borne equally by the parties and each party shall bear the full cost of presenting its own case. The arbitrator’s decision shall be made in writing and the arbitrator shall be encouraged to render the decision within thirty (30) calendar days of the close of the arbitration.

In cases where a grievance is moved to arbitration, and the parties did not avail themselves of Step Three: Grievance Mediation, the moving party shall have the unilateral right to demand a pre-arbitration settlement conference. These conferences shall not delay the arbitration process, and may be held with or without the presence of the arbitrator, at the option of the moving party. In the event that an arbitrator is present, the cost of the arbitrator’s participation shall be borne equally by the parties.

Hours of Work and Overtime

Hours of work for Regular Temporary Employees shall be established by the employing official. Work assigned in excess of forty (40) hours in a seven (7) day work week constitutes overtime. Overtime hours will be compensated at a rate of one-and-one-half (1-1/2) times the employee’s straight time hourly rate.

Employment

Policy. It is the policy of the University to encourage job advancement. It is the responsibility of each employee seeking employment to provide the employer with complete information regarding the employee’s skills and qualifications relative to the position sought. The Employer will make the application process, necessary submittals and the essential skills of the vacant position clear to prospective applicants.

Notice that applications are being accepted for bargaining unit positions will be published by the Employer and will be made available in places intended to reach bargaining unit employees for a minimum of seven (7) days prior to the closing of the application period. The University may limit the scope of the posting area if applications only from within the posting area are accepted. Active Regular Temporary Employees may apply for department/unit specific openings if they have worked in the department/unit within the past calendar year.

The Employer will determine if applicants possess the essential skills required of the position. Essential skills are the minimum qualifications listed in the job description for the classification and any specific position requirements. The Employer will refer all bargaining unit applicants (including Regular Temporary Employees) possessing the essential skills prior to referring any non-bargaining unit applicants. In accordance with applicable law, affirmative action goals will be considered when filling vacancies.

Probationary Period

Regular Temporary Employees are subject to all terms of the Agreement at such time as a Regular Temporary Employee is appointed to a monthly paid bargaining unit position. This includes the requirement to serve a probationary period.

A Regular Temporary Employee who is hired into the same job without a break in service, in the same unit through open recruitment will have their Regular Temporary hours of service apply toward their probationary period for that position up to a maximum of three (3) months of the six (6) month probationary period.

Health and Safety

Policies. It is the Employer’s intent to make reasonable and proper provisions for the maintenance of appropriate standards of health and safety within the workplace. The Employer shall comply with applicable Federal and State health and safety legislation and regulations and has designated the University’s Environmental Health and Safety (EH&S) Department to advise and monitor compliance with such standards.

When it is established through medical documentation that a disabling condition or physical limitation prohibits continued performance of the employee’s assigned duties, the employer will attempt to assist the employee through reassignment, transfer, or reconfiguration of job duties.

Employees who believe that working conditions present a hazard to their health should first alert their supervisor. All employees are encouraged to contact Environmental Health and Safety to report hazardous conditions. If a supervisor or Environmental Health and Safety declares a work site to be hazardous and unfit for work, affected employees may be assigned to alternative work sites until the hazardous condition is rectified. If assignment to an alternative work site is not possible and the supervisor decides to send the employees home, those employees sent home will receive their regular pay for all time the employee is scheduled to work on the day of the incident. For all subsequent days the employee(s) may use accrued leave as appropriate.

Health Examinations. The Employer shall provide at no cost to the employee, such medical tests or health examinations as may be required as a condition of employment.

Safety. All work shall be performed in conformity with applicable safety standards. Employees are encouraged to immediately report any unsafe working conditions to their supervisor. No employee shall be disciplined for reporting any such condition nor be required to work or to operate equipment when he/she has reasonable grounds to believe such action would result in immediate danger to life or safety until the condition has been reviewed by a Union Steward and a higher level of supervision. If the matter is not resolved satisfactorily, the supervisor or employee may request a decision from the University’s Department of Environmental Health and Safety or the Department of Labor and Industries.

Safety Committees. Bargaining unit employees shall be appropriately represented on any organizational health and safety committees for areas in which they are employed, as detailed in Administrative Policy Statements 10.11. Any department or unit committee also dealing with health and safety issues in work areas shall appropriately involve bargaining unit employees. It shall also be appropriate for either party to raise health and safety concerns at the Joint Union/Management Committee.

Ergonomics. The Employer shall maintain a separate section in the Administrative Policy Statements that reference the ergonomic requirements of WAC 296-62-051. Further ergonomic guidelines shall be referenced on the Environmental Health and Safety department website www.ehs.washington.edu.

Workplace Review. The parties recognize that there are several elements in a work site which may affect individual health, comfort and productivity. The Employer shall conduct routine hazard assessments of any worksite that may contain health hazards as required by WAC. The Employer shall provide awareness education to help reduce identified hazards. Employees may also request a workplace review by the employing department and employees shall be given the results of the review.

Records

Bargaining Unit. A current list of names, classifications, and departments of all bargaining unit employees will be provided annually to the Union at cost.

Personnel File. To the extent personnel records are kept for Regular Temporary Employees, upon written request by an employee to their area Human Resources Office (official personnel file) or department manager (departmental file), the employee or employee’s representative shall have access to the employee’s official or departmental personnel file for review. Upon the employee’s request, the employee may receive copies of any materials in the file (requests for reasonable numbers of copies will be provided at no cost to the employee; employees may be charged a fee for requests for large numbers of copies). Prior to such review the Director or designee may remove any letters of reference which were obtained through assurances of confidentiality to a third party. Such letters shall only be used for the purposes of hiring and/or promotional application.

Employees shall be provided a copy of all adverse material placed in the official file at the time the material is included in the file.

  1. Information shall be retained as long as it has a reasonable bearing on the employee’s job performance or upon the efficient and effective management of the institution.Adverse material or information related to employee misconduct or alleged misconduct which is determined to be false and all such information in situations where the employee has been fully exonerated of wrong doing shall be promptly destroyed.
  2. Notwithstanding subsection (1) of this section, an institution may retain information relating to employee misconduct or alleged misconduct, if:
    1. The employee requests that the information be retained; or
    2. The information is related to pending legal action or legal actions may reasonable be expected to result.

    The employee shall have the right to have placed in his/her own personnel file a statement of rebuttal or correction of information contained in the file within a reasonable period of time after the employee becomes aware that the information has been placed in the file.

Request for Information. To the extent such records are kept for Regular Temporary Employees, the Employer shall make available to the Union, upon written request, records and reports regarding personnel issues, such as home addresses, employment date and reclassification requests, concerning those classifications in the bargaining units, provided that this shall not require the Employer to disclose any records not subject to disclosure under the Public Disclosure Act of the State of Washington or to maintain or assemble any data which it would not otherwise assemble for its own use. Information shall be provided electronically where feasible.

Travel Pay and Work Time

General. Any employee required to travel to a place of work other than his/her regular official duty station shall be reimbursed for travel costs if eligible, in accordance with University of Washington Administrative Policy Statements, Section 70.

Facilities

Meeting Facilities. The Union shall be permitted to use the Employer’s facilities for meetings provided advance notice is given to the Employer, appropriate space is available on the date requested, and meetings are held in accordance with the Employer’s policy on this subject.

Bulletin Boards.

  1. Space shall be made available to the Union on bulletin boards in those areas where bargaining unit members work or frequent, for the posting of notices and information pertaining to official business of the Union. Such posted material is to be signed by a Union representative.
  2. If it is established that adequate space is not available at a convenient location, the Union may provide for and have installed a bulletin board at its own expense, provided the size and location of said bulletin board shall be mutually agreeable to the Union representative and the Employer.

Employee Facilities.

  1. Restrooms and attendant facilities shall be provided as required by the State of Washington Department of Labor and Industries. Dressing rooms and/or lockers shall be provided to employees in those classifications where a change of clothing is required by the Employer.
  2. The adequacy of employee facilities, including sanitary supply dispensers for female employees, shall be a proper subject for discussion by the Joint Union-Management Committee.
Joint Union Management Committee

Committee Purpose and Membership. A Joint Union-Management Committee is established to provide a forum for communications between the two (2) parties and to deal with matters of general Union/Employer concern. The committee’s function will be limited to an advisory capacity and shall not include any decision-making or collective bargaining authority.

Committee membership shall consist of three (3) bargaining unit employees and a Union staff representative and four (4) Employer representatives to include the Executive Director for Labor Relations or designee.

The Employer will discuss with representatives of the Union significant changes affecting institutional conditions of employment generally affecting bargaining unit employees sufficiently in advance of the targeted implementation date of said changes so that reasonable alternative proposals can be adequately considered by the Joint Union-Management Committee. Diversity, child care and tuition exemption shall be considered appropriate subjects for the Joint Union-Management Committee.

Meetings. Committee meetings may be requested by an authorized representative of either party. Requests for a quarterly meeting shall be honored; however, once convened, the committee may meet more or less frequently as mutually agreed between the parties.

At least one (1) week’s notice shall be given to members of any agreed upon meeting and the agenda. Committee meetings shall normally be held during University business hours and at a mutually agreeable time and date. Employee members shall experience no loss in salary for meeting participation; however, meeting times are not construed as work time and no overtime shall be claimed or paid for meetings attended outside the employee members’ regular working hours.

Limitations. Committee meeting topics shall be limited to subjects of group rather than individual concern, and the committee shall not discuss grievances properly processed under Article 4 of the Agreement. Further, it is not intended that this Article obligate in any way either party to negotiate on personnel matters covered in this Agreement or to alter, limit, restrict, or reduce prerogatives of either party otherwise provided in this Agreement.

Use of Temporary Employees. Issues concerning the use of temporary employees who work beyond 1,050 hours from the employee’s original University of Washington temporary employment date, shall be an appropriate subject for discussion in the Joint Union Management Committee meeting. Such issues may include, but will not be limited to, the continuous and ongoing use of temporary employees as well as the possibility of alternate employment opportunities.

Contract Distribution

Prior to posting on the Labor Relations website, the University will submit to the Union the electronic version of the collective bargaining agreement between the University of Washington and the SEIU Local 925.

Distribution.

  1. Each department or unit will maintain a paper copy of the contract accessible to all union members regardless of shift.
  2. The Employer shall allow distribution through campus mail as needed.

New Employees

  1. The Employer shall provide to the Union, at least monthly, a list of new employees in the bargaining units, including the employee’s name, begin date, classification, department, and mail stop.
  2. Upon request from the employee, the Employer will distribute to each new employee in the bargaining units a copy of the dues deduction card.
  3. A bargaining unit member designated by the Union shall be granted paid release time to attend new employee orientation and/or new employee coffee hours scheduled by the University. Such release time will be subject to the operational needs of the department.
Compensation

The Salary schedules for Regular Temporary Employees shall be incorporated into this Agreement as Appendix II.

The hourly rate for a Regular Temporary Employee under this Appendix must fall within the salary range for the classified title that best fits the work and may not be below the lowest step of that salary range. If the assigned salary range increases and the hourly rate paid to a temporary hourly employee falls below the lowest step of the salary range, then the hourly rate of that employee will be increased to at least the lowest step of the assigned salary range.

Individual departments may adjust temporary employee hourly rates, within the assigned salary range, unless prohibited by State Law and/or University of Washington policy.

If a bargaining unit Regular Temporary Employee leaves an appointment and is later reemployed by the same department/unit in the same or substantially similar appointment, the employee will be paid an hourly rate not less than their previous wage in the department/unit.

All positions filled by Regular Temporary Employees shall continue to receive the premiums and differentials they received prior to July 1, 2005, including any increases in the amounts of those premiums and differentials as provided for in this Agreement.

No Strike/Lockout

The Employer and the Union acknowledge that this Agreement provides, through the grievance procedure and through other administrative remedies, for an orderly settlement of grievances or disputes which may arise between the parties. Accordingly, the parties agree that the public interest requires the uninterrupted performance of all University services and to this end pledge to prevent or eliminate any conduct contrary to that objective. Therefore, during the life of the Agreement the Employer shall not lockout any of the employees as a result of a labor dispute or grievance or disputes on personnel matters nor shall the Union condone or authorize a work stoppage, work slowdown, or any other curtailment of work in the bargaining units.

Should the employees engage in any unauthorized concerted action, a Joint Union/Management Committee shall immediately convene and shall continue to meet until the dispute is settled, and the employees involved shall immediately return to work and continue working. Any employee who refuses to perform his/her work may be subject to disciplinary action.

There will be no strike or lockout regarding any matters pertaining to the contents of this Agreement.

Any action of the Employer in closing the University during a general strike, riot, or civil disturbance for the protection of the institution, its property, or its employees shall not be deemed a lockout.

Any action of an employee in refusing to cross, for his/her own personal safety, a picket line at the Employer’s premises in case of an officially declared strike by some other employee organization or union representing employees working for the Employer shall not constitute a violation of this clause of the Agreement, provided, however, that such a decision shall be made freely by the employee without coercion by either the Employer or the Union and provided further that nothing herein shall preclude the Employer from continuing to operate the University with or without temporary replacement personnel.

Subordination of Agreement and Savings Clause

Should any part hereof or any provision herein contained be rendered or declared invalid by reason of any existing or subsequently enacted legislation or by any decree of a court of competent jurisdiction, such invalidation of such part of provision of this Agreement shall not invalidate the remaining portions hereof; provided, however, upon such invalidation the parties agree immediately to meet and negotiate such parts or provisions affected. The remaining parts or provisions shall remain in full force and effect.

Duration

This Agreement shall become effective July 1, 2015 and remain in force through June 30, 2017. Automatic renewal shall extend the terms of this Agreement for one year at a time, unless either party serves the other with written notice at least ninety (90) calendar days prior to the anniversary date of its intent to negotiate a new Agreement. Should notice be served, bargaining shall begin within thirty (30) calendar days following the date of the notice for the purpose of negotiating a new Agreement.

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Appendix VII – Side Letters and Memoranda

Side Letter A – Kronos

July 1, 2009

The University has the right to implement the “Kronos” timekeeping system sometime during the life of the Agreement. The University will notify the Union at least 60 days in advance and agrees to consult with the Union over implementation issues.


Side Letter B – Professional Staff Exemptions

July 1, 2009

The Union agrees to an expedited review of any future proposals for professional staff exemptions as follows:

  1. The University will make reallocations based on application of the professional staff exemption criteria set forth in RCW 41.06.070 (including any permanent and substantive change in the duties, responsibilities, or qualifications of the position).
  2. The Union and the University agree to a procedure that includes the provision of information by the University and a meeting with the Union to discuss and resolve issues regarding the transfer of work from the bargaining unit within four (4) weeks of the University’s initial notice to the union for a proposed professional staff exemption.
  3. All negotiations regarding transfer of any work from the bargaining unit shall be concluded by the meeting described above, unless both parties agree to an extension.
  4. Disputes regarding professional staff exemptions shall be resolved by the classification review hearing officer in Article 14 of the collective bargaining agreement. The Hearing Officer shall make his/her decision based on the criteria outlined in paragraph one (1) above. If the employee appeals the exemption determination in any other forum the Union cannot pursue the determination through the process outlined in Article 14.

Joint Union Management Committee – The University and SEIU Local 925 have a shared interest in meeting to discuss the current framework in which University staff are reallocated from the bargaining unit to professional staff positions.

During the terms of the Agreement, the parties will work in good faith to mutually agree upon a framework that is more consistent with the interests of both parties.


Side Letter C – Representation

July 1, 2013

The University agrees not to oppose the Union’s effort to add to the bargaining unit. The University will reply to Public Employment Relations Commission (PERC) requests for information within PERC’s prescribed timeline. The University will also agree to any PERC hearing date within four (4) weeks of the filing of any petition. The parties can mutually agree to the extension of these deadlines.


Side Letter D – Regular Temporary Harborview Medical Center Interpreters

July 1, 2009

The University will call hourly medical interpreters for in-person interpretation before calling an outside agency for in-person interpretation.


Side Letter E – SEIU Local 925/1199NW Identical Titles

July 1, 2013

The parties agree that the following Local 925-represented employees at UW Medical Center in identical job classifications to those in bargaining units represented by SEIU District 1199NW at Harborview Medical Center shall receive the equivalent salary adjustments, market adjustments and premium pay rates agreed upon between the University and SEIU District 1199NW for those job classifications at Harborview Medical Center for the 2015 – 2017 agreement.

Job Code Job Classification
8155 Respiratory Care Practitioner
8156 Respiratory Care Lead
8312 Anesthesiology Tech 2
8423 Cardiac Sonographer 2
8427 Cardiac Sonographer Lead
8345 Diagnostic Medical Sonographer
8346 Diagnostic Medical Sonographer Lead
8348 Diagnostic Medical Sonographer Specialist
8347 Diagnostic Medical Sonographer Supervisor
8370 Electroneurodiagnostic Technologist 1
8371 Electroneurodiagnostic Technologist 2
8373 Electroneurodiagnostic Technologist 3
8412 Nuclear Medical Technologist Lead
8415 Nuclear Medical Technologist 1
8416 Nuclear Medical Technologist 2
8271 Imaging Technologist 1
8272 Imaging Technologist 2
8273 Imaging Technologist Computed Tomography
8274 Imaging Technologist Angiography
8275 Imaging Technologist Magnetic Resonance Imaging
8276 Imaging Tech Lead
8277 Imaging Technologist – Mammography
8112 Social Work Assistant 2
8435 Vascular Sonographer
8439 Vascular Sonographer Lead

Further, the parties agree to the following:

The SEIU 925 Nuclear Medicine PET Technologist (8405), Imagining Technologist – Educ/QA (8278), Respiratory Care Specialist (8151), and Respiratory Care Assistant (8153) job classifications are within one of the following job classification series: Nuclear Medicine Technologist, Imaging Technologist or Respiratory Care.

For the purpose of maintaining salary alignment within these class series, the above-named job classifications shall be placed on the like title pay tables and shall receive salary adjustments, market adjustments and premium pay rates equivalent to those agreed upon by the University and SEIU District 1199NW for the Nuclear Medicine, Imaging and Respiratory Care class series.

The positions in the SEIU 925 Cardiac Sonographer series listed below will receive only the equivalent base wage market adjustments agreed upon by the University and SEIU District 1199NW for the Diagnostic Medical Sonographer class series. The agreed-upon market adjustment will be made within the pay table to which the jobs below are currently assigned. The below job classifications will not be added to the like title pay tables.

Job Code Job Classification
8422 Cardiac Sonographer 1
8424 Cardiac Sonographer Specialist
8428 Cardiac Sonographer Supervisor

The positions in the SEIU 925 Pulmonary Function Technologist series listed below will receive only the equivalent base wage market adjustments agreed upon by the University and SEIU District 1199NW for the Respiratory Care class series. The agreed-upon market adjustment will be made within the pay table to which the jobs below are currently assigned. The below job classifications will not be added to the like title pay tables.

Job Code Job Classification
8417 Pulmonary Function Technologist 1
8418 Pulmonary Function Technologist 2
8419 Pulmonary Function Technologist Lead

The positions in the SEIU 925 Nuclear Medicine Technologist series listed below will receive only the equivalent base wage market adjustments agreed upon by the University and SEIU District 1199NW for the Nuclear Medicine Technologist class series. The agreed-upon market adjustment will be made within the pay table to which the jobs below are currently assigned. The below job classifications will not be added to the like title pay tables.

Job Code Job Classification
8414 Nuclear Medicine Technologist Supervisor

The positions in the SEIU 925 Imaging Technologist series listed below will receive only the equivalent base wage market adjustments agreed upon by the University and SEIU District 1199NW for the Imaging Technologist class series. The agreed-upon market adjustment will be made within the pay table to which the jobs below are currently assigned. The below job classifications will not be added to the like title pay tables.

Job Code Job Classification
8279 Imaging Technologist Supervisor

Side Letter F – Advance Certification/Registration Pay

Applicable only to HealthCare Professional/Laboratory Technical bargaining unit

July 1, 2009

Certain hospital technical employees certified in a specialty area by a national organization and working in that area of certification shall be paid a premium of seventy-five cents ($0.75) per hour provided the particular certification has been approved by management, and further provided that the employee continues to meet all educational and other requirements to keep the certification current and in good standing. A certified employee is eligible for only one certification premium regardless of other certifications the employee may have. Certified employees will notify their respective supervisor/manager in writing at the time certification is received, providing a copy of the original certification document. Certification pay will be effective the first full pay period after the date documentation is received by the supervisor/manager.

AFFECTED TITLES:

Class Code Job Title
8312 Anesthesiology Technician 2
8345 Diagnostic Medical Sonographer
8346 Diagnostic Medical Sonographer Lead
8348 Diagnostic Medical Sonographer Specialist
8347 Diagnostic Medical Sonographer Supervisor
8412 Nuclear Medical Technologist Lead
8415 Nuclear Medical Technologist 1
8416 Nuclear Medical Technologist 2
8405 Nuclear Medicine P. E.T. Technologist
8414 Nuclear Medicine Technologist Supervisor
8271 Imaging Technologist 1
8272 Imaging Technologist 2
8273 Imaging Technologist Computed Tomo & Mammo
8274 Imaging Technologist Angiography
8275 Imaging Technologist Mag Res Imaging
8276 Imaging Technologist Lead
8279 Imaging Technologist Supervisor
8277 Imaging Technologist – Mammography
8155 Respiratory Care Practitioner
8156 Respiratory Care Lead

Respiratory Care Practitioners. Effective July 1, 2009 and July 1, 2010, a Respiratory Care Practitioner registered as a Registered Respiratory Therapist (RRT) by the National Board for Respiratory Therapists, a national organization, shall be paid a premium of seventy-five cents ($.75) and one dollar ($1.00) respectively, provided the certification has been approved by the Respiratory Care Manager or designee. A Respiratory Care Practitioner is eligible for only one certification premium regardless of other certifications the employee may have. Employees registered as a RRT will notify their respective Supervisor/Manager in writing at the time the RRT certification is received, providing a copy of the original certification document. Current staff who do not have the original RRT certification document should provide reasonable proof to validate their RRT status. Certification pay for RRT will be effective the first full pay period after the date documentation/proof is received by the Supervisor/Manager.

Anesthesia Technicians. Effective July 1, 2009 and July 1, 2010, Anesthesia Technicians certified in their specialty area by a national organization and working in that area of certification shall be paid a premium of seventy-five cents ($.75) and one dollar ($1.00) respectively provided the particular certification has been approved by the Director of Perioperative Services, or designee, and further provided that the employee continues to meet all educational and other requirements to keep the certification current and in good standing. A certified employee is eligible for only one certification premium regardless of other certifications the employee may have. Certified employees will notify their respective Supervisor/Manager in writing at the time certification is received, providing a copy of the original certification document. Certification pay will be effective the first full pay period after the date documentation is received by the Supervisor/Manager.

ImagingTechnologists/Sonographers. Effective July 1, 2009 and July 1, 2010, Imaging Technologists/ Sonographers, certified in a specialty area by a national organization and working in that area of certification shall be paid a premium of seventy-five cents ($.75) and one dollar ($1.00) respectively provided the particular certification has been approved by the Administrative Director, Radiology, or designee, and further provided that the employee continues to meet all educational and other requirements to keep the certification current and in good standing. A certified employee is eligible for only one certification premium regardless of other certifications the employee may have. Certified employees will notify their respective Supervisor/ Manager in writing at the time certification is received, providing a copy of the original certification document. Certification pay will be effective the first full pay period after the date documentation is received by the Supervisor/Manager.


Side Letter G – Modality Pay

Applicable only to HealthCare Professional/Laboratory Technical bargaining unit

July 1, 2009

The parties agree that Modality Pay 1, 2 and 3 shall be expanded to cover the following job titles:

AFFECTED TITLES:

Class Code Job Title
8345 Diagnostic Medical Sonographer
8346 Diagnostic Medical Sonographer Lead
8428 Cardiac Sonographer Supervisor
8348 Diagnostic Medical Sonographer Specialist
8347 Diagnostic Medical Sonographer Supervisor
8298 Electrocardiograph Laboratory Supervisor
8412 Nuclear Medical Technologist Lead
8415 Nuclear Medical Technologist 1
8416 Nuclear Medical Technologist 2
8405 Nuclear Medicine P. E.T. Technologist
8414 Nuclear Medical Technologist Supervisor
8271 Imaging Technologist 1
8272 Imaging Technologist 2
8274 Imaging Technologist Angiography
8275 Imaging Technologist Mag Res Imaging
8276 Imaging Technologist Lead
8279 Imaging Technologist Supervisor

Memorandum of Understanding between SEIU Local 925 and the University of Washington
Transportation Services Video/Audio System

This Memorandum of Understanding is regarding the use of audio and video equipment in the University of Washington Transportation Services office.

  1. It is agreed that the cameras/audio are not for the purpose of evaluation or monitoring of employees. The purpose of the camera/audio is for the security of property and for the protection of employees.
  2. Management shall not use the camera/audio system to monitor work. When video or audio is reviewed in response to an incident, management will have the option to act upon issues revealed in the recording even if they are not central to the initial incident.
  3. Audio shall be recorded in the Sales and Administration area only (including the hearing office).
  4. The system shall not be subject to live monitoring without prior notice to the Union and an opportunity to meet and discuss potential impacts for employees.
  5. If modifications are performed to the cameras or their field of vision, the Union will be informed and allowed to view the modifications.
  6. Management shall maintain a written log of camera/audio system access, including date, time and reason for access, that will be available to the union for review.
  7. If video/audio is downloaded it shall be noted in the log and copies of the footage shall be available for union review.

Memorandum of Understanding between SEIU Local 925 and the University of Washington
Pay Step Increases

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.


Memorandum of Understanding between the University of Washington and SEIU Local 925
Market Adjustments
  1. If, during negotiations for the 2015-2017 biennium, the Employer agrees to more favorable across-the-board salary or general increases (such as; top steps, across-the-board differentials, dead-step fill-ins and so on) for any SEIU 1199 NW or WSNA bargaining unit covered under RCW 41.80, then the Employer will apply such treatment to the SEIU Local 925 Healthcare Professional/Laboratory Technical bargaining unit salary schedules covered in this agreement.
  2. Between July 2015 and June 2017, the parties will meet at least once every quarter, or more often if requested by either party, to address wage issues based on market rates, recruitment and retention issues, Advance Certification/Registration pay, and/or wage compression issues.

This MOU will remain in effect for the duration of the 2015-2017 CBA (07/01/2015-06/30/2017).


Memorandum of Understanding between the University of Washington and SEIU Local 925
Health Care Bargaining Unit Merger

The terms of the 2011 Agreement between the UW and SEIU Local 925 includes the following language:

“The parties further agree that the terms and conditions of the Healthcare Professional/Laboratory Technical collective bargaining agreement will apply to the Polysomnographic and Anatomic Pathology Bargaining Unit…”

The HMC Technical BU does not have its own contract, but instead follows the terms and conditions of the Healthcare Professional/Laboratory Technical contract.

Therefore, the University and the Union agree to merge the two contracts and to work together with PERC to merge the bargaining units.

The HMC Technical bargaining unit currently includes the following job classifications at Harborview Medical Center:

Job Code Title
8495 Polysomnographic Technician 1
8496 Polysomnographic Technician 2
8145 Anatomic Pathology Technician Trainee
8146 Anatomic Pathology Technician
8147 Anatomic Pathology Technologist
8200 Clinical Technologist 1
8122 Clinical Autopsy Coordinator

Memorandum of Understanding between the University of Washington and SEIU Local 925
Health Care Technical Titles Bargaining Unit Placement
  1. The parties agree that the following job titles are health care technical titles:
    • Cardiac Technologist, Code 8338 (Since reclassified to Advanced Cardiac Technologist, Code 8340)
    • Cardiac Technologist Lead, Code 8339 (Since reclassified to Advanced Cardiac Technologist Lead, Code 8341)
    • Dialysis/Pharesis Technician, Code 8351
    • Dialysis/Pharesis Technician Lead, Code 8354
    • Medical Interpreters 1, Code 8087
    • Medical Interpreter 2, Code 8088
    • Medical Interpreter Caseworker-Cultural Mediator, Code 8089
    • Medical Interpreter, ASL, Code 8096
    • Ophthalmic Technician 1, Code 8432
    • Ophthalmic Technician 2, Code 8433
    • Ophthalmic Technician Lead, Code 8434
  2. The parties agree that these titles were included in the SEIU Local 925 campus-wide non-supervisory bargaining unit through the WPRB processes prior to the creation of the SEIU Local 925 healthcare professional/laboratory technical bargaining unit (healthcare bargaining unit) under PERC.
  3. The parties agree that, as healthcare technical employees, the employees in the above job titles should be included in the healthcare bargaining unit with other healthcare technical employees.
  4. The parties agree that the healthcare bargaining unit described in University of Washington, Decision 11083 (PSRA, 2011) will henceforth include the above-listed job titles, and employees in these titles will be covered by the collective bargaining agreement between the UW and Local 925 applicable to that bargaining unit. In addition, these titles will no longer be included in the Local 925 campus-wide non-supervisory bargaining unit.

Memorandum of Understanding between the University of Washington and SEIU Local 925
Market Wage Adjustments Effective July 1, 2015

Effective July 1, 2015, each classification title listed in the chart below will receive pay range adjustments up to 80% of the 50th percentile of the market as defined in the 2014 Milliman Classified Salary Study.

Job Code Title # of Rng Increase Effective 7/1/15 Approximate % IncreasesEffective 7/1/15 New Range Assignment
7300 ACCOUNTANT 1 1 2.5% 41
7301 ACCOUNTANT 2 1 2.5% 45
7302 ACCOUNTANT, SENIOR 1 2.5% 51
7011 ACCOUNTING SUPERVISOR 1 2.5% 51
7075 BOOKKEEPING MACHINE OPERATOR 1 2.5% 30
7335 BUDGET ANALYST 1 2.5% 43
7336 BUDGET/FISCAL ANALYST 1 2.5% 47
7337 BUDGET/FISCAL ANALYST LEAD 1 2.5% 52
7339 BUDGET/FISCAL OPERATIONS SUPERVISOR 1 2.5% 58
7338 BUDGET/FISCAL UNIT SUPERVISOR 1 2.5% 55
7378 COMMUNICATIONS TECHNICIAN 1 1 2.5% 62
7379 COMMUNICATIONS TECHNICIAN 2 1 2.5% 66
7380 COMMUNICATIONS TECHNICIAN 3 1 2.5% 70
7382 COMMUNICATIONS TECHNICIAN SUPERVISOR 1 2.5% 74
7374 COMPUTER MAINTENANCE TECHNICIAN 1 1 2.5% 45
7375 COMPUTER MAINTENANCE TECHNICIAN 3 1 2.5% 61
7388 COMPUTER MAINTENANCE TECHNICIAN 4 1 2.5% 65
7377 COMPUTER MAINTENANCE TECHNICIAN LEAD 1 2.5% 63
7370 COMPUTER OPERATOR 1 2 5.0% 30
7371 COMPUTER OPERATOR 2 2 5.0% 36
7372 COMPUTER OPERATOR 3 2 5.0% 42
7373 COMPUTER OPERATOR LEAD 2 5.0% 45
7956 COMPUTER OPERATOR SUPERVISOR 2 5.0% 50
7945 COMPUTER SERVICES CONSULTANT 1 1 2.5% 57
7925 COMPUTER SUPPORT ANALYST 1 1 2.5% 49
7926 COMPUTER SUPPORT ANALYST 2 1 2.5% 55
7390 COMPUTER SUPPORT SPECIALIST 1 1 2.5% 48
7391 COMPUTER SUPPORT SPECIALIST 2 1 2.5% 54
7392 COMPUTER SUPPORT SPECIALIST LEAD 1 2.5% 60
7939 COMPUTER SUPPORT TECHNICIAN 1 1 2.5% 42
7940 COMPUTER SUPPORT TECHNICIAN 2 1 2.5% 48
7941 COMPUTER SUPPORT TECHNICIAN 3 1 2.5% 51
7344 CREDIT MANAGER A 1 2.5% 35
7345 CREDIT MANAGER B 1 2.5% 43
7362 DATA CONTROL SUPERVISOR 2 5.0% 50
7364 DATA CONTROL TECHNICIAN 1 2 5.0% 30
7365 DATA CONTROL TECHNICIAN 2 2 5.0% 36
7366 DATA CONTROL TECHNICIAN 3 2 5.0% 42
7367 DATA CONTROL TECHNICIAN LEAD 2 5.0% 45
7641 DRAFTING TECHNICIAN 2 1 2.5% 48
7642 DRAFTING TECHNICIAN 3 1 2.5% 52
7639 ENGINEERING ASSISTANT 1 1 2.5% 48
7640 ENGINEERING ASSISTANT 2 1 2.5% 54
7625 FACILITIES DRAFTING TECHNICIAN 2 1 2.5% 48
7621 FACILITIES/PROJECT COST ENGINEER 1 2.5% 61
7683 FIRE PROTECTION ENGINEER 1 2.5% 71
7684 FIRE PROTECTION ENGINEER-LEAD 1 2.5% 76
7036 FISCAL SPECIALIST 1 1 2.5% 40
7037 FISCAL SPECIALIST 2 1 2.5% 44
7068 FISCAL SPECIALIST SUPV 1 2.5% 47
7050 FISCAL TECHNICIAN 1 1 2.5% 30
7051 FISCAL TECHNICIAN 2 1 2.5% 33
7055 FISCAL TECHNICIAN 3 1 2.5% 36
7052 FISCAL TECHNICIAN LEAD 1 2.5% 37
7053 FISCAL TECHNICIAN SUPERVISOR 1 2.5% 40
7503 HEALTH EDUCATION RESOURCES COORDINATOR 1 1 2.5% 44
7504 HEALTH EDUCATION RESOURCES COORDINATOR 2 1 2.5% 48
7774 INFORMATION SPECIALIST 1 1 2.5% 41
7775 INFORMATION SPECIALIST 2 1 2.5% 46
7797 LABORATORY HELPER 1 2.5% 25
7798 LABORATORY HELPER LEAD 1 2.5% 27
7800 LABORATORY TECHNICIAN 1 1 2.5% 28
7801 LABORATORY TECHNICIAN 2 1 2.5% 32
7173 MANAGER-SWIMMING POOLS 4 10.0% 46
7557 MEDIA/FILM CLERK 1 3 7.5% 26
7558 MEDIA/FILM CLERK 2 3 7.5% 28
7559 MEDIA/FILM CLERK 3 3 7.5% 33
7511 MEDICAL ILLUSTRATOR 1 2.5% 53
7220 OFFICE ASSISTANT 1 3 7.5% 28
7221 OFFICE ASSISTANT 2 3 7.5% 31
7222 OFFICE ASSISTANT 3 3 7.5% 34
7223 OFFICE ASSISTANT LEAD 3 7.5% 36
7215 OFFICE SUPPORT SUPERVISOR 1 3 7.5% 42
7216 OFFICE SUPPORT SUPERVISOR 2 3 7.5% 46
7058 PAYROLL & BENEFITS COORDINATOR 1 2.5% 41
7060 PAYROLL TECHNICIAN 1 1 2.5% 26
7061 PAYROLL TECHNICIAN 2 1 2.5% 31
7062 PAYROLL TECHNICIAN LEAD 1 2.5% 33
7780 PHOTOGRAPHER 1 1 2.5% 41
7781 PHOTOGRAPHER 2 1 2.5% 45
7779 PHOTOGRAPHIC TECHNICIAN 1 2.5% 30
7782 PHOTOGRAPHY SUPERVISOR 1 2.5% 49
7168 RECREATION COORDINATOR 2 4 10.0% 48
7506 SCIENCE INSTRUCTION DESIGNER 1 1 2.5% 44
7507 SCIENCE INSTRUCTION DESIGNER 2 1 2.5% 49
7911 SYSTEMS ANALYST/PROGRAMMER 1 4 10.0% 51
7912 SYSTEMS ANALYST/PROGRAMMER 2 4 10.0% 57
7913 SYSTEMS ANALYST/PROGRAMMER 3 4 10.0% 63
7288 TELECOMMUNICATIONS ANALYST 1 1 2.5% 58
7289 TELECOMMUNICATIONS ANALYST 2 1 2.5% 62
7287 TELECOMMUNICATIONS ANALYST 3 1 2.5% 65
7260 WORD PROCESSING OPERATOR 1 3 7.5% 31
7261 WORD PROCESSING OPERATOR 2 3 7.5% 33
7262 WORD PROCESSING OPERATOR LEAD 3 7.5% 37

Memorandum of Understanding between the University of Washington and SEIU Local 925
Cardiac Technologists at the UW Medicine Regional Heart Center

During negotiations for the 2015-2017 successor agreement, the parties agreed to the following: The University agrees to create a new job classification for cardiac technologists at the UW Medicine Regional Heart Center. The basis for creating this new job classification is to recognize the specialized work performed by cardiac technologists at the UW Medicine Regional Heart Center. This reclassification will result in a pay increase. The University will conclude and have it implemented no later than February 1, 2015.

In accordance with the aforementioned agreement, on February 1, 2015, the University agrees to implement the following at the University of Washington Medical Center.

  1. In the SEIU Local 925 Healthcare Prof/Lab Tech Bargaining Unit:
    1. The job classification Cardiac Technologist (Job Code 8338- Pay Table B7- Pay Range 79), will be reallocated to the newly created Advanced Cardiac Technologist job classification and placed on Pay Table B7 at Pay Range 98.
    2. The job classification Cardiac Technologist Lead (Job Code 8339- Pay Table B7- Pay Range 84), will be reallocated to the newly created Advanced Cardiac Technologist Lead job classification and placed on Pay Table BX at Pay Range 3.
  2. In the SEIU Local 925 Supervisory Bargaining Unit:The job classification Cardiac Technologist Supervisor (Job Code 8342- Pay Table B7- Pay Range 89), will be reallocated to the newly created Advanced Cardiac Technologist job classification and placed on Pay Table BX at Pay Range 8.
  3. All employees will be placed at their current Salary Step in the new Pay Range.

The parties agree that there are no written or oral representations, understandings, promises, or agreements directly or indirectly related to this Agreement that are not incorporated herein in full. Furthermore, this Agreement is not precedent setting and does not establish a practice.


Memorandum of Understanding between the University of Washington and SEIU Local 925
HR/Payroll System Bargaining

The parties acknowledge that the University of Washington is transitioning to a new integrated Human Resources and Payroll system (the “HRP”). The HRP is scheduled to be implemented on or around January 1, 2016, and will move from semi-monthly to biweekly (every two weeks) pay periods each year and will include actual time reporting. The UW has sent a demand to bargain to SEIU 925, and the parties acknowledge that such bargaining cannot be completed prior to the October 1 statutory deadline. As such, the parties agree to commence bargaining over the HRP in October 2014.


Memorandum of Understanding between the University of Washington and SEIU Local 925
Clinical Data Specialist Compression

Effective the first pay period following ratification, the University agrees to provide a pay adjustment of 3 ranges (from Pay Table B7 Range 76, to Pay Table B7 Range 79) to the Clinical Data Specialist Supervisor (job code 8368) classification.


Memorandum of Understanding between the University of Washington and SEIU Local 925
Nuclear Medicine P.E.T. Tech Compression

During negotiations for the 2015-2017 successor agreement, the parties agreed to the following regarding compression concerns in the Nuclear Medicine Technologist series: The University agrees to revisit the Nuclear Medicine P.E.T. Technologist (job code 8405), Nuclear Medicine Technologist Lead (job code 8412), and Nuclear Medicine Technologist Supervisor (job code 8414) job classifications, and if the pay range differential between any of those job classifications is less than 5% the University will make necessary adjustments, such that the differential between each of these classifications is no less than 5%, to be implemented effective January 1, 2015.

In accordance with the aforementioned agreement, on January 1, 2015, the University agrees to implement the following.

  1. In the SEIU Local 925 Healthcare Prof/Lab Tech Bargaining Unit:The job classification Nuclear Med Tech Lead (Job Code 8412) will be placed on Pay Table BF at Pay Range 15.
  2. In the SEIU Local 925 Supervisory Bargaining Unit:The job classification Nuclear Med Tech Supervisor (Job Code 8414) will be placed on Pay Table BH at Pay Range 32.
  3. All employees will be placed at their current Salary Step in the new Pay Range.

Memorandum of Understanding between the University of Washington and SEIU Local 925
Medical Assistant Wages

During negotiations for the 2015-2017 successor agreement, the parties agreed to the following regarding recruitment and retention concerns in the Medical Assistant series: The University commits to 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.

In accordance with the aforementioned agreement, on January 1, 2015, the University agrees to implement the following:

  1. The job classification Medical Assistant (Job Code 8265), on Pay Table B4 at Pay Range 37 will be moved to Pay Table B4 at Pay Range 43.
  2. The job classification Medical Assistant Lead (Job Code 8266), on Pay Table B4 at Pay Range 40 will be moved to Pay Table B4 at Pay Range 46.
  3. All employees will be placed at their current Salary Step in the new Pay Range.
  4. Medical Assistants (Job Code 8265) will be moved to an SEIU 925 healthcare Pay Table to the pay step closest to their current pay without being less at that time, effective July 1, 2017.
  5. All employees currently employed as a Medical Assistant (Job Code 8265) and designated as Medical Assistant-Registered on July 1, 2013, which have not become Washington State Medical Assistant-Certified will not be required to do so. Those employees (MA-Rs) will be known and referred to as “grandfathered MAs” and have a narrower scope of practice as determined by the Employer and identified in RCW 18.360.050.

The parties agree that there are no written or oral representations, understandings, promises, or agreements directly or indirectly related to this Agreement that are not incorporated herein in full. Furthermore, this Agreement is not precedent setting and does not establish a practice.


Memorandum of Understanding between the University of Washington and SEIU Local 925
Medical Interpreter Wages

Medical Interpreters-ASL (job code 8096) and Medical Interpreter – CCM (job code 8089) will receive pay range adjustments to resolve recruiting and retention issues experienced by the department. Effective July 1, 2015 the following range adjustments will be implemented:

Medical Interpreters-ASL (job code 8096) will move from Pay Table B4, Range 51, to Pay Table B4, Range 53.

Medical Interpreter – CCM (job code 8089) will move from Pay Table B4, Range 43, to Pay Table B4, Range 45.


Memorandum of Understanding between the University of Washington and SEIU Local 925
Filler Steps

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.


Memorandum of Understanding between the University of Washington and SEIU Local 925
Ergonomics

The parties agree that upon ratification of this agreement, a joint committee of up to four union and four employer representatives (including two representatives from Environmental Health & Safety [“EH&S”]) will be formed to work together and, within 120 days, will recommend a plan for process improvement for the requesting and tracking of employee requests for ergonomics assessments. The committee will conclude upon delivery of its recommendation.


Memorandum of Understanding between the University of Washington and SEIU Local 925
Access to Policies and Procedures

The parties agree that within 120 days of ratification of this agreement, a joint committee of up to three union and 3 employer representatives will be established to meet on regularly established times, no less than once a month, to explore and propose methods to improve access to written and electronic policies and procedures. At their first meeting, the committee shall set the subsequent meeting dates for the next 21 months. The University reaffirms its obligation that with respect to any new policy or procedure, or modification of any existing policy or procedure that may impact wages, hours, or working conditions, will not be implemented without notice and the opportunity to first bargain with the Union.


Memorandum of Understanding between the University of Washington and SEIU Local 925
Unpaid Holidays for a Reason of Faith or Conscience

Leave without pay will be granted for a reason of faith or conscience for up to two (2) workdays per calendar year as provided below.

  1. Leave without pay will be granted for up to two (2) workdays per calendar year for a reason of faith or conscience or an organized activity conducted under the auspices of a religious denomination, church or religious organization. Leave without pay may only be denied if the employee’s absence would impose an undue hardship on the Employer as defined by Chapter 82-56 WAC or the employee is necessary to maintain public safety.
  2. The Employer will allow an employee to use compensatory time, personal holiday or vacation leave in lieu of leave without pay. All requests to use compensatory time, personal holiday or vacation leave requests must indicate the leave is being used in lieu of leave without pay for a reason of faith or conscience. An employee’s personal holiday must be used in full workday increments.
  3. An employee’s seniority date, probationary period or trial service period will not be affected by leave without pay taken for a reason of faith or conscience.
  4. Employees will only be required to identify that the request for leave is for a reason of faith or conscience or an organized activity conducted under the auspices of a religious denomination, church, or religious organization.

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