Labor Relations

SEIU 925 Contract

Table of Contents

Preamble and Purpose

Article 1 - Union Recognition

Article 2 - Nondiscrimination

Article 3 - Reasonable Accommodation of Employees with Disabilities

Article 4 - Workplace Behavior

Article 5 - Affirmative Action

Article 6 - Grievance Procedure

Article 7 - Employee Rights

Article 8 - Employee Facilities

Article 9 - Hours of Work

Article 10 - Overtime

Article 11 - Employee Training and Development

Article 12 - Advance Certification/Registration Pay

Article 13 - Tuition Exemption Program

Article 14 - Hiring, Appointment, Promotions, and Transfers

Article 15 - Inter-System Movement

Article 16 - Holidays

Article 17 - Vacation Leave

Article 18 - Sick Leave

Article 19 - Union Business Activities

Article 20 - Miscellaneous Leave

Article 21 - Family Medical Leave Act and Parental Leave

Article 22 - Child/Dependent Care

Article 23 - Shared Leave

Article 24 - Unpaid Holidays for a Reason of Faith or Conscience

Article 25 - Leave Due to Child Care Emergencies

Article 26 - Civil/Jury Duty Leave and Bereavement Leave

Article 27 - Leave Related to Domestic Violence, Sexual Assault or Stalking

Article 28 - Inclement Weather and Suspended Operations

Article 29 - Military Leave

Article 30 - Work Related Injury Leave

Article 31 - Health and Safety

Article 32 - Uniforms Requirement

Article 33 - Transportation and Commute Reduction

Article 34 - Performance Evaluation

Article 35 - Personnel Files

Article 36 - Corrective Action/Dismissal

Article 37 - Employee Assistance Program

Article 38 - Seniority, Layoff, Rehire

Article 39 - Resignation and Abandonment

Article 40 - Mandatory Subject

Article 41 - New Employees

Article 42 - Union Activities, Rights, and Stewards

Article 43 - Joint Union/Management Committees

Article 44 - Classifications and Reclassification

Article 45 - Compensation, Wages and Other Pay Provisions

Article 46 - Health Care Benefits Amounts

Article 47 - Contracting

Article 48 - Staffing Concerns

Article 49 - Privacy

Article 50 - No Strike/Lockout

Article 51 - Travel Pay and Work Time

Article 52 - Personal Services

Article 53 - Modality Pay

Article 54 - Subordination of Agreement and Saving Clause

Article 55 - Contract Publication

Article 56 - Union Membership, Fair Share and Dues Deduction

Article 57 - Management Rights and Responsibilities

Article 58 - Duration

Article 59 - Represented Regular Temporary Employees

Appendix I - Job Classifications

Appendix II - Differentials

Appendix III - Overtime Exempt Job Classifications

Appendix IV - Layoff Seniority Units

Appendix V - Pay Tables

Appendix VI - Market Increases

Memoranda of Understanding and Side Letters


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UW SEIU 925 (Effective 7/1/17 – 6/30/19)

Current contract
2015-2017 contract
2016 Physical Therapists MOU (UWMC/Clinics)
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.

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, Contact Center bargaining unit, Contact Center Supervisory bargaining unit, Harborview Medical Center Technical 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 Article 59.

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 1 – Union Recognition

1.1. The Employer recognizes the Union as the sole and exclusive bargaining representative in all matters establishing and pertaining to wages and salaries, hours, and working conditions for all employees of the University of Washington in bargaining units certified by the Washington Personnel Resources Board, the Public Employment Relations Commission and/or the Department of Labor and Industries under the jurisdiction of RCW 28B.16 and 41.80.  The composition of these units is as set forth in Appendix I of this Agreement – Bargaining Units Represented by the Service Employees International Union, Local 925, hereinafter referred to as the Union.

1.2. The Employer recognizes the exclusivity of the Union as bargaining representative for employees in the bargaining units.  The Employer agrees not to enter into any agreement or contract with bargaining unit employees, individually or collectively, which conflicts with the terms of this Agreement unless the employee(s), Union and Employer specifically agree to such Agreement.

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Article 2 – Nondiscrimination

2.1. The parties individually agree that they will not engage in any act or practice or pursue any policy which is discriminatory against any employee who may be a qualified disabled individual, has status as a protected veteran (disabled veteran, recently separated veteran, active duty wartime or campaign badge veteran, or Armed Forces service medal veteran), military status, or because of age, sex (except where sex or age is a bona fide occupational qualification), sexual orientation, gender identity or expression, genetic information, pregnancy, political affiliation, political belief, marital status, race, national origin, color, creed, religion, or membership or non-membership in a union.  Unlawful harassment is included as a form of prohibited discrimination.

2.2. Sexual Harassment. No employee shall be subjected to discrimination in the form of sexual harassment, currently defined in the University of Washington Policy Directory 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.

2.3. Complaints. Employees who feel they have been the subject of discrimination, harassment, or retaliation are encouraged to discuss such issues with their supervisor, administrator, or Human Resource Consultant for local resolution.  The goal of local resolution is to address and resolve problems as quickly as possible and to stop any inappropriate behavior for which a University employee is responsible. A formal complaint may be filed with the University Complaint Investigation and Resolution Office (UCIRO).  Employees may also file discrimination, harassment or retaliation complaints with appropriate federal or state agencies or through the grievance process in accordance with Article 6 of this Agreement.  In cases where an employee files both a grievance and an internal complaint regarding the alleged discrimination, harassment or retaliation the grievance will be suspended until the internal complaint process has been completed.

In accordance with Executive Order 31, retaliation against any individual who reports concerns regarding discrimination or harassment, or who cooperates with or participates in any investigation of allegations of discrimination, harassment, or retaliation is prohibited.

2.4. The parties also agree that they will not engage in any act or practice or pursue any policy which is discriminatory against any employee based on political affiliation, political belief or because of the participation or lack of participation in union activities.

2.5. Both parties agree that nothing in this Agreement will prevent the implementation of an approved affirmative action plan.

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Article 3 – Reasonable Accommodation of Employees with Disabilities

3.1. The Employer and Union will comply with all relevant federal and state laws, regulations and executive orders and with the provisions of the Employer’s policy in providing reasonable accommodations. The University and the Union are committed to providing reasonable accommodation to employees with disabilities.

3.2. An employee who believes that he or she suffers a disability and requires a reasonable accommodation to perform the essential functions of his or her position may request such an accommodation by filling out the Disability Accommodation Request form or otherwise informing the employee’s supervisor of the need for accommodation.

3.3. Employees requesting accommodation must cooperate with the University in discussing the need for and possible form of any accommodation.  The Employer may require supporting medical documentation and may require the employee to obtain a second medical opinion at Employer expense.  Medical information disclosed to the Employer will be kept confidential.

3.4. The Employer will determine whether an employee is eligible for a reasonable accommodation and the final form of any accommodation to be provided.

3.5. An employee who is unable to perform the essential function of his/her position due to disability may be separated from service after the Employer has made good faith efforts to reasonably accommodate the employee’s disability in accordance with applicable state and federal law.  Disability separation is not a corrective action.

3.6. Disability Leave. Disability leave may be a combination of the employee’s accrued sick leave, vacation leave, personal holiday, compensatory time, and/or leave without pay, the combination of which may be determined by the employee.  If disability leave is taken as leave 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. The interspersed paid leave will be applied to the first working day of the month. Periods of disability leave covered by the FMLA shall be deducted from the four (4) month period of eligibility to intersperse paid leave.

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Article 4 – Workplace Behavior

The Employer and the Union agree that all employees should work in an environment that fosters mutual respect and professionalism.  The parties agree that inappropriate behavior in the workplace does not promote the University’s business, employee well being, or productivity.  All employees are responsible for contributing to such an environment and are expected to treat others with courtesy and respect.

Inappropriate workplace behavior by employees, supervisors and/or managers will not be tolerated.  If an employee and/or the employee’s union representative believes the employee has been subjected to inappropriate workplace behavior, the employee and/or the employee’s representative is encouraged to report this behavior to the employee’s supervisor, a manager in the employee’s chain of command and/or the Human Resources Office.  An employee or the employee’s representative should identify complaints as inappropriate workplace behavior.  The Employer will investigate the reported behavior and take appropriate action as necessary.  The employee and/or union representative will be notified upon conclusion of the investigation.

Retaliation against employees who make a workplace behavior complaint will not be tolerated.

Grievances may be filed up to Step 3 Mediation.

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Article 5 – Affirmative Action

5.1. 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.

5.2. Groups included in the affirmative action program are those covered by federal and state regulations, and are currently women, American Indians, Asian/Pacific Islanders, Blacks, Hispanics/Latinos, Vietnam era veterans, disabled veterans, persons with disabilities and persons 40 years of age and older.

5.3. Goals and Timetables. Upon request the Employer will provide the Union with its affirmative action reports which set forth the goals and timetables of the University for bargaining unit employees.

5.4. It is agreed by the parties that a bargaining unit member elected or selected by the Union shall be encouraged to take an active interest in affirmative action plans affecting each bargaining unit covered by this Agreement.

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Article 6 – Grievance Procedure

The Union and the Employer agree that it is in their best interest to resolve disputes at the earliest opportunity and at the lowest level. Whenever possible, disputes should be resolved informally prior to filing a formal written grievance. To that end, all supervisors and employees are encouraged to engage in free and open discussions about disputes.

6.1. Definition. A grievance, within the meaning of this Agreement, shall be defined as any dispute between the University and the Union, an employee, or a group of employees as to alleged misapplication or misinterpretation of the terms of this Agreement or the Employer’s written personnel rules, policies or practices.

6.2. 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.

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

6.4. 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 union to comply with the time limitations without a request of time extension shall constitute withdrawal of the grievance.  Failure of the Employer to comply with the time limitations without a request for time extension shall move the grievance to the next step of the grievance procedure.  For the purpose of calculating time requirements, the first day shall be the day following the day on which the employee was aware, or reasonably should have been aware, of the issue giving rise to the grievance.  Saturdays, Sundays, and University 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.

6.5. Contents. The written grievance shall include the following information:

  1. The date upon which the grievance occurred.
  2. The specific Article(s) and Section(s) of the Agreement violated.
  3. The past practice, rule, policy violated.
  4. Specific remedy requested.
  5. The grievant(s) name.
  6. Name and signature of Union representative (Staff or Steward).
  7. The nature of the grievance.

Failure to include the above information shall not be a reason for invalidating the grievance.

6.6. Pay Status – Meetings. Meetings and discussions on the grievance held with the Employer in connection with this grievance procedure shall normally be held during the University’s regular business hours, or as mutually agreeable, 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. The work schedule of the grievant will be seriously considered in the scheduling of the grievance meetings. 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.

6.7. Grievance Withdrawal. A grievance may be withdrawn by the Union in writing at any time, and if withdrawn shall not be resubmitted.

6.8. Resolution. If the Employer provides the requested remedy or a mutually agreed-upon alternative, the grievance will be considered resolved and may not be moved to the next step.

6.9. Consolidation. Grievances arising out of the same set of facts may be consolidated by written agreement.

6.10. Filing and Processing. 

  1. Filing. A grievance must be filed within thirty (30) days of the occurrence giving rise to the grievance, or the date the grievant knew or could reasonably have known of the occurrence.  When possible the thirty (30) day periods above should be used to attempt to informally resolve the dispute. The union steward or staff representative will indicate when a discussion with the Employer is an attempt to informally resolve a dispute.
  2. Alternative Resolution Methods. Any time during the grievance process, by mutual consent, the parties may use alternative methods to resolve the dispute. If the parties agree to use alternative methods, the time frames in this Article are suspended. If the selected alternative method does not result in a resolution, the Union may return to the grievance process and the time frames resume. Any expenses and fees of alternative methods will be shared equally by the parties.
  3. Processing. The Union and the Employer agree that in-person meetings are preferred at all steps of the grievance process and will make efforts to schedule in-person meetings, if possible.

6.11. Steps of the grievance Procedure. All grievances shall be processed in accordance with the following procedure. Upon mutual agreement, Step One, Two or Three may be skipped.  Grievances over final counseling or dismissal will begin at Step Two.

Step One: Supervisor, Manager or Designee. If the issue is not resolved informally, the Union may file a written grievance to the supervisor or designee, and the Labor Relations office (laborrel@uw.edu). The Employer will designate a supervisor, manager or designee who will meet in person or confer by telephone with a union steward and/or staff representative and the grievant. The date of the meeting will be mutually agreed upon within fifteen (15) calendar days of receipt of the grievance and when possible the meeting will take place within the aforementioned  fifteen (15) calendar days.  The format (face to face or by telephone) for the meeting will be by mutual agreement.  The employer will respond in writing to the Union within fifteen (15) calendar days after the meeting. The Human Resources Consultant may also attend, if desired by the University. If the grievance is directed against the employee’s immediate supervisor, the grievance may be presented to the next higher level of supervision. In the event the employee’s immediate supervisor does not have authority to resolve the grievance, the grievance will be presented at the level having authority to act as determined by the Employer.

Step Two: If a satisfactory settlement is not reached in Step One, said grievance may be moved to the Step Two by filing the written grievance, including a copy of the Step One decision to department head, 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 the meeting will be mutually agreed upon within fifteen (15) calendar days after notice of the filing at Step Two and when possible the meeting will take place within the aforementioned fifteen (15) calendar days. The grievant may be represented by a steward and a Union staff representative. The University will be represented by the appropriate management official(s) or designee(s), 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 fifteen (15) calendar days after the meeting.

Step Three: Grievance Mediation. If the grievance is not resolved at the Step Two, the Union may file a request for mediation with the Public Employment Relations Commission (PERC) in accordance with WAC 391-55-020, with a copy to the Labor Relations Office within thirty (30) days of receipt of the Step Two decision. In addition to all other filing requirements, the request must include a copy of the grievance and all previous responses.  The Employer will inform the Union, in writing, and PERC within thirty (30) days of receipt of Mediation request if they are not in agreement.  If those services are unavailable on a timely basis, the parties may request a list of grievance mediators from the Federal Mediation and Conciliation Service (FMCS) or other agreed upon mediation provider. The cost of the mediation shall be borne equally by both parties.

Step Four: Arbitration. If a satisfactory settlement is not reached at the prior step, or the step was skipped, either of the signatory parties to this Agreement may submit the grievance to binding arbitration. Such submittal must be made within thirty (30) calendar days following the written notice that the employer does not agree to Step Three (3) Mediation or the conclusion of the prior step.

Panel of Arbitrators:

  1. Within sixty (60) calendar days of the execution of the Agreement, the parties, SEIU 925, WFSE 1488, and the Employer, agree to meet to establish a permanent panel of six (6) arbitrators. If the parties do not meet or if there is no agreement on the panel, the current panel will remain.
  2. 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 being contacted to request available arbitration dates either party may elect to go to the next arbitrator in the rotation. If no arbitrator can hear the case within sixty (60) calendar days of being contacted, the case will be assigned to the arbitrator who can hear the case on the earliest date.
  3. The appointment to the panel will be for the life of the Agreement. If an arbitrator decides to remove his/her name from the panel the parties will meet to decide whether to substitute an additional name(s).

No later than seven (7) working days prior to the scheduled arbitration meeting, the parties will submit questions of arbitration eligibility to the arbitrator for preliminary determination, share the name of each witness intending to testify at the hearing, and attempt to agree upon the issue statement. A copy of written materials submitted to the arbitrator will be provided to the opposing party.

If either party raises an issue of procedural arbitrability, i.e. that any step of the grievance process or movement to arbitration was not pursued within the time limits proscribed in this article, the arbitrator shall make a determination on the arbitrability issue prior to proceeding to a hearing on the merits of the grievance.  If the arbitrator determines the grievance is not arbitrable, then no hearing on the merits of the grievance will be held.

Authority of the Arbitrator
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 Union or the Employer will have the right to request the arbitrator to require the presence of witnesses and/or documents. 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 Employer did not agree to Step Three: Grievance Mediation, either party may request 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.

6.12. Arbitration Costs.

  1. The fees and costs of the arbitrator, and the cost (if any) of the hearing room, will be shared equally by the parties.
  2. If the arbitration hearing is postponed or canceled because of one party, that party will bear the cost of the postponement or cancellation. The costs of any mutually agreed upon postponements or cancellations will be shared equally by the parties.
  3. If either party desires a record of the arbitration, a court reporter may be used. If that party purchases a transcript, a copy will be provided to the arbitrator free of charge. If the other party desires a copy of the transcript, it will pay for half of the costs of the fee for the court reporter, the original transcript and a copy.
  4. Each party is responsible for all fees and costs of its staff representatives, attorneys, experts, witnesses –and all other costs related to the development and presentation of their case. Every effort will be made to avoid the presentation of repetitive witnesses.

6.13. Files. Grievance documents shall be maintained separately from employee personnel files. Employee personnel files will accurately reflect the final outcome of a grievance.

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Article 7 – Employee Rights

7.1. Representation. Upon request, an employee will have the right to representation at an investigatory meeting, requested by management in which he/she reasonably believes could lead to corrective action. Upon request, an employee will have the right to an interpreter at an investigatory meeting.  The employer will provide reasonable time to allow an employee to secure a representative. The exercise of this right will not unreasonably delay or postpone a meeting. Except as otherwise specified in this Agreement, representation will not apply to discussions with an employee in the normal course of duty, such as giving instructions, assigning work, informal discussions, delivery of paperwork, staff or work unit meetings or other routine communications with an employee.

7.2. Paid Release Time. Employees will be provided a reasonable amount of time during their normal working hours to meet with the union steward and/or staff representative to process a grievance. In addition, employees will be released during their normal working hours to attend meetings or hearings scheduled by management for the following:

  1. Informal grievance resolution meetings, grievance meetings, alternative dispute resolution meetings, mediation sessions and arbitration hearings, in accordance with Article 6, Grievance Procedure, and held during his or her work time;
  2. Management scheduled investigatory interviews and/or pre-disciplinary meetings, in accordance with Article 36, Corrective Action, and;
  3. Negotiations in accordance with Article 40, Mandatory Subjects.
  4. Joint Labor Management meetings in accordance with Article 43.

7.3. When an employee is subpoenaed as a witness on behalf of the Union in an arbitration case, with the employer, the employee may appear without loss of pay if he or she appears during his or her work time, providing the testimony given is related to his or her job function or involves matters he or she has witnessed, and is relevant to the arbitration case. Every effort will be made to avoid the presentation of repetitive witnesses.

7.4. Notification. An employee will obtain prior approval from his or her supervisor before attending any meeting or hearing. All requests must include the approximate amount of time the employee expects the activity to take.  Employees will suffer no loss in pay for attending management scheduled meetings and hearings that are scheduled during the employee’s work time. Attendance at meetings or hearings during the employee’s non-work hours will not be considered as time worked. An employee cannot use a state vehicle to travel to and from a worksite in order to attend a meeting or hearing unless authorized by the Employer.

7.5. Indemnification. The University will indemnify employees for activities arising out of their employment in accordance with University policy.

7.6. Off the Job Activities. The private and personal “off the job” lifestyle and activities of any employee shall not be legitimate grounds for corrective action initiated by Management except where such life style or activities, constitute a conflict of interest as set forth in RCW 42.18 or are detrimental to the employee’s work performance.

7.7. Off Duty Employment. Employees may engage in off duty employment that is consistent with University policy and state law.

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Article 8 – Employee Facilities

8.1. Employee Facilities. Adequate lunchroom, washroom and toilet facilities shall be provided and available for the use of the employees.  Suitable dressing rooms and/or lockers shall be provided to employees in those occupations where a change of clothing is required by the Employer.

  1. Employees are encouraged to report to supervision any condition in employee facilities which appear to be below minimum standards.
  2. The adequacy of employee facilities, including sanitary supply dispensers employees, lactation stations, all gender bathrooms, or any change in employee facilities, shall be a proper subject for discussion by the Joint Union-Management Committee.
  3. Regarding the use of Gender Segregated Facilities:
    1. Facility use. The Employer shall allow individuals the use of gender-segregated facilities, such as restrooms, locker rooms, and dressing rooms that are consistent with that individual’s gender expression or gender identity.
      In such facilities where undressing in the presence of others occurs, The Employer shall allow access to and use of a facility consistent with that individual’s gender expression or gender identity.
    2. The Employer shall not request or require an individual to use a gender-segregated facility that is inconsistent with that individual’s gender expression or gender identity, or request or require an individual to use a separate or gender-neutral facility.
      If another person expresses concern or discomfort about a person who uses a facility that is consistent with the person’s gender expression or gender identity, the person expressing discomfort should be directed to a separate or gender-neutral facility, if available.
      Any action taken against a person who is using a restroom or other gender-segregated facility, such as removing a person, should be taken due to that person’s actions or behavior while in the facility, and must be unrelated to gender expression or gender identity. The same standards of conduct and behavior must be consistently applied to all facility users, regardless of gender expression or gender identity.
    3. Provision of options encouraged. Whenever feasible, the Employer will provide options for privacy, such as single-use gender-neutral bathrooms or private changing areas that are available to any individual desiring privacy.

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Article 9 – Hours of Work

9.1. 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 Article 10.

9.2. 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.

9.3. 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.
    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.

9.4. 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.

9.5. 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.

9.6. 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 10.2, 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.

9.7. 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.

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Article 10 – Overtime

10.1. 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.

10.2. 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 III shall be eligible for overtime. The University currently designates certain job classifications, listed in Appendix I 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.

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Article 11 – Employee Training and Development

11.1. 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.

11.2. 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.

11.3. 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.

11.4. 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.

11.5. 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 11.8.

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

11.7. 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.

11.8. 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.

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

11.10. 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.

11.11. Educational/Professional Leave – Surgical Technologists. 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.

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

11.13. Physical Therapists and Physical Therapist Assistants. Physical Therapists and Physical Therapy Assistants will receive paid leave for educational purposes, as follows:

  • All Physical Therapists and Physical Therapy Assistants will be able to use three days of paid education leave per fiscal year, prorated for FTE.
  • From the effective date of this agreement until the fiscal year ending 6/30/19, Patient Care Services (Hospital) Physical Therapists and Physical Therapy Assistants will have up to $500 per fiscal year available to reimburse costs for approved educational or training programs, prorated for FTE. Physical Therapists and Physical Therapy Assistants hired in the Ambulatory Care Division prior to the effective date of this agreement (Stadium Clinic, Roosevelt Clinic, East Side Clinic) will have up to $1500 available to reimburse costs for approved educational or training programs, prorated for FTE. PTs and PTAs hired in Ambulatory Care Division after the effective date of this agreement will receive $500 per fiscal year.
  • Physical Therapists and Physical Therapy Assistants who attend approved educational opportunities on a day they are not scheduled to work will receive the equivalent of a day of pay or a day of accrued leave. This practice will result in pay at straight time and will not trigger overtime pay for the affected pay period. This compensatory day will count toward the three days of annual education leave.

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Article 12 – Advance Certification/Registration Pay

Applicable only to HealthCare Professional/Laboratory Technical bargaining unit

Certain hospital technical employees certified in a specialty area by a national organization and working in that area of certification shall be paid an hourly premium of one dollar and twenty five cents ($1.25) 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./CT Technologist
8414 Nuclear Medical Technologist Supervisor
8272 Imaging Technologist
8273 Imaging Technologist Computed Tomo
8274 Imaging Technologist Angiography
8275 Imaging Technologist Mag Res Imaging
8276 Imaging Technologist Lead
8279 Imaging Technologist Supervisor
8277 Imaging Technologist – Mammography
8151 Respiratory Specialist
8155 Respiratory Care Practitioner
8156 Respiratory Care Lead
8128 Physical Therapy Assistant 1
8129 Physical Therapy Assistant 2
8130 Physical Therapist 1
8131 Physical Therapist 2
8132 Physical Therapist 3
8133 Physical Therapist Specialist
8430 Surgical Technologist

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Article 13 – Tuition Exemption Program

13.1. 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.

13.2. 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 11.8.

13.3. Registration. Employees will be allowed to register for class on the same timeline as Access students.

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Article 14 – Hiring, Appointment, Promotions, and Transfers

14.1. Probation. An employee will attain permanent status in a job classification upon his or her successful completion of a probationary, trial service or transition review period.

  1. Every part-time and full-time employee, following his or her initial appointment to a permanent position, will serve a probationary period of six (6) consecutive months. The Employer may extend the probationary period for an individual employee as long as the extension does not cause the total period to exceed twelve (12) months. Employees will be provided with a written explanation for the extension. If the extension is based on performance issues, the employee will receive a performance improvement plan. Extension of probation period shall not be a normal practice.
  2. Permanent employees at the University of Washington shall not be required to complete another probationary period.
  3. The Employer will extend an employee’s probationary period, on a day-for-a-day basis, for any day(s) that the employee is on paid leave, leave without pay, or shared leave, except for leave taken for military service. For the purpose of calculating the completion date, an employee’s probationary period shall not end on the employee’s regularly scheduled weekend off or a scheduled holiday off. In those instances the completion date will be the next scheduled work day.
  4. By mutual agreement, the probationary period for additional selected classes may be established for a period in excess of six (6) months but not to exceed twelve (12) months.
  5. 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.
  6. An employee who is appointed to a different position in a different classification prior to completing his or her initial probationary period will serve a new probationary period. The length of the new probationary period will be in accordance with Subsection 14.1(A) , unless adjusted by the Appointing Authority for time already served in probationary status. In no case, however, will the total probationary period be less than six (6) consecutive months.
  7. 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 the grievance procedure, except in cases involving discrimination, under Article 2.

14.2. Filling Positions.

  1. The University will determine when a position will be filled, the as defined in this agreement appropriate type of appointment, to be used when filling the position, and the skills and abilities necessary to perform the duties of the specific position within a job classification.  The University can fill a position on a full-time or part-time basis.  Employees who are appointed as part-time or cyclic in classifications included in the bargaining units will also be included in the bargaining unit in accordance with the provisions of this Agreement.  They will be eligible to receive medical benefits and retirement in accordance with state law and University policy.
  2. Volunteers. Volunteers will not fill vacant bargaining unit positions.
  3. It is the intent of the Employer to fill vacancies as soon as possible within budgetary limitations and where replacements are needed.

14.3. Core Duties and 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.

14.4. Types of Appointments.

  1. Regular Appointments for positions scheduled to work twelve (12) months per year.
  2. Cyclic Appointments for positions scheduled to work less than twelve (12) full months each year due to known, recurring periods in the annual cycle when the position is not needed or due to known budgetary restraints.
    1. At least fifteen (15) calendar days before the start of each annual cycle, incumbents of cyclic positions will be informed in writing of their scheduled periods of leave without pay in the ensuing annual cycle. Such leave without pay will not:
      1. Constitute a break in service and will not be deducted from the employee’s length of service in granting periodic increments.
      2. Be considered when computing the employee’s vacation leave accrual rate
    2. When additional work is required of a cyclic position during a period of which the position was scheduled for leave without pay, the temporary work will first be offered to the incumbent. The incumbent will be allowed at least three (3) working days in which to accept or decline the offer.
    3. When additional pre-scheduled work is available during the leave without pay period that is declined or cannot be completed by the incumbents, the work will be offered to Cyclic Appointment employees prior to internal employees, students, or external candidates. The work will be offered in the following order, based on seniority:
      1. Cyclic Appointments in the same job classification.
      2. Cyclic Appointment in different job classifications with the desired skills and abilities to perform the work.
    4. Employees who elect to accept work in a different job classification will be compensated at the rate of pay of the position they have accepted. However, if an employee accepts work in a lower classification and their current rate of compensation falls within the pay range for that classification, they will maintain their current rate of pay within the lower classification.
    5. Both the Employer and the Union are encouraged to utilize the Joint Union Management Committee process to resolve problems/concerns related to the cyclic leave without pay assignments.
  3. Temporary Appointments. 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.
  4. Temporary Appointment 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 five percent (5%) increase over the present salary. Such increase shall be effective the first day of the assignment when approved.
  5. 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 6 (Grievance Procedure) and 37 (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 internal applicants when applying for regular monthly bargaining unit positions and will be marked as internal applicants.
    1. An individual appointed to a Fixed Duration Appointment who is hired into the, same job, or in the same classification 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) shall count toward their seniority.
  6. The Employer may convert a non-permanent appointment into a permanent appointment if the Employer used a competitive process to fill the non-permanent appointment or if the non-permanent appointment or if the permanent appointment was filled using a veteran placement program.  In such circumstances the employee will serve a probationary or trial service period whichever is applicable.

14.5. Vacancies. Upon request, department heads will share with designated Union representatives information about classified positions within the bargaining unit which are purportedly being abolished or held unfilled.

  1. Cyclic year employees who have indicated a desire for a twelve month position will be considered for twelve (12) month positions available within their work unit so long as they comply with the requirements of the application process.
  2. 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) calendar 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.
  3. It is the intent of the Employer to fill vacancies as soon as possible within budgetary limitations and where replacements are needed.

14.6. Promotions and Transfers.

  1. 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. All employees will be informed of the processes and steps necessary for advancement. This may be done as part of the annual performance evaluation.
  2. Definitions. For the purpose of this Article the following definitions apply:
    1. Promotion – Movement to a position with a different classification with a higher salary maximum.
    2. Transfer – Movement to a position with the same salary maximum or same classification.
    3. 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 part of corrective action.
  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.
  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. Should the senior qualified applicant not accept the position, the Employer shall offer the position in seniority order to the other qualified applicants before hiring outside. In accordance with applicable law, affirmative action goals will be considered when filling vacancies.
  5. 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.
  6. 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.

14.7. Movement between positions. Applicable to all bargaining units except the Research Technologist and Research Technologist Supervisor bargaining units.

  1. Movement between positions will comply with the following:

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 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 solely 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 38.2(g).

Movement from a Non-University Position to a Bargaining Unit Position – Employees will be required to serve a probationary period per Subsection 14.1 (A).

  1. 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 15 – Inter-System Movement

Permanent state employees who change employment without a break in service between Higher Education institutions, state agencies, state board, or other state funded entities will have their unused sick and vacation leave, retirement, and other state benefits transferred to their new place of employment to the extent allowed by state law and this Agreement.

Such employees will be allowed to use vacation leave during their probationary period or first six (6) months of employment at the University.  Vacation leave will be approved or denied in accordance with Article 17 Vacation Leave.

Seniority for leave accrual purposes shall include all time credited to the employee up to the date of entering into the bargaining unit including prior state service credit as applicable. Unused sick and vacation leave balances of permanent status employees changing employment between bargaining unit and non-bargaining unit positions shall move with the employee.

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Article 16 – Holidays

16.1. Holidays. The present holiday schedule includes the following ten (10) 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

Holidays are prorated for part-time employees.

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

16.2. Holiday Pay Rules. The following applies to the holidays listed in this Article:

Full Time Employee:

  1. When the holiday falls on the full time employee’s regularly scheduled work day and is worked, the employee will be paid holiday premium pay (one and one half) for all hours worked. The employee will also receive eight (8) hours of holiday credit.
  2. When the holiday falls on the full time employee’s regularly scheduled work day and is not worked, the employee will be paid eight (8) hours at the employee’s regular rate of pay. If the employees shift is more than eight (8) hours, the employee will be allowed to use compensatory time, vacation leave, or leave without pay to complete the regularly scheduled work hours for the day.
  3. When the holiday falls on the employee’s regularly scheduled day off, the employee will receive eight (8) hours of holiday credit.

Part Time Employee:

  1. When the holiday falls on the part time employee’s regularly scheduled work day and is worked, the employee will be paid holiday premium pay (one and one half) for all hours worked. The employee will also receive the prorated to full time number of hours of holiday credit.
  2. When the holiday falls on the part time employee’s regularly scheduled work day and is not worked, the employee will be paid the prorated to full time number of hours at the employee’s regular rate of pay.

Night Shift Employees: The holiday for night shift employees whose work schedule begins on one calendar day and ends on the next will be the shift in which half or more of the hours fall on the calendar holiday. That shift will be treated as the holiday and paid in accordance with the above holiday pay rules.

Holiday Credit:

  1. Holiday credit will be used and scheduled by the employee in the same manner as vacation leave in Article 17. Holiday credit must be used before vacation leave unless doing so would cause the employee to exceed the two hundred forty (240) hour vacation leave accrual limit.
  2. Holiday Credit Cash Out. All holiday credit must be used by June 30th of each year. The employee’s holiday credit balance will be cashed out every June 30th or when the employee leaves University employment for any reason. The employee’s holiday credit balance may be cashed out when the employee:
    1. Transfers to a position in his or her department with different funding sources or,
    2. Transfers to a position in another department.

16.3. Personal Holiday.

  1. Each employee may select one personal holiday each calendar year in accordance with the following:
    1. The employee has been continuously employed by the University for more than four (4) months;
    2. The employee has requested and been approved to take the personal holiday in accordance with Article 17 Vacation Leave and,
  2. It is the employee’s responsibility to schedule the Personal Holiday before December 31st, if not requested it is forfeited.
  3. Entitlement to the holiday will not lapse when it is cancelled by the Employer and cannot be rescheduled before December 31st.
  4. Full-time employees shall receive eight (8) hours of regular pay for the personal holiday. Any differences between the scheduled shift for the day and eight (8) hours may be adjusted by use of use of compensatory time, use of vacation leave, or leave without pay.
  5. Part-time employees shall be entitled to a pro-rated number of paid hours on a Personal Holiday based on their FTE.

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Article 17 – Vacation Leave

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

17.2. Accrual. Employees will accrue vacation leave during the new hire probationary period, but may not use vacation leave until six months of continuous employment. 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-19th year 23
20th-24th year 24
25th year or more 25

17.3. 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 departmental seniority.  If departmental seniority is equal, the determination will be decided by lot.
    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. 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.
  2. Employees may make supplemental vacation requests (requests made outside the provisions of 17.3(a)) at any time. However, such supplemental requests shall not take precedence over requests scheduled in accordance with 17.3(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.
  5. Vacation Cancellation. 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.
  6. Holiday Rotation. Vacation requests filed in accordance with 17.3(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 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.

17.4. 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).

17.5. 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 18 – Sick Leave

18.1. Sick Leave.

  1. Accrual. Full-time employees (prorated for part-time) accrue eight (8) hours credit for each month of completed regular monthly service. Sick leave credits shall not accrue during a leave of absence without pay which exceeds ten (10) working days in any calendar month.
  2. Sick-Leave – Use. Sick leave shall be allowed an employee under the following conditions.
    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 a health condition of a family member that requires treatment or supervision, or that requires the presence of the employee to make arrangements for extended care.  The Vice President for Human Resources Operations may authorize sick leave use as provided in this subsection for other than family members. Family member is defined as the employee’s spouse or same or opposite sex domestic partner, child, parent, grandparent, grandchild, sister or brother.  Family member also includes individuals in the following relationships with the employee’s spouse or domestic partner:  child, parent, or 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.
    4. Sick leave may also be used to provide emergency child care (as in Article 25) or because of condolence or bereavement (as in Article 26)
    5. For personal medical, dental, or optical appointments or for family members’ appointments when the presence of the employee is required, if arranged in advance with the Employer.
  3. 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. All available compensatory time must be used prior to accrued vacation leave, unless this will result in the loss of vacation time.
  4. 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.
  5. 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.
  6. Sick Leave Verification. The Employer may require medical verification or appropriate proof when sick leave is requested for any reason listed above.  For most employees the Employer will not require verification for absences of less than 3 days.  Such verification or proof may be given to the supervisor/manager or Human Resources according to departmental policy.  The Employer will not make unreasonable requests for sick leave verification.

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

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 twenty-five 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.

18.3. Family Care 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 above) 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 19 – 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 20 – Miscellaneous Leave

20.1. Leave Without Pay. In addition to the circumstances specified elsewhere in this Agreement, the Employer, in its discretion may approve a leave without pay for the following reasons specified below. Leaves without pay must be approved or denied by the Employer in writing within fourteen (14) calendar days of the request when practicable and if denied will include the reason for denial. Approval will set a date for the employee’s return to work. Modification of the return date must also be approved in writing by the Employer.

20.2. Leave without pay may be granted for the following reasons:

  1. Child or elder care emergencies
  2. Governmental service
  3. Citizen volunteer or community service
  4. Conditions applicable for leave with pay
  5. Education
  6. Formal collective bargaining
  7. Leave taken voluntarily to reduce the effect of a layoff
  8. Union project activities
  9. To accommodate annual work schedules of employees occupying cyclic year positions
  10. As otherwise provided for in this Agreement

20.3. Leave without pay for the following reasons is not covered by this Article:

  1. Compensable work-related injury or illness, (Article 30)
  2. Military service (Article 29)
  3. Leave for serious health condition taken under the provisions of the Family and Medical Leave article (Article 21)
  4. Leave authorized by the Employer as part of a plan to reasonably accommodate a person of disability (Article 3)
  5. Disability due to pregnancy or childbirth (Article 21)
  6. Parental leave (Article 21)
  7. Union activities (Articles 19 and 42)

20.4. Conditions Applicable to Leave without Pay:

Employees must submit any request for a leave without pay in writing when feasible prior to the leave being used. Except as required by law, a request for leave without pay must meet the following conditions:

  1. The employee must be a permanent employee
  2. The employee must have a bona fide intention of returning to work following the leave
  3. The leave without pay must not, in the discretion of the University, interfere with operational needs.

20.5. Cancellation of Leave Without Pay. The Employer may cancel a leave without pay upon finding that the employee is using the leave for purposes other than those specified at the time of approval, or where there are extreme circumstances requiring the employee’s return to work. The Employer will provide written notice to the employee that a leave without pay has been cancelled. The notice will set a date for the employee’s return to work. Unless mutually agreed, the employee’s failure to return to work on the date prescribed will be considered job abandonment.

20.6. Benefits During Leave. Employees are encouraged to contact the Employer’s Benefits Office (phone # 206-543-2800, benefits@uw.edu) prior to any leave without pay to understand impact on benefits and learn about other points to consider.

20.7. Returning Employee Rights. Employees returning to work following an approved leave without pay will be returned to the position they held prior to the leave without pay or to another position in the same classification in the same geographical area unit and organizational unit. In the event the employee’s position is substantially impacted during the time the employee is on leave, he or she will be notified in writing and provided a time in which to exercise any rights available pursuant to this Agreement.

20.8. Educational Leave. After applicable accrued leave has been exhausted, leave without pay may be granted for the duration of actual attendance in an educational program.

20.9. Government Service Leave. After applicable accrued leave has been exhausted, leave without pay may be granted for government service in the public interest, including but not limited to the U.S. Public Health Service or Peace Corps.

20.10. Volunteer or Community Service Leave. After applicable accrued leave has been exhausted, leave without pay may be granted for community volunteerism or service.

20.11. Formal Collective Bargaining Leave. Leave without pay may be granted to participate in formal collective bargaining sessions authorized by RCW 41.80 as mutually agreed by the parties.

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Article 21 – Family Medical Leave Act and Parental Leave

21.1. 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 adopted or foster child; 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 who suffers from a serious medical condition that requires care or supervision by the employee. Family Member is defined as: 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.

21.2. The amount of family medical leave available to an employee is determined by using a rolling twelve (12) month period. The rolling twelve (12) month period measures FMLA leave availability by “looking backward” from the date an employee begins FMLA leave, adding up any FMLA leave used in the previous twelve (12) months, and subtracting that amount from the employee’s twelve (12) workweek FMLA leave entitlement. The remaining amount is available to the employee.

  1. While on leave covered by FMLA, the employee must use accrued leave before leave without pay for the absence. . With respect to employees who receive workers’ compensation time-loss benefits, employees may elect to receive time-loss exclusively, or may elect to receive a combination of time-loss and accrued leave as provided in Article 30.3. All other provisions of Article 21 shall apply to work-related injury leave that is designated as FMLA leave.
  2. The Employer will not require the use of paid leave such that it would result in the employee having fewer than eighty (80) hours of accrued vacation leave or eighty (80) hours of accrued sick leave, counted separately, upon return to work. Vacation and sick leave that has been requested and approved prior to the request for the use of FMLA will not be considered when requiring employees to use leave during FMLA-covered leave.

21.3. 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 parental leave approved beyond the FMLA period, or if the employee is not eligible for FMLA, 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 six (6) months.

21.4. FMLA leave may be taken intermittently or as part of a reduced work schedule when medically necessary

21.5. Parental Leave. Parental leave is defined as: up to four months of leave taken after the birth of a child to the employee, spouse or domestic partner, or because of the placement of a child with the employee or domestic partner through adoption or foster care. Parental leave may extend up to six (6) 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. Extensions beyond six (6) months may be approved by the Employer.

Parental leave not covered by FMLA may be a combination of the employee’s accrued vacation leave, sick leave up to thirty (30) days, personal holiday, or compensatory time, the combination of which may be determined by the employee. Employees must use all applicable accrued leave prior to going on leave without pay.

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Article 22 – Child/Dependent 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 26.2), 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.

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Article 23 – Shared Leave

23.1. The purpose of this article is to inform employees of the basic provision of the leave-sharing program established by RCW 41.04.650- 41.04-670, as now or hereafter amended. In the event that there is any question as to leave sharing eligibility, entitlement or definition of terms, the language of the Revised Code of Washington is definitive.

The leave sharing program permits eligible state employees to donate a portion of their paid leave to financially aid other state employees who will need to take leave without pay or separate from employment because of:

  • Having a severe or extraordinary illness; or
  • Having caregiver responsibilities for a relative or household member with a severe or extraordinary illness; or,
  • The employee is serving as an approved emergency worker; or,
  • When voluntarily or involuntarily serving in one of the uniformed services; of the United States, or,
  • Being a victim of domestic violence, sexual assault or stalking, or assisting a family member who is a victim of domestic violence, sexual assault or stalking.

23.2. Shared Leave Program. The shared leave program administered consistent with state law and University policy. Employees seeking to request shared leave or to donate shared leave to another employee will follow the procedures and use the forms that the Human Resources Department publishes for that purpose.

23.3. Uniformed Service Shared Leave Pool. Eligible state employees may donate leave to the uniformed services shared leave pool for use by state employees who have been called to active duty in one of the uniformed services of the United States. Employees may participate in this program in accordance with state law and University Policy.
(http://hr.uw.edu/ops/leaves/shared-leave/)

23.4. Leave Related to Domestic Violence, Sexual Assault or Stalking. As required by state law, and in accordance with University policy, the University will grant time off to an employee who is a victim of domestic violence, sexual assault, or stalking or to an employee who has to assist a family member who is a victim of domestic violence, sexual assault or stalking.

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Article 24 – 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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Article 25 – Leave Due to Child Care Emergencies

  1. 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.
  2. An employee who is unable to report for or remain at work due to a child care emergency may use vacation leave, sick leave, or leave without pay up to a maximum of three (3) days of each type of leave per calendar year. Use of any of the above leave categories is dependent upon the employee’s eligibility to use such leave. The employee upon returning from such leave shall designate to which leave category the absence will be charged.

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Article 26 – Civil/Jury Duty Leave and Bereavement Leave

For the purposes of this Article, paid leave will be the salary the employee receives in his/her appointed position plus any additional monies (including, but not limited to shift differential and assignment pay) and benefits.

26.1. Civil Duty. Leave with pay will be granted for jury duty, to serve as trial witnesses, or to exercise other subpoenaed civil duties such as testifying at depositions. Employees are not entitled to civil leave for civil legal actions that they initiate or when named as a defendant in a private legal action that is unrelated to their University employment. The employee will notify the Employer as soon as he/she becomes aware of the need for a civil duty leave.

Employees assigned to work evening shift, who are scheduled to work the evening of civil duty shall be considered to be scheduled for the day shift for that day.

Employees assigned to work the night shift who are scheduled to work the day before and the day of civil duty leave will be allowed to have their civil duty leave the day before or the day of civil duty service.

26.2. Bereavement Leave. An employee shall be granted up to three (3) continuous or non-continuous days of bereavement leave, as requested by the employee, for each death of a family member. Bereavement leave beyond three (3) days may be approved based on individual circumstances, such as relationship of the employee to the deceased family member, employee responsibility for making funeral arrangements, religious reasons and/or distance of travel out of the area. Upon the Employer’s approval, the employee may choose to use the following types of leave for beyond the three (3) days: sick, vacation, comp time, or leave without pay.

Family Member is defined as: 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.

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Article 27 – Leave Related to Domestic Violence, Sexual Assault or Stalking

As required by state law, and in accordance with University policy, the University will grant time off to an employee who is a victim of domestic violence, sexual assault, or stalking or to an employee who has to assist a family member who is a victim of domestic violence, sexual assault or stalking. The parties will continue to work to promote knowledge of this employee right.

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Article 28 – Inclement Weather and Suspended Operations

28.1. Inclement Weather. When the University is in operation but an employee requests time off to deal with unanticipated problems related to natural disasters or severe weather conditions, the employee may charge the absence to accrued compensatory time, personal holiday, annual leave or leave without pay. Employees designated as essential must make all reasonable efforts to report to work as scheduled.

28.2. Suspended Operations. If the University determines it is advisable due to emergency conditions to suspend the operation of all or any portion of the institution, requiring only employees in essential positions to report to work the following will govern: When prior notification of suspended operations has not been given, non-essential employees released until further notice after reporting to work shall receive a minimum of four (4) hours pay for the first day. Non-essential employees who do not work for the balance of the closure during suspended operations have the following options to account for hours not worked:

  1. Using annual leave.
  2. Accrued compensatory time.
  3. Using personal holiday. An employee must use personal holiday time as a full day or shift.
  4. Using leave without pay.
  5. If leave without pay is used, up to ninety (90) calendar days after operations resume to make up work time lost provided the following:
    1. Employees must request makeup time within five (5) working days after operations resume, and
    2. Make up time worked by overtime-eligible full-time employees is calculated at time and one-half (1-1/2).

UW parking in unrestricted spaces shall be provided at each campus for which suspended operations have been declared for any staff member designated by their supervisor as essential. Restricted spaces include but are not limited to: disability stalls, time limited stalls, load/unload stalls, pay by space stalls (restricted to pay station parking), university vehicle stalls, metered stalls (restricted to pay meter parking) carpool stalls, UCAR Only stalls, electric vehicle charging stalls, motorcycle stalls, and department reserved stalls. Employees qualified to use a restricted space (for example disabled stalls) shall be able to use the appropriate space.

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Article 29 – Military Leave

29.1. Military Leave will be approved in accordance with University of Washington Administrative Policy Statement 45.4, which is subordinate to the Uniformed Services Employment and Reemployment Rights Act, RCW 38.40, and RCW 49.77. Employees who are called to active duty in any of the uniformed services or their reserves shall receive 21 work days of paid military leave annually from October 1 through September 30. Such paid military leave shall be in addition to any compensatory time, vacation or sick leave to which the employee might be otherwise entitled, and shall not involve the reduction of any benefits, performance rating, privileges or base pay. During the period of paid military leave, the employee shall receive his or her normal pay.

29.2. Employees required to appear during working hours for a physical examination to determine physical fitness for military service shall receive full pay for the time required to complete the examination.

29.3. Employees who are called to active duty in one of the uniformed services of the United States or the State of Washington shall be granted a military leave of absence without pay for absence from work for up to 5 years in addition to any time covered by the provisions of Section 29.1. During an unpaid military leave of absence, an employee is entitled to receive:

  1. retirement benefits and service credit in accord with the provisions of the applicable retirement system;
  2. paid medical and dental insurance if in pay status at least 8 hours per month. Other health plan coverage at the employee’s request and expense for a limited period of time as determined by the Health Care Authority;
  3. other length-of-service credits related to employment that would have been granted had the employee not been absent; provided that the employee returns to University service at the conclusion of the leave in accord with applicable Federal and State laws related to military leave; and
  4. any additional benefit required by then-applicable state or federal law.

29.4. The employee should complete the Military Leave Request Form to request military leave. Unless prohibited by military necessity, the University shall be provided with a copy of an employee’s orders at the time the employee requests military leave. Such request shall be made as soon as reasonably practical after the employee learns of the need for such leave.

29.5. Following release from military service, an employee shall have the right to return to his or her employment as provided by then-applicable state and federal law. The employee will provide a copy of employee’s discharge papers and any other documentation permitted or required by military-leave laws to their supervisor and to Human Resources.

29.6. Employees who are spouses of members of the armed forces will be released for the provisions of the Military Family Leave Act RCW 49.77 when the service member has been notified of an impending call or order to active duty or when on leave from deployment.

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Article 30 – Work Related Injury Leave

30.1. An employee who sustains a work-related illness or injury shall be granted a disability leave of absence in accordance with federal and state law. It is the intention of the University to comply with state and federal laws regarding such absences through its policies and procedures.

30.2. Employees who are in leave without pay status for up to six (6) months due to a work-related injury, upon written request and proof of continuing disability, shall maintain their seniority and annual increment date. Leave without pay exceeding six (6) months without loss of seniority or change in increment date may be granted at the option of the employing official.

30.3. 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. Employees using accrued sick leave during a period in which they receive worker’s 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.

30.4. The University’s policies on family and medical leave, sick leave and disability accommodations apply to employees with work related injuries or illnesses.

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Article 31 – Health and Safety

31.1. Health and Safety. It is the policy of the University of Washington to create and maintain a safe and healthful workplace free from recognized hazards that may cause harm to employees, consistent with and in compliance with applicable state and federal laws.  Employees will play an active role in creating a safe and healthy workplace and will comply with all applicable health and safety rules.  The Union and the Employer are jointly committed to the goal of implementing an effective health and safety program and accident prevention program that meets or exceeds WISHA requirements.

31.2. Safety. All work shall be performed in conformity with applicable health and safety standards.   Employees are encouraged to immediately report any unsafe working conditions to their supervisor.   If the matter is not resolved satisfactorily between the supervisor and employee, either may involve the Union Steward and request a decision from a medical center’s Safety Officer, and/or the University’s Department of Environmental Health & Safety or the Department of Labor & Industries.   No other employee may do the work believed to present an imminent risk to life and safety until a risk assessment has been done by the Safety Officer and/or the University’s Department of Environmental Health & Safety, or the Department of Labor & Industries, and it is confirmed that there is no imminent hazard.   Once a risk assessment is completed and it is confirmed that there is no imminent hazard and conditions meet WISHA standards, the employee will be expected to perform the work.

Employees are encouraged to attempt to resolve the matter first with the supervisor, then the Safety Officer and/or the University’s Department of Environmental Health & Safety prior to going outside the University.

No employee shall be disciplined or retaliated against for reporting any such condition.

31.3. Reporting. Employees in the bargaining units are encouraged to report immediately to their supervisor and/or designated safety official any apparent unsafe working condition.  Employees shall use required safety devices and perform work according to required safety procedures.

If a supervisor, the Employer-designated safety official, Labor and Industries or Environmental Health and Safety (telephone 206-543-7262) declare 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 employee(s) home, those employees sent home will receive their regular pay for all time the employee(s) is scheduled to work on the day of the incident.  For all subsequent days the employee(s) may use accrued leave as appropriate or request make up time as follows:

  1. Employees must request make up time within three (3) working days after operations resume.
  2. Reasonable work must exist and the supervisor must approve the request to work.  The time must be made up within ninety (90) calendar days after operations resume.

31.4. Health Examinations. The Employer shall provide at no cost to the employee, such medical tests, health examinations and surveillance/monitoring as may be required as a condition of employment and/or as a result of regulated hazards encountered after employment.

31.5. Safety Committees. Joint employee-elected and Employer appointed safety committees shall be formed in accord with WISHA requirements and following University of Washington policy.  The Union is entitled to representation on the University-wide or specific organizational or divisional committees where bargaining unit employees are working.  Any department or unit committee also dealing with health and safety issues in work areas shall appropriately involve bargaining unit employees. Participation in safety and health committees, including meeting time, health and safety research, work on committee assignments, seminars, and classes will be considered time worked for all employees in accordance with University policy.  Release time must be arranged with supervisors in advance.

When the committee makes a recommendation that requires action or approval beyond its scope of authority, the Employer will communicate its disposition of the formal written recommendation within thirty (30) days.

31.6. Ergonomics. The supervisor/manager will provide training and equipment for staff to safely perform job functions and avoid injury. Employees should contact their supervisor if job procedures, equipment or workstations lead to risk of injury or work-related musculoskeletal disorders. Further ergonomic guidelines shall be referenced on the Environmental Health and Safety website www.ehs.washington.edu.

31.7. Workplace Review. Supervisors will periodically inspect the worksite for the identification of recognized hazards, including ergonomic conditions, and put in place appropriate and feasible mitigations for any identified conditions that may be hazardous to health and safety.  Such mitigations may include the use of engineering controls, administrative controls, the use of personal protective equipment, and/or increased training.  The organizational unit will determine the appropriate frequency of the inspections and such frequency shall be an appropriate topic for Union Management meetings.

In response to a DOSHA* (Department of Occupational Safety & Health Administration – Labor & Industries) inspection initiated by a bargaining unit employee complaint, the Employer will contact the designated Union representative to participate in the worksite inspection.   Employees may also request a workplace review by the employing department and employees shall be given the results of the review.

31.8. WISHA Inspections. Each time there is a WISHA inspection of the Employer’s property in an area where WFSE employees perform their duties, the Employer shall contact the Union Office to find out whom the Union designates as the employee representative.   If the Union’s representative is not present for the inspection, the Employer shall request that the WISHA inspector delay the inspection until the Union’s representative can arrive.

31.9. Wellness. The Employer and the Union will encourage and support employee participation in appropriate programs including the UW Care Link Services through which employees may seek confidential assistance in the resolution of chemical dependency or other problems that may affect job performance.  UW Care Link Services may presently be reached at 1-866-598-3978 (business hours) or 1-800-833-3031 (24 hour line).  No employee’s job security will be placed in jeopardy as a result of seeking and following through with corrective treatment, counseling or advice providing that the employee’s job performance meets supervisory expectations.

31.10. Tools and Equipment. The Employer will furnish and maintain in safe working condition all tools and equipment required to carry out the duties of each position, and will provide, during working hours, training on the safe operation and use of tools/equipment/supplies required to perform the employee’s duties.  The Employer agrees to provide transport for necessary equipment and supplies which cannot safely be transported by hand.  The employees will properly use and maintain all required tools/equipment/supplies and immediately report any defects or malfunctions to the supervisor.

31.11. Joint Union/Management Committee. It shall be appropriate for either the Union or the University to request that a Joint Union/Management committee be convened, with Environmental Health and Safety as a participating member, to discuss health and safety concerns and to explore options for addressing those concerns through appropriate training or other approaches.

31.12. Training. Training that is relevant to the business operations and hazards involved in the work activities will be provided in the workplace by qualified trained individuals to employees.

Training needs will be an appropriate topic at Joint Union/Management committee meetings.  Assistance with interpretation may be requested by staff.

31.13. Safety and Health Grievances. Grievances arising out of violations of this Article will start at Step 2 of the grievance procedure.

*WISHA was renamed DOSHA (Department of Occupational Safety & Health Administration – Labor & Industries) in 2006.  The term WISHA was left in because the parties felt that the WISHA name would be more recognizable by its members.

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Article 32 – Uniforms Requirement

32.1. 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.

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Article 33 – Transportation and Commute Reduction

33.1. 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.

33.2. Flexible schedules to assist in commute trip reduction. Departments having continuous and/or public responsibility may establish independent work schedules in order to meet their special needs. Departments are encouraged to give serious consideration to employee requests for flexible schedules for commute trip reduction purposes. 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 operating, business, and customer needs.

33.3. The University will provide parking for employees when they are required to work at football games.

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Article 34 – Performance Evaluation

34.1. 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.

34.2. 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.

34.3. 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.

34.4. 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.

34.5. 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.

34.6. 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 34.4.

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Article 35 – Personnel Files

35.1. Files Relating to Employment. The Employer shall maintain files relating to employment in accordance with the applicable University policy and/or state or federal law. The personnel file for each employee will be maintained by the appropriate Human Resources Operations department and will accompany the employee throughout his or her service career at the University of Washington. The departmental file will be maintained by the department.

Individual supervisors may create and retain documents in a supervisor file. Documents in the supervisor file will not be placed in the department or personnel file unless they are incorporated as part of an official action (such as a performance evaluation or a corrective action).

35.2. Employee Access to Files. Each employee has the right to review his or her personnel file, supervisory file, attendance file, payroll file and medical file. The Employer will determine the location of all employee files. Upon written request by an employee to their Human Resources Consultant (for personnel file) or department manager (for departmental file), the employee and/or representative may examine the employee’s personnel file or departmental file. Review of employee files will be in the presence of an Employer representative during business hours. The employee and/or representative may request copies, which may be provided at no cost if the size of the request is reasonable.  A copy of the written authorization will be retained in the employee’s file.

35.3. Employee Response. A copy of any correspondence, adverse material, or letters issued and intended to be included in an employee’s official personnel file shall be mailed or given to the employee prior to becoming a permanent part of the file. An employee may insert a reasonable amount of job-related materials in his or her personnel file that reflects favorably on his or her job performance. An employee may provide a written rebuttal to any information in the files that he or she considers objectionable. The Employer will attach the rebuttal to the related document.

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.

35.4. Confidentiality. Unauthorized parties shall not have access to any employee’s personnel or departmental file. A record will be retained in the HR personnel file of the names of individuals outside of HR who have reviewed the personnel file who do not have written authorization from the employee, except requests for records in accordance with the Public Records request process.

35.5. Medical Files. Medical information related to employment will be kept separate from all other employment files and confidential in accordance with state and federal law.

35.6. Adverse material or information related to alleged misconduct that is determined to be false, and all such information in situations where the employee has been fully exonerated of wrongdoing, and/or any documents removed pursuant to Article 36 Corrective Action, will be promptly removed from the employee’s files. The Employer may retain this information in a legal defense file in accordance with the prevailing Washington State law. The Employer may retain information relating to employee misconduct or alleged misconduct if the employee requests that the information be retained.

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Article 36 – Corrective Action/Dismissal

36.1. The parties will follow the “Corrective Action/Dismissal Process” outlined below. No employee shall be subject to the process except for just cause. The corrective action 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.

36.2. Representation.

  1. 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.
  2. Upon request, an employee has the right to a union representative at an investigatory interview called by the Employer, if the employee reasonably believes corrective action could result. The employer will provide reasonable time to allow an employee to secure a representative.
    The role of the union representative in regard to an Employer-initiated investigation is to provide assistance and counsel to the employee and not interfere with the Employer’s right to conduct the investigation. Every effort will be made to cooperate in the investigation.
  3. An employee placed on an alternative assignment during an investigation will not be prohibited from contacting his or her union steward unless there is a conflict of interest, in which case the employee may contact another union steward. This does not preclude the Employer from restricting an employee’s access to the Employer’s premises.
  4. An interpreter can be requested by either party and will be provided.

36.3. Coaching. Informal discussion or instruction between employee and their and immediate supervisor. Supervisor may follow up in writing which may include a simple action plan. This is not a form of corrective action.

36.4. Corrective Action/Dismissal Process. The Employer will make clear when formal or final counseling is being conducted and will inform the employee about their right to representation under the CBA. When counseling or dismissing an employee, the Employer will make every effort to protect the privacy of the employee. Translators may be requested by any party.

36.5. 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. Prior to issuance of formal counseling, a meeting may be scheduled by the employer or requested by the employee to give the employee an opportunity to make his/her case before the final decision is made. Employee requests for such a meeting will be granted. An employee is entitled to representation at this meeting.

36.6. Final Counseling. Final counseling (may involve administrative personnel 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.

36.7. 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.  At least five (5) days prior to the meeting, the employee will be informed in writing of the reasons for the contemplated dismissal and given referenced documentation.  The employee will be furnished with written notification of the outcome of the pre-determination hearing.

36.8. Demotion. Demotion of Leads and/or Supervisors may be initiated by the Employer at any step of the Corrective Action process.

36.9. Removal of Records. Upon written request by the employee, any formal or final 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.

Once a corrective action has been removed from the employee’s file as outlined above, the information removed will not be used in subsequent corrective action, unless mutually agreed otherwise.

36.10. Grievability/Arbitrability. Formal counseling may be grieved beginning at Step One or Step Two of the grievance procedure and up to Step Three Mediation only.

Final counseling, demotion, and dismissal may be grieved through every step of the grievance procedure beginning at Step Two.

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Article 37 – Employee Assistance Program

The Employer will continue to offer an Employer supported Employee Assistance Program for all employees covered by this Agreement. Employees can request, and Employer will consider, adjustments in schedule to allow access to the services of the Employee Assistance Program.

The Employee Assistance Program will protect the confidentiality of those employees using their services.

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Article 38 – Seniority, Layoff, Rehire

38.1.

  1. Seniority. Layoff seniority is defined as the continuous length of service in calendar days with the Employer 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. Time spent on military duty leave, paid or unpaid, or time spent on leave without pay to work for the union in accordance with Article 29, is included in seniority calculation. Probationary employees are not vested with seniority credits until successfully completing the probationary period.
    Seniority shall be lost following a break in service including resignation, termination for cause, failure to return from a leave of absence, 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 this Agreement.
  2. Department Seniority. Department seniority is defined as continuous length of service in calendar days within the employee’s department and where applicable, shall be used for internal department processes, such as vacation and schedule bids.
  3. Layoff Seniority Tiebreaker. For the purposes of layoff only, when it is necessary to determine the order of seniority among 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, the Union 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.

38.2.

  1. Layoff.
    1. Whenever it becomes necessary for the Employer to reduce its workforce due to lack of work, lack of funds, or good faith reorganization for efficiency purposes, the Employer shall use the following procedure. The Employer will notify the Union of impending layoffs thirty (30) calendar days in advance of implementation so that reasonable alternative proposals can be considered. Whenever possible the Employer will provide more than minimum notice.
    2. The Employer shall not lay off bargaining unit employees in lieu of disciplinary action.
    3. Employees will be laid off in accordance with seniority, as defined in Article 38.1(a)
  2. Employment Option. The employee affected by the reduction in force shall be offered the following employment options in descending order, provided he or she meets the essential skills (defined as the minimum qualifications listed in the job description for the classification and any specific position requirements or credentialing) of the offered position:
    1. A funded vacant position within the same job classification and layoff unit.
    2. The opportunity to replace the most junior employee within the layoff/seniority unit (set forth in Appendix IV) in the same classification and in an FTE status within .2 FTE status of the employee affected by the reduction in force. (For example, if a .8 FTE position is being abolished, the employee affected is eligible to replace the most junior individual in a .6 to 1.0 FTE position)
    3. The opportunity to replace the most junior employee in the same classification with a lower FTE status than their own within the layoff/seniority unit.
    4. The opportunity to replace the most junior employee within the same department who is:
      1. In a lower classification in the same series as the employee affected by the reduction in force; and
      2. Within .2 FTE of the employee affected by the reduction in force.
  3. Notice. The Employer shall identify the positions to be abolished and the employee(s) to be affected and shall notify employees in these positions, with notice to the union, not less than thirty (30) calendar days prior to the abolishment of the positions, pay the employee in lieu of notice, or combine pay and notice. Whenever possible the Employer will provide more than minimum notice. The notice shall include:
    1. The effective date of the layoff and a reference to the employee’s rights under this Article, and
    2. Identification of the employment option being offered, if applicable.
      In accordance with 38.2.b. 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) calendar days to determine if he/she wants to replace the junior employee or be placed on the rehire list. Vacant positions or those held by probationary employees within the layoff/seniority unit will be considered a more junior position.
  4. 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 reduction or increase will have the choice of staying in the reduced or increased 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 38.2. The employee must exercise this choice within three (3) working days of the increase or reduction notice.
  5. Voluntary Layoff. Appointing authorities will allow an employee in the same job classification and department where layoffs will occur to volunteer to be laid off provided that the employee is in a position requiring the same skills and abilities, as a position subject to layoff. Any volunteer for layoff shall have no formal layoff option. If the appointing authority accepts the employee’s voluntary request for layoff, the employee will submit a non-revocable letter stating they are accepting a voluntary layoff from the University. The employee will be placed on all applicable rehire lists.
  6. Rehire. The Employer 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 Professional & Organizational Development (POD) courses on a space available basis upon payment of designated fees. Employees without employment options will be placed on the 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 request placement on the following rehire lists:
    1. For positions of a lower FTE status in the classification from which the employee was laid off (or equivalent if prior classification has been abolished); and
    2. For positions in other classifications in which the employee previously held permanent status; and
    3. Lower classes in the series from which the employee was laid off.
      The Employer 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. For classifications which have separate job codes in the Campuswide and Harborview Bargaining Units, Rehire lists will include both job codes. 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 Employer posting for competitive recruitment. From among these employees, offers will be made in seniority order, most senior person first. Job requests for positions for which there are employees on rehire list(s) may not be withdrawn solely to avoid hiring laid off employees.
    4. The Employer will provide a copy of the Rehire List to the Union upon request.
    5. When the job classification the employee was laid off from is represented by both SEIU 925 and WFSE 1488 the employee will be placed on the rehire list for the specific job classification for both unions.
  7. 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.
  8. Corrective Action. Final Counseling that occurs within the six (6) months prior to the layoff will be considered in effect should the employee be rehired. The employee will continue to be subject to any consequences of not following the directives and/or action plan(s) specified in the current corrective action.
  9. 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. In such case, the employee will be removed from all other rehire lists and will have exhausted their rehire rights.
    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 for a position with the same FTE status and pay as the position from which the employee was laid off.
    5. Employees who reject two (2) offers 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.
  10. 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.

38.3. Rehire Wages and Increment Date. When employees are rehired from layoff status the periodic increment date and annual leave accrual date will be reestablished 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.

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

38.5. Benefits and Temporary Services. Employees on the rehire list who follow the rules prescribed by Temporary Services may be referred to temporary positions and can receive employer paid health benefit coverage if they meet the eligibility requirements as determined by the State.

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Article 39 – Resignation and Abandonment

39.1. Resignation. Employees are encouraged to provide at least two weeks’ notice of resignation. A written or oral resignation may be withdrawn within twenty-four (24) hours excluding the employee’s scheduled days off and holidays off, after submitting the resignation. The employee may only withdraw one resignation per position held. The Employer may permit withdrawal of resignation at any time.

39.2. Presumption of Resignation/Abandonment.

  1. An employee who fails to appear for work and report absence to the supervisor, in accordance with departmental policy, on three (3) consecutive scheduled workdays, shall be deemed to have resigned. 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 and departmental records.
  2. Within fourteen (14) calendar days of mailing the separation notice and upon proof that the failure to report absent could not reasonably have been avoided, an employee may submit to the supervisor a written petition for reinstatement. The Employer’s decision to not reinstate may be grieved according to the grievance procedure in Article 6.

39.3. Separated employees have the right to compensation for accrued vacation leave and compensation time according to University policy.

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Article 40 – Mandatory Subject

The Employer shall satisfy its collective bargaining obligation before changing a matter that is a mandatory subject. The Employer will notify the union staff representative in writing, with a copy to the Executive Director of the Union, of these changes. The Union may request discussions about and/or negotiations on the impact of these changes on employee’s working conditions. The Union will notify the Vice President of Labor Relations of any demands to bargain. In the event the Union does not request discussions and/or negotiations within thirty (30) calendar days, the Employer may implement the changes without further discussions and/or negotiations. There may be emergency or mandated conditions that are outside of the Employer’s control requiring immediate implementation, in which case the Employer shall notify the Union as soon as possible.

Prior to making any change in written agency policy that is a mandatory subject of bargaining; the Employer shall notify the Union and satisfy its collective bargaining obligations per Article 40.

Unless agreed otherwise, the parties agree to begin bargaining within thirty (30) calendar days of receipt of the request to bargain. If the union makes a request for information at the same time as the request to bargain, the thirty (30) calendar days will not begin until the information request has been fulfilled. Information requests made after the request to bargain will not delay the scheduling of discussion and/or negotiations. The parties shall agree to the location and time for the discussions and/or negotiations. Each party is responsible for choosing its own representatives for these activities. The Union will provide the Employer with the names of its employee representatives at least seven (7) calendar days in advance of the meeting date unless the meeting is scheduled sooner, in which case the Union will notify the Employer as soon as possible.

Release Time

  1. The Employer shall approve paid release time for up to four (4) employee representatives who are scheduled to work during the time meetings or negotiations are being conducted, provided the absence of the employee will not interfere with the operating needs of the Employer. The Employer may approve leave without pay for additional employee representatives provided the absence of the employee will not interfere with the operating needs of the Employer. If the additional employee absence is approved, the employee(s) may use personal holiday, annual leave, or compensatory leave instead of leave without pay.
  2. No overtime will be incurred as a result of bargaining and/or preparation for bargaining.
  3. The Union is responsible for paying any travel or per diem of employee representatives. Employee representatives may not use a state vehicle to travel to and from a bargaining session, unless authorized by the Employer for Business Purposes.

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Article 41 – New Employees

41.1. New Employees.

  1. The Employer will distribute to each new employee in the bargaining units a copy of the dues deduction card.
  2. A Union representative shall be allowed up to thirty (30) minutes with employees during the new employee orientation called by the University at which time the Union representative may address the new bargaining unit employees on matters concerning the rights and obligations of employees and the role of the Union as exclusive bargaining representative. If the University conducts orientation on-line, the Union will be permitted to display a reasonable amount of information as part of the program. “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 42 – Union Activities, Rights, and Stewards

42.1. Staff Representatives.

  1. Within thirty (30) calendar days from the effective date of this Agreement, the Union shall provide the Office of Labor Relations a list of staff representatives. The Union shall provide written notice to the Employer of any changes within thirty (30) calendar days of the change.
  2. Staff representatives may access University premises to carry out representational activities. The representative shall notify local management prior to their arrival and shall not interrupt the normal operations of the institution. The staff representative may meet with bargaining unit employees in non-work areas during non-work times.
    It is understood that any such visits which require a meeting with an employee will be restricted to the non-working 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.
  3. Upon written request of the staff representative or steward to the Office of Labor Relations (laborrel@uw.edu), the Employer will provide relevant information necessary for conducting representational duties. The information will be provided within a reasonable timeframe and without requiring the Union to file with the Public Records Office.

42.2. 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.

  1. The Union shall prevail upon all employees in the bargaining unit and especially Union 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 Union stewards and other Union representatives in the speedy resolution of any grievance that may arise.
  2. Union stewards shall primarily conduct representational duties only within their designated area of jurisdiction.  Stewards may represent members in another jurisdiction if the steward designated for that other jurisdiction is unavailable (e.g. away on approved leave), has a conflict, or if there is no steward in that area. In the event that a steward is unavailable, the steward of the next geographically closest designated jurisdiction will be contacted to represent the employee.  The number of stewards in a particular area and the jurisdiction they serve shall be an appropriate subject of discussion between the Union and the Employer.
  3. The Union agrees to submit an up-to-date list to the Office of Labor Relations once per month indicating the name of all Union stewards, their work locations, department,  jurisdiction and designation as a Lead, Chief, or Officer.  In any event, said list shall be submitted at least annually with changes noted as they occur.  Union stewards shall be recognized when the Office of Labor Relations is informed of their appointment.  Examples of jurisdiction are as follows: UWMC, South Campus HSB, HMC, Health Sciences, South Lake Union, Downtown, Airlift Northwest, UW Tower, Bothell Campus, Tacoma Campus, Seattle Campus, and Sandpoint.  Stewards shall be assigned by the union.  Lead Stewards, Chief Stewards, and Local/Chapter officers shall be recognized to have broader jurisdictions.
  4. Whereas it benefits the University to have Union stewards who understand the contract and are trained in administration of the contract, each of the Union’s stewards shall be allowed a total of eight (8) working hours annually without loss of pay to participate in the Union’s steward training program. Said time off shall be approved in advance by the employee’s supervisor and shall be contingent upon the ability to provide coverage during the time off.
    The Union shall submit to the Office of Labor Relations at least fifteen (15) days in advance the names of the employees (with their respective supervisors) that are scheduled to participate in the training. The Union will confirm the employee’s participation in the training upon completion.
  5. New Steward 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. No overtime or compensatory time will be earned for participation and no steward shall attend as a second steward more than once.

42.3. Training and Orientation.

  1. Upon signing of this Agreement, the Employer and Union will make a good faith effort to conduct joint training on contract administration.

42.4. Union Business Activities.

  1. 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 other authorized meetings at the Union’s request, may do so with supervisory approval. The Employee may use paid or unpaid leave consistent with University policy.
  2. The employee shall request leave from the Employee’s immediate supervisor at least two (2) weeks prior to the planned absence.

42.5. Use of State Facilities, Resources, and Equipment.

  1. Meeting Space and Facilities. The Employer’s campuses and facilities may be used by the Union to hold meetings subject to the University’s policy and availability of the space. The Employer may provide private space for stewards and/or Union representatives to meet in confidence with those they represent on a space available basis. Staff representatives may reserve and utilize meeting rooms in accordance with University policy and procedure. Such requests will be subject to availability and all applicable fees.
  2. Supplies and Equipment. Union representatives may use University equipment for contract administration if there is no cost to the Employer, is brief in duration, limited in distribution, and does not disrupt or distract from University business in accordance with University policy and state law.
  3. Bulletin Boards and Distribution of Union Material. Upon request, space will be made available to the Union on bulletin boards in those areas where bargaining unit employees work or frequent, for the posting of notices and information pertaining to official business of the Union. Materials posted on Union bulletin boards without the signature of a recognized Union officer or representative may be removed.
    Employees shall have the right to distribute official Union information materials during hours off work. Such distribution of official material shall not interfere with the work assignments of employees who are on duty. Further, such distribution activities must be held in locations which cause no interference with the various departments normal operations or with any employees who may not be involved or interested.

42.6. Temporary Employment with the Union. With thirty (30) calendar days notice, unless agreed otherwise, employees may be granted leave without pay if the employee is elected or appointed to serve as an officer or staff member of a specified duration, not to exceed six (6) months, provided the employee’s time off will not interfere with the operating needs of the Employer as determined by management. Upon request, the department may agree to an extension of leave without pay up to an additional six (6) months. The returning employee will be employed in a position in the same job classification, in the same layoff unit, and in the same geographical area, as determined by the Employer.

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Article 43 – Joint Union/Management Committees

43.1. 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.

SEIU 925 and Labor Relations will use the joint labor-management process to explore possible in-training opportunities for SEIU 925 members.

Market adjustments may be discussed at quarterly joint labor-management meetings.

43.2. 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) weeks’ 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.

43.3. 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 6 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.

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.

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Article 44 – Classifications and Reclassification

44.1. The Employer will allocate positions on a “best fit” basis to the most appropriate classification at the University of Washington. Allocations shall be based on a position’s duties, responsibilities, or qualifications.

44.2. Reallocations shall be based on a permanent and substantive change in the duties, responsibilities, or qualifications of a position or application of the professional exemption criteria set forth in RCW 41.06.070(2).

44.3.

  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 forty-five (45) 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 Article 44, or modify class specifications for bargaining unit positions, the Union may file an appeal with the Classification Review Hearing Officer selected under Article 44.6 of this contract, to determine if the salary assigned to the classification is appropriate.

44.4. 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. The Union and the Compensation office will meet and discuss the proposal within sixty (60) days. This review is not grievable.

44.5. The University agrees to notify the Union of any proposed reclassifications of occupied bargaining unit positions into non-bargaining unit positions at least thirty (30) days prior to implementation.

44.6. Professional Staff Exemptions:

  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. The Hearing Officer shall make his/her decision based on the criteria outlined in Subsection 44.6(1) above. If the employee appeals the exemption determination in any other forum the Union cannot pursue the determination through the process outlined in this Article.

44.7. 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. 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 this Article.

44.8. 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 45 – Compensation, Wages and Other Pay Provisions

45.1.

  1. Effective July 1, 2017, each classification represented by the Union will continue to be assigned to the same Pay Table and Salary Range as it was assigned on June 30, 2017. Effective July 1, 2017, each employee will continue to be assigned to the same Salary Range and Step that he or she was assigned on June 30, 2017 unless otherwise agreed.
  2. Effective July 1, 2017, all Salary Ranges described in Section A above will be increased by two percent (2%). This increase will be based upon the salary schedule in effect on June 30, 2017.
  3. Effective July 1, 2018, all Salary Ranges described in Section A above will be increased by two percent (2%). This increase will be based upon the salary schedule in effect on June 30, 2018.
  4. Effective January 1, 2019, all Salary Ranges described in Section A above will be increased by two percent (2%). This increase will be based upon the salary schedule in effect on December 31, 2018.
  5. Employees who are paid above the maximum for their range on the effective date of the increase described in B or C above will not receive the specified increase to their current pay unless the new range encompasses their current rate of pay. Employees who are receiving a Red-lined (Y-rated) salary as of June 30, 2015 will continue to receive that salary if it is higher than the top step of the salary range for their classification as specified in Appendix I.

45.2. 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, except for positions on Health Care Professional/Technical pay tables, which shall receive a minimum increase of 6%. 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.

45.3. 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.

45.4. Salary Schedules.

  1. The salary schedules shall be incorporated into this Agreement as Appendix V.
  2. Salary schedules will contain Career Enhancement/Growth steps as described in Section 45.6.
  3. Movement on General Schedules. Employees who are hired at the minimum available step of their pay range will receive a two (2) step increase to base salary following completion of six (6) months of continuous service and the date they receive that increase will be the employee’s periodic increment date. Thereafter, employees will receive a two (2) step increase annually, on their periodic increment date, until they reach the top of the pay range. Employees who are hired above the minimum available step of the pay range will receive a two (2) step increase to base salary following completion of twelve (12) months of continuous service and the date they receive that increase will be the employee’s periodic increment date. Thereafter, employees will receive a two (2) step increase annually, on their periodic increment date, until they reach the top of the pay range.
  4. Movement on Health Care Schedules. Employees who are hired on the Health Care pay tables above the minimum available step of the pay range will receive increment increases at the rate of one (1) step each twelve (12) months until they reach the top of the pay range.  The date they receive that increase will be the employee’s periodic increment date until they reach the top of the pay range. Employees who are hired on the Health Care pay tables at the minimum available step in the pay range will receive a one (1) step increase to base salary following completion of six (6) months of continuous service and the date they receive that increase will be the employee’s periodic increment date. Thereafter, employees will receive a one (1) step increase annually, on their periodic increment date, until they reach the top of the pay range.
  5. When a periodic increment date coincides with a promotional date, the appointment to a new salary range, and/or a market adjustment, the periodic increment date will be applied first.
  6. 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.
  7. Recruitment/Retention Compensation. The Employer may increase the salary of classifications that are experiencing recruitment/retention problems, upon thirty (30) days’ notice to the union and the opportunity for the union to bargain.as per 45.7 below.

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

45.6. 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 increased value to the department, service enhancements, or efficiencies for the department in which the employee works.

CEGP steps on the respective pay tables (see Appendix V Pay Tables), 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 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.

Either employees or managers may initiate the CEGP application process.  All CEGP applications shall be forwarded to the Compensation Office, regardless of approval or denial.  If the application has been denied, the reason for the denial must be documented.

The Compensation Office will develop a system to track CEGP applications, grants, and denials.  This tracking system will at a minimum capture the job class, department, employee id, the decision to grant or deny, and the documented reason for any denial.  If denied, the employee may appeal to the decision-maker’s supervisor.

The CEGP application form will be revised to allow the inclusion of up to three letters of recommendation, and record years of experience in the position or field, as well as years of service with the University in the Statement of Qualifications section.  The union will have access to this information on request.

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 parties will utilize the JLM committee to review the CEGP program periodically with the goal to improve standards and accessibility.

The Career Enhancement/Growth program in its entirety is not subject to the grievance procedure (Article 6).

45.7. 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.

45.8. 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 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.

45.9. 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 II, 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.

45.10. 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 II, 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.

45.11. Multilingual/Sign Language/Braille Premium Pay. Whenever a classified position has a bona fide requirement for regular use of competent skills in more than one language, and/or sign language and/or Braille, and the need for that skill is specified in the employee’s position description, the employee shall receive a premium pay of five (5%) percent above the level normally assigned for that position, except for those instances where the position is allocated to a class that specifies these skills.

If the employee’s position is allocated to a class that specifies these skills, the employee will receive a premium pay of five (5%) percent above the level normally assigned for that position only when the employee’s position description states that the position has a bona fide requirement for regular use of competent skills in three (3) or more languages in addition to English.

If this requirement is not included in the employee’s position description, refusal by the employee to interpret will not result in corrective action.

45.12. 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 II.

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

45.13. Substitute Lead (Applicable only to the Health Care Professional/Laboratory Technical bargaining unit). 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 $2.00 per hour for all hours worked in the assignment.

45.14. 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.

45.15. 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.

45.16. 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 46 – Health Care Benefits Amounts

  1. For the 2017-2019 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 (PEBB). 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 46.1 (B) will expire June 30, 2019.

46.2. The PEB Program shall provide information on the Employer Sponsored Insurance Premium Payment Program on its website and in an open enrollment publication annually.

46.3. The Employer will pay the entire premium costs for each bargaining unit employee for basic life, basic long-term disability and dental insurance coverage.

46.4. 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 who register for the Smart Health Program and complete the Well-Being Assessment will be eligible to receive a twenty-five dollar ($25) gift certificate. In addition, 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.

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Article 47 – Contracting

47.1. 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.

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Article 48 – Staffing Concerns

48.1. Individual Staffing Concerns. Employees are strongly encouraged to bring concerns about workload issues to the attention of their supervisor or designee. Upon request, the supervisor or designee will provide direction and guidance that may include the setting of priorities and the adjustment of workload.

48.2. Departmental Staffing Concerns. Workload, work area and staffing considerations will be appropriate subjects for Joint Union/Management meetings.

48.3. The Employer will ensure that the reporting authority for each employee is clearly defined.

48.4. Assignment of Additional Duties. An employee who is assigned, on a long term basis, 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.

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Article 49 – Privacy

49.1. Personnel, medical records, and other employment related files containing personal employee information, will be kept confidential in accordance with state and federal law and University policy.

49.2. The Employer will make a reasonable attempt to notify affected current employees when a public disclosure request, in which they are named, is received for information from their personnel file. The Employer will copy the Union on the notification to the employee. This notification does not apply to any public disclosure request from the employee, a request from the Union, one that includes a release signed by the employee, or a request for information otherwise available to the public.

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Article 50 – 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 51 – Travel Pay and Work Time

51.1. 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.

51.2. 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 Articles 9 and 10, 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 52 – Personal Services

The University agrees 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.

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Article 53 – Modality Pay

Applicable only to HealthCare Professional/Laboratory Technical bargaining unit.

The parties agree that Modality Pay will be applicable to the job titles below.  When applicable, Modality Pay will be paid as follows:

Modality Pay 1- $1.25 per hour

Modality Pay 2- $1.50 per hour

Modality Pay 3- $1.75 per hour

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
8272 Imaging Technologist
8274 Imaging Technologist Angiography
8275 Imaging Technologist Mag Res Imaging
8276 Imaging Technologist Lead
8279 Imaging Technologist Supervisor
8273 Imaging Technologist Computed Tomo
8277  Imaging Technologist Mammography
8435 Vascular Sonographer
8439 Vascular Sonographer Lead

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Article 54 – Subordination of Agreement and Saving Clause

Should any part of this Agreement or any provision contained herein be determined by a body of competent jurisdiction to be unlawful or invalid the remainder of the Agreement shall remain in full force and effect. Upon request from either party, the Union and Employer negotiating committee shall commence negotiations within thirty (30) days for the purpose of coming to agreement on a substitute provision for that which was declared unlawful or invalid.

Nothing in this Agreement shall be construed to limit or reduce the rights and privileges of the parties except where specifically modified herein.

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Article 55 – Contract Publication

55.1. 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

55.2. Distribution.

  1. Each department or unit will maintain a paper copy of the contract accessible to all union members regardless of shift.
  2. Each Human Resources Operations Office will maintain a paper copy of the agreement accessible to union members during normal business hours.
  3. The Employer shall allow distribution through campus mail as needed.
  4. The Employer will provide all current and new employees with a link to the new Agreement.

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Article 56 – Union Membership, Fair Share and Dues Deduction

56.1. 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 thirty (30) days of employment, or within thirty (30) 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.

The Employer shall notify each employee hired into a bargaining unit position of the union shop requirement through job posting, new employee orientation, or appointment letter within thirty (30) days of hire and shall provide employee hired into the bargaining unit with a membership application with their employment materials.

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.

Failure by an employee to abide by the aforementioned provision of this article shall constitute cause for discharge of such employee; however, the Employer has no duty to act until the Union makes an appropriate written request for discharge to the Labor Relations Office and verifies (by forwarding a copy of the written notification to the Employer) that the employee received written notification from the Union of the delinquency, including the amount owing, method of calculation, if appropriate, and that non-payment will result in discharge by the University.

56.2. 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.

56.3. 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.

56.4. 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.

56.5. Listing of Employees.

  1. Authorized Use – All Reports
    The information contained in the requested reports would be provided to each Union for the sole and exclusive purpose of enabling the Union to fulfill their representational responsibilities as the collective bargaining representative for the UW employees about whom the information is requested. No personally identifiable data will be published or shared by any Union, except among those within each Union with a need-to-know for the purpose of enabling the Union to fulfill its representational responsibilities as the collective bargaining representative for the University employees about whom the data or information is requested. In the event that a Union merges the data contained in these reports with other data in its possession, only aggregate results (and no personally identifiable data) will be published or shared in any way, except among those within the Union with a need-to-know for the purpose of enabling the Union to fulfill its representational responsibilities as the collective bargaining representative for the UW employees about whom the data or information is requested.
  2. Format – All Reports
    UW will transmit the data in a secure format to be negotiated with the Unions.
  3. 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, salary range, date of birth, race or ethnicity, gender and salary step. Work location data will be made available within thirty (30) days of the effective date of the 2017-2019 contract. Effective six months after implementation of the Workday HRP system, the above language shall be superseded by the following language:

Each pay period UW shall provide the following four reports electronically in EXCEL format

  1. Total Compensation and deductions *
    Name
    Home Address
    Home phone
    Cell phone
    Work phone
    Work location (building)
    Work location (address)
    Work station or office (suite and/or number)
    Employee ID number
    Personal Email
    UW email
    UW mailbox
    Employment status
    Employment status effective date
    Job classification
    Department
    Pay grade
    Pay step
    Pay rate salary
    Hourly rate
    Supervisor
    Supervisor email
    Race
    Gender
    DOB
    Date of hire
    Job title
    Job class code
    Shift
    Deduction amount dues
    Deduction amount fees
    Deduction amount other
    Deduction amount cope
    Total wages for the pay period
    Total base pay for pay period
    Total overtime pay for pay period
    Total overtime hours per pay period
    Total hours worked in the pay period
    Days in the pay period
    Total hours for each class/type of differential and or/ premium pay for the pay period
    Total wages for each class/type of differential and or/ premium pay for the pay period
    Total wages year to date.
    Pension plan enrollment (which plan)
    Position number
    Medical plan enrollment (which plan)
    Bargaining Unit
    Total FTE
    Anniversary date (step date)
    Employment status (regular fulltime, regular part time, hourly, fixed duration part time, fixed duration full time)
    *The parties desire a one line report per employee for this report. We should discuss how to reconcile multiple appointments
  2. All appointment list
    All information above with wages and codes organized by appointment including:

    1. ld by each worker.
    2. Appointment budget number(s)
    3. Beginning date
    4. End date
    5. Department and /or hiring unit
    6. College/Org name
    7. Job Classification
    8. Job Classification Code
    9. Full time salary or hourly rate
    10. Appointment/FTE Percentage
    11. Appointment status
    12. Appointment term
    13. Distribution line information.
    14. Position number
    15. Earnings in last pay cycle
    16. Hours worked in last pay cycle
    17. FTE in last pay cycle
  3. Change Report
    Name
    Job classification
    Job classification code
    Department
    Employee id
    Original hire date
    Status change date
    Termination/separation date if any
    Reason for status change, nature of status change
    Reason for termination/separation
    LOA effective date
    Nature of LOA
    New hire date
    New Hire
  4. Vacancy Report
    Position Number
    Job Classification
    Date of vacancy
    Elimination date of vacancy
    Reason for elimination (filled, deleted, transferred to a different classification/status)

56.6. Privacy Rights of Union Members. In recognition of the privacy interests of all persons covered under this Agreement, the Employer will not disclose any personally identifiable wage or deduction information, or membership status, concerning persons covered by this Agreement to any members of the public or to nongovernmental organizations except to the extent required by law, including the Public Disclosure Act and the Freedom of Information Act.

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Article 57 – 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 58 – Duration

This Agreement shall become effective July 1, 2017 and remain in force through June 30, 2019; provided that if this Agreement expires while negotiations between the parties are underway for a successor Agreement, the terms and conditions of this Agreement will remain in effect for a period not to exceed one (1) year from the expiration date.

Either party may request negotiation of a successor Agreement by notifying the other party in writing no sooner than January 1, 2018, and no later than January 31, 2018, to negotiate a new Agreement.  Should such notice be served, bargaining shall commence at a time agreed upon by the parties.

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Article 59 – Represented Regular Temporary Employees

Only the following language in this article applies to the Represented Regular Temporary Employees and shall constitute the whole agreement between the Union and the University regarding these employees.

The Following Articles in this Agreement apply to Represented Regular Temporary employees, except as modified below:

  • Preamble and Purpose
  • Article 1 – Union Recognition
  • Article 2 – Non-discrimination
  • Article 4 – Workplace Behavior
  • Article 5 – Affirmative Action
  • Article 6 – Grievance Procedure (non-corrective action only)
  • Article 7 – Employee Rights
  • Article 8 – Employee Facilities
  • Article 19 – Union Business Activities
  • Article 20.11 – Formal Collective Bargaining Leave
  • Article 22 – Child/Dependent Care
  • Article 24 – Unpaid Leave for a Reason of Faith or Conscience
  • Article 27 – Leave Related to Domestic Violence, Sexual Assault or Stalking
  • Article 30 – Work Related to Injury Leave (except 30.2)
  • Article 31 – Health and Safety
  • Article 40 – Mandatory Subjects
  • Article 42 – Union Activities, Rights, and Stewards (except Article 42.6 Temporary Employment with the Union)
  • Article 43 – Joint Union/Management Committees (except section 43.3)
  • Article 46 – Health Care Benefits (if qualified for PEBB)
  • Article 49 – Privacy
  • Article 50 – No Strike/Lockout
  • Article 51 – Travel Pay and Work Time
  • Article 52 – Personal Services
  • Article 54 – Subordination of Agreement and Saving Clause
  • Article 55 – Contract Distribution
  • Article 56 – Union Membership, Fair Share and Dues Deduction
  • Article 57 – Management Rights and Responsibilities
  • Article 58 – Duration
  • Appendix I – Job Classifications
  • Appendix III – Overtime Exempt Job Classifications
  • Appendix IV – Layoff Seniority Units
  • Appendix V – Pay Tables
  • Appendix VI – Market Increases

59.1. Definition. The term Represented 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.

59.2. Hours of Work and Overtime. Hours of work for Represented 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.

59.3. Probationary Period. Represented 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 Represented 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.

59.4. Compensation. The Salary schedules for Represented Regular Temporary Employees shall be incorporated into this Agreement as Appendix V.

The hourly rate for a Represented 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 Represented 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 Represented 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.

59.5. Holiday Premium. If an employee works one of the following holidays, she/he will receive time and one half for all hours worked on that holiday:  New Year’s Day, Martin Luther King Jr. Day, President’s Day, Memorial Day, Independence Day, Labor Day, Veteran’s Day, Thanksgiving, the Day after Thanksgiving, and Christmas.

59.6. Training. Employees shall be appropriately trained and or certified prior to being assigned to perform work requiring such training or certification, e.g., work with asbestos, lead, blood borne pathogens, and all other appropriate training required for safety and efficiency in the unit.


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 WD Job Code Job Classification Pay Table Salary Range
7115 17115 ACCELERATOR TECHNICIAN 1 B4 40
7300 17300 ACCOUNTANT 1 B4 41
7301 17301 ACCOUNTANT 2 B4 45
7302 17302 ACCOUNTANT, SENIOR B4 51
7045 17045 ADMINISTRATIVE ASSISTANT A B4 39
XXXX XXXXX ADMINISTRATIVE ASSISTANT 1 B4 33
XXXX XXXXX ADMINISTRATIVE ASSISTANT 2 B4 37
XXXX XXXXX ADMINISTRATIVE ASSISTANT 3 B4 41
7080 17080 ADMINISTRATIVE COORDINATOR B4 37
7490 17490 ADMISSIONS SPECIALIST B4 41
7583 17583 AFFIRMATIVE ACTION/HUMAN RIGHTS ASSISTANT B4 41
7724 17724 ANIMAL TECHNICIAN 1 B4 27
7725 17725 ANIMAL TECHNICIAN 2 B4 28
7726 17726 ANIMAL TECHNICIAN 3 B4 32
7613 17613 BOOK PRODUCTION COORDINATOR B4 44
7075 17075 BOOKKEEPING MACHINE OPERATOR B4 30
7550 17550 BROADCAST TECHNICIAN 1 B4 44
7551 17551 BROADCAST TECHNICIAN 2 B4 50
7552 17552 BROADCAST TECHNICIAN 3 B4 54
7335 17335 BUDGET ANALYST B4 43
7336 17336 BUDGET/FISCAL ANALYST B4 47
7337 17337 BUDGET/FISCAL ANALYST LEAD B4 52
7021 17021 BUILDING SERVICES COORDINATOR B4 33
7119 17119 BUYER 1 B4 38
7120 17120 BUYER 2 B4 44
7122 17122 BUYER 3 B4 49
7638 17638 CAMPUS SECURITY OFFICER B4 41
7070 17070 CASHIER 1 B4 28
7071 17071 CASHIER 2 B4 30
7073 17073 CASHIER LEAD B4 32
8052 18052 CLINIC REPRESENTATIVE 1 B4 26
8053 18053 CLINIC REPRESENTATIVE 2 B4 30
8364 18364 CLINICAL DATA SPECIALIST – CODER B7BX 40
8365 18365 CLINICAL DATA SPECIALIST – UTIL MANAGEMENT B7BX 59
8367 18367 CLINICAL DATA SPECIALIST LEAD B7BX 69
8363 18363 CLINICAL DATA SPECIALIST TRAINEE B7BX 22
8366 18366 CLINICAL DATA SPECIALIST – CODER/UTIL MANAGEMENT B7BX 64
8456 18456 CLINICAL EMBRYOLOGIST B6 62
8457 18457 CLINICAL EMBRYOLOGIST LEAD B6 69
8455 18455 CLINICAL EMBRYOLOGIST TRAINEE B6 42
8391 18391 CLINICAL LABORATORY ASSISTANT B7BX 12
7378 17378 COMMUNICATIONS TECHNICIAN 1 B4 62
7379 17379 COMMUNICATIONS TECHNICIAN 2 B4 66
7380 17380 COMMUNICATIONS TECHNICIAN 3 B4 70
7374 17374 COMPUTER MAINTENANCE TECHNICIAN 1 B4 45
7375 17375 COMPUTER MAINTENANCE TECHNICIAN 3 B4 61
7388 17388 COMPUTER MAINTENANCE TECHNICIAN 4 B4 65
7377 17377 COMPUTER MAINTENANCE TECHNICIAN LEAD B4 63
7370 17370 COMPUTER OPERATOR 1 B4 30
7371 17371 COMPUTER OPERATOR 2 B4 36
7372 17372 COMPUTER OPERATOR 3 B4 42
7373 17373 COMPUTER OPERATOR LEAD B4 45
7945 17945 COMPUTER SERVICES CONSULTANT 1 B4 57
7925 17925 COMPUTER SUPPORT ANALYST 1 B4 49
7926 17926 COMPUTER SUPPORT ANALYST 2 B4 55
7390 17390 COMPUTER SUPPORT SPECIALIST 1 B4 48
7391 17391 COMPUTER SUPPORT SPECIALIST 2 B4 54
7392 17392 COMPUTER SUPPORT SPECIALIST LEAD B4 60
7939 17939 COMPUTER SUPPORT TECHNICIAN 1 B4 42
7940 17940 COMPUTER SUPPORT TECHNICIAN 2 B4 48
7941 17941 COMPUTER SUPPORT TECHNICIAN 3 B4 51
7019 17019 CONFERENCE COORDINATOR 1 B4 38
7020 17020 CONFERENCE COORDINATOR 2 B4 42
7659 17659 COPY CENTER ASSISTANT/COURIER B4 27
7656 17656 COPY CENTER COORDINATOR 1 B4 35
7657 17657 COPY CENTER COORDINATOR 2 B4 37
7660 17660 COPY CENTER EQUIPMENT OPERATOR 1 B4 30
7661 17661 COPY CENTER EQUIPMENT OPERATOR 2 B4 33
7662 17662 COPY CENTER EQUIPMENT OPERATOR 3 B4 34
7586 17586 COSTUMER LEAD B4 39
7585 17585 COSTUMER SPECIALIST B4 48
7485 17485 CREDENTIALS EVALUATOR 1 B4 31
7486 17486 CREDENTIALS EVALUATOR 2 B4 34
7487 17487 CREDENTIALS EVALUATOR 3 B4 36
7410 17410 CURRICULUM ADVISOR B4 35
7364 17364 DATA CONTROL TECHNICIAN 1 B4 30
7365 17365 DATA CONTROL TECHNICIAN 2 B4 36
7366 17366 DATA CONTROL TECHNICIAN 3 B4 42
7367 17367 DATA CONTROL TECHNICIAN LEAD B4 45
7383 17383 DATA ENTRY OPERATOR 1 B4 26
7384 17384 DATA ENTRY OPERATOR 2 B4 28
7385 17385 DATA ENTRY OPERATOR 3 B4 32
7386 17386 DATA ENTRY OPERATOR LEAD B4 34
8470 18470 DENTAL ASSISTANT 1 B7BX 5
8471 18471 DENTAL ASSISTANT 2 B7BX 23
8475 18475 DENTAL ASSISTANT-EXPANDED FUNCTION DENTAL AUXILIARY B7BX 76
8476 18476 DENTAL X-RAY TECHNICIAN 2 B7BX 23
7250 17250 DEVELOPMENT/FUND RAISING EVENTS COORDINATOR B4 43
8004 18004 DIETARY UNIT CLERK B7BX 2
8481 18481 DISPENSARY ASSISTANT 2 B4 31
7641 17641 DRAFTING TECHNICIAN 2 B4 48
7642 17642 DRAFTING TECHNICIAN 3 B4 52
7770 17770 EDITOR-PUBLICATIONS 1 B4 50
7771 17771 EDITOR-PUBLICATIONS 2 B4 55
7755 17755 EDITOR-RESEARCH PUBLICATIONS 1 B4 50
7756 17756 EDITOR-RESEARCH PUBLICATIONS 2 B4 55
7757 17757 EDITOR-RESEARCH PUBLICATIONS 3 B4 61
7580 17580 ELECTRONIC MEDIA PRODUCER 1 B4 43
7581 17581 ELECTRONIC MEDIA PRODUCER 2 B4 49
7582 17582 ELECTRONIC MEDIA PRODUCER LEAD B4 53
7741 17741 ELECTRONICS TECHNICIAN 2 B4 44
7593 17593 EMPLOYMENT TRAINING SPECIALIST 1 B4 37
7595 17595 EMPLOYMENT TRAINING SPECIALIST 2 B4 43
7592 17592 EMPLOYMENT TRAINING SPECIALIST ASSISTANT B4 32
7594 17594 EMPLOYMENT TRAINING SPECIALIST LEAD B4 43
7639 17639 ENGINEERING ASSISTANT 1 B4 48
7640 17640 ENGINEERING ASSISTANT 2 B4 54
7750 17750 ENVIRONMENTAL CONTROL TECHNICIAN 1 B4 34
7752 17752 ENVIRONMENTAL CONTROL TECHNICIAN 3 B4 42
7625 17625 FACILITIES DRAFTING TECHNICIAN 2 B4 48
7621 17621 FACILITIES/PROJECT COST ENGINEER B4 67
8057 18057 FINANCIAL ACCESS SPECIALIST 1 B4 40
8058 18058 FINANCIAL ACCESS SPECIALIST 2 B4 45
8059 18059 FINANCIAL ACCESS SPECIALIST LEAD B4 47
8073 18073 FINANCIAL SERVICES COUNSELOR B4 37
8074 18074 FINANCIAL SERVICES SPECIALIST 1 B4 38
8075 18075 FINANCIAL SERVICES SPECIALIST 2 B4 42
7683 17683 FIRE PROTECTION ENGINEER B4 71
7684 17684 FIRE PROTECTION ENGINEER-LEAD B4 76
7036 17036 FISCAL SPECIALIST 1 B4 40
7037 17037 FISCAL SPECIALIST 2 B4 44
7050 17050 FISCAL TECHNICIAN 1 B4 30
7051 17051 FISCAL TECHNICIAN 2 B4 33
7055 17055 FISCAL TECHNICIAN 3 B4 36
7052 17052 FISCAL TECHNICIAN LEAD B4 37
7488 17488 FOREIGN ADMISSIONS EVALUATOR B4 36
7026 17026 FORMS ANALYST 1 B4 33
7027 17027 FORMS ANALYST 2 B4 39
7028 17028 FORMS ANALYST 3 B4 45
7483 17483 GRADUATION & ACADEMIC RECORDS SPECIALIST B4 41
7484 17484 GRADUATION & ACADEMIC RECORDS SPECIALIST LEAD B4 43
7514 17514 GRAPHIC DESIGNER/ILLUSTRATOR B4 43
7515 17515 GRAPHIC DESIGNER/ILLUSTRATOR LEAD B4 49
7512 17512 GRAPHIC ILLUSTRATOR B4 33
7503 17503 HEALTH EDUCATION RESOURCES COORDINATOR 1 B4 44
7504 17504 HEALTH EDUCATION RESOURCES COORDINATOR 2 B4 48
8256 18256 HEALTH INFORMATION LEAD B4 39
8222 18222 HEALTH INFORMATION TECHNICIAN 1 B4 31
8255 18255 HEALTH INFORMATION TECHNICIAN 2 B4 32
8254 18254 HEALTH INFORMATION TECHNICIAN 3 B4 35
7762 17762 HEALTH PHYSICIST 1 B4 52
7763 17763 HEALTH PHYSICIST 2 B4 56
8474 18474 HOSPITAL DENTISTRY ASSISTANT SPECIALIST B7BX 50
7587 17587 HUMAN RESOURCE ASSISTANT B4 35
7588 17588 HUMAN RESOURCE ASSISTANT SENIOR B4 41
7589 17589 HUMAN RESOURCE COORDINATOR B4 37
7043 17043 HUMAN SUBJECTS REVIEW COORDINATOR B4 48
7774 17774 INFORMATION SPECIALIST 1 B4 41
7775 17775 INFORMATION SPECIALIST 2 B4 46
7788 17788 INSTRUCTIONAL TECHNICIAN 2 B4 43
7702 17702 INVENTORY INSPECTOR 1 B4 30
7703 17703 INVENTORY INSPECTOR 2 B4 35
7186 17186 ISC CUSTOMER SERVICE REPRESENTATIVE B4 42
7181 17181 ISC PAYROLL ACCOUNTANT B4 53
7180 17180 ISC PAYROLL SPECIALIST B4 47
7187 17187 ISC SR CUSTOMER SERVICE REPRESENTATIVE B4 44
7797 17797 LABORATORY HELPER B4 25
7798 17798 LABORATORY HELPER LEAD B4 27
7800 17800 LABORATORY TECHNICIAN 1 B4 28
7801 17801 LABORATORY TECHNICIAN 2 B4 32
7240 17240 LEGAL SECRETARY B4 38
7241 17241 LEGAL SECRETARY 2 B4 44
7792 17792 MAILING LIST EQUIPMENT OPERATOR 1 B4 24
7793 17793 MAILING LIST EQUIPMENT OPERATOR 2 B4 28
7540 17540 MEDIA ENGINEER A B4 56
7562 17562 MEDIA LABORATORY COORDINATOR B4 38
7529 17529 MEDIA MAINTENANCE TECHNICIAN 1 B4 36
7530 17530 MEDIA MAINTENANCE TECHNICIAN 2 B4 42
7531 17531 MEDIA MAINTENANCE TECHNICIAN 3 B4 46
7533 17533 MEDIA MAINTENANCE TECHNICIAN LEAD B4 48
7561 17561 MEDIA SERVICES DISPATCHER B4 33
7560 17560 MEDIA SERVICES OPERATOR B4 30
7520 17520 MEDIA TECHNICIAN B4 32
7523 17523 MEDIA TECHNICIAN LEAD B4 43
7521 17521 MEDIA TECHNICIAN SENIOR B4 40
7557 17557 MEDIA/FILM CLERK 1 B4 26
7558 17558 MEDIA/FILM CLERK 2 B4 28
7559 17559 MEDIA/FILM CLERK 3 B4 33
8085 18085 MEDICAL AIRLIFT COMMUNICATIONS SPEC B4 47
8265 18265 MEDICAL ASSISTANT B4 43
8266 18266 MEDICAL ASSISTANT LEAD B4 46
7511 17511 MEDICAL ILLUSTRATOR B4 53
8021 18021 MEDICAL TRANSCRIPTIONIST 1 B7BX 14
8022 18022 MEDICAL TRANSCRIPTIONIST 2 B7BX 21
8023 18023 MEDICAL TRANSCRIPTIONIST LEAD B7BX 28
7728 17728 MESSENGER DRIVER B4 26
7729 17729 MESSENGER DRIVER LEAD B4 30
7220 17220 OFFICE ASSISTANT 1 B4 28
7221 17221 OFFICE ASSISTANT 2 B4 31
7222 17222 OFFICE ASSISTANT 3 B4 34
7223 17223 OFFICE ASSISTANT LEAD B4 36
7631 17631 OFFSET DUPLICATOR OPERATOR B4 26G
7632 17632 OFFSET DUPLICATOR OPERATOR LEAD B4 29
7734 17734 ORDER FULFILLMENT COORDINATOR B4 32
8160 18160 ORTHOTIST-PROSTHETIST TECHNICIAN B6 50
7658 17658 PARKING ENFORCEMENT OFFICER B4 33
8072 18072 PATIENT CARE COORDINATOR B4 46
8066 18066 PATIENT COLLECTIONS LEAD B6 12
8065 18065 PATIENT COLLECTIONS REPRESENTATIVE B6 5
8081 18081 PATIENT FINANCIAL SERVICES SPECIALIST 1 B6 3
8082 18082 PATIENT FINANCIAL SERVICES SPECIALIST 2 B6 15
8070 18070 PATIENT REPRESENTATIVE B4 44
8078 18078 PATIENT SERVICES REPRESENTATIVE COORDINATOR B4 37
8090 18090 PATIENT SERVICES SPECIALIST 1-TRAINEE B4 34
8091 18091 PATIENT SERVICES SPECIALIST 2 B4 37
8092 18092 PATIENT SERVICES SPECIALIST 3 B4 39
8094 18094 PATIENT SERVICES SPECIALIST EDU-QA B4 44
8093 18093 PATIENT SERVICES SPECIALIST LEAD B4 44
7058 17058 PAYROLL & BENEFITS COORDINATOR B4 41
7060 17060 PAYROLL TECHNICIAN 1 B4 26
7061 17061 PAYROLL TECHNICIAN 2 B4 31
7062 17062 PAYROLL TECHNICIAN LEAD B4 33
7780 17780 PHOTOGRAPHER 1 B4 43
7781 17781 PHOTOGRAPHER 2 B4 47
7779 17779 PHOTOGRAPHIC TECHNICIAN B4 32
7420 17420 PIANO TECHNICIAN B4 41
7204 17204 PLANNING ANALYST 1 B4 52
7205 17205 PLANNING ANALYST 2 B4 57
7206 17206 PLANNING ANALYST 3 B4 62
7270 17270 POLICE DISPATCHER B4 50
7271 17271 POLICE DISPATCHER LEAD B4 52
7325 17325 PRESERVATION AND MUSEUM SPECIALIST 1 B4 32
7326 17326 PRESERVATION AND MUSEUM SPECIALIST 2 B4 38
7327 17327 PRESERVATION AND MUSEUM SPECIALIST 3 B4 42
7328 17328 PRESERVATION AND MUSEUM SPECIALIST 4 B4 47
7202 17202 PROCEDURES ANALYST 1 B4 47
7203 17203 PROCEDURES ANALYST 2 B4 52
7125 17125 PROCUREMENT REPRESENTATIVE B4 32
7255 17255 PROGRAM ASSISTANT B4 35
7256 17256 PROGRAM COORDINATOR B4 40
8241 18241 QUALITY ASSURANCE COORDINATOR B7BX 78
7236 17236 RECORDER B4 33
7047 17047 RECORDS ANALYST 1 B4 41
7048 17048 RECORDS ANALYST 2 B4 46
7049 17049 RECORDS ANALYST 3 B4 53
7168 17168 RECREATION COORDINATOR 2 B4 53
7851 17851 RESEARCH AIDE 2 B4 37
7030 17030 RESEARCH ANALYST 1 B4 37
7031 17031 RESEARCH ANALYST 2 B4 42
7032 17032 RESEARCH ANALYST 3 B4 47
7005 17005 RESEARCH ANALYST LEAD B4 50
7853 17853 RESEARCH LITERATURE ANALYST B4 42
7867 17867 RESEARCH STUDY ASSISTANT B4 33
7868 17868 RESEARCH STUDY COORDINATOR 1 B4 38
7869 17869 RESEARCH STUDY COORDINATOR 2 B4 43
7870 17870 RESEARCH STUDY COORDINATOR LEAD B4 43
7510 17510 RESEARCH/EXTENSION PROGRAM ASSISTANT B4 38
7720 17720 RETAIL CLERK 1 B4 26
7721 17721 RETAIL CLERK 2 B4 28
7722 17722 RETAIL CLERK LEAD B4 32
7686 17686 SAFETY PROFESSIONAL 1 B4 50
7688 17688 SAFETY PROFESSIONAL 2 B4 54
7506 17506 SCIENCE INSTRUCTION DESIGNER 1 B4 44
7507 17507 SCIENCE INSTRUCTION DESIGNER 2 B4 49
7784 17784 SCIENTIFIC INSTRUCTIONAL TECHNICIAN 1 B4 44
7785 17785 SCIENTIFIC INSTRUCTIONAL TECHNICIAN 2 B4 47
7769 17769 SCIENTIFIC STORES ATTENDANT B4 36
7243 17243 SECRETARY B4 33
7246 17246 SECRETARY LEAD B4 39
7244 17244 SECRETARY SENIOR B4 36
7644 17644 SECURITY GUARD B4 34
7176 17176 SPORTS EQUIPMENT ATTENDANT 1 B4 24
7177 17177 SPORTS EQUIPMENT ATTENDANT 2 B4 25
7169 17169 SPORTS EQUIPMENT TECHNICIAN B4 27
7573 17573 STAGE TECHNICIAN 2 B4 40
7234 17234 STATISTICAL TYPIST B4 32
7911 17911 SYSTEMS ANALYST/PROGRAMMER 1 B4 53
7912 17912 SYSTEMS ANALYST/PROGRAMMER 2 B4 59
7913 17913 SYSTEMS ANALYST/PROGRAMMER 3 B4 65
7238 17238 TECHNICAL SECRETARY B4 36
7288 17288 TELECOMMUNICATIONS ANALYST 1 B4 58
7289 17289 TELECOMMUNICATIONS ANALYST 2 B4 62
7287 17287 TELECOMMUNICATIONS ANALYST 3 B4 65
7281 17281 TELEPHONE COMMUNICATIONS OPERATOR-HOSPITAL B7BX 00
7285 17285 TELEPHONE COMMUNICATIONS OPERATOR LEAD-HOSPITAL B7BX 7
7464 17464 TELEPHONE SYSTEMS TECHNICIAN B4 46
7646 17646 TRAFFIC GUIDE B4 33
7647 17647 TRAFFIC GUIDE LEAD B4 35
7545 17545 TV/VIDEO EQUIPMENT OPERATOR 1 B4 31
7546 17546 TV/VIDEO EQUIPMENT OPERATOR 2 B4 36
7547 17547 TV/VIDEO EQUIPMENT OPERATOR LEAD B4 39
8028 18028 UTILIZATION REVIEW COORDINATOR B4 31
7472 17472 VETERANS ADVISOR B4 36
7260 17260 WORD PROCESSING OPERATOR 1 B4 31
7261 17261 WORD PROCESSING OPERATOR 2 B4 33
7262 17262 WORD PROCESSING OPERATOR LEAD B4 37

University-wide Supervisory Bargaining Unit
Job Code WD Job Code Job Classification Pay Table Salary Range
7011 17011 ACCOUNTING SUPERVISOR B4 51
7044 17044 ADMINISTRATIVE ASSISTANT A – SUPERVISORY B4 41
7046 17046 ADMINISTRATIVE ASSISTANT B B4 42
XXXX 1XXXX ADMINISTRATIVE ASSISTANT LEAD B4 43
XXXX 1XXXX ADMINISTRATIVE ASSISTANT SUPERVISOR B4 48
7727 17727 ANIMAL TECHNICIAN SUPERVISOR B4 36
8343 18343 ADVANCED CARDIAC TECHNOLOGIST SUPERVISOR B7BX 108
7553 17553 BROADCAST TECHNICIAN SUPERVISOR B4 58
7339 17339 BUDGET/FISCAL OPERATIONS SUPERVISOR B4 58
7338 17338 BUDGET/FISCAL UNIT SUPERVISOR B4 55
7022 17022 BUILDING SERVICES SUPERVISOR B4 38
7636 17636 CAMPUS SECURITY SERGEANT B4 51
8428 18428 CARDIAC SONOGRAPHER SUPERVISOR BH 20
7072 17072 CASHIER SUPERVISOR B4 35
8368 18368 CLINICAL DATA SPECIALIST SUPERVISOR B7BX 79
7382 17382 COMMUNICATIONS TECHNICIAN SUPERVISOR B4 74
7956 17956 COMPUTER OPERATOR SUPERVISOR B4 50
7650 17650 COPY CENTER SUPERVISOR B4 40
7344 17344 CREDIT MANAGER A B4 35
7345 17345 CREDIT MANAGER B B4 43
7362 17362 DATA CONTROL SUPERVISOR B4 50
8477 18477 DENTAL CLINIC SUPERVISOR 1 B4 41
8478 18478 DENTAL CLINIC SUPERVISOR 2 B4 45
8347 18347 DIAGNOSTIC MEDICAL SONOGRAPHER SUPV BH 23
8298 18298 ELECTROCARDIOGRAPH LABORATORY SUPV B7BX 57
8060 18060 FINANCIAL ACCESS SPECIALIST SUPERVISOR B4 51
8076 18076 FINANCIAL SERVICES SPECIALIST SUPERVISOR B4 48
7068 17068 FISCAL SPECIALIST SUPERVISOR B4 47
7053 17053 FISCAL TECHNICIAN SUPERVISOR B4 40
7024 17024 FOOD SERVICE SUPERVISOR 1 B4 42
7025 17025 FOOD SERVICE SUPERVISOR 2 B4 44
7516 17516 GRAPHIC DESIGN/ILLUSTRATOR SUPERVISOR B4 53
7210 17210 GROUNDS SUPERVISOR 1 B4 41
8257 18257 HEALTH INFORMATION SUPERVISOR B4 49
8279 18279 IMAGING TECHNOLOGIST-SUPERVISOR BH 18
7306 17306 LIBRARY MATERIALS CONSERVATION SUPERVISOR B4 38
7312 17312 LIBRARY SPECIALIST I – SUPERVISOR B4 43
7313 17313 LIBRARY SPECIALIST II – SUPERVISOR B4 47
7320 17320 LIBRARY SUPERVISOR I B4 39
7321 17321 LIBRARY SUPERVISOR II B4 43
7794 17794 MAIL SERVICES SUPERVISOR B4 39
7211 17211 MAINTENANCE & CONSTRUCTION COORDINATOR A B4 66
7208 17208 MAINTENANCE SUPERVISOR 1 B4 64
7209 17209 MAINTENANCE SUPERVISOR 2 B4 68
7173 17173 MANAGER-SWIMMING POOLS B4 51
7541 17541 MEDIA ENGINEER B B4 61
7532 17532 MEDIA MAINTENANCE SUPERVISOR B4 50
7522 17522 MEDIA TECHNICIAN SUPERVISOR B4 46
8086 18086 MEDICAL AIRLIFT COMMUNICATIONS SUPERVISOR B4 52
8267 18267 MEDICAL ASSISTANT SUPERVISOR B4 50
8024 18024 MEDICAL TRANSCRIPTION SUPERVISOR B7BX 38
8414 18414 NUCLEAR MEDICINE TECHNOLOGIST SUPERVISOR BH 35
7215 17215 OFFICE SUPPORT SUPERVISOR 1 B4 42
7216 17216 OFFICE SUPPORT SUPERVISOR 2 B4 46
8436 18436 OPHTHALMIC TECHNICIAN SUPERVISOR B4 60
7735 17735 ORDER FULFILLMENT COORDINATOR SUPERVISOR B4 35
7733 17733 ORDER SERVICE COORDINATOR SUPERVISOR B4 35
7652 17652 PARKING SUPERVISOR 1 B4 38
7653 17653 PARKING SUPERVISOR 2 B4 44
7651 17651 PARKING SUPERVISOR 3 B4 48
8069 18069 PATIENT CARE COORDINATOR SUPERVISOR B4 50
8083 18083 PATIENT FINANCIAL SERVICES SUPERVISOR B4 48
8071 18071 PATIENT REPRESENTATIVE SUPERVISOR B4 50
8095 18095 PATIENT SERVICES SPECIALIST SUPERVISOR B4 47
7782 17782 PHOTOGRAPHY SUPERVISOR B4 51
7272 17272 POLICE DISPATCH SUPERVISOR B4 56
7015 17015 PROGRAM MANAGER A B4 42
7259 17259 PROGRAM SUPPORT SUPERVISOR I B4 44
7257 17257 PROGRAM SUPPORT SUPERVISOR II B4 47
7245 17245 SECRETARY SUPERVISOR B4 43
7170 17170 SPORTS EQUIPMENT MANAGER 1 B4 30
7171 17171 SPORTS EQUIPMENT MANAGER 2 B4 34
7768 17768 STOCKROOM SUPERVISOR B4 37
7509 17509 SUPERVISOR-MEDIA TECHNICAL SERVICES B4 54
7286 17286 TELEPHONE COMMUNICATIONS SUPERVISOR B7BX 18
7548 17548 TV/VIDEO EQUIPMENT OPERATOR SUPERVISOR B4 42
7207 17207 UTILITY WORKER SUPERVISOR B4 38

Healthcare Professional/Laboratory Technical Bargaining Unit
Job Code WD Job Code Job Classification Pay Table Salary Range
8340 18340 ADVANCED CARDIAC TECHNOLOGIST B8 98
8341 18341 ADVANCED CARDIAC TECHNOLOGIST LEAD BY 3
8326 18326 ANATOMIC PATHOLOGY TECHNICIAN B8 55
8325 18325 ANATOMIC PATHOLOGY TECHNICIAN TRAINEE B8 40
8327 18327 ANATOMIC PATHOLOGY TECHNOLOGIST B8 66
8312 18312 ANESTHESIOLOGY TECHNICIAN 2 BT 30
8290 18290 CARDIAC MONITOR TECHNICIAN B5 36
8422 18422 CARDIAC SONOGRAPHER 1 BF 49
8423 18423 CARDIAC SONOGRAPHER 2 BF 52
8427 18427 CARDIAC SONOGRAPHER LEAD BF 60
8424 18424 CARDIAC SONOGRAPHER SPECIALIST BF 56
8451 18451 CLINIC CYTOGENETIC TECHNOLOGIST B8 64
8453 18453 CLINIC CYTOGENETIC TECHNOLOGIST SPECIALIST B8 77
8450 18450 CLINIC CYTOGENETIC TECHNOLOGIST TRAINEE B8 49
8330 18330 CLINICAL LABORATORY TECHNICIAN 1 B8 30
8331 18331 CLINICAL LABORATORY TECHNICIAN 2 B8 36
8332 18332 CLINICAL LABORATORY TECHNICIAN LEAD B8 46
8465 18465 DENTAL HYGIENIST BG 96
8462 18462 DENTAL LABORATORY TECHNICIAN 3 B5 41
8345 18345 DIAGNOSTIC MEDICAL SONOGRAPHER BF 52
8346 18346 DIAGNOSTIC MEDICAL SONOGRAPHER LEAD BF 63
8348 18348 DIAGNOSTIC MEDICAL SONOGRAPHER SPECIALIST BF 55
8351 18351 DIALYSIS/PHARESIS TECHNICIAN B1 46
8354 18354 DIALYSIS/PHARESIS TECHNICIAN LEAD B1 56
8295 18295 ELECTROCARDIOGRAPH TECHNICIAN 1 B8 33
8296 18296 ELECTROCARDIOGRAPH TECHNICIAN 2 B8 43
8297 18297 ELECTROCARDIOGRAPH TECHNICIAN LEAD B8 51
8370 18370 ELECTRONEURODIAGNOSTIC TECHNOLOGIST 1 BT 38
8371 18371 ELECTRONEURODIAGNOSTIC TECHNOLOGIST 2 BT 55
8373 18373 ELECTRONEURODIAGNOSTIC TECHNOLOGIST 3 BT 55
18272 GASTRIC SURGERY TECHNICIAN BG 66
8272 18272 IMAGING TECHNOLOGIST BF 32
8274 18274 IMAGING TECHNOLOGIST-ANGIOGRAPHY BF 50
8273 18273 IMAGING TECHNOLOGIST-COMPUTED TOMO BF 41
8276 18276 IMAGING TECHNOLOGIST-LEAD BF 60
8275 18275 IMAGING TECHNOLOGIST-MAGNETIC RES IMAGING BF 53
8277 18277 IMAGING TECHNOLOGIST-MAMMO BF 41
8087 18087 MEDICAL INTERPRETER 1 B5 41
8088 18088 MEDICAL INTERPRETER 2 B5 44
8096 18096 MEDICAL INTERPRETER, ASL B5 52
8089 18089 MEDICAL INTERPRETER CASEWORKER/CULTURAL MEDIATOR B5 45
8400 18400 MEDICAL LABORATORY SCIENTIST 1 BG 70
8403 18403 MEDICAL LABORATORY SCIENTIST 2 BG 77
8401 18401 MEDICAL LABORATORY SCIENTIST LEAD BG 84
8402 18402 MEDICAL LABORATORY SCIENTIST-TRAINEE BG 66
8405 18405 NUCLEAR MED P.E.T./CT TECH BF 73
8415 18415 NUCLEAR MED TECHNOLOGIST 1 BF 55
8416 18416 NUCLEAR MED TECHNOLOGIST 2 BF 62
8412 18412 NUCLEAR MED TECHNOLOGIST LEAD BF 79
8437 18437 OB TECHNOLOGIST BG 34
8139 18139 OCCUPATIONAL THERAPY ASSISTANT 2 BG 50
8431 18431 OPHTHALMIC SPECIALIST B5 51
8432 18432 OPHTHALMIC TECHNICIAN 1 B5 44
8433 18433 OPHTHALMIC TECHNICIAN 2 B5 47
8434 18434 OPHTHALMIC TECHNICIAN LEAD B5 54
8463 18463 ORAL MAXILLO FACIAL SURGERY TECHNICIAN B8 62
8159 18159 ORTHOPAEDIC TECHNICIAN II B8 47
8038 18038 PHARMACY TECHNICIAN 1 BG 35
8041 18041 PHARMACY TECHNICIAN 2 BG 40
8036 18036 PHARMACY TECHNICIAN LEAD BG 45
8394 18394 PHLEBOTOMIST B8 10
8395 18395 PHLEBOTOMIST LEAD B8 17
8130 18130 PHYSICAL THERAPIST 1 BG 93
8131 18131 PHYSICAL THERAPIST 2 B3 01
8132 18132 PHYSICAL THERAPIST 3 B3 07
8133 18133 PHYSICAL THERAPY SPECIALIST B3 14
8128 18128 PHYSICAL THERAPY ASSISTANT 1 B8 53
8129 18129 PHYSICAL THERAPY ASSISTANT 2 BG 61
8418 18418 PULMONARY FUNCTION TECHNOLOGIST 2 BG 60
8449 18449 RADIATION THERAPY DOSIMETRIST B3 38
8438 18438 RADIATION THERAPY SPECIALIST B3 1
8445 18445 RADIATION THERAPY TECHNOLOGIST BG 95
8446 18446 RADIATION THERAPY TECHNOLOGIST LEAD B3 4
8153 18153 RESPIRATORY CARE ASSISTANT BT 6
8156 18156 RESPIRATORY CARE LEAD BT 63
8155 18155 RESPIRATORY CARE PRACTITIONER BT 54
8151 18151 RESPIRATORY CARE SPECIALIST BT 73
8112 18112 SOCIAL WORK ASSISTANT 2 BD 14
8055 18055 SPECIMEN PROCESSING TECHNICIAN B7BX 14
8056 18056 SPECIMEN PROCESSING TECHNICIAN LEAD B8 26
8430 18430 SURGICAL TECHNOLOGIST BG 47
8135 18135 THERAPEUTIC RECREATOR 1 BG 70
8134 18134 THERAPEUTIC RECREATOR 2 BG 77
8435 18435 VASCULAR SONOGRAPHER BF 52
8439 18439 VASCULAR SONOGRAPHER LEAD BF 60

Research Technologist Bargaining Unit
Job Code WD Job Code Job Classification Pay Table Salary Range
8380 18380 HISTOLOGIC TECHNICIAN 1 B7BX 40
8381 18381 HISTOLOGIC TECHNICIAN 2 B7BX 49
8379 18379 HISTOTECHNOLOGIST B7BX 59
7859 17859 RESEARCH TECHNOLOGIST 1 B4 35
7860 17860 RESEARCH TECHNOLOGIST 2 B4 40
7861 17861 RESEARCH TECHNOLOGIST 3 B4 44

Research Technologist Supervisor Bargaining Unit
Job Code WD Job Code Job Classification Pay Table Salary Range
7863 17863 RESEARCH TECHNOLOGIST SUPERVISOR B4 49

HMC Technical Bargaining Unit
Job Code WD Job Code Job Classification Pay Table Salary Range
8147 18147 ANATOMIC PATHOLOGY TECHNOLOGIST B8 66
8122 18122 CLINICAL AUTOPSY COORDINATOR BG 60
8335 18335 CYTOTECHNOLOGIST 1 BG 83
8336 18336 CYTOTECHNOLOGIST 2 BG 93
8495 18495 POLYSOMNOGRAPHIC TECHNICIAN 1 BG 54
8496 18496 POLYSOMNOGRAPHIC TECHNICIAN 2 BG 64
8497 18497 POLYSOMNOGRAPHIC TECHNOLOGIST BG 71

UW Medicine Contact Center
Job Code WD Job Code Job Classification Pay Table Salary Range
8102 18102 ADMINISTRATIVE COORDINATOR-CONTACT CTR B4 39
8106 18106 CONTACT CENTER QUALITY ASSURANCE COORD B4 45
8097 18097 CONTACT CENTER REPRESENTATIVE 1 B4 42
8098 18098 CONTACT CENTER REPRESENTATIVE 2 B4 43
8099 18099 CONTACT CENTER REPRESENTATIVE 3 B4 45
8100 18100 DATA ENTRY OPERATOR-CONTACT CENTER B4 33
8105 18105 PROCEDURES ANALYST 2-CONTACT CENTER B4 52
8101 18101 PROGRAM ASSISTANT-CONTACT CENTER B4 36

UW Medicine Contact Center Supervisor Bargaining Unit
Job Code WD Job Code Job Classification Pay Table Salary Range
8103 18103 CONTACT CENTER SUPERVISOR B4 53

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Appendix II – Differentials

University-wide Nonsupervisory Bargaining Unit
Class Code Class Title Evening Shift Differ. ($/Hour) Night Shift Differ. ($/Hour) Standby Pay ($/Hour) Weekend Pay ($/Hour)
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
8004 DIETARY UNIT CLERK $1.50 $2.25 $3.00 $1.50
8057 FINANCIAL ACCESS SPECIALIST 1 $1.50 $2.25 $3.00 $1.50
8058 FINANCIAL ACCESS SPECIALIST 2 $1.50 $2.25 $3.00 $1.50
8059 FINANCIAL ACCESS SPECIALIST LEAD $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
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
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
8070 PATIENT REPRESENTATIVE $1.50 $2.25 $3.00 $1.50
8078 PATIENT SERVICES REP COORDINATOR $1.50 $2.25 $3.00 $1.50
8090 PATIENT SERVICES SPECIALIST 1-TRAINEE $1.50 $2.25 $3.00 $1.50
8091 PATIENT SERVICES SPECIALIST 2 $1.50 $2.25 $3.00 $1.50
8092 PATIENT SERVICES SPECIALIST 3 $1.50 $2.25 $3.00 $1.50
8094 PATIENT SERVICES SPECIALIST EDU-QA $1.50 $2.25 $3.00 $1.50
8093 PATIENT SERVICES SPECIALIST 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

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
8060 FINANCIAL ACCESS SPECIALIST SUPERVISOR $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
8071 PATIENT REPRESENTATIVE SUPERVISOR $1.50 $2.25 $3.00 $1.50
8095 PATIENT SERVICES SPECIALIST SUPERVISOR $1.50 $2.25 $3.00 $1.50
7286 TELEPHONE COMMUNICATIONS SUPERVISOR $1.50 $2.25 $3.00 $1.50

Healthcare Professional/Laboratory Technical Bargaining Unit
Class Code Class Title Evening Shift Differ. ($/Hour) Night Shift Differ. ($/Hour) Standby Pay ($/Hour) Weekend Pay ($/Hour)
8130 PHYSICAL THERAPIST 1 $1.50 $2.25 $3.00 $3.00 (employees on rotating schedules)
$4.00 (employees on fixed schedules)
8131 PHYSICAL THERAPIST 2 $1.50 $2.25 $3.00 $3.00 (employees on rotating schedules)
$4.00 (employees on fixed schedules)
8132 PHYSICAL THERAPIST 3 $1.50 $2.25 $3.00 $3.00 (employees on rotating schedules)
$4.00 (employees on fixed schedules)
8133 PHYSICAL THERAPIST SPECIALIST $1.50 $2.25 $3.00 $3.00 (employees on rotating schedules)
$4.00 (employees on fixed schedules)

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 III – 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 IV – 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 Policy and Governance
  9. School of Social Work
  10. College of the Environment
  11. Global Health
  12. Information School
  13. Foster School of Business
  14. College of Education except for Experimental Education Unit
  15. Experimental Education Unit
  16. Undergraduate Academic Affairs
  17. School of Dentistry
  18. School of Nursing
  19. School of Pharmacy
  20. School of Public Health and Community Medicine
  21. Facilities Services and Capital Planning & Development
  22. Arts and Sciences – Arts
  23. Arts and Sciences – Humanities
  24. Arts and Sciences – Social Sciences
  25. Arts and Sciences – Natural Sciences
  26. Arts and Sciences – Biology, Psychology, Speech and Hearing Sciences
  27. Arts and Sciences – Dean’s Office and Burke Museum
  28. Vice President of Student Affairs except Housing and Food Services
  29. Housing and Food Services
  30. Vice President for External Affairs
  31. Vice President for University Advancement
  32. Vice President for Human Resources
  33. Creative Communications
  34. Purchasing and Stores
  35. Financial Accounting
  36. Payables Administration, Travel
  37. Student Fiscal Services
  38. Grant & Contract Accounting, Payroll, Management Accounting & Analysis, Treasury, Controller’s Office, Equipment Inventory Office, Other Financial Management Units
  39. Special Employment Programs
  40. Health Sciences Administration: HS Academic Services and Facilities
  41. Health Sciences Administration: Alcohol and Drug Abuse Institute Administration – Center on Human Development and Disability
  42. Health Sciences Administration – Hall Health; Environmental Health and Safety
  43. Health Sciences Administration – Washington National Primate Research Center
  44. Health Sciences Administration – All Other – Finance and Administration, News and Community Relations, Office of the Executive Director
  45. 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, Compliance, Community Relations, Development 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. Bioethics and Humanities, Biomedical Information and 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 – Chief Operating Officer, Hiring authority for HMC and all other units not listed below
  2. Associate Administrator – Surgical Emergent Integrated Clinical 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 including the Enrollment Management Division (Student Financial Aid/Veteran’s Benefits, Office of the University Registrar, Undergraduate Admissions, International Student Services, and Finance and Administration Shared Services).
  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

Physical Therapists

  1. Eastside Clinic, Stadium Clinic, Exercise Training, and Urology Clinic
  2. UWMC

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Appendix V – Pay Tables

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Appendix VI – Market Increases

Benchmark Cluster Job Code Title Current Pay Table Current Pay Range New Pay Range Approx % Increase
Editor – Internal Publications 7755 EDITOR-RESEARCH PUBLICATIONS 1 B4 46 50 10%
7756 EDITOR-RESEARCH PUBLICATIONS 2 B4 51 55 10%
7757 EDITOR-RESEARCH PUBLICATIONS 3 B4 57 61 10%
7770 EDITOR-PUBLICATIONS 1 B4 46 50 10%
7771 EDITOR-PUBLICATIONS 2 B4 51 55 10%
Multimedia Technician 7509 Supervisor-Media Technical Services B4 52 54 5%
7520 Media Technician B4 30 32 5%
7521 Media Technician Senior B4 38 40 5%
7522 Media Technician Supervisor B4 44 46 5%
7523 Media Technician Lead B4 41 43 5%
7540 Media Engineer A B4 54 56 5%
7541 Media Engineer B B4 59 61 5%
7545 TV/Video Equipment Operator 1 B4 29 31 5%
7546 TV/Video Equipment Operator 2 B4 34 36 5%
7547 TV/Video Equipment Operator Lead B4 37 39 5%
7548 TV/Video Equipment Operator Supervisor B4 40 42 5%
7550 Broadcast Technician 1 B4 42 44 5%
7551 Broadcast Technician 2 B4 48 50 5%
7552 Broadcast Technician 3 B4 52 58 5%
7553 Broadcast Technician Supervisor B4 56 58 5%
7560 Media Services Operator B4 28 30 5%
7561 Media Services Dispatcher B4 31 33 5%
7562 Media Laboratory Coordinator B4 36 38 5%
Photographer 7779 Photographic Technician B4 30 32 5%
7780 Photographer 1 B4 41 43 5%
7781 Photographer 2 B4 45 47 5%
7782 Photography Supervisor B4 49 51 5%
Programmer / Analyst 7911 Systems Analyst/Programmer 1 B4 51 53 5%
7912 Systems Analyst/Programmer 2 B4 57 59 5%
7913 Systems Analyst/Programmer 3 B4 63 65 5%
Recreation Coordinator 7168 Recreation Coordinator 2 B4 48 53 12.5%
7173 Manager-Swimming Pool B4 46 51 12.5%

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Memoranda of Understanding and Side Letters

Memoranda of Understanding Between The Service Employees International Union Local 925 (SEIU) and WFSE Local 1488 University of Washington
MOU – Administrative Classification Title Consolidation

During negotiations for the 2017-2019 successor agreement, the parties agreed to the following regarding the Administrative Classification Titles below:

DATA ENTRY OPERATOR 1 ADMINISTRATIVE ASSISTANT A-SUPV
DATA ENTRY OPERATOR 2 OFFICE SUPPORT SUPERVISOR 1
DATA ENTRY OPERATOR-CONTACT CENTER OFFICE SUPPORT SUPERVISOR 2
OFFICE ASSISTANT 1 SECRETARY SUPERVISOR
WORD PROCESSING OPERATOR 1 SECRETARY
WORD PROCESSING OPERATOR 2 SECRETARY – BIOENGR ONLY
OFFICE ASSISTANT 2 TECHNICAL SECRETARY
DATA ENTRY OPERATOR 3 OFFICE ASSISTANT 3
STATISTICAL TYPIST SECRETARY SENIOR
ADMINISTRATIVE ASSISTANT A SECRETARY SENIOR – BIOENGR ONLY
ADMINISTRATIVE ASSISTANT B SECRETARY LEAD
ADMINISTRATIVE COORD SECRETARY LEAD – BIOENGR ONLY
ADMINISTRATIVE COORD-CONTACT CTR WORD PROCESSING OPERATOR LEAD
DATA ENTRY OPERATOR LEAD OFFICE ASSISTANT LEAD
  1. All employees in the following classification titles will be moved to the Administrative Assistant 1 job classification (Job Code XXXX) and placed on Pay Table B4 at Pay Range 33:
    1. DATA ENTRY OPERATOR 1
    2. DATA ENTRY OPERATOR 2
    3. DATA ENTRY OPERATOR-CONTACT CENTER
    4. OFFICE ASSISTANT 1
    5. WORD PROCESSING OPERATOR 1
    6. WORD PROCESSING OPERATOR 2
  2. All employees in the following classification titles will be moved to the Administrative Assistant 2 job classification (Job Code XXXX) and placed on Pay Table B4 at Pay Range 37:
    1. OFFICE ASSISTANT 2
    2. DATA ENTRY OPERATOR 3
    3. STATISTICAL TYPIST
    4. SECRETARY
    5. SECRETARY – BIOENGR ONLY
    6. TECHNICAL SECRETARY
  3. All employees in the following classification titles will be moved to the Administrative Assistant 3 job classification (Job Code XXXX) and placed on Pay Table B4 at Pay Range 41:
    1. OFFICE ASSISTANT 3
    2. SECRETARY SENIOR
    3. SECRETARY SENIOR – BIOENGR ONLY
    4. ADMINISTRATIVE ASSISTANT A
    5. ADMINISTRATIVE ASSISTANT B
    6. ADMINISTRATIVE COORD
    7. ADMINISTRATIVE COORD-CONTACT CTR
  4. All employees in the following classification titles will be moved to the Administrative Assistant Lead job classification (Job Code XXXX) and placed on Pay Table B4 at Pay Range 43:
    1. DATA ENTRY OPERATOR LEAD
    2. OFFICE ASSISTANT LEAD
    3. WORD PROCESSING OPERATOR LEAD
    4. SECRETARY LEAD
    5. SECRETARY LEAD – BIOENGR ONLY
  5. All employees in the following classification titles will be moved to the Administrative Assistant Supervisor job classification (Job Code XXXX) and placed on Pay Table B4 at Pay Range 48:
    1. ADMINISTRATIVE ASSISTANT A-SUPV
    2. OFFICE SUPPORT SUPERVISOR 1
    3. OFFICE SUPPORT SUPERVISOR 2
    4. SECRETARY SUPERVISOR
  6. On July 1, 2018, all employees will be placed on the step in the new Pay Range that is closest to but not less than the value of their current step plus one additional step.

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.

MOU – Coalition Joint-Labor Management

During negotiations for the 2017-2019 successor agreement, the parties reached agreement on the following regarding a WFSE, SEIU, and University Joint Labor Management Communication Committee (The Committee).

  1. The Parties agree to participate in a joint training on union management communications committee participation to be provided by the Public Employment Relations Commission.
  2. For the duration of the 2017-2019 collective bargaining agreement, the Parties agree that the following will be implemented in leiu of the contract language contained in WFSE 1488 Article 6 and SEIU 925 Article 43.
  3. The Parties agree to form a Joint Labor Management Committee, including members from both WFSE, SEIU, and the University to provide a forum for communications between the three (3) parties and to deal with matters of general Union/Employer concern. The Committee shall also function as a mechanism for resolving problems/concerns of a mutual nature; and/or any policy of the University which affects both WFSE and SEIU and which either party requests be placed on the agenda. The committee’s function will be limited to an advisory capacity and shall not include any decision-making or collective bargaining authority.
  4. The Committee shall meet quarterly, unless there are insufficient agenda items. The parties may also meet more often by mutual agreement.
  5. WFSE shall be represented by up to six (6) members on paid release time and up to two (2) union staff, SEIU shall be represented by up to six (6) members on paid release time and up to two (2) union staff, the Employer will be represented by up to an equal number of representatives and at least one (1) representative from Labor Relations will also attend the meeting. Paid release time for the above will include thirty (30) minutes for pre-meeting time. Other Union member and Employer representatives may attend by mutual agreement.
  6. Will be considered as work time but no overtime shall be claimed or paid for pre-meetings or meetings attended outside the employee members’ regular working hours.
  7. The agenda shall be limited to items that are of a group rather than an individual interest or concern and shall not include grievances.
  8. Agenda items must be provided at least fourteen (14) days in advance of the meeting. If agenda items are not provided at least fourteen (14) days in advance of the meeting either party may cancel the meeting for the quarter.
  9. Both WFSE and SEIU must be submit release requests at least fourteen (14) days in advance of the meeting. If either WFSE or SEIU does not provide a release request at least fourteen (14) days in advance of the meeting either party may cancel the meeting for the quarter.
  10. The Union/Management Committee shall have no bargaining authority; however, any agreements reached through this process shall be reduced to writing and supported by the Union representatives and Management.
  11. The date of the meetings will be mutually agreed upon. The Parties agree that Joint Labor Management Meetings may be scheduled for individual unions at the departmental level. 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). The Unions 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.
  12. In addition to the above, WFSE will have eight (8) JLMs annually scheduled as follows:
    The Joint Labor Management Communication Committee shall normally be composed of up to three members on paid release time plus two Union staff representatives. The Employer shall be represented by a like number on the Committee. Additional staff of the Union and the Labor Relations Office may also attend. If agreed to by both parties, additional representatives may be added.

    1. Facilities Services- Includes Building Services, Campus Engineering & Operations, Facilities Maintenance & Construction, Finance and Business Services, and Transportation Services.
    2. Housing and Food Services
    3. University of Washington Medical Center
    4. Harborview Medical Center

      Committees and meetings for Bothell and Tacoma campuses will be formed and scheduled as needed and upon mutual agreement.

  13. SEIU will have eight (8) Employer wide JLMs annually in areas determined by the agenda items.
  14. This Memorandum expires on June 30, 2019.
MOU – Expedited Arbitration Pilot

The parties to this agreement are the University of Washington (Employer), SEIU Local 925 (SEIU), and WFSE Local 1488 (WFSE). During negotiations for the 2017-2019 successor agreement, the parties reached agreement on the following regarding an expedited arbitration pilot.

  1. Beginning January 1, 2017, upon mutual agreement, the parties will utilize the expedited arbitration format within this agreement.
  2. Either party may request an expedited arbitration for any grievance already timely moved to the arbitration step by submitting such request by email to the other party. The responding party will reply by email and accept or decline expedited arbitration within ten (10) days.
  3. Expedited arbitration hearings format will be as follows:
    1. The parties will utilize the panel of arbitrators referred to in the Grievance Procedure of the collective bargaining agreements for the parties to determine the arbitrator.
    2. The hearing will be held within sixty (60) days of acceptance.
    3. Transcripts of the hearing shall be made available.
    4. Briefs shall be waived unless the parties mutually agree that they shall be presented.
    5. The award will be completed within seven (7) business days after the hearing or submission of briefs. The award is expected to be brief, concise, and not require extensive written opinion or research time.
  4. Except as contradicted within this agreement, all other conditions of the Grievance Procedure article contained in the collective bargaining agreements for the parties apply.
  5. The pilot and this agreement expire on June 30, 2019. However, if a request for an expedited arbitration is made and accepted prior to June 30, 2019, the hearing may be scheduled after the expiration of this agreement.
MOU – Housing and Food Services Compensation

During negotiations for the 2017-2019 successor agreement, the parties agreed to the following regarding the Food Service Worker, Food Service Worker Lead, Food Service Porter, Snack Bar Lead, Cook, Cook Lead, Truck Driver 1, Baker, Baker Lead, Food Service Worker Supervisor 1, and Food Service Worker Supervisor 2 job classifications.

In accordance with the aforementioned agreement, on July 1, 2017, the University agrees to implement the following:

  1. The job classification Food Service Worker (Job Codes 8510 and 8644), on Pay Table BI at Pay Range 25 will be moved to Pay Table BI at Pay Range 28.
  2. The job classification Food Service Worker Lead (Job Codes 8511 and 8645), on Pay Table BI at Pay Range 27 will be moved to Pay Table BI at Pay Range 30.
  3. The job classification Food Service Porter (Job Codes 8512 and 8646), on Pay Table BI at Pay Range 25 will be moved to Pay Table BI at Pay Range 28.
  4. The job classification Cook (Job Codes 8505 and 8641), on Pay Table BI at Pay Range 30 will be moved to Pay Table BI at Pay Range 33.
  5. The job classification Cook Lead (Job Codes 8506 and 8642), on Pay Table BI at Pay Range 33 will be moved to Pay Table BI at Pay Range 35.
  6. During the life of the 2017-2019 collective bargaining agreement, the Employer will review, update, and potentially consolidate classifications such as: Snack Bar Lead, Baker, Baker Lead, Food Service Worker Supervisor 1, Food Service Worker Supervisor 2, other food service related job classifications, and Truck Driver 1 use within Housing and Food Services. The Employer will provide the union notice of the proposed changes in accordance with the collective bargaining agreement.
  7. All employees will be moved to the pay step on the new range that is closest to but not less than their current pay on the implementation date.
MOU – Minimum Wage

The parties reached agreement on the following regarding Minimum Hourly Wage for Union-represented Employees:

  1. Effective January 1, 2016, all employees represented by the Union whose salaries are less than $13.00 per hour will be placed onto the next pay step on their current pay range that is not less than $13.00 per hour.
  2. Effective January 1, 2017, all employees represented by the Union whose salaries are less than $15.00 per hour will be placed onto the next pay step on their current pay range that is not less than $15.00 per hour.
  3. Effective January 1, 2017, job code 7176, Sports Equipment Attendant 1 will be moved from range B4-18 to B4-24. Effective January 1, 2017, job code 7177, Sports Equipment Attendant 2 will be moved from range B4-19 to B4-25.
  4. The parties commit to discuss any issues related to wage compression during the next round of RCW 41.80 contract negotiations. Additionally, the parties commit to add one hour devoted to discussing compression to the existing quarterly market/compensation meetings in January of 2016, March of 2016 (currently scheduled for March 22, 2016), and June of 2016 (currently scheduled for June 22, 2016), and will also meet once in May of 2016 to discuss the topic of compression. The Union will send agenda items to the Labor Relations and Compensation offices for each compression discussion at least two weeks prior to each meeting.
MOU – New Employee Orientation

During negotiations for the 2017-2019 successor agreement, the parties reached agreement on the following regarding New Employee Orientation.

Beginning January 1, 2017, the Employer will require all new employees to attend the new employee benefits orientation.

Beginning January 1, 2018 or six (6) months after the go live date for HR Payroll modernization (HRP), whichever is later, the Employer will offer a regularly scheduled, in-person, all day new employee orientation which will include a benefits orientation. The orientation will be offered by the office of Professional and Organizational Development in coordination with the Benefits Office and the Employer will require new employees to attend.

This agreement expires on June 30, 2019.

MOU – Panel of Arbitrators

The parties to this agreement are the University of Washington (Employer), SEIU Local 925 (SEIU), and WFSE Local 1488 (WFSE). During negotiations for the 2017-2019 successor agreement, the parties reached agreement on the following regarding the panel of arbitrators for the 2015-2017 collective bargaining agreement only.

  1. Within ninety (90) calendar days of the ratification, the parties, SEIU, WFSE, and the Employer, agree to meet to establish a permanent panel of six (6) arbitrators.
  2. If there is no agreement on the panel of arbitrators, the parties shall strike names from the existing panel of arbitrators until there are only six (6) arbitrators remaining.
  3. If the parties do not meet, the entire current panel of arbitrators will remain in place for the remainder of the 2015-2017 collective bargaining agreement.
MOU – Pay Table Parity

During negotiations for the 2017-2019 successor agreement, the parties agreed to the following regarding the pay tables in SEIU 925 and WFSE 1488-UW 2017-2019 collective bargaining agreement.

On October 1, 2017, the employer will implement the following:

  1. The values on Pay Table BI will be increased so that all of the values on the table are equal to the values on Pay Table B4.
  2. The values on Pay Table BA will be increased so that all of the values on the table are equal to the values on Pay Table BG.
  3. The values on Pay Table BV will be increased so that all of the values on the table are equal to the values on Pay Table B8.
  4. The values on Pay Table B7 will be increased so that all of the values on the table are equal to the values on Pay Table BO.
MOU – Program Series Compensation

During negotiations for the 2017-2019 successor agreement, the parties agreed to the following regarding the Program Assistant, Program Coordinator, Program Support Supervisor 1, and Program Support Supervisor 2 job classifications.

In accordance with the aforementioned agreement, on July 1, 2018, the University agrees to implement the following for the 2017-2019 collective bargaining agreement:

  1. The job classification Program Assistant (Job Code 7255), on Pay Table B4 at Pay Range 35 will be moved to Pay Table BG at Pay Range 37.
  2. The job classification Program Assistant (Job Code 8746), on Pay Table BI at Pay Range 35 will be moved to Pay Table BI at Pay Range 37.
  3. The job classification Program Coordinator (Job Code 7256), on Pay Table B4 at Pay Range 40 will be moved to Pay Table B4 at Pay Range 42.
  4. The job classification Program Coordinator (Job Code 8747), on Pay Table BI at Pay Range 40 will be moved to Pay Table BI at Pay Range 42.
  5. The job classification Program Supervisor 1 (Job Code 7259), on Pay Table B4 at Pay Range 44 will be moved to Pay Table B4 at Pay Range 46.
  6. The job classification Program Supervisor 2 (Job Code 7257), on Pay Table B4 at Pay Range 47 will be moved to Pay Table B4 at Pay Range 49.
  7. All employees will be moved to the pay step on the new range that is closest to but not less than their current pay on the implementation date.
MOU – Scholarship Fund for Medical Center Employees

During negotiations for the 2017-2019 successor agreement, the parties reached agreement on the following regarding Scholarship Funds for SEIU 925- and WFSE-represented employees at Harborview Medical Center (HMC) and UW Medical Center (UWMC) for academic year 2018 and 2019, only to be implemented upon ratification:

In recognition of the commitment of HMC and UWMC to the delivery of excellent patient care as well as the enhancement of employees’ professional skills, the Employer will provide annually a pool of up to a total of $100,000 (maximum $4,000.00 per employee) for SEIU 925- and WFSE-represented employees at Harborview Medical Center (HMC) and UW Medical Center (UWMC) to obtain a degree or certification required for employment in a healthcare field within the hospital.

The parties agree to form a Committee comprised of HMC/UWMC management representatives, one member from WFSE at HMC and one member from SEIU at UWMC. The Committee will be established to research the availability of funds and to recommend the policies and guidelines regarding fund disbursement to the Administration.

In accordance with the above, the Committee will be in charge of administering scholarships. To be eligible, the employee must have a minimum of one (1) year at HMC/UWMC prior to submission of scholarship application. After completion of the program, there is an expected three (3) year commitment to HMC/UWMC. If the employee voluntarily terminates employment prior to the end of the three (3) year commitment, the pro-rated amount of the scholarship must be repaid to HMC/UWMC and may be deducted from the employee’s pay.

MOU – Seniority Calculations and FMLA

During negotiations for the 2017-2019 successor agreement, the parties reached agreement on the following regarding the effects of Human Resources Payroll modernization on unpaid FMLA leave and the calculation of seniority.

Upon request by either party, the parties agree to meet during the life of this agreement, and following the implementation of the Human Resources Payroll modernization program, to discuss the potential effects on the calculation of seniority as it pertains to unpaid FMLA leave.

This agreement expires on June 30, 2019.

MOU – Skilled Trades Job Classifications

During negotiations for the 2017-2019 successor agreement, the parties agreed to the following regarding Skilled Trades Job Classifications in WFSE 1488 Skilled Trades Bargaining Unit and the SEIU 925 University Wide Non-Supervisory Bargaining Unit and Supervisory Bargaining Unit.

  1. In accordance with the aforementioned agreement, on January 1, 2017, the University agrees to implement the Pay Range assignments outlined in Attachment A.
  2. All employees will be placed on the new pay range at an available pay step nearest to but not less than their current rate of pay, plus one (1) step, not to exceed the top automatic step. However, if an employee is currently placed off step at a value that is above the top step of the new range, the employee will be placed on the top automatic step of the new range.
  3. The economic terms of this agreement are conditional upon achieving legislative approval and funding authorization as outlined in RCW 41.80. Should any aspect of this agreement fail to meet any of the conditions dictated in RCW 41.80, that section will be withdrawn from the agreement and no on-going responsibility for continued payment will reside with either party. In addition to the foregoing, the parties acknowledge and agree that this agreement expires on June 30, 2017 and the range placement specified in SEIU 925 Article 30 and/or WFSE 1488 Article 45 will no longer apply from that date forward.

Attachment A:

CURRENT PROPOSED
Job Code Classification UW Headcount Pay Table Salary Range Min Step Min Step Value Max Step Value Salary Range Min Step Min Step Value Max Step Value Range Increase Percentage
7621 FACILITIES/PROJECT COST ENGINEER B4 61 A 4888 6576 67 A 5669 7626 16.0%
7211 MAINT CONSTR COORD A 3 B4 60 G 5529 6416 66 A 5529 7440 16.0%
7208 MAINTENANCE SUPV 1 1 B4 58 G 5263 6109 64 A 5263 7082 15.9%
7209 MAINTENANCE SUPV 2 26 B4 62 G 5812 6738 68 A 5812 7816 16.0%
8874 ASSISTANT STEAM ENGINEER BL 46 G 3897 4488 52 A 3897 5173 15.3%
8875 BOILER OPERATOR BL 42 G 3549 4084 48 A 3549 4704 15.2%
8825 CARPENTER 30 BL 47 G 3986 4592 53 A 3986 5294 15.3%
8826 CARPENTER LEAD 2 BL 50 G 4282 4934 56 A 4282 5688 15.3%
8817 CONSTRUCTION AND MAINTENANCE MECHANIC 8 BL 48 G 4084 4704 54 A 4084 5422 15.3%
8828 CONTROL TECHNICIAN 28 BL 55 G 4816 5554 61 A 4816 6410 15.4%
8829 CONTROL TECHNICIAN LEAD 7 BL 58 G 5173 5968 64 A 5173 6889 15.4%
8834 ELECTRICIAN 38 BL 55 G 4816 5554 61 A 4816 6410 15.4%
8835 ELECTRICIAN LEAD 12 BL 58 G 5173 5968 64 A 5173 6889 15.4%
8831 ELECTRICIAN LEAD-HIGH VOLTAGE BL 62 G 5688 6564 68 A 5688 7584 15.5%
8830 ELECTRICIAN-HIGH VOLTAGE BL 57 G 5049 5823 63 A 5049 6722 15.4%
8836 ELEVATOR MECHANIC 5 BL 66 G 6259 7227 72 A 6259 8349 15.5%
8837 ELEVATOR MECHANIC LEAD 1 BL 69 G 6722 7765 75 A 6722 8973 15.6%
8810 FACILITIES OPERATIONS MAINTENANCE SPECIALIST 43 BL 58 G 5173 5968 64 A 5173 6889 15.4%
8838 FLOORLAYER 4 BL 45 G 3806 4384 51 A 3806 5049 15.2%
8853 FURNITURE REPAIR WORKER 2 BL 45 G 3806 4384 51 A 3806 5049 15.2%
8840 GLAZIER 2 BL 45 G 3806 4384 51 A 3806 5049 15.2%
8841 GLAZIER LEAD BL 48 G 4084 4704 54 A 4084 5422 15.3%
8821 HEAVY EQUIPMENT OPERATOR 2 BL 51 G 4384 5049 57 A 4384 5823 15.3%
8822 HEAVY EQUIPMENT OPERATOR LEAD 1 BL 54 G 4704 5422 60 A 4704 6259 15.4%
8819 HOSPITAL SHIFT ENGINEER BL 43 G 3632 4179 49 A 3632 4816 15.2%
8842 INSULATION WORKER 3 BL 54 G 4704 5422 60 A 4704 6259 15.4%
8843 INSULATION WORKER LEAD 1 BL 57 G 5049 5823 63 A 5049 6722 15.4%
8823 LIGHTING & FILTER MAINTENANCE TECH 10 BL 33 G 2907 3320 39 A 2907 3806 14.6%
8820 LIGHTING MAINTENANCE TECHNICIAN BL 32 G 2848 3243 38 A 2848 3718 14.6%
8844 LOCKSMITH 6 BL 45 G 3806 4384 51 A 3806 5049 15.2%
8845 LOCKSMITH LEAD 1 BL 48 G 4084 4704 54 A 4084 5422 15.3%
8812 MACHINERY MASTER MECHANIC 2 BL 51 G 4384 5049 57 A 4384 5823 15.3%
8811 MACHINERY MECHANIC 13 BL 50 G 4282 4934 56 A 4282 5688 15.3%
8813 MACHINERY MECHANIC LEAD 3 BL 53 G 4592 5294 59 A 4592 6109 15.4%
8846 MACHINIST BL 39 G 3320 3806 45 A 3320 4384 15.2%
8814 MAINTENANCE MECHANIC 1 31 BL 37 C 2907 3632 39 A 2907 3806 4.8%
8815 MAINTENANCE MECHANIC 2 46 BL 43 G 3632 4179 49 A 3632 4816 15.2%
8818 MAINTENANCE MECHANIC DOOR SPECIALIST 3 BL 53 G 4592 5294 59 A 4592 6109 15.4%
8816 MAINTENANCE MECHANIC LEAD 20 BL 53 G 4592 5294 59 A 4592 6109 15.4%
8848 MASON/PLASTERER 11 BL 46 G 3897 4488 52 A 3897 5173 15.3%
8849 MASON/PLASTERER LEAD BL 49 G 4179 4816 55 A 4179 5554 15.3%
8851 MOTOR EQUIPMENT MECHANIC 2 BL 50 G 4282 4934 56 A 4282 5688 15.3%
8852 MOTOR EQUIPMENT MECHANIC LEAD 2 BL 53 G 4592 5294 59 A 4592 6109 15.4%
8855 PAINTER 23 BL 45 G 3806 4384 51 A 3806 5049 15.2%
8856 PAINTER LEAD 6 BL 48 G 4084 4704 54 A 4084 5422 15.3%
8858 PLUMBER/PIPEFITTER/STEAMFITTER 27 BL 55 G 4816 5554 61 A 4816 6410 15.4%
8859 PLUMBER/PIPEFITTER/STEAMFITTER LEAD 8 BL 58 G 5173 5968 64 A 5173 6889 15.4%
8809 POWER PLANT ELECTRICIAN LD-HIGH VOLTAGE 1 BL 69 G 6722 7765 75 A 6722 8973 15.6%
8808 POWER PLANT ELECTRICIAN-HIGH VOLTAGE 2 BL 66 G 6259 7227 72 A 6259 8349 15.5%
8880 POWER PLANT MASTER MECHANIC BL 56 G 4934 5688 62 A 4934 6564 15.4%
8879 POWER PLANT MECHANIC 3 BL 55 G 4816 5554 61 A 4816 6410 15.4%
8881 POWER PLANT MECHANIC LEAD 1 BL 58 G 5173 5968 64 A 5173 6889 15.4%
8876 POWER PLANT OPERATING ENGINEER 1 5 BL 50 G 4282 4934 56 A 4282 5688 15.3%
8877 POWER PLANT OPERATING ENGINEER 2 5 BL 54 G 4704 5422 60 A 4704 6259 15.4%
8878 POWER PLANT OPERATING ENGINEER LEAD 5 BL 58 G 5173 5968 64 A 5173 6889 15.4%
8860 REFRIGERATION MECHANIC 9 BL 56 G 4934 5688 62 A 4934 6564 15.4%
8861 REFRIGERATION MECHANIC LEAD 3 BL 59 G 5294 6109 65 A 5294 7053 15.5%
8862 ROOFER 3 BL 45 G 3806 4384 51 A 3806 5049 15.2%
8863 ROOFER LEAD BL 48 G 4084 4704 54 A 4084 5422 15.3%
8866 SHEET METAL MECHANIC 8 BL 50 G 4282 4934 56 A 4282 5688 15.3%
8867 SHEET METAL MECHANIC LEAD 3 BL 53 G 4592 5294 59 A 4592 6109 15.4%
8868 SIGN PAINTER 1 BL 45 G 3806 4384 51 A 3806 5049 15.2%
8869 SIGN PAINTER LEAD BL 48 G 4084 4704 54 A 4084 5422 15.3%
8873 STEAM ENGINEER BL 50 G 4282 4934 56 A 4282 5688 15.3%
8870 TRADES HELPER 4 BL 29 G 2670 3041 35 A 2670 3467 14.0%
8871 WELDER-FABRICATOR 1 BL 50 G 4282 4934 56 A 4282 5688 15.3%
MOU – Student Loan Debt

During negotiations for the 2017-2019 successor agreement, the parties agreed to the following regarding Student Loan Debt.

  1. Within ninety (90) days of the effective date of this Agreement, the Employer and the Union shall, one (1) time, jointly email all bargaining unit employees information from the UW Benefits website regarding the Public Service Loan Forgiveness (PSLF) program.
  2. Information regarding the PSLF will be included in the UW Benefits orientation.
MOU – Surgical Technologists

During negotiations for the 2017-2019 successor agreement, the parties agreed to the following regarding Surgical Technologists at Harborview in WFSE Harborview Bargaining Unit and UW Medical Center in the SEIU 925 Healthcare Professional/Laboratory Technical Bargaining Unit.

In order to recognize the need for professional development, continuing education, and ongoing credentialing, and in accordance with the aforementioned agreement, on July 1, 2017, the University agrees to implement the following for the 2017-2019 collective bargaining agreements:

  1. Surgical Technologists who obtain and maintain their Certified Surgical Technologist (CST) certification through the National Board of Surgical Technology and Surgical Assisting (HBSTSA) will be paid one dollar ($1.00) per hour premium for all hours in paid status.
  2. Employees will be eligible for the premium if:
    1. The certification has been presented to and approved by management;
    2. The employee continues to meet all educational and other requirements to keep the certification current and in good standing;
    3. The employee is working in the area of certification.

Once the above criteria are satisfied, the employee will begin earning the certification premium at the beginning of the next available pay period.

  1. An employee is eligible for only one certification premium regardless of other certifications the employee may have.
  2. Employees will notify their Appointing Authority or designee if their certification has expired, or has been restricted, revoked or suspended within twenty-four (24) hours of expiration, restriction, revocation or suspension, or prior to their next scheduled shift, whichever occurs first.
  3. 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.
MOU – Transportation: Program and Rate Structures of Faculty/Staff UPass and Parking at the University of Washington (UW)

The Administration of the University and the undersigned unions recognize the importance of a well-reasoned, deliberative and collaborative process to review the program and rate structures of faculty/staff UPASS and parking at the University of Washington, and reaching timely resolution on program design(s) and rate structure(s) that are both financially sustainable and adequately meet the transportation needs of classified employees.

The Parties agree as follows:

  1. In coordination with existing University Transportation Committee (UTC) process, a subcommittee of the UTC will be established for unions representing UW classified employees.
  2. The composition of the subcommittee shall include the unions currently on the UTC and may include unions who represent UW classified staff but are not currently represented on the UTC. The proportion of individual union representation is the purview of the unions signed to this agreement. The committee will work with representatives of UW Transportation services staff and representatives of the President’s office.
  3. Subcommittee meetings will be open to other members of the UTC who are interested in the discussions.
  4. In reviewing overall UPASS and parking programs and rate structures, the subcommittee will also design, review and seek solutions to items that the unions have proposed in bargaining including transit integration, parking costs and carve outs to address particular staff needs, shuttle service to address staff needs and safety, bicycle storage.
  5. Meetings of the subcommittee shall take place at least twice monthly in addition to regular meetings of the UTC. Meetings may be added or cancelled by mutual agreement between management and the unions signed to this agreement.
  6. Initial draft proposals of program and/or rate structure changes will be finalized by January 2017. Proposals shall be presented to the full UTC by February 2017, or in advance of any consideration of UTC proposals by the President or Provost. The subcommittee shall also have the opportunity to report regularly to the UTC on ongoing progress.
  7. Final decisions about UPASS and parking program structures and rates are ultimately subject to UW Board of Regent approval. Final approval of any changes is anticipated in accordance with normal rate-setting processes in April 2017 (information item) and May 2017 (action item).
  8. The unions retain the right to bargain.
MOU – Updating Classifications

During negotiations for the 2017-2019 successor agreement, the parties reached agreement on the following regarding the review of classification specifications effective upon ratification.

  1. Beginning January 1, 2017, the parties shall establish a joint committee to review and potentially update and revise classification specifications.
    1. The committee will mutually agree upon which classification specifications will be submitted to the Compensation office for review.
    2. The parties will plan employee engagement in the review process and the union will encourage employees/members to participate.
    3. Committee will plan employee engagement in the review process and the union will encourage employees/members to participate.
  2. The committee will meet quarterly.
  3. The parties may also establish sub-committees of the individual unions which may meet in the months between the quarterly meetings to discuss the classifications that are unique to one union.
  4. The Employer will provide paid release time for up to four (4) total union members to attend each meeting. No additional union members will attend, unless mutually agreed by the parties.
  5. Up to two (2) paid union staff may also attend each meeting.
  6. Classification change proposals made solely by the union will be reviewed by the Compensation Office which will accept, reject, or modify proposed classification specifications in accordance with the collective bargaining agreement. This review will not be grievable.
  7. Updating and revising the classification specification or series will not automatically include the evaluation of the wages.
  8. The Compensation office will present its findings to the committee.

This agreement expires on June 30, 2019.

Memoranda of Understanding Between The Service Employees International Union Local 925 (SEIU) and University of Washington
MOU – Animal Technician Wages

During negotiations for the 2017-2019 successor agreement, the parties agreed to the following regarding the Animal Technician 1, Animal Technician 2, Animal Technician 3, and Animal Technician Supervisor job classifications.

In accordance with the aforementioned agreement, on July 1, 2017, the University agrees to implement the following:

  1. The job classification Animal Technician 1 (Job Codes 7724), on Pay Table B4 at Pay Range 25 will be moved to Pay Table B4 at Pay Range 27.
  2. The job classification Animal Technician 2 (Job Codes 7725), on Pay Table B4 at Pay Range 26 will be moved to Pay Table B4 at Pay Range 28.
  3. The job classification Animal Technician 3 (Job Codes 7726), on Pay Table B4 at Pay Range 30 will be moved to Pay Table B4 at Pay Range 32.
  4. The job classification Animal Technician Supervisor (Job Codes 7727), on Pay Table B4 at Pay Range 34 will be moved to Pay Table B4 at Pay Range 36.
  5. All employees will be moved to the pay step on the new range that is closest to but not less than their current pay on the implementation date.
MOU – Cytotechnologist Hours of Work

During negotiations for the certification of the Cytotechnologists at the University of Washington Harborview Medical Center and modification of the existing bargaining unit, the parties reached agreement on the following.  Article 8 Hours of Work and Overtime of the existing 2015-2017 collective bargaining agreement is amended for this group only as follows:

8.3 Work Day/Meal Period. Employees are responsible for taking such breaks. Employees shall make a good faith effort to notify their supervisor/designee if the employee anticipates not being able to take a meal or rest break. The supervisor/designee will make a good faith effort to provide the employee with the break.

  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. 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.  Rest periods may be taken at any point during each four-hour work period.  Rest periods do not require relief from duty. Where the nature of the work allows employees to take intermittent rest periods scheduled rest periods are not required.

MOU – 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.

MOU – Financial Access Specialist Series Reclass Agreement
  1. Implement 10/1/16
  2. Financial Access Specialists will be reclassified according to the following pay tables and ranges:
  • FAS 1 – B4 40
  • FAS 2- B4 45
  • FAS Lead – B4 47
  • FAS Sup – B4 51
  1. Employees currently classified as PSS2s will receive the following additional steps:
  • One additional step on 10/1/16.
  • One additional step on 7/1/17.
  1. Professional staff supervisor positions will be back filled with classified SEIU supervisors when positions vacated.
  2. The following employees will be reclassified to FAS Lead and will be given a three monetary step increase (not to exceed top automatic increment step) per the contract:
Employee Name Current Job Title
HAYNES, CHERYL R. FINANCIAL SERVICES SPECIALIST 2
SHATTUCK, LISA L. FINANCIAL SERVICES SPECIALIST 2
PENEUETA, JEAN FINANCIAL SERVICES SPECIALIST 2
ARVANI, PATTY PATIENT REPRESENTATIVE
GUMAWID, ELENITA ARAMBULO PATIENT REPRESENTATIVE
PATAO, MELANIE L PATIENT REPRESENTATIVE
MCDOWELL, TRACEY PATIENT SERVICES SPECIALIST 3
MOU – Flow Cytometry Technologist

During negotiations for the 2017-2019 successor agreement, the union raised concerns about the Flow-Cytometry Technologist (working title), with the current classification title of Anatomic Pathology Technologist, working in UWMC Pathology. Both parties reached agreement on the following regarding effective upon ratification:

  1. A review of the body of the work performed by the employee will be reviewed by the Compensation Office of Human Resources, per Article 44.7 (d).
  2. The Compensation Office of Human Resources will respond to the union within sixty (60) days of the ratification of this contract.
  3. In accordance with Article 44.7(d), the review is not grievable.
  4. By agreeing to this memorandum, the union waves the right to a Classification Review Hearing as specified in Article 44.7 (c).
MOU – FLSA Changes

During negotiations for the 2017-2019 successor agreement, the parties reached agreement on the following regarding Department of Labor FLSA Changes.

If the union demands to bargain impacts of the Department of Labor FLSA changes, the union may raise policy questions.

MOU – Health Care Bargaining 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:

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

MOU – 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
  1. 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.
  2. 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.
  3. 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.
MOU – 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.

MOU – Instructional Technician Compensation

During negotiations for the 2017-2019 successor agreement, the parties agreed to the following regarding the Scientific Instructional Technician 1, Scientific Instructional Technician 2, and Instructional Technician 2 job classifications in the SEIU 925 Non-Supervisory Bargaining Unit.

In accordance with the aforementioned agreement, on July 1, 2017, the University agrees to implement the following:

  1. The job classification Scientific Instructional Technician 1 (Job Code 7784), on Pay Table B4 at Pay Range 40 will be moved to Pay Table B4 at Pay Range 44.
  2. The job classification Scientific Instructional Technician 2 (Job Code 7785), on Pay Table B4 at Pay Range 43 will be moved to Pay Table B4 at Pay Range 47.
  3. The job classification Instructional Technician 2 (Job Code 7788), on Pay Table B4 at Pay Range 39 will be moved to Pay Table B4 at Pay Range 43.
  4. All employees will be moved to the pay step on the new range that is closest to but not less than their current pay on the implementation date.
MOU – Interpretive Services at UWMC
  1. UWMC recognizes the important role that in-house interpreters play in UWMC Interpretive Services and acknowledges the crucial role in-house interpreters play in many cases with especially high acuity.  The appropriate modality of interpretation (in-person, telephonic, video) will be based on patient acuity and need. When in-person interpretation is determined to be the appropriate modality, UWMC in house interpreters will be the first option for service delivery. In-person interpretation shall be assigned, in accordance with APOP 60-1:
    1. “An in-person interpreter is likely to be the most effective choice in clinical exception cases, meaning those interactions in which the telephonic interpretation would not be effective due to either the physical set up of the care area or the condition of the patient. The main examples of exception cases include when there is an invasive procedure involved, when this is a first encounter for the patient at UWMC, when the patient is deaf or significantly hard-of-hearing, or when the encounter involves active labor, trauma, sedation, confusion, mental anguish, mental health, or a complicated care conference. Clinical exception cases due to the physical environment include the OR, Labor and Delivery suites, and procedure rooms, where the ambient noise of numerous staff and equipment makes it difficult to hear over a hands-free telephone, and where numerous staff must speak to the patient over a prolonged period of time.”
  2. The phone number for the Interpreter Services Department is 598-4425. This number will be made available throughout UWMC. Department staff will be available to assist with consultation on patient needs and will schedule all in-person house interpreters.
  3. Allocation of work shall be reviewed and discussed on an on-going basis in Joint Labor Management.
  4. UWMC Interpretive Services will continue to work with the UW Medicine Telecommunications office regarding improvements to the phone system. The parties will conduct meetings- at least bi-monthly- to provide updates and discussion on improvements to the technical system while the review is ongoing, as well as other Interpretive Service issues.
  5. UWMC will determine the difference between Medical Interpreter budgeted FTE and actual work FTE in each language and offer an equitable distribution of the additional FTE in each language. Management will review language volumes/FTE on an ongoing basis to determine changes to demand in each language.
  6. Medical Interpreters who have increased FTE as a result of Section 5 shall be restored hours of Vacation, Sick, Holiday hours lost over last three (3) months as a result of FTE assignment realignment.
  7. Overtime shall be offered to all qualified interpreters and rotated in each language group to ensure equitable distribution of overtime assignments.
  8. Work on special projects and translation shall be distributed transparently to qualified employees and rotated in each language group. Qualification for specific tasks is taken into consideration before seniority in assignment of translation, data projects, and liaison with internal or external groups. Seniority will be taken into consideration in first offer of taking trainings or representing the department at events.
  9. UWMC management affirms the right of Interpreters and all employees to be treated with dignity and respect.
  10. All agency interpreters doing in-person or telephonic shall be certified/qualified medical interpreters.
  11. The department will comply with the collective bargaining agreement concerning travel time, on-call, call back and other work standards.
MOU – Leave of Absence SEIU 925 Officer

During negotiations for the 2017-2019 successor agreement, the parties reached agreement on the following regarding a leave of absence for an employee/union member elected to serve as an officer with the Union.

With thirty (30) calendar days’ notice, unless agreed otherwise, an employee accepting a position as a Union Officer will be granted leave without pay for up to thirty-six (36) months.

As determined by the Employer, the returning employee will be employed in a funded vacant position in the same job classification and the same geographical area provided the employee has the necessary skills and abilities. If there is no funded vacant position available, the employee may request his/her name be placed on the rehire list.

This agreement expires on June 30, 2019.

MOU – 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. 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.

MOU – OTA/PTA Recruitment and Retention

During negotiations for the 2017-2019 successor agreement, the parties agreed to the following regarding recruitment and retention of Occupational Therapy Assistants and Physical Therapy Assistants at UW Medical Center in the SEIU 925 Healthcare Professional/Laboratory Technical Bargaining Unit.

In accordance with the aforementioned agreement, on January 1, 2017, the University agrees to implement the following for the 2017-2019 collective bargaining agreement only:

  1. The job classification Occupational Therapy Assistant I (Job Code 8138), on Pay Table BG at Pay Range 39 will be moved to Pay Table BG at Pay Range 47.
  2. The job classification Occupational Therapy Assistant II (Job Code 8139), on Pay Table BG at Pay Range 42 will be moved to Pay Table BG at Pay Range 50.
  3. The job classification Physical Therapy Assistant I (Job Code 8128), on Pay Table BG at Pay Range 47 will be moved to Pay Table BG at Pay Range 53.
  4. The job classification Physical Therapy Assistant II (Job Code 8129), on Pay Table BG at Pay Range 55 will be moved to Pay Table BG at Pay Range 61.
  5. All employees will be moved to the pay step on the new range that is closest to but not less than their current pay on the implementation date.
MOU – Phlebotomist Compensation

During negotiations for the 2017-2019 successor agreement, the parties agreed to the following regarding the Phlebotomist and Phlebotomist Lead job classifications.

In accordance with the aforementioned agreement, on July 1, 2017, the University agrees to implement the following:

  1. The job classification Phlebotomist (Job Codes 8394), on Pay Table B8 at Pay Range 6 will be moved to Pay Table B8 at Pay Range 10.
  2. The job classification Phlebotomist Lead (Job Codes 8395), on Pay Table B8 at Pay Range 13 will be moved to Pay Table B8 at Pay Range 17.
  3. All employees will be moved to the pay step on the new range that is closest to but not less than their current pay, plus one (1) step (not to exceed the top automatic step), on the implementation date.
MOU – Program Series Classifications

During negotiations for the 2017-2019 successor agreement, the parties reached agreement on the following regarding the Program Coordinator, Program Assistant, Program Support Supervisor I, and Program Support Supervisor II job classifications:

  1. During the life of the 2017-2019 collective bargaining agreement, the Employer will review the Program Coordinator, Program Assistant, Program Support Supervisor I, and Program Support Supervisor II positions represented by SEIU 925.  The parties agree that the purpose of the review is to update and correctly classify the employees in these job classifications including new job classifications.
  2. The parties will create an Ad Hoc Joint Labor Management Committee (JLM) to review and discuss the Employer’s progress.
    1. The JLM meeting will occur quarterly at a mutually agreed upon date.
    2. Either party may cancel the JLM meeting if there are insufficient agenda items.
    3. The Employer will provide paid release time for up to three (3) union members per union to participate in the JLM.
    4. The Employer will provide the union the agenda at least two (2) weeks prior to the JLM.
  3. Any changes to classifications will be made and processed in accordance with the collective bargaining agreement.
  4. Nothing in this memorandum of understanding is a waiver of the rights of either of the parties.
  5. This agreement expires on June 30, 2019.
  6. The parties may meet more often by mutual agreement.
MOU – Public Records Requests and Privacy

During negotiations for the 2017-2019 successor agreement, the parties reached agreement on the following regarding Public Records Requests.

Effective thirty (30) days after the ratification of the 2017-2019 agreement, Labor Relations will notify the Union of public records requests for information received by the UW Office of Public Records that directly concern and encompass SEIU 925’s members. Notification will be provided in order to allow for a ten (10) day protest period.

MOU – 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.
Side Letter A – New Contract Joint Communication

July 1, 2017

The parties shall create a joint e-mail communication with links to the new agreement to be sent to all employees electronically at the time the agreement is posted online.

Side Letter B – Public Transportation Delays

July 1, 2017

Employees who arrive late to work due to unforeseen or unavoidable delays in public transportation (for example- an accident or a bus break down) will not be subject to corrective action.  Employees may use accumulated compensatory time, vacation leave, or leave without pay. Compensatory time must be used before vacation leave.  If the employee has exhausted both compensatory time and vacation leave, leave without pay will be used.

The Employer may adjust the employees schedule to make up for the missed time.  No overtime will be accrued for the adjustment of the employee’s schedule unless the employee ends up working more than the total number of hours the employee was originally scheduled to work.

Side Letter C – Regular Temporary Employees

July 1, 2017

The University of Washington and SEIU 925 and WFSE 1488 agree to work together to consolidate the regular temporary employee appendix.

Side Letter D – Safe Staffing of Workplaces

July 1, 2017

It is the Employer’s intent to safely staff all workplaces and assign manageable workloads.

This Side Letter is not subject to the grievance procedure.

Side Letter E -Contact Center

July 1, 2017

The University of Washington and SEIU 925 will continue to hold monthly Joint Labor Management meetings for the Contact Center:

Management and union representatives will form a Labor Management Committee that will meet monthly to work collaboratively for fair and equitable work rules.

The committee will continuously monitor performance metrics and any corrective action based on failure to meet performance standards. If less than 75% of employees meet any individual performance standard over a rolling three-month period, management and the union will discuss ways to improve the standard, performance, or both at the subsequent committee meeting. Standards not met by at least 75% of employees for a given three-month period will not automatically trigger corrective actions for employees who fail to meet those standards for that period, but they may still lead to corrective action if it meets the requirements of just cause after an examination of the circumstances.

Dress Code Effective 11/1/16

While working a full day in the Contact Center, employees will be allowed to wear denim blue jeans in good condition. In the event there is a scheduled tour or while employees are out in the clinics, employees are expected to abide by the UW Medicine Professional Dress Code policy.

Side Letter F – 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 G – Legislative Briefings

July 1, 2017

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

Side Letter H – Patient Financial Services Series Evaluation

July 1, 2017

The Employer will hire a third party consultant that will, within six (6) months of the effective date of this Agreement, begin an evaluation of the work and duties of the Patient Financial Services job series. The Employer will meet with the Union to discuss the results of the completed evaluation, and will share any resulting plans prior to taking action.

Side Letter I – Polysomnographic Technologist

July 1, 2017

The University of Washington and SEIU 925 will jointly petition PERC to recognize Polysomnographic Technologist as a part of the SEIU 925 HMC Technical Bargaining Unit.

Side Letter J – 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 K – Representation

July 1, 2017

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 L – Standards of Appearance

July 1, 2017

The University of Washington and SEIU 925 agree that standards of appearance and/or dress code policies are appropriate topics for Joint Labor Management meetings.

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