Negotiations Recap for September 21, 2012
This recap details the eleventh session for the renewal of the collective bargaining agreement between the UW and WFSE, and the seventh session facilitated by a neutral mediator.
Scope of Negotiations
WFSE Settlement Response
WFSE declined UW’s offer from the previous bargaining session to settle an issue involving the payment of shift differentials and market adjustments to certain positions in the Trades bargaining unit.
Comprehensive Tentative Agreement Reached
UW and WFSE exchanged ideas and proposals throughout the day, and ultimately arrived at a tentative agreement on a 2013-2015 contract that both parties found mutually satisfactory.
UW-WFSE Tentative Agreement
Contract Highlights
Key provisions from the new comprehensive tentative areement include:
- Wage Increases
- All WFSE-represented employees will receive a 2 percent across-the-board wage increase for both years of the 2013-2015 biennium, effective July 1 of 2013 and 2014.
- These across-the-board wage increases will ultimately be contingent on successful completion of a sequence of events in the Washington State government, including a finding of financial feasibility by the Washington State Office of Financial Management (OFM), followed by inclusion in the governor’s proposed budget for the 2013-2015 biennium, followed by approval by the Legislature, and concluding with appropriation of the state portion of funding for the increases in the 2013-2015 state budget. The across-the-board increases will not occur if any one of the contingencies is not met.
- MOU: “Me-too” with SEIU 925 Salary Increases
- If, during negotiations for the 2013 biennium, the UW agrees to across-the-board salary increases for any SEIU 925 bargaining unit that are more favorable than those negotiated by WFSE, UW will grant the same salary increases to WFSE-represented employees.
- Also, UW and WFSE will meet at least quarterly to address and bargain issues involving wages relative to market rates, recruitment and retention, and/or wage compression.
- MOU: Custodial Infection Control Premium
- Effective January 1, 2014, a premium pay of $1 per hour will become available to positions in the custodial series at both Harborview and UW Medical Centers that work in patient care areas. Custodians at the medical centers will be evaluated to demonstrate that they meet all required competencies in order to qualify for the premium.
- For custodians across the UW, the classification of “lead” will be converted to an assignment, and will yield an hourly pay premium of $1.65.
- Additionally, custodial supervisors across the UW will be placed on higher pay ranges.
- Family Medical Leave and Parental Leave
- Consistent with other union contracts, UW has reserved the right to move from calculating employees’ Family and Medical Leave Act (FMLA) entitlement using a calendar year to using a “rolling” 12-month period, which is measured backward from the date an employee uses any FMLA.
- Employees absent on FMLA leave will use their accrued paid leave in the following order before taking leave without pay: sick leave, compensatory time, and then vacation time. Employees may choose to retain up to 80 hours of vacation leave while absent on FMLA.
Contract Details
For more details on what is new and different in the 2013-2015 collective bargaining agreement, see the summary of the UW-WFSE comprehensive tentative agreement.
Next Steps
UW and WFSE will recommend this agreement to their respective constituents for approval and ratification.
UW will submit the contract and funding request to the OFM by October 1, pending contract ratification by WFSE.