Negotiations Recap for March 25, 2013
This recap details the 19th session for the renewal of the collective bargaining agreement between the UW/Harborview and SEIU 1199, and the tenth session to be facilitated by neutral mediators.
UW/Harborview Presentation
Comprehensive Financial Offer – Harborview Master Contract
UW/Harborview submitted a comprehensive financial offer that includes:
- General Wage Increases
- UW/Harborview proposed a general wage increase of 2 percent to become effective the later of July 1, 2013 or the first full pay period following ratification of the agreement, and a further 2 percent increase on July 1, 2014. An absolute condition is that the Washington state legislature agrees to and appropriates the funds requested by the UW. Failing this, the parties would return to the bargaining table and re-negotiate only the wage proposal.
- Educational and Professional Development
- UW/Harborview reiterated its proposal made on January 29, 2013. UW/Harborview would provide increases, ranging from 20 percent to 300 percent, to the continuing education support funds per full-time equivalent (FTE) for registered nurses, respiratory therapists, anesthesiology technicians and electroneurodiagnostic technologists, social workers, and health care specialists. Similarly, employees at a 0.9 FTE would be considered full-time for purposes of this benefit, and would be eligible for the maximum amount.
- Meal and Rest Breaks
- UW/Harborview proposed to conduct a 6-month project related to meals and rest breaks by assigning registered nurses to dedicated break relief.
UW/Harborview withdrew its proposed pay premium for nurses holding a Bachelor of Science in Nursing degree.
Comprehensive Financial Offer – Airlift Northwest
Airlift Northwest management submitted a comprehensive financial offer that includes:
- General Wage Increases
- Airlift Northwest management proposed a general wage increase of 2 percent to become effective the later of July 1, 2013 or the first full pay period following ratification of the agreement, and a further 2 percent increase on July 1, 2014, also contingent upon legislative approval and appropriation of funds.
- Educational and Professional Development
- Airlift Northwest management reiterated its proposal made on January 29, 2013. Airlift Northwest management would increase the education support funds available to flight nurses from $300 to $500 per FTE. Similarly, employees at a 0.9 FTE would be considered full-time for purposes of this benefit, and would be eligible for the maximum amount.
- Shift Premium
- Airlift Northwest management would revise eligibility for shift differentials, eliminating shift differentials for all 24-hour shifts and for 12-hour shifts not coinciding with on-call responsibility. Airlift Northwest management would pay a shift premium of $2.50 when working a 12-hour shift coinciding with on-call responsibility, and a shift premium of $3.75 for employees working a shift at Boeing Field when the majority of hours worked are between 7:00 p.m. and 7:00 a.m.
- Preceptor
- Airlift Northwest management maintained its proposal to expand eligibility for preceptor pay to flight nurses working with emergency medicine residents.
Tentative Agreement
- Shift Premium
- The parties tentatively agreed to a memorandum presented by the UW/Harborview regarding shift premium establishing that employees who work the second (3:00 p.m. – 11:30 p.m.) and third (11:00 p.m. – 7:30 a.m.) shifts will be paid a shift differential. Similarly, employees will be paid a shift differential on second or third shift if the majority of hours are worked during the designated shift. The memorandum does not apply to the Airlift Northwest bargaining unit.
Additional Items
SEIU 1199 did not present counter proposals on any of the issues and provisions open for discussion.
UW/Harborview received notice of an SEIU 1199 picketing event, to take place at Harborview on Thursday, March 28.
Next Steps
The next UW/Harborview bargaining session is scheduled for April 16.