Negotiations Recap for September 8, 2014
This recap details the sixth session for the renewal of the master collective bargaining agreement between the UW and SEIU 925 for the 2015-17 contract term.
Status of Proposals
UW presented a status chart summarizing the proposals put forth to date, and responding to SEIU 925’s outstanding proposals.
UW proposed to uphold current contract language for several SEIU 925 proposals, and maintained its proposal for unauthorized absence from July 31.
Market Survey Statistics
UW presented a visual market survey reference to further illustrate the University’s compensation philosophy and how it fits in the market.
Requests for Ergonomics Assessment – Based on the parties’ August 21 discussion, UW proposed the parties convene a committee comprised of union, management, and Environmental Health and Safety representatives tasked with forming a non-binding process improvement recommendation within 150 days of contract ratification.
General Wage Increase – UW proposed general wage increases of 1.25 percent effective July 1, 2015, and a 1.75 percent effective July 1, 2016.
Minimum Pay Step Adjustment – UW proposed that any regular, non-hourly employee whose salary is less than $12 per hour be placed on a pay step that is at least $12 per hour.
Step Structure – UW’s proposal would allow for the existing step structure remain as it is currently configured.
Market Wage Adjustments – UW proposed that several job titles receive pay range adjustments up to 80 percent of the market median.
SEIU 925 Proposals
Requests for Ergonomics Assessment – SEIU 925 proposed that the committee recommendation outlined in UW’s proposal be delivered within 60 days of contract ratification, and that the University be bound to implement it.
General Wage Increase – SEIU 925 proposed general wage increases of 4 percent effective July 1, 2015, and 3 percent effective July 1, 2016.
Minimum Pay Step Adjustment – SEIU 925 proposed that all employees whose salary is less than $13 per hour be placed on a pay step that is at least $13 per hour, effective July 1, 2015. Effective July 1, 2016, non-hourly employees whose salary is less than $15 per hour would be placed on a pay step that is at least $15 per hour.
Adding Automatic Pay Steps – SEIU 925 maintained its proposal to eliminate the merit-based Career Enhancement/Growth Program (CEGP) steps and adding automatic pay steps to all SEIU 925 pay tables as follows:
- SEIU 925 pay tables with CEGP steps: Convert the first CEGP step into an automatic step on July 1, 2015, and make the second CEGP step (where applicable) automatic on July 1, 2016. For pay tables with only one CEGP step, an extra automatic step would be added on July 1, 2016.
- SEIU 925 pay tables without CEGP steps: Add one automatic pay step on July 1, 2015, and another one on July 1, 2016.
“Flat” Steps – SEIU 925 proposed that any “flat” steps (consecutive steps with the same value) on SEIU 925 healthcare pay tables be adjusted to provide an increase from the previous step.
Market Wage Adjustments – SEIU 925 proposed that several clusters and series of job classifications receive pay range adjustments to at least 80 percent of the market median, effective October 1, 2014.
Medical Assistant Wages – SEIU 925 proposed moving medical assistants from pay range 37 to range 40, and moving medical assistant leads from range 40 to range 47.
Compression – SEIU 925 proposed a pay differential of at least 15 percent between several job classes and the employees they supervise.
Weekend Pay – SEIU 925 proposed raising the weekend pay premium rate to $2 per hour for the nonsupervisory and supervisory bargaining units, and to $2.50 per hour for the healthcare professional/laboratory technical bargaining unit.
Modality Pay – SEIU 925 proposed expanding modality pay eligibility to include supervisors of several job titles that are currently eligible.
Advanced Certification Premium – SEIU 925 proposed expanding advanced certification premium pay eligibility to include surgical technologists as well as several recently-organized radiology and cardiology supervisors.
Callback Pay – SEIU 925 proposed increasing the amount of bonus hours paid to employees called back to work outside of regularly scheduled hours from two to three hours at a time and one-half rate.
Standby Pay – SEIU 925 proposed raising the standby pay premium rate to at least $2 per hour for the nonsupervisory and supervisory bargaining units, and to at least $4 per hour for the healthcare professional/laboratory technical bargaining unit.
SEIU 925 also proposed increasing the minimum hours for which an employee is paid when called in from standby status from two to three hours.
The next UW/SEIU 925 bargaining session is scheduled for September 18.