Labor Relations

Negotiations Recap for May 18, 2015

This recap details the ninth bargaining session between the UW and the UWHA to form the first union contract for UW medical and dental residents and fellows (collectively referred to below as “trainees”).

Grant-funded Stipends: Discussion and Union Proposal

UWHA provided background information and proposals regarding trainee pay during time spent in a research training appointment.

  • Background: During a research training appointment, trainees assume a different job class and are typically funded by National Institutes of Health (NIH) grants rather than GME. These NIH-funded appointments often provide lower pay than the GME stipend schedule, and do not provide benefits such as the UW Retirement Plan (UWRP).
  • Stipend Schedule Progression: Trainees advance on the GME stipend schedule for each clinical training year. Trainees do not advance on the GME stipend schedule during time spent in a research training appointment, and instead pick back up where they left off on the GME stipend schedule upon resuming clinical training.
  • UWHA Proposal: UWHA proposed a requirement for trainee stipends to be supplemented during time spent in a research training appointment, such that they keep pace with the amount and step progression of the GME stipend schedule.

UW Proposal

Miscellaneous Leaves – UW proposed an article addressing several miscellaneous leaves, including:

  • Bereavement: UW proposed three work days of paid leave for the death of a family member, and allowing for one additional day if significant travel is required, and two additional days if overseas travel is required.
  • Parental Leave: UW proposed four months of unpaid parental leave to care for and bond with a newborn, adoptive, or foster child, or for birth mothers when unable to perform required duties because of pregnancy or childbirth. Trainees could apply vacation leave and up to ten days of sick leave.
  • Childcare Emergency: UW proposed establishing that trainees may apply vacation leave, sick leave, and leave without pay, up to three days of each per year, in cases of childcare emergency. This provision would address trainees’ unforeseeable needs related to childcare service, including absence of a regular care provider and closure of a child’s school, and not a child’s illness.
  • Civil Leave: UW proposed language clarifying that trainees may keep any compensation received while on approved civil duty leave.

Next Steps

The next UW-UWHA bargaining session is scheduled for June 3.