Negotiations Recap for June 9, 2015
This recap details the ninth session for the renewal of the collective bargaining agreement between the UW and SEIU 1199.
UW Proposals: Hall Health and Research Nurses
UW delivered several proposals regarding the Hall Health and Research Nurse bargaining unit, including the creation of a contract addendum that is specific to this group. UW’s proposals included:
Union Delegates – UW proposed establishing two union delegates from Hall Health and two research nurses delegates. Hall Health nurse delegates would process grievances specific to Hall Health nurses, and Research nurse delegates would process grievances specific to Research Nurses.
Delegate Training Hours – UW proposed establishing one paid 8-hour slot for a Hall Health nurse and another slot for a research nurse to participate in union-sponsored delegate training.
Premium Pay – UW proposed that Hall Health nurses be eligible for preceptor and charge pay premiums, and clarified that research nurses are not eligible for either premium.
Overtime Calculation – UW proposed language memorializing the parties’ prior agreement, establishing that Hall Health nurses are eligible for “daily” overtime for time worked in excess of eight hours, per the standard Hall Health shift of 8 am – 5 pm.
Education Support Funds – UW proposed memorializing that Hall Health nurses are eligible for $500 per fiscal year, pro-rated per FTE (full-time equivalent). UW proposed capturing the parties’ previously agreed-upon language, establishing that research nurses will receive educational and professional development funds if allowable under a grant or contract, to be determined on a case-by-case basis.
Educational and Professional Leave – UW proposed memorializing that Hall Health nurses receive 40 to 80 hours per fiscal year of elective educational and professional leave upon request. UW proposed establishing that research nurses will receive such release time if allowable under a grant or contract, to be determined on a case-by-case basis.
UW Package Proposals
UW put forth two separate package proposals in which all provisions would need to be accepted in their entirety.
UW First Package Proposal
Corrective Action – In response to the parties’ discussion and concerns regarding the corrective action process, UW proposed to define “coaching” as informal discussion/instruction between an employee and supervisor. Supervisors could follow up in writing after coaching, which may include an action plan.
UW would make clear when formal or final counseling is being conducted and inform employees of their representation rights. UW would determine the step at which corrective action begins based on the nature and severity of problem, and formal counseling could only be grieved through Step Two of the grievance procedure.
Job Posting and Transfer – Before referring candidates to a vacant position or shift, UW would provide three business days’ notice to employees within the unit seeking a different shift. Employees would submit requests in writing, and must have permanent status in the job class and work in same unit. Eligible employees would have no pending corrective action or investigations, no corrective action in their file for past 12 months, and would have the skills and abilities necessary for the position.
Seniority would act as a tiebreaker if two comparably-qualified employees requested the same position or shift. Employees refusing an offer that they requested would be unable to submit another such request for 12 months.
UW Second Package Proposal
Memoranda of Understanding – UW proposed that the parties maintain the existing “Medical Errors” MOU, memorializing that events surrounding any medical error will be reviewed before corrective action takes place, and that the parties delete the remaining memoranda of understanding. UW also proposed that the union withdraw its proposed “Quality Improvement Project” MOU.
Personnel File – SEIU 1199 maintained its proposal to enable employees to request the removal of personnel file documents after 12 months, and proposed that UW could only retain information pertinent for a legal defense in a separate file.
Union Delegates – SEIU 1199 maintained its rejection of UW’s proposal for the union to send an up-to-date list of union delegates to the Labor Relations office quarterly, rather than once per year.
Contract Distribution – SEIU 1199 declined UW’s proposal for the parties to utilize the electronic version of the contract rather than printing paper copies.
Per Diem Probationary Period – SEIU 1199 proposed that up to six months of service as a union-represented per diem nurse count toward a nurse’s probationary period in the event they are hired into a permanent position in the same job class without a break in service.
Per Diem Wage Differential – SEIU 1199 proposed that per diem nurses without UW-provided medical benefits be paid a 15 percent wage differential, and those with UW-provided medical benefits receive a 10 percent differential.
Per Diem Step Increases – SEIU 1199 proposed that per diem nurses receive annual step increases upon reaching 1,040 hours within at least a 12 month period.
Per Diem In-house Education – SEIU 1199 proposed allowing for per diem nurses to attend in-house education offered by the employer without cost.
Per Diem Premium Pay – SEIU 1199 maintained its proposal for per diem nurses to be eligible for several pay premiums, including standby, callback, shift differential, weekend premium, float premium, certification premium, and charge premium.
Per Diem Seniority and Accruals – SEIU 1199 proposed that seniority accrue based on all hours worked, but would not apply while a nurse is still in per diem status. Upon acquiring regular status, this seniority would be applied to determine the nurse’s benefit accrual rates.
Per Diem Utilization – SEIU 1199 proposed language establishing that UW would not utilize per diem nurses in lieu of filling or creating classified positions. The union proposed that per-diem nurses may only be prescheduled for shifts exceeding their minimum required shift after regularly scheduled nurses on the unit have had the opportunity to take additional non-overtime shifts.
Per Diem Classification Review – SEIU 1199 proposed that if the union believes a per diem, traveler, or agency nurse has been working regular full- or part-time hours for more than three months, the union may request to have the matter reviewed per the contract’s reclassification provision.
UW again delivered a sign-in sheet for both bargaining teams to sign, in order to help facilitate payment of release time to employees. For the ninth consecutive session, SEIU 1199 declined to utilize a sign-in sheet.
The next UW-SEIU 1199 bargaining session is scheduled for June 11.