Labor Relations

UW – WSNA Negotiations Recap for April 18, 2017

Background

This recap details the 1st session for the renewal of the collective bargaining agreement between the UW and WSNA. Recaps are published online on the UW Labor Relations website.

Introductions and Bargaining Expectations

The parties reached a tentative agreement on a series of expectations for bargaining, including that all initial proposals will be delivered by the third session.

Release Time for Bargaining – The parties tentatively agreed that UW will provide up to eight hours of paid release time for WSNA’s twelve member bargaining team for the first eight sessions.  WSNA circulated a sign-in sheet in order to help facilitate payment of release time to employees.

WSNA Initial Proposals

Duration – WSNA proposed a three-year contract duration, to take effect on July 1, 2017 (or upon ratification), and expire on June 30, 2020.

Contract Distribution – WSNA proposed to update language regarding electronic distribution of the collective bargaining agreement to union members to reflect current practices.

Rest Break Relief Nurse Plan – WSNA stated their intent to present a proposal regarding break nurses at a future bargaining session.

Wages – WSNA proposed to increase wages across the board of the RN2 scale by 5% on July 1, 2017, 4% on July 1, 2018, and 3% on July 1, 2018.  WSNA also proposed a 3% increase to step 14 and a 3% increase to steps 19-30, effective July 1, 2017.  The union distributed information regarding wages at comparable hospitals.

Premium Pay – WSNA proposed new and increased premiums for the following:

  • Shift premium – Increase the second shift (3:00-11:00pm) premium from $2.50 to $2.75, and the third shift (11:00pm-7:00am) premium from $4.25 to $4.50 per hour
  • Float premium – Expand float pay to include shifts of less than four hours, and increase the float premium for RNs employed solely in the resource team/float pool from $4.00 to $5.00 for all hours
  • Cath Lab premium – Adopt a premium for RNs who work in the Cath Lab of $6.50 per hour for all hours worked

Parking – WSNA proposed language that would require UWMC to bargain over proposed changes to transportation policies.

Vacation Leave – WSNA proposed to extend the vacation accrual schedule to 23 paid vacation days after 20 years of employment, and 24 paid vacation days after 25 years of employment.

WSNA proposed language to adjust the time frames for submission of peak period vacation requests.

Negotiation Team – WSNA proposed to incorporate a negotiation team into the collective bargaining agreement.  In this provision WSNA proposed:

  • UW would provide paid release team for up to twelve designated bargaining team members for the first eight sessions
  • If negotiations extended past eight sessions, the parties would discuss paid release time for negotiation team members
  • UW would notify managers of members to be released for bargaining and facilitate their release
  • Negotiation team members would request time off pursuant to their respective department’s protocols
  • WSNA would provide the UW with the names and hours of the negotiation team either directly after each session or at the start of the next negotiation session
  • UWMC would provide paid release time for two members of the negotiation team to attend health care coalition negotiations

Memoranda of Understanding (MOU)

Nursing Scholarships – WSNA proposed the addition of a MOU instituting a scholarship program constituting the following:

  • UW would grant scholarships for up to eleven classified nurses accepted into the UW Bothell RN-to-BSN degree program (up to $14,000 per nurse)
  • UW would provide an annual pool of up to $100,000 (maximum $6,000 per employee) for classified nurses to attend a program to complete their BSN, MSN, or other advanced nursing practice degrees
  • Establishment of a scholarship committee comprised of equal members of nurses and UWMC representatives to research the availability of funds and to recommend the policies and guidelines regarding final disbursement to the administration
  • A requirement for employees to have a minimum of one year of UWMC experience to be eligible for scholarship funds
  • A three year commitment to UWMC for nurses receiving scholarship funds, and a requirement to reimburse UWMC for funds received if the employee voluntarily terminates employment before the time commitment is satisfied
  • RNs would receive an additional salary step increase upon completion of a Master in Nursing Degree

Next Steps

The next UW-WSNA bargaining session is scheduled for April 24th. In the meantime, UW Compensation is working on costing the union’s proposals.  At the next session, there will be a financial presentation from UWMC, and the UW will begin presentation of initial proposals.