Labor Relations

UW – SEIU 1199 Negotiations Recap for April 27, 2017


This recap details the 4th session for the renewal of the collective bargaining agreement between the UW and SEIU 1199. Recaps are published online on the UW Labor Relations website.

Discussion Regarding Standardizing Language Amongst Union Contracts

UW had previously proposed updates to the legal protections outlined in the contract; for example non-discrimination, FMLA, and Military Leave.  The union expressed displeasure with the format in which the language changes were presented, and requested that a subcommittee work concurrently during bargaining to review the language standardization pieces to aid in clarification.

UW agreed to form a subcommittee, and the team discussed language changes to provisions related to the following:

  • FMLA and parental Leave
  • Military leave
  • Civil/jury duty leave and bereavement leave
  • Reasonable accommodation of employees with disabilities
  • Miscellaneous leave (including leave without pay, educational leave, etc.)

The subcommittee will likely meet again during the next bargaining session to discuss these and/or other agreed upon provisions.

SEIU 1199 Proposals

Nondiscrimination – SEIU 1199 maintained their proposal for the development of training intended to increase skill and awareness on hidden bias and cultural competency, and separately maintained their proposal for joint committee work where bias concerns could be heard.

Hours of Work – In response to UW’s proposal, SEIU 1199 agreed that pay paid at time and a half is considered overtime and there would be no pyramiding or duplication of overtime or premium pay paid at this rate, in conjunction with current practice.

Resignation – In response to UW’s proposal, SEIU 1199 agreed to move resignation protocols to a new and separate provision.  SEIU 1199 proposed language to extend the length of time before an employee may be deemed as resigned after failing to report for work.

UW Proposals

Implementation Cost – The UW provided a summary of implementation costs for the union’s monetary proposals.  The union’s proposals would cost approximately $56.4 million over the 2017-2019 contract.

Overtime – In response to the union’s concerns, UW withdrew proposed language to modify the existing definition of overtime and included a placeholder for a discussion around ways to reduce overtime.

Equity, Diversity, and Inclusion – In response to SEIU 1199’s proposal for a joint project regarding diversity, UW proposed a MOU that would permit the union to designate one member per year to be on the existing Equity, Diversity, and Inclusion Committee.

Health Insurance and Pension – In response to SEIU 1199’S proposal, UW proposed to update the duration of the terms along with the elements determined in accordance with RCW 41.80.010(7).

Tentative Agreements

The parties signed tentative agreements to close the following provisions:

  • Preamble
  • Article 1 – Purpose
  • Article 3 – Affirmative Action
  • Article 10 – Scholarship Fund – RNs
  • Article 11 – Tuition Exemption Program
  • Article 18 – Employee Facilities
  • Article 22 – Seniority, Layoff, Rehire
  • Article 23 – Job Posting & Transfer
  • Article 24 – Worker’s Compensation Leave
  • Article 25 – Management Rights and Responsibilities
  • Article 26 – Performance of Duty
  • Article 27 – Grievance Procedure
  • Article 30 – New Employee Orientation
  • Article 32 – Subordination of Agreement and Saving Clause
  • Article 33 – Complete Agreement
  • Article 35 – Drug and Alcohol Free Workplace
  • Appendix XI – Layoff Units

The parties reached verbal tentative agreement to extend the memoranda of understanding regarding medical errors and commitment to staff consistent with approved plans.  Executed agreements are forthcoming.

Next Steps

The next UW-SEIU 1199 bargaining session is scheduled for May 9.