UW – SEIU 1199 Negotiations Recap for June 13, 2017
This recap details the 13th 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.
MOU: JLM Workgroup Pertaining to Inpatient Services Social Work
SEIU 1199 Proposal: In response to UW’s proposal, SEIU 1199 proposed to adjust the name of the MOU to more accurately reflect the scope of the workgroup. The union proposed that the workgroup would meet twice in the first month for 1.5 hours per session, and then continue to meet at least once a month.
SEIU 1199 proposed that the regular social work JLM would continue to meet as outlined in the collective bargaining agreement. The union proposed that members of the JLM workgroup would present recommendation to Harborview administration between three and six months after the workgroup commences.
UW Response: In response to SEIU 1199’s proposal, UW tentatively agreed to the title change and the presentation timeframe for presenting workgroup recommendations to Harborview Administration. UW tentatively agreed to the frequency and length of meetings proposed by the union, with a three month cap on the workgroup, unless there was mutual agreement to continue.
UW maintained its proposal to not schedule the regular social work JLMs during the months the workgroup is meeting.
New Nurse: The parties tentatively agreed to define a new nurse as one whose clinical experience after graduation is less than twelve months.
License/Certification: The parties tentatively agreed on language that would require employees to notify their appointing authority within thirty six hours if their related license and/or certification expires, or gets restricted, revoked or suspended.
Probationary Period: The parties tentatively agreed to retain current contract language regarding probationary periods.
Preceptor: The parties tentatively agreed to retain current contract language regarding preceptor pay.
Certification Pay: SEIU 1199 proposed to retain current contract langue regarding certification pay. UW maintained its interest in language that would clarify that the employer does not provide certification pay for licenses or certifications that are required to perform the job.
Certification Pay for Respiratory Care Practitioners: UW proposed language stating that respiratory care practitioners who were both hired and receiving certification pay prior to July 1, 2017 for being registered as a Registered Respiratory Therapist (RRT), would continue to receive certification pay but not be eligible for an additional certification premium.
UW proposed language stating that new respiratory care practitioners would need an additional certification on top of an RRT in order to qualify for certification pay, as an RRT is now required for the job.
SEIU 1199 Proposal: In response to UW’s proposal, SEIU 1199 maintained its interest that JLM committee meetings be held every other month. The union proposed to make a good faith effort to provide agenda items at least seven days in advance of the meeting, otherwise the meeting could be cancelled by mutual consent. The union also proposed to make a good faith effort to provide release requests at least seven days in advance of the meeting.
UW Response: In response to SEIU 1199’s proposal, UW tentatively agreed to continue to hold JLMs every other month, if the union would agree to provide agendas and release requests at least seven days in advance of the meeting. UW proposed language stating that if agendas were not provided seven days in advance, either party may cancel the meeting.
Hours of Work
SEIU 1199 Proposal: In response to UW’s proposal, SEIU 1199 maintained its interest in retaining current contract language to describe the standard employee workday. The union tentatively agreed to accept the UW’s proposed language stating that a missed rest break or meal period would be considered as taken if not documented in Kronos or in the exception log, but only if the UW would accept the union’s proposal to maintain the break relief MOU.
SEIU proposed that shift rotation changes be limited to three per month with at least twenty four hours off between changes, and the employer would make a good faith effort to limit required shift changes to two per month. This would not apply to employees who initiated or requested a rotating shift schedule.
UW Response: In response to SEIU 1199’s proposal, UW tentatively agreed to maintain current contract language to describe the employee’s standard workday.
UW tentatively agreed to the union’s proposed language regarding shift rotations.
SEIU 1199 Economic Proposals
General Wage Increases – SEIU 1199 proposed general wage increases of 5 percent on July 1, 2017 and, 4 percent on July 1, 2018.
Market Adjustments – SEIU 1199 proposed a 6% market increase for health care specialists, and maintained its proposed market adjustments (in addition to across the board increases) of 8% for social work assistants, and 6% for ENDs.
Premium Pay – SEIU maintained its proposals for new and increased per hour premiums for the following:
- ECMO RNs and R.T.s – $3.75
- Radiology float RNs – $3.75
- Emergency RNs – $2.00
- RNs with a Bachelor of Science in Nursing (BSN) degree – $1.00
- Ultrasound technicians (specifically related to dictation duties) – $2.00
- Certification pay increase to $1.25
On-Call Pay – SEIU 1199 maintained its proposal to increase on-call pay to $4.00 per hour for all relevant positions, except registered nurses.
Float Pay – SEIU 1199 maintained its proposal to add float pay for select Airlift Northwest RNs, per diem RNs, and technology float positions.
Pay Scale Adjustments – SEIU 1199 maintained its proposal to add one top step to all department pay scales and a second top step for MIT supervisors and QA/ED techs.
The union maintained its proposal for an adjustment to the pay scale for Hall Health RNs so that pay is more commensurate with experience.
The union maintained its proposal for filling in two ghost steps on the pay scale for social workers, pharmacy technicians, ENDs, and ATs.
Retroactive Pay – SEIU 1199 maintained its proposal for 100% retroactive pay to union members if contract negotiations go past July 1, 2017.
Education Support Funds – SEIU 1199 maintained its proposal to increase education support funds for health care specialists and leads from $1800 to $2500 per fiscal year, for each full time employee (pro-rated for part time employees).
UW Proposals – Implementation Costs
At the union’s request, the UW provided an updated summary of implementation costs for the employer’s most recent economic counter-proposal, totaling approximately $10.2 million over the 2017-2019 contract.
The next UW-SEIU 1199 bargaining session is scheduled for June 16.