UW – WSNA Negotiations Recap for June 26, 2017
This recap details the 7th session for the renewal of the collective bargaining agreement between the UW and WSNA. Recaps are published online on the UW Labor Relations website.
The parties signed tentative agreements to close the following provisions:
- Articles 1 – Purpose
- Article 2 – Non-discrimination
- Article 3 – Affirmative Action
- Article 4 – Recognition/Employer
- Article 8 – Educational and Professional Development
- Article 11 – Employment Practices
- Article 12 – Holiday and Vacation Leave
- Article 13 – Other Leaves of Absence
- Article 14 – Sick Leave
- Article 15 – Conference Committees
- Article 16 – Employee Facilities
- Article 17 – Corrective Action (Progressive Discipline) Dismissal and Resignation
- Article 18 – Grievance Procedure
- Article 20 – Posting, Transfer, Promotions, Reallocation
- Article 21 – Worker’s Compensation Leave
- Article 22 – Management Rights and Responsibilities
- Article 23 – Performance of Duty
- Article 25 – Insurance and Pension
- Article 26 – Savings Clause
- Article 27 – Complete Agreement
- New Article – Family Medical Leave Act and Parental Leave
- Appendix III – Clinical Clusters Pertaining to Article 19 – Layoff
- Appendix VI – Memorandum of Agreement for Rest breaks (removed from the appendix and turned in to an MOU)
Holiday & Vacation Leave – The parties tentatively agreed to maintain current contract language for the holiday and vacation leave provision, with one exception stating that peak period vacation requests for June 16-September 15 would be submitted in writing by February 1, and approved or denied by February 28; and requests for Thanksgiving through January 1 would be submitted in writing by July 1 and approved or denied by July 31.
FMLA and Military Leave – The parties tentatively agreed to include language further defining next of kin, as it relates to military leave. The parties agreed on language stating that following absence granted for FMLA leave, an employee shall return to the same or equivalent position held prior to the absence.
Clinical Clusters Pertaining to Layoffs – The parties tentatively agreed to update the clinical clusters list to include current clinic titles, and to move oncology and NICU departments to cluster one for increased options to more similar departments.
Class Specifications – WSNA maintained its proposal to retain class specifications in the contract and UW tentatively agreed only if there was language indicating should the employer decide to modify class specifications, it would notify the union at least thirty days in advance of proposed implementation, and would confer with the union over the proposed action, upon request.
MOU: Negotiation Team – In response to UW’s proposal, WSNA proposed that the parties would discuss additional paid release time after eight bargaining sessions. The union proposed language indicating they would notify UW of any substitutions to their bargaining team, the parties would submit proposals by the third day of negotiations, and the chief negotiating spokespersons would determine who would prepare a redlined version of the final draft agreement. UW responded by tentatively agreeing to the language regarding substitutions, and proposing that the chief negotiators determine their own timeline and procedure for exchanging initial proposals and finalizing the contract.
Layoff and Displacement Options – UW proposed language clarifying that an RN3 with more seniority would have the opportunity to replace the least senior RN2 within .2 FTE. UW maintained its interest in proposed language stating that the employer would consider the nurse’s current shift when identifying funded vacant positions.
UW put forth a package proposal in which all provisions would need to be accepted in their entirety. As a condition of this package, the union would withdraw its economic proposals focused on break relief and nursing scholarships. Provisions included:
Wages – UW proposed to increase wages across the board by 2% on January 1, 2018, 1% on July 1, 2018, and 1% on January 1, 2019.
Hours of Work – UW proposed language that would require nurses selecting the 160-hour schedule to meet their FTE every fourteen days to standardize and normalize schedules. UW proposed to standardize rest between shifts to 10.5 hours. The employer proposed language stating that no nurses would be mandated for more than forty-eight hours of leave in a calendar year.
Mandatory Subjects – UW maintained its proposal to modify the retention of benefits article to include language around the process for which the employer would satisfy collective bargaining agreements for mandatory subjects, and Implement changes accordingly.
MOU: Standby – UW maintained its interest in eliminating the MOU on standby for increased scheduling flexibility.
The next UW-WSNA bargaining session is scheduled for June 27.