UW – SEIU 1199NW Research/Hall Health Bargaining Unit Negotiations Recap for July 9, 2018
This recap details the first session for the renewal of the collective bargaining agreement between the UW and the SEIU 1199NW Research/Hall Health Bargaining Unit, set to expire on June 30, 2019. Recaps are published online on the UW Labor Relations website.
Union Initial Proposals
SEIU 1199 presented initial proposals regarding a series of new and existing provisions, including:
ARNP Wages – SEIU 1199 proposed that Hall Health ARNPs would be renamed as Health Care Specialists and placed on the same wage scale as Health Care Specialists at Harborview, at the same step to which they are assigned upon contract ratification. The Union stated their belief that both groups do the same work and have the same qualifications, thus should be paid equally.
Credit for Past Experience and New Hire Wages – SEIU 1199 proposed to incorporate language from the main SEIU 1199 contract that details how Health Care Specialists at Harborview are placed on the wage scale upon hire, taking into account relevant past work experience. The Union would like to adopt the same method for PA-ARNPs at Hall Health.
SEIU 1199 proposed that any current employee would be able to request an audit of their current pay and credit for past experience to ensure they are on the step reflective of their years of experience.
Preceptor Premium Pay – SEIU 1199 proposed to remove the current requirement for a preceptor to complete a preceptor workshop prior to being eligible for preceptor pay. The Union proposed to remove language stating the preceptor is eligible to receive the premium pay only when engaged in preceptor role responsibilities.
Break Relief – SEIU 119 proposed to have a dedicated staff member at Hall Health to provide uninterrupted breaks and lunches.
Sick Leave – SEIU 119 proposed that the Employer front load sixteen hours of sick time upon hire (the equivalent of two months of sick time accrual for a full-time employee). The proposal was aimed to address the gap for those who cannot use their accrued sick time until the completion of the calendar month in which they start work.
Student Loan Support – SEIU 119 presented a multi-pronged proposal to address student loan debt. First, the Union proposed that the Employer would make loan counseling available to employees which would include information on getting out of loan default through consolidation or rehabilitation. Second, the Union proposed that employees not enrolled in or receiving other student loan assistance would be eligible after probation to receive $50 per month in the first year of employment to pay toward student loans. After six months, the value would increase to $100 per month and again to $125 per month after three years of employment. Employees would receive repayment only when eligible, up to a maximum of seven years.
Child Care Fund – SEIU 119 proposed to establish an annual child care fund of $20,000 in which employees could apply for reimbursement for childcare expenses up to $1,000 in a calendar year.
The Employer intends to present its initial proposals at the next scheduled bargaining session on July 25.
The remaining UW-SEIU 925 bargaining sessions are scheduled for:
- July 25
- August 7
- August 9
SEIU 1199 is scheduled to coalition bargain economic items with WFSE and SEIU 925 on:
- August 16
- August 22
- August 24
- September 13