UW – Coalition Negotiations Recap August 22 & 24, 2018
This recap details portions of the third and fourth coalition sessions between the UW and SEIU 925, WFSE, and the SEIU 1199NW Research/Hall Health Bargaining Unit. Economic items will be bargained in coalition, including wages, paid family medical leave, transportation, etc.
Recaps are published online on each Union’s negotiation update page:
- UW Labor Relations website – SEIU 925
- UW Labor Relations website – WFSE
- UW Labor Relations website – SEIU 1199NW Research/Hall Health BU
Multi-Union Economic Proposals
Wages – The coalition proposed to increase wages across-the-board by 8% on July 1, 2019 and 8% on July 1, 2020.
Minimum Wage – SEIU 925 and WFSE proposed an MOU that would require the UW to continue to follow the City of Seattle minimum wage ordinance. Under the proposal, employees’ salaries are to be increased to the City of Seattle minimum wage after each yearly inflation adjustment, each year of the contract.
Washington Family Medical Leave Program – The coalition proposed that the Employer would pay the total premiums associated with the Washington State Family and Medical Leave Program (0.4% of an employee’s pay).
Employer Response: The Employer proposed to follow the law’s minimum contribution requirements (37% of the premium, with the remainder paid by the employee).
Like Titles – The coalition proposed that should any Union bargain a wage increase (salary adjustments, market adjustments, premium pay rates, etc.) where a like title exists in another bargaining unit, the Employer would apply the increase to all titles uniformly and concurrently.
Vacation Leave – SEIU 925 maintained its proposal to change the vacation accrual schedule to match the Employer’s professional staff program, and WFSE joined in on the proposal.
Diversity and Inclusion – SEIU 925 maintained its proposal (and WFSE joined) for the Employer to commit $200 million from the Be Boundless campaign to recruiting, retaining, and promoting underrepresented minority staff and faculty across the University.
The Unions proposed that the Employer establish a timeline by September 2019 for reaching a goal of 100% participation in cultural responsiveness or cultural competency for all University employees. By that same date, the Unions proposed that employees involved in hiring processes would be trained in implicit bias, equity, and cultural responsiveness.
The Unions proposed to expand the role of the University’s Bias Incident Advisory Committee to track reports of discrimination, harassment, and retribution, as reported to UCIRO, SafeCampus, Title IX, and any other body where incidents may be reported.
SEIU 925 Specific Economic Proposals
Administrative Assistant Bs – Per the current CBA, on July 1, 2018 certain administrative titles were consolidated and placed on pay tables as outlined in the relevant MOU. Administrative Assistant Bs (previously on table B4, range 42) were reclassified to Administrative Assistant 3s (table B4, range 41). SEIU 925 now wants those (former) Administrative Assistant Bs to be reclassified to a new classification that is paid on table B4, range 42, Program Coordinator, Administrative Assistant Lead, or Administrative Assistant Supervisor. The Union proposed that individual departments would be required to submit paperwork for former AABs reclassifications to Compensation, which is currently a process that either the Employer or employee can initiate.
Financial Counselors – SEIU 925 proposed to create a new Financial Advocate classification series for current FAS employees who primarily do insurance registration rather than insurance verification. The new classification series would include an approximate 12.5% range increase for Specialist 1’s and an approximate 5% increase each for Specialist 2’s, Leads and Supervisors.
The Union proposed a $1.00 per hour premium for certified bilingual staff, and proposed temporary salary increases for staff who are training new hires and taking on extra work.
Medical Interpreters – SEIU 925 proposed range increases of approximately 27.5% for medical interpreters and 35% specifically for ASL interpreters. The Union proposed that HMC interpreters would receive $250 per employee for education and training, as this is the amount given to UWMC interpreters.
Medical and Clinical Laboratory – SEIU 925 proposed range increases of approximately 10% for the Medical Laboratory Scientist Series and 14% for the Clinical Laboratory Technician series.
Electroneurodiagnostic Technologist – SEIU 925 proposed range increases of approximately 2% to match the employees at HMC doing work the Union described as similar. The Union also proposed that END techs could precept and would receive $2.00 per hour when engaged in a preceptor role.
Medical Airlift Communications – SEIU 925 proposed range increases of approximately 15% for Communications Specialists and increases of approximately 17.5% for Supervisors. The Union described that their current wages are lower than comparable 9-1-1 communications positions, but the ALNW position requires two years public emergency communications center experience so there is difficulty in recruitment.
Phlebotomists – SEIU 925 proposed range increases of approximately 30% for phlebotomists and 28% for phlebotomist leads.
Advanced Cardiac Technologists – SEIU 925 proposed range increases of approximately 11% for Advanced Cardiac Technologists while maintaining the Lead wages at 5% and Supervisor at 9% above the Technologist rates.
Respiratory Care Therapists – SEIU 925 proposed range increases of approximately 22% for Respiratory Care Assistants, 15% for Respiratory Care Practitioners, 13% for Respiratory Care Leads, and 7% for Respiratory Care Specialists.
Program Support Supervisors – SEIU 925 proposed range increases of approximately 15% for Program Support Supervisor 1 and 2s. The union says restructuring of the Administrative Assistant series resulted in wage compression because the Program Support Supervisor series supervises several Administrative Assistant Supervisors.
Sports Equipment Managers – SEIU 925 proposed range increases of approximately 15% for Sports Equipment Manger 1s and 17.5% for Sports Equipment Manager 2s. The Union proposed that the parties would update the related job class specifications.
Campus Security Sergeants – SEIU 925 proposed range increases of approximately 10% for current Campus Security Sergeants (and any hired before September 1, 2018). After that date, Sergeants would be hired at the current pay range (10% lower).
Career Enhancement/Growth Program (CEGP) – SEIU 925 proposed to eliminate CEGP salary steps and instead convert existing CEGP steps to automatic salary steps.
Standby Pay – SEIU 925 proposed to increase the standby pay premium from $1.75 to $3.00 per hour for the University-wide Nonsupervisory and Supervisory Units, Contact Center, and Contact Center Supervisory Unit. The Union proposed to increase the standby pay premium from $3.00 to $6.00 for the Health Care Professional/Laboratory Technical Unit.
The Union proposed to increase the minimum paid work period for an employee called in from standby status from two to three hours.
Shift Differentials – SEIU 925 proposed to increase the evening shift premium from $1.00 to $1.50, and the night shift premium from $1.00 to $2.25 (University-wide Nonsupervisory and Supervisory Units, Contact Center, and Contact Center Supervisory Unit). The Union proposed to increase the evening shift premium from $1.50 to $2.50 and the night shift premium from $2.25 to $4.25 (Health Care Professional/Laboratory Technical Unit).
Weekend Pay – SEIU 925 proposed to extend the current $1.50 weekend shift premium to all job titles in the University-wide Nonsupervisory and Supervisory Units, Contact Center, and Contact Center Supervisory Unit. The Union proposed to increase the weekend pay premium from $1.50 to $4.00 (Health Care Professional/Laboratory Technical Unit).
HMC Public Safety Sergeant Premium – SEIU 925 proposed to increase the premium for Department of Public Safety Sergeants who have been trained to assist clinical staff in the proper restraint of patients from $1.30 to $1.50 per hour.
UWMC Public Safety Officer Premium – SEIU 925 proposed to increase the premium for Department of Public Safety Officers and Sergeants who have been trained to assist clinical staff in the proper restraint of patients from $1.30 to $1.50 per hour.
Charge Pay (Health Care Professional/Laboratory Technical Bargaining Unit) – SEIU 925 proposed that employees acting in a charge capacity would receive charge pay of $2.50 per hour. The Union proposed that Respiratory Care Practitioners who practice an ECMO specialty would receive charge pay of $2.50 per hour.
Advanced Degree Premium (Health Care Professional/Laboratory Technical Bargaining Unit) – SEIU 925 proposed a $1.25 per hour premium for employees with a Bachelor’s Degree. Employees with a Master’s Degree would be moved one additional step on the salary schedule.
Float Pay (Health Care Professional/Laboratory Technical Bargaining Unit) – SEIU 925 proposed that floats would receive a premium of $4.00 per hour.
SEIU 925 will present the remainder of their economic proposals on August 28. The next UW-SEIU 925 bargaining session is scheduled for August 28, and the next UW-Coalition bargaining session is scheduled for September 13.