Labor Relations

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:

 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.

WFSE Specific Economic Proposals

Hospital Trades 1.5% multiplier – WFSE proposed the creation of healthcare specific skilled trades classifications that would receive 1.5 times the wage rate of other WFSE skilled trades classifications.

Skilled Trades – WFSE proposed range increases of approximately 15% for all skilled trades classifications, including Apprentices.

Custodian Series – WFSE proposed range increases of approximately 12.5% for Custodians, Custodian Leads, Custodian Supervisors, and Maintenance Custodians.

The Union proposed to create a new classification for Custodians who are currently assigned to floor care teams and/or whose duties primarily include floor care (in both the Campus wide and HMC bargaining units). The newly proposed classification would be paid on a range 5% higher than the Union’s proposal for standard custodian pay.

The Union proposed range increases of approximately 5% for Carpet Cleaners and to extend use of the classification to HMC, as it is currently only available in the Campus wide bargaining unit.

Gardener Series – WFSE proposed rage increase of approximately 12.5% for the Gardener series, including Greenhouse Attendants and Nursery Workers.

Library Series – WFSE proposed range increases of approximately 12.5% for the Library Specialist and Technician series.

Housing and Food Services – WFSE proposed range increase of approximately 7.5% for Food Service Workers and approximately 15% for cooks.

Healthcare Market Adjustments – WFSE proposed approximate range increases for various healthcare titles to include the following:

  • Mental Health Practitioner – 10% range increase
  • Mental Health Specialist Series – 17.5% range increase
  • Hospital Assistant Series – 8% range increase
  • Hospital Central Services Technician Series – 2% range increase
  • Patient Care Technician – 8% range increase
  • Dietary Unit Clerk – 5% range increase
  • Dietary Unit Aide – 10% range increase
  • Surgical Technologist – 10% range increase
  • Supply Chain Technician – consolidate Supply Chain Tech 1 and Supply Chain Tech 2 classifications, pay all employees on the Supply Chain Tech 2 range which is a 5% range increases for Tech 1’s
  • Laundry Operator Series – 5% range increase

Window Washers – WFSE proposed range increase of approximately 20% for Window Washer 1’s and proposed to create a new Window Washer 2 classification on a range approximately 22.5% higher than Window Washer 1’s.  The Union proposed range increases for Leads of approximately 42.5%.  The Union proposed to create a new Window Washer Supervisor classification on a range approximately 17.5% higher than Leads.

WFSE proposed that the University would pay retroactive wages to April 1, 2017, paying employees at the newly proposed classification rates back to that date.

Next Steps

WFSE has indicated that they are not yet done presenting economic proposals.  The next UW-WFSE bargaining session is scheduled for September 10, and the next UW-Coalition bargaining session is scheduled for September 13.