Labor Relations

Agreement Reached with WSNA on 2019-2021 Collective Bargaining Agreement

UW has reached agreement with WSNA on a rollover contract for the RNs at UWMC.  This means the majority of provisions in the current contract will rollover to the 2019-21 contract, which will be effective from July 1, 2019 through June 30, 2021.

The agreement reached includes the rollover contract, per diem agreement, and the Northwest Hospital Transition Agreement.  Certain new provisions pertaining to bargaining members at UWMC are summarized below.

General Wage Increases – The parties agreed to increase wages across-the-board by 2% on July 1, 2019 and 2% on July 1, 2020.

U-PASS – The parties agreed that, effective July 1, 2019, bargaining unit employees with an active permanent appointment with greater than a .5 FTE will not be charged a fee for a U-PASS.

Annual Leave – The parties agreed to a new vacation accrual scale effective January 1, 2020, that is more generous than the current scale, specifically during four (4) through thirteen (13) years of service, as follows:

During Paid Vacation Days (2020-2021)* Paid Vacation Days (2017-2019)
1st year 12 days 12 days
2nd year 13 days 13 days
3rd year 14 days 14 days
4th year 15 days 14 days
5th year 15 days 15 days
6th year 16 days 15 days
7th year 16 days 15 days
8th year 17 days 15 days
9th year 17 days 15 days
10th year 18 days 16 days
11th year 18 days 17 days
12th year 20 days 18 days
13th year 20 days 19 days
14th year 20 days 20 days
15th year 21 days 21 days
16th year 22 days 22 days

*Effective date is January 1, 2020

Lump Sum – The parties agreed to a one-time retention/rollover lump sum payment for employees in active permanent appointments during the pay period in which the contract was ratified through November 1, 2020.  They payment will be eight hundred dollars ($800) to each employee with above a .6 FTE and four hundred dollars ($400) to each employee with a .6 FTE and below (as of November 1, 2020).  The lump sum will be paid by the Employer on November 25, 2020 and is not applicable to per diems.

Per Diems – The parties agreed to a new Article incorporating represented per diem nurses.  Much of the Article was intended to memorialize existing conditions, with highlights summarized below.

Job Profiles – Per diem RN 2’s and 3’s will be reclassified as WSNA represented RN 2’s and 3’s with new job codes.  All employees will continue to be assigned to their current pay table, pay range, and step.

Just Cause – The parties agreed to just cause language that states per diems employed at UWMC and/or Northwest Hospital as of December 31, 2019 shall not be terminated except for just cause.  Those newly hired at either facility on January 1, 2020 or later, must work a cumulative 1,872 non-overtime hours or more from their date of hire in continuous employment with the University in UWMC Per Diem and NWH Reserve Nurse job before being covered by the just cause provision.  The parties agree to adhere to the grievance process as outlined in the respective CBAs.  If an employee is not meeting performance expectations, they will be given an action plan outlining the identified issues. The parties agree to start at Step Two for terminations.

Hours Audit – The parties agreed to a new MOU which states that any active per diem who was employed as a per diem on or before June 1, 2017, and has been continuously employed a per diem without a break in service, will have their per diem hours audited within ninety days of ratification.  The audit details are outlined further within the per diem agreement.  Following completion of the audit, any necessary step increases will occur on the next available pay period, as determined by the Employer.

Availability – New language states that per diems who fail to provide dates to be scheduled in accordance with the CBA will be subject to a written warning.  If the employee fails to provide dates on a second occasion within a rolling year, their appointment may be ended.  Appointments may also end due to a lack of work.

Overtime – The parties agreed to a side letter memorializing that per diems will be paid daily overtime for work in excess of the scheduled shift which includes work in advance of a scheduled shift, per existing practice.

Per Diem Premium – The parties will maintain the existing 6% premium for per diem hours worked, unless the employee receives medical benefits from a different appointment.