UW – UWHA Negotiations Recap for November 12 and 14, 2019
This recap details the fifteenth and sixteenth sessions for the renewal of the collective bargaining agreement between the UW and UWHA. Recaps are published online on the UW Labor Relations website.
Employer Counter Proposals
General Wage Increases – The Employer proposed to increase wages across-the-board by 2% ninety days after contract ratification, 1% on July 1, 2020 and 1% on July 1, 2021.
Home Call Stipend – The Employer proposed an increase in the home call stipend beginning July 1, 2020 from $1,900 to $2,000, to be paid in the first month of the academic year. Note that this stipend is coupled with a $100 per year travel allowance.
Emergency/Safe Ride Home Program – The Union would have access to parking at no charge during nights and weekends. The Employer proposed to create a fund for the resident emergency/safe ride home program making available a total of $500 per year. Residents would submit claims to their Union, who would then determine eligibility for payment based on the Employer’s policy. Eligible employees would receive reimbursement once per year.
Holidays – In response to the Union’s last proposal, the Employer proposed to add language that would not require residents who are scheduled to work on holidays to utilize their vacation leave for the holiday. Additionally, the proposed new language states that use of the paid personal holiday would not be substituted for other leave types. The Employer proposed that if before the end of the calendar year the employee requests the use of their personal holiday in accordance with proper leave procedures and is denied, the employee would be entitled to carry over the personal holiday to the next calendar year.
Union Counter Proposals
Sick Leave – The Union maintained its proposal to cash out of all accumulated unused sick leave at the rate of 1/365th of the resident’s annual salary at the end of their training program. UWHA proposed language stating that program directors, faculty, and administrators shall not inquire into any details of the nature of resident medical, mental health, dental and optical appointments, unless required as part of an accommodation process or for FMLA approval.
Parental Leave – The Union’s initial proposal had left out language regarding leave types that could be used during parental leave. UWHA made a proposal clarifying that a combination of vacation, personal holiday, leave without pay, and up to thirty days of sick time could be used (along with any paid family medical leave benefits). Currently, the residents can use up to ten days of sick leave to cover time out on parental leave.
Moonlighting – The Union maintained its last proposal, with the addition of one section regarding billing for clinical services to patients, stating that UW GME shall not prohibit residents from billing internal moonlighting services.
The next UW and UWHA bargaining session is scheduled for November 20.