UW – UWHA Negotiations Recap for February 6, 2020
This recap details the twenty-third session for the renewal of the collective bargaining agreement between the UW and UWHA. This was the fourth session to be facilitated by a State-appointed mediator. Recaps are published online on the UW Labor Relations website.
The Employer presented a Package Proposal in which all provisions would need to be accepted in their entirety. Package highlights included:
Home Call Stipend – The Employer proposed an increase in the Home Call stipend to $2200 beginning July 1, 2020 in addition to an increase of another $100 beginning on July 1, 2021 to $2300 (this includes $650 that has been moved from the travel allowance).
Vacation – The Employer proposed to increase the paid vacation from 21 days (15 weekdays and 6 weekend days) to 23 days (17 weekdays and 6 weekend days) beginning July 1, 2020.
Emergency Ride Home – The Employer proposed to increase its Emergency/Safe Ride Home program fund proposal by one hundred dollars to $600.
Salary/Stipend – In response to the Union’s proposal, the Employer proposed that beginning July 1, 2020, there would be a new R-9 level added to the UW GME Stipend Schedule.
Meals – In response to the Union’s proposal, the Employer proposed to increase the meal reimbursements to $8.50 per meal beginning on July 1, 2020.
Fitness – In response to the Union’s proposal, the Employer proposed language that would allow the same access to exercise equipment as other employees at training sites operated by the Employer.
Extended Leave – In response to the Union’s proposal, the Employer proposed to incorporate aspects of UWHA’s current extended leave provision and make it applicable specifically to residents working in training programs outside of the State of Washington, who are ineligible for PMFL and not covered by a similar state paid sick leave program.
Grievance – The Employer proposed a counter that reduced the places where the parties are apart in this article down to the Step 3 regarding the grievance committee process. The Employer has maintained its proposal to allow for the parties to mutually agree on utilizing either the grievance committee process or PERC mediation, each time the parties reach Step 3.
Union Counter Proposals
Professional Development and Licensing – UWHA maintained its proposal for an annual professional development stipend of $750, but proposed that it would not roll over funds to consecutive training years. The Union maintained its proposal for reimbursement of training licenses for the state(s) in which the resident works.
Duration – The Union proposed one article to include duration and union activities. The Union maintained its proposal that the duration article would include owed wages retroactivity to July 1, 2019. The Employer has an interest in separating Duration and Union Activities into their own articles for clarity.
Employer Counter Proposals
Committee Memberships – The Union had modified its proposal for the GMEC and GMEC Policy Subcommittee to include one UWHA designee (same as Employer) and a minimum of three peer selected residents/fellows. In response, the Employer proposed to include the three peer selected residents/fellows, but reject language that would allow for any designees or substitutions beyond the one that is allowed with current contract language. The Employer proposed language stating that 24 hours’ notice could be given to the committee chairperson for a substitute from the UWHA Board for all committees, besides GMEC and the Policy subcommittee.
The next UW and UWHA bargaining session is scheduled for February 19.