Labor Relations

UW IHME & SEIU 925 Negotiations Recap for July 6, 2020


This recap details the eighth virtual session for the initial collective bargaining agreement between the UW IHME and SEIU 925. Recaps are published online on the UW Labor Relations website.

Union Initial Proposals

Compensation – The Union proposed an across-the-board increase of 4% for all bargaining unit members on July 1, 2020, July 1, 2021, and July 2, 2022. The Union proposed a 5% salary increase upon each employee’s anniversary, until they reach the maximum. Upon promotion or reclassification with a higher grade maximum, the Union proposed an increase of 10% over an employee’s current salary, or the new grade minimum, whichever is higher. In alignment with the Union’s earlier proposal, SEIU 925 proposed that if an employee takes on extra duties, the employee would be paid an additional 5% premium or the IHME grade minimum, whichever is higher, and if they do the higher level duties for at least two months, they would be promoted to a higher job classification.

The Union proposed new IHME minimum and maximum salaries for each job class, with all minimums being increased in variable increments from the existing minimums, while some maximums remained unchanged and others were increased.  The Union added new titles and career pathways for numerous positions, including proposed salaries for each.

Civic Engagement, Community Service, and Civil Rights Remembrance – The Union proposed that June 19, known as Juneteeth be recognized as a University paid holiday.  The Union proposed that employees would receive one floating paid holiday to commemorate holidays not officially recognized and which celebrate civil rights victories, leaders, or other cultural milestones. The Union proposed the first Tuesday of every November, also known as Election Day to be a paid holiday upon employee request. The Union proposed that each employee would be granted 16 hours of paid release time per year to utilize for community service activities of their choice.

Diversity, Equity and Inclusion – The Union proposed an extensive MOU focused on the parties commitment to a diverse workforce.  In this proposal, the members working on the existing IHME Diversity, Equity and Inclusion (DEI) Committee would be compensated for time worked spent contributing to DEI. The Union proposed that no one would be prohibited from participating in the committee, and there would be an appointment of up to three DEI Union stewards for DEI specific concerns. The Union proposed that senior management would be required to take quarterly trainings on topics related to DEI, and the trainings would also be available to staff as optional.  The Union proposed that the parties would jointly develop an equity survey given every year and discuss the results at a JLM.

Exit Interviews – The Union proposed to hold its own exit interview once an employee decides to leave the IHME, for up to one hour of paid time.  The intention of the interviews would be in part to evaluate the DEI climate at IHME, and individual responses from exit interviews would not be shared with the Employer.  The parties would discuss common themes from exit interviews in JLMs.

Employer Initial Proposals

Represented Limited Term Hourly Temporary Employees – The Employer proposed to memorialize conditions pertaining to this employee type, who were previously in professional staff limited term appointments, prior to unionization.

Union Counter Proposals

Overtime – The Union proposed to incorporate the Employer’s proposed language regarding conditions for overtime-exempt employees.  The parties will continue to discuss conditions for overtime-exempt employees.

Contracting – In response to the Employer’s proposal, the Union proposed that contracted out work would also not result in a reduction of hours for bargaining unit employees, or skimming of bargaining unit work.

Employer Counter Proposals

Vacation – In response to the Union’s proposal, the Employer proposed to clarify that employees would accrue vacation during their probationary period. The Employer clarified that an employee would not accrue vacation or earn a month of service credit during a calendar month in which they have taken more than 10 days as unpaid time off respective to their FTE.  The Employer proposed that all vacation requests must be made in writing and any request for three or more days would need to be communicated in writing two months in advance. Employees would be notified as soon as possible prior to any black-out, which will not exceed 2 weeks cumulatively for any individual employee, annually.  The Employer proposed that an employee who is employed for at least six months and resigns, retires or is terminated would be entitled to accrued vacation pay up to 240 hours.

Sick Leave – In response to the Union, the Employer integrated language characterizing an illness as physical or mental. The Employer maintained its proposal of the current family member definition.

Washington Family Medical Leave Program – The Employer proposed to mirror language as written in the main SEIU 925 CBA, which references the relevant law and outlines the employee’s ability to utilize supplemental benefits. The Employer proposed to maintain the current employee premium split.

Tuition Exemption Program – In response to the Union, the Employer proposed language stating that if an employee is required to take a tuition exempt class, all fees and related costs will be paid by the employer and any required attendance outside of regular working hours would be considered time worked.

Next Steps

The next UW IHME and SEIU 925 bargaining session is scheduled for July 13.