SEIU 1199 – UW (Harborview) Negotiations Recap for May 12 and 13
Background
This recap details the third and fourth virtual session between the UW and Service Employees International Union 1199NW for the renewal of the collective bargaining agreement for Harborview Medical Center/Airlift Northwest (HMC/ALNW). The May 12 bargaining session focused on proposals related to ALNW, while the May 13 bargaining session focused on proposals related to HMC, or applicable to both. Recaps are published online on the UW Labor Relations website.
SEIU 1199 Initial Proposals – General
Education Funds – The Union proposed that upon request, the Employer would provide payment for the usage of education funds at time of registration or purchase. Additionally, the Union proposed that any unused education funds at the end of each fiscal year will be rolled over to the next fiscal year to be used as pooled funds for all job classes. Under this proposal, within one month of the new fiscal year, the Employer would provide a report to all job classes of the status of the pooled fund. Within two months of the new fiscal year, employees would be able to apply to receive pooled funds. The pooled funds would be awarded by seniority to those who apply, and the Employer would provide a report quarterly of the status of the pooled fund to all employees. The Union also proposed that the UW would not charge a servicing fee for trainings offered by the UW, and that education money for nurses would not be pro-rated for part-time.
Break Relief Nurses – The Union proposed that the Employer would add break relief nurse positions to the current staffing plan of the Emergency Department, 9EH BPICU, 9MA and MB TSICU, 2WH NCCU, and 2EH MCICU.
Job Postings – The Union proposed that when an FTE is permanently vacated, the Employer would post the same FTE no more than two weeks after receiving notice of the position being vacated. Additionally, the Union proposed that if an employee had assumed multiple part-time FTEs over the course of service, the original FTEs would be posted as individual jobs after that employee’s departure. The Union also proposed that the Employer would provide temporary coverage for positions vacant for periods of time due to FMLA, PFMLA, parental leave, or other types of protected leave within two weeks.
Change in FTE – The Union proposed that when an employee wishes to increase or decrease their FTE, the Employer would accommodate the request within three months of the request. If an employee decreases their FTE, the Employer would post the equivalent remaining FTE within two weeks.
Future Negotiations – The Union proposed that for negotiations for the 2023-25 Agreement, a member of the Executive Team of HMC would be present at all sessions, and that the Employer would provide paid release time for one bargaining team member per 100 employees represented by SEIU Healthcare 1199NW (current contract language provides for up to 14). Additionally, the union proposed that the Employer would increase the number of people provided paid release time to attend Statewide Healthcare Coalition Bargaining from two to four.
SEIU 1199 Initial Proposals – Airlift Northwest
Education Support Funds – The Union proposed that the Employer would provide Juneau-based RNs with an FTE of .6 or greater up to one round trip flight to Seattle each fiscal year in order to attend educational courses.
Flight Paramedic – The Union proposed to extend the MOU that states the Employer would not utilize the Flight Paramedic classification from June 30, 2021 to June 30, 2023.
Aircraft Out of Service – The Union proposed that mutual consent would be required for the Employer to assign a nurse to work at another Airlift Northwest facility.
Drive Times – The Union proposed to add drive times that would be paid for nurses to travel to new bases: three hours for Wenatchee and three and a half hours for Pasco.
Reassignment – The Union proposed to strike the entirety of the MOU outlining the process for reassignment, stating that the process for Aircraft Out of Service should be used. The Union stated their intention to maintain a Reassignment Premium.
Nurse Replacement – The Union proposed that nurses who work an extra shift to replace nurses who do not report to work would be paid an overtime rate of double time for all hours worked.
Safety Audits – The Union proposed that the Employer would contract independent safety audits of all vendors’ aircraft and operations every six months, and would contract comprehensive independent safety audits of ALNW annually. Under this proposal, these audits would be available to members without redactions.
UW Initial Proposals – Airlift Northwest
Equipment – The Employer proposed language stating that boots provided by ALNW would meet OSHA requirements of protection at a value of $150, rather than the current value of $125. The Employer also proposed that all equipment provided to employees, either directly or by allowance funding, must be utilized by employees at work.
Safety Concern Form – The Employer struck language stating that a Safety Concern Form would be created by the Safety Committee, as PSNs should now be used to report safety concerns.
Drive Times – The Employer proposed to add drive times that would be paid for nurses to travel to new bases: three hours for both Wenatchee and Pasco.
Educational and Professional Leave – The Employer proposed that requests for educational and professional leave would be submitted in writing 14 days prior to the schedule being posted, rather than 14 days prior to the leave itself.
Base Closure – The Employer proposed that they would be required to provide a minimum of 45 days’ notice for the closing of a base, regardless of location. Current contract language requires 60 days’ notice required for closing of a base outside Washington State and 6 weeks’ notice for the closing of a base inside Washington State.
Certification – The Employer proposed to define certification pay as pay for all hours worked for a flight nurse with a qualifying certification. Additionally, the Employer proposed an MOU addressing the Certified Flight Registered Nurse (CFRN) credential, stating that the CFRN credential would be required for employment, and that employees without a CFRN credential would be required to obtain it within 12 months in order to maintain employment. Under this proposal, since the CFRN credential is required for employment, employees whose only certification is the CFRN would not be eligible for certification pay; however, employees who are currently receiving certification premium pay for the CFRN credential would have 12 months to obtain a certification eligible for certification premium pay in order to continue eligibility for the pay premium.
Next Steps
The next UW and SEIU 1199 bargaining session for the HMC/ALNW collective bargaining agreement is scheduled for May 20 and will be held virtually.