SEIU 1199 – UW (Harborview) Negotiations Recap for June 2 and June 4

Background

This recap details the seventh and eighth virtual session between the UW and Service Employees International Union 1199NW for the renewal of the collective bargaining agreement (CBA) for Harborview Medical Center/Airlift Northwest (HMC/ALNW). While the seventh session concerned the entirety of the CBA, the eighth session focused on Speech Pathologists, a group of employees that petitioned to join the union and was certified by the Public Employees Relations Commission (PERC) this spring. Recaps are published online on the UW Labor Relations website.

SEIU 1199 Economic Proposals

Wages – The Union proposed to increase wages across-the-board by 5% on July 1, 2021 and another 5% on July 1, 2022.

RN Salary Range – The Union proposed to increase the salary range for the Registered Nurses series and the Flight Nurses series by 8%.

Pay Increases – The Union proposed to move the following job classifications to higher job ranges:

Cardiac Sonographer Series: 9 range (approximately 9%) increase
Diagnostic Medical Sonographer Series: 8 range (approximately 8%) increase
Imaging Technologist: 6 range (approximately 6%) increase
Imaging Technologist Angiography: 11 range (approximately 11%) increase
Imaging Technologist CT Tech: 10 range (approximately 10%) increase
Imaging Technologist Lead: 9 range (approximately 9%) increase
Imaging Technologist MRI: 9 range (approximately 9%) increase
Imaging Technologist MAMMO: 9 range (approximately 9%) increase
Imaging Technologist Trainee: 6 range (approximately 6%) increase
Imaging Technologist Education Quality Assurance: 8 range (approximately 8%) increase
Nuclear Medicine P.E.T Tech: 7 range (approximately 7%) increase
Nuclear Medicine Technologist Series: 8 range (approximately 8%) increase
Vascular Sonographer Series: 9 range (approximately 9%) increase
Dietitians Series: 8 range (approximately 8%) increase
Social Worker Assistant: 8 range (approximately 8%) increase
Social Worker: 8 range (approximately 8%) increase
Physician Assistant-Advanced Registered Nurse Practitioner Series (PA-ARNP): 8 range (approximately 8%) increase
Anesthesiology Tech Series: 6 range (approximately 6%) increase
END Tech Series: 8 range (approximately 8%) increase
Respiratory Care Series: 7 range (approximately 7%) increase
Imaging Tech Supervisor: 9 range (approximately 9%) increase
Pharmacy Tech Series: 9 range (approximately 9%) increase

Shift Differentials – The Union proposed that all SEIU 1199NW represented job classes should receive the same shift differentials, rather than the current model, in which registered nurses (RNs) receive higher rates. The Union proposed the following increases for all non-RN job classes:

Evening Shift Differential – Increase from $2.00 to $2.50 per hour
Night Shift Differential – Increase from $2.75 to $4.00 per hour
Weekend – Increase from $2.50 to $4.00 per hour

Preceptor, Mentorship, and Modality 3 – The Union proposed to introduce preceptor pay for Registered Dieticians and Pharmacy Techs acting as preceptors at $2.00 per hour. They also proposed to increase preceptor pay from $1.50 to $2.00 per hour for eligible job classes, except for PA-ARNPs, for whom they proposed to increase preceptor pay from $1.50 to $.4.00 per hour. Under this proposal, an employee could precept if they have the minimum practice experience in lieu of completing required preceptor training. The Union also proposed to introduce a new premium for PA-ARNP mentorship at $4.00 per hour. The Union also proposed to increase Modality 3 pay from $1.75 to $2.00 for all eligible job classes.

ALNW Float – The Union proposed to strike language that excludes the ALNW unit from the nurse float premium.

Charge Pay – The Union proposed to increase the premium for charge nurses from $2.25 to $2.75 per hour.

Certification Pay – The Union proposed that Dietitians would also receive the $1.25 per hour certification premium.

Extracorporeal Membrane Oxygenation (ECMO) Premium – The Union proposed a new premium of $4.00 per hour for RNs and Respiratory Therapists working in their capacity as an ECMO care practitioner.

Hire-In Rates – The Union proposed that the language concerning hire-in rates for nurses would apply to all SEIU 1199NW employees. Under this proposal, hire-in rates for new employees would be on the basis of year for year credit for applicable experience, and applicable experience is defined as experience in specified healthcare settings, without a break in work that would reduce the level of skills.

SEIU 1199 Initial Proposals – Non-Economic

Call Back Pay – The Union proposed that employees who are not nurses who are required to stay past their shift for longer than 45 minutes would be eligible for two and a half hours of call back pay.

Temporary Employees – The Union proposed that Temporary Diagnostic Imaging Employees be placed on a step rather than paid an hourly rate within their salary range. The stated intent of this proposal was to ensure that temporary employees would be included in any future across-the-board increases negotiated by the Union.

Break Relief Nurse – The Union proposed that at least 2.8 FTEs of break relief nurses, in addition to the current number of RNs, would be signed (to 4WH). Under this proposal, break relief nurses would be scheduled to provide break relief and would not be assigned their own patients.

Research/Hall Health CBA – The Union proposed that all agreements in the set forth in the HMC/ALNW CBA that exceed the 2021-2023 Hall Health/Research CBA, including but not limited to, wages, market adjustments, premiums, and differentials, would be applied to the 2021-2023 Hall Health/Research CBA.

SEIU 1199 Initial Proposals – Speech Language Pathologists

Committees – The Union proposed that a Joint Labor Management (JLM) Committee would be established for Speech Language Pathologists, comprised of four bargaining unit representatives plus a Union representative. The JLM would be scheduled to meet every other month, but could meet more or less frequently upon mutual agreement. Like the Union’s proposal for all JLMs, the agenda and request for member release would be sent at least seven days in advance, rather than the 14 days required for JLMs by current contract language.

Professional Development – The Union proposed a Memorandum of Understanding (MOU) stating that Speech Language Pathologists would be granted 40 hours paid time per year (prorated for part-time) for educational and/or professional leave and $850.00 per year (prorated for part-time) in an educational support fund.

Union Economic Proposal – The Union proposed the following premiums:

Certification Pay – $1.25
Preceptor Pay – $2.00
Float – $3.75
Weekend Shift Differential – $4.00

UW Initial Proposals – Speech Language Pathologists

Fixed Duration Appointments (FDAs) – The Employer proposed that FDAs could be made for regularly scheduled non-permanent appointments intended to be no more than 12 consecutive months. Individuals hired under this section would receive written notification of the maximum length of the appointment and the eligibility for benefits. Conclusion of the appointment would be at the discretion of the University, including termination of appointments prior to its originally intended expiration date, and would not be subject to the portions of the CBA related to the grievance procedure or layoff.

Work Day and Overtime – The Employer proposed that only time worked beyond 80 hours within a 14-day period would be considered overtime (rather than time worked beyond a standard day or week) for Speech Language Pathologists. The Employer informed the Union that Speech Language Pathologists will now be required to track their time by clocking in and out in Kronos. Under this proposal, Speech Language Pathologists could also only request compensatory time for additional shifts worked.

Professional Development – The Employer proposed that Speech Language Pathologists would be granted 40 hours paid time per year (prorated for part-time) for educational and/or professional leave and $600.00 per fiscal year (pro-rated for FTE) in an educational support fund.

Employer Economic Proposal – The Employer proposed that the current job classification Speech Pathologist/Audiologist Specialist 1 be split into two new classifications, Speech Language Pathologist 1 at Pay Table BC at Pay Range 53, and Speech Pathologist 2 Pay Table BC at Pay Range 55, and that the current job classification Speech Pathologist/Audiologist 2 be moved to a new classification, Speech Language Pathologist 3 at Pay Table BC at Pay Range 59. The Employer proposed that all employees be placed at a step on the new range that is closest to, but not under, their current step value. The Employer further proposed the following premiums:

Evening shift differential: $2.00
Night shift differential: $2.75
Standby pay: $3.75
Weekend: $2.50
Certification: $1.25

Next Steps

The next UW and SEIU 1199 bargaining session for the HMC/ALNW CBA is scheduled for June 11 and will be held virtually.