SEIU 1199 – UWMC – Northwest Negotiations Recap for June 1 and 3
This recap details the third and fourth virtual session for the renewal of the collective bargaining agreement (CBA) between the UW Medical Center – Northwest (UWMC-NW) and Service Employees International (SEIU) 1199NW. Recaps are published online on the UW Labor Relations website.
SEIU 1199 Initial Proposals – Economic
Wages – The Union proposed to increase wages across-the-board by 5% on July 1, 2021 and another 5% on July 1, 2022.
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 the Service and Maintenance bargaining unit receives different rates than the Professional/Technical bargaining unit. The Union proposed the following increases for all classes:
- Evening Shift Differential – Increase from $1.35 for Service and Maintenance and $1.75 for Professional Technical to $2.50 per hour for all job classes
- Night Shift Differential – Increase from $2.00 for Service and Maintenance and $2.50 for Professional Technical to $4.00 per hour
- Weekend – Increase from $1.25 for Service and Maintenance and $2.25 for Professional Technical to $4.00 per hour
Standby Pay – Currently, employees called back from standby receive time and a half for a minimum of three hours in addition to standby pay. In addition to their previous proposal regarding standby pay, the Union also proposed that employees would receive the three hours of pay each time the employee leaves the institutional grounds and is called back to work. Additionally, the Union proposed to strike language stating that minimum standby hours shall not apply when the employee reports for work in advance of an assigned shift.
Lead Pay – The Union proposed to maintain the $2.00 per hours lead premium for the Professional/Technical bargaining unit, and increase lead pay from $1.25 to $2.00 for the Service and Maintenance bargaining unit.
Certification Pay – The Union proposed to increase the certification premium from $0.50 to $1.25 per hour. The Union also proposed that those in the Service and Maintenance bargaining unit could earn certification pay, as well as those in the Professional/Technical bargaining unit.
Float Pay – The Union proposed to increase the float premium from $2.25 to $3.75 per hour. The Union also proposed that those in the Professional/Technical bargaining unit could earn float pay, as well as those in Service and Maintenance bargaining unit.
Modality Pay – The Union proposed to create new premiums for modalities one, two, and three. Under this proposal, staff actively participating in a new training program for a new modality would be paid a Modality One premium of $1.25 per hour. Staff assigned to conduct examinations/studies in a modality other than that described in the current classification of the position for at least forty percent 40% would receive a Modality Two pay of $1.50 per hour for all hours worked; if the employee is scheduled for less than 40% in the second modality, the premium would apply for all hours worked in a shift.
Preceptor (and Modality Three) Pay– The Union proposed to increase the premium pay for each hour an employee precepts from $1.00 to $2.00.
Recognition for Past Experience – The Union proposed to strike current language that outlines how employees with a given number of years’ continuous recent experience are placed on the wage scale. Instead, the Union proposed language stating that all employees hired on or after July 1st 2021 would be given year per year credit for relevant past work experience in a healthcare setting. The Union also proposed that all employees (no matter when they were hired) would have the opportunity to appeal their recognized credit for past experience.
SEIU 1199 Initial Proposals – Non-Economic
Compensatory Time – The Union proposed as an alternative to wage payment for overtime, an employee could request to accrue compensatory time on the basis of one and one-half the amount of overtime worked. Accrued compensatory time would be scheduled off in a manner similar to the scheduling of vacation days requested off. Additionally, the Union proposed language about cashing out compensatory time, similar to language in the Harborview Medical Center/Airlift Northwest (HMC/ALNW) CBA, stating that if compensation is paid to an employee for accrued compensatory time, such compensation would be paid at the regular rate earned by the employee at the time the employee receives such payment. The proposal also outlined when such payments would occur.
Work Schedules – The Union proposed to strike language stating that the Employer retains the right to adjust work schedules to accommodate time off, temporary personnel shortage, and low census. The Union also proposed that individual scheduled hours of work set forth on the posted work schedules could only be changed with mutual consent, striking the exception stating that the Employer may change such schedules in emergency conditions involving patient care and for low census conditions.
Staffing – The Union proposed to strike language stating that determination of staffing (by the Employer) is not subject to grievance and arbitration. The Union also proposed that one CNA each from the Surgical Unit, Medical Unit, ICU/CCU, SCU/TEL, Adult Psych, 2 East/DSU, and MSE would be included in the hospital-wide staffing committee.
Clinic Floating – The Union proposed a tiered hourly premium for all hours worked while floating, in which the amount of the premium would depend on the location to which an employee was floated. An employee floated to a clinic located on the same campus/building would receive a $3.75 premium; an employee floated to a clinic within their region that requires for them to utilize transportation would receive a $6.00 premium, and an employee floated to a clinic outside of their region would receive a an $8.00 premium. Under this proposal, clinics employees would be floated by first seeking volunteers (by seniority), then by reverse seniority. Additionally, the Union proposed that the labor management committee would meet 30 days after the contract ratification to determine the definition of the regions for the different tiers of the premium.
Organizational Equity and Inclusion – The Union proposed a new Joint Labor/Management Committee composed of six high level operational leaders and Human Resources from the Employer and six union members that would work to achieve a workplace that embraces and demonstrates organizational equity, inclusion and racial justice. Union members would have at least one hour of paid caucus time preceding each meeting. The Union also proposed that all members of the OEI JLM Committee would attend 16 hours’ worth of workshops (two all-day eight-hour sessions or four four-hour workshops) on paid time, intended to increase skill and awareness on hidden bias, cultural competency and leadership skills. The parties would jointly select two independent facilitators who would facilitate the workshops and committee meetings. After the initial workshops, the committee would create a work plan that would review policies, identify issues, and develop processes for capturing and analyzing pertinent data.
The next UWMC-NW and SEIU 1199NW bargaining session is scheduled for June 8 and will be held virtually.