Labor Relations

SEIU 1199 – HMC/ALNW/UWMC – NW Negotiations Recap for August 24 and 25

Background

This recap details the second and third virtual session between the University of Washington (UW) and Service Employees International (SEIU) 1199NW to jointly bargain two collective bargaining agreements (CBA), one for the UW Medical Center – Northwest (UWMC-NW) and one for Harborview Medical Center and Airlift Northwest (HMC/ALNW). Recaps are published online on the Labor Relations websites for SEIU 1199 UWMC-NW Negotiation Updates and SEIU 1199 HMC/ALNW Negotiation Updates.

SEIU 1199 Initial Proposals

MOU – Wage Adjustments – The Union proposed that effective August 1, 2022, wage scales for specified job classifications for HMC employees would be adjusted to reflect the wage scales of the corresponding job classification at UWMC- NW, and likewise wage scales for job classifications for specified UWMC-NW employees would be adjusted to reflect the wage scales of the corresponding job classification at HMC, such that on each step of the wage scale the higher wage is met. The Union proposed that after these adjustments are made the following increases would be effective August 1, 2022:

Job Classification Facility Increase
Administrative Assistant UWMC-NW 5%
Admitting Rep UWMC-NW 5%
Allergy Tech UWMC-NW 5%
Anesthesia Tech Lead UWMC-NW 5%
Anesthesiology Technician 2 HMC 7%
Anesthesiology Technician Lead HMC 7%
Bereavement / Spiritual Services Certified UWMC-NW 7%
Cardiac EP Tech UWMC-NW 5%
Cardiac Monitor Technician UWMC-NW 5%
CArdiac Peripheral Tech UWMC-NW 5%
Cardiac Sonographer 1 HMC 5%
Cardiac Sonographer 2 HMC 5%
Cardiac Sonographer Lead HMC 5%
Case Mgmt Asst UWMC-NW 5%
Certified Hand Therapist UWMC-NW 5%
Child Care Teacher UWMC-NW 5%
Child Care Teachers Aide UWMC-NW 5%
Culinary Associate UWMC-NW 5%
Custodian UWMC-NW 5%
Custodian Lead UWMC-NW 5%
Department Asst I UWMC-NW 5%
Department Asst II UWMC-NW 5%
Diagnostic Medical Sonographer HMC and UWMC-NW 6%
Diagnostic Medical Sonographer Lead HMC 6%
Diagnostic Medical Sonographer Lead UWMC-NW 5%
Diagnostic Medical Sonographer Spec HMC 5%
Dietary Unit Clerk UWMC-NW 5%
Dietetic Technician UWMC-NW 6%
Dietitian 1 HMC 5%
Dietitian 2 HMC 5%
Dietitian Reg UWMC-NW 5%
Echo and Vascular Tech UWMC-NW 5%
Echocardiographer UWMC-NW 7%
Echocardiographer Lead UWMC-NW 5%
EEG END Technician UWMC-NW 6%
EKG Tech In House Cert UWMC-NW 8%
Electrician Lead UWMC-NW 5%
Echocardiograph Technician 2 UWMC-NW 5%
Facility & Property Coord UWMC-NW 5%
Float Unit Secretary UWMC-NW 5%
Food Service Lead UWMC-NW 5%
Food Service Worker UWMC-NW 5%
Gardener 1 UWMC-NW 5%
Gardener II UWMC-NW 5%
Gardener Lead UWMC-NW 5%
HVAC Mechanic UWMC-NW 5%
Imaging Tech-Education Quality Assurance HMC 5%
Imaging Technologist HMC and UWMC-NW 5%
Imaging Technologist-Angiography HMC 9%
Imaging Technologist Comp Tomo UWMC-NW 5%
Imaging Technologist Comp Tomo HMC 6%
Imaging Technologist-Lead HMC and UWMC-NW 5%
Imaging Technologist-Mag Res Imaging HMC and UWMC-NW 5%
Imaging Technologist-Mammo HMC and UWMC-NW 5%
Imaging Technologist-Supervisor HMC 5%
Imaging Technologist Trainee HMC and UWMC-NW 5%
Implant Materials Speclst UWMC-NW 5%
Instrument Tech UWMC-NW 12%
Interventional Tech UWMC-NW 5%
Inventory Coord UWMC-NW 5%
Lab Assistant UWMC-NW 7%
Lab Assistant Lead UWMC-NW 7%
Lab Assistant Technical UWMC-NW 7%
Lab Assistant Technical Lead UWMC-NW 5%
LPN UWMC-NW 5%
LPN LD UWMC-NW 5%
Maintenance Engineer Lead UWMC-NW 5%
Maintenance Worker UWMC-NW 5%
Materials Handling Aide I UWMC-NW 8%
Materials Handling Aide II UWMC-NW 8%
Materials Handling Aide III UWMC-NW 8%
Medical Lab Technician UWMC-NW 7%
Medical Tech Lead UWMC-NW 5%
Medical Technologist UWMC-NW 7%
Medical Technologist UWMC-NW 6%
Medical Technologist Lead UWMC-NW 7%
Mobility Aide UWMC-NW 5%
Neurophysiology Technlgst UWMC-NW 5%
Nuclear Medicine P.E.T. Technologist HMC 5%
Nuclear Medicine Technologist 1 HMC and UWMC-NW 5%
Nuclear Medicine Technologist 2 HMC 5%
Nuclear Medicine Technologist Lead HMC 5%
Nursing Assistant Reg UWMC-NW 5%
Occupational Therapist UWMC-NW 5%
OR Secretary UWMC-NW 5%
OR/ED Assistant UWMC-NW 5%
Parking Control Attendant UWMC-NW 5%
Patient Care Coordinator UWMC-NW 5%
Patient Services Specialist I UWMC-NW 5%
Patient Services Specialist II UWMC-NW 5%
Patient Services Specialist III UWMC-NW 5%
Patient Services Specialist LD UWMC-NW 5%
Patient Support Services UWMC-NW 9%
Pedorthist UWMC-NW 5%
Pharmacist UWMC-NW 5%
Phys Therapy Asst UWMC-NW 5%
Physical Therapist UWMC-NW 5%
Physical Therapy Tech UWMC-NW 5%
Physician Asst-Adv Rn Pract HMC 5%
Physician Asst-Adv Rn Pract Lead HMC 5%
Radiology Tech Asst UWMC-NW 5%
Radiology Tech Lead UWMC-NW 5%
Respiratory Care Associate HMC 5%
Respiratory Care Lead HMC 5%
Respiratory Care Practitioner HMC 5%
Respiratory Care Specialist HMC 5%
Respiratory Terpst Reg UWMC-NW 5%
Retail Assoc UWMC-NW 5%
Scheduler DI / OR UWMC-NW 10%
Scheduler Lead UWMC-NW 5%
Social Work Assistant 2 HMC 5%
Social Worker HMC 5%
Spec Mammor & Brst US Tech UWMC-NW 5%
Spec Mammography Tech UWMC-NW 5%
Speech Language Pathologist 1 HMC 7%
Speech Language Pathologist 2 HMC 7%
Speech Language Pathologist 3 HMC 7%
Speech Pathologist UWMC-NW 5%
Sr Anesthesia Tech UWMC-NW 5%
Sr Carpenter UWMC-NW 5%
Sr Maintenance Engineer UWMC-NW 5%
Sr Painter UWMC-NW 5%
Telemetry/Unit Sec UWMC-NW 5%
Ther Recr Splst Cer UWMC-NW 5%
Transporter LEAD UWMC-NW 5%
Unit Secretary UWMC-NW 5%
Vascular Sonographer HMC 6%
Vascular Sonographer Lead HMC 5%
Vascular Tech UWMC-NW 5%

MOU – Prescheduled and Emergent Double-Time Incentive Shift – The union proposed that the Employer would pay double time for all bargaining unit employees in both HMC and UWMC-NW, including intermittent employees, who voluntarily sign up to cover any shift that was vacant at the time the schedule is posted. The double-time incentive would apply for any vacancy existing at the time the schedule is posted and any shift that becomes available after the schedule is posted. Staff would be notified of double-time incentive shifts by text or email, which members could opt out of. Under this proposal, double time would be granted and pre-scheduled on a rotational basis, and intermittent employees would be eligible for double-time upon meeting minimum scheduling requirements. Additionally, the union proposed that double-time would be coded in the payroll system (Kronos) to avoid errors.

UW Initial Proposals

MOU – Market-Based Increases – The Employer proposed market-based increases for the following job classifications at UWMC-NW, effective July 1, 2023:

Job Code Job Profile Table Range New Table New Range
21354 Lab Assistant BU 170 BU 040
21355 Lab Assistant Lead BU 190 BU 054
21356 Lab Asst Technical BU 180 BU 047
21364 Medical Lab Technician BU 207 BU 069

The new wages in the table above would be dependent on the outcome of the BU Table proposal, passed to the union on August 16. Nonpermament and temporary hourly versions of the job profiles listed above would receive the same range increase.

Employees who are on a step as of the effective date would remain on their same step when placed on the new range. Employees who are not on a step as of the effective date would receive an increase if their rate of pay falls below the new range minimum. Progression Start Dates (PSDs) would not be impacted.

Compensatory Time – The Employer proposed to add language regarding compensatory time into the UMWC-NW SEIU 1199NW CBA, as the contract does not currently address compensatory time. The language explains that compensatory time is an alternative to wage payment of overtime or double-time, and that the employing official may approve both the option of compensatory time and the use of it. The language states that compensatory time must be used or paid for by June 30 of the fiscal year, unless the balance exceeds 240 hours prior to June 30, then the excess amount will be cashed out to bring the balance to 240. The employee’s unused compensatory time balance is cashed out to zero every June 30.
The Employer also proposed to change the cap of compensatory time in the HMC/ALNW SEIU 1199NW CBA. Current contract language caps accrual of compensatory time at 40 hours calculated on a rolling basis. Similar to the proposal for UWMC-NW above, the Employer proposed that if the balance exceeds 240 hours prior to June 30, then the excess amount would be cashed out to bring the balance to 240, and on June 30 the balance would be cashed out to zero.

Parental Leave – For both the HMC/ALNW and UWMC-NW SEIU 1199NW CBAs, the Employer proposed that parental leave would be defined as 6 months, rather than 4, and that for birth parents, temporary disability leave for pregnancy would be in addition to parental leave.

Security Officers and Sergeants

Union Economic Proposal – The Union proposed that UWMC-NW Campus Security Officers and Sergeants would be placed on a wage scale that matches the current Hospital Security Officer and Hospital Security Sergeant wage scale at HMC, and that all incumbent Officers and Sergeants would be placed on a step on the wage scale according to Article 8.3 of the CBA but not less than the current rate. The Union additionally proposed that when no sergeant is present, a Security Officer could be assigned to a lead role and receive the lead premium. They also proposed that Officers or Sergeants who are responsible for providing training to colleagues would be paid preceptor pay during all hours the officer provides training in accordance with Article 9.8.

Employer Economic Proposal – The Employer proposed that current UWMC-NW Campus Security Officers would map into Hospital Security Officer – UWMC-NW assigned to Pay Table BU, Range 43, and current UWMC-NW Campus Security Sergeants would map into Hospital Security Sergeant – UWMC-NW assigned to Pay Table BU, Range 67. Employees would be placed on the corresponding SEIU 1199NW pay range at the step closest to, but not less than, their current rate of pay, not to exceed top auto step. PSDs would not change.

Uniforms – The Union proposed that the Employer would provide and clean, at no cost to the employees, any designated uniforms or special clothing that is required by the Employer to be worn on the job. Such clothing would be mended or replaced by the Employer as necessary due to normal wear and tear. The Union additionally proposed that the Employer would purchase and issue boots or shoes to employees on a yearly basis. Employees would choose appropriate boots/shoes and notify the department which shoes to purchase. Employees hired during the year would be issued boots or shoes upon hire.

Next Steps

The next UWMC-NW and HMC/ALNW bargaining session between the UW and SEIU 1199NW is scheduled for September 1 and will be held virtually.