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.