UW & SEIU 925 Negotiations Recap for September 19, 2022
Background
This recap details the tenth virtual session for the 2023-2025 collective bargaining agreement between the UW and SEIU 925. Recaps are published online on the UW Labor Relations website.
Tentative Agreements
The parties tentatively agreed to the following:
Article 28 – Inclement Weather and Suspended Operations
-
- The parties agreed to add language stating that telework arrangements would be encouraged for positions which are conducive to telework in the case of inclement weather, campus closure, or suspended operations.
Article 32 – Uniforms Requirement
-
- The parties agreed to add language stating that uniforms are considered property of the employer and that employees may be required to return serviceable uniform items upon separation.
MOU – Scholarship Fund for Medical Center Employees
-
- This article details the joint scholarship fund between SEIU 925 and WFSE at Harborview Medical Center and UW Medical Center. The parties agreed to increase the annual pool of funds from $100,000 to $150,000, increasing the maximum for each employee from $4,000 to $5,000.
UW Counter Proposals
Nondiscrimination – The Employer reasserted language stating that an employee may choose to report incidents utilizing the bias reporting tool. The Employer also reasserted language that the Employer would provide training for faculty and staff with the purpose of eliminating structural racism against all races and promoting DEI as required by law, and adding a statement that completed reports containing a summary of the training results would be provided to the Union upon request.
Workplace Behavior – The Employer agreed to strike repetitive language as proposed by the Union, and proposed adding language stating that training for the appropriate individual or departments may be provided as a result of an investigation into reported behavior.
Affirmative Action – The Employer agreed to maintain current contract language proposed by the Union relating to affirmative action policies. The Employer reasserted its previous proposal regarding the groups included in the affirmative action program and providing the affirmative action reports to the Union.
New MOU Notification of Changes to COVID-19 Policies – The Employer proposed to strike some of their earlier proposal to lessen what is required of the Union.
UW “What If” Package Proposal
Hours of Work – The Employer rejected the Union’s proposal to include a reference to shift differentials and holiday pay in relation to temporary shift changes, and reduced its proposal to change the definition of a temporary schedule change from 90 days to 21 days.
Performance Evaluations – The Employer proposed that upon appointment to a position the employee’s supervisor would provide the employee with a copy of the position’s job duties and, upon request, a link to electronically access to a copy of the class specifications for the position.
Corrective Action/Dismissal – The Employer proposed that upon issuing a final counseling, the Employer may elect to provide the employee with paid time off for the remainder of the workday.
Seniority, Layoff, Rehire – The Employer proposed to maintain current contract language relating to the employment options offered in the event of a layoff.
Joint Union-Management Committees – The Employer accepted the Union’s proposal stating that a representative from HR Compensation will attend combined Joint Union Management Committees where appropriate as determined by the Employer.
New MOU Enterprise Revenue and Health Information (ERHI) – Flexible Starting Time – The Employer accepted the Union’s counter proposal striking the additional phrase relating to performance issues in relation to a flexible start time for ERHI coding staff.
New Article XX Disparate Treatment – The Employer rejected the Union’s proposal to create a new article governing disparate treatment of represented staff, stating that the purpose of the contract is to cover staff represented by SEIU 925 rather than distinguishing between classified and professional staff positions.
SEIU 925 Counter Proposals
Overtime – The Union proposed adding new contract language allowing for double time after twelve hours, and rejected the Employer’s proposal modifying the calculation of overtime. The Union also rejected the Employer’s proposal to add language relating to mandatory overtime for public safety officers, and to correct language relating to FLSA exempt classifications.
Advance Certification/Registration Pay – The Union accepted the Employer’s proposed formatting for this article, and proposed to add the Advanced Cardiac Technologist series to the affected titles eligible for Certification pay.
Health and Safety – The Union proposed to move the reference to responsibility for tools and PPE from Article 32 into this article, and proposed new language relating to specific requirements surrounding first aid kits and evacuation plans pursuant to University policy and state law.
Transportation and Commute Reduction – The Union accepted the Employer’s proposed language relating to general telework arrangements and agreed to strike their proposal that denials would be subject to the grievance procedure. The Union proposed striking the timeline surrounding the proposal of new agreements and added language stating that any time spent picking up or dropping off University equipment would be on paid time. The Union also proposed to retain current contract language relating to termination of teleworking arrangements.
New Employees – The Union reemphasized that they believe all orientations should be held in person, and proposed language stating that hybrid or synchronous virtual orientations may be offered in certain situations.
Compensation, Wages and Other Pay Provisions – In addition to the items proposed on September 7, the Union reduced their proposal for across-the-board increases to 13% in year one and 12% in year 2. The Union rejected the Employer’s proposal to eliminate the two step increase for employees hired on minimum step, and rejected the proposed language relating to shift differentials when an employee works an equal number of shifts during the evening and night shifts.
New MOU Notification of Changes to COVID-19 Policies – The Union accepted the Employer’s proposed changes relating to communication of COVID-19 policies, and added language stating that the Employer would provide SEIU 925 with a mailing list for union member/liaisons and chapter officers to share COVID-19 updates from the University-wide safety committee meetings.
SEIU 925 “What If” Package Proposal
Employee Training and Development – The Union reasserted language from their previous proposal relating to release time and CEGP approval, and accepted the Employer’s proposal regarding the BIPOC staff development program completion of training programs.
New MOU Training and Development Plan – In conjunction with their proposal around training, the Union proposed to create a training and development pilot program involving the creation of a committee comprised of SEIU 925 members and members of the University to identify departments interested in analyzing and creating internal training programs for staff members.
Next Steps
The next UW and SEIU 925 bargaining session is scheduled for September 21, 2022 and will be held virtually.