SEIU 1199 – HMC/ALNW/UWMC – NW Negotiations Recap for September 20
This recap details the seventh 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 and HMC/ALNW Negotiation Updates.
UW Economic Proposals
The Employer proposed that effective July 1, 2023, all salary ranges covered by both the HMC/ALNW and the UWMC-NW CBAs would be increased by 4%, and that effective July 1, 2024, those same salary ranges would be increased another 3%.
Early Recruitment and Retention Increases
In addition to the 5% recruitment and retention increases for targeted critical classifications implemented August 1, 2022, the Employer additionally proposed that effective at the beginning of the pay period 90 days after ratification, all job profiles assigned to pay tables covered by the HMC/ALNW and UWMC-NW CBA would receive an additional 3% increase. This increase would be based on wages as of October 1, 2022. In response to the Union’s proposals, the Employer also proposed that effective July 1, 2023, all job profiles assigned to those pay tables would receive a 3% recruitment and retention increase (in addition to the above proposed across-the-board increase of 4%).
|August 1, 2022*||5% for targeted classifications|
|90 days post ratification||3% recruitment and retention for all job profiles|
|July 1, 2023||4% across-the-board for all job profiles|
|July 1, 2023||3% recruitment and retention for all job profiles|
|July 1, 2024||3% across-the-board for all job profiles|
*This increase has already been implemented.
Additional Targeted Recruitment and Retention Increases
The Employer additionally proposed recruitment and retention increases for the following classifications at UWMC-NW. The percent increase represents the range increase from the old top step to the proposed new top step:
Effective November 16, 2022:
- Licensed Practical Nurse – 4.7%
- Licensed Practical Nurse Lead – 4.6%
- Therapist Recreation Specialist Certified – 6%
- Echo and Vascular Tech Lead – 6%
- Echocardiographer – 1%
Effective July 1, 2023:
- Medical Technologist – 6%
- Medical Technologist Lead – 6%
SEIU 1199 Counter Proposals
In response to the Employer’s proposal, the Union reduced its proposal for the across-the-board increase effective July 1, 2024 from 8% to 7.5%, with all employees covered by both contracts receiving at least a $2 per hour wage increase (rather than the original proposal of at least a $2.25 per hour increase).
Evening Shift Differential
In response to the Employer’s proposal, the Union reduced its proposal for the evening shift differential from $3.50 per hour to $3.25 per hour for all employees covered by both contracts. Under the current contracts, the evening shift differential is as follows per hour: HMC/ALNW nurses $2.50; other HMC employees $2; Service and Maintenance employees at UWMC-NW $1.35, and Professional/Technical at UWMC-NW $1.75.
The Union accepted the Employer’s proposal that all hours worked on standby would be paid at $7 per hour. This will replace current contract language, which—for most bargaining units—includes tiers between a certain amount ($4 or $5 for most classifications) for standby hours under 30 hours and a higher amount ($6 or $7 for most classifications) for standby hours over 30.
SEIU 1199 Initial Proposals
Social Worker License Pay
The Union proposed that Social Workers at UWMC-NW would receive License Pay in the amount of $1.50 per hour provided to all Social Workers who are licensed by the State of Washington as an Advanced Social Worker or Independent Clinical Social Worker.
Rest Between Shifts
The Union proposed for UWMC-NW that the pay for Rest Between Shifts (which is paid in the event an employee is required to work with less than 12 hours off duty between shift and is paid at time-and-a-half for all hours worked in the 12-hour period) would apply to standby and callback assignments. Language in the current contract for UWMC-NW excludes standby and callback assignments from receiving Rest Between Shifts.
The Union also propose that the language for Rest Between Shifts that currently applies to Social Workers/ PA-ARNPs/ Electroneurodiagnostic Technologists/ Respiratory Care in the HMC/ALNW CBA would apply to all job classifications (other than nurses, which have separate Rest Between Shift language). This language states that employees regularly scheduled to work 8 or 9 hour shifts will qualify for Rest Period Premium Pay if they do not receive an unbroken rest period of 12 hours between scheduled shifts, whereas employees regularly scheduled to work 10 or 12 hour shifts qualify if they do not receive an unbroken rest period of 10-1/2 hours between scheduled shifts. If the employee does not receive the rest specified, all time worked within the specified rest period is paid at time and one-half.
Work Experience Review
The Union proposed that between July 1 and September 30, 2023, employees at HMC who believe they have been placed on the incorrect step based on their past work experience could have a one-time opportunity to provide their information to leadership for review. Leadership would review their experience based on the criteria for credit for past experience and would place them at the correct step, as determined by the Employer, according to their past experience. Any increase would be effective back to the date the review request was submitted.
The next UWMC-NW and SEIU 1199NW bargaining session is scheduled for September 22 and will be held virtually.