University of Washington Human Resources

SEIU 1199 – HMC/ALNW/UWMC – NW Negotiations Recap for September 22

Background

This recap details the eighth 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 website.

SEIU 1199 Counter Proposals

Across-the-Board
In response to the Employer’s proposal, the Union struck its proposal that effective August 1, 2022, employees covered by both contracts would receive an across-the-board increase of 5%. In place of this, the Union proposed that effective January 1, 2023, all employees covered by both contracts would receive an across-the-board increase of 8% based on July 1, 2022 wages. Due to the 5% wage and recruitment increase that went into effect August 1, 2022 for targeted classifications, said classifications would effectively receive a 3% increase effective January 1, 2023 under this proposal, while the remaining classifications would receive 8% effective January 1, 2023.

In response to the Employer, the Union also reduced its proposal for the across-the-board increase effective July 1, 2023 from 15% to 11%, with all employees covered by both contracts receiving at least a $4.50 per hour wage increase (rather than the original proposal of at least a $5.75 per hour increase).

Instead of a single wage increase of 7.5% effective July 1, 2024 (with all employees covered by both contracts receiving at least $2.25 per hour), the Union proposed that employees would receive an across-the-board wage increase of 3% effective January 1, 2024, and an additional 3% effective July 1, 2024. The Union proposed that employees would receive an increase of at least $1.25 per hour on each effective date.

UW Counter Proposals

Recruitment and Retention Increases
In response to the Union, the Employer increases its proposal for the recruitment and retention increase effective at the beginning of the pay period 90 days after ratification from 3% to 4%. In response to the Union’s proposals, the Employer also increased its proposal for the recruitment and retention increase effective July 1, 2023, from 3% to 4%.

The below table outlines the increases that have been proposed so far this year.

*This increase has already been implemented.

Additional Targeted Recruitment and Retention Increases
The Employer additionally proposed recruitment and retention increases for the following UWMC-NW classifications, effective November 16. The percent increase represents the range increase from the old top step to the proposed new top step:

• Maintenance Engineer – 6%
• Senior Maintenance Engineer – 6%
• Maintenance Engineer Lead – 6%

Pre-Scheduled Voluntary Double-Time
At HMC/ALNW the Employer proposed that intermittent staff would not be eligible to volunteer for pre-scheduled double-time shifts until they have scheduled up to 36 hours, rather than the 40 hours specified by current contract language. The Employer also proposed to strike language concerning the initial implementation of the MOU within 60 days of the ratification of the current contract, thus the MOU has already been implemented. Lastly, the Employer proposed to add new language stating that within 90 days of ratification, the Employer would provide the Union with a current list of departments that are using pre-scheduled voluntary double-time shifts for critical staffing needs.  Within 60 days of receiving the information, the Union could request a JLM a to discuss the status of pre-scheduled double-time use. The Employer rejected the Union’s proposal to make changes to the Pre-Scheduled Voluntary Double-Time MOU at UWMC-NW.

Next Steps

The next UWMC-NW, HMC/ALNW and SEIU 1199NW bargaining session is scheduled for September 26 and will be held virtually.