Labor Relations

SEIU 1199 – HMC/ALNW/UWMC – NW Tentative Agreement Recap

Background

This recap details the ninth and tenth 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.

In the early hours of September 28, the parties came to tentative agreements for each contract. The contents of each agreement are outlined below.

Both HMC and UWMC-NW Tentative Agreements

Across-the-Boards

  • 4% across-the-board on July 1, 2023, and 3% across-the-board on July 1, 2024, for all SEIU 1199 jobs at HMC/ALNW and UWMC-NW

Bargaining Unit Recruitment and Retention Increases

  • 4% increase 90 days after ratification, and 5% increase on July 1, 2023, for all SEIU 1199 jobs at HMC/ALNW and UWMC-NW

Standby

  • Increased standby from $4 per hour under 30 hours of standby worked and $6 per hour over 30 hours of standby worked to a flat rate of $7 per hour for all hours of standby worked

Seattle Minimum Wage

  • The parties agreed to language stating that when a minimum wage increase results in a pay range with less than three (3) active steps, the parties agree that job profiles assigned to those ranges will be placed on the next available pay range in the same table. Incumbents will be placed on the new range at their current step.

Wage Discussion

  • At least one (1) year prior to contract expiration, the parties agree to discuss the 2025 bargaining process to assist in planning for wage discussions in future negotiations. The parties will schedule at least three meetings with the option to mutually agree to more meetings.
  • Subjects for discussion include equity, options, and approaches to address both parties’ interests regarding wages, systems change to support options for address wage concerns.
  • The discussions may result in mutual potential opportunities for addressing wages in the 2025-2027 bargaining. Participants in these discussions will include relevant stakeholders for each party, including an EDI leader from each party. Each party may bring up to seven participants.
  • Employees will be paid release time for time spent in the meetings.

Parental Leave

  • Increased Parental Leave from 4 to 6 months.
  • Added language clarifying that for birth parents, temporary disability leave for pregnancy is in addition to parental leave.

Healthcare

  • The parties incorporated the agreement reached at the state level healthcare Coalition bargaining. The agreement added language stating that in no instance will the employee contribution be less than 2% of the Employer Medical Contribution per month. It also increased the base salary an employee may make to be eligible for the Employer FSE funds from $54,000 to $60,000.

UPASS

  • Changed language to state all bargaining unit employees are eligible for the fully subsidized UPASS

Tentative Agreements for HMC/ALNW only

Targeted Recruitment and Retention Increases
Effective November 16, 2022:

  • Cardiac Sonographer 1 – approximately 5% increase
  • Cardiac Sonographer 2 – approximately 5% increase
  • Cardiac Sonographer Lead – approximately 5% increase
  • Diagnostic Medical Sonographer – approximately 5% increase
  • Diagnostic Medical Sonographer Lead – approximately 5% increase
  • Diagnostic Medical Sonographer Spec – approximately 5% increase
  • Imaging Tech-Education Quality Assurance – approximately 5% increase
  • Imaging Technologist – approximately 5% increase
  • Imaging Technologist Trainee – approximately 5% increase
  • Imaging Technologist-Angiography – approximately 5% increase
  • Imaging Technologist-Comp Tomo – approximately 5% increase
  • Imaging Technologist-Lead – approximately 5% increase
  • Imaging Technologist-Mag Res Imaging – approximately 5% increase
  • Imaging Technologist-Mammo – approximately 5% increase
  • Imaging Technologist-Supervisor – approximately 5% increase
  • Imaging Technologist-Supervisor – approximately 5% increase
  • Nuclear Medicine P.E.T. Technologist – approximately 5% increase
  • Nuclear Medicine Technologist 1 – approximately 5% increase
  • Nuclear Medicine Technologist 2 – approximately 5% increase
  • Nuclear Medicine Technologist Lead – approximately 5% increase
  • Vascular Sonographer – approximately 5% increase
  • Vascular Sonographer Lead – approximately 5% increase
  • Respiratory Care Lead – approximately 2% increase
  • Respiratory Care Practitioner – approximately 2% increase

Nurse Pay Ranges

  • The parties agreed to increase by 2% the first 5 ranges on the registered nurse pay tables

Airlift Northwest

  • Rather than receive specific numbers of paid hours when employees are stuck out of town, employees on their duty off time past their scheduled shift when stuck out of town will receive pay, at an overtime rate, for all hours (hour for hour) until they return to their home base.
  • Added language stating that those employees for whom part of their FTE is dedicated to committee work, and who serve as a chair on the Clinical Practice and Quality Committee or the Safety Committee, will receive a premium of $2.50 per hour for that portion of their FTE dedicated to committee work.

Pre-scheduled Voluntary Double-time

  • Decreased time intermittent staff (formerly per diems) are required to have scheduled work before they are eligible to volunteer for pre-scheduled double-time shifts from 40 hours per week to 36.
  • Replaced language concerning the initial implementation of the MOU within 60 days of the ratification of the current contract as the MOU has already been implemented. New language states that within 90 days of ratification, the Employer will 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 can request a JLM to discuss the status of pre-scheduled double-time use.

Rest Between Shifts

  • The parties agreed to expand the language around Rest Between Shifts (RBS) that currently only applies to Social Workers, PA-ARNPs, END Techs, and Respiratory Care to include all employees except nurses (who have other RBS language) and Speech Pathologist (who are overtime exempt). This language states that employees regularly scheduled to work 8- or 9-hour shifts who do not receive 12 hours between scheduled shifts would receive time-and-a-half for all hours worked in the 12-hour period. Employees regularly scheduled to work 10- or 12-hour shifts who did not receive 10 ½ hours between scheduled shifts would receive time-and-a-half for all hours worked in the 10 ½-hour period.

Compensatory Time

  • Increase cap on compensatory time from 40 to 240 hours.
  • Added language stating compensatory time must be used or paid for by June 30 of each fiscal year, unless the balance exceeds 240 hours prior to June 30, then that excess amount will be cashed out to bring the balance back to 240 hours. The employee’s compensatory time balance will be cashed out to zero every June 30.
  • The parties agreed that all employees, rather than just nurses, may request to accrue compensatory time on the basis of double time as appropriate.

Tentative Agreements for UWMC-NW only

Targeted Recruitment and Retention Increases
Effective November 16, 2022:

  • Diagnostic Medical Sonographer – approximately 5% increase
  • Diagnostic Medical Sonographer Lead – approximately 5% increase
  • Echo and Vascular Tech Lead – approximately 6% increase
  • Echo and Vascular Tech – approximately 5% increase
  • Echocardiographer – approximately 5% increase
  • Imaging Technologist – approximately 5% increase
  • Imaging Technologist Trainee – approximately 5%
  • Imaging Technologist-Comp Tomo – approximately 5% increase
  • Imaging Technologist-Lead – approximately 5% increase
  • Imaging Technologist-Mag Res Imaging – approximately 5% increase
  • Imaging Technologist-Mammo – approximately 5% increase
  • Interventional Tech – approximately 5% increase
  • Nuclear Med Technologist 1 – approximately 5% increase
  • Spec Mammo & Brst US Tech – 5% increase
  • Spec Mammography Tech – approximately 5% increase
  • Licensed Practical Nurse – approximately 4.7% increase
  • Licensed Practical Nurse Lead – approximately 4.6% increase
  • Therapist Recreation Specialist Certified – approximately 6% increase
  • Speech Pathologist – approximately 3% increase
  • Maintenance Engineer – approximately 5% increase
  • Senior Maintenance Engineer – approximately 5% increase
  • Maintenance Engineer Lead – approximately 5% increase
  • Medical Technologist – approximately 6% increase
  • Medical Technologist Lead – approximately 6% increase

Market Based Increases

  • Lab Assistant – approximately 5% increase
  • Lab Assistant Lead – approximately 7% increase
  • Lab Assistant Technical – approximately 7% increase
  • Medical Lab Technician – approximately 7% increase

Shift Differential for Certified Nursing Assistants (CNAs)

  • Second (evening) shift differential for CNAs increased from $1.35 to $1.50 per hour
  • Third (night) shift differential for CNAs increased from $2 to $2.25 per hour

Social Workers License Pay

  • Added new premium of $1.50 per hour for all Social Workers who are licensed by the State of Washington as an Advanced Social Worker or Independent Clinical Social Worker.
  • Changed language to state that Social Workers are ineligible for Certification Pay

Rest Between Shifts

  • Language changed so Rest Between Shifts premium can apply to standby and callback assignments.

BU Table Restructure

  • Parties agreed to restructure the BU Pay Table to create 1% increments between ranges. All other existing job profiles will be assigned to a new range with step values that are equal to or greater than their current step values, resulting in minor increases
  • Employees allocated to the classification Float Cert Nursing Asst (21332) will be re-allocated to the classification Cert Nursing Asst (21299) and will receive $2.25/hour float pay for all hours paid
  • Employees allocated to the classification Float Unit Secretary (21333) will be re-allocated to the classification Unit secretary (21404) and will receive $2.25/hour for all hours paid

Updated Employee Parking Rates at the Northwest Campus

  • $78 – 1st Shift .5 FTE or higher
  • $57.20 – 1st Shift less than .5 FTE/intermittent and nonpermanent
  • $57.20 – 2nd Shift .5 FTE or higher
  • $36.40 – 2nd Shift less than .5 FTE/intermittent and nonpermanent
  • $36.40 – 3rd Shift .5 FTE or higher
  • $26 – 3rd Shift less than .5 FTE/intermittent and nonpermanent

Compensatory Time

  • Added definition of “compensatory time” as it was previously not defined in the contract
  • Added language explaining current practice: compensatory time must be used or paid for by June 30th of each fiscal year, unless the balance exceeds 240 hours prior to June 30th, then that excess amount will be cashed out to bring the balance back to 240 hours.

Overtime Placement

  • Added language stating employees will automatically be placed into a weekly overtime work rule upon hire. Those wishing to opt into a daily overtime work rule must submit a request to their manager and the change will be effective the beginning of the next workweek and will not be retroactive.