University of Washington Human Resources

UW IHME & SEIU 925 Negotiations Recap for September 28 and October 3, 2023

This recap details the first and second virtual sessions for the renewal of the collective bargaining agreement (CBA) between the UW IHME and SEIU 925

During the first bargaining session, both parties gave introductions and then the Union presented their priorities for this contract, which include the following:

• Wages
• Equitable Workload
• Professional Development and Path for Career Growth
• Respect in the Workplace

Union Initial Proposals

Article 3 – Workplace Behavior – The proposal included new language stating that perceptions of “appropriate” behavior could be racialized and gendered or characterized by other prescriptive stereotype-based biases, and that the values of equity and diversity should inform all conversations, decisions and outcomes related to this article. The Union proposed expanding upon existing language defining inappropriate behavior and bullying in the workplace and clarifying its disruptive impact as well as process updates for addressing workplace behavior complaints. Under this proposal, actions taken in response to inappropriate behavior reports and complaints would be made in consultation with the impacted employee(s) and identifying information related to such complaints will be kept confidential unless otherwise agreed to by the complainant. The Union also proposed adding language that defines other resources and processes available for resolving workplace behavior complaints.

Article 27 – Leave Related to Domestic Violence, Sexual Assault, or Stalking – The Union proposed adding language in this article to clarify the different types of leave available in situations of domestic violence, sexual assault, or stalking. Types of leave available in these situations include sick time, other paid time off, compensatory time or holiday credit, as well as a combination of paid and unpaid time. The proposal also clearly defines family members for cases in which an employee needs to assist a family member who is a victim of domestic violence, sexual assault, or stalking. The definition includes spouse, domestic partner, child, parent, grandparent, grandchild, sibling, the child, parent, or grandparent of one’s spouse or domestic partner, or a person with whom one has a dating relationship. The Union proposal would require the Employer to inform employees of these rights on an annual basis. The proposal also includes examples of reasonable safety accommodations that may be available for employees who are victims of domestic violence; such accommodations would be determined by the Employer and informed by the needs of the affected employee.

Employer Initial Proposals

The Employer proposed minor housekeeping & language edits only on the following provisions:

• Article 1 – Preamble and Purpose
• Article 9 – Probation
• Article 10 – Hours of Work
• Article 11 – Overtime
• Article 18 – Holidays
• Article 19 – Vacation Leave
• Article 21 – Washington Family Medical Leave Program
• Article 29 – Work Related Injury Leave
• Article 31 – Miscellaneous Leave
• Article 43 – Exit Interviews
• Article 45 – Union Activities, Rights, and Stewards

The Employer proposed additional edits on the following provisions:

• Article 2 – Non-Discrimination
  • The Employer proposed adding “citizenship” to the list of protected classes.
  • The Employer updated the reference to UCIRO, which has moved under the Civil Rights Investigation Office.
• Article 8 – New Employees
  • The Employer proposed adding language referring to current practice that online orientations will be offered to employees in locations or positions that cannot attend in-person.
• Article 12 – Professional Development
  • The Employer proposed changing the solicitation timing of mentor and mentee applications to be once annually, instead of twice annually.
• Article 13 – Hiring, Promotions, and Transfers
  • The Employer proposed updating the language detailing project appointments, including removing the 6-month floor for project appointments.
  • The Employer proposed decreasing the minimum time period that notices of vacancies will be posted from 14 days to 7 days.
  • The Employer proposed removing general language stating that affirmative action goals will be considered when filling vacancies.
• Article 15 – Classification and Reclassification
  • The Employer proposed adding language referring to current practice that position reviews require a current performance evaluation, completed within the last 12 months.
• Article 20 – Sick Leave
  • The Employer proposed adding language clarifying additional reasons for sick time use.
  • The Employer also proposed adding language clarifying current practice for sick leave cash out and credit for unused sick leave upon re-employment, which aligns with state law.
• Article 22 – Federal Family Medical Leave Act and Parental Leave
  • The Employer proposed an addition to the family member definition to include a person who stood in loco parentis when the employee was a minor child, to align with the FMLA.
• Article 23 – Parental Leave
  • The Employer proposed adjusting language detailing the length of parental leave from up to four (4) months to up to six (6) months to align UW policy. The Employer also proposed adding language that would require the Employer to provide an employee the reasons for denying leave beyond the FMLA period in writing,
  • The Employer proposal includes language to clarify that employees must use all applicable accrued time off prior to using unpaid time off, unless electing not to under concurrent coverage of approved leave in accordance with the Washington State Paid Family and Medical Leave Program.
• Article 25 – Unpaid Holidays for a Reason of Faith or Conscience
  • The Employer proposed adding holiday credit as acceptable to use in lieu of unpaid time off, in accordance with current practice. With respect to the request for time off, the Employer also proposed removing the reference to organized activities conducted under the auspices of religious denomination churches or organizations as Workday only requires that the employee identify that the request is for a reason of faith or conscience.
• Article 26 – Civil/Jury Duty and Bereavement Leave
  • The Employer also proposed expanding language detailing reasons for bereavement time off to include the stillbirth or miscarriage of a child.
• Article 28 – Military Leave
  • In line with current practice, the Employer proposed adding personal holiday as an available type of leave that can be utilized during military duty leave.
• Article 30 – Reasonable Accommodations of Employees with Disabilities
  • The Employer proposed adding language regarding the process for disability-related accommodations.
  • The proposal also includes holiday credit as acceptable to use for disability leave.
  • The Employer also proposed adding language for accommodations provided for known limitations due to pregnancy, childbirth, and related medical conditions. In accordance with applicable law, the final piece of the Employer proposal included adding several pregnancy-related accommodations to the list of accommodations that shall not require health care provider certification and are not subject to an Employer’s claim of undue hardship, including providing reasonable break time for an employee to express breast milk or breastfeed and providing lactation spaces to be used by an employee to express milk.
• Article 34 – Health and Safety
  • The Employer proposed to remove references to medical center safety officers being involved in decision-making for unsafe working conditions reports as this does not apply to IHME employees.
  • The Employer proposed replacing language referencing UW Care Link Services with information for the Washington State Employee Assistance Program (WA EAP) to align with the university’s program vendor change.
• Article 35 – Health Care Benefits Amounts
  • The Employer proposed updating language in this article to align with the coalition health care benefits agreement reached for the 2023-2025 biennium.
• Article 36 – Transportation, Travel, and Commute Reduction
  • The Employer proposed moving the contents of the U-PASS Side Letter into this article. The Employer also proposed removing the telework section as a subsequent Employer proposal included establishing a new article dedicated to telework.
• Article 41 – Layoff, Seniority, Layoff, Rehire
  • The Employer proposed adding a new article section establishing an Employment Option Trial Period. This section details that employees placed into vacant positions as an employment option would serve a 3-month employment option trial period, during which either party may initiate placement on the rehire list. The new section would also establish that time spent in an employment option trial period would not count toward the 24-month rehire list period and that the 3-month trial period would be adjusted to reflect any paid or unpaid leave taken during that period.
  • The Employer proposed removing language stating that the Employer may consider affirmative action goals during layoff or rehire processes.
• Article 56 – Duration
  • The Employer proposed a 3-year contract in length.
• New Article XX -Mandatory Subjects
  • The Employer proposed adding a new Mandatory Subjects article which outlines our legal obligations regarding mandatory subjects of bargaining.
• New Article XX – Telework
  • The Employer proposed moving Telework into its own standalone article.

The Employer proposed to strike the following out-of-date MOUs and Side Letters:

• MOU – Implementation of Appendix I Job Classifications
• MOU – Juneteenth
• Side Letter A – COVID Prevention
• Side Letter B – Drew Fullmer Position Review
• Side Letter C – IHME Working Titles

Union Counter Proposals

Article 8 – New Employees – The Union counter-proposed that employees working within a 50-mile radius of the UW Seattle campus would be encouraged to attend new employee orientation in-person. The counterproposal would require that the employer include an appropriate Union representative in the notification sent to employees within the first week of employment regarding the one-hour Union orientation.

Article 10 – Hours of Work – The Union counter-proposed that the Employer would provide a reason in writing for denying an employee’s alternative work schedule. The Union proposed that employees could utilize flexible work arrangements so long as all job duties are fulfilled, subject to operational needs. The Union proposed new language related to changes to duties, priorities, and deadlines, including a requirement to document conversations between employees and their supervisors related to assignment of additional job duties. In addition, the Union proposed that the Employer would notify employees in writing once they are aware of a need to adjust existing priorities and deadlines, and supervisors will work with employees to adjust existing priorities. The final part of the Union counterproposal is to include language stating that workload concerns are appropriate topics for Joint Labor Management meetings. The Union’s counterproposal incorporates all proposed changes in the Employer’s initial proposal for this article.

Article 11 – Overtime – The Union counter-proposed establishing a new article section that defines processes for employees to discuss concerns about workload. The Union proposed that employees should initiate conversations with their supervisors as soon as they anticipate workload-related issues. This proposal would require supervisors to provide support to employees by setting priorities and adjusting workload, when possible, and to confirm any decisions made on such matters in writing to the employee. The Union proposed that workload concerns could be escalated through Joint Labor Management meetings. The Union’s counterproposal incorporates all proposed changes in the Employer’s initial proposal for this article.

Next Steps

The next SEIU 925-IHME and UW bargaining session is scheduled for October 19, 2023, and will be held virtually.