UW – SEIU 925 Negotiations Recap for July 9, 2024
This recap details the third virtual session for the renewal of the collective bargaining agreement (CBA) between the UW and SEIU 925.
Union Initial Proposals
Article 11 – Employee Training and Development – The Union proposed adding language to this article that would allow employees who participate in the BIPOC Staff Development Program to do so during regular working hours and requiring that the employee receive paid time to attend the training if the training is offered on a regularly scheduled day off.
The Union also proposed adding language that would require the Employer to reimburse employees for the cost of obtaining and renewing any licenses, credentials, certifications, and/or permits which they are required to hold or maintain their position.
With respect to continuing education, the Union proposed adding language that would require the Employer to avoid limiting when employees can participate in CE during regular work hours. In those cases, the limitations would need to be reasonable and would not result in the prevention of employees from participating in CE.
The Union also proposed the following changes relating to paid release time and/or education support funds for select classifications:
- Increasing the amount of annual paid release time to forty (40) hours for Surgical Technologists (who have completed their probationary period), Physical Therapists/Physical Therapist Assistants, and Occupational Therapists.
- Increasing the funds available for continuing education from $250 to $850 per FTE for Surgical Technologists, Medical Interpreters, Physical Therapists/Physical Therapist Assistants, Occupational Therapists, and Dietitians.
Finally, the Union proposed adding a new section to this article with language that would require the Employer to establish continuing education funds to assist permanent employees with various CE expenses. Under this proposal, the Union proposed that 0.9 FTE would be considered a full-time employee for all bargaining units. This proposal would also require departments to pay for continuing education expenses in lieu of requiring employees to seek reimbursement, and any requests for departments to pay such expenses in lieu of reimbursement would need to be made at least six (6) weeks in advance and would be processed by the next available pay period. Any reimbursements not made within three (3) weeks of submission would need to be reviewed at a JLM semi-annually. The proposal also stated that servicing or processing fees for trainings offered by the Employer would not be counted towards an employee’s total education support funds.
Article 12 – Advances Certification Registration Pay – The Union proposed adding language that would increase the certification premium from one dollar and twenty-five cents ($1.25) to one dollar and fifty cents ($1.50). The Union also proposed removing language that stated that employees would be eligible for only one certification premium regardless of other certifications they may have. Under this proposal, the University would be required to pay 100% of the fees associated with obtaining and maintaining any certification, registration, or license required for employment or specific to a position.
The Union also proposed that the following job series would become eligible for certification pay: Advanced Cardiac Technologist, Anatomic Pathology Technician, Histologic Technician, Medical Laboratory Technician, Medical Laboratory Scientist, Ophthalmic Technician, Phlebotomist, and Radiation Therapy Technician.
Article 17 – Vacation Time Off – The Union proposed increasing the accrual schedule for paid vacation days based on length of service. Under this proposal, employees would receive one additional paid vacation day during their 1st-5th years of service, and two additional paid vacation days during their 6th-20th years or more of service. The Union also proposed adjusting language with respect to the annual vacation schedule for use of vacation time off in each department, stating that the schedule should be established by mutual agreement between management and employees.
Article 26 – Civil/Jury Duty Time Off and Bereavement Time Off – The Union proposed increasing the amount of bereavement leave days granted to employees from three (3) to five (5) continuous or non-continuous days. The Union also proposed adding language that would recognize family as a cultural concept and establish that the definition of “family member” means any person(s) who plays a significant role in an individual’s life and may include person(s) not legally related to an individual.
Article 28 – Inclement Weather and Suspended Operations – The Union proposed creating a new type of paid leave, referred to as “Climate Impact Leave Days,” which would allow employees to take up to three (3) days of leave per year, to include climate change events including but not limited to inclement weather, air quality, wildfires, and other extreme weather events. Under this proposal, employees may be allowed additional climate impact leave days based on individual circumstances and the severity of the climate event.
The Union also proposed adding language that would allow employees to be paid if they miss less than two (2) hours of work due to inclement weather when the employee’s work area remains open, provided that the employee made every reasonable effort to report to work as scheduled. With respect to telework, the Union also proposed adding language that would allow Employees to telework and make adjustments to their job duties and/or deadlines in the case of inclement weather, campus closures, or suspended operations.
Additionally, the Union proposed language that would create an inclement weather premium of one and a half (1 ½) times the base rate of pay, including applicable shift differentials and premiums, in the case of inclement weather, campus closures, or suspended operations for all positions with job duties that cannot be completed by telework. Under this proposal, overtime worked during these cases would be paid at two (2) times the base rate of pay, including shift differentials and premiums.
Article 48 – Staffing Concerns – The Union proposed changing the name of this article from “Staffing Concerns” to “Staffing and Workload Concerns and Assignment of Additional Duties.” They proposed adding language that would encourage employees who believe there are continuous or potential workload or staffing problems to bring concerns to the attention of their supervisor(s), and that the supervisor would document the concerns and provide direction within 14 days. If there is no response from the supervisor within 14 days, the employee(s) would be allowed to petition for a Joint Labor Management meeting. The Union also proposed adding “productivity” as an appropriate subject for Joint Labor Management meetings.
The Union’s proposal also includes new language requiring the Employer to ensure that the employee(s) are provided with direction and/or other actions that will assist the employee(s) in the accomplishment of their work assignments, such as setting priorities or adjusting work. This proposal would require the reporting authority for each employee to be clearly defined and documented.
Finally, the Union proposed new language that outlines specific requirements for the Employer when meeting with employees about assignment of additional or different job duties from their most current job description. The proposed language would require the Employer to, within 30 days, discuss and document the nature and expectations of the work, the duration of the work, and how current work would be adjusted, reassigned, or reprioritized to accommodate the additional activities. Under this proposal, retaliation against employees who raise staffing or workplace concerns would not be tolerated and would be viewed as a separate violation.
Employer Initial Proposals
Article 39 – Resignation and Abandonment – The Employer proposed adjusting language with respect to employee contact information, stating that the Employer would attempt to contact an employee via contact information recorded in Workday (rather than Employee Self Service or departmental records) prior to sending separation notice to an employee who was deemed to be resigned.
Article 42 – Union Activities, Rights, and Stewards – The Employer proposed adding language that would require the Union to communicate with the appropriate Supervisor and Human Resources regarding attendance for a new steward in training in advance of an investigatory meeting or grievance hearing where the Union requests a second steward be present to be trained.
The Employer also proposed language stating that all requests for information be submitted in writing to the Office of Labor Relations and that such requests clearly identify what information is being sought and the reason for the request, and that such requests not extend more than 24 months prior to the date of the request.
Article 56 – Union Membership, Dues Deductions, Status Reports – The Employer proposed updating language around union membership roster reports to better reflect the information that currently exists on said reports. Such language updates include removing items that are not otherwise included on the reports, duplicate references, and updating item names so that they match the language used on the generated reports. Under this proposal, no changes would be made to the union membership roster reports that are sent to the Union.
Article 58 – Duration – The Employer proposed updating the dates for the successor contract, stating that the agreement would become effective July 1, 2025, and remain in force through June 30, 2027. Either party may request negotiation of the successor agreement by notifying the other party in writing between January 1, 2026, and January 31, 2026.
Next Steps
The next UW and SEIU 925 bargaining session is scheduled for Tuesday, July 23, 2024, and will be held virtually.