Labor Relations

UW – SEIU 925 Negotiations Recap for August 9 and August 13, 2024

This recap details the sixth and seventh virtual sessions for the renewal of the collective bargaining agreement (CBA) between the UW and SEIU 925.

Tentative Agreements

The parties tentatively agreed to the following:

Article 3 – Reasonable Accommodation of Employees with Disabilities

  • The parties agreed to replace language regarding how employees get more information about disability accommodations, now referring employees to the UWHR Disability accommodations webpages for information about requesting accommodations and the interactive process.
  • The parties agreed to add holiday credit to the list of types of leave that can be used in combination with other leave types for disability leave.

Article 19 – Washington Family Medical Leave Program

  • The parties agreed to minor housekeeping and language edits in this article.

Article 20 – Miscellaneous Leave

  • The parties agreed to move the list of reasons for which unpaid time off may be approved to the top section of this article.
  • The parties agreed to move accommodation of annual work schedules of employees occupying cyclic year positions from the unpaid time off section to the leave of absence without pay section.
  • The parties agreed to update the contact information of the UW Benefits Office to align with its current contact information.

Article 21 – Federal Family Medical Leave Act and Parental Leave

  • The parties agreed to minor housekeeping and language edits in this article.

Article 22 – Childcare/Dependent Care

  • The parties agreed to minor housekeeping and language edits in this article.

Article 24 – Unpaid Holidays for a Reason of Faith or Conscience

  • The parties agreed to add holiday pay eligibility to the list of factors that will not be affected by unpaid time off taken for a reason of faith or conscience to reflect current practice.

Article 25 – Absence Due to Child Care Emergencies

  • The parties agreed to revise the article title from “Child Care Emergencies” to “Family Emergencies”.
  • The parties agreed to include emergency declarations from local, state, or federal governments or agencies that result in closure of an employee’s child’s school or place of care as an eligible use of sick time off.

Article 29 – Military Duty Time Off & Leave

  • The parties agreed to minor housekeeping and language edits in this article.

Article 37 – Employee Assistance Program

  • The parties agreed to transfer the Wellness section from Article 31 – Health and Safety into this article.

Article 49 – Privacy

  • The parties agreed to move the provisions of MOU – Public Records Requests and Privacy into this article.

MOU – Public Records Requests and Privacy

  • The parties agreed to strike this MOU.

Union Initial Proposals

Article 34 – Performance Evaluation – The Union proposed adding language that would preclude AI from being used in performance evaluations, and proposed language that would require each department to create a document that outlines standards for “quality” and “quantity” of work, which would need to be published in locations available to bargaining unit employees. The Union also proposed adding a provision to the evaluation form for which employees could provide feedback to their supervisors. The Union’s proposal would require the Employer to notify employees at least thirty (30) days in advance of changes to the performance evaluation model and/or the evaluation forms. Additionally, the Union proposed language that would require supervisors to work with employees to develop and document a joint plan for performance improvement. Employees receiving a performance evaluation would be notified who made comments on their evaluation, per the Union’s proposal.

Article 47 – Contracting – The Union proposed increasing the notice period for contracting out to ninety (90) days. The proposal states that during the 90-day period, the Employer would be required to participate with the Union in meaningful discussions of alternatives. The Union also proposed new language that would require the Employer to provide a comprehensive impact assessment to assist in determining whether contracting out is beneficial and establish a contract monitoring process to measure contract performance, quality, and costs. Additionally, the Union proposed new language that would require the Employer to notify employees whose positions or work would be displaced by the contract at least ninety (90) days prior to the date the University requests bids for a contract. Employees would have sixty (60) days from the date of notification to offer alternatives to contracting out and the Employer would be required to consider the alternatives presented before requesting bids, per the Union’s proposal.

New Article XX – Performance Standards – The Union proposed creating a new article regarding performance standards. The proposal would require the Employer to notify the Union within 30 days of a department intending to establish or change performance standards, and that new standards would be tested for an agreed upon period of time prior to becoming permanent. Additionally, the proposal would require the Employer to notify the Union when more than 75% of a department is not meeting performance standards over a three-month period. Relevant department management and Union representatives would be required to meet to review the performance standards within 30 days of this occurring, per the Union’s proposal. The proposal also states that standards not met by at least 75% of employees for a three-month period would not automatically trigger corrective action for employees who fail to meet those standards for that period.

New Article XX – Diversity, Equity, and Inclusion – The Union proposed creating a new article around Diversity, Equity, and Inclusion. The proposed article would incorporate language from Side Letters C – Diversity and Inclusion, and Side Letter H – Tracking Discrimination and Bias, and would require the Employer to provide all managers and supervisors of bargaining unit employees information regarding the University’s existing programs that elevate DEI in recruitment and hiring processes.

The Union’s proposed article would also require the Employer to provide the Union with annual reports relating to DEI training, including employee participation levels.

With respect to committees, the Union proposed language that would require one (1) SEIU 925 member to be appointed to the Bias Incident Advisory Committee, one (1) SEIU 925 member to the UW Diversity Council, and three (3) SEIU 925 members to be appointed to the UWMC Equity, Diversion, and Inclusion Committee. Beginning in 2027, SEIU 925 would be allowed to select up to four (4) members to be appointed to the UW Diversity Council, per the Union’s proposal. Additionally, the Union proposed to include specific language relating to the existing Harborview Medical Center EDI workgroup, allowing four (4) SEIU 925 represented staff members to be included this committee.

The Union’s proposed article also includes language that would require the Employer to offer exit interviews to resigning or retiring bargaining unit employees, and that the Union be provided copies of the exit interview questions. The proposal states that the parties would discuss common trends from exit interviews at Joint Labor-Management meetings at least annually. For SEIU 925 employees that self-identify as BIPOC and participate in an exit interview, a copy of the results of said interview would be required to be sent to the Union within ninety (90) days, per the Union’s proposal.

Finally, with respect to racial discrimination and bias investigations, the Union’s proposed article would require UW Human Resources to investigate and respond to an employee report of racial discrimination or bias within thirty (30) days, and that a report of said investigation would be sent to the union member and the Union. If there were to be three (3) or more reported instances to HR of racial discrimination or bias within the same department, the Employer would be required to notify the Union. Additionally, the Union proposal would require the Employer to annually provide the Union with a list of all reported instances of racial discrimination and bias. The Union also proposed new language detailing the reporting process for instances of racial discrimination and bias.

MOU – Interpretive Services – The Union proposed adjusting the title and language within this MOU to be inclusive of Harborview Medical Center. The Union also proposed adding the provisions of the HMC APOP 60.3 policy regarding in-person interpreters.

MOU – Donning and Doffing in the Operating Room Montlake Hospital – The Union proposed adjusting the title and language within this MOU to include all hospital and clinic settings and all areas where surgical attire is required.

New MOU – Diversity Blueprint – in conjunction with the Union’s DEI proposal, the Union proposed a new MOU around the University’s Diversity Blueprint. The proposal would require the Employer to communicate the University’s plan for the Diversity Blueprint starting in 2027 to the Union, no later than October 1, 2026. Additionally, the proposal would require the Employer to provide the Union academic and administrative unit plans for implementing the goals of the Diversity Blueprint. This proposal incorporated language from Side Letter C – Diversity and Inclusion.

New MOU – Health and Safety in Hospital and Clinic Settings – The Union proposed a new MOU that would require the Employer to post information on the HMC/UW intranet regarding safety procedures for active shooter situations and emergency egress plans. Additionally, the new MOU would require the Employer to provide all clinics with badge/code access for locking doors to ensure employee safety. Under this proposed MOU, the Employer would also be required to consult regularly with employees to identify worksites with higher risks for threat and injury.

Market Rate Increases – In addition to the above proposals, the Union also made several market rate adjustment presentations and proposals, including the following classifications:

New MOU – Instructional Technician Market Rate Increases – The Union proposed the following market rate adjustments for Instructional Technicians to be effective 10/1/2024:

  • Instructional Technician 2: Table B4, proposed to move from range 43 to 57.

New MOU – Market Rate Adjustments for Medical Interpreters – The Union proposed the following market rate adjustments for Medical Interpreters to be effective 10/1/2024:

  • Medical Interpreter 1: Table B7BX, proposed to move from range 39 to 84.
  • Medical Interpreter 2: Table B7BX, proposed to move from range 46 to 92.
  • Medical Interpreter-ASL: Table B7BX, proposed to move from range 68 to 126.

New MOU – Market Rate Adjustments for Medical Lab Scientists – The Union proposed the following market rate adjustments for Medical Laboratory Scientists to be effective 10/1/2024:

  • Medical Laboratory Scientist – Trainee: Table BG, proposed to move from range 72 to 80.
  • Medical Laboratory Scientist 1: Table BG, proposed to move from range 76 to 84.
  • Medical Laboratory Scientist 2: Table BG, proposed to move from range 83 to 91.
  • Medical Laboratory Scientist Lead: Table BG, proposed to move from range 90 to 98.

New MOU – Market Rate Adjustments for Patient Care Coordinators – The Union proposed to following market rate adjustments for Patient Care Coordinators to be effective 10/1/2024:

  • Patient Care Coordinator: Table B7BX, proposed to move from range 37 to 48.
  • Patient Care Coordinator Supervisor: Table B7BX, proposed to move from range 52 to 63.

New MOU – Parking Specialist Market Rate Increases – The Union proposed to following market rate adjustments for Parking Specialists & Supervisors to be effective 10/1/2024:

  • Parking Specialist: Table B4, proposed to move from range 33 to 52.
  • Parking Supervisor 1: Table B4, proposed to move from range 38 to 55.
  • Parking Supervisor 2: Table B4, proposed to move from range 44 to 58.
  • Parking Supervisor 3: Table B4, proposed to move from range 48 to 60.

New MOU – Medical Interpreter – Caseworker Cultural Mediator Market Rate Increases – The Union proposed the following market rate adjustments for Medical Interpreter Caseworkers to be effective 10/1/2024:

  • Medical Interpreter Caseworker – Cultural Mediator: Table B7BX, proposed to move from range 48 to 87

New MOU – Market Rate Adjustment for Polysomnographic Technicians – The Union proposed the following market rate adjustments for Polysomnographic Technicians to be effective 10/1/2024:

  • Polysomnographic Technician 1: Table BG, proposed to move from range 61 to 71.
  • Polysomnographic Technician 2: Table BG, proposed to move from range 71 to 77.

New MOU – Instructional Technician: Creation of Levels 3 and 4 – In addition to the above market rate proposal for this group, the Union also proposed creating two new job profiles in this series:

  • Instructional Technician 3, assigned to Table B4, range 61.
  • Instructional Technician 4, assigned to Table B4, range 65.

The proposed MOU would require UW Compensation to identify employees in the Instructional Technician 2 job profile who are performing higher level work to be moved into the new profiles. Such identified employees would be moved into one of the new job profiles no later than 12/31/2024.

New MOU – Polysomnographic Technician Change of Bargaining Unit – in addition to the above market rate proposal, the Union proposed moving all employees in the Polysomnographic Technologist and Polysomnographic Technician (1, 2) positions from the HMC Technical bargaining unit to the Healthcare Professional/Lab Tech bargaining unit.

New MOU – Ambulatory Float Premium – The Union proposed to create a premium of five dollars ($5.00) per hour for all hours worked for employees hired solely in the Ambulatory Float Pool.

The Union proposed to strike the following MOUs and side letters:

  • Side Letter C – Diversity and Inclusion
  • Side Letter H – Tracking Discrimination and Bias

Union Counter Proposals

Article 2 – Non-Discrimination – The Union rejected the Employer’s proposal for this article in its entirety.

Article 6 – Grievance Procedure – The Union accepted some of the Employer’s proposed language that would require that the written grievance include a description of events that occurred that resulted in an alleged violation, as well as the grievant(s) position, but rejected the employer’s proposal to require a “complete” description of events. The Union rejected the Employer’s proposal to add language that would allow a delay in scheduling the grievance meeting until the Union has provided all the required information listed in this Article. The Union also rejected the Employer’s proposed language that would require the Union to contact the Employer to begin the arbitration scheduling process within thirty (30) days of advancing the grievance to arbitration, and requiring that the arbitration hearing date be scheduled within six months of the date the grievance was advanced to arbitration.

Employer Initial Proposals

Article 14 – Hiring, Appointments, Promotions and Transfers – The Employer proposed clarifying language throughout the article, including probationary period extensions and appointment types. The Employer also proposed adding language to the section around the creation of nonpermanent fixed duration appointments to clarify that such appointments may be created when the UW is not filling a position with a permanent position due to the impending “or actual layoff of a permanent employee.” The Employer also proposed increasing the initial duration of nonpermanent fixed duration appointments from eighteen (18) months to twenty-four (24) months to align with the rest of the University.

The Employer proposed to strike language relating to training that currently exists elsewhere in the contract, as well as striking out of place language regarding offering positions in seniority order. The proposal also increases the trial service period for lateral appointments from six (6) weeks to six (6) months, and adds clarifying language around voluntary demotions, stating that an employee who demotes to a classification in which they have not previously held permanent status would be required to serve a six (6) month trial service.

The Employer also proposed creating a new section  relating to movement to a position represented by a different union, stating that SEIU 925 members who take positions represented by other CBAs for which they have not held permanent status would be required to follow the trial service language from the SEIU 925 CBA upon reversion.  

Article 38 – Seniority, Layoff, Rehire – The Employer proposed adding language to the section regarding removal from the rehire list, stating that removal from the list may occur if an employee refuses two (2) offers of placement for a position having the same pay, FTE status, and shift as listed in the employee’s option selection form. The Employer also proposed clarifying language in the section regarding rehire list crossovers, stating that employees represented by either SEIU 925 or WFSE could be placed on the rehire list for either or both bargaining units. The Employer also proposed striking the section regarding affirmative action.

Article 44 – Classifications And Reclassification – The Employer proposed reducing the notice period for creation, elimination, or modification of class specifications from forty-five (45) days to thirty (30) days. The Employer also proposed adjusting language regarding step placement and progression start dates to align with current practice.  

New MOU – New Appendix VII Bargaining Unit Descriptions – The Employer proposed a new MOU stating that the parties would create a new appendix listing all of the SEIU 925 bargaining unit descriptions that are in the process of being revised by the Public Employment Relations Commission (PERC) based on WA House Bill 2669.

Appendix I – Job Classifications – The Employer proposed updating the Appendix to strike inactivated job profiles and add new job profiles to the Appendix.

Appendix III – Overtime Exempt Job Classifications – The Employer proposed adding language to this Appendix that would recognize that there are certain positions in the listed classifications that may be determined to be FLSA non-exempt if the employee’s combination of FTE and salary falls below the federal or state salary threshold. Additionally, the Employer proposed updating the Appendix to strike inactivated job profiles and add new job profiles to the Appendix.

Appendix IV – Layoff Seniority Units – The Employer proposed adding Faculty Practice Plan Services (FPPS) (#21) and Airlift Northwest (#22) to the Appendix as separate layoff units.

New Side Letter J – Actual Time Reporting – The Employer proposed creating a new side letter that would allow the Employer to migrate to an actual time reporting system. The proposed side letter would allow for ongoing discussions and negotiations if issues or impacts arise from implementation of actual time reporting. The proposal would require the Employer to provide at least six (6) months’ notice prior to implementation.

The Employer proposed to maintain current contract language on the following articles:

  • Preamble and Purpose
  • Article 1 – Union Recognition
  • Article 5 – Affirmative Action
  • Article 7 – Employee Rights
  • Article 8 – Employee Facilities
  • Article 13 – Tuition Exemption Program
  • Article 23 – Shared Leave
  • Article 27 – Leave Related to Domestic Violence
  • Article 30 – Work Related Injury Leave
  • Article 32 – Uniforms Requirement
  • Article 35 – Personnel Files
  • Article 36 – Corrective Action/Dismissal
  • Article 50 – No Strike/Lockout
  • Article 51 – Travel Pay and Work Time
  • Article 52 – Personal Services
  • Article 54 – Subordination of Agreement and Saving Clause
  • Article 55 – Contract Distribution
  • Article 57 – Management Rights and Responsibilities
  • Article 60 – Salary Overpayment Recovery
  • Appendix V – Pay Tables

The Employer proposed to rollover the following MOUs and Side Letters into the next CBA:

  • MOU – Donning and Doffing in the Operating Room Montlake Hospital
  • MOU – Enterprise Revenue and Health Information (ERHI) – Flexible Starting Time
  • MOU – Football Game Overtime
  • MOU – Former Administrative Assistant B
  • MOU – Interpretive Services
  • MOU – Occupational Therapist Certification
  • MOU – Scholarship Fund
  • MOU – Standby Guidelines
  • MOU – Surgical Techs
  • MOU – Transportation Services Video/Audio
  • MOU – Voluntary Float Between Campuses
  • Side Letter B – Contact Center
  • Side Letter C – Diversity and Inclusion
  • Side Letter D – Legislative Briefings
  • Side Letter F – Nonpermanent Hourly Harborview Medical Center Interpreters
  • Side Letter G – Representation
  • Side Letter I – U-Pass

Employer Counter Proposals

Article 4 – Workplace Behavior – The Employer accepted the Union’s proposal to add language that defines other resources and processes available for resolving workplace behavior complaints. The Employer rejected the Union’s proposal to include new language relating to perceptions of “appropriate” behavior and values around equity and diversity, and  rejected the Union’s proposal to expand upon existing language defining bullying in the workplace.

Article 17 – Vacation Time Off – The Employer rejected the Union’s proposal to increase the accrual schedule for paid vacation days based on length of service. The Employer also rejected the Union’s proposed language that stated that the vacation schedule should be established by mutual agreement between management and employees. Rather, the Employer proposed removing the phrase “if adequate” to eliminate confusion around the vacation scheduling process.

Article 33 – Transportation and Commute Reduction – The Employer accepted the Union’s proposal to include the provisions from Side Letter I – U-PASS in this article but rejected the Union’s proposal to include the provisions from Side Letter E – Public Transportation Delays. In response to the Union’s proposal to include telework policies in this Article, the Employer counter-proposed to strike all existing references to telework policies and instead add a link to the University’s general Telework policies.

Article 40 – Mandatory Subjects – In response to the Union’s proposal to clarify language with respect to changes to mandatory subjects of bargaining, the Employer counter-proposed modified language stating that existing practices not contained in this contract that have a bearing on employee wages, hours, or working conditions shall not be modified or eliminated without the Employer satisfying its collective bargaining obligations.

The Employer rejected the Union’s proposal to extend the amount of time that the Union has to request discussions and/or negotiations in response to the Employer notifying the Union of changes to working conditions from 30 days to 60 days. The Employer also rejected the Union’s proposal to remove language around travel to and from bargaining sessions.

Article 42 – Union Activities, Rights, and Stewards – The Employer accepted the Union’s counterproposal to strike language that prohibits stewards from attending training as a second steward more than once. In response to the Union’s counter-proposal on attendance of stewards in investigatory meetings or grievance hearings for training, the Employer proposed modified language stating that confirmation of attendance of a new steward must be communicated to the employee’s supervisor as well as the steward’s supervisor and the Human Resources representative attending the meeting.

The Employer rejected the Union’s counter-proposal to add language that would require the Employer to provide private space for stewards and/or Union representatives to hold meetings, and rejected language that would require the Employer to keep an updated list of Building Coordinators and provide it to the Union upon request.

With respect to information requests, the Employer agreed to strike redundant language on submitting information requests to the Office of Labor Relations, but reasserted its initial proposal to include language requiring that such requests clearly identify what information is being sought and the reason for the request, and that such requests not normally extend more than 24 months prior to the date of the request.

Article 43 – Joint Union Management Committees – The Employer rejected the Union’s proposal to include new language that would require either party to respond to a request to schedule a Joint Labor-Management meeting within ten (10) business days. Additionally, in response to the Union’s proposal to create a new section allowing either party to request a multi-disciplinary meeting when an issue arises that involves members from more than one bargaining unit, the Employer counter-proposed modified language that states that the parties may schedule a JLM meeting to discuss issues that impact multiple bargaining units upon mutual agreement.

New Article XX – Artificial Intelligence – The Employer rejected the Union’s proposal to create a new article around Artificial Intelligence.

New MOU – Parking – The Employer rejected the Union’s proposal to create a new MOU around Parking.

Next Steps

The next UW and SEIU 925 bargaining session is scheduled for August 20, 2024 and will be held virtually.