University of Washington Human Resources

UW – SEIU 925 Negotiations Recap for August 20, 2024

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

Union Initial Proposals

Article 45 – Compensation, Wages, and Other Pay Provisions – The Union presented its initial wage proposal, which would increase all salaries by fifteen percent (15%) or $9/hour, whichever is higher, on July 1, 2025, and an additional fifteen percent (15%) or $6/hour, whichever is higher, on July 1, 2026. The Union also proposed new language that would allow the Union to make proposals for employee and job profile recruitment and retention increases during the life of the contract.

The Union proposed adding a new section to this article reiterating the availability of temporary salary increases and proposed to strike the entire section around CEGP (Career Enhancement/Growth Program) steps, adding a new MOU that would automatically convert all CEGP steps into automatic steps.

The Union proposed to strike language in this article that states that callback, standby, shift differential, and weekend pay only applies to certain bargaining units, so that it applies to all bargaining units. The Union proposed increasing the standby premium to ten dollars ($10) per hour and increasing the minimum work period for standby premium pay from two hours to three. The Union also proposed to increase shift differentials from $1/hour to $2.75/hour for evening shifts and $6/hour for night shifts and proposed to increase the weekend premium from $2.25/hour to $4/hour. Additionally, the Union proposed language that defines evening shifts as any time over two (2) hours worked between 5pm and 12am and night shift as any time over two (2) hours worked between 12am and 7am. On multilingual premium pay, the Union proposed a 5% pay increase for employees that are competent in two more languages in addition to English in cases which there is a bona fide requirement for regular use of the additional languages. The Union also proposed adding language that would require employees who agree to work unscheduled weekend shifts to be paid at double time.

The Union proposed additional premiums for Respiratory Therapists, adding language that would require Respiratory Therapists who perform Extra Corporeal Life Support (ECLS) on-call coordinator work to be paid seven dollars ($7) per hour. Additionally, the Union proposed a four dollar ($4) per hour premium for Respiratory Therapists who are assigned to float between the neonatal ICU and any of the adult critical care ICUs. The Union also proposed to add Hospital Dental Assistant Specialist and Dental Hygienist job classifications to the list of jobs eligible for preceptor pay.

With respect to rest between shifts, the Union proposed to add language stating that for all time worked within eleven (11) hours off duty between shifts, employees would receive pay at time and one-half (1 ½) for a minimum of four (4) hours. The Union also proposed to make the provisions of this section applicable to all bargaining units. Finally, the Union also proposed to create a new training premium of $1.25/hour for all time spent giving instruction, supervising, or otherwise training a new hire.

New MOU – Top Steps for SEIU 925 Tables – In conjunction with striking language around CEGP steps in Article 45, the Union proposed a new MOU that would include the top two (2) steps of all SEIU 925 pay tables as part of an employee’s normal progression.

MOU – Prescheduled Voluntary Double Time Shift Incentive for Critical Staffing Needs – The Union proposed expanding this MOU to apply to Campus as well as UW Medicine, removing specific references to Harborview, UWMC Montlake, and UWMC Northwest. Additionally, the Union proposed to remove the eligibility requirement of forty (40) hours scheduled in the week of a pre-scheduled double time shift for nonpermanent and intermittent employees. The Union proposed to make this MOU effective on 10/1/2024.

Market Rate + Recruitment & Retention Increases – In addition to the above proposals, the Union also made several market rate, recruitment & retention, and benchmark cluster adjustment presentations and proposals, including the following classifications:

New MOU – Medical Interpreter Benchmark Cluster Classification Compensation – The Union proposed recruitment and retention adjustments for the following job classifications under the Patient Services benchmark cluster to be effective 10/1/2024:

New MOU – Medical Assistant Benchmark Cluster Recruitment and Retention Increases – The Union proposed recruitment and retention adjustments for the following job classifications under the Medical Assistant benchmark cluster to be effective 10/1/2024:

New MOU – Social Worker Benchmark Cluster Classification Compensation – The Union proposed market level adjustments for all job classifications under the Social Worker benchmark cluster to be effective 10/1/2024:

New MOU – Respiratory Care Benchmark Cluster Classification Compensation – The Union proposed market level adjustments for the following job classifications under the Respiratory Care benchmark cluster to be effective 10/1/2024:

New MOU – Computer Support Analyst Benchmark Cluster Classification Compensation – The Union proposed market level adjustments for the following classifications under the Computer Support Analyst benchmark cluster to be effective 10/1/2024:

New MOU – Dental Assistant/Hygienist Recruitment and Retention Increases – The Union proposed recruitment and retention adjustments for the following job classifications to be effective 10/1/2024:

New MOU – Financial Access Specialists Recruitment and Retention Increases – The Union proposed a recruitment and retention pay increase of 4% the following job classifications to be effective 10/1/2024:

• Financial Access Specialist 1
• Financial Access Specialist 2
• Financial Access Specialist Lead
• Financial Access Specialist Supervisor

New MOU – Police Dispatcher Market Rate Increases – The Union proposed recruitment and retention increases for the following job classifications to be effective 10/1/2024:

New MOU – Market Rate Adjustment for Animal Technicians – The Union proposed recruitment and retention increases for the following job classifications to be effective 10/1/2024:

New MOU – Admin Assistant Cluster Market Rate Increases – The Union proposed a recruitment and retention pay increase of 7.5% for the following job classifications to be effective 10/1/2024:

The Union proposed to roll over the following MOUs and Side Letters into the next CBA:

• MOU – Scholarship Fund for Med Center Employees
• Side Letter A – City of Seattle Minimum Wage

Employer Initial Proposals

Article 45 – Compensation, Wages, and Other Pay Provisions – The Employer presented its initial wage proposal, which would increase all salaries by one percent (1%) on July 1, 2025, and an additional one percent (1%) on July 1, 2026.

The Employer also proposed new language around callback pay to align with current practice, including specific circumstances in which callback pay would or would not apply. The Employer also proposed including references to the HMC Technical bargaining unit in the provisions for standby pay, shift differentials, and weekend pay to reflect current practice. With respect to standby pay, the Employer proposed language clarifying that for employees in job classes listed in Appendix VI who receive contractual straight time, any premium pay when called in from standby would be paid at straight time.

With respect to Social Workers, The Employer also proposed to strike the section around substitute lead pay, given that employees eligible for this premium would also be eligible for a Temporary Salary Increase (TSI).

Article 53 – Modality Pay – The Employer proposed adding the following job classifications to the list of jobs eligible for modality pay:

• Imaging Technologist Trainee
• Imaging Technologist – Education/Quality Assurance

New MOU – Market Based Increases – The Employer proposed market-based pay increases for the following job classifications to be effective 7/1/2025:

Employer Counter Proposals

Article 9 – Hours of Work – To ensure compliance with new laws around meal and rest breaks, the Employer proposed to replace existing language with new language outlining the meal and rest break requirements under the provisions of RCW 49.12.187, including the ability to waive and/or combine meal and rest breaks. The Employer-proposed provisions of Section 9.3 would be effective November 1, 2024.

Article 10 – Overtime – The Employer rejected the Union’s counter proposal and reasserted its initial proposal.

Article 16 – Holidays – The Employer rejected the Union’s proposal to add Lunar New Year to the list of paid holidays, which would increase the total number of paid holidays to twelve (12). The Employer accepted the Union’s proposal to add language that would allow part-time employees to use compensatory time, holiday credit, vacation time off, or unpaid time off to complete the regularly scheduled work hours for the day, or by a mutually agreed upon temporary modified weekly schedule. The Employer rejected the Union’s proposal to move the holiday cash out date from June 30 to September 30. Additionally, the Employer rejected the Union’s proposal to add an additional personal holiday per calendar year and rejected the Union’s proposed language stating that these personal holidays can be used to observe culturally or religiously significant days. Rather, the Employer proposed language stating that the personal holiday would be approved so long as the employee’s absence does not interfere with the operational needs of the employer.

Article 41 – New Employees – The Employer’s counterproposal adds language that specifies there are two separate new employee orientations for UW Medicine and UW Campus. The Employer accepted the Union’s proposal to add language stating that employees working within a 50-mile radius of the UW Seattle campus would be encouraged to attend new employee orientation in-person and that online orientations be offered to employees in locations or positions that can’t attend in person. The Employer also accepted the Union’s proposed language that, if applicable, member presenters would be released for up to 1 hour for online orientation and up to 2 hours for in-person orientation, depending on distance traveled, but rejected the Union’s proposal to extend the amount of time a Union representative is allowed to be with a new employee during NEO from 30 minutes to 1 hour.

In response to the Union’s proposal to add language that would require the Employer to provide the Union with a detailed list of all employees scheduled for orientation, including specific information for each employee, by the end of the week prior to each new employee orientation, the Employer counter-proposed language that would require the Employer to send the Union a list of all new hires scheduled to attend NEO, with all contact and job information available, by the end of the prior week.

With respect to virtual orientation, the Employer accepted the Union’s proposal to allow them to conduct orientation virtually, but rejected the Union’s proposed language that would require the Employer to notify new employees of the 1-hour Union orientation within the first week of employment during regular work hours.

Article 47 – Contracting – In response to the Union’s proposal to include specific provisions from RCW 41.06.142 relating to contracting out, the Employer counter-proposed to only reference RCW 41.06.142, stating that the University would not contract out work which results in the layoff of employees without following the provisions of the RCW.

Article 48 – Staffing Concerns – The Employer proposed changing the title of this article from “Staffing Concerns” to “Staffing and Workload Concerns.”  The Employer rejected the Union’s proposal to add 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 rejected the Union’s proposal to require the Employer to document adjustments of workload. Additionally, the Employer rejected the Union’s proposed language that would allow employees to request a JLM meeting to discuss individual staffing concerns, stating that employees can always request a JLM at any point. The Employer accepted the Union’s proposal to include “productivity” as an appropriate subject for JLM meetings.

With respect to the assignment of additional duties, the Employer counter-proposed language stating that employees assigned to job duties outside of the scope of their job profile or class specification would have the right to meet with their supervisor. The Employer rejected the Union’s proposed language that 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.

New MOU – Polysomnographic Technician Change of Bargaining Unit – The Employer rejected the Union’s proposal to move Polysomnographic Technicians from the HMC Technical bargaining unit to the Healthcare Professional/Lab Technical bargaining unit, stating that the University does not have the authority to change a classification’s bargaining unit without involvement from the Public Employment Relations Commission (PERC).

Next Steps

The next UW and SEIU 925 bargaining session is scheduled for Friday, September 6, 2024 and will be held virtually.