Category: SEIU 1199 HMC and Airlift NW

Background

This recap details the 18^th session for the renewal of the collective bargaining agreement between the UW and SEIU 1199, which expired as of July 1, 2017. This was the second session to be facilitated by a State-appointed mediator.  Recaps are published online on the UW Labor Relations website.

Tentative Agreements

The parties spent time with the mediator individually and in a joint session.  The parties signed tentative agreements to close the following provisions:

• Appendix I – Job Classifications
• Appendix III – Salary Schedules and Premiums (moved into new wages article)
• Article 7 – Hours of Work and Overtime (Research/Hall Health RN Addendum)
• Article 8 – Educational and Professional Development (Research/Hall Health RN Addendum)
• Article 16 – Committees (Research/Hall Health RN Addendum)
• New MOU – PA-ARNP Wages (Research/Hall Health RN Addendum)
• New MOU – Hall Health Hours Change (Research/Hall Health RN Addendum)

Next Steps

The next UW-SEIU 1199 bargaining session is scheduled for August 9.

UW reached agreement with SEIU 1199 on a collective bargaining agreement for the 2017-2019 fiscal biennium. On October 18, members of the union voted in favor of ratifying the contract.

For details on the agreement reached with SEIU 1199, please see the following summary table:

• Summary Table: SEIU 1199-UW 2017-2019 Agreement

 

 

 

 

On December 12, 2017, UWHR Compensation distributed correspondence for managers to share with impacted staff regarding range increases for certain bargaining unit employees, effective October 16, 2017.

Copies of the referenced correspondence can be viewed at the links below:

• Health Care Specialist Range Increases
• Social Work Assistant 2 Range Increases
• END Tech Range Increases

On January 11, 2018, UW HR Compensation distributed correspondence for managers to share with impacted staff regarding increases for certain bargaining unit employees, effective January 1, 2018.

Effective January 1, 2018, the UW eliminated all non-monetary steps (also known as dead steps) on the BQ, BC, and BS pay tables by redistributing the values. Employees assigned to these previously non-monetary steps on the effective date received a 1-2% pay increase that will be reflected on their January 25, 2018 paycheck.

New pay tables will be posted to the UW HR Compensation website by the end of January http://hr.uw.edu/comp/classified-staff/job-specs-and-pay-tables/.

Labor Relations is pleased to announce that we have posted the SEIU 1199 2017-2019 Collective Bargaining Agreements on our website, which went into effect upon ratification on October 18, 2017.

The contracts are available here:

• Main Contract
• Research/Hall Health Addendum

We have recently hosted several trainings for managers and supervisors of SEIU 1199 staff seeking additional information on contract changes.  The corresponding presentation slides are available for your review and distribution.

• SEIU 1199 Summary of 2017-2019 CBA Changes

Please share this news with anybody who may benefit from this information.

UW – SEIU 1199 Negotiations Recap for March 14, 2019

Background

This recap details the 1^st session for the renewal of the collective bargaining agreement between the UW and SEIU 1199. Recaps are published online on the UW Labor Relations website.

SEIU 1199 Priorities

SEIU 1199 stated priorities as follows:

• Employee recruitment and retention
• Equity in the work place to address biases based on race, sexuality, gender identity, etc.
• Parity across UW Medicine
• Staffing that meets the needs of both employees and patients

SEIU 1199 Initial Proposals

New Employee Orientation – SEIU 1199 proposed that new employees who attend the orientation be paid for their time, and that the orientation would occur in a private location without the Employer present.

JLMs – SEIU 1199 proposed the addition of a clinic specific JLM made up of six bargaining unit representatives and union representation, to reflect the differences between hospitals and clinics.  The Union also proposed to add a JLM for registered dieticians that would include four bargaining unit representatives and Union representation, as RD’s were newly unionized.

SEIU 1199 proposed that the RN JLM meet monthly, rather than every other month.

Committees – SEIU 1199 proposed language to reflect that a change in the name of a committee would not affect membership of the committee.

Parking – SEIU 1199 proposed that if the Medical Center raises parking fees, the Union would be notified one month in advance and have the opportunity to bargain any fee changes.

Temporary Employees – SEIU 1199 proposed that the language regarding corrective action as stated in the existing SEIU 1199 contract be applicable to per diem employees.

Sexual Harassment Training – SEIU 1199 proposed that the Employer and Union would develop an annual in-person sexual harassment prevention and response training for all bargaining unit members to attend at least once per year on paid time.  The training would be facilitated by a third party.

Lactation – SEIU 1199 proposed that employees be provided a reasonable amount of break time to express milk in a space, other than a public bathroom, that is clean, shielded from view, and free from intrusion from coworkers and the public.  The Union proposed that a list of lactation stations would be established and made available online for employees to access.

Bathroom Equity – SEIU 1199 proposed that gender neutral bathrooms be available to employees in all work locations, and adequate access may include a reasonable amount of travel time. The Union proposed that the locations of gender neutral bathrooms would be publicized.

Non-Discrimination Grievances – SEIU 1199 proposed that grievances involving a violation of the non-discrimination article could be submitted within one year of the alleged occurrence.  The Union proposed that when a grievance or complaint is filed, the Employer would implement interim measures as determined appropriate by the grievant or complainant.

Next Steps

The next UW-SEIU 1199 bargaining session is scheduled for April 25.

Background

This recap details the second session for the renewal of the collective bargaining agreement between the UW and SEIU 1199. Recaps are published online on the UW Labor Relations website.

SEIU 1199 Initial Proposals

Staffing Plans (Nursing) – SEIU 1199 proposed language stating that the CEO of Harborview Medical Center would be required to approve the staffing plans agreed upon in the Nurse Staffing Committee, and that in the event of a prolonged or ongoing and significant increase or decrease in patient census, any change in staffing plans would need to be brought to the committee.

Staffing Plans (Non-Nursing) – SEIU 1199 proposed that staffing plans for non-nursing job classes would have to be created, reviewed, and agreed upon by the relevant Joint Labor/Management Committee.

Education Support Funds Pool – SEIU 1199 proposed that the amount of education funds unused within the prior fiscal year would be added to the next fiscal year’s budget as a pool of available funds. The proposed language further stated that employees of any job class in the bargaining unit could apply to receive pooled education support funds, which would be awarded by seniority.

Education Support Funds for Healthcare Specialists/Leads – SEIU 1199 proposed to increase the annual education support funds for Healthcare Specialists/Leads from $1,800 to $3,000, pro-rated for FTE.

Charge Nurse Patient Assignment – SEIU 1199 proposed that charge nurses would not have a patient assignment and would be considered outside of the matrix of the unit.  For units with two charge nurses, the main charge nurse would not have a patient assignment and the back-up charge nurse would have a maximum patient assignment of one.

Research/Hall Health Bargaining Unit Parity – SEIU 1199 proposed that any agreements reached with HMC that exceed those already ratified within the 2019-2021 Research/Hall Health CBA would be applied to the Research/Hall Health CBA.  This would include but not be limited to agreements regarding wages, premiums, differentials, vacation accruals, and staffing.

Shift Rotation – SEIU 1199 proposed that shift rotations would not be utilized without mutual consent, except for emergency situations where it may be necessary to provide safe patient care.  The Union proposed to eliminate rotating shifts within six months of contract ratification.

U-PASS – SEIU 1199 proposed that effective July 1, 2019, bargaining unit employees would not be charged a fee for a U-PASS.

Vacation – SEIU 1199 proposed language to address three aims: first, that the vacation accrual rate for bargaining unit members match current rates of SEIU 925 and WFSE members; second, that management approval of vacation requests take place within four weeks of the request’s submission; and third, that members be allowed to cash out vacation hours if they accrue above the 240 hour cap.

Next Steps

The next UW-SEIU 1199 bargaining session is scheduled for April 30 at Harborview Medical Center.

Background

This recap details the third session for the renewal of the collective bargaining agreement between the UW and SEIU 1199. Recaps are published online on the UW Labor Relations website.

SEIU 1199 Initial Proposals

Wages – SEIU 1199 proposed to increase wages across-the-board by five percent (5%) on July 1, 2019 and another five percent (5%) on July 1, 2020.

Pharmacy Tech Pay Increases – SEIU 1199 proposed range increases of approximately five percent (5%) for all Pharmacy Tech job classifications, on the first available pay period following ratification.  Employees would be placed on the new pay range at their current step.

Top Salary Step for Techs – SEIU 1199 proposed to add one percent (1%) to the existing top step of pay tables BE and BS which cover all job classifications in the Professional/Technical, Imaging Technologist Supervisor, and Respiratory Therapist/Anesthesia Technician/END Technologist bargaining units.

Shift Differentials – The Union stated that all SEIU 1199 represented job classes should receive the same shift differentials, rather than the current model in which RNs receive higher rates.  The Union proposed the following increases for all non-RN job classes:

• Evening Shift – Increase from $1.50 to $2.50 per hour
• Night Shift – Increase from $2.25 to $4.00 per hour
• Weekend Shift – Increase from $1.50 to $4.00 per hour

Standby Pay – SEIU 1199 proposed to increase standby pay from $3.00 to $4.00 per hour for all non-RN job classes.  RNs already receive standby at $4.00 per hour.

Certification Pay – SEIU 1199 proposed to increase certification pay from $1.00 to $1.25 per hour for all eligible job classes.

Preceptor – SEIU 1199 proposed to introduce preceptor pay for Registered Dieticians and Pharmacy Techs acting as preceptors, at $1.50 per hour.

Charge Pay – SEIU 1199 proposed to increase the premium for charge nurses from $2.25 to $2.50 per hour.

BSN Premium – SEIU 1199 proposed to increase the premium for RNs with a BSN from $0.50 to $1.00 per hour.

Extracorporeal Membrane Oxygenation (ECMO) Premium – SEIU 1199 proposed a new premium of $4.00 per hour for RNs and Respiratory Therapists working in their capacity as an ECMO care practitioner.

Break Relief Nurses – SEIU 1199 proposed that the Employer would add a break relief nurse position to the current staffing plan of 4WH Rehab to ensure uninterrupted and full rest and meal breaks for nurses.

Change in FTE – SEIU 1199 proposed that the Employer would be required to accommodate any employee requests to increase or decrease their FTE, within six (6) months of the request.

Healthcare Coalition Bargaining – SEIU 1199 proposed to increase the number of bargaining team members provided paid release time to attend Statewide Healthcare Coalition Bargaining from two to three.

Negotiation for a Successor Agreement – SEIU 1199 proposed that the Employer would arrange for negotiation rooms at Harborview Medical Center or a mutually agreed upon location for negotiation of the 2021 – 2023 collective bargaining agreement.  The Union proposed that the parties begin bargaining by March 30, 2021.

Next Steps

The next UW-SEIU 1199 bargaining session is scheduled for May 7.

Background

This recap details the fifth session for the renewal of the collective bargaining agreement between the UW and SEIU 1199, and the first session specific to Airlift Northwest (ALNW). Recaps are published online on the UW Labor Relations website.

ALNW Financial Presentation

Cindy McFeely, General Account Manager for ALNW, delivered a presentation reviewing the fiscal year 2020 budget.  The financial presentation is available online.

SEIU 1199 Initial Proposals

Reassignment Premium – SEIU 1199 proposed to eliminate the MOU that provides for a $3.00 premium for work on a different base should an employee be reassigned when their original flight partner is unexpectedly absent.  The Union stated that the proposal to eliminate the premium is in part due to the parties’ differing interpretations of the language in the MOU.

Education Support Funds Pool – As proposed at the main table, the Union proposed that the amount of education funds unused within the prior fiscal year would be added to the next fiscal year’s budget as a pool of available funds, for ALNW specifically. Within two months of the new fiscal year, employees would be able to receive pooled funds, which would be awarded by seniority.

Premiums – SEIU 1199 proposed the following premium rate changes for ALNW RNs in conjunction with what was presented at the main table:

• BSN – from $0.50 to $1.00 per hour
• Certification Pay – from $1.00 to $1.25 per hour
• ECMO – $4.00 per hour as an ECMO RN (new premium)

Contracting Out – SEIU 1199 proposed that the main contract language regarding contracting out would apply to the ALNW bargaining unit.  Existing language in the main contract states that the Employer will not contract out work that results in the layoff of bargaining unit employees employed prior to the execution or renewal of the existing CBA.

Successorship – SEIU 1199 proposed new language that in the event of a successorship would require any successor organization to remain bound by all provisions of the collective bargaining agreement.  No successorship plans have been presented to date.

UW Initial Proposals

The Employer made proposals throughout the ALNW article to cleanup and remove language that pertained specifically to Harborview employees, and not ALNW.

Seasonal/Cyclic Appointments – The Employer proposed new language that would define a seasonal/cyclic employee as one who is classified and regularly scheduled for approximately the same months each year in an appointment that is anticipated to last a minimum of five but less than twelve months in duration.  After completing probation, employees with seasonal/cyclic appointments would assume the rights of employees with permanent status.  ALNW does not currently have nor has plans to implement seasonal/cyclic appointments.

Mileage and Per Diem Policy – The Employer proposed language cleanup that would refer employees to existing University and ALNW travel policy for mileage and reimbursement provisions.

Stuck Out of Town – The Employer proposed new language stating that the Employer may send crews home via airlines instead of being stuck out of town, and would reimburse the employee’s airline ticket and transportation to the airport.  Once a decision is made, the employee would be paid for four hours extra straight time for a flight home from Seattle, three hours from Anchorage, and one and a half hours from Sitka.

Compensatory Time Cash Out – The Employer proposed new language stating that all compensatory time must be used by June 30 of each year or would be cashed out on that date.  Compensatory time may also be cashed out when an employee transfers to a position in their department with a different funding source, or transfers to a position in another department.  This is the same language in other Union contracts at the University, including the SEIU 1199 Research/Hall Health unit.

Work Schedules – The Employer made proposals around work schedules aimed at increasing flexibility when unexpected staff absences occur, and providing options for filling those unexpected schedule holes with regular straight time.

Weekend Premium – The Employer proposed to redefine the weekend premium to be paid on all hours worked on the weekend, defined as from 12:00am Saturday until 12:00am Monday for ease of accounting purposes.

JLMs – The Employer proposed to hold JLMs quarterly rather than monthly, and proposed that agenda items must be provided at least fourteen business days in advance of the meeting.

Job Posting & Transfer – When selecting between internal candidates, the Employer proposed that if all other qualifications are considered equal, seniority would be the determining factor.  Seniority would be defined as the length of unbroken service with ALNW.  The UW proposed to shorten the length of time a nurse position is posted internally to seven days as opposed to two weeks, to speed up the hiring process.

Certification Pay – The Employer proposed language from the main contract that states certification pay is not intended for certifications that are required to perform the job.

Seniority – The Employer proposed to move applicable seniority, layoff, and rehire language from the main contract into the ALNW article.  The UW proposed new language regarding seniority and seniority tiebreakers, in attempt to further clarify the process.

Next Steps

The next UW-SEIU 1199 ALNW bargaining session is scheduled for May 14.

Background

This recap details the sixth session for the renewal of the collective bargaining agreement between the UW and SEIU 1199, and the second session specific to Airlift Northwest (ALNW). Recaps are published online on the UW Labor Relations website.

SEIU 1199 Counter Proposals

Prior to presenting any proposal responses, representatives from across SEIU 1199 bargaining units expressed overarching dissatisfaction for the Employer’s initial ALNW proposals presented on May 9.

Seasonal/Cyclic Appointments – The Union rejected the Employer’s proposal to include contract language defining a seasonal/cyclic employee, stating that ALNW services should be available on a year round basis.  In the event ALNW were to utilize seasonal/cyclic appointments in the future, the Employer would provide notice and an opportunity for the Union to bargain the impacts.

Mileage and Per Diem Policy – The Union rejected the Employer’s proposal to cite existing University and ALNW travel policy for mileage and reimbursement provisions.  SEIU 1199 has submitted a demand to bargain ALNW’s updated Per Diem Reimbursement Policy, and wants to leave existing contract language intact, pending that conversation.

Aircraft Out of Service – The Union proposed to incorporate the Employer’s proposal to increase paid drive time back to an employee’s original base from one (1) to one and a half (1.5) hours from Boeing Field for Arlington and Bremerton.

Nurse Replacement – The Union rejected the Employer’s proposal to eliminate contract language that requires ALNW RNs be paid at least time and one half for all sick leave coverage, regardless of total hours worked in a work period.

Next Steps

The next UW-SEIU 1199 bargaining sessions are scheduled for May 22 and 23. Subsequent ALNW sessions have not been scheduled.