Category: SEIU 1199 HMC and Airlift NW

Background

This recap details the 3^rd 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.

Both parties agreed there would no more new proposals presented.

SEIU 1199 – Additional Initial Proposals

Staffing Practices for Inpatient Social Workers – SEIU 1199 proposed to create an Inpatient Social Work Staffing Committee.  The committee would consist of management representatives, social work staff, a labor relations member, and a union staff representative.  The main goals of the committee would be to determine staffing practices that may produce a more satisfying work environment, improve the quality of patient care and to optimize recruitment, and retention of staff.

Per Diem RNs – SEIU 1199 proposed to supplement the list of contract articles that are applicable to represented per diem RNs to include the entirety of Article 21 pertaining to corrective action, dismissal, and/or resignation.

UW Initial Proposals

UW presented initial proposals regarding a series of new and existing provisions, including:

Standardizing Language Amongst Union Contracts – UW proposed much needed updates to the legal protections outlined in the contract; for example non-discrimination, FMLA, and Military Leave.  The other two collective bargaining agreements for the hospital have already been updated.

Union Activities – UW proposed a new provision to move information related to union activities, including information related to paid release time, use of state resources, and temporary employment with the union from different places in the contract document to one central location.  All of the new language comes from existing SEIU 1199NW contracts.

Privacy Rights – UW proposed language to memorialize the privacy rights of union members.

New RN Graduates – UW proposed language to change the time frame that defines a new graduate RN from 6 months of experience to 12 months of experience

Licenses/Certifications – UW proposed language to require employees to notify their appointing authority within twenty four hours if their related license and/or certification has expired, or had been restricted, revoked or suspended.

Certification Pay – UW proposed language that clarifies that certification pay is applicable only for licenses or certifications that exceed minimum qualifications required to perform the job.

Probationary Period – UW proposed language to establish the ability to extend probationary periods for employees.

Preceptor Pay – UW proposed language to distinguish precepting from basic orientation of new employees.

Hours of Work – UW proposed language that more accurately defines a work day to reflect current practices.  UW also proposed to eliminate fixed scheduled shifts and hours in favor of adjustable shifts for healthcare specialists and social workers.

UW proposed language to reserve the right to adjust work schedules, including alternative work schedules, in order to maintain an efficient and orderly operation. UW also proposed language to standardize the amount of rest required between shifts regardless of work schedule.

UW proposed language to indicate a missed rest break or meal period would be considered taken if not entered as missed in Kronos.

Overtime – UW proposed language that would redefine overtime to be time paid beyond the typical week of forty hours within one seven day period, or eighty hours within a fourteen day period.

Holidays – UW proposed language to move the holiday provisions to a new article, separate from the vacation provisions. The proposal included language to clarify holiday pay rules in preparation for Workday. Proposed changes are to make contract document more user friendly.

Leaves of Absence – UW proposed language to remove the current leaves of absence provision and create separate new provisions by leave type as follows.  This proposal would standardize leave language throughout the hospital for all unions.

• Leave due to child care emergencies
• Civil/jury duty leave and bereavement leave
• Leave related to domestic violence, sexual assault, or stalking
• Family Medical Leave Act and parental leave
• Military leave
• Disability leave
• Unpaid holidays for a reason of faith or conscience
• Miscellaneous leave (including leave without pay, educational leave, etc.)

Committees – UW proposed language that would accurately reflect the current makeup of Joint Labor-Management (JLM) committee memberships.  UW also proposed that JLM committee meetings be held quarterly, rather than every other month, and that agenda items be provided at least fourteen days in advance of the meeting to avoid cancellation.

UW proposed language to indicate that committee members will be paid for meeting attendance so long as the employee is scheduled to work during the time of the committee meeting.

Corrective Action – UW proposed to standardize language across various union contracts regarding corrective action procedures and related definitions.

Mandatory Subject – UW proposed language to expedite negotiations related to modifications of existing practices not contained in the collective bargaining agreement but that have a bearing on the quality of working conditions.

Duration – UW proposed a two-year contract duration, to take effect on July 1, 2017 (or upon ratification), and expire on June 30, 2019.

Memoranda of Understanding (MOU)

Workday – UW proposed the addition of a MOU to account for changes to the union roster reporting procedures post implementation of the UW’s new payroll system, Workday, set to go-live mid-2017.

Nursing Scholarships – UW reserved the right to make a proposal during bargaining on the MOU relating to Harborview nursing scholarships, as the MOU has financial impact.

Respiratory Therapists Skills Training – UW proposed language to the MOU related to respiratory therapists skills training to allow for added flexibility in scheduling of said training(s).

Break Relief / Miscellaneous – UW proposed deleting the remainder of the parties’ existing MOUs, explaining that most of them were time-specific and will be completed by their expiration date. 

Resignation – UW proposed to move resignation protocols to a new and separate provision.  The proposal included language to memorialize the policies and procedures related to a presumption of resignation/abandonment.

Side Letter A – UW proposed to extend the duration of Side Letter A but removed provisions that are no longer accurate or contain waivers that the university no longer wishes to continue.

Next Steps

The next UW-SEIU 1199 bargaining session is scheduled for April 27^th.  At the next session, the parties may discuss counter-proposals.

On June 23, 2017, Harborview Executive Director Paul Hayes sent to all Harborview employees the following update regarding the status of contract negotiations between UW and SEIU 1199NW: Update on UW-SEIU 1199NW Negotiations.

 

On June 27, 2017, Harborview Executive Director Paul Hayes sent to all Harborview employees the following update regarding the status of contract negotiations between UW and SEIU 1199NW: Update on UW-SEIU 1199NW Negotiations.

On July 3, 2017, Harborview Executive Director Paul Hayes sent to all Harborview employees the following update regarding the status of contract negotiations between UW and SEIU 1199NW: Update on UW-SEIU 1199NW Negotiations.

On August 10, 2017, Harborview Executive Director Paul Hayes sent to all Harborview employees the following update regarding the status of contract negotiations between UW and SEIU 1199NW: Update on UW-SEIU 1199NW Negotiations.

The Harborview (HMC) management team met with SEIU 1199NW for our 22^nd bargaining session on October 9.  This was the 6^th session with a State-appointed mediator.  The parties have reached an agreement that the Union will recommend for ratification.

Final Tentative Agreements

BSN Premium – The parties agreed to a BSN premium of $0.50 per hour for HMC, ALNW, and Hall Health beginning July 1, 2018.  This was in exchange for the nurses giving up a new pay table top step and foregoing a $0.25 increase to certification pay.

Break Relief – It was important for the Employer to maintain staffing flexibility in the event of a financial downturn.  The parties agreed to the following language on break relief in a side letter:  “We are committed to the current break relief practices, which includes the current units/floors and break staff model (RN or Alternative).  Additionally, we are committed to working through the Nurse Staffing Committee to establish strategies that enable registered nurses to take meal and rest breaks as required by law.”  The side letter expires on June 30, 2019.

Standby –The parties reached agreement on an increase to standby pay from $3.00 per hour to $3.75 for two of the Union’s bargaining units, effective July 1, 2018.

Top Steps –The parties reached agreement on adding one additional 2% salary step to the pay tables BE and BS, effective January 1, 2019.  On that date, employees who have been at the current top salary step for at least two years would advance to the new top salary step.  This was in exchange for the all techs and health care specialists foregoing a $0.25 increase to certification pay.

Ratification Lump Sum – The parties reached agreement on a lump sum payment of $400 for employees in an appointment above .6 FTE and $200 for employees in appointments .6FTE and below.

Next Steps:

The Union will begin its ratification efforts and believes it can ratify the agreement this week.  The Employer agrees to support the ratification effort by allowing the Union access to the hospital to conduct the vote and allowing employees a reasonable amount of time to vote if they are unable to vote during their normal break times.

 

On January 10, 2018, UWHR Labor Relations distributed correspondence summarizing some of the changes detailed in the 2017-2019 collective bargaining agreement. The communication was sent to SEIU 1199 employees, managers and supervisors of SEIU 1199 employees, Harborview Medical Center Administrators and other relevant UW personnel.

A copy of the referenced correspondence can be viewed at the link below:

SEIU 1199 2017-2019 CBA Overview of Changes

Background

This recap details the second session for the renewal of the collective bargaining agreement between the UW and the SEIU 1199NW Research/Hall Health Bargaining Unit, set to expire on June 30, 2019. Recaps are published online on the UW Labor Relations website.

Employer Initial Proposals

UW presented initial proposals regarding a series of new and existing provisions, including:

Non-Discrimination & Reasonable Accommodation of Employees with Disabilities – UW proposed to update the relevant articles to comply with University policy edits related to applicable law changes.

Meal Period – To increase the flexibility of clinic hours, UW proposed that a standard work day could include either a thirty or sixty-minute meal period (the current contract only allows for thirty).

Overtime for Hall Health – UW proposed to redefine overtime as time worked beyond forty hours in one seven-day period, or eighty hours within a fourteen-day period.  The Employer proposed that vacation time off would not count toward the calculation of overtime.

UW proposed that scheduled hours within the forty or eighty-hour work period could be adjusted for purposes of avoiding overtime, in accordance with patient and departmental needs.

Salary Overpayment Recovery – UW proposed new language detailing the process for salary overpayment recovery in accordance with relevant state law.

Information Requests – UW proposed new language regarding information requests detailing the process for submittal and review.  The proposed language states that if a Union submitted a request for information that the Employer believed was unclear or unreasonable, the parties would discuss relevance, necessity, and associated costs.

Grievance Procedure – UW proposed to extend the length of time the Employer has to respond in writing following a step two grievance from ten to thirty calendar days.

Mandatory Subjects/Demands to Bargain – UW proposed language that would require a demand to bargain to include at least three available dates and times the Union could meet, in order to be valid.

Currently, if the Union does not request negotiations over a change within sixty calendar days, the Employer may implement.  UW proposed to decrease that window of time to thirty days, to align with other UW collective bargaining agreements.

Family and Medical Leave Act (FMLA) – The Employer proposed to eliminate the provision stating the Employer cannot require the use of paid leave such that it would result in the employee having fewer than eighty hours of accrued vacation or sick time off upon return to work.

Next Steps

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

Background

This recap details the third session for the renewal of the collective bargaining agreement between the UW and the SEIU 1199NW Research/Hall Health Bargaining Unit, set to expire on June 30, 2019. Recaps are published online on the UW Labor Relations website.

Tentative Agreements

The parties signed tentative agreements to close the following provisions:

• Article 8 – Educational and Professional Development
  • Removed outdated and/or irrelevant language referring to CEARP, otherwise maintained current contract language
• Article 33 – Duration of Agreement
  • The contract will be effective July 1, 2019-June 30, 2021

Employer Proposals

Union Delegates – Current contract language recognizes the right of the Union to designate five delegates, but does not prescribe their make-up any further.  The Employer proposed that two delegates come from Hall Health and three from Research/School of Medicine, for more equal distribution.  The proposed language stated that the Union would not designate more than one delegate per job description from Hall Health.

Preceptor – UW rejected the Union’s proposal to make any changes to preceptor language in the contract.  The Union had proposed to eliminate language requiring a Hall Health RN2 or AARNP to complete a preceptor workshop or equivalent documented training before being appointed as a preceptor, but the Employer maintained its interest in retaining that language, and provided examples of suggested trainings that the staff have been offered to satisfy this requirement in the past.

Financial Presentation – Hall Health

Lavelle Brown, Director of Finance for Hall Health, shared data comparing actual numbers from fiscal years 2017 and 2018.  In 2017, Hall Health ended the fiscal year with approximately a $2k loss.  In FY 2018, Hall Health received approximately $246k less in subsidies from the University’s Services and Activities Fee from the prior year, and ended the year with a loss of approximately $629k. Salaries and other expenses remain on the rise as the number of visits has decreased.  Hall Health continues to offer quality patient care, while insurance reimbursement rates continue to decline.  Ms. Brown shared that if the current profit and loss patterns continue on trend, Hall Health would deplete its reserves within the next three years.  A deficit recovery plan is currently in the review stages by the Office of Planning and Budgeting.

Next Steps

The next UW-SEIU 1199 bargaining session is scheduled for August 29.

Background

This recap details the fourth session for the renewal of the collective bargaining agreement between the UW and the SEIU 1199NW Research/Hall Health Bargaining Unit, set to expire on June 30, 2019. Recaps are published online on the UW Labor Relations website.

Tentative Agreements

The parties signed tentative agreements to close the following provisions:

• Preamble
  • Housekeeping edits
• Article 21 – Seniority, Layoff, Rehire
  • Updated layoff unit list; added language stating nothing in the article restricts the Employer’s ability to rename, reorganize, and/or consolidate departments or divisions and the Union would have the opportunity to bargain any impacts
• Article 32 – Complete Agreement
  • Eliminated article
• Article 40 – Leave Due to Family Care Emergencies
  • Modified the article from child care to family care in accordance with the relevant laws
• Article 41 – Civil/Jury Duty Leave and Bereavement Leave
  • Added holiday credit and personal holiday as allowable leave types for bereavement leave beyond three days
• MOU: Hall Health Hour Changes
  • Eliminated outdated MOU
• MOU: ARNP Wages
  • Eliminated outdated MOU

The parties signed tentative agreements to maintain current contract language and close the following provisions:

• Article 1 – Purpose
• Article 3 – Affirmative Action
• Article 4 – Recognition/Employer
• Article 10 – Tuition Exemption Program
• Article 17 – Employee Facilities
• Article 19 – Reclassification
• Article 20 – Corrective Action/Dismissal Process and/or Resignation
• Article 22 – Job Posting & Transfer
• Article 23 – Worker’s Compensation Leave
• Article 24 – Management Rights and Responsibilities
• Article 25 – Performance of Duty
• Article 29 – New Employee Orientation
• Article 30 – Health and Safety
• Article 31 – Subordination of Agreement and Saving Clause
• Article 39 – Unpaid Holidays for a Reason of Faith or Conscience

Union Proposals

Break Relief – SEIU 1199 maintained its proposal to have a dedicated staff member at Hall Health to provide uninterrupted breaks and lunches.

Salary Overpayment Recovery – SEIU 1199 proposed new language stating that the parties have the ability to agree to a different overpayment amount than the original notice, and/or an alternate method for deduction from wages.

Employer Proposals

Hours of Work – UW maintained its proposal to eliminate language stating that future work schedules would be mutually agreed upon, in favor of new language stating other work schedules would only be implemented in accordance with the contract provision regarding mandatory subjects.

Overtime – UW maintained its proposal to redefine overtime as only time worked beyond forty hours in one seven-day period.

Work Schedules – UW proposed new language stating volunteers would be sought prior to changing an employee’s schedule.

Union Delegates – UW proposed new language stating that Union delegates would conduct representational duties only within their area of employment, and that the number of stewards in a particular area would be an appropriate subject of discussion between the parties.

Grievance Procedure – In response to the Union’s proposal, UW proposed that failure to include the listed grievance contents would not be a reason to invalidate a grievance.  The Employer modified its proposal regarding the amount of time the University has to respond to a Step 2 grievance from thirty days to twenty (currently ten).

Next Steps

The next UW-SEIU 1199 bargaining session is scheduled for September 12, and the next UW-Coalition bargaining session is scheduled for September 13.