Category: SEIU 1199 HMC and Airlift NW

Background

This recap details the fifth virtual session for the negotiation for the 2023-2025 collective bargaining agreement between the UW and SEIU 1199NW Research/Hall Health. Recaps are published online on the UW Labor Relations website.

UW Initial Proposals

Article 6-Bargaining Unit Classes Definitions

The Employer proposed language from an MOU between the parties to incorporate a group of employees known as the “SOM Department of Medicine’s Division of Allergy and Infectious Diseases PA-ARNPs” into the CBA. 

 

Article 8-Educational and Professional Development

The Employer proposed language from an MOU between the parties to incorporate a group of employees known as the “SOM Department of Medicine’s Division of Allergy and Infectious Diseases PA-ARNPs” into the CBA. This language addresses the educational funds and educational leave for PA-ARNPs at the SOM Department of Medicine’s Division of Allergy and Infectious Diseases.

 

Article 14-Union Activities

The Employer proposed language from an MOU between the parties to incorporate a group of employees known as the “SOM Department of Medicine’s Division of Allergy and Infectious Diseases PA-ARNPs” into the CBA. The Union would now have six delegates, up from 5, with the new sixth coming from the “SOM Department of Medicine’s Division of Allergy and Infectious Diseases PA-ARNPs”.

 

Article 34-Salary and Premiums

The Employer proposed to change the range of the PA-ARNP’s by two ranges, moving from B9-12 to B9-14 for PA-ARNP’s and B9-22 to B9-24 for PA-ARNP Lead’s. This is done in conjunction with the proposed NEW MOU Early Recruitment and Retention. The Employer also proposed to strike a section regarding premiums, as premiums are better defined in Article 9.

 

New MOU-SOM HCS ARNP’s

The Employer proposed language from an MOU between the parties to incorporate a group of employees known as the “SOM Department of Medicine’s Division of Allergy and Infectious Diseases PA-ARNPs” into the CBA. This MOU details how the employees (“SOM Department of Medicine’s Division of Allergy and Infectious Diseases PA-ARNPs”) will be correctly placed into the PA-ARNP job profile.

 

New MOU-Early Recruitment and Retention Wage Increase

The Employer proposed a 3% recruitment and retention increase to all members on pay table B2 and BW effective January 1, 2023 and a 1% recruitment and retention increase to all members on pay table B9. This 1% increase to pay table B9 is in conjunction with a two step table range increase for PA-ARNP’s, resulting in a total increase of 3%.

 

 

UW Counter Proposals

Article 9-Wages and Other Pay Provisions

The Employer proposed the following across-the-board increases to all members of the bargaining unit over their current salary:

• July 1, 2023: 3%
• July 1, 2024: 2%

The Employer also proposed language to capture the current BSN premium of $0.50.

 

Article 22-Job Posting and Transfer

The Employer proposed adding new contract language detailing the process for an employee who wanted to request to increase or decrease their FTE.

 

 

SEIU 1199NW RHH Counter Proposals

New Article-New Employee Orientation

The Union proposed small housekeeping edits to a previous version of the proposal and retained language from their initial proposal regarding what information is provided to the Union prior to NEO.

 

New MOU- Wage Adjustments

The Union maintained the majority of their initial proposal regarding parity adjustments of Hall Health/Research RNs job classifications to match HMC wage scales. They moved from an effective date of August 1, 2022 to an effective date of January 1, 2023. Similarly, they maintained the majority of their recruitment and retention adjustment proposal for Nurse Practitioners and PA-ARNPs, changing only the effective date to January 1, 2023. The R & R adjustment would be made following the January 1, 2023 wage scale adjustments.  

 

Article 9-Wages and Other Pay Provisions

The Union proposed the following across-the-board increases to all members of the bargaining unit over their current salary:

• January 1, 2023: 3% in addition to the MOU-Wage Adjustments
• July 1, 2023: 11% or a $4.50 per hour increase whichever is higher
• January 1, 2024: 3% or a $1.25 per hour increase whichever is higher
• July 1, 2024: 3% or a $1.25 per hour increase whichever is higher

The Union maintained their previous proposal regarding premiums.

 

Article 11-Vacation Schedule

The Union proposed to add contract language stating that if a vacation request is denied the employee may request a meeting with the Employer to discuss.

 

Article 22-Job Posting and Transfer

The Union proposed new contract language stating that all requests made by an employee to increase or decrease their FTE would be tracked and a denial could be discussed formally in a JLM.

 

Next Steps

The next UW & 1199NW RHH bargaining session is scheduled for September 27, 2022 and will be held virtually.

 

UW has reached agreement with SEIU 1199NW Research Hall Health on a collective bargaining agreement effective from July 1, 2023 through June 30, 2025. Members of SEIU 1199NW have voted in favor of ratifying their contract.

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

Summary Table: SEIU-1199NW Research Hall Health-UW 2023-2025 Agreement

The main SEIU 1199NW Research Hall Health contract page will be updated with the finalized agreement once available.

Background

This recap details the ninth and tenth virtual session between the University of Washington (UW) and Service Employees International (SEIU) 1199NW to jointly bargain two collective bargaining agreements (CBA), one for the UW Medical Center – Northwest (UWMC-NW) and one for Harborview Medical Center and Airlift Northwest (HMC/ALNW). Recaps are published online on the Labor Relations websites for SEIU 1199 UWMC-NW Negotiation Updates and SEIU 1199 HMC/ALNW Negotiation Updates.

In the early hours of September 28, the parties came to tentative agreements for each contract. The contents of each agreement are outlined below.

Both HMC and UWMC-NW Tentative Agreements

Across-the-Boards

• 4% across-the-board on July 1, 2023, and 3% across-the-board on July 1, 2024, for all SEIU 1199 jobs at HMC/ALNW and UWMC-NW

Bargaining Unit Recruitment and Retention Increases

• 4% increase 90 days after ratification, and 5% increase on July 1, 2023, for all SEIU 1199 jobs at HMC/ALNW and UWMC-NW
  

Standby

• Increased standby from $4 per hour under 30 hours of standby worked and $6 per hour over 30 hours of standby worked to a flat rate of $7 per hour for all hours of standby worked

Seattle Minimum Wage

• The parties agreed to language stating that when a minimum wage increase results in a pay range with less than three (3) active steps, the parties agree that job profiles assigned to those ranges will be placed on the next available pay range in the same table. Incumbents will be placed on the new range at their current step.

Wage Discussion

• At least one (1) year prior to contract expiration, the parties agree to discuss the 2025 bargaining process to assist in planning for wage discussions in future negotiations. The parties will schedule at least three meetings with the option to mutually agree to more meetings.
• Subjects for discussion include equity, options, and approaches to address both parties’ interests regarding wages, systems change to support options for address wage concerns.
• The discussions may result in mutual potential opportunities for addressing wages in the 2025-2027 bargaining. Participants in these discussions will include relevant stakeholders for each party, including an EDI leader from each party. Each party may bring up to seven participants.
• Employees will be paid release time for time spent in the meetings.

Parental Leave

• Increased Parental Leave from 4 to 6 months.
• Added language clarifying that for birth parents, temporary disability leave for pregnancy is in addition to parental leave.

Healthcare

• The parties incorporated the agreement reached at the state level healthcare Coalition bargaining. The agreement added language stating that in no instance will the employee contribution be less than 2% of the Employer Medical Contribution per month. It also increased the base salary an employee may make to be eligible for the Employer FSE funds from $54,000 to $60,000.

UPASS

• Changed language to state all bargaining unit employees are eligible for the fully subsidized UPASS

Tentative Agreements for HMC/ALNW only

Targeted Recruitment and Retention Increases
Effective November 16, 2022:

• Cardiac Sonographer 1 – approximately 5% increase
• Cardiac Sonographer 2 – approximately 5% increase
• Cardiac Sonographer Lead – approximately 5% increase
• Diagnostic Medical Sonographer – approximately 5% increase
• Diagnostic Medical Sonographer Lead – approximately 5% increase
• Diagnostic Medical Sonographer Spec – approximately 5% increase
• Imaging Tech-Education Quality Assurance – approximately 5% increase
• Imaging Technologist – approximately 5% increase
• Imaging Technologist Trainee – approximately 5% increase
• Imaging Technologist-Angiography – approximately 5% increase
• Imaging Technologist-Comp Tomo – approximately 5% increase
• Imaging Technologist-Lead – approximately 5% increase
• Imaging Technologist-Mag Res Imaging – approximately 5% increase
• Imaging Technologist-Mammo – approximately 5% increase
• Imaging Technologist-Supervisor – approximately 5% increase
• Imaging Technologist-Supervisor – approximately 5% increase
• Nuclear Medicine P.E.T. Technologist – approximately 5% increase
• Nuclear Medicine Technologist 1 – approximately 5% increase
• Nuclear Medicine Technologist 2 – approximately 5% increase
• Nuclear Medicine Technologist Lead – approximately 5% increase
• Vascular Sonographer – approximately 5% increase
• Vascular Sonographer Lead – approximately 5% increase
• Respiratory Care Lead – approximately 2% increase
• Respiratory Care Practitioner – approximately 2% increase

Nurse Pay Ranges

• The parties agreed to increase by 2% the first 5 ranges on the registered nurse pay tables

Airlift Northwest

• Rather than receive specific numbers of paid hours when employees are stuck out of town, employees on their duty off time past their scheduled shift when stuck out of town will receive pay, at an overtime rate, for all hours (hour for hour) until they return to their home base.
• Added language stating that those employees for whom part of their FTE is dedicated to committee work, and who serve as a chair on the Clinical Practice and Quality Committee or the Safety Committee, will receive a premium of $2.50 per hour for that portion of their FTE dedicated to committee work.

Pre-scheduled Voluntary Double-time

• Decreased time intermittent staff (formerly per diems) are required to have scheduled work before they are eligible to volunteer for pre-scheduled double-time shifts from 40 hours per week to 36.
• Replaced language concerning the initial implementation of the MOU within 60 days of the ratification of the current contract as the MOU has already been implemented. New language states that within 90 days of ratification, the Employer will provide the Union with a current list of departments that are using pre-scheduled voluntary double-time shifts for critical staffing needs. Within 60 days of receiving the information, the Union can request a JLM to discuss the status of pre-scheduled double-time use.

Rest Between Shifts

• The parties agreed to expand the language around Rest Between Shifts (RBS) that currently only applies to Social Workers, PA-ARNPs, END Techs, and Respiratory Care to include all employees except nurses (who have other RBS language) and Speech Pathologist (who are overtime exempt). This language states that employees regularly scheduled to work 8- or 9-hour shifts who do not receive 12 hours between scheduled shifts would receive time-and-a-half for all hours worked in the 12-hour period. Employees regularly scheduled to work 10- or 12-hour shifts who did not receive 10 ½ hours between scheduled shifts would receive time-and-a-half for all hours worked in the 10 ½-hour period.

Compensatory Time

• Increase cap on compensatory time from 40 to 240 hours.
• Added language stating compensatory time must be used or paid for by June 30 of each fiscal year, unless the balance exceeds 240 hours prior to June 30, then that excess amount will be cashed out to bring the balance back to 240 hours. The employee’s compensatory time balance will be cashed out to zero every June 30.
• The parties agreed that all employees, rather than just nurses, may request to accrue compensatory time on the basis of double time as appropriate.

Tentative Agreements for UWMC-NW only

Targeted Recruitment and Retention Increases
Effective November 16, 2022:

• Diagnostic Medical Sonographer – approximately 5% increase
• Diagnostic Medical Sonographer Lead – approximately 5% increase
• Echo and Vascular Tech Lead – approximately 6% increase
• Echo and Vascular Tech – approximately 5% increase
• Echocardiographer – approximately 5% increase
• Imaging Technologist – approximately 5% increase
• Imaging Technologist Trainee – approximately 5%
• Imaging Technologist-Comp Tomo – approximately 5% increase
• Imaging Technologist-Lead – approximately 5% increase
• Imaging Technologist-Mag Res Imaging – approximately 5% increase
• Imaging Technologist-Mammo – approximately 5% increase
• Interventional Tech – approximately 5% increase
• Nuclear Med Technologist 1 – approximately 5% increase
• Spec Mammo & Brst US Tech – 5% increase
• Spec Mammography Tech – approximately 5% increase
• Licensed Practical Nurse – approximately 4.7% increase
• Licensed Practical Nurse Lead – approximately 4.6% increase
• Therapist Recreation Specialist Certified – approximately 6% increase
• Speech Pathologist – approximately 3% increase
• Maintenance Engineer – approximately 5% increase
• Senior Maintenance Engineer – approximately 5% increase
• Maintenance Engineer Lead – approximately 5% increase
• Medical Technologist – approximately 6% increase
• Medical Technologist Lead – approximately 6% increase

Market Based Increases

• Lab Assistant – approximately 5% increase
• Lab Assistant Lead – approximately 7% increase
• Lab Assistant Technical – approximately 7% increase
• Medical Lab Technician – approximately 7% increase

Shift Differential for Certified Nursing Assistants (CNAs)

• Second (evening) shift differential for CNAs increased from $1.35 to $1.50 per hour
• Third (night) shift differential for CNAs increased from $2 to $2.25 per hour

Social Workers License Pay

• Added new premium of $1.50 per hour for all Social Workers who are licensed by the State of Washington as an Advanced Social Worker or Independent Clinical Social Worker.
• Changed language to state that Social Workers are ineligible for Certification Pay

Rest Between Shifts

• Language changed so Rest Between Shifts premium can apply to standby and callback assignments.

BU Table Restructure

• Parties agreed to restructure the BU Pay Table to create 1% increments between ranges. All other existing job profiles will be assigned to a new range with step values that are equal to or greater than their current step values, resulting in minor increases
• Employees allocated to the classification Float Cert Nursing Asst (21332) will be re-allocated to the classification Cert Nursing Asst (21299) and will receive $2.25/hour float pay for all hours paid
• Employees allocated to the classification Float Unit Secretary (21333) will be re-allocated to the classification Unit secretary (21404) and will receive $2.25/hour for all hours paid

Updated Employee Parking Rates at the Northwest Campus

• $78 – 1st Shift .5 FTE or higher
• $57.20 – 1st Shift less than .5 FTE/intermittent and nonpermanent
• $57.20 – 2nd Shift .5 FTE or higher
• $36.40 – 2nd Shift less than .5 FTE/intermittent and nonpermanent
• $36.40 – 3rd Shift .5 FTE or higher
• $26 – 3rd Shift less than .5 FTE/intermittent and nonpermanent

Compensatory Time

• Added definition of “compensatory time” as it was previously not defined in the contract
• Added language explaining current practice: compensatory time must be used or paid for by June 30th of each fiscal year, unless the balance exceeds 240 hours prior to June 30th, then that excess amount will be cashed out to bring the balance back to 240 hours.

Overtime Placement

• Added language stating employees will automatically be placed into a weekly overtime work rule upon hire. Those wishing to opt into a daily overtime work rule must submit a request to their manager and the change will be effective the beginning of the next workweek and will not be retroactive.

UW has reached agreement with AFT on a collective bargaining agreement effective from February 13, 2023 through January 31, 2026. Members of AFT have voted in favor of ratifying their contract.

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

Summary Table: AFT-UW 2023-2026 Agreement

The main SEIU 1199NW Research Hall Health contract page will be updated with the finalized agreement once available.

Background

This recap details the first session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and Service Employees International Union 1199NW (SEIU 1199NW). Recaps are published online on the UW Labor Relations Negotiations Updates website.

The negotiation teams for the University of Washington and SEIU 1199NW participated in an all-day collaborative bargaining training facilitated by the Public Employment Relations Commission (PERC). The next SEIU 1199NW and UW bargaining session is scheduled for March 18, 2025, and will be held in person.

Background

This recap details the first session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and Service Employees International Union 1199NW (SEIU 1199NW). Recaps are published online on the UW Labor Relations Negotiations Updates website.

The negotiation teams for the University of Washington and SEIU 1199NW participated in an all-day collaborative bargaining training facilitated by the Public Employment Relations Commission (PERC). The next SEIU 1199NW and UW bargaining session is scheduled for March 18, 2025, and will be held in person.

Background
This recap details the second and third sessions for the renewal of the collective bargaining agreement (CBA) between the University of Washington and Service Employees International Union 1199NW (SEIU 1199NW). Recaps are published online on the UW Labor Relations Negotiations Updates website.

The negotiation teams for the University of Washington and SEIU 1199NW are participating in collaborative bargaining which requires the parties spending intentional time getting to know one another, as well as describing interests and concerns prior to submitting proposals.

At the March 18^th and March 19^th sessions, the parties discussed the interests and concerns regarding the Language Pay Premium and Employee/Supervisor Feedback.

Next Steps
The parties have identified several dates in April in which small groups will meet to discuss issues applicable to Harborview Medical Center/Airlift Northwest, UW Medical Center Northwest/UW Medicine Primary Care Clinics, per diems, and standby. These sessions will be in person and start on April 1, 2025.

Background
This recap details the second and third sessions for the renewal of the collective bargaining agreement (CBA) between the University of Washington and Service Employees International Union 1199NW (SEIU 1199NW). Recaps are published online on the UW Labor Relations Negotiations Updates website.

The negotiation teams for the University of Washington and SEIU 1199NW are participating in collaborative bargaining which requires the parties spending intentional time getting to know one another, as well as describing interests and concerns prior to submitting proposals.

At the March 18^th and March 19^th sessions, the parties discussed the interests and concerns regarding the Language Pay Premium and Employee/Supervisor Feedback.

Next Steps
The parties have identified several dates in April in which small groups will meet to discuss issues applicable to Harborview Medical Center/Airlift Northwest, UW Medical Center Northwest/UW Medicine Primary Care Clinics, per diems, and standby. These sessions will be in person and start on April 1, 2025.

Background
This recap details the fourth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Service Employees International Union 1199NW (SEIU 1199NW). Recaps are published online on the UW Labor Relations website.

SEIU 1199NW Initial Proposals

Low Census
The Union stated an interest in minimizing the impact of low census on employees and suggested having a bucket of project work that employees could perform so they could meet their FTE if they elected. The union proposed a Low Census Fund, not to exceed 2500 hours, would be implemented to fund the project work.

Overtime
The Union stated an interest in clarifying the language regarding overtime and when overtime would apply to various employees. The Union proposed that all employees would receive double-time after 12 hours of work in one day, regardless of the length of their shift.

Floating
The Union stated an interest in being intentional around floating at UMWC-NW/UWMPC. The Union proposed that employees hired into a specific unit would receive a premium if they float to work to another location.

UW Initial Proposals

Article 10 – Holiday
The Employer proposed to include language that would clarify the difference between Holiday Premiums and Holiday Pay, and how these two types would apply to full-time and part-time employees.

Article 12 – Sick Time Off
The Employer proposed aligning the language throughout this article with the way time off, paid and unpaid, is referred to by the current Washington State legislature.

Definition of Family Member
The Employer proposed moving this language so that it would appear earlier within this article so that this definition would appear before sick time off use is described.

Use of Vacation Time Off or Compensatory Time Off for Sick Time Off Purposes
The Employer proposed that employees covered by this agreement could use accrued Holiday Credit in addition to Vacation Time Off or Compensatory Time Off when the employee has exhausted their accrued Sick Time Off.

Voluntary Employee’s Beneficiary Associate (VEBA)
The Employer proposed including this language within the agreement with the intent of sharing this knowledge more broadly. Employees covered by this agreement are already benefiting from VEBA.

Article 14 – Unpaid Absence
The Employer proposed that reasons of faith or conscience would be included in reasons unpaid absences could be granted. Additionally, the Employer proposed striking to accommodate annual work schedules for cyclic employees as there are no cyclic employees under this agreement.  

Article 16 – Washington Family Medical Leave Program
The Employer proposed mostly housekeeping edits to this article. The Employer also proposed including language that clarified the supplemental benefits the University had elected to offer and language that employees requesting PFML benefits would provide notice as outlined under RCW 50A.15.030.

Article 32 – Salary Overpayment Recovery
The Employer proposed including language that would add clarity to the methods of payback in the cases of overpayment for active employees and separated employees. This language existed previously but was causing confusion.

Article 33 – Non-Discrimination
The Employer proposed housekeeping edits to this article.

MOU – Apprenticeship Program
The Employer proposed extending this MOU rather than let it expire. The Employer’s proposal also struck language that would require the Employer to have at least one Medical Assistant (MA) cohort within the next two years and included language that would allow the Employer to have a cohort if the need arises.

New Article – Leave Due to Family Care Emergencies
The Employer proposed a new article to include within this agreement that speaks to leave due to family care emergencies. This article was crafted to be as close as possible to similar articles in other agreements and it would detail two types of family care emergencies, accrued time usage when appropriate, and options when an employee’s child’s school or day care has been closed by a public official for any health-related reason.

New Article – Mandatory Subjects
The Employer proposed a new article to include within this agreement that speaks to mandatory subjects of collective bargaining, notification required by the Employer to the Union, opportunity to bargain impacts, related information requests, and emergency or mandated conditions. This article was crafted to be as close as possible to similar articles in other agreements at the University.

New Article – Reasonable Accommodations for Employees with Disabilities
The Employer proposed a new article to include within this agreement that speaks to accommodation for employees with disabilities. This article was crafted to be as close as possible to similar articles in other agreements according to Washington Policy Statement 46.5.

Next Steps
The next SEIU 1199NW and UWMC-NW/UWMPC bargaining session will be held jointly with HMC/ALNW and is scheduled for April 9, 2025, and will be held in person.

Background
This recap details the fourth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Service Employees International Union 1199NW (SEIU 1199NW). Recaps are published online on the UW Labor Relations website.

SEIU 1199NW Initial Proposals

Continued Education
The Union stated an interest in encouraging and supporting workers’ continued development, growth, and work requirements. The Union proposed removing outdated language. The Union also proposed that employees who do not use the full allotment of their available continuing education funds, or professional/technical bargaining unit member funds, would be able to rollover the remaining funds to the next year. The Union also proposed that employees would be able to view their available continued education hours and dollars on Workday as well as employees who give at least six weeks’ notice to use their funds would not have their time off denied.

Transportation at and outside HMC
The Union stated an interest in improving safety, costs, and the time required to get to work and to get home from work. The Union recognized that HMC/ALNW management would likely need to work with the city and county to address this concern and they hoped examples provided would help in advocating for this interest.

New Side Letter I – APP Onboarding
The Union proposed that newly hired APPs would have a designated mentor and designated time for their onboarding. In this proposal, the mentor would receive preceptor pay.

New MOU – Practice Management Time
The Union proposed a new MOU that would define practice management time as non-direct patient care time such as charting, paperwork, documentation, and care coordination as an essential component of the employee’s workday. In this proposal, bargaining unit members of the ARNP and Physician Assistant unit and Social Work, SLP, and Dietitian unit would, based on a 1.0 FTE, be allowed to spend 0.25 FTE on practice management time.

New MOU – Radiology Lead Recruitment and Retention
The Union proposed a new MOU regarding the recruitment and retention increase for Interventional Cardiovascular Technologist Leads from range 70 to range 78, and CT Technologist Leads and MRI Technologist Leads’ range would increase from 70 to range 73.

UW Initial Proposals

Article 11 – Educational and Professional Development
The Employer proposed to modify language in this article to add clarity to which instances would count as Mandatory Education/Training and which instances would be classified as Elective Education and Professional Leave. Additionally, the Employer proposed that if an employee was required to attend an education/training program on off-duty time, they would be given the option to accumulate compensatory time or be paid as time worked.

Article 19 – Job Posting & Transfer
The Employer proposed including language that would clarify which agreement would prevail when a probationary period employee was seeking to revert to their previously held position.

Article 38 – Seniority, Layoff, Rehire
The Employer proposed added language that clarify layoff seniority and unit seniority. The Employer proposed that layoff seniority would be defined as the continuous length of service in calendar days with the Employer from the most recent date of hire; unit seniority would be defined as continuous length of service within the employee’s unit and would be used for internal unit processes.

New Article – Inclement Weather and Suspended Operations
The Employer proposed adding a new article that would detail suspended operations, compensation and use of accrued paid time off in during suspended operations, inclement weather operations, parking options during suspended operations, and in which cases onsite work or telework would be encouraged.

Next Steps
The next SEIU 1199NW and UWMC HMC/ALNW bargaining session will be held jointly with UWMC-NW/UWMPC and is scheduled for April 9, 2025, and will be held in person.