UW has reached agreement with WFSE on a collective bargaining agreement for the 2023-2025 fiscal biennium. Members of WFSE have voted in favor of ratifying their contract.
For details on the agreement reached, please see the following summary table:
Summary Table: WFSE-UW 2023-2025 Agreement
Copies of the tentative agreements have been posted on the main WFSE contract page, and will be replaced with the finalized agreement once available.
On September 12, UW reached agreement with WFSE on a collective bargaining agreement for UWPD sergeants and lieutenants for the 2017-2019 fiscal biennium. WFSE Police Management’s membership has since voted in favor of ratifying this contract.
General Wage Increases – The parties tentatively agreed to an 8 percent across-the-board wage increase effective July 1, 2017, and an 8 percent across-the-board wage increase effective July 1, 2018, to remain competitive with the market.
Management Differential – The parties tentatively agreed that employees in the WFSE Police Management bargaining unit will have a 16.5 percent wage differential over the employees they supervise.
Longevity Pay – The parties tentatively agreed to increase the longevity premium paid to sergeants and lieutenants during later years of service, as follows:
Vacation – The parties tentatively agreed to increase vacation accruals during later years of service, as follows:
Plain Clothes Allowance – The parties tentatively agreed that positions designated as “Plain Clothes” will receive a yearly clothing allowance of $500.
Background
This recap details portions of the second and third sessions for the renewal of the collective bargaining agreement between the UW and WFSE, set to expire on June 30, 2019. Recaps are published online on the UW Labor Relations website.
Union Initial Proposals
WFSE presented initial proposals regarding a series of new and existing provisions, including:
Disability Separation – WFSE proposed that employees who are separated due to a disability would be automatically placed on the rehire list with the right to come back to work if able to perform the essential position duties, while maintaining their seniority and leave accrual.
Double Shifts – WFSE proposed language stating that employees would not be required to work more than sixteen consecutive hours, including rest breaks and lunch periods (a double shift). The proposal stated that employees would not work more than two double shifts in a week, unless it was voluntary and for unusual circumstances. The Union proposed that an employee have a minimum of eight hours off following a double shift and be ineligible for any work assignment during that time. If the eight hour break would cut into an employee’s regularly scheduled shift, they would still be paid for that time while resting.
Schedule Assignment Notification – Currently the Employer must provide two calendar days’ notice for a temporary schedule change and WFSE is proposing to increase that to seven days. The proposed language would require the Employer to pay one additional hour if the change is made within less than seven days, and if an employee came in and was sent home early, the Employer would pay for half of the hours not worked.
WFSE proposed to increase the amount of notice required for a permanent shift change from fourteen days to thirty. In this same section of the agreement, the Union proposed that in the event of a vacancy in a shift schedule, employees would be able to bid on the shift by departmental seniority.
Timeclocks – WFSE proposed that employees would have a grace period of seven minutes before and seven minutes after a shift to clock in or out without being subject to discipline.
Licensure and Certification – Currently employees are responsible for maintaining Employer required licenses or certifications. WFSE proposed that the financial responsibility for maintenance of the licenses and certifications would shift to the Employer.
Leave Due to Child Care Emergencies – Currently an employee unable to report to work due to a child care emergency may use three days of several leave types each per calendar year. WFSE proposed to increase the maximum amount of leave use per type to five days.
Civil/Jury Duty – WFSE proposed that an employee would not be expected to work the night shift before or after they are to report for jury duty.
Bereavement Leave – Currently an employee must be granted up to three days of bereavement leave for each death of a family member. The Union proposed to increase the allowance to five days.
Uniforms and Special Clothing – The Union proposed to nullify any past practices or agreements between the parties prior to July 1, 2019 related to not laundering uniforms.
WFSE proposed that the Employer would reimburse all employees who are required to wear safety shoes up to $350 annually or up to the amount that is current department practice, whichever is higher. Additionally, the Union proposed that the Employer would reimburse all employees required to wear safety glasses up to $200 annually for ANSI-approved prescription safety glasses.
HR Investigations – WFSE proposed new language that would require employees who are the subject of an investigatory interview to be informed of the nature of the allegations before they were asked to respond to questions concerning the allegations.
Trial Service Period – Currently employees who promote or move laterally serve a six-month trial service period and any paid or unpaid leave taken during that time extends the length of the trial service period by the amount of leave taken. WFSE proposed that any time off taken would not extend the trial service period unless it was time in excess of six weeks.
Steward Representational Duties – WFSE proposed that Union stewards would receive paid time off work to conduct independent investigations of issues brought by Union members.
Contracting – Currently the Employer will not contract out work which results in the layoff of bargaining unit employees without following applicable law. The Union proposed that the Employer would not contract out work which results in the layoff of bargaining unit employees under any circumstance.
WFSE proposed that the Employer would no longer be able to contract out work that does not result in a layoff due to a shortage of resources or deadlines. The Union proposed that work that has historically and customarily been contracted out would only continue upon mutual agreement, and the Union proposed to receive at least sixty days’ notice of contracting.
Public Transportation Delays – WFSE proposed to incorporate a side letter from the current contract into the body of the agreement stating that employees who arrive late to work due to unforeseen or unavoidable delays in public transportation would not be subject to corrective action.
Custodial Staff Schedules – WFSE proposed a building services custodial staff pilot that would allow certain classifications in the building services department the option of a schedule with a four day work week, ten hours a day.
Next Steps
The Employer intends to complete presentation of initial proposals at the next scheduled bargaining session on June 28.
Background
This recap details portions of the fifth and sixth sessions for the renewal of the collective bargaining agreement between the UW and WFSE, set to expire on June 30, 2019. Recaps are published online on the UW Labor Relations website.
UW Proposals
Tuition Exemption Program – UW proposed to retain current contract language regarding tuition exemption, and not expand the program as proposed by the Union.
Vacation – UW maintained its proposal on new language clarifying rules around vacation leave maximums. The Employer proposed new language stating that either party could suggest new departmental procedures or changes to the existing vacation request process, and that would be an appropriate JLM agenda item.
In response to the Union’s proposal, UW proposed language stating that upon request, the Employer would provide a reason in writing for any vacation denial.
Work Related Injury Leave – In response to the Union’s proposal, UW proposed to add language stating that the Employer would follow the applicable laws and University policies related to worker’s compensation and the return-to-work program.
Joint Union/Management Committees – UW integrated WFSE’s proposal to hold departmental JLMs at least twice annually in Facilities Services, Housing and Food Services, UWMC, and Harborview Medical Center. Committee meetings for the Bothell and Tacoma campuses would be scheduled as needed, upon mutual agreement. The new language would allow for ad hoc committee meetings upon mutual agreement, to address specific workplace issues.
Grievance Procedure – UW maintained its proposal that would allow the Union forty-five days to file a contracting out grievance and would increase the amount of time Labor Relations has to respond to a step two from 15 to thirty days. In response to the Union’s proposal, the Employer proposed that either party may elect to skip step one if a group grievance (with five or more grievants) is filed.
Union Proposals
Civil/Jury Duty Leave – WFSE maintained its proposal that employees would not be expected to work the night shift before or after they are to report jury duty. The Union clarified that their proposal was for leave with pay for both shifts.
Bereavement Leave – WFSE maintained its proposal to increase the amount of bereavement leave granted for each death of a family member from three to five days. WFSE incorporated the Employer’s proposal to add holiday credit and personal holiday as leave types that may be used beyond initial bereavement leave.
Suspended Operations – The Union rejected the Employer’s initial proposal to eliminate the option of makeup time to account for hours not worked during suspended operations.
Performance Evaluations – In response to the Employer’s proposal, the Union proposed language that would ensure performance evaluations were not performed more frequently than once per year. WFSE proposed new language that would introduce a 360-degree feedback method for evaluations that would capture the feedback of a manger or supervisor’s subordinates. Any feedback captured would be provided to the manager’s supervising authority. WFSE proposed to integrate UW’s proposed language to memorialize the process for UWMC employees doing their evaluations in Workday.
Tentative Agreements
On July 9 (in between the June 28 and July 26 bargaining sessions), the parties signed tentative agreements to close the following provisions and retain current contract language:
On July 28, the parties signed tentative agreements to close the following provisions:
Next Steps
The next UW-WFSE bargaining session is scheduled for July 31.
Background
This recap details portions of the seventh and eighth sessions for the renewal of the collective bargaining agreement between the UW and WFSE, 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:
Union Proposals
Holidays – WFSE integrated the Employer’s proposal stating Employees must be in pay status for at least four (4) hours on the last scheduled work shift preceding the holiday in order to be paid for a holiday not worked. The added language would memorialize current practice, but the Union also proposed new language stating that time spent on temporary layoff would be considered time in pay status.
Vacation – In response to the Employer’s proposal, WFSE integrated language stating either the Union or employees could suggest new departmental procedures or changes to the existing vacation request process, as an appropriate JLM agenda item.
Civil/Jury Duty Leave – WFSE maintained its proposal that employees would not be expected to work the night shift before or after they are to report jury duty, and would be paid for both shifts.
Bereavement Leave – WFSE withdrew its proposal to increase the amount of bereavement leave granted for each death of a family member from three to five days. The Union proposed language stating that the Employer would approve leave requests for up to a total of five days per year in the event of the death of an aunt, uncle, niece, nephew, first cousin, and/or corresponding relatives of the employee’s spouse or domestic partner (not covered by the definition of family member).
Work Related Injury Leave – Both parties integrated the Employer’s proposed language stating that UW would follow the applicable laws and University policies related to worker’s compensation and the return-to-work program. The Union proposed that the Employer would attempt to find modified duty opportunities in lieu of and/or after disability leave. Upon request, the Employer would be required to provide the modified duty options that were considered and the reasons for any request denials.
Mandatory Subjects – WFSE maintained its proposal to retain current contract language regarding the amount of time the Union has to request negotiations over a change after receiving written notice. The Employer proposed twenty-one calendar days, and the current contract says thirty.
Steward Representational Duties – WFSE maintained its proposal that would allow Union stewards to receive paid time off work to conduct independent investigations of issues brought by Union members.
In response to the Employer’s proposal to leave jurisdiction language as is, WFSE maintained its proposal that areas of jurisdiction would be determined and assigned by the Union.
The Union maintained its proposal to require the Employer to release members of the Union’s bargaining team for all bargaining sessions.
Joint Union/Management Committees – WFSE modified its proposal from holding departmental JLMs at least twice annually, to no less than quarterly in Facilities Services, Housing and Food Services, UWMC, and Harborview Medical Center. Committee meetings for the Bothell and Tacoma campuses would be scheduled as needed, upon mutual agreement. The new language would allow for ad hoc committee meetings to address specific workplace issues, but the Union proposed those could be scheduled by either party rather than mutual agreement, as proposed by the Employer.
Privacy – In response to the Employer’s counter to retain the privacy article and corresponding MOU, WFSE proposed new language to the MOU stating when documents in an employee’s files are the subject of a public disclosure request, the Employer would provide a copy of the request at least seven days before the intended release date and redact social security numbers when applicable.
Temporary Employees – WFSE proposed to extend all aspects of the corrective action/dismissal article to temporary employees.
Part-Time Employees – WFSE proposed a new MOU stating that the parties would meet and discuss possible amendments to the collective bargaining agreement after civil service rules are amended following the passing of a recent House Bill that removed the exemption of part-time employees from state civil service rules.
UW Proposals
Hours of Work – UW withdrew its proposal that stated adjustments to the hours of daily work shifts during the same work week would not constitute a temporary schedule change, and overtime-eligible employee’s daily start and/or end time could be adjusted by two hours.
In response to the Union’s proposal, the Employer proposed that employees would be allowed to bid on vacant shifts by department seniority in accordance with departmental policy/procedure. Bids would be restricted to the employee’s work unit.
Work During the Cyclic Leave of Absence – UW proposed to memorialize current practice stating that employees working during a cyclic leave of absence accrue paid time off prorated based on regular hours worked, and paid time off used in a month.
Fixed Duration Appointments (FDAs) – UW maintained its proposal to eliminate language stating that FDAs may only be used to fill leave of absences and/or temporary projects, to allow for more flexibility in the use of FDAs.
Trial Service Period – UW maintained its proposal to increase the trial service period for transfers to six months, in order to create a uniform length for all appointment types (including promotion and lateral movement).
Suspended Operations – The Employer modified its proposal to require use of paid leave for suspended operations in a specified order, or an employee could use leave without pay if no accrued leave was available. If leave without pay was used, only then would the employee have the option of makeup time.
Performance Evaluations – In response to the Union’s proposal, the Employer reverted to current contract language stating evaluations shall be performed annually, and a supervisor’s failure to complete an evaluation will be construed to mean the employee has performed satisfactorily. UW maintained its proposal to eliminate language prescribing the content of evaluation forms to allow for more flexibility in the ways the Employer could conduct evaluations.
The Employer rejected WFSE’s proposal to introduce a 360-degree feedback method for evaluations.
Alternative Work Schedules for Building Services (UW Seattle Campus) – In response to the Union’s proposal to allow four ten-hour shifts per week, UW proposed that upon request, the parties would meet at a JLM to discuss the possible implementation of an alternative work schedule pilot. The discussion may also include, but not be limited to, crews and classifications, workload, team cleaning, open run assignments, zone assignments, work locations, shift start and end times, and holiday coverage.
Next Steps
The next UW-WFSE bargaining session is scheduled for August 6.
Background
This recap details portions of the ninth session for the renewal of the collective bargaining agreement between the UW and WFSE, 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:
Union Proposals
Disability Separation – WFSE modified its proposal to state the Employer would be required to provide in writing any denied modified duty options that were considered, and any reasons for denial.
WFSE proposed that employees who are disability separated would have eighteen months to request placement on the rehire list (after being medically cleared) for any classifications in which the employee has held permanent status, and for lower classifications in the same series. For all other classifications in which the employee has the necessary skills and abilities, the employee would be added to the rehire lists, after the most junior employee.
Vacant Shifts – In response to the Employer’s counter proposal, WFSE adopted UW’s language stating employees would be allowed to bid on vacant shifts by department seniority, but proposed that bids would not be restricted to the employee’s work unit and instead could span any work group/unit.
Double Shifts – WFSE maintained its proposal stating that employees would not be required to work more than sixteen consecutive hours, including rest breaks and lunch periods (a double shift). The proposal stated that employees would not work more than two double shifts in a week, unless it was voluntary and for unusual circumstances. The Union proposed that an employee have a minimum of eight hours off following a double shift and be ineligible for any work assignment during that time. If the eight-hour break would cut into an employee’s regularly scheduled shift, they would still be paid for that time while resting.
Schedule Assignment Notification – WFSE maintained its proposal for the Employer to pay one additional hour if a temporary schedule change is made within less than two days, and if an employee came in and was sent home early, the Employer would pay for half of the hours not worked.
WFSE maintained its proposal to increase the amount of notice required for a permanent shift change from fourteen days to thirty.
Time clocks – WFSE maintained its proposal that would give employees a grace period of seven minutes before and seven minutes after a shift to clock in or out without being subject to discipline.
Trial Service Period – Currently employees who promote or move laterally serve a six-month trial service period and any paid or unpaid leave taken during that time extends the length of the trial service period by the amount of leave taken. WFSE initially proposed that any time off taken would not extend the trial service period unless it was time in excess of six weeks. The Union modified its proposal so that trial service would be extended on a day-for-day basis for any days an employee is off except time for military, sick, bereavement, civil duty, and FMLA leave.
Fixed Duration Appointments (FDAs) – WFSE rejected the Employer’s proposal to eliminate language stating that FDAs may only be used to fill leave of absences and/or temporary projects.
Joint Union/Management Committees – Earlier in the day, the Employer integrated WFSE’s language on holding quarterly departmental JLMs in Facilities Services, Housing and Food Services, UWMC, and Harborview Medical Center. In response, WFSE integrated the Employer’s language that would require agenda items and release requests be submitted at least fifteen days in advance of the meeting, or either party could cancel. The Union maintained its proposal that ad hoc JLMs could be scheduled by either party rather than mutual agreement.
Alternative Work Schedules for Building Services (UW Seattle Campus) – In response to the Employer’s counter proposal, WFSE proposed that the an alternative work schedule pilot committee would be formed within thirty days of the contract’s effective date. The committee would consist of three bargaining unit members selected by the Union, including one custodial supervisor, and three University representatives.
UW Proposals
Licensure and Certification – The Employer rejected WFSE’s proposal that would place the financial responsibility for maintenance of licenses and certifications to the Employer. UW proposed language indicating that individual departments could reimburse employees for maintained and renewal costs, if they so choose.
Mandatory Subjects – UW withdrew its proposal to change the amount of time the Union has to request negotiations over a change after receiving written notice, and proposed to maintain current contract language on that section (thirty days).
Steward Representational Duties – The Employer maintained its proposal to leave jurisdiction language as is. UW rejected WFSE’s proposal that would require the Employer to release members of the Union’s bargaining team for all bargaining sessions, without taking into account business needs.
Temporary Employees – UW rejected WFSE’s proposal to extend all aspects of the corrective action/dismissal article to temporary employees.
Next Steps
The next UW-WFSE bargaining session is scheduled for August 14.
Background
This recap details portions of the eleventh session for the renewal of the collective bargaining agreement between the UW and WFSE, 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:
The parties agreed to eliminate the following outdated MOUs and Side Letters (SL):
UW Proposals
Adequate Lunch Space – In response to the Union’s proposal to define an adequate lunchroom, UW proposed a new MOU stating that access to an adequate lunch space is an appropriate topic for a JLM.
Trades Apprenticeship Program – In response to the Union’s proposal, UW proposed that if the Employer decides to implement a trades apprenticeship program it will follow the conditions outlined within the corresponding contract provision.
Contracting – UW maintained its proposal stating that the University will follow applicable state law and/or the mandatory subjects article when contracting out work.
Union Proposals
Double Shifts – WFSE maintained its proposal stating that employees would not be required to work more than sixteen consecutive hours, including rest breaks and lunch periods (a double shift). The proposal stated that employees would not work more than two double shifts in a week, unless it was voluntary and for unusual circumstances. The Union proposed that an employee have a minimum of eight hours off following a double shift and be ineligible for any work assignment during that time. If the eight-hour break would cut into an employee’s regularly scheduled shift, they would still be paid for that time while resting.
Overtime – WFSE proposed that the overtime definition including work in excess of the daily shift, would be replaced by work in excess of the assigned work shift, or work performed on an assigned day off.
Compensatory Time – WFSE proposed that all employees would be able to accumulate up to 240 hours of compensatory time. The Union proposed that supervisors would contact employees with unscheduled compensatory time balances to review their schedule by June 15 of each year (before June 30 cash out).
Uniforms and Special Clothing – The Union proposed to retain current contract language stating that the Employer would provide and clean at no cost to the employees, any required uniforms or special clothing.
WFSE modified its proposal to say the Employer would reimburse all employees who are required to wear safety footwear as essential personal protective equipment $225 annually or up to the amount that is current department practice, whichever is higher. Additionally, the Union maintained its proposal that the Employer would reimburse all employees required to wear safety glasses up to $200 annually for ANSI-approved prescription safety glasses.
Next Steps
The next UW-Coalition bargaining session is scheduled for September 13, and the next UW-WFSE bargaining session is scheduled for September 17.
Background
This recap details portions of the twelfth session for the renewal of the collective bargaining agreement between the UW and WFSE, 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:
Counter Proposals
Overtime – The Employer maintained its proposal to redefine overtime for part-time employees as work in excess if forty hours in one week.
Trades Apprenticeship Program – The Employer proposed language clarifying that the decision of whether or not to establish a Trades Apprenticeship Program would be solely the Employer’s.
Adequate Lunch Space – The parties exchanged multiple proposals but have not yet reached agreement on language regarding discussion of adequate lunch spaces at JLMs.
Next Steps
The next UW-Coalition bargaining sessions are scheduled for September 18 & 19.
Contract Vote
The Employer agrees to support voting efforts by allowing the Union access to the various spaces to conduct voting and allowing employees a reasonable amount of time to vote if they are unable to do so during their normal break times.
According to WFSE, online voting will begin Friday October 5 at midnight and conclude Sunday October 7 at midnight. On-site voting will be held at the locations listed below:
Monday, October 8
Tuesday, October 9
Wednesday, October 10
Thursday, October 11
Friday, October 12
Contract Provisions to be Considered
General Wage Increases – The Employer proposed to increase wages across-the-board by 2% on July 1, 2019 and 2% on July 1, 2020.
The Employer proposed to implement an additional 2% locality adjustment on July 1, 2019 and a 2% locality adjustment on July 1, 2020, both contingent upon the state appropriating new, permanent state funding from a non-University source to cover the full cost, including marginal benefit funding, for all employees regardless of funding source.
U-PASS – The Employer proposed to provide bargaining unit employees with a U-PASS for no fee beginning July 1, 2019.
Lump Sum – The Employer proposed a lump sum payment of $100 for employees in active permanent appointments on July 1, 2019 of .75 FTE or above, and $50 for employees in active permanent appointments below .75 FTE.
Targeted Recruitment and Retention Range Adjustments – The Employer proposed to place numerous job profiles on higher pay ranges, providing increases and enabling wage scale movement for many employees, some of whom who were previously topped out. The affected groups include:
WFSE
Standby Premium – The Employer proposed to increase WFSE’s standby premium to $3.75 per hour for Healthcare/Professional Technical Classifications and from $1.00 to $2.00 per hour for other eligible job classes. The Employer proposed to increase SEIU 925’s standby premium from $1.75 to $2.00 per hour for the University-wide Nonsupervisory, and Supervisory Units, Contact Center, and Contact Center Supervisory, and from $3.00 to $3.75 per hour for the Health Care Professional/Laboratory Technical Unit.
Harborview Public Safety Premium – The Employer proposed to increase the WFSE and SEIU 925 Harborview public safety premium from $1.30 to $2.00 per hour on January 1, 2019 and from $2.00 to $3.00 per hour on July 1, 2019.
Contract Vote
The Employer agrees to support voting efforts by allowing the Union access to the various spaces to conduct voting, and allowing employees a reasonable amount of time to vote if they are unable to do so during their normal break times.
On-site voting will be held at the locations listed below:
Tuesday, February 5
Wednesday, February 6
Thursday, February 7
Friday, February 8
Saturday, February 9
Monday, February 11
Tuesday, February 12
Wednesday, February 13
Contract Provisions to be Considered
General Wage Increases – Across-the-board by 2% on July 1, 2019 and 2% on July 1, 2020.
An additional 2% locality adjustment on July 1, 2019 and a 2% locality adjustment on July 1, 2020, both contingent upon the state appropriating new, permanent state funding from a non-University source to cover the full cost, including marginal benefit funding, for all employees regardless of funding source. The contingent funding proposal would aim to secure additional wage increases for bargaining unit employees using a legislative strategy that has not yet been attempted, but could potentially result in additional funding, particularly for hospital wages, which have historically come entirely from the hospital’s self-sustaining budgets.
U-PASS – A U-PASS for no fee beginning July 1, 2019.
Lump Sum – A lump sum payment of $100 for employees in active permanent appointments on July 1, 2019 of .75 FTE or above, and $50 for employees in active permanent appointments below .75 FTE.
Targeted Recruitment and Retention Range Adjustments – Placement of numerous job profiles on higher pay ranges, providing increases and enabling wage scale movement for many employees, some of whom who were previously topped out. The affected groups include:
July 1, 2019
July 1, 2020
Standby Premium – Increase to WFSE’s standby premium to $3.75 per hour for Healthcare/Professional Technical Classifications and from $1.00 to $2.00 per hour for other eligible job classes.
Preceptor Pay for Surgical Technologists – Increase to the preceptor premium pay from $1.00 to $1.50 per hour for all time spent engaged in preceptor role responsibilities with/on behalf of the orienting employees.
Pay Parity – Pay table parity between WFSE and SEIU 925 as outlined within the MOU. Affected WFSE job classes include:
Contracting Out – New language that states the University will not contract out work which results in the layoff of bargaining unit employees. If contracting out work is deemed necessary that does not result in layoff, the Employer will not contract out such work for the purpose of avoiding overtime, not filling vacancies, or eroding the bargaining unit.
Health Care Premiums – The Employer will continue to contribute an amount equal to 85% of the total weighted average of the projected medical premium for each bargaining unit employee eligible for insurance each month.
Flexible Spending Arrangement – New language states that, during January 2020 and again in January 2021, the Employer will make available two hundred fifty dollars in a medical flexible spending arrangement (FSA) account for each bargaining unit member with an annual full-time base salary of $50,004 or less on November 1 of the year prior to the FSA funds disbursement.
Diversity and Inclusion – On an annual basis, the Union will receive a copy of OMA&D’s assessment report on University-wide diversity metrics for the Board of Regent’s Diversity, Equity, and Inclusion subcommittee.
The Employer will include a content module on implicit bias and the hiring process during the University’s Strategic Leadership Program (SLP) for managers and supervisors with at least one direct report. Annually, the Employer will distribute an electronic copy of the existing Staff Diversity Hiring Toolkit to all managers and supervisors of bargaining unit employees.
On an annual basis, the Employer will provide the Unions with a list of trainings and courses offered to staff the year prior centered on aspects of diversity, equity, and inclusion. The list will include a headcount for each offering, indicating the number of participants registered, by department.
The Union will select one member to be appointed to the University of Washington Diversity Council.
On an annual basis, the Employer will provide the Union with a report on employee participation levels in Facilities relative to cultural responsiveness or cultural competency training, and manager training in implicit bias, equity, cultural responsiveness, and hiring best practices. The progress report would include an update on Facilities’ efforts to include under-represented minority members and/or women in hiring committees or interview panels.
The Employer will create a position in UW Human Resources Recruitment dedicated to designing, developing, and implementing innovative outreach programs using diversity and inclusion best practices in support of UW’s strategic initiatives.
Tracking Diversity and Bias – Annually the Employer will email all bargaining unit employees information regarding the availability and purpose of the University’s bias incident reporting tool as an avenue to report incidents of suspected bias.
On an annual basis, the following groups will prepare an assessment report which will, at a minimum, include information quantifying reports of discrimination, harassment, and retaliation. An electronic copy of each report will be made available to the Union.
Workplace Behavior – New language states that at no time will bullying be accepted as workplace behavior, and a definition of bullying is provided.
Vacation Bids – New language states that Employees will be allowed to bid on vacant shifts by departmental seniority in accordance with departmental policy, and bids may be restricted to the employee’s work unit.
City of Seattle Minimum Wage – Contract classified pay tables will be updated to reflect the current Seattle minimum wage after an across-the-board increase or a minimum wage adjustment made by the City of Seattle. Steps falling below the new minimum wage will be inactivated and employees will be moved, if needed, to the new minimum step of the range.
Scholarship Fund for Medical Center Employees – The Employer will maintain the scholarship fund for WFSE and SEIU 925 members that provides an annual pool of up to $100,000 for represented employees at HMC and UWMC to obtain a degree or certification required for employment in a healthcare field within the hospital where the employee works.
Annual Leave for Cyclic Employees – Employees working during a cyclic leave of absence will accrue paid time off prorated based on regular hours worked and paid time off used in a month.
Safety Boot Reimbursement (Seattle Main Campus Facilities Only) – Individual departments may reimburse employees up to one hundred dollars ($100.00) per year during the life of this agreement for protective footwear meeting the performance requirements of ASTM F2413-11 relative to impact or compression of the toe or metatarsal, puncture resistance or electrical hazards or static dissipation, if required as personal protective equipment.
Seattle Campus Custodian Parking – The Employer will apply the swing shift single occupancy vehicle-parking rate to employees in the following job classifications working on the UW Seattle campus with a 5:00 am to 1:30 pm shift: Custodian, Custodian Lead, and Maintenance Custodian 1.
HMC EVS Uniforms – The Employer will discontinue use of the present black and grey polyester uniforms for custodial staff. The Employer will replace discontinued uniforms with scrub uniforms and clean at no cost.