Category: Washington Federation of State Employees

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

• Harborview Cafeteria, 6:30-10am, 3-5pm

Wednesday, February 6

• UWMC Plaza Cafe, 6:30-10 am, 3-5pm

Thursday, February 7

• UW Main Campus HUB, 11am-4pm (union table/canopy)
• UW Tacoma Lunchroom, 11am-1pm

Friday, February 8

• Health Sciences D-109, 11am-4pm

Saturday, February 9

• Harborview Cafeteria, 12-3pm

Monday, February 11

• UW Laundry, 9:30-11am

Tuesday, February 12

• Plant Services, 12-1:30pm
• Main Campus, 2:30-6pm

Wednesday, February 13

• Red Square Main Campus, 11am-4pm
• UW Bothell Common Grounds Coffee Shop UW2, 11am-2:30pm

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

• Surgical Technologists – two pay range increase, plus one step
• Hospital Assistant Series – five pay range increase, moved to current step on new range
• Patient Care Technicians – five pay range increase, moved to current step on new range
• Mental Health Practitioners – five pay range increase, moved to current step on new range
• Truck Driver 2 and Truck Driver Lead – one pay range increase, moved to current step on new range
• Library Series – two pay range increase, moved to current step on new range

July 1, 2020

• Skilled Trades Employees – one pay range increase, moved to step on new range that is nearest to but not less than current rate of pay, not to exceed the top automatic step

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:

• Clinical Laboratory Technicians (HMC)
• Anesthesiology Technician 1
• Dietary Unit Clerk
• Hospital Dentistry Assistant Specialist
• Medical Transcriptionist 1
• Orthopaedic Technician (I & II)
• Specimen Processing Technicians
• Telephone Communications Operator – Hospital
• Cardiac Monitor Technicians
• Respiratory Care Assistants
• Social Work Assistant 1’s

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.

1. UCIRO
2. Safe Campus
3. Title IX Investigation Office
4. UW Human Resources Campus Operations Investigations
5. UW Medical Centers Human Resources Operations Investigations

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.

Background

This recap details the first virtual session for the renewal of the collective bargaining agreement between the UW and Washington Federation of State Employees. Recaps are published online on the UW Labor Relations website.

WFSE Priorities

WFSE stated priorities as follows:

• Respect at the work place, including racial justice and addressing discrimination
• Safe working conditions and equipment
• Equitable pay, including adjustment for the cost of living
• Training and promotional opportunities

WFSE Initial Proposals

Holidays: The Union proposed that employees would receive hour-for-hours holiday credit for all hours worked on a holiday or all hours scheduled if the holiday falls on an employee’s regularly scheduled day off, and hour-for-hour pay for holidays not worked, instead of the current respective eight hours credit and pay. The Union further proposed that employees would receive three personal holidays instead of one.

Hiring and promotions: The Union proposed that if an external applicant is chosen for a position, upon request, bargaining unit applicants would receive a written explanation as to why the position was not offered. The written explanation would include recommended courses and/or training to improve their qualifications for promotion, and employees would receive paid release to complete the recommended courses and/or training, including travel time. Under this proposal, the Employer would also reimburse the employee for any costs of the courses and/or training.

In-training positions: The Union proposed that the Employer may designate specific non-trades positions as in-training for permanent employees, and that      an employee who accepts an in-training appointment would serve a trial service period of no longer than six months.

Training: The Union proposed that the Employer would grant employees up to a maximum of 48 hours paid release time per quarter, plus travel time and pro-rated for part-time, to attend optional staff training and development programs designed to assist in developing and/or improving job skills. The Union further proposed that opportunities for trainings would be communicated to the whole department, and that in the event a supervisor must limit the number of employees who may participate in a training, the selection would be made by seniority and rotating basis or a mutually agreeable basis within the department.

Licensure and certification: The Union proposed that the Employer would reimburse the cost of maintaining and renewing all required licenses and/or certifications.

Cyclic leave of absence: The Union proposed that employees that accept work in a lower classification during cyclic leave of absence would maintain their current rate of pay.

Overtime: The Union proposed to add language stating that the Employer would not use overtime in lieu of filling open positions. The Union also proposed language stating that the Employer could assign mandatory overtime for emergencies only, and no employee would be disciplined for declining overtime.

Compensatory Time: The Union proposed that employees who request compensatory time would be entitled to it, with an annual cap of 240 hours.

Schedules: The Union proposed flexibility in scheduling, including that any full-time employees upon their request would be scheduled to work a 9/80 (80 hours between 9 working days in a fourteen 14-day period) as another regular schedule option.  The Union also proposed that any part-time employee may be scheduled to work more than 40 hours but less than 80 hours 14-day period, and would guarantee two consecutive days off.

Rest periods: The Union proposed language that would require relief during rest periods for all job classes.

Teleworking: The Union proposed language stating that requests for teleworking would not be unreasonably denied.

Personal Protective Equipment (PPE): The Union proposed that the University would ensure that every bargaining unit employee always has access to any and all PPE needed to safely perform their job duties and that the University would ensure that all employees are properly trained in the use of PPE. The Union further proposed that bargaining unit employees would not be disciplined for refusing to work in the event that the University is unable to provide them with adequate PPE.

Prescription Safety Eyewear: The Union proposed that upon request, the University would provide employees with prescription eyewear when employees are required to wear eyewear for safety purposes, including but not limited to goggles and glasses, and that the Employer would repair or replace such eyewear if damaged in the normal course of business.

Safety Footwear: The Union proposed that the University would determine the employees that are required to wear safety footwear as essential PPE, and that these employees would receive a total biennial allowance of up to $400 per designated employee.

Employee facilities: The Union proposed that should an employee report any condition in employee facilities that appears to be below minimum standards, the Employer would either address the substandard condition or provide the employee a written response with a status update and approximate timeline within five business days. The Union also proposed that showers would be provided to employees in those occupations where a change of clothing is required by the Employer.

Internal complaints: The Union proposed that if an internal complaint process (whether reported to management, Human Resources, or UCIRO) exceeds 30 days, the Employer would notify the employee with status updates.

Diversity & Inclusion:  The Union proposed to incorporate into the body of the CBA the related side letter content regarding diversity and inclusion and tracking discrimination and bias.

Next Steps

The next UW and WFSE bargaining session is scheduled for July 9 and will be held virtually.

Background

This recap details the second virtual session for the renewal of the collective bargaining agreement between the UW and Washington Federation of State Employees. Recaps are published online on the UW Labor Relations website.

WFSE Initial Proposals

Temporary and Non-permanent Employees – As a result of the new laws surrounding temporary and non-permanent appointments, the Union proposed new language stating that the Employer would comply with the law, except where otherwise provided. Additional provisions the Union proposed included limitation of each of these appointments to six months, and language stating that the University may convert these appointments into permanent appointments if a competitive recruitment process is used, but may not convert non-permanent appointments into temporary ones, and vice versa, except by mutual agreement. The Union proposed that all aspects of the CBA would apply to non-permanent employees, except the ability to grieve a separation.

Suspended Operations – The Union proposed that current contract language applying to suspended operations would also apply to partially suspended as well as restricted operations, and that when prior notification of such operations has not been given, non-essential employees released until further notice after reporting to work would receive no loss of pay for a late start or early closure. The Union further proposed that employees who are required to physically report to work during the suspended operations would be paid two and a half times their regular rate of pay for hours of impacted operations on the first day, and that on following days of impacted operations, employees would be paid one and a half times their regular rate of pay. The Union also proposed language stating that telework would not be unreasonably denied in the event of public partially suspended or suspended operations.

State and Local Emergencies – The Union proposed that current contract language applying to inclement weather would also be applied to natural disasters and other state and local emergencies, and that employees who report to work late because of inclement weather, conditions caused by inclement weather, natural disaster, or other state or local emergency circumstances may be allowed up to one hour of paid time for the late arrival.

Sick Leave – The Union proposed that, for part-time employees, sick leave would accrue at a rate of 1.84 hours for every 40 hours worked, rather than the current rate of 1 hour for every 40 worked. The Union also proposed language that would expand the definition of family member for sick leave, such that it covers all parents, children, grandparents, grandchildren, and siblings of an employee and their spouse or domestic partner.

Vacation – The Union proposed that employees who accumulate above the allowable maximum vacation balance due to cancellation or denial of vacation requests would have the option to receive a cash payment for vacation accrued over the maximum. The Union also proposed to incorporate into the body of the CBA the related MOU stating that if a department maintains a vacation time off calendar indicating days taken and/or available for vacation time off, the calendar would be made available electronically to employees or posted in a visible department space.

Bereavement – The Union proposed that employees would be granted up to seven days of bereavement leave, which could be taken continuously or intermittently, as requested by the employee, for each death of a family member. The Union also proposed that upon request, employees would be granted paid release to attend the funeral or memorial services for a co-worker. The Union proposed language that would expand the definition of family member for bereavement leave, such that it covers all parents, children, grandparents, grandchildren, and siblings of an employee and their spouse or domestic partner, as well as aunts, uncles, and cousins of an employee or the employee’s spouse or domestic partner.

Parking – The Union proposed that all bargaining unit employees who work swing shifts and night shifts would not be charged parking fees, and that bargaining unit employees working on day shifts would be eligible for the swing shift Single Occupancy Vehicle parking rate, and that all bargaining unit employees would not be charged parking fees when they are required to work at sporting events, including but not limited to football games. The Union also proposed to eliminate the existing CBA waiver and require that the Employer would have an obligation to bargain changes in transportation policy, including parking fees, with the Union.

UPASS and Motorcycle Permit – The Union proposed that no bargaining unit employees would be charged a fee for a U-PASS or a motorcycle permit.

Contracting – The Union proposed that current contract language surrounding contracting would apply to all bargaining units, not only Skilled Trades. The Union also proposed that the monthly or annual notification lists provided from UW Facilities to the Union would not serve as notice, as they do under current contract language, such that work that falls within the scope of those lists would still require the notification form. The Union also proposed to modify said form such that an explanation would be required if work had not been referred to another shop with bargaining unit members with the essential skills to do the work.

Records Removal – The Union proposed language stating that any formal or final counseling, excluding those for workplace violence or University policies against harassment, discrimination, or retaliation, would be removed from an employee’s personnel file automatically after three years, if the necessary criteria have been met, instead of requiring the request of the employee for removal. The Union further proposed that any formal or final counseling that is not removed after three years, and meets the necessary criteria, would be automatically removed after five years.  Necessary criteria in either case includes no subsequent corrective action, and no need for a longer retention period based on any University circumstances reduced to writing.

Public Records – The Union proposed to incorporate into the body of the CBA the related MOU stating that Labor Relations would notify the Union of public records requests for information received by the UW Office of Public Records that directly concern and encompass WFSE’s members, and that notification would be provided in order to allow for a ten-day protest period.

Performance Evaluations – The Union proposed language stating that supervisors would not penalize employees on their evaluations for the use of leave. The Union also proposed that employees would complete performance evaluations of their supervisors and managers annually, and that employees would not be retaliated against for their evaluation responses. Under this proposal, the results of the employee performance evaluations of supervisors and managers would be compiled into a report and shared with employees and the Union.  Employee performance evaluations are currently grievable only through Step Two of the Grievance Procedure, and WFSE proposed to remove this provision.

Staffing Concerns – The Union proposed that employees who bring concerns about workload issues to the attention of their supervisor would be provided written guidance within seven calendar days, and that a meeting with the supervisor to discuss the guidance would be scheduled upon request.

Demands to Bargain – The Union proposed that written notice requesting bargaining of mandatory subjects would not be required to include at least three available dates and times to meet, as current contract language states.

WFSE Council President and Vice President – The Union proposed to incorporate into the body of the CBA the related MOU content regarding leave and return rights for the WFSE Council President and Vice President.  The current language would result in the elected member being placed on leave without pay and paid by the Union.  The Union proposed to change this, stating the employee would remain paid by the Employer and reimbursed by the Union.  Under this proposal, the employee would maintain their seniority and continue to accrue leave.  Leave usage would be managed by the Union.  There would be no cap on how long an employee could be in this arrangement.

Public Transportation Delays and Disruptions – The Union proposed to incorporate into the body of the CBA the related MOU regarding public transportation delays, expanding protection from corrective action beyond those who arrive late to work to also include those who cannot report to work due to public transportation delays and disruptions.

Next Steps

The next UW and WFSE bargaining session is scheduled for July 20 and will be held virtually.

During the third and fourth virtual sessions for the renewal of the collective bargaining agreement between the UW and Washington Federation of State Employees, the parties exchanged proposals to extend the 2019 – 2021 agreement to include the upcoming 2021 – 2023 contract cycle. Due to the unprecedented economic crisis facing the state of Washington and the UW as a result of the pandemic, the Employer has proposed an extension with only minor housekeeping edits in hopes of coming to quick resolution.

Recaps are published online on the UW Labor Relations website. The next UW and WFSE bargaining session is scheduled for August 17 and will be held virtually.

Background

This update contains the current state of negotiations for the renewal of the collective bargaining agreement between the UW and Washington Federation of State Employees. Recaps are published online on the UW Labor Relations website.

Due to the unprecedented economic crisis facing the state of Washington and the UW as a result of the pandemic, the parties have exchanged proposals to extend the 2019 – 2021 agreement to include the upcoming 2021 – 2023 contract cycle. The parties have tentatively agreed to current contract language on 56 provisions and agreed to strike 10 Memoranda of Understanding that no longer apply. Many other provisions have been opened for house-keeping edits only, including terminology updates, clarifications to existing language, and edits to reflect current law and policy. Only a few outstanding issues remain, for which the Employer made its last, best and final proposal on September 21.

Employer’s Last, Best, and Final

The Employer presented a Last, Best and Final Package Proposal in which all provisions would need to be accepted in their entirety.  Package highlights include:

• • U-PASS
    • Through June 30, 2023, the Employer would continue to provide a fully subsidized U-PASS.
  • Diversity and Inclusion
    • The parties agreed to incorporate the contents of an existing CBA side letter into the contract regarding diversity and inclusion, continuing the established practices (e.g. the Staff focused Council EDI Workgroup at HMC, and the Union’s ability to select two members to be appointed to the University of Washington Diversity Council).
  • UWHR Diversity Recruiter
    • Following contract ratification, the Employer will schedule two meetings with the WFSE bargaining team and the UWHR Diversity Recruiter. Employees will receive paid release time for these one hour meetings, if applicable.
  • Tracking Discrimination and Bias
    • The parties agreed to extend the provisions of this side letter from the current CBA into the next contract cycle. Annually, the Employer will provide employees with information regarding the University’s bias incident reporting tool as an avenue to report incidents of suspected bias.  Additionally, the Employer will continue providing an assessment report to the Unions, including information quantifying reports of discrimination, harassment, and retaliation for each of several University groups (e.g. UCIRO and HR for both campus and medical centers).
  • Wage Discussion
    • Upon mutual agreement, the parties will meet and discuss economic items for the fiscal year beginning July 1, 2022, by September 15, 2021, for submission to the Office of Financial Management by the October 1, 2021 deadline for inclusion in the Governor’s supplemental mid-biennium budget. Any proposed increases will be contingent on a determination of financial feasibility by the Office of Financial Management, inclusion in the Governor’s budget with the state allocation being fully funded by the legislature. The Employer may elect to bring economic proposals, which may include concessions, to the discussion.
  • EVS Custodians at UWMC & HMC
    • The EVS Custodian weekend premium that has been for employees at UWMC who work weekends as part of their regular scheduled shift, would be expanded to apply to both UWMC and HMC and be paid on all weekend hours worked, regardless of whether it’s part of a regular schedule.
  • Seattle Campus Custodian Parking
    • Through June 30, 2022, the Employer will continue to apply the swing shift Single Occupancy Vehicle parking rate to employees in the Custodians (including Leads and Maintenance Custodian 1’s) working on the UW Seattle campus with a 5:00 am to 1:30 pm shift.
  • Scholarship for Medical Centers Employees
    • The Employer will continue the current scholarship fund for medical centers employees through the next contract cycle, providing an annual pool of up to $100,000 for WFSE and SEIU 925 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.
  • Personal Protective Equipment (PPE)
    • New language in the health and safety article includes a section PPE stating that employees must be trained on PPE before use (e.g. when to use PPE, how to obtain PPE, how to dispose of PPE, etc.). Bargaining unit employees will not be disciplined for refusing to work in the event that Employer required PPE is not provided by the Employer.
  • Workplace Behavior Investigation Updates
    • New language in the workplace behavior article states that if an Employer investigation of possible inappropriate workplace behavior exceeds sixty (60) days, the Union may request and be provided a status update
  • Work Related Injury Leave
    • Employees who suffer a work-related injury or illness that is compensable under the state worker’s compensation law may select time loss compensation exclusively or a combination of leave payment and time loss compensation, without any restriction (e.g. no longer deducting time loss insurance payments).
  • Layoff Seniority Definition
    • Paid or unpaid leave will no longer impact layoff seniority therefore employees who have taken leave (e.g. FMLA) will not have their layoff seniority adversely impacted for utilizing protected leave.
  • Non-Discrimination Update
    • New language in the non-discrimination article aligns with new state law clarifying that discrimination based on race extends to traits associated with race (e.g. protective hairstyles).
  • Vacation Time Off Calendar
    • Moved language from MOU to the body of the CBA stating that if a department maintains a vacation time off calendar it will be made available electronically to employees or posted in a visible department space to facilitate the supplemental vacation time off process.
  • City of Seattle Minimum Wage
    • The parties agreed to extend the provisions of this side letter from the current CBA into the next contract cycle, stating pay tables will be updated to reflect a minimum wage adjustment made by the City of Seattle, if applicable. Steps falling below the new minimum wage would be inactivated and employees would be moved, if needed, to the new minimum step of the range.

Next Steps

The parties did not reach a full tentative agreement, but must submit completed contracts to the State’s Office of Financial Management (OFM) by September 30.  Prior to the OFM submission, the Union’s membership would need to ratify the proposed contract.

The Union has begun coordinating voting efforts.  The Employer agrees to support voting efforts by allowing the Unions 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.

The voting outcomes, along with further summaries of any agreements reached, with be forthcoming once available.

Background

On September 30, UW reached a tentative agreement with WFSE on a successor CBA for the 2021-23 biennium. Highlights of the tentative agreement are below, and copies of each provision can be found on the contract website, here.

Tentative Agreement Highlights

• U-PASS
  • Through June 30, 2023, the Employer will provide a fully subsidized U-PASS for all employees.
• Diversity and Inclusion
  • The parties agreed to incorporate the contents of an existing CBA side letter into the contract regarding diversity and inclusion, continuing the established practices (e.g. the Staff focused Council EDI Workgroup at HMC, and the Union’s ability to select two members to be appointed to the University of Washington Diversity Council).
• UCIRO investigations
  • Upon request to Labor Relations, the Employer will provide a status update on UCRIO investigations that last longer than 60 days
• UWHR Diversity Recruiter
  • Following contract ratification, the Employer will schedule two meetings with the WFSE bargaining team and the UWHR Diversity Recruiter. Employees will receive paid release time for these one hour meetings, if applicable.
• Tracking Discrimination and Bias
  • The parties agreed to extend the provisions of this side letter from the current CBA into the next contract cycle. Annually, the Employer will provide employees with information regarding the University’s bias incident reporting tool as an avenue to report incidents of suspected bias.  Additionally, the Employer will continue providing an assessment report to the Unions, including information quantifying reports of discrimination, harassment, and retaliation for each of several University groups (e.g. UCIRO and HR for both campus and medical centers).
• Wage Discussion
  • Upon mutual agreement, the parties will meet and discuss economic items for the fiscal year beginning July 1, 2022, by September 15, 2021, for submission to the Office of Financial Management by the October 1, 2021 deadline for inclusion in the Governor’s supplemental mid-biennium budget. Any proposed increases will be contingent on a determination of financial feasibility by the Office of Financial Management, inclusion in the Governor’s budget with the state allocation being fully funded by the legislature. The Employer may elect to bring economic proposals, which may include concessions, to the discussion.
• EVS Custodians at UWMC & HMC
  • The EVS Custodian weekend premium will be expanded to apply to both UWMC and HMC and be paid on all weekend hours worked in the second year of the contract. New language identifies a process for the parties to work together on the schedule change during that first year.
• Seattle Campus Custodian Parking
  • Through June 30, 2022, the Employer will continue to apply the swing shift Single Occupancy Vehicle parking rate to employees in the Custodians (including Leads and Maintenance Custodian 1’s) working on the UW Seattle campus with a 5:00 am to 1:30 pm shift.
• Scholarship for Medical Centers Employees
  • The Employer will continue the current scholarship fund for medical centers employees through the next contract cycle, providing an annual pool of up to $100,000 for WFSE and SEIU 925 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.
• Personal Protective Equipment (PPE)
  • New language in the health and safety article includes a section PPE stating that employees must be trained on PPE before use (e.g. when to use PPE, how to obtain PPE, how to dispose of PPE, etc.). Bargaining unit employees will not be disciplined for refusing to work in the event that Employer required PPE is not provided by the Employer.
• Workplace Behavior Investigation Updates
  • New language in the workplace behavior article states that if an Employer investigation of possible inappropriate workplace behavior exceeds sixty (60) days, the Union may request and be provided a status update
• Work Related Injury Leave
  • Employees who suffer a work-related injury or illness that is compensable under the state worker’s compensation law may select time loss compensation exclusively or a combination of leave payment and time loss compensation, without any restriction (e.g. no longer deducting time loss insurance payments).
• Layoff Seniority Definition
  • Paid or unpaid leave will no longer impact layoff seniority therefore employees who have taken leave (e.g. FMLA) will not have their layoff seniority adversely impacted for utilizing protected leave.
• Non-Discrimination Update
  • New language in the non-discrimination article aligns with new state law clarifying that discrimination based on race extends to traits associated with race (e.g. protective hairstyles).
• Vacation Time Off Calendar
  • Moved language from MOU to the body of the CBA stating that if a department maintains a vacation time off calendar it will be made available electronically to employees or posted in a visible department space to facilitate the supplemental vacation time off process.
• City of Seattle Minimum Wage
  • The parties agreed to extend the provisions of this side letter from the current CBA into the next contract cycle, stating pay tables will be updated to reflect a minimum wage adjustment made by the City of Seattle, if applicable. Steps falling below the new minimum wage will be deactivated and employees will be moved, if needed, to the new minimum step of the range.

Next Steps

Members of WFSE will vote on the tentative agreement. The voting outcome, along with a further summary of any agreement reached, will be posted once available.

Background
This recap details the second and third session for the negotiation of the collective bargaining agreement (CBA) between the University of Washington and WFSE. Recaps are published online on the UW Labor Relations website.

WFSE Initial Proposals

Article 10- Overtime
Definition
The Union proposed that when hospital personnel assigned to a 14-day schedule work over eight hours of overtime in a 14-day period, the overtime hours over eight would be paid at a double time rate instead of the time and a half provided by current contract language. The Union also proposed that all overtime opportunities for hospital personnel would be listed within each department and would be assigned on a rotational basis.

The Union also proposed to define “excessive amount of overtime” described in current contract language as 24 hours of overtime in a month for overtime exempt employees. Under this proposal, overtime exempt employees who work excessive overtime could choose additional compensation in cash or compensatory time off. Current contract language states that the employee may petition the Vice President of Human Resources for this compensation in cash or compensatory time off.

Compensatory Time
The Union also proposed that all employees would accumulate up to 240 hours of compensatory time and that employees would be able to take compensatory time off even if doing so would cause staffing levels to fall below a minimum threshold.

Public Safety Officers
The Union also proposed that, for public safety officers, when mandating overtime is necessary, it would be done on a rotating basis.

Article 11-Training and Professional Development
The Union proposed new language stating that all employees would have opportunity to take eight Professional Development courses per year and that taking these classes would not be stopped by the Employer due to inadequate staffing. The Union proposed that paid release time would be provided for these trainings.

The Union also proposed that the Employer would pay the costs associated with Training and Development sponsored programs while employees are in layoff status. Additionally, the Union proposed that funds for continuing education would be made available for all WFSE represented job classes, not only Surgical Technologists and Hospital Center Services Technicians, and proposed to increase the funding amount from 200 dollars to 400 dollars and all job classifications would receive three days of paid release time for educational or professional leave.

Article 12-Licensure and Certification
The Union proposed that the Employer would cover all costs for the renewal of license and/or certifications directly associated with their job. Under current contract language, the Employer only reimburses employees for the initial cost of required licenses and certifications.

Article 13-Tuition Exemption Program
The Union proposed that the Employer would allow the employee to work a flexible schedule so that the employee could attend classes. Under current contract language, flexible work arrangements to attend classes are subject to the supervisor’s discretion.

Article 16-Holidays
The Union proposed that when the holiday falls on the full-time employee’s regularly scheduled work day and is worked, the employee would be paid double time for all hours worked, rather than paid one a half time as stated in the current contract. The Union also proposed that when the holiday falls on the full-time employee’s regularly scheduled work day and is not worked, the employee would be paid for the entirety of their scheduled shift, rather than paid eight hours with the ability to use time off to cover the remainder of the shift. Additionally, the Union proposed that if an employee works at a higher level duty or job classification, they may elect to be immediately cash out at the higher wage rate on their next paycheck.

Article 18-Sick Leave
The Union proposed that an employee who has used all accrued sick leave may be allowed to use accrued vacation leave and/or compensatory time off. Under current contract language, to use vacation or compensatory time for sick leave purposes it must be approved in advance or authorized by the employee’s departmental supervisor. The Union proposed that when an employee has sick leave cashed out for any reason it is done at a 100% rate. Under current contract language, when an employee is cashed out sick leave it is done at a 25% rate. The Union also proposed to expand the definition of family member to include aunt and uncle.

Article 20-Miscellaneous Leave
The Union proposed that leave without pay could be granted to care for family members not included in the family definition of FMLA and PFML, non-job-related education, and mental health. The Union also proposed that upon request, the ISC would provide this information and materials in the employee’s native language.

Article 22-Child/Dependent Care
The Union proposed that the childcare assistance the Employer provides in the current contract would include childcare fees, fully covered drop-in child care facilities at the UW, and fully subsidized care for mentally ill children.

Article 23-Shared Leave
The Union proposed new language stating that shared leave could be donated and used in increments of one or more hours.

Article 26-Civil/Jury Duty Leave and Bereavement Leave
The Union proposed to increase bereavement leave from three days to six. The Union also proposed to expand the definition of family member to include aunt and uncle for purposes of bereavement leave.

Article 31-Health and Safety
The Union proposed new language to try and faster align the Employer with current CDC guidelines when new CDC guidelines come out. The Union proposed to add plexiglass as a listed tool to maintain safe working conditions. The Union added that employees would not be required or directed to share footwear with fellow employees.

Article 32-Uniforms and Special Clothing
The Union proposed new language stating that if the Employer provides uniforms, but the uniform does not fit the employee, and the employee is forced to purchase their own uniform, the Employer would reimburse the employee. The Union proposed to increase the reimbursement for personal items damaged during normal work activities from 200 to 400 dollars. The Union proposed to increase the amount departments may reimburse employees for protective footwear from 100 to 300 dollars. The Union also proposed the Employer would provide biohazard gear if the employee is working with biohazard materials.

Article 33 – Transportation and Commute Trip Reduction
The Union proposed that all employees would pay the equivalent of the swing shift single occupancy / vehicle parking rate while working, and that all employees who commute via motorcycle/e-scooter/bicycle/e-bicycles or any other non-motorized / non-gas vehicle(s), would be provided a parking space and/or a secure bike rack/cage, closest to their assigned work location. The Union also proposed that departments would provide flexible schedules for employees who are facing an economic hardship related to the expenses of commuting to and from work. Lastly, the Union proposed that the Employer would provide free parking when employees are subject to callback or on standby status.

Article 34-Performance Evaluation
The Union proposed new language stating that during the performance evaluation process the employees would be encouraged to provide feedback on management and/or their department and would not be discriminated or retaliated against for giving such feedback.

Article 36-Corrective Action/Dismissal
Corrective Action Process
The Union proposed to add conditions limiting how and when the Employer could determine at which step the corrective process begins; under this proposal, the Employer could consider on which step to begin only if the alleged offense/violation is based on the nature and severity of the problem and warrants a progressive step to be bypassed. The Union also proposed that employees would be provided notice at least 72 hours in advance that they are entitled to have a representative present during formal or final counseling or dismissal. Additionally, the Union proposed to increase from 5 days to 10 the notice provided employees informing them of the reasons for dismissal before a dismissal meeting. The Union proposed to strike language stating that demotion of Leads or Supervisors may be initiated by the Employer at any step of the Corrective Action process.

Removal of Records
The Union proposed that all Informal Counseling records would be removed from all file’s annually. The Union also proposed to decrease from three years to two the amount of time formal or final counseling records would need to be kept before an employee may request them to be removed.

Grievability
The Union proposed that Formal Counseling could be grieved through every step of the grievance procedure, rather than up to Step Three Mediation only.

Article 38-Seniority, Layoff, Rehire
The Union proposed new language that states that when a position becomes vacant the department would post the position to be bid upon, and would award the position to the most senior employee within the department. This would apply to all promotions, laterals, and voluntary demotions. The Union also proposed that a copy of the Rehire List would be provided to the Union annually, rather than upon request.

Article 39-Resignation and Abandonment
The Union proposed to increase from three to five the number of days an employee could fail to appear for work before the employee would be deemed to have resigned. The Union proposed adding new language that would reinstate a terminated employee f they were “no call/no show” due to a medical emergency and/or the inability of the employee’s family or friends to contact the Employer.

Article 40-Mandatory Subject
The Union proposed to increase the time the Union has to demand to bargain changes when provided notice from 30 days to 45. Specific to contracting out, the Union also proposed that if the Employer fails to provide proper notice to the Union, and the work has begun or concluded, the Employer would compensate all affected employees the total number of hours it took to complete the work. The Union also proposed that Labor Relations would be responsible for notifying employees’ supervisors that employees would need release time, when currently employees request time from their own supervisors.

Article 42-Union Activities, Rights, and Stewards
The Union proposed that new stewards could attend Fact Finding and Step One grievance meetings for training purposes, in addition to the Step Two meetings they can already attend under the current contract. The Union proposed that the Employer would provide the Union with locking bulletin boards in every area the Employer has bulletin boards, and the Union would control the keys.

Article 47-Contracting
The Union proposed new language defining emergencies as a sudden unexpected situation that is out of the Employers control and requires immediate action. The Union proposed new language stating that when contracting out is deemed necessary by the Employer, the Employer would take all necessary steps to ensure any work that has been historically performed by University or Medical Center qualified employees is not affected.

Article 48-Staffing Concerns
The Union proposed new language stating that Joint Union/Management meetings (JLM) would be scheduled and both parties would meet within 14 days of the Employer receiving the request. The Union proposed new language stating that the Employer would ensure the patient ratios for Hospital Assistants, Medical Assistants and Patient Care Technicians would not exceed the Nursing staff patient ratios.

Article 55-Contract Publication
The Union proposed that every employee could print out a copy of the new agreement on work time and on state equipment and paper. The Union also proposed that the new agreement would be translated and posted in 11 languages. Where there is any disagreement as to the content of the interpretation of the Agreement, the text in the language in which it was negotiated (English), would prevail over the translation.

Article 58-Term of Agreement
The Union proposed to update the dates of the contract cycle.

Next Steps
The next WFSE and UW bargaining session is scheduled for Monday, August 8, 2022 and will be held virtually.

Background
This recap details the fourth virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and WFSE. Recaps are published online on the UW Labor Relations website.

Tentative Agreements

The parties tentatively agreed to let the following MOUs and Side Letter expire:

• MOU – Critical Recruitment and Retention Wage Increases
• MOU – Dietetic Tech LPN MHS and Ortho Tech Recruitment & Retention
• MOU – Healthcare Pay Tables Consolidation
• MOU – Health Care Recruitment & Retention Wage Increases
• MOU – Hospital Custodian Series
• MOU – Intermittent Nonpermanent and Represented Regular Temporary Employees
• MOU – Lump Sum Payment
• MOU – Market Based Increases
• MOU – Non-Healthcare Across The Board Increases Me Too
• MOU – Skilled Trades Recruitment & Retention Increases
• Side Letter D – UW Seattle Campus Building Services

The parties tentatively agreed to roll over the following MOUs and Side Letter:

• MOU – Leave of Absence of WFSE President
• MOU – Multi-Campus Voluntary Standby Pool
• MOU – Public Records Requests and Privacy
• MOU – Scholarship Fund for Medical Center Employees
• Side Letter C – Tracking and Discrimination Bias

UW Proposals

Article 9 – Hours of Work and Work Schedules
The Employer proposed to increase the hours of rest between shifts for surgical technologists, patient care techs, mental health specialists, and hospital assistants from ten hours off duty between shifts to eleven hours. Additionally, in the event where an employee is required to work with less than eleven hours off duty between shifts, then all time worked within this window would be compensated at time and one-half.

Article 14 – Hiring, Appointments, Promotions, and Transfers
The Employer proposed housekeeping edits in addition to adding language that provides clarity to cyclic appointments.
14.12
In this new section, the Employer proposed adding language that would detail which contract would prevail in the cases where a WFSE represented employee moved to a new position in a different union, and then reverted back to their previous position.
14.16
In this section, the Employer proposed moving language regarding temporary salary increases from Article 45 to this section of Article 14 so that language regarding Temporary Assignments to Higher Positions would all be in the same location.

Article 15 – Inter-System Movement and Transfer
In response to the Union’s proposal, the Employer proposed to include language to address the Union’s concern that such inter-system movements would also include non-academic appointments.

Article 18 – Sick Time Off
In response to the Union’s proposal, the Employer proposed language that would align both parties proposals.

Article 20 – Miscellaneous Leave
In response to the Union’s proposal, the Employer reasserted current contract language while making housekeeping updates to Benefits Office’s phone number and email address.

Article 32 – Uniforms and Special Clothing
The Employer proposed to increase the safety boot reimbursement for Seattle main campus from $150 to $175 per year.

Article 36 – Corrective Action/Dismissal
The Employer proposed language that would clarify the number of representatives for corrective action/dismissal meetings. As well as language that would clarify that Union Stewards in training could attend grievance meetings as observers so long as they had supervisor approval and notified human resources.

Article 42 – Union Activities, Rights and Stewards
42.2.I
The Employer proposed new language that Union stewards could visit unit employees and would notify local management prior to their visit. Said visit would also not interrupt normal operations.
42.2.J
The Employer proposed including notification of new steward training participation in meetings to be in agreement with the new language proposed in Article 36 – Correction Action/Dismissal.
42.4
The Employer proposed that, whenever possible, the Employer would provide a private space for employees to meet with their steward and/or union representatives when that employee is also required to meet with management.
42.6
The Employer proposed new language with regards to union information requests. This new language would limit the scope of the request and clearly identify the ask.

Article 44 – Classifications and Reclassifications
The Employer proposed to reduce the notification window prior to implementation from 45 days to 30 days. Additionally, the Employer proposed that if an employee is in a position reallocated to a class with a lower salary range maximum, they would be placed on a step closest to, but not less than, the current rate of pay. If that rate of pay is above the max auto step, the employee’s salary would be y-rated until the new range catches up. In this situation, the position start date would remain unchanged.

Article 59 – Drug Testing
The Employer proposed striking most of this article and instead referenced that drug testing would be conducted in accordance with the UW Medicine Reasonable Suspicion Drug Testing Policy.

Article 60 – Nonpermanent and Intermittent Employees
The Employer proposed including language that would make it clear about which parts of Article 45, and in which circumstances, would apply to nonpermanent and intermittent employees.

Article 61 – Diversity and Inclusion
The Employer proposed removing language that referenced past actions. Additionally, the Employer proposed that the council workgroup would attend at least one all-day workshop every twelve months. Additional training opportunities could be added with mutual agreement of the council workgroup and approval from the CEO.

Appendix VI – Contracting Out Form
The Employer proposed language intended to streamline the use of the Contracting Out Form. This language would include Seattle Main Campus Facilities, Housing & Food Services, and Intercollegiate Athletics.

MOU – Trades Apprenticeship Program
In response to the Union’s proposal, the Employer reasserted current contract language and rejected the Union’s proposed New Article XX – Trades Apprentice Program. The Employer also proposed housekeeping edits to this provision.

New MOU – Automotive Mechanic Apprenticeship Program
The Employer proposed a new MOU to create an apprenticeship program for automotive mechanics. This new MOU details the details of this program and would be based on L&I approval.

New Appendix X – Bargaining Units Represented by WFSE
The Employer proposed including the bargaining unit definitions in the agreement as defined by PERC.

On the following provisions, the Employer proposed to maintain current contract language:

• Article 3 – Non-Discrimination
• Article 11 – Training and Professional Development
• Article 12 – Licensure and Certification
• Article 16 – Holidays
• Article 26 – Civil Duty Time Off and Bereavement Time Off
• Article 40 – Mandatory Subject
• Article 43 – Joint Union/Management Committees
• Article 47 – Contracting
• Article 55 – Contract Publication
• Side Letter B – Public Transportation Delays
• Side Letter E – HMC Hospital Security Officers Compensatory Time

The Employer proposed housekeeping edits only on the following provisions:

• Article 28 – Inclement Weather and Suspended Operations
• Article 30 Work Related Injury Leave

WFSE Counter Proposals

Article 30 – Work Related Injury Leave
In response to the Employer’s proposal, the Union maintained their initial proposal on June 18.

New Article Trades Apprenticeship Program
In response to the Employer’s proposals on the New MOU – Automotive Mechanic Apprenticeship Program and MOU – Trades Apprenticeship Program, the Union maintains their previous proposal from June 18. Additionally, the Union rejected both of the aforementioned MOUs.

New MOU – Bargaining Units Represented by WFSE
In response to the Employer’s proposal, the Union proposed adding in PERC case numbers and decision numbers as well as making housekeeping edits to the provision.

Next Steps
The next WFSE and UW bargaining session is scheduled for Tuesday, August 6, 2024 and will be held virtually.

Background
This recap details the seventh virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and WFSE. Recaps are published online on the UW Labor Relations website.

 

Tentative Agreements

The parties tentatively agreed to the following:

Article 40 – Mandatory Subject
The parties agreed to add language that would clarify release time when release requests involve multiple departments. The parties agreed that when a release request involves more than two departments or units, the Employer would approve paid release time for up to six employee representatives who were scheduled to work during the time meetings or negotiations were being conducted provided this absence would not interfere with operation needs.

Article 46 – Health Care Benefits Amounts
The parties agreed to include updates on this provision as agreed to at the state table.

Article 60 – Nonpermanent and Intermittent Employees
The parties agreed on housekeeping edits as well as adding language to clarify when an employee would be assigned their progression start date. Additionally, the parties agreed to include language in this provision that would allow readers of this article to know how employee recruitment and retention step increases, work out of class, and career enhancement/growth program would apply to nonpermanent and intermittent employees.

 

WFSE Counter Proposals

Article 6 – Grievance Procedure
In response to the Employer’s proposal, the Union could not accept the language about both parties would begin the arbitration scheduling process and provide availability to the arbitrator within thirty calendar days of the union advancing the grievance to arbitration. The Union could also not agree to the Employer’s proposal that in the cases of mediation and/or arbitration hearings, release requests would be copied to UW Labor Relations and would require supervisor approval.

Article 7 – Employee Rights
In response to the Employer’s proposal, the Union maintained allowing four days’ notice to secure representation and weekends and holidays would not count towards those four days. However, the Union was in agreement to the Employer’s language that when UW Labor Relations was scheduling a virtual meeting, it would provide the Union with a calendar invite and a link to meet virtually.

Article 9 – Hours of Work and Work Schedules
In response to the Employer’s proposal, the Union countered that the provisions in 9.3 would only be waived if they are at least equal to or more favorable than those outlined in any statutes and regulations relating to rest and meal breaks. Additionally, the Union countered that in the case where an employee’s unpaid meal period was interrupted by work duties, the employee would be paid for the entire meal period and would be allowed to take their full thirty minutes break following the interruption. Finally, the Union reasserted than employees could request alternative work schedules based upon their personal and/or family needs and such requests may be approved by the Employer.

Article 10 – Overtime
In response to the Employer’s proposal, the Union proposed to reassert their June 18 proposal.

Article 32 – Uniforms and Special Clothing
Safety Boot Reimbursement
In response to the Employer’s proposal, the Union countered to state that every WFSE represented employee would qualify under this reimbursement. Also in response, the Union proposed to reduce their ask on reimbursement from $250 per year to $225 per year.
Tools and Equipment
In response to the Employer’s proposal, the Union proposed that when requested, staff would be provided with protective gloves (as an example: puncture resistant, cotton gloves) and safety glasses when required to safely perform their work.
Vests
In response to the Employer’s proposal, the Union maintained that Trades Staff would be provided with one load bearing utility belt/vest and Harborview Security Officers would be provided with one external load bearing vest.
Prescription Safety Glasses
In response to the Employer’s proposal, the Union maintained that the Employer would reimburse employees up to $200 for the purchase of prescription safety glasses.

Article 42 – Union Activities, Rights, and Stewards
In response to the Employer’s proposal, the Union could not agree that the union steward, if visiting a location other than their own work site, would notify local management prior to their visit and would not interrupt the normal operations.
New Steward Training
In response to the Employer’s proposal, the Union maintained their strike on the language that no steward would attend as a second steward more than once.
Use of State Facilities, Resources, Equipment
In response to the Employer’s proposal, the Union maintained that use of state owned/operated equipment for communication would not be used for disciplinary purposes.
Information Requests
In response to the Employer’s proposal, the Union only agreed to a portion of the statement; all requests for information regarding the bargaining unit by the Union would be submitted in writing to the Office of Labor Relations.

Article 43 – Joint Union/Management Committees
In response to the Employer’s proposal, the Union reduced the number of members requested to participate in departmental level joint union/management meetings from six to five.

Article 61 – Diversity and Inclusion
In response to the Employer’s proposal, the Union maintained their proposal from August 22.

Side Letter G – Actual Time Reporting
In response to the Employer’s proposal, the Union proposed including that the Union may have up to twelve members serve as representatives during actual time reporting bargaining process, not including the two local presidents.

 

UW Initial Proposals

Article 45 – Compensation, Wages, and Other Pay Provisions
45.1
The Employer proposed to increase salary ranges by 1% in year 1 of the agreement and by an additional 1% in year 2 of the agreement.
Annual Salary Adjustment
The Employer proposed updating the language regarding annual salary adjustments.
Promotions/Reallocation/Reversion
The Employer proposed including language to describe how progression start dates are assigned.
Downward Allocation Compensation
The Employer proposed adding language to clarify that progression start dates would remain unchanged if an employee’s position is reclassified to an existing class with a lower salary range.
Call Back Pay
The Employer proposed including language to clarify that call back pay is applied when an employee is required to physically return to work. Additionally, the Employer proposed including descriptions that would clarify instances where callback pay would not be applicable.
Late Payroll Checks
The Employer proposed including language that would mean the Employer would issue a paper check or electronic deposit as soon as possible in the case of late payroll checks.
Field Training Officer
The Employer proposed housekeeping edits to this section of the provision.
Trades License Premium
The Employer proposed including the MOU – Trades License Premium into the body of Article 45 as a new section.

UW Counter Proposals

Article 18 – Sick Time Off
In response to the Union’s proposal, the Employer reasserted language that in the cases where an employee had used all accrued sick time off, the employee may be allowed to use accrued vacation time off and/or compensatory time off for sick time off purposes when approved in advance or authorized by supervisor.

Article 28 – Inclement Weather and Suspended Operations
In response to the Union’s proposal, the Employer maintained makeup time was too administratively burdensome and that employees would be able to use sick time off in suspended operations situations.

Article 44 – Classification and Reclassification
In response to the Union’s concerns, the Employer included language that would clarify how progression start dates are assigned to employees. This language would be used again for consistency in Articles 45 and 60.

Article 56 – Union Membership Dues Deduction, and Status Reports
In response to the Union’s proposal, the Employer agreed to housekeeping language changes and to include differentials in roster reports. However, the Employer could not agree to including vacancy reports but did offer to provide lists of open positions on UW Hires.

Article 61 – Diversity and Inclusion
In response to the Union’s proposal, the Employer proposed that participants in the Equity, Diversity, and Inclusion workgroup could be released with pay to attend provided the absence would not interfere with business operations.

Appendix VI – Contracting Out Form
In response to the Union’s proposal, the Employer could not agree to include Attachment B or the checkbox for contacting all affected shops. However, the Employer did agree to the rest of the language as proposed by the Union previously.

Side Letter E – HMC Hospital Security Officers Compensatory Time
In response to the Union’s proposal, the Employer proposed to keep, and rollover, this provision.

MOU – Refrigeration Mechanic, Refrigeration Mechanic Lead and FOMS Trades License Class and Exam
In response to the Union’s proposal, the Employer proposed to allow this MOU to expire.

On the following provisions, in response to the Union’s proposal, the Employer reasserted current contract language:

• Article 3 – Reasonable Accommodation of Employees with Disabilities
• Article 16 – Holidays
• Article 17 – Vacations
• Article 20 – Miscellaneous Leave
• Article 26 – Civil Duty Time Off and Bereavement Time Off
• Article 47 – Contracting

Next Steps
The next WFSE and UW bargaining session is scheduled for Thursday, August 29, 2024 and will be held virtually.

UW has reached a tentative agreement with WFSE on a successor collective bargaining agreement for 2025-2027 and WFSE members have voted in favor of ratifying the contract.

Copies of the tentative agreements have been posted here and will be replaced with the finalized agreement once ratified and available.

A full summary chart detailing the tentative agreements can be found here.