Category: Washington Federation of State Employees

Background
This recap details the sixth and 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.

Jason Campbell, Associate Vice Provost Planning and Budgeting, presented a breakdown of the FY23 budget and the financial health of the Employer.

Tentative Agreements
The parties tentatively agreed to the following:

New MOU- Critical Recruitment and Retention Wage Increases
The Employer acknowledges the staffing challenges present throughout the University and the importance of immediate implementation of wage increases for recruitment and retention purposes. The parties agreed to an MOU that would increase wages for specified classifications facing critical recruitment and retention challenges. The agreement includes regular employees and non-permanent intermittent employees, who will be placed on their current step in a new range. Temporary hourly employees not on steps will receive an increase in their hourly rate if below the new range, if applicable. The increases will have an effective date of September 1, 2022. The proposal includes increases for the following job profiles:

Job Code	Job Profile	Table	Current Range	Proposed Range
18712	Cardiac Monitor Technician (NE S WFSE HMC)	BV	020	038
18571	Hospital Central Services Tech Trainee (NE S WFSE Campuswide)	B0	026	032
18682	Hospital Central Services Tech Trainee (NE S WFSE HMC)	B0	026	032
18572	Hospital Central Services Technician 1 (NE S WFSE Campuswide)	B0	031	037
18683	Hospital Central Services Technician 1 (NE S WFSE HMC)	B0	031	037
18574	Hospital Central Services Technician 2 (NE S WFSE Campuswide)	B0	040	046
18685	Hospital Central Services Technician 2 (NE S WFSE HMC)	B0	040	046
18573	Hospital Central Services Technician Ld (NE S WFSE Campuswide)	B0	047	053
18684	Hospital Central Services Technician Ld (NE S WFSE HMC)	B0	047	053
18770	Hospital Security Officer – HMC (NE S WFSE HMC Security)	BI	052	054
18710	Medical Assistant (NE S WFSE HMC)	B0	042	047
18697	Medical Assistant Apprentice (NE S WFSE HMC)	BI	032	034
18733	Medical Assistant Registered (NE S WFSE HMC)	B0	036	041
18580	Patient Care Technician (NE S WFSE Campuswide)	B0	029	034
18732	Patient Care Technician (NE S WFSE HMC)	B0	029	034
18716	Surgical Technologist (NE S WFSE HMC)	BABB	054	061

Article 8- Employee Facilities
• This article details employee facilities. New contract language was added regarding lactation stations.

Article 15- Inter-System Movement
• This article details transfers within state agencies without a break in service. Housekeeping edits were made to align with university policy.

Article 19- Voluntary Employee Beneficiary Associations
• Housekeeping edits were made to this article only. This article details Voluntary Employee Beneficiary Associations funded by the retiree’s sick time off cash out.

Article 21- Federal Family Medical Leave Act and Parental Leave
• This article details FMLA and Parental Leave. New contract language changes parental leave from up to four months to up to six months.

Article 23- Shared Leave
• This article details Shared Leave. New contract language clarifies that Shared leave donations must be a minimum of four hours, however, it may be used in any increment.

Article 25- Absence Due to Family Care Emergencies
• Housekeeping edits were made to this article to change instances of the word “leave” to now read “time off”. This article details how an employee may use time off types in a family care emergency.

Article 40- Mandatory Subjects
• This article details Mandatory Subjects. New language includes the email of mandatorynotice@wfse.org.

MOU – Public Records Requests and Privacy
• No edits were made to this MOU. This MOU details how public records requests are handled.

Side Letter F– Tracking Discrimination and Bias
• Housekeeping edits were made to this Side Letter only. Side Letter F details how annually the Employer will provide information about discrimination and bias to employees and the Union.

MOU – Leave of Absence WFSE President
• Housekeeping edits were made to this MOU only. This MOU details how an employee accepting a position as a Union Officer will be granted leave without pay for up to thirty-six months.

MOU – Salary Overpayment Recovery
• Housekeeping edits were made to this MOU only. This MOU details the process for salary overpayment recovery in the instance where an employee was overpaid.

MOU – UW Medicine Pre-Scheduled Voluntary Double-Time Shift
• Housekeeping edits were made to this MOU only. This MOU details the process for the Employer to pre-schedule voluntary double time shifts.

Side Letter A– City of Seattle Minimum Wage
• Housekeeping edits were made to this Side Letter only. Side Letter A details how the salary steps will be affected by Seattle minimum wage.
UW Initial Proposals

New MOU- Market Based Increases
The Employer proposed to raise the range of 34 different job codes based on the data presented by Milliman.

Job Code	Job Profile	Table	Range	New Table	New Range
18718	Clinical Laboratory Technician 1-HMC	BV	035	BV	041
18719	Clinical Laboratory Technician 2-HMC	BV	041	BV	047
18720	Clinical Laboratory Technician Lead-HMC	BV	051	BV	057
18570	Dietary Unit Aide	B0	000	B0	005
18680	Dietary Unit Aide	B0	000	B0	005
18678	Dietary Unit Clerk	B0	002	B0	007
18569	Dietetic Technician	B0	019	B0	024
18649	Electronics Technician 1	BI	038	BI	039
18650	Electronics Technician 2	BI	044	BI	045
18519	Electronics Technician 2 – Bioengr Only	BI	044	BI	045
18521	Engineering Technician 1 – Bioengr Only	BI	046	BI	047
18633	Fiscal Technician 1	BI	030	BI	033
18750	Fiscal Technician 1	BI	030	BI	033
18634	Fiscal Technician 2	BI	033	BI	036
18751	Fiscal Technician 2	BI	033	BI	036
18561	Stockroom Attendant 1	BI	030	BI	033
18673	Stockroom Attendant 1	BI	030	BI	033
18562	Stockroom Attendant 2	BI	032	BI	035
18674	Stockroom Attendant 2	BI	032	BI	035
18590	Stockroom Attendant Lead	BI	035	BI	038
18675	Stockroom Attendant Lead	BI	035	BI	038
18587	Supply Chain Technician 1	BI	035	BI	038
18617	Supply Chain Technician 1	BI	035	BI	038
18588	Supply Chain Technician 2	BI	037	BI	040
18618	Supply Chain Technician 2	BI	037	BI	040
18589	Supply Chain Technician Lead	BI	040	BI	043
18619	Supply Chain Technician Lead	BI	040	BI	043
18624	Unit Supply Inventory Control Specialist	BI	041	BI	044
18584	Unit Supply Technician 1	BI	033	BI	036
18621	Unit Supply Technician 1	BI	033	BI	036
18585	Unit Supply Technician 2	BI	035	BI	038
18622	Unit Supply Technician 2	BI	035	BI	038
18586	Unit Supply Technician Lead	BI	038	BI	041
18623	Unit Supply Technician Lead	BI	038	BI	041

Appendix II- Differentials
The Employer proposed changes to Standby Pay to raise the premium from $4.00 per hour to $5.00 per hour and proposed removing the contract language stating the Standby premium raises from $4.00 to $6.00 after 30 standby hours in a pay period.

UW Counter Proposals

Article 2-Non-Discriminamtion
The Employer proposed adding new contract language that employees may also report discrimination, harassment, or retaliation on the bias reporting tool.

Article 3- Reasonable Accommodation of Employees with Disabilities
The Employer’s counter is for the article to stay with current contract language.

Article 7- Employee Rights
The Employer proposed adding new contract language clarifying the off duty employment policy.

Article 14- Hiring, Appointments, Promotions, and Transfers
In response to a proposal by the Union, the Employer proposed to add new contract language outlining a process for internal lateral movement to a new vacant shift within Unit/Department.

Article 18- Sick Leave
The Employer proposed many housekeeping edits throughout this article.
Accrual
The Employer proposed edits that would better describe current practice.
Sick Time Off Use
The Employer proposed adding language that would further describe circumstances in which sick time off could be used.

Article 33- Transportation and Commute Trip Reduction
The Employer proposed to incorporate the fully subsidized U-Pass described in Side Letter G into the article.

Article 36- Corrective Action Dismissal
In response to a proposal by the Union, the Employer proposed to increase the time allotted to find a Union Representative from 72 hours to 3 business days.

Article 38- Seniority, Layoff, Rehire
The Employer reasserts its initial proposal from 8/18.

Article 39- Resignation and Abandonment
The Employer’s counter is for the article to stay with current contract language.

Article 42- Union Activities, Rights, and Stewards
The Employer proposed adding new contract language giving apprentice stewards access to investigatory meetings/fact finding (with mutual agreement) and Step One for training purposes.

Article 45 – Compensation, Wages, and Other Pay Provisions
The Employer proposed the following across-the-board increases to all members of the bargaining unit over their current salary:
• July 1, 2023: 2%
• July 1, 2024: 1%

Article 48- Staffing Concerns
The Employer proposed adding new contract language that if either party has staffing concerns a Joint Labor Meeting would be scheduled.

WFSE Initial Proposals

Article 33- Transportation and Commute Trip Reduction
The Union proposed moving Side Letter D and Side Letter G into the body of Article 33.

Side Letter C- Patient Care Techs at UWMC-Montlake
The Union proposes renaming this article “ACCESS TO SHOWERS AT UWMC-MONTLAKE, HMC, AND CAMPUS WIDE” and scheduling a meeting to discuss employee access to showers across the University.

Side Letter E- Seattle Campus Custodial Parking
The Union is proposing reopening this expired Side Letter and changing the effective dates to expire in September of 2025.

Appendix 6- Contracting Out Form
The Union is proposing adding new contract language stating WFSE would receive immediate notice regarding the Employer contracting out in an emergency and the work would be completed within two calendar days.

WFSE Counter Proposals
Article 28- Inclement Weather and Suspended Operations
The Union proposed if leave without pay is used during suspended operations employees may request to makeup time within five working days after operations resume.

Article 36- Corrective Action Dismissal
The Union proposed adding new contract language stating the employee will have up to four business days to secure a Union representative and the day the employee is notified would not count as day one.

Article 45 – Compensation, Wages, and Other Pay Provisions
The Union proposed the following across-the-board increases to all members of the bargaining unit over their current salary:
• July 1, 2023: 30%
• July 1, 2024: 30%
The Union also proposed various premiums be increased.

Article 48- Staffing Concerns
The Union proposed adding new contract language stating the Employer will set a reasonable staff to patient ratio for Hospital Assistants, Medical Assistants and Patient Care Technicians to include but not limited to, workload and adequate patient care issues

Article 52- Trades Apprenticeship Program
The Union’s counter is for the article to stay with current contract language.

MOU- Scholarship Fund for Medical Center Employees
The Union proposed that following the successful agreement of the 2023-2025 contract SEIU 925- and WFSE-represented employees at Harborview Medical Center and UW Medical Center would receive a $150,000 pool for academic year 2023 and 2024, to be used for scholarship funds of employees.

Next Steps
The next WFSE and UW bargaining session is scheduled for Wednesday, September 7, 2022 and will be held virtually. Parties mutually agreed to an additional bargaining date of September 8, 2022.

Background
This recap details the first 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.

WFSE PM Initial Proposals

Article 1 – Union Recognition
The Union proposed current contract language.

Article 2 – Non-Discrimination
Race
The Union proposed that when describing race, traits would include communication styles in addition to current contract language of hair texture and protective hairstyles. Also, communication styles would include, but are not limited to, Ebonics.
UCIRO Complaints
The Union also proposed that the University Complaint Investigation and Resolution Office (UCIRO) would acknowledge receipt of complaints within 10 calendar days and provide an anticipated timeframe for the investigation. In the case that the UCIRO investigation exceeds 30 days, the Union could request a status update from Labor Relations.

Article 3 – Reasonable Accommodation of Employees with Disabilities
Employees Requesting Accommodation
The Union proposed striking that the Employer may require the employee to obtain a second medical opinion at the Employer expense after the employee submits supporting medical documentation. The Union also proposed that if the Employer was to find other duties to serve as a reasonable accommodation, then the Employer would also provide adequate training. Additionally, the Union proposed that the Employer could attempt to find another position and would provide adequate training for that as well.
Pregnancy Related Accommodations
The Union proposed reducing the amount of weight a pregnant employee would be limited to lifting from 17 pounds to 5 pounds.
Finally, the Union proposed striking that the Employer could deny an employee’s request for reasons of significant difficulty or expense and instead would defer to the recommendations from the employee’s healthcare provider.

Article 4 – Workplace Behavior
The Union proposed that when the Employer is investigating complaints of inappropriate workplace behavior it would be able to request a status update after 30 days rather than the current contract language of 60 days. Additionally, the Union proposed striking that grievances filed under this article could only be advanced up to Step 3, Mediation.

Article 5 – Affirmative Action
Goals and Timetables
The Union proposed that the Employer would provide the Union with its affirmative action reports on a semi-annual basis and that these plans would include data on retention and recruitment.

Article 6 – Grievance Procedure
Mediation
The Union proposed the ability to unilaterally decide to skip Step 3 mediation in the grievance process.

Article 7 – Employee Rights
Representation
The Union proposed that an employee would have at least 96 hours in which to secure a representative for a mutually scheduled investigatory meeting.
Notification
The Union proposed that when the Labor Relations Office receives a request for release from the Union, the office would notify the participant’s supervisor of them being approved for release and supervisor(s) would not arbitrarily deny release requests. The employee would also inform their supervisor of the date and time of their release. Also that if there’s a conflict with the release request, the supervisor would inform the Labor Relations Office and the employee within two days and would provide a written reason for the conflict.

Article 8 – Employee Facilities
The Union proposed that lactation stations would be included in the list of provided facilities for the use of employees. Additionally, in the case of hazardous or subpar conditions, the Employer would be required to take immediate action to address and fix these conditions.

Article 9 – Hours of Work and Work Schedules
Full-time Employee
The Union proposed that an employee scheduled to work a minimum of 36 hours per week in a seven day period; or an employee scheduled to work 72 hours in a 14 day period would be considered a full-time employee.
Rest, Meal, and Clean-up Periods
The Union proposed that the Employer would provide a minimum of 45 minutes of travel time to allow mobile employees to get to an appropriate location to take their rest or meal period and to return their work vehicle or work location.
Work Schedules
The Union proposed that work schedules of 36 hours or more be considered full-time employment.
Shift/Schedule Assignment Notification
The Union proposed that the Employer would provide no fewer than 30 calendar days notice to an employee in the event of an Employer-directed permanent change in the work shift assignment or work schedule. Also, any temporary shift changes would require at least four calendar days’ notice and could not be used to avoid the accrual of overtime.
Telework/Commute
The Union proposed that for positions that are telework or hybrid eligible, the Employer would make its best effort to provide for telework or hybrid opportunities.
Clock-In/Clock-Out Grace Period
The Union proposed that the Employer would grant all non-telework employees with a 15 minute grace period when clocking in and out.

Next Steps
The next WFSE and UW bargaining session is scheduled for Thursday, July 14, 2022 and will be held virtually.

Background
This recap details the tenth and eleventh 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 6 – Grievance Procedure
The parties agreed to mostly current contract language except in the instances noted below:
Contents
The parties agreed that a description of the events that resulted in the alleged violation would be included in the grievance filing. In addition to the name of the grievant(s), their position would be included as well. Finally, the parties agreed that the Employer could not arbitrarily delay scheduling a grievance meeting until the Union had provided any of the required information for filing.
Panel of Arbitrators
The parties agreed to update language to current practice as well as note that they would maintain a panel of six arbitrators. When it became necessary, the parties would meet to replace any arbitrators to ensure the panel contained six arbitrators.
New Subsection Mediation and Arbitration Hearing
The parties agreed to include that when a mediation or arbitration hearing was scheduled during an employee’s normal business hours, the Union would submit a release request to the employee’s supervisor and copy Labor Relations. If approved, the employee assigned to an evening or night would be released from their duties with pay the day before or the night of the meeting for the hours required to participate in the hearing for a maximum of eight hours.

Article 14 – Hiring, Appointments, Promotions, and Transfers
The parties agreed to housekeeping edits, current contract language, and the modifications listed below:
Types of Appointments
The parties agreed that for cyclic employees, periods of leave without pay in their annual cycle would not negatively impact months of service for calculating step increases or vacation time off accrual rates. The parties also agreed to strike that with regards to accrual, employees working during a cyclic leave of absence would accrue paid time off prorated based on regular hours worked and paid time off used in a month.
Interviews
The parties agreed that the Employer would interview at least two bargaining unit applicants per job requisition as long as they possess the essential skills.
Taking Positions Represented by Other CBAs
The parties agreed that when WFSE members take positions represented by other collective bargaining agreements for which they have not held permanent status would follow the trial service language for the WFSE CBA upon reversion. If their previous position is no longer available, the employee would revert to the rehire list for the position they held permanent status immediately prior to taking the non-WFSE position.
Temporary Assignment to a Higher Position
The parties agreed to move the temporary salary increase language into this article so that it now states, the employee would be paid a temporary salary increase of at least fiver percent over the present salary but not to exceed the maximum of the range, when assigned or directed to perform the duties of a higher-level class. These increases would be effective on the first day of the assignment on an hour-for-hour basis.

Article 26 – Civil Duty Time Off and Bereavement Time Off
The parties agreed to current contract language.

Article 33 – Transportation and Commute Trip Reduction
The parties agreed to current contract language.

Article 36 – Corrective Action/Dismissal
Representation
The parties agreed that the day after notice is provided would be the first day of the three day notice period to secure representation.

Article 42 – Union Activities, Rights, and Stewards
New Steward Training
The parties agreed that in the situations of new steward training, confirmation of attendance should be communicated to the supervisor and human resources in advance of meetings.
Use of State Facilities, Resources, and Equipment
The parties agreed that when possible, a private space would be provided for employees to meet with their steward and/or union representative. Additionally, the parties agreed that when email, fax machines, internet, and intranets are used properly, such use would not be used for disciplinary purposes.
Information Requests
The parties agreed that all requests for information will be submitted in writing to the Labor Relations office. Additionally, requests would not normally extend more than 24 months prior to the date of the request unless a legitimate reason is articulated.

Article 43 – Joint Union/Management Committees
The parties agreed that upon mutual agreement, the Union or Employer could have additional members attend joint union/management committee meetings as subject matter experts.

Article 62 – Advance Certification/Registration Pay
The parties agreed to add biomedical electronics technician series to this provision.

Appendix IV – Layoff Seniority Units
The parties agreed to current contract language noting that biomedical electronics technicians would be a part of unit number 17 with regards to layoff seniority units.

Side Letter B – Public Transportation Delays
The parties agreed to extend this side letter and replace bus transportation with any type of transportation as well as replace bus breakdown with vehicle or public transportation breakdown.

New MOU – Market Based Increases
The parties agreed to several market-based increases for listed job profiles; these increases articulated multiple movement to new, higher, ranges within the same pay table.

New MOU – Biomedical Electronic Technician
The parties agreed to include a new MOU that details the accretion of the biomedical electronics technicians at UWMC-Montlake into positions represented by WFSE. This MOU details which bargaining unit these profiles would join and which job profiles within this series would be assigned to which pay tables and ranges.

 

WFSE Counter Proposals

Article 7 – Employee Rights
In response to the Employer’s proposal, the Union reduced the days allowed to find to representation from four to three but maintained excluding weekends and holidays.

Article 10 – Overtime
In response to the Employer’s proposal, the Union proposed to maintain that all employees represented by WFSE could accrue up to 240 hours of compensatory time. Additionally, the Union proposed that whenever overtime work was required, supervisors would notify staff at least two hours prior to the end of their shift. This is a reduction from the previous proposal of four hours before the end of the shift. In response to the Employer’s proposal, the Union withdrew it’s proposal to pay mandatory overtime hours worked at a rate of two times the employees’ regular rate if management failed to provide at least four hours advance notice.
For Hospital Security Officers
In response to the Employer’s proposal, the Union withdrew its proposal that if an employee is not normally scheduled to work on Sundays and the employee does work on a Sunday, they would be compensated at a rate of two times their regular rate of pay.

Article 12 – Licensure and Certification
In response to the Employer’s proposal, the Union maintained that the Employer would reimburse employees for all renewal costs related to their license and/or certification.

Article 32 – Uniforms and Special Clothing
Safety Boot Reimbursement
In response to the Employer’s proposal, the Union reduced the reimbursement amount from $225 per year to $200 per year during the life of this agreement. Additionally, the Union withdrew its proposal to include required color or slip resistant shoes.
Tools and Equipment
In response to the Employer’s proposal, the Union withdrew the examples provided so that now the language reads as when requested, staff would be provided with protective gloves and glasses to safely perform their work.
Load Bearing Belt/Vest
In response to the Employer’s proposal, the Union maintained that when requested, Trades staff would be provided with one load bearing utility belt or vest.
External Load Bearing Vest
In response to the Employer’s proposal, the Union maintained that when requested, Hospital Security Officers at Harborview would be provided with one external load bearing vest.
Prescription Safety Glasses
In response to the Employer’s proposal, the Union withdrew its proposal to reimburse the employee for the purchase of prescription safety glasses.

Article 45 – Compensation, Wages, and Other Pay Provisions
45.1
In response to the Employer’s proposal, the Union proposed to reduce the across the board increases from 17% to 10% in the first year, and from 15% to 10% in the second year of the agreement.
Annual Salary Adjustment
In response to the Employer’s proposal, the Union maintains their proposal on movement of on health care schedules to reflect that employees on health care pay tables would receive a two step increases after twelve months of service.
Shift Differential Premium
In response to the Employer’s proposal, the Union maintains their position on shift differential premium pay.
Stand-by Pay (On Call)
In response to the Employer’s proposal, the Union agreed to include the Employer’s proposal to increase standby pay for healthcare jobs to $7 per hour and countered that all non-healthcare jobs should also be increased to $7 per hour standby pay. The Union also agreed to include the Employer’s proposal that when called to return to the workstation from standby status, the employee would receive premium pay for a minimum work period of three hours.
Multilingual/Sign Language/Braille Premium Pay
In response to the Employer’s proposal, the Union maintained to keep Braille premium pay.
Assignment Pay
In response to the Employer’s proposal, the Union maintained their proposed $4 per hour assignment pay.
Preceptor Premium Pay
In response to the Employer’s proposal, the Union maintained changing this section to be Trainer Premium Pay.
Late Payroll Checks
In response to the Employer’s proposal, the Union proposed to remove the late check penalty, and increase the number of days allowed for the Employer to cut an employee a check when their initial paycheck was missed from one day to two days.
Trades License Premium
In response to the Employer’s proposal, the Union proposed to include Grades 1, 2, or 3 Steam Engineer (Seattle) license to the list of eligible licenses for Power Plan Mechanic series. The Union also proposed to include Power Plant Operating Engineer series with eligible licenses of EPA Universal or Grades 1, 2, or 3 Steam Engineer (Seattle) and Machinery Mechanic series with eligible licenses of Grade 1, 2, or 3 Steam Engineer (Seattle).
Work From Home
In response to the Employer’s proposal, the Union maintained their proposal to include language about employees performing work while at home.
King and Pierce County Premium Pay
In response to the Employer’s proposal, the Union withdrew this part of their proposal.
AACS Float Pool / UWMC Resource Team and UWMC Ambulatory Float Team Premium Pay – Harborview Medical Center and UW Medical Center-Montlake Campus Only
In response to the Employer’s proposal, the Union maintained their proposal to include language about employees receiving a premium of $3.50 per hour if on either of these teams.
Longevity Premium Pay
In response to the Employer’s proposal, the Union maintained their proposal to include longevity premium pay but reduced the percentages at 15 years and 20 years from 6% and 10% to 4.5% and 6%, respectively.

Article 47 – Contracting
In response to the Employer, the Union maintained their proposal from September 5.

Appendix VI – Contracting Out Form
In response to the Employer’s proposal, the Union maintained the inclusion of New Attachment B in the Contracting Out Form but withdrew its proposal to include the checkbox on whether or not all affected shops had been contacted.

New Attachment B – Contracting Out Flow Chart
In response to the Employer’s proposals, the Union maintained including this attachment as proposed on June 18.

MOU – Trades Apprenticeship Program
In response to the Employer’s proposal, the Union maintained their proposal to strike this MOU.

New MOU – Apprenticeship Program Automotive Mechanic Implementation
In response to the Employer’s proposal, the Union proposed to push back the implementation of this MOU to July 1, 2025, rather than January 1, 2025.The Union proposed that prior to implementation, the Employer would share with the Union its program curriculum. The Union proposed to strike that the apprenticeship position would be converted back to a Motor Equipment Service Attendant or Apprentice to enable another person to enter the program. The Union proposed to increase the salary range of someone placed into this program to table BL Range 61 rather than Table BL Range 40. Additionally, upon graduation, the employee would be placed at the top step of the range, BL Range 61, Step M. The Union proposed that mentors would receive a 7.5% additional assignment pay instead of a 1 step additional duty mentor assignment pay. Finally, the Union proposed that once the first apprentice graduates from the program, the parties would meet to discuss how the program worked and whether the program should continue. This proposed that this subcommittee would be composed of one member of auto mechanic management, one WFSE represented auto mechanic, two other members of management, and two other WFSE represented trades members.

New Article – Trades Apprenticeship Program
In response to the Employer’s proposal, the Union maintained their proposal to include this new article as proposed on June 18.

MOU – UW Medicine Pre-Scheduled Voluntary Double-Time Shift Incentive for Critical Staffing Needs
In response to the Employer’s proposal, the Union maintains their proposal to keep this MOU.

New MOU – Pay Equity Increases
In response to the Employer’s proposal, the Union proposed to reduce the salary increase from 20% to 15% for the listed job profiles.

 

WFSE What If Package Proposals
On September 9, 2024, the Union presented the following What If Package Proposal:
In this package, the Union proposed that if the Employer agreed to the Union’s Article 10 – Overtime proposal as presented on September 9, and Side Letter E – HMC Hospital Security Officers Compensatory Time as presented on June 18, the Union would withdraw its proposal to keep the MOU – UW Medicine Pre-Scheduled Voluntary Double-Time Shift Incentive for Critical Staffing Needs. Additionally, if the Employer agreed to the Union’s Article 20 – Miscellaneous Leave proposal as presented on June 18, then the Union would withdraw its proposal on Article 17 – Vacations.

On September 10, 2024, the Union presented the following What If Package Proposal:
In this package, the Union proposed that if the Employer agreed to the Union’s proposals on: MOU – Apprenticeship Program Automotive Mechanic Implementation as presented on September 10, New Article – Trades Apprenticeship Program as presented on June 18, Article 45 – Compensation, Wages, and Other Pay Provisions as presented on September 10, Article 47 – Contracting as presented on September 5, New MOU – Pay Equity Increases as presented on September 10, Appendix VI – Contracting Out Form as presented on September 10, New Attachment B – Contracting Out Flow Chart as presented on June 18, MOU – UW Medicine Pre-Scheduled Voluntary Double-Time Shift Incentive for Critical Staffing Needs as presented on July 31, then the Union would withdraw its proposals on Article 10 – Overtime (regarding only double time pay), Article 17 – Vacations (regarding additional vacation days only), and Article 20 – Miscellaneous Leave (regarding additional leave days only).

 

UW Initial Proposals

New MOU – Food Service Worker and Cook Series Expansion
The Employer proposed a comprehensive proposal that would have a wide impact on food service workers and cooks across the University. In this MOU, the Cook Lead classification would be renamed to Cook 2 and the class specs would be revised; a new Food Service Worker 3 position would be created; the current Food Service Worker 3 positions would be renamed to Food Service Worker 4 and the class spec would be revised; in the HMC bargaining unit a Food Service Worker 4 position would be created; the Food Service Supervisor 1 – Hospital job profile would be inactivated; Food Service Supervisor 2 – Hospital job profiles would be renamed to Food Service Supervisor – Hospital and would be reassigned to a higher range on the same pay table; and finally, employees would be classified based on current duties as of the effective date of this MOU.

 

UW Counter Proposals

Article 45 – Compensation, Wages, and Other Pay Provisions
In response to the Union’s proposal, the Employer proposed to increase standby pay for healthcare jobs to $7 per hour. The Employer also proposed to increase nonhealthcare jobs standby pay to $4 per hour. Additionally, when called to physically return to the workstation from standby status, the employee would receive a premium for a minimum work period of three hours.

Next Steps
The next WFSE and UW bargaining session is scheduled for Monday, September 16, 2024 and will be held virtually.

Background
This recap details the fifth 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 17 – Vacations
• Housekeeping edits were made to this article only. Article 17 details the accrual, scheduling, maximums, use, and cash-out of accrued vacation time off.

Article 24 – Unpaid Holidays for a Reason of Faith or Conscience
• Housekeeping edits were made to this article only. Article 24 details how unpaid time off would be granted for a reason of faith or conscience for up to two workdays per calendar year.

Article 30 – Work Related Injury Leave
• The parties agreed to strike that Employees would need to provide proof of continuing disability for unpaid status for up to six months. Also, that employees would not need Employer approval to avoid loss of seniority or change in progression start date for leave without pay exceeding six months.

Article 53 – Washington Family Medical Leave Program
• Housekeeping edits were made to this article only. Article 53 details the parties agreement to follow Washington State Family and Medical Leave Program (RCW 50A) and the University will provide supplemental benefits.

Article 56 – Union Membership Dues Deduction, and Status Reports
• The parties agreed to current contract language.

Article 58 – Term of Agreement
• Housekeeping edits were made to this article only. Article 58 details the effective dates for the successor agreement between UW and WFSE.

WFSE Counter Proposals

MOU – Critical Recruitment and Retention Wage Increases
In Response to the Employer’s proposal, the Union proposed that if an agreement was reached by the end of August 2022, then the effective date would be August 1, 2022. If an agreement is reached after August 2022 is over, then the effective date would be the next available pay period. The Union also proposed to include a list of job classifications provided by OFM 736 list. Finally, the Union proposed an 8-range increase.

UW Initial Proposals

Article 25 – Absence Due to Family Care Emergencies
The Employer proposed housekeeping edits and proposed expanding the types of time off or credit and employee could use in response to a family care emergency.

Article 26 – Civil/Jury Duty Time Off and Bereavement Time Off
The Employer proposed housekeeping edits and proposed including that still birth or miscarriage would qualify for Bereavement Time Off.

Article 28 – Inclement Weather and Suspended Operations
Suspended Operations
The Employer proposed to specific that this section applied to employees in essential positions that are not conducive to telework. Additionally, the Employer proposed striking the qualifiers associated with employees using unpaid time off, previously called using leave without pay.

Article 34 – Performance Evaluation
The Employer proposed striking the sentence in the first section regarding the supervisor’s failure to complete an annual performance evaluation being construed to mean the employee performed satisfactorily when there are a multiple of reasons why a performance evaluation may not have been completed and failure does not necessarily mean that performance was satisfactorily.

Article 38 – Seniority, Layoff, Rehire
The Employer proposed housekeeping edits throughout the article.
Employment Option
The Employer proposed that a funded vacant position within the same job classification within 0.2 FTE status and layoff unit would be included in the employment options for employees affect by a reduction in force. This proposed option would follow a vacant position within the same job classification, FTE, and layoff unit.

Article 41 – New Employees
The Employer proposed to include that new employee orientations may take place virtually.

New Article XX – Advance Certification/Registration Pay
The Employer proposed a new article XX to include Biomedical Electronics Technician job series in addition to the Hospital Central Services Tech series, mentioned in MOU – Hospital Central Services Technicians, and Surgical Technologists, mentioned in MOU – Surgical Technologists. Additionally, these job classifications would receive a one dollar and twenty-five cents hourly premium when certified in a specialty area by a national organization.

Article 45 – Compensation, Wages, and Other Pay Provisions
Annual Salary Adjustment
The Employer proposed that employees move two steps every twelve months regardless of which step the employee starts at.
Employee Recruitment and Retention (R&R) Step Increases
The Employer proposed to move this subsection into its own section.
Recruitment/Retention Compensation
The Employer proposed to rename this section Job Profile Recruitment/Retention Increases.
Weekend Pay
The Employer proposed to memorialize the contents of MOU – HMC and UWMC EVS Custodians Weekend Premium by including in this section that all hours worked on weekends by employees in the following classifications at Harborview Medical Center and UW Medical Center-Montlake Campus shall include a weekend pay premium of one dollar and fifty cents ($1.50): Custodian, Custodian Lead, Custodian Supervisor 1, Custodian Supervisor 2.
Custodian Compensation
The Employer proposed the NEW MOU – Hospital Custodian Series at the previous session, Tuesday, August 16, 2022. Readers will find a summary of that proposal in that update; this section was proposed by the Employer to be struck in lieu of the new MOU.

MOU and Side Letters
The employer proposed to only retain the following MOU’s and Side letters as described below

MOU – HMC and UWMC EVS Custodians Weekend Premium
The Employer proposed to memorialize the contents of this MOU into Article 45 – Compensation, Wages, and Other Pay Provisions.

MOU – Salary Overpayment Recovery
The Employer proposed to move this MOU into the body of the agreement as a new article.

MOU – Scholarship Fund for Medical Center Employees
The Employer proposed to continue this MOU for another two years.

The Employer proposed housekeeping edits only on the following provisions:
• Article 23 – Shared Leave
• Article 29 – Military Duty Time Off & Leave
• Article 46 – Health Care Benefits Amounts
• Side Letter A – City of Seattle Minimum Wage
• Side Letter F – Tracking Discrimination and Bias
• Side Letter G – U-PASS
• MOU – UW Medicine Pre-Scheduled Voluntary Double-Time Shift Incentive
• MOU – Leave of Absence WFSE President

Next Steps
The next WFSE and UW bargaining session is scheduled for Monday, August 22, 2022 and will be held virtually.

Background
This recap details the sixth 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 30 – Work Related Injury Leave
The parties tentatively agreed to increase the number of months where employees would maintain their seniority and progression start date when they are in unpaid status due to a work-related injury from six to nine months.

Article 34 – Performance Evaluation
The parties tentatively agreed that when an employee requests their performance evaluation, the evaluation would include employee rebuttal and/or comments, if any exist.

Article 55 – Contract Publication
The parties tentatively agreed to make housekeeping updates and to adjust the language in the agreement’s link.

Article 59 – Drug Testing
The parties agreed that any drug testing would be conducted in accordance with the UW Medicine Reasonable Suspicion Drug Testing Policy for UW Medicine employees. Additionally, that this provision would be subject to Article 6 – Grievance Procedure.

Appendix III – Overtime Exempt Job Classifications
The parties tentatively agreed to update the language in this appendix so that the titles of each job classifications are accurately reflected.

Appendix V – Pay Tables
The parties tentatively agreed to update the list of pay tables by removing a pay table that was inactive.

Side Letter A – City of Seattle Minimum Wage
The parties tentatively agreed to housekeeping edits in this side letter.

 

WFSE Initial Proposals

Article 45 – Compensation, Wages, and Other Pay Provisions
45.1
The Union proposed that effective July 1, 2025, all salary ranges would be increased by 25% and these values would be further increased by 25% effective July 1, 2026.
Annual Salary Adjustment
The Union proposed to increase the yearly step increase from two to four steps every twelve months. The union also proposed that after the second such increase, the employee would be moved to the top step of the pay range.
Promotions/Reallocation/Reversion
The Union proposed that when an employee was promoted or reallocated from a position under this agreement to another position under this agreement with a higher range, the employee would be placed on the salary step of the new range which reflected a minimum of a four-step increase.
Work Out of Class
The Union proposed when an employee is temporarily assigned to perform duties of a higher-level position, their TSI would be 10% rather than 5%. Additionally, this TSI would apply even if the work performed was for one hour rather than one working day.
Shift Differential Premium Pay
The Union proposed to increase shift differential premium pay, except for job titles listed in Appendix II, to increase from $1 to $2.50 per hour. Additionally, swing shifts, evening shifts, and night shifts, would have their shift differential increase from $2 to $3.50 per hour. The Union also proposed that employees within Housing and Food Services, Food Services/Nutrition, and Dining who start their shift at 11am would receive $2.50 per hour shift differential. The Union proposed that employees in those same areas who start their shift at 5pm would receive a shift differential of $3.50.
Stand-By Pay (On Call)
The Union proposed that the rate of compensation for standby status for all employees not listed in Appendix II to be increased from $3 per hour to $10 per hour.
Call Back Pay
The Union proposed when an employee has left the grounds and is called to return to work outside of their normal hours, they would receive a minimum of four hours bonus pay plus time worked.
Multilingual/Sign Language/Braille Premium Pay
The Union proposed to increase the premium pay in this section from 5% to 8%.
Assignment Pay
The Union proposed to increase the premium rate of assignment pay from $1.75 to $5 per hour above an employee’s base salary for the time an employee worked in assignments defined under Assignment Pay. In addition, the Union proposed to strike that Assignment Pay for respirator use would not apply to non-trades hospital staff. The Union also proposed that when an employee performed work of less than one hour, the would be compensated for one hour of Assignment Pay and any time exceeding one hour would be paid based on time worked. The Union proposed that Assignment Pay would be administered when an employee is assigned to pick up and/or collect human waste or drug paraphernalia in areas in and around Employer buildings or grounds, as well as when assigned to work in fall zones or flagging areas, and when working with or around chippers and chainsaws.
Preceptor
The Union proposed to rename this section Trainer Premium Pay and proposed that all WFSE represented employees could be trainers and or assigned as trainers. The Union also proposed to increase pay associated with preceptor premium from $1.50 to $2.50 per hour.
Late Payroll Checks
The Union proposed that in situations where the Employer was responsible for delay in receipt of a regular paycheck, the Employer would issue a paper paycheck within one business day and that if this paper pay check was delayed, the Employer would pay the employee $50 per day until the paper check was issued.
Weekend Pay
The Union proposed to increase the weekend pay from $1.50 to $3 per hour and to expand the premium to include all WFSE represented employees.
Field Training Officer
The Union proposed when a HMC Security Officer had been designated as a field training officer for new employees, they would receive a 10%, rather than 7%, increase for all hours providing direct training/instruction.
Custodian Lead Assignment
The Union proposed to strike that management decision to create, modify, or end any lead assignments under this section would not be grievable.
Work From Home
In this new section, the Union proposed that employees who work at home, and are not on standby status, would be compensated for 30 minutes of pay at their normal rate, or actual time worked whichever is greater, every time the employee responded to a phone call or email.
King and Pierce County Premium Pay
In this new section, the Union proposed that employees assigned to permanent positions in King or Pierce County would receive an 8% premium pay on top of base salary.
Float Premium Pay – HMC and Montlake
In this new section, the Union proposed that employees assigned to or required to float to various units would be paid $3.50 per hour float premium pay.
Longevity Premium Pay
In this new section, the Union proposed that employees would receive longevity premium pay, added to base salary, for the following amounts: 5 years would be 1.5%, 10 years would be 3%, 15 years would be 6%, and 20 years would be 10% increase.

Article 62 – Advance Certification/Registration Pay
The Union proposed to increase the hourly premium paid to certain hospital technical employees included in this provision from $1.25 to $3.25 per hour. The Union also proposed including new job profiles of biomedical electronics technicians 1, 2, 3, and leads in the affected titles list.

Appendix II – Differentials
The Union proposed to increase, and add uniformity, to the standby pay values and weekend pay values for all job profiles listed in Appendix II. The standby pay value was increased in all instances to $10 per hour while the weekend pay value was increased in all instances to $3 per hour.

New MOU – Pay Equity Increases
The Union proposed that a number of job profiles, not included in previous recruitment and retention increases, would receive a 25% salary increase on October 1, 2024.

 

WFSE Counter Proposals

Article 3 – Reasonable Accommodation of Employees with Disabilities
In response to the Employer’s proposal, the Union removed the reference to Employee Health Services (EHS) and instead stated that in situations where employees were eligible for reasonable accommodations, or if the employee was unable to perform the essential function of their position, the Employer would assist in a University-wide job search.

Article 11 – Training and Professional Development
In response to the Employer’s proposal, the Union countered that Education Support Funds would remain available to surgical technicians, medical assistants, dental assistants, orthopaedic technicians, laboratory technicians, and hospital central services technicians where the Union had previously proposed these funds would be available to all hospital/medical staff. The Union maintained their proposed dollar values as proposed previously.

Article 12 – Licensure and Certification
In response to the Employer’s proposal, the Union proposed that the employee would be responsible for maintaining the license and/or certification and that the Employer would reimburse the employee for all renewal costs, including Commercial Driver’s Licenses.

Article 14 – Hiring, Appointments, Promotions, and Transfers
In response to the Employer’s proposal, the Union proposed increasing the bargaining unit applicant pool per job requisition from one to three employees who possess the essential skills. The Union also proposed to strike that decisions to interview would not be grievable.

Article 16 – Holidays
In response to the Employer, the Union proposed housekeeping edits only.

Article 18 – Sick Time Off
In response to the Employer’s proposal, the Union proposed that when an employee has used all sick time off, they would be allowed to use vacation time off or compensatory time off for sick time off purposes and this would not need approval in advance by the employee’s supervisor.

Article 28 – Inclement Weather and Suspended Operations
In response to the Employer’s proposal, the Union proposed modifying the language in 28.1 so that when essential staff are in paid status during the week of an inclement weather event, and are unable to report to work, they would not forfeit their paid holiday. The Union also maintained their previous proposal on making up lost work time due to inclement weather.

Article 36 – Corrective Action/Dismissal
In response to the Employer’s proposal, the Union proposed to maintain that the Employer would be prohibited from issuing progressive action based upon previously issued coachings or counselings that were not similar in nature to the offense.
Representation
The Union also proposed to reduce their proposed number of business days to find representation from seven to five but maintained that the first day of the period would be the day after notice is issued.
Investigatory Meeting
In response to the Employer’s proposal, the Union withdrew this previously proposed section.

Article 40 – Mandatory Subject
In response to the Employer’s proposal, the Union proposed reducing the number of members to participate in bargaining sessions on mandatory subjects from eight to six.

Article 44 – Classifications and Reclassification
In response to the Employer’s proposal, the Union suggested rewriting the section on Progression Start Dates to be clearer.

Article 47 – Contracting
In response to the Employer’s proposal, the Union maintained most of their previous proposal but did propose increasing the effective date of Skilled Trades Contracting from September 1, 2024, to January 1, 2025.

Article 56 – Union Membership Dues Deduction and Status Reports
In response to the Employer’s proposal, the Union proposed to include differentials as a field included in the reports the Employer would send the Union every pay period.

Article 60 – Nonpermanent and Intermittent Employees
In response to the Employer’s proposal, the Union proposed including the provisions of 45.3, 45.7, and 45.19 as provisions that would apply to all nonpermanent and intermittent employees.

Article 61 – Diversity and Inclusion
In response to the Employer’s proposal, the Union adopted most of the proposed language but maintained that participants would be released with pay from their duties to attend and participate in the Equity, Diversity, and Inclusion workgroup.

MOU – Refrigeration Mechanic, Refrigeration Mechanic Lead and FOMS Trades License Class and Exam
The Union proposed rolling over this MOU so that it would become effective September 1, 2024, and would not expire until June 30, 2027. This MOU expired on June 30, 2024.

On the following provisions, the Union proposed to maintain their previous proposal:

• Article 17 – Vacations
• Article 26 – Civil Duty Time Off and Bereavement Time Off
• Article 33 – Transportation and Commute Trip Reduction
• Appendix VI – Contracting Out Form
• Side Letter E – HMC Hospital Security Officers Compensatory Time
• MOU – UW Medicine Pre-Scheduled Voluntary Double-Time Shift Incentive
• New Attachment B – Contracting Out Flow Chart
• New Article XX – Trades Apprenticeship Program

 

UW Initial Proposals

New Side Letter – Actual Time Reporting
The Employer proposed that the Employer may begin migrating to an actual time reporting system but the Employer would provide the Union with at least six months’ notice prior to implementation so the parties could bargain the impacts of the change.

 

UW Counter Proposals

Article 6 – Grievance Procedure
In response to the Union’s proposal, the Employer adopted the Union’s language on describing allegations and delaying scheduling however the Employer proposed that the Union and University 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 Employer also proposed that with regards to release requests, they would still be sent to the supervisor for approval and the Labor Relations Office for awareness.

Article 7 – Employee Rights
In response to the Union’s proposal, the Employer proposed to add that in the cases of virtual meetings scheduled by UW Labor Relations, the Employer would provide the Union with a calendar invite for the meeting and a Zoom link.

Article 9 – Hours of Work and Work Schedules
The Employer proposed striking the existing language in section 9.3 because of the new language pursuant to RCW 49.12.187. This new language details rest periods, meal breaks, and the combing of these two as described in the RCW. The new language proposed on rest periods, unpaid meal periods, paid meal periods, and combining rest and meal periods, details how employees would be required to track any missed instances, and in which instances they would be paid for any interruptions.

Article 10 – Overtime
In response to the Union’s proposal, the Employer could not agree to compensatory time for all WFSE represented employees. Additionally, the Employer could not agree to being able to provide at least four hours advance notice for Hospital Security Officers prior to seeking volunteers or assigning mandatory overtime. Nor could the Employer agree that when an employee was scheduled to work on a Sunday, the would receive two times the regular rate of pay. In section 10.1, the Employer struck the inclusion of part-time employees.

Article 32 – Uniforms and Special Clothing
In response to the Union’s proposal, the Employer proposed that Safety Boot Reimbursement could apply to Bothell, Tacoma, UWMC and HMC Facilities. Additionally, when requested, employees could be provided with protective gloves and safety glasses when required to safely perform their work. Finally, Facilities Operations Maintenance Specialists (FOMS) Trades Staff, could be provided with one load bearing utility belt or vest.

On the following provisions, the Employer proposed to maintain their previous proposal:

• MOU – Trades Apprenticeship Program
• New MOU – Apprenticeship Program Automotive Mechanic Implementation

 

Next Steps
The next WFSE and UW bargaining session is scheduled for Tuesday, August 27, 2024 and will be held virtually.

Background
This recap details the eighth 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 18 – Sick Time Off
Sick Time Off – Use
The parties agreed to add that when an employee’s child’s school or place of care had been closed for a health-related reason, or after the declaration of an emergency by a local, state, or federal government agency, then the employee would be able to use sick time off. Additionally, the parties agreed to expand the definition of family member so that family members would include the employee’s child’s spouse and any individual who regularly resides in the employee’s home or where the relationship creates an expectation that the employee cares for this person.
Use of Vacation Time Off or Compensatory Time Off for Sick Time Off Purposes
The parties agreed that an employee who had used all accrued sick time off may be allowed to use accrued vacation time off and/or compensatory time off for sick time off purposes if this use was authorized by the employee’s departmental supervisor. Additionally, the parties agreed that an employee must be granted the use of accrued compensatory time to care for spouse, domestic partner, parent, parent-in-law, grandparent, minor/dependent child who has a serious health condition; for domestic violence leave; military spouse leave; and when requested as a supplemental benefit (as an example PFML).

Article 44 – Classifications and Reclassification
The parties agreed to align advance notification to 30 days in advance of any proposed implementation date. Additionally, the parties agreed that where an employee’s position was reallocated to a class with a lower salary range maximum, this employee would be placed at a step on the new range closest to, but not less than, their current rate of pay. If the current salary was above the maximum step, then the employee’s salary would be y-rated (frozen) until the new range catches up. Finally, the parties agreed to adjust the progression start date language so that it was easier to understand how an employee’s progression start date was identified.

Article 56 – Union Membership Dues Deduction and Status Reports
The parties agreed to clean up this article so that 56.7 Listing of Employees would accurately reflect the information provided in pay period registers.

Appendix I – Job Classifications
The parties agreed to edits that would align the job profile name description with how they depicted elsewhere.

MOU – Trades License Premium
The parties agreed to let this MOU expire while acknowledging that information regarding the Trades License Premium would move to Article 45 – Compensation, Wages, and Other Pay Provisions.

New Appendix – Bargaining Units Represented by WFSE
The parties agreed to add to the agreement a new appendix; this appendix would list the bargaining unit descriptions as described in PERC decisions.

On the following provisions, the parties agreed to current contract language:

• Article 3 – Reasonable Accommodation of Employees with Disabilities
• Article 16 – Holidays

WFSE Counter Proposals

Article 14 – Hiring, Appointments, Promotions and Transfers
14.9
In response to the Employer’s proposal, the Union agreed to the Employer’s proposal to increase the number of bargaining unit members who would be interviewed per job requisition where the applicants possess the essential skills.
Temporary Assignment to a Higher Position
In response to the Employer’s proposal, the Union proposed that in situations where the employee would be paid a temporary salary increase, this amount would be at 10% and would apply whenever the employee was assigned or directed to do such duties. In these circumstances, the employee would be paid a full day of this temporary salary increase no matter the duration of the temporary salary increases.

Article 36 – Corrective Action/Dismissal
Representation
In response to the Employer’s proposal, the Union reduced the number of days’ notice period to secure a representative from five to four. The Union was in agreement regarding the language of the day after notice provided would be the first day of the notice period.

Article 45 – Compensation, Wages, and Other Pay Provisions
In response to the Employer’s proposal, the Union maintained much of their previous proposal except for the below instances:
Transfers/Lateral Movement
In response to the Employer’s proposal, the Union proposed to clarify that in the circumstances when an employee moves from one position to another position in the same or different classification at the same salary range, the employee would at the minimum retain their previous step.
Promotions/Reallocation/Reversion
In response to the Employer’s proposal, the Union agreed to the progression start date language clarification.
Work Out of Class
In response to the Employer’s proposal, the Union struck this section because they agreed with the Employer’s proposal to move this section to Article 14.15 – Temporary Assignment to a Higher Position.
Downward Allocation Compensation
In response to the Employer’s proposal, the Union agreed to the language that the progression start date would remain unchanged when an employee was reclassified.
Late Payroll Checks
In response to the Employer’s proposal, the Union proposed that the Employer could provide a short payroll check or issue late payroll checks electronically. The Union maintained all other areas previously proposed in this section.
Trades License Premium
In response to the Employer’s proposal, the Union agreed to include the previous MOU – Trades License Premium within the body of Article 45. Additionally, the Union proposed adding the Machinery Master Mechanic series to the Trades License Premium list of affected job profiles.
Float Premium Pay – Harborview Medical Center and UW Medical Center-Montlake Campus Only
In response to the Employer’s proposal, the Union proposed correcting this section to accurately reflect the intended units. This proposed section would then be called AACS Float Pool / UWMC Resource Team and UWMC Ambulatory Float Team Premium Pay – Harborview Medical Center and UW Medical Center-Montlake Campus Only. The Union proposed that the text would state Employees who are assigned to the AACS Float Pool or the UWMC Resource Team, or the UWMC Ambulatory Float Team would receive a premium of $3.50 per hour.

New MOU – Pay Equity Increases
In response to the Employer’s rejection, the Union proposed to reduce this pay increase from 25% to 20%.

In response to the Employer’s proposals on the following provisions, the Union proposed to maintain their previous proposal:

• Article 10 – Overtime
• Article 17 – Vacations
• Article 20 – Miscellaneous Leave
• Article 26 – Civil Duty Time Off and Bereavement Time Off
• Article 47 – Contracting
• Appendix VI – Contracting Out Form
• Side Letter E – Hospital Security Officers Compensatory Time
• New Attachment B – Contracting Out Flow Chart
• New Article XX – Trades Apprenticeship Program

The Union rejected the following Employer proposals:

• MOU – Trades Apprenticeship Program
• New MOU – Apprenticeship Program Automotive Mechanic Implementation

UW Counter Proposals

Article 6 – Grievance Procedure
Arbitration
In response to the Union’s proposal, the Employer proposing withdrawing the proposed language on beginning scheduling of arbitrations within 30 calendar days of the Union advancing to Step Four: Arbitration.
Mediation and Arbitration Hearing
In response to the Union’s proposal, the Employer could only agree to a maximum of 8 hours of release from duty to participate in the mediation or arbitration hearing. Additionally, the Employer reiterated that that UW Labor Relations did not have the authority to grant release requests, only the employee’s supervisor had that authority.

Article 7 – Employee Rights
Representation
In response to the Union’s proposal, the Employer agreed that if notice was provided after 12pm, the day after notice is provided would be the first day of the notice period and would exclude holidays. However, the Employer maintained only allowing three business days to secure representation.
Meetings
The Employer also agreed that in the circumstances where UW Labor Relations was scheduling virtual meetings, the Employer would provide a calendar invite and virtual meeting link to the Union.

Article 14 – Hiring, Appointments, Promotions, and Transfers
In response to the Union’s proposal, the Employer proposed to increase from one to two the amount of bargaining unit members who would be interviewed per job requisition where the applicants possess the essential skills.

Article 28 – Inclement Weather and Suspended Operations
In response to the Union’s concerns, the Employer proposed including the previous order of use of leave in the case of suspended operations: accrued compensatory time and/or holiday credit, vacation time off, personal holiday, sick time off, and then unpaid time off. On this list, sick time off was proposed to be included to address the Union’s concerns regarding suspended operations. Additionally, the Employer proposed allowing employees who had no other paid time available, up to 15 calendars days after operations resume to make up work time lost.

Article 32 – Uniforms and Special Clothing
Safety Boot Reimbursement (Seattle Main Campus, UW-Bothell, UW-Tacoma, UWMC, and HMC Facilities Only)
In response to the Union’s proposal, the Employer proposed to increase the yearly boot reimbursement from $175 to $200.
Tools and Equipment
In response to the Union’s proposal, the Employer proposed that when requested, staff would be provided with protective gloves and safety glasses when required to safely perform their work. Additionally, in response to the Union’s proposal, the Employer proposed that Trades Staff could request one load bearing utility belt or vest.

Article 33 – Transportation and Commute Trip Reduction
In response to the Union’s proposal, the Employer reasserted current contract language.

Article 36 – Corrective Action/Dismissal
36.1
In response to the Union’s proposal, the Employer could not agree to the language as proposed by the union regarding being prohibited from issuing progressive action based upon previously issued coachings or counselings that were not similar in nature since current practice is to include a summary of previously issued coachings and/or counselings. The Employer clarified that these summaries were informative and progressive corrective action was based on similar in nature offenses.
Representation
In response to the Union’s proposal, the Employer proposed a three-day notice period to secure representation and the day after notice is provided would be the first of these days.

Article 42 – Union Activities, Rights, and Stewards
In response to the Union’s proposal, the Employer proposed withdrawing the language detailing advance notice when union stewards visit bargaining unit employees in locations that are not the steward’s own work site.
Use of State Facilities, Resources, and Equipment
In response to the Union’s proposal, the Employer proposed that private space for meetings would be provided when it was possible to do so. Additionally, resources such as e-mail, fax machines, internet, and intranets would not be used for disciplinary purposes when used properly.
Information Requests
In response to the Union’s proposal, the Employer proposed withdrawing the sentence that requests would clearly identify what information was being sought and include the reason for the request. Additionally, the Employer proposed that the Union could request information more than 24 months prior to the date of the request if a legitimate reason was articulated.

New MOU – Pay Equity Increases
The Employer rejected the Union’s proposal.

 

Next Steps
The next WFSE and UW bargaining session is scheduled for Thursday, September 5, 2024 and will be held virtually.

Background
This recap details the ninth 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 28 – Inclement Weather and Suspended Operations
The parties agreed to expand the types of time off a non-essential employee, who is also ineligible for telework, could use during suspended operations; the time off type that is now included is Sick Time Off. Additionally, if the unpaid time off is used, because the employee had no other paid time available, then the employee would have up to fifteen calendars days after operations resume to make up work time lost.

Article 61 – Diversity and Inclusion
The parties agreed to modify language so that it reflects the current practice. Additionally, the parties agreed that the council workgroup would attend at least one all day workshop every twelve months. Additional training opportunities could be added with the mutual agreement of the council workgroup and the approval from the Harborview Medical Center CEO. Finally, the parties agreed to add that participants would be released with pay from their duties to attend this workgroup and would request release time from their manager in advance. Managers are encouraged to support employees participating in this workgroup and grant release unless there are operational needs where release time cannot be approved.

Side Letter G – Actual Time Reporting
The parties agreed to include a new side letter in the agreement where if the Employer were to begin migrating to an actual time reporting system, the Employer would provide the Union with at least six months’ notice. Additionally, the parties would meet to bargain the impacts of the change, and the Union could have up to six members serve as representatives, in addition to the two local presidents participating.

 

WFSE Counter Proposals

Article 26 – Civil Duty Time Off and Bereavement Time Off
In response to the Employer’s proposal, the Union countered that the employee could use personal leave as described in the personal leave days in their Article 20 – Miscellaneous Leave proposal. Additionally, in response to the Employer’s proposal, the Union proposed including a person with whom the employee has a dating relationship in the definition of family member.

Article 45 – Compensation, Wages, and Other Pay Provisions
In response to the Employer’s proposal, the Union proposed reducing salary range increase year one from 25% to 17% and the year two salary increase from 25% to 15%.
Article 47 – Contracting
In response to the Employer’s proposal, the Union maintained their reference to Attachment B – Contracting Out Form within the body of the article and modified their language to be the Employer would send an electronic overtime solicitation notice to all affected trades and shops. If the overtime solicitation notice was provided after noon, the day after notice was provided would be the first day of a four working day notice period for staff to inform management of their interest in the overtime assignment.

On the following provisions, the Union maintained their previous proposal:

• Article 17 – Vacations
• Article 20 – Miscellaneous Leave
• Appendix VI – Contracting Out Form
• Side Letter E – HMC Hospital Security Officers Compensatory Time
• Attachment B – Contracting Out Flow Chart

 

UW Initial Proposals

New MOU – Market Based Increases
The Employer proposed a new MOU that details salary range increases for several job profiles based on the market data of the Milliman Study presented earlier this round of bargaining.

 

UW Counter Proposals

Article 9 Hours of work and Work Schedules
In response to the Union’s proposal, the Employer suggested language that would reference University Policy or UW Medicine Policy to reduce disagreements on this provision.

Article 12 – Licensure and Certification
In response to the Union’s proposal, the Employer proposed reimbursing the employee for the initial cost of a new license or certification, including all required training, education, and fees as determined by the employer.

Article 45 – Compensation, Wages, and Other Pay Provisions
In response to the Union’s proposal, the Employer proposed increasing the year one salary increase to 2% while maintaining 1% in year two.
Assignment Pay
In response to the Union’s proposal, the Employer proposed allowing organizational policy to describe the height, rather than an actual measurement, when a person wearing a fall protection safety harness would receive assignment pay. Additionally, the Employer proposed if an employee was wearing chaps while operating power cutting tools during tree removal and pruning, they would receive assignment pay.

MOU – UW Medicine Pre-Scheduled Voluntary Double-Time Shift Incentive
In response the Union’s proposal, the Employer proposed allowing this MOU to expire.

On the following provisions, the Employer maintained their previous proposal:

• Article 10 – Overtime
• Article 14 – Hiring, Appointments, Promotions, and Transfers
• Article 17 – Vacations
• Article 20 – Miscellaneous Leave
• Article 26 – Civil Duty Time Off and Bereavement Time Off
• Article 40 – Mandatory Subject
• MOU – Trades Apprentice Program
• MOU – Apprenticeship Program Automotive Mechanic Implementation
• Side Letter E – HMC Hospital Security Officers Compensatory Time

 

Next Steps
The next WFSE and UW bargaining session is scheduled for Monday, September 9, 2024, 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. During this session, Milliman, a third-party consulting firm, presented the 2022 Classified Staff Salary Study.

Milliman Classified Staff Salary Study – Milliman, a third-party Consulting firm, presented an analysis of how the compensation for both healthcare and non-healthcare classified benchmark jobs compares to market. The analysis is based on salary data (actual data) from published Milliman surveys as well as a Higher Education Custom survey that Milliman conducted on behalf of the UW. A copy of the Classified Staff Salary Study can be found here.

UW Initial Proposals

Article 2 – Non-Discrimination
The Employer proposed to consolidate section two into section one without changing the intent or language stated in this provision.

Article 3 – Reasonable Accommodation of Employees with Disabilities
The Employer proposed housekeeping edits and adding in the specific titles of referenced University of Washington Administrative Policy Statements; proposed edits are cleanup without changes to rights or access.

Article 7 – Employee Rights
Off Duty Employment
The Employer proposed adding in the specific title of the referenced University of Washington Administrative Policy Statement.

Article 9 – Hours of Work and Work Schedules
The Employer proposed specifying that this article applies to regular employees in multiple sections of this provision.
Work Schedules – Nonscheduled Work Period
The Employer proposed additional detail regarding positions for which the hours cannot be regularly scheduled. In this proposal, the Employer proposed defining that this provision applied to positions which are assigned an FTE, work forty-hour weeks and do not meet any of the other work period designations.
Shift/Schedule Assignment Notification
The Employer proposed that the definition of a temporarily changed schedule would be defined as no longer than 90 days.

Article 14 – Hiring, Appointments, Promotions, and Transfers
Movement between positions within the University
The Employer proposed that the employee would have the option to revert to their former position if it is still vacant, be considered for reassignment in the same classification in the same department as their former position or be placed on the rehire list.
Promotion or Lateral Movement
The Employer proposed that employees who are not staying in a position after the first two months of the trial service period are over may be considered for reassignment in the same class as their former class in the same department as their former position or be placed on the rehire list.
Voluntary Demotion
The Employer proposed that an employee would have preemptive rights to their former position if the position is vacant and that they could be considered for reassignment in the same classification in the same department as their former position, or be placed on the rehire list.

Article 15 – Inter-System Movement and Transfer
The Employer proposed edits that would clean up the details when permanent state employees move from other state agencies to UW without a break in service, including making it clear that employees in this situation do not have to have a probationary period.

Article 18 – Sick Time Off
The Employer proposed many housekeeping edits throughout this article.
Accrual
The Employer proposed edits that would better describe current practice.
Sick Time Off Use
The Employer proposed adding language that would further describe circumstances in which sick time off could be used.

Article 21 – Federal Family Medical Leave Act and Parental Leave
Parental Leave
The Employer proposed to increase parental leave benefits from 4 months to 6 months. Also that for birth parents, temporary disability leave for pregnancy is in addition to parental leave.

Article 52 – Trades Apprenticeship Program
The Employer proposed striking this article to be replaced by a new MOU – Trades Apprenticeship Program. The intention of this MOU is set into motion a plan to implement a Campus Trades Apprenticeship Program by June 30, 2024. The proposed MOU details the creation of a committee formed of six Employer representatives and six Union representatives, would start meeting in August 2023, and would expire upon implementation of the Campus Trades Apprenticeship program.

MOU – Critical Recruitment and Retention Wage Increases
Prior to this session, the Employer had proposed via email to increase the pay of the following job classifications, found here.

New MOU – Hospital Custodian Series
The Employer proposed to create a new series involving custodians at UW hospitals. In this proposal, hospital custodians would move to a new classification that differentiates the work this position performs. The Employer proposed to compensate the new Hospital Custodian Series shown here.

This table would replace the $1 per hour Infection Control premium that currently exists for custodians working for Environmental Services at UW Medical Center and Harborview.

The Employer proposed housekeeping edits only on the following provisions:

• Article 10 – Overtime
• Article 16 – Holidays
• Article 19 – Voluntary Employee Beneficiary Associations
• Article 20 – Miscellaneous Leave

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

• Preamble
• Article 1 – Union Recognition
• Article 4 – Workplace Behavior
• Article 5 – Affirmative Action
• Article 6 – Grievance Procedure
• Article 8 – Employee Facilities
• Article 11 – Training and Professional Development
• Article 12 – Licensure and Certification
• Article 13 – Tuition Exemption Program
• Article 22 – Child/Dependent Care
• Article 27 – Leave Related to Domestic Violence, Sexual Assault or Stalking
• Article 31 – Health and Safety
• Article 32 – Uniforms and Special Clothing
• Article 33 – Transportation and Commute Trip Reduction
• Article 35 – Personnel Files
• Article 36 – Corrective Action/Dismissal
• Article 37 – Employee Assistance Program
• Article 39 – Resignation and Abandonment
• Article 40 – Mandatory Subjects
• Article 42 – Union Activities, Rights, and Stewards
• Article 43 – Joint Union/Management Committees
• Article 44 – Classifications and Reclassification
• Article 46 – Health Care Benefits Amounts
• Article 47 – Contracting
• Article 48 – Staffing Concerns
• Article 49 – Privacy
• Article 50 – No Strike/Lockout
• Article 51 – Board of Regents
• Article 54 – Subordination of Agreement and Saving Clause
• Article 55 – Contract Publication
• Article 57 – Management Rights and Responsibilities
• Article 58 – Term of Agreement
• Article 59 – Drug Testing
• Article 60 – Represented Regular Temporary Employees
• Article 61 – Diversity and Inclusion

Next Steps
The next WFSE and UW bargaining session is scheduled for Thursday, August 18, 2022 and will be held virtually.

Background
This recap details the fifth 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.

Milliman Classified Staff Salary Study – Milliman, a third-party Consulting firm, presented an analysis of how the compensation for both healthcare and non-healthcare classified benchmark jobs compares to market.

Tentative Agreements

Article 2 – Non-Discrimination
The parties agreed that a grievance alleging a violation of this provision could be filed within 90 days of the alleged occurrence. Additionally, the parties agreed to include language that this grievance must contain the information required by Article 6.5 of this agreement.

Article 15 – Inter-System Movement and Transfer
The parties agreed to expand the types of appointments that would count towards mounts of service toward a higher vacation accrual rate. This expansion, which already included time spent in classified service, would now also include time spent in non-academic appointments.

UW Proposals

In response to the Union’s proposals, the Employer proposed to maintain current contract language on the following provisions:

• Article 12 – Licensure and Certification
• Article 17 – Vacations
• Article 26 – Civil Duty Time Off and Bereavement Time Off
• Article 33 – Transportation and Commute Trip Reduction
• Side Letter B – Public Transportation Delays

Article 6 – Grievance Procedure
In response to the Union’s proposal, the Employer reasserted their July 18 proposal. Additionally, in response to the Union’s June 18 proposal, the Employer countered by proposing that when a mediation or arbitration hearing were scheduled during normal business hours, the Union must submit a release request to their supervisor for approval. If the request is approved, the employee assigned to an evening or night shift would be released from their duties the day before or the night of the meeting for the hours required to participate in the mediation or arbitration hearing, for a maximum of eight hours. If the time spent in the mediation or arbitration hearing was less than their regularly scheduled shift time, the employee will use paid time off or leave without pay to fulfill their required hours of work.

Article 7 – Employee Rights
In response to the Union’s proposal, the Employer proposed that if investigatory meeting notice was provided after 12pm, the day after would be the first of the three-day notice period to secure union representation.

Article 9 – Hours of Work and Work Schedules
In response to the Union’s proposal, the Employer rejected the inclusion of the seven minute clock-in and/or clock-out window language. Additionally, the Employer accepted most of the Union’s proposed language on Alternative Work Schedules while maintaining the broad language that an employee could request this change based on a wide variety of needs.

Article 30 – Work Related Injury Leave
In response to the Union’s proposal, the Employer proposed to increase the amount of months of unpaid status due to a work-related injury where the employee would maintain their seniority and progression start date from six to nine months.

Article 34 – Performance Evaluation
In response to the Union’s proposal, the Employer proposed to provide a copy of a performance evaluation when requested and that it could include the employee’s rebuttal and/or comments if any.

Article 39 – Resignation and Abandonment
In response to the Union’s proposal, the Employer accepted the inclusion of Workday as an example of Employee Self-Service.

Article 43 – Joint Union/Management Committees
In response to the Union’s proposal, the Employer did not accept the increase in departmental level and university-wide level attendees. However, the Employer did agree that upon mutual agreement, both parties may include additional members as subject matter experts.

Article 55 – Contract Publication
In response to the Union’s concern, the Employer proposed adjusting the link to the contract agreement so that the word master is replaced with primary.

Appendix I – Job Classifications
The Employer proposed cleaning up the table so that the full job classification title was included and proposed to inactivate some job classifications that hadn’t been used in seven years.

Appendix III – Overtime Exempt Job Classifications
The Employer proposed cleaning up the table so that the full job classification title was included, as mentioned previously, and to include a job classification that was not included in the previous agreement.

Appendix V – Pay Tables
The Employer proposed to strike the mentioning on the pay table BK because it is inactivated, and this housekeeping cleanup was just missed these past few rounds.

MOU – Trades Apprenticeship Program
In response to the union’s proposal, the Employer reasserted to keep this MOU and replace the dates and content with the version that was presented on July 31.

MOU – UW Medicine Pre-Scheduled Voluntary Double-Time Shift Incentive
The Employer proposed striking this MOU in its entirety.

Side Letter A – City of Seattle Minimum Wage
The Employer proposed to rollover this MOU.

WFSE Counter Proposals

On the following provisions, the Union proposed to maintain their previous proposal:

• Article 12 – Licensure and Certification
• Article 17 – Vacations

Article 6 – Grievance Procedure
6.5
In response to the Employer’s proposal, the Union proposed that including the language of a description of the events that resulted in the alleged violation would be adequate for the purposes of the grievance filing. The Union also proposed that the Employer could not arbitrarily delay scheduling a grievance.
Step Four: Arbitration
In response to the Employer’s proposal, the Union could not agree to the proposed language regarding arbitration scheduling timelines.
Mediation and Arbitration Hearing
In response to the Employer’s proposal, the Union countered that when a mediation or arbitration hearing are scheduling during the Employer’s normal business hours, the Union would submit a release request to Labor Relations for approval and the employee would inform their supervisor. If the request was approved, the employee assigned to an evening or night shift would be released from their duties with pay for both the work shift before and after for their total work shift hours. Also, that if the time spent was less than their regularly scheduled shift time, the employee would not be required to use paid time off or leave without pay to fulfill their required hours of work but may elect to voluntarily report to work after the mediation or arbitration hearing.

Article 7 – Employee Rights
In response to the Employer’s proposal, the Union proposed that the Employer would provide a hand delivered written notice and allow for at least four business days to allow an employee to secure a representative for an investigatory meeting. Additionally, if notice was provided after 12pm, the following day would be the first day of the four-day notice period and would exclude holidays or weekends. Finally, the Union countered that the Employer would provide the Union with a calendar invite for the meeting and a link for virtual meetings.

Article 9 – Hours of Work and Work Schedules
In response to the Employer’s proposal, the Union proposed to keep the language stating that an employee could cite personal and/or family needs for alternative work schedules and that such requests would be approved by the Employer.

Article 20 – Miscellaneous Leave
In response to the Employer’s proposal, the Union included the housekeeping changes with regards to the benefits office but maintained their proposed language regarding the inclusion of five paid personal leave days each calendar year.

Next Steps
The next WFSE and UW bargaining session is scheduled for Thursday, August 22, 2024 and will be held virtually.

Background
This recap details the first 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.

WFSE Initial Proposals

Article 3 – Reasonable Accommodation of Employees with Disabilities
The union proposed that the employer would work along with Employee Health Services (EHS) to find opportunities for modified duty and/or conduct a job search throughout the entire university, satellite campuses, and medical centers when an employee is eligible for a reasonable accommodation.

Article 6 – Grievance Procedure
The union proposed adding two new sections to this provision.
6.XX The union proposed that for investigatory meetings, if the employer is unable to conduct said meeting during an employee’s normal work shift, the employer will adjust the employee’s work schedule and provide them with at least eight hours off between their work shift and the investigatory meeting.
6.XX The union also proposed that when a grievance meeting, mediation, and/or arbitration is scheduled during normal business hours and the union submits a release request for the grievant who works an evening or night shift, then they would be released from their duties the day before and the day of the meeting.

Article 7 – Employee Rights
7.1 The union proposed that when the employer is notifying the employee of an investigatory meeting, they shall do so via email and on employer letterhead. Additionally, the employer would allow for seven business days, an increase from three, to allow the employee to secure a representative.
7.3 The union proposed that when an employee is subpoenaed as a witness on behalf of the union in an arbitration case with the employer, the employee may appear without loss of pay and would be paid by the employer, if attending on during off hours.
7.4 The union proposed that in the event the employer schedules a meeting with an employee, the employer would provide the employee with a calendar invite and a link for the meeting via their work email address.

Article 9 – Hours of Work and Work Schedules
9.2 The union proposed that for the sole purpose of attendance, an employee would be given a seven-minute grace period and be allowed to clock-in or out early without being in violation of the attendance policy.
9.3 The union proposed that rest periods may also be incremental and added that language throughout 9.3a. Additionally, the union proposed that when an employee missed a meal or rest period would require notifying their supervisor in writing and that their supervisor would be required to keep a written log of all missed meal and rest periods.
9.4 The union proposed adjusting the definition of alternative work schedule to mean that workweeks and work shifts of different number of hours may be established for overtime-eligible employees by the employer to meet business and customer needs, if the alternate work schedule meets federal and state laws. Additionally, employees may request alternative work schedules based upon the employee’s personal and family needs; the union proposed that these requests would be approved by the employer.
9.5 The union proposed that for temporary changes in work schedule assignments occurring within the employee’s workweek, the employer would provide written notice via email and on employer letterhead and this notice could occur within ten calendar days, an increase from three. Additionally, in cases of emergencies, lack of work, safety hazards, or by mutual agreement, the employer could temporarily change an employee’s schedule with seven calendar days’ notice, an increase from three.
9.6 The union proposed expanding the definition of telework and commuting while allowing for the employer to determine a position’s eligibility for telework. Additionally, if the employer was reducing, modifying, or eliminating an employee’s telework the employer would provide fourteen calendar days’ notice.

Article 10 – Overtime
10.3 The union proposed that represented employees on all campuses would be able to accrue up to 240 hours of compensatory time. Additionally, the union proposed that mandatory overtime would be compensated at a rate of two times the hours worked unless the employee requests and is granted compensatory time off. The union also proposed that whenever overtime work was required, supervisors would notify staff at least four hours prior to the end of their shift. The union proposed that in the event management failed to provide at least four hours advance notice, all mandatory overtime hours worked would be compensated at the rate of two times the regular rate of pay.
10.5 The union proposed a new section where if an employee was not normally scheduled to work on Sundays and the employee works on a Sunday, they would be compensated at two times the regular rate of pay.
10.6 The union proposed a new section where whenever overtime is mandatory, all mandatory hours would be paid at two times the employee’s regular rate of pay.

Article 11 – Training and Professional Development
11.8 The union proposed that education support funds would be for all hospital/medical staff at four hundred dollars per FTE for continuing education. However, the union proposed that for mental health practitioner leads and mental health practitioner clinical specialists, they would receive eight hundred dollars per FTE, up from five hundred dollars, for continuing education.
11.9 The union proposed adding a new section where the employer would offer “English in the Workplace” courses to all staff where English was their second language.

Article 12 – Licensure and Certification
The union proposed that instead of the employer covering the initial costs, the employer should reimburse employees for the full cost of licensing and certification, including all required training, education, and fees. In this case, the union proposed striking that the employee would be responsible for full cost of maintaining the license and/or certification. The union added a commercial drivers license (CDL) to the eligible licenses.

Article 16 – Holidays
The union proposed adding language in 16.1 the carves out an exception as proposed in New MOU – Sick Leave Use.

Article 17 – Vacations
17.1 The union proposed to increase the rate of vacation hours accrual for employees.
17.2 The union proposed that the employer would not be able to deny vacation requests based solely on staffing levels and that the employer would be responsible for reimbursing the employee for all cancelation costs incurred by the employee.

Article 20 – Miscellaneous Leave
The union proposed a new section that would allow for each employee to select five paid personal leave days each calendar year and described eligibility and scheduling of said personal leave days.

Article 26 – Civil Duty Time Off and Bereavement Time Off
26.2 The union proposed increasing the number of bereavement days off from three to six for employees. Additionally, the union proposed expanding the definition of family members to include aunts, uncles, child of sibling, first cousins, parent-in-law, sibling-in-law, corresponding relatives of the employee’s spouse or domestic partner, spouse’s grandparent, and a person with whom the employee has a dating relationship.

Article 28 – Inclement Weather and Suspended Operations
28.1 The union proposed that essential staff who are unable to report to work due to inclement weather, or other factors outside of their control, should not forfeit their paid holiday, regardless of pay status.
28.2 The union proposed that in the case of suspended operations, if unpaid time off is used, the employer would inform employees of their ability to make up work time.

Article 30 – Work Related Injury Leave
30.2 The union proposed that employees who are in unpaid status for up to one year, an increase from six months, due to a work-related injury, would maintain their seniority and progression start date.
30.3 The union proposed adding that the employer would work with Employee Health Services (EHS) in situations where the employer was attempting to find opportunities for modified duty after disability leave.

Article 32 – Uniforms and Special Clothing
32.5 The union proposed that all represented employees would be reimbursed for work-related footwear for up to two hundred fifty dollars per year.
32.6 The union proposed that when requested, all staff would be provided with protective gloves of their choice to safely perform work. Additionally, trades staff would be provided with a load bearing belt or vest and Harborview Security Officers with one external load bearing vest.
32.7 The union proposed in a new section that safety glasses and prescription safety glasses would be reimbursed to employees for up to two hundred dollars for their purchase.
32.8 The union proposed in a new section that gardeners and gardener leads would be reimbursed for up to two hundred dollars per year.

Article 33 – Transportation and Commute Trip Reduction
The union proposed a new section where the employer would provide dial-a-ride services and/or free parking for staff who are not able to utilize their U-Pass.

Article 34 – Performance Evaluation
34.4 The union proposed that the employer should provide, within three business days, signed copies of completed evaluations to the employee.
34.5 The union proposed that performance evaluations could be grieved up to Step 3 of the grievance procedure instead of stopping at Step 2.

Article 36 – Corrective Action/Dismissal
36.1 The union proposed that the employer would be prohibited from issuing progressive action based upon previously issued coaching or counseling that are not similar in nature and not related to the current alleged offense.
36.2 The union restated the increased time for the employee to find representation, and that the employer would provide notice via email and on employer letterhead.

Article 40 – Mandatory Subject
The union proposed increasing the number of employee representatives who can participate in requests to bargain from four to eight.

Article 42 – Union Activities, Rights, and Stewards
42.2 The union proposed that during new steward training, a union steward could attend more than one grievance meeting.
42.4 The union proposed that when employees are required to meet with management, they should be provided with a private space that is free from noise and interruptions and, when virtual, away from management staff. Additionally, the union proposed that when union delegates use state owned/operated equipment to communicate with the union or employer, such use would not be used for disciplinary purposes.

Article 43 – Joint Union/Management Committees
The union proposed increasing the number of committee members from three to six and, upon mutual agreement, the union could have additional members attend as subject matter experts.

Article 47 – Contracting
The union proposed that effective September 1, 2024, the employer would send electronic overtime solicitation notice to all affected trades and shops when contracting out work was deemed necessary. The union also proposed that individuals in the shops would have four working days to respond as to whether they are interested in the overtime assignment. Finally, the union proposed that management should be prohibited from discouraging and/or directing staff from replying to all employees listed on the electronic overtime opportunity email.

Article 52 – Salary Overpayment Recovery
The union proposed striking that if the employee failed to choose a repayment option, the amount due could be placed with a collection agency.

Article 55 – Contract Publication
The union proposed housekeeping edits and that the employer would provide new employees with one printed copy of the agreement upon request.

Article 61 – Diversity and Inclusion
The union proposed that participants would be released with pay from their duties to attend and participate in the Equity, Diversity, and Inclusion (EDI) workgroup.

Appendix VI – Contracting Out Form
The union proposed adding reference to New Attachment B – Contracting Out Flow Chart and added a question asking if all affected shops had been contacted.

MOU – Intermittent Nonpermanent and Represented Regular Temporary Employees
The union proposed deleting this MOU as the language was now incorporated into Article 60 – Nonpermanent and Intermittent Employees.

MOU – Trades Apprenticeship Program
The union proposed deleting this MOU in favor of a new article proposal, New Article XX – Trades Apprenticeship Program.

Side Letter B – Public Transportation Delays
The union proposed housekeeping edits and proposed that unavoidable delays could be of any type of transportation. Additionally, the union proposed that employees could use personal leave.

Side Letter E – HMC Hospital Security Officers Compensatory Time
The union proposed deleting this Side Letter as the language was now incorporated into Article 10 – Overtime.

New Article XX – Trades Apprenticeship Program
The union proposed that if the employer establishes a Trades Apprenticeship Program, it would be formed through the UW Trades Apprenticeship Committee which would be composed of six union representatives and six employer representatives. Additionally, the committee would design the program in compliance with the State of Washington Labor and Industries Guidelines and would establish this program only if the program design is agreed to by both parties.

New MOU – Sick Leave Use
The union proposed expanding the definition of family member to include any individual who regularly resides in the employee’s home except in the cases where there is no expectation that the employee provide care for that individual. Additionally, the union proposed that when an employee’s place of business has been closed by order of a public official for any health-related reason, or when an employee’s child’s school or place of care has been closed for a health-related reason, or after the declaration of an emergency by a local or state government or agency, or by the federal government, an employee may use sick time off. Finally, the union proposed that for the purpose of bereavement leave, sick time off may be used.

New Attachment B – Contracting Out Flow Chart
The union proposed adding this flow chart to Appendix VI – Contracting Out Form and referencing the flow chart’s use in Article 47 – Contracting.

The union proposed housekeeping edits only on the following provisions:

• Article 23 – Shared Leave
• Article 58 – Term of Agreement
• Article 60 – Nonpermanent and Intermittent Employees
• MOU – Leave of Absence WFSE President
• MOU – Public Records Requests and Privacy
• MOU – Scholarship Fund for Medical Center Employees
• MOU – UW Medicine Pre-Scheduled Voluntary Double-Time Shift Incentive
• Side Letter A – City of Seattle Minimum Wage
• Side Letter C – Tracking Discrimination and Bias
• Side Letter D – UW Seattle Campus Building Services Alternative Work Schedules

The union proposed letting the following provisions expire:

• MOU – Dietetic Tech, LPN, MHS, and Ortho Tech Recruitment and Retention Wage Increases
• MOU – Health Care Pay Tables Consolidation
• MOU – Hospital Custodial Series

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

• Preamble
• Article 1 – Union Representation
• Article 2 – Non-Discrimination
• Article 4 – Workplace Behavior
• Article 5 – Affirmative Action
• Article 8 – Employee Facilities
• Article 13 – Tuition Exemption Program
• Article 14 – Hiring, Appointments, Promotions and Transfers
• Article 15 – Inter-System Movement and Transfer
• Article 19 – Voluntary Employee Beneficiary Association (VEBA)
• Article 21 – Federal Family Medical Leave Act and Parental Leave
• Article 22 – Child Dependent Care
• Article 24 – Unpaid Holidays for a Reason of Faith or Conscience
• Article 25 – Absence Due to Family Care Emergencies
• Article 27 – Leave Related to Domestic Violence, Sexual Assault or Stalking
• Article 29 – Military Leave
• Article 31 – Health and Safety
• Article 35 – Personnel Files
• Article 37 – Employee Assistance Program (EAP)
• Article 38 – Seniority, Layoff and Rehire
• Article 39 – Resignation and Abandonment
• Article 41 – New Employees
• Article 44 – Classifications and Reclassificaton
• Article 48 – Staffing Concerns
• Article 49 – Privacy
• Article 50 – No Strike / Lockout
• Article 51 – Board of Regents
• Article 54 – Subordination of Agreement and Savings Clause
• Article 56 – Union Membership Dues Deduction and Status Reports
• Article 57 – Management Rights and Responsibilities
• Article 59 – Drug Testing
• Appendix III – Overtime Exempt Job Classifications
• Appendix IV – Layoff Seniority Units
• MOU – Multi-Campus Voluntary Standby Pool

On the following provisions, the union proposed as placeholders until the parties are ready to review:

• Article 18 – Sick Time Off
• Article 45 – Compensation, Wages and Other Pay Provisions
• Article 46 – Health Care Benefits Amounts
• Article 53 – Washington Family Medical Leave Program
• Article 62 – Advance Certification / Registration Pay
• Appendix I – Job Classifications
• Appendix II – Differentials
• Appendix V – Pay Tables
• MOU – Trades License Premium
• MOU – Skilled Trades Recruitment and Retention Increases
• MOU – Non-Healthcare Across the Board Increases Me Too
• MOU – Market-Based Increases
• MOU – Lump Sum Payment
• MOU – Health Care Recruitment and Retention Increases
• MOU – Critical Recruitment and Retention Wage Increases
• Signature Page

Next Steps
The next WFSE and UW bargaining session is scheduled for Wednesday, July 17, 2024, and will be held virtually.