here<\/a>.<\/p>\nCOVID Relief and Recovery \u2013 <\/strong>In response to the Employer\u2019s opinion that the Employer cannot provide healthcare funding that hasn\u2019t been agreed to by the state of Washington, the Union withdrew its proposal that the Employer would reimburse up to $1,000 annually per employee for behavioral health or mental health services. The Union also reduced its proposal for COVID-19 Relief time off hours every quarter from twenty-four to twelve hours for each employee. They also reduced the length of time employees would receive this time off. The original proposal was that they would receive it through June 30, 2023; the Union\u2019s current proposal that employees would receive it through June 30, 2022. The Union otherwise maintained its proposal regarding COVID relief and recovery.<\/p>\nReducing Call and Standby Hours \u2013 <\/strong>In response to the Employer, the Union modified the staffing triggers that would require the creation of an FTE to reduce the number of standby shifts. Under this counter-proposal, a new FTE would be created in circumstances in which 75% or more of scheduled standby shifts required callback (rather than 50%), and\/or circumstances in which employees are scheduled for more than 120 hours of standby in a month (rather than 96). The Union maintained its proposals for call rooms and rest between shifts.<\/p>\nBreak Relief \u2013 <\/strong>In response to the Employer, the Union withdrew its proposal for a break relief nurse in the Emergency Department, but maintained its proposals for break relief nurses on 9EH BPICU, 9MA and MB TSICU, 2WH NCCU, and 2EH MCICU.<\/p>\nPA-ARNP Training Committee \u2013 <\/strong>As a counter to the Union\u2019s proposal to start a mentorship program for APPs, the Employer proposed to start a workgroup to discuss an onboarding and training program for PA-ARNPs. The Union accepted this counter-proposal, but added specifications for composition of the workgroup and how often the workgroup would meet. The Union\u2019s counter included parameters from its initial proposal for the mentorship program the workgroup would create.<\/p>\nEducation Expenses \u2013 <\/strong>The Union accepted the Employer\u2019s counter-proposal stating that, upon request and excluding some travel and accommodations expenses, departments would pay for continuing education expenses in lieu of requiring the employee to seek reimbursement. Requests for departments to pay for continuing education expenses in lieu of reimbursement would have to be made at least six weeks in advance. The Union proposed that the Employer would make a good faith effort to process employee reimbursements within two weeks and that reimbursement timelines would be reviewed at JLMs on a quarterly basis. The Union has withdrawn its proposal that unused education funds would roll-over into the next fiscal year as pooled funds and has accepted the Employer\u2019s counter-proposal that servicing or processing fees for trainings offered by the Employer would not be counted towards an employee\u2019s total education support funds.<\/p>\nHealth and Safety<\/strong> \u2013 <\/strong>In response to the Employer\u2019s concern that there are many entrances to the Emergency Department, which would make accepting the Union\u2019s proposal to post security guards at all entrances significantly burdensome, the Union adjusted their counter to say that only exterior entrances of the Emergency Department would be staffed by security officers at all hours of the day. The Union maintained the remainder of its initial proposals regarding health and safety.<\/p>\nSeniority \u2013<\/strong> The Union accepted the Employer\u2019s proposal that leave without pay would not affect seniority for layoff, but rejected the Employer\u2019s proposed language defining department seniority (as differentiated from layoff seniority).<\/p>\nNew Employee Orientation (NEO) \u2013 <\/strong>In response to the Employer\u2019s uncertainty about how long virtual NEOs would continue, the Union proposed to strike language regarding virtual NEOs from their initial proposal and place language regarding virtual NEOs in a new MOU.<\/p>\nNegotiations for 2021-2023 \u2013 <\/strong>In response to the Employer, the Union withdrew its proposal that the Employer would provide paid release time for one member per 100 for negotiations for the successor agreement. Instead, the Union proposed that the Employer would provide paid release time for 20 members. The Union otherwise maintained its initial proposal regarding negotiations for 2021 \u2013 2023.<\/p>\nUnion Activities<\/strong> \u2013 The Union accepted the Employer\u2019s proposal that the up-to-date list of all Union delegates that the Union submits annually to the Office of Labor Relations would include the names of those delegates\u2019 supervisors. The Union rejected the Employer\u2019s proposal that only Union representatives (not delegates) would be able to submit information requests. In response to the Employer\u2019s counters, the Union proposed to decrease the number of contract specialists in its initial proposal from two to one. The Union otherwise maintained its initial proposal regarding contract specialists and emails from third party entities.<\/p>\nEmployer Counter Proposals<\/h4>\n
Wages \u2013 <\/strong>The Employer proposed to increase wages across-the-board, except for nurses, 2% on July 1, 2021. The Employer also proposes to increase wages 1% across-the-board, for all employees, in the second year of the contract.<\/p>\nRN Wages \u2013<\/strong> The Employer proposed to increase wages for nurses across-the-board 1% in the first year of the contract. The Employer also proposed to increase nurse wages 4% for recruitment and retention purposes in the first year of the contract.<\/p>\nFloat Pay \u2013 <\/strong>The Employer proposed that employees on temporary float would receive the float premium of $3.75, according to current contract language, but employees permanently floating (in the float pool) would receive a new, higher premium of $4.00.<\/p>\nNight Shift Differential \u2013<\/strong> The Employer proposed to increase the night shift differential from $4.00 to $4.50 for the RN and PA-ARNP bargaining units.<\/p>\nStandby Pay \u2013 <\/strong>The Employer proposed tiered premiums for standby, a lower premium for the first 30 hours of standby worked and a higher premium for all standby hours worked over 30. Nurses would receive $4.25 for the first 30 hours and $6.25 for hours of standby over 30; other bargaining units would receive $4.00 for the first 30 hours and $6.00 for hours of standby over 30.<\/p>\nPre-Scheduled Voluntary Doubletime \u2013 <\/strong>The Employer proposed that pre-scheduled voluntary double-time shifts could be offered for any classification after the initial scheduled bid is incorporated and posted and the Employer has sent out notice for staff, including Per Diems. Per Diems would not be eligible to volunteer for pre-scheduled double-time shifts until they have scheduled up to 40 hours in that week. Staff members calling in sick on voluntary double-time shifts would not receive sick pay.<\/p>\nImaging Tech R&R Increase \u2013 <\/strong>The Employer proposed the following recruitment and retention increases for select Imaging Technologist classifications:<\/p>\n\n- Imaging Technologist \u2013 Comp Tomo: approximately 5% increase<\/li>\n
- Imaging Technologist \u2013 Angiography: approximately 5% increase<\/li>\n
- Imaging Technologist \u2013 Mag Res Imaging: approximately 4% increase<\/li>\n
- Imaging Technologist \u2013 Lead: approximately 2% increase<\/li>\n<\/ul>\n
Respiratory Care R&R Increase \u2013 <\/strong>The Employer proposed an approximate 3% recruitment and retention increase for Respiratory Care Associate, Practitioner, Lead, and Specialist.<\/p>\nPharmacy Tech R&R Increases<\/strong> \u2013 The Employer proposed an approximate 3% recruitment and retention increase for Pharmacy Technician 1, 2, and Lead.<\/p>\nMulti-Campus Voluntary Standby<\/strong> \u2013 The Employer proposed to create a multi-campus voluntary standby (call) pool by classification.\u00a0 If applicable, the pool could include employees\/members from different bargaining units and\/or represented by different Unions.\u00a0 The classifications utilized for the voluntary standby (call) pool would be determined by the Employer.\u00a0 The Employer would develop a process for employees to sign up for the voluntary standby (call) pool for their classification, and employees could remove their name from the voluntary pool at any time.\u00a0 The Employer would utilize the voluntary standby (call) pool to fill standby shifts and\/or to call employees into work at Harborview, UWMC-Montlake, or UWMC-Northwest as necessary.\u00a0 Regardless of where the employee is called to work, the employee\u2019s compensation would be based on the terms and conditions described in their home collective bargaining agreement.\u00a0 <\/strong><\/p>\nDevelopment of a Floating Tool<\/strong> \u2013 The Employer proposed a new MOU in which the parties would agree to request facilitated mediation from the state of Washington\u2019s Public Employee Relations Commission (PERC) within 90 days of ratification to develop a tiered floating tool. This tool would create an equitable and effective method of responding to changes in staffing needs across all three hospitals: UW Medical Center \u2013 Montlake, UW Medical Center \u2013 Northwest, and Harborview Medical Center. The parties would commit to meeting at least monthly with the facilitator\/mediator, for up to 12 months, to fully discuss and work together to develop a process. Up to four members from the RN bargaining unit and four additional members from other bargaining units would be provided paid time to attend each session. The goals would be to address census fluctuations while supporting a healthy work environment for staff, to increase recruitment and retention through growth opportunities, and to ensure quality patient care.<\/p>\nWork Schedules \u2013 <\/strong>In response to the Union, the Employer proposed to adjust the language of its initial proposal to accommodate the second 30-minute meal period for people working 12-hour shifts. In response to the Union, the Employer withdrew its proposal that the language surrounding posting of schedules would only apply to employees that do not have fixed patterns or schedules. The Employer maintained most of its proposal surrounding flexible staffing due to low patient volume, but changed the title of this proposal to \u201cVoluntary Flex.\u201d<\/p>\nWeekends \u2013 <\/strong>The Employer withdrew its proposal to strike language stating that the Employer would make a good faith effort to schedule every other weekend. The Employer accepted the Union\u2019s counter-proposal that employees would be paid time and a half for any weekend shifts they work after the initial four weekend shifts, which is a reduction from the Employer\u2019s proposal that the premium would be paid after the fifth weekend shift. The Employer maintained its proposal that this premium would apply to work time spent for educational purposes, and that standby, hours worked on standby, and time spent on paid time off (sick time off, vacation time off, compensatory time off), would not count as a weekend shift worked.<\/p>\nFTE Changes \u2013 <\/strong>In response to the Union\u2019s proposal that the Employer would accommodate all requests to increase or decrease FTE within three months of the requests, the Employer proposed to add language explicitly stating that requests for an increase or decrease in FTE could be submitted to an employee\u2019s supervisor.<\/p>\nJob Postings \u2013 <\/strong>In response to the Union\u2019s proposed process to fill vacancies created by terminations or leave, the Employer proposed adding language stating that when positions are vacated, the Employer would make a good faith effort to expedite the evaluation of staffing needs and when applicable post vacant positions for hire.<\/p>\nRespiratory Care JLM <\/strong>\u2013 In response to the Union\u2019s proposal to create a Respiratory Therapy Staffing Committee, the Employer proposed that the Employer and the Union would create a Respiratory Therapy Ad Hoc JLM group.\u00a0 The Ad Hoc JLM group would meet every other month and the first meeting will be held within 60 days of ratification.\u00a0 The Union could have up to three member representatives plus a Union Representative.<\/p>\nHealth and Safety \u2013 <\/strong>In response to the Union\u2019s proposals regarding personal protective equipment, the Employer proposed that audits would be made of PPE and any faulty equipment will be pulled from circulation. To address the Union\u2019s proposal for de-escalation and Code Grey trainings, the Employer proposed to provide training in accordance with the Harborview Medical Center Workplace Violence Prevention Plan. Trainings could include topics such as: de-escalation tactics, safe and humane restraint usage, and proper usage and administration of Code Greys.<\/p>\nEDI Council Workgroup Staff Focused \u2013 <\/strong>The Employer proposed to accept the Union\u2019s proposal to add language stating that the Employer is committed to continue the work of the staff-focused EDI Workgroup. In response to the Union\u2019s proposal outlining the voting vs non-voting members of the committee, the Employer proposed that the workgroup could establish voting rules. In response to the Union\u2019s language stating the scope of the workgroup, the Employer proposed language stating that the workgroup could be utilized to discuss upcoming and ongoing hospital wide initiatives and programs, and could provide the CEO feedback related to EDI initiatives, programs, and workplace issues.\u00a0 In response to the Union\u2019s proposal that the workgroup would meet three hours monthly with unlimited time to do EDI work, the Employer proposed that meetings would be held monthly for one hour, with additional prep of one hour per month.<\/p>\nVacation Requests \u2013 <\/strong>In response to the Union\u2019s proposal to create a process around vacation request denials, the Employer proposed that when an employee’s vacation cannot be approved, the supervisor would schedule the employee’s vacation at the next earliest date requested by the employee and deemed possible by the supervisor.\u00a0 If an employee\u2019s request for vacation leave is denied, the Employer, upon request, would have to provide the reason for denying vacation leave electronically or in writing.\u00a0<\/strong><\/p>\nTemporary Diagnostic Imaging Employees \u2013 <\/strong>The Employer agreed to add Juneteenth as a holiday for which these temporary employees would receive a holiday premium if they work that day. The Employer maintains its other initial proposals regarding these employees.<\/p>\nUnion Activities<\/strong> \u2013 In response to the Union, the Employer withdrew its proposal that only Union representatives (not delegates) would be able to make information requests. The Employer rejected the Union\u2019s proposals regarding contract specialists and emails from third parties about the union.<\/p>\nArbitration Panel \u2013 <\/strong>The Employer proposed to add one of the arbitrators from the Union\u2019s proposal for the period of August 1, 2021 to January 1, 2023.\u00a0 Under this proposal, after January 1, 2023, that arbitrator could be added to the permanent panel by mutual agreement between the parties.<\/p>\nNext Steps<\/h4>\n
The next UW and SEIU 1199 bargaining session for the HMC\/ALNW CBA is scheduled for July 29 and will be held virtually.<\/p>\n
<\/p>\n","protected":false},"excerpt":{"rendered":"
Background This update details all proposals made between June 12 and July 19 for the renewal of the collective bargaining agreement (CBA) between the UW and Service Employees International Union […]<\/p>\n","protected":false},"author":68,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_lmt_disableupdate":"no","_lmt_disable":"","footnotes":""},"categories":[3],"tags":[],"class_list":["post-4972","post","type-post","status-publish","format-standard","hentry","category-negotiation-update","union-seiu-1199","duration-2021-2023"],"acf":[],"yoast_head":"\n
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