{"id":6172,"date":"2022-08-23T14:11:06","date_gmt":"2022-08-23T21:11:06","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=6172"},"modified":"2022-08-23T14:29:51","modified_gmt":"2022-08-23T21:29:51","slug":"wfse-uw-negotiations-recap-for-thursday-august-18-2022","status":"publish","type":"post","link":"https:\/\/hr.uw.edu\/labor\/2022\/08\/23\/wfse-uw-negotiations-recap-for-thursday-august-18-2022","title":{"rendered":"WFSE \u2013 UW Negotiations Recap for Thursday, August 18, 2022"},"content":{"rendered":"

Background<\/strong>
\nThis 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<\/a>.<\/p>\n

Tentative Agreements<\/strong>
\nThe parties tentatively agreed to the following:<\/p>\n

Article 17 \u2013 Vacations<\/strong>
\n\u2022 Housekeeping edits were made to this article only. Article 17 details the accrual, scheduling, maximums, use, and cash-out of accrued vacation time off.<\/p>\n

Article 24 \u2013 Unpaid Holidays for a Reason of Faith or Conscience<\/strong>
\n\u2022 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.<\/p>\n

Article 30 \u2013 Work Related Injury Leave<\/strong>
\n\u2022 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.<\/p>\n

Article 53 \u2013 Washington Family Medical Leave Program<\/strong>
\n\u2022 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.<\/p>\n

Article 56 \u2013 Union Membership Dues Deduction, and Status Reports<\/strong>
\n\u2022 The parties agreed to current contract language.<\/p>\n

Article 58 \u2013 Term of Agreement<\/strong>
\n\u2022 Housekeeping edits were made to this article only. Article 58 details the effective dates for the successor agreement between UW and WFSE.<\/p>\n

WFSE Counter Proposals<\/strong><\/p>\n

MOU \u2013 Critical Recruitment and Retention Wage Increases<\/strong>
\nIn Response to the Employer\u2019s 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.<\/p>\n

UW Initial Proposals<\/strong><\/p>\n

Article 25 \u2013 Absence Due to Family Care Emergencies<\/strong>
\nThe 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.<\/p>\n

Article 26 \u2013 Civil\/Jury Duty Time Off and Bereavement Time Off<\/strong>
\nThe Employer proposed housekeeping edits and proposed including that still birth or miscarriage would qualify for Bereavement Time Off.<\/p>\n

Article 28 \u2013 Inclement Weather and Suspended Operations<\/strong>
\nSuspended Operations<\/strong>
\nThe 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.<\/p>\n

Article 34 \u2013 Performance Evaluation<\/strong>
\nThe Employer proposed striking the sentence in the first section regarding the supervisor\u2019s 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.<\/p>\n

Article 38 \u2013 Seniority, Layoff, Rehire<\/strong>
\nThe Employer proposed housekeeping edits throughout the article.
\nEmployment Option<\/strong>
\nThe 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.<\/p>\n

Article 41 \u2013 New Employees<\/strong>
\nThe Employer proposed to include that new employee orientations may take place virtually.<\/p>\n

New Article XX \u2013 Advance Certification\/Registration Pay<\/strong>
\nThe 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 \u2013 Hospital Central Services Technicians, and Surgical Technologists, mentioned in MOU \u2013 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.<\/p>\n

Article 45 \u2013 Compensation, Wages, and Other Pay Provisions<\/strong>
\nAnnual Salary Adjustment<\/strong>
\nThe Employer proposed that employees move two steps every twelve months regardless of which step the employee starts at.
\nEmployee Recruitment and Retention (R&R) Step Increases<\/strong>
\nThe Employer proposed to move this subsection into its own section.
\nRecruitment\/Retention Compensation<\/strong>
\nThe Employer proposed to rename this section Job Profile Recruitment\/Retention Increases.
\nWeekend Pay<\/strong>
\nThe Employer proposed to memorialize the contents of MOU \u2013 HMC and UWMC EVS Custodians Weekend Premium<\/strong> 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.
\nCustodian Compensation<\/strong>
\nThe Employer proposed the NEW MOU \u2013 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.<\/p>\n

MOU and Side Letters<\/strong>
\nThe employer proposed to only retain the following MOU\u2019s and Side letters as described below<\/strong><\/p>\n

MOU \u2013 HMC and UWMC EVS Custodians Weekend Premium<\/strong>
\nThe Employer proposed to memorialize the contents of this MOU into Article 45 \u2013 Compensation, Wages, and Other Pay Provisions.<\/p>\n

MOU \u2013 Salary Overpayment Recovery<\/strong>
\nThe Employer proposed to move this MOU into the body of the agreement as a new article.<\/p>\n

MOU \u2013 Scholarship Fund for Medical Center Employees<\/strong>
\nThe Employer proposed to continue this MOU for another two years.<\/p>\n

The Employer proposed housekeeping edits only on the following provisions:<\/strong>
\n\u2022 Article 23 \u2013 Shared Leave
\n\u2022 Article 29 \u2013 Military Duty Time Off & Leave
\n\u2022 Article 46 \u2013 Health Care Benefits Amounts
\n\u2022 Side Letter A \u2013 City of Seattle Minimum Wage
\n\u2022 Side Letter F \u2013 Tracking Discrimination and Bias
\n\u2022 Side Letter G \u2013 U-PASS
\n\u2022 MOU \u2013 UW Medicine Pre-Scheduled Voluntary Double-Time Shift Incentive
\n\u2022 MOU \u2013 Leave of Absence WFSE President<\/p>\n

Next Steps<\/strong>
\nThe next WFSE and UW bargaining session is scheduled for Monday, August 22, 2022 and will be held virtually.<\/p>\n","protected":false},"excerpt":{"rendered":"

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