{"id":8372,"date":"2024-08-26T13:03:33","date_gmt":"2024-08-26T20:03:33","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=8372"},"modified":"2024-08-26T13:05:19","modified_gmt":"2024-08-26T20:05:19","slug":"wfse-uw-negotiations-recap-for-thursday-august-22-2024","status":"publish","type":"post","link":"https:\/\/hr.uw.edu\/labor\/2024\/08\/26\/wfse-uw-negotiations-recap-for-thursday-august-22-2024","title":{"rendered":"WFSE \u2013 UW Negotiations Recap for Thursday, August 22, 2024"},"content":{"rendered":"

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

Tentative Agreements<\/strong><\/p>\n

The parties tentatively agreed to the following:<\/p>\n

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

Article 34 \u2013 Performance Evaluation<\/strong>
\nThe parties tentatively agreed that when an employee requests their performance evaluation, the evaluation would include employee rebuttal and\/or comments, if any exist.<\/p>\n

Article 55 \u2013 Contract Publication<\/strong>
\nThe parties tentatively agreed to make housekeeping updates and to adjust the language in the agreement\u2019s link.<\/p>\n

Article 59 \u2013 Drug Testing<\/strong>
\nThe 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 \u2013 Grievance Procedure.<\/p>\n

Appendix III \u2013 Overtime Exempt Job Classifications<\/strong>
\nThe parties tentatively agreed to update the language in this appendix so that the titles of each job classifications are accurately reflected.<\/p>\n

Appendix V \u2013 Pay Tables<\/strong>
\nThe parties tentatively agreed to update the list of pay tables by removing a pay table that was inactive.<\/p>\n

Side Letter A \u2013 City of Seattle Minimum Wage<\/strong>
\nThe parties tentatively agreed to housekeeping edits in this side letter.<\/p>\n

 <\/p>\n

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

Article 45 \u2013 Compensation, Wages, and Other Pay Provisions<\/strong>
\n45.1<\/strong>
\nThe 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.
\nAnnual Salary Adjustment<\/strong>
\nThe 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.
\nPromotions\/Reallocation\/Reversion<\/strong>
\nThe 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.
\nWork Out of Class<\/strong>
\nThe 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.
\nShift Differential Premium Pay<\/strong>
\nThe 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.
\nStand-By Pay (On Call)<\/strong>
\nThe 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.
\nCall Back Pay<\/strong>
\nThe 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.
\nMultilingual\/Sign Language\/Braille Premium Pay<\/strong>
\nThe Union proposed to increase the premium pay in this section from 5% to 8%.
\nAssignment Pay<\/strong>
\nThe Union proposed to increase the premium rate of assignment pay from $1.75 to $5 per hour above an employee\u2019s 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.
\nPreceptor<\/strong>
\nThe 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.
\nLate Payroll Checks<\/strong>
\nThe 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.
\nWeekend Pay<\/strong>
\nThe 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.
\nField Training Officer<\/strong>
\nThe 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.
\nCustodian Lead Assignment<\/strong>
\nThe Union proposed to strike that management decision to create, modify, or end any lead assignments under this section would not be grievable.
\nWork From Home<\/strong>
\nIn 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.
\nKing and Pierce County Premium Pay<\/strong>
\nIn 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.
\nFloat Premium Pay \u2013 HMC and Montlake<\/strong>
\nIn 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.
\nLongevity Premium Pay<\/strong>
\nIn 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.<\/p>\n

Article 62 \u2013 Advance Certification\/Registration Pay<\/strong>
\nThe 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.<\/p>\n

Appendix II \u2013 Differentials<\/strong>
\nThe 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.<\/p>\n

New MOU \u2013 Pay Equity Increases<\/strong>
\nThe 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.<\/p>\n

 <\/p>\n

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

Article 3 \u2013 Reasonable Accommodation of Employees with Disabilities<\/strong>
\nIn response to the Employer\u2019s 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.<\/p>\n

Article 11 \u2013 Training and Professional Development<\/strong>
\nIn response to the Employer\u2019s 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.<\/p>\n

Article 12 \u2013 Licensure and Certification<\/strong>
\nIn response to the Employer\u2019s 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\u2019s Licenses.<\/p>\n

Article 14 \u2013 Hiring, Appointments, Promotions, and Transfers<\/strong>
\nIn response to the Employer\u2019s 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.<\/p>\n

Article 16 \u2013 Holidays<\/strong>
\nIn response to the Employer, the Union proposed housekeeping edits only.<\/p>\n

Article 18 \u2013 Sick Time Off<\/strong>
\nIn response to the Employer\u2019s 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\u2019s supervisor.<\/p>\n

Article 28 \u2013 Inclement Weather and Suspended Operations<\/strong>
\nIn response to the Employer\u2019s 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.<\/p>\n

Article 36 \u2013 Corrective Action\/Dismissal<\/strong>
\nIn response to the Employer\u2019s 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.
\nRepresentation<\/strong>
\nThe 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.
\nInvestigatory Meeting<\/strong>
\nIn response to the Employer\u2019s proposal, the Union withdrew this previously proposed section.<\/p>\n

Article 40 \u2013 Mandatory Subject<\/strong>
\nIn 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.<\/p>\n

Article 44 \u2013 Classifications and Reclassification<\/strong>
\nIn response to the Employer\u2019s proposal, the Union suggested rewriting the section on Progression Start Dates to be clearer.<\/p>\n

Article 47 \u2013 Contracting<\/strong>
\nIn response to the Employer\u2019s 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.<\/p>\n

Article 56 \u2013 Union Membership Dues Deduction and Status Reports<\/strong>
\nIn response to the Employer\u2019s proposal, the Union proposed to include differentials as a field included in the reports the Employer would send the Union every pay period.<\/p>\n

Article 60 \u2013 Nonpermanent and Intermittent Employees<\/strong>
\nIn response to the Employer\u2019s 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.<\/p>\n

Article 61 \u2013 Diversity and Inclusion<\/strong>
\nIn response to the Employer\u2019s 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.<\/p>\n

MOU \u2013 Refrigeration Mechanic, Refrigeration Mechanic Lead and FOMS Trades License Class and Exam<\/strong>
\nThe 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.<\/p>\n

On the following provisions, the Union proposed to maintain their previous proposal:<\/p>\n