{"id":9040,"date":"2025-05-09T09:13:53","date_gmt":"2025-05-09T16:13:53","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=9040"},"modified":"2025-05-09T09:13:53","modified_gmt":"2025-05-09T16:13:53","slug":"uw-wsna-montlake-negotiations-recap-for-may-8-2025","status":"publish","type":"post","link":"https:\/\/hr.uw.edu\/labor\/2025\/05\/09\/uw-wsna-montlake-negotiations-recap-for-may-8-2025","title":{"rendered":"UW \u2013 WSNA Montlake Negotiations Recap for May 8, 2025"},"content":{"rendered":"

This recap details the sixth session for the renewal of the collective bargaining agreement (CBA) between the UW and WSNA-Montlake.<\/p>\n

Union Initial Proposals<\/strong><\/h5>\n

Article 10 \u2013 Premium Pay \u2013 <\/strong>The Union proposed to create a new premium that would pay an additional $4\/hour for all hours where a nurse is working in dialysis.<\/p>\n

Article 15 \u2013 Other Leaves of Absence \u2013 <\/strong>The Union proposed new language in this Article that would count a nurse\u2019s civil\/jury hours toward satisfying their overall FTE. Additionally, the Union proposal would require nurses who are serving civil\/jury duty to be released from scheduled work shifts during the 12 hour period immediately before and immediately following the civil\/jury duty.<\/p>\n

Employer Initial Proposals<\/strong><\/h5>\n

Article 5 \u2013 Association Representatives, Dues Deductions, Activities \u2013 <\/strong>The Employer proposed to strike language in Section 5.4 regarding Union roster reports and instead proposed to reference Appendix IV for information on Union roster reports. The Employer also proposed to create a new section in this Article that details the process for the Union submitting information requests. The proposed new language would require the Union to clearly identify what information is being sought, what the reason is for the request, and that requests not ordinarily extend more than 24 months prior to the date of the request.<\/p>\n

Article 19 \u2013 Corrective Action (Progressive Discipline) Dismissal and Resignation \u2013 <\/strong>The Employer proposed to add language clarifying that this article applies to full-time or part-time RNs who have completed their probationary periods.<\/p>\n

With respect to discipline, the Employer proposed to strike language that allows the Employer to approve one day of paid time away from the work site for the RN to have an opportunity to consider the consequences of failure to follow the Final Disciplinary Counseling action plan.<\/p>\n

With respect to resignation, the Employer proposed to adjust language to say that nurses would be required to give 14 calendar days\u2019 written notice of resignation to their manager or designee and that the Employer would give consideration to situations that make such notice from the nurse impossible.<\/p>\n

With respect to abandonment, the Employer proposed new language stating that employees who fail to appear for work and report their absence on three consecutive workdays would be deemed to have resigned. The proposal would also allow an employee to submit to their supervisor a written petition for reinstatement if the employee could provide proof their failure to report absence couldn\u2019t have reasonably been avoided within fourteen calendar days of the Employer mailing the separation notice.<\/p>\n

Article 29 \u2013 Complete Agreement \u2013 <\/strong>The Employer proposed to strike this Article in its entirety given the redundancy of Article 26 \u2013 Complete Understanding.<\/p>\n

MOU \u2013 Parking Citations for Nurses with Valid UW Parking Permits \u2013 <\/strong>The Employer proposed to adjust language in this MOU to reflect updated processes for parking services, requiring nurses to notify Parking Services through appropriate channels (i.e., Transportation Services, Customer Portal, etc.) that their parking permit will expire to preempt a parking citation in the event that a nurse is requested to stay past their scheduled shift.<\/p>\n

Appendix II \u2013 Clinical Clusters Pertaining to Article 21 \u2013 Layoff \u2013 <\/strong>The Employer proposed to update Appendix II to better organize unit clusters with like units.<\/p>\n

Appendix IV \u2013 Union Roster Reports Post Workday Implementation \u2013 <\/strong>The Employer proposed to update the language in this Appendix to more accurately reflect what is provided on Union roster reports.<\/p>\n

The Employer proposed housekeeping edits only on the following provisions:<\/p>\n

    \n
  • Article 3 \u2013 Affirmative Action<\/li>\n
  • Article 14 \u2013 Washington Family Medical Leave Program<\/li>\n<\/ul>\n
    Next Steps <\/strong><\/h5>\n

    The next UW and WSNA bargaining session is scheduled for Monday, May 12, 2025 and will be a joint session with both WSNA-Northwest and WSNA-Montlake held in-person at the UDSB Gateway building.<\/p>\n","protected":false},"excerpt":{"rendered":"

    This recap details the sixth session for the renewal of the collective bargaining agreement (CBA) between the UW and WSNA-Montlake. 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