{"id":1669,"date":"2017-04-24T10:22:42","date_gmt":"2017-04-24T17:22:42","guid":{"rendered":"http:\/\/hr.uw.edu\/labor\/?p=1669"},"modified":"2017-04-24T10:22:42","modified_gmt":"2017-04-24T17:22:42","slug":"uw-seiu-1199-negotiations-recap-for-april-17-2017","status":"publish","type":"post","link":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2017\/04\/24\/uw-seiu-1199-negotiations-recap-for-april-17-2017","title":{"rendered":"UW \u2013 SEIU 1199 Negotiations Recap for April 17, 2017"},"content":{"rendered":"

Background<\/strong><\/p>\n

This recap details the 3rd<\/sup> session for the renewal of the collective bargaining agreement between the UW and SEIU 1199. Recaps are published online on the UW Labor Relations website<\/a>.<\/p>\n

Both parties agreed there would no more new proposals presented.<\/p>\n

SEIU 1199 \u2013 Additional Initial Proposals<\/strong><\/p>\n

Staffing Practices for Inpatient Social Workers<\/strong> \u2013 SEIU 1199 proposed to create an Inpatient Social Work Staffing Committee.\u00a0 The committee would consist of management representatives, social work staff, a labor relations member, and a union staff representative.\u00a0 The main goals of the committee would be to determine staffing practices that may produce a more satisfying work environment, improve the quality of patient care and to optimize recruitment, and retention of staff.<\/p>\n

Per Diem RNs<\/strong> \u2013 SEIU 1199 proposed to supplement the list of contract articles that are applicable to represented per diem RNs to include the entirety of Article 21 pertaining to corrective action, dismissal, and\/or resignation.<\/p>\n

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

UW presented initial proposals regarding a series of new and existing provisions, including:<\/p>\n

Standardizing Language Amongst Union Contracts <\/strong>\u2013 UW proposed much needed updates to the legal protections outlined in the contract; for example non-discrimination, FMLA, and Military Leave.\u00a0 The other two collective bargaining agreements for the hospital have already been updated.<\/p>\n

Union Activities<\/strong> \u2013 UW proposed a new provision to move information related to union activities, including information related to paid release time, use of state resources, and temporary employment with the union from different places in the contract document to one central location.\u00a0 All of the new language comes from existing SEIU 1199NW contracts.<\/p>\n

Privacy Rights <\/strong>\u2013 UW proposed language to memorialize the privacy rights of union members.<\/p>\n

New RN Graduates <\/strong>\u2013 UW proposed language to change the time frame that defines a new graduate RN from 6 months of experience to 12 months of experience<\/p>\n

Licenses\/Certifications <\/strong>\u2013 UW proposed language to require employees to notify their appointing authority within twenty four hours if their related license and\/or certification has expired, or had been restricted, revoked or suspended.<\/p>\n

Certification Pay <\/strong>\u2013 UW proposed language that clarifies that certification pay is applicable only for licenses or certifications that exceed minimum qualifications required to perform the job.<\/p>\n

Probationary Period <\/strong>\u2013 UW proposed language to establish the ability to extend probationary periods for employees.<\/p>\n

Preceptor Pay <\/strong>\u2013 UW proposed language to distinguish precepting from basic orientation of new employees.<\/p>\n

Hours of Work <\/strong>\u2013 UW proposed language that more accurately defines a work day to reflect current practices.\u00a0 UW also proposed to eliminate fixed scheduled shifts and hours in favor of adjustable shifts for healthcare specialists and social workers.<\/p>\n

UW proposed language to reserve the right to adjust work schedules, including alternative work schedules, in order to maintain an efficient and orderly operation. UW also proposed language to standardize the amount of rest required between shifts regardless of work schedule.<\/p>\n

UW proposed language to indicate a missed rest break or meal period would be considered taken if not entered as missed in Kronos.<\/p>\n

Overtime <\/strong>\u2013 UW proposed language that would redefine overtime to be time paid beyond the typical week of forty hours within one seven day period, or eighty hours within a fourteen day period.<\/p>\n

Holidays <\/strong>\u2013 UW proposed language to move the holiday provisions to a new article, separate from the vacation provisions. The proposal included language to clarify holiday pay rules in preparation for Workday. Proposed changes are to make contract document more user friendly.<\/p>\n

Leaves of Absence <\/strong>\u2013 UW proposed language to remove the current leaves of absence provision and create separate new provisions by leave type as follows.\u00a0 This proposal would standardize leave language throughout the hospital for all unions.<\/p>\n