{"id":3277,"date":"2019-04-22T11:07:18","date_gmt":"2019-04-22T18:07:18","guid":{"rendered":"http:\/\/hr.uw.edu\/labor\/?p=3277"},"modified":"2019-08-16T11:53:38","modified_gmt":"2019-08-16T18:53:38","slug":"agreement-reached-with-wsna-on-2019-2021-collective-bargaining-agreement","status":"publish","type":"post","link":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2019\/04\/22\/agreement-reached-with-wsna-on-2019-2021-collective-bargaining-agreement","title":{"rendered":"Agreement Reached with WSNA on 2019-2021 Collective Bargaining Agreement"},"content":{"rendered":"

UW has reached agreement with WSNA on a rollover contract for the RNs at UWMC.\u00a0 This means the majority of provisions in the current contract will rollover to the 2019-21 contract, which will be effective from July 1, 2019 through June 30, 2021.<\/p>\n

The agreement reached includes the rollover contract, per diem agreement<\/a>, and the Northwest Hospital Transition Agreement<\/a>.\u00a0 Certain new provisions pertaining to bargaining members at UWMC are summarized below.<\/p>\n

General Wage Increases<\/strong> \u2013 The parties agreed to increase wages across-the-board by 2% on July 1, 2019 and 2% on July 1, 2020.<\/p>\n

U-PASS<\/strong> \u2013 The parties agreed that, effective July 1, 2019, bargaining unit employees with an active permanent appointment with greater than a .5 FTE will not be charged a fee for a U-PASS.<\/p>\n

Annual Leave<\/strong> \u2013 The parties agreed to a new vacation accrual scale effective January 1, 2020, that is more generous than the current scale, specifically during four (4) through thirteen (13) years of service, as follows:<\/p>\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n
During<\/th>\nPaid Vacation Days (2020-2021)*<\/th>\nPaid Vacation Days (2017-2019)<\/th>\n<\/tr>\n<\/thead>\n
1st year<\/td>\n12 days<\/td>\n12 days<\/td>\n<\/tr>\n
2nd year<\/td>\n13 days<\/td>\n13 days<\/td>\n<\/tr>\n
3rd year<\/td>\n14 days<\/td>\n14 days<\/td>\n<\/tr>\n
4th year<\/td>\n15 days<\/td>\n14 days<\/td>\n<\/tr>\n
5th year<\/td>\n15 days<\/td>\n15 days<\/td>\n<\/tr>\n
6th year<\/td>\n16 days<\/td>\n15 days<\/td>\n<\/tr>\n
7th year<\/td>\n16 days<\/td>\n15 days<\/td>\n<\/tr>\n
8th year<\/td>\n17 days<\/td>\n15 days<\/td>\n<\/tr>\n
9th year<\/td>\n17 days<\/td>\n15 days<\/td>\n<\/tr>\n
10th year<\/td>\n18 days<\/td>\n16 days<\/td>\n<\/tr>\n
11th year<\/td>\n18 days<\/td>\n17 days<\/td>\n<\/tr>\n
12th year<\/td>\n20 days<\/td>\n18 days<\/td>\n<\/tr>\n
13th year<\/td>\n20 days<\/td>\n19 days<\/td>\n<\/tr>\n
14th year<\/td>\n20 days<\/td>\n20 days<\/td>\n<\/tr>\n
15th year<\/td>\n21 days<\/td>\n21 days<\/td>\n<\/tr>\n
16th year<\/td>\n22 days<\/td>\n22 days<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

*Effective date is January 1, 2020<\/p>\n

Lump Sum<\/strong> \u2013 The parties agreed to a one-time retention\/rollover lump sum payment for employees in active permanent appointments during the pay period in which the contract was ratified through November 1, 2020.\u00a0 They payment will be eight hundred dollars ($800) to each employee with above a .6 FTE and four hundred dollars ($400) to each employee with a .6 FTE and below (as of November 1, 2020).\u00a0 The lump sum will be paid by the Employer on November 25, 2020 and is not applicable to per diems.<\/p>\n

Per Diems<\/strong> – The parties agreed to a new Article incorporating represented per diem nurses.\u00a0 Much of the Article was intended to memorialize existing conditions, with highlights summarized below.<\/p>\n

Job Profiles<\/strong> \u2013 Per diem RN 2\u2019s and 3\u2019s will be reclassified as WSNA represented RN 2\u2019s and 3\u2019s with new job codes.\u00a0 All employees will continue to be assigned to their current pay table, pay range, and step.<\/p>\n

Just Cause<\/strong> \u2013 The parties agreed to just cause language that states per diems employed at UWMC and\/or Northwest Hospital as of December 31, 2019 shall not be terminated except for just cause.\u00a0 Those newly hired at either facility on January 1, 2020 or later, must work a cumulative 1,872 non-overtime hours or more from their date of hire in continuous employment with the University in UWMC Per Diem and NWH Reserve Nurse job before being covered by the just cause provision.\u00a0 The parties agree to adhere to the grievance process as outlined in the respective CBAs.\u00a0 If an employee is not meeting performance expectations, they will be given an action plan outlining the identified issues. The parties agree to start at Step Two for terminations.<\/p>\n

Hours Audit<\/strong> \u2013 The parties agreed to a new MOU which states that any active per diem who was employed as a per diem on or before June 1, 2017, and has been continuously employed a per diem without a break in service, will have their per diem hours audited within ninety days of ratification.\u00a0 The audit details are outlined further within the per diem agreement<\/a>.\u00a0 Following completion of the audit, any necessary step increases will occur on the next available pay period, as determined by the Employer.<\/p>\n

Availability <\/strong>\u2013 New language states that per diems who fail to provide dates to be scheduled in accordance with the CBA will be subject to a written warning.\u00a0 If the employee fails to provide dates on a second occasion within a rolling year, their appointment may be ended.\u00a0 Appointments may also end due to a lack of work.<\/p>\n

Overtime<\/strong> \u2013 The parties agreed to a side letter memorializing that per diems will be paid daily overtime for work in excess of the scheduled shift which includes work in advance of a scheduled shift, per existing practice.<\/p>\n

Per Diem Premium<\/strong> \u2013 The parties will maintain the existing 6% premium for per diem hours worked, unless the employee receives medical benefits from a different appointment.<\/p>\n

 <\/p>\n

 <\/p>\n","protected":false},"excerpt":{"rendered":"

UW has reached agreement with WSNA on a rollover contract for the RNs at UWMC.\u00a0 This means the majority of provisions in the current contract will rollover to the 2019-21 […]<\/p>\n","protected":false},"author":44,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_lmt_disableupdate":"","_lmt_disable":"","footnotes":""},"categories":[3],"tags":[],"class_list":["post-3277","post","type-post","status-publish","format-standard","hentry","category-negotiation-update","union-wsna","duration-2019-2021","search_bucket-news"],"acf":[],"yoast_head":"\nAgreement Reached with WSNA on 2019-2021 Collective Bargaining Agreement - Labor Relations<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2019\/04\/22\/agreement-reached-with-wsna-on-2019-2021-collective-bargaining-agreement\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Agreement Reached with WSNA on 2019-2021 Collective Bargaining Agreement - 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