{"id":3522,"date":"2019-06-24T14:53:09","date_gmt":"2019-06-24T21:53:09","guid":{"rendered":"http:\/\/hr.uw.edu\/labor\/?p=3522"},"modified":"2019-06-24T14:59:44","modified_gmt":"2019-06-24T21:59:44","slug":"uw-seiu-1199-negotiations-recap-for-june-20-2019","status":"publish","type":"post","link":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2019\/06\/24\/uw-seiu-1199-negotiations-recap-for-june-20-2019","title":{"rendered":"UW \u2013 SEIU 1199 Negotiations Recap for June 20, 2019"},"content":{"rendered":"<h4>Background<\/h4>\n<p>This recap details the fourteenth session for the renewal of the collective bargaining agreement between the UW and SEIU 1199. Recaps are published online on the <a href=\"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/unions\/seiu-1199\/negotiation-updates\">UW Labor Relations website<\/a>.<\/p>\n<h4>Tentative Agreements<\/h4>\n<p>The parties signed tentative agreements to close the following provisions:<\/p>\n<ul>\n<li>Article 2 \u2013 Nondiscrimination\n<ul>\n<li>Added language stating that grievances must be submitted within 180 days and that in the interim, the Employer will implement measures as appropriate<\/li>\n<li>Added language stating that whenever feasible, the Employer will provide single-use gender-neutral bathrooms, and that the Employer will comply with relevant State law regarding availability of lactation stations<\/li>\n<\/ul>\n<\/li>\n<li>Article 6 \u2013 Grievance Procedure\n<ul>\n<li>Added language detailing the components of a written grievance<\/li>\n<li>Increased time for the Employer to respond to a meeting for a Step 2 grievance<\/li>\n<li>Split mediation and arbitration into separate steps of a grievance and added language detailing specific procedures for each<\/li>\n<\/ul>\n<\/li>\n<li>Article 27 \u2013 Leave Related to Domestic Violence, Sexual Assault or Stalking\n<ul>\n<li>Updated to reflect state law<\/li>\n<\/ul>\n<\/li>\n<li>MOU \u2013 Medical Errors\n<ul>\n<li>Maintained current contract language<\/li>\n<\/ul>\n<\/li>\n<li>New Side Letter \u2013 Diversity and Inclusion\n<ul>\n<li>Same agreement as was reached with SEIU 1199 Research\/Hall Health to include a report on diversity-wide metrics, trainings for employees, an appointment to the UW Diversity Council, and related provisions<\/li>\n<\/ul>\n<\/li>\n<li>New Side Letter \u2013 Tracking Discrimination and Bias\n<ul>\n<li>Same agreement as was reached with SEIU 1199 Research\/Hall Health to include assessment reports from various UW groups quantifying reports of discrimination, harassment, and retaliation<\/li>\n<\/ul>\n<\/li>\n<li>New Side Letter \u2013 U-PASS\n<ul>\n<li>Effective July 1, permanent employees with an FTE of 0.5 or greater will not be charged a fee for a U-PASS<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p>The parties tentatively agreed to housekeeping edits to close the following provisions:<\/p>\n<ul>\n<li>Article 10 \u2013 Bargaining Unit Classes\/Definitions<\/li>\n<li>Article 21 \u2013 Family and Medical Leave Act (FMLA) and Parental Leave<\/li>\n<li>Article 36 \u2013 Corrective Action\/Dismissal Process<\/li>\n<li>Article 38 \u2013 Seniority, Layoff, Rehire<\/li>\n<li>Article 39 \u2013 Resignation<\/li>\n<li>Side Letter A<\/li>\n<\/ul>\n<h4>SEIU 1199 Counters<\/h4>\n<p><strong>Shift Rotation <\/strong><strong>\u2013<\/strong> The Union proposed language stating that required scheduled shift changes would be limited to three every four weeks with at least forty-eight hours off between changes.<\/p>\n<p><strong>Committees \u2013 <\/strong>The Union maintained its proposals for a new clinic JLM, monthly meetings for the RN committee, and quarterly JLMs for other groups.\u00a0 The Union proposed new language stating that SEIU 1199 would review staffing plans at least once per year and discuss any changes at a JLM.<\/p>\n<p><strong>Dietician Hours and Wages \u2013 <\/strong>The Union presented a package proposal in which all provisions would need to be accepted in their entirety.\u00a0 The Union proposed to withdraw their proposal to make dieticians overtime eligible and proposed that Dietician 2\u2019s would be paid on Pay Table BC at Pay Range 53, value to value.<\/p>\n<h4>SEIU 1199 ALNW Counters<\/h4>\n<p><strong>Stuck out of Town \u2013 <\/strong>The Union proposed that the Employer may send crews home via airlines by mutual agreement and that the employee\u2019s airline ticket and transportation to the airport would be paid for by the Employer up front.<\/p>\n<p><strong>Nurse Replacement \u2013<\/strong> The Union rejected the Employer\u2019s proposal to eliminate contract language that requires ALNW RNs be paid at least time and one half for all sick leave coverage, regardless of total hours worked in a work period.<\/p>\n<p><strong>Certification Pay \u2013<\/strong> The Union proposed that ALNW employees who were both hired and receiving certification pay prior to July 1, 2019 would continue to receive certification pay but would not be available for any additional certification premium.<\/p>\n<p><strong>24-Hour Premium \u2013<\/strong> The Union proposed a new premium of $3.00 per hour of a 24-hour shift.\u00a0 The proposal would make ALNW RNs eligible for the new premium in lieu of shift differentials.<\/p>\n<h4>Employer Counters<\/h4>\n<p><strong>Equity, Diversity, and Inclusion<\/strong> \u2013 In response to the Union\u2019s proposal, the Employer proposed that the Union may designate one member per year to be on the Employer\u2019s Equity, Diversity, and Inclusion Committee, and that the designated member should commit to at least twelve months of committee participation.<\/p>\n<h4>Next Steps<\/h4>\n<p>The next UW-SEIU 1199 bargaining session is scheduled for June 25.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Background This recap details the fourteenth session for the renewal of the collective bargaining agreement between the UW and SEIU 1199. Recaps are published online on the UW Labor Relations [&hellip;]<\/p>\n","protected":false},"author":68,"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-3522","post","type-post","status-publish","format-standard","hentry","category-negotiation-update","union-seiu-1199","duration-2019-2021"],"acf":[],"modified_by":"ahooten","_links":{"self":[{"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/posts\/3522","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/users\/68"}],"replies":[{"embeddable":true,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/comments?post=3522"}],"version-history":[{"count":3,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/posts\/3522\/revisions"}],"predecessor-version":[{"id":3526,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/posts\/3522\/revisions\/3526"}],"wp:attachment":[{"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/media?parent=3522"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/categories?post=3522"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/tags?post=3522"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}