here<\/a>.<\/p>\nUW Initial Proposals<\/strong><\/p>\nRecruitment and Retention Increase \u2013<\/strong> The Employer proposed to increase the wage scale for RN2s by 3% for recruitment and retention purposes. The Employer also proposed that the RN 3 scale would be amended to maintain the RN3 scale at 8% above the RN 2 scale at each step of the wage scale.<\/p>\nTemporary Assignment to a Higher Position \u2013<\/strong> The Employer proposed that an employee temporarily assigned to perform the principal duties of a higher-level nursing position for a period of five or more working days would be paid a temporary salary increase (TSI) of at least five percent over the present salary but not to exceed the maximum of the range for the higher classification, replacing language stating the employee would receive a salary that represents a two-step increase beyond their current step.<\/p>\nHoliday \u2013 <\/strong>The Employer proposed to add Juneteenth as an additional paid holiday.<\/p>\nWeekend \u2013<\/strong> To address which shifts qualify for the weekend shift premium, the Employer proposed that any employee who works more than five weekend shifts within a four week schedule block would be paid at the rate of time and one-half the regular rate of pay for all actual weekend hours worked after five shifts within the scheduled block. This would not apply to work time spent for educational purposes. Time spent on paid time off (sick time off, vacation time off, compensatory time off), would not count as a weekend shift worked. Stand by shifts and hours worked when on standby would not count as a weekend shift worked.<\/p>\nRest Between Shifts \u2013<\/strong> The Employer proposed to consolidate language regarding the Rest Between Shifts premium. Instead of different job profiles at different shift lengths qualifying for the premium according to different lengths of rest between shifts, the Employer proposed that all employees who qualify for the premium would qualify if they do not receive an unbroken rest period of eleven hours between scheduled shifts. In the event an employee is scheduled without the appropriate rest between shifts as specified above, all time worked within the eleven hour rest period would be paid at time and one-half.<\/p>\nVoluntary Low Census \u2013<\/strong> The Employer proposed a new provision that would allow the Employer to seek volunteers for low census, which the Employer defined as a decline in patient care requirements resulting in an opportunity to temporarily decrease staffing. Under this proposal, employees on shift who are volunteering to go home due to low census would use vacation time off or compensatory time off for the applicable hours.\u00a0 Employees who are off shift and volunteering to not report to work due to low census could use leave without pay, vacation time off, compensatory time off, or personal holiday for the applicable hours.\u00a0 Employees could also agree to be placed on standby and compensated according to current contract language. Every effort would be made to notify the employee for the need for low census as early as possible prior to the start of the shift but not later than the one hour prior to the start of their shift. It would also be made clear on the call that low census is voluntary.<\/p>\nWork Shift \u2013<\/strong> The Employer proposed language defining eight-hour, ten-hour, and twelve-hour shifts, each of which include a 30-minute meal period to be taken on the employee\u2019s own time if relieved of their duties. Current language only describes the eight-hour work shift.<\/p>\nWork Schedules \u2013<\/strong> The Employer proposed that the current language around work schedules (stating how long the schedule is and when it would be posted) would apply to employees that do not have fixed patterns or set schedules.<\/p>\nLayoff \u2013<\/strong> The Employer proposed that leave without pay would not affect seniority for layoff, regardless of the length of the leave. The Employer further proposed that positions offered to nurses as layoff options would be positions with any FTE, rather than positions that are only within 0.2 FTE of the nurse\u2019s current FTE.<\/p>\nRestructure \u2013<\/strong> The Employer proposed to strike language describing restructure, which describes how the new FTEs for a unit would be posted and how employees in the unit being restructured would be assigned to their new FTEs.<\/p>\nDepartment Seniority \u2013 <\/strong>The Employer proposed language defining department seniority (as differentiated from layoff seniority). The language states department seniority is defined as continuous length of service in calendar days within the employee\u2019s department, and that department seniority would be used for internal department processes.<\/p>\nResignation \u2013<\/strong> The Employer proposed to decrease the time employees would make an effort to provide notice of resignation from 30 days to two weeks. Additionally, the Employer proposed that resignations could be withdrawn within 24 hours, excluding the employee\u2019s scheduled days off, but the Employer could permit withdrawal of a resignation at any time. The Employer also proposed to add language outlining the process by which the Employer shall deemed resigned an employee who fails to appear for work and report absence to the supervisor on three consecutive scheduled work days.<\/p>\nWorkers\u2019 Compensation \u2013 <\/strong>The Employer proposed that employees who suffer a work-related injury or illness that is compensable under the state worker\u2019s compensation law could select a combination of time off payment and time loss compensation without deduction for time loss insurance payments. The Employer also proposed to strike language stating that employees could select time off payment exclusively in these cases, as workers\u2019 compensation is an entitlement that cannot be waived.<\/p>\nGrievance Procedure \u2013<\/strong> The Employer proposed to increase from 14 to 30 the number of days the UW has to respond in writing after a Step Two grievance meeting.<\/p>\nNondiscrimination<\/strong> \u2013 To reflect current law, the Employer proposed to add language stating that discrimination based on race extends to traits associated with race (e.g. protective hairstyles). The Employer also proposed to add immigration status and citizenship as basis for discrimination against which employees are protected.<\/p>\nOff the Job Activities \u2013 <\/strong>The Employer proposed to strike language stating that the private and personal “off the job” lifestyle and activities of an employee would not be legitimate grounds for disciplinary action initiated by the Employer, except where such lifestyle or activities constitute a direct conflict of interest as set forth in the law or are directly detrimental to the employee’s work performance.<\/p>\nMandatory Subject \u2013<\/strong> The Employer proposed that the Union would have thirty calendar days to request bargaining after receiving notice regarding changes to working conditions.\u00a0 The Employer proposed that a valid demand to bargain would include at least three (3) available dates and times to meet within the next thirty days.<\/p>\nUnion Activities \u2013<\/strong> To streamline the information requests process, the Employer proposed that only staff representatives, rather than staff representatives and stewards, could make information requests to Labor Relations. Additionally, the Employer proposed that the annual list of Union delegates the Union sends to Labor Relations would include the delegates\u2019 supervisors.<\/p>\nUnion Dues \u2013 <\/strong>The Employer proposed a web-based system through which the Union would submit dues authorization, thereby eliminating manual entry.<\/p>\nNegotiations for the Successor Agreement \u2013<\/strong> The Employer proposed that in the negotiations for the 2023 \u2013 2025 successor agreement, the parties would schedule at least three (3) full days of bargaining for ALNW only<\/p>\nMedical and Insurance Benefits<\/strong> \u2013 The Employer proposed to incorporate the agreement reached at the state level healthcare Coalition bargaining. New language states that if changes to the long-term disability benefit structure occur during the life of the agreement, the Employer recognizes its obligation to bargain with the Coalition over impacts of those changes within the scope of bargaining. Additional new language states that eligible employees will be provided information regarding the benefit and use of the FSA funds at new employee orientation, during open enrollment periods, and at the beginning of each plan year.<\/p>\nThe Employer proposed housekeeping edits only on the following provisions:<\/p>\n