{"id":5723,"date":"2022-06-03T15:03:14","date_gmt":"2022-06-03T22:03:14","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=5723"},"modified":"2022-06-03T15:03:14","modified_gmt":"2022-06-03T22:03:14","slug":"rfpu-uw-negotiations-recap-for-wednesday-june-1-2022","status":"publish","type":"post","link":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2022\/06\/03\/rfpu-uw-negotiations-recap-for-wednesday-june-1-2022","title":{"rendered":"RFPU \u2013 UW Negotiations Recap for Wednesday, June 1, 2022"},"content":{"rendered":"<p><strong>Background<\/strong><br \/>\nThis recap details the eleventh virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Resident and Fellow Physicians Union (RFPU). Recaps are published online on the <a href=\"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/academic-and-student-unions\/rfpu-nw\/negotiation-updates\">UW Labor Relations website<\/a>.<\/p>\n<p><strong>Tentative Agreements<\/strong><br \/>\nThe parties tentatively agreed to the following:<\/p>\n<p><strong>Article 9 \u2013 Housestaff Advisory Committee<\/strong><\/p>\n<ul>\n<li>The parties agreed to current contract language.<\/li>\n<\/ul>\n<p><strong>Article 10 \u2013 Leave Bereavement<\/strong><\/p>\n<ul>\n<li>The parties agreed to adjusting the title of this article to Time Off \u2013 Bereavement and to include miscarriage or stillbirth as a death of a family member within the parameters of this leave type.<\/li>\n<\/ul>\n<p><strong>RFPU Counter Proposals<\/strong><br \/>\nThe Union presented a package proposal that included the following:<\/p>\n<p><strong>Article 1: Definitions<\/strong><br \/>\nIncluded in this package proposal was the Employer\u2019s proposal from February 16th.<\/p>\n<p><strong>Article 14: Leave Professional<\/strong><br \/>\nIncluded in this package proposal was the Employer\u2019s proposal on May 4th.<\/p>\n<p><strong>Article 16: Leave Vacation<\/strong><br \/>\n<strong>Definition<\/strong><br \/>\nThe Union maintains that a vacation day is a calendar day off (12am \u2013 11:59pm) and a vacation day would be requested by the individual Resident and could not be assigned.<br \/>\n<strong>Post-Call Day<\/strong><br \/>\nThe Union proposed that the first eight hours after a post-call day would not be considered part of a vacation day for the purposes of providing an adequate rest period for the Resident.<\/p>\n<p><strong>Article 24: Transportation<\/strong><br \/>\n<strong>Parking During Nights and Weekends<\/strong><br \/>\nThe Union proposed maintaining their proposal that nights would be defined as 4pm to 11am the following day.<br \/>\n<strong>On-Call Parking<\/strong><br \/>\nThe Union maintained that Residents would have access to parking at no charge when called into any hospital while on home-call.<br \/>\n<strong>Emergency\/Safe Ride Home Program<\/strong><br \/>\nThe Union proposed removing the qualifier extreme as a descriptor proceeding fatigue.<\/p>\n<p><strong>Article 25: Union Activities<\/strong><br \/>\nIncluded in this package proposal was the Employer&#8217;s proposal on February 23rd.<\/p>\n<p><strong>Article 26: Duration<\/strong><br \/>\nIncluded in this package proposal was the Employer\u2019s proposal on February 16th.<\/p>\n<p><strong>New Article: Scheduling, Hours, Patient Care<\/strong><br \/>\n<strong>Schedule Release<\/strong><br \/>\nThe Union reverted to current contract language regarding when schedules would be provided to Residents.<br \/>\n<strong>Hours<\/strong><br \/>\nThe Union reduced their proposed days off per calendar month from six to five. Additionally, for all work beyond 70 hours in one week, Residents proposed reducing the amount of pay from $75 per hour to $17. The Union proposed that in accordance with ACGME requirements, Residents would be given eight hours off between scheduled clinical work and education periods. Residents would also have at least fourteen hours free of clinical work and education after twenty-four continuous hours of in-house call.<br \/>\n<strong>Home Call<\/strong><br \/>\nThe Union proposed that if called in from home call, Residents would be given a minimum of fourteen hours off after completion of clinical work and next assigned clinical work or education periods.<\/p>\n<p><strong>UW Counter Proposals<\/strong><br \/>\nThe Employer presented a package proposal that included the articles below:<\/p>\n<p><strong>Article 22: Salary\/Stipend<\/strong><br \/>\n<strong>Housestaff Salary\/Allowance<\/strong><br \/>\nThe Employer proposed that if ratified before July 10, the UW GME salary scheduled would be recalibrated with a three percent increases effective July 1, 2022. The salary schedule would be increased by an additional two and a half percent on July 1, 2023. On July 1, 2024, the salary schedule would be increased by an additional two percent. Additionally, the annual allowance was increased from $2500 to $5000 per academic year.<\/p>\n<p><strong>Article 3: Childcare<\/strong><br \/>\nOther than the section below, the Employer\u2019s proposal has not changed from previous versions.<br \/>\n<strong>Lactation Accommodation<\/strong><br \/>\nThe Employer proposed that each program, in collaboration with training sites, would create and share a procedure to adjust breastfeeding-mothers\u2019 schedules to protect adequate time for regular milk expression and pumping during the workday.<\/p>\n<p><strong>Article 6: Fringe Benefits<\/strong><br \/>\nThe Employer removed their proposal regarding the relocation fund based on feedback from Union attendees.<\/p>\n<p><strong>Article 8: Health and Safety<\/strong><br \/>\nIncluded in this package proposal was the Employer\u2019s Article 8 proposal from May 4th.<\/p>\n<p><strong>Article 14: Leave Professional<\/strong><br \/>\nIncluded in this package proposal was the Employer\u2019s proposal from April 6th.<\/p>\n<p><strong>Article 16: Leave Vacation<\/strong><br \/>\n<strong>Vacation Time Off<\/strong><br \/>\nThe Employer proposed that a vacation day would be one continuous twenty-four hour period free from all administrative, clinical, and educational activities. Also that when possible, this vacation day would be scheduled as a calendar day off.<\/p>\n<p><strong>Article 17: Management Rights<\/strong><br \/>\nIncluded in this package proposal was the current contract language regarding Article 17.<\/p>\n<p><strong>Article 18: Working Outside of the Training Program<\/strong><br \/>\nIncluded in this package proposal was the current contract language regarding Article 18.<\/p>\n<p><strong>Article 19: No Strikes\/No Lockouts<\/strong><br \/>\nIncluded in this package proposal was the current contract language regarding Article 19.<\/p>\n<p><strong>Article 24: Transportation<\/strong><br \/>\n<strong>Changes to Parking Policies and Rates<\/strong><br \/>\nThe Employer proposed that the University would not make changes to parking rates or policy that would require Residents to pay a higher rate than other classified staff.<\/p>\n<p><strong>Article 25: Union Activities<\/strong><br \/>\nIncluded in this package proposal was the Employer\u2019s Article 25 proposal on February 23rd.<\/p>\n<p><strong>Next Steps<\/strong><br \/>\nThe next RFPU and UW bargaining session is scheduled for Wednesday, June 15, 2022 and will be held virtually.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Background This recap details the eleventh virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Resident and Fellow Physicians Union (RFPU). [&hellip;]<\/p>\n","protected":false},"author":92,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_lmt_disableupdate":"","_lmt_disable":"","footnotes":""},"categories":[3],"tags":[],"class_list":["post-5723","post","type-post","status-publish","format-standard","hentry","category-negotiation-update","union-rfpu-nw","duration-2022-2025"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.2 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>RFPU \u2013 UW Negotiations Recap for Wednesday, June 1, 2022 - 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\/2022\/06\/03\/rfpu-uw-negotiations-recap-for-wednesday-june-1-2022\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"RFPU \u2013 UW Negotiations Recap for Wednesday, June 1, 2022 - Labor Relations\" \/>\n<meta property=\"og:description\" content=\"Background This recap details the eleventh virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Resident and Fellow Physicians Union (RFPU). 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