{"id":5875,"date":"2022-06-27T10:21:33","date_gmt":"2022-06-27T17:21:33","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=5875"},"modified":"2022-06-27T10:22:16","modified_gmt":"2022-06-27T17:22:16","slug":"rfpu-uw-negotiations-recap-for-wednesday-june-22-2022","status":"publish","type":"post","link":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2022\/06\/27\/rfpu-uw-negotiations-recap-for-wednesday-june-22-2022","title":{"rendered":"RFPU \u2013 UW Negotiations Recap for Wednesday, June 22, 2022"},"content":{"rendered":"<p><strong>Background<\/strong><br \/>\nThis recap details the thirteenth 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 1 \u2013 Definitions<\/strong><\/p>\n<ul>\n<li>The parties agreed to housekeeping edits.<\/li>\n<\/ul>\n<p><strong>Article 13 \u2013 Leave Miscellaneous<\/strong><\/p>\n<ul>\n<li>The parties agreed to housekeeping edits and the new section below.<\/li>\n<li>The parties agreed that for leaves taken under Sections 1 (Parental Leave) and Sections 3 (Family Medical Leave), if an employee has exhausted their vacation and sick time off balances, the Employer will provide paid parental time off to cover the first six weeks of the first approved leave of absence taken. If an employee has exhausted all sick time off and has less than seven days of available vacation time off, at the end of the first six weeks of the first approved leave of absence taken, the Employer will add the difference between the remaining balance and seven days of vacation time off to the employee\u2019s balance. In June 2024, the Employer will provide the Union with data on the number of employees to which this provision has applied. The Union may request a HAC meeting to discuss the data.<\/li>\n<\/ul>\n<p><strong>Article 14 \u2013 Leave Professional<\/strong><\/p>\n<ul>\n<li>The parties agreed to including language that would accurately reflect current program policy.<\/li>\n<\/ul>\n<p><strong>Article 16 \u2013 Leave Vacation<\/strong><\/p>\n<ul>\n<li>The parties agreed that a vacation day must be one continuous 24 hours period free from all administrative, clinical, and educational activities. When possible, a vacation day will be scheduled as a calendar day off.<\/li>\n<\/ul>\n<p><strong>Article 17 \u2013 Management Rights<\/strong><\/p>\n<ul>\n<li>The parties agreed to current contract language.<\/li>\n<\/ul>\n<p><strong>Article 18 \u2013 Working Outside of the Training Program<\/strong><\/p>\n<ul>\n<li>The parties agreed to current contract language.<\/li>\n<\/ul>\n<p><strong>Article 19 \u2013 No Strikes\/No Lockouts<\/strong><\/p>\n<ul>\n<li>The parties agreed to current contract language.<\/li>\n<\/ul>\n<p><strong>Article 20 \u2013 Non-Discrimination<\/strong><\/p>\n<ul>\n<li>To increase access, the parties agreed to include the University\u2019s Bias Reporting Tools.<\/li>\n<li>The parties agreed to language detailing the grievance process related to a violation of this article and outlining the interim measures that could be taken to accommodate.<\/li>\n<\/ul>\n<p><strong>Article 25 \u2013 Union Activities<\/strong><\/p>\n<ul>\n<li>The parties agreed to housekeeping edits.<\/li>\n<\/ul>\n<p><strong>Article 26 \u2013 Duration<\/strong><\/p>\n<ul>\n<li>\u00a0The parties agreed to housekeeping edits.<\/li>\n<\/ul>\n<p><strong>UW Counter Proposals<\/strong><br \/>\nThe Employer proposed a package proposal that included the following:<\/p>\n<p><strong>Article 3 \u2013 Childcare<\/strong><br \/>\nIncluded in this package proposal is the Employer\u2019s proposal from June 15th.<\/p>\n<p><strong>Article 6 \u2013 Fringe Benefits<\/strong><br \/>\nIncluded in this package proposal is the Employer\u2019s proposal from June 15th.<\/p>\n<p><strong>Article 8 \u2013 Health and Safety<\/strong><br \/>\n<strong>Workplace Violence<\/strong><br \/>\nThe Employer proposed that Residents may request to decline caring for patients who they reasonably believe pose a risk of workplace violence. Programs would make a good faith effort to accommodate Residents who experience workplace violence while considering patient care\/safety and training requirements. Additionally, the Employer would provide information and access to health care benefits and the labor and industries claim process. The Employer would cover the cost of counseling if provided through the GME Wellness service.<\/p>\n<p><strong>Article 15 \u2013 Sick Leave<\/strong><br \/>\nIncluded in this package proposal is the Employer\u2019s proposal from March 23rd.<\/p>\n<p><strong>Article 22 \u2013 Salary\/Stipend<\/strong><br \/>\n<strong>Housestaff Salary\/Allowance<\/strong><br \/>\nThe Employer proposed increasing the annual allowance from $2500 to $6000.<\/p>\n<p><strong>Article 24 \u2013 Transportation<\/strong><br \/>\n<strong>Parking During Nights and Weekends<\/strong><br \/>\nThe Employer proposed to incorporate the terms the parties agreed to in a settlement agreement regarding nights and weekend parking for residents at UW facilities.<\/p>\n<p><strong>New Article \u2013 Scheduling<\/strong><br \/>\nIncluded in this package proposal is the Employer\u2019s proposal from June 15th.<\/p>\n<p><strong>RFPU Counter Proposals<\/strong><br \/>\nThe Union proposed a package proposal that included the following:<\/p>\n<p><strong>Article 3 \u2013 Childcare<\/strong><br \/>\n<strong>Childcare Fund<\/strong><br \/>\nThe Union proposed reducing the fund to $300,000.<br \/>\n<strong>Lactation Accommodation<\/strong><br \/>\nThe Union proposed accepting the Employer\u2019s language in this section while maintaining that Residents would be permitted to pump breast milk in workrooms and other locations other than pumping rooms.<\/p>\n<p><strong>Article 6 \u2013 Fringe Benefits<\/strong><br \/>\n<strong>Meals<\/strong><br \/>\nThe Union proposed that meal reimbursements would apply for every ten hours worked including home call. Residents would receive an additional reimbursement when working on weekends or holidays. Additionally, that meal reimbursements for the first year would be $12 per meal and $13 per meal starting in the second year of this agreement.<br \/>\n<strong>Relocation<\/strong><br \/>\nThe Union proposed using the Employer\u2019s language regarding relocation expenses.<\/p>\n<p><strong>Article 8 \u2013 Health and Safety<\/strong><br \/>\n<strong>Workplace Violence Prevent<\/strong><br \/>\nThe Union proposed language that included the Employer\u2019s proposal and added that the Employer would ensure employees will have access to medical care at no cost to the Resident.<\/p>\n<p><strong>Article 15 \u2013 Sick Leave<\/strong><br \/>\nIncluded in this package proposal is the Employer\u2019s proposal from March 23rd.<\/p>\n<p><strong>Article 22 \u2013 Salary\/Stipend<\/strong><br \/>\n<strong>Housestaff Salary\/Allowance<\/strong><br \/>\nThe Union proposed an annual allowance of $10,000 in the first year, $10,500 in the second year, and $11,000 for the third year.<br \/>\n<strong>Chief Resident\/Fellow Allowance<\/strong><br \/>\nThe Union proposed the chief resident would receive to $225 per month.<\/p>\n<p><strong>Article 24 \u2013 Transportation<\/strong><br \/>\nIncluded in this package proposal is the Employer\u2019s proposal from earlier in this session.<\/p>\n<p><strong>New Article \u2013 Scheduling<\/strong><br \/>\n<strong>Hours<\/strong><br \/>\nRecognizing that programs would need time to adjust, the Union proposed that Residents would not work beyond 75 hours in any week. Programs would phase in this requirement over the three years of this agreement so that for AY 22-23, the maximal per week hours would be 85. For AY 23-24, the maximum hours per week would be 80 hours. Starting in AY 24-25 the cap would be at 75 hours per week. Finally, that throughout this phase in, programs would remain compliant with ACGME requirements and would be able to offer EPED hours to Residents.<br \/>\n<strong>Home Call<\/strong><br \/>\nThe Union proposed that if a Resident was called in from home call, they would be given a minimum of eight hours off between completion of clinical work and the next assigned clinical work or education period and that programs would have one year to adjust their scheduling to comply with this policy and would need to be in compliance by July 1, 2023.<\/p>\n<p><strong>Next Steps<\/strong><br \/>\nThe next RFPU and UW bargaining session is scheduled for Wednesday, June 29 and will be held virtually.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Background This recap details the thirteenth 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":"no","_lmt_disable":"","footnotes":""},"categories":[3],"tags":[],"class_list":["post-5875","post","type-post","status-publish","format-standard","hentry","category-negotiation-update","union-rfpu-nw","duration-2022-2025"],"acf":[],"modified_by":"jdk488","_links":{"self":[{"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/posts\/5875","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\/92"}],"replies":[{"embeddable":true,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/comments?post=5875"}],"version-history":[{"count":3,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/posts\/5875\/revisions"}],"predecessor-version":[{"id":5880,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/posts\/5875\/revisions\/5880"}],"wp:attachment":[{"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/media?parent=5875"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/categories?post=5875"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/tags?post=5875"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}