SEIU 1199 HMC\/ALNW Negotiation Updates<\/a>.<\/p>\nIn the early hours of September 28, the parties came to tentative agreements for each contract. The contents of each agreement are outlined below.<\/p>\n
Both HMC and UWMC-NW Tentative Agreements<\/h3>\n
Across-the-Boards<\/strong><\/p>\n\n- 4% across-the-board on July 1, 2023, and 3% across-the-board on July 1, 2024, for all SEIU 1199 jobs at HMC\/ALNW and UWMC-NW<\/li>\n<\/ul>\n
Bargaining Unit Recruitment and Retention Increases<\/strong><\/p>\n\n- 4% increase 90 days after ratification, and 5% increase on July 1, 2023, for all SEIU 1199 jobs at HMC\/ALNW and UWMC-NW
\n<\/strong><\/li>\n<\/ul>\nStandby<\/strong><\/p>\n\n- Increased standby from $4 per hour under 30 hours of standby worked and $6 per hour over 30 hours of standby worked to a flat rate of $7 per hour for all hours of standby worked<\/li>\n<\/ul>\n
Seattle Minimum Wage<\/strong><\/p>\n\n- The parties agreed to language stating that when a minimum wage increase results in a pay range with less than three (3) active steps, the parties agree that job profiles assigned to those ranges will be placed on the next available pay range in the same table. Incumbents will be placed on the new range at their current step.<\/li>\n<\/ul>\n
Wage Discussion<\/strong><\/p>\n\n- At least one (1) year prior to contract expiration, the parties agree to discuss the 2025 bargaining process to assist in planning for wage discussions in future negotiations. The parties will schedule at least three meetings with the option to mutually agree to more meetings.<\/li>\n
- Subjects for discussion include equity, options, and approaches to address both parties\u2019 interests regarding wages, systems change to support options for address wage concerns.<\/li>\n
- The discussions may result in mutual potential opportunities for addressing wages in the 2025-2027 bargaining. Participants in these discussions will include relevant stakeholders for each party, including an EDI leader from each party. Each party may bring up to seven participants.<\/li>\n
- Employees will be paid release time for time spent in the meetings.<\/li>\n<\/ul>\n
Parental Leave<\/strong><\/p>\n\n- Increased Parental Leave from 4 to 6 months.<\/li>\n
- Added language clarifying that for birth parents, temporary disability leave for pregnancy is in addition to parental leave.<\/li>\n<\/ul>\n
Healthcare<\/strong><\/p>\n\n- The parties incorporated the agreement reached at the state level healthcare Coalition bargaining. The agreement added language stating that in no instance will the employee contribution be less than 2% of the Employer Medical Contribution per month. It also increased the base salary an employee may make to be eligible for the Employer FSE funds from $54,000 to $60,000.<\/li>\n<\/ul>\n
UPASS<\/strong><\/p>\n\n- Changed language to state all bargaining unit employees are eligible for the fully subsidized UPASS<\/li>\n<\/ul>\n
Tentative Agreements for HMC\/ALNW only<\/h3>\n
Targeted Recruitment and Retention Increases<\/strong>
\nEffective November 16, 2022:<\/p>\n\n- Cardiac Sonographer 1 \u2013 approximately 5% increase<\/li>\n
- Cardiac Sonographer 2 \u2013 approximately 5% increase<\/li>\n
- Cardiac Sonographer Lead \u2013 approximately 5% increase<\/li>\n
- Diagnostic Medical Sonographer \u2013 approximately 5% increase<\/li>\n
- Diagnostic Medical Sonographer Lead \u2013 approximately 5% increase<\/li>\n
- Diagnostic Medical Sonographer Spec \u2013 approximately 5% increase<\/li>\n
- Imaging Tech-Education Quality Assurance \u2013 approximately 5% increase<\/li>\n
- Imaging Technologist \u2013 approximately 5% increase<\/li>\n
- Imaging Technologist Trainee \u2013 approximately 5% increase<\/li>\n
- Imaging Technologist-Angiography \u2013 approximately 5% increase<\/li>\n
- Imaging Technologist-Comp Tomo \u2013 approximately 5% increase<\/li>\n
- Imaging Technologist-Lead \u2013 approximately 5% increase<\/li>\n
- Imaging Technologist-Mag Res Imaging \u2013 approximately 5% increase<\/li>\n
- Imaging Technologist-Mammo \u2013 approximately 5% increase<\/li>\n
- Imaging Technologist-Supervisor \u2013 approximately 5% increase<\/li>\n
- Imaging Technologist-Supervisor \u2013 approximately 5% increase<\/li>\n
- Nuclear Medicine P.E.T. Technologist \u2013 approximately 5% increase<\/li>\n
- Nuclear Medicine Technologist 1 \u2013 approximately 5% increase<\/li>\n
- Nuclear Medicine Technologist 2 \u2013 approximately 5% increase<\/li>\n
- Nuclear Medicine Technologist Lead \u2013 approximately 5% increase<\/li>\n
- Vascular Sonographer \u2013 approximately 5% increase<\/li>\n
- Vascular Sonographer Lead \u2013 approximately 5% increase<\/li>\n
- Respiratory Care Lead \u2013 approximately 2% increase<\/li>\n
- Respiratory Care Practitioner \u2013 approximately 2% increase<\/li>\n<\/ul>\n
Nurse Pay Ranges<\/strong><\/p>\n\n- The parties agreed to increase by 2% the first 5 ranges on the registered nurse pay tables<\/li>\n<\/ul>\n
Airlift Northwest<\/strong><\/p>\n\n- Rather than receive specific numbers of paid hours when employees are stuck out of town, employees on their duty off time past their scheduled shift when stuck out of town will receive pay, at an overtime rate, for all hours (hour for hour) until they return to their home base.<\/li>\n
- Added language stating that those employees for whom part of their FTE is dedicated to committee work, and who serve as a chair on the Clinical Practice and Quality Committee or the Safety Committee, will receive a premium of $2.50 per hour for that portion of their FTE dedicated to committee work.<\/li>\n<\/ul>\n
Pre-scheduled Voluntary Double-time<\/strong><\/p>\n\n- Decreased time intermittent staff (formerly per diems) are required to have scheduled work before they are eligible to volunteer for pre-scheduled double-time shifts from 40 hours per week to 36.<\/li>\n
- Replaced language concerning the initial implementation of the MOU within 60 days of the ratification of the current contract as the MOU has already been implemented. New language states that within 90 days of ratification, the Employer will provide the Union with a current list of departments that are using pre-scheduled voluntary double-time shifts for critical staffing needs. Within 60 days of receiving the information, the Union can request a JLM to discuss the status of pre-scheduled double-time use.<\/li>\n<\/ul>\n
Rest Between Shifts<\/strong><\/p>\n\n- The parties agreed to expand the language around Rest Between Shifts (RBS) that currently only applies to Social Workers, PA-ARNPs, END Techs, and Respiratory Care to include all employees except nurses (who have other RBS language) and Speech Pathologist (who are overtime exempt). This language states that employees regularly scheduled to work 8- or 9-hour shifts who do not receive 12 hours between scheduled shifts would receive time-and-a-half for all hours worked in the 12-hour period. Employees regularly scheduled to work 10- or 12-hour shifts who did not receive 10 \u00bd hours between scheduled shifts would receive time-and-a-half for all hours worked in the 10 \u00bd-hour period.<\/li>\n<\/ul>\n
Compensatory Time<\/strong><\/p>\n\n- Increase cap on compensatory time from 40 to 240 hours.<\/li>\n
- Added language stating compensatory time must be used or paid for by June 30 of each fiscal year, unless the balance exceeds 240 hours prior to June 30, then that excess amount will be cashed out to bring the balance back to 240 hours. The employee\u2019s compensatory time balance will be cashed out to zero every June 30.<\/li>\n
- The parties agreed that all employees, rather than just nurses, may request to accrue compensatory time on the basis of double time as appropriate.<\/li>\n<\/ul>\n
Tentative Agreements for UWMC-NW only<\/h3>\n
Targeted Recruitment and Retention Increases<\/strong>
\nEffective November 16, 2022:<\/p>\n\n- Diagnostic Medical Sonographer \u2013 approximately 5% increase<\/li>\n
- Diagnostic Medical Sonographer Lead \u2013 approximately 5% increase<\/li>\n
- Echo and Vascular Tech Lead \u2013 approximately 6% increase<\/li>\n
- Echo and Vascular Tech \u2013 approximately 5% increase<\/li>\n
- Echocardiographer \u2013 approximately 5% increase<\/li>\n
- Imaging Technologist \u2013 approximately 5% increase<\/li>\n
- Imaging Technologist Trainee \u2013 approximately 5%<\/li>\n
- Imaging Technologist-Comp Tomo \u2013 approximately 5% increase<\/li>\n
- Imaging Technologist-Lead \u2013 approximately 5% increase<\/li>\n
- Imaging Technologist-Mag Res Imaging \u2013 approximately 5% increase<\/li>\n
- Imaging Technologist-Mammo \u2013 approximately 5% increase<\/li>\n
- Interventional Tech \u2013 approximately 5% increase<\/li>\n
- Nuclear Med Technologist 1 \u2013 approximately 5% increase<\/li>\n
- Spec Mammo & Brst US Tech \u2013 5% increase<\/li>\n
- Spec Mammography Tech \u2013 approximately 5% increase<\/li>\n
- Licensed Practical Nurse \u2013 approximately 4.7% increase<\/li>\n
- Licensed Practical Nurse Lead \u2013 approximately 4.6% increase<\/li>\n
- Therapist Recreation Specialist Certified \u2013 approximately 6% increase<\/li>\n
- Speech Pathologist \u2013 approximately 3% increase<\/li>\n
- Maintenance Engineer \u2013 approximately 5% increase<\/li>\n
- Senior Maintenance Engineer \u2013 approximately 5% increase<\/li>\n
- Maintenance Engineer Lead \u2013 approximately 5% increase<\/li>\n
- Medical Technologist \u2013 approximately 6% increase<\/li>\n
- Medical Technologist Lead \u2013 approximately 6% increase<\/li>\n<\/ul>\n
Market Based Increases<\/strong><\/p>\n\n- Lab Assistant \u2013 approximately 5% increase<\/li>\n
- Lab Assistant Lead \u2013 approximately 7% increase<\/li>\n
- Lab Assistant Technical \u2013 approximately 7% increase<\/li>\n
- Medical Lab Technician \u2013 approximately 7% increase<\/li>\n<\/ul>\n
Shift Differential for Certified Nursing Assistants (CNAs)<\/strong><\/p>\n\n- Second (evening) shift differential for CNAs increased from $1.35 to $1.50 per hour<\/li>\n
- Third (night) shift differential for CNAs increased from $2 to $2.25 per hour<\/li>\n<\/ul>\n
Social Workers License Pay<\/strong><\/p>\n\n- Added new premium of $1.50 per hour for all Social Workers who are licensed by the State of Washington as an Advanced Social Worker or Independent Clinical Social Worker.<\/li>\n
- Changed language to state that Social Workers are ineligible for Certification Pay<\/li>\n<\/ul>\n
Rest Between Shifts<\/strong><\/p>\n\n- Language changed so Rest Between Shifts premium can apply to standby and callback assignments.<\/li>\n<\/ul>\n
BU Table Restructure<\/strong><\/p>\n\n- Parties agreed to restructure the BU Pay Table to create 1% increments between ranges. All other existing job profiles will be assigned to a new range with step values that are equal to or greater than their current step values, resulting in minor increases<\/li>\n
- Employees allocated to the classification Float Cert Nursing Asst (21332) will be re-allocated to the classification Cert Nursing Asst (21299) and will receive $2.25\/hour float pay for all hours paid<\/li>\n
- Employees allocated to the classification Float Unit Secretary (21333) will be re-allocated to the classification Unit secretary (21404) and will receive $2.25\/hour for all hours paid<\/li>\n<\/ul>\n
Updated Employee Parking Rates at the Northwest Campus<\/strong><\/p>\n\n- $78 \u2013 1st Shift .5 FTE or higher<\/li>\n
- $57.20 – 1st Shift less than .5 FTE\/intermittent and nonpermanent<\/li>\n
- $57.20 \u2013 2nd Shift .5 FTE or higher<\/li>\n
- $36.40 \u2013 2nd Shift less than .5 FTE\/intermittent and nonpermanent<\/li>\n
- $36.40 \u2013 3rd Shift .5 FTE or higher<\/li>\n
- $26 \u2013 3rd Shift less than .5 FTE\/intermittent and nonpermanent<\/li>\n<\/ul>\n
Compensatory Time<\/strong><\/p>\n\n- Added definition of \u201ccompensatory time\u201d as it was previously not defined in the contract<\/li>\n
- Added language explaining current practice: compensatory time must be used or paid for by June 30th of each fiscal year, unless the balance exceeds 240 hours prior to June 30th, then that excess amount will be cashed out to bring the balance back to 240 hours.<\/li>\n<\/ul>\n
Overtime Placement<\/strong><\/p>\n\n- Added language stating employees will automatically be placed into a weekly overtime work rule upon hire. Those wishing to opt into a daily overtime work rule must submit a request to their manager and the change will be effective the beginning of the next workweek and will not be retroactive.<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"
Background This recap details the ninth and tenth virtual session between the University of Washington (UW) and Service Employees International (SEIU) 1199NW to jointly bargain two collective bargaining agreements (CBA), […]<\/p>\n","protected":false},"author":68,"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-6346","post","type-post","status-publish","format-standard","hentry","category-negotiation-update","union-seiu-1199-uwmc-nw-hmc-alnw","duration-2023-2025"],"acf":[],"modified_by":"jdelyria","_links":{"self":[{"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/posts\/6346","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=6346"}],"version-history":[{"count":2,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/posts\/6346\/revisions"}],"predecessor-version":[{"id":6348,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/posts\/6346\/revisions\/6348"}],"wp:attachment":[{"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/media?parent=6346"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/categories?post=6346"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/tags?post=6346"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}