{"id":8215,"date":"2024-08-02T16:06:39","date_gmt":"2024-08-02T23:06:39","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=8215"},"modified":"2024-08-02T16:06:39","modified_gmt":"2024-08-02T23:06:39","slug":"wfse-uw-negotiations-recap-for-wednesday-july-31-2024","status":"publish","type":"post","link":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2024\/08\/02\/wfse-uw-negotiations-recap-for-wednesday-july-31-2024","title":{"rendered":"WFSE \u2013 UW Negotiations Recap for Wednesday, July 31, 2024"},"content":{"rendered":"<p><strong>Background<\/strong><br \/>\nThis recap details the fourth virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and WFSE. Recaps are published online on the <a href=\"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/staff-unions\/wfse-master-contract\">UW Labor Relations website<\/a>.<\/p>\n<p><strong>Tentative Agreements<\/strong><\/p>\n<p>The parties tentatively agreed to let the following MOUs and Side Letter expire:<\/p>\n<ul>\n<li>MOU \u2013 Critical Recruitment and Retention Wage Increases<\/li>\n<li>MOU \u2013 Dietetic Tech LPN MHS and Ortho Tech Recruitment &amp; Retention<\/li>\n<li>MOU \u2013 Healthcare Pay Tables Consolidation<\/li>\n<li>MOU \u2013 Health Care Recruitment &amp; Retention Wage Increases<\/li>\n<li>MOU \u2013 Hospital Custodian Series<\/li>\n<li>MOU \u2013 Intermittent Nonpermanent and Represented Regular Temporary Employees<\/li>\n<li>MOU \u2013 Lump Sum Payment<\/li>\n<li>MOU \u2013 Market Based Increases<\/li>\n<li>MOU \u2013 Non-Healthcare Across The Board Increases Me Too<\/li>\n<li>MOU \u2013 Skilled Trades Recruitment &amp; Retention Increases<\/li>\n<li>Side Letter D \u2013 UW Seattle Campus Building Services<\/li>\n<\/ul>\n<p>The parties tentatively agreed to roll over the following MOUs and Side Letter:<\/p>\n<ul>\n<li>MOU \u2013 Leave of Absence of WFSE President<\/li>\n<li>MOU \u2013 Multi-Campus Voluntary Standby Pool<\/li>\n<li>MOU \u2013 Public Records Requests and Privacy<\/li>\n<li>MOU \u2013 Scholarship Fund for Medical Center Employees<\/li>\n<li>Side Letter C \u2013 Tracking and Discrimination Bias<\/li>\n<\/ul>\n<p><strong>UW Proposals<\/strong><\/p>\n<p><strong>Article 9 \u2013 Hours of Work and Work Schedules<\/strong><br \/>\nThe Employer proposed to increase the hours of rest between shifts for surgical technologists, patient care techs, mental health specialists, and hospital assistants from ten hours off duty between shifts to eleven hours. Additionally, in the event where an employee is required to work with less than eleven hours off duty between shifts, then all time worked within this window would be compensated at time and one-half.<\/p>\n<p><strong>Article 14 \u2013 Hiring, Appointments, Promotions, and Transfers<\/strong><br \/>\nThe Employer proposed housekeeping edits in addition to adding language that provides clarity to cyclic appointments.<br \/>\n<strong>14.12<\/strong><br \/>\nIn this new section, the Employer proposed adding language that would detail which contract would prevail in the cases where a WFSE represented employee moved to a new position in a different union, and then reverted back to their previous position.<br \/>\n<strong>14.16<\/strong><br \/>\nIn this section, the Employer proposed moving language regarding temporary salary increases from Article 45 to this section of Article 14 so that language regarding Temporary Assignments to Higher Positions would all be in the same location.<\/p>\n<p><strong>Article 15 \u2013 Inter-System Movement and Transfer<\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer proposed to include language to address the Union\u2019s concern that such inter-system movements would also include non-academic appointments.<\/p>\n<p><strong>Article 18 \u2013 Sick Time Off<\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer proposed language that would align both parties proposals.<\/p>\n<p><strong>Article 20 \u2013 Miscellaneous Leave<\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer reasserted current contract language while making housekeeping updates to Benefits Office\u2019s phone number and email address.<\/p>\n<p><strong>Article 32 \u2013 Uniforms and Special Clothing<\/strong><br \/>\nThe Employer proposed to increase the safety boot reimbursement for Seattle main campus from $150 to $175 per year.<\/p>\n<p><strong>Article 36 \u2013 Corrective Action\/Dismissal<\/strong><br \/>\nThe Employer proposed language that would clarify the number of representatives for corrective action\/dismissal meetings. As well as language that would clarify that Union Stewards in training could attend grievance meetings as observers so long as they had supervisor approval and notified human resources.<\/p>\n<p><strong>Article 42 \u2013 Union Activities, Rights and Stewards<\/strong><br \/>\n<strong>42.2.I<\/strong><br \/>\nThe Employer proposed new language that Union stewards could visit unit employees and would notify local management prior to their visit. Said visit would also not interrupt normal operations.<br \/>\n<strong>42.2.J<\/strong><br \/>\nThe Employer proposed including notification of new steward training participation in meetings to be in agreement with the new language proposed in Article 36 \u2013 Correction Action\/Dismissal.<br \/>\n<strong>42.4<\/strong><br \/>\nThe Employer proposed that, whenever possible, the Employer would provide a private space for employees to meet with their steward and\/or union representatives when that employee is also required to meet with management.<br \/>\n<strong>42.6<\/strong><br \/>\nThe Employer proposed new language with regards to union information requests. This new language would limit the scope of the request and clearly identify the ask.<\/p>\n<p><strong>Article 44 \u2013 Classifications and Reclassifications<\/strong><br \/>\nThe Employer proposed to reduce the notification window prior to implementation from 45 days to 30 days. Additionally, the Employer proposed that if an employee is in a position reallocated to a class with a lower salary range maximum, they would be placed on a step closest to, but not less than, the current rate of pay. If that rate of pay is above the max auto step, the employee\u2019s salary would be y-rated until the new range catches up. In this situation, the position start date would remain unchanged.<\/p>\n<p><strong>Article 59 \u2013 Drug Testing<\/strong><br \/>\nThe Employer proposed striking most of this article and instead referenced that drug testing would be conducted in accordance with the UW Medicine Reasonable Suspicion Drug Testing Policy.<\/p>\n<p><strong>Article 60 \u2013 Nonpermanent and Intermittent Employees<\/strong><br \/>\nThe Employer proposed including language that would make it clear about which parts of Article 45, and in which circumstances, would apply to nonpermanent and intermittent employees.<\/p>\n<p><strong>Article 61 \u2013 Diversity and Inclusion<\/strong><br \/>\nThe Employer proposed removing language that referenced past actions. Additionally, the Employer proposed that the council workgroup would attend at least one all-day workshop every twelve months. Additional training opportunities could be added with mutual agreement of the council workgroup and approval from the CEO.<\/p>\n<p><strong>Appendix VI \u2013 Contracting Out Form<\/strong><br \/>\nThe Employer proposed language intended to streamline the use of the Contracting Out Form. This language would include Seattle Main Campus Facilities, Housing &amp; Food Services, and Intercollegiate Athletics.<\/p>\n<p><strong>MOU \u2013 Trades Apprenticeship Program<\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer reasserted current contract language and rejected the Union\u2019s proposed New Article XX \u2013 Trades Apprentice Program. The Employer also proposed housekeeping edits to this provision.<\/p>\n<p><strong>New MOU \u2013 Automotive Mechanic Apprenticeship Program<\/strong><br \/>\nThe Employer proposed a new MOU to create an apprenticeship program for automotive mechanics. This new MOU details the details of this program and would be based on L&amp;I approval.<\/p>\n<p><strong>New Appendix X \u2013 Bargaining Units Represented by WFSE<\/strong><br \/>\nThe Employer proposed including the bargaining unit definitions in the agreement as defined by PERC.<\/p>\n<p>On the following provisions, the Employer proposed to maintain current contract language:<\/p>\n<ul>\n<li>Article 3 \u2013 Non-Discrimination<\/li>\n<li>Article 11 \u2013 Training and Professional Development<\/li>\n<li>Article 12 \u2013 Licensure and Certification<\/li>\n<li>Article 16 \u2013 Holidays<\/li>\n<li>Article 26 \u2013 Civil Duty Time Off and Bereavement Time Off<\/li>\n<li>Article 40 \u2013 Mandatory Subject<\/li>\n<li>Article 43 \u2013 Joint Union\/Management Committees<\/li>\n<li>Article 47 \u2013 Contracting<\/li>\n<li>Article 55 \u2013 Contract Publication<\/li>\n<li>Side Letter B \u2013 Public Transportation Delays<\/li>\n<li>Side Letter E \u2013 HMC Hospital Security Officers Compensatory Time<\/li>\n<\/ul>\n<p>The Employer proposed housekeeping edits only on the following provisions:<\/p>\n<ul>\n<li>Article 28 \u2013 Inclement Weather and Suspended Operations<\/li>\n<li>Article 30 Work Related Injury Leave<\/li>\n<\/ul>\n<p><strong>WFSE Counter Proposals<\/strong><\/p>\n<p><strong>Article 30 \u2013 Work Related Injury Leave<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union maintained their initial proposal on June 18.<\/p>\n<p><strong>New Article Trades Apprenticeship Program<\/strong><br \/>\nIn response to the Employer\u2019s proposals on the <strong>New MOU \u2013 Automotive Mechanic Apprenticeship Program<\/strong> and <strong>MOU \u2013 Trades Apprenticeship Program<\/strong>, the Union maintains their previous proposal from June 18. Additionally, the Union rejected both of the aforementioned MOUs.<\/p>\n<p><strong>New MOU \u2013 Bargaining Units Represented by WFSE<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union proposed adding in PERC case numbers and decision numbers as well as making housekeeping edits to the provision.<\/p>\n<p><strong>Next Steps<\/strong><br \/>\nThe next WFSE and UW bargaining session is scheduled for Tuesday, August 6, 2024 and will be held virtually.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Background This recap details the fourth virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and WFSE. Recaps are published online on the [&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-8215","post","type-post","status-publish","format-standard","hentry","category-negotiation-update","union-wfse","duration-2025-2027"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.2 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>WFSE \u2013 UW Negotiations Recap for Wednesday, July 31, 2024 - 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\/2024\/08\/02\/wfse-uw-negotiations-recap-for-wednesday-july-31-2024\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"WFSE \u2013 UW Negotiations Recap for Wednesday, July 31, 2024 - Labor Relations\" \/>\n<meta property=\"og:description\" content=\"Background This recap details the fourth virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and WFSE. 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