University of Washington members of SEIU Local 925 voted 93% yes to ratify our new wage, health care and working condition contract.
Governor Chris Gregoire has certified that the state has insufficient revenue to fund this contract and she did not submit the contract to the legislature for ratification. The University chose not to honor the negotiated agreement and Local 925 members filed an Unfair Labor Practice (ULP). Local 925 bargaining team members settled the ULP and reached an agreement in December 2009.
Summary of Agreement for
SEIU Local 925 members at the University of Washington
Effective July 1, 2009 through June 30, 2011
Money: market adjustments, recruitment/retention adjustments, bonus, new classification
- Pay upgrades for 79 job titles, affecting over 500 members
View/Download the lists: Health Care Pro-Tech
- $600,000 to be distributed as a one-time “bonus” within 60 days of contract ratification:
- $100 for full time permanent FTE’s
- $50 for less than full time permanent FTE’s
- New OB Tech job title
Health care costs contained
- Management will continue to pay an average of 88% of health care premiums and will absorb 88% of any future premium increases. Employees will continue to pay an average of 12% of health care premiums and will absorb 12% of any future premium increases. The Employer will continue to pay the entire premium cost for basic life, basic long-term disability and dental insurance.
UWMC dress code
- Significant improvements to UWMC’s Professional Image Policy, including allowing blue jeans in areas where it is deemed “appropriate”—like in the labs.
No changes for temporary employees
- While we were unable to win new contract language for hourly/temporary employees, they will continue to have the following advantages:
- Temporary employees will be referred for job openings before outside applicants, and will be allowed to apply for department/unit specific job openings.
- Temporary employees hired directly into the same job they are working as an hourly employee will have their hours of service count toward their probation, up to a maximum of 3 months of the 6 month probationary period.
Family Medical Leave Act
- Updated to include changes in federal law adding 2 new provisions for our military, which allow for leave during a family member’s active duty and leave to care for an injured or ill service member.
- This “Side letter” will not go into effect until at least July 2009, but probably not until January 2010. It will change the calculation of the FMLA year from a calendar year (January 1 to January 1) to a rolling year (i.e. the day your FMLA starts)—and you will always be able to retain at least 80 hours of accrued leave for when you return to work. These 2 changes will go into effect at the same time.
The University will provide the Union with written notice of at least sixty (60) days prior to the planned implementation. Upon request by the Union, the University will bargain the effects of the implementation. At the year of implementation, the employee will be granted the most beneficial option for their FMLA leave.
Civil Duty Leave
- Employees no longer have to reimburse the University for any compensation received for jury duty.
Clarification of layoff unit changes
- Changes due to changes in department names and organization
Medical Interpreters
- Employer will not challenge the Union’s request to PERC that Medical Interpreters go from Campus-wide Non-supervisory contract to Healthcare Professional/Laboratory Technical bargaining unit.
No “Takeaways” on subcontracting or overtime calculation!
- Keeps current contract language, prohibiting layoffs as a result of subcontracting. Article 26
- Keeps current contract language on calculations of overtime based on paid time, not time worked. Article 8
- No expansion of Management Rights clause Article 32
“Sunset clause” for guaranteed interview of SEIU member deleted
- Continues the requirement that the Employer interview at least one bargaining unit applicant per job requisition.
Tech parity between UWMC and Harborview Medical Center
Side Letter “F” Renewal. The following SEIU Local 925 classifications at UWMC which have identical job titles to hospital tech job titles at Harborview Medical Center, represented by SEIU District 1199NW, will receive equivalent salary adjustments, market or recruitment/retention adjustments and premium pay rates as agreed between SEIU 1199NW and Harborview.
8155 Respiratory Care Practitioner
8156 Respiratory Care Lead
8312 Anesthesiology Tech 2
8345 Diagnostic Medical Sonographer
8346 Diagnostic Medical Sonographer Lead
8348 Diagnostic Medical Sonographer Specialist
8412 Nuclear Medical Technologist Lead
8415 Nuclear Medical Technologist 1
8416 Nuclear Medical Technologist 2
8271 Imaging Technologist 1
8272 Imaging Technologist 2
8273 Imaging Technologist Computed Tomography & Mammography
8274 Imaging Technologist Angiography
8275 Imaging Technologist Magnetic Resonance Imaging
8276 Imaging Tech Lead
8112 Social Work Assistant 2
After bargaining is completed, union and management representatives will meet to discuss any impact of those negotiations on the Pulmonary Function Tech 2, Nuclear Medicine PET Techs, Respiratory Care Assistants.
*Respiratory Care Specialist is not included in this group, but will receive a 5% adjustment on July 1, 2009.
*Nuclear Medicine PET Technologist is not included in this group but will receive a 1% adjustment on
January 1, 2009.