UW Management's Last Offer

Summary of the Employer’s Last Offer

Reached for University of Washington 2019-2021 CBA

This is a summary that highlights and explains the most significant provisions of the Employer’s Last, Best and Final Offer.

Negotiations for the 2019-2021 Collective Bargaining Agreement between the Washington Federation of State Employees (WFSE) and the University of Washington concluded on September 25, 2018, with no Tentative Agreement reached. Below is a summary of the University’s Last Offer.

Your WFSE University of Washington / UW Medical Center / Harborview Medical Center Bargaining Team recommends that you VOTE TO NOT ACCEPT this offer and strongly encourages your participation in voting.

WFSE members in General Government agencies, the Community Colleges, and Public Universities all reached tentative agreements with offers of 3% across the board raises per year (for a total of 6%), plus 5% Regional Pay for employees working in King County (for a total of 11%). The University of Washington did not offer to match this increase. The University’s Last Offer includes 2% across the board raises per year (for a total of 4%), plus additional 2% annual Locality Payments that are contingent on state funding, and which are not guaranteed (for a total of 8%).

After you have reviewed the information included in this packet and available to you online, we hope you will exercise your right to vote.

ECONOMIC OFFER

Effective July 1, 2019

  • 2% across-the-board increase (See Article 45)
  • Additional 2% locality pay for all employees, contingent on state funding and not guaranteed (See MOU King County Premium Pay)
  • $100 Lump sum payment to each permanent employee on pay status at or above .75 FTE; $50 lump sum payment to each permanent employee on pay status below a .75 FTE (See MOU Lump Sum Payment)

Effective July 1, 2020 (See Article 45 and MOU King County Premium Pay)

  • 2% across-the-board increase (See Article 45)
  • Additional 2% locality pay for all employees, contingent on state funding and not guaranteed (See MOU King County Premium Pay)
  • $100 Lump sum payment to each permanent employee on pay status at or above .75 FTE; $50 lump sum payment to each permanent employee on pay status below a .75 FTE (See MOU Lump Sum Payment)

Recruitment and retention/market adjustment increases for specific classifications:

  • On July 1, 2019, Dietary Unit Aide on Pay Table BK at Pay Range 1 will be moved to Pay Table B0 at Pay Range 0. All employees will be moved to the pay step on the new range that is closest to but not less than their current pay on the implementation date (See MOU Pay Table Inactivation).
  • Hospital Assistant Series and Patient Care Technicians Range Increases, effective July 1, 2019 (See MOU Hospital Assistant Series and Patient Care Technicians Recruitment and Retention) 

     Hospital Assistants on Pay Table B0 at Pay Range 3 will be moved to Pay Range 8 
     Hospital Assistant Lead on Pay Table B0 at Pay Range 10 will be moved to Pay Range 15 
     Patient Care Technicians on Pay Table B0 at Pay Range 8 will be moved to Pay Range 13. 
     Employees will be placed on the new range at the pay step closest to but not less than the value of their current pay step.

  • Library Series Range Increases, effective July 1, 2019 (See MOU Library Series Recruitment and Retention Increases)

     Library Specialist 1, Library Specialist 2, Library Technician 1, Library Technician 2, Library Technician 3 will be moved up two ranges. 
     The job classification Library Technician Lead on Pay Table BI at Pay Range 36 will be moved to Pay Table BI at Pay Range 48. 
     Employees will be placed on the new range at their current pay step.

  • Mental Health Practitioners will move from Pay Table B0 Range 67 to Pay Table B0 Range 72 on July 1, 2019. Employees will be placed on the new range at their current pay step (See MOU Mental Health Practitioners Recruitment and Retention)

  • One (1) pay range increase for all classifications in the WFSE Skilled Trades Bargaining Unit on January 1, 2021. Employees will be placed on the new range at the pay step closest to but not less than the value of their current pay step (See MOU Skilled Trades Job Classifications Recruitment and Retention Increases).

  • Surgical Technologists will move from Pay Table BABB Range 47 to Pay Table BABB Range 49 on July 1, 2019. Employees will be placed on the new range at the step closest to but not less than their current rate of pay, plus one step. (See MOU Surgical Technologist Recruitment and Retention Wage Increases) 

  • Truck Driver Series Range Increases, effective July 1, 2019. (See MOU Truck Driver Series Recruitment and Retention Increases) 

     Truck Driver 2 on Pay Table BI at Pay Range 39 will be moved to Pay Table BI at Pay Range 40. 
     Truck Driver Lead on Pay Table BI at Pay Range 42 will be moved to Pay Table BI at Pay Range 43. 
     All employees will be moved to their current pay step on the new range.

  • Fully subsidized U-Pass for all employees starting July 1, 2019 (See Side Letter XX U-Pass)

  • Maintained healthcare costs, fought to hold the line on UMP out-of-pockets costs, maintained the increased wellness benefits, and created a new $500.00 ($250.00 per year) benefit for those making $50,004.00/year or less (See Article 46).

  • Standby Pay increases 

      Standby pay increase from $3.00/hr to $3.75/hr for Healthcare Professional/Technical Classifications (See Appendix II) 
     Minimum standby pay for other employees will increase from $1.00/hr to $2.00/hr (See Article 45)

  • On January 1, 2019, Department of Public Safety Officers who have been trained and qualified to assist clinical staff when requested in proper restraint of patients will receive premium pay of $2.00/hr. The premium pay will increase to $3.00/hr on July 1, 2019 (See MOU Harborview Security Officer Restraint Premium Increase)

  • Maintained scholarship for Medical Center Employees for academic year 2019 and 2020, with annual pool of $100,000 (See MOU Scholarship Fund for Medical Center Employees)

  • The University will continue to adhere to the Seattle Minimum Wage Ordinance, in which the minimum wage is updated annually to reflect the rate of inflation (See Side Letter XX City of Seattle Minimum Wage).

YOUR UW BARGAINING TEAM RECOMMENDS A “NO” VOTE

HIGHLIGHTS OF THE NON-ECONOMIC GAINS

Article 2 Non-discrimination

  • Updated to include protections for victims of domestic violence, sexual assault or stalking.
  • Timeline for filing discrimination grievances increased from 30 to 180 days of an alleged occurrence.

Article 3 Reasonable Accommodation

  • Clarified that the Employer will attempt to find opportunities for modified duty that can be offered to employees in lieu of and/or after disability leave. If requests for modified duty are denied, the Employer, upon request, will provide the modified duty options that were considered and reason(s) for denial electronically or in writing.
  • Updated language to comply with new state law on pregnancy accommodations.

Article 4 Workplace Behavior

  • Defined bullying and clarified that bullying is not appropriate workplace behavior

Article 6 Grievance Procedure

  • Time to file a grievance related to contracting out extended from 30 days to 45.
  • Group grievances (5 or more grievants) automatically filled at step 2

Article 9 Hours of Work and Work Schedules

Introduced language into the contract on shift bidding. Employees will be allowed to bid on vacant shifts by department seniority in accordance with departmental policy/procedure.

Article 14 Hiring, Appointments, Promotions and Transfers

  • Clarified that employees working during a cyclic leave of absence will accrue paid time off prorated based on regular hours worked and paid time off used in a month
  • Trial service periods for movement between positions between the University will not be extended when the employee is on military leave.

Article 16 Holidays

  • Employees on pay status for 4 hours on the last scheduled work shift preceding holiday will be paid for a holiday

Article 17 Vacations

  • Supplemental vacation requests must be approved or denied within seven (7) days—shortened from fourteen (14) days.
  • Upon request, the Employer will provide the reason for denying vacation leave in writing. \
  • Updated language to comply with state law on maximum vacation balances. Balances will not exceed 240 hours unless an employee’s request for vacation leave is cancelled or denied. The Employer will grant an extension on exceeding the vacation balance maximum for each month that the Employer defers the request for vacation leave.

Article 18 Sick Leave

  • Updated language to comply to state law. Clarified that the Employer will not require verification for absences of three (3) consecutive work days or fewer.

Article 21 Federal Family Medical Leave Act and Parental Leave

  • For personal medical or parental leave approved beyond the FMLA period, paid leave can be interspersed on the first working day of the month for continuation of employer paid health insurance benefits.

Article 23 Shared Leave

  • Updated to comply with state law to extend shared leave eligibility to pregnancy and parental leave.
  • Foster Parent Shared Leave Pool Program and the Veterans' In-State Service Shared Leave Pool Program added.

Article 25 Leave Due to Family Care Emergencies

  • Elder care emergencies added to eligible family care emergencies

Article 26 Civil/Jury Duty Leave and bereavement leave

  • Night shift employees may utilize vacation time off for a portion of the shift not covered by civil duty leave. Night shift employees may also request a change to their schedule to accommodate civil duty leave.

Article 27 Leave Related to Domestic Violence

  • Updated language to comply with state law, specified what may be included in a safety accommodation.

Article 29 Military Leave

  • Updated language to ensure that employees on military leave are not charged two days of paid leave for one night shifts

Article 40 Mandatory Subjects

  • Clarified language on the union's right to bargain over changes to working conditions.
  • All Mandatory Subjects notifications (changes to working conditions) will be sent to WFSE's Executive Director, facilitating a more effective tracking system.

Article 41 New Employees

  • Updated to comply with state law, which improves union access

Article 42 Union Activities

  • Removed limit on the number of stewards

Article 43 Joint Union/Management Committees

  • Established quarterly departmental Joint Union/Management Committee meetings for Facilities Services, Housing and Food Services, UW Medical Center and Harborview Medical Center.
  • Joint Union/Management Committee meetings for Bothell and Tacoma campuses will be scheduled as needed 
  • Additional ad hoc Joint Union/Management committee meetings for individual departments and/or to address specific workplace issues will be scheduled upon the request of either the union or the Employer

Article 46 Healthcare

  • Maintained healthcare costs, fought to hold the line on UMP out-of-pockets costs, maintained the increased wellness benefits, and created a new $500.00 benefit for those making $50,004.00/year or less.

Article 47 Contracting

  • The Employer will provide a spreadsheet of anticipated contracting out and standing contracts for work that has been historically contracted out. Upon request the parties will meet and discuss the list.

New Article XX Washington Family Medical Leave Program

  • New article memorializing the Washington Family Medical Leave Program, effective January 1, 2020. This insurance program will allow employees to take up to 12 weeks of paid leave, as needed, when they welcome a new child into their family, are struck by a serious illness or injury, for certain military connected events, or to take care of an ill or ailing relative.

Appendix I

  • Updated to remove inactive titles.

MOU Adequate Lunchroom

  • Departmental joint union/management committee meetings will be scheduled within 60 days of meeting request to address access to adequate lunch space.

MOU House Bill 2669

  • The Employer and the Union will meet to make changes to the contract once the rules pertaining to part-time hourly higher education workers (House Bill 2669), are released.

MOU Leave of Absence WFSE President

  • An Employee accepting a position as a Union Officer will be granted leave without pay for up to thirty-six (36) months.

MOU Pay Table Parity

  • Adjustments will be made to address pay table disparities for SEIU and WFSE like titles.

MOU Public Records Request and Privacy

  • The union will continue to be notified when a public information request is made that encompasses bargaining unit members.

MOU Salary Overpayment Recovery

  • When the Employer has determined that an employee has been overpaid wages, the employee may propose a payment schedule to repay the overpayment.
  • Unless otherwise agreed to by the Employee, the overpayment recovery will not be more than five percent (5%) of the employee’s disposable earnings in a pay period.

MOU Vacation Time Off Calendar

  • Departments that have calendars to keep track of vacations will make those calendars available to employees

Side Letter B Public Transportation Delays

  • Employees arriving late to work due to public transportation delays will not be subject to corrective action. Employees may use accumulated compensatory time, vacation leave, or leave without pay.

Side Letter XX Diversity and Inclusion

  • On an annual basis, the Employer will provide the Union with a report on manager training in implicit bias, equity, cultural responsiveness and hiring best practices. The progress report will include an update on Facilities’ efforts to include under-represented minority members and/or women in hiring committees or interview panels.
  • The Employer will create a position in UW Human Resources Recruitment dedicated to designing, developing and implementing innovative outreach programs using diversity and inclusion best practices.

Side Letter XX Tracking Discrimination and Bias

  • On an annual basis, the Employer will prepare an assessment report which will, at a minimum, include information quantifying reports of discrimination, harassment, and retaliation.

Side Letter XX UW Seattle Campus Building Services Alternative Work Schedules

  • The Employer and Union will meet to discuss the possible implementation of an alternative schedule pilot for custodians in building services.

RESOURCES