Negotiation of the 2017-2019 Tentative Agreement between the Washington Federation of State Employees (WFSE) and the University of Washington concluded on 9/23/16.
TENTATIVE AGREEMENT SUMMARY
This is a summary that highlights and explains the most significant provisions of the Tentative Agreement reached between the Washington Federation of State Employees (WFSE) bargaining unit and the University of Washington on September 23, 2016. It does not cover every article or every provision.
Major goals achieved
- 6% across the board increases over life of the two-year contract!
- 2% effective on 7/1/17
- 2% effective on 7/1/18 and
- 2% effective on 1/1/19 (see Article 41 and Article 60)
- Workplace Behavior Language for dignity of all workers
- Maintained healthcare costs, held the line on UMP out-of-pockets costs
- Wage increases for some of the lowest paid classifications including custodians and food service workers
- Additional wage increases for trades to address the preventative maintenance crisis
- Additional step in grievance procedure to have the ability to take formal counseling to mediation (see Article 23)
- Increased vacation leave accruals throughout duration of employment (see Article 28)
- Scholarship fund established for hospital workers
- Holiday Premium pay to apply to represented temporary employees for all major holidays
HIGHLIGHTS of Economic Gains
Article 28 – Vacation Leave
- Significantly increased vacation leave accruals – the first in 40 years!
- 6% increases over life of the two-year contract! (2% effective 7/1/17, 2% effective 7/1/18 and 2% effective 1/1/19)
- Career enhancement steps added
Targeted Wage Increases in addition to the $15/hr already negotiated to take effect 1/1/17, and other increases negotiated for the 2017-2019 contract!
- Two Range increase for:
- Four Range Increase for:
- Trades Specific Increases:
- Effective January 1, 2017 additional increases plus one step for all trades classifications, increases vary from 4.8% to 15.6% increase
- Pay parity for shared classifications at Harborview Medical Centers and UW Medical Center
Health Care Benefit Amount
- Maintained healthcare costs, held the line on UMP out-of-pockets costs, and increased wellness benefits for those completing their health assessment
- $1.00 per hour for Laundry Worker 1 and 2 while working temporarily in the Soiled Linen Room
- $1.00 per hour for Washroom Equipment Operators 1 and 2 while working in the Soiled Linen Room
- $1.00 per hour for Hospital Central Service Technicians who obtain and maintain the Certified Registered Central Service Tech (CRCST) through the International Association of Healthcare Central Service Material Management
- $1.00 per hour for Surgical Technicians who obtain and maintain the Certified Surgical Technologist (CST) certification through the National Board of Surgical Technology and Surgical Assisting
Scholarship Fund for Medical Center Employees
- Scholarship up to $4000 annually for UWMC and HMC represented employees to obtain a degree or certification required for employment in a healthcare field within the hospital.
HIGHLIGHTS of Non-Economic Gains
Article 2 – Non-Discrimination
- New language providing additional protection to include all veterans. Protection against retaliation for reporting cases of discrimination.
Article 4 –Affirmative Action
- Enhanced affirmative action plan language
Article 8 – Contract Publication
- Hard copies of the contract will also be accessible in human resource offices for viewing.
Article 10 – Employee Rights
- Codified the right of employees to have an interpreter available at any investigatory meeting.
Article 23 –Corrective Action
- Clarified coaching is not a form of corrective action.
- Allows for removal of formal and final counseling removal after three years upon request.
- Formal counseling may be grieved up to mediation.
Article 24 – Grievance Procedure
- Expedited arbitration process to ensure justice for workers sooner.
Article 31 – FMLA
- Gained additional time for parental leave not covered by FMLA up to 30 days.
Article 34 – Inclement Weather and Suspended Operations
- Parking provided for essential staff required to report to work during suspended operations
New Article – Workplace Behavior- early implementation of December 31, 2016
- Contract language that focuses on respect for all employees in the workplace.
- Allows employees to report disrespectful behavior and grieve through up to mediation.
New Article –Leave for Domestic Violence, Sexual Assault or Stalking
- Created separate article for leave protection for victims of domestic violence or sexual assault.
New Article– New Employees
- Guarantees 30 minutes for a union representative during new employee orientation to address new employees.
New Article – Hiring and Appointments
- Non-permanent appointments may only be converted to a permanent appointment if the incumbent was originally hired through the open competitive process.
Memoranda of Understanding and Side Letters
- NEW MOU providing resources to assist with student debt.
- NEW Side Letter stating employees will not be subject to corrective action due to an unforeseen or unavoidable delay in public transportation (for example an accident or a bus break down).
- NEW Side Letter of intent of employer to assign manageable workloads.
- NEW MOU establishing quarterly JLM’s for joint departmental meetings with management and SEIU.
- NEW MOU establishing a quarterly meeting to review classification specifications with employee and Union participation.
- NEW MOU requiring Labor Relations to notify employees and the Union about public information requests for information concerning members.
- NEW MOU providing leave without pay for employee to serve as AFSCME/WFSE President or Vice President.
- Reclassification in supply chain to create a career ladder and more equality among positions. This will result in a 2-range increase for many employees.