An employee who is unable to perform the essential function of their position due to disability may be separated from service after the Employer has made good faith efforts to reasonably accommodate the employees disability in accordance with applicable state and federal law. Promotion. Federal Family and Medical Leave Act (FMLA).Consistent with the federal Family and Medical Leave Act of 1993, an employee who has worked for the state for at least twelve (12) months and for at least one thousand two hundred and fifty (1250) hours during the twelve (12) months prior to the requested leave is entitled to up to twelve (12) work weeks of leave per year for any combination of the following: 21.2. In the event an employee is not released at least 7 minutes prior to the end of their scheduled shift and allowed to change and clock out, the employee will enter this event on the exception log and be given 7 minutes of paid time on top of the hours worked. However, such supplemental requests shall not take precedence over requests scheduled in accordance with 17.3(a). Occupational Therapists hired after the effective date of this agreement will have three (3) days of paid educational leave per fiscal year, pro-rated for FTE. 44.4. Annually, the Employer will provide a report to the Union of Nonpermanent Fixed Duration employees who have had their position end date extended beyond twelve (12) months. Employees shall seek supervisory guidance for those tasks or procedures for which they have not been trained. During January 2024 and again in January 2025, the Employer will make available two hundred fifty dollars ($250) in a medical flexible spending arrangement (FSA) account for each bargaining unit member represented by a Union in the Coalition described in RCW 41.80.020(3), who meets the criteria in Subsection 46.5(B) below. The Employer shall provide at no cost to the employee, such medical tests, health examinations and surveillance/monitoring as may be required as a condition of employment and/or as a result of regulated hazards encountered during employment. Progression Start Dates (PSDs) are not impacted. C. The employee is working in the area of certification. The salary schedules shall be incorporated into this Agreement as Appendix V. Salary schedules will contain Career Enhancement/Growth steps as described in Section 45.6. Requests for such payment must be made to the Clinical Nutrition Manager at least 6 weeks in advance. Assistance with interpretation may be requested by staff. If the other party desires a copy of the transcript, it will pay for half of the costs of the fee for the court reporter, the original transcript and a copy. Mandatory stand-by will not be implemented in schedules for units where standby scheduling has not been practice as of September 1, 2021 without proper notice and impact bargaining with the union. Union Membership - Labor Relations - University of Washington Human Shift differential shall be paid for the entire shift which qualifies. The Employer will offer a regularly scheduled, in-person, all day new employee orientation which will include a benefits orientation. Training and Development Committees. SEIU Discount Tickets Program. Each party is responsible for choosing its own representatives for these activities. The cost of the mediation shall be borne equally by both parties. If an employees request for vacation leave is denied, the Employer, upon request, must provide the reason for denying vacation leave electronically or in writing. 31.5. The personnel file for each employee will be maintained by the appropriate Human Resources Operations department and will accompany the employee throughout their service career at the University of Washington. A grievance, within the meaning of this Agreement, shall be defined as any dispute between the University and the Union, an employee, or a group of employees as to alleged misapplication or misinterpretation of the terms of this Agreement or the Employers written personnel rules, policies or practices. A medical FSA will be established for all employees eligible under this Section who do not otherwise have one. Service Employees International Union 925 - Labor Relations All Physical Therapists and Physical Therapy Assistants will be able to use three (3) days of paid education time off per fiscal year, prorated for FTE. It is the Employers intention to provide uninterrupted rest breaks. Article 3 - Reasonable Accommodation of Employees with Disabilities, Article 11 - Employee Training and Development, Article 12 - Advance Certification/Registration Pay, Article 14 - Hiring, Appointment, Promotions, and Transfers, Article 19 - Washington Family Medical Leave Program*, Article 21 - Federal Family Medical Leave Act and Parental Leave*, Article 24 - Unpaid Holidays for a Reason of Faith or Conscience, Article 25 - Absence Due to Child Care Emergencies, Article 26 - Civil/Jury Duty Time Off and Bereavement Time Off, Article 27 - Leave Related to Domestic Violence, Sexual Assault or Stalking, Article 28 - Inclement Weather and Suspended Operations, Article 29 - Military Duty Time Off & Leave, Article 33 - Transportation and Commute Reduction, Article 42 - Union Activities, Rights, and Stewards, Article 43 - Joint Union-Management Committees, Article 44 - Classifications and Reclassification, Article 45 - Compensation, Wages and Other Pay Provisions, Article 46 - Health Care Benefits Amounts, Article 54 - Subordination of Agreement and Saving Clause, Article 56 - Union Membership, Dues Deduction, and Status Reports, Article 57 - Management Rights and Responsibilities, Article 59 - Nonpermanent Hourly and Nonpermanent Intermittent Employees, Appendix III - Overtime Exempt Job Classifications, Memoranda of Understanding and Side Letters. It is agreed that the cameras/audio are not for the purpose of evaluation or monitoring of employees. Failure of the Employer to comply with the time limitations without a request for time extension shall move the grievance to the next step of the grievance procedure. Evaluator Training. Upon appointment to a position the employees supervisor will provide the employee with a copy of the positions job duties. 1. An individual appointed to a Nonpermanent Fixed Duration Appointment who is hired into the, same job, or in the same classification in the same unit through open recruitment will have their Fixed Duration Appointment months of service apply toward their probationary period for that position. 11.12. Off Duty Employment. In accordance with applicable law, affirmative action goals will be considered when filling vacancies. Physical Therapists and Physical Therapist Assistants. The corrective action process will be considered to incorporate the concept of progressive action while providing a positive method for improvement rather than punitive action. 44.1. The Union will provide the Employer with the names of its employee representatives at least seven (7) calendar days in advance of the meeting date unless the meeting is scheduled sooner, in which case the Union will notify the Employer as soon as possible. 7.7. During negotiations for the 2023-2025 successor agreement, the parties agreed to recruitment and retention wage increases for the job profiles listed on Attachment A. Intermittent and Nonpermanent Hourly employees shall be covered per Article 59. Returning Employee Rights. Compensatory time must be used before vacation leave. Employees who are in leave without pay status to a work-related injury, shall maintain their seniority and progression start date. 2. The University may limit the scope of the posting area if applications only from within the posting area are accepted. By mutual agreement, the probationary period for additional classifications in their entirety may be established for a period in excess of six (6) months but not to exceed twelve (12) months. 35.1. Upon termination of employment, an employee will be paid for any unused compensatory time in accordance with the Fair Labor Standards Act. Where the skills, abilities and experience of the vacant position applicants are considered equal, the Employer will offer the position to a bargaining unit applicant. If the employee fails to choose one (1) of the four (4) options described above, within twenty (20) days of written notice of overpayment, the Employer will deduct the overpayment owed from the employees wages or the amount due may be placed with a collection agency. Medical Centers can access and print their performance evaluations from their Workday profile. When an employee is required to be absent from work to care for members of the employees household or family members because of emergencies not covered above. This practice will result in pay at straight time and will not trigger overtime pay for the affected pay period. Learn how to: Manage finances better: Get competitive rates on credit cards and personal loans. 11.3. This practice will result in pay at straight time and will not trigger overtime pay for the affected pay period. For employees hired into the bargaining unit who do not attend the orientation described in A and B above, within ninety (90) days of the employees start date, the Employer will provide the Union access to the employee during the employees regular work hours to present information about the Union. Leave taken voluntarily to reduce the effect of a layoff, To accommodate annual work schedules of employees occupying cyclic year positions, As otherwise provided for in this Agreement, Compensable work-related injury or illness, (Article 30), Leave for serious health condition taken under the provisions of the Family and Medical Leave article (Article 21), Leave authorized by the Employer as part of a plan to reasonably accommodate a person of disability (Article 3), Disability due to pregnancy or childbirth (Article 21), The employee must be a permanent employee, The employee must have a bona fide intention of returning to work following the leave. When additional pre-scheduled work is available during the leave without pay period that is declined or cannot be completed by the incumbents, the work will be offered to Cyclic Appointment employees prior to internal employees, students, or external candidates. The Salary schedules for Nonpermanent Hourly and Intermittent Employees shall be incorporated into this Agreement as Appendix V. Individual departments may increase Nonpermanent Hourly and Intermittent employee hourly rates, within the assigned range, unless prohibited by State Law and/or University of Washington policy. 31.11. Employees will be informed of their eligibility for overtime compensation. Hand Therapists hired in the Exercise Training Center and Eastside Specialty Center prior to the effective date of this agreement (9/17/2020) will have up to $1500 available to reimburse costs for approved educational or training programs, prorated for FTE. For purposes of determining hours of work, the work day shall commence at the time the employee leaves their official duty station and end upon arrival at the temporary duty station. Any employee who believes they have been aggrieved may personally seek relief from that condition by filing a grievance, irrespective of any supervisors opinion of the grievances validity. Medical Centers employees are alerted in Workday to any additional modifications and/or comments made. 19.1. The organizational unit will determine the appropriate frequency of the inspections and such frequency shall be an appropriate topic for Union Management meetings. The departmental file will be maintained by the department. 5. Employees may propose new or revised individual teleworking agreements when they believe new efficiencies, technologies, or work processes would enable the remote completion of work previously performed onsite. A copy of the written authorization will be retained in the employees file. Review of emergency procedures for that unit; Progression Start Dates will not change. Neither party will be bound by typographical errors, grammatical errors, or other instances of unintended error in this article. Employees will receive a preceptor premium pay of $1.50 per hour for all time spent engaged in preceptor role responsibilities with/on behalf of the orienting employees. Sick time off accruals cannot exceed eight (8) hours in a month. However, in no case shall an employees scheduled vacation interfere with the necessary work of the organization, the determination of which shall rest with supervision. Temporary Modified Weekly Schedule. A copy of any correspondence, adverse material, or letters issued and intended to be included in an employees official personnel file shall be mailed or given to the employee prior to becoming a permanent part of the file. Workload, work area and staffing considerations will be appropriate subjects for Joint Union/Management meetings. The University will make the documentation accessible by July 1, 2023. The University and the Union are committed to providing reasonable accommodation to pregnant employees. If an arbitrator decides to remove their name from the panel the parties will meet to decide whether to substitute an additional name(s). The employee is not eligible for daily OT or comp time at one and one-half (1 ) accrual rate unless hours worked exceed eighty (80) hours in an eighty (80) hour work period. All paid holiday hours including the use of holiday credit during the employees regular work schedule is considered time worked for the calculation of overtime. Core Duties and Other Assignments. Option 1: Fixed scheduled shift and hours. The annual vacation schedule for use of vacation time off in each department shall be established in the existing departmental manner if adequate or in the following manner: Twice each year, on or about April 1 and October 1, a vacation request sheet shall be circulated by the department to the bargaining unit employees. Each employee shall indicate their preferences of a vacation time period. This number will be made available throughout UWMC. Effective November 16, 2022, the following job profiles will be reassigned to new tables/ranges. Time worked in a nonpermanent fixed duration appointment will count towards seniority for employees who are appointed to a regular monthly position represented by SEIU, Local 925 without a break in service. If placement does not occur within twenty-four (24) months. As a major employer, the University of Washington recognizes that the family life of its employees has a significant impact upon their work lives. Is taking parental leave to bond with and care for their newborn, adoptive or foster child, for a period of up to sixteen (16) weeks after birth or placement. Because of and during illness, disability or injury which has incapacitated the employee from performing required duties. The employee should follow the military leave of absence request process. Progression Start Dates (PSDs) are not impacted. Because of a health condition of a family member that requires treatment or supervision, or that requires the presence of the employee to make arrangements for extended care. During negotiations for the 2023-2025 successor agreement, the parties reached agreement on the following regarding Public Records Requests. Union stewards shall be recognized when the Office of Labor Relations is informed of their appointment. The date upon which the grievance occurred. Meetings. Educational Leave. 3.2. During negotiations for the 2023-2025 successor agreement, the parties reached agreement regarding recruitment and retention increases for following classifications effective July 1, 2023: Employees will be placed on the new range at their same step as of the effective date. Regarding the use of Gender Segregated Facilities: Facility use. Non-essential employees who do not work for the balance of the closure during suspended operations have the following options to account for hours not worked: UW parking in unrestricted spaces shall be provided at each campus for which suspended operations have been declared for any staff member designated by their supervisor as essential. Minor modifications that do not substantively alter performance expectations require no notice. 3.1. Employees assigned to evening and night shifts shall receive a shift differential as follows: Evening shift is defined as a majority of time worked daily or weekly between 5:00 p.m. and 12:00 a.m. Night shift is defined as a majority of time worked daily or weekly between 12:00 a.m. and 7:00 a.m. 2. The University encourages all departments/grants with individuals employed in this bargaining unit to provide as much support for Continuing Education as budgets will permit. Effective January 1, 2023, pay tables B5 and B6 will be inactivated. This review is not grievable. b. The parties agree that compliance with COVID-19 health and safety related policies is critical to protecting the safety of the UW Community. 7. Individual vacation periods may be changed at any time by mutual agreement between the employee(s) concerned and supervision; however, in no case shall an employees scheduled vacation interfere with the necessary work of the organization, the determination of which shall rest with supervision. Time for the changing into and out of the scrub uniforms shall be provided to employees in the OR at UWMC Montlake by the employer in the amount of 7 minutes on either side of the scheduled shift. At least one (1) bargaining unit applicant per job requisition, who is a regular monthly employee and who possesses the essential skills, shall be among those granted an interview for bargaining unit positions. The Employer will provide a copy of the Rehire List to the Union upon request. Tuition for required education will be provided by the Employer. 33.2. Social workers who are currently classified as temporary employees will be converted to the corresponding employment status in accordance with agreement as reached in 925-UW 2669 bargaining. During negotiations for the 2023-2025 successor agreement, the parties reached agreement on the following regarding recruitment and retention increases for the Library Supervisor series: I. Certification pay will be effective the first full pay period after the date documentation is received by the supervisor/manager. 4. Which bargaining unit applicant(s) the Employer chooses to interview shall not be grievable. 20.9. The main examples of exception cases include when there is an invasive procedure involved, when this is a first encounter for the patient at UWMC, when the patient is deaf or significantly hard-of-hearing, or when the encounter involves active labor, trauma, sedation, confusion, mental anguish, mental health, or a complicated care conference. Occupational Therapists who obtain and maintain their Certified Lymphedema certification through the Lymphology Association of North America will be paid one dollar twenty-five cents ($1.25) per hour premium for all hours in paid status. Family Care Leave. Unauthorized parties shall not have access to any employees personnel or departmental file. Management shall maintain a written log of camera/audio system access, including date, time and reason for access, that will be available to the union for review. During negotiations for the 2023-2025 successor agreement, the parties agreed to the following regarding health care classifications and health care pay tables: Email* Desired Password* Confirm Password* * Denotes a required field Increases may take up to 90 days to implement but retro pay back to the effective date of 11/16/22 will be provided. Is a victim of domestic violence, sexual assault or stalking, or assisting a family member who is a victim of domestic violence, sexual assault or stalking; or, Is sick or temporarily disabled due to a pregnancy-related medical condition or miscarriage; or. Employees who are appointed as part-time or cyclic in classifications included in the bargaining units will also be included in the bargaining unit in accordance with the provisions of this Agreement. 23.1. In the event that there is any question as to leave sharing eligibility, entitlement or definition of terms, the language of the Revised Code of Washington is definitive. Employees can request, and Employer will consider, adjustments in schedule to allow access to the services of the Employee Assistance Program. The federal Fair Labor Standards Act and the Washington State Minimum Wage Act govern which positions are as a matter of law exempt or non-exempt. X. If the employee appeals the exemption determination in any other forum the Union cannot pursue the determination through the process outlined in this Article. The parties agree that inappropriate behavior in the workplace does not promote the Universitys business, employee well being, or productivity. As part of the Universitys Strategic Leadership Program (SLP), the Employer shall provide all managers and supervisors of bargaining unit employees information regarding the Universitys existing Staff Diversity Hiring Toolkit. An employee placed on an alternative assignment during an investigation will not be prohibited from contacting their union steward unless there is a conflict of interest, in which case the employee may contact another union steward. Bereavement time off beyond three (3) days may be approved based on individual circumstances, such as relationship of the employee to the deceased family member, employee responsibility for making funeral arrangements, religious reasons and/or distance of travel out of the area. The Employer will make a reasonable attempt to notify affected current employees when a public disclosure request, in which they are named, is received for information from their personnel file. Within 90 days of ratification, the Employer will develop a reporting tool to track and review patterns in call utilization and stand-by hours. Employees will notify their Appointing Authority or designee if their certification has expired, or has been restricted, revoked or suspended within twenty-four (24) hours of expiration, restriction, revocation or suspension, or prior to their next scheduled shift, whichever occurs first. If necessary, due to continued approved personal medical or parental leave approved beyond the FMLA period, or if the employee is not eligible for FMLA, the employee may elect to use eight (8) hours of accrued applicable paid leave for continuation of employer paid health insurance benefits for the duration of the approved leave of absence. Upon request, an employee will have the right to representation at an investigatory meeting, requested by management in which the employee reasonably believes could lead to corrective action. In no case, however, will the total probationary period be less than six (6) consecutive months. A Nonpermanent Hourly and Intermittent Employee who is hired into the same job without a break in service, in the same unit through open recruitment will have their Nonpermanent Hourly and Intermittent hours of service apply toward their probationary period for that position up to a maximum of three (3) months of the six (6) month probationary period. In accordance with IRS regulations and guidance, the Employer FSA funds will be made available for a Coalition bargaining unit employee who: Is occupying a position that has an annual full-time equivalent base salary of sixty-thousand dollars ($60,000) or less on November 1 of the year prior to the year the Employer FSA funds are being made available; and. Failure of the union to comply with the time limitations without a request of time extension shall constitute withdrawal of the grievance. 3.5. 33.4. Unpaid time off may only be denied if the employees absence would impose an undue hardship on the Employer as defined by Chapter 82-56 WAC or the employee is necessary to maintain public safety. Organizational units are required to develop a written Fire Safety and Evacuation Plan for each campus building they occupy pursuant to University policy. If denied, the employee may appeal to the decision-makers supervisor. Representation. The Union and the Employer are jointly committed to the goal of implementing an effective health and safety program and accident prevention program that meets or exceeds WISHA requirements. The University will continue the employees existing employer-paid health insurance benefits during the period of leave covered by FMLA. At no time will bullying be accepted as appropriate workplace behavior. 36.3. Preceptor training will be considered working time. During negotiations for the 2023-2025 successor agreement, the parties reached agreement on the following market-based increases: The increases for the Clinical Laboratory Assistant and Technician series and the Medical Laboratory Technician will be effective November 16, 2022. Article 9.7 still applies if applicable. 31.6. Union Difference Being a Union Member Makes a Big Difference Together we are winning higher pay, better benefits, job security, and a retirement we can count on. In any event, said list shall be submitted at least annually with changes noted as they occur. Health and Safety. Whenever possible, disputes should be resolved informally prior to filing a formal written grievance. There will be no minimum or maximum number of employees who may receive Career Enhancement/Growth steps. Dues Deduction. Employee Access to Files. Corrective Action/Dismissal Process. 56.3. Permanent employees at the University of Washington shall not be required to complete another probationary period. 6.3. There will be no strike or lockout regarding any matters pertaining to the contents of this Agreement. 32.1. ], For the most current information regarding earnings types applicable to Health Care Professional/Technical classes, please refer to the Employment Earnings Type Information on the web at: https://hr.uw.edu/comp/classified-staff/overview/. The Union may raise issues and concerns about the Universitys parking program at Joint Labor/Management Committee meetings or at ad hoc Labor Management Committee meetings. Register with SEIU Member Benefits First Name* Last Name* Address* City State* Zip Code* Date of Birth* Phone* Please provide your email address. . Employees may make supplemental vacation requests (requests made outside the provisions of 17.3(a)) at any time. An employee who is assigned, on a long term basis, the duties of a position vacated by attrition, layoff, or other reasons, in addition to their job duties, shall have the right to meet with their supervisor to discuss the situation. For the 2023-2025 biennium, the Employer Medical Contribution will be an amount equal to eighty-five percent (85%) of the monthly premium for the self-insured Uniform Medical Plan (UMP) Classic for each bargaining unit employee eligible for insurance each month, as determined by the Public Employees Benefits Board (PEBB). Using personal holiday. Movement between positions within the University. Get up to 40% off theme parks, Broadway shows, movies, sporting events, concerts and more! Travel for less: Enjoy specially negotiated rates and travel programs. 1. No employee shall be subjected to discrimination in the form of sexual harassment as defined in University of Washington Executive Order 31 Save money: Get special discounts at thousands of stores and favorite merchants. Employees who are spouses of members of the armed forces will be released for the provisions of the Military Family Leave Act RCW 49.77 when the service member has been notified of an impending call or order to active duty or when on leave from deployment. Should the University decide to create, eliminate or modify class specifications which does not involve a major restructure to the overall classification system, it will notify the Union in advance of implementing the action. Promotion Movement to a position in a job class with a higher salary range maximum. For positions of a lower FTE status in the classification from which the employee was laid off (or equivalent if prior classification has been abolished); and, For positions in other classifications in which the employee previously held permanent status; and. Martin Luther King Jr. Day (Third Monday of January), Presidents Day (Third Monday of February). Assignment of Additional Duties. Pay Status Meetings. Hours of work for Nonpermanent Hourly and Intermittent Employees shall be established by the employing official. Dismissal. 11.6. The Union shall be invited to designate an employee representative to participate in any University committee convened to address topics relevant to the bargaining units training and development. Specific to the University-wide Nonsupervisory, Supervisory, and Health Care Professional/Laboratory Technical bargaining units: Temporary shift changes not mutually agreed to shall not be employed to avoid the accrual of overtime. During negotiations for the 2023-2025 collective bargaining agreement, the parties agreed to the following: When there is a low patient volume in a specific unit or department, and there is another unit or department in need, management may float staff between UWMC-NW and UWMC-Montlake if the employee agrees to float. The effective date of allocations or reallocations initiated by the University shall be determined by the University. The incumbent will be allowed at least three (3) working days in which to accept or decline the offer. Standby Pay (Applicable only to the University-wide Nonsupervisory, Supervisory, Contact Center, Contact Center Supervisory, and Health Care Professional/Laboratory Technical bargaining units). Unpaid time off may be granted for the following reasons: 20.3. Flexible schedules to assist in commute trip reduction. The Employer shall determine the methods, technological means and qualifications of personnel by and for which operations are to be carried out. Employees remain obligated to comply with all of Employers rules, policies, practices and procedures except as designated in this article. When the holiday falls on the part time employees regularly scheduled work day and is worked, the employee will be paid holiday premium pay (one and one half) for all hours worked.
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