University of Washington Human Resources

WSNA – UW (UWMC Montlake and NW) Negotiations Recap for September 20

Background

This recap details the second virtual session between the University of Washington (UW) and Washington State Nurses Association (WSNA) for the renewal of two collective bargaining agreements (CBAs), one for University of Washington Medical Center (UWMC) – Montlake (ML) and one for UWMC – Northwest (NW). Recaps are published online on the UW Labor Relations website.

WSNA Initial Proposals

Across-the-Boards – The Union proposed for both UWMC-ML and UWMC-NW that effective October 1, 2022 all hourly rates would increase by $3, and that effective March 1, 2023 all hourly rates would increase by additional $3. The Union additionally proposed that effective July 1, 2023, all hourly rates would increase by 4%, and that effective July 1, 2024, all hourly rates would increase by another 4%.

Pay Table Steps – The Union proposed that the pay tables for UWMC-ML and UWMC-NW nurses would be increased from 30 steps to 34 steps at 2% per step.

Double-time Overtime Premium – The Union proposed that this premium would apply to all hours worked in excess of 12 at UWMC-NW, as is the current practice at UWMC-ML

Shift Differentials – The Union proposed to increase the Evening Shift Differential from $2.50 to $3 per hour and to increase the Night Shift Differential from $4.50 per hour to 16% of applicable base rate per hour for both UWMC-ML and UWMC-NW.

Call (Standby) Premium – The Union proposed that all hours on standby would be paid at 25% of applicable base rate for all hours spent on standby at both UWMC-ML and UWMC-NW. Currently, both contracts state that standby is paid at $4.25 for standby hours under 30 and $6.25 for standby hours over 30.

Float Premium – The Union proposed to increase from $1.50 to $5.00 per hour for nurses floated in house. Additionally, the Union proposed to increase the float pool premium from $4 per hour at UWMC-ML to $5 per hour, as it is at UWMC-NW.

NICU and Perinatal Services Resource RN Premium – The Union proposed that the Charge Nurse premium of $2.50 per hour would apply to Resource RNs in the NICU and Perinatal Services at both UWMC-ML and UWMC-NW.

Vacation and Sick Time Off – The Union proposed that Vacation Time Off and Sick Time off would accrue for all hours worked, regardless of FTE, at both UWMC-ML and UWMC-NW. Currently, accrual for Vacation and Sick are prorated to FTE.

Per Diems – The Union proposed that both the UWMC-ML and the UWMC-NW CBAs be amended such that the Rest Between Shift premium and Bereavement Time Off apply to per diems.

Neighborhood Clinics – The Union proposed that RNs be placed on the wage scale according to work experience.

Shift Rotation – The Union proposed new language for the UWMC-NW CBA that states that the manager or designee would provide reasonable notice of the assigned shift rotation to the affected nurse. The Union also proposed that a nurse would be entitled to take up to 48 hours of rest both before and after a shift rotation occurs if the change in start time from the nurse’s regular shift to the adjusted shift is eight hours or more. Current UWMC-NW CBA language states the nurse is entitled to 24 hours rest before and after a shift rotation occurs if the start time is adjusted 10 or more hours. The Union also proposed to change the limitations on shift rotations from two times during a 28-day work schedule to two times during a three-month period. Additionally, they proposed to add language to the UWMC-NW CBA stating that the Employer would limit the number of RNs serving in a rotating shift to not more than 10% of the FTEs in the department.  This percentage limit excludes RNs working a rotating shift as part of their orientation during their first year.

UW Initial Proposals

Recruitment and Retention Increase – In response to the Union’s initial economic proposals, the Employer proposed that effective July 1, 2023, all step values would be increased an additional 2%. This is in addition to the 5% already implemented August 1, as well as the proposed 3% effective 90 days post ratification. The Employer maintained its proposal of an additional 4% across-the-board increase effective July 1, 2023 and another 3% across-the-board increase effective July 1, 2024.

Call (Standby) Premium – The Employer proposed that all hours on standby would be paid at $7 per hour for all hours spent on standby at both UWMC-ML and UWMC-NW. Currently, both contracts state that standby is paid at $4.25 for standby hours under 30 and $6.25 for standby hours over 30.

Temporary Salary Increase (TSI) – For the UWMC-ML CBA, the Employer proposed that nurses receive a TSI for any amount of time the Employer assigns a nurse in writing to regularly perform the principal duties of a higher-level nursing position. Under current contract language, nurses only receive the TSI if they perform higher level duties for a period of five or more days.

Preceptor – The Employer proposed to add language to the UWMC-ML CBA stating that the definition of preceptor includes planning, organizing, and evaluating the new skill development of a traveler or senior student fulfilling their practicum, in addition to planning, organizing, and evaluating the new skill development of an employee as is currently stated in the CBA.

Shift Differential – The Employer proposed to modify language in the UWMC-NW CBA such that nurses would be paid shift differential on second or third shift if the majority of hours are worked during the designated shift, rather than the four or more hours stated in the UWMC-NW CBA. The Employer further proposed to add language to the UWMC-ML CBA stating that an RN permanently assigned to second (evening) or third (night) shift would receive the shift premium assigned to that shift. An RN who is temporarily assigned, within the RN’s FTE, to another shift with a lower shift rate would receive the higher shift rate if the temporary assignment was not greater than five consecutive working days. An RN who is using paid time off would receive the shift premium if the RN has a permanent work shift designation of evening or night.

Next Steps

The next UW and WSNA bargaining session is scheduled for September 27 and will be held virtually.