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2017-2019 WFSE 1488-UW CBAEmployer Counter ProPosal 6
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ARTICLE 41 - WAGES AND OTHER PAY PROVISIONS41.1
A. Effective Julv 1,2017, each classification represented bvthe Union will continueto be assiqned to the same Pav Table and Salarv Range as it was assiqned on June 30, 2017.Effective Julv 1, 2017. each emplovee will continue to be assiqned to the same Salarv Ranqeand Step that he or she was assigned on June 30, 2017 unless otherwise aqreed.
B. Effective Julv 1,2017, all Salarv Ranses described in Section A above wil l beincreased bv two percent (2%). This increase will be based upon the salarv schedulein etfect on June 30, 2017.
+.C. Effective Julv 1, 2increased bv two 2o/o\ will be based
on June 30. 2018.Januarv 1 in
schedulein effect on June 30, 2018.
E. Emplovees who are paid above the maximum for their ranqe on the effective date ofthe increase described in B or C above will not receive the specified increase to theircurrent pav unless the new ranqe encompasses their current rate of pav. Employeeswho are receiving a Red-lined (Y-rated) salary as of June 30, 2€{32O
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Empleyee+ shall eentinue te .eeeive inerement- inereases at the 'ate efPtiJe ?ll
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Emplovees who are hired at the minimum available step of their pav range willreceive a two (2) step increase to base salary following completion of six (6)months of continuous service and the date thev receive that increase will be theemplovee's periodic increment date. Thereafter, emplovees will receive a two (2)step increase annually, on their periodic increment date, until thev reach the top ofthe pav ranqe.
Emplovees who are hired above the minimum available step of the pay ranqe willreceive a two (2) step increase to base salary followino completion of twelve (12)months of continuous service and the date they receive that increase will be theemplovee's periodic increment date. Thereafter, employees will receive a two (2)step increase annuallv, on their periodic increment date. untilthey reach the top ofthe pav ranqe.
Employees who are hired on the Health Care pay tables (Appendices ll l, V, andVlll) above the minimum available step of the pav ranqe will receive incrementincreases at the rate of one (1) step each twelve (12) months until thev reach thetop of the pav ranqe. The date thev receive that increase will be the employee'speriodic increment date until thev reach the top of the pav ranqe. er€ept
Emplovees who are hired on the Health Care pav tables (Appendices ll l, V, andVlll) at the minimum available step in the pay ranqe will receive a one (1) stepincrease to base salary followinq completion of six (6) months of continuousservice and the date thev receive that increase will be the emplovee's periodicincrement date. Thereafter. emplovees will receive a one (1) step increaseannuallv, on their periodic increment date, untilthey reach the top of the pav ranqe.
When a periodic increment date coincides with a promotional date, theappointment to a new salary ranqe. and/or a market adiustment. the periodicinciement date will be applied first.
The University, at its discretion, mayany time. Such additional incrementperiodic increment date.
approve additional increment increases atincreases will not change an employee's
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36 41.6 RecruitmenURetention Compensation. The Employer may increase the salary of37 classifications that are experiencing recruitmenUretention problems.
Pursuant to RCW 41.80, the economic terms of this agreement are subject approval by the Washington State
Office of Financial Management ("OFM"). lf OFM rejects any of the financial terms of this Agreement, those terms
will be considered null and void and the remainder of the Agreement wil l remain in full force and effect. The Union
and Employer wil l meet and attempt to renegotiate any provision rejected by OFM.
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Transfers/Lateral Movement. When an employee moves from one position toanother position in the same or a different classification at the same salary range,the employee will retain his/her previous salary range and step (see Article XX45).
Promotions/Reallocation/Reversion. Upon promotion or reallocation from aposition under this contract to another position under this contract with a highersalary range, the affected employee shall be placed on the salary step of the newrangewhichref |ectsaminimumofa@increase,exceptforpositions on Health Care Professional/Technical pay tables, which shall receive aminimum increase of 6%.
The new periodic increment date shall be the first of the current month for effectivedates falling between the first and fifteenth of the month and the first of the followingmonth for effective dates falling between the sixteenth and the end of the month.
An employee who voluntarily reverts or is reverted by the Employer during the trialservice period in his/her promoted position will have the previous salary range andstep he/she was receiving prior to promotion reinstated.
Work Out of Class. When an employee is temporarily assigned by Managementin writ ing, which may include e-mail, to perform the principal duties of a higher levelposition for a minimum period of one (1) working day, he/she shall be compensatedatasa|arywhichrepresentsat |easta@increasebeyondthe employee's current step but not to exceed the maximum of the range for thehigher classification. Said increase shall be effective as of the first day of theassignment.
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23 41.10 Downward Allocation Compensation. An employee occupying a position that is24 reclassified to an existing class with a lower salary range shall be placed in the25 salary step in the new range which is closest to the current salary, provided such26 salary does not exceed the top step of the new salary range.
27 41.11 Shift Differential Premium Pay. Employees assigned to evening or night shifts28 shall receive a shift differential of at least $1 per hour, except for those job titles2s l isted in Appendix X, which shall receive the applicable rates. Emplovees in Skil led30 Trades iob classifications assigned to eveninq or niqht shifts shall receive a shift31 differential of at least $2.00 per hour.
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For the purposes of this Agreement, evening shift is defined as a majority of timeworked daily or weekly between 5:00 p.m. and 12:00 a.m. Night shifts defined asa majority of time worked daily or weekly between 12:00 a.m. and 7:00 a.m.
Any classification which receives a higher shift differential on the effective date ofthis Agreement shall continue to do so. Shift differential shall be paid for the entire
Pursuant to RCW 41.80, the economic terms of this agreement are subject approval by the Washington State
Office of Financial Management ("OFM"). lf OFM rejects any of the financial terms of this Agreement, those terms
wi l l be considered nul l and void and the remainder of the Agreement wi l l remain in fu l l force and ef fect . The Union
and Employer wil l meet and attempt to renegotiate any provision rejected by OFM.
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shift that qualif ies. When an employee is regularly assigned to an evening or nightshift that qualif ies for shift differential, he/she shall continue to receive the shiftdifferential during temporary assignment, not to exceed five (5) consecutiveworking days, to a shift that does not qualify.
When an employee is compensated for working overtime during hours for whichshift differential premium pay is authorized, the overtime rate will be calculatedincluding the shift differential premium pay for evening or night hours.
41.12 Stand-By Pay. Employees required to restrict their off-duty activities in order to beimmediately available for duty when called, wil l be compensated for t ime spent instandby status. Rate of compensation for standby status will be compensated ata rate of $1 .00 per hour. Employees who, on the effective date of this Agreement,receive standby in excess of those rates shall continue to do so. In addition to thepay received while on standby, an employee called to work wil l be paid at hisiherregular salary for all hours worked.
41.13 Call Back Pav. When an employee has left the grounds and is called to return tothe work station outside of regularly scheduled hours, he/she shall receive two (2)hours bonus pay plus time actually worked. The bonus pay shall be compensatedat the regular rate; t ime worked shall be compensated at t ime and one-half (1-112).Time worked immediately preceding the regular shift does not constitute call back,provided time worked does not exceed two (2) hours= aa+When the emplovee lsprovided n€'ti€e*€{-at least eight (8) hours notice the call back premium does notapplv. has-been-given. An employee on standby status called to return to thework station does not qualify for call back pay.
41.14 Multi l inqual/Siqn Lanquaqe/Brail le Premium Pav. Whenever a classified positionhas a bona fide requirement for regular use of competent skil ls in more than onelanguage, and/or sign language and/or Brail le, and the need for that skil l isspecified in the employee's position description, the employee shall receive apremium pay of five percent (5%) twe€)steps-above the level normally assignedfor that position, except for those instances where the position is allocated to aclass that specifies these skil ls.
lf the employee's position is allocated to a class that specifies these skil ls, theemployee will receive a premium pay of five percent (5%) S*e{2)-sdeps-above thelevel normally assigned for that position only when the employee's positiondescription states that the position has a bona fide requirement for regular use ofcompetent skil ls in three (3) or more languages in addition to English.
lf this requirement is not included in the employee's position description, refusal bythe employee to interpret will not result in corrective action.
Pursuant to RCW 41.80, the economic terms of th is agreement are subject approval by the Washington State
Off ice of Financial Management ("OFM"). l f OFM rejects any of the f inancial terms of th is Agreement, those terms
wi l l be considered nul l and void and the remainder of the Agreement wi l l remain in fu l l force and ef fect . The Union
and Employer wi l l meet and at tempt to renegot iate any provis ion rejected by OFM.
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41.15 Assisnment Pav. The Employer agrees to pay a premium rate of at least $1.2Sper hour above an employee's base salary for the time an employee works in anyof the following assignments:
a. While wearing a fall protection safety harness, when required by an approvedFall Protection Work Plan. While working with a fall protection monitor, whenrequired by an approved Fall Protection Work Plan.
b. While wearing a fitted, reusable respirator or supplied air respirator (PAPR,SCBA, etc.) when required by an approved Work Plan. Assignment Pay forrespirator use does not apply to non-trades hospital staff.
c. While working in a Permitted confined space, with appropriate permits.
d. When wearing a fall protection safety harness as required for specific AerialPersonnel Lift equipment or suspended platforms in accordance with WISHAstandards (currently 1 0').
e. Skilled Trades Barqaininq Unit Onlv: While usinq required personal protectiveequipment (PPE), above and bevond the standard uniform, to protect againstarc flash when required bv an approved Work Plan.
When an employee performs qualifying work less than t hour, they wil l be paida minimum of one hour per day of assignment pay. Work exceeding one hourper day wil l be paid based on actualtime worked.
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20 41.16 Flexible Spendinq Account. The Employer agrees to allow insurance eligible21. employees, covered by this Agreement, to participate in a medical and dental22 expense reimbursement program to cover co-payments, deductibles and other23 medical and dental expenses, if emplcryees have such costs, or expenses for24 services not covered by health or dental insurance on a pretax basis as permitted2s by law or regulation.2627 41.17 Preceptor. Surgical Technologists may serve as a preceptor after successfully28 completing a preceptor workshop or equivalent documented training and agreeing2s to and being appointed to be specifically responsible for planning, organizing, and30 evaluating the new skil l development of one or more newly hired surgical31' technologists or perioperative registered nurses. This includes teaching, clinical32 supervision, role modeling, feedback, evaluation (verbal and written) and follow up33 of the new or transferring employee. Employees wil l receive a preceptor premium34 pay of $ 1.00 per hour for all t ime spent engaged in preceptor role responsibil i t ies3s with/on behalf of the orienting employees.
Pursuant to RCW 41.80, the economic terms of th is agreement are subject approval by the Washington stateOffice of Financial Management ("OFM"). lf OFM rejects any of the financial terms of this Agreement, those termswi l l be considered nul l and void and the remainder of the Agreement wi l l remain in fu l l force and ef fect . The Unionand Employer wil l meet and attempt to renegotiate any provision rejected by OFM.
2017-2019 WISE 1488-UW CBAEmplover coHT.:;Txi:
Page 6 of7L 41.18 Late Pavroll Checks. Regular payroll checks, either hard copy or electronic,2 should be available to employees on payday. lf the University is responsible for3 delay in receipt of a regular payroll check, the University wil l work with the4 employee to attempt to have any incurred fees waived.
s 41.19 Weekend Pav. All hours worked on weekends by employees in applicable job6 tit les shall include a weekend pay premium in accordance with Appendix X.
t 41.20 HMC Public Safetv Officer Premium. All Department of Public Safety Officers who8 have been trained and qualified to assist the clinical staff when requested in the9 proper restraint of patients wil l continue to receive the premium pay of $1.30 per
10 hour. For the purpose of this article, hours of paid time off, such as holiday,11- vacation or sick leave, do not count as hours worked.
't2 41.21 Field Training Officer. When a Public Safety Officer has been designated as a13 Field Training Officer for a new employee he/she will receive a five percent (5%)1.4 increase for all the hours they provide direct training/instruction.
1s 4I.22 Infection Control Premium. An infection control premium pay of one dollar16 ($1.00) per hour wil l be paid onlv to Custodians, Custodians in lead assiqnments,77 and Custodian Supervisors workinq in the medical centers who have successfullv18 met all the required competencies for the position. Custodians who do not19 satisfactorilv meet the required competencies mav be reassiqned to non-patient20 care areas. Emplovees who successfullv pass the modules reqardinq lnfection21- Control and Patient Safetv, which include handling and cleaninq of biomedical22 equipment, cleaning of contact and respiratorv isolation rooms, discharge cleaning23 and appropriate use of chemicals wil l be eligible to be paid for the one dollar24 ($1.00) per hours premium.
2s 41.23 Custodian Lead Assiqnment. Custodians assiqned lead duties bv the Emplover26 will be paid one dollar and sixtv-five cents ($1.65) per hour for the duration of the27 assignment. A lead is one who is assigned lead responsibil i t ies as defined by28 management but does not have supervisory authoritv. A lead assiqnment is29 deleqated responsibil i tv for traininq. assiqninq. orqanizinq and schedulinq work and30 reviewinq completed work assignments. Lead assiqnment pav mav be for an31 indefinite period, solelv determined by the Emplover and it shall not provide the32 basis for an allocation or reallocation under Article 49. (mav need to clean up33 reference to Article 49)
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30.8 Career EnhancemenUGrowth Proqram.
The Universitv willcontinue its Career EnhancemenUGrowth program. The proqramwill reward emplovees whose development of skills, increased productivity, or
Pursuant to RCW 41.80, the economic terms of th is agreement are subject approval by the Washington State
Office of Financial Management ("OFM"). lf OFM rejects any of the financial terms of this Agreement, those terms
will be considered null and void and the remainder of the Agreement wil l remain in full force and effect. The Union
and Employer wi l l meet and at tempt to renegot iate any provis ion rejected by OFM.
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assumption of higher level duties results in service enhancements or efficiencies forthe department in which the emplovee works.
Emplovees in every classification covered by this Aqreement. Emplovees areeliqible to receive a Career Enhancement/Growth step anv time after they have beenat the last automatic increment step in their pay range for a minimum of one (1) vear.Emplovees are eligible for the subsequent Career EnhancemenUGrowth stepbeqinning one (1) vear after receivinq the previous step.
There will be no minimum or maximum number of employees who mav receiveCareer EnhancemenUGrowth steps. There will be no minimum or maximum amountof money the University will spend on the Career Enhancement//Growth proqram.Decisions about Career Enhancement/ Growth steps shall be made within sixtv (60)days of supervisorv/ manaqerial/professorial recommendations.
The Career EnhancemenUGrowth prooram will not be a substitute forreclassifications. Reclassifications will take prioritv over receivinq CareerEnhancemenUGrowth steps such that if an emplovee qualifies to receive a CareerEnhancement/Growth step but could otherwise be reclassified, the emplovee will bereclassified and will not simultaneously receive the Career EnhancemenUGrowthstep. Career EnhancemenUGrowth steps shall be considered in calculatinq salarvadiustment associated with promotion and upward reclassification, but in noinstance shall a salary in a new position be at a step hiqher than the hiqhestautomatic increment step in the new pay range, except for lateral transfers whe+etnere is ne mutua+ a in@as determined by the Employer.
The Universitv aqrees to reqularlv issue Universitv-wide reminders promoting thevalue of this proqram.
The Career EnhancemenUGrowth proqram in its entiretv is not subiect to theglievance procedure (Article XX4).
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[;,i,1i",ffiAtrPursuant to RCW 41.80, the economic terms of this agreement are subject approval by the Washington Stateoffice of Financial Management ("OFM"). lf OFM rejects any of the financial terms of this Agreement, those terms
wi l l be considered nul l and void and the remainder of the Agreement wi l l remain in fu l l force and ef fect . The Union
and Employer wil l meet and attempt to renegotiate any provision rejected by OFM.
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wF s E r 4 8 8/sEr uceo#)ii",i ;fi?iidl8Tentative Agreement
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ARTICLE 41 - WAGES AND OTHER PAY PROVISIONS
30.8 CareerEnhancemenUGrowth Program.The University wil l continue its Career EnhancemenVGrowth program. Theprogram will reward employees whose development of skil ls, increasedproductivity, or assumption of higher level duties results in service enhancementsor efficiencies for the department in which the employee works.
Steps N & O (Appendix l l - Pay Table B4), Steps R & S (Appendix l l Pay Tables86 and 87) and Step S (Appendix l l - Pay Tables BG and BH) wil l be attainedsolely through the Career EnhancemenUGroMh program and wil l not be based onlength of service. (modify as relevant for WFSE tables)
Emp|oyeesineveryc|assi f icat ioncoveredbythisAgreement@in Side tetter E wil l be eligible for the program. Employees are eligible to receivea Career EnhancemenUGroMh step any time after they have been at the lastautomat ic increment step in their pay range for a minimum of one (1) year.Employees are eligible for the subsequent Career EnhancemenUGroMh stepbeginning one (1) year after receiving the previous step.
There wi l l be no minimum or maximum number of employees who may receiveCareer EnhancemenUGrowth steps. There wil l be no minimum or maximumamount of money the University wil l spend on the Career Enhancement/GroMhprogram. Decisions about Career EnhancemenU GroMh steps shall be madewithin sixty (60) days of supervisory/ managerial/professorial recommendations.
Ei ther employees or managers may in i t iate the CEGP appl icat ion process. Al lCEGP applications shall be forwarded to the Compensation Office, regardless ofapproval or denial . l f the appl icat ion hars been denied, the reason for the denialmust be documented.
The Compensation Office wil l develop a system to track CEGP applications,grants, and denials. This t racking system wi l l at a minimum capture the job c lass,department, employee id, the decis ion to grant or deny, and the documentedreason for any denial . l f denied, the emprloyee may appeal to the decis ion-maker 'ssuoervtsor.
The CEGP appl icat ion form wi l l be revised to al low the inclusion of up to threeletters of recomnrendation, and record y'ears of experience in the position or f ield,as well as years of service with the University in the Statement of Qualif icationssect ion. The union wi l l have access to th is informat ion on request
The Career Enhancement/GroMh program will not be a substitute forreclassifications. Reclassifications wil l take priority over receiving Career
The unions reserve the right to add to, delete from, modifu, amend, or modiff this proposal
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ffl"rl"#EnhancemenUGrowth steps such that if an employee qualif ies to receive
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EnhancemenUGrowth step but could otherwise be reclassified, the employee wil lbe reclassified and wil l not simultaneously receive the CareerEnhancement/GroMh step. Career EnhancemenUGrowth steps shall beconsidered in calculating salary adjustment associated with promotion and upwardreclassification, but in no instance shall a salary in a new position be at a stephigher than the highest automatic increment step in the new pay range, except forlateral transfers where there is no mutual agreement not to exceed the highestautomatic increment step in the new pay range.
The University agrees to regularly issue University-wide reminders promoting thevalue of this program.
The parties wil l uti l ize the JLM committee to review the CEGP program periodicallywith the goal to improve standards and accessibil i ty.
The Career Enhancement/GroMh program in its entirety is not subject to thegrievance procedure (Article XX).
Tentatively Agreed To:
For the Union:
Date: al .4 lV Date:ci - Zj -rL-
The unions reserve the right to add to, delete ffom, modiSr, amend, or modifu this proposal.
