seiu 925 member benefits

The specific Article(s) and Section(s) of the Agreement violated. 14.10. When the committee makes a recommendation that requires action or approval beyond its scope of authority, the Employer will communicate its disposition of the formal written recommendation within thirty (30) days. 49.1. Written performance expectations shall be provided to the employee in sufficient time to allow the employee to meet the work expectations (normally within sixty (60) calendar days after appointment to the position). C. The employee is working in the area of certification. The Union President or designee shall be invited to attend legislative briefings conducted by the Employer. Both the Employer and the Union are encouraged to utilize the Joint Union Management Committee process in accordance with Article 43 to resolve problems/concerns related to the cyclic leave without pay assignments. Performance evaluation forms will at a minimum include the following: A description of the job related factors upon which the evaluation is based. 10.3. The existing bargaining unit represented by the Service Employees International Union Local 925 shall be modified to include Social Workers at UWMC-ML: All full-time and regular part-time nonsupervisory laboratory technical employees employed by the University of Washington in hospitals and clinics operated by the University of Washington, including the Occupational Therapists I, II, and III; Dietitians; and Social Workers employed by the University of Washington in hospitals and clinics operated by the University of Washington at the University of Washington Medical Center; excluding confidential employees, supervisors, internal auditors, and all other employees. Employees who reject two (2) offers of placement from a list for a position of a lower FTE status than that which the employee held immediately prior to layoff will be removed from that list. WA State Shared Leave Pool Programs. Departments are encouraged to give serious consideration to employee requests for flexible schedules for commute trip reduction purposes. The parties agree that inappropriate behavior in the workplace does not promote the Universitys business, employee well being, or productivity. Full collective bargaining agreements can be found on the Labor Relations website. Where appropriate as determined by the Employer, a representative from HR Compensation will attend. Final Counseling. 11.3. An employee may also accumulate vacation time off in excess of the statutory limit (currently two hundred forty (240) hours) as long as the employee uses the excess balance prior to their anniversary date. This section does not apply to employees who demote as the result of corrective action. Contract classified pay tables will be updated to reflect the current Seattle minimum wage after an across-the-board increase or a minimum wage adjustment made by the City of Seattle. The University recognizes the crucial contribution made by all bargaining unit members, and that Continuing Education assists staff in increasing the level of skill and knowledge they bring to their chosen fields. Article 9.7 still applies if applicable. Employees are encouraged to report to supervision any condition in employee facilities which appear to be below minimum standards. The Union shall have a standing seat on the Universitys committee(s) that work on transportation and parking issues. Whenever a classified position has a bona fide requirement for regular use of competent skills in more than one language, and/or sign language and/or Braille, as determined in writing by the employer, the employee shall receive a premium pay of five (5%) percent above the level normally assigned for that position, except for those instances where the position is allocated to a class that specifies these skills. If modifications are performed to the cameras or their field of vision, the Union will be informed and allowed to view the modifications. The Universitys policies on family and medical leave, sick time off and disability accommodations apply to employees with work related injuries or illnesses. Supervisors will encourage employees to participate in the various training and development programs as provided for by Executive Order 52 in order to maximize their job performance and to increase their promotional opportunities. The Employer shall also develop or update, implement, monitor, and report on affirmative action goals for hiring and/or promoting members of protected groups into job classes/categories where it has been determined that underrepresentation exists. If they do not, they will be compensated at the appropriate rate of pay in accordance with Article 59. Notice that applications are being accepted for vacant bargaining unit positions will be published by the Employer and will be made available in places intended to reach bargaining unit employees for a minimum of seven (7) calendar days prior to the closing of the application period. d. Vacation (if under 240 hours only) or Compensatory time balances. 11.7. Phone: 206-322-3010. 45.12. The format (face to face or by telephone) for the meeting will be by mutual agreement. Employees will be placed on a step on the new table at a value that is closest to but not less than the value of their current step. The University will provide training for faculty and staff with the purpose of eliminating structural racism against all races and promoting DEI as required by law. Change in Work Schedule/Shift Assignment Notification. The Employer reaffirms its commitment to an on-going system of staff development and training. If video/audio is downloaded it shall be noted in the log and copies of the footage shall be available for union review. If no arbitrator can hear the case within sixty (60) calendar days of being contacted, the case will be assigned to the arbitrator who can hear the case on the earliest date. If applicable, temporary hourly employees who are currently paid on steps will be placed on their current step on the new range. In addition to all other filing requirements, the request must include a copy of the grievance and all previous responses. There has been no subsequent corrective action. Examples of jurisdiction are as follows: UWMC, South Campus HSB, HMC, Health Sciences, South Lake Union, Downtown, Airlift Northwest, UW Tower, Bothell Campus, Tacoma Campus, Seattle Campus, and Sandpoint. VI. 3. Use the print button for a hard copy. The current accrual schedule for full-time employees (prorated for part-time), to be credited monthly, is as follows: 17.4. 39.1. Separated employees have the right to compensation for accrued vacation leave and compensation time according to University policy. away on approved leave), has a conflict, or if there is no steward in that area. Employees will not float more than once per shift. Parental Leave. The parties agree that compliance with COVID-19 health and safety related policies is critical to protecting the safety of the UW Community. For purposes of computing overtime compensation, holidays or leave with pay during the employees regular work schedule shall be considered as time worked. Probationary employees are not eligible for layoff or rehire rights. SEIU Member Benefits: An exclusive program for SEIU members. A. If departmental seniority is equal, the determination will be decided by lot. 2.1.The parties individually agree that they will not engage in any act or practice or pursue any policy which is discriminatory against any employee who may be a qualified disabled individual, has status as a protected veteran, who is a victim of domestic violence, sexual assault or stalking, nor because of their military status, age, sex (except where sex or age is a bona fide occupational qualification), sexual orientation, gender identity or expression, genetic information, pregnancy, political affiliation, political belief, marital status, race, national origin, color, creed, religion, immigration status, citizenship, or membership or non-membership in a union. 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. If the employee refuses two (2) offers of placement for a position having the same pay, FTE status and shift as the position from which the employee was laid off. The Employer may provide private space for stewards and/or Union representatives to meet in confidence with those they represent on a space available basis. Employees in the bargaining units are encouraged to report immediately to their supervisor and/or designated safety official any apparent unsafe working condition. Holiday Credit Cash Out. Neither party will be bound by typographical errors, grammatical errors, or other instances of unintended error in this contract. 36.9. Either party may request negotiation of a successor Agreement by notifying the other party in writing no sooner than January 1, 2024, and no later than January 31, 2024, to negotiate a new Agreement. Conclusion of the appointment will be at the discretion of the University, including termination of appointment prior to its originally intended expiration date, and will not be subject to Articles 6 (Grievance Procedure) and Article 38 (Seniority, Layoff, Rehire) of the contract. The term WISHA was left in because the parties felt that the WISHA name would be more recognizable by its members. For the purpose of this section, retirement shall not include vested out of service employees who leave funds on deposit with the retirement system. 4. 59.8. 59.7 Miscellaneous Leave. There will be no impact to employee progression start dates. Returning Employee Rights. 45.6. Pre-scheduled double-time shifts will be considered Extra Shifts and will not be guaranteed, but once scheduled are expected to be worked unless it is determined that they are not needed. Paid time off will be granted for jury duty, to serve as trial witnesses, or to exercise other subpoenaed civil duties such as testifying at depositions. This access will be provided at the employees regular worksite, or at a location mutually agreed to by the Employer and the Union and will be for no less than thirty (30) minutes. 45.2.Upon promotion or reclassification from a Local 925 position to another Local 925 position with a higher salary range, the affected employee shall be placed on the salary step of the new range which reflects a minimum of a three (3) step, except for positions on Health Care Professional/Technical pay tables, which shall receive a minimum increase of 6%. If the union makes a request for information at the same time as the request to bargain, the thirty (30) calendar days will not begin until the information request has been fulfilled. The Employer may designate other days or shifts to be observed in lieu of the above holidays. The University agrees it is inappropriate and contrary to University policy to assign any employee coffee making, related food service duties, or other tasks of a personal nature. Notification. This compensatory day will count toward the three days of annual education time off. Employees who agreed to float between UWMC-NW and UWMC-Montlake will receive adequate orientation. Health Examinations. Attendance of a representative shall not delay the disciplinary process unduly as determined by the Employer. Formal Counseling. 3.4. In those instances the completion date will be the next scheduled work day. Military Duty Time Off will be approved in accordance with University of Washington Administrative Policy Statement 45.4, which is subordinate to the Uniformed Services Employment and Reemployment Rights Act, RCW 38.40, and RCW 49.77. Contents. The Employer will notify the Union so that the Union may have an opportunity to provide input prior to any University action being taken to modify child care programs which are currently being sponsored by the University. 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. For birth parents, temporary disability leave for pregnancy is in addition to parental leave. The Employer will provide all current and new employees with a link to the new Agreement. 33.2. Article 18 Sick Time Off applies to employees except as follows: Employees will earn a monthly sick time off accrual proportionate to the number of hours in pay status (excluding overtime hours) in the month to that required for full-time (1.0 FTE) employment. 3. Movement Between Positions within the University: Employees who transfer, promote, move laterally, or voluntarily demote shall serve a trial service period. Service Employees International Union 925 - Labor Relations 5.3. The Employer will review courses offered through Professional & Organizational Development, UW Information Technology, and the UW Womens Center in order to identify courses which satisfy requirements for regular monthly staff positions. Holiday credit accrual will be calculated at the end of the month. 4. Employees may access a The Employer recognizes the exclusivity of the Union as bargaining representative for employees in the bargaining units. The date upon which the grievance occurred. Telework should be incorporated into the continuity of operations plans for each organizational unit. For the most current information regarding this payscale table, please refer to the UW Compensation Plan on the web at: https://hr.uw.edu/comp/classified-staff/job-specs-and-pay-tables/. Being a 925 member means having a STRONG VOICE for good jobs, living wages, healthy families and strong communities. In the event the employees position is substantially impacted during the time the employee is on leave, the employee will be notified in writing and provided a time in which to exercise any rights available pursuant to this Agreement. Holiday Premium. The Hearing Officer shall make their decision based on the criteria outlined in Subsection 44.6 (1) above. If an employee works one of the following holidays, they will receive time and one half for all hours worked on that holiday: New Years Day, Martin Luther King Jr. Day, Presidents Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Veterans Day, Thanksgiving, Native American Heritage Day, and Christmas. Effective January 1, 2023, pay tables B5 and B6 will be inactivated. For information about the Janus decision, view the . Neither party will be bound by typographical errors, grammatical errors, or other instances of unintended error in this article. Applicants from the bargaining unit who possess the essential skills but are not offered the position may request an explanation, written or oral, as to why the position was not offered. It is the intention of the University to comply with state and federal laws regarding such absences through its policies and procedures. Voluntary wage deduction, This practice will result in pay at straight time and will not trigger overtime pay for the affected pay period. Departments are encouraged to be transparent and share information about the hiring process and the status of vacant positions. Leave of absence without pay for the following reasons is not covered by this Article: 20.4. 20.9. 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. The initial duration of a Nonpermanent Hourly appointment cannot exceed twelve (12) months from the hire date but may be extended to no more than twenty-four (24) months if the conditions in 59.1 still exist.

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