The Employer will continue to offer an Employer supported Employee Assistance Program for all employees covered by this Agreement. 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. The determination of critical staffing needs and the double-time shift incentive is at the sole discretion of the Unit Manager. Files Relating to Employment. 29.1. It is understood that tools, equipment, and durable PPE are considered property of the employer, and employees may be required to return all items upon separation from employment. However, when an employing official determines that the employee has been directed to work an excessive amount of hours for an extended period of time, overtime in the form of compensatory time or cash not to exceed a time and one half (1-1/2) basis may be approved by the Assistant Vice President of Human Resources Operations. Educational Leave. The Union agrees to submit an up-to-date list to the Office of Labor Relations once per month indicating the name of all Union stewards, their work locations, department, jurisdiction and designation as a Lead, Chief, or Officer. During negotiations for the 2023-2025 successor agreement, the parties reached agreement on the following regarding recruitment and retention increases for the Grounds Supervisor I classification: I. classification of the position. Health and Safety. Such release time will be subject to the operational needs of the department and does not count as time worked for the purposes of calculating overtime. 31.8. The Employer may approve leave without pay for additional employee representatives provided the absence of the employee will not interfere with the operating needs of the Employer. 1. Option 2: Adjustable shift. *Article 19 was updated in December 2019 per this MOU. b. Callback Tracking. 5. Sick time off accruals cannot exceed eight (8) hours in a month. The Union shall have a standing seat on the Universitys committee(s) that work on transportation and parking issues. The employees holiday credit balance may be cashed out when the employee: Transfers to a position in their department with different funding sources or. A funded vacant position within the same job classification and layoff unit. Returning Employee Rights. A medical FSA will be established for all employees eligible under this Section who do not otherwise have one. Occupational Therapists will receive paid time off for educational purposes, as follows: 11.18Dietitians will receive paid time off for education purposes, as follows: Applicable only to HealthCare Professional/Laboratory Technical and Supervisory bargaining units. V. Occupational Therapists who obtain and maintain their Certified Driver Rehabilitation Specialist certification through the Association for Driver Rehabilitation Specialists will be paid one dollar twenty-five cents ($1.25) per hour premium for all hours in paid status. At any time during the six (6) weeks the employee has preemptive rights to their former position, be considered for reassignment in the same classification in the same department as their former position, or be placed on the rehire list. WSNA. Department staff will be available to assist with consultation on patient needs and will schedule all in-person house interpreters. 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. Prior to any decision by a department head to purchase uniforms, employees in their respective departments shall be given an opportunity to consult with their department head regarding the color and style of uniform to be worn. An employee on standby status called to return to the work station does not qualify for call back pay. Core Duties and Other Assignments. The amount of the overpayment, The University shall annually provide a list of job classifications reflecting the number of regular monthly positions and the number of those filled in the past calendar year. 2.5. Diversity, child care and tuition exemption shall be considered appropriate subjects for the Joint Union-Management Committee. Work assigned in excess of forty (40) hours in a seven (7) day work week constitutes overtime. To support the statewide goal for a healthy and productive workforce, employees are encouraged to participate in a Well-Being Assessment survey. Prior to posting on the Labor Relations website, the University will submit to the Union the electronic version of the collective bargaining agreement between the University of Washington and the SEIU Local 925. In accordance with 38.2.b. A grievance alleging a violation of this article must be submitted within 180 days of an alleged occurrence. Audio shall be recorded in the Sales and Administration area only (including the hearing office). 20.1. The Employer recognizes the exclusivity of the Union as bargaining representative for employees in the bargaining units. 36.5. Grievance Mediation. Reclassifications will take priority over receiving Career Enhancement/Growth steps such that if an employee qualifies to receive a Career Enhancement/Growth step but could otherwise be reclassified, the employee will be reclassified and will not simultaneously receive the Career Enhancement/Growth step. A funded vacant position in a lower classification within the same series within the layoff unit. 20.11. Union stewards shall primarily conduct representational duties only within their designated area of jurisdiction. Upon appointment to a position the employees supervisor will provide the employee with a copy of the positions job duties. The employee continues to meet all educational and other requirements to keep the certification current and in good standing; II. 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. Management will review language volumes/FTE on an ongoing basis to determine changes to demand in each language. To earn SEIU 925s endorsement, candidates must fill out a questionnaire and sit for an interview where union members ask about their past partnership with, All the latest updates on the University of Washington Libraries and Press strike. The Employer shall determine the methods, technological means and qualifications of personnel by and for which operations are to be carried out. These will include: quality of work (e.g. These employees should, therefore, be paid for the time spent changing into and out of required scrub uniform. Representation. The notice will set a date for the employees return to work. 29.6. It is the policy of the University of Washington to create and maintain a safe and healthful workplace free from recognized hazards that may cause harm to employees, consistent with and in compliance with applicable state and federal laws. Committee membership for employees in the Research Technologist and Research Technologist Supervisor bargaining units shall consist of two (2) bargaining unit employees and a Union staff representative and three (3) Employer representatives to include the Assistant Vice President of Labor Relations or designee. If the employee is required to pick up or drop off any provided equipment this shall occur during paid time. If an eligible employees teleworking request is denied, the Employer will provide the reason for denial in writing. Release time for training for employees accepted for training and development programs covered under Executive Order 52 shall be up to a maximum of 24 hours per quarter plus the travel time to and from class. 2.4.The parties also agree that they will not engage in any act or practice or pursue any policy which is discriminatory against any employee based on political affiliation, political belief or because of the participation or lack of participation in union activities. Hourly employees annual base salary shall be the base hourly rate multiplied by two thousand eighty-eight (2088). Tools and Equipment. Indemnification. If the grievance is not resolved at the Step Two, the Union may file a request for mediation with the Public Employment Relations Commission (PERC) in accordance with WAC 391-55-020, with a copy to the Labor Relations Office within thirty (30) days of receipt of the Step Two decision. Employees who encounter difficulties related to floating should report these to the appropriate unit leader. There may be emergency or mandated conditions that are outside of the Employers control requiring immediate implementation, in which case the Employer shall notify the Union as soon as possible. Retaliation against employees who make a workplace behavior complaint will not be tolerated and will be viewed as a separate violation. Tuition Payment and Travel Cost Reimbursement. Holiday credit will be used and scheduled by the employee in the same manner as vacation time off in Article 17 Holiday credit must be used before vacation time off unless doing so would cause the employee to exceed the two hundred forty (240) hour vacation time off accrual limit. Market adjustments may be discussed at quarterly joint labor-management meetings. Step One: Supervisor, Manager or Designee. It is the employees responsibility to schedule the Personal Holiday before December 31. This premium will apply to employees already receiving a premium for being in the float team but cannot otherwise be stacked with any other float premiums. 34.5. If the employees proposal is accepted by the Employer, the deductions shall continue until the repayment is fully recouped. The Employer will suspend attempts to collect an alleged overpayment until the grievance process has concluded. Grievances over final counseling or dismissal will begin at Step Two. Release time for the employees requesting to be at the meeting will be subject to the operational needs of the department. That shift will be treated as the holiday and paid in accordance with the above holiday pay rules. Employees in a non-lead classification who are designated by the employer to assume the lead role in the absence of an employee in a lead classification shall be paid a premium of $2.00 per hour for all hours worked in the assignment. 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. These arbitrators shall be assigned cases by the parties on a rotating basis. Employee participation in the development of evaluation materials and rating factors is encouraged. The interspersed paid leave will be applied to the first working day of the month. Confidentiality. The costs of any mutually agreed upon postponements or cancellations will be shared equally by the parties. Except as otherwise specified in this Agreement, representation will not apply to discussions with an employee in the normal course of duty, such as giving instructions, assigning work, informal discussions, delivery of paperwork, staff or work unit meetings or other routine communications with an employee. Travel for less: Enjoy specially negotiated rates and travel programs. 51.1. Employees who suffer a work-related injury or illness that is compensable under the state workers compensation law may select time loss compensation exclusively, or a combination of leave payment and time loss compensation. Employee will accrue overtime for hours worked in excess of scheduled shift. Any one of the following constitutes overtime: Work in excess of the daily work shift for full-time employees assigned to scheduled work period positions; Work in excess of forty (40) hours in one (1) work week performed by overtime-eligible part time employees assigned to scheduled or nonscheduled work period positions; or. The Employer will pay the entire premium costs for each bargaining unit employee for dental, basic life, and any offered basic long-term disability insurance coverage. This includes teaching, clinical supervision, role modeling, feedback, evaluation (verbal and written) and follow up of the new or transferring employee. Allocation of work shall be reviewed and discussed on an on-going basis in Joint Labor Management. 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). 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. The Employer will determine if applicants possess the essential skills required of the position. 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. Visit SEIU 925 Mid-cycle MOUs to view additional agreements made within the life of this contract.
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