UWHA and UW Labor Relations (LR) met for the twenty-second bargaining session on January 28th and Articles 1-3, 6, 7, 11-13, 18, 23, and 25 were discussed. UWHA brought counter proposals for Articles 1, 2, 6, 7, 11, 12, 13, 18, and 23. LR proposed reverting to current contract language on Article 3.
Article 1 (Childcare), UWHA accepted additional language from LR’s last proposal and decreased the financial ask to $496,000.
Article 2 (Committees), UWHA proposes updates to representation structure at the
Article 3 (Definitions), LR gave a verbal proposal regarding striking the counter proposals they’ve brought so far and going back to current contract language.
Article 6 (Fringe Benefits), UWHA brought updated language on a number of items, including meal reimbursement, internal moonlighting, wellness appointments, and access to internal gyms.
Article 7 (Grievance Procedure), UWHA brought forth a new proposal. The main disagreement is with Step 4 of the grievance process, regarding how a grievance is settled with arbitrators.
Article 11 (Leave-Extended), UWHA maintains that pregnant residents shall be able to request accommodation and the language in this article needs to be strong due to the culture around asking for assistance.
Article 12 (Leave-Holidays), UWHA accepted various language from LR regarding the “Faith Conscious Holiday” and dropped language about paying out the paid personal holiday. UWHA still maintains that if the holiday is rejected by the employer, then the day can be rolled over into the next year, and granting the resident’s birthday off.
Article 13 (Leave-Miscellaneous), UWHA and LR have nearly come to agreement. Due to the changes in law re: PFML, each group organized the new law into separate articles but is in agreement on language. Once this is sorted, this article will likely be prepared to be Tentatively Agreed to.
Article 18 (Moonlighting), UWHA continues to explicitly include GME policy for moonlighting in the language of this article, as it ensures that the policy is not changed without the ability to negotiate. LR continues to direct to GME policy, instead of including language.
Article 23 (Salary), due to the delay in having a mutually agreed upon contract, UWHA has increased the salary ask to reflect the increases in salaries of other residency programs since negotiations began. This increases the base salaries at each R level, by approximately 2%. UWHA did not increase the housing stipend, despite housing stipends increasingly on a national level.
Article 25 (Transportation), UWHA accepted language from LR’s last proposal. LR has still not offered a fully-subsidized UPASS (although other unions at UW have this). UWHA continues to assert the importance of a robust Safe Ride Home program.
The next bargaining session is scheduled for Thursday, February 6th from 3:00-7:00pm at Roosevelt Commons West, Rm. 271. UWHA welcomes all members to attend.
Resident & fellow physician union - northwest/CIR/SEIU 