UWHA and UW Labor Relations (LR) met for the twenty-fifth bargaining session on Tuesday, March 3rd. UWHA brought counter proposals for Articles 2, 3, 6, 7, 12, 15, 16, 18, 19, 21, 25, and newly submitted 26. LR submitted a package proposal including new language on Articles 6, 16, 21, 23, 25, a Side Letter and a MOU.
Article 2 (Committees), UWHA proposed that if GMEC or the GMEC Policy Subcommittee dissolves or adapts, the new committee will maintain the same number of board seats as the prior established committee.
Article 3 (Definitions), UWHA maintains that the definition of a “resident” should not include that an individual is in an “ACGME accredited program” as it is exclusive of many residents.
Article 6 (Fringe Benefits), UWHA proposed that starting on July 20, 2020, meals are reimbursed at $9.50 per meal, increasing by $0.50 each year thereafter. LR has increased their financial offer for meal reimbursements to $9.50 starting July 1, 2020 and $10.00 starting July 2, 2021. UWHA also proposed that in the future if other physician groups at UW are afforded a cell phone or cell phone stipend, this will be afforded to members. Additionally, UWHA proposed that any residents moving from outside of Seattle will be allocated a $2,500 relocation stipend.
Article 7 (Grievance), UWHA proposed small language updates.
Article 12 (Leave – Holidays), UWHA updated a grammatical error, but maintains that holidays be paid out.
Article 15 (Leave – Sick), UWHA agreed to language that accumulated sick leave that is not transferable, is not compensable at the completion or expiration of the appointment to the program.
Article 16 (Leave – Vacation), LR increased their offer to 24 days of paid vacation, starting July 1, 2020 and 28 days (4 weeks) of paid vacation, starting July 1, 2021.
Article 18 (Moonlighting), maintains the previous moonlighting proposal.
Article 19 (No Strikes, No Lockouts), UWHA maintains that the university may not apply different discipline to multiple residents who took the same action.
Article 21 (Professional Development), updated their offer to include an option to have a stipend for professional development, in addition to the reimbursement. The reimbursement option is maintained at $350 and the stipend is $375. There is no proposal for a rollover in either option.
Article 23 (Salary/Stipend), LR proposed that members would receive their first salary increased 60 days after contract ratification. Additionally, LR increased the housing stipend, starting July 1, 2020 by an additional $100 from the last proposal, increasing it in total by $500, and an additional $100 starting July 1, 2021. They’ve maintained the Chief Resident stipend at $175.
Article 25 (Transportation), LR cleaned up language around sunsetting the bike incentive program, on June 30, 2020.
Article 26 (Miscellaneous), UWHA restructured their latest proposal on this article to move closer to LR’s Article XX that mentions similar items.
Additionally, LR offered a Side Letter – stating on 1/1/2021, they will send a one-time email communication to all programs that contains the leave balances for UWHA members. LR also supplied a memorandum of understanding that within 60 days of ratification, the employer will provide each Resident with a $200 lump sum payment. This is supposed to make up for not receiving increases to stipends and salary, while under an expired contract.
Dr. Joyner and Dr. DeLitt joined the bargaining session for the last 30 minutes to discuss upcoming actions. The employer and UWHA agree that patient safety is of the highest priority and that residents will continue to work diligently during the public health crisis we’re currently facing.
The next bargaining session is scheduled for Wednesday, March 11th from 3:00-7:00pm at Roosevelt Commons West, Rm. 271. UWHA welcomes all members to attend.
Resident & fellow physician union - northwest/CIR/SEIU 