UW – WFSE AFSCME Council 28 7/1/23-6/30/25 COLLECTIVE

UW – WFSE AFSCME Council 28

7/1/23-6/30/25

COLLECTIVE BARGAINING AGREEMENT

BY AND BETWEEN

BOARD OF REGENTS OF THE UNIVERSITY OF WASHINGTON

AND THE

WASHINGTON FEDERATION OF STATE EMPLOYEES

(Campuswide Bargaining Unit, Library Bargaining Unit,

Custodial Supervisor Bargaining Unit, Harborview Medical Center Bargaining Unit,

Harborview Medical Center Security Officers Bargaining Unit, Skilled Trades

Bargaining Unit)

TABLE OF CONTENTS

PREAMBLE ................................................................................................................................................... 5

ARTICLE 1 – UNION RECOGNITION .......................................................................................................... 5

ARTICLE 2 – NON-DISCRIMINATION ......................................................................................................... 5

ARTICLE 3 – REASONABLE ACCOMMODATION OF EMPLOYEES WITH DISABILITIES ...................... 7

ARTICLE 4 – WORKPLACE BEHAVIOR ..................................................................................................... 8

ARTICLE 5 – AFFIRMATIVE ACTION ......................................................................................................... 9

ARTICLE 6 – GRIEVANCE PROCEDURE ................................................................................................. 10

ARTICLE 7 – EMPLOYEE RIGHTS ........................................................................................................... 15

ARTICLE 8 – EMPLOYEE FACILITIES ...................................................................................................... 16

ARTICLE 9 – HOURS OF WORK AND WORK SCHEDULES ................................................................... 18

ARTICLE 10 – OVERTIME ......................................................................................................................... 21

ARTICLE 11 – TRAINING AND PROFESSIONAL DEVELOPMENT......................................................... 23

ARTICLE 12 – LICENSURE AND CERTIFICATION .................................................................................. 24

ARTICLE 13 – TUITION EXEMPTION PROGRAM ................................................................................... 24

ARTICLE 14 – HIRING, APPOINTMENTS, PROMOTIONS, AND TRANSFERS ..................................... 25

ARTICLE 15 – INTER-SYSTEM MOVEMENT ........................................................................................... 31

ARTICLE 16 – HOLIDAYS .......................................................................................................................... 31

ARTICLE 17 – VACATIONS ....................................................................................................................... 33

ARTICLE 18 – SICK LEAVE ....................................................................................................................... 36

ARTICLE 19 – VOLUNTARY EMPLOYEE BENEFICIARY ASSOCIATIONS ............................................ 39

ARTICLE 20 – MISCELLANEOUS LEAVE ................................................................................................. 39

ARTICLE 21 – FEDERAL FAMILY MEDICAL LEAVE ACT AND PARENTAL LEAVE .............................. 41

ARTICLE 22 – CHILD/DEPENDENT CARE ............................................................................................... 43

ARTICLE 23 – SHARED LEAVE ................................................................................................................ 43

ARTICLE 24 – UNPAID HOLIDAYS FOR A REASON OF FAITH OR CONSCIENCE.............................. 44

ARTICLE 25 – LEAVE DUE TO FAMILY CARE EMERGENCIES ............................................................. 45

ARTICLE 26 – CIVIL/JURY DUTY LEAVE AND BEREAVEMENT LEAVE ............................................... 45

ARTICLE 27 – LEAVE RELATED TO DOMESTIC VIOLENCE, SEXUAL ASSAULT OR STALKING ...... 46

ARTICLE 28 – INCLEMENT WEATHER AND SUSPENDED OPERATIONS ........................................... 47

ARTICLE 29 – MILITARY LEAVE ............................................................................................................... 48

ARTICLE 30 – WORK RELATED INJURY LEAVE .................................................................................... 49

ARTICLE 31 – HEALTH AND SAFETY ...................................................................................................... 50

ARTICLE 32 – UNIFORMS AND SPECIAL CLOTHING ............................................................................ 54

ARTICLE 33 – TRANSPORTATION AND COMMUTE TRIP REDUCTION .............................................. 55

ARTICLE 34 – PERFORMANCE EVALUATION ........................................................................................ 56

ARTICLE 35 – PERSONNEL FILES ........................................................................................................... 58

ARTICLE 36 – CORRECTIVE ACTION/DISMISSAL ................................................................................. 59

ARTICLE 37 – EMPLOYEE ASSISTANCE PROGRAM ............................................................................ 61

ARTICLE 38 – SENIORITY, LAYOFF, REHIRE ......................................................................................... 62

ARTICLE 39 – RESIGNATION AND ABANDONMENT ............................................................................. 67

ARTICLE 40 – MANDATORY SUBJECTS ................................................................................................. 68

ARTICLE 41 – NEW EMPLOYEES ............................................................................................................ 69

ARTICLE 42 – UNION ACTIVITIES, RIGHTS, AND STEWARDS ............................................................. 70

ARTICLE 43 – JOINT UNION/MANAGEMENT COMMITTEES ................................................................. 74

ARTICLE 44 – CLASSIFICATIONS AND RECLASSIFICATION ............................................................... 76

ARTICLE 45 – COMPENSATION, WAGES AND OTHER PAY PROVISIONS ......................................... 79

ARTICLE 46 – HEALTH CARE BENEFITS AMOUNTS ............................................................................. 85

ARTICLE 47 – CONTRACTING.................................................................................................................. 87

ARTICLE 48 – STAFFING CONCERNS .................................................................................................... 88

ARTICLE 49 – PRIVACY ............................................................................................................................ 88

ARTICLE 50 – NO STRIKE/LOCKOUT ...................................................................................................... 89

ARTICLE 51 – BOARD OF REGENTS ....................................................................................................... 89

ARTICLE 53 – WASHINGTON FAMILY MEDICAL LEAVE PROGRAM ................................................... 89

ARTICLE 54 – SUBORDINATION OF AGREEMENT AND SAVING CLAUSE ......................................... 90

ARTICLE 55 – CONTRACT PUBLICATION ............................................................................................... 90

ARTICLE 56 – UNION MEMBERSHIP DUES DEDUCTION, AND STATUS REPORTS .......................... 91

ARTICLE 57 – MANAGEMENT RIGHTS AND RESPONSIBILITIES......................................................... 95

ARTICLE 58 – TERM OF AGREEMENT .................................................................................................... 96

ARTICLE 59 – DRUG TESTING ................................................................................................................. 96

ARTICLE 60 – NONPERMANENT AND INTERMITTMENT EMPLOYEES ............................................... 96

APPENDIX I – JOB CLASSIFICATIONS .................................................................................................. 104

APPENDIX II – DIFFERENTIALS ............................................................................................................. 111

APPENDIX III – OVERTIME EXEMPT JOB CLASSIFICATIONS ............................................................ 112

APPENDIX IV – LAYOFF SENIORITY UNITS ......................................................................................... 113

APPENDIX V – PAY TABLES................................................................................................................... 115

PAY TABLE B0 ............................................................................................................................... 115

PAY TABLE BABB ......................................................................................................................... 119

PAY TABLE BI ................................................................................................................................ 124

PAY TABLE BL ............................................................................................................................... 127

PAY TABLE BM .............................................................................................................................. 130

PAY TABLE BV .............................................................................................................................. 131

APPENDIX VI – CONTRACTING OUT FORM ......................................................................................... 135

MOU – LEAVE OF ABSENCE WFSE PRESIDENT ................................................................................. 140

MOU – PUBLIC RECORDS REQUESTS AND PRIVACY ....................................................................... 142

MOU – SALARY OVERPAYMENT RECOVERY...................................................................................... 143

MOU – SCHOLARSHIP FUND FOR MEDICAL CENTER EMPLOYEES ................................................ 145

SIDE LETTER A – CITY OF SEATTLE MINIMUM WAGE ....................................................................... 146

SIDE LETTER D – PUBLIC TRANSPORTATION DELAYS ..................................................................... 149

SIDE LETTER F – TRACKING DISCRIMINATION AND BIAS ................................................................ 151

SIGNATORIES .......................................................................................................................................... 155

PREAMBLE

Pursuant to provisions of RCW 41.80 and in order to establish harmonious employment

relations through mutual cooperation, to promote the mission of the University, to

recognize the value of employees and the necessary work they perform, to determine

wages, hours, and other terms and conditions of employment, and to provide methods

for the prompt and equitable resolution of disputes, the parties enter into this Agreement.

This Agreement is made and entered into by and between the Board of Regents of the

University of Washington, hereinafter referred to as the Employer, and the Washington

Federation of State Employees, AFSCME Council 28, AFL-CIO hereinafter referred to as

the Union.

ARTICLE 1 – UNION RECOGNITION

1.1 The Employer recognizes the Union as the sole and exclusive bargaining

representative in all matters establishing and pertaining to wages and salaries,

hours, and working conditions for all employees of the University of Washington in

bargaining units certified by the Washington Personnel Resources Board, the

Public Employment Relations Commission and/or the Department of Labor and

Industries under the jurisdiction of RCW 28B.16 and 41.80. The composition of

these units is as set forth in Appendix I of this Agreement – Bargaining Units

Represented by the Washington Federation of State Employees.

1.2 The Employer recognizes the exclusivity of the Union as bargaining representative

for employees in the bargaining unit. The Employer agrees not to enter into any

agreement or contract with bargaining unit employees, individually or collectively,

which conflicts with the terms of this Agreement unless the employee(s), Union

and Employer specifically agree to such Agreement.

ARTICLE 2 – NON-DISCRIMINATION

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.

Unlawful harassment, including sexual harassment is a form of prohibited

discrimination and will not be tolerated in the workplace in accordance with

University of Washington Executive Order 31 on Nondiscrimination and Affirmative

Action.

"Race" is inclusive of traits historically associated or perceived to be associated

with race including, but not limited to, hair texture and protective hairstyles.

"Protective hairstyles" includes, but is not limited to, such hairstyles as afros,

braids, locks, and twists.

2.2

2.3 Complaints:

Employees who feel they have been the subject of discrimination, harassment, or

retaliation are encouraged to discuss such issues with their supervisor,

administrator, or Human Resource Consultant for local resolution. The employee

may also choose to report the incident utilizing the bias reporting tool (Reporting

Bias Incidents (Washington.edu) or UW Medicine Bias Reporting Tool | Care

Transformation (Washington.edu)). The goal of local resolution is to address and

resolve problems as quickly as possible and to stop any inappropriate behavior for

which a University employee is responsible.

A formal complaint may be filed with the University Complaint Investigation and

Resolution Office (UCIRO). As soon as possible, UCIRO will provide the

complainant with an email confirming they have received the complaint.

Employees may also file discrimination, harassment, or retaliation complaints with

appropriate federal or state agencies or through the grievance process in

accordance with Article 6 of this Agreement. In cases where an employee files

both a grievance and an internal complaint regarding the alleged discrimination,

harassment, or retaliation the grievance will be suspended until the internal

complaint process has been completed. If the UCIRO investigation exceeds sixty

(60) days, the Union may request a status update from Labor Relations

(laborr[email protected]).

In accordance with Executive Order 31, retaliation against any individual who

reports concerns regarding discrimination or harassment, or who cooperates with

or participates in any investigation of allegations of discrimination, harassment, or

retaliation is prohibited.

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.

2.5 Both parties agree that nothing in this Agreement will prevent the implementation

of an approved affirmative action plan.

2.6 A grievance alleging a violation of this article must be submitted within 180 days

of an alleged occurrence.

2.7 When a grievance or complaint is filed, the University will implement interim

measures as appropriate.

ARTICLE 3 – REASONABLE ACCOMMODATION OF EMPLOYEES WITH

DISABILITIES

3.1 Disability Accommodation. The Employer and Union will comply with all relevant

federal and state laws, regulations and executive orders and with the provisions of

University of Washington Administrative Policy Statement 46.5 on Reasonable

Accommodation of Employees With Disabilities. The University and the Union are

committed to providing reasonable accommodation to employees with disabilities.

3.2 An employee who believes that they suffer a disability and requires a reasonable

accommodation to perform the essential functions of their position may request

such an accommodation through the Disability Services Office or by otherwise

informing the employee’s supervisor and/or department of the need for

accommodation.

3.3 Employees requesting accommodation must cooperate with the University in

discussing the need for and possible form of any accommodation. The Employer

may require supporting medical documentation. and may require the employee to

obtain a second medical opinion at Employer expense. Medical information

disclosed to the Employer will be kept confidential.

3.4 The Employer will determine whether an employee is eligible for a reasonable

accommodation and the final form of any accommodation to be provided. The

Employer will attempt to find opportunities for modified duty that can be offered to

employees in lieu of and/or after disability leave. If requests for modified duty are

denied, the Employer, upon request, will provide the modified duty options that

were considered and reason(s) for denial electronically or in writing.

3.5 An employee who is unable to perform the essential function of their position due

to disability may be separated from service after the Employer has made good

faith efforts to reasonably accommodate the employee’s disability in accordance

with applicable state and federal law. Disability separation is not a corrective

action.

3.6 Disability Leave. Disability leave may be a combination of the employee’s accrued

sick time off, vacation time off, personal holiday, compensatory time, and/or unpaid

time off, the combination of which may be determined by the employee. If disability

leave is taken as an unpaid absence, the employee may apply eight (8) hours of

accrued paid time off per month during at least the first four (4) months of disability

leave to provide for continuation of employer paid health benefits. The interspersed

paid time off will be applied to the first working day of the month.

3.7 Pregnancy Accommodation. The Employer and the Union will comply with all

relevant federal and state laws, regulations, and executive orders and with the

provisions of University of Washington Administrative Policy Statement 46.7

Reasonable Accommodation of Pregnant Employees. The University and the

Union are committed to providing reasonable accommodation to pregnant

employees.

A. The following pregnancy-related accommodations shall not require health care

provider certification and are not subject to an employer's claim of undue

hardship:

1. Providing more frequent, longer, or flexible restroom breaks;

2. Modifying a no food or drink policy;

3. Providing seating or allowing the employee to sit more frequently if their

job requires them to stand; and

4. Restricting lifting to 17 lbs. or less.

B. An employee's pregnancy or pregnancy-related health condition may also be

accommodated as follows:

1. Job restructuring, part-time or modified work schedules, reassignment to a

vacant position, or acquiring or modifying equipment, devices, or an

employee's work station;

2. Providing for a temporary transfer to a less strenuous or less hazardous

position;

3. Providing assistance with manual labor and limits on lifting;

4. Scheduling flexibility for prenatal visits; and

5. Any further pregnancy accommodation an employee may request.

With respect to these accommodations, the University may request an employee

provide written certification from their treating health care provider regarding the

need for reasonable accommodation and may deny an employee's request for

reasons of significant difficulty or expense.

ARTICLE 4 – WORKPLACE BEHAVIOR

The Employer and the Union agree that all employees should work in an

environment that fosters mutual respect and professionalism. The parties agree

that inappropriate behavior in the workplace does not promote the University’s

business, employee well-being, or productivity. All employees are responsible for

contributing to such an environment and are expected to treat others with courtesy

and respect.

Inappropriate workplace behavior by employees, supervisors and/or managers will

not be tolerated. At no time will bullying be accepted as appropriate workplace

behavior. Bullying is defined as language or conduct that is unwelcome and

sufficiently severe, persistent, or pervasive such that it could reasonably be

expected to create an intimidating, hostile, or offensive environment, or has the

purpose or effect of unreasonably interfering with an employee's work

performance, when viewed through both an objective and subjective standard. If

an employee and/or the employee’s union representative believes the employee

has been subjected to inappropriate workplace behavior, the employee and/or the

employee’s representative is encouraged to report this behavior to the employee’s

supervisor, a manager in the employee’s chain of command and/or the Human

Resources Office. An employee or the employee’s representative should identify

complaints as inappropriate workplace behavior. The Employer will investigate the

reported behavior and take appropriate action as necessary. If the investigation

exceeds sixty (60) days, the Union may request a status update. The employee

and/or union representative will be notified upon conclusion of the investigation.

Retaliation against employees who make a workplace behavior complaint will not

be tolerated.

Grievances filed under this article may only be advanced up to Step 3 Mediation.

ARTICLE 5 – AFFIRMATIVE ACTION

5.1 Policies. In conjunction with Federal and State laws, regulations and Executive

Orders, the Employer and the Union agree on the need for an affirmative action

program to correct and review any inequities in the employment process. The

Employer shall develop, implement, monitor, and report on an affirmative action

program requiring the Employer to make special efforts to recruit, employ, retain,

train, and promote, underutilized groups even if that exclusion cannot be traced to

particular discriminatory actions by the Employer. The Employer shall also

develop, implement, monitor, and report on affirmative action goals for hiring

and/or promoting into job classes/categories where the Employer determines

under-utilization exists. The Employer shall make no decisions regarding

employment based on membership in any protected class

5.2 Groups included in the affirmative action program are the protected classes

covered by the relevant federal and state regulations.

5.3 Affirmative Action Reports. Upon request, the Employer will provide the Union with

its current affirmative action reports listing placement goals of the University for

bargaining unit employees.

5.4 It is agreed by the parties that a bargaining unit member elected or selected by the

Union shall be encouraged to take an active interest in affirmative action plans

affecting each bargaining unit covered by this Agreement.

ARTICLE 6 – GRIEVANCE PROCEDURE

The Union and the Employer agree that it is in their best interest to resolve disputes at

the earliest opportunity and at the lowest level. Whenever possible, disputes should be

resolved informally prior to filing a formal written grievance. To that end, all supervisors

and employees are encouraged to engage in free and open discussions about disputes.

6.1 Definition. A grievance, within the meaning of this Agreement, shall be defined as

any dispute between the University and the Union, an employee, or a group of

employees as to alleged misapplication or misinterpretation of the terms of this

Agreement or the Employer’s written personnel rules, policies or practices.

6.2 Employee Grievance Rights. Any employee who believes they have been

aggrieved may personally seek relief from that condition by filing a grievance,

irrespective of any supervisor’s opinion of the grievance’s validity. In the

presentation of grievances, the employees shall be safe from restraint,

interference, discrimination, or reprisal.

6.3 Employee Representation. The Union as exclusive representative of bargaining

unit employees is the responsible representative of said employees in grievance

matters.

6.4 Time Limitations.

An extension of the time limitations as stipulated in the respective steps below,

may be obtained by mutual consent of the parties. Failure of the union to comply

with the time limitations without a request of time extension shall constitute

withdrawal of the grievance. Failure of the Employer to comply with the time

limitations without a request for time extension shall move the grievance to the

next step of the grievance procedure. For the purpose of calculating time

requirements, the first day shall be the day following the day on which the

employee was aware, or reasonably should have been aware, of the issue giving

rise to the grievance. Saturdays, Sundays, and University holidays shall be

included in the calculation of days except that the final day may not be on a

Saturday, Sunday, or holiday but will end at the close of the first working day

following the Saturday, Sunday, or holiday.

6.5 Contents. The written grievance shall include the following information:

a. The date upon which the grievance occurred.

b. The specific Article(s) and Section(s) of the Agreement violated.

c. The past practice, rule, policy violated.

d. Specific remedy requested.

e. The grievant(s) name.

f. Name and signature of Union representative (Staff or Steward).

g. The nature of the grievance.

Failure to include the above information shall not be a reason for invalidating the

grievance.

6.6 Pay Status – Meetings. Meetings and discussions on the grievance held with the

Employer in connection with this grievance procedure shall normally be held during

the University’s regular business hours, or as mutually agreeable, and no

deduction in pay status shall be made for the grievant or steward for reasonable

time spent in such meetings or discussions during the employee’s scheduled duty

hours. The work schedule of the grievant will be seriously considered in the

scheduling of the grievance meetings. Time off for employees and stewards shall

be granted by supervision following a request, but in consideration of job

responsibilities. If the requested time off cannot be granted, the parties shall

arrange for time off at the earliest possible time thereafter.

6.7 Grievance Withdrawal. A grievance may be withdrawn by the Union in writing at

any time, and if withdrawn shall not be resubmitted.

6.8 Resolution

If the Employer provides the requested remedy or a mutually agreed-upon

alternative, the grievance will be considered resolved and may not be moved to

the next step.

6.9 Consolidation

Grievances arising out of the same set of facts may be consolidated by written

agreement.

6.10 Filing and Processing

a. Filing A grievance must be filed within thirty (30) days of the occurrence giving

rise to the grievance, or the date the grievant knew or could reasonably have

known of the occurrence. When possible the thirty (30) day periods above should

be used to attempt to informally resolve the dispute. The union steward or staff

representative will indicate when a discussion with the Employer is an attempt to

informally resolve a dispute.

1) A grievance involving only Article 47 Contracting must be filed within

forty five (45) days of the occurrence giving rise to the grievance, or the date

the grievant knew or could reasonably have known of the occurrence. The

forty five (45) day periods above must be used to attempt to informally

resolve the dispute.

b. Alternative Resolution Methods Any time during the grievance process, by

mutual consent, the parties may use alternative methods to resolve the dispute. If

the parties agree to use alternative methods, the time frames in this Article are

suspended. If the selected alternative method does not result in a resolution, the

Union may return to the grievance process and the time frames resume. Any

expenses and fees of alternative methods will be shared equally by the parties.

c. Processing The Union and the Employer agree that in-person meetings are

preferred at all steps of the grievance process and will make efforts to schedule in-

person meetings, if possible.

6.11 Steps of the Grievance Procedure. All grievances shall be processed in

accordance with the following procedure. Upon mutual agreement, Step One, Two

or Three may be skipped. Grievances over final counseling or dismissal will begin

at Step Two. If either the Union or the Employer elects to skip Step One when a

group grievance (five (5) or more grievants) is filed, Step One will be skipped and

the grievance will be moved to Step Two.

Step One: Supervisor, Manager or Designee

If the issue is not resolved informally, the Union may file a written grievance to the

supervisor or designee, and the Labor Relations office (laborr[email protected]). The Employer

will designate a supervisor, manager or designee who will meet in person or confer by

telephone with a union steward and/or staff representative and the grievant. The date of

the meeting will be mutually agreed upon within fifteen (15) calendar days of receipt of

the grievance and when possible the meeting will take place within the aforementioned

fifteen (15) calendar days. The format (face to face or by telephone) for the meeting will

be by mutual agreement. The employer will respond in writing to the Union within fifteen

(15) calendar days after the meeting. The Human Resources Consultant may also attend,

if desired by the University. If the grievance is directed against the employee’s immediate

supervisor, the grievance may be presented to the next higher level of supervision. In the

event the employee’s immediate supervisor does not have authority to resolve the

grievance, the grievance will be presented at the level having authority to act as

determined by the Employer.

Step Two: If a satisfactory settlement is not reached in Step One, said grievance may be

moved to the Step Two by filing the written grievance, including a copy of the Step One

decision to department head, designee, or to the next appropriate level of management

and the Office of Labor Relations within fifteen (15) calendar days after the decision from

Step One. The date of the meeting will be mutually agreed upon within fifteen (15)

calendar days after notice of the filing at Step Two and when possible the meeting will

take place within the aforementioned fifteen (15) calendar days. The grievant may be

represented by a steward and a Union staff representative. The University will be

represented by the appropriate management official(s) or designee(s), a representative

from the Office of Labor Relations, and a Human Resources Consultant, if desired by the

University. The University will respond in writing within thirty (30) calendar days after the

meeting.

Step Three: Grievance Mediation. 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. In addition to all other filing

requirements, the request must include a copy of the grievance and all previous

responses. The Union may skip Step Three – Mediation by providing the Employer written

notification within thirty (30) days of the Step Two decision. The Employer will inform the

Union, in writing, and PERC within thirty (30) days of receipt of Mediation request if they

are not in agreement. If those services are unavailable on a timely basis, the parties may

request a list of grievance mediators from the Federal Mediation and Conciliation Service

(FMCS) or other agreed upon mediation provider. The cost of the mediation shall be borne

equally by both parties.

Step Four: Arbitration. If a satisfactory settlement is not reached at the prior step, or the

step was skipped, either of the signatory parties to this Agreement may submit the

grievance to binding arbitration. Such submittal must be made within thirty (30) calendar

days following the written notice that the employer does not agree to Step Three (3)

Mediation or the conclusion of the prior step.

Panel of Arbitrators:

A. Within sixty (60) calendar days of the execution of the Agreement, the parties,

SEIU 925, WFSE 1495 and 3488, and the Employer, agree to meet to establish

a permanent panel of six (6) arbitrators. If the parties do not meet or if there is

no agreement on the panel, the current panel will remain.

B. These arbitrators shall be assigned cases by the parties on a rotating basis. If

the arbitrator is not available to hear the case within sixty (60) calendar days of

being contacted to request available arbitration dates either party may elect to

go to the next arbitrator in the rotation. 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.

C. The appointment to the panel will be for the life of the Agreement. If an arbitrator

decides to remove their name from the panel the parties will meet to decide

whether to substitute an additional name(s).

No later than seven (7) working days prior to the scheduled arbitration meeting, the parties

will submit questions of arbitration eligibility to the arbitrator for preliminary determination,

share the name of each witness intending to testify at the hearing, and attempt to agree

upon the issue statement. A copy of written materials submitted to the arbitrator will be

provided to the opposing party.

If either party raises an issue of procedural arbitrability, i.e. that any step of the grievance

process or movement to arbitration was not pursued within the time limits proscribed in

this article, the arbitrator shall make a determination on the arbitrability issue prior to

proceeding to a hearing on the merits of the grievance. If the arbitrator determines the

grievance is not arbitrable, then no hearing on the merits of the grievance will be held.

Authority of the Arbitrator

The parties agree that the arbitrator shall have no power to render a decision that adds

to, subtracts from, alters or modifies in any way the terms and conditions of the

Agreement. The parties further agree that the decision of the arbitrator will be final and

binding upon all parties.

The Union or the Employer will have the right to request the arbitrator to require the

presence of witnesses and/or documents. The arbitrator’s decision shall be made in

writing and the arbitrator shall be encouraged to render the decision within thirty (30)

calendar days of the close of the arbitration.

In cases where a grievance is moved to arbitration and the Employer did not agree to

Step Three: Grievance Mediation, either party may request a pre-arbitration settlement

conference. These conferences shall not delay the arbitration process, and may be held

with or without the presence of the arbitrator, at the option of the moving party. In the

event that an arbitrator is present, the cost of the arbitrator’s participation shall be borne

equally by the parties.

6.12 Arbitration Costs

1. The fees and costs of the arbitrator, and the cost (if any) of the hearing room,

will be shared equally by the parties.

2. If the arbitration hearing is postponed or canceled because of one party, that

party will bear the cost of the postponement or cancellation. The costs of any

mutually agreed upon postponements or cancellations will be shared equally by

the parties.

3. If either party desires a record of the arbitration, a court reporter may be used.

If that party purchases a transcript, a copy will be provided to the arbitrator free of

charge. If the other party desires a copy of the transcript, it will pay for half of the

costs of the fee for the court reporter, the original transcript and a copy.

4. Each party is responsible for all fees and costs of its staff representatives,

attorneys, experts, witnesses –and all other costs related to the development and

presentation of their case. Every effort will be made to avoid the presentation of

repetitive witnesses.

6.13 Files. Grievance documents shall be maintained separately from employee

personnel files. Employee personnel files will accurately reflect the final outcome

of a grievance.

ARTICLE 7 – EMPLOYEE RIGHTS

7.1 Representation

Upon request, an employee will have the right to representation at an investigatory

meeting, requested by management in which the employee reasonably believes

could lead to corrective action. Upon request, an employee will have the right to

an interpreter at an investigatory meeting. The employer will provide at least three

(3) business days to allow an employee to secure a representative. The exercise

of this right will not unreasonably delay or postpone a meeting. 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.

7.2 Paid Release Time

Employees will be provided a reasonable amount of time during their normal

working hours to meet with the union steward and/or staff representative to

process a grievance. In addition, employees will be released during their normal

working hours to attend meetings or hearings scheduled by management for the

following:

a. Informal grievance resolution meetings, grievance meetings, alternative

dispute resolution meetings, mediation sessions and arbitration hearings, in

accordance with Article 6, Grievance Procedure, and held during the

employee’s work time;

b. Management scheduled investigatory interviews and/or pre-disciplinary

meetings, in accordance with Article 36, Corrective Action, and;

c. Negotiations in accordance with Article 40, Mandatory Subjects.

d. Joint Labor Management meetings in accordance with Article 43.

7.3 When an employee is subpoenaed as a witness on behalf of the Union in an

arbitration case, with the employer, the employee may appear without loss of pay if

the employee appears during scheduled work time, providing the testimony given

is related to their job function or involves matters they have witnessed, and is

relevant to the arbitration case. Every effort will be made to avoid the presentation

of repetitive witnesses.

7. Notification

An employee will obtain prior approval from their supervisor before attending any

meeting or hearing. All requests must include the approximate amount of time the

employee expects the activity to take. Employees will suffer no loss in pay for

attending management scheduled meetings and hearings that are scheduled

during the employee’s work time. Attendance at meetings or hearings during the

employee’s non-work hours will not be considered as time worked. An employee

cannot use a state vehicle to travel to and from a worksite in order to attend a

meeting or hearing unless authorized by the Employer.

7.5 Indemnification.

The University will indemnify employees for activities arising out of their

employment in accordance with University policy.

7.6 Off the Job Activities.

The private and personal “off the job” lifestyle and activities of any employee shall

not be legitimate grounds for corrective action initiated by Management except

where such life style or activities, constitute a conflict of interest as set forth in

RCW 42.52 or are detrimental to the employee’s work performance.

7.7 Off Duty Employment.

Employees may engage in off duty employment that is consistent with University

policy and state law to include University of Washington Administrative Policy

Statement on Outside Consulting Activities and Part-Time Employment by

Profession or Classified Staff Employees (APS 47.3).

ARTICLE 8 – EMPLOYEE FACILITIES

8.1 Adequate lunchroom, washroom and toilet facilities shall be provided and available

for the use of the employees. Suitable dressing rooms and/or lockers shall be

provided to employees in those occupations where a change of clothing is required

by the Employer.

(a) Employees are encouraged to report to supervision any condition in

employee facilities which appear to be below minimum standards.

(b) The adequacy of employee facilities, including sanitary supply dispensers,

lactation stations, all gender bathrooms, or any change in employee

facilities, shall be a proper subject for discussion by the Joint Union-

Management Committee.

(1) Facility use. The Employer shall allow individuals the use of gender-

segregated facilities, such as restrooms, locker rooms, and dressing

rooms that are consistent with that individual's gender expression or

gender identity.

In such facilities where undressing in the presence of others occurs,

the Employer shall allow access to and use of a facility consistent

with that individual's gender expression or gender identity.

(2) Cannot require use inconsistent with gender expression or gender

identity. The Employer shall not request or require an individual to

use a gender-segregated facility that is inconsistent with that

individual's gender expression or gender identity, or request or

require an individual to use a separate or gender-neutral facility.

(3) If another person expresses concern or discomfort about a person

who uses a facility that is consistent with the person's gender

expression or gender identity, the person expressing discomfort

should be directed to a separate or gender-neutral facility, if

available.

Any action taken against a person who is using a restroom or other

gender-segregated facility, such as removing a person, should be

taken due to that person's actions or behavior while in the facility,

and must be unrelated to gender expression or gender identity. The

same standards of conduct and behavior must be consistently

applied to all facility users, regardless of gender expression or

gender identity.

(4) Provision of options encouraged. Whenever feasible, the Employer

will provide options for privacy, such as single-use gender-neutral

bathrooms or private changing areas that are available to any

individual desiring privacy.

8.2 Lactation stations shall be provided by the Employer across campus and at

medical centers in accordance with Administrative Policy Statement 46.7. These 7

stations shall be private, secure, and clean. More information regarding lactation

8 stations, based on location, can be found here: https://hr.uw.edu/child-

care/lactation-9 stations/.

ARTICLE 9 – HOURS OF WORK AND WORK SCHEDULES

9.1 General

a. Hours of work for employees in the bargaining units listed in Appendix I shall

be established by the Employer.

b. Overtime may be assigned outside normally scheduled shifts and will be

compensated in accordance with Article 10.

9.2 Definitions

a. Full-time Employee. An employee scheduled to work forty (40) hours per week

in a seven (7) day period; or designated hospital personnel scheduled to work

eighty (80) hours in a fourteen (14) day period.

b. Part-time Employee. An employee scheduled to work a minimum of twenty

(20) hours per week but less than forty (40) hours per week in a seven (7) day

period; or designated hospital personnel scheduled to work more than forty (40)

hours but less than eighty (80) hours in a fourteen (14) day period. Part-time

employees shall receive all benefits of employment on a pro-rata basis, except

health benefits coverage that is determined by the state.

c. Work Shift. The hours an employee is scheduled to work each workday in a

workweek.

d. Workday. One of seven (7) consecutive, twenty-four (24) hour periods in a

workweek.

e. Work Schedules. Workweeks and work shifts of different numbers of hours

may be established by the Employer in order to meet business and customer

service needs, as long as the work schedules meet federal and state laws.

9.3 Rest, Meal and Clean-up Periods

Rest, Meal and Clean-up Periods will be scheduled by the supervisor as follows:

a. Rest Periods: The Employer and Union agree to rest periods that vary from and

supersede the rest periods required by WAC 296-126-092. Employees will be

provided paid 15-minute rest periods for every four (4) hours worked. No

employee will be required to work more than three consecutive hours without

a rest period. Rest Periods do not require relief from duty; however, it is the

employer’s intention to provide uninterrupted rest periods; however, it is the

employer’s intention to provide uninterrupted rest periods. Employees must

take scheduled rest periods. Where the nature of the work allows employees

to take intermittent rest periods equivalent to 30 minutes within an 8-hour

period, a scheduled rest period is not required. Rest periods may not be used

for late arrival or early departure from work.

. Unpaid Meal Period. The Employer and Union agree to unpaid meal periods

that vary from and supersede the unpaid meal period requirements required by

WAC 296-126-092. Employees will be provided with one unpaid meal period

of at least 30 minutes during any shift that exceeds five hours in length. When

an employee’s unpaid meal period is interrupted by work duties, the employee

will be allowed to resume their unpaid meal period following the interruption, if

possible, and to complete the 30-minute unpaid meal period. In the event the

employee is unable to complete the 30-minute unpaid meal period due to

operational necessity, the employee shall be entitled to appropriate

compensation to be computed based on the actual number of minutes worked

within the 30-minute unpaid meal period.

An employee whose shift is extended at least three (3) hours longer than a

normal workday will be entitled to another 30-minute unpaid meal period. This

second meal period must be given within five (5) hours from the end of the first

meal period and for each five (5) hours worked thereafter. If the Employee

chooses to waive the overtime meal period requirements, he/she will do so in

writing.

. Paid Meal Period. The Employer and Union agree to paid meal periods that

vary from and supersede the paid meal period required by WAC 296-126-092.

Employees working straight shifts will not receive a paid meal period, but will

be permitted to eat intermittently during paid time as time allows during their

shift while remaining on duty.

. Clean-Up Time. Reasonable time for clean-up may be allowed at the end of

the shift as determined necessary by the Employer (at the department level).

. Employee health and safety will be considered when scheduling rest, meal, and

clean-up periods. Employees may not alter their scheduled rest or meal

periods without supervisor approval. Employees who are unable to take

scheduled rest or meal periods must report to their supervisor as soon as

possible.

9.4 Work Schedules. The Employer will assign a work schedule to each employee.

a. Scheduled work periods, within which there are two (2) work schedules:

(1) Regular Work Schedule. The regular work schedule for full-time employees

shall consist of five (5) consecutive and uniformly scheduled eight (8) hour

days in a seven (7) day period, with two (2) consecutive days off. Uniformly

scheduled means a daily repetition of the same working hours and a weekly

repetition of the same working days.

(2) Alternative Work Schedule. An alternate forty (40) hour work schedule

(other than five (5) uniform and consecutive eight (8) hour days in a seven

(7) day period), or for hospital personnel an eighty (80) hour workweek in a

fourteen (14) day period and other mutually agreed upon schedules that

comply with applicable federal and state law. Employee work schedules

normally include two (2) consecutive days off.

b. Nonscheduled Work Period. Positions for which the hours (shift length, shift

times and workdays) cannot be regularly scheduled.

c. Part-time Work Schedule. This is any deviation from any full-time schedule

which includes twenty (20) hours or more per week but less than forty (40)

hours per week in a seven (7) day period; or for designated hospital personnel

forty (40) or more hours and less than eighty (80) hours in a fourteen (14) day

period. Employee work schedules will normally include two (2) consecutive

days off.

d. The Union may propose other alternative schedules through the Joint

Union/Management Committees.

9.5 Shift/Schedule Assignment Notification

a. The Employer agrees to provide as much notice as possible but no fewer than

fourteen (14) calendar days notice to an employee in the event of an Employer-

directed permanent change in the employee’s work shift assignment or work

schedule, with the day of notification constituting the first day of notice. A

shorter notification period may be used with the concurrence of the

employee(s) impacted.

b. For temporary changes in work schedule assignment occurring within the

employee’s assigned workweek, the Employer will provide three (3) calendar

days notice, with the day of notification constituting the first day of notice. For

emergency reasons, lack of work, an existing safety hazard to the employee or

others, or mutual agreement between the Employer and employee, the

Employer may temporarily change an employee’s schedule with fewer than

three (3) calendar days notice. Temporary is defined as no longer than twenty-

one (21) days. Temporary shift changes within the workweek shall not be

employed to create a split work shift, work week, or to avoid the accrual of

overtime.

c. The assignment of employees in various shifts within each work group or

department shall be determined by the Employer. Provided that when

qualifications are substantially equal and all other considerations are the same

in the judgment of the employing department, seniority will be the tie-breaker

in determining shift assignment for Employer required changes. This criterion

does not apply to positions deemed by the Employer to require a rotational

shift. Employees will be allowed to bid on vacant shifts by department seniority

in accordance with departmental policy/procedure. Bids may be restricted to

the employee’s work unit.

d. In accordance with present and past practice, it is understood that employees

in certain departments are on alternative work schedules and/or part-time

schedules by reason of operational necessity and employee convenience.

Such assignments/practices shall be recognized.

9.6 Telework/Commute. Requests for teleworking/commuting will be considered in

accordance with University and/or departmental policy.

9.7 Rest Between Shifts – Surgical Technologists, Patient Care Techs, Mental

Health Specialists, and Hospital Assistants. In scheduling work assignments, the

Employer will make a good faith effort to provide each employee with at least ten

(10) hours off duty between shifts. In the event an employee is required to work

with less than ten (10) hours off duty between shifts, all time worked within this

ten (10) hour period shall be at time and one-half (1 1/2).

ARTICLE 10 – OVERTIME

10.1 Overtime work must be approved in advance by the Employer and shall be paid at

a rate of one and one-half (1-1/2) times the employee’s regular rate. Employees

qualify for overtime compensation under the following conditions:

a. Any one of the following constitutes overtime:

(1) Work in excess of the daily work shift for full-time employees or part time

scheduled employees assigned to scheduled work period positions;

(2) Work in excess of forty (40) hours in one (1) work week performed by

overtime-eligible employees assigned to scheduled or nonscheduled work

period positions; or

(3) For hospital personnel assigned to a fourteen (14) day schedule, work in

excess of eight (8) hours in a twenty four (24) hour period or eighty (80)

hours in a fourteen (14) day period.

b. The federal Fair Labor Standards Act and the Washington State Minimum

Wage Act govern which positions are overtime eligible and required to track

time. Appendix I details job classifications that are overtime eligible. Appendix

III details job classifications that are exempt from overtime, however certain

positions in these classifications may be determined to be overtime eligible if

the employee’s combination of FTE and salary falls below the federal or state

threshold to be overtime exempt. Employees assigned to excepted work period

positions normally do not qualify for overtime pay. Under circumstances in

which the employee is directed to work an excessive amount of overtime the

Assistant Vice President of Human Resources may authorize additional

compensation in cash or compensatory time off not to exceed one and one-half

times the employee’s regular rate. The employee may petition the Assistant

Vice President of Human Resources for compensation of the directed overtime.

10.2 All time that the employee is in a pay status, such as sick or vacation time off, shall

be used for purposes of calculating the work day and work week.

10.3 Compensatory Time.

A. Overtime hours shall be compensated on a salary payment basis, unless the

employee requests and is granted compensatory time off, (at the rate of one

and one-half (1-1/2) times the hours worked) in lieu of pay. Such compensatory

time off shall be scheduled at a time which is mutually acceptable to the

employee and the supervisor. In general, employees shall be allowed to take

requested compensatory time off. unless it causes staffing to fall below a

minimum staffing level as determined by the Employer.

B. If compensation is paid to an employee for accrued compensatory time, such

compensation shall be paid at the regular rate earned by the employee at the

time the employee receives such payment.

All compensatory time must be used by June 30th of each year. The employee’s

compensatory time balance will be cashed out every June 30th or when the

employee leaves University employment for any reason. The employee’s

compensatory time balance may be cashed out when the employee:

1. Transfers to a position in their department with different funding sources

or,

2. Transfers to a position in another department.

10.4 Whenever overtime work is required, supervision shall determine the employees

needed to work such overtime on the basis of their qualifications and availability.

Overtime shall be distributed as equally as possible among the qualified and

available employees.

For Hospital Security Officers: The employer will first ask for volunteers from

the officers currently on shift or scheduled to come in for the next shift prior to

assigning mandatory overtime. When possible, mandatory overtime will be

assigned on a rotational basis.

10.5 All reported exception time worked will be paid in accordance to RCW 42.16.010.

ARTICLE 11 – TRAINING AND PROFESSIONAL DEVELOPMENT

11.1 The Employer will develop and maintain an employee training and development

plan and provide such plan to the Union upon request. Staff training is intended

to provide an opportunity for classified staff employees for training sponsored by

the University Training and Development and the UW Medical Centers

Organizational Development and Training. Education/Professional Leave is

intended to facilitate employee access to continuing education opportunities.

Training and educational/professional leave may be used for the purpose of

improving job performance, maintaining and increasing proficiency, preparing staff

for greater responsibility, or increasing promotional opportunities within the

framework of staff positions available at the University.

11.2 Any release time for training for employees accepted for such classes shall be in

accordance with the Executive Order (currently No. 52) governing this matter. In

the event that two or more employees request the same training period and

supervision must limit the number of persons who may participate at one time due

to work requirements, the selection will be made on a mutually agreeable basis

within the department. 11.3 .................................................... The training

program is a proper subject for discussion by either departmental or University-

wide Joint Union/Management Committees.

11.4 If the Employer requires an employee to receive training, reimbursement will be

provided in accordance with the University travel rules. Employee attendance at

Employer required training, either during or outside working hours, will be

considered time worked and compensated in accordance with the provisions of

this Agreement.

11.5 Employee attendance at training not required by the Employer and not covered by

Executive Order 52, either on approved leave from or outside of working hours,

will be voluntary and not considered time worked.

11.6 Training – Layoff. Employees on layoff status are eligible to participate on a space

available basis in Training and Development sponsored programs. if they pay the

costs associated with their attendance (e.g. materials).

11.7 Educational/Professional Leave. For Surgical Technologists, Hospital Central

Services Technicians, Mental Health Practitioner Leads, and Mental Health

Practitioner Clinical Specialists who have completed their probationary period, up

to three (3) days, pro-rated for part-time, of paid release time shall be granted

annually for each employee for educational/professional leave.

11.8 Education Support Funds.

A. For Surgical Technologists and Hospital Central Services Technicians,

$400.00 per FTE, pro-rated for part-time, per fiscal year shall be made available

to fund continuing education.

B. For Mental Health Practitioner Leads and Mental Health Practitioner Clinical

Specialists, $500.00 per FTE, pro-rated for part-time, per fiscal year shall be

made available to fund continuing education.

ARTICLE 12 – LICENSURE AND CERTIFICATION

12.1 The Employer will continue its current practices related to licensure and

certification.

12.2 When the Employer requires a new license and/or certification, the Employer will

reimburse the employee for the initial of the new license and/or certification.

Thereafter, the employee will be responsible for maintaining the license and/or

certification and for all renewal costs. As determined by the Employer, individual

departments may reimburse employees for maintenance and renewal costs.

ARTICLE 13 – TUITION EXEMPTION PROGRAM

13.1 In addition to those noncredit programs offered by Professional & Organizational

Development, eligible employees may participate in the University’s tuition

exemption program as authorized by applicable state law and University policy set

forth in the Administrative Policy Statements 22.1. Subject to operational needs

and management discretion, supervisors will make a good faith effort to allow the

use of flex time for employees who wish to take a class during their scheduled

shift. If the supervisor is not able to approve a flexible work arrangement, upon

request, the employee will be provided with a written explanation for the denial.

13.2 Release Time and Fees. When an employee is required to take a tuition exempt

class by the Employer, associated expenses and release time will be provided.

13.3 Registration. Employees will be allowed to register for class on the same timeline

as Access students.

ARTICLE 14 – HIRING, APPOINTMENTS, PROMOTIONS, AND TRANSFERS

14.1 An employee will attain permanent status in a job classification upon their

successful completion of a probationary, trial service or transition review period.

Probation.

A. Every part-time and full-time employee, following their initial appointment to a

permanent position, will serve a probationary period of six (6) consecutive

months. The Employer may extend the probationary period for an individual

employee as long as the extension does not cause the total period to exceed

twelve (12) months. Employees will be provided with a written explanation for

the extension. If the extension is based on performance issues, the employee

will receive a performance improvement plan. Extension of probation period

shall not be a normal practice.

B. Permanent employees at the University of Washington shall not be required

to complete another probationary period.

C. The Employer will extend an employee’s probationary period, on a day-for-a-

day basis, for any day(s) that the employee takes paid time off, leave without

pay, or shared leave, except for leave taken for military service. For the

purpose of calculating the completion date, an employee’s probationary

period shall not end on the employee’s regularly scheduled weekend off or a

scheduled holiday off. In those instances the completion date will be the next

scheduled work day.

D. By mutual agreement, the probationary period for additional selected classes

may be established for a period in excess of six (6) months but not to exceed

twelve (12) months.

E. Employees in probationary status will earn seniority from their initial date of hire

but may not exercise seniority rights until completion of the probationary period.

Probationary employees are not eligible for layoff or rehire rights.

F. An employee who is appointed to a different position in a different classification

prior to completing their initial probationary period will serve a new probationary

period. The length of the new probationary period will be in accordance with

Subsection 14.1(A), unless adjusted by the Appointing Authority for time already

served in probationary status. In no case, however, will the total probationary

period be less than six (6) consecutive months.

G. Probationary Period Rejection. The Employer may reject an employee who has

not completed a probationary period. Upon request by the employee, a meeting

to explain such action shall be held with a representative of the Employer. At the

request of the employee a representative of the Union shall attend such meeting.

Such rejection is not subject to the grievance procedure, except in cases involving

discrimination, under Article 2.

14.2 The Employer may convert a non-permanent appointment into a permanent

appointment if the Employer used a competitive process to fill the non-permanent

appointment or if the non-permanent appointment was filled using a veteran

placement program. In such circumstances the employee will serve a probationary

or trial service period whichever is applicable.

14.3 Filling Positions.

A. The University will determine when a position will be filled, the type of appointment

to be used when filling the position, and the skills and abilities necessary to perform

the duties of the specific position within a job classification. The University can fill

a position on a full-time or part-time basis. Employees who are appointed as

nonpermanent, intermittent, or cyclic in classifications included in the WFSE

bargaining units will also be included in the bargaining unit in accordance with the

provisions of this Agreement. They will be eligible to receive medical benefits and

retirement in accordance with state law and University policy.

Volunteers. Volunteers will not fill vacant bargaining unit positions.

B. Internal Lateral Movement Within Unit/Department

Prior to referring candidates, the Employer will provide seven (7) calendar days’

notice to employees within the unit/department seeking a different shift

regardless of shift. An employee’s request for the vacant shift will be granted

provided:

1) The employee submitted the request in writing;

2) The employee holds permanent status in the job classification;

3) The employee is currently working in the same unit/department;

4) No Formal corrective action issued within the past six (6) months and/or no

Final corrective action issued within the past twelve (12) months;

5) The employee has the skills and abilities necessary for the vacant shift.

If two (2) or more employees request the vacant shift and they meet the above

criteria, the employee with the most department seniority (Article 38.1d) will be

appointed. If department seniority is equal, the employee who submitted the

request in writing first will be appointed.

The offering of a formal layoff option in accordance with Article 38, Seniority,

Layoff, Rehire, prior to granting a transfer request under this sub-article, is not a

violation of this sub-article. This sub-article is not subject to the grievance

procedure in accordance with Article

14.4 Types of Appointments.

a. Regular Appointments for positions scheduled to work twelve (12) months per

year.

b. Cyclic Appointments for positions scheduled to work less than twelve (12) full

months each year due to known, recurring periods in the annual cycle when the

position is not needed or due to known budgetary restraints.

(1) At least fifteen (15) calendar days before the start of each annual

cycle, incumbents of cyclic positions will be informed in writing of their

scheduled periods of leave without pay in the ensuing annual cycle. Such

leave without pay will not:

(a) Constitute a break in service and will not be deducted from the

employee’s length of service in granting periodic increments.

(b) Be considered when computing the employee’s vacation leave

accrual rate.

c. Work During the Cyclic Leave of Absence

(1) When additional work is required of a cyclic position during a period of

which the position was scheduled for leave without pay, the temporary

work will first be offered to the incumbent. The incumbent will be allowed

at least three (3) working days in which to accept or decline the offer.

(2) When additional pre-scheduled work is available during the leave without

pay period that is declined or cannot be completed by the incumbents, the

work will be offered to Cyclic Appointment employees prior to internal

employees, students, or external candidates. The work will be offered in

the following order, based on seniority:

(a) Cyclic Appointments in the same job classification.

(b) Cyclic Appointment in different job classifications with the essential

skills to perform the work.

(3) Compensation. Employees who elect to accept work in a different job

classification will be compensated at the rate of pay of the position they

have accepted. However, if an employee accepts work in a lower

classification and their current rate of compensation falls within the pay

range for that classification, they will maintain their current rate of pay

within the lower classification.

(4) Accrual. Employees working in a nonpermanent appointment during a

cyclic leave of absence will accrue paid time off prorated based on regular

hours worked and paid time off used in a month in accordance with Article

60 Nonpermanent and Intermittent Employees.

Both the Employer and the Union are encouraged to utilize the Joint Union

Management Committee process to resolve problems/concerns related to

the cyclic leave without pay assignments.

14.5 Promotions and Transfers

It is the policy of the University to encourage job advancement and promote from

within. It is the responsibility of each employee seeking promotion or transfer to

provide the Employer with complete information regarding the employee’s skills

and qualifications relative to the position sought. The Employer will make the

application process, necessary submittals and the essential skills of the vacant

position clear to prospective applicants. All employees will be informed of the

processes and steps necessary for advancement. This may be done as part of

the annual performance evaluation.

A. Definitions. For the purpose of this Article the following definitions apply:

1) Promotion – Movement to a position in a job class with a higher salary

range maximum.

2) Transfer – Movement to a position within another department in the

same classification.

3) Lateral Movement – Movement of employee to a position in a different

class which has the same salary range maximum as the employee’s

current class.

4) Voluntary Demotion – Movement to a position with a lower salary

maximum, where the position is attained through the employment

process. This section does not apply to employees who demote as part

of corrective action.

14.6 Cyclic year employees who have indicated a desire for a twelve (12) month

position will be considered for twelve (12) month positions available within their

work unit so long as they comply with the requirements of the application process.

14.7 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. The University may limit the scope of the

posting area if applications only from within the posting area are accepted.

14.8 It is the intent of the Employer to fill vacancies as soon as possible within budgetary

limitations and where replacements are needed.

14.9 A. The Employer will determine if applicants possess the essential skills

required of the position. Essential skills are the minimum qualifications listed in

the job description for the classification and any specific position

requirements. Consistent with its current practices, the Employer will refer to the

appropriate hiring authority all current bargaining unit applicants possessing the

essential skills prior to referring any non-bargaining unit applications. Where the

skills, abilities and experience of the vacant position applicants are considered

equal, the Employer will offer the position to a bargaining unit applicant. In

accordance with applicable law, affirmative action goals or disability

accommodations will be considered when filling vacancies.

B. At least one (1) bargaining unit applicant per job requisition, who is a

regular monthly employee and who possesses the essential skills, shall be

among those granted an interview for bargaining unit positions. Which

bargaining unit applicant(s) the Employer chooses to interview shall not be

grievable.

C. Applicants from within the bargaining unit who are not offered the position

may request a non-grievable explanation as to why the position was not offered.

Employees may grieve if they believe the requirements for posting or other hiring

processes were not followed.

14.10 Movement between positions within the University: Employees who transfer,

promote, move laterally, or voluntarily demote shall serve a trial service period.

Paid or unpaid leave taken during the trial service period shall extend the length of

the trial service period on a day-for-a-day basis for any day(s) that the employee

takes paid time off, leave without pay, or shared leave, except for leave taken for

military service. Either the Employer or the employee may end the appointment

by providing notice, and the employee shall have the option to revert to their former

position if it is still vacant, be considered for reassignment in the same

classification in the same department as their former position, or be placed on the

rehire list. Upon request, the Employer will provide the employee a written

explanation. Both the trial service requirement and reversion rights (Employer and

employee) apply to employees accepting positions represented by a different

Union.

14.13 Promotion or Lateral Movement: Promotional or lateral movement appointees will

serve a six (6) month trial service. During the first two (2) months of the trial service

period, promotional or lateral movement employees have preemptive rights to their

former position. After the first two (2) months but during remainder of trial service,

employees who are not staying in the new position shall have the option to revert

to their former position if it is still vacant, be considered for reassignment in the

same class as their former class in the same department as their former position

or be placed on the rehire list.

14.14 Transfer: Transfer appointees will serve a six (6) week trial service. At any time

during the six (6) weeks the employee has preemptive rights to their former

position if the position is vacant, be considered for reassignment in the same

classification in the same department as their former position or be placed on the

rehire list.

14.15 Voluntary Demotion: Any employee who demotes to a classification in which they

have previously held permanent status will serve a six (6) week trial service. At

any time during the six (6) weeks the employee has preemptive rights to their

former position, if the position is vacant, be considered for reassignment in the

same classification in the same department as their former position or be placed

on the rehire list. This section does not apply to corrective action related

demotions.

14.14 An employee who demotes to a classification in which they have not previously

held permanent status will serve a six (6) month trial service. During the first two

(2) months on the new job, these employees have preemptive rights to their former

position. After the first two (2) months but during the remainder of trial service,

employees who are not staying in the new position shall have the option to revert

to their former position if it is still vacant, be considered for reassignment in the

same class as their former position, or be placed on the rehire list.

14.15 Temporary Assignment To a Higher Position.

The employing official may temporarily assign a regular monthly employee the

duties and responsibilities of a higher-level class for up to one (1) year. Such

appointments shall be made in increments of no more than six (6) months.

14.16 Employees shall receive reasonable paid release time for job interviews for

University positions (which may include sitting for an examination at the

University). Such time must be approved in advance by the supervisor subject to

unit staffing needs.

ARTICLE 15 – INTER-SYSTEM MOVEMENT AND TRANSFER

Permanent state employees who transfer employment without a break in service

between Higher Education institutions, state agencies, state board, or other state

funded entities will have their unused sick and vacation time off, months of service,

retirement, and other state benefits transferred to their new place of employment

to the extent allowed by state law and this Agreement.

Months of service toward a higher vacation accrual rate shall include all time spent

in classified service up to the date of entering into the bargaining unit including

prior state service credit as applicable. Unused sick and vacation time off balances

of permanent employees changing employment between bargaining unit and non-

bargaining unit positions shall move with the employee.

ARTICLE 16 – HOLIDAYS

16.1 Holidays. The present holiday schedule includes the following eleven (11) days

with pay.

New Year’s Day Independence Day

Martin Luther King Jr. Labor Day

(Third Monday of January) Veteran’s Day

President’s Day Thanksgiving Day

(Third Monday of February) Native American Heritage Day

Memorial Day Christmas Day

Juneteenth (June 19th)

Holidays are prorated for part-time employees.

To be paid for a holiday not worked Employees must be in pay status for at least

four (4) hours on the last scheduled work shift preceding the holiday. For the

purpose of this article, time spent on temporary layoff is considered time in paid

status.

The Employer may designate other days or shifts to be observed in lieu of the

above holidays.

16.2 Holiday Pay Rules. The following applies to the holidays listed in this Article

Full Time Employee:

A. When the holiday falls on the full time employee’s regularly scheduled work

day and is worked, the employee will be paid holiday premium pay (one and one

half) for all hours worked. The employee will also receive eight (8) hours of

holiday credit.

B. When the holiday falls on the full time employee’s regularly scheduled work

day and is not worked, the employee will be paid eight (8) hours at the

employee’s regular rate of pay. If the employees shift is more than eight (8)

hours, the employee will be allowed to use compensatory time, holiday credit,

vacation time off, or unpaid time off to complete the regularly scheduled work

hours for the day.

C. When the holiday falls on the employee’s regularly scheduled day off, the

employee will receive eight (8) hours of holiday credit.

Part Time Employee:

D. When the holiday falls on the part time employee’s regularly scheduled work

day and is worked, the employee will be paid holiday premium pay (one and one

half) for all hours worked. The employee will also receive the prorated to full time

number of hours of holiday credit.

E. When the holiday falls on the part time employee’s regularly scheduled work

day and is not worked, the employee will be paid the prorated to full time number

of hours at the employee’s regular rate of pay.

Night Shift Employees

The holiday for night shift employees whose work schedule begins on one

calendar day and ends on the next will be the shift in which half or more of the

hours fall on the calendar holiday. That shift will be treated as the holiday and

paid in accordance with the above holiday pay rules.

Holiday Credit

A. 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 leave accrual limit.

B. Holiday Credit Cash Out:

All holiday credit must be used by June 30th of each year. The employee’s

holiday credit balance will be cashed out every June 30th or when the employee

leaves University employment for any reason. The employee’s holiday credit

balance may be cashed out when the employee:

1. Transfers to a position in their department with different funding sources

or,

2. Transfers to a position in another department.

16.3 Personal Holiday.

Each employee may select one personal holiday each calendar year in

accordance with the following:

1) The employee has been continuously employed by the University for more

than four (4) months;

2) The employee has requested and been approved to take the personal

holiday in accordance with Article 17 Vacation Time Off.

3) The personal holiday must be taken by the employee in one absence not

to exceed the work shift on the day of the absence.

B. It is the employee’s responsibility to schedule the Personal Holiday before

December 31

. if not requested it is forfeited.

C. Entitlement to the holiday will not lapse when it is cancelled by the

Employer and cannot be rescheduled before December 31st.

D. Full-time employees shall receive eight (8) hours of regular pay for the

personal holiday. Any differences between the scheduled shift for the day and

eight (8) hours may be adjusted by use of compensatory time, holiday credit,

vacation time off, or unpaid time off.

E. Part-time employees shall be entitled to a pro-rated number of paid hours

on a Personal Holiday based on their FTE.

ARTICLE 17 – VACATIONS

17.1 Accrual. Employees will accrue vacation time off during the new hire probationary

period.

The current accrual schedule for full-time employees (prorated for part-time), to be

credited monthly, is as follows:

Length of Service

Hours Per Month

Days/Hours Per Year

year

8.00

12/96

year

8.67

13/104

year

9.33

14/112

year

10.00

15/120

year

10.67

16/128

year

11.33

17/136

year

12.00

18/144

year

12.67

19/152

years

13.33

20/160

year

14.00

21/168

year

14.67

22/176

– 19

year

15.33

23/184

– 24

year

24/192

year or more

16.67

25/200

17.2 The annual vacation schedule in each work unit shall be established in the existing

departmental manner or as follows:

a. Twice each year, on or about April 1 and October 1, a vacation request sheet

shall be circulated to the bargaining unit employees. Each employee shall be

given the opportunity to indicate their preference of a vacation time period for

the subsequent six (6) months. Supervision shall endeavor to schedule

vacations according to the employee’s wishes. In the event that two or more

bargaining unit employees from the same unit request the same vacation

period and supervision must limit the number of persons who may take leave

at one time due to work requirements, preference shall be determined by

departmental seniority. If departmental seniority is equal, the determination

will be decided by lot.

b. Supervision shall post the vacation schedule by May 1 and November 1,

which shall remain in effect for each succeeding six (6) months period, that

is, June 1 through November 30, and December 1 through May 31,

respectively. Individual vacation periods may be changed at any time by

mutual agreement between the employee(s) concerned and supervision.

However, in no case shall an employee’s scheduled vacation interfere with

the necessary work of the organization, the determination of which shall rest

with supervision.

c. Employees may make a supplemental vacation request (those made outside

the provisions of 17.2(a) at any time. Such supplemental requests shall not

take precedence over requests scheduled in accordance with 17.2(a).

Individual vacation periods may be changed at any time by mutual agreement

between the employee(s) concerned and supervision; however in no case

shall an employee’s scheduled vacation interfere with the necessary work of

the organization, the determination of which shall rest with supervision.

An employee who makes a supplemental vacation request will be notified

whether the request is approved or denied within a reasonable period of time,

but in no case more than seven (7) calendar days after the supplemental

vacation request is submitted according to department procedure.

17.3 Any bargaining unit employee who may be transferred to another unit or removed

from the bargaining unit by promotion or transfer shall alter their preferred vacation

period if in conflict with a previously established vacation schedule.

17.4 Vacation Denial. When an employee’s vacation cannot be approved, the

supervisor shall schedule the employee’s vacation at the next earliest date

requested by the employee if available and deemed possible by the supervisor. .

If an employee’s request for vacation leave is denied, the Employer, upon request,

must provide the reason for denying vacation leave electronically or in writing.

17.5 Holiday Rotation. Vacation requests filed in accordance with 17.2 for the week

including Thanksgiving and the weeks including Christmas Day and New Year’s

Day shall be granted on a rotating basis. The rotation will begin with the most

senior person and shall proceed in that order until all staff wishing to take vacation

leave during those holiday periods have done so. No employee shall be granted

more than one (1) of the aforementioned weeks in a single year, unless there are

no other interested employees and the department is able to grant the request

based on operational needs.

17.6 Vacation Time Off Maximum.

Employees may accumulate maximum vacation balances not to exceed the

statutory limits in accordance with RCW 43.01.040 (currently two hundred forty

(240) hours). However, there are two (2) exceptions that allow vacation time off to

accumulate above the maximum:

A. If an employee’s request for vacation time off is cancelled or denied by the

Appointing Authority or designee, and the employee has not exceeded the

vacation leave maximum (currently two hundred forty (240) hours), the Employer

shall grant an extension for each month that the Employer defers the employee’s

request for vacation time off.

B. An employee may also accumulate vacation time off days 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 (time off service date). Any

time off in excess of the maximum that is not deferred in advance of its accrual as

described above, will be lost on the employee’s anniversary date (time off service

date).

17.7 Vacation Time Off Cash Payment. Any employee who has been employed for at

least six continuous months, who resigns or retires, is laid-off or is terminated by

the University shall be entitled to accrued vacation pay.

17.8 If a department maintains a vacation time off calendar indicating days taken and/or

available for vacation time off, the calendar will be made available electronically to

employees or posted in a visible department space to facilitate the supplemental

vacation time off process.

ARTICLE 18 – SICK TIME OFF

18.1 Sick Time Off

a. Accrual.

Full-time employees (prorated for part-time) shall accrue eight (8) hours of sick time off

for each month of completed regular monthly service. Full-time and part-time

employees with unpaid time off exceeding 80 hours in a month (prorated for part-time)

will earn a monthly accrual proportionate to the number of hours in pay status, in the

month to that required for full-time employment. Employees working less than a full-time

schedule will earn a monthly accrual proportionate to the number of hours in pay status,

in the month to that required for full-time employment. Sick time off accruals must not

exceed eight hours in a month and may not be used in advance of the accrual.

b. Sick Time Off – Use. Sick time off shall be allowed an employee under the

following conditions.

(1) Because of and during illness, disability or injury which has incapacitated

the employee from performing required duties.

(2) By reason of exposure of the employee to a contagious disease during such

period as attendance on duty would jeopardize the health of fellow

employees or the public.

(3) Because of a health condition of a family member that requires treatment or

supervision, or that requires the presence of the employee to make

arrangements for extended care.

Family members includes biological, adoptive, de facto, or foster parent,

stepparent, or legal guardian of an employee or the employee’s spouse or

domestic partner, or a person who stood in loco parentis when the

employee was a minor child; sibling, spouse, domestic partner,

grandparent, grandchild, or child, regardless of age or dependency status,

including a biological, adopted or foster child, stepchild, or a child to whom

the employee stands in loco parentis, is a legal guardian, or is a de facto

parent. Family members include those persons in a “step” relationship.

(4) To provide emergency child care (as in Article 25) or because of

condolence or bereavement (as in Article 26)

(5) For personal medical, dental, or optical appointments or for family

members’ appointments when the presence of the employee is required, if

arranged in advance with the Employer.

(6) When an employee is required to be absent from work to care for

members of the employee’s household or family members because of

emergencies not covered above.

(7) When requested as a supplemental benefit while receiving a partial wage

replacement for paid family and/or medical leave under Title 50A RCW.

This time off may be subject to verification that the employee has been

approved to receive benefits for paid family and/or medical leave under

Title 50A 15 RCW.

(8) If the employee or the employee’s family member is a victim of domestic

violence, sexual assault, or stalking as defined in RCW 49.76.020. The

Employer may require the request for leave for this purpose be supported

by verification per Administrative Policy Statement 46.8.

(9) For an employee to be with a spouse or registered domestic partner who

is a member of the armed forces of the United States, National Guard, or

reserves after the military spouse or registered domestic partner has been

notified of an impending call or order to active duty, before deployment, or

when the military spouse or registered domestic partner is on leave from

deployment.

(10) When an employee requests to use sick time off for the purposes of parental

leave to bond with a newborn, adoptive, or foster child for a period of up to eighteen (18)

weeks. Sick time off for the purpose must be taken during the first year following the

child’s birth or placement.

c. Use of Vacation Time Off or Compensatory Time Off for Sick Time Purposes.

An employee who has used all accrued sick time off may be allowed to use

accrued vacation leave and/or compensatory time off for sick time off purposes

when approved in advance or authorized by the employee’s departmental

supervisor. All available compensatory time must be used prior to accrued

vacation time off, unless this will result in the loss of vacation time.

An employee must be granted the use of accrued compensatory time to care

for spouse, domestic partner, parent, parent-in-law, grandparent,

minor/dependent child who has a serious health condition; for domestic

violence leave; military spouse leave; and when requested as a supplemental

benefit.

d. Restoration of Vacation Time Off. In the event of an incapacitating illness or

injury during vacation time off, the employee’s supervisor may authorize the

use of sick time off and the equivalent restoration of any vacation time off

otherwise charged. Such requests shall be in writing, and a medical certificate

may be requested.

e. No Abuse of Sick Time Off. Both parties agree that neither the abuse nor the

arbitrary denial of sick time off will be condoned. The Employer and the Union

agree to work cooperatively toward the resolution of mutually identified

problems regarding the use of sick time off.

f. Sick Time Off Verification: The Employer will not require verification for

absences of three (3) consecutive work days or fewer. Such verification or

proof may be given to the supervisor/manager or Human Resources according

to departmental policy. The Employer will not make unreasonable requests for

sick time off verification.

18.2 Sick Time Off Cash Out. Eligible employees may elect to receive monetary

compensation for accrued sick time off as follows:

In January of each year an employee whose sick time off balance at the end of the

previous year exceeds four hundred eighty (480) hours may elect to convert the

sick time off hours earned in the previous calendar year, minus those hours used

during the year, to monetary compensation. No sick time off hours may be

converted which would reduce the calendar year end balance below four hundred

eighty (480) hours. Monetary compensation shall be paid at the rate of twenty-five

percent and shall be based on the employee’s current salary. All converted hours

will be deducted from the sick time off balance.

Employees who separate from University service due to retirement or death shall

be compensated for the unused sick time off accumulation from the date of most

recent hire in a leave eligible position with the State of Washington at the rate of

25%. Compensation shall be based upon the employee’s wage at the time of

separation. For the purpose of this section, retirement shall not include vested out

of service employees who leave funds on deposit with the retirement system.

In accordance with state law, former eligible employees who are re-employed

within five (5) years of separation shall be granted all unused sick time off credits,

if any, to which they are entitled at time of separation.

18.3 Family Care Leave. In accordance with RCW 49.12 and WAC 296-130,

employees shall be allowed to use any or all of their choice of sick leave or other

paid time off to care for a family member (as defined above) who has a serious

health condition or an emergency condition. Employees shall not be disciplined or

otherwise discriminated against because of their exercise of these rights.

ARTICLE 19 – VOLUNTARY EMPLOYEE BENEFICIARY ASSOCIATIONS

In accordance with state and federal law, agencies and employees in bargaining

units may agree to form Voluntary Employee Beneficiary Associations (tax-free

medical spending accounts) funded by the retiree’s sick time off cash out.

Voluntary Employee Beneficiary Associations of employees covered by this

Agreement will be implemented only by written agreement with the Union.

ARTICLE 20 – MISCELLANEOUS LEAVE

20.1 Leave of Absence Without Pay. In addition to the circumstances specified

elsewhere in this Agreement, the Employer, in its discretion may approve a leave

without pay for the following reasons specified below. Leaves without pay must

be approved or denied by the Employer in writing within fourteen (14) calendar

days of the request when practicable and if denied will include the reason for

denial. Approval will set a date for the employee’s return to work. Modification of

the return date must also be approved in writing by the Employer.

20.2 Unpaid time off may be granted for the following reasons:

a. Child or elder care emergencies

b. Governmental service

c. Citizen volunteer or community service

d. Conditions applicable for leave with pay

e. Education

f. Formal collective bargaining

g. Leave taken voluntarily to reduce the effect of a layoff

h. Union project activities

i. To accommodate annual work schedules of employees occupying cyclic year

positions

j. As otherwise provided for in this Agreement

20.3 Leave of absence without pay for the following reasons is not covered by this

Article:

a. Compensable work-related injury or illness, (Article 30)

b. Military service (Article 29)

c. Leave for serious health condition taken under the provisions of the Family and

Medical Leave article (Article 21)

d. Leave authorized by the Employer as part of a plan to reasonably

accommodate a person of disability (Article 3)

e. Disability due to pregnancy or childbirth (Article 21)

f. Parental leave (Article 21)

g. Union activities (Article 42)

20.4 Conditions Applicable to Leave of Absence without Pay:

Employees must submit any request for a leave of absence without pay in writing

when feasible prior to the leave being used. Except as required by law, a request

for leave without pay must meet the following conditions:

a. The employee must be a permanent employee

b. The employee must have a bona fide intention of returning to work following

the leave

c. The leave without pay must not, in the discretion of the University, interfere with

operational needs.

20.5 Cancellation of Leave of Absence Without Pay. The Employer may cancel a leave

without pay upon finding that the employee is using the leave for purposes other

than those specified at the time of approval, or where there are extreme

circumstances requiring the employee’s return to work. The Employer will provide

written notice to the employee that a leave of absence without pay has been

cancelled. The notice will set a date for the employee’s return to work. Unless

mutually agreed, the employee’s failure to return to work on the date prescribed

will be considered job abandonment.

20.6 Benefits During Leave. Employees are encouraged to contact the Integrated

Service Center (phone # 206-543-8000, ischelp@uw.edu) prior to any leave of

absence without pay to understand impact on benefits and learn about other points

to consider.

20.7 Returning Employee Rights. Employees returning to work following an approved

leave of absence without pay will be returned to the position they held prior to the

leave without pay or to another position in the same classification in the same

geographical area unit and organizational unit. In the event the employee’s

position is substantially impacted during the time the employee is on leave, they

will be notified in writing and provided a time in which to exercise any rights

available pursuant to this Agreement.

20.8 Educational Leave. After applicable accrued time off has been exhausted, unpaid

time off may be granted for the duration of actual attendance in an educational

program.

20.9 Government Service Leave. After applicable accrued time off has been

exhausted, unpaid time off may be granted for government service in the public

interest, including but not limited to the U.S. Public Health Service or Peace Corps.

20.10 Volunteer or Community Service Leave. After applicable accrued time off has

been exhausted, unpaid time off may be granted for community volunteerism or

service.

20.11 Formal Collective Bargaining Leave. Unpaid time off may be granted to participate

in formal collective bargaining sessions authorized by RCW 41.80 as mutually

agreed by the parties.

ARTICLE 21 – FEDERAL FAMILY MEDICAL LEAVE ACT AND PARENTAL LEAVE*

21.1 Federal Family and Medical Leave Act (FMLA). Consistent with the federal Family

and Medical Leave Act of 1993, an employee who has worked for the state for at

least twelve (12) months and for at least one thousand two hundred and fifty (1250)

hours during the twelve (12) months prior to the requested leave is entitled to up

to twelve (12) work weeks of leave per year for any combination of the following:

a. parental leave to care for a newborn or newly placed adopted or foster child; or

b. personal medical leave due to the employee’s own serious medical condition

that requires the employee’s absence from work; or

c. family medical leave to care for a family member who suffers from a serious

medical condition that requires care or supervision by the employee.

Family Member is defined as: the employee’s spouse or same or opposite sex

domestic partner, child, parent, grandparent, grandchild, sister, or brother. It

also includes individuals in the following relationships with the employee’s

spouse or domestic partner: child, parent, and grandparent. “Child” also

includes any child residing in the employee’s home through foster care, legal

guardianship or custody. Family members include those persons in a “step”

relationship.

21.2 The amount of family medical leave available to an employee is determined by

using a rolling twelve (12) month period. The rolling twelve (12) month period

measures FMLA leave availability by "looking backward" from the date an

employee begins FMLA leave, adding up any FMLA leave used in the previous

twelve (12) months, and subtracting that amount from the employee's twelve (12)

workweek FMLA leave entitlement. The remaining amount is available to the

employee.

a. While on leave covered by FMLA, the employee must use accrued leave before

leave without pay for the absence unless it runs concurrently with Washington

Family and Medical Leave (PFML).

b. The Employer will not require the use of paid leave such that it would result in

the employee having fewer than eighty (80) hours of accrued vacation leave or

eighty (80) hours of accrued sick leave, counted separately, upon return to work.

Vacation and sick leave that has been requested and approved prior to the request

for the use of FMLA will not be considered when requiring employees to use leave

during FMLA-covered leave. This does not apply during an absence covered by

the Washington Family and Medical Leave Program (PFML).

21.3 The University will continue the employee’s existing employer-paid health

insurance benefits during the period of leave covered by FMLA. If necessary, due

to continued approved personal medical or parental leave approved beyond the

FMLA period, or if the employee is not eligible for FMLA, the employee may elect

to use eight (8) hours of accrued applicable paid leave for continuation of employer

paid health insurance benefits for each month of the duration of the approved

absence. The interspersed paid leave will be applied to the first working day of the

month.

21.4 FMLA leave may be taken intermittently or as part of a reduced work schedule

when medically necessary

21.5 Parental Leave. Parental leave is defined as: up to six (6) months of leave taken

after the birth of a child to the employee, spouse or domestic partner, or because

of the placement of a child with the employee or domestic partner through adoption

or foster care, including time covered by the FMLA, during the first year after the

child’s birth or placement. Leave beyond the period covered by FMLA may only

be denied by the Employer due to operational necessity. Extensions beyond six

(6) months may be approved by the Employer. For birth parents, temporary

disability leave for pregnancy is in addition to parental leave.

To be paid during Parental leave employee's must use accrued vacation leave,

sick leave up to eighteen (18) weeks (720 hours), personal holiday, holiday credit,

or compensatory time, the combination of which may be determined by the

employee. Employees must use all applicable accrued leave prior to going on

leave without pay unless it runs concurrently with Washington Family and Medical

Leave (PFML).

ARTICLE 22 – CHILD/DEPENDENT CARE

22.1 The Employer and the Union recognize that family life has a significant impact

upon employees’ work lives. To help maintain a quality workforce, the Employer

will continue to provide: referral assistance for daycare within the community,

partially subsidized backup child care benefits, and, where feasible, will consider

space and support for childcare centers at UW worksites.

22.2 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 significantly reduce

availability of University-sponsored child care programs.

22.3 Union members will continue to be notified annually of the availability of the

Dependent Care Assistance Program (DCAP) offered through the State of

Washington Department of Retirement Systems.

ARTICLE 23 – SHARED LEAVE

23.1 The purpose of this article is to inform employees of the basic provision of the

leave-sharing program established by RCW 41.04.650- 41.04-670, as now or

hereafter amended. In the event that there is any question as to leave sharing

eligibility, entitlement or definition of terms, the language of the Revised Code of

Washington is definitive.

The leave sharing program permits eligible state employees to donate a portion of

their paid time off to financially aid other state employees who will need to take a

leave of absence without pay or separate from employment because the

employee:

• Has a severe or extraordinary illness; or

• Has caregiver responsibilities for a relative or household member with a

severe or extraordinary illness; or,

• Is serving as an approved emergency worker; or,

• Is voluntarily or involuntarily serving in one of the uniformed services; of the

United States, or,

• Is a victim of domestic violence, sexual assault or stalking, or assisting a

family member who is a victim of domestic violence, sexual assault or

stalking; or

• Is temporarily disabled due to a pregnancy-related medical condition or

miscarriage; or

• 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.

23.2 Shared Leave Program. The shared leave program is administered consistent

with state law and University policy. Employees seeking to request shared leave

or to donate shared leave to another employee will follow the request procedures

that the Human Resources Department publishes for that purpose.

23.3 WA State Shared Leave Pool Programs: In accordance with state law and

University Policy, eligible state employees may donate leave to the following

shared leave pool programs:

• Uniformed Services Shared Leave Pool Program

• Foster Parent Shared Leave Pool Program

• Veterans’ In-State Service Shared Leave Pool Program

23.4 Shared Leave donations must be a minimum of four (4) hours, however, shared

leave may be used in any increment.

ARTICLE 24 – UNPAID HOLIDAYS FOR A REASON OF FAITH OR CONSCIENCE

Unpaid time off will be granted for a reason of faith or conscience for up to two (2)

workdays per calendar year as provided below.

a) Unpaid time off will be granted for up to two (2) workdays per calendar year for

a reason of faith or conscience or an organized activity conducted under the

auspices of a religious denomination, church or religious organization. Unpaid

time off may only be denied if the employee’s absence would impose an undue

hardship on the Employer as defined by Chapter 82-56 WAC or the employee

is necessary to maintain public safety.

b) The Employer will allow an employee to use compensatory time, personal

holiday or vacation time off in lieu of unpaid time off. All requests to use

compensatory time, personal holiday or vacation time off requests must

indicate the time off is being used in lieu of unpaid time off for a reason of faith

or conscience. An employee’s personal holiday must be used in full workday

increments.

c) An employee’s seniority date, probationary period or trial service period will not

be affected by unpaid time off taken for a reason of faith or conscience.

d) Employees will only be required to identify that the request for unpaid time off

is for a reason of faith or conscience or an organized activity conducted under

the auspices of a religious denomination, church, or religious organization.

ARTICLE 25 – ABSENCE DUE TO FAMILY CARE EMERGENCIES

A. There are two types of family care emergencies:

1) A child care emergency is defined as a situation causing an employee's

inability to report for or continue scheduled work because of emergency

child care requirements such as unexpected absence of regular care

provider, unexpected closure of the child's school, or unexpected need to

pick up child at school earlier than normal.

2) An elder care emergency is defined as a situation causing an employee’s

inability to report for or continue scheduled work because of emergency

elder care requirements such as the unexpected absence of a regular care

provider or unexpected closure of an assisted living facility.

B. An employee who is unable to report for or remain at work due to a family care

emergency may use vacation time off, sick time off, compensatory time, holiday

credit, or unpaid time off up to a maximum of three (3) days of each type of time

off per calendar year, and their personal holiday. Use of any of the above time off

types is dependent upon the employee's eligibility to use such time off. The

employee upon returning from such an absence shall designate to which time off

type the absence will be charged.

C. In accordance with RCW 49.46.210, sick time off may be used when an

employee’s child’s school or place of care has been closed by order of a public

official for any health-related reason. Health-related reason means a serious public

health concern that could result in bodily injury or exposure to an infectious agent,

biological toxin, or hazardous material.

ARTICLE 26 – CIVIL DUTY TIME OFF AND BEREAVEMENT TIME OFF

For the purposes of this Article, paid time off will be the wage the employee receives in

their appointed position plus any additional compensation (including, but not limited to

shift differential and assignment pay) and benefits.

26.1 Civil Duty. Leave with pay will be granted for jury duty, to serve as trial witnesses,

or to exercise other subpoenaed civil duties such as testifying at depositions.

Employees are not entitled to civil duty time off for civil legal actions that they

initiate or when named as a defendant in a private legal action that is unrelated to

their University employment. The employee will notify the Employer as soon as

they become aware of the need for a civil duty time off. Employees may keep any

compensation received for fulfilling civil duty, such as jury pay or travel

reimbursement.

Employees assigned to work evening shift, who are scheduled to work the evening

of civil duty shall be considered to be scheduled for the day shift for that day.

Employees assigned to work the night shift who are scheduled to work the day

before and the day of civil duty leave will be allowed to have their civil duty leave

the day before or the day of civil duty service. Employees assigned to work the

night shift who are scheduled to work the day before and the day of civil duty leave

may also utilize vacation time off for all or a portion of the shift not covered by civil

duty time off in accordance with Article 17 Vacation. Employees may also request

to change their schedule to accommodate civil duty leave.

26.2 Bereavement Time Off. An employee shall be granted up to three () continuous or

non-continuous days of bereavement time off, as requested by the employee, for

each death of a family member including the stillbirth or miscarriage of a child.

Bereavement time off beyond three () days may be approved based on individual

circumstances, such as relationship of the employee to the deceased family

member, employee responsibility for making funeral arrangements, religious

reasons and/or distance of travel out of the area. Upon the Employer’s approval,

the employee may choose to use the following types of time off for beyond the ()

days: sick, vacation, holiday credit, comp time, personal holiday or unpaid time off.

Family members includes biological, adoptive, de facto, or foster parent,

stepparent, or legal guardian of an employee, or a person who stood in loco

parentis when the employee was a minor child; sibling, spouse, domestic partner,

grandparent, grandchild, or child, regardless of age or dependency status,

including a biological, adopted or foster child, stepchild, or a child to whom the

employee stands in loco parentis, is a legal guardian, or is a de facto parent.

Family members include those persons in a “step” relationship. Family member

also includes individuals in the following relationships with the employee’s spouse

or domestic partner: child, parent (as defined above), or grandparent.

ARTICLE 27 – LEAVE RELATED TO DOMESTIC VIOLENCE, SEXUAL ASSAULT

OR STALKING

As required by state law, and in accordance with University policy, the University will

grant time off and/or reasonable safety accommodations to an employee who is a victim

of domestic violence, sexual assault, or stalking. A reasonable safety accommodation

may include, but is not limited to, a transfer, reassignment, modified schedule, changed

work telephone number, changed work email address, changed workstation, installed

lock, implemented safety procedure, or any other adjustment to a job structure,

workplace facility, or work requirement in response to actual or threatened domestic

violence, sexual assault, or stalking.

Time off may also be granted to an employee who has to assist a family member who is

a victim of domestic violence, sexual assault or stalking. The parties will continue to

work to promote knowledge of this employee right.

ARTICLE 28 – INCLEMENT WEATHER AND SUSPENDED OPERATIONS

28.1 Inclement Weather. When the University is in operation but an employee requests

time off to deal with unanticipated problems related to natural disasters or severe

weather conditions, the employee may charge the absence to accrued

compensatory time, holiday credit, personal holiday, vacation time off, or leave

without pay. Employees designated as essential must make all reasonable efforts

to report to work as scheduled.

28.2 Suspended Operations. If the University determines it is advisable due to

emergency conditions to suspend the operation of all or any portion of the

institution, requiring only employees in essential positions, that are not conductive

to telework, to report to work the following will govern: When prior notification of

suspended operations has not been given, non-essential employees released until

further notice after reporting to work shall receive a minimum of four (4) hours pay

for the first day. Non-essential employees who do not work for the balance of the

closure during suspended operations may use paid time off in the following order:

a. Accrued compensatory time and/or holiday credit.

b. Vacation time off.

c. Personal holiday. An employee must use personal holiday time as a full day or

shift.

d. Unpaid Time Off

Employees who have exhausted the above paid time off types may use unpaid

time off.

If unpaid time off is used, employees have up to fifteen (15) calendar days after

operations resume to make up work time lost provided the following:

(1) Employees must request makeup time within two (2) working days after

operations resume, and

(2) Reasonable work must exist and the supervisor must approve the request

to work. If the request is denied, then the supervisor shall state their

reason(s) for the denial in writing.

Make up time worked by overtime-eligible full-time employees is calculated

at time and one-half (1-1/2).

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. Restricted spaces include but are not limited to:

disability stalls, time limited stalls, load/unload stalls, pay by space stalls (restricted

to pay station parking), university vehicle stalls, metered stalls (restricted to pay

meter parking) carpool stalls, UCAR Only stalls, electric vehicle charging stalls,

motorcycle stalls, and department reserved stalls. Employees qualified to use a

restricted space (for example disabled stalls) shall be able to use the appropriate

space.

28.3 Public Health Suspended Operations. Accrued sick time off may also be used for

the suspension of operations when the employee’s workplace has been closed by

a public official for any health related reason.

ARTICLE 29 – MILITARY LEAVE

29.1 Military Leave 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. Employees who are called to active duty in any of the uniformed services

or their reserves shall receive 21 work days of paid military leave annually from

October 1 through September 30. Such paid military leave shall be in addition to

any compensatory time, holiday credit, vacation or sick leave to which the

employee might be otherwise entitled, and shall not involve the reduction of any

benefits, performance rating, privileges or base pay. During the period of paid

military leave, the employee shall receive their normal pay. If the employee is

scheduled to work a shift that begins on one calendar day and ends on the next

calendar day, the employee is charged military leave only for the first calendar

day.

29.2 Employees required to appear during working hours for a physical examination to

determine physical fitness for military service shall receive full pay for the time

required to complete the examination.

29.3 Employees who are called to active duty in one of the uniformed services of the

United States or the State of Washington shall be granted a military leave of

absence without pay for absence from work for up to 5 years in addition to any

time covered by the provisions of Section 29.1. During an unpaid military leave of

absence, an employee is entitled to receive:

a. retirement benefits and service credit in accord with the provisions of the

applicable retirement system;

b. paid medical and dental insurance if in pay status at least 8 hours per month.

Other health plan coverage at the employee’s request and expense for a limited

period of time as determined by the Health Care Authority;

c. other length-of-service credits related to employment that would have been

granted had the employee not been absent; provided that the employee returns

to University service at the conclusion of the leave in accord with applicable

Federal and State laws related to military leave; and

d. any additional benefit required by then-applicable state or federal law.

29.4 The employee should follow the military leave of absence request process.

Unless prohibited by military necessity, the University shall be provided with a copy

of an employee’s orders at the time the employee requests military leave. Such

request shall be made as soon as reasonably practical after the employee learns

of the need for such leave.

29.5 Following release from military service, an employee shall have the right to return

to their employment as provided by then-applicable state and federal law. The

employee will provide a copy of employee’s discharge papers and any other

documentation permitted or required by military-leave laws to their supervisor and

to Human Resources.

29.6 Employees who are spouses of members of the armed forces will be released for

the provisions of the Military Family Leave Act RCW 49.77 when the service

member has been notified of an impending call or order to active duty or when on

leave from deployment.

ARTICLE 30 – WORK RELATED INJURY LEAVE

30.1 An employee who sustains a work-related illness or injury shall be eligible for a

disability leave of absence in accordance with their medical restrictions and federal

and state law. It is the intention of the University to comply with state and federal

laws regarding such absences through its policies and procedures.

30.2 Employees who are in unpaid status for up to six (6) months due to a work-related

injury, shall maintain their seniority and progression start date.

30.3 The Employer will follow RCW 51.32.090 and University of Washington

Administrative Policy Statement (APS) 14.1 University Risk Management and

Insurance Programs related to the Worker’s Compensation Program and return-

to-work program. The Employer will attempt to find opportunities for modified duty

that can be offered to employees in lieu of and/or after disability leave. If requests

for modified duty are denied, the Employer, upon request, will provide the modified

duty options that were considered and reason(s) for denial electronically or in

writing.

Employees who suffer a work-related injury or illness that is compensable under

the state worker’s compensation law may select time loss compensation

exclusively or a combination of leave payment and time loss compensation.

30.4 The University’s policies on family and medical leave, sick time off and disability

accommodations apply to employees with injuries or illnesses that have been

accepted as work-related under RCW 51.

ARTICLE 31 – HEALTH AND SAFETY

31.1 Health and Safety. 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. Employees will play an active role in creating a safe and healthy

workplace and will comply with all applicable health and safety rules. The Union

and the Employer are jointly committed to the goal of implementing an effective

health and safety program and accident prevention program that meets or exceeds

WISHA requirements.

31.2 Safety. All work shall be performed in conformity with applicable health and safety

standards. Employees are encouraged to immediately report any unsafe working

conditions to their supervisor. If the matter is not resolved satisfactorily between

the supervisor and employee, either may involve the Union Steward and request

a decision from a medical center’s Safety Officer, and/or the University’s

Department of Environmental Health & Safety or the Department of Labor &

Industries. No other employee may do the work believed to present an imminent

risk to life and safety until a risk assessment has been done by the Safety Officer

and/or the University’s Department of Environmental Health & Safety, or the

Department of Labor & Industries, and it is confirmed that there is no imminent

hazard. Once a risk assessment is completed and it is confirmed that there is no

imminent hazard and conditions meet WISHA standards, the employee will be

expected to perform the work.

Employees are encouraged to attempt to resolve the matter first with the

supervisor, then the Safety Officer and/or the University’s Department of

Environmental Health & Safety prior to going outside the University.

No employee shall be disciplined or retaliated against for reporting any such

condition.

31.3 Reporting. Employees in the bargaining units are encouraged to report

immediately to their supervisor and/or designated safety official any apparent

unsafe working condition. Employees shall use required safety devices and

perform work according to required safety procedures.

If a supervisor, the Employer-designated safety official, Labor and Industries or

Environmental Health and Safety (telephone 206-543-7262) declare a work site to

be hazardous and unfit for work, affected employees may be assigned to

alternative work sites until the hazardous condition is rectified. If assignment to an

alternative work site is not possible and the supervisor decides to send the

employee(s) home, those employees sent home will receive their regular pay for

all time the employee(s) is scheduled to work on the day of the incident. For all

subsequent days the employee(s) may use accrued leave as appropriate or

request make up time as follows:

a. Employees must request make up time within three (3) working days after

operations resume.

b. Reasonable work must exist and the supervisor must approve the request to

work. The time must be made up within ninety (90) calendar days after

operations resume.

31.4 Health Examinations. The Employer shall provide at no cost to the employee, such

medical tests, health examinations and surveillance/monitoring as may be required

as a condition of employment and/or as a result of regulated hazards encountered

after employment.

31.5 Safety Committees. Joint employee-elected and Employer appointed safety

committees shall be formed in accord with WISHA requirements and following

University of Washington policy. The Union is entitled to representation on the

University-wide or specific organizational or divisional committees where

bargaining unit employees are working. Any department or unit committee also

dealing with health and safety issues in work areas shall appropriately involve

bargaining unit employees. Participation in safety and health committees,

including meeting time, health and safety research, work on committee

assignments, seminars, and classes will be considered time worked for all

employees in accordance with University policy. Release time must be arranged

with supervisors in advance.

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.

31.6 Ergonomics. The supervisor/manager will provide training and equipment for staff

to safely perform job functions and avoid injury. Employees should contact their

supervisor if job procedures, equipment or workstations lead to risk of injury or

work-related musculoskeletal disorders. Further ergonomic guidelines shall be

referenced on the Environmental Health and Safety website

www.ehs.washington.edu.

31.7 Workplace Review. Supervisors will periodically inspect the worksite for the

identification of recognized hazards, including ergonomic conditions, and put in

place appropriate and feasible mitigations for any identified conditions that may be

hazardous to health and safety. Such mitigations may include the use of

engineering controls, administrative controls, the use of personal protective

equipment, and/or increased training. The organizational unit will determine the

appropriate frequency of the inspections and such frequency shall be an

appropriate topic for Union Management meetings.

In response to a DOSHA* (Department of Occupational Safety & Health

Administration – Labor & Industries) inspection initiated by a bargaining unit

employee complaint, the Employer will contact the designated Union

representative to participate in the worksite inspection. Employees may also

request a workplace review by the employing department and employees shall be

given the results of the review.

31.8 WISHA Inspections. Each time there is a WISHA inspection of the Employer’s

property in an area where WFSE employees perform their duties, the Employer

shall contact the Union Office to find out whom the Union designates as the

employee representative. If the Union’s representative is not present for the

inspection, the Employer shall request that the WISHA inspector delay the

inspection until the Union’s representative can arrive.

31.9 Wellness. The Employer and the Union will encourage and support employee

participation in appropriate programs including the UW Care Link Services through

which employees may seek confidential assistance in the resolution of chemical

dependency or other problems that may affect job performance. UW Care Link

Services may presently be reached at 1-866-598-3978 (business hours) or 1-800-

833-3031 (24 hour line). No employee’s job security will be placed in jeopardy as

a result of seeking and following through with corrective treatment, counseling or

advice providing that the employee’s job performance meets supervisory

expectations.

31.10 Tools and Equipment. The Employer will furnish and maintain in safe working

condition all tools and equipment required to carry out the duties of each position,

and will provide, during working hours, training on the safe operation and use of

tools/equipment/supplies required to perform the employee’s duties. The

Employer agrees to provide transport for necessary equipment and supplies which

cannot safely be transported by hand. The employees will properly use and

maintain all required tools/equipment/supplies and immediately report any defects

or malfunctions to the supervisor.

31.11 Joint Union/Management Committee. It shall be appropriate for either the Union

or the University to request that a Joint Union/Management committee be

convened, with Environmental Health and Safety as a participating member, to

discuss health and safety concerns and to explore options for addressing those

concerns through appropriate training or other approaches.

31.12 Training. Training that is relevant to the business operations and hazards involved

in the work activities will be provided in the workplace by qualified trained

individuals to employees.

Training needs will be an appropriate topic at Joint Union/Management committee

meetings. Assistance with interpretation may be requested by staff.

31.13 Safety and Health Grievances. Grievances arising out of violations of this Article

will start at Step 2 of the grievance procedure.

*WISHA was renamed DOSHA (Department of Occupational Safety & Health

Administration – Labor & Industries) in 2006. The term WISHA was left in

because the parties felt that the WISHA name would be more recognizable by its

members.

31.14 Personal Protective Equipment (PPE)

A. The Washington State Department of Labor and Industries (L&I) in WAC 296-

800-160 Personal Protective Equipment (PPE) requires all employers to assess

their workplace for hazards that might require the use of personal protective

equipment. If PPE has to be used, the supervisor must require its use.

After the assessment and selection, employees required to use PPE must be

trained before they are required to use the PPE. All of the following must be

covered:

a. What PPE to use and when to use it

b. Limitations of the PPE

c. How to put it on, take it off and adjust it

d. Inspection and maintenance

e. Any manufacturer instructions and warnings

f. Make sure the PPE fits well

g. How to obtain PPE

h. How to dispose of PPE

Bargaining unit employees will not be disciplined for refusing to work in the event

that Employer required PPE is not provided by the Employer.

B. The Employer shall provide appropriate PPE to all health care workers in accordance

with UW Medicine policy. The Employer shall provide appropriate PPE to all campus

employees in accordance with the University’s Department of Environmental Health &

Safety policy. No employee will be disciplined or retaliated against for advocating for PPE

that they believe is needed for their and others’ safety.

ARTICLE 32 – UNIFORMS AND SPECIAL CLOTHING

32.1 The Employer will provide and clean, at no cost to the employees, any designated

uniforms or special clothing which is required by the Employer to be worn on the

job. Such clothing will be mended or replaced by the Employer as necessary due

to normal wear and tear.

32.2 Prior to any decision by a department head to purchase or modify uniforms,

employees in their respective departments shall be given an opportunity to consult

with their department head regarding the color, fabric, and style or uniform to be

worn. The department head shall consider seasonal temperatures in the selection

of uniforms. The department head will consider the wishes of the employees in

making a decision.

32.3 Any clothing which is furnished by the Employer shall be worn in accordance with

the applicable rules or safety regulations.

32.4 The Employer will reimburse employees for personal uniforms, work clothing,

and/or necessary personal items (e.g. eyeglasses, hearing aids, watches)

damaged, torn, or destroyed during normal work activity or by patients, clients, or

customers. Such reimbursement shall be based on estimated current value of the

damaged article to a total of two hundred dollars ($200).

32.5 Safety Boot Reimbursement (Seattle Main Campus Facilities Only):

As determined by the Employer, individual departments may reimburse employees

up to one hundred and fifty dollars ($150.00) per year during the life of this

agreement for protective footwear meeting the performance requirements of

ASTM F2413-11 relative to impact or compression of the toe or metatarsal,

puncture resistance or electrical hazards or static dissipation, if required as

personal protective equipment.

32.6 Tools and Equipment:

The Employer may determine and provide necessary tools, tool allowance,

equipment and foul weather gear. The Employer will repair or replace employer

provided tools and equipment if damaged or worn out beyond usefulness in the

normal course of business. Employees are accountable for equipment and/or

tools assigned to them and will maintain them in a clean and serviceable

condition. Employees who misuse, vandalize, lose or damage state property may

be subject to disciplinary action. Employees will be required to return all

Employer provided tools, equipment (i.e., electronic equipment, badges, etc.) and

foul weather gear upon separation from employment. In those cases where an

employee fails to return the provided tools, equipment and/or foul weather gear,

the Employer may deduct the value of the items from the employee’s final pay.

ARTICLE 33 – TRANSPORTATION AND COMMUTE TRIP REDUCTION

33.1 Parking/U-Pass. The Union agrees that during the life of this Agreement, the

University may apply changes in transportation policy, including adjusting parking

and U-pass fees and criteria for assigning parking spots, to the bargaining unit

without the obligation to bargain with the Union. The Union may raise issues and

concerns about the University’s parking program at Joint Labor/Management

Committee meetings or at ad hoc Labor Management Committee meetings. The

Union shall have a standing seat on the University’s committee(s) that work on

transportation and parking issues.

33.2 Flexible schedules to assist in commute trip reduction. Departments having

continuous and/or public responsibility may establish independent work

schedules in order to meet their special needs. Departments are encouraged to

give serious consideration to employee requests for flexible schedules for

commute trip reduction purposes. Individual requests for flexible scheduling may

be approved by the employing official, provided that such scheduling does not

interfere with the effective operation of the department and shall be dependent

upon operating, business, and customer needs.

33.3 The University will provide parking for employees when they are required to work

at football games.

33.4 Employees in the bargaining unit will not be charged a fee for a U-PASS.

ARTICLE 34 – PERFORMANCE EVALUATION

34.1 Performance evaluations shall be performed annually. Evaluations shall be based

on job related performance factors. Performance evaluations shall not be used to

initiate personnel actions such as transfer, promotions or corrective action;

however, evaluations may serve as supporting documentation for personnel

actions. A supervisor’s failure to complete an annual performance evaluation will

be construed to mean the employee has performed satisfactorily. Employee

participation in the development of evaluation materials and rating factors is

encouraged.

34.2 Evaluation Forms

a. Performance evaluation forms will at a minimum include the following:

(1) A description of the job related factors upon which the evaluation is based.

These will include:

(a) quality of work (e.g. competence, accuracy, neatness thoroughness),

(b) quantity or work (e.g. use of time, volume of work accomplished, ability

to meet schedules, productivity levels),

procedures and methods), and

(d) working relationships (e.g. cooperation and ability to work with

supervisor, co-workers, students, and clients served).

(2) Provision for identifying specific achievements of the employee,

performance goals for the next evaluation period, identifying training needs

to enhance the employee’s skills and other comments.

(3) Provision for employee comments or objections to be attached to and/or

included on the performance evaluation form.

(4) Provision for employee signature accompanied by a statement that

“Employee signature means that the employee has seen and is aware of

the content of the evaluation, but does not necessarily mean that the

employee agrees with the evaluation content.”

(5) Provision for the evaluator and reviewer signatures, and reviewer

comments.

b. The performance evaluation form may be supplemented with other forms

and/or information used to support the employee’s evaluation. Upon request,

an employee may review any written materials used by supervision to prepare

the evaluation.

c. Employees will be provided feedback during their probationary and/or trial

service periods.

d. Implementation of alternative performance evaluation models is an appropriate

topic for Joint Labor Management Meetings.

34.3 Employee Evaluation Information

a. Upon appointment to a position the employee’s supervisor will provide the

employee with a copy of:

(1) the class specification for the position

(2) the position’s job duties

b. Written performance expectations shall be provided to the employee in

sufficient time (normally within thirty (30) calendar days after appointment to

the position) to allow the employee to meet the work expectations. The

Employer will provide at least sixty (60) calendar days notice to employees

before the evaluation when modifications that substantively alter performance

expectations are made. Minor modifications that do not substantively alter

performance expectations require no notice.

34.4 Evaluation Process

a. The supervisor will communicate with the employee about performance

problems as they occur.

b. The purpose of the evaluation meeting is to review, discuss, and if appropriate,

modify the evaluation. The employee shall have an opportunity to discuss the

proposed evaluation with the supervisor and to provide a written response.

c. The final evaluation, with employee comments attached, will be signed by the

evaluator and the employee. The employee will be provided a copy at their

request. Employees of the Medical Centers and those completing their

performance evaluations will not sign a copy of the evaluation, but will complete

the “acknowledgement” step in Workday to demonstrate their review of the

completed evaluation. Employees of the Medical Centers can access and print

their performance evaluations from their Workday profile.

d. Upper level supervisors at the Medical Centers have access and review

privileges for employee performance evaluations in Workday. If modification

and/or comments are made at this level a copy will be provided to the

employee. Medical Centers employees are alerted in Workday to any

additional modifications and/or comments made. Medical Centers can access

and print their performance evaluations from their Workday profile.

e. A copy of the completed evaluation, signed by all appropriate individuals, will

be provided to the employee upon request.

f. Performance evaluations shall be retained in the departmental file for no more

than three (3) years.

34.5 Grievability. Employee performance evaluations are grievable only through Step

Two of the Grievance Procedure.

ARTICLE 35 – PERSONNEL FILES

35.1 Files Relating to Employment. The Employer shall maintain files relating to

employment in accordance with the applicable University policy and/or state or

federal law. The personnel file for each employee will be maintained by the

appropriate Human Resources Operations department and will accompany the

employee throughout their service career at the University of Washington. The

departmental file will be maintained by the department.

Individual supervisors may create and retain documents in a supervisor file.

Documents in the supervisor file will not be placed in the department or personnel

file unless they are incorporated as part of an official action (such as a performance

evaluation or a corrective action).

35.2 Employee Access to Files. Each employee has the right to review their personnel

file, supervisory file, attendance file, payroll file and medical file. The Employer will

determine the location of all employee files. Upon written request by an employee

to their Human Resources Consultant (for personnel file) or department manager

(for departmental file), the employee and/or representative may examine the

employee’s personnel file or departmental file. Review of employee files will be in

the presence of an Employer representative during business hours. The employee

and/or representative may request copies, which may be provided at no cost if the

size of the request is reasonable. A copy of the written authorization will be

retained in the employee’s file.

35.3 Employee Response. A copy of any correspondence, adverse material, or letters

issued and intended to be included in an employee’s official personnel file shall be

mailed or given to the employee prior to becoming a permanent part of the file. An

employee may insert a reasonable amount of job-related materials in their

personnel file that reflects favorably on their job performance. An employee may

provide a written rebuttal to any information in the files that they considers

objectionable. The Employer will attach the rebuttal to the related document.

Information shall be retained as long as it has a reasonable bearing on the

employee's job performance or upon the efficient and effective management of the

institution.

35.4 Confidentiality. Unauthorized parties shall not have access to any employee’s

personnel or departmental file. A record will be retained in the HR personnel file

of the names of individuals outside of HR who have reviewed the personnel file

who do not have written authorization from the employee, except requests for

records in accordance with the Public Records request process.

35.5 Medical Files. Medical information related to employment will be kept separate

from all other employment files and confidential in accordance with state and

federal law.

35.6 Adverse material or information related to alleged misconduct that is determined

to be false, and all such information in situations where the employee has been

fully exonerated of wrongdoing, and/or any documents removed pursuant to Article

36 Corrective Action, will be promptly removed from the employee’s files. The

Employer may retain this information in a legal defense file in accordance with the

prevailing Washington State law. The Employer may retain information relating to

employee misconduct or alleged misconduct if the employee requests that the

information be retained.

ARTICLE 36 – CORRECTIVE ACTION/DISMISSAL

36.1 The parties will follow the “Corrective Action/Dismissal Process” outlined below.

No employee shall be subject to the process except for just cause. The corrective

action process will be considered to incorporate the concept of progressive action

while providing a positive method for improvement rather than punitive action. The

University will determine the specific step at which the process begins based on

the nature and severity of the problem

36.2 Representation.

(a) Employees shall be notified orally that upon request they shall be entitled to

have a representative present when formal counseling, final counseling or

dismissal is occurring. The Employer will provide at least three (3) business days

to allow an employee to secure a Union Representative. If notice is given prior to

the midpoint of the scheduled shift or if the employee is in paid administrative time

off, the day of notification is the first day. Employees have a right to a meeting with

management whenever corrective action is issued. Attendance of a representative

shall not delay the disciplinary process unduly as determined by the Employer. All

parties shall make every effort possible to allow for Union representation without

unduly delaying the process.

(b) Upon request, an employee has the right to a union representative at an

investigatory interview called by the Employer, if the employee reasonably believes

corrective action could result. The employer will provide at least three (3) business

days to allow an employee to secure a representative. If notice is given prior to

midpoint of the scheduled shift or if the employee is on paid administrative time off,

the day of notification is the first day.

The role of the union representative in regard to an Employer-initiated investigation

is to provide assistance and counsel to the employee and not interfere with the

Employer’s right to conduct the investigation. Every effort will be made to

cooperate in the investigation.

not be prohibited from contacting their union steward unless there is a conflict of

interest, in which case the employee may contact another union steward. This

does not preclude the Employer from restricting an employee’s access to the

Employer’s premises.

(d) An interpreter can be requested by either party and will be provided.

36.3 Coaching. Informal discussion or instruction between employee and their

immediate supervisor. Supervisor may follow up in writing which may include a

simple action plan. This is not a form of corrective action.

36.4 Corrective Action/Dismissal Process. The Employer will make clear when formal

or final counseling is being conducted and will inform the employee about their

right to representation under the CBA. When counseling or dismissing an

employee, the Employer will make every effort to protect the privacy of the

employee. Translators may be requested by any party.

Formal Counseling. Formal counseling (may involve administrative personnel

other than the employee’s immediate supervisor) including the development of a

written action plan. The action plan will identify specific problem areas,

performance objectives, suggestions for remedying, and a timeframe for

improvement. Prior to issuance of formal counseling, a meeting may be scheduled

by the employer or requested by the employee to give the employee an opportunity

to make their case before the final decision is made. Employee requests for such

a meeting will be granted. An employee is entitled to representation at this meeting.

Final Counseling. Final counseling (may involve administrative personnel other

than the employee’s immediate supervisor) including action plan discussion and

revision, where appropriate.

Dismissal. Prior to dismissal, a pre-determination meeting will be scheduled to give an

employee an opportunity to make their case before the final decision is made. The

employee has the right to have a Union Council representative present at the pre-

determination meeting. At least five (5) days prior to the meeting, the employee

will be informed in writing of the reasons for the contemplated dismissal and given

referenced documentation. The employee will be furnished with written notification

of the outcome of the pre-determination hearing.

Demotion: Demotion of Leads and/or Supervisors may be initiated in lieu of

termination by the Employer at any step of the Corrective Action process.

36.5 Removal of Records.

Upon written request by the employee, any formal or final counseling, excluding

those for workplace violence or University policies against harassment,

discrimination, or retaliation, or those in which the employee was the subject of

an investigation, allegation, or findings of sexual misconduct, will be removed

from an employee’s personnel file after three (3) years if the following criteria

have been met:

1. Circumstances set forth in writing, and as determined by the University do

not warrant a longer retention period; and

2. There has been no subsequent corrective action.

Nothing in this Article prevents the Employer from agreeing to an earlier removal

date.

Once a corrective action has been removed from the employee’s file as outlined

above, the information removed will not be used in subsequent corrective action,

unless mutually agreed otherwise.

36.6 Grievability/Arbitrability.

Formal counseling may be grieved beginning at Step One or Step Two of the

grievance procedure and up to Step Three Mediation only.

Final counseling, demotion, and dismissal may be grieved through every step of

the grievance procedure beginning at Step Two.

ARTICLE 37 – EMPLOYEE ASSISTANCE PROGRAM

The Employer will continue to offer an Employer supported Employee Assistance

Program for all employees covered by this Agreement. Employees can request, and

Employer will consider, adjustments in schedule to allow access to the services of the

Employee Assistance Program.

The Employee Assistance Program will protect the confidentiality of those employees

using their services.

ARTICLE 38 – SENIORITY, LAYOFF, REHIRE

38.1 a. Seniority.

Layoff seniority is defined as the continuous length of service in calendar days with

the Employer from the most recent date of hire. Service of less than full time shall

be considered full time. Time spent on paid or unpaid time off will not impact layoff

seniority. Time spent on the layoff rehire list shall not be included in computing

layoff seniority. Permanent employees who are veterans or their unmarried

widows/widowers shall have added to their seniority the veteran’s active military

service to a maximum of five (5) years credit. Time spent on military duty time off

paid or unpaid, or time spent on unpaid time off to work for the union in accordance

with Article 29, is included in seniority calculation. Probationary employees are not

vested with seniority credits until successfully completing the probationary period.

Seniority shall be lost following a break in service including resignation, termination

for cause, failure to return from a leave of absence, expiration of rehire rights.

Neither time spent on leave of absence, the layoff rehire list, or on cyclic year leave

shall be considered a break in service.

Employees who enter into the bargaining unit from other positions at the University

of Washington shall be credited with layoff seniority for all seniority earned in the

State classified service while employed at the University. Employees who enter

into the bargaining unit from other state agencies and institutions of higher

education shall earn layoff seniority from the first day of coverage under this

Agreement.

b. Department Seniority.

Department seniority is defined as continuous length of service in calendar days

within the employee’s department and where applicable, shall be used for internal

department processes, such as vacation and schedule bids.

c. Layoff Seniority Tiebreaker.

For the purposes of layoff only, when it is necessary to determine the order of

seniority among bargaining unit members whose contract seniority is identical,

a random chance method will be employed to select the names of those

employees one at a time. The University shall inform the Union every time this

method is necessary and will provide proof of the seniority tie.

When selecting among employees whose seniority is identical, the Union may

be represented by any individuals it chooses, and will draw the names. The

University will be represented by a manager/administrator from the Department

involved and a representative from Human Resources.

The first employee selected will be considered the most senior; the last employee

selected will be considered the least senior.

38.2 a. Layoff.

(1) Whenever it becomes necessary for the Employer to reduce its workforce

due to lack of work, lack of funds, or good faith reorganization for efficiency

purposes, the Employer shall use the following procedure. The Employer will

notify the Union of impending layoffs thirty (30) calendar days in advance of

implementation so that reasonable alternative proposals can be considered.

Whenever possible the Employer will provide more than minimum notice.

(2) The Employer shall not lay off bargaining unit employees in lieu of

disciplinary action.

(3) Employees will be laid off in accordance with seniority, as defined in Article

38.1(a)

b. Employment Option.

The employee affected by the reduction in force shall be offered the following

employment options in descending order, provided they meets the essential

skills (defined as the minimum qualifications listed in the job description for the

classification and any specific position requirements or credentialing) of the

offered position:

1. A funded vacant position within the same job classification, FTE, and

layoff unit (set forth in Appendix IV).

2. The funded vacant position within the same job classification within .2

FTE status and layoff unit.

3. The opportunity to replace the most junior employee within the

layoff/seniority unit (set forth in Appendix IV) in the same classification

and in an FTE status within .2 FTE status of the employee affected by

the reduction in force. (For example, if a .8 FTE position is being

abolished, the employee affected is eligible to replace the most junior

individual in a .6 to 1.0 FTE position)

4. The opportunity to replace the most junior employee in the same

classification with a lower FTE status than their own within the

layoff/seniority unit.

5. The opportunity to replace the most junior employee within the same

department who is:

a. In a lower classification in the same series as the employee

affected by the reduction in force; and

b. Within .2 FTE of the employee affected by the reduction in force.

c. Notice.

The Employer shall identify the positions to be abolished and the employee(s)to

be affected and shall notify employees in these positions, with notice to the

union, not less than thirty (30) calendar days prior to the abolishment of the

positions, pay the employee in lieu of notice, or combine pay and notice.

Whenever possible the Employer will provide more than minimum notice. The

notice shall include:

(1) The effective date of the layoff and a reference to the employee’s rights

under this Article, and

(2) Identification of the employment option being offered, if applicable.

In accordance with 38.2.b. above, if the incumbent in a position to be abolished

has an opportunity to replace the most junior employee within the layoff/seniority

unit, the incumbent will be given up to three (3) calendar days to determine if

he/she wants to replace the junior employee or be placed on the rehire list.

Vacant positions or those held by probationary employees within the

layoff/seniority unit will be considered a more junior position.

d. FTE Increase or Reduction.

An employee in a position that is not abolished but is increased or reduced in

FTE status and who will remain benefit eligible after the reduction or increase

will have the choice of staying in the reduced or increased position and going

on the rehire list for the position and FTE status held by the employee

immediately prior to the increase or reduction or exercising available layoff rights

under 38.2. The employee must exercise this choice within three (3) working

days of the increase or reduction notice.

e. Voluntary Layoff:

Appointing authorities will allow an employee in the same job classification and

department where layoffs will occur to volunteer to be laid off provided that the

employee is in a position requiring the same skills and abilities, as a position

subject to layoff. Any volunteer for layoff shall have no formal layoff option. If

the appointing authority accepts the employee’s voluntary request for layoff, the

employee will submit a non-revocable letter stating they are accepting a

voluntary layoff from the University. The employee will be placed on all

applicable rehire lists.

f. Rehire.

The Employer shall make a concerted effort to re-employ bargaining unit

members on the rehire list. Bargaining unit members on the rehire list are eligible

to take all Professional & Organizational Development (POD) courses on a

space available basis upon payment of designated fees. Employees without

employment options will be placed on the rehire list(s) designated by the

employee for twenty-four (24) months. In addition to the rehire list for the

classification and FTE status from which the employee was laid off, employees

identified for layoff may request placement on the following rehire lists:

(1) For positions of a lower FTE status in the classification from which the

employee was laid off (or equivalent if prior classification has been

abolished); and

(2) For positions in other classifications in which the employee previously

held permanent status; and

(3) Lower classes in the series from which the employee was laid off.

The Employer will refer an employee from the designated rehire list(s) for

any open positions in the bargaining unit for which the laid off employee

possesses the essential skills. For classifications which have separate job

codes in the Campuswide and Harborview Bargaining Units, Rehire lists will

include both job codes. Employees referred from the rehire list(s) who

possess the essential skills needed for a vacant position will be offered the

position prior to the Employer posting for competitive recruitment. From

among these employees, offers will be made in seniority order, most senior

person first. Job requests for positions for which there are employees on

rehire list(s) may not be withdrawn solely to avoid hiring laid off employees.

(4) The Employer will provide a copy of the Rehire List to the Union upon

request.

(5) When the job classification the employee was laid off from is represented

by both SEIU 925 and WFSE 1495 or Local 3488 the employee will be

placed on the rehire list for the specific job classification for both unions.

g. Rehire Trial Period.

Employees placed into vacant positions from the rehire list will serve a six (6)

week rehire trial period. During the rehire trial period either party may, at its

sole discretion and without resort to the grievance procedure, initiate return to

the rehire list. Time spent in a rehire trial period will not count toward the twenty-

four (24) month rehire list period. The six (6) week rehire trial period will be

adjusted to reflect any paid or unpaid leave taken during the period.

h. Corrective Action.

Final Counseling that occurs within the six (6) months prior to the layoff will be

considered in effect should the employee be rehired. The employee will

continue to be subject to any consequences of not following the directives

and/or action plan(s) specified in the current corrective action.

i. Removal from List.

Removal from the rehire list(s) will occur for any of the following circumstances:

(1) If placement does not occur within twenty-four (24) months,

(2) 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. In such case, the employee will be removed from all other rehire lists

and will have exhausted their rehire rights.

(3) If the employee was placed into two (2) vacant positions for which the

employee has failed to complete the rehire trial period.

(4) If the employee accepts any offer of placement from any rehire list and

completes the rehire trial service period for a position with the same FTE status

and pay as the position from which the employee was laid off.

(5) 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.

(6) Employees who reject one (1) offer of placement from a list for a position in

a classification other than that from which the employee was laid off will be

removed from that list.

j. Rehire List Crossover.

Employees within an SEIU Local 925 represented bargaining unit may, in

accordance with this Article, be placed on the rehire list for positions in another

SEIU Local 925 represented bargaining unit.

38.3 Rehire Wages and Increment Date.

When employees are rehired from layoff status the progression start date and

annual leave accrual date will be reestablished and extended by an amount of time

in calendar days equal to the period of time spent on the rehire list prior to rehire.

Employees placed from the rehire list into positions with the same salary range

held at the time of layoff shall be placed at the same step in the range held at the

time of layoff. Employees placed from the rehire list into positions with a lower

salary range than held at the time of layoff shall be placed in a salary step, not to

exceed top automatic step, nearest to, but not in excess of, the salary held at time

of layoff.

38.4 Affirmative action goals may be considered at any point during the layoff or rehire

process.

38.5 Benefits and Temporary Services.

Employees on the rehire list who follow the rules prescribed by Temporary

Services may be referred to temporary positions and can receive employer paid

health benefit coverage if they meet the eligibility requirements as determined by

the State.

ARTICLE 39 – RESIGNATION AND ABANDONMENT

39.1 Resignation. Employees are encouraged to provide at least two weeks’ notice of

resignation. A written or oral resignation may be withdrawn within twenty-four (24)

hours excluding the employee’s scheduled days off and holidays off, after

submitting the resignation. The employee may only withdraw one resignation per

position held. The Employer may permit withdrawal of resignation at any time.

39.2 Presumption of Resignation/Abandonment.

a. An employee who fails to appear for work and report absence to the supervisor,

in accordance with departmental policy, on three (3) consecutive scheduled

workdays, shall be deemed to have resigned. Notice of separation will be sent

to the employee’s last known address on record with the UW Payroll Office via

certified mail after the third (3

) consecutive day of absence. Prior to sending

the notice, the Employer will attempt to contact the employee through current

home telephone and emergency contact numbers on record in Employee Self-

Service and departmental records.

b. Within fourteen (14) calendar days of mailing the separation notice and upon

proof that the failure to report absent could not reasonably have been avoided,

an employee may submit to the supervisor a written petition for reinstatement.

The Employer’s decision to not reinstate may be grieved according to the

grievance procedure in Article 6.

39.3 Separated employees have the right to compensation for accrued vacation leave

and compensation time according to University policy.

ARTICLE 40 – MANDATORY SUBJECTS

40.1 The Employer will satisfy its collective bargaining obligation before making a change

with respect to a matter that is a mandatory subject.

A. The Employer will notify the Executive Director of the Union at

mandatorynotice@wfse.org of these changes in writing, citing this Article. The written

notice must include:

1. A description of the intended change, including information relevant to the

impacts of the change on employees and a list of the job classifications and names

of affected employees if known;

2. Where the change will occur; and

3. The date the Employer intends to implement the change.

B. Within thirty (30) calendar days of receipt of the written notice the Union may request

negotiations over the changes. The timeframe for filing a demand to bargain will begin

after the Employer has provided written notice to the Union. The thirty (30) calendar day

period may be used to informally discuss the matter with the Employer and to gather

information related to the proposed change. The written notice requesting bargaining

must be filed with Human Resources Labor Relations (LR) at laborrel@uw.edu and shall

include at least three (3) available dates and times to meet.

C. In the event the Union does not request negotiations within thirty (30) calendar days

of receipt of the notice, the Employer may implement the changes without further

negotiations.

D. There may be emergency or mandated conditions that are outside of the Employer’s

control requiring immediate implementation, in which case the Employer will notify the

Union as soon as possible.

40.2 Unless agreed otherwise, the parties agree to begin bargaining within thirty (30)

calendar days of receipt of the request to bargain. 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. Information requests made after

the request to bargain will not delay the scheduling of discussion and/or negotiations.

The parties shall agree to the location and time for the discussions and/or negotiations.

Each party is responsible for choosing its own representatives for these activities. The

Union will provide the Employer with the names of its employee representatives at least

seven (7) calendar days in advance of the meeting date unless the meeting is scheduled

sooner, in which case the Union will notify the Employer as soon as possible.

Release Time

a. The Employer shall approve paid release time for up to four (4) employee

representatives who are scheduled to work during the time meetings or

negotiations are being conducted, provided the absence of the employee will

not interfere with the operating needs of the Employer. 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. If the additional employee absence is approved, the employee(s)

may use personal holiday, vacation time off, holiday credit, or compensatory

leave instead of leave without pay.

b. No overtime will be incurred as a result of bargaining and/or preparation for

bargaining.

c. The Union is responsible for paying any travel or per diem of employee

representatives. Employee representatives may not use a state vehicle to

travel to and from a bargaining session, unless authorized by the Employer

for Business Purposes.

ARTICLE 41 – NEW EMPLOYEES

41.1 New Employees.

A. The Employer may offer a regularly scheduled, in-person, all day new

employee orientation which will include a benefits orientation. The

orientation will be offered by the office of Professional and Organizational

Development in coordination with the Benefits Office and the Employer may

require new employees from the Seattle Main Campus to attend. The new

employee orientation may take place virtually.

B. A Union representative shall be allowed up to thirty (30) minutes with

employees during the new employee orientation. Such release time will be

subject to the operational needs of the department and does not count as

time worked for the purpose of calculating overtime.

C. If the University conducts orientation on-line, the Union will be permitted to

display a reasonable amount of information as part of the program.

D. For employees hired into the bargaining unit who do not attend the

orientation described in A and B above, within ninety (90) days of the

employee’s start date, the Employer will provide the Union access to the

employee during the employee’s regular work hours to present information

about the Union. This access will be provided at the employee’s 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.

ARTICLE 42 – UNION ACTIVITIES, RIGHTS, AND STEWARDS

42.1 Staff Representatives

a. Within thirty (30) calendar days from the effective date of this Agreement, the

Union shall provide the Office of Labor Relations a list of staff representatives.

The Union shall provide written notice to the Employer of any changes within

thirty (30) calendar days of the change.

b. Staff representatives may access University premises to carry out

representational activities. The representative shall notify local management

prior to their arrival and shall not interrupt the normal operations of the

institution. The staff representative may meet with bargaining unit employees

in non-work areas during non-work times.

It is understood that any such visits which require a meeting with an employee

will be restricted to the non-working time of the employee unless otherwise

authorized by management or provided for elsewhere in this Agreement, and

that there will be no interference with an employee’s work assignment.

While inspecting the workplace, the Union may engage in de minimis

conversations with employees, so long as an employee does not object and

such conversation does not interfere or disturb the operation of the facility or

compromise the security of patient health information.

42.2 Union Stewards

a. The Employer recognizes the right of the Union to designate union stewards

who shall be permitted without unnecessary delay to devote reasonable

periods of time (for example, time to travel to the meeting site, 10-15 minutes

to confer with the employee prior to the meeting) during normal working hours

to present any grievance to the supervisor or designated representative for

which adjustment has been requested by an employee or group of employees.

b. Time off for processing grievances shall be granted to a Union steward by

supervision following a request but in consideration of any job responsibilities.

If permission for time off cannot be immediately granted, the supervisor will

arrange for time off at the earliest possible time thereafter.

c. The Union shall prevail upon all employees in the bargaining unit and especially

Union stewards, to make a diligent and serious attempt to resolve complaints

at the lowest possible level. The Employer, likewise, shall prevail upon its

supervisory personnel to cooperate fully with the Union stewards and other

Union representatives in the speedy resolution of any grievance that may arise.

d. A record of a steward's work time spent on grievances or other authorized

activity on behalf of the Union shall be maintained on a basis mutually

agreeable between the Union and the department involved.

e. In the event the Employer determines that the amount of work time used by

any steward on grievances or other authorized Union activities is unreasonable,

it may become a topic for mutual discussion between the parties.

f. Union stewards shall primarily conduct representational duties only within their

designated area of jurisdiction. Stewards may represent members in another

jurisdiction if the steward designated for that other jurisdiction is unavailable

(e.g. away on approved leave), has a conflict, or if there is no steward in that

area. In the event that a steward is unavailable, the steward of the next

geographically closest designated jurisdiction will be contacted to represent the

employee. The number of stewards in a particular area and the jurisdiction

they serve shall be an appropriate subject of discussion between the Union and

the Employer.

g. The Union agrees to submit an up-to-date list to the Office of Labor Relations

once per quarter indicating the name of all Union stewards, their work locations,

department, jurisdiction and designation as an Officer. In any event, said list

shall be submitted at least annually with changes noted as they occur. Union

stewards shall be recognized when the Office of Labor Relations is informed of

their appointment. Areas 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. Stewards shall be assigned by the union. Lead Stewards, shall be

recognized to have broader jurisdictions.

h. Whereas it benefits the University to have Union stewards who understand the

contract and are trained in administration of the contract, each of the Union’s

stewards shall be allowed a total of eight (8) working hours annually without

loss of pay to participate in the Union’s steward training program. Said time off

shall be approved in advance by the employee’s supervisor and shall be

contingent upon the ability to provide coverage during the time off.

The Union shall submit to the Office of Labor Relations at least fifteen (15) days

in advance the names of the employees (with their respective supervisors) that

are scheduled to participate in the training. The Union will confirm the

employee’s participation in the training upon completion.

i. New Steward Training: Where the Union requests in advance of an

investigatory meeting / fact finding, Step one or a Step two hearing that a

second steward (apprentice) be present for training purposes, this release will

be approved without loss of pay or recorded work time subject to the

operational needs of the second steward’s department. The Employer may

deny requests for a second steward to attend an investigatory meeting/fact

finding within the employee’s department. No overtime or compensatory time

will be earned for participation and no steward shall attend as a second steward

more than once.

42.3 Union Business Activities

a. Employees who intend to absent themselves from work for the purpose of

attending and participating in Union business functions or programs, such as

meetings, conventions, seminars, or other authorized meetings at the Union’s

request, may do so with supervisory approval. The Employee may use paid or

unpaid time consistent with University policy. Employees may use paid time in

the following order: 1) compensatory time, 2) holiday credit, 3) personal holiday

(whole day absences only, 4) accrued vacation time off. Unless this would

result in the loss of vacation time.

b. The employee shall request leave from the Employee’s immediate supervisor

at least two (2) weeks prior to the planned absence.

42.4 Use of State Facilities, Resources, and Equipment

a. Meeting Space and Facilities. The Employer’s campuses and facilities may be

used by the Union to hold meetings subject to the University’s policy and

availability of the space. 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. Staff representatives may reserve and utilize

meeting rooms in accordance with University policy and procedure. Such

requests will be subject to availability and all applicable fees.

b. E-mail, Fax Machines, the Internet, and Intranets

Union delegates, and members may utilize state owned/operated equipment

to communicate with the Union and/or the Employer only for the exclusive

purpose of administration of this Agreement. Such use will:

1. Result in little or no cost to the Employer;

2. Be brief in duration and frequency;

3. Not interfere with the performance of their official duties;

4. Not distract from the conduct of state business;

5. Not disrupt other state employees and will not obligate other employees to

make a personal use of state resources; and

6. Not compromise the security or integrity of state information or software.

The Union and its union delegates will not use the above referenced state

equipment in a manner that is prohibited by the Executive Ethics Board.

Communication that occurs when using state-owned equipment is the

property of the Employer.

c. Bulletin Boards and Distribution of Union Material. Upon request, space will be

made available to the Union on bulletin boards in those areas where bargaining

unit employees work or frequent, for the posting of notices and information

pertaining to official business of the Union. Materials posted on Union bulletin

boards without the signature of a recognized Union officer or representative

may be removed.

Employees shall have the right to distribute official Union information materials

during hours off work. Such distribution of official material shall not interfere

with the work assignments of employees who are on duty. Further, such

distribution activities must be held in locations which cause no interference with

the various departments normal operations or with any employees who may

not be involved or interested.

42.5 Temporary Employment with the Union

With thirty (30) calendar days notice, unless agreed otherwise, employees may

be granted leave without pay if the employee is elected or appointed to serve as

an officer or staff member of a specified duration, not to exceed six (6) months,

provided the employee’s time off will not interfere with the operating needs of the

Employer as determined by management. Upon request, the department may

agree to an extension of leave without pay up to an additional six (6) months. The

returning employee will be employed in a position in the same job classification,

in the same layoff unit, and in the same geographical area, as determined by the

Employer.

432.6 Information Requests

A. Upon written request of the staff representative or steward to the Office of

Labor Relations (laborr[email protected]), the Employer will provide relevant

information necessary for conducting representational duties. Information will be

provided within a reasonable timeframe and without requiring the Union to file

with the Public Records Office.

B. The Employer will acknowledge receipt of the information request and will

provide the union with a date by which the information is anticipated to be

provided.

C. When the Union submits a request for information that the Employer believes

is unclear or unreasonable, the Employer will contact the Union staff

representative and the parties will discuss the relevance and necessity of the

request. The costs associated with the request and the amount the Union may

pay for receipt of the information may also be discussed.

ARTICLE 43 – JOINT UNION/MANAGEMENT COMMITTEES

43.1 The Joint Union/Management Committee shall normally be composed of up to

three members at the departmental level or six members at the University-wide

level plus two Union staff representatives. The Employer shall be represented by

a like number on the Committee.

43.2 The purpose of the Committee is to provide a forum for communication between

the parties to this Agreement to deal with matters of general Union/Management

concern. The Committee shall also function as a mechanism for resolving

problems/concerns of a mutual nature; and/or any policy of the University which

affects the bargaining unit and which either party requests be placed on the

agenda. It is agreed by the parties that the Employer will discuss with

representatives of the Union significant changes affecting institutional conditions

of employment generally affecting bargaining unit employees thirty (30) calendar

days in advance of targeted implementation dates of said changes so that

reasonable alternative proposals can be adequately discussed and considered by

the Union/Management Committee.

43.3 Meetings of the Union/Management Committee shall normally be held during

University business hours and at a mutually agreeable time and date. Participants

shall experience no loss in salary for participating in the pre-meeting and meetings;

however, such time is not construed as work time, and no overtime shall be

claimed or paid for meetings attended outside of an employee’s regular work

hours.

43.4 The Union/Management Committee shall have no bargaining authority; however,

any agreements reached through this process shall be reduced to writing and

supported by the Union representatives and Management.

43.5 The agenda shall be limited to items that are of a group rather than an individual

interest or concern and shall not include individual grievances properly processed

under the grievance procedure article. If a concern is not resolved and is also

grievable, a grievance may be filed pursuant to Article 6. If the parties mutually

agree, the matter will be submitted at Step 3 (mediation). The grievance must still

be timely in accordance with Article 6 Grievance Procedure.

43.6 Disposition of matters covered in a Union/Management Committee shall not

contradict, add to or otherwise modify the terms and conditions of the Agreement

unless otherwise mutually agreed to in writing by the Director for Labor Relations

and the Union Business Representative.

43.7 With the understanding between the parties that problem solving can best be

achieved at the lowest possible level, nothing in the foregoing paragraphs shall in

any way preclude discussions and/or meetings between the Employer and Union

Shop Stewards or staff representatives on matters appropriate for resolution at the

department level. Such agreements shall not be considered precedent setting.

43.8 The following four (4) departmental Joint Union/Management Committees will be

scheduled to meet quarterly, unless both parties agree to meet less or more

frequently:

A. UW Seattle Campus Facilities Services- Includes Building Services, Campus

Engineering and Operations, Facilities Maintenance and Construction, Finance

and Business Services, and Transportation Services

B. Housing and Food Services

C. University of Washington Medical Center

D. Harborview Medical Center

Agenda items must be provided at least fifteen (15) days in advance of the meeting. If

agenda items are not provided at least fifteen (15) days in advance of the meeting either

party may cancel the meeting.

The Union must submit all release requests at least fifteen (15) days in advance of the

meeting.

43.9 Joint Union/Management meetings for Bothell and Tacoma campuses will be

scheduled as needed and upon mutual agreement.

43.10 Ad hoc Joint Union/Management committee meetings for individual departments

and/or to address a specific workplace issue will be formed and scheduled upon

request of either the Union or the Employer.

ARTICLE 44 – CLASSIFICATIONS AND RECLASSIFICATION

44.1 Employer will allocate positions on a “best fit” basis to the most appropriate

classification at the University of Washington. Allocations shall be based on a

position’s duties, responsibilities, or qualifications.

44.2 Reallocations shall be based on a permanent and substantive change in the duties,

responsibilities, or qualifications of a position or application of the professional

exemption criteria set forth in RCW 41.06.070(2).

44.3 (a) 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. Notification will include the bargaining unit status of the classification and,

for a newly created or modified classification considered to be in the bargaining

unit, a proposed salary. Notification will occur at least forty-five (45) days in

advance of any proposed implementation date. At the Union's request the

University will meet and confer with the Union over its proposed action.

(b) An employee occupying a position reallocated to a class with a lower salary

range maximum due to a class being created, abolished or modified will retain the

salary of their former position until reaching the top of the range of the former

position, and then will be frozen until the new class pay range catches up.

An employee(s) occupying a position reallocated to a class with a higher salary

range due to a class being created, abolished or modified will receive the same

step in the new range as the employee(s) held in the previous range. The

progression start date of the employee will remain unchanged.

decision to create or combine classifications per Article 44, or modify class

specifications for bargaining unit positions, the Union may file an appeal with the

Classification Review Hearing Officer selected under Article 44.6 of this contract,

to determine if the salary assigned to the classification is appropriate.

44.4 The Union may, at any time, propose a new classification with appropriate

justification. These proposals will be reviewed by the Compensation Office of

Human Resources which will accept, reject, or modify any proposal. The Union

and the Compensation office will meet and discuss the proposal within sixty (60)

days. This review is not grievable.

44.5 The University agrees to notify the Union of any proposed reclassifications of

occupied bargaining unit positions into non-bargaining unit positions at least thirty

(30) days prior to implementation.

44.6 Professional Staff Exemptions:

1. The University will make reallocations based on application of the

professional staff exemption criteria set forth in RCW 41.06.070 (including any

permanent and substantive change in the duties, responsibilities, or qualifications

of the position).

2. The Union and the University agree to a procedure that includes the

provision of information by the University and a meeting with the Union to discuss

and resolve issues regarding the transfer of work from the bargaining unit

within four (4) weeks of the University’s initial notice to the union for a proposed

professional staff exemption.

3. All negotiations regarding transfer of any work from the bargaining unit shall

be concluded by the meeting described above, unless both parties agree to an

extension.

4. Disputes regarding professional staff exemptions shall be resolved by the

classification review hearing officer. The Hearing Officer shall make their decision

based on the criteria outlined in paragraph one (1) above. If the employee

appeals the exemption determination in any other forum the Union cannot

pursue the determination through the process outlined in this Article.

44.7 Position Review Process.

(a) The University, employee, or employee representative may request that a

position be reviewed when the requesting party believes that the basis of its

request has become a permanent requirement of the position. Employees and

employee representatives may not request that a position be reviewed more

often than once every six (6) months.

(b) The request must be complete and in writing on forms provided by the

University. Requests may be submitted to Human Resources or to an

employee’s direct supervisor or department. Any party may submit additional

information, including the names of individuals, which the party believes is

relevant to the position review.

meetings with the University reviewer scheduled to discuss the request for

position review. At the employee's request a portion of such meetings shall be

conducted in a quiet and private location, away from the work station.

(d) The University reviewer will investigate the position and issue a written

response to the employee or employee representative within sixty (60)

calendar days from receipt, by Human Resources, of the completed request.

The response will include notification of the class and salary assigned when

the position is reallocated, or notification of the reasons the position does not

warrant reallocation when the request is not approved. Reclass requests may

be submitted at either the departmental level or directly to Human Resources.

Reclass requests submitted at the departmental level must be forwarded to

Human Resources within thirty (30) calendar days.

(e) The effective date of allocations or reallocations initiated by the University shall

be determined by the University. The effective date of a reallocation resulting

from an employee or employee representative request for position review will

be established as the 1

or the 16

of the month which precedes the date that

the completed request was filed with Human Resources or the employee’s

direct supervisor or department, whichever date is earliest. The date of receipt

must be appropriately documented.

(f) An employee may request reconsideration following receipt of the University's

determination. Requests for reconsideration will not hold the timeframe for

filing an appeal under this Article.

44.8 Position Review Appeal Process. If the Union wishes to appeal the decision of the

University, it may appeal to the Classification Review Hearing Officer within thirty

(30) calendar days following the date of the University's written response.

Hearing Officer. The Hearing Officer shall be jointly selected by the parties within

thirty (30) days of the execution of this contract and shall serve for a minimum of

one (1) year from the date of selection. At that time the parties may choose to re-

appoint the Hearing Officer or select a different Hearing Officer who will also serve

for a minimum of one (1) year from date of selection.

Hearings. The Hearing Officer shall hold hearings on a quarterly basis unless

there are no appeals to hear or the parties agree to pend any open appeals. All

materials considered in the position review shall be submitted to the Hearing

Officer prior to the hearing and neither party will submit evidence at the hearing

that was not submitted during the position review. The Hearing Officer shall

endeavor to hold multiple hearings each day, and shall issue a concise decision

which shall be final and binding. The Hearing Officer shall have no authority to alter

the terms and conditions of this contract. Employees may be represented at the

hearing and will be released from work with no loss of pay to attend the hearing.

The Hearing Officer's fees and expenses shall be shared equally by the parties.

ARTICLE 45 – COMPENSATION, WAGES AND OTHER PAY PROVISIONS

45.1

A. Effective July 1, 2023, each classification represented by the Union will

continue to be assigned to the same Pay Table and Salary Range as it was

assigned on June 30, 2023 unless otherwise agreed. Effective July 1, 2023,

each employee will continue to be assigned to the same Salary Range and

Step that they were assigned on June 30, 2023 unless otherwise agreed.

B. Effective July 1, 2023, all Salary Ranges described in Section A above will be

increased by four percent (4%). This increase will be based upon the salary

schedule in effect on June 30, 2023.

C. Effective July 1, 2024, all Salary Ranges described in Section A above, will be

increased three (3%). This increase will be based upon the salary schedule in

effect on June 30, 2024.

D. Employees who are paid above the maximum for their range on the effective date of

the increase described in B or C above will not receive the specified increase to their

current pay unless the new range encompasses their current rate of pay. Employees who

are Y-rated as of June 30, 2023 will continue to receive that salary if it is higher than the

top step of the salary range for their classification as specified in Appendix I

45.2 Annual Salary Adjustment. Employees will receive an annual salary adjustment

based on their progression start date until such time as the employee reaches the

top automatic step of their salary range.

A. Movement on General Schedules: Employees .

will receive a two (2) step increase to base salary following completion of twelve

(12) months of continuous service and the date they receive that increase will

be based on the employee’s progression start date. Thereafter, employees will

receive a two (2) step increase annually, based on their progression start date,

until they reach the top automatic step of the pay range.

B. Movement on Health Care Schedules: Employees who are hired on the Health

Care pay tables will receive increment increases at the rate of one (1) step each

twelve (12) months until they reach the top of the pay range. The date they

receive that increase will be based on the employee’s progression start periodic

increment date until they reach the top automatic step of the pay range.

C. When a date progression increase coincides with a promotional date, the

appointment to a new salary range, and/or a market adjustment, the

progression increase date will be applied first.

45.X Employee Recruitment and Retention (R&R) Step Increases. The University, at its

discretion, may approve additional increment increases at any time. Such

additional increment increases will not change an employee’s progression start

date.

45.3 Job Profile Recruitment/Retention Increases. The Employer may increase the

salary of classifications that are experiencing recruitment/retention problems.

45.4 Transfers/Lateral Movement. When an employee moves from one position to

another position in the same or a different classification at the same salary range,

the employee will retain their previous salary range and step.

45.5 Promotions/Reallocation/Reversion. Upon promotion or reallocation from a

position under this contract to another position under this contract 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 increase, except for positions

on Health Care Professional/Technical pay tables, which shall receive a minimum

increase of 6%.

The new progression start date shall be the first of the current month for effective

dates falling between the first and fifteenth of the month and the first of the following

month 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 trial

service period in their promoted position will have the previous salary range and

step they were was receiving prior to promotion reinstated.

45.6 Work Out of Class. When an employee is temporarily assigned by Management

in writing, which may include e-mail, to perform the principal duties of a higher level

position for a minimum period of one (1) working day, the employee shall be paid

a temporary salary increase (TSI) of at least five percent (5%) over the present

salary but not to exceed the maximum of the range for the higher classification.

Said increase shall be effective as of the first day of the assignment.

45.7 Downward Allocation Compensation. An employee occupying a position that is

reclassified to an existing class with a lower salary range shall be placed in the

salary step in the new range which is closest to the current salary, provided such

salary does not exceed the top automatic step of the new salary range.

45.8 Shift Differential Premium Pay. Employees assigned to evening or night shifts

shall receive a shift differential of at least $1 per hour, except for those job titles

listed in Appendix II, which shall receive the applicable rates. Employees in Skilled

Trades job classifications assigned to evening or night shifts shall receive a shift

differential of at least $2.00 per hour.

For the purposes of this Agreement, evening shift is defined as a majority of time

worked daily or weekly between 5:00 p.m. and 12:00 a.m. Night shifts defined as

a 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 of

this Agreement shall continue to do so. Shift differential shall be paid for the entire

shift that qualifies. When an employee is regularly assigned to an evening or night

shift that qualifies for shift differential, they shall continue to receive the shift

differential during temporary assignment, not to exceed five (5) consecutive

working days, to a shift that does not qualify.

When an employee is compensated for working overtime during hours for which

shift differential premium pay is authorized, the overtime rate will be calculated

including the shift differential premium pay for evening or night hours.

45.9 Stand-By Pay (On Call). Employees required to restrict their off-duty activities in

order to be immediately available for duty when called, will be compensated for

time spent in standby status for Health Care Professional/Technical Classifications

is listed in Appendix II. The Rate of compensation for standby status for WFSE

Skilled Trades classifications will be three ($3.00) per hour. The rate of

compensation for standby status for all other classifications will be two dollars

($2.00) per hour. In addition to the pay received while on standby, an employee

called to work will be paid at their regular salary for all hours worked.

45.10 Call Back Pay. When an employee has left the grounds and is called to return to

the work station outside of regularly scheduled hours, they shall receive two (2)

hours bonus pay plus time actually worked. The bonus pay shall be compensated

at the regular rate; time worked shall be compensated at time and one-half (1-1/2).

Time worked immediately preceding the regular shift does not constitute call back,

provided time worked does not exceed two (2) hours. When the employee is

provided at least eight (8) hours notice the call back premium does not apply. An

employee on standby status (on call) called to return to the work station does not

qualify for call back pay.

45.11 Multilingual/Sign Language/Braille Premium Pay. 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, and the need for that skill is

specified in the employee’s position description, the employee shall receive a

premium pay of five percent (5%) 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 the employee’s position is allocated to a class that specifies these skills, the

employee will receive a premium pay of five percent (5%) above the level normally

assigned for that position only when the employee’s position description states that

the position has a bona fide requirement for regular use of competent skills in three

(3) or more languages in addition to English.

If this requirement is not included in the employee’s position description, refusal by

the employee to interpret will not result in corrective action.

45.12 Assignment Pay. The Employer agrees to pay a premium rate of at least $1.75

per hour above an employee’s base salary for the time an employee works in any

of the following assignments:

a. While wearing a fall protection safety harness, when required by an approved

Fall Protection Work Plan. While working with a fall protection monitor, when

required 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 for

respirator 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 Aerial

Personnel Lift equipment or suspended platforms in accordance with WISHA

standards (currently 10’).

e. Skilled Trades Bargaining Unit Only: While using required personal protective

equipment (PPE), above and beyond the standard uniform, to protect against

arc flash when required by an approved Work Plan.

When an employee performs qualifying work less than 1 hour, they will be paid

a minimum of one hour per day of assignment pay. Work exceeding one hour

per day will be paid based on actual time worked.

45.13 Preceptor. Surgical Technologists (18716) may serve as a preceptor after

successfully completing a preceptor workshop or equivalent documented training

and agreeing to and being appointed to be specifically responsible for planning,

organizing, and evaluating the new skill development of one or more newly hire

surgical technologists or perioperative registered nurses. This includes teaching,

clinical supervision, role modeling, feedback, evaluation (verbal and written) and

follow up of the new or transferring employee. Employees will receive a preceptor

premium pay of one dollar and fifty cents ($1.50) per hour for all time spent

engaged in preceptor role responsibilities with/on behalf of the orienting

employees.

45.14 Late Payroll Checks. Regular payroll checks, either hard copy or electronic,

should be available to employees on payday. If the University is responsible for

delay in receipt of a regular payroll check, the University will work with the

employee to attempt to have any incurred fees waived.

45.15 Weekend Pay.

A. All hours worked on weekends by employees in applicable job titles shall include

a weekend pay premium in accordance with Appendix II.

B. All hours worked on weekends (defined as Saturday and Sunday) by employees in

the following classifications at Harborview Medical Center and UW Medical Center-

Montlake Campus shall include a weekend pay premium of one dollar and fifty cents

($1.50): Custodian, Custodian Lead, Custodian Supervisor 1, Custodian Supervisor 2.

45.16 Field Training Officer. When a Public Safety Officer has been designated as a

Field Training Officer for a new employee he/she will receive a seven percent

(7%) increase for all the hours they provide direct training/instruction.

45.17 See Proposed MOU

Custodian Lead Assignment. Custodians assigned lead duties by the Employer

will be paid two dollars ($2.00) per hour for the duration of the assignment. A

lead is one who is assigned lead responsibilities as defined by management but

does not have supervisory authority. A lead assignment is delegated

responsibility for training, assigning, organizing and scheduling work and

reviewing completed work assignments. Lead assignment pay may be for an

indefinite period, solely determined by the Employer and it shall not provide the

basis for an allocation or reallocation under Article 44.

Existing lead custodian positions may be converted to lead assignments when

vacant, at management’s option. Management decisions to create, modify, or

end any lead assignments under this section after July 1, 2013 are not grievable.

Employees holding lead job classifications as of July 1, 2013 will not be affected

by this section.

45.18 Career Enhancement/Growth Program.

The University will continue its Career Enhancement/Growth program. The

program will reward employees whose development of skills, increased

productivity, or assumption of higher level duties results in service enhancements

or efficiencies for the department in which the employee works.

CEGP steps on the respective pay tables (see Appendix V Pay Tables), will be

attained solely through the Career Enhancement/Growth program and will not be

based on length of service.

Employees in every classification covered by this Agreement will be eligible for the

program. Employees are eligible to receive a Career Enhancement/Growth step

any time after they have been at the top automatic step in their pay range for a

minimum of one (1) year. Employees are eligible for the subsequent Career

Enhancement/Growth step beginning one (1) year after receiving the previous

step.

There will be no minimum or maximum number of employees who may receive

Career Enhancement/Growth steps. There will be no minimum or maximum

amount of money the University will spend on the Career Enhancement//Growth

program. Decisions about Career Enhancement/ Growth steps shall be made

within sixty (60) days of supervisory/ managerial/professorial recommendations.

Either employees or managers may initiate the CEGP application process. All

CEGP applications shall be forwarded to the Compensation Office, regardless of

approval or denial. If the application has been denied, the reason for the denial

must be documented.

The Compensation Office tracks CEGP applications, grants, and denials including

at a minimum the job class, department, employee id, the decision to grant or deny,

and the documented reason for any denial. If denied, the employee may appeal

to the decision-maker’s supervisor.

The CEGP application form allows for the inclusion of up to three letters of

recommendation, and record years of experience in the position or field, as well as

years of service with the University in the Statement of Qualifications section. The

union will have access to this information on request.

The Career Enhancement/Growth program will not be a substitute for

reclassifications. 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. Career Enhancement/Growth steps shall be

considered in calculating salary adjustment associated with promotion and upward

reclassification, but in no instance shall a salary in a new position be at a step

higher than the top automatic step in the new pay range, except for lateral transfers

where there is no mutual agreement not to exceed the top automatic progression

step in the new pay range.

The University agrees to regularly issue University-wide reminders promoting the

value of this program.

The parties will utilize the JLM committee to review the CEGP program periodically

with the goal to improve standards and accessibility.

The Career Enhancement/Growth program in its entirety is not subject to the

grievance procedure (Article 6).

ARTICLE 46 – HEALTH CARE BENEFITS AMOUNTS

46. 1

A. For the 2023-2025 biennium, the Employer will contribute an amount

equal to eighty-five percent (85%) of the total weighted average of the

projected medical premium for each bargaining unit employee eligible for

insurance each month, as determined by the Public Employees Benefits

Board (PEBB). The projected medical premium is the weighted average

across all plans, across all tiers.

B. The point-of-service costs of the Classic Uniform Medical Plan (deductible,

out-of-pocket maximums and co-insurance/co-payment) may not be

changed for the purpose of shifting health care costs to plan participants,

but may be changed from the 2014 plan under two (2) circumstances.

1. In ways to support value-based benefits designs; and

2. To comply with or manage the impacts of federal mandates.

Value-based benefits designs will:

1. Be designed to achieve higher quality, lower aggregate health care

services cost (as opposed to plan costs);

2. Use clinical evidence; and

3. Be the decision of the PEBB Board.

C. Article 46.1 (B) will expire June 30, 2025.

46.2

A. 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. If changes to the long-term disability benefit structure

occur during the life of this agreement, the Employer recognizes its

obligation to bargain with the Coalition over the impacts of those changes

within the scope of bargaining.

B. If the PEB Board authorizes stand-alone vision insurance coverage, then

the Employer will pay the entire premium costs for each bargaining unit

employee.

46.3 Wellness

A. To support the statewide goal for a healthy and productive workforce,

employees are encouraged to participate in a Well-Being Assessment

survey. Employees will be granted work time and may use a state

computer to complete the survey.

B. The Coalition of Unions agrees to partner with the Employer to educate

their members on the wellness program and encourage participation.

Eligible, enrolled subscribers shall have the option to earn an annual one

hundred twenty-five dollars ($125.00) or more wellness incentive in the

form of reduction in deductible or deposit into the Health Savings Account

upon successful completion of required Smart Health Program activities.

During the term of this Agreement, the Steering Committee created by

Executive Order 13-06 shall make recommendations to the PEBB

regarding changes to the wellness incentive or the elements of the Smart

Health Program.

46.4 The PEB Program shall provide information on the Employer sponsored

Insurance Premium Payment Program on its website and in an open enrollment

publication annually.

46.5 Medical Flexible Spending Arrangement

A. During January 2022 and again in January 2023, the Employer will make

available two hundred fifty dollars ($250) in a medical flexible spending

arrangement (FSA) account for each bargaining unit member represented

by a Union in the Coalition described in RCW 41.80.020(3), who meets

the criteria in Subsection 46.5(B) below.

B. In accordance with IRS regulations and guidance, the Employer FSA

funds will be made available for a Coalition bargaining unit employee who:

1. Is occupying a position that has an annual full-time equivalent base salary

of sixty thousand four dollars ($60,000) or less on November 1 of the year

prior to the year the Employer FSA funds are being made available; and

2. Meets PEBB program eligibility requirements to receive the employer

contribution for PEBB medical benefits on January 1 of the plan year in

which the Employer FSA funds are made available, is not enrolled in a

high-deductible health plan, and does not waive enrollment in a PEBB

medical plan except to be covered as a dependent on another PEBB non-

high deductible health plan.

3. Hourly employees’ annual base salary shall be the base hourly rate

multiplied by two thousand eighty-eight (2088).

4. Base salary excludes overtime, shift differential and all other premiums or

payments.

C. A medical FSA will be established for all employees eligible under this

Section who do not otherwise have one. An employee who is eligible for

Employer FSA funds may decline this benefit but cannot receive case in

lieu of this benefit.

D. The provisions of the State’s salary reduction plan will apply. In the event

that a federal tax that takes into account contributions to a FSA is imposed

on PEBB health plans, this provision will automatically terminate. The

parties agree to meet and negotiate over the termination of this benefit.

E. Eligible employees will be provided information regarding the benefit and

use of the FSA funds at new employee orientation, during open enrollment

periods, and at the beginning of each plan year. The PEB Health Care

Benefits Labor Coalition and Health Care Authority committee will confer

on methods of ensuring eligible employees understand and are able to

access information regarding the FSA benefit, including exploring ways for

employees to access information in preferred languages.

ARTICLE 47 – CONTRACTING

47.1 The University will not contract out work which results in the layoff of bargaining

unit employees. With the exception of emergencies or Skilled Trades contracting

outlined in 47.2, the University will provide the Union thirty (30) days’ notice of any

contracting allowed under this article.

47.2 Skilled Trades Contracting – When contracting out work is deemed necessary by

the Employer, a contracting out form will be provided to the union as soon as

possible. The specifications of the form are outlined in Appendix VI and any

changes to the form are subject to the parties’ collective bargaining obligations. In

contracting out work deemed necessary that does not result in layoff under this

section, the Employer will not contract out such work for the purpose of avoiding

overtime, not filling vacancies, or eroding the bargaining unit.

ARTICLE 48 – STAFFING CONCERNS

48.1 Individual Staffing Concerns. Employees are strongly encouraged to bring

concerns about workload issues to the attention of their supervisor or designee.

Upon request, the supervisor or designee will provide direction and guidance that

may include the setting of priorities and the adjustment of workload.

48.2 Departmental Staffing Concerns. Workload, work area and staffing considerations

will be appropriate subjects for Joint Union/Management meetings (JLM). Upon

request, a departmental JLM for staffing concerns will be scheduled for a mutually

agreeable date, time and length. The parties will make a good faith effort to

schedule the JLM within thirty (3) days of the request.

48.3 The Employer will ensure that the reporting authority for each employee is clearly

defined.

48.4 Assignment of Additional Duties. An employee who is assigned, on a long term

basis, the duties of a position vacated by attrition, layoff, or other reasons, in

addition to their job duties, shall have the right to meet with their supervisor to

discuss the situation. If the initial meeting between the supervisor and the

employee does not result in a satisfactory conclusion, the employee may request

a subsequent meeting which a representative of the Union may attend.

ARTICLE 49 – PRIVACY

49.1 Personnel, medical records, and other employment related files containing

personal employee information, will be kept confidential in accordance with state

and federal law and University policy.

49.2 The Employer will make a reasonable attempt to notify affected current employees

when a public disclosure request, in which they are named, is received for

information from their personnel file. The Employer will copy the Union on the

notification to the employee. This notification does not apply to any public

disclosure request from the employee, a request from the Union, one that includes

a release signed by the employee, or a request for information otherwise available

to the public.

ARTICLE 50 – NO STRIKE/LOCKOUT

50.1 The Employer and the Union acknowledge that this Agreement provides, through

the grievance procedure and through other administrative remedies, for an orderly

settlement of grievances or disputes which may arise between the parties.

Accordingly, the parties agree that the public interest requires the uninterrupted

performance of all University services and to this end pledge to prevent or

eliminate any conduct contrary to that objective. Therefore, during the life of the

Agreement the Employer shall not lockout any of the employees as a result of a

labor dispute or grievance or disputes on personnel matters nor shall the Union

condone or authorize a work stoppage, work slowdown, or any other curtailment

of work in the bargaining units.

50.2 Should the employees engage in any unauthorized concerted action, the Joint

Union/Management Committee shall immediately convene and shall continue to

meet until the dispute is settled, and the employees involved shall immediately

return to work and continue working. Any employee who refuses to perform their

work may be subject to disciplinary action.

50.3 There will be no strike or lockout regarding any matters pertaining to the contents

of this Agreement.

50.4 Any action of the Employer in closing the University during a general strike, riot, or

civil disturbance for the protection of the institution, its property, or its employees

shall not be deemed a lockout.

50.5 Any action of an employee in refusing to cross, for their own personal safety, a

picket line at the Employer’s premises in case of an officially declared strike by

some other employee organization or union representing employees working for

the Employer shall not constitute a violation of this clause of the Agreement,

provided, however, that such a decision shall be made freely by the employee

without coercion by either the Employer or the Union and provided further that

nothing herein shall preclude the Employer from continuing to operate the

University with or without temporary replacement personnel.

ARTICLE 51 – BOARD OF REGENTS

The Union may submit proposed agenda items to the President’s Office for consideration

for submission to the University of Washington Board of Regents. Such agenda items

are to be submitted in accordance with procedures of the Board.

SEE MOUARTICLE 53 – WASHINGTON FAMILY MEDICAL LEAVE PROGRAM*

53.1 Washington Family Medical Leave Program effective January 1, 2020

The parties recognize that the Washington State Family and Medical Leave

Program (RCW 50A) is in effect beginning January 1, 2020 and eligibility for and

approval of leave for purposes as described under that Program shall be in

accordance with RCW 50A. In the event that the legislature amends all or part of

RCW 50A, those amendments are considered by the parties to be incorporated

herein. In the event that the legislature repeals all or part of RCW 50A, those

provisions that are repealed are considered by the parties to be expired and no

longer in effect upon the effective date of their repeal.

Under RCW 50A, employer provided healthcare benefits must be maintained

during a PFML leave, so interspersing time off is not required provided the

employee qualifies for a reason under the federal FMLA. Under RCW

50A.15.060(2), the University has elected to offer supplemental benefits in the

form of bereavement time off when the employee qualified for PFML family leave

per RCW 50A.05.010 10(d), sick time off, vacation time off, personal holiday,

holiday credit, holiday taken, or compensatory time off.

Employees requesting PFML benefits through the Employment Security

Department must provide notice to the University as outlined under RCW

50A.040.030.

ARTICLE 54 – SUBORDINATION OF AGREEMENT AND SAVING CLAUSE

Should any part of this Agreement or any provision contained herein be determined by a

body of competent jurisdiction to be unlawful or invalid the remainder of the Agreement

shall remain in full force and effect. Upon request from either party, the Union and

Employer negotiating committee shall commence negotiations within thirty (30) days for

the purpose of coming to agreement on a substitute provision for that which was declared

unlawful or invalid.

Nothing in this Agreement shall be construed to limit or reduce the rights and privileges

of the parties except where specifically modified herein.

ARTICLE 55 – CONTRACT PUBLICATION

55.1 Contract Distribution

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 WFSE. The Employer will post the agreement

electronically on the Labor Relations website by the effective date of the

agreement (July 1, 2023) or within sixty (60) days of legislative approval,

whichever is later.

55.2 The Employer will provide all current and new employees with a link to the new

Agreement. Translated versions of the Agreement can be found at:

https://hr.uw.edu/labor/staff-unions/wfse-master-contract/contract

55.3 Each department or unit will maintain a paper copy of the contract accessible to all

employees.

55.4 Each Human Resources Operations Office will maintain a paper copy of the

agreement accessible to union members during normal business hours.

ARTICLE 56 – UNION MEMBERSHIP DUES DEDUCTION, AND STATUS REPORTS

56.1 Notification.

The Employer shall notify each employee hired into a bargaining unit position that

the position is included in a bargaining unit represented by a union through job

posting, new employee orientation, or appointment letter.

56.2 Dues Deduction.

Upon written authorization to the Union by an individual employee to become a

member of the Union and pay membership dues, the Employer shall provide for

the semi-monthly payroll deductions of union dues which are uniformly applied to

all members in those bargaining units in which the Union is the exclusive

bargaining agent. The Employer will honor the terms and conditions of each

employee’s signed membership card upon authorization by the Union.

A. The Union shall transmit to the Employer via a web based electronic reporting

system, by the cut-off date for each payroll period, the name and Employee

ID number of employees who have, since the previous payroll cut-off date,

provided authorization for deduction of dues, PEOPLE, or have changed their

authorization for deduction. The Employer will provide instructions and

templates for the web based electronic reporting system and provide a

calendar of required payroll cut-off dates.

56.3 Indemnification.

The Union and each employee in a designated bargaining unit hereby undertakes

to indemnify and hold the University, and its employees harmless from all claims,

demands, suits or other forms of liability that may arise against the University for

or on account of any deductions made from the wages of such employees or for

any action taken under this Article.

56.4 Remittance of Dues.

The Employer shall electronically transmit to the Union on the first bank working

day after each payday all dues deducted for that pay period in those bargaining

units for which the Union is the exclusive bargaining representative.

56.5 Revocation.

An employee may revoke their authorization for payroll deduction of payments to

the Union by written notice to the Employer and the Union in accordance with the

terms and conditions of their signed membership card. Every effort will be made

to end the deduction effective on the first payroll, and not later than the second

payroll, after receipt by the Employer of confirmation from the Union that the

terms of the employee’s signed membership card regarding dues deduction

revocation have been met.

56.6 Voluntary PEOPLE Deduction.

During the term of this Agreement, the Employer shall deduct the sum specified

from the pay of each member of the Union who voluntarily executes a political

action contribution wage assignment authorization for PEOPLE (Public Employees

Organized to Promote Legislative). When filed with the Employer, the authorization

form will be honored in accordance with its terms. The amount deducted and an

electronic roster of all employees using payroll deduction for voluntary political

action contributions will be promptly transmitted to the Union by a separate check

payable to its order. Upon issuance and transmission of a check to the Union, the

Employer's responsibility shall cease with respect to such deductions. The Union

and each employee authorizing the assignment of wages for the payment of

voluntary political action contributions hereby undertakes to indemnify and hold the

Employer harmless from all claims, demands, suits or other forms of liability that

may arise against the Employer for or on account of any deduction made from the

wages of such employee.

56.7 Listing of Employees.

a. Authorized Use - All Reports

The information contained in the requested reports would be provided to each

Union for the sole and exclusive purpose of enabling the Union to fulfill their

representational responsibilities as the collective bargaining representative for

the UW employees about whom the information is requested. No personally

identifiable data will be published or shared by any Union, except among those

within each Union with a need-to-know for the purpose of enabling the Union

to fulfill its representational responsibilities as the collective bargaining

representative for the University employees about whom the data or

information is requested.

Information provided pursuant to this Section will be maintained by the Union

in confidence according to the law. The Union will indemnify the Employer for

any violations of employee privacy committed by the Union pursuant to this

Section.

Each pay period UW shall provide the following four reports electronically in

EXCEL format

A. Total Compensation and deductions

Name

Home Address

Home phone

Cell phone

Work phone

Work location (building)

Work location (address)

Work station or office (suite and/or number)

Employee ID number

Personal Email

UW email

UW mailbox

Employment status

Employment status effective date

Job classification

Department

Pay grade

Pay step

Pay rate salary

Hourly rate

Supervisor

Supervisor email

Race

Gender

DOB

Date of hire

Job title

Job class code

Shift

Deduction amount dues

Deduction amount other

Deduction amount PEOPLE

Total wages for the pay period

Total base pay for pay period

Total overtime pay for pay period

Total overtime hours per pay period

Total hours worked in the pay period

Days in the pay period

Total hours for each class/type of differential and or/ premium pay for the pay

period

Total wages for each class/type of differential and or/ premium pay for the pay

period

Total wages year to date.

Pension plan enrollment (which plan)

Position number

Medical plan enrollment (which plan)

Bargaining Unit

Total FTE

Anniversary date (step date)

Employment status (regular fulltime, regular part time, hourly, fixed duration part

time, fixed duration full time)

B. All appointment list

All information above with wages and codes organized by appointment including:

a. ld by each worker.

b. Appointment budget number(s)

c. Beginning date

d. End date

e. Department and /or hiring unit

f. College/Org name

g. Job Classification

h. Job Classification Code

i. Full time salary or hourly rate

j. Appointment/FTE Percentage

k. Appointment status

l. Appointment term

m. Distribution line information.

n. Position number

o. Earnings in last pay cycle

p. Hours worked in last pay cycle

q. FTE in last pay cycle

C. Change Report

Name,

Job classification,

Job classification code,

Department,

Employee id,

Original hire date,

Status change date,

Termination/separation date if any,

Reason for status change, nature of status change,

Reason for termination/separation

LOA effective date,

Nature of LOA

New hire date

New Hire

D. Vacancy Report

Position Number,

Job Classification

Date of vacancy

Elimination date of vacancy

Reason for elimination (filled, deleted, transferred to a different

classification/status)

56.8 Privacy Rights of Union Members

In recognition of the privacy interests of all persons covered under this Agreement,

the Employer will not disclose any personally identifiable wage or deduction

information, or membership status, concerning persons covered by this Agreement

to any members of the public or to nongovernmental organizations except to the

extent required by law, including the Public Disclosure Act and the Freedom of

Information Act.

ARTICLE 57 – MANAGEMENT RIGHTS AND RESPONSIBILITIES

The Employer through its designated management personnel or agents has the right and

responsibility, except as expressly modified by this Agreement, to control, change, and

supervise all operations and to direct and assign work to all working forces. Such rights

and responsibilities shall include by way of illustration but shall not be limited to: the

selection and hiring, training, discipline and discharge, classification, reclassification,

layoff, promotion and demotion or transfer of employees; the establishment of work

schedules; the allocation of all financial and other resources; the control and regulation

of the use of all equipment and other property of the Employer. The Employer shall

determine the methods, technological means and qualifications of personnel by and for

which operations are to be carried out. The Employer shall take whatever action as may

be necessary to carry out its rights in any emergency situation.

Application of this Article shall not preclude the use of the grievance procedure as

established in this Agreement.

ARTICLE 58 – TERM OF AGREEMENT

This Agreement will be effective July 1, 2023, and will continue in full force and effect

through June 30, 2025; provided that if this Agreement expires while negotiations

between the parties are underway for a successor Agreement, the terms and conditions

of this Agreement will remain in effect for a period not to exceed one (1) year from the

expiration date.

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. Should such notice be served, bargaining shall commence

at a time agreed upon by the parties.

ARTICLE 59 – DRUG TESTING

59.1 Except as required by federal or state laws or as provided in this Agreement, the

Employer will not perform or cause to be performed a drug test of any employee

covered by this Agreement. The Union and the Employer recognize that the

Employer currently performs drug and alcohol testing for Commercial Driver’s

License (CDL) holders as required by federal law in accordance with the

Employer’s Administrative Policy Statement 13.7, and that the Employer will

continue to do so unless changes to federal law either eliminate or modify the

requirement for drug and alcohol testing for CDL holders.

59.2 Should federal or state law either change or impose new requirements for drug

and/or alcohol testing of bargaining unit employees, the Employer agrees that it

will negotiate impact with the Union.

59.3 In the event that the University determines that additional drug testing is

necessary, the Employer agrees that it will discuss any proposal with the Union

and negotiate impact.

ARTICLE 60 – NONPERMANENT AND INTERMITTENT EMPLOYEES

Only the following language in this Article applies to the Nonpermanent and Intermittent

Employees and shall constitute the whole agreement between the Union and the

University regarding these employees.

60.1 Definitions.

A. A Nonpermanent position can be created when any of the following conditions are

met:

1) The UW is actively recruiting to fill a vacant position with a permanent position;

2) The UW needs to address a short-term immediate workload peak or other short-term

needs;

3) The UW is not filling a position with a permanent position due to the impending or

actual layoff of a permanent employee(s);

4) The UW is filling positions when a worker is on a leave-of-absence; or

5) Temporary project.

A nonpermanent appointee must have the skills and abilities required for the position.

B. Intermittent Positions

A. An Intermittent position exists when the nature of the work is sporadic and does not

fit a particular pattern.

B. If an employee in an intermittent appointment has been working a fixed number of

hours every week for a period of at least twelve (12) months, the Employer will convert

the appointment to nonpermanent fixed duration appointment for no more than an

additional six (6) months. If the work is on-going the Employer may also covert the

position to a regular appointment.

60.2 Types of Nonpermanent Positions:

A. Nonpermanent Hourly

B. Nonpermanent Fixed Duration

Employees in Nonpermanent Fixed Duration positions are considered regularly

scheduled and assigned a schedule with a fixed number of working hours in a

workweek. Nonpermanent Fixed Duration positions with varying work days are

considered scheduled.

Employees in Intermittent and Nonpermanent Hourly positions are considered

nonscheduled and are not assigned a fixed schedule or amount of working time in a

workweek.

If at any time during a Nonpermanent Hourly appointment, the employee starts working

a fixed number of hours each work week for multiple weeks in a row, upon request

the appointment designation will change to Nonpermanent Fixed Duration.

60.3 Nonpermanent Hourly and Nonpermanent Fixed Duration Appointments:

A. The initial duration of a Nonpermanent Hourly and Nonpermanent Fixed Duration

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 60.1 1-5 still exist.

Individuals may receive consecutive Nonpermanent Fixed Duration or Hourly

appointments as long as any subsequent appointment is to a different position.

B. 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.

C. If the employee is not a permanent state employee, the employer must give

one work days’ notice prior to conclusion of the appointment. A Nonpermanent

appointment may be terminated immediately with pay in lieu of the one work day

of notice required for Nonpermanent Employees.

D. If at any time during a Nonpermanent appointment, a short-term workload

peak or other short term need becomes ongoing and permanent in nature, the

Employer must take action to fill the position on a permanent basis.

E. Nonpermanent Fixed Duration or Nonpermanent Hourly appointments will not

be made to permanently replace permanent positions that are vacant.

F. Time worked in a Nonpermanent Fixed Duration or Nonpermanent hourly

appointment will count towards seniority for employees who are appointed to a

regular classified position without a break in service in accordance with Article

38.1.A.

60.4 Hours of Work and Overtime.

A. Hours of work for Nonpermanent and Intermittent Employees shall be established by

the employing official. Work assigned in excess of forty (40) hours in a seven (7) day

work week constitutes overtime. Overtime hours will be compensated at a rate of one-

and-one-half (1-1/2) times the employee’s regular rate. All paid holiday hours including

the use of holiday credit during the employee’s regular work schedule is considered

time worked for the calculation of overtime. All other time paid for but not worked shall

not count towards the calculation of overtime.

B. Minimum Work Availability. The Employer may require employees in Intermittent and

Nonpermanent hourly position to provide at least a minimum number of available hours

or shifts each week, month or schedule block. The Employer may also require

employees in Intermittent and Nonpermanent hourly position to provide at least a

minimum number of available weekend hours or shifts each week, month or schedule

block. A minimum number of hours of shifts on holidays may also be required of

employees in Intermittent and Nonpermanent hourly position. Employees out of

compliance may have their appointment terminated. Appointments may also end due to

a lack of work.

Assignment of hours or continuation of employment is at the discretion of the Employer

and is not grievable.

60.5 Probationary Period Upon Movement from Nonpermanent or Intermittent to

Regular.

A. A Nonpermanent or Intermittent Employee hired into a regular bargaining unit

position is required to serve a probationary period.

B. A Nonpermanent or Intermittent Employee who is hired into a regular position in the

same job classification in the same unit without a break in service through open

recruitment will have their Nonpermanent or Intermittent hours of service apply toward

their probationary period for that position up to a maximum of three (3) months of the six

(6) month probationary period.

C. The Employer may convert a Nonpermanent or Intermittent position into a

permanent position if the Employer used a competitive process to fill the

Nonpermanent or Intermittent position or if the Nonpermanent or Intermittent

position was filled using a veteran placement program. In such circumstances the

employee will serve a probationary or trial service period, whichever is

applicable.

60.6 INCLEMENT WEATHER AND SUSPENDED OPERATIONS

A. Inclement Weather. When the University is in operation an employee may request

time off without pay to deal with unanticipated problems related to inclement weather

conditions. However, employees designated by the Employer as "essential" must report

to work.

B. Suspended Operations. If the University determines it is advisable due to emergency

conditions to suspend the operation of all or any portion of the institution, employees

designated by the Employer as "essential" must report to work.

60.7 Compensation.

A. The rate of pay for employees under this Article must be placed on a salary step

within the range for the classified title that best fits the work.

B. The progression start date shall be established as follows:

1) The first of the current month for actions occurring between the first and the fifteenth

of the month; or,

2) The first of the following month for actions occurring between the sixteenth and the

end of the month.

C. Annual Salary Adjustment. Annual salary adjustments up to the top automatic step

will be administered the same as regular positions in the same classification.

60.8 Training.

A. Employees that are required to schedule and participate in mandatory education by

their department and will be compensated at the appropriate rate of pay. Tuition for

required education will be provided by the Employer.

100

B. Employees shall be appropriately trained and or certified prior to being assigned to

perform work requiring such training or certification, e.g., work with asbestos, lead,

blood borne pathogens, and all other appropriate training required for safety and

efficiency in the unit.

60.9 Sick Time Off

A. Employees in Nonpermanent Fixed Duration positions will accrue sick time off per

Article 18 Sick Leave.

B. Employees in Nonpermanent Hourly and Intermittent positions 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. Sick

time off accruals cannot exceed eight (8) hours in a month.

60.10 Vacation Time Off

A. Employees in Nonpermanent Fixed Duration positions will accrue and use vacation

time off per Article 17 Vacations.

B. Employees in Nonpermanent Hourly and Intermittent positions will earn a monthly

vacation 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.

C. Employees in Intermittent positions will receive vacation time off accrual rate

increases in accordance with the accrual schedule in Article XX Vacation Time Off.

D. Employees in Nonpermanent and Intermittent positions are subject to the maximum

vacation time off accrual rules as outlined in RCW 43.01.044 for classified employment.

60.11 Holidays and Holiday Credit

A. Employees in Nonpermanent Fixed Duration positions will be paid for holidays and

receive holiday credit per Article 16 Holidays.

B. Holiday credit is a balance of time off that is received in lieu of holiday compensation

for employees in Nonpermanent Hourly and Intermittent positions. Holiday credit accrual

is proportionate to the number of hours in pay status (excluding overtime hours) in the

same month of the holiday to that required for full-time (1.0 FTE) employment, excluding

all holiday hours. Holiday credit accrual will be calculated at the end of the month.

Employees in Nonpermanent Hourly and Intermittent positions hired during the month of

the holiday will not receive credit for holidays that occur prior to their hire date.

C. Employees in Nonpermanent Hourly and Intermittent positions shall be paid for

holiday credit in accordance with Article 16 Holidays.

60.12 Holiday Premium. If an employee works one of the following holidays, they will

receive time and one half (1 ½) for all hours worked on that holiday: New Year’s

Day, Martin Luther King Jr. Day, Presidents’ Day, Memorial Day, Juneteenth,

101

Independence Day, Labor Day, Veterans’ Day, Thanksgiving Day, Native

American Heritage Day, and Christmas Day.

60.13 Personal Holiday

A. Employees in Nonpermanent Fixed Duration positions will receive a personal holiday

per Article 16.3 Personal Holiday.

B. Employees in Nonpermanent Hourly and Intermittent positions earn a personal

holiday at a rate proportionate to the number of hours in pay status (excluding overtime

hours) in the same month when the personal holiday is scheduled to that required for

full-time (1.0 FTE) employment, excluding all holiday hours. The value of the Personal

Holiday cannot exceed eight (8) hours.

60.14 Miscellaneous Leave. If eligible, the Employer will continue to provide Family and

Medical Leave (Article 21), Domestic Violence Leave (Article 27), Civil Duty

Leave (as unpaid release time) (Article 26), Leave Without Pay for Reason of

Faith or Conscience (Article 24), and paid Military Leave in accordance with

University Policy and Article 29.

60.15 OTHER PROVISIONS: The Following Articles in this Agreement apply to

Represented Regular Temporary employees:

Preamble

Article 1 Union Recognition

Article 2 Non-discrimination

Article 4 Workplace Behavior

Article 5 Affirmative Action

Article 6 Grievance Procedure (non-corrective action only)

Article 7 Employee Rights

Article 8 Employee Facilities

Article 20.11 Formal Collective Bargaining Leave

Article 22 Child/Dependent Care

Article 24 Unpaid Leave for a Reason of Faith or Conscience

Article 27 Leave Related to Domestic Violence, Sexual Assault or Stalking

Article 30 Work Related to Injury Leave (except 30.2)

Article 31 Health and Safety

Article 40 Mandatory Subjects

Article 42 Union Activities, Rights, and Stewards (except Article 42.6

Temporary Employment with the Union)

Article 43 Joint Union/Management Committees (except section 43.3)

Article 46 Health Care Benefits (if qualified for PEBB)

Article 49 Privacy

Article 50 No Strike/Lockout

Article 54 Subordination of Agreement and Saving Clause

Article 56 Union Membership, Fair Share, and Dues Deduction

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Article 57 Management Rights and Responsibilities

Article 58 Term of Agreement

Appendix I Job Classifications

Appendix III Overtime Exempt Job Classifications

Appendix IV Layoff Seniority Units

Appendix V Pay Tables

ARTICLE 61 – DIVERSITY AND INCLUSION

A. The parties acknowledge that the University’s Diversity Blueprint for 2017-2021

articulates the tri-campus community’s aspirations for becoming an inclusive and

equitable environment. On an annual basis, the Office of Minority Affairs and

Diversity (OMA&D) will prepare an assessment report on University-wide

diversity metrics for the Board of Regent’s Diversity, Equity, and Inclusion

subcommittee. An electronic copy of the report will be made available to the

Union.

B. As part of the University’s Strategic Leadership Program (SLP), the Employer

shall provide all managers and supervisors of bargaining unit employees

information regarding the University’s existing Staff Diversity Hiring Toolkit.

Additionally, the Employer will include a content module on implicit bias and

diversity in the hiring process during the SLP workshop for managers and

supervisors with at least one direct report. The Employer shall distribute an

electronic copy of the Toolkit annually to all managers and supervisors of

bargaining unit employees.

C. On an annual basis, the Employer will provide the Unions with a list of trainings

and courses offered to staff the year prior centered on aspects of diversity,

equity, and inclusion. The list will include a headcount for each offering,

indicating the number of participants registered, by department.

D. WFSE 1495 and WFSE 3488, will each select one member to be appointed to

the University of Washington Diversity Council.

E. On an annual basis, the Employer will provide the Unions with a report on

employee participation levels in Facilities relative to cultural responsiveness or

cultural competency training, and manager training in implicit bias, equity, cultural

responsiveness, and hiring best practices. The progress report would include an

update on Facilities’ efforts to include under-represented minority members

and/or women in hiring committees or interview panels.

103

F. The Employer will create a position in UW Human Resources Recruitment

dedicated to designing, developing, and implementing innovative outreach

programs using diversity and inclusion best practices in support of UW’s strategic

initiatives.

G. Staff Focused Equity, Diversity and Inclusion (EDI) Council Workgroup at

Harborview Medical Center (HMC).

1. Within six (6) months a new council workgroup will be added to HMC’s

existing EDI Committee structure, focused specifically on issues impacting

front line staff.

2. The council workgroup will attend at least two all-day (8 hour) workshops

(one with labor and management separate and one with labor and

management together) intended to increase skill and awareness on

hidden bias and cultural competency. Within 90 days of the creation of the

council, the parties will jointly select two independent facilitators.

Additional training opportunities may be added with mutual agreement of

the council workgroup.

3. The workgroup will be sponsored by the Executive Director of HMC, and

will also include:

a. Four (4) WFSE represented staff

b. Four (4) SEIU 925 represented staff

c. Four (4) SEIU 1199 represented staff

d. Four (4) unrepresented staff

e. One (1) HMC Program Director

f. Up to two (2) UW Medicine HR representatives

g. Ad Hoc members may include representatives from HMC and/or

UW Medicine EDI Programs.

4. The first workgroup task will be to review information obtained during

HMC’s 2019 sensing interviews, and use the data to develop a further

work plan.

5. The workgroup will meet monthly.

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APPENDIX I – JOB CLASSIFICATIONS

Job Code

Hourly

Job

Code

JOB CLASSIFICATION

PAY

TABLE

SALARY

RANGE

CAMPUSWIDE BARGAINING UNIT

18536

20803

CARPET CLEANER

18505

COOK

18506

COOK LEAD

18532

CUSTODIAN

18533

CUSTODIAN LEAD

18570

DIETARY UNIT AIDE

18569

DIETETIC TECHNICIAN

18555

DRIVER-WAREHOUSE WORKER

18519

ELECTRONICS TECHNICIAN 2

(Bioengineering Only)

18521

ENGINEERING TECHNICIAN 1

(Bioengineering Only)

18510

FOOD SERVICE WORKER 1

18511

FOOD SERVICE WORKER 2

18518

21240

FOOD SERVICE WORKER 3

18537

GARDENER 1

18538

GARDENER 2

18539

GARDENER LEAD

18540

GREENHOUSE ATTENDANT

18576

HOSPITAL ASSISTANT

18577

HOSPITAL ASSISTANT LEAD

18571

HOSPITAL CENTRAL SERVICES

TECHNICIAN TRAINEE

18572

HOSPITAL CENTRAL SERVICES

TECHNICIAN 1

18574

HOSPITAL CENTRAL SERVICES

TECHNICIAN 2

18573

HOSPITAL CENTRAL SERVICES

TECHNICIAN LEAD

18525

INDUSTRIAL HYGIENIST 1

18526

INDUSTRIAL HYGIENIST 2

18515

LAUNDRY OPERATOR 1

18516

LAUNDRY OPERATOR 2

18575

LICENSED PRACTICAL NURSE

18563

MAIL CARRIER

18564

MAIL CARRIER-DRIVER A

18565

MAIL CARRIER-DRIVER B

18567

MAIL RATER

18566

MAIL SERVICES LEAD

105

18543

MAINTENANCE CUSTODIAN 1

18531

MASTER RESEARCH VESSEL

18549

MOTOR EQUIPMENT SERVICE

ATTENDANT

18541

NURSERY WORKER

18580

PATIENT CARE TECHNICIAN

18542

PLANT COMMUNICATIONS

COORDINATOR

18503

PROGRAM ASSISTANT (Bioengineering

Only)

18527

RESEARCH AIDE 1 (Bioengineering Only)

18528

RESEARCH AIDE 2 (Bioengineering Only)

18529

RESEARCH TECHNOLOGIST 1

(Bioengineering Only)

18530

RESEARCH TECHNOLOGIST 2

(Bioengineering Only)

18517

SEAMSTRE

18550

SPRINKLER MAINTENANCE WORKER

18561

STOCKROOM ATTENDANT 1

18562

STOCKROOM ATTENDANT 2

18590

STOCKROOM ATTENDANT LEAD

18587

SUPPLY CHAIN TECHNICIAN 1

18588

SUPPLY CHAIN TECHNICIAN 2

18589

SUPPLY CHAIN TECHNICIAN LEAD

18551

TRANSPORTATION HELPER

18553

TRUCK DRIVER 1

18554

TRUCK DRIVER 2

18552

TRUCK DRIVER LEAD

18584

UNIT SUPPLY TECHNICIAN 1

18585

UNIT SUPPLY TECHNICIAN 2

18586

UNIT SUPPLY TECHNICIAN LEAD

18547

UTILITY WORKER 1

18548

UTILITY WORKER 2

18546

UTILITY WORKER LEAD

18558

WAREHOUSE WORKER 1

18560

WAREHOUSE WORKER 2

18559

WAREHOUSE WORKR LEAD

18513

WASHROOM EQUIPMENT OPERATOR 1

18514

WASHROOM EQUIPMENT OPERATOR 2

18556

WASTE COLLECTOR

18534

WINDOW WASHER

18535

WINDOW WASHER LEAD

CUSTODIAL SUPERVISORS BARGAINING UNIT

18776

CUSTODIAN SUPERVISOR 1

18777

CUSTODIAN SUPERVISOR 2

18774

FOOD SERVICE SUPERVISOR 1-UWMC

18775

FOOD SERVICE SUPERVISOR 2-UWMC

106

HARBORVIEW MEDICAL CENTER BARGAINING UNIT

18696

ALCOHOLISM THERAPIST 1

18711

ANESTHESIOLOGY TECHNICIAN 1

BABB

18712

CARDIAC MONITOR TECHNICIAN

18635

CASHIER 1

18718

CLINICAL LABORATORY TECHNICIAN 1-

HMC

18719

CLINICAL LABORATORY TECHNICIAN 2-

HMC

18720

CLINICAL LABORATORY TECHNICIAN

LEAD-HMC

18641

COOK

18642

COOK LEAD

18658

CUSTODIAN

18659

CUSTODIAN LEAD

18680

DIETARY UNIT AIDE

18678

DIETARY UNIT CLERK

18713

ELECTROCARDIOGRAPH TECHNICIAN 1

18714

ELECTROCARDIOGRAPH TECHNICIAN 2

18715

ELECTROCARDIOGRAPH TECHNICIAN

LEAD

18649

ELECTRONICS TECHNICIAN 1

18650

ELECTRONICS TECHNICIAN 2

18633

FISCAL TECHNICIAN 1

18634

FISCAL TECHNICIAN 2

18644

FOOD SERVICE WORKER 1

18645

FOOD SERVICE WORKER 2

18662

GARDENER 1

18663

GARDENER 2

18708

HOSPITAL ASSISTANT

18709

HOSPITAL ASSISTANT LEAD

18682

HOSPITAL CENTRAL SERVICES

TECHNICIAN TRAINEE

18683

HOSPITAL CENTRAL SERVICES

TECHNICIAN 1

18685

HOSPITAL CENTRAL SERVICES

TECHNICIAN 2

18684

HOSPITAL CENTRAL SERVICES

TECHNICIAN LEAD

18717

HOSPITAL DENTISTRY ASSISTANT

SPECIALIST

18652

INDUSTRIAL HYGIENIST 1

18653

INDUSTRIAL HYGIENIST 2

18654

LABORATORY HELPER

18655

LABORATORY HELPER LEAD

18656

LABORATORY TECHNICIAN 1

18657

LABORATORY TECHNICIAN 2

107

18647

LAUNDRY OPERATOR 1

18648

LAUNDRY OPERATOR 2

18707

LICENSED PRACTICAL NURSE

18676

MAIL RATER

18665

MAINTENANCE CUSTODIAN 1

18710

MEDICAL ASSISTANT

18681

MEDICAL TRANSCRIPTIONIST 1

18700

MENTAL HEALTH PRACTITIONER

18726

MENTAL HEALTH PRACTITIONER

CLINICAL SPECIALIST

18727

MENTAL HEALTH PRACTITIONER

18705

MENTAL HEALTH SPECIALIST 1

18706

MENTAL HEALTH SPECIALIST 2

18637

OFFSET DUPLICATOR OPERATOR

18638

OFFSET DUPLICATOR OPERATOR LEAD

18672

ORDER SERVICE COORDINATOR

18703

ORTHOPAEDIC TECHNICIAN 1

18704

ORTHOPAEDIC TECHNICIAN 2

18690

PATIENT SERVICES COORDINATOR

18691

PATIENT SERVICES LEAD

18689

PATIENT SERVICES REPRESENTATIVE

18721

PATIENT SERVICES SPECIALIST 1-

TRAINEE

18722

PATIENT SERVICES SPECIALIST 2

18723

PATIENT SERVICES SPECIALIST 3

18725

PATIENT SERVICES SPECIALIST EDU-QA

18724

PATIENT SERVICES SPECIALIST LEAD

18692

PATIENT SERVICES SPECIALIST-CALL

CENTER

18698

REHABILITATION COUNSELOR 1

18699

REHABILITATION COUNSELOR 2

18625

RESEARCH ANALYST 1

18702

RESPIRATORY CARE ASSISTANT

BABB

18693

SOCIAL WORK ASSISTANT 1

BABB

18686

SPECIMEN PROCESSING TECHNICIAN

18687

SPECIMEN PROCESSING TECHNICIAN

LEAD

18673

STOCKROOM ATTENDANT 1

18674

STOCKROOM ATTENDANT 2

18675

STOCKROOM ATTENDANT LEAD

18617

SUPPLY CHAIN TECHNICIAN 1

18618

SUPPLY CHAIN TECHNICIAN 2

18619

SUPPLY CHAIN TECHNICIAN LEAD

18716

SURGICAL TECHNOLOGIST

BABB

18631

TELEPHONE COMMUNICATIONS

OPERATOR

18632

TELEPHONE COMMUNICATIONS

OPERATOR-HOSPITAL

108

18670

TRUCK DRIVER 1

18671

TRUCK DRIVER 2

18667

TRUCK DRIVER LEAD

18621

UNIT SUPPLY TECHNICIAN 1

18622

UNIT SUPPLY TECHNICIAN 2

18623

UNIT SUPPLY TECHNICIAN LEAD

18668

UTILITY WORKER 1

18669

UTILITY WORKER 2

18660

WINDOW WASHER

18661

WINDOW WASHER LEAD

HARBORVIEW MEDICAL CENTER SECURITY OFFICERS

BARGAINING UNIT

18770

CAMPUS SECURITY OFFICER

LIBRARY BARGAINING UNIT

18750

FISCAL TECHNICIAN

18751

FISCAL TECHNICIAN 2

18761

LIBRARY & ARCHIVE

PARAPROFESSIONAL 1-BOTANICAL

GARDENS

18762

LIBRARY & ARCHIVE

PARAPROFESSIONAL 2-BOTANICAL

GARDENS

18763

LIBRARY & ARCHIVE

PARAPROFESSIONAL 3-BOTANICAL

GARDENS

18752

LIBRARY SPECIALIST I

18753

LIBRARY SPECIALIST II

18754

LIBRARY TECHNICIAN I

18755

LIBRARY TECHNICIAN II

18756

LIBRARY TECHNICIAN III

18757

LIBRARY TECHNICIAN LEAD

18746

PROGRAM ASSISTANT

18747

PROGRAM COORDINATOR

SKILLED TRADES BARGAINING UNIT

18825

CARPENTER

18824

CARPENTER APPRENTICE

18826

CARPENTER LEAD

18817

CONSTRUCTION AND MAINTENANCE

MECHANIC

18827

CONTROL TECHNICIAN TRAINEE

18828

CONTROL TECHNICIAN

109

18829

CONTROL TECHNICIAN LEAD

18833

ELECTRICIAN APPRENTICE

18832

ELECTRICIAN TRADE TRAINEE

18834

ELECTRICIAN

18835

ELECTRICIAN LEAD

18830

ELECTRICIAN-HIGH VOLTAGE

18831

ELECTRICIAN LEAD-HIGH VOLTAGE

18836

ELEVATOR MECHANIC

18837

ELEVATOR MECHANIC LEAD

18810

FACILITIES OPERATIONS MAINTENANCE

SPECIALIST

18838

FLOORLAYER

18853

FURNITURE REPAIR WORKER

18840

GLAZIER

18841

GLAZIER LEAD

18821

HEAVY EQUIPMENT OPERATOR

18822

HEAVY EQUIPMENT OPERATOR LEAD

18819

HOSPITAL SHIFT ENGINEER

18842

INSULATION WORKER

18843

INSULATION WORKER LEAD

18823

LIGHTING & FILTER MAINTENANCE

TECHNICIAN

18820

LIGHTING MAINTENANCE TECHNICIAN

18844

LOCKSMITH

18845

LOCKSMITH LEAD

18812

MACHINERY MASTER MECHANIC

18811

MACHINERY MECHANIC

18813

MACHINERY MECHANIC LEAD

18846

MACHINIST

18814

MAINTENANCE MECHANIC 1

18815

MAINTENANCE MECHANIC 2

18818

MAINTENANCE MECHANIC DOOR

SPECIALIST

18816

MAINTENANCE MECHANIC LEAD

18847

MASON TRADE TRAINEE

18848

MASON/PLASTERER

18849

MASON/PLASTERER LEAD

18851

MOTOR EQUIPMENT MECHANIC

18852

MOTOR EQUIPMENT MECHANIC LEAD

18850

MOTOR EQUIPMENT MECHANIC TRADE

TRAINEE

18855

PAINTER

18854

PAINTER APPRENTICE

18856

PAINTER LEAD

18857

PLUMBER/PIPEFITTER/STEAMFITTER

TRADE TRAINEE

18858

PLUMBER/PIPEFITTER/STEAMFITTER

110

18859

PLUMBER/PIPEFITTER/STEAMFITTER

LEAD

18808

POWER PLANT ELECTRICIAN-HIGH

VOLTAGE

18809

POWER PLANT ELECTRICIAN LEAD-

HIGH VOLTAGE

18880

POWER PLANT MASTER MECHANIC

18879

POWER PLANT MECHANIC

18881

POWER PLANT MECHANIC LEAD

18876

POWER PLANT OPERATING ENGINEER 1

18877

POWER PLANT OPERATING ENGINEER 2

18878

POWER PLANT OPERATING ENGINEER

LEAD

18860

REFRIGERATION MECHANIC

18861

REFRIGERATION MECHANIC LEAD

18862

ROOFER

18863

ROOFER LEAD

18866

SHEET METAL MECHANIC

18865

SHEET METAL MECHANIC APPRENTICE

18867

SHEET METAL MECHANIC LEAD

18864

SHEET METAL MECHANIC TRADE

TRAINEE

18868

SIGN PAINTER

18869

SIGN PAINTER LEAD

18870

TRADES HELPER

18871

WELDER-FABRICATOR

111

APPENDIX II – DIFFERENTIALS

SEE UPDATED APPENDIX II

112

APPENDIX III – FLSA OVERTIME EXEMPT JOB CLASSIFICATIONS

The Federal Fair Labor Standards Act and the and the Washington State Minimum Wage Act

govern which positions are FLSA exempt or non-exempt. Appendix III details job classifications

that are FLSA exempt; however, certain positions in these classifications may be determined to

be FLSA non-exempt if the employee’s combination of FTE and salary falls below the federal or

state salary threshold.

Job

Code

Job Classification

Bargaining Unit Name

18526

INDUSTRIAL HYGENIST 2

WFSE CAMPUSWIDE

18530

RESEARCH TECHNOLOGIST 2- BIOENGR ONLY

WFSE CAMPUSWIDE

18653

INDUSTRIAL HYGENIST 2

WFSE HMC

18698

REHABILITATION COUNSELOR 1

WFSE HMC

18699

REHABILITATION COUNSELOR 2

WFSE HMC

18700

MENTAL HEALTH PRACTITIONER

WFSE HMC

18777

CUSTODIAN SUPERVISOR 2

WFSE CUSTODIAL SUPERVISORS

18726

MENTAL HEALTH PRACTITIONER CLINICAL

SPECIALIST

WFSE HMC

18727

MENTAL HEALTH PRACTITIONER LEAD

WFSE HMC

113

APPENDIX IV – LAYOFF SENIORITY UNITS

Unit Number Organization

1 Office of the President including:

• Ombudsman’s Office

• Assistant Attorney General’s Division

2 Applied Physics Laboratory

3 Provost’s Office including:

• Vice Provost for Research

• Vice Provost for the Graduate School

• Vice President for Educational Outreach

• Equal Opportunity Office

• Undergraduate Academic Affairs

• ROTC

• UW Bothell

• UW Tacoma

• Environmental Health & Safety

• Primate Center

4 Libraries (excluding Law Library)

5 Finance and Facilities:

• Financial Management

6 Finance and Facilities:

• Capital Projects

• Facilities Services

7 Vice President for Computing

8 Vice President for Minority Affairs

9 Vice President for Student Affairs

• Hall Health

Vice President for University Advancement

Intercollegiate Athletics

Vice President for External Affairs

10 College of Arts and Sciences

11 College of Environment

• Aquatic and Fishery Sciences

• Oceanography

• Earth and Space Sciences

• Atmospheric Sciences

• Forest Resources

(Excluding Applied Physics Lab)

12 College of Engineering

114

13 College of Built Environments

School of Law and Law Library

Evans School of Public Affairs

School of Social Work

Foster School of Business

College of Education

Unit Number Organization

14 Health Sciences Administration

15 School of Dentistry

School of Nursing

School of Pharmacy

School of Public Health and Community Medicine

16 University Medical Centers’ Shared Services

17 Harborview Medical Center

18 University of Washington Medical Center

19 School of Medicine

Vice President for Medical Affairs

20 Special Employment Programs

115

APPENDIX V – PAY TABLES

TO BE UPDATED UPON RATIFICATION

University of Washington - Contract Classified

WFSE HEALTH CARE PROFESSIONAL TECHNICAL

PAY TABLE B0

Effective July 1, 2023

Range

< - - - S T E P - - - > CEGP Steps

A B C D E F G H I J K L M N O P Q R S T

0 $2,903 $2,988 $3,018 $3,049 $3,079 $3,109 $3,173 $3,203 $3,239 $3,269 $3,368 $3,472 $3,573 $3,682

1 $2,930 $3,019 $3,049 $3,079 $3,110 $3,140 $3,205 $3,239 $3,269 $3,302 $3,400 $3,503 $3,611 $3,720

2 $2,961 $3,050 $3,079 $3,109 $3,140 $3,172 $3,240 $3,269 $3,302 $3,332 $3,437 $3,540 $3,647 $3,758

3 $2,903 $2,988 $3,079 $3,109 $3,140 $3,173 $3,203 $3,269 $3,302 $3,331 $3,368 $3,472 $3,573 $3,682 $3,795

4 $2,930 $3,019 $3,110 $3,140 $3,172 $3,205 $3,239 $3,302 $3,331 $3,366 $3,400 $3,503 $3,611 $3,720 $3,833

5 $2,961 $3,050 $3,140 $3,172 $3,203 $3,240 $3,269 $3,332 $3,366 $3,400 $3,437 $3,540 $3,647 $3,758 $3,871

6 $2,903 $2,988 $3,079 $3,173 $3,203 $3,239 $3,269 $3,302 $3,368 $3,400 $3,434 $3,472 $3,573 $3,682 $3,795 $3,909

7 $2,930 $3,019 $3,110 $3,205 $3,239 $3,269 $3,302 $3,331 $3,400 $3,434 $3,472 $3,503 $3,611 $3,720 $3,833 $3,947

8 $2,961 $3,050 $3,140 $3,240 $3,269 $3,302 $3,332 $3,366 $3,437 $3,472 $3,503 $3,540 $3,647 $3,758 $3,871 $3,987

9 $2,903 $2,988 $3,079 $3,173 $3,269 $3,302 $3,331 $3,368 $3,400 $3,472 $3,503 $3,538 $3,573 $3,682 $3,795 $3,909 $4,027

10 $2,930 $3,019 $3,110 $3,205 $3,302 $3,331 $3,366 $3,400 $3,434 $3,503 $3,538 $3,572 $3,611 $3,720 $3,833 $3,947 $4,067

11 $2,961 $3,050 $3,140 $3,240 $3,332 $3,366 $3,400 $3,437 $3,472 $3,540 $3,572 $3,609 $3,647 $3,758 $3,871 $3,987 $4,107

12 $2,903 $2,988 $3,079 $3,173 $3,269 $3,368 $3,400 $3,434 $3,472 $3,503 $3,573 $3,609 $3,647 $3,682 $3,795 $3,909 $4,027 $4,149

13 $2,930 $3,019 $3,110 $3,205 $3,302 $3,400 $3,434 $3,472 $3,503 $3,538 $3,611 $3,647 $3,682 $3,720 $3,833 $3,947 $4,067 $4,190

14 $2,961 $3,050 $3,140 $3,240 $3,332 $3,437 $3,472 $3,503 $3,540 $3,572 $3,647 $3,682 $3,720 $3,758 $3,871 $3,987 $4,107 $4,232

15 $2,903 $2,988 $3,079 $3,173 $3,269 $3,368 $3,472 $3,503 $3,538 $3,573 $3,609 $3,682 $3,720 $3,757 $3,795 $3,909 $4,027 $4,149 $4,276

16 $2,930 $3,019 $3,110 $3,205 $3,302 $3,400 $3,503 $3,538 $3,572 $3,611 $3,647 $3,720 $3,757 $3,795 $3,833 $3,947 $4,067 $4,190 $4,320

17 $2,961 $3,050 $3,140 $3,240 $3,332 $3,437 $3,540 $3,572 $3,609 $3,647 $3,682 $3,758 $3,795 $3,832 $3,871 $3,987 $4,107 $4,232 $4,362

18 $2,903 $2,988 $3,079 $3,173 $3,269 $3,368 $3,472 $3,573 $3,609 $3,647 $3,682 $3,720 $3,795 $3,832 $3,870 $3,909 $4,027 $4,149 $4,276 $4,405

19 $2,930 $3,019 $3,110 $3,205 $3,302 $3,400 $3,503 $3,611 $3,647 $3,682 $3,720 $3,757 $3,833 $3,870 $3,909 $3,947 $4,067 $4,190 $4,320 $4,449

20 $2,961 $3,050 $3,140 $3,240 $3,332 $3,437 $3,540 $3,647 $3,682 $3,720 $3,758 $3,795 $3,871 $3,909 $3,945 $3,987 $4,107 $4,232 $4,362 $4,492

21 $2,988 $3,079 $3,173 $3,269 $3,368 $3,472 $3,573 $3,682 $3,720 $3,757 $3,795 $3,832 $3,909 $3,945 $3,986 $4,027 $4,149 $4,276 $4,405 $4,539

116

22 $3,019 $3,110 $3,205 $3,302 $3,400 $3,503 $3,611 $3,720 $3,757 $3,795 $3,833 $3,870 $3,947 $3,986 $4,026 $4,067 $4,190 $4,320 $4,449 $4,583

23 $3,050 $3,140 $3,240 $3,332 $3,437 $3,540 $3,647 $3,758 $3,795 $3,832 $3,871 $3,909 $3,987 $4,026 $4,067 $4,107 $4,232 $4,362 $4,492 $4,630

24 $3,079 $3,173 $3,269 $3,368 $3,472 $3,573 $3,682 $3,795 $3,832 $3,870 $3,909 $3,945 $4,027 $4,067 $4,106 $4,149 $4,276 $4,405 $4,539 $4,677

25 $3,110 $3,205 $3,302 $3,400 $3,503 $3,611 $3,720 $3,833 $3,870 $3,909 $3,947 $3,986 $4,067 $4,106 $4,148 $4,190 $4,320 $4,449 $4,583 $4,726

26 $3,140 $3,240 $3,332 $3,437 $3,540 $3,647 $3,758 $3,871 $3,909 $3,945 $3,987 $4,026 $4,107 $4,148 $4,189 $4,232 $4,362 $4,492 $4,630 $4,772

27 $3,173 $3,269 $3,368 $3,472 $3,573 $3,682 $3,795 $3,909 $3,945 $3,986 $4,027 $4,067 $4,149 $4,189 $4,232 $4,276 $4,405 $4,539 $4,677 $4,820

28 $3,205 $3,302 $3,400 $3,503 $3,611 $3,720 $3,833 $3,947 $3,986 $4,026 $4,067 $4,106 $4,190 $4,232 $4,274 $4,320 $4,449 $4,583 $4,726 $4,867

29 $3,240 $3,332 $3,437 $3,540 $3,647 $3,758 $3,871 $3,987 $4,026 $4,067 $4,107 $4,148 $4,232 $4,274 $4,319 $4,362 $4,492 $4,630 $4,772 $4,916

30 $3,269 $3,368 $3,472 $3,573 $3,682 $3,795 $3,909 $4,027 $4,067 $4,106 $4,149 $4,189 $4,276 $4,319 $4,362 $4,405 $4,539 $4,677 $4,820 $4,965

31 $3,302 $3,400 $3,503 $3,611 $3,720 $3,833 $3,947 $4,067 $4,106 $4,148 $4,190 $4,232 $4,320 $4,362 $4,403 $4,449 $4,583 $4,726 $4,867 $5,014

32 $3,332 $3,437 $3,540 $3,647 $3,758 $3,871 $3,987 $4,107 $4,148 $4,189 $4,232 $4,274 $4,362 $4,403 $4,449 $4,492 $4,630 $4,772 $4,916 $5,067

33 $3,368 $3,472 $3,573 $3,682 $3,795 $3,909 $4,027 $4,149 $4,189 $4,232 $4,276 $4,319 $4,405 $4,449 $4,491 $4,539 $4,677 $4,820 $4,965 $5,115

34 $3,400 $3,503 $3,611 $3,720 $3,833 $3,947 $4,067 $4,190 $4,232 $4,274 $4,320 $4,362 $4,449 $4,491 $4,538 $4,583 $4,726 $4,867 $5,015 $5,166

35 $3,437 $3,540 $3,647 $3,758 $3,871 $3,987 $4,107 $4,232 $4,274 $4,319 $4,362 $4,403 $4,492 $4,538 $4,583 $4,630 $4,772 $4,916 $5,067 $5,217

36 $3,472 $3,573 $3,682 $3,795 $3,909 $4,027 $4,149 $4,276 $4,319 $4,362 $4,405 $4,449 $4,539 $4,583 $4,630 $4,677 $4,820 $4,965 $5,115 $5,269

37 $3,503 $3,611 $3,720 $3,833 $3,947 $4,067 $4,190 $4,320 $4,362 $4,403 $4,449 $4,491 $4,583 $4,630 $4,675 $4,726 $4,867 $5,015 $5,166 $5,323

38 $3,540 $3,647 $3,758 $3,871 $3,987 $4,107 $4,232 $4,362 $4,403 $4,449 $4,492 $4,538 $4,630 $4,675 $4,723 $4,772 $4,916 $5,067 $5,217 $5,374

39 $3,573 $3,682 $3,795 $3,909 $4,027 $4,149 $4,276 $4,405 $4,449 $4,491 $4,539 $4,583 $4,677 $4,723 $4,772 $4,820 $4,965 $5,115 $5,269 $5,427

40 $3,611 $3,720 $3,833 $3,947 $4,067 $4,190 $4,320 $4,449 $4,491 $4,538 $4,583 $4,630 $4,726 $4,772 $4,818 $4,867 $5,015 $5,166 $5,323 $5,484

41 $3,647 $3,758 $3,871 $3,987 $4,107 $4,232 $4,362 $4,492 $4,538 $4,583 $4,630 $4,675 $4,772 $4,818 $4,866 $4,916 $5,067 $5,217 $5,374 $5,539

42 $3,682 $3,795 $3,909 $4,027 $4,149 $4,276 $4,405 $4,539 $4,583 $4,630 $4,677 $4,723 $4,820 $4,866 $4,914 $4,965 $5,115 $5,269 $5,427 $5,595

43 $3,720 $3,833 $3,947 $4,067 $4,190 $4,320 $4,449 $4,583 $4,630 $4,675 $4,726 $4,772 $4,867 $4,914 $4,964 $5,015 $5,166 $5,323 $5,484 $5,652

44 $3,758 $3,871 $3,987 $4,107 $4,232 $4,362 $4,492 $4,630 $4,675 $4,723 $4,772 $4,818 $4,916 $4,964 $5,015 $5,067 $5,217 $5,374 $5,539 $5,711

45 $3,795 $3,909 $4,027 $4,149 $4,276 $4,405 $4,539 $4,677 $4,723 $4,772 $4,820 $4,866 $4,965 $5,015 $5,063 $5,115 $5,269 $5,427 $5,595 $5,763

46 $3,833 $3,947 $4,067 $4,190 $4,320 $4,449 $4,583 $4,726 $4,772 $4,818 $4,867 $4,914 $5,015 $5,063 $5,115 $5,166 $5,323 $5,484 $5,652 $5,825

47 $3,871 $3,987 $4,107 $4,232 $4,362 $4,492 $4,630 $4,772 $4,818 $4,866 $4,916 $4,964 $5,067 $5,115 $5,166 $5,217 $5,374 $5,539 $5,711 $5,881

48 $3,909 $4,027 $4,149 $4,276 $4,405 $4,539 $4,677 $4,820 $4,866 $4,914 $4,965 $5,015 $5,115 $5,166 $5,216 $5,269 $5,427 $5,595 $5,765 $5,943

49 $3,947 $4,067 $4,190 $4,320 $4,449 $4,583 $4,726 $4,867 $4,914 $4,964 $5,015 $5,063 $5,166 $5,216 $5,267 $5,323 $5,484 $5,652 $5,825 $5,999

50 $3,987 $4,107 $4,232 $4,362 $4,492 $4,630 $4,772 $4,916 $4,964 $5,015 $5,067 $5,115 $5,217 $5,267 $5,321 $5,374 $5,539 $5,711 $5,881 $6,059

51 $4,027 $4,149 $4,276 $4,405 $4,539 $4,677 $4,820 $4,965 $5,015 $5,063 $5,115 $5,166 $5,269 $5,321 $5,374 $5,427 $5,595 $5,765 $5,943 $6,119

52 $4,067 $4,190 $4,320 $4,449 $4,583 $4,726 $4,867 $5,015 $5,063 $5,115 $5,166 $5,216 $5,323 $5,374 $5,427 $5,484 $5,652 $5,825 $6,000 $6,183

117

53 $4,107 $4,232 $4,362 $4,492 $4,630 $4,772 $4,916 $5,067 $5,115 $5,166 $5,217 $5,267 $5,374 $5,427 $5,481 $5,539 $5,711 $5,881 $6,059 $6,241

54 $4,149 $4,276 $4,405 $4,539 $4,677 $4,820 $4,965 $5,115 $5,166 $5,216 $5,269 $5,321 $5,427 $5,481 $5,538 $5,595 $5,765 $5,943 $6,119 $6,304

55 $4,190 $4,320 $4,449 $4,583 $4,726 $4,867 $5,015 $5,166 $5,216 $5,267 $5,323 $5,374 $5,484 $5,538 $5,595 $5,652 $5,825 $6,000 $6,183 $6,369

56 $4,232 $4,362 $4,492 $4,630 $4,772 $4,916 $5,067 $5,217 $5,267 $5,321 $5,374 $5,427 $5,539 $5,595 $5,649 $5,711 $5,881 $6,059 $6,243 $6,434

57 $4,276 $4,405 $4,539 $4,677 $4,820 $4,965 $5,115 $5,269 $5,321 $5,374 $5,427 $5,481 $5,595 $5,649 $5,707 $5,765 $5,943 $6,119 $6,304 $6,498

58 $4,320 $4,449 $4,583 $4,726 $4,867 $5,015 $5,166 $5,323 $5,374 $5,427 $5,484 $5,538 $5,652 $5,707 $5,765 $5,825 $6,000 $6,183 $6,369 $6,564

59 $4,362 $4,492 $4,630 $4,772 $4,916 $5,067 $5,217 $5,374 $5,427 $5,481 $5,539 $5,595 $5,711 $5,765 $5,817 $5,881 $6,059 $6,243 $6,434 $6,628

60 $4,405 $4,539 $4,677 $4,820 $4,965 $5,115 $5,269 $5,427 $5,481 $5,538 $5,595 $5,649 $5,765 $5,817 $5,880 $5,943 $6,119 $6,304 $6,498 $6,695

61 $4,449 $4,583 $4,726 $4,867 $5,015 $5,166 $5,323 $5,484 $5,538 $5,595 $5,652 $5,707 $5,825 $5,880 $5,938 $6,000 $6,183 $6,369 $6,564 $6,760

62 $4,492 $4,630 $4,772 $4,916 $5,067 $5,217 $5,374 $5,539 $5,595 $5,649 $5,711 $5,765 $5,881 $5,938 $6,000 $6,059 $6,243 $6,434 $6,628 $6,829

63 $4,539 $4,677 $4,820 $4,965 $5,115 $5,269 $5,427 $5,595 $5,649 $5,707 $5,765 $5,817 $5,943 $6,000 $6,058 $6,119 $6,304 $6,498 $6,695 $6,898

64 $4,583 $4,726 $4,867 $5,015 $5,166 $5,323 $5,484 $5,652 $5,707 $5,765 $5,825 $5,880 $6,000 $6,058 $6,119 $6,183 $6,369 $6,564 $6,760 $6,965

65 $4,630 $4,772 $4,916 $5,067 $5,217 $5,374 $5,539 $5,711 $5,765 $5,817 $5,881 $5,938 $6,059 $6,119 $6,179 $6,243 $6,434 $6,628 $6,829 $7,034

66 $4,677 $4,820 $4,965 $5,115 $5,269 $5,427 $5,595 $5,765 $5,817 $5,880 $5,943 $6,000 $6,119 $6,179 $6,243 $6,304 $6,498 $6,695 $6,898 $7,105

67 $4,726 $4,867 $5,015 $5,166 $5,323 $5,484 $5,652 $5,825 $5,880 $5,938 $6,000 $6,058 $6,183 $6,243 $6,303 $6,369 $6,564 $6,760 $6,966 $7,176

68 $4,772 $4,916 $5,067 $5,217 $5,374 $5,539 $5,711 $5,881 $5,938 $6,000 $6,059 $6,119 $6,243 $6,303 $6,368 $6,434 $6,628 $6,829 $7,034 $7,248

69 $4,820 $4,965 $5,115 $5,269 $5,427 $5,595 $5,765 $5,943 $6,000 $6,058 $6,119 $6,179 $6,304 $6,368 $6,432 $6,498 $6,695 $6,898 $7,105 $7,320

70 $4,867 $5,015 $5,166 $5,323 $5,484 $5,652 $5,825 $6,000 $6,058 $6,119 $6,183 $6,243 $6,369 $6,432 $6,496 $6,564 $6,760 $6,966 $7,176 $7,393

71 $4,916 $5,067 $5,217 $5,374 $5,539 $5,711 $5,881 $6,059 $6,119 $6,179 $6,243 $6,303 $6,434 $6,496 $6,563 $6,628 $6,829 $7,034 $7,248 $7,467

72 $4,965 $5,115 $5,269 $5,427 $5,595 $5,765 $5,943 $6,119 $6,179 $6,243 $6,304 $6,368 $6,498 $6,563 $6,626 $6,695 $6,898 $7,105 $7,320 $7,541

73 $5,015 $5,166 $5,323 $5,484 $5,652 $5,825 $6,000 $6,183 $6,243 $6,303 $6,369 $6,432 $6,564 $6,626 $6,694 $6,760 $6,966 $7,176 $7,393 $7,617

74 $5,067 $5,217 $5,374 $5,539 $5,711 $5,881 $6,059 $6,243 $6,303 $6,368 $6,434 $6,496 $6,628 $6,694 $6,760 $6,829 $7,034 $7,248 $7,467 $7,694

75 $5,115 $5,269 $5,427 $5,595 $5,765 $5,943 $6,119 $6,304 $6,368 $6,432 $6,498 $6,563 $6,695 $6,760 $6,827 $6,898 $7,105 $7,320 $7,541 $7,770

76 $5,166 $5,323 $5,484 $5,652 $5,825 $6,000 $6,183 $6,369 $6,432 $6,496 $6,564 $6,626 $6,760 $6,827 $6,895 $6,966 $7,176 $7,393 $7,617 $7,849

77 $5,217 $5,374 $5,539 $5,711 $5,881 $6,059 $6,243 $6,434 $6,496 $6,563 $6,628 $6,694 $6,829 $6,895 $6,966 $7,034 $7,248 $7,467 $7,694 $7,925

78 $5,269 $5,427 $5,595 $5,765 $5,943 $6,119 $6,304 $6,498 $6,563 $6,626 $6,695 $6,760 $6,898 $6,966 $7,034 $7,105 $7,320 $7,541 $7,770 $8,005

79 $5,323 $5,484 $5,652 $5,825 $6,000 $6,183 $6,369 $6,564 $6,626 $6,694 $6,760 $6,827 $6,966 $7,034 $7,103 $7,176 $7,393 $7,617 $7,849 $8,085

80 $5,374 $5,539 $5,711 $5,881 $6,059 $6,243 $6,434 $6,628 $6,694 $6,760 $6,829 $6,895 $7,034 $7,103 $7,175 $7,248 $7,467 $7,694 $7,925 $8,167

81 $5,427 $5,595 $5,765 $5,943 $6,119 $6,304 $6,498 $6,695 $6,760 $6,827 $6,898 $6,966 $7,105 $7,175 $7,245 $7,320 $7,541 $7,770 $8,005 $8,247

82 $5,484 $5,652 $5,825 $6,000 $6,183 $6,369 $6,564 $6,760 $6,827 $6,895 $6,966 $7,034 $7,176 $7,245 $7,320 $7,393 $7,617 $7,849 $8,085 $8,330

83 $5,539 $5,711 $5,881 $6,059 $6,243 $6,434 $6,628 $6,829 $6,895 $6,966 $7,034 $7,103 $7,248 $7,320 $7,390 $7,467 $7,694 $7,925 $8,167 $8,413

118

84 $5,595 $5,765 $5,943 $6,119 $6,304 $6,498 $6,695 $6,898 $6,966 $7,034 $7,105 $7,175 $7,320 $7,390 $7,466 $7,541 $7,770 $8,005 $8,247 $8,499

85 $5,652 $5,825 $6,000 $6,183 $6,369 $6,564 $6,760 $6,966 $7,034 $7,103 $7,176 $7,245 $7,393 $7,466 $7,540 $7,617 $7,849 $8,085 $8,330 $8,582

86 $5,711 $5,881 $6,059 $6,243 $6,434 $6,628 $6,829 $7,034 $7,103 $7,175 $7,248 $7,320 $7,467 $7,540 $7,615 $7,694 $7,925 $8,167 $8,413 $8,669

87 $5,765 $5,943 $6,119 $6,304 $6,498 $6,695 $6,898 $7,105 $7,175 $7,245 $7,320 $7,390 $7,541 $7,615 $7,692 $7,770 $8,005 $8,247 $8,499 $8,759

88 $5,825 $6,000 $6,183 $6,369 $6,564 $6,760 $6,966 $7,176 $7,245 $7,320 $7,393 $7,466 $7,617 $7,692 $7,769 $7,849 $8,085 $8,330 $8,582 $8,845

89 $5,881 $6,059 $6,243 $6,434 $6,628 $6,829 $7,034 $7,248 $7,320 $7,390 $7,467 $7,540 $7,694 $7,769 $7,847 $7,925 $8,167 $8,413 $8,669 $8,933

90 $5,943 $6,119 $6,304 $6,498 $6,695 $6,898 $7,105 $7,320 $7,390 $7,466 $7,541 $7,615 $7,770 $7,847 $7,924 $8,005 $8,247 $8,499 $8,759 $9,023

91 $6,000 $6,183 $6,369 $6,564 $6,760 $6,966 $7,176 $7,393 $7,466 $7,540 $7,617 $7,692 $7,849 $7,924 $8,004 $8,085 $8,330 $8,582 $8,845 $9,113

92 $6,059 $6,243 $6,434 $6,628 $6,829 $7,034 $7,248 $7,467 $7,540 $7,615 $7,694 $7,769 $7,925 $8,004 $8,082 $8,167 $8,413 $8,669 $8,933 $9,204

93 $6,119 $6,304 $6,498 $6,695 $6,898 $7,105 $7,320 $7,541 $7,615 $7,692 $7,770 $7,847 $8,005 $8,082 $8,165 $8,247 $8,499 $8,759 $9,023 $9,294

94 $6,183 $6,369 $6,564 $6,760 $6,966 $7,176 $7,393 $7,617 $7,692 $7,769 $7,849 $7,924 $8,085 $8,165 $8,246 $8,330 $8,582 $8,845 $9,113 $9,388

95 $6,243 $6,434 $6,628 $6,829 $7,034 $7,248 $7,467 $7,694 $7,769 $7,847 $7,925 $8,004 $8,167 $8,246 $8,329 $8,413 $8,669 $8,933 $9,204 $9,482

96 $6,304 $6,498 $6,695 $6,898 $7,105 $7,320 $7,541 $7,770 $7,847 $7,924 $8,005 $8,082 $8,247 $8,329 $8,412 $8,499 $8,759 $9,023 $9,294 $9,580

97 $6,369 $6,564 $6,760 $6,966 $7,176 $7,393 $7,617 $7,849 $7,924 $8,004 $8,085 $8,165 $8,330 $8,412 $8,497 $8,582 $8,845 $9,113 $9,388 $9,673

98 $6,434 $6,628 $6,829 $7,034 $7,248 $7,467 $7,694 $7,925 $8,004 $8,082 $8,167 $8,246 $8,413 $8,497 $8,581 $8,669 $8,933 $9,204 $9,482 $9,772

99 $6,498 $6,695 $6,898 $7,105 $7,320 $7,541 $7,770 $8,005 $8,082 $8,165 $8,247 $8,329 $8,499 $8,581 $8,668 $8,759 $9,023 $9,294 $9,580 $9,867

For the most current information regarding this payscale table,

please refer to the UW Compensation Plan on the web at:

www.washington.edu/admin/hr/ocpsp/compensation

119

University of Washington - Contract Classified

WFSE SELECTED HEALTH CARE PROFESSIONAL TECHNICAL

TO BE UPDATED UPON RATIFICATION

PAY TABLE BABB

Effective July 1, 2023

Range

< - - - - Step - - - - >

CEGP Steps

0 $2,961 $3,046 $3,079 $3,109 $3,140 $3,171 $3,234 $3,269 $3,301 $3,334 $3,433 $3,537 $3,644 $3,756 $3,868

1 $2,900 $2,985 $3,079 $3,109 $3,140 $3,171 $3,204 $3,269 $3,301 $3,334 $3,364 $3,469 $3,573 $3,682 $3,794 $3,908

2 $2,927 $3,019 $3,109 $3,140 $3,171 $3,204 $3,234 $3,301 $3,334 $3,364 $3,400 $3,506 $3,607 $3,718 $3,832 $3,946

3 $2,961 $3,046 $3,140 $3,171 $3,204 $3,234 $3,269 $3,334 $3,364 $3,400 $3,433 $3,537 $3,644 $3,756 $3,870 $3,986

4 $2,900 $2,985 $3,079 $3,171 $3,204 $3,234 $3,269 $3,301 $3,364 $3,400 $3,433 $3,469 $3,573 $3,682 $3,794 $3,908 $4,024

5 $2,927 $3,019 $3,109 $3,204 $3,234 $3,269 $3,301 $3,334 $3,400 $3,433 $3,469 $3,506 $3,607 $3,718 $3,832 $3,947 $4,066

6 $2,961 $3,046 $3,140 $3,234 $3,269 $3,301 $3,334 $3,364 $3,433 $3,469 $3,506 $3,537 $3,644 $3,756 $3,870 $3,985 $4,103

7 $2,900 $2,985 $3,079 $3,171 $3,269 $3,301 $3,334 $3,364 $3,400 $3,469 $3,506 $3,537 $3,573 $3,682 $3,794 $3,908 $4,024 $4,146

8 $2,927 $3,019 $3,109 $3,204 $3,301 $3,334 $3,364 $3,400 $3,433 $3,506 $3,537 $3,573 $3,607 $3,718 $3,832 $3,947 $4,066 $4,188

9 $2,961 $3,046 $3,140 $3,234 $3,334 $3,364 $3,400 $3,433 $3,469 $3,537 $3,573 $3,607 $3,644 $3,756 $3,870 $3,985 $4,106 $4,229

10 $2,900 $2,985 $3,079 $3,171 $3,269 $3,364 $3,400 $3,433 $3,469 $3,506 $3,573 $3,607 $3,644 $3,682 $3,794 $3,908 $4,024 $4,146 $4,270

11 $2,927 $3,019 $3,109 $3,204 $3,301 $3,400 $3,433 $3,469 $3,506 $3,537 $3,607 $3,644 $3,682 $3,718 $3,832 $3,947 $4,066 $4,188 $4,314

12 $2,961 $3,046 $3,140 $3,234 $3,334 $3,433 $3,469 $3,506 $3,537 $3,573 $3,644 $3,682 $3,718 $3,756 $3,870 $3,985 $4,106 $4,231 $4,358

13 $2,900 $2,985 $3,079 $3,171 $3,269 $3,364 $3,469 $3,506 $3,537 $3,573 $3,607 $3,682 $3,718 $3,756 $3,794 $3,908 $4,024 $4,146 $4,274 $4,401

14 $2,927 $3,019 $3,109 $3,204 $3,301 $3,400 $3,506 $3,537 $3,573 $3,607 $3,644 $3,718 $3,756 $3,794 $3,832 $3,947 $4,066 $4,188 $4,316 $4,445

15 $2,961 $3,046 $3,140 $3,234 $3,334 $3,433 $3,537 $3,573 $3,607 $3,644 $3,682 $3,756 $3,794 $3,832 $3,870 $3,985 $4,106 $4,231 $4,362 $4,492

16 $2,900 $2,985 $3,079 $3,171 $3,269 $3,364 $3,469 $3,573 $3,607 $3,644 $3,682 $3,718 $3,794 $3,832 $3,870 $3,908 $4,024 $4,146 $4,274 $4,404 $4,537

17 $2,927 $3,019 $3,109 $3,204 $3,301 $3,400 $3,506 $3,607 $3,644 $3,682 $3,718 $3,756 $3,832 $3,870 $3,908 $3,947 $4,066 $4,188 $4,316 $4,446 $4,580

18 $2,961 $3,046 $3,140 $3,234 $3,334 $3,433 $3,537 $3,644 $3,682 $3,718 $3,756 $3,794 $3,870 $3,908 $3,947 $3,985 $4,106 $4,231 $4,362 $4,492 $4,628

19 $2,985 $3,079 $3,171 $3,269 $3,364 $3,469 $3,573 $3,682 $3,718 $3,756 $3,794 $3,832 $3,908 $3,947 $3,985 $4,024 $4,146 $4,274 $4,404 $4,535 $4,672

20 $3,019 $3,109 $3,204 $3,301 $3,400 $3,506 $3,607 $3,718 $3,756 $3,794 $3,832 $3,870 $3,947 $3,985 $4,024 $4,066 $4,188 $4,316 $4,446 $4,582 $4,720

21 $3,046 $3,140 $3,234 $3,334 $3,433 $3,537 $3,644 $3,756 $3,794 $3,832 $3,870 $3,908 $3,985 $4,024 $4,066 $4,106 $4,231 $4,362 $4,492 $4,629 $4,767

22 $3,079 $3,171 $3,269 $3,364 $3,469 $3,573 $3,682 $3,794 $3,832 $3,870 $3,908 $3,947 $4,024 $4,066 $4,106 $4,146 $4,274 $4,404 $4,535 $4,675 $4,816

120

23 $3,109 $3,204 $3,301 $3,400 $3,506 $3,607 $3,718 $3,832 $3,870 $3,908 $3,947 $3,985 $4,066 $4,106 $4,146 $4,188 $4,316 $4,446 $4,582 $4,722 $4,864

24 $3,140 $3,234 $3,334 $3,433 $3,537 $3,644 $3,756 $3,870 $3,908 $3,947 $3,985 $4,024 $4,106 $4,146 $4,188 $4,231 $4,362 $4,492 $4,629 $4,769 $4,911

25 $3,171 $3,269 $3,364 $3,469 $3,573 $3,682 $3,794 $3,908 $3,947 $3,985 $4,024 $4,066 $4,146 $4,188 $4,231 $4,274 $4,404 $4,535 $4,675 $4,818 $4,963

26 $3,204 $3,301 $3,400 $3,506 $3,607 $3,718 $3,832 $3,947 $3,985 $4,024 $4,066 $4,106 $4,188 $4,231 $4,274 $4,316 $4,446 $4,582 $4,722 $4,865 $5,010

27 $3,234 $3,334 $3,433 $3,537 $3,644 $3,756 $3,870 $3,985 $4,024 $4,066 $4,106 $4,146 $4,231 $4,274 $4,316 $4,362 $4,492 $4,629 $4,769 $4,914 $5,061

28 $3,269 $3,364 $3,469 $3,573 $3,682 $3,794 $3,908 $4,024 $4,066 $4,106 $4,146 $4,188 $4,274 $4,316 $4,362 $4,404 $4,535 $4,675 $4,818 $4,963 $5,111

29 $3,301 $3,400 $3,506 $3,607 $3,718 $3,832 $3,947 $4,066 $4,106 $4,146 $4,188 $4,231 $4,316 $4,362 $4,404 $4,446 $4,582 $4,722 $4,865 $5,012 $5,162

30 $3,334 $3,433 $3,537 $3,644 $3,756 $3,870 $3,985 $4,106 $4,146 $4,188 $4,231 $4,274 $4,362 $4,404 $4,446 $4,492 $4,629 $4,769 $4,914 $5,064 $5,215

31 $3,364 $3,469 $3,573 $3,682 $3,794 $3,908 $4,024 $4,146 $4,188 $4,231 $4,274 $4,316 $4,404 $4,446 $4,492 $4,535 $4,675 $4,818 $4,963 $5,112 $5,266

32 $3,400 $3,506 $3,607 $3,718 $3,832 $3,947 $4,066 $4,188 $4,231 $4,274 $4,316 $4,362 $4,446 $4,492 $4,535 $4,582 $4,722 $4,865 $5,012 $5,164 $5,319

33 $3,433 $3,537 $3,644 $3,756 $3,870 $3,985 $4,106 $4,231 $4,274 $4,316 $4,362 $4,404 $4,492 $4,535 $4,582 $4,629 $4,769 $4,914 $5,064 $5,217 $5,374

34 $3,469 $3,573 $3,682 $3,794 $3,908 $4,024 $4,146 $4,274 $4,316 $4,362 $4,404 $4,446 $4,535 $4,582 $4,629 $4,675 $4,818 $4,963 $5,112 $5,266 $5,424

35 $3,506 $3,607 $3,718 $3,832 $3,947 $4,066 $4,188 $4,316 $4,362 $4,404 $4,446 $4,492 $4,582 $4,629 $4,675 $4,722 $4,865 $5,012 $5,164 $5,318 $5,477

36 $3,537 $3,644 $3,756 $3,870 $3,985 $4,106 $4,231 $4,362 $4,404 $4,446 $4,492 $4,535 $4,629 $4,675 $4,722 $4,769 $4,914 $5,064 $5,217 $5,373 $5,535

37 $3,573 $3,682 $3,794 $3,908 $4,024 $4,146 $4,274 $4,404 $4,446 $4,492 $4,535 $4,582 $4,675 $4,722 $4,769 $4,818 $4,963 $5,112 $5,266 $5,427 $5,590

38 $3,607 $3,718 $3,832 $3,947 $4,066 $4,188 $4,316 $4,446 $4,492 $4,535 $4,582 $4,629 $4,722 $4,769 $4,818 $4,865 $5,012 $5,164 $5,318 $5,481 $5,647

39 $3,644 $3,756 $3,870 $3,985 $4,106 $4,231 $4,362 $4,492 $4,535 $4,582 $4,629 $4,675 $4,769 $4,818 $4,865 $4,914 $5,064 $5,217 $5,373 $5,536 $5,702

40 $3,682 $3,794 $3,908 $4,024 $4,146 $4,274 $4,404 $4,535 $4,582 $4,629 $4,675 $4,722 $4,818 $4,865 $4,914 $4,963 $5,112 $5,266 $5,427 $5,594 $5,762

41 $3,718 $3,832 $3,947 $4,066 $4,188 $4,316 $4,446 $4,582 $4,629 $4,675 $4,722 $4,769 $4,865 $4,914 $4,963 $5,012 $5,164 $5,318 $5,481 $5,650 $5,821

42 $3,756 $3,870 $3,985 $4,106 $4,231 $4,362 $4,492 $4,629 $4,675 $4,722 $4,769 $4,818 $4,914 $4,963 $5,012 $5,064 $5,217 $5,373 $5,536 $5,706 $5,877

43 $3,794 $3,908 $4,024 $4,146 $4,274 $4,404 $4,535 $4,675 $4,722 $4,769 $4,818 $4,865 $4,963 $5,012 $5,064 $5,112 $5,266 $5,427 $5,594 $5,763 $5,936

44 $3,832 $3,947 $4,066 $4,188 $4,316 $4,446 $4,582 $4,722 $4,769 $4,818 $4,865 $4,914 $5,012 $5,064 $5,112 $5,164 $5,318 $5,481 $5,650 $5,822 $5,996

45 $3,870 $3,985 $4,106 $4,231 $4,362 $4,492 $4,629 $4,769 $4,818 $4,865 $4,914 $4,963 $5,064 $5,112 $5,164 $5,217 $5,373 $5,536 $5,706 $5,875 $6,051

46 $3,908 $4,024 $4,146 $4,274 $4,404 $4,535 $4,675 $4,818 $4,865 $4,914 $4,963 $5,012 $5,112 $5,164 $5,217 $5,266 $5,427 $5,594 $5,763 $5,938 $6,117

47 $3,947 $4,066 $4,188 $4,316 $4,446 $4,582 $4,722 $4,865 $4,914 $4,963 $5,012 $5,064 $5,164 $5,217 $5,266 $5,318 $5,481 $5,650 $5,822 $5,997 $6,176

48 $3,985 $4,106 $4,231 $4,362 $4,492 $4,629 $4,769 $4,914 $4,963 $5,012 $5,064 $5,112 $5,217 $5,266 $5,318 $5,373 $5,536 $5,706 $5,875 $6,058 $6,240

49 $4,024 $4,146 $4,274 $4,404 $4,535 $4,675 $4,818 $4,963 $5,012 $5,064 $5,112 $5,164 $5,266 $5,318 $5,373 $5,427 $5,594 $5,763 $5,938 $6,117 $6,301

50 $4,066 $4,188 $4,316 $4,446 $4,582 $4,722 $4,865 $5,012 $5,064 $5,112 $5,164 $5,217 $5,318 $5,373 $5,427 $5,481 $5,650 $5,822 $5,997 $6,178 $6,364

51 $4,106 $4,231 $4,362 $4,492 $4,629 $4,769 $4,914 $5,064 $5,112 $5,164 $5,217 $5,266 $5,373 $5,427 $5,481 $5,536 $5,706 $5,875 $6,058 $6,240 $6,428

52 $4,146 $4,274 $4,404 $4,535 $4,675 $4,818 $4,963 $5,112 $5,164 $5,217 $5,266 $5,318 $5,427 $5,481 $5,536 $5,594 $5,763 $5,938 $6,117 $6,304 $6,493

53 $4,188 $4,316 $4,446 $4,582 $4,722 $4,865 $5,012 $5,164 $5,217 $5,266 $5,318 $5,373 $5,481 $5,536 $5,594 $5,650 $5,822 $5,997 $6,178 $6,365 $6,556

121

54 $4,231 $4,362 $4,492 $4,629 $4,769 $4,914 $5,064 $5,217 $5,266 $5,318 $5,373 $5,427 $5,536 $5,594 $5,650 $5,706 $5,875 $6,058 $6,240 $6,432 $6,624

55 $4,274 $4,404 $4,535 $4,675 $4,818 $4,963 $5,112 $5,266 $5,318 $5,373 $5,427 $5,481 $5,594 $5,650 $5,706 $5,763 $5,938 $6,117 $6,304 $6,494 $6,690

56 $4,316 $4,446 $4,582 $4,722 $4,865 $5,012 $5,164 $5,318 $5,373 $5,427 $5,481 $5,536 $5,650 $5,706 $5,763 $5,822 $5,997 $6,178 $6,365 $6,561 $6,758

57 $4,362 $4,492 $4,629 $4,769 $4,914 $5,064 $5,217 $5,373 $5,427 $5,481 $5,536 $5,594 $5,706 $5,763 $5,822 $5,875 $6,058 $6,240 $6,432 $6,626 $6,826

58 $4,404 $4,535 $4,675 $4,818 $4,963 $5,112 $5,266 $5,427 $5,481 $5,536 $5,594 $5,650 $5,763 $5,822 $5,875 $5,938 $6,117 $6,304 $6,494 $6,692 $6,891

59 $4,446 $4,582 $4,722 $4,865 $5,012 $5,164 $5,318 $5,481 $5,536 $5,594 $5,650 $5,706 $5,822 $5,875 $5,938 $5,997 $6,178 $6,365 $6,561 $6,759 $6,962

60 $4,492 $4,629 $4,769 $4,914 $5,064 $5,217 $5,373 $5,536 $5,594 $5,650 $5,706 $5,763 $5,875 $5,938 $5,997 $6,058 $6,240 $6,432 $6,626 $6,827 $7,032

61 $4,535 $4,675 $4,818 $4,963 $5,112 $5,266 $5,427 $5,594 $5,650 $5,706 $5,763 $5,822 $5,938 $5,997 $6,058 $6,117 $6,304 $6,494 $6,692 $6,894 $7,101

62 $4,582 $4,722 $4,865 $5,012 $5,164 $5,318 $5,481 $5,650 $5,706 $5,763 $5,822 $5,875 $5,997 $6,058 $6,117 $6,178 $6,365 $6,561 $6,759 $6,964 $7,173

63 $4,629 $4,769 $4,914 $5,064 $5,217 $5,373 $5,536 $5,706 $5,763 $5,822 $5,875 $5,938 $6,058 $6,117 $6,178 $6,240 $6,432 $6,626 $6,827 $7,034 $7,245

64 $4,675 $4,818 $4,963 $5,112 $5,266 $5,427 $5,594 $5,763 $5,822 $5,875 $5,938 $5,997 $6,117 $6,178 $6,240 $6,304 $6,494 $6,692 $6,894 $7,103 $7,316

65 $4,722 $4,865 $5,012 $5,164 $5,318 $5,481 $5,650 $5,822 $5,875 $5,938 $5,997 $6,058 $6,178 $6,240 $6,304 $6,365 $6,561 $6,759 $6,964 $7,173 $7,388

66 $4,769 $4,914 $5,064 $5,217 $5,373 $5,536 $5,706 $5,875 $5,938 $5,997 $6,058 $6,117 $6,240 $6,304 $6,365 $6,432 $6,626 $6,827 $7,034 $7,245 $7,462

67 $4,818 $4,963 $5,112 $5,266 $5,427 $5,594 $5,763 $5,938 $5,997 $6,058 $6,117 $6,178 $6,304 $6,365 $6,432 $6,494 $6,692 $6,894 $7,103 $7,316 $7,536

68 $4,865 $5,012 $5,164 $5,318 $5,481 $5,650 $5,822 $5,997 $6,058 $6,117 $6,178 $6,240 $6,365 $6,432 $6,494 $6,561 $6,759 $6,964 $7,173 $7,391 $7,612

69 $4,914 $5,064 $5,217 $5,373 $5,536 $5,706 $5,875 $6,058 $6,117 $6,178 $6,240 $6,304 $6,432 $6,494 $6,561 $6,626 $6,827 $7,034 $7,245 $7,462 $7,687

70 $4,963 $5,112 $5,266 $5,427 $5,594 $5,763 $5,938 $6,117 $6,178 $6,240 $6,304 $6,365 $6,494 $6,561 $6,626 $6,692 $6,894 $7,103 $7,316 $7,539 $7,764

71 $5,012 $5,164 $5,318 $5,481 $5,650 $5,822 $5,997 $6,178 $6,240 $6,304 $6,365 $6,432 $6,561 $6,626 $6,692 $6,759 $6,964 $7,173 $7,391 $7,614 $7,843

72 $5,064 $5,217 $5,373 $5,536 $5,706 $5,875 $6,058 $6,240 $6,304 $6,365 $6,432 $6,494 $6,626 $6,692 $6,759 $6,827 $7,034 $7,245 $7,462 $7,690 $7,919

73 $5,112 $5,266 $5,427 $5,594 $5,763 $5,938 $6,117 $6,304 $6,365 $6,432 $6,494 $6,561 $6,692 $6,759 $6,827 $6,894 $7,103 $7,316 $7,539 $7,767 $8,001

74 $5,164 $5,318 $5,481 $5,650 $5,822 $5,997 $6,178 $6,365 $6,432 $6,494 $6,561 $6,626 $6,759 $6,827 $6,894 $6,964 $7,173 $7,391 $7,614 $7,846 $8,079

75 $5,217 $5,373 $5,536 $5,706 $5,875 $6,058 $6,240 $6,432 $6,494 $6,561 $6,626 $6,692 $6,827 $6,894 $6,964 $7,034 $7,245 $7,462 $7,690 $7,923 $8,163

76 $5,266 $5,427 $5,594 $5,763 $5,938 $6,117 $6,304 $6,494 $6,561 $6,626 $6,692 $6,759 $6,894 $6,964 $7,034 $7,103 $7,316 $7,539 $7,767 $8,003 $8,242

77 $5,318 $5,481 $5,650 $5,822 $5,997 $6,178 $6,365 $6,561 $6,626 $6,692 $6,759 $6,827 $6,964 $7,034 $7,103 $7,173 $7,391 $7,614 $7,846 $8,080 $8,324

78 $5,373 $5,536 $5,706 $5,875 $6,058 $6,240 $6,432 $6,626 $6,692 $6,759 $6,827 $6,894 $7,034 $7,103 $7,173 $7,245 $7,462 $7,690 $7,923 $8,163 $8,407

79 $5,427 $5,594 $5,763 $5,938 $6,117 $6,304 $6,494 $6,692 $6,759 $6,827 $6,894 $6,964 $7,103 $7,173 $7,245 $7,316 $7,539 $7,767 $8,003 $8,244 $8,493

80 $5,481 $5,650 $5,822 $5,997 $6,178 $6,365 $6,561 $6,759 $6,827 $6,894 $6,964 $7,034 $7,173 $7,245 $7,316 $7,391 $7,614 $7,846 $8,080 $8,328 $8,579

81 $5,536 $5,706 $5,875 $6,058 $6,240 $6,432 $6,626 $6,827 $6,894 $6,964 $7,034 $7,103 $7,245 $7,316 $7,391 $7,462 $7,690 $7,923 $8,163 $8,411 $8,663

82 $5,594 $5,763 $5,938 $6,117 $6,304 $6,494 $6,692 $6,894 $6,964 $7,034 $7,103 $7,173 $7,316 $7,391 $7,462 $7,539 $7,767 $8,003 $8,244 $8,495 $8,750

83 $5,650 $5,822 $5,997 $6,178 $6,365 $6,561 $6,759 $6,964 $7,034 $7,103 $7,173 $7,245 $7,391 $7,462 $7,539 $7,614 $7,846 $8,080 $8,328 $8,580 $8,837

84 $5,706 $5,875 $6,058 $6,240 $6,432 $6,626 $6,827 $7,034 $7,103 $7,173 $7,245 $7,316 $7,462 $7,539 $7,614 $7,690 $7,923 $8,163 $8,411 $8,666 $8,926

122

85 $5,763 $5,938 $6,117 $6,304 $6,494 $6,692 $6,894 $7,103 $7,173 $7,245 $7,316 $7,391 $7,539 $7,614 $7,690 $7,767 $8,003 $8,244 $8,495 $8,754 $9,017

86 $5,822 $5,997 $6,178 $6,365 $6,561 $6,759 $6,964 $7,173 $7,245 $7,316 $7,391 $7,462 $7,614 $7,690 $7,767 $7,846 $8,080 $8,328 $8,580 $8,838 $9,104

87 $5,875 $6,058 $6,240 $6,432 $6,626 $6,827 $7,034 $7,245 $7,316 $7,391 $7,462 $7,539 $7,690 $7,767 $7,846 $7,923 $8,163 $8,411 $8,666 $8,932 $9,200

88 $5,938 $6,117 $6,304 $6,494 $6,692 $6,894 $7,103 $7,316 $7,391 $7,462 $7,539 $7,614 $7,767 $7,846 $7,923 $8,003 $8,244 $8,495 $8,754 $9,019 $9,290

89 $5,997 $6,178 $6,365 $6,561 $6,759 $6,964 $7,173 $7,391 $7,462 $7,539 $7,614 $7,690 $7,846 $7,923 $8,003 $8,080 $8,328 $8,580 $8,838 $9,110 $9,382

90 $6,058 $6,240 $6,432 $6,626 $6,827 $7,034 $7,245 $7,462 $7,539 $7,614 $7,690 $7,767 $7,923 $8,003 $8,080 $8,163 $8,411 $8,666 $8,932 $9,201 $9,478

91 $6,117 $6,304 $6,494 $6,692 $6,894 $7,103 $7,316 $7,539 $7,614 $7,690 $7,767 $7,846 $8,003 $8,080 $8,163 $8,244 $8,495 $8,754 $9,019 $9,293 $9,572

92 $6,178 $6,365 $6,561 $6,759 $6,964 $7,173 $7,391 $7,614 $7,690 $7,767 $7,846 $7,923 $8,080 $8,163 $8,244 $8,328 $8,580 $8,838 $9,110 $9,384 $9,667

93 $6,240 $6,432 $6,626 $6,827 $7,034 $7,245 $7,462 $7,690 $7,767 $7,846 $7,923 $8,003 $8,163 $8,244 $8,328 $8,411 $8,666 $8,932 $9,201 $9,480 $9,764

94 $6,304 $6,494 $6,692 $6,894 $7,103 $7,316 $7,539 $7,767 $7,846 $7,923 $8,003 $8,080 $8,244 $8,328 $8,411 $8,495 $8,754 $9,019 $9,293 $9,572 $9,859

95 $6,365 $6,561 $6,759 $6,964 $7,173 $7,391 $7,614 $7,846 $7,923 $8,003 $8,080 $8,163 $8,328 $8,411 $8,495 $8,580 $8,838 $9,110 $9,384 $9,671 $9,960

96 $6,432 $6,626 $6,827 $7,034 $7,245 $7,462 $7,690 $7,923 $8,003 $8,080 $8,163 $8,244 $8,411 $8,495 $8,580 $8,666 $8,932 $9,201 $9,480 $9,765 $10,059

97 $6,494 $6,692 $6,894 $7,103 $7,316 $7,539 $7,767 $8,003 $8,080 $8,163 $8,244 $8,328 $8,495 $8,580 $8,666 $8,754 $9,019 $9,293 $9,572 $9,864 $10,159

98 $6,561 $6,759 $6,964 $7,173 $7,391 $7,614 $7,846 $8,080 $8,163 $8,244 $8,328 $8,411 $8,580 $8,666 $8,754 $8,838 $9,110 $9,384 $9,671 $9,963 $10,261

99 $6,626 $6,827 $7,034 $7,245 $7,462 $7,690 $7,923 $8,163 $8,244 $8,328 $8,411 $8,495 $8,666 $8,754 $8,838 $8,932 $9,201 $9,480 $9,765 $10,060 $10,361

100 $6,693 $6,895 $7,104 $7,317 $7,537 $7,766 $8,004 $8,243 $8,327 $8,412 $8,495 $8,580 $8,753 $8,841 $8,927 $9,022 $9,294 $9,575 $9,863 $10,161 $10,465

101 $6,760 $6,965 $7,176 $7,391 $7,612 $7,845 $8,082 $8,326 $8,411 $8,496 $8,580 $8,665 $8,840 $8,930 $9,016 $9,112 $9,386 $9,671 $9,962 $10,262 $10,570

102 $6,827 $7,034 $7,247 $7,465 $7,689 $7,921 $8,165 $8,409 $8,495 $8,581 $8,665 $8,752 $8,929 $9,020 $9,106 $9,202 $9,481 $9,767 $10,061 $10,365 $10,676

103 $6,895 $7,104 $7,320 $7,539 $7,764 $8,002 $8,246 $8,494 $8,580 $8,666 $8,752 $8,839 $9,018 $9,110 $9,196 $9,295 $9,576 $9,864 $10,162 $10,468 $10,783

104 $6,965 $7,176 $7,393 $7,615 $7,844 $8,080 $8,328 $8,579 $8,665 $8,753 $8,839 $8,928 $9,108 $9,200 $9,289 $9,387 $9,672 $9,963 $10,263 $10,573 $10,892

105 $7,034 $7,247 $7,467 $7,691 $7,920 $8,163 $8,412 $8,664 $8,752 $8,840 $8,928 $9,017 $9,198 $9,293 $9,381 $9,482 $9,768 $10,062 $10,366 $10,679 $11,001

106 $7,104 $7,320 $7,541 $7,767 $8,001 $8,243 $8,496 $8,751 $8,839 $8,929 $9,017 $9,107 $9,291 $9,385 $9,476 $9,578 $9,865 $10,163 $10,469 $10,787 $11,112

107 $7,176 $7,393 $7,617 $7,846 $8,079 $8,326 $8,581 $8,838 $8,928 $9,018 $9,107 $9,197 $9,383 $9,480 $9,571 $9,673 $9,964 $10,264 $10,574 $10,895 $11,224

108 $7,247 $7,467 $7,693 $7,922 $8,162 $8,409 $8,666 $8,927 $9,017 $9,108 $9,197 $9,290 $9,478 $9,575 $9,667 $9,770 $10,063 $10,367 $10,680 $11,005 $11,336

109 $7,320 $7,541 $7,769 $8,003 $8,242 $8,494 $8,753 $9,016 $9,107 $9,198 $9,290 $9,382 $9,573 $9,671 $9,762 $9,866 $10,164 $10,470 $10,788 $11,115 $11,451

110 $7,393 $7,617 $7,848 $8,081 $8,325 $8,579 $8,840 $9,106 $9,197 $9,291 $9,382 $9,477 $9,669 $9,767 $9,860 $9,965 $10,265 $10,575 $10,896 $11,227 $11,565

111 $7,467 $7,693 $7,925 $8,164 $8,408 $8,664 $8,929 $9,196 $9,290 $9,383 $9,477 $9,572 $9,764 $9,864 $9,958 $10,064 $10,368 $10,681 $11,006 $11,340 $11,681

112 $7,541 $7,769 $8,006 $8,244 $8,493 $8,751 $9,018 $9,289 $9,382 $9,478 $9,572 $9,668 $9,862 $9,963 $10,058 $10,165 $10,472 $10,789 $11,117 $11,454 $11,797

113 $7,617 $7,848 $8,085 $8,327 $8,577 $8,838 $9,108 $9,381 $9,477 $9,573 $9,668 $9,763 $9,960 $10,062 $10,158 $10,267 $10,576 $10,897 $11,228 $11,568 $11,916

114 $7,693 $7,925 $8,167 $8,411 $8,663 $8,927 $9,198 $9,476 $9,572 $9,669 $9,763 $9,861 $10,060 $10,163 $10,260 $10,369 $10,682 $11,007 $11,341 $11,684 $12,034

115 $7,769 $8,006 $8,248 $8,495 $8,750 $9,016 $9,291 $9,571 $9,668 $9,764 $9,861 $9,959 $10,161 $10,264 $10,362 $10,473 $10,790 $11,118 $11,455 $11,800 $12,155

123

116 $7,848 $8,085 $8,330 $8,580 $8,837 $9,106 $9,383 $9,667 $9,763 $9,862 $9,959 $10,059 $10,262 $10,367 $10,466 $10,577 $10,899 $11,229 $11,569 $11,919 $12,276

117 $7,925 $8,167 $8,414 $8,665 $8,926 $9,196 $9,478 $9,762 $9,861 $9,960 $10,059 $10,159 $10,365 $10,470 $10,571 $10,683 $11,008 $11,342 $11,685 $12,037 $12,398

118 $8,006 $8,248 $8,498 $8,752 $9,015 $9,289 $9,573 $9,860 $9,959 $10,060 $10,159 $10,261 $10,468 $10,575 $10,677 $10,791 $11,119 $11,456 $11,801 $12,158 $12,523

119 $8,085 $8,330 $8,584 $8,839 $9,105 $9,381 $9,669 $9,958 $10,059 $10,161 $10,261 $10,364 $10,573 $10,681 $10,784 $10,900 $11,231 $11,570 $11,920 $12,279 $12,648

120 $8,167 $8,414 $8,669 $8,928 $9,195 $9,476 $9,764 $10,058 $10,159 $10,262 $10,364 $10,467 $10,679 $10,789 $10,893 $11,009 $11,343 $11,686 $12,038 $12,401 $12,776

121 $8,248 $8,498 $8,756 $9,017 $9,288 $9,571 $9,862 $10,158 $10,261 $10,365 $10,467 $10,572 $10,787 $10,897 $11,003 $11,120 $11,457 $11,802 $12,159 $12,526 $12,902

122 $8,330 $8,584 $8,843 $9,107 $9,380 $9,667 $9,960 $10,260 $10,364 $10,468 $10,572 $10,678 $10,895 $11,007 $11,113 $11,232 $11,571 $11,921 $12,280 $12,651 $13,033

123 $8,414 $8,669 $8,932 $9,197 $9,475 $9,762 $10,060 $10,362 $10,467 $10,573 $10,678 $10,785 $11,005 $11,118 $11,225 $11,344 $11,687 $12,039 $12,402 $12,779 $13,161

124 $8,498 $8,756 $9,022 $9,290 $9,570 $9,860 $10,161 $10,466 $10,572 $10,679 $10,785 $10,894 $11,115 $11,229 $11,337 $11,458 $11,803 $12,160 $12,527 $12,905 $13,295

125 $8,584 $8,843 $9,112 $9,382 $9,666 $9,958 $10,262 $10,571 $10,678 $10,787 $10,894 $11,004 $11,227 $11,342 $11,452 $11,572 $11,922 $12,281 $12,652 $13,036 $13,426

126 $8,669 $8,932 $9,202 $9,477 $9,761 $10,058 $10,365 $10,677 $10,785 $10,895 $11,004 $11,114 $11,340 $11,456 $11,566 $11,688 $12,040 $12,403 $12,780 $13,164 $13,562

127 $8,756 $9,022 $9,295 $9,572 $9,859 $10,158 $10,468 $10,784 $10,894 $11,005 $11,114 $11,226 $11,454 $11,570 $11,682 $11,804 $12,161 $12,528 $12,906 $13,298 $13,696

128 $8,843 $9,112 $9,387 $9,668 $9,957 $10,260 $10,573 $10,893 $11,004 $11,115 $11,226 $11,339 $11,568 $11,686 $11,798 $11,923 $12,282 $12,653 $13,037 $13,429 $13,834

129 $8,932 $9,202 $9,482 $9,763 $10,057 $10,362 $10,679 $11,003 $11,114 $11,227 $11,339 $11,453 $11,684 $11,802 $11,917 $12,043 $12,404 $12,781 $13,165 $13,565 $13,972

130 $9,022 $9,295 $9,578 $9,861 $10,157 $10,466 $10,787 $11,113 $11,226 $11,340 $11,453 $11,567 $11,800 $11,921 $12,035 $12,162 $12,530 $12,908 $13,299 $13,699 $14,112

131 $9,112 $9,387 $9,673 $9,959 $10,259 $10,571 $10,895 $11,225 $11,339 $11,454 $11,567 $11,683 $11,919 $12,039 $12,156 $12,284 $12,655 $13,038 $13,430 $13,837 $14,252

132 $9,202 $9,482 $9,770 $10,059 $10,361 $10,677 $11,005 $11,337 $11,453 $11,568 $11,683 $11,799 $12,037 $12,160 $12,277 $12,405 $12,782 $13,166 $13,566 $13,975 $14,395

133 $9,295 $9,578 $9,866 $10,159 $10,465 $10,784 $11,115 $11,452 $11,567 $11,684 $11,799 $11,918 $12,158 $12,281 $12,399 $12,531 $12,909 $13,300 $13,700 $14,115 $14,540

134 $9,387 $9,673 $9,965 $10,261 $10,570 $10,893 $11,227 $11,566 $11,683 $11,800 $11,918 $12,036 $12,279 $12,403 $12,524 $12,656 $13,039 $13,431 $13,838 $14,256 $14,684

135 $9,482 $9,770 $10,064 $10,364 $10,676 $11,003 $11,340 $11,682 $11,799 $11,919 $12,036 $12,157 $12,401 $12,528 $12,649 $12,783 $13,167 $13,567 $13,976 $14,398 $14,832

136 $9,578 $9,866 $10,165 $10,467 $10,783 $11,113 $11,454 $11,798 $11,918 $12,037 $12,157 $12,278 $12,526 $12,653 $12,777 $12,910 $13,301 $13,701 $14,116 $14,543 $14,980

137 $9,673 $9,965 $10,267 $10,572 $10,892 $11,225 $11,568 $11,917 $12,036 $12,158 $12,278 $12,400 $12,651 $12,781 $12,903 $13,040 $13,432 $13,839 $14,257 $14,687 $15,130

138 $9,770 $10,064 $10,369 $10,678 $11,001 $11,337 $11,684 $12,035 $12,157 $12,279 $12,400 $12,525 $12,779 $12,908 $13,034 $13,168 $13,568 $13,977 $14,399 $14,835 $15,281

139 $9,866 $10,165 $10,473 $10,785 $11,112 $11,452 $11,800 $12,156 $12,278 $12,401 $12,525 $12,650 $12,905 $13,038 $13,162 $13,302 $13,702 $14,117 $14,544 $14,983 $15,434

140 $9,965 $10,267 $10,577 $10,894 $11,224 $11,566 $11,919 $12,277 $12,400 $12,526 $12,650 $12,778 $13,036 $13,166 $13,296 $13,433 $13,840 $14,258 $14,688 $15,133 $15,589

141 $10,064 $10,369 $10,683 $11,004 $11,336 $11,682 $12,037 $12,399 $12,525 $12,651 $12,778 $12,904 $13,164 $13,300 $13,427 $13,569 $13,978 $14,400 $14,836 $15,284 $15,745

142 $10,165 $10,473 $10,791 $11,114 $11,451 $11,798 $12,158 $12,524 $12,650 $12,779 $12,904 $13,035 $13,298 $13,431 $13,563 $13,703 $14,118 $14,545 $14,984 $15,437 $15,902

143 $10,267 $10,577 $10,900 $11,226 $11,565 $11,917 $12,279 $12,649 $12,778 $12,905 $13,035 $13,163 $13,429 $13,567 $13,697 $13,841 $14,259 $14,689 $15,134 $15,592 $16,061

144 $10,369 $10,683 $11,009 $11,339 $11,681 $12,035 $12,401 $12,777 $12,904 $13,036 $13,163 $13,297 $13,565 $13,701 $13,835 $13,979 $14,401 $14,837 $15,285 $15,748 $16,221

For the most current information regarding this payscale table,

please refer to the UW Compensation Plan on the web at:

www.washington.edu/admin/hr/ocpsp/compensation

124

University of Washington - Contract Classified

REPRESENTED REGULAR

TO BE UPDATED UPON RATIFICATION

PAY TABLE BI

Effective July 1, 2023

Range

<- - - S T E P - - - > CEGP

A B C D E F G H I J K L M N O

22 $2,956

23 $2,956 $3,024

24 $2,956 $3,024 $3,097

25 $2,956 $3,024 $3,097 $3,165

26 $2,956 $3,024 $3,097 $3,165 $3,246

27 $2,956 $3,024 $3,097 $3,165 $3,246 $3,320

28 $2,956 $3,024 $3,097 $3,165 $3,246 $3,320 $3,398

29 $2,956 $3,024 $3,097 $3,165 $3,246 $3,320 $3,398 $3,480

30 $2,956 $3,024 $3,097 $3,165 $3,246 $3,320 $3,398 $3,480 $3,558

31 $2,956 $3,024 $3,097 $3,165 $3,246 $3,320 $3,398 $3,480 $3,558 $3,648

32 $2,956 $3,024 $3,097 $3,165 $3,246 $3,320 $3,398 $3,480 $3,558 $3,648 $3,733

33 $2,956 $3,024 $3,097 $3,165 $3,246 $3,320 $3,398 $3,480 $3,558 $3,648 $3,733 $3,821

34 $2,956 $3,024 $3,097 $3,165 $3,246 $3,320 $3,398 $3,480 $3,558 $3,648 $3,733 $3,821 $3,916

35 $2,956 $3,024 $3,097 $3,165 $3,246 $3,320 $3,398 $3,480 $3,558 $3,648 $3,733 $3,821 $3,916 $4,014

36 $2,956 $3,024 $3,097 $3,165 $3,246 $3,320 $3,398 $3,480 $3,558 $3,648 $3,733 $3,821 $3,916 $4,014 $4,116

37 $3,024 $3,097 $3,165 $3,246 $3,320 $3,398 $3,480 $3,558 $3,648 $3,733 $3,821 $3,916 $4,014 $4,116 $4,215

38 $3,097 $3,165 $3,246 $3,320 $3,398 $3,480 $3,558 $3,648 $3,733 $3,821 $3,916 $4,014 $4,116 $4,215 $4,325

39 $3,165 $3,246 $3,320 $3,398 $3,480 $3,558 $3,648 $3,733 $3,821 $3,916 $4,014 $4,116 $4,215 $4,325 $4,425

40 $3,246 $3,320 $3,398 $3,480 $3,558 $3,648 $3,733 $3,821 $3,916 $4,014 $4,116 $4,215 $4,325 $4,425 $4,541

41 $3,320 $3,398 $3,480 $3,558 $3,648 $3,733 $3,821 $3,916 $4,014 $4,116 $4,215 $4,325 $4,425 $4,541 $4,653

42 $3,398 $3,480 $3,558 $3,648 $3,733 $3,821 $3,916 $4,014 $4,116 $4,215 $4,325 $4,425 $4,541 $4,653 $4,774

43 $3,480 $3,558 $3,648 $3,733 $3,821 $3,916 $4,014 $4,116 $4,215 $4,325 $4,425 $4,541 $4,653 $4,774 $4,892

44 $3,558 $3,648 $3,733 $3,821 $3,916 $4,014 $4,116 $4,215 $4,325 $4,425 $4,541 $4,653 $4,774 $4,892 $5,014

125

45 $3,648 $3,733 $3,821 $3,916 $4,014 $4,116 $4,215 $4,325 $4,425 $4,541 $4,653 $4,774 $4,892 $5,014 $5,136

46 $3,733 $3,821 $3,916 $4,014 $4,116 $4,215 $4,325 $4,425 $4,541 $4,653 $4,774 $4,892 $5,014 $5,136 $5,265

47 $3,821 $3,916 $4,014 $4,116 $4,215 $4,325 $4,425 $4,541 $4,653 $4,774 $4,892 $5,014 $5,136 $5,265 $5,398

48 $3,916 $4,014 $4,116 $4,215 $4,325 $4,425 $4,541 $4,653 $4,774 $4,892 $5,014 $5,136 $5,265 $5,398 $5,535

49 $4,014 $4,116 $4,215 $4,325 $4,425 $4,541 $4,653 $4,774 $4,892 $5,014 $5,136 $5,265 $5,398 $5,535 $5,672

50 $4,116 $4,215 $4,325 $4,425 $4,541 $4,653 $4,774 $4,892 $5,014 $5,136 $5,265 $5,398 $5,535 $5,672 $5,811

51 $4,215 $4,325 $4,425 $4,541 $4,653 $4,774 $4,892 $5,014 $5,136 $5,265 $5,398 $5,535 $5,672 $5,811 $5,958

52 $4,325 $4,425 $4,541 $4,653 $4,774 $4,892 $5,014 $5,136 $5,265 $5,398 $5,535 $5,672 $5,811 $5,958 $6,105

53 $4,425 $4,541 $4,653 $4,774 $4,892 $5,014 $5,136 $5,265 $5,398 $5,535 $5,672 $5,811 $5,958 $6,105 $6,259

54 $4,541 $4,653 $4,774 $4,892 $5,014 $5,136 $5,265 $5,398 $5,535 $5,672 $5,811 $5,958 $6,105 $6,259 $6,417

55 $4,653 $4,774 $4,892 $5,014 $5,136 $5,265 $5,398 $5,535 $5,672 $5,811 $5,958 $6,105 $6,259 $6,417 $6,574

56 $4,774 $4,892 $5,014 $5,136 $5,265 $5,398 $5,535 $5,672 $5,811 $5,958 $6,105 $6,259 $6,417 $6,574 $6,745

57 $4,892 $5,014 $5,136 $5,265 $5,398 $5,535 $5,672 $5,811 $5,958 $6,105 $6,259 $6,417 $6,574 $6,745 $6,908

58 $5,014 $5,136 $5,265 $5,398 $5,535 $5,672 $5,811 $5,958 $6,105 $6,259 $6,417 $6,574 $6,745 $6,908 $7,084

59 $5,136 $5,265 $5,398 $5,535 $5,672 $5,811 $5,958 $6,105 $6,259 $6,417 $6,574 $6,745 $6,908 $7,084 $7,261

60 $5,265 $5,398 $5,535 $5,672 $5,811 $5,958 $6,105 $6,259 $6,417 $6,574 $6,745 $6,908 $7,084 $7,261 $7,439

61 $5,398 $5,535 $5,672 $5,811 $5,958 $6,105 $6,259 $6,417 $6,574 $6,745 $6,908 $7,084 $7,261 $7,439 $7,625

62 $5,535 $5,672 $5,811 $5,958 $6,105 $6,259 $6,417 $6,574 $6,745 $6,908 $7,084 $7,261 $7,439 $7,625 $7,818

63 $5,672 $5,811 $5,958 $6,105 $6,259 $6,417 $6,574 $6,745 $6,908 $7,084 $7,261 $7,439 $7,625 $7,818 $8,011

64 $5,811 $5,958 $6,105 $6,259 $6,417 $6,574 $6,745 $6,908 $7,084 $7,261 $7,439 $7,625 $7,818 $8,011 $8,215

65 $5,958 $6,105 $6,259 $6,417 $6,574 $6,745 $6,908 $7,084 $7,261 $7,439 $7,625 $7,818 $8,011 $8,215 $8,421

66 $6,105 $6,259 $6,417 $6,574 $6,745 $6,908 $7,084 $7,261 $7,439 $7,625 $7,818 $8,011 $8,215 $8,421 $8,629

67 $6,259 $6,417 $6,574 $6,745 $6,908 $7,084 $7,261 $7,439 $7,625 $7,818 $8,011 $8,215 $8,421 $8,629 $8,845

68 $6,417 $6,574 $6,745 $6,908 $7,084 $7,261 $7,439 $7,625 $7,818 $8,011 $8,215 $8,421 $8,629 $8,845 $9,066

69 $6,574 $6,745 $6,908 $7,084 $7,261 $7,439 $7,625 $7,818 $8,011 $8,215 $8,421 $8,629 $8,845 $9,066 $9,293

70 $6,745 $6,908 $7,084 $7,261 $7,439 $7,625 $7,818 $8,011 $8,215 $8,421 $8,629 $8,845 $9,066 $9,293 $9,528

71 $6,908 $7,084 $7,261 $7,439 $7,625 $7,818 $8,011 $8,215 $8,421 $8,629 $8,845 $9,066 $9,293 $9,528 $9,764

72 $7,084 $7,261 $7,439 $7,625 $7,818 $8,011 $8,215 $8,421 $8,629 $8,845 $9,066 $9,293 $9,528 $9,764 $10,011

73 $7,261 $7,439 $7,625 $7,818 $8,011 $8,215 $8,421 $8,629 $8,845 $9,066 $9,293 $9,528 $9,764 $10,011 $10,257

74 $7,439 $7,625 $7,818 $8,011 $8,215 $8,421 $8,629 $8,845 $9,066 $9,293 $9,528 $9,764 $10,011 $10,257 $10,513

75 $7,625 $7,818 $8,011 $8,215 $8,421 $8,629 $8,845 $9,066 $9,293 $9,528 $9,764 $10,011 $10,257 $10,513 $10,777

126

76 $7,818 $8,011 $8,215 $8,421 $8,629 $8,845 $9,066 $9,293 $9,528 $9,764 $10,011 $10,257 $10,513 $10,777 $11,048

77 $8,011 $8,215 $8,421 $8,629 $8,845 $9,066 $9,293 $9,528 $9,764 $10,011 $10,257 $10,513 $10,777 $11,048 $11,320

78 $8,215 $8,421 $8,629 $8,845 $9,066 $9,293 $9,528 $9,764 $10,011 $10,257 $10,513 $10,777 $11,048 $11,320 $11,601

79 $8,421 $8,629 $8,845 $9,066 $9,293 $9,528 $9,764 $10,011 $10,257 $10,513 $10,777 $11,048 $11,320 $11,601 $11,895

80 $8,629 $8,845 $9,066 $9,293 $9,528 $9,764 $10,011 $10,257 $10,513 $10,777 $11,048 $11,320 $11,601 $11,895 $12,191

81 $8,845 $9,066 $9,293 $9,528 $9,764 $10,011 $10,257 $10,513 $10,777 $11,048 $11,320 $11,601 $11,895 $12,191 $12,494

82 $9,066 $9,293 $9,528 $9,764 $10,011 $10,257 $10,513 $10,777 $11,048 $11,320 $11,601 $11,895 $12,191 $12,494 $12,811

83 $9,293 $9,528 $9,764 $10,011 $10,257 $10,513 $10,777 $11,048 $11,320 $11,601 $11,895 $12,191 $12,494 $12,811 $13,127

84 $9,528 $9,764 $10,011 $10,257 $10,513 $10,777 $11,048 $11,320 $11,601 $11,895 $12,191 $12,494 $12,811 $13,127 $13,460

85 $9,764 $10,011 $10,257 $10,513 $10,777 $11,048 $11,320 $11,601 $11,895 $12,191 $12,494 $12,811 $13,127 $13,460 $13,798

86 $10,011 $10,257 $10,513 $10,777 $11,048 $11,320 $11,601 $11,895 $12,191 $12,494 $12,811 $13,127 $13,460 $13,798 $14,139

87 $10,257 $10,513 $10,777 $11,048 $11,320 $11,601 $11,895 $12,191 $12,494 $12,811 $13,127 $13,460 $13,798 $14,139 $14,497

88 $10,513 $10,777 $11,048 $11,320 $11,601 $11,895 $12,191 $12,494 $12,811 $13,127 $13,460 $13,798 $14,139 $14,497 $14,854

89 $10,777 $11,048 $11,320 $11,601 $11,895 $12,191 $12,494 $12,811 $13,127 $13,460 $13,798 $14,139 $14,497 $14,854 $15,228

90 $11,048 $11,320 $11,601 $11,895 $12,191 $12,494 $12,811 $13,127 $13,460 $13,798 $14,139 $14,497 $14,854 $15,228 $15,608

For the most current information regarding this payscale table,

please refer to the UW Compensation Plan on the web at:

www.washington.edu/admin/hr/ocpsp/compensation

127

University of Washington - Contract Classified

WFSE SKILLED TRADES

TO BE UPDATED UPON RATIFICATION

PAY TABLE BL

Effective July 1, 2021

Range

< - - - S T E P - - - >

CEGP

$2,948

$3,014

$2,948

$3,014

$3,078

$2,948

$3,014

$3,078

$3,144

$2,948

$3,014

$3,078

$3,144

$3,209

$2,948

$3,014

$3,078

$3,144

$3,209

$3,285

$2,948

$3,014

$3,078

$3,144

$3,209

$3,285

$3,358

$2,948

$3,014

$3,078

$3,144

$3,209

$3,285

$3,358

$3,429

$2,948

$3,014

$3,078

$3,144

$3,209

$3,285

$3,358

$3,429

$3,504

$2,948

$3,014

$3,078

$3,144

$3,209

$3,285

$3,358

$3,429

$3,504

$3,580

$2,948

$3,014

$3,078

$3,144

$3,209

$3,285

$3,358

$3,429

$3,504

$3,580

$3,665

$2,948

$3,014

$3,078

$3,144

$3,209

$3,285

$3,358

$3,429

$3,504

$3,580

$3,665

$3,745

$2,948

$3,014

$3,078

$3,144

$3,209

$3,285

$3,358

$3,429

$3,504

$3,580

$3,665

$3,745

$3,828

$2,948

$3,014

$3,078

$3,144

$3,209

$3,285

$3,358

$3,429

$3,504

$3,580

$3,665

$3,745

$3,828

$3,918

$2,948

$3,014

$3,078

$3,144

$3,209

$3,285

$3,358

$3,429

$3,504

$3,580

$3,665

$3,745

$3,828

$3,918

$4,011

$3,014

$3,078

$3,144

$3,209

$3,285

$3,358

$3,429

$3,504

$3,580

$3,665

$3,745

$3,828

$3,918

$4,011

$4,104

$3,078

$3,144

$3,209

$3,285

$3,358

$3,429

$3,504

$3,580

$3,665

$3,745

$3,828

$3,918

$4,011

$4,104

$4,202

$3,144

$3,209

$3,285

$3,358

$3,429

$3,504

$3,580

$3,665

$3,745

$3,828

$3,918

$4,011

$4,104

$4,202

$4,303

$3,209

$3,285

$3,358

$3,429

$3,504

$3,580

$3,665

$3,745

$3,828

$3,918

$4,011

$4,104

$4,202

$4,303

$4,401

$3,285

$3,358

$3,429

$3,504

$3,580

$3,665

$3,745

$3,828

$3,918

$4,011

$4,104

$4,202

$4,303

$4,401

$4,509

$3,358

$3,429

$3,504

$3,580

$3,665

$3,745

$3,828

$3,918

$4,011

$4,104

$4,202

$4,303

$4,401

$4,509

$4,614

$3,429

$3,504

$3,580

$3,665

$3,745

$3,828

$3,918

$4,011

$4,104

$4,202

$4,303

$4,401

$4,509

$4,614

$4,728

$3,504

$3,580

$3,665

$3,745

$3,828

$3,918

$4,011

$4,104

$4,202

$4,303

$4,401

$4,509

$4,614

$4,728

$4,840

128

$3,580

$3,665

$3,745

$3,828

$3,918

$4,011

$4,104

$4,202

$4,303

$4,401

$4,509

$4,614

$4,728

$4,840

$4,955

$3,665

$3,745

$3,828

$3,918

$4,011

$4,104

$4,202

$4,303

$4,401

$4,509

$4,614

$4,728

$4,840

$4,955

$5,070

$3,745

$3,828

$3,918

$4,011

$4,104

$4,202

$4,303

$4,401

$4,509

$4,614

$4,728

$4,840

$4,955

$5,070

$5,194

$3,828

$3,918

$4,011

$4,104

$4,202

$4,303

$4,401

$4,509

$4,614

$4,728

$4,840

$4,955

$5,070

$5,194

$5,316

$3,918

$4,011

$4,104

$4,202

$4,303

$4,401

$4,509

$4,614

$4,728

$4,840

$4,955

$5,070

$5,194

$5,316

$5,449

$4,011

$4,104

$4,202

$4,303

$4,401

$4,509

$4,614

$4,728

$4,840

$4,955

$5,070

$5,194

$5,316

$5,449

$5,574

$4,104

$4,202

$4,303

$4,401

$4,509

$4,614

$4,728

$4,840

$4,955

$5,070

$5,194

$5,316

$5,449

$5,574

$5,712

$4,202

$4,303

$4,401

$4,509

$4,614

$4,728

$4,840

$4,955

$5,070

$5,194

$5,316

$5,449

$5,574

$5,712

$5,845

$4,303

$4,401

$4,509

$4,614

$4,728

$4,840

$4,955

$5,070

$5,194

$5,316

$5,449

$5,574

$5,712

$5,845

$5,986

$4,401

$4,509

$4,614

$4,728

$4,840

$4,955

$5,070

$5,194

$5,316

$5,449

$5,574

$5,712

$5,845

$5,986

$6,132

$4,509

$4,614

$4,728

$4,840

$4,955

$5,070

$5,194

$5,316

$5,449

$5,574

$5,712

$5,845

$5,986

$6,132

$6,280

$4,614

$4,728

$4,840

$4,955

$5,070

$5,194

$5,316

$5,449

$5,574

$5,712

$5,845

$5,986

$6,132

$6,280

$6,429

$4,728

$4,840

$4,955

$5,070

$5,194

$5,316

$5,449

$5,574

$5,712

$5,845

$5,986

$6,132

$6,280

$6,429

$6,589

$4,840

$4,955

$5,070

$5,194

$5,316

$5,449

$5,574

$5,712

$5,845

$5,986

$6,132

$6,280

$6,429

$6,589

$6,745

$4,955

$5,070

$5,194

$5,316

$5,449

$5,574

$5,712

$5,845

$5,986

$6,132

$6,280

$6,429

$6,589

$6,745

$6,911

$5,070

$5,194

$5,316

$5,449

$5,574

$5,712

$5,845

$5,986

$6,132

$6,280

$6,429

$6,589

$6,745

$6,911

$7,077

$5,194

$5,316

$5,449

$5,574

$5,712

$5,845

$5,986

$6,132

$6,280

$6,429

$6,589

$6,745

$6,911

$7,077

$7,247

$5,316

$5,449

$5,574

$5,712

$5,845

$5,986

$6,132

$6,280

$6,429

$6,589

$6,745

$6,911

$7,077

$7,247

$7,422

$5,449

$5,574

$5,712

$5,845

$5,986

$6,132

$6,280

$6,429

$6,589

$6,745

$6,911

$7,077

$7,247

$7,422

$7,606

$5,574

$5,712

$5,845

$5,986

$6,132

$6,280

$6,429

$6,589

$6,745

$6,911

$7,077

$7,247

$7,422

$7,606

$7,788

$5,712

$5,845

$5,986

$6,132

$6,280

$6,429

$6,589

$6,745

$6,911

$7,077

$7,247

$7,422

$7,606

$7,788

$7,978

$5,845

$5,986

$6,132

$6,280

$6,429

$6,589

$6,745

$6,911

$7,077

$7,247

$7,422

$7,606

$7,788

$7,978

$8,171

$5,986

$6,132

$6,280

$6,429

$6,589

$6,745

$6,911

$7,077

$7,247

$7,422

$7,606

$7,788

$7,978

$8,171

$8,374

$6,132

$6,280

$6,429

$6,589

$6,745

$6,911

$7,077

$7,247

$7,422

$7,606

$7,788

$7,978

$8,171

$8,374

$8,573

$6,280

$6,429

$6,589

$6,745

$6,911

$7,077

$7,247

$7,422

$7,606

$7,788

$7,978

$8,171

$8,374

$8,573

$8,783

$6,429

$6,589

$6,745

$6,911

$7,077

$7,247

$7,422

$7,606

$7,788

$7,978

$8,171

$8,374

$8,573

$8,783

$8,998

$6,589

$6,745

$6,911

$7,077

$7,247

$7,422

$7,606

$7,788

$7,978

$8,171

$8,374

$8,573

$8,783

$8,998

$9,218

$6,745

$6,911

$7,077

$7,247

$7,422

$7,606

$7,788

$7,978

$8,171

$8,374

$8,573

$8,783

$8,998

$9,218

$9,440

$6,911

$7,077

$7,247

$7,422

$7,606

$7,788

$7,978

$8,171

$8,374

$8,573

$8,783

$8,998

$9,218

$9,440

$9,675

$7,077

$7,247

$7,422

$7,606

$7,788

$7,978

$8,171

$8,374

$8,573

$8,783

$8,998

$9,218

$9,440

$9,675

$9,906

$7,247

$7,422

$7,606

$7,788

$7,978

$8,171

$8,374

$8,573

$8,783

$8,998

$9,218

$9,440

$9,675

$9,906

$10,151

$7,422

$7,606

$7,788

$7,978

$8,171

$8,374

$8,573

$8,783

$8,998

$9,218

$9,440

$9,675

$9,906

$10,151

$10,400

129

$7,606

$7,788

$7,978

$8,171

$8,374

$8,573

$8,783

$8,998

$9,218

$9,440

$9,675

$9,906

$10,151

$10,400

$10,654

$7,788

$7,978

$8,171

$8,374

$8,573

$8,783

$8,998

$9,218

$9,440

$9,675

$9,906

$10,151

$10,400

$10,654

$10,913

$7,978

$8,171

$8,374

$8,573

$8,783

$8,998

$9,218

$9,440

$9,675

$9,906

$10,151

$10,400

$10,654

$10,913

$11,181

$8,171

$8,374

$8,573

$8,783

$8,998

$9,218

$9,440

$9,675

$9,906

$10,151

$10,400

$10,654

$10,913

$11,181

$11,456

$8,374

$8,573

$8,783

$8,998

$9,218

$9,440

$9,675

$9,906

$10,151

$10,400

$10,654

$10,913

$11,181

$11,456

$11,734

$8,573

$8,783

$8,998

$9,218

$9,440

$9,675

$9,906

$10,151

$10,400

$10,654

$10,913

$11,181

$11,456

$11,734

$12,021

$8,783

$8,998

$9,218

$9,440

$9,675

$9,906

$10,151

$10,400

$10,654

$10,913

$11,181

$11,456

$11,734

$12,021

$12,320

$8,998

$9,218

$9,440

$9,675

$9,906

$10,151

$10,400

$10,654

$10,913

$11,181

$11,456

$11,734

$12,021

$12,320

$12,618

$9,218

$9,440

$9,675

$9,906

$10,151

$10,400

$10,654

$10,913

$11,181

$11,456

$11,734

$12,021

$12,320

$12,618

$12,932

$9,440

$9,675

$9,906

$10,151

$10,400

$10,654

$10,913

$11,181

$11,456

$11,734

$12,021

$12,320

$12,618

$12,932

$13,253

$9,675

$9,906

$10,151

$10,400

$10,654

$10,913

$11,181

$11,456

$11,734

$12,021

$12,320

$12,618

$12,932

$13,253

$13,575

$9,906

$10,151

$10,400

$10,654

$10,913

$11,181

$11,456

$11,734

$12,021

$12,320

$12,618

$12,932

$13,253

$13,575

$13,847

$10,151

$10,400

$10,654

$10,913

$11,181

$11,456

$11,734

$12,021

$12,320

$12,618

$12,932

$13,253

$13,575

$13,847

$14,192

$10,400

$10,654

$10,913

$11,181

$11,456

$11,734

$12,021

$12,320

$12,618

$12,932

$13,253

$13,575

$13,847

$14,192

$14,548

$10,654

$10,913

$11,181

$11,456

$11,734

$12,021

$12,320

$12,618

$12,932

$13,253

$13,575

$13,847

$14,192

$14,548

$14,912

For the most current information regarding this payscale table,

please refer to the UW Compensation Plan on the web at:

www.washington.edu/admin/hr/ocpsp/compensation

130

University of Washington - Contract Classified

WFSE SKILLED TRADES APPRENTICES (Non-Standard Pay Rates)

TO BE UPDATED UPON RATIFICATION

PAY TABLE BM

Effective July 1, 2023

Range

< - - - - Step - - - - >

$3,596

$3,814

$4,032

$4,250

$4,468

$4,686

$4,904

$5,122

$3,428

$3,740

$4,051

$4,363

$4,675

$4,986

$3,509

$3,828

$4,146

$4,465

$4,784

$5,103

$4,349

$4,612

$4,876

$5,139

$5,403

$5,667

$5,930

$6,194

$3,858

$4,092

$4,325

$4,559

$4,793

$5,027

$5,261

$5,494

$4,349

$4,612

$4,876

$5,139

$5,403

$5,667

$5,930

$6,194

For the most current information regarding this payscale table,

please refer to the UW Compensation Plan on the web at:

www.washington.edu/admin/hr/ocpsp/compensation

131

University of Washington - Contract Classified

WFSE SELECTED HEALTH CARE PROFESSIONAL TECHNICAL

TO BE UPDATED UPON RATIFICATION

PAY TABLE BV

Effective July 1, 2023

Range

< - - - - S T E P - - - ->

CEGP Steps

0 $2,927 $3,019 $3,046 $3,079 $3,109 $3,140 $3,204 $3,234 $3,269 $3,301 $3,400 $3,506 $3,607 $3,718

1 $2,961 $3,046 $3,079 $3,109 $3,140 $3,171 $3,234 $3,269 $3,301 $3,334 $3,433 $3,537 $3,644 $3,756

2 $2,900 $2,985 $3,079 $3,109 $3,140 $3,171 $3,204 $3,269 $3,301 $3,334 $3,364 $3,469 $3,573 $3,682 $3,794

3 $2,927 $3,019 $3,109 $3,140 $3,171 $3,204 $3,234 $3,301 $3,334 $3,364 $3,400 $3,506 $3,607 $3,718 $3,832

4 $2,961 $3,046 $3,140 $3,171 $3,204 $3,234 $3,269 $3,334 $3,364 $3,400 $3,433 $3,537 $3,644 $3,756 $3,870

5 $2,900 $2,985 $3,079 $3,171 $3,204 $3,234 $3,269 $3,301 $3,364 $3,400 $3,433 $3,469 $3,573 $3,682 $3,794 $3,908

6 $2,927 $3,019 $3,109 $3,204 $3,234 $3,269 $3,301 $3,334 $3,400 $3,433 $3,469 $3,506 $3,607 $3,718 $3,832 $3,947

7 $2,961 $3,046 $3,140 $3,234 $3,269 $3,301 $3,334 $3,364 $3,433 $3,469 $3,506 $3,537 $3,644 $3,756 $3,870 $3,985

8 $2,900 $2,985 $3,079 $3,171 $3,269 $3,301 $3,334 $3,364 $3,400 $3,469 $3,506 $3,537 $3,573 $3,682 $3,794 $3,908 $4,024

9 $2,927 $3,019 $3,109 $3,204 $3,301 $3,334 $3,364 $3,400 $3,433 $3,506 $3,537 $3,573 $3,607 $3,718 $3,832 $3,947 $4,066

10 $2,961 $3,046 $3,140 $3,234 $3,334 $3,364 $3,400 $3,433 $3,469 $3,537 $3,573 $3,607 $3,644 $3,756 $3,870 $3,985 $4,106

11 $2,900 $2,985 $3,079 $3,171 $3,269 $3,364 $3,400 $3,433 $3,469 $3,506 $3,573 $3,607 $3,644 $3,682 $3,794 $3,908 $4,024 $4,146

12 $2,927 $3,019 $3,109 $3,204 $3,301 $3,400 $3,433 $3,469 $3,506 $3,537 $3,607 $3,644 $3,682 $3,718 $3,832 $3,947 $4,066 $4,188

13 $2,961 $3,046 $3,140 $3,234 $3,334 $3,433 $3,469 $3,506 $3,537 $3,573 $3,644 $3,682 $3,718 $3,756 $3,870 $3,985 $4,106 $4,231

14 $2,900 $2,985 $3,079 $3,171 $3,269 $3,364 $3,469 $3,506 $3,537 $3,573 $3,607 $3,682 $3,718 $3,756 $3,794 $3,908 $4,024 $4,146 $4,274

15 $2,927 $3,019 $3,109 $3,204 $3,301 $3,400 $3,506 $3,537 $3,573 $3,607 $3,644 $3,718 $3,756 $3,794 $3,832 $3,947 $4,066 $4,188 $4,316

16 $2,961 $3,046 $3,140 $3,234 $3,334 $3,433 $3,537 $3,573 $3,607 $3,644 $3,682 $3,756 $3,794 $3,832 $3,870 $3,985 $4,106 $4,231 $4,362

17 $2,900 $2,985 $3,079 $3,171 $3,269 $3,364 $3,469 $3,573 $3,607 $3,644 $3,682 $3,718 $3,794 $3,832 $3,870 $3,908 $4,024 $4,146 $4,274 $4,404

18 $2,927 $3,019 $3,109 $3,204 $3,301 $3,400 $3,506 $3,607 $3,644 $3,682 $3,718 $3,756 $3,832 $3,870 $3,908 $3,947 $4,066 $4,188 $4,316 $4,446

19 $2,961 $3,046 $3,140 $3,234 $3,334 $3,433 $3,537 $3,644 $3,682 $3,718 $3,756 $3,794 $3,870 $3,908 $3,947 $3,985 $4,106 $4,231 $4,362 $4,492

20 $2,985 $3,079 $3,171 $3,269 $3,364 $3,469 $3,573 $3,682 $3,718 $3,756 $3,794 $3,832 $3,908 $3,947 $3,985 $4,024 $4,146 $4,274 $4,404 $4,535

21 $3,019 $3,109 $3,204 $3,301 $3,400 $3,506 $3,607 $3,718 $3,756 $3,794 $3,832 $3,870 $3,947 $3,985 $4,024 $4,066 $4,188 $4,316 $4,446 $4,582

22 $3,046 $3,140 $3,234 $3,334 $3,433 $3,537 $3,644 $3,756 $3,794 $3,832 $3,870 $3,908 $3,985 $4,024 $4,066 $4,106 $4,231 $4,362 $4,492 $4,629

132

23 $3,079 $3,171 $3,269 $3,364 $3,469 $3,573 $3,682 $3,794 $3,832 $3,870 $3,908 $3,947 $4,024 $4,066 $4,106 $4,146 $4,274 $4,404 $4,535 $4,675

24 $3,109 $3,204 $3,301 $3,400 $3,506 $3,607 $3,718 $3,832 $3,870 $3,908 $3,947 $3,985 $4,066 $4,106 $4,146 $4,188 $4,316 $4,446 $4,582 $4,722

25 $3,140 $3,234 $3,334 $3,433 $3,537 $3,644 $3,756 $3,870 $3,908 $3,947 $3,985 $4,024 $4,106 $4,146 $4,188 $4,231 $4,362 $4,492 $4,629 $4,769

26 $3,171 $3,269 $3,364 $3,469 $3,573 $3,682 $3,794 $3,908 $3,947 $3,985 $4,024 $4,066 $4,146 $4,188 $4,231 $4,274 $4,404 $4,535 $4,675 $4,818

27 $3,204 $3,301 $3,400 $3,506 $3,607 $3,718 $3,832 $3,947 $3,985 $4,024 $4,066 $4,106 $4,188 $4,231 $4,274 $4,316 $4,446 $4,582 $4,722 $4,865

28 $3,234 $3,334 $3,433 $3,537 $3,644 $3,756 $3,870 $3,985 $4,024 $4,066 $4,106 $4,146 $4,231 $4,274 $4,316 $4,362 $4,492 $4,629 $4,769 $4,914

29 $3,269 $3,364 $3,469 $3,573 $3,682 $3,794 $3,908 $4,024 $4,066 $4,106 $4,146 $4,188 $4,274 $4,316 $4,362 $4,404 $4,535 $4,675 $4,818 $4,963

30 $3,301 $3,400 $3,506 $3,607 $3,718 $3,832 $3,947 $4,066 $4,106 $4,146 $4,188 $4,231 $4,316 $4,362 $4,404 $4,446 $4,582 $4,722 $4,865 $5,012

31 $3,334 $3,433 $3,537 $3,644 $3,756 $3,870 $3,985 $4,106 $4,146 $4,188 $4,231 $4,274 $4,362 $4,404 $4,446 $4,492 $4,629 $4,769 $4,914 $5,064

32 $3,364 $3,469 $3,573 $3,682 $3,794 $3,908 $4,024 $4,146 $4,188 $4,231 $4,274 $4,316 $4,404 $4,446 $4,492 $4,535 $4,675 $4,818 $4,963 $5,112

33 $3,400 $3,506 $3,607 $3,718 $3,832 $3,947 $4,066 $4,188 $4,231 $4,274 $4,316 $4,362 $4,446 $4,492 $4,535 $4,582 $4,722 $4,865 $5,012 $5,164

34 $3,433 $3,537 $3,644 $3,756 $3,870 $3,985 $4,106 $4,231 $4,274 $4,316 $4,362 $4,404 $4,492 $4,535 $4,582 $4,629 $4,769 $4,914 $5,064 $5,217

35 $3,469 $3,573 $3,682 $3,794 $3,908 $4,024 $4,146 $4,274 $4,316 $4,362 $4,404 $4,446 $4,535 $4,582 $4,629 $4,675 $4,818 $4,963 $5,112 $5,266

36 $3,506 $3,607 $3,718 $3,832 $3,947 $4,066 $4,188 $4,316 $4,362 $4,404 $4,446 $4,492 $4,582 $4,629 $4,675 $4,722 $4,865 $5,012 $5,164 $5,318

37 $3,537 $3,644 $3,756 $3,870 $3,985 $4,106 $4,231 $4,362 $4,404 $4,446 $4,492 $4,535 $4,629 $4,675 $4,722 $4,769 $4,914 $5,064 $5,217 $5,373

38 $3,573 $3,682 $3,794 $3,908 $4,024 $4,146 $4,274 $4,404 $4,446 $4,492 $4,535 $4,582 $4,675 $4,722 $4,769 $4,818 $4,963 $5,112 $5,266 $5,427

39 $3,607 $3,718 $3,832 $3,947 $4,066 $4,188 $4,316 $4,446 $4,492 $4,535 $4,582 $4,629 $4,722 $4,769 $4,818 $4,865 $5,012 $5,164 $5,318 $5,481

40 $3,644 $3,756 $3,870 $3,985 $4,106 $4,231 $4,362 $4,492 $4,535 $4,582 $4,629 $4,675 $4,769 $4,818 $4,865 $4,914 $5,064 $5,217 $5,373 $5,536

41 $3,682 $3,794 $3,908 $4,024 $4,146 $4,274 $4,404 $4,535 $4,582 $4,629 $4,675 $4,722 $4,818 $4,865 $4,914 $4,963 $5,112 $5,266 $5,427 $5,594

42 $3,718 $3,832 $3,947 $4,066 $4,188 $4,316 $4,446 $4,582 $4,629 $4,675 $4,722 $4,769 $4,865 $4,914 $4,963 $5,012 $5,164 $5,318 $5,481 $5,650

43 $3,756 $3,870 $3,985 $4,106 $4,231 $4,362 $4,492 $4,629 $4,675 $4,722 $4,769 $4,818 $4,914 $4,963 $5,012 $5,064 $5,217 $5,373 $5,536 $5,706

44 $3,794 $3,908 $4,024 $4,146 $4,274 $4,404 $4,535 $4,675 $4,722 $4,769 $4,818 $4,865 $4,963 $5,012 $5,064 $5,112 $5,266 $5,427 $5,594 $5,763

45 $3,832 $3,947 $4,066 $4,188 $4,316 $4,446 $4,582 $4,722 $4,769 $4,818 $4,865 $4,914 $5,012 $5,064 $5,112 $5,164 $5,318 $5,481 $5,650 $5,822

46 $3,870 $3,985 $4,106 $4,231 $4,362 $4,492 $4,629 $4,769 $4,818 $4,865 $4,914 $4,963 $5,064 $5,112 $5,164 $5,217 $5,373 $5,536 $5,706 $5,875

47 $3,908 $4,024 $4,146 $4,274 $4,404 $4,535 $4,675 $4,818 $4,865 $4,914 $4,963 $5,012 $5,112 $5,164 $5,217 $5,266 $5,427 $5,594 $5,763 $5,938

48 $3,947 $4,066 $4,188 $4,316 $4,446 $4,582 $4,722 $4,865 $4,914 $4,963 $5,012 $5,064 $5,164 $5,217 $5,266 $5,318 $5,481 $5,650 $5,822 $5,997

49 $3,985 $4,106 $4,231 $4,362 $4,492 $4,629 $4,769 $4,914 $4,963 $5,012 $5,064 $5,112 $5,217 $5,266 $5,318 $5,373 $5,536 $5,706 $5,875 $6,058

50 $4,024 $4,146 $4,274 $4,404 $4,535 $4,675 $4,818 $4,963 $5,012 $5,064 $5,112 $5,164 $5,266 $5,318 $5,373 $5,427 $5,594 $5,763 $5,938 $6,117

51 $4,066 $4,188 $4,316 $4,446 $4,582 $4,722 $4,865 $5,012 $5,064 $5,112 $5,164 $5,217 $5,318 $5,373 $5,427 $5,481 $5,650 $5,822 $5,997 $6,178

52 $4,106 $4,231 $4,362 $4,492 $4,629 $4,769 $4,914 $5,064 $5,112 $5,164 $5,217 $5,266 $5,373 $5,427 $5,481 $5,536 $5,706 $5,875 $6,058 $6,240

53 $4,146 $4,274 $4,404 $4,535 $4,675 $4,818 $4,963 $5,112 $5,164 $5,217 $5,266 $5,318 $5,427 $5,481 $5,536 $5,594 $5,763 $5,938 $6,117 $6,304

54 $4,188 $4,316 $4,446 $4,582 $4,722 $4,865 $5,012 $5,164 $5,217 $5,266 $5,318 $5,373 $5,481 $5,536 $5,594 $5,650 $5,822 $5,997 $6,178 $6,365

133

55 $4,231 $4,362 $4,492 $4,629 $4,769 $4,914 $5,064 $5,217 $5,266 $5,318 $5,373 $5,427 $5,536 $5,594 $5,650 $5,706 $5,875 $6,058 $6,240 $6,432

56 $4,274 $4,404 $4,535 $4,675 $4,818 $4,963 $5,112 $5,266 $5,318 $5,373 $5,427 $5,481 $5,594 $5,650 $5,706 $5,763 $5,938 $6,117 $6,304 $6,494

57 $4,316 $4,446 $4,582 $4,722 $4,865 $5,012 $5,164 $5,318 $5,373 $5,427 $5,481 $5,536 $5,650 $5,706 $5,763 $5,822 $5,997 $6,178 $6,365 $6,561

58 $4,362 $4,492 $4,629 $4,769 $4,914 $5,064 $5,217 $5,373 $5,427 $5,481 $5,536 $5,594 $5,706 $5,763 $5,822 $5,875 $6,058 $6,240 $6,432 $6,626

59 $4,404 $4,535 $4,675 $4,818 $4,963 $5,112 $5,266 $5,427 $5,481 $5,536 $5,594 $5,650 $5,763 $5,822 $5,875 $5,938 $6,117 $6,304 $6,494 $6,692

60 $4,446 $4,582 $4,722 $4,865 $5,012 $5,164 $5,318 $5,481 $5,536 $5,594 $5,650 $5,706 $5,822 $5,875 $5,938 $5,997 $6,178 $6,365 $6,561 $6,759

61 $4,492 $4,629 $4,769 $4,914 $5,064 $5,217 $5,373 $5,536 $5,594 $5,650 $5,706 $5,763 $5,875 $5,938 $5,997 $6,058 $6,240 $6,432 $6,626 $6,827

62 $4,535 $4,675 $4,818 $4,963 $5,112 $5,266 $5,427 $5,594 $5,650 $5,706 $5,763 $5,822 $5,938 $5,997 $6,058 $6,117 $6,304 $6,494 $6,692 $6,894

63 $4,582 $4,722 $4,865 $5,012 $5,164 $5,318 $5,481 $5,650 $5,706 $5,763 $5,822 $5,875 $5,997 $6,058 $6,117 $6,178 $6,365 $6,561 $6,759 $6,964

64 $4,629 $4,769 $4,914 $5,064 $5,217 $5,373 $5,536 $5,706 $5,763 $5,822 $5,875 $5,938 $6,058 $6,117 $6,178 $6,240 $6,432 $6,626 $6,827 $7,034

65 $4,675 $4,818 $4,963 $5,112 $5,266 $5,427 $5,594 $5,763 $5,822 $5,875 $5,938 $5,997 $6,117 $6,178 $6,240 $6,304 $6,494 $6,692 $6,894 $7,103

66 $4,722 $4,865 $5,012 $5,164 $5,318 $5,481 $5,650 $5,822 $5,875 $5,938 $5,997 $6,058 $6,178 $6,240 $6,304 $6,365 $6,561 $6,759 $6,964 $7,173

67 $4,769 $4,914 $5,064 $5,217 $5,373 $5,536 $5,706 $5,875 $5,938 $5,997 $6,058 $6,117 $6,240 $6,304 $6,365 $6,432 $6,626 $6,827 $7,034 $7,245

68 $4,818 $4,963 $5,112 $5,266 $5,427 $5,594 $5,763 $5,938 $5,997 $6,058 $6,117 $6,178 $6,304 $6,365 $6,432 $6,494 $6,692 $6,894 $7,103 $7,316

69 $4,865 $5,012 $5,164 $5,318 $5,481 $5,650 $5,822 $5,997 $6,058 $6,117 $6,178 $6,240 $6,365 $6,432 $6,494 $6,561 $6,759 $6,964 $7,173 $7,391

70 $4,914 $5,064 $5,217 $5,373 $5,536 $5,706 $5,875 $6,058 $6,117 $6,178 $6,240 $6,304 $6,432 $6,494 $6,561 $6,626 $6,827 $7,034 $7,245 $7,462

71 $4,963 $5,112 $5,266 $5,427 $5,594 $5,763 $5,938 $6,117 $6,178 $6,240 $6,304 $6,365 $6,494 $6,561 $6,626 $6,692 $6,894 $7,103 $7,316 $7,539

72 $5,012 $5,164 $5,318 $5,481 $5,650 $5,822 $5,997 $6,178 $6,240 $6,304 $6,365 $6,432 $6,561 $6,626 $6,692 $6,759 $6,964 $7,173 $7,391 $7,614

73 $5,064 $5,217 $5,373 $5,536 $5,706 $5,875 $6,058 $6,240 $6,304 $6,365 $6,432 $6,494 $6,626 $6,692 $6,759 $6,827 $7,034 $7,245 $7,462 $7,690

74 $5,112 $5,266 $5,427 $5,594 $5,763 $5,938 $6,117 $6,304 $6,365 $6,432 $6,494 $6,561 $6,692 $6,759 $6,827 $6,894 $7,103 $7,316 $7,539 $7,767

75 $5,164 $5,318 $5,481 $5,650 $5,822 $5,997 $6,178 $6,365 $6,432 $6,494 $6,561 $6,626 $6,759 $6,827 $6,894 $6,964 $7,173 $7,391 $7,614 $7,846

76 $5,217 $5,373 $5,536 $5,706 $5,875 $6,058 $6,240 $6,432 $6,494 $6,561 $6,626 $6,692 $6,827 $6,894 $6,964 $7,034 $7,245 $7,462 $7,690 $7,923

77 $5,266 $5,427 $5,594 $5,763 $5,938 $6,117 $6,304 $6,494 $6,561 $6,626 $6,692 $6,759 $6,894 $6,964 $7,034 $7,103 $7,316 $7,539 $7,767 $8,003

78 $5,318 $5,481 $5,650 $5,822 $5,997 $6,178 $6,365 $6,561 $6,626 $6,692 $6,759 $6,827 $6,964 $7,034 $7,103 $7,173 $7,391 $7,614 $7,846 $8,080

79 $5,373 $5,536 $5,706 $5,875 $6,058 $6,240 $6,432 $6,626 $6,692 $6,759 $6,827 $6,894 $7,034 $7,103 $7,173 $7,245 $7,462 $7,690 $7,923 $8,163

80 $5,427 $5,594 $5,763 $5,938 $6,117 $6,304 $6,494 $6,692 $6,759 $6,827 $6,894 $6,964 $7,103 $7,173 $7,245 $7,316 $7,539 $7,767 $8,003 $8,244

81 $5,481 $5,650 $5,822 $5,997 $6,178 $6,365 $6,561 $6,759 $6,827 $6,894 $6,964 $7,034 $7,173 $7,245 $7,316 $7,391 $7,614 $7,846 $8,080 $8,328

82 $5,536 $5,706 $5,875 $6,058 $6,240 $6,432 $6,626 $6,827 $6,894 $6,964 $7,034 $7,103 $7,245 $7,316 $7,391 $7,462 $7,690 $7,923 $8,163 $8,411

83 $5,594 $5,763 $5,938 $6,117 $6,304 $6,494 $6,692 $6,894 $6,964 $7,034 $7,103 $7,173 $7,316 $7,391 $7,462 $7,539 $7,767 $8,003 $8,244 $8,495

84 $5,650 $5,822 $5,997 $6,178 $6,365 $6,561 $6,759 $6,964 $7,034 $7,103 $7,173 $7,245 $7,391 $7,462 $7,539 $7,614 $7,846 $8,080 $8,328 $8,580

85 $5,706 $5,875 $6,058 $6,240 $6,432 $6,626 $6,827 $7,034 $7,103 $7,173 $7,245 $7,316 $7,462 $7,539 $7,614 $7,690 $7,923 $8,163 $8,411 $8,666

86 $5,763 $5,938 $6,117 $6,304 $6,494 $6,692 $6,894 $7,103 $7,173 $7,245 $7,316 $7,391 $7,539 $7,614 $7,690 $7,767 $8,003 $8,244 $8,495 $8,754

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87 $5,822 $5,997 $6,178 $6,365 $6,561 $6,759 $6,964 $7,173 $7,245 $7,316 $7,391 $7,462 $7,614 $7,690 $7,767 $7,846 $8,080 $8,328 $8,580 $8,838

88 $5,875 $6,058 $6,240 $6,432 $6,626 $6,827 $7,034 $7,245 $7,316 $7,391 $7,462 $7,539 $7,690 $7,767 $7,846 $7,923 $8,163 $8,411 $8,666 $8,932

89 $5,938 $6,117 $6,304 $6,494 $6,692 $6,894 $7,103 $7,316 $7,391 $7,462 $7,539 $7,614 $7,767 $7,846 $7,923 $8,003 $8,244 $8,495 $8,754 $9,019

90 $5,997 $6,178 $6,365 $6,561 $6,759 $6,964 $7,173 $7,391 $7,462 $7,539 $7,614 $7,690 $7,846 $7,923 $8,003 $8,080 $8,328 $8,580 $8,838 $9,110

91 $6,058 $6,240 $6,432 $6,626 $6,827 $7,034 $7,245 $7,462 $7,539 $7,614 $7,690 $7,767 $7,923 $8,003 $8,080 $8,163 $8,411 $8,666 $8,932 $9,201

92 $6,117 $6,304 $6,494 $6,692 $6,894 $7,103 $7,316 $7,539 $7,614 $7,690 $7,767 $7,846 $8,003 $8,080 $8,163 $8,244 $8,495 $8,754 $9,019 $9,293

93 $6,178 $6,365 $6,561 $6,759 $6,964 $7,173 $7,391 $7,614 $7,690 $7,767 $7,846 $7,923 $8,080 $8,163 $8,244 $8,328 $8,580 $8,838 $9,110 $9,384

94 $6,240 $6,432 $6,626 $6,827 $7,034 $7,245 $7,462 $7,690 $7,767 $7,846 $7,923 $8,003 $8,163 $8,244 $8,328 $8,411 $8,666 $8,932 $9,201 $9,480

95 $6,304 $6,494 $6,692 $6,894 $7,103 $7,316 $7,539 $7,767 $7,846 $7,923 $8,003 $8,080 $8,244 $8,328 $8,411 $8,495 $8,754 $9,019 $9,293 $9,572

96 $6,365 $6,561 $6,759 $6,964 $7,173 $7,391 $7,614 $7,846 $7,923 $8,003 $8,080 $8,163 $8,328 $8,411 $8,495 $8,580 $8,838 $9,110 $9,384 $9,671

97 $6,432 $6,626 $6,827 $7,034 $7,245 $7,462 $7,690 $7,923 $8,003 $8,080 $8,163 $8,244 $8,411 $8,495 $8,580 $8,666 $8,932 $9,201 $9,480 $9,765

98 $6,494 $6,692 $6,894 $7,103 $7,316 $7,539 $7,767 $8,003 $8,080 $8,163 $8,244 $8,328 $8,495 $8,580 $8,666 $8,754 $9,019 $9,293 $9,572 $9,864

99 $6,561 $6,759 $6,964 $7,173 $7,391 $7,614 $7,846 $8,080 $8,163 $8,244 $8,328 $8,411 $8,580 $8,666 $8,754 $8,838 $9,110 $9,384 $9,671 $9,963

For the most current information regarding this payscale table,

please refer to the UW Compensation Plan on the web at:

www.washington.edu/admin/hr/ocpsp/compensation

APPENDIX VI – CONTRACTING OUT FORM

In the event contracting out work is deemed necessary by the University, this form must be completed by the Employer and

provided to WFSE per Article 47 of the collective bargaining agreement

. This notification form is not necessary if the work

scope falls within work included on the monthly or annual notification lists provided from UW Facilities to the Union.

Project Details

Project Title _____________________________________________ Location of Work * ________________________

Client Contact (Name) ___________________________________ Department ______________________________

UW Facilities Project or Work Order #* _____________________ Cost Estimate * _____________________________

Description & Scope of Work *

Describe the skilled work scope and what work is to be contracted out. Include specific trades involved and an

estimate of hours required to complete the work.

___________________________________________________________________________________________________

Desired Start Date * ______________________________ Desired End Date ____________________________

What part of work, if any, will be completed by UW Facilities skilled trades employees?

___________________________________________________________________________________________________

If this work is associated with a larger project, provide additional information about the project:

___________________________________________________________________________________________________

Reason(s) for Contracting Out the Work

Check all that apply *

☐ Emergency situation

☐ Availability of resources

☐ Specialty equipment or expertise needed

☐ Deadline requirement

☐ Other ____________________________________

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Additional Information why the work is being contracted out *

Provide additional information regarding the circumstances

and situation.

__________________________________________________________________________________

Vendor

Name of Contractor __________________________ Duration of Service Contract _____________________

Staff Involved in Discussion to Contract Out List bargaining unit members involved in the discussion.

Name _______________________________________ Shop/Trade _______________________________

Contracting Out Notice Submitted By

Name * _____________________________________ Title* ___________________________

Department * _________________________________________ Email * ____________________________

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138

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140

MEMORANDUM OF UNDERSTANDING

BETWEEN

THE UNIVERSITY OF WASHINGTON (UNIVERSITY)

AND

THE WASHINGTON FEDERATION OF STATE EMPLOYEES

MOU – LEAVE OF ABSENCE WFSE PRESIDENT

During negotiations for the 2023-2025 successor agreement, the parties reached

agreement on the following regarding a leave of absence for an employee/union

member elected to serve as an officer with the Union.

With as much notice as possible but no less than thirty (30) calendar days’ notice,

unless agreed otherwise, an employee accepting a position as a Union Officer will be

granted leave without pay for up to thirty-six (36) months. For the purpose and

application of this agreement, Union Officer means President or Vice President. For

example, AFSCME/WFSE Council 28 President.

As determined by the Employer, the returning employee will be employed in a funded

vacant position in the same job classification and the same geographical area provided

the employee has the necessary skills and abilities. If there is no funded vacant position

available, the employee may request their name be placed on the rehire list.

This agreement expires on June 30, 2025. However, if an employee is serving as either

the President or Vice President of AFSCME/WFSE Council 28 on the expiration date of

this agreement the terms and condition herein shall extend until the end of the thirty-six

(36) month leave of absence.

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142

MEMORANDUM OF UNDERSTANDING

BETWEEN

THE UNIVERSITY OF WASHINGTON (UNIVERSITY)

AND

THE WASHINGTON FEDERATION OF STATE EMPLOYEES

MOU – PUBLIC RECORDS REQUESTS AND PRIVACY

During negotiations for the 2023-2025 successor agreement, the parties reached

agreement on the following regarding Public Records Requests.

Labor Relations will notify the Union of public records requests for information received

by the UW Office of Public Records that directly concern and encompass WFSE’s

members. Notification will be provided in order to allow for a ten (10) day protest period.

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MEMORANDUM OF UNDERSTANDING

BETWEEN

THE UNIVERSITY OF WASHINGTON (UNIVERSITY)

AND

THE WASHINGTON FEDERATION OF STATE EMPLOYEES

MOU – SALARY OVERPAYMENT RECOVERY

During negotiations for the 2023-2025 successor agreement, the parties agreed to the

following regarding Salary Overpayment Recovery.

Salary Overpayment Recovery

A. When an Employer has determined that an employee has been overpaid

wages, the Employer may recoup the overpayment. The Employer will provide

written notice to the employee that will include the following items:

1. The amount of the overpayment,

2. The basis for the claim,

3. A demand for payment, and

4. The rights of the employee under the terms of this Agreement.

Employees may request a meeting with the Employer and an interpreter to have

the overpayment notification explained.

B. Method of Payback

1. The employee must choose one (1) of the following options for paying

back the overpayment:

a. Voluntary wage deduction,

b. Cash, or

c. Check (separated employee).

d. Vacation (if under 240 hours only) or Compensatory time

balances

2. The employee may propose a payment schedule to repay the

overpayment to the Employer. If the employee’s proposal is accepted by

the Employer, the deductions shall continue until the overpayment is fully

recouped. Nothing in the section prevents the Employer and employee

from agreeing to a different overpayment amount than specified in the

overpayment notice or to a method other than a deduction from wages for

repayment of the overpayment amount.

3. If the employee fails to choose one (1) of the four (4) options described

above, within twenty (20) days of written notice of overpayment, the

Employer will deduct the overpayment owed from the employee’s wages

or the amount due may be placed with a collection agency. This

overpayment recovery will not be more than five percent (5%) of the

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employee’s disposable earnings in a pay period. Disposable earnings will

be calculated in accordance with the Attorney General of Washington’s

guidelines for Wage Assignments.

4. Any overpayment amount still outstanding at separation of employment

will be deducted from their final pay.

C. Neither A nor B above are required for employee reported overpayments

and/or employee corrected time including leave submittal corrections. All

employee initiated overpayment corrections may be collected from the next

available pay check.

D. Appeal Rights: Any dispute concerning the occurrence or amount of the

overpayment will be resolved through the grievance procedure in Article 6 of this

Agreement. The Employer will suspend attempts to collect an alleged

overpayment until the grievance process has concluded.

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MEMORANDUM OF UNDERSTANDING

BETWEEN

THE UNIVERSITY OF WASHINGTON (UNIVERSITY)

AND

THE WASHINGTON FEDERATION OF STATE EMPLOYEES

MOU – SCHOLARSHIP FUND FOR MEDICAL CENTER EMPLOYEES

During negotiations for the 2023-2025 successor agreement, the parties reached

agreement on the following regarding Scholarship Funds for SEIU 925- and WFSE-

represented employees at Harborview Medical Center (HMC) and UW Medical Center

(UWMC) for academic year 2023 and 2024, only:

In recognition of the commitment of HMC and UWMC to the delivery of excellent patient

care as well as the enhancement of employees’ professional skills, the Employer will

provide annually a pool of up to a total of $150,000 (maximum $5,000.00 per employee)

for SEIU 925- and WFSE-represented employees at Harborview Medical Center (HMC)

and UW Medical Center (UWMC) to obtain a degree or certification required for

employment in a healthcare field within the hospital where the employee works.

The parties agree to form two Committees, one at HMC and UWMC, and split the

funding equitably with $75,000 allocated to each medical center. Each Committee will

be comprised of at least one management representative, one member from WFSE and

one member from SEIU at HMC and one member from WFSE and one member from

SEIU at UWMC. The Committee will be established to research the availability of funds

and to recommend the policies and guidelines regarding fund disbursement to the

Administration.

In accordance with the above, the Committee will be in charge of administering

scholarships. To be eligible, the employee must have a minimum of one (1) year at

HMC/UWMC prior to submission of scholarship application. After completion of the

program, there is an expected three (3) year commitment to HMC/UWMC. If the

employee voluntarily terminates employment prior to the end of the three (3) year

commitment, the pro-rated amount of the scholarship must be repaid to HMC/UWMC

and may be deducted from the employee’s pay.

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SIDE LETTER A – CITY OF SEATTLE MINIMUM WAGE

July 1, 2023

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. Steps falling below the new minimum wage will be inactivated and

employees will be moved, if needed, to the new minimum step of the range. If an

across-the-board increase brings steps back above the current Seattle minimum wage,

those steps will be reactivated and available for use. Whenever steps are reactivated,

no employees will be moved to lower steps.

This side letter expires on June 30, 2025.

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148

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SIDE LETTER D – PUBLIC TRANSPORTATION DELAYS

July 1, 20213

Employees who arrive late to work due to rarely occurring unforeseen or unavoidable

delays in public transportation (for example- an accident or a bus break down) will not

be subject to corrective action. The Employer may require employees to provide proof

or documentation of the unforeseen or unavoidable incident. Employees may use

accumulated compensatory time, vacation leave, or leave without pay. Compensatory

time must be used before vacation leave. If the employee has exhausted both

compensatory time and vacation leave, leave without pay will be used.

The Employer may adjust the employees schedule to make up for the missed time. No

overtime will be accrued for the adjustment of the employee’s schedule unless the

employee ends up working more than the total number of hours the employee was

originally scheduled to work.

This side letter will expire on June 30, 2025.

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151

SIDE LETTER F – TRACKING DISCRIMINATION AND BIAS

July 1, 2023

During negotiations for the 2023-2025 successor agreement, recognizing the

University’s long stated goals of diversity and inclusion, the parties agree to the

following:

1. Annually the Employer will email all bargaining unit employees information

regarding the availability and purpose of the University’s bias incident reporting

tool as an avenue to report incidents of suspected bias.

2. On an annual basis, the following groups will prepare an assessment report

which will at a minimum include information quantifying reports of discrimination,

harassment, and retaliation. An electronic copy of each report will be made

available to the Union.

i. UCIRO

ii. Safe Campus

iii. Title IX Investigation Office

iv. UW Human Resources Campus Operations Investigations

v. UW Medical Centers Human Resources Operations Investigations

3. This side letter will expire on June 30, 2025.

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MOVED INTO ARTICLE 33

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SIGNATORIES

The parties, by their signatures below, accept and agree to the terms and conditions of

this collective bargaining agreement.

Executed this _____ day of _____________

Washington Federation of State Employees:

University of Washington:

Kurt Spiegel

Mindy Kornberg

Interim Executive Director

Vice President for Human

Resources

Thomas Wray

Labor Advocate

Banks Evans

Assistant Vice President for

Labor Relations

Approved as to form:

Brian Edwards

Assistant Attorney General

Local 3488 President

State of Washington

Paula Lukaszek

Local 1495 President

Alec Morrison

Ken Clark

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Daniel Peltier

Erik Hellen

Ian Hull

Charles Howell

Neil Allen Vernon

Rachel Pryor

Tashia Hankerson

Steve Kryszko