Washington State Nurses Association (WSNA), Study notes of Nursing

Download Washington State Nurses Association (WSNA) and more Study notes Nursing in PDF only on Docsity! University of Washington – Washington State Nurses Association (WSNA) 07/21/21 – 06/30/23 Collective Bargaining Agreement Summary This summary is provided by the Employer in accordance with RCW 43.88.583. Please note that this is a summary only, and is not intended to be a substitute for reviewing the complete contract. This summary was drafted upon ratification, so please consult the main PDF contract on the LR website for the most up to date contract version. Information Requested Responsive Information The term of the agreement July 1, 2021 – June 30, 2023 The bargaining units covered by the agreement by state agency UW Medical Center – Northwest Registered Nurses Base compensation Article 8 – Compensation Appendix E – Pay Table Provisions for and rate of overtime pay Article 7.5 – Overtime Provisions for and rate of compensatory time N/A Provisions for and rate of any other compensation including, but not limited to, shift premium pay, on-call pay, stand-by pay, assignment pay, special pay, or employer- provided housing or meals Article 9 – Other Compensation MOU – Voluntary Float Between Montlake and NW Campuses Provisions for and rate of pay for each paid leave provision Article 9 – Other Compensation Article 10 – Holiday and Vacation Time Off Article 11 – Sick Leave Article 13 – Leaves of Absence Article 14 – Family Medical Leave Act and Parental Leave Article 16 – Staff Development Information Requested Responsive Information Provisions for and rate of pay for any cash out provisions for compensatory time or paid leave Article 10.1 – Holiday Credit Cash Out Article 10.5 – Vacation Time Off Cash Payment Article 11.5 – Sick Time Off Cash Out Temporary layoff provision N/A Any impasse procedure subject to bargaining N/A Health care benefits provisions expressed as a percentage of cost or as a dollar amount, or in the case of contributions to a third-party benefit fund, the hourly contribution rate to the fund Article 12 – Medical and Insurance Benefits Any retirement benefit subject to bargaining, or in the case of contributions to a third-party benefit fund, the hourly contribution rate to the fund N/A For compensation or fringe benefits with an anticipated cost of fifty thousand dollars or more, a brief description of each component and its cost that comprises the amount funded by the legislature to implement in accordance with RCW 41.80.010(3) N/A This collective bargaining agreement was not submitted to the legislature for funding. Number of bargaining unit members covered by the agreement (as of ratification) Approximately 598 Content of any agency-specific supplemental agreements affecting (a) through (m) of this subsection N/A Any contract provisions that allow the contract to be reopened during the contract term N/A 5.5 Parking. ......................................................................................................................................... 8 5.6 Floating. ......................................................................................................................................... 8 5.7 Evaluations. ................................................................................................................................... 8 5.8 Communication. ............................................................................................................................ 8 5.9 Nurse Staffing................................................................................................................................ 9 5.10 Staffing Concerns. ......................................................................................................................... 9 5.11 Health and Safety .......................................................................................................................... 9 5.11.1 Healthy and Safe Workplace. ................................................................................................ 9 5.11.2 Safety Committee. ................................................................................................................. 9 5.11.3 Workplace Violence. ............................................................................................................. 9 5.11.4 Workplace Violence Prevention. ......................................................................................... 10 5.12 Travel Pay. .................................................................................................................................. 10 ARTICLE 6 – SENIORITY ........................................................................................................................... 10 6.1 Seniority. ..................................................................................................................................... 10 6.2 Clinical Cluster. ........................................................................................................................... 10 6.3 Layoff Definition. ......................................................................................................................... 10 6.4 Definition of Qualified .................................................................................................................. 10 6.4.1 For Displacing A Less Senior Nurse. ...................................................................................... 10 6.5 Prior to Layoff. ............................................................................................................................. 11 6.6 Layoff Notification. ....................................................................................................................... 11 6.7 Vacant Positions Within the Clinical Cluster. .............................................................................. 11 6.8 Displacing a Least Senior Nurse. ................................................................................................ 11 6.9 Rehire List. .................................................................................................................................. 12 6.9.1 Prior to Referral from Rehire List. ........................................................................................... 12 6.9.2 Referral from the Rehire List. .................................................................................................. 12 6.9.3 Responding to Referral from Rehire List. ................................................................................ 12 6.9.4 Re-employment Trial Service Period. ..................................................................................... 12 6.9.5 Removal from the Rehire List. ................................................................................................. 13 6.9.6 Re-employment from the Rehire List. ..................................................................................... 13 6.9.7 Rights While on Rehire List. .................................................................................................... 13 6.9.8 Rehire List Nurses and Reserve Work. ................................................................................... 13 6.10 Vacation – Laid off Nurses. ......................................................................................................... 13 6.11 Vacant Positions Outside Clinical Cluster. .................................................................................. 13 6.12 Re-employed Nurses. ................................................................................................................. 14 6.13 Retention of Benefits While on the Rehire List. .......................................................................... 14 6.14 Low Census................................................................................................................................. 14 6.14.1 Additional Hours. ................................................................................................................. 14 6.14.2 Low Census Groups. ........................................................................................................... 14 6.14.3 Low Census Notification. ..................................................................................................... 15 DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 6.14.4 Low Census Report Pay. .................................................................................................... 15 6.15 Restructure/Rebid ...................................................................................................................... 15 6.15.1 Restructured Units............................................................................................................... 15 6.15.2 Nurse Rebid Process. ......................................................................................................... 15 6.15.3 Rebid & Absent Nurses. ...................................................................................................... 15 6.15.4 Restructure/Rebids & Seniority. .......................................................................................... 16 6.15.5 Restructure/Rebid & Schedule Changes. ........................................................................... 16 6.15.6 Restructure/Rebid & A Displaced Nurse. ............................................................................ 16 ARTICLE 7 - HOURS OF WORK AND OVERTIME ................................................................................... 16 7.1 Work Day. .................................................................................................................................... 16 7.2 Work Period................................................................................................................................. 16 7.3 Alternative Work Schedules. ....................................................................................................... 16 7.4 Work Schedules. ......................................................................................................................... 17 7.5 Overtime. ..................................................................................................................................... 17 7.5.1 Overtime Definition. ................................................................................................................. 17 7.6 Prohibition of Mandatory Overtime.............................................................................................. 18 7.7 Overtime Approval. ..................................................................................................................... 18 7.8 Meal/Rest Periods. ...................................................................................................................... 18 7.9 Weekends. .................................................................................................................................. 18 7.10 Rest Between Shifts. ................................................................................................................... 19 7.11 Shift Rotation. .............................................................................................................................. 19 7.11.1 Double Shifts. ...................................................................................................................... 20 ARTICLE 8 - COMPENSATION.................................................................................................................. 20 8.1 Progression Start Dates .............................................................................................................. 20 8.1.1 Per Diem Nurse: ...................................................................................................................... 20 8.2 Date of Implementation. .............................................................................................................. 20 8.3 Recognition for Past Experience. ................................................................................................ 20 8.4 Wage Increases .......................................................................................................................... 21 ARTICLE 9 - OTHER COMPENSATION .................................................................................................... 22 9.1 Shift Differential. .......................................................................................................................... 22 9.2 Low Census Standby Premium and Callback Pay When Called Back from Low Census. ........ 22 9.3 On Call Premium and Callback Pay. ........................................................................................... 22 9.4 Charge Nurse/Lead Nurse Pay. .................................................................................................. 22 9.5 Preceptor Pay.............................................................................................................................. 22 9.6 Weekend Premium Pay. ............................................................................................................. 22 9.7 Work in Advance of Shift. ............................................................................................................ 23 9.8 Work on Day Off. ......................................................................................................................... 23 9.8.1 Incentive Shifts. ....................................................................................................................... 23 9.9 Certification Pay. ......................................................................................................................... 23 DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 9.10 Float Pool Premium. .................................................................................................................... 23 9.11 Temporary Floating Premium...................................................................................................... 23 9.12 BSN/MSN Premium. ................................................................................................................... 23 ARTICLE 10 - HOLIDAY AND VACATION TIME OFF ............................................................................... 24 10.1 Holidays. ...................................................................................................................................... 24 10.1.1 Personal Holiday. ................................................................................................................ 25 10.2 Vacation Time Off. ...................................................................................................................... 26 10.3 Vacation Time Off—Use. ............................................................................................................ 26 10.4 Vacation Time Off - Accumulation-Excess. ................................................................................. 27 10.5 Vacation Time Off - Cash Payment............................................................................................. 27 10.6 Vacation Time Off Donation. ....................................................................................................... 28 ARTICLE 11 - SICK TIME OFF .................................................................................................................. 28 11.1 Sick Time Off — Accrual. ............................................................................................................ 28 11.2 Family Members. ......................................................................................................................... 28 11.3 Sick Time Off—Use. .................................................................................................................... 28 11.4 Bereavement Time Off. ............................................................................................................... 29 11.5 Sick Time Off Cash Out. ............................................................................................................. 29 11.6 Sick Time Off Donation. .............................................................................................................. 30 11.7 Advance Notification. .................................................................................................................. 30 11.8 Voluntary Employee Beneficiary Association (VEBA)................................................................. 30 11.9 Northwest Hospital Carryover. .................................................................................................... 30 ARTICLE 12 - MEDICAL AND INSURANCE BENEFITS ........................................................................... 31 12.1 State Benefits. ............................................................................................................................. 31 12.2 Health Care Premums. ................................................................................................................ 31 12.3 Medical Plans. ............................................................................................................................. 31 12.4 Medical Plan Expiration. .............................................................................................................. 31 12.5 Plan Information. ......................................................................................................................... 31 12.6 Life, Disability And Dental Plans. ................................................................................................ 31 12.7 Wellness. ..................................................................................................................................... 32 ARTICLE 13 - LEAVES OF ABSENCE ...................................................................................................... 32 13.1 In General. ................................................................................................................................... 32 13.2 Parental Leave. ........................................................................................................................... 32 13.3 Family and Medical Leave Act. ................................................................................................... 33 13.4 Military Spouse Leave. ................................................................................................................ 33 13.5 Military Leave With Pay. .............................................................................................................. 33 13.6 Military Leave Without Pay. ......................................................................................................... 33 13.7 Leave with Pay. ........................................................................................................................... 33 13.8 Return from Leave. ..................................................................................................................... 33 13.9 Civil Duty Time Off. ..................................................................................................................... 34 DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 MOU: VOLUNTARY FLOAT BETWEEN UWMC-NW AND MONTLAKE CAMPUSES ............................. 63 SIDE LETTER A – U-PASS ........................................................................................................................ 64 SIGNATORIES ............................................................................................................................................ 65 DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 1 PREAMBLE This Agreement is made and entered into by and between the University of Washington (hereinafter referred to as the “Employer”) and the Washington State Nurses Association (hereinafter referred to as the “Association”). The purpose of this Agreement is to set forth the understanding reached between the parties with respect to wages, hours of work and conditions of employment. ARTICLE 1 - RECOGNITION 1.1 Bargaining Unit. The Employer recognizes WSNA as the sole and exclusive bargaining representative for all full-time, part-time and represented per diem nurses employed as registered nurses by the Employer; excluding supervisory and administrative/management positions and all other employees. 1.2 New Positions. New registered nurse job classifications established during the term of this Agreement shall be covered by this Agreement unless they are bona fide supervisory or administrative/management positions. WSNA shall be notified of any new classifications established by the Employer. ARTICLE 2 - ASSOCIATION MEMBERSHIP/DUES DEDUCTION 2.1 Association Membership. The Employer agrees to remain neutral with respect to nurse’s decisions about union membership and payroll deduction. The Employer agrees to direct all communications from nurses regarding union membership or payroll deduction to WSNA or this agreement. 2.2 Dues Deduction. WSNA shall transmit to the Employer by the cut-off date, via a web based electronic reporting system, for each payroll period, the name and Employee ID number of nurses who have, since the previous payroll cut-off date, provided authorization for deduction of dues 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. During the term of this Agreement, the Employer shall deduct dues from the pay of each member of WSNA who voluntarily executes a wage assignment authorization form, and the authorization form will be honored in accordance with its terms. The amount deducted and a roster of all nurses using payroll deduction will be promptly transmitted to WSNA by check payable to its order. Upon issuance and transmission of a check to WSNA, the Employer’s responsibility shall cease with respect to such deductions. WSNA and each nurse authorizing the assignment of wages for the payment of WSNA dues 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 nurse. 2.3 Revocation. DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 2 The Employer will direct all questions about revocation to WSNA. A nurse may revoke their authorization for payroll deduction of payments to WSNA by written notice to the Employer and WSNA 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 WSNA that the terms of the nurse’s signed membership card regarding dues deduction revocation have been met. 2.4 Bargaining Unit Roster. Each pay period the Employer will provide the following four (4) reports electronically. 1. 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 fees Deduction amount other Deduction amount cope 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 DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 5 direct care of patients with increasing complexity as individual RN competency level increases. This status generally shall not exceed six (6) continuous months 4.2 Registered Nurse 2. A registered nurse who is responsible for the direct and indirect nursing care of the patient. 4.3 Charge Nurse/Lead Nurse. A nurse who on assignment by the Unit Manager is accountable on a shift basis to maintain organization on a unit such that nursing staff are able to provide patient care. All assigned hours in charge will be paid at the charge nurse/lead nurse premium rate. All nurses assigned as charge/lead or relief charge/lead nurse will receive orientation. In charge nurse/lead nurse assignments the Employer will consider the level of direct patient care along with other duties. 4.4 Preceptor. A preceptor is an experienced RN2 proficient in clinical teaching who is specifically responsible for planning, organizing and evaluating the new skill development of a senior practicum nurse or an employed nurse enrolled in a defined program, the parameters of which have been set forth in writing by the Employer. Inherent in the preceptor role is the responsibility for specific, criteria-based and goal directed education and training for a specific training period. Nursing management will determine the need for preceptor assignments. Each newly hired nurse, nurse transferring to a new unit, and a senior practicum nurse shall be assigned a preceptor. It is understood that RN2s in the ordinary course of their responsibilities will be expected to participate in the general orientation process of new nurses. This would include the providing of informational assistance, support and guidance to new nurses. 4.5 Full-Time Nurse. A nurse who works on a regularly scheduled basis at least forty (40) hours per week or eighty (80) hours in a fourteen (14) day period. 4.6 Part-Time Nurse. A nurse who has committed to regularly working and who is assigned a scheduled FTE of less than forty (40) hours per week (less than 1.0 FTE). Unless otherwise provided for herein, a part-time nurse shall be compensated in the same manner as a full-time nurse except that wages and benefits shall be reduced in proportion to the nurse’s actual hours of work. 4.7 Per Diem Nurse. A per diem nurse is a registered nurse whose employment by the Employer is not through an agency and who is not assigned a full-time equivalent (FTE) status because they are not regularly scheduled and works on an as-needed basis. The parties agree that all Reserve nurses employed by UWMC-NW as of the effective date of this agreement shall be included in the UWMC-NW bargaining unit and covered by the renewed UWMC-NW-WSNA collective bargaining agreement. For nurses hired after date of this Agreement date, the term Represented Per Diem Registered Nurse shall mean an hourly paid Registered Nurse doing WSNA bargaining unit work for at least three hundred fifty (350) hours in the previous twelve (12) month period. For purposes of counting the three hundred fifty hours, the twelve-month period will begin on the nurse's original date of hire. The next twelve-month period will repeat accordingly. For example: DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 6 The nurse's original date of hire is June 1, 2009. The twelve-month period would be June 1, 2009, through May 31, 2010. The next twelve-month period would be June 1, 2010, through May 31, 2011. This pattern will continue. Once the nurse works at least three hundred fifty (350) hours the nurse remains a Represented Per Diem Registered Nurse until the end of the first twelve-month period (as described in this section) in which the nurse does not work at least three hundred fifty (350) hours. A nurse who has not worked sufficient hours to remain a Represented Per Diem Nurse is excluded from the bargaining unit until the nurse again works at least three hundred fifty (350) hours in a consecutive twelve (12) month period from the original date of hire (as described in this section). 4.8 Probationary Period. A nurse who has been hired by the Employer on a full-time or part-time basis will attain permanent status in a job classification upon successful completion of a probationary or trial service period. Every part-time and full-time nurse who has been continuously employed by the Employer will serve a probationary period of six (6) consecutive months. Any paid or unpaid leave taken during the probationary period will extend the period for an amount of time equal to the leave on a day per day basis. After successfully completing the probationary period, the nurse shall attain regular status. During the probationary period, a nurse may be terminated without notice and without recourse to the grievance procedure. Probationary nurses shall not be required to give fourteen (14) days’ notice of intention to terminate. 4.9 Regular Rate of Pay. Unless otherwise required by the Fair Labor Standards Act, the regular rate of pay shall be defined to include the nurse’s hourly wage rate, all premiums, and differentials. 4.10 Certification Pay. Registered nurses will be eligible to receive a nursing certification premium as follows: 1. All bargaining unit RNs who obtain and maintain a current, nationally recognized renewable certification in a specialty that is representative of the patient population to which they are primarily assigned, based upon management approved Nursing Specialty Certification List, will be eligible. 2. A list of approved certification programs will be kept in Human Resources. 3. Annually, the Conference Committee will review the current list of certifications. 4. The Conference Committee may consider adding new certification programs by reviewing the program description, including purpose, scope, term, pre-requisites, re- certification and any other pertinent information. All new certifications are subject to Employer budget review and approval for funding. The Conference Committee will determine the practice areas in which the certification will apply. 5. The nurse must document certification achievement and re-certification to Human Resources. 6. Only one (1) certification premium rate can be credited per nurse, regardless of other certifications a nurse may have. DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 7 ARTICLE 5 - EMPLOYMENT PRACTICES 5.1 Equal Opportunity. The Employer and WSNA agree that conditions of employment shall be consistent with applicable state, federal, and municipal laws regarding nondiscrimination. 5.2 Notice of Resignation. Nurses shall be required to give at least fourteen (14) calendar days’ written notice of resignation presented in person to the nurse’s manager or designee. The Employer will give consideration to situations that would make such notice by the nurse impossible. The notice period may not include vacation, unless approved. Sick time off usage during the notice period may require proof of illness pursuant to section 11.3.4 of this Agreement. 5.3 Discipline and Discharge. No full-time or part-time nurse who has completed the probationary period shall be disciplined or discharged except for just cause. “Just cause” shall be defined to include the concept of progressive discipline (such as verbal and written reprimands and the possibility of suspension without pay). A copy of all written disciplinary actions shall be given to the nurse. Nurses shall not be required to sign the written disciplinary action except for the purpose of acknowledging receipt thereof. Progressive discipline shall not be applied when the nature of the offense requires immediate suspension or discharge. A nurse may request the attendance of an Association representative during any investigatory meeting which may lead to disciplinary action. Documentation of disciplinary action at the oral warning or written reprimand level of discipline will not be considered relevant to future discipline after two (2) years, provided there are no further similar occurrences in the intervening period. 5.3.1 Just Cause Per Diem: Except as provided below, Per Diem Nurses shall not be terminated except for just cause. Newly hired Per Diem nurses must work a cumulative one thousand eight hundred and seventy-two (1,872) non-overtime hours or more from their date of hire in continuous employment with the Employer in Per Diem job profiles. The parties agree to adhere to the grievance process as outlined in Article 17 of the WSNA UWMC-NW CBA. If a nurse is not meeting performance expectations, they will be given an action plan outlining the identified issues. The parties agree to start at Step Two for terminations. 5.3.2 Failure To Schedule: Notwithstanding the above, if a Per Diem nurse fails to provide dates to be scheduled as required by the applicable agreement, or to any lesser extent required by their unit, they shall be subject to a written warning If they thereafter fail to provide dates on a second occasion within a rolling year, their appointment may be ended. Appointments may also end due to a lack of work. 5.3.3 Meeting Request: A represented per diem nurse who is separated may, within twenty-one (21) days of the action, request a meeting with a representative of WSNA, human resources, and the manager of the department or designee to discuss the action. A meeting will be promptly scheduled. 5.4 Personnel File. DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 10 5.11.4 Workplace Violence Prevention. To promote a safe workplace, the Employer has established a Workplace Violence Prevention Committee which is tasked with the development, implementation and monitoring of the WPVP plan. The WPVP Committee monitors WPV trends and makes necessary recommendations such as training needs, WPV awareness and reporting mechanism/s. The employer agrees to allow one (1) RN selected by WSNA to participate in the Workplace Violence Prevention Committee. Such participation shall be on paid time. 5.12 Travel Pay. Any nurse required by the Employer to travel to a place of work other than their regular official duty station shall be reimbursed for travel costs if eligible, in accordance with the Administrative Policy Statement 70.2, www.washington.edu/admin/adminpro.. ARTICLE 6 – SENIORITY 6.1 Seniority. Seniority shall be defined as continuous length of service from date of hire as a registered nurse in the bargaining unit. Part-time and full-time nurses shall accrue seniority at the same rate. In the event two (2) nurses are hired on the same day, relative seniority will be determined by the date the nurse formally accepted the position. The Employer will maintain a record of the date and time each nurse accepts a bargaining unit position. Seniority shall not apply to a nurse until completion of the required probationary period. Upon satisfactory completion of the probationary period, the nurse shall be credited with seniority from most recent date of hire. This definition of seniority applies to the entire Collective Bargaining Agreement except as modified in Article 21 Posting, Transfer, Promotions, Reallocation, which temporarily limits use of a nurse’s full seniority when a nurse transfers into a new department. 6.2 Clinical Cluster. A clinical cluster is a grouping of units within a specialty area in which skills and abilities are similar in nature (see Appendix D). 6.3 Layoff Definition. Layoff shall be defined as a reduction in the number of non- probationary nurses and/or a reduction to the FTE of nurses covered by this agreement that is intended to be permanent or prolonged. 6.4 Definition of Qualified 6.4.1 For Displacing A Less Senior Nurse. A qualified nurse is defined as a nurse who possesses the minimum qualifications, based on established criteria, of the position held by the nurse to be displaced, and is capable of performing the work needed at the level of a satisfactory non-probationary nurse within three months of assuming the position. 6.4.2 For placement into a vacant position open to new graduate recruitment, a qualified nurse will be defined as a nurse who possesses the minimum qualifications and is capable of performing the work needed at the level of a DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 11 satisfactory non-probationary nurse following an orientation period equal to the average orientation period provided to new graduates hired into that position. Nurses agreeing to accept a vacant position open to new graduate recruitment may have to work a schedule that would have been required of the new graduate for up to a period of one year. 6.5 Prior to Layoff. Prior to implementing a layoff, the Employer, within the context of its determination as to the number of FTEs, shifts, and skill mix needed on the unit, will make a good faith effort to: a) Reduce overtime on the unit impacted; b) Reduce the use of agency and traveler nurses on the unit impacted; c) Reduce reliance on per diem nurses on the unit impacted; d) Utilize low census as appropriate due to a decrease in patient census or other business operations; e) Seek volunteers on the unit impacted who are willing to be reassigned or reduce their FTE but not go below .5 FTE; and f) Freeze external hiring into vacant positions within the clinical cluster until the process in section 6.7 is completed. 6.6 Layoff Notification. If there are insufficient volunteers the least senior nurse(s) on the unit impacted will be identified for layoff. The employer will notify the nurse in the position to be eliminated and WSNA at least thirty (30) calendar days in advance of the date of the projected layoff. During the notice period the Employer will do the following in the order below. 6.7 Vacant Positions Within the Clinical Cluster. a) Before making vacant positions within a clinical cluster available to nurses identified for layoff, the Employer will post those positions in accordance with the Job Posting language of the contract. The Employer will identify and list all vacant positions within the clinical cluster that are .5FTE or higher that are available for nurses identified for layoff. b) In order of seniority, most senior nurse first, nurses identified for layoff who are qualified to perform the work needed in the vacant position(s) will be offered the choice of filling one of the positions listed provided the nurse is qualified (see section 6.3.1). c) If there is a vacant position available for a nurse identified for layoff that is on the same shift the nurse must either take the vacant position, resign or go on the rehire list. d) A nurse who accepts a funded vacant position will have the option to resign within six (6) weeks after accepting the position to be placed on the rehire list. This employment option will count as one (1) of the two (2) offers of placement under section 6.8.5. e) If there is no vacant position available that is on the same shift for a nurse identified for layoff the Employer will move to Displacing a Less Senior Nurse (section 6.8). 6.8 Displacing a Least Senior Nurse. RN3s will have the option of displacing RN2s in accordance with this section. RN2s may only displace RN2s. DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 12 Nurses identified for layoff who have an opportunity to displace a less senior nurse will be given up to one week to choose between displacing the less senior nurse or being laid off and placed on the rehire list. a) The opportunity to replace the least senior nurse in the affected job class within the nurse’s unit; b) The opportunity to replace the least senior nurse in their clinical cluster (see Appendix D); c) When an RN 3 has more seniority according to section 6.1, the RN3 will have the opportunity to replace the least senior RN2, within the same unit. Nurses may request to be laid off and have the right to be placed on the rehire list(s) instead of accepting an employment option above. 6.9 Rehire List. The rehire list is defined as the list on which a nurse who is laid off is placed after it is determined that: a) There are no vacant positions available or there are no vacant positions available for which the nurse is qualified and option (c) below is not available; b) There is a vacant position(s) available and on the same shift as the position the nurse held for which the nurse is qualified but the nurse has chosen not to fill the position; c) Option (b) is not available and the nurse has chosen not to displace a less senior nurse in the clinical cluster. 6.9.1 Prior to Referral from Rehire List. Prior to offering reemployment to nurses on the rehire list, the Employer will post vacant positions according to the job posting provisions of this contract. Nurses on the rehire list may apply for posted vacant positions. Nurses laid off in accordance with this Article will be placed on a rehire list for twenty- four (24) months from the date of layoff. 6.9.2 Referral from the Rehire List. Nurses on the rehire list will be offered re- employment in reverse order of seniority when vacant positions remain unfilled after having been posted in accordance with the job posting provisions of this contract. A nurse on the rehire list will be offered reemployment to vacant positions prior to the Employer offering the positions to non-bargaining unit members when: a) The FTE of the vacant position is equal to or less than the nurse’s FTE status at the time of layoff; b) The nurse, in accordance with 6.3 above, is qualified to perform the work needed in the position; c) RN 2s will be eligible for rehire into RN 2 positions; RN 3s will be eligible for rehire into RN 3 and RN 2 positions. 6.9.3 Responding to Referral from Rehire List. A nurse offered reemployment from the rehire list shall be given up to one (1) week to determine if they want the position and, if accepted, up to an additional week to report to work. 6.9.4 Re-employment Trial Service Period. Nurses reemployed from the rehire list will serve a three (3) month rehire trial service period. During this period either DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 15 5. Surgical Services (including operating room, post-anesthesia care unit, pre-surgical admitting, pre-admit calling, Cardiac Procedure Unit and OSC); 6. Electrophysiology lab, Interventional Radiology, Cardiac Cath Lab,. 7. Primary Care Clinics – nurses low censused on a per clinic basis or temporarily reassigned to another area provided skills, competency, and ability are considered equal as determined by the employer. 8. Ambulatory Specialty Clinics - nurses low censused on a per clinic basis or temporarily reassigned to another area provided skills, competency, and ability are considered equal as determined by the employer. 6.14.3 Low Census Notification. As a general guide, the Employer will seek to provide notice to nurses called off for low census not less than one and one-half (11/2) hour prior to day-shift starting time and not less than two (2) hours prior to evening and night-shift starting time. 6.14.4 Low Census Report Pay. Nurses who report for work as scheduled (unless otherwise notified in advance) and who are released from duty by the Employer because of low census shall receive a minimum of four (4) hours’ work or four (4) hours’ pay at the regular rate of pay. Nurses who are sent home after this four (4) hours and subsequently that day are called and agree to work shall receive time and one-half (1½x) the regular rate of pay for all hours worked on the callback. 6.15 Restructure/Rebid A restructure/rebid is a redistribution of nursing positions when deemed necessary by the Hospital . When the Hospital proceeds with a restructure/rebid, the following procedures shall be followed: 6.15.1 Restructured Units. The Employer shall notify WSNA and nurses thirty (30) days prior to the effective date of any restructure/rebid process. WSNA may request a special meeting of the Conference Committee, preferably before the positions are posted, to discuss the proposed changes and evaluate any alternatives. Such meeting shall take place within two (2) weeks following notification. The employer shall determine the number of full-time and part-time positions by FTE, shift and schedule line required for the new or restructured unit. A listing of these positions on the new/restructured unit shall be posted on the unit(s) for 10 days. The employer will also post a department seniority list. 6.15.2 Nurse Rebid Process. To be considered in the rebid process, a nurse within a restructured unit must submit a bid during the job posting period to their Director/Manager on a form developed by the Employer. The Employer may modify the form as it deems necessary to fit the rebid situation. Such form shall include the newly created positions with shift schedule lines, shift and FTE. The form shall also include a method for the nurse to rank the positions in order of preference. 6.15.3 Rebid & Absent Nurses. The Director/Manager shall attempt to inform any nurse in a restuctured unit who during the entire time allocated for the bidding process is on vacation, absent for an extended illness, or is on a leave of DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 16 absence about the rebid process by telephone and email. Notification shall occur at least ten (10) days prior to the posting period. At that time, the nurse shall receive the bid form and options via email or phone call, or by other mutually agreed to method. Rebids from these nurses must be submitted in writing via email or hand delivery prior to the conclusion of the ten (10)-day posting period. If a nurse fails to submit a bid sheet, management shall place the nurse into a position in order of seniority after all nurses who submitted a bid sheet are placed. 6.15.4 Restructure/Rebids & Seniority. Seniority within the department, per Article 21 Posting, Transfer, Promotion, Reallocation, shall be the determining factor in making reallocation assignments. 6.15.5 Restructure/Rebid & Schedule Changes. At the conclusion of the bidding period and within seven (7) calendar days, the hospital shall assign the FTE, shift and schedule line by seniority, consistent with this Article. The hospital shall notify the nurse in writing of the results. Once the nurses are notified, there shall be at least a sixteen (16) day waiting period prior to implementation of the new schedule. The hospital shall provide WSNA with copies of the rebid forms and results of the rebid within five (5) business days of notifying the nurses. 6.15.6 Restructure/Rebid & A Displaced Nurse. A displaced nurse who does not receive an acceptable position, chooses not to submit a bid or experiences a reduction in FTE, will have the option being laid off pursuant to Section 6, Layoff. ARTICLE 7 - HOURS OF WORK AND OVERTIME 7.1 Work Day. The normal work day shall consist of eight (8) hours work to be completed within eight and one-half (8-1/2) consecutive hours, ten (10) hours work to be completed within ten and one-half (10-1/2) consecutive hours, or twelve (12) hours work to be completed within twelve and one-half (12-1/2) consecutive hours. For ten (10) hour shifts, refer to Appendix B. For twelve (12) hour shifts, refer to Appendix C. 7.2 Work Period. The normal work period shall consist of forty (40) hours of work within a seven (7) day period or eighty (80) hours of work within a fourteen (14) day period. 7.3 Alternative Work Schedules. The Employer may post ten (10) hour positions and twelve (12) hour positions. The Employer may not require any nurse in an eight (8) hour position to work a ten (10) hour or twelve (12) hour position. When mutually agreeable to the supervisor, the nurse concerned and WSNA, the work schedule may consist of shifts other than eight (8), ten (10) or twelve (12) hours. Alternative work schedules may be established by agreement between an individual nurse or a group of nurses and their nurse manager within their unit. To the extent any of the terms and conditions of the alternative schedule would violate any of the provisions of this Agreement, the Employer will negotiate such schedules with WSNA prior to implementing the schedules. For ten (10) hour shifts, refer to Appendix B. For twelve (12) hour shifts, refer to Appendix C. DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 17 Alternative schedules shall be in writing, identifying in detail the schedule to be worked. A copy of the schedule will be sent to the Local Unit Chairperson within fifteen (15) days of its implementation. Once the schedule is implemented, the Employer will not discontinue it with less than six (6) weeks’ notice to the affected nurses, including one (1) complete schedule posting period. In the event a majority of the nurses involved in the alternative schedule desire to discontinue the schedule they will give their nurse manager written notice of their desire signed by each of the nurses desiring the change. On presentation of this request the nurse manager will discontinue the schedule after one (1) complete monthly work schedule under the alternative schedule has been worked after the notice. 7.4 Work Schedules. It is recognized and understood that deviations from normal hours of work may occur from time to time, resulting from several causes, such as but not limited to vacations, leave of absence, weekend and holiday duty, absenteeism, employee requests, temporary shortage of personnel, low census and emergencies. The Employer retains the right to adjust work schedules to maintain an efficient and orderly operation. Monthly work schedules shall be posted sixteen (16) days prior to the beginning of the scheduled work period. Except for emergency conditions involving patient care, and low census conditions, individual scheduled hours of work set forth on the posted work schedules may be changed only by mutual consent. 7.4.1 Nurses are encouraged to work together to create a schedule. Professionalism, flexibility and team work are key to a successful scheduling program. The goal is for nurses to work together to create a mutually acceptable schedule that meets the scheduling parameters as defined by the Employer. Departments will maintain procedures that define responsibilities and timeframes for each step within the scheduling process, clarify procedures for scheduling requests (e.g. trades, use of benefit time, professional leave, weekend coverage) and how scheduling conflicts are resolved. The Employer retains ultimate responsibility for schedule approval. 7.5 Overtime. Overtime shall be compensated for at the rate of one and one-half (1½x) times the regular rate of pay for time worked beyond the nurse’s normal full-time work day or normal full-time work period. Double time (2x) the regular rate of pay shall be paid for all consecutive hours worked by the nurse beyond twelve (12) hours. For purposes of computing overtime, the nurse’s straight time hourly rate of pay shall include shift differential. Time paid for but not worked shall not count as time worked for purposes of computing overtime pay. Excluding emergency situations, the Employer as a matter of policy shall not reschedule a nurse for extra work because of time off with pay. 7.5.1 Overtime Definition. All time which is compensated for at the rate of time and one-half (1-½x) the rate of pay will be considered overtime whether or not such compensation is characterized as overtime or premium pay. Except for work on a holiday, only time worked at straight time will count toward calculation of daily or weekly overtime. 7.5.2 The Employer will not initiate requests for nurses to work their administrative time before or after their scheduled shift. DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 20 7.11.1 Double Shifts. Any nurse who works a double shift of at least sixteen (16) hours in combination, may request to have their next scheduled shift off, if that shift is within twenty-four (24) hours of the end of their double shift. If the nurse requests, they shall be entitled to draw on any accrued and unused annual leave to cover the hours of the shift they have requested off. If the nurse has opted for taking their shift off and patient demand cannot be covered by another nurse and, therefore, the nurse is required to work their shift, the nurse will receive payment at the overtime rate of time and one-half (1½x) for all hours worked on that shift. ARTICLE 8 - COMPENSATION 8.1 Progression Start Dates Annually the salary of nurses covered by the UWMC-NW bargaining units will be increased by one step on the nurse’s progression start date until the nurse has reached the top step of the appropriate salary range. For purposes of step increases, the progression start date will be determined as follows: a) The first of the current month for actions occurring between the first and the fifteenth of the month; or, b) The first of the following month for actions occurring between the sixteenth and the end of the month. When unpaid time off exceeds ten (10) working days in any calendar month or eighty (80) hours prorated for part-time employment, the progression start date will be extended by one (1) month. Unpaid time off for Worker’s Compensation, military service, or for the purpose of formal collective bargaining sessions, will not alter the progression start date. When a nurse returns from layoff status, the progression start date will be reestablished and extended by an amount of time equal to the period of layoff to give credit for time served in a salary step prior to layoff. When a progression start date coincides with a promotional date, the appointment to a new salary range, and/or a market adjustment, the step increase will be applied first. 8.1.1 Per Diem Nurse: Per diem nurses will receive a step increase after working one thousand eight hundred and seventy-two (1,872) regular hours since their progression start date. Progression start dates will be reset every time a reserve nurse receives a step increase. The new date will become the date they received the step increase. 8.2 Date of Implementation. Wage increases, longevity increments, and increases in other forms of compensation set forth in this Agreement shall become effective at the beginning of the first full payroll period on or after the calendar dates designated. 8.3 Recognition for Past Experience. DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 21 Full-time and part-time nurses hired during the term of this Agreement shall be compensated in accordance with the following plan: a) All nurses hired during the term of this Agreement shall be given full credit for continuous recent experience when placed on the wage scale. b) For purposes of this section, continuous recent experience as a registered nurse shall be defined as clinical nursing experience in an accredited hospital or skilled nursing facility (including temporary employment with an employer) without a break in nursing experience which would reduce the level of nursing skills in the opinion of the Employer. 8.4 Wage Increases Nurses covered by this Agreement shall be paid in accordance with the wage schedule as shown in Appendix E. The wage schedule in Appendix E reflects the following: Effective July 1, 2021, each classification represented by WSNA will continue to be assigned to the same Pay Table and Salary Range as it was assigned on June 30, 2021. Effective July 1, 2021, each nurse will continue to be assigned to the same Salary Range and Step that they were assigned on June 30, 2021 unless otherwise agreed. Nurses who are paid above the maximum for their range on June 30, 2021 will continue to be paid above the maximum range on July 1, 2021 unless otherwise agreed. A. Effective July 1, 2021, all step values of Table BZ, Range 02 will be increased by an additional one percent (1%). This increase will be based upon the salary schedule in effect on June 30, 2021. B. Effective July 1, 2022, all step values of Table BZ, Range 02 will be increased by an additional two percent (2%). This increase will be based upon the salary schedule in effect on June 30, 2022. C. Effective July 1, 2021, UWMC-Montlake Pay Table BJ, Range 02 will be increased by 5% for recruitment and retention purposes. Effective July 1, 2021, UWMC-NW Pay Table BZ, Range 02 will adopt the higher values of equivalent steps from Table BJ, Range 02. When the current step value at Table BZ is higher than the new step value at Table BJ, the current step value will be maintained. Top Step AE of Table BZ (with no comparison at Table BJ) will keep the one percent (1%) differential over Step AD. D. The RN 3 scale shall be amended to reflect eight percent (8%) above the RN2 scale at each step of the wage scale throughout the life of this Agreement. Charge Nurse will remain two dollars and fifty cents ($2.50) above each step on the RN2 scale and Float Nurse will remain five dollars ($5.00) above each step on the RN2 scale. E. Range increases on Table BZ will be calculated based off the full time monthly value and then converted to an hourly rate. DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 22 ARTICLE 9 - OTHER COMPENSATION 9.1 Shift Differential. Nurses assigned to work the second (3-11 p.m.) shift shall be paid a shift differential of two dollars and fifty cents ($2.50) per hour over the hourly contract rate of pay. Nurses assigned to work the third (11 p. m. – 7 a. m.) shift shall be paid a shift differential of four dollars and fifty cents ($4.50) per hour. Nurses shall be paid shift differential for those hours worked on a second or third shift if four (4) or more hours are worked on the designated shift. Nurses who are assigned to and who work the third shift and who continue working into the first (1st) shift shall continue to receive the third shift differential for all hours worked on the first (1st) shift. 9.2 Low Census Standby Premium and Callback Pay When Called Back from Low Census. Where there is a low census, under section 6.14, nurses may be put on standby during the hours they are scheduled to work and will be compensated at the rate of four dollars ($4.00) for each hour on standby. If the nurse is called in from standby, then the nurse will be guaranteed a minimum of three (3) hours’ pay at time and one-half (1 ½ X) the nurse’s regular rate of pay. The nurse will be paid at the nurse’s regular rate of pay for the remainder of the scheduled shift. In addition, the nurse shall receive standby pay for the entire shift. Nurses who agree to be on standby shall continue to be considered on low census and all such hours shall count toward seniority and benefit accrual. If in any unit, voluntary standby is not routinely accepted by nurses on that unit, the Employer may give WSNA thirty (30) days’ written notice to apply standby in that unit according to the low census order of Article 6.14. 9.3 On Call Premium and Callback Pay. Nurses assigned to be on call during the hours outside of the nurse’s regularly scheduled shift, shall be paid four dollars ($4.25) for each hour designated on call. RNs shall receive six dollars and twenty-five cents ($6.25) per hour for all standby hours of thirty-one (31) or more per pay period. If the nurse is called to work, they shall be guaranteed a minimum of three (3) hours’ pay at the rate of time and one-half (1½x) the nurse’s regular rate of pay in addition to on call pay. Nurses on call shall be provided with signal devices. Travel to and from the Hospital shall not be considered time worked. On call duty shall not count toward seniority and benefit accrual. This section shall not apply to nurses subject to low census. 9.4 Charge Nurse/Lead Nurse Pay. Nurses who are assigned as charge nurse/lead nurse with a regular schedule of at least .8 FTE will receive two dollars and fifty cents ($2.50) per hour additional pay. Nurses who are assigned relief charge or relief lead will receive a differential of two dollars and fifty cents ($2.50) per hour for hours actually worked. 9.5 Preceptor Pay. Any nurse assigned as a preceptor shall receive a premium of one dollar fifty cents ($1.50) per hour. 9.6 Weekend Premium Pay. Any nurse who works on a weekend shall receive four dollars ($4.00) per hour premium pay for each hour worked on the weekend in addition to the nurse’s regular rate of pay. DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 25 E. When the holiday falls on the part time nurse’s regularly scheduled work day and is not worked, the nurse will be paid the prorated to full time number of hours at the nurse’s regular rate of pay. F. When the holiday falls on the part time nurse’s regularly scheduled day off, the nurse will be paid the prorated to full time number of hours at the nurse’s regular rate of pay. Night Shift Nurses. The holiday for night shift nurses 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 nurse in the same manner as vacation time off. B. Holiday Credit Cash Out: All holiday credit must be used by June 30 of each year. The nurse’s holiday credit balance will be cashed out every June 30 or when the nurse leaves University employment for any reason. The nurse’s holiday credit balance may be cashed out when the nurse: 1. Transfers to a position in their department with different funding sources or, 2. Transfers to a position in another department. Nurses must be in pay status for at least four (4) hours of their last scheduled work day preceding the holiday in order to be paid for the holiday. 10.1.1 Personal Holiday. a) Each nurse may request one personal holiday each calendar year and the Manager must grant this day, provided: i. The nurse has been continuously employed by the Employer for more than four (4) months; ii. The nurse has made the request in accordance with the department scheduling guidelines; however, the nurse and the supervisor may agree upon an earlier date; and iii. The number of nurses selecting a particular day off does not prevent providing continued public service. b) Entitlement to the holiday will not lapse when denied under a.i. above. c) Full-time nurses shall receive eight (8) hours of regular holiday pay for the personal holiday. Any differences between the scheduled shift for the day and eight (8) hours may be adjusted by use of vacation time off, use or accumulation of compensatory time or holiday credit as appropriate, or unpaid time off. d) Part-time classified nurses shall be entitled to the number of paid hours on a personal holiday that are pro-rated to their FTE. DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 26 10.2 Vacation Time Off. The vacation accrual schedule for nurses in the bargaining unit shall be as follows: 1st year 12 days 2nd year 13 days 3rd year 14 days 4th year 15 days 5th year 16 days 6th year 17 days 7th year 18 days 8th year 19 days 9th year 20 days 10th year 21 days 11th year 22 days 12th - 19th year 23 days 20th - 24th year 24 days 25th year or more 25 days 10.3 Vacation Time Off—Use. 10.3.1 All requests for vacation time off must be approved by the Employer in advance of the effective date unless used for emergency childcare. 10.3.2 Vacation time off shall be scheduled by the Employer at a time most convenient to the work of the department, the determination of which shall rest with the employing official. As far as possible, time off will be scheduled in accordance with the wishes of the nurse in any amount up to the total of their accrued time off balance. 10.3.3 Paid vacation time off may not be used in advance of its accrual. Scheduling of vacations shall be the responsibility of supervision. When a vacation request is submitted eight (8) weeks or more in advance of schedule posting, that request shall be responded to within two (2) weeks of that request. Nurses shall not be required to secure their own coverage for any properly requested time off. Scheduled weekends during approved vacation periods shall not be rescheduled. However, schedules may be adjusted to meet unit needs. The department shall receive input from the local unit before making changes to established department policies on vacation time off. A signup sheet will be maintained for volunteers to cover vacation weekends. Such volunteers will be scheduled prior to requiring schedule adjustments and will be paid the appropriate weekend premium. 10.3.4 Peak Vacation Periods: Peak vacation periods for the purposes of RN scheduling are June 16 through September 15 and Thanksgiving through January 1. a. From June 16 through September 15, vacations will be a maximum of two (2) calendar weeks, unless the clinical area or unit has a limit that DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 27 exceeds two (2) calendar weeks or can accommodate more than two (2) calendar weeks. The two (2) calendar weeks may be taken consecutively if the RN requests two (2) consecutive weeks. b. From Thanksgiving through January 1, vacations will be a maximum of one (1) calendar week and may be inclusive of one major holiday unless the clinical area or unit has a limit that exceeds one (1) calendar week or can accommodate more than one (1) calendar week. c. Peak Period Vacation Scheduling: Peak period vacation requests will follow the schedule below unless the clinical area or unit has an existing procedure for vacation requests and responses: i. June 16 through September 15 requests must be submitted in writing by February 1 and will be approved or denied in writing by February 28. ii. Thanksgiving through January 1 vacation requests must be submitted in writing by July 1 and will be approved or denied in writing by July 31. The time frames for submission of requests contained in (a) and (b) above do not preclude nurses from submitting requests after the deadline; however, late requests will be considered after those that are timely submitted in accordance with the unit’s scheduling guidelines. In the event multiple requests for the same period cannot be granted and cannot be resolved among the nurses involved, unit needs or seniority as calculated for transfer will be used as the determining factor. 10.4 Vacation Time Off - Accumulation-Excess. A RN may accumulate a vacation balance that normally shall not exceed two hundred forty (240) hours. A RN may elect to accrue in excess of two hundred forty (240) hours provided: 10.4.1 The excess accrued vacation time is used prior to the RN's anniversary date. 10.4.2 The nurse has requested and received written approval of a plan from their manager and Human Resources to use the excess accrued vacation. It is the RN’s responsibility to monitor and manage excess accrued vacation. If the approvals outlined above are not met, the RN will lose the accrued vacation in excess of two hundred forty (240) hours on their anniversary date. 10.4.3 If a RN’s request for vacation time off is denied by the Employer, the maximum of two hundred forty (240) hours accrual shall be extended for each month that the vacation time off is denied. 10.5 Vacation Time Off - Cash Payment. RNs who have completed six (6) continuous months of employment and who separate from service by resignation, layoff, dismissal, retirement or death are entitled to a lump sum cash payment for all unused vacation time off. Vacation time off payable under section 10.2, 10.3, and this section shall be computed at the RN’s regular rate of pay. No DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 30 a) In January of each year, and at no other time a nurse whose year-end sick time off balance exceeds four hundred and eighty (480) hours may choose to convert sick time off hours earned in the previous calendar year minus those used during the year to monetary compensation. i. No sick time off hours may be converted which would reduce the calendar year-end balance below four hundred and eighty (480) hours. ii. Monetary compensation for converted hours shall be paid at the rate of twenty-five percent (25%) and shall be based upon the nurse’s current salary. iii. All converted hours will be deducted from the nurse’s sick time off balance. b) Nurses who separate from state service due to retirement or death shall be compensated for their unused sick time off balance at the rate of twenty-five percent (25%). Compensation shall be based upon the nurse’s salary at the time of separation. For the purpose of this subsection, retirement shall not include “vested out-of-service” nurses who leave funds on deposit with the retirement system. 2. Compensation for unused sick time off shall not be used in computing the retirement allowance; therefore, no contributions are to be made to the retirement system for such payments, nor shall such payments be reported as compensation. 3. A nurse who separates from the classified service for any reason other than retirement or death shall not be paid for accrued sick time off. 11.6 Sick Time Off Donation. In accord with state law and Employer policy, RN’s may donate sick time off as shared leave to any nurse eligible to receive such donations under the Employer’s Shared Leave Programs under APS 45.10 and 45.9. 11.7 Advance Notification. All nurses working any shift shall notify the Employer at least two (2) hours in advance of the nurse’s scheduled shift if unable to report for duty as scheduled. 11.8 Voluntary Employee Beneficiary Association (VEBA). RNs who retire from the University of Washington may participate in the Employer’s VEBA program in accord with the terms and conditions of the program at the time of the RN’s retirement. Such terms and conditions may be found on the HR website at: https://hr.uw.edu/benefits/retirement-plans/nearing-retirement/veba-sick-leave-cash-out- at-retirement/ 11.9 Northwest Hospital Carryover. NWH Carryover cannot be cashed out at retirement, will not be considered in the Annual Attendance Incentive Program, does not transfer outside of any UWMC-NW/UWMC- Montlake WSNA covered positions and will not transfer if the nurse takes a job with another state agency. Nurses who have this leave will be encouraged to use it to cover absences when appropriate before using UW Sick Time Off. DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 31 11.10 UWMC-NW WSNA sick time off can be used for the illness, injury, and medical appointments of the individual nurse and their family member, and for other reasons as outlined in the current CBA. It can also be placed into a VEBA Health Reimbursement account at twenty-five percent (25%) of the cash value at retirement or paid at twenty- five percent (25%) of the cash value as part of the Annual Attendance Incentive Program (RCW 41.04.340) if certain conditions are met. NWH Carryover can be used when the nurse is sick or under various other circumstances. However, it cannot be cashed out at retirement or as part of an annual incentive program. ARTICLE 12 - MEDICAL AND INSURANCE BENEFITS 12.1 State Benefits. Nurses in the UWMC-NW Bargaining Unit will be included in the same Public Employees Benefit Board authorized state-employee benefits and the same wellness plans as nurses at UWMC-Montlake in analogous employee types. Nurses will no longer receive a premium or credit for waiving any elements of coverage. 12.2 Health Care Premums. For the 2021-2023 biennium, the Employer will contribute an amount equal to eighty-five percent (85%) of the total weighted average of the projected health care premium for each bargaining unit nurse eligible for insurance each month, as determined by the Public Employees Benefits Board. The projected health care premium is the weighted average across all plans, across all tiers. 12.3 Medical Plans. 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: a) In ways to support value-based benefits designs; and b) To comply with or manage the impacts of federal mandates. Value-based benefits designs will: a) Be designed to achieve higher quality, lower aggregate health care services cost (as opposed to plan costs); b) Use clinical evidence; and c) Be the decision of the PEB Board. 12.4 Medical Plan Expiration. Article 12.3 will expire June 30, 2023. 12.5 Plan Information. The PEBB Program shall provide information on the Employer Sponsored Insurance Premium Payment Program on its website and in an open enrollment publication annually. 12.6 Life, Disability And Dental Plans. DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 32 The Employer will pay the entire premium costs for each bargaining unit nurse 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 impacts of those changes within the scope of bargaining. 12.7 Wellness. 12.7.1 To support the statewide goal for a healthy and productive workforce, nurses are encouraged to participate in a Well-Being Assessment survey. Nurses will be granted work time and may use a state computer to complete the survey. 12.7.2 The Coalition of Unions agrees to partner with the Employer to educate their members on the wellness program and encourage participation. Eligible, enrolled 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. ARTICLE 13 - LEAVES OF ABSENCE 13.1 In General. All leaves of absence are to be requested from the Employer in writing as far in advance as possible, stating the reason for the leave and the amount of time requested. A written reply to grant or deny the request shall be given by the Employer within thirty (30) days. 13.2 Parental Leave. A parental leave of absence shall be granted upon request of the nurse for a period of up to six (6) months after the birth of a child to the nurse, spouse or domestic partner, or because of the placement of a child with the nurse or domestic partner through adoption or foster care, without loss of benefits accrued to the date such leave commences. Such leave shall be in addition to maternity leave granted for the temporary disability period resulting from pregnancy or childbirth. If the nurse’s absence from work for family reasons does not exceed twelve (12) weeks, the nurse shall return to work on the same unit, shift and former full-time or part-time status. Thereafter for the duration of the six (6) month leave, upon requesting return to work, the nurse shall be offered the first available opening for which the nurse is qualified. Leave may be taken in a single block or by mutual agreement on an intermittent or reduced schedule basis. During the period of disability, the nurse may use previously accrued sick time off, vacation time off, personal holiday, holiday credit, or compensatory time, the combination of which may be determined by the nurse. During the parental leave portion, the nurse may take previously accrued vacation time off, personal holiday, holiday credit, compensatory time and up to eight (18) weeks (720) hours of sick time off, a combination of which may be determined by the nurse. Nurses must use all applicable accrued time off prior to going on unpaid time off unless it runs concurrently with Washington Paid Family and Medical Leave (PFML). Prior to the nurse returning from a leave of absence, the Employer may require a statement from a licensed medical practitioner verifying the period of physical DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 35 3. Leave of absence without pay extends from the time a nurse’s leave commences until he/she is scheduled to return to continuous service, unless at the nurse’s request the employing official and the personnel officer agree to an earlier date. 4. Vacation time off and sick time credits will not accrue during a leave of absence without pay which exceeds ten (10) working days in any calendar month. 13.12 Bereavement Time Off. Three (3) days of bereavement leave shall be granted for each death of a family member as defined in section 11.2. Sick leave in addition to the three (3) days of bereavement leave may be used for the purpose of bereavement with the approval of the nurse manager. 13.13 Domestic Violence Leave. Eligible nurses shall be entitled to take leave for domestic violence, sexual assault or stalking that the nurse has experienced, or to assist a qualifying family member who has experienced domestic violence, sexual assault or stalking. Leave under this provision shall be administered in accordance with RCW 49.76. For purposes of this section, “family member” includes a nurse’s child, spouse, parent, parent-in-law, grandparent, domestic partner or a person who the nurse is dating. The RN must provide advance notice of the need for such leave, whenever possible and may be required to provide verification of need and familial relationship (e.g. a birth certificate, police report). A RN may elect to use any combination of their accrued time off or unpaid time off. The Employer shall maintain health insurance coverage for the duration of the leave. The Employer shall maintain the confidentiality of all information provided by the RN including the fact that the RN is a victim of domestic violence, sexual assault or stalking, and that the RN has requested leave. 13.14 Disability Leave. 13.14.1 Disability leave shall be granted for a reasonable period to a permanent nurse who is precluded from performing their job duties because of a disability (including those related to pregnancy or childbirth). Disability leave includes a serious health condition of the nurse as provided in the federal Family and Medical Leave Act of 1993. (FMLA) Leave for disability due to pregnancy or childbirth is in addition to twelve (12) weeks under the FMLA. 13.14.2 In any case in which the necessity for leave is foreseeable based on planned medical treatment, the nurse shall provide not less than thirty (30) days’ notice, except that if the treatment requires leave to begin in less than thirty (30) days, the nurse shall provide such notice as is practicable. 13.14.3 The disability and recovery period shall be as defined and certified by the nurse’s licensed health care provider. The nurse shall provide, in a timely manner, a copy of such certification to the employer. DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 36 13.14.4 Certification provided under this section shall be sufficient if it states: a) The date on which the condition commenced; b) The probable duration of the condition; c) The appropriate medical facts within the knowledge of the health care provider regarding the condition; d) A statement that the nurse is unable to perform the essential functions of their position. 13.14.5 The employer may require, at its expense that the nurse obtain the opinion of a second health care provider designated or approved by the employer. The health care provider shall not be employed on a regular basis by the employer. 13.14.6 In any case in which the second opinion differs from the original certification, the employer may require, at its expense that the nurse obtain the opinion of a third health care provider designated or approved jointly by the employer and the nurse. The opinion of the third health care provider shall be final and binding. 13.14.7 The employer may require that the nurse obtain subsequent re-certifications on a reasonable basis. 13.14.8 Disability leave may be a combination of sick time off, vacation time off, personal holiday, holiday credit, compensatory time, and unpaid time off and shall be granted at the written request of the nurse. The combination and use of paid and unpaid time off during a disability leave shall be per the choice of the nurse. 13.14.9 The Employer shall maintain health care coverage during disability leave granted here, in accordance with the requirements of the Public Employee’s Benefits Board (PEBB), FMLA, and PFML. As specified in the FMLA and PFML, the Employer may recover the premium for maintaining coverage during the period of unpaid disability leave if the nurse does not return to work. 13.14.10 If necessary due to continued disability, the nurse shall be allowed to use eight (8) hours of accrued paid time off per month for the duration of the leave to provide for continuation of benefits as provided by the PEBB. The employer shall designate on which day of each month the eight (8) hours paid time off will be used. 13.15 Workers Compensation Leave: Nurses 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 time loss compensation and accrued paid time off. The policy for the Employer’s “Return to Work Program” can be located at the following link: https://uwmc.uwmedicine.org/sites/PoliciesProcedures/apop/Pages/default.aspx 13.16 Leave Due to Family Care Emergencies. DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 37 1) Absence due to family care emergencies as defined shall be charged to one of the following: a) Compensatory time off; b) Vacation time off; c) Sick time off; d) Personal holiday; e) Unpaid time off. 2) Use of any of the above time off type is dependent upon the nurse's eligibility to use such time off. Accrued compensatory time shall be used before any other time off is used. 3) Use of vacation time off, sick time off, and unpaid time off for emergency family care is limited to six (6) days total per calendar year. 4) The nurse upon returning from such time off shall designate in writing to which time off type the absence will be charged. For the purpose of this section, advance approval or written advance notice of time off use shall not be required. There are two (2) types of family care emergencies: a. Child care emergency is defined as a situation causing a nurse’s inability to report for or continue scheduled work because of emergency child care requirements (“child” as identified in section 15.2), such as unexpected absence of regular care provider, unexpected closure of child’s school, or unexpected need to pick up child at school earlier than normal. b. An elder care emergency occurs when you are unable 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. 5) Accrued sick time off in excess of six (6) days may be used when the nurse’s child’s school or day care has been closed by a public official for any health-related reason. ARTICLE 14 – FAMILY MEDICAL LEAVE ACT AND PARENTAL LEAVE 14.1 Leave Procedure. All leaves as delineated in sections 13.1 through 13.16 above are to be requested from the Employer in writing as far in advance as possible, stating all pertinent details and the amount of time requested. A written reply to grant or deny the request shall be given by Human Resources within thirty (30) days except as otherwise provided in this Article. 14.2 Federal Family and Medical Leave Act. Benefits provided through state laws and this contract shall not be diminished or withheld in complying with the Family and Medical Leave Act of 1993. Consistent with the federal Family and Medical Leave Act of 1993, a nurse 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 work weeks of leave per year for any combination of the following: DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 40 registered nurses currently providing direct patient care (one half of the committee) and a minimum of five (5) hospital administrative staff (up to one-half (1/2) of the total membership). All units are encouraged to have representation. 15.3 Compensation. All time spent by nurses on Employer established committees (including ad hoc or subcommittees) where attendance is required, and all time spent by members of the Conference Committee, Workplace Violence Prevention Committee Nurse Staffing Committee, and Employee Safety Committee will be considered time worked and will be paid at the appropriate contract rate. Time which is spent by the nurse outside of the regular work day on non-contract, Employer established committees will be compensated time when authorized by Nursing Administration. ARTICLE 16 - STAFF DEVELOPMENT 16.1 Staff Development. The purpose of orientation is to provide an introduction to the philosophy, standards and systems of the Hospital and nursing department. Orientation also provides an opportunity for newly hired nurses to socialize into their role through development of working relationships with peers and other colleagues. Orientation will consist of a combination of classroom, clinical and self-directed learning experiences designed to assist the newly hired registered nurse to function independently in their role as bargaining unit nurses. Each unit has a unit specific skills list that is used in the orientation process 16.2 Continuing Education. A regular and ongoing continuing education program shall be maintained and made available to all shifts and to all personnel with programs posted in advance. The posting will state whether or not attendance is mandatory or voluntary. If the program is voluntary, time for continuing education shall be considered as release from shift, not time worked beyond a shift. If mandatory, and the nurse is not released, the time will be treated as time worked beyond a shift and paid accordingly. The purpose of continuing education shall be: 1. to promote the safe and intelligent care of the patient; 2. to develop staff potential; and 3. to create an environment that stimulates learning, creativity, and personal satisfaction. Topics to be offered will be determined by discussions between nurses and the education department. The objectives of continuing education shall be: to review the philosophy, objectives and functions of continuing education in light of needs of personnel, nursing department and nursing care; to provide ongoing education programs which will enhance patient care; to review current nursing care trends. Continuing education programs will be scheduled in an effort to accommodate varying work schedules. Nurses required by the Employer to attend continuing education during off -duty hours will be paid at the applicable rate of pay. The Employer will make a good faith effort to provide contact hours for continuing education/educational programs. 16.3 Job Related Study. DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 41 After one (1) year of continuous employment, permission may be granted for leave of absence without pay for job related study, without loss of accrued benefits, providing such leave does not jeopardize UWMC-NW service. 16.4 Approved Expenses. When the Employer requires the nurse to participate in an educational program (which shall exclude programs for maintaining licensure and specialty certification), the Employer will pay approved expenses that are directly related to the program. 16.5 Education Professional Leave. The Employer will grant forty (404) hours of educational professional leave within the fiscal year (currently July 1 – June 30) to nurses requesting such leave. Such leave may be used if staffing permits and shall be prorated for part-time nurses. For purposes of sections 16.5 and 16.6 only, .9 FTE and above shall be considered full time. For purposes of this Article, educational and professional leave shall be defined as a. short-term conferences or programs for educational, leadership and professional growth and development in nursing; b. enhancement and expansion of clinical skills for RN positions at UWMC-NW; c. meetings and committee activities of the nurses’ respective professional associations which are designed to develop and promote programs to improve the quality and availability of nursing service and health care; d. those in-service educational programs attended on a voluntary basis; and e. educational programs necessary to maintain licensure or certification. In accordance with the unit’s scheduling guidelines, requests for educational and professional leave shall be submitted and responded to in writing including the reason for any denial. Responses will be issued as soon as possible but no later than two weeks prior to the posting of the final schedule. Any prior year requests that were denied because of resource limitations will be taken into consideration in reviewing subsequent requests for educational/professional leave. Nurses may apply in advance for educational and professional leave granted for on-line or other self-study (CEARP approved educational offering). The nurse manager may approve either time off or straight time pay, exclusive of additional premiums. The number of hours shall not exceed the contact hours awarded by the accrediting body. 16.6 Education Support Funds. In support of the Employer’s commitment to continuing professional nursing education and development, the Employer will establish continuing education funds to assist permanent nurses with continuing education expenses including but not limited to certification fees, re-certification fees, books, magazines, seminars, tuition for college courses, audio or video cassette courses, and conference registration. Such assistance will be subject to Nurse Manager’s approval of the subject matter and the nurse’s successful completion of the coursework. 16.6.1 The Employer will provide two hundred and fifty dollars ($250.00) per bargaining unit nurse FTE at the beginning of each fiscal year. From the beginning of the fiscal year through the end of February of the following year, each nurse shall be guaranteed up to the two hundred and fifty dollars ($250.00) (pro-rated for part- DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 42 time nurses) to pay for continuing education expenses. Nurses who prior to the end of February, have a request approved for the use of guaranteed education support money after the end of February shall have that money set aside for such use and it will not be pooled as outlined below. 16.6.2 Effective March 1 the unspent portion of the two hundred and fifty dollars ($250.00) per bargaining unit FTE shall be pooled on a Employer-wide basis. From March 1 through the end of the fiscal year (June 30), the fund shall be allocated on an equitable basis. There shall be an annual maximum usage of five hundred dollars ($500.00) per nurse, pro-rated for part-time nurses (which includes that portion of the two hundred and fifty dollars ($250.00) per bargaining unit FTE used by the nurse). Nurses may request to be reimbursed for continuing education expenses incurred prior to March 1 which exceeded the nurses’ guaranteed allocation. If WSNA believes the appropriation of the pooled funds occurs in an unfair or unreasonable manner, it will be discussed in Conference Committee. 16.9 Education Funds Tracking. The Employer shall track, by Unit, the following: 1. The amount of educational funds requested; 2. The number of education leave hours requested; 3. The number of education leave hours granted; 4. The amount of educational funds granted; The Employer shall present the data from (1)–(4) above to the bargaining unit in Conference Committee on a semi-yearly basis. 16.10 Tuition Exemption Program. Nurses will be eligible to participate in the Employer’s tuition exemption program in accordance with applicable law. Information about the program will be available at the Employer’s Human Resources Office. ARTICLE 17 - GRIEVANCE PROCEDURE 17.1 Grievance Defined. A grievance is defined as an alleged breach of the terms and conditions of this Agreement. It is the desire of the parties to this Agreement that grievances be adjusted informally wherever possible and at the first level of supervision. 17.2 Time Limits. Time limits set forth in the following steps may only be extended by mutual written consent of the parties hereto. A time limit which ends on a Saturday, Sunday or a holiday designated in paragraph 10.1 hereof shall be deemed to end at 4:30 p.m. on the next following business day. Failure of a nurse to file a grievance on a timely basis or to timely advance a grievance in accordance with the time limits set forth below will constitute withdrawal of the grievance. Failure of the Employer to comply with the time limits set forth below shall result in the grievance being automatically elevated to the next step without any action necessary on the part of the nurse. DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 45 of Washington, and rules and regulations of governmental authority. Should any provision or provisions become unlawful by virtue of the above or by declaration of any court of competent jurisdiction, such action shall not invalidate the entire Agreement. Any provisions of this Agreement not declared invalid shall remain in full force and effect for the term of the Agreement. If any provision is held invalid, the Employer and Association shall enter into immediate negotiations for the purpose, and solely for the purpose, of arriving at a mutually satisfactory replacement for such provision. 20.2 Amendments. Any change or amendments to this Agreement shall be in writing and duly executed by the parties hereto. 20.3 Complete Understanding. Any and all agreements, written and verbal, previously entered into between the parties hereto are mutually cancelled and superseded by this Agreement. The parties acknowledge that during the negotiations which resulted in this Agreement all had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the understandings and agreements arrived at by the parties after the exercise of that right and opportunity are set forth in this Agreement. Therefore, the Employer and WSNA, for the term of this Agreement, each voluntarily and unqualifiedly waives the right, and each agrees that the other shall not be obligated to bargain collectively with respect to any subject or matter specifically discussed during negotiations or covered in this Agreement. The parties further agree, however, that this Agreement may be amended by the mutual consent of the parties in writing at any time during its term. 20.4 Successors. This Agreement shall be binding upon any successor Employer. The Employer shall have the affirmative duty to call this provision to the attention of any successor organization. 20.5 Frivolous Reporting. The Employer shall not report or cause a report to be made which involves an action by a registered nurse covered by this Agreement to the Board of Health, or Nursing Commission which is not reasonably required by law. 20.6 Past Practices. Any and all agreements, written and verbal, previously entered into by the parties hereto are in all things mutually cancelled and superseded by this Agreement. Certain benefits and practices presently exist which are not specified in this Agreement, and it is understood that their continuation for the term of this Agreement is not required or guaranteed. Unless specifically provided herein to the contrary, prior benefits and past practices shall not be binding on the Employer. ARTICLE 21 – POSTING, TRANSFER, PROMOTIONS, REALLOCATION Definitions. For the purpose of this Article the following definitions apply: Promotion – Movement to a position in a job class with a higher salary range. Transfer – Movement to a position in the same classification. DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 46 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 nurses who demote as part of corrective action. Bargaining Unit Seniority – Continuous length of service from the date of hire as a registered nurse in the bargaining unit. Use of seniority within a Department – Bargaining unit seniority may be exercised within a department as follows:.  Seniority, when used within a department, will be computed and exercised consistently within the RN2 and RN3 job classifications. Nurses who transfer to another department will be granted fifty percent (50%) of their bargaining unit seniority not to exceed the median number of years of employment on the unit.  Nurses who transfer units recoup one hundred percent (100%) of their pre-transfer bargaining unit seniority after eighteen (18) months on the new unit.  Bargaining unit nurses who accept management roles and then return to their former bargaining unit position recoup one hundred percent (100%) of their pre-management bargaining unit seniority. Nurse Managers moving to bargaining unit positions for the first time have no accumulated seniority. Bargaining unit nurses who move between RN2 and RN3 classifications retain one hundred percent (100%) of their bargaining unit seniority. 21.1 Posting. When a job opening occurs on a department, it will be posted in the department for seven days per agreed upon department procedures, e.g. e-mail, posting notebook, bulletin board. After seven (7) days, the position will be posted house-wide in addition to being posted externally. 21.2 Internal Department Transfer. Nurses who are regularly assigned to a specific department will be given preferential consideration for transfer to other shifts or positions in that department before other nurses except more senior nurses returning from layoff status to a previous department and shift. Department nurses shall request in writing to the Nurse Manager transfer to the vacant position. Applicants will be notified in writing of the status of their application in a timely manner. The Nurse Manager will consider the RN's request for the position. Appointments shall be made on the basis of the requirements of the position and the applicant’s qualifications. All other factors relevant to the position being equal, seniority will be the determinant in such decisions. 21.3 Transfer To Another Department. Requests for transfer to another department should be submitted in UWHIRES on-line. Transfer requests will be forwarded to the Nurse Manager for review prior to filling the vacant position through the transfer or promotional process. A good faith effort will be made to facilitate lateral transfers from one department to another. All other factors relevant to the position being equal, seniority will be the determinant in such decisions. 21.4 Promotions. DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 47 Applications for promotions should be submitted in UWHIRES on-line during the period of official posting. Promotional openings will be posted for a minimum of seven calendar days in the department, Nursing Personnel, the Nursing and Outpatient administrative office and the Personnel Department. 21.5 Reallocation. Upon reclassification 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. 21.6 Trial Service. Nurses who transfer, promote, or voluntarily demote within the bargaining unit shall serve a trial service period. Paid or unpaid time off taken during the six (6) month trial service period shall extend the length of the trial service period by the amount of paid or unpaid time off taken on a day-for-day basis. Either the Employer or the nurse may end the appointment by providing notice. A nurse serving a trial service period may voluntarily revert to their former permanent position within six (6) weeks of the appointment, provided that the position has not been filled by a bargaining unit nurse or an offer has not been made to an applicant. After six (6) weeks nurses may revert to their former position with Employer approval. In the event the former position has been filled with a permanent nurse, the nurse will be placed on the rehire list. 21.7 Temporary Assignment to a Higher Position. Whenever a nurse is temporarily assigned in writing by the Employer to regularly perform the principal duties of a higher-level position for a period of five (5) or more scheduled working days within the nurse's standard work period as specified in Article 7, Section 2, they shall be paid a temporary hourly increase (THI) 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 paid beginning with the first day and to include the days working such assignment. Such assignments must be by mutual agreement. ARTICLE 22 – REPRESENTED PER DIEM NURSES 22.1 Per Diem/Hourly Nurses. Per Diem/hourly nurses are temporary UWMC-NW nurses not covered under the provisions or the terms of this labor agreement. 22.2 Represented Per Diem Registered Nurses. Only the language in this article applies to the Represented Per Diem Registered Nurses at UWMC-NW and shall constitute the whole agreement between WSNA and the Employer regarding these nurses, with the exceptions noted within this article. A. Job Class: Registered Nurse Bargaining Unit: (21494) Registered Nurse 2 (NE H TEMP WSNA UWMC Northwest) (21640) Registered Nurse 3 (NE H TEMP WSNA UWMC Northwest) (21496) Charge Nurse (NE H TEMP WSNA UWMC Northwest) 22.3 Hiring Practices for Per Diem Nurses A. New per diem positions will be posted when business need exists. DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 50 A. Nurses planning to resign shall make a good faith effort to give at least thirty (30) calendar days’ notice of intention to terminate. All resignations shall be final unless the Employer agrees to rescind the resignation. B. A represented per diem nurse who is separated may, within twenty-one (21) days of the action, request a meeting with a representative of WSNA, human resources, and the manager of the department or designee to discuss the action. A meeting will be promptly scheduled. 22.9 Sick Time Off. A. Nurses will accrue one (1) hour of sick time off for every forty (40) hours worked (0.025 per hour). B. Sick time off accrues at the end of the month and is available for use the following month. C. Accrued sick time off may be used 1) in accordance with Article 11.2, 11.3, and 11.7; 2) for the suspension of operations when the nurse’s workplace has been closed by a public health official for any health related reason; and 3) when the nurse’s child’s school or day care has been closed by a public health official for any health related reason. D. Carryover and Separation: Nurses may only carryover a maximum of forty (40) hours of accrued sick time off each calendar year. Accrued sick time off is not paid at separation. E. Paid sick time off will not count as work hours for the purpose of calculating overtime. F. When calling in ill, the reserve nurse will follow the contract language. 22.10 Miscellaneous Leave. If eligible, the Employer will continue to provide Family Medical Leave, Domestic Violence Leave, Civil Duty Leave (unpaid release time), Leave Without Pay for Reason of Faith or Conscience, and Military Leave in accordance with Employer Policy, Article 13, and Article 14. 22.11 Expectations A. Unit per diem nurses are expected to be competent to care for all appropriate patient populations as defined by individual units B. Per diem nurses must complete mandatory competencies and testing in the required timeframe: 1. If per diem nurses fall out of compliance with competencies or testing requirements (e.g., TB testing, CPR, NRP), they will not be scheduled until the deficiency is corrected. C. Attendance at staff education days and mandatory staff meetings is required. Staff education days, required education and/or staff meetings count toward the required DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 51 minimum work availability shifts and towards the three hundred and fifty (350)-hour representation requirement. D. Per diem nurses may trade shifts per unit guidelines. 22.12 Other Provisions Applicable to Per Diems Recognition, Dues Deduction, Definitions (except Probationary Period), Rest periods/breaks, Wages, Employment Practices (except 5.7 Performance Evaluations and 5.6 Floating), Grievance Procedure (non-corrective action only), and Workers Compensation Leave. ARTICLE 23 - RELEASE TIME The Employer will make a good faith effort to release WSNA members to participate in negotiations when release time is requested in accordance with normal leave policies. a. If nurses are scheduled on the dayshift of the negotiations, they can request release for all or part of their shift. If hours spent bargaining are less than the scheduled hours, nurses may request to use benefit time, trade hours to meet FTE, or return to the unit after negotiations to fulfill the scheduled hours with management approval. b. If the nurse is scheduled on the night shift, the nurse may request release from the shift immediately before or immediately after negotiations. If hours spent bargaining are less than the scheduled hours, nurses may request to include use benefit time, trade hours to meet FTE, or return to the unit after negotiations to fulfill the scheduled hours with management approval. c. With management approval, nurses will be paid at their appropriate rate of pay for hours in bargaining over their designated FTE. d. The WSNA Nurse Representatives will request release for nurses at least seven (7) days in advance of the meeting date unless the meeting is scheduled sooner, in which case WSNA will notify the Employer as far in advance as possible. WSNA will supply the Employer with the names of the nurses who have participated in negotiations, along with the number of hours spent in negotiations and caucus. e. Unless agreed otherwise, the parties agree to begin bargaining within thirty (30) calendar days of receipt of the request to bargain. A valid request to bargain must include at least three (3) available dates and times to meet. f. Release time is contingent on approval by the nurse’s manager or designee. g. For demand to bargains during the administration of the collective bargaining agreement, no more than four (4) nurses will be paid per bargaining session. DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 52 ARTICLE 24 - DURATION 24.1 Term. This Agreement shall become effective July 1, 2021 and shall remain in full force and effect to and including June 30, 2023, unless changed by mutual consent. Should WSNA desire to change, modify or renew the Agreement upon the expiration date, written notice must be given to the Employer at least ninety (90) days prior to the expiration date. Upon receipt of such notice, negotiations shall commence. In the event negotiations do not result in a new Agreement on or before the expiration date, this Agreement shall terminate unless the parties mutually agree to extend the Contract. DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 55 APPENDIX C – TWELVE HOUR SHIFTS In accordance with Section 7.3 of the Agreement between the Employer and WSNA, nurses may, on an individual basis, agree to work a twelve (12) hour shift schedule. All existing contractual provisions shall apply unless otherwise provided for herein. Work Day. The twelve (12) hour shift schedule shall provide for a twelve (12) hour work day consisting of twelve and one-half (12-1/2) hours to include one (1) thirty (30) minute unpaid lunch period. Rest periods shall be permitted in accordance with state law, with fifteen (15) minutes in each four (4) hours of work. Work Period; Overtime Pay. The work period for overtime computation purposes shall be a seven (7) day period. Nurses working this twelve (12) hour shift schedule shall be paid overtime compensation at the rate of one and one-half times (1-1/2x) the regular rate of pay for the first two (2) hours after the end of the twelve (12) hour shift or for any hours worked beyond forty (40) hours in a seven (7) day period. All time worked beyond fourteen (14) consecutive hours worked shall be paid at the rate of double time (2x). Nurses who agree to a schedule of mixed eight (8) and twelve (12) hour shifts shall receive overtime compensation pursuant to Section 7.5 of this Agreement. Time Off Between Shifts. In scheduling work assignments, the Employer will provide each nurse with at least eleven (11) hours off duty between shifts, unless otherwise requested by the nurse, or pay the nurse one and one-half times (1-1/2x) the nurse’s regular rate for all time worked within this eleven (11) hour period. DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 56 APPENDIX D – CLINICIAL CLUSTERS PERTAINING TO ARTICLE 6 - SENIORITY Clinical Clusters are as follows: Cluster One. 5 Med Tele, 4 Med Surg, MSE, 2E, Vascular Access Team, Outpatient Infusion, SCN, CBC, Inpatient Float Pool, In-patient psych, PSA Cluster Two. SCU, ICU, ED, PACU (Main and OSC), CPU, ENDO, IR, STAT team, Critical Care float pool, Cath/EP Cluster Three. Operating Room, Outpatient Surgical Services Cluster Four. Primary Care Clinics: Internal Medicine at UW Medical Center – Northwest, Primary Care at Fremont , Primary Care at Lake Forest Park, Primary Care at Northwest Outpatient Medical Center, UW Neighborhood Clinics. Cluster Five: Medical/Surgical Specialty Clinics : Advanced Manual Therapy – Ballard, Breast Clinic at UW Medical Center – Northwest, Endocrinology Clinic at UW Medical Center – Northwest, Heart Institute at UW Medical Center – Northwest, Hepatology Clinic at UW Medical Center – Northwest, Hip & Knee Center at UW Medical Center – Northwest, Hand & Elbow Center at UW Medical Center – Northwest, Infectious Disease Clinic at UW Medical Center – Northwest, Kidney Stone Center at UW Medical Center – Northwest, Midwives Clinic at Northwest Outpatient Medical Center, Neurology Clinic at UW Medical Center – Northwest, Neurosurgery & Spine Clinic at UW Medical Center – Northwest, Otolaryngology Clinic at UW Medical Center – Northwest, Plastic and Aesthetic Surgery Clinic at UW Medical Center – Northwest, Pre-Anesthesia Medicine Consult Clinic, Respiratory Clinic at UW Medical Center – Northwest, Rheumatology & Arthritis Clinic at UW Medical Center – Northwest, Rheumatology & Arthritis Clinic at UW Medical Center - Northwest (Infusion), Sports Medicine Clinic at Ballard, Sports Medicine Clinic at Northwest Outpatient Medical Center, Surgical Services and Hernia Center at UW Medical Center – Northwest, Travel Medicine Clinic at UW Medical Center – Northwest, Urology Clinic at UW Medical Center – Northwest, Vascular Center at UW Medical Center-Northwest, Women's Cancer Care Clinic at UW Medical Center – Northwest, Women's Health at Ballard, Women's Health at Northwest Outpatient Medical Center, Women's Health at UW Medical Center – Northwest, Women's Health Clinic at Mill Creek, Anticoagulation Clinic at Northwest Outpatient Medical Center, Cardiac Rehabilitation at UW Medical Center - Northwest, Digestive Health Clinic at UW Medical Center – Northwest, Heart Institute at Mill Creek, Supportive Care Clinic at UW Medical Center – Northwest. The Employer shall negotiate with WSNA over the appropriate cluster designation of any Unit not listed above, including but not limited to newly created Units. DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 57 APPENDIX E – PAY TABLE University of Washington - Contract Classified WSNA UWMC NORTHWEST REGISTERED NURSES PAY Payscale Table BZ - Effective 7/1/2021 Range < - - - - Step - - - - > A B C D E F G H I J K L M N O P Q R S T U V W X Y Z AA AB AC AD AE 002 $34.30 $35.80 $37.32 $38.84 $40.38 $41.89 $43.44 $44.96 $46.48 $47.98 $49.55 $50.30 $51.04 $51.29 $51.55 $54.06 $54.60 $55.14 $55.68 $55.68 $57.28 $57.28 $58.13 $58.13 $59.29 $59.29 $60.47 $60.47 $61.68 $63.54 $64.17 $/mth $5,945 $6,206 $6,468 $6,732 $7,000 $7,261 $7,529 $7,793 $8,057 $8,317 $8,588 $8,718 $8,847 $8,891 $8,936 $9,370 $9,464 $9,558 $9,651 $9,651 $9,928 $9,928 $10,075 $10,075 $10,277 $10,277 $10,482 $10,482 $10,692 $11,013 $11,123 $/yr $71,340 $74,472 $77,616 $80,784 $84,000 $87,132 $90,348 $93,516 $96,684 $99,804 $103,056 $104,616 $106,164 $106,692 $107,232 $112,440 $113,568 $114,696 $115,812 $115,812 $119,136 $119,136 $120,900 $120,900 $123,324 $123,324 $125,784 $125,784 $128,304 $132,156 $133,476 003 $37.04 $38.67 $40.30 $41.95 $43.62 $45.24 $46.91 $48.55 $50.20 $51.82 $53.51 $54.32 $55.13 $55.40 $55.68 $58.38 $58.97 $59.56 $60.13 $60.13 $61.86 $61.86 $62.78 $62.78 $64.03 $64.03 $65.31 $65.31 $66.62 $68.62 $/mth $6,421 $6,702 $6,985 $7,271 $7,560 $7,842 $8,131 $8,416 $8,702 $8,982 $9,275 $9,415 $9,555 $9,602 $9,651 $10,120 $10,221 $10,323 $10,423 $10,423 $10,722 $10,722 $10,881 $10,881 $11,099 $11,099 $11,321 $11,321 $11,547 $11,894 $/yr $77,052 $80,424 $83,820 $87,252 $90,720 $94,104 $97,572 $100,992 $104,424 $107,784 $111,300 $112,980 $114,660 $115,224 $115,812 $121,440 $122,652 $123,876 $125,076 $125,076 $128,664 $128,664 $130,572 $130,572 $133,188 $133,188 $135,852 $135,852 $138,564 $142,728 004 $36.80 $38.30 $39.82 $41.34 $42.88 $44.39 $45.94 $47.46 $48.98 $50.48 $52.05 $52.80 $53.54 $53.79 $54.05 $56.56 $57.10 $57.64 $58.18 $58.18 $59.78 $59.78 $60.63 $60.63 $61.79 $61.79 $62.97 $62.97 $64.18 $66.04 $66.67 $/mth $6,379 $6,639 $6,902 $7,166 $7,433 $7,694 $7,963 $8,226 $8,490 $8,750 $9,022 $9,152 $9,280 $9,324 $9,369 $9,804 $9,897 $9,991 $10,085 $10,085 $10,362 $10,362 $10,509 $10,509 $10,710 $10,710 $10,915 $10,915 $11,125 $11,447 $11,556 $/yr $76,544 $79,664 $82,826 $85,987 $89,190 $92,331 $95,555 $98,717 $101,878 $104,998 $108,264 $109,824 $111,363 $111,883 $112,424 $117,645 $118,768 $119,891 $121,014 $121,014 $124,342 $124,342 $126,110 $126,110 $128,523 $128,523 $130,978 $130,978 $133,494 $137,363 $138,674 005 $39.30 $40.80 $42.32 $43.84 $45.38 $46.89 $48.44 $49.96 $51.48 $52.98 $54.55 $55.30 $56.04 $56.29 $56.55 $59.06 $59.60 $60.14 $60.68 $60.68 $62.28 $62.28 $63.13 $63.13 $64.29 $64.29 $65.47 $65.47 $66.68 $68.54 $69.17 $/mth $6,812 $7,072 $7,335 $7,599 $7,866 $8,128 $8,396 $8,660 $8,923 $9,183 $9,455 $9,585 $9,714 $9,757 $9,802 $10,237 $10,331 $10,424 $10,518 $10,518 $10,795 $10,795 $10,943 $10,943 $11,144 $11,144 $11,348 $11,348 $11,558 $11,880 $11,989 $/yr $81,744 $84,864 $88,026 $91,187 $94,390 $97,531 $100,755 $103,917 $107,078 $110,198 $113,464 $115,024 $116,563 $117,083 $117,624 $122,845 $123,968 $125,091 $126,214 $126,214 $129,542 $129,542 $131,310 $131,310 $133,723 $133,723 $136,178 $136,178 $138,694 $142,563 $143,874 DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 60 MEMORANDUM OF UNDERSTANDING BETWEEN THE UNIVERSITY OF WASHINGTON (UNIVERSITY) AND THE WASHINGTON STATE NURSES ASSOCIATION (UNION) MOU: OPEN SHIFTS Nurses will be notified of open shifts prior to the posting of work schedules. Part-time nurses will be given the opportunity to sign up for open shifts before per diem nurses are scheduled, provided the nurse has the requisite skills and abilities, and provided further that the nurse is available to work the full shift without incurring overtime. It is the goal of the Employer and WSNA for the Employer to implement a website-based process for the purposes of signing up for open shifts and for volunteering for low census. To this end, the Conference Committee will set as an agenda item for a Conference Committee subcommittee the issue of the timeframe for the implementation of a website-based process and the immediate implementation of an interim process. The Conference Committee subcommittee shall consist of representatives of WSNA and representatives of the Employer and shall meet within thirty (30) days of the date of ratification of the Agreement. DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 61 MEMORANDUM OF UNDERSTANDING BETWEEN THE UNIVERSITY OF WASHINGTON (UNIVERSITY) AND THE WASHINGTON STATE NURSES ASSOCIATION (UNION) MOU: SALARY OVERPAYMENT RECOVERY During negotiations for the 2021-2023 successor agreement, the parties agreed to the following regarding Salary Overpayment Recovery. Salary Overpayment Recovery A. When an Employer has determined that a nurse has been overpaid wages, the Employer may recoup the overpayment. The Employer will provide written notice to the nurse 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 nurse under the terms of this Agreement. Nurses may request a meeting with the Employer and an interpreter to have the overpayment notification explained. B. Method of Payback 1. The nurse must choose one (1) of the following options for paying back the overpayment: a. Voluntary wage deduction, b. Cash, or c. Check (separated nurse). d. Vacation (if under 240 hours only) or Compensatory time balances 2. The nurse may propose a payment schedule to repay the overpayment to the Employer. If the nurse’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 nurse 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 nurse fails to choose one (1) of the four (4) options described above, within thirty (30) days of written notice of overpayment, the Employer will deduct the overpayment owed from the nurse’s wages or the amount due may be placed with a collection agency for nurses who have separated from UW service. This overpayment recovery will not be more than five percent (5%) of the nurse’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. No interest will be charged for active UW nurses or separated nurses who enter into a repayment arrangement. DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 62 C. Neither A nor B above are required for nurse reported overpayments and/or nurse corrected time including leave submittal corrections. All nurse 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 thirty (30) days after the grievance process has concluded. DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 UWMC-Northwest – WSNA 2021 – 2023 Biennium 65 SIGNATORIES IN WITNESS WHEREOF, the parties hereto have executed this Agreement this: day of____________________, 2021. WASHINGTON STATE NURSES ASSOCIATION UNIVERSITY OF WASHINGTON Rob Lavitt, Mindy Kornberg WSNA Chief Spokesperson Vice President for Human Resources _______________________________ Sara Frey, JD, BSN, RN Kristi Aravena WSNA Nurse Representative Lead Negotiator Approved as to form: Brook Dodd, BSN, RN, PCCN Assistant Attorney General State of Washington Elizabeth Tassani, BSN, RN Heidi Glendenning, BSN, RN DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249 August27th UWMC-Northwest – WSNA 2021 – 2023 Biennium 66 Hugh McGowan, BSN, RN Josef Mansour, RN Kaitlyn McDow, BSN, RN, CCRN Rebekah Aguilar, MSN, RN, C-EFM Samuel Alemu, BSN, RN, CMSRN Thomas Booze BA, RN, AASN, MSRN Tiffany Guyette, BSN, RN-BC DocuSign Envelope ID: B05C3336-4BDC-4D5D-826C-47763C9A9249