Health & Safety Protocols for Educational Institutes
Establishing a safe environment for students is crucial in educational settings. As a Health & Safety officer, ensuring compliance with policies, conducting regular checks, and providing training are essential responsibilities. Topics covered include teacher induction, communications, paperwork planning, and creating a safe environment. It emphasizes the importance of having H&S policies, risk assessments, fire safety measures, and staff training. Regular checks on policy adherence, infrastructure maintenance, and emergency procedures are highlighted. Teacher induction programs, communication protocols, and general communications frameworks are also discussed.
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Presentation Transcript
2023-2025 CBAs UWMC - Montlake
2023-2025 CBAs In the fall of 2022, UWMC-Montlake negotiated the 2023-2025 Collective Bargaining Agreements with WSNA, SEIU 925, and WFSE. Labor Relations expects to bargain the 2025-2027 successor contracts in the Summer/Fall of 2024 (SEIU 925 and WFSE) and Spring of 2025 (WSNA).
WSNA UWMC-ML: 10.6 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, they shall be paid a temporary salary increase (TSI) of at least 5% over the present salary. Note: Nurses used to only receive TSI after 5 or more scheduled working days in the higher level position. Now, they receive it immediately.
WSNA UWMC-ML: 10.7 Preceptor Pay > Precepting pay can now be earned for precepting travelers and senior student fulfilling their practicum. (In addition to precepting new employees.)
WSNA UWMC-ML: Emergency Department Standby Language requiring mandatory RN standby in the Emergency Department was stricken.
WSNA UWMC-ML 10.8 Float Pay Float Pay for RNs in the Resource Team/Float Pool was increased from $4 to $5/hour, which now matches UWMC-NW.
SEIU 925: 2.5 Non-Discrimination The University will provide training for faculty and staff with the purpose of eliminating structural racism against all races and promoting DEI as required by law. Once completed, a report containing a summary of the training results and progress towards the University s goals will be provided to the Union upon request.
SEIU 925: 11.7 BIPOC Staff Development Program In concert with the University s diversity and inclusion goals and initiatives, the University may offer a BIPOC Staff Development Program free to all BIPOC staff enrolled in the program, which includes self-paced online programming, competency-based workshops, and specialized content supporting an inclusive workplace culture.
SEIU 925: 31 Health and Safety > 31.11 First aid supplies and evacuation kits must be readily available, easily accessible, and clearly marked. Units should document the location of their first aid kits and assign responsibility for stocking and checking expiration dates. The location of these kits shall be communicated to all employees. If an employee determines that a first aid or evacuation kit contains expended or expired supplies, the employee can submit a request to their supervisor that the item be replaced. > 31.13 Organizational units are required to develop a written Fire Safety and Evacuation Plan for each campus building they occupy pursuant to University policy.
SEIU 925: 33.4 Telework If an eligible employee s teleworking request is denied, the Employer will provide the reason for denial in writing. Employees may propose new or revised individual teleworking agreements when they believe new efficiencies, technologies, or work processes would enable the remote completion of work previously performed onsite. The Employer will provide necessary equipment for telework per University policy. If the employee is required to pick up or drop off any provided equipment this shall occur during paid time.
SEIU 925: MOU Documenting Wellness Rooms The parties agreed that the locations, amenities, and guidelines around existing wellness rooms will be documented on the UW HR website. It is expected that this documentation will be similar to that provided for lactation stations at https://hr.uw.edu/child-care/lactation-stations/ The University will make the documentation accessible by July 1, 2023.
WFSE: 9.5 Schedule Changes For temporary changes in work schedule assignment occurring within the employee s assigned workweek, the Employer will provide three (3) calendar days notice, with the day of notification constituting the first day of notice. Note: Previously, only 2 days notice were required in the WFSE CBA. SEIU 925 remains at 2 days notice.
WFSE: 13.1 Tuition Exemption Program Subject to operational needs and management discretion, supervisors will make a good faith effort to allow the use of flex time for employees who wish to take a class during their scheduled shift. If the supervisor is not able to approve a flexible work arrangement, upon request, the employee will be provided a written explanation for the denial.
WFSE: 14.3 Filling Positions (1/2) "Internal Lateral Movement Within Unit/Department. Prior to referring candidates, the Employer will provide seven (7) calendar days notice to employees within the unit/department seeking a different shift regardless of shift. An employee s request for the vacant shift will be granted provided: 1) The employee submitted the request in writing; 2) The employee holds permanent status in the job classification; 3) The employee is currently working in the same unit/department; 4) No Formal corrective action issued within the past six (6) months and/or no Final corrective action issued within the past twelve (12) months; 5) The employee has the skills and abilities necessary for the vacant shift.
WFSE: 14.3 Filling Positions (2/2) "If 2 or more employees request the vacant shift and they meet the above criteria, the employee with the most department seniority will be appointed. If the department seniority is equal, the employee who submitted the request in writing first will be appointed. The offering of a formal layoff option prior to granting a transfer request under this sub-article is not a violation of this sub-article. This sub-article is not subject to the grievance procedure.
WFSE: 28.2 Suspended Operations If unpaid time off is used [during suspended operations], employees have 15 calendar days after operations resume to make up work time lost. Note: Previously, employees had 90 calendar days to make up unpaid time off used during suspended operations. Per current language, supervisors must approve this make-up time, but language was added stating that if a request to make up time was denied, the supervisor will state reasons for the denial in writing. Employees must request makeup time within two (2) working days after operations resume. This was previously 5 days.
WFSE: 31.14 Personal Protective Equipment "The Employer shall provide appropriate PPE to all health care workers in accordance with UW Medicine policy. The Employer shall provide appropriate PPE to all campus employees in accordance with the University s Department of Environmental Health & Safety policy. No employee will be disciplined or retaliated against for advocating for PPE that they believe is needed for their and others safety.
WFSE: 36.2 Representation (for Corrective Action) "The Employer will provide at least three (3) business days to allow an employee to secure a Union representative. If notice is given prior to the midpoint of the scheduled shift or if the employee is on paid administrative time off, the day of notification is the first day.
WFSE: 43.2 New Union Steward in Training Stewards in training may attend, as a second steward, investigatory/fact finding meetings and Step Ones, as well as Step Twos for training purposes. Previously, they were only allowed to attend Step Twos. Language was added stating that the Employer may deny requests for a second steward to attend an investigatory meeting/fact finding within the employee s department.
WFSE and SEIU 925: Movement Between Positions (1/2) Clarified language around reversion rights when moving between positions within the University Includes Promotion, Lateral, Transfer, and Voluntary Demotion Reversion rights generally include reassignment in the same classification in the same department as their former position, or being placed on the rehire list For SEIU 925, trial service period for lateral movements changed from 6 months to 6 weeks; No change for WFSE. Note: The changes are slightly different for each contract, so make sure you are always checking the contract when in doubt!
SEIU 925 and WFSE: Rest Between Shift SEIU 925 Health Care Professional/Laboratory Technical bargaining unit. In scheduling work assignments, the Employer will make a good faith effort to provide each employee with at least 11 hours off duty between shifts. In the event an employee is required to work with less than 11 hours off duty between shifts, all time worked within this 11-hour period shall be at time and one-half. WFSE Surgical Technologists, Patient Care Techs, Mental Health Specialists, and Hospital Assistants. In scheduling work assignments, the Employer will make a good faith effort to provide each employee with at least 10 hours off duty between shifts. In the event an employee is required to work with less than 10 hours off duty between shifts, all time worked within this 10-hour period shall be at time and one-half.
SEIU 925 and WFSE: Field Training Officer When a Hospital Security Officer has been designated as a Field Training Officer for a new employee, they will receive 7% increase for all the hours they provide direct training/instruction. Note: This is an increase from 5% for WFSE; SEIU 925 did not previously have this premium.
SEIU 925 and WFSE: Educational Support Funds Educational Support Funds increased from $200 to $400, pro rated for part time, per fiscal year, for the following: SEIU 925 Surgical Technologists WFSE Surgical Technologists and Hospital Central Services Technicians
SEIU 925: Modality Pay The Advanced Cardiac Technologist series is now eligible for Modality Pay. $1.25/hour for staff in training for a new modality $1.50/hour for staff assigned to a modality other than that described in the classification of the position $1.75/hour for staff assigned as preceptor
SEIU 925: Article 12 - Certification The article was updated to include all job classes that should receive certification or registration pay. Classifications include: Anesthesiology Tech 2 Diagnostic Medical Sonographer, Lead, and Supervisor End Tech 1, 2, and 3 Imagining Technologist series Nuclear Medicine Technologist 1, 2, Lead, Supervisor, and PET/CT Occupational and Physical Therapists 1, 2, and 3 (and PT Specialist) Physical Therapist Assistant 1 and 2 Registered Dietitian Respiratory Care Lead, Practitioner, and Specialist Surgical Technologist and Lead
WFSE: Article 62 - Certification A new article was added outlining $1.25 Certification/Registration Pay for certain hospital technical employees. Classifications include: Biomedical Electronics Technician 1, 2, 3, and Lead Hospital Services Tech Trainee, 1, 2, and Lead Surgical Technologist
SEIU 925: Pre-Scheduled Voluntary Double-Time During negotiations for the 2023-2025 successor agreement, the parties reached agreement on the following regarding Pre- Scheduled Voluntary Double-Time at Harborview, UWMC- Montlake, and UWMC-Northwest. After the initial scheduled bid is incorporated and posted, and the employer has sent out notice for staff, including Nonpermanent and Intermittent Employees, the Employer may offer pre-scheduled voluntary double-time shifts for any classification. The determination of critical staffing needs and the double-time shift incentive is at the sole discretion of the Unit Manager.
All CBAs: Standby > WSNA - increased to $7/hour > WFSE select healthcare classifications increased to $6/hour > SEIU 925 Health Care Professional/Laboratory Technical Unit increased to $6/hour > This eliminated tiered standby, in which Standby hours over 30 hours were paid at a different rate
SEIU 925: 45.9 Standby Pay New SEIU 925 language states that callback pay doesn t apply until 30 minutes after the end of a scheduled shift. The requirement that callback doesn t apply unless the employee has left the premises was removed. WFSE 45.9: Standby WFSE skilled Trades classifications increased from $2/hour to $3/hour All other classifications remains $2/hour
WFSE and SEIU 925: R&R and Market Increases Select classifications received recruitment and retention increases ranging from 2% to 12%.
All CBAs: General Wage Increases > Across-the-Boards: WSNA, SEIU 925, & WFSE July 1, 2023: 4% across-the-board July 1, 2024: 3% across-the-board > Healthcare Pay Tables in WSNA, SEIU 925, & WFSE January 1, 2023: 4% R&R increase (complete) July 1, 2023: 5% R&R increase
