Common use of Provisions of the Clause in Contracts

Provisions of the. Employment Agreement inconsistent with the foregoing are hereby superseded with respect to employees working less than 8 hour work schedule. All other benefits and provisions not inconsistent with the foregoing shall apply to less than 8 hour employees. DocuSign Envelope ID: BEFBB062-E555-4F5B-B860-9823A305B434 Same job titles are eligible to bump into same job titles, job class position with lesser skill set required, providing skill, competence and ability are considered substantially equal in the opinion of the Employer, CNA, Unit Secretary, Techs (including ER Techs) Administrative Assistants, Secretary Job classes that have one bump ability, all within the Department: Coder Analyst, Med Tech (ART) Med Records I and II Job classes that have one bump ability, all within the Department: Admit Rep, Admit Lead, Financial Counselor, Dep. Assistant II, Sr. Admit Rep., Outpatient Reg. Rep. Job classes that have one bump ability, all within the Department: Lab Assistant II and III, Purchasing Coordinator, Transcriber, Medical; Department Assistant I and II, Lab Assistant Lead, Client Services Rep I, Courier, Lab Billing Rep/Project Assistant, Department Assistant Lead. Other departments under this Agreement. Lay off “bump” allowable only within job classifications in the following listed Departments: Grounds Plant Ops Northwest Outpatient Imaging Diagnostic Imaging Food and Nutrition Switchboard Environmental Services EEG Daycare EKG GS/Endoscopy/OR Ancillary Materials Management/Purchasing Support/OR/CBC Parking Seattle Breast Center DocuSign Envelope ID: BEFBB062-E555-4F5B-B860-9823A305B434 This Letter of Understanding is by and between the University of Washington (“Employer” or “University”) and SEIU 1199 NW (“Union”). The parties agree there shall be one Labor/Management Committee for both bargaining units. The Union shall have up to eight (8) representatives. Management shall have up to eight (8) representatives. 6th Janua XXXXX 2021 Dated this day of ry , 2020. Xxxx Xxxxxxx, RN SEIU Healthcare 1199NW Executive Vice President Director of Labor Relations DocuSign Envelope ID: BEFBB062-E555-4F5B-B860-9823A305B434 This Letter of Understanding is by and between the University of Washington (“Employer” or “University”) and SEIU 1199 NW (“Union”).

Provisions of the. Employment Agreement inconsistent with the foregoing are hereby superseded with respect to employees working less than 8 hour work schedule. All other benefits and provisions not inconsistent with the foregoing shall apply to less than 8 hour employees. DocuSign Envelope ID: BEFBB062-E555-4F5B-B860-9823A305B434 Same job titles are eligible to bump into same job titles, job class position with lesser skill set required, providing skill, competence and ability are considered substantially equal in the opinion of the Employer, CNA, Unit Secretary, Techs (including ER Techs) Administrative Assistants, Secretary Job classes that have one bump ability, all within the Department: Coder Analyst, Med Tech (ART) Med Records I and II Job classes that have one bump ability, all within the Department: Admit Rep, Admit Lead, Financial Counselor, Dep. Assistant II, Sr. Admit Rep., Outpatient Reg. Rep. Job classes that have one bump ability, all within the Department: Lab Assistant II and III, Purchasing Coordinator, Transcriber, Medical; Department Assistant I and II, Lab Assistant Lead, Client Services Rep I, Courier, Lab Billing Rep/Project Assistant, Department Assistant Lead. Other departments under this Agreement. Lay off “bump” allowable only within job classifications in the following listed Departments: Grounds Plant Ops Northwest Outpatient Imaging Diagnostic Imaging Food and Nutrition Switchboard Environmental Services EEG Daycare EKG GS/Endoscopy/OR Ancillary Materials Management/Purchasing Support/OR/CBC Parking Seattle Breast Center DocuSign Envelope ID: BEFBB062-E555-4F5B-B860-9823A305B434 This Letter of Understanding is by and between the University of Washington UW Medicine/Northwest Hospital & Medical Center (“Employer” or “UniversityAgency”) and SEIU Service Employees International Union District 1199 NW (“Union”). The parties agree there shall be one Labor/Management Committee for both bargaining units. The Union shall have up to eight (8) representatives. Management shall have up to eight (8) representativesrepresentations. 6th Janua XXXXX 2021 Dated this day of ry , 2020June 2016. UW MEDICINE/NORTHWEST HOSPITAL & MEDICAL CENTER SEIU HEALTHCARE 1199 NW Xxxx Xxxxxxx, RN SEIU Healthcare 1199NW Executive Vice Director Xxxxx Xxxxx, President Xxxxx Xxxxxxxx Organizing Co-Director of Labor Relations DocuSign Envelope ID: BEFBB062-E555-4F5B-B860-9823A305B434 This Letter of Understanding is by and between the University of Washington UW Medicine/Northwest Hospital & Medical Center (“Employer” or “UniversityAgency”) and SEIU Service Employees International Union District 1199 NW (“Union”). Weekend only positions may be posted for every Saturday and Sunday. Any position which will include weekdays will be posted with at least every other weekend off as per Article 7.8 This Agreement shall not affect any current positions. Dated this day of June 2016. UW MEDICINE/NORTHWEST HOSPITAL & MEDICAL CENTER SEIU HEALTHCARE 1199 NW Xxxx Xxxxxxx, Executive Director Xxxxx Xxxxx, President Xxxxx Xxxxxxxx Organizing Co-Director This Letter of Understanding is by and between UW Medicine/Northwest Hospital & Medical Center (“Employer” or “Agency”) and Service Employees International Union District 1199 NW (“Union”). The Union and the Employer acknowledge that together the parties endeavor to provide a level of staffing consistent with safe patient care and the service the parties provide to the community. The parties are committed to the proposition that adequate staffing is necessary to meet the needs of our patients and to provide quality care. Both parties acknowledge that changes in patient acuity, census and staff availability and workload requirements can happen rapidly, requiring mutual understanding and communication and flexibility. Employee(s) who have concerns about staffing or workloads are encouraged to address the issues directly with their supervisor. Many staffing/workload issues, if addressed with the supervisor at the time of occurrence, can be resolved through adjustments in assignments or through the use of other staffing resources by documenting the concerns on the appropriate form. The employee(s) involved in the staffing concern may request the issue be presented to the Labor/Management Committee when: a. The supervisor has not responded to a documented concern within fourteen (14) days, or b. Persistent staffing concerns (e.g., 6 weeks) continue to exist and have been documented, with the documentation given to the supervisor involved. If the Labor/Management Committee determines that there is a genuine staffing issue, the committee may direct the manager/supervisor of the department to convene a departmental working group to review the issue and develop a recommendation(s) to the Labor/Management Committee. The departmental working group shall ensure that the employee(s) identifying concerns, the union delegate for the Department or Department designee and the manager/supervisor of that department are members of the working group, so that they may make presentations and present solutions to their concerns. The departmental working group will endeavor to complete the review within thirty (30) days. Employees on the committee will receive paid release time while attending committee meetings. Regular monthly staff meetings of that department may be utilized for the working group at the next meeting following notice of review. An interdepartmental working group will be convened if the staffing concerns affect more than one department. The departmental working group or interdepartmental working group shall report to the Labor/Management Committee on their results and recommendations for resolving the staffing concerns. The Labor/Management Committee shall review the report of the working group and make such recommendations as it deems advisable and submit a final report to administration within fourteen (14) days of receipt of the report of the working group. The CEO/designee shall make its decision known to the Labor/Management Committee within three (3) weeks of receipt of the final report. The parties recognize the final decision on staffing issues rest with Hospital Administration whose responsibility it is to ensure that an appropriate level of care is provided. The determination of staffing (mix of employees, ratios, numbers) shall not be subject to grievance and arbitration, Article 16. Dated this day of June 2016. UW MEDICINE/NORTHWEST HOSPITAL & MEDICAL CENTER SEIU HEALTHCARE 1199 NW Xxxx Xxxxxxx, Executive Director Xxxxx Xxxxx, President Xxxxx Xxxxxxxx Organizing Co-Director This letter contains understandings reached by the parties during negotiations for the 2016 – 2019 Professional and Service and Maintenance labor agreements between UW Medicine/Northwest Hospital & Medical Center and your Union.

Provisions of the. Employment Agreement inconsistent with the foregoing are hereby superseded with respect to employees working less than 8 hour work schedule. All other benefits and provisions not inconsistent with the foregoing shall apply to less than 8 hour employees. DocuSign Envelope ID: BEFBB062-E555-4F5B-B860-9823A305B434 Same job titles are eligible to bump into same job titles, job class position with lesser skill set required, providing skill, competence and ability are considered substantially equal in the opinion of the Employer, CNA, Unit Secretary, Techs (including ER Techs) Administrative Assistants, Secretary Job classes that have one bump ability, all within the Department: Coder Analyst, Med Tech (ART) Med Records I and II Job classes that have one bump ability, all within the Department: Admit Rep, Admit Lead, Financial Counselor, Dep. Assistant II, Sr. Admit Rep., Outpatient Reg. Rep. Job classes that have one bump ability, all within the Department: Lab Assistant II and III, Purchasing Coordinator, Transcriber, Medical; Department Assistant I and II, Lab Assistant Lead, Client Services Rep I, Courier, Lab Billing Rep/Project Assistant, Department Assistant Lead. Other departments under this Agreement. Lay off “bump” allowable only within job classifications in the following listed Departments: Grounds Plant Ops Northwest Outpatient Imaging Diagnostic Imaging Food and Nutrition Switchboard Environmental Services EEG Daycare EKG GS/Endoscopy/OR Ancillary Materials Management/Purchasing Support/OR/CBC Parking Materials Management/Purchasing Seattle Breast Center DocuSign Envelope ID: BEFBB062-E555-4F5B-B860-9823A305B434 Parking This Letter of Understanding is by and between the University of Washington UW Medicine/Northwest Hospital & Medical Center (“Employer” or “UniversityAgency”) and SEIU 1199 NW (“Union”). The parties agree there shall be one Labor/Management Committee for both bargaining units. The Union shall have up to eight (8) representatives. Management shall have up to eight (8) representatives. 6th Janua XXXXX 2021 Dated this day of ry , 2020June 2016. UW Medicine/Northwest Hospital & Medical Center SEIU HEALTHCARE 1199 NW Xxxx Xxxxxxx, RN SEIU Healthcare 1199NW Executive Vice Director Xxxxx Xxxxx, President Xxxxx Xxxxxxxx, Organizing Co-Director of Labor Relations DocuSign Envelope ID: BEFBB062-E555-4F5B-B860-9823A305B434 This Letter of Understanding is by and between the University of Washington UW Medicine/Northwest Hospital & Medical Center (“Employer” or “UniversityAgency”) and SEIU 1199 NW (“Union”). Any position which will include weekdays will be posted with at least every other weekend off as per Article 7.8 This Agreement shall not affect any current positions. Dated this day of June 2016. UW Medicine/Northwest Xxxx Xxxxxxx, Executive Director Xxxxx Xxxxx, President Xxxxx Xxxxxxxx Organizing Co-Director This Letter of Understanding is by and between UW Medicine/Northwest Hospital & Medical Center (“Employer” or “Agency”) and SEIU Healthcare 1199 NW (“Union”). The Union and the Employer acknowledge that together the parties endeavor to provide a level of staffing consistent with safe patient care and the service the parties provide to the community. The parties are committed to the proposition that adequate staffing is necessary to meet the needs of our patients and to provide quality care. Both parties acknowledge that changes in patient acuity, census and staff availability and workload requirements can happen rapidly, requiring mutual understanding and communication and flexibility. Employee(s) who have concerns about staffing or workloads are encouraged to address the issues directly with their supervisor. Many staffing/workload issues, if addressed with the supervisor at the time of occurrence, can be resolved through adjustments in assignments or through the use of other staffing resources by documenting the concerns on the appropriate form. The employee(s) involved in the staffing concern may request the issue be presented to the Labor/Management Committee when: a. The supervisor has not responded to a documented concern within fourteen (14) days, or b. Persistent staffing concerns (e.g., 6 weeks) continue to exist and have been documented, with the documentation given to the supervisor involved. If the Labor/Management Committee determines that there is a genuine staffing issue, the committee may direct the manager/supervisor of the department to convene a departmental working group to review the issue and develop a recommendation(s) to the Labor/Management Committee. The departmental working group shall ensure that the employee(s) identifying concerns, the union delegate for the Department or Department designee and the manager/supervisor of that department are members of the working group, so that they may make presentations and present solutions to their concerns. The departmental working group will endeavor to complete the review within thirty (30) days. Employees on the committee will receive paid release time while attending committee meetings. Regular monthly staff meetings of that department may be utilized for the working group at the next meeting following notice of review. An interdepartmental working group will be convened if the staffing concerns affect more than one department. The departmental working group or interdepartmental working group shall report to the Labor/Management Committee on their results and recommendations for resolving the staffing concerns. The Labor/Management Committee shall review the report of the working group and make such recommendations as it deems advisable and submit a final report to administration within fourteen (14) days of receipt of the report of the working group. The CEO/designee shall make its decision known to the Labor/Management Committee within three (3) weeks of receipt of the final report. The parties recognize the final decision on staffing issues rest with Hospital Administration whose responsibility it is to ensure that an appropriate level of care is provided. The determination of staffing (mix of employees, ratios, numbers) shall not be subject to grievance and arbitration, Article 16. Dated this day of June 2016. UW Medicine/Northwest Hospital & Medical Center SEIU HEALTHCARE 1199 NW Xxxx Xxxxxxx, Executive Director Xxxxx Xxxxx, President Xxxxx Xxxxxxxx Organizing Co-Director This letter contains understandings reached by the parties during negotiations for the 2016-2019 Professional and Service and Maintenance labor agreements between UW Medicine/Northwest Hospital & Medical Center and your Union.

Provisions of the. Employment Agreement inconsistent with the foregoing are hereby superseded with respect to employees working less than 8 hour work schedule. All other benefits and provisions not inconsistent with the foregoing shall apply to less than 8 hour employees. DocuSign Envelope ID: BEFBB062-E555-4F5B-B860-9823A305B434 Same job titles are eligible to bump into same job titles, job class position with lesser skill set required, providing skill, competence and ability are considered substantially equal in the opinion of the Employer, CNA, Unit Secretary, Techs (including ER Techs) Administrative Assistants, Secretary Job classes that have one bump ability, all within the Department: Coder Analyst, Med Tech (ART) Med Records I and II Job classes that have one bump ability, all within the Department: Admit Rep, Admit Lead, Financial Counselor, Dep. Assistant II, Sr. Admit Rep., Outpatient Reg. Rep. Job classes that have one bump ability, all within the Department: Lab Assistant II and III, Purchasing Coordinator, Transcriber, Medical; Department Assistant I and II, Lab Assistant Lead, Client Services Rep I, Courier, Lab Billing Rep/Project Assistant, Department Assistant Lead. Other departments under this Agreement. Lay off “bump” allowable only within job classifications in the following listed Departments: Grounds Plant Ops Northwest Outpatient Imaging Diagnostic Imaging Food and Nutrition Switchboard Environmental Services EEG Daycare EKG GS/Endoscopy/OR Ancillary Materials Management/Purchasing Support/OR/CBC Parking Seattle Breast Center DocuSign Envelope ID: BEFBB062-E555-4F5B-B860-9823A305B434 Plant Ops Diagnostic Imaging Switchboard EEG EKG Materials Management/Purchasing Parking This Letter of Understanding is by and between the University of Washington UW Medicine/Northwest Hospital & Medical Center (“Employer” or “UniversityAgency”) and SEIU Service Employees International Union District 1199 NW (“Union”). The parties agree there shall be one Labor/Management Committee for both bargaining units. The Union shall have up to eight (8) representatives. Management shall have up to eight (8) representativesrepresentations. 6th Janua XXXXX 2021 Dated this day of ry , 2020June 2016. UW MEDICINE/NORTHWEST HOSPITAL & MEDICAL CENTER SEIU HEALTHCARE 1199 NW Xxxx Xxxxxxx, RN SEIU Healthcare 1199NW Executive Vice Director Xxxxx Xxxxx, President Xxxxx Xxxxxxxx Organizing Co-Director of Labor Relations DocuSign Envelope ID: BEFBB062-E555-4F5B-B860-9823A305B434 This Letter of Understanding is by and between the University of Washington UW Medicine/Northwest Hospital & Medical Center (“Employer” or “UniversityAgency”) and SEIU Service Employees International Union District 1199 NW (“Union”). Weekend only positions may be posted for every Saturday and Sunday. Any position which will include weekdays will be posted with at least every other weekend off as per Article 7.8 This Agreement shall not affect any current positions. Dated this day of June 2016. UW MEDICINE/NORTHWEST HOSPITAL & MEDICAL CENTER SEIU HEALTHCARE 1199 NW Xxxx Xxxxxxx, Executive Director Xxxxx Xxxxx, President Xxxxx Xxxxxxxx Organizing Co-Director This Letter of Understanding is by and between UW Medicine/Northwest Hospital & Medical Center (“Employer” or “Agency”) and Service Employees International Union District 1199 NW (“Union”). The Union and the Employer acknowledge that together the parties endeavor to provide a level of staffing consistent with safe patient care and the service the parties provide to the community. The parties are committed to the proposition that adequate staffing is necessary to meet the needs of our patients and to provide quality care. Both parties acknowledge that changes in patient acuity, census and staff availability and workload requirements can happen rapidly, requiring mutual understanding and communication and flexibility. Employee(s) who have concerns about staffing or workloads are encouraged to address the issues directly with their supervisor. Many staffing/workload issues, if addressed with the supervisor at the time of occurrence, can be resolved through adjustments in assignments or through the use of other staffing resources by documenting the concerns on the appropriate form. The employee(s) involved in the staffing concern may request the issue be presented to the Labor/Management Committee when: a. The supervisor has not responded to a documented concern within fourteen (14) days, or b. Persistent staffing concerns (e.g., 6 weeks) continue to exist and have been documented, with the documentation given to the supervisor involved. If the Labor/Management Committee determines that there is a genuine staffing issue, the committee may direct the manager/supervisor of the department to convene a departmental working group to review the issue and develop a recommendation(s) to the Labor/Management Committee. The departmental working group shall ensure that the employee(s) identifying concerns, the union delegate for the Department or Department designee and the manager/supervisor of that department are members of the working group, so that they may make presentations and present solutions to their concerns. The departmental working group will endeavor to complete the review within thirty (30) days. Employees on the committee will receive paid release time while attending committee meetings. Regular monthly staff meetings of that department may be utilized for the working group at the next meeting following notice of review. An interdepartmental working group will be convened if the staffing concerns affect more than one department. The departmental working group or interdepartmental working group shall report to the Labor/Management Committee on their results and recommendations for resolving the staffing concerns. The Labor/Management Committee shall review the report of the working group and make such recommendations as it deems advisable and submit a final report to administration within fourteen (14) days of receipt of the report of the working group. The CEO/designee shall make its decision known to the Labor/Management Committee within three (3) weeks of receipt of the final report. The parties recognize the final decision on staffing issues rest with Hospital Administration whose responsibility it is to ensure that an appropriate level of care is provided. The determination of staffing (mix of employees, ratios, numbers) shall not be subject to grievance and arbitration, Article 16. Dated this day of June 2016. UW MEDICINE/NORTHWEST HOSPITAL & MEDICAL CENTER SEIU HEALTHCARE 1199 NW Xxxx Xxxxxxx, Executive Director Xxxxx Xxxxx, President Xxxxx Xxxxxxxx Organizing Co-Director This letter contains understandings reached by the parties during negotiations for the 2016 – 2019 Professional and Service and Maintenance labor agreements between UW Medicine/Northwest Hospital & Medical Center and your Union.