Agreement Highlights
| Conversion of CEGP Steps to Regular Steps: The parties agreed to sunset the Career Enhancement Growth Program (CEGP) and convert all CEGP steps on all pay tables to automatic steps. Employees will advance to the newly converted automatic steps based on their progression start date. This change increases the range max automatic step by three to six percent depending on the pay table. Approximately 2,500 employees will automatically progress to these steps and receive a 2.5-6% increase within the life of the 2027–2029 collective bargaining agreement. Increased Weekend Premium: The parties agreed that the minimum weekend premium will increase to $2.50/hour. This will benefit approximately 2,000 employees. Increased Night Premium: The parties agreed that the minimum night premium will increase to $2.50/hour. Expanded Language Pay for UW Medicine Hospitals and Clinics: The parties agreed to a pathway for multi-lingual employees at UW Medicine Hospitals and Clinics who speak one of the top five languages at each location to receive a one-time $800 stipend beginning January 1, 2027. Targeted Market Based Increases: The parties agreed to targeted salary increases for the following job profiles effective July 1, 2027:Cashier 1: +2 ranges, approx. 5% increase: Electrocardiograph Technician 1, Electrocardiograph Technician 2 and Electrocardiograph Technician Lead: +2 ranges, approx. 2% increase; Electronics Technician 1, Electronics Technician 2 – Bioengr Only, Electronics Technician 2: +7 ranges, approx. 17.5% increase; Engineering Technician 1 – Bioengr Only: +7 ranges, approx. 17.5 % increase; Hospital Dentistry Assistant Specialist: +10 ranges, approx. 10% increase; Laboratory Helper and Laboratory Helper Lead: +5 ranges, approx. 12.5% increase; Laboratory Technician 1 and Laboratory Technician 2: +5 ranges, approx. 12.5% increase; Stockroom Attendant 1, Stockroom Attendant 2, and Stockroom Attendant Lead: +1 range, approx. 2.5%Unit Supply Technician 1, Unit Supply Technician 2, and Unit Supply Technician Lead: +1 range, approx. 2.5% increase effective July 1, 2027 Targeted Recruitment/Retention Increases: The parties agreed to salary increases for the following job profiles effective July 1, 2027:Audiology Assistant: +5 ranges, approx. 5% increase; Dietetic Technician: +3 ranges, approx. 3% increase; Medical Assistant, Medical Assistant Apprentice, Medical Assistant Registered: +3 ranges, approx. 3% increase; Orthopedic Technician 1 and Orthopedic Technician 2: +5 ranges, approx. 5% increase; Supply Chain Technician 1, Supply Chain Technician 2, and Supply Chain Technician Lead: +1-2 ranges, approx. 1-2% increase Non-permanent and Intermittent Employee Premiums: The parties agreed that non-permanent and intermittent employees will be eligible for the same premiums as regular employees. Preceptor and Trades License Premium: The parties agreed to add Hospital Central Services Technician as eligible for preceptor premium. The parties also agreed to add Elevator Mechanic and Elevator Mechanic Lead with the Category-01 or Category-08 Elevator Mechanic License as eligible for the trades license premium. Certification Pay: The parties agreed that mental Health Practitioners, Mental Health Practitioner Clinical Specialist, Mental Health Practitioner Lead, and Mental Health Specialist 1, 2, and Lead will be eligible for certification pay. Pre-scheduled Overtime: The parties agreed to expand pre-scheduled overtime eligibility to all employees at UWMC and HMC. Education Support Fund Increase: The parties agreed to increase the education support funds for Surgical Technologists and Hospital Central Services Technicians to $450 per fiscal year. The parties agreed to add Mental Health Practitioners to education support funds and increase the amount available to MPHs, MPH Leads, and MPH Practitioner Clinical Specialists to $900 per fiscal year. Extended the Scholarship Fund: The parties agreed to extend the scholarship fund for UWMC and HMC employees through academic year 2028. Eligible employees may receive a maximum of $5,000 to obtain a degree or certification required for employment in a healthcare field. Hospital Security Officer Safety Boot Reimbursement: The parties agreed that Hospital Security Officers will be eligible for $100 reimbursement over the life of the contract for safety footwear. |