Labor Relations

UW – UWHA Negotiations Recap for January 7, 2020


This recap details the twentieth session for the renewal of the collective bargaining agreement between the UW and UWHA, which expired on June 30, 2019. This was the first session to be facilitated by a State-appointed mediator. Recaps are published online on the UW Labor Relations website.

Tentative Agreements

The parties tentatively agreed to the following articles:

  • Article 14 – Leave – Professional
    • New language will allow for up to ten days of paid Professional Leave per academic year, at the discretion of the Program Director.
    • Additional Professional Leave in excess of ten days may be granted, and must be funded by the program.
  • Article 22 – Progression by Training Year
    • New language states that residents will receive credit for pay level progression for both ACGME required and non-ACGME research years.
    • New language states that residents transferring between UW training programs will be appointed at a level no less than one pay level below their prior appointment. Programs may request a one-step stipend for transferring residents at their discretion.

Union Counter Proposals

Vacation Leave – The Union maintained its previous proposal of an increase for the minimum vacation leave to twenty-eight days total (twenty weekdays and eight weekend nights) at the beginning of each one year appointment period. The Union is also maintaining their proposal of unused vacation which would be paid out in a lump sum at the end of each appointment year at the rate of 1/365th of the residents’ annual salary. Lastly, the Union is maintaining their previously proposed language stating that if a vacation period is scheduled in such a way that it overlaps with or is adjacent to an unscheduled day(s), the unscheduled day(s) would not be counted as vacation time off used.

Management Rights – The Union maintained its proposal that in the event that a non-University facility does not provide a benefit outlined in the CBA or as required by the ACGME, the University would provide that benefit.

Employer Counter Proposals

Dues Deduction – In response to the Union’s proposal aimed to mitigate payroll errors, the Employer proposed language stating that it would remove nonmembers from dues deduction immediately upon notification from UWHA.

Grievance Procedure – In response to the Union’s proposal, the Employer proposed to combine the grievance committee and mediation as options for Step Three. The parties would mutually agree on the most appropriate route. The Employer withdrew its proposals related to Step Four Arbitration, in the hopes of reaching agreement on a collaborative process for Step Three.

Committee Memberships – In response to the Union’s proposal, the Employer proposed that if agreed upon mutually by both the UWHA and the respective committee chair, a member of the UWHA board may be designated as an alternate committee member. If agreed upon, notification rules would be determined by the respective committee chair.

Next Steps

The next UW and UWHA bargaining session is scheduled for January 15.