Labor Relations

RFPU – UW Negotiations Recap for Wednesday, May 11, 2022


This recap details the ninth virtual session for the renewal of the Collective Bargaining Agreement (CBA) between the University of Washington (UW) and the Resident and Fellow Physicians Union (RFPU). Recaps are published online on the UW Labor Relations website.

Tentative Agreements

The parties tentatively agreed to the following:

  • Article 7 – Grievance Procedure
    • The grievance procedure maintained mostly current contract language with a few minor edits.

RFPU Counter Proposals

Article 8 – Health and Safety

The Union maintained their proposal that the Employer would cover the cost of GME counseling, therapy at the site of the choice of the resident, additional caregiving costs, and medical expenses including transportation to the sites.

UW Counter Proposals

Article 3 – Childcare

In response to the Union’s proposal, the Employer proposed to increase the childcare fund from $50,000 to $70,000 available to residents in assisting them with outside childcare expenses.

Article 4 – Disciplinary Action and Just Cause

In response to the Union’s proposal, the Employer proposed language that the typical period of a focus of concern for recommended actions to resolve the issue(s) would be three months.

Article 6 – Fringe Benefits

In response to the Union’s proposal, the Employer proposed to increase the meals reimbursement from $10.00 to $11.00 per meal this year and an additional increase to $12.00 per meal beginning July 1, 2023. The Employer proposed that call room would be equipped with secure storage and computer equipment if possible. The Employer proposed to include language that the Employer would make an effort to source food not contractually restricted to internal catering to locally owned and BIPOC businesses in accordance with procurement services policies.

Article 9 – Housestaff Advisory Committee

In response to the Union’s proposal, the Employer proposed to maintain current contract language with the committee members allowed up to ten with a minimum of three University representatives.

Article 13 – Leave Miscellaneous

The Employer proposed to provide the Union with data for parental leave and family and medical leave in June 2024 and that the Union could request a Housestaff Advisory Committee meeting to discuss the data.

Article 22 – Salary Stipend

the Employer proposed that if the contract were to ratify before July 15, 2022, then the salary schedule would be re-calibrated with a 3% increase effective July 1, 2022, and the current $2500 stipends would be converted to a $4000 annual allowance.  The Employer also proposed an increase of 1% on July 1, 2023 and an increase of 1% on July 1, 2024. If the contract is not ratified by July 15, 2022, the salary schedule and Home Call and Travel Stipend on June 30, 2022 of $2,500 would remain until July 1, 2023. On July 1, 2023 the salary schedule would increase by 3% with an increase to the allowance and on July 1, 2024, the salary would increase by an additional 1%. The Employer proposed the Chief Resident or Fellow allowance would increase from $175 to $200 beginning July 1, 2023.

Next Steps

The next RFPU and UW bargaining session is scheduled for Wednesday, May 18 and will be held virtually.