SEIU 1199NW – UW Negotiations Recap for April 1, 2025
Background
This recap details the fourth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Service Employees International Union 1199NW (SEIU 1199NW). Recaps are published online on the UW Labor Relations website.
SEIU 1199NW Initial Proposals
Low Census
The Union stated an interest in minimizing the impact of low census on employees and suggested having a bucket of project work that employees could perform so they could meet their FTE if they elected. The union proposed a Low Census Fund, not to exceed 2500 hours, would be implemented to fund the project work.
Overtime
The Union stated an interest in clarifying the language regarding overtime and when overtime would apply to various employees. The Union proposed that all employees would receive double-time after 12 hours of work in one day, regardless of the length of their shift.
Floating
The Union stated an interest in being intentional around floating at UMWC-NW/UWMPC. The Union proposed that employees hired into a specific unit would receive a premium if they float to work to another location.
UW Initial Proposals
Article 10 – Holiday
The Employer proposed to include language that would clarify the difference between Holiday Premiums and Holiday Pay, and how these two types would apply to full-time and part-time employees.
Article 12 – Sick Time Off
The Employer proposed aligning the language throughout this article with the way time off, paid and unpaid, is referred to by the current Washington State legislature.
Definition of Family Member
The Employer proposed moving this language so that it would appear earlier within this article so that this definition would appear before sick time off use is described.
Use of Vacation Time Off or Compensatory Time Off for Sick Time Off Purposes
The Employer proposed that employees covered by this agreement could use accrued Holiday Credit in addition to Vacation Time Off or Compensatory Time Off when the employee has exhausted their accrued Sick Time Off.
Voluntary Employee’s Beneficiary Associate (VEBA)
The Employer proposed including this language within the agreement with the intent of sharing this knowledge more broadly. Employees covered by this agreement are already benefiting from VEBA.
Article 14 – Unpaid Absence
The Employer proposed that reasons of faith or conscience would be included in reasons unpaid absences could be granted. Additionally, the Employer proposed striking to accommodate annual work schedules for cyclic employees as there are no cyclic employees under this agreement.
Article 16 – Washington Family Medical Leave Program
The Employer proposed mostly housekeeping edits to this article. The Employer also proposed including language that clarified the supplemental benefits the University had elected to offer and language that employees requesting PFML benefits would provide notice as outlined under RCW 50A.15.030.
Article 32 – Salary Overpayment Recovery
The Employer proposed including language that would add clarity to the methods of payback in the cases of overpayment for active employees and separated employees. This language existed previously but was causing confusion.
Article 33 – Non-Discrimination
The Employer proposed housekeeping edits to this article.
MOU – Apprenticeship Program
The Employer proposed extending this MOU rather than let it expire. The Employer’s proposal also struck language that would require the Employer to have at least one Medical Assistant (MA) cohort within the next two years and included language that would allow the Employer to have a cohort if the need arises.
New Article – Leave Due to Family Care Emergencies
The Employer proposed a new article to include within this agreement that speaks to leave due to family care emergencies. This article was crafted to be as close as possible to similar articles in other agreements and it would detail two types of family care emergencies, accrued time usage when appropriate, and options when an employee’s child’s school or day care has been closed by a public official for any health-related reason.
New Article – Mandatory Subjects
The Employer proposed a new article to include within this agreement that speaks to mandatory subjects of collective bargaining, notification required by the Employer to the Union, opportunity to bargain impacts, related information requests, and emergency or mandated conditions. This article was crafted to be as close as possible to similar articles in other agreements at the University.
New Article – Reasonable Accommodations for Employees with Disabilities
The Employer proposed a new article to include within this agreement that speaks to accommodation for employees with disabilities. This article was crafted to be as close as possible to similar articles in other agreements according to Washington Policy Statement 46.5.
Next Steps
The next SEIU 1199NW and UWMC-NW/UWMPC bargaining session will be held jointly with HMC/ALNW and is scheduled for April 9, 2025, and will be held in person.