SEIU 1199NW – UW Negotiations Recap for April 7, 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
Continued Education
The Union stated an interest in encouraging and supporting workers’ continued development, growth, and work requirements. The Union proposed removing outdated language. The Union also proposed that employees who do not use the full allotment of their available continuing education funds, or professional/technical bargaining unit member funds, would be able to rollover the remaining funds to the next year. The Union also proposed that employees would be able to view their available continued education hours and dollars on Workday as well as employees who give at least six weeks’ notice to use their funds would not have their time off denied.
Transportation at and outside HMC
The Union stated an interest in improving safety, costs, and the time required to get to work and to get home from work. The Union recognized that HMC/ALNW management would likely need to work with the city and county to address this concern and they hoped examples provided would help in advocating for this interest.
New Side Letter I – APP Onboarding
The Union proposed that newly hired APPs would have a designated mentor and designated time for their onboarding. In this proposal, the mentor would receive preceptor pay.
New MOU – Practice Management Time
The Union proposed a new MOU that would define practice management time as non-direct patient care time such as charting, paperwork, documentation, and care coordination as an essential component of the employee’s workday. In this proposal, bargaining unit members of the ARNP and Physician Assistant unit and Social Work, SLP, and Dietitian unit would, based on a 1.0 FTE, be allowed to spend 0.25 FTE on practice management time.
New MOU – Radiology Lead Recruitment and Retention
The Union proposed a new MOU regarding the recruitment and retention increase for Interventional Cardiovascular Technologist Leads from range 70 to range 78, and CT Technologist Leads and MRI Technologist Leads’ range would increase from 70 to range 73.
UW Initial Proposals
Article 11 – Educational and Professional Development
The Employer proposed to modify language in this article to add clarity to which instances would count as Mandatory Education/Training and which instances would be classified as Elective Education and Professional Leave. Additionally, the Employer proposed that if an employee was required to attend an education/training program on off-duty time, they would be given the option to accumulate compensatory time or be paid as time worked.
Article 19 – Job Posting & Transfer
The Employer proposed including language that would clarify which agreement would prevail when a probationary period employee was seeking to revert to their previously held position.
Article 38 – Seniority, Layoff, Rehire
The Employer proposed added language that clarify layoff seniority and unit seniority. The Employer proposed that layoff seniority would be defined as the continuous length of service in calendar days with the Employer from the most recent date of hire; unit seniority would be defined as continuous length of service within the employee’s unit and would be used for internal unit processes.
New Article – Inclement Weather and Suspended Operations
The Employer proposed adding a new article that would detail suspended operations, compensation and use of accrued paid time off in during suspended operations, inclement weather operations, parking options during suspended operations, and in which cases onsite work or telework would be encouraged.
Next Steps
The next SEIU 1199NW and UWMC HMC/ALNW bargaining session will be held jointly with UWMC-NW/UWMPC and is scheduled for April 9, 2025, and will be held in person.