SEIU 1199NW – UW Negotiations Recap for Wednesday, April 9, and Thursday, April 10, 2025
Background
This recap details the fifth and sixth sessions 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.
Tentative Agreements
The parties tentatively agreed to the following as presented by the Employer on April 1st:
- Article 12 – Sick Time Off
- Article 16 – Washington Family Medical Leave Program
- Article 33 – Non-Discrimination
- New Article – Leave Due to Family Care Emergencies
SEIU 1199NW Initial Proposals
Article 3 – Union Representatives
The Union proposed to increase the amount of time a Union representative would be allowed with new employees from half an hour to a full hour. Additionally, the Union also proposed that delegates, officers, or committee members could use 24 hours, up from eight hours, per calendar year of paid leave time to attend Union sponsored trainings. The Union also proposed striking that this would be limited to no more than once per contract per employee.
Article 5 – Employment Practices
The Union proposed including a new subsection, 5.3.1 Investigations. In this new subsection, the Union proposed that the Employer would notify employees prior to scheduling investigation meetings of the subject of the investigation. Additionally, the Union proposed that if an investigation takes longer than 60 days, the Union could request an explanation on the current status of the investigation.
Article 9 – Other Compensation
Temporary Assignment
The Union proposed that if an employee had a temporary assignment, the employee would be compensated in line with their experience and be placed on a step on the pay scale for the higher classification.
Article 23 – Grievance Procedure
The Union proposed adding a new section, Pay Status. In this section, both the aggrieved employee and the Union Delegate would be in pay status during grievance meetings, investigation meetings, mediations, or arbitration hearings.
Article 31 – New Employee Orientation
The Union proposed to increase the amount of time a Union representative would be allowed with new employees from half an hour to a full hour. Additionally, the Union proposed that delegate time in new employee orientations would count as paid time while striking that this release time would be subject to the operational needs of the department.
MOU – Ground Rules for the 2025-2027 Agreement
The Union proposed to rollover this MOU and the Union proposed that participating employees would be paid release time for any hour missed from their regular schedule rather than a cap of eight hours.
New MOU – Security Staffing
The Union proposed creating new FTEs and staff new static posts as well as a new roving officer post.
New MOU – Social Work Supervision
The Union proposed new requirements regarding clinical supervision hours required by new social workers as defined by the National Association of Social Workers. This proposal detailed the assignment of supervisors, meeting expectations, quarterly feedback, and supervision availability.
New MOU – Safety Boot Reimbursement
The Union proposed that the Employer would reimburse employees up to $150 per year for protective footwear meeting the performance requirements of ASTM F2413-11 if required as personal protective equipment.
Side Letter E – Virtual New Employee Orientation
Similarly to their proposal in Article 41, the Union proposed to increase the amount of time a Union representative would be allowed with new employees from half an hour to a full hour.
SEIU 1199NW Counter Proposals
MOU – Apprenticeship Program
The Union proposed to strike the medical assistant specific language in this MOU. Additionally, the Union proposed that if UWMC-NW or UWMPC elected to utilize an apprenticeship program during the next two years, the Employer would agree to use the SEIU Healthcare 1199NW Multiemployer Training Fund. Finally, the Union proposed striking the language about using any apprenticeship programs not administered by this fund.
UW Initial Proposals
Article 7 – Hours of Work and Overtime
7.3 Innovate Work Schedules
The Employer proposed striking language returning reverting back to 8-hour workdays as the language is confusing and the Employer has no intention of doing so.
7.7 Meal/Rest Periods
The Employer proposed to include language pursuant to RCW 49.23.287. This new proposed language details rest periods, unpaid meal periods, paid meal periods, combining rest and meal periods, and any associated committee work. This language had been previously agreed to by the parties and the Employer proposed including the agreed language into the body of contract.
Rest Between Shifts
The Employer proposed that rest between shift would be reduced from 12 hours to 11 hours and that this section would not apply to standby and callback assignments performed pursuant to Article 9 – Other Compensation.
New Article – Nonpermanent and Intermittent Employees
The Employer proposed to include a new article in the agreement regarding nonpermanent and intermittent employees. This new article would define both types of positions, their appointments, their hours of work and overtime, probationary periods, compensation schedules and any adjustments, as well as which types of premiums would and would not apply. Further, this new article would describe how the existing provisions would apply to nonpermanent and intermittent employees.
The Employer proposed to strike the following appendices:
- Appendix C – 9-Hour Work Schedule
- Appendix D – 10-Hour Work Schedule
- Appendix E – 12-Hour Work Schedule
- Appendix F – Less Than 8-Hour Work Schedule
UW Counter Proposals
Article 6 – Seniority, Layoff, Restructure
Low Census Fund
In response to the Union’s proposal on April 1, the Employer was not able to agree to implement a low census fund.
Low Census
In response to the Union’s proposal, the Employer agreed to float surplus staff, including members of the float team, prior to implementing low census procedures. Additionally, the Employer agreed to strike that during periods of low census; after canceling any overtime hours, the Employer would ask for volunteers before determining and implementing a reduced staffing schedule.
Article 7 – Hours of Work and Overtime
7.5 Overtime
In response to the Union’s proposal, the Employer did not agree to the Union’s proposed strike from April 1 regarding double time after 14 hours worked for employees who work 12-hour shifts.
7.6 Overtime Placement
In response to the Union’s proposal, the Employer does not agree to automatically place hospital employees into daily overtime work rules. Instead, the Employer proposed that within two weeks of hire, employees could be placed into daily overtime work rules. The Employer could agree to automatically place clinic employees into weekly overtime work rules upon hire and any employees wishing to opt into a daily overtime work rule would submit a request to their manager.
Article 9 – Other Compensation
9.6 Temporary Assignment
In response to the Union’s proposal, the Employer could not agree to strike 5% language in lieu of placing the employer at the high classification’s pay scale. The Employer mentioned that there were cases, typically over long periods of time, where employees were given more than the standard 5% increase if warranted and approved via UWHR Compensation.
Article 14 – Unpaid Absence
In response to the Union’s proposal, the Employer prosed to include delegate training in 14.2 regarding the types of unpaid absences that could be granted to employees.
MOU – Apprenticeship Program
In response to the Union’s proposal, the Employer agreed to use the SEIU Healthcare 1199NW Multiemployer Training Fund, if an applicable program was available. The Employer also agreed to strike the language regarding what to do if the Employer decided not to use this training fund.
MOU – Social Work Supervision
In response to the Union’s proposal, the Employer was not able to agree. The Employer did suggest that a member of the Employer’s team could meet with a member of the Union’s team to discuss the issues and work to correct them in departmental policies.
Next Steps
The next SEIU 1199NW and UW bargaining session is scheduled for Wednesday, April 23, and will be held in person.