UW – WSNA Montlake/Northwest Joint Negotiations Recap for April 23 and April 24, 2025
This recap details the fourth and fifth sessions for the renewal of the collective bargaining agreement (CBA) between the UW and WSNA Montlake & WSNA Northwest.
Union Initial Proposals
Article 6 – Bargaining Unit Classes/Definitions (Montlake contract) – The Union proposed new language that would require the Employer to cover the cost of nurse licensure renewal in Washington State.
Article 7 – Hours of Work and Overtime (Montlake contract) – The Union proposed to increase the time period for which work schedules should be posted from sixteen (16) days prior to the scheduled period of work to twenty-eight (28) days prior.
Article 8 – Educational and Professional Development (Montlake contract) – The Union proposed to include humanitarian work as an eligible use of educational and professional leave for nurses. The Union also proposed new language that would require the Employer to reimburse nurses for tuition up to $3,000 per year as part of the Tuition Exemption Program.
Article 10 – Premium Pay (Montlake contract) – The Union proposed to change the standby premium to be paid at 25% of the nurse’s straight time hourly rate of ray for all scheduled on-call hours for nurses subject to MOU-Standby. Additionally, the Union proposed new language distinguishing between “standby” shifts and “on call” shifts depending on how the shift is scheduled. Under this proposal, RNs would receive the premium for all standby hours if they volunteer to be on standby status, either in addition to their FTE or for any hours of a regularly scheduled shift.
Similar to their proposal for the UWMC-Northwest contract, the Union proposed to create a new section of this article that would create a break relief nurse assignment. Under this proposal, a registered nurse would be assigned to be a break relief nurse for at least a 4-hour increment with the purpose of relieving employees from their patient assignments for their rest breaks and/or meal periods and would not receive permanent patient assignments beyond break relief. The proposal would require the Employer to adjust the staffing matrix to ensure it assigns an adequate number of nurses to provide break relief nurses.
The Union also proposed to move language from Side Letter A – U-PASS into this article and proposed new language that would allow nurses who opt to decline a U-PASS to receive an annual parking credit of $600.
Article 11 – Employment Practices (Montlake contract) – Similar to their proposal for the UWMC-Northwest contract, the Union proposed to modify section 11.17 regarding Workplace Violence Prevention with additional language that would create a separate Workplace Violence Committee exclusively for UWMC-Montlake. Additionally, the Union proposed to increase the number of members appointed to the committee by WSNA from one (1) to four (4).
Employer Initial Proposals
Article 7 – Hours of Work and Overtime (both contracts) – With the University moving to an actual time reporting (ATR) pay model across all hospital campuses, the Employer proposed updates in this article to reflect the changes from the pay model shift. Additionally, the Employer proposed language updates to work day and work period language, updating the normal work period language of 80 hours of work in a 14-day period to reflect the eight-eighty hour (8/80) rule and striking references to 160 hours in a 28-day period for Montlake nurses. Additionally, the Employer proposed to remove references to straight time to reflect current practice.
The Employer also proposed adding compensatory time off provisions to the Northwest contract to align with the Montlake contract. The proposed language in both contracts states that compensatory time would need to be used or paid by June 30th of each fiscal year, and that a nurse’s unused compensatory time balance would be cashed out every June 30th or when the nurse leaves University employment. The proposal would also require nurses to cash out their compensatory time balance when they transfer within their department to a position with different funding sources or when transferring to a position in another department.
With respect to meal and rest periods, the Employer proposed to strike the MOUs on Meal and Rest Breaks and incorporate its language into Article 7 for both contracts. New language proposed by the Employer would require that meal and rest periods be uninterrupted and that nurses must remain on-call on the premises while taking the break. For nurses that miss meal or rest periods, the proposed language would require them to report the missed period to their unit leadership when possible, and that a missed meal or rest period not documented would be considered as taken. Regarding interruptions to meal or rest periods, the Employer proposed new language detailing permissible interruptions to meal or rest periods including unforeseeable emergent circumstances and clinical circumstances that may lead to adverse effects on a patient’s condition. The proposal states that when a nurse’s meal or rest period is permissibly interrupted, the nurse would be entitled to the remainder of the break as soon as reasonably possible. Additionally, the Employer proposed new language detailing the process for waiving a second meal break during a 10 or 12-hour shift, waiving the timing of meal and rest breaks, or combining meal and rest breaks. Under this proposal, voluntary waivers could be revoked by an employee at any time prior the scheduled break, and that staff who wish to revoke their waiver would be required to email their manager and immediately notify the Charge Nurse on duty.
Article 4 – Definitions (Northwest contract) – The Employer proposed to remove references to Lead Nurses to align to current practice at Northwest Hospital. The Employer also proposed to update language around precepting, including updating the definition of a preceptor to match the Montlake language and include senior students fulfilling their practicum. The proposed language states that preceptors are responsible for specific, criteria based, and goal directed education and training for a specific period and function as role models, teachers, evaluators, and resource persons.
With respect to probationary periods, the Employer proposed new language that would allow the Employer to extend the probationary period for an employee so long as the extension does not cause the total period to exceed (12) months.
With respect to certification pay, the Employer proposed updated language to align with the Montlake contract and more accurately reflect current practice.
Article 6 – Bargaining Unit Classes/Definitions (Montlake contract) – The Employer proposed updated language defining part-time nurses, stating that part-time nurses would be compensated in the same manner as their full-time counterparts, except that benefits would be reduced in proportion to the nurse’s actual hours worked. The Employer also revised language around work weeks to reflect the transition to the ATR model. The Employer also proposed new language regarding probationary periods that align with its proposed language for Article 4 in the WSNA-Northwest contract.
Sick Time Off (Montlake contract Article 16 & Northwest contract Article 11) – The Employer proposed to add language that would allow employees to use sick time off in cases where the employee or a family member of the employee is a victim of domestic violence, sexual assault, or stalking. The Employer also proposed adding new language to align with updated Washington State laws that allows employees to use bereavement time off for the loss of pregnancy.
With respect to the Voluntary Employee Beneficiary Association (VEBA), the Employer proposed updating language to align with changes to WAC 357-31-375, stating that RNs who separate from state service due to retirement or death must be compensated for their total unused sick time off at the rate of 25%. Under this language, the Employer would deposit the equivalent funds into a Health Reimbursement Account (HRA) through VEBA and compensation would be based on the employee’s salary at the time of separation.
Article 13 – Leaves of Absence (Northwest contract) – The Employer proposed to update language around bereavement time off to align with its proposal for Article 11 in the Northwest contract which would allow nurses to use bereavement time off for the loss of pregnancy.
The Employer also proposed to create a new section in this article on suspended operations, stating that in cases of suspended operations in accordance with UW Administrative Order 11, nurses shall receive a minimum of four (4) hours of pay for the first day of suspended operations. For nurses not required to work during the balance of the closure, vacation time off, personal holiday, accrued compensatory time or holiday credit, or unpaid time off would be made available to affected nurses. With respect to public health suspended operations, the Employer proposed new language that would allow nurses to use accrued sick leave when their workplace has been closed by a public health official or after a declaration of emergency by local, state, or federal government or agency. The proposal states that for nurses whom sick time off is not available for, the time off use and compensation provisions as described previously in the Article would apply.
Article 15 – Other Leaves of Absence (Montlake Contract) – The Employer proposed to update language around suspended operations to align with current practice by referencing the UW Administrative Order 11. The Employer also proposed to strike the provision that allows nurses to make up work time lost as a result of suspended operations for those who are not required to work during the balance of the closure. Additionally, the Employer proposed to strike the section that allows nurses to request to work additional hours within 60 days following suspended operations for those who lose regular work because of suspended operations.
With respect to leave for nurses to attend WSNA functions or programs, the Employer proposed to update language on requesting approval for leave, stating that nurses would need to follow the department’s established leave request process.
Committees (Montlake contract Articles 11 + 17 & Northwest contract Article 15) – The Employer proposed to update the name of the Nurse Staffing Committee to the Hospital Staffing Committee to reflect current practice. The Employer also proposed new language around the Hospital Staffing Committee, stating that the Union would recognize that membership of the committee would be expanded to accommodate non-nursing staff members represented by SEIU 1199NW and WFSE. Additionally, the Employer proposed updated language that details the composition of the Hospital Staffing Committee, stating that at least 50% of the voting members of the HSC would be nursing staff and that WSNA shall select all of the RN voting members, while the other 50% would be selected by hospital administration. The proposed new language states that the HSC would approve all staffing plans only by a 50% plus 1 (or more) majority vote of all voting members present.
The Employer also proposed language in both contracts stating that agenda items for Conference Committee must be provided at least one week in advance.
Posting, Transfer, Promotions, Reallocation (Montlake contract Article 22 & Northwest contract Article 21) – The Employer proposed to update the definition of Promotion to be defined as movement from an RN2 to an RN3 job classification. The Employer also proposed to remove references to UWHIRES to align with current hiring, transfer, and promotion practices.
With respect to trial service periods, the Employer proposed new language that distinguishes between trial service periods for movement within the bargaining unit and movement outside the bargaining unit, including a new section detailing the process for trial service for movement outside the bargaining unit. Under this new proposed section, nurses who transfer, promote, or voluntarily demote to a position outside the bargaining unit would serve a six (6) month trial service period and the same rights would apply as nurses who transfer within the bargaining unit.
Release Time (Montlake contract MOU & Northwest contract Article 23) – The Employer proposed language updates regarding release time to align both contracts with each other. The Employer proposal would require that nurses be paid at their appropriate rate of pay for hours in bargaining over their FTE with management approval. Additionally, the Employer proposed that WSNA nurse representatives would request release who are on the negotiation team through Labor Relations at least seven (7) days in advance of meeting, unless the meeting is scheduled sooner, in which case WSNA would be required to notify the Employer as far in advance as possible. Under this proposal, time spent in bargaining on paid release time would not result in missed meal or rest breaks or rest between shifts premium.
Duration (Montlake contract Article 24 & Northwest contract Article 31) – The Employer proposed updating the dates for the successor contracts, stating that the agreements would become effective July 1, 2025, and remain in force through June 30, 2027.
New Article XX – Salary Overpayment Recovery (both contracts) – The Employer proposed to create new articles in both Montlake and Northwest contracts that detail the process of salary overpayment recovery. The Employer proposed updated language that distinguishes different processes for active employees and separated employees. The proposal states that for active employees, only voluntary wage deductions or use of vacation or compensatory time balances are options for paying back an overpayment. For separated employees, the nurse must choose either cash or check for paying back an overpayment.
MOU – Salary Overpayment Recovery (both contracts) – The Employer proposed to strike the MOUs in both Montlake and Northwest contracts and move the language from each into new articles.
MOU – Rest Breaks (Montlake contract) – The Employer proposed to strike this MOU in light of the additional language proposed in Article 7 – Hours of Work and Overtime.
MOU – Meal and Rest Breaks for UWMC-ML (Montlake contract) – The Employer proposed to strike this MOU and incorporate its language in its proposal for Article 7 – Hours of Work and Overtime.
MOU – Meal and Rest Breaks UWMC-NW (Northwest contract) – The Employer proposed to strike this MOU and incorporate its language in its proposal for Article 7 – Hours of Work and Overtime.
Appendix III – Innovative Work Schedule Agreement Form (Montlake contract) – The Employer proposed to strike this appendix in its entirety due to the transition to the ATR pay model.
Appendix B – Ten Hour Work Schedule (Northwest contract) – The Employer proposed to strike this appendix in its entirety in light of the additional language proposed in Article 7 – Hours of Work and Overtime.
Appendix C – Twelve Hour Shifts (Northwest contract) – The Employer proposed to strike this appendix in its entirety in light of the additional language proposed in Article 7 – Hours of Work and Overtime.
Next Steps
The next UW and WSNA bargaining session is scheduled for Thursday, May 8, 2025, and will be held in-person at the UDSB Gateway Building. This session will include the Montlake campus only.