SEIU 1199NW – UW Negotiations Recap for May 2, 2025
Background
This recap details the eighth 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
Article 20 – Committees
The Union stated an interest in quarterly strategic labor management meetings aimed at sharing Union and UW strategies and projects for understanding and collaborating. The Union proposed that the participants would be elected leaders from each SEIU Healthcare 1199NW bargaining unit and decisions makers at UW. The Union also proposed to strike all standing listings of committee meetings in lieu of one monthly joint labor/management committee meeting that included all bargaining units and departments represented by SEIU 1199NW. Finally, the Union proposed various sub committees that would be incorporated into this general joint labor/management committee.
New MOU – EVS ACET Certification and Training Fund
The Union proposed that the Employer develop and implement a certification program for Environmental Services Technicians funded by the SEIU Multi-Employer Training Fund. Employees would be certified via Advanced Certificate for Environmental Services Technicians (ACET) and would receive a premium of $1.50 per hour.
SEIU 1199NW Counter Proposals
Article 7 – Hours of Work and Overtime
The Union proposed adding new subsections to this article. The Union proposed including:
7.13 Emergency Conditions and Inclement Weather
In this new subsection, the proposed language describes what would happen in the case of a natural disaster, emergency conditions, and inclement weather. In such cases where the University determined that public health, property, or safety is jeopardized, the Union proposed that outpatient and elective care would be suspended. Additionally, the Union proposed that a list of essential employees and non-essential employees would be made available for review during a joint labor management meeting. Employees designated as essential would also have their managers and directors in their chain of command designated as essential. The Union also proposed that any employee released from work would receive no loss in pay.
7.13.2 Essential Personnel
In this new subsection, the Union proposed that essential personnel working during a disaster who stayed between shifts would receive access to meals, rooms to sleep in, clean sheets, and access to showers. Additionally, when employees were required to stay past their shift in an emergency situation, the Union proposed that standby and call provisions would apply. The Union proposed no employees would be required to work more than sixteen hours. Finally, employees who were requested to pick up more workers would be designated as working during that time and would be compensated for hours and mileage.
7.13.3 Parking
The Union proposed for suspended operations, parking would be provided at each location for any staff member designated by their supervisor as essential.
7.13.4 Onsite Work
The Union proposed that in the case of inclement weather, campus closure, or suspended operations, telework would be encouraged for positions which were conducive to telework. Additionally, all employees would have the technical access necessary for this established in advance.
UW Initial Proposals
Article 2 – Union Membership; Dues Deduction
The Employer proposed updating this article to reflect the information currently provided in the rosters as well as cleaning up language that Workday was unable to provide.
Article 23 – Grievance Procedure
23.3 Contents
The Employer proposed updating the contents section of grievance filings to that filings would include a description of the events that occurred as well as the grievant(s) name and position.
23.4 Pay Status – Meetings
The Employer proposed including a new subsection that details how and when grievance related meetings would occur including requesting time off to attend and in which cases these meetings would count towards paid status.
23.8 Grievance Procedure
The Employer proposed that both parties would begin the scheduling process and provide availability to the arbitrator within 30 calendar days of the Union advancing the grievance to arbitration.
MOU – Panel of Arbitrators
The Employer proposed extending this MOU and striking a name from the list of arbitrators.
UW Counter Proposals
Article 31 – New Employee Orientation
In response to the Union’s proposal from the April 9 session, the Employer was unable to agree to extend Union Delegate portion of new employee orientations from 30 minutes to a full hour.
Next Steps
The next SEIU 1199NW and UW bargaining session is scheduled for May 14, 2025.