SEIU 1199NW – UW Negotiations Recap for May 14, 2025
Background
This recap details the ninth 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 8 – Compensation
8.7 Salary Schedules and Premiums
The Union proposed that effective July 1, 2025, salary ranges would be increased by 3%; the Union also proposed that effective July 1, 2026, salary ranges would be increased by 2%. Additionally, prior to the July 1, 2025, proposed increase, salary ranges described in 45.12.A would be increased by an additional $5 per hour. The Union also proposed that wage scales would be extended to include Step W, if Step W did not already exist. The Union proposed that no employee represented by SEIU 1199NW would make less than $30 an hour. Additionally, the Union proposed to remove “ghost steps” from salary ranges. Finally, the Union proposed that each reference to differentials and premiums in this contract would reflect the highest dollar amount for that differential or premium throughout UW, regardless of the job classification.
Appreciation Bonus
The Union proposed that represented employees would receive an additional $5000 appreciation bonus, prorated for employees below 0.9 FTE, with the exception that per diem employees would receive a bonus of $1000. The Union proposed that this appreciation bonus would be paid in the first pay period of the after July 1, 2025, and paid again after July 1, 2026.
UW Initial Proposals
Article 4 – Definitions
The Employer proposed updating this article to reflect that many of the definitions were now addressed in other articles and new proposals.
Article 13 – Medical and Insurance Benefits
The Employer proposed updating this article to reflect the changes made at the state level bargaining table. This would include the new language regarding stand-alone vision plans, the increase from $250 to $300 for Employer funded Flexible Spending Accounts (FSA), and the salary change for employees who would qualify for FSAs.
Article 18 – Civil/Jury Duty Time Off and Bereavement Time Off
18.2 Bereavement Time Off
The Employer proposed to increase bereavement days off from three to five. Additionally, the Employer proposed including loss of pregnancy as well as expanding the definition of family member to include populations that may be considered family but might not be biological relatives.
Appendix G – Job Series
The Employer proposed structuring the layoff units listed in this appendix to focus more specialties with consideration to location rather than the current structure of job classifications.
MOU – Pre-Scheduled Voluntary Double-Time Shift Incentive for Critical Staffing Needs
The Employer proposed to delete this out-of-date MOU.
New MOU – Facilitated Mediation
The Employer proposed a new MOU that, if agreed upon, would detail the beginning of the conversation between impacted parties to decide upon, and implement, a new system-wide float pool.
Next Steps
The next SEIU 1199NW and UW bargaining session is scheduled for May 29, 2025, and will be held in-person.