UW & SEIU 1199NW RHH Negotiations Recap for May 20, 2025
Background
This recap details the first virtual session for the negotiation for the 2025-2027 collective bargaining agreement between the UW and SEIU 1199NW Research/Hall Health. Recaps are published online on the UW Labor Relations website.
SEIU 1199NW RHH Initial Proposals
Article 9 – Wages and Other Pay Provisions
The Union proposed the following across-the-board increases for all SEIU 1199 represented employees, over the current salary ranges.
- July 1, 2025, a 3% increase to pay tables BQ and BR.
- July 1, 2026, a 2% increase to pay tables BQ and BR
MOU- Recruitment and Retention Wage Increases
The Union proposed effective July 1, 2025, all represented employees who hold a position currently assigned to pay tables B2, B9, and BW be moved to pay tables BR and BQ.
The Union proposed effective the first full pay period following July 1, 2025, represented employees would receive a five thousand dollars ($5,000) appreciation bonus, prorated for represented employees that work less than a .9 FTE.
The Union proposed effective the first full pay period following July 1, 2026, represented employees would receive a five thousand dollars ($5,000) appreciation bonus, prorated for represented employees that work less than a .9 FTE.
The Union proposed effective July 1, 2025, pay tables BQ and BR would be increased by five dollars ($5) per hour prior to the proposed increases in Article 9.
The Union proposed pay tables BQ and BR that currently end before step W would be expanded to go to step W. Future tops steps would be 3% higher than the previous step.
Article 6 – Bargaining Unit Classes / Definitions
The Union proposed new language regarding what qualifies as preceptor. The Union proposed that a preceptor is defined as an experienced RN2 specifically responsible for planning, organizing, and evaluating the new skill development of an employee, traveler, or a senior student fulfilling their practicum, according to the unit’s plan for orientation. They are responsible for specific, criteria based and goal directed education and training for a specific period. And they function as a role model, teacher, evaluator and resource person.
Article 7 -Hours of Work and Overtime
The Union proposed language that would allow all bargaining unit members to request to accrue compensatory time in lieu of overtime payment.
Article 8 – Educational and Professional Development
The Union proposed language that on a quarterly basis all bargaining unit members would be provided with a list of all scheduled classes and trainings taking place at UWMC and Harborview and that all classes would be provided without cost to bargaining unit employees.
UW Initial Proposals
Article 5 – Union Membership, Dues Deduction, and Status Reports
The Employer proposed housekeeping edits to better align the rosters language with what is currently provided to the Union after each pay period.
Article 27 – Mandatory Subject
The Employer proposed to lower the amount of time before implementation can happen of a mandatory subjects change in the event the Union does not request negotiations from 60 days to 30 days.
Article 28 – Health Care Benefits Amounts
The Employer proposed updating the dates to reflect the next biennium.
MOU- Salary Overpayment Recovery
The Employer proposed making this MOU an article and updating the method of payback definition to be active employees can payback the overpayment using voluntary wage deduction or vacation (if under 280 hours only) or compensatory time balances and separated employees can payback using cash or check.
The Employer proposed housekeeping edits to the following articles:
Article 10 – Tuition Exemption Program
Article 32 – Washington Family Medical Leave Program
MOU: Panel of Arbitrators
Side Letter C- U-PASS
The Employer proposed to strike the following articles:
MOU-Vacation Scheduling at Hall Health
Next Steps
The next UW & 1199NW RHH bargaining session is scheduled for June 12, 2025 and will be held virtually.