Labor Relations

UW – WSNA Montlake/Northwest Joint Negotiations Recap for May 22, 2025

This recap details the ninth session for the renewal of the collective bargaining agreement (CBA) between the UW and WSNA Montlake & WSNA Northwest.

Employer Initial Proposals

On the following Montlake contract provisions, the Employer proposed to maintain current contract language:

  • Preamble
  • Article 1 – Purpose
  • Article 2 – Nondiscrimination
  • Article 4 – Recognition
  • Article 12 – Holiday and Vacation Time Off
  • Article 13 – Family Medical Leave and Parental Leave
  • Article 18 – Employee Facilities
  • Article 21 – Seniority, Layoff, and Rehire
  • Article 23 – Worker’s Compensation Leave
  • Article 24 – Management Rights and Responsibilities
  • Article 25 – Performance of Duty
  • Article 26 – Complete Understanding
  • Article 27 – Insurance and Pension
  • Article 28 – Savings Clause
  • Appendix I – Pay Tables
  • MOU – Premiums at UWMC-Montlake
  • MOU – Public Records Requests and Privacy
  • MOU – Standby
  • MOU – Voluntary Float Between Montlake and NW Campuses
  • MOU – Voluntary Standby in the Perinatal Daily and Neonatal ICU Unit

On the following Northwest contract provisions, the Employer proposed to maintain current contract language:

  • Preamble
  • Article 1 – Recognition
  • Article 10 – Holiday and Vacation Time Off
  • Article 12 – Medical and Insurance Benefits
  • Article 14 – Family Medical Leave Act and Parental Leave
  • Article 18 – Management Responsibilities
  • Article 19 – Uninterrupted Patient Care
  • Article 20 – General Provisions
  • Appendix A – Training Agreement
  • Appendix E – Pay Table
  • MOU – BSN Scholarship Program
  • MOU – Open Shifts
  • MOU – Voluntary Float Between UWMC-NW and Montlake Campuses
Employer Counter Proposals

Employment Practices (Montlake Article 11 & Northwest Article 5) – The Employer rejected the Union’s proposal to create exclusive Workplace Violence Committees for both UWMC-Montlake and UWMC-Northwest, and alternatively proposed language stating that WSNA may request a separate JLM to discuss workplace violence issues specific to each campus. In response to the Union’s proposal to allow 4 RNs to serve on the Montlake committee and 3 RNs on the Northwest committee, the Employer counter proposed to allow 2 RNs from both campuses to serve on the Workplace violence committee, totaling 4 total WSNA-represented RNs. The Employer also proposed to add language stating that additional members may be invited to attend committee meetings on an ad hoc basis.

Nonpermanent and Intermittent (Formerly Per Diem) Nurses (Montlake Article 30 & Northwest Article 22) – In response to the Union’s proposal around hours worked for nonpermanent and intermittent employees for just cause eligibility, the Employer counter proposed language clarifying the current practice and stating that hours worked in a permanent position prior to moving into a nonpermanent or intermittent position do not count towards the 1,872 hours threshold for just cause eligibility.

Next Steps

The next UW and WSNA bargaining session is scheduled for Tuesday, May 27, 2025, and will be held via Zoom. This session will be with WSNA-Montlake only.