University of Washington Human Resources

RFPU-CIR: UW Negotiations Recap for May 27, 2025

RFPU-CIR: UW Negotiations Recap for May 27, 2025

Background

This recap details the eighth virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Resident and Fellow Physician Union-Committee of Interns and Residents/SEIU (RFPU-CIR). Recaps are published online on the UW Labor Relations website.

Tentative Agreements

NEW Side Letter: Prayer/Meditation Rooms
The Parties tentatively agreed to a new side letter which states that the Employer will maintain a website of available prayer/meditation rooms for all UW Medicine training sites and that the University will encourage non-University training sites to provide designated prayer or meditation space. The University will assist residents in locating an alternative space if applicable, and the Union may provide suggestions or assist in identifying appropriate locations.

Article 17: Management Rights
The parties tentatively agreed to maintain current contract language in this article.

Employer Costing

The Employer presented its calculations of the new costs associated with its counter proposals. The Employer’s counters equate to approximately $23,968,428 in new costs over the life of the CBA.

UW Counter Proposals

Article 3: Childcare
In response to the Union, the Employer proposed to increase the childcare fund to $85,000 per year on July 1, 2025. The Employer’s previous proposal was to increase the fund on July 1, 2026.

Article 4: Disciplinary Action and Just Cause
In response to the Union, the Employer included new language on disciplinary action. The proposal states that remediation actions indicated as “reportable” in the UW GME Remediation Policy and Grievance Procedure are considered discipline and that the Program will notify employees in writing of any remediation action.  The written notice would include the remediation status, the reasons for the status, the expectations that must be met to remediate the status, and the prescribed time frame to remediate. Additionally, the Employer proposed that Residents would have access to their individual personnel files pursuant to the terms of the Resident and Fellow Files Policy.

Article 21: Licensing and Professional Development and Funds
The Employer incorporated the Union’s proposed new title and formatting in this article. The Employer also included in this proposal the Union’s proposed strike to the language stating that Residents are encouraged to check the UW Library prior to purchasing a digital book. In response to the Union, the Employer proposed residents may roll over $2000 of unused professional development funds, which is an increase from the current contract language which allows for $1500. Additionally, the Employer included the Union’s addition of the TACLS to the list of exams that will be reimbursed, as well as the Union’s proposal stating that residents will be reimbursed for exams or certifications that must be retaken.

Article 22: Salary/Stipend
In response to the Union, the Employer proposed to increase the UW GME salary schedule by 2% on July 1, 2025; 2% on July 1, 2026; and 1% on July 1, 2027. The Employer’s previous proposal was 2% in 2025, 1% in 2026, and 1% in 2027. The Employer also proposed to increase the allowance to $9,500 on July 1, 2025 and to $10,000 on July 1, 2027. The Employer’s previous proposal on the resident allowance was to $9,500 on July 1, 2026.

Article 27: Scheduling
In response to the Union, the Employer proposed language which says that the Employer shall remain in compliance with all ACGME requirements pertaining to Resident work hours, schedules, and release time. The proposal also says that the Programs would ensure that the training requirements of all residents are fulfilled, including when accommodating leaves of absence. Finally, this proposal says that Program Effects of Leave policies should clearly outline when training extensions are required due to specialty board, ACGME, or program requirements.

Article 13: Leave – Miscellaneous
In response to the Union, the Employer proposed that absent exceptional circumstances, the Employer shall make efforts to ensure that residents receive a response acknowledging an accommodation request and initiating the interactive process within three (3) business days of request.

Union Counter Proposals

Article 24: Transportation
In response to the Employer, the Union proposed that residents will have onsite parking at University of Washington Medical Center (UWMC-Montlake and UWMC-Northwest), Harborview Medical Center (HMC), Seattle Children’s Hospital (SCH), Fred Hutchinson Cancer Center (FHCC), the VA Puget Sound Health Care System (VA), and other training sites. The Union also removed public transit from the list of modes of transportation that would receive its proposed new Environmental Incentive.

The Union introduced a new concept in this proposal that night and weekend parking would be free at HMC if residents exit the garage by 12:00PM, the current contract language is 8:00AM.

Union Package Proposal
The Union proposed a package in which all aspects of the proposal would need to be accepted as written in its entirety.

In this package, the Union proposed:

• Article 3: Childcare In this package, the Union responded to the Employer by reducing its proposal for childcare funds from $250,000 annually to $200,000 annually.
• Article 6: Fringe Benefits The Union reasserted much of its initial proposal from March 11, 2025 in this package. The Union would reduce its meals proposal from $22.00/meal in 2025 and $23.00/meal on July 1, 2026 to $20.00/meal in 2025 and $21.00/meal on July 1, 2026. The Union would also reduce its proposal for the cell phone stipend from $100/month to $50/month.
• Article 21: Professional Development and Licensing In this package, the Union proposed that the reimbursement per academic year would be $1800, which it had previously proposed as $2000. In response the Employer, the Union proposed that $2000 of unused professional development funds may be rolled over annually. Finally, the Union proposed that the University will completely (100%) reimburse for initial board certification and all board exam fees if it is a requirement of the residency or fellowship program that a trainee be board certified. Previously, the Union had proposed that all residents would be reimbursed regardless of program requirements.
• Article 22: Salary/Stipend In response to the Employer, the Union proposed to increase the UW GME salary schedule by 12% on July 1, 2025; 11% on July 1, 2026; and 11% on July 1, 2027. The Union reasserts its proposal for a new $12,000 housing allowance in this proposal.

Next Steps
The next RFPU-CIR and UW bargaining session is June 5, 2025. The parties agreed the next session will be held virtually.