SEIU 1199NW – UW Negotiations Recap for June 3, 2025
Background
This recap details the 13th 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.
Tentative Agreements
The parties tentatively agreed to the following:
Article 48 – Washington Family Medical Leave Program
The parties agreed to housekeeping edits only.
SEIU 1199NW Initial Proposals
Article 15 – Committees
15.3 HMC Health and Safety Committee.
The Union proposed to increase the amount of employee representatives in this committee from two to four. Additionally, the Union proposed to include that this committee would be re-established within six months of ratification and would meet on a quarterly basis. The Union proposed that this committee would produce twice yearly reports to include at least the following information:
- Code Gray incidents
- Code Silver incidents
- Code Pink incidents
- BERT Team responses
- Security Department FTE and recruiting report
- Weapons found on hospital grounds
- Weapons found inside hospital and/or clinic facilities
- Significant ED Security Events
- Security Events without a code called within the hospital or clinics
- Outside law enforcement responses to HMC facilities
- Security-related PSNs
Article 45 – Wages and Other Pay Provisions
45.14 Preceptor
The Union proposed to include Speech Language Pathologists in the job classifications that could serve as a preceptor.
45.17 ECMO (Extracorporeal Membrane Oxygenation) Care Providers
The Union proposed to move the MOU – ECMO Premium into the body of the agreement. This proposal maintains the $4 per hour premium and the eligible job classifications.
45.18 PICC (Peripherally Inserted Central Catheters) Team
The Union proposed a new subsection that would allow for RN2s and RN3s designated as PICC Team would receive a $4 per hour IV premium for all hours worked.
45.19 MSN/MN Premium
The Union proposed a new subsection that would allow for an RN who attained a Master of Science in Nursing (MSN) or a Master of Nursing (MN) degree would receive a one step pay increase.
45.20 Stat Nurse
The Union proposed a new subsection that would allow for nurses designated as Stat RNs would receive float pay as well as Charge nurse pay for all hours worked.
New MOU – SANE/FNE Nurses
The Union proposed that the case rate would be $400 regardless of the number of hours spent on the case. The Union proposed that SANE/FNE nurses would receive the case rate payment in addition to their current rate of pay. Additionally, the Union proposed that the case rate would be evaluated annually for a possible increase or more often if the scope of work or geography expanded.
New MOU – RN Career Ladder Work Group
The Union proposed that within six months of ratification, the Employer would establish a RN Career Ladder Work Group. This work group would meet monthly to develop strategies regarding RN career advancement and recognition.
New MOU – APP Council Paid Time
The Union proposed a new MOU so that APP Council time and sub-committee work would be considered work time and would be paid at the regular rate of pay. Additionally, this time would not count towards Rest Between Shift or the Shift Break Premium in Article 9.9 and it would not count towards the calculation of overtime. Finally, the Union proposed that council members would be given release time for council meetings scheduled during work shifts.
New MOU – APP Moonlighting
The Union proposed a new MOU so that APPs could receive the same moonlighting compensation rate as faculty, fellows, or resident physicians. Additionally, the Union proposed that moonlighting rates would be subject to the department’s published schedule. Should the department modify their rates, the Union proposed the Employer would notify the Union.
New MOU – APP Promotional Pathway
The Union proposed a new MOU where within six months, the Employer would establish a Promotional Pathway Workgroup for APPs to develop strategies to recognize and define responsibilities that fall outside of direct patient care. The Union proposed a meeting cadence and schedule that would result in submitting written recommendations to the Executive Leadership Team. Additionally, once the Executive Leadership Team responded, the workgroup would reconvene to discuss the next steps. Finally, within three months after implementation of agreed-upon recommendations, the Union proposed that the workgroup would reconvene again to assess and evaluate effectiveness.
New MOU – APP Executive Leadership
The Union proposed a new MOU detailing the recognition and support of Advanced Practice Providers (APPs), Nurse Practitioners (NPs) and Physician Assistants (Pas) within the executive governance structure of HMC. The Union proposed that HMC would maintain the position of Chief APP and this person would serve as the formal liaison between APPs and hospital administration.
SEIU 1199NW Counter Proposals
Article 10 – Bargaining Unit Classes/Definitions
10.2 Licensed/Certified Employees
In response to the Employer’s proposal on May 2nd, the Union proposed that employees placed on leave without pay if they do not have the required current license or certification could not be subject to dismissal. Additionally, the Union proposed that employees could not be placed on leave without pay for not having the required certification.
UW Initial Proposals
Article 10 – Bargaining Unit Classes/Definitions
10.2 Licensed/Certified Employees
The Employer proposed striking the references to Airlift Northwest as Article 47 – Airlift Northwest contains more accurate information regarding ALNW nurses and their licensure.
Article 13 – Scholarship Fund – Tuition Exemption Program
The Employer proposed housekeeping edits only.
Article 17 – Vacation Schedule
The Employer proposed language that would clarify the current process regarding vacation time off accumulation, excess, and cash payment. This clarification details what would happen in the case of involuntarily exceeding the 280-hour limit and voluntarily exceeding the limit.
Article 36 – Corrective Action/Dismissal Process
Informal Coaching
The Employer proposed clarifying that verbal counseling between employee and immediate supervisor would not be considered corrective action. The supervisor could follow up the informal coaching in writing, but this would not be placed in the employee’s file. Additionally, informal coaching would not be grievable.
36.2 Representation During Investigations
The Employer proposed to clarify that a union representative meant a single union representative and the employee could still request the right for a representative at an investigatory interview.
36.6 Investigations
The Employer proposed that upon scheduling of an investigation meeting, the Employer would notify the employee of the subject of the investigation.
Article 44 – Classifications and Reclassifications
44.2.B
The Employer clarified that an employee occupying a position that is reallocated to a class with a lower salary range, they would be placed at a step on the new range closest to but less than their current rate of pay up to maximum auto step. The Employer also clarified that if the employee’s current salary was above the maximum auto step, their salary would be y-rated (frozen) until the new range caught up.
44.2.C
The Employer proposed to include language clarifying if an employee was reallocated to a class with a higher salary range, the progression start date would then be the first of the current month for effective dates falling within the first pay period of the month or would be the first of the following month for effective dates within the second pay period of the month.
44.2.E
The Employer proposed that the Union could propose a new classification with appropriate justification and the Union and the Compensation Office would meet and discuss it within 60 days.
Finally, the Employer also proposed that it would notify the Union of any proposed reclassifications into non-bargaining unit positions at least 30 days prior to implementation.
Appendix VIII – PA-ARNP New Hire Wages
The Employer proposed edits to this appendix to reflect the current practice of UW Recruiting. These edits would include a proposal to strike that newly graduated Pas or NPs without related health care experience would start at Step A and these edits would eliminate the extra step for a Masters.
MOU – Reclassification of Imaging Technologist – Angiography to Interventional Cardiovascular Technologists
The Employer proposed letting this MOU expire as it had already been implemented last cycle.
Side Letter A – Parking/UPASS/RN Work
The Employer proposed edits within this Side Letter regarding parking at HMC. Since parking was under the jurisdiction of King County, the Employer proposed to strike the references to the HMC Parking Committee.
Side Letter E – Diversity and Inclusion
The Employer proposed housekeeping edits to this Side Letter as well as to strike the language regarding Facilities at HMC since facilities were not under the jurisdiction of UWMC at HMC.
Side Letter F – Tracking Discrimination and Bias
The Employer proposed housekeeping edits to this Side Letter only.
New Side Letter – Actual Time Reporting
The Employer proposed that the Employer could begin migrating to an actual time reporting system and that it would provide 6 months’ notice to the union prior to implementation.
UW Counter Proposals
Article 10 – Bargaining Unit Classes/Definitions
10.2 Licensed/Certified Employees
In response to the Union’s proposal, the Employer maintains that employees ineligible for work would still be subject to corrective action up to and including dismissal. Additionally, the Employer proposed clarifying that with regards to expired licenses or certifications, medical staff credentials (APPs only), and when certifications were required for employment would make an employee ineligible to work.
New MOU – SANE/FNE Nurses
In response to the Union’s proposal, the Employer proposed striking that case rates would be evaluated outside of the contract cycle.
New MOU – Nursing Advancement Exploration Group
In response to the Union’s proposal regarding the New MOU – RN Career Ladder Work Group, the Employer proposed that this workgroup would be called the Nursing Advancement Exploration Group allowing it focus on a broader range of topics than career ladder advancement and would produce a report for the Nursing Executive Board by January 1, 2027.
Next Steps
The next SEIU 1199NW and UW bargaining session is scheduled for June 4, 2025 and will be held in person.