Labor Relations

RFPU-CIR: UW Negotiations Recap for June 5, 2025

Background

This recap details the ninth 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

Article 1: Definitions
The parties tentatively agreed that that programs may choose to use the term Lead or Executive Resident rather than Chief Resident. Employees who are designated as Lead or Executive Residents will be entitled to the same compensation and benefits as Chief Resident.

Article 4: Disciplinary Action and Just Cause
The parties tentatively agreed that that programs will notify employees in writing of any remediation action listed in the UW GME Remediation Policy and Grievance Procedure.  The written notice will 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. The Union and Employer also agreed that residents will have access to their individual personnel files.   

Article 5: Dues Deduction and RFPU Membership
The parties tentatively agreed that the Employer would allow voluntary payroll deduction to COPE, the Union’s political action fund.

The parties agreed to new language which states that if a new Resident does not attend the GME orientation, the Union may request access to the employee during the employee’s regular work hours to present information about the Union within ninety (90) days of the employee’s start date. The Employer will provide the Union this access at the employee’s regular worksite or virtually, and will be for no less than thirty (30) minutes. Additionally, upon written request by Union staff, any program may accommodate a twenty (20) minute union presentation during a program orientation (at the employee’s regular worksite or virtually) within 60 days of the start of the academic year.

Article 10: Time Off – Bereavement
The Union and Employer agreed that residents would be granted up to 5 days of paid bereavement time off for the loss of pregnancy or death of a family member. This is an increase from current contract language which grants up to 3 days paid bereavement. The parties also agreed to an expanded definition of family member for the purpose of paid bereavement time off which includes the definition from Article 15 Time Off Sick (cited below). Lastly, the Employer and Union tentatively agreed to new language that bereavement time off requests will not be unreasonably denied.  The parties also agreed to a new process in which bereavement time off requests that are denied may be appealed to the GME office.  The GME office will make a good faith effort to review appeals within one (1) business day.

Article 13: Leave – Miscellaneous
The parties agreed to housekeeping edits in this article, as well as new language regarding disability accommodations. The UW and CIR-NW tentatively agreed that that a resident may choose to include their Program Director on an accommodation request to the DSO.  The parties agreed that, absent exceptional circumstances, the Employer shall make efforts to ensure that residents receive a response acknowledging the request and initiating the interactive process within three (3) business days of requesting accommodation.

Article 15: Time Off – Sick
The parties agreed that sick time off may be used two cover two new types of absence: after the declaration of an emergency by a local or state government or agency, or by the federal government; and for domestic violence, sexual assault, or stalking covered absences.

The parties agreed to an expanded definition of family member for the purpose of sick time off which includes: the employee’s spouse or same or opposite sex domestic partner, child, parent, grandparent, grandchild, or sibling. Also, individuals in the following relationships with the employee’s spouse or domestic partner: child, parent, or grandparent. Child also includes a child of a legal guardian or de facto parent, regardless of age or dependency status and those to whom the employee is “in loco parentis” or “de facto” parent as well as a child of a legal guardian or de facto parent. Parent and Parent-in-law also includes de facto parent, foster parent, stepparent, or legal guardian. The definition also includes any individual who regularly resides in the employee’s home or where the relationship creates an expectation that the employee care for the person, and that individual depends on the employee for care. “Family member” does not include an individual who simply resides in the same home with no expectation that the employee cares for the individual.

For the purpose of domestic violence, sexual assault, or stalking absences, “family member” also includes a person with whom the employee has a dating relationship as defined in RCW 49.76.020.

NEW Article 25.5: Union Business Activities
The parties tentatively agreed to add a new citation in Article 25, Section 25.5 Union Business Activities. The parties had previously proposed this section as a new article and as side letter.

The new Article 25.5 states that residents who intend to absent themselves from work for the purpose of attending and participating in Union business functions or programs, such as meetings, conventions, seminars, or other authorized meetings may do so with supervisory approval, which will not be unreasonably denied. The Resident may use time off consistent with their program leave policy and must submit the request in writing.

Article 26: Duration
The parties agreed that the new CBA shall become effective upon ratification or July 1, 2025, whichever is later and remain in force through March 31, 2028.

The Union and Employer agreed to begin bargaining the future CBA earlier, now either party may request negotiation of a successor Agreement starting April 1, 2027 and bargaining will begin no later than December 15, 2027. Unless otherwise specified, the parties agree that none of the provisions of the subsequent collective bargaining agreement will be implemented prior to July 1, 2028.  

Article 27: Scheduling and Work Hours Compliance
The University and Union tentatively agreed to add a variety of new aspects regarding scheduling to this article, generally codifying the current ACGME requirements. The parties also agreed that programs are required to develop policies and procedures regarding clinical coverage system(s) when clinical care needs exceed the resident ability or when a resident may be unable to attend work due to paid time off or a leave of absence.  The Program would ensure that the training requirements of all residents are fulfilled, including when accommodating leaves of absence.

The parties also agreed to add a new section which states that Program Effects of Leave policies should clearly outline when training extensions are required due to specialty board, ACGME, or program requirements. The parties agree that Programs and Residents are expected to communicate about the potential impacts of leave on the training timeline and extension of training.

UW Counter Proposals

Employer Package Proposal
The Employer proposed a package in which all aspects of the proposal would need to be accepted as written in its entirety. In this package, the Employer proposed:

  • 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 and to $95,000 per year on July 1, 2026. The Employer’s previous proposal was to increase the fund once on July 1, 2025 to $85,000. The fund is currently $75,000 each year.
  • Article 6 Fringe Benefits: The Employer reasserted its counter proposal from May 13, 2025.
  • Article 12 Time Off Holidays: The Employer proposed this Article would remain current contract language.
  • Article 16 Time Off Vacation: The Employer reasserted its counter proposal from May 13, 2025.
  • Article 21 Professional Development and Licensing: The Employer reasserted its counter proposal from May 27, 2025.
  • Article 22 Salary/Stipend: In response to the Union, the Employer proposed that if the contract is ratified before July 10, 2025, the UW GME salary schedule would be increased by 2% on July 1, 2025; 2% on July 1, 2026; and 2% on July 1, 2027. The Employer’s previous proposal was 2% in 2025, 1% in 2026, and 1% in 2027. The Employer maintained its proposed to increase the allowance to $9,500 on July 1, 2025 and to $10,000 on July 1, 2027, if the contract is ratified by July 10, 2025.
  • Article 24 Transportation: The Employer reasserted its counter proposal from April 22, 2025.

Union Counter Proposals

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 $200,000 annually to $150,000 annually.
  • Article 6 Fringe Benefits: The Union reasserted its counter proposal from May 27, 2025.
  • Article 21: Professional Development and Licensing The Union reasserted its counter proposal from May 27, 2025.
  • Article 22: Salary/Stipend The Union reasserted its counter proposal from May 27, 2025.

Next Steps

The next RFPU-CIR and UW bargaining session is June 25, 2025. The parties agreed the next session will be held virtually.