University of Washington Human Resources

SEIU 1199NW – UW Negotiations Recap for June 4, 2025

Background
This recap details the fourteenth 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.

SEIU 1199NW Initial Proposals

Article 37 – Nonpermanent and Intermittent Employees
37.7.G Certification Compensation
The Union proposed that the certification premium of $1.25 per hour could be applied to two eligible certifications so that employees could receive this premium twice, for different certifications.

Article 45 – Wages and Other Pay Provisions
45.15 Certification
The Union proposed that the certification premium of $1.25 per hour could be applied to two eligible certifications so that employees could receive this premium twice, for different certifications.

Speech Language Pathologists (SLPs)
The Union proposed that SLPs certified in a specialty area by a national organization and working in that area of certification would be paid a premium. The Union’s proposal also details which certifications could be included and how SLPs would be paid.

Article 47 – Airlift Northwest
47.27 Certification Pay
The Union proposed that the certification premium of $1.25 per hour could be applied to two eligible certifications so that employees could receive this premium twice, for different certifications.

New MOU – Longevity Bonus
The Union proposed a $7000 lump sum to be paid to employees upon ratification who have been employed for 20 years or more. Additionally, the Union proposed that for each anniversary date of 25 years, 30 years, 35 years, 40 years, 45 years, and 50 years, employees would receive an additional $7000.

New MOU – TI Credit Audit
The Union proposed to include a new MOU detailing that if employees believe their wage rate is incorrect, they could contact Labor Relations to have it corrected.

UW Initial Proposals

Article 45 – Wages and Other Pay Provisions
45.3 Periodic Increments (Salary Step Increments)
The Employer proposed to include clarifying language that would apply to situations where an employee was reclassed to an existing class with a lower salary range. In this proposal, the employee would be placed on a step in the new range which is closest to the current salary not to exceed the top automatic step of the new range.
45.4 Employee Recruitment and Retention Step Increases
The Employer proposed a new subsection to include language that would allow the Employer to approve additional step increases at any time.
45.5 Job Profile
The Employer proposed a new subsection where the Employer could increase the salary of classifications that are experiencing recruitment and, or, retention problems with 30 days’ notice to the Union.
45.10 Pre-Scheduled Voluntary Overtime
The Employer proposed language to clarify the posting for pre-scheduled overtime. This language details when pre-scheduled overtime would be paid, how shift differentials and additional compensation are calculated, what would happen if cancelled, and which pay provisions could be bundled with pre-scheduled voluntary overtime.
45.12 Salary Schedules and Premiums
The Employer proposed that effective July 1, 2025, salary ranges would be increased by 3%; additionally, effective July 1, 2026, salary ranges would be increased by an additional 2%. The Employer was unable to agree to other provisions previously passed by the Union regarding Article 45 – Wages and Other Pay Provisions.
Premiums
The Employer proposed cleanup in the premiums tables that included adding a table for just the ALNW Bargaining Unit. Additionally, the Employer proposed including the Alaska base premium of 5%. Both provisions were previously included in Article 47 – Airlift Northwest.
The Employer also proposed striking references to substitute lead pay in favor of using the TSI process to pay for temporary salary increases.

45.15 Certification
The Employer proposed to include language addressing eligible profiles certified in a specialty area and working in that area would receive a premium if approved by the Associate Administrator or their designee. The Employer maintains that employees would only be eligible for one certification premium. In this section, the Employer’s proposal was intended to consolidate the multiple paragraphs into one statement with a list of eligible positions. The eligible positions included:

• RN2s
• RN3s
• Imaging Technologists/Diagnostic Medical Sonographers
• Respiratory Care/Lead/Specialists
• Anesthesia Techs
• Electroneurodiagnostic Technologists
• Imaging Technologist Supervisors and Imaging Technologist Education QAs
• PA-ARNPs

New MOU – Speech Language Pathologist Market Increases
The Employer proposed a new MOU detailing pay range increases for Speech Pathologists in multiple job classifications to be moved at least two steps up their range in the BC pay table. This MOU would be effective no more than 45 days following ratification.

New MOU – Language Pay
The Employer proposed a new MOU regarding a language pay premium and which employees would be eligible. This MOU details the difference between Formal Bilingual Staff, Required Bilingual Staff, and the pre-existing Medical Interpreter position. In this proposal, the Employer would determine the top 5 languages used at each hospital. The Employer could also identify additional languages for specific clinics or services. The Employer proposed language that details the process for approval, using their language skills while conducting their own job, and clarifying that these employees are not authorized to act as a third party interpreter.

Next Steps
The next SEIU 1199NW and UW bargaining session is scheduled for June 11, 2025, and will be held in person.