UW & SEIU 1199NW RHH Negotiations Recap for June 12, 2025
Background
This recap details the second virtual session for the negotiation for the 2025-2027 collective bargaining agreement between the UW and SEIU 1199NW Research/Hall Health. Recaps are published online on the UW Labor Relations website.
SEIU 1199NW RHH Initial Proposals
Article 6 – Bargaining Unit Classes / Definitions
The Union proposed that a certified employee would be eligible for up to two certification premiums up from one.
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.
UW Initial Proposals
Article 9 – Wages and Other Pay Provisions
The Employer proposed the following across-the-board increases for all SEIU 1199 represented employees, over the current salary ranges.
- July 1, 2025, a 2% increase
- July 1, 2026, a 1% increase
Article 11 – Vacation Schedule
The Employer proposed housekeeping edits to clarify the vacation time off maximum is 280 hours.
Article 14 – Union Activities
The Employer proposed that all requests for information regarding the bargaining unit by the Union would be submitted in writing to the Office of Labor Relations (laborrel@uw.edu). Requests would clearly identify what information is being sought and include the reason for the request. Requests would not normally extend more than twenty-four (24) months prior to the date of the request. When the Union submits a request for information that the Employer believes is unclear or unreasonable, or which requires the creation or compilation of a report, the Employer would contact the Union and the parties would discuss the scope and costs associated with the request and the amount the Union would pay for receipt of the information.
Article 15 – Sick Leave
The Employer proposed housekeeping edits changing references to sick leave to sick time off. The Employer proposed adding under reasons for sick time off usage if the employee or the employee’s family member is a victim of domestic violence, sexual assault, or stalking as defined in RCW 49.76.020. The Employer proposed clarifying language around VEBA.
Article 33 – Duration of Agreement
The Employer proposed a two year contract in effect until June 30, 2027.
Article 41 – Civil/Jury Duty Time Off and Bereavement Time Off
The Employer proposed expanding Bereavement time off from three days to five days and matching the definition of family member from the sick time off article.
Article 44 – Nonpermanent and Intermittent Employees
The Employer proposed raising the BSN premium for nonpermanent and intermittent employees from $.50 to $1.00.
The Employer proposed housekeeping edits to the following articles:
Article 2 – Nondiscrimination
Article 18 – Classifications
Article 26 – Grievance Procedure
MOU- Tracking Discrimination and Bias
The Employer proposed to strike the following article as it is out of date:
Side Letter A- Diversity and inclusion
UW Counter Proposals
Article 6 – Bargaining Unit Classes / Definitions
In response to the Union, the Employer proposed that all employees in the bargaining unit would be eligible for certification pay.
Article 7 -Hours of Work and Overtime
In response to the Union, the Employer proposed that overtime hours shall be compensated on a salary payment basis, unless the employee requests compensatory time (at the rate of one and one-half (1-1/2) times the hours worked) in lieu of pay. Employees could accrue up to a forty (40) hours of compensatory time off each fiscal year.
Article 8 – Educational and Professional Development
In response to the Union, the Employer proposed that Elective Educational and Professional Leave could be used for no cost, scheduled classes and training through UW Medicine.
SEIU 1199NW RHH Counter Proposals
The Union rejected the Employers initial proposal in Article 14 – Union Activities.
Tentative Agreements
The parties agreed to TA the following articles as current contract language:
Preamble
Article 1 – Purpose
Article 3 – Affirmative Action
Article 4 – Recognition/Employer
Article 12 – Employment Practices
Article 13 – Holiday
Article 16 – Committees
Article 17 – Employee Facilities
Article 19 – Reclassification
Article 20 – Corrective Action/Dismissal Process and/or Resignation
Article 21 – Seniority, Layoff, Rehire
Article 22 – Job Posting & Transfer
Article 23 – Worker’s Compensation Leave
Article 24 – Management Rights and Responsibilities
Article 25 – Performance of Duty
Article 29 – New Employee Orientation
Article 30 – Health and Safety
Article 31 – Subordination of Agreement and Saving Clause
Article 35 – Parking and Transportation
Article 36 – Reasonable Accommodation of Employees with Disabilities
Article 37 – Miscellaneous Leave
Article 38 – Family Medical Leave Act and Parental Leave
Article 39 – Unpaid Holidays for a Reason of Faith of Conscience
Article 40 – Absence Due to Family Case Emergencies
Article 42 – Leave Related to Domestic Violence, Sexual Assault or Stalking
Article 43 – Military Leave
Next Steps
The next UW & 1199NW RHH bargaining session is scheduled for June 24, 2025 and will be held virtually.