University of Washington Human Resources

SEIU 1199NW – UW Negotiations Recap for June 17 & June 18, 2025

Background
This recap details the seventeenth and eighteenth sessions 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 18 – Sick Leave
The parties agreed to housekeeping language updates throughout this article.
18.2 Sick Time Off – Use
The parties agreed to move verification to a new subsection. The parties also agreed to expand the allowed use of sick time off to include when the employee or their family member is a victim of domestic violence, sexual assault, or stalking. As well as including time to prepare for, or participate in, any judicial or administrative immigration proceedings involving the employee or employee’s family member.
18.4 Verification
The parties agreed to a new subsection that states the Employer would not require verification for absences of three consecutive works days or fewer. Such verification or proof would be provided to the supervisor/manager or human resources according to departmental policy. The Employer would not make unreasonable requests for sick time off verification.
18.5 Sick Time Off – Compensation For
The parties agreed that the attendance incentive program, allowing eligibly employees whose sick time off balances exceed 480 hours as of January 1^st, to be compensated for any accrued and unused sick time off during the previous calendar year. Cash-outs would be allowed once a year during the month of January. Additionally, employees who separate from state service due to retirement or death would have their unused sick time off, at the rate of 25%, deposited into a Health Reimbursement Account (HRA) through Voluntary Beneficiary Associate (VEBA). Additionally, no contributions would be made into the retirement system (DRS), nor any other retirement system, for payments under this subsection, nor are such payments reported as compensation for retirement purposes.

Article 26 – Civil/Jury Duty Leave and Bereavement Leave 
The parties agreed to housekeeping language updates throughout this article.
26.1 Civil Duty
The parties agreed to include language that states employees would not get paid civil duty time off for legal actions that they initiate or that name the employee as a defendant in a private legal action unrelated to their University employment.
26.2 Bereavement Time off
The parties agreed to increase the bereavement time off days from three to five. Additionally, they agreed to include the loss of pregnancy as a reason someone could use bereavement time off. Finally, the parties agreed to update the definition of family member so that it matches the current Washington State definition.

Article 28 – Health Insurance and Pension
The parties agreed to update this article to reflect what was agreed to at the state table.

SEIU 1199NW Initial Proposals

New MOU – Contract Extension
The Union proposed extending the provisions of the 23-25 agreement past the original expiration date of June 30, 2025, to July 30, 2025. This proposal includes all provisions regarding grievances, arbitration, strikes, and lockouts.

SEIU 1199NW Counter Proposals

Article 37 – Nonpermanent and Intermittent Employees
37.3 Nonpermanent Hourly and Nonpermanent Fixed Duration Appointments
In response to the Employer’s proposal on April 9, 2025, the Union proposed to strike that conclusion of these appointments would not be subject to Article 6 – Grievance Procedure and Article 38 – Seniority, Layoff, Rehire.
37.5 Hours of Work and Overtime
In response to the Employer’s proposal on April 9, 2025, the Union proposed that temporary/intermittent employees would have access to overtime and double-time when those incentive shifts are offered.
Minimum Work Availability
In response to the Employer’s proposal on April 9, 2025, the Union rejected that intermittent and nonpermanent employees’ four shifts of availability would match the open shift needs of the department. The Union proposed that employees make a good faith effort to provide four shifts that match the open shift needs of the department, but the Employer would need to provide the needs prior and there must be at least ten shifts to choose from. The Union also proposed including the language that cancelled shifts would count as an available shift. Additionally, the use of sick time and/or vacation could count as available shifts.
Weekend Availability
The Union proposed halving the weekend availability minimums so that if an employee was working less than 20 hours per week, the weekend availability would be 1 shift per 4 four week schedule period (down from 2 shifts); and in the cases where an employee was working more than 20 hours per week, the weekend availability would be 2 shifts (down from 4) per 4 week schedule period.
37.7 Compensation
Standby
The Union maintained their proposal from April 23, 2025, on standby premium language changes.
Float
In response to the Employer’s proposal on April 9, 2025, the Union proposed that intermittent and nonpermanent employees would be eligible for the float premium.
Premiums
The Union proposed removing all premium tables and replacing them with language that intermittent and nonpermanent employees would have the same eligibility premiums as employees in regular positions in the same classification.
37.8 Training
In response to the Employer’s proposal on April 9, 2025, the Union rejected that intermittent and nonpermanent employees would not qualify for elective educational and professional leave or education support funds. Additionally, the Union proposed including that intermittent and nonpermanent employees would be eligible as defined in Article 11 – Educational and Professional Development and hours at a rate commensurate with the approximate FTE worked and no less than 30% of the benefit.
37.14 Corrective Action
The Union proposed removing the language in this subsection that would make this section pertain to just registered nurses in intermittent positions. Instead, the Union proposed that this subsection would pertain to all employees.
37.15 Miscellaneous Leave
The Union proposed striking this entire subsection.
37.16
The Union proposed striking this entire subsection.

Article 38 – Seniority, Layoff, Rehire
In response to the Employer’s proposal, the Union maintained that layoff seniority would be the total continuous length of the most recent unbroken service at Harborview Medical Center, including adjustment for military service. Additionally, unit seniority should be defined as the continuous length of service in calendar days at Harborview Medical Center, including time in other roles. The Union also responded to the Employer’s proposal on bridging seniority. In the Union’s counter, they proposed that employees would recoup 100% of pre-transfer unit seniority after 12 months instead of 18 months.
Severance
In response to the Employer’s proposal, the Union maintained its proposal on severance pay. In this proposal, employees subject to a layoff could choose termination with severance. Employees terminated in this way would be ineligible for rehire rights. In this proposal, weeks of severance pay would be based on years of service at the employee’s regular rate of pay.

Article 40 – Mandatory Subject
In response to the Employer’s initial proposal on May 14, 2025, the Union agreed to the language that defines a mandatory subject of bargaining as something relating to employee wages, hours, or working conditions. Additionally, the Union proposed keeping the current contract language 60 days’ notice prior to implementation to bargain impacts.
40.2 Release Time
The Union proposed that the Employer approve a minimum of four paid employees’ release time, or up to 0.5% of the impacted area, during negotiations where the Union had demanded to bargain impacts of a change. The Union also agreed to strike that no overtime would be incurred because of bargaining and/or preparation for bargaining; this is in line with actual time reporting changes at the UW.

Article 49 – Salary Overpayment Recovery
In response to the Employer’s proposal on April 30, 2025, the Union proposed that overpayment amounts would be pre-taxed dollars. Additionally, the Union proposed that salary overpayment recovery would not be used as retaliation or because of employee(s) inquiring about pay practices or their pay. The Union also proposed a new subsection that states failure by the Employer to follow any of the requirements set forth in this article would be remedied by the Employer forgoing recovery of any alleged overpayment and recovering nothing from the employee. Where an employee already paid part or all of the overpayment but was denied the rights afforded by the Article, the Employer would refund the employee on their next paycheck.

UW Counter Proposals

Article – 38 – Seniority, Layoff, Rehire
In response to the Union’s proposal, the Employer maintained that layoff seniority should be defined as the continuous length of service in calendar days with the Employer from the most recent date of hire, including adjustment for military service. Additionally, unit seniority should be defined as the continuous length of service in calendar days within the employee’s unit and would be used for internal unit processes, such as schedule bids. Also, in response to the Union’s concerns, the Employer proposed bridging seniority when employees move between units. In this proposal, employees who transfer to another unit would be granted 50% of their bargaining unit seniority not to exceed the median number of years of employment on the unit. Employees who transfer units would also recoup 100% of their pre-transfer bargaining unit seniority after 18 months in the new unit.

Article 40 – Mandatory Subject
In response to the Union’s proposal, the Employer agreed to keep the current language regarding providing 60 days’ notice prior to implementation to bargain impacts.
40.2 Release Time
In response to the Union’s proposal, the Employer agreed to approve paid release time for up to four employee representatives but could not agree to the language of approving paid release time for a minimum of four and the additional calculation that the Union provided.

Next Steps
The next SEIU 1199NW and UW bargaining session is scheduled for June 24, 2025, and will be held in person.