UW – WSNA Montlake/Northwest Negotiations Recap for June 17 and June 18, 2025
This recap details the twelfth and thirteenth sessions for the renewal of the collective bargaining agreement (CBA) between the UW and WSNA Montlake & WSNA Northwest. UW and WSNA Montlake met on June 17 and UW and WSNA Northwest met on June 18.
Union Counter Proposals
Article 30 – Nonpermanent and Intermittent (Formerly Per Diem) Nurses (Montlake contract) – The Union reasserted its prior proposal stating that the 1,872 non-overtime hours for the just cause requirement to apply would include hours worked immediately prior to transitioning from a permanent classified position to a nonpermanent or intermittent position.
MOU – Ground Rules Governing Negotiations for the 2023-2025 Agreement (Montlake contract) – In response to the Employer’s proposal to strike this MOU, the Union counter-proposed to maintain it in the contract with changes to govern negotiations for the next successor CBA. The Union counter-proposed to only strike language around meeting start times, guidelines around use of technology, processes for tentative agreements, and the creation of the final agreement draft.
MOU – Parking Citations for Nurses with Valid UW Parking Permits (Montlake contract) – In response to the Employer’s proposal to require nurses to notify Parking Services through appropriate channels that their permit will expire to preempt a citation, the Union counter-proposed language stating that employees would use “best efforts” to notify parking services. The Union also rejected the Employer’s proposal to strike language stating that in the case of a parking citation, the nurse would have to present the citation within seven (7) calendar days to their manager who would arrange for payment by the employer.
Union Roster Reports (Montlake Appendix IV & Northwest New Appendix XX) – The Union accepted most of the Employer’s proposed language changes that detail what is provided on bi-monthly union roster reports but rejected the Employer’s proposal to strike language detailing the Vacancy Report.
Article 7 – Hours of Work and Overtime (Northwest contract) – With respect to voluntary waivers for meal and rest breaks, the Union counterproposal would allow nurses to waive their meal period for shifts less than 8 hours, in addition to other waiver provisions as outlined in RCW 49.12.187. With respect to the rest between shifts premium, the Union counterproposal would allow qualifying nurses to receive the premium for their entire shift, rather than eight (8) hours. Additionally, the Union counter-proposed new language that would allow nurses a grace period of up to 15-minutes before their scheduled shift start time for donning and doffing of required scrub uniforms.
Article 9 – Other Compensation (Northwest contract) – The Union withdrew its prior proposal that would have guaranteed a minimum of three hours’ pay at time and a half (1.5x) when a nurse worked outside their regularly scheduled hours and into their on-call shift. The Union counter-proposed new language stating that the end time of a nurse’s regularly scheduled shift would be adjusted to align with the start of their standby shift if that nurse works their regular shift and continues working into a standby shift.
Employer Initial Proposals
New MOU – ATR Transition and Rounding (Montlake contract) – The Employer proposed a new MOU that would detail the process of UW Medicine’s proposed shift to an Actual Time Reporting pay model and the elimination of the rounding practice at UWMC-Montlake. The MOU would create a provision allowing for the parties to schedule a minimum of two (2) two-hour bargaining sessions prior to the transition date to bargain the impacts of the change to ATR, with additional sessions being possible upon mutual agreement, as well as a minimum of two (2) one-hour Joint Labor Management meetings to answer questions and address concerns relating to the change.
Employer Counter Proposals
Article 10 – Premium Pay (Montlake contract) – The Employer counterproposal would create a new section detailing the on-call premium to better distinguish it from the standby premium to align with current practice. The Employer counterproposal would also more clearly define when call back pay applies to align with current practice. The Employer rejected the Union’s proposals to create a break relief nurse assignment and to increase the rates of various premiums included in this article. The Employer also rejected the Union’s proposal to provide a $600 parking reimbursement in lieu of a U-PASS, as well as the Union’s proposal to create a dialysis premium.
Article 2 – Association, Membership, Dues Deduction (Northwest contract) – The Employer accepted most of the Union’s proposed language changes from their prior counterproposal, except for language around information requests. The Employer reasserted language that would require the Union to clearly identify what information is being sought and to the include the reason for the request.
Article 4 – Definitions (Northwest contract) – The Employer accepted the Union’s proposed updates to language around preceptor definitions and responsibilities. In response to the Union rejecting the Employer’s proposed language that would allow the Employer to extend probationary periods so long as it does not cause the total period to exceed (12) months, the Employer counter-proposed new language that allow an extension of the probationary period by mutual agreement between the employee and the Employer.
Article 5 – Employment Practices (Northwest contract) – In response to the Union rejecting the Employer’s proposed language that would allow the Employer to determine the specific step at which the corrective action process would begin, the Employer counter-proposed language that would allow the Employer to determine the appropriate level of discipline based on the nature and severity of the problem.
In response to the Union’s proposal to create a Northwest Workplace Violence subcommittee, the Employer counterproposal would convene a Workplace Violence workgroup at Northwest Hospital consisting of two (2) NW RNs, a NW campus security representative, and other management personnel as determined by the Employer. This proposed workgroup would be responsible for determining the frequency of meetings, and any actionable suggestions from the workgroup meetings would be presented to the larger Workplace Violence Committee for discussion.
Article 6 – Seniority (Northwest contract) – In response to the Union’s proposed language that would allow nurses the option of voluntary standby in lieu of low census if low census persists, the Employer counter-proposed language that would require nurses be offered standby in lieu of low census and if the nurse chooses not to accept the standby shift, they may be placed on low census.
Additionally, the Employer reasserted its proposal for new language that would require the Employer to take skill mix and shift length into consideration before cancelling nurses due to low census, and that the Employer would not be required to cancel travelers due to low census in certain circumstances.
Article 10 – Holiday and Vacation Time Off (Northwest contract) – In response to the Union’s concerns about the lack of information around vacation accrual rates, the Employer proposed to add detailed accrual rates based on a 1.0 FTE nurse.
New MOU – Cardiac Catheterization (Cath) Standby Premium (Northwest contract) – The Employer rejected the Union’s proposal to create a new standby premium for nurses in the cath lab at UWMC-NW.
Next Steps
The next UW and WSNA bargaining session is scheduled for Friday, June 27, 2025 and will be held in-person at the UDSB Gateway building. This session will be held with WSNA-Montlake only.