University of Washington Human Resources

SEIU 1199NW – UW Negotiations Recap for June 24, 2025

Background
This recap details the nineteenth 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.

Tentative Agreements
The parties tentatively agreed to the following:

Article 10 – Bargaining Unit Classes/Definitions
10.2 Licensed/Certified Employees
The parties agreed to strike language regarding ALNW, in favor of the content of Article 47 – Airlift Northwest, as well as to include language regarding ineligibility to work. The new language includes: an employee would be ineligible for work, and subject to corrective action, up to and including dismissal, if they do not have the required license, medical staff credential (APPs only), or certification, when it is required as a condition of employment.
Trial Service Period
The parties agreed to include a new subsection regarding trial service for movement outside of the bargaining unit.

Article 13 – Tuition Exemption Program
The parties agreed to housekeeping edits only for this article.

Article 44 – Classifications and Reclassifications
The parties agreed to include language that would detail what would happen to step placements and progression start dates when employees are reallocated. This agreement also includes language addressing notification requirements and, if necessary, meetings with Compensation to review.

Side Letter F – Tracking Discrimination and Bias
The parties agreed to housekeeping edits only for this side letter.

SEIU 1199NW Package Proposal
The Union presented the following in a Package Proposal:

Article 6 – Grievance Procedure
In this package proposal, the Union proposed to accept the Employer’s proposal from May 2, 2025.

Article 7 – Union Membership, Dues Deduction, and Status Reports
In this package proposal, the Union proposed to accept the Employer’s proposal from May 2, 2025.

Article 36 – Corrective Action/Dismissal Process
36.4 Corrective Action/Dismissal Process
In this package proposal, the Union proposed the ability to grieve informal counselings.
36.6 Investigations
In this package proposal, the Union proposed to accept the Employer’s proposed language regarding investigations as presented on June 3, 2025, where the Employer proposed that the employee would be notified of the subject of the investigation upon scheduling of the investigation meeting.

Article 39 – Resignation
In this package proposal, the Union proposed to allow 60 days for a separated employee to provide proof that the failure to report an absence could not reasonably have been avoided and therefore petition for their reinstatement. The Employer’s proposal was to allow 14 days.

Article 41 – New Employee Orientation
In this package proposal, the Union proposed to reduce their proposal of 1 hour to participate in New Employee Orientations to 45 minutes. The Union also proposed that delegate participation would count as paid time.

Article 42 – Union Activities
In this package proposal, the Union proposed to maintain status quo where officers, delegates, or committee members could use 8 hours per calendar year of paid leave to attend Union sponsored training in leadership, representation, and dispute resolution. The Union also proposed that these individuals could use their continuing education hours for these Union trainings.

MOU – Negotiations for the 2025-2027 Agreement
In this package proposal, the Union maintains their position from April 9, 2025, where they proposed that bargaining team employees would be paid for any hours missed to participate in contract negotiations.

MOU – Panel of Arbitrators
In this package proposal, the Union proposed to keep Howell Lankford and instead strike Catherine Harris.

Side Letter L – Virtual NEO
In this package proposal, the Union proposed to reduce their proposal of 1 hour to participate in Virtual New Employee Orientations to 45 minutes. The Union also proposed that delegate participation would count as paid time.

UW Counter Proposals

Article 11 – Educational and Professional Development
11.2 Mandatory Education/Training
In response to the Union’s proposal, the Employer agreed that required education or training above the employee’s FTE would be paid one and a half times their regular rate of pay.
11.3 Elective Education and Professional Leave
In response to the Union’s proposal, the Employer could not agree to the Union’s proposal where any bargaining units with less than 60 hours of CME be increased to 60 hours.
11.4 Education Support Funds
In response to the Union’s proposal, the Employer agreed to expand educational funds for permanent employees to include professional organization membership fees and professional journal subscriptions. The Employer also agreed to strike cassette courses. The Employer also proposed to increase the Employer provided funds for Registered Nurses to $600 per bargaining unit nurse per fiscal year. However, the Employer could not agree that unused funds could roll over. Additionally, the Employer could not agree that employees who give at least six weeks’ notice of intent to use their funds would not have their time off denied. Finally, the Employer could not agree to have employee continuing education funds displayed on Workday.

Article 38 – Seniority, Layoff, Rehire
38.1 Seniority Defined
In response to the Union’s proposal, the Employer agreed to define layoff seniority and unit seniority as defined in the Union’s proposal on June 18, 2025. The Employer also maintained their proposal on 18 months to recoup 100% of their pre-transfer unit seniority in a new unit.

Article 49 – Salary Overpayment Recovery
In response to the Union’s proposal, the Employer agreed to include language that it believes meets the concerns of the Union. In this proposal, the Employer proposed that the salary overpayment amount will result in net pay. The Employer also agreed that salary overpayment recovery process will not be used to retaliate against employees while being clear that the Employer is required to recoup overpayments that it knows about.

New MOU – Contract Extension
In response to the Union’s proposal, the Employer proposed housekeeping edits back to the Union before it could agree to the proposal.

Next Steps
The next SEIU 1199NW and UW bargaining session is scheduled for July 17, 2025, and will be held in person.