SEIU 1199NW – UW Negotiations Recap for June 24, 2025
Background
This recap details the sixteenth 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 Package Proposal
The Union presented the following in a Package Proposal:
Article 2 – Union Membership; Dues Deductions
In this package proposal, the Union proposed to accept the Employer’s proposal from May 2, 2025.
Article 3 – Union Representatives
3.2 Officers/Delegates
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.
Article 23 – Grievance Procedure
In this package proposal, the Union proposed to accept the Employer’s proposal from May 2, 2025.
Article 31 – 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.
MOU – Ground Rules 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 E – Virtual New Employee Orientation
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.
New Article – Corrective Action and Dismissal
XX.2 Representation During Investigations
In this package proposal, the Union proposed the ability to grieve informal counselings.
XX.6 Investigations
In this package proposal, the Union proposed to accept the Employer’s proposed language regarding investigations as presented on June 4, 2025, where the Employer proposed that the employee would be notified of the subject of the investigation upon scheduling of the investigation meeting.
XX.8 Presumption of Resignation/Abandonment
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.
UW Counter Proposals
Article 6 – Seniority, Layoff, Restructure
6.2.1 Employment Option
In response to the Union’s proposal, the Employer maintained that impacted employee could not be redefined to an effected department first and then impacted employees. The Employer did agree to include shift as a consideration in the options presented to impacted employees.
6.2.2 Layoff Units
In response to the Union’s proposal, the Employer proposed two layoff units: UWMC-NW Hospital and UWMC-NW All Clinics instead of the previous proposal of three layoff units.
Severance
In response to the Union’s proposal, the Employer rejected including a subsection on severance pay for separated employees.
6.2.8 Removal from List
In response to the Union’s proposal, the Employer agreed to the geographical reduction proposed by the Union. In this situation, if an employee refuses two offers of placement for a position have the same pay, FTE status, within 10 miles of their previous working location, and shift as the position they were laid off from, they would be removed from the rehire list.
Low Census Fund
In response to the Union’s proposal, the Employer rejected including a low census fund.
Article 32 – 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.