Labor Relations

RFPU-CIR: UW Negotiations Recap for June 25, 2025

Background

This recap details the tenth virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Resident and Fellow Physician Union-Committee of Interns and Residents/SEIU (RFPU-CIR). Recaps are published online on the UW Labor Relations website.

UW Counter Proposals

Employer Package Proposal
The Employer proposed a package in which all aspects of the proposal would need to be accepted as written in its entirety. In this package, the Employer proposed:

  • Article 3 Childcare: The Employer reasserted its counter proposal from June 5, 2025.
  • Article 6 Fringe Benefits: In response to the Union, the Employer withdrew its proposal to restructure the meals program. In the context of this package, the Employer would increase the meals reimbursement to $13.50 on July 1, 2026 and then again to $14.00 per meal on July 1, 2027.
  • Article 12 Time Off Holidays: The Employer proposed this Article would remain current contract language.
  • Article 16 Time Off Vacation: The Employer reasserted its counter proposal from May 13, 2025.
  • Article 21 Professional Development and Licensing: The Employer reasserted its counter proposal from May 27, 2025.
  • Article 22 Salary/Stipend: In response to the Union, the Employer proposed that if the contract is ratified before July 10, 2025, the UW GME salary schedule would be increased by 3% on July 1, 2025; 2% on July 1, 2026; and 2% on July 1, 2027. The Employer’s previous proposal was 2% in 2025, 2% in 2026, and 2% in 2027. The Employer proposed to increase the allowance to $9,500 on July 1, 2025; $10,000 on July 1, 2026; and $10,500 on July 1, 2027. The current allowance is $8,500. The Employer’s previous proposal was $9,500 on July 1, 2025 and to $10,000 on July 1, 2027.
  • NEW Article Leave General Provisions: The Employer rejects the Union’s proposal.

Union Counter Proposals

Union Package Proposal
The Union proposed a package in which all aspects of the proposal would need to be accepted as written in its entirety. In this package, the Union proposed:

  • Article 3 Childcare: The Union reasserted its counter proposal from June 5, 2025.
  • Article 6 Fringe Benefits: For Article 6.4, Meals, the Union reasserted the model from its much of its initial proposal on March 11, 2025. In response to the Employer, the Union proposed that meals would be reimbursed at $20.00 per meal starting July 1, 2025 and $21.00 per meal starting July 1, 2026.

    The Union reproposed its cell phone stipend at $50/month for residents who use their cell phone for employment-related activities. Additionally, the Union reproposed its bilingual supplement at $1,000 per academic year.

    The Union reasserted its initial proposal from March 11, 2025 on the relocation stipend, fitness stipend, and free access to the Intramural Activities (IMA) building.

  • Article 21: Professional Development and Licensing The Union reasserted its counter proposal from May 27, 2025.
  • Article 22: Salary/Stipend In response to the Employer, the Union proposed the UW GME salary schedule would be increased by 12% on July 1, 2025; 11% on July 1, 2026; and 10% on July 1, 2027. The Union’s previous proposal was 12% in 2025, 11% in 2026, and 11% in 2027. The Union maintained its proposal to increase the allowance to $12,000.

Next Steps – Final Session Before June 30, 2025 Expiration Date

The next virtual RFPU-CIR and UW bargaining session is June 30, 2025. The parties will be joined by a mediator from the Public Employment Relations Commission (PERC).

UW and RFPU-CIR have been engaged in negotiations for a successor contract since February. This contract is set to expire next week on June 30, 2025. For a summary of the parties’ previous proposals, please refer to the prior RFPU-CIR  bargaining updates.

The parties have tentatively agreed to twenty-three (23) articles or citations. The parties have yet to reach agreement on the following:

  • Article 3 Childcare
  • Article 6 Fringe Benefits
  • Article 12 Time Off Holidays
  • Article 16 Time Off Vacation
  • Article 21 Professional Development and Licensing
  • Article 22 Salary/Stipend
  • Article 24 Transportation
  • NEW Article Leave General Provisions
  • NEW Side Letter – HMC Offsite Parking

The UW remains committed to working with RFPU-CIR to reach an agreement on a successor contract and will continue to engage in good faith negotiations.