Labor Relations

RFPU-CIR: UW Negotiations Recap for June 30, 2025

Background

This recap details the eleventh 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: In response to the Union, the Employer proposed to increase the childcare fund to $95,000 per year on July 1, 2025. The fund is currently $75,000 each year.
  • Article 6 Fringe Benefits: In response to the Union, the Employer proposed that the meals reimbursement would increase to $13.50 on July 1, 2025 and then again to $14.00 per meal on July 1, 2026.
  • 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: In response to the Union, the Employer proposed to increase the professional development reimbursement to $450/academic year and the allowance to $500/academic year beginning July 1, 2026. The current contract language sets these amounts at $400 and $450/academic year, respectively.
  • 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; 3% on July 1, 2026; and 2% on July 1, 2027. The Employer’s previous proposal was 3% in 2025, 2% in 2026, and 2% in 2027. The Employer proposed to increase the allowance to $9,500 on July 1, 2025; $10,500 on July 1, 2026; and $11,000 on July 1, 2027. The current allowance is $8,500. The Employer also proposed to increase the Chief Resident Supplement to $250 per month beginning July 1, 2026.
  • 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: In response to the Employer, the Union proposed that the childcare fund be increased to $125,000 per year.
  • Article 6 Fringe Benefits: The Union reasserted much of its June 25, 2025 The Union withdrew its proposal that the Employer would provide a $50/month gym/wellness stipend, but maintained that residents would be provided free membership to the IMA.
  • 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 11% on July 1, 2025; 11% on July 1, 2026; and 11% on July 1, 2027. The Union’s previous proposal was 12% in 2025, 11% in 2026, and 10% in 2027.
  • NEW Article Leave General Provisions: The Union reasserted its counter proposal from May 13, 2025.

Next Steps

The next virtual RFPU-CIR and UW bargaining session is July 8, 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. The current contract expired 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.