Labor Relations

UW – WSNA Northwest Negotiations Recap for July 15, 2025

This recap details the sixteenth session for the renewal of the collective bargaining agreement (CBA) between the UW and WSNA, which was held with WSNA-NW only.

Tentative Agreements

The parties tentatively agreed to the following:

  • Article 3 – Association Representatives
    • The parties agreed to strike this article and move it contents into Article 2 – Association Membership/Dues Deduction.
  • Article 5 – Employment Practices
    • The parties agreed to new language detailing the policy for resignation and abandonment, stating that employees who fail to appear for work and report their absence on three (3) consecutive shifts would deemed to have resigned. Employees will be able to submit a written petition for reinstatement to their supervisor, with proof that the absence could not be avoided, within fourteen (14) days of the employer mailing the separation notice.
    • The parties agreed to updated language on discipline to more accurately reflect general principles of corrective action and progressive discipline, including language for each step of the corrective disciplinary action process and Union representation at each step.
    • The parties agreed to allow WSNA to select an additional RN to participate in the Workplace Violence Prevention Committee, totaling two (2) RNs, with additional members allowed on an ad hoc basis on unpaid time.
    • The parties agreed to convene a Northwest-specific Workplace Violence Prevention workgroup consisting of the two NW RNs serving on the main WPVC, plus a Northwest campus security representative and two other management personnel as determined by the Employer. The workgroup will determine how frequently to meet and such meetings will be on paid time.
  • Article 11 – Sick Time Off (Revised)
    • The parties agreed to amend the tentative agreement for Article 11 to include new language that will allow employees to use sick time for preparation and participation in immigration proceedings for themselves or family members.
  • Article 15 – Committees
    • The parties agreed to update the name of the Nurse Staffing Committee to the Hospital Staffing Committee to reflect current practice.
    • The parties also agreed to new language around the Hospital Staffing Committee, stating that the Union will recognize that membership of the committee will be expanded to accommodate non-nursing staff members represented by SEIU 1199NW. Additionally, the parties agreed to updated language detailing the composition of the Hospital Staffing Committee, stating that at least 50% of the voting members of the HSC will be nursing staff and that WSNA shall select all of the RN voting members, while the other 50% will be selected by hospital administration. The new language states that the HSC will approve all staffing plans only by a 50% plus 1 (or more) majority vote of all voting members present. Finally, the parties agreed to language that will require agenda items for the Conference Committee must be provided at least one week in advance.
  • Article 17 – Grievance Procedure
    • The parties agreed to updated language around the arbitration process, stating that once a grievance is advanced to arbitration and an arbitrator is selected, the Union and the University must begin the arbitration scheduling process and provide availability to the arbitrator within thirty (30) calendar days of the parties selecting an arbitrator and that the parties must use best efforts to schedule a hearing date within six months (180 calendar days) of the arbitrator being selected.
  • Article 24 – Duration
    • The parties agreed to a two-year contract duration that will expire on June 30, 2027 once an agreement is reached.
  • MOU – PACU Standby Shifts
    • The parties agreed to move this mid-cycle MOU into the body of the contract.
  • MOU – Voluntary Extra Shifts Between at UWMC-NW and Montlake Campuses
    • The parties agreed to move this mid-cycle MOU into the body of the contract.
  • Appendix D – Clinical Clusters Pertaining to Article 6 – Seniority
    • The parties agreed to update Appendix D to better capture appropriate units and departments across UWMC-Northwest for purposes of seniority.
  • New Appendix XX – Union Rosters
    • The parties agreed to move this information from Article 2 into a new appendix.
    • The parties agreed to updated language around union roster information to more accurately reflect the information provided in the roster reports.

The parties tentatively agreed to strike and remove the following appendices:

  • Appendix B – Ten Hour Work Schedule
  • Appendix C – Twelve Hour Shifts

Union Counter Proposals

Article 6 – Seniority –The Union reasserted its proposed language that the Employer would consider assigning a nurse to serve as a break relief nurse before placing a nurse on low census or standby to align with its proposal to create a break relief nurse assignment. The Union also rejected the Employer’s proposed language stating that the Employer would not be required to cancel travelers due to low census if such a cancellation would exceed what is permitted by their contract.

Article 7 – Hours of Work and Overtime – The Union reasserted its proposal to allow nurses to waive their meal period for shifts less than 8 hours. With respect to donning and doffing, the Union counter-proposed language that would allow nurses to clock in up to 10 minutes before their regularly scheduled start time in order to change into scrubs.

Article 8 – Compensation – The Union’s compensation counterproposal would increase all nurse salaries by six percent (6%) retroactively to June 30, 2025, and an additional four percent (4%) on June 30, 2026. The Union withdrew its proposal for a three percent (3%) market adjustment to the RN2 pay scale. The Union counter-proposed new language that would fill in “ghost” steps T and V in Pay Table BZ with wages half the difference between the immediately prior and following steps and withdrew its proposal to add a new top step to the RN pay scale.

Article 9 – Other Compensation – The Union accepted the Employer’s last proposal to remove the $10/hour incentive shift premium and to offer pre-scheduled voluntary overtime to nurses, but counter-proposed to increase the notice period for a pre-scheduled voluntary overtime shift cancellation to two (2) hours. The Union withdrew its proposal for percentage-based premiums and counter-proposed new hourly dollar amounts for premiums.

  • Increase the on-call premium from $7/hour to $10/hour for all standby hours.
  • Increase the low census standby premium from $4/hour to $7/hour.
  • Increase the night shift premium from $4.50/hour to $6/hour.
  • Increase the weekend premium from $4/hour to $5/hour.
  • Increase the float pool premium from $5/hour to $5.50/hour.
  • Create a new Resource Vascular Access Team (RVAT) premium at $4/hour for RN2s and RN3s designated as members of the Resource Vascular Access Team.

Article 13 – Leaves of Absence – With respect to suspended operations, the Union counter-proposed language to require nurses who are released until further notice be paid for their entire scheduled shifts on the first day of suspended operations. Additionally, the Union counterproposal would allow nurses who are not required to work for the balance of the closure to use sick time off if all other paid time off is exhausted.

Article 22 – Nonpermanent and Intermittent (Formerly Per Diem) Nurses – The Union accepted the Employer’s last counter to maintain current contract language around just cause, stating newly hired nonpermanent or intermittent nurses must work a cumulative 1,872 non-overtime hours for the just cause requirement to apply. The Union reasserted its prior counterproposal to align premium figures with their proposed changes in Article 9 and to make nonpermanent and intermittent nurses eligible for the preceptor and charge nurse premiums. The Union counterproposal also includes the float pool premium as proposed by the Employer.

Employer Counter Proposals

Article 7 – Hours of Work and Overtime – The Employer rejected the Union’s counterproposal to allow nurses to waive their meal period for shifts less than 8 hours and maintained that any revised language around waivers should be referenced in a separate MOU. With respect to donning and doffing, the Employer counter-proposed language stating that nurses would be allowed a grace period of up to 10 minutes during their regularly scheduled shift for donning and doffing at the beginning and end of their shift.

Article 8 – Compensation – The Employer’s compensation counterproposal would increase nurse salaries by two percent (2%) 90 days after ratification on the first available pay period and an additional 2% on July 1, 2026.

Article 9 – Other Compensation – The Employer counterproposal would increase the charge nurse premium from $2.50/hour to $3/hour and preceptor premium from $1.50/hour to $2/hour. The Employer also proposed to create a new STAT nurse premium that would pay RN2s designated as STAT nurses $4/hour plus the $3/hour charge nurse premium for all hours worked as a STAT nurse. RN3s designated as STAT nurses would be eligible for the $4/hour STAT nurse premium as well under this proposal.  Additionally, The Employer accepted the Union’s counterproposal to increase the notice period for a pre-scheduled voluntary overtime shift cancellation to two (2) hours.

Article 22 – Nonpermanent and Intermittent (Formerly Per Diem) Nurses – The Employer’s counterproposal adds eligibility for the charge nurse and preceptor premiums and includes the STAT nurse premium to align with the proposal for Article 9.

Next Steps

The next UW and WSNA bargaining session is scheduled for Friday, July 15, 2025, and will be held in-person at the UDSB Gateway building. The next session will be held with WSNA-Northwest only. UW and WSNA-Montlake will convene on Monday, July 21.