Labor Relations

SEIU 1199NW – UW Negotiations Recap for July 17, 2025

Background
This recap details the seventeenth 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 Initial Proposals

New MOU – Market Adjustments
The Union proposed a series of Market Adjustments across multiple job profiles.

Effective July 1, 2025:

  • 5% market adjustment for:
    • Speech language pathologists
  • 10% market adjustment for:
    • Dietary technicians
    • EEG technicians
    • Physical therapy assistants
    • Neurophysiology technologists
    • Mammography technicians
    • CT technicians
    • Nuclear medicine technicians
    • MRI technicians
    • Echocardiographers
    • Advanced cardia technologist
    • Security guards
    • Social work assistants
    • Culinary associate
    • Patient services specialists
    • EKG technicians
    • Retail gift shop
    • Unit secretary
    • Materials handling aide
    • Medical assistants
    • Custodians
    • Food service worker
  • 15% market adjustment for:
    • Surgical technicians
    • IR technicians
    • Pharmacists
    • Therapeutic recreators
    • Schedulers

SEIU 1199NW Counter Proposals

Article 6 – Seniority, Layoff, Restructure
6.1 Seniority
In response to the Employer’s proposal, the Union proposed that in the case of layoffs, clinical departments that span more than one geographic area would be considered one department.
6.2 Layoff
In response to the Employer’s proposal, the Union proposed that employment options for impacted employees would first be a funded vacant position within the same job classification and layoff unit and within 0.2 FTE of the employee being affected by the reduction in force, second the opportunity to replace the most junior employee within the layoff/seniority unit in the same classification and in an FTE status and shift within 0.2 FTE status, third the opportunity to replace the most junior employee in the same classification with a lower FTE status but same shift, then finally the opportunity to replace the most junior employee within the same department who is in a lower classification and within 0.2 FTE of the employee. Additionally, if none of the above options are available, a funded vacant position in the same job classification and within the bargaining unit. The Union also maintains that for any option above, the impacted employee could reject a position and move to the next option.
6.7 Low Census
In response to the Employer’s proposal, the Union proposed that Low Census Activities/Hours could replace the Low Census Fund from their previous proposals. In this proposal, a low-censed employee could choose to remain at work and complete work to support their department with projects. The Union proposed that the Employer would allow a maximum of 2500 hours per calendar year for this purpose.

Article 8 – Compensation
8.7 Salary Schedules
In response to the Employer’s proposal, the Union proposed that effective July 1, 2025, all salary ranges would be increased by four dollars prior to the across-the-board increase. The Union also proposed that any classification where any step is less than $26 per hour, after negotiated increases, would be increased so that the lowest step would be $26 per hour. The Union also proposed that effective July 1, 2026, this would increase to $27 per hour.

Article 9 – Other Compensation
9.3 Callback Pay
In response to the Employer’s proposal, the Union proposed that it would reduce its proposal for base rate pay for employees on call to WA State Minimum Wage. The Union also proposed to include language that callback from standby pay would not be used to perform non-emergency “add-on” work. The Union also modified the language on their previous proposal regarding callback in any modality or department meeting or exceeding 96 hours a month for a three-month period. In their new proposal, UWMC-NW would report that department or modality hours of callback to the Union and the Call Committee would advise on immediate steps to reduce callback hours.

New MOU – Language Pay
In response to the Employer’s proposal, the Union proposed that if a language knowledge was listed as “preferred” in a job posting, it could count as required. The Union also proposed that if an employee believes their language skill regularly benefits the department, they could request to have the “Required Bilingual Staff” designation added to their job description.

UW Counter Proposals

Article 3 – Union Representatives
In response to the Union’s proposal, the Employer proposed that in addition to the 8 hours listed for delegates to engage in Union sponsored training, delegates could also use their Education Leave (see Article 22.5) for Union training as well.

Article 22 – Staff Development
22.5 Education Leave
In response to the Union’s proposal, the Employer proposed including that Union delegates in the Service and Maintenance or Professional Technical bargaining units could use their education leave for Union provided training.

Article 31 – New Employee Orientation
In response to the Union’s proposal, the Employer maintains 30 minutes of time to one union delegate to attend orientation meetings to speak to employees during New Employee Orientations. The Employer also did not agree to paying delegates to participate regardless of if they attended during a work day or not.

MOU – Ground Rules for the 2025-2027 Agreement
In response to the Union’s proposal, the Employer could not agree to pay for any work hours missed by employee participation in the next round of CBA bargaining over and above the current 8 hour maximum.

MOU – Panel of Arbitrators
In response to the Union’s proposal, the Employer proposed going back to current contract language.

Side Letter E – Virtual New Employee Orientation
In response to the Union’s proposal, the Employer maintains 30 minutes of time to one union delegate to attend orientation meetings to speak to employees during New Employee Orientations. The Employer also did not agree to paying delegates to participate regardless of if they attended during a work day or not.

New Article XX – Corrective Action and Dismissal
In response to the Union’s proposal, the Employer could not agree to make informal coaching grievable. Additionally, the Employer did not agree to allow 60 calendar days for reinstatement after mailing the separation notice.

New Article XX – Nonpermanent and Intermittent Employees
XX.5 Hours of Work and Overtime
In response to the Union’s proposal, the Employer agreed that temporary/intermittent employees could have access to overtime and doubletime when those incentive shifts are offered provided they meet the requirements of the overtime. The Employer did not agree to include language where the Union could submit requests to post regular positions to a department director when certain criteria had been met with nonpermanent employees.
Minimum Work Availability
In response to the Union’s proposal, the Employer maintains that nonpermanent/intermittent employees’ minimum shift requirements would match the needs of the department. The Employer did not agree to include sick and/or vacation time use would count as an available shift. The Employer also did not agree to provide 10 shifts of departmental needs prior to the employee providing their availability.
Certification Pay
The Employer proposed including language that Social Workers would have Licensure Pay in lieu of Certification pay. Social Worker Licensure Pay is in the amount of $1.50 per hour and would be provided to all social workers who are licensed by the State of Washington as advanced social worker or independent clinical social workers. Additionally, imaging technologist supervisors who obtain and maintain their registration through the American Registry of Radiologic Technologists (ARRT) in more than one modality would be paid certification pay.
Weekend Pay
The Employer proposed including the weekend premium eligibility to intermittent or nonpermanent employees as their regular position counterparts.
Modality Pay
The Employer proposed including modality pay premium eligibility to intermittent or nonpermanent employees as their regular position counterparts.
Low Census Standby
The Employer proposed that intermittent or nonpermanent employees could have the same eligibility for low census standby as their regular position counterparts.
Cross Entity Float
The Employer proposed that intermittent or nonpermanent employees could have the same eligibility for cross entity float as their regular position counterparts.
Employee Recruitment and Retention Step Increases
The Employer proposed including that it could approve additional step increases at any time.
Temporary Salary/Hourly Increases
The Employer proposed that intermittent or nonpermanent employees could have the same eligibility for temporary hourly increases as their regular position counterparts in the same classification.
XX.15 Family Medical Leave Act and Miscellaneous Leave
In response to the Union’s proposal, the Employer proposed keeping this subsection.
XX.16 Other Provisions
In response to the Union’s proposal, the Employer proposed keeping this subsection that details which articles in this agreement apply to nonpermanent/intermittent employees.

Next Steps
The next SEIU 1199NW and UW bargaining session is scheduled for July 28, 2025, and will be held in person.