Labor Relations

RFPU-CIR: UW Negotiations Recap for July 21, 2025

RFPU-CIR: UW Negotiations Recap for July 21, 2025

Background

This recap details the twelfth 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 30, 2025.
  • Article 6 Fringe Benefits: The Employer reasserted its counter proposal from June 30, 2025.
  • 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 June 30, 2025.
  • Article 22 Salary/Stipend: In response to the Union, the Employer had previously proposed that if the contract is ratified before July 10, 2025, the UW GME salary schedule would be increased by 3% and the allowance would be increased to $9,500 effective July 1, 2025.As July 10 date has now passed, the Employer proposed that within ninety (90) days of ratification, effective on the first available pay period, as determined by the Employer, the UW GME monthly salary rate will be increased 3% and the allowance will be increased to $10,000. The Employer proposed that on both July 1, 2026 and July 1, 2027 the GME monthly salary schedule will be increased by 3%.

    Furthermore, the Employer proposed to increase the allowance to $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: The Union reasserted its counter proposal from June 30, 2025.
  • Article 6 Fringe Benefits: The Union reasserted much of its June 30, 2025 proposal. In response to the Employer, the Union withdrew its proposal that residents would receive a meal reimbursement every eight (8) hours. The Union also proposed that the meal reimbursement would be increased to $20.00 per meal, and withdrew its proposal to increase the meal reimbursement again to $21.00 per meal in July 2026.
  • Article 12 Time off Holidays: In this package, the Union reasserts its initial proposal from February 25, 2025.
  • Article 16 Time off Vacation: In this package, the Union reasserts its initial proposal from March 11, 2025.
  • Article 21 Professional Development and Licensing: The Union reasserted its counter proposal from May 27, 2025.
  • Article 22 Salary/Stipend: The Union reasserted its counter proposal from June 30, 2025.
  • Article 24 Transportation: In the context of this package, the Union would tentatively agree to the Employer’s April 22, 2025 counter proposal.
  • NEW Article Leave General Provisions: The Union reasserted its counter proposal from May 13, 2025.
  • New Side Letter XX: Harborview Medical Center Offsite Parking In the context of this package, the Union would tentatively agree to the Employer’s counter proposal for a new side letter stating the parties confirmed that there are no planned changes to the process or assigned parking locations for residents or ACGME fellows at Harborview medical Center.

Next Steps

The next virtual RFPU-CIR and UW bargaining session is August 7, 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.