CIR-NW: UW Negotiations Recap for October 20, 2025
Background
This recap details the fifteenth virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Committee of Residents and Interns Northwest (formerly RFPU). The parties were joined by a mediator from the Public Employment Relations Commission (PERC). Recaps are published online on the UW Labor Relations website.
Employer What-If Counter Proposal
In response to the Union’s proposal, the Employer proposed a What-If package in which all aspects of the proposal would need to be accepted as written in its entirety.
The Employer proposed that, if the Union accepts all other aspects of the Employer’s September 24, 2025 proposal, that: Within ninety (90) days of ratification the UW GME monthly salary schedule will be recalibrated and the housing allowance will be increased to $10,000.
This total compensation proposal is shown below:
| Post Ratification – June 30, 2026 (AY26) | |||||||
|---|---|---|---|---|---|---|---|
| Level | Salary | Allowance | Annual Compensation | Monthly Rate | Chief Allowance | Monthly Rate w/ Allowance | |
| R1 | $72,000 | $10,000 | $82,000 | $6,833 | $225 | $7,058 | |
| R2 | $74,160 | $10,000 | $84,160 | $7,013 | $225 | $7,238 | |
| R3 | $76,385 | $10,000 | $86,385 | $7,199 | $225 | $7,424 | |
| R4 | $78,676 | $10,000 | $88,676 | $7,390 | $225 | $7,615 | |
| R5 | $81,037 | $10,000 | $91,037 | $7,586 | $225 | $7,811 | |
| R6 | $83,873 | $10,000 | $93,873 | $7,823 | $225 | $8,048 | |
| R7 | $88,905 | $10,000 | $98,905 | $8,242 | $225 | $8,467 | |
| R8 | $93,351 | $10,000 | $103,351 | $8,613 | $225 | $8,838 | |
| R9 | $97,085 | $10,000 | $107,085 | $8,924 | $225 | $9,149 |
This represents a total compensation increase per R Level as shown below:
| Salary Level | Salary + Allowance Increase |
| R1 | 7.85% |
| R2 | 6.99% |
| R3 | 5.93% |
| R4 | 4.73% |
| R5 | 3.50% |
| R6 | 2.38% |
| R7 | 1.78% |
| R8 | 2.32% |
| R9 | 1.74% |
The Employer proposes that this salary schedule will be increased an additional three percent (3%) on July 1, 2026, and an additional three percent (3%) July 1, 2027.
Union Counter Proposal
In response to the Employer’s 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 the following:
Article 3: Childcare
In the context of this package, the Union would tentatively agree to the Employer’s childcare proposal from August 7, 2025.
Article 6: Fringe Benefits
The Union reasserted its proposal that the Employer would provide a $500,000 relocation fund per year. The Union would be responsible for determining eligibility criteria for appropriate distribution to Residents. In response to the Employer, the Union proposed that the meal reimbursement rate be increased to $17.00 per meal. The Union reasserted that outpatient settings would be eligible for the meal reimbursement. In the context of this package, the Union would withdraw its proposals on the cell phone stipend, free IMA access, fitness stipend, and bilingual resident supplement.
Article 12: Time off Holidays
In the context of this package, the Union would withdraw its proposal from February 25, 2025.
Article 16: Time off Vacation
The Union reasserted its counter proposal from September 24, 2025.
Article 21: Professional Development and Licensing
In this package, the Union responded to the Employer by proposing that the reimbursement and allowance per academic year would be $750, which it had previously proposed as $1800. The Union reasserted that $2500 of unused professional development funds may be rolled over annually and that residents would be completely (100%) reimbursed for initial board certification and all board exam fees if it is a requirement of the residency or fellowship program that a trainee be board certified.
Article 22: Salary/Stipend
In the context of this package, the Union proposed that upon ratification, the UW GME salary schedule will be recalibrated with the wage adjustment shown in the table below. The Union also proposed that the UW GME salary schedule would be increased by 5% on July 1, 2026; and 5% on July 1, 2027.
The Union proposed the allowance be increased to $10,000 on July 1, 2025; $11,000 on July 1, 2026; and to $12,000 on July 1, 2027. The Union reasserted that the Lead Resident Supplement would increased to $275.00 per month upon ratification.
Lastly, the Union proposed a one-time bonus that residents would receive upon ratification as follows:
| R1 | $1,000.00 |
| R2 | $1,000.00 |
| R3 | $1,500.00 |
| R4 | $1,500.00 |
| R5 | $1,500.00 |
| R6 | $2,000.00 |
| R7 | $2,000.00 |
| R8 | $2,000.00 |
| R9 | $2,000.00 |
NEW Article: Leave General Provisions:
The Union reasserted its counter proposal from May 13, 2025.
NEW Side Letter XX: Vacation Time Off Evaluation
In response to the Employer’s proposal from September 24, 2025, the Union proposed that the survey will be conducted by December 31, 2025. The Employer had proposed July 2027. The Union also proposed the Employer will continue to collect this data and make it available to the Union on a quarterly basis and that the Union may reopen Article 16: Time Off – Vacation for bargaining on or after July 1, 2026 if the committee fails to come to resolution.
Next Steps
At this time, there are no additional bargaining-mediation sessions scheduled.
UW and CIR-NW 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 CIR-NW bargaining updates.