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Labor Relations

Ratification Vote Information and FAQ

Last updated: September 25, 2026

UW Proposal Highlights

Conversion of CEGP Steps to Regular Steps:

The UW proposed to sunset the Career Enhancement Growth Program (CEGP) and convert all CEGP steps on all pay tables to automatic steps. Employees will advance to the newly converted automatic steps based on their progression start date, after July 1, 2027. This change increases the range max automatic step by three to six percent depending on the pay table. Approximately 4,198 employees will automatically progress to these steps and will receive a two and one-half to six percent increase within the life of the 2027–2029 CBA.

Targeted Market Based Increases:

The UW proposed targeted salary increases for the job profiles listed below effective July 1, 2027. The targeted market increase proposal is anticipated to benefit approximately 209 employees.

  • Cashier 1, 2, Lead and Supervisor: +2 ranges, approx. 5% increase
  • Dental Assistant 1, 2 and Dental Aux: +10 ranges, approx. 10% increase
  • Dental Clinic Supervisor 1 and 2: +4 ranges, approx. 10% increase
  • Dental Xray and Laboratory Technician 3: +10 ranges, approx. 10% increase
  • Dispensary Assistant 2: +4 ranges, approx. 10% increase
  • Drafting Technician 2 and 3: +6 ranges, approx. 15% increase
  • Editor-Publications 1 and 2: +5 ranges, approx. 12.5% increase
  • Editor-Research Publications 1, 2 and 3 : +5 ranges, approx. 12.5% increase
  • Electrocardiograph Laboratory Supervisor: +2 ranges, approx. 2% increase
  • Electrocardiograph Technician 1, 2 and Lead: +2 ranges, approx. 2% increase
  • Electronics Technician 2: +7 ranges, approx.17.5% increase
  • Engineering Assistant 1 and 2: +6 ranges, approx. 15% increase
  • Facilities Drafting Technician 2: +6 ranges, approx. 15% increase
  • Fire Protection Engineer and Lead: +6 ranges, approx. 15% increase
  • Health Physicist 1 and 2: +8 ranges, approx. 20% increase
  • Hospital Dentistry Assistant Specialist and DECOD: +10 ranges, approx. 10% increase
  • Imaging Technologist-Comp Tomo: +5 ranges, approx. 10% increase
  • Laboratory Helper and Lead: +5 ranges, approx. 12.5% increase
  • Laboratory Technician 1 and 2: +5 ranges, approx. 12.5% increase
  • Legal Secretary 1 and 2: +3 ranges, approx. 7.5% increase
  • Media Maintenance Supervisor: +7 ranges, approx. 17.5% increase
  • Media Maintenance Technician 1, 2 and 3: +7 ranges, approx. 17.5% increase
  • Media Maintenance Technician Lead: +7 ranges, approx. 17.5% increase
  • Messenger Driver and Lead: +1 ranges, approx. 2.5% increase
  • Oral Maxillo Facial Surgery Technician: +10 ranges, approx. 10% increase
  • Recreation Coordinator 2: +5 ranges, approx. 12.5% increase
  • Retail Clerk 1, 2 and Lead: +2 ranges, approx. 5% increase
  • Stockroom Supervisor: +1 ranges, approx. 2.5% increase

Targeted Retention and Recruitment Increases:

The UW proposed targeted salary increases for the job profiles listed below effective July 1, 2027. The targeted recruitment and retention increase proposals are anticipated to benefit approximately 390 employees.

  • Stage Tech 2s: +1 range, approx. 1% increase
  • Police Dispatcher: +3 ranges, approx. 7.5% increase
  • Audiology Assistant: +5 ranges, approx. 5% increase
  • Orthopaedic Tech & Orthotist-Prosthetist Tech: +5 ranges, approx. 5% increase
  • Ophthalmic Tech & Optician Tech: +10 ranges, approx10% increase
  • Peer Counselor/Community Health Worker: +1 range, approx. 1% increase
  • Medical Interpreter Caseworker-Cultural Mediate: +4 ranges, approx. 4% increase
  • Financial Access Specialist Lead: +3 ranges, approx. 3% increase
  • Adv Cardiac Tech Supv: +8 ranges, approx. 8% increase
  • Medical Assistant: +3 ranges, approx. 3% increase

Increased Weekend and Night Premiums:

The UW proposed that the minimum weekend premium will increase to $2.50/hour and that the minimum night premium will increase to $2.50/hour. The overall proposal for the weekend premium and the night premium combined is anticipated to benefit approximately 3,400 employees.

Expanded Language Pay for UW Medicine Hospitals and Clinics:

The UW proposed a pathway for multi-lingual employees at UW Medicine Hospitals and Clinics who speak one of the top five languages at each location to receive a one-time $800 stipend beginning January 1, 2027.

Non-permanent and Intermittent Employee Premiums:

The UW proposed that all non-permanent and intermittent employees will be eligible for the same compensation premiums as regular employees.

Education Support Fund Increase:

The UW proposed to add an additional $50 to the education support funds the job profiles listed below (all other job profiles education support funds maintains their current dollar amount). This proposal is anticipated to benefit approximately 401 employees.

  • Surgical Technologists ($450)
  • All other Physical Therapists and Physical Therapist Assistants ($600)
  • All other Occupational Therapists ($600)
  • Dietitians ($550)
  • Social Workers ($900)
  • Medical Interpreters ($450)
  • Respiratory Therapists ($450)
  • Ophthalmic Technicians, Specialists, Leads, and Supervisors ($450)
  • Electrodiagnostic Technicians ($550)
  • Anesthesia Technician 2s and Leads ($450)
  • Optician – Licensed Dispensing ($450)

Hospital Security Officer and Hospital Security Sergeant Safety Boot Reimbursement:

The UW proposed that Hospital Security Officers and Hospital Security Sergeants at both UWMC-ML and HMC will be eligible for a $100 safety footwear reimbursement every two (2) calendar years. This proposal is anticipated to benefit approximately 41 employees.

ECLS Premium Increase for Respiratory Therapists:

The UW proposed an increase to $7.00/hr for ECLS premium. This proposal is anticipated to benefit approximately 12 employees.

Pre-scheduled Overtime:

The UW proposed to allow pre-scheduled overtime eligibility to all employees at UWMC and HMC.

Extended the Scholarship Fund:

The UW proposed to extend the scholarship fund for UWMC and HMC employees though academic year 2028. Eligible employees may receive a maximum of $5,000 to obtain a degree or certification required for employment in a healthcare field.

 

Member Voting Information

We believe this information has already been shared by SEIU 925 to its members. However, to amplify the communication, please see below for the currently known voting schedule:

Thurs, Sept 24

  •   7:30am – 9:30am – HMC Pat Steel
  • 11:00am – 1:00pm – HMC Cafeteria
  • 11:00am – 1:00pm – Suzzallo Library
  • 11:00am – 1:00pm – Bothell Campus
  • 11:00am – 1:30pm – Tacoma Campus
  • 1:30pm – 3:30pm – Burke Museum
  •   3:00pm – 6:00pm – HMC Ground West Lobby
  •   3:00pm – 6:00pm – UWMC Plaza Cafe Patio
  •   3:00pm – 6:00pm – Renton Central Lab


Fri, Sept 25

  •   8:00am – 9:30am – HMC Ground West Lobby
  •   7:00am – 9:30am – UWMC Plaza Cafe Patio
  • 11:00am – 2:00pm – UWMC Plaza Cafe Patio
  • 11:00am – 2:00pm – Suzzallo Library
  • 11:00am – 1:00pm – NW Hospital
  • 11:00am – 1:00pm – Alder Hall
  • 11:00am – 1:00pm – HMC Cafeteria
  •   3:00pm – 6:00pm – UWMC Plaza Cafe Patio
  •   6:00pm – 7:00pm – ZOOM
  •   6:00pm – 7:00pm – ZOOM
  •   7:30pm – 8:30pm – ZOOM


Mon, Sept 28

  •   7:00am – 8:00am –  ZOOM
  •   7:30am – 9:30am – HMC Ground West Lobby
  •   7:30am – 9:30am – UWMC Plaza Cafe Patio
  • 12:00pm – 1:00pm – ZOOM
  • 11:00am – 2:00pm – UWMC Plaza Cafe Patio
  • 11:00am – 1:00pm – Roosevelt Clinic
  • 11:00am – 1:00pm – HMC Cafeteria
  • 11:00am – 1:00pm – Sandpoint
  •   6:00pm – 7:00pm – ZOOM


Tues, Sept 29

  •   9:30am -11:30am – Physics-Astro Building
  • 11:00am – 1:00pm – HMC Cafeteria
  • 12:00pm – 1:00pm –ZOOM
  • 12:00pm – 1:00pm – ZOOM
  • 12:00pm – 2:00pm – HUB

 

FAQ

Question: I am on Step R,which is the top step on pay table B7BX, how does this apply to me?

Conversion of CEGP Steps to Regular Steps apply. With the conversion of the CEGP steps to auto steps, this person would be able to advance to Step S in 2027 and Step T in 2028 which is approximately a 6.2% increase.

Question: I don’t see  my job description listed for any of the items below. Can you explain why my profession is not appearing on the list for any type of increase anywhere?

The positions we targeted were based on salary survey results that showed they are behind market, or positions where we have recruitment and retention issues, or disparities in internal equity. Your specific classification is not listed, but it will benefit if this is ratified. The maximum salary for your classification is currently $159,012 annually. The language regarding the conversion of CEGP steps to regular steps would increase the maximum salary to $163,824 which is a little over a 3% increase to the top step salary for your job profile.

Question: When looking at the target market based increases, what do the ranges refer to? Some are +4, +5, +6?

The ranges refer to the ranges on the pay table. For example, you are on Step S on Pay Table BX, Range 58. on the BX pay table, one range equals approximately 1%. So you would receive a 10% increase if the offer is ratified. Additionally, since you are on Step S, this language would allow you to move to Step T automatically so that would be an additional 2.5% to 3% increase to your salary in this CBA.

Question: Who is encompassed in the “Laboratory Technicians” category? Are Clinical Laboratory Technicians included?

Laboratory technicians is referring to these classifications which were determined to be below market based on the UW Compensation Salary Survey:

22445 Laboratory Technician 1 (NE H NI SEIU 925 Non Supv) B4 030 B4 035
25232 Laboratory Technician 1 (NE H SEIU 925 Non Supv) B4 030 B4 035
17800 Laboratory Technician 1 (NE S SEIU 925 Non Supv) B4 030 B4 035
22446 Laboratory Technician 2 (NE H NI SEIU 925 Non Supv) B4 034 B4 039
25233 Laboratory Technician 2 (NE H SEIU 925 Non Supv) B4 034 B4 039
17801 Laboratory Technician 2 (NE S SEIU 925 Non Supv) B4 034 B4 039

We do not believe Clinical Lab Techs showed as behind market in the same analysis so they are not on this list.

Question: Can you please tell me where Patient Financial Services falls in the proposed agreement?

There isn’t anything specific to Patient Financial Services in the offer, but the elimination of the CEGP steps raises the maximum salary for all classifications in the bargaining unit. Additionally, I see you are on Step R, which is the top automatic step, so the conversion of CEGP steps to regular steps would benefit you directly.

Question: When do I move up a step with the conversion of CEGP steps to regular steps?

With the conversion of CEGP steps to regular steps, movement becomes based on your progression start date (PSD). Please refer to Article 45.4. Salary Schedules for movement on general schedules or movement on health care schedules.