Category: Committee of Interns and Residents Northwest (CIR-NW)

We’re pleased to announce that UW has reached agreement with CIR NW on a collective bargaining agreement effective from January 1, 2026  through December 31, 2028. Members of CIR NW have voted in favor of ratifying their contract.

For details on the agreement reached, please see the following summary table:

Summary Table: CIR NW Bargaining Unit Summary

The main CIR NW contract page will be updated with the finalized agreement once available.

Copies of the tentative agreements have been posted here, and will be replaced with the finalized agreement once available.

Background

This recap details the sixteenth 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.

In this package, the Employer proposed the following:

 

Article 3: Childcare

The Employer reasserted the August 7, 2025 proposal that the Employer would agree to increase the childcare fund to $95,000 per year upon ratification. The current childcare fund is $75,000.  The Employer would increase the childcare fund to $100,000 per year on July 1, 2027.

Article 6: Fringe Benefits

The current meal reimbursement is $13.00 per meal. The Employer reasserted the August 7, 2025 proposal that would increase the meal reimbursement to $14.00 per meal. This would be effective the first day of the month after ratification.

Article 12: Time off Holidays

The Employer proposed this Article would remain current contract language.

Article 16: Time off Vacation

The Employer reasserted the May 13, 2025 proposal that incorporated new language that vacation requests would not be unreasonably denied and that vacation requests could be submitted to the program director or their designee.

The Employer also proposed to remove the .50FTE requirement to receive vacation time off. The proposal now states that all residents will receive vacation time off at a pro rata basis.

Article 21: Professional Development and Licensing

The Employer reasserted the June 30, 2025 proposal to increase the professional development reimbursement to $450/academic year and the allowance to $500/academic year beginning July 1, 2026. The current contract language sets these amounts at $400 and $450/academic year, respectively.

Article 22: Salary/Stipend

In the context of this package, the Employer proposed 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. In response to the Union, the Employer proposed the R1 monthly salary rate would include a one-thousand-dollar ($1,000) relocation allowance as displayed in the tables below.   Currently, there is no guaranteed relocation allowance available.

This total compensation proposal is shown below:

Ratification – June 30, 2026 (AY26)
Level	Salary	Housing Allowance	Relocation Allowance	Annual Compensation	Monthly Rate	Chief Allowance		Monthly Rate w/ Chief Allowance
R1	$72,000	$10,000	$1,000	$83,000	$6,917	$225		$7,142
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

The Employer proposed that on July 1, 2026 the GME monthly salary schedule will be increased by 3%. On July 1, 2027 the salary schedule would be increased an additional 3%.

Furthermore, the Employer proposed to increase the allowance again to $11,000 on July 1, 2026; and $12,000 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 and increase this allowance again to $275 per month on July 1, 2027. The current Chief Resident Supplement is $225.

NEW MOU: R7, R8, and R9 Lump Sum Payment

The Employer proposed that within ninety (90) days of ratification, on the first available pay period as determined by the Employer, the Employer would provide each R7, R8, and R9 Resident with a five-hundred-dollar ($500.00) lump sum payment.

 

Union Package 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 – Union TA

In the context of this package, the Union would tentatively agree to the Employer’s childcare proposal.

Article 6: Fringe Benefits

The Union proposed Residents would receive a one-time stipend of $1,500 if the main location of their residency or fellowship is at least 50 miles from their former principal place of work, or their former residence. The Union also proposed that in the first year of the contract, the stipend reimbursement would be provided in full upon ratification, and in subsequent years in the first July paycheck.

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 meal reimbursement.

Article 12: Time off Holidays

In the context of this package, the Union would withdraw it’s proposal.

 Article 16: Time Off Vacation 

The Union reasserted the September 24, 2025 proposal that there would be a “best effort” standard to have the first vacation day off start at midnight. The Union’s previous proposal was that a vacation day would start at midnight on the first vacation day, and end at midnight the last vacation day.

Article 21: Professional Development and Licensing

The Union reasserted the October 20, 2025 proposal 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. In response to the Employer, the Union also proposed that the UW GME salary schedule would be increased by 4% on July 1, 2026; and 4% on July 1, 2027. The previous proposal was a 5% increase on July 1 2026 and 5% on July 1, 2027.

July 1, 2025 – June 30, 2026
Level	Salary	Housing	Annual Compensation	Monthly Rate	Lead Allowance	Monthly Rate w/ Lead Allowance
R1	$75,123	$10,000	$85,123	$7,094	$225	$7,319
R2	$76,974	$10,000	$86,974	$7,248	$225	$7,473
R3	$78,300	$10,000	$88,300	$7,358	$225	$7,583
R4	$80,481	$10,000	$90,481	$7,540	$225	$7,765
R5	$82,741	$10,000	$92,741	$7,728	$225	$7,953
R6	$85,356	$10,000	$95,356	$7,946	$225	$8,171
R7	$90,063	$10,000	$100,063	$8,339	$225	$8,564
R8	$93,929	$10,000	$103,929	$8,661	$225	$8,886
R9	$98,220	$10,000	$108,220	$9,018	$225	$9,243

 

The Union proposed the allowance be increased to $10,000 on July 1, 2025 (as displayed above); $11,000 on July 1, 2026; and to $12,000 on July 1, 2027. The Union reasserted that the Lead Resident Supplement would increase to $275.00 per month upon ratification.

Lastly, the Union proposed a one-time bonus that residents would receive upon ratification as follows:

R1	$750.00
R2	$750.00
R3	$1,250.00
R4	$1,250.00
R5	$1,250.00
R6	$1,500.00
R7	$1,500.00
R8	$1,500.00
R9	$1,500.00

 

New Article: Leave – General Provisions

The Union reasserted the May 13, 2025 proposal that withdraws language regarding inclement weather and the payout of personal holiday(s) in this new article.  Residents would still receive a payout of unused sick, vacation, and professional days of $100/day upon completion of each PGY year under the Union’s proposal.

New Side Letter: Vacation Time Off Evaluation

The Union reasserted the October 20, 2025 proposal 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.

Background

This recap details the fourteenth 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.

Tentative Agreements

Article 24: Transportation
There was some language clean-up in this article. The parties agreed that residents will not be charged for weekend parking at UWMC, HMC, SCH and the VA starting at 4:00PM on Fridays, previously 12AM on Saturdays. The parties also agreed that residents will have access to free indoor bicycle parking at Harborview Medical Center.

Additionally,  the parties agree that reimbursement for using the Safe Ride Home program will be provided 15 calendar days after an accepted receipt submission and that residents will be provided a written explanation if reimbursement was denied.

New Side Letter XX: Harborview Medical Center Offsite Parking
This new side letter states that there are no planned changes to the process or assigned parking locations for residents or ACGME fellows at Harborview medical Center.  Should there be changes to Harborview Medical Center parking in the future that impacts residents or ACGME fellows, the Employer will comply with the conditions outlined in Article 24 Transportation.

Employer Counter Proposal

NEW Side Letter XX: Vacation Time Off Evaluation What-If
The Employer proposed that, if the Union accepts the Employer’s Last Best and Final Offer, that in July 2027, the Employer would conduct a vacation survey of residents’ vacation days in AY27 that did not start at midnight on the first day of vacation.  The parties would discuss the data at a Joint Labor Management Committee Meeting.

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 many aspects of its August 7, 2025 proposal. In response to the Employer, the Union is proposing to change the structure of the new relocation monies. Previously the Union proposed a one-time payment of $5,000 per eligible resident for relocation. The Union’s current proposal is 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.

Article 12: Time off Holidays
The Union reasserts its initial proposal from February 25, 2025.

Article 16: Time off Vacation
In response to the Employer, the Union proposed there would be a “best effort” standard to have the first vacation day off start at midnight. The Union’s previous proposal was that a vacation day would start at midnight on the first vacation day, and end at midnight the last vacation day.

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 August 7, 2025.

NEW Article: Leave General Provisions:
The Union reasserted its counter proposal from May 13, 2025.

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.

 

 

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.