Category: Resident and Fellow Physician Union – Northwest

To the GME Community:

The University of Washington recently began bargaining with the Resident & Fellow Physician Union–Northwest (RFPU-NW) on our 2022-25 contract. We look forward to providing regular updates on that process and want you to know that we are committed to negotiating in good faith to reach a fair and equitable outcome.

Our residents and fellows play an important role in caring for our patients at UW Medicine and they continue to be vital in our response to the COVID-19 pandemic. We value their work and their commitment to our community.

The last two years have been challenging for everybody in healthcare. The pandemic has strained all areas of our system and fundamentally changed our learning environments and how we provide care to our patients.

The financial impact for healthcare systems, including our UW Medicine hospitals and clinics, has been significant:

• The postponements of non-urgent surgeries and procedures has led to many millions of dollars in lost revenue across our system;
• Staffing shortages from vacancies or absences due to COVID-19, have necessitated a reliance on contract labor that has driven expenses higher; and
• Although one-time sources of government funding and non-cash items have helped offset some of the losses, particularly last year, they cannot be counted on for relief moving forward.

Despite these challenges, we must and will continue to support the well-being and education of our residents and fellows through exceptional training programs in a supportive learning environment. Our hospitals continue to support additional residents and fellows well beyond the number for which Medicare provides partial reimbursement and we recognize their critical contributions to the care of our patients.

However, these financial realities impact and shape the context for negotiations.

Yesterday, we completed the third virtual bargaining session with RFPU–NW. During that meeting, UW offered its first proposal on compensation, which included compensation increases in each year of the contract as well as an increase to the annual stipend. (Full recaps for all bargaining sessions are posted by Labor Relations here.)

Compensation is one of many issues on the table to be bargained. It is expected that initial proposals by both parties will be different at the beginning of bargaining. As we continue with negotiations, we are confident in the ability of leaders from both sides to find common ground and operate with a spirit of mutual respect and collaboration.

We look forward to more productive and collaborative sessions with RFPU–NW in the weeks ahead and to providing further updates on our progress.

Thanks,
Tim

Timothy H. Dellit, MD

Chief Medical Officer | UW Medicine
Executive Vice Dean for Clinical Affairs | UW School of Medicine
Vice President for Medical Affairs | University of Washington
President | UW Physicians

To the GME Community:

I am writing to update you on the University of Washington’s ongoing negotiations with the Resident & Fellow Physician Union—Northwest (RFPU-NW). Both parties have met regularly since January and last night completed the seventh bargaining session for the 2022-25 contract.

During that meeting, UW presented a second proposal on compensation as scheduled, which included an additional salary increase in the first year of the contract as well as an increase to the annual allowances. However, we remain far apart on compensation, as RFPU-NW has not changed or reduced its initial proposed compensation increases, which if implemented would require significant cuts to other critical programs, training, and staffing.

We understand that negotiations take time, and that bargaining is a process. And we remain committed to negotiating in good faith toward a fair and equitable agreement. To that end, during last night’s session, we also asked the union to participate in mediation, beginning in May, in hopes that we might come to a resolution before the current contract ends on June 30, 2022.

In the meantime, we will continue to engage constructively and look for common ground on the important issues in front of us. Recaps of all bargaining sessions are posted on UW’s Labor Relations website.

Thank you for your continued support of our residents and fellows and your collaboration as we navigate this process together.

Sincerely,

Timothy H. Dellit, MD

Chief Medical Officer | UW Medicine
Executive Vice Dean for Medical Affairs | UW School of Medicine
Vice President for Medical Affairs | University of Washington
President | UW Physicians

To the GME Community:

Last night, following months of negotiations on a 2025-2028 contract, the UW presented its last, best and final offer to the Committee of Interns and Residents Northwest (CIR NW).

Our proposed three-year agreement, which is valued at nearly $47 million in new benefits, includes increases to wages, fringe benefits, allowances, the childcare fund, professional development funds and more. The proposal reflects our deep appreciation for our residents and fellows’ important contributions in caring for our patients. It also demonstrates our ongoing commitment to their training, development and overall well-being.

This offer is made at a time of unprecedented financial pressures and uncertainties for UW Medicine. The University recently experienced a 6.5% reduction in state funding by the Washington State Legislature, leading to the requirement that all UW schools and colleges, including the School of Medicine, reduce their budgets by 5%. We are being forced to close some of our clinics, and we are navigating the hard realities of potential staffing changes in order to sustain our mission. The state has also decided to reduce reimbursement when providing care for state and school employees, which will cause our hospitals to lose over $49 million per year beginning in January 2027.

In addition to reductions in state funding, the U.S. Senate and House passed the H.R.1 reconciliation bill that cuts over $1 trillion in healthcare spending with an anticipated loss of healthcare coverage for over 11 million individuals in the U.S., including over 300,000 Washington residents. Simply put, this is devastating for the entire academic medicine community and larger healthcare systems. As the safety net healthcare system for our state, this will result in our caring for more uninsured individuals as they lose their Medicaid coverage. As we emerged from the pandemic, we were able to put into place Medicaid directed payment programs for a total of $369 million per year for UW Medical Center and Harborview Medical Center, which helped to stabilize our finances and to support our over $688 million in uncompensated care per year. The passed bill will now reduce that supplemental program by 10% per year starting in 2028 until it reaches the level of Medicare, essentially eliminating all of this Medicaid supplement over time. This not only creates significant financial risk for UW Medicine but will also lead to further difficult decisions regarding reductions of clinical programs and services. We have a responsibility to ensure the long-term viability of our hospitals in service to our community.

Despite these constraints, by negotiating in good faith and responding to feedback, we have arrived at what we believe is a fair and equitable proposal. Our final offer includes the following increases:

• Salary: 4% salary increase for each R level in the first year of the contract, and 3% salary increase for each of years two and three of the contract.
• Allowance: increase in annual allowance from $8500 to $10,000 in year one. The allowance increases to $11,000 in year two and $12,000 in year three of the contract.
• Chief resident/fellow allowance: increase to the chief resident/fellow allowance from $225 to $250/month in year two, and to $275/month in year three of the contract.
• Professional Development Fund: increase annual professional development fund amount from $400 to $450 (reimbursed) and from $450 to $500 (allowance) beginning in year two of the contract.
• Meals: increase meal reimbursement from $13/meal to $14/meal.
• Childcare: increase annual childcare fund from $75,000 to $100,000.
• Bereavement: increase in paid time off for bereavement from 3 to 5 days.

When combined with annual R level increases, the cumulative increases to salary, allowance and professional development together total a 10% increase in year one of the contract, a more than 8% increase in year two and another increase of more than 8% in year three of the contract. We urge our labor partners and CIR NW members to accept this last, best and final offer and vote “Yes” on the proposed contract.

This offer is the culmination of a months-long process during which the UW negotiations team spent many hours listening to and learning from our trainees. By negotiating in good faith and responding to feedback, we have proposed what we believe is a fair and equitable outcome.

In the absence of a new agreement, the terms of the existing contract remain effective for up to one year while we continue to bargain in good faith. As we have indicated to CIR NW leadership, due to the UW’s funding and reimbursement structure, there can be no retroactive compensation for trainees.

We appreciate everything our residents and fellows do to care for our patients and for each other. Now is the time for us to reach agreement and move forward together.

Sincerely,

Timothy H. Dellit, MD (He, Him, His)
CEO, UW Medicine
Executive Vice President for Medical Affairs and
Paul G. Ramsey Endowed Dean of the School of Medicine,
University of Washington

Background
This recap details the seventh virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Resident and Fellow Physicians Union (RFPU). Recaps are published online on the UW Labor Relations website.

Tentative Agreements
The parties tentatively agreed to the following:

Article 5 – Dues Deduction and RFPU Membership
o Article details employee membership within RFPU and when UW would notify the Union of new unit members. This article also explains the processing of dues and dues related communications.

RFPU Counter Proposals

Article 10 – Leave Bereavement
In response to the Employer’s proposal, the Union proposed changing child to fetus and proposed six days of continuous bereavement whereas the current contract language states three with two additional days if significant travel is involved.

Article 13 – Leave Miscellaneous
In response to the Employer’s proposal, the Union accepted minor language changes and did not change the cost or any other conditions of this article from their previous proposal.

Article 21 – Professional Development and Licensing
In response to the Employer’s proposal, the Union has accepted the format changes proposed and reasserted their proposed section on Required Equipment. The Union also proposed that Residents whose programs reimburse professional development costs may roll over unused Professional Development funds to successive training years for a total of $9000 where current contract language is $1500.

UW Counter Proposals

Article 6 – Fringe Benefits
Wellness and Counseling Services
In response to the Union’s proposal, the Employer proposed that Residents who need urgent mental health support would be prioritized for appointments by the GME wellness service. The Union had proposed that these appointments would happen within 24 hours.
Meals
The Employer accepted the Union’s proposal that if SCH changed its policy, then RFPU would have the opportunity for impact bargaining and proposed increasing reimbursement for meals from $10 per meal to $11 per meal.
Uniforms and Laundry
The Employer accepted the Union’s proposal that all Residents on inpatient primary services, inpatient consultation services, and services and clinics in which Residents would be expected to perform procedures shall be permitted to wear scrubs. Residents would also have access to the same scrubs provided to other hospital and clinic employees.
Call Rooms
In response to the Union’s proposal, the Employer proposed that on-call rooms would be as provided for in accordance with ACGME requirements.

Article 13 – Leave Miscellaneous
Pregnancy Accommodation
Cleanup of this article was proposed so that reading it would be easier. A section about pregnant residents would be moved from Reasonable Accommodations to Pregnancy Accommodation.
How to Request Accommodations
The Employer proposed that all Residents, regardless of pregnancy status, would be able to request an accommodation from the Resident’s Program Director or by contacting the Disability Services Office as outlined in this section. The Employer also accepted the Union’s proposal to strike that the Program Director would implement requested accommodations based on good faith efforts and proposed that such accommodations would be implemented as soon as possible.
Family and Medical Leave
The Employer accepted the Union’s proposal to strike that a domestic partner would be described as same or opposite sex so that this section would reference an employee’s spouse or domestic partner in addition to other family members that would qualify for Family and Medical Leave.

The Employer reasserts their proposal that if an employee were to exhaust time off taken under Parental Leave or FMLA then the Employer would provide paid parental time off to cover the first six weeks of the first approved leave of absence taken. Also, that if an employee had exhausted all sick time off and had less than seven days of available vacation time off, at the end of the first six weeks the first approved leave of absence taken, the Employer would add the difference between the remaining balance and seven days of vacation time off to the employee’s balance.

Article 14 – Leave Professional
Professional Leave
In response to the Union’s proposal, the Employer accepted the Union’s proposed language about Program Directors being encouraged to grant requests for Residents in their home programs as well as off-service Residents. The Employer also proposed that Residents would receive up to ten days of paid professional leave consistent with program policy.

Article 21 – Professional Development and Licensing
The Employer proposed some clean up to this article which moved certain sentences to different parts of the article to help with readability. The Employer also proposed to increase reimbursement amounts per academic year to $375 instead of $350.

Article 22 – Salary/Stipend
The Employer proposed to increase the salary of year 1 by 2% and allowance would be $3500 instead of $2400 effective July 1, 2023. The Employer stated that the increases in year one salary and allowance are contingent upon ratification occurring prior to July 15, 2022. The Employer explained the importance of the date is due to reimbursement requirements and that retroactive increases are not reimbursable.

The Employer provided the Union costing information for the parties’ current proposals. The Union’s most recent proposals add $302,594,603 in new money to current CBA. The Employer has proposed $17,963,739 in new funds. Due to the gap between the parties’ proposals the Employer requested mediation. The request for mediation was made verbally during joint session and after the session the Employer formally requested mediation from the Public Employment Relations Commission.

Side Letter B – Scheduling
In response to the Union’s proposal, the Employer agreed that Scheduling should become a new article for the next cycle.

The Employer proposed that in accordance with ACGME requirements, Residents would be given eight hours off between scheduled clinical work and education periods. Residents would also have at least fourteen hours free of clinical work and education after twenty-four continuous hours of in-house call.

The Employer proposed that Programs would be required to develop policies and procedures regarding back-up systems that would be made available when clinical care needs exceed the Resident ability or when a Resident may be unable to attend work. Residents would be encouraged to report patient safety and/or patient census concerns to the Program Director, supervising attending, and GME concern reporting tool. Residents would not be retaliated against for reporting patient safety or patient census concerns.

Next Steps
The next RFPU and UW bargaining session is scheduled for Wednesday, May 4, 2022 and will be held virtually.

Background
This recap details the sixth virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Resident and Fellow Physicians Union (RFPU). Recaps are published online on the UW Labor Relations website.

RFPU Counter Proposals

Article 20: Non-Discrimination
Complaints
In response to the Employer’s proposal, the Union agreed to include links where employees would be encouraged to report bias. These links would be to the GME’s report a concern, UW Medicine’s bias reporting tool, and the University’s bias reporting tool.
Retaliation
In response to the Employer’s proposal, the Union proposed to add language to this section where, upon request by the Resident, interim measures could be schedule changes including rotation changes and acquiring necessary training at outside institutions when needed.

Article 22: Compensation
The Union made a counter proposal accepting some terminology changes proposed by the University but did not change or reduce their proposed salary increases.

UW Counter Proposals

Article 3: Childcare
UW Children’s Centers
In response to the Union’s proposal, the Employer proposed adding instructions to download the wait pool application for UW Children’s Center at UWMC-Northwest and including how to apply for the same at Harborview.
Childcare Fund
In response to the Union’s proposal, the Employer proposed increasing this fund from $50,000 to $60,000.
Other Childcare
A housekeeping change was proposed in this section that would update the attached link for other childcare.
Lactation Accommodation
In response to the Union’s proposal, the Employer proposed adding a section about lactation accommodation. In this section, training sites would ensure a healthy and safe clinical and educational environment for clean and private facilities for lactation with proximity appropriate for safe patient care, and clean and safe refrigeration resources for the storage of breast milk. The Employer also proposed that the University would allow adequate time for milk expression as determined by each resident’s individual medical needs or preferences. Finally, the Employer proposed that Residents would inform their colleagues before stepping away for a lactation session and that programs would work with Residents to ensure educational requirements and pumping preferences were met.

Article 8: Health and Safety
Working Conditions
In response to the Union’s proposal, the Employer proposed that unsafe working conditions could be reported to any applicable local, state, or federal regulatory body in addition to the Program Director.
Workplace Violence
In response to the Union’s proposal, the Employer proposed to create a section that would describe the University’s stance on workplace violence including how to find more information as well as stating compliance with the Department of Labor and Industries Division of Occupational Safety and Health requirements. Also that training sites outside of the University of Washington would ensure appropriate safety and security measures as required by ACGME.
Work Related Injury
In this section, the Employer proposed that any employee who sustains a work-related illness or injury would be granted disability leave of absence. Employees who had sustained a work-related illness or injury would also be able to receive workers compensation and combine that with leave payment and time loss compensation.

Article 15: Time Off – Sick
Sick and Health Maintenance Time Off
In response to the Union’s proposal, the Employer proposed to strike language where sick time off would need to be 12 weekdays and 5 weekend days. Instead, the Employer proposed just a flat 17 days that the Resident could use regardless of day of week.
Sick time off may be used for the following:
In response to the Union’s proposal, the Employer agreed to strike advance notice required to supervising attending with regards to any appointment that the Resident has. With this change, the Resident would be able to attend medical, mental health, optical, and dental care appointments scheduled during their working hours but would not need to notify their supervising attendee in advance. Similarly, the Employer proposed that a Resident would be able to accompany a family member or partner to same appointments as long as notice was provided to supervising attending.

Article 24: Transportation
Changes to Parking Polices and Rates
A housekeeping edit was proposed by the Employer to update UWHA to RFPU. The Employer also proposed to notify RFPU of any changes to daily parking rates at UW Medicine and would provide an opportunity to bargain.
Parking During Nights and Weekends
In response to the Union’s proposal, the Employer proposed to memorialize the times and locations from the parties’ previously executed settlement agreement.
Emergency/Safe Ride Home Program
In response to the Union’s proposal, the Employer agreed that this program could be used to reach the Resident’s destination; that destination did not necessarily have to be their home. The Employer also agreed that this program could be used regardless of whether public transportation is currently running.
University Transportation Committee (UTC)
The Employer agreed with the Union’s proposal to strike to that 24 hours’ notice would need be given to the committee chairperson if RFPU designated a substitute.

Article 18: Working Outside of the Training Program
The Employer reasserted to use current contract language. As part of the discussion the Employer displayed and explained all the of bargaining and changes to this article that were agreed up in the last round of bargaining.

Next Steps
The next RFPU and UW bargaining session is scheduled for Wednesday, April 6, 2022 and will be held virtually.

Background
This recap details the eighth virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Resident and Fellow Physicians Union (RFPU). Recaps are published online on the UW Labor Relations website.

RFPU Counter Proposals

Article 1 – Definitions
In response to the Employer’s proposal, the Union maintains their definition of a day as a 24 hour period beginning at midnight and maintained their definition of redeployment as an unexpected change of schedule, location of work, or adding shifts for a trainee to meet the needs of the healthcare system.

Article 3 – Childcare
UW Children’s Centers
The Union maintains that residents would be designated as critical hires.
Childcare Fund
The Union maintains their proposal to increase the child care fund to $1,080,000 per year .
Lactation Accommodation
The Union maintained their previous proposal.

Article 4 – Disciplinary Action and Just Cause
The Union maintains that a Focus of Concern would be grievable under this article and that programs must post the names of CCC members and share what is discussed with residents.

Article 6 – Fringe Benefits
Wellness and Counseling Services
The Union maintains that if an employer-provided appointment is not available then the GME office would reimburse for out-of-pocket costs.
Meals
The Union decreased the in-house 8-hour shift or longer, or on home-call meal reimbursement proposal from $20 to $18. The Union also decreased their proposal for on-call, in-house 24-hour shift reimbursement amount to a flat $30 where they had proposed $30 weekdays and $40 weekends.
Pagers and Cell Phones
The Union maintains its proposal on a device stipend of $800 for the year.
Relocation
The Union maintains its proposal on a maximum relocation reimbursement amount of $3000.
Health Stipend
The Union proposed that Residents would receive $1000 per year to cover the costs of maintaining personal wellness as a lump sump on first paycheck of the academic year.
Local Community Relations
The Union proposed that the Employer would make meaningful efforts to purchase from locally owned and BIPOC businesses.

Article 7 – Grievance Procedure
Definition
The Union maintained their proposal to make a non-reappointment decision subject to the grievance procedure.
Filing and Processing
The Union maintains their proposal for 90 days to file a grievance.
Panel of Arbitrators
The Union maintains that a coin flip would decide which party strikes the first name on a list of arbitrators.

Article 13 – Leave Miscellaneous
The Union maintains their proposal that new parents are encouraged to seek needed accommodations to their schedules and responsibilities three to six months after a new child enters the family. Additionally, the Union maintains their proposal that if an employee has exhausted their vacation and sick time off balances the Employer would provide the Resident with an additional 14 days of sick time off and up to 7 days of vacation.

Article 16 – Leave Vacation
Definition
The Union maintains their proposed definition of a vacation day to be from 12 a.m. to 11:59 p.m.
Post-call Day
The Union also maintained their proposal that a post-call day is not a vacation day and no portion of the hours between 12 a.m. and 11:59 p.m. would be worked by Residents.
Vacation Time Off
The Union maintains that Residents would receive 28 days of paid vacation at the start of each one year appointment period and any unused vacation would be, at the individual Resident’s discretion, be paid out or rolled over into the next appointment period.

Article 22 – Compensation
Chief Resident/Fellow Allowance
The Union proposed reducing the per month allowance from their earlier proposal of $750 to $500.
Housing Stipend
The Union proposed an annual housing stipend of $11,400 to be paid monthly. This was a reduction of the Unions previous proposal for an annual housing stipend of $13,200. The current stipend is $2,400 annually.

The Union maintained all other previous proposals for salary increases.

New Article: Scheduling, Hours, Patient Care
Scheduling Release
The Union proposed removing their originally proposed sentence that GME would strongly encourage distribution of complete schedules one hundred and twenty days prior to the rotation start date for those programs with capacity to do so.
Hours
The Union reduced the amount of pay for additional hours worked from $125 to $120 per hour.
Patient Safety
The Union maintained its previous proposal and proposed adding that Residents would not be retaliated against for reporting patient safety or patient census concerns.

UW Counter Proposals

Article 10 – Leave Bereavement
In response to the Union’s proposal, the Employer proposes language edits to accomplish the same goal as the Union with fewer words. As well as adding that Residents needing extra time to attend a funeral or memorial service would qualify for the 2 additional days of Bereavement Leave.

Article 21 – Professional Development and Licensing
Structure
The Employer proposed to increase the Allowance amount from $400 to $425 per academic year. The Employer also proposed that if a program switched to a stipend option, then each Resident who has accumulated rollover funds would be paid out the balance or given the opportunity to use the remaining funds.
Required Certifications
The Employer accepted the Union’s proposal that Residents who are joining a UWSOM clinical training program as an R1 and took the USMLE/COMLEX Step III before their appointment start date due to a H1B visa requirement would be able to be reimbursed by the residency program.

Next Steps
The next RFPU and UW bargaining session is scheduled for Wednesday, May 11 and will be held virtually.

Background

This recap details the fifth 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

Article 24: Transportation

The Employer incorporated the Union’s proposal for language clean-up in this article. The Employer also accepted the Union’s proposal 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.

In response to the Union’s proposal that residents will have free indoor bicycle parking at all clinical sites without a waitlist, the Employer proposed that residents will have access to free indoor bicycle parking at Harborview Medical Center.

The Employer incorporated the Union’s proposed value statement regarding the emergency ride home program, which states that it is the shared goal of the Employer and the Union that residents obtain safe transportation. In response to the Union’s proposal that residents will be reimbursed for an emergency ride home after 10 calendar days after submission for reimbursement, the Employer proposed that the reimbursement would be provided 15 calendar days after an accepted receipt submission. The Employer also included the Union’s proposed new language that residents would be provided a written explanation of the reason for denial.

The Employer rejected the Union’s proposal that residents will be paid $5.00 each day they do not travel to work in their private vehicle.

NEW Side Letter: Union Business Activities 

In response to the Union’s proposal for a new article, Delegate Convention, the Employer proposed a new Side Letter, Union Business Activities. This side letter would allow residents to absent themselves from work for the purpose of attending and participating in Union business functions or programs with supervisory approval. The Resident would be required to request leave in writing at least two (2) months prior to the planned absence, and the Resident would be allowed to use paid or unpaid time off consistent with their program leave policy. The Employer proposes that the side letter would expire on January 1, 2028, unless the parties mutually agree to an extension.

NEW Side Letter: Prayer and Meditation Rooms 

In response to the Union’s proposal for a new article, Prayer and Meditation Rooms, the Employer proposed this section be included in a new side letter of the same name. The Employer proposed that it will maintain a website of available prayer/meditation rooms for all UW Medicine training sites.  This information can currently be found here: https://sites.uw.edu/uwgme/training-site-info/

Article 9: Housestaff Advisory Committee
Included in the Union’s package proposal from earlier in the bargaining session, the Union had incorporated many aspects of the Employer’s counterproposal from April 3, 2025 in this article, such as the title change and scheduling requirements. In response to the Employer’s proposal that the Committee would meet twice per year, the Union proposed the Committee would meet 6 times per academic year. The Employer counter proposed the Committee would meet quarterly.

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.

• Article 10 Time Off Bereavement: In response to the Union’s proposal on Bereavement time off, the Employer proposed in this package that residents would be granted up to 5 days of paid bereavement time off for the loss of pregnancy or death of a family member. This is an increase from current contract language which grants up to 3 days paid bereavement. The Union’s proposal was that residents would be granted 3 days automatically, whereas the Employer has proposed that up to 5 days may be granted.The Employer also proposed that the current definition of family member for bereavement time off be include in this article. This definition states that family member for bereavement time off is defined as: the employee’s spouse or same or opposite sex domestic partner, child, parent, grandparent, grandchild, or sibling. Family member also includes individuals in the following relationships with the employee’s spouse or domestic partner: child, parent, or grandparent. Child also includes a child of a legal guardian or de facto parent, regardless of age or dependency status and those to whom the employee is “in loco parentis” or “de facto” parent as well as a child of a legal guardian or de facto parent. Parent and Parent-in-law also includes de facto parent, foster parent, stepparent, or legal guardian.
• Article 15 Sick Time Off: The Employer rejected the Union’s proposal that sick time may be cashed out, as included in this article and the proposed new article, Leave General Provisions. However, the Employer proposed an expansion of the use of sick time in this package in response to the Union. The Employer proposed that sick time may be used or after the declaration of an emergency by a local or state government or agency, or by the federal government. Additionally, the Employer proposed to expand the definition of family member for the purpose of sick time off to now include any individual who regularly resides in the employee’s home or where the relationship creates an expectation that the employee care for the person, and that individual depends on the employee for care
• NEW Article Leave General Provisions: In this package, the Employer proposes the Union withdraw its proposal for this new article.

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 would accept:

• Maintaining current contract language in the articles in which neither party presented any initial proposals. These articles are: Articles 2, 8, 14, 18, 19, 23, and 25.
• The Employer’s initial proposal from April 3, 2025 on Articles 11 and 20, and the Employer’s counter proposals on Articles 1 and 7 from that same date.

In this package, the Union proposed:

• Article 5 Dues Deduction and RFPU Membership: The Union maintained its proposal that it will be granted 60 minutes at program orientations to present in addition to the 60 minutes that are currently allotted during the GME orientation. The Union clarified its original proposal, in which it called program orientation “departmental orientations.”
• Article 9 Housestaff Advisory Committee: The Union incorporated many aspects of the Employer’s counterproposal from April 3, 2025 in this article, such as the title change and scheduling requirements. In response to the Employer’s proposal that the Committee would meet twice per year, the Union proposed the Committee would meet 6 times per academic year.
• Article 13 Leave – Miscellaneous: In response to the Employer’s initial proposal that residents should make accommodation requests directly to the DSO rather than the program director or DSO, the Union proposed that residents may choose to include their program director on their request to the DSO.The Union also introduced a new concept in this article, proposing a timeline in which accommodations are approved. The Union proposed that a resident will receive a response after 48 hours of requesting an accommodation, and that the resident will be informed of the accommodation at least 3 days in advance of implementation.

Next Steps

The next RFPU-CIR and UW bargaining session will be May 6, 2025. The parties agreed the next session will be held virtually.

Background

This recap details the thirteenth 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). 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 Last Best and Final Offer

The Employer proposed a package in which all aspects of the proposal would need to be accepted as written in its entirety. This proposal is valued at nearly $47 million in new benefits over the life of the contract.

When combined with annual R level increases, the cumulative increases to salary, allowance and professional development together total a 10% increase in year one of the contract, a more than 8% increase in year two and another increase of more than 8% in year three of the contract. This is the Employer’s last, best, and final offer.

In this package, the Employer proposed the following:

Article 3: Childcare
The current childcare fund is $75,000 per year. In this proposal, the Employer would agree to increase the childcare fund to $95,000 per year upon ratification. 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. In this proposal, the Employer would agree to 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 incorporated new language that vacation requests will 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 proposed 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
The Employer proposed that within ninety (90) days of ratification the UW GME monthly salary rate would be increased by 4%, and the allowance will be increased to $10,000.

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.

Article 24: Transportation
This proposal states 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. This proposal also includes new language that residents will have access to free indoor bicycle parking at Harborview Medical Center.

The Employer proposed that the reimbursement for use of the Safe Ride Home program would be provided 15 calendar days after an accepted receipt submission. There is currently no deadline for reimbursement. The Employer also included the new language that residents would be provided a written explanation of the reason for denial.

NEW Article: Leave General Provisions
The Employer rejects the Union’s proposal.

New Side Letter: Harborview Medical Center Offsite Parking
The Employer proposed 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.

Union Counter Proposal: Response to Last Best and Final Offer

In response to the Employer’s Last Best and Final 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.

Article 6: Fringe Benefits
The Union reasserted many aspects of its initial proposal. The Union is proposing that:

• For Article 6.4, Meals, the Union proposed adding outpatient settings to the list of facilities that would provide meal reimbursements. The Union proposed that the meal reimbursement would be increased from $13.00 a meal to $20.00 a meal.
• The Union proposed a new $50/month cell phone stipend for residents who use their cell phone for employment-related activities.
• The Union proposed a new relocation stipend. This stipend would be a one-time payment of $5,000 per resident, which would be provided 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 if they did not have a former place of work. The relocation stipend would be provided in the first July paycheck. Additionally, the Union proposed this new stipend would be paid retroactively to residents if they previously worked under the prior 2022-2025 CBA; continue to work under the new CBA; and relocated at least 50 miles for their first year of employment. The retroactive payment would be paid in the July 2025 paycheck.
• CIR-NW proposed that all residents would have free access to the Intramural Activities (IMA) building.
• Lastly, the proposal includes a new bilingual resident supplement. In this proposal, a resident who is bilingual in English and one other language would receive an annual bilingual bonus of $1,000 per academic year. A resident could qualify for this bonus in three ways. First, a resident could complete the module for Bilingual Staff in the UW-Medicine LMS and successfully undergo a language fluency evaluation. Second, a resident could provide proof of university degree from a country and institution where instruction was in a target language other than English. Third, a resident could hold an interpreter certification from a recognized credentialing body.

Article 12: Time off Holidays
The Union reasserts its initial proposal from February 25, 2025, in its entirety. In the initial proposal, Union strikes current contract language that states that clinical responsibilities and educational requirements may necessitate that a resident report for duty on a holiday. The Union proposed that should a resident perform any duties, or should they be on-call, during any portion of a paid holiday, they would be granted an additional paid personal holiday. Additionally, this proposal would remove the annual forfeiture language for personal holiday(s), which would allow them to roll over from year-to-year.

Lastly, the Union also proposed Christmas Eve would be added as a new paid holiday.

Article 16: Time off Vacation
The Union reasserts its initial proposal from March 11, 2025, in its entirety. This proposal includes new language that a vacation day would start at midnight on the first vacation day, and end at midnight the last vacation day. Currently, vacation time off must be one (1) continuous twenty-four (24) hour period rather than a calendar day off.

Article 21: Professional Development and Licensing
The Union reasserted its counter proposal from May 27, 2025. This proposal states that the reimbursement and allowance per academic year would both be $1800 and that $2000 of unused professional development funds may be rolled over annually. Finally, the Union proposed that the University will completely (100%) reimburse 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 the UW GME salary schedule would be increased by 9% effective July 1, 2025; 9% on July 1, 2026; and 9% on July 1, 2027.

The Union is proposing the allowance be increased to $11,000 on July 1, 2025; $11,500 on July 1, 2026; and to $12,000 on July 1, 2027.

The Union is also proposing that the Lead Resident Supplement be increased to $275.00 per month upon ratification.

Article 24: Transportation
In the context of this package, the Union would tentatively agree to the Employer’s Transportation proposal.

NEW Article: Leave General Provisions:
The Union reasserted its counter proposal from May 13, 2025. The proposal states that Residents may choose to receive a payout of unused sick, vacation, and professional days of $100/day upon completion of each PGY year.

New Side Letter XX: Harborview Medical Center Offsite Parking In the context of this package, the Union would tentatively agree to the Employer’s Side Letter proposal.

Next Steps

The University has requested that CIR-NW take its Last Best and Final Offer to the union membership for a vote. At this time, there are no additional bargaining-mediation sessions scheduled.

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.

Read comments on the University’s proposal from Dr. Timothy H. Dellit, CEO of UW Medicine.

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.

Background

This recap details the tenth 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 5, 2025.
• Article 6 Fringe Benefits: In response to the Union, the Employer withdrew its proposal to restructure the meals program. In the context of this package, the Employer would increase the meals reimbursement to $13.50 on July 1, 2026 and then again to $14.00 per meal on July 1, 2027.
• 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 May 27, 2025.
• Article 22 Salary/Stipend: In response to the Union, the Employer proposed that if the contract is ratified before July 10, 2025, the UW GME salary schedule would be increased by 3% on July 1, 2025; 2% on July 1, 2026; and 2% on July 1, 2027. The Employer’s previous proposal was 2% in 2025, 2% in 2026, and 2% in 2027. The Employer proposed to increase the allowance to $9,500 on July 1, 2025; $10,000 on July 1, 2026; and $10,500 on July 1, 2027. The current allowance is $8,500. The Employer’s previous proposal was $9,500 on July 1, 2025 and to $10,000 on July 1, 2027.
• 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 5, 2025.
• Article 6 Fringe Benefits: For Article 6.4, Meals, the Union reasserted the model from its much of its initial proposal on March 11, 2025. In response to the Employer, the Union proposed that meals would be reimbursed at $20.00 per meal starting July 1, 2025 and $21.00 per meal starting July 1, 2026.

  The Union reproposed its cell phone stipend at $50/month for residents who use their cell phone for employment-related activities. Additionally, the Union reproposed its bilingual supplement at $1,000 per academic year.

  The Union reasserted its initial proposal from March 11, 2025 on the relocation stipend, fitness stipend, and free access to the Intramural Activities (IMA) building.

• Article 21: Professional Development and Licensing The Union reasserted its counter proposal from May 27, 2025.
• Article 22: Salary/Stipend In response to the Employer, the Union proposed the UW GME salary schedule would be increased by 12% on July 1, 2025; 11% on July 1, 2026; and 10% on July 1, 2027. The Union’s previous proposal was 12% in 2025, 11% in 2026, and 11% in 2027. The Union maintained its proposal to increase the allowance to $12,000.

Next Steps – Final Session Before June 30, 2025 Expiration Date

The next virtual RFPU-CIR and UW bargaining session is June 30, 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. This contract is set to expire next week 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.

Background

This recap details the eleventh 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: In response to the Union, the Employer proposed to increase the childcare fund to $95,000 per year on July 1, 2025. The fund is currently $75,000 each year.
• Article 6 Fringe Benefits: In response to the Union, the Employer proposed that the meals reimbursement would increase to $13.50 on July 1, 2025 and then again to $14.00 per meal on July 1, 2026.
• 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: In response to the Union, the Employer proposed 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 response to the Union, the Employer proposed that if the contract is ratified before July 10, 2025, the UW GME salary schedule would be increased by 3% on July 1, 2025; 3% on July 1, 2026; and 2% on July 1, 2027. The Employer’s previous proposal was 3% in 2025, 2% in 2026, and 2% in 2027. The Employer proposed to increase the allowance to $9,500 on July 1, 2025; $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: In response to the Employer, the Union proposed that the childcare fund be increased to $125,000 per year.
• Article 6 Fringe Benefits: The Union reasserted much of its June 25, 2025 The Union withdrew its proposal that the Employer would provide a $50/month gym/wellness stipend, but maintained that residents would be provided free membership to the IMA.
• Article 21 Professional Development and Licensing: The Union reasserted its counter proposal from May 27, 2025.
• Article 22 Salary/Stipend: In response to the Employer, the Union proposed the UW GME salary schedule would be increased by 11% on July 1, 2025; 11% on July 1, 2026; and 11% on July 1, 2027. The Union’s previous proposal was 12% in 2025, 11% in 2026, and 10% in 2027.
• NEW Article Leave General Provisions: The Union reasserted its counter proposal from May 13, 2025.

Next Steps

The next virtual RFPU-CIR and UW bargaining session is July 8, 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.

Background

This recap details the ninth 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.

Tentative Agreements

Article 1: Definitions
The parties tentatively agreed that that programs may choose to use the term Lead or Executive Resident rather than Chief Resident. Employees who are designated as Lead or Executive Residents will be entitled to the same compensation and benefits as Chief Resident.

Article 4: Disciplinary Action and Just Cause
The parties tentatively agreed that that programs will notify employees in writing of any remediation action listed in the UW GME Remediation Policy and Grievance Procedure.  The written notice will include the remediation status, the reasons for the status, the expectations that must be met to remediate the status, and the prescribed time frame to remediate. The Union and Employer also agreed that residents will have access to their individual personnel files.   

Article 5: Dues Deduction and RFPU Membership
The parties tentatively agreed that the Employer would allow voluntary payroll deduction to COPE, the Union’s political action fund.

The parties agreed to new language which states that if a new Resident does not attend the GME orientation, the Union may request access to the employee during the employee’s regular work hours to present information about the Union within ninety (90) days of the employee’s start date. The Employer will provide the Union this access at the employee’s regular worksite or virtually, and will be for no less than thirty (30) minutes. Additionally, upon written request by Union staff, any program may accommodate a twenty (20) minute union presentation during a program orientation (at the employee’s regular worksite or virtually) within 60 days of the start of the academic year.

Article 10: Time Off – Bereavement
The Union and Employer agreed that residents would be granted up to 5 days of paid bereavement time off for the loss of pregnancy or death of a family member. This is an increase from current contract language which grants up to 3 days paid bereavement. The parties also agreed to an expanded definition of family member for the purpose of paid bereavement time off which includes the definition from Article 15 Time Off Sick (cited below). Lastly, the Employer and Union tentatively agreed to new language that bereavement time off requests will not be unreasonably denied.  The parties also agreed to a new process in which bereavement time off requests that are denied may be appealed to the GME office.  The GME office will make a good faith effort to review appeals within one (1) business day.

Article 13: Leave – Miscellaneous
The parties agreed to housekeeping edits in this article, as well as new language regarding disability accommodations. The UW and CIR-NW tentatively agreed that that a resident may choose to include their Program Director on an accommodation request to the DSO.  The parties agreed that, absent exceptional circumstances, the Employer shall make efforts to ensure that residents receive a response acknowledging the request and initiating the interactive process within three (3) business days of requesting accommodation.

Article 15: Time Off – Sick
The parties agreed that sick time off may be used two cover two new types of absence: after the declaration of an emergency by a local or state government or agency, or by the federal government; and for domestic violence, sexual assault, or stalking covered absences.

The parties agreed to an expanded definition of family member for the purpose of sick time off which includes: the employee’s spouse or same or opposite sex domestic partner, child, parent, grandparent, grandchild, or sibling. Also, individuals in the following relationships with the employee’s spouse or domestic partner: child, parent, or grandparent. Child also includes a child of a legal guardian or de facto parent, regardless of age or dependency status and those to whom the employee is “in loco parentis” or “de facto” parent as well as a child of a legal guardian or de facto parent. Parent and Parent-in-law also includes de facto parent, foster parent, stepparent, or legal guardian. The definition also includes any individual who regularly resides in the employee’s home or where the relationship creates an expectation that the employee care for the person, and that individual depends on the employee for care. “Family member” does not include an individual who simply resides in the same home with no expectation that the employee cares for the individual.

For the purpose of domestic violence, sexual assault, or stalking absences, “family member” also includes a person with whom the employee has a dating relationship as defined in RCW 49.76.020.

NEW Article 25.5: Union Business Activities
The parties tentatively agreed to add a new citation in Article 25, Section 25.5 Union Business Activities. The parties had previously proposed this section as a new article and as side letter.

The new Article 25.5 states that residents who intend to absent themselves from work for the purpose of attending and participating in Union business functions or programs, such as meetings, conventions, seminars, or other authorized meetings may do so with supervisory approval, which will not be unreasonably denied. The Resident may use time off consistent with their program leave policy and must submit the request in writing.

Article 26: Duration
The parties agreed that the new CBA shall become effective upon ratification or July 1, 2025, whichever is later and remain in force through March 31, 2028.

The Union and Employer agreed to begin bargaining the future CBA earlier, now either party may request negotiation of a successor Agreement starting April 1, 2027 and bargaining will begin no later than December 15, 2027. Unless otherwise specified, the parties agree that none of the provisions of the subsequent collective bargaining agreement will be implemented prior to July 1, 2028.  

Article 27: Scheduling and Work Hours Compliance
The University and Union tentatively agreed to add a variety of new aspects regarding scheduling to this article, generally codifying the current ACGME requirements. The parties also agreed that programs are required to develop policies and procedures regarding clinical coverage system(s) when clinical care needs exceed the resident ability or when a resident may be unable to attend work due to paid time off or a leave of absence.  The Program would ensure that the training requirements of all residents are fulfilled, including when accommodating leaves of absence.

The parties also agreed to add a new section which states that Program Effects of Leave policies should clearly outline when training extensions are required due to specialty board, ACGME, or program requirements. The parties agree that Programs and Residents are expected to communicate about the potential impacts of leave on the training timeline and extension of training.

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: In response to the Union, the Employer proposed to increase the childcare fund to $85,000 per year on July 1, 2025 and to $95,000 per year on July 1, 2026. The Employer’s previous proposal was to increase the fund once on July 1, 2025 to $85,000. The fund is currently $75,000 each year.
• Article 6 Fringe Benefits: The Employer reasserted its counter proposal from May 13, 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 May 27, 2025.
• Article 22 Salary/Stipend: In response to the Union, the Employer proposed that if the contract is ratified before July 10, 2025, the UW GME salary schedule would be increased by 2% on July 1, 2025; 2% on July 1, 2026; and 2% on July 1, 2027. The Employer’s previous proposal was 2% in 2025, 1% in 2026, and 1% in 2027. The Employer maintained its proposed to increase the allowance to $9,500 on July 1, 2025 and to $10,000 on July 1, 2027, if the contract is ratified by July 10, 2025.
• Article 24 Transportation: The Employer reasserted its counter proposal from April 22, 2025.

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: In this package, the Union responded to the Employer by reducing its proposal for childcare funds from $200,000 annually to $150,000 annually.
• Article 6 Fringe Benefits: The Union reasserted its counter proposal from May 27, 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 May 27, 2025.

Next Steps

The next RFPU-CIR and UW bargaining session is June 25, 2025. The parties agreed the next session will be held virtually.

Background

This recap details the second 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.

RFPU-CIR Initial Proposals

Article 1: Definitions
The Union proposed to change the terminology from “Chief Resident” to “Lead Resident.” This is a nomenclature change only, the Union is not proposing a change to the definition.

Article 3: Childcare
The Union proposed new language which includes an acknowledgement from the Employer that the waitlists for the UW Children’s Centers are typically longer than the length of a residency. The Union also proposed to increase the funds the Employer contributes to the Union’s childcare fund from $75,000 annually to $250,000 annually.

The Union proposed that there be an annual review of Article 3.8, Lactation Accommodation, in the Labor-Management Committee meeting, which would occur as described in the Union’s Article 9 proposal from February 25, 2025.

Article 4: Disciplinary Action and Just Cause
The Union proposed new definitions and procedural items in this article. These proposals are not intended to replace or alter the academic appeal process.

First, the Union proposed that discipline should be defined as any non-reappointment, non-promotion, suspension, or termination. Additionally, the Union proposes that adverse actions should not be considered disciplinary. The Union defined such adverse actions as a decision to withhold credit; to extend residency training; to put a resident on probation, or to withhold permission to take their specialty board examination.

The Union also proposed that The University would give five (5) working days advance written notice of any intended disciplinary action or adverse action to the resident and the CIR representative. Under this proposal, the notice of intended discipline would state the nature and extent of discipline, the specific charges against the resident, and describe the circumstances upon which each charge is based. The resident would have the right to request a meeting with the program director to discuss the discipline and the right to have representation at that meeting.

Lastly, the Union proposed that residents would have full access to their own personnel files.

Article 6: Fringe Benefits
For Article 6.4, Meals, the Union proposed a reduction in the shift length requirement to receive a meal reimbursement. In this proposal, residents would receive one (1) meal reimbursement every eight (8) hours, which is currently provided after every twelve (12) hours. The Union also proposed that all twenty-four hour shifts are eligible to receive up to three (3) meal reimbursements, which currently is only allowed for weekend and holiday shifts. The Union proposed adding outpatient settings to the list of facilities that would provide meal reimbursements. The Union proposed that the meal reimbursement would be increased from $12.00 a meal to $22.00 a meal, and increased again to $23.00 a meal on July 1, 2026.

The Union proposed a new $100/month cell phone stipend for residents who use their cell phone for employment-related activities.

The Union proposed a new relocation stipend. This stipend would be a one-time payment of $5,000 per resident, which would be provided 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 if they did not have a former place of work. The relocation stipend would be provided in the first July paycheck. Additionally, the Union proposed this new stipend would be paid retroactively to residents if they previously worked under the prior 2022-2025 CBA; continue to work under the new CBA; and relocated at least 50 miles for their first year of employment. The retroactive payment would be paid in the July 2025 paycheck.

RFPU-CIR proposed that all residents would have free access to the Intramural Activities (IMA) building. Additionally, the Union proposed a new $50/month gym/wellness stipend for each resident.

Lastly, the proposal includes a new bilingual resident supplement. In this proposal, a resident who is bilingual in English and one other language would receive an annual bilingual bonus of $1,200 per academic year. A resident could qualify for this bonus in three ways. First, a resident could complete the module for Bilingual Staff in the UW-Medicine LMS and successfully undergo a language fluency evaluation. Second, a resident could provide proof of university degree from a country and institution where instruction was in a target language other than English. Third, a resident could hold an interpreter certification from a recognized credentialing body.

Article 7: Grievance Procedure
The Union proposed additional language stating that the Union may choose to skip Step Three of the grievance procedure. This is allowed in current contract language.

Article 16: Time Off – Vacation
The Union proposed that a vacation day would start at midnight on the first vacation day, and end at midnight the last vacation day. Currently, vacation time off must be one (1) continuous twenty-four (24) hour period rather than a calendar day off. The Union proposed that all residents should be able to receive and/or use vacation time off, whereas current contract language states a resident must be appointed at least .50 FTE to earn/use vacation time.

The Union proposed new language which states that programs will make every effort to honor a Resident’s vacation request and that vacation requests will not be unreasonably denied.

Article 22: Salary/Stipend
The Union proposed that the UW GME salary schedule would be increased by 12% on July 1, 2025, 12% on July 1, 2026, and 12% on July 1, 2027.

The Union proposed language consistent with their proposal for Article 1 regarding the terminology of “chief” vs “lead” residents. In this proposal, Lead Residents would receive an additional allowance of $300 per month, up from the current allowance of $225 per month.

Additionally, the Union proposed the allowance that residents receive be renamed “Housing Allowance,” and they proposed an increase of this allowance from $8,500 per academic year to $12,000 per academic year.

Article 24: Transportation
The Union proposed that residents would not be charged for weekend parking at UWMC, HMC, SCH and the VA beginning at 4:00PM Fridays as long as they exit by 11:59PM on Sunday. Currently residents must enter the garage at 12AM Saturday in order to receive free weekend parking. In this proposal, HMC offsite parking and shuttle service would be free for all residents at all times.

This article also contains a proposal which states that residents will have access to secure indoor bicycle parking at all clinical sites at no charge, and that there will be sufficient bike parking to accommodate all residents without a waitlist.

Additionally, the Union proposed a new environmental incentive, in which all residents would be paid $5.00 every day they commute to work without the use of a private vehicle.

Lastly, the Union proposed that the GME Office would reimburse residents for use of the Emergency/Safe Ride Home Program within ten (10) calendar days. In this proposal, the Employer would be required to provide a written explanation of denial of any Safe Ride Home reimbursements. Residents would also be allowed unlimited use of the Safe Ride Home program to the offsite HMC lot when the HMC shuttle is not running.

New Articles:

The Union proposed the addition of two new articles.

NEW Article: Delegate Convention
The Union proposed that bargaining unit members who are elected delegates of the union will be granted paid release time of four (4) days per year to attend to the annual union convention.

NEW Article: Housestaff Benefit Plan (HSBP)
This newly proposed article contains a supplemental benefits plan for residents administered by CIR Benefit Funds, which the Employer would pay into.

Next Steps

The next RFPU-CIR and UW bargaining session will be March 25, 2025. The parties agreed the next session will be held virtually.

Background

This recap details the third 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.

RFPU-CIR Initial Proposals – March 11, 2025

 

Article 21: Professional Development and Licensing
During the March 11 bargaining session, the Union proposed the following changes to Article 21. The Union proposed that programs would reimburse residents for the full costs incurred to obtain licensure in the state(s) where the program is located, whereas current contract language states that programs “may choose” to provide the cost of a full license.

The Union also proposed that in addition to full reimbursement for required licenses, licensing exams, board maintenance fees, and any conference travel, programs would offer professional development funds. The Union is proposing to increase the professional development reimbursement from $400/academic year to $2000/academic year and the allowance from $400/academic year to $2000/academic year. Additionally, the Union added language which states that conference travel will be paid in advance by the Employer and all reimbursements will be made within 14 days. The proposal also included an increase in the amount of professional development funds that may be rolled over year to year from $1500 to $2500.

The Union’s proposal adds the TACLS to the list of required certifications that would be completely reimbursed. Additionally, the Union proposed that required certifications and exams would be reimbursed with proof of registration, regardless of exam score. The Union’s proposal would require the Employer to reimburse residents for any exams or certifications that must be retaken. Furthermore, the Union proposed to remove the restriction that excluded residents from reimbursement of Step III expenses if the resident joins a UWSOM clinical training program as an R1 and took the USMLE/COMLEX Step III before their appointment start date due to visa requirement.

Lastly, the Union proposed that bargaining unit members will be reimbursed for board maintenance fees.

Financial Presentation – March 26, 2025

During the bargaining session on March 26, 2025, the Employer invited the CFO of UW Medicine and the Senior Director of External Affairs to present on the current financial climate within UW Medicine. The RFPU-CIR bargaining team was given time to ask questions after the presentation.

Next Steps

The next RFPU-CIR and UW bargaining session will be April 3, 2025. The parties agreed the next session will be held virtually.

Background

This recap details the seventh 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). This recap includes proposals that were passed by email before and after the seventh virtual session. Recaps are published online on the UW Labor Relations website.

Employer Costing

The Employer presented its calculations of the new costs associated with its counter proposals. The Employer’s counters equates to approximately $19,066,764 in new costs over the life of the CBA.

UW Counter Proposals

Article 3: Childcare
In response to the Union’s proposal, the Employer proposed to increase the childcare fund from $75,000 per year to $85,000 per year on July 1, 2026. Additionally, the Employer proposed the childcare fund would be disbursed annually rather than twice per year. The Employer also incorporated the Union’s proposed language that lactation accommodations are an appropriate agenda item for Joint Labor Management Committee meetings.

Article 6: Fringe Benefits
The Employer increased the meals benefit amounts for the Tiers 1-3 in response to discussions with the Union. The new amounts reflect a $200,000 increase to the meals program from AY24 actuals. In this proposal, residents in each tier would receive the following amounts annually:

• Tier 1: $2,400, previously proposed as $2,100 annually
• Tier 2: $1,800, previously proposed as $1,500 annually
• Tier 3: $1,200, previously proposed as $900 annually
• Tier 4: $600 annually
• Tier 5: $300 annually

The Employer rejected the Union’s proposals from March 11, 2025 for new fringe benefits, including the cell phone stipend, relocation stipend, free membership to the IMA, gym/wellness stipend, and the bilingual supplement.

Article 16: Time Off – Vacations
The Employer incorporated the Union’s proposed language that vacation requests will 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 22: Salary/Stipend
In response to the Union, the Employer proposed to increase the UW GME salary schedule by 2% on July 1, 2025; 1% on July 1, 2026; and 1% on July 1, 2027. The Employer’s previous proposal was 1% in 2025, 1% in 2026, and 1% in 2027. The Employer also proposed that the resident allowance would be increased to $9,500 on July 1, 2026. This is an increase from the previous proposal of $9,000 for all three years of the contract.

NEW Side Letter Prayer and Meditation Rooms
In response to the Union, the Employer proposed additional language in this new side letter regarding non-University training sites. The proposal states that the University would encourage non-University training sites to provide designated prayer or meditation space for use by Residents and that the Union may provide suggestions or assist in identifying appropriate locations.

NEW Side Letter Union Business Activities
In response to the Union, the Employer proposed to move this side letter into Article 25, Union Activities as a new section, 25.5, Union Business Activities. This is a change from the Employer’s April 22, 2025 proposal, which stated that the side letter would expire on January 1, 2028. The Employer also clarified that vacation time off could be used for this purpose in addition to unpaid time off, and rejected the Union’s proposal that professional leave could be used to attend the Union’s conference.

Union Counter Proposals

Article 5: Dues Deduction and RFPU Membership
In this proposal, the Union incorporated the Employer’s proposed language from May 6, 2025, which provides access to Union members who did not attend the annual new resident and fellow orientation. The Union also maintained its previous proposals that each program will also accommodate union presentation in addition to the 60 minutes currently allotted at the annual new resident and fellow orientation.

Article 22: Salary/Stipend
In response to the Employer, the Union proposed to increase the UW GME salary schedule by 12% on July 1, 2025; 12% on July 1, 2026; and 11% on July 1, 2027. The Union’s previous proposal was 12% in 2025, 12% in 2026, and 12% in 2027. The Union reasserts its proposal for a new $12,000 housing allowance in this proposal.

NEW Side Letter: Prayer and Meditation Rooms
After conversation with the Employer, the Union proposed this new citation as a side letter, rather than a new article. The Union also proposed that the Employer would encourage the inclusion of prayer/meditation rooms to non-University training sites by including the recommendation in Program Letters of Agreement (PLAs).

NEW Article: Union Business Activities
In this proposal, the Union maintains this new citation as a new article, rejecting the Employer’s proposal to create this citation as a side letter. In response to the Employer, the Union renamed this Article to Union Business Activities. In this proposal, Residents who intend to absent themselves from work for the purpose of attending and participating in Union business functions or programs, such as meetings, conventions, seminars, or other authorized meetings may do so with supervisory approval, which would not be unreasonably denied. The Resident would be allowed to use paid time off (such as Professional Leave) or unpaid time off and must submit the request in writing.

The Union rejected the Employer’s proposal that Residents would be required to request leave in writing at least two (2) months prior to the planned absence, and the language that states that time off would be consistent program leave policy.

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 10: Time Off – Bereavement In this package, the Union would accept the Employer’s May 6, 2025
• Article 15: Sick Time Off In this package, the Union reasserts its initial proposal from February 25, 2025.

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 1: Definitions In this package, the Union would accept the Employer’s counter proposal from April 3, 2025.
• Article 13: Leave – Miscellaneous In this package, the Union proposes to add that a resident may include a Union representative on their request for accommodation. The Union proposed that, absent exceptional circumstances, that a resident will receive a response after 48 hours of requesting an accommodation, and that the resident will be informed of the accommodation at least 3 days in advance of implementation. Previously the Union proposed this timeline would be upheld in every circumstance.
• Article 26: Duration In this package, the Union reasserted its initial proposal on duration, with a minor housekeeping edit to change March 30 to March 31, 2028.

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 24: Transportation In this package, the Union incorporated the Employer’s language stating that Residents have access to secure indoor bicycle parking Harborview Medical Center at no charge. The Union maintained the Employer’s sentence that the U-PASS activation and maintenance are subject to UW Transportation Services requirements. The Union also incorporated the Employer’s proposed language from April 22, 2025 regarding the emergency ride home program. The Union reasserted its proposal for the environmental incentive.
• NEW Side Letter: HMC Offsite Parking The Union proposed to move its proposal regarding HMC parking from Article 24 into a new side letter. It states that for HMC, offsite parking and shuttle service would remain free for all Residents. When the HMC offsite shuttle is not running, Residents would receive unlimited Safe Ride Home transportation to and/or from the offsite HMC lot.

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 12: Holidays In this package, the Union reasserts its initial proposal from February 25, 2025.
• New Article: Leave – General Provisions In this package proposal, the Union would withdraw its proposal regarding inclement weather and the payout of personal holiday(s) in this new article.

Next Steps

The next RFPU-CIR and UW bargaining session will be May 27, 2025. The parties agreed the next session will be held virtually.

RFPU-CIR: UW Negotiations Recap for May 27, 2025

Background

This recap details the eighth 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.

Tentative Agreements

NEW Side Letter: Prayer/Meditation Rooms
The Parties tentatively agreed to a new side letter which states that the Employer will maintain a website of available prayer/meditation rooms for all UW Medicine training sites and that the University will encourage non-University training sites to provide designated prayer or meditation space. The University will assist residents in locating an alternative space if applicable, and the Union may provide suggestions or assist in identifying appropriate locations.

Article 17: Management Rights
The parties tentatively agreed to maintain current contract language in this article.

Employer Costing

The Employer presented its calculations of the new costs associated with its counter proposals. The Employer’s counters equate to approximately $23,968,428 in new costs over the life of the CBA.

UW Counter Proposals

Article 3: Childcare
In response to the Union, the Employer proposed to increase the childcare fund to $85,000 per year on July 1, 2025. The Employer’s previous proposal was to increase the fund on July 1, 2026.

Article 4: Disciplinary Action and Just Cause
In response to the Union, the Employer included new language on disciplinary action. The proposal states that remediation actions indicated as “reportable” in the UW GME Remediation Policy and Grievance Procedure are considered discipline and that the Program will notify employees in writing of any remediation action.  The written notice would include the remediation status, the reasons for the status, the expectations that must be met to remediate the status, and the prescribed time frame to remediate. Additionally, the Employer proposed that Residents would have access to their individual personnel files pursuant to the terms of the Resident and Fellow Files Policy.

Article 21: Licensing and Professional Development and Funds
The Employer incorporated the Union’s proposed new title and formatting in this article. The Employer also included in this proposal the Union’s proposed strike to the language stating that Residents are encouraged to check the UW Library prior to purchasing a digital book. In response to the Union, the Employer proposed residents may roll over $2000 of unused professional development funds, which is an increase from the current contract language which allows for $1500. Additionally, the Employer included the Union’s addition of the TACLS to the list of exams that will be reimbursed, as well as the Union’s proposal stating that residents will be reimbursed for exams or certifications that must be retaken.

Article 22: Salary/Stipend
In response to the Union, the Employer proposed to increase the UW GME salary schedule by 2% on July 1, 2025; 2% on July 1, 2026; and 1% on July 1, 2027. The Employer’s previous proposal was 2% in 2025, 1% in 2026, and 1% in 2027. The Employer also proposed to increase the allowance to $9,500 on July 1, 2025 and to $10,000 on July 1, 2027. The Employer’s previous proposal on the resident allowance was to $9,500 on July 1, 2026.

Article 27: Scheduling
In response to the Union, the Employer proposed language which says that the Employer shall remain in compliance with all ACGME requirements pertaining to Resident work hours, schedules, and release time. The proposal also says that the Programs would ensure that the training requirements of all residents are fulfilled, including when accommodating leaves of absence. Finally, this proposal says that Program Effects of Leave policies should clearly outline when training extensions are required due to specialty board, ACGME, or program requirements.

Article 13: Leave – Miscellaneous
In response to the Union, the Employer proposed that absent exceptional circumstances, the Employer shall make efforts to ensure that residents receive a response acknowledging an accommodation request and initiating the interactive process within three (3) business days of request.

Union Counter Proposals

Article 24: Transportation
In response to the Employer, the Union proposed that residents will have onsite parking at University of Washington Medical Center (UWMC-Montlake and UWMC-Northwest), Harborview Medical Center (HMC), Seattle Children’s Hospital (SCH), Fred Hutchinson Cancer Center (FHCC), the VA Puget Sound Health Care System (VA), and other training sites. The Union also removed public transit from the list of modes of transportation that would receive its proposed new Environmental Incentive.

The Union introduced a new concept in this proposal that night and weekend parking would be free at HMC if residents exit the garage by 12:00PM, the current contract language is 8:00AM.

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 In this package, the Union responded to the Employer by reducing its proposal for childcare funds from $250,000 annually to $200,000 annually.
• Article 6: Fringe Benefits The Union reasserted much of its initial proposal from March 11, 2025 in this package. The Union would reduce its meals proposal from $22.00/meal in 2025 and $23.00/meal on July 1, 2026 to $20.00/meal in 2025 and $21.00/meal on July 1, 2026. The Union would also reduce its proposal for the cell phone stipend from $100/month to $50/month.
• Article 21: Professional Development and Licensing In this package, the Union proposed that the reimbursement per academic year would be $1800, which it had previously proposed as $2000. In response the Employer, the Union proposed that $2000 of unused professional development funds may be rolled over annually. Finally, the Union proposed that the University will completely (100%) reimburse 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. Previously, the Union had proposed that all residents would be reimbursed regardless of program requirements.
• Article 22: Salary/Stipend In response to the Employer, the Union proposed to increase the UW GME salary schedule by 12% on July 1, 2025; 11% on July 1, 2026; and 11% on July 1, 2027. The Union reasserts its proposal for a new $12,000 housing allowance in this proposal.

Next Steps
The next RFPU-CIR and UW bargaining session is June 5, 2025. The parties agreed the next session will be held virtually.

UW has reached agreement with RFPU on a collective bargaining agreement effective from July 4, 2022 through June 30, 2025. Members of RFPU have voted in favor of ratifying their contract.

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

Summary Table: RFPU-UW 2022-2025 Agreement

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

RFPU – UW Negotiations Recap for Wednesday, February 16, 2022

Background
This recap details the third virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Resident and Fellow Physicians Union (RFPU). Recaps are published online on the UW Labor Relations website.

During this session attendees learned more about the UW Medicine financials and how residents or fellows are funded. This presentation was made by University of Washington’s Enterprise Finance Officer, Maureen Broom, and Director of Government Accounting, Dwane Liuska.
Tentative Agreements

The parties tentatively agreed to the following:

Article 23 – Subordination of Agreement and Authority

• This article states that if any provision contained within be declared invalid by legislation or court decree then the parties would meet and negotiate. The remaining parts or provisions of this agreement would remain in full force and effect.
• This article also states that this agreement supersedes and replaces the Residency and Fellowship Position Appointment.
• Finally, the parties would agree that state or national requirements would not be appropriate subjects for bargaining.

Side Letter A – Communication

• Side Letter A, regarding the Employer providing all known non state operated emails and phone numbers for potential new members by May each year, was agreed by both parties to be struck. Striking this letter was only agreed upon since it was now a part of Article 5: Dues Deduction and RFPU Membership.

RFPU Counter Proposals

Time Off Bereavement – In response to the Employer’s proposal, the Union countered with having seven continuous or noncontinuous days of Bereavement leave where the Employer had originally proposed current contract language of three with the possibility of two additional if travel is required.

Disciplinary Action and Just Cause – In response to the Employer’s proposal, the Union proposed that a focus of concern would be grievable where the Employer stated that as a non-disciplinary action a focus of concern was not grievable. The Union also proposed that if a Resident was the subject of a focus of concern and would be discussed at a Clinical Competency Committee meeting then the Resident would be notified and would be able to have union representation attend.

Time Off Sick – In response to the Employer’s proposal, the Union counter proposed that Residents would not need to make advanced notice to utilize sick time off; the Union instead proposed that Residents would only need to notify their supervising attending.

UW Counter Proposals

Compensation – In response to the Union’s proposal, the Employer counter-proposed that Salary Schedule would be recalibrated with a one percent increase per contract year. The Employer also proposed a $500 increase to the current stipends/allowances as well as changing the way that the allowances are paid.

Definition of a Day – In response to the Union’s proposal, the Employer counter-proposed not to accept the Union’s definition of a Day. The Union proposed that a Day would be from 12:00am to 11:59pm. The Employer’s reason was that a Day was defined differently in the Union’s proposal for Article 16. Continued conversation on that Article would help determine how a Day was defined. The Union agreed.

Step Two Process – In response to the Union’s proposal, the Employer proposed that the Employer would have 30 days in which to issue a response to the grievance meeting in addition to the Union’s 30 days to escalate upon receipt of a Step One decision.

Arbitrators – In response to the Union’s proposal, the Employer proposed that arbitrators would be assigned cases by the parties on a rotating basis. That the next arbitrator on the list would be selected until a person was available to hear the case. This would be in response to a coin flip to decide which party would strike the first name on a list of arbitrators.

Time Off Bereavement – In response to the Union’s proposal, the Employer declined to accept the Union’s proposal of up to seven continuous or noncontinuous days. The Employer also declined to accept the Union’s proposed additional language of when additional days may be granted. The Employer proposed adding language that would indicate miscarriage or stillbirth as reason to utilize bereavement time off. The Employer also rejected the Union’s proposed language that would have limited the application of bereavement.

Washington Family Medical Leave Program (PFML) – In response to the Union’s proposal, the Employer clarified what types of paid leave are eligible and accepted supplemental benefits as proposed by the Union.

Management Rights – The Employer rejected the Union’s proposal to eliminate the Employer’s right to schedule Resident’s.

Duration – The Employer presented for tentative agreement Article 26: Duration. In this Article, the agreement would become effective upon ratification or July 1, 2022, whichever was later, and would be in force through June 30 2025. This Article was not moved to tentative agreement by the Union.

Next Steps
The next RFPU and UW bargaining session is scheduled for Wednesday, February 23, 2022 and will be held virtually.

Background

This recap details the fourth virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Resident and Fellow Physicians Union (RFPU). Recaps are published online on the UW Labor Relations website.

Tentative Agreements

The parties tentatively agreed to the following:

Article 11 – Washington Family Medical Leave Program (PFML)

• This article outlines the use of PFML by Residents and the Employer.
• Most changes were housekeeping in nature except for one line where types of time off were explicitly listed as available to supplement PFML. These types are vacation time off, sick time off, and personal holiday.

RFPU Counter Proposals

Dues Deduction – The Union proposed that the Employer would provide instructions and templates for the web based electronic reporting system and that the Employer would provide a calendar of required payroll cut-off dates. The Union would transmit the name and employee ID number of any employees who have provided authorization for deduction of dues or validly revoked authorization for deduction.

Vacation Definition – In response to the Employer’s proposal that a vacation day would be one continuous twenty-four hour period free from all administrative, clinical, and educational activities, the Union proposed that a vacation day would be a calendar day off (12:00 am to 11:59pm) and that a vacation day must be requested by the individual Resident.

Parental Leave and Family and Medical Leave – In response to the Employer’s proposal that if an employee had exhausted all sick time off and had less than seven days of available vacation time off, at the end of the first six weeks of the first approved leave of absence taken, the Employer would add the difference between the remaining balance and seven days of vacation time off to the employee’s balance the Union countered that this would apply to each approved leave and that this would consider if an employee had less than twenty-one days of combined vacation and sick time off.

UW Counter Proposals

GMEC and GMEC Policy Subcommittee – In response to the Union’s proposal to specify committee participants as RFPU-NW members, the Employer proposed instead that participants would be residents who are in the RFPU-NW bargaining unit.

Committee Substitutions – In response to the Union’s proposal to strike 24 hours’ notice for substitutions, the Employer proposed that advance notice would be required instead.

New Employee Contact Information – The Employer proposed keeping May 1st as the latest day in which the Employer would send New Employee Contact Information to RFPU. The Employer also added the language “or as soon as available” in the hopes that they could get this information to RFPU earlier than May 1st. This was in response to the Union’s proposal to obtain this information by April 1st.

GME Orientation – The Employer proposed that the 60 minutes of time allotted to RFPU at the end of the annual new resident and fellow orientation could be virtual or in person.

Housestaff Advisory Committee Composition – In response to the Union’s proposal to allow up to twenty members of the RFPU collective bargaining unit the Employer has proposed increasing from three to six.

Email, Fax Machines, the Internet, and Intranets – In response to the Union’s proposal, the Employer did not accept the replacing of “as provided in this agreement” with “in manners that comply with Executive Board rules” because the Employer believed this would allow for continued disagreement on compliance. Additionally, this section of Article 25 already lists how such use would be acceptable.

Staff Representatives – In response to the Union’s proposal to strike “and shall not interfere with patient care or normal operations” the Employer declined to accept.

Complaints – In response to the Union’s proposal to allow for 180 days to file a grievance based on discrimination the Employer was inclined to accept. Additionally, the Employer proposed that when a grievance or complaint was filed the University would implement interim measures as appropriate; also, as suggested by the Union.

Reporting Tools – The Employer proposed adding links to report bias via GME, UW Medicine, and University Wide to Article 20: Non-Discrimination.

Next Steps

The next RFPU and UW bargaining session is scheduled for Wednesday, March 9 and will be held virtually.

Background
This recap details the first virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Resident and Fellow Physicians Union (RFPU). Recaps are published online on the UW Labor Relations website.

RFPU Initial Proposals

Definitions – The Union proposed to add some definitions. With this new language, a day would be defined as a 24-hour period beginning at midnight (i.e. 12:00 a.m. to 11:59 p.m.) and redeployment would be defined as an unexpected change of schedule, location of work, or adding shifts for a trainee to meet the needs of the healthcare system.

Committee Memberships and Hospital Committee – While making no changes to the UWMC committees, under HMC committees the Union proposed adding the Health and Safety Committee. Within the section Substitutions, the Union also proposed striking language stating that 24 hours’ notice must be given to the chairperson of a committee if they are unable to attend. The Union proposed to add language stating that the Union must mutually agree if the Employer is to modify, eliminate, or consolidate any Employer established committee. Lastly, the Union proposed striking compliance with a program’s leave policy regarding committee members attending committee meetings.

Childcare – The Union proposed adding that residents would be designated “critical hires” to obtain priority access to childcare services at UW Children’s Centers. The Union proposed increasing the Resident Childcare Fund from $50,000 to $1,080,000 per year. The Union proposed waiving enrollment fees at Bright Horizon and KinderCare childcare centers. The Union proposed that the University would underwrite the entire daily fee for each use and vendor registration for back-up and sick childcare. Additionally, the Union proposed that Residents would have access to a total of 15 backup childcare uses per calendar year as well as the University providing $50,000 emergency funds to the Resident Childcare Fund to reimburse Residents who needed to pay for emergency childcare services.

Lactation Accommodations – The Union proposed adding a Lactation Accommodation wherein lactation rooms, or other comparable spaces, would be provided. The Union also requested breaks for lactation purposes as well.

Disciplinary Action and Just Cause – The Union proposed making a “focus of concern” grievable. The Union also proposed that the Employer would make clear to the Union when a member is undergoing disciplinary investigation or disciplinary action and would ensure that the union member is given the opportunity to have union representation. Additionally, the Union has proposed that if a Resident will be discussed at a Clinical Competency Committee meeting as a focus of concern, then that resident would be notified in advance and would have a right to have a union representative present. Lastly, the Union proposed that programs post names of current Clinical Competency Committee members on the program website annually or if changes occur.

Dues Deduction and RFPU Membership – The Union proposed language stating that introductory documents crafted by the employer regarding RFPU’s existence would be sent to RFPU annually to be mutually agreed upon. The Union proposed having 60 minutes to present at new resident and fellow orientations. The Union proposed that only the Employer would engage in an audit every July to ensure that all former members are removed from dues deductions, rather than a joint audit. The Union proposed that if the Employer deducts dues erroneously then the Employer would notify the affected residents and RFPU. The Union proposed striking the subsection Indemnification. The Union proposed that the Employer would notify the Union of all known non-state operated emails and phone numbers for all incoming bargaining unit members by April 1 instead of May 1 each year.

Mental Health Support – The Union proposed new language stating that Residents who need urgent mental health support would be provided with a wellness counselor appointment within 24 hours and if not available then GME would reimburse for out-of-pocket costs for care elsewhere.

Meals – The Union proposed that Residents on call shifts or regular shifts of eight hours or more would receive meal reimbursements and stated proposed values for various shift types. For example, the Union proposed that Residents on call shifts or shifts of 8 or more hours would receive meal reimbursements. The union also proposed that if SCH changes its meals policy then RFPU would have the opportunity to bargain impact. At UWMC-Montlake & Northwest and at HMC, the Union proposed Residents on-call, and in-house, for a 24-hour shift would receive $30 for meals during weekdays and $40 for meals on weekends/holidays. The Union also proposed that a Resident in-house or on home-call for an 8-hour shift would receive $20 for meals. The Union proposed that when providing catering for residents that is not contractually restricted to being sourced from an internal catering service, programs would contract with locally owned and BIPOC businesses.

Pregnancy Accommodation – The Union proposed that pregnant residents would receive a stipend at a rate 50% higher for all shifts during their pregnancy.

Smartphones and Pagers – The Union proposed that Residents who are required to have a mobile means of contact would be provided a smartphone and pager; if a device is not provided then a stipend would be provided instead at a rate of $800 a year. The Union proposed striking language stating that replacement costs due to loss for any devices are the responsibility of the Resident.

Uniforms – The Union proposed that any group that has any risk of exposure to bodily fluids be allowed to wear scrubs and that any site which supplies scrubs would also provide scrubs to Residents.

Relocation – The Union proposed adding a subsection regarding Relocation wherein a Resident who is starting at UW or who is changing locations amongst the residency programs would be granted funds to cover the costs of moving to a maximum allowance of $3000. The Union also proposed that costs incurred by the Resident would be would also be reported to GME, with receipts, by 60 days after the Residents first day. The Union proposed that the Resident would receive reimbursement by 30 days after submitting receipts to the GME office. The Union proposed that items that would be reimbursed would be travel, shipping of goods, cost of transportation, and lodging.

Call Rooms – The Union proposed adding a subsection, Call Rooms, wherein the Employer would provide Call Rooms for Residents to use. The Union proposed that these Call Rooms would be kept safe, secure with functional locks, properly maintained seven days a week, have a bathroom and shower, adequate temperature control, have large lockers for personal items, provided computer equipment, and readily accessible to patient care areas. The Union also proposed that these Call Rooms be a part of an annual survey that would be conducted by local hospital administration to assess their status.

Healthcare – The Union proposed that Residents would receive $1000 a year to cover health care costs associated with insurance and medical expenses to be paid as a lump sum on the first paycheck of each academic year.

Grievances – The Union proposed simplifying the definition of a grievance as well as increasing the time to file a grievance to ninety days instead of sixty. The Union proposed to remove the limitation that only grievances pertaining to bargaining wide issues would be able to start at Step 2. Under the Union’s proposal, any grievance could start at Step 2. The Union proposed that thirty days be allowed to advance a grievance instead of fourteen. The Union proposed that arbitration fees would be paid for entirely by the Employer, instead of jointly by the Employer and the Union.

Health and Safety – The union proposed that training sites would maintain workplace violence prevention programs that would include risk assessment, analysis, and reduction strategies, as well as incident response procedures. The Union proposed that the University would provide residents who are unable to work because of a workplace violence incident with paid medical leave and the Employer would cover the cost of counseling at a place of the Resident’s choosing.

Housestaff Advisory Committee – The Union proposed to increase membership of this committee from three to twenty. The Union also proposed to strike language stating that this committee would not discuss grievances without mutual agreement.

Bereavement – The Union proposed that bereavement time off would be up to seven continuous days or noncontinuous days. The Union also proposed that up to an additional two days may be granted if significant travel is involved.

Washington Family Medical Leave Program (PFML) – The Union proposed that Residents may use other leave types to supplement their PFML.

Holidays – The Union proposed that programs would not code holidays as vacation and/or sick time off when the resident was not scheduled to work.

New Parent Accommodation – The Union proposed that language surrounding pregnancy should be adjusted such that it applies to any new parent, not only people who have experienced or are experiencing pregnancy. The Union proposed that Residents would be supplied with information on accommodations offered by their Program Director and accommodations to schedules and work responsibilities can be sought out during pregnancy and for three to sixth months after a new child enters the family rather than the two months the contract currently states. The Union proposed that Residents would be granted relief from overnight call, shifts including home call, and shifts of 12 hours or more where the contract currently states that they would be able to request relief. The Union also proposed that Residents would be granted regular work breaks or environmental accommodations (for example, letting them sit during procedures, meetings, or rounds). The Union proposed striking language stating that Residents might be required to make up responsibilities. The Union also proposed that any new parent could use sick time off as parental leave.

Family and Medical Leave (FMLA) – The Union proposed that utilizing paid time off past the period covered by FMLA would not need approval by the GME Office.

Civil Leave – The Union proposed that Residents would not be entitled to civil leave for civil legal actions that they initiate or when named as a defendant or respondent in a private legal action; currently, the article states that Residents are not entitled to civil leave for civil legal action that is not directly related to the University appointment.

Leave – Professional – The Union that Residents would receive ten days of professional leave per academic year and removing the discretion of the Program Director. The Union also proposed that in the academic year wherein a Resident is applying for fellowship and/or employment, the Resident would be granted an
additional ten days of paid professional leave.

Sick Time Off – The Union proposed that Residents would receive twenty-five days of paid sick time at the start of each year appointment period, instead of the current seventeen days. The Union also proposed to strike language stating that accumulated sick time off that is not transferable is not compensable; instead, the Union proposed that accumulated sick time would be transferable and would be compensable at the completion or expiration of the appointment to the program to be paid to the Resident as a lump sum to the amount of 1/365th of their annual salary per unused day accumulated. The Union proposed that if a Resident contracts an infectious disease or is injured at work they would be granted paid administrative leave. The Union additionally proposed that sick time off may be used not only when the employee’s child’s school or day care has been closed by a health official for a health-related reason, but any time the school or day care is closed for any reason. The Union also proposed to expand the definition of family member as defined for sick time off to include many more relations of the spouse.

Vacation Time Off – The Union proposed adding a definition of vacation that states a vacation day is a calendar day off of 12am – 12am and that a vacation day must be requested by the individual Resident and not assigned involuntarily. The Union proposed language stating that a post-call day would not be considered to be a vacation day or a Resident’s day off that week and could not be coded as either. The Union proposed that Residents would receive a minimum of twenty-eight days of paid vacation at the start of each one-year appointment period, instead of the current fifteen weekdays and six weekend days. The Union also proposed that Residents appointed less than full time would receive vacation leave credit on a pro rata basis and to strike language stating that Residents less than 50% FTE are not eligible to receive vacation time. The Union proposed that unused vacation time would either be paid out or rolled over to subsequent training years and that this decision would be up to the Resident. The Union proposed that each day of unused accumulated vacation leave would be paid out to the Resident at a rate of 1/365th of annual salary at the end of the appointment year upon completion of the program.

Management Rights – The Union proposed striking language stating that management has a right to determine Resident hours within ACGME duty hour limit and to take whatever actions necessary in the event of an emergency.
Moonlighting – The Union proposed adding definitions for Additional Non-Clinical Work, Extra Pay for Extra Duty, External Moonlighting, Internal Moonlighting and that individual programs would not be able to impose additional eligibility requirements to moonlighting beyond those listed in this proposed agreement. The proposed definitions reflect current practice and are not meant to propose a new process. Lastly, the Union propose to strike language stating that the decision to deny a moonlighting request could not be escalated beyond step 2 of the grievance procedure.

No Strikes No Lockouts – The Union proposed to strike the article pertaining to No Strikes No Lockouts in its entirety.

Non-Discrimination – The Union proposed to add socioeconomic background and body type as identities protected from discrimination. The Union proposed new language stating that a grievance alleging a violation of the non-discrimination article could be grieved within one hundred and eighty days of when the individual knew or could have known about an alleged occurrence and that the University would implement interim measures if appropriate.

Professional Development and Licensing – The Union proposed that Residents would receive $2,000 per academic year in professional development funds instead of the current $350. The Union also proposed that new Residents and Fellows who are members of the collective bargaining unit would be reimbursed for their Washington State medical license regardless of when it was obtained. The Union proposed that post-graduate Residents would also receive $1,750 towards medical or dental licensing, instead of the current $400. The Union proposed that unused Professional Development Funds would rollover to successive training years and to increase the amount of rollover funds from $1,500 to $9,000. Lastly, the Union proposed adding language from Appendix IV Regarding Reimbursement for USMLE COMLEX Step III language into the body of the contract in Article 21 – Professional Development and Licensing.

Salary/Stipend – The Union proposed that Residents would be paid according to total number of years of post-graduate medical training instead of according to the year in which they are participating in the UW training program. The Union also proposed that Residents would receive an eight percent salary increase each year of the 2022-2025 collective bargaining agreement with initial value based on year in their training program.

Chief Resident Pay – The Union also proposed that a Resident appointed Chief Resident would receive additional salary/stipend during the appointment period equal to $750/month.

Housing Stipend – The Union proposed that Residents would receive a housing stipend of $1,100 per month as a lump sump that would increase by 8% each year and that individual programs would be able to offer more if they so choose.

Leadership Stipend – The Union proposed that Residents elected to the Network of Underrepresented Residents & Fellows and/or the Housestaff Quality & Safety Committee Board would receive additional salary/stipend in the amount of the Chief Stipend per month, regardless of their FTE status.

Next Steps
The next RFPU and UW bargaining session is scheduled for Wednesday, January 19, 2022 and will be held virtually.

Background
The Employer explained that current agreement was reached just 18 months ago wherein both parties agreed to significant rewrites to almost every article. As such, the Employer intentionally did not present a large number of proposal changes. To honor the current agreement and the short time it has been in effect, the Employer desires to reach an agreement as soon as possible.

This recap details the second virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Resident and Fellow Physicians Union (RFPU). Recaps are published online on the UW Labor Relations website.

RFPU Initial Proposals

Parking During Normal Business Hours – The union proposed adding Fred Hutchinson Cancer Center to the list of training sites where Residents would have access to parking. The Union also proposed that parking at all sites would be provided at no charge to Residents and any time a Resident paid for parking then that Resident would be reimbursed.

Changes to Parking Rates – The Union proposed changing this subsection’s heading to: Changes to Parking Policies and Rates. The Union also proposed that notice and the opportunity to bargain impact would be made available if locations where Residents were permitted to park or UW Medicine sites changed parking rates; current language states only the opportunity bargain impact at UW Medicine sites.

Parking During Nights and Weekends – The Union proposed that Residents would be able to park at no charge at all sites during nights and weekends. The Union added that nights would be defined as 4pm until 8am the following day and weekends would be defined as midnight Saturday morning to 11:59pm Sunday night. The current contracts says that Residents will have access to parking at no charge during nights and weekends at UWMC, HMC, SCH, and the VA.

On-Call Parking – The Union proposed that Residents would have access to parking at any hospital when called to come in and the Union proposed striking language stating that that details of this benefit may differ by location and can be found on the UW GME website.

Travel Allowance – The Union proposed striking this section entirely. The intention to strike this section is because of the Union’s proposed changes in the earlier sections that would remove the need for a travel allowance.

Shuttles – The Union proposed to replace SCCA shuttles with FHCC shuttles in the list of shuttles Residents would have access to. The Union also proposed striking the sentence that said only SCH badges were accepted on SCH shuttles and proposed that no badge would be required to ride the SCH shuttle as long as another badge could prove the resident or fellow appointments.

U-PASS – The Union proposed removing language from the current contract wherein the Resident would be responsible for ending payroll deductions for the UPASS. The Union also proposed that in addition to the travel allowance stipend, Residents outside of WA state would be provided with a $600 stipend for transportation needs per academic year.

Bicycle Sustainability – In addition to the proposed amount changes below, the Union is proposing to reinstate payments for bike usage. In the current agreement, the parties agreed to provide a UPASS in lieu of bike maintenance and bike usage incentives. The Union proposed to change the amount of time a Resident would need to bike to receive a quarterly stipend from more than 80% to more than 25%, and that the quarterly stipend would be $250 instead of $25. The Union also proposed that Residents would have free access to bike cages at all sites where cages exist. The Union also proposed that this would be set up by contacting ucommute@uw.edu ahead of use and that if a Resident’s bike or bike parts are stolen while in one of these cages then the University would reimburse Residents at the value of what was stolen and for any transportation costs the Resident accrues due to the theft.

Emergency/Safe Ride Home Program – The Union proposed removing the word “home” from this section because sometimes Residents will not be traveling to their home. The Union proposed that Residents may need this benefit to get to work as well and proposed adding language that would allow the use of this program to get to their shifts in addition to needing to use it at the end of their shifts. The Union proposed striking the conditions stating why a person may use this program and proposed adding that a Resident could use this program regardless of whether public transportation is running or not. The Union also proposed that the GME Office would reimburse 100% of the fare paid by the Resident within 30 days rather than the current language of within a reasonable time after receipt submission.

University Transportation Committee (UTC) – The Union proposed that a substitute for the permanent RFPU-endorsed resident would not need to have 24 hours’ notice given to the committee chairperson.

Parking Notice – The Union proposed striking the current language that the University would agree to inform RFPU as soon as possible after the University learns of any modifications to parking policies that may affect Residents.

Away Rotation Reimbursement – The Union proposed that Residents who travel to any away rotations would be reimbursed for lodging and transportation rather than current language, which states that Residents who are required to travel to away rotations more than 50 miles from their primary work site receive this reimbursement.

Email, Fax Machines, the Internet, and Intranets – The Union proposed that state-owned or operated email, fax machines, internet, or internet networks would not be used to communicate with one another except in manners that comply with Executive Ethics Board Rules. Current contract language states that state-owned equipment would not be used except as provided for in this agreement.

Staff Representatives – The Union proposed adding that meetings with members would also be a reason why RFPU would have access to areas of any UW-affiliated work site for the purpose of investigating disputes and contract compliance. The Union also proposed removing language that these visits would not interfere with patient care or normal operations.

Bargaining – The Union proposed adding this new section under Article 25. In this section the Union proposed that the Employer would provide paid release time for up to twenty Residents designated by the Union for the purpose of bargaining. The Union also proposed that this paid release time would also not count against a Resident’s vacation or personal leave and that Resident’s would be provided time away from clinical duties outside of post-call days to attend bargaining sessions. The Union proposed that future bargaining would only occur after 5pm on weekdays or after 8am on weekends unless requested otherwise by the Union.

Duration – The Union proposed date changes to this article so that the next contract would have an ending date of June 30, 2025.

Scheduling Release – The Union proposed new language stating that yearly block schedules, including identification of months that would have call or jeopardy responsibilities, would be distributed no later than the beginning of the academic year. Exclusive of the first block of the academic year, complete schedules, including specific shifts, call and clinic schedules, and days off, would be provided no later than ninety days in advance of the rotation start date. Under this proposal, GME would strongly encourage distribution of complete schedules one hundred and twenty days prior to the rotation start date for those programs with capacity to do so. Schedule changes following the release of the final schedule (for example due to emergency situations) would be communicated to the individual residents directly and promptly with notification to the program director and affected faculty.

Hours – The Union proposed new language regarding Resident hours. The proposal states that no Resident would be scheduled to work more than ten days in a row without a day off. Residents would have at least six days off per calendar month. For all work beyond seventy hours in one week, with the exception of voluntary extra pay for extra duty, residents would be paid an additional $125 an hour for extra duty hours. If the rate at a particular site is higher, the Resident would receive that rate instead. Residents would not work beyond 80 hours in any week. Residents would not be disciplined for reporting work beyond seventy hours or for refusing to work beyond eighty hours in one week. The Union proposed to include a quote from ACGME requirements that states, “Types of work from home that would be included would be using an electronic health record and taking calls from home. Reading done in preparation for the following day’s cases, studying, and research done from home would not count.”

Night Shifts – The Union proposed new language defining night shifts as scheduled clinical work primarily occurring between the hours of 5pm to 7am. Night shifts would not exceed twelve hours of scheduled work and four to finish up clinical tasks. The eight hours immediately before and following a night shift would be free of clinical duties.

Call – The Union proposed new language surrounding call. The proposal states that overnight call shifts, including home call, would result in a post-call day free from clinical duty until the following morning with at least sixteen hours free from clinical duty after completion of the call shift. Scheduled night shifts twelve hours or less in duration would be exempt from this policy. The entirety of a call shift, be it in-house or home call, would count towards duty hours. No call shifts would be longer than twenty-four hours and four, including any adjacent clinical shifts.

Patient Safety – The Union proposed new language pertaining to patient safety. The proposal states that programs would be required to create and adhere to policies regarding back-up personnel or staff that would be made available for when patient census numbers have reached unsafe levels, or when a resident assigned to a rotation could not present. Safe patient census numbers would be rotation, site, and program specific and would be determined by the relevant chief residents and program leadership by thirty days prior to the start of the academic year, known as Patient Safety Quotas. Information regarding Patient Safety Quotas, back-up systems, safe patient census limits, and straightforward instructions to report violations of Patient Safety Quotas would be made available publicly.

On the following provisions, the Union proposed to maintain current contract language:
• Article 23: Subordination of Agreement and Authority

UW Initial Proposals

Childcare Fund – The Employer proposed adding that Residents would need to be employed during the pay period of disbursement in order to be eligible for payment via the Childcare Fund.
Dues Deduction – The Employer proposed that the Union would transmit via a web based electronic reporting system the name and EID of employees who have authorized deductions or changed deductions. The Employer also proposed that they would provide templates and instructions for the web based electronic reporting system. The Employer also would provide a calendar for cut-off dates. Subsequently, the Employer proposed striking the section where the Employer and the Union would have an audit to ensure that all former members are removed from dues deductions. Also, the Employer proposed striking language stating that if the Employer deducts dues from the paycheck of a nonmember, the employer shall remove nonmember from dues deductions immediately upon notification from the Union.

Grievance Process – The Employer proposed striking that the Union could unilaterally decide to skip Step One. The proposal would still allow steps to be skipped with mutual agreement.
Leaves taken under Parental Leave and Family and Medical Leave – The Employer proposed that for parental leave and family medical leave, if an employee has exhausted their vacation and sick time off balances, the Employer would provide paid parental time off to cover the first six weeks of the first approved leave of absence taken. If an employee has exhausted all sick time off and has less than seven days of available vacation time off, at the end of the first approved leave of absence taken, the Employer would add the difference between the remaining balance and seven days of vacation time off to the employee’s balance.

Required Certifications – The Employer proposed adding in the language from the MOU: Regarding: Reimbursement for the USMLE/COMLEX Step III Exam, with minor changes.

The Employer proposed housekeeping edits only on the following provisions:
• Article 6 – Fringe Benefits
• Article 10 – Leave – Bereavement
• Article 11 – Washington Family Medical Leave Program (PFML)
• Article 12 – Leave – Holidays
• Article 15 – Leave – Sick
• Article 16 – Leave – Vacation
• Article 24 – Transportation
• Article 26 – Duration
• Side Letter – Communication

On the following provisions, the Employer proposed to maintain current contract language:
• Article 1 – Definitions
• Article 2 – Committee Memberships and Hospital Committee
• Article 4 – Disciplinary Action and Just Cause
• Article 8 – Health and Safety
• Article 9 – Housestaff Advisory Committee
• Article 14 – Leave Professional
• Article 17 – Management Rights
• Article 18 – Working Outside of the Training Program
• Article 19 – No Strikes No Lockouts
• Article 20 – Non-Discrimination
• Article 23 – Subordination of Agreement and Authority
• MOU – Washington State Medical Licenses
• Side Letter – Scheduling

The Employer proposed to strike the following out-of-date MOU:
• MOU: Regarding: Reimbursement for USMLE/COMLEX Step III – added to Article 21

Next Steps
The next RFPU and UW bargaining session is scheduled for Wednesday, February 16, 2022 and will be held virtually.

Background
This recap details the eleventh virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Resident and Fellow Physicians Union (RFPU). Recaps are published online on the UW Labor Relations website.

Tentative Agreements
The parties tentatively agreed to the following:

Article 9 – Housestaff Advisory Committee

• The parties agreed to current contract language.

Article 10 – Leave Bereavement

• The parties agreed to adjusting the title of this article to Time Off – Bereavement and to include miscarriage or stillbirth as a death of a family member within the parameters of this leave type.

RFPU Counter Proposals
The Union presented a package proposal that included the following:

Article 1: Definitions
Included in this package proposal was the Employer’s proposal from February 16th.

Article 14: Leave Professional
Included in this package proposal was the Employer’s proposal on May 4th.

Article 16: Leave Vacation
Definition
The Union maintains that a vacation day is a calendar day off (12am – 11:59pm) and a vacation day would be requested by the individual Resident and could not be assigned.
Post-Call Day
The Union proposed that the first eight hours after a post-call day would not be considered part of a vacation day for the purposes of providing an adequate rest period for the Resident.

Article 24: Transportation
Parking During Nights and Weekends
The Union proposed maintaining their proposal that nights would be defined as 4pm to 11am the following day.
On-Call Parking
The Union maintained that Residents would have access to parking at no charge when called into any hospital while on home-call.
Emergency/Safe Ride Home Program
The Union proposed removing the qualifier extreme as a descriptor proceeding fatigue.

Article 25: Union Activities
Included in this package proposal was the Employer’s proposal on February 23rd.

Article 26: Duration
Included in this package proposal was the Employer’s proposal on February 16th.

New Article: Scheduling, Hours, Patient Care
Schedule Release
The Union reverted to current contract language regarding when schedules would be provided to Residents.
Hours
The Union reduced their proposed days off per calendar month from six to five. Additionally, for all work beyond 70 hours in one week, Residents proposed reducing the amount of pay from $75 per hour to $17. The Union proposed that in accordance with ACGME requirements, Residents would be given eight hours off between scheduled clinical work and education periods. Residents would also have at least fourteen hours free of clinical work and education after twenty-four continuous hours of in-house call.
Home Call
The Union proposed that if called in from home call, Residents would be given a minimum of fourteen hours off after completion of clinical work and next assigned clinical work or education periods.

UW Counter Proposals
The Employer presented a package proposal that included the articles below:

Article 22: Salary/Stipend
Housestaff Salary/Allowance
The Employer proposed that if ratified before July 10, the UW GME salary scheduled would be recalibrated with a three percent increases effective July 1, 2022. The salary schedule would be increased by an additional two and a half percent on July 1, 2023. On July 1, 2024, the salary schedule would be increased by an additional two percent. Additionally, the annual allowance was increased from $2500 to $5000 per academic year.

Article 3: Childcare
Other than the section below, the Employer’s proposal has not changed from previous versions.
Lactation Accommodation
The Employer proposed that each program, in collaboration with training sites, would create and share a procedure to adjust breastfeeding-mothers’ schedules to protect adequate time for regular milk expression and pumping during the workday.

Article 6: Fringe Benefits
The Employer removed their proposal regarding the relocation fund based on feedback from Union attendees.

Article 8: Health and Safety
Included in this package proposal was the Employer’s Article 8 proposal from May 4th.

Article 14: Leave Professional
Included in this package proposal was the Employer’s proposal from April 6th.

Article 16: Leave Vacation
Vacation Time Off
The Employer proposed that a vacation day would be one continuous twenty-four hour period free from all administrative, clinical, and educational activities. Also that when possible, this vacation day would be scheduled as a calendar day off.

Article 17: Management Rights
Included in this package proposal was the current contract language regarding Article 17.

Article 18: Working Outside of the Training Program
Included in this package proposal was the current contract language regarding Article 18.

Article 19: No Strikes/No Lockouts
Included in this package proposal was the current contract language regarding Article 19.

Article 24: Transportation
Changes to Parking Policies and Rates
The Employer proposed that the University would not make changes to parking rates or policy that would require Residents to pay a higher rate than other classified staff.

Article 25: Union Activities
Included in this package proposal was the Employer’s Article 25 proposal on February 23rd.

Next Steps
The next RFPU and UW bargaining session is scheduled for Wednesday, June 15, 2022 and will be held virtually.

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 Physicians Union (RFPU). Recaps are published online on the UW Labor Relations website.

RFPU Counter Proposals
The Union presented a package proposal that contained the following:

Article 1 – Definitions
Included in this package proposal was the Employer’s Article 1 proposal from February 16th.

Article 3 – Childcare
Childcare Fund
The Union proposed reducing the fund to assist in childcare expenses from $1, 080,000 to $750,000 annually.
Lactation Accommodation
The Union proposed that Residents would be permitted to pump breast milk in workrooms and other locations other than pumping rooms. Additionally, the Union proposed that where possible, single-person pumping rooms would be converted to accommodate two Residents.

Article 6 – Fringe Benefits
Meals
The Union proposed that for all shifts scheduled more than eight hours, meals would be reimbursed at $12 per meal beginning July 2022 and, $13 per meal beginning July 2023.
Relocation
The Union reduced their relocation stipend proposal from $3000 to $2800.

Article 8 – Health and Safety
Workplace Violence Prevention
The Union proposed incorporating the Employer’s language from the previous proposal that addresses prevention and policies regarding workplace violence. The Union added that Residents would be able to request caring for patients that they reasonably believe pose a risk to the Resident’s safety.

Article 13 – Miscellaneous Leave
Included in this package proposal was the Employer’s Article 13 proposal from May 18th.

Article 14 – Leave Professional
Included in this package proposal was the Employer’s Article 14 proposal from April 6th.

Article 16 – Leave Vacation
Included in this package proposal was the Employer’s Article 16 proposal from June 1st.

Article 17 – Management Rights
As a part of this package, Article 17 is being proposed as current contract language.

Article 18 – Working Outside of the Training Program
As a part of this package, Article 18 is being proposed as current contract language.

Article 19 – No Strikes/No Lockouts
As a part of this package, Article 19 is being proposed as current contract language.

Article 20 – Non-Discrimination
Included in this package proposal was the Employer’s Article 20 proposal from March 23rd.

Article 22 – Salary/Stipend
The Union proposed a 3% salary increase for all years and an allowance of $11,400 to also increase by 3% annually.

Article 24 – Transportation
Changes to Parking Policies and Rates
The Union proposed that daily parking rates at UW Medicine sites would not occur without notice and opportunity for impact bargaining.
Parking During Nights and Weekends
The Union proposed that:

• Residents would not be charged for parking during nights whenever they enter a parking garage after 4pm and exit before 9am.
• Residents would not be charged for parking during weekends whenever they enter a garage beginning at 12am Saturday and exist before 11:59pm on Sunday.
• When Residents park at Triangle Garage the Resident would not be charged for parking when entering after 4pm on a weekend nor if they exit before 9am.
• When Residents park at P1, P2, P3, and P4 lots at Harborview the Resident would not be charged for parking when entering after 4pm nor if they exit before 9am.
• In emergent patient situations that involves a Resident not being able to exit before 9am then the department would be billed for the Resident’s parking fee.

Article 25 – Union Activities
Included in this package proposal was the Employer’s Article 25 proposal from February 23rd.

Article 26 – Duration
Included in this package proposal was the Employer’s proposal in January 19th.

New Article – Scheduling
Hours
The Union proposed reducing the extra duty pay from $17 an hour to $10 an hour.
Home Call
The Union proposed that if called in from home call, Residents would be given a minimum of eight hours off, down from fourteen, between completion of clinical work and next assigned clinical work or educational periods.

UW Counter Proposals
In response to the Union’s proposal, the Employer presented a package proposal that contained the following:

Article 1 – Definitions
Included in this package proposal was the Employer’s Article 1 proposal from February 16th.

Article 3 – Childcare
Childcare Fund
The proposed increasing the childcare fund from $50,000 to $75,000.
Lactation Accommodation
The Employer proposed that Residents would be permitted to pump breast milk in locations other than pumping rooms provided privacy and safety can be accommodated.

Article 6 – Fringe Benefits
Meals
The Employer proposed that meal reimbursement would be increased to $13 per meal during the third year of this agreement.

Article 8 – Health and Safety
Included in this package proposal was the Employer’s Article 8 proposal from March 23rd.

Article 13 – Miscellaneous Leave
Included in this package proposal was the Employer’s Article 13 proposal from May 18th.

Article 14 – Leave Professional
Included in this package proposal was the Employer’s Article 14 proposal from April 6th.

Article 16 – Leave Vacation
Included in this package proposal was the Employer’s Article 16 proposal from June 1st.

Article 17 – Management Rights
As a part of this package, Article 17 is being proposed as current contract language.

Article 18 – Working Outside of the Training Program
As a part of this package, Article 18 is being proposed as current contract language.

Article 19 – No Strikes/No Lockouts
As a part of this package, Article 19 is being proposed as current contract language.

Article 20 – Non-Discrimination
Included in this package proposal was the Employer’s Article 20 proposal March 23rd.

Article 22 – Salary/Stipend
Housestaff Salary/Allowance
The Employer proposed increasing the annual percentage increase to 3% in the third year of this agreement. Additionally, the annual allowance would be $5000 for years 1 and 2 and for year 3 it would be $6000.

Article 24 – Transportation
Parking During Nights and Weekends
The Employer proposed that:

• When Residents park at Triangle Garage the Resident would not be charged for parking when entering after 4pm on a weekend nor if they exit before 8am.
• When Residents park at P1, P2, P3, and P4 lots at Harborview the Resident would not be charged for parking when entering after 4pm nor if they exit before 8am.
• In emergent patient situations that involves a Resident not being able to exit before 8am then the Resident would request reimbursement from the appropriate medical department.

Shuttles
The Employer proposed that Seattle Children’s Hospital badges would be provided on the first day of SCH rotations by SCH GME Office staff and instructions on free parking and alternative transportation would also be provided.

Article 25 – Union Activities
Included in this package proposal was the Employer’s Article 25 proposal from February 23rd.

Article 26 – Duration
Included in this package proposal was the Employer’s Article 26 proposal from January 19th.

New Article – Scheduling
In response to the Union’s proposal, the Employer proposed adding that Residents would not be disciplined for reporting scheduled work hour violations.

Next Steps
The next RFPU and UW bargaining session is scheduled for Wednesday, June 22 and will be held virtually.

Background
This recap details the thirteenth virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Resident and Fellow Physicians Union (RFPU). Recaps are published online on the UW Labor Relations website.

Tentative Agreements
The parties tentatively agreed to the following:

Article 1 – Definitions

• The parties agreed to housekeeping edits.

Article 13 – Leave Miscellaneous

• The parties agreed to housekeeping edits and the new section below.
• The parties agreed that for leaves taken under Sections 1 (Parental Leave) and Sections 3 (Family Medical Leave), if an employee has exhausted their vacation and sick time off balances, the Employer will provide paid parental time off to cover the first six weeks of the first approved leave of absence taken. If an employee has exhausted all sick time off and has less than seven days of available vacation time off, at the end of the first six weeks of the first approved leave of absence taken, the Employer will add the difference between the remaining balance and seven days of vacation time off to the employee’s balance. In June 2024, the Employer will provide the Union with data on the number of employees to which this provision has applied. The Union may request a HAC meeting to discuss the data.

Article 14 – Leave Professional

• The parties agreed to including language that would accurately reflect current program policy.

Article 16 – Leave Vacation

• The parties agreed that a vacation day must be one continuous 24 hours period free from all administrative, clinical, and educational activities. When possible, a vacation day will be scheduled as a calendar day off.

Article 17 – Management Rights

• The parties agreed to current contract language.

Article 18 – Working Outside of the Training Program

• The parties agreed to current contract language.

Article 19 – No Strikes/No Lockouts

• The parties agreed to current contract language.

Article 20 – Non-Discrimination

• To increase access, the parties agreed to include the University’s Bias Reporting Tools.
• The parties agreed to language detailing the grievance process related to a violation of this article and outlining the interim measures that could be taken to accommodate.

Article 25 – Union Activities

• The parties agreed to housekeeping edits.

Article 26 – Duration

•  The parties agreed to housekeeping edits.

UW Counter Proposals
The Employer proposed a package proposal that included the following:

Article 3 – Childcare
Included in this package proposal is the Employer’s proposal from June 15th.

Article 6 – Fringe Benefits
Included in this package proposal is the Employer’s proposal from June 15th.

Article 8 – Health and Safety
Workplace Violence
The Employer proposed that Residents may request to decline caring for patients who they reasonably believe pose a risk of workplace violence. Programs would make a good faith effort to accommodate Residents who experience workplace violence while considering patient care/safety and training requirements. Additionally, the Employer would provide information and access to health care benefits and the labor and industries claim process. The Employer would cover the cost of counseling if provided through the GME Wellness service.

Article 15 – Sick Leave
Included in this package proposal is the Employer’s proposal from March 23rd.

Article 22 – Salary/Stipend
Housestaff Salary/Allowance
The Employer proposed increasing the annual allowance from $2500 to $6000.

Article 24 – Transportation
Parking During Nights and Weekends
The Employer proposed to incorporate the terms the parties agreed to in a settlement agreement regarding nights and weekend parking for residents at UW facilities.

New Article – Scheduling
Included in this package proposal is the Employer’s proposal from June 15th.

RFPU Counter Proposals
The Union proposed a package proposal that included the following:

Article 3 – Childcare
Childcare Fund
The Union proposed reducing the fund to $300,000.
Lactation Accommodation
The Union proposed accepting the Employer’s language in this section while maintaining that Residents would be permitted to pump breast milk in workrooms and other locations other than pumping rooms.

Article 6 – Fringe Benefits
Meals
The Union proposed that meal reimbursements would apply for every ten hours worked including home call. Residents would receive an additional reimbursement when working on weekends or holidays. Additionally, that meal reimbursements for the first year would be $12 per meal and $13 per meal starting in the second year of this agreement.
Relocation
The Union proposed using the Employer’s language regarding relocation expenses.

Article 8 – Health and Safety
Workplace Violence Prevent
The Union proposed language that included the Employer’s proposal and added that the Employer would ensure employees will have access to medical care at no cost to the Resident.

Article 15 – Sick Leave
Included in this package proposal is the Employer’s proposal from March 23rd.

Article 22 – Salary/Stipend
Housestaff Salary/Allowance
The Union proposed an annual allowance of $10,000 in the first year, $10,500 in the second year, and $11,000 for the third year.
Chief Resident/Fellow Allowance
The Union proposed the chief resident would receive to $225 per month.

Article 24 – Transportation
Included in this package proposal is the Employer’s proposal from earlier in this session.

New Article – Scheduling
Hours
Recognizing that programs would need time to adjust, the Union proposed that Residents would not work beyond 75 hours in any week. Programs would phase in this requirement over the three years of this agreement so that for AY 22-23, the maximal per week hours would be 85. For AY 23-24, the maximum hours per week would be 80 hours. Starting in AY 24-25 the cap would be at 75 hours per week. Finally, that throughout this phase in, programs would remain compliant with ACGME requirements and would be able to offer EPED hours to Residents.
Home Call
The Union proposed that if a Resident was called in from home call, they would be given a minimum of eight hours off between completion of clinical work and the next assigned clinical work or education period and that programs would have one year to adjust their scheduling to comply with this policy and would need to be in compliance by July 1, 2023.

Next Steps
The next RFPU and UW bargaining session is scheduled for Wednesday, June 29 and will be held virtually.

Background
This recap details the fifth virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Resident and Fellow Physicians Union (RFPU). Recaps are published online on the UW Labor Relations website.

During this session, Jessica Cole, presented to attendees on University of Washington’s contractual partnership with childcare providers and how faculty, students, and residents would be able to utilize resources. Jessica also spoke about how critical hire childcare placements are identified and approved at the university. There was also a discussion about how individuals would be able to utilize back up care, priority placement, in-home care, and center tuition discounts.

Tentative Agreements

The parties tentatively agreed to the following:

Article 12 – Time Off – Holidays

• In this article, official University of Washington holidays are listed and that programs will try to schedule these days free from responsibilities and educational requirements, however, clinical needs may necessitate that a resident report for duty on a holiday.
• This article also details the use of Faith/Conscience Unpaid Holidays and Paid Personal Holiday use.

UW Counter Proposals

Article 4 – Disciplinary Action and Just Cause

In response to the Union’s proposal, the Employer countered with a proposal that was intended to clarify an Investigation and a Focus of Concern.

• An Investigation would be made clear when it was being conducted or when discipline was being initiated. The Employer would also inform the employee about their right to representation.
• In this proposal, a Focus of Concern would be a letter of recommended actions for a Resident to perform. Upon completion, the Resident could also request that this letter be removed from their program file.

Article 12 – Time Off – Holidays
In response to the Union’s proposal, the Employer countered with a proposal that incorporated the Union’s language to obtain program approval for Paid Personal Holidays (rather than the Program Director’s approval) and the Union’s proposed language to include that Programs could not code holidays as vacation and/or sick leave when the Resident was not scheduled to work. This was later moved to tentative agreement.

Next Steps
The next RFPU and UW bargaining session is scheduled for Wednesday, March 23, 2022 and will be held virtually.

Background

This recap details the ninth virtual session for the renewal of the Collective Bargaining Agreement (CBA) between the University of Washington (UW) and the Resident and Fellow Physicians Union (RFPU). Recaps are published online on the UW Labor Relations website.

Tentative Agreements

The parties tentatively agreed to the following:

• Article 7 – Grievance Procedure
  • The grievance procedure maintained mostly current contract language with a few minor edits.

RFPU Counter Proposals

Article 8 – Health and Safety

The Union maintained their proposal that the Employer would cover the cost of GME counseling, therapy at the site of the choice of the resident, additional caregiving costs, and medical expenses including transportation to the sites.

UW Counter Proposals

Article 3 – Childcare

In response to the Union’s proposal, the Employer proposed to increase the childcare fund from $50,000 to $70,000 available to residents in assisting them with outside childcare expenses.

Article 4 – Disciplinary Action and Just Cause

In response to the Union’s proposal, the Employer proposed language that the typical period of a focus of concern for recommended actions to resolve the issue(s) would be three months.

Article 6 – Fringe Benefits

In response to the Union’s proposal, the Employer proposed to increase the meals reimbursement from $10.00 to $11.00 per meal this year and an additional increase to $12.00 per meal beginning July 1, 2023. The Employer proposed that call room would be equipped with secure storage and computer equipment if possible. The Employer proposed to include language that the Employer would make an effort to source food not contractually restricted to internal catering to locally owned and BIPOC businesses in accordance with procurement services policies.

Article 9 – Housestaff Advisory Committee

In response to the Union’s proposal, the Employer proposed to maintain current contract language with the committee members allowed up to ten with a minimum of three University representatives.

Article 13 – Leave Miscellaneous

The Employer proposed to provide the Union with data for parental leave and family and medical leave in June 2024 and that the Union could request a Housestaff Advisory Committee meeting to discuss the data.

Article 22 – Salary Stipend

the Employer proposed that if the contract were to ratify before July 15, 2022, then the salary schedule would be re-calibrated with a 3% increase effective July 1, 2022, and the current $2500 stipends would be converted to a $4000 annual allowance.  The Employer also proposed an increase of 1% on July 1, 2023 and an increase of 1% on July 1, 2024. If the contract is not ratified by July 15, 2022, the salary schedule and Home Call and Travel Stipend on June 30, 2022 of $2,500 would remain until July 1, 2023. On July 1, 2023 the salary schedule would increase by 3% with an increase to the allowance and on July 1, 2024, the salary would increase by an additional 1%. The Employer proposed the Chief Resident or Fellow allowance would increase from $175 to $200 beginning July 1, 2023.

Next Steps

The next RFPU and UW bargaining session is scheduled for Wednesday, May 18 and will be held virtually.

Background
This recap details the tenth virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Resident and Fellow Physicians Union (RFPU). Recaps are published online on the UW Labor Relations website.

Tentative Agreements
The parties tentatively agreed to the following:

Article 4 – Disciplinary Action and Just Cause

• The parties agreed that when an investigative interview is being conducted that would be made clear and the employee would be informed of their right to representation.
• If remediated, the program director will remove a focus of concern or explain why it will not be removed.

RFPU Counter Proposals

Article 1 – Definitions
The Union maintains their proposal on the definition of a Day and also withdrew their proposed definition of redeployment.

Article 3 – Childcare
Childcare Fund
The Union reduced its proposal amount for the Resident Childcare Fund from $1,080,000 to $500,000.
Lactation Accommodation
The Union maintains its proposal regarding lactation accommodations.

Article 6 – Fringe Benefits
Meals
In response to the Employer’s proposal, the Union proposed that meal reimbursements would be available for all shifts scheduled 8+ hours.
Relocation
The Union proposes striking that programs could approve relocation expense reimbursement consistent with Administrative Policy Statement 34.2 and replaced that language with training programs could determine whether to issue payments as stipends or to reimburse costs for the amount of $3000.

Article 13 – Leave Miscellaneous
The Union reduced the amount of days they were proposing for leaves taken under Parental Leave and Family Medical Leave in the situation where an employee has exhausted their vacation and sick time off balances. The proposal now states that if an employee has less than 14 days, down from 21, of combined available vacation and sick time off, at the end of the first six weeks of each approved leave of absence taken, the Employer will add the necessary days to the remaining balance so that the resident is left with 7 days, down from 14, of sick leave and 7 days, unchanged, of vacation for the remainder of the academic year.

Article 24 – Transportation
Parking During Nights and Weekends
The Union proposed that Residents would be reimbursed for parking during any night or weekend hours, or would not be charged, regardless of time entering the garage.
Multiple-Site Parking
The Union proposed that Residents would be able to be reimbursed for parking at all sites when required to travel to another training site in the same day by submitting receipts.
Bicycle Sustainability
The Union proposed that Residents would have free access to bike cages at all sites where cages exist and the Union withdrew their proposal for a quarterly stipend for Residents who bike.

New Article – Scheduling & Hours
Hours
The Union proposed reducing the extra duty hours pay from $120 per hour to $ 75 per hour.

UW Counter Proposals

Article 6 – Fringe Benefits
Relocation
The Employer proposed creating an annual relocation fund of $30,000 for residents relocating to Seattle from outside the WWAMI Region; Residents from Oregon would have access to up to $2,000 for relocation expenses. The Employer also proposed that the Union would be able to determine appropriate distribution and submit a list to the Employer to distribute via payroll.

Article 22 – Salary/Stipend
Housestaff Salary
In response to the Union’s proposal, the Employer proposes to increase the allowance from $2500 to $4500 starting in 2022 for the duration of the successor agreement. Additionally, the Employer proposed that the July 1, 2023 salary schedule increase would increase from 1% to 2%.

Next Steps
The next RFPU and UW bargaining session is scheduled for Wednesday, June 1, 2022 and will be held virtually.

Background

This recap details the fourth 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.

Employer Costing

The parties discussed the Employer’s costing. This estimates that Union’s initial proposals would lead to an increased minimum cost of $182 million over the course of the CBA.

UW Initial Proposals

The Employer proposed housekeeping edits only on the following provisions:

• Article 11: Washington Family Medical Leave (PFML)
• Article 20: Non-Discrimination

The Employer proposed to maintain current contract language in the following articles:

• Article 2: Committee Memberships and Hospital Committee
• Article 8: Health and Safety
• Article 14: Leave – Professional
• Article 18: Working Outside of the Training Program
• Article 19: No Strikes/No Lockouts

Article 6: Fringe Benefits

The Employer proposed a new structure for the meals benefit. The current structure is a reimbursement model where residents and programs must submit meal purchases and hours worked to the GME office for repayment onto the resident’s Husky Card. Under the Employer’s proposal, all residents receive a lump sum amount on their Husky Cards at the beginning of each month. The UW proposed that the amount each resident receives would be determined based on which of five tiers their program falls into, as set out in the new Appendix A.  Residents in each tier would receive the following amounts annually:

• Tier 1: $2,100
• Tier 2: $1,500
• Tier 3: $900
• Tier 4: $600
• Tier 5: $300

The tiers and meal payment amounts were set on AY24 actuals, where the residents in programs that work the most hours receive more meal payments. This is not a cost savings measure.

NEW Appendix A: Meals

This appendix accompanies the Employer’s meal proposal in Article 6.

Article 13: Washington Family Medical Leave (PFML)

The Employer proposed some minor housekeeping edits to this article. The Employer also proposed removing the program director as someone who the resident may initially make a disability accommodation to, instead the residents would contact the Disability Services Office (DSO) directly.  Current language points residents to the program director or DSO. Additionally, the Employer proposed removing the .50FTE requirement to be granted military leave.

Article 22: Salary/Stipend

The Employer proposed renaming this article “Compensation.” The Employer proposed striking the language which states that all residents would be compensated at the same rate regardless of funding source or specialty. The Employer proposed that, if the contract is ratified before June 30, 2025, the UW GME salary schedule would be increased by 1% on July 1, 2025; an additional 1% on July 1, 2026; and another 1% on July 1, 2027. The Employer proposed that, if the contract is ratified before June 30, 2025, the allowance would be increased to $9,000, which is currently $8,500.

Article 26: Duration

The Employer’s initial proposal on duration states that the agreement will be effective upon ratification or July 1, 2025, whichever is later, and remain in effect until June 30, 2028. In this proposal, either party may request negotiation of a successor Agreement starting December 1, 2027, and bargaining would begin no sooner than January 1, 2028.

NEW MOU: Negotiations for the 2028-2031 Agreement

The Employer proposed via email a new MOU regarding negotiations for the 2028-2031 Agreement. The Employer proposed that there will be two full days of bargaining (9am to 5pm) and all other bargaining will be scheduled from 5pm to 7pm. These sessions would be held over Zoom. The Employer proposed that the Union would provide the names of the negotiating team members prior to the first bargaining session, and that the Employer would notify programs of the names of the members who need to be released for bargaining. The Employer also proposed that observers from the bargaining unit may participate in non-speaking roles, unless otherwise agreed upon. Observers would be required to display their full names when bargaining is over Zoom, and would be expected to exit the Zoom meeting when the bargaining team exits. Bargaining sessions would remain closed to the public and press under this proposal.

UW Counter Proposals

Article 1: Definitions
In response to the Union’s proposal to rename the “Chief Resident” position to “Lead Resident,” the Employer proposed that programs may choose to use the term Lead or Executive Resident rather than Chief Resident. The Employer proposed that employees who are designated as Lead or Executive Residents will be entitled to the same compensation and benefits as Chief Resident.

Article 5: Dues Deduction and RFPU Membership
In response the Union’s proposal to allow voluntary payroll deduction to COPE, the Union’s political action fund, the Employer proposed to use the dues deduction language from the SEIU 925 contract. RFPU-CIR is an affiliate of the SEIU national union. The Employer’s proposed language would allow for COPE deductions.

Article 7: Grievance Procedure
The Union’s initial proposal states that the Union would be able to choose to skip Step 3 of the grievance process and go directly to Step 4. In response, the Employer proposed that the Union would be able to skip Step 3 if the committee process of Step 3 was removed, making the new Step 3 mediation with PERC. Additionally, the Employer proposed to add language that if Step 3 was skipped, the Union would have thirty (30) days to move the grievance to Step 4, arbitration. Finally, the Employer proposed that, in cases where a grievance is moved to arbitration and Step 3 was skipped, either party may request a pre-arbitration settlement conference. These conferences would not delay the arbitration process.

Article 9: Housestaff Advisory Committee

The Employer incorporated the Union’s proposed name change to “Joint Labor Management” Committee into this proposal. In response to the Union’s proposal that stated the Committee would meet monthly, the Employer proposed that the Committee would meet twice per academic year. This is an increase from current contract language which says that the Committee will meet “periodically.” The Employer proposed that the meetings would be scheduled at the beginning of the academic year.

Next Steps

The next RFPU-CIR and UW bargaining session will be April 22, 2025. The parties agreed the next session will be held virtually.

Background

This recap details the first 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.

RFPU-CIR Initial Proposals

Article 5: Dues Deduction and RFPU Membership
The Union proposed that it would be allotted sixty (60) minutes to present to new residents at the end of annual departmental orientations. This would be in addition to the sixty (60) minutes currently allotted at the GME Orientation.

The Union also proposed that the Employer would honor the Union’s political action fund deduction authorizations. This would allow for members to voluntarily donate to the fund, known as Committee On Political Education (“COPE”), via payroll deduction.

Article 9: Housestaff Advisory Committee
RFPU-CIR proposes to change this meeting from an ad-hoc format to a set monthly reoccurring meeting. The proposal states that if neither party has suggested agenda items seven (7) days in advance of the meeting, the meeting may be cancelled. The Union also added new language that would allow for both parties to invite guests, subject matter experts, or additional bargaining unit employees to the meeting.

Article 10: Time Off – Bereavement
Current contract language allows for up to three (3) days paid bereavement time off to attend the funeral and/or make arrangements necessitated by the death. The Union proposes to strike this language and proposes that members would be granted three (3) days off total, making three days the default amount of time someone would be granted.

Article 12: Time Off – Holidays
In order to emphasize the importance of holiday time off, the Union proposes striking current contract language that states that clinical responsibilities and educational requirements may necessitate that a resident report for duty on a holiday. The Union proposed that should a resident preform any duties, or should they be on-call, during any portion of a paid holiday, they would be granted an additional paid personal holiday. Additionally, this proposal would remove the annual forfeiture language for personal holiday(s), which would allow them to roll over from year-to-year.

Lastly, the Union also proposed that the day before Christmas would be added as an additional paid holiday.

Article 15: Time Off – Sick
RFPU-CIR proposed to strike the current contract language that states that sick time off is not transferrable and is not paid out as additional compensation at the completion or expiration of an appointment.

The Union’s proposal would expand the definition of family member for the purposes of sick time off. The proposed new language states that a family member is defines as: the employee’s spouse or same or intimate partner as defined by RCW 70.123.020, as well as children, children-in-law, parents, parents-in-law, grandchildren, great grandchildren, grandparents, great grandparents, siblings, nieces, nephews, (or gender-neutral equivalent), aunts, uncles, (or gender-neutral equivalent) or is living in the household of a resident. Those persons in a “step” relationship, such as step-siblings, are also considered a family member.

Additionally, the proposal includes new language that would encourage supervisors to allow the resident to take annual leave in the case of the death of a family member that falls outside this definition or the death of a close friend.

Article 26: Duration
The Union proposed to move the date to request negotiation of a successor Agreement and the expiration of the contract up by three months with the goal that bargaining would be completed by the time of the GME orientation.

Under this proposal, the contract would be effective upon ratification or July 1, 2025, whichever is later, and remain in force through March 30, 2028, whereas it previously expired in June. Each party would be able to request negotiation by April 1, 2027 and bargaining would commence no sooner than October 1, 2028, previously July and January respectively.

Article 27: Scheduling
The Union proposed a suite of new language in this article regarding duty hours and compliance with ACGME requirements. First, the Union proposed that the Employer will remain in compliance with ACGME requirements pertaining to duty hours, work schedules, and release time. The Union also proposed changing language that states residents will not be disciplined for reporting duty hours violation to language that says residents shall have the affirmative duty to report such violations.

The Union proposed the addition of language that states that duty hours would be limited to eighty (80) hours per week, averaged over every four (4) week period. Each Resident would be provided with one day in every seven (7) free from all clinical, administrative, and educational duties, averaged over every four (4) week period. Additionally, if a Resident did not receive such release time, (an) alternative free day(s) would be scheduled within the four (4) week period.

Furthermore, RFPU-CIR proposed that Residents would not be removed from an elective in order to cover a back-up shift and at no time would Residents be required to make up contractually guaranteed sick time or other PTO, unless necessitated by the appropriate specialty board to meet graduation requirements.

The Union also proposed that the Hospital would ensure that the learning of residents is not significantly impacted by the absence of a resident on a leave of absence. This would include hiring locums as needed.

Lastly, the Union proposed that if the duty hours permitted by the ACGME or other governing authority were to be reduced, or the release time required was increased (or both) Article 27 would be interpreted and applied using the new time requirements.

New Articles:
The Union proposed the addition of two new articles.

NEW Article: Leave General Provisions
This article adds two new provisions regarding leave. First, the Union proposed that should a Resident’s worksite be closed or otherwise inaccessible due to inclement weather or other unsafe working conditions, Residents would not be charged from any balance of leave or sick time for that unworked time. Second, the Union proposed new language that would allow Residents to receive a payout of unused sick, vacation, personal paid holidays, and professional days of $100/day upon completion of each PGY year.

NEW Article: Prayer and Meditation Rooms
This article proposes that the Employer would provide a prayer/meditation room for religious or personal observance of Residents at each rotation site, and that the Union and the Employer would work together to identify a suitable space at each site.

Next Steps

The next RFPU-CIR and UW bargaining session is still being scheduled. The parties agreed the next session will be held virtually.

Background

This recap details the sixth 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.

Tentative Agreements

The parties tentatively agreed to maintain current contract language in the following articles:

• Article 2: Committee Memberships and Hospital Committee
• Article 8: Health and Safety
• Article 14: Leave – Professional
• Article 18: Working Outside of the Training Program
• Article 19: No Strikes/No Lockouts
• Article 23: Subordination of Agreement and Authority
• Article 25: Union Activities

The parties tentatively agreed to housekeeping edits in the following articles:

• Article 11: Washington Family Medical Leave (PFML)
• Article 20: Non-Discrimination

The parties also reached tentative agreements on the articles below.

 Article 7: Grievance Procedure

The parties agreed to remove the committee process from the Step 3 grievance procedure. In the tentative agreement, both parties must mutually agree to the new Step 3 process, which is mediation with PERC. The parties agree that if Step 3 was skipped, the Union would have thirty (30) days to move the grievance to Step 4, arbitration. Finally, the parties agreed that, in cases where a grievance is moved to arbitration and Step 3 was skipped, either party may request a pre-arbitration settlement conference. These conferences would not delay the arbitration process.

Article 9: Housestaff Advisory Committee
The parties agreed to rename this article and Committee to “Joint Labor Management” Committee. The parties agreed that the Committee would meet six times per year, which is an increase from current contract language which says that the Committee will meet “periodically.” The parties agreed that the meetings would be scheduled at the beginning of the academic year. The Union and Employer also tentatively agree that if neither party has suggested agenda items seven (7) days in advance of the meeting, the meeting may be cancelled and that both parties may invite guests, subject matter experts, or additional bargaining unit employees to the meeting.

NEW MOU: Negotiations for the 2028-2031 Agreement

The parties agreed to a new MOU regarding negotiations for the 2028-2031 Agreement. The Union and Employer agree that there will be two full days of bargaining (9am to 5pm) and all other bargaining will be scheduled from 5pm to 7pm. These sessions will be held over Zoom. The Employer and Union will provide the names of the negotiating team members prior to the first bargaining session, and the Employer will notify programs of the names of the members who need to be released for bargaining. The parties agree that observers from the bargaining unit may participate in non-speaking roles, unless otherwise agreed upon. Observers would be required to display their full names when bargaining is over Zoom, and the Union will correct an observer’s name who is not displayed. The parties agreed that each will maintain separate caucus rooms, and will each return to their respective rooms during a caucus. The Union will assist with moving observers to the Union’s caucus room. Bargaining sessions will remain closed to the public and press.

UW Counter Proposals

Article 5: Dues Deduction and RFPU Membership

The Employer proposed new language in response to the Union maintaining its proposal on being allotted 60 minutes at program/department orientations in addition to the 60 minutes that are currently allotted during the GME orientation. The Employer proposed that if a new Resident does not attend the GME orientation, the Union may request access to the employee during the employee’s regular work hours to present information about the Union within ninety (90) days of the employee’s start date. In this proposal, the Employer would provide the Union this access at the employee’s regular worksite or virtually, and will be for no less than thirty (30) minutes.

Article 13: Leave Miscellaneous

The Employer incorporated the Union’s proposed language in this proposal, which states that a resident may choose to include their Program Director on an accommodation request to the DSO. The Employer rejected the Union’s new proposal to create timelines for receiving accommodations, including the Union’s proposal which would require the Employer to provide three day’s notice of an accommodation before the Employer could implement a requested accommodation.

Article 26: Duration

In response to the Union’s proposal to move the expiration date of the contract up by three months, with the goal that bargaining would be completed by the time of the GME orientation, the Employer proposed that the parties would start bargaining no later than January 7, 2028. The Employer rejected the proposal to change the effective date of the contract off the academic year cycle.

Employer Package Proposal
In response to the Union’s package proposal from earlier in the session, 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 10: Time Off Bereavement: In this package, the Employer would incorporate the Union’s proposed language that the Employer would grant 5 days of paid bereavement leave “at the Resident’s discretion.” The Employer would also withdraw its proposal to create a separate definition of family member for bereavement time off and sick time off.
• Article 15: Time Off Sick: In this package, the Employer reasserts its proposal for Sick Time Off from the April 22, 2025

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 10 Time Off Bereavement: In this proposal, the Union incorporates the Employer’s counter proposal to increase the number of paid bereavement days off up to five, which would be up to the Resident’s (not the program’s) discretion as to how many days of bereavement time off to take. The Union rejected the Employer’s proposal to create a separate definition of family member for bereavement time off and sick time off.
• Article 15 Time Off Sick: In this package, the Union reasserts its proposal for Sick Time Off from the February 25, 2025
• NEW Article Leave General Provisions: In this package proposal, the Union would withdraw its proposal regarding inclement weather in this new article.

Next Steps

The next RFPU-CIR and UW bargaining session will be May 13, 2025. The parties agreed the next session will be held virtually.