Category: SEIU 1199 HMC and Airlift NW

Background

This recap details the fifth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Service Employees International Union 1199NW (SEIU 1199NW). Recaps are published online on the UW Labor Relations website.

SEIU 1199NW Initial Proposals

Article 6 – Grievance Procedure
6.6 Union Delegates
The Union proposed to include investigation meetings as an instance where an aggrieved employee and the Union Delegate would be in pay status. This would be in addition to grievance meetings, mediations, and arbitration hearings.

Article 36 – Corrective Action/Dismissal Process
The Union proposed to strike the sentence where if the Employer placed an employee on administration leave for investigatory purposes, the Employer would notify the Union. Instead, the Union proposed that prior to scheduling the investigation meeting, the Employer would notify the employee.

Article 41 – New Employee Orientation
The Union proposed to increase the amount of time a Union representative would be allowed with new employees from half an hour to a full hour. Additionally, the Union proposed that delegate time in new employee orientations would count as paid time while striking that this release time would be subject to the operational needs of the department.

Article 42 – Union Activities
The Union proposed to increase the amount of paid release time delegates would be allowed from eight to 24 hours annually to participate in the Union’s delegate training program.

MOU – Negotiations for the 2025-2027 Agreement
The Union proposed to rollover this MOU and the Union proposed that participating employees would be paid release time for any hour missed from their regular schedule rather than a cap of eight hours.

Side Letter L – Virtual NEO
Similarly to their proposal in Article 41, the Union proposed to increase the amount of time a Union representative would be allowed with new employees from half an hour to a full hour.

UW Initial Proposals

Article 37 – Nonpermanent and Intermittent Employees
The Employer proposed cleaning up language to reflect the current use of nonpermanent and intermittent employees rather than the outdated use of per diem. Additionally, the Employer proposed that this article would be applicable to all nonpermanent and intermittent employees whereas in some places, the article previously only referred to intermittent and nonpermanent registered nurses. These proposed changes can be found throughout the Employer’s proposal.
Minimum Work Availability
The Employer proposed that the four shifts of availability would match the open shift needs of the department.
Float
The Employer proposed that intermittent or nonpermanent employees would not be eligible for the float premium.
Premiums
The Employer proposed to include a table that would detail, by the bargaining unit, the various premiums that would apply to nonpermanent and intermittent employees covered by this agreement.
Training
The Employer proposed clarifying that when intermittent and nonpermanent employees could be required for mandatory education as pertinent to the classification and clinical area. This mandatory class time would be compensated at the appropriate rate of pay. Finally, in the Employer’s proposal, intermittent and nonpermanent employees could attend in-house education offered by the employer without cost when it is also without cost for classified staff but would not qualify for elective educational and professional leave or education support funds.

UW Counter Proposals

Article 11 – Educational and Professional Development & Article 42 – Union Activities
Elective Educational and Professional Leave
In response to the Union’s proposal to increase paid release time from eight to 24 hours of paid release time for the purposes of the Union’s delegate training, the Employer could not agree; however, the Employer did propose that Union provided training for delegates could count as elected educational and or professional leave for the purposes of Article 11.

Next Steps
The next SEIU 1199NW and UW bargaining session is scheduled for Wednesday, April 23, and will be held in person.

Background
This recap details the fifth and sixth sessions for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Service Employees International Union 1199NW (SEIU 1199NW). Recaps are published online on the UW Labor Relations website.

Tentative Agreements
The parties tentatively agreed to the following as presented by the Employer on April 1^st:

• Article 12 – Sick Time Off
• Article 16 – Washington Family Medical Leave Program
• Article 33 – Non-Discrimination
• New Article – Leave Due to Family Care Emergencies

SEIU 1199NW Initial Proposals

Article 3 – Union Representatives
The Union proposed to increase the amount of time a Union representative would be allowed with new employees from half an hour to a full hour. Additionally, the Union also proposed that delegates, officers, or committee members could use 24 hours, up from eight hours, per calendar year of paid leave time to attend Union sponsored trainings. The Union also proposed striking that this would be limited to no more than once per contract per employee.

Article 5 – Employment Practices
The Union proposed including a new subsection, 5.3.1 Investigations. In this new subsection, the Union proposed that the Employer would notify employees prior to scheduling investigation meetings of the subject of the investigation. Additionally, the Union proposed that if an investigation takes longer than 60 days, the Union could request an explanation on the current status of the investigation.

Article 9 – Other Compensation
Temporary Assignment
The Union proposed that if an employee had a temporary assignment, the employee would be compensated in line with their experience and be placed on a step on the pay scale for the higher classification.

Article 23 – Grievance Procedure
The Union proposed adding a new section, Pay Status. In this section, both the aggrieved employee and the Union Delegate would be in pay status during grievance meetings, investigation meetings, mediations, or arbitration hearings.

Article 31 – New Employee Orientation
The Union proposed to increase the amount of time a Union representative would be allowed with new employees from half an hour to a full hour. Additionally, the Union proposed that delegate time in new employee orientations would count as paid time while striking that this release time would be subject to the operational needs of the department.

MOU – Ground Rules for the 2025-2027 Agreement
The Union proposed to rollover this MOU and the Union proposed that participating employees would be paid release time for any hour missed from their regular schedule rather than a cap of eight hours.

New MOU – Security Staffing
The Union proposed creating new FTEs and staff new static posts as well as a new roving officer post.

New MOU – Social Work Supervision
The Union proposed new requirements regarding clinical supervision hours required by new social workers as defined by the National Association of Social Workers. This proposal detailed the assignment of supervisors, meeting expectations, quarterly feedback, and supervision availability.

New MOU – Safety Boot Reimbursement
The Union proposed that the Employer would reimburse employees up to $150 per year for protective footwear meeting the performance requirements of ASTM F2413-11 if required as personal protective equipment.

Side Letter E – Virtual New Employee Orientation
Similarly to their proposal in Article 41, the Union proposed to increase the amount of time a Union representative would be allowed with new employees from half an hour to a full hour.

SEIU 1199NW Counter Proposals

MOU – Apprenticeship Program
The Union proposed to strike the medical assistant specific language in this MOU. Additionally, the Union proposed that if UWMC-NW or UWMPC elected to utilize an apprenticeship program during the next two years, the Employer would agree to use the SEIU Healthcare 1199NW Multiemployer Training Fund. Finally, the Union proposed striking the language about using any apprenticeship programs not administered by this fund.

UW Initial Proposals

Article 7 – Hours of Work and Overtime
7.3 Innovate Work Schedules
The Employer proposed striking language returning reverting back to 8-hour workdays as the language is confusing and the Employer has no intention of doing so.
7.7 Meal/Rest Periods
The Employer proposed to include language pursuant to RCW 49.23.287. This new proposed language details rest periods, unpaid meal periods, paid meal periods, combining rest and meal periods, and any associated committee work. This language had been previously agreed to by the parties and the Employer proposed including the agreed language into the body of contract.
Rest Between Shifts
The Employer proposed that rest between shift would be reduced from 12 hours to 11 hours and that this section would not apply to standby and callback assignments performed pursuant to Article 9 – Other Compensation.

New Article – Nonpermanent and Intermittent Employees
The Employer proposed to include a new article in the agreement regarding nonpermanent and intermittent employees. This new article would define both types of positions, their appointments, their hours of work and overtime, probationary periods, compensation schedules and any adjustments, as well as which types of premiums would and would not apply. Further, this new article would describe how the existing provisions would apply to nonpermanent and intermittent employees.

The Employer proposed to strike the following appendices:

• Appendix C – 9-Hour Work Schedule
• Appendix D – 10-Hour Work Schedule
• Appendix E – 12-Hour Work Schedule
• Appendix F – Less Than 8-Hour Work Schedule

UW Counter Proposals

Article 6 – Seniority, Layoff, Restructure
Low Census Fund
In response to the Union’s proposal on April 1, the Employer was not able to agree to implement a low census fund.
Low Census
In response to the Union’s proposal, the Employer agreed to float surplus staff, including members of the float team, prior to implementing low census procedures. Additionally, the Employer agreed to strike that during periods of low census; after canceling any overtime hours, the Employer would ask for volunteers before determining and implementing a reduced staffing schedule.

Article 7 – Hours of Work and Overtime
7.5 Overtime
In response to the Union’s proposal, the Employer did not agree to the Union’s proposed strike from April 1 regarding double time after 14 hours worked for employees who work 12-hour shifts.
7.6 Overtime Placement
In response to the Union’s proposal, the Employer does not agree to automatically place hospital employees into daily overtime work rules. Instead, the Employer proposed that within two weeks of hire, employees could be placed into daily overtime work rules. The Employer could agree to automatically place clinic employees into weekly overtime work rules upon hire and any employees wishing to opt into a daily overtime work rule would submit a request to their manager.

Article 9 – Other Compensation
9.6 Temporary Assignment
In response to the Union’s proposal, the Employer could not agree to strike 5% language in lieu of placing the employer at the high classification’s pay scale. The Employer mentioned that there were cases, typically over long periods of time, where employees were given more than the standard 5% increase if warranted and approved via UWHR Compensation.

Article 14 – Unpaid Absence
In response to the Union’s proposal, the Employer prosed to include delegate training in 14.2 regarding the types of unpaid absences that could be granted to employees.

MOU – Apprenticeship Program
In response to the Union’s proposal, the Employer agreed to use the SEIU Healthcare 1199NW Multiemployer Training Fund, if an applicable program was available. The Employer also agreed to strike the language regarding what to do if the Employer decided not to use this training fund.

MOU – Social Work Supervision
In response to the Union’s proposal, the Employer was not able to agree. The Employer did suggest that a member of the Employer’s team could meet with a member of the Union’s team to discuss the issues and work to correct them in departmental policies.

Next Steps
The next SEIU 1199NW and UW bargaining session is scheduled for Wednesday, April 23, and will be held in person.

Background
This recap details the seventh session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Service Employees International Union 1199NW (SEIU 1199NW). Recaps are published online on the UW Labor Relations website.

SEIU 1199NW Initial Proposals

The Union presented an interest in ensuring that diagnostic and procedural areas follow Washington State law while also safely staffing these areas so that patients and workers feel protected, supported, and confident. To align with this interest, the Union proposed:

Article 9 – Other Compensation
9.3 Callback Pay
The Union proposed increasing the Standby Pay rates of pay from $7 per hour to the employee’s base rate.

9.3.1 Callback Guidelines
The Union proposed including language from RCW 49.28.140, stating that no employee would be required to work overtime, including overtime resulting from prescheduled mandatory on-call time when that on-call time was being used to staff for regular changes in patient census or acuity or expected increases in the number of employees not reporting for predetermined scheduled shifts.

9.3.3 On-Call Hours
The Union proposed if, after sixty days, the on-call hours remained over the established maximum, the next level of management for a specific area would be included on the Call Committee including the Hospital CEO. Additionally, the Union proposed that if callback exceeded an average of 96 hours a month for a three-month period of time, that area would take immediate steps to reduce callback hours. Additionally, if that same average continued for an additional two months, that area would need to add an additional 0.6 FTE.

Next Steps
The next SEIU 1199NW and UW bargaining session is scheduled for May 2, 2025, and will be held in person.

Background
This recap details the sixth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Service Employees International Union 1199NW (SEIU 1199NW). Recaps are published online on the UW Labor Relations website.

SEIU 1199NW Initial Proposals

The Union presented an interest in ensuring that diagnostic and procedural areas follow Washington State law while also safely staffing these areas so that patients and workers feel protected, supported, and confident. To align with this interest, the Union proposed:

Article 9 – Hours of Work and Overtime
9.4 Work Schedules
The Union proposed to strike that this section would apply to standby as listed in Article 45.6 Standby.

Article 37 – Nonpermanent and Intermittent Employees
37.7 Compensation
H. Standby Premium

The Union proposed including language from RCW 49.28.140, stating that no employee would be required to work overtime, including overtime resulting from prescheduled mandatory on-call time when that on-call time was being used to staff for regular changes in patient census or acuity or expected increases in the number of employees not reporting for predetermined scheduled shifts. The Union also proposed that employees on standby would be paid for a minimum of three hours instead of two and a half hours if they were called back in to work.

Article 45 – Wages and Other Pay Provisions
45.6 Standby
The Union proposed striking the current language that off-duty standby assignments would be determined in advance, also striking that volunteers would be used for standby assignments when practicable, and finally that Article 9.4 Work Schedules would not apply to standby.

Instead, the Union proposed that on-call would not be used to avoid filling vacant positions, that the Employer would schedule procedures in the best interest of patients and would make a good faith effort to schedule procedures so that callback was not required. The Union also proposed that Standby Pay would be the employee’s base hourly rate of pay. Finally, the Union included language from RCW 49.28.140, stating that no employee would be required to work overtime, including overtime resulting from prescheduled mandatory on-call time when that on-call time was being used to staff for regular changes in patient census or acuity or expected increases in the number of employees not reporting for predetermined scheduled shifts.

45.7
The Union proposed that an employee in standby status who was called back to work would be paid at time and a half a minimum of three hours instead of the current language of two and half hours. Additionally, the Union proposed striking the definition of Call Back and its mechanism of pay.

45.12 Salary Schedules and Premiums
The Union proposed increasing the Standby Pay rates of pay from $7 per hour to the employee’s base rate for all bargaining units that receive Standby Pay represented by this agreement.

Side Letter D – END Tech Call Back
The Union proposed extending this Side Letter into the next cycle and the Union proposed for any Electroneurodiagnostic Technologists who were required to stay past their shift for longer than forty-five minutes and who were scheduled to be on standby after their shift ends would be eligible for three hours of call back pay instead of two and a half hours.

Side Letter K – Standby Hours
Emergency Call Resolution Process
The Union proposed to strike the current language that described the Call Committee’s responsibility to review on-call hours when these hours exceed a mutually agreed upon maximum. Instead, the Union proposed that if callback exceeded an average of 96 hours a month for a three-month period of time, that area would take immediate steps to reduce callback hours. Additionally, if that same average continued for an additional two months, that area would need to add an additional 0.6 FTE.

Next Steps
The next SEIU 1199NW and UW bargaining session is scheduled for April 30, 2025, and will be held in person.

Background
This recap details the seventh session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Service Employees International Union 1199NW (SEIU 1199NW). Recaps are published online on the UW Labor Relations website.

Tentative Agreements
The parties tentatively agreed to the following:

Article 19 – Job Posting & Transfer
The parties agreed to include language that would clarify which agreement would prevail when a probationary period employee was seeking to revert to their previously held position.

SEIU 1199NW Initial Proposals

New MOU – Regarding Patient Privacy
The Union proposed to include language that would ensure all patient exams and other clinical work would only occur in locations that allowed for privacy.

SEIU 1199NW Counter Proposals

Article 11 – Educational and Professional Development
In response to the Employer’s proposal, the Union proposed to modify the language so that any mandatory education/training above an employee’s FTE would be paid at one and half times their regular rate of pay.

UW Initial Proposals

Article 28 – Health Insurance and Pension
The Employer proposed updating this article to reflect the changes made at the state level bargaining table. This would include the new language regarding stand-alone vision plans, the increase from $250 to $300 for Employer funded Flexible Spending Accounts (FSA), and the salary change for employees who would qualify for FSAs.

Article 39 – Resignation
The Employer proposed including a new subsection, 39.2 Presumption of Resignation/Abandonment. In this new subsection, the Employer proposed that if an employee failed to appear for work and failed to report absence for three consecutive scheduled workdays, they would be deemed to have resigned. In this section, within 14 calendar days of mailing the separation notice, an employee could submit a written petition for reinstatement.

Article 49 – Salary Overpayment Recovery
The Employer proposed including language that would add clarity to the methods of payback in the cases of overpayment for active employees and separated employees. This language existed previously but was causing confusion.

Next Steps
The next SEIU 1199NW and UW bargaining session is scheduled for Friday, May 2, 2025, and will be held in person.

Background
This recap details the eighth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Service Employees International Union 1199NW (SEIU 1199NW). Recaps are published online on the UW Labor Relations website.

SEIU 1199NW Initial Proposals

Article 20 – Committees
The Union stated an interest in quarterly strategic labor management meetings aimed at sharing Union and UW strategies and projects for understanding and collaborating. The Union proposed that the participants would be elected leaders from each SEIU Healthcare 1199NW bargaining unit and decisions makers at UW. The Union also proposed to strike all standing listings of committee meetings in lieu of one monthly joint labor/management committee meeting that included all bargaining units and departments represented by SEIU 1199NW. Finally, the Union proposed various sub committees that would be incorporated into this general joint labor/management committee.

New MOU – EVS ACET Certification and Training Fund
The Union proposed that the Employer develop and implement a certification program for Environmental Services Technicians funded by the SEIU Multi-Employer Training Fund. Employees would be certified via Advanced Certificate for Environmental Services Technicians (ACET) and would receive a premium of $1.50 per hour.

SEIU 1199NW Counter Proposals

Article 7 – Hours of Work and Overtime
The Union proposed adding new subsections to this article. The Union proposed including:
7.13 Emergency Conditions and Inclement Weather
In this new subsection, the proposed language describes what would happen in the case of a natural disaster, emergency conditions, and inclement weather. In such cases where the University determined that public health, property, or safety is jeopardized, the Union proposed that outpatient and elective care would be suspended. Additionally, the Union proposed that a list of essential employees and non-essential employees would be made available for review during a joint labor management meeting. Employees designated as essential would also have their managers and directors in their chain of command designated as essential. The Union also proposed that any employee released from work would receive no loss in pay.
7.13.2 Essential Personnel
In this new subsection, the Union proposed that essential personnel working during a disaster who stayed between shifts would receive access to meals, rooms to sleep in, clean sheets, and access to showers. Additionally, when employees were required to stay past their shift in an emergency situation, the Union proposed that standby and call provisions would apply. The Union proposed no employees would be required to work more than sixteen hours. Finally, employees who were requested to pick up more workers would be designated as working during that time and would be compensated for hours and mileage.
7.13.3 Parking
The Union proposed for suspended operations, parking would be provided at each location for any staff member designated by their supervisor as essential.
7.13.4 Onsite Work
The Union proposed that in the case of inclement weather, campus closure, or suspended operations, telework would be encouraged for positions which were conducive to telework. Additionally, all employees would have the technical access necessary for this established in advance.

UW Initial Proposals

Article 2 – Union Membership; Dues Deduction
The Employer proposed updating this article to reflect the information currently provided in the rosters as well as cleaning up language that Workday was unable to provide.

Article 23 – Grievance Procedure
23.3 Contents
The Employer proposed updating the contents section of grievance filings to that filings would include a description of the events that occurred as well as the grievant(s) name and position.
23.4 Pay Status – Meetings
The Employer proposed including a new subsection that details how and when grievance related meetings would occur including requesting time off to attend and in which cases these meetings would count towards paid status.

23.8 Grievance Procedure
The Employer proposed that both parties would begin the scheduling process and provide availability to the arbitrator within 30 calendar days of the Union advancing the grievance to arbitration.

MOU – Panel of Arbitrators
The Employer proposed extending this MOU and striking a name from the list of arbitrators.

UW Counter Proposals

Article 31 – New Employee Orientation
In response to the Union’s proposal from the April 9 session, the Employer was unable to agree to extend Union Delegate portion of new employee orientations from 30 minutes to a full hour.

Next Steps
The next SEIU 1199NW and UW bargaining session is scheduled for May 14, 2025.

Background
This recap details the eighth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Service Employees International Union 1199NW (SEIU 1199NW). Recaps are published online on the UW Labor Relations website.

SEIU 1199NW Initial Proposals

Article 14 – Employment Practices
The Union proposed adding new subsections to this article. The Union proposed including:
14.17 Emergency Conditions and Inclement Weather
In this new subsection, the proposed language describes what would happen in the case of a natural disaster, emergency conditions, and inclement weather. In such cases where the University determined that public health, property, or safety is jeopardized, the Union proposed that outpatient and elective care would be suspended. Additionally, the Union proposed that a list of essential employees and non-essential employees would be made available for review during a joint labor management meeting. Employees designated as essential would also have their managers and directors in their chain of command designated as essential. The Union also proposed that any employee released from work would receive no loss in pay.
14.17.2 Essential Personnel
In this new subsection, the Union proposed that essential personnel working during a disaster who stayed between shifts would receive access to meals, rooms to sleep in, clean sheets, and access to showers. Additionally, when employees were required to stay past their shift in an emergency situation, the Union proposed that standby and call provisions would apply. The Union proposed no employees would be required to work more than sixteen hours. Finally, employees who were requested to pick up more workers would be designated as working during that time and would be compensated for hours and mileage.
Parking
The Union proposed for suspended operations, parking would be provided at each location for any staff member designated by their supervisor as essential.
14.17.3 Onsite Work
The Union proposed that in the case of inclement weather, campus closure, or suspended operations, telework would be encouraged for positions which were conducive to telework. Additionally, all employees would have the technical access necessary for this established in advance.

Article 15 – Committees
The Union stated an interest in quarterly strategic labor management meetings aimed at sharing Union and UW strategies and projects for understanding and collaborating. The Union proposed that the participants would be elected leaders from each SEIU Healthcare 1199NW bargaining unit and decisions makers at UW. The Union also proposed to strike all standing listings of committee meetings in lieu of one monthly joint labor/management committee meeting that included all bargaining units and departments represented by SEIU 1199NW. Finally, the Union proposed various sub committees that would be incorporated into this general joint labor/management committee.

New MOU – Regarding Employee Feedback to Supervisors
The Union proposed that the Annual Engagement Surveys be made available in multiple languages and that the results would be shared with employees at the department level as well as the Union. Additionally, the Union proposed that employees would have an opportunity to evaluate their direct supervisor, manager, and director via Workday. Finally, the Union proposed that managers hold department meetings with employees to review and discuss the survey results and Workday data.

UW Initial Proposals

Article 6 – Grievance Procedure
The Employer agreed to include grievance meetings and investigation meetings as paid status for the aggrieved employee and their union delegate if these meetings were held during working hours.

Article 7 – Union Membership, Dues Deduction, and Status Reports
The Employer proposed updating this article to reflect the information currently provided in the rosters as well as cleaning up language that Workday was unable to provide.

Article 9 – Hours of Work and Overtime
The Employer proposed many updates in accordance with actual time reporting including language updates like straight-time to be replaced with regular rate of pay. The Employer also proposed striking grace periods as actual time reporting would pay for all time worked and would not round.
9.1 Work Shift
The Employer proposed to simplify the various shifts listed in this subsection. In the Employer’s proposal, normal work shifts would be listed as 8 hours, 10 hours, or 12 hours.
9.1.C
The Employer proposed that if employees were required to carry a pager or answer a phone during their meal period, they would be paid for their meal period.
9.3 Overtime
The Employer proposed to update this section so that it was clear how overtime would accrue in accordance with actual time reporting. In this proposal, time worked beyond 40 hours in the standard defined work week of Monday through Sunday would count as overtime. Additionally, time worked beyond 8 hours in a day, or beyond 80 hours within a 14 day period, for employees in an 8/80 schedule, would count as overtime.
9.9 Rest Between Shifts – Registered Nurses
The Employer proposed to align rest between shifts to eleven hours between scheduled shifts. Additionally, the Employer proposed that nurses who qualified for rest between shift premium would receive it for 8 hours. Nurses would qualify to receive rest between shift premium if they did not receive 11 hours between regularly scheduled shifts. This proposal would include time worked from call back or standby. Finally, the Employer proposed that nurses who were called back to work would qualify for the rest between shift premium if the work performed from standby or call back resulted in the nurse not receiving eleven hours unbroken rest before the start of the nurse’s next regularly scheduled shift.
Social Workers/PA-ARNPs/Electroneurodiagnostic Technologists/Respiratory Care and All Other Employees Excluding Employees Listed in 9.10
The Employer proposed to align rest between shifts to eleven hours between scheduled shifts. Additionally, the Employer proposed that employees would qualify to rest between shift premium if they did not receive 11 hours between regularly scheduled shifts. This would include time worked from call back or standby.

Article 10 – Bargaining Unit Classes/Definitions
10.2 Licensed/Certified Employees
The Employer proposed that an employee would be ineligible for work if they do not have the required current license or certification for their position.
Trial Service Period
The Employer proposed including a new subsection, trial service movement outside the bargaining unit, for employees who transfer, promote, or voluntarily demote from a position outside the bargaining unit. This proposal details that a six month trial service period would occur and details what would happen if the employee took paid or unpaid leave during that time, how the appointment could end, and how the employee could revert back to their previous position.

Article 15 – Committees
The Employer proposed striking language regarding a committee that hadn’t been meeting in recent history.

Article 18 – Sick Leave
The Employer proposed including language that employees were already entitled to but was missing from the agreement. Namely, this included mentioning the Voluntary Employee’s Beneficiary Associate (VEBA).

MOU – Panel of Arbitrators
The Employer proposed extending this MOU and striking a name from the list of arbitrators.

UW Counter Proposals

Article 41 – New Employee Orientation
In response to the Union’s proposal from the April 9 session, the Employer was unable to agree to extend Union Delegate portion of new employee in-person orientations from 30 minutes to a full hour.

Side Letter L – Virtual NEO
In response to the Union’s proposal from the April 9 session, the Employer was unable to agree to extend Union Delegate portion of new employee online orientations from 30 minutes to a full hour.

Next Steps
The next SEIU 1199NW and UW bargaining session is scheduled for May 14, 2025, and will be held in person.

Background
This recap details the ninth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Service Employees International Union 1199NW (SEIU 1199NW). Recaps are published online on the UW Labor Relations website.

SEIU 1199NW Initial Proposals

Article 8 – Compensation
8.7 Salary Schedules and Premiums
The Union proposed that effective July 1, 2025, salary ranges would be increased by 3%; the Union also proposed that effective July 1, 2026, salary ranges would be increased by 2%. Additionally, prior to the July 1, 2025, proposed increase, salary ranges described in 45.12.A would be increased by an additional $5 per hour. The Union also proposed that wage scales would be extended to include Step W, if Step W did not already exist. The Union proposed that no employee represented by SEIU 1199NW would make less than $30 an hour. Additionally, the Union proposed to remove “ghost steps” from salary ranges. Finally, the Union proposed that each reference to differentials and premiums in this contract would reflect the highest dollar amount for that differential or premium throughout UW, regardless of the job classification.
Appreciation Bonus
The Union proposed that represented employees would receive an additional $5000 appreciation bonus, prorated for employees below 0.9 FTE, with the exception that per diem employees would receive a bonus of $1000. The Union proposed that this appreciation bonus would be paid in the first pay period of the after July 1, 2025, and paid again after July 1, 2026.

UW Initial Proposals

Article 4 – Definitions
The Employer proposed updating this article to reflect that many of the definitions were now addressed in other articles and new proposals.

Article 13 – Medical and Insurance Benefits
The Employer proposed updating this article to reflect the changes made at the state level bargaining table. This would include the new language regarding stand-alone vision plans, the increase from $250 to $300 for Employer funded Flexible Spending Accounts (FSA), and the salary change for employees who would qualify for FSAs.

Article 18 – Civil/Jury Duty Time Off and Bereavement Time Off
18.2 Bereavement Time Off
The Employer proposed to increase bereavement days off from three to five. Additionally, the Employer proposed including loss of pregnancy as well as expanding the definition of family member to include populations that may be considered family but might not be biological relatives.

Appendix G – Job Series
The Employer proposed structuring the layoff units listed in this appendix to focus more specialties with consideration to location rather than the current structure of job classifications.

MOU – Pre-Scheduled Voluntary Double-Time Shift Incentive for Critical Staffing Needs
The Employer proposed to delete this out-of-date MOU.

New MOU – Facilitated Mediation
The Employer proposed a new MOU that, if agreed upon, would detail the beginning of the conversation between impacted parties to decide upon, and implement, a new system-wide float pool.

Next Steps
The next SEIU 1199NW and UW bargaining session is scheduled for May 29, 2025, and will be held in-person.

Background
This recap details the ninth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Service Employees International Union 1199NW (SEIU 1199NW). Recaps are published online on the UW Labor Relations website.

SEIU 1199NW Initial Proposals

Article 45 – Wages and Other Pay Provisions
45.12 Salary Schedules and Premiums
The Union proposed that effective July 1, 2025, salary ranges would be increased by 3%; the Union also proposed that effective July 1, 2026, salary ranges would be increased by 2%. Additionally, prior to the July 1, 2025, proposed increase, salary ranges described in 45.12.A would be increased by an additional $5 per hour. The Union also proposed that wage scales would be extended to include Step W, if Step W did not already exist. The Union proposed that no employee represented by SEIU 1199NW would make less than $30 an hour. Finally, the Union proposed that each reference to differentials and premiums in this contract would reflect the highest dollar amount for that differential or premium throughout UW, regardless of the job classification.
Appreciation Bonus
The Union proposed that represented employees would receive an additional $5000 appreciation bonus, prorated for employees below 0.9 FTE, with the exception that per diem employees would receive a bonus of $1000. The Union proposed that this appreciation bonus would be paid in the first pay period of the after July 1, 2025, and paid again after July 1, 2026.

UW Initial Proposals

Article 26 – Civil/Jury Duty Leave and Bereavement Leave
The Employer proposed housekeeping edits to the entirety of Article 26 so that the language currently used to describe time off was used.
26.1 Civil Duty
The Employer proposed to include clarifying language that employees would not get paid civil duty time off for legal actions that they initiate or that name the employee as a defendant in a private legal action.
26.2 Bereavement Time Off
The Employer proposed to increase bereavement days off from three to five. Additionally, the Employer proposed including loss of pregnancy as well as expanding the definition of family member to include populations that may be considered family but might not be biological relatives.

Article 40 – Mandatory Subject
The Employer proposed adding clarification to the definition of a mandatory subject of bargaining.
40.1
The Employer proposed reducing the required days’ notice before implementation from 60 days to 30 days.
40.2 Release Time
The Employer proposed clarifying that no overtime could be incurred as a result of bargaining or preparation.

Article 48 – Washington Family Medical Leave Program
The Employer proposed housekeeping updates only.

MOU – Pre-Scheduled Voluntary Double-Time Shift Incentive for Critical Staffing Needs
The Employer proposed to delete this out-of-date MOU.

New MOU – Facilitated Mediation
The Employer proposed a new MOU that, if agreed upon, would detail the beginning of the conversation between impacted parties to decide upon, and implement, a new system-wide float pool.

UW Counter Proposals

Article 18 – Sick Leave
In addition to the previous Employer proposal on May 2, 2025, the Employer proposed housekeeping edits to Article 18 so that the language currently used to describe time off was used.
18.2 Sick Leave – Use
The Employer proposed expanding the use of sick time off to include situations where the employee, or their family member, were victims of domestic violence, sexual assault, or stalking. Additionally, the Employer proposed that employees could use sick time off to prepare for, or participate in, any judicial or administrative immigration proceeding involving the employee or their family member.
18.4 Verification
The Employer proposed creating this new subsection which moves language from elsewhere in this article and clarifies which circumstances the Employer would require verification for absences as well as how much detail would be necessary.
18.5 Sick Time Off – Compensation for
The Employer proposed to clarify the already existing language about the Attendance Incentive Program and cash-outs available to employees.

Next Steps
The next SEIU 1199NW and UW bargaining session is scheduled for May 21, 2025, and will be held in-person.

Background
This recap details the side table for issues pertaining Airlift Northwest for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Service Employees International 1199NW (SEIU 1199NW). Recaps are published online on the UW Labor Relations website.

SEIU 1199NW Proposals

Article 47 – Airlift Northwest

47.4 Licensed/Certified Employees
The Union proposed including the language from the MOU – Airlift Northwest Certification Pay regarding Certified Flight Registered Nurse credential (CFRN) into the body of 47.4 Licensed/Certified Employees. The parties agreed that ALNW would provide at least one month notice to nurses of required credential expiration dates. Additionally, nurses who failed to maintain the required credential would be placed on leave without pay until their required credentials are current.

47.6 Elective Educational and Professional Leave
The Union proposed that ALNW registered nurses would be granted 80 hours, up from 40 hours, of educational/professional leave per fiscal year.

47.7 Education Support Funds
The Union proposed that unused education support funds would be pooled at the end of each fiscal year and distributed in the following fiscal year on a first come, first served basis.

47.8 Equipment
The Union proposed that boots would need to be replaced every three years. The parties agreed that approved helmets will be provided and the University will work with individual nurses to provide properly fitted helmets. The parties also agreed to include language identifying that the additional allowance of $300 annually applies to items from the approved safety list. Finally, the parties agreed to include language identifying that safety equipment, when approved by management, could be replaced when regular wear and tear indicates a need.

47.9 Mileage and Per Diem
The parties agreed to update retitle this subsection, 47.9 Mileage, Lodging, and Per Diem. The Union proposed that Mandatory training which places an employee in travel status would be allowed lodging and per diem.

47.11 Aircraft out of Service
The parties agreed to add in language from the MOU – Airlift Northwest Reassignment. This agreement would also update the title of this subsection 47.11 Aircraft out of Service and Reassignment. The parties also agreed that if the nurse has already reported to work and assigned to another facility, travel time will be considered duty time and mileage would be paid to the temporary duty station in accordance with University policy. The Union proposed that in the cases where an aircraft were out of service for three or more consecutive days, nurses would not be required to use more than 12 hours of accrued time off. Additionally, this would trigger an emergency JLM to discuss the impacts within two weeks’ time.

47.13 Official Duty Station
The parties agreed to move the language within this subsection that pertained to other subsections.

47.14 Juneau Base Staffing
The parties agreed to retitle this subsection “24 Hour Shifts”. This change would include striking the references to Juneau Base. The Union proposed to strike the language that shift start times would be set based on the needs of the community and flight volume. Additionally, the Union proposed to strike that if management changed a start time, affected RNs would be notified of the change at least 4 weeks prior.

47.15 Nurse Replacement
The parties agreed that open shifts would be offered based upon the desired crew skill mix. Additionally, the parties agreed to include that anyone looking to pick up a shift in lieu of sick time/annual leave would be considered after intermittent and nonpermanent employees. Finally, the Union proposed that in the instance of sick calls received more than 12 hours before shift start, the AOC would give 2 hours for base response. If coverage was needed farther into schedule than 48 hours, the AOC would fill shifts in the order currently described but would wait 24 hours for responses before assigning shifts.

47.17 Change in Working Conditions
The Union proposed that shift start times would be considered a part of working conditions for represented employees.

47.19 Union Delegates
The parties agreed to simplify the language so that the Union would no longer be confined to base-specific delegates. This includes striking the language that delegates would process grievances only at their own bases.

47.2XXX Hardship Flight Leave
The Union proposed a new subsection allowing for 2-3 paid shifts off in alignment with bereavement policy in situations specifically related to flight incidents.

47.22 Joint Labor/Management Committees: Purpose and Membership
The parties agreed that joint labor/management committees were effective places to discuss schedules and agreed to add this to the agreement.

47.27 Certification Pay
The parties were in agreement to identify Senior Flight Nurses as RN3s and Flight Nurses as RN2s. The Union also proposed to strike the word “flight” before nurse so the language would read a nurse with a qualifying certification would be eligible for certification premium pay for all hours paid. The parties agreed to include language that would simplify certification notification procedures.

47.28 Float Pay
The Union proposed to move this subsection to Article 45 – Wages and Other Pay Provisions.

47.29 Premiums
The Union proposed to move this subsection to Article 45 – Wages and Other Pay Provisions.

47.30 Other Provisions
The Union proposed to include the following articles in the list that would apply to the Airlift Northwest Bargaining Unit:

• Article 14 – Employment Practices
• Article 26 – Civil Duty
• Article 31 – Health and Safety
• Article 43 – RN Extended Leave
• Article 46 – Privacy
• Article 48 – Washington Family Medical Leave Program
• Article 49 – Salary Overpayment Recovery

47.36 Day Basing
The Union proposed that the Employer would provide private sleep rooms, Wi-Fi, secure appropriate storage for ALNW supplies including narcotics and blood, and a vehicle as appropriate with regards to day basing.

UW Proposals

Article 47 – Airlift Northwest

47.4 Licensed/Certified Employees
The Employer proposed clarifying that employees would be responsible for maintaining their license in the state for which their official duty station was located. Additionally, for ALNW employees required to obtain additional licenses based on the official duty station, Airlift would be responsible for covering the cost. The Employer also proposed including the language from the MOU – Airlift Northwest Certification Pay regarding Certified Flight Registered Nurse credential (CFRN) into the body of 47.4 Licensed/Certified Employees. The Employer also proposed that it would pay for one prep course, practice exam, initial exam, and renewal fee. The parties agreed that ALNW would provide at least one month notice to nurses of required credential expiration dates. Additionally, nurses who failed to maintain the required credential would be placed on leave without pay until their required credentials are current. The Employer proposed additional language that there would also be the expectation that the involved nurse and manager would agree on a detailed plan to become current with their credentials.

47.6 Elective Educational and Professional Leave
The Employer proposed that requests for educational and professional leave would be submitted in writing at least 14 days’ notice before the start of schedule bidding. The Employer also proposed that additional requests could be considered with AOC approval. Finally, the Employer proposed that ALNW registered nurses would beg ranted a minimum of 60 hours, up from 40 hours, of educational/professional leave per fiscal year.

47.X Travel for Mandatory Education
In this new subsection, the Employer proposed that flight nurses would be paid for all time spent in transit for mandatory education.

47.8 Equipment
The Employer proposed that boots may be requested to be replaced, as needed, every three years. Additionally, the Employer proposed that one vest and one jacket would be provided at hiring and replacements could be requested, as needed, every five years. The parties agreed that approved helmets will be provided and the University will work with individual nurses to provide properly fitted helmets. The parties also agreed to include language identifying that the additional allowance of $300 annually applies to items from the approved safety list. Finally, the parties agreed to include language identifying that safety equipment, when approved by management, could be replaced when regular wear and tear indicates a need.

47.9 Mileage and Per Diem
The parties agreed to update retitle this subsection, 47.9 Mileage, Lodging, and Per Diem. The Employer proposed that in addition to reimbursing mileage and meals, the Employer would include lodging while in travel status.

47.10 ALNW Safety Committee
The Employer proposed housekeeping edits only.

47.11 Aircraft out of Service
The parties agreed to add in language from the MOU – Airlift Northwest Reassignment. This agreement would also update the title of this subsection 47.11 Aircraft out of Service and Reassignment. The parties also agreed that if the nurse has already reported to work and assigned to another facility, travel time will be considered duty time and mileage would be paid to the temporary duty station in accordance with University policy. In response to the Union’s proposal, the Employer proposed that in the cases where an aircraft were out of service for three or more consecutive days, an emergency JLM would be scheduled to discuss the impacts as soon as possible.

47.13 Official Duty Station
The parties agreed to move the language within this subsection that pertained to other subsections.

47.14 Juneau Base Staffing
The parties agreed to retitle this subsection “24 Hour Shifts”. This change would include striking the references to Juneau Base. The Employer proposed that if management changed a start time, affected RNs would be notified 6 weeks prior, up from 4 weeks prior, to implementation.

47.15 Nurse Replacement
The parties agreed that open shifts would be offered based upon the desired crew skill mix. Additionally, the parties agreed to include that anyone looking to pick up a shift in lieu of sick time/annual leave would be considered after intermittent and nonpermanent employees.

47.16 Hours of Work and Overtime
B. Overtime
The Employer proposed aligning language within this subsection with the Employer’s proposal at the big table regarding cessation of rounding. This proposal strikes the 7 minute grace period language regarding rounding. The Employer also proposed striking language that would allow for the accrual of up to 40 hours of compensatory time calculated on a rolling basis.
C. Compensatory Time Cash Out
The Employer proposed that if an employee’s compensatory time exceeds 240, the excess amount would be cashed out to bring the balance back to 240 hours. Additionally, the Employer clarified that every June 30^th, compensatory time balances would be cashed out to zero including when or if an employee transferred to to a position in their department with a different budget or funding sources.

47.19 Union Delegates
The parties agreed to simplify the language so that the Union would no longer be confined to base-specific delegates. This includes striking the language that delegates would process grievances only at their own bases.

47.21 Bereavement Leave
The parties agreed to increase bereavement leave up to two and a half shifts, or 60 hours, within a seven day period.

47.22 Joint Labor/Management Committees: Purpose and Membership
The parties agreed that joint labor/management committees were effective places to discuss schedules and agreed to add this to the agreement.

47.2X Committee Work
The Employer proposed housekeeping edits that would effectively list this section as a new subsection.

47.24 Job Posting and Transfer ALNW Bargaining Unit
The Employer proposed to clarify language in this subsection so that it would read that seniority, if multiple nurses were interested in the same position, would be determined by length of unbroken service with ALNW. To align with the Employer’s proposal in 47.25 Service Commitment, the Employer proposed to reduce the number of months of service from 18 to 9 months.

47.25 Service Commitment
The Employer proposed to reduce the minimum service commitment from two years to one year for newly hired nurses who received a relocation allowance before they would be considered for transfer to another base.

47.27 Certification Pay
The parties were in agreement to identify Senior Flight Nurses as RN3s and Flight Nurses as RN2s. The parties agreed to include language that would simplify certification notification procedures.

47.28 Float Pay
The Employer proposed to include this subsection in the Airlift Northwest Premiums table in 47.29 Premiums. The Employer was also in agreement to include this subsection in Article 45 – Wages and Other Pay Provisions.

47.29 Premiums
With respect to the table of Airlift Northwest Premiums, the Employer proposed including the BSN premium of $1.00 per hour, clarifying that the Night Shift Differential is $4.50 per hour, increasing Certification Premium to $1.25 per hour, and including Permanent Float Team at $4.00 per hour and Reassignment Premium at $3.00 per hour. Additionally, the Employer proposed memorializing the 5% Alaska premium for nurses regularly assigned to work at the Juneau Operations Base. The Employer was also in agreement to include this subsection in Article 45 – Wages and Other Pay Provisions.

47.30 Other Provisions
The parties agreed to include Article 26 – Civil Duty in the list of other provisions that would apply to the Airlift Northwest Bargaining Unit while the Employer maintained a placeholder that the parties will still discussing the details of Article 37 – Nonpermanent and Intermittent Employees at the big table.

47.31 Seniority Defined
The Employer proposed to add clarity to the language of this subsection so that it was clear to readers when permanent status was considered for the purpose of layoff.

Next Steps
The next SEIU 119NW and UW bargaining session is scheduled for Thursday, May 29, and will be held in person.