Category: SEIU 1199 HMC and Airlift NW

Background
This recap details the tenth 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 7 – Hours of Work and Overtime
7.9 Weekends
The Union proposed that the unscheduled weekend would be defined as a shift that is in addition to the employees posted scheduled shifts after the schedule is posted. Additionally, the Union proposed that employees who agree to work unscheduled weekend shifts would be paid at double-time the regular rate of pay.

Article 9 – Other Compensation
9.3 Callback Pay
The Union proposed that the 3-hour callback minimum would apply to work in advance of a scheduled shift when the employee has been called back from standby. Additionally, the Union proposed that callback from standby, and the 3-hour minimum, would apply for all work taking place after the regularly scheduled shift end time.

New MOU – Break Relief
The Union proposed that the Hospital Staffing Committee would implement a break relief program for nursing assistants in each nursing unit. The Union proposed that the Hospital Staffing Committee would monitor and measure the impact of the break relief program and could adapt as needed.

SEIU 1199NW Counter Proposals

Article 7 – Hours of Work and Overtime
7.7 Meal/Rest Periods
In response to the Employer’s proposal, the Union rejected the inclusion of the health care workers applicable job list; the Union also rejected that the provisions of 7.7.D, Combining Rest and Meal Periods, would not apply to UW Medicine Primary Care employees.

7.10 Rest Between Shifts
In response to the Employer’s proposal, the Union rejected that this section would not apply to standby and callback assignments performed pursuant to Article 9. Instead, the Union proposed that employees who are called back to work, whether on standby or not, would qualify for rest between shift premium if the work performed from standby or call back resulted in the employee not receiving 11 hours unbroken rest before the start of the employee’s next regularly scheduled shift.

Article 20 – Committees
The Union proposed including the MOU – Hospital Staffing Committee into the body of the agreement with some modifications. The Union proposed including language regarding adequate staffing levels consistent with safe patient care. Additionally, the Union proposed language on how employees could bring staffing concerns to the committee or their supervisors via this committee as well as how the committee could direct managers or supervisors to convene department workgroups to address issues. Finally, the Union proposed to include 10 different units to participate in the Hospital Staffing Committee.

MOU – Pre-Scheduled Voluntary Double-Time Shift Incentive for Critical Staffing Needs
The Union proposed that discretion of the Employer would end when a department would be more than one below staffing plan in which case the Union proposed double time shifts would be offered.

Next Steps
The next SEIU 1199NW and UW bargaining session is scheduled for June 4, 2025, and will be held in person.

Background
This recap details the twelfth 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 9 – Hours of Work and Overtime
9.5 Weekends – Registered Nurses/Social Workers/PA-ARNPs/Leads
The Union proposed that the unscheduled weekend would be defined as a shift that is in addition to the employees posted scheduled shifts after the schedule is posted. Additionally, the Union proposed that employees who agree to work unscheduled weekend shifts would be paid at double-time the regular rate of pay.

Article 37 – Nonpermanent and Intermittent Employees
37.7 Compensation H. Standby Premium
The Union proposed that the 3-hour callback minimum would apply to work in advance of a scheduled shift when the employee has been called back from standby. Additionally, the Union proposed that callback from standby, and the 3-hour minimum, would apply for all work taking place after the regularly scheduled shift end time.

Article 45 – Wages and Other Pay Provisions
45.7
The Union proposed that the 3-hour callback minimum would apply to work in advance of a scheduled shift when the employee has been called back from standby. Additionally, the Union proposed that callback from standby, and the 3-hour minimum, would apply for all work taking place after the regularly scheduled shift end time.

New MOU – Break Relief Expansion
The Union proposed that the Hospital Staffing Committee would implement a break relief program for all unit or floors where such programs did not exist. The Union proposed that this could involve additional FTEs and that the Employer would also implement an appropriate program for Respiratory Therapists.

New MOU – Prescheduling Overtime
The Union proposed a new MOU that would allow the Employer to offer prescheduled overtime once an initial schedule bid was incorporated and posted. The Union proposed that staff would not have to meet their FTE requirements to qualify for pre-scheduled overtime shifts.

SEIU 1199NW Counter Proposals

Article 9 – Hours of Work and Overtime
In response to the Employer’s proposal, the Union rejected changes related to actual time reporting (ATR). This included the mention of 8/80 schedules and the rules regarding accrual of overtime within ATR.

9.9 Rest Between Shifts – Registered Nurses
In response to the Employer’s proposal, the Union proposed to strike the language that this subsection would apply to nurses. Instead, the Union proposed that this subsection would apply to all employees represented by SEIU 1199NW.

MOU – Pre-Scheduled voluntary Doubletime Shift Incentive for Critical Staffing Needs
The Union proposed that the determination of critical staffing needs and double time shift incentive would no longer be at the discretion of the Employer. Rather, the Union proposed that each department would have Double Time Guidelines detailing pre-scheduled double time, day of double time, the process for use of double time outside of outlined criteria, and general scheduling guidelines.

Next Steps
The next SEIU 1199NW and UW bargaining session is scheduled for June 3, 2025, and will be held in person.

Background
This recap details the 13^th 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 48 – Washington Family Medical Leave Program
The parties agreed to housekeeping edits only.

SEIU 1199NW Initial Proposals

Article 15 – Committees
15.3 HMC Health and Safety Committee.
The Union proposed to increase the amount of employee representatives in this committee from two to four. Additionally, the Union proposed to include that this committee would be re-established within six months of ratification and would meet on a quarterly basis. The Union proposed that this committee would produce twice yearly reports to include at least the following information:

• Code Gray incidents
• Code Silver incidents
• Code Pink incidents
• BERT Team responses
• Security Department FTE and recruiting report
• Weapons found on hospital grounds
• Weapons found inside hospital and/or clinic facilities
• Significant ED Security Events
• Security Events without a code called within the hospital or clinics
• Outside law enforcement responses to HMC facilities
• Security-related PSNs

Article 45 – Wages and Other Pay Provisions
45.14 Preceptor
The Union proposed to include Speech Language Pathologists in the job classifications that could serve as a preceptor.
45.17 ECMO (Extracorporeal Membrane Oxygenation) Care Providers
The Union proposed to move the MOU – ECMO Premium into the body of the agreement. This proposal maintains the $4 per hour premium and the eligible job classifications.
45.18 PICC (Peripherally Inserted Central Catheters) Team
The Union proposed a new subsection that would allow for RN2s and RN3s designated as PICC Team would receive a $4 per hour IV premium for all hours worked.
45.19 MSN/MN Premium
The Union proposed a new subsection that would allow for an RN who attained a Master of Science in Nursing (MSN) or a Master of Nursing (MN) degree would receive a one step pay increase.
45.20 Stat Nurse
The Union proposed a new subsection that would allow for nurses designated as Stat RNs would receive float pay as well as Charge nurse pay for all hours worked.

New MOU – SANE/FNE Nurses
The Union proposed that the case rate would be $400 regardless of the number of hours spent on the case. The Union proposed that SANE/FNE nurses would receive the case rate payment in addition to their current rate of pay. Additionally, the Union proposed that the case rate would be evaluated annually for a possible increase or more often if the scope of work or geography expanded.

New MOU – RN Career Ladder Work Group
The Union proposed that within six months of ratification, the Employer would establish a RN Career Ladder Work Group. This work group would meet monthly to develop strategies regarding RN career advancement and recognition.

New MOU – APP Council Paid Time
The Union proposed a new MOU so that APP Council time and sub-committee work would be considered work time and would be paid at the regular rate of pay. Additionally, this time would not count towards Rest Between Shift or the Shift Break Premium in Article 9.9 and it would not count towards the calculation of overtime. Finally, the Union proposed that council members would be given release time for council meetings scheduled during work shifts.

New MOU – APP Moonlighting
The Union proposed a new MOU so that APPs could receive the same moonlighting compensation rate as faculty, fellows, or resident physicians. Additionally, the Union proposed that moonlighting rates would be subject to the department’s published schedule. Should the department modify their rates, the Union proposed the Employer would notify the Union.

New MOU – APP Promotional Pathway
The Union proposed a new MOU where within six months, the Employer would establish a Promotional Pathway Workgroup for APPs to develop strategies to recognize and define responsibilities that fall outside of direct patient care. The Union proposed a meeting cadence and schedule that would result in submitting written recommendations to the Executive Leadership Team. Additionally, once the Executive Leadership Team responded, the workgroup would reconvene to discuss the next steps. Finally, within three months after implementation of agreed-upon recommendations, the Union proposed that the workgroup would reconvene again to assess and evaluate effectiveness.

New MOU – APP Executive Leadership
The Union proposed a new MOU detailing the recognition and support of Advanced Practice Providers (APPs), Nurse Practitioners (NPs) and Physician Assistants (Pas) within the executive governance structure of HMC. The Union proposed that HMC would maintain the position of Chief APP and this person would serve as the formal liaison between APPs and hospital administration.

SEIU 1199NW Counter Proposals

Article 10 – Bargaining Unit Classes/Definitions
10.2 Licensed/Certified Employees
In response to the Employer’s proposal on May 2^nd, the Union proposed that employees placed on leave without pay if they do not have the required current license or certification could not be subject to dismissal. Additionally, the Union proposed that employees could not be placed on leave without pay for not having the required certification.

UW Initial Proposals

Article 10 – Bargaining Unit Classes/Definitions
10.2 Licensed/Certified Employees
The Employer proposed striking the references to Airlift Northwest as Article 47 – Airlift Northwest contains more accurate information regarding ALNW nurses and their licensure.

Article 13 – Scholarship Fund – Tuition Exemption Program
The Employer proposed housekeeping edits only.

Article 17 – Vacation Schedule
The Employer proposed language that would clarify the current process regarding vacation time off accumulation, excess, and cash payment. This clarification details what would happen in the case of involuntarily exceeding the 280-hour limit and voluntarily exceeding the limit.

Article 36 – Corrective Action/Dismissal Process
Informal Coaching
The Employer proposed clarifying that verbal counseling between employee and immediate supervisor would not be considered corrective action. The supervisor could follow up the informal coaching in writing, but this would not be placed in the employee’s file. Additionally, informal coaching would not be grievable.

36.2 Representation During Investigations
The Employer proposed to clarify that a union representative meant a single union representative and the employee could still request the right for a representative at an investigatory interview.

36.6 Investigations
The Employer proposed that upon scheduling of an investigation meeting, the Employer would notify the employee of the subject of the investigation.

Article 44 – Classifications and Reclassifications
44.2.B
The Employer clarified that an employee occupying a position that is reallocated to a class with a  lower salary range, they would be placed at a step on the new range closest to but less than their current rate of pay up to maximum auto step. The Employer also clarified that if the employee’s current salary was above the maximum auto step, their salary would be y-rated (frozen) until the new range caught up.
44.2.C
The Employer proposed to include language clarifying if an employee was reallocated to a class with a higher salary range, the progression start date would then be the first of the current month for effective dates falling within the first pay period of the month or would be the first of the following month for effective dates within the second pay period of the month.
44.2.E
The Employer proposed that the Union could propose a new classification with appropriate justification and the Union and the Compensation Office would meet and discuss it within 60 days.
Finally, the Employer also proposed that it would notify the Union of any proposed reclassifications into non-bargaining unit positions at least 30 days prior to implementation.

Appendix VIII – PA-ARNP New Hire Wages
The Employer proposed edits to this appendix to reflect the current practice of UW Recruiting. These edits would include a proposal to strike that newly graduated Pas or NPs without related health care experience would start at Step A and these edits would eliminate the extra step for a Masters.

MOU – Reclassification of Imaging Technologist – Angiography to Interventional Cardiovascular Technologists
The Employer proposed letting this MOU expire as it had already been implemented last cycle.

Side Letter A – Parking/UPASS/RN Work
The Employer proposed edits within this Side Letter regarding parking at HMC. Since parking was under the jurisdiction of King County, the Employer proposed to strike the references to the HMC Parking Committee.

Side Letter E – Diversity and Inclusion
The Employer proposed housekeeping edits to this Side Letter as well as to strike the language regarding Facilities at HMC since facilities were not under the jurisdiction of UWMC at HMC.

Side Letter F – Tracking Discrimination and Bias
The Employer proposed housekeeping edits to this Side Letter only.

New Side Letter – Actual Time Reporting
The Employer proposed that the Employer could begin migrating to an actual time reporting system and that it would provide 6 months’ notice to the union prior to implementation.

UW Counter Proposals

Article 10 – Bargaining Unit Classes/Definitions
10.2 Licensed/Certified Employees
In response to the Union’s proposal, the Employer maintains that employees ineligible for work would still be subject to corrective action up to and including dismissal. Additionally, the Employer proposed clarifying that with regards to expired licenses or certifications, medical staff credentials (APPs only), and when certifications were required for employment would make an employee ineligible to work.

New MOU – SANE/FNE Nurses
In response to the Union’s proposal, the Employer proposed striking that case rates would be evaluated outside of the contract cycle.

New MOU – Nursing Advancement Exploration Group
In response to the Union’s proposal regarding the New MOU – RN Career Ladder Work Group, the Employer proposed that this workgroup would be called the Nursing Advancement Exploration Group allowing it focus on a broader range of topics than career ladder advancement and would produce a report for the Nursing Executive Board by January 1, 2027.

Next Steps
The next SEIU 1199NW and UW bargaining session is scheduled for June 4, 2025 and will be held in person.

Background
This recap details the fourteenth 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 37 – Nonpermanent and Intermittent Employees
37.7.G Certification Compensation
The Union proposed that the certification premium of $1.25 per hour could be applied to two eligible certifications so that employees could receive this premium twice, for different certifications.

Article 45 – Wages and Other Pay Provisions
45.15 Certification
The Union proposed that the certification premium of $1.25 per hour could be applied to two eligible certifications so that employees could receive this premium twice, for different certifications.

Speech Language Pathologists (SLPs)
The Union proposed that SLPs certified in a specialty area by a national organization and working in that area of certification would be paid a premium. The Union’s proposal also details which certifications could be included and how SLPs would be paid.

Article 47 – Airlift Northwest
47.27 Certification Pay
The Union proposed that the certification premium of $1.25 per hour could be applied to two eligible certifications so that employees could receive this premium twice, for different certifications.

New MOU – Longevity Bonus
The Union proposed a $7000 lump sum to be paid to employees upon ratification who have been employed for 20 years or more. Additionally, the Union proposed that for each anniversary date of 25 years, 30 years, 35 years, 40 years, 45 years, and 50 years, employees would receive an additional $7000.

New MOU – TI Credit Audit
The Union proposed to include a new MOU detailing that if employees believe their wage rate is incorrect, they could contact Labor Relations to have it corrected.

UW Initial Proposals

Article 45 – Wages and Other Pay Provisions
45.3 Periodic Increments (Salary Step Increments)
The Employer proposed to include clarifying language that would apply to situations where an employee was reclassed to an existing class with a lower salary range. In this proposal, the employee would be placed on a step in the new range which is closest to the current salary not to exceed the top automatic step of the new range.
45.4 Employee Recruitment and Retention Step Increases
The Employer proposed a new subsection to include language that would allow the Employer to approve additional step increases at any time.
45.5 Job Profile
The Employer proposed a new subsection where the Employer could increase the salary of classifications that are experiencing recruitment and, or, retention problems with 30 days’ notice to the Union.
45.10 Pre-Scheduled Voluntary Overtime
The Employer proposed language to clarify the posting for pre-scheduled overtime. This language details when pre-scheduled overtime would be paid, how shift differentials and additional compensation are calculated, what would happen if cancelled, and which pay provisions could be bundled with pre-scheduled voluntary overtime.
45.12 Salary Schedules and Premiums
The Employer proposed that effective July 1, 2025, salary ranges would be increased by 3%; additionally, effective July 1, 2026, salary ranges would be increased by an additional 2%. The Employer was unable to agree to other provisions previously passed by the Union regarding Article 45 – Wages and Other Pay Provisions.
Premiums
The Employer proposed cleanup in the premiums tables that included adding a table for just the ALNW Bargaining Unit. Additionally, the Employer proposed including the Alaska base premium of 5%. Both provisions were previously included in Article 47 – Airlift Northwest.
The Employer also proposed striking references to substitute lead pay in favor of using the TSI process to pay for temporary salary increases.

45.15 Certification
The Employer proposed to include language addressing eligible profiles certified in a specialty area and working in that area would receive a premium if approved by the Associate Administrator or their designee. The Employer maintains that employees would only be eligible for one certification premium. In this section, the Employer’s proposal was intended to consolidate the multiple paragraphs into one statement with a list of eligible positions. The eligible positions included:

• RN2s
• RN3s
• Imaging Technologists/Diagnostic Medical Sonographers
• Respiratory Care/Lead/Specialists
• Anesthesia Techs
• Electroneurodiagnostic Technologists
• Imaging Technologist Supervisors and Imaging Technologist Education QAs
• PA-ARNPs

New MOU – Speech Language Pathologist Market Increases
The Employer proposed a new MOU detailing pay range increases for Speech Pathologists in multiple job classifications to be moved at least two steps up their range in the BC pay table. This MOU would be effective no more than 45 days following ratification.

New MOU – Language Pay
The Employer proposed a new MOU regarding a language pay premium and which employees would be eligible. This MOU details the difference between Formal Bilingual Staff, Required Bilingual Staff, and the pre-existing Medical Interpreter position. In this proposal, the Employer would determine the top 5 languages used at each hospital. The Employer could also identify additional languages for specific clinics or services. The Employer proposed language that details the process for approval, using their language skills while conducting their own job, and clarifying that these employees are not authorized to act as a third party interpreter.

Next Steps
The next SEIU 1199NW and UW bargaining session is scheduled for June 11, 2025, and will be held in person.

Background
This recap details the eleventh 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 9 – Other Compensation
9.10 Certification Pay
The Union proposed that the certification premium of $1.25 per hour could be applied to two eligible certifications so that employees could receive this premium twice, for different certifications.

New MOU – Longevity Bonus
The Union proposed a $7000 lump sum to be paid to employees upon ratification who have been employed for 20 years or more. Additionally, the Union proposed that for each anniversary date of 25 years, 30 years, 35 years, 40 years, 45 years, and 50 years, employees would receive an additional $7000.

New MOU – TI Credit Audit
The Union proposed to include a new MOU detailing that if employees believe their wage rate is incorrect, they could contact Labor Relations to have it corrected.

UW Initial Proposals

Article 5 – Employment Practices
5.10.2 Employee Parking Rates – Northwest Campus
The Employer proposed to update the parking rates listed to the current values.
5.11 Movement Between Positions Within the University
The Employer proposed to include clarifying language that would detail what happens when an employee transfers, gets promoted, moves laterally, or voluntarily demotes. This section of the proposal would also include information on the trial service period and reversion rights. This section is proposed to replace the current contract language in 5.11 Intermittent and Nonpermanent Employees because the Employer proposed to move that information into a New Article – Nonpermanent and Intermittent Employees in the April 9, 2025, session.

Article 8 – Compensation
The Employer proposed that effective July 1, 2025, salary ranges would be increased by 3%; additionally, effective July 1, 2026, salary ranges would be increased by an additional 2%. The Employer was unable to agree to other Article 8 – Compensation items presented previously by the Union.

Article 9 – Other Compensation
The Employer proposed housekeeping language correcting the use of on call versus standby throughout this article.
9.1.1 Service and Maintenance Bargaining Unit Shift Differential
The Employer proposed that employees in this bargaining unit, unless specified elsewhere, if a majority of their hours were spent working in the second or third shift would receive the second or third shift differential, respectively, for their entire shift. In the case where employees work an even amount in two different shifts, the Employer proposed that the Employee would receive the greater differential for the entire shift.
9.3 Callback Pay
The Employer proposed clarifying language that states callback pay applies when an employee has left the campus grounds and is called to physically return to the campus from standby status.
9.3.6 Pre-Scheduled Voluntary Overtime
The Employer proposed language to clarify the posting for pre-scheduled overtime. This language details when pre-scheduled overtime would be paid, how shift differentials and additional compensation are calculated, what would happen if cancelled, and which pay provisions could be bundled with pre-scheduled voluntary overtime.

New Article – Corrective Action and Dismissal
The Employer proposed to include a new article in the body of the agreement. This new article details corrective action and dismissal process at UMWC-NW/UWMPC. The Employer’s proposal also includes representation during investigations, written action plans, off the job activities, and addresses resignation or job abandonment.

New MOU – Speech Language Pathologist Market Increases
The Employer proposed a new MOU detailing pay range increases for Speech Pathologists in job classifications 21393 and 23023 to be moved from range 99 to range 101 on the BU pay table. This MOU would be effective no more than 45 days following ratification.

Next Steps
The next SEIU 1199NW and UW bargaining session is scheduled for June 10, 2025, and will be held in person.

Background
This recap details the fifteenth 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.

UW Initial Proposals

Side Letter K – Standby Hours
The Employer proposed language updates to this side letter that would allow more flexibility regarding the Call Staffing Committee and the reporting of data. In the Employer’s proposal, data would be reported every quarter instead of monthly and instead of setting standing meetings, either party could request and Ad Hoc Call Staffing Committee meeting. The Employer’s proposal also requires the party requesting the meeting to provide the agenda which would determine the list of attendees. In this proposal, committee meetings would be attended by at least one management representative from each designated unit or department and the Union could have up to two representatives per unit or department. Finally, the Employer proposed that these meetings be scheduled for one hour and attendees would be paid at the appropriate rate of pay for the meeting and up to 30 minutes of pre-meeting time.

Next Steps
The next SEIU 1199NW and UW bargaining session is scheduled for June 17, 2025, and will be held in person

Background
This recap details the twelfth 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:

MOU – Apprenticeship Program
The parties agreed to update this MOU to include language where if UMWC-NW or UWMPC elect to utilize an apprenticeship program during the next two years, the Employer would use the Healthcare Apprenticeship Consortium administered by the SEIU Healthcare 1199NW Multiemployer Training Fund if there was an applicable program available. The parties also agreed to remove language limiting this to medical assistants and they agreed to keep the Mentor/Coach Premium Rate for the program at $1.50 per hour.

New Article – Reasonable Accommodations for Employees with Disabilities
The parties agreed to include a new article that was already current practice but was not included in the body of the agreement. This article details that the Employer and the Union would comply with all relevant federal and state laws, regulations, and executive orders and with the provisions of University Policy Statement 46.5 on Reasonable Accommodation of Employees with Disabilities. Furthermore, this new article would details the rights of employees and requesting accommodation or leave with regards to disability.

SEIU 1199NW Counter Proposals

Article 14 – Unpaid Absence
In response to the Employer’s proposal, the Union proposed clarifying that Union Project Activities could be replaced by Temporary Employment with the Union (see Article 2.9). Additionally, the Union proposed to define Faith or Conscience as qualifying under RCW 1.16.050 and included the definition. Finally, the Union proposed striking language in numerous subsections because the language was duplicative and covered in 14.2.

New MOU – Social Work Supervision
In response to the Employer’s agreement to meet and discuss, the Union withdrew this proposal.

UW Initial Proposals

Article 30 – Classifications and Reclassifications
30.3
The Employer proposed that it would reduce the amount of advance notice for any proposed creation, elimination, or modifying class specifications from 45 days to 30 days. Additionally, the Employer proposed that for an employee occupying a position reallocated to a class with a lower salary range maximum, they would be placed at a step on the new range closest to but not less than their current rate of pay up to a maximum auto step. If that employee’s current salary was above maximum auto step, their salary would be y-rated until the range catches up. In this proposal, for situations where employees were reallocated to a class with a higher salary range, the progression start date would be the first of the current month for effective dates falling between the first and fifteenth of the month and the first of the following month for effective dates falling between the sixteenth and the end of the month.

UW Counter Proposals

Article 3 – Union Representatives
3.2 Officers/Delegates
In response to the Union’s proposal, the Employer proposed to include language where delegates would be permitted a reasonable amount of time to assist in the resolution of legitimate employee grievances on the Employer’s property without loss of pay. Additionally, the Employer proposed that Union delegates would be granted reasonable time during their normal working hours to investigate and process grievances in accordance with Article 23 – Grievance Procedure. They would also be released during their normal working hours to attend meetings scheduled by management within the delegates/officer’s office or facility for the following: grievance meetings and investigatory interviews.

Article 7 – Hours of Work and Overtime
7.1 Work Day
The Employer proposed to simplify the normal work day shift length language so that it would now read 8 hour, 10 hour, or 12 hour shifts.
7.2 Work Period
The Employer proposed to include language that would allow for 8/80 work periods within a designated fourteen day period.
7.5 Overtime
The Employer proposed to strike language the regarding employees working 12-hour shifts receiving time and a half after 12 hours worked and double time after 14 hours. This means that the Employer agreed to the Union’s proposal for double-time after 12 hours worked. The Employer was unable to agree to the Union’s proposal where it proposed that for the purposes of computing overtime, holidays or leave with pay during t he employee’s regular work scheduled would be considered time worked.
7.10 Rest Between Shifts
The Employer was unable to agree to the Union’s proposal regarding employees who were called back to work, whether or not they were on standby, qualifying for rest between shift premium.
7.13 Clinic Closure (Emergency Conditions and Inclement Weather)
The Employer proposed that advanced plans would be updated as needed and since there was no central communication hub, the Employer proposed to strike that part of the Union’s proposal.
7.13.6 Parking
The Employer agreed to most of the Union’s proposal where UW parking in unrestricted spaces would be provided at each campus for which suspended operations had been declared.
7.13.7 Onsite Work
In response to the Union’s proposal, the Employer proposed that in the case of inclement weather, or suspended operations, telework arrangements would be encouraged for positions which were conducive to telework.

Article 8 – Compensation
8.1.1 Wage Rates
The Employer proposed moving the language regarding additional progression increases to 8.6 Job Profile Recruitment/Retention Compensation.
8.6 Pay on Demotion
The Employer proposed a new subsection, 8.6 Pay on Demotion, the describes what would happen in the situations where an employee occupying a position that was reclassified to an existing class with a lower salary range. In this scenario, employees would be placed on the step in the new range which was closest to the current salary not to exceed the top automatic step of the new range. Progression start dates would remain unchanged.
8.7 Salary Schedules
The Employer proposed including clarifying language regarding Y-rated employees and their relationship to salary schedules changes.

Article 9 – Other Compensation
9.1.1 Service and Maintenance Bargaining Unit Shift Differential
The Employer proposed to increase the Service and Maintenance Bargaining Unit’s shift differential for employees who work a majority of their hours in the second shift from $1.35 to $1.50 over the hourly contract rate of pay. Similarly, the Employer proposed to increase the third shift, shift differential from $2.00 to $2.25 per hour. This proposal would align the carve out language for Certified Nursing Assistants with the rest of the bargaining unit, so the Employer proposed striking the carve out language.
9.1.2 Professional Technical Bargaining Unit Shift Differential
The Employer proposed renaming this bargaining unit to include a new job classification, Radiology Supervisor. The proposed title would then be Professional Technical Bargaining Unit Shift Differential.
9.2 Low Census Standby Pay
The Employer proposed increasing the low census standby pay to $4.00 per hour.
Custodian Lead Assignment and Lead Pay Subsections
The Employer proposed new language that would carve out the assignment pay for custodian leads to be paid at $2.00 per hour for the duration of their assignment. Additionally, the Employer proposed to strike subsections 9.4 Lead Pay, 9.4.1 Service and Maintenance Bargaining Unit Lead Pay, and 9.4.2 Professional Technical Bargaining Unit Lead Pay in favor of a proposal to use existing TSI language for employees assigned lead duties where these sections used to include specific dollar amounts per hour. Custodian Lead Assignment was specifically carved out because the TSI would be less than the $2.00 per hour proposal.
9.6 Temporary Assignment
The Employer proposed including language that would clarify the title; this proposal would rename this subsection to 9.6 Temporary Assignment Appointment to a Higher Position.
9.12 Field Training Officer
The Employer proposed including language regarding current practice where Hospital Security Officers had been designated as Field Training Officers. This language is the current practice of Field Training Officers receiving a 7% increase for all hours where they provide direct training or instruction.
9.13 Modality Pay
The Employer proposed reformatting the modality pay table included in this subsection. Additionally, this proposal included adding two new job classification series: Advanced Cardiac Technologist and Advanced Cardiac Technologist Leads.

Article 20 – Committees
20.1 Labor/Management Committee
In response to the Union’s proposal, the Employer could not agree that the committee would be representative of all job classes and departments. The Employer instead proposed that a variety of job classes and departments would be included. The Employer could also not agree to increase the meeting duration from 60 minutes to 90 minutes. Finally, the Employer proposed that topics for discussion could include, but was not limited to, department specific topics, customer service collaboration, health and safety, training fund collaboration, and Annual Engagement Survey process and results. The Employer did not agree to start taking meeting minutes.
20.4 Compensation
The Employer proposed that in addition to paid release time for the meeting, 30 minutes prior for caucus, the Employer would also pay for paid release time for 30 minutes post meeting for caucus as well. The Union had proposed 60 minutes prior meeting caucus time and 30 minutes post meeting for caucus.
Hospital Staffing Committee
In response to the Union’s proposal, the Employer proposed to include language that it would follow the guidelines of RCW 70.41..420 and the committee’s agreed upon charter. Members of the Hospital Staffing Committee would be compensated at the applicable rate of pay for all time spent in committee meetings.

MOU – Ground Rules for the 2025-2027 Agreement
In response to the Union’s proposal, the Employer could agree to housekeeping edits only. It was unable to agree to pay for any hours missed for designated bargaining team members when they participated in bargaining sessions.

Side Letter E – Virtual New Employee Orientation
In response to the Union’s proposal, the Employer could not agree to expand the amount of time during NEO for the Union’s orientation portion.

New MOU – Safety Boot Reimbursement
In response to the Union’s proposal, the Employer agreed to accept the Union’s proposal to reimburse $150 for footwear for specific job profiles. In the Employer’s counter, the footwear would need to meet OSHA requirements for protection with a protective toe shield.

New MOU – EVS ACET Certification and Training Fund
In response to the Union’s proposal, the Employer could not agree and rejected this proposal.

New MOU – Regarding Employee Feedback to Supervisors
In response to the Union’s proposal, the Employer proposed clarifying the duration and origination of this MOU. Additionally, the Employer proposed clarifying that the Annual Engagement Survey may be available in multiple languages as they were not able to promise this would happen. The Employer struck that the Annual Engagement Survey data would be made available to the Union to view by department or through other job class and system level sorts. The Employer did agree that employees should have clarity on who they are evaluating. The Employer struck the language about contacting the Labor Relations office to view employee chain of command. Employees can use Workday, Teams, or Vitals to view this information and the Employer offered to show anyone who needed help. Finally, the Employer agreed that managers would hold department meetings with employees to review and discuss the survey results and Workday review data.

New MOU – Break Relief
In response to the Union’s proposal, the Employer could not agree and rejected this proposal.

Next Steps
The next SEIU 1199NW and UW bargaining session is scheduled for June 11, 2025, and will be held in person.

Background
This recap details the thirteenth 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.

UW Counter Proposals

Article 9 – Other Compensation
The Employer proposed language updates to this article that would allow more flexibility regarding the Call Staffing Committee and the reporting of data. In the Employer’s proposal, data would be reported every quarter instead of monthly and instead of setting standing meetings, either party could request and Ad Hoc Call Staffing Committee meeting. The Employer’s proposal also requires the party requesting the meeting to provide the agenda which would determine the list of attendees. In this proposal, committee meetings would be attended by at least one management representative from each designated unit or department and the Union could have up to two representatives per unit or department. Finally, the Employer proposed that these meetings be scheduled for one hour and attendees would be paid at the appropriate rate of pay for the meeting and up to 30 minutes of pre-meeting time.

Next Steps
The next SEIU 1199NW and UW bargaining session is scheduled for June 17, 2025, and will be held in person.

Background

This recap details the second virtual session for the negotiation for the 2025-2027 collective bargaining agreement between the UW and SEIU 1199NW Research/Hall Health. Recaps are published online on the UW Labor Relations website.

 

SEIU 1199NW RHH Initial Proposals

Article 6 – Bargaining Unit Classes / Definitions

The Union proposed that a certified employee would be eligible for up to two certification premiums up from one.

New MOU – Longevity Bonus

The Union proposed a $7000 lump sum to be paid to employees upon ratification who have been employed for 20 years or more. Additionally, the Union proposed that for each anniversary date of 25 years, 30 years, 35 years, 40 years, 45 years, and 50 years, employees would receive an additional $7000.

 

UW Initial Proposals

Article 9 – Wages and Other Pay Provisions

The Employer proposed the following across-the-board increases for all SEIU 1199 represented employees, over the current salary ranges.

• July 1, 2025, a 2% increase
• July 1, 2026, a 1% increase

Article 11 – Vacation Schedule

The Employer proposed housekeeping edits to clarify the vacation time off maximum is 280 hours.

Article 14 – Union Activities

The Employer proposed that all requests for information regarding the bargaining unit by the Union would be submitted in writing to the Office of Labor Relations (laborrel@uw.edu). Requests would clearly identify what information is being sought and include the reason for the request. Requests would not normally extend more than twenty-four (24) months prior to the date of the request. When the Union submits a request for information that the Employer believes is unclear or unreasonable, or which requires the creation or compilation of a report, the Employer would contact the Union and the parties would discuss the scope and costs associated with the request and the amount the Union would pay for receipt of the information.

Article 15 – Sick Leave

The Employer proposed housekeeping edits changing references to sick leave to sick time off. The Employer proposed adding under reasons for sick time off usage if the employee or the employee’s family member is a victim of domestic violence, sexual assault, or stalking as defined in RCW 49.76.020. The Employer proposed clarifying language around VEBA.

Article 33 – Duration of Agreement

The Employer proposed a two year contract in effect until June 30, 2027.

Article 41 – Civil/Jury Duty Time Off and Bereavement Time Off

The Employer proposed expanding Bereavement time off from three days to five days and matching the definition of family member from the sick time off article.

Article 44 – Nonpermanent and Intermittent Employees

The Employer proposed raising the BSN premium for nonpermanent and intermittent employees from $.50 to $1.00.

 

The Employer proposed housekeeping edits to the following articles:

Article 2 – Nondiscrimination

Article 18 – Classifications

Article 26 – Grievance Procedure

MOU- Tracking Discrimination and Bias

 

The Employer proposed to strike the following article as it is out of date:

Side Letter A- Diversity and inclusion

 

UW Counter Proposals

Article 6 – Bargaining Unit Classes / Definitions

In response to the Union, the Employer proposed that all employees in the bargaining unit would be eligible for certification pay.

Article 7 -Hours of Work and Overtime

In response to the Union, the Employer proposed that overtime hours shall be compensated on a salary payment basis, unless the employee requests compensatory time (at the rate of one and one-half (1-1/2) times the hours worked) in lieu of pay. Employees could accrue up to a forty (40) hours of compensatory time off each fiscal year.

Article 8 – Educational and Professional Development

In response to the Union, the Employer proposed that Elective Educational and Professional Leave could be used for no cost, scheduled classes and training through UW Medicine.

 

SEIU 1199NW RHH Counter Proposals

The Union rejected the Employers initial proposal in Article 14 – Union Activities.

 

Tentative Agreements

The parties agreed to TA the following articles as current contract language:

Preamble

Article 1 – Purpose

Article 3 – Affirmative Action

Article 4 – Recognition/Employer

Article 12 – Employment Practices

Article 13 – Holiday

Article 16 – Committees

Article 17 – Employee Facilities

Article 19 – Reclassification

Article 20 – Corrective Action/Dismissal Process and/or Resignation

Article 21 – Seniority, Layoff, Rehire

Article 22 – Job Posting & Transfer

Article 23 – Worker’s Compensation Leave

Article 24 – Management Rights and Responsibilities

Article 25 – Performance of Duty

Article 29 – New Employee Orientation

Article 30 – Health and Safety

Article 31 – Subordination of Agreement and Saving Clause

Article 35 – Parking and Transportation

Article 36 – Reasonable Accommodation of Employees with Disabilities

Article 37 – Miscellaneous Leave

Article 38 – Family Medical Leave Act and Parental Leave

Article 39 – Unpaid Holidays for a Reason of Faith of Conscience

Article 40 – Absence Due to Family Case Emergencies

Article 42 – Leave Related to Domestic Violence, Sexual Assault or Stalking

Article 43 – Military Leave

 

Next Steps

The next UW & 1199NW RHH bargaining session is scheduled for June 24, 2025 and will be held virtually.

Background
This recap details the seventeenth and eighteenth 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:

Article 18 – Sick Leave
The parties agreed to housekeeping language updates throughout this article.
18.2 Sick Time Off – Use
The parties agreed to move verification to a new subsection. The parties also agreed to expand the allowed use of sick time off to include when the employee or their family member is a victim of domestic violence, sexual assault, or stalking. As well as including time to prepare for, or participate in, any judicial or administrative immigration proceedings involving the employee or employee’s family member.
18.4 Verification
The parties agreed to a new subsection that states the Employer would not require verification for absences of three consecutive works days or fewer. Such verification or proof would be provided to the supervisor/manager or human resources according to departmental policy. The Employer would not make unreasonable requests for sick time off verification.
18.5 Sick Time Off – Compensation For
The parties agreed that the attendance incentive program, allowing eligibly employees whose sick time off balances exceed 480 hours as of January 1^st, to be compensated for any accrued and unused sick time off during the previous calendar year. Cash-outs would be allowed once a year during the month of January. Additionally, employees who separate from state service due to retirement or death would have their unused sick time off, at the rate of 25%, deposited into a Health Reimbursement Account (HRA) through Voluntary Beneficiary Associate (VEBA). Additionally, no contributions would be made into the retirement system (DRS), nor any other retirement system, for payments under this subsection, nor are such payments reported as compensation for retirement purposes.

Article 26 – Civil/Jury Duty Leave and Bereavement Leave 
The parties agreed to housekeeping language updates throughout this article.
26.1 Civil Duty
The parties agreed to include language that states 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 unrelated to their University employment.
26.2 Bereavement Time off
The parties agreed to increase the bereavement time off days from three to five. Additionally, they agreed to include the loss of pregnancy as a reason someone could use bereavement time off. Finally, the parties agreed to update the definition of family member so that it matches the current Washington State definition.

Article 28 – Health Insurance and Pension
The parties agreed to update this article to reflect what was agreed to at the state table.

SEIU 1199NW Initial Proposals

New MOU – Contract Extension
The Union proposed extending the provisions of the 23-25 agreement past the original expiration date of June 30, 2025, to July 30, 2025. This proposal includes all provisions regarding grievances, arbitration, strikes, and lockouts.

SEIU 1199NW Counter Proposals

Article 37 – Nonpermanent and Intermittent Employees
37.3 Nonpermanent Hourly and Nonpermanent Fixed Duration Appointments
In response to the Employer’s proposal on April 9, 2025, the Union proposed to strike that conclusion of these appointments would not be subject to Article 6 – Grievance Procedure and Article 38 – Seniority, Layoff, Rehire.
37.5 Hours of Work and Overtime
In response to the Employer’s proposal on April 9, 2025, the Union proposed that temporary/intermittent employees would have access to overtime and double-time when those incentive shifts are offered.
Minimum Work Availability
In response to the Employer’s proposal on April 9, 2025, the Union rejected that intermittent and nonpermanent employees’ four shifts of availability would match the open shift needs of the department. The Union proposed that employees make a good faith effort to provide four shifts that match the open shift needs of the department, but the Employer would need to provide the needs prior and there must be at least ten shifts to choose from. The Union also proposed including the language that cancelled shifts would count as an available shift. Additionally, the use of sick time and/or vacation could count as available shifts.
Weekend Availability
The Union proposed halving the weekend availability minimums so that if an employee was working less than 20 hours per week, the weekend availability would be 1 shift per 4 four week schedule period (down from 2 shifts); and in the cases where an employee was working more than 20 hours per week, the weekend availability would be 2 shifts (down from 4) per 4 week schedule period.
37.7 Compensation
Standby
The Union maintained their proposal from April 23, 2025, on standby premium language changes.
Float
In response to the Employer’s proposal on April 9, 2025, the Union proposed that intermittent and nonpermanent employees would be eligible for the float premium.
Premiums
The Union proposed removing all premium tables and replacing them with language that intermittent and nonpermanent employees would have the same eligibility premiums as employees in regular positions in the same classification.
37.8 Training
In response to the Employer’s proposal on April 9, 2025, the Union rejected that intermittent and nonpermanent employees would not qualify for elective educational and professional leave or education support funds. Additionally, the Union proposed including that intermittent and nonpermanent employees would be eligible as defined in Article 11 – Educational and Professional Development and hours at a rate commensurate with the approximate FTE worked and no less than 30% of the benefit.
37.14 Corrective Action
The Union proposed removing the language in this subsection that would make this section pertain to just registered nurses in intermittent positions. Instead, the Union proposed that this subsection would pertain to all employees.
37.15 Miscellaneous Leave
The Union proposed striking this entire subsection.
37.16
The Union proposed striking this entire subsection.

Article 38 – Seniority, Layoff, Rehire
In response to the Employer’s proposal, the Union maintained that layoff seniority would be the total continuous length of the most recent unbroken service at Harborview Medical Center, including adjustment for military service. Additionally, unit seniority should be defined as the continuous length of service in calendar days at Harborview Medical Center, including time in other roles. The Union also responded to the Employer’s proposal on bridging seniority. In the Union’s counter, they proposed that employees would recoup 100% of pre-transfer unit seniority after 12 months instead of 18 months.
Severance
In response to the Employer’s proposal, the Union maintained its proposal on severance pay. In this proposal, employees subject to a layoff could choose termination with severance. Employees terminated in this way would be ineligible for rehire rights. In this proposal, weeks of severance pay would be based on years of service at the employee’s regular rate of pay.

Article 40 – Mandatory Subject
In response to the Employer’s initial proposal on May 14, 2025, the Union agreed to the language that defines a mandatory subject of bargaining as something relating to employee wages, hours, or working conditions. Additionally, the Union proposed keeping the current contract language 60 days’ notice prior to implementation to bargain impacts.
40.2 Release Time
The Union proposed that the Employer approve a minimum of four paid employees’ release time, or up to 0.5% of the impacted area, during negotiations where the Union had demanded to bargain impacts of a change. The Union also agreed to strike that no overtime would be incurred because of bargaining and/or preparation for bargaining; this is in line with actual time reporting changes at the UW.

Article 49 – Salary Overpayment Recovery
In response to the Employer’s proposal on April 30, 2025, the Union proposed that overpayment amounts would be pre-taxed dollars. Additionally, the Union proposed that salary overpayment recovery would not be used as retaliation or because of employee(s) inquiring about pay practices or their pay. The Union also proposed a new subsection that states failure by the Employer to follow any of the requirements set forth in this article would be remedied by the Employer forgoing recovery of any alleged overpayment and recovering nothing from the employee. Where an employee already paid part or all of the overpayment but was denied the rights afforded by the Article, the Employer would refund the employee on their next paycheck.

UW Counter Proposals

Article – 38 – Seniority, Layoff, Rehire
In response to the Union’s proposal, the Employer maintained that layoff seniority should be defined as the continuous length of service in calendar days with the Employer from the most recent date of hire, including adjustment for military service. Additionally, unit seniority should be defined as the continuous length of service in calendar days within the employee’s unit and would be used for internal unit processes, such as schedule bids. Also, in response to the Union’s concerns, the Employer proposed bridging seniority when employees move between units. In this proposal, employees who transfer to another unit would be granted 50% of their bargaining unit seniority not to exceed the median number of years of employment on the unit. Employees who transfer units would also recoup 100% of their pre-transfer bargaining unit seniority after 18 months in the new unit.

Article 40 – Mandatory Subject
In response to the Union’s proposal, the Employer agreed to keep the current language regarding providing 60 days’ notice prior to implementation to bargain impacts.
40.2 Release Time
In response to the Union’s proposal, the Employer agreed to approve paid release time for up to four employee representatives but could not agree to the language of approving paid release time for a minimum of four and the additional calculation that the Union provided.

Next Steps
The next SEIU 1199NW and UW bargaining session is scheduled for June 24, 2025, and will be held in person.