Category: SEIU 1199 HMC and Airlift NW

Background
This recap details the fourteenth and fifteenth 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 10 – Holiday
The parties agreed to housekeeping edits within this article as well as adding clarifying language that would detail holiday premium and holiday pay for full-time and part-time employees.

Article 13 – Medical and Insurance Benefits
The parties agreed to update this article to reflect what was agreed to at the state table.

Article 18 – Civil/Jury Duty Time Off and 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.

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 6 – Seniority, Layoff, Restructure
6.2 Layoff
In response to the Employer’s proposal on April 10, 2025, the Union proposed that layoffs should be defined by effected department and impacted employees. In this proposal, the effected department is where reductions were necessary and would be defined as broadly as possible. Impacted employees would be by seniority within the effected department, least senior employees first as long as the remaining employees posses the essential skills to perform the necessary work.
Employment Option
In response to the Employer’s proposal on April 10, 2025, the Union proposed that the employment option for laid off employees would follow this order: a funded vacation position within the same job classification and effected department; a vacant position within the layoff unit; bumping rights; any vacancy within the bargaining unit for which the employee meets the minimum job requirements. The Union also proposed that for any option previously listed, the employee could reject a position and move to the next option if any of the following are true: the position is more than a 0.2 FTE change; the position is a different shift not within 2 hours of start time; the position is a more than 10 mile change in location. The Union also proposed that employees could request to be laid off with severance or have the right to be placed on the rehire list instead of accepting an employment option.
Layoff Unit
In response to the Employer’s proposal on April 10, 2025, the Union proposed that same job titles would be eligible to bump into same job titles or lower job classifications within the job series providing skill, competence and ability are considered substantially equal. The Union additionally proposed that layoff shall be by seniority within the layoff unit, lease senior employee first and the following layoff units would be: UWMC-NW Hospital and All Clinics.
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.
Rehire
In response to the Employer’s proposal on April 10, 2025, the Union proposed that employees contacted from the rehire list who possess the essential skills needed for a vacant position in the bargaining unit would be offered the position prior to the University offering it to any other applicant. The University would contact employees from the list in order of seniority, most senior employee first.
Removal from List
In response to the Employer’s proposal, the Union proposed that geography could only be used as a reason to remove someone from the rehire list if they reject an offered position within 10 miles of the previous working location.
Low Census Fund
In response to Employer’s proposal, the Union maintained the inclusion of the Low Census Fund.

Article 32 – Salary Overpayment Recovery
In response to the Employer’s proposal on April 1, 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.

New Article – Mandatory Subjects
In response to the Employer’s proposal on April 1, 2025, the Union proposed that existing practices not contained in this contract which have a bearing on employee wages, hours, and working conditions would not be modified or eliminated without providing the union notice and opportunity to bargain. Additionally, the Union proposed that mandatory subjects of bargaining would be terms and conditions of employment that must be negotiated between management and unions. The Union also included management’s original proposed language that the Employer would satisfy its collective bargaining obligation before making a change with respect to a matter that is a mandatory subject.
Impact Bargaining
In response to the Employer’s proposal on April 1, 2025, the Union proposed matching other contract’s language requiring 60 days’ notice prior to implementation to bargain impacts.
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. The Union also struck that it would be responsible for paying for any travel or per diem of employee representatives. As well as language stating that Employee representatives could not use a state vehicle to travel to and from a bargaining session.

New Article – Nonpermanent and Intermittent Employees
XX.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 Article23 – Grievance Procedure and Article 6 – Seniority, Layoff, Rehire.
XX.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. Additionally, the Union proposed that when the Union believes an employee classified as intermittent and nonpermanent has been working regular full or part-time hours for a period of over three months, the Union could submit a request to post a regular position to the department director for justification and approval.
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. Finally, the Union proposed to strike that time paid for but not worked would not count towards the calculation of overtime.
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.
XX.6 Probationary Period Upon Movement from Nonpermanent or Intermittent to Regular
In response to the Employer’s proposal on April 9, 2025, the Union proposed striking the maximum amount of hours of service when a nonpermanent or intermittent employee moved to a regular position in the same job classification. The Union also proposed that employees who worked a part-time or full-time permanent position prior to becoming temporary/intermittent and return to permanent status would not be considered to have a break in service for calculating seniority.
XX.7 Compensation
Certification
In response to the Employer’s proposal on April 9, 2025, the Union proposed that a certified employee would be eligible for up to two certifications, instead of one.
Standby Premium
The Union proposed that no intermittent and nonpermanent employees may 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. Additionally, the Union proposed striking that the standby assignments would be determined in advance by supervision. The Union also proposed that employees called back from standby would be paid time and a half for a minimum of three hours.
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.
XX.14 Corrective Action
In response to the Employer’s proposal on April 9, 2025, the Union proposed that employees in an intermittent position who had worked 1,872 non-overtime hours or more from their date of hire would not be terminated except for just cause. The Union also proposed that intermittent employees who are not available to work for two consecutive four week schedule periods, and have not informed their immediate supervisor of extended non-availability, may have their appointment terminated; intermittent employees who had not worked for six consecutive months would automatically have their appointment terminated.
XX.15 Miscellaneous Leave
The Union proposed striking this entire subsection.
XX.16 Other Provisions
The Union proposed striking this entire subsection.

New MOU – Security Staffing
In response to the Employer’s emailed proposal to let the MOU – Campus Security Guards and Sergeants Classifications and Wages expire, the Union proposed that it would agree if the Employer moved the language that when no sergeant was present, a Security Officer could be assigned to that role and receive the lead premium.

UW Counter Proposals

Article 6 – Seniority, Layoff, Restructure
6.1 Seniority
In response to the Union’s proposal, the Employer agreed that employees returning from placement on the rehire list would have no break in service.
6.2.2 Layoff Units
In response to the Union’s proposal, the Employer maintained that the same job titles would be eligible to bump into same job titles or lower job classifications within the job series providing skill, competence, and ability are considered substantially equal. The Employer agreed that layoff should be by seniority thin the layoff unit, least senior employee first. The Employer also maintained that layoff units should be: UMWC-NW Hospital, UWMC-NW Ambulatory Clinics, and UWM Primary Care Clinics.
Employment Option
In response to the Union’s proposal, the Employer proposed the following employment option order: a funded vacant position within the same job classification and layoff unit and within 0.2 FTE of the employee being affected by the reduction in force; bumping rights; a funded vacant position in the same job classification and within the bargaining unit provided they meet the essential skills of the offered position. The Employer also proposed that Employees could request to be laid off with the right to be placed on the rehire list for 24 months instead of accepting any of the above employment options.
Rehire
In response to the Union’s proposal, the Employer agreed to contact employees from the rehire list who possess the essential skills needed for a vacant position in the bargaining unit prior to offering it to any other applicant. The Employer also agreed that the University would contact and rehire employees from the rehire list in order of seniority, most senior employees first.
Removal from List
In response to the Union’s proposal, the Employer proposed that removal from the rehire list could also occur if an employee rejects an offered position within 25 miles of the previous working location.
Low Census Fund
In response to the Union’s proposal, the Employer rejected the inclusion of a Low Census Fund.

New Article – Mandatory Subjects 
In response to the Union’s proposal, the Employer agreed to part of the Union’s proposed language so that XX.1 would now state existing practices not contained in this contract which have a bearing on employee wages, hours, and working conditions shall not be eliminated without providing the union notice and opportunity to bargain, as prescribed by law.
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. The Employer also agreed to strike that the Union would be responsible for paying for any travel or per diem of employee representatives. As well as language stating that Employee representatives could not use a state vehicle to travel to and from a bargaining session.

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

Background
This recap details the nineteenth 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 10 – Bargaining Unit Classes/Definitions
10.2 Licensed/Certified Employees
The parties agreed to strike language regarding ALNW, in favor of the content of Article 47 – Airlift Northwest, as well as to include language regarding ineligibility to work. The new language includes: an employee would be ineligible for work, and subject to corrective action, up to and including dismissal, if they do not have the required license, medical staff credential (APPs only), or certification, when it is required as a condition of employment.
Trial Service Period
The parties agreed to include a new subsection regarding trial service for movement outside of the bargaining unit.

Article 13 – Tuition Exemption Program
The parties agreed to housekeeping edits only for this article.

Article 44 – Classifications and Reclassifications
The parties agreed to include language that would detail what would happen to step placements and progression start dates when employees are reallocated. This agreement also includes language addressing notification requirements and, if necessary, meetings with Compensation to review.

Side Letter F – Tracking Discrimination and Bias
The parties agreed to housekeeping edits only for this side letter.

SEIU 1199NW Package Proposal
The Union presented the following in a Package Proposal:

Article 6 – Grievance Procedure
In this package proposal, the Union proposed to accept the Employer’s proposal from May 2, 2025.

Article 7 – Union Membership, Dues Deduction, and Status Reports
In this package proposal, the Union proposed to accept the Employer’s proposal from May 2, 2025.

Article 36 – Corrective Action/Dismissal Process
36.4 Corrective Action/Dismissal Process
In this package proposal, the Union proposed the ability to grieve informal counselings.
36.6 Investigations
In this package proposal, the Union proposed to accept the Employer’s proposed language regarding investigations as presented on June 3, 2025, where the Employer proposed that the employee would be notified of the subject of the investigation upon scheduling of the investigation meeting.

Article 39 – Resignation
In this package proposal, the Union proposed to allow 60 days for a separated employee to provide proof that the failure to report an absence could not reasonably have been avoided and therefore petition for their reinstatement. The Employer’s proposal was to allow 14 days.

Article 41 – New Employee Orientation
In this package proposal, the Union proposed to reduce their proposal of 1 hour to participate in New Employee Orientations to 45 minutes. The Union also proposed that delegate participation would count as paid time.

Article 42 – Union Activities
In this package proposal, the Union proposed to maintain status quo where officers, delegates, or committee members could use 8 hours per calendar year of paid leave to attend Union sponsored training in leadership, representation, and dispute resolution. The Union also proposed that these individuals could use their continuing education hours for these Union trainings.

MOU – Negotiations for the 2025-2027 Agreement
In this package proposal, the Union maintains their position from April 9, 2025, where they proposed that bargaining team employees would be paid for any hours missed to participate in contract negotiations.

MOU – Panel of Arbitrators
In this package proposal, the Union proposed to keep Howell Lankford and instead strike Catherine Harris.

Side Letter L – Virtual NEO
In this package proposal, the Union proposed to reduce their proposal of 1 hour to participate in Virtual New Employee Orientations to 45 minutes. The Union also proposed that delegate participation would count as paid time.

UW Counter Proposals

Article 11 – Educational and Professional Development
11.2 Mandatory Education/Training
In response to the Union’s proposal, the Employer agreed that required education or training above the employee’s FTE would be paid one and a half times their regular rate of pay.
11.3 Elective Education and Professional Leave
In response to the Union’s proposal, the Employer could not agree to the Union’s proposal where any bargaining units with less than 60 hours of CME be increased to 60 hours.
11.4 Education Support Funds
In response to the Union’s proposal, the Employer agreed to expand educational funds for permanent employees to include professional organization membership fees and professional journal subscriptions. The Employer also agreed to strike cassette courses. The Employer also proposed to increase the Employer provided funds for Registered Nurses to $600 per bargaining unit nurse per fiscal year. However, the Employer could not agree that unused funds could roll over. Additionally, the Employer could not agree that employees who give at least six weeks’ notice of intent to use their funds would not have their time off denied. Finally, the Employer could not agree to have employee continuing education funds displayed on Workday.

Article 38 – Seniority, Layoff, Rehire
38.1 Seniority Defined
In response to the Union’s proposal, the Employer agreed to define layoff seniority and unit seniority as defined in the Union’s proposal on June 18, 2025. The Employer also maintained their proposal on 18 months to recoup 100% of their pre-transfer unit seniority in a new unit.

Article 49 – Salary Overpayment Recovery
In response to the Union’s proposal, the Employer agreed to include language that it believes meets the concerns of the Union. In this proposal, the Employer proposed that the salary overpayment amount will result in net pay. The Employer also agreed that salary overpayment recovery process will not be used to retaliate against employees while being clear that the Employer is required to recoup overpayments that it knows about.

New MOU – Contract Extension
In response to the Union’s proposal, the Employer proposed housekeeping edits back to the Union before it could agree to the proposal.

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

Background
This recap details the sixteenth 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 Package Proposal
The Union presented the following in a Package Proposal:

Article 2 – Union Membership; Dues Deductions
In this package proposal, the Union proposed to accept the Employer’s proposal from May 2, 2025.

Article 3 – Union Representatives
3.2 Officers/Delegates
In this package proposal, the Union proposed to maintain status quo where officers, delegates, or committee members could use 8 hours per calendar year of paid leave to attend Union sponsored training in leadership, representation, and dispute resolution. The Union also proposed that these individuals could use their continuing education hours for these Union trainings.

Article 23 – Grievance Procedure
In this package proposal, the Union proposed to accept the Employer’s proposal from May 2, 2025.

Article 31 – New Employee Orientation
In this package proposal, the Union proposed to reduce their proposal of 1 hour to participate in New Employee Orientations to 45 minutes. The Union also proposed that delegate participation would count as paid time.

MOU – Ground Rules for the 2025-2027 Agreement
In this package proposal, the Union maintains their position from April 9, 2025, where they proposed that bargaining team employees would be paid for any hours missed to participate in contract negotiations.

MOU – Panel of Arbitrators
In this package proposal, the Union proposed to keep Howell Lankford and instead strike Catherine Harris.

Side Letter E – Virtual New Employee Orientation
In this package proposal, the Union proposed to reduce their proposal of 1 hour to participate in Virtual New Employee Orientations to 45 minutes. The Union also proposed that delegate participation would count as paid time.

New Article – Corrective Action and Dismissal
XX.2 Representation During Investigations
In this package proposal, the Union proposed the ability to grieve informal counselings.
XX.6 Investigations
In this package proposal, the Union proposed to accept the Employer’s proposed language regarding investigations as presented on June 4, 2025, where the Employer proposed that the employee would be notified of the subject of the investigation upon scheduling of the investigation meeting.
XX.8 Presumption of Resignation/Abandonment
In this package proposal, the Union proposed to allow 60 days for a separated employee to provide proof that the failure to report an absence could not reasonably have been avoided and therefore petition for their reinstatement. The Employer’s proposal was to allow 14 days.

UW Counter Proposals

Article 6 – Seniority, Layoff, Restructure
6.2.1 Employment Option
In response to the Union’s proposal, the Employer maintained that impacted employee could not be redefined to an effected department first and then impacted employees. The Employer did agree to include shift as a consideration in the options presented to impacted employees.
6.2.2 Layoff Units
In response to the Union’s proposal, the Employer proposed two layoff units: UWMC-NW Hospital and UWMC-NW All Clinics instead of the previous proposal of three layoff units.
Severance
In response to the Union’s proposal, the Employer rejected including a subsection on severance pay for separated employees.
6.2.8 Removal from List
In response to the Union’s proposal, the Employer agreed to the geographical reduction proposed by the Union. In this situation, if an employee refuses two offers of placement for a position have the same pay, FTE status, within 10 miles of their previous working location, and shift as the position they were laid off from, they would be removed from the rehire list.

Low Census Fund
In response to the Union’s proposal, the Employer rejected including a low census fund.

Article 32 – Salary Overpayment Recovery
In response to the Union’s proposal, the Employer agreed to include language that it believes meets the concerns of the Union. In this proposal, the Employer proposed that the salary overpayment amount will result in net pay. The Employer also agreed that salary overpayment recovery process will not be used to retaliate against employees while being clear that the Employer is required to recoup overpayments that it knows about.

New MOU – Contract Extension
In response to the Union’s proposal, the Employer proposed housekeeping edits back to the Union before it could agree to the proposal.

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

Background

This recap details the third 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

New MOU – Contract Extension

The Union proposed that the current contract expiration date of June 30, 2025 be extended to July 30, 2025.

 

UW Counter Proposals

Article 9 – Wages and Other Pay Provisions

In response to the Union, the Employer proposed to increase their proposal for increases for all SEIU 1199 represented employees from a 2% increase on July 1, 2025 to a 3% increase on July 1, 2025 and increase from a 1% increase on July 1, 2026 to a 2% increase on July 1, 2026.

Article 14 – Union Activities

In response to the Union, the Employer removed their proposed language that requests for information would not normally extend more than twenty-four (24) months prior to the date of the request.

Article 15 – Sick Leave

The Employer proposed to add language that effective July 27, 2025, employees would be able to use sick leave to prepare for, or participate in, any judicial or administrative immigration proceeding involving the employee or employee’s family member.

New MOU – Contract Extension

In response to the Union, the Employer rejected to extend the current contract expiration date of June 30, 2025 to July 30, 2025.

 

SEIU 1199NW RHH Counter Proposals

Article 6 – Bargaining Unit Classes / Definitions

UW Labor Relations is still waiting to get the union’s proposal.

 

Tentative Agreements

Article 2 – Nondiscrimination

The parties agreed to keep current contract language and make a small housekeeping edit.

Article 10 – Tuition Exemption Program

The parties agreed to keep current contract language and make a small housekeeping edit.

Article 28 – Health Care Benefits Amounts

The parties agreed to updating the information to reflect the next biennium.

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

The parties agreed to expand Bereavement time off from three days to five days and match the definition of family member from the sick time off article.

 

Next Steps

The next UW & 1199NW RHH bargaining session will be scheduled for some time in July and will be held virtually.

 

 

Background
This recap details the twentieth 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 38 – Seniority, Layoff, Rehire
The parties agreed to the Employer’s proposal from June 24, 2025. In this TA, seniority has been further defined by layoff seniority and unit seniority. Within the definition of unit seniority, the parties agreed to include “bridging seniority” when employees move between units.

SEIU 1199NW Initial Proposals

New MOU – Market Adjustments
The Union proposed a series of Market Adjustments across multiple job profiles.

Effective July 1, 2025:

• 5% market adjustment for:
  • Registered nurses and flight nurses
  • IR technologists
• 10% market adjustment for:
  • Mammography technicians
  • CT technicians
  • Nuclear medicine technicians
  • MRI technicians
  • Respiratory care practitioners
  • Electroneurodiagnostic technologists
  • Cardiac sonographers (only cardiac sonographer 1)
  • Angio technicians
• 15% market adjustment for:
  • Dietician
  • Speech language pathologists
  • Cardiac sonographer (only cardiac sonographer 2 and cardiac sonographer leads)

SEIU 1199NW Counter Proposals

Article 9 – Hours of Work and Overtime
9.4 Work Schedules
In response to the Employer’s proposal, the Union proposed to strike the language that this subsection would not apply to Article 45.6 Standby.

Article 45 – Wages and Other Pay Provisions
Standby Pay
In response to the Employer’s proposal, the Union proposed that it would reduce its proposal for base rate pay for employees on call to WA State Minimum Wage.
45.12 Salary Schedules and Premiums
In response to the Employer’s proposal, the Union proposed that effective July 1, 2025, all salary ranges would be increased by four dollars prior to the across-the-board increase.

Article 47 – Airlift Northwest
47.9 Mileage, Lodging, and Per Diem
In response to the Employer’s proposal, the Union proposed that while in travel status, if the University Policy and ALNW policy were in conflict, University Policy would prevail.
47.11 Aircraft out of Service and Reassignment
In response to the Employer’s proposal, the Union proposed to strike the language requiring the nurse to have already reported to work for the following to apply: if the Employer assigns the nurse to work at another Airlift Northwest facility within 24 hours of their shift start time, travel time beyond their usual commute would be considered duty time and mileage would be paid to the temporary duty station in accordance with University policy.
In response to the Employer’s proposal, the Union proposed that effective July 1, 2025, all salary ranges would be increased by four dollars prior to the across-the-board increase.
47.15 Nurse Replacement
In response to the Employer’s proposal, the Union maintained that for sick calls received more than 12 hours before shift start, AOC would give 2 hours to allow for base response. If coverage was needed farther into schedule than 48 hours, the AOC would fill shifts in the order described in this subsection. The AOC would wait 24 hours for responses before assigning the shift.
47.16 Hours of Work and Overtime
In response to the Employer’s proposal, the Union proposed that employees could request to accrue compensatory time on the basis of straight time for hours worked above FTE.
47.24 Committee Work
In response to the Employer’s proposal, the Union proposed that time spent by employees on Employer established committees and committees mentioned in this contract would be considered time worked and would be paid at the regular rate of pay.
47.25 Service Commitment
In response to the Employer’s proposal, the Union proposed that newly hired nurses and currently employed nurses who voluntarily choose to relocate could be asked to stay at the base they commit to in Washington for a minimum of one year and may be asked to stay at the base they commit to in Alaska for a minimum of two years.
47.27 Certification Pay
In response to the Employer’s proposal, the Union maintains that flight nurses are eligible for up to two certification premiums.
47.29 Premiums
In response to the Employer’s proposal, the Union proposed to include the CPQ and Safety Committee Chairs in the list of premiums at the value of $2.50 per hour.
47.30
In response to the Employer’s proposal, the Union proposed that 45.12 would apply to Airlift Northwest Nurses as well.
47.31 Seniority Defined
In response to the Employer’s proposal, the Union proposed that non-layoff seniority would be defined as the totally continuous length of permanent bargaining unit employment with Airlift Northwest. Ties in seniority within Airlift Northwest would be broken using the following tiebreakers in order: totally permanent employment with ALNW, total state service, FTE, years of nursing as determined by the NCLEX exam of foreign country equivalent. Additionally the Union proposed that layoff seniority would be defined as the total continuous length of permanent bargaining unit employment with ALNW.

New MOU – Language Pay
In response to the Employer’s proposal, the Union proposed that if a language knowledge was listed as “preferred” in a job posting, it could count as required. The Union also proposed that if an employee believes their language skill regularly benefits the department, they could request to have the “Required Bilingual Staff” designation added to their job description.

UW Package Proposal
The Employer proposed a package containing the following proposals:

Side Letter I – PA-ARNP Training Workgroup (Onboarding)
In response to the Union’s proposal, the Employer could not agree to this new MOU.

New MOU – Practice Management Time
In response to the Union’s proposal, the Employer could not agree to this new MOU.

New MOU – Council Paid Time
In response to the Union’s proposal, the Employer proposed release time for council member participation would be approved when possible and such time would need approval by the supervisor.

New MOU – APP Moonlighting
In response to the Union’s proposal, the Employer could not agree to this new MOU.

New MOU – APP Promotional Pathway
In response to the Union’s proposal, the Employer proposed broadening the Promotional Pathway to Professional Development Workgroup. In the Employer’s proposal, this group would explore possible strategies to recognize and define the responsibilities performed by Advanced Practice Providers (APPs) that are in addition to direct patient care. In this counter, the Employer removed the Medical Director’s participation in the workgroup since it could not guarantee their presence. The Employer also proposed that this workgroup would meet 4 times a year for 2 years instead of 6 times a year, for 2.5 years. The Employer also struck that the Executive Leadership Team would be required to write a response to the workgroup’s recommendations and it struck the guarantee that this workgroup would meet afterward to discuss next steps.

New MOU – APP Executive Leadership
In response to the Union’s proposal, the Employer could not agree to this new MOU.

New MOU – APP Recruitment and Retention Increases
The Employer proposed effective no more than 45 days following ratification, Physician Assistant-Advanced RN Practitioner Series would receive a 5% increase.

UW Counter Proposals

Article 36 – Corrective Action/Dismissal Process
In response to the Union’s proposal, the Employer could not agree to make informal coaching grievable.

Article 37 – Nonpermanent and Intermittent Employees
Hours of Work and Overtime
In response to the Union’s proposal, the Employer proposed that temporary/intermittent employees would  have access to overtime when those incentive shifts are offered and provided they meet the requirements of the overtime.
Minimum Work Availability
In response to the Union’s proposal, the Employer maintains that nonpermanent/intermittent employees’ minimum shift requirements would match the needs of the department. The Employer did not agree to include sick and/or vacation time use would count as an available shift.
Certification Pay
The Employer proposed including language that Social Workers would have Licensure Pay in lieu of Certification pay. Social Worker Licensure Pay is in the amount of $1.50 per hour and would be provided to all social workers who are licensed by the State of Washington as advanced social worker or independent clinical social workers.
Weekend Pay
The Employer proposed including the weekend premium eligibility to intermittent or nonpermanent employees as their regular position counterparts.
Modality Pay
The Employer proposed including modality pay premium eligibility to intermittent or nonpermanent employees as their regular position counterparts.
Employee Recruitment and Retention Step Increases
The Employer proposed including that it could approve additional step increases at any time.
Temporary Salary/Hourly Increases
The Employer proposed that intermittent or nonpermanent employees could have the same eligibility for temporary hourly increases as their regular position counterparts in the same classification.

Article 39 – Resignation
In response to the Union’s proposal, the Employer proposed that a representative of the employee could also submit to the employee’s supervisor a written petition for reinstatement.

Article 41 – New Employee Orientation
In response to the Union’s proposal, the Employer maintains 30 minutes of time to one union delegate to attend orientation meetings to speak to employees during New Employee Orientations. The Employer also did not agree to paying delegates to participate regardless of if they attended during a work day or not.

Article 42 – Union Activities
In response to the Union’s proposal, the Employer proposed that delegates could use their education and professional leave hours (see Article 11.3) for Union trainings.

MOU – Negotiations for the 2025-2027 Agreement
In response to the Union’s proposal, the Employer could not agree to pay for any work hours missed by employee participation in the next round of CBA bargaining over and above the current 8 hour maximum.

MOU – Panel of Arbitrators
In response to the Union’s proposal, the Employer proposed going back to current contract language.

Side Letter L – Virtual NEO
In response to the Union’s proposal, the Employer maintains 30 minutes of time to one union delegate to attend orientation meetings to speak to employees during New Employee Orientations. The Employer also did not agree to paying delegates to participate regardless of if they attended during a work day or not.

Next Steps
The next SEIU 1199NW and UW bargaining session is scheduled for July 28, 2025, and will be held in person.

Background
This recap details the seventeenth 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

New MOU – Market Adjustments
The Union proposed a series of Market Adjustments across multiple job profiles.

Effective July 1, 2025:

• 5% market adjustment for:
  • Speech language pathologists
• 10% market adjustment for:
  • Dietary technicians
  • EEG technicians
  • Physical therapy assistants
  • Neurophysiology technologists
  • Mammography technicians
  • CT technicians
  • Nuclear medicine technicians
  • MRI technicians
  • Echocardiographers
  • Advanced cardia technologist
  • Security guards
  • Social work assistants
  • Culinary associate
  • Patient services specialists
  • EKG technicians
  • Retail gift shop
  • Unit secretary
  • Materials handling aide
  • Medical assistants
  • Custodians
  • Food service worker
• 15% market adjustment for:
  • Surgical technicians
  • IR technicians
  • Pharmacists
  • Therapeutic recreators
  • Schedulers

SEIU 1199NW Counter Proposals

Article 6 – Seniority, Layoff, Restructure
6.1 Seniority
In response to the Employer’s proposal, the Union proposed that in the case of layoffs, clinical departments that span more than one geographic area would be considered one department.
6.2 Layoff
In response to the Employer’s proposal, the Union proposed that employment options for impacted employees would first be a funded vacant position within the same job classification and layoff unit and within 0.2 FTE of the employee being affected by the reduction in force, second the opportunity to replace the most junior employee within the layoff/seniority unit in the same classification and in an FTE status and shift within 0.2 FTE status, third the opportunity to replace the most junior employee in the same classification with a lower FTE status but same shift, then finally the opportunity to replace the most junior employee within the same department who is in a lower classification and within 0.2 FTE of the employee. Additionally, if none of the above options are available, a funded vacant position in the same job classification and within the bargaining unit. The Union also maintains that for any option above, the impacted employee could reject a position and move to the next option.
6.7 Low Census
In response to the Employer’s proposal, the Union proposed that Low Census Activities/Hours could replace the Low Census Fund from their previous proposals. In this proposal, a low-censed employee could choose to remain at work and complete work to support their department with projects. The Union proposed that the Employer would allow a maximum of 2500 hours per calendar year for this purpose.

Article 8 – Compensation
8.7 Salary Schedules
In response to the Employer’s proposal, the Union proposed that effective July 1, 2025, all salary ranges would be increased by four dollars prior to the across-the-board increase. The Union also proposed that any classification where any step is less than $26 per hour, after negotiated increases, would be increased so that the lowest step would be $26 per hour. The Union also proposed that effective July 1, 2026, this would increase to $27 per hour.

Article 9 – Other Compensation
9.3 Callback Pay
In response to the Employer’s proposal, the Union proposed that it would reduce its proposal for base rate pay for employees on call to WA State Minimum Wage. The Union also proposed to include language that callback from standby pay would not be used to perform non-emergency “add-on” work. The Union also modified the language on their previous proposal regarding callback in any modality or department meeting or exceeding 96 hours a month for a three-month period. In their new proposal, UWMC-NW would report that department or modality hours of callback to the Union and the Call Committee would advise on immediate steps to reduce callback hours.

New MOU – Language Pay
In response to the Employer’s proposal, the Union proposed that if a language knowledge was listed as “preferred” in a job posting, it could count as required. The Union also proposed that if an employee believes their language skill regularly benefits the department, they could request to have the “Required Bilingual Staff” designation added to their job description.

UW Counter Proposals

Article 3 – Union Representatives
In response to the Union’s proposal, the Employer proposed that in addition to the 8 hours listed for delegates to engage in Union sponsored training, delegates could also use their Education Leave (see Article 22.5) for Union training as well.

Article 22 – Staff Development
22.5 Education Leave
In response to the Union’s proposal, the Employer proposed including that Union delegates in the Service and Maintenance or Professional Technical bargaining units could use their education leave for Union provided training.

Article 31 – New Employee Orientation
In response to the Union’s proposal, the Employer maintains 30 minutes of time to one union delegate to attend orientation meetings to speak to employees during New Employee Orientations. The Employer also did not agree to paying delegates to participate regardless of if they attended during a work day or not.

MOU – Ground Rules for the 2025-2027 Agreement
In response to the Union’s proposal, the Employer could not agree to pay for any work hours missed by employee participation in the next round of CBA bargaining over and above the current 8 hour maximum.

MOU – Panel of Arbitrators
In response to the Union’s proposal, the Employer proposed going back to current contract language.

Side Letter E – Virtual New Employee Orientation
In response to the Union’s proposal, the Employer maintains 30 minutes of time to one union delegate to attend orientation meetings to speak to employees during New Employee Orientations. The Employer also did not agree to paying delegates to participate regardless of if they attended during a work day or not.

New Article XX – Corrective Action and Dismissal
In response to the Union’s proposal, the Employer could not agree to make informal coaching grievable. Additionally, the Employer did not agree to allow 60 calendar days for reinstatement after mailing the separation notice.

New Article XX – Nonpermanent and Intermittent Employees
XX.5 Hours of Work and Overtime
In response to the Union’s proposal, the Employer agreed that temporary/intermittent employees could have access to overtime and double time when those incentive shifts are offered provided they meet the requirements of the overtime. The Employer did not agree to include language where the Union could submit requests to post regular positions to a department director when certain criteria had been met with nonpermanent employees.
Minimum Work Availability
In response to the Union’s proposal, the Employer maintains that nonpermanent/intermittent employees’ minimum shift requirements would match the needs of the department. The Employer did not agree to include sick and/or vacation time use would count as an available shift. The Employer also did not agree to provide 10 shifts of departmental needs prior to the employee providing their availability.
Certification Pay
The Employer proposed including language that Social Workers would have Licensure Pay in lieu of Certification pay. Social Worker Licensure Pay is in the amount of $1.50 per hour and would be provided to all social workers who are licensed by the State of Washington as advanced social worker or independent clinical social workers. Additionally, imaging technologist supervisors who obtain and maintain their registration through the American Registry of Radiologic Technologists (ARRT) in more than one modality would be paid certification pay.
Weekend Pay
The Employer proposed including the weekend premium eligibility to intermittent or nonpermanent employees as their regular position counterparts.
Modality Pay
The Employer proposed including modality pay premium eligibility to intermittent or nonpermanent employees as their regular position counterparts.
Low Census Standby
The Employer proposed that intermittent or nonpermanent employees could have the same eligibility for low census standby as their regular position counterparts.
Cross Entity Float
The Employer proposed that intermittent or nonpermanent employees could have the same eligibility for cross entity float as their regular position counterparts.
Employee Recruitment and Retention Step Increases
The Employer proposed including that it could approve additional step increases at any time.
Temporary Salary/Hourly Increases
The Employer proposed that intermittent or nonpermanent employees could have the same eligibility for temporary hourly increases as their regular position counterparts in the same classification.
XX.15 Family Medical Leave Act and Miscellaneous Leave
In response to the Union’s proposal, the Employer proposed keeping this subsection.
XX.16 Other Provisions
In response to the Union’s proposal, the Employer proposed keeping this subsection that details which articles in this agreement apply to nonpermanent/intermittent employees.

Next Steps
The next SEIU 1199NW and UW bargaining session is scheduled for July 28, 2025, and will be held in person.

Background

This recap details the fourth session for the negotiation for the 2025-2027 collective bargaining agreement between the UW and SEIU 1199NW Research/Hall Health. This and all other bargaining sessions for this contract have been held virtually. Recaps are published online on the UW Labor Relations website.

SEIU 1199NW RHH Counter Proposals

Article 9: Wages and Other Pay Provisions

The Union reasserted their initial wage proposal including the following across-the-board increases for all SEIU 1199 represented employees

• July 1, 2025, a 3% increase to pay tables BQ and BR.
• July 1, 2026, a 2% increase to pay tables BQ and BR

In response to the Employer, the Union lowered their initial proposal that  effective July 1, 2025, pay tables BQ and BR would be increased by five dollars ($5) per hour prior to the proposed increases in Article 9, and instead, proposed that effective July 1, 2025, pay tables BQ and BR would be increased by four dollars ($4) per hour prior to the proposed increases in Article 9.

UW Counter Proposals

Article 9: Wages and Other Pay Provisions

We are now past the contract expiration date of July 1, 2025,  therefore, the Employer updated their  proposal, to be effective within ninety (90) days of ratification on the first available pay period as determined by the Employer SEIU 1199 represented employees would receive a 3% increase and SEIU 1199 represented employees would receive a 2% increase on July 1, 2026.

New MOU: Non – Monetary Steps

In response to the Union, the Employer proposed effective July 1, 2026, the Employer would eliminate all non-monetary steps for all pay ranges on pay tables B2 and BW. Where there is a non-monetary step, the Employer will increase the value of the non-monetary step by half the difference between the step below and the step above the non-monetary step.

New MOU: New Top Step for Registered Nurses and Research Registered Nurses

In response to the Union, the Employer proposed that effective within ninety (90) days of ratification on the first available pay period, as determined by the Employer, the Employer will add:

• Step AE for the Registered Nurse pay ranges 1 and 2 on pay table B2. The new top auto step AE will be one percent (1%) above Step AD.
• Step AE for the Registered Nurse – Research pay ranges 1 and 2 on pay table BW. The new top auto step AE will be one percent (1%) above Step AD.

Employees who have been on Step AD for at least a year by the effective date will be placed on Step AE.

Article 6: Bargaining Unit Classes / Definitions

In response to the Union, the Employer proposed a Husky Health Registered Nurse 2, Advanced Registered Nurse Practitioner, or Physician Assistant, may serve as a preceptor after being determined by their supervisor to be qualified, and agreeing to, being appointed to be specifically responsible for planning, organizing, and evaluating the new skill development of one or more Husky Health employees. This may include planning, organizing and evaluating the new skill development of the new employee. The Employer added preceptor pay does not apply to the required teaching activities for employees with clinical faculty appointments  Additionally, the Employer proposal included that it is understood employees, in the ordinary course of their responsibilities, will be expected to participate in the general orientation process of new employees and this is not considered precepting.

Tentative Agreements

Article 11: Vacation Schedule

The Parties agreed to keep current contract language with a s housekeeping edit that clarifies vacation time off maximum is 280 hours.

Article 15: Sick Leave

The Parties agreed to housekeeping edits, that change references from sick leave to sick time off. The Parties further  agreed to adding, under reasons for sick time off usage, that 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  and, the Parties also agreed to add that effective July 27, 2025, employees would be able to use sick leave to prepare for, or participate in, any judicial or administrative immigration proceeding involving the employee or employee’s family member.

Article 18: Classifications

The parties agreed to keep current contract language, with a small housekeeping edit.

Article 27: Mandatory Subject

The Parties agreed to reduce the amount of time the Employer must wait after sending notice to the Union of change in a mandatory subject from 60 days to 30 days.

Article 33: Duration of Agreement

The parties agreed to a contract in effect from time of ratification until June 30, 2027

MOU: Salary Overpayment Recovery

The parties agreed to make this MOU an article and update the method of payback definition to be active employees can payback an overpayment using voluntary wage deduction or vacation (if under 280 hours only) or compensatory time balances and separated employees can payback using cash or check.

Side Letter C: U-PASS

The parties agreed to keep current contract language and make a small housekeeping edit.

Next Steps

The Employer requested PERC mediation to assist with this bargaining and a mediator has been assigned to assist and they will be invited to our next bargaining session. The next UW & 1199NW RHH bargaining session is  scheduled for August 1, 2025, and will be held virtually.

 

 

Background
This recap details the 21^st, 22^nd, 23^rd, and 24^th 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.

The parties met to bargain the last four days of July. In the last session, the Union informed the Employer that the proposals as presented were not ratifiable. As of right now, there are no more bargaining sessions scheduled between the parties.

Proposals with SEIU 1199NW

• Article 11 – Educational and Professional Development
• Article 17 – Vacation Schedule
• Article 36 – Corrective Action/Dismissal Process
• Article 37 – Nonpermanent and Intermittent Employees
• Article 45 – Wages and Other Pay Provisions
• Article 49 – Salary Overpayment and Recovery
• Appendix VIII – PA-ARNP New Hire Wages
• MOU – ALNW Intermittent Flight Nurse Double Time Past Shift
• MOU – Negotiations for the 2025-2027 Agreement
• Side Letter D – END Tech Call Back
• Side Letter K – Stand-by Hours
• New MOU – Language Pay
• New MOU – APP Recruitment and Retention Increases
• New MOU – Non-Monetary Steps
• New MOU – Higher Min Step on BU Table
• New MOU – Interventional Cardiovascular Tech Lead
• New MOU – Regarding Patient Privacy
• New MOU – SANE/FNE Nurses
• New MOU – Nursing Advancement Exploration Group

Proposals with UW

• Article 9 – Hours of Work and Overtime
• MOU – Prescheduled Voluntary Doubletime Shift Incentive for Critical Staffing Needs
• Side Letter E – Diversity and Inclusion
• New MOU – Radiology Lead Recruitment and Retention
• New MOU – Break Relief Expansion
• New MOU – Longevity Bonus
• New MOU – TI Credit Audit
• New MOU – Market Adjustments

Tentative Agreements
The parties tentatively agreed to the following:

• Article 1 – Purpose
• Article 2 – Nondiscrimination
• Article 3 – Reasonable Accommodations of Employees with Disabilities
• Article 4 – Recognition/Employer
• Article 5 – Affirmative Action
• Article 6 – Grievance Procedure
• Article 7 – Union Membership, Dues Deduction, and Status Reports
• Article 8 – Employee Facilities
• Article 10 – Bargaining Unit Classes/Definitions
• Article 12 – Scholarship Fund – Registered Nurses
• Article 13 – Tuition Exemption Program
• Article 14 – Employment Practices
• Article 15 – Committees
• Article 16 – Holiday
• Article 18 – Sick Leave
• Article 19 – Job Posting and Transfer
• Article 20 – Miscellaneous Leave
• Article 21 – Family Medical Leave Act and Parental Leave
• Article 22 – Management Rights and Responsibilities
• Article 23 – Performance of Duty
• Article 24 – Unpaid Holidays for a Reason of Faith or Conscience
• Article 25 – Leave Due to Family Care Emergencies
• Article 26 – Civil/Jury Duty Leave and Bereavement Leave
• Article 27 – Leave Related to Domestic Violence, Sexual Assault or Stalking
• Article 28 – Health Insurance and Pension
• Article 29 – Military Leave
• Article 30 – Worker’s Compensation Leave
• Article 31 – Health and Safety
• Article 32 – Subordination of Agreement and Saving Clause
• Article 33 – Complete Agreement
• Article 34 – Duration of Agreement
• Article 35 – Drug and Alcohol Free Workplace
• Article 38 – Seniority, Layoff, Rehire
• Article 40 – Mandatory Subject
• Article 41 – New Employee Orientation
• Article 42 – Union Activities
• Article 43 – RN Extended Leave
• Article 44 – Classifications and Reclassifications
• Article 46 – Privacy
• Article 47 – Airlift Northwest
• Article 48 – Washington Family Medical Leave Program
• Appendix I – Job Classifications
• Appendix VII – Layoff Units
• MOU – 4WH Break Relief Program
• MOU – Airlift Northwest Certification Pay
• MOU – Airlift Northwest Flight Paramedic
• MOU – Airlift Northwest Reassignment
• MOU – Commitment to Staff Consistent with Approved Plans
• MOU – Critical Recruitment and Retention Wage Increases
• MOU – De-Escalation and Code Grey Trainings
• MOU – Early Recruitment and Retention Wage Increases
• MOU – ECMO Premium
• MOU – EDI Council Workgroup – Staff Focused
• MOU – Harborview Nursing Scholarships
• MOU – Intermittent, Nonpermanent, and Represented Temporary Employees
• MOU – Medical Errors
• MOU – Panel of Arbitrators
• MOU – Pay Ranges for Registered Nurses
• MOU – Recruitment and Retention Radiology
• MOU – Respiratory Care Recruitment and Retention Increases
• MOU – Respiratory Care Specialist Unit and Wages
• MOU – Respiratory Therapists Skills Training
• MOU – Seattle Minimum Wage
• MOU – Speech Language Pathologist – Trainee Job Classification
• MOU – Speech Language Pathologist Unit and Wages
• MOU – Unit Clarification Intermittent and Nonpermanent Employees
• MOU – Wage Discussion
• MOU – Reclassification of Imaging Technologist – Angiography to Interventional Cardiovascular Technologists
• Side Letter A – Parking/UPASS/RN Work
• Side Letter B – Meal Rest Breaks
• Side Letter C – Nurse Staffing Committee
• Side Letter F – Tracking Discrimination and Bias
• Side Letter G – U-Pass
• Side Letter H – PFML Communication
• Side Letter I – PA-ARNP Training Workgroup
• Side Letter J – Respiratory Care JLM
• Side Letter L – Virtual NEO
• New MOU – Practice Management Time
• New MOU – Regarding Employee Feedback to Supervisors
• New MOU – APP Council Time
• New MOU – APP Moonlighting
• New MOU – APP Promotional Pathway
• New MOU – Executive Leadership

Next Steps
The next SEIU 1199NW and UW bargaining session has not been scheduled.

Background
This recap details the 18^th, 19^th, 20^th, and 21^st 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.

The parties met to bargain the last four days of July. In the last session, the Union informed the Employer that the proposals as presented were not ratifiable. As of right now, there are no more bargaining sessions scheduled between the parties.

Proposals with SEIU 1199NW

• Article 5 – Employment Practices
• Article 8 – Compensation
• Article 9 – Other Compensation
• Article 14 – Unpaid Absence
• Article 30 – Classifications and Reclassifications
• Article 34 – Salary Overpayment and Recovery
• MOU – Ground Rules for the 2025-2027 Agreement
• New Article – Nonpermanent and Intermittent Employees
• New MOU Speech Language Pathologist Market Increases
• New MOU – Language Pay
• New MOU – New Top Step Table BR

Proposals with UW

• Article 6 – Seniority, Layoff, Restructure
• Article 7 – Hours of Work and Overtime
• MOU – Prescheduled Voluntary Double-Time Shift Incentive for Critical Staffing Needs
• Side Letter D – Meal Breaks, Rest Breaks, and Missed Break Reporting
• Side Letter F – Work Experience Review

Tentative Agreements
The parties tentatively agreed to the following:

• Article 1 – Recognition
• Article 2 – Union Membership; Dues Deduction
• Article 3 – Union Representatives
• Article 4 – Definitions
• Article 10 – Holiday
• Article 11 – Vacation Time Off
• Article 13 – Medical Insurance Benefits
• Article 15 – Family Medical Leave Act and Parental Leave
• Article 16 – Washington Family Medical Leave Program
• Article 17 – Shared Leave
• Article 18 – Civil/Jury Duty Time Off and Bereavement Time Off
• Article 19 – Unpaid Holidays for a Reason of Faith or Conscience
• Article 20 – Committees
• Article 21 – Health and Safety Committees
• Article 22 – Staff Development
• Article 23 – Grievance Procedure
• Article 24 – Management Responsibilities
• Article 25 – Subcontracting, Sale, or Transfer
• Article 26 – Uninterrupted Patient Care
• Article 27 – Training and Upgrading Fund
• Article 28 – General Provisions
• Article 29 – Duration
• Article 31 – New Employee Orientation
• Article 33 – Non-Discrimination
• Appendix A – Job Classifications
• Appendix B – Pay Tables
• 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
• Appendix G – Job Series
• MOU – Article 25 Subcontracting
• MOU – Campus Security Guards and Sergeants Classifications and Wages
• MOU – Critical Recruitment and Retention Wage Increases
• MOU – Early Critical Recruitment and Retention Wage Increases
• MOU – Election Agreement
• MOU – Voluntary Float Between UWMC-NW and Montlake Campuses for Bargaining Units Represented by SEIU 1199, SEIU 925, and WFSE
• MOU – Intermittent, Nonpermanent, and Represented Temporary Employees
• MOU – JLMs
• MOU – Market-Based Increases
• MOU – Panel of Arbitrators
• MOU – Pay Table BU
• MOU – Recruitment and Retention Increases: LPN
• MOU – Recruitment and Retention Increases: Maintenance Engineer
• MOU – Recruitment and Retention Increases: Medical Technologist
• MOU – Recruitment and Retention Increases: Radiology
• MOU – Seattle Minimum Wage
• MOU – Staffing
• MOU – Unit Clarification Intermittent and Nonpermanent Employees
• MOU – UMWC-NW and Primary Care Clinics-Floating
• MOU – Wage Discussion
• Side Letter A – U-PASS
• Side Letter B – Call Room Access
• New Article – Leave Due to Family Care Emergencies
• New Article – Mandatory Subjects
• New Article – Reasonable Accommodations for Employees with Disabilities
• New Article – Corrective Action and Dismissal
• New MOU – Regarding Employee Feedback to Supervisors

Next Steps
The next SEIU 1199NW and UW bargaining session has not been scheduled.

Background

This recap details the fifth session for the negotiation for the 2025-2027 collective bargaining agreement between the UW and SEIU 1199NW Research/Hall Health. This and all other bargaining sessions for this contract have been held virtually. Recaps are published online on the UW Labor Relations website.

Unless agreed otherwise between the Employer and Union, future bargaining sessions will be facilitated by the PERC mediator to assist the Parties in reaching an agreement.

UW Counter Proposals

MOU – Recruitment and Retention Wage Increases

In response to the Union, the Employer proposed:

• Effective within ninety (90) days of ratification on the first available pay period, as determined by the Employer pay tables B2 and BW would receive a one percent (1%) increase.
• Effective July 1, 2026, pay tables B2 and BW would receive a two percent (2%) increase.
• Effective January 1, 2027, the following job profiles would receive range increases:

Regular Job Code	NI Job Code	Job Profile	Current Table-Range	New Table-Range
21203	23216	PHYSICIAN ASST-ADV RN PRACT	B9-14	B9-19
21202	23217	PHYSICIAN ASST-ADV RN PRACT LEAD	B9-24	B9-29

Employees would be placed on the new range as described in the table below on the effective date.

Current Range Step

A

B

C

D

E

F

G

H

I

J

K

L

M

N

O

P

Q

R

S

T

U

New Range Step

A

A

B

C

D

E

F

G

H

I

J

K

L

M

N

O

P

Q

R

S

T

 

All other aspects of the Employer’s previous compensation proposals remained the same.

Tentative Agreements

Article 32 – Washington Paid Family and Medical Leave Program

The parties agreed to keep current contract language, with a small housekeeping edits.

Article 44 – Nonpermanent and Intermittent Employees

The parties agreed to raise the BSN premium for nonpermanent and intermittent employees from $.50 to $1.00.

MOU – Tracking Discrimination and Bias

The parties agreed to keep current contract language, with a small housekeeping edit.

 

Next Steps

The next UW & 1199NW RHH bargaining session is scheduled for August 19, 2025, and will be held virtually.