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Labor Relations

Category: Washington State Nurses Association – Montlake

UW – WSNA Montlake Negotiations Recap for June 27 and June 30, 2025

This recap details the fourteenth and fifteenth sessions for the renewal of the collective bargaining agreements (CBAs) between the UW and WSNA-Montlake and WSNA-Northwest. UW and WSNA Montlake met on June 27 and UW and WSNA Northwest met on June 30.

Tentative Agreements

MONTLAKE CONTRACT –

The parties tentatively agreed to the following Montlake articles:

  • Article 19 – Corrective Action
    • The parties agreed to new language stating that no full- or part-time RN who has completed their probationary period will be subject to corrective action except for just cause.
    • The parties agreed to strike language that allowed the Employer to approve a period of one (1) day of paid time off for an RN failing to follow a final disciplinary counseling action plan for them to consider the consequences of failing to follow the action plan.
    • The parties agreed to new and updated language around resignations. Updated language will require nurses to give written notice of resignation to their manager and the Employer will give consideration to situations that would make such notice by the nurse impossible.
    • The parties agreed to new language around presumptions of resignation and abandonment. New language states that employees who fail to appear for work and report their absences on three (3) consecutive workdays will be deemed to have resigned. Within fourteen (14) days of mailing the separation notice and upon proof that the failure to report their absences couldn’t be avoided, an employee will be allowed to submit a written petition for reinstatement to their supervisor.
  • New Article XX – Salary Overpayment Recovery
    • The parties agreed to move the provisions of MOU – Salary Overpayment Recovery into a new Article, and clarified language around repayment options for active vs. separated employees.

The parties agreed to rollover the following Montlake provisions into the next CBA:

  • MOU – Public Records and Privacy
  • MOU – Voluntary Float Between Montlake and Northwest Campuses
  • Side Letter A – U-PASS

The parties agreed to remove the following expired Montlake MOUs:

  • MOU – Early Recruitment and Retention Wage Increases
  • MOU – Pay Ranges for Registered Nurses
  • MOU – Rest Breaks
  • MOU – Meal and Rest Breaks at UWMC-ML
  • MOU – Intermittent, Nonpermanent, and Represented Temporary Employees

NORTHWEST CONTRACT –

The parties tentatively agreed to the following Northwest articles:

  • Article 2 – Association Membership, Dues Deductions
    • The parties agreed to merge the contents of Article 3 – Association Representatives into this article and update the name to Article 2 – Association Representatives, Dues Deduction, Activities.
    • The parties agreed to a new language in this article that will allow WSNA members to voluntarily deduct funds from their paychecks to contribute to the WSNA Political Action Committee.
    • The parties agreed to remove language around union roster reports and move it into a new appendix.
    • The parties agreed to new language detailing the process for submitting information requests.
  • Article 10 – Holiday and Vacation Time Off
    • The parties agreed to add vacation time off hour accrual rates in addition to accrual rates for vacation days.
  • Article 11 – Sick Time Off
    • The parties agreed to language that allows the use of sick time off for mental or physical illnesses, as well as for cases when the employee or employee’s family member is a victim of domestic violence, sexual assault, or stalking.
    • The parties agreed to increased allowances of bereavement time off to five (5) days and also to include the loss of pregnancy as an eligible use of bereavement time.
    • The parties agreed to new language detailing the Voluntary Employee Beneficiary Association (VEBA) to align with changes to WAC 357-31-375, which requires that RNs who separate from state service due to retirement or death be compensated for their total unused sick time off at the rate of 25%.
  • Article 16 – Staff Development
    • The parties agreed to new language that will allow nurses to use educational and professional leave to participate in King County Nurses Association educational and professional development events and Community Partnership experiences in accordance with the UWMC Nurse Community Partnership Committee.
    • The parties agreed to increase the amount of education support funds available to nurses to $350 per year. Nurses can use funds over the allowed $350 per year, per nurse, as available, via the pool of funds which was increased to $600 per year.
  • Article 21 – Posting, Transfer, Promotions, Reallocation
    • The parties agreed to redefine promotion as being a movement from an RN2 to an RN3 position.
    • The parties agreed to new language around trial service for movement outside of the bargaining unit. The new language will require nurses who transfer, promote, or voluntarily demote to a position outside the bargaining unit, but within UW Medicine, to serve a six (6) month trial service period. Nurses serving a trial service period will be allowed to voluntarily revert to their former permanent position within six (6) weeks of the appointment if that position hasn’t been filled. Nurses will also be allowed to revert to their prior position after six (6) weeks with Employer approval.
  • Article 23 – Release Time
    • The parties agreed to new language that will not allow time spent in bargaining on paid release time to result in missed meal or rest breaks or the rest between shifts premium.
  • New Article XX – Salary Overpayment Recovery
    • The parties agreed to move the provisions of MOU – Salary Overpayment Recovery into a new Article, and clarified language around repayment options for active vs. separated employees.

The parties agreed to rollover the following Northwest provisions into the next CBA:

  • MOU – BSN Scholarship Program
  • MOU – Open Shifts
  • MOU – Voluntary Float Between UWMC-NW and Montlake Campuses
  • Side Letter A – U-PASS

The parties agreed to remove the following expired Northwest MOUs:

  • MOU – Early Recruitment and Retention Wage Increases
  • MOU – Pay Ranges for Registered Nurses
  • MOU – Meal and Rest Breaks for UWMC-NW

Union Counter Proposals

New MOU – Facilitated Mediation RE: System Wide Float Pool (both contracts) – The Union rejected the Employer’s proposal to create a new MOU in both contracts that would allow both parties to agree to request facilitated mediation from PERC within 90 days of ratification to develop a tiered system wide float pool for clinical staff, with the goal of addressing changes in staffing needs across campuses, including Harborview Medical Center and UWMC Northwest and Montlake.

MONTLAKE CONTRACT –

Article 5 – Association Representatives, Dues Deductions, Activities – The Union rejected the Employer’s proposal to create a new section that would outline the process and policies for completing Information Requests through the Labor Relations office.

Article 7 – Hours of Work and Overtime – The Union proposed to maintain current contract language around work periods and schedules that defines the 28/160 (160 hours within 28 days) rule. The Union accepted the Employer’s proposed language around compensatory time, increased the schedule posting requirements to 23 days, and accepted the Employer’s revised language around meal and rest breaks. Additionally, the Union reasserted is initial proposal to create a break relief nurse assignment.

Article 8 – Educational and Professional Development – In response to the Employer’s proposal for new language that would allow nurses to use educational and professional leave to participate in Community Partnership volunteer experiences in accordance with the UWMC Nurse Community Partnership Committee, the Union counter-proposed to also include participation in King County Nurses Association educational development events as eligible for use of educational and professional leave. Additionally, the Union counterproposal would allow nurses to use education support funds to cover licensure fee expenses.

Article 11 – Employment Practices – The Union accepted the Employer’s proposal to add new language around the Hospital Staffing Committee but rejected the Employer’s proposal to strike the existing language around the subject. With respect to the Workplace Violence Committee, the Union reasserted its counter-proposal to allow up to four (4) RNs to be appointed to the committee by WSNA. Additionally, the Union counter-proposed new language that would create a Workplace Violence workgroup specific to UWMC-Montlake that would consist of the Montlake RNs that would serve on the larger WPVC, a Montlake campus security representative, and up to two management personnel as determined by the Employer. Under the Union’s proposal, the workgroup would meet monthly on paid time in advance of the larger WPVC meetings, unless the parties agree to not convene.

Article 15 – Other Leaves of Absence – The Union withdrew its prior proposal for language that would allow civil duty hours to count towards a nurse’s FTE, but counter-proposed language that nurses would be paid for that time. The Union also counter-proposed to maintain current contract language that allows nurses to request to work additional hours during a sixty (60)-day period following suspended operations.

Article 20 – Grievance Procedure – The Union accepted the Employer’s proposed language that would require both the Union and the University to begin the arbitration scheduling process within a set amount of time, but counter-proposed language stating that the scheduling process would begin within thirty (30) days of the parties selecting an arbitrator, and that the parties would use best efforts to schedule an arbitration hearing date for a date within six months (180 calendar days) of the date the arbitrator was selected.

Article 21 – Posting, Transfers, Promotions, Reallocations – In response to the Employer’s proposed new language that outlines trial service periods for movement outside the bargaining unit, the Union counter-proposed language that would distinguish that trial service periods for movement outside the bargaining unit are only permitted within the UW Medicine system.

Article 29 – Complete Agreement – The Union proposed to move the contents of Article 26 – Complete Understanding into this article and update the name of Article 29 to “Complete Agreement and Understanding.”

MOU – Release Time – The Union counter-proposed to maintain current contract language that requires Labor Relations or a designee to contact nurses’ managers to request their release.

MOU – UW Medicine Pre-Scheduled Voluntary Double-Time Shift Incentive for Critical Staffing Needs – The Union proposed to rollover this MOU into the successor CBA.

NORTHWEST CONTRACT –

Article 4 – Definitions – The Union proposed to include the definition of a break relief nurse in this article as part of their proposal to create a break relief nurse assignment. The Union rejected the Employer’s counterproposal that would allow an extension of the probationary period by mutual agreement between the employee and the Employer.

Article 5 – Employment Practices – The Union accepted much of the Employer’s proposed changes in this article, but counter-proposed language around the Workplace Violence workgroup at Northwest Hospital to state that the group would meet monthly on paid time and that management personnel would be limited to two (2) attendees.

Article 6 – Seniority – The Union reasserted its proposal to add language that would require the Employer to consider assigning a nurse to serve as a break relief nurse before placing a nurse on low census or standby, as part of its proposal to create a break relief nurse assignment.  The Union accepted part of the Employer’s proposal stating that the Employer would take skill mix into consideration before cancelling nurses due to low census but rejected the Employer’s proposal stating that the Employer would not be required to cancel travelers due to low census in certain circumstances.

Article 17 – Grievance Procedure – In response to the Employer’s proposal to require the Union to contact the Employer to begin the arbitration scheduling process, the Union counterproposal would require both parties to use best efforts to begin the scheduling process within thirty (30) days and to schedule a hearing date within six months (180 calendar days) of the grievance being advanced to arbitration. The Union rejected the Employer’s proposal stating that if the Union failed to do either of these actions, the grievance would be considered withdrawn.

Article 22 – Nonpermanent and Intermittent (Formerly Per Diem) Nurses – The Union reasserted its proposal that the 1,872 non-overtime hours for the just cause requirement to apply would include hours worked immediately prior to transitioning from a permanent classified position to a nonpermanent or intermittent position. The Union also reasserted its proposal to align premium figures with their proposed changes in Article 9 and to make nonpermanent and intermittent nurses eligible for the preceptor and charge nurse premiums.

NEW MOU – Cardiac Catheterization (Cath) Lab Standby Premium – The Union reasserted its proposal to create a new MOU that would establish a standby premium for nurses in the cath lab at UWMC-NW.

Employer Counter Proposals

Nonpermanent and Intermittent (Formerly Per Diem) Nurses (Montlake Article 30 & Northwest Article 22) – In response to the Union’s proposal for including hours worked prior to transition from a permanent classified position to a nonpermanent or intermittent position in the 1,872 hour threshold for just cause to apply, the Employer counter-proposed to maintain current contract language around just cause, stating that newly hired nonpermanent or intermittent nurses must work a cumulative 1,872 non-overtime hours for the just cause requirement to apply. Additionally, the Employer proposed to include the $5/hour float pool premium in the list of premiums that nonpermanent and intermittent nurses are eligible for.

Union Roster Reports (Montlake Appendix IV & Northwest New Appendix) – The Employer reasserted its initial proposal for this Appendix, proposing to strike the vacancy report from the list of information provided to the Union on a biweekly basis given Workday’s inability to run this report.

MONTLAKE CONTRACT –

MOU – Parking Citations for Nurses with Valid UW Parking Permits – The Employer rejected the Union’s proposed language stating that nurses would use “best efforts” to contact the parking office, but accepted the Union’s proposal to maintain current language stating that in the case of a parking citation, the nurse may present the citation within seven (7) calendar days to their manager who would arrange for payment by the employer.

MOU – Ground Rules Governing Negotiations for the 2023-2025 Agreement – The Employer accepted much of the Union’s proposed changes in this MOU but proposed to maintain current language that details the process for reaching tentative agreements on unopened articles.

NORTHWEST CONTRACT –

Article 4 – Definitions – The Employer rejected the Union’s proposal to define a break relief nurse position in this article. The Employer also withdrew its proposed language around probationary period extensions.

Article 5 – Employment Practices – The Employer accepted the Union’s proposal to limit management personnel to the proposed Workplace Violence workgroup at Northwest Hospital to two attendees, but counter-proposed language stating that meeting frequency would be determined by the workgroup.

Article 6 – Seniority – The Employer rejected the Union’s proposal to add language that would require the Employer to consider assigning a nurse to serve as a break relief nurse before placing a nurse on low census or standby. The Employer reasserted its proposal stating that skill mix would be taken into consideration before canceling nurses due to low census but withdrew its proposal to also take shift length into consideration. Additionally, the Employer reasserted its proposal stating that the Employer would not be required to cancel travelers due to low census if the cancellation would exceed what is permitted by the traveler’s contract.

Article 7 – Hours of Work and Overtime – In response to the Union’s proposal to allow nurses to waive their meal period for shifts less than 8 hours in accordance with RCW 49.12.187, the Employer proposed to create a new MOU stating that the Employer would follow the guidelines set forth in Washington State House Bill 1879 (see section on New MOU – House Bill 1879). Additionally, the Employer proposed to maintain current contract language around the rest between shifts premium and double shift provisions. In response to the Union’s proposal to allow nurses a grace period of up to 15 minutes before their scheduled shift start time for donning and doffing of required scrub uniforms, the Employer counter-proposed language to state that employee shifts would be scheduled to start sufficiently in advance to allow time for donning and doffing.

Article 9 – Other Compensation – The Employer counterproposal would allow nurses on call to be offered signal devices. The Employer maintained its proposal to remove the $10/hour incentive shift premium, but counter-proposed new language that would offer pre-scheduled voluntary overtime to nurses, including intermittent and nonpermanent employees. These shifts would be compensated at time and one half (1.5x) the regular rate of pay plus an additional two (2) hours of extra pay at the regular rate of pay. Under this proposal, nurses would receive the premium for a minimum work period of three (3) hours.

Article 17 – Grievance Procedure – The Employer counter-proposed language around arbitration to align with the Union’s proposal in the Montlake contract with language stating that the scheduling process would begin within thirty (30) days of the parties selecting an arbitrator, and that the parties would use best efforts to schedule an arbitration hearing date for a date within six months (180 calendar days) of the arbitrator being selected.

New MOU – House Bill 1879 – The Employer proposed to create a new MOU that will allow the Employer to modify meal and rest break processes to ensure compliance with Washington State House Bill 1879, effective January 1, 2026. The proposed new MOU would also require the Employer to provide WSNA with a copy of the waiver form to ensure agreement prior to 1/1/26.

Next Steps

The next UW and WSNA bargaining session is scheduled for Tuesday, July 15, 2025, and will be held in-person at the UDSB Gateway building. The next session will be held with WSNA-Northwest only.

UW – WSNA Montlake Negotiations Recap for June 27 and June 30, 2025

This recap details the fourteenth and fifteenth sessions for the renewal of the collective bargaining agreements (CBAs) between the UW and WSNA-Montlake and WSNA-Northwest. UW and WSNA Montlake met on June 27 and UW and WSNA Northwest met on June 30.

Tentative Agreements

MONTLAKE CONTRACT –

The parties tentatively agreed to the following Montlake articles:

  • Article 19 – Corrective Action
    • The parties agreed to new language stating that no full- or part-time RN who has completed their probationary period will be subject to corrective action except for just cause.
    • The parties agreed to strike language that allowed the Employer to approve a period of one (1) day of paid time off for an RN failing to follow a final disciplinary counseling action plan for them to consider the consequences of failing to follow the action plan.
    • The parties agreed to new and updated language around resignations. Updated language will require nurses to give written notice of resignation to their manager and the Employer will give consideration to situations that would make such notice by the nurse impossible.
    • The parties agreed to new language around presumptions of resignation and abandonment. New language states that employees who fail to appear for work and report their absences on three (3) consecutive workdays will be deemed to have resigned. Within fourteen (14) days of mailing the separation notice and upon proof that the failure to report their absences couldn’t be avoided, an employee will be allowed to submit a written petition for reinstatement to their supervisor.
  • New Article XX – Salary Overpayment Recovery
    • The parties agreed to move the provisions of MOU – Salary Overpayment Recovery into a new Article, and clarified language around repayment options for active vs. separated employees.

The parties agreed to rollover the following Montlake provisions into the next CBA:

  • MOU – Public Records and Privacy
  • MOU – Voluntary Float Between Montlake and Northwest Campuses
  • Side Letter A – U-PASS

The parties agreed to remove the following expired Montlake MOUs:

  • MOU – Early Recruitment and Retention Wage Increases
  • MOU – Pay Ranges for Registered Nurses
  • MOU – Rest Breaks
  • MOU – Meal and Rest Breaks at UWMC-ML
  • MOU – Intermittent, Nonpermanent, and Represented Temporary Employees

NORTHWEST CONTRACT –

The parties tentatively agreed to the following Northwest articles:

  • Article 2 – Association Membership, Dues Deductions
    • The parties agreed to merge the contents of Article 3 – Association Representatives into this article and update the name to Article 2 – Association Representatives, Dues Deduction, Activities.
    • The parties agreed to a new language in this article that will allow WSNA members to voluntarily deduct funds from their paychecks to contribute to the WSNA Political Action Committee.
    • The parties agreed to remove language around union roster reports and move it into a new appendix.
    • The parties agreed to new language detailing the process for submitting information requests.
  • Article 10 – Holiday and Vacation Time Off
    • The parties agreed to add vacation time off hour accrual rates in addition to accrual rates for vacation days.
  • Article 11 – Sick Time Off
    • The parties agreed to language that allows the use of sick time off for mental or physical illnesses, as well as for cases when the employee or employee’s family member is a victim of domestic violence, sexual assault, or stalking.
    • The parties agreed to increased allowances of bereavement time off to five (5) days and also to include the loss of pregnancy as an eligible use of bereavement time.
    • The parties agreed to new language detailing the Voluntary Employee Beneficiary Association (VEBA) to align with changes to WAC 357-31-375, which requires that RNs who separate from state service due to retirement or death be compensated for their total unused sick time off at the rate of 25%.
  • Article 16 – Staff Development
    • The parties agreed to new language that will allow nurses to use educational and professional leave to participate in King County Nurses Association educational and professional development events and Community Partnership experiences in accordance with the UWMC Nurse Community Partnership Committee.
    • The parties agreed to increase the amount of education support funds available to nurses to $350 per year. Nurses can use funds over the allowed $350 per year, per nurse, as available, via the pool of funds which was increased to $600 per year.
  • Article 21 – Posting, Transfer, Promotions, Reallocation
    • The parties agreed to redefine promotion as being a movement from an RN2 to an RN3 position.
    • The parties agreed to new language around trial service for movement outside of the bargaining unit. The new language will require nurses who transfer, promote, or voluntarily demote to a position outside the bargaining unit, but within UW Medicine, to serve a six (6) month trial service period. Nurses serving a trial service period will be allowed to voluntarily revert to their former permanent position within six (6) weeks of the appointment if that position hasn’t been filled. Nurses will also be allowed to revert to their prior position after six (6) weeks with Employer approval.
  • Article 23 – Release Time
    • The parties agreed to new language that will not allow time spent in bargaining on paid release time to result in missed meal or rest breaks or the rest between shifts premium.
  • New Article XX – Salary Overpayment Recovery
    • The parties agreed to move the provisions of MOU – Salary Overpayment Recovery into a new Article, and clarified language around repayment options for active vs. separated employees.

The parties agreed to rollover the following Northwest provisions into the next CBA:

  • MOU – BSN Scholarship Program
  • MOU – Open Shifts
  • MOU – Voluntary Float Between UWMC-NW and Montlake Campuses
  • Side Letter A – U-PASS

The parties agreed to remove the following expired Northwest MOUs:

  • MOU – Early Recruitment and Retention Wage Increases
  • MOU – Pay Ranges for Registered Nurses
  • MOU – Meal and Rest Breaks for UWMC-NW

Union Counter Proposals

New MOU – Facilitated Mediation RE: System Wide Float Pool (both contracts) – The Union rejected the Employer’s proposal to create a new MOU in both contracts that would allow both parties to agree to request facilitated mediation from PERC within 90 days of ratification to develop a tiered system wide float pool for clinical staff, with the goal of addressing changes in staffing needs across campuses, including Harborview Medical Center and UWMC Northwest and Montlake.

MONTLAKE CONTRACT –

Article 5 – Association Representatives, Dues Deductions, Activities – The Union rejected the Employer’s proposal to create a new section that would outline the process and policies for completing Information Requests through the Labor Relations office.

Article 7 – Hours of Work and Overtime – The Union proposed to maintain current contract language around work periods and schedules that defines the 28/160 (160 hours within 28 days) rule. The Union accepted the Employer’s proposed language around compensatory time, increased the schedule posting requirements to 23 days, and accepted the Employer’s revised language around meal and rest breaks. Additionally, the Union reasserted is initial proposal to create a break relief nurse assignment.

Article 8 – Educational and Professional Development – In response to the Employer’s proposal for new language that would allow nurses to use educational and professional leave to participate in Community Partnership volunteer experiences in accordance with the UWMC Nurse Community Partnership Committee, the Union counter-proposed to also include participation in King County Nurses Association educational development events as eligible for use of educational and professional leave. Additionally, the Union counterproposal would allow nurses to use education support funds to cover licensure fee expenses.

Article 11 – Employment Practices – The Union accepted the Employer’s proposal to add new language around the Hospital Staffing Committee but rejected the Employer’s proposal to strike the existing language around the subject. With respect to the Workplace Violence Committee, the Union reasserted its counter-proposal to allow up to four (4) RNs to be appointed to the committee by WSNA. Additionally, the Union counter-proposed new language that would create a Workplace Violence workgroup specific to UWMC-Montlake that would consist of the Montlake RNs that would serve on the larger WPVC, a Montlake campus security representative, and up to two management personnel as determined by the Employer. Under the Union’s proposal, the workgroup would meet monthly on paid time in advance of the larger WPVC meetings, unless the parties agree to not convene.

Article 15 – Other Leaves of Absence – The Union withdrew its prior proposal for language that would allow civil duty hours to count towards a nurse’s FTE, but counter-proposed language that nurses would be paid for that time. The Union also counter-proposed to maintain current contract language that allows nurses to request to work additional hours during a sixty (60)-day period following suspended operations.

Article 20 – Grievance Procedure – The Union accepted the Employer’s proposed language that would require both the Union and the University to begin the arbitration scheduling process within a set amount of time, but counter-proposed language stating that the scheduling process would begin within thirty (30) days of the parties selecting an arbitrator, and that the parties would use best efforts to schedule an arbitration hearing date for a date within six months (180 calendar days) of the date the arbitrator was selected.

Article 21 – Posting, Transfers, Promotions, Reallocations – In response to the Employer’s proposed new language that outlines trial service periods for movement outside the bargaining unit, the Union counter-proposed language that would distinguish that trial service periods for movement outside the bargaining unit are only permitted within the UW Medicine system.

Article 29 – Complete Agreement – The Union proposed to move the contents of Article 26 – Complete Understanding into this article and update the name of Article 29 to “Complete Agreement and Understanding.”

MOU – Release Time – The Union counter-proposed to maintain current contract language that requires Labor Relations or a designee to contact nurses’ managers to request their release.

MOU – UW Medicine Pre-Scheduled Voluntary Double-Time Shift Incentive for Critical Staffing Needs – The Union proposed to rollover this MOU into the successor CBA.

NORTHWEST CONTRACT –

Article 4 – Definitions – The Union proposed to include the definition of a break relief nurse in this article as part of their proposal to create a break relief nurse assignment. The Union rejected the Employer’s counterproposal that would allow an extension of the probationary period by mutual agreement between the employee and the Employer.

Article 5 – Employment Practices – The Union accepted much of the Employer’s proposed changes in this article, but counter-proposed language around the Workplace Violence workgroup at Northwest Hospital to state that the group would meet monthly on paid time and that management personnel would be limited to two (2) attendees.

Article 6 – Seniority – The Union reasserted its proposal to add language that would require the Employer to consider assigning a nurse to serve as a break relief nurse before placing a nurse on low census or standby, as part of its proposal to create a break relief nurse assignment.  The Union accepted part of the Employer’s proposal stating that the Employer would take skill mix into consideration before cancelling nurses due to low census but rejected the Employer’s proposal stating that the Employer would not be required to cancel travelers due to low census in certain circumstances.

Article 17 – Grievance Procedure – In response to the Employer’s proposal to require the Union to contact the Employer to begin the arbitration scheduling process, the Union counterproposal would require both parties to use best efforts to begin the scheduling process within thirty (30) days and to schedule a hearing date within six months (180 calendar days) of the grievance being advanced to arbitration. The Union rejected the Employer’s proposal stating that if the Union failed to do either of these actions, the grievance would be considered withdrawn.

Article 22 – Nonpermanent and Intermittent (Formerly Per Diem) Nurses – The Union reasserted its proposal that the 1,872 non-overtime hours for the just cause requirement to apply would include hours worked immediately prior to transitioning from a permanent classified position to a nonpermanent or intermittent position. The Union also reasserted its proposal to align premium figures with their proposed changes in Article 9 and to make nonpermanent and intermittent nurses eligible for the preceptor and charge nurse premiums.

NEW MOU – Cardiac Catheterization (Cath) Lab Standby Premium – The Union reasserted its proposal to create a new MOU that would establish a standby premium for nurses in the cath lab at UWMC-NW.

Employer Counter Proposals

Nonpermanent and Intermittent (Formerly Per Diem) Nurses (Montlake Article 30 & Northwest Article 22) – In response to the Union’s proposal for including hours worked prior to transition from a permanent classified position to a nonpermanent or intermittent position in the 1,872 hour threshold for just cause to apply, the Employer counter-proposed to maintain current contract language around just cause, stating that newly hired nonpermanent or intermittent nurses must work a cumulative 1,872 non-overtime hours for the just cause requirement to apply. Additionally, the Employer proposed to include the $5/hour float pool premium in the list of premiums that nonpermanent and intermittent nurses are eligible for.

Union Roster Reports (Montlake Appendix IV & Northwest New Appendix) – The Employer reasserted its initial proposal for this Appendix, proposing to strike the vacancy report from the list of information provided to the Union on a biweekly basis given Workday’s inability to run this report.

MONTLAKE CONTRACT –

MOU – Parking Citations for Nurses with Valid UW Parking Permits – The Employer rejected the Union’s proposed language stating that nurses would use “best efforts” to contact the parking office, but accepted the Union’s proposal to maintain current language stating that in the case of a parking citation, the nurse may present the citation within seven (7) calendar days to their manager who would arrange for payment by the employer.

MOU – Ground Rules Governing Negotiations for the 2023-2025 Agreement – The Employer accepted much of the Union’s proposed changes in this MOU but proposed to maintain current language that details the process for reaching tentative agreements on unopened articles.

NORTHWEST CONTRACT –

Article 4 – Definitions – The Employer rejected the Union’s proposal to define a break relief nurse position in this article. The Employer also withdrew its proposed language around probationary period extensions.

Article 5 – Employment Practices – The Employer accepted the Union’s proposal to limit management personnel to the proposed Workplace Violence workgroup at Northwest Hospital to two attendees, but counter-proposed language stating that meeting frequency would be determined by the workgroup.

Article 6 – Seniority – The Employer rejected the Union’s proposal to add language that would require the Employer to consider assigning a nurse to serve as a break relief nurse before placing a nurse on low census or standby. The Employer reasserted its proposal stating that skill mix would be taken into consideration before canceling nurses due to low census but withdrew its proposal to also take shift length into consideration. Additionally, the Employer reasserted its proposal stating that the Employer would not be required to cancel travelers due to low census if the cancellation would exceed what is permitted by the traveler’s contract.

Article 7 – Hours of Work and Overtime – In response to the Union’s proposal to allow nurses to waive their meal period for shifts less than 8 hours in accordance with RCW 49.12.187, the Employer proposed to create a new MOU stating that the Employer would follow the guidelines set forth in Washington State House Bill 1879 (see section on New MOU – House Bill 1879). Additionally, the Employer proposed to maintain current contract language around the rest between shifts premium and double shift provisions. In response to the Union’s proposal to allow nurses a grace period of up to 15 minutes before their scheduled shift start time for donning and doffing of required scrub uniforms, the Employer counter-proposed language to state that employee shifts would be scheduled to start sufficiently in advance to allow time for donning and doffing.

Article 9 – Other Compensation – The Employer counterproposal would allow nurses on call to be offered signal devices. The Employer maintained its proposal to remove the $10/hour incentive shift premium, but counter-proposed new language that would offer pre-scheduled voluntary overtime to nurses, including intermittent and nonpermanent employees. These shifts would be compensated at time and one half (1.5x) the regular rate of pay plus an additional two (2) hours of extra pay at the regular rate of pay. Under this proposal, nurses would receive the premium for a minimum work period of three (3) hours.

Article 17 – Grievance Procedure – The Employer counter-proposed language around arbitration to align with the Union’s proposal in the Montlake contract with language stating that the scheduling process would begin within thirty (30) days of the parties selecting an arbitrator, and that the parties would use best efforts to schedule an arbitration hearing date for a date within six months (180 calendar days) of the arbitrator being selected.

New MOU – House Bill 1879 – The Employer proposed to create a new MOU that will allow the Employer to modify meal and rest break processes to ensure compliance with Washington State House Bill 1879, effective January 1, 2026. The proposed new MOU would also require the Employer to provide WSNA with a copy of the waiver form to ensure agreement prior to 1/1/26.

Next Steps

The next UW and WSNA bargaining session is scheduled for Tuesday, July 15, 2025, and will be held in-person at the UDSB Gateway building. The next session will be held with WSNA-Northwest only.

UW – WSNA Montlake Negotiations Recap for May 27, 2025

This recap details the tenth session for the renewal of the collective bargaining agreement (CBA) between the UW and WSNA Montlake.

Union Counter Proposals

Article 15 – Other Leaves of Absence – The Union’s counterproposal includes new language stating that in the case of suspended operations, nurses released would receive pay for the duration of their scheduled shift. In response to the Employer’s initial proposal, the Union counter-proposed to maintain current contract language regarding make up time for suspended operations. The Union also rejected the Employer’s proposal that requests for WSNA leave follow established departmental processes.

Article 17 – Conference Committee – In response to the Employer’s proposal for new language requiring agenda items for Conference Committee meetings to be provided at least one week in advance, the Union counter-proposed language stating that the parties would make their best efforts to share agenda items at least one week in advance of Conference Committee meetings.

Article 19 – Corrective Action (Progressive Discipline) Dismissal and Resignation – The Union counter-proposed to maintain current contract language that the Employer proposed to strike that allows nurses to withdraw a resignation notice if said withdrawal is submitted to the Employer within 72 hours of the resignation notice being submitted.

In response to the Employer’s proposed new language stating that employees who fail to appear for work and report their absence on three consecutive workdays would be deemed to have resigned, the Union’s counterproposal would extend that period to five consecutive workdays before an employee would be deemed to have resigned. In response to the Employer’s proposed new language that would allow an employee to petition for reinstatement with proof that an absence couldn’t be avoided within fourteen calendar days of the Employer mailing the separation notice, the Union’s counterproposal would extend that period to twenty-eight days for employees to petition for reinstatement.

Article 20 – Grievance Procedure – In response to the Employer’s proposal for new language around the arbitration scheduling process, the Union counter-proposed language stating that the parties would use their best efforts to begin the arbitration scheduling process and schedule an arbitration hearing date within 6 months of a grievance being advanced. Additionally, the Union rejected language proposed by the Employer stating that if the Union failed to contact the Employer to provide availability and begin scheduling, the grievance would be considered withdrawn.

Next Steps

The next UW and WSNA bargaining session is scheduled for Tuesday, June 3, 2025, and will be held in-person at the UDSB Gateway building. This session will be held jointly with both WSNA-Montlake and WSNA-Northwest.

 

UW – WSNA Montlake Negotiations Recap for May 8, 2025

This recap details the sixth session for the renewal of the collective bargaining agreement (CBA) between the UW and WSNA-Montlake.

Union Initial Proposals

Article 10 – Premium Pay – The Union proposed to create a new premium that would pay an additional $4/hour for all hours where a nurse is working in dialysis.

Article 15 – Other Leaves of Absence – The Union proposed new language in this Article that would count a nurse’s civil/jury hours toward satisfying their overall FTE. Additionally, the Union proposal would require nurses who are serving civil/jury duty to be released from scheduled work shifts during the 12 hour period immediately before and immediately following the civil/jury duty.

Employer Initial Proposals

Article 5 – Association Representatives, Dues Deductions, Activities – The Employer proposed to strike language in Section 5.4 regarding Union roster reports and instead proposed to reference Appendix IV for information on Union roster reports. The Employer also proposed to create a new section in this Article that details the process for the Union submitting information requests. The proposed new language would require the Union to clearly identify what information is being sought, what the reason is for the request, and that requests not ordinarily extend more than 24 months prior to the date of the request.

Article 19 – Corrective Action (Progressive Discipline) Dismissal and Resignation – The Employer proposed to add language clarifying that this article applies to full-time or part-time RNs who have completed their probationary periods.

With respect to discipline, the Employer proposed to strike language that allows the Employer to approve one day of paid time away from the work site for the RN to have an opportunity to consider the consequences of failure to follow the Final Disciplinary Counseling action plan.

With respect to resignation, the Employer proposed to adjust language to say that nurses would be required to give 14 calendar days’ written notice of resignation to their manager or designee and that the Employer would give consideration to situations that make such notice from the nurse impossible.

With respect to abandonment, the Employer proposed new language stating that employees who fail to appear for work and report their absence on three consecutive workdays would be deemed to have resigned. The proposal would also allow an employee to submit to their supervisor a written petition for reinstatement if the employee could provide proof their failure to report absence couldn’t have reasonably been avoided within fourteen calendar days of the Employer mailing the separation notice.

Article 29 – Complete Agreement – The Employer proposed to strike this Article in its entirety given the redundancy of Article 26 – Complete Understanding.

MOU – Parking Citations for Nurses with Valid UW Parking Permits – The Employer proposed to adjust language in this MOU to reflect updated processes for parking services, requiring nurses to notify Parking Services through appropriate channels (i.e., Transportation Services, Customer Portal, etc.) that their parking permit will expire to preempt a parking citation in the event that a nurse is requested to stay past their scheduled shift.

Appendix II – Clinical Clusters Pertaining to Article 21 – Layoff – The Employer proposed to update Appendix II to better organize unit clusters with like units.

Appendix IV – Union Roster Reports Post Workday Implementation – The Employer proposed to update the language in this Appendix to more accurately reflect what is provided on Union roster reports.

The Employer proposed housekeeping edits only on the following provisions:

  • Article 3 – Affirmative Action
  • Article 14 – Washington Family Medical Leave Program
Next Steps

The next UW and WSNA bargaining session is scheduled for Monday, May 12, 2025 and will be a joint session with both WSNA-Northwest and WSNA-Montlake held in-person at the UDSB Gateway building.

UW – WSNA Montlake Negotiations Recap for October 1, 2025

UW and WSNA Montlake convened for the first of two scheduled mediation sessions for the renewal of the UW-WSNA ML CBA.

Union Counter Proposals

The Union provided a counter proposal stating that the Union would accept the Employer’s last proposal and would recommend the Tentative Agreement for ratification if the Employer agreed to the following language:

  • New Break Relief Nurse language – The Union proposed new break relief nurse language that would require float pools in the ICU, Ambulatory, and Acute Care units to increase by one nurse for every 12 RNs, which would be dedicated to meal and rest break relief.
  • Sliding Scale Premium structure – The Union proposed a new sliding scale structure for premiums that would increase premiums based on years of experience. Under the Union’s proposal, all premiums would increase by $1 for nurses who work at UWMC-Montlake for 5 years, 10 years, and 20 years.
Employer Counter Proposals

The Employer rejected the Union’s proposal for new break relief nurse language and sliding scale premiums and instead proposed the following new language around mitigating the impacts of the transition to ATR:

  • In addition to previously agreed-upon flexibility for RNs who work a 0.975 FTE, inpatient RNs who work a 1.0FTE and work a majority of 12-hour shifts as of the date of an agreement between the parties would be permitted to schedule themselves up to forty-four (44) hours in a calendar week twice per four-week schedule period, and eight (8) hours of that time would be paid at overtime.
  • Prior to the implementation of ATR on February 16, 2026, all units would be required to schedule an internal meeting to discuss the transition to the new pay model, which would solicit RN input on the unit’s scheduling process. After the initial meeting, the units would then have the option to establish a continuing unit-based scheduling committee.
  • Pattern Schedules – As part of the scheduling committee, units would have the opportunity to discuss potential creation and use of pattern schedules, which would require Employer approval. Any approved pattern schedules would then be bid by unit seniority, and the Employer would reserve the right to end pattern schedules at any time.
Next Steps

The next UW and WSNA-ML mediation session is scheduled for Tuesday, October 14, 2025 and will be held in-person at the UDSB Gateway building.

UW – WSNA Montlake/Northwest Joint Negotiations Recap for April 23 and April 24, 2025

This recap details the fourth and fifth sessions for the renewal of the collective bargaining agreement (CBA) between the UW and WSNA Montlake & WSNA Northwest.

Union Initial Proposals

Article 6 – Bargaining Unit Classes/Definitions (Montlake contract) – The Union proposed new language that would require the Employer to cover the cost of nurse licensure renewal in Washington State.

Article 7 – Hours of Work and Overtime (Montlake contract) – The Union proposed to increase the time period for which work schedules should be posted from sixteen (16) days prior to the scheduled period of work to twenty-eight (28) days prior.

Article 8 – Educational and Professional Development (Montlake contract) – The Union proposed to include humanitarian work as an eligible use of educational and professional leave for nurses. The Union also proposed new language that would require the Employer to reimburse nurses for tuition up to $3,000 per year as part of the Tuition Exemption Program.

Article 10 – Premium Pay (Montlake contract) – The Union proposed to change the standby premium to be paid at 25% of the nurse’s straight time hourly rate of ray for all scheduled on-call hours for nurses subject to MOU-Standby. Additionally, the Union proposed new language distinguishing between “standby” shifts and “on call” shifts depending on how the shift is scheduled. Under this proposal, RNs would receive the premium for all standby hours if they volunteer to be on standby status, either in addition to their FTE or for any hours of a regularly scheduled shift.

Similar to their proposal for the UWMC-Northwest contract, the Union proposed to create a new section of this article that would create a break relief nurse assignment. Under this proposal, a registered nurse would be assigned to be a break relief nurse for at least a 4-hour increment with the purpose of relieving employees from their patient assignments for their rest breaks and/or meal periods and would not receive permanent patient assignments beyond break relief. The proposal would require the Employer to adjust the staffing matrix to ensure it assigns an adequate number of nurses to provide break relief nurses.

The Union also proposed to move language from Side Letter A – U-PASS into this article and proposed new language that would allow nurses who opt to decline a U-PASS to receive an annual parking credit of $600.

Article 11 – Employment Practices (Montlake contract) – Similar to their proposal for the UWMC-Northwest contract, the Union proposed to modify section 11.17 regarding Workplace Violence Prevention with additional language that would create a separate Workplace Violence Committee exclusively for UWMC-Montlake. Additionally, the Union proposed to increase the number of members appointed to the committee by WSNA from one (1) to four (4).

Employer Initial Proposals

Article 7 – Hours of Work and Overtime (both contracts) – With the University moving to an actual time reporting (ATR) pay model across all hospital campuses, the Employer proposed updates in this article to reflect the changes from the pay model shift. Additionally, the Employer proposed language updates to work day and work period language, updating the normal work period language of 80 hours of work in a 14-day period to reflect the eight-eighty hour (8/80) rule and striking references to 160 hours in a 28-day period for Montlake nurses. Additionally, the Employer proposed to remove references to straight time to reflect current practice.

The Employer also proposed adding compensatory time off provisions to the Northwest contract to align with the Montlake contract. The proposed language in both contracts states that compensatory time would need to be used or paid by June 30th of each fiscal year, and that a nurse’s unused compensatory time balance would be cashed out every June 30th or when the nurse leaves University employment. The proposal would also require nurses to cash out their compensatory time balance when they transfer within their department to a position with different funding sources or when transferring to a position in another department.

With respect to meal and rest periods, the Employer proposed to strike the MOUs on Meal and Rest Breaks and incorporate its language into Article 7 for both contracts. New language proposed by the Employer would require that meal and rest periods be uninterrupted and that nurses must remain on-call on the premises while taking the break. For nurses that miss meal or rest periods, the proposed language would require them to report the missed period to their unit leadership when possible, and that a missed meal or rest period not documented would be considered as taken. Regarding interruptions to meal or rest periods, the Employer proposed new language detailing permissible interruptions to meal or rest periods including unforeseeable emergent circumstances and clinical circumstances that may lead to adverse effects on a patient’s condition. The proposal states that when a nurse’s meal or rest period is permissibly interrupted, the nurse would be entitled to the remainder of the break as soon as reasonably possible. Additionally, the Employer proposed new language detailing the process for waiving a second meal break during a 10 or 12-hour shift, waiving the timing of meal and rest breaks, or combining meal and rest breaks. Under this proposal, voluntary waivers could be revoked by an employee at any time prior the scheduled break, and that staff who wish to revoke their waiver would be required to email their manager and immediately notify the Charge Nurse on duty.

Article 4 – Definitions (Northwest contract) – The Employer proposed to remove references to Lead Nurses to align to current practice at Northwest Hospital. The Employer also proposed to update language around precepting, including updating the definition of a preceptor to match the Montlake language and include senior students fulfilling their practicum. The proposed language states that preceptors are responsible for specific, criteria based, and goal directed education and training for a specific period and function as role models, teachers, evaluators, and resource persons.

With respect to probationary periods, the Employer proposed new language that would allow the Employer to extend the probationary period for an employee so long as the extension does not cause the total period to exceed (12) months.

With respect to certification pay, the Employer proposed updated language to align with the Montlake contract and more accurately reflect current practice.

Article 6 – Bargaining Unit Classes/Definitions (Montlake contract) – The Employer proposed updated language defining part-time nurses, stating that part-time nurses would be compensated in the same manner as their full-time counterparts, except that benefits would be reduced in proportion to the nurse’s actual hours worked. The Employer also revised language around work weeks to reflect the transition to the ATR model. The Employer also proposed new language regarding probationary periods that align with its proposed language for Article 4 in the WSNA-Northwest contract.

Sick Time Off (Montlake contract Article 16 & Northwest contract Article 11) – The Employer proposed to add language that would allow employees to use sick time off in cases where the employee or a family member of the employee is a victim of domestic violence, sexual assault, or stalking. The Employer also proposed adding new language to align with updated Washington State laws that allows employees to use bereavement time off for the loss of pregnancy.

With respect to the Voluntary Employee Beneficiary Association (VEBA), the Employer proposed updating language to align with changes to WAC 357-31-375, stating that RNs who separate from state service due to retirement or death must be compensated for their total unused sick time off at the rate of 25%. Under this language, the Employer would deposit the equivalent funds into a Health Reimbursement Account (HRA) through VEBA and compensation would be based on the employee’s salary at the time of separation.

Article 13 – Leaves of Absence (Northwest contract) – The Employer proposed to update language around bereavement time off to align with its proposal for Article 11 in the Northwest contract which would allow nurses to use bereavement time off for the loss of pregnancy.

The Employer also proposed to create a new section in this article on suspended operations, stating that in cases of suspended operations in accordance with UW Administrative Order 11, nurses shall receive a minimum of four (4) hours of pay for the first day of suspended operations. For nurses not required to work during the balance of the closure, vacation time off, personal holiday, accrued compensatory time or holiday credit, or unpaid time off would be made available to affected nurses. With respect to public health suspended operations, the Employer proposed new language that would allow nurses to use accrued sick leave when their workplace has been closed by a public health official or after a declaration of emergency by local, state, or federal government or agency. The proposal states that for nurses whom sick time off is not available for, the time off use and compensation provisions as described previously in the Article would apply.

Article 15 – Other Leaves of Absence (Montlake Contract) – The Employer proposed to update language around suspended operations to align with current practice by referencing the UW Administrative Order 11. The Employer also proposed to strike the provision that allows nurses to make up work time lost as a result of suspended operations for those who are not required to work during the balance of the closure. Additionally, the Employer proposed to strike the section that allows nurses to request to work additional hours within 60 days following suspended operations for those who lose regular work because of suspended operations.

With respect to leave for nurses to attend WSNA functions or programs, the Employer proposed to update language on requesting approval for leave, stating that nurses would need to follow the department’s established leave request process.

Committees (Montlake contract Articles 11 + 17 & Northwest contract Article 15) – The Employer proposed to update the name of the Nurse Staffing Committee to the Hospital Staffing Committee to reflect current practice. The Employer also proposed new language around the Hospital Staffing Committee, stating that the Union would recognize that membership of the committee would be expanded to accommodate non-nursing staff members represented by SEIU 1199NW and WFSE. Additionally, the Employer proposed updated language that details the composition of the Hospital Staffing Committee, stating that at least 50% of the voting members of the HSC would be nursing staff and that WSNA shall select all of the RN voting members, while the other 50% would be selected by hospital administration. The proposed new language states that the HSC would approve all staffing plans only by a 50% plus 1 (or more) majority vote of all voting members present. 

The Employer also proposed language in both contracts stating that agenda items for Conference Committee must be provided at least one week in advance.

Posting, Transfer, Promotions, Reallocation (Montlake contract Article 22 & Northwest contract Article 21) – The Employer proposed to update the definition of Promotion to be defined as movement from an RN2 to an RN3 job classification. The Employer also proposed to remove references to UWHIRES to align with current hiring, transfer, and promotion practices.

With respect to trial service periods, the Employer proposed new language that distinguishes between trial service periods for movement within the bargaining unit and movement outside the bargaining unit, including a new section detailing the process for trial service for movement outside the bargaining unit. Under this new proposed section, nurses who transfer, promote, or voluntarily demote to a position outside the bargaining unit would serve a six (6) month trial service period and the same rights would apply as nurses who transfer within the bargaining unit.

Release Time (Montlake contract MOU & Northwest contract Article 23) – The Employer proposed language updates regarding release time to align both contracts with each other. The Employer proposal would require that nurses be paid at their appropriate rate of pay for hours in bargaining over their FTE with management approval. Additionally, the Employer proposed that WSNA nurse representatives would request release who are on the negotiation team through Labor Relations at least seven (7) days in advance of meeting, unless the meeting is scheduled sooner, in which case WSNA would be required to notify the Employer as far in advance as possible. Under this proposal, time spent in bargaining on paid release time would not result in missed meal or rest breaks or rest between shifts premium.

Duration (Montlake contract Article 24 & Northwest contract Article 31) – The Employer proposed updating the dates for the successor contracts, stating that the agreements would become effective July 1, 2025, and remain in force through June 30, 2027.

New Article XX – Salary Overpayment Recovery (both contracts) – The Employer proposed to create new articles in both Montlake and Northwest contracts that detail the process of salary overpayment recovery. The Employer proposed updated language that distinguishes different processes for active employees and separated employees. The proposal states that for active employees, only voluntary wage deductions or use of vacation or compensatory time balances are options for paying back an overpayment. For separated employees, the nurse must choose either cash or check for paying back an overpayment.

MOU – Salary Overpayment Recovery (both contracts) – The Employer proposed to strike the MOUs in both Montlake and Northwest contracts and move the language from each into new articles.

MOU – Rest Breaks (Montlake contract) – The Employer proposed to strike this MOU in light of the additional language proposed in Article 7 – Hours of Work and Overtime.

MOU – Meal and Rest Breaks for UWMC-ML (Montlake contract) – The Employer proposed to strike this MOU and incorporate its language in its proposal for Article 7 – Hours of Work and Overtime.

MOU – Meal and Rest Breaks UWMC-NW (Northwest contract) – The Employer proposed to strike this MOU and incorporate its language in its proposal for Article 7 – Hours of Work and Overtime.

Appendix III – Innovative Work Schedule Agreement Form (Montlake contract) – The Employer proposed to strike this appendix in its entirety due to the transition to the ATR pay model.

Appendix B – Ten Hour Work Schedule (Northwest contract) – The Employer proposed to strike this appendix in its entirety in light of the additional language proposed in Article 7 – Hours of Work and Overtime.

Appendix C – Twelve Hour Shifts (Northwest contract) – The Employer proposed to strike this appendix in its entirety in light of the additional language proposed in Article 7 – Hours of Work and Overtime.

Next Steps

The next UW and WSNA bargaining session is scheduled for Thursday, May 8, 2025, and will be held in-person at the UDSB Gateway Building. This session will include the Montlake campus only.

UW – WSNA Montlake/Northwest Joint Negotiations Recap for April 23 and April 24, 2025

This recap details the fourth and fifth sessions for the renewal of the collective bargaining agreement (CBA) between the UW and WSNA Montlake & WSNA Northwest.

Union Initial Proposals

Article 6 – Bargaining Unit Classes/Definitions (Montlake contract) – The Union proposed new language that would require the Employer to cover the cost of nurse licensure renewal in Washington State.

Article 7 – Hours of Work and Overtime (Montlake contract) – The Union proposed to increase the time period for which work schedules should be posted from sixteen (16) days prior to the scheduled period of work to twenty-eight (28) days prior.

Article 8 – Educational and Professional Development (Montlake contract) – The Union proposed to include humanitarian work as an eligible use of educational and professional leave for nurses. The Union also proposed new language that would require the Employer to reimburse nurses for tuition up to $3,000 per year as part of the Tuition Exemption Program.

Article 10 – Premium Pay (Montlake contract) – The Union proposed to change the standby premium to be paid at 25% of the nurse’s straight time hourly rate of ray for all scheduled on-call hours for nurses subject to MOU-Standby. Additionally, the Union proposed new language distinguishing between “standby” shifts and “on call” shifts depending on how the shift is scheduled. Under this proposal, RNs would receive the premium for all standby hours if they volunteer to be on standby status, either in addition to their FTE or for any hours of a regularly scheduled shift.

Similar to their proposal for the UWMC-Northwest contract, the Union proposed to create a new section of this article that would create a break relief nurse assignment. Under this proposal, a registered nurse would be assigned to be a break relief nurse for at least a 4-hour increment with the purpose of relieving employees from their patient assignments for their rest breaks and/or meal periods and would not receive permanent patient assignments beyond break relief. The proposal would require the Employer to adjust the staffing matrix to ensure it assigns an adequate number of nurses to provide break relief nurses.

The Union also proposed to move language from Side Letter A – U-PASS into this article and proposed new language that would allow nurses who opt to decline a U-PASS to receive an annual parking credit of $600.

Article 11 – Employment Practices (Montlake contract) – Similar to their proposal for the UWMC-Northwest contract, the Union proposed to modify section 11.17 regarding Workplace Violence Prevention with additional language that would create a separate Workplace Violence Committee exclusively for UWMC-Montlake. Additionally, the Union proposed to increase the number of members appointed to the committee by WSNA from one (1) to four (4).

Employer Initial Proposals

Article 7 – Hours of Work and Overtime (both contracts) – With the University moving to an actual time reporting (ATR) pay model across all hospital campuses, the Employer proposed updates in this article to reflect the changes from the pay model shift. Additionally, the Employer proposed language updates to work day and work period language, updating the normal work period language of 80 hours of work in a 14-day period to reflect the eight-eighty hour (8/80) rule and striking references to 160 hours in a 28-day period for Montlake nurses. Additionally, the Employer proposed to remove references to straight time to reflect current practice.

The Employer also proposed adding compensatory time off provisions to the Northwest contract to align with the Montlake contract. The proposed language in both contracts states that compensatory time would need to be used or paid by June 30th of each fiscal year, and that a nurse’s unused compensatory time balance would be cashed out every June 30th or when the nurse leaves University employment. The proposal would also require nurses to cash out their compensatory time balance when they transfer within their department to a position with different funding sources or when transferring to a position in another department.

With respect to meal and rest periods, the Employer proposed to strike the MOUs on Meal and Rest Breaks and incorporate its language into Article 7 for both contracts. New language proposed by the Employer would require that meal and rest periods be uninterrupted and that nurses must remain on-call on the premises while taking the break. For nurses that miss meal or rest periods, the proposed language would require them to report the missed period to their unit leadership when possible, and that a missed meal or rest period not documented would be considered as taken. Regarding interruptions to meal or rest periods, the Employer proposed new language detailing permissible interruptions to meal or rest periods including unforeseeable emergent circumstances and clinical circumstances that may lead to adverse effects on a patient’s condition. The proposal states that when a nurse’s meal or rest period is permissibly interrupted, the nurse would be entitled to the remainder of the break as soon as reasonably possible. Additionally, the Employer proposed new language detailing the process for waiving a second meal break during a 10 or 12-hour shift, waiving the timing of meal and rest breaks, or combining meal and rest breaks. Under this proposal, voluntary waivers could be revoked by an employee at any time prior the scheduled break, and that staff who wish to revoke their waiver would be required to email their manager and immediately notify the Charge Nurse on duty.

Article 4 – Definitions (Northwest contract) – The Employer proposed to remove references to Lead Nurses to align to current practice at Northwest Hospital. The Employer also proposed to update language around precepting, including updating the definition of a preceptor to match the Montlake language and include senior students fulfilling their practicum. The proposed language states that preceptors are responsible for specific, criteria based, and goal directed education and training for a specific period and function as role models, teachers, evaluators, and resource persons.

With respect to probationary periods, the Employer proposed new language that would allow the Employer to extend the probationary period for an employee so long as the extension does not cause the total period to exceed (12) months.

With respect to certification pay, the Employer proposed updated language to align with the Montlake contract and more accurately reflect current practice.

Article 6 – Bargaining Unit Classes/Definitions (Montlake contract) – The Employer proposed updated language defining part-time nurses, stating that part-time nurses would be compensated in the same manner as their full-time counterparts, except that benefits would be reduced in proportion to the nurse’s actual hours worked. The Employer also revised language around work weeks to reflect the transition to the ATR model. The Employer also proposed new language regarding probationary periods that align with its proposed language for Article 4 in the WSNA-Northwest contract.

Sick Time Off (Montlake contract Article 16 & Northwest contract Article 11) – The Employer proposed to add language that would allow employees to use sick time off in cases where the employee or a family member of the employee is a victim of domestic violence, sexual assault, or stalking. The Employer also proposed adding new language to align with updated Washington State laws that allows employees to use bereavement time off for the loss of pregnancy.

With respect to the Voluntary Employee Beneficiary Association (VEBA), the Employer proposed updating language to align with changes to WAC 357-31-375, stating that RNs who separate from state service due to retirement or death must be compensated for their total unused sick time off at the rate of 25%. Under this language, the Employer would deposit the equivalent funds into a Health Reimbursement Account (HRA) through VEBA and compensation would be based on the employee’s salary at the time of separation.

Article 13 – Leaves of Absence (Northwest contract) – The Employer proposed to update language around bereavement time off to align with its proposal for Article 11 in the Northwest contract which would allow nurses to use bereavement time off for the loss of pregnancy.

The Employer also proposed to create a new section in this article on suspended operations, stating that in cases of suspended operations in accordance with UW Administrative Order 11, nurses shall receive a minimum of four (4) hours of pay for the first day of suspended operations. For nurses not required to work during the balance of the closure, vacation time off, personal holiday, accrued compensatory time or holiday credit, or unpaid time off would be made available to affected nurses. With respect to public health suspended operations, the Employer proposed new language that would allow nurses to use accrued sick leave when their workplace has been closed by a public health official or after a declaration of emergency by local, state, or federal government or agency. The proposal states that for nurses whom sick time off is not available for, the time off use and compensation provisions as described previously in the Article would apply.

Article 15 – Other Leaves of Absence (Montlake Contract) – The Employer proposed to update language around suspended operations to align with current practice by referencing the UW Administrative Order 11. The Employer also proposed to strike the provision that allows nurses to make up work time lost as a result of suspended operations for those who are not required to work during the balance of the closure. Additionally, the Employer proposed to strike the section that allows nurses to request to work additional hours within 60 days following suspended operations for those who lose regular work because of suspended operations.

With respect to leave for nurses to attend WSNA functions or programs, the Employer proposed to update language on requesting approval for leave, stating that nurses would need to follow the department’s established leave request process.

Committees (Montlake contract Articles 11 + 17 & Northwest contract Article 15) – The Employer proposed to update the name of the Nurse Staffing Committee to the Hospital Staffing Committee to reflect current practice. The Employer also proposed new language around the Hospital Staffing Committee, stating that the Union would recognize that membership of the committee would be expanded to accommodate non-nursing staff members represented by SEIU 1199NW and WFSE. Additionally, the Employer proposed updated language that details the composition of the Hospital Staffing Committee, stating that at least 50% of the voting members of the HSC would be nursing staff and that WSNA shall select all of the RN voting members, while the other 50% would be selected by hospital administration. The proposed new language states that the HSC would approve all staffing plans only by a 50% plus 1 (or more) majority vote of all voting members present. 

The Employer also proposed language in both contracts stating that agenda items for Conference Committee must be provided at least one week in advance.

Posting, Transfer, Promotions, Reallocation (Montlake contract Article 22 & Northwest contract Article 21) – The Employer proposed to update the definition of Promotion to be defined as movement from an RN2 to an RN3 job classification. The Employer also proposed to remove references to UWHIRES to align with current hiring, transfer, and promotion practices.

With respect to trial service periods, the Employer proposed new language that distinguishes between trial service periods for movement within the bargaining unit and movement outside the bargaining unit, including a new section detailing the process for trial service for movement outside the bargaining unit. Under this new proposed section, nurses who transfer, promote, or voluntarily demote to a position outside the bargaining unit would serve a six (6) month trial service period and the same rights would apply as nurses who transfer within the bargaining unit.

Release Time (Montlake contract MOU & Northwest contract Article 23) – The Employer proposed language updates regarding release time to align both contracts with each other. The Employer proposal would require that nurses be paid at their appropriate rate of pay for hours in bargaining over their FTE with management approval. Additionally, the Employer proposed that WSNA nurse representatives would request release who are on the negotiation team through Labor Relations at least seven (7) days in advance of meeting, unless the meeting is scheduled sooner, in which case WSNA would be required to notify the Employer as far in advance as possible. Under this proposal, time spent in bargaining on paid release time would not result in missed meal or rest breaks or rest between shifts premium.

Duration (Montlake contract Article 24 & Northwest contract Article 31) – The Employer proposed updating the dates for the successor contracts, stating that the agreements would become effective July 1, 2025, and remain in force through June 30, 2027.

New Article XX – Salary Overpayment Recovery (both contracts) – The Employer proposed to create new articles in both Montlake and Northwest contracts that detail the process of salary overpayment recovery. The Employer proposed updated language that distinguishes different processes for active employees and separated employees. The proposal states that for active employees, only voluntary wage deductions or use of vacation or compensatory time balances are options for paying back an overpayment. For separated employees, the nurse must choose either cash or check for paying back an overpayment.

MOU – Salary Overpayment Recovery (both contracts) – The Employer proposed to strike the MOUs in both Montlake and Northwest contracts and move the language from each into new articles.

MOU – Rest Breaks (Montlake contract) – The Employer proposed to strike this MOU in light of the additional language proposed in Article 7 – Hours of Work and Overtime.

MOU – Meal and Rest Breaks for UWMC-ML (Montlake contract) – The Employer proposed to strike this MOU and incorporate its language in its proposal for Article 7 – Hours of Work and Overtime.

MOU – Meal and Rest Breaks UWMC-NW (Northwest contract) – The Employer proposed to strike this MOU and incorporate its language in its proposal for Article 7 – Hours of Work and Overtime.

Appendix III – Innovative Work Schedule Agreement Form (Montlake contract) – The Employer proposed to strike this appendix in its entirety due to the transition to the ATR pay model.

Appendix B – Ten Hour Work Schedule (Northwest contract) – The Employer proposed to strike this appendix in its entirety in light of the additional language proposed in Article 7 – Hours of Work and Overtime.

Appendix C – Twelve Hour Shifts (Northwest contract) – The Employer proposed to strike this appendix in its entirety in light of the additional language proposed in Article 7 – Hours of Work and Overtime.

Next Steps

The next UW and WSNA bargaining session is scheduled for Thursday, May 8, 2025, and will be held in-person at the UDSB Gateway Building. This session will include the Montlake campus only.

UW – WSNA Montlake/Northwest Joint Negotiations Recap for April 9, 2025

This recap details the first session for the renewal of the collective bargaining agreement (CBA) between the UW and WSNA Montlake & WSNA Northwest.

The first bargaining session was a joint session with both UWMC-Montlake and UWMC-Northwest. During the first session, both parties gave introductions, discussed release time for bargaining sessions, and worked in their respective caucuses for most of the day.

Next Steps

The next UW and WSNA bargaining session will be with UWMC-Northwest and is scheduled for April 13, 2025, and will be held in-person at UWMC Northwest Hospital.

UW – WSNA Montlake/Northwest Joint Negotiations Recap for April 9, 2025

This recap details the first session for the renewal of the collective bargaining agreement (CBA) between the UW and WSNA Montlake & WSNA Northwest.

The first bargaining session was a joint session with both UWMC-Montlake and UWMC-Northwest. During the first session, both parties gave introductions, discussed release time for bargaining sessions, and worked in their respective caucuses for most of the day.

Next Steps

The next UW and WSNA bargaining session will be with UWMC-Northwest and is scheduled for April 13, 2025, and will be held in-person at UWMC Northwest Hospital.

UW – WSNA Montlake/Northwest Joint Negotiations Recap for June 3, 2025

This recap details the eleventh session for the renewal of the collective bargaining agreement (CBA) between the UW and WSNA Montlake & WSNA Northwest.

Tentative Agreements

The parties tentatively agreed to the following articles in the Montlake contract:

  • Article 16 – Sick Time Off
    • The parties agreed to new language that will allow employees to use sick time off in cases where the employee or a family member of the employee is a victim of domestic violence, sexual assault, or stalking, as well as new language that aligns with updated Washington State laws that allows employees to use bereavement time off for the loss of pregnancy.
    • The parties agreed to updated language that will require RNs who separate from state service due to retirement or death be compensated for their total unused sick time off at the rate of 25%, and that the Employer will deposit the equivalent funds into a Health Reimbursement Account (HRA) through VEBA and compensation will be based on the employee’s salary at the time of separation.
  • Article 17 – Conference Committee
    • The parties agreed to new language that will require both parties to make their best efforts to provide agenda items at least one week in advance of Conference Committee meetings.

The parties tentatively agreed to minor housekeeping changes in the following articles in the Montlake contract:

  • Article 3 – Affirmative Action
  • Article 14 – Washington Family Medical Leave

 

Union Counter Proposals

Article 2 – Association Membership/Dues Deduction (Northwest Contract) – The Union accepted the Employer’s proposal to move the contents of Article 3 – Association Representatives into Article 2, and to move roster information into a new appendix. Additionally, the Union counter-proposed new language that would allow nurses to voluntarily deduct funds from their pay for contributions to the WSNA Political Action Committee (WSNA PAC).

With respect to information requests, the Union rejected the Employer’s proposed language that would require information requests to clearly identify what information is being sought and to include the reason for the request, and that requests would not extend more than 24 months prior to the date of the request.

Article 4 – Definitions (Northwest Contract) – The Union counterproposal would exclude “planning” from the definition of preceptor responsibilities. The Union also counter-proposed to include a definition of a break relief nurse to align with their proposal to create a break relief nurse assignment. Additionally, the Union rejected the Employer’s proposal around probationary periods that would allow the Employer to extend the probationary period for an employee so long as the extension does not cause the total period to exceed (12) months.

Article 5 – Employment Practices (Northwest Contract) – The Union accepted most of the Employer’s proposed language around the corrective action process and the presumption of resignation and abandonment, but counter-proposed a 28-day timeframe for nurses to submit a petition for reinstatement. Additionally, the Union rejected the Employer’s proposed language that would allow the Employer to determine the specific step at which the corrective action process would begin.

With respect to the Workplace Violence Committee, the Union counter-proposed to allow a Northwest subcommittee to convene on a monthly basis that would consist of 2 WNSA-Northwest RNs plus a Northwest campus security representative. The Union also rejected the Employer’s proposed language that would allow RNs to request a separate JLM to discuss workplace violence issues specific to UWMC-Northwest.

Article 6 – Seniority (Northwest Contract) – The Union accepted the Employer’s counter-proposed language around low census that would require the Employer to make a good faith effort to place employees on low census for an entire shift or for a single four-hour increment at the start of end of the nurse’s shift, but further counter-proposed language that would allow nurses the option of voluntary standby in lieu of low census if low census persists. Additionally, the Union rejected the Employer’s proposed language that would require the Employer to take skill mix and shift length into consideration before cancelling nurses due to low census, and that the Employer would not be required to cancel travelers due to low census in certain circumstances.

 

Employer Counter Proposals

Education (Montlake Article 8 & Northwest Article 16) – In response to the Union’s proposal to add humanitarian work as an eligible use of educational and professional leave for nurses, the Employer counter-proposed new language that would allow nurses to use educational and professional leave to participate in Community Partnership volunteer experiences in accordance with the UWMC Nurse Community Partnership Committee.

In response to the Union’s proposal to require reimbursement of up to $3,000 per year as part of the Tuition Exemption Program for nurses, the Employer counter-proposed to increase the amount of education support funds allocated to each nurse by $100 per year, totaling $350 per year, per nurse. The Employer counterproposal would also increase the amount of funds nurses can use over the allowed $350 per year via the pool of funds by $100, totaling $600 per year, per nurse, as available.

 

NORTHWEST CONTRACT

In response to the Union’s proposed new language around low census, the Employer counter-proposed language that would require the Employer to make a good faith effort to place employees on low census for an entire shift or for a single four-hour increment at the start of end of the nurse’s shift. The Employer also accepted the Union’s proposal to increase the notice time given to nurses being called off for low census from one-and one-half (1 ½) hours to two (2) hours for all shifts.

Article 7 – Hours of Work and Overtime (Northwest Contract) – In response to the Union’s proposal to extend the time off period for nurses who receive a shift rotation to be 72 hours before and after a shift rotation occurs, the Employer counter-proposed to extend that period to 48 hours before and after a shift rotation occurs. In response to the Union’s proposal to limit the occurrence of shift rotations to no more than 2 per every three-month period, the Employer counter-proposed to limit the occurrence to one per 28-day work schedule.

In response to the Union’s proposal to create a new article around donning and doffing, the Employer proposed to include language in this article stating that nurses would be paid for time spent changing into and out of required and employer-provided scrub uniforms.

Article 11 – Sick Time Off (Northwest Contract) – The Employer accepted the Union’s proposal to add clarifying language stating that illness includes both physical and mental distress and that nurses would be able to use sick time in such cases. Additionally, the Employer counterproposal would increase the amount of bereavement days nurses can use from 3 to 5 days. The Employer also proposed to update the definition of family member for bereavement to align with the definition of family member for sick time usage.

 

MONTLAKE CONTRACT

Article 7 – Hours of Work and Overtime – In response to the Union’s proposal to increase the time period for which work schedules should be posted to twenty-eight (28) days prior to the scheduled period, the Employer counter-proposed to increase the period from sixteen (16) days to twenty-three (23) days.

In response to the Union’s proposal to create a new article around donning and doffing, the Employer proposed to include language in this article stating that nurses would be paid for time spent changing into and out of required and employer-provided scrub uniforms.

Article 15 – Other Leaves of Absence – The Employer accepted the Union’s proposal that would require nurses who are serving civil/jury duty to be released from scheduled work shifts during the 12 hour period immediately before and immediately following the civil/jury duty. Additionally, the Employer proposed to strike language around progression start dates stating that use of time off would not alter nurse’s progression start dates.

With respect to suspended operations, the Employer rejected the Union’s proposal that nurses released would receive pay for the entire duration of their scheduled shift. The Employer counterproposal would allow nurses to use sick time off if all other paid time off is exhausted for those not required to work during the balance of a closure when released after reporting to work. The Employer also rejected the Union’s proposal to maintain current contract language that allows nurses to make up work time lost resulting from suspended operations and language that allows nurses to request to work additional hours during the 60-day period following suspended operations.

Article 19 – Corrective Action (Progressive Discipline) Dismissal and Resignation – The Employer accepted the Union’s proposal to maintain current contract language that allows nurses to withdraw a resignation notice within 72 hours of the original submission, but further counter-proposed to maintain additional current contract language that would only allow a nurse to withdraw their resignation if it was submitted at least 14 days in advance.

The Employer rejected the Union’s proposal to extend the period of consecutive workdays where a nurse fails to appear for work and report their absence to 5 days before they would be deemed to resign but counter-proposed language to say a nurse would be deemed to have resigned following absences in 3 consecutive work shifts instead of work days. Additionally, the Employer rejected the Union’s proposal to extend the period for a nurse to petition for reinstatement to 28 days.

Article 20 – Grievance Procedure – In response to the Union’s proposal for language stating that the parties would use their best efforts to begin the arbitration scheduling process, the Employer counter-proposed language that would require both the Union and the University to begin the scheduling process within 30 days and that both parties would be required to use best efforts to schedule the arbitration hearing date within 6 months of a grievance being advanced.

Next Steps

The next UW and WSNA bargaining session is scheduled for Tuesday, June 17, 2025, and will be held jointly with both WSNA-Montlake and WSNA-Northwest in-person at the UDSB Gateway building.