Category: Washington State Nurses Association – Montlake

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.

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

Union Initial Proposals

 Article 9 – Salaries/Pay Items (Montlake contract) – The Union presented its initial wage proposal for the Montlake contract, which would increase all step values of pay table BJ, Range 02 by 6% on July 1, 2025, and an additional 4% on July 1, 2026. The Union also proposed a market adjustment increase of 2% to all RN2 salaries. Additionally, the Union proposed to eliminate the “ghost steps” in Table BJ, as well as to create an additional top step in Table BJ.

 Article 10 – Premium Pay (Montlake contract) – In addition to their prior proposals for Article 10, the Union proposed to increase the shift differential rate for night shifts to be 18% of a nurse’s regular rate of pay. The Union also proposed increasing the preceptor pay rate to be 5% of a nurse’s regular rate of pay. Additionally, the Union proposed to update the definition of preceptor to be an experienced RN2 with a minimum of two (2) years of experience.

With respect to STAT nurses, the Union proposed to increase the STAT nurse premium for RN2s to be 15% over a nurse’s contractual hourly rate for every hour worked as a STAT nurse while also proposing to remove the additional Charge nurse premium of $2.50/hour for every hour worked as a STAT nurse. For RN3s, the Union proposed to increase the STAT nurse premium to 7% for every hour worked as a STAT nurse.

With respect to the weekend pay premium, the Union proposed to increase the premium to 12% over a nurse’s contract rate of pay when an RN works a weekend as defined in Article 7.5.

Employer Initial Proposals

Grievance Procedure (Montlake Article 20 & Northwest Article 17) – With respect to arbitration, the Employer proposed new language that would require the Union to contact the Employer to begin the arbitration scheduling process and provide availability to the arbitrator within 30 calendar days of the Union advancing a grievance to arbitration. The proposal would also require that the arbitration hearing date be scheduled for a date within 6 months of the date of the grievance being advanced. The proposal states that if the Union does not do either of these actions, the grievance would be considered withdrawn.

Education (Montlake Article 8 & Northwest Article 16) – The Employer proposed to remove references to straight time to align with their proposed move to an Actual Time Reporting pay model.

Article 30 – Nonpermanent and Intermittent (Formerly Per Diem) Nurses (Montlake contract) – The Employer proposed language updates around work shift provisions to align with its proposal for Article 7 – Hours of Work and Overtime. Additionally, the Employer proposed to update language and figures around premiums for nonpermanent and intermittent employees to align with current practice by adding the Cross Entity Float, Clinical Advisory, Resource Vascular Access, and STAT RN premiums.

 Article 22 – Nonpermanent and Intermittent (Formerly Per Diem) Nurses (Northwest contract) – The Employer proposed language updates around work shift provisions to align with its proposal for Article 7 – Hours of Work and Overtime. Additionally, the Employer proposed to add the list of premiums and update certain premium figures that nonpermanent and intermittent nurses are eligible for to align with current practice.

The Employer also proposed moving language from Article 5 into this article, which states that an intermittent or nonpermanent nurse who is separated to request a meeting with a WSNA representative, Human Resources, and the manager of the department to discuss the separation action within 21 days of the action.

The Employer proposed to rollover the following MOUs and Side Letters in the Montlake contract:

• MOU – Parking Citations for Nurses with Valid UW Parking Permits (Employer’s Initial Proposal from May 8)
• MOU – Premiums at UWMC-Montlake
• MOU – Public Records Requests and Privacy
• MOU – Release Time (Employer’s Initial Proposal from April 24)
• MOU – Standby
• MOU – Voluntary Float between UWMC-NW and Montlake Campuses
• MOU – Voluntary Standby in the Perinatal Daily and Neonatal ICU Unit
• Side Letter A – U-PASS

The Employer proposed to strike the following MOUs in the Montlake contract:

• MOU – Early Recruitment and Retention Wage Increases
• MOU – Ground Rules Governing Negotiations for the 2023-2025 Agreement
• MOU – Pay Ranges for Registered Nurses
• MOU – Rest Breaks
• MOU – Salary Overpayment Recovery (moved to New Article XX)
• MOU – UW Medicine Pre-Scheduled Voluntary Double-Time Shift Incentive for Critical Staffing Needs
• MOU – Intermittent, Nonpermanent, and Represented Temporary Employees
• MOU – Meal and Rest Breaks for UWMC-NW

The Employer proposed to rollover the following MOUs and Side Letters in the Northwest contract:

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

The Employer proposed to strike the following MOUs in the Northwest contract:

• MOU – Early Recruitment and Retention Wage Increases
• MOU – Pay Ranges for Registered Nurses
• MOU – Salary Overpayment Recovery (moved to New Article XX)
• MOU – UW Medicine Pre-Scheduled Voluntary Double-Time Shift Incentive for Critical Staffing Needs
• MOU – Meal and Rest Breaks for UWMC-NW

Next Steps

The next UW and WSNA bargaining session is scheduled for Thursday, May 15, 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.

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

Union Initial Proposals

 Article 9 – Salaries/Pay Items (Montlake contract) – The Union presented its initial wage proposal for the Montlake contract, which would increase all step values of pay table BJ, Range 02 by 6% on July 1, 2025, and an additional 4% on July 1, 2026. The Union also proposed a market adjustment increase of 2% to all RN2 salaries. Additionally, the Union proposed to eliminate the “ghost steps” in Table BJ, as well as to create an additional top step in Table BJ.

 Article 10 – Premium Pay (Montlake contract) – In addition to their prior proposals for Article 10, the Union proposed to increase the shift differential rate for night shifts to be 18% of a nurse’s regular rate of pay. The Union also proposed increasing the preceptor pay rate to be 5% of a nurse’s regular rate of pay. Additionally, the Union proposed to update the definition of preceptor to be an experienced RN2 with a minimum of two (2) years of experience.

With respect to STAT nurses, the Union proposed to increase the STAT nurse premium for RN2s to be 15% over a nurse’s contractual hourly rate for every hour worked as a STAT nurse while also proposing to remove the additional Charge nurse premium of $2.50/hour for every hour worked as a STAT nurse. For RN3s, the Union proposed to increase the STAT nurse premium to 7% for every hour worked as a STAT nurse.

With respect to the weekend pay premium, the Union proposed to increase the premium to 12% over a nurse’s contract rate of pay when an RN works a weekend as defined in Article 7.5.

Employer Initial Proposals

Grievance Procedure (Montlake Article 20 & Northwest Article 17) – With respect to arbitration, the Employer proposed new language that would require the Union to contact the Employer to begin the arbitration scheduling process and provide availability to the arbitrator within 30 calendar days of the Union advancing a grievance to arbitration. The proposal would also require that the arbitration hearing date be scheduled for a date within 6 months of the date of the grievance being advanced. The proposal states that if the Union does not do either of these actions, the grievance would be considered withdrawn.

Education (Montlake Article 8 & Northwest Article 16) – The Employer proposed to remove references to straight time to align with their proposed move to an Actual Time Reporting pay model.

Article 30 – Nonpermanent and Intermittent (Formerly Per Diem) Nurses (Montlake contract) – The Employer proposed language updates around work shift provisions to align with its proposal for Article 7 – Hours of Work and Overtime. Additionally, the Employer proposed to update language and figures around premiums for nonpermanent and intermittent employees to align with current practice by adding the Cross Entity Float, Clinical Advisory, Resource Vascular Access, and STAT RN premiums.

 Article 22 – Nonpermanent and Intermittent (Formerly Per Diem) Nurses (Northwest contract) – The Employer proposed language updates around work shift provisions to align with its proposal for Article 7 – Hours of Work and Overtime. Additionally, the Employer proposed to add the list of premiums and update certain premium figures that nonpermanent and intermittent nurses are eligible for to align with current practice.

The Employer also proposed moving language from Article 5 into this article, which states that an intermittent or nonpermanent nurse who is separated to request a meeting with a WSNA representative, Human Resources, and the manager of the department to discuss the separation action within 21 days of the action.

The Employer proposed to rollover the following MOUs and Side Letters in the Montlake contract:

• MOU – Parking Citations for Nurses with Valid UW Parking Permits (Employer’s Initial Proposal from May 8)
• MOU – Premiums at UWMC-Montlake
• MOU – Public Records Requests and Privacy
• MOU – Release Time (Employer’s Initial Proposal from April 24)
• MOU – Standby
• MOU – Voluntary Float between UWMC-NW and Montlake Campuses
• MOU – Voluntary Standby in the Perinatal Daily and Neonatal ICU Unit
• Side Letter A – U-PASS

The Employer proposed to strike the following MOUs in the Montlake contract:

• MOU – Early Recruitment and Retention Wage Increases
• MOU – Ground Rules Governing Negotiations for the 2023-2025 Agreement
• MOU – Pay Ranges for Registered Nurses
• MOU – Rest Breaks
• MOU – Salary Overpayment Recovery (moved to New Article XX)
• MOU – UW Medicine Pre-Scheduled Voluntary Double-Time Shift Incentive for Critical Staffing Needs
• MOU – Intermittent, Nonpermanent, and Represented Temporary Employees
• MOU – Meal and Rest Breaks for UWMC-NW

The Employer proposed to rollover the following MOUs and Side Letters in the Northwest contract:

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

The Employer proposed to strike the following MOUs in the Northwest contract:

• MOU – Early Recruitment and Retention Wage Increases
• MOU – Pay Ranges for Registered Nurses
• MOU – Salary Overpayment Recovery (moved to New Article XX)
• MOU – UW Medicine Pre-Scheduled Voluntary Double-Time Shift Incentive for Critical Staffing Needs
• MOU – Meal and Rest Breaks for UWMC-NW

Next Steps

The next UW and WSNA bargaining session is scheduled for Thursday, May 15, 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.

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

Union Initial Proposals

Article 7 – Hours of Work and Overtime (Northwest contract) – The Union proposed to allow nurses to receive the rest between shift premium for the duration of their shift for those who qualify, rather than for a total of eight hours. Additionally, the Union proposed new language that would pay nurses the rest between shifts premium for those who work 10-hour shifts and cover on-call shifts overnight if they are called into work during their on-call shift.

With respect to shift rotations, the Union proposed extending the time off period for nurses who receive a shift rotation to be 72 hours before and after a shift rotation occurs. Additionally, the Union proposed to further limit the occurrence of shift rotations to no more than 2 per every three-month period. The Union also proposed adding language stating that the sixteen hour period for double shifts would include breaks.

Article 8 – Compensation (Northwest contract) – The Union presented its initial wage proposal for the Northwest contract, which would increase all step values of pay table BZ, Range 02 by 6% on July 1, 2025, and an additional 4% on July 1, 2026. The Union also proposed a market adjustment increase of 3% to all RN2 salaries. Additionally, the Union proposed to eliminate the “ghost steps” in Table BZ, as well as to create an additional top step in Table BZ.

Article 9 – Other Compensation (Northwest contract) – The Union proposed the following updates to shift differentials and premiums:

• Increase shift differential for night shifts (11pm-7am) to be 18% of a nurse’s regular rate of pay.
• Increase low census standby premium to be 25% of a nurse’s regular rate of pay.
• Increase on-call premium to be 25% of a nurse’s regular rate of pay for all scheduled on-call hours.
• Guaranteed three hours’ pay at time and a half (1.5x) for nurses who work outside their regularly scheduled hours and into their on-call shift, or vice versa.
• Increase preceptor pay premium to be 5% of a nurse’s regular rate of pay.
• Increase weekend premium to be 12% of a nurse’s regular rate of pay.
• Increase float pool premium to be 15% of a nurse’s regular rate of pay.
• Increase temporary floating premium to be $5/hour for all hours worked as a float to other units.
• Creation of a new Resource Vascular Access Team (RVAT) premium that would pay $4/hour for all hours worked by RN2s and RN3s designated as members of the Resource Vascular Access Team.
• Creation of a new STAT nurse premium that would pay 15% of a nurse’s regular rate of pay for every hour worked as a STAT nurse by RN2s designated as STAT nurses.

Article 11 – Sick Time Off (Northwest contract) – The Union proposed to add clarifying language around illness and the use of sick time, stating that illness includes both physical and mental distress and that nurses would be able to use sick time in such cases.

Article 16 – Staff Development (Northwest 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.

Nonpermanent and Intermittent (Formerly Per Diem) Nurses (Montlake Article 30 & Northwest Article 22) – The Union proposed new language stating 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. In the Northwest contract, the Union also proposed updating premium figures to align with their proposed changes to premiums in Article 9, as well as proposed to make nonpermanent and intermittent nurses eligible for the preceptor and charge nurse premiums

New Article XX – Donning and Doffing at UWMC (both contracts) – The Union proposed to create a new article in both contracts with language requiring nurses to be paid for time spent changing into and out of the required scrub uniform in the amount of 7 minutes on either side of a scheduled shift. The proposal would require this time to be incorporated into any scheduled or scheduled shift.

New MOU – Cardiac Catheterization Lab Standby Premium (Northwest contract) – The Union proposed creating a new MOU that would establish a standby premium for nurses in the cath lab at UWMC-NW. The proposed premium would require nurses scheduled for on-call shifts in the cath lab to be compensated at 100% of a nurse’s regular rate of pay, not to include call pay. Additionally, the Union proposed language that would guarantee a minimum of three hours’ pay at time and a half (1.5x) the nurse’s regular rate of pay for nurses responding to cath lab activation, not to include call pay.

Employer Initial Proposals

Salaries/Compensation – (Montlake Article 9 & Northwest Article 8) – The Employer proposed its initial wage proposal for both contracts, which would increase all step values of pay tables BJ and BZ, Range 02 by 2% on July 1, 2025, and an additional 1% on July 1, 2026.

The Employer also proposed including progression start date language in the Montlake contract that details the process for annual one step increases on nurse progression start dates.

Article 9 – Other Compensation (Northwest contract) – The Employer proposed to strike language stating that low census standby would be voluntary, and proposed to strike outdated language referencing seniority and benefit accrual. The Employer also proposed clarifying language that would rename the on-call premium as the standby premium and proposed language around the use of the standby premium to reflect current practice.

Article 10 – Premium Pay (Montlake contract) – With respect to pre-scheduled voluntary overtime, the Employer proposed to strike the sentence stating that extra shifts may be offered after an initial scheduled bid is posted in light of the Employer’s proposed transition to the ATR pay model.

With respect to call back pay, the Employer proposed clarifying language stating that call back pay does not apply when nurses are on standby status.

The Employer also proposed new language around certification premiums that would require nurses to provide evidence of certification to Human Resources to be approved, and that the premium would not be retroactive to the date of recertification and would be effective the day Human Resources received the certificate.

New MOU – Facilitated Mediation RE: System Wide Float Pool (both contracts) – The Employer proposed creating a new MOU in both contracts stating that the parties 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. The proposed MOU would require the parties to commit to meeting at least monthly with the mediator, for up to 12 months, to develop a process. Under this proposed MOU, up to 5 employees at each campus would be provided paid time to attend each session.

Next Steps

The next UW and WSNA bargaining session is scheduled for Thursday, May 22, 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.

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

Union Initial Proposals

Article 7 – Hours of Work and Overtime (Northwest contract) – The Union proposed to allow nurses to receive the rest between shift premium for the duration of their shift for those who qualify, rather than for a total of eight hours. Additionally, the Union proposed new language that would pay nurses the rest between shifts premium for those who work 10-hour shifts and cover on-call shifts overnight if they are called into work during their on-call shift.

With respect to shift rotations, the Union proposed extending the time off period for nurses who receive a shift rotation to be 72 hours before and after a shift rotation occurs. Additionally, the Union proposed to further limit the occurrence of shift rotations to no more than 2 per every three-month period. The Union also proposed adding language stating that the sixteen hour period for double shifts would include breaks.

Article 8 – Compensation (Northwest contract) – The Union presented its initial wage proposal for the Northwest contract, which would increase all step values of pay table BZ, Range 02 by 6% on July 1, 2025, and an additional 4% on July 1, 2026. The Union also proposed a market adjustment increase of 3% to all RN2 salaries. Additionally, the Union proposed to eliminate the “ghost steps” in Table BZ, as well as to create an additional top step in Table BZ.

Article 9 – Other Compensation (Northwest contract) – The Union proposed the following updates to shift differentials and premiums:

• Increase shift differential for night shifts (11pm-7am) to be 18% of a nurse’s regular rate of pay.
• Increase low census standby premium to be 25% of a nurse’s regular rate of pay.
• Increase on-call premium to be 25% of a nurse’s regular rate of pay for all scheduled on-call hours.
• Guaranteed three hours’ pay at time and a half (1.5x) for nurses who work outside their regularly scheduled hours and into their on-call shift, or vice versa.
• Increase preceptor pay premium to be 5% of a nurse’s regular rate of pay.
• Increase weekend premium to be 12% of a nurse’s regular rate of pay.
• Increase float pool premium to be 15% of a nurse’s regular rate of pay.
• Increase temporary floating premium to be $5/hour for all hours worked as a float to other units.
• Creation of a new Resource Vascular Access Team (RVAT) premium that would pay $4/hour for all hours worked by RN2s and RN3s designated as members of the Resource Vascular Access Team.
• Creation of a new STAT nurse premium that would pay 15% of a nurse’s regular rate of pay for every hour worked as a STAT nurse by RN2s designated as STAT nurses.

Article 11 – Sick Time Off (Northwest contract) – The Union proposed to add clarifying language around illness and the use of sick time, stating that illness includes both physical and mental distress and that nurses would be able to use sick time in such cases.

Article 16 – Staff Development (Northwest 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.

Nonpermanent and Intermittent (Formerly Per Diem) Nurses (Montlake Article 30 & Northwest Article 22) – The Union proposed new language stating 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. In the Northwest contract, the Union also proposed updating premium figures to align with their proposed changes to premiums in Article 9, as well as proposed to make nonpermanent and intermittent nurses eligible for the preceptor and charge nurse premiums

New Article XX – Donning and Doffing at UWMC (both contracts) – The Union proposed to create a new article in both contracts with language requiring nurses to be paid for time spent changing into and out of the required scrub uniform in the amount of 7 minutes on either side of a scheduled shift. The proposal would require this time to be incorporated into any scheduled or scheduled shift.

New MOU – Cardiac Catheterization Lab Standby Premium (Northwest contract) – The Union proposed creating a new MOU that would establish a standby premium for nurses in the cath lab at UWMC-NW. The proposed premium would require nurses scheduled for on-call shifts in the cath lab to be compensated at 100% of a nurse’s regular rate of pay, not to include call pay. Additionally, the Union proposed language that would guarantee a minimum of three hours’ pay at time and a half (1.5x) the nurse’s regular rate of pay for nurses responding to cath lab activation, not to include call pay.

Employer Initial Proposals

Salaries/Compensation – (Montlake Article 9 & Northwest Article 8) – The Employer proposed its initial wage proposal for both contracts, which would increase all step values of pay tables BJ and BZ, Range 02 by 2% on July 1, 2025, and an additional 1% on July 1, 2026.

The Employer also proposed including progression start date language in the Montlake contract that details the process for annual one step increases on nurse progression start dates.

Article 9 – Other Compensation (Northwest contract) – The Employer proposed to strike language stating that low census standby would be voluntary, and proposed to strike outdated language referencing seniority and benefit accrual. The Employer also proposed clarifying language that would rename the on-call premium as the standby premium and proposed language around the use of the standby premium to reflect current practice.

Article 10 – Premium Pay (Montlake contract) – With respect to pre-scheduled voluntary overtime, the Employer proposed to strike the sentence stating that extra shifts may be offered after an initial scheduled bid is posted in light of the Employer’s proposed transition to the ATR pay model.

With respect to call back pay, the Employer proposed clarifying language stating that call back pay does not apply when nurses are on standby status.

The Employer also proposed new language around certification premiums that would require nurses to provide evidence of certification to Human Resources to be approved, and that the premium would not be retroactive to the date of recertification and would be effective the day Human Resources received the certificate.

New MOU – Facilitated Mediation RE: System Wide Float Pool (both contracts) – The Employer proposed creating a new MOU in both contracts stating that the parties 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. The proposed MOU would require the parties to commit to meeting at least monthly with the mediator, for up to 12 months, to develop a process. Under this proposed MOU, up to 5 employees at each campus would be provided paid time to attend each session.

Next Steps

The next UW and WSNA bargaining session is scheduled for Thursday, May 22, 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.

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

Employer Initial Proposals

On the following Montlake contract provisions, the Employer proposed to maintain current contract language:

• Preamble
• Article 1 – Purpose
• Article 2 – Nondiscrimination
• Article 4 – Recognition
• Article 12 – Holiday and Vacation Time Off
• Article 13 – Family Medical Leave and Parental Leave
• Article 18 – Employee Facilities
• Article 21 – Seniority, Layoff, and Rehire
• Article 23 – Worker’s Compensation Leave
• Article 24 – Management Rights and Responsibilities
• Article 25 – Performance of Duty
• Article 26 – Complete Understanding
• Article 27 – Insurance and Pension
• Article 28 – Savings Clause
• Appendix I – Pay Tables
• MOU – Premiums at UWMC-Montlake
• MOU – Public Records Requests and Privacy
• MOU – Standby
• MOU – Voluntary Float Between Montlake and NW Campuses
• MOU – Voluntary Standby in the Perinatal Daily and Neonatal ICU Unit

On the following Northwest contract provisions, the Employer proposed to maintain current contract language:

• Preamble
• Article 1 – Recognition
• Article 10 – Holiday and Vacation Time Off
• Article 12 – Medical and Insurance Benefits
• Article 14 – Family Medical Leave Act and Parental Leave
• Article 18 – Management Responsibilities
• Article 19 – Uninterrupted Patient Care
• Article 20 – General Provisions
• Appendix A – Training Agreement
• Appendix E – Pay Table
• MOU – BSN Scholarship Program
• MOU – Open Shifts
• MOU – Voluntary Float Between UWMC-NW and Montlake Campuses

Employer Counter Proposals

Employment Practices (Montlake Article 11 & Northwest Article 5) – The Employer rejected the Union’s proposal to create exclusive Workplace Violence Committees for both UWMC-Montlake and UWMC-Northwest, and alternatively proposed language stating that WSNA may request a separate JLM to discuss workplace violence issues specific to each campus. In response to the Union’s proposal to allow 4 RNs to serve on the Montlake committee and 3 RNs on the Northwest committee, the Employer counter proposed to allow 2 RNs from both campuses to serve on the Workplace violence committee, totaling 4 total WSNA-represented RNs. The Employer also proposed to add language stating that additional members may be invited to attend committee meetings on an ad hoc basis.

Nonpermanent and Intermittent (Formerly Per Diem) Nurses (Montlake Article 30 & Northwest Article 22) – In response to the Union’s proposal around hours worked for nonpermanent and intermittent employees for just cause eligibility, the Employer counter proposed language clarifying the current practice and stating that hours worked in a permanent position prior to moving into a nonpermanent or intermittent position do not count towards the 1,872 hours threshold for just cause eligibility.

Next Steps

The next UW and WSNA bargaining session is scheduled for Tuesday, May 27, 2025, and will be held via Zoom. This session will be with WSNA-Montlake only.

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

Employer Initial Proposals

On the following Montlake contract provisions, the Employer proposed to maintain current contract language:

• Preamble
• Article 1 – Purpose
• Article 2 – Nondiscrimination
• Article 4 – Recognition
• Article 12 – Holiday and Vacation Time Off
• Article 13 – Family Medical Leave and Parental Leave
• Article 18 – Employee Facilities
• Article 21 – Seniority, Layoff, and Rehire
• Article 23 – Worker’s Compensation Leave
• Article 24 – Management Rights and Responsibilities
• Article 25 – Performance of Duty
• Article 26 – Complete Understanding
• Article 27 – Insurance and Pension
• Article 28 – Savings Clause
• Appendix I – Pay Tables
• MOU – Premiums at UWMC-Montlake
• MOU – Public Records Requests and Privacy
• MOU – Standby
• MOU – Voluntary Float Between Montlake and NW Campuses
• MOU – Voluntary Standby in the Perinatal Daily and Neonatal ICU Unit

On the following Northwest contract provisions, the Employer proposed to maintain current contract language:

• Preamble
• Article 1 – Recognition
• Article 10 – Holiday and Vacation Time Off
• Article 12 – Medical and Insurance Benefits
• Article 14 – Family Medical Leave Act and Parental Leave
• Article 18 – Management Responsibilities
• Article 19 – Uninterrupted Patient Care
• Article 20 – General Provisions
• Appendix A – Training Agreement
• Appendix E – Pay Table
• MOU – BSN Scholarship Program
• MOU – Open Shifts
• MOU – Voluntary Float Between UWMC-NW and Montlake Campuses

Employer Counter Proposals

Employment Practices (Montlake Article 11 & Northwest Article 5) – The Employer rejected the Union’s proposal to create exclusive Workplace Violence Committees for both UWMC-Montlake and UWMC-Northwest, and alternatively proposed language stating that WSNA may request a separate JLM to discuss workplace violence issues specific to each campus. In response to the Union’s proposal to allow 4 RNs to serve on the Montlake committee and 3 RNs on the Northwest committee, the Employer counter proposed to allow 2 RNs from both campuses to serve on the Workplace violence committee, totaling 4 total WSNA-represented RNs. The Employer also proposed to add language stating that additional members may be invited to attend committee meetings on an ad hoc basis.

Nonpermanent and Intermittent (Formerly Per Diem) Nurses (Montlake Article 30 & Northwest Article 22) – In response to the Union’s proposal around hours worked for nonpermanent and intermittent employees for just cause eligibility, the Employer counter proposed language clarifying the current practice and stating that hours worked in a permanent position prior to moving into a nonpermanent or intermittent position do not count towards the 1,872 hours threshold for just cause eligibility.

Next Steps

The next UW and WSNA bargaining session is scheduled for Tuesday, May 27, 2025, and will be held via Zoom. This session will be with WSNA-Montlake only.

This recap details the twelfth and thirteenth sessions for the renewal of the collective bargaining agreement (CBA) between the UW and WSNA Montlake & WSNA Northwest. UW and WSNA Montlake met on June 17 and UW and WSNA Northwest met on June 18.

Union Counter Proposals

Article 30 – Nonpermanent and Intermittent (Formerly Per Diem) Nurses (Montlake contract) – The Union reasserted its prior proposal stating 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.

MOU – Ground Rules Governing Negotiations for the 2023-2025 Agreement (Montlake contract) – In response to the Employer’s proposal to strike this MOU, the Union counter-proposed to maintain it in the contract with changes to govern negotiations for the next successor CBA. The Union counter-proposed to only strike language around meeting start times, guidelines around use of technology, processes for tentative agreements, and the creation of the final agreement draft.

MOU – Parking Citations for Nurses with Valid UW Parking Permits (Montlake contract) – In response to the Employer’s proposal to require nurses to notify Parking Services through appropriate channels that their permit will expire to preempt a citation, the Union counter-proposed language stating that employees would use “best efforts” to notify parking services. The Union also rejected the Employer’s proposal to strike language stating that in the case of a parking citation, the nurse would have to present the citation within seven (7) calendar days to their manager who would arrange for payment by the employer.

Union Roster Reports (Montlake Appendix IV & Northwest New Appendix XX) – The Union accepted most of the Employer’s proposed language changes that detail what is provided on bi-monthly union roster reports but rejected the Employer’s proposal to strike language detailing the Vacancy Report.

Article 7 – Hours of Work and Overtime (Northwest contract) – With respect to voluntary waivers for meal and rest breaks, the Union counterproposal would allow nurses to waive their meal period for shifts less than 8 hours, in addition to other waiver provisions as outlined in RCW 49.12.187. With respect to the rest between shifts premium, the Union counterproposal would allow qualifying nurses to receive the premium for their entire shift, rather than eight (8) hours. Additionally, the Union counter-proposed new language that would allow nurses a grace period of up to 15-minutes before their scheduled shift start time for donning and doffing of required scrub uniforms.

Article 9 – Other Compensation (Northwest contract) – The Union withdrew its prior proposal that would have guaranteed a minimum of three hours’ pay at time and a half (1.5x) when a nurse worked outside their regularly scheduled hours and into their on-call shift. The Union counter-proposed new language stating that the end time of a nurse’s regularly scheduled shift would be adjusted to align with the start of their standby shift if that nurse works their regular shift and continues working into a standby shift.

Employer Initial Proposals

New MOU – ATR Transition and Rounding (Montlake contract) – The Employer proposed a new MOU that would detail the process of UW Medicine’s proposed shift to an Actual Time Reporting pay model and the elimination of the rounding practice at UWMC-Montlake. The MOU would create a provision allowing for the parties to schedule a minimum of two (2) two-hour bargaining sessions prior to the transition date to bargain the impacts of the change to ATR, with additional sessions being possible upon mutual agreement, as well as a minimum of two (2) one-hour Joint Labor Management meetings to answer questions and address concerns relating to the change.

Employer Counter Proposals

Article 10 – Premium Pay (Montlake contract) – The Employer counterproposal would create a new section detailing the on-call premium to better distinguish it from the standby premium to align with current practice. The Employer counterproposal would also more clearly define when call back pay applies to align with current practice. The Employer rejected the Union’s proposals to create a break relief nurse assignment and to increase the rates of various premiums included in this article. The Employer also rejected the Union’s proposal to provide a $600 parking reimbursement in lieu of a U-PASS, as well as the Union’s proposal to create a dialysis premium.

Article 2 – Association, Membership, Dues Deduction (Northwest contract) – The Employer accepted most of the Union’s proposed language changes from their prior counterproposal, except for language around information requests. The Employer reasserted language that would require the Union to clearly identify what information is being sought and to the include the reason for the request.

Article 4 – Definitions (Northwest contract) – The Employer accepted the Union’s proposed updates to language around preceptor definitions and responsibilities.  In response to the Union rejecting the Employer’s proposed language that would allow the Employer to extend probationary periods so long as it does not cause the total period to exceed (12) months, the Employer counter-proposed new language that allow an extension of the probationary period by mutual agreement between the employee and the Employer.

Article 5 – Employment Practices (Northwest contract) – In response to the Union rejecting the Employer’s proposed language that would allow the Employer to determine the specific step at which the corrective action process would begin, the Employer counter-proposed language that would allow the Employer to determine the appropriate level of discipline based on the nature and severity of the problem.

In response to the Union’s proposal to create a Northwest Workplace Violence subcommittee, the Employer counterproposal would convene a Workplace Violence workgroup at Northwest Hospital consisting of two (2) NW RNs, a NW campus security representative, and other management personnel as determined by the Employer. This proposed workgroup would be responsible for determining the frequency of meetings, and any actionable suggestions from the workgroup meetings would be presented to the larger Workplace Violence Committee for discussion.

Article 6 – Seniority (Northwest contract) – In response to the Union’s proposed language that would allow nurses the option of voluntary standby in lieu of low census if low census persists, the Employer counter-proposed language that would require nurses be offered standby in lieu of low census and if the nurse chooses not to accept the standby shift, they may be placed on low census.

Additionally, the Employer reasserted its proposal for new 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.

Article 10 – Holiday and Vacation Time Off (Northwest contract) – In response to the Union’s concerns about the lack of information around vacation accrual rates, the Employer proposed to add detailed accrual rates based on a 1.0 FTE nurse.

New MOU – Cardiac Catheterization (Cath) Standby Premium (Northwest contract) – The Employer rejected the Union’s proposal to create a new standby premium for nurses in the cath lab at UWMC-NW.

Next Steps

The next UW and WSNA bargaining session is scheduled for Friday, June 27, 2025 and will be held in-person at the UDSB Gateway building. This session will be held with WSNA-Montlake only.

This recap details the twelfth and thirteenth sessions for the renewal of the collective bargaining agreement (CBA) between the UW and WSNA Montlake & WSNA Northwest. UW and WSNA Montlake met on June 17 and UW and WSNA Northwest met on June 18.

Union Counter Proposals

Article 30 – Nonpermanent and Intermittent (Formerly Per Diem) Nurses (Montlake contract) – The Union reasserted its prior proposal stating 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.

MOU – Ground Rules Governing Negotiations for the 2023-2025 Agreement (Montlake contract) – In response to the Employer’s proposal to strike this MOU, the Union counter-proposed to maintain it in the contract with changes to govern negotiations for the next successor CBA. The Union counter-proposed to only strike language around meeting start times, guidelines around use of technology, processes for tentative agreements, and the creation of the final agreement draft.

MOU – Parking Citations for Nurses with Valid UW Parking Permits (Montlake contract) – In response to the Employer’s proposal to require nurses to notify Parking Services through appropriate channels that their permit will expire to preempt a citation, the Union counter-proposed language stating that employees would use “best efforts” to notify parking services. The Union also rejected the Employer’s proposal to strike language stating that in the case of a parking citation, the nurse would have to present the citation within seven (7) calendar days to their manager who would arrange for payment by the employer.

Union Roster Reports (Montlake Appendix IV & Northwest New Appendix XX) – The Union accepted most of the Employer’s proposed language changes that detail what is provided on bi-monthly union roster reports but rejected the Employer’s proposal to strike language detailing the Vacancy Report.

Article 7 – Hours of Work and Overtime (Northwest contract) – With respect to voluntary waivers for meal and rest breaks, the Union counterproposal would allow nurses to waive their meal period for shifts less than 8 hours, in addition to other waiver provisions as outlined in RCW 49.12.187. With respect to the rest between shifts premium, the Union counterproposal would allow qualifying nurses to receive the premium for their entire shift, rather than eight (8) hours. Additionally, the Union counter-proposed new language that would allow nurses a grace period of up to 15-minutes before their scheduled shift start time for donning and doffing of required scrub uniforms.

Article 9 – Other Compensation (Northwest contract) – The Union withdrew its prior proposal that would have guaranteed a minimum of three hours’ pay at time and a half (1.5x) when a nurse worked outside their regularly scheduled hours and into their on-call shift. The Union counter-proposed new language stating that the end time of a nurse’s regularly scheduled shift would be adjusted to align with the start of their standby shift if that nurse works their regular shift and continues working into a standby shift.

Employer Initial Proposals

New MOU – ATR Transition and Rounding (Montlake contract) – The Employer proposed a new MOU that would detail the process of UW Medicine’s proposed shift to an Actual Time Reporting pay model and the elimination of the rounding practice at UWMC-Montlake. The MOU would create a provision allowing for the parties to schedule a minimum of two (2) two-hour bargaining sessions prior to the transition date to bargain the impacts of the change to ATR, with additional sessions being possible upon mutual agreement, as well as a minimum of two (2) one-hour Joint Labor Management meetings to answer questions and address concerns relating to the change.

Employer Counter Proposals

Article 10 – Premium Pay (Montlake contract) – The Employer counterproposal would create a new section detailing the on-call premium to better distinguish it from the standby premium to align with current practice. The Employer counterproposal would also more clearly define when call back pay applies to align with current practice. The Employer rejected the Union’s proposals to create a break relief nurse assignment and to increase the rates of various premiums included in this article. The Employer also rejected the Union’s proposal to provide a $600 parking reimbursement in lieu of a U-PASS, as well as the Union’s proposal to create a dialysis premium.

Article 2 – Association, Membership, Dues Deduction (Northwest contract) – The Employer accepted most of the Union’s proposed language changes from their prior counterproposal, except for language around information requests. The Employer reasserted language that would require the Union to clearly identify what information is being sought and to the include the reason for the request.

Article 4 – Definitions (Northwest contract) – The Employer accepted the Union’s proposed updates to language around preceptor definitions and responsibilities.  In response to the Union rejecting the Employer’s proposed language that would allow the Employer to extend probationary periods so long as it does not cause the total period to exceed (12) months, the Employer counter-proposed new language that allow an extension of the probationary period by mutual agreement between the employee and the Employer.

Article 5 – Employment Practices (Northwest contract) – In response to the Union rejecting the Employer’s proposed language that would allow the Employer to determine the specific step at which the corrective action process would begin, the Employer counter-proposed language that would allow the Employer to determine the appropriate level of discipline based on the nature and severity of the problem.

In response to the Union’s proposal to create a Northwest Workplace Violence subcommittee, the Employer counterproposal would convene a Workplace Violence workgroup at Northwest Hospital consisting of two (2) NW RNs, a NW campus security representative, and other management personnel as determined by the Employer. This proposed workgroup would be responsible for determining the frequency of meetings, and any actionable suggestions from the workgroup meetings would be presented to the larger Workplace Violence Committee for discussion.

Article 6 – Seniority (Northwest contract) – In response to the Union’s proposed language that would allow nurses the option of voluntary standby in lieu of low census if low census persists, the Employer counter-proposed language that would require nurses be offered standby in lieu of low census and if the nurse chooses not to accept the standby shift, they may be placed on low census.

Additionally, the Employer reasserted its proposal for new 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.

Article 10 – Holiday and Vacation Time Off (Northwest contract) – In response to the Union’s concerns about the lack of information around vacation accrual rates, the Employer proposed to add detailed accrual rates based on a 1.0 FTE nurse.

New MOU – Cardiac Catheterization (Cath) Standby Premium (Northwest contract) – The Employer rejected the Union’s proposal to create a new standby premium for nurses in the cath lab at UWMC-NW.

Next Steps

The next UW and WSNA bargaining session is scheduled for Friday, June 27, 2025 and will be held in-person at the UDSB Gateway building. This session will be held with WSNA-Montlake only.