{"id":14138,"date":"2025-12-08T00:00:00","date_gmt":"2025-12-08T08:00:00","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/2025\/12\/08\/uw-seiu-1199nw-rhh-negotiations-recap-for-december-4-2025"},"modified":"2026-06-25T10:48:45","modified_gmt":"2026-06-25T17:48:45","slug":"uw-seiu-1199nw-rhh-negotiations-recap-for-december-4-2025","status":"publish","type":"post","link":"https:\/\/hr.uw.edu\/labor\/2025\/12\/08\/uw-seiu-1199nw-rhh-negotiations-recap-for-december-4-2025","title":{"rendered":"UW & SEIU 1199NW RHH Negotiations Recap for December 4, 2025"},"content":{"rendered":"

Background<\/strong><\/h2>\n

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

This session was joined and mediated by PERC mediator Karyl Elinski.<\/p>\n

SEIU 1199NW RHH Counter Proposals<\/strong><\/h2>\n

Article 9 – Wages and Other Pay Provisions <\/strong><\/h3>\n

The Union proposed the following across-the-board increases for all SEIU 1199 represented employees<\/p>\n

    \n
  • January 1, 2026, a 3% increase to pay tables BQ and BR.<\/li>\n
  • July 1, 2026, a 2% increase to pay tables BQ and BR<\/li>\n<\/ul>\n

    The union also proposed to align the SEIU 1199 Husky Health nurses with the following pay tables used for SEIU 1199 Harborview workers:<\/p>\n

    RNs and Research RNs 1 and 2 would be assigned to Pay Table BR Range 2<\/p>\n

    RNs and Research RNs 3 would be assigned to Pay Table BR Range 3<\/p>\n

    Physicians Assistants and ARNPs would be assigned to Pay Table BQ Range 14<\/p>\n

    Physicians Assistants and ARNP Leads would be assigned to Pay Table BQ Range 24<\/p>\n

    \u00a0<\/strong><\/p>\n

    MOU \u2013 Recruitment and Retention Wage Increases <\/strong><\/h3>\n

    The Union proposed the following:<\/p>\n

      \n
    • Effective January 1, 2026 RNs would receive a one percent (1%) increase.<\/li>\n
    • Effective July 1, 2026 RNs would receive a two percent (2%) increase.<\/li>\n
    • Effective July 1, 2026 Physicians Assistants and ARNPs would receive a five percent (5%) increase.<\/li>\n<\/ul>\n

       <\/p>\n

      UW Counter Proposals<\/strong><\/h2>\n

      Employer Package Proposal<\/strong><\/h3>\n

      In response to the Union\u2019s proposal, the Employer proposed a package in which all aspects of the proposal would need to be accepted as written in its entirety.<\/p>\n

      In this package, the Employer proposed the following which is all outstanding articles still open:<\/p>\n

      Article 9 – Wages and Other Pay Provisions <\/strong><\/h3>\n

      The Employer previously proposed the following across-the-board increases for all SEIU 1199 represented employees<\/p>\n

        \n
      • Effective within ninety (90) days of ratification on the first available pay period, a 3% increase<\/li>\n
      • July 1, 2026, a 2% increase<\/li>\n<\/ul>\n

        MOU \u2013 Recruitment and Retention Wage Increases <\/strong><\/h3>\n

        The Employer proposed the following:<\/p>\n

          \n
        • Effective within ninety (90) days of ratification on the first available pay period as determined by the Employer, pay tables B2 and BW would receive a two percent (2%) increase<\/li>\n
        • Effective July 1, 2026, pay tables B2 and BW would receive a three percent (3%) increase<\/li>\n
        • Effective January 1, 2027, the following job profiles would receive range increases:<\/li>\n<\/ul>\n\n\n\n\n\n
          Regular Job Code<\/strong><\/td>\nNI Job Code<\/strong><\/td>\nJob Profile<\/strong><\/td>\nCurrent Table-Range<\/strong><\/td>\nNew Table-Range<\/strong><\/td>\n<\/tr>\n
          21203<\/td>\n23216<\/td>\nPHYSICIAN ASST-ADV RN PRACT<\/td>\nB9-14<\/td>\nB9-19<\/td>\n<\/tr>\n
          21202<\/td>\n23217<\/td>\nPHYSICIAN ASST-ADV RN PRACT LEAD<\/td>\nB9-24<\/td>\nB9-29<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

          Employees would be placed on the new range as described in the table below on the effective date.<\/p>\n\n\n\n\n
          Current Range Step<\/td>\nA<\/td>\nB<\/td>\nC<\/td>\nD<\/td>\nE<\/td>\nF<\/td>\nG<\/td>\nH<\/td>\nI<\/td>\nJ<\/td>\nK<\/td>\nL<\/td>\nM<\/td>\nN<\/td>\nO<\/td>\nP<\/td>\nQ<\/td>\nR<\/td>\nS<\/td>\nT<\/td>\nU<\/td>\n<\/tr>\n
          New Range<\/p>\n

          Step<\/td>\n

          		A<\/td>\nA<\/td>\nB<\/td>\nC<\/td>\nD<\/td>\nE<\/td>\nF<\/td>\nG<\/td>\nH<\/td>\nI<\/td>\nJ<\/td>\nK<\/td>\nL<\/td>\nM<\/td>\nN<\/td>\nO<\/td>\nP<\/td>\nQ<\/td>\nR<\/td>\nS<\/td>\nT<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

          \u00a0<\/strong><\/p>\n

          New MOU – New Top Step for Registered Nurses and Research Registered Nurses <\/strong><\/h3>\n

          In response to the Union, the Employer proposed that effective within ninety (90) days of ratification on the first available pay period, as determined by the Employer, the Employer would add:<\/p>\n

            \n
          • Step AE for the Registered Nurse pay ranges 1 and 2 on pay table B2. The new top auto step AE would be two percent (2%) above Step AD.<\/li>\n
          • Step AE for the Registered Nurse \u2013 Research pay ranges 1 and 2 on pay table BW. The new top auto step AE would be two percent (2%) above Step AD.<\/li>\n<\/ul>\n

            Employees who have been on Step AD for at least a year by the effective date would be placed on Step AE.<\/p>\n

            \u00a0<\/strong><\/p>\n

            The Employer also proposed small edits to the following articles:<\/strong><\/h3>\n

            Article 5 – Union Membership, Dues Deduction, and Status Reports<\/p>\n

            Article 6 – Bargaining Unit Classes \/ Definitions<\/p>\n

            Article 8 – Educational and Professional Development<\/p>\n

            \u00a0<\/strong><\/p>\n

            The Employer proposed the following articles as current contract language:<\/strong><\/h3>\n

            Article 14 Union Activities<\/p>\n

            Article 26 Grievance Procedure<\/p>\n

            Article 34 Salary \u2013 Which is a reference to the applicable pay tables for each job classification.<\/p>\n

            MOU Panel of Arbitrators<\/p>\n

             <\/p>\n

            Next Steps <\/strong><\/h2>\n

            The next UW & 1199NW RHH bargaining session is still being scheduled with the PERC mediator and will be held virtually.<\/p>\n","protected":false},"excerpt":{"rendered":"

            Background This recap details the seventh session for the negotiation for the 2025-2027 collective bargaining agreement between the UW and SEIU 1199NW Research\/Hall Health. This and all other bargaining sessions for this contract have been held virtually. Recaps are published online on the UW Labor Relations website. This session was joined and mediated by PERC mediator Karyl Elinski. SEIU 1199NW RHH Counter Proposals Article 9 – Wages and Other Pay Provisions The Union proposed the following across-the-board increases for all…<\/p>\n","protected":false},"author":49,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_lmt_disableupdate":"","_lmt_disable":"","slim_seo":{"title":"UW & SEIU 1199NW RHH Negotiations Recap for December 4, 2025 - Labor Relations","description":"Background This recap details the seventh session for the negotiation for the 2025-2027 collective bargaining agreement between the UW and SEIU 1199NW Research\/"},"_slim_seo_primary_term_category":0,"_slim_seo_primary_term_post_tag":0,"footnotes":""},"categories":[114],"tags":[],"class_list":["post-14138","post","type-post","status-publish","format-standard","hentry","category-seiu-1199-hmc-and-airlift-nw"],"acf":[],"modified_by":"katiehsu","_links":{"self":[{"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/posts\/14138","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/users\/49"}],"replies":[{"embeddable":true,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/comments?post=14138"}],"version-history":[{"count":1,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/posts\/14138\/revisions"}],"predecessor-version":[{"id":14509,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/posts\/14138\/revisions\/14509"}],"wp:attachment":[{"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/media?parent=14138"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/categories?post=14138"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/tags?post=14138"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}