{"id":15653,"date":"2026-09-01T14:54:07","date_gmt":"2026-09-01T21:54:07","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=15653"},"modified":"2026-09-03T09:47:28","modified_gmt":"2026-09-03T16:47:28","slug":"seiu-925-uw-negotiations-recap-for-august-26-and-august-27-2026","status":"publish","type":"post","link":"https:\/\/hr.uw.edu\/labor\/2026\/09\/01\/seiu-925-uw-negotiations-recap-for-august-26-and-august-27-2026","title":{"rendered":"SEIU 925 \u2013 UW Negotiations Recap for August 26 and August 27, 2026"},"content":{"rendered":"

Background<\/strong><\/p>\n

This recap details the ninth and tenth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and SEIU 925. Recaps are published online on the UW Labor Relations website<\/a>.<\/p>\n

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

Tentative Agreements<\/strong><\/h1>\n

The parties reached tentative agreements on the following items, which will be rolled over into the 2027\u20132029 contract:<\/p>\n

    \n
  • Appendix IV: Layoff Seniority Units<\/li>\n
  • Article 56: Union Membership, Dues Deduction, and Status Reports<\/li>\n
  • MOU: Voluntary Float Between UWMC-NW and Montlake Campuses for Bargaining units Represented by SEIU 1199, SEIU 925 and WFSE<\/li>\n<\/ul>\n

     <\/p>\n

    The parties reached tentative agreements on the following MOUs and Side Letters, each of which will expire on or before June 30, 2027, and will not be included in the 2027\u20132029 collective bargaining agreement:<\/p>\n

      \n
    • MOU: Administrative Assistant Recruitment and Retention Increases<\/li>\n
    • MOU: Animal Technicians Recruitment and Retention Increases<\/li>\n
    • MOU: Audiology Assistant Recruitment and Retention Increases<\/li>\n
    • MOU: Campus Security Recruitment and Retention Increases<\/li>\n
    • MOU: Cardiac Monitor Technician Recruitment and Retention Increases<\/li>\n
    • MOU: Computer Support Analyst Recruitment and Retention Increases<\/li>\n
    • MOU: Dentistry Decod Recruitment and Retention Increases<\/li>\n
    • MOU: Electrocardiograph Technician Recruitment and Retention Increases<\/li>\n
    • MOU: Grounds Supervisor Recruitment and Retention Increases<\/li>\n
    • MOU: Health Information Technician Recruitment and Retention Increases<\/li>\n
    • MOU: Instructional Technician Recruitment and Retention Increases<\/li>\n
    • MOU: Internal Alignment Increases<\/li>\n
    • MOU: Lab Medicine Job Profile Alignment<\/li>\n
    • MOU: Maintenance Supervisor Recruitment and Retention Increases<\/li>\n
    • MOU: Market Based Increases<\/li>\n
    • MOU: Medical Airlift Communications Specialists Recruitment and Retention Increases<\/li>\n
    • MOU: Medical Interpreter Recruitment and Retention Increases<\/li>\n
    • MOU: Parking Recruitment and Retention Increases<\/li>\n
    • MOU: Pay Table BT Inactivation<\/li>\n
    • MOU: Peer Counselor Recruitment and Retention Increases<\/li>\n
    • MOU: Police Dispatcher Recruitment and Retention Increases<\/li>\n
    • MOU: Polysomnographic Technologist Recruitment and Retention Increases<\/li>\n
    • MOU: Program Support Supervisor Series Revision<\/li>\n
    • MOU: Salary Alignment \u2013 Select Jobs in Pay Table BG<\/li>\n
    • MOU: Social Work Assistant 2 Recruitment and Retention Increases<\/li>\n
    • MOU: Stage Technician Recruitment and Retention Increases and Creation of Stage Technician 1<\/li>\n
    • MOU: Surgical Technologists Recruitment and Retention Increases<\/li>\n
    • MOU: Transportation Services Video\/Audio System<\/li>\n
    • Side Letter G: Actual Time Reporting<\/li>\n<\/ul>\n

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

      SEIU 925 Initial Proposals<\/strong><\/h1>\n

      Article 45 \u2013 Compensation, Wages, and Other Pay Provisions<\/strong><\/h2>\n

      The Union presented its initial wage proposal, which is estimated to cost the UW nearly $600 million dollars by The Union\u2019s proposal included that all market-rate adjustments, recruitment and retention and classification-specific wage adjustments all salaries increase by two percent (2%), effective January 1, 2027. In addition, all salaries would increase by twelve and one-half percent (12.5%) or $4.00 per hour, whichever is greater, effective July 1, 2027.<\/p>\n

      The Union proposed deleting language regarding Y-rated positions, requiring employees in a Y-rated position to receive specified increases and protection for employees whose salaries exceeded the range maximum as of June 30, 2025. The Union also proposed placing employees promoted or reclassified to a higher salary range on the step that is at least a three-step (3) increase and deleted language requiring a minimum six (6%) percent increase for employees in Health Care Professional\/Technical pay tables.<\/p>\n

      Additionally, the Union proposed to delete CEGP from Article 45 and creating a new MOU entitled \u201cPay Changes.\u201d<\/p>\n

      The Union proposed increasing standby pay to twenty-five percent (25%) of the employee\u2019s regular hourly rate or nine dollars ($9.00) per hour, whichever is greater. The proposal would eliminate the existing minimums of four dollars ($4.00) per hour for the listed bargaining units and seven dollars ($7.00) per hour for Health Care Professional\/Laboratory Technical and HMC Technical bargaining-unit employees.<\/p>\n

      The Union also proposed extending to nonpermanent employees the same shift differentials received by permanent employees. The proposal would retain the one-dollar-and-seventy-five-cent ($1.75) per-hour evening differential and the five-dollar ($5.00) per-hour night differential for University-wide units, while increasing the night differential for Health Care Professional\/Laboratory Technical and HMC Technical employees from two dollars and fifty cents ($2.50) to five dollars ($5.00) per hour.<\/p>\n

      The Union proposed to redefine evening and night shifts based on the time the shift start rather than the \u201cmajority of hours\u201d worked language. This means that shifts beginning at or after 1:00 p.m. would qualify for the evening differential, and shifts beginning at or after 9:00 p.m. would qualify for the night differential. Additionally, it would mean that employees regularly assigned to a qualifying shift would retain the differential during temporary assignments of up to five (5) working days to a non-qualifying shift.<\/p>\n

      The Union proposed that if a bilingual employee who has demonstrated their language proficiency and usage and believes their language skills have become a permanent requirement of their position shall have the right to meet with their supervisor to discuss receiving the premium. If the initial meeting does not result in a satisfactory conclusion, the employee may request a subsequent meeting which a representative of the Union may attend. \u00a0The Union\u2019s proposal also proposed that the Employer and Union commit to further communication regarding language skills.<\/p>\n

      The Union proposed a 7% premium for Hospital Security Officers, Campus Security Officers, and Security Guards that are designated as Field Training Officers. The Union also proposed a one dollar and fifty ($1.50) cents-per-hour float differential for permanent Physical Therapists, Physical Therapist Assistants, Occupational Therapists, and Certified Occupational Therapy Assistants assigned to the float pool.<\/p>\n

      The Union proposed extending weekend pay eligibility to nonpermanent and intermittent employees. The proposal would mean a two ($2.00) dollar-per-hour weekend premium for the listed bargaining units and a two dollar and twenty-five cents ($2.25)-per-hour premium for Health Care Professional\/Laboratory Technical and HMC Technical bargaining units, would replace the existing four dollars ($4.00)-per-hour premiums.<\/p>\n

      Finally, the Union proposed expanding the rest-between-shifts language beyond the Health Care Professional\/Laboratory Technical bargaining unit. Employees who work with fewer than eleven (11) hours off between shifts would receive time-and-one-half (1.5x) their regular rate of pay for all hours worked during the second and subsequent shifts until they receive eleven (11) consecutive hours off duty.<\/p>\n

      Side Letter A: City of Seattle Minimum Wage<\/strong><\/h2>\n

      The Union proposed updating and maintaining this side letter.<\/p>\n

      New MOU: Pay Changes<\/strong><\/h2>\n

      The Union proposed a new MOU providing that, effective July 1, 2027, the top two (2) steps of all SEIU 925 pay tables formerly known as CEGP steps would become part of employees\u2019 regular progression. The proposal also adds three (3) steps to each range on the health care pay tables and six (6) steps to each range on the general pay tables. The progression start date would be applied second (2nd<\/sup>), rather than first (1st<\/sup>), when the increase coincides with the employee\u2019s promotional date, appointment to a new salary range, or a market adjustment.<\/p>\n

      New MOU: Pay Table Committee <\/strong><\/h2>\n

      The Union proposed a new MOU establishing a joint UW-Union Pay Table Committee, effective January 1, 2027. The committee would meet at least quarterly to explore consolidating the eight (8) existing SEIU 925 pay tables into two (2) pay tables covering all bargaining-unit classifications and developing a transition proposal by March 1, 2028.<\/p>\n

      New MOU: Biweekly Pay Period <\/strong><\/h2>\n

      The Union proposed a new MOU establishing a biweekly pay schedule effective July 1, 2027. The Employer would transition payroll to the new schedule and provide employees with a transition timeline at least six (6) months in advance.<\/p>\n

      Market Rate + Recruitment & Retention Increases<\/strong><\/h2>\n

      In addition to the proposals described above, the Union presented several market-rate, recruitment and retention, and benchmark-cluster adjustment proposals including the following classifications:<\/p>\n

      New MOU \u2013 Transfer Center Coordinators Market Rate Increases<\/strong><\/p>\n

      The Union proposed a 14-range recruitment and retention increase for Transfer Center Coordinators,<\/p>\n

      effective September 1, 2026.<\/p>\n

      New MOU \u2013 Animal Technician Market Rate Increases<\/strong><\/p>\n

      The Union proposed a 10-range recruitment and retention increase for the job classifications to be effective July 1, 2027.<\/p>\n

      New MOU \u2013 Administrative Assistant Series Market Rate Increases<\/strong><\/p>\n

      The Union proposed a 5-range recruitment and retention increase for the job classifications to be effective July 1, 2027, and a 3-range recruitment and retention increase to be effective July 1, 2028.<\/p>\n

      New MOU \u2013 Ophthalmic Technician Series Market Rate Increases<\/strong><\/p>\n

      The Union proposed an 8-range recruitment and retention increase for the following job classifications to be effective July 1, 2027.<\/p>\n

      New MOU \u2013 Polysomnographic Technologists Series Market Rate Increases<\/strong><\/p>\n

      The Union proposed a 24-range recruitment and retention increase for the job classifications to be effective July 1, 2027.<\/p>\n

      New MOU \u2013 Surgical Technologist Market Rate Increases<\/strong><\/p>\n

      The Union proposed an 8-range recruitment and retention increase for Surgical Technologists,<\/p>\n

      effective July 1, 2027.<\/p>\n

      New MOU \u2013 Imaging Technologist Lead and Imaging Technologist QA\/QC Market Rate Increases<\/strong><\/p>\n

      The Union proposed a 9-range recruitment and retention increase for CT Imaging Technologists and CT Imaging Technologist Leads, effective immediately upon ratification.<\/p>\n

      The Union proposed a 14-range recruitment and retention increase for IR Imaging Technologist Leads, Ultrasound Imaging Technologist Leads and IR Imaging Technologist QA\/QCs, effective immediately upon ratification.<\/p>\n

      The Union proposed a 17-range recruitment and retention increase for MR Imaging Technologist Leads, MR Imaging Technologist QA\/QCs and Ultrasound Imaging Technologist QA\/QCs, effective immediately upon ratification.<\/p>\n

      New MOU \u2013 Accountant Cluster Market Rate Increases<\/strong><\/p>\n

      The Union proposed a 3-range recruitment and retention increase for the job classifications to be effective July 1, 2027, and a 2-range recruitment and retention increase to be effective July 1, 2028.<\/p>\n

      New MOU \u2013 Patient Services Specialist, Patient Care Coordinator, and Medical Laboratory Scientists Pay Parity Increases<\/strong><\/p>\n

      The Union proposed a 17-range recruitment and retention increase for Patient Services Specialist 2, effective immediately upon ratification.<\/p>\n

      The Union proposed a 23-range recruitment and retention increase for Patient Services Specialist 3, effective immediately upon ratification.<\/p>\n

      The Union proposed a 9-range recruitment and retention increase for Patient Services Specialist Supervisor, effective immediately upon ratification.<\/p>\n

      The Union proposed an 11-range recruitment and retention increase for Patient Care Coordinator, effective immediately upon ratification.<\/p>\n

      The Union proposed a 12-range recruitment and retention increase for Patient Care Coordinator Supervisor, effective immediately upon ratification.<\/p>\n

      The Union proposed a 16-range recruitment and retention increase for Patient Services Specialist Lead and Edu-QA, effective immediately upon ratification.<\/p>\n

      The Union proposed a 5-range recruitment and retention increase for Medical Laboratory Scientist Trainee, Medical Laboratory Scientist 1 & 2, and Medical Laboratory Scientist Lead, effective immediately upon ratification.<\/p>\n

      New MOU \u2013 Medical Assistant Benchmark Cluster Recruitment and Retention Increases<\/strong><\/p>\n

      The Union proposed a 3-range recruitment and retention increase for Medical Assistant Registered to be effective July 1, 2027.<\/p>\n

      The Union proposed a\u00a013-range recruitment and retention increase\u00a0for\u00a0Medical Assistants (Apprentice, Procedure, Lead, and Supervisor), effective\u00a0July 1, 2027.<\/p>\n

      New MOU \u2013 Stage Technician 2 Pay Parity<\/strong><\/p>\n

      The Union proposed a 1-range recruitment and retention increase for Stage Technician 2s to be effective July 1, 2027.<\/p>\n

      New MOU \u2013 Police Dispatcher Market Rate Increases<\/strong><\/p>\n

      The Union proposed an 11-range recruitment and retention increase for Police Dispatchers, Police Dispatcher LDs and Police Dispatcher Supervisors to be effective July 1, 2027.<\/p>\n

      New MOU \u2013 Respiratory Therapist ECLS Premium Pay<\/strong><\/p>\n

      The Union proposed Respiratory Therapists who perform Extra Corporeal Life Support work (ECLS) will be paid a $7.00 (seven dollars) per hour ECLS premium while performing ECLS work.<\/p>\n

      New MOU \u2013 Contact Center Retention and Recruitment Increases<\/strong><\/p>\n

      The Union proposed a 10-range recruitment and retention increase for Contact Centers to be effective immediately upon ratification.<\/p>\n

      The Union proposed a 4-range recruitment and retention increase for Administrative Assistants to be effective immediately upon ratification.<\/p>\n

      New MOU \u2013 Health Unit Coordinator Supervisor Rate Increases<\/strong><\/p>\n

      The Union proposed a 25-range recruitment and retention increase for Health Unit Coordinator Supervisors to be effective July 1, 2027.<\/p>\n

      New MOU \u2013 Diagnostic Medical Sonographer Senior Specialist <\/strong><\/p>\n

      The Union proposed a recruitment and retention increase for Diagnostic Medical Sonographers, along with the addition of a Diagnostic Medical Sonographers Senior Specialist job classification. The proposed salary adjustments and premium pay rates would result in pay rates being equivalent to the bargaining units represented by SEIU 1199NW at Harborview Medical Center and UW Medical Center\u2013Northwest.<\/p>\n

       <\/p>\n

      UW Initial Proposals<\/strong><\/h1>\n

      Article 45 \u2013 Compensation, Wages, and Other Pay Provisions <\/strong><\/h2>\n

      The Employer presented its initial wage proposal to maintain existing salary rates, with no across-the-board (ATB) increases for the life of the contract.\u00a0 This initial ATB proposal is based on the current economic forecast for the State of Washington and the University of Washington.<\/p>\n

      The Employer also proposed that the effective date of Career Enhancement Growth Program (CEGP) approvals be established at the beginning of a pay period, consistent with current practice. With respect to standby pay, the Employer also proposed clarifying language that would result in the three-hour premium-pay period beginning when the employee clocks in and would not apply until at least thirty (30) minutes after the employee\u2019s prior scheduled shift ends.<\/p>\n

      In addition, the Employer proposed new language that would provide employees assigned to the Physical Therapist float pool with a one dollar and fifty cents ($1.50)-per-hour premium for hours worked on weekdays only, excluding weekend holidays, and would clarify that leads and supervisors would not be eligible for the float pool premium pay.<\/p>\n

      New MOU: Market Based Increases <\/strong><\/h2>\n

      The Employer proposed a new MOU providing approximately $1.2 million in market-based salary increases for numerous job classifications, along with new salary ranges effective July 1, 2027.<\/p>\n

       <\/p>\n

      UW Counter Proposals<\/strong><\/h1>\n

      Article 7 \u2013 Employee Rights<\/strong><\/h2>\n

      The Employer accepted the Union\u2019s proposal to add language requiring that, before an investigatory meeting, the employee be notified of their right to representation and be provided with reasonable time to secure a representative. The Employer added language requiring at least three (3) business days\u2019 notice to secure representation. If notice is provided after 12:00 p.m., the following day will count as the first (1st<\/sup>) day of the three-(3) day notice period, excluding holidays.<\/p>\n

      The Employer also accepted the Union\u2019s proposal to add language stating that an employee\u2019s private and personal off-the-job activities may not be used as grounds for corrective action, denial of promotion, or denial of professional development opportunities. The Employer\u2019s revisions removed the term \u201clifestyle,\u201d updated the legal reference from RCW 42.18 to RCW 42.52, retained language regarding activities detrimental to the employee\u2019s work performance, and added a reference to the University\u2019s program.<\/p>\n

      Article 16 \u2013 Holidays<\/strong><\/h2>\n

      In response to the Union\u2019s proposal, the Employer reasserted current contract language.<\/p>\n

      Article 18 \u2013 Sick Time<\/strong><\/h2>\n

      In response to the Union\u2019s proposal, the Employer reasserted current contract language.<\/p>\n

      New Article \u2013 Bereavement Time <\/strong><\/h2>\n

      In response to the Union\u2019s proposal, the Employer accepted the Union\u2019s proposal to place Bereavement Time Off in its own article. However, rather than creating a new article number, the Employer proposed retaining Bereavement Time Off in Article 26 and moving the Civil\/Jury Duty Time Off language to Article 20, Miscellaneous Leave Time Off.<\/p>\n

       <\/p>\n

      Next Steps <\/strong><\/h1>\n

      The next SEIU 925 and UW bargaining session is scheduled for Monday, August 31, 2026, and will be held virtually.<\/p>\n","protected":false},"excerpt":{"rendered":"

      Background This recap details the ninth and tenth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and SEIU 925. Recaps are published online on the UW Labor Relations website. \u00a0 Tentative Agreements The parties reached tentative agreements on the following items, which will be rolled over into the 2027\u20132029 contract: Appendix IV: Layoff Seniority Units Article 56: Union Membership, Dues Deduction, and Status Reports MOU: Voluntary Float Between UWMC-NW and Montlake Campuses for…<\/p>\n","protected":false},"author":138,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_lmt_disableupdate":"no","_lmt_disable":"no","slim_seo":{"title":"SEIU 925 \u2013 UW Negotiations Recap for August 26 and August 27, 2026 - Labor Relations","description":"Background This recap details the ninth and tenth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and"},"_slim_seo_primary_term_category":110,"_slim_seo_primary_term_post_tag":0,"footnotes":""},"categories":[110],"tags":[],"class_list":["post-15653","post","type-post","status-publish","format-standard","hentry","category-seiu-925"],"acf":[],"modified_by":"cjenae","_links":{"self":[{"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/posts\/15653","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\/138"}],"replies":[{"embeddable":true,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/comments?post=15653"}],"version-history":[{"count":4,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/posts\/15653\/revisions"}],"predecessor-version":[{"id":15671,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/posts\/15653\/revisions\/15671"}],"wp:attachment":[{"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/media?parent=15653"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/categories?post=15653"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/tags?post=15653"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}