{"id":8970,"date":"2025-04-10T07:47:30","date_gmt":"2025-04-10T14:47:30","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=8970"},"modified":"2025-04-10T07:52:18","modified_gmt":"2025-04-10T14:52:18","slug":"rfpu-cir-uw-negotiations-recap-for-april-3-2025","status":"publish","type":"post","link":"https:\/\/hr.uw.edu\/labor\/2025\/04\/10\/rfpu-cir-uw-negotiations-recap-for-april-3-2025","title":{"rendered":"RFPU-CIR: UW Negotiations Recap for April 3, 2025"},"content":{"rendered":"<h4><strong><u>Background<\/u><\/strong><\/h4>\n<p>This recap details the fourth virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Resident and Fellow Physician Union-Committee of Interns and Residents\/SEIU (RFPU-CIR). Recaps are published online on the <a href=\"https:\/\/hr.uw.edu\/labor\/academic-and-student-unions\/rfpu-nw\/negotiation-updates\">UW Labor Relations website<\/a>.<\/p>\n<h4><strong><u>Employer Costing <\/u><\/strong><\/h4>\n<p>The parties discussed the Employer\u2019s costing. This estimates that Union\u2019s initial proposals would lead to an increased minimum cost of $182 million over the course of the CBA.<\/p>\n<h4><strong><u>UW Initial Proposals<\/u><\/strong><\/h4>\n<p>The Employer proposed housekeeping edits only on the following provisions:<\/p>\n<ul>\n<li>Article 11: Washington Family Medical Leave (PFML)<\/li>\n<li>Article 20: Non-Discrimination<\/li>\n<\/ul>\n<p>The Employer proposed to maintain current contract language in the following articles:<\/p>\n<ul>\n<li>Article 2: Committee Memberships and Hospital Committee<\/li>\n<li>Article 8: Health and Safety<\/li>\n<li>Article 14: Leave \u2013 Professional<\/li>\n<li>Article 18: Working Outside of the Training Program<\/li>\n<li>Article 19: No Strikes\/No Lockouts<\/li>\n<li style=\"list-style-type: none\"><\/li>\n<\/ul>\n<p><strong>Article 6: Fringe Benefits<\/strong><\/p>\n<p>The Employer proposed a new structure for the meals benefit. The current structure is a reimbursement model where residents and programs must submit meal purchases and hours worked to the GME office for repayment onto the resident\u2019s Husky Card. Under the Employer\u2019s proposal, all residents receive a lump sum amount on their Husky Cards at the beginning of each month. The UW proposed that the amount each resident receives would be determined based on which of five tiers their program falls into, as set out in the new Appendix A. \u00a0Residents in each tier would receive the following amounts annually:<\/p>\n<ul>\n<li>Tier 1: $2,100<\/li>\n<li>Tier 2: $1,500<\/li>\n<li>Tier 3: $900<\/li>\n<li>Tier 4: $600<\/li>\n<li>Tier 5: $300<\/li>\n<\/ul>\n<p>The tiers and meal payment amounts were set on AY24 actuals, where the residents in programs that work the most hours receive more meal payments. This is not a cost savings measure.<\/p>\n<p><strong>NEW Appendix A: Meals<\/strong><\/p>\n<p>This appendix accompanies the Employer\u2019s meal proposal in Article 6.<\/p>\n<p><strong>Article 13: Washington Family Medical Leave (PFML)<\/strong><\/p>\n<p>The Employer proposed some minor housekeeping edits to this article. The Employer also proposed removing the program director as someone who the resident may initially make a disability accommodation to, instead the residents would contact the Disability Services Office (DSO) directly.\u00a0 Current language points residents to the program director or DSO. Additionally, the Employer proposed removing the .50FTE requirement to be granted military leave.<\/p>\n<p><strong>Article 22: Salary\/Stipend<\/strong><\/p>\n<p>The Employer proposed renaming this article \u201cCompensation.\u201d The Employer proposed striking the language which states that all residents would be compensated at the same rate regardless of funding source or specialty. The Employer proposed that, if the contract is ratified before June 30, 2025, the UW GME salary schedule would be increased by 1% on July 1, 2025; an additional 1% on July 1, 2026; and another 1% on July 1, 2027. The Employer proposed that, if the contract is ratified before June 30, 2025, the allowance would be increased to $9,000, which is currently $8,500.<\/p>\n<p><strong>Article 26: Duration<\/strong><\/p>\n<p>The Employer\u2019s initial proposal on duration states that the agreement will be effective upon ratification or July 1, 2025, whichever is later, and remain in effect until June 30, 2028. In this proposal, either party may request negotiation of a successor Agreement starting December 1, 2027, and bargaining would begin no sooner than January 1, 2028.<\/p>\n<p><strong>NEW MOU: Negotiations for the 2028-2031 Agreement<\/strong><\/p>\n<p>The Employer proposed via email a new MOU regarding negotiations for the 2028-2031 Agreement. The Employer proposed that there will be two full days of bargaining (9am to 5pm) and all other bargaining will be scheduled from 5pm to 7pm. These sessions would be held over Zoom. The Employer proposed that the Union would provide the names of the negotiating team members prior to the first bargaining session, and that the Employer would notify programs of the names of the members who need to be released for bargaining. The Employer also proposed that observers from the bargaining unit may participate in non-speaking roles, unless otherwise agreed upon. Observers would be required to display their full names when bargaining is over Zoom, and would be expected to exit the Zoom meeting when the bargaining team exits. Bargaining sessions would remain closed to the public and press under this proposal.<\/p>\n<h4><strong><u>UW Counter Proposals<\/u><\/strong><\/h4>\n<p><strong>Article 1: Definitions<br \/>\n<\/strong>In response to the Union\u2019s proposal to rename the \u201cChief Resident\u201d position to \u201cLead Resident,\u201d the Employer proposed that programs may choose to use the term Lead or Executive Resident rather than Chief Resident. The Employer proposed that employees who are designated as Lead or Executive Residents will be entitled to the same compensation and benefits as Chief Resident.<\/p>\n<p><strong>Article 5: Dues Deduction and RFPU Membership<br \/>\n<\/strong>In response the Union\u2019s proposal to allow voluntary payroll deduction to COPE, the Union\u2019s political action fund, the Employer proposed to use the dues deduction language from the SEIU 925 contract. RFPU-CIR is an affiliate of the SEIU national union. The Employer\u2019s proposed language would allow for COPE deductions.<\/p>\n<p><strong>Article 7: Grievance Procedure<\/strong><br \/>\nThe Union\u2019s initial proposal states that the Union would be able to choose to skip Step 3 of the grievance process and go directly to Step 4. In response, the Employer proposed that the Union would be able to skip Step 3 if the committee process of Step 3 was removed, making the new Step 3 mediation with PERC. Additionally, the Employer proposed to add language that if Step 3 was skipped, the Union would have thirty (30) days to move the grievance to Step 4, arbitration. Finally, the Employer proposed that, in cases where a grievance is moved to arbitration and Step 3 was skipped, either party may request a pre-arbitration settlement conference. These conferences would not delay the arbitration process.<\/p>\n<p><strong>Article 9: Housestaff Advisory Committee<\/strong><\/p>\n<p>The Employer incorporated the Union\u2019s proposed name change to \u201cJoint Labor Management\u201d Committee into this proposal. In response to the Union\u2019s proposal that stated the Committee would meet monthly, the Employer proposed that the Committee would meet twice per academic year. This is an increase from current contract language which says that the Committee will meet \u201cperiodically.\u201d The Employer proposed that the meetings would be scheduled at the beginning of the academic year.<\/p>\n<h4><strong>Next Steps <\/strong><\/h4>\n<p>The next RFPU-CIR and UW bargaining session will be April 22, 2025. The parties agreed the next session will be held virtually.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Background This recap details the fourth virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Resident and Fellow Physician Union-Committee of [&hellip;]<\/p>\n","protected":false},"author":103,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_lmt_disableupdate":"no","_lmt_disable":"","footnotes":""},"categories":[3],"tags":[],"class_list":["post-8970","post","type-post","status-publish","format-standard","hentry","category-negotiation-update","union-rfpu-nw","duration-2025-2028"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.2 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>RFPU-CIR: UW Negotiations Recap for April 3, 2025 - Labor Relations<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/hr.uw.edu\/labor\/2025\/04\/10\/rfpu-cir-uw-negotiations-recap-for-april-3-2025\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"RFPU-CIR: UW Negotiations Recap for April 3, 2025 - 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