{"id":8983,"date":"2025-04-14T13:31:24","date_gmt":"2025-04-14T20:31:24","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=8983"},"modified":"2025-04-14T13:31:24","modified_gmt":"2025-04-14T20:31:24","slug":"seiu-1199nw-uw-negotiations-recap-for-wednesday-april-9-and-thursday-april-10-2025","status":"publish","type":"post","link":"https:\/\/hr.uw.edu\/labor\/2025\/04\/14\/seiu-1199nw-uw-negotiations-recap-for-wednesday-april-9-and-thursday-april-10-2025","title":{"rendered":"SEIU 1199NW \u2013 UW Negotiations Recap for Wednesday, April 9, and Thursday, April 10, 2025"},"content":{"rendered":"<p><strong>Background<\/strong><br \/>\nThis recap details the fifth and sixth sessions for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Service Employees International Union 1199NW (SEIU 1199NW). Recaps are published online on the <a href=\"https:\/\/hr.uw.edu\/labor\/staff-unions\/1199-northwest-campus\/seiu-1199-uwmc-nw-negotiation-updates\">UW Labor Relations website<\/a>.<\/p>\n<p><strong>Tentative Agreements<\/strong><br \/>\nThe parties tentatively agreed to the following as presented by the Employer on April 1<sup>st<\/sup>:<\/p>\n<ul>\n<li><strong>Article 12 \u2013 Sick Time Off <\/strong><\/li>\n<li><strong>Article 16 \u2013 Washington Family Medical Leave Program <\/strong><\/li>\n<li><strong>Article 33 \u2013 Non-Discrimination <\/strong><\/li>\n<li><strong>New Article \u2013 Leave Due to Family Care Emergencies<\/strong><\/li>\n<\/ul>\n<p><strong>SEIU 1199NW Initial Proposals<\/strong><\/p>\n<p><strong>Article 3 \u2013 Union Representatives<\/strong><br \/>\nThe Union proposed to increase the amount of time a Union representative would be allowed with new employees from half an hour to a full hour. Additionally, the Union also proposed that delegates, officers, or committee members could use 24 hours, up from eight hours, per calendar year of paid leave time to attend Union sponsored trainings. The Union also proposed striking that this would be limited to no more than once per contract per employee.<\/p>\n<p><strong>Article 5 \u2013 Employment Practices <\/strong><br \/>\nThe Union proposed including a new subsection, 5.3.1 Investigations. In this new subsection, the Union proposed that the Employer would notify employees prior to scheduling investigation meetings of the subject of the investigation. Additionally, the Union proposed that if an investigation takes longer than 60 days, the Union could request an explanation on the current status of the investigation.<\/p>\n<p><strong>Article 9 \u2013 Other Compensation<\/strong><br \/>\n<strong>Temporary Assignment<\/strong><br \/>\nThe Union proposed that if an employee had a temporary assignment, the employee would be compensated in line with their experience and be placed on a step on the pay scale for the higher classification.<\/p>\n<p><strong>Article 23 \u2013 Grievance Procedure<\/strong><br \/>\nThe Union proposed adding a new section, Pay Status. In this section, both the aggrieved employee and the Union Delegate would be in pay status during grievance meetings, investigation meetings, mediations, or arbitration hearings.<\/p>\n<p><strong>Article 31 \u2013 New Employee Orientation <\/strong><br \/>\nThe Union proposed to increase the amount of time a Union representative would be allowed with new employees from half an hour to a full hour. Additionally, the Union proposed that delegate time in new employee orientations would count as paid time while striking that this release time would be subject to the operational needs of the department.<\/p>\n<p><strong>MOU \u2013 Ground Rules for the 2025-2027 Agreement<\/strong><br \/>\nThe Union proposed to rollover this MOU and the Union proposed that participating employees would be paid release time for any hour missed from their regular schedule rather than a cap of eight hours.<\/p>\n<p><strong>New MOU \u2013 Security Staffing<\/strong><br \/>\nThe Union proposed creating new FTEs and staff new static posts as well as a new roving officer post.<\/p>\n<p><strong>New MOU \u2013 Social Work Supervision<\/strong><br \/>\nThe Union proposed new requirements regarding clinical supervision hours required by new social workers as defined by the National Association of Social Workers. This proposal detailed the assignment of supervisors, meeting expectations, quarterly feedback, and supervision availability.<\/p>\n<p><strong>New MOU \u2013 Safety Boot Reimbursement<\/strong><br \/>\nThe Union proposed that the Employer would reimburse employees up to $150 per year for protective footwear meeting the performance requirements of ASTM F2413-11 if required as personal protective equipment.<\/p>\n<p><strong>Side Letter E \u2013 Virtual New Employee Orientation<\/strong><br \/>\nSimilarly to their proposal in Article 41, the Union proposed to increase the amount of time a Union representative would be allowed with new employees from half an hour to a full hour.<\/p>\n<p><strong>SEIU 1199NW Counter Proposals<\/strong><\/p>\n<p><strong>MOU \u2013 Apprenticeship Program<\/strong><br \/>\nThe Union proposed to strike the medical assistant specific language in this MOU. Additionally, the Union proposed that if UWMC-NW or UWMPC elected to utilize an apprenticeship program during the next two years, the Employer would agree to use the SEIU Healthcare 1199NW Multiemployer Training Fund. Finally, the Union proposed striking the language about using any apprenticeship programs not administered by this fund.<\/p>\n<p><strong>UW Initial Proposals<\/strong><\/p>\n<p><strong>Article 7 \u2013 Hours of Work and Overtime<\/strong><br \/>\n<strong>7.3 Innovate Work Schedules<\/strong><br \/>\nThe Employer proposed striking language returning reverting back to 8-hour workdays as the language is confusing and the Employer has no intention of doing so.<br \/>\n<strong>7.7 Meal\/Rest Periods<\/strong><br \/>\nThe Employer proposed to include language pursuant to RCW 49.23.287. This new proposed language details rest periods, unpaid meal periods, paid meal periods, combining rest and meal periods, and any associated committee work. This language had been previously agreed to by the parties and the Employer proposed including the agreed language into the body of contract.<br \/>\n<strong>Rest Between Shifts<\/strong><br \/>\nThe Employer proposed that rest between shift would be reduced from 12 hours to 11 hours and that this section would not apply to standby and callback assignments performed pursuant to Article 9 \u2013 Other Compensation.<\/p>\n<p><strong>New Article \u2013 Nonpermanent and Intermittent Employees<\/strong><br \/>\nThe Employer proposed to include a new article in the agreement regarding nonpermanent and intermittent employees. This new article would define both types of positions, their appointments, their hours of work and overtime, probationary periods, compensation schedules and any adjustments, as well as which types of premiums would and would not apply. Further, this new article would describe how the existing provisions would apply to nonpermanent and intermittent employees.<\/p>\n<p>The Employer proposed to strike the following appendices:<\/p>\n<ul>\n<li><strong>Appendix C \u2013 9-Hour Work Schedule<\/strong><\/li>\n<li><strong>Appendix D \u2013 10-Hour Work Schedule<\/strong><\/li>\n<li><strong>Appendix E \u2013 12-Hour Work Schedule<\/strong><\/li>\n<li><strong>Appendix F \u2013 Less Than 8-Hour Work Schedule<\/strong><\/li>\n<\/ul>\n<p><strong>UW Counter Proposals<\/strong><\/p>\n<p><strong>Article 6 \u2013 Seniority, Layoff, Restructure <\/strong><br \/>\n<strong>Low Census Fund<\/strong><br \/>\nIn response to the Union\u2019s proposal on April 1, the Employer was not able to agree to implement a low census fund.<br \/>\n<strong>Low Census<\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer agreed to float surplus staff, including members of the float team, prior to implementing low census procedures. Additionally, the Employer agreed to strike that during periods of low census; after canceling any overtime hours, the Employer would ask for volunteers before determining and implementing a reduced staffing schedule.<\/p>\n<p><strong>Article 7 \u2013 Hours of Work and Overtime<\/strong><br \/>\n<strong>7.5 Overtime<\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer did not agree to the Union\u2019s proposed strike from April 1 regarding double time after 14 hours worked for employees who work 12-hour shifts.<br \/>\n<strong>7.6 Overtime Placement<\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer does not agree to automatically place hospital employees into daily overtime work rules. Instead, the Employer proposed that within two weeks of hire, employees could be placed into daily overtime work rules. The Employer could agree to automatically place clinic employees into weekly overtime work rules upon hire and any employees wishing to opt into a daily overtime work rule would submit a request to their manager.<\/p>\n<p><strong>Article 9 \u2013 Other Compensation <\/strong><br \/>\n<strong>9.6 Temporary Assignment<\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer could not agree to strike 5% language in lieu of placing the employer at the high classification\u2019s pay scale. The Employer mentioned that there were cases, typically over long periods of time, where employees were given more than the standard 5% increase if warranted and approved via UWHR Compensation.<\/p>\n<p><strong>Article 14 \u2013 Unpaid Absence <\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer prosed to include delegate training in 14.2 regarding the types of unpaid absences that could be granted to employees.<\/p>\n<p><strong>MOU \u2013 Apprenticeship Program<\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer agreed to use the SEIU Healthcare 1199NW Multiemployer Training Fund, if an applicable program was available. The Employer also agreed to strike the language regarding what to do if the Employer decided not to use this training fund.<\/p>\n<p><strong>MOU \u2013 Social Work Supervision <\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer was not able to agree. The Employer did suggest that a member of the Employer\u2019s team could meet with a member of the Union\u2019s team to discuss the issues and work to correct them in departmental policies.<\/p>\n<p><strong>Next Steps <\/strong><br \/>\nThe next SEIU 1199NW and UW bargaining session is scheduled for Wednesday, April 23, and will be held in person.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Background This recap details the fifth and sixth sessions for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Service Employees International Union 1199NW [&hellip;]<\/p>\n","protected":false},"author":92,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_lmt_disableupdate":"","_lmt_disable":"","footnotes":""},"categories":[3],"tags":[],"class_list":["post-8983","post","type-post","status-publish","format-standard","hentry","category-negotiation-update","union-seiu-1199-uwmc-nw","duration-2025-2027"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.2 - 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