{"id":9062,"date":"2025-05-15T15:15:16","date_gmt":"2025-05-15T22:15:16","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=9062"},"modified":"2025-05-15T15:15:16","modified_gmt":"2025-05-15T22:15:16","slug":"seiu-1199nw-uw-negotiations-recap-for-may-14-2025-2","status":"publish","type":"post","link":"https:\/\/hr.uw.edu\/labor\/2025\/05\/15\/seiu-1199nw-uw-negotiations-recap-for-may-14-2025-2","title":{"rendered":"SEIU 1199NW \u2013 UW Negotiations Recap for May 14, 2025"},"content":{"rendered":"

Background<\/strong>
\nThis recap details the ninth session 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 UW Labor Relations website<\/a>.<\/p>\n

SEIU 1199NW Initial Proposals<\/strong><\/p>\n

Article 45 \u2013 Wages and Other Pay Provisions<\/strong>
\n45.12 Salary Schedules and Premiums<\/strong>
\nThe Union proposed that effective July 1, 2025, salary ranges would be increased by 3%; the Union also proposed that effective July 1, 2026, salary ranges would be increased by 2%. Additionally, prior to the July 1, 2025, proposed increase, salary ranges described in 45.12.A would be increased by an additional $5 per hour. The Union also proposed that wage scales would be extended to include Step W, if Step W did not already exist. The Union proposed that no employee represented by SEIU 1199NW would make less than $30 an hour. Finally, the Union proposed that each reference to differentials and premiums in this contract would reflect the highest dollar amount for that differential or premium throughout UW, regardless of the job classification.
\nAppreciation Bonus<\/strong>
\nThe Union proposed that represented employees would receive an additional $5000 appreciation bonus, prorated for employees below 0.9 FTE, with the exception that per diem employees would receive a bonus of $1000. The Union proposed that this appreciation bonus would be paid in the first pay period of the after July 1, 2025, and paid again after July 1, 2026.<\/p>\n

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

Article 26 \u2013 Civil\/Jury Duty Leave and Bereavement Leave <\/strong>
\nThe Employer proposed housekeeping edits to the entirety of Article 26 so that the language currently used to describe time off was used.
\n26.1 Civil Duty<\/strong>
\nThe Employer proposed to include clarifying language that employees would not get paid civil duty time off for legal actions that they initiate or that name the employee as a defendant in a private legal action.
\n26.2 Bereavement Time Off<\/strong>
\nThe Employer proposed to increase bereavement days off from three to five. Additionally, the Employer proposed including loss of pregnancy as well as expanding the definition of family member to include populations that may be considered family but might not be biological relatives.<\/p>\n

Article 40 \u2013 Mandatory Subject<\/strong>
\nThe Employer proposed adding clarification to the definition of a mandatory subject of bargaining.
\n40.1<\/strong>
\nThe Employer proposed reducing the required days\u2019 notice before implementation from 60 days to 30 days.
\n40.2 Release Time<\/strong>
\nThe Employer proposed clarifying that no overtime could be incurred as a result of bargaining or preparation.<\/p>\n

Article 48 \u2013 Washington Family Medical Leave Program<\/strong>
\nThe Employer proposed housekeeping updates only.<\/p>\n

MOU \u2013 Pre-Scheduled Voluntary Double-Time Shift Incentive for Critical Staffing Needs<\/strong>
\nThe Employer proposed to delete this out-of-date MOU.<\/p>\n

New MOU \u2013 Facilitated Mediation <\/strong>
\nThe Employer proposed a new MOU that, if agreed upon, would detail the beginning of the conversation between impacted parties to decide upon, and implement, a new system-wide float pool.<\/p>\n

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

Article 18 \u2013 Sick Leave <\/strong>
\nIn addition to the previous Employer proposal on May 2, 2025, the Employer proposed housekeeping edits to Article 18 so that the language currently used to describe time off was used.
\n18.2 Sick Leave \u2013 Use <\/strong>
\nThe Employer proposed expanding the use of sick time off to include situations where the employee, or their family member, were victims of domestic violence, sexual assault, or stalking. Additionally, the Employer proposed that employees could use sick time off to prepare for, or participate in, any judicial or administrative immigration proceeding involving the employee or their family member.
\n18.4 Verification<\/strong>
\nThe Employer proposed creating this new subsection which moves language from elsewhere in this article and clarifies which circumstances the Employer would require verification for absences as well as how much detail would be necessary.
\n18.5 Sick Time Off \u2013 Compensation for<\/strong>
\nThe Employer proposed to clarify the already existing language about the Attendance Incentive Program and cash-outs available to employees.<\/p>\n

Next Steps <\/strong>
\nThe next SEIU 1199NW and UW bargaining session is scheduled for May 21, 2025, and will be held in-person.<\/p>\n","protected":false},"excerpt":{"rendered":"

Background This recap details the ninth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Service Employees International Union 1199NW (SEIU 1199NW). 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