{"id":9134,"date":"2025-06-06T11:59:52","date_gmt":"2025-06-06T18:59:52","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=9134"},"modified":"2025-06-06T11:59:52","modified_gmt":"2025-06-06T18:59:52","slug":"seiu-1199nw-uw-negotiations-recap-for-june-4-2025","status":"publish","type":"post","link":"https:\/\/hr.uw.edu\/labor\/2025\/06\/06\/seiu-1199nw-uw-negotiations-recap-for-june-4-2025","title":{"rendered":"SEIU 1199NW \u2013 UW Negotiations Recap for June 4, 2025"},"content":{"rendered":"

Background<\/strong>
\nThis recap details the fourteenth 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 37 \u2013 Nonpermanent and Intermittent Employees <\/strong>
\n37.7.G Certification Compensation<\/strong>
\nThe Union proposed that the certification premium of $1.25 per hour could be applied to two eligible certifications so that employees could receive this premium twice, for different certifications.<\/p>\n

Article 45 \u2013 Wages and Other Pay Provisions <\/strong>
\n45.15 Certification<\/strong>
\nThe Union proposed that the certification premium of $1.25 per hour could be applied to two eligible certifications so that employees could receive this premium twice, for different certifications.<\/p>\n

Speech Language Pathologists (SLPs)<\/strong>
\nThe Union proposed that SLPs certified in a specialty area by a national organization and working in that area of certification would be paid a premium. The Union\u2019s proposal also details which certifications could be included and how SLPs would be paid.<\/p>\n

Article 47 \u2013 Airlift Northwest <\/strong>
\n47.27 Certification Pay<\/strong>
\nThe Union proposed that the certification premium of $1.25 per hour could be applied to two eligible certifications so that employees could receive this premium twice, for different certifications.<\/p>\n

New MOU \u2013 Longevity Bonus<\/strong>
\nThe Union proposed a $7000 lump sum to be paid to employees upon ratification who have been employed for 20 years or more. Additionally, the Union proposed that for each anniversary date of 25 years, 30 years, 35 years, 40 years, 45 years, and 50 years, employees would receive an additional $7000.<\/p>\n

New MOU \u2013 TI Credit Audit <\/strong>
\nThe Union proposed to include a new MOU detailing that if employees believe their wage rate is incorrect, they could contact Labor Relations to have it corrected.<\/p>\n

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

Article 45 \u2013 Wages and Other Pay Provisions <\/strong>
\n45.3 Periodic Increments (Salary Step Increments)<\/strong>
\nThe Employer proposed to include clarifying language that would apply to situations where an employee was reclassed to an existing class with a lower salary range. In this proposal, the employee would be placed on a step in the new range which is closest to the current salary not to exceed the top automatic step of the new range.
\n45.4 Employee Recruitment and Retention Step Increases <\/strong>
\nThe Employer proposed a new subsection to include language that would allow the Employer to approve additional step increases at any time.
\n45.5 Job Profile <\/strong>
\nThe Employer proposed a new subsection where the Employer could increase the salary of classifications that are experiencing recruitment and, or, retention problems with 30 days\u2019 notice to the Union.
\n45.10 Pre-Scheduled Voluntary Overtime<\/strong>
\nThe Employer proposed language to clarify the posting for pre-scheduled overtime. This language details when pre-scheduled overtime would be paid, how shift differentials and additional compensation are calculated, what would happen if cancelled, and which pay provisions could be bundled with pre-scheduled voluntary overtime.
\n45.12 Salary Schedules and Premiums<\/strong>
\nThe Employer proposed that effective July 1, 2025, salary ranges would be increased by 3%; additionally, effective July 1, 2026, salary ranges would be increased by an additional 2%. The Employer was unable to agree to other provisions previously passed by the Union regarding Article 45 \u2013 Wages and Other Pay Provisions<\/strong>.
\nPremiums<\/strong>
\nThe Employer proposed cleanup in the premiums tables that included adding a table for just the ALNW Bargaining Unit. Additionally, the Employer proposed including the Alaska base premium of 5%. Both provisions were previously included in Article 47 \u2013 Airlift Northwest<\/strong>.
\nThe Employer also proposed striking references to substitute lead pay in favor of using the TSI process to pay for temporary salary increases.<\/p>\n

45.15 Certification <\/strong>
\nThe Employer proposed to include language addressing eligible profiles certified in a specialty area and working in that area would receive a premium if approved by the Associate Administrator or their designee. The Employer maintains that employees would only be eligible for one certification premium. In this section, the Employer\u2019s proposal was intended to consolidate the multiple paragraphs into one statement with a list of eligible positions. The eligible positions included:<\/p>\n