{"id":9136,"date":"2025-06-06T12:04:58","date_gmt":"2025-06-06T19:04:58","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=9136"},"modified":"2025-06-06T12:04:58","modified_gmt":"2025-06-06T19:04:58","slug":"seiu-1199nw-uw-negotiations-recap-for-june-4-2025-2","status":"publish","type":"post","link":"https:\/\/hr.uw.edu\/labor\/2025\/06\/06\/seiu-1199nw-uw-negotiations-recap-for-june-4-2025-2","title":{"rendered":"SEIU 1199NW \u2013 UW Negotiations Recap for June 4, 2025"},"content":{"rendered":"

Background<\/strong>
\nThis recap details the eleventh 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 9 \u2013 Other Compensation <\/strong>
\n9.10 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 5 \u2013 Employment Practices <\/strong>
\n5.10.2 Employee Parking Rates \u2013 Northwest Campus<\/strong>
\nThe Employer proposed to update the parking rates listed to the current values.
\n5.11 Movement Between Positions Within the University<\/strong>
\nThe Employer proposed to include clarifying language that would detail what happens when an employee transfers, gets promoted, moves laterally, or voluntarily demotes. This section of the proposal would also include information on the trial service period and reversion rights. This section is proposed to replace the current contract language in 5.11 Intermittent and Nonpermanent Employees<\/strong> because the Employer proposed to move that information into a New Article \u2013 Nonpermanent and Intermittent Employees<\/strong> in the April 9, 2025, session.<\/p>\n

Article 8 \u2013 Compensation <\/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 Article 8 \u2013 Compensation<\/strong> items presented previously by the Union.<\/p>\n

Article 9 \u2013 Other Compensation <\/strong>
\nThe Employer proposed housekeeping language correcting the use of on call versus standby throughout this article.
\n9.1.1 Service and Maintenance Bargaining Unit Shift Differential<\/strong>
\nThe Employer proposed that employees in this bargaining unit, unless specified elsewhere, if a majority of their hours were spent working in the second or third shift would receive the second or third shift differential, respectively, for their entire shift. In the case where employees work an even amount in two different shifts, the Employer proposed that the Employee would receive the greater differential for the entire shift.
\n9.3 Callback Pay<\/strong>
\nThe Employer proposed clarifying language that states callback pay applies when an employee has left the campus grounds and is called to physically return to the campus from standby status.
\n9.3.6 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.<\/p>\n

New Article \u2013 Corrective Action and Dismissal<\/strong>
\nThe Employer proposed to include a new article in the body of the agreement. This new article details corrective action and dismissal process at UMWC-NW\/UWMPC. The Employer\u2019s proposal also includes representation during investigations, written action plans, off the job activities, and addresses resignation or job abandonment.<\/p>\n

New MOU \u2013 Speech Language Pathologist Market Increases <\/strong>
\nThe Employer proposed a new MOU detailing pay range increases for Speech Pathologists in job classifications 21393 and 23023 to be moved from range 99 to range 101 on the BU pay table. This MOU would be effective no more than 45 days following ratification.<\/p>\n

Next Steps <\/strong>
\nThe next SEIU 1199NW and UW bargaining session is scheduled for June 10, 2025, and will be held in person.<\/p>\n","protected":false},"excerpt":{"rendered":"

Background This recap details the eleventh 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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