{"id":9292,"date":"2025-06-25T13:35:33","date_gmt":"2025-06-25T20:35:33","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=9292"},"modified":"2025-06-25T13:35:33","modified_gmt":"2025-06-25T20:35:33","slug":"seiu-1199nw-uw-negotiations-recap-for-june-24-2025-2","status":"publish","type":"post","link":"https:\/\/hr.uw.edu\/labor\/2025\/06\/25\/seiu-1199nw-uw-negotiations-recap-for-june-24-2025-2","title":{"rendered":"SEIU 1199NW \u2013 UW Negotiations Recap for June 24, 2025"},"content":{"rendered":"<p><strong>Background<\/strong><br \/>\nThis recap details the sixteenth 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 <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>SEIU 1199NW Package Proposal<\/strong><br \/>\nThe Union presented the following in a Package Proposal:<\/p>\n<p><strong>Article 2 \u2013 Union Membership; Dues Deductions <\/strong><br \/>\nIn this package proposal, the Union proposed to accept the Employer\u2019s proposal from May 2, 2025.<\/p>\n<p><strong>Article 3 \u2013 Union Representatives <\/strong><br \/>\n<strong>3.2 Officers\/Delegates<\/strong><br \/>\nIn this package proposal, the Union proposed to maintain status quo where officers, delegates, or committee members could use 8 hours per calendar year of paid leave to attend Union sponsored training in leadership, representation, and dispute resolution. The Union also proposed that these individuals could use their continuing education hours for these Union trainings.<\/p>\n<p><strong>Article 23 \u2013 Grievance Procedure <\/strong><br \/>\nIn this package proposal, the Union proposed to accept the Employer\u2019s proposal from May 2, 2025.<\/p>\n<p><strong>Article 31 \u2013 New Employee Orientation <\/strong><br \/>\nIn this package proposal, the Union proposed to reduce their proposal of 1 hour to participate in New Employee Orientations to 45 minutes. The Union also proposed that delegate participation would count as paid time.<\/p>\n<p><strong>MOU \u2013 Ground Rules for the 2025-2027 Agreement<\/strong><br \/>\nIn this package proposal, the Union maintains their position from April 9, 2025, where they proposed that bargaining team employees would be paid for any hours missed to participate in contract negotiations.<\/p>\n<p><strong>MOU \u2013 Panel of Arbitrators <\/strong><br \/>\nIn this package proposal, the Union proposed to keep Howell Lankford and instead strike Catherine Harris.<\/p>\n<p><strong>Side Letter E \u2013 Virtual New Employee Orientation <\/strong><br \/>\nIn this package proposal, the Union proposed to reduce their proposal of 1 hour to participate in Virtual New Employee Orientations to 45 minutes. The Union also proposed that delegate participation would count as paid time.<\/p>\n<p><strong>New Article \u2013 Corrective Action and Dismissal <\/strong><br \/>\n<strong>XX.2 Representation During Investigations<\/strong><br \/>\nIn this package proposal, the Union proposed the ability to grieve informal counselings.<br \/>\n<strong>XX.6 Investigations<\/strong><br \/>\nIn this package proposal, the Union proposed to accept the Employer\u2019s proposed language regarding investigations as presented on June 4, 2025, where the Employer proposed that the employee would be notified of the subject of the investigation upon scheduling of the investigation meeting.<br \/>\n<strong>XX.8 Presumption of Resignation\/Abandonment<\/strong><br \/>\nIn this package proposal, the Union proposed to allow 60 days for a separated employee to provide proof that the failure to report an absence could not reasonably have been avoided and therefore petition for their reinstatement. The Employer\u2019s proposal was to allow 14 days.<\/p>\n<p><strong>UW Counter Proposals<\/strong><\/p>\n<p><strong>Article 6 \u2013 Seniority, Layoff, Restructure <\/strong><br \/>\n<strong>6.2.1 Employment Option<\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer maintained that impacted employee could not be redefined to an effected department first and then impacted employees. The Employer did agree to include shift as a consideration in the options presented to impacted employees.<br \/>\n<strong>6.2.2 Layoff Units<\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer proposed two layoff units: UWMC-NW Hospital and UWMC-NW All Clinics instead of the previous proposal of three layoff units.<br \/>\n<strong>Severance<\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer rejected including a subsection on severance pay for separated employees.<br \/>\n<strong>6.2.8 Removal from List<\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer agreed to the geographical reduction proposed by the Union. In this situation, if an employee refuses two offers of placement for a position have the same pay, FTE status, within 10 miles of their previous working location, and shift as the position they were laid off from, they would be removed from the rehire list.<\/p>\n<p><strong>Low Census Fund<\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer rejected including a low census fund.<\/p>\n<p><strong>Article 32 \u2013 Salary Overpayment Recovery <\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer agreed to include language that it believes meets the concerns of the Union. In this proposal, the Employer proposed that the salary overpayment amount will result in net pay. The Employer also agreed that salary overpayment recovery process will not be used to retaliate against employees while being clear that the Employer is required to recoup overpayments that it knows about.<\/p>\n<p><strong>New MOU \u2013 Contract Extension <\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer proposed housekeeping edits back to the Union before it could agree to the proposal.<\/p>\n<p><strong>Next Steps <\/strong><br \/>\nThe next SEIU 1199NW and UW bargaining session is scheduled for July 17, 2025, and will be held in person.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Background This recap details the sixteenth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Service Employees International Union 1199NW (SEIU 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-9292","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 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>SEIU 1199NW \u2013 UW Negotiations Recap for June 24, 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\/06\/25\/seiu-1199nw-uw-negotiations-recap-for-june-24-2025-2\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"SEIU 1199NW \u2013 UW Negotiations Recap for June 24, 2025 - Labor Relations\" \/>\n<meta property=\"og:description\" content=\"Background This recap details the sixteenth 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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