{"id":9494,"date":"2025-07-18T16:55:09","date_gmt":"2025-07-18T23:55:09","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=9494"},"modified":"2025-07-18T16:55:09","modified_gmt":"2025-07-18T23:55:09","slug":"seiu-1199nw-uw-negotiations-recap-for-july-17-2025","status":"publish","type":"post","link":"https:\/\/hr.uw.edu\/labor\/2025\/07\/18\/seiu-1199nw-uw-negotiations-recap-for-july-17-2025","title":{"rendered":"SEIU 1199NW \u2013 UW Negotiations Recap for July 17, 2025"},"content":{"rendered":"<p><strong>Background<\/strong><br \/>\nThis recap details the twentieth 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\/seiu-1199\/negotiation-updates\">UW Labor Relations website<\/a>.<\/p>\n<p><strong>Tentative Agreements<\/strong><br \/>\nThe parties tentatively agreed to the following:<\/p>\n<p><strong>Article 38 \u2013 Seniority, Layoff, Rehire <\/strong><br \/>\nThe parties agreed to the Employer\u2019s proposal from June 24, 2025. In this TA, seniority has been further defined by layoff seniority and unit seniority. Within the definition of unit seniority, the parties agreed to include \u201cbridging seniority\u201d when employees move between units.<\/p>\n<p><strong>SEIU 1199NW Initial Proposals<\/strong><\/p>\n<p><strong>New MOU \u2013 Market Adjustments <\/strong><br \/>\nThe Union proposed a series of Market Adjustments across multiple job profiles.<\/p>\n<p>Effective July 1, 2025:<\/p>\n<ul>\n<li>5% market adjustment for:\n<ul>\n<li>Registered nurses and flight nurses<\/li>\n<li>IR technologists<\/li>\n<\/ul>\n<\/li>\n<li>10% market adjustment for:\n<ul>\n<li>Mammography technicians<\/li>\n<li>CT technicians<\/li>\n<li>Nuclear medicine technicians<\/li>\n<li>MRI technicians<\/li>\n<li>Respiratory care practitioners<\/li>\n<li>Electroneurodiagnostic technologists<\/li>\n<li>Cardiac sonographers (only cardiac sonographer 1)<\/li>\n<li>Angio technicians<\/li>\n<\/ul>\n<\/li>\n<li>15% market adjustment for:\n<ul>\n<li>Dietician<\/li>\n<li>Speech language pathologists<\/li>\n<li>Cardiac sonographer (only cardiac sonographer 2 and cardiac sonographer leads)<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><strong>SEIU 1199NW Counter Proposals<\/strong><\/p>\n<p><strong>Article 9 \u2013 Hours of Work and Overtime <\/strong><br \/>\n<strong>9.4 Work Schedules <\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union proposed to strike the language that this subsection would not apply to Article 45.6 Standby.<\/p>\n<p><strong>Article 45 \u2013 Wages and Other Pay Provisions <\/strong><br \/>\n<strong>Standby Pay<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union proposed that it would reduce its proposal for base rate pay for employees on call to WA State Minimum Wage.<br \/>\n<strong>45.12 Salary Schedules and Premiums<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union proposed that effective July 1, 2025, all salary ranges would be increased by four dollars prior to the across-the-board increase.<\/p>\n<p><strong>Article 47 \u2013 Airlift Northwest<\/strong><br \/>\n<strong>47.9 Mileage, Lodging, and Per Diem<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union proposed that while in travel status, if the University Policy and ALNW policy were in conflict, University Policy would prevail.<br \/>\n<strong>47.11 Aircraft out of Service and Reassignment<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union proposed to strike the language requiring the nurse to have already reported to work for the following to apply: if the Employer assigns the nurse to work at another Airlift Northwest facility within 24 hours of their shift start time, travel time beyond their usual commute would be considered duty time and mileage would be paid to the temporary duty station in accordance with University policy.<br \/>\nIn response to the Employer\u2019s proposal, the Union proposed that effective July 1, 2025, all salary ranges would be increased by four dollars prior to the across-the-board increase.<br \/>\n<strong>47.15 Nurse Replacement<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union maintained that for sick calls received more than 12 hours before shift start, AOC would give 2 hours to allow for base response. If coverage was needed farther into schedule than 48 hours, the AOC would fill shifts in the order described in this subsection. The AOC would wait 24 hours for responses before assigning the shift.<br \/>\n<strong>47.16 Hours of Work and Overtime<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union proposed that employees could request to accrue compensatory time on the basis of straight time for hours worked above FTE.<br \/>\n<strong>47.24 Committee Work<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union proposed that time spent by employees on Employer established committees and committees mentioned in this contract would be considered time worked and would be paid at the regular rate of pay.<br \/>\n<strong>47.25 Service Commitment<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union proposed that newly hired nurses and currently employed nurses who voluntarily choose to relocate could be asked to stay at the base they commit to in Washington for a minimum of one year and may be asked to stay at the base they commit to in Alaska for a minimum of two years.<br \/>\n<strong>47.27 Certification Pay<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union maintains that flight nurses are eligible for up to two certification premiums.<br \/>\n<strong>47.29 Premiums<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union proposed to include the CPQ and Safety Committee Chairs in the list of premiums at the value of $2.50 per hour.<br \/>\n<strong>47.30<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union proposed that 45.12 would apply to Airlift Northwest Nurses as well.<br \/>\n<strong>47.31 Seniority Defined<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union proposed that non-layoff seniority would be defined as the totally continuous length of permanent bargaining unit employment with Airlift Northwest. Ties in seniority within Airlift Northwest would be broken using the following tiebreakers in order: totally permanent employment with ALNW, total state service, FTE, years of nursing as determined by the NCLEX exam of foreign country equivalent. Additionally the Union proposed that layoff seniority would be defined as the total continuous length of permanent bargaining unit employment with ALNW.<\/p>\n<p><strong>New MOU \u2013 Language Pay<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union proposed that if a language knowledge was listed as \u201cpreferred\u201d in a job posting, it could count as required. The Union also proposed that if an employee believes their language skill regularly benefits the department, they could request to have the \u201cRequired Bilingual Staff\u201d designation added to their job description.<\/p>\n<p><strong>UW Package Proposal<\/strong><br \/>\nThe Employer proposed a package containing the following proposals:<\/p>\n<p><strong>Side Letter I \u2013 PA-ARNP Training Workgroup (Onboarding)<\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer could not agree to this new MOU.<\/p>\n<p><strong>New MOU \u2013 Practice Management Time<\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer could not agree to this new MOU.<\/p>\n<p><strong>New MOU \u2013 Council Paid Time<\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer proposed release time for council member participation would be approved when possible and such time would need approval by the supervisor.<\/p>\n<p><strong>New MOU \u2013 APP Moonlighting<\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer could not agree to this new MOU.<\/p>\n<p><strong>New MOU \u2013 APP Promotional Pathway<\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer proposed broadening the Promotional Pathway to Professional Development Workgroup. In the Employer\u2019s proposal, this group would explore possible strategies to recognize and define the responsibilities performed by Advanced Practice Providers (APPs) that are in addition to direct patient care. In this counter, the Employer removed the Medical Director\u2019s participation in the workgroup since it could not guarantee their presence. The Employer also proposed that this workgroup would meet 4 times a year for 2 years instead of 6 times a year, for 2.5 years. The Employer also struck that the Executive Leadership Team would be required to write a response to the workgroup\u2019s recommendations and it struck the guarantee that this workgroup would meet afterward to discuss next steps.<\/p>\n<p><strong>New MOU \u2013 APP Executive Leadership<\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer could not agree to this new MOU.<\/p>\n<p><strong>New MOU \u2013 APP Recruitment and Retention Increases <\/strong><br \/>\nThe Employer proposed effective no more than 45 days following ratification, Physician Assistant-Advanced RN Practitioner Series would receive a 5% increase.<\/p>\n<p><strong>UW Counter Proposals<\/strong><\/p>\n<p><strong>Article 36 \u2013 Corrective Action\/Dismissal Process<\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer could not agree to make informal coaching grievable.<\/p>\n<p><strong>Article 37 \u2013 Nonpermanent and Intermittent Employees<\/strong><br \/>\n<strong>Hours of Work and Overtime<\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer proposed that temporary\/intermittent employees would\u00a0 have access to overtime when those incentive shifts are offered and provided they meet the requirements of the overtime.<br \/>\n<strong>Minimum Work Availability<\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer maintains that nonpermanent\/intermittent employees\u2019 minimum shift requirements would match the needs of the department. The Employer did not agree to include sick and\/or vacation time use would count as an available shift.<br \/>\n<strong>Certification Pay<\/strong><br \/>\nThe Employer proposed including language that Social Workers would have Licensure Pay in lieu of Certification pay. Social Worker Licensure Pay is in the amount of $1.50 per hour and would be provided to all social workers who are licensed by the State of Washington as advanced social worker or independent clinical social workers.<br \/>\n<strong>Weekend Pay<\/strong><br \/>\nThe Employer proposed including the weekend premium eligibility to intermittent or nonpermanent employees as their regular position counterparts.<br \/>\n<strong>Modality Pay<\/strong><br \/>\nThe Employer proposed including modality pay premium eligibility to intermittent or nonpermanent employees as their regular position counterparts.<br \/>\n<strong>Employee Recruitment and Retention Step Increases<\/strong><br \/>\nThe Employer proposed including that it could approve additional step increases at any time.<br \/>\n<strong>Temporary Salary\/Hourly Increases<\/strong><br \/>\nThe Employer proposed that intermittent or nonpermanent employees could have the same eligibility for temporary hourly increases as their regular position counterparts in the same classification.<\/p>\n<p><strong>Article 39 \u2013 Resignation <\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer proposed that a representative of the employee could also submit to the employee\u2019s supervisor a written petition for reinstatement.<\/p>\n<p><strong>Article 41 \u2013 New Employee Orientation <\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer maintains 30 minutes of time to one union delegate to attend orientation meetings to speak to employees during New Employee Orientations. The Employer also did not agree to paying delegates to participate regardless of if they attended during a work day or not.<\/p>\n<p><strong>Article 42 \u2013 Union Activities <\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer proposed that delegates could use their education and professional leave hours (see Article 11.3) for Union trainings.<\/p>\n<p><strong>MOU \u2013 Negotiations for the 2025-2027 Agreement <\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer could not agree to pay for any work hours missed by employee participation in the next round of CBA bargaining over and above the current 8 hour maximum.<\/p>\n<p><strong>MOU \u2013 Panel of Arbitrators <\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer proposed going back to current contract language.<\/p>\n<p><strong>Side Letter L \u2013 Virtual NEO <\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer maintains 30 minutes of time to one union delegate to attend orientation meetings to speak to employees during New Employee Orientations. The Employer also did not agree to paying delegates to participate regardless of if they attended during a work day or not.<\/p>\n<p><strong>Next Steps <\/strong><br \/>\nThe next SEIU 1199NW and UW bargaining session is scheduled for July 28, 2025, and will be held in person.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Background This recap details the twentieth 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-9494","post","type-post","status-publish","format-standard","hentry","category-negotiation-update","union-seiu-1199","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 July 17, 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\/07\/18\/seiu-1199nw-uw-negotiations-recap-for-july-17-2025\" \/>\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 July 17, 2025 - Labor Relations\" \/>\n<meta property=\"og:description\" content=\"Background This recap details the twentieth 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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