{"id":10150,"date":"2026-01-05T13:06:36","date_gmt":"2026-01-05T21:06:36","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=10150"},"modified":"2026-01-05T13:06:36","modified_gmt":"2026-01-05T21:06:36","slug":"uw-seiu-1199nw-rhh-negotiations-recap-for-december-29-2025","status":"publish","type":"post","link":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2026\/01\/05\/uw-seiu-1199nw-rhh-negotiations-recap-for-december-29-2025","title":{"rendered":"UW & SEIU 1199NW RHH Negotiations Recap for December 29, 2025"},"content":{"rendered":"

Background<\/strong><\/h4>\n

This recap details the eighth session for the negotiation for the 2025-2027 collective bargaining agreement between the UW and SEIU 1199NW Research\/Hall Health. This and all other bargaining sessions for this contract have been held virtually. Recaps are published online on the UW Labor Relations website.<\/a><\/p>\n

SEIU 1199NW RHH Counter Proposals<\/strong><\/h4>\n
Article 9 – Wages and Other Pay Provisions <\/strong><\/h5>\n

The Union proposed the following across-the-board increases for all SEIU 1199 represented employees:<\/p>\n

    \n
  • January 1, 2026, a 3% increase to pay tables B2, BW, and B9<\/li>\n
  • July 1, 2026, a 2% increase to pay tables B2, BW, and B9<\/li>\n<\/ul>\n

    The union also proposed to align the SEIU 1199 Husky Health nurses with the following pay tables used for SEIU 1199 Harborview workers retroactive to August 1, 2025:<\/p>\n

      \n
    • RNs and Research RNs 1 and 2 would move to match the Pay Table BR Range 2. Research RN1s would be reclassified as Research RN2s<\/li>\n
    • RNs and Research RNs 3 would move to match Pay Table BR Range 3<\/li>\n
    • Physicians Assistants and ARNPs would move to match Pay Table BQ Range 14<\/li>\n
    • Physicians Assistants and ARNP Leads would move to match Pay Table BQ Range 24<\/li>\n<\/ul>\n

       <\/p>\n

      MOU \u2013 Recruitment and Retention Wage Increases <\/strong><\/h5>\n

      The Union proposed the following:<\/p>\n

        \n
      • Effective January 1, 2026 RNs would receive a one percent (1%) increase.<\/li>\n
      • Effective July 1, 2026 RNs would receive a one percent (1%) increase.<\/li>\n
      • Effective January 1, 2026 Physicians Assistants and ARNPs would receive a five percent (5%) increase.<\/li>\n<\/ul>\n

         <\/p>\n

        UW Counter Proposals<\/strong><\/h4>\n
        Employer Package Proposal<\/strong><\/h5>\n

        In response to the Union\u2019s proposal, the Employer proposed a package in which all aspects of the proposal would need to be accepted as written in its entirety.<\/p>\n

         <\/p>\n

        In this package, the Employer proposed the following which is all outstanding articles still open:<\/p>\n

        Article 9 – Wages and Other Pay Provisions <\/strong><\/h5>\n

        The Employer previously proposed the following across-the-board increases for all SEIU 1199 represented employees<\/p>\n

          \n
        • Effective within ninety (90) days of ratification on the first available pay period, a 3% increase<\/li>\n
        • July 1, 2026, a 2% increase<\/li>\n<\/ul>\n
          MOU \u2013 Recruitment and Retention Wage Increases <\/strong><\/h5>\n

          The Employer proposed the following:<\/p>\n

            \n
          • Effective within ninety (90) days of ratification on the first available pay period as determined by the Employer, pay tables B2 and BW would receive a two percent (2%) increase<\/li>\n
          • Effective July 1, 2026, pay tables B2 and BW would receive a three percent (3%) increase<\/li>\n
          • Effective within ninety (90) days of ratification on the first available pay period as determined by the Employer, the following job profiles would receive range increases:<\/li>\n<\/ul>\n\n\n\n\n\n
            Regular Job Code<\/strong><\/td>\nNI Job Code<\/strong><\/td>\nJob Profile<\/strong><\/td>\nCurrent Table-Range<\/strong><\/td>\nNew Table-Range<\/strong><\/td>\n<\/tr>\n
            21203<\/td>\n23216<\/td>\nPHYSICIAN ASST-ADV RN PRACT<\/td>\nB9-14<\/td>\nB9-19<\/td>\n<\/tr>\n
            21202<\/td>\n23217<\/td>\nPHYSICIAN ASST-ADV RN PRACT LEAD<\/td>\nB9-24<\/td>\nB9-29<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

            \u00a0<\/strong><\/p>\n

            New MOU – New Top Step for Registered Nurses and Research Registered Nurses <\/strong><\/h5>\n

            The Employer previously proposed that effective within ninety (90) days of ratification on the first available pay period, as determined by the Employer, the Employer would add:<\/p>\n

              \n
            • Step AE for the Registered Nurse pay ranges 1 and 2 on pay table B2. The new top auto step AE would be two percent (2%) above Step AD.<\/li>\n
            • Step AE for the Registered Nurse \u2013 Research pay ranges 1 and 2 on pay table BW. The new top auto step AE would be two percent (2%) above Step AD.<\/li>\n<\/ul>\n

               <\/p>\n

              Employees who have been on Step AD for at least a year by the effective date would be placed on Step AE.<\/p>\n

               <\/p>\n

              Both parties are in agreement on the following which is a part of the package:<\/strong><\/h5>\n\n\n\n\n\n\n\n\n\n\n\n\n
              Article 5 Union Membership Dues Deduction and Status Reports<\/td>\nEmployer Counter Proposal (12\/04\/2025)<\/td>\n<\/tr>\n
              Article 6 Bargaining unit Classes Definitions<\/td>\nEmployer Counter Proposal (12\/04\/2025)<\/td>\n<\/tr>\n
              Article 7 Hours of Work and Overtime<\/td>\nEmployer Counter Proposal (06\/12\/2025)<\/td>\n<\/tr>\n
              Article 8 Educational and Professional Development<\/td>\nEmployer Counter Proposal (12\/04\/2025)<\/td>\n<\/tr>\n
              Article 14 Union Activities<\/td>\nCurrent Contract Language<\/td>\n<\/tr>\n
              Article 26 Grievance Procedure<\/td>\nCurrent Contract Language<\/td>\n<\/tr>\n
              Article 34 Salary<\/td>\nCurrent Contract Language<\/td>\n<\/tr>\n
              MOU Panel of Arbitrators<\/td>\nCurrent Contract Language<\/td>\n<\/tr>\n
              MOU Vacation Scheduling at Hall Health<\/td>\nEmployer Initial Proposal (05\/20\/2025)<\/td>\n<\/tr>\n
              Side Letter A Diversity and Inclusion<\/td>\nEmployer Initial Proposal (06\/12\/2025)<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

               <\/p>\n

              Next Steps <\/strong><\/h4>\n

              The next UW & 1199NW RHH bargaining session is still being scheduled with the PERC mediator and will be held virtually.<\/p>\n

               <\/p>\n","protected":false},"excerpt":{"rendered":"

              Background This recap details the eighth session for the negotiation for the 2025-2027 collective bargaining agreement between the UW and SEIU 1199NW Research\/Hall Health. 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