{"id":8981,"date":"2025-04-14T13:20:58","date_gmt":"2025-04-14T20:20:58","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=8981"},"modified":"2025-04-14T13:20:58","modified_gmt":"2025-04-14T20:20:58","slug":"seiu-1199nw-uw-negotiations-recap-for-wednesday-april-9-2025","status":"publish","type":"post","link":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2025\/04\/14\/seiu-1199nw-uw-negotiations-recap-for-wednesday-april-9-2025","title":{"rendered":"SEIU 1199NW \u2013 UW Negotiations Recap for Wednesday, April 9, 2025"},"content":{"rendered":"<p><strong>Background<\/strong><\/p>\n<p>This recap details the fifth 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:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/staff-unions\/seiu-1199\/negotiation-updates\">UW Labor Relations website<\/a>.<\/p>\n<p><strong>SEIU 1199NW Initial Proposals<\/strong><\/p>\n<p><strong>Article 6 \u2013 Grievance Procedure <\/strong><br \/>\n<strong>6.6 Union Delegates<\/strong><br \/>\nThe Union proposed to include investigation meetings as an instance where an aggrieved employee and the Union Delegate would be in pay status. This would be in addition to grievance meetings, mediations, and arbitration hearings.<\/p>\n<p><strong>Article 36 \u2013 Corrective Action\/Dismissal Process<\/strong><br \/>\nThe Union proposed to strike the sentence where if the Employer placed an employee on administration leave for investigatory purposes, the Employer would notify the Union. Instead, the Union proposed that prior to scheduling the investigation meeting, the Employer would notify the employee.<\/p>\n<p><strong>Article 41 \u2013 New Employee Orientation<\/strong><br \/>\nThe Union proposed to increase the amount of time a Union representative would be allowed with new employees from half an hour to a full hour. Additionally, the Union proposed that delegate time in new employee orientations would count as paid time while striking that this release time would be subject to the operational needs of the department.<\/p>\n<p><strong>Article 42 \u2013 Union Activities<\/strong><br \/>\nThe Union proposed to increase the amount of paid release time delegates would be allowed from eight to 24 hours annually to participate in the Union\u2019s delegate training program.<\/p>\n<p><strong>MOU \u2013 Negotiations for the 2025-2027 Agreement<\/strong><br \/>\nThe Union proposed to rollover this MOU and the Union proposed that participating employees would be paid release time for any hour missed from their regular schedule rather than a cap of eight hours.<\/p>\n<p><strong>Side Letter L \u2013 Virtual NEO<\/strong><br \/>\nSimilarly to their proposal in Article 41, the Union proposed to increase the amount of time a Union representative would be allowed with new employees from half an hour to a full hour.<\/p>\n<p><strong>UW Initial Proposals<\/strong><\/p>\n<p><strong>Article 37 \u2013 Nonpermanent and Intermittent Employees<\/strong><br \/>\nThe Employer proposed cleaning up language to reflect the current use of nonpermanent and intermittent employees rather than the outdated use of per diem. Additionally, the Employer proposed that this article would be applicable to all nonpermanent and intermittent employees whereas in some places, the article previously only referred to intermittent and nonpermanent registered nurses. These proposed changes can be found throughout the Employer\u2019s proposal.<br \/>\n<strong>Minimum Work Availability<\/strong><br \/>\nThe Employer proposed that the four shifts of availability would match the open shift needs of the department.<br \/>\n<strong>Float<\/strong><br \/>\nThe Employer proposed that intermittent or nonpermanent employees would not be eligible for the float premium.<br \/>\n<strong>Premiums<\/strong><br \/>\nThe Employer proposed to include a table that would detail, by the bargaining unit, the various premiums that would apply to nonpermanent and intermittent employees covered by this agreement.<br \/>\n<strong>Training<\/strong><br \/>\nThe Employer proposed clarifying that when intermittent and nonpermanent employees could be required for mandatory education as pertinent to the classification and clinical area. This mandatory class time would be compensated at the appropriate rate of pay. Finally, in the Employer\u2019s proposal, intermittent and nonpermanent employees could attend in-house education offered by the employer without cost when it is also without cost for classified staff but would not qualify for elective educational and professional leave or education support funds.<\/p>\n<p><strong>UW Counter Proposals<\/strong><\/p>\n<p><strong>Article 11 \u2013 Educational and Professional Development &amp; Article 42 \u2013 Union Activities<\/strong><br \/>\n<strong>Elective Educational and Professional Leave<\/strong><br \/>\nIn response to the Union\u2019s proposal to increase paid release time from eight to 24 hours of paid release time for the purposes of the Union\u2019s delegate training, the Employer could not agree; however, the Employer did propose that Union provided training for delegates could count as elected educational and or professional leave for the purposes of Article 11.<\/p>\n<p><strong>Next Steps <\/strong><br \/>\nThe next SEIU 1199NW and UW bargaining session is scheduled for Wednesday, April 23, and will be held in person.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Background This recap details the fifth 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-8981","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 Wednesday, April 9, 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:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2025\/04\/14\/seiu-1199nw-uw-negotiations-recap-for-wednesday-april-9-2025\" \/>\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 Wednesday, April 9, 2025 - Labor Relations\" \/>\n<meta property=\"og:description\" content=\"Background This recap details the fifth 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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