All proposals made by RFPU-NW and the employer will be shared here.

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RFPU-NW 2022 Bargaining Team:

Dr. Amy Zhang – Anesthesia
Dr. Claire Oduwo – Psychiatry
Dr. Colbey Ricklefs – Family Medicine
Dr. Diana Christensen – Radiology
Dr. Eve Champaloux – Otolaryngology
Dr. George Plummer – Neurology
Dr. Julie Weis – Internal Medicine
Dr. Ken Tharp – Boise Internal Medicine/Prelim Radiology
Dr. Kevin Steehler (Lead Negotiator) – Internal Medicine
Dr. McKenzie Momany – Psychiatry
Dr. Nicolle Siegart – Family Medicine
Dr. Sara Drescher – Pediatrics
Dr. Tim Kelly – Psychiatry 

UW’s Negotiation Team can be found here.

Top Priorities – RFPU-NW ‘22-25 CBA

  1. Increased Salary
    • Housing Stipend, Professional Development/Educational Fund, Overtime Pay

Many UW residents make less than minimum wage per hour in one of the most expensive cities in America. In order to uphold the quality of care the UW Medicine believes in, residents must live within close proximity to sites of care, limiting residents to high-cost neighborhoods. Considering the low pay, high number of hours worked, and cost of living, many qualified candidates, especially those from diverse backgrounds do not even consider UW when applying for residency. In order for our Residents to be wholly focused on patient care and for UW to improve the diversity of doctors in our region, increased salary, housing stipend, and creation of overtime pay for 70+ hour weeks must be established.

  1. Equitable Recruitment
    • Relocation Stipend, Pregnancy Accommodations, Childcare Fund

Despite being considered a top training site, UW has significantly lower rates of residents from diverse backgrounds and residents with children than the average training institution. Medical students applying to UW are expected to pay for moving expenses out-of-pocket, or with student loans. The final year of medical school is usually the most financially devastating, requiring students to pay thousands to interview at programs across the country. By not assisting residents with moving expenses, UW limits its recruitment to those who already have the means to pay thousands of dollars to move across the country; or demand residents take on a substantial amount of debt. Additionally, UW does not offer adequate financial support for residents with children, which has a substantial impact on recruitment of residents with children, or who want to have children. Due to the long hours residents work, pregnancy accommodations and childcare support are essential for all training institutions. Without a robust childcare fund, UW is preventing residents from making the decision to have children, and those who already have children often choose other institutions. In particular, lack of funding for childcare disproportionately affects residents of lower socioeconomic backgrounds.

  1. Patient Safety
    • Quotas, Work Hour Caps

Residents of the UW frequently work up to 28 hour hospital shifts, often without any sleep. In other words, your King County doctors (of which residents make up 15% of the physician workforce) are making life-or-death decisions, or even using a scalpel in the operating room, on their 24th hour without sleep. Furthermore, residents often will work upwards of 80 hours per week, sometimes working up to 14 days without a day off. The amount of work residents are expected to do, while sleep deprived, takes a toll on the mental, physical, and emotional states of our physician workforce. There is a reason why suicide is one of the leading causes of death among residents. Resident work hours are not only unsafe for residents, but also their patients. In response to this crisis, RFPU is demanding caps on resident work hours, patient safety quotas for when residents are overwhelmed and need backup, and overtime pay.