RFPU-NW and UW Labor Relations (UW) met for the eighth (virtual) bargaining session. 

Articles discussed:

Article 1, Definitions: RFPU agreed to keep language that defines a resident or fellow as “accredited by the ACGME” and add “dental” to the definition. 

Article 3, Childcare: RFPU provided an updated proposal that UW Children’s Centers application fees will be reimbursed (previously proposed as waived) for residents. RPFU agreed to minor language from the employer regarding lactation rooms, removed language from a previous proposal that says cleaning staff will clean rooms daily, and agreed to the employer’s language that residents “should inform their colleagues before stepping away from a lactation session.”

Article 4, Disciplinary Action and Just Cause: RFPU agreed to remove language that states “upon request, if a resident is the subject of a focus of concern and/or discussed at a Clinical Competency Committee (CCC) meeting, the Resident will be notified in a advance and has the right to a union representative at the meeting. RFPU agreed to language stating, “a focus of concern letter should include recommended actions that the resident should follow to resolve the issue(s) described”, and added “with a clear timeline.” 

Article 6, Fringe Benefits: 

  • Wellness and Counseling Services: RFPU agreed to the compromise language of “residents who need urgent mental health support will be prioritized for an appointment by the GME wellness service.”
  • Meals: RFPU reduced the proposal for meal stipends to be $18 for any shift 8 hours or longer, and simplified language around providing stipends on rotations at affiliated institutions. 
  • Uniforms and Laundry: RFPU agreed to the employer’s language, “Residents will have access to the same scrubs provided to other hospital and clinic employees.”
  • Local Community Relations: RFPU proposed adding “make meaningful efforts to” language regarding providing catering from locally owned and BIPOC businesses. 

Article 7, Grievance Procedure: RFPU agreed to maintain language that grievances can involve the evaluation of academic or clinical performance or professional behavor, or any other academic matters, but maintains the proposal that a non-reappointment decision shall be grievable. RFPU also agreed to maintain language that the expenses and fees of the arbitrator will be shared equally by both parties. 

Article 10, Leave – Bereavement: UW accepted language that additional time off (in excess of the current 3 days) can be granted for attendance to a funeral or memorial service. 

Article 13, Leave – Miscellaneous: RFPU accepted minor language changes. 

Article 16, Leave – Vacation: RFPU agreed to maintain language that residents are not entitled to vacation time off that impacts eligibility for certification, and updated the vacation days payout section to reflect “unused vacation leave” in contract to “accumulated vacation leave” for clarification purposes. 

Article 21, Professional Development and Licensing: UW increased their professional development fund allowance from $400/year to $425/year, and agreed to RFPU’s language that if a program switches to the allowance option, each resident who has accumulated rollover professional development funds will be paid out the balance of those funds or given the opportunity to use the remaining funds. 

Article 22, Salary/Stipend: RFPU decreased the union’s chief resident allowance proposal from $750/month to $500/month, and reduced the union’s housing stipend proposal from $1,100/month to $950/month. UW is still only offering a salary increase of 2-1-1% over the three year contract.

Article X, Scheduling, Hours, Patient Care: RFPU removed language encouraging programs to provide complete schedules 120 days in advance of the rotation start date, and reduced the extra pay for extra duty (EPED) rate for hours worked over 70 hours per week, from $125/hour to $120/hour. 

Tentative Agreement Reached

  • Article 2, Committee Memberships and Hospital Committees (in between sessions)

The proposals can be read in their entirety here, along with a short video summary from this session by RFPU-NW Lead Negotiator, Dr. Kevin Steehler. 

Next (virtual) bargaining session: Wed, May 11th from 3:00-7:00pm. RFPU-NW encourages all of our co-residents to attend, including incoming residents and fellows –  please RSVP here.

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