Fall 2021 Childcare Fund Application is Open!

Fall Childcare Fund Timeline
Application Open: September 1st
Application Deadline: 11:59pm on September 15th
Notice from RFPU: By September 18th
Appeals: Submit by11:59pm on September 25th
Disbursement from UW HR: Usually within 2-3 pay periods after appeals date

Childcare Fund Eligibility and Determination Criteria:

Inclusion Criteria. Inclusion is based on the household income, expressed in Adjusted Gross Income (AGI).

  • Must be a dues-paying member of the RFPU
  • For a Single-Income Household: AGI < 100% PGY-9 level salary qualifies
  • For a Dual-Income Household: AGI < 160% PGY-9 level salary qualifies
  • Regardless of household income, two UW resident-parent households will always be included

Read here for more details!

Negotiation Prep Time – Article Planning Meetings

Join your co-residents & fellows to discuss how these articles can be improved in our next contract & draft language for our proposals. No prior contract/legal experience required, and we highly encourage first timers!

It’s important that we get different perspectives from our Union Members (you!) in order to make sure that our contract proposals represent as many resident voices as possible. See below for meeting registration links.

There will be a follow-up meeting to finish the first drafts on July 28th at 6pm – register here!

NOW OPEN: Spring 2021 Childcare Fund Application

Eligibility and disbursement criteria that are used for this fund can be found here on our website. 

Purpose: The RFPU Childcare Program is a benefit to help support residents and fellows with young children.


Application Deadline: 11:59pm on March 15, 2021
Notice from RFPU: March 18, 2021
Appeals Deadline: 11:59pm on March 25, 2021
Disbursement from UW HR: Usually within 2-3 pay periods after appeals date.

You will hear from us regarding your eligibility for the fund, including your weighted score by March 18, you will then have until March 25 at 11:59p.m. to appeal these decisions if needed.

As a reminder, we are able to disperse $50,000 per year. We will continue to fight for more funding as we know the cost of childcare in Seattle creates a huge burden for resident families.

If you have questions, please email admin@rfpu.org.

The Fall 2020 Childcare Fund Application is Open

Eligibility and disbursement criteria that are used for this fund are on our website

Application Deadline: 11:59pm on Monday, September 28th
Notice from RFPU: By Thursday, October 1st
Appeals Deadline: 11:59pm on Thursday, October 8th
Disbursement from UW HR: Late October or Early November

Apply Here!

You will hear from us regarding your eligibility for the fund, including your weighted score by October 1st, you will then have until October 8th to appeal these decisions if needed.

As a reminder, we are able to disperse $50,000 per year. We will continue to fight for more funding as we know the cost of childcare in Seattle creates a huge burden for resident families.

If you have questions, please email admin@rfpu.org

April 9th Bargaining Session

UWHA and UW Labor Relations (LR) met for the twenty-seventh bargaining session on Wednesday, April 9th via Zoom. UWHA presented counter proposals for Articles 1, 2, 6, 11, 21, 23, and 25. LR responded with proposals on Articles 6,11, and 21. Articles 3, 11, and 13 are ready to be Tentatively Agreed (TA) to (upon virtual signature). The state appointed mediator was in attendance.

Article 1 (Childcare), UWHA decreased the financial ask for the Childcare Fund to $100,000; however, continues to propose the Emergency Childcare Fund at $50,000. 

Article 2 (Committees), UWHA removed the representative substitution section for all subcommittees, updated the GME Committee (GMEC) to have a minimum of one UWHA-endorsed resident representative seat, and removed the duty to inform section – stating that minutes, agendas, and communication will be available to UWHA upon request.

Article 3 (Definitions), is ready to be TA’d.

Article 6 (Fringe Benefits), UWHA accepted the employer’s meal reimbursement proposal of $10.00/per meal, starting 7/1/2020. UWHA reduced the relocation stipend to $300 per incoming resident. LR said they have no intention to create a relocation stipend for residents.

Article 11 (Leave-Extended), UWHA updated language to say “Contact UWHA” where links were listed previously. Both UWHA and LR agreed this article is ready to TA. 

Article 13 (Leave – Miscellaneous), is ready to be TA’d.

Article 21 (Professional Development),UWHA decreased the proposal for the  professional development fund to $400/per year, and increased the rollover to a maximum of $2,000. 

Article 23 (Salary), UWHA decreased financial asks to 3/3/3% salary increases, $300/month for chief resident stipend, and $12k/year housing stipend. LR has no responses to this article.

Article 25 (Transportation), UWHA removed the bike helmet reimbursement.LR has no responses to this article.

The next bargaining session is scheduled for Wednesday, April 15th from 3:00-7:00pm via Zoom. UWHA welcomes all members to attend, please email admin@uwha.com if you would like to join.

UWHA Emergency Childcare Fund

Due to the increased need for childcare, the UWHA has decided to set up an emergency childcare fund for the next few weeks. One of the reasons for our recent dues increase was to be able to assist with unexpected needs as they arise. Although our union is financially lean, we believe this is the right thing to do in our current situation. We will continue to fight for the need of a Emergency Childcare Fund from UW and in our next contract as well. 

At this time, we will be limiting the fund to families with parents who are both residents, or families where the resident is the sole income provider. This fund will also be limited to support for additional childcare costs that are directly related to COVID19.  If this applies to you, please fill out the form. 

We will try our best to reimburse as many as you as possible to the maximum amount possible, but we recognize that our funds will fall far short of our members’ needs. 

UW Childcare Updates: https://hr.uw.edu/child-care/backup-and-sick-child-care/.

March 3rd Bargaining Session

UWHA and UW Labor Relations (LR) met for the twenty-fifth bargaining session on Tuesday, March 3rd. UWHA brought counter proposals for Articles 2, 3, 6, 7, 12, 15, 16, 18, 19, 21, 25, and newly submitted 26. LR submitted a package proposal including new language on Articles 6, 16, 21, 23, 25, a Side Letter and a MOU. 

Article 2 (Committees), UWHA proposed that if GMEC or the GMEC Policy Subcommittee dissolves or adapts, the new committee will maintain the same number of board seats as the prior established committee.

Article 3 (Definitions), UWHA maintains that the definition of a “resident” should not include that an individual is in an “ACGME accredited program” as it is exclusive of many residents. 

Article 6 (Fringe Benefits), UWHA proposed that starting on July 20, 2020, meals are reimbursed at $9.50 per meal, increasing by $0.50 each year thereafter. LR has increased their financial offer for meal reimbursements to $9.50 starting July 1, 2020 and $10.00 starting July 2, 2021. UWHA also proposed that in the future if other physician groups at UW are afforded a cell phone or cell phone stipend, this will be afforded to members. Additionally, UWHA proposed that any residents moving from outside of Seattle will be allocated a $2,500 relocation stipend. 

Article 7 (Grievance), UWHA proposed small language updates. 

Article 12 (Leave – Holidays), UWHA updated a grammatical error, but maintains that holidays be paid out. 

Article 15 (Leave – Sick), UWHA agreed to language that accumulated sick leave that is not transferable, is not compensable at the completion or expiration of the appointment to the program.

Article 16 (Leave – Vacation), LR increased their offer to 24 days of paid vacation, starting July 1, 2020 and 28 days (4 weeks) of paid vacation, starting July 1, 2021. 

Article 18 (Moonlighting), maintains the previous moonlighting proposal.

Article 19 (No Strikes, No Lockouts), UWHA maintains that the university may not apply different discipline to multiple residents who took the same action.

Article 21 (Professional Development), updated their offer to include an option to have a stipend for professional development, in addition to the reimbursement. The reimbursement option is maintained at $350 and the stipend is $375. There is no proposal for a rollover in either option.

Article 23 (Salary/Stipend), LR proposed that members would receive their first salary increased 60 days after contract ratification. Additionally, LR increased the housing stipend, starting July 1, 2020 by an additional $100 from the last proposal, increasing it in total by $500, and an additional $100 starting July 1, 2021. They’ve maintained the Chief Resident stipend at $175.

Article 25 (Transportation), LR cleaned up language around sunsetting the bike incentive program, on June 30, 2020.

Article 26 (Miscellaneous), UWHA restructured their latest proposal on this article to move closer to LR’s Article XX that mentions similar items. 

Additionally, LR offered a Side Letter – stating on 1/1/2021, they will send a one-time email communication to all programs that contains the leave balances for UWHA members. LR also supplied a memorandum of understanding that within 60 days of ratification, the employer will provide each Resident with a $200 lump sum payment. This is supposed to make up for not receiving increases to stipends and salary, while under an expired contract. 

Dr. Joyner and Dr. DeLitt joined the bargaining session for the last 30 minutes to discuss upcoming actions. The employer and UWHA agree that patient safety is of the highest priority and that residents will continue to work diligently during the public health crisis we’re currently facing.

The next bargaining session is scheduled for Wednesday, March 11th from 3:00-7:00pm at Roosevelt Commons West, Rm. 271. UWHA welcomes all members to attend.

January 28th Bargaining Session

UWHA and UW Labor Relations (LR) met for the twenty-second bargaining session on January 28th and Articles 1-3, 6, 7, 11-13, 18, 23, and 25 were discussed. UWHA brought counter proposals for Articles 1, 2, 6, 7, 11, 12, 13, 18, and 23. LR proposed reverting to current contract language on Article 3. 

Article 1 (Childcare), UWHA accepted additional language from LR’s last proposal and decreased the financial ask to $496,000.

Article 2 (Committees), UWHA proposes updates to representation structure at the

Article 3 (Definitions), LR gave a verbal proposal regarding striking the counter proposals they’ve brought so far and going back to current contract language.

Article 6 (Fringe Benefits), UWHA brought updated language on a number of items, including meal reimbursement, internal moonlighting, wellness appointments, and access to internal gyms.

Article 7 (Grievance Procedure), UWHA brought forth a new proposal. The main disagreement is with Step 4 of the grievance process, regarding how a grievance is settled with arbitrators. 

Article 11 (Leave-Extended), UWHA maintains that pregnant residents shall be able to request accommodation and the language in this article needs to be strong due to the culture around asking for assistance. 

Article 12 (Leave-Holidays), UWHA accepted various language from LR regarding the “Faith Conscious Holiday” and dropped language about paying out the paid personal holiday. UWHA still maintains that if the holiday is rejected by the employer, then the day can be rolled over into the next year, and granting the resident’s birthday off.

Article 13 (Leave-Miscellaneous), UWHA and LR have nearly come to agreement. Due to the changes in law re: PFML, each group organized the new law into separate articles but is in agreement on language. Once this is sorted, this article will likely be prepared to be Tentatively Agreed to. 

Article 18 (Moonlighting), UWHA continues to explicitly include GME policy for moonlighting in the language of this article, as it ensures that the policy is not changed without the ability to negotiate. LR continues to direct to GME policy, instead of including language. 

Article 23 (Salary), due to the delay in having a mutually agreed upon contract, UWHA has increased the salary ask to reflect the increases in salaries of other residency programs since negotiations began. This increases the base salaries at each R level, by approximately 2%. UWHA did not increase the housing stipend, despite housing stipends increasingly on a national level.

Article 25 (Transportation), UWHA accepted language from LR’s last proposal. LR has still not offered a fully-subsidized UPASS (although other unions at UW have this). UWHA continues to assert the importance of a robust Safe Ride Home program.

The next bargaining session is scheduled for Thursday, February 6th from 3:00-7:00pm at Roosevelt Commons West, Rm. 271. UWHA welcomes all members to attend.

December 17th Bargaining Session

UWHA and UW Labor Relations (LR) met for the eighteenth bargaining session on December 17th. Articles 1, 2, and 25 were discussed. 

LR updated their proposal on Article 1 (Childcare) to further reflect the language from UWHA’s counter proposal. LR maintains no increase to the fund. 

Article 2 (Committee Membership & Hospital Committees), UWHA updated language to reflect LR’s language regarding the updates to the GMEC Policy Subcommittee. The two proposals differ in the number of representative seats from UWHA and general residents who are allotted for this committee. UWHA has requested that alternatives are designated for the UWHA positions due to the unpredictable schedules of residents/fellows. Additionally, LR proposes to limit the number of seats available to UWHA. 

UWHA made two major updates to the counterproposal for Article 25 (Transportation). The new proposal contains a simplification to the bicycle fund, that would create a two-tiered stipend, allowing residents who bike commute either <80%, or >80% to request their stipend in advance, reducing the administrative burden on a quarterly basis, in addition to increasing the fund to account for the stipend being taxed. The other point of contention was around the Safe Ride Home program. LR has proposed to transition the approval process to UWHA and cap the fund at $500 (currently there is no cap on funds; however, the program is highly restrictive). UWHA is open to handing the approval process, but proposed a cap of $10,000. Resident/ Fellow safety is of utmost concern, and UWHA is concerned about how quickly the $500 would be used by residents, limiting the safe ride home program for the remainder of the year. 

Additionally, GME gave an update on laundering services. GME has been meeting with departments and the laundry vendor to identify issue areas. Changes are being made to improve the system and reduce turnaround time for laundering services.

Article 10 (Leave – Bereavement) was tentatively agreed and signed.

The next bargaining session is scheduled for Monday, December 30th from 3:00-7:00pm at Roosevelt Commons West, Rm. 271. UWHA welcomes all members to attend.