UWHA Bike Fund Reimbursements are due by January 31st to GME!

Quarterly Bicycle Stipend

What: $25 stipend, given quarterly

Eligibility: UWHA members who bicycle > 80% of the AY20 fall quarter (from October 1, 2019 – December 31, 2019)


  • Legibly complete and sign the attached form. Please ensure that you initial all lines.
  • Submit to GME by e-mail (UWGME@uw.edu) or mail (UW GME Bike Fund, Box 358047)

Bike Helmets

What: A free bike helmet


  • Submit receipt to GME by e-mail for electronic receipts (UWGME@uw.edu) or mail for paper receipts (UW GME Bike Fund, Box 358047)
  • Costs must have been incurred during the AY20 fall quarter (from October 1, 2019 – December 31, 2019 )

Bike Maintenance

What: up to $100 in bicycle maintenance costs.


  • Submit receipt to GME by e-mail (UWGME@uw.edu) or mail (UW GME Bike Fund, Box 358047)
  • Costs must have been incurred during the AY20 fall quarter (from October 1, 2019 – December 31, 2019 )
  • Examples of reimbursable items: costs of maintenance service, tools, bike tubes, lights, locks
  • Examples of non-reimbursable items: bicycles, clothing, backpacks, panniers, running shoes, or other non-bike maintenance or non-bike related items.

Rejected requests are commonly due to easily fixable errors

  • Receipts must be itemized.
    • Documenting each individual item purchased or service performed
    • Vendor
    • Cost
    • Date of purchase
  • Bike shop services: they give you two pieces of paper: an invoice itemizing what was done and a receipt showing that it was paid for (often stapled together). Please save BOTH and submit BOTH at the end of the year.
  • Carbon copies: please submit the top sheet. The lower sheets can be damaged easily.
  • Amazon: e-mail receipts are not adequate. Instead, do this:
    • Accounts and lists
    • Your orders
    • Order details
    • View or print invoice
  • If you’re sending a scan or picture, please ensure it is legible

Please note:

  • Reimbursements will be made via whatever mechanism you have in place for your paycheck (Ex: if you are signed up for direct deposit, then the reimbursement will be made via direct deposit).
  • Please provide your name and your UW NetID along with the receipt.
  • You must approve of the reimbursement in Ariba (as the final step in the reimbursement process).  These notices will come to your UW email account.  If you submit for a reimbursement, please check your UW email frequently as these notifications will time out of the system if you do not approve in a timely manner.

Deadline for these submissions is January 31, 2020 at 5pm.

January 7th Bargaining Session

UWHA and UW Labor Relations (LR) met for the twentieth bargaining session on January 7th Articles 2, 3, 5, 7, and 11 were discussed.This was the first negotiation session with PERC Mediator, Chris Casillas in attendance. Tentative Agreements were signed on Articles 14 and 22. 

Article 2 (Committees), UWHA and LR have disagreement regarding alternate designees for committee representation. UWHA maintains that unpredictable resident schedules prevent resident representation on various committees, and the rules for who can attend needs to be less restrictive.

Article 3 (Definitions), UWHA continues to assert that the definition of a resident or fellow is not limited to only residents and fellows in ACGME accredited programs.

Article 5 (Dues Deduction), there are still discrepancies between the two proposals regarding how to ensure that dues are not erroneously removed from UW employees, who are no longer members of the bargaining unit.

Article 7 (Grievances), LR updated language in their proposal to more closely align with UWHA proposal. 

Article 11 (Leave – Extended), UWHA updated language to better reflect new state law.

Articles 14 (Leave – Professional) and 22 (Progression by Training Year) were discussed and tentative agreements were signed by both parties.

The next bargaining session is scheduled for Wednesday, January 15th from 3:00-7:00pm at Roosevelt Commons West, Rm. 271. UWHA welcomes all members to attend.

State of Negotiations

As many applicants are deliberating institutions they plan to rank in the near future, we feel responsible for sharing the progress that has been made in our ongoing contract negotiations. We know that salary, benefits, and culture are high priorities when ranking programs across the country. We also feel that having union representation is a huge strength of the University of Washington, and we are excited and optimistic about the improved benefits we will receive with our new contract. 

UWHA and the employer have tentative agreements on Articles 4 (Disciplinary Action and Just Cause), 8 (Health and Safety), 9 (Housestaff Advisory Committee), 10 (Leave – Bereavement), 24 (Subordination of Agreement and Authority), and Appendixes I-V. 

We have seen good progress on the following issues:

  • We have agreed to an increase in professional leave days for attending conferences and job/fellowship interviews
  • We have agreed to make it easier for residents who need to travel due to bereavement to get more time off to do so
  • The proposed salary increase from the employer has increased from 0% to 2%, though is still much lower than we hope and expect to receive

Among other items, we continue to fight for:

  • Salary: 4% increase each year, with an increase in base salary
  • A fourth week of paid vacation
  • An increased housing stipend
  • An increased Childcare Fund to supplement childcare costs
  • A fully-supplemented UPASS
  • A no questions asked Safe Ride Home program

Notably, the employer’s current proposals include: 

  • Salary: 2% (90 days after ratification), 2% (starting July 1, 2020), and 1% (starting July 1, 2021) increases for the three year contract
  • Housing Stipend: $2,100/year housing stipend
  • Maintaining 3 weeks of paid vacation
  • $100/year travel allowance

Our initial proposals and supportive data can be found on our website

Having a union to fight for our rights and benefits has brought accountability and power to the voices of our resident and fellow members. Our first contract was ratified in November 2016. In this contract, UWHA was able to win: 

  • significant annual salary increases and a signing bonus
  • new housing and parking stipends 
  • full reimbursement for medical licenses and other required expenses
  • an annual education fund for all residents
  • a childcare fund, administered by UWHA
  • a bike transportation fund, jointly administered both UWHA and GME
  • extended paid leave for residents with serious medical issues
  • increased bereavement leave
  • legal protections to prevent residents from unfairly being disciplined or terminated
  • a fair process that guarantees the right to moonlight for all residents

As employees of the University of Washington, and members of the University of Washington Housestaff Association, we continue to encourage potential candidates to come to our institution; however, we encourage each individual to review the salary, benefits, and program and make their decision based on their individual situation. We feel privileged to work at a university with a strong union and we will continue to fight for the fair compensation and rights of our members.

We are Hiring an Associate Director!

Associate Director

University of Washington Housestaff Association

The University of Washington Housestaff Association (UWHA) is an independent labor union formed by the medical resident and fellow doctors at the University of Washington affiliated hospitals (members have graduated medical school but are completing specialty training in capacity as a resident or fellow). UWHA advocates for the residents and fellows with respect to housestaff compensation, workplace environment and benefits. UWHA has existed as an organization since the 1960s; however, has only been legally recognized as a union since 2014. UWHA represents approximately 1,400+ doctors in training. 

UWHA is seeking an Associate Director to join our organization as our second full-time staff member. 

Position Description:

The Associate Director will support membership by organizing members, managing member outreach, building UWHA presence in our local and state communities, and by facilitating programs including the Childcare Fund, Grant Program, Social Events. The Associate Director will assist with a wide range of responsibilities. This is a full time employee (FTE) position, with annual compensation based on an average of 40 hours of work per week with 4 weeks of paid vacation. Membership organizing and administrative duties will each comprise approximately 0.5 FTE, respectively. 

  • Base Salary is $55,000+, depending on experience. Additionally included: Cell Phone/Internet Stipend, fully-subsidized ORCA Transit Card, Health Insurance, Retirement, and Four Weeks of Paid Vacation. Salary and Benefits are competitive and will be commensurate with experience. We are committed to providing a living wage. Work hours are generally flexible, with the exception of meetings. There is currently no physical office. This individual will work from home unless attending a meeting. Meetings will most commonly be held at the University of Washington Medical Center, Harborview Medical Center, or in the Capitol Hill neighborhood. So while this is a “remote” position, the selected candidate will need to live in or relocate to Seattle, WA.

Position Responsibilities:

  • Schedule meetings with Board, Members, and work groups
  • Manage membership lists and assist with membership growth and mobilization
  • Social media engagement, including Facebook, Instagram, Twitter, and LinkedIn
  • General communication with UWHA Members including assisting with weekly newsletter, tabling, and organizing efforts
  • General website maintenance including updating with upcoming events – Negotiations, Grievances, Publications, Benefit Programs, etc. 


This position reports to the Executive Director and Executive Board. 

Required knowledge, Skills, and Abilities:

  • 1-3 years of experience as an admin, organizing, or nonprofit professional.
  • Knowledge of the labor movement, including principles of union organizing and collective bargaining
  • Experience with online organizing and social media
  • Proficiency in Google suite
  • Ability to work both independently and as part of a team
  • Excellent verbal and written communication skills, and effective interpersonal skills
  • Ability to use initiative to execute projects that may be vaguely defined
  • Willingness to operate in a flexible, less-structured environment – with sometimes irregular hours

Preferred, but not necessary:

  • Understanding of the medical training field
  • Graphic design skills
  • Proficiency with WordPress

There is no degree requirement so long as the candidate has sufficient professional experience.

To apply: Submit a cover letter and resume via e-mail (PDF preferred) to admin@uwha.com with subject line, “Associate Director – Position”. Please include two professional references along with their contact information including phone number and e-mail address. The application deadline is February 14, 2020. Interviews will take place on a rolling basis.

December 30th Bargaining Session

UWHA and UW Labor Relations (LR) met for the nineteenth bargaining session on December 30th. Articles 5, 7, 11, 14,  21, and 22 were discussed. 

Article 5 (Dues Deduction), both parties have come to agreement, with one remaining issue – regarding, dues that are erroneously taken from employees who are no longer members of the bargaining unit. 

Article 7 (Grievances), language was removed to simplify the notification process. The only outstanding disagreement is in regards to the selection process for an arbitration panel for grievances. 

Article 11 (Leave – Extended), UWHA brought a proposal to clarify language around time taken during PFML and closer align with LR’s most recent proposal. 

Article 14 (Leave- Professional), LR agreed to language allowing for up to 10 days of professional leave per year, additional days can be granted via individual programs. 

Article 21 (Professional Development), UWHA agreed to restructuring the language. If the professional development funds are dispersed as a stipend, then the allotted amount would be increased to reflect the rate at which the stipend was taxed.

Article 22 (Progression by Training Year), LR updated language to closer reflect the UWHA proposal, and included language to give credit for research years and a one-step stipend for those transferring. 

The next bargaining session is scheduled for Tuesday, January 7th 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.

December 11th Bargaining Session

UWHA and UW Labor Relations (LR) met for the seventeenth bargaining session on December 11th. Articles 1, 2, 10, 11, 12, 13, 15, 18,  22, 23, and newly submitted Articles “Duration” and “Union Activities” were re-proposed. 

Article 1 (Childcare) was updated to reach a closer consensus on matching language between the UWHA and LR proposals. LR maintains a $50,000 childcare fund, while UWHA continues to propose $506,000 to cover childcare expenses for members. 

LR updated Article 2 (Committee Memberships & Hospital Committees) to reflect the most recent changes regarding the GMEC Policy Subcommittee (previously known as the Institutional Resident/Fellow Advisory Committee, IRFAC), with a maximum of two representatives from UWHA. UWHA continues to assert that maximum resident/fellow representative on this committee is essential.

Article 10 (Leave – Bereavement) was updated by UWHA to reflect the most recent LR language. UWHA kept language to be more inclusive of those who necessitate further travel for bereavement.

Article 11 (Leave – Extended), LR added language to their proposal which would clarify that employees can take additional leave in addition to PFML payments.

Article 12 (Leave – Holidays), UWHA updated language to reflect Native American Heritage Day, and kept proposed language to pay out paid personal holidays.

Article 13 (Leave – Miscellaneous), LR increased the amount of parental leave an employee can take to 18 weeks – using a combination of sick leave, personal holiday, and unpaid time off. UWHA still has substantial concerns regarding accommodations made for pregnant residents/fellows. 

Article 15 (Leave – Sick), LR agreed to language to reflect UWHA language on bereavement leave and childcare needs during sick leave. UWHA continues to maintain payout of sick leave at the end of residency. 

Article 18 (Moonlighting), LR updated their language to reflect the UWHA program performance language. 

Article 22 (Progression by Training Year), UWHA updated the proposal to reflect concerns made my LR about the tables being confusing – removing the tables entirely. UWHA continues to assert that members who are required to take a research year, will progress in their program during this time. 

Article 23 (Salary/Stipend), LR updated their salary proposal to be 2% (90 days after ratification, equating to <1% even if immediately implemented), 2% (July 1, 2020), and 1% (July 1, 2021). Additionally, the housing stipend proposal from LR was increased by $100, raising the stipend to $2,100 per year. 

LR brought forth the same counter proposals on Article XX “Duration” and Article XX “Union Activities” as they did last time these articles were discussed.

The next bargaining session is scheduled for Tuesday, December 17th from 3:00-7:00pm at Roosevelt Commons West, Rm. 271. UWHA urges all members to attend.

Upcoming Events


17th – Negotiations (3:00-7:00pm, 4300 Roosevelt Way NE, Rm 271)

19th – UWHA Board Meeting – All Members Welcome! (6:30-8:30pm, UW South Campus Center, Rm 354)

30th – Negotiations (3:00-7:00pm, 4300 Roosevelt Way NE, Rm 271)


3rd – UWHA Member Happy Hour (7-10pm, Location tba)

7th – Negotiations (3:00-7:00pm, 4300 Roosevelt Way NE, Rm 271)

15th – Negotiations (3:00-7:00pm, 4300 Roosevelt Way NE, Rm 271)

28th – Negotiations (3:00-7:00pm, 4300 Roosevelt Way NE, Rm 271)

How much are residents making elsewhere?

UW Labor Relations (LR) recently supplied UWHA with data that was presented to UW Medicine leadership – which we were told was used to influence financial proposals.

UW has self-selected whom they deem to be peer-institutions and collected salary and benefit data. This data is publicly available.

Please Note: This data does not compare cost of living. As you know, Seattle has become increasingly expensive, and continues to be one of the most expensive cities to live in the United States.

Please also Note: Some of the data provided in this table is outdated and reflects salaries from multiple years ago.