Labor Relations

UW – SEIU 925 Negotiations Recap September 17, 2018


This recap details portions of twelfth session for the renewal of the collective bargaining agreement between the UW and SEIU 925, set to expire on June 30, 2019. Recaps are publis000hed online on the UW Labor Relations website.

Tentative Agreements

The parties signed tentative agreements to close the following provisions:

  • Article 38 – Seniority, Layoff, Rehire
    • Eliminated language correlating percentage of FTE to employment options in a layoff
    • Added language stating the employee bump options would also include a funded vacant position in a lower classification within the same series within the layoff unit, and the opportunity to replace the most junior employee in a lower classification within the same series within the department
  • Article 59 – Represented Regular Temporary Employees
    • Added to list of articles that apply to temporary employees (Reasonable Accommodation of Employees with Disabilities & Advance Certification Registration Pay)
  • Appendix IV – Layoff Seniority Units
    • Consolidated the layoff list from 94 units down to 35
  • New MOU – House Bill 2669
    • MOU stating that the parties will meet and discuss possible amendments to the collective bargaining agreement after civil service rules are amended following the passing of a recent House Bill that removed the exemption of part-time employees from state civil service rules.
  • New Side Letter – Workday Rosters
    • Side Letter stating that within 120 days of contract ratification, the parties will meet to discuss and complete and necessary updates to the contract provisions regarding Union rosters

UW Counter Proposals

Overtime – UW withdrew its proposal to eliminate the provision that allows for certain overtime exempt employees to be approved for overtime by the Director of HR Operations.  The Employer maintained its rejection of the Union’s proposed language to define employees working three twelve hour shifts per week as full-time for the purposes of calculating overtime.

UW maintained its proposal to redefine overtime for part-time employees as work in excess of forty hours in one workweek.

Fixed Duration Appointments – The Employer maintained its proposal to eliminate language stating that FDAs may only be used to fill leave of absences and/or temporary appointments.

Movement between University Positions – The parties have both proposed to harmonize language regarding movement between positions at the University.  Both parties have proposed that promotional appointees will serve a six-month trial service period.  The Employer proposed that an employee who demotes to a classification in which they have not previously held permanent status would serve a six-month trial service period.

UW Package Proposal

The Employer presented a package proposal in which all provisions would need to be accepted in their entirety.

Non-Discrimination – UW maintained its most recent proposal in which an employee would have 180 days from an occurrence to file a grievance alleging a violation of the non-discrimination article.  UW proposed a version of language requested by the Union stating that the University would implement interim measures as appropriate when a grievance or complaint is filed.

Workplace Behavior – UW maintained its most recent proposal to include a definition of bullying excerpted in part from the Washington Administrative Code regarding student conduct at the University.

Contracting – UW maintained its proposal to replace the current waiver with language stating that the Employer will follow the law and any applicable mandatory subjects contract provisions.

Representation –The Employer proposed that the University would not oppose the Union’s effort to add to the existing bargaining units except in cases when the employees the Union seeks to add are represented by another union, when the employees’ collective bargaining rights fall under RCW 41.76, RCW 41.56 or another statute subsequently enacted by the legislature.

Union Response: SEIU 925 responded with its own package that matched the Employer’s positions on non-discrimination, workplace behavior, and representation, but rejected UW’s proposal on contracting in favor of current contract language.

Next Steps

The next UW-Coalition bargaining sessions are scheduled for September 18 & 19.