Labor Relations

UW & SEIU 925 Negotiations Recap for August 4, 2022


This recap details the second virtual session for the 2023-2025 collective bargaining agreement between the UW and SEIU 925. Recaps are published online on the UW Labor Relations website.

Employer Initial Proposals

Hiring, Appointments, Promotions, and Transfers –The Employer proposed a reorganization of the trial service period section for transfers, promotions, lateral moves or voluntary demotions, as well as clarifications around the existing options when the Employer or employee ends the appointment with notice. Promotions or lateral movements would include a six month trial service period, whereas transfers and voluntary demotions would include a six week trial service period.

Non Discrimination – The proposal included language currently in the contract but merged two sections into one, which states that sexual harassment is a form of unlawful harassment and prohibited discrimination, and would not be tolerated in the workplace with reference to Executive Order 31 on Nondiscrimination and Affirmative Action.

New Employee Orientation –The Employer proposed that new employee orientation could take place virtually to align with current practice, and that the Employer may require new employees from the Seattle Main Campus to attend the POD orientation.

Union Initial Proposals

Holidays –The Union proposed for full time employees that if leave without pay is used during a holiday, employees will have up to 60 days after the holiday to make up work time. The Union proposed for part time employees that if the holiday falls on a regularly scheduled day off that the employee would receive the prorated holiday credit.

Employee Facilities – The Union proposed language that the Employer would provide access to wellness rooms that could be used for religious or spiritual practice or meditation, that the use of conference rooms would be provided as an alternative space, and that the parties could discuss wellness rooms in joint labor management meetings.

Employee Training and Development – The Union proposed new language that a central training program would be developed for onboarding employees and that training would be integrated as part of the new hire orientation. The Union proposed that the topics would include shared job duties as well as shared University software programs, such as Kronos, Workday, EPIC, Canvas, ServiceNow, and SDB/Keynes. The Union proposed a placeholder for the remainder of the article.

Transportation and Commute Reduction – The Union proposed additional language around telework, including that if an employee’s telework request is denied, the Employer would provide the reason for the denial in writing with a copy to Human Resources. The Union also proposed language for employees to propose new or revised teleworking agreements for efficiency, and that the Employer would provide all necessary equipment for telework which would be shipped to the employee or picked up and dropped off on paid time. The Union proposed that HR would provide training to managers and supervisors surrounding telework guidelines, and that termination of telework arrangements would require no less than thirty business days’ notice. Finally, the Union proposed that any changes in telework policies would be subject to Article 40 Mandatory Subjects.

Safety, Training and Equipment – The Union proposed a new article relating to Safety Training and Equipment, which states that employees would be appropriately trained and/or certified prior to performing work requiring such training, that all employees would complete online or in person active shooter training, and that trainings or certificates would be annually refreshed. The Union further proposed that training would include worksite specific evacuation scenarios and employee responsibilities in response to alarms, including evacuation instructions and communications relating to changes in building coordinators or floor wardens.  The Union also proposed that first aid and evacuation kits would be checked twice annually and expired supplied would be replaced.

Next Steps

The next UW and SEIU 925 bargaining session is scheduled for August 10 and will be held virtually.