Labor Relations

UW Libraries & SEIU 925 Negotiations Recap for November 22, 2022


This recap details the thirtieth virtual session for the initial collective bargaining agreement between the UW Libraries and SEIU 925. This is the fourth session with a PERC mediator. Recaps are published online on the UW Labor Relations website. The parties agreed to ground rules for these negotiations.

Tentative Agreement

  • Article – Inclement Weather and Suspended Operations
    • The parties agreed to similar language found in SEIU 925 regarding inclement weather and suspended operations. For inclement weather the Employer will allow for telework when possible, or employees may use time off. Language regarding suspended operations differentiates between employees performing essential and non-essential services.

Employer Counter Proposals

Compensation, Wages, and Other Pay Provisions – In response to the Union, the Employer proposed an across-the-board (ATB) salary increase of 4% if the contract is ratified before December 31, 2022 and would be effective March 1, 2023 in addition to a 3% ATB effective January 1, 2024 and a 2% ATB effective January 1, 2025. The Employer proposed that professional libraries and press employees would receive at least a 7% salary increase upon promotion or reclassification to a higher job class (except heads or directors, detailed below)The Employer proposed that any employee who is initially hired into a head or direction position would receive at least a 5% for a head level on top of the minimum salary of the rank or classification and at least a 10% at the director level (this proposal was previously specific to librarians).

New MOU Libraries Supplements – The Employer proposed a salary increase to the base pay of certain employees currently receiving supplements for duties that are permanently assigned, after the creation of union job profiles, to be paid out upon the first pay period possible.

No Strike/No Lockout – In response to the Union, the Employer proposed to reassert their previous proposal to include no-strike language in the CBA.

Probation – In response to the Union, the Employer proposed that if at any point during a probationary period a supervisor believed that the Employee’s performance may result in their rejection, when possible, the supervisor would provide feedback as soon as possible identifying areas of improvement and offering support.

Resignation and Abandonment– In response to the Union, the Employer proposed to include the Union’s suggested language that would make the re-employment upon retirement section applicable to all employees in the bargaining unit.

MOU Diversity, Equity, and Inclusion (DEI) and Anti-Racism – In response to the Union, the Employer proposed language that specifies that the Employer’s DEI efforts and updates are an appropriate agenda item for Joint Labor Management meetings. The Employer proposed that the University would provide trainings for employees on structural racism and the promotion of DEI, in accordance with the law. Once completed, a report containing a summary of the training results and progress toward the University’s goals would be provided to the Union upon request.

Union Counter Proposals

Duties and Assignments – In response to the Employer, the Union proposed to include professional development and service within the job duties of a Libraries and Press Professional employee. The Union proposed that supervisors would work with employees as to when and how the activities would be incorporated into the employees work schedule. The Union proposed additional activities that could also be relevant to be included in the employees regular work.

Classification, Reclassification, and Promotion of Professional Libraries and Press Employees – In response to the Employer, the Union reasserted their proposal to be able to appeal an Employer decision following a request to revise or create a new job classification within thirty days following Employer decision. The Union reasserted that if a position is reallocated through reclassification, that it could be moved into an existing classification or a new classification proposed.

Next Steps

The next UW Libraries and SEIU 925 bargaining session is scheduled for November 29 and will be held virtually.