Labor Relations

UW IHME – SEIU 925 Negotiations Recap for October 26, 2023

This recap details the fourth virtual session for the renewal of the collective bargaining agreement (CBA) between the UW IHME and SEIU 925.  Recaps are published online on the UW Labor Relations Website. 

Tentative Agreements

The parties tentatively agreed to maintain current contract language for the following articles:

  • Article 1 – Preamble and Purpose
  • Article 4 – Affirmative Action
  • Article 5 – Grievance Procedure
  • Article 6 – Employee Rights
  • Article 7 – Employee Facilities
  • Article 9 – Probation
  • Article 33 – Community Service Days
  • Article 37 – Late Night Work Meals and Transportation
  • Article 38 – Personnel Files
  • Article 39 – Corrective Action
  • Article 40 – Employee Assistance Program
  • Article 42 – Union Activities, Rights, and Stewards
  • Article 44 – Contracting
  • Article 46 – Joint Union Management Committee
  • Article 47 – Privacy
  • Article 48 – Salary Overpayment Recovery
  • Article 49 – Tuition Exemption Program
  • Article 50 – Personal Services
  • Article 52 – Contract Distribution
  • Article 53 – Union Membership, Dues Deductions, and Status Reports
  • Article 54 – Management Rights and Responsibilities
  • Article 55 – Subordination of Agreement and Savings Clause

The parties tentatively agreed to the following articles:

  • Article 3 – Workplace Behavior – The parties agreed to include new language stating that perceptions of “appropriate” behavior can be characterized by stereotype-based biases, and that the values of equity and diversity should inform all conversations, decisions, and outcomes related to this article. The parties also agreed to expand language that defines bullying in the workplace. The parties also agreed to add language that defines other possible processes available for resolving workplace behavior complaints.
  • Article 27 – Leave Related to Domestic Violence, Sexual Assault, or Stalking – The parties agreed to add language in this article to allow employees to choose whether to take paid time off, unpaid time off, or a combination of the two to accommodate employees that are victims of domestic violence, sexual assault, or stalking. The parties also agreed to define family members in cases where employees can take time off to assist a family member who is a victim of domestic violence, sexual assault, or stalking. Additionally, the parties agreed to define examples of reasonable safety accommodations that can be made in response to actual or threatened domestic violence, sexual assault, or stalking.
  • Article 31 – Miscellaneous Leave – In addition to housekeeping edits, the parties agreed to language that will require the Employer to consider an employee’s individual circumstances and operational needs when determining a return-to-work date following cancellation of unpaid time off.
  • Article 34 – Health and Safety – In addition to housekeeping edits and updated contact information for the Washington State Employee Assistance Program, the parties agreed to remove language referencing safety officers.

The parties tentatively agreed to remove the following expired MOUs and side letters:

  • MOU – Juneteenth
  • Side Letter A – COVID Prevention
  • Side Letter B – Drew Fullmer Position Review

Employer Counter Proposals

Article 8 – New Employees – In response to the Union’s counter, the Employer proposed to incorporate the Union’s suggested language stating that employees with an official duty station within a fifty (50) mile radius will be encouraged to attend new employee orientation in person.

Article 10 – Hours of Work – The Employer counter-proposed updating the title of the article to include work assignments.

With respect to regular work schedules, the Employer responded to the Union’s proposal by adding language confirming that the Employer will provide the employee in writing the reason for denial of an alternative work schedule. With respect to flexible work arrangements, the Employer responded to the Union’s proposal by adding language stating that employees may utilize flexible work arrangements so long as all job responsibilities are fulfilled, subject to operational needs, and supervisory approval.

In response to the Union’s proposal to add a new section to this article detailing changes to duties, priorities, and deadlines, the Employer proposed adjusting the added language to instead cover changes in work assignments. Under this proposal, changes to work assignments and deadlines and the reasons for said changes should be clearly communicated amongst team leaders, supervisors, and employees and employees should initiate discussions with their supervisor as soon as they anticipate workload-related issues. Pursuant to this proposal, supervisors would work with employees to provide support by assisting in setting priorities and adjusting workload, when possible. Finally, the Employer proposed language clarifying that team workload concerns are an appropriate topic for Joint Labor Management meetings.

Article 17 – Performance Evaluations – The Employer counter-proposed language stating that the evaluation form will include a provision for identifying organizational citizenship including but not limited to recognition of community building and DEI-related work.

Union Counter Proposals

Article 10 – Hours of Work – The Union’s second counterproposal adds language that would require employees to be notified in writing of significant changes to team priorities that impact workload for more than one work week and changes to deadlines.

The Union’s second counterproposal incorporates all proposed changes from the Employer’s prior counterproposal.

Article 32 – Inclement Weather and Suspended Operations – The Union counter-proposed to include language specifying that when an employee is faced with local unanticipated problems related to natural disasters, the Employer will allow the employee to telework and may adjust the employee’s job duties and/or deadlines as appropriate. In addition, the Union counter-proposed adding utility outages as a possible scenario for which the Employer may adjust the employee’s work duties and/or deadlines as appropriate.

Next Steps

The next UW IHME and SEIU 925 bargaining session is scheduled for November 2, 2023, and will be held virtually.