UW & SEIU 925 Continuum College Negotiations Recap for April 16th 2025

Background
This recap details the sixth session for the negotiation for the collective bargaining agreement between SEIU 925-Continuum College and UW. Recaps are published online on the UW Labor Relations website.

UW – Initial Proposals

Article- Sick Time Off

The Employer proposed an article that matches much of the same language from the similar article in the SEIU 925 – IHME contract while changing the reference to IHME to Continuum College. Housekeeping edits were proposed changing sick leave to sick time off. The Employer proposed language regarding employees who separate from state service due to retirement or death would be compensated for their total unused sick time off accumulation at the rate of twenty five percent (25%). The Employer would deposit the equivalent funds into a Health Reimbursement Account (HRA) through Voluntary Employee’s Beneficiary Associate (VEBA).

SEIU 925- Continuum College Initial Proposals

Article- Telework

The Union proposed an article that matches much of the same language from the similar article in the SEIU 925 – IHME contract. The Union also incorporated sections from the SEIU 925 contract regarding termination of hybrid or occasional teleworking arrangements.

Article- Inclement Weather and Suspended Operations

Article- Hiring, Promotions, and Transfers

The Union proposed an article that matches much of the same language from the similar article in the SEIU 925 – IHME contract.

Article – Military Leave

The Union proposed an article that matches much of the same language from the similar article in the SEIU 925 –Libraries contract. Housekeeping edits were proposed changing leave to time off.

UW – Counter Proposals

Article- Unpaid Holidays for a Reason of Faith or Conscience

In response to the Union, the Employer proposed adding time off to references to holiday credit. The Employer also proposed striking the sentence that an employee’s personal holiday must be used as a full workday. The Employer proposed to edit the sentence proposed by the Union that stated employees will only be required to identify that the request for time off is for a reason of faith or conscience or an organized activity under the auspices of a religious denomination, church, or religious organization, to employees will only be required to identify that the request for time off is for a reason of faith or conscience.

Article- Washington Family Medical Leave Program

In response to the Union, the Employer proposed to update the title of the article to Washington Paid Family And Medical Leave Program (PFML). The Employer proposed to strike the sentence regarding Employer provided healthcare benefits during a PFML leave.

Article – Vacation Leave

In response to the Union, the Employer proposed to change all references of vacation leave to vacation time off. The Employer proposed to strike the sentence that stated employees do not earn a month of service toward a higher vacation accrual rate for every month in which they have taken more than ten (10) days of time off without pay. The Employer proposed a section that vacations will be approved on a first come, first serve basis. In the event that more than one employee on a team, on the same date, requests the same time off and the workload will suffer, if multiple employees are absent, the vacations will be approved by seniority order. In response to the Union, the Employer proposed that employees may request and would be allowed to work remote during the week of Thanksgiving and Native American Heritage Day, as well as the scheduled workdays between Christmas and New Year’s Day.

The Employer rejected the following proposal:

Article – Information on Grants and Proposals

Tentative Agreements

Article- Leave Related to Domestic Violence Sexual Assault or Stalking

The parties agreed to an article that matches much of the same language from the similar article in the SEIU 925 – IHME contract. New language was added that the University would not refuse to make a reasonable safety accommodation requested by an employee who is a victim of domestic violence, sexual assault or staking unless the University can demonstrate the accommodation would impose an undue hardship. A reference to Administrative Policy Statement 46.8 was also added.

Next Steps

The next UW & SEIU Continuum College bargaining session is scheduled for April 23rd, 2025 and will be held virtually.