UW & SEIU 925 Continuum College Negotiations Recap for August 21th and August 26th 2025
Background
This recap details the fourteenth and fifteenth 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 – Counter Proposals
Article – Mandatory Subjects
In response to the Union, the Employer proposed to lower the Union proposed timeline for the Union to demand to bargain changes and the subsequent scheduling of the demand to bargain meeting from 60 calendar days to 15 calendar days.
Article – Miscellaneous Leave/Time Off
In response to the Union, the Employer proposed language that the Employer, in its discretion may approve a leave of absence without pay and leaves without pay must be approved or denied by the Employer in writing and if denied will include the reason for denial.
Article – Layoff. Seniority, Rehire
In response to the Union, the Employer proposed to lower the Union proposed timeline for notifications of a layoff from 45 calendar days to 30 calendar days. The Employer proposed that an employee who is offered a placement option would have up to three (3) working days from the date of the placement option to accept the option or elect placement on the rehire list. Failure to respond within the window would be treated as decline and the employee will be placed on the rehire list.
Article – Overtime
In response to the Union, the Employer proposed to add a sentence that the Employer would notify overtime eligible employees of the approval process and expectations for overtime.
Article – Reasonable Accommodation of Employees with Disabilities
In response to the Union, the Employer proposed to add that the Employer would endeavor to address all reasonable accommodation requests in a timely, transparent manner, and inform employees of the status of their request and the Employer would require supporting medical documentation unless the disability and the need for accommodation are readily perceivable. The Employer proposed language that they may require the employee to obtain an independent medical evaluation at the Employer’s expense.
Article – Transportation, Travel, and Commute Reduction
In response to the Union, the Employer proposed to strike the sections around Flexible Schedules for Commute Reduction and Travel to Alternate Work Locations as these are already covered in other parts of the agreement.
Article – Travel Pay and Work Time
In response to the Union, the Employer proposed to add links to various policy pages.
Side Letter – Artificial Intelligence
In response to the Union’s proposed article around Artificial Intelligence, the Employer proposed language that Artificial Intelligence (AI) presents significant opportunities and should be considered for use to accelerate the strategic, financial and operational goals of Continuum College and the university. Any use of AI tools must be responsible, compliant (with relevant laws, regulations, and policy), ethical, and balance potential benefit with potential risks. For UW work, employees would use UW-approved AI tools. The use of AI is an appropriate agenda item for a Joint Labor Management meeting
Side Letter – Code of Professional Conduct
In response to the Union’s proposed article around workplace behavior and the proposed appendix around code of conduct the Employer proposed language that the Employer is developing an Executive Order (EO) on professional conduct- working title Code of Professional Conduct and if the Employer implements the executive order, the Employer would satisfy its collective bargaining obligations by providing the Union notice and opportunity to bargain.
SEIU 925- Continuum College Counter Proposals
Article- Federal Family Medical Leave Act
In response to the Employer, the Union agreed to the Employer proposed policy link but proposed that the Union would be notified 30 days before implementation of any policy changes.
Article – New Employees
In response to the Employer, the Union proposed that an in-person NEO would be included on an employees onboarding agenda or checklist and employees who miss the Union orientation would be communicated with about the opportunity of the one-hour Union orientation during regular work hours in a subsequent week.
Article – Transportation, Travel, and Commute Reduction
In response to the Employer, the Union proposed that the Union would be notified 30 days before implementation of any transportation policy changes.
Article – Travel Pay and Work Time
In response to the Employer, the Union agreed to the Employer proposed policy links but proposed that the Union would be notified 30 days before implementation of any policy changes.
Article – Union Activities, Rights, and Stewards
In response to the Employer, the Union proposed to increase the Employer proposed timeline for how long requests for information would not normally extend beyond from 24 months to six years.
Tentative Agreements
Article – Exit Interviews
The parties agreed to an article that matches much of the same language from the similar article in the SEIU 925 – IHME. The sections regarding notice and confidentiality were removed.
Article – Grievance Procedures
The parties agreed to an article that matches much of the same language from the similar article in the SEIU 925 – IHME. A description of the specific events that occurred that resulted in the alleged violation and the grievant’s position were added to the list of things included in the written grievance.
Article – Parental Leave
The parties agreed to an article that matches much of the same language from the similar article in the SEIU 925 – IHME. Language was added that employee’s on parental leave may use unpaid time off before applicable accrued time off.
Article – Personal Services
The parties agreed to an article that matches much of the same language from the similar article in the SEIU 925 – IHME.
Article – Workspace and Materials
The parties agreed to an article that the University would provide all workspace and materials required for the position and project(s) as determined by the Employer and employees would be accountable for the materials and equipment provided to them. Employees who misuse, vandalize, lose or damage Employer property may be subject to corrective action. Employees would be required to return all Employer provided or purchased equipment and materials. In those cases where an employee fails to return the provided or purchased equipment and/or materials, the Employer may deduct the depreciated value of the items from the employee’s final pay. The Employer will repair or replace Employer provided materials and equipment required for the position if damaged or worn out beyond usefulness during the normal course of business.
Next Steps
The next UW & SEIU Continuum College bargaining session is scheduled for September 3, 2025 and will be held in person.