UW & SEIU 925 Continuum College Negotiations Recap for September 25 2025
Background
This recap details the seventeenth 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.
The parties were joined by Stephanie Seo, the Director of finance for Continuum College, who gave a budget presentation. The budget presentation can be found here.
UW – Counter Proposals
Compensation, Wages and Other Pay Provisions
In response to the Union, the Employer proposed:
Within 90 days of the contract ratification, all members of the bargaining unit’s salaries would be increased by 2%.
On October 1, 2026, all members of the bargaining unit’s salaries would be increased by 1%.
On October 1, 2027, all members of the bargaining unit’s salaries would be increased by 1%.
The Employer also proposed aligning the terminology throughout the article with the terminology used in Workday. The Employer rejected the Union’s proposal for market rate range adjustments and a compression and inversion study.
Health and Safety
In response to the Union, the Employer proposed to incorporate some of the Union proposed sections on health and safety policy, reporting unsafe working conditions, health examinations, safety committees, workplace reviews, training, and tools and equipment.
Hiring, Promotions, and Transfers
In response to the Union, the Employer proposed to lower the length of a trial service period from the previous Employer proposal of four months to three months.
Inclement Weather and Suspended Operations
In response to the Union, the Employer proposed that overtime eligible employees who perform nonessential services who cannot telework during an operational suspension would be able to request to use compensatory time, holiday credit, personal holiday, sick time off, or vacation time off, if available, in accordance with the suspended operations policy.
New Employees
In response to the Union, the Employer agreed to add the Union proposed sentence that a NEO would be included on an employees’ onboarding agenda or checklist.
Telework
In response to the Union, the Employer proposed to add that teleworking provisions approved due to an accommodation would be subject to modifications based on the essential job functions.
SEIU 925- Continuum College Counter Proposals
Hiring, Promotions, and Transfers
In response to the Employer, the Union proposed that during the first six weeks of the trial service period employees would have preemptive rights to their former position. The Union also withdrew their proposed language that the Employer would provide all employees notice when applications are being accepted for a vacant bargaining unit position by posting an announcement via the Sharepoint Hub.
New Employees
In response to the Employer, the Union agreed to add the sentence that Employees with an official duty station within a fifty (50) mile radius would be encouraged to attend NEO in-person. The Union reiterated their sentence that should the new employee miss the opportunity to attend NEO in the first week, they would be released to attend the one-hour Union orientation during regular work hours in a subsequent week.
Tentative Agreements
Employee Assistance Program
The parties reached agreement on an article that matches much of the same language from the similar article in the SEIU 925 – IHME contract. A sentence was added from the EAP website that the Washington State Employee Assistance Program (WA EAP) supports PEBB-eligible University of Washington employees and their household members to help identify and resolve personal concerns to promote individual and workplace wellbeing.
Federal Family Medical Leave Act
The parties reached agreement on an article that matches much of the same language from the similar article in the SEIU 925 – IHME contract. Additional guidance on FMLA covered leave and request procedures was added with a link to https://hr.uw.edu/ops/leaves/fmla/ .
Vacation Time Off
The parties reached agreement on that matches much of the same language from the similar article in the SEIU 925 – IHME contract. All references of vacation leave were changed to vacation time off. Employees will utilize Workday’s Absence Request tool to submit requests and requests for five or more consecutive days should be made at least two months in advance. When possible, the supervisor will respond to the request within five business days, and no later than ten business days. Any employee who has been employed for at least six continuous months, who either resigns or retires, is laid-off or is terminated by the University shall be entitled to accrued vacation pay up to 280 hours.
Next Steps
The next UW & SEIU Continuum College bargaining session is scheduled for October 8, 2025 and will be held in person.