University of Washington Human Resources

SEIU 925 Libraries – UW Negotiations Recap for December 2, 2025

Background

This recap details the fourth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and SEIU 925 – Libraries.

Union Initial Proposals

Article 3 – Workplace Behavior – The Union proposed to include the UW Medicine Policy on Professional Conduct in defining inappropriate workplace behavior. The Union also proposed expanding the definition of bullying to include behavior that misuses power to control or harm others. With respect to investigations into reported inappropriate behavior, the Union proposed to require the Employer to notify either the reporting employee or Union representative within fifteen (15) days of the investigation concluding.

Article 5 – Grievance Procedure – The Union proposed to extend the amount of time for which a grievance could be submitted from within thirty (30) days of an occurrence giving rise to a grievance to ninety (90) days. The Union also proposed to include the Union’s elected chapter officer as a Union representative for the purpose of submitting a written grievance.

Article 10 – Hours of Work– The Union proposed to decrease the regularly scheduled work week for full-time and part-time employees from forty (40) hours per week to thirty-five (35). Additionally, the Union proposed new language that would allow the employee’s supervisor to be notified fifteen (15) days in advance of the determination of an employee’s overtime eligibility. The Union also proposed to update language to state that the employer would provide as much notice as possible, but at least 14 days notice, in event of changes in work shifts, schedules and FTE.

Article 11 – Overtime– The Union proposed to decrease in the regularly scheduled work week for full-time and overtime eligible employees from forty (40) hours per week to thirty-five (35). The Union proposed to add in two new sections called “Method of Calculating Overtime”, which would allow an employee to select between daily overtime and overtime over the work period, and “Unscheduled late night work meals and transportation”.

Article 12 – Professional Development – The Union proposed to add language to allow employees who are on furlough to participate in Professional & Organizational Development programs.

Article 13 – Hiring – The Union proposed to strike language that allows the University to limit the scope of the job posting area if applications only from within that posting area are accepted. Additionally, the Union proposed new language that would allow employees in temporary positions to be eligible for internal search processes for permanent positions. The Union also proposed to update language to state that UW Libraries are committed to engage applicants from historically marginalized groups, instead of underutilized groups.

Article 15 – Promotion and Transfers of Professional Libraries and Press Employees – The Union proposed to add new language around “Promotion via Application” and proposed that the Employer would inform all employees of the steps for advancement to a higher grade or class.  The Union also proposed to add new language defining the terms “Classification” and “Grade”. The Union proposed to include a new section called “Grade-Change Promotion” which details that a PLE may be promoted to a higher grade under qualifying circumstances outlined in the Union’s proposal. Also, the union proposed adding a section related to “In-Grade Promotional Adjustments” which outlines the details of when a PLE could receive an in-grade adjustment. Finally, the Union proposed a three month trial service period from the current six months.

Article 16 – Classification and Reclassification Professional Libraries and Press Employees – The Union proposed to add definitions for “Allocation/Reallocation” and “Employee’s representative”. The Union also proposed to update the contract language to state that an employee representative may request a review of a newly created job classification and the overall position review process. Additionally, the Union proposed adding a link to the UW Compensation resources for represented civil service exempt staff within the position review process.

The Union further proposed adding new language outlining the following steps in the position review process:

• The Employer would notify the employee within fifteen (15) days if the request is incomplete and identify any additional steps needed.
• The UWHR Compensation Office would notify the employee within thirty (30) calendar days of receiving a completed request about any additional steps required, such as an interview or submission of further documentation.

Article 18 – Ranking, Status, Initial Appointments, Renewal of Appointments Promotions of UW Libraries Librarians- The Union proposed new language outlining the process for Librarians seeking a promotion, which would require the Senior Assistant Librarians to notify the Administrative Officer for Personnel if they plan to renew their appointment for a second three-year term. The Union also proposed that a Librarian requesting an extension should submit a memo confirming the three-year renewal. The Union also proposed language related to the responsibilities of the Librarian Personnel Committee, including that no separate letter is needed if the LPC co-signs the review committee’s letter. The union also proposed that the review committees for ranks of senior assistant and associate librarian will be seven librarians from any personnel group, which is down from nine librarians in specific personnel groups. Finally, the Union proposed language to give guidance to librarians related to the length of their position expectations, professional development and service contributions.

Article 19 – Duties and Assignments – The Union proposed new language that would require the Employer to review employee position descriptions that accurate reflect any current temporary duties that should be recategorized as core duties. With respect to assignments of additional duties, the Union proposed new language that would require the Employer to articulate if a temporary salary increase, temporary salary adjustment, administrative supplement, or an in-grade salary increase is warranted for such an assignment. Additionally, the Union proposed a new section in this Article that would designate titles, such as Directors within departments, Team Work Leads, and Heads of units and programs, with the exception of the Health Sciences Library (HSL) where titles Assistant and Associate Director may be used to refer to Heads of units/programs/sections.

Article 20 – Telework- The Union proposed new language that incorporates pieces of the UW Telework Policy and defines occasional and regular telework. The Union proposed that telework may be used to prevent disruptions to operations during inclement weather. The Union also proposed that Employees may request new individual teleworking agreements when they believe new technologies or work processes would enable them to perform work remotely. Lastly, the Union proposed that if a position requires work at a specific location, this requirement would be stated during recruitment and in job descriptions, and that employees would receive three (3) months’ written notice if new onsite obligations arise.

Article 21 – Compensation, Wages, and Other Pay Provisions – The Union presented its initial compensation proposal, which would align Libraries and Professional Libraries and Press Employees minimums with those of the Librarians. This includes the increases of 10% for each rank and grade promotion. The Union’s proposal for salary increases would increase salaries for all bargaining unit employees by five percent (5%) effective on February 2, 2026, an additional four percent (4%) effective on January 1, 2027, and additional three percent (3%) effective on January 1, 2028. The Union also proposed to increase the monthly supplement for rotational roles from three hundred dollars ($300) to four hundred dollars ($400).

Additionally, the Union proposed to create a new Longevity premium that would increase employee salaries by 1.5% after 10 years of service, and 2.5% after 20 years of service. The Union also proposed to create new standby and call back pay premiums for employees in the bargaining unit. Under this proposal, the standby premium would pay four dollars ($4) per hour to employees who are required to restrict their off-duty activities in order to be immediately available for duty when called. When employees are called to return to work, they would receive premium pay of time and one-half (1.5x) their regular rate of pay for a minimum work period of three (3) hours. For employees who leave the institution grounds and are required to physically return to work, they would receive three (3) hours bonus pay in addition to time actually worked, and bonus pay would be paid at the regular rate while actual time worked would be paid time and one-half (1.5x).

With respect to salary settings for designated titles as the Union proposed in Article 19 – Duties and Assignments, the Union proposed that an employee who is currently a work lead, assistant lead, head, assistant director or director or initially hired into one of those positions would have a minimum salary at least 2.5% at the work lead or assistant head level.

Article 22 – Performance Evaluations- The Union proposed several edits throughout the article to replace the term “evaluator” with “supervisor.” The Union also proposed removing “Quantity of work” from the list of topics addressed in written performance evaluations. In addition, the Union proposed to add a new provision which would recognize employees’ achievements related to community and DEI work. The Union further proposed requiring the department to notify employees of any changes to performance standards, and to mandate that supervisors complete implicit bias training once every three (3) years.

Article 35 – Reasonable Accommodation of Employees with Disabilities – The Union proposed removing language stating that employees may be required to obtain a second medical opinion when requesting an accommodation. The Union also proposed new language that would require the Employer to provide employees with information about their rights in the disability accommodation process and that the Employer would provide training on best practices for disability accommodations. Additionally, the Union proposed new language that would require reasonable accommodations be determined through a documented interactive process between the employee and the Employer. Under this proposal, the Employer would be required to initiate the interactive process within five (5) working days of an employee requesting an accommodation and any accommodation denial would include a written explanation for the denial within five (5) working days. The Union also proposed to allow employees to contact the Office of the UW ADA Coordinator to review an accommodation denial and that employees would be allowed to file a complaint with the UW Civil Rights Investigation Office.

For employees who may be separated form service due to an inability to perform the essential functions of their position due to a disability, the Union proposed new language that would require the Employer to inform the employee of the formal process for separation, and that the Employer would document all attempted accommodations and communicate the process with Human Resources before providing separation documentation to the employee.

With respect to disability leave, the Union proposed new language that would require employees being approved for disability leave be provided information on return-to-work options, such as modified or alternative duties.

The Union also proposed new language that would include providing break time for employees to breastfeed and providing a lactation space as reasonable accommodations for pregnant employees. Under this proposal, the Employer would only be allowed to request a written certification regarding the need for an accommodation from an employee’s health care provider only when necessary and that the Employer would explore all alternative solutions before denying a request on the basis of undue hardship.

Article 39 – Health and Safety – The Union proposed new language that would require the parties to meet annually to identify emerging safety and security trends in UW Libraries, UW Press, and Gallagher Law Library buildings and that a summary of staffing and/or policy recommendations from these meeting be made available to all employees. With respect to workplace inspections, the Union proposed new language that would require the Employer to communicate the outcome of inspections to all unit employees.

Article 42 – Paid Professional Leave – The Union proposed new language that would require UW Libraries to calculate an internal deadline for which librarian applicants should submit applications for paid professional leave and that UW Libraries would inform librarians of the deadline at least one month in advance. Additionally, the Union proposed extending the length of paid professional leave that Professional Libraries and Press Employees would be eligible for from nine (9) to twelve (12) months. The Union also proposed new language that would require UW Libraires to continue offering a Time Grant Program for UW Libraries employees.

Article 46 – Layoff, Seniority, Rehire – The Union proposed changing the name of this article from “Layoff, Seniority, Rehire” to “Voluntary Reductions in Staffing, Furloughs, Layoff, Seniority, Rehire.” The Union also proposed to add language stating that the Employer intends to provide full employment and would not lay off employees or reduce their FTE unless a financial emergency is declared and impacts are bargained. The Union also proposed requiring the Employer to use alternative measures before any layoffs and to meet with the Union regularly to review whether those measures should continue, escalate, or be reversed. Additionally, the Union proposed that if six months’ notice to Librarians with permanent status is not feasible due to a loss of funds, the Employer would provide at least forty-five (45) days’ notice. Finally, the Union proposed adding a new section allowing an employee to request placement on a rehire list as soon as they believe their position may be terminated.

Article 48 – Diversity, Equity, and Inclusion (DEI) and Anti-Racism – The Union proposed changing the name of this article from “Diversity, Equity, Inclusion (DEI) and Anti-Racism” to “Diversity, Equity, Inclusion, Accessibility (DEIA) and Anti-Racism.” The Union proposed adding a new section that promotes gender inclusivity in the workplace and acknowledges the use of pronouns. Lastly, the Union proposed a new section on recruitment in which UW Libraries would develop a plan to attract more diverse applicants.

Article 49 – Contracting – The Union proposed new language that would classify the use, acquisition, or licensing of artificial intelligence tools that results in layoff or reduced FTE status of bargaining unit employees as contracting out.

Article 54 – Tuition Exemption Program – The Union proposed language updates that would allow eligible employees release time to take multiple courses as part of the University’s tuition exemption program.

Article 56 – Represented Limited Term Hourly Employees- The Union proposed to add the following articles to apply to Professional Libraries and Press Represented Limited Term Hourly employees:

• Article 8 – New Employees
• Article 27 – Federal Medical Leave Act
• Article 28 – Parental Leave
• Article 29 – Shared Leave
• Article 31 – Civil/Jury Duty Time Off and Bereavement Time Off
• Article 33 – Military Duty Time and Military Leave
• Article 36 – Miscellaneous Leave
• Article 43 – Personnel Files
• Article 44 – Corrective Action/Dismissal
• Article 47.2 – Absent without Authorization
• Article 48 – Diversity, Equity, Inclusion, and Accessibility (DEIA) and Anti-Racism
• Article 49 – Contracting
• Article 53 – Salary Overpayment Recovery
• Article 54 – Tuition Exemption Program
• Article 61 – Intellectual and Academic Freedom

The Union proposed housekeeping edits to the following articles:

• Article 32 – Time off for Domestic Violence, Sexual Assault, or Hate Crime
• Article 38 – Time off Due to Personal Emergencies

The Union proposed new language that would allow Represented Limited Term hourly employees to receive funding and release time for professional development opportunities, and to have such activities considered part of the employees’ work. The Union also proposed that a Represented Limited Term hourly employee who has no break in service would carry over accrued sick time off, and that any unused accrued sick time off would be paid out upon separation.

The Union proposed removing the sections on “Personal Holiday” and “Miscellaneous Leave.” The Union also proposed a new section titled “Voluntary Reductions in Staffing, Furloughs, Layoff, Seniority, Rehire,” which includes language proposing that employees would not be laid off unless the University declares a financial emergency and the impacts have been bargained with the Union.

Article 61 – Intellectual Freedom – The Union proposed changing the name of this article from “Intellectual Freedom” to “Intellectual and Academic Freedom” The Union also proposed adding language stating that the Employer would not intimidate or retaliate against any employee, nor imply that they could face discipline, sanctions, demotion, dismissal, or denial of reappointment for exercising any of the academic freedoms.

NEW ARTICLE XX – Converting Appointment Type- The Union proposed a new article which consists of creating a formal process that would allow MLIS-holding employees to request a change in their appointment type between PLE and Librarian. The Union proposed the following process:

• For PLE to Librarian conversions, eligible PLEs would request to have their positions redefined as Librarian positions and would then through the librarian promotion process outlined in Article 18.
• For Librarian to PLE conversions, the Associate Dean or Dean would approve the change, and the PLE job classification and grade would be determined using the Position Review Process in Article 16.

NEW MOU – PLE Classification Series – The Union proposed to create a new MOU that would establish new pay grades for various job classifications in UW Libraries and UW Press within 90 days of contract ratification, except for Market Specialist 7, which would be established within 60 days:

• UW Libraries
  • New grade 9 for Archivist job class
  • New grade 9 for Conversation Specialist job class
  • New grade 8 for Outreach Specialist job class
• UW Press
  • New grades 6 and 9 for Acquisitions Specialist job class
  • New grades 5 and 6 for EDP Specialist job class
  • New grades 6 and 7 for Grants, Rights, and Digital Projects Specialist job class
  • New grades 7 and 8 for Marketing Specialist job class

NEW MOU – Promotional Raises – The Union proposed to create a new MOU that would require raises for two specific UW Press employees be retroactive to December 23, 2024, if their proposed reclassifications are approved.

Employer Initial Proposals

Article 18 – Ranking, Status, Initial Appointments, Renewal of Appointments Promotions of UW Libraries Librarians – The Employer proposed updated language around reports completed by the Librarian Personnel Committee and Review Committee, clarifying that the chair of each committee submits a written report detailing qualifications of a candidate for their requested action and their recommendations, and the written summaries produced by these committees would omit specific attributions and may omit vote counts for the purpose of confidentiality. With respect to the documentation checklist for reappointment renewals, promotions, or reviews for permanent status, the Employer proposed updated language that would recommend no more than five (5) references.

Article 19 – Duties and Assignments – The Employer proposed new language clarifying that core duties for librarians include committee appointments that are related to position responsibilities. With respect to temporary librarians, the Employer proposed new language stating that while they are eligible to participate in research and service activities, the majority of their time should be spent on core duties and that participation in research and service requires prior supervisor approval.

Article 20 – Telework – The Employer proposed new language clarifying current practice that regular telework must be supported by a telework agreement that specifies that requirements and details of the arrangement.

Article 22 – Performance Evaluations – The Employer proposed updated language that would require performance evaluations to be performed annually for Librarians, including those with permanent status, except for Librarians who submit documentation for promotion, reappointment, or status review.

Article 39 – Health and Safety– The Employer proposed to update the resource for safety concerns from Department of Labor & Industries (L&I) to the University’s Environmental Health & Safety Department (EH&S) in addition to other various edits to reflect currently UW EH&S policy and practice.

Article 40 – Health Care Benefits Amounts – The Employer proposed to update language to align with the coalition health care benefits agreement reached for the 2025-27 biennium.

The Employer proposed housekeeping edits only on the following provisions:

• Article 7 – Employee Facilities
• Article 12 – Professional Development

Next Steps

The next SEIU 925-Libraries and UW bargaining session is scheduled for December 16, 2025, and will be held virtually.