UW & SEIU 925 Continuum College Negotiations Recap for December 18, 2025, and December 22, 2025
Background
This recap details the twenty fifth session and twenty 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 – Counter Proposals
Article: Hours of Work
The Employer agreed to add language proposed by the Union that to clarify that the language “per Federal and State law, the Employer will determine whether a position is nonexempt or exempt” does not preclude the Union or any individual from challenging the University’s overtime determinations in appropriate forums.
Additionally, the Employer rejected the Union’s proposed language that would have introduced new criteria for changes to work assignments, including work outside the scope of duties, excessive workload, and inequitable distribution of work projects.
Article: Classification and Reclassification
In response to the Union, the Employer proposed language that reasserted that all new SEIU Continuum College employees would be considered for job profile changes unless exempt under RCW 41.56.401. The Employer proposed new language stating that RCW 41.56.21 would govern determinations of whether a new job profile is prohibited by law from inclusion in the bargaining unit.
Article: Mandatory Subjects
In response to the Union, the Employer reasserted that the Employer would provide reasonable notice and opportunity to bargain within no less than 30 days.
SEIU 925- Continuum College Counter Proposals
Article: Mandatory Subjects
In response to the Employer, the Union reasserted that the parties would attempt to begin bargaining within 30 days and that if the Union makes a request for information at the same time as the request to bargain, the thirty (30) calendar days would not begin until the information request has been fulfilled.
Article: Overtime
In response to the Employer, the Union reasserted language that although exempt employees do not qualify for overtime pay, when the Employer determines that the employee has been directed to work an excessive amount of hours for an extended period of time, additional vacation time off may be approved by Continuum Human Resources.
Article: Hours of Work
In response to the Employer, the Union proposed language that an employee should initiate discussions with their supervisor as soon as they anticipate or experience any workload-related issues such as but not limited to being assigned work outside of scope, inequitable distribution of work, and excessive workload.
Article: Classification and Reclassification
In response to the Employer, the Union reasserted that if an employee occupying a position reallocated to a class with a lower salary range maximum due to a class being created, abolished or modified would maintain their salary or hourly rate up to the maximum salary in the range. If an employee’s current salary is above man the range, the employee’s salary would be y-rated (frozen) until the new range catches up.
Tentative Agreements
Article: Contracting
The parties reached agreement on an article that matches much to the same titled article in the SEIU 925 – IHME contract. Language was added that the Employer would not contract out bargaining work which results in the layoff or reduced FTE status of bargaining unit employees without a union notice provided to the union 30 days prior to implementation of any contract.
Financial Communication and Transparency
The parties agreed to a side letter that the Employer will continue to publish a monthly report available to all employees during the academic year. The goal of providing the monthly snapshots is to allow employees insight into how the Employer’s budget and finance actuals are tracking.
Annually, the Employer will discuss with and/or provide employees an annual recap that includes information on revenue, external funding sources, and spending across departments.
Health and Safety
The parties agreed to an article that matches much of the same language from the similar article in the SEIU 925 – IHME contract. Language was added that if an employee has reported to work prior to the suspension of operations, and it has been determined that reassignment to an alternative work site or telework is not feasible, and the supervisor directs the employee to return home, the employee will receive their regular pay for all hours they were scheduled to work on the day suspension. Language was also added regarding ergonomics that employees should contact their supervisor if job procedures, equipment or University-owned or operated workstations lead to risk of injury or work-related musculoskeletal disorders. Further ergonomic guidelines shall be referenced on the Environmental Health and Safety website www.ehs.washington.edu.
Performance Evaluation
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 regarding upon appointment to a position the employee’s supervisor will provide the employee with a copy the position’s job duties. Written performance expectations shall be provided to the employee in sufficient time to allow the employee to meet the work expectations. New language was also added that the Employer shall make available training opportunities for all managers and supervisors regarding the Employer’s performance evaluation program and shall, upon request, share and discuss the contents of such training opportunities with the Union.
Professional Development
The parties reached agreement on an article that matches much to the same titled article in the SEIU 925 – IHME contract. Employees will be notified in writing of any professional development allocations. Language around various training opportunities, release time, employee awareness and travel funding was also included.
Side Letter: Artificial Intelligence
The parties agreed to a side letter that supports the use of UW-approved AI artificial intelligence tools to accelerate the strategic, financial and economic goals of Continuum College and the University while remaining compliant with relevant laws, regulations and policy.
Article: Commute & Travel
The parties reached agreement on an article that matches much to the Transportation, Travel, and Commute Reduction article in the SEIU 925 – IHME contract. Language was added around Emergency Rides Home using the U-Pass program and policy changes.
Next Steps
The next UW & SEIU Continuum College bargaining session is scheduled for January 7, 2026, and will be held in person.