SEIU 925 Libraries – UW Negotiations Recap for March 9, 2026
This recap details the fourteenth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and SEIU 925 – Libraries.
Tentative Agreements
The parties tentatively agreed to the following:
Article 61: Intellectual Freedom
The parties agreed to include new language stating that lawful exercises of freedoms will not result in retaliation against employees.
Union Counter Proposals
Article 10: Hours of Work
The Union reasserted its previous proposal that full‑time employees be scheduled to work thirty‑five (35) hours per week. The Union proposed returning to earlier proposed language requiring the Employer to provide a written justification when denying an employee’s request for an alternative work schedule. In addition, the Union accepted the Employer’s language related to Employer‑Initiated Schedule Changes.
Article 11: Overtime
The Union reaffirmed most of its previous proposal, including proposing two different methods for calculating overtime. The Union did propose to reverted to current contract language that states that time off does not count toward the calculation of overtime.
Article 19: Duties and Assignments
The Union accepted much of the Employer’s proposed language related to temporary librarians participation in research and service requiring supervisor approval, but maintained its proposal that reasons for denials of temporary librarians participating in research or service activities must be made in writing from their supervisors.
Article 21: Compensation, Wages, and Other Pay Provisions
The Union’s presented its third compensation counterproposal, which would increase bargaining unit employee salaries by four and a half percent (4.5%), retroactively effective on February 2, 2026. The Union dropped its proposal for new language that would’ve given pay increases to employees in the Union’s proposed new titles such as Work Lead, Assistant Head, or Assistant Director. The Union also proposed new language stating that exceptions could be made in UW Press for situations where informal working titles are tied to industry standards rather than representing the level of additional responsibility that titles of Head or Director normally entail.
Finally, the Union also maintained its prior proposals to create a longevity premium and to make bargaining unit employees eligible for standby pay and callback pay.
Article 24: Vacation Time Off
The Union proposed reverting to current contract language that distinguishes between Librarians and PLEs, however, the Union proposed increasing the annual vacation accrual rate for PLEs from fifteen (15) days to twenty (20) days.
Article 48: Diversity, Equity, and Inclusion
The Union reaffirmed its proposal to retitle the article as “Diversity, Equity, Inclusion, Accessibility (DEIA) and Anti‑Racism,” with corresponding updates throughout the article to reflect this change, including the addition of new accessibility‑related language. The Union proposed language that a pause, substantial restructuring or cessation of DEIA related activities would be appropriate topics for a Joint Union Management Committee meeting. The Union reaffirmed its proposal to include language on “Continuing Education and Trainings.” Additionally, the Union agreed with the Employers proposal to remove the “Reporting” section, which outlined the reports the Employer would provide to the Union regarding DEIA initiatives across the University. Finally, the Union reaffirmed their proposal related to recruitment of applicants from underrepresented groups.
Article 56: Represented Limited Term Hourly Employees
The Union accepted the Employer’s prior counterproposal of the additional articles that apply to temporary hourly employees and further proposed to include sections 8.1 E (Union orientation) and 8.2 (New Employee Training) from Article 8: New Employees. Additionally, the Union proposed language that would allow temporary hourly employees to take bereavement time in the form of unpaid release time.
Employer Counter Proposals
The Employer presented a package proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below.
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Article 18: Rank, Status, Initial Appointments, Renewal of Appointments, and Promotions for UW Libraries Librarians
As part of this package proposal, the Union would accept the Employer’s prior counter proposal for this Article as presented during the March 3 bargaining session.
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Article 19: Duties and Assignments
With respect to supervisory approval for temporary librarians participating in research or service activities, the Employer counter proposed language stating that temporary libraires should discuss their participation in such activities with their supervisor, and that supervisors may prospectively authorize participation in research and service activities.
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Article 22: Performance Evaluations
As part of this package proposal, the Union would accept the Employer’s counter proposal for this Article as presented during the February 12 bargaining session.
Article 21: Compensation, Wages, and Other Pay Provisions
The Employer presented its second compensation counter proposal and increased its proposal for salary range increases and across-the-board increases in year 2 from one percent (1%) to one and a half percent (1.5%), which would be effective on April 1, 2027. The Employer maintained its initial proposal for the remainder of this Article, including a 2% increase effective April 1, 2026 (year 1) and a 1% increase effective April 1, 2028 (year 3).
Article 32: Leave Related to Domestic Violence, Sexual Assault, or Stalking
The Employer proposed adding confidentiality language from APS 46.8 regarding the disclosure of information.
Article 35: Reasonable Accommodation of Employees with Disabilities
The Employer proposed updating the process so that accommodation requests are submitted to the Leave and Accommodation Specialist and included a link to the relevant contact page. In response to the Union, the Employer incorporated language stating that employees would be provided with information about their rights related to disability. Also in response to the Union, the Employer further proposed language regarding disability separation, specifying that before a disability separation is finalized, the Employer must document all accommodation requests and provide that documentation to the employee. Finally, the Employer proposed that employees must submit a new accommodation request and medical documentation when returning to work with an accommodation, or when seeking to extend their disability leave.
Article 56: Represented Limited Term Hourly Employees
The Employer accepted some of the Union’s prior counterproposal to expand the list of articles that apply to temporary hourly employees, including the formal collective bargaining section from Article 36: Miscellaneous Leave, Article 43: Personnel Files, Article 48: Inclusion and Belonging (proposed new name by Employer), and Article 61: Intellectual Freedom. The Employer also accepted the Union’s proposal to allow temporary hourly employees to receive funding and release time for professional development. With respect to committee appointments for temporary hourly employees, the Employer counter proposed language that would allow such appointments to be considered part of the employee’s regular work, but only when directed by their supervisor.
Next Steps
The next SEIU 925-Libraries and UW bargaining session is scheduled for Thursday, March 19 and will be held virtually.