Last updated: July 15, 2026
This recap details the twelfth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and UAW Research.
Employer Initial Proposals
Article 1: Preamble and Purpose
The Employer proposed new language around information requests that would require the Union to clearly identify what information is being sought and the reason for the request, and that requests would not normally extend beyond twenty-four (24) months prior to the date of the request.
Article 9: Exit Interviews
The Employer proposed to update this Article to allow all members of the bargaining unit to request exit interviews, rather than only Research Coordinators and Research Consultants.
Article 22: Overtime
The Employer proposed new language that would allow supervisors to prospectively authorize overtime for designated employees on designated employees for a designated period of time.
On the following provisions, the Employer proposed to maintain current contract language:
- Article 16: Inclement Weather and Suspended Operations
- Article 27: Probation
- Article 34: Telework and Work Location
- Article 40: Union Security
Employer Counter Proposals
Article 4: Classification and Reclassification
In response to the Union’s prior proposal around the position review process, the Employer counter-proposed to include a link to UWHR’s Position Review Process webpage and include language stating that UWHR Compensation would issue a written response for the position review to the department and the employee. The Employer reasserted its prior counterproposal for the remainder of this Article.
Article 21: Non-Discrimination and Harassment
The Employer counter proposed to include language that falls outside of UW Executive Order 81 in the workplace behavior section which maintains those protections in the proper place. The language states that no employee would be subjected to adverse or inequitable treatment based on ethnic origin, political affiliation, medical condition, or membership or non-membership in a Union. The Employer reasserted its prior counterproposal for the remainder of this Article, which directs employees to UW Executive Order 81: Prohibiting Discrimination, Harassment, and Sexual Misconduct, including language that references the UW Civil Right Compliance Office as the main body that investigates claims of discrimination, harassment, or sexual misconduct.
Article 23: Performance Evaluations
In response to the Union’s previous proposal to include a provision in the performance evaluations for identifying career advancement goals, the Employer proposed language to include a provision for identifying professional development goals, which may include training and professional development plans.
Article 29: Reasonable Accommodation of Employees with Disabilities
The Employer reasserted its prior counter proposal as presented during the June 12 bargaining session.
Article 30: Recognition of Work
The Employer accepted some of the Union’s proposed language around recognizing employee contributions, stating that such contributions may include credits in presentations, tools, or datasets.
Article 39: Union Rights
The Employer reasserted its initial proposal for this Article.
Article 42: Compensation
The Employer presented its initial compensation proposal, which would increase both employee salaries across-the-board and all salary ranges by one percent (1%) effective on April 1, 2027, if ratified by the Union on or before June 30, 2026. The Employer also made housekeeping edits updating job classification to job profile and included references to salary maximums to reflect changes proposed in Article 13: Hiring, Promotions and Transfers. The Employer also proposed removing language around administrative supplements as administrative supplements are not used for staff.
Article 43: Workspace and Materials
In response to the Union’s proposal to require the University to process reimbursements within thirty (30) days, the Employer counter proposed language stating the University would make good faith efforts to process reimbursements within thirty (30) days.
Article 44: Duration
The Employer proposed a 3-year contract that would become effective upon ratification and remain in force through June 30, 2029, and that if this Agreement were to expire while negotiations are underway for the next successor agreement, the terms of this Agreement would remain in effect for no more than one (1) year from the expiration date.
Next Steps
The next UAW Research and UW bargaining session is scheduled for Tuesday, June 30 and will be held in-person at the UDSB Gateway building.