Last updated: July 15, 2026
Background
This recap details the second and third sessions for the negotiation for the collective bargaining agreement between the University of Washington and WFSE. Recaps are published online on the UW Labor Relations website.
Tentative Agreements
The parties tentatively agreed to current contract language on the following articles:
- Preamble
- Article 1: Union Recognition
- Article 8: Employee Facilities
- Article 12: Licensure and Certification
- Article 13: Tuition Exemption Program
- Article 15: Inter-System Movement and Transfer
- Article 22: Child Dependent Care
- Article 27: Leave Related to Domestic Violence, Sexual Assault, Stalking, or Hate Crime
- Article 30: Work Related Injury Leave
- Article 39: Resignation and Abandonment
- Article 46: Healthcare Benefits Amounts
- Article 49: Privacy
- Article 54: Subordination of Agreement and Saving Clause
- Article 56: Union Membership Dues Deduction, and Status Report
- Article 57: Management Rights and Responsibilities
- Article 59: Drug Testing
UW Initial Proposals
The Employer proposed maintaining current contract language for the following articles.
- Article 32: Uniforms and Special Clothing
- Article 34: Performance Evaluation
- Article 35: Personnel Files
- Article 50: No Strike No Lockout
Article 6: Grievance Procedure
The Employer proposed that grievance meetings would be held remotely but may be held in person with mutual agreement. The Employer proposed that the parties would begin scheduling for a Step 2 meeting within fifteen (15) calendar days of the notice of the filing at Step 2.
The Employer proposed that the party moving for arbitration would initiate the scheduling process and provide availability to the next arbitrator on the panel within thirty (30) calendar days of advancing the grievance to arbitration, or the grievance would be withdrawn on the thirty-first (31) day. The Employer proposed including the names of the current panel of arbitrators in the agreement, and that if an arbitrator leaves, the parties would discuss adding a replacement.
The Employer proposed new contract language on pre-hearing disclosures and procedural arbitrability. Regarding procedural arbitrability, the Employer proposed that issues of, including compliance with time limits in this Article, would be raised by the parties and decided by the arbitrator as soon as practicable. If a hearing is needed to determine procedural arbitrability, a hearing on the merits may only be held after the arbitrator issues a ruling in favor of arbitrability.
The Employer proposed new language on t the presence of witnesses, documents, and other hearing procedures. The Employer also proposed that the arbitrator would retain jurisdiction for sixty (60) days following issuance of their decision to resolve any disputes between the parties concerning the implementation of any remedy ordered by the arbitrator.
Article 7: Employee Rights
The Employer proposed updating language around off-duty activities of an employee not being grounds for corrective action unless said activities are a conflict of interest as set forth in state law or are detrimental to the employee’s work performance or the program of the Employer.
Article 9: Hours of Work and Work Schedules
The Employer proposed that when mutually agreeable between the manager or designee and the employee concerned, employees who request temporary schedule changes may waive premium payments resulting from the requested schedule change.
Article 19: Voluntary Employee Beneficiary Associations
The Employer proposed updating language for clarity and legibility that references and complies to the corresponding RCW.
Article 36: Corrective Action Dismissal
The Employer proposed that upon written request by the employee, the Employer may, a change from will, remove from an employee’s personnel file any formal or final counseling after three (3) years, unless there are circumstances determined by the University that require a longer retention period. The Employer proposed striking that those circumstances must be set forth in writing.
Article 37: Employee Assistance Program
The Employer proposed modifying language to explicitly define what the Washington State Employee Assistance Program is, who it supports and how eligible employees and their household members may contact the WA EAP. The Employer also proposed that no employee’s job security would be placed in jeopardy as a result of seeking and following through with corrective treatment, counseling or advice provided that the employee’s job performance meets supervisory expectations.
Article 38: Seniority Layoff Rehire
The Employer proposed that for employees rehired from layoff status, the progression start date and annual leave accrual date would be reestablished and months of service toward a higher vacation time off accrual rate would be awarded by the amount of time equal to the period of time spent on the rehire list. This is a change from current contract language whereby the layoff progression and re-accrual dates are re-established and extended by an amount of time in calendar says equal to the period of time spent on the rehire list prior to the rehire.
Article 51: Board of Regents
The Employer proposed to strike this article as the process is codified in the Bylaws of the Board of Regents.
Article 52: Salary Overpayment
The Employer proposed clarifying current practices that would explicitly distinguish methods of payback available to active employees from those available to separated employees.
Article 58: Term of Agreement
The Employer proposed updating the effective years of a successor agreement.
WFSE Initial Proposals
Article 6: Grievance Procedure
The Union proposed that failure of the Employer to comply with the time limitations without a request for time extension would result in the Employer granting the requested remedies or a mutually agreed upon alternative. The Union proposed that Artificial intelligence (AI), including generative AI, would not be used to record or transcribe grievance hearings, and would not be used in the development or issuance of grievance responses and/or arbitration awards. The Union also proposed that if the Union chooses to move a grievance to mediation that it will become a mandatory step of the grievance procedure. Currently mediation must be mutually agreed upon by both parties. The Union proposed adding the Public Employment Relations Commission (PERC) panel of arbitrators as an option for Step 4 grievances in addition to the parties’ current panel of arbitrators.
The Union proposed that if the time spent in mediation or arbitration hearing is less than an employee’s regularly scheduled shift time, the employee may have the option to work the remainder of their scheduled shift.
Article 7: Employee Rights
The Union proposed that an employee would have the right to Union representation and an interpreter on any matter that the employee believes could adversely affect their conditions of employment. The Union proposed that the Employer would inform employees of their right to representation. The Union also proposed that AI would not be used when making employment-related decisions such as hiring, promotion, discipline.
Article 9: Hours of Work and Work Schedules
The Union proposed that employees would have a seven (7) minute grace period before and after their scheduled shift for clocking and out. The Union proposed that an employee whose shift exceeds twelve (12) hours or is at least three (3) hours beyond their scheduled shift would be entitled to a second paid 30-minute meal period, which is currently unpaid. The Union also proposed that the Direct Patient Care Policy would be expanded to include all job classes assigned to the B0 pay table. The Union proposed that the Employer would provide up to ten (10) minutes at the start and end shifts for employees to change if their work is performed in areas with employer-required scrubs or uniforms.
The Union proposed that employees would have the right to bid on their hours of work, with bids being awarded by seniority. The Union proposed updating the definition of an alternative work schedule to anything other than five (5) uniform and consecutive eight (8) hour days in a seven (7) day period or eighty (80) hour workweek in a fourteen (14) day period for hospital personnel. The Union also proposed that employees who have alternative work schedules would have two (2) consecutive days off
The Union proposed that the Employer would consider an employee’s childcare needs, and other work or class schedules, when determining work schedules, and would allow for flexibility when possible.
For temporary changes in work schedule assignments, the Union proposed that the Employer would provide five (5) calendar days’ notice, an increase from the current contract which requires three (3) days’ notice. The Union proposed removing lack of work and safety hazards from the list of reasons less notice may be provided. The Union proposed defining temporary as no longer than an aggregate of twenty-one (21) days.
The Union proposed that all departments would hold a mandatory seniority based schedule rebid annually.
The Union also proposed making Rest Between Shifts available to all employees rather than only those in the current job profiles. Additionally, the proposed increasing the time between shifts from eleven (11) to twelve (12) hours. The Union also proposed that all time worked within that 12 hour period and remainder of the shift be paid at double-time.
Article 11: Training and Professional Development
The Union proposed that any release time for training for employees accepted for such classes shall be approved.
The Union proposed that float pool staff that are expected to work in the Emergency Department would receive refresher training prior to being assigned to work in the there.
The Union proposed that all employees would have access to educational/professional leave rather than the currently list job classes. Additionally, the Union proposed that employees who work .9FTE would receive full-time amount of release time.
The Union proposed increasing the education support funds from $400.00 annually to $850.00. The Union also proposed that these funds would be available to all employees rather than just the currently listed job classes.
The Union also proposed adding that these funds may include but are not limited to: certification and re-certification fees, licensure, books, magazines, seminars, tuition for college courses, audio, video, or virtual courses, conference registration, and travel related expenses for conferences. For educational/professional leave and education support funds, the Union proposed considering a .9FTE as a full-time employee.
Next Steps
The next UW & WFSE bargaining session is scheduled for July 16, 2026 and will be held virtually.