Last updated: August 26, 2026
This recap details the sixteenth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and UAW Research.
Tentative Agreements
The parties tentatively agreed to the following:
Article 9: Exit Interviews
The parties agreed to language that will allow the Employer to offer exit interviews to employees being laid off.
Article 22: Overtime
The parties agreed to new language that will allow supervisors to prospectively authorize overtime for designated employees on designated projects for a designated period of time when allowed by department or University policy.
Article 27: Probation
The parties agreed to new language around probationary periods that will allow employees appointed to a temporary salaried non-bargaining unit Research staff position hired into the same job with equivalent bargaining unit job profile and in the same unit to have time worked credited towards the end of their probationary periods, not to exceed three (3) months.
Article 30: Recognition of Work
The parties agreed to new language stating that employee contributions to their science may be recognized in the form of credits in presentations, tools, or datasets.
The parties agreed to maintain current contract language in the following Articles:
- Article 3: Management Rights
Employer Counter Proposals
Article 10: Grievance Procedure
The Employer proposed to include the five (5) names of arbitrators recently selected to be the on the panel of arbitrators. The Employer also accepted the Union’s proposal that the parties may agree that the arbitrator retain jurisdiction for a different period of time other than the previously agreed upon sixty (60) day jurisdiction window.
The Employer presented a package proposal in which all provisions would need to be accepted in their entirety. The full contents of the package are outlined below:
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Article 1: Purpose and Intent
The Employer dropped its proposal to require that information requests would not normally extend more than thirty-six (36) months prior to the date of the request and instead reasserted language stating that all information requests must be submitted to Labor Relations and that requests would need to clearly identify what is being sought and include the reason for the request.
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Article 4: Classification and Reclassification
In response to the Union’s proposal to establish a timeline for the position review process, the Employer counter proposed language that would require position review requests submitted at the departmental level to be forwarded to UWHR Compensation within thirty (30) calendar days of receipt of completed paperwork, whenever possible.
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Article 16: Inclement Weather and Suspended Operations
As part of this package proposal, the parties would agree to maintain current contract language in this Article.
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Article 20: No Strikes, No Lockouts
As part of this package proposal, the parties would agree to maintain current contract language in this Article.
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Article 25: PI Eligibility
As part of this package proposal, the Union would accept the Employer’s counter proposal as presented during the June 30 bargaining session.
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Article 34: Telework and Work Location
As part of this package proposal, the parties would agree to maintain current contract language in this Article.
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Article 37: Travel Costs
As part of this package proposal, the Union would accept the Employer’s counter proposal as presented during the August 6 bargaining session.
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Article 39: Union Rights
The Employer accepted the Union’s proposed language stating that reports would include unit member information but reasserted its prior proposal elsewhere in this Article.
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Article 40: Union Security
As part of this package proposal, the parties would agree to maintain current contract language in this Article.
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Article 43: Workspace and Materials
As part of this package proposal, the Union would accept the Employer’s counter proposal as presented during the August 6 bargaining session.
Union Counter Proposals
Article 42: Compensation
The Union presented a counter proposal on Compensation and reasserted its initial proposal to increase and align salary range minimums and maximums across Research Scientist, Research Coordinator, and Research Consultant job profiles. The Union adjusted its proposed salary increases:
- For Research Scientist-Assistant, Research Scientist 1 & 2, Research Coordinator 1 & 2, Research Consultant 1 & 2, and all APL Scientist/Engineer classifications of the equivalent level: Increase salary ranges by seventeen percent (17%) effective January 1, 2027. The Union reasserted its proposal for additional six percent (6%) increases effective January 1 every year after for the duration of the contract.
- For Research Scientist 3, Research Coordinator 3, Research Consultant 3, and all APL Scientist/Engineer classifications of the equivalent level: Increase salary ranges by fourteen percent (14%) effective January 1, 2027. The Union reasserted its proposal for additional six percent (6%) increases effective January 1 every year after for the duration of the contract.
- For Research Scientist 4, Research Coordinator 4 & 5, Research Consultant 4 & 5, and all APL Scientist/Engineer classifications of the equivalent level: Increase salary ranges by nine percent (9%) effective January 1, 2027. The Union reasserted its proposal for additional six percent (6%) increases effective January 1 every year after for the duration of the contract.
The Union also adjusted its proposed across-the-board increases, now proposing that all employees would receive salary increases of six percent (6%) immediately upon ratification, an additional six percent (6%) on January 1, 2027, plus additional six percent (6%) increases effective on every ratification anniversary date after 2026 for the duration of the contract.
Apart from various housekeeping edits, the Union reasserted its initial compensation proposal elsewhere in this Article.
The Union presented a package proposal in which all provisions would need to be accepted in their entirety. The full contents of the package are outlined below:
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Article 1: Purpose and Intent
As part of this package proposal, the parties would agree to maintain current contract language in this Article.
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Article 4: Classification and Reclassification
The Union adjusted its proposed timelines around the position review process, now proposing that departmental HR would have fourteen (14) calendar days to verify all necessary paperwork is completed correctly, and that departmental HR would submit completed position review forms to UWHR Compensation no later than seven (7) calendar days from receipt of completed forms.
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Article 16: Inclement Weather and Suspended Operations
As part of this package proposal, the parties would agree to maintain current contract language in this Article.
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Article 20: No Strikes, No Lockouts
As part of this package proposal, the parties would agree to maintain current contract language in this Article.
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Article 25: PI Eligibility
The Union dropped its proposal that requests for PI eligibility would need to be reviewed by three (3) or more people within the department, school, or college. The Union reasserted its proposal that the Employer would be required to provide written notice with reasoning for denials of PI eligibility.
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Article 43: Workplace and Materials
As part of this package proposal, the Union would accept the Employer’s counter proposal as presented during the August 6 bargaining session.
Next Steps
The next UAW Research and UW bargaining session is scheduled for Thursday, August 20, and will be held virtually.