Last updated: August 26, 2026
This recap details the first mediation session, seventeenth overall session, for the renewal of the collective bargaining agreement (CBA) between the University of Washington and UAW Research.
Tentative Agreements
Article 1: Preamble and Purpose
The parties agreed to new language clarifying that all information requests by the Union must be submitted in writing to Labor Relations.
Article 28: Professional Development
The parties agreed to simplify language detailing how professional development funds may be utilized as well as new language that will allow supervisors to have discretion for temporary rearrangement of work schedules or approval of unpaid time off for employees to attend professional development activities.
Union Counter Proposals
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 34: Telework and Work Location
The Union maintained its proposal to allow denials of telework to be grievable, but proposed new language stating that it would only be grievable in cases where telework determinations were not made in a consistent, fair, and transparent manner.
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Article 37: Travel
As part of this package proposal, the Union would agree to the Employer’s prior proposal as presented during the August 6 bargaining session.
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Article 39: Union Rights
As part of this package proposal, the Employer would agree to the Union’s prior proposal as presented during the August 6 bargaining session.
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Article 40: Union Security
As part of this package proposal, the Employer would agree to the Union’s prior proposal as presented during the August 6 bargaining session.
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 11: Health and Safety
As part of this package proposal, the Union would agree to the Employer’s proposal as presented during the June 29 bargaining session.
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Article 21: Non-Discrimination and Harassment
The Union reasserted much of its prior proposal, including proposing to include a definition of bullying, including caste in the list of characteristics protected from discrimination and harassment, and to retain language around bathroom equity and the equity survey.
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Article 29: Reasonable Accommodation of Employees with Disabilities
The Union accepted the Employer’s prior counterproposal but proposed an additional housekeeping edit to include a website link which directs employees to the interactive process on the UWHR website and reasserted the previous proposal to include a section title related to medical records.
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MOU: Empowering Prevention and Inclusive Communities
As part of this package proposal, the Union would agree to the Employer’s proposal as presented during the August 6 bargaining session.
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MOU: Transition Support
The Union reasserted its proposal to create this new MOU and adjusted its proposal around transgender sensitivity training to state that it would be made available through the Union instead of the existing EPIC program as previously proposed. The Union also adjusted its proposal for a gender transition fund, now proposing the fund be $75,000/year.
Employer Counter Proposals
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 6: Corrective Action and Dismissal
The Employer proposed to move language from Article 23: Performance Evaluations into this Article stating that supervisors will communicate with employees about performance problems as they occur and will jointly develop a performance improvement plan. The Employer also proposed new language that will allow the Employer to determine corrective action based on the nature and severity of a problem.
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Article 23: Performance Evaluations
The Employer proposed to strike and move language around the joint performance improvement plan into Article 6: Corrective Action and Dismissal.
Next Steps
The next UAW Research and UW bargaining session is scheduled for August 25 and will be held in person