Last updated: September 2, 2026
This recap details the twelfth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and UAW Postdoctoral Scholars.
Employer Initial Proposals
Article 7: Grievance Procedure
In addition to the initial proposal presented by the Employer during the July 7 bargaining session, the Employer proposed updating the arbitrator selection process by increasing the panel size from five (5) to six (6) arbitrators.
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 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: Appointments and Reappointments
The Union proposed that the University may grant a minimum one (1) year initial appointment at a Postdoctoral Scholar’s request.
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Article 12: Intellectual Property and Academic Rights
As part of the package proposal, the parties would agree to maintain current contract language in this article.
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Article 14: Layoff
The Union proposed new language which would require the Employer to give both the employee and the Union at least thirty (30) days’ advance written notice of a temporary layoff, along with the expected dates. The Union defined a temporary layoff as the suspension or temporary reduction of FTE of an appointment to which a Postdoctoral Scholar is assigned or is working due to acts of nature or financial emergency
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 19: Professional Development
Under this package proposal, the Employer agreed to a modified version of the Union’s proposal to maintain a centralized professional development website and a twice-yearly newsletter for Postdoctoral Scholars. Additionally, the Employer proposed that teaching may occasionally be appropriate for professional development.
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MOU: Professional Development
As part of this package proposal, the parties would agree to strike and remove this MOU.
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 8: Health And Safety
As part of this package proposal, the Employer reasserted their previous proposal as presented during the June 29 bargaining session.
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Article 16: Non-Discrimination and Harassment
In response to the Union, the Employer proposed added language to the workplace behavior section of this article stating that no employee would be subjected to discrimination or harassment based on ethnic origin, political affiliation, medical condition, or union membership. The Employer also proposed to move the language previously proposed around complaints stating that when an employee files both a grievance and an internal complaint alleging discrimination, harassment or retaliation as defined in UW Executive Order 81, the grievance would be suspended until the investigation is concluded to the complaints section of this article.
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Article 36: Reasonable Accommodations
The Employer accepted the Union’s proposal to add a link referencing further details about the interactive accommodation process
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MOU: Empowering Prevention and Inclusive Communities (EPIC)
As part of this package proposal, the Employer reasserted their previous proposal as presented during the July 29 bargaining session.
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MOU: Transition Support
As part of this package proposal, the Union would agree to withdraw this MOU.
Article 30: Union Security
In response to the Union, the Employer proposed to maintain current contract language.
Next Steps
The next UAW Postdoc and UW bargaining session will be in mediation with PERC, an official date has not been confirmed yet.