Last updated: September 10, 2026
Background
This recap details the eleventh and twelfth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and SEIU 925. Recaps are published online on the UW Labor Relations website.
Tentative Agreements
The parties tentatively agreed to the following:
Article 3 – Reasonable Accommodation of Employees with Disabilities
The parties agreed to update the language regarding pregnancy-related accommodations to align with the University of Washington’s Administrative Policy Statement (APS).
Article 37 – Employee Assistance Program
The parties agreed to clarify the language describing the Washington State Employee Assistance Program (WA EAP) while maintaining the language that the Employer and the Union will encourage and support employee participation in appropriate programs.
Article 42 – Union Activities, Rights, and Stewards
The parties agreed to add language clarifying the process for information requests.
Article 60 – Salary Overpayment Recovery
The parties agreed to add language memorializing current salary overpayment practices related to how the Employer collects overpayments from current and former staff members.
MOU: Former Administrative Assistant B
The parties agreed to remove the MOU for Former Administrative Assistant B because the job classification is no longer being utilized.
SEIU 925 Counter Proposals
Article 7 – Employee Rights
In response to the Employer’s proposal, the Union accepted the proposed language through Section 7.6 and did not accept the Employer proposed language that added programs of the University to Section 7.6.
Article 11 – Employee Training and Development
In response to the Employer’s proposal, the Union proposed revisions to Article 11 concerning employee training, development, licensing, and continuing education. The Union agreed to strike Section 11.3, maintain current contract language in Sections 11.4 and 11.6, and expand training and certification opportunities to all employees whose positions require them.
Article 12 – Advance Certification/Registration Pay
In response to the Employer’s proposal, the Union reasserted its initial proposal from July 31, 2026. The Union maintained its position that all technologists would be eligible for this premium. Additionally, their proposal also added language that would allow employees to request a list of eligible certifications, deleted language that does not allow certification pay for one-time certifications that do not require ongoing maintenance and maintained their language that would result in the Employer paying for multiple qualifying certifications and any specialized skills regularly used and warrant ongoing pay.
Article 28 – Inclement Weather and Suspended Operations
In response to the Employer’s proposal, the Union maintained its position that sick leave may be used in cases of inclement weather. The Union also reaffirmed the current language in Section 28.2, which provides employees with an opportunity to make up missed time due to inclement weather and suspended operations.
Article 33 – Transportation, Commute Reduction, and Telework
In response to the Employer’s proposal, the Union reaffirmed its initial proposal dated July 6, 2026, and moved language in Section 33.3 that would provide free parking for individuals with state-issued disabled parking permits.
Article 39 – Resignation and Abandonment
In response to the Employer’s proposal, the Union proposed clarifying that employees, or their representative, would have 14 calendar days to let the Employer know that the employee has been detained by Immigration and Customs Enforcement (ICE) or U.S. Customs and Border Protection (CBP).
Article 41 – New Employees
In response to the Employer’s proposal, the Union proposed language that would require the Employer to communicate quarterly with all individuals who supervise bargaining unit employees regarding Welcome Day for new employees.
Article 48 – Staffing and Workload Concerns
The Union’s counterproposal included language on staffing standards. The language would result in creating a process for reporting staffing concerns through OARS, Safety Net, or another reporting mechanism. The proposal also reasserted language requiring the Employer to ensure each employee’s reporting authority is clearly defined; and would result in expanding eligibility for a temporary staffing incentive. Additionally, the counterproposal included language from other collective bargaining agreements.
Article 55 – Contract Distribution
In response to the Employer’s proposal, the Union rejected it and reaffirmed the current contract language.
UW Counter Proposals
Article 4 – Workplace Behavior
In response to the Union’s proposal, the Employer reasserted its initial proposal from July 31, 2026.
Article 7 – Employee Rights
In response to the Union’s proposal, the Employer agreed to the Union’s proposed language, and added a citation to the RCW in the article.
Article 21 – Federal Family Medical Leave Act and Parental Leave
In response to the Union’s proposal, the Employer reasserted its initial proposal from July 31, 2026.
Article 27 – Leave Related to Domestic Violence, Sexual Assault, or Stalking
In response to the Union’s proposal, the Employer reasserted current contract language. In addition, the Employer added “hate crime” to the title and throughout the article.
Article 36 – Corrective Action/Dismissal
In response to the Union’s proposal, the Employer reasserted its initial proposal from July 17, 2026.
New MOU: Transplant Social Workers from Social Work and Care Coordination to Transplant Program
The Employer rejected the Union’s proposal to move the Transplant Social Workers from Social Work and Care Coordination agreement into the body of the contract or create a new MOU.
Next Steps
The next SEIU 925 and UW bargaining session is scheduled for Monday, September 14, September 16 and September 17, 2026, and all three sessions will be held in person.