Last updated: September 17, 2026
This recap details the fifth mediation session, twenty-first overall session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and UAW Research.
Union Counter Proposals
Article 35: Time Off and Leave
The Union accepted the Employer’s proposed language updates stating that employer-provided healthcare benefits would be maintained during any period of Paid Family Medical Leave in which an employee is also entitled to job protection. The Union rejected the Employer’s proposed language that addresses what would happen should the WA PFML program as codified in RCW 50A be repealed.
Article 42: Compensation
The Union reduced its proposal for increases to salary minimums upon ratification to current minimums for all bargaining unit job profiles. The Union reduced its proposal for range increases of 17% on January 1, 2027 for RSE-A, RSE-1, RSE2, RCoord-1, RCoord-2, RCon-1 and RCon-2 to 16%. The Union maintained the proposal for range increases of 14% for RSE3, RCoord-3 and RCon-3 and 9% for RSE-4, RCood-4, RCoord-5, RCon-4 and RCon-5 on January 1, 2027. Additionally, the Union maintained its proposal for range increases of 6% for subsequent years of the contract. The Union also updated its across-the-board increase proposals, now proposing that employees receive an increase of four percent (4%) immediately upon ratification and an additional five and a half percent (5.5%) effective January 1, 2027. The Union maintained the proposal for six percent (6%) increases effective on every ratification anniversary sate after 2026 for the duration of the contract. Additionally, the Union updated its proposal for retention increases, now proposing that, effective January 1, 2027, employees who were hired into the bargaining unit four (4) years prior to ratification and that haven’t received any increase to their base pay (excluding across-the-board board and salary range increases) would receive a salary increase of three percent (3%). The Union also proposed that employees who have remained in the same job profile and position over the previous four (4) years and haven’t received any increases to their base pay (excluding across-the-board board and salary range increases) would receive increases of three percent (3%) every four (4) years on their start date anniversary. The Union reasserted its prior compensation proposal, including language around one-time payments and Sea and Remote Research Pay, 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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New MOU – Immigration and Visa Sponsorship
The Union proposed to include much of the content of their initial proposal for New Article – Immigration and Visa Sponsorship in this new MOU, including language around maintaining immigration status, data privacy, and other support measures that would include additional legal assistance and paid time off for detained employees or employees unable to return to the U.S.
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New Article – Immigration and Visa Sponsorship
As part of this package proposal, the Union would agree to withdraw their proposal to create this new Article.
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Side Letter – Immigration Support Program
The Union reduced its proposed amount for a one-time fund that would be dedicated to providing direct legal services for non-citizen employees from $250,000 to $200,000. The Union reasserted its initial proposal elsewhere in this proposed new side letter.
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New Article – Caregiving and Dependent Support
The Union reduced its proposed amount for an annual Childcare and Dependent Care fund to $37,500 per year, with $18,750 being made available in May each year of this agreement with the remaining funds made available each November. The Union also reduced its proposal for back-up childcare days at Bright Horizons available to bargaining unit employees to seven (7) per year. The Union reasserted its initial proposal elsewhere in this proposed new Article.
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New Article – New Technology
The Union maintained its initial proposal to create a new Article around use of technology and proposed additional new language that would require the use of technology not be a substitute for an employee’s exercise of professional judgement in the execution of job duties.
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 6: Corrective Action and Dismissal
As part of this package proposal, the Union would agree to the Employer’s prior counter proposal for this Article as presented during the August 28 bargaining session.
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Article 10: Grievance Procedure
As part of this package proposal, the Employer would agree to the Union’s prior counter proposal for this Article as presented during the September 3 bargaining session.
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Article 25: PI Eligibility
As part of this package proposal, the Union would agree to the Employer’s prior counter proposal for this Article 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 39: Union Rights
As part of this package proposal, the Employer would agree to the Union’s prior counter proposal for this Article as presented during the August 6 bargaining session.
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
As part of this package proposal, the Union would agree to the Employer’s prior counter proposal for this Article as presented during the August 28 bargaining session.
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Article 10: Grievance
The Employer accepted some of the Union’s language around arbitration stating that if the parties can’t resolve a grievance at the prior step of if the step was skipped, it may be appealed to an arbitrator, and that the appeal must be made within fourteen (14) calendar days of the notice from the Employer that they didn’t agree to step three mediation. The Employer also accepted the Union’s proposal to expand the arbitrator panel from five (5) to six (6) arbitrators. The Employer reasserted its prior proposal elsewhere in this Article.
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Article 15: Hours of Work
The Employer proposed removing language around temporary FTE reductions and increases from this Article and reasserted its prior counterproposal elsewhere in this Article.
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Article 18: Layoff, Rehire, Seniority
In response to the Union, the Employer proposed to include effective dates of a layoff and references to employee rights and rehire list elections in layoff notices. The Employer also accepted the Union’s proposal to extend the length of an employee’s placement on the rehire list from twelve (12) to eighteen (18) months. With respect to removal from the rehire list, the Employer proposed clarifying language that employees would be removed from the list if they reject one (1) offer of placement in a position in a lower job profile from their previous job, or if the employee accepts any offer of placement from any rehire list and completes the trial service period. Additionally, the Employer proposed including the language regarding temporary FTE reduction and increases from article 15, however, did propose that this language instead be referred to as a short-term FTE reduction and increase that details FTE changes that last ninety (90) days or less but could also be extended by mutual agreement between an employee and their supervisor. Finally, in response to the Union, the Employer proposed language regarding the Employer requesting standby status from the WA Employment Security Department for employees that reside in Washington State, when applicable.
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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 agree to the Employer’s prior counter proposal for this Article 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 35: Time Off and Leave
As part of this package proposal, the Union would agree to the Employer’s prior counter proposal for this Article as presented during the September 3 bargaining session.
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Article 39: Union Rights
As part of this package proposal, the Union would agree to the Employer’s prior counter proposal for this Article as presented during the August 28 bargaining session.
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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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MOU: Retaining Institutional Knowledge
As part of this package proposal, the Union would agree to the Employer’s proposal to strike and remove this expired MOU.
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New MOU: Rehire List Process
The Employer maintained that the parties would meet in a Joint Union Management Committee within 120 days following ratification to discuss an updated rehire list process but updated its proposal around the size of the committee, now proposing that the committee would consist of up to five (5) bargaining unit employees and a Union staff representative and an equal number of employer representatives.
Next Steps
The next UAW Research and UW bargaining session is scheduled for September 15 and will be held virtually.