Last updated: September 29, 2026
This recap details the first mediation session, thirteenth overall bargaining session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and UAW Postdoctoral Scholars.
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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New MOU: J-1 Visa Duration
The Employer proposed to create a new MOU that would require hiring units to request initial J-1 visa sponsorships be for a minimum of two years or the remaining Postdoctoral Scholar eligibility, whichever is shorter.
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MOU: Immigration Status and Visas
The Employer maintained much of its prior counter proposal in this MOU but also proposed new language that would require principal investigators and/or departments to cover travel expenses for required visa appointments.
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New Side Letter: Immigration Support Program
As part of this package proposal, the Union would agree to withdraw their proposal to create this new side letter.
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Article 14: Layoff
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 17 bargaining session.
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Article 4: Appointments and Reappointments
As part of this package proposal, the parties would agree to maintain current contract language in this Article.
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Article 1: Purpose and Intent
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 10 bargaining session.
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Article 12: Intellectual Property and Academic Rights
As part of this package proposal, the parties would agree to maintain current contract language in this Article.
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 32: Compensation
The Employer presented its latest compensation counter proposal, now proposing to increase minimum salaries/stipends for Postdoctoral Scholar and Postdoctoral Scholar-Fellows by one percent (1%) annually for the life of the contract on January 1, 2027, January 1, 2028, and January 1, 2029. Additionally, the Employer proposed across-the-board salary increases for bargaining unit employees of one percent (1%) annually for the life of the contract on January 1, 2027, January 1, 2028, and January 1, 2029.
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Article 23: Time and Effort Commitment
As part of this package proposal, the Union would agree to the Employer’s adjusted initial proposal for this Article as presented during the August 12 bargaining session.
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MOU: Overtime
As part of this package proposal, the parties would agree to strike and remove this MOU and move its contents into Article 23: Time and Effort Commitment.
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MOU: Postdoctoral Scholar Paid Direct
As part of this package proposal, the Union would agree to the Employer’s initial proposal for this MOU to replace healthcare stipend amounts for Postdoctoral Scholars Paid Direct with placeholder amounts to be determined when an agreement is reached.
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Article 5: Childcare
As part of this package proposal, the Union would agree to the Employer’s initial proposal for minor housekeeping edits only in this Article.
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Article 20: Retirement
As part of this package proposal, the parties would agree to maintain current contract language in this Article.
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Article 24: 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 August 10 bargaining session
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Article 27: Transportation
As part of this package proposal, the Union would agree to the Employer’s initial proposal for this Article as presented during the June 29 bargaining session.
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Article 34: Duration
As part of this package proposal, the Union would agree to the Employer’s initial proposal for a three-year contract.
Union Counter Proposals
Article 7: Grievance Procedure
With respect to Step Three Mediation, the Union accepted the Employer’s proposal that the Union may skip Step Three by providing the Employer written notification. The Union also rejected the Employer’s proposed language around grievances being withdrawn if the party moving for arbitration does not notify the other party of the advancement, and language around pre-hearing disclosures and procedural arbitrability.
Article 16: Non-Discrimination and Harassment
The Union adjusted its proposed definition of bullying, now proposing that it be defined as language or conduct that is unwelcome and sufficiently severe, persistent, or pervasive such that it could be expected to create a hostile work environment. The Union also re-proposed including “caste” as a characteristic protected from discrimination or harassment. The Union accepted some of the Employer’s proposed language around submitting reports and inquiries to the University’s Civil Rights Compliance Office but reasserted much of its prior counterproposal elsewhere in this Article.
New MOU: Transition Support
The Union reduced its proposed gender transition fund for non-healthcare expenses from $75,000 to $70,000 per year available to bargaining unit employees. The Union reasserted its initial proposal elsewhere in their proposal to create this new MOU.
Next Steps
The next UAW Postdocs and UW bargaining session is scheduled for Friday, October 2 and will be held virtually.