Last updated: July 10, 2026

Background

This recap details the third virtual 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.

SEIU 925 Initial Proposals

Article 11: Employee Training and Development –

The Union proposed that the Employer include employee training and development plans in employees’ annual performance evaluations. The Union also proposed adding language requiring that, upon request, bargaining unit employees may create committees within their departments, units, or job classifications focused on efficient training and development planning. Additionally, the Union proposed that the Employer publish copies of the UW’s and/or department’s training and development plans in a location accessible to all employees to view.

The Union proposed that release time be granted to employees accepted into training and development programs. The Union also proposed removing language limiting release time for part-time employees according to their work schedules and removing language specifying that compensatory time off or compensation would not be provided. The Union proposed that employees who are not scheduled to work during the time a course is offered may participate in the course, with supervisors working with employees adjusting schedules accordingly. The Union also proposed that management-directed training be provided on paid time.

Regarding the Professional & Organizational Development Certificate Programs, the Union proposed that the Employer would determine the amount of credit and communicate it to the employees prior to them taking the course.

The Union proposed adding language requiring the Employer to reimburse employees for the cost of required training, certifications, and licensures. The Union also proposed up to forty hours of paid education time for all employees represented under the bargaining agreement. Additionally, the Union proposed that for Dietitians departments will pay for continuing education expenses up front without requiring the employee to seek reimbursement.

The Union proposed the following changes to Education Support Fund amounts for the following classifications:

Surgical Technologists: $935.00 (increase from $400.00)
Physical Therapists and Physical Therapist Assistants hired in the Ambulatory Care Division prior to July 19, 2016: $1,650.00 (increase from $1,500.00)
All other Physical Therapists and Physical Therapist Assistants: $935.00 (increase from $550.00)
Hand Therapists (Occupational Therapist job profile) hired in the Exercise Training Center and Eastside Specialty Center prior to September 17, 2020: $1,650.00 (increase from $1,500.00)
All other Occupational Therapists: $935.00 (increase from $550.00)
Dietitians: $935.00 (increase from $500.00)
Social Workers: $935.00 (increase from $850.00)
Medical Interpreters: $935.00 (increase from $400.00)
Respiratory Therapists: $935.00 (increase from $400.00)
Ophthalmic Technicians, Specialists, Leads, and Supervisors: $935.00 (increase from $400.00)
Electrodiagnostic Technologists: $935.00 (increase from $500.00)
Anesthesia Technician 2s and Leads: $935.00 (increase from $400.00)
Opticians – Licensed Dispensing: $935.00 (increase from $400.00)
All other job classifications with requirements for recertification and continuing education: $935.00

The Union further proposed that Education Support Funds may be used for the following expenses:

Continuing education
Certification and recertification fees
Books
Magazines
Seminars
Professional organization membership fees
Professional journal subscriptions
Tuition for college courses
Audio or video courses
Conference registration
Travel-related expenses, including airfare, hotel, and transfer fees for conference attendance

Finally, the Union proposed that the UW provide access to continuing education opportunities for intermittent or per diem employees equivalent to the FTE of the employee’s previous year of employment to maintain licensure and provide coverage.

Article 14: Hiring, Appointment, Promotions, and Transfers –

The Union proposed several minor housekeeping changes and clarifications to the recruiting language. The Union proposed increasing the notice period for internal positions being filled within a unit or department from the current requirement to ten (10) calendar days, providing employees within the department with additional time to apply. The Union proposed it is the responsibility of the Employer to fill vacancies as soon as possible within the budgetary limitations and where replacements are needed. The Union also proposed that permanent employees appointed to higher-classified nonpermanent fixed-duration positions receive either a minimum five percent (5%) salary increase or placement at the equivalent step in the higher classification’s salary range, whichever is greater. Finally, the Union proposed department heads will share with designated Union representatives’ information about classified positions within the bargaining unit which are purportedly being abolished or held unfilled.

Additionally, the Union proposed that the University offer transfer or promotional opportunities to bargaining unit employees working within the unit or department before considering external candidates. Finally, the Union proposed that an employee who demotes to a classification within the first two (2) months of starting a new position retain the right to return to their former position at the pay step they held in that position, or a higher pay step. The Union proposed that all bargaining unit applicants who possess the essential skills for a position but are not offered the position will be provided with an explanation in writing why the position was not offered.

Article 31: Health and Safety –

The Union proposed that the University will follow the state and University Environmental Health & Safety (EH&S) workplace safety rules and guidelines for both indoor and outdoor worksites to prevent heat-related illness and protect employees from wildfire smoke exposure. The Union proposed that indoor worksites be maintained at a reasonable temperature and humidity level, particularly in areas where personal protective equipment (PPE) is required.

The Union proposed the following heat mitigation measures:

Temperatures from 76-80° F (24-27° C): Supervisors and managers must begin implementing heat mitigation strategies, including turning lights and computers off, closing window blinds, and letting employees know where the closest cooling locations are.
Temperatures from 81-85° F (28-29.5° C): Managers are required to begin implementing all heat mitigation strategies including allowing employees to take additional paid cooling breaks, shifting scheduled to the cooler parts of the day and offering employees to work from home if their job tasks allow it.
Temperatures above 85° F (29.5° C): Supervisors and managers must begin implementing heat mitigation strategies including staff rotating the staff to limit time spent in the hottest areas, provide cold beverages and snacks and at a minimum allow paid 10-minute cooling breaks every 2 hours. Monitor employees for signs and symptoms of heat illness and determine if medical attention is needed. When feasible, allow employees to leave work early or remain at home until temperatures are safe.
Employees with medical conditions or other factors that increase their risk of heat-related illness or injury will receive the heat mitigation measures required for the next higher temperature range.
Any employee exhibiting signs or symptoms of heat illness must be continuously monitored. The employee must not be left alone or sent home without first being offered on-site first aid or emergency medical services.

The Union proposed the Employer is to provide air purifiers upon employee request and is responsible for replacing air filters in accordance with the Air Quality Index (AQI) and the University’s Environmental Health & Safety Wildfire Smoke Policy.

Additionally, the Union proposed that all required vaccinations be supplied by the Employer and that employees be allowed to receive those vaccinations during work hours.

The Union also proposed requiring supervisors to conduct annual worksite inspections and encouraging employees to report potential hazards through OARS, PSN, or Safety Net, as appropriate. In addition, the Union proposed adding a definition of “Wellness Rooms” to the article.

The Union proposed that the Employer provide equipment and tools necessary to safely accommodate increased workloads.

Finally, the Union proposed that the University schedule required training during employees’ regular work shifts. If training can only be offered outside an employee’s regular shift, the employee would be permitted to flex their hours or be eligible for overtime compensation to attend the training.

Article 33: Transportation, Commute Reduction, and Telework –

The Union proposes creating a new article dedicated to telework. Additionally, the Union proposes that employees with disabilities be provided with accessible parking accommodation and that the University of Washington covers any associated parking fees.

The Union proposed creating a new telework article that incorporates new and existing language from Article 33. The Union proposed defining employees whose official work location is their home or who work at University of Washington sites outside Washington state as 100% remote employees.

The Union proposed that SEIU 925-represented employees get one hybrid workday per week unless the University documents that operational needs require the position to be fully in person. In addition, the Union proposed employees could request additional telework, and denied requests would require a written explanation.

The Union proposed that remote employees will use the University’s standard telework agreement, with job-specific addenda when necessary. The Union proposed that for all full-time remote work the University will pay a monthly internet stipend ($75 for full-time and $45 for part-time employees), Employer-provided connectivity equipment, pay protection for Employer-related remote work disruptions, and a written action plan before reducing or ending a remote work arrangement. Finally, the Union proposed extending the notice period for terminating a telework arrangement from 30 to 90 business days.

Article 48: Staffing and Workload Concerns –

The Union proposed significant new language for the article related to staffing. Specifically, the Union proposed adding a staffing standard requiring the Employer to maintain staffing levels sufficient to meet patient care and operational needs while supporting a healthy work environment.

The Union also proposed that the following staffing factors be considered when determining staffing levels: departmental coverage requirements, staffing levels, health, safety, and security risks to employees, the number of students or workers employees supervise, continuous or time-sensitive obligations, the staffing skill mix, operational needs, and applicable legal, regulatory, accreditation, and licensing requirements.

The Union proposed language encouraging employees who believe there are workload or staffing concerns to bring those concerns to the attention of their supervisor. The Union proposed the supervisor would provide a written response to the concerns, along with a timeline for resolution, within ten working days. If the concern is not resolved satisfactorily between the supervisor and the employee, it would be brought to the Union’s attention and could be addressed in a Joint Labor-Management meeting.

Additionally, the Union proposed that any employee who believes their shift or assignment was inadequately staffed may submit a report through OARS, PSN, or Safety Net. The Employer would be required to acknowledge the report in writing within five working days.

The Union further proposed that a departmental Joint Union-Management meeting may be held, upon the request of the Union or an employee, to address unresolved staffing concerns. In addition, if a department receives three or more Safe Staffing Reports regarding the same concern within a calendar quarter, a departmental Joint Union-Management meeting would be required within fifteen days. The Employer would then provide a written response addressing the concerns within thirty days.

Finally, the Union proposed establishing a Safe Staffing Committee consisting of an equal number of Union-selected and Employer-appointed members, including representatives from both the Medical Center and the UW campus. The committee will meet quarterly to review staffing concerns and receive staffing-related data. When the committee makes staffing recommendations, the Employer will provide a written response within thirty days. Time spent participating on the committee would be paid by the University, with work schedules flexed as needed to allow attendance and overtime available when applicable.

Next Steps

The next SEIU 925 and UW bargaining session is scheduled for Friday, July 17, 2026, and Monday, July 20, 2026. Both sessions will be held virtually.