Last updated: July 23, 2026

Background

This recap details the fourth 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 16 – Holidays

16.2

The Union proposed that full-time employees will be paid eight hours or the number of hours scheduled, whichever is greater, for all holidays that fall on a regularly scheduled workday and are not worked.  For part-time employees, the Union proposed that employees receive holiday credit hours equivalent to the number of hours worked on the holiday.

16.3

The Union proposed adding an additional personal day each calendar year, for a total of two (2) personal holidays for each employee. Finally, the Union proposed that an employee’s personal holiday will be equivalent to the employee’s scheduled work hours, but not less than eight (8) hours.

Article 18 – Sick Time Off

18.1

The Union proposed increasing full-time employees’ sick time off accrual from 8 hours to 10 hours per month. Additionally, the Union proposed that if an employee has insufficient accrued sick time off for a scheduled leave, the employee may elect to use unpaid leave.

In addition, the Union proposed to strike the existing language stating that sick time off shall be allowed when an employee has a condition that has incapacitated the employee from performing their required duties. The Union further proposed expanding the definition of family members for whom an employee may use sick time to provide care or supervision to include nieces, nephews, aunts, uncles, in-laws, and any person with whom the employee has a close personal relationship.

The Union proposed striking the language requiring employees to obtain approval from their department supervisor to use vacation time after exhausting their sick time off. The Union also proposed adding language regarding sick time off verification, stating that any Employer required verification may not result in an unreasonable burden or expense for the employee. Additionally, the Union proposed that employees who follow the department’s call-out procedures may be considered to use authorized paid or unpaid leave.

Finally, the Union proposed language stating that during such time that the City of Seattle, the State of Washington, or another governing authority, increases time off benefits or accrual rates during the term of the agreement, employees covered by the contract would receive those increased benefits before negotiations.

18.2

The Union proposed that employees who separate from the University due to retirement or death be fully compensated for all unused sick time off by striking the current 25% compensation rate.

New Article – Professional Leave with Pay

The Union proposed a new article specific to Professional Leave with Pay. The new article pulled the language from SEIU 925 IHME CBA on Professional Leave with Pay. In addition, the union proposed adding language, including edits from Article 20.7, Returning Employee Rights, to the newly proposed article. Finally, the Union proposed added language stating that if the Employer determines the employee cannot return to their position following a leave, the employee will not be required to repay any remuneration received from the University during their time on leave.

UW Initial Proposals

Article 11 – Employee Training and Development

The Employer proposed updated language to this article of the University’s current training and development. The Employer proposed to remove references to and language from EO 52 which has been rescinded.  This included references to training and development plans and annual reports that no longer exist. The Employer proposed to replace the outdated language with the language from the UW Human Resources website, which includes a definition of “release time.”  Finally, the Employer proposed to strike references to the BIPOC Staff Development program that no longer exists.

Article 36 – Corrective Action/Dismissal

36.9

The Employer proposed we “may” remove corrective action from an employee’s personnel file versus “will” and delete “set forth in writing” as a circumstance for the corrective action to remain in said personnel file.

Article 46 – Health Care Benefits Amounts

The Employer proposed a placeholder in this article because bargaining over health care benefits occurs at and during the health care coalition bargaining and will update the language after the conclusion of the healthcare coalition bargaining to reflect what the parties agreed to.

Article 58 – Duration

The Employer proposed to update the dates for the successor agreement, to reflect a two (2) year agreement and when either party could request to bargain the successor agreement.

Next Steps

The next SEIU 925 and UW bargaining session is scheduled for Friday, July 31, 2026, and will be held virtually.