Last updated: September 2, 2026
This recap details the third mediation session, nineteenth overall session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and UAW Research.
Tentative Agreements
The parties tentatively agreed to the following:
Article 4: Classification and Reclassification
The parties agreed to new language that will require position review requests that are submitted at the departmental level to be forwarded to the UWHR Compensation Office within thirty (30) calendar days of receipt of completed paperwork. The parties also agreed to move language from MOU: Position Review Appeal Process into this Article.
MOU: Position Review Process
The parties agreed to strike and remove this MOU and move its provisions into Article 4: Classification and Reclassification.
Employer Counter Proposals
Article 6: Corrective Action and Dismissal
In response to the Union, the Employer proposed language stating that performance improvement plans should concisely state the issue and include actions to be taken by the employee to address said issues. The employer also accepted the Union’s proposal to extend the timeline for filing a grievance related to corrective action or dismissal from fourteen (14) calendar days to twenty-one (21) calendar days.
Article 25: PI Eligibility
The Employer reasserted its prior counter proposal for this Article as presented during the June 30 bargaining session.
Article 34: Telework and Work Location
The Employer reasserted its proposal to maintain current contract language in this Article.
Article 39: Union Rights
The Employer counter proposed additional language further clarifying that any currently unavailable Union member information listed in this Article would be provided in relevant reports if it were to become available in Workday.
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 21: Non-Discrimination and Harassment
In response to the Union, the Employer proposed added language to the workplace behavior section of this article stating that no employee would be subjected to discrimination or harassment based on ethnic origin, political affiliation, medical condition, or union membership. The Employer also proposed to move the language previously proposed around complaints stating that when an employee files both a grievance and an internal complaint alleging discrimination, harassment or retaliation as defined in UW Executive Order 81, the grievance would be suspended until the investigation is concluded to the complaints section of this article.
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Side Letter A: Equity Survey
As part of this package, the Union would agree to the Employer’s initial proposal to strike and remove this side letter.
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Side Letter C: Professional Conduct
As part of this package, the Union would agree to the Employer’s prior counterproposal as presented during the June 12 bargaining session.
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MOU: Transition Support
As part of this package, the Union would agree to withdraw their proposal to create this new MOU.
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 42: Compensation
The Employer presented a compensation counter proposal which would increase employee salary ranges and apply across-the-board salary increase by one percent (1%) effective September 1, 2026, if the Union was to ratify the agreement on August 31, 2026, plus an additional one and a half percent (1.5%) increase on September 1, 2027, and an additional one percent (1%) increase on September 1, 2028.
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MOU: Retaining Institutional Knowledge
As part of this package proposal, the parties would agree to strike and remove this expired MOU.
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New Article XX: Caregiving and Dependent Support
As part of this package proposal, the Union would agree to withdraw their proposal to create this new Article.
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New Article XX: New Technology
As part of this package proposal, the Union would agree to withdraw their proposal to create this new Article.
Union Counter Proposals
Article 6: Corrective Action and Dismissal
The Union accepted the Employer’s proposed language around performance improvement plans concisely stating issues and including needed actions by the employee. The Union adjusted its proposal to increase the period of time in which an employee can file a grievance to be 21 calendar days from the date of the action, decreased from their initial proposal to increase it to 30 days. With respect to dismissals, the Union also proposed to extend the notice period for which an employee would be notified of reasons for a contemplated dismissal and related documentation from 10 days to 21 calendar days.
Article 10: Grievance Procedure
The Union dropped its proposal for new language that would have required University designees in step two meetings not be directly involved or be the subject of the grievance. The Union accepted the Employer’s proposal to include the names of arbitrators on a panel, but counter proposed six (6) arbitrators instead of the Employer’s proposal for five (5). The Union reasserted much of its prior proposal elsewhere in this Article.
Article 15: Hours of Work
The Union dropped its proposal to create new call-back and weekend pay premiums but reasserted its proposal to create a new on-call premium. The Union adjusted its proposed rate for the on-call premium, now proposing that all employees required to restrict off-duty activities to be available for duty be compensated $4/hour, and that employees would be able to be granted compensatory time off accrual at $4/hour for on call hours worked in lieu of monetary payment. The Union accepted the Employer’s proposal that employees would be provided at least five (5) calendar days’ notice ahead of changes to employee schedules.
Article 35: Time Off and Leave
The Union accepted most of the Employer’s proposed changes from its last counter proposal, but rejected the Employer’s proposed new language around Washington Paid Family Medical Leave that would require employer-provided healthcare benefits to be maintained during any period of Paid Family Medical Leave in which the employee is also entitled to job protection.
Article 39: Union Rights
The Union reasserted its prior counter proposal for this Article as presented during the June 30 bargaining session.
Next Steps
The next UAW Research and UW bargaining session is scheduled for Thursday, September 3 and will be held virtually.