Last updated: September 23, 2026
Labor Relations updates this page with information about planned labor actions as information becomes available. University units should be aware of planned activity and any potential operational impacts associated with employee participation.
Upcoming labor action
SEIU 925 has announced informational picketing on October 1 from noon–1 p.m. at:
- UW Medical Center Montlake — at the W
- Harborview Medical Center – Location not specified
- UW Seattle — Red Square
- UW Tacoma — at the flagpole at the bottom of the main stairwell
- Renton Lab — outside the main entrance
Guidance for employees and managers
Employees may participate in labor activities during non-work time, including scheduled meal and break periods, or while on approved time off, provided participation does not disrupt University operations or block access to University facilities.
Employees who want time off to participate should follow their department’s normal time-off request process. Managers should review requests in the same manner as other personal absence requests and consider operational and departmental needs. A request may be denied if the absence would impair operations.
When approved, employees may use applicable vacation time off, compensatory time, discretionary time off or holiday credit consistent with University policy and applicable collective bargaining agreements.
Managers should not treat employees differently because they choose to participate or not participate in union activity.
Types of labor activity you may see
Labor activity may take a number of forms, including:
- Strikes or work stoppages
- Picketing
- Walk-outs
- Sit-ins
- Work slowdowns
- Coordinated absences, sometimes referred to as a “sick-out”
- Other coordinated workplace activity
Frequently asked questions
The following questions and answers will help you prepare for and respond to possible job actions.
Picketing is allowed on University grounds as long as it:
- Does not interfere with orderly University operations;
- Does not block ingress or egress to facilities; and
- Does not physically harass, threaten or intimidate any individual accessing any University or any of its facility.
No reaction is necessary, unless the activity interferes with the orderly operation of the organization. If the activity does interfere with operations, you should contact UW Labor Relations at laborrel@uw.edu as soon as possible.
- Managers and supervisors should take no action that would reasonably be interpreted as interfering, restraining or being coercive.
- If there are concerns over health and safety, the UW Police should be advised, but no direct action taken.
Managers and supervisors can explain attendance expectations and reiterate UW leave policies. Leaders at all levels should refrain from expressing opinions in support of, or opposition to, any job action initiated by a union.
Contact UW Labor Relations at laborrel@uw.edu to discuss concerns and measures that may be taken to mitigate this labor action.
University of Washington employees do not have the right to refuse to cross a picket line. The only exception to that rule is when there is a legitimate concern over health and safety. You may remind the person that all University of Washington employees have an affirmative obligation to come to work and perform the functions for which they are paid.
It is not appropriate to take pictures or video of peaceful demonstrations.
If the employee(s) being photographed are comfortable with it, you do not need to anything. However, if an employee is being made to feel uncomfortable, you or the employee should report the situation to UW SafeCampus at 206-685-7233.
Employees are free to use vacation time however they choose. You should assess the request for vacation time off as you would do for any other vacation request, considering only the usual and customary factors relating to the business need for the services of the employee. If the business need is such that time off cannot be granted, you should deny the request. It is important to be consistent and to document the business reasons for your decision to approve or disapprove the time off. Sick time off or unauthorized unpaid time off is not appropriate time off to use to participate in a strike. If the employee is absent without authorization, disciplinary measures may be imposed. However, you should confer with Labor Relations before moving forward with any disciplinary action.
Staff members may use breaks to participate in labor actions.
While Washington State law does not grant UW employees the right to strike, we have experienced strikes on campus.
Supervisors and managers are the University’s representatives on the front line. Whatever you say as a supervisor can bind the University and be held against it as though a UW official had made the same statement. Be careful not to make any promises, commitments or individual deals of any kind. Please review the following guidelines:
Managers should not:
Threaten,
Interrogate,
Promise, or
Spy (“TIPS”)
It is okay to listen to the concerns of your employees but do not engage in conversations about contract bargaining or proposals.
For further information, contact UW Labor Relations at laborrel@uw.edu.
When to contact Labor Relations
Contact Labor Relations at laborrel@uw.edu if:
- Labor activity is disrupting University operations.
- Employees are preventing or significantly interfering with access to University facilities.
- You anticipate significant staffing or service impacts.
- You believe employees are participating in a coordinated unauthorized absence.
- An employee refuses to report to work or cross a picket line.
- You are considering corrective or disciplinary action related to labor activity.
- You are unsure what you may say or do as a manager.
For additional guidance, see Taking time off for an event or activity during the work day. Contact Labor Relations or your HR consultant with questions.