We are pleased to announce that UW has reached agreement with AFT on a collective bargaining agreement effective for three years. Members of AFT are currently voting on ratification.
For more details on the agreement reached, please see the compiled TAs:
Combined Tentative Agreements: AFT 2026-2029
For a summary of the agreements reached please see the summary chart:
Summary Table: AFT 2026-2029 Agreement
The main AFT contract page will be updated once available.
This recap details the first and second in person bargaining sessions for renewal of the collective bargaining agreement between the American Federation of Teachers (AFT) and the University of Washington (UW). Recaps are published online on the UW Labor Relations website.
During these initial bargaining sessions, the Parties introduced themselves, discussed ground rules, and the Union presented their priorities for this contract, which included the following:
The Union proposed to maintain current contract language for the following articles:
The Union proposed clarifying language that states that the Employer would provide a dues deduction report for each pay period, that includes employee names, EIDs, and the amount of dues transmitted to the Union.
The Union proposed adding new language to the section addressing quarterly rosters of teachers that would be teaching during that quarter. Additionally, the Union proposed adding new language that the rosters would include anticipated quarterly wages. Lastly, the union introduced new language that a report be sent to the union at the end of each quarter that would include an updated list reflecting any changes, and any additional compensation paid, including any wages from hourly assignments.
The Union proposed changes to current contract language for the grievance filing process, striking current contract language that requires grievances to be filed in writing, via email, with same-day mailing/hand delivery of the original documents including all attachments, and replacing it with new language that grievances may be filed electronically, by mail, or by hand delivery.
The next UW & AFT bargaining session is scheduled for February 17, 2026, and will be held in person.
This recap details the eighth in person bargaining session for the negotiation for the collective bargaining agreement between AFT and UW. Recaps are published online on the UW Labor Relations website.
The Employer presented a package proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below.
As part of this package proposal, the Union would agree to current contract language.
As part of this package proposal, the Employer would agree to the Union’s initial proposal as presented during the January 29 bargaining session.
As part of this package proposal, the Employer proposed removing the requirement to publish the agreement within thirty (30) days of ratification. Regarding reassigned time, the Employer proposed a standard rate of five percent (5%), unless otherwise modified by the agreement. Under this proposal, the reassigned time position would increase to thirty-three percent (33%) starting the first day of the quarter in which successor bargaining begins, and reverting to five percent (5%) the first day of the quarter following ratification.
Lastly, the Employer proposed that the Union would provide notification of reassignment positions when employees submit their teaching preferences for the quarter in which successor bargaining begins.
As part of this package proposal, the Union would agree to the Employer’s counterproposal as presented during the February 23 bargaining session.
As part of this package proposal, the Union would agree to the Employer’s counterproposal as presented during the March 19 bargaining session.
As part of this package proposal, the Employer proposed new language stating that professional development funds would be made available to Extension Lecturers on the same basis as Continuum College staff.
As part of this package proposal, the Union would agree to the Employer’s counterproposal as presented during the March 19 bargaining session.
As part of this package proposal, the Employer proposed new compensation provisions for additional hourly work as follows:
As part of this package proposal, the Employer proposed the following minimum base salary ranges for Extension Lecturers:
As part of this package proposal, the Union would agree to current contract language.
As part of this package proposal, the Employer proposed a three (3) year placeholder for the duration of the contract.
The next UW & AFT bargaining session is scheduled for May 14, 2026, and will be held in person.
This recap details the tenth in person bargaining session for the negotiation for the collective bargaining agreement between AFT and UW. Recaps are published online on the UW Labor Relations website.
The Union presented a package proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below.
As part of this package proposal, the parties would agree to current contract language for this article.
As part of this package proposal, the parties would agree to the Union’s initial proposal as presented during the January 29th bargaining session.
As part of this package proposal, the parties would agree to the Union’s counter proposal as presented during the May 14th bargaining session.
As part of this package proposal, the parties would agree to the Employer’s counter proposal as presented during this bargaining session.
As part of this package proposal, the Employer would agree to the Union’s counter proposal as presented during this bargaining session. The Union’s counter proposal included adding new language in which the maximum class size for IELP–Non-AEP classes would increase from eighteen (18) to twenty (20) students upon ratification. Additionally, the proposal states that both parties may discuss class sizes at Joint Labor Management meetings throughout the duration of the agreement.
As part of this package proposal, the parties would agree to the Employer’s counter proposal as presented during the May 5th bargaining session.
As part of this package proposal, the parties would agree to the Employer’s counter proposal as presented during the March 19th bargaining session.
The Union is reasserting part of their counter proposal as presented during the May 14th bargaining session. As part of this package proposal, the Union proposed the following minimum base salary ranges for Extension Lecturers:
The Union proposed that Fellowship and Fulbright-type programs would not count towards the requirement to work a fifteen percent (15%) or more FTE per quarter in one (1) of four (4) quarters during the same annual review cycle.
Lastly, as part of this package proposal, the Employer would agree to new Union proposed language stating that upon ratification, all current employees would receive the minimum rate of pay based on their years of experience or would receive a pay increase of four percent (4%), whichever is greater.
As part of this package proposal, the parties would agree to current contract language for this article.
As part of this package proposal, the parties would agree to the Employer’s initial proposal as presented during the March 10th bargaining session.
As part of this package proposal, the parties would agree to the Employer’s counter proposal as presented during this bargaining session.
The Employer presented a package proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below.
As part of this package proposal, the parties would agree to current contract language for this article.
As part of this package proposal, the parties would agree to the Union’s initial proposal as presented during the January 29th bargaining session.
As part of this package proposal, the parties would agree to the Union’s counter proposal as presented during the May 14th bargaining session.
As part of this package proposal, the parties would agree to the Employer’s counter proposal as presented during this bargaining session.
As part of this package proposal, the Union would agree to the Employer’s counter proposal as presented during the March 19th bargaining session.
As part of this package proposal, the parties would agree to the Employer’s counter proposal as presented during the May 5th bargaining session.
As part of this package proposal, the parties would agree to the Employer’s counter proposal as presented during the March 19th bargaining session.
The Employer is reasserting part of their counter proposal as presented during the May 14th bargaining session. As part of this package proposal, the Employer proposed new increases that would come into effect July 1, 2027:
As part of this package proposal, the Employer accepted Union proposed language from this bargaining session regarding the Fellowship and Fulbright-type programs.
As part of this package proposal, the parties would agree to current contract language for this article.
As part of this package proposal, the parties would agree to the Employer’s initial proposal as presented during the March 10th bargaining session.
As part of this package proposal, the parties would agree to the Employer’s counter proposal as presented during this bargaining session. In this counter proposal, the Employer accepted the Union’s proposed strike through in which retirees would not be eligible for Advanced Extension Lecturer status.
As part of this package proposal, the Employer proposed a new MOU stipulating that eligible employees would be issued lump-sum payments within 90 days of contract ratification. The lump sum payments would be calculated at $150 for each quarter taught over the past year.
As part of this package proposal, the Employer introduced a new side letter in which IELP Non-EAP class sizes would be on the Labor Management Committee agenda, allowing parties to discuss concerns regarding class size increases. This MOU would expire concurrently with the collective bargaining agreement.
The next UW & AFT bargaining session is scheduled for June 9, 2026, and will be held in person.
This recap details the ninth in person bargaining session for the negotiation for the collective bargaining agreement between AFT and UW. Recaps are published online on the UW Labor Relations website.
The Union presented a package proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below.
As part of this package proposal, the parties would agree to current contract language for this article.
As part of this package proposal, the Employer would agree to the Union’s initial proposal as presented during the January 29th bargaining session.
As part of this package proposal, the Employer would agree to the Union’s counter proposal as presented during this bargaining session. The Union proposed housekeeping edits only.
As part of this package proposal, the Union would accept Employer proposed language that a maximum of fifteen (15) Advanced Lecturer positions may exist at once. Additionally, the Union reasserted their previous proposed language that upon ratification, active retirees would be eligible for Advanced Extension Lecturer status.
As part of this package proposal, the Union proposed reverting to current contract language that sets the class size at eighteen (18).
As part of this package proposal, the Union would agree to the Employer’s counter proposal as presented during the May 5th bargaining session.
As part of this package proposal, the Union would agree to the Employer’s counter proposal as presented during the March 19th bargaining session.
As part of this package proposal, the Employer would agree to the following increases:
As part of this package proposal, the Union proposed the following minimum base salary ranges for Extension Lecturers:
Lastly, as part of this package proposal, the Employer would agree to new Union proposed language stating that upon ratification, all current employees would receive the minimum rate of pay based on their years of experience, or would receive a pay increase of five percent (5%), whichever is greater.
As part of this package proposal, the parties would agree to current contract language for this article.
As part of this package proposal, the Union would agree to the Employer’s initial proposal as presented during the March 10th bargaining session.
The Union withdrew their previous proposal as presented during the January 29th bargaining session. As part of this package proposal, the Union is proposing striking through language that retirees would not be eligible for Advanced Extension Lecturer status.
The Employer presented a package proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below.
As part of this package proposal, the parties would agree to current contract language for this article.
As part of this package proposal, the Employer would agree to the Union’s initial proposal as presented during the January 29th bargaining session.
As part of this package proposal, the Employer would agree to the Union’s initial proposal as presented during this bargaining session.
As part of this package proposal, the Employer proposed that a maximum of fifteen (15) Advanced Lecturer positions may exist at once.
As part of this package proposal, the Union would agree to the Employer’s counter proposal as presented during the March 19th bargaining session.
As part of this package proposal, the Union would agree to the Employer’s counter proposal as presented during the May 5th bargaining session.
As part of this package proposal, the Union would agree to the Employer’s counter proposal as presented during the March 19th bargaining session.
As part of this package proposal, the Union would agree to the following increases:
As part of this package proposal, the parties would agree to current contract language for this article.
As part of this package proposal, the Union would agree to the Employer’s initial proposal as presented during the March 10th bargaining session.
The Union withdrew their previous proposal as presented during the January 29th bargaining session. As part of this package proposal, the Union is now proposing to remove language stating that retirees would not be eligible for Advanced Extension Lecturer status.
The next UW & AFT bargaining session is scheduled for May 18, 2026, and will be held in person.
This recap details the seventh in person bargaining session for the negotiation for the collective bargaining agreement between AFT and UW. Recaps are published online on the UW Labor Relations website.
In response to the Employer’s initial proposal, the Union agreed to strike through current contract language that designates the “Executive Council” as the body responsible for determining annual adjustments to UWC2 professional development funding and replacing it with the current name of “Senior Leadership Group”.
The Union proposed to include new language stating that as of March 2025, all non-essential travel and training funds are frozen and when the freeze is lifted, professional development funds would be made available to Extension Lecturers on the same basis as other University of Washington employees.
18.5. In-Service
In response to the Employer’s initial proposal, the Union accepted the Employer’s deletion of this section in the article.
The Employer’s initial proposal included a strike through of the word ‘full-time’, while retaining current contract language stating that Extension Lecturers who perform additional work would continue to receive additional compensation. The Employer proposed maintaining current contract language on the following types of additional compensation:
The Employer partially accepted the Union’s proposed language that Extension Lecturers’ participation in required University of Washington employment trainings will be fully compensated as a part of their regular duties. The Employer proposed language that for employees without a quarterly or hourly assignment, they would be compensated at $75 per hour.
The Employer proposed removing references to the 2023 performance‑based salary increases due to the language being outdated. Additionally, the Employer proposed to reduce the requirement of 33% to 15% to be eligible for performance-based consideration.
The Employer proposed raising the minimum base salary for Extension Lecturers as follows:
The parties tentatively agreed to maintain current contract language for the following articles:
The next UW & AFT bargaining session is scheduled for May 5, 2026, and will be held in person.
This recap details the sixth in person bargaining session for the negotiation for the collective bargaining agreement between AFT and UW. Recaps are published online on the UW Labor Relations website.
The Union agreed to most of the Employer proposed language including changing the FTE requirement for performance appraisal reporting from sixty-seven percent (67) to fifty percent (50%). Additionally, the Union accepted Employer proposed appraisal timelines and reasserted its proposed language to include ‘Professional Development’ within the ‘Performance Outcome’ section, whenever such opportunities are provided. Lastly, the Union maintained its strike‑through of in‑service requirements as an expectation for department contributions.
In response to the Union, the Employer proposed including AEP in IELP class size determinations and adding a new section to cap IELP non‑AEP class size at twenty (20) students.
In response to the Union, the Employer accepted the Union’s proposed language in the ‘Professional Development’ section. Additionally, the Employer also accepted the Union’s proposed removal of in‑service requirements, agreeing instead to include peer observations.
The parties agreed to update the article to specify that Extension Lecturers will remain in Probationary Period until they have taught three (3) IELP courses. The parties also agreed to revised language that the Supervising Director would review evaluation reports, observation reports and written peer support to determine the completion of the Extension Lecturer’s probationary period. Lastly, the parties agreed that the extension of an Extension Lecturer’s probationary period would be from one (1) to two (2) additional courses taught.
The parties agreed to update the article to specify that if a grievance is not resolved within fifteen (15) days following the conclusion of a step, a request for mediation may be made as provided in this article. The parties also agreed to a thirty (30) day limitation period for filing a grievance, unless an extension is mutually agreed upon in writing, and if a verbal agreement is made, it must be followed up by email within three (3) business days.
The parties further agreed to fifteen (15) day response timelines at each step of the grievance process, starting from the date of the meeting.
The next UW & AFT bargaining session is scheduled for Monday, March 30, 2026, and will be held in person.
This recap details the fifth in person bargaining session for the negotiation for the collective bargaining agreement between AFT and UW. Recaps are published online on the UW Labor Relations website.
The Union proposed defining full-time loads, or 100 percent FTE, as 100 contact hours per quarter in any IELP program instead of the existing 150 contact hours. The Union intends for this adjustment to be made throughout the entire agreement.
The Employer proposed a three (3) year placeholder for the duration of this agreement.
The Union proposed new language which would require that employees be provided with their estimated monthly salary at the time an employment offer is made.
The Union’s initial proposal included striking current contract language, and substituting it with new language that would require additional hourly work to be paid at increased amounts in the following ways:
The Union’s Extension Lecturers would be compensated as a part of their FTE for the completion of University of Washington employment trainings, employees without a regular quarterly or hourly assignment would be compensated at $93.75 per hour for completing the employment trainings. Lastly, the Union proposed increasing Lead Teacher pay to $1,687.50 per quarter, up from $1,350 per quarter.
The Union proposed raising the minimum base salary for Extension Lecturers as follows:
In response to the Employer’s proposal, the Union proposed current contract language for section 7.3.3. In Response to the Employer’s proposal for section 7.41 the Union proposed an Extension Lecturer can have discussions about resolution of an issue so long as it is not inconsistent with the terms of the agreement and the Union gets notified. In response to the Employer’s proposal the Union proposed The Union proposed extending the number of business days for a grievance timeline extension from one (1) to three (3) business days. For section 7.4.4 in response to the Employer’s proposal, the Union proposed current contract language. Finally, for section 7.5.1 in response to the Employer’s proposal, the Union proposed current contract language.
The Union rejected Employer proposed language to increase the class size from eighteen (18) to twenty (20) students. The Union proposed that any overload assignments would be mutually agreed upon by the Supervising Director and affected employees, as long as the Union receives notification.
In response to the Union, the Employer proposed that in the event of an informal discussion with a represented employee, the Employer would notify the Union and provide the Union with the opportunity to attend their meeting. The Employer proposed including references to “PERC” throughout this article.
The parties agreed to keep current contract language.
The next UW & AFT bargaining session is scheduled for Thursday, March 19, 2026, and will be held in person.
This recap details the fourth in person bargaining session for the negotiation for the collective bargaining agreement between AFT and UW. Recaps are published online on the UW Labor Relations website.
The Employer proposed to maintain current contract language for the following articles:
The Employer proposed to remove the entirety of Section 4.7 regarding reassigned time. The Employer proposed new language that would require Extension Lecturers to obtain a release request from the IELP Senior Director or designee, at least 15 days in advance.
The Employer proposed removing the requirement that an Extension Lecturer would be hired with at least a .33% FTE appointment. The Employer also proposed the probationary period is composed of an Extension Lecturer that has taught at least three (3) IELP courses. Lastly, the Employer proposed to strike through language that allowed Extension Lecturers to submit a self-report during their last teaching quarter outlining their contributions to the program, as a requirement to completing their probation period
The Employer proposed changing the grievance filing deadline from twenty‑one (21) business days, to thirty (30) calendar days. The Employer also proposed language specifying that Saturdays, Sundays, and University holidays would count toward the grievance timeline, but that if the deadline fell on a Saturday, Sunday, or University holiday, the grievance could be submitted at the close of the next working day.
In the same Article, the Employer also proposed 15 days to respond to a grievance at Step 1 and Step 2.
The Employer proposed striking through language in 9.1.1 which stated that annual contract holders who have a minimum of 33% FTE in a 9-month academic contract would have the option to work in Summer Sessions and may accept additional teaching assignments.
The Employer proposed that beginning on June 16, 2026, Extension Lecturers in unpaid status for more than one (1) year would be removed from Workday and placed in inactive status, and if work becomes available, they may be rehired. The Employer proposed reducing the maximum of twenty (20) Advanced Extension Lectures to fifteen (15) Advanced Extension Lecturer positions that may exist simultaneously. Lastly, adding new language in section 9.8.2 to include new instructors or those teaching a course for the first time to the Advanced Extension Lecturer Responsibilities.
The Employer proposed removing in-service as a required meeting. The Employer also proposed increasing the class size from eighteen (18) to twenty (20). Additionally, the Employer introduced new language under acceptable reason for an overload, stating that the creation of a second section would render the program financially unviable. The Employer proposed removing language that shall be mutually agreed between the Supervising Director and Extension Lecturers
The Employer proposed updating language from “Executive Council” to “Senior Leadership”. The Employer also proposed to remove the entirety of Section 18.5 regarding in-service.
The Employer proposed the following changes to this article:
The parties reached a tentative agreement on this article.
The next UW & AFT bargaining session is scheduled for Tuesday, March 10, 2026, and will be held in person.
This recap details the third in person bargaining session for the negotiation for the collective bargaining agreement between AFT and UW. Recaps are published online on the UW Labor Relations website.
The Union’s initial comprehensive proposal included revisions to Sections 4.1, 4.2, and 4.3, as presented during the January 29th bargaining session. During this session, the Union proposed striking language in Section 4.7 that would have reduced the reassigned time position to 5% before gradually increasing it to 33%. Instead, the Union proposed new language stating that the reassigned time position would be maintained at 33%.
The Union proposed striking the previous effective date and replacing it with a placeholder date to be updated upon ratification. The Union also proposed that the Agreement remain in effect for a duration of two (2) years from the date of ratification.
The Employer proposed housekeeping edits only, which included updating the reference from Executive Order 31 to Executive Order 81 concerning the prohibition of discrimination, harassment, and sexual misconduct.
The parties tentatively agreed to maintain current contract language for the following articles:
The next UW & AFT bargaining session is scheduled for Monday, February 23, 2026, and will be held in person.