Category: SEIU 925 Libraries

This recap details the second session for the collective bargaining agreement (CBA) between the University of Washington and SEIU 925 – Libraries.

Union Initial Proposals

Article 4 – Affirmative Action: The Union proposed to expand the definition of marginalized groups that are protected under Affirmation Action program. Additionally, the Union proposed that the Employer would designate a staff member to be accountable for the implementation of affirmative action efforts and meet with the union on an annual basis to report progress.

Article 9 – Probation for Professional Libraries and Press Employees: The Union proposed to decrease the probationary period from six (6) to three (3) consecutive months with a required meeting for the supervisor and employee half way through the proposed three (3) month probationary period. The Union also proposed to decrease the amount of time an Employer would be able to extend the probationary period, from twelve (12) to six (6) months. Additionally, the Union proposed that by mutual agreement, the probationary period for additional selected classifications may be established for a period more than three (3) months but not extending six (6) months.

Article 38 – Time off due to Personal Emergencies: The Union proposed to rename this Article from “Personal Family Care Emergencies” to “Personal Emergencies”. The Union proposed new language to include miscellaneous emergencies, defined as a situation causing an employee’s inability to report to work, for reasons such as travel constraints, personal injuries, and/or immigration-related processes. With respect to immigration-related proceedings, the Union also proposed new language that would allow employees to use sick time off to prepare for or participate in immigration proceedings involving themselves or a family member.

Article 47 – Presumption of Resignation/Abandonment : The Union proposed to rename the article from “Presumption of Resignation/Abandonment” to “Absent without Authorization”. The Union proposed to increase the number of calendar days an employee is deemed to have resigned from their position from three (3) consecutive workday absences to after thirty (30) consecutive calendar days.

The Union proposed new language detailing the ways in which the employer would attempt to contact the employee. The Union also proposed increasing the number of days in which the Employer would mail a notice of separation letter, from the third (3) consecutive calendar days of absence to thirty (30) calendar days. Additionally, the Union proposed new language that would require the Employer to respond to an employee’s petition for reinstatement within fourteen (14) calendar days.

NEW Article – Immigration Support Leave Bank: The Union proposed a new program that would allow for eligible UW employees to donate a portion of their paid time off to financially aid other UW employees in need of leave of absence due to immigration proceedings.

Next Steps

The next SEIU 925-Libraries and UW bargaining session is scheduled for November 13, 2025, and will be held virtually.

This recap details the third session for the collective bargaining agreement (CBA) between the University of Washington and SEIU 925 – Libraries.

Union Initial Proposals

Article 7 – Employee Facilities: The Union proposed new language regarding gender segregated facilities, specifying that the Employer would provide privacy options, such as single-use gender-neutral restrooms or private changing areas whenever feasible. The Union also proposed establishing lactation stations across campus, clarifying that existing wellness rooms may serve as designated lactation spaces.

Article 24 – Vacation Time Off: The Union proposed to align the vacation accrual rate for librarians and professional libraries and press employees to the amount of twenty six (26) days of vacation time off per year. The Union also proposed that employees would be allowed to accrue and exceed a vacation time off balance of 288 hours, in the event that work prevents them from using their vacation time.

Article 25 – Sick Time Off: The Union proposed expanding the family member definition for sick time use to include chosen family and the circumstances under which sick time off may be used, including instances of personal emergencies as described in Article 38, and mental health counseling appointments.

Article 27 – Federal Family Medical Leave Act: The Union proposed defining a family member as defined in Article 25 – Sick Time Off.

Article 28 – Parental Leave: The Union proposed language recognizing the importance of parental leave and supporting employees. The Union proposes that employees should be allowed to choose if they want to use accrued leave before unpaid leave and that employees may request schedule or FTE adjustments. The Union also proposed that the Employer would notify the Union and bargain over any changes to parental leave policies that affect mandatory subjects, including updates from the Washington Family Medical Leave Program.

Article 29 – Shared Leave: The Union proposed to expand the circumstances under which shared leave may be used, including instances of hate crimes or immigration proceedings.

Article 32 – Leave Related to Domestic Violence Sexual Assault or Stalking: The Union proposed to expand the circumstances in which an Employee is qualified to utilize domestic violence leave, such as legal proceedings, medical assistance, use of social service programs, safety plannings, or relocation. The Union also included language regarding confidentiality related to employee disclosed information.

Article 37 – Inclement Weather and Suspended Operations: The Union proposed new language that would designate employee primary work locations as their home if building closures are in effect, and that employees would be compensated for travel between their primary work location and campus if on-site work is required.

Article 41 – Transportation Travel and Commute Reduction: The Union proposed to remove the provision stating that the University may change its transportation policy at any time without the obligation to bargain the change with the Union. The Union also proposed adding new language which allows employees to use flexible work arrangements for the purpose of commute reduction, provided that job duties are fulfilled, and such arrangements are approved by a supervisor.

Employer Initial Proposals

Article 24 – Vacation Time Off: The Employer proposed to increase the maximum amount of vacation balance for the Professional Libraries and Press employees from two hundred and forty (240) hours to two hundred and eighty (280) hours.

Article 25 – Sick Time Off: The Employer proposed expanding the circumstances under which sick time off may be used, including instances of domestic violence, sexual assault, stalking, and other hate crimes, as well as during furlough for the purpose of maintaining benefits if the employee has exhausted all other paid time off balances. Additionally, the Employer proposed clarifying that, in accordance with RCW 41.04.340, employees may choose to receive monetary compensation for accrued sick time off.

Article 26 – Washington Paid Family Medical Leave Program:  Housekeeping edits were made to this article only. Article 26 details that both the Union and the Employer recognize the Washington State Family and Medical Leave Program (RCW 50A).

Article 28 – Parental Leave: The Employer proposed clarifying that leave beyond the period covered by Paid Family Medical Leave, in addition to FMLA, may only be denied due to operation necessity , in compliance with Washington State Law.

Article 29 – Shared Leave: The Employer proposed to expand the circumstances under which shared leave may be used, including instances of hate crimes.

Article 31 – Civil Jury Duty Time Off and Bereavement Time Off: The Employer proposed to rename this Article “Civil Duty Time Off and Bereavement Time Off”. The Employer also proposed to increase the number of days of bereavement time off from three (3) to five (5) days off. The Employer also proposed to expand the definition of family member to include those who regularly reside in an employee’s home or where their relationship creates an expectation that the employee care for that person

Article 32 – Leave Related to Domestic Violence Sexual Assault or Stalking: The Employer proposed to rename this Article “Time Off for Domestic Violence, Sexual Assault, Stalking or Hate Crime”. The Employer also proposed that time off under this policy could be taken as sick time off, vacation, personal holiday, holiday credit time off, discretionary time off and unpaid time off.

Article 33 – Military Leave: The Employer proposed to rename this Article” to “Military Duty Time Off and Military Leave”. Housekeeping edits were also made to this article.

Article 35 – Reasonable Accommodation of Employees with Disabilities: The Employer proposed to include language to match UW policy that pregnant or lactating employees are eligible for reasonable accommodations. Such reasonable accommodations related to lactation would include, providing reasonable break times, providing lactation spaces, and/or accommodations related to nursing during work hours

The Employer proposed housekeeping edits only on the following provisions:

• Article 27 – Federal Family Medical Leave Act
• Article 36 – Miscellaneous Leave

Next Steps

The next SEIU 925-Libraries and UW bargaining session is scheduled for December 2, 2025, and will be held in person.

This recap details the seventh session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and SEIU 925 – Libraries.

Union Counter Proposals

The Union presented a package proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below.

• Article 2 – Non-Discrimination – The Union accepted most of the Employer’s initial proposal and proposed language to include protected veterans, qualified disabled individuals, and victims of domestic violence, sexual assault, or stalking as additional groups that the parties will not purse discriminatory policies against.
• Article 3 – Workplace Behavior – In response to the employer, the Union reasserted its proposal to include an expanded definition of bullying and requiring employees and/or union represented by notified within fifteen (15) days of an investigation into workplace behavior being completed.
• Article 4 – Affirmative Action – As part of this package proposal, the Union would accept the Employer’s initial proposal for this Article as presented during the January 6, 2026, bargaining session.
• Article 7 – Employee Facilities – As part of this package proposal, the Union would accept the Employer’s counter proposal for this Article as presented during the January 6, 2026, bargaining session.
• Article 13 – Hiring – The Union accepted most of the Employer’s prior proposal in this Article but reasserted its proposal to include language stating that UW Libraries, Law Library, and Press would be require trainings in inclusive hiring practices for all search committee members before those searches begin.
• Article 61 – Intellectual Freedom – The Union withdrew most of its initially proposed changes in this Article, but reasserted its proposal to include language stating that the Employer would not intimidate or retaliate against any employee, nor imply that they could face discipline, sanctions, demotion, dismissal, or denial of reappointment for exercising academic freedoms referenced in this Article. The Union also reasserted its initial proposal to allow grievances to be filed for retaliation against employees who exercise academic or intellectual freedom rights.

 The Union presented a package proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below.

• Article 1 – Preamble and Purpose – The Union accepted the Employer’s housekeeping edit in this Article and reasserted its initial proposal to include new language that any changes in University Policy, state or federal law that include additional protections would be incorporated into the contract at the Unions request and the language defining what “contacting the Union” means within the contract.
• Article 5 – Grievance Procedure – In response to the employer, the Union proposed to allow grievances to be filed within sixty (60) days of an occurrence giving rise to a grievance, which is a reduction from their initial proposal of ninety (90) days.
• Article 6 – Employee Rights – As part of this package proposal, the Union would accept the Employer’s initial proposal for this Article as presented during the December 16, 2025, bargaining session.
• Article 9 – Probation for Professional Libraries and Press Employees – The Union withdrew its initial proposal to reduce the probationary period for PLEs but reasserted its proposal to include language requiring a supervisor to meet with a PLE halfway through the probationary period.
• Article 14 – Appointments – The Union accepted the Employer’s proposal to remove language around probationary periods for temporary PLE appointments but reasserted its proposal to require the Employer would make every effort to inform a temporary librarian of potential contract extension at least three (3) months in advance prior to their current contract’s expiration, which was reduced from six (6) months in their prior proposal.
• Article 47 – Resignation, Abandonment, and Re-Employment – As part of this package proposal, the Union reasserted their initial proposal for this Article as presented during the November 4, 2025 bargaining session.
• Article 50 – Union Activities, Rights, Stewards – As part of this package proposal, the Union reasserted their initial proposal for this Article as presented during the December 14, 2025 bargaining session.

The Union presented a package proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below.

• Article 17 – Rank, Status, Initial Appointments, Renewal of Appointments, and Promotions for Gallagher Law Librarians – As part of this package proposal, the Union would accept the Employer’s prior counter proposal for this Article as presented during the January 6 bargaining session.
• New MOU – Gallagher Law Librarian Rank and Compensation Alignment – The Union accepted the Employer’s initial proposal and proposed to also include specific dates and timelines for the promotion process for the Employee referenced in this MOU.

Employer Counter Proposals

Article 3 – Workplace Behavior – The Employer rejected the Union’s proposal to include the UW Medicine Policy on Professional Conduct in defining inappropriate workplace behavior and the Union’s proposal to expand the definition of bullying. The Employer instead counter-proposed to include references to “violent and threatening behavior” as defined in the general UW Workplace Policy.

Article 23 – Holidays – The Employer rejected the Union’s initial proposal and reasserted their proposal to maintain current contract language in this Article.

Article 24 – Vacation Time Off – The Employer rejected the Union’s initial proposal for this Article and reasserted its initial proposal.

Article 25 – Sick Time Off – The Employer rejected the Union’s proposal to expand the definition of family member in this article and reasserted its initial proposal.

Article 27 – Federal Family Medical Leave Act – The Employer rejected the Union’s proposal to expand the definition of family member and reasserted its initial proposal.

Article 28 – Parental Leave – In response to the Union, the Employer proposed to reference Article 10.3.D for modifications to work schedules.

Article 29 – Shared Leave – The Employer rejected the Union’s proposal to include language around use of shared leave for immigration proceedings and reasserted its initial proposal.

Article 31 – Civil/Jury Duty Time Off and Bereavement Time Off – The Employer rejected the Union’s proposal to expand the definition of “family member” in this Article and reasserted its initial proposal.

Article 32 – Leave Related to Domestic Violence, Sexual Assault, or Stalking – The Employer rejected the Union’s reassertion of most of their initial proposal and instead reasserted its own initial proposal.

Article 36 – Miscellaneous Leave – The Employer rescinded its prior proposal to strike language allowing unpaid time off to be granted to accommodate annual work schedules of employees occupying cyclic year positions and otherwise maintained the previously proposed housekeeping edits.

Article 38 – Time Off Due to Family Care Emergencies – The Employer rejected the Union’s proposal to include new language around personal and miscellaneous emergencies and reasserted its proposal to maintain current contract language in this Article.

Next Steps

The next SEIU 925-Libraries and UW bargaining session is scheduled for January 23, 2026, and will be held virtually.

This recap details the eighth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and SEIU 925 – Libraries.

Union Counter Proposals

The Union presented a package proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below.

• Article 23: Holidays – As part of this package proposal, the Union accepted the Employer’s proposal to retain the current contract language in this Article.
• Article 24: Vacation Time Off – As part of this package proposal, the Union reasserted their previous counter proposal for this Article as presented during the December 16, 2025, bargaining session.
• Article 27: Federal Family Medical Leave Act – As part of this package proposal, the Union accepted the Employer’s initial proposal for this Article as presented during the November 13, 2025, bargaining session.
• Article 31: Civil/Jury Duty Time Off and Bereavement Time Off – The Union reasserted their previous language around family member definition, which refers to the family member definition in article 25.
• Article 32: Leave Related to Domestic Violence, Sexual Assault, or Stalking – As part of this package proposal, the Union reasserted their previous counter proposal for this Article as presented during the December 16, 2025, bargaining session.
• Article 38: Time Off Due to Family Care Emergencies – As part of this package proposal, the Union reasserted their previous counter proposal to remove the cap of using up to three (3) days of each type of time for personal emergencies.

Employer Counter Proposals

The Employer presented a package proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below.

• Article 1: Preamble – As part of this package proposal, the Employer reasserted their initial proposal for this Article as presented during the January 6, 2026, bargaining session.
• Article 5: Grievance – As part of this package proposal, the Employer reasserted their proposal to maintain current contract language in this Article.
• Article 6: Employee Rights – As part of this package proposal, the Employer reasserted their initial proposal for this Article as presented during the December 16, 2025, bargaining session.
• Article 9: Probation for Professional Libraires and Press Employees – In response to the Union, the Employer proposed new language stating that supervisors will provide feedback whenever possible halfway through the six (6) month probationary period.
• Article 14: Appointments – In response to the Union, the University proposed to include language stating that, when possible, the employer will make reasonable efforts to inform employees of extension of contract one (1) month in advance.
• Article 47: Resignation Abandonment and Re-Employment – In response to the Union, the Employer proposed to include new language stating that if an employee hasn’t shown up for work, the Employer may attempt to contact by telephone or emergency contacts listed on Workday.
• Article 50: Union Activities – The Employer accepted the Union’s proposal to include elected chapter officers, in release time for training.

Article 12: Professional Development – In response to the Union, the Employer included language that permits employees on furlough for up to sixty (60) days following a layoff, to access Professional and Organizational Development Programs. In addition, the Employer proposed including a link to the website for the Professional and Organizational Development Programs.

Article 35: Reasonable Accommodation of Employees with Disabilities – The Employer reasserted proposed language updating this article to be in line with UW policy and practice.

Article 39: Health and Safety – In response to the Union, the Employer proposed new language under which building-related issues, such as security, would be appropriate subjects for the Joint Union-Management Committee.

Article 42: Paid Professional Leave – In response to the Union, the Employer proposed language specifying that UW Libraries will set an internal deadline for applications and notify librarians of that deadline at least one (1) month in advance. The Employer rejected the Union’s proposed timeframe under which PPL would be granted for up to twelve (12) months, and maintained the current contract language of nine (9) months.

The Employer presented a package proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below.

• Article 2: Non-Discrimination – As part of this package proposal, the Employer reasserted their initial proposal for this Article as presented during the December 16, 2025, bargaining session.
• Article 3: Workplace Behavior – The Employer accepted the Union language to add bullying is inappropriate workplace behavior. The Employer also proposed updating “Office for Academic Personnel and Faculty” to “Human Resources Office” and including an updated website link.
• Article 4: Affirmative Action – As part of this package proposal, the Employer reasserted their initial proposal for this Article as presented during the December 16, 2025, bargaining session.
• Article 7: Employee Facilities – As part of this package proposal, the Employer reasserted their counter proposal for this Article as presented during the January 6, 2025, bargaining session.
• Article 13: Hiring – As part of this package proposal, the Employer reasserted their initial proposal for this Article as presented during the December 16, 2025, bargaining session.
• Article 16: Intellectual Freedom – The Employer rejected the Union’s proposal to add new language defining Allocations, Reallocation, and Employee Representative, and reaffirmed its position to retain the current contract language in this Article.

Next Steps

The next SEIU 925-Libraries and UW bargaining session is scheduled for January 27, 2026, and will be held virtually.

This recap details the ninth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and SEIU 925 – Libraries.

Union Counter Proposals

The Union presented a package proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below:

• Article 3: Workplace Behavior – As part of this package proposal, the Union would accept the Employer’s counterproposal for this Article as presented during the January 23 bargaining session.
• Article 4: Affirmative Action – As part of this package proposal, the Union would accept the Employer’s initial proposal for this Article as presented during the December 16 bargaining session.
• Article 7: Employee Facilities – As part of this package proposal, the Union would accept the Employer’s counter proposal for this Article as presented during the January 6 bargaining session.
• Article 20: Telework– The Union reasserted their proposal to incorporate telework definitions from the University’s telework policy into this article, as well as their proposal for new language that would allow employees to request new individual teleworking agreements when they believe new technologies or work processes would enable them to perform work remotely.
• Article 35: Reasonable Accommodation of Employees with Disabilities – The Union amended its prior proposal to require the Employer to initiate the accommodation process within five (5) working days, instead counter-proposing that the Employer be required to address all requests in a timely manner and to keep employees informed of the status of their requests. With respect to disability leave, the Union amended its prior proposal to require employees to be provided with information on return-to-work options prior to being approved for disability leave, the Union instead counter-proposed requiring such return-to-work information be provided to employees after they are approved for disability leave. Additionally, the Union reasserted the remainder of their initial proposal for this Article.
• Article 54: Tuition Exemption Program – As part of this package proposal, the Employer would accept the Union’s initial proposal for this Article as presented during the December 16 bargaining session.

The Union presented a package proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below:

• Article 18: Ranking, Status, Initial Appointments, Renewal of Appointments Promotions of UW Libraries Librarians – The Union reasserted their proposal to adjust the review committees for ranks of senior assistant and associate librarian to be seven librarians from any personnel group. With respect to appointment renewals, promotions, and/or reviews for permanent status, the Union also reasserted their proposal stating that no separate letter would be needed if the Librarian Personnel Committee co-signs the review committee’s letter. The Union accepted the Employer’s proposal to limit references to no more than five (5) on the document checklist for appointment renewals, promotions, and/or review for permanent status but reasserted its proposal to include language that provides recommended word counts for employees in the promotion or review process.
• Article 19: Duties and Assignments – The Union accepted the Employer’s proposal to clarify that librarian job duties include committee appointments that are related to position responsibilities. The Union reasserted their proposal for a new section in this Article that would designate titles, such as Directors within departments, Team Work Leads, and Heads of units and programs.
• Article 22: Performance Evaluations – The Union accepted the Employer’s proposal to require performance evaluations be performed annually for Librarians. The Union reasserted the remainder of their initial proposal for this Article.

The Union presented a package proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below:

• Article 10: Hours of Work – The Union removed its proposal to decrease the regularly scheduled work week for full-time and part-time employees from forty (40) hours per week to thirty-five (35) but reasserted the remainder of its initial proposal for this Article, including language related to notification for schedule changes.
• Article 11: Overtime – The Union removed its proposal to decrease the regularly scheduled work week for full-time and part-time employees to reflect its latest proposal in Article 10 – Hours of Work but reasserted the remainder of its initial proposal for this Article, including language related to methods of calculating overtime.
• Article 21: Compensation, Wages, and Other Pay Provision – The Union’s compensation counterproposal maintains their proposal to align Libraires and Professional Libraries and Press Employee salary minimums with those of Librarians, however, they decreased the % increase of the salary minimums. The Union also reasserted their proposed salary increases of five percent (5%) effective February 2, 2026, an additional four percent (4%) effective on January 1, 2027, and additional three percent (3%) effective on January 1, 2028.  The Union reduced its proposal to increase the monthly supplement for librarians from four hundred dollars ($400) to three hundred fifty dollars ($350). Additionally, the Union reasserted its proposal to create a new longevity premium, as well as standby and call back pay premiums for employees in the bargaining unit. The Union also reasserted its proposal that an employee who is currently a work lead, assistant lead, head, assistant director or director or initially hired into one of those positions would have a minimum salary at least 2.5% at the work lead or assistant head level. Finally, the Union accepted the Employer’s proposal to include clarifying language around pay for teaching, stating that teaching for-credit courses always requires a faculty appointment and is never included as part of an employee’s regular job duties, and that depending on duration and frequency of teaching, associated compensation could occur through additional compensation or a shift of FTE from an employee’s current job class to a separate faculty position.
• Article 64: Duration – As part of this package proposal, the Union would accept the Employer’s initial proposal for this Article as presented during the December 16 bargaining session.
• Appendix 1: Librarians Job Groups and Pay Ranges – The Union proposed updating the salary minimums for librarians to reflect the updated figures in their counterproposal for Article 21 – Compensation, Wages, and Other Pay Provisions.
• New MOU: Longevity Retention Raises – The Union proposed to create a new MOU that would increase salaries for bargaining unit employees who have been employed at the University for 10 years by 1.5%, plus an additional 2.5% for bargaining unit employees who have been employed at the University for 20 years. Under this proposal, current bargaining unit employees who have been employed at the University for at least 20 years would receive a 4% salary increase, combining both the 10- and 20-year increases.

The Union presented a package proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below:

• Article 2: Non-Discrimination – The Union withdrew some if its prior counterproposal but maintained its proposal to include military status as a protected characteristic.
• Article 12: Professional Development – As part of this package proposal, the Union would accept the Employer’s initial proposal for this Article as presented during the January 23 bargaining session.
• Article 39: Health and Safety – As part of this package proposal, the Union would accept the Employer’s counter proposal for this Article as presented during the January 23 bargaining session.
• Article 41: Transportation, Travel, and Commute Reduction – The Union accepted most of the Employer’s prior proposals in this Article, but counter-proposed requiring denied requests for flexible schedule be provided in writing to the respective employee.
• Article 61: Intellectual Freedom – As part of this package proposal, the union maintained their proposal to add language stating that the Employer would not intimidate or retaliate against any employee, nor imply that they could face discipline, sanctions, demotion, dismissal, or denial of reappointment for exercising any of the academic freedoms.

The Union presented a package proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below:

• Article 28: Parental Leave – The Union accepted most of the Employer’s prior proposals in this Article but reasserted their proposal to remove language that requires employees to use all accrued leave prior to using leave without pay.
• Article 29: Shared Leave – The Union withdrew its proposal to allow employees involved in immigration proceedings be eligible for the shared leave program but replaced it with language that would allow immigration enforcement actions be qualifying events for shared leave in the event that WA House Bill 2411 is passed.
• Article 36: Miscellaneous Leave – The Union accepted the Employer’s previously proposed changes but reasserted their proposal to incorporate the language the discretionary leave MOU into this article.
• Article 42: Paid Professional Leave – The Union accepted most of the Employer’s previous counterproposal but maintained their proposal to extend the length of paid professional leave that Professional Libraries and Press Employees would be eligible for from nine (9) to twelve (12) months.
• MOU: Time Grant – As part of this package proposal, the Union would accept the Employer’s proposal to rollover this MOU into the next contract cycle.

Next Steps

The next SEIU 925-Libraries and UW bargaining session is scheduled for Wednesday, February 4, and will be held virtually.

This recap details the tenth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and SEIU 925 – Libraries.

Union Counter Proposals

The Union presented a package proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below.

• Article 1 – Preamble and Purpose – As part of this package proposal, the Union would accept the Employer’s initial proposal for this Article as presented during the January 6 bargaining session.
• Article 5 – Grievance – As part of this package proposal, the Union proposed to retain the current contract language in this Article.
• Article 6 – Employee Rights – As part of this package proposal, the Union would accept the Employer’s initial proposal for this Article as presented during the December 16 bargaining session.
• Article 9 – Probation for Professional Libraries and Press Employees – As part of this package proposal, the Union would accept the Employer’s counter proposal for this Article as presented during the January 23 bargaining session.
• Article 14 – Appointments – As part of this package proposal, the Union would accept the Employer’s counter proposal for this Article as presented during the January 23 bargaining session.
• Article 47 – Resignation Abandonment and Re-Employment – The Union proposed reducing the period from thirty (30) consecutive days to ten (10) consecutive days, after which an employee who fails to report to work or notify the employer of their absence would be deemed to have resigned.
• Article 50 – Union Activities – As part of this package proposal, the Union would accept the Employer’s counter proposal for this Article as presented during the January 23 bargaining session.

The Union presented a package proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below.

• Article 49 – Contracting – As part of this package proposal, the Union proposed to retain the current contract language in this Article.
• NEW Side Letter – Artificial Intelligence –The Union proposed a new article that would require the Employer and the Union to reopen the contract to bargain over technology use, including AI, in the event of a change in RCW 41.56.401.

Employer Counter Proposals

The Employer presented a package proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below.

• Article 2 – Non-Discrimination –The Employer accepted most of the Union’s previous counterproposal and proposed to relocate Union proposed language referencing “military status” to another section of the article.
• Article 3 – Workplace Behavior – As part of this package proposal, the Employer reasserted their prior counter proposal for this Article as presented during the January 23 bargaining session.
• Article 4 – Affirmative Action – As part of this package proposal, the Employer reasserted their initial proposal for this Article as presented during the December 16 bargaining session.
• Article 7 – Employee Facilities – As part of this package proposal, the Employer reasserted their prior counter proposal for this Article as presented during the January 6 bargaining session.
• Article 12 – Professional Development – As part of this package proposal, the Employer reasserted prior counter proposal for this Article as presented during the January 23 bargaining session.
• Article 13 – Hiring – As part of this package proposal, the Employer reasserted their previous counterproposal for this Article as presented during the December 16 bargaining session.
• Article 20 – Telework –The Employer accepted the Union’s proposed language recognizing telework as a workplace option. The Employer reasserted that regular telework must be governed by an agreement specifying the terms of the arrangement. In response to the Union’s proposal to allow employees to propose new or revised teleworking agreements when they believe new processes would allow for remote work, the Employer counter proposed new language that would allow for telework agreements to be reviewed and updated as needs change.
• Article 35 – Reasonable Accommodation of Employees with Disabilities – The Employer reasserted their previous counterproposal for this Article as presented during the January 23 bargaining session.
• Article 39 – Health and Safety – As part of this package proposal, the Union would accept the Employer’s prior counter proposal for this Article as presented during the January 23 bargaining session.
• Article 41 – Transportation, Travel and Commute Reduction – The Employer reasserted their previous counterproposal for this Article as presented during the January 6 bargaining session.
• Article 54 – Tuition Exemption Program – The Employer proposed to retain the current contract language in this Article.
• Article 61 – Intellectual Freedom – The Employer proposed to retain the current contract language in this Article.

The Employer presented a package proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below.

• Article 15 – Promotion and Transfer of Professional Libraries and Press Employees – In response to the Union, the Employer proposed a modification to the Union’s proposed language to clarify that a classification is also referred to as a job profile.
• Article 16 – Classification and Reclassification Professional Libraries and Press Employees –The Employer rejected the Union’s proposed language that included definitions for allocation, relocation and employee’s representative. The Employer accepted the Union’s proposed language throughout the article to include that an employee may also request to have their position be reviewed. Additionally, the Employer accepted Union proposed inclusion of a website link containing more information about the position review process for represented civil service exempt staff.

The Employer presented a package proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below.

• Article 23 – Holidays – As part of this package proposal, the Employer proposed to maintain current contract language in this Article.
• Article 24 – Vacation Time Off – The Employer reasserted their previous counter proposal for this Article as presented during the November 13, 2025 bargaining session.
• Article 25 – Sick Time Off – The Employer reasserted their previous counterproposal for this Article as presented during the November 13, 2025 bargaining session.
• Article 27 – Federal Family Medical Leave Act – As part of this package proposal, the Union would agree to the Employer’s initial proposal for this Article as presented during the November 13 bargaining session.
• Article 28 – Parental Leave –The Employer accepted the Union’s proposed strike-through of language related to the University recognizing the value of parental leave, employees’ ability to request schedule or FTE changes, and the Union’s right to bargain the impacts of any changes to the University’s parental leave policy as a mandatory subject of bargaining. Additionally, the Employer proposed new language stating that the Employer will not require the use of paid time off if doing so would result in the employee having fewer than forty (40) hours of accrued sick leave upon returning to work.
• Article 29 – Shared Leave – The Employer reasserted their previous counterproposal for this Article as presented during the November 13, 2025 bargaining session.
• Article 31 – Civil Duty Time Off and Bereavement Time Off – The Employer reasserted their previous counterproposal for this Article as presented during the November 13, 2025 bargaining session.
• Article 32 – Leave Related to Domestic Violence Sexual Assault and Stalking – The Employer reasserted their previous counterproposal for this Article as presented during the November 13, 2025 bargaining session.
• Article 36 – Miscellaneous Leave – The Employer reasserted their previous counterproposal for this Article as presented during the January 16 bargaining session.
• Article 38 – Time Off Due to Family Care Emergencies – As part of this package proposal, the Employer proposed to retain the current contract language in this Article.
• Article 42 – Paid Professional Leave – The Employer reasserted their previous counterproposal for this Article as presented during the January 16 bargaining session.
• MOU – Time Grant – As part of this package proposal, the Union would agree to the Employer’s initial proposal for this MOU as presented during the December 19 bargaining session.

Next Steps

The next SEIU 925-Libraries and UW bargaining session is scheduled for Tuesday, February 17 and will be held virtually.

This recap details the twelfth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and SEIU 925 – Libraries.

Tentative Agreements

The parties tentatively agreed to the following:

• Article 14: Appointments
  • The parties agreed to strike language that required temporary Professional Libraries and Press Employees to serve a probationary or trial service period to align with current practice. The parties also agreed to new language that will require the Employer to make reasonable efforts to inform a temporary librarian of a potential contract appointment extension a month in advance of the current contract expiring.
• MOU: Pay for Bargaining Unit Members with a Current Salary above $150,000
  • The parties agreed to rollover this MOU into the next cycle of the contract.

The parties tentatively agreed to minor housekeeping edits only in the following articles:

• Article 3: Workplace Behavior
• Article 6: Employee Rights

Union Counter Proposals

Article 18: Rank, Status, Initial Appointments, Renewal of Appointments, and Promotions for UW Libraries Librarians – The Union amended its proposal to update the process for Senior Assistant Librarians renewing their appointment status, stating that they should submit to the Administrative Officer Responsible for Personnel  a memo noting they are seeking renewal of their Senior Assistant Rank, include their current curriculum vitae, and include performance evaluation from the previous two (2) years. The Union counterproposal states that these documents would be forwarded to the Librarian Personnel Committee to be reviewed. Under this proposal, Librarians who are granted this renewal would retain the ability to seek promotion to the Associate Librarian rank during the first two (2) years of the second three (3) year period. Additionally, the Union proposed to remove personnel groups and proposed striking all references to personnel groups in this Article, including the Appendix A within this Article. Under this proposal, the Review Committees for Ranks of Senior Assistant and Associate Librarian and the Review Committees for Promotion to the Rank of Librarian would be composed of seven (7) librarians.

The Union accepted the Employer’s proposed language updates around the Librarian Personnel Committee and Review Committee’s role during appointment renewal, promotion, or review for permanent status process.

The Union presented a package proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below.

• Article 25: Sick Time Off – The Union dropped most of its proposed changes to the definition of “family member,” but maintained their proposal to strike “state-registered” when referring to domestic partners.
• Article 31: Civil/Jury Duty Time Off and Bereavement Time Off – The Union accepted most of the Employer’s initially proposed language defining “family member” for use of bereavement time off, but counter-proposed including aunts, uncles, nieces, nephews, and cousins in the definition of “family member” for use of bereavement time off.
• Article 32: Leave Related to Domestic Violence, Sexual Assault, or Stalking – The Union reasserted their proposal to allow victims and family members to use domestic violence leave for legal assistance or court proceedings, medical or psychological help, social service programs, safety planning, and/or relocation. The Union also counter-proposed including a person with whom an employee has a dating relationship in the definition of “family member” for use of domestic violence leave. Finally, the Union counter-proposed new language that would require information provided by an employee who may be a victim to be disclosed only if requested or consented to by an employee, as ordered by the court or administrative agency, or as otherwise required by law.
• Article 36: Miscellaneous Leave – As part of this package proposal, the Union would accept the Employer’s previous counter proposal for this Article as presented during the January 20, 2026 bargaining session.
• MOU: Discretionary Time Off – The Union proposed new language in this MOU that would require it to be incorporated into any future CBA for this bargaining unit.

The Union presented a package proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below.

• Article 21: Compensation, Wages, and Other Pay Provisions – The Union dropped their proposal to increase the monthly supplement for librarian rotational roles and instead proposed reverting to current contract language that allows a $300 monthly supplement. The Union reasserted their prior proposed compensation increases throughout the rest of the Article.
• New MOU: Longevity Retention Raises – As part of this package, the Employer would agree to longevity-based raises as presented by the Union in a new MOU during the January 27, 2026, bargaining session.

Employer Counter Proposals

Article 46: Layoff, Seniority, Rehire – The Employer counter-proposed including new language about temporary layoffs, stating that funding shortages may require temporary layoffs in accordance with the University’s temporary layoff policy, and that these layoffs do not require the same notice period outlined in Article 46.1 B. Additionally, the Employer proposed including retiree rehire positions to consider being ended before impacting regular positions in the case of layoffs being required. The Employer also accepted the Union’s proposal to include new language that would allow employees on the rehire list to submit an updated resume/CV at any time during their twenty-four (24) months on the rehire list.

Article 56: Represented Limited Term Hourly Employees – In response to the Union, the Employer proposed to include shared leave in the list of leave types that temporary hourly employees may be eligible for.

Next Steps

The next SEIU 925-Libraries and UW bargaining session is scheduled for Tuesday, March 3, 2026, and will be held virtually.

This recap details the thirteenth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and SEIU 925 – Libraries.

Tentative Agreements

The parties tentatively agreed to the following:

Article 13: Hiring

The parties agreed to update language around employee recruitment, stating that UW Libraries, Law Library, and Press are committed to engaging in practices that encourage people from underrepresented groups to apply for bargaining unit positions. Additionally, the parties agreed to new language stating that UW Libraries would require implicit bias training for search committee members when required by law.

Article 28: Parental Leave

The parties agreed to new language allowing for employees to retain up to forty (40) hours of accrued sick time off upon returning to work from parental leave.

Union Counter Proposals

Article 15: Promotion and Transfers of Professional Libraries and Press Employees

The Union accepted the Employer’s definition of Classification, also referred to as a “job profile”, and proposed to include a link to the Classification and Pay website for represented civil service exempt staff for further definitions. Additionally, the Union proposed language that at least two (2) bargaining unit applicants per job be granted an interview moving from their previous proposal that all bargaining unit applicants would be granted an interview.

The Union proposed to specify that the Promotional Trial Service would not apply to employees promoted through reclassification. The Union reasserted that other promotional appointees must complete a three (3) month trial service period. Finally, the Union maintained its position regarding the conversion of PLE positions into Librarian roles. Additionally, the Union proposed striking previously proposed language concerning class/grade specifications and PLE Job Evaluation Factors. The Union removed language regarding the granting of In-Grade Adjustments and proposed to include a reference to Article 21.14.

Article 16: Classification and Reclassification of Professional Libraries and Press Employees

The Union counter-proposed to clarify a piece from their prior proposal that would allow an employee’s representative in the Union to request a position review. Additionally, the Union maintained its initially proposed language to require the Employer to notify the employee within fifteen (15) days if a request for a position review is incomplete, and that the UWHR Compensation Office would be required to notify employee within thirty (30) calendar days of receiving a complete request about any additional steps needed to take.

Article 46: Layoff, Seniority, Rehire

The Union maintained much of its initial proposal for this Article, including updating the title to ‘Voluntary Reductions in Staffing, Furloughs, Layoff, Seniority, Rehire,’ and a new section on voluntary reductions in staffing detailing how the Employer can offer voluntary reductions. The Union dropped its prior proposals to include voluntary resignation with severance, a new section on furloughs detailing Employer requirements for notices and meeting with the Union about furloughs, and a new section to allow employees to choose to be placed on the rehire list if they had reason to believe their position was being eliminated. The Union also accepted some of the Employer’s prior proposed language about temporary layoffs, but counter proposed new language that would require the Employer to make every reasonable effort to adopt alternative measures prior to implementing layoffs.

Article 56: Represented Limited Term Hourly Employees

The Union accepted the Employer’s proposal to rename this article, ‘Represented Temporary Hourly Employees.’ The Union reasserted its proposal that the following articles apply to hourly employees:

• Article 8: New Employees
• Article 29: Parental Leave
• Article 31: Civil/Jury Duty Time Off and Bereavement Time Off
• Article 36: Miscellaneous leave
• Article 43: Personnel Files
• Article 44: Corrective Action/Dismissal
• Article 47.2: Absent without Authorization
• Article 48: Diversity, Equity, inquisition, and Accessibility (DEIA) and Anti-Racism
• Article 49: Contracting
• Article 53: Salary Overpayment Recovery
• Article 61: Intellectual and Academic Freedom

The Union accepted the Employer’s proposal to strike the section regarding the probationary period. The Union reasserted its previous proposed language regarding employees receiving funding and release time for professional development. Finally, the Union reasserted its previous proposed language that duties and assignments be considered part of regular work, and to include Voluntary Reductions in Staffing, Furloughs, Layoff, Seniority, and Rehire.

The Union presented a package proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below.

• Article 18: Rank, Status, Initial Appointments, Renewal of Appoints and Promotions for UW Libraries Librarians

As part of this package proposal, the Union would accept the Employer’s counter proposal for this Article as presented during this bargaining session. The Employer’s counter is recapped below.

• Article 19: Duties and Assignments

The Union amended its prior counterproposal regarding temporary librarians participating in research and service activities to state that such participation requires supervisory approval and if a request is denied, the supervisor would be required to provide the reason for denial in writing. Additionally, the Union dropped its initial proposal to establish standard names and titles such as Directors, Work Leads, and Heads.

• Article 22: Performance Evaluations

As part of this package proposal, the Union would accept the Employer’s prior counter proposal as presented during the February 12 bargaining session.

Employer Counter Proposals

The Employer presented a package proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below.

• Article 18: Rank, Status, Initial Appointments, Renewal of Appoints and Promotions for UW Libraries Librarians

The Employer accepted the Union’s prior counter proposals to remove references to personnel groups and decrease the number of librarians on the Review Committee for Ranks of Senior Assistant and Associate Librarian from nine (9) to seven (7). The Employer counter proposed to increase the number of represented librarians on the Librarian Personnel Committee from two (2) to six (6). With respect to renewal of appointments for Senior Assistant Librarians, the Employer counter proposed various edits to simply the renewal process, such as not requiring a summary document, not requiring no more than two (2) pages detailing position expectations, professional development, service contributions, and not requiring more than two (2) references.

• Article 19: Duties and Assignments

As part of this package proposal, the Union would accept the Employer’s initial proposal for this Article as presented during the December 2 bargaining session.

• Article 22: Performance Evaluations

As part of this package proposal, the Union would accept the Employer’s last counter proposal as presented during the February 12 bargaining session.

Article 48: Diversity, Equity, and Inclusion (DEI) and Anti-Racism

In response to the Union, the Employer proposed language stating that UW Libraries, UW Press, and Gallagher Law Library would be committed to using gender-inclusive language as outlined in the University Style Guide in their employee communications. The Employer reasserted their initial proposal in the remainder of the Article.

Article 61: Intellectual Freedom

The Employer accepted the Union’s counterproposal to include language about retaliation against employees who exercise academic or intellectual freedom rights, however, proposed to incorporating the reference into  existing language to state that lawful exercises would not result in retaliation.

New Side Letter X: Recruitment

The Employer proposed creating a new side letter that would require UW Libraries, UW Press, and Gallagher Law Library to maintain a list of places where open positions are posted (websites, forums, etc.) and that the list would made available to the Union upon request.

Next Steps

The next SEIU 925-Libraries and UW bargaining session is scheduled for Monday, March 9 and will be held in-person at the UDSB Gateway building.

This recap details the fourteenth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and SEIU 925 – Libraries.

Tentative Agreements

The parties tentatively agreed to the following:

Article 61: Intellectual Freedom

The parties agreed to include new language stating that lawful exercises of freedoms will not result in retaliation against employees.

Union Counter Proposals

 Article 10: Hours of Work

The Union reasserted its previous proposal that full‑time employees be scheduled to work thirty‑five (35) hours per week. The Union proposed returning to earlier proposed language requiring the Employer to provide a written justification when denying an employee’s request for an alternative work schedule. In addition, the Union accepted the Employer’s language related to Employer‑Initiated Schedule Changes.

Article 11: Overtime

The Union reaffirmed most of its previous proposal, including proposing two different methods for calculating overtime. The Union did propose to reverted to current contract language that states that time off does not count toward the calculation of overtime.

Article 19: Duties and Assignments

The Union accepted much of the Employer’s proposed language related to temporary librarians participation in research and service requiring supervisor approval, but maintained its proposal that reasons for denials of temporary librarians participating in research or service activities must be made in writing from their supervisors.

Article 21: Compensation, Wages, and Other Pay Provisions

The Union’s presented its third compensation counterproposal, which would increase bargaining unit employee salaries by four and a half percent (4.5%), retroactively effective on February 2, 2026. The Union dropped its proposal for new language that would’ve given pay increases to employees in the Union’s proposed new titles such as Work Lead, Assistant Head, or Assistant Director. The Union also proposed new language stating that exceptions could be made in UW Press for situations where informal working titles are tied to industry standards rather than representing the level of additional responsibility that titles of Head or Director normally entail.

Finally, the Union also maintained its prior proposals to create a longevity premium and to make bargaining unit employees eligible for standby pay and callback pay.

Article 24: Vacation Time Off

The Union proposed reverting to current contract language that distinguishes between Librarians and PLEs, however, the Union proposed increasing the annual vacation accrual rate for PLEs from fifteen (15) days to twenty (20) days.

Article 48: Diversity, Equity, and Inclusion

The Union reaffirmed its proposal to retitle the article as “Diversity, Equity, Inclusion, Accessibility (DEIA) and Anti‑Racism,” with corresponding updates throughout the article to reflect this change, including the addition of new accessibility‑related language. The Union proposed language that a pause, substantial restructuring or cessation of DEIA related activities would be appropriate topics for a Joint Union Management Committee meeting. The Union reaffirmed its proposal to include language on “Continuing Education and Trainings.” Additionally, the Union agreed with the Employers proposal to remove the “Reporting” section, which outlined the reports the Employer would provide to the Union regarding DEIA initiatives across the University. Finally, the Union reaffirmed their proposal related to recruitment of applicants from underrepresented groups.

Article 56: Represented Limited Term Hourly Employees

The Union accepted the Employer’s prior counterproposal of the additional articles that apply to temporary hourly employees and further proposed to include sections 8.1 E (Union orientation) and 8.2 (New Employee Training) from Article 8: New Employees. Additionally, the Union proposed language that would allow temporary hourly employees to take bereavement time in the form of unpaid release time.

Employer Counter Proposals

The Employer presented a package proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below.

• Article 18: Rank, Status, Initial Appointments, Renewal of Appointments, and Promotions for UW Libraries Librarians

As part of this package proposal, the Union would accept the Employer’s prior counter proposal for this Article as presented during the March 3 bargaining session.

• Article 19: Duties and Assignments

With respect to supervisory approval for temporary librarians participating in research or service activities, the Employer counter proposed language stating that temporary libraires should discuss their participation in such activities with their supervisor, and that supervisors may prospectively authorize participation in research and service activities.

• Article 22: Performance Evaluations

As part of this package proposal, the Union would accept the Employer’s counter proposal for this Article as presented during the February 12 bargaining session.

Article 21: Compensation, Wages, and Other Pay Provisions

The Employer presented its second compensation counter proposal and increased its proposal for salary range increases and across-the-board increases in year 2 from one percent (1%) to one and a half percent (1.5%), which would be effective on April 1, 2027. The Employer maintained its initial proposal for the remainder of this Article, including a 2% increase effective April 1, 2026 (year 1) and a 1% increase effective April 1, 2028 (year 3).

Article 32: Leave Related to Domestic Violence, Sexual Assault, or Stalking

The Employer proposed adding confidentiality language from APS 46.8 regarding the disclosure of information.

Article 35: Reasonable Accommodation of Employees with Disabilities

The Employer proposed updating the process so that accommodation requests are submitted to the Leave and Accommodation Specialist and included a link to the relevant contact page. In response to the Union, the Employer incorporated language stating that employees would be provided with information about their rights related to disability. Also in response to the Union, the Employer further proposed language regarding disability separation, specifying that before a disability separation is finalized, the Employer must document all accommodation requests and provide that documentation to the employee. Finally, the Employer proposed that employees must submit a new accommodation request and medical documentation when returning to work with an accommodation, or when seeking to extend their disability leave.

Article 56: Represented Limited Term Hourly Employees

The Employer accepted some of the Union’s prior counterproposal to expand the list of articles that apply to temporary hourly employees, including the formal collective bargaining section from Article 36: Miscellaneous Leave, Article 43: Personnel Files, Article 48: Inclusion and Belonging (proposed new name by Employer), and Article 61: Intellectual Freedom. The Employer also accepted the Union’s proposal to allow temporary hourly employees to receive funding and release time for professional development. With respect to committee appointments for temporary hourly employees, the Employer counter proposed language that would allow such appointments to be considered part of the employee’s regular work, but only when directed by their supervisor.

Next Steps

The next SEIU 925-Libraries and UW bargaining session is scheduled for Thursday, March 19 and will be held virtually.

This recap details the fifteenth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and SEIU 925 – Libraries.

Tentative Agreements

The parties tentatively agreed to the following:

Article 18: Rank, Status, Initial Appointments, Renewal of Appointments, and Promotions for UW Libraries Librarians

The parties agreed to new language around the role of the Librarian Personnel Committee and the Review Committee in the process of appointment renewal, promotions, and reviews for permanent status. New language requires that the Librarian Personnel Committee’s report describe proceedings, summarize the decision, include concerns and counterarguments, and include qualifications of the candidate for the requested action and the committee’s recommendation. Additionally, the summary will omit specific attributions and may omit vote counts for confidentiality. With respect to the Review Committee, new language will require the committee to submit its report detailing the candidate’s qualifications for their requested action and its recommendation, and also to submit a redacted version of the report. The parties also agreed to remove all language around and references to personnel groups.

The parties agreed to updated language detailing the structure of committees, including reducing the number of Librarians on Review Committees from nine (9) to seven (7).

The parties agreed to updated language around documentation required for reappointment renewal, promotions, or reviews for permanent status for Senior Assistant Librarians, including no longer requiring a summary document, no more than two (2) pages each for detailing evidence of excellence in position responsibilities, professional development activities, and service contributions. Additionally, the parties agreed to new language requiring candidates seeking promotion to provide names of at least two (2) references but no more than five (5).

Article 19: Duties and Assignments

The parties agreed to clarify that core duties for librarians include committee appointments related to position responsibilities. The parties also agreed to new language establishing that while temporary librarians are eligible to participate in research and service activities, the majority of their time should be spent on core duties and that they should discuss participation in research and service with their supervisor. Under this new language, supervisors may prospectively authorize participation in such activities, and if a temporary employee’s request is denied, the supervisor will provide the reason for denial in writing.

Article 22: Performance Evaluations

The parties agreed to standardize the performance evaluation cadence as an annual process, except in years that Librarians submit their documentation for promotion, reappointment, or status review. The parties also agreed to remove the requirement for evaluators to complete implicit bias training.

Article 35: Reasonable Accommodation of Employees with Disabilities

The parties agreed to new language that will require the Employer to address all accommodation requests in a timely manner and inform employees of the status of their request, provide employees with information about their rights in the accommodation process, and make available training on best practices in regard to accommodations. Additionally, the parties agreed to new language stating that accommodations will be determined through a documented interactive process and upon completion of the process, the Employer will be required to provide a written explanation to an employee if their request is denied, and that Employees can file a complaint with the UW Civil Rights Compliance Office based on possible failure to reasonable accommodate a disability. With respect to returning to work from disability leave, the parties agreed to new language that will require employees to submit a new accommodation request with supporting medical documentation prior to the expiration of their leave if a return-to-work accommodation or an extension of leave is needed.

With respect to accommodations for pregnant or lactating employees, the parties agreed to new language that outlines accommodations related to lactation that don’t require health care provider certification, such as providing reasonable break times, providing lactation spaces, and accommodating nursing during work hours in an employee’s regular workspace location.

The parties tentatively agreed to strike the following out-of-date/expired MOUs:

• MOU: Lump Sum Payment for Professional Libraires and Press Employees
• MOU: Professional Development Allocations
• MOU: Professional Libraries and Press Employee Position Reviews
• MOU: Supplements

Union Counter Proposals

The Union presented a package proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below.

• Article 25: Sick Time Off

As part of this package proposal, the Employer would agree to the Union’s previous counterproposal for this Article as presented during the February 17 bargaining session.

• Article 31: Civil/Jury Duty Time Off and Bereavement Time Off

As part of this package proposal, the Union would agree to the Employer’s initial proposal for this Article as presented during the November 13 bargaining session.

• Article 32: Time Off for Domestic Violence, Sexual Assault, Stalking, or Hate Crime

As part of this package proposal, the Union would agree to the Employer’s previous counterproposal for this Article as presented during the March 9 bargaining session.

• Article 36: Miscellaneous Leave

As part of this package proposal, the Union would agree to the Employer’s previous counterproposal for this Article as presented during the January 20 bargaining session.

• Article 38: Time Off Due to Personal/Family Care Emergencies

As part of this package proposal, the Union would agree to maintain current contract language in this Article.

• MOU: Discretionary Leave

As part of this package proposal, the Employer would agree to the Union’s previous counterproposal for this Article as presented during the February 17 bargaining session.

The Union presented a package proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below.

• Article 21: Compensation, Wages, and Other Pay Provisions

The Union’s compensation counterproposal would increase bargaining unit salaries and minimum salaries by 4% in the first year, effective retroactively to February 2, 2026. The Union’s maintained its proposals for the second and third years of the contract to increase salaries and salary minimums by 4% effective January 1, 2027 and an additional 3% effective January 1, 2028. The Union amended a portion of its Longevity Premium proposal, dropping the 1.5% premium for employees with at least 10 years of service, but maintained their proposal to establish a 2.5% premium for employees with at least 20 years of service. The premium for employees with at least 20 years of service would apply to employees who have already hit 20 years of service, as well as employees who would hit that mark during the life of the contract.

• Appendix 1: Librarians Job Groups and Pay Ranges

As part of this package proposal, the Employer would agree to the Union’s prior counterproposal for this Appendix as presented during the March 9 bargaining session.

• Appendix 2: Professional Libraries and Press

As part of this package proposal, the Employer would agree to the Union’s prior counterproposal for this Appendix as presented during the March 9 bargaining session.

• Article 64: Duration

As part of this package proposal, the Union would agree to the Employer’s initial proposal for this Article as presented during the December 19 bargaining session.

Employer Counter Proposals

Article 10: Hours of Work

The Employer counter proposed language around determination of whether a position is overtime-eligible or overtime-exempt, stating that both the employee and their supervisor would be notified of the change and whenever possible, the employee would be notified in advance of the change. With respect to schedule changes, the Employer counter proposed language that would require temporary shift changes within a workweek to not be employed to create a split work shift, work week, or to avoid overtime accrual.

Article 41: Transportation, Travel, and Commute Reduction

In response to the Union’s proposal in Article 11: Overtime for language stating that employees would have access to Husky Night Walk and UW NightRide services, the Employer proposed to revise a tentative agreement already reached for this Article to include that language in Article 41 instead.

Article 46: Layoff, Seniority, Rehire

The Employer proposed adding additional language around layoffs stating that the Employer will notify affected employees and the Union in writing so that alternative proposals could be considered. The Employer reasserted the remainder of its prior counterproposal for this Article.

Article 56: Represented Limited Term Hourly Employees

The Employer accepted the Union’s prior proposal to include sections 8.1 E (Union Orientation) and 8.2 (New Employee Training) in the list of Articles that apply to temporary employees. The Employer also accepted the Union’s prior proposal to allow temporary employees to take unpaid release time for bereavement/condolences purposes.

Next Steps

The next SEIU 925-Libraries and UW bargaining session is scheduled for Wednesday, March 25, and will be held virtually.