Category: SEIU 925 Libraries

Background

This recap details the twenty-seventh virtual session for the initial collective bargaining agreement between the UW Libraries and SEIU 925. This is the first session with a PERC mediator. Recaps are published online on the UW Labor Relations website. The parties agreed to ground rules for these negotiations.

Tentative Agreements

• Article – Management Rights and Responsibilities
  • The parties agreed to similar language found in the main SEIU 925 contract outlining the rights retained by management, such as determining the size of the agency’s work force and directing, controlling, changing and supervising operations as needed in order to carry out operations. The Employer will be able to take whatever action necessary during an emergency situation.
• Article – Tuition Exemption Program
  • The parties agreed to similar language found in the main SEIU 925 contract regarding the University’s tuition exemption program and includes the possibility of flextime during regular work hours to attend a class. If a tuition exempt class is required by the Employer, then all fees and cost will be paid by the Employer.

Union Counter Proposals

Duties and Assignments – In response to the Employer, the Union proposed to include a section of job duties for Libraries and Press Employees which includes professional development, committee appointments, reclassification, and performance evaluation, research and service which would be incorporated into their regular work. The Union proposed that supervisors would work with employees to determine how to incorporate these activities into their regular work. The Union proposed that the workload would include a reference to Article X Overtime for offsetting time as a support that supervisors would provide in addition to setting priorities an adjusting workload.

No Strike/No Lockout – In response to the Employer’s proposal for no strike no lockout language, the Union rejected the proposal.

MOU Law Teaching Positions – In response to the Employer’s proposal on teaching positions in the law library, the Union rejected the proposal.

Employer Initial Proposals

Compensation, Wages and Other Pay Provisions – In response to the Union, the Employer proposed new job profiles for Libraries SEIU 925 to be created within 120 days of ratification and would include bringing any employees below the minimum up to the minimum in salary increase. The Employer proposed a $300 monthly supplement for limited duration rotational Librarian roles that                     include performing additional duties. The Employer proposed across the board increases if ratified on or before December 31, 2022 of 2% to be effective March 1, 2023, an increase of 2% effective on January 1, 2024 and 2% effective on January 1,2025.The Employer proposed continuation of Temporary Salary Supplements (TPS), temporary pay increases (TPI) and  administrative supplements (ADS) when an employee is assigned additional responsibilities with pay  effective on the first day of additional duties. The Employer proposed that the duration of the additional responsibilities would be in increments of 6 months and renewable up to 12 months with extensions able to be requested in increments of additional 12 months. At the end of the appointment period, the TPI, TPS or ADS and corresponding duties will end.  The Employer proposed that if additional duties associated with the temporary appointment are determined to be permanent, then at that time, the Employer would evaluate if a salary increase is appropriate. The Employer proposed a 5% salary increase upon promotion or reclassification for Professional Libraries and Press Employees. For lateral movements the Employer proposed that the employee’s salary should not be lower than the minimum of the job that they move to. The Employer proposed for head positions, librarians would receive a salary increase by at least 5% and at least 10% for director level positions. The Employer proposed that a Librarian moving between positions would not require or preclude a salary adjustment with the caveat of a minimum increase for head and director level positions and in no case would the salary be lower than the minimum of the job that they move into. The employer proposed language regarding pay increases for in-grade salary adjustments, pay over market max and for increases for recruitment and retention that impact the entire job profile. The Employer proposed pay for teaching is at the discretion of the Employer. Teaching for credit courses may be approved when the teaching is an additional role of the regular bargaining unit duties and would required Academic Human Resources approval in advance and would not be subject to the grievance process. The Employer proposed that this would not apply to Law Librarians as they would be subject to the MOU for Gallagaher Law Libraries Teaching. The Employer proposed excess compensation for exceptional circumstances may not exceed 25% of the employee’s regular annual salary.

Appendix I – Librarian Job Classifications – The Employer proposed an appendix outlining the librarian job groups (ranks) and annual pay minimums for each rank as follows: Assistant Librarians ($54,000), Senior Assistant Librarians ($56,700), Associate Librarians ($59,544) and Librarians ($62,400).

Appendix II – Professional Libraries and Press Employees Job Classifications – The Employer proposed an appendix which details the proposed new job profiles and current pay ranges for the professional libraires and press employees.

Employer Counter Proposals

Appointments– In response to the Union, the Employer proposed language for Temporary and Interim appointments to receive written notice of their maximum length of appointment and eligibility for benefits. Temporary and interim librarian and project appointments are subject to all terms of agreement.  The Employer agreed to include language to address both librarian and professional libraries and press employee interim and temporary assignments of  higher duties or responsibilities for up to a year. The employer proposed that  extensions beyond 12 months may be requested for business needs and  in no more than 12 month increments.

Layoff, Seniority, Rehire – In response to the Union, the Employer proposed language that when possible, temporary librarian appointments will end prior to considering impacting regular librarian positions. When a librarian layoff utilizes the criteria mentioned and there are two employees that meet the criteria, then the layoff seniority would be used as a tie breaker. The Employer proposed to align with the Union’s proposal on the calendar days for seniority categories to be 1-1824, 1825 to 5474 and 5475 and over. The Employer reasserted the remainder of its proposal on layoffs.

Next Steps

The next UW Libraries and SEIU 925 bargaining session is scheduled for November 10 and will be held virtually.

 

Background

This recap details the twenty-eighth virtual session for the initial collective bargaining agreement between the UW Libraries and SEIU 925. This is the second session with a PERC mediator. Recaps are published online on the UW Labor Relations website. The parties agreed to ground rules for these negotiations.

Union Counter Proposals

Compensation, Wages, and Other Pay Provisions – In response to the Employer, the Union maintained its proposal for a salary increase for Librarians of 5% for the renewal of an appointment. The Union proposed that all employees would receive a lump sum payment equal to 12% of their pre-CBA base salary within 120 days of agreement. The Union proposed an across-the-board increase of 7% effective March 1, 2023 (if ratified by December 31, 2022), a 7% increase effective January 1, 2024 and a 7% increase effective January 1, 2025. The Union modified its proposal to increase the minimum salary for all job classes, by slight decreasing amounts across ranks and job classes from their previous proposal.

The Union proposed that that if duties for a TPI/TPS or ADS becomes permanent, then the work would be discussed with the employee and adjusted. The Union proposed that the TPI/TPS or ADS could be initiated by either the Employer or the Employee and requests would be resolved within 30 days and a denial would be provided in writing. The Union proposed that professional libraries and press employee promotions or reclassifications to a higher market range would receive at least a 10% increase. The Union proposed employees hired into a head or director position would receive a minimum salary plus 5% at the head level or 10% at the director level. The Union proposed that external candidates could be hired above base if there are verifiable documentation of experience and adjustments would be made to salaries to eliminate compression or inversion. The Union reasserted much of its original proposal regarding pay for teaching.

Appointments– In response to the Employer, the Union maintained its proposed language stating that permanent appointments should be granted for the remainder of the of their professional careers. The Union proposed that for temporary and interim appointments, there would be a discussion of long term goals for the position, strategies for funding and anticipated timelines for when any decision would be made about the position.

Classification, Reclassification, and Promotion of Professional Libraries and Press Employees –  The Union proposed to have the ability to appeal the Employer’s decision regarding the revision or creation of new job classifications through a Classification Review Hearing Officer within 30 days of the date of the meeting. The Union proposed if a position is reallocated that it could be moved into an existing classification or a new classification.

Probation of Professional Libraries and Press Employees – In response to the Employer, the Union proposed that supervisors would provide timely feedback which could include a written performance expectation if a rejection during probation may be possible. The Union proposed that the probationary employees would be eligible for layoff and rehire rights.

Promotions and Transfers of Professional Libraries and Press Employees – In response to the Employer, the Union proposed to define promotion via a position review which would include a move into a higher classification without the competitive application process and would be outlined in the Classification and Reclassification of Professional Libraries and Press Employees article. The Union proposed that there would be consideration for organizational equity goals when filling vacancies. The Union proposed three situations for a non-grievable review through HR which includes a determination of not possessing the essential skills, applicants who possess the skills and not offered an interview and those interviewed and not offered the position.

Employer Counter Proposals

MOU Law Teaching Positions – In response to the Union, the Employer proposed that current Law Librarians would not be impacted unless they applied and were hired into a 50% FTE bargaining unit position and 50% FTE for the instructional faculty appointment. The Employer proposed that the leave and time off provisions of the CBA would apply to these positions.

Ranking and Promotions of UW Libraries Librarians – In response to the Union, the Employer proposed to retain much of the existing promotions process, while making it specific to bargaining unit employees and removing references to the Librarian Personnel Code. In addition, the Employer clarified expectations for ranks, proposed an earlier timeline for packet submission, proposed to remove internal letters, and proposing a change in the Librarian Personnel Committee composition to include a Dean’s appointee instead of a member at large, with the purpose being to include perspective from a participant outside of the bargaining unit.

Ranking and Promotions of Law Libraries – In response to the Union, the Employer proposed, when possible, streamlining the law and libraries Librarian promotions processes.  For law specifically, there were some changes made to capture ABA standards and requirements.  In addition, the packet submission timeline has been moved up several months.  The Employer proposed to select and incorporate an external reviewer in the promotions process.  The Employer proposed that dual degree librarians at entry level will begin at senior assistant librarian to recognize the required professional degree

Next Steps

The next UW Libraries and SEIU 925 bargaining session is scheduled for November 15 and will be held virtually.

 

 

Background

This recap details the thirty first virtual session for the initial collective bargaining agreement between the UW Libraries and SEIU 925. This is the fifth session with a PERC mediator. Recaps are published online on the UW Labor Relations website. The parties agreed to ground rules for these negotiations.

Tentative Agreements

• Article – Ranking, Status, Initial Appointments, Renewal of Appointments and Promotions for Gallagher Law Librarians

• • The parties agreed to language for rank and status of Gallagher Law Librarians which capture ABA standards and requirements.  In addition, the packet submission timeline has been moved up several months.  The Employer proposed to select and incorporate an external reviewer in the promotions process.  The Employer proposed that dual degree librarians at entry level will begin at senior assistant librarian to recognize the required professional degree.

• MOU – Gallagher Law Teaching Positions

• • The parties agreed to language which would allow for Law Librarians in the Gallagher Law Library to be hired into positions that have a 50% FTE with the librarian bargaining unit positions and a 50% FTE to an instructional faculty appointment outside of the bargaining unit. The parties agreed that this type of position is not impactful for current Law Librarian positions unless they are hired into a new dual faculty appointment. These positions will follow CBA leave and time off provisions which will supersede any other applicable time off benefits with the faculty appointment.

Union Counter Proposals

Professional Leave – In response to the Employer, the Union proposed that the granting of professional leave would be supported by the Academic Freedom article which allows the employees to pursue leave opportunities for research, service or professional development. The Union proposed that upon recommendation by the appropriate Dean that under unusual circumstances, paid professional leave could be granted for eligible employees for the purpose of working towards an advanced degree. The Union proposed that the paid professional leave could be granted up to twelve months for Professional Libraries and Press Employees.

New MOU Time Grant Program – The Union proposed to expand the UW Libraries existing time grant program to all bargaining unit employees, which includes paid release time during regular work hours to pursue other goals of writing, research or other scholarly community centered activity that benefit the UW, the profession or a specific community and are developmental for the employee involved. The Union proposed that if there are two or more employees working on a joint project that they could apply for time grants as a group.

Professional Development – In response to the Employer, the Union reasserted their table for allocations of funding for biennial funding allocations for UW Librarians Librarian permanent, continuing, or retired re employed at $1,100 a year, provisional and non-continuing at $1,320 a year, temporary at $1,100 a year, Law Librarian at $2,200 a year, Professional regular at $1,100 a year and Professional temporary at $1,100 a year each year. The Union proposed that these allocations would not be subject to grievance and that if the funds are decreased, the Union would have the right to bargain. The Union proposed that funding for the UW Information School would be provided up to 12 credits total each quarter. The Union proposed that upon request, an employee’s  balance/use information would be. The Union proposed that upon request, the reason for denial of release time would be provided in writing and that repeated denials of release time for professional development would be appropriate or JLM meetings. The Union reasserted their proposal for a BIPOC mentoring and professional development fund created by the Employer for self-identified BIPOC workers for conferences and professional organization fees. The Union proposed direct pay vs. reimbursement for employee professional development opportunities and travel upon request.

Layoff Seniority Rehire – In response to the Employer, the Union continues to propose that before a reduction in workforce, the employer may consider other voluntary reductions, like  retirement, resignation, voluntary reduction in FTE job sharing, furlough or reassignment. The Union reasserted their proposed language that would allow for the reduction of workforce if there is a financial emergency or a program change or elimination for budgetary reasons and would include at least six months’ notice. The Union proposed that librarians with permanent appointments would be provided with no less than twelve months’ notice, unless terms of the financial emergency would not deem the length feasible. The Union proposed that the criteria and procedures should be identified for programmatic changes or if programs that are eliminated and employees are laid off. The Union proposed that the Employer would end temporary appointments prior to the impact of regular librarian positions and regular Professional and Libraries Press Employees. The Union proposed that for Professional Libraries and Press Employee positions the employee may consider specific skills, duties or responsibilities, employee specific skills, funding source and seniority when determining layoffs. The Union reasserted its language that placement from the rehire list would be based on the length of time on the rehire list.

Article Diversity, Equity, and Inclusion (DEI) and Anti-Racism – In response to the Employer, the Union maintained its proposal to have the parties meet quarterly to discuss their DEI work and communicate the goals and work being developed to the Union in advance of each meeting

Employer Counter Proposals

Duties and Assignments – In response to the Union, the Employer proposed that job duties of Libraries and Press Professional employees may include, but would not be limited to only specific work, like professional development, committee appointment, etc. The Employer also proposed that overtime exempt employees with workload related issues could be approved for offsetting time by their supervisor.

Represented Limited Term Hourly Employees – In response to the Union, the Employer proposed language similar to that of the represented limited term hourly employees as the main SEIU 925 CBA. The Employer proposed that the holiday premium of time and a half would apply if the employee works on one of the listed holidays. The Employer proposed language to continue Family and Medical Leave, Domestic Violence Leave, Civil Duty Leave, Leave Without Pay for Reason of Faith or Conscience, and paid Military Leave if the employee is eligible.

Next Steps

The next UW Libraries and SEIU 925 bargaining session is scheduled for December 6 and will be held virtually.

 

Background

This recap details the thirty fifth virtual session for the initial collective bargaining agreement between the UW Libraries and SEIU 925. This is the ninth session with PERC mediators. Recaps are published online on the UW Labor Relations website. The parties agreed to ground rules for these negotiations.

Union Counter Proposals

Compensation, Wages, and Other Pay Provisions – In response to the Employer, the Union modified its proposal to include employees moving to proposed minimums over time. Upon ratification, employee salaries would move one-third of the way to the proposed minimums. The Union also proposed that employees who do not meet the state minimum salary threshold would be raised to that threshold. Any employees not receiving a salary increase would receive a 2% increase. Additionally, effective January 1, 2024, the Union proposed employees who were moved to the 2023 state minimum salary threshold, would receive an increase equal to half the remaining difference to the minimum salary for their job title. All other employee salaries would be increased an additional third towards the proposed minimums. Employees being paid over the proposed minimum would receive a 2% increase. Finally, the Union proposed that effective January 1, 2025, all employee salaries would be increased to the minimum proposed in appendix I and II.  This includes a minimum of $72k for Assistant Librarians, and a 10% differential for each of the subsequent ranks.  For Professional Libraries and Press employees, the amounts are variable by job class. Employees being paid over the proposed minimum would receive a 2% increase.

MOU Libraries Supplements – The Union proposed an increase in base pay for employees to replace the their current supplement or to receive an increase for their title if not currently receiving a supplement.  Assistant Head would receive $250, Head would receive $300, Assistant Director would receive $400, and Director would receive $500.

Package Proposal

Layoff, Seniority, Rehire –The Union’s proposal includes two separate provisions; one for Librarians with permanent status and one for Librarians without permanent status as well as the Professional Libraries and Press employees. The provisions that apply to Librarians with permanent status are taken from the Librarian Personnel Code and include language that the provisions would not be subject to standard contract bargaining and the process for modifying the language would be outlined in this article titled “removal of permanent status Librarians”. The Union’s proposal includes a twelve-month notice unless the terms of the financial emergency make that notice period not feasible. For Professional and Libraries Press employees and Librarians that do not hold permanent status, the Union proposed that once layoffs are determined, the administrative officer would meet with the Union to discuss the situation. The Union proposed that the proposed positions affected would need at least a 45-calendar day written notice. The Union proposed that the affected employees would receive a written summary of the effects of benefits such as maintaining health insurance.

Vacation Leave– In response to the Employer, the Union proposed in a package with the layoff, seniority and rehire article and would include the following vacation time off accrual for the Professional Libraries and Press employees. The accrual for Librarians would remain unchanged from current state of 26 days per year.

 

Length of Service		Vacation Time Off Accrual Rate
Years	Months	Hours/Month	Days/Hours Per Year
1st	0-12	13.34	20/160
2nd	13-24	14.00	21/168
3rd	25-36	14.67	22/176
4th	37-48	15.34	23/184
5th	49-60	16.00	24/192
6th	61-72	16.67	25/200
7th	73 & above	17.34	26/208

 

Employer Counter Proposals

Compensation, Wages, and Other Pay Provisions – In In response to the Union, the Employer proposed that the minimum annual salary for an Assistant Librarian would be $60,000, a Senior Assistant Librarian would be $66,000, an Associate Librarian would be $72,600, and a Librarian would be $79,860. The Employer proposed that the minimum annual salaries for Professional Libraries and Press job classifications, would increase by 7% as of July 1, 2023.  The Employer increased its proposal for a recruitment and retention increase for all bargaining unit employees on February 1, if an agreement is reached by January 31, from 3 to 4%.  This is in addition to the previously proposed across-the-board increases of 3% on July 1, 2023, 2% on January 1, 2024, and 2% on January 1, 2025.

Ranking and Promotions of UW Libraries Librarians – In response to the Union, the Employer accepted the Union’s proposed change that Assistant Librarians, Senior Assistant Librarians, and Associate Librarians, apply for promotion no later than September 1. The Employer also accepted the Union’s changes regarding providing documentation to the candidate seven days prior to the submission to the Librarian Personnel Committee. The committee would provide a representative-based oversight on implementation of the promotion process and four members would constitute a quorum and members would be elected every two years. The Employer continues to propose that one representative would be from outside the bargaining unit.

Performance Evaluation – In response to the Union, the Employer clarified that there are two exceptions to performance evaluations being performed annually. The Employer proposed that when a Librarian is not scheduled for a written evaluation that they or their supervisor could request an evaluation and the years that it is not required, they would meet to discuss previous years’ accomplishments and future goals.

Next Steps

The next UW Libraries and SEIU 925 bargaining session is scheduled for January 17 and will be held virtually.

 

 

UW has reached agreement with SEIU 925 Libraries on an initial collective bargaining agreement. Members of SEIU 925 have voted in favor of ratifying the contract.  As this is the parties’ first agreement, it also requires approval by the Board of Regents.

For details on the agreement reached, please see the following summary table:

Summary Table: UW – SEIU 925 Libraries 2023-2026 Agreement

Copies of the tentative agreements have been posted here, and will be replaced with the finalized agreement once available.

Background

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

 

Union Initial Proposals

Article 3 – Workplace Behavior – The Union proposed to include the UW Medicine Policy on Professional Conduct in defining inappropriate workplace behavior. The Union also proposed expanding the definition of bullying to include behavior that misuses power to control or harm others. With respect to investigations into reported inappropriate behavior, the Union proposed to require the Employer to notify either the reporting employee or Union representative within fifteen (15) days of the investigation concluding.

Article 5 – Grievance Procedure – The Union proposed to extend the amount of time for which a grievance could be submitted from within thirty (30) days of an occurrence giving rise to a grievance to ninety (90) days. The Union also proposed to include the Union’s elected chapter officer as a Union representative for the purpose of submitting a written grievance.

Article 10 – Hours of Work– The Union proposed to decrease the regularly scheduled work week for full-time and part-time employees from forty (40) hours per week to thirty-five (35). Additionally, the Union proposed new language that would allow the employee’s supervisor to be notified fifteen (15) days in advance of the determination of an employee’s overtime eligibility. The Union also proposed to update language to state that the employer would provide as much notice as possible, but at least 14 days notice, in event of changes in work shifts, schedules and FTE.

Article 11 – Overtime– The Union proposed to decrease in the regularly scheduled work week for full-time and overtime eligible employees from forty (40) hours per week to thirty-five (35). The Union proposed to add in two new sections called “Method of Calculating Overtime”, which would allow an employee to select between daily overtime and overtime over the work period, and “Unscheduled late night work meals and transportation”.

Article 12 – Professional Development – The Union proposed to add language to allow employees who are on furlough to participate in Professional & Organizational Development programs.

Article 13 – Hiring – The Union proposed to strike language that allows the University to limit the scope of the job posting area if applications only from within that posting area are accepted. Additionally, the Union proposed new language that would allow employees in temporary positions to be eligible for internal search processes for permanent positions. The Union also proposed to update language to state that UW Libraries are committed to engage applicants from historically marginalized groups, instead of underutilized groups.

Article 15 – Promotion and Transfers of Professional Libraries and Press Employees – The Union proposed to add new language around “Promotion via Application” and proposed that the Employer would inform all employees of the steps for advancement to a higher grade or class.  The Union also proposed to add new language defining the terms “Classification” and “Grade”. The Union proposed to include a new section called “Grade-Change Promotion” which details that a PLE may be promoted to a higher grade under qualifying circumstances outlined in the Union’s proposal. Also, the union proposed adding a section related to “In-Grade Promotional Adjustments” which outlines the details of when a PLE could receive an in-grade adjustment. Finally, the Union proposed a three month trial service period from the current six months.

Article 16 – Classification and Reclassification Professional Libraries and Press Employees – The Union proposed to add definitions for “Allocation/Reallocation” and “Employee’s representative”. The Union also proposed to update the contract language to state that an employee representative may request a review of a newly created job classification and the overall position review process. Additionally, the Union proposed adding a link to the UW Compensation resources for represented civil service exempt staff within the position review process.

The Union further proposed adding new language outlining the following steps in the position review process:

• The Employer would notify the employee within fifteen (15) days if the request is incomplete and identify any additional steps needed.
• The UWHR Compensation Office would notify the employee within thirty (30) calendar days of receiving a completed request about any additional steps required, such as an interview or submission of further documentation.

Article 18 – Ranking, Status, Initial Appointments, Renewal of Appointments Promotions of UW Libraries Librarians- The Union proposed new language outlining the process for Librarians seeking a promotion, which would require the Senior Assistant Librarians to notify the Administrative Officer for Personnel if they plan to renew their appointment for a second three-year term. The Union also proposed that a Librarian requesting an extension should submit a memo confirming the three-year renewal. The Union also proposed language related to the responsibilities of the Librarian Personnel Committee, including that no separate letter is needed if the LPC co-signs the review committee’s letter. The union also proposed that the review committees for ranks of senior assistant and associate librarian will be seven librarians from any personnel group, which is down from nine librarians in specific personnel groups. Finally, the Union proposed language to give guidance to librarians related to the length of their position expectations, professional development and service contributions.

Article 19 – Duties and Assignments – The Union proposed new language that would require the Employer to review employee position descriptions that accurate reflect any current temporary duties that should be recategorized as core duties. With respect to assignments of additional duties, the Union proposed new language that would require the Employer to articulate if a temporary salary increase, temporary salary adjustment, administrative supplement, or an in-grade salary increase is warranted for such an assignment. Additionally, the Union proposed a new section in this Article that would designate titles, such as Directors within departments, Team Work Leads, and Heads of units and programs, with the exception of the Health Sciences Library (HSL) where titles Assistant and Associate Director may be used to refer to Heads of units/programs/sections.

Article 20 – Telework- The Union proposed new language that incorporates pieces of the UW Telework Policy and defines occasional and regular telework. The Union proposed that telework may be used to prevent disruptions to operations during inclement weather. The Union also proposed that Employees may request new individual teleworking agreements when they believe new technologies or work processes would enable them to perform work remotely. Lastly, the Union proposed that if a position requires work at a specific location, this requirement would be stated during recruitment and in job descriptions, and that employees would receive three (3) months’ written notice if new onsite obligations arise.

Article 21 – Compensation, Wages, and Other Pay Provisions – The Union presented its initial compensation proposal, which would align Libraries and Professional Libraries and Press Employees minimums with those of the Librarians. This includes the increases of 10% for each rank and grade promotion. The Union’s proposal for salary increases would increase salaries for all bargaining unit employees by five percent (5%) effective on 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 also proposed to increase the monthly supplement for rotational roles from three hundred dollars ($300) to four hundred dollars ($400).

Additionally, the Union proposed to create a new Longevity premium that would increase employee salaries by 1.5% after 10 years of service, and 2.5% after 20 years of service. The Union also proposed to create new standby and call back pay premiums for employees in the bargaining unit. Under this proposal, the standby premium would pay four dollars ($4) per hour to employees who are required to restrict their off-duty activities in order to be immediately available for duty when called. When employees are called to return to work, they would receive premium pay of time and one-half (1.5x) their regular rate of pay for a minimum work period of three (3) hours. For employees who leave the institution grounds and are required to physically return to work, they would receive three (3) hours bonus pay in addition to time actually worked, and bonus pay would be paid at the regular rate while actual time worked would be paid time and one-half (1.5x).

With respect to salary settings for designated titles as the Union proposed in Article 19 – Duties and Assignments, the Union proposed 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.

Article 22 – Performance Evaluations- The Union proposed several edits throughout the article to replace the term “evaluator” with “supervisor.” The Union also proposed removing “Quantity of work” from the list of topics addressed in written performance evaluations. In addition, the Union proposed to add a new provision which would recognize employees’ achievements related to community and DEI work. The Union further proposed requiring the department to notify employees of any changes to performance standards, and to mandate that supervisors complete implicit bias training once every three (3) years.

Article 35 – Reasonable Accommodation of Employees with Disabilities – The Union proposed removing language stating that employees may be required to obtain a second medical opinion when requesting an accommodation. The Union also proposed new language that would require the Employer to provide employees with information about their rights in the disability accommodation process and that the Employer would provide training on best practices for disability accommodations. Additionally, the Union proposed new language that would require reasonable accommodations be determined through a documented interactive process between the employee and the Employer. Under this proposal, the Employer would be required to initiate the interactive process within five (5) working days of an employee requesting an accommodation and any accommodation denial would include a written explanation for the denial within five (5) working days. The Union also proposed to allow employees to contact the Office of the UW ADA Coordinator to review an accommodation denial and that employees would be allowed to file a complaint with the UW Civil Rights Investigation Office.

For employees who may be separated form service due to an inability to perform the essential functions of their position due to a disability, the Union proposed new language that would require the Employer to inform the employee of the formal process for separation, and that the Employer would document all attempted accommodations and communicate the process with Human Resources before providing separation documentation to the employee.

With respect to disability leave, the Union proposed new language that would require employees being approved for disability leave be provided information on return-to-work options, such as modified or alternative duties.

The Union also proposed new language that would include providing break time for employees to breastfeed and providing a lactation space as reasonable accommodations for pregnant employees. Under this proposal, the Employer would only be allowed to request a written certification regarding the need for an accommodation from an employee’s health care provider only when necessary and that the Employer would explore all alternative solutions before denying a request on the basis of undue hardship.

Article 39 – Health and Safety – The Union proposed new language that would require the parties to meet annually to identify emerging safety and security trends in UW Libraries, UW Press, and Gallagher Law Library buildings and that a summary of staffing and/or policy recommendations from these meeting be made available to all employees. With respect to workplace inspections, the Union proposed new language that would require the Employer to communicate the outcome of inspections to all unit employees.

Article 42 – Paid Professional Leave – The Union proposed new language that would require UW Libraries to calculate an internal deadline for which librarian applicants should submit applications for paid professional leave and that UW Libraries would inform librarians of the deadline at least one month in advance. Additionally, the Union proposed extending the length of paid professional leave that Professional Libraries and Press Employees would be eligible for from nine (9) to twelve (12) months. The Union also proposed new language that would require UW Libraires to continue offering a Time Grant Program for UW Libraries employees.

Article 46 – Layoff, Seniority, Rehire – The Union proposed changing the name of this article from “Layoff, Seniority, Rehire” to “Voluntary Reductions in Staffing, Furloughs, Layoff, Seniority, Rehire.” The Union also proposed to add language stating that the Employer intends to provide full employment and would not lay off employees or reduce their FTE unless a financial emergency is declared and impacts are bargained. The Union also proposed requiring the Employer to use alternative measures before any layoffs and to meet with the Union regularly to review whether those measures should continue, escalate, or be reversed. Additionally, the Union proposed that if six months’ notice to Librarians with permanent status is not feasible due to a loss of funds, the Employer would provide at least forty-five (45) days’ notice. Finally, the Union proposed adding a new section allowing an employee to request placement on a rehire list as soon as they believe their position may be terminated.

Article 48 – Diversity, Equity, and Inclusion (DEI) and Anti-Racism – The Union proposed changing the name of this article from “Diversity, Equity, Inclusion (DEI) and Anti-Racism” to “Diversity, Equity, Inclusion, Accessibility (DEIA) and Anti-Racism.” The Union proposed adding a new section that promotes gender inclusivity in the workplace and acknowledges the use of pronouns. Lastly, the Union proposed a new section on recruitment in which UW Libraries would develop a plan to attract more diverse applicants.

Article 49 – Contracting – The Union proposed new language that would classify the use, acquisition, or licensing of artificial intelligence tools that results in layoff or reduced FTE status of bargaining unit employees as contracting out.

Article 54 – Tuition Exemption Program – The Union proposed language updates that would allow eligible employees release time to take multiple courses as part of the University’s tuition exemption program.

Article 56 – Represented Limited Term Hourly Employees- The Union proposed to add the following articles to apply to Professional Libraries and Press Represented Limited Term Hourly employees:

• Article 8 – New Employees
• Article 27 – Federal Medical Leave Act
• Article 28 – Parental Leave
• Article 29 – Shared Leave
• Article 31 – Civil/Jury Duty Time Off and Bereavement Time Off
• Article 33 – Military Duty Time and Military Leave
• Article 36 – Miscellaneous Leave
• Article 43 – Personnel Files
• Article 44 – Corrective Action/Dismissal
• Article 47.2 – Absent without Authorization
• Article 48 – Diversity, Equity, Inclusion, and Accessibility (DEIA) and Anti-Racism
• Article 49 – Contracting
• Article 53 – Salary Overpayment Recovery
• Article 54 – Tuition Exemption Program
• Article 61 – Intellectual and Academic Freedom

The Union proposed housekeeping edits to the following articles:

• Article 32 – Time off for Domestic Violence, Sexual Assault, or Hate Crime
• Article 38 – Time off Due to Personal Emergencies

The Union proposed new language that would allow Represented Limited Term hourly employees to receive funding and release time for professional development opportunities, and to have such activities considered part of the employees’ work. The Union also proposed that a Represented Limited Term hourly employee who has no break in service would carry over accrued sick time off, and that any unused accrued sick time off would be paid out upon separation.

The Union proposed removing the sections on “Personal Holiday” and “Miscellaneous Leave.” The Union also proposed a new section titled “Voluntary Reductions in Staffing, Furloughs, Layoff, Seniority, Rehire,” which includes language proposing that employees would not be laid off unless the University declares a financial emergency and the impacts have been bargained with the Union.

Article 61 – Intellectual Freedom – The Union proposed changing the name of this article from “Intellectual Freedom” to “Intellectual and Academic Freedom” The Union also proposed adding 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.

NEW ARTICLE XX – Converting Appointment Type- The Union proposed a new article which consists of creating a formal process that would allow MLIS-holding employees to request a change in their appointment type between PLE and Librarian. The Union proposed the following process:

• For PLE to Librarian conversions, eligible PLEs would request to have their positions redefined as Librarian positions and would then through the librarian promotion process outlined in Article 18.
• For Librarian to PLE conversions, the Associate Dean or Dean would approve the change, and the PLE job classification and grade would be determined using the Position Review Process in Article 16.

NEW MOU – PLE Classification Series – The Union proposed to create a new MOU that would establish new pay grades for various job classifications in UW Libraries and UW Press within 90 days of contract ratification, except for Market Specialist 7, which would be established within 60 days:

• UW Libraries
  • New grade 9 for Archivist job class
  • New grade 9 for Conversation Specialist job class
  • New grade 8 for Outreach Specialist job class
• UW Press
  • New grades 6 and 9 for Acquisitions Specialist job class
  • New grades 5 and 6 for EDP Specialist job class
  • New grades 6 and 7 for Grants, Rights, and Digital Projects Specialist job class
  • New grades 7 and 8 for Marketing Specialist job class

NEW MOU – Promotional Raises – The Union proposed to create a new MOU that would require raises for two specific UW Press employees be retroactive to December 23, 2024, if their proposed reclassifications are approved.

 

Employer Initial Proposals

Article 18 – Ranking, Status, Initial Appointments, Renewal of Appointments Promotions of UW Libraries Librarians – The Employer proposed updated language around reports completed by the Librarian Personnel Committee and Review Committee, clarifying that the chair of each committee submits a written report detailing qualifications of a candidate for their requested action and their recommendations, and the written summaries produced by these committees would omit specific attributions and may omit vote counts for the purpose of confidentiality. With respect to the documentation checklist for reappointment renewals, promotions, or reviews for permanent status, the Employer proposed updated language that would recommend no more than five (5) references.

Article 19 – Duties and Assignments – The Employer proposed new language clarifying that core duties for librarians include committee appointments that are related to position responsibilities. With respect to temporary librarians, the Employer proposed new language stating that while they are eligible to participate in research and service activities, the majority of their time should be spent on core duties and that participation in research and service requires prior supervisor approval.

Article 20 – Telework – The Employer proposed new language clarifying current practice that regular telework must be supported by a telework agreement that specifies that requirements and details of the arrangement.

Article 22 – Performance Evaluations – The Employer proposed updated language that would require performance evaluations to be performed annually for Librarians, including those with permanent status, except for Librarians who submit documentation for promotion, reappointment, or status review.

Article 39 – Health and Safety– The Employer proposed to update the resource for safety concerns from Department of Labor & Industries (L&I) to the University’s Environmental Health & Safety Department (EH&S) in addition to other various edits to reflect currently UW EH&S policy and practice.

Article 40 – Health Care Benefits Amounts – The Employer proposed to update language to align with the coalition health care benefits agreement reached for the 2025-27 biennium.

The Employer proposed housekeeping edits only on the following provisions:

• Article 7 – Employee Facilities
• Article 12 – Professional Development

 

Next Steps

The next SEIU 925-Libraries and UW bargaining session is scheduled for December 16, 2025, and will be held virtually.

This recap details the fifth 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 26 – Washington Paid Family and Medical Leave Program

• The parties agreed to minor housekeeping edits only.

 Article 33 – Military Leave

• The parties agreed to minor housekeeping edits only.

 The parties tentatively agreed to maintain current contract language on the following articles:

• Article 8 – New Employees
• Article 30 – Unpaid Holidays for a Reason of Faith or Conscience
• Article 34 – Work Related Injury Leave
• Article 43 – Personnel Files
• Article 44 – Corrective Action/Dismissal
• Article 45 – Employee Assistance Program
• Article 52 – Privacy
• Article 55 – Personal Services
• Article 57 – Contract Distribution
• Article 58 – Union Membership, Dues Deduction, and Status Reports
• Article 59 – Management Rights and Responsibilities
• Article 60 – Subordination of Agreement and Savings Clause
• Article 62 – Mandatory Subjects
• Article 63 – Union Recognition

Union Initial Proposals

Article 1 – Preamble and Purpose – The Union proposed 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. The Union also proposed including language that defines who is included in “contacting the Union.”

Article 2 – Non-Discrimination – The Union proposed housekeeping edits which update the references to the University of Washington Executive Order 81 on Prohibiting Discrimination, Harassment and Sexual Misconduct.

Article 14 – Appointments – The Union proposed new language that the Employer would make every effort to inform a temporary employee of potential contract extension at least six (6) months in advance prior to their current contract’s expiration date. Finally, the Union proposed language reducing the time spent in a project appointment from six (6) months to three (3) months that completes a probationary period if hired into a regular position; this matches their proposal regarding the probation period for PLEs .

Article 23 – Holidays – The Union proposed to strike language that requires an employee to have more than four (4) months of continuous employment in order to receive one (1) personal holiday per calendar year.

Article 26 – Washington Paid Family and Medical Leave Program – The Union proposed housekeeping edits only.

Article 36 – Miscellaneous Leave – The Union proposed new language that would allow employees to take unpaid time off for immigration proceedings and involuntary furloughs. The Union also proposed expanding the Personal Family Care Emergencies category to Personal Emergencies.

Article 50 – Union Activities Rights Stewards – The Union proposed new language throughout the article that would recognize an elected chapter officer as someone who may act alongside a steward.

Article 51 – Joint Union Management Committee – The Union proposed new language establishing a deadline requiring that a meeting request from either party receive a response within ten (10) business days.

Article 64 – Duration – The Union proposed a placeholder for the duration article and proposed to change the effective date of the agreement from upon ratification to February 1, 2026.

On the following provisions, the union proposed to maintain current contract language:

• Article 6 – Employee Rights
• Article 17 – Rank, Status, Initial Appointments, Renewal of Appointments and Promotions for Gallagher Law Librarians
• Article 53 – Salary Overpayment Recovery
• Article 55 – Personal Services

Union Counter Proposals

Article 7 – Employee Facilities – In response to the Employer, the Union accepted the Employer’s revised language specifying that employees would report to their supervisor rather than “supervision.” The Union accepted the Employer’s proposed language regarding the use of wellness rooms for medical needs, lactation, and religious or spiritual practices. The Union also accepted the Employer’s proposed language to reference APS 46.7, Reasonable Accommodation of Pregnant Employees. Additionally, the Union reasserted language requiring the Employer to provide gender-neutral bathrooms or private changing areas and language stating that the Employer would provide lactation stations in accordance with APS 46.7, and that wellness rooms may be used as lactation stations if they meet the applicable requirements.

Article 12 – Employee Facilities – In response to the Employer, the Union proposed to reassert their initial proposal for Employee Facilities and accepted the language update regarding taking time off for an event or activity proposed by the Employer.

Article 27 – Federal Family Medical Leave Act – The Union accepted Employer proposed language that references Paid Family Medical Leave (PFML). The Union also accepted Employer proposed revisions of contract language from “paid leave” to “paid time off”. The Union reasserted their definition of family member proposed in article 25 Sick Time Off.

Article 28 – Parental Leave – In response to the Employer, the Union accepted Employer proposed language that references Paid Family Medical Leave (PFML) and otherwise reasserted their previous proposal.

Article 29 – Shared Leave – The Union accepted the Employer’s proposed language recognizing hate crimes as a qualifying reason for employees to be eligible for shared leave. The Union reassert the language that would allow employees involved in immigration proceedings to qualify for shared leave.

Article 32 – Leave Related to Domestic Violence Sexual Assault or Stalking – The Union accepted the Employer’s proposed language referencing APS 46.8. The Union also accepted the Employer’s proposed language changes related to use of time off.  The Union otherwise, reasserted their previous proposed language.

Article 35 – Reasonable Accommodations of Employees with Disabilities – The Union accepted the Employer’s proposed language referencing the University of Washington Administrative Policy 46.5, Reasonable Accommodation of Employees with Disabilities. The Union otherwise reasserted their initial proposal.

Article 36 – Miscellaneous Leave – In response to the Employer, the Union accepted the Employer’s proposed language changing “unpaid time off” to “unpaid leave of absence,” as well as the proposed update to the Benefits Office contact information. The remainder of the proposal reasserts the Union’s initial proposal including language incorporating the MOU regarding discretionary leave into the contract.

Article 39 – Health & Safety – In response to the Employer, the Union accepted most of the proposed housekeeping edits throughout the article. The Union maintained their language that the Employer and Union would meet annually in a Joint Union–Management meeting to identify potentially emerging safety concerns and well as language that the employer would communicate the outcome of workplace inspections to all unit employees.

Employer Initial Proposals

Article 2 – Non-Discrimination – The Employer proposed to update language in this article to reflect the University’s discrimination, harassment, and sexual misconduct policies as set forth in UW Executive Order No. 81. Other proposed language updates include information about complaint reporting to the University’s Civil Rights Compliance Office.

Article 13 – Hiring – The Employer proposed to update language around employee recruitment to state that UW Libraires, Law Library, and Press are strongly committed to engaging in practices that encourage people from underrepresented groups to apply for bargaining unit positions. The Employer also proposed to strike language that requires implicit bias trainings for all search committee members prior to searches commencing.

Article 15 – Promotion and Transfers of Professional Libraries and Press Employees – The Employer proposed to update definitions of promotion, lateral movement, and a voluntary demotion to define movement to positions with a different salary maximum, rather than minimum.

Article 46 – Layoff, Seniority, Rehire – The Employer proposed new language to clarify that notice period requirements do not apply to temporary layoffs as defined in University policy.

Article 48 – Diversity, Equity, and Inclusion (DEI) and Anti-Racism – The Employer proposed to update the name of this article to Inclusion and Belonging and proposed to replace references to DEI in this article with “inclusion and belonging.” The Employer also proposed to update language around certain reports and hiring tools to state that the Employer would provide supervisors of bargaining unit employees information regarding inclusion and belonging.

Article 53 – Salary Overpayment Recovery – The Employer proposed to update information around using vacation or compensatory time to pay back an overpayment to state that the option is only intended when unreported unpaid time off occurs and requires prior approval from payroll.

 The Employer proposed housekeeping edits only on the following provisions:

• Article 4 – Affirmative Action
• Article 6 – Employee Rights
• Article 11 – Overtime

On the following provisions, the Employer proposed to maintain current contract language:

The Employer proposed to strike the following out-of-date MOUs:

• MOU – Professional Libraries and Press Employee Position Reviews
• MOU – Supplements
• MOU – Lump Sum Payment for Professional Libraries and Press Employees
• MOU – Libraries IT Employee Recruitment and Retention Increases
• MOU – Professional Development Allocations
• MOU – Compression and Inversion Study
• MOU – Discretionary Time Off

Next Steps

The next SEIU 925-Libraries and UW bargaining session is scheduled for January 6, 2026 and will be held virtually.

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

Employer Initial Proposals

Article 14 – Appointments – In addition to other housekeeping edits, the Employer proposed to remove language around probationary periods for temporary or interim appointments to reflect current practice that temporary employees do not serve probationary periods.

Article 21 – Compensation, Wages, and Other Pay Provisions – The Employer presented its initial compensation proposal, which would increase salaries for all bargaining unit members by one percent (1%) effective February 1, 2026, if ratified on or before January 21, 2026, plus an additional one percent (1%) on February 1, 2027 and another one percent (1%) on February 1, 2028. The Employer also proposed new language that would require employees be paid at or above the range minimum for their respective job profiles. The Employer also proposed housekeeping edits elsewhere in this article.

Article 56 – Represented Limited Term Hourly Employees – The Employer proposed to change the title of this article to ‘Represented Temporary Hourly Employees’ to reflect current terminology around temporary employees. The Employer also proposed to update the appointment duration for temporary employees from six (6) to twelve (12) months to reflect current practice for temporary positions at the University. Lastly, the employer proposed to remove the language related to a probationary period for this group of hourly employees.

Appendix 1 – Libraries – Job Groups and Pay Ranges – The Employer proposed to update the title of this Appendix to ‘Job Profiles – Librarians.

Appendix 2 – Professional Libraries and Press – The Employer proposed to update the title of this Appendix to ‘Job Profiles – Professional Libraries and Press’ and also proposed updating various job profile names and grade numbers.

The Employer 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 – The Employer proposed new language in this article that would change the appointment process for dual degree law librarians, resulting in them being appointed starting at the Assistant Librarian rank instead. The Employer also proposed new language that would more clearly define expectations for rank, such as demonstrating competence in assigned responsibilities, building a professional record, demonstrating a body of work evidencing foundational mastery of law librarianship, and a record of demonstrating professional impact, leadership, and engagement with the institution and profession. The Employer also proposed various language updates to clarify current practices around application submissions, letters of support, the review process, and letters of recommendation.
• New MOU – Gallagher Law Librarian Rank and Compensation Alignment – The Employer proposed to create a new MOU that would realign the rank of a dual-degreed Law Librarian with the new promotion process as proposed by the Employer in Article 17.

The Employer proposed housekeeping edits only on the following Articles:

• Article 1 – Preamble and Purpose

Employer Counter Proposals

Article 7 – Employee Facilities – In addition to proposing minor housekeeping edits, the Employer proposed language in response to the Union’s proposal to include language around lactation spaces.

Article 9 – Probation for Professional Libraries and Press Employees – In response to the Union’s proposal, the Employer proposed minor housekeeping edits.

Article 41 – Transportation, Travel, and Commute Reduction – In response to the Union’s proposal, the Employer proposed minor housekeeping edits.

Next Steps

The next SEIU 925-Libraries and UW bargaining session is scheduled for Tuesday, January 20, 2026, and will be held virtually.

 

This recap details the eleventh 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 articles:

• Article 2: Non-Discrimination
  • The parties agreed to update language in this article to reflect the University’s discrimination, harassment, and sexual misconduct policies as set forth in UW Executive Order No. 81., plus language updates on information about complaint reporting to the University’s Civil Rights Compliance Office.
• Article 7: Employee Facilities
  • The parties agreed to updated language stating that wellness rooms and lactation spaces can be utilized in ways consistent with APS 46.7 Reasonable Accommodation of Pregnant Employees and Related Conditions.
• Article 9: Probation for Professional Libraries and Press Employees
  • The parties agreed to new language that will require supervisors to provide feedback to employees halfway through their six (6) month probationary period when possible.
• Article 12: Professional Development
  • The parties agreed to language that would allow employees on furlough for up to sixty (60) days following layoff to participate in Professional & Organizational Development programs.
• Article 20: Telework
  • The parties agreed to new language stating that regular telework must be supported by a telework agreement that specifies the requirements and details of the arrangement. Consistent with the University’s telework policy, the parties also agreed to new language that would allow telework agreements to be reviewed and updated as workplace needs change.
• Article 29: Shared Leave
  • The parties agreed to include hate crimes as an eligible reason for taking part in the leave sharing program.
• Article 39: Health and Safety
  • The parties agreed to new language that will allow building issues, including security issues, to be subjects for the Joint Union-Management Committee.
  • The parties also agreed to updated language throughout this Article to reflect current practices of the UW Environmental Health & Safety office.
• Article 40: Health Care Benefits Amounts
  • The parties agreed to updated language to align with the coalition health care benefits agreement reached for the 2025-27 biennium.
• Article 50: Union Activities, Rights, and Stewards
  • The parties agreed to allow elected Union chapter officers eight (8) working hours annually without loss of pay to participate in the Union’s stewards training program.
• Article 53: Salary Overpayment Recovery
  • The parties agreed to updated language stating that using vacation or compensatory time to pay back an overpayment is only intended when unreported unpaid time off occurs and required prior approval from payroll.
• MOU: Time Grants
  • 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 1: Preamble and Purpose
• Article 4: Affirmative Action
• Article 27: Federal Family Medical Leave Act
• Article 41: Transportation, Travel, and Commute Reduction

The parties tentatively agreed to maintain current contract language in the following articles:

• Article 23: Holidays
• Article 37: Inclement Weather and Suspended Operations
• Article 51: Joint Union Management Committee
• Article 54: Tuition Exemption Program

Union Counter Proposals

Article 28: Parental Leave – In response to the Employer’s proposed language that the Employer would not require use of paid time that would result in an employee having less than forty (40) hours of sick time upon returning to work, the Union counter-proposed language stating that employees must use all accrued leave prior to going on leave without pay, with the exception of cases in which employees would have less than forty (40) hours of accrued sick time upon returning to work.

Article 38: Time Off Due to Family Care Emergencies – The Union dropped its proposals to rename this article to ’Time Off Due to Personal Family Care Emergencies’ and define a new “miscellaneous emergency” type. However, the Union maintained its proposal to strike language that limits the amount of time off employees can use in a year for family care emergencies to a maximum of three (3) days per calendar year.

Article 61: Intellectual Freedom – The Union adjusted language in its prior counterproposal around protections for employees that exercise academic or intellectual freedoms, stating that retaliation or intimidation of employees who exercise such freedom rights as outlined in this article would not be tolerated.

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 Gallagher Law Librarians – In response to the Union’s proposal for new language that would require the chair of the Librarian Personnel Committee to provide a redacted version of their recommendation, the Employer counter-proposed relabeling the personnel committee’s recommendation to a report summary that should describe proceedings, concerns, and any related counterarguments and that it should include the qualifications of the candidate for the requested action and the committee’s recommendation. The Employer further counter-proposed language that would instead require the Review Committee to submit a redacted version of the report that would omit specific attributions.
• Article 19: Duties and Assignments – As part 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 – The Employer counter-proposed new language that would recognize evaluators as typically being an employee’s supervisor, but that it could also include someone other than the employee’s direct or current supervisor in some instances. The Employer also proposed to strike language requiring evaluators to complete implicit bias training.

The Employer 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 – In response to the Union’s prior proposal to include new language around schedule changes and related notifications, the Employer counter-proposed with language that would define temporary schedule changes as no longer than twenty-one (21) days and that the Employer would be required to provide three (3) calendar days’ notice when possible for a temporary schedule change. With respect to permanent schedule changes, the Employer counter-proposed new language that would require the Employer to provide no fewer than fourteen (14) calendar days’ notice for an Employer-direct permanent change in an employee’s shift assignment or schedule.
• Article 11: Overtime – As part of this package proposal, the Union would accept the Employer initial proposal for this Article as presented during the December 16 bargaining session.
• Article 21: Compensation, Wages, and Other Pay Provisions – The Employer agreed to increase salary ranges for bargaining unit employees, but counter-proposed increasing salary ranges by two percent (2%) on March 1, 2026, plus an additional one percent (1%) on March 1, 2027, and March 1, 2028. The Employer’s compensation counterproposal would also increase all bargaining unit salaries by two percent (2%) on March 1, 2026, if the Union was to ratify the agreement on or before February 28, 2026, plus an additional one percent (1%) on March 1, 2027, and March 1, 2028. The Employer maintained the remainder of its initial proposal for this Article.
• 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 19 bargaining session.
• Appendix 1: Librarians Job Groups and Pay Ranges – The Employer proposed to update salary figures in this Appendix to align with its most recent counterproposal for Article 21 – Compensation, Wages, and Other Pay Provisions.
• Appendix 2: Professional Libraries and Press – The Employer proposed to update salary figures in this Appendix to align with its most recent counterproposal for Article 21 – Compensation, Wages, and Other Pay Provisions.
• New MOU: Longevity Retention Raises – As part of this package, the Employer would reject the Union’s proposal to create a new MOU that would increase salaries for employees reaching 10 years of cumulative UW Library service by 1.5% and 4% for those reaching 20 years of cumulative service.

Next Steps

The next SEIU 925-Libraries and UW bargaining session is scheduled for February 17, 2026, and will be held in-person at the UDSB Gateway building.

This recap details the seventeenth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and SEIU 925 – Libraries. The parties were joined by a mediator from the Public Employment Relations Commission (PERC). Recaps are published online on the UW Labor Relations website.

 

Union Counter Proposals

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

In response to the Employer, the Union is reasserting their previous proposed language which would allow a PLE position to convert into a librarian position if requested by the employee. The Union also proposed new language which would provide employees with an in-grade salary adjustments at least proportionate to the increase of the salary range in cases where a classification’s salary range shifts due to the expansion of job duties.

Article 16: Classification

In response to the Employer, the Union accepted the language proposed by the employer in the employer’s March 25 proposal. Additionally, the Union is proposing new language that states an employee may be promoted to a higher grade within the Professional Librarian and Employee (PLE) class series via the position review process outlined in Section 16.8 when there is a higher grade in the series. If there is no higher grade for which the employee can be promoted into, the Union may request the creation of a new job classification using the process outlined in Section 16.5 If the classification is approved, the employee can request a reclassification to move into the newly created job profile.

Article 46: Layoff, Seniority, Rehire

In response to the employer, the Union accepted the University language related to voluntary temporary layoffs. The Union reasserted their previous language related to formal employment options and rehire list options for Professional Libraries and Press Employees, which allow for PLEs to be eligible for any funded vacant PLE position and for PLEs to have the option of being placed on the rehire lists for all PLE job profiles.

Article 48: Diversity, Equity, and Inclusion, and Anti-Racism

In response to the Employer, the Union accepted the Employers proposal updating this article title to Inclusion and Belonging. The Union also introduced new language related to using gender inclusive language stating that, transgender, cisgender and nonbinary – all employees of all gender identity and expressions- have the right to be who they are and express their gender identity openly. The Union is no longer accepting the Employer’s language related to the inclusion of the University Editorial Guide.

 

Employer Counter Proposals

Article 46: Layoff, Seniority, Rehire

In response to the Union, the Employer proposed to include language stating that Professional Libraires and Press employees may be placed on a rehire list for a similar job profile after being laid off. Additionally, the Employer proposed to update language throughout the article from “current grade” to “current level” for consistency with the employer’s proposal in Article 21: Compensation, Wages, and Other Pay Provisions.

Article 48: Diversity, Equity, and Inclusion, and Anti-Racism

In response to the Union, the Employer proposed to revert to current contract language and include “Diversity and equity” in multiple sections in the 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 24: Vacation Time Off

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

• Article 25: Sick Time Off

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

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

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

• Article 38: Time Off Due to Family Care Emergencies

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

• MOU: Discretionary Time Off

As part of this package proposal, the Employer proposed that Professional Libraries and Press employees would be eligible to receive Discretionary Time Off.

 

Next Steps

The next SEIU 925-Libraries and UW bargaining session is scheduled for Friday, May 8 and will be held virtually.