We’re pleased to announce that the membership of SEIU 925-Libraries has voted in favor of ratifying the successor contract. The terms of the contract are effective as of 5/16/2026, and pay increases are currently being implemented.
Copies of the tentative agreements have been posted here, and will be replaced with the finalized agreement once available.
A Summary Chart will also be posted here once available.
This recap details the sixth session for the negotiation for the collective bargaining agreement between the University of Washington and SEIU 925-Advisers. Recaps are published online on the UW Labor Relations website.
The Union proposed an article that matches all the language in the similarly titled MOU in the SEIU 925 Libraries contract and the University Discretionary Time Off policy for professional staff with the notable difference that discretionary would need to be used within (12) months after being awarded instead of by March 31 of the following year in which it is awarded.
The Union proposed an article that is identical in language as the current existing UW Professional Leave policy in the Professional Staff Program. The Union also proposed that denials would be provided in writing within thirty (30) days of the initial request and include the reason for denial.
The Union proposed an article mostly identical to the University workplace protocol for employee ICE detainment for HR administrators, but intended to apply to employee detainment more broadly.
The Union proposed an article that is based on the similar article in the SEIU 925 – Continuum College contract, with some notable differences. The Union proposed that employees be afforded 10 days of paid parental leave each calendar year for each qualifying event and that the leave could be taken as continuous leave, intermittent leave or a reduction in hours. The Union also proposed that UWHR would provide support to employees navigating parental leave policies from the University, WA State Paid Family and Medical Leave (WA FMLP) and the Federal Medical Leave of Absence (FMLA).
The Union proposed an article with similar language to the first seven sections of the Miscellaneous Leave article SEIU 925 Libraries. The Union also proposed including leave for organ donors as unpaid time that may be granted.
The Union proposed an article with much of the same language from the similarly titled article in the SEIU 925 IHME contract with notable differences. The Union proposed aligning the vacation time accrual rate for all full-time Advisers to that of Librarians to the amount of 17.34 hours of vacation hours per month (26 days/208 hours per year). For highly preferred vacation days where multiple employee absences would negatively impact operations, the Union proposed that the supervisor would create an equitable distribution plan. The Union also proposed that employees may request and be allowed to work remotely during breaks between academic quarters and the week of thanksgiving.
The Employer proposed a contract duration of three years with holds for the dates once they are agreed to.
The Employer proposed an article that is identical to the same titled article in the SEIU 925 – Libraries contract.
The Employer proposed an article that is identical to the same titled article in the SEIU 925 Continuum College contract.
In response to the Union’s proposal, the Employer proposed that upon issuing a final counseling, the Employer may elect to provide the employee with paid time off for the remainder of the workday.
In response to the Union, the Employer proposed including the definition and contact information of the Washington State Employee Assistance Program (WA EAP).
In response to the Union, the Employer proposed to update the arbitration language, stating that the party moving for arbitration would notify the other party in writing, initiate the scheduling process, and provide availability to the next arbitrator on the panel within thirty (30) calendar days of advancing the grievance to arbitration. The Employer proposed that failure to do so would render the grievance withdrawn, with prejudice, on the thirty-first (31) day. The Employer also proposed a panel of five arbitrators to be assigned to cases by the parties on a rolling basis, and proposed to name those arbitrators in the CBA. The Employer proposed new language regarding pre-hearing disclosures, procedural arbitrability, authority and jurisdiction of the arbitrator, and elaborated on arbitration cost sharing.
The next UW & SEIU 925-Advisers bargaining session is scheduled for June 10, 2026, and will be held virtually.
Background
This recap details the twenty-fifth virtual sessions for the initial collective bargaining agreement between the UW Libraries and SEIU 925. Recaps are published online on the UW Labor Relations website. The parties agreed to ground rules for these negotiations.
Tentative Agreements
Employer Counter Proposal
Classifications, Reclassifications, and Promotions of Professional Libraries and Press Employees – In response to the Union, the Employer proposed that a Union requested review of a proposed new classification or edits to an existing classification would not be grievable.
Promotions and Transfers of Professional Libraries and Press Employees – In response to the Union, the Employer proposed that provided there is at least one bargaining unit applicant with the essential skills, per job requisition, they would be among those granted an interview for the bargaining unit positions, but would not receive priority interview consideration before outside candidates. . The Employer proposed that an Employer review of whether an individual has the essential skills for a position is not grievable. Employees that are interviewed but not offered the position can request an explanation but not grieve the decision.
Resignation, Abandonment, and Reemployment – In response to the Union, the Employer proposed to extend the title to include re-employment. The proposed language includes language regarding exit interviews to match the Union’s previous proposal and includes that the employer’s exit interview questions are available upon request. The proposal also includes language regarding the process for re-employment upon retirement for Librarians. This process provides for librarians to be selected by the dean or apply for re-employment after retirement. All decisions regarding re-employment after retirement are at the sole discretion of the University.
Union Counter Proposals
Academic Freedom – In response to the Employer, the Union reasserted their previous proposal in full without any amendments. The Union values academic freedom due to the opportunity and protections it allows to pursue important or significant contributions.
Appointments – In response to the Employer, the Union proposed that Librarians who possess the experience and contributions that is of sufficient significance should warrant the University to employ them for the rest of their professional careers. The Employer had proposed that the employment be on an ongoing basis. The Union proposed that temporary and interim appointments would receive written notification of the anticipated maximum length of the appointment and the eligibility for benefits. The Union proposed that either halfway through the duration, or six months before the end of the appointment (whichever is shorter), the Employer would meet with the Employee to discuss the Employer’s long-term goals for the position, strategies they are pursuing for funding, and anticipated timelines for when concrete decisions about the position may be made. The time as a temporary or interim would count towards a regular position. The Union proposed that a temporary appointment could be converted into a regular position if it is a competitive process to fill the vacancy.
Duties and Assignments – In response to the Employer, the Union reasserted language for job duties to be completed during the employee’s work hours. The Union accepted the employer’s language regarding the percentage of work that is core duties vs research and service, however, with accepted that language, proposed that no discipline would occur for any percentages of work hours on core duties, research and service performed.
Layoff, Seniority, Rehire – In response to the Employer, the Union reasserted much of the language proposed previously, including that decisions that are made by the employer in this article could all be subject to impact bargaining and alternatives could be suggested. The Union proposed that a new hire could only be initiated if there were no qualified employees on the rehire list. The Union proposed language that if the Employer would need to reduce its workforce, the consideration of attrition, retirement, resignation, and voluntary reductions would first be considered. The Union proposed a section on furlough and reassignment to include furlough as being a temporary period of unpaid time away based on projected budgets. For furloughs, there would be 30 days written notification, for reassignment there would be notice of at least three months. The Union proposed that temporary reassignment could be used to fill vacancies. The Union proposed that layoff would be considered if there is a financial emergency or a program elimination for budgetary or education policy reasons and there would be at least six month notification in advance. The Union proposed that the Employer would need to identify criteria and procedures for any programmatic changes to be implemented for a layoff. The Union proposed that employees notified of layoff would be able to grieve any violation of the process. The Union proposed that the formal employment option would be a vacant position at the same grade for professional libraries and press employees or at the same salary range for librarians and secondly, a vacant position at a lower grade or lower salary range. The Union proposed a trial period for training and skills development for an employment option trial period. The Union proposed that for involuntary FTE increases and reductions, that there would be two choices available: stay in the impacted position or be laid off as they have proposed in the article. The Union proposed a retention order when layoff is required with appointees with regular status first and temporary appointees second. If layoffs require regular status employees to be impacted, the Union proposed that determination would include position specific specialized skills, duties and/or responsibilities, employee specific specialized skills and organizational diversity and equity goals. The Union also proposed that seniority could be used for layoff when all other things are equal. The Union proposed language in the placement from the rehire list to include length of time on the rehire list and that seniority would be the next factor after duration for professional libraries and press employees and it would be duration followed by status for librarians.
Next Steps
The next UW Libraries and SEIU 925 bargaining session is scheduled for October 4 and will be held virtually.
Background
This recap details the thirtieth virtual session for the initial collective bargaining agreement between the UW Libraries and SEIU 925. This is the fourth 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 Agreement
Employer Counter Proposals
Compensation, Wages, and Other Pay Provisions – In response to the Union, the Employer proposed an across-the-board (ATB) salary increase of 4% if the contract is ratified before December 31, 2022 and would be effective March 1, 2023 in addition to a 3% ATB effective January 1, 2024 and a 2% ATB effective January 1, 2025. The Employer proposed that professional libraries and press employees would receive at least a 7% salary increase upon promotion or reclassification to a higher job class (except heads or directors, detailed below)The Employer proposed that any employee who is initially hired into a head or direction position would receive at least a 5% for a head level on top of the minimum salary of the rank or classification and at least a 10% at the director level (this proposal was previously specific to librarians).
New MOU Libraries Supplements – The Employer proposed a salary increase to the base pay of certain employees currently receiving supplements for duties that are permanently assigned, after the creation of union job profiles, to be paid out upon the first pay period possible.
No Strike/No Lockout – In response to the Union, the Employer proposed to reassert their previous proposal to include no-strike language in the CBA.
Probation – In response to the Union, the Employer proposed that if at any point during a probationary period a supervisor believed that the Employee’s performance may result in their rejection, when possible, the supervisor would provide feedback as soon as possible identifying areas of improvement and offering support.
Resignation and Abandonment– In response to the Union, the Employer proposed to include the Union’s suggested language that would make the re-employment upon retirement section applicable to all employees in the bargaining unit.
MOU Diversity, Equity, and Inclusion (DEI) and Anti-Racism – In response to the Union, the Employer proposed language that specifies that the Employer’s DEI efforts and updates are an appropriate agenda item for Joint Labor Management meetings. The Employer proposed that the University would provide trainings for employees on structural racism and the promotion of DEI, in accordance with the law. Once completed, a report containing a summary of the training results and progress toward the University’s goals would be provided to the Union upon request.
Union Counter Proposals
Duties and Assignments – In response to the Employer, the Union proposed to include professional development and service within the job duties of a Libraries and Press Professional employee. The Union proposed that supervisors would work with employees as to when and how the activities would be incorporated into the employees work schedule. The Union proposed additional activities that could also be relevant to be included in the employees regular work.
Classification, Reclassification, and Promotion of Professional Libraries and Press Employees – In response to the Employer, the Union reasserted their proposal to be able to appeal an Employer decision following a request to revise or create a new job classification within thirty days following Employer decision. The Union reasserted that if a position is reallocated through reclassification, that it could be moved into an existing classification or a new classification proposed.
Next Steps
The next UW Libraries and SEIU 925 bargaining session is scheduled for November 29 and will be held virtually.
Background
This recap details the twenty-ninth virtual session for the initial collective bargaining agreement between the UW Libraries and SEIU 925. This is the third 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
Diversity, Equity, and Inclusion and Anti-Racism – In response to the Employer, the Union reasserted some language pertaining to the vision of fostering a respectful environment and their proposal to include one additional bargaining unit member, selected by the Union to be appointed to the University of Washington Diversity Council. The Union proposed a quarterly meeting to discuss work being developed within the UW Libraries, UW Press and Gallagher Law Library and with the Employer providing communication on the goals and work prior to each meeting. The Union proposed language from Senate Bill 5227 that the Employer would provide professional development focused on diversity, equity and inclusion and anti-racism and all employees would need to complete an evaluation after participating.
Resignation, Abandonment, and Re-employment – In response to the Employer, the Union proposed that they would be notified of any abandonment of position prior to the notice of separation. The Union reasserted language that includes terms for re-employment upon retirement for librarians and professional libraries and Press Employees.
Time Off Due to Family Care Emergencies – In response to the Employer, the Union accepted the employer’s language that unpaid time off and up to 3 days of each type of paid time off per calendar year may be used due to a family care emergency. The proposal maintained that employees would be eligible to use discretionary time off.
Employer Counter Proposals
Professional Development – In response to the Union, the Employer proposed language that states the funds for professional development would be set aside each fiscal year from July 1 to June 30. The Employer proposed language which requires documented support from the supervisor for the use of professional development funds and the supervisor could request funds on behalf of the employee if the opportunity was needed to support the work of the employee or when an employee’s performance could use improvement. The Employer proposed that employees should submit requests as far ahead as possible and that there would be a good faith effort for a response within two weeks. For Law Librarians, the Employer proposed that in addition to membership fees for Law Librarian professional associations, additional memberships could be requested and funded upon Employer approval. The Employer proposed that employee awareness could be supported by career conversations that could occur outside of performance review. The Employer proposed that release time for training and development programs would be in accordance with Executive Oder 52.
Appointments – In response to the Union, the Employer proposed to add language for temporary and interim appointments where the Employer would meet with the temporary employee to discuss the status of their appointment either in the middle of their original appointment or six months before the end of the appointment.
Classification, Reclassification and Promotion of Professional Libraries and Press Employees – In response to the Union, the Employer agreed to the Union’s proposed title change to specify revising or creating new job classifications. The Employer rejected the Union’s proposal that would allow for the Union to appeal the decision of the employer to accept, reject or modify the proposal of the creation of a new classification.
Duties and Assignments – In response to the Union, the Employer proposed that the job duties for the Libraries and Press Professional employees could include professional development, committee appointments, re-classification documentation, and research and service and would include documentation of a performance evaluation. Additionally, the Employer proposed that supervisors will determine how to incorporate these activities into the employee’s regular work, when possible.
Probation for Professional Libraries and Press Employees – In response to the Union, the Employer’s proposal includes accepting the Union’s proposal to update the title to specify this article is for the Professional Libraries and Press employees. The Employer rejected the Union’s language that supervisors would provide timely feedback and a written performance of expectations during a probationary period for employees that may be rejected from their probationary period and reasserted its proposal that supervisors would generally provide feedback during an employee’s probationary period which may include written performance expectations.
Professional Leave – In response to the Union, the Employer proposed language for paid professional leave based on current policy and process for academic personnel and staff. The Employer proposed separate eligibility criteria for the Librarians and Professional Libraries and Press Employees. Additionally, the Employer’s proposed article addresses the application process, salary, timelines, the return to work obligation and the reporting of leave for both groups.
Promotion and Transfers of Professional Libraries and Press Employees – In response to the Union, the Employer proposed to include language that during a position review, when there could be a reclassification into a higher salary range without a competitive process along with the other definitions in this article. The Employer proposed language to clarify that a reclassification or a competitive process could move an employee into a lateral position. The Employer accepted the Union’s language that there would be no limit to the amount of bargaining unit applicants who could be given an interview for an open bargaining unit position.
Inclement Weather and Suspended Operations – In response to the Union, the Employer proposed to reassert their previous proposal and maintain current practice regarding employees performing essential services.
Next Steps
The next UW Libraries and SEIU 925 bargaining session is scheduled for November 22 and will be held virtually.
Background
This recap details the twelfth virtual session for the initial collective bargaining agreement between the UW Libraries and SEIU 925. Recaps are published online on the UW Labor Relations website. The parties agreed to ground rules for these negotiations.
Union Initial Proposals
Contract Distribution – The Union proposed distributing contract information electronically and paper copies as needed in addition to the link to the new agreement for all current and new employees.
Discretionary Leave – The Union proposed up to six (6) calendar days of discretionary time per calendar year. The proposal also included information on how discretionary time off could be used and the approval and record keeping process.
Reassignment, Furlough, Layoff and Rehire – The Union’s initial proposal incorporated language from both SEIU 925 and IHME CBAs as well as introduced new language. This proposal prescribed the process and analysis the employer must do before it can implement layoffs, including that layoffs can only occur upon the declaration of a financial emergency and after bargaining the impacts with the Union. The proposal included language addressing voluntary staffing reductions to include voluntary retirement, voluntary reductions in FTE or a collaborative job-sharing proposal and lastly voluntary resignation with severance. The Union proposed a process for reassignments should a department close or there is a reduction of services or funding. The Union proposed that notification of at least 6 months would be provided for any financial emergency layoff or reassignment or at least a year for reassignments due to department closure, reduction in services or changes in funding lines. The Union proposed a trial period for reassignment or the possibility of temporary assignment as additional options. Additionally, the proposal included language stating that no new hires would be considered during a reduction or elimination. Similar to layoffs, the Union proposed that any furlough or involuntary reductions in FTE would be subject to impact bargaining. The proposal included language that Union representatives would be given the opportunity to review all contemplated cases before the effective date. The Union proposed lay off order based on seniority with employees failing into different seniority categories. The Union proposed that there would be a rehire list that an employee could be on for twenty-four (24) months, a three month rehire trial period and removal of rehire list if an employee should meet certain circumstances, such as no placement occurring in twenty-four (24) months, accepts or rejects two offers, or an employee notifies the UW that they would like to be removed from the list. Finally, the Union’s proposal included severance payments to any employee laid off, with the baseline of six (6) months of pay and an additional week of pay for each completed year of service.
Union Membership, Dues Deduction and Status Reports – The Union’s initial proposal is based off of SEIU 925 and detailed information included on rosters provided to the Union each pay period. The proposal also included the dues deduction procedures, remittance of dues and employee revocation of dues on their payroll deductions.
Vacation Time Off – The Union’s initial proposal is based on Librarian leave policies and expanded the current Librarian leave accrual of 26 days per year to all employees covered by this agreement. The Union proposed language regarding scheduling and the process for changing or creating department procedures regarding vacation time off scheduling. The Union also provided language that employees would be encouraged to keep their balances below 288 hours but would have no cap. Finally, the proposal addressed vacation time off payout.
Expediting Disability Accommodation Requests – The Union proposed an MOU to provide an expedited disability accommodations for employees seeking a disability accommodation. The expedited process as proposed would allow documentation from a medical provider as evidence to establish the existence of the qualifying disability instead of providing the Health Care Provider Statement form, which is what the current process requires.
Employer Initial Proposals
Duration – The Employer proposed a placeholder duration article until the dates are firmed up for the collective bargaining agreement.
Union Counter Proposals
Miscellaneous Leave –the Union proposed in their counter to remove formal collective bargaining as a reason for unpaid time off. They also added bereavement as a reason that unpaid time off could be used. Additionally, the proposal included a notice period for employees to respond to an employer initiated cancellation of unpaid time off. The Union also added that if an unpaid time off request is denied, the employer must provide the employee the reason for denial.
Shared Leave –the Union’s counter proposal added that the Employer will inform employees annually of the shared leave program so that members are aware of their options.
Employer Counter Proposals
Affirmative Action – In response to the Union, the Employer proposed to maintain language proposed during the December 16th session, which was updated from SEIU 925 and IHME language to align with the current practice.
Grievance Procedure – In response to the Union, the Employer’s counter proposal included other modalities to meet and language that the modality is upon mutual agreement. The Employer agreed to include the language regarding moving to the next level of the grievance process when the grievance is directed at the supervisor.
Military Leave – In response to the Union, the Employer agreed to include language regarding UWHR and OAP processes and the link to the website for library staff and Librarians.
Next Steps
The next UW Libraries and SEIU 925 bargaining session is scheduled for April 14 and will be held virtually.
Background
This recap details the eleventh virtual session for the initial collective bargaining agreement between the UW Libraries and SEIU 925. Recaps are published online on the UW Labor Relations website. The parties agreed to ground rules for these negotiations.
Tentative Agreements
Union Initial Proposals
New Employees – The Union’s initial proposal based off of the IHME contract but includes additional memorializing of current orientation practice. The Union proposed to include new employee orientation information in addition to two new sections in employee training and mentorship. The Union proposed that onboarding would include being trained within 14 days after being hired and would include informing employees of benefits, professional development opportunities and safety and security procedures. The Union proposed voluntary formal mentorship opportunities for UW Libraries, Gallagher Law Library and UW Press.
Ranking and Reranking of Law Librarians – The Union’s initial proposal is to maintain the existing promotional process (referred to by the Union as ranking and reranking), as it exists currently in policy for Law Librarians.
Ranking and Reranking of UW Librarians – The Union’s initial proposal is to maintain the existing promotional process (referred to by the Union as ranking and reranking), as it exists currently for UW Libraries, outlined in the Librarian Personnel Code.
Employer Initial Proposals
Classification Structure – The Employer proposed its first batch of draft job classification specifications for select former professional staff positions. The proposals included specifications for the new job classes of Libraries Program Operations, grades 7-9 and Libraries Access Services Management, grade 7.
Union Counter Proposals
Holidays – In response to the Employer, the Union proposed to include current practice of professional staff policy to include unused holiday credit to be used or paid out when transferring within the University or separating from the University, without requiring an annual June 30 holiday credit cash out.
Leave Related to Domestic Violence Sexual Assault or Stalking – In response to the Employer, the Union proposed to list the applicable time off types that can be utilized for situations relevant to this article and add the definition of family member. The Union proposed to include reasonable safety accommodation language, stating that the accommodations will be guided by the needs of the Employee, including examples of what that may look like.
Military Leave – In response to the Employer, the Union proposed to include a link to the UWHR website where the current military leave of absence request process is outlined.
Sick Time Off – In response to the Employer, the Union proposed to expand the definition of family member so that it is not limited to the list of familial relationships outlined within the Employer’s proposed Article, for purposes of utilizing sick time off.
Time Off Due to Child Care Emergencies – In response to the Employer, the Union proposed to eliminate the existing cap of three days of each leave type of for use for time off due to family care emergencies. The Union proposed to include language stating that employees shall not be disciplined or discriminated against if they are to exercise the rights outlined in this article.
Unpaid Holidays for A Reason of Faith or Conscience –In response to the Employer, the Union proposed to include holiday credit as an allowable time off type for unpaid holidays for a reason of faith or conscience.
Civil Jury Duty Time Off and Bereavement Time Off – In response to the Employer, the Union proposed to expand the definition of family member so that it is not limited to the list of familial relationships outlined within the Employer’s proposed Article, for purposes of utilizing bereavement time off.
Next Steps
The next UW Libraries and SEIU 925 bargaining session is scheduled for March 29 and will be held virtually.
Background
This recap details the nineteenth and twentieth virtual sessions for the initial collective bargaining agreement between the UW Libraries and SEIU 925. Recaps are published online on the UW Labor Relations website. The parties agreed to ground rules for these negotiations.
Tentative Agreement
The parties tentatively agreed to language also found in the current SEIU 925 CBA in the following articles, with edits outlined below:
Union Counter Proposals
Telework – In response to the Employer, the Union proposed language that the University would encourage and allow the use of telework arrangements and flexible scheduling. The Union proposed that if a telework request is denied, the Employer would provide the reason in writing and provide a copy of the denial to Libraries HR. The Union proposed that telework should be incorporated in the continuity of operational plans and that telework for disability would be handled through the Disabilities Services Office. The Union proposed that Libraries, Law Library and Press should establish specific departmental telework best practices and guidelines, based on University policy, and provide training for supervisors to implement the guidelines.
Vacation Time Off – In response to the Employer’s proposal, the Union maintains that unless there is an operational need requiring work, then the employee would not need to respond to work communications during their vacation. The Union maintains their position that employees would accrue 26 days of vacation time off per year regardless of service and part time accrual rates would be pro- rated. The Union’s proposal included the encouragement of maintaining balances below 288 hours but would not need approvals from HR to exceed the encouraged balance. Upon termination, employees who have completed six months of service would be paid for their unused vacation time off up to the maximum of 288 hours.
Salary Overpayment Recovery – In response to the Employer, the Union incorporated the vacation cap it proposed in the Vacation Time Off article of 288 hours for all employees (instead of current rates of 288 for librarians and 240 for former professional staff). Employees would need to be below the vacation cap to utilize vacation time off as a method of payback for salary overpayment.
Employer Counter Proposals
Performance Evaluations – In response to Union, the Employer proposed that performance evaluations would be performed annually for all employees. The Employer proposed that support for employee development may consist of but is not limited to internal or external training, mentoring and additional supervisory support. The Employer proposed a more streamlined and concise description of the job related factors upon which the evaluation would be based. The Employer proposed that evaluators would be required to complete implicit bias training. The Employer proposed that other forms may be supplemented in the performance evaluation and that an employee could review any written materials used to prepare the evaluation upon request.
Hiring – In response to the Union, the Employer proposed to include the Union’s language stating that recruitment processes and practices would be appropriate topics for Joint Union/Management meetings. The Employer proposed that job vacancy announcements and advertisements would include references to the CBA and articulate wage and salary information in compliance with the law.
Health and Safety – In response to the Union, the Employer proposed to include the Union’s language stating that facilities and EH&S would continue to evaluate reports for air circulation problems and that building issues could be reported to facilities in an online work order request.
Next Steps
The next UW Libraries and SEIU 925 bargaining session is scheduled for August 9 and will be held virtually.
Background
This recap details the thirty sixth virtual session for the initial collective bargaining agreement between the UW Libraries and SEIU 925. This is the eleventh session with PERC mediators. Recaps are published online on the UW Labor Relations website. The parties agreed to ground rules for these negotiations.
Tentative Agreements
The parties agreed to language detailing the various types of appointments for bargaining unit employees. For Professional Libraries and Press employees, the conditions for both regular and project appointments are detailed. For Librarians, the conditions for provisional, permanent and temporary appointments are detailed. The article also details the process for temporary interim appointments to a higher position or administrative appointments, which can be up to one year or more, only in increments of six months.
The parties agreed to language stating that performance evaluations shall be annually with the two exceptions. First, in the years Librarians are undergoing promotion, reappointment or a status review, no annual evaluation is required that year. Second, Librarians with permanent status are only required to have a written performance evaluation at least every three years. During years when Librarians are not scheduled for a written evaluation, Librarians may receive one by request or their supervisor may elect to perform a written evaluation. During the years where there is no formal evaluation, Librarians will meet with their supervisors for discussion on the previous years accomplishments and goals for the coming year. The article details the content topics that may be included in an evaluation, and further details the evaluation process, including both employee and supervisor responsibilities.
The parties agreed to language for rank and status of UW Libraries Librarians which would retaining much of the existing promotions process, while making it specific to bargaining unit employees and removing references to the Librarian Personnel Code. The article further clarifies expectations for ranks, has an earlier timeline for packet submission of September 1, removed internal letters, and includes a change in the Librarian Personnel Committee composition to include a non-bargaining unit representative elected by non-bargaining unit librarians, instead of a member at large, to include perspective from a participant outside of the bargaining unit.
The parties agreed to language similar to the main SEIU 925 contract which outlines the current process for recovery of a salary or other wage overpayment, including clarifying that time off hours can only be used as pay back with ISC approval.
Employer Counter Proposals
Compensation Package
Compensation, Wages, and Other Pay Provisions – In response to the Union, the Employer proposed that the minimum annual salary for an Assistant Librarian would be increased to $62,004, a Senior Assistant Librarian would be $68,204, an Associate Librarian would be $75,025, and a Librarian would be $82,527. The Employer maintained its proposal that the minimum annual salaries for Professional Libraries and Press job classifications, would increase by 7% as of July 1, 2023, following the across-the-board increase on the same date. The Employer increased its proposal for a recruitment and retention increase for all bargaining unit employees on March 1, if an agreement is reached by January 31, from 4 to 4.5%. The Employer increased its proposal for an across-the-board increase to 3.5% on July 1, 2023. The Employer maintained its proposals for across-the-board increases of 2% on January 1, 2024, and 2% on January 1, 2025.
Professional Development – In response to the Union, the Employer proposed that employees would be notified in writing by July 1 of each year of the professional development allocations for the year. Allocations may vary between UW Seattle, Tacoma, Bothell, and Gallagher Law Library.
Duration – The Employer proposed that the agreement would take effect upon ratification through January 31, 2026, provided that an agreement is reached by January 31, 2023.
MOU Supplements – The Employer proposed slight updates to the list and in response to the Union, proposed that the Employer would evaluate the list of additional employees that the Union proposed to add to determine whether it may be appropriate for them to receive a base pay adjustment. The evaluation would be done within 90 days of ratification.
Hours of Work & Overtime – The Employer maintained its proposal that a full-time schedule is forty hours, rejecting the Union’s proposal for thirty hours. Overtime, for eligible employees, would kick in after forty hours, as is current state.
Vacation/Discretionary Time Off (DTO) Package
MOU Discretionary Time Off – In response to the Union, the Employer proposed that employees may be eligible for discretionary time off according to university policy and as determined by the Employer, for the duration of the initial CBA. Neither the decision to award DTO nor the number of DTO days awarded would be subject to the grievance procedure, and changes to the university policy on DTO would not require bargaining.
Vacation Time Off – In response to the Union, the Employer maintained its proposal to leave vacation accrual amounts unchanged from current state for all bargaining unit employees.
Other Package Proposals
The parties each exchanged one package which included the Employer’s most recent proposals on paid professional leave, corrective action and the elimination of adjudication, and the Employer’s proposal from earlier in the day on intellectual freedom. The parties’ proposals differ on the last component of the package, layoff, as follow:
Union Layoff Proposal – In response to the Employer’s proposal from earlier in the same day, the Union proposed that all Librarians with permanent status would have at least six months of notice in advance of a layoff, unless a loss of funds makes that notice length not feasible. All other employees would have at least forty-five days notice. The Union proposed that the Employer could not layoff for purposes of a good faith reorganization.
Employer Layoff Proposal – In response to the Union, the Employer proposed to incorporate the Union’s language stating that all Librarians with permanent status would have at least six months of notice in advance of a layoff, unless the loss of funds makes that notice length not feasible. The Employer maintained its proposal that all other employees would have at least 30 calendar days notice, and a good faith reorganization would remain an appropriate rationale for layoff.
Next Steps
The next UW Libraries and SEIU 925 bargaining session is scheduled for January 24 and will be held virtually.
Background
This recap details the thirty second virtual session for the initial collective bargaining agreement between the UW Libraries and SEIU 925. This is the sixth session with PERC mediation. Recaps are published online on the UW Labor Relations website. The parties agreed to ground rules for these negotiations.
Tentative Agreements
Union Counter Proposals
Performance Evaluations – In response to the Employer, the Union proposed language for annual performance evaluation exemptions for Librarians with permanent or continuing status instead favoring an annual performance discussion with their supervisor and supplemented at least every third year with a written performance evaluation; On other years, a written evaluation could be provided upon request. Supervisors could also elect to perform a written evaluation on years where it is not required. On years where promotion, reappointment or status review is occurring, Librarians would not be expected to participate with a written performance evaluation. The Union proposed that written performance evaluations would include professional competence, professional activity, University service and progress in terms of written goals and priorities.
New Employees – In response to the Employer, the Union proposed that online orientations would be offered to employees in positions that permanently telework. The Union proposed that member presenters should be released for up to one hour for orientation online and two hours for in person orientation. The Union maintained its proposal to include language that new employees will be onboarded and trained on their duties for their specific department, including, when applicable, on the contract of their supervisees.
Represented Limited Term Hourly Employees – In response to the Employer, the Union proposed to include the articles on the employee assistance program and parental leave as applicable to this group. The Union maintained its proposal that work hours in excess of thirty hours in a seven-day work week constitutes overtime.
Employer Counter Proposals
The Employer proposed a package proposal of the Appointments and Layoff Articles as follows:
Appointments – In response to the Union, the Employer proposed to align with the Union’s language stating that permanent appointment shall be granted to those librarians whose training, ability, and contributions are of sufficient significance to warrant a commitment on the part of the University to employ them for the remainder of their professional careers, except for resignation, retirement, Corrective Action and Dismissal, and Layoff.
Layoff, Seniority, Rehire – In response to the Union, the Employer proposed that when determining which positions would be impacted during a layoff, a similar process would be used for Librarians and Professional Libraries and Press employees, and seniority (calendar days) would only come into play if all other factors were created equal. The Employer incorporated the Union’s proposed language stating that employees from the designated rehire lists would be referred based on length of time on the rehire list, longest duration first. The Employer maintained its proposal to include a thirty day notice period for all layoffs.
Professional Leave – In response to the Union, the Employer incorporated the Union’s proposed language where employees working toward an advanced degree would not typically be granted paid professional leave but that unusual circumstances could result in paid professional leave if recommended by the appropriate Dean to the President. The Employer proposed to maintain the current state for maximum duration of professional leave of up to 12 months for Librarians and 9 months for Professional Libraries and Press Employees, as former Professional Staff.
Diversity, Equity, and Inclusion and Anti-Racism – In response to the Union, the Employer proposed language in addition to stating that the Employer would continue the work of developing and administering DEI initiatives with regard to recruitment, retention, advancement and organization-wide. Adding that, upon request, the parties could meet quarterly to discuss the progress towards goals in the Diversity blueprint.
New MOU Time Grant – The Employer proposed that UW Libraries would continue to offer its employees the existing time grant program for the duration of the CBA.
Professional Development – In response to the Union, the Employer maintained its proposal, not including specific fund amounts for professional development in the CBA. The Employer proposed that the funding allocations for scholarly meetings, conferences, professional meetings, seminars, professional association membership fees, workshops and webinars would also include any necessary travel costs associated in order to attend these events. The Employer proposed that release time would include UW sponsored training which should be in accordance with Executive Order 52. Any reasons for denial or release time would be provided in writing, upon request.
Next Steps
The next UW Libraries and SEIU 925 bargaining session is scheduled for December 15 and will be held virtually.