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Labor Relations

Category: SEIU 925 Libraries

UW Libraries & SEIU 925 Negotiations Recap for December 2, 2021

Background

This recap details the fifth 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.

Union Priorities & Goals

The Union elaborated on the initial bargaining priorities and goals they had previously shared during the parties’ first bargaining session. SEIU 925 is working to develop proposals that align with their goals, that will be presented in subsequent bargaining sessions. Some of the stated priorities and goals are summarized below:

  • Improving salaries
    • Focusing on equal salaries for comparable roles, competitive salaries, limiting salary compression, and predictable wage increases
  • Sustainable workloads
    • Defining parameters for temporary appointments, clearly defined work schedules, accommodation for committee and special project work, dynamic goal shifting to align with current workload
  • Career development & advancement opportunities
    • Developing a clear promotional process policy, professional development support, matching job duties to appropriate job classifications
  • Equity & justice
    • Focusing on BIPOC recruitment and retention, analysis and action to address potential salary inequities for traditionally marginalized staff, establish common supervisor-employee relationship expectations, establish criteria for decision making in conflict resolution, and reduce variability amongst implementation of policies
  • Member similarities & difference
    • Drafting proposals that reflect both the similarities and differences amongst members, based on relevant existing professional staff policy, the librarian personnel code, and the law librarian appointment and promotion code. Seniority may be a potential consideration as criteria impacting time off, layoff, and telework prioritization.

Next Steps

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

UW Libraries & SEIU 925 Negotiations Recap for December 15 & 20, 2022

Background

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

Tentative Agreements

  • Article – Diversity, Equity, and Inclusion
    • The parties agreed to language for DEI and Anti-Racism values to promote initiatives dedicated to DEI, formal time spent for such activities will be considered work time, and feedback may be solicited for systems and policies for a more inclusive environment. The parties agreed to staff workshops and other topics relating to DEI and they may be discussed at Joint Union/Management Committee meetings. The parties agreed to a summary report of training results towards University goals. The parties agreed that part of the University’s Strategic Leadership Program (SLP), managers and supervisors are provided with information regarding the existing programs for awareness on EDI for recruitment and hiring processes and will include a module for managers and supervisors with at least one direct report. The Employer will electronically deliver an annual Staff Diversity Hiring Toolkit to managers and supervisors in the bargaining unit. The parties agreed to provide a list of trainings on an annual basis that were offered in the prior year, the OMA&D report, and upon request would meet quarterly to discuss the progress toward goals in the Diversity Blueprint.
  • Article – Time Grant
    • The parties agreed to continue the Time Grant Program (guidelines from August 2019) for the UW Libraries bargaining unit employees.
  • Article – Represented Limited Term Hourly Employees
    • The parties agreed to terms for the Professional Libraries and Press Represented Limited Term Hourly Employees, including a list of articles that apply to this group of employees. The article also calls out terms specific to this group, like how vacation and sick time off is accrued.
  • Article – Preamble and Purpose
    • The parties agreed to similar language as found in the main SEIU 925 with minor edits to the reference of previous professional staff retitled to Professional Libraries and Press Employees. The parties agreed that the Librarian Personnel Code, Professional Staff Program, and the Appointment and Promotion of Librarians for the Gallagher Law Library shall not apply.

December 15, 2022

Union Counter Proposals

Compensation, Wages, and Other Pay Provisions – In response to the Employer, the Union modified its proposal to increase the minimum salary for all job classes, by decreasing amounts across ranks and job classes by about two percent from their previous proposal. The Union proposed that the minimum salaries would go into effect January 1, 2023. Additionally, the Union proposed a 2% increase effective January 1, 2024, and a 2% increase effective January 1, 2025. The Union proposed a wage reopener for any merit increases for professional staff greater than 2%. The Union maintained their proposal for a 10% increase for the Professional Libraries and Press Employees upon promotion or reclassification to a job class with a higher market range. The Union proposed Head or Director positions to be compensated above their base pre-CBA rank or grade salaries to 3% for Assistant Head, 5% for Head, 6% for Assistant Director, 8% for Associate Director, and 10% for Director. The Union also maintained their proposal that changes in supervisory duties or additional or advanced degrees and/or certifications relevant to the position would be reasons for an in-grade salary adjustment. The Union also proposed in an MOU that 43 employees that do not meet the threshold of $1259.20 per week would receive a salary adjustment beginning on December 26, 2022 to remain overtime exempt.

Salary Overpayment Recovery – In response to the Employer, the Union proposed that the maximum amount of hours for vacation hours for the method of payback for salary overpayment recovery would be 240 hours.

Ranking and Promotions of UW Libraries Librarians – In response to the Employer, the Union proposed that those applying for a Senior Assistant Librarian, Associate Librarian and Librarian would have to apply for promotion by September 1. The Union proposed alternative language for the expectations of rank for Assistant Librarian, Senior Assistant Librarian and Associate Librarian. The Union proposed language for supporting committees for promotions within the UW Libraries Librarians to include representative-based oversight in implementation of the promotion process. The Union proposed that four members would constitute a quorum. The Union proposed that in the election procedures that they would vote every other year and include a representative from outside the bargaining unit. The Union reasserted language that the candidates would not need to know the external reviewer nor would it be a concern if they did for the renewal of appointment process.

Employer Counter Proposals

Freedom of Association, Assembly and Expression – In response to the Union, the Employer proposed language that states, “As the University’s major information resource, the University Libraries, Gallagher Law Library, and UW Press enhances and extends students’ classroom and laboratory experience, and facilitates their scholarly inquiry, as well as that of faculty, staff and students. The University Libraries is an integral part of the University’s mission to sustain an atmosphere in which information and ideas are readily accessible and freely exchanged.”  Additionally, the proposal recognizes that librarians and libraries and press professionals lawful free expression of ideas and their commitment to the freedom of access to information.

New Employees – In response to the Union, the Employer proposed language to clarify that the orientations online would be self-paced and accepted the Union’s language that online orientations would be offered to those employees in permanent telework positions. The employer also accepted the Union’s language that when member presenters are part of the orientation, they would be released based on the type of orientation and distance traveled. The Employer accepted much of the Union’s language regarding new employee orientation at the department level, including that new employees would be trained on their duties for their specific department and that it would include informing the employee on leave benefits, professional development funding and opportunities, and safety and security.

Performance Evaluation – In response to the Union, the Employer proposed that performance evaluations should be performed annually with the exception for the years when a Librarian is undergoing a promotion, reappointment or status review and they would report on the previous year’s accomplishments.

Represented Limited Term Hourly Employees – In response to the Union, the Employer proposed to include the Article – Employee Assistance Program, if the employee is qualified for PEBB, in the list of articles that would be relevant for the Professional Libraries and Press Represented Limited Term Hourly employees. The Employer clarified already proposed language regarding how the vacation leave article would apply, stating  how vacation time off would be accrued for these hourly employees.

December 20, 2022

Employer Counter Proposals

Compensation, Wages, and Other Pay Provisions – In response to the Union, the Employer proposed any adjustments to minimums would be effective July 1, 2023 and implemented before the across-the-board increase effective on the same date. The contract would need to be ratified before January 31, 2023. The Employer proposed upon ratification by January 31, 2023, salary increases effective February 1, 2023 for all bargaining unit members to receive 3% recruitment and retention increase, a 3% increase effective July 1, 2023, a 2% effective January 1, 2024, and a 2% effective January 1, 2025. The Employer proposed language for in-grade salary adjustments to address salary compression or inversion or changes in supervisory duties.

New MOU Discretionary Time Off – The Employer proposed that employees may be eligible for up to six days or 48 hours of discretionary time off through the 2023 calendar year. The leave must be used by March 31 of the following calendar year in which it was awarded and would be for March 31, 2024 for awarded discretionary time off in 2023.

Vacation Time Off – The Employer proposed to reassert their previous proposal which would maintain current state for vacation time off accruals.

Shared Leave – The Employer proposed to reasserted their last proposal on shared leave.

Parental Leave – In response to the Union, the Employer proposed six months of leave taken after the birth of a child to the employee or domestic partner or placement of a child with the employee or domestic partner. The Employer proposed that temporary disability leave would be an additional leave to parental leave. The Union proposed that discretionary time off could be used in combination with other leaves for parental leave.

Union Counter Proposals

Intellectual Freedom for Libraries & Press – In response to the Employer, the Union proposed to retitle this article from Academic Freedom to intellectual freedom for libraries and press and that the information and ideas would be readily accessible and freely exchanged among the University Libraries, Gallagher Law Library, and UW Press. The Union proposed that employees have lawful free expression of ideas and their commitment to the freedom of access to information. Employee lawful exercise of their constitutionally protected freedom of association, assembly, and expression, including participation in political activities outside of work, is not a violation of duties to the University. Such lawful exercise may not result in disciplinary action or adverse evaluation of the Employee.

Performance Evaluation – In response to the Employer, the Union proposed that performance evaluations would not be required in years that librarians are undergoing promotion/reappointment/status review. The Union proposed language that Librarians would only have written performance evaluations every third year and would include annual progress discussions. The Union reasserted that upon request, classification specifications for higher classifications in the series of the employee’s current position would be provided. The Union proposed supervisors would be aware that an in-grade salary increase is a way to recognize an employee’s performance.

Professional Development – In response to the Employer, the Union proposed that employees would be notified in writing of individual allocations annually on July 1. The Union proposed that should there be a reduction in funding that the prioritization of funds would be given to Librarians without permanent status and permanent Professional Libraries and Press employees who have less than five years experience.  The Union accepted the employer’s language that professional development fund requests would be made as soon as possible and that the Employer would make a good faith effort to respond in writing  within two weeks. The Union proposed that generally, travel would be paid out of pocket and all documents would need to be submitted for reimbursement. The reimbursement would be processed within ten working days. The Union proposed that per-diem advancement and prior trip reimbursement options could be available through UW Travel Services. The Union proposed if reimbursement is not an option that employees could request alternatives such as UW Individual Travel Cards or Central Travel Account procurement.

Corrective Action & Adjudication – The Union proposed to reassert their corrective action proposal in combination with the initial proposal for adjudication.

No Strike/No Lockout – The Union proposed to reject the Employer’s proposal.

Next Steps

The next UW Libraries and SEIU 925 bargaining session is scheduled for January 4 and will be held virtually.

UW Libraries & SEIU 925 Negotiations Recap for August 16, 2022

Background

This recap details the twenty-second 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.

Union Initial Proposals

Salary Minimums – The Union proposed salary minimums for all UW Libraries, Gallagher Law Library, and UW Press job classifications. Upon ratification, all current employees would receive a base salary increase to at least the minimum for their classification or rank.

Across the Board Increases – The Union proposed retroactive base salary increases of 0.9% for FY 2019-2020, 5.5% for FY 2020-2021 and 10.1% for FY 2021-2022 to be implemented within two pay periods from contract ratification. The Union proposed a cost of living percentage increase beginning July 1, 2023 and on each July 1st thereafter with the larger percentage of the allocated University wide merit pool or a sum that matches any cost of living in the previous twelve months. The Union defined the cost of living percentage as CPI for the Seattle metro area as of January 1 of that year. The proposal also included language regarding market wage adjustments with either party having the opportunity to raise issues regarding competitiveness and propose market adjustments. Finally, the Union proposed a biennial salary survey beginning July 1, 2023 with a copy of results to the Union.

Temporary Pay Increases or Administrative Supplement – The Union proposed a temporary pay increase (TPI) or an administrative supplement (ADS) when additional responsibilities are assigned at a minimum of 10 work days with increments up to six months and renewed up to 18 months. TPIs and ADSs would earn between 5% to 20% over current salary and be retroactive to the first day of working duties. Should a project or role go beyond 18 months, the TPI or ADS would be increased by 2% every six months.

Promotions or Reclassification Increases – The Union proposed that promotions or reclassifications to a higher market range would receive at least a 10% percent salary increase, but no less than the minimum and no more than maximum of the new job classification. The proposal also included language regarding lateral movements, with salary adjustments being allowable but not required, but not lower. The Union proposed that an if an employee voluntary moves or has a reclassification to a lower market range, they should be paid no less than the market range minimum and no higher than the market range maximum. Additionally, the Union proposed a 10% increase for each rank and grade promotion, a 5% increase for the Librarian salaries for renewal of appointment, a 5% base salary increase for a manager or head level and 10% increase for the director level.

In– grade Adjustments – The Union’s proposal included language regarding in-grade salary adjustments for the purpose of retention, market competitiveness, internal equity, job growth, increase functioning, changes in supervisory duties or additional or advanced degrees and/or certification relevant to the position. Additional language in the proposal included the ability to pay over market maximum with HR Compensation approval and increases for entire job classes for recruitment/retention. The Union proposed that employees could receive in grade salary increases from 5% to 7% on the fifth and tenth anniversary of the employees hire date.

Pay for Teaching – The Union proposed pay for teaching could be approved if it is clearly additional duties or cannot be accommodated by release time and could be paid through a lump sum payment or period activity pay.

Other Pay Provisions – Furthermore, the Union proposed language for excess compensation for exceptional circumstances that would qualify an amount of at least 20% over the annual salary for work not part of the employee’s normal position duties. The Union’s proposal included language about placement of new employees and that the employer would take into consideration equity, diversity, and years of experience. Finally, The Union proposed that the Employer would produce an annual report that surfaces salary disparities, inversions or compressions that would adjust salaries for employees. The Union proposed that if a new employee is hired at a rate equivalent or greater to existing employees, that the existing employees should receive a 5% increase above the rate of pay of the new employee.

Classification, Reclassification, and Promotion of Professional Libraries and Press Employees – The Union proposed most language from the IHME contract with the additional language which includes that Professional Libraries and Press Employees class specifications would be considered included in the bargaining unit, in addition to language that they are able to propose a new classification with appropriate justification through the position review processed outlined in the article and eliminated language that the review should not be grievable. The Union proposed that there could be a request that position should be reviewed if it has become a permanent requirement through reclassification or proposition of a new classification. The proposal includes a process for position review appeals in the event the Union does not agree with the employer’s decision about a classification. The proposal included language regarding promotions and transfers, include the definitions of key terms. The Union proposed that bargaining unit applicants who have the skills for a position and are not offered an interview, would be able to seek a review of the assessment. The Union proposed that during the annual promotion and salary increase cycle that employees in grant funded positions would be communicated if funding is available for promotions or not. Additionally, the Union included language regarding a six week trial service period for employees who transfer, move laterally or voluntarily demote and a 6 month trial service period when someone promotes. The Union proposed that all employees would receive notice via email of new positions posted.

Employer Counter Proposals

Health & Safety – In response to the Union, the Employer proposed language that an employee could remove themselves from an unanticipated situation that would create a hostile or unsafe work environment.

Next Steps

The next UW Libraries and SEIU 925 bargaining session is scheduled for August 24 and will be held virtually.

 

UW Libraries & SEIU 925 Negotiations Recap for April 14, 2022

Background

This recap details the thirteenth 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:

  • Article – Contract Distribution
    • The parties tentatively agreed to language found in the current SEIU 925 CBA and includes distributing contract information electronically in addition to paper copies as needed. The distribution agreement includes a link for all current and new employees.
  • Article – Grievance Procedure
    • The parties tentatively agreed to language found in the current SEIU 925 CBA and includes language that included other modalities to meet and language that the modality is upon mutual agreement.
  • Article – Military Leave
    • The parties tentatively agreed to language found in the current SEIU 925 CBA and includes language regarding UWHR and OAP current processes
  • Article – Union Membership, Dues, Deduction and Status Reports
    • The parties agreed to language which includes 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

Union Initial Proposals

Academic Freedom – The Union’s initial proposal includes language that Employees would be able to pursue scholarly inquiry without undue restriction with regards to voicing or publishing their conclusions and such exercise would not result in disciplinary action or adverse merit evaluation.

Performance Evaluations – The Union’s initial proposal is based on IHME and includes language that would open a shared dialogue between employees and supervisors. The Union ideally would like to include supervisors as mentors and supervisors would routinely meet with employees to discuss progress and communication on development, growth and improvement. They proposed that formal performance evaluations would include a timeline under five years, over five years, new positions and upon request. The process would include a process with goal setting with written performance evaluations.  The proposal would include class specifications and position job duties and expectations. The proposal would include responsibilities for supervisors and employees, evaluator training and grievability beginning on step two.

Professional Leave – The Union’s initial proposal includes language that would allow Employees the opportunity to engage in educational opportunities in knowledge, scholarship, skills, professional development, professional conferences and meetings and/or community activities, with pay. The goal of the proposal is investing in the employee’s future contributions. The leave opportunities would include scholarly activities, developing programs, engaging in professional development, attending conferences or meetings and travel time needed.  The proposal also included language for types of leaves for time grants, sabbaticals, training and development, and conferences and committees and eligibility in addition to exclusions under credit bearing coursework.

Resignation, Retirement, and Abandonment –The proposal includes an exit interview process with EDI and for all resigning and retiring parties. The proposal would include re employment by UW Libraries, Gallagher Law Library and UW Press for more than 40 percent appointment up to five years after the date of retirement.  The proposed language would include the failure to report absence on three consecutive scheduled work day may be deemed as resigned and that the Employer would make reasonable attempts to contract the employee. The Union proposed that notice be sent for abandonment prior to the notice of separation, there would be a period of fourteen days to provide proof of the failure to report to work for reinstatement.

Tuition Exemption Program – The Union’s initial proposal is based on existing language from SEIU 925. Added language states that employees would have flex time in order to attend classes during regular work hours, unless it would prevent operational needs, which would include a reason in writing. The proposal would include that if an employee is required to take a tuition exemption class that all of the fees and costs associated would be paid by the Employer.

Employer Initial Proposals

Probation – The Employer’s initial proposal is based off of IHME contract language and applies to former professional staff Only. The language would include every part time and full time library staff employee complete a probation of six months which could be extended up to twelve months and a performance improvement plan. The language would include University of Washington Library System (UW Libraries, UW Press, and the Gallagher Law Library) that would complete a probationary period would not need to complete another within the UW Library System provided no break in service. The language includes earning seniority from their probationary status when initially hired. The proposal includes that if a rejection should occur before the probationary period is completed that the employee could have a meeting upon ten business days of notice with a Union representative.

Employer Counter Proposals

Miscellaneous Leave – In response to the Union, the Employer’s counter proposal included to maintain language that formal collective bargaining may qualify for unpaid time off. The Employer rejected the Union’s proposal to add additional time for employees to respond to notice requiring them to return from work on unpaid time off under extreme circumstances, or upon finding out the time off is being misused,

Transportation, Travel and Commute Reduction – In response to the Union, the Employer combined both telework and transportation into one proposal. The Employer proposal that telework may be granted in accordance with existing policy. The Employer proposed to include language for work time and compensation for overtime eligible employees required to travel for work.

Next Steps

The next UW Libraries and SEIU 925 bargaining session is scheduled for April 20 and will be held virtually.

UW Libraries & SEIU 925 Negotiations Recap for April 20, 2022

Background

This recap details the fourteenth 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:

  • Article – Holidays
    • The parties agreed to language based off SEIU 925 and includes 11 days of paid holidays and proration for part-time employees. The area in which it is different is that an employee may designate other days to be observed as needed and would receive holiday credit if their regular scheduled work day is a holiday and they work that day. Employees would receive a personal holiday to be used in the calendar year.

Union Initial Proposals

Parental Leave – The Union’s initial proposal is based off SEIU 925 and IHME and includes language for leave up to four months after the birth of a child, with the possibility of an extension up to six months. The Union proposed that any leave beyond the FMLA would only be denied be due to operational necessity and would be provided the reasons in writing from the Employer.  The Union proposed parental leave as continuous or intermittent and included the ability to use any combination of accrued vacation time off, sick time off up to 720 hours, personal holiday, holiday credit, compensatory time, or discretionary time off.

Equity, Diversity, and Inclusion (EDI) and Anti-Racism – The Union’s initial proposal includes language regarding EDI and Anti-Racism values, workshops and trainings, EDI work groups, and reports. The proposal included that the Employer would continue developing, funding and administering EDI initiatives. The Union also proposed that the Employer would provide an annual electronic copy of the diversity hiring toolkit in addition to providing a content module on anti-racism, implicit bias, and diversity in the hiring process for managers and supervisors and that the Employer would consider inclusion of staff who self-identify from any marginalized communities on hiring committees or interview panels The Union proposed that any employee time spent on EDI activities would be considered work time. The proposed language included at least three bargaining unit employees in UW Libraries EDI plan task force, at least one bargaining unit employee in the UW Law Diversity, Equity and Inclusion Committee (DAC-DEI), and at least one bargaining unit member appointed to the University of Washington Diversity Council. The Union proposed that the Employer would provide an annual report of staff trainings and courses and the published report on goals, action items and allocation of funds from the School of Law Strategic Plan for Diversity, Equity, Inclusion, Multiculturalism, and Antiracism and an annual electronic copy of the Office of Minority Affairs and Diversity (OMA&D) University-wide diversity metrics.

Professional Development – The Union’s initial proposal includes language that the Employer shall provide funding for research, professional development activities including conferences, creative activities, professional meetings seminars, association membership fees, certificates, workshops, trainings, webinars and travel and registration costs. The Union proposed biennial funding allocations for bargaining unit employees ranging from a minimum of $1,100 to $2,200 a year or $2,200 to $4,400 a biennium with prorations accordingly per each year of the biennia or for appointments that start after July 1. The Union proposed that all staff would be eligible for a procurement/travel card. The Union proposed that tuition for UW Information School classes and degrees would be covered for all employees. The Union proposed that career conversations  could happen outside the performance review cycle and would not be tied to the employee’s performance. The Union proposed that employees who receive outside funding for scholarship for professional development would be able to use paid release time and denials would include a written explanation. The Union proposed that the Employer would provide formal mentorship opportunities and that participation is voluntary and mentors and mentees would be allowed one hour of work time per month.  In addition,  the proposal included language that the Employer would create a mentoring and professional development fund for BIPOC library workers. The Union proposed employees on layoff status would be eligible for Professional & Organizational Development programs.

Union Counter Proposals

Transportation, Travel and Commute Reduction – In response to the Employer, the Union proposed to reassert that the employees receive a fully subsidized U-PASS. They also reasserted that telework should be addressed in a standalone article.  The Union proposed provisions of Article X – Overtime would apply to travel and rejected the employer’s proposal of the additional language regarding work time and compensation for overtime eligible employees.

Inclement Weather, Suspended Operations and Building Closures – In response to the Employer, the Union proposed language in the event of suspended operations and any school closures, that the Employer assist in adjustments to the employee’s work schedule to accommodate childcare during regular work hours. The Union reasserted language regarding building closures, which included that if there are building closure that the employee’s primary work location should be the employee’s home and travel between the primary work location and campus would be compensated if onsite work is required.

Employer Counter Proposals

Shared Leave – In response to the Union, the Employer proposed to refer to the shared leave program procedures on the UW Human Resources Operations website but rejected the Union’s request to inform employees annually.

Leave Related to Domestic Violence, Sexual Assault or Stalking – In response to the Union, the Employer accepted the language proposed by the Union that employees would have the option to choose how they would take their leave in regards to paid, unpaid or a combination and that the family member definition would remain that which is stated in the current policy. The Employer would include language for the reasonable safety accommodation which would be determined by the Employer and informed by the employee. The employer rejected the Union’s request to providing annual information as it will be in the contract.

Time Off Due to Family Care Emergencies – In response to the Union, the Employer proposed that an employee unable to report to work onsite or telework for a family care emergency would have the ability to use up to three days of time off. The Employer would like to maintain the language that there would be a three day maximum of each type of time off per calendar year.

Unpaid Holidays for a Reason of Faith or Conscience – In response to the Union, the Employer proposed to add language that the request to use paid time for a reason of faith or conscience may be denied if the request would impose an undue hardship on the Employer, the same standard as the unpaid holiday. The Employer included language that unpaid time off for a reason of faith or conscience would not affect an employee’s seniority date, probationary period or trial service period.

Civil Jury and Bereavement– In response to the Union, the Employer proposed to reassert their initial proposal for bereavement time off of up to three days for the death of a family member, as defined in University policy.

Next Steps

The next UW Libraries and SEIU 925 bargaining session is scheduled for May 4 and will be held virtually.