{"id":10327,"date":"2025-12-16T09:11:55","date_gmt":"2025-12-16T17:11:55","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=10327"},"modified":"2026-03-30T09:21:50","modified_gmt":"2026-03-30T16:21:50","slug":"seiu-925-libraries-uw-negotiations-recap-for-december-16-2025","status":"publish","type":"post","link":"https:\/\/hr.uw.edu\/labor\/2025\/12\/16\/seiu-925-libraries-uw-negotiations-recap-for-december-16-2025","title":{"rendered":"SEIU 925 Libraries \u2013 UW Negotiations Recap for December 16, 2025"},"content":{"rendered":"

This recap details the fifth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and SEIU 925 \u2013 Libraries.<\/p>\n

\u00a0<\/strong>Tentative Agreements<\/strong><\/h5>\n

\u00a0<\/strong>The parties tentatively agreed to the following:<\/p>\n

Article 26 \u2013 Washington Paid Family and Medical Leave Program<\/strong><\/p>\n

    \n
  • The parties agreed to minor housekeeping edits only.<\/li>\n<\/ul>\n

    \u00a0<\/strong>Article 33 \u2013 Military Leave<\/strong><\/p>\n

      \n
    • The parties agreed to minor housekeeping edits only.<\/li>\n<\/ul>\n

      \u00a0<\/strong>The parties tentatively agreed to maintain current contract language on the following articles:<\/p>\n

        \n
      • Article 8 \u2013 New Employees<\/li>\n
      • Article 30 \u2013 Unpaid Holidays for a Reason of Faith or Conscience<\/li>\n
      • Article 34 \u2013 Work Related Injury Leave<\/li>\n
      • Article 43 \u2013 Personnel Files<\/li>\n
      • Article 44 \u2013 Corrective Action\/Dismissal<\/li>\n
      • Article 45 \u2013 Employee Assistance Program<\/li>\n
      • Article 52 \u2013 Privacy<\/li>\n
      • Article 55 \u2013 Personal Services<\/li>\n
      • Article 57 \u2013 Contract Distribution<\/li>\n
      • Article 58 \u2013 Union Membership, Dues Deduction, and Status Reports<\/li>\n
      • Article 59 \u2013 Management Rights and Responsibilities<\/li>\n
      • Article 60 \u2013 Subordination of Agreement and Savings Clause<\/li>\n
      • Article 62 \u2013 Mandatory Subjects<\/li>\n
      • Article 63 \u2013 Union Recognition<\/li>\n<\/ul>\n
        Union Initial Proposals<\/strong><\/h5>\n

        Article 1 \u2013 Preamble and Purpose \u2013 <\/strong>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 \u201ccontacting the Union.\u201d<\/p>\n

        Article 2 \u2013 Non-Discrimination \u2013 <\/strong>The Union proposed housekeeping edits which update the references to the University of Washington Executive Order 81 on Prohibiting Discrimination, Harassment and Sexual Misconduct.<\/p>\n

        Article 14 \u2013 Appointments – <\/strong>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\u2019s 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 .<\/p>\n

        Article 23 \u2013 Holidays<\/strong> \u2013 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.<\/p>\n

        Article 26 – <\/strong>Washington Paid Family and Medical Leave Program – <\/strong>The Union proposed housekeeping edits only.<\/p>\n

        Article 36 \u2013 Miscellaneous Leave – <\/strong>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.<\/p>\n

        Article 50 \u2013 Union Activities Rights Stewards<\/strong> – The Union proposed new language throughout the article that would recognize an elected chapter officer as someone who may act alongside a steward.<\/p>\n

        Article 51 \u2013 Joint Union Management Committee –<\/strong> The Union proposed new language establishing a deadline requiring that a meeting request from either party receive a response within ten (10) business days.<\/p>\n

        Article 64 \u2013 Duration – <\/strong>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.<\/p>\n

        On the following provisions, the union proposed to maintain current contract language:<\/p>\n

          \n
        • Article 6 – Employee Rights<\/li>\n
        • Article 17 \u2013 Rank, Status, Initial Appointments, Renewal of Appointments and Promotions for Gallagher Law Librarians<\/li>\n
        • Article 53 \u2013 Salary Overpayment Recovery<\/li>\n
        • Article 55 \u2013 Personal Services<\/li>\n<\/ul>\n
          Union Counter Proposals<\/strong><\/h5>\n

          Article 7 \u2013 Employee Facilities – <\/strong>In response to the Employer, the Union accepted the Employer\u2019s revised language specifying that employees would report to their supervisor rather than \u201csupervision.\u201d The Union accepted the Employer\u2019s proposed language regarding the use of wellness rooms for medical needs, lactation, and religious or spiritual practices. The Union also accepted the Employer\u2019s 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.<\/p>\n

          Article 12 \u2013 Employee Facilities \u2013<\/strong> 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.<\/p>\n

          Article 27 \u2013 Federal Family Medical Leave Act \u2013<\/strong> The Union accepted Employer proposed language that references Paid Family Medical Leave (PFML). The Union also accepted Employer proposed revisions of contract language from \u201cpaid leave\u201d to \u201cpaid time off\u201d. The Union reasserted their definition of family member proposed in article 25 Sick Time Off.<\/p>\n

          Article 28 \u2013 Parental Leave –<\/strong> In response to the Employer, the Union accepted Employer proposed language that references Paid Family Medical Leave (PFML) and otherwise reasserted their previous proposal.<\/p>\n

          Article 29 \u2013 Shared Leave –<\/strong> The Union accepted the Employer\u2019s 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.<\/p>\n

          Article 32 \u2013 Leave Related to Domestic Violence Sexual Assault or Stalking \u2013 <\/strong>The Union accepted the Employer\u2019s proposed language referencing APS 46.8. The Union also accepted the Employer\u2019s proposed language changes related to use of time off. \u00a0The Union otherwise, reasserted their previous proposed language.<\/p>\n

          Article 35 \u2013 Reasonable Accommodations of Employees with Disabilities – <\/strong>The Union accepted the Employer\u2019s proposed language referencing the University of Washington Administrative Policy 46.5, Reasonable Accommodation of Employees with Disabilities. The Union otherwise reasserted their initial proposal.<\/p>\n

          Article 36 \u2013 Miscellaneous Leave \u2013 <\/strong>In response to the Employer, the Union accepted the Employer\u2019s proposed language changing \u201cunpaid time off\u201d to \u201cunpaid leave of absence,\u201d as well as the proposed update to the Benefits Office contact information. The remainder of the proposal reasserts the Union\u2019s initial proposal including language incorporating the MOU regarding discretionary leave into the contract.<\/p>\n

          Article 39 \u2013 Health & Safety – <\/strong>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\u2013Management 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.<\/p>\n

          Employer Initial Proposals<\/strong><\/h5>\n

          Article 2 \u2013 Non-Discrimination \u2013 <\/strong>The Employer proposed to update language in this article to reflect the University\u2019s 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\u2019s Civil Rights Compliance Office.<\/p>\n

          Article 13 \u2013 Hiring \u2013 <\/strong>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.<\/p>\n

          Article 15 \u2013 Promotion and Transfers of Professional Libraries and Press Employees \u2013 <\/strong>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.<\/p>\n

          Article 46 \u2013 Layoff, Seniority, Rehire \u2013 <\/strong>The Employer proposed new language to clarify that notice period requirements do not apply to temporary layoffs as defined in University policy.<\/p>\n

          Article 48 \u2013 Diversity, Equity, and Inclusion (DEI) and Anti-Racism \u2013 <\/strong>The Employer proposed to update the name of this article to Inclusion and Belonging<\/em> and proposed to replace references to DEI in this article with \u201cinclusion and belonging.\u201d 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.<\/p>\n

          Article 53 \u2013 Salary Overpayment Recovery \u2013 <\/strong>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.<\/p>\n

          \u00a0<\/strong>The Employer proposed housekeeping edits only on the following provisions:<\/p>\n

            \n
          • Article 4 \u2013 Affirmative Action<\/li>\n
          • Article 6 \u2013 Employee Rights<\/li>\n
          • Article 11 – Overtime<\/li>\n<\/ul>\n

            On the following provisions, the Employer proposed to maintain current contract language:<\/p>\n

            The Employer proposed to strike the following out-of-date MOUs:<\/p>\n

              \n
            • MOU \u2013 Professional Libraries and Press Employee Position Reviews<\/li>\n
            • MOU \u2013 Supplements<\/li>\n
            • MOU \u2013 Lump Sum Payment for Professional Libraries and Press Employees<\/li>\n
            • MOU \u2013 Libraries IT Employee Recruitment and Retention Increases<\/li>\n
            • MOU \u2013 Professional Development Allocations<\/li>\n
            • MOU \u2013 Compression and Inversion Study<\/li>\n
            • MOU \u2013 Discretionary Time Off<\/li>\n<\/ul>\n
              Next Steps <\/strong><\/h5>\n

              The next SEIU 925-Libraries and UW bargaining session is scheduled for January 6, 2026 and will be held virtually.<\/p>\n","protected":false},"excerpt":{"rendered":"

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