{"id":10717,"date":"2026-02-26T13:06:50","date_gmt":"2026-02-26T21:06:50","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=10717"},"modified":"2026-03-31T14:37:31","modified_gmt":"2026-03-31T21:37:31","slug":"uw-seiu-925-continuum-college-negotiations-recap-for-february-26-2026","status":"publish","type":"post","link":"https:\/\/hr.uw.edu\/labor\/2026\/02\/26\/uw-seiu-925-continuum-college-negotiations-recap-for-february-26-2026","title":{"rendered":"UW & SEIU 925 Continuum College Negotiations Recap for February 26, 2026"},"content":{"rendered":"

Background<\/strong><\/h4>\n

This recap details the twenty-nineth session for the negotiation for the collective bargaining agreement between SEIU 925-Continuum College and UW. The parties were joined by a mediator from the Public Employment Relations Commission (PERC). Recaps are published online on the\u00a0UW Labor Relations website<\/a>.<\/p>\n

 <\/p>\n

UW \u2013 Counter Proposals <\/strong><\/h4>\n
Article: Layoff, Seniority and Rehire<\/h5>\n

In response to the Union, the Employer reasserted its proposed language that the Employer would notify impacted employees and the Union of impending layoffs at least thirty (30) days in advance of implementation.<\/p>\n

MOU: Professional Staff Temporary Employees<\/h5>\n

In response to the Union reasserting their limited term hourly employees article, the Employer proposed the following MOU, that if a Professional Staff Temporary Employee works at least 350 hours in the same position and is employed in that same position for at least twenty-four consecutive months, the Employer would convert the position to a regular appointment and include it in the bargaining if applicable per Article XX of the Classification and Reclassification, Section XX Job Profile Changes.<\/p>\n

 <\/p>\n

SEIU 925 \u2013 Continuum College Counter Proposals<\/strong><\/h4>\n
Article: Layoff, Seniority and Rehire<\/h5>\n

In response to the Employer, the Union reasserted their previously submitted proposal from the February 3rd<\/sup> bargaining session.<\/p>\n

Article: Non-Discrimination<\/strong><\/h5>\n

In response to the Employer, the Union reasserted their nondiscrimination proposal and incorporated in their previously proposed DEI article from the July 7th<\/sup> 2025 bargaining session.<\/p>\n

Article: No Strike No Lockout<\/h5>\n

In response to the Employer, the Union accepted the Employers proposal.<\/p>\n

Article: Compensation Wages and other Pay Provisions<\/h5>\n

In response to the Employer, the Union proposed the following regarding salary minimums and maximums:<\/p>\n

A. Within three (3) months of the contract ratification in year one (1), minimum and maximum salaries in Appendix X will be increased by two percent (2%).
\nB. Within three (3) months of the contract ratification in year two (2), minimum and maximum salaries in Appendix X will be increased by two percent (2%).
\nC. Within three (3) months of the contract ratification in year three (3), minimum and maximum salaries in Appendix X will be increased by two percent 2%).<\/p>\n

The Union proposed the following regarding salary increases:<\/p>\n

A. Effective within ninety (90) days of ratification, on the first available pay period as determined by the Employer, all members of the bargaining unit will receive a two percent (2 %) across-the-board increase over their current salary.
\nB. On March 1, 2027, all members of the bargaining unit will receive a two percent (2 %) across-the-board increase over their current salary.
\nC. On March 1, 2028, all members of the bargaining unit will receive a two percent (2 %) across-the-board increase over their current salary.<\/p>\n

MOU: Universal Pay Increase<\/u><\/h5>\n

In addition to the across-the-boards in the Compensation article above, the Union is proposing a Universal Pay MOU that proposes:<\/p>\n