This recap details the fifteenth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and SEIU 925 \u2013 Libraries.<\/p>\n
The parties tentatively agreed to the following:<\/p>\n
The parties agreed to new language around the role of the Librarian Personnel Committee and the Review Committee in the process of appointment renewal, promotions, and reviews for permanent status. New language requires that the Librarian Personnel Committee\u2019s report describe proceedings, summarize the decision, include concerns and counterarguments, and include qualifications of the candidate for the requested action and the committee\u2019s recommendation. Additionally, the summary will omit specific attributions and may omit vote counts for confidentiality. With respect to the Review Committee, new language will require the committee to submit its report detailing the candidate’s qualifications for their requested action and its recommendation, and also to submit a redacted version of the report. The parties also agreed to remove all language around and references to personnel groups.<\/p>\n
The parties agreed to updated language detailing the structure of committees, including reducing the number of Librarians on Review Committees from nine (9) to seven (7).<\/p>\n
The parties agreed to updated language around documentation required for reappointment renewal, promotions, or reviews for permanent status for Senior Assistant Librarians, including no longer requiring a summary document, no more than two (2) pages each for detailing evidence of excellence in position responsibilities, professional development activities, and service contributions. Additionally, the parties agreed to new language requiring candidates seeking promotion to provide names of at least two (2) references but no more than five (5).<\/p>\n
The parties agreed to clarify that core duties for librarians include committee appointments related to position responsibilities. The parties also agreed to new language establishing that while temporary librarians are eligible to participate in research and service activities, the majority of their time should be spent on core duties and that they should discuss participation in research and service with their supervisor. Under this new language, supervisors may prospectively authorize participation in such activities, and if a temporary employee\u2019s request is denied, the supervisor will provide the reason for denial in writing.<\/p>\n
The parties agreed to standardize the performance evaluation cadence as an annual process, except in years that Librarians submit their documentation for promotion, reappointment, or status review. The parties also agreed to remove the requirement for evaluators to complete implicit bias training.<\/p>\n
The parties agreed to new language that will require the Employer to address all accommodation requests in a timely manner and inform employees of the status of their request, provide employees with information about their rights in the accommodation process, and make available training on best practices in regard to accommodations. Additionally, the parties agreed to new language stating that accommodations will be determined through a documented interactive process and upon completion of the process, the Employer will be required to provide a written explanation to an employee if their request is denied, and that Employees can file a complaint with the UW Civil Rights Compliance Office based on possible failure to reasonable accommodate a disability. With respect to returning to work from disability leave, the parties agreed to new language that will require employees to submit a new accommodation request with supporting medical documentation prior to the expiration of their leave if a return-to-work accommodation or an extension of leave is needed.<\/p>\n
With respect to accommodations for pregnant or lactating employees, the parties agreed to new language that outlines accommodations related to lactation that don\u2019t require health care provider certification, such as providing reasonable break times, providing lactation spaces, and accommodating nursing during work hours in an employee\u2019s regular workspace location.<\/p>\n
The parties tentatively agreed to strike the following out-of-date\/expired MOUs:<\/p>\n
The Union presented a package proposal\u00a0in which all provisions would need to be accepted in their entirety. Package highlights are outlined below.<\/strong><\/p>\n As part of this package proposal, the Employer would agree to the Union\u2019s previous counterproposal for this Article as presented during the February 17 bargaining session.<\/p>\n As part of this package proposal, the Union would agree to the Employer\u2019s initial proposal for this Article as presented during the November 13 bargaining session.<\/p>\n As part of this package proposal, the Union would agree to the Employer\u2019s previous counterproposal for this Article as presented during the March 9 bargaining session.<\/p>\n As part of this package proposal, the Union would agree to the Employer\u2019s previous counterproposal for this Article as presented during the January 20 bargaining session.<\/p>\n As part of this package proposal, the Union would agree to maintain current contract language in this Article.<\/p>\n As part of this package proposal, the Employer would agree to the Union\u2019s previous counterproposal for this Article as presented during the February 17 bargaining session.<\/p>\n The Union presented a package proposal\u00a0in which all provisions would need to be accepted in their entirety. Package highlights are outlined below.<\/strong><\/p>\n The Union\u2019s compensation counterproposal would increase bargaining unit salaries and minimum salaries by 4% in the first year, effective retroactively to February 2, 2026. The Union\u2019s maintained its proposals for the second and third years of the contract to increase salaries and salary minimums by 4% effective January 1, 2027 and an additional 3% effective January 1, 2028. The Union amended a portion of its Longevity Premium proposal, dropping the 1.5% premium for employees with at least 10 years of service, but maintained their proposal to establish a 2.5% premium for employees with at least 20 years of service. The premium for employees with at least 20 years of service would apply to employees who have already hit 20 years of service, as well as employees who would hit that mark during the life of the contract.<\/p>\n As part of this package proposal, the Employer would agree to the Union\u2019s prior counterproposal for this Appendix as presented during the March 9 bargaining session.<\/p>\n As part of this package proposal, the Employer would agree to the Union\u2019s prior counterproposal for this Appendix as presented during the March 9 bargaining session.<\/p>\n As part of this package proposal, the Union would agree to the Employer\u2019s initial proposal for this Article as presented during the December 19 bargaining session.<\/p>\n The Employer counter proposed language around determination of whether a position is overtime-eligible or overtime-exempt, stating that both the employee and their supervisor would be notified of the change and whenever possible, the employee would be notified in advance of the change. With respect to schedule changes, the Employer counter proposed language that would require temporary shift changes within a workweek to not be employed to create a split work shift, work week, or to avoid overtime accrual.<\/p>\n In response to the Union\u2019s proposal in Article 11: Overtime for language stating that employees would have access to Husky Night Walk and UW NightRide services, the Employer proposed to revise a tentative agreement already reached for this Article to include that language in Article 41 instead.<\/p>\n The Employer proposed adding additional language around layoffs stating that the Employer will notify affected employees and the Union in writing so that alternative proposals could be considered. The Employer reasserted the remainder of its prior counterproposal for this Article.<\/p>\n The Employer accepted the Union\u2019s prior proposal to include sections 8.1 E (Union Orientation) and 8.2 (New Employee Training) in the list of Articles that apply to temporary employees. The Employer also accepted the Union\u2019s prior proposal to allow temporary employees to take unpaid release time for bereavement\/condolences purposes.<\/p>\n The next SEIU 925-Libraries and UW bargaining session is scheduled for Wednesday, March 25, and will be held virtually.<\/p>\n","protected":false},"excerpt":{"rendered":" This recap details the fifteenth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and SEIU 925 \u2013 Libraries. Tentative Agreements The parties tentatively […]<\/p>\n","protected":false},"author":104,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_lmt_disableupdate":"no","_lmt_disable":"","footnotes":""},"categories":[3],"tags":[],"class_list":["post-10850","post","type-post","status-publish","format-standard","hentry","category-negotiation-update","union-seiu-925-libraries","duration-2026-2029"],"acf":[],"yoast_head":"\n\n
Article 25: Sick Time Off<\/strong><\/h6>\n<\/li>\n<\/ul>\n
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Article 31: Civil\/Jury Duty Time Off and Bereavement Time Off<\/strong><\/h6>\n<\/li>\n<\/ul>\n
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Article 32: Time Off for Domestic Violence, Sexual Assault, Stalking, or Hate Crime<\/strong><\/h6>\n<\/li>\n<\/ul>\n
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Article 36: Miscellaneous Leave<\/strong><\/h6>\n<\/li>\n<\/ul>\n
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Article 38: Time Off Due to Personal\/Family Care Emergencies<\/strong><\/h6>\n<\/li>\n<\/ul>\n
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MOU: Discretionary Leave <\/strong><\/h6>\n<\/li>\n<\/ul>\n
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Article 21: Compensation, Wages, and Other Pay Provisions<\/strong><\/h6>\n<\/li>\n<\/ul>\n
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Appendix 1: Librarians Job Groups and Pay Ranges<\/strong><\/h6>\n<\/li>\n<\/ul>\n
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Appendix 2: Professional Libraries and Press<\/strong><\/h6>\n<\/li>\n<\/ul>\n
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Article 64: Duration<\/strong><\/h6>\n<\/li>\n<\/ul>\n
Employer Counter Proposals<\/strong><\/h4>\n
Article 10: Hours of Work<\/strong><\/h5>\n
Article 41: Transportation, Travel, and Commute Reduction<\/strong><\/h5>\n
Article 46: Layoff, Seniority, Rehire<\/strong><\/h5>\n
Article 56: Represented Limited Term Hourly Employees <\/strong><\/h5>\n
Next Steps <\/strong><\/h4>\n