This recap details the thirteenth 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 update language around employee recruitment, stating that UW Libraries, Law Library, and Press are committed to engaging in practices that encourage people from underrepresented groups to apply for bargaining unit positions. Additionally, the parties agreed to new language stating that UW Libraries would require implicit bias training for search committee members when required by law.<\/p>\n
The parties agreed to new language allowing for employees to retain up to forty (40) hours of accrued sick time off upon returning to work from parental leave.<\/p>\n
The Union accepted the Employer\u2019s definition of Classification, also referred to as a “job profile\u201d, and proposed to include a link to the Classification and Pay website for represented civil service exempt staff for further definitions. Additionally, the Union proposed language that at least two (2) bargaining unit applicants per job be granted an interview moving from their previous proposal that all bargaining unit applicants would be granted an interview.<\/p>\n
The Union proposed to specify that the Promotional Trial Service would not apply to employees promoted through reclassification. The Union reasserted that other promotional appointees must complete a three (3) month trial service period. Finally, the Union maintained its position regarding the conversion of PLE positions into Librarian roles. Additionally, the Union proposed striking previously proposed language concerning class\/grade specifications and PLE Job Evaluation Factors. The Union removed language regarding the granting of In-Grade Adjustments and proposed to include a reference to Article 21.14.<\/p>\n
The Union counter-proposed to clarify a piece from their prior proposal that would allow an employee\u2019s representative in the Union to request a position review. Additionally, the Union maintained its initially proposed language to require the Employer to notify the employee within fifteen (15) days if a request for a position review is incomplete, and that the UWHR Compensation Office would be required to notify employee within thirty (30) calendar days of receiving a complete request about any additional steps needed to take.<\/p>\n
The Union maintained much of its initial proposal for this Article, including updating the title to \u2018Voluntary Reductions in Staffing, Furloughs, Layoff, Seniority, Rehire,\u2019 and a new section on voluntary reductions in staffing detailing how the Employer can offer voluntary reductions. The Union dropped its prior proposals to include voluntary resignation with severance, a new section on furloughs detailing Employer requirements for notices and meeting with the Union about furloughs, and a new section to allow employees to choose to be placed on the rehire list if they had reason to believe their position was being eliminated. The Union also accepted some of the Employer\u2019s prior proposed language about temporary layoffs, but counter proposed new language that would require the Employer to make every reasonable effort to adopt alternative measures prior to implementing layoffs.<\/p>\n
The Union accepted the Employer\u2019s proposal to rename this article, \u2018Represented Temporary Hourly Employees.\u2019 The Union reasserted its proposal that the following articles apply to hourly employees:<\/p>\n
The Union accepted the Employer\u2019s proposal to strike the section regarding the probationary period. The Union reasserted its previous proposed language regarding employees receiving funding and release time for professional development. Finally, the Union reasserted its previous proposed language that duties and assignments be considered part of regular work, and to include Voluntary Reductions in Staffing, Furloughs, Layoff, Seniority, and Rehire.<\/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 Union would accept the Employer\u2019s counter proposal for this Article as presented during this bargaining session. The Employer\u2019s counter is recapped below.<\/p>\n The Union amended its prior counterproposal regarding temporary librarians participating in research and service activities to state that such participation requires supervisory approval and if a request is denied, the supervisor would be required to provide the reason for denial in writing. Additionally, the Union dropped its initial proposal to establish standard names and titles such as Directors, Work Leads, and Heads.<\/p>\n As part of this package proposal, the Union would accept the Employer\u2019s prior counter proposal as presented during the February 12 bargaining session.<\/p>\n The Employer 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 Employer accepted the Union\u2019s prior counter proposals to remove references to personnel groups and decrease the number of librarians on the Review Committee for Ranks of Senior Assistant and Associate Librarian from nine (9) to seven (7). The Employer counter proposed to increase the number of represented librarians on the Librarian Personnel Committee from two (2) to six (6). With respect to renewal of appointments for Senior Assistant Librarians, the Employer counter proposed various edits to simply the renewal process, such as not requiring a summary document, not requiring no more than two (2) pages detailing position expectations, professional development, service contributions, and not requiring more than two (2) references.<\/p>\n As part of this package proposal, the Union would accept the Employer\u2019s initial proposal for this Article as presented during the December 2 bargaining session.<\/p>\n As part of this package proposal, the Union would accept the Employer\u2019s last counter proposal as presented during the February 12 bargaining session.<\/p>\n In response to the Union, the Employer proposed language stating that UW Libraries, UW Press, and Gallagher Law Library would be committed to using gender-inclusive language as outlined in the University Style Guide in their employee communications. The Employer reasserted their initial proposal in the remainder of the Article.<\/p>\n The Employer accepted the Union\u2019s counterproposal to include language about retaliation against employees who exercise academic or intellectual freedom rights, however, proposed to incorporating the reference into \u00a0existing language to state that lawful exercises would not result in retaliation.<\/p>\n The Employer proposed creating a new side letter that would require UW Libraries, UW Press, and Gallagher Law Library to maintain a list of places where open positions are posted (websites, forums, etc.) and that the list would made available to the Union upon request.<\/p>\n The next SEIU 925-Libraries and UW bargaining session is scheduled for Monday, March 9 and will be held in-person at the UDSB Gateway building.<\/p>\n","protected":false},"excerpt":{"rendered":" This recap details the thirteenth 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":"","_lmt_disable":"","footnotes":""},"categories":[3],"tags":[],"class_list":["post-10858","post","type-post","status-publish","format-standard","hentry","category-negotiation-update","union-seiu-925-libraries","duration-2026-2029"],"acf":[],"yoast_head":"\n\n
Article 18: Rank, Status, Initial Appointments, Renewal of Appoints and Promotions for UW Libraries Librarians <\/strong><\/h6>\n<\/li>\n<\/ul>\n
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Article 19: Duties and Assignments<\/strong><\/h6>\n<\/li>\n<\/ul>\n
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Article 22: Performance Evaluations <\/strong><\/h6>\n<\/li>\n<\/ul>\n
Employer Counter Proposals<\/strong><\/h4>\n
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Article 18: Rank, Status, Initial Appointments, Renewal of Appoints and Promotions for UW Libraries Librarians<\/strong><\/h6>\n<\/li>\n<\/ul>\n
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Article 19: Duties and Assignments<\/strong><\/h6>\n<\/li>\n<\/ul>\n
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Article 22: Performance Evaluations<\/strong><\/h6>\n<\/li>\n<\/ul>\n
Article 48: Diversity, Equity, and Inclusion (DEI) and Anti-Racism<\/strong><\/h6>\n
Article 61: Intellectual Freedom <\/strong><\/h6>\n
New Side Letter X: Recruitment <\/strong><\/h6>\n
Next Steps <\/strong><\/h4>\n