This recap details the sixteenth 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 rename this Article \u2018Represented Temporary Hourly Employees.\u201d The parties also agreed to add additional articles and sections that apply to temporary hourly employees, including Article 8.1E (New Employee Orientation), Article 8.2 (New Employee Training), Article 36.11 (Formal Collective Bargaining Leave), Article 43 (Personnel Files), Article 48 (Placeholder for title, article previously titled DEI and Anti-Racism), and Article 61 (Intellectual Freedom). Additionally, the parties agreed to increase the maximum work period for temporary hourly employees from six (6) months to no longer than twelve (12) months and agreed to strike language that required temporary hourly PLEs to serve a probationary period. Finally, the parties agreed to new language that will allow temporary employees to receive funding and release time for professional development, and that temporary employee work may include opportunities for professional development.<\/p>\n
The Union maintained their proposed language to define grades as indicating the compensation assignment reflective of job complexity and professional expertise required within a job class series. Additionally, the Union maintained some of its prior proposed language around promotion via reclassification for PLEs, stating that PLEs may be promoted to a higher grade via position review as detailed in Article 16.7, and in the case of no grade immediately above the PLE\u2019s current grade, the Union could request the creation of a new job class via the process detailed in Article 16.5 and if approved, the employee would be able to request a review for reclassification. With respect to in-grade salary adjustments, the Union proposed new language that would require performance evaluations to include the date of the employee\u2019s last in-grade salary adjustment and whether an in-grade salary adjustment is appropriate. With respect to promotional trial service periods, the Union proposed new language that would exempt employees promoted through reclassification from serving a trial service period. Finally, the Union reasserted its initial proposal that would allow PLEs to convert to a Librarian position.<\/p>\n
The Union amended its prior proposed language around timelines during the position review process, counter-proposing to require the local HR department to notify an employee of any additional steps required to complete the position review request within thirty (30) calendar days of submission, increased from their prior proposal of within fifteen (15) calendar days. Regarding UWHR Compensation\u2019s role in the process, the Union counter-proposed to require the office to notify an employee of additional steps required for position review, such as an interview or additional documentation, within forty-five (45) calendar days from receipt, increased from their prior proposal of within thirty (30) calendar days.<\/p>\n
The Union dropped its proposal to require the Employer to make every reasonable effort to adopt alternative measures and to allow alternatives to be suggested in impact bargaining. The Union instead proposed new language detailing the procedure the employer must follow when it becomes necessary to reduce its workface. The proposed procedure included specific language for voluntary retirement, \u00a0an early retirement program as determined by the University in order to avoid layoffs, as well as to allow employees to volunteer for temporary layoff in the form of an FTE reduction. With respect to layoff notices, the Union maintained its proposal to require the Employer to provide at least forty-five (45) calendar days\u2019 advance notice for cases in which the Employer determines a loss of funds makes the current six (6)-month notice length not feasible. With respect to rehire list placement, the Union maintained its proposal to allow PLE employees on the rehire list to be referred for any open positions in the bargaining unit, to require the Employer to offer positions to employees with the longest duration on the rehire list first, but dropped its proposal to allow PLEs to be considered for Librarian positions, and vice versa.<\/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 dropped their proposal for new language that would have allowed employees two options for calculating overtime. However, the Union maintained their proposal that pre-approval of overtime would not be required when needed for operations. The Union also maintained their proposal around late-night transportation that would require taxi or ride share services be provided for employees who work after their regular office is closed and\/or when their safety is of concern.<\/p>\n The Union presented its fifth compensation counterproposal and adjusted its proposal for across-the-board salary and minimum salary increases in the second year of the contract from four percent (4%) to three and a half percent (3.5%), effective January 1, 2027. The Union maintained its proposals for an increase of 4% in the first year to be retroactive to February 2, 2026, and an increase of 3% effective January 1, 2028. They also maintained their proposal regarding standby pay (on call) and callback pay premiums. Also, the Union struck prior proposed language around longevity retention raises in this Article, in favor of language in an associated MOU (see below).<\/p>\n The Union proposed to update pay figures in Appendix 2 to align with their updated counterproposal for Article 21: Compensation Wages, and Other Pay Provisions<\/em>. The Union maintained their proposal that PLE positions with a grade 5, 6 and 7 PLE salary minimums would increase to the minimums for Assistant Librarian and Senior Assistant Librarian, respectively. For PLE positions listed a grade 8 or 9, they moved from a 10% difference between the salary minimums to an eight percent (8%) difference between the levels.<\/p>\n The Union proposed to create a new MOU that would require employees who have completed 20 years of cumulative libraries service to receive a two percent (2%) increase to their salary. This proposal would apply to employees who have already hit that mark, and to employees who would hit 20 years of service during the life of the contract.<\/p>\n The Union accepted Employer proposed language to include a reference to the editorial and equitable language guides available on the UW brand website. In response to the Employer, the Union is reasserting the use of \u201cDiversity, Equity and Inclusion\u201d in the section of the article regarding workshops and trainings<\/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 As part of this package proposal, the Employer proposed new language stating that overtime preauthorization may be granted in accordance with the UW Libraries Overtime Policy.<\/p>\n The Employer presented its third and fourth compensation counter proposal and increased its proposal for across-the-board salary and minimum salary increases in the second year of the contract from one and a half percent (1.5%) to two percent (2%), effective April 1, 2027. The Employer maintained its initial proposal for the remainder of this Article, including a 2% increase effective April 1, 2026 (year 1) and a 1% increase effective April 1, 2028 (year 3). The employer also proposed increases to select PLE salary range minimums as detailed below.<\/p>\n As part of this package proposal, in response to the Union, the Employer proposed a new MOU allowing the UW Press Director to assign informal working titles of Head or Director when such titles reflect industry standards rather than additional managerial responsibility. In this MOU, the Employer also proposed that assignment of these working titles would require prior approval from UW Libraries HR, and the Employer would retain discretion to assign or remove these working titles, and removal would not be grievable.<\/p>\n As part of this package proposal, the Employer proposed a new MOU in which Professional Libraries and Press job classifications that have a current salary range minimum of less than $5,500 a month, would receive an additional 2% increase effective April 1, 2026.<\/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 reasserted its initial proposal to maintain the current accrual rates for PLEs.<\/p>\n In response to the Union, the employer agreed to update the family member definition for sick time off and strike \u201cstate registered\u201d as it related to domestic partners<\/p>\n As part of this package, the Union would agree to the employer\u2019s initial proposal from November 13, 2025.<\/p>\n As part of this package, the Union would agree to the employer\u2019s counter proposal from March 9, 2026.<\/p>\n As part of this package, the Union would agree to the employer\u2019s counter proposal from January 20, 2026.<\/p>\n As part of this package, the Union would agree to current contract language.<\/p>\n In response to the Union, the Employer proposed language stating that Libraries HR would notify the requestor if a position review request was missing information. Also, in response to the Union, the Employer incorporated proposed language that meetings related to position reviews may take place in a private location whenever possible.<\/p>\n The Employer accepted the Union proposed language requiring that employees receive forty\u2011five (45) calendar days\u2019 advance notice in the event of a layoff. The Employer proposed language addressing voluntary layoffs in the form of FTE reductions. Under this proposal, appointing authorities may allow Professional Libraries and Press employees within the same job profile to volunteer for a temporary layoff in the form of an FTE reduction, in accordance with University policy. If the appointing authority accepts an employee\u2019s voluntary request, the employee would be required to submit a written letter accepting the voluntary temporary layoff.<\/p>\n The Employer proposed reverting to the current contract language by reinstating the terms \u201cdiversity, equity, and inclusion,\u201d while adding \u201caccessibility\u201d and \u201cbelonging.\u201d The Employer also proposed adding a reference to the editorial and equitable language guides available on the UW brand website.<\/p>\n The parties have filed a joint request for PERC contract mediation services.<\/p>\n","protected":false},"excerpt":{"rendered":" This recap details the sixteenth 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-10869","post","type-post","status-publish","format-standard","hentry","category-negotiation-update","union-seiu-925-libraries","duration-2026-2029"],"acf":[],"yoast_head":"\n\n
Article 11: Overtime<\/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 2: Librarians Job Groups and Pay Ranges<\/strong><\/h6>\n<\/li>\n<\/ul>\n
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NEW MOU: Longevity Retention Raises<\/strong><\/h6>\n<\/li>\n<\/ul>\n
Article 48: Diversity, Equity, and Inclusion (DEI) and Anti-Racism <\/strong><\/h6>\n
Employer Counter Proposals<\/strong><\/h4>\n
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Article 11: Overtime<\/strong><\/h6>\n<\/li>\n<\/ul>\n
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Article 21 \u2013 Compensation<\/strong><\/h6>\n<\/li>\n<\/ul>\n
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New MOU: UW Press Working Titles<\/strong><\/h6>\n<\/li>\n<\/ul>\n
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New MOU: PLE Salary Range Minimums <\/strong><\/h6>\n<\/li>\n<\/ul>\n
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Article 24 \u2013 Vacation<\/strong><\/h6>\n<\/li>\n<\/ul>\n
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Article 25 \u2013 Sick Time Off<\/strong><\/h6>\n<\/li>\n<\/ul>\n
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Article 31 \u2013 Civil Duty Time Off and Bereavement Time Off<\/strong><\/h6>\n<\/li>\n<\/ul>\n
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Article 32 \u2013 Leave Related to Domestic Violence Sexual Assault and Stalking<\/strong><\/h6>\n<\/li>\n<\/ul>\n
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Article 36 \u2013 Miscellaneous Leave<\/strong><\/h6>\n<\/li>\n<\/ul>\n
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Article 38 \u2013 Time Off Due to Family Care Emergences<\/strong><\/h6>\n<\/li>\n<\/ul>\n
Article 16: Classification and Reclassification Professional Libraries and Press Employees <\/strong><\/h6>\n
Article 46: Layoff, Seniority and Rehire <\/strong><\/h6>\n
Article 48 \u2013 Diversity Equity and Inclusion (DEI) and Anti-Racism<\/strong><\/h6>\n
Next Steps <\/strong><\/h4>\n