{"id":14199,"date":"2026-06-03T00:00:00","date_gmt":"2026-06-03T07:00:00","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/2026\/06\/03\/teamsters-117-negotiations-recap-for-june-3-2026"},"modified":"2026-06-25T10:18:54","modified_gmt":"2026-06-25T17:18:54","slug":"teamsters-117-negotiations-recap-for-june-3-2026","status":"publish","type":"post","link":"https:\/\/hr.uw.edu\/labor\/2026\/06\/03\/teamsters-117-negotiations-recap-for-june-3-2026","title":{"rendered":"Teamsters 117 Negotiations Recap for June 3, 2026"},"content":{"rendered":"

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

This recap details the fourth session for the negotiation for the collective bargaining agreement between Teamsters 117 and UW. Recaps are published online on the UW Labor Relations website.<\/a><\/p>\n

 <\/p>\n

Tentative Agreements<\/strong><\/h4>\n

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

Article 2: Non-Discrimination<\/strong><\/h5>\n

The TA includes housekeeping edits only, updating the reference from Executive Order 31 to Executive Order 81 concerning the prohibition of discrimination, harassment, and sexual misconduct.<\/p>\n

Article 5: Union Recognition, Union Security and Dues Deduction<\/strong><\/h5>\n

The TA includes housekeeping edits only, adding a list of all the employee information the Union currently receives each pay period.<\/p>\n

Article 12: Leaves-General<\/strong><\/h5>\n

The TA memorializes that five (5) days of bereavement leave shall be granted for each death of a family member.<\/p>\n

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

    \n
  • Article 1: Preamble<\/li>\n
  • Article 4: Joint Labor\/Management Committee<\/li>\n
  • Article 6: Union Business Representatives<\/li>\n
  • Article 7: Union Business Activities Absences<\/li>\n
  • Article 8: Employee Files<\/li>\n
  • Article 9: Sick Time Off<\/li>\n
  • Article 10: Vacations<\/li>\n
  • Article 14: Seniority and Layoff<\/li>\n
  • Article 17: Discipline and Dismissal<\/li>\n
  • Article 18: Grievance Procedure<\/li>\n
  • Article 21: Contracting Out<\/li>\n
  • Article 22: Performance of Duty\/Strike\/Lockout<\/li>\n
  • Article 24: Severability<\/li>\n
  • Article 26: Resignation and Abandonment<\/li>\n
  • Article 28: Training<\/li>\n
  • Article 29: Work Related Injury Leave<\/li>\n<\/ul>\n

     <\/p>\n

    Employer Package Proposal<\/strong><\/h4>\n

    The Employer presented a \u201cWhat If\u201d package proposal\u00a0in which all provisions would need to be accepted in their entirety. Package highlights are outlined below.<\/strong><\/p>\n

      \n
    • \n
      Article 20: Longevity And Premiums<\/strong><\/h5>\n<\/li>\n<\/ul>\n

      As part of this package proposal, the Employer proposed to increase the field training officer premium to nine percent (9%) on all hours worked performing FTO responsibilities. The Employer also proposed expanding the educational incentive criteria to include an associate\u2019s degree, which would be paid at a rate of one percent (1%).<\/p>\n

        \n
      • \n
        Article 25: Wages<\/strong><\/h5>\n<\/li>\n<\/ul>\n

        As part of this package proposal, the Employer proposed the following base wage rate adjustments:<\/p>\n

          \n
        • \n
            \n
          • Effective July 1, 2027, Pay Table BP, Range 1 would be increased by three percent (3%).<\/li>\n
          • Effective July 1, 2028, Pay Table BP, Range 1 would be increased by three percent (3%).<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n

            Also, as part of this package, the Employer reasserted its most recent proposals in the following provisions:<\/p>\n

              \n
            • \n
                \n
              • Article 11 Holidays<\/li>\n
              • Article 15 Hours of Work and Overtime<\/li>\n
              • Article 16 Compensatory Time<\/li>\n
              • Appendix A \u2013 Health Care Benefits Amounts<\/li>\n
              • New Article VEBA<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n

                The Employer maintained its proposal to retain current contract language in the following provisions:<\/p>\n

                  \n
                • \n
                    \n
                  • Article 13 Uniforms\/Personal Items<\/li>\n
                  • Article 19 Employee Rights<\/li>\n
                  • Article 23 Tuition Exemption<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n

                     <\/p>\n

                    Union Package Proposal<\/strong><\/h4>\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

                      \n
                    • \n
                      Article 23: Tuition Exemption<\/strong><\/h5>\n<\/li>\n<\/ul>\n

                      As part of this package proposal, the Union would withdraw its proposal to increase the maximum tuition exemption to sixteen (16) credits, retaining the current contract language of six (6) credits per quarter.<\/p>\n

                        \n
                      • \n
                        Article 25: Wages<\/strong><\/h5>\n<\/li>\n<\/ul>\n
                        25.2. Base Wage Rate Adjustment<\/strong><\/h6>\n

                        As part of this package proposal, the Union proposed the following base wage rate adjustments:<\/p>\n

                          \n
                        • \n
                            \n
                          • Effective July 1, 2027, Pay Table BP, Range 1 would be increased by fifteen percent (15%).<\/li>\n
                          • Effective July 1, 2028, Pay Table BP, Range 1 would be increased by ten percent (10%).<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n
                              \n
                            • \n
                              New Article \u2013 Legal Services Trust Fund<\/strong><\/h5>\n<\/li>\n<\/ul>\n

                              As part of this package proposal, the Union would agree to withdraw the entirety of this proposed article requiring the Employer to contribute to the Western Conference of Teamsters Legal Services Trust Fund.<\/p>\n

                                \n
                              • \n
                                New Article \u2013 Long-Term Services and Support Trust Program<\/strong><\/h5>\n<\/li>\n<\/ul>\n

                                As part of this package proposal, the Union would agree to withdraw the entirety of this proposed article requiring the Employer to pay one hundred percent (100%) of the Long-Term Services and Supports Trust Program premiums for bargaining unit employees.<\/p>\n

                                  \n
                                • \n
                                  VEBA Medical Reimbursement <\/strong><\/h5>\n<\/li>\n<\/ul>\n

                                  Under this package proposal, the Employer would agree to an increased contribution to the VEBA Medical Reimbursement Plan on behalf of employees, from one point two percent (1.2%) to two percent (2%), and the Union would withdraw its proposed supplemental retirement benefits reopener.<\/p>\n

                                   <\/p>\n

                                  Union Counter Proposals<\/strong><\/h4>\n
                                  Article 19: Employee Rights<\/strong><\/h5>\n

                                  The Union proposed to include excerpted language directly from the UWPD Body Worn Camera Policy as it pertains to the use of body worn camera recordings in discipline.<\/p>\n

                                  Article 20: Longevity And Premiums<\/strong><\/h5>\n

                                  In response to the Employer, the Union modified their proposed longevity pay schedule as follows:<\/p>\n

                                    \n
                                  • Two (2) years, at one percent (1%) pay<\/li>\n
                                  • Three (3) years, at two percent (2%)<\/li>\n
                                  • Four (4) years, at three percent (3%) pay<\/li>\n
                                  • Six (6) years, at five percent (5%) pay<\/li>\n
                                  • Ten (10) years at six percent (6%) pay<\/li>\n
                                  • Fifteen (15) years, at eleven percent (11%) pay<\/li>\n
                                  • Twenty (20) years, at twelve percent (12%) pay<\/li>\n
                                  • Twenty-five (25) years, at fourteen percent (14%)<\/li>\n
                                  • Thirty (30) years or more, at sixteen percent (16%) pay<\/li>\n<\/ul>\n

                                    The Union modified its proposal, stating that field training officers would receive a fifteen percent (15%) premium on all hours worked performing FTO responsibilities.<\/p>\n

                                     <\/p>\n

                                    Next Steps<\/strong><\/h4>\n

                                    The next UW & Teamsters 117 bargaining session will be in person mediation with PERC mediation, and is scheduled for June 17, 2026.<\/p>\n","protected":false},"excerpt":{"rendered":"

                                    Background This recap details the fourth session for the negotiation for the collective bargaining agreement between Teamsters 117 and UW. Recaps are published online on the UW Labor Relations website.   Tentative Agreements The parties tentatively agreed to the following articles: Article 2: Non-Discrimination The TA includes housekeeping edits only, updating the reference from Executive Order 31 to Executive Order 81 concerning the prohibition of discrimination, harassment, and sexual misconduct. Article 5: Union Recognition, Union Security and Dues Deduction The…<\/p>\n","protected":false},"author":49,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_lmt_disableupdate":"","_lmt_disable":"","slim_seo":{"title":"Teamsters 117 Negotiations Recap for June 3, 2026 - Labor Relations","description":"Background This recap details the fourth session for the negotiation for the collective bargaining agreement between Teamsters 117 and UW. Recaps are published"},"footnotes":""},"categories":[117],"tags":[],"class_list":["post-14199","post","type-post","status-publish","format-standard","hentry","category-teamsters-117"],"acf":[],"modified_by":"katiehsu","_links":{"self":[{"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/posts\/14199","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/users\/49"}],"replies":[{"embeddable":true,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/comments?post=14199"}],"version-history":[{"count":1,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/posts\/14199\/revisions"}],"predecessor-version":[{"id":14380,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/posts\/14199\/revisions\/14380"}],"wp:attachment":[{"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/media?parent=14199"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/categories?post=14199"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/tags?post=14199"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}