{"id":14919,"date":"2026-07-01T14:41:47","date_gmt":"2026-07-01T21:41:47","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=14919"},"modified":"2026-07-01T15:06:35","modified_gmt":"2026-07-01T22:06:35","slug":"uw-wfse-negotiations-recap-for-june-25-2026","status":"publish","type":"post","link":"https:\/\/hr.uw.edu\/labor\/2026\/07\/01\/uw-wfse-negotiations-recap-for-june-25-2026","title":{"rendered":"UW & WFSE Negotiations Recap for June 25, 2026"},"content":{"rendered":"

Background<\/strong><\/h2>\n

This recap details the first session of the negotiation for the collective bargaining agreement between the University of Washington and WFSE. Recaps are published online on the UW Labor Relations website<\/a>.<\/p>\n

\u00a0<\/strong><\/p>\n

Ground Rules<\/strong><\/h2>\n

The Parties reached agreement on ground rules for bargaining the 2027-2029 contract.<\/p>\n

 <\/p>\n

WFSE Initial Proposals<\/strong><\/h2>\n

Article 2: Non-Discrimination<\/strong><\/h3>\n

The Union proposed including status as a whistleblower as a category that should be protected against discrimination. The Union also proposed that if an employee files an internal complaint with the Civil Rights Investigation Office, the investigation would begin no later than 15 days after the incident is reported. The Union proposed that when a grievance or complaint is filed, the Employer would take reasonable steps to protect the employee from further exposure to the alleged discrimination, harassment, or retaliation. Current contract language states the Employer will implement interim measures as appropriate.<\/p>\n

 <\/p>\n

Article 4: Workplace Behavior<\/strong><\/h3>\n

The Union proposed that as soon as practicable, the Employer would take reasonable steps to protect the employee from further exposure to the alleged inappropriate workplace behavior. Current contract language states the Employer take appropriate action as necessary. The Union also proposed that investigations of workplace behavior would begin no later than 15 days after the incident is reported.<\/p>\n

\u00a0<\/strong><\/p>\n

Article 14: Hiring, Appointments, Promotions, and Transfers<\/strong><\/h3>\n

The Union proposed that artificial intelligence (AI), including generative AI, would not be used when making employment-related decisions such as hiring, promotion, probation extensions or separations, and transfers. The Union also proposed that volunteers and student workers would not fill vacant bargaining unit positions, may only be used to the extent they supplement, and would not supplant or supervise bargaining unit employees.<\/p>\n

When a lead or other higher-level employee is out for four days or more, the Union proposed that management would fill that position with a qualified person from that shop and that the higher-level duty position would be offered to all qualified employees on a rotating basis. The Union also proposed increasing the temporary salary increase (TSI) to at least 10 percent (10%), an increase from the current TSI of at least five percent (5%).<\/p>\n

 <\/p>\n

Article 31: Health and Safety<\/strong><\/h3>\n

The Union proposed that the Employer would create and maintain a secure workplace and that employees would play an active role in creating a secure workplace.<\/p>\n

For work that cannot be performed remotely, the Union proposed the Employer would follow state and University EH&S workplace safety rules and guidelines for the prevention of heat related illness and wildfire smoke and that additional mitigation strategies needed to address climate issues in specific worksites would be appropriate topics for Joint Union\/Management committee meetings.<\/p>\n

The Union proposed that supervisors would also periodically inspect security issues and would put in place appropriate and feasible mitigations for any identified conditions that may create an unsecured environment.<\/p>\n

The Union also proposed that the Employer would provide mandatory, in-person, Personal Protective Equipment (PPE) and infection prevention training to all employees.<\/p>\n

\u00a0<\/strong><\/p>\n

Article 32: Uniforms and Special Clothing<\/strong><\/h3>\n

The Union proposed that the Employer would reimburse employees up to two hundred dollars ($200) per year for protective footwear such as the ASTM F3445 (or similar) slip resistant footwear, and other footwear as personal protective equipment, for safety and\/or related to uniform expectations. Currently this allowance only applies to facilities trades as determined by the Employer for PPE.<\/p>\n

\u00a0<\/strong><\/p>\n

Article 34: Performance Evaluation<\/strong><\/h3>\n

The Union proposed that upon appointment to a position, the Employer would provide the employee with a copy of the employee’s work schedule and expected hours of work.<\/p>\n

\u00a0<\/strong><\/p>\n

Article 35: Personnel Files<\/strong><\/h3>\n

The Union proposed that any adverse material or information related to alleged misconduct would not remain in effect for a period of more than six (6) months from the date of issuance.<\/p>\n

\u00a0<\/strong><\/p>\n

Article 36: Corrective Action\/Dismissal<\/strong><\/h3>\n

The Union proposed that corrective action will be removed from the employee\u2019s personnel file after six (6) months by employee request if there has been no subsequent corrective action, a decrease from the three (3) years provided by the current contract.<\/p>\n

\u00a0<\/strong><\/p>\n

Article 37: Employee Assistance Program<\/strong><\/h3>\n

The Union proposed that the Employer would allow employees to access the services of the employee Assistance Program on paid time, should they access services during their scheduled work hours.<\/p>\n

\u00a0<\/strong><\/p>\n

Article 38: Seniority, Layoff, Rehire<\/strong><\/h3>\n

The Union proposed that the random chance method will be used as the seniority tiebreaker for both departmental and layoff seniority determinations.<\/p>\n

The Union also proposed that Artificial intelligence (AI), including generative AI, would not be used to perform bargaining unit work as it erodes the bargaining unit and displaces employees.<\/p>\n

The Union proposed that in the event of any form of reduction in work hours or layoff, the Employer would provide employees with a list of resources developed in collaboration with the Union. The Union also proposed that the Employer would provide support to impacted employees such as: assistance navigating the layoff process, addressing benefit, leave, and payroll-related questions, providing access to all available layoff lists the employee qualifies for, including the General Government Transition Pool, and identifying available resources for out-of-state employees.<\/p>\n

The Union proposed that the Employer would take the steps necessary to ensure that it is a participant in the Washington State Employment Security Department\u2019s Shared Work Program.<\/p>\n

\u00a0<\/strong><\/p>\n

Article 41: New Employees<\/strong><\/h3>\n

The Union proposed that the Employer would increase the amount of time a union representative is allowed with employees during new employee orientation from the current practice of thirty (30) minutes to sixty (60) minutes and that release time for the Union\u2019s new employee orientation would be automatic.<\/p>\n

For employees hired into the bargaining unit who do not attend the new employee orientation, the Union proposed that the Employer would provide the Union access to the employee within thirty (30) days of the employee\u2019s start date a decrease from the current practice allowing access to the employee for ninety (90) days after their start date. The Union also proposed that the Employer would increase the Union\u2019s access to the employee to sixty (60) minutes, a change from the current practice of thirty (30) minutes.<\/p>\n

Finally, the Union proposed that the Employer would copy the Union on digital copies of all appointment letters for bargaining unit positions.<\/p>\n

 <\/p>\n

Article 43: Joint Union\/Management Committees<\/strong><\/h3>\n

The Union proposed that joint union\/management committees would either be composed of five (5) members at the departmental level, an increase from three (3), or eight (8) members at the university wide level, an increase from six (6).<\/p>\n

\u00a0<\/strong><\/p>\n

Article 44: Classifications and Reclassification<\/strong><\/h3>\n

The Union proposed that during the position review process, once the position is reviewed and a written response is issued, that the Employer would copy the Union on all responses.<\/p>\n

\u00a0<\/strong><\/p>\n

Article 48: Staffing Concerns<\/strong><\/h3>\n

Union proposed that if an employee is assigned, on a long-term basis, the duties of a vacated position in addition to their duties, has met with their supervisor to discuss the situation and again with their union representative without reaching a satisfactory conclusion, that the employee or Union may file a grievance.<\/p>\n

\u00a0<\/strong><\/p>\n

Article 50: No Strike\/Lockout<\/strong><\/h3>\n

The Union proposed that refusal of an employee to cross the picket line in case of a declared strike would not be cause for disciplinary action of any kind.<\/p>\n

\u00a0<\/strong><\/p>\n

Article 52: Salary Overpayment Recovery<\/strong><\/h3>\n

The Union proposed that when an employee has determined that an Employer has underpaid them wages, the employee may recoup the underpayment. The Union proposed that the employee would provide written notice to the Employer that would include the basis for the claim. The Union also proposed that if the Employer fails to correct the underpayment within one pay period, the Employer would also pay the employee an additional penalty equal to two (2) percent of the amount owed for each business day that the underpayment remains unresolved.<\/p>\n

\u00a0<\/strong><\/p>\n

Article 55: Contract Publication<\/strong><\/h3>\n

The Union proposed that electronic version of the collective bargaining agreement would contain print-ready pay tables.<\/p>\n

\u00a0<\/strong><\/p>\n

Side Letter B: Public Transportation Delays<\/strong><\/h3>\n

The Union proposed renewing this side letter and changing the name to transportation delays.<\/p>\n

\u00a0<\/strong><\/p>\n

Union Initial Proposals: Current Contract Language<\/strong><\/h3>\n

The Union also proposed maintaining current contract language on the following articles:<\/p>\n

Preamble<\/p>\n

Article 1\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Union Recognition<\/p>\n

Article 5\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Affirmative Action<\/p>\n

Article 8\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Employee Facilities<\/p>\n

Article 12\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Licensure and Certification<\/p>\n

Article 13\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Tuition Exemption Program<\/p>\n

Article 15\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Inter-System Movement and Transfer<\/p>\n

Article 19\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Voluntary Employee Beneficiary Associations<\/p>\n

Article 22\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Child Dependent Care<\/p>\n

Article 27\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Leave Related to Domestic Violence, Sexual Assault, Stalking or Hate Crimes<\/p>\n

Article 30\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Work Related Injury Leave<\/p>\n

Article 39\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Resignation and Abandonment<\/p>\n

Article 40\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Mandatory Subject<\/p>\n

Article 49\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Privacy<\/p>\n

Article 51\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Board of Regents<\/p>\n

Article 54\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Subordination of Agreement and Saving Clause<\/p>\n

Article 56\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Union Membership Dues Deduction, and Status Report<\/p>\n

Article 57\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Management Rights and Responsibilities<\/p>\n

Article 59\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Drug Testing<\/p>\n

Article 61\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0 Diversity and Inclusion<\/p>\n

Side Letter E\u00a0\u00a0 Actual Time Reporting<\/p>\n

 <\/p>\n

Next Steps<\/strong><\/h2>\n

The next UW & WFSE bargaining session is scheduled for July 9, 2026, and will be held virtually.<\/p>\n","protected":false},"excerpt":{"rendered":"

Background This recap details the first session of the negotiation for the collective bargaining agreement between the University of Washington and WFSE. Recaps are published online on the UW Labor Relations website. \u00a0 Ground Rules The Parties reached agreement on ground rules for bargaining the 2027-2029 contract.   WFSE Initial Proposals Article 2: Non-Discrimination The Union proposed including status as a whistleblower as a category that should be protected against discrimination. The Union also proposed that if an employee files…<\/p>\n","protected":false},"author":115,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_lmt_disableupdate":"no","_lmt_disable":"","footnotes":""},"categories":[106],"tags":[],"class_list":["post-14919","post","type-post","status-publish","format-standard","hentry","category-washington-federation-of-state-employees"],"acf":[],"modified_by":"ckinyua","_links":{"self":[{"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/posts\/14919","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\/115"}],"replies":[{"embeddable":true,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/comments?post=14919"}],"version-history":[{"count":4,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/posts\/14919\/revisions"}],"predecessor-version":[{"id":14927,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/posts\/14919\/revisions\/14927"}],"wp:attachment":[{"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/media?parent=14919"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/categories?post=14919"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/tags?post=14919"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}