This recap details the thirteenth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and UAW Research.<\/p>\n
The Employer presented a package proposal in which all provisions would need to be accepted in their entirety. The full contents of the package are outlined below:<\/strong><\/p>\n The Employer counter proposed to include language stating that Research staff can report unsafe workplace conditions anonymously via the UW Environmental Health & Safety website. The Employer reasserted its prior counter proposal for the remainder of this Article<\/p>\n As part of this package proposal, the Union would accept the Employers prior counter proposal as presented during the June 23 bargaining session.<\/p>\n As part of this package proposal, the Union would accept the Employer\u2019s prior counter proposal as presented during the June 12 bargaining session.<\/p>\n As part of this package proposal, the Union would accept the Employer\u2019s prior counter proposal as presented during the June 8 bargaining session.<\/p>\n As part of this package proposal, the Union would withdraw their proposal to create this new MOU.<\/p>\n As part of this package proposal, the Union would accept the Employer\u2019s initial proposal for this side letter as presented during the June 2 bargaining session.<\/p>\n ____________________________________________________<\/strong><\/p>\n The Employer rejected the Union\u2019s initial proposal for this Article and counter proposed minor housekeeping edits instead.<\/p>\n In response to the Union\u2019s proposed language to provide notice for changes to employee schedules, the Employer counter proposed to provide at least three (3) calendar days\u2019 notice. The Employer proposed maintaining current contract language in the remainder of this Article.<\/p>\n The Employer accepted a minor housekeeping edit proposed by the Union but proposed maintaining current contract language in the remainder of this Article.<\/p>\n The Employer accepted a minor housekeeping edit proposed by the Union but proposed maintaining current contract language in the remainder of this Article.<\/p>\n The Employer accepted a few minor housekeeping edits proposed by the Union but proposed maintaining current contract language in the remainder of this Article.<\/p>\n The Employer accepted the Union\u2019s proposal to adopt the bereavement leave language from the SEIU 925 contract, which more clearly outlines the time off types of leave an employee can use beyond the five (5) allowed days. Both parties have proposed and are in agreement to increase the amount of bereavement time available to all bargaining unit employees from three (3) to five (5) continuous or non-continuous days. With respect to shared leave, the Employer counter proposed new language that would allow employees to use the shared leave program when their absence from work is due to their involvement or that of a relative or household member in an immigration enforcement action. The Employer also accepted some minor housekeeping edits proposed by the Union but maintained its prior proposal for the remainder of this Article.<\/p>\n With respect to reimbursements, the Employer counter proposed that employees submit required complete documentation for reimbursement. The Employer also accepted a couple other minor housekeeping edits proposed by the Union but proposed maintaining current contract language for the remainder of this Article.<\/p>\n The Employer proposed to create a new MOU that would require the parties to meet in a Joint Union Management Committee meeting within 120 days of ratification where the Employer would present to the Union an updated rehire list process with the opportunity for the Union to provide feedback.<\/p>\n The Union presented a package proposal in which all provisions would need to be accepted in their entirety. The full contents of the package are outlined below:<\/strong><\/p>\n As part of this package proposal, the Employer would accept the Union\u2019s initial proposal as presented during the March 26 bargaining session.<\/p>\n The Union withdrew its initial proposals to create language detailing a specific exit interview process and to require the Employer to provide exit interview documentation to the Union but reasserted its proposal to allow employees to elect to have a Union representative present during exit interviews.<\/p>\n As part of this package proposal, the Employer would accept the Union\u2019s initial proposal as presented during the March 26 bargaining session.<\/p>\n The Union accepted most of the Employer\u2019s initial proposal in this Article but rejected the Employer\u2019s proposed language that would allow the prospective pre-approval of overtime when allowed by departmental policy.<\/p>\n The Union presented an initial proposal for this Article as part of this package and proposed new language that would require service time be credited toward the completion of the probationary period for employees who have previously served in an equivalent temporary position on a day-for-day basis, not to exceed six (6) months.<\/p>\n The Union accepted much of the Employer\u2019s initial proposal in this Article, but counter proposed striking language that allows the University to determine publication credits.<\/p>\n The Union withdrew its proposal to require the Employer to provide documented cause for terminating a telework agreement but reasserted its initial proposal for the remainder of this Article.<\/p>\n The Union reasserted its prior proposal to include current profile effective date, length of service to the University, and retirement date on Union roster reports.<\/p>\n The Union adjusted its prior proposal around correcting errors in dues deductions to instead require the Employer to correct such errors within thirty (30) calendar days of ascertaining the errors.<\/p>\n The Union counter proposed new language that would allow supervisors to prospectively authorize purchasing for designated employees.<\/p>\n ____________________________________________________________<\/p>\n The Union reasserted its initial compensation proposal as they presented during the June 2 bargaining session.<\/p>\n The next UAW Research and UW bargaining session is scheduled for Tuesday, July 14, 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 UAW Research. Employer Counter Proposals The Employer presented a package proposal in which all provisions would need to be accepted in their entirety. The full contents of the package are outlined below: Article 11: Health and Safety\u00a0 The Employer counter proposed to include language stating that Research staff can report unsafe workplace conditions anonymously via the UW Environmental Health…<\/p>\n","protected":false},"author":104,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_lmt_disableupdate":"no","_lmt_disable":"","slim_seo":{"title":"UAW Research \u2013 UW Negotiations Recap for June 30, 2026 - Labor Relations","description":"This recap details the thirteenth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and UAW Research. Em"},"footnotes":""},"categories":[108],"tags":[],"class_list":["post-15461","post","type-post","status-publish","format-standard","hentry","category-uaw-rses"],"acf":[],"modified_by":"evane3","_links":{"self":[{"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/posts\/15461","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\/104"}],"replies":[{"embeddable":true,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/comments?post=15461"}],"version-history":[{"count":1,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/posts\/15461\/revisions"}],"predecessor-version":[{"id":15462,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/posts\/15461\/revisions\/15462"}],"wp:attachment":[{"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/media?parent=15461"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/categories?post=15461"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/tags?post=15461"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}\n
Article 11: Health and Safety\u00a0<\/strong><\/h3>\n<\/li>\n<\/ul>\n
\n
Article 21: Non-Discrimination and Harassment <\/strong><\/h3>\n<\/li>\n<\/ul>\n
\n
Article 29: Reasonable Accommodation of Employees with Disabilities <\/strong><\/h3>\n<\/li>\n<\/ul>\n
\n
MOU: Empowering Prevention and Inclusive Communities (EPIC) Training <\/strong><\/h3>\n<\/li>\n<\/ul>\n
\n
MOU: Transition Support <\/strong><\/h3>\n<\/li>\n<\/ul>\n
\n
Side Letter A: Equity Survey <\/strong><\/h3>\n<\/li>\n<\/ul>\n
Article 6: Corrective Action and Dismissal<\/strong><\/h3>\n
Article 15: Hours of Work<\/strong><\/h3>\n
Article 18: Layoff, Seniority, Rehire<\/strong><\/h3>\n
Article 25: PI Eligibility<\/strong><\/h3>\n
Article 28: Professional Development <\/strong><\/h3>\n
Article 35: Time Off and Leave<\/strong><\/h3>\n
Article 37: Travel <\/strong><\/h3>\n
New MOU: Rehire List Process<\/strong><\/h3>\n
Union Counter Proposals<\/strong><\/h2>\n
\n
Article 1: Preamble and Purpose<\/strong><\/h3>\n<\/li>\n<\/ul>\n
\n
Article 9: Exit Interviews<\/strong><\/h3>\n<\/li>\n<\/ul>\n
\n
Article 16: Inclement Weather and Suspended Operations <\/strong><\/h3>\n<\/li>\n<\/ul>\n
\n
Article 22: Overtime<\/strong><\/h3>\n<\/li>\n<\/ul>\n
\n
Article 27: Probation<\/strong><\/h3>\n<\/li>\n<\/ul>\n
\n
Article 30: Recognition of Work<\/strong><\/h3>\n<\/li>\n<\/ul>\n
\n
Article 34: Telework and Work Location <\/strong><\/h3>\n<\/li>\n<\/ul>\n
\n
Article 39: Union Rights<\/strong><\/h3>\n<\/li>\n<\/ul>\n
\n
Article 40: Union Security<\/strong><\/h3>\n<\/li>\n<\/ul>\n
\n
Article 43: Workspace and Materials <\/strong><\/h3>\n<\/li>\n<\/ul>\n
Article 42: Compensation<\/strong><\/h3>\n
Next Steps <\/strong><\/h2>\n