{"id":15567,"date":"2026-08-10T10:59:18","date_gmt":"2026-08-10T17:59:18","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=15567"},"modified":"2026-08-10T11:03:15","modified_gmt":"2026-08-10T18:03:15","slug":"seiu-925-uw-negotiations-recap-for-friday-july-31-2026","status":"publish","type":"post","link":"https:\/\/hr.uw.edu\/labor\/2026\/08\/10\/seiu-925-uw-negotiations-recap-for-friday-july-31-2026","title":{"rendered":"SEIU 925 \u2013 UW Negotiations Recap for Friday, July 31, 2026"},"content":{"rendered":"

Background<\/strong><\/p>\n

This recap details the fifth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and SEIU 925. Recaps are published online on the UW Labor Relations website<\/a>.<\/p>\n

 <\/p>\n

SEIU 925 Initial Proposals<\/strong><\/h1>\n

Article 2 – Non-Discrimination<\/strong><\/h2>\n

2.2<\/strong><\/h2>\n

The Union proposed to reference UW Executive Order 81 which prohibits discrimination, harassment and sexual misconduct and remove reference to UW Executive Order 31.<\/p>\n

2.3<\/strong><\/h2>\n

Housekeeping to update a switch from UW EO 31 to UW EO 81.<\/p>\n

Article 7 – Employee Rights<\/strong><\/h2>\n

7.1<\/strong><\/h2>\n

The Union proposed adding language that would require the Employer to inform employees of their right to union representation.<\/p>\n

7.6 <\/strong><\/h2>\n

The Union proposed language that would prohibit the denial of promotions or professional development opportunities due to off-the-job activities and delete reference to promotions and professional development initiated by management, the \u201clifestyle\u201d exception. The Union\u2019s proposal also included changing RCW 42.18 to RCW 42.52.020 and deleting \u201cor detrimental to the employee\u2019s work performance language.<\/p>\n

Article 12 – Advance Certification\/Registration Pay<\/strong><\/h2>\n

The Union proposed extending the advanced certification and registration pay benefits to all\u00a0hospital technical employees certified in a specialty area by a national organization. Which would require the UW to publish a list of approved advance certifications that would be eligible for the premium each year on July 1 and would require the UW to provide a written explanation as to why an employee\u2019s request for this premium was denied. The Union\u2019s proposal would also allow an employee to be paid this premium on multiple certifications if the certification is applicable to their job duties.<\/p>\n

Article 17 – Vacation Time Off<\/strong><\/h2>\n

17.2<\/strong><\/h2>\n

The Union proposed to increase monthly vacation accruals 3 additional days for employees with 1\u20138 years of service, 4 additional days for employees with 9\u201315 years of service, and 5 additional days for employees with 16 or more years of service.<\/p>\n

17.3<\/strong><\/h2>\n

The Union proposed to preserve the existing alternative vacation time off policy some departments utilize and the process on how employees submit their vacation time off request. \u00a0Which includes going from April 1 and October 1 to March 1 and September 1 for submitting vacation time off, having management inform employees of their approval or denials and posting the vacation time off schedule within 2 weeks of submission. Management would be required to have a physical or an electronic copy of the vacation time off schedule accessible to employees and update the schedule with all approved supplemental requests. The union\u2019s proposal also included a provision where if management doesn\u2019t respond within 14 days the vacation time off request would be automatically approved.<\/p>\n

Finally, the Union also proposed that the Employer cannot deny vacation time off requests due to an employee not having enough hours in their bank, and the employee would be allowed to \u201cborrow\u201d against their future accruals, or the employee could elect to be on vacation as unpaid leave.<\/p>\n

Article 21 – Federal Family Medical Leave Act and Parental Leave<\/strong><\/h2>\n

The Union proposed adding new provisions stating that the Employer will not change an employee\u2019s regular schedule while on FMLA leave; employees will continue to accrue vacation time off, sick time off, and holiday credit during unpaid FMLA leave; and employees will receive holiday pay when a holiday occurs during paid medical leave if they were in pay status for at least four hours on their last scheduled work shift before the holiday.<\/p>\n

21.3 <\/strong><\/h2>\n

The Union proposed the Employer would continue the employee\u2019s existing employer-paid health insurance benefits during leaves such as covered under PFML whether on its paid or unpaid leave in addition leave covered by FMLA.<\/p>\n

Article 26 – Civil\/Jury Duty Time Off and Bereavement Time Off<\/strong><\/h2>\n

The Union proposed moving bereavement time off into its own article.<\/p>\n

Article 27 – Leave Related to Domestic Violence, Sexual Assault or Stalking<\/strong><\/h2>\n

Mostly housekeeping updates, however, the Union proposed that an employee could take time off to assist a family member who is a victim of domestic violence, sexual assault, or stalking.<\/p>\n

Article 28 – Inclement Weather and Suspended Operations<\/strong><\/h2>\n

The Union proposed to allow employees to use their accrued sick time off during inclement weather or suspended operations, would require management to provide a written explanation to the employee as to why their request to make up the hours missed due to suspended operations was denied.<\/p>\n

28.2<\/strong><\/h2>\n

The Union proposed allowing employees to make up lost work time within 60 calendar days after operations resume, with supervisor approval and written reasons for any denial.<\/p>\n

28.4<\/strong><\/h2>\n

The Union proposed to change the title from \u201consite work\u201d to \u201cremote work\u201d and allow for telework arrangements would be required for all positions that are telework eligible, and allow employees to work remotely during inclement weather, campus closures or suspended operations. \u00a0The Union also proposed that employees who work remotely for up to two hours of paid time to troubleshoot technology or logistical issues they are experiencing that\u2019s caused by inclement weather or other conditions and allowing teleworking eligible employees to telework when they cannot safely reach the worksite even if it is open.<\/p>\n

Article 39 – Resignation and Abandonment<\/strong><\/h2>\n

39.2<\/strong><\/h2>\n

The Union proposed that if an employee is detained and unable to submit a petition against being presumed to have resigned or abandoned their job, the 14-calendar-day petition period will be extended indefinitely.<\/p>\n

39.3<\/strong><\/h2>\n

The Union proposed that separated employees have the right to compensation for their sick time off hours in addition to their accrued vacation leave and compensatory time.<\/p>\n

Article 40 – Mandatory Subject<\/strong><\/h2>\n

The Union proposed the ability to bargain over the decision of any changes to employees\u2019 working conditions and that the 30th<\/sup> day from notification that falls on the weekend, or holiday would not occur until the next business day. The Union also proposed that the Employer would be prohibited from making any changes and maintain current conditions until the parties reach an agreement or lawful impasse.<\/p>\n

New Article – Productivity\/Accuracy\/Quality Metrics<\/strong><\/h2>\n

The Union proposed a new article based on an SOP currently used by the Contact Center to allow a joint labor \/ management committee to monitor performance metrics. In addition, the union proposed adding disciplinary language stating that if fewer than 75% of employees meet a performance standard used for discipline over three months, management and the Union will discuss improving the standard or performance at the next committee meeting.<\/p>\n

New Article \u2013 Bereavement Time Off<\/strong><\/h2>\n

The union proposed to move bereavement time off from Article 26 and into its own stand-alone article and include a definition of \u201cfamily members.\u201d And allow for an increase to time off benefits implemented by the State or local government without the need to bargain over these increases.<\/p>\n

MOU – Transplant Social Workers from Social Work and Care Coordination to Transplant Program\u00a0<\/strong><\/h2>\n

The Union proposed incorporating the existing MOU from a settlement agreement reached during a Demand to Bargain session into the body of the collective bargaining agreement to reflect the Social Work department\u2019s move under the Transplant department.<\/p>\n

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

UW Initial Proposals<\/strong><\/h1>\n

Article 2 – Non-Discrimination<\/strong><\/h2>\n

The Employer proposed striking rescinded Executive Order 31 (EO31) and replacing it with the\u00a0UW Executive Order 81 (EO81) Prohibiting Discrimination, Harassment, and Sexual Misconduct<\/a>,\u00a0<\/em>that prohibits discrimination or harassment against a member of the University community because of protected characteristics under EO81. In accordance with the Employer\u2019s compliance agreement with the Department of Education, the Employer proposed an edition of where and how employees could report information or make complaints on violations of the executive order to the Civil Rights Compliance Office (CRC).<\/p>\n

2.3<\/strong><\/h2>\n

The Employer proposed removing references to bias reporting tool because it no longer<\/p>\n

2.4<\/strong><\/h2>\n

The Employer proposed to move discrimination against employees based on political affiliation or belief to Article 4 \u2013 Workplace Behavior because the CRC would not investigate these types of complaints because they are not considered a \u201cprotected\u201d class.<\/p>\n

2.5<\/strong><\/h2>\n

The Employer proposed to provide training to faculty and staff if they elect to versus mandating the training to promote diversity, equity, inclusion, and belonging as required by law.<\/p>\n

Article 4 \u2013 Workplace Behavior<\/strong><\/h2>\n

The Employer proposed removing the provision on bullying and replacing it with a university-wide definition on the term in forthcoming policy. The Employer proposed that no employee would be subjected to adverse or inequitable treatment based on ethnic origin, political affiliation, medical condition, or membership or non-membership in a union. The Employer also proposed that it would reserve the right to develop a university-wide workplace behavior policy, and that if the executive order is implemented, the Employer would satisfy the collective bargaining obligations by providing the Union with a notice and opportunity to bargain.<\/p>\n

Article 12 – Advance Certification\/Registration Pay<\/strong><\/h2>\n

The Employer proposed adding language clarifying that certifications granted on a one-time basis, and don\u2019t require ongoing renewal or maintenance are not eligible for the premium.<\/p>\n

Article 21 – Federal Family Medical Leave Act and Parental Leave<\/strong><\/h2>\n

21.2<\/strong><\/h2>\n

The Employer proposed to allow employees to keep 80 hours of accrued paid time off in one (1) \u201cbucket\u201d versus having multiple \u201cbuckets\u201d (accrued sick time off, vacation time off) will no longer be counted separately.<\/p>\n

21.5<\/strong><\/h2>\n

The Employer proposed to add language that would prevent the use of accrued time off prior to using unpaid time off, unless the parental leave runs concurrently with PFML.<\/p>\n

Article 28 – Inclement Weather and Suspended Operations<\/strong><\/h2>\n

28.2<\/strong><\/h2>\n

The Employer proposed striking the language allowing non-essential employees to make up missed time after suspended operations.<\/p>\n

MOU: Former Administrative Assistant B<\/h2>\n

The Employer proposed deleting this MOU.<\/p>\n

The Employer also proposed the following as current contract language and will be included in the new contract:<\/h2>\n
    \n
  • Preamble and Purpose<\/li>\n
  • Article 1: Union Recognition<\/li>\n
  • Article 7: Employee Rights<\/li>\n
  • Article 8: Employee Facilities<\/li>\n
  • Article 13: Tuition Exemption Program<\/li>\n
  • Article 15: Inter-System Movement<\/li>\n
  • Article 16: Holidays<\/li>\n
  • Article 17: Vacation Time Off<\/li>\n
  • Article 18: Sick Time Off<\/li>\n
  • Article 19: Washington Family Medical Leave Program<\/li>\n
  • Article 20: Miscellaneous Leave Time Off<\/li>\n
  • Article 22: Childcare Dependent Care<\/li>\n
  • Article 24: Unpaid Holidays for a reason of Faith or Conscience<\/li>\n
  • Article 25: Absence Due to Family Care Emergencies<\/li>\n
  • Article 26: Civil\/Jury Time Off and Bereavement Time Off<\/li>\n
  • Article 27: Leave Related to Domestic Violence<\/li>\n
  • Article 29: Military Duty Time Off & Leave<\/li>\n
  • Article 31: Health and Safety<\/li>\n
  • Article 32: Uniforms Requirement<\/li>\n
  • Article 34: Performance Evaluations<\/li>\n
  • Article 35: Personnel Files<\/li>\n
  • Article 39: Resignation and Abandonment<\/li>\n
  • Article 40: Mandatory Subject<\/li>\n
  • Article 41: New Employees<\/li>\n
  • Article 43: Joint Union-Management Committees<\/li>\n
  • Article 44: Classifications and Reclassification<\/li>\n
  • Article 47: Contracting<\/li>\n
  • Article 48: Staffing and Workload Concerns<\/li>\n
  • Article 49: Privacy<\/li>\n
  • Article 50: No Strike\/Lockout<\/li>\n
  • Article 51: Travel Pay and Work Time<\/li>\n
  • Article 52: Personal Services<\/li>\n
  • Article 54: Subordination of Agreement and Saving Clause<\/li>\n
  • Article 57: Management Rights and Responsibilities<\/li>\n
  • Appendix V: Pay Tables<\/li>\n
  • MOU: Donning and Doffing in Hospital and Clinic Settings<\/li>\n
  • MOU: Interpreter Services at UWMC and HMC<\/li>\n
  • MOU: Occupational Therapist Certification<\/li>\n
  • MOU: Scholarship Fund for Medical Center Employees<\/li>\n
  • MOU: Standby Guidelines<\/li>\n
  • MOU: Surgical Technologists<\/li>\n
  • MOU: Transportation Services Video\/Audio System<\/li>\n
  • MOU: Voluntary Float between UWMC-NW and Montlake Campuses for Bargaining Units Represented by SEIU 1199, SEIU 925, and WFSE<\/li>\n
  • Side Letter B: Contact Center<\/li>\n
  • Side Letter C: Legislative Briefings<\/li>\n
  • Side Letter E: Nonpermanent Hourly Harborview Medical Center Interpreters<\/li>\n
  • Side Letter F: Representation<\/li>\n<\/ul>\n

    The Employer proposed to delete the following MOUs due to them expiring or implemented:<\/h2>\n
      \n
    • MOU: Administrative Assistant R&R Increases<\/li>\n
    • MOU: Animal Technicians R&R Increases<\/li>\n
    • MOU: New Appendix VII Bargaining Unit Descriptions<\/li>\n
    • MOU: Artificial Intelligence<\/li>\n
    • MOU: Audiology Assistant R&R Increases<\/li>\n
    • MOU: Campus Security R&R Increases<\/li>\n
    • MOU: Cardiac Monitor R&R Increases<\/li>\n
    • MOU: Computer Support Analyst R&R Increases<\/li>\n
    • MOU: Dentistry DECOD R&R Increases<\/li>\n
    • MOU: Electrocardiograph Technician R&R Increases<\/li>\n
    • MOU: Enterprise Revenue and Health Information (ERHI) \u2013 Flexible Start Time<\/li>\n
    • MOU: Football Game Overtime \u2013 UWPD<\/li>\n
    • MOU: Grounds Supervisor R&R Increases<\/li>\n
    • MOU: Health Information Technician R&R Increases<\/li>\n
    • MOU: Instructional Technician R&R Increases<\/li>\n
    • MOU: Internal Alignment Increases<\/li>\n
    • MOU: Lab Medicine Job Profile Alignment<\/li>\n
    • MOU: Maintenance Supervisor R&R Increases<\/li>\n
    • MOU: Market Based Increases<\/li>\n
    • MOU: Medical Airlift Communications Specialists R&R Increases<\/li>\n
    • MOU: Medical Interpreter R&R Increases<\/li>\n
    • MOU: Parking R&R Increases<\/li>\n
    • MOU: Pay Table BT Inactivation<\/li>\n
    • MOU: Peer Counselor R&R Increases<\/li>\n
    • MOU: Police Dispatcher R&R Increases<\/li>\n
    • MOU: Polysomnographic Technologist R&R Increases<\/li>\n
    • MOU: Program Support Supervisor Series Revision<\/li>\n
    • MOU: Salary Alignment \u2013 Select Jobs in Pay Table BG<\/li>\n
    • MOU: Social Work Assistant 2 R&R Increases<\/li>\n
    • MOU: Stage Technician R&R Increases and Creation of Stage Technician 1<\/li>\n
    • MOU: Surgical Technologists R&R Increases<\/li>\n
    • Side Letter A: City of Seattle Minimum Wage<\/li>\n
    • Side Letter D: Public Transportation Delays<\/li>\n
    • Side Letter G: Actual Time Reporting<\/li>\n<\/ul>\n

       <\/p>\n

      Next Steps <\/strong><\/h1>\n

      The next SEIU 925 and UW bargaining session is scheduled for Monday, August 10, 2026, and will be held virtually.<\/p>\n","protected":false},"excerpt":{"rendered":"

      Background This recap details the fifth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and SEIU 925. Recaps are published online on the UW Labor Relations website.   SEIU 925 Initial Proposals Article 2 – Non-Discrimination 2.2 The Union proposed to reference UW Executive Order 81 which prohibits discrimination, harassment and sexual misconduct and remove reference to UW Executive Order 31. 2.3 Housekeeping to update a switch from UW EO 31 to UW…<\/p>\n","protected":false},"author":138,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_lmt_disableupdate":"no","_lmt_disable":"no","slim_seo":{"title":"SEIU 925 \u2013 UW Negotiations Recap for Friday, July 31, 2026 - Labor Relations","description":"Background This recap details the fifth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and SEIU 925."},"footnotes":""},"categories":[110],"tags":[],"class_list":["post-15567","post","type-post","status-publish","format-standard","hentry","category-seiu-925"],"acf":[],"modified_by":"cjenae","_links":{"self":[{"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/posts\/15567","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\/138"}],"replies":[{"embeddable":true,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/comments?post=15567"}],"version-history":[{"count":3,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/posts\/15567\/revisions"}],"predecessor-version":[{"id":15570,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/posts\/15567\/revisions\/15570"}],"wp:attachment":[{"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/media?parent=15567"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/categories?post=15567"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/tags?post=15567"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}