This recap details the fifteenth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and UAW Research.<\/p>\n
In response to the Union, the Employer included language to detail specific provisions of the Letter of Expectations and also proposed that performance improvement plans would not be corrective action and would not be grievable.<\/p>\n
In response to the Union, the Employer proposed language stating that performance evaluation forms may also be supplemented to include career advancement goals, as applicable.<\/p>\n
In response to the Union, the \u00a0Employer proposed new language around direct payments of travel related costs; stating that the University would make reasonable efforts to provide direct departmental payment of allowable expenses for approved travel, consistent with UW Travel Policy and\/or departmental policies.<\/p>\n
The Employer presented its compensation counter proposal which would increase employee salary ranges and apply across-the-board salary increases by one percent (1%) effective September 1, 2026 if the Union were to ratify the agreement on or before August 31, 2026, plus additional one percent (1%) increases on September 1, 2027, and September 1, 2028.<\/p>\n
In response to the Union, the Employer proposed language that would allow supervisors to prospectively authorize purchasing for designated employees and proposed additional clarifying language to state that such authorizations must be allowed by the funding source(s), University procurement services, and departmental purchasing policies.<\/p>\n
___________________________________________________________________________<\/strong><\/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 As part of this package proposal, the parties would agree to maintain current contract language in this Article.<\/p>\n As part of this package proposal, the Union would accept the Employer\u2019s counter proposal for this Article as presented during the July 14 bargaining session.<\/p>\n As part of this package proposal, the Union would accept the Employer\u2019s counter proposal for this Article as presented during the July 14 bargaining session.<\/p>\n As part of this package proposal, the Union would accept the Employer\u2019s counter proposal for this Article as presented during the July 14 bargaining session.<\/p>\n The Employer counter proposed language that would require the University to provide notice to the Union of any material changes to language in Executive Orders No. 36 and No. 61. The proposal also included housekeeping edits updating the titles of EO 36 and 61.<\/p>\n ___________________________________________________________________________<\/strong><\/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 As part of this package proposal, the Union would accept the Employer\u2019s counter proposal for this Article as presented during the June 29 bargaining session.<\/p>\n The Employer counter proposed to include language that falls outside of UW Executive Order 81 in the workplace behavior section which maintains those protections in the proper place. The language states the Employer and the Union would agree that all employees would not engage in any practices or pursue any policy that would be discriminatory against any employee based on ethnic origin, political affiliation, medical condition, or membership in a Union.<\/p>\n As part of this package proposal, the Union would accept the Employer\u2019s counter proposal for this Article as presented during the June 12 bargaining session.<\/p>\n The Employer adjusted its proposal around FTEs allowed for trainers so that unfulfilled Postdoctoral Scholar appointments as a trainer could be combined and offered at either 0.3 FTE, 0.4 FTE, or 0.5 FTE and that the total FTE between the UAW Postdoctoral Scholar and UAW Research contracts would not exceed 0.8 FTE.<\/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 As part of this package proposal, the Union would accept the Employer\u2019s counter proposal for this side letter as presented during the June 12 bargaining session.<\/p>\n As part of this package proposal, the Union would agree to withdraw this proposed new MOU.<\/p>\n ___________________________________________________________________________<\/strong><\/p>\n The Union asserted its previous proposal to consolidate the definition of \u201cfamily member\u201d into one that would apply to all provisions in this article.<\/p>\n ___________________________________________________________________________<\/strong><\/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 parties would agree to maintain current contract language in this Article.<\/p>\n The Union accepted most of the Employer\u2019s prior proposed changes in this Article, but maintained its proposal to implement a timeline for departmental HR to verify necessary paperwork was completed properly within four (4) work days of the position review forms being submitted, and that departmental HR must submit properly completed position review forms within seven (7) work days from receipt to UWHR Compensation.<\/p>\n As part of this package proposal, the Employer would agree to the Union\u2019s counter proposal for this Article as presented during the June 30 bargaining session.<\/p>\n As part of this package proposal, the parties would agree to maintain current contract language in this Article.<\/p>\n The Union dropped most of its prior proposed changes in this Article but reasserted its proposal to allow denials of telework requests to be subject to the grievance procedure.<\/p>\n The Union accepted the Employer\u2019s proposed changes including the addition of language around direct payments but adjusted its proposal around high-cost lodging to state that employees would be allowed to request assistance from UW Travel Services to identify cost-exceptions or alternatives.<\/p>\n The Union accepted most of the Employer\u2019s proposed changes in this Article, but counter proposed language to state that the reports provided would include unit member information.<\/p>\n As part of this package proposal, the Union would accept the Employer\u2019s counter proposal for this Article as presented earlier in the day during this bargaining session.<\/p>\n ___________________________________________________________________________<\/strong><\/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 The Union proposed to move language from Article 23: Performance Evaluations <\/em>around performance improvement plans that state supervisors will communicate with employees about performance problems as they occur and further proposed to move language previously proposed in Article 23 that would require performance improvement plans to concisely state issues with recent examples and impacts, and to include reasonable actions to be taken by an employee to address the relevant issues into this Article. The Union also reduced its proposal to increase the grievance filing timing deadline from thirty (30) calendar days to twenty-one (21) calendar days form the date of the action to file the grievance.<\/p>\n The Union proposed to move language in this Article around performance improvement plans to Article 6: Corrective Action and Dismissal<\/em>. See the Union\u2019s proposal above for more.<\/p>\n ___________________________________________________________________________<\/strong><\/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 parties would agree to maintain current contract language in this Article.<\/p>\n As part of this package proposal, the Union would agree to the Employer\u2019s counter proposal for this Article as presented during the July 14 bargaining session.<\/p>\n As part of this package proposal, the Employer would agree to the Union\u2019s counter proposal for this Article as presented during the July 14 bargaining session.<\/p>\n The Union accepted the Employer\u2019s prior proposed language around allowing prior time worked being credited toward completion of a probationary period, but counter proposed that it would be required to be credited.<\/p>\n As part of this package proposal, the Union would accept the Employer\u2019s counter proposal for this Article as presented earlier in the day during this bargaining session.<\/p>\n ___________________________________________________________________________<\/strong><\/p>\n The next UAW Research and UW bargaining session is scheduled for Tuesday, August 11 and will be held in-person at the UDSB Gateway building.<\/p>\n <\/p>\n <\/p>\n","protected":false},"excerpt":{"rendered":" This recap details the fifteenth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and UAW Research. Employer Counter Proposals Article 6: Corrective Action and Dismissal In response to the Union, the Employer included language to detail specific provisions of the Letter of Expectations and also proposed that performance improvement plans would not be corrective action and would not be grievable. Article 23: Performance Evaluations In response to the Union, the Employer proposed language…<\/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":"no","slim_seo":{"title":"UAW Research \u2013 UW Negotiations Recap for August 6, 2026 - Labor Relations","description":"This recap details the fifteenth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and UAW Research. Emp"},"footnotes":""},"categories":[108],"tags":[],"class_list":["post-15574","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\/15574","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=15574"}],"version-history":[{"count":3,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/posts\/15574\/revisions"}],"predecessor-version":[{"id":15577,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/posts\/15574\/revisions\/15577"}],"wp:attachment":[{"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/media?parent=15574"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/categories?post=15574"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/tags?post=15574"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}\n
Article 3: Management Rights <\/strong><\/h3>\n<\/li>\n<\/ul>\n
\n
Article 9: Exit Interviews <\/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 11: Health and Safety<\/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 & Inclusive Communities (EPIC)<\/strong><\/h3>\n<\/li>\n<\/ul>\n
\n
Side Letter A: Equity Survey<\/strong><\/h3>\n<\/li>\n<\/ul>\n
\n
Side Letter C: Professional Conduct <\/strong><\/h3>\n<\/li>\n<\/ul>\n
\n
MOU: Transition Support<\/strong><\/h3>\n<\/li>\n<\/ul>\n
Union Counter Proposals<\/strong><\/h2>\n
Article 35: Time Off and Leave <\/strong><\/h3>\n
\n
Article 1: Purpose and Intent<\/strong><\/h3>\n<\/li>\n<\/ul>\n
\n
Article 4: Classification and Reclassification<\/strong><\/h3>\n<\/li>\n<\/ul>\n
\n
Article 16: Inclement Weather and Suspended Operations<\/strong><\/h3>\n<\/li>\n<\/ul>\n
\n
Article 20: No Strikes, No Lockouts<\/strong><\/h3>\n<\/li>\n<\/ul>\n
\n
Article 34: Telework and Work Location<\/strong><\/h3>\n<\/li>\n<\/ul>\n
\n
Article 37: Travel<\/strong><\/h3>\n<\/li>\n<\/ul>\n
\n
Article 39: Union Rights<\/strong><\/h3>\n<\/li>\n<\/ul>\n
\n
Article 43: Workspace and Materials <\/strong><\/h3>\n<\/li>\n<\/ul>\n
\n
Article 6: Corrective Action and Dismissal<\/strong><\/h3>\n<\/li>\n<\/ul>\n
\n
Article 23: Performance Evaluations<\/strong><\/h3>\n<\/li>\n<\/ul>\n
\n
Article 3: Management Rights<\/strong><\/h3>\n<\/li>\n<\/ul>\n
\n
Article 9: Exit Interviews <\/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
Next Steps <\/strong><\/h2>\n