This recap details the first mediation session, seventeenth overall session, for the renewal of the collective bargaining agreement (CBA) between the University of Washington and UAW Research.<\/p>\n
The parties agreed to new language clarifying that all information requests by the Union must be submitted in writing to Labor Relations.<\/p>\n
The parties agreed to simplify language detailing how professional development funds may be utilized as well as new language that will allow supervisors to have discretion for temporary rearrangement of work schedules or approval of unpaid time off for employees to attend professional development activities.<\/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 maintained its proposal to allow denials of telework to be grievable, but proposed new language stating that it would only be grievable in cases where telework determinations were not made in a consistent, fair, and transparent manner.<\/p>\n As part of this package proposal, the Union would agree to the Employer\u2019s prior proposal as presented during the August 6 bargaining session.<\/p>\n As part of this package proposal, the Employer would agree to the Union\u2019s prior proposal as presented during the August 6 bargaining session.<\/p>\n As part of this package proposal, the Employer would agree to the Union\u2019s prior proposal as presented during the August 6 bargaining session.<\/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 Union would agree to the Employer\u2019s proposal as presented during the June 29 bargaining session.<\/p>\n The Union reasserted much of its prior proposal, including proposing to include a definition of bullying, including caste in the list of characteristics protected from discrimination and harassment, and to retain language around bathroom equity and the equity survey.<\/p>\n The Union accepted the Employer\u2019s prior counterproposal but proposed an additional housekeeping edit to include a website link which directs employees to the interactive process on the UWHR website and reasserted the previous proposal to include a section title related to medical records.<\/p>\n As part of this package proposal, the Union would agree to the Employer\u2019s proposal as presented during the August 6 bargaining session.<\/p>\n The Union reasserted its proposal to create this new MOU and adjusted its proposal around transgender sensitivity training to state that it would be made available through the Union instead of the existing EPIC program as previously proposed. The Union also adjusted its proposal for a gender transition fund, now proposing the fund be $75,000\/year.<\/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 proposed to move language from Article 23: Performance Evaluations<\/em> into this Article stating that supervisors will communicate with employees about performance problems as they occur and will jointly develop a performance improvement plan. The Employer also proposed new language that will allow the Employer to determine corrective action based on the nature and severity of a problem.<\/p>\n The Employer proposed to strike and move language around the joint performance improvement plan into Article 6: Corrective Action and Dismissal.<\/em><\/p>\n The next UAW Research and UW bargaining session is scheduled for August 25 and will be held in person<\/p>\n","protected":false},"excerpt":{"rendered":" This recap details the first mediation session, seventeenth overall session, for the renewal of the collective bargaining agreement (CBA) between the University of Washington and UAW Research. Tentative Agreements Article 1: Preamble and Purpose The parties agreed to new language clarifying that all information requests by the Union must be submitted in writing to Labor Relations. Article 28: Professional Development The parties agreed to simplify language detailing how professional development funds may be utilized as well as new language that…<\/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":"","_lmt_disable":"","slim_seo":{"title":"UAW Research \u2013 UW Negotiations Recap for August 20, 2026 - Labor Relations","description":"This recap details the first mediation session, seventeenth overall session, for the renewal of the collective bargaining agreement (CBA) between the University"},"_slim_seo_primary_term_category":0,"_slim_seo_primary_term_post_tag":0,"footnotes":""},"categories":[108],"tags":[],"class_list":["post-15644","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\/15644","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=15644"}],"version-history":[{"count":1,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/posts\/15644\/revisions"}],"predecessor-version":[{"id":15645,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/posts\/15644\/revisions\/15645"}],"wp:attachment":[{"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/media?parent=15644"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/categories?post=15644"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/tags?post=15644"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}\n
Article 34: Telework and Work Location<\/strong><\/h3>\n<\/li>\n<\/ul>\n
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Article 37: Travel<\/strong><\/h3>\n<\/li>\n<\/ul>\n
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Article 39: Union Rights<\/strong><\/h3>\n<\/li>\n<\/ul>\n
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Article 40: Union Security<\/strong><\/h3>\n<\/li>\n<\/ul>\n
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Article 11: Health and Safety<\/strong><\/h3>\n<\/li>\n<\/ul>\n
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Article 21: Non-Discrimination and Harassment<\/strong><\/h3>\n<\/li>\n<\/ul>\n
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Article 29: Reasonable Accommodation of Employees with Disabilities<\/strong><\/h3>\n<\/li>\n<\/ul>\n
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MOU: Empowering Prevention and Inclusive Communities<\/strong><\/h3>\n<\/li>\n<\/ul>\n
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MOU: Transition Support<\/strong><\/h3>\n<\/li>\n<\/ul>\n
\nEmployer Counter Proposals<\/strong><\/h2>\n
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Article 6: Corrective Action and Dismissal<\/strong><\/h3>\n<\/li>\n<\/ul>\n
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Article 23: Performance Evaluations<\/strong><\/h3>\n<\/li>\n<\/ul>\n
\nNext Steps <\/strong><\/h2>\n