{"id":15675,"date":"2026-09-04T15:24:33","date_gmt":"2026-09-04T22:24:33","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=15675"},"modified":"2026-09-04T15:25:27","modified_gmt":"2026-09-04T22:25:27","slug":"uaw-research-uw-negotiations-recap-for-september-3-2026","status":"publish","type":"post","link":"https:\/\/hr.uw.edu\/labor\/2026\/09\/04\/uaw-research-uw-negotiations-recap-for-september-3-2026","title":{"rendered":"UAW Research \u2013 UW Negotiations Recap for September 3, 2026"},"content":{"rendered":"<p>This recap details the fourth mediation session, twentieth overall session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and UAW Research.<\/p>\n<h2><strong>Union Counter Proposals<\/strong><\/h2>\n<p><strong>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<ul>\n<li>\n<h3><strong>Article 6: Corrective Action and Dismissal<\/strong><\/h3>\n<\/li>\n<\/ul>\n<p>The Union adjusted its proposal to extend the notice period for which an employee would be notified of reasons for a contemplated dismissal and related documentation from 10 days to 14 calendar days, reduced from their prior proposal to increase it to 21 calendar days.<\/p>\n<ul>\n<li>\n<h3><strong>Article 10: Grievance Procedure<\/strong><\/h3>\n<\/li>\n<\/ul>\n<p>The Union proposed to replace language around steps three and four in the grievance process with language from the UAW-ASE CBA. The proposed language would allow either party to skip three and appeal to an impartial arbitrator for a resolution as part of step four.<\/p>\n<hr \/>\n<h2><strong>Employer Counter Proposals<\/strong><\/h2>\n<h3><strong>Article 35: Time Off and Leave<\/strong><\/h3>\n<p>The Employer reasserted its prior counter proposal for this Article with a couple of additional minor housekeeping edits.<\/p>\n<hr \/>\n<p><strong>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<ul>\n<li>\n<h3><strong>Side Letter B: Visa Sponsorship<\/strong><\/h3>\n<\/li>\n<\/ul>\n<p>As part of the package proposal, the parties would agree to strike and remove this expired side letter.<\/p>\n<ul>\n<li>\n<h3><strong>New MOU: Immigration and Visa Sponsorship<\/strong><\/h3>\n<\/li>\n<\/ul>\n<p>In response to the Union\u2019s <a href=\"https:\/\/hr.uw.edu\/labor\/2026\/06\/05\/uaw-research-uw-negotiations-recap-for-june-2-2026\">proposal to create a new Article<\/a> regarding immigration and visa sponsorship, the Employer counter proposed to create a new MOU which will include some provisions \u00a0initially proposed by the Union. The Employer accepted the Union\u2019s language that would require the parties to meet up to four (4) times\/year to discuss issues around international Research Staff employment. The Employer also counter proposed language stating that it would make good faith efforts to respond to employees requiring assistance from International Scholars Operations (ISO) within seven (7) calendar days during the process of attaining or modifying a visa, and to process visa paperwork in its control in a timely manner. With respect to immigration-related time off, the Employer counter proposed language that would require the University to not unreasonably deny requests for vacation time for the purpose of attending immigration-related appointments, hearings, and\/or proceedings. With respect to international grievants, the Employer counter proposed language that would require the University to assist in obtaining a travel visa if the grievant was required to leave the country prior to an arbitration hearing, and that the University would reimburse travel costs if an arbitrator determines a grievant was not dismissed for just cause.<\/p>\n<ul>\n<li>\n<h3><strong>New Article XX: Immigration and Visa Sponsorship<\/strong><\/h3>\n<\/li>\n<\/ul>\n<p>As part of the package proposal, the Union would agree to withdraw their proposal to create this new Article.<\/p>\n<ul>\n<li>\n<h3><strong>New Side Letter: Immigration Support Program<\/strong><\/h3>\n<\/li>\n<\/ul>\n<p>As part of the package proposal, the Union would agree to withdraw their proposal to create this new side letter.<\/p>\n<hr \/>\n<h2><strong>Next Steps <\/strong><\/h2>\n<p>The next UAW Research and UW bargaining session is scheduled for Thursday, September 10, and will be held in-person at the UDSB Gateway building.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>This recap details the fourth mediation session, twentieth overall session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and UAW Research. Union Counter Proposals 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: Article 6: Corrective Action and Dismissal The Union adjusted its proposal to extend the notice period for which an employee would be notified&#8230;<\/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 September 3, 2026 - Labor Relations","description":"This recap details the fourth mediation session, twentieth overall session for the renewal of the collective bargaining agreement (CBA) between the University o"},"_slim_seo_primary_term_category":108,"_slim_seo_primary_term_post_tag":0,"footnotes":""},"categories":[108],"tags":[],"class_list":["post-15675","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\/15675","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=15675"}],"version-history":[{"count":2,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/posts\/15675\/revisions"}],"predecessor-version":[{"id":15677,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/posts\/15675\/revisions\/15677"}],"wp:attachment":[{"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/media?parent=15675"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/categories?post=15675"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/tags?post=15675"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}