{"id":15679,"date":"2026-09-08T08:54:47","date_gmt":"2026-09-08T15:54:47","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=15679"},"modified":"2026-09-08T08:54:47","modified_gmt":"2026-09-08T15:54:47","slug":"uw-wfse-negotiations-recap-for-september-3-2026","status":"publish","type":"post","link":"https:\/\/hr.uw.edu\/labor\/2026\/09\/08\/uw-wfse-negotiations-recap-for-september-3-2026","title":{"rendered":"UW & WFSE Negotiations Recap for September 3, 2026"},"content":{"rendered":"

Background<\/strong><\/h2>\n

This recap details the eighth session for the negotiation for the collective bargaining agreement between the University of Washington and WFSE. Recaps are published online on the\u00a0UW Labor Relations website<\/a>.<\/p>\n

\n

Tentative Agreements<\/strong><\/h2>\n

Article 34: Performance Evaluation<\/strong><\/h3>\n

The parties agreed to current contract language.<\/p>\n

Side Letter A: City of Seattle Minimum Wage <\/strong><\/h3>\n

The parties agreed to roll over this side letter.<\/p>\n

\n

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

UW Counter Proposals <\/strong><\/h2>\n

Article 7: Employee Rights<\/strong><\/h3>\n

7.1. Representation<\/strong><\/p>\n

In response to the Union, the Employer agreed to include language regarding notifying employees of their right to union representation.<\/p>\n

7.6. Off the Job Activities<\/strong><\/p>\n

In response to the Union, the Employer withdrew its initial proposal in this section and proposed current contract language, with an update the RCW reference.<\/p>\n

Article 28: Inclement Weather and Suspended Operations<\/strong><\/h3>\n

28.1. Inclement Weather<\/strong><\/p>\n

In response to the Union, the Employer proposed adding to the existing time off options that up to (3) days of sick time off per calendar year could be used in situations where employees need time off to deal with unanticipated problems related to inclement weather.<\/p>\n

28.2. Suspended Operations<\/strong><\/p>\n

In response to the Union, the Employer agreed to remove language regarding paid time off use order. The Employer also proposed clarifying the process in which FLSA non-exempt salaried employees, FLSA exempt employees, and FLSA non-exempt ATR employees could make up missed work due to suspended operations. In each case, the Employer proposed current contract language of 15 days to make up missed work where the Union had proposed 60 days.<\/p>\n

Article 37: Employee Assistance Program<\/strong><\/h3>\n

In response to the Union, the Employer proposed new language where both parties would encourage and support participation in Washington State Employee Assistance Program.<\/p>\n

Article 41: New Employees<\/strong><\/h3>\n

In response to the Union, the Employer proposed clarifying that UW Bothell and UW Tacoma hold their own orientations that complement Seattle campus\u2019 Welcome Day and employees at either campus would be required to attend. The Employer maintained current contract language regarding union representative time during new employee orientations while also proposing that release time for the steward could count as time worked for the purpose of calculating overtime.<\/p>\n

Side Letter B: Public Transportation Delays<\/strong><\/h3>\n

In response to the Union, the Employer agreed to roll over this Side Letter and proposed that the side letter is only intended for public transportation delays.<\/p>\n

Side Letter C: Tracking Discrimination and Bias<\/strong><\/h3>\n

In response to the Union, the Employer agreed to roll over this Side Letter. The Employer proposed renaming this side letter \u201cCivil Rights & Title IX Reporting Notification.\u201d The Employer proposed that a reminder email would be sent to bargaining unit members annually on how to report concerns related to discrimination, harassment, sexual misconduct and retaliation as defined in EO 81.<\/p>\n

Side Letter E: Actual Time Reporting<\/strong><\/h3>\n

In response to the Union, the Employer proposed meeting the Union\u2019s proposal regarding allowing for four months\u2019 notice prior to implementation of Actual Time Reporting. This is a change from the Employer\u2019s prior proposal, which was the standard thirty (30) days\u2019 notice.<\/p>\n

\n

 <\/p>\n

WFSE Initial Proposals<\/strong><\/h2>\n

MOU: Multi-Campus Voluntary Standby Pool<\/strong><\/h3>\n

The Union proposed new language here before the Employer were to contract out, it would need to evaluate the capacity of employees in the voluntary standby pool.<\/p>\n

MOU: Non-Healthcare Across the Board Increases Me Too<\/strong><\/h3>\n

The Union proposed rolling over this MOU and expanding the affected job profiles beyond non-healthcare pay tables.<\/p>\n

MOU: Pre-Scheduled Overtime at Harborview Medical Center<\/strong><\/h3>\n

The Union proposed including Medical Assistant Certified to the list of eligible job classifications. Additionally, the Union proposed that all rates would be paid at double time and one half (2.5x) instead of time and a half (1.5x). Finally, the Union proposed to include references to Article 10.5. in cases of shift cancellations.<\/p>\n

MOU: UW Medicine Pre-Scheduled Voluntary Double-Time Shift Incentive for Critical Staffing Needs<\/strong><\/h3>\n

The Union proposed rolling over this MOU, adding in reference to Article 10.5. in the cases of shift cancellations, as well as changing all rates of pay to double time and one half (2.5x) instead of double time (2x).<\/p>\n

NEW MOU: Longevity Based Bonus Payment<\/strong><\/h3>\n

The Union proposed a longevity-based bonus that would be paid to employees based on hire dates without breaks in service. The Union also proposed that this bonus would be paid each year of the agreement in the amounts of:<\/p>\n

    \n
  • $3,000 for employees with one or two years of service<\/li>\n
  • $3,500 for employees with three to ten years of service<\/li>\n
  • $4,000 for employees with eleven to fifteen years of service<\/li>\n
  • $4,500 for employees with sixteen to twenty years of service<\/li>\n
  • $5,000 for employees with twenty or more years of service<\/li>\n<\/ul>\n

    NEW MOU: Main Campuses Pre-Scheduled Voluntary Double-Time and a Half Shift Incentive for Critical Staffing Needs<\/strong><\/h3>\n

    The Union proposed copying the existing UW Medicine MOU and applying it across UW Academy. In this proposal, the Employer could offer pre-scheduled voluntary shifts for double time and half across (2.5x) all UW campuses.<\/p>\n

    NEW MOU: Main Campuses Voluntary Standby Pool<\/strong><\/h3>\n

    The Union proposed copying the MOU: Multi-Campus Voluntary Standby Pool that exists for UW Medicine and create a UW Academy version. The Union also proposed that prior to any contracting out, the Employer would evaluate the capacity of employees within this pool to perform work.<\/p>\n

    NEW MOU: Pay Realignment Orthopedic Tech<\/strong><\/h3>\n

    The Union proposed increasing Orthopedic Technician 1\u2019s pay to the same range as Medical Assistants, and raising Orthopedic Technician 2\u2019s one range above the Orthopedic Technician 1\u2019s new range.<\/p>\n

    NEW MOU: Surge Census Pay<\/strong><\/h3>\n

    The Union proposed a new premium during times of high census and trauma season. In this proposal, employees in eligible job profiles would be paid an additional $8 per hour in addition to all other premiums or differentials whenever the hospital experienced the following:<\/p>\n

      \n
    • Patient census exceeds capacity by 10%<\/li>\n
    • Emergency Department boarding exceeds capacity by four hours or more<\/li>\n
    • When vacancy rates for PCT\u2019s and MA\/HA\u2019s cause staffing level to fall below the staffing matrix<\/li>\n
    • When staffing in any department reaches a vacancy or call our rate of 10%<\/li>\n
    • Whenever the Hospital Incident Command System (HICS) or Emergency Operations Plan is activated<\/li>\n
    • High census is anticipated as a result of a declared emergency<\/li>\n<\/ul>\n
      \n

      WFSE Counter Proposals<\/strong><\/h2>\n

      Article 2: Non-Discrimination<\/strong><\/h3>\n

      In response to the Employer, the Union reasserted its initial proposal from June 25, 2026.<\/p>\n

      Article 4: Workplace Behavior<\/strong><\/h3>\n

      In response to the Employer, the Union reasserted its initial proposal from June 25, 2026.<\/p>\n

      Article 5: Affirmative Action<\/strong><\/h3>\n

      In response to the Employer, the Union reasserted current contract language.<\/p>\n

      Article 31: Health and Safety<\/strong><\/h3>\n

      The Union incorporated language from the Employer\u2019s July 16 counterproposal regarding workplace climate safety and reporting air quality concerns. \u00a0The Union maintained its proposal that personal protective equipment (PPE) and infection prevention training to employees be in-person.<\/p>\n

      Article 55: Contract Publication<\/strong><\/h3>\n

      In response to the Employer, the Union struck the language that the Employer will provide employees with a link to the contract. The Union added language that the CBA would include a QR code which would link to the pay tables.<\/p>\n

      Article 61: Diversity and Inclusion<\/strong><\/h3>\n

      In response to the Employer, the Union reasserted current contract language.<\/p>\n

      \n

      Next Steps<\/strong><\/h2>\n

      The next UW & WFSE bargaining session is scheduled for September 9, 2026 and will be held virtually.<\/p>\n","protected":false},"excerpt":{"rendered":"

      Background This recap details the eighth session for the negotiation for the collective bargaining agreement between the University of Washington and WFSE. Recaps are published online on the\u00a0UW Labor Relations website. Tentative Agreements Article 34: Performance Evaluation The parties agreed to current contract language. Side Letter A: City of Seattle Minimum Wage The parties agreed to roll over this side letter. \u00a0 UW Counter Proposals Article 7: Employee Rights 7.1. Representation In response to the Union, the Employer agreed to…<\/p>\n","protected":false},"author":92,"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":"UW & WFSE Negotiations Recap for September 3, 2026 - Labor Relations","description":"Background This recap details the eighth session for the negotiation for the collective bargaining agreement between the University of Washington and WFSE. Reca"},"_slim_seo_primary_term_category":106,"_slim_seo_primary_term_post_tag":0,"footnotes":""},"categories":[106],"tags":[],"class_list":["post-15679","post","type-post","status-publish","format-standard","hentry","category-washington-federation-of-state-employees"],"acf":[],"modified_by":"jdk488","_links":{"self":[{"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/posts\/15679","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\/92"}],"replies":[{"embeddable":true,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/comments?post=15679"}],"version-history":[{"count":1,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/posts\/15679\/revisions"}],"predecessor-version":[{"id":15683,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/posts\/15679\/revisions\/15683"}],"wp:attachment":[{"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/media?parent=15679"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/categories?post=15679"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/hr.uw.edu\/labor\/wp-json\/wp\/v2\/tags?post=15679"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}