This recap details the sixth mediation session, twenty-second overall session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and UAW Research.<\/p>\n
The parties tentatively agreed to the following:<\/p>\n
The parties agreed to increase the amount of bereavement time off available to Research staff to five (5) days. The parties also agreed to expand the eligible uses of sick time off to include domestic violence, sexual assault, stalking or hate crime covered absences, as well as during furlough to maintain benefits. Additionally, the parties agreed to update language around the shared leave program pursuant to RCW 41.04.650-41.04.670 that will allow employees or their relatives or household members involved in immigration enforcement action to receive time off via the shared leave program.<\/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 presented its latest compensation counter proposal which would increase employee salaries across-the-board by one percent (1%) effective October 1, 2026, if the Union were to ratify the agreement by September 30, 2026, as well as additional across-the-board increases of one and a half percent (1.5%) effective October 1, 2027, and another one and a half percent (1.5%) effective October 1, 2028. The Employer also increased its proposed salary range increase to one and a half percent (1.5%) in year 3 of this agreement, effective October 1, 2028, if ratified on or before September 30, 2026.<\/p>\n As part of this package proposal, the parties would agree to strike and remove this expired MOU.<\/p>\n As part of this package proposal, the Union would agree to withdraw their proposal to create this new Article.<\/p>\n As part of this package proposal, the Union would agree to withdraw their proposal to create this new Article.<\/p>\n The Union reasserted its proposal to require layoff notices sent to the Union to include the specific reasons for a position\u2019s elimination and when possible, to include specific impacted funding source(s). In response to the Employer\u2019s proposed language around removal from the rehire list, the Union proposed that removal from the rehire list would occur if there are four offers of placement for the job profile in which the employee was laid off from, and one of placement from a position in a lower job profile, and the employee either accepts any offer of placement or rejects them. Finally, the Union accepted the Employer\u2019s proposed new language around standby status for employees in Washington State, but rejected the Employer\u2019s proposed new language around short-term FTE reductions and increases and reasserted its prior counterproposal<\/a> elsewhere in this Article.<\/p>\n The Union adjusted its proposed definition of bullying, now proposing that it be defined as language or conduct that is unwelcome and sufficiently severe, persistent, or pervasive such that it could be expected to create a hostile work environment. The Union also re-proposed including \u201ccaste\u201d as a characteristic protected from discrimination or harassment. The Union accepted some of the Employer\u2019s proposed language around submitting reports and inquiries to the University\u2019s Civil Rights Compliance Office but reasserted much of its prior counterproposal<\/a> elsewhere in this Article.<\/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 prior counter proposal as presented during the August 28<\/a> bargaining session.<\/p>\n As part of this package proposal, the Employer would agree to the Union\u2019s prior counter proposal as presented during the September 3<\/a> bargaining session.<\/p>\n As part of this package proposal, the Union would agree to the Employer\u2019s prior counter proposal as presented during the June 30<\/a> bargaining session.<\/p>\n As part of this package proposal, the parties would agree to maintain current contract in this Article.<\/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 dropped its proposal to establish a childcare and dependent care fund but reasserted its prior counterproposal<\/a> elsewhere in this proposed new Article.<\/p>\n The Union reasserted its prior proposal for this proposed new MOU. The Union modified the language previously proposed \u00a0around cases in which the University can\u2019t lawfully employ a bargaining unit employee resulting from their immigration status that would require the University to make reasonable efforts to employ, re-employ, or place them on the rehire list as soon as possible if they achieve immigration status that lawfully permits them to work as a bargaining unit employee.<\/p>\n\n
Article 42: Compensation<\/strong><\/h3>\n<\/li>\n<\/ul>\n
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MOU: Retaining Institutional Knowledge<\/strong><\/h3>\n<\/li>\n<\/ul>\n
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New Article XX: Caregiving and Dependent Support<\/strong><\/h3>\n<\/li>\n<\/ul>\n
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New Article XX: New Technology<\/strong><\/h3>\n<\/li>\n<\/ul>\n
\nUnion Counter Proposals<\/strong><\/h2>\n
Article 18: Layoff, Seniority, Rehire<\/strong><\/h3>\n
Article 21: Non-Discrimination and Harassment <\/strong><\/h3>\n
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Article 6: Corrective Action and Dismissal<\/strong><\/h3>\n<\/li>\n<\/ul>\n
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Article 10: Grievance Procedure<\/strong><\/h3>\n<\/li>\n<\/ul>\n
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Article 25: PI Eligibility <\/strong><\/h3>\n<\/li>\n<\/ul>\n
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Article 34: Telework<\/strong><\/h3>\n<\/li>\n<\/ul>\n
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New Article XX: Caregiving and Dependent Support<\/strong><\/h3>\n<\/li>\n<\/ul>\n
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New MOU: Immigration and Visa Sponsorship<\/strong><\/h3>\n<\/li>\n<\/ul>\n