The University of Washington provides as a benefit to certain eligible employees a fully-subsidized U-PASS to encourage employees to utilize public transportation for their commute. The U-PASS benefit has no cash value if it is not used.
While the U-PASS is administered by the Transportation Services office, the conditions of and eligibility for the subsidized benefit are managed by UW Human Resources.
Employees eligible for subsidized U-PASS
As part of several collective bargaining agreements for 2019 – 2021, the University is pleased to offer a fully subsidized U-PASS as a benefit to employees covered by these contracts. Classified non-union staff are also eligible for this benefit, which is in effect from July 1, 2019 through June 30, 2021.
Note: Last updated August 15, 2019. Additional employee groups may be added to the table if and when agreement is reached with their respective unions.
|SEIU 925||Not offered to those in “temporary” employee types.|
|WFSE||Not offered to those in “temporary” employee types.|
|AFT||Not offered to staff with a .33 or lower FTE.|
|SEIU 1199NW||Not offered to those in “temporary/per diem” employee types.|
|WSNA||Not offered to those in “temporary/per diem” employee types.|
|UAW ASEs*||Not offered to those who do not currently receive fee and tuition waivers.|
|Classified non-union employees||Not offered to those in “temporary” employee types.|
* Effective beginning June 24, 2019, the first day of Summer Quarter 2019.
Teamsters 117 Police and WFSE Police Management declined the U-PASS benefit for 2019-2020.
Don’t see your union listed here? Labor Relations is in active discussions with our other union partners and the list above will be updated if agreement is reached to provide the subsidized U-PASS benefit to additional employee groups.
The following employee types are not currently under consideration for a subsidized U-PASS: Faculty, professional staff, temporary hourly staff, student hourlies, educators, librarians, ICA contract coaches, Hall Health Physicians, retirees, stipends.
Impact of Job Change
An employee in a position that is eligible for a fully-subsidized U-PASS that moves into a position that is not eligible for a fully-subsidized U-PASS (e.g., SEIU 925 to professional staff) will have their card deactivated on the pay date associated with their job change. For a pay period ending on the 15th the month, the deactivation date would be the 25th. For the pay period ending at the end of a month, the deactivation date would be the 10th.
Subsidy Loss due to Fraudulent Use
If an employee holds more than one position and at least one is eligible for a fully subsidized U-PASS, the employee receives the fully subsidized U-PASS benefit.
Refunds for Missed Eligibility
If an employee who was eligible for the fully subsidized U-PASS pays for the U-PASS when they were otherwise eligible for the subsidy and the eligibility determination error is the fault of the UW, the UW will refund any U-PASS deductions taken in error as determined by the UW.
Cancelling Payroll Deductions
Employees who change from positions that are not eligible for a fully subsidized U-PASS into positions that are eligible are responsible for cancelling their U-PASS payroll deduction.
Husky Card Replacement
A fully subsidized U-PASS eligible employee should not be assessed a Husky Card replacement fee when an employee has a Husky Card with a chip, but the chip is deactivated from disuse at time of implementation. This is appropriate for three (3) months after implementation of an employee group to the eligibility group.
As with the current Husky card replacement policy, a fully subsidized U-PASS eligible employee should be assessed a Husky Card replacement fee when an employee has a Husky card with a chip, but loses the Husky Card.
Impact of Leave of Absence
Employees who are on a paid or unpaid leave of absence continue to receive the fully subsidized U-PASS benefit during the duration of their leave of absence.
Cyclic employees who are absent during their known, recurring period when their position is not needed continue to receive the fully subsidized U-PASS benefit during their cyclic yearly leave of absence.
The U-PASS subsidy ends on the last day of employment for any reason, including voluntary and involuntary terminations, layoffs, and retirement.