University of Washington Human Resources

UW – SAG-AFTRA Negotiations Recap for January 21, 2026

Background

This recap details the eighth sessions for the negotiation of the third collective bargaining agreement between the University of Washington (UW) and Screen Actors Guild-American Federation of Television and Radio Artists (SAG-AFTRA) for KUOW. Recaps are published online on the UW Labor Relations website.
Tentative Agreements

The parties tentatively agreed to the following current contract language provisions:

• Mission Statement and Preamble
• Article 2 – Management Rights
• Article 5 – Flexible Work Agreements/Arrangements
• Article 8 – Work Week, Word Day, Meal Breaks, and Rest Breaks
• Article 10 – Rest Between Shifts
• Article 11 – Minimum Call
• Article 12 – On-Call
• Article 13 – Definition of Full-Time and Part-Time Employee
• Article 17 – Professional Development
• Article 19 – Benefits
• Article 23 – Minimum Terms and Conditions
• Article 24 – Subordination of Agreement and Savings Clause
• Article 25 – Successors and Assigns
• Article 26 – No Strike/Lockout
• Article 27 – Newsroom Firewall
• Article 28 – Corrective Action/Dismissal
• Article 29 – Length of Service
• Article 32 – Status Notification Forms
• Article 34 – Probationary Period
• Article 36 – Cell Phone Policy
• Article 37 – Meal Policy

SAG-AFTRA Package Proposals

Union Compensation Package Proposal

Article 9 – Overtime

9.4 Temporary Modified Weekly Schedule

In response to the Employer’s proposal, the Union proposed adding that modified weekly schedules would only be at the employees’ request in advance of the workweek and only for that workweek. In this proposal, all temporary modified weekly schedules would be need acknowledgement in writing.

Article 38 – Broadcast Host Premium

In this package proposal, the Union proposed accepting the Employer proposal on January 14, 2026.

Article 39 – Compensation

39.1

In response to the Employer’s proposal, the Union proposed 4% salary range minimum increases per year, down from 4.5%.

39.2

In response to the Employer’s proposal, the Union proposed 4% across the board per year, down from 4.5%.

39.6 In-grade Salary Adjustments

In response to the Employer, the Union reasserted its proposal that should additional sources of money become available, the parties would meet to distribute the funds.

39.8 Temporary Pay/Salary Increase (TPI/TSI).

In response to the Employer, the Union reasserted its proposal that employees would receive a temporary pay increase of at least 5% when temporarily assigned additional or higher level duties.

39.9 Temporary Assignment One-Time Payments

In response to the Employer, the Union proposed that Supervising Producers would be included in eligible job profiles to receive Temporary Assignment one-time payments. Additionally, the Union proposed striking that Podcast Hosts, for every fifth episode, would qualify for this one-time payment.

39.10 Podcast Host Duties Add-On Payment

Since the Union proposed removing the Podcast Host from the eligible positions in section 39.9, the Union proposed a new section 39.10 Podcast Host Duties Add-On Payment. In this proposal, regular, full-time employees could be assigned as Podcast Hosts monthly. For each month assigned Podcast Host duties, the individual would receive $1500.

Appendix I – Job Classifications

In response to the Employer’s proposal, the Union proposed aligning the minimum monthly wage for the Newscaster/Reporter job profile to that of the Host job profile. In addition, the Union proposed making the Newscaster/Reporter job profile an exempt classification. Finally, the Union proposed to expand the Digital Editor/Reporter series so that there would be an additional Digital Editor/Reporter 3 job profile.

New MOU – Host Voiced Advertisements

In response to the Employer’s proposal, the Union proposed $100 for every workweek within they are assigned Host Voiced Advertisements down from $150.

Job Specs

In response to the Employer’s proposed new Job Specifications the Union proposed edits.

Union Temporary Employee Package Proposal

In this package proposal, the Union proposed accepting the following Employer proposals from January 13, 2026:

• Article 1 – Union Recognition
• Article 14 – Temporary Hourly Fill-In Employees and Project Appointments
• Article 15 – Fellowship
• New MOU – Temporary Employees into the Bargaining Unit

New Article – Temporary Hourly Fill-In Employees and Project Appointments

In response to the Employer’s proposal, the Union proposed that the following articles would also apply to represented temporary employees:

• Article 8 – Work Week, Work Day, Meal Breaks, and Rest Breaks
• Article 23 – Minimum Terms and Conditions
• Article 25 – Successors and Assigns
• Article 32 – Status Notification Forms
• Article 33 – Postings

XX.1 Definition

In response to the Employer, the Union proposed striking that Compensation could approve extensions for temporary hourly employees. Additionally, the Union proposed new language stating that temporary positions could only be created or filled when the following conditions were met: recruiting to fill a vacant position with a permanent position; filling positions when a worker is on a leave of absence; staffing a short-term project; or maintaining a roster of on-call, fill-in Announcers.

XX.2 Hours of Work and Overtime

In response to the Employer, the Union proposed that temporary hourly, fill-in employees could receive daily overtime in addition to weekly overtime. Additionally, the Union proposed that these employees could receive Short Turnaround as described in Article 10 – Rest Between Shifts.

XX.3 Probationary Period

In response the Employer, the Union proposed that a temporary hourly, fill-in employee’s time spent in the same job would have the entirety of that time count towards their probationary period if they were hired into a permanent position without a break in service. Additionally, the Union proposed that if the employee’s work becomes ongoing and permanent in nature, the Employer would be required to fill the position on a permanent basis.

XX.9 No Displacement

The Union also proposed that temporary positions could not be created to do the work of an employee who had been laid off and these positions could not displace regular employees or positions.

UW Counter Proposals

Article 3 – Non-Discrimination and Diversity

In response to the Union’s proposal, the Employer reasserted its initial proposal from November 4, 2025.

Article 30 – Layoff

30.1 Layoff

In response to the Union’s proposal, the Employer reasserted its proposed language edit from December 9, 2025.

30.4 Temporary Layoff

In response to the Union’s concerns, the Employer proposed a new section that states a temporary layoffs, if necessary, would be performed in accordance with University Policy and would not follow the same notice period as outlined in Article 30.3.

New Article – Union Board Liaison

In response to the Union’s proposal, the Employer reasserted its rejection of this new article.

UW Package Proposals

Employer Temporary Employee Package Proposal

In this package proposal, the Employer proposed accepting the following Employer proposals from January 13, 2026:

• Article 1 – Union Recognition
• Article 14 – Temporary Hourly Fill-In Employees and Project Appointments
• Article 15 – Fellowship
• New MOU – Temporary Employees into the Bargaining Unit

New Article – Temporary Hourly Fill-In Employees and Project Appointments

In response to the Union’s proposal, the Employer proposed that the following articles would also apply to represented temporary employees:

• Article 23 – Minimum Terms and Conditions
• Article 25 – Successors and Assigns

XX.1 Definition

In response to the Union’s proposal, the Employer reasserted that Compensation would be involved in approving temporary hourly employee duration extensions. Additionally, the Employer proposed that a temporary position could be made for assignments of limited duration such as: a short-term project; providing training to a newly hired employee; coverage for a regular employee on a leave of absence; assistance during peak workload periods; interim coverage during a recruitment; or other temporary assignments.

XX.3 Probationary Period

In response to the Union’s proposal, the Employer reasserted its initial proposal regarding a maximum of 3-months applying to the 6-month probationary period if a temporary employee moves into a permanent position. The Employer also proposed that it could convert a represented temporary position into a permanent position.

XX.9 No Displacement

In response to the Union’s proposal, the Employer did not agree to include the Union’s language limiting the creation of temporary positions.

Next Steps

The next UW and SAG-AFTRA bargaining session is scheduled for January 26, 2026 and will be held in person.