UAW Research – UW Negotiations Recap for March 10, 2026
This recap details the second session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and UAW Research.
Tentative Agreements
The parties tentatively agreed to maintain current contract language on the following Articles:
- Article 14: Holidays
- Article 17: Joint Union Management Committee
- Article 19: New Employee Orientation
- Article 24: Personnel Files
- Article 36: Transportation and Commute Reduction
- Article 41: VCAP
- MOU: Union Rosters Applied Physics Laboratory (APL)
Union Initial Proposals
Article 4: Classification and Reclassification
The Union proposed language regarding the position review forms used for bargaining unit employees, including the Research Scientist-Engineer Questionnaire and the Represented Civil Service Exempt Staff Position Review Questionnaire. The Union also proposed new language that would require the respective HR department to verify the necessary paperwork was completed properly and inform the applicant of any needed changes before submitting to UWHR Compensation within two (2) work days upon submission of the forms. Additionally, the respective HR department would be required to provide confirmation to the applicant and submit the forms no later than five (5) work days from receipt to UWHR Compensation with copies also sent to the supervisor and employee.
Article 6: Corrective Action and Dismissal
The Union proposed new language that would require the Employer to conduct a performance improvement plan as outlined in Article 23.3 (Performance Evaluation Process) prior to issuing corrective action. Regarding corrective action, the Union proposed clarifying language on the Letter of Expectation, stating it should include a clear expectation of behavior or performance concerns, explanations communicating expected performance or behavior, opportunities for the employee to respond, an action plan the employee can review and give input on, a time frame for the employee to improve performance or behavior, and a clear explanation explaining if the employee fails to meet expectations, further corrective action will be taken. Finally, the Union proposed to extend the timeframe in which employees are informed of the reasons for a contemplated dismissal from ten (10) calendar days to thirty (30) calendar days and proposed to extend the timeline for filing a grievance related to this article.
Article 10: Grievance Procedure
The Union proposed to extend the grievance filing window from twenty-one (21) calendar days to thirty (30) calendar days. Regarding step two grievance meetings, the Union proposed new language that would require a University designee(s) not be an individual who is directly involved in or the subject of the grievance unless mutually agreed upon between the Union and Employer. The Union also proposed reducing the timeframe in which the University is required to respond in writing to the grievant from twenty-one (21) calendar days to fourteen (14) calendar days. Additionally, the Union proposed to separate mediation and arbitration, which would establish step three as an optional mediation step, and step four as arbitration. The Union proposed to establish a fourteen (14) day timeframe for which they may file for mediation and maintained the current thirty (30) calendar day timeline for filing for arbitration.
Article 23: Performance Evaluations
The Union proposed that supervisors and employees use the UWHR Corrective Action Plan template for completing performance improvement plans, and that the plan include a reasonable timeframe for it to be revisited. Additionally, the Union proposed a new template for performance evaluations . The Union also proposed adding a new provision to performance evaluation forms for identifying career advancement goals, including job duty changes required for position advancement, training, development plans, and other comments; this information was also included in the union’s proposed template.
Employer Initial Proposals
Article 39: Union Rights
The Employer proposed to update language in this Article to more accurately reflect the information that is provided on Union roster reports each pay period.
Next Steps
The next UAW Research and UW bargaining session is scheduled for March 26, 2026 and will be held in-person at the UDSB Gateway building.