UAW Research – UW Negotiations Recap for April 21, 2026
This recap details the fifth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and UAW Research.
Union Initial Proposals
Article 9: Exit Interviews
The Union proposed language that requires exit interviews be offered to all bargaining unit employees. Additionally, the Union proposed to require the Employer to provide all exit interview documentation to the Union on a quarterly basis. The Union also proposed new timelines around the exit interview process, including requiring exit interviews to be offered no later than an employee’s last day of work or within five (5) business days of notice of separation, whichever is earlier. Under this proposal, employees could elect to have a Union representative present during the interview. Also, employees who have separated would be entitled to request an exit interview within thirty (30) calendar days following their separation date.
Article 15: Hours of Work
The Union proposed language regarding employees requesting alternative work schedules, which would require the Employer to use departmental seniority to make shift assignments in the event that employees with substantially similar qualifications have made the same request. With respect to schedule changes, the Union proposed to require the Employer to provide ten (10) work days’ notice of changes, and that the Employer would be required to distribute weekend and other non-standard shifts equitably among qualified employees and to maintain a transparent rotation tracking system to ensure equitability.
The Union proposed to create a new on-call premium for bargaining unit employees who are required to restrict off-duty activities to be available for duty at 25% of their regular pay rate. The proposal would require employees who are called to physically return to work from on-call status to receive premium pay of time and one-half (1.5x) their regular rate of pay for a minimum work period of three (3) hours in addition to the on-call pay.
The Union proposed to create a new call-back premium for bargaining unit employees that would pay employees three (3) hours bonus pay plus time actually worked, which would be paid at one and half (1.5x), when they leave the grounds and are called to physically return to the work site outside of regularly schedule hours. Under this proposal, this premium would apply when an employee receives direct notice from their supervisor stating they need to physically return to the work site and could be applied to a day the employee is regularly scheduled to work or on a day the employee is scheduled to be off. The proposal also states that employees on on-call status who are called to return to work would not qualify for call-back pay.
The Union also proposed to create a new weekend pay premium for bargaining unit employees that would pay a premium rate of time and one-half (1.5x) for all hours worked on a non-regularly scheduled weekend. Under this proposal, weekend pay would not apply on top of pay from other scheduled exemptions.
Article 25: PI Eligibility
The Union proposed to require policies that detail the requirements of employees to be considered for eligibility as principal investigators (PIs) be publicly posted. The Union also proposed to require requests for PI eligibility be reviewed by three (3) or more people within the department, school, or college and if a requester is denied eligibility, the Union proposed requiring a written response that includes the reason for denial and a clear pathway for appealing the decision. Under this proposal, approved PI requests would be granted for a minimum of 5 years.
Article 28: Professional Development
The Union proposed to redefine the ways that professional development funds can used into several groups of activities, including: training and networking opportunities; tools such as texts, software, physical materials, etc.; memberships with organizations such as professional societies; developing new lines of research and writing grant proposals; and paid release time to pursue professional development activities. The Union also proposed to define how supervisors can support professional development, such as approving or endorsing use professional development funds and paid release time; temporarily rearranging employee work schedules or hours in support of employee professional development goals; and approving unpaid leave to attend professional development activities. Additionally, the Union proposed to strike language that allows supervisors to have discretion to approve professional development funds and/or paid release time. With respect to supplemental employment during professional leave with pay, the Union proposed to strike language that requires employees to receive approval for supplemental employment at the time of the professional leave request. Finally, the Union also proposed various reorganization and terminology edits in this Article.
Union Counter Proposals
Article 32: Salary Overpayment Recovery
In response to the employer, the Union counter-proposed to strike the specific reference to the 280-hour cash out cap for the vacation time off method of payback, proposing to reference language from Article 35: Time Off and Leave instead. Additionally, the Union proposed to include new section titles to individual sections within this Article.
Employer Counter Proposals
Article 32: Salary Overpayment Recovery
The Employer accepted most of the Union’s counterproposal but reasserted its proposal to specifically reference the 280-hour cash out cap for the vacation time off method of payback.
Next Steps
The next UAW Research and UW bargaining session is scheduled for Thursday, April 30 and will be held in-person at the UDSB Gateway building.