UW & SEIU 925 Advisers Negotiations Recap for May 13, 2026
Background
This recap details the fifth session for the negotiation for the collective bargaining agreement between the University of Washington and SEIU 925-Advisers. Recaps are published online on the UW Labor Relations website.
Tentative Agreement
Article – Military Duty Leave
The parties tentatively agreed to an article that is identical to the same titled article in the SEIU 925 – Continuum College contract.
SEIU 925 Advisers – Initial Proposals
Article – Hours of Work
The Union proposed an article that is based on the similar article in the SEIU 925 – IHME contract, with some notable differences. The Union proposed decreasing the regularly scheduled work week for full-time employees from forty (40) hours to thirty-two (32) hours per week, and redefining part-time as less than thirty-two (32) hours per week
If there is a required work schedule, the Union proposed including it in the job description and the job offer letter. The Union also proposed language stating that employees be provided with paid 15-minute rest periods for every four (4) hours worked. Should an employee be unable to complete their 15-minute rest period because they are required to remain on duty, or called back to work during the rest period, the Union proposed the employee be entitled to complete their uninterrupted rest period as soon as possible.
Finally, the Union proposed that employees be provided with one uninterrupted paid meal period of at least thirty (30) minutes during any shift that exceeds five (5) hours in length.
Article – Overtime
The Union proposed an article that is based on the similar article in the SEIU 925 – IHME contract, with some notable differences. For exempt (overtime exempt) employees, the Union proposed that job duties would on average be thirty-two (32) hours of work per week. If employees are regularly working more than thirty-two (32) hours of work per week, the Union proposed that the Employer and employee would evaluate job duties. The Union also proposed that work hours would be adjusted in consultation between the employee and their supervisor to accommodate the appropriate balance between extended work time and offsetting time, and that an occasional supervisor-approved, partial-day absence would not require the use of paid time off.
For nonexempt (overtime eligible) employees, the Union proposed that work in excess of thirty-two (32) hours in one (1) workweek would constitute as overtime. They also proposed that employees would not be disciplined if job duties are delayed or not completed as a result of an overtime request being denied. Finally, the Union proposed that in no case would an overtime-eligible employee be required to accept compensatory time off in lieu of monetary compensation for overtime worked.
Article – Leave Due to Workplace Trauma
The Union proposed an article that would grant employees up to twenty-four (24) continuous or non-continuous hours per calendar year of paid trauma leave for time off to recover from traumatic incidents or secondary trauma related to work and work settings. Additionally, the Union proposed that trauma leave in amounts equal to or below the twenty-four (24) hours per calendar year would not be denied and that time spent in memorial services or university-sponsored community gatherings related to traumatic workplace events would not require the use of trauma leave and would be considered time worked.
The Union also proposed that additional hours of trauma leave may be granted with supervisor approval, and that should additional leave time be necessary and not approved by the supervisor, the employee may choose to use other forms of accrued time off or unpaid time off. Denial of additional trauma leave shall be in writing and shall not be arbitrary or capricious and finally, the union proposed that affected employees would notify their supervisor before leaving their work site or as soon as reasonably possible.
SEIU 925 Advisers – Counter Proposals
Article – Sick Time Off
In response to the Employer’s initial proposal that matched the , the Union proposed a starting sick time leave balance of five (5) days (forty (40) hours) for new employees upon their start date, prorated for part-time employees. The union proposed expanding the definition of family member to include an employee’s significant other, aunt, uncle, cousin, niece, nephew, family members in an in-law or foster relationship, or anyone with whom an employee has a close personal relationship akin to a family relationship.
The Union also proposed that the Employer would not request verification for the use of paid sick time off until after five (5) consecutive absences of scheduled workdays, instead of the current policy of three (3) days. The Union proposed that the verification may be given to the supervisor, manager, or human resources, as the employee chooses. Finally, the Union proposed that in January of each year, an employee whose sick time off balance at the end of the previous year exceeds two hundred and forty (240) hours may elect to convert the sick time off hours earned to vacation time on a 1 to 1 basis.
Article – Bereavement Time Off
In response to the Employer’s proposal that matched the SEIU 925 Continuum College contract, the Union proposed a Bereavement Time Off as a stand-alone article, separate from the Civil Jury Time Off section. In addition, the Union proposed an expansion of the family member definition as outlined in the Sick Time Off proposal. The Union proposed that additional bereavement days could be approved beyond five (5) utilizing the bereavement time off type, but if that is not approved, then an employee may choose to use sick time, vacation time, holiday credit, compensatory time, personal holiday, or unpaid time off for the additional days. Finally, the Union proposed that if any leave requests related to bereavement are denied, reason for denial would be provided to the employee in writing within three (3) days of the request.
Article – Leave Related to Domestic Violence, Sexual Assault, and Stalking
In response to the Employer’s proposal that matched the SEIU 925 Continuum College contract, the Union proposed an expansion of the family member definition as outlined in the Sick Time Off proposal. The union proposed that any safety accommodation denials would not be arbitrary or capricious and they would be given in writing within three (3) days of the request. The Union also proposed adding additional possible safety accommodations to the existing list including the removal of name, photos, contact details, work location or other identifying information from public-facing websites.
UW – Responses
Article – Unpaid Holidays for Reasons of Good Faith and Good Conscience
In response to the Union, the Employer reasserted its initial proposal that is identical to the same titled article in the SEIU 925 Continuum College contract.
Next Steps
The next UW & SEIU 925-Advisers bargaining session is scheduled for June 4, 2026, and will be held virtually.