UAW Research – UW Negotiations Recap for May 19, 2026
This recap details the eighth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and UAW Research.
Tentative Agreements
Article 13 – Hiring, Promotions, and Transfers
The parties agreed to replace references of job classifications with job profiles and references to salary range minimum to salary range maximum. They also agreed to include the definition of lateral movement, which is movement of an employee to a different job profile with the same salary range maximum as the employee’s current job profile.
Employer Initial Proposals
Article 10 – Grievance Procedure
The Employer proposed separating grievance mediation and arbitration into Step Three and Step Four, respectively. With respect to grievance mediation, the Employer proposed that the Union may skip Step Three Mediation within fourteen (14) days of the Step Two decision and the Employer could then inform the Union and PERC within fourteen (14) days of receipt of Mediation request if they are not in agreement. The Employer also proposed that the parties may request a list of grievance mediators from the Federal Mediation and Conciliation Service (FMCS) or other agreed upon mediation provider and that the cost of the mediation would be borne equally by both parties, should PERC mediation services be unavailable on a timely basis.
For the proposed step four – Arbitration, the Employer proposed that either party may advance the grievance to binding arbitration if the grievance did not settle at step three or the step was skipped. The Employer proposed that the grievance could be moved to arbitration within thirty (30) calendar days of the written notice that the Employer does not agree to Step Three (3) Mediation, the date of the last mediation session if mediation does not result in resolution, or the Employer’s written Step Two (2) response if Step Three is skipped, whichever is applicable. Additionally, the Employer proposed that the party moving for arbitration would notify the other party in writing that it is advancing to arbitration, initiate the scheduling process, and would provide availability to the next arbitrator on the panel within thirty (30) calendar days of advancing the grievance to arbitration. Failure to do so would render the grievance withdrawn, with prejudice, on the thirty-first (31) day.
Additionally, the Employer proposed that the parties would disclose all witnesses expected to be called in during arbitration, and that they would attempt to agree on the issue statement no later than seven (7) business days prior to the scheduled arbitration. The Employer also proposed language to address situations when the parties were unable to agree on the issue statement. The Employer also proposed language to address procedural arbitrability, including that if a hearing is needed to determine procedural arbitrability, the arbitrability of the grievance and the merits of the grievance would be bifurcated and heard separately. If the arbitrator determines the grievance is not arbitrable, the Employer proposed no hearing on the merits of the grievance would be held.
The Employer proposed that the arbitrator would retain jurisdiction for sixty (60) days following issuance of their decision to resolve any disputes related to implementation of any remedy ordered. The Employer also proposed sharing equally with the Union the fees and expenses of court reporters and the cost, if any, of hearing and caucus spaces. Should the arbitration hearing be postponed or cancelled at the request of one party, the Employer proposed that that party would bear the cost of postponement or cancellation. The Employer also proposed that the costs of any mutually agreed upon postponements or cancellations would be shared equally by the parties. The Employer proposed that if either party desires a record of the hearing, a court reporter may be used and that that party may opt to provide a copy of the hearing transcript to the arbitrator. Finally, the Employer proposed that if the other party desires a copy of the transcript, they would pay for half of all costs involved in hiring the court reporter and producing a transcript for each party and the arbitrator.
Union Counter Proposals
Article 39 – Union Rights
In response to the Employer’s proposal to update language in this article to more accurately reflect the information that is provided on Union roster reports each pay period, the Union proposed additional data including current profile effective date, length of service to the University and retirement date to be included on Union roster reports.
Next Steps
The next UAW Research and UW bargaining session is scheduled for Tuesday, June 2 and will be held in-person at the UDSB Gateway building.