UW & SEIU 925 Advisers Negotiations Recap for June 10, 2026
Background
This recap details the seventh 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.
SEIU 925 Advisers – Initial Proposals
Article XX – Health and Safety
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 that an employee may request reasonable safety accommodations if they experience threatening or inappropriate behavior, harassment, stalking, or violence in the course of their work with students. The Union also proposed a non-exhaustive list of those potential reasonable safety accommodations. The Union proposed that any employee who needs to end a shift early after experiencing threatening behavior, stalking, or violence would be paid as if they had finished their shift. The Union also proposed that if the employee-requested safety accommodation is denied, the reason for denial would be provided in writing within three (3) days of the request.
The Union proposed work-related travel safety provisions regarding travel accommodations, reimbursements, hours of work, and travel vaccinations. The Union proposed that in instances where air quality is compromised, the Employer would evaluate how to alter work practices and consider the type of work, local working conditions, and an individual’s personal response to temperature or air quality. The Union proposed that the Employer would make available air purifiers for employees to use in their offices, upon request.
Lastly, the Union proposed that the Employer would repair or replace Employer-provided materials and equipment required for the position if damaged or worn out beyond usefulness during the normal course of business, and all employees would be provided with technology of sufficient capability to support their work responsibilities.
Article XX – Employee Facilities
The Union’s proposal matches much of the same language from the similar article in the SEIU 925 – IHME contract with a new section on private meeting space. The Union proposed that the Employer would ensure that private designated individual meeting spaces would be made available with proper equipment for employees, both for permanent and temporary work spaces. The Union proposed that employees would not be expected to rotate between in-person work locations. The Union also proposed the Employer would upkeep and modify offices to maximize privacy.
The Union also proposed that wellness rooms would be distinctly separate spaces from rooms for reflection/prayer.
Article XX – Non-Discrimination
The Union proposed an article that is identical to the similar SEIU 925 – IHME contract with minor housekeeping edits.
Article XX – Workplace Behavior
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 including individual or departmental training as options for appropriate action taken by the Employer after an investigation of inappropriate workplace behavior. The Union also proposed that the employee and the Union would be notified in writing within ten (10) business days regarding the status of investigation, and that upon request, employees would be provided with updates and outcomes when possible. The Union proposed that during the investigation the employee may request a reasonable safety accommodation and it will be provided by the Employer. Examples include but are not limited to adjustments to a job structure, workplace facility, or work requirement.
Article XX – Reasonable Accommodations of Employees with Disability
The Union proposed an article with much of the same language from the similarly titled article in the contract with some notable differences. The Union proposed that employees may be accompanied by a union or legal representative, medical provider, or other advocate in meetings with the Employer regarding their accommodation request. The Union also proposed that medical information disclosed to the Employer would be provided in a secure manner as chosen by the employee, such as in-person or secure file transfer.
The Union proposed that the Employer would provide temporary accommodations upon receiving all documentation until the full review process is complete. They also proposed that denials of accommodation requests or changes to the original request would be provided in writing to the employee and that denials would not be arbitrary or capricious. Finally, the Union proposed including the shared leave as a time off type available during disability leave.
Next Steps
The next UW & SEIU 925-Advisers bargaining session is scheduled for June 15, 2026, and will be held virtually.