UAW Research – UW Negotiations Recap for June 8, 2026
This recap details the tenth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and UAW Research.
Union Initial Proposals
MOU: Transition Support
The Union proposed to create a new MOU with provisions around supporting and protecting employees pursuing gender transitions. The Union proposed language that would require the University to update all records to reflect an employee’s preferred name and to only use legal names where legally required. Additionally, the Union proposed to require replacement fees be waived for name updates on ID badges/Husky Cards. The Union also proposed language regarding a transgender sensitivity training jointly offered by the University and the Union through the existing EPIC program. At the request of an employee under this contract, their supervisor would be required to attend, while other lab members would be encouraged to attend. The Union also proposed language that would require the Employer to make available a fund of $100,000 per year of this agreement to a transition support fund with the purpose of reimbursing costs paid by covered employees pursuing gender transition. The proposal would allow the Union to be entirely responsible for distribution of funds.
Union Counter Proposals
Article 21: Non-Discrimination/Harassment
The Union proposed to move language defining bullying, abusive conduct, and intimidation that it previously proposed in Article 11: Health and Safety into this Article. The Union accepted the Employer’s proposal to reference UW Executive Order 81 in defining discrimination and harassment, but reasserted its proposal to further define discriminatory harassment, sexual harassment, and retaliation. The Union also reasserted its proposal to include “caste” in the list of characteristics protected from discrimination. With respect to complaints, the Union accepted most of the Employer’s proposed language that would encourage reporting discrimination or harassment through the University’s Civil Rights Compliance Office. The Union also reasserted its initial proposals around equitable bathroom access and maintaining the equity survey. With respect to the EPIC program, the Union maintained its proposal to move provisions around the program from MOU: Empowering Prevention & Inclusive Communities (EPIC) into this Article but adjusted its proposal to state that Postdoctoral Scholar or Research Staff appointments in the program may not exceed 0.5 FTE for any trainer.
Article 29: Reasonable Accommodation of Employees with Disabilities
The Union accepted the Employer’s proposal to redefine disability separation” as “medical separation” and to include language clarifying that a leave a absence may be a form of a reasonable accommodation but reasserted its initial proposal for the remainder of this Article.
Employer Counter Proposals
Article 11: Health and Safety
In response to the Union’s proposal to include language around workplace hazards and compliance with health and safety laws, the Employer counter proposed to include general language stating the University will maintain a safe workplace free from recognized hazards consistent and in compliance with applicable state and federal laws, and that the Union and Employer would be jointly committed to implementing an effective health and safety program and accident prevention program that meets or exceeds WA Department of Labor and Industries and Division of Occupational Safety and Health (DOSH) requirements. In response to the Union’s proposal to include language defining University measures to take during a public health emergency or disease outbreak, the Employer counter proposed to include language that would direct employees to the University’s Suspended Operations policy in such cases.
Article 21: Non-Discrimination/Harassment
The Employer reasserted its initial proposal for this Article.
Article 29: Reasonable Accommodation of Employees with Disabilities
The Employer accepted the Union’s proposal to include language that would require the University to send annual communication to all managers regarding their role in the process. The Employer also adjusted its prior proposal to refer to the University’s Disability Services Office and UWHR Leave and Accommodations team for when employees need to request an accommodation. With respect to disability leave, the Employer included language clarifying that a leave of absence may be a form of reasonable accommodation and adjusted its proposal to state that employees may apply eight (8) hours of accrued paid time per month for the duration of the approved disability leave period, and that employer-paid benefits would be continued when the disability leave is covered by FMLA or PFML. Also, the Employer counter proposed to redefine “disability separation” as “medical separation.” The Employer reasserted its initial proposal in the remainder of this Article.
MOU: Empowering Prevention & Inclusive Communities (EPIC)
The Employer accepted the Union’s proposal to keep this training available to ASEs, Postdocs, and Research Staff, but reasserted its initial proposal for the remainder of the MOU.
MOU: Equity Survey
The Employer reasserted its initial proposal to strike and remove this MOU.
Next Steps
The next UAW Research and UW bargaining session is scheduled for Friday, June 12 and will be held virtually on Zoom.