SEIU 925 – UW Negotiations Recap for Monday, June 22, 2026
Background
This recap details the second virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and SEIU 925. Recaps are published online on the UW Labor Relations website.
SEIU 925 Initial Proposals
Article 4: Workplace Behavior
Under this proposal, the Union proposes new language requiring the employer to provide the Union with an update on the status of an investigation within ten (10) business days. Employees would also be entitled, upon request, to receive updates regarding the progress of the investigation. Additionally, Employees would be notified when the investigation is concluded and informed of its outcome. The Union further proposes that employees should be allowed to request reasonable safety accommodation during the investigation process. These accommodations are intended to help address safety concerns while the investigation is ongoing and may include measures such as transfers, reassignments, schedule modifications, changes to work contact information, workstation relocations, enhanced security measures, or other reasonable workplace adjustments. Any safety accommodation provided under this section shall be mutually agreed upon by the Employee and the Employer. The Union also proposes removing the current limitations for grievances being filed for up to Step 3 Mediation in the article. In addition, the Union proposes including language for other possible processes to resolve workplace behavior complaints which may include:
- Civil Rights Investigation
- ADA Coordinator
- Office of Ombud
Article 36: Corrective Action/Dismissal
The Union proposed several housekeeping changes throughout the article to improve clarity and readability. The edits are intended to simplify the language, while maintaining the current intent. Additionally, the Union proposes new language requiring the Employer, subject to operational needs, to provide an employee with paid time off for the remainder of the workday upon request when a final counseling is issued. If the Employer denies the request for paid time off, the Union proposes that the Employer be required to provide the employee with the reason(s) for the denial in writing.
Article 41: New Employees
The Union is proposing several changes to this article regarding NEO. First, the Union proposes replacing the term “NEO” throughout the article with “Orientation.” The Union also proposes incorporating language currently included on the Welcome Day New Employee Orientation area of the UW website, which states that UW Bothell and UW Tacoma will conduct orientations that complement Welcome Day and that employee attendance is required. To facilitate earlier engagement with potential bargaining unit members, the Union proposes that supervisors provide quarterly written notifications to newly hired employees encouraging them to attend orientation in person. Upon request, the Union would receive copies of these communications. Additionally, the Union proposes new language requiring the Employer to release a Union representative to present in person during orientation sessions at all UW campuses.
New Article: Protocol for Employee Detainment
The Union proposed a new article establishing a protocol for employees who are detained, arrested and/or incarcerated by ICE or Law Enforcement, based on the existing UW policy. The proposal outlines the responsibilities of supervisors, HR, and university leadership in responding to an employee’s detention, arrested and/or incarcerated, including information gathering, coordination, and case management. Additionally, the proposal seeks to ensure that, where legally permissible, UW provides support to detained employees through available leave options, continuation of benefits, access to legal support resources, and employment verification.
Next Steps
The next SEIU 925 and UW bargaining session is scheduled for Monday, July 6, 2026, and will be held virtually.