UAW Postdoctoral Scholars – UW Negotiations Recap for June 8, 2026
This recap details the second session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and UAW Postdoctoral Scholars.
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 that would require the University to offer a transgender sensitivity training jointly with the Union through the existing EPIC program that, by request of an employee under this contract, would be required to be given to their supervisor and other lab members. 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.
Employer Counter Proposals
Article 8: 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. The Employer also proposed language from the UAW Research contract that would require the University to inspect worksites and identify hazards and ergonomic conditions and put in place mitigations for any identified conditions that may be hazardous to health and safety.
Article 16: Non-Discrimination and Harassment
The Employer accepted the Union’s proposal to include language from the UAW Research contract stating inappropriate behavior by employees, supervisors, and/or managers would not be tolerated, but reasserted its initial proposal for the remainder of this Article.
Article 36: Reasonable Accommodations
The Employer accepted the Union’s proposal from the UAW Research contract to include language defining the disability accommodation process as an interactive process. The Employer 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. 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 rename RSE’s and RCoCo’s as Research Staff, but reasserted its initial proposal for the remainder of the MOU.
Union Counter Proposals
Article 16: Non-Discrimination and Harassment
The Union proposed to move language defining bullying, abusive conduct, and intimidation that it previously proposed in Article 8: 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 36: Reasonable Accommodations
The Union counter proposed to strike the section around alternative job searches and accepted the Employer’s proposal to redefine disability separation” as “medical separation,” but reasserted its initial proposal for the remainder of this Article.
Next Steps
The next UAW Postdoctoral Scholars and UW bargaining session is scheduled for Friday, June 12 and will be held virtually.