{"id":10286,"date":"2026-01-15T17:38:26","date_gmt":"2026-01-16T01:38:26","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=10286"},"modified":"2026-01-15T17:38:26","modified_gmt":"2026-01-16T01:38:26","slug":"uw-sag-aftra-negotiations-recap-for-january-13-and-14-2026","status":"publish","type":"post","link":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2026\/01\/15\/uw-sag-aftra-negotiations-recap-for-january-13-and-14-2026","title":{"rendered":"UW \u2013 SAG-AFTRA Negotiations Recap for January 13 and 14, 2026"},"content":{"rendered":"

Background<\/strong><\/h4>\n

This recap details the sixth and seventh sessions for the negotiation of the third collective bargaining agreement between the University of Washington (UW) and Screen Actors Guild-American Federation of Television and Radio Artists (SAG-AFTRA) for KUOW. Recaps are published online on the UW Labor Relations website<\/a>.<\/p>\n

Tentative Agreements<\/h4>\n

The parties tentatively agreed to the following:<\/p>\n

Article 7 \u2013 Union Security<\/h5>\n

The parties agreed to include language reflecting the contents of reports provided to the Union by the Employer every pay period.<\/p>\n

Article 22 \u2013 Vacation Time Off<\/h5>\n

The parties agreed to language encouraging employees to keep vacation time-off balances below 280 hours although there is no cap. Additionally, the parties included language clarifying that an employee who had been employed by the University for at least six months would be entitled to vacation pay out for up to 280 hours accrued upon separation.<\/p>\n

Article 40 \u2013 Duration<\/h5>\n

The parties agreed to make this article the last article in the agreement. The parties also agreed to include language that the successor agreement would become effective upon ratification or February 1, 2026, whichever is later, and would remain in effective for three years.<\/p>\n

Article 42 \u2013 Classification and Reclassification<\/h5>\n

The parties agreed to housekeeping edits only.<\/p>\n

SAG-AFTRA Counter Proposals<\/h4>\n

Article 3 \u2013 Non-discrimination and Diversity<\/h5>\n

In response to the Employer\u2019s proposal, the Union reasserted language that would allow the parties to have joint union management committee meetings to discuss issues related to programming and coverage of the American Scene<\/a>, as defined by SAG-AFTRA.<\/p>\n

Article 30 \u2013 Layoff<\/h5>\n

In response to the Employer\u2019s proposal, the Union could agree to the Employer\u2019s edits in 30.1. However, the Union could not agree to 30.3\u2019s notice period not including financial emergencies or furloughs.<\/p>\n

Article 39 \u2013 Compensation<\/h5>\n
39.1<\/h6>\n

In response to the Employer\u2019s proposal on December 2, 2025, the Union reasserted its intention to keep the language that no employee could be hired below the minimum assigned salary range of their job profile. For each year of the agreement, the Union reduced its proposed minimum salary range increases to 4.5% per year.<\/p>\n

39.2<\/h6>\n

In response to the Employer\u2019s proposal, the Union proposed for each year of the agreement, bargaining unit employees would receive 4.5% increases across the board.<\/p>\n

39.6 In-grade Salary Adjustments<\/h6>\n

In response to the Employer\u2019s proposal, the Union reasserted its intention to keep the language about meeting to discuss the distribution of any additional sources of money available to KUOW.<\/p>\n

39.8 Temporary Pay\/Salary Increase (TPI\/TSI)<\/h6>\n

In response to the Employer\u2019s proposal, the Union reasserted the deletion that TPIs would apply for employees temporarily assigned additional duties by management for 10 or more consecutive working days. The Union is proposing that TPI\/TSIs would be paid hour for hour for higher level duty assignments.<\/p>\n

New Article \u2013 Union Board Liaison<\/h6>\n

In response to the Employer\u2019s rejection, the Union restated its intent to participate in board meetings although it adjusted its proposal to allow union stewards to present agenda. Additionally, the Employer would be required to provide notice and a weblink a week in advance of meetings.<\/p>\n

UW Initial Proposals<\/h4>\n

New Article \u2013 Temporary Hourly Fill-In Employees and Project Appointments<\/h5>\n

Now that the parties have jointly filed for SAG-AFTRA representation of temporary employees, the Employer proposed a new article to replace the existing Article 14 \u2013 Temporary Hourly Fill-in Employees and Project Employees<\/strong>. This new article would define these types of employees and speak which provisions would apply to these employees and how, including hours of work and overtime, probationary periods, paid time off use and accrual, and any miscellaneous leave.<\/p>\n

UW Counter Proposals<\/h4>\n
Article 1 \u2013 Union Recognition<\/h5>\n

The Employer proposed housekeeping edits only.<\/p>\n

Article 3 \u2013 Non-discrimination and Diversity<\/h5>\n

In response to the Union\u2019s proposal, the Employer reasserted its initial proposal on November 4, 2025.<\/p>\n

Article 14 \u2013 Temporary Hourly Fill-in Employees and Project Appointments<\/h5>\n

The Employer proposed striking the existing Article 14 in favor of replacing it with a new article regarding temporary, hourly, fill-in employees and project appointments.<\/p>\n

Article 15 \u2013 Fellowship<\/h5>\n

The Employer proposed striking this article now that the parties have jointly filed for SAG-AFTRA representation of temporary employees.<\/p>\n

Article 38 \u2013 Broadcast Host Premium<\/h5>\n

The Employer proposed striking this article while moving the broadcast host one-time payment into Article 39 \u2013 Compensation<\/strong>.<\/p>\n

Article 39 \u2013 Compensation<\/h5>\n
39.1<\/h6>\n

In response to the Union\u2019s proposal, the Employer agreed to include the Union\u2019s sentence that no employee could be hired below the salary range minimum of their job profile. The Employer reasserted the 2% increase on minimums effective February 1, 2026 while increasing the minimum percentages in year 2 and 3 of the agreement from 1% to 2% each year.<\/p>\n

39.2<\/h6>\n

In response to the Union\u2019s proposal, the Employer reasserted it\u2019s proposal on 2% increase across the board for year 1 while increasing the across the boards for years 2 and 3 from 1% to 2% each year.<\/p>\n

39.9 Temporary Assignment One-Time Payments<\/h6>\n

The Employer proposed a new section where regular employees could receive one-time payments based on assignment. In this proposal, Temporary Roles would be paid out for every five working days where the employee is temporarily assigned in the following: Broadcast Host at $350, Newscaster at $250, Podcast Host at $350, and Editor at $300. Additionally, the Employer proposed removing the per fiscal year requirement from payouts for temporary assignments.<\/p>\n

Appendix I \u2013 Job Classifications<\/h5>\n

In response to the Union\u2019s proposal, the Employer proposed simplify the job profile names while adding a column that would detail the hourly job codes.<\/p>\n

New Article \u2013 Union Board Liaison<\/h5>\n

The Employer rejected the Union\u2019s previous proposal on November 19, 2025.<\/p>\n

New MOU \u2013 Host Voiced Advertisements<\/h5>\n

In response to the Union\u2019s proposed New Article \u2013 Host Ad-Read Premium from December 2, 2025, the Employer proposed the concept as a MOU instead. In this MOU, the Employer could still request that employees in the Host job profile voice advertisements for podcasts, but employees could also decline without worry of discipline. The Employer also proposed one-time payments in the amount of $25 for every workweek a Host was assigned to voice ad(s).<\/p>\n

New MOU \u2013 Temporary Employees into the Bargaining Unit<\/h5>\n

The Employer proposed including an MOU detailing the parties\u2019 work to file a Unit Clarification with PERC regarding SAG-AFTRA\u2019s representation of the existing employees in pro staff temp positions doing work as described in the bargaining unit description.<\/p>\n

New MOU \u2013 Seattle Washington Local News Journalism Funding<\/h5>\n

The Employer rejected the Union\u2019s proposal on January 13, 2026.<\/p>\n

New Side Letter \u2013 Artificial Intelligence<\/h5>\n

In response to the Union\u2019s proposal on November 4, 2025, the Employer proposed that any use of artificial intelligence tools would be responsible, compliant, ethical, and balanced. The Employer proposed that this topic would be appropriate for Joint Labor Management meetings.<\/p>\n

Next Steps<\/h4>\n

The next UW and SAG-AFTRA bargaining session is scheduled for Wednesday, January 21, 2026, and will be held in person.<\/p>\n","protected":false},"excerpt":{"rendered":"

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