{"id":10692,"date":"2026-01-27T10:01:47","date_gmt":"2026-01-27T18:01:47","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=10692"},"modified":"2026-03-30T09:24:28","modified_gmt":"2026-03-30T16:24:28","slug":"seiu-925-libraries-uw-negotiations-recap-for-january-27-2026","status":"publish","type":"post","link":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2026\/01\/27\/seiu-925-libraries-uw-negotiations-recap-for-january-27-2026","title":{"rendered":"SEIU 925 Libraries \u2013 UW Negotiations Recap for January 27, 2026"},"content":{"rendered":"<p>This recap details the ninth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and SEIU 925 \u2013 Libraries.<\/p>\n<h5><strong>Union Counter Proposals<\/strong><\/h5>\n<p><strong>The Union presented a package proposal\u00a0in which all provisions would need to be accepted in their entirety. Package highlights are outlined below:<\/strong><\/p>\n<ul>\n<li><strong>Article 3: Workplace Behavior \u2013 <\/strong>As part of this package proposal, the Union would accept the Employer\u2019s counterproposal for this Article as presented during the January 23 bargaining session.<\/li>\n<li><strong>Article 4: Affirmative Action \u2013 <\/strong>As part of this package proposal, the Union would accept the Employer\u2019s initial proposal for this Article as presented during the December 16 bargaining session.<\/li>\n<li><strong>Article 7: Employee Facilities \u2013 <\/strong>As part of this package proposal, the Union would accept the Employer\u2019s counter proposal for this Article as presented during the January 6 bargaining session.<\/li>\n<li><strong>Article 20: Telework\u2013 <\/strong>The Union reasserted their proposal to incorporate telework definitions from the University\u2019s telework policy into this article, as well as their proposal for new language that would allow employees to request new individual teleworking agreements when they believe new technologies or work processes would enable them to perform work remotely.<\/li>\n<li><strong>Article 35: Reasonable Accommodation of Employees with Disabilities<\/strong> \u2013 The Union amended its prior proposal to require the Employer to initiate the accommodation process within five (5) working days, instead counter-proposing that the Employer be required to address all requests in a timely manner and to keep employees informed of the status of their requests. With respect to disability leave, the Union amended its prior proposal to require employees to be provided with information on return-to-work options prior to being approved for disability leave, the Union instead counter-proposed requiring such return-to-work information be provided to employees after they are approved for disability leave. Additionally, the Union reasserted the remainder of their initial proposal for this Article.<\/li>\n<li><strong>Article 54: Tuition Exemption Program \u2013 <\/strong>As part of this package proposal, the Employer would accept the Union\u2019s initial proposal for this Article as presented during the December 16 bargaining session.<\/li>\n<\/ul>\n<p><strong>The Union presented a package proposal\u00a0in which all provisions would need to be accepted in their entirety. Package highlights are outlined below:<\/strong><\/p>\n<ul>\n<li><strong>Article 18: Ranking, Status, Initial Appointments, Renewal of Appointments Promotions of UW Libraries Librarians \u2013 <\/strong>The Union reasserted their proposal to adjust the review committees for ranks of senior assistant and associate librarian to be seven librarians from any personnel group. With respect to appointment renewals, promotions, and\/or reviews for permanent status, the Union also reasserted their proposal stating that no separate letter would be needed if the Librarian Personnel Committee co-signs the review committee\u2019s letter. The Union accepted the Employer\u2019s proposal to limit references to no more than five (5) on the document checklist for appointment renewals, promotions, and\/or review for permanent status but reasserted its proposal to include language that provides recommended word counts for employees in the promotion or review process.<\/li>\n<li><strong>Article 19: Duties and Assignments \u2013 <\/strong>The Union accepted the Employer\u2019s proposal to clarify that librarian job duties include committee appointments that are related to position responsibilities. The Union reasserted their proposal for a new section in this Article that would designate titles, such as Directors within departments, Team Work Leads, and Heads of units and programs.<\/li>\n<li><strong>Article 22: Performance Evaluations \u2013 <\/strong>The Union accepted the Employer\u2019s proposal to require performance evaluations be performed annually for Librarians. The Union reasserted the remainder of their initial proposal for this Article.<\/li>\n<\/ul>\n<p><strong>The Union presented a package proposal\u00a0in which all provisions would need to be accepted in their entirety. Package highlights are outlined below:<\/strong><\/p>\n<ul>\n<li><strong>Article 10: Hours of Work \u2013 <\/strong>The Union removed its proposal to decrease the regularly scheduled work week for full-time and part-time employees from forty (40) hours per week to thirty-five (35) but reasserted the remainder of its initial proposal for this Article, including language related to notification for schedule changes.<\/li>\n<li><strong>Article 11: Overtime \u2013 <\/strong>The Union removed its proposal to decrease the regularly scheduled work week for full-time and part-time employees to reflect its latest proposal in <em>Article 10 \u2013 Hours of Work<\/em> but reasserted the remainder of its initial proposal for this Article, including language related to methods of calculating overtime.<\/li>\n<li><strong>Article 21: Compensation, Wages, and Other Pay Provision \u2013 <\/strong>The Union\u2019s compensation counterproposal maintains their proposal to align Libraires and Professional Libraries and Press Employee salary minimums with those of Librarians, however, they decreased the % increase of the salary minimums. The Union also reasserted their proposed salary increases of five percent (5%) effective February 2, 2026, an additional four percent (4%) effective on January 1, 2027, and additional three percent (3%) effective on January 1, 2028.\u00a0 The Union reduced its proposal to increase the monthly supplement for librarians from four hundred dollars ($400) to three hundred fifty dollars ($350). Additionally, the Union reasserted its proposal to create a new longevity premium, as well as standby and call back pay premiums for employees in the bargaining unit. The Union also reasserted its proposal that an employee who is currently a work lead, assistant lead, head, assistant director or director or initially hired into one of those positions would have a minimum salary at least 2.5% at the work lead or assistant head level. Finally, the Union accepted the Employer\u2019s proposal to include clarifying language around pay for teaching, stating that teaching for-credit courses always requires a faculty appointment and is never included as part of an employee\u2019s regular job duties, and that depending on duration and frequency of teaching, associated compensation could occur through additional compensation or a shift of FTE from an employee\u2019s current job class to a separate faculty position.<\/li>\n<li><strong>Article 64: Duration \u2013 <\/strong>As part of this package proposal, the Union would accept the Employer\u2019s initial proposal for this Article as presented during the December 16 bargaining session.<\/li>\n<li><strong>Appendix 1: Librarians Job Groups and Pay Ranges \u2013 <\/strong>The Union proposed updating the salary minimums for librarians to reflect the updated figures in their counterproposal for <em>Article 21 \u2013 Compensation, Wages, and Other Pay Provisions. <\/em><\/li>\n<li><strong>New MOU: Longevity Retention Raises \u2013 <\/strong>The Union proposed to create a new MOU that would increase salaries for bargaining unit employees who have been employed at the University for 10 years by 1.5%, plus an additional 2.5% for bargaining unit employees who have been employed at the University for 20 years. Under this proposal, current bargaining unit employees who have been employed at the University for at least 20 years would receive a 4% salary increase, combining both the 10- and 20-year increases.<\/li>\n<\/ul>\n<p><strong>The Union presented a package proposal\u00a0in which all provisions would need to be accepted in their entirety. Package highlights are outlined below:<\/strong><\/p>\n<ul>\n<li><strong>Article 2: Non-Discrimination \u2013 <\/strong>The Union withdrew some if its prior counterproposal but maintained its proposal to include military status as a protected characteristic.<\/li>\n<li><strong>Article 12: Professional Development \u2013 <\/strong>As part of this package proposal, the Union would accept the Employer\u2019s initial proposal for this Article as presented during the January 23 bargaining session.<\/li>\n<li><strong>Article 39: Health and Safety \u2013 <\/strong>As part of this package proposal, the Union would accept the Employer\u2019s counter proposal for this Article as presented during the January 23 bargaining session.<\/li>\n<li><strong>Article 41: Transportation, Travel, and Commute Reduction \u2013 <\/strong>The Union accepted most of the Employer\u2019s prior proposals in this Article, but counter-proposed requiring denied requests for flexible schedule be provided in writing to the respective employee.<\/li>\n<li><strong>Article 61: Intellectual Freedom \u2013 <\/strong>As part of this package proposal, the union maintained their proposal to add language stating that the Employer would not intimidate or retaliate against any employee, nor imply that they could face discipline, sanctions, demotion, dismissal, or denial of reappointment for exercising any of the academic freedoms.<\/li>\n<\/ul>\n<p><strong>The Union presented a package proposal\u00a0in which all provisions would need to be accepted in their entirety. Package highlights are outlined below:<\/strong><\/p>\n<ul>\n<li><strong>Article 28: Parental Leave \u2013 <\/strong>The Union accepted most of the Employer\u2019s prior proposals in this Article but reasserted their proposal to remove language that requires employees to use all accrued leave prior to using leave without pay.<\/li>\n<li><strong>Article 29: Shared Leave \u2013 <\/strong>The Union withdrew its proposal to allow employees involved in immigration proceedings be eligible for the shared leave program but replaced it with language that would allow immigration enforcement actions be qualifying events for shared leave in the event that WA House Bill 2411 is passed.<\/li>\n<li><strong>Article 36: Miscellaneous Leave \u2013 <\/strong>The Union accepted the Employer\u2019s previously proposed changes but reasserted their proposal to incorporate the language the discretionary leave MOU into this article.<\/li>\n<li><strong>Article 42: Paid Professional Leave \u2013 <\/strong>The Union accepted most of the Employer\u2019s previous counterproposal but maintained their proposal to extend the length of paid professional leave that Professional Libraries and Press Employees would be eligible for from nine (9) to twelve (12) months.<\/li>\n<li><strong>MOU: Time Grant &#8211; <\/strong>As part of this package proposal, the Union would accept the Employer\u2019s proposal to rollover this MOU into the next contract cycle.<\/li>\n<\/ul>\n<h5><strong>Next Steps <\/strong><\/h5>\n<p>The next SEIU 925-Libraries and UW bargaining session is scheduled for Wednesday, February 4, and will be held virtually.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>This recap details the ninth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and SEIU 925 \u2013 Libraries. Union Counter Proposals The Union [&hellip;]<\/p>\n","protected":false},"author":104,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_lmt_disableupdate":"no","_lmt_disable":"","footnotes":""},"categories":[3],"tags":[],"class_list":["post-10692","post","type-post","status-publish","format-standard","hentry","category-negotiation-update","union-seiu-925-libraries","duration-2026-2029"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.2 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>SEIU 925 Libraries \u2013 UW Negotiations Recap for January 27, 2026 - Labor Relations<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2026\/01\/27\/seiu-925-libraries-uw-negotiations-recap-for-january-27-2026\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"SEIU 925 Libraries \u2013 UW Negotiations Recap for January 27, 2026 - Labor Relations\" \/>\n<meta property=\"og:description\" content=\"This recap details the ninth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and SEIU 925 \u2013 Libraries. 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