{"id":11119,"date":"2026-06-04T13:20:03","date_gmt":"2026-06-04T20:20:03","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=11119"},"modified":"2026-06-04T13:24:28","modified_gmt":"2026-06-04T20:24:28","slug":"uaw-postdoctoral-scholars-uw-negotiations-recap-for-june-2-2026","status":"publish","type":"post","link":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2026\/06\/04\/uaw-postdoctoral-scholars-uw-negotiations-recap-for-june-2-2026","title":{"rendered":"UAW Postdoctoral Scholars \u2013 UW Negotiations Recap for June 2, 2026"},"content":{"rendered":"<p>This recap details the first session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and UAW Postdoctoral Scholars.<\/p>\n<p>During the first session, the parties gave introductions and the Union presented its initial bargaining demands:<\/p>\n<ul>\n<li>Fair and just compensation and benefits<\/li>\n<li>Protection and support for International Postdocs<\/li>\n<li>Ensuring parity regardless of funding source<\/li>\n<li>Creating a safe, equitable, and accessible workplace<\/li>\n<\/ul>\n<h4><strong>Union Initial Proposals<\/strong><\/h4>\n<h6><strong>Article 8: Health and Safety<\/strong><\/h6>\n<p>The Union proposed new language around compliance with laws and safety standards, stating that the University and its departments would be responsible for ensuring all workplaces, policies, practices, and procedures comply with all applicable federal, state, and local health safety laws. The Union also proposed new language that would require the University to include information regarding the nature of workplace hazards, expected duration, and recommended protective measures in response to the hazard in the notice it provides to the Union.<\/p>\n<p>The Union proposed to create a new section in this Article around public health emergencies and pandemic response with language that would require the University to take measures to protect employees consistent with guidance from public health authorities, such as implementing infection-mitigation strategies and testing, as well as temporary modifications to work practices and schedules where feasible. This proposal would require each department to develop a policy that outlines what on-site work is essential and determine essential personnel who will perform the work. The Union proposed requiring on-site essential work be compensated at a rate of one and a half times (1.5x) an employee\u2019s regular rate.<\/p>\n<p>The Union proposed to create a new section in this Article around employee stress and psychological health with language that would require the University to assess situations and provide employees with appropriate relief when employees raise concerns about work-related stressors they believe may negatively impact their health and safety with their supervisor, HR, or through other established processes. Additionally, the Union proposed new language stating that employees would not be subjected to verbal abuse, threatening behavior, intimidation, humiliation, or conduct that a reasonable person would find hostile or degrading.<\/p>\n<p>The Union proposed to create a new section in this Article around anti-retaliation training with language that would require the University to develop a training program for addressing retaliation that would be required for bargaining unit employees and their supervisors, principal investigators, managers, and others with supervisory authority over bargaining unit employees. The proposal would require that such training include at minimum, an explanation of what constitutes retaliation and interference, examples of how retaliation may occur, why retaliation undermines workplace safety culture and hazard reporting, and the importance of ensuring employees feel empowered to report health and safety risks without fear of consequences. Under this proposal, the Union would have the opportunity to review and provide input on training content.<\/p>\n<p>The Union proposed to create a new section in this Article around environmental conditions and air quality with language that would require the University to ensure workspaces are maintained with adequate ventilation, temperature control, air quality, etc. and access to safe drinking water and that the University monitor and maintain systems to prevent conditions that pose health risks. Additionally, the Union proposed new language that would require the University to make reasonable efforts to reduce exposure to air pollutants generated by building energy systems and that the University make efforts to improve campus air quality by advancing its decarbonization plans and commitments. The Union also proposed that they have a position on each Organization Health and Safety Committee (OHSC) in addition to the University-wide health and safety committee. With respect to chemical waste, the Union proposed new language that would require EH&amp;S to collect properly prepared chemical waste within fourteen (14) days of a collection request and if EH&amp;S cannot meet the timeline, they would be required to provide regular updates to the requesting unit on the status of the request. In cases where chemical waste accumulation exceeds routine storage capacity or presents a safety concern, this would require the University to implement reasonable interim measures such as temporary storage practices or prioritization of collection.<\/p>\n<p>Finally, the Union proposed to create a new section in this Article around field work health and safety with language that would require the University to develop a health and safety plan appropriate for the nature of the field work including identifying anticipated hazards, emergency procedures, access to care, and roles for oversight. In the event of a health concern arising during field work, this proposal would require the University to provide necessary support, such as transportation, temporary accommodations, and medical treatments or medications and that any costs incurred by employees would be reimbursed.<\/p>\n<h6><strong>Article 16: Non-Discrimination and Harassment<\/strong><\/h6>\n<p>The Union proposed to include the word-for-word definitions of discrimination, discriminatory harassment, sexual harassment, and retaliation in this Article as they are defined in <a href=\"https:\/\/policy.uw.edu\/directory\/po\/executive-orders\/eo-81-prohibiting-discrimination-harassment-and-sexual-misconduct\/\"><em>UW Executive Order 81: Prohibiting Discrimination, Harassment, and Sexual Misconduct<\/em><\/a><em>. <\/em>The Union also proposed to add \u201ccaste\u201d to the list of characteristics protected from discrimination.<\/p>\n<h6><strong>Article 36: Reasonable Accommodations<\/strong><\/h6>\n<p>The Union proposed new language that would mandate steps to take during the disability accommodation interactive process, including requiring employees, their manager and supporting offices to analyze the job involved to determine its purpose and essential functions, understand how the employee\u2019s condition affects their ability to perform job functions, identify the employee\u2019s accommodation needs, explore potential accommodations, and develop a plan to support the employee\u2019s success. The proposal would also require the accommodation to be monitored to ensure effectiveness and if no longer effective, all parties would need to reengage in the interactive process. In cases where the Employer denies an accommodation due to undue burden, the proposal would require such burden to be explained and provided in writing to the affected employee. The Union also proposed new language that requires the University to send an annual communication to all managers regarding their role in the accommodation process, and that the Union and the University would be required to meet once annually to discuss training and guidance materials provided to supervisors.<\/p>\n<p>With respect to accommodations for pregnant employees, the Union proposed new language to align with current practices that allows for reasonable break time for employees to express breast milk after a child\u2019s birth, provision of lactation spaces, and other accommodations related to nursing during work hours where the location of an employee\u2019s workspace makes nursing during work hours a possibility because the child is in close proximity.<\/p>\n<h6><strong>MOU: Empowering Prevention and Inclusive Communities (EPIC) Training<\/strong><\/h6>\n<p>The Union proposed to strike this MOU and move its provisions into <em>Article 16: Non-Discrimination and Harassment.<\/em><\/p>\n<h4><strong>Employer Initial Proposals<\/strong><\/h4>\n<h6><strong>Article 16: Non-Discrimination and Harassment<\/strong><\/h6>\n<p>The Employer proposed new language that would reserve its right to develop a university-wide workplace behavior policy and that the Employer would satisfy its collective bargaining obligations to provide the Union notice and the opportunity to bargain. The Employer also proposed to condense language around discrimination, harassment, sexual harassment, and retaliation by referencing and directing people to <a href=\"https:\/\/policy.uw.edu\/directory\/po\/executive-orders\/eo-81-prohibiting-discrimination-harassment-and-sexual-misconduct\/\"><em>UW Executive Order 81: Prohibiting Discrimination, Harassment, and Sexual Misconduct<\/em><\/a><em>. <\/em>With respect to complaint filing, the Employer proposed to condense existing language to instead reference the UW Civil Right Compliance Office as the main body that investigates claims of discrimination, harassment, or sexual misconduct. The Employer also proposed to strike the section and language around the UW-Union jointly administered equity survey.<\/p>\n<h6><strong>Article 36: Reasonable Accommodations<\/strong><\/h6>\n<p>The Employer proposed adjusting language around disability leave to state that employees on disability leave may apply eight (8) hours of paid time off per month for the duration of the approved leave, rather than the first four (4) months of leave. The Employer also proposed new language that would allow benefits to be continued when disability leave is covered by FMLA or PFML. With respect to accommodations for pregnant employees, the Employer proposed new language to align with current practices that allows for reasonable break time for employees to express breast milk after a child\u2019s birth, provision of lactation spaces, and other accommodations related to nursing during work hours where the location of an employee\u2019s workspace makes nursing during work hours a possibility because the child is in close proximity.<\/p>\n<h6><strong>MOU: Empowering Prevention and Inclusive Communities (EPIC) Training<\/strong><\/h6>\n<p>The Employer proposed to make Research Coordinators and Research Consultants eligible for the provisions of this MOU. Additionally, the Employer proposed new language stating that nothing in this MOU would constitute an agreement to continue or extend EPIC training beyond its currently bargained expiration date which is enshrined in the UW-UAW Academic Student Employee CBA, and that nothing in this MOU would constitute an agreement to continue EPIC training for just Research Coordinators and Research Consultants, just Research Scientists, just Postdoctoral Scholars, just ASEs, or any combination thereof.<\/p>\n<p>On the following provisions, the Employer proposed to maintain current contract language:<\/p>\n<ul>\n<li>Article 8: Health and Safety<\/li>\n<\/ul>\n<h4><strong>Next Steps <\/strong><\/h4>\n<p>The next UAW Postdoctoral Scholars and UW bargaining session is scheduled for Monday, June 8 and will be held at the UDSB Gateway building.<\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>This recap details the first session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and UAW Postdoctoral Scholars. During the first session, the parties [&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-11119","post","type-post","status-publish","format-standard","hentry","category-negotiation-update","union-uaw-postdocs","duration-2026-2028"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.2 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>UAW Postdoctoral Scholars \u2013 UW Negotiations Recap for June 2, 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\/06\/04\/uaw-postdoctoral-scholars-uw-negotiations-recap-for-june-2-2026\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"UAW Postdoctoral Scholars \u2013 UW Negotiations Recap for June 2, 2026 - Labor Relations\" \/>\n<meta property=\"og:description\" content=\"This recap details the first session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and UAW Postdoctoral Scholars. 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