{"id":6224,"date":"2022-09-06T18:03:02","date_gmt":"2022-09-07T01:03:02","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=6224"},"modified":"2022-09-06T18:03:02","modified_gmt":"2022-09-07T01:03:02","slug":"uw-seiu-925-negotiations-recap-for-august-30-31-2022","status":"publish","type":"post","link":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2022\/09\/06\/uw-seiu-925-negotiations-recap-for-august-30-31-2022","title":{"rendered":"UW &amp; SEIU 925 Negotiations Recap for August 30 &amp; 31, 2022"},"content":{"rendered":"<p><strong>Background<\/strong><\/p>\n<p>This recap details the fifth and sixth virtual sessions for the 2023-2025 collective bargaining agreement between the UW and SEIU 925. Recaps are published online on the <a href=\"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/academic-and-student-unions\/seiu-925-libraries\/negotiation-updates\">UW Labor Relations website.<\/a><\/p>\n<p><strong>Presentations<\/strong><\/p>\n<p>During the August 31 session, representatives from UW Medicine and the Office of Planning and Budgeting gave financial presentations to the Union, providing them with a detailed overview of the University\u2019s finances on both the medicine and campus sides.<\/p>\n<p><strong>Tentative Agreements<\/strong><\/p>\n<ul>\n<li><strong>Article 3 \u2013 Reasonable Accommodation of Employees with Disabilities <\/strong>\n<ul>\n<li>The parties agreed to the addition of a link for reference to the Disability Services Office as well as adding a reference to the Administrative Policy Statement for reasonable accommodation of employees with disabilities.<\/li>\n<\/ul>\n<\/li>\n<li><strong>Article 7 \u2013 Employee Rights <\/strong>\n<ul>\n<li>The parties agreed to add a reference to the Administrative Policy Statement for professional or classified staff employees for outside consulting activities and part time employment.<\/li>\n<\/ul>\n<\/li>\n<li><strong>Article 15 \u2013 Inter-System Movement<\/strong>\n<ul>\n<li>The parties agreed to remove language relating to the use of vacation time during an employee\u2019s probationary period, and clarified language regarding months of service toward a higher vacation accrual and time spent in classified service.<\/li>\n<\/ul>\n<\/li>\n<li><strong>Article 17 \u2013 Vacation<\/strong>\n<ul>\n<li>The parties agreed to minor housekeeping edits in this article.<\/li>\n<\/ul>\n<\/li>\n<li><strong>Article 19 \u2013 Washington Family Medical Leave Program<\/strong>\n<ul>\n<li>The parties agreed to additional language which would include bereavement time off when an employee is qualified for PFML family leave.<\/li>\n<\/ul>\n<\/li>\n<li><strong>Article 21 \u2013 Federal Family Medical Leave Act and Parental Leave<\/strong>\n<ul>\n<li>The parties agreed to add language expanding the definition for parental leave from four to six months and stating that for birth parents, temporary disability leave is in addition to parental leave.<\/li>\n<\/ul>\n<\/li>\n<li><strong>Article 24 \u2013 Unpaid Holidays for a Reason of Faith or Conscience<\/strong>\n<ul>\n<li>The parties agreed to minor housekeeping edits in this article.<\/li>\n<\/ul>\n<\/li>\n<li><strong>Article 25 \u2013 Leave Due to Child Care Emergencies <\/strong>\n<ul>\n<li>The parties agreed to minor housekeeping edits in this article.<\/li>\n<\/ul>\n<\/li>\n<li><strong>Article 30 \u2013 Work Related Injury Leave <\/strong>\n<ul>\n<li>The parties agreed to minor housekeeping edits in this article.<\/li>\n<\/ul>\n<\/li>\n<li><strong>Article 44 \u2013 Classification and Reclassification<\/strong>\n<ul>\n<li>The parties agreed to minor housekeeping edits in this article.<\/li>\n<\/ul>\n<\/li>\n<li><strong>Article 50 \u2013 No Strike\/Lockout<\/strong>\n<ul>\n<li>The parties agreed to minor housekeeping edits in this article.<\/li>\n<\/ul>\n<\/li>\n<li><strong>Article 58 \u2013 Duration\u00a0 <\/strong>\n<ul>\n<li>The parties agreed to update the language to reflect the effective dates of the successor agreement to range between July 1, 2023 and June 30, 2025.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><strong>Employer Initial Proposals<\/strong><\/p>\n<p>The Employer proposed to carry over most of the content from the <a href=\"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/staff-unions\/seiu-925\/contract\">current SEIU 925 CBA<\/a> memoranda of understanding and side letters listed below with some minor edits:<\/p>\n<ul>\n<li>MOU \u2013 Football Game Overtime<\/li>\n<li>MOU \u2013 Interpretive Services<\/li>\n<li>MOU \u2013 Leave and Absence SEIU 925 Officer<\/li>\n<li>MOU \u2013 Occupational Therapist Certification<\/li>\n<li>MOU \u2013 Public Records Requests<\/li>\n<li>MOU \u2013 Salary Overpayment<\/li>\n<li>MOU \u2013 Scholarship Fund<\/li>\n<li>MOU \u2013 Standby Guidelines<\/li>\n<li>MOU \u2013 Surgical Techs<\/li>\n<li>MOU \u2013 Transportation Services Video\/Audio<\/li>\n<li>MOU \u2013 Voluntary Float Between Campuses<\/li>\n<li>Side Letter A \u2013 City of Seattle Minimum Wage<\/li>\n<li>Side Letter B \u2013 Contact Center<\/li>\n<li>Side Letter C \u2013 Diversity and Inclusion<\/li>\n<li>Side Letter D \u2013 Legislative Briefings<\/li>\n<li>Side Letter E \u2013 Public Transportation<\/li>\n<li>Side Letter F \u2013 Regular Temporary Harborview Medical Center Interpreters<\/li>\n<li>Side Letter G \u2013 Representation<\/li>\n<li>Side Letter H \u2013 Tracking Discrimination and Bias<\/li>\n<li>Side Letter I \u2013 U-PASS<\/li>\n<\/ul>\n<p>The Employer proposed to strike the <a href=\"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/staff-unions\/seiu-925\/contract\">current SEIU 925 CBA<\/a> memoranda of understanding listed below based on implementation dates which have passed or general inapplicability:<\/p>\n<ul>\n<li>MOU \u2013 Anesthesiology Tech R&amp;R<\/li>\n<li>MOU \u2013 Cardiac Sonographer R&amp;R<\/li>\n<li>MOU \u2013 Clinical Laboratory R&amp;R<\/li>\n<li>MOU \u2013 Dental Laboratory Tech R&amp;R<\/li>\n<li>MOU \u2013 Diagnostic Medical Sonographer R&amp;R<\/li>\n<li>MOU \u2013 Imaging Tech R&amp;R<\/li>\n<li>MOU \u2013 Medical Assistant R&amp;R<\/li>\n<li>MOU \u2013 Medical Interpreters R&amp;R<\/li>\n<li>MOU \u2013 Patient Services Specialist Supervisor R&amp;R<\/li>\n<li>MOU \u2013 Peer Counselor R&amp;R<\/li>\n<li>MOU \u2013 Pharmacy Tech R&amp;R<\/li>\n<li>MOU \u2013 Polysomnographic Tech R&amp;R<\/li>\n<li>MOU \u2013 Respiratory R&amp;R<\/li>\n<li>MOU \u2013 Surgical Tech R&amp;R<\/li>\n<li>MOU \u2013 Vascular Sonographer R&amp;R<\/li>\n<li>MOU \u2013 Former Administration Assistant B<\/li>\n<li>MOU \u2013 Lump Sum Payment<\/li>\n<li>MOU \u2013 Occupational Therapists<\/li>\n<li>MOU \u2013 Occupational Therapists Job Classification<\/li>\n<li>MOU \u2013 Montlake Campus Security Officer &amp; Sergeants<\/li>\n<li>MOU \u2013 Economic Discussion<\/li>\n<li>MOU \u2013 Respiratory Tech Premium<\/li>\n<li>MOU \u2013 Expedited Arbitration Pilot<\/li>\n<li>MOU \u2013 Facilitated Mediation<\/li>\n<li>MOU \u2013 Voluntary Standby Pool<\/li>\n<\/ul>\n<p><strong>Advanced Certification Registration Pay<\/strong> \u2013The Employer proposed to reorganize the advanced certification\/registration pay table and include all classifications currently receiving certification premiums.<\/p>\n<p><strong>Health Care Benefits Amounts<\/strong> \u2013The Employer proposed to carry the article from the previous contract with a placeholder for the super coalition agreement which is currently being bargained.<\/p>\n<p><strong>Hours of Work<\/strong> \u2013The Employer proposed to update the definition of a temporary change in work schedule and shift assignment from one week to ninety days. To align with the nurses at UWMC-ML, the Employer also proposed to create a rest between shifts premium for the Health Care Professional\/Laboratory Technical bargaining unit, which would result in an employee being compensated at time and a half if the employee does not receive at least eleven hours off duty between shifts.<\/p>\n<p><strong>Affirmative Action<\/strong> \u2013The Employer proposed to update language relating to the University\u2019s affirmative action program, and add language stating that no decisions would be made regarding employment based on membership in any protected class.<\/p>\n<p><strong>Joint Union Management Committees<\/strong> \u2013 In response to the Union\u2019s proposal for automatic JLM\u2019s in certain staffing situations, the Employer proposed language stating that when there are numerous staffing JLM\u2019s scheduled for similar positions, either party could propose to combine meetings.<\/p>\n<p><strong>Performance Evaluation<\/strong> \u2013The Employer proposed language clarifying that upon appointment to a position, a copy of the job duties would be provided, and the employee would have electronic access to a copy of the class specifications for the position.<\/p>\n<p><strong>Corrective Action\/Dismissal<\/strong> \u2013The Employer proposed to remove language stating that final counselings may include a paid day off for decision making away from the worksite.<\/p>\n<p><strong>Overtime<\/strong> \u2013The Employer proposed to redefine the calculation of overtime to include paid holiday hours, but that all other time paid for but not worked would not count towards the calculation of overtime. For Public Safety Officers, the Employer proposed that employees currently on shift or scheduled for the following shift would be asked to volunteer before assigning mandatory overtime. Finally, the Employer proposed language clarifying that Appendix III details job classifications that are FLSA exempt or non-exempt and struck language relating to Appendix I. The Employer also proposed to carry over language from the Dietitians bargaining relating to the Dietitians being FLSA exempt.<\/p>\n<p><strong>Appendices I &amp; III<\/strong> \u2013The Employer proposed to reformat these appendices and update them to accurately reflect all current job classifications (Appendix I) and those which are FLSA exempt (Appendix III).<\/p>\n<p><strong>New MOU Pre-Scheduled Voluntary Double-Time Shift Incentive<\/strong> \u2013The Employer proposed to replace the lump sum incentive shift MOU with an MOU for Pre-Scheduled Voluntary Double-Time, which would apply to all classifications at Harborview, UWMC-Montlake, and UWMC-Northwest, and would be effective October 1, 2022. The MOU states that shifts designated by management as critical staffing would be compensated at two times the regular rate of pay for all hours worked. \u00a0Nonpermanent and Intermittent employees would not be eligible for these shifts until they have scheduled and worked up to 40 hours in the week.<\/p>\n<p><strong>New MOU Market Based Increases<\/strong> \u2013The Employer presented a table reflecting all of the market-based increases that were proposed on August 11, depicting the current and new tables and ranges which would be effective July 1, 2023.<\/p>\n<p><strong>Employer Counter Proposals<\/strong><\/p>\n<p><strong>Hiring, Appointment, Promotions and Transfers<\/strong> \u2013 In response to the Union\u2019s proposal around staffing, the Employer proposed language stating that departments are encouraged to be transparent and share information with staff about hiring processes and vacant positions.<\/p>\n<p><strong>Transportation and Commute Reduction<\/strong> \u2013 In response to the Union\u2019s proposal around telework, the Employer proposed that telework and flexible scheduling would be encouraged by the University and that telework would be incorporated into the continuity of operational plans for each unit. The Employer accepted the Union\u2019s proposed language that if telework requests are denied, the Employer would provide a reason for denial in writing. The Employer proposed that new telework agreements could be proposed every six months, and that the necessary equipment for telework would be provided in accordance with University policy. Finally, the Employer proposed striking language relating to the termination of telework agreements, stating that the University policy would apply.<\/p>\n<p><strong>Seniority, Layoff and Rehire<\/strong> \u2013 In response to the Union\u2019s proposal around employment options, the Employer proposed additional employment options during a layoff which would include an evaluation of FTE, stating that an employee may be eligible for a funded vacant position within the same job classification and layoff unit within .2 FTE, and that an employee could replace the most junior employee within .2 FTE within the layoff\/seniority unit.<\/p>\n<p><strong>Union Counter Proposals<\/strong><\/p>\n<p><strong>Shared Leave <\/strong>\u2013The Union proposed additional language around temporary disability due to a pregnancy-related medical condition, stating that this would also apply to employees who are assisting a relative or household member who is sick or temporarily disabled due to a pregnancy-related medical condition.<\/p>\n<p><strong>Employee Facilities\/MOU <\/strong>\u2013 The Union presented a package proposal accepting the Employer\u2019s language relating to wellness rooms, so long as the Employer agreed to an MOU requiring that UW update the HR website to document the location, amenities, and guidelines around existing wellness rooms.<\/p>\n<p><strong>Civil\/Jury Duty Leave and Bereavement Leave<\/strong> \u2013The Union proposed to retain the term \u201cJury\u201d in the title of this article.<\/p>\n<p><strong>Leave Related to Domestic Violence, Sexual Assault, or Stalking<\/strong> \u2013 The Union proposed language listing the potential safety accommodations in situations relating to leaves associated with domestic violence, sexual assault, or stalking.<\/p>\n<p><strong>New Employees<\/strong> \u2013The Union rejected the Employer\u2019s proposal around virtual orientation and proposed language which would offer hybrid or virtual new employee orientation for fully remote employees, shift workers, employees out-of-state, or other categories mutually agreed upon.<\/p>\n<p><strong>Next Steps <\/strong><\/p>\n<p>The next UW and SEIU 925 bargaining session is scheduled for September 7 and will be held virtually.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Background This recap details the fifth and sixth virtual sessions for the 2023-2025 collective bargaining agreement between the UW and SEIU 925. Recaps are published online on the UW Labor [&hellip;]<\/p>\n","protected":false},"author":71,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_lmt_disableupdate":"","_lmt_disable":"","footnotes":""},"categories":[3],"tags":[],"class_list":["post-6224","post","type-post","status-publish","format-standard","hentry","category-negotiation-update","union-seiu-925","duration-2023-2025","search_bucket-contract","search_bucket-news"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.2 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>UW &amp; SEIU 925 Negotiations Recap for August 30 &amp; 31, 2022 - 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\/2022\/09\/06\/uw-seiu-925-negotiations-recap-for-august-30-31-2022\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"UW &amp; SEIU 925 Negotiations Recap for August 30 &amp; 31, 2022 - Labor Relations\" \/>\n<meta property=\"og:description\" content=\"Background This recap details the fifth and sixth virtual sessions for the 2023-2025 collective bargaining agreement between the UW and SEIU 925. Recaps are published online on the UW Labor [&hellip;]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2022\/09\/06\/uw-seiu-925-negotiations-recap-for-august-30-31-2022\" \/>\n<meta property=\"og:site_name\" content=\"Labor Relations\" \/>\n<meta property=\"article:published_time\" content=\"2022-09-07T01:03:02+00:00\" \/>\n<meta name=\"author\" content=\"sayuri3\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"sayuri3\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"7 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2022\/09\/06\/uw-seiu-925-negotiations-recap-for-august-30-31-2022#article\",\"isPartOf\":{\"@id\":\"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2022\/09\/06\/uw-seiu-925-negotiations-recap-for-august-30-31-2022\"},\"author\":{\"name\":\"sayuri3\",\"@id\":\"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/#\/schema\/person\/a2ea722bc072e59fa45f06bc1c9510ed\"},\"headline\":\"UW &amp; SEIU 925 Negotiations Recap for August 30 &amp; 31, 2022\",\"datePublished\":\"2022-09-07T01:03:02+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2022\/09\/06\/uw-seiu-925-negotiations-recap-for-august-30-31-2022\"},\"wordCount\":1616,\"articleSection\":[\"Negotiation Update\"],\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2022\/09\/06\/uw-seiu-925-negotiations-recap-for-august-30-31-2022\",\"url\":\"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2022\/09\/06\/uw-seiu-925-negotiations-recap-for-august-30-31-2022\",\"name\":\"UW &amp; SEIU 925 Negotiations Recap for August 30 &amp; 31, 2022 - Labor Relations\",\"isPartOf\":{\"@id\":\"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/#website\"},\"datePublished\":\"2022-09-07T01:03:02+00:00\",\"author\":{\"@id\":\"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/#\/schema\/person\/a2ea722bc072e59fa45f06bc1c9510ed\"},\"breadcrumb\":{\"@id\":\"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2022\/09\/06\/uw-seiu-925-negotiations-recap-for-august-30-31-2022#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2022\/09\/06\/uw-seiu-925-negotiations-recap-for-august-30-31-2022\"]}]},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2022\/09\/06\/uw-seiu-925-negotiations-recap-for-august-30-31-2022#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"UW &amp; SEIU 925 Negotiations Recap for August 30 &amp; 31, 2022\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/#website\",\"url\":\"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/\",\"name\":\"Labor Relations\",\"description\":\"Labor Relations works to build long-term relationships with our unions that position the University and its employees for a successful future of achievement, innovation, and teamwork.\",\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-US\"},{\"@type\":\"Person\",\"@id\":\"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/#\/schema\/person\/a2ea722bc072e59fa45f06bc1c9510ed\",\"name\":\"sayuri3\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/secure.gravatar.com\/avatar\/2fc2d1ebe65644354962c8e32e385c208058dfe97938c0cd782a9a974331d7ed?s=96&d=mm&r=g\",\"url\":\"https:\/\/secure.gravatar.com\/avatar\/2fc2d1ebe65644354962c8e32e385c208058dfe97938c0cd782a9a974331d7ed?s=96&d=mm&r=g\",\"contentUrl\":\"https:\/\/secure.gravatar.com\/avatar\/2fc2d1ebe65644354962c8e32e385c208058dfe97938c0cd782a9a974331d7ed?s=96&d=mm&r=g\",\"caption\":\"sayuri3\"},\"url\":\"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/author\/sayuri3\"}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"UW &amp; SEIU 925 Negotiations Recap for August 30 &amp; 31, 2022 - Labor Relations","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2022\/09\/06\/uw-seiu-925-negotiations-recap-for-august-30-31-2022","og_locale":"en_US","og_type":"article","og_title":"UW &amp; SEIU 925 Negotiations Recap for August 30 &amp; 31, 2022 - Labor Relations","og_description":"Background This recap details the fifth and sixth virtual sessions for the 2023-2025 collective bargaining agreement between the UW and SEIU 925. Recaps are published online on the UW Labor [&hellip;]","og_url":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2022\/09\/06\/uw-seiu-925-negotiations-recap-for-august-30-31-2022","og_site_name":"Labor Relations","article_published_time":"2022-09-07T01:03:02+00:00","author":"sayuri3","twitter_card":"summary_large_image","twitter_misc":{"Written by":"sayuri3","Est. reading time":"7 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"Article","@id":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2022\/09\/06\/uw-seiu-925-negotiations-recap-for-august-30-31-2022#article","isPartOf":{"@id":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2022\/09\/06\/uw-seiu-925-negotiations-recap-for-august-30-31-2022"},"author":{"name":"sayuri3","@id":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/#\/schema\/person\/a2ea722bc072e59fa45f06bc1c9510ed"},"headline":"UW &amp; SEIU 925 Negotiations Recap for August 30 &amp; 31, 2022","datePublished":"2022-09-07T01:03:02+00:00","mainEntityOfPage":{"@id":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2022\/09\/06\/uw-seiu-925-negotiations-recap-for-august-30-31-2022"},"wordCount":1616,"articleSection":["Negotiation Update"],"inLanguage":"en-US"},{"@type":"WebPage","@id":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2022\/09\/06\/uw-seiu-925-negotiations-recap-for-august-30-31-2022","url":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2022\/09\/06\/uw-seiu-925-negotiations-recap-for-august-30-31-2022","name":"UW &amp; SEIU 925 Negotiations Recap for August 30 &amp; 31, 2022 - Labor Relations","isPartOf":{"@id":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/#website"},"datePublished":"2022-09-07T01:03:02+00:00","author":{"@id":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/#\/schema\/person\/a2ea722bc072e59fa45f06bc1c9510ed"},"breadcrumb":{"@id":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2022\/09\/06\/uw-seiu-925-negotiations-recap-for-august-30-31-2022#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2022\/09\/06\/uw-seiu-925-negotiations-recap-for-august-30-31-2022"]}]},{"@type":"BreadcrumbList","@id":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2022\/09\/06\/uw-seiu-925-negotiations-recap-for-august-30-31-2022#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/"},{"@type":"ListItem","position":2,"name":"UW &amp; SEIU 925 Negotiations Recap for August 30 &amp; 31, 2022"}]},{"@type":"WebSite","@id":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/#website","url":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/","name":"Labor Relations","description":"Labor Relations works to build long-term relationships with our unions that position the University and its employees for a successful future of achievement, innovation, and teamwork.","potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"},{"@type":"Person","@id":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/#\/schema\/person\/a2ea722bc072e59fa45f06bc1c9510ed","name":"sayuri3","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/secure.gravatar.com\/avatar\/2fc2d1ebe65644354962c8e32e385c208058dfe97938c0cd782a9a974331d7ed?s=96&d=mm&r=g","url":"https:\/\/secure.gravatar.com\/avatar\/2fc2d1ebe65644354962c8e32e385c208058dfe97938c0cd782a9a974331d7ed?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/2fc2d1ebe65644354962c8e32e385c208058dfe97938c0cd782a9a974331d7ed?s=96&d=mm&r=g","caption":"sayuri3"},"url":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/author\/sayuri3"}]}},"modified_by":"sayuri3","_links":{"self":[{"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/posts\/6224","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/users\/71"}],"replies":[{"embeddable":true,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/comments?post=6224"}],"version-history":[{"count":1,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/posts\/6224\/revisions"}],"predecessor-version":[{"id":6225,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/posts\/6224\/revisions\/6225"}],"wp:attachment":[{"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/media?parent=6224"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/categories?post=6224"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/tags?post=6224"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}