{"id":8990,"date":"2025-04-17T10:05:58","date_gmt":"2025-04-17T17:05:58","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=8990"},"modified":"2025-04-17T10:07:47","modified_gmt":"2025-04-17T17:07:47","slug":"uw-seiu-925-continuum-college-negotiations-recap-for-april-16th-2025","status":"publish","type":"post","link":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2025\/04\/17\/uw-seiu-925-continuum-college-negotiations-recap-for-april-16th-2025","title":{"rendered":"UW & SEIU 925 Continuum College Negotiations Recap for April 16th 2025"},"content":{"rendered":"

Background<\/strong>
\nThis recap details the sixth session for the negotiation for the collective bargaining agreement between SEIU 925-Continuum College and UW. Recaps are published online on the\u00a0UW Labor Relations website.<\/a><\/p>\n

UW – Initial Proposals<\/strong><\/h4>\n

Article- Sick Time Off<\/strong><\/p>\n

The Employer proposed an article that matches much of the same language from the similar article in the SEIU 925 \u2013 IHME<\/a> contract while changing the reference to IHME to Continuum College. Housekeeping edits were proposed changing sick leave to sick time off. The Employer proposed language regarding employees who separate from state service due to retirement or death would be compensated for their total unused sick\u00a0time off accumulation at the rate of twenty five percent (25%). The Employer would deposit the equivalent funds into a Health Reimbursement Account (HRA) through Voluntary Employee\u2019s Beneficiary Associate (VEBA).<\/p>\n

 <\/p>\n

SEIU 925- Continuum College Initial Proposals<\/strong><\/h4>\n

Article- Telework<\/strong><\/p>\n

The Union proposed an article that matches much of the same language from the similar article in the SEIU 925 \u2013 IHME<\/a> contract. The Union also incorporated sections from the SEIU 925 <\/a>contract regarding termination of hybrid or occasional teleworking arrangements.<\/p>\n

Article- Inclement Weather and Suspended Operations<\/strong><\/p>\n

The Union proposed an article that matches much of the same language from the similar article in the SEIU 925 \u2013 IHME<\/a> contract. The Union also incorporated sections from the SEIU 925 <\/a>contract regarding unpaid time off make up due to inclement weather.<\/p>\n

Article- Hiring, Promotions, and Transfers<\/strong><\/p>\n

The Union proposed an article that matches much of the same language from the similar article in the SEIU 925 \u2013 IHME<\/a> contract.<\/p>\n

Article \u2013 Military Leave<\/strong><\/p>\n

The Union proposed an article that matches much of the same language from the similar article in the SEIU 925 \u2013Libraries<\/a> contract. Housekeeping edits were proposed changing leave to time off.<\/p>\n

 <\/p>\n

UW – Counter Proposals<\/strong><\/h4>\n


\n<\/strong>Article- Unpaid Holidays for a Reason of Faith or Conscience<\/strong><\/p>\n

In response to the Union, the Employer proposed adding time off to references to holiday credit. The Employer also proposed striking the sentence that an employee\u2019s personal holiday must be used as a full workday. The Employer proposed to edit the sentence proposed by the Union that stated employees will only be required to identify that the request for time off is for a reason of faith or conscience or an organized activity under the auspices of a religious denomination, church, or religious organization, to employees will only be required to identify that the request for time off is for a reason of faith or conscience.<\/p>\n

Article- Washington Family Medical Leave Program<\/strong><\/p>\n

In response to the Union, the Employer proposed to update the title of the article to Washington Paid Family And Medical Leave Program (PFML). The Employer proposed to strike the sentence regarding Employer provided healthcare benefits during a PFML leave.<\/p>\n

Article \u2013 Vacation Leave<\/strong><\/p>\n

In response to the Union, the Employer proposed to change all references of vacation leave to vacation time off. The Employer proposed to strike the sentence that stated employees do not earn a month of service toward a higher vacation accrual rate for every month in which they have taken more than ten (10) days of time off without pay. The Employer proposed a section that vacations will be approved on a first come, first serve basis. In the event that more than one employee on a team, on the same date, requests the same time off and the workload will suffer, if multiple employees are absent, the vacations will be approved by seniority order. In response to the Union, the Employer proposed that employees may request and would be allowed to work remote during the week of Thanksgiving and Native American Heritage Day, as well as the scheduled workdays between Christmas and New Year\u2019s Day.<\/p>\n

\u00a0<\/strong><\/p>\n

The Employer rejected the following proposal:<\/strong><\/p>\n

Article – Information on Grants and Proposals<\/p>\n

 <\/p>\n

Tentative Agreements<\/strong><\/h4>\n

Article- Leave Related to Domestic Violence Sexual Assault or Stalking<\/strong><\/p>\n

The parties agreed to an article that matches much of the same language from the similar article in the SEIU 925 \u2013 IHME<\/a> contract. New language was added that the University would not refuse to make a reasonable safety accommodation requested by an employee who is a victim of domestic violence, sexual assault or staking unless the University can demonstrate the accommodation would impose an undue hardship. A reference to Administrative Policy Statement 46.8 was also added.<\/p>\n

\u00a0<\/strong><\/p>\n

Next Steps<\/strong><\/h4>\n

The next UW & SEIU Continuum College bargaining session is scheduled for April 23rd, 2025 and will be held virtually.<\/p>\n","protected":false},"excerpt":{"rendered":"

Background This recap details the sixth session for the negotiation for the collective bargaining agreement between SEIU 925-Continuum College and UW. Recaps are published online on the\u00a0UW Labor Relations website. […]<\/p>\n","protected":false},"author":97,"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-8990","post","type-post","status-publish","format-standard","hentry","category-negotiation-update","union-seiu-925-continuum-college","duration-2025-2027"],"acf":[],"modified_by":"trevort2","_links":{"self":[{"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/posts\/8990","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\/97"}],"replies":[{"embeddable":true,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/comments?post=8990"}],"version-history":[{"count":5,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/posts\/8990\/revisions"}],"predecessor-version":[{"id":8996,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/posts\/8990\/revisions\/8996"}],"wp:attachment":[{"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/media?parent=8990"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/categories?post=8990"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/tags?post=8990"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}