{"id":9816,"date":"2025-10-22T09:40:34","date_gmt":"2025-10-22T16:40:34","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=9816"},"modified":"2025-10-22T09:40:34","modified_gmt":"2025-10-22T16:40:34","slug":"uw-seiu-925-continuum-college-negotiations-recap-for-october-16-2025","status":"publish","type":"post","link":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2025\/10\/22\/uw-seiu-925-continuum-college-negotiations-recap-for-october-16-2025","title":{"rendered":"UW & SEIU 925 Continuum College Negotiations Recap for October 16, 2025"},"content":{"rendered":"

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

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

 <\/p>\n

SEIU 925- Continuum College Counter Proposals<\/strong><\/h4>\n
Article: Compensation, Wages and Other Pay Provisions<\/strong><\/h5>\n

The Union completed an analysis of where they believe bargaining unit employees stand within the market.<\/p>\n

The Union proposes that:<\/p>\n

Bargaining unit employees over 30% behind market, which they categorize as severely underpaid, receive a 15% market range adjustment to be split 5% year one, 5% year two, and 5% year three.<\/p>\n

Bargaining unit employees between 20% and 29% behind market, which they categorize as moderately underpaid, receive a 10% market range adjustment to be split 3.3% year one, 3.3% year two, and 3.3% year three.<\/p>\n

Bargaining unit employees between 5% and 19% behind market, which they categorize as slightly underpaid, receive a 5% market range adjustment to be split 1.67% year one, 1.67% year two, and 1.67% year three.<\/p>\n

Bargaining unit employees between 0% and 5% behind market, which they categorize as aligned with market, receive a 0% market range adjustment.<\/p>\n

The Union proposed upon promotion or reclassification from one bargaining unit job profile to another bargaining unit job profile with a higher salary range maximum, the affected employee would receive a salary no less than the minimum of the new job profile and no higher than the maximum and the affected employee would receive at least a seven percent (7%) salary increase.<\/p>\n

The Union proposed language that in no case should an employee\u2019s salary be lowered when moving to a different bargaining unit position.<\/p>\n

The Union proposed that in the event of a voluntary movement or reclassification to a job profile with a lower market range, the Employer should consider equity and years of service in the salary placement and no employee would receive a lower salary than they had previously held.<\/p>\n

The Union proposed extending the timeline for the union requested compression and inversion study from within \u00a0one year of ratification to within 18 months of ratification.<\/p>\n

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

Article: Professional Development<\/strong><\/h5>\n

In response to the Employer, the Union proposed reasserting the Union proposed sections regarding release time, required training, and travel funding. The Union proposed that Continuum would make unoccupied enrollment seats in Continuum College courses available to state employees.<\/p>\n

 <\/p>\n

Article: <\/strong>Reasonable Accommodation of Employees with Disabilities<\/strong><\/h5>\n

In response to the Employer, the Union proposed that employees would be provided complete information about their rights in the disability accommodation process by Continuum College HR and the DSO (Disability Services Office). The Union also proposed that Continuum College HR and supervisory staff would attend \u2018as needed\u2019 training on best practice methods regarding disability accommodations.<\/p>\n

 <\/p>\n

UW – Counter Proposals<\/strong><\/h4>\n
Article: Commute and Travel<\/strong><\/h5>\n

In response to the Union, the Employer proposed any employee required to travel to a place of work other than their regular official duty station would be reimbursed for travel costs when eligible, in accordance with the University travel policy. Employee travel policies are governed by https:\/\/finance.uw.edu\/travel\/policies.<\/p>\n

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

Tentative Agreements<\/strong><\/h4>\n
Article: Inclement Weather and Suspended Operations<\/strong><\/h5>\n

The parties reached agreement on an article that matches much to the same titled article in the SEIU 925 \u2013 IHME<\/a> contract. Language was added stating that the Employer may allow the employee to telework in accordance with the telework policy, and may adjust the employee\u2019s job duties and\/or deadlines as appropriate. Employees who are unable to telework may use compensatory time, holiday credit, personal holiday, vacation time off, or unpaid time off in accordance with the inclement weather policy.<\/p>\n

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

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

The next UW & SEIU Continuum College bargaining session is scheduled for October, 30 2025, and will be held in person.<\/p>\n","protected":false},"excerpt":{"rendered":"

Background This recap details the nineteenth session for the negotiation for the collective bargaining agreement between SEIU 925-Continuum College and UW. Recaps are published online on the UW Labor Relations […]<\/p>\n","protected":false},"author":130,"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-9816","post","type-post","status-publish","format-standard","hentry","category-negotiation-update","union-seiu-925-continuum-college","duration-2025-2027"],"acf":[],"modified_by":"oneishac","_links":{"self":[{"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/posts\/9816","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\/130"}],"replies":[{"embeddable":true,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/comments?post=9816"}],"version-history":[{"count":3,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/posts\/9816\/revisions"}],"predecessor-version":[{"id":9819,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/posts\/9816\/revisions\/9819"}],"wp:attachment":[{"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/media?parent=9816"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/categories?post=9816"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/tags?post=9816"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}