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Labor Relations

The University is committed to negotiating contracts that are competitive and fair for our employees, which build a strong foundation for long-term working relationships with our unions, and which position the University for a successful future of achievement, innovation, and teamwork.

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News

UPCOMING VOTE: Should UWMC RNs Pay Mandatory Dues/Fees?

Starting June 28, all UWMC RNs will be asked to decide on whether payment of dues/fees to WSNA should become mandatory for UWMC RN2s and RN3s going forward.

For information and updates on this vote, please visit the UWMC Votes page.

Gender-Neutral Restroom Initiative Update: June 8, 2016

University representatives met with UAW Local 4121 on June 8, 2016, to provide an update on UW's ongoing efforts to improve access to gender-neutral restrooms across campus.

For more details, please read the full summary.

UW Secures Wage Increases for Power Plant Electrician High Voltage Jobs: May 20, 2016

After identifying a recruitment and retention issue, UW has secured pay increases and a newly-created job class for high voltage electricians at the UW Power Plant.

For more details, please read the full summary.

Gender-Neutral Restroom Initiative Update: April 20, 2016

UW has undertaken efforts to improve access to gender-neutral restrooms across campus. University representatives met with UAW Local 4121 on April 20, 2016, to provide an update on UW's progress and to involve the union in the data verification process.

For more details, please read the full summary.

Law School Labor-Management Meeting Summary: March 23, 2016

Kojay Pan (Assistant Dean) and Summer Korst (HR Director) met with several members of the Law School's support staff team to answer questions and provide updates on current priorities and initiatives at the Law School.

The Law School underwent a strategic reorganization in the last year with the goal of improving business processes and gaining efficiencies where possible. As part of this transition, Law School leadership has prioritized increasing fiscal transparency, improving internal and external communications, and facilitating better understanding across units.

For more details, please read the full summary.

Micro-aggressions Discussion: March 2, 2016

During contract negotiations with UAW Local 4121 in 2015, UW agreed to facilitate several meetings focusing on the parties' joint goal of addressing micro-aggressions at the University. The first of these meetings occurred on March 2, 2016, and UW invited Jaye Sablan (Core Programs Coordinator at the Graduate School) and Vanessa Álvarez (Program Officer at the Graduate School's Graduate Opportunities and Minority Achievement Program [GO-MAP]) to attend.

Jaye and Vanessa provided a detailed overview of the discussions and initiatives occurring at UW related to micro-aggressions. The Graduate School has devoted significant attention to combatting micro-aggressions, and has been exploring ways to establish programming to provide meaningful support to graduate students, staff, and faculty alike.

For more details, please read the full summary.

Minimum Wage Agreements with Unions: January 4, 2016

UW reached agreement with WFSE and SEIU 925 on implementing a new minimum wage for employees represented by each union, according to the following schedule:

  • Effective January 1, 2016: Employees whose wages are less than $13 per hour (or $2,253 per month, for employees paid a monthly rate) will be placed at a pay step/rate that is at least $13 per hour (or at least $2,253 per month). This change will first be reflected on the January 25, 2016 paycheck for affected employees.
  • Effective January 1, 2017: Employees whose wages are less than $15 per hour (or $2,600 per month) will be placed at a pay step/rate that is at least $15 per hour ($2,600 per month).
  • Compression Discussions: UW committed to discuss any resulting issues related to wage compression as part of contract negotiations with each union, as well as during several additional meetings in the lead-up to negotiations.

In addition to hourly employees, these negotiated agreements cover employees who are paid a monthly rate and who receive benefits. For hourly, non-benefits eligible UW employees, UW's increases will match the provisions of the City of Seattle's minimum wage ordinance, and UW's benefits-eligible employees will reach $15 a full year before the City's plan.

Minimum Wage Meeting with Unions: October 20, 2015

UW and representatives from several unions reconvened for a third meeting to discuss establishing a new minimum hourly wage for UW's union-represented employees. UW maintained its proposals to the unions in attendance, which included:

  • January 1, 2016: Any union-represented employee whose wages are less than $13 per hour will be placed at a pay step/rate that is at least $13 per hour.
  • January 1, 2017: Any union-represented employee whose wages are less than $15 per hour will be placed at a pay step/rate that is at least $15 per hour.
  • Compression: UW committed to discuss any resulting issues related to wage compression as part of contract negotiations with each union.

UW's proposal would provide increases in advance of the City of Seattle's minimum wage ordinance, reaching $15 a full year before the City's plan. UW verbally proposed that any follow-up meetings be conducted with unions individually to drill down and discuss issues unique to each.

For more details, please read the full summary.

Minimum Wage Meeting with Unions: October 8, 2015

UW and representatives from several unions reconvened for a second meeting to discuss establishing a new minimum hourly wage for UW's union-represented employees. UW delivered proposals to the unions in attendance, which included:

  • January 1, 2016: Any union-represented employee whose wages are less than $13 per hour will be placed on a pay step that is at least $13 per hour.
  • January 1, 2017: Any union-represented employee whose wages are less than $15 per hour will be placed on a pay step that is at least $15 per hour.
  • Compression: UW committed to discuss any resulting issues related to wage compression as part of contract negotiations with each union.

For more details, please read the full summary.

Minimum Wage Meeting with Unions: September 18, 2015

UW met with representatives from several unions to discuss compensation and minimum wage for UW's union-represented employees. UW outlined a proposal to phase in an increased minimum wage such that all union-represented employees are paid at least $15 per hour by January 1, 2017. For more details, please read the full summary.