BARGAINING
UWRU-CoCo / UAW 4121 Bargaining Center
Article/MOU name | Current UW practice and policy for CoCos | What we negotiated and won in the Tentative Agreement: |
Preamble | N/A | • Maintain language in current RSE CBA. • This article describes the intent of the collective bargaining agreement and defines terms like Employer and Union. |
Purpose and Intent | N/A | • Maintain language in current RSE CBA. • This article describes that the purpose of the Collective Bargaining Agreement (CBA) is to provide working conditions for employees covered by the CBA and a mechanism for dispute resolution in the case of disagreements. • The Employer will not undermine the Union’s sole representation. |
Recognition | • N/A | • Update language in current RSE CBA to include Research Coordinator and Consultant job titles. • Recognizes the bargaining unit. |
Management Rights | • UW has unilateral control and ability to set terms of employment and make changes. | • Maintain language in current RSE CBA. • This article describes the rights that are vested with the UW Administration. These include, but are not limited to establishing the University’s mission and objectives, supervising financial resources, establishing size of the CoCo workforce, directing work, and determining job descriptions. |
Classification and Reclassification | • CoCos need pre-approval by supervisor, the department/division head, and the appointing authority (dean or vice president or medical center CEO/COO) to initiate position review | • Update language in current RSE CBA to streamline job titles to all employees and add position review forms that would pertain to CoCos. • Request a position review (promotion) without the pre-approval of the supervisor, the department/division head, and the appointing authority (dean or vice president or medical center CEO/COO). The process is far more transparent with regard to how promotions are determined. |
Contracting | • N/A | • Maintain language in current RSE CBA. • The University shall, upon request, meet and bargain with the Union over the effects of contracting on the bargaining unit. |
Corrective Action and Dismissal | • CoCo employment is considered “at will” | • Maintain language in current RSE CBA. • Corrective action and dismissal require just cause. • Right to a meeting prior to a dismissal where they may make their case prior to a final decision, and have a right to union representation. • Right to a grievance procedure to contest corrective action or dismissal. |
Employee Assistance Program | • Access to WA state Employee Assistance Program and UW CareLink Program | • Maintain language in current RSE CBA. - The current Employer supported Employee Assistance Program will be maintained. |
Employment | • Official hire letter is sent to new employee with no set timeline and minimal info on position | • Maintain language in current RSE CBA. • UW must provide offers of employment 7 days before the start of employment. • Offers of employment will include detailed descriptions of the work and benefits, including the expected project(s) the employee will work on. |
Exit Interviews | • No existing UW-wide policy | • Current RSE contract offers exit interviews to employees who resign or retire. • Agreement reached to add that CoCos can request an exit interview if laid off. • Proposal to add language to expand exit interviews to include members who are laid off or are moving to other positions which may allow us to better understand trends in members’ experiences. |
Grievance Procedure | • No existing UW policy specific to CoCos. • Existing dispute resolution procedures typically terminate with UW admin issuing final decision. | • Maintain language in current RSE CBA. • Establishes a clear procedure with well-defined steps for addressing violations of the CBA. • Representation at all stages of the grievance procedure by others who are elected as union representatives. • The final step of the grievance procedure includes the right to appeal to a neutral third party arbitrator so that the University administration is no longer the final decision-maker. |
Health and Safety | • No specific policies specific to CoCos. | • Maintain language in current RSE CBA. • UW will provide materials and equipment related to safe work practices and environments. • Employees shall not be required to work in an environment that poses an imminent danger. • UW covers medical examination costs for conditions related to employment hazards. • Position on UW Health and Safety committee. • Access to ergonomic assessments. • UW responsible for related inspection. |
Health Care Benefits Amounts | • Health care benefits are determined by the Public Employee Benefits Board. | • Update language to cover 2025-2027 biennium. • Health care benefits are determined by the Public Employee Benefits Board and described as follows: - Employer will cover 85% of health care premiums. - Restrictions on shifting costs to out-of-pocket payments. - Employer will cover 100% of costs for dental, basic life, and any offered long-term disability insurance. |
Hiring, Promotions, and Transfers | • Hiring, Promotions and Transfers occur through the open recruitment process. • Employees serve solely at the will of the employing official and positions may be modified or ended for | • Maintain language in current RSE CBA. • Explicitly states that it is UW policy to encourage job advancement and to promote from within. • Defines promotion, transfer, and voluntary demotion and employees with this type of movement will serve a four month trial service period (TSP). • Employee have the right to revert to former position during the first month of the TSP, and during the remainder of the TSP if the position is vacant. |
Holidays | • 11, paid (if on scheduled workday) calendar holiday days • 1 personal holiday, on request | • Maintain language in current RSE CBA. • 11 guaranteed, paid (if on scheduled workday) calendar holiday days • 1 guaranteed personal holiday, on request (these are in addition to other types of time off and leave) |
Hours of Work | • Work weeks and overtime policies for non-academic staff are described here. | • Maintain language in current RSE CBA. • Full-time is defined as 40 hours per workweek; part-time is defined as less than 40 hours per workweek, • Employer determines employee schedule but employee may request alternate work schedule • To temporarily increase or decrease employee FTE, the employer must provide a minimum 30 days notice (mutually agreeing upon less is allowable). Temporary FTE change is defined as 3 months or less. |
Inclement Weather and Suspended Operations | • Operations continue during inclement weather • CoCos are responsible for alternate commutes | • Maintain language in current RSE CBA. • Right to telework during inclement weather, when feasible. • Only essential employees are required to work during suspended operations. • Free parking where available for essential employees during suspended operations. |
Joint Union Management Committee (JUMC) | • N/A | • Maintain language in current RSE CBA. • Establishes a committee for communication between the union and the employer. • 2 meetings per year, by request. |
Layoff, Rehire, Seniority | • Employer is encouraged to give 30 days notice of layoff (but not enforceable) • Employees who are laid off do not have the ability to be placed on a rehire list. | • Maintain language in current RSE CBA. • Employer must give 45 days advance notice of layoff (past practice was 30 days). • If laid off, employees will have the option to be placed on the rehire list where they would have access to new positions in the same job profile at UW. • Employer will make concerted effort to hire from the rehire list. |
New Employee Orientation | • Orientations include Welcome Day | • Maintain language in current RSE CBA. • UW will offer Welcome Day new employee orientations at least once/month • New CoCos have the right to a union orientation |
No Strikes, No Lockouts | • N/A | • Maintain language in current RSE CBA. • After this contract is ratified and during the life of the agreement: - UW will not lock out employees as a result of a labor dispute or grievance or disputes on personnel matters; - The Union will not authorize, assist, condone, participate in, or lend support to any work stoppage, work slowdown or any other curtailment of work in the bargaining unit. |
Non-Discrimination and Harassment | • Added side letter • Maintain language in Current RSE CBA • Inappropriate workplace behavior will not be tolerated. • No employee shall be subject to discrimination. • Executive Order (EO) 31 defines discrimination. In addition, no employee shall be subjected to discrimination or harassment based on ethnic origin, political affiliation, medical condition or membership or non-membership in a union. • EO 31 defines harassment and sexual harassment. • Employees who report instances of harassment or discrimination shall not face retaliation. • Complaints may be filed as a grievance, or through UCIRO. • A grievance alleging discrimination or harassment may be filed within 180 days of the alleged occurrence. • When a grievance or complaint is filed, the employer will implement interim measures. • UW shall provide lactation accommodations. • UW shall provide gender neutral bathrooms. | |
Overtime | • UW Overtime Compensation policies are detailed here | • Maintain language in current RSE CBA. Overtime exempt employees: • Do not receive overtime pay. • Are expected to work to complete their job duties which sometimes may involve working more than 40 hours / week. • Occasional, supervisor-approved partial-day absences do not require use of paid time off. • Overtime eligible employees Work in excess of 40 hours a week constitutes overtime, which is paid at time and a half the employee’s regular hourly rate. • Receive overtime payment as compensation for overtime worked • May elect to receive compensatory time off accrual at one and one-half (1-1/2) times the overtime hours worked in lieu of monetary payment. • May accept compensatory time off for unfunded overtime work. • Compensatory time must be used or paid out by June 30th of each year, or if the employee transfers to a new job/position. Compensatory time off may be scheduled by the employing official during the final 60 days of the fiscal year. |
Performance Evaluation | • No enforced requirements for performance evaluations • Performance evaluation format and content is completely unstandardized, each unit can determine timing and type of performance evaluation • Regularly updating job duties and expectations is not required | • Maintain language in current RSE CBA. • Must receive a Performance Evaluation at least annually. • Job duties and expectations are updated and documented for transparency. • Funding source updates that impact their employment status. • Performance evaluations have to comply with minimum standards across the university • Upon request, an employee shall be provided with training/development recommendations or action plans to assist in their professional development goals. |
Personnel Files | • Maintain language in current RSE CBA. • Ensures that members may request their personnel files and can request to remove or correct any inaccurate information. | |
PI Eligibility | • Each School or College determines policies regarding PI eligibility | • Maintain language in current RSE CBA. • Each School or College has a written pathway for to achieve PI status within. • Requests for PI status will be responded to within 60 days and requests may be expedited if the grant deadline is sooner. |
Privacy | • N/A | • Maintain language in current RSE CBA. • The union will be notified if there is a public records request that pertains to any of the union members. This will allow for 10 business days in which the union may seek a legal remedy. |
Probation | • Employed “at will” so probation period is not needed | • Maintain language in current RSE CBA. • Newly hired bargaining unit members will serve a 6 month probationary period. |
Professional Development | • No existing UW-wide policy to financially support RSE professional development • Support for professional development is dependent on supervisors • Access to Professional Leave policy | • Maintain language in current RSE CBA. • Departments/schools are encouraged to set aside professional development funds • Personal time off is not required for supervisor-approved professional development. • Maintain current Professional Leave policy. |
Reasonable Accommodation of Employees with Disabilities | • UW will comply with all relevant federal and state laws, regulations, executive orders and the provisions of University of Washington Administrative Policy Statement 46.5 on Reasonable Accommodation of Employees With Disabilities • Disability accommodation requests are submitted to UW Disability Services Office • If disability leave is required, the employee may use any combination of accrued time off or take unpaid time off but may apply 8 hours of accrued time off to retain benefits for the first 4 months | • Maintain language in current RSE CBA. • This article secures the employee's right to request accommodations. This secures the right for the employee to have a union representative present, and that the employee can go directly to HR rather than having to disclose their disability to their supervisor if they so choose. If disability leave is required, the employee may use any combination of accrued time off or take unpaid time off but may apply 8 hours of accrued time off to retain benefits for the first 4 months. This article also secures pregnancy accommodations to temporarily make alterations to the position if needed. |
Recognition of Work | • Existing policies include Patent, Invention and Copyright Policy and Scientific and Scholarly Misconduct Policy | • Update language in current RSE CBA to include Research Coordinator and Consultant job titles. • Will be recognized for their contributions (including in publications). |
Salary Overpayment Recovery | • Salary overpayment recovery process established by state law | • Maintain language in current RSE CBA. • The university must provide notice of and justification for an overpayment determination. • Any overpayment dispute may go through the grievance procedure. |
Subordination of Agreement and Savings Clause | • N/A | • Maintain language in current RSE CBA. • This article states that if any part of our contract is deemed invalid, the rest of the contract remains valid and in effect. Within 30 days, negotiations shall commence to come to an agreement on a substitution for the part deemed invalid. |
Telework and Work Location | • UW permits telework (either occasional, hybrid or fully remote) at discretion of department as outlined https://hr.uw.edu/hybridwork/managing-the-hybrid-workplace/determining-eligibility-for-hybrid-or-remote-work/ | • Maintain language in current RSE CBA. • This article describes when telework is permitted and corresponding approval process. • Establishes a process for working outside Washington (domestically) • Telework determinations should also be made in a consistent, fair and transparent way that prioritizes equity and employee engagement • Options UW will provide for remote employees • Employer will provide minimum 30 days notice if work location to change for more than 6 months |
Time off and Leave | • Vacation accrual based on years of service • Sick time accrues at 8 hours / month • Bereavement leave, PFML, FLMA, Civil / Jury duty, Domestic Violence, Sexual Assault or Stalking leave, Military Leave may be taken according to state and federal law and described in the Professional Staff Program. • May use shared leave as established in state law and APS 45.10. | • Update RSE CBA to match the pro staff policy of 280 hours for time off accrual for CoCos to maintain consistency with the professional staff policy will ensure equitable access to time off and leave for all employees. • Update bereavement time off from 3 days to 5 days. • Add that sick time off may be used to allow the employee to prepare for, or participate in, any judicial or administrative immigration proceeding involving the employee or employee's family member. • Those with low leave balances are encouraged to work with Leave Specialists to identify available leave options. • Expanded definition of family member for purposes of different leave types • Vacation accrual based on years of service. • Sick time accrues at 8 hours / month. • Paid bereavement leave of 3 days. Bereavement covers death of a family, miscarriage, loss of pregnancy. • Washington Paid Family and Medical Leave and Federal Family and Medical Leave is available to RSEs. • RSEs may take up to two unpaid days off for reasons of faith and Conscience. • Civil / Jury duty time off. • May be granted a reasonable leave of absence and/or safety accommodations related to domestic violence, sexual assault or stalking. May take time off to assist family members facing these situations. • May take military leave according to federal and state law. • May take work-related injury leave. • May take unpaid leaves of absence for a number of reasons including but not limited to Child or elder care emergencies, Governmental service, education. • May use shared leave as established in state law and APS 45.10. |
Transportation and Commute Reduction | • Fully-subsidized U-Pass and campus wide transportation policies | • Update language in current RSE CBA to include Research Coordinator and Consultant job titles. • Those at Seattle campus are contractually guaranteed a free U-Pass, use of Husky Night Walk, and UW Night Ride services. Access to showers may be requested by if not already available at the work location. |
Travel | • N/A | • Maintain language in current RSE CBA. • Those who are required to travel somewhere other than their official workstation will be reimbursed within 30 days. RSEs can apply for Travel Cards with departmental approval. |
Tuition Exemption Program | • N/A | • Maintain language in current RSE CBA. • May take tuition-exempt courses at the university. • Any additional costs of courses required by the employer will be fully covered by the employer. |
Union Rights | • N/A | • Maintain language in current RSE CBA. • UW will provide to the union rosters of current bargaining unit employees. • UW will publish the Collective Bargaining Agreement on a website • In accordance with current policy, UW will permit union representatives access to bargaining unit employee workspace for union business and provide meeting space. • Union may designate stewards, who can use release time to process grievances • Union will provide a list of stewards to Labor Relations. • UW will provide release time for up to 5 people for successor agreement negotiations. • UW will provide reasonable bulletin board space in UW-owned spaces where represented employees work. |
Union Security | • N/A | • Maintain language in current RSE CBA. • The employer will collect dues from payroll of union members who authorize dues deduction and remit them to the union |
VCAP | • N/A | • Maintain language in current RSE CBA. • The employer will allow members to opt-in to contribute via payroll to the UAW Voluntary Community Action Program (VCAP), the UAW political action fund. |
Compensation | UW compensation polices are detailed here: https://hr.uw.edu/comp/professional-staff/overview/ • No guaranteed annual salary increases • 9 of the past 20 years NO merit wage increase • 2% average yearly increase over the last 20 years  | • November 1, 2025: 3.5% across-the-board salary increase • April 1, 2026: 1% across-the-board salary increase • New Salary Minimums: - 15% increase to RCoCos 1, 2, and 3 - 10% increase to RCoCos 4 and 5 |
Workspace and Materials | • No campus wide policies about what materials | • Maintain language in current RSE CBA. • The employer will provide the materials required for work, including adequate workspaces and materials • Will be reimbursed for materials deemed necessary by a supervisor. • May be asked to return employer-owned equipment upon termination, or reimburse the employer the depreciated value of the equipment according to state law. |
Duration | • N/A | • Maintain language in current RSE CBA. • This contract will be effective from the date of ratification until June 30, 2026. |
MOU - EPIC | • No existing practice/policy | • Update language in current RSE CBA to include Research Coordinator and Consultant job titles. • Will be able to participate in the EPIC (Empowering Prevention and Inclusive Communities) training program. • There is a total 0.8 FTE of shared funding available for EPIC trainers across units. |
MOU - Position Review Appeal Process | • No process for appealing Position Review Decisions | • Maintain language in current RSE CBA. • Right to appeal a position review if there is a disagreement on the evaluation. For the first 12 months of the agreement the appeal shall be made to a Classification Hearing Officer. |
MOU - Retaining Institutional Knowledge | • CoCos are not allowed to apply for Bridge Funding | • Update language in current RSE CBA to include Research Coordinator and Consultant job titles. • CoCos who are PIs will be able to apply for the UW Bridge Funding Program. |
Visa Sponsorship | • Visa sponsorship is not allowed for non-academic staff. | • Maintain language in current RSE CBA. • Establishes that the University may develop a campus-wide pilot program for non-academic employee visa sponsorship. Upon development of that program, the University will meet with the union to discuss the program’s progress. The total lack of visa sponsorship for RSEs has been a significant problem for many years, and the development of a program for visa sponsorship for non-academic employees is an important development in recruiting and retaining the best research talent. |
All Proposals exchanged
Below you’ll find the full text of all bargaining proposals exchanged during negotiations. This table will be updated within 24 hours of each bargaining session. Please visit the update page for email summaries of each bargaining session.
Union Proposals | UW Proposals |
Status Quo Guidelines | |
Ground Rules | |
MOU - Access to Demographic Info | MOU - Access to Demographic Info |
MOU - Inclusion of RCoCo into RSE Collective Bargaining Agreement | MOU - Inclusion of RCoCo into RSE Collective Bargaining Agreement |
MOU - Maintain CCL (Current Contract Language) | MOU - Maintain CCL (Current Contract Language) |
Class Specifications 2025-07-07 UW Proposal Coordinator 1 / Consultant 1; Coordinator 2 / Consultant 2; Coordinator 3 / Consultant 3; Coordinator 4 / Consultant 4; Coordinator 5 / Consultant 5 |