Monday, we had our second joint Postdoc and Research Staff bargaining session with Labor Relations. First, we proposed a new Memorandum of Understanding (MOU) to establish stronger protections for Postdocs and Research Staff undergoing gender transition by:
- Mandating the consistent use of employees’ affirmed names and identities in University systems.
- Creating training for supervisors and staff on fostering respectful workplaces for trans workers through our EPIC program.
- Establishes a fund to help with the unique financial burdens associated with transition.
Management then rejected all of the new protections we proposed last week in Reasonable Accommodations and in Non-discrimination and Harassment. When we pressed them on their backsliding on the Non-discrimination and Harassment article, they wanted us to trust a limited University policy that they can unilaterally change at any time, which they already did once last year. Their proposal removes previously protected groups under our current Collective Bargaining Agreement (CBA), such as ethnic origin, medical condition, political affiliation, and union membership.
Finally, we countered with proposals on Reasonable Accommodations and Non-discrimination and Harassment to reaffirm our position that Postdocs and Research Staff deserve strong protections that are equitable for all of us:
| Topic | Our Proposal | UW Response |
| Reasonable Accommodations | – Describe the process used to assess the accommodation needed in our CBA instead of on a website that they can change
– Continued monitoring of the accommodations to ensure they are working |
– “Here is a link to our website with these steps, which we may or may not change.” |
| Non-Discrimination and Harassment | – Prohibit workplace bullying and abuse
– Include caste, medical status, ethnic origin, political affiliation, and union membership as protected characteristics – Clear CBA language against discriminatory harassment and sexual harassment – Maintain the Equity Survey |
– The new UW President has paused work on developing a workplace behavior policy
– UW wants to limit the scope of protections for marginalized groups in order to “protect” federal funding – Bury protections in University policy that can get renamed or moved around – Removing language promoting diversity policies |
| Health and Safety | Update on Friday (next bargaining session)! | – No new protections! |
| Gender Transition Support | Updating all records, sensitivity training, and reimbursing transition costs | Pending… |
See a full recap in the following video:
Since we haven’t finished bargaining these articles, we scheduled another joint bargaining session Friday June 12th.
We are rallying on June 25, 2026 at 1pm in Montlake Triangle to push for a strong contract that ensures equity, inclusion, safety, and livability for all on campus. RSVP for the rally now!
The more members we have, the stronger contract UW workers will win! Sign up and become a member today.
Stay up to date in the bargaining portals for Postdocs and Research Staff.
In solidarity,
Your Bargaining Teams
PS: Are you interested in attending a bargaining meeting? All Postdoc and Research Staff union members can observe and participate in union bargaining meetings. We’d love to see you there! Reach out to us at pd-bargaining-team@uaw4121.org or bargaining-rs@uaw4121.org if you’re interested.
PD Bargaining Team
Winston Dredge
Mateo Lopez Espejo
Cassandra Henderson
Haruki Hirasawa
Jake Sacks
RS Bargaining Team
Gabriel Beuchat
Iván Cruz
Tess Grover
KeliAnne Hara-Hubbard
Evan Howard
Jessamy Johnson
Lucas O’Bryan
N. Shane Patrick
Gracy Shaw