Union Activity Guidance

Union activity refers to temporary actions undertaken by employees to express workplace concerns, engage in protest, or raise awareness regarding collective bargaining. 

Examples may include:

• Strikes or disruptions in academic continuity
• Walkouts, Sick outs, or coordinated absences
• Work slowdowns
• Sit-ins (workers occupy the workplace but do not work)
• Picketing (informational pickets)
• Distribution of union literature
• Displaying union-related materials
• Wearing union paraphernalia (buttons, hats, shirts)

Washington law provides public employees with the right to organize, form, join or assist employee organizations, bargain collectively through representatives of their choice, and refrain from such activities, subject to applicable law.

Examples of union activity that may be permissible, depending on the circumstances and applicable law, include:

• Distributing union literature during non-work time and in accordance with applicable University policies;
• Participating in union activities during non-work time; and
• Displaying union-related materials in areas where such materials are permitted under University policies.

The following union activities are prohibited regardless of whether they involve picketing, demonstrating, distributing materials, or any other form of union activity, if they:

• Interfere with the University’s operations;
• Block or substantially interfere with access to the entrances or exits of University facilities;
• Create health or safety hazards; or
• Engage in conduct that harasses, threatens, or intimidates individuals accessing University facilities.

• In general, no response is necessary when union activity is peaceful and does not interfere with the operation of the University, access to University facilities, or the health and safety of individuals.
• Remain neutral and avoid expressing support for or opposition to union activity.
• Apply University policies and procedures consistently and without regard to an employee’s union membership or protected union activity.
• Do not interfere with, restrain, or coerce employees in the exercise of their rights under applicable state law.
• Do not threaten, discriminate against, or retaliate against employees because they engage in protected union activity.
• Do not question employees about their union membership, union activities, union sympathies, or participation in union activities.
• Supervisors should consult with their Department prior to proceeding with any action. The Department and/or Supervisor may consult with Labor Relations when necessary.

Supervisors may provide factual information about:

• Work schedules
• Attendance expectations
• Leave procedures
• Operational requirements
• University policies and procedures

Sick leave should not be approved when requested to participate in union activity.

Employees may request sick leave in accordance with applicable University policies, the CBA, and state and federal law. Each request should be evaluated consistently with those requirements and the circumstances of the request.

Employees are expected to report to work as scheduled and to obtain appropriate authorization before leaving work. An employee who fails to report to scheduled work or leaves work without authorization during a union activity may be subject to loss of pay for the time not worked, consistent with applicable leave policies, the CBA, and law.

Unauthorized absences or departures may also result in corrective or disciplinary action, as appropriate and consistent with applicable University policies, the CBA, and law.