Negotiations Recap for January 29, 2015
This recap details the third session for renewal of the collective bargaining agreement between the UW and UAW.
Union Initial Proposals
UAW delivered several proposals, including:
Leaves of Absence – UAW proposed that ASEs receive 90 days of paid leave and up to six months of unpaid leave per year, with a guarantee of reinstatement in the same or equivalent position upon return. UAW proposed that such provisions be extended to hourly ASEs as well.
Childcare – UAW proposed that UW guarantee on-campus childcare services for all children of ASEs, and that UW increase the childcare subsidy for each eligible ASE from $700 per quarter (up to $40,000 union-wide) to $1,500 per quarter with no collective limit.
Tuition and Fees in Fee-based Programs – UAW proposed that ASEs enrolled in fee-based programs be subject to the same rate of tuition and fees and the same tuition waivers as those enrolled in state-supported programs.
International Student Fee – UAW proposed that UW eliminate the International Student Fee.
Grievance Procedure – UAW proposed that any failure on the part of UW to address a grievance within established time limits or respond to a grievance-related information request within seven days will automatically result in the grievance being resolved in the union’s favor and will guarantee implementation of the union’s requested remedy. Currently grievances that are not addressed within such time limits automatically advance to the next step of the grievance procedure.
Micro-aggressions – UAW proposed language requiring the UW to curb and prevent instances of micro-aggressions, defined as everyday exchanges that denigrate and exclude individuals based on their membership in a group or class of individuals.
UAW proposed a requirement that the UW provide training on micro-aggressions and inclusivity for incoming ASEs and faculty, as well as for existing ASEs, faculty, and staff as desired. UAW proposed that UW require such training for departments in which micro-aggressions have occurred.
Bathroom Equity – UAW proposed that UW guarantee that all ASE workplaces have access to all-gender bathrooms as well as equal access to gender-specific bathrooms.
Lactation Facilities – UAW proposed that UW guarantee ASEs safe, private, and clean lactation facilities, equipment, refrigeration, storage, and services.
Career and Job Placement Services – UAW proposed that the UW extend career and job placement services to all ASEs and ASE alumni. UAW proposed language to enable ASEs to create an Individual Development Plan with their faculty mentors or supervisors.
Debt Management and Individual Assistance Programs – UAW proposed extending access to UW Carelink employee assistance programs to ASEs, and ensuring that ASEs enrolled in fee-based programs have the same access to all forms of financial aid that are available to those enrolled in state-supported programs.
HR/Payroll Modernization Discussion
In response to UW’s presentation on the upcoming HR/Payroll system transition, UAW voiced questions regarding how the academic calendar will be reconciled with the new system’s biweekly payroll calendar based on actual time reporting. UW noted that the HR/P team is currently using ASE data to model the potential implications of this transition, and committed to providing the union with further details as they emerge. UW also explained its intent to utilize Workday to generate more robust data reporting that is standardized across unions.
The parties discussed ways to characterize the GAIP plan benefits in an RFP as well as the context surrounding UAW’s pending unfair labor practice allegation against the UW. UW committed to analyze and share with the union changes to plan benefits, and continue to work toward a mutually acceptable resolution.
The next UW-UAW bargaining session is scheduled for February 18.