Negotiations Recap for April 9, 2015
This recap details the 17th session for renewal of the collective bargaining agreement between the UW and UAW.
Wages – UW proposed a continuation of the formula adopted by the parties during the last round of bargaining, whereby the ASE non-variable base rate salary would keep pace with the median of peer institutions in the Global Challenge States, which includes several University of California campuses, Rutgers, and the University of Massachusetts.
ASEs would receive annual wage increases, effective July 1, 2016, and July 1, 2017, as follows:
- Salaried, Non-variable: ASEs on a non-variable wage scale would receive an annual percentage wage increase to keep pace with the Global Challenge States median or a 2 percent raise, whichever is greater each year.
- Salaried, Variable: ASEs on a variable wage scale that are already paid above the Global Challenge States median would receive an annual wage increase of at least 2 percent, or any departmental raise, whichever is greater.
- Hourly: All ASEs on an hourly wage scale will receive a 2 percent raise each year.
Salaried, non-variable rate ASEs stand to receive a roughly 10 percent wage increase effective July 1, 2015, as part of this formula in the current contract.
Minimum Wage – UW proposed a memorandum that would allow for contract amendments in the event that Seattle’s minimum wage ordinance is determined to be applicable to the parties’ collective bargaining agreement.
Fee and Tuition Waivers – UW maintained its proposal for ASEs to resume payment of the U-Pass and Student Facilities Renovation (SFR) fees, while proposing language memorializing UW’s obligation to notify and bargain with the union in the event that the University creates a new fee.
Intellectual Property – UW proposed updates to several outdated policy references, along with new language empowering the Union-Management Committee to discuss intellectual property.
Workload – UAW accepted UW’s proposed language clarifying the policy basis for hourly ASE appointments and schedules, and proposed minor language modifications to the parties’ “academic excellence” language.
UAW proposed language to encourage discussion at the Union-Management Committee of the criteria and decision process governing ASE hiring, work assignment, evaluation, and reappointment.
Appointment and Reappointment Notification – UAW maintained its proposed expansion of the ASE job description to include a list of required tasks with corresponding time estimates, and the curricular purpose of the assignment when applicable.
Hourly Wages – The parties tentatively agreed that all hourly ASEs will be paid at least $11 per hour, effective April 1, 2015, and receive an additional 2 percent increase effective July 1, 2015.
Appointment and Reappointment Notification – The parties tentatively agreed to expand the ASE job description to include the curricular purpose of the assignment when applicable, and a statement encouraging ASEs and supervisors to discuss time estimates for the specific duties of the assignment.
Discipline or Dismissal – The parties tentatively agreed that ASEs who wish to request a conference with their supervisor and the union regarding a corrective action to do so within 14 days of its issuance.
The parties also tentatively agreed to language clarifying that administrative leave is not discipline, and in cases where no disciplinary action is taken, the ASE will be notified accordingly and no record of such leave would be placed in their personnel file.
Grievance Procedure – The parties tentatively agreed to language codifying the parties’ rights to request grievance mediation, with jointly agreed-upon language clarifying that mediation would not prevent or delay the scheduling of an arbitration hearing.
Arbitration Hearing Pilot – The parties tentatively agreed to a pilot program whereby standing arbitration hearings will occur four times per year, which either party may discontinue after June 1, 2016.
Workload – The parties tentatively agreed to language clarifying the policy basis for hourly ASE appointments and schedules, along with language to foster discussion at the Union-Management Committee of workload issues such as class size and the criteria and decision process governing ASE hiring, work assignment, evaluation, and reappointment.
Workspace and Materials – The parties tentatively agreed to expand the list of services and resources made accessible to ASEs to include time with equipment to perform research required for the ASE’s appointment.
The next UW-UAW bargaining session is scheduled for April 15.