UW – UAW Negotiations Recap for February 15, 2018
This recap details the second session for the renewal of the collective bargaining agreement between the UW and UAW, set to expire on April 30, 2018. Recaps are published online on the UW Labor Relations website.
UAW Initial Proposals
Child Care – UAW proposed that beginning July 1, 2018, eligible ASEs would receive an increase in child care assistance to match the maximum quarterly amount provided by the UW Child Care Assistance Program (currently $2,400 per infant, $1,500 per toddler/preschooler, and $450 per school age child). The Union proposed that amount to be paid regardless of whether or not a child was in a licensed child care facility, and proposed to remove the cap on University spending for ASE child care expenses. UAW proposed that ASEs receive notice of their eligibility for child care assistance within 21 days of application.
The Union proposed that an ASE representative be appointed annually to all University Committees on Work/Life issues with preference given to student parents.
Hourly Pay Scale Transparency – UAW proposed a new article that would require the University to publicly publish pay rates in all departments and hiring units for hourly ASEs.
Leaves of Absence – UAW proposed the following changes to the Leaves of Absence article:
- Child Care Emergencies – The Union proposed that ASEs would be able to use any accrued paid leave of absence days for child care emergencies, as opposed to the one day per year allowed in the current contract.
- Family Member Definition – The Union proposed to update the definition of family member to reflect recent amendments to RCW 49.46 and the passing of voter based Initiative 1433.
- Paid Leave – The Union proposed to expand paid leave provisions to hourly ASEs. UAW proposed a new paid leave structure for all ASEs to include the following per academic year:
- Short-term (Sick) Leave: 7 days
- Short-term (Safe) Leave: 7 days
- Short-term (Bereavement) Leave: 14 days
- Long-term (Medical/Family/Parental/Childbirth/Adoption) Leave: 13 weeks
- Long-term (Disability) Leave: 14 weeks
- Total Long-term (combined) Leave: 18 weeks
- The Union proposed that the University pay all premiums associated with the Washington State Parental Leave Insurance Program as a result of law changes to paid family and medical leave benefits, effective in 2020.
- Unpaid Leave – The Union proposed that all ASEs be eligible to use up to 12 weeks of unpaid leave for circumstances identified in the CBA, which is a benefit currently afforded only to ASEs with a 50% FTE appointment. The Union proposed to strike language that allows for proration of unpaid leave for ASEs employed fewer than three quarters.
Union Rights – UAW proposed the following changes to the Union Rights article:
- Union Orientation – The Union proposed to expand Union orientations from 30 to 75 minutes for new ASEs. UAW proposed that the Employer would provide any ASE who does not attend a University, hiring unit, or department wide orientation with 75 minutes of Union orientation within two weeks of the start of their appointment.
- Paid Release Time for Successor Agreement – The Union proposed that the Employer provide paid release time for up to five 50% FTE ASEs designated by the Union for bargaining a successor agreement.
- Paid Release Time for Contract Administration – The Union proposed that each quarter the Employer would provide paid release time for an additional six 50% FTE ASEs designated by the Union for contract administration. Additionally, UAW proposed that each quarter the Employer would provide ten hours of paid release time for elected Union leaders, including stewards, for joint UW-UAW training on administering the contract.
- Joint Training – The Union proposed to work jointly with the Employer to provide training to management representatives who administer the CBA. UAW proposed that the Employer and the Union would meet quarterly to discuss adjustments to the content, form, and scheduling of such training.
UW Response – Union Rights
UW responded to the Union’s proposal on Union Rights by tentatively agreeing to codify language stating the Union orientation is a part of the orientation and onboarding process for new ASEs. UW proposed language stating that upon request from the Union and not more than once per quarter, departments would provide time and space for a 30 minute Union orientation with newly hired ASEs that have not previously attended orientation.
UW proposed that prior to the start of Fall Quarter 2018, the parties would jointly develop training for management summarizing changes from the prior CBA. The proposal included language stating that the parties would meet quarterly to discuss training needs related to contract administration.
UW proposed to update language detailing the content of union rosters produced by Workday and distributed by Labor Relations.
Non-Discrimination and Harassment – UAW proposed numerous updates to the non-discrimination and harassment article which are summarized in part below:
- UAW proposed language stating that discrimination may include incidents between any members of the University community, in hierarchical relationships and/or between peers.
- UAW proposed language defining retaliation and stating that the Employer will not retaliate against ASEs based on allegations of discrimination.
- UAW proposed language stating that the parties would jointly conduct mandatory sexual harassment training for all ASEs and the Employer would provide paid release time for two 50% FTE ASEs each quarter to jointly administer the training.
- UAW proposed language stating that the University Complaint Investigation and Resolution Office (UCIRO) would provide the Union a copy of all reports involving ASEs within seven days of completion, with information redacted at the request of the involved ASE.
- UAW proposed language stating there would be no timeline for initiating a grievance violating the non-discrimination and Harassment article.
- UAW proposed language stating that the University would ensure there is an all-gender bathroom in every building where ASEs work.
- UAW proposed language stating that within one day of filing a grievance and/or complaint, the Employer would determine whether a prima facie case has been made and if so, implement interim measures to ensure the ASE can continue learning and working in an environment free from discrimination.
- UAW proposed language stating that within 21 days of filing a grievance and/or complaint, the Employer would conclude an investigation on the issues and report their findings to the Union.
- UAW proposed language stating that if a grievance and/or complaint is sustained, the Employer would implement appropriate remedies.
- UAW proposed language stating that ASEs would have representation rights during the grievance and/or complaint process.
- UAW proposed language stating that if someone who may reasonably be considered an ASE’s supervisor is found to violate the relevant CBA article, the University will discipline the supervisor in a manner commensurate with the violation(s), and disclose that information to ASEs.
- UAW proposed language stating that the parties would jointly conduct anti-discrimination training for all ASEs and the Employer would provide paid release time for two 50% FTEs to administer the training on behalf of the union.
- UAW proposed language stating that the parties would jointly appoint at least one ASE to each campus wide diversity or equity council at the beginning of each academic year to serve a one year term.
- UAW proposed language stating that every department or unit that hires ASEs would create an equity committee, and the proposal elaborated on the purpose and logistics of said equity committees.
In response to UAW’s proposal to discuss issues of harassment, the Employer brought in Kiana Swearingen, SafeCampus Training and Communications Specialist, to present information about the various types of violence prevention training available now and in development.
The next UW-UAW bargaining session is scheduled for March 1. On this date the Employer will begin presenting non-economic proposals to the Union.