UW – UAW Negotiations Recap for April 11 & April 12, 2018
This recap details the eighth and ninth sessions 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.
The parties signed tentative agreements to close the following provisions:
- Article 10: Holidays (maintain current contract language)
- Article 14: Job Titles and Classifications (at UW’s April 4 proposal)
- Article 31: Vacation (maintain current contract language)
- LOU A: Wages (eliminate MOU)
- LOU B: Union Rights (eliminate MOU)
- LOU C: Workers Compensation (maintain current contract language)
- LOU F: Overpayment of Health Insurance Premium (eliminate MOU)
- MOU: Advisory Committee to the Provost Regarding Student Employee Hourly Wage (eliminate MOU)
- MOU: HR/P Transition and Impacts (eliminate MOU)
- MOU: Lump Sum Payment (eliminate MOU)
Non-Discrimination and Harassment
UW Proposal – In response to UAW’s proposal, UW proposed language stating that when a grievance or complaint is filed, the University would implement interim measures as appropriate. Such measures would be designed to allow the ASE to learn and work in an environment free from discrimination. The Employer also proposed language extending the amount of time an ASE has to file an alleged violation of this article to be within four months of an alleged occurrence.
UAW Response – In response to UW’s proposal, UAW tentatively accepted the UW’s language on interim measures, and proposed language that would allow an ASE 243 calendar days to file a grievance alleging a violation of this article. The Union maintained its proposals on remedies and representation within the complaint process, and maintained language proposing that UCIRO and the Union would notify ASEs alleging discrimination of their rights under University Policy and the collective bargaining agreement, and provide Union contract information.
UAW maintained its interest in joint appointments to campus wide diversity or equity councils, and to establishing and collaborating with departmental equity committees, beginning with ten departments or hiring units in academic year 2018-19.
Sexual Harassment and Prevention Training
The parties maintained aspects of their individual proposals but moved toward agreement on the following training components:
- Hours to attend the trainings would be included in the 220 hour requirement for salaried ASEs or paid at an hourly rate for hourly ASEs
- An open hire process would be used to hire the ASEs, with preference given to candidates who could commit at least one year
- The hiring committee would be comprised of two union members, one academic department representative, and one SafeCampus representative
- Sessions would be held with 25-50 ASEs
Outstanding issues include training duration, timeineline of hiring, allocation of ASE for the work, format of the training provision (MOU or inline article) etc.
Note that the Union’s proposal on non-discrimination and harassment, including sexual harassment training, remains part of a package with their most recent proposals on union rights and the grievance procedure, in which all provisions would need to be accepted in their entirety.
Childcare – UAW maintained its initial proposal with one exception. The proposed increases to quarterly amounts of childcare assistance were previously proposed as per child, per quarter. The Union modified their proposal to no longer be per child, meaning each ASE would be eligible for one amount per quarter regardless of the number of children.
Wages – The Employer proposed to eliminate language that would tie ASE compensation at UW to the Global Challenge States (GCS), citing that the University is currently paying at the median of the GCS and is in favor of moving toward more predictable salary increases that departments can budget for. UW proposed a 0% pay increase on July 1, 2018, a 1% pay increase on July 1, 2019, and a 1% increase on July 1, 2020.
GAIP – UW proposed to retain the benefit coverage as is, and implement a cost sharing of the premiums. The proposal was that the Employer would pay 85% and ASEs would pay 15% of the premiums for all covered members. Currently, ASEs pay nothing toward the GAIP premiums, with a cost share of 65/35 for dependents (Employer pays 65%, and ASE pays 35%). This proposal was introduced as the cost of the GAIP plan continues to rise, and to achieve equity as all other UW employees have a cost share for insurance premiums.
Paid Family & Medical Leave Premiums – In response to the passing of Substitute Senate Bill 5975 on paid family and medical leave, UW proposed an MOU that would apply the same provisions to UAW as agreed upon after bargaining with WFSE and SEIU 925 this summer. The agreement would extend to any provisions, including premiums, eligibility, policies, etc.
The next UW-UAW bargaining sessions are scheduled for April 16 and April 17.