UW – UAW Negotiations Recap for April 23, 2018
This recap details the twelfth 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 Package Proposal
UAW presented a package proposal in which all provisions would need to be accepted in their entirety. As part of the package, UAW maintained its most recent proposals on the following:
- Union Rights – the outstanding issue remains the paid release time provision for negotiating a successor agreement
- Union Security – UAW proposed current contract language
Childcare – UAW proposed an increase to funds available per quarter per eligible ASE for childcare expenses to $1,500, and to increase the University’s commitment to ASE childcare expenses from $45,000 to $75,000.
Regularly Scheduled Arbitration Hearings – UAW proposed clarifying language proposed at the last bargaining session by the Employer. UAW proposed, forty-five days prior to the scheduled arbitration hearing, the parties would mutually agree upon the cases to be postponed to a later hearing, and to which scheduled hearing dates they would be postponed to. The parties have not agreed upon whether the related provisions will remain in an MOU or be integrated into the body of the contract.
Leaves of Absence – UAW maintained its proposals for increases to sick leave, bereavement, and disability leave. Certain aspects of the Union’s last proposal were modified as follows:
- UAW integrated portions of the Employer’s proposals related to uses for sick leave and an expanded definition of family member.
- UAW proposed language extending sick leave usage for reasons related to domestic violence, sexual assault or stalking.
- UAW proposed to increase the sick leave accrual rate for hourlies to one hour for every thirty hours worked, which is greater than the one hour for every forty hours worked as implemented on January 1, 2018 with the passing of Initiative 1433.
- UAW proposed parental leave be paid for sixty calendar days (eight work weeks).
- UAW proposed family leave be paid for fourteen work days.
- UAW proposed that the costs of implementing leaves would be borne by the University’s central administration, not departments.
- UAW maintained its proposal that the Employer would pay any premiums associated with paid family and medical leave as passed by the State legislature in Substitute Senate Bill 5975, and the parties would reopen the contract to discuss related provisions once agreements are reached with other Unions bargaining this summer. The proposed language would be a contract reopener for both the leaves of absence and the no strike, no lockout contract provisions.
Non-Discrimination and Sexual Harassment and Prevention Training – UAW made changes to its proposals on the following:
- ASEs selected to lead sexual harassment training would be hired from eligible graduate students.
- For summer 2019 and every summer thereafter, the University would hire one 50% FTE to jointly administer the sexual harassment training.
- Within two months of ratification of the collective bargaining agreement, a joint UW-UAW committee would meet to jointly develop research needs, content, format, and implementation of the trainings.
- An additional two trainings would be conducted each fall for ASE department leaders appointed by the Union.
- Starting in 2019, the parties would agree upon the ASEs to be appointed as trainers by June 1.
- UCIRO would include a statement in the initial e-mail sent out to all complainants that would state “If you work as a Teaching, Research, or Staff Assistant, or Reader or Tutor, you have rights under your Union contract.” The statement would include the Union’s contract information.
- An ASE would have 180 calendar days to file a grievance alleging a violation of this article.
- The Union proposed to expand representation rights to the complaint process, and/or the supervisor discipline process.
- UAW maintained its interest in establishing and outlining expectations for departmental equity committees, including an optional annual report, beginning with ten departments or hiring units in academic year 2018-19, and expanding in subsequent years to any departments that would be willing to participate.
The next UW-UAW bargaining sessions are scheduled daily from April 24-27.