Labor Relations

UW – UAW Negotiations Recap for April 24, 2018


This recap details the thirteenth 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.

UW Package Proposal

UW presented a package proposal in which all provisions would need to be accepted in their entirety.  As part of the package, UW maintained its most recent proposals on the following:

  • Union Rights – the outstanding issue remains the paid release time provision for negotiating a successor agreement
  • Childcare – the current proposal increases the funds to $1,250 per quarter per eligible ASE for childcare expenses, and caps the University’s commitment to ASE childcare expenses at $45,000
  • Paid Family and Medical Leave – UW has proposed to apply the same provisions to UAW as agreed upon after bargaining with WFSE and SEIU 925 this summer, related to Substitute Senate Bill 5975 on paid family and medical leave

Union Security – UW proposed to accept the Union’s most recent proposal and retain current contract language.

Regularly Scheduled Arbitration Hearings – In response to the Union’s most recent proposal, the Employer proposed, a deadline of forty-five days prior to the scheduled arbitration hearing, in which the parties would mutually agree upon the cases to heard, and those not heard would be automatically postponed to the next available hearing date.  UW tentatively agreed to integrate the related provision into the body of the contract.

Leaves of Absence – UW maintained its most recent proposals with the following additions:

  • UW included the Union’s proposed language stating that the Employer would grant reasonable requests for a family member’s military leave, as that is a protection already required by law.
  • UW included the Union’s proposed language extending sick leave usage for reasons related to domestic violence, sexual assault or stalking, as that is a proposal required by law.

Non-Discrimination and Sexual Harassment and Prevention Training – UW maintained its most recent proposals with the following additions:

  • UW proposed that within three months of ratification of the collective bargaining agreement, a committee of key stakeholders (to include the Union) would provide recommendations on content, format, and implementation of the trainings.
  • UW included the Union’s proposed language to state that two additional trainings would be conducted each fall for stewards and elected Union leaders.
  • In response to the Union’s request, UW proposed that UCIRO would include a statement in the initial e-mail sent out to all complainants that would state “Union members may have rights under their respective Collective Bargaining Agreements.” The statement would include a reference to the Labor Relations website.
  • UW included the Union’s proposed language stating that ASEs would have 180 calendar days to file a grievance alleging a violation of this article.
  • UW rejected the Union’s proposal to expand representation rights to the complaint process, and/or the supervisor discipline process.
  • UW maintained its proposed MOU stating that the parties would identify ten colleges, departments, or other academic units willing to form an equity committee, or utilize their existing committees to meet quarterly to discuss issues of equity and inclusion. UW proposed additional language stating that the parties would encourage members of the committees to meet annually, and no more than quarterly, to talk about their experiences and discuss positive efforts and concerns in their respective units.

Q & A with Provost Baldasty and Sarah Hall

Jerry Baldasty, UW Provost and Executive Vice President for the Office of the President, and Sarah Hall, Associate Vice Provost for the Office of Planning and Budgeting, came to Roosevelt Commons West to respond to questions from ASEs regarding the University’s general financial state.  The Union brought forward questions with themes around the high cost of living in Seattle, and the associated struggles with trying to afford to live in the City and work at the University without being rent-burdened.

UAW has proposed wage increases to ensure that no 50% FTE ASE would be rent-burdened, to be defined as paying over 30% of their take-home pay toward rent.  According to the Employer’s calculations, the base pay rates would have to increase by something in the order of 30% to satisfy the Union’s proposal.  UAW proposed that all ASEs receive at least a 4% increase or an increase based on the Seattle cost of living (CPI-U), whichever is higher, on July 1, 2019 and again on July 1, 2020.  The parties continue bargaining wage provisions for the renewal of the collective bargaining agreement.

Next Steps

The next UW-UAW bargaining sessions are scheduled daily from April 25-27.