UW – UAW Negotiations Recap for April 26, 2018
This recap details the fifteenth 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
The Employer presented a package proposal in which all provisions would need to be accepted in their entirety.
UW maintained its most recent proposal to increase the funds to $1,250 per quarter per eligible ASE for childcare expenses, and maintain the University’s commitment to ASE childcare expenses at $45,000.
Regularly Scheduled Arbitration Hearings
The parties have tentatively agreed to language proposing a deadline of forty-five days prior to the scheduled arbitration hearing, in which the parties would agree upon the cases to be heard. Unless agreed to by the parties, no case would be deferred more than one regularly scheduled arbitration date. The tentative agreement is contingent on acceptance of the total package.
Leaves of Absence & Paid Family & Medical Leave
UW maintained its most recent proposals on leaves of absence. UW maintained its proposal 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.
Non-Discrimination and Harassment
The parties have tentatively agreed to a statement to be included in UCIRO’s 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. The tentative agreement is contingent on acceptance of the total package.
The Employer maintained its proposal from the prior day on departmental or hiring unit equity committees.
Sexual Harassment and Prevention Training
The parties tentatively agreed on language stating that a joint committee would meet to draft an outline of the training. Separately, a committee of key stakeholders would provide recommendations on content, format, and implementation of the trainings. Outstanding issues remain related to the format of the provision (in an MOU vs. in the body of the contract), and whether there will be summer trainers after the first year of the contract.
For both parties, the outstanding issue remains the paid release time provision for negotiating a successor agreement.
The parties have tentatively agreed to retain current contract language. The tentative agreement is contingent on acceptance of the total package.
UW Economic Package
Wages – UW maintained its proposal 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 maintained its proposal of a 1% pay increase on July 1, 2018, a 1% pay increase on July 1, 2019, and a 1% increase on July 1, 2020.
Insurance Programs – UW maintained its most recent proposal on GAIP to retain the benefit coverage as is, and implement a cost sharing of the premiums where 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%).
Fees – UW proposed to maintain tuition and fee waivers at the current rates/levels in which ASEs receive a waiver for the operating fee, building fee, and technology fee.
The next UW-UAW bargaining sessions are scheduled for April 27 and April 30.