UW – UAW Negotiations Recap for April 27, 2018
This recap details the sixteenth session for the renewal of the collective bargaining agreement between the UW and UAW, set to expire on April 30, 2018. This was the first session to be facilitated by a State-appointed mediator. Recaps are published online on the UW Labor Relations website.
The parties each presented a package proposal in which all provisions would need to be accepted in their entirety. The only changes from each parties’ most recent package proposals were on the following:
UAW Proposal: UAW proposed to increase the funds to $1,400 per quarter per eligible ASE for childcare expenses, and maintained their proposal to increase the University’s commitment to ASE childcare expenses from $45,000 to $75,000.
UW Proposal: In response to the Union’s proposal, the Employer proposed to increase the funds to $1,400 per quarter per eligible ASE for childcare expenses, and maintain the University’s commitment to ASE childcare expenses at $45,000.
Leaves of Absence & Paid Family & Medical Leave
The only change to these provisions was a modification to UAW’s most recent proposal for long term paid family leave from 14 days down to 10 days per year. Note that this leave type differs from parental leave, and is not currently a distinct paid leave type offered to any University employee, unless the employee uses other accrued leave types in accordance with University policy.
UAW Economic Package
Wages – UAW maintained the entirety of its wage proposal as presented on April 25 in which the Employer would match the base rate for the NSF GRFP by July 1, 2020. Additionally, variable rates would be increased by at least 4% and hourly rates by 6% each year of the contract. The Union clarified that to reach the NSF GRFP base rate by 2020, the proposed wage increases are 7.81% on July 1, 2018, 7.25% on July 1, 2019, and 6.76% on July 1, 2020. Note that the proposed increases assume no change to the NSF GRFP and any rate changes would require additional base rate increases based on the Union’s wage proposal.
Insurance Programs – UAW modified its most recent proposal on GAIP and the remaining demands include:
- 100% Employer paid premiums for eligible dependents (medical, dental, & vision)
- 100% coverage for all in-network mental health services
- Coverage for trans-affirming services as recommended by the most recent World Professional Association for Transgender Health standards
Fees – UAW maintained its proposal that the University shall cover all tuition and fees, and the costs of implementing any part of the collective bargaining agreement would be borne by the central administration, not departments.
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 increased its proposal to a 1.5% 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 maintained its proposal that ASEs would continue to receive a waiver for the operating fee, building fee and technology fee.
The next UW-UAW bargaining session is scheduled for April 30.