UW – UAW Negotiations Recap for April 30, 2018
This recap details the seventeenth session for the renewal of the collective bargaining agreement between the UW and UAW, which expired on April 30, 2018. Recaps are published online on the UW Labor Relations website.
The parties each presented a comprehensive package proposal, including both economic and non-economic items, in which all provisions would need to be accepted in their entirety. The Employer’s proposal was presented as its last, best, and final proposal. The parties have not yet reached an agreement.
UAW Proposal: UAW proposed a one-year contract to expire on April 30, 2019.
UW Proposal: UW proposed a three-year contract to expire on April 30, 2021.
UAW Proposal: UAW modified its proposal to increase the funds from $900 to $1,250 per quarter per eligible ASE for childcare expenses, and to increase the University’s commitment to ASE childcare expenses from $45,000 to $60,000.
UW Proposal: In response to the Union’s proposal, the Employer proposed 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 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
UAW Proposal: UAW withdrew its proposals for increases to paid sick, bereavement, and parental leave. The Union proposed to bargain over the implementation of Substitute Senate Bill 5975 on paid family and medical leave at a later date once rule making is further along at the State level.
UW Proposal: UW maintained its most recent proposals on leaves of absence. UW proposed that after October 1, 2018 either party may reopen the leaves article solely for the purpose of negotiating provisions (premiums, eligibility, policies, etc.) regarding paid family and medical leave.
Diversity and Equity Committees
UAW Proposal: UAW withdrew its proposal on departmental or hiring unit equity committees in favor of a departmental or hiring unit equity survey focused on ASE-specific concerns, to be jointly developed by UW and the Union during academic year 2018-19. Following the survey, the parties would jointly hold town hall meetings in each department to discuss the results and strategize further steps for promoting equity, inclusion, transparency, and accountability.
UW Proposal: The 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.
Sexual Harassment and Prevention Training
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. UAW withdrew their proposal for a summer 0.5 FTE because their overall proposal was only for a one-year contract and the issue would be revisited in subsequent negotiations.
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.
UAW Proposal: UAW withdrew its prior wages proposal in favor of a one-year contract term with a 3% wage increase for salaried employees and a 6% wage increase for hourly employees on July 1, 2018.
UW Proposal: 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 2% pay increase on July 1, 2018, a 2% pay increase on July 1, 2019, and a 2% increase on July 1, 2020.
UAW Proposal: 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 Proposal: UW maintained its proposal that ASEs would continue to receive a fee waiver for the operating fee, building fee and technology fee, thus fees would be maintained at status quo.
UAW Proposal: UAW modified its proposal from 100% coverage for dependents to an 85/15 split in which the Employer would pay 85% and the ASE would pay 15%. The Union proposed that coverage for ASEs would be maintained at its current level of 100% paid for ASEs.
UAW maintained its proposals for 100% coverage for all in-network mental health services. Currently the coverage is subject to a $75 quarterly deductible and 10% co-insurance for unlimited visits to in-network providers. The Union maintained its proposal for coverage for trans-affirming services as recommended by the most recent World Professional Association for Transgender Health standards, which would include coverage for procedures currently deemed cosmetic by the insurer.
UW Proposal: UW withdrew its proposal to implement a cost sharing of the premiums in which the Employer would pay 85% and ASEs would pay 15% of the premiums for all covered members. Alternatively, the Employer proposed to retain the GAIP benefits coverage as is, and continue paying 100% of the premiums for ASEs. UW would continue the current cost share for dependent premiums at 65/35, where the Employer pays 65% and the ASE pays 35%.
It is unclear what the Union’s next steps will be in terms of voting or not on the Employer’s last, best, and final proposal. If needed, the parties have scheduled a bargaining session for May 8.