UW – UAW Negotiations Recap for May 8, 2018
This recap details the eighteenth session for the renewal of the collective bargaining agreement between the UW and UAW, which expired on April 30, 2018. This was the second session to be facilitated by State-appointed mediators. Recaps are published online on the UW Labor Relations website.
The parties each presented a comprehensive package proposal, in which all provisions would need to be accepted in their entirety. Changes from the parties’ most recent package proposals are highlighted below.
The parties have each proposed a three-year contract to expire on April 30, 2021.
The parties have each proposed to increase the funds from $900 to $1,250 per quarter per eligible ASE for childcare expenses. UW proposed to increase the University’s commitment to ASE childcare expenses from $45,000 to $50,000. UAW maintained its proposal to increase the available childcare funds to $60,000.
Leaves of Absence & Paid Family & Medical Leave
The parties have each 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 Substitute Senate Bill 5975 on paid family and medical leave.
Diversity and Equity Committees
UAW Proposal: UAW modified its proposal to say that beginning academic year 2018-19 and every year thereafter, the Union and the University would jointly develop an equity survey for all ASEs focused on ASE-specific concerns. Baseline questions would be jointly developed each year, and any department or hiring unit would be able to create a department specific survey with additional questions. Following the survey, the parties would jointly hold at least one town hall meeting to discuss the results and strategize further steps for promoting equity, inclusion, transparency, and accountability.
UW Proposal: In response, the Employer proposed a similar concept but proposed that survey questions would be developed once and used throughout the life of the contract. UW’s language clarified that additional department-specific survey questions would be jointly developed and on a volunteer basis. The Employer proposed to discuss survey results at a joint labor management meeting rather than a town hall.
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 Proposal: UAW proposed to maintain current contract language that ties ASE compensation at UW to the Global Challenge States (GCS). The Union proposed base pay and hourly rate increases of at least 3% on July 1, 2018, 6% on July 1, 2019, and 6% increase on July 1, 2020. Variable rates would be increased by at least 3% each year.
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 maintained its proposed increases at 2% on July 1, 2018, 2% on July 1, 2019, and 2% 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. The proposal was modified to say the fee waivers would be specifically for ASEs with a 50% appointment.
UW Proposal: UW maintained its proposal that eligible 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 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.
UAW maintained its proposal for an 85/15 split for dependent premiums in which the Employer would pay 85% and the ASE would pay 15%. The Union maintained its proposal that coverage for ASEs would be maintained at its current level of 100% paid for ASEs.
UW Proposal: UW maintained its proposal 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%.
UAW voted on and rejected the Employer’s last, best, and final proposal presented on April 30. The parties continue to bargain and the next scheduled session is May 14.