UW – WFSE Negotiations Recap July 26 & July 27, 2018
This recap details portions of the fifth and sixth sessions for the renewal of the collective bargaining agreement between the UW and WFSE, set to expire on June 30, 2019. Recaps are published online on the UW Labor Relations website.
Tuition Exemption Program – UW proposed to retain current contract language regarding tuition exemption, and not expand the program as proposed by the Union.
Vacation – UW maintained its proposal on new language clarifying rules around vacation leave maximums. The Employer proposed new language stating that either party could suggest new departmental procedures or changes to the existing vacation request process, and that would be an appropriate JLM agenda item.
In response to the Union’s proposal, UW proposed language stating that upon request, the Employer would provide a reason in writing for any vacation denial.
Work Related Injury Leave – In response to the Union’s proposal, UW proposed to add language stating that the Employer would follow the applicable laws and University policies related to worker’s compensation and the return-to-work program.
Joint Union/Management Committees – UW integrated WFSE’s proposal to hold departmental JLMs at least twice annually in Facilities Services, Housing and Food Services, UWMC, and Harborview Medical Center. Committee meetings for the Bothell and Tacoma campuses would be scheduled as needed, upon mutual agreement. The new language would allow for ad hoc committee meetings upon mutual agreement, to address specific workplace issues.
Grievance Procedure – UW maintained its proposal that would allow the Union forty-five days to file a contracting out grievance and would increase the amount of time Labor Relations has to respond to a step two from 15 to thirty days. In response to the Union’s proposal, the Employer proposed that either party may elect to skip step one if a group grievance (with five or more grievants) is filed.
Civil/Jury Duty Leave – WFSE maintained its proposal that employees would not be expected to work the night shift before or after they are to report jury duty. The Union clarified that their proposal was for leave with pay for both shifts.
Bereavement Leave – WFSE maintained its proposal to increase the amount of bereavement leave granted for each death of a family member from three to five days. WFSE incorporated the Employer’s proposal to add holiday credit and personal holiday as leave types that may be used beyond initial bereavement leave.
Suspended Operations – The Union rejected the Employer’s initial proposal to eliminate the option of makeup time to account for hours not worked during suspended operations.
Performance Evaluations – In response to the Employer’s proposal, the Union proposed language that would ensure performance evaluations were not performed more frequently than once per year. WFSE proposed new language that would introduce a 360-degree feedback method for evaluations that would capture the feedback of a manger or supervisor’s subordinates. Any feedback captured would be provided to the manager’s supervising authority. WFSE proposed to integrate UW’s proposed language to memorialize the process for UWMC employees doing their evaluations in Workday.
On July 9 (in between the June 28 and July 26 bargaining sessions), the parties signed tentative agreements to close the following provisions and retain current contract language:
- Article 5 – Affirmative Action
- Article 11 – Training and Professional Development
- Article 15 – Inter-system Movement
- Article 19 – Voluntary Employee Beneficiary Associations
- Article 22 – Child/Dependent Care
- Article 24 – Unpaid Holidays for a Reason of Faith or Conscience
- Article 31 – Health and Safety
- Article 35 – Personnel Files
- Article 37 – Employee Assistance Program
- Article 39 – Resignation and Abandonment
- Article 44 – Classification and Reclassification
- Article 48 – Staffing Concerns
- Article 50 – No Strike/Lockout
- Article 51 – Board of Regents
- Article 54 – Subordination of Agreement and Saving Clause
- Article 57 – Management Rights and Responsibilities
- Article 59 – Drug Testing
On July 28, the parties signed tentative agreements to close the following provisions:
- Article 23 – Shared Leave
- Added parental leave and sickness or temporary disability due to a pregnancy-related medical condition or miscarriage to the list of reasons an employee is eligible to receive shared leave
- Updated language regarding shared leave pools to include the current State of Washington pools (Uniformed Services Shared Leave Pool Program, Foster Parent Shared Leave Pool Program, and Veterans’ In-State Service Shared Leave Pool Program)
- Article 29 – Military Leave
- Added holiday credit to the list of paid leave types that could be used to cover military leave
- Article 58 – Term of Agreement
- July 1, 2019-June 30, 2021
The next UW-WFSE bargaining session is scheduled for July 31.