University of Washington Human Resources

UW – SAG-AFTRA Negotiations Recap through March 15, 2019

Background

This recap details the current status of negotiations for the first collective bargaining agreement between the UW and SAG-AFTRA. Recaps are published online on the UW Labor Relations website.

The University of Washington (UW) has a long history of collective bargaining and consistently uses a best practices model of bargaining with all of its unions. To that end, the UW ensures that all non-monetary issues are the subject of tentative agreements prior to engaging in active bargaining over monetary issues.  As a steward of the resources of the State of Washington, the UW bargaining team rigorously costs out all proposals made by the unions to ensure that agreements are crafted with budgets in mind and in keeping with guidelines issued by the state.

TENTATIVE AGREEMENTS

As of March 15, the parties have signed tentative agreements to close the following provisions:

Mission Statement and Preamble: The parties exchanged proposals and agreed upon language regarding the purpose of the collective bargaining agreement. In this article, the parties agree it is to their mutual benefit to promote effective employee-management cooperation; fair and reasonable working conditions; effective methods for making adjustments for the prompt adjustment of differences, and disputes; and fair treatment of employees.

Union Recognition: This article speaks to the Employer’s recognition of the employees included in the bargaining unit for KUOW, as well as recognizing the Screen Actors Guild-American Federation of Television and Radio Artists (SAG-AFTRA) as the exclusive representative for those employees.

Management Rights: This article addresses the Employer’s ability to exercise its right to manage the business, except as limited by the collective bargaining agreement, including the ability to manage, direct, and operate the Employer’s business. These rights also include but are not limited to the Employer’s ability to determine how work will be done, the qualifications needed to perform the work, to evaluate performance and issue corrective action, to set schedules, and to lay off employees. The parties agreed that if the Employer decided to close down or relocate operations covered by this Agreement, it will inform the Union and, upon request, the parties will bargain over the impacts.

Safety & Health: The parties agree that they share a mutual commitment to ensuring employees by this Agreement have a healthy work environment, including their safety and security. This article addresses security at the office and in the field, maintaining a safe facility, first aid, wellness, hearing and vocal tests, and parking.

Corrective Action/Dismissal: This article outlines the Corrective Action/Dismissal process for employees covered by this Agreement. It further provides that no employee will be subject to this process except for just cause. The article states what is and what isn’t a form of corrective action. The article further states the process that the Employer will follow as to performance and/or conduct issues for employees. Finally, the article states how an employee may access their personnel file and notice provided when the Employer places a performance-related document or disciplinary memo in the file.

Grievance Procedure and Arbitration Procedure: The parties agree that it is in their best interest to settle disputes at the lowest level possible. This article outlines the procedure related to resolving disputes, including the definition of a grievance, the process to file a grievance including time limitations, the employee’s rights including the right to representation, and steps of the grievance procedure. The grievance process includes four steps, the fourth step being arbitration.

Newsroom Firewall: The parties agree to work collegially regarding employee concerns about the firewall policy and/or code of ethics. The parties agree to work through any issues in the labor-management committee meetings on an as-needed basis.

Postings: This article outlines the process for the posting of positions at the Employer. It further states what will be in job postings, that internal candidates who meet minimum qualifications will be interviewed, and the Employer’s desire to encourage employees to pursue opportunities for lateral movement or advancement.

No Strike/Lockout: The parties agree that during the life of this Agreement the Employer shall not lockout any employee, nor shall the Union authorize or condone a work stoppage, work slowdown, or any other curtailment of work in the bargaining unit. The article further states the process for when an employee refuses to cross a picket line for their own personal safety.

Subordination of Agreement and Savings Clause: The parties agree that in the event any of the provisions of this Agreement are found to be invalid, the invalidity shall not impair the enforceability of the remaining provisions. The parties also agree to meet, upon request, to negotiate substitute terms for any provision that is found to be invalid or unlawful.