Labor Relations

UW – Teamsters 117 Negotiations Recap for May 12


This recap details the fourth virtual session for the May 12 collective bargaining agreement between the UW and Teamsters 117. Recaps are published online on the UW Labor Relations website.

Tentative Agreements

The parties tentatively agreed to maintain current contract language on the following unopened articles:

  • Article 1 – Preamble
  • Article 3 – Management Rights and Responsibilities
  • Article 4 – Joint Labor Management Committee
  • Article 6 – Union Business Representatives
  • Article 10 – Vacation
  • Article 21 – Contracting Out
  • Article 22 – Performance of Duty, Strike, Lockout
  • Article 23 – Tuition Exemption
  • Article 26 – Resignation and Abandonment
  • Article 28 – Democrat, Republican, Independent Voter Education

The parties tentatively agreed to close the following provisions:

  • Article 2 – Non-Discrimination
    • Added immigration status and citizenship as protected classes
  • Article 27 – Duration
    • The CBA will be in effect July 1, 2021-June 30, 2023
  • MOU – Across the Board Increases Contingent Upon State Funding
    • Eliminate an expired MOU
  • MOU – Uniform Portfolio
    • Eliminate an expired MOU

UW Initial Proposals (Non-Economic)

Miscellaneous Leave Types – The Employer proposed to clean up the language in the leaves article to clarify conditions and benefits currently available to employees regarding parental leave, leave due to family care emergencies, and FMLA.

Fitness for duty – The Employer proposed that employees, upon referral of an employee’s supervisor and upon approval of the Chief of Police, may be required to undergo a medical examination to determine their continued fitness for duty in the position currently occupied. The proposal states that such a request would be supported by documented evidence that the employee’s job performance is substandard as a direct result of an obvious or suspected physical impairment or condition.

Salary overpayment recovery – The Employer proposed new language detailing the process for salary overpayment recovery in accordance with relevant state law and University policy.

Seniority – The Employer proposed that leave without pay would be included in computing seniority.

Severability – The Employer proposed that upon request from either party, the Union and Employer negotiating committees would commence negotiations within 30 days for the purpose of coming to agreement on a substitute provision for that which was declared unlawful or invalid.

Transportation – The Employer proposed that the University may apply changes in transportation policy without the obligation to bargain with the Union, and that the Union may raise issues about the University’s parking program at Joint Labor/Management Committee meetings. The Employer further proposed that the Union would have a standing seat on the University’s committee(s) that work on transportation and parking issues.

UW Initial Proposals (Economic)

Wage adjustment – Due to the exigent circumstances created by the COVID-19 pandemic, the Employer is not proposing any base wage adjustments.

Overtime – The Employer proposed that sick leave, vacation leave, or compensatory time use would not be considered time worked for purposes of calculating overtime, and that employees would not be compensated for overtime shifts they do not work. The Employer also proposed that employees who take leave without pay for any time in the workweek prior to the pre-scheduled overtime assignment would no longer be eligible for overtime assignment, and that pre-scheduled overtime would not be eligible to be paid as compensatory time.

Compensatory time – The Employer proposed that employees may accrue up to 40 hours compensatory time, and that any hours worked which would result in the accumulation of over 40 hours of compensatory time would be paid as overtime pay. The Employer further proposed that compensatory time off may be scheduled by the employing official during the final 60 days of the fiscal year, and that remaining compensatory time would be used or paid for by June 30 of each fiscal year.

Football events – The Employer proposed that only employees assigned to the football event would be eligible for the football assignment premium. Under this proposal, these employees would be compensated at a rate of one and a half times the employee’s straight time hourly rate including shift differential, and there would be no pyramiding of any premiums.

Longevity pay – The Employer proposed to alter when the schedule would begin for longevity pay such that the first longevity payment would occur at six years instead of three years.

Shift alteration – The Employer proposed that deviation from the regular work schedule would not trigger a paid premium, as it currently does with less than seven days’ notice.

Training cost reimbursement – The Employer proposed that an employee that voluntarily separates from service with the University before completing four years of service with the University, would be responsible for reimbursing the University, on a full or pro-rata basis, for the $10,000 cost of their training.

Washington Paid Family and Medical Leave Program (PFML) – The Employer proposed that employees would have the full employee share of the PFML premium deducted from their wages.   Additionally, the Employer proposed that it would offer supplemental benefits in the form of sick time off, vacation time off, personal holiday, holiday credit, holiday taken, or compensatory time off.

Teamsters Initial Proposals (Economic)

Wage adjustment – The Union proposed a 14% base wage increase effective July 1 2021.

Bike Squad premium – The Union proposed that Bike Squad Officers would receive a 2% premium for all hours compensated.

Certified instructor premium – The Union proposed that time spent preparing training materials would count as time spent training, regardless of whether the employee spent time providing training during the same shift.

Detective premium – The Union proposed that detectives would receive a 4% premium for all hours compensated.

Educational incentive – The Union proposed that base pay be increased by 3% for a Bachelor’s degree, rather than $1000, and that it be increased 5% for an advanced degree, rather than $1,200.

Evening and night shift differentials – The Union proposed that employees receive a shift differential of $1.50 per hour for evening shift and $2.25 per hour for night shift.

Field Training Officers (FTO) – The Union proposed that the three-step increase for hours worked performing FTO responsibilities would be received by the officer for the duration of time the student they have trained is in FTO status.

Professional development reimbursement – The Union proposed that management would provide reimbursement for approved professional development expenses for Officers, and that denial would require written notification to the requesting Officer.

Compensatory time – The Union proposed that employees may accrue unlimited hours of compensatory time, and that employee requests to use compensatory time off would be approved within seven days, unless the Employer has documented evidence that the employee’s absence would unduly disrupt operations.

Sick leave – The Union proposed that full-time classified employees would accrue 10 hours of sick leave for each month of completed classified service, instead of 8. The Union further proposed that compensation for unused sick leave paid upon retirement or death would be paid at a rate of 50% instead of 25%, and that compensation for unused sick leave paid for death in the line of duty would be paid at a rate of 100%.

Holidays – The Union proposed to increase the number of paid personal holidays from one to two per calendar year.  The Union further proposed that the number of hours employees are paid for on a holiday would be increased from eight to ten.

Bereavement leave – The Union proposed to increase the number of days of paid bereavement leave for the death of a family member from three to five.

Training – The Union proposed that management would make available range time, 100 rounds of ammunition, and targets for Officers per month, and would allow shift adjustments or overtime to ensure four hours of range time per month. The Union further proposed that officers would be allowed up to 30 minutes per shift during their shift to workout.

Supplemental benefits – The Union proposed that employees would be able to use supplemental benefits for any federal and state paid leaves, including on the job injury, in order to achieve 100% of their pay.

Parking – The Union proposed that the Employer would provide parking at no cost to employees.

Uniforms – The Union proposed that jump-suits be replaced every two years and that load-bearing vests with plates be issued to each Officer upon request.

Inclement weather and suspended operations – The Union proposed to incorporate language from other University CBAs regarding inclement weather and suspended operation provisions.

Next Steps

The next UW and Teamsters 117 bargaining session is scheduled for May 21 and will be held virtually.