UW IHME & SEIU 925 Negotiations Recap for June 17, 2020
Background
This recap details the seventh virtual session for the initial collective bargaining agreement between the UW IHME and SEIU 925. Recaps are published online on the UW Labor Relations website.
Union Initial Proposals
U-PASS – The Union proposed that bargaining unit employees would receive a fully subsidized U-PASS effective July 1, 2020. Prior to July 1, 2020, employees would be reimbursed any paid fares from March 1, 2020 – May 31, 2020.
Bicycle Transportation – The Union proposed that the Employer would make a good faith effort to provide free and reliable access to secure bike cages at all present and future work locations. The Union proposed that employees who bike more than 80% in a quarter should receive $65 to apply toward bike maintenance, per quarter.
Carpooling – The Union proposed that an employee carpooling with at least one other UW staff would receive a 25% discount on their monthly parking pass fee in addition to the UW carpooling policy.
Late Night Work Meals – The Union proposed that employees would be reimbursed the cost of a meal during late night work, defined as work being done after 8:00 PM in order to meet work expectations and deadlines.
Late Night Transportation –The Union proposed that a taxi or ride share service would be reimbursed for any work performed after the regular office is closed or if there are any safety concerns.
Hiring – The Union proposed to add language that the Employer may not skim bargaining unit work to employees outside of the bargaining unit or outside the Employer. The Union proposed language around filling positions, temporary appointments, limited term appointments, vacancies, new positions, and transfers.
Promotions – The Union proposed language to encourage job advancement and promotion from within IHME, in addition to informing all employees of the process and steps necessary for advancement. Employees who have served in their position for at least two years and received positive performance evaluations would be offered promotions. If an employee is in a position without a defined career pathway or if they have been in their position for at least two years and received positive performance evaluations but do not yet meet the minimum requirements for the next position in their career pathway, they would be eligible for promotion to a senior title version of their position. Employees who were ineligible for the 2020 annual promotion cycle due to bargaining activities would be evaluated for promotion at the earliest possible date, effective with retroactivity to July 1, 2020.
Trial Service – The Union proposed that employees who transfer, move laterally, or voluntarily demote would serve a six-week trial service period. The trial service period would also apply to employees accepting positions represented by a different Union. Employees who promote would serve a six-month trial service, and during the first two months would have preemptive rights to their former position. After the first two months but during the remainder of trial service, employees who are not staying in the new position would have the option to revert to their former position of still vacant, be considered for reassignment in the same class as their former class, or be placed on the rehire list.
Extra Duties – The Union proposed that employees assigned extra duties from a higher classification and perform those duties for less than two months would be paid 5% premium pay. Employees who perform those duties for greater than two months would be promoted to the higher job classification and paid 10% more or the market minimum, whichever is higher, from the first day of having taken on the new duties.
Outside Travel – The Union proposed that an employee is considered to be in ‘travel away from home community’ when the travel is away from home overnight. All hours while in travel away from home community’ would be considered time worked, but would not include regular meal hours. The employee would receive reimbursement for all business expenses incurred on the assignment. When hours on such trips go above and beyond what is a reasonable workweek in terms of hours on duty and in travel, the employee will be reward compensatory days.
Performance Evaluation – The Union proposed that employees could request that evaluation materials and rating factors be developed, altered and/or clarified for their specific position, and all evaluations would include peer feedback. A joint plan would be developed for performance improvement as problems occur. The Union proposed that if an employee makes recommendations that are not heeded by supervisors or other employees, the employee will be evaluated based on their recommendation, not the outcome of the action. The Union proposed required implicit bias training for evaluators, and if feedback from peers is significantly different from a supervisor and/or when an employee’s race, gender, or sexual orientation is perceived to impact their performance evaluation, the Union could request HR and/or the Diversity, Equity, and Inclusion Committee review the performance evaluation.
Probation – In Response to the Employer’s proposal of the same day for bargaining unit employees to serve a six-month probation following their initial appointment to a permanent position, the Union proposed that employees who are already permanent, should not be required to complete another probationary period. The Union proposed that by mutual agreement, additional classifications may include a probationary period between six to twelve months.
New Employee Orientation – The Union proposed modifications to the existing University new employee orientation. Specifically, that a Union representative be allowed one hour with employees during orientation. In addition, the Employer would provide time for the Union to conduct one on one individual orientation meeting on work time, within thirty days of starting employment.
New Hire – The Union proposed that Employer would provide notice of all new hires, titles, and contact information at least ten days prior to their official start date. The Union proposed that all new professional, non-supervisory positions would be considered included in the bargaining unit, unless exempted by law. In the event that the position is a new professional, non-supervisory position, notice would be provided to the Union prior to the posting of the position, including whether the Employer would challenge bargaining unit inclusion with PERC.
The Union proposed that new employees would be given the opportunity to job shadow an employee in a similar position or a different position, upon request, within the first thirty (30) days of their employment.
Employer Initial Proposals
Salary overpayment recovery – The Employer proposed language detailing the process for salary overpayment recovery in accordance with relevant state law and University policy.
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.
Telework – The Employer proposed to point to University policy that permits employees to telework with supervisor approval.
Probation – The Employer proposed that all bargaining unit employees, following their initial appointment to a position would serve a probationary period of six months. The Employer may extend the probationary period for an individual employee as long as the extension does not cause the total period to exceed twelve (12) months.
New Employee Orientation – The Employer proposed to incorporate the Union into the existing University new employee orientation that provides a Union representative be allowed thirty minutes with employees during orientation. If an employee is unable to attend the University orientation, the Employer would provide time for the Union to conduct an individual thirty minute orientation meeting on work time, within ninety days of starting employment.
No Strike/Lockout – The Employer proposed language stating that the Employer would not lockout any employees as a result of a labor dispute or grievance or disputes on personnel matters nor would the Union condone or authorize a work stoppage, work slowdown, or any other curtailment of work in the bargaining unit.
Next Steps
The next UW IHME and SEIU 925 bargaining session is scheduled for July 6.