UW – UAW Negotiations Recap for April 12, 2021
This recap details the fifth session for the renewal of the collective bargaining agreement between the UW and UAW, set to expire on April 30, 2021. Recaps are published online on the UW Labor Relations website.
The parties reached a tentative agreement for current contract language for the following articles:
Article 11 – Hourly Pay Scale Transparency
Article 16 – Layoff
Article 29 – Union Rights
Appendix II – PBF’s at IHME
LOU A: Workers’ Compensation
The Employer proposed the following as a package proposal for a three-year contract:
- Childcare: The Employer proposed that eligible ASEs should receive up to $1,300 per quarter up to $65,000 per year effective Fall Quarter 2022. The Employer proposed to maintain that eligible ASEs would receive up to $1,350 per quarter or childcare expenses up to $70,200 per year effective Fall Quarter 2023.
- Tuition and Fee Waivers: The Employer maintains its proposal for current contract language. Duration: The Employer proposed a duration article from the date of ratification or May 1, 2021, whichever is later until April 30, 2024 and would be a three-year collective bargaining agreement.
- New Article – Resignation and Abandonment: The Employer maintained its April 1 proposal.
- New Article – Individual Development Plans: In response to the Union, the Employer is not interested in this article as this is not related to employment, but is academic.
- Grievance procedure, Holidays, Insurance Programs, Leaves of Absence, Non-Discrimination and Harassment, Vacation, Wages, Workload, Appendix I : GAIP Group Medical Plan Summary, MOU: U-PASS and MOU: EPIC MOU: The Employer maintains its April 5 proposals.
The Union proposed the following proposals:
- Childcare: In response to the Employer, the Union proposed an increase of the ASE childcare fund to $160,000 per year. The Union maintained their previous proposal regarding the individual amounts per child, per quarter for ASEs.
- Wages: In response to the Employer, the Union proposed to increase the ASE base rate to 120% of the median of the GCS. They maintain their language that hourly rates would receive the same percentage increase as the base rate.
- Grievance Procedure: The union maintains its proposal of current contract language.
- Fee and Tuition Waivers: In response to the Employer, the Union proposed language that ASEs would receive a waiver for IMA bond fee and facilities renovation fee in addition to the fees currently waived. The Union maintained its proposal that fee and tuition waivers would apply to all ASEs, including those working hourly.
- Insurance Programs: The Union proposed language that the University would send the GAIP preliminary and eligibility files to the Union.
- Appendix I: GAIP Group Medical Plan Summary: The Union maintained its proposal for full coverage of mental health and reproductive health, increased dental and vision coverage and reductions in out-of pocket and family maximums costs. The Union accepted the University’s proposal for gender-affirming medical services coverage.
- Non-discrimination and Harassment: In response to the Employer, the Union proposed to hire five 50% FTE’s, each quarter who would administer the sexual harassment training. The Union proposed that they should designate 30 ASEs or Postdocs to implement Peer Equity programs with the Employer providing 8 hours of paid training by the EPIC program team and a stipend of $500 per quarter to each designated ASE. The Union maintained its proposal to for a $30,000 immigration status and work authorization fund.
- Leaves of Absence: In response to the Employer, the Union proposed to accept language from sick leave to sick time off. The Union agreed to the Employer’s previous proposal for sick time-off awards of 28 hours for ASEs with 50%, and a prorated amount for ASEs with less than a 50% appointment for the academic year. The Union did not agree to tracking sick time off in Workday starting July 1, 2022.
- Holidays: The Union Maintained its proposal from April 8.
- Vacation: In response to the Employer, the Union proposed language to address prorated vacation time for ASEs greater or less than 50% FTE. The proposal also accepted the language change from vacation to vacation time off and allotment of 20 hours of vacation time per quarter for ASEs with a 50% FTE.
- Workload: The Union proposed current contact language.
- New Article – Individual Development Plans: The Union maintains its April 8 proposal.
- New Article – Resignation and Abandonment: The Union declines this proposal.
- MOU: U-PASS: The Union maintains its March 15 proposal.
The next UW-UAW bargaining session is scheduled for April 19.