UW – UAW Negotiations Recap for April 30, 2021
Background
This recap details the twelfth session for the renewal of the collective bargaining agreement between the UW and UAW, which expired on April 30, 2021. Recaps are published online on the UW Labor Relations website.
Employer’s Last, Best and Final Proposal
The Employer presented a Last, Best and Final Package Proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below.
Wages – The Employer proposed that the ASE base rate would receive a market adjustment increase of 2% effective July 1, 2021 and 3% effective July 1, 2022 and 3% effective July 1, 2023. The Employer also proposed the minimum hourly ASE rate receive a market adjustment of 2% effective July 1, 2021 and 3% effective July 1, 2022 and 3% effective July 1, 2023.
Childcare – The Employer proposed eligible ASEs would receive $1,350 per quarter for childcare expenses with a cap of $70,200 per year for 2021, 2022 and 2023.
Vacation – The Employer proposed that ASEs with an FTE of 50% or greater and an appointment for twelve months, would receive a minimum of 20 hours per quarter of paid vacation time off; vacation time off prorated for appointments less than or greater than 50% FTE. Effective September 16, 2022, vacation time off will be requested, tracked and recorded in Workday.
GAIP – In addition to the previously tentatively agreed upon improvements including out-of-network (claims paid based upon allowed charges) for gender affirming medical services to match the in-network amount of 90%, the Employer proposed to increase outpatient out-of-network mental health coverage from 60% to 80%.
Fee & Tuition Waivers – The Employer proposed current contract language.
Grievance Procedure – The Employer proposed to withdraw its proposal and revert to current contract language.
Holidays – The Employer proposed that personal holidays would be requested per departmental policy and that holidays would be recorded and tracked in Workday effective September 16, 2022.
Leaves of Absence – The Employer proposed that salaried ASEs with an appointment of 50% FTE for the academic year or longer would receive 28 hours of paid sick time off per year and that ASEs with greater than or less than 50% FTE for the academic year or longer would receive a prorated award based on that FTE. Sick time off will be requested, tracked and recorded in Workday effective September 16, 2022.
Duration – The Employer proposed a three-year contract, expiring April 30, 2024.
U-PASS – The Employer proposed that bargaining unit employees would receive a fully subsidized U-PASS through Spring Quarter of 2024.
EPIC – As proposed on April 1, the Employer proposed to provide Summer quarter funding for the existing two 50% ASEs. The Employer also updated language regarding the delivery of the training. The University also proposed to strongly encourage all incoming ASEs to attend EPIC training.
Time Off Tracking in Workday MOU – The Employer proposed that tracking of time off in Workday would be effective September 16, 2022 and that either party would be able to initiate discussions regarding the process of implementation. The MOU also included that the parties would agree upon the language the University uses to communicate and would make a good faith effort to produce the language and communications prior to Fall Quarter 2022.
The Employer proposed tentative agreements on the following articles in their last, best and final package proposal:
Article 13 – Insurance Programs
Article 20 – Non-Discrimination and Harassment
Article 29 – Union Rights
Article 35 – Workload
Appendix II – PBFs at IHME
LOU A – Workers Compensation
Tentative Agreements
The parties reached a tentative agreement for the following articles:
Preamble
Article 1 – Purpose and Intent
Article 2 – Recognition
Article 3 – Definitions
Article 4 – Appointments and Reappointment Notification and Job Description
Article 6 – Discipline or Dismissal
Article 9 – Health and Safety
Article 11 – Hourly Pay Scale and Transparency
Article 12 – Intellectual Property and Scholarly Misconduct
Article 14 – Job Posting
Article 15 – Job Titles and Classifications
Article 16 – Layoff
Article 18 – Management Rights
Article 19 – No Strikes, No Lockouts
Article 21 – Parking and Transit
Article 22 – Personnel Files
Article 23 – Severability
Article 24 – Subcontracting
Article 25 – Summer Non-registered Graduate Research Student Assistants
Article 26 – Training
Article 27 – Travel
Article 28 – Union-Management Committee
Article 29 – Union Rights
Article 30 – Union Security
Article 31 – Voluntary Community Action Program (VCAP)
Article 36 – Workspace and Materials
LOU A – Workers Compensation
LOU B – U-PASS Coalition Bargaining
MOU – Immigration Status and Work Authorization
MOU – Lump Sum Payment
Next Steps
The Union has not indicated whether it would be voting on the Employer’s proposal. The Employer has offered the Union a new bargaining session date.