UW Libraries & SEIU 925 Negotiations Recap for February 16, 2022
Background
This recap details the tenth virtual session for the initial collective bargaining agreement between the UW Libraries and SEIU 925. Recaps are published online on the UW Labor Relations website. The parties agreed to ground rules for these negotiations.
Employer Initial Proposals
Employee Facilities – The Employer’s initial proposal is based off of the SEIU 925 IHME CBA with some edits. The proposal includes providing adequate employee facilities including lunchrooms, washroom and toilet facilities. The Employer’s proposal includes continuing to provide access to wellness rooms that could be utilized for lactation and religious or spiritual practice and would be an appropriate topic for labor management meetings.
Overtime – The Employer’s initial proposal is based off of the SEIU 925 CBA with some edits. The proposal includes a definition of overtime exempt employees, including that full time schedules are typically 40 hours with the expectation that employees would complete job responsibilities, part time schedules are less than full time and no employee would be required to work more than five days in a seven day period. The proposal language regarding overtime eligible employees including that overtime eligible employees work in excess of 40 hours in a standard week, not including paid time off, will be eligible for overtime at one and one-half time of the employee’s hourly rate in monetary compensation unless otherwise requested for compensatory time. Compensatory time must be used or paid by June 30 of each fiscal year.
Hours of Work – The Employer’s initial proposal is based off of the SEIU 925 IHME CBA with minor edits. The Employer’s proposal includes definitions of full-time employee, part-time employee, work week, overtime-eligible position, overtime-exempt positions, and work schedules. The proposal includes language regarding the determination of OT eligible and OT exempt positions. Finally, the proposal includes language about types of work schedules which include regular work schedules, alternative work schedules, emergency schedule changes and employee-requested schedule and FTE changes.
Health and Safety – The Employer’s initial proposals is based off of the SEIU 925 CBA which includes the health and safety policy, definition of safety, language regarding reporting of safety concerns, health examinations, safety committees, ergonomic accommodations, workplace reviews, DOSH inspections, wellness, tools and equipment, Joint Union/Management Committee, training and safety and health grievances.
Unpaid Holidays For a Reason of Faith or Conscience – The Employer’s initial proposal is based off of the SEIU 925 IHME CBA with housekeeping edits to make it applicable to this new group. The proposal would include unpaid time off up to two days per calendar year for a reason of faith or conscience
Work Related Injury – The Employer’s initial proposal is based off of the SEIU 925 CBA with housekeeping edits to make it applicable to this new group. The proposal confirms that employees who sustain a work-related illness or injury shall be granted a disability leave of absence in accordance with federal and state law. The proposal also includes language regarding university policies on family and medical leave, and sick time off for disability accommodations applying to employees with work related injuries or illnesses.
Miscellaneous Leaves – The Employer’s initial proposal is based off of the SEIU 925 CBA with housekeeping edits to make it applicable to this new group. The proposal includes unpaid time off procedures and reasons for approval as well as which unpaid time off is covered elsewhere in the CBA. The proposal includes the processes for the request, the criteria, possibility of cancellation, benefits during unpaid time off, employees returning to work, educational time off, government time off, volunteer or community service time off, organ donors, formal collective bargaining leave and leave for certain emergency services personnel.
Leave Due to Child Care Emergencies – The Employer’s initial proposal is based off of the SEIU 925 CBA with housekeeping edits to make it applicable to this new group. The proposal includes types of family care emergencies which would typically include childcare or eldercare emergencies. The proposal also includes the types of leave which is available to the employee needing to take time off, which includes vacation time, sick time, compensatory time, holiday credit or unpaid time off up to a maximum of three days of each type of leave per calendar year. Further, the proposal includes sick time off as another time off type that can be used when an employees child’s school of place of care has been closed for health related reasons.
Civil Jury Duty Leave and Bereavement Leave – The Employer’s initial proposal is based off of the SEIU 925 CBA with some edits. The proposal includes civil duty time off and bereavement time off of up to three continuous or non-continuous days in addition to the option of sick, vacation, holiday credit, compensatory time, personal holiday or leave without pay upon the Employer’s approval. The sick time off could be requested to be used for bereavement for a family member or friend if bereavement time off is not available.
Shared Leave – The Employer’s initial proposal is based off of the SEIU 925 CBA with some edits. The proposal includes language of shared leave program which is administered with state law and university policy. The proposal includes a list of the WA state shared leave pool programs in addition to added language regarding the University of Washington organ donor shared leave program separate from state shared leave program and open eligible University employees.
Leave Related to Domestic Violence Sexual Assault or Stalking – The Employer’s initial proposal is based off of the SEIU 925 CBA and includes that the University will grant time off in accordance with state law and university policy for reasonable safety accommodations to an employee who is victim to domestic violence, sexual assault, or stalking.
Vacation Leave – The Employer’s initial proposal incorporates vacation time off from the SEIU 925 CBA and the existing Librarian vacation time off policies. The Employer’s proposal includes up to 26 days per year for Librarians regardless of the years of service and an accrual schedule based on length of service for non-Libraries (staff).The proposal includes prorated time off for part time non-librarians and part time librarians. The proposal includes language addressing the effect of unpaid time off on vacation time off accrual. The proposal includes scheduling in accordance with departmental procedures or an outlined default procedure. The proposal includes an encouragement to keep vacation balances below 240 hours for non-librarians and includes an accrual limit of 288 hours for Librarians. Finally, the proposal includes language addressing vacation time off cash payments for non-librarians and for Librarians with at least six months of completed continuous service who leave the University.
Holidays – The Employer’s initial proposal is based off of the SEIU 925 CBA with language that includes 11 holidays with pay, which are prorated for part-time employees. The proposal also outlines how holiday credit should be used or cashed out by June 30 of each year. Additionally, the proposal includes an 8 hour personal holiday year calendar year for full time employees, pro-rated for part time employees to be used by December 31 of each calendar year.
Inclement Weather and Suspended Operations – The Employer’s initial proposal is based off of the SEIU 925 CBA with language that addresses unanticipated natural disasters or severe weather situations. The Employer’s proposal includes suspended operation options such as telework and utilizing unpaid time off, in addition to some parking options that would be available.
Sick Time Off – The Employer’s initial proposal is based off of the SEIU 925 CBA with housekeeping edits to make it applicable to this new group. The proposal includes language addressing accrual, usage and cash out.
Military Leave – The Employer’s initial proposal is based off of the SEIU 925 CBA which includes language for military leave in accordance with the Administrative Policy Statement 45.4 and includes providing employees called to active duty 21 work days paid military leave annually from October 1 through September 30. The paid military leave is in addition to compensatory time, holiday credit, vacation or sick time off and no reduction of benefits. Employees would receive full pay for any physical examination for military service. The employees called to active duty should be granted military leave of absence from work for up to five years and would have the right to return to employment in accordance with applicable state and federal laws.
Union Initial Proposals
Appointments – The Union’s initial proposal included types of regular, temporary, and interim appointments in addition to movement between positions, which specific provisions for each professional staff, Law Librarians, and UW Libraries Librarians. The proposal also includes language about temporary and interim appointments. This includes language regarding a temporary assignment to a higher level position that can be given to a regular employee for up to one year but would need to be made in increments of no more than six months. Finally, the proposal includes language regarding how employees transfer, move laterally or demote will serve a trial period which either the Employer or the employee may end the appointment by providing notice.
Duties and Assignments – The Union’s initial proposal includes language regarding ongoing core job duties and responsibilities and assignment of additional duties. The proposal includes the employer providing at least a five percent over current salary as a temporary pay increase if there is a minimum of at least ten work days with the additional responsibility. Finally, the proposal includes paid release time for internal job interviews which would need to be approved in advance by the supervisor.
Hiring – In response to the Employer, the Union maintains the article on hiring and filling positions with equity, diversity and inclusion including anti-racism in recruitment.
Union Counter Proposals
Workplace Behavior – In response to the Employer, the Union re-proposed that parties should agree to appropriate behavior which can be racialized and gendered and that equity and diversity should inform conversations, decisions and outcomes. The proposal also includes that unacceptable behavior would include intimidation, offensive, hostile conduct, discrimination, sexual harassment and bullying in addition to a definition of bullying.
Corrective Action Dismissal – In response to the Employer, the Union proposed some additional language to maintain their initial proposal which includes an Adjudication article that would determine situations with promotions, dismissals and demotions. The proposal also includes a revised definition of coaching to also include a written action plan between the employee and immediate supervisor in addition to an action plan for formal and final counseling. The proposals also maintains that the Employer should use the Adjudication article for dismissals and demotions.
Affirmative Action – In response to the Employer, the Union proposed to update language to reflect programs that the Employer would report data regarding employment processes including recruiting, employment, retaining, training and promoting underrepresented groups in addition to affirmative action reports with goals and timetables. The proposal also includes language that a bargaining unit member shall be part of any committees or groups making policies on affirmative action.
Next Steps
The next UW Libraries and SEIU 925 bargaining session is scheduled for March 16 and will be held virtually.