University of Washington Human Resources

UW Libraries & SEIU 925 Negotiations Recap for April 20, 2022

Background

This recap details the fourteenth 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.

Tentative Agreements:

• Article – Holidays
  • The parties agreed to language based off SEIU 925 and includes 11 days of paid holidays and proration for part-time employees. The area in which it is different is that an employee may designate other days to be observed as needed and would receive holiday credit if their regular scheduled work day is a holiday and they work that day. Employees would receive a personal holiday to be used in the calendar year.

Union Initial Proposals

Parental Leave – The Union’s initial proposal is based off SEIU 925 and IHME and includes language for leave up to four months after the birth of a child, with the possibility of an extension up to six months. The Union proposed that any leave beyond the FMLA would only be denied be due to operational necessity and would be provided the reasons in writing from the Employer.  The Union proposed parental leave as continuous or intermittent and included the ability to use any combination of accrued vacation time off, sick time off up to 720 hours, personal holiday, holiday credit, compensatory time, or discretionary time off.

Equity, Diversity, and Inclusion (EDI) and Anti-Racism – The Union’s initial proposal includes language regarding EDI and Anti-Racism values, workshops and trainings, EDI work groups, and reports. The proposal included that the Employer would continue developing, funding and administering EDI initiatives. The Union also proposed that the Employer would provide an annual electronic copy of the diversity hiring toolkit in addition to providing a content module on anti-racism, implicit bias, and diversity in the hiring process for managers and supervisors and that the Employer would consider inclusion of staff who self-identify from any marginalized communities on hiring committees or interview panels The Union proposed that any employee time spent on EDI activities would be considered work time. The proposed language included at least three bargaining unit employees in UW Libraries EDI plan task force, at least one bargaining unit employee in the UW Law Diversity, Equity and Inclusion Committee (DAC-DEI), and at least one bargaining unit member appointed to the University of Washington Diversity Council. The Union proposed that the Employer would provide an annual report of staff trainings and courses and the published report on goals, action items and allocation of funds from the School of Law Strategic Plan for Diversity, Equity, Inclusion, Multiculturalism, and Antiracism and an annual electronic copy of the Office of Minority Affairs and Diversity (OMA&D) University-wide diversity metrics.

Professional Development – The Union’s initial proposal includes language that the Employer shall provide funding for research, professional development activities including conferences, creative activities, professional meetings seminars, association membership fees, certificates, workshops, trainings, webinars and travel and registration costs. The Union proposed biennial funding allocations for bargaining unit employees ranging from a minimum of $1,100 to $2,200 a year or $2,200 to $4,400 a biennium with prorations accordingly per each year of the biennia or for appointments that start after July 1. The Union proposed that all staff would be eligible for a procurement/travel card. The Union proposed that tuition for UW Information School classes and degrees would be covered for all employees. The Union proposed that career conversations  could happen outside the performance review cycle and would not be tied to the employee’s performance. The Union proposed that employees who receive outside funding for scholarship for professional development would be able to use paid release time and denials would include a written explanation. The Union proposed that the Employer would provide formal mentorship opportunities and that participation is voluntary and mentors and mentees would be allowed one hour of work time per month.  In addition,  the proposal included language that the Employer would create a mentoring and professional development fund for BIPOC library workers. The Union proposed employees on layoff status would be eligible for Professional & Organizational Development programs.

Union Counter Proposals

Transportation, Travel and Commute Reduction – In response to the Employer, the Union proposed to reassert that the employees receive a fully subsidized U-PASS. They also reasserted that telework should be addressed in a standalone article.  The Union proposed provisions of Article X – Overtime would apply to travel and rejected the employer’s proposal of the additional language regarding work time and compensation for overtime eligible employees.

Inclement Weather, Suspended Operations and Building Closures – In response to the Employer, the Union proposed language in the event of suspended operations and any school closures, that the Employer assist in adjustments to the employee’s work schedule to accommodate childcare during regular work hours. The Union reasserted language regarding building closures, which included that if there are building closure that the employee’s primary work location should be the employee’s home and travel between the primary work location and campus would be compensated if onsite work is required.

Employer Counter Proposals

Shared Leave – In response to the Union, the Employer proposed to refer to the shared leave program procedures on the UW Human Resources Operations website but rejected the Union’s request to inform employees annually.

Leave Related to Domestic Violence, Sexual Assault or Stalking – In response to the Union, the Employer accepted the language proposed by the Union that employees would have the option to choose how they would take their leave in regards to paid, unpaid or a combination and that the family member definition would remain that which is stated in the current policy. The Employer would include language for the reasonable safety accommodation which would be determined by the Employer and informed by the employee. The employer rejected the Union’s request to providing annual information as it will be in the contract.

Time Off Due to Family Care Emergencies – In response to the Union, the Employer proposed that an employee unable to report to work onsite or telework for a family care emergency would have the ability to use up to three days of time off. The Employer would like to maintain the language that there would be a three day maximum of each type of time off per calendar year.

Unpaid Holidays for a Reason of Faith or Conscience – In response to the Union, the Employer proposed to add language that the request to use paid time for a reason of faith or conscience may be denied if the request would impose an undue hardship on the Employer, the same standard as the unpaid holiday. The Employer included language that unpaid time off for a reason of faith or conscience would not affect an employee’s seniority date, probationary period or trial service period.

Civil Jury and Bereavement– In response to the Union, the Employer proposed to reassert their initial proposal for bereavement time off of up to three days for the death of a family member, as defined in University policy.

Next Steps

The next UW Libraries and SEIU 925 bargaining session is scheduled for May 4 and will be held virtually.