AFT – UW Negotiations Recap for Monday, June 6, 2022
This recap details the June 6, 2022 sixth virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and AFT. Recaps are published online on the UW Labor Relations website.
The parties tentatively agreed on new language for the following provisions:
Article 13 – Personnel Files
New language adds leave-without-pay requests, updated appointment letters, and verifications of employment to the types of documents included in the Head File. Language describing the records retention process for the Annual File was changed to indicate that, after a period of 3 years, Annual File documents are to be dispositioned by the Employer rather than given to the employee, but that prior to doing so, the Employer will notify the employee of the documents’ upcoming expiration, and the employee will have an opportunity to request a copy the expiring documentation. Language was also added to indicate that, during the 3-year retention period, employees may request the removal or correction of documents or submit a written rebuttal to any documentation that they find objectionable within the Annual File.
Article 18 – Professional Development
Language regarding additional approvals for professional development requests over $1000 was removed. Language requiring the cancellation of class days to accommodate professional in-service programs in Autumn and Spring was updated with the phrase “as needed.” Gender-neutral language was incorporated.
Article 19 – Performance Appraisal
Language was added to lengthen the time between Teaching Observations for Extension Lecturers with over 10 years of experience in IELP. New language also specifies that Teaching Observations are to occur in classroom-based in-person and synchronous online courses only. Language requiring the Senior Director to meet with an Extension Lecturer regarding Performance Appraisals was changed to language instructing the Senior Director to offer a meeting to the Extension Lecturer. Master Teacher was updated to “Teacher training support for MATESOL students” as a potential contribution to the department in the “Exceeds Expectations” category of performance outcomes.
Proposals and Counter-Proposals
The Union and Employer exchanged proposals to change the language of Article 9 – Work Assignment Roster, Article 10 – Separation, and Article 16 – Job Descriptions and Workload as package proposals as follows:
- Article 9 – Work Assignment Roster
The Union reasserted their proposal to allow 9-month academic year appointments of less than 100% FTE and specified that they could be 33% or greater. They maintained their proposal that employees who leave UW employment, then return to Extension Lecturer positions after 5 years or less would stay on the Work Assignment Roster and not repeat a probationary period. In response, the Employer proposed that 9-month academic year appointments be 50% FTE or greater. They proposed the addition of language specifying that annual contract awards would be based on logistics and anticipated course offerings and changed the requirement that 75% of the pool be awarded annual contracts if eligible to state that efforts would be made to award annual contracts to 75% of the pool. The Employer proposed that, prior to June 16, 2025, employees who leave UW employment, then return to Extension Lecturer positions after 5 years or less would stay on the Work Assignment Roster and not repeat a probationary period, but that after that date, the time period would return to 3 years. The Employer also proposed keeping language from the MOU regarding Work Assignment Roster in the MOU rather than moving it to Article 9.
- Article 10 – Separation
The Union agreed to the Employer’s proposed definition of “layoff,” and the removal of language regarding Designated Subs. The Union maintained their position that layoffs not be limited to Annual Contract holders and proposed new language specifying that, if layoffs are expected that would result in a reduction of the bargaining unit by 15% or more, the Employer must meet with the Union at least 60 days prior to the start of the upcoming academic quarter. The Employer maintained their proposal that layoffs only apply to Annual Contract holders and counter-proposed a that the Employer meet with the Union no less than 45 days prior to the start of the upcoming quarter if layoffs are expected that would result in a reduction of the bargaining unit by 25% or more.
- Article 16 – Job Descriptions and Workload
- Job responsibilities
The Union counter-proposed that completion of Title IX training paid as a non-curricular project for Extension Lecturers who are in positions of less than 100% FTE. The Employer maintained their proposal that Title IX training be considered a core job responsibility for all Extension Lecturers and should not be paid separately.
The Union proposed a language setting up a Joint Labor Management meeting for the discussion of calendar options, and the Employer agreed to the inclusion of this language.
- Voluntary change in workload
The Union maintained their proposal to clarify that the only Extension Lecturers that need to request pre-approval from the Senior Director to work less than 100% FTE are Extension Lecturers with a 100% annual contract. In response, the Employer proposed modifying the language to state that annual contract holders would need pre-approval to work less than their assigned FTE or to work for other departments.
- Job responsibilities
The Union and Employer also proposed language changes to individual articles as follows:
Article 5 – Non-Discrimination
The Union and Employer proposed different changes to the language to best clarify which complaints may be submitted or filed with UCIRO under Executive Order 31.
Article 15 – Leaves of Absence
The Union proposed an addition to the language to clarify that sick leave is not required to be used in order to maintain benefits during PFML leave that also qualifies for FMLA.
Article 21 – Compensation
The Employer presented their an initial proposal updating pay rates with the following changes:
- Substitute Teaching: an increase from $70/hour to $73/hour
- Test Proctoring: an increase from $35/hour to $36.50/hour
- Test Rating: a general increase from $70/hour to $73/hour with specific increases to each type of test
- BEIC interviews to be removed from the list of paid work
- Lectures in IELP courses:
- A lecture prepared in advance: an increase from $140/hour to $146/hour
- A videotaped exam lecture: an increase from $140/hour to $146/hour
- A non-prepared Q&A session: an increase from $70/hour to $73/hour
- Non-curricular projects: an increase from $35/hour to $42.50/hour
- An added category of pay for ENGL 105 rater training/calibration at $73/training cycle that is successfully completed and passed
- Lead Teacher pay: an increase from $1300/quarter to $1350/quarter
- Minimum monthly salary: for 0-10 years of experience, an increase from $3960/month to $4079/month; for 10-15 years of experience, an increase from $4070/month to $4192/month; and 15 years of experience or more, an increase from $$4290/month to $4419/month.
The Employer also proposed that, if the contract is ratified on or before August 1, 2022, Extension Lecturers will be eligible for merit increase if they have letters of appointment, have completed their Probationary Period, have worked at 33% FTE or more for 3 of the 4 quarters during the annual review cycle in approved UW English language-related programs, have submitted a PAS report, and who have conducted Instructor and Course Evaluations as required. If the contract is ratified after August 1, 2022, these requirements would apply to an Extension Lecturer’s eligibility for merit increases in 2023, and the following stipulations would be needed to be eligible for merit increases for 2022: Instructors who have letters of appointment, have completed their Probationary Period, have worked at 50% FTE or more for 3 of the 4 quarters during the annual review cycle in approved UW English language-related programs, have minimum performance-based standards, have submitted a PAS report, and who have conducted Instructor and Course Evaluations as required. The employer added language that, based on these criteria, retired Extension Lecturers would become eligible for merit increases in 2022 if the contract is ratified on or before August 1, 2022 or in 2023 if the contract is ratified after August 1, 2022.
The next AFT and UW bargaining session is scheduled for Wednesday, June 22, 2022 and will be held virtually.