UW Libraries & SEIU 925 Negotiations Recap for June 9, 2022
This recap details the seventeenth 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.
Union Counter Proposals
Family Care Emergencies – In response to the Employer’s last proposal, the Union proposed to maintain that discretionary time off be an option for time off due to family care emergencies. The Union maintained its proposal to strike the existing University policy maximum of three days of each time of allowable time off per calendar year.
Miscellaneous Leave – In response to the Employer’s last proposal, the Union proposed that formal collective bargaining would be paid time off when authorized by the bargaining ground rules for committee members. The Union proposed that if a situation required the Employer to cancel previously approved unpaid time off, the Employer would take into consideration individual employee’s circumstances and severity of an operational need when determining a return-to-work date.
Personnel Files – In response to the Employer’s last proposal, the Union proposed including a link to information on accessing official personnel files in the article. The Union proposed that a copy of any correspondence, adverse material, or letters intended to be included in the employee’s official personnel files would be given to the employee prior to becoming part of the file. The Union proposed that a record would be retained of the official personnel or departmental file of unauthorized parties who have reviewed any items in the files.
Probation – In response to the Employer’s last proposal, the Union proposed that if at any point during a probationary period a supervisor believes that the Employee’s performance may result in their rejection, the Employer would have to provide the employee with a performance improvement plan and timeline for completion of the plan. The Union proposed that probationary employees would be eligible for layoff and rehire rights.
Union Initial Proposal
Denise Hattwig – The Union proposed that employee Denise Hattwig would be moved to the librarian track upon contract ratification, based on the scope of her job responsibilities, performance, professional achievements and service contributions. Rank and status would be determined by the librarian peer recommendation process and library dean approval.
Employer Counter Proposals
Civil Jury Duty Time Off and Bereavement Time Off – In response to the Union, the Employer’s proposal incorporated their language stating that the University would continue to offer the supplemental benefits and include the form of bereavement time off if the Employee is qualified for Washington Paid Family and Medical Leave.
Employee Facilities – In response to the Union, the Employer added language that existing locker rooms and showers would continue to be available for employees. The Employer proposed that the University would continue to provide access to wellness rooms in accordance with applicable law, and to be utilized for a variety of needs such as medical, lactation, spiritual and religious practice. The Employer proposed that temporary work spaces would be made available when an employee is required to report to a UW worksite that is not their typical work location and that temporary work station facilities, access and availability would be appropriate topics for joint union management meetings.
Health and Safety – In response to the Union, the Employer proposed to reference to the relevant Washington Administrative Code related to Personal Protective Equipment (PPE), and included language related to required use and employee training. The Employer proposed that employees with concerns about air quality standards should escalate issues through their supervisor and may discuss concerns with Building Coordinators, Safety Officers, or UW Environmental Health & Safety. The Employer proposed that UW Libraries and Press employees would have the option to contact Libraries HR to request an ergonomic assessment and Gallagher Law Library employees would have the option to request an ergonomic assessment from University of Washington EH&S and adjustments for either assessment may be needed or requested by the employee.
Hiring – In response to the Union, the Employer proposed a minimum of seven calendar days for a job posting to be published (the Union proposed fourteen). The Employer proposed to memorialize current practice for temporary librarian appointments, stating the appointment may be filled by a competitive or non-competitive process as determined by the Employer. The Employer proposed language of strong commitment to recruitment practices to engage underutilized groups. The Employer proposed to memorialize current state which requires implicit bias training for all search committee members prior to search commencements.
New Employees – In response to the Union, the Employer proposed that employees within worksites of a 50-mile radius could attend New Employee Orientation (NEO) with the approval from their supervisor, but those whose work location is Seattle Main Campus are required to attend. The Employer proposed that employees presenting on behalf of the Union during NEO would be released up to one hours for online orientation and two hours for in person orientation depending on the distance traveled. The Employer proposed that the Union would receive a list of all new hires scheduled to attend NEO and that any additional updates up to the morning of orientation would be provided.
Privacy – In response to the Union, the Employer rejected the Union’s proposal to specifically call out a subset of public record law, instead referring to law and policy more broadly. The Employer rejected the Union’s proposal to extend existing union notice provided by Labor Relations to also encompass notice to individual employees who are the subject(s) of requests.
Sick Time Off – In response to the Union, the Employer maintained its proposal that the family member definition should remain as it currently exists in University policy. The Employer incorporated the Union’s proposal to align the family member definition in the sick article with the definition in the bereavement article.
Transportation, Travel, and Commute Reduction – In response to the Union, the Employer proposed that bargaining unit Employee’s would receive a fully-subsidized U-PASS subject to UW Transportation Service requirements. The Employer proposed that all provisions in the Overtime article would apply to travel. The Employer maintained its proposal to refer to the University’s existing telework policy.
Tuition Exemption Program – In response to the Union, the Employer would notify the Employee of operational needs that would prevent the allowed flextime for the release time for the tuition exemption. The Employer added language that would allow the notification in writing upon request.
The next UW Libraries and SEIU 925 bargaining session is scheduled for June 21 and will be held virtually.