UW Libraries & SEIU 925 Negotiations Recap for June 21, 2022
Background
This recap details the eighteenth 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
Hiring – In response to the Employer’s last proposal, the Union reasserted language that the Employer would not be able to skim bargaining unit work. The Union proposed language that would include recruitment practices as appropriate subjects for joint management meetings and that transparent hiring plans would be created and include accessible and documented policies and procedures. The Union also reasserted that it would be required to include anti-racist trainings for search committee members. The Union proposed that language should be included for the minimum and maximum salaries as it is a law starting January 2023.
Telework – In response to the Employer’s last proposal, the Union reasserted their telework proposal with some updates. Generally, the proposal includes language taken from the current UW human resources policy. The Union proposed language for telework requests to be granted at the discretion of the department. The Union proposed that in-person attendance could be required even with a regular telework arrangements and work schedules and the reason would be provided by the Employer in writing.
Employer Counter Proposals
Affirmative Action – In response to the Union, the Employer’s proposal reasserts previous language, with one update for consistency and to insure the proposal uses underutilized throughout.
Corrective Action Dismissal – In response to the Union, the Employer proposed language updating language regarding coaching, including that supervisors would be encouraged to resolve issues through coaching and that it may include follow up in writing and an action plan. The Employer reasserted that they are rejecting the Union’s proposal for Adjudication.
Miscellaneous Leave – In response to the Union, the Employer proposed clarifying language that unpaid time off would be considered for formal collective bargaining unless it was otherwise agreed upon or otherwise provided in the agreement. The Employer proposed language that the cancellation of unpaid time off would be based off of an individual’s circumstances and the operational needs when determining a return-to-work date.
Personnel Files – In response to the Union, the Employer proposed language that would include information about accessing official personnel files on a link for files maintained by Campus HR Operations. The Employer accepted the Union’s language that information in employee’s official personnel files except those which are non-disclosable due to state or federal law would be given to an employee prior to it becoming part of the file.
Probation – In response to the Union, the Employer proposed that supervisors would provide feedback during an employee’s probationary period, and probationary employees would not be eligible for layoff or rehire rights.
Next Steps
The next UW Libraries and SEIU 925 bargaining session is scheduled for July 6 and will be held virtually.