UW Libraries & SEIU 925 Negotiations Recap for August 16, 2022
Background
This recap details the twenty-second virtual sessions 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 Initial Proposals
Salary Minimums – The Union proposed salary minimums for all UW Libraries, Gallagher Law Library, and UW Press job classifications. Upon ratification, all current employees would receive a base salary increase to at least the minimum for their classification or rank.
Across the Board Increases – The Union proposed retroactive base salary increases of 0.9% for FY 2019-2020, 5.5% for FY 2020-2021 and 10.1% for FY 2021-2022 to be implemented within two pay periods from contract ratification. The Union proposed a cost of living percentage increase beginning July 1, 2023 and on each July 1st thereafter with the larger percentage of the allocated University wide merit pool or a sum that matches any cost of living in the previous twelve months. The Union defined the cost of living percentage as CPI for the Seattle metro area as of January 1 of that year. The proposal also included language regarding market wage adjustments with either party having the opportunity to raise issues regarding competitiveness and propose market adjustments. Finally, the Union proposed a biennial salary survey beginning July 1, 2023 with a copy of results to the Union.
Temporary Pay Increases or Administrative Supplement – The Union proposed a temporary pay increase (TPI) or an administrative supplement (ADS) when additional responsibilities are assigned at a minimum of 10 work days with increments up to six months and renewed up to 18 months. TPIs and ADSs would earn between 5% to 20% over current salary and be retroactive to the first day of working duties. Should a project or role go beyond 18 months, the TPI or ADS would be increased by 2% every six months.
Promotions or Reclassification Increases – The Union proposed that promotions or reclassifications to a higher market range would receive at least a 10% percent salary increase, but no less than the minimum and no more than maximum of the new job classification. The proposal also included language regarding lateral movements, with salary adjustments being allowable but not required, but not lower. The Union proposed that an if an employee voluntary moves or has a reclassification to a lower market range, they should be paid no less than the market range minimum and no higher than the market range maximum. Additionally, the Union proposed a 10% increase for each rank and grade promotion, a 5% increase for the Librarian salaries for renewal of appointment, a 5% base salary increase for a manager or head level and 10% increase for the director level.
In– grade Adjustments – The Union’s proposal included language regarding in-grade salary adjustments for the purpose of retention, market competitiveness, internal equity, job growth, increase functioning, changes in supervisory duties or additional or advanced degrees and/or certification relevant to the position. Additional language in the proposal included the ability to pay over market maximum with HR Compensation approval and increases for entire job classes for recruitment/retention. The Union proposed that employees could receive in grade salary increases from 5% to 7% on the fifth and tenth anniversary of the employees hire date.
Pay for Teaching – The Union proposed pay for teaching could be approved if it is clearly additional duties or cannot be accommodated by release time and could be paid through a lump sum payment or period activity pay.
Other Pay Provisions – Furthermore, the Union proposed language for excess compensation for exceptional circumstances that would qualify an amount of at least 20% over the annual salary for work not part of the employee’s normal position duties. The Union’s proposal included language about placement of new employees and that the employer would take into consideration equity, diversity, and years of experience. Finally, The Union proposed that the Employer would produce an annual report that surfaces salary disparities, inversions or compressions that would adjust salaries for employees. The Union proposed that if a new employee is hired at a rate equivalent or greater to existing employees, that the existing employees should receive a 5% increase above the rate of pay of the new employee.
Classification, Reclassification, and Promotion of Professional Libraries and Press Employees – The Union proposed most language from the IHME contract with the additional language which includes that Professional Libraries and Press Employees class specifications would be considered included in the bargaining unit, in addition to language that they are able to propose a new classification with appropriate justification through the position review processed outlined in the article and eliminated language that the review should not be grievable. The Union proposed that there could be a request that position should be reviewed if it has become a permanent requirement through reclassification or proposition of a new classification. The proposal includes a process for position review appeals in the event the Union does not agree with the employer’s decision about a classification. The proposal included language regarding promotions and transfers, include the definitions of key terms. The Union proposed that bargaining unit applicants who have the skills for a position and are not offered an interview, would be able to seek a review of the assessment. The Union proposed that during the annual promotion and salary increase cycle that employees in grant funded positions would be communicated if funding is available for promotions or not. Additionally, the Union included language regarding a six week trial service period for employees who transfer, move laterally or voluntarily demote and a 6 month trial service period when someone promotes. The Union proposed that all employees would receive notice via email of new positions posted.
Employer Counter Proposals
Health & Safety – In response to the Union, the Employer proposed language that an employee could remove themselves from an unanticipated situation that would create a hostile or unsafe work environment.
Next Steps
The next UW Libraries and SEIU 925 bargaining session is scheduled for August 24 and will be held virtually.