UW Libraries & SEIU 925 Negotiations Recap for October 20, 2022
This recap details the twenty-seventh virtual session for the initial collective bargaining agreement between the UW Libraries and SEIU 925. This is the first session with a PERC mediator. Recaps are published online on the UW Labor Relations website. The parties agreed to ground rules for these negotiations.
- Article – Management Rights and Responsibilities
- The parties agreed to similar language found in the main SEIU 925 contract outlining the rights retained by management, such as determining the size of the agency’s work force and directing, controlling, changing and supervising operations as needed in order to carry out operations. The Employer will be able to take whatever action necessary during an emergency situation.
- Article – Tuition Exemption Program
- The parties agreed to similar language found in the main SEIU 925 contract regarding the University’s tuition exemption program and includes the possibility of flextime during regular work hours to attend a class. If a tuition exempt class is required by the Employer, then all fees and cost will be paid by the Employer.
Union Counter Proposals
Duties and Assignments – In response to the Employer, the Union proposed to include a section of job duties for Libraries and Press Employees which includes professional development, committee appointments, reclassification, and performance evaluation, research and service which would be incorporated into their regular work. The Union proposed that supervisors would work with employees to determine how to incorporate these activities into their regular work. The Union proposed that the workload would include a reference to Article X Overtime for offsetting time as a support that supervisors would provide in addition to setting priorities an adjusting workload.
No Strike/No Lockout – In response to the Employer’s proposal for no strike no lockout language, the Union rejected the proposal.
MOU Law Teaching Positions – In response to the Employer’s proposal on teaching positions in the law library, the Union rejected the proposal.
Employer Initial Proposals
Compensation, Wages and Other Pay Provisions – In response to the Union, the Employer proposed new job profiles for Libraries SEIU 925 to be created within 120 days of ratification and would include bringing any employees below the minimum up to the minimum in salary increase. The Employer proposed a $300 monthly supplement for limited duration rotational Librarian roles that include performing additional duties. The Employer proposed across the board increases if ratified on or before December 31, 2022 of 2% to be effective March 1, 2023, an increase of 2% effective on January 1, 2024 and 2% effective on January 1,2025.The Employer proposed continuation of Temporary Salary Supplements (TPS), temporary pay increases (TPI) and administrative supplements (ADS) when an employee is assigned additional responsibilities with pay effective on the first day of additional duties. The Employer proposed that the duration of the additional responsibilities would be in increments of 6 months and renewable up to 12 months with extensions able to be requested in increments of additional 12 months. At the end of the appointment period, the TPI, TPS or ADS and corresponding duties will end. The Employer proposed that if additional duties associated with the temporary appointment are determined to be permanent, then at that time, the Employer would evaluate if a salary increase is appropriate. The Employer proposed a 5% salary increase upon promotion or reclassification for Professional Libraries and Press Employees. For lateral movements the Employer proposed that the employee’s salary should not be lower than the minimum of the job that they move to. The Employer proposed for head positions, librarians would receive a salary increase by at least 5% and at least 10% for director level positions. The Employer proposed that a Librarian moving between positions would not require or preclude a salary adjustment with the caveat of a minimum increase for head and director level positions and in no case would the salary be lower than the minimum of the job that they move into. The employer proposed language regarding pay increases for in-grade salary adjustments, pay over market max and for increases for recruitment and retention that impact the entire job profile. The Employer proposed pay for teaching is at the discretion of the Employer. Teaching for credit courses may be approved when the teaching is an additional role of the regular bargaining unit duties and would required Academic Human Resources approval in advance and would not be subject to the grievance process. The Employer proposed that this would not apply to Law Librarians as they would be subject to the MOU for Gallagaher Law Libraries Teaching. The Employer proposed excess compensation for exceptional circumstances may not exceed 25% of the employee’s regular annual salary.
Appendix I – Librarian Job Classifications – The Employer proposed an appendix outlining the librarian job groups (ranks) and annual pay minimums for each rank as follows: Assistant Librarians ($54,000), Senior Assistant Librarians ($56,700), Associate Librarians ($59,544) and Librarians ($62,400).
Appendix II – Professional Libraries and Press Employees Job Classifications – The Employer proposed an appendix which details the proposed new job profiles and current pay ranges for the professional libraires and press employees.
Employer Counter Proposals
Appointments– In response to the Union, the Employer proposed language for Temporary and Interim appointments to receive written notice of their maximum length of appointment and eligibility for benefits. Temporary and interim librarian and project appointments are subject to all terms of agreement. The Employer agreed to include language to address both librarian and professional libraries and press employee interim and temporary assignments of higher duties or responsibilities for up to a year. The employer proposed that extensions beyond 12 months may be requested for business needs and in no more than 12 month increments.
Layoff, Seniority, Rehire – In response to the Union, the Employer proposed language that when possible, temporary librarian appointments will end prior to considering impacting regular librarian positions. When a librarian layoff utilizes the criteria mentioned and there are two employees that meet the criteria, then the layoff seniority would be used as a tie breaker. The Employer proposed to align with the Union’s proposal on the calendar days for seniority categories to be 1-1824, 1825 to 5474 and 5475 and over. The Employer reasserted the remainder of its proposal on layoffs.
The next UW Libraries and SEIU 925 bargaining session is scheduled for November 10 and will be held virtually.