University of Washington Human Resources

UAW RSE – UW Negotiations Recap for November 28

Background

This recap details the fifth and sixth virtual session between the University of Washington (UW) and United Auto Workers (UAW) Local 4121 for the first collective bargaining agreement (CBA) for Research Scientist Engineers (RSEs). Recaps are published online on the UW Labor Relations website.

Union Initial Proposals (Economic)

Increase to minimums – The union proposed increasing salary/wage minimums initially by a range of 39% to 65%, varied by job profiles RSE A through ASE 4:

The Union proposed that in subsequent years of the contract, each January 1st, the salary/wage minimums in the Table will be adjusted by the percentage change of the salary/wage threshold for overtime exempt workers in Washington state. Those thresholds are based on a prescribed multiplier of Washington state minimum wage as determined by Washington State Department of Labor & Industries (L&I). Each September, L&I uses the Consumer Price Index for Urban Wage Earners and Clerical Workers (referred to as CPI-W) from the U.S. Bureau of Labor Statistics to determine the minimum wage for the following year.

Across-the-boards – The Union proposed all bargaining unit employees would receive a 6% wage increase retroactive to December 20, 2021.

The Union proposed that effective January 1, 2023 each employee would receive whichever is larger: a 24% salary/wage increase or an increase in pay to the new salary/wage minimum for their position.

The Union proposed that in subsequent years of the contract, each January 1st, all employees would receive a salary/wage increase equivalent to the percentage change of the salary/wage threshold for overtime exempt workers in Washington state.

Performance raise – The Union also proposed that following the completion of a performance review, any employee who meets or exceeds expectations would receive an in-grade raise of a minimum of 7%.

Excess compensation for exceptional circumstances – The Union proposed that employees in overtime exempt positions may qualify for excess or additional compensation not to exceed 25% of the employee’s regular annual salary/wage.

Temporary pay increase (TPI) – The Union proposed that an employee who for five days is temporarily assigned additional duties at the same level or who is assigned additional higher-level responsibilities would receive a TPI of at least 7% over their current salary/wage for same level duties and 14% for higher-level responsibilities.

Administrative supplement – The Union proposed an administrative supplement, which would be a lump sum amount added monthly to an employee’s gross salary/wage to recognize the assumption of additional duties or higher-level administrative responsibilities. Employees who complete work for their department, center, or group to advance the university’s goals related to diversity, equity, and inclusion would be eligible for said supplement.

Retention payments – The union proposed retention payments to retain key employees in their current position in order to meet critical and priority business needs, which would be a lump sum payment outside of an employee’s base pay. Retention payments would not exceed 10% of the employee’s full-time annualized salary/wage unless an exception is approved by the Vice President for Human Resources, and employees would be eligible once every two years.

Recruitment incentive payments – The Union also proposed that recruitment incentive payments up to a maximum of $10,000 could be provided unless an exception is approved by the Vice President for Human Resources.

Period activity pay – The Union also proposed that overtime exempt employees who take on additional duties, such as teaching for a quarter or performing fieldwork, could receive additional pay for those duties equal to a total amount per quarter and paid out through Workday in equal installments for the duration of the assignment or through a one-time lump sum payment.

Wage setting – The Union proposed that upon promotion or reclassification to a new position with a higher minimum salary/wage, the affected employee would receive at least a 14% salary/wage increase. Lateral movement to a different position in the same job title by transfer, rehire or through a recruitment process would not require or preclude a salary/wage adjustment. In no case would the employee’s salary/wage be lower. In the event of a movement to a lower title, no employee will receive a lower salary/wage than they had previously held in that title.

Bridge Funding

The Union proposed an article describing circumstances in which RSEs would receive bridge funding, which is defined in the article as funding provided by the Employer to span a temporary funding gap. Circumstances include: if an RSE has been supported primarily by grants on which they are a Principal Investigator (PI) or a co-investigator on another PI’s grant; the RSE will not have more than $30,000 funding from any source for carrying out research, or they will not have funding for more than 50% of their salary, within six months of the application due date; alternative sources of appropriate funding are unavailable; and they continue to make efforts to reestablish funding. The article also lists expenses bridge funding would cover, including supplies, equipment, lab personnel, travel, other research expenses, and salary.

The Union also proposed that the Faculty Council on Research would designate one permanent position on the committee to an RSE. Their appointment and term would be coordinated by the Union.

Childcare

The Union proposed that upon ratification, the Employer would create a fund to assist in childcare expenses, making available two million dollars ($2,000,000) per year to a Research Scientist childcare fund. Under this proposal, the Union would be responsible for determining eligibility criteria for appropriate distribution of these funds.

Housing

The Union proposed that the Employer would make available affordable UW Housing for all employees, including family housing to accommodate married couples, domestic partners and families. The Union also proposed that rent would not exceed 30% of an individual’s salary. Under this proposal, the Employer would provide notice to the Union when it has determined how many affordable housing units will be made available for use by bargaining unit employees, and the Union could request to bargain rental rates, location of housing units, process and criteria for the assignment of available units.

The Union also proposed that for any year in which there are not available units in UW Housing for all bargaining unit employees, the Employer would provide an annual subsidy amounting to the difference between the average two bedroom annual rental rate in Seattle and 30% of the average of the salaries.

Transportation and Commute Reduction

UPASS – The Union proposed that bargaining unit employees would not be charged a fee for the UPASS.

University Transportation Committee (UTC) – The Union proposed that the UTC would designate one permanent position on the committee to a Union selected RSE A – 4.

Parking – The Union also proposed that the UW would inform the Union as soon as possible after the UW learns of any modifications to parking policies that might affect bargaining employees, and that the Union would have the option to bargain impacts of said modifications. The Union also proposed that bargaining unit employees would have access to the same parking related services and programs that are available to, and on the same basis as, full-time staff (regardless of FTE). The Union also proposed that the Union could raise issues and concerns about the University’s parking program at Joint Union-Management Committee meetings.

Bikes – The Union proposed that the Employer would reimburse employees for the purchase, repair, improvement, and storage of bicycles up to a maximum reimbursement of $360 each calendar year and that employees would have access to shower facilities in their designated work locations.

Travel

The Union proposed that any employee required to travel to a place of work other than their regular official duty station would be reimbursed for travel costs if eligible, in accordance with University of Washington Administrative Policy Statements, Section 70. The Union proposed that reimbursements would be processed within 30 days of submission of reimbursement forms and required receipts. The Union also proposed that provisions in their “Hours of Work” article would apply to travel time. The Union also proposed that bargaining unit employees would eligible to receive an Individual Travel Card.

Union Initial Proposals (Time Off)

Holidays

The Union’s initial proposal is based off the UAW Postdocs CBA (Article 10). The proposal includes the list of UW holidays, holiday pay rules for full-time and part-time employees, and sections explaining holiday credit scheduling and holiday credit cash out. The proposal also includes rules regarding requirements for receiving and scheduling a personal holiday.

Time Off and Leave

Family Member – The Union proposed to define family member, for the purpose of their article titled “Time Off and Leave,” as the employee’s child or parent (including biological, adopted, foster, or legal guardian, or de facto parent), spouse or registered domestic partner; grandparent; grandchild; or sibling. Family member would include individuals in the following relationships with the employee’s spouse or registered domestic partner: child, parent, or grandparent. Child would also includes any child residing in the employee’s home through foster care, legal guardianship or custody. Family members would include those persons in a “step” relationship.

Bereavement – The Union proposed that in the event of the death of an Employee’s family member, including the miscarriage or stillbirth, an Employee would be granted up to five days of time off with pay.

Vacation – The Union proposed a subsection in the “Time Off and Leave” article that describes vacation time off. The proposal states that new employees would receive their first 60 hours (pro-rated for part time) of vacation time at the beginning of the month following the start of employment. After that, the vacation accrual rate proposed by the Union was based on the vacation accrual rate in the SEIU 925 IHME CBA  (Article 19). The subsection additionally explains part-time accrual rates, the effect of unpaid time off on vacation accrual, vacation scheduling, vacation time off cash-out, and the effects on time off balances when an employee transfers between departments or converts to another position type; language for these terms based on the SEIU 925 IHME CBA  (Article 19) as well as current terms for professional (non-classified) staff. The Union also proposed that there would be no cap on vacation time and that employees would not need extension approvals from HR in order to exceed a balance of 240 hours.

Sick Time Off – The Union proposed a subsection in the “Time Off and Leave” article that describes sick time off. As stated in the proposal for vacation time off, the Union proposed that new employees would receive their first 48 hours of sick time off at the beginning of the month following the start of employment. After that, sick time off would accrue as it does for employees covered by the SEIU 925 IHME CBA (Article 20). The subsection describes use of vacation and compensatory time for sick time off, restoration of vacation leave in the event the employee is ill/injured during vacation, sick leave verification, and sick leave cash out and family care leave; language for these terms is all based on the SEIU 925 IHME CBA (Article 20).

Washington Family Medical Leave Program (PFML) – The Union’s proposal regarding PFML is based on the UAW Postdocs CBA (Article 24.8).  without changes and describes terms of the PFML program, including references to Washington State law.

Federal Family and Medical Leave Act (FMLA) and Parental Leave – The Union’s proposal regarding FMLA is based on the SEIU 925 IHME CBA (Article 22 and Article 23) without changes and describes terms of FMLA, including eligibility, amount of family medical leave, health benefits during such leave, and how such leave may be scheduled. The article also describes parental leave, including length of parental leave and time off that is applicable to parental leave.

Other Leaves – The Union proposed subsections for other types of leave using language based on other CBAs. The subsection for unpaid holidays for a reason of faith or conscience is based on the UAW Postdocs CBA (Article 24.7) as well as the SEIU 925 IHME CBA (Article 25). Remaining subsections are based on the SEIU 925 IHME CBA  and include civil/jury duty leave; leave related to domestic violence, sexual assault, or stalking; military leave; and work related injury leave, leave without pay, and shared leave (Articles 24, 26, 27, 28, 29, 31).

Union Initial Proposals (Equity and Diversity)

The Union’s initial proposals for Disability Accommodations, Non-Discrimination and Sexual Harassment, and the EPIC Program were made in joint-session with the Postdoctoral bargaining unit, also represented by UAW. The proposals for each bargaining unit are similar with slight modifications.

Non-Discrimination and Sexual Harassment

Discrimination and Harassment – The Union proposed to define classes protected from discrimination, including person’s race, color, creed, religion, national origin, citizenship, sex, pregnancy, age, marital status, sexual orientation, gender identity or expression, genetic information, disability or veteran status, ethnic origin, political affiliation, medical condition, or membership or non-membership in a union. The article also defines harassment as conduct directed at an individual because of the above listed classes that is unwelcome and sufficiently severe, persistent or pervasive that it could reasonably be expected to create an intimidating, hostile or offensive work or learning environment, or it has the purpose or effect of unreasonably interfering with an individual’s work.

Retaliation – The Union proposed language stating that retaliation is prohibited against any individual who reports concerns regarding discrimination or harassment, who cooperates with or participates in any investigation of allegations of discrimination or harassment, or who is perceived to have engaged in any of these actions.

Sexual harassment – The Union also defined sexual harassment with specific explanations of what said harassment includes, including a hostile work environment, sexual or romantic advances, other sex-based conduct, as well as whether submission to such conduct is implicitly or explicitly made the basis for employment decisions.

Complaints – The proposal states that a discrimination complaint may be filed as a grievance or with the University Complaint Investigation and Resolution Office (UCIRO).

Timeline – The Union proposed that grievances alleging a violation of this article could be submitted within 365 days of an alleged occurrence.

Respectful work environment – The Union proposed a subsection regarding abusive conduct. The subsection defines abusive conduct and contains specific examples of types of abusive conduct.

Affirmative action – The Union proposed that the parties would establish a joint committee to discuss methods of recruiting and retaining, and encouraging career development of employees who belong to underrepresented groups as defined by the Employer’s Affirmative Action Plan. The proposal states that the joint committee would be composed of members of the university administration and employees who have been appointed by the Union.

Lactation – The University proposed language stating that the Employer would provide time and space to express breast milk, with specifications regarding the nature of said space, and that the Employer would also provide employees with access to space to store a pump and insulated food container. The Union also proposed that the Employer would maintain a webpage listing the established lactation stations of which the University is aware, to include access instructions, and what equipment is available at each station. The website address for the lacatation station would be provided during new employee orientation.

Bathroom equity – The Union proposed language from the UAW Academic Student Employees (ASE) CBA  (Article 20.9) without modification, stating that the Employer would provide that all employees have adequate access to all-gender bathrooms. Adequate access may include a reasonable amount of travel time, and the Employer would publicize the location of every all-gender bathroom on campus on a website.

Equity survey – The proposed language from the UAW Academic Student Employees (ASE) CBA  (Article 20.6) regarding the equity survey with modifications. The proposal states that the Employer and Union would jointly administer an equity survey focused on RSEs, but that this survey could be combined with the ASE equity survey. The Union and Employer would jointly agree upon baseline questions for the survey, which would be distributed through a low-cost platform to all employees. Once the surveys have closed, the Union and Employer would hold a joint labor management meeting to discuss results and strategize further steps for promoting equity, inclusion, transparency, and accountability.

Empowering Prevention and Inclusive Communities (EPIC)

The Union’s proposed memorandum of understanding (MOU) is based off the UAW Postdocs CBA (MOU) with modifications. The proposal states that the Employer would make the EPIC training already available to ASEs and Postdocs available to RSEs. Trainings would be held jointly for all three groups, and the Employer will provide .2 FTE assignments for up to four RSE trainers per calendar year.

Disability Accommodations

The Union’s proposed an article describing disability accommodations. The article describes a process for requesting accommodations through the UW Disability Services Office (DSO). The Union proposed that employees engaged in this process would be able to elect to have the Union represent them. The proposed language for said process includes options for reasonable accommodation as well as what considerations the Employer, employee, and Union representative may consider when providing accommodation, such as the essential functions of the job, the employee’s functional limitations; possible accommodations; the reasonableness of possible accommodations; and issues related to the implementation of a reasonable accommodation.

The article states that if an employee cannot be reasonably accommodated, the employee would be provided with a leave of absence. Disability leave could be a combination of the employee’s accrued sick days, paid time off, personal holiday, compensatory time, and/or unpaid time off, the combination of which may be determined by the employee. The employee may also be entitled to Family and Medical Leave and/or Pregnancy Disability Leave. If disability leave is taken as an unpaid absence, the employee would be able to apply eight hours of accrued paid time off per month during at least the first four months of disability leave to provide for continuation of employer paid health benefits.

Union Initial Proposals (Other)

Employee Assistance Program

The Union’s initial proposal is based off the SEIU 925 IHME CBA  (Article 37). The proposal states that the Employer would continue to offer an Employer supported Employee Assistance Program, that employees can request schedule adjustments to allow access to this program, and the program would protect the confidentiality of employees using their services.

Exit Interviews

The Union proposed an article that describes exit interviews, including questions and topics to be covered during exit interviews. Under this proposal, exit interviews would be shared with the Union, and at least annually, the Joint Union Management Committee would discuss exit interview findings. All employees ending employment would be offered exit interviews, and employees could request the presence of a Union representative during such interviews. The proposal states that when an employee gives notice, the Union would be notified within five business days, so that the Union may have an opportunity to reach out to the employee before their departure.

Health and Safety

The Union’s initial proposal is based off the UAW Postdocs CBA (Article 8) and the SEIU 925 IHME CBA (Article 31). The article describes the provision of safety equipment, tools, and materials and trainings for said equipment and other safety procedures. The article states that employees would not be required to work in conditions that pose an imminent danger to health and safety and proposes that the Employer would provide the Union with a position on the University-wide health and safety committee. The article also states that the Employer would periodically inspect the worksite for the identification of recognized hazards, including ergonomic conditions, and put in place appropriate and feasible mitigations for any identified conditions that may be hazardous to health and safety.

Hours of Work

The Union proposed a new article defining full- and part-time employees, overtime exempt employees, and overtime eligible employees. The proposal states that work in excess of 40 hours in one work week constitutes overtime for overtime eligible employees. The proposal also describes telework during suspension of non-essential UW operations or the types of time off that may be used during such occasions.

Inclement Weather and Suspended Operations

The Union’s initial proposal is based off the SEIU 925 IHME CBA  (Article 28) with modifications to address telework. The article states that the Employer would allow employees to telework if they face problems related to natural disasters or severe weather or if operations have been suspended at the UW due to emergency conditions. Employees who cannot telework in such instances use compensatory time, holiday credit, personal holiday, vacation time off, and unpaid time off. The Union additionally proposed language stating that any employee who can successfully accomplish their work away from the worksite would have the option to telework and that requests would not be unreasonably denied.

Information on Funding Sources and Proposals

The Union proposed an article stating that the Employer would continue to provide current, up to date information about the grant(s) and/or funding source(s) impacting an employee. The article includes a list of details that the Employer would provide: grant name, nature of topic, Principal Investigator, total amount, duration, funder, grant application status, expected timelines, team names funded by the grant.

International/Immigrant Scholar Rights and Support

The Union proposed an article describing visas and immigration for bargaining unit members. The article states that the Employer would offer all international employees all eligible visa categories and would include information about visa sponsorship in any job listings of bargaining unit positions. The Union also proposed that the Employer and Union would co-host quarterly workshops with immigration attorneys on visa and immigration options for employees. The proposal states that the Employer would pay or reimburse all fees for visa sponsoring and processing. Additionally, the Union proposed that employees would be eligible to apply for Employer sponsorship of an employment-based permanent residency application and that the Employer would pay all fees associated with such an application.

The article also states that the Employer would provide guidance to employees who are attaining a new visa or modifying their visa status, and that the Employer would make a good faith effort to process visa paperwork in the control of the Employer in a timely manner. The article also describes how grievances would be handled if the grievant is required to leave the country prior to an arbitration hearing due to a change in visa status.

Lastly, the Union proposed that the Employer would provide five days of paid leave per year in order for the employee to attend visa and immigration proceedings and biometrics appointments for the employee and their family.

Performance Evaluations

The Union proposed a new article describing annual performance evaluations. Under this proposal, evaluations would be used to determine an employee’s eligibility for promotion and/or salary adjustments, and a written explanation by the supervisor would be included if promotion or salary increases were not given as a result of the evaluation. Performance evaluations would not be used to initiate personnel actions or corrective action, and supervisors would communicate performance problems as they occur throughout the year. Additional evaluations could be requested by the employee if job duties and/or performance changes call for position/salary adjustments. The proposal includes the process for the evaluation as well as a description of the evaluation form; the Union proposed to include the form itself as an appendix.

The Union additionally proposed that within 60 calendar days of employment to a position, the employee’s supervisor would meet with the employee to discuss how job duties are evaluated. The Employer would also provide at least 60 days’ notice to employees prior to the evaluation when modifications that substantively alter performance expectations are made.

In response to the Employer, the Union incorporated into the body of their proposal for this article the Employer’s side letter stating that information regarding funding would be shared during performance evaluations.

PI Eligibility

The Union proposed a new article stating that employees in the RSE 2 – 4 job titles would be eligible to serve as Senior/Key Personnel, including Principal Investigators (PIs), Co-Investigators, and co-PIs. Under this proposal, a department, school, or unit could determine that other RSE titles receive PI status.

Privacy

The Union’s initial proposal is based off the SEIU 925 IHME CBA  (Article 47), but did not include the section in that article referring to personnel files, as that information is covered by the Union’s proposal on personnel files. The Privacy proposal states that Labor Relations would notify the Union of public records requests for information received by the UW Office of Public Records that directly concern and encompass UAW 4121’s members. Such notification would be provided in order to allow for a ten (10) day protest period.

Professional Development

The Union proposed a new article describing funding for professional development. The proposal states each hiring unit would set aside professional development funds, and supervisors would be able to access professional development funds on behalf of their employees when there is a professional development opportunity needed to support the work the team is doing or to support an employee’s performance improvement. The article includes a list of examples of how professional development funds could be utilized. Employees would not be required to take leave to attend events with professional development funds if such events take place during work days.

Professional leave with pay – The Union proposed terms for professional leave with pay as a subsection of the professional development article. Employees would become eligible for up to nine months professional leave not earlier than their seventh year of service in their UW positions, or not earlier than in the seventh year after return from a previous UW professional leave with pay. The subsection describes the request process and compensation for such leave.

Mentorship joint committee – As a subsection of the article on professional leave, the Union proposed that the Employer and Union would form a joint committee to discuss mentorship needs that would meet at least twice per calendar year.

Recognition of Work

The Union proposed an article that would include Executive Order 36 “Patent, Invention and Copyright Policy” and   Executive Order No. 61 “Scientific and Scholarly Misconduct” in their entirety in the contract. The Union also proposed language stating that publication credits would accurately reflect the contributions and work of the individuals involved.

Reversion Rights

The Union proposed that employees who have reversion rights must request to exercise them within 30 days of the termination of the exempt position.

Titles and Classifications

The Union proposed an article outlining the job titles, job codes, job duties, and standard qualifications for all jobs within the bargaining unit. The article states that employees would be appointed to the highest title for which they are eligible based on said job duties and qualifications.

Tuition Exemption

The Union’s initial proposal is based off the SEIU 925 IHME CBA  (Article 49) and states that eligible employees would be able to participate in the UW’s tuition exemption program as authorized by applicable state law and University policy set forth in the Administrative Policy Statement 22.1. Under this proposal, when an employee is required to take a tuition exempt class by the Employer, all fees and related costs would be paid by the Employer and required attendance outside of regular working hours would be considered time worked. The Union proposed that employees would be allowed to register for class on the third day of the quarter.

Work Location

Schedules – The Union proposed language stating that supervisors would be encouraged to give serious consideration to employee requests for flexible schedules for commute trip reduction purposes.

Telework – The Union’s initial proposal for telework is based off the SEIU 925 IHME CBA  (Article 36.3) with modifications. The proposal defines long-term and occasional telework and states that all requests for such telework would be reviewed and approved by an employee’s supervisor so long as the request is not in violation of a written UW policy or a mandatory place of work that is specified in an employee’s job description. Under this proposal, employees who choose a long-term telework agreement would be given the option to be provided with a UW-owned laptop, headset/headphones/earbuds, up to two monitors, keyboard, mouse, HDMI cables, ergonomically-approved chair, and a sit-stand desk feature.

Specific work locations – The Union proposed that if a job requires the employee to be at a specific primary work location, that location would be made explicit during the recruitment process. The Union also proposed that if it is necessary to change an employee’s work location or to substantially alter an employee’s workspace, the affected employee would be provided no less than six months’ written notice, or longer, as included in the teleworking agreement.

Workspace and Materials

The Union’s initial proposal is based off the UAW Academic Student Employees (ASE) CBA  (Article 36), without that sections on work location, as those terms were addressed in a different proposal. The article states that the Employer would provide reasonable access to facilities, services, texts and instructional support required for the position. The proposal includes a list of access that may be required, including office and desk space and telephone, a computer with internet access, storage and laboratory space, mailbox, office supplies, texts and/or reading material, printing facilities, and equipment to perform research required for the appointment. The Union also proposed that Employees would be reimbursed for required job related materials and services that are not provided to the employee by the department.

Union Counter Proposals (Package)

The Union’s counter proposals are part of a package proposal that includes new counters as well as previous proposals. All provisions must be accepted in their entirety in a package proposal.

Employment – In response to the Employer, the Union agreed to strike the second notice of employment letter proposed initially. Instead, the Union proposed to incorporate a few elements of the originally proposed second letter into the first, including funding sources, a brief description of the research project, and a statement explaining that employees may access their personnel files.

Layoff – The Union maintained its proposal that three months’ notice should be given in the event of a layoff, rejecting the Employer’s proposal of 30 days’ notice and the Employer’s proposal to add language stating that whenever possible, the Employer would provide more than minimum notice. Additionally, the Employer had proposed to modify its initial proposal regarding what kind of layoffs are not covered by the article itself, changing the term “furlough” to “temporary layoffs.” The Union rejected this modification as well, maintaining its previous proposal that the only type of layoff to which the article does not apply are emergency layoffs.

Grievance Procedure – The Union maintained its October 17 counter on Grievance Procedure. In this counter, the Union responded to the Employer’s proposal by changing timelines throughout the article thusly: the Employer would have 15 days, rather than 14, to meet with the grievant and union representative after receiving the grievance. The Union would have 15 days, rather than seven, to appeal a Step One decision after receipt. The Employer would have 15 days, rather than 14, to meet with the grievant and Union representative after receiving the Step One appeal, and the Employer would have 14 days, rather than seven, to write a response after the Step Two meeting. Lastly, the Union would have 30 days, rather than 14, to appeal to an arbitrator after the Step Two response is received.

Union Counter Proposals (Other)

Corrective Action – In response to the Employer, the Union proposed to strike removal of PI status and demotions as corrective actions that would require the supervisor to provide the employee and the Union a written summary of relevant facts and any policies violated 30 days before said corrective action takes place. The Union maintained that terminations would still require such a summary.

Personnel Files – The Union accepted the Employer’s proposal that a written request would be required to examine materials in their official personnel file (OPF), additionally proposing that the employee’s representative could also submit such a request. The Union also accepted the Employer’s proposed language stating that the materials to which employees would have access would be materials that are not non-disclosable pursuant to state and/or federal laws, but the Union added language stating that a copy of the written authorization would be retained in the employee’s departmental and/or supervisor file.

Employer Counter Proposals (Package)

The Employer’s counter proposals are part of a package proposal that includes new counters as well as previous proposals. All provisions must be accepted in their entirety in a package proposal.

Union Rights – The Employer proposed a new subsection in the “Union Rights” article, describing how the Employer must comply with state, federal, and sponsor requirements to safeguard information about its employees and how the Union would work to protect such information upon receipt. With this proposed language, the Employer then proposed to accept the Union’s initial proposal regarding the information the Employer would transmit to the Union each pay period regarding bargaining unit members.

Funding – In response to the Union’s concerns regarding notice for layoff, the Employer proposed a side letter stating that at least annually during the performance evaluation, the supervisor would review the current funding sources and known end dates as well as any potential prospective funding sources and projected timelines with the employee.

Employer Counter Proposals (Other)

Healthcare Benefits – The Union’s initial proposal incorporated the agreement reached at the state level healthcare Coalition bargaining. The Employer proposed only minor housekeeping edits, which would more accurately reflect the Coalition language.

Next Steps

The next UAW and UW bargaining session is scheduled for December 8 and will be held virtually.