UW Libraries & SEIU 925 Negotiations Recap for December 15 & 20, 2022
This recap details the thirty third and thirty fourth virtual session for the initial collective bargaining agreement between the UW Libraries and SEIU 925. These are the seventh and eighth sessions with PERC mediators. Recaps are published online on the UW Labor Relations website. The parties agreed to ground rules for these negotiations.
- Article – Diversity, Equity, and Inclusion
- The parties agreed to language for DEI and Anti-Racism values to promote initiatives dedicated to DEI, formal time spent for such activities will be considered work time, and feedback may be solicited for systems and policies for a more inclusive environment. The parties agreed to staff workshops and other topics relating to DEI and they may be discussed at Joint Union/Management Committee meetings. The parties agreed to a summary report of training results towards University goals. The parties agreed that part of the University’s Strategic Leadership Program (SLP), managers and supervisors are provided with information regarding the existing programs for awareness on EDI for recruitment and hiring processes and will include a module for managers and supervisors with at least one direct report. The Employer will electronically deliver an annual Staff Diversity Hiring Toolkit to managers and supervisors in the bargaining unit. The parties agreed to provide a list of trainings on an annual basis that were offered in the prior year, the OMA&D report, and upon request would meet quarterly to discuss the progress toward goals in the Diversity Blueprint.
- Article – Time Grant
- The parties agreed to continue the Time Grant Program (guidelines from August 2019) for the UW Libraries bargaining unit employees.
- Article – Represented Limited Term Hourly Employees
- The parties agreed to terms for the Professional Libraries and Press Represented Limited Term Hourly Employees, including a list of articles that apply to this group of employees. The article also calls out terms specific to this group, like how vacation and sick time off is accrued.
- Article – Preamble and Purpose
- The parties agreed to similar language as found in the main SEIU 925 with minor edits to the reference of previous professional staff retitled to Professional Libraries and Press Employees. The parties agreed that the Librarian Personnel Code, Professional Staff Program, and the Appointment and Promotion of Librarians for the Gallagher Law Library shall not apply.
December 15, 2022
Union Counter Proposals
Compensation, Wages, and Other Pay Provisions – In response to the Employer, the Union modified its proposal to increase the minimum salary for all job classes, by decreasing amounts across ranks and job classes by about two percent from their previous proposal. The Union proposed that the minimum salaries would go into effect January 1, 2023. Additionally, the Union proposed a 2% increase effective January 1, 2024, and a 2% increase effective January 1, 2025. The Union proposed a wage reopener for any merit increases for professional staff greater than 2%. The Union maintained their proposal for a 10% increase for the Professional Libraries and Press Employees upon promotion or reclassification to a job class with a higher market range. The Union proposed Head or Director positions to be compensated above their base pre-CBA rank or grade salaries to 3% for Assistant Head, 5% for Head, 6% for Assistant Director, 8% for Associate Director, and 10% for Director. The Union also maintained their proposal that changes in supervisory duties or additional or advanced degrees and/or certifications relevant to the position would be reasons for an in-grade salary adjustment. The Union also proposed in an MOU that 43 employees that do not meet the threshold of $1259.20 per week would receive a salary adjustment beginning on December 26, 2022 to remain overtime exempt.
Salary Overpayment Recovery – In response to the Employer, the Union proposed that the maximum amount of hours for vacation hours for the method of payback for salary overpayment recovery would be 240 hours.
Ranking and Promotions of UW Libraries Librarians – In response to the Employer, the Union proposed that those applying for a Senior Assistant Librarian, Associate Librarian and Librarian would have to apply for promotion by September 1. The Union proposed alternative language for the expectations of rank for Assistant Librarian, Senior Assistant Librarian and Associate Librarian. The Union proposed language for supporting committees for promotions within the UW Libraries Librarians to include representative-based oversight in implementation of the promotion process. The Union proposed that four members would constitute a quorum. The Union proposed that in the election procedures that they would vote every other year and include a representative from outside the bargaining unit. The Union reasserted language that the candidates would not need to know the external reviewer nor would it be a concern if they did for the renewal of appointment process.
Employer Counter Proposals
Freedom of Association, Assembly and Expression – In response to the Union, the Employer proposed language that states, “As the University’s major information resource, the University Libraries, Gallagher Law Library, and UW Press enhances and extends students’ classroom and laboratory experience, and facilitates their scholarly inquiry, as well as that of faculty, staff and students. The University Libraries is an integral part of the University’s mission to sustain an atmosphere in which information and ideas are readily accessible and freely exchanged.” Additionally, the proposal recognizes that librarians and libraries and press professionals lawful free expression of ideas and their commitment to the freedom of access to information.
New Employees – In response to the Union, the Employer proposed language to clarify that the orientations online would be self-paced and accepted the Union’s language that online orientations would be offered to those employees in permanent telework positions. The employer also accepted the Union’s language that when member presenters are part of the orientation, they would be released based on the type of orientation and distance traveled. The Employer accepted much of the Union’s language regarding new employee orientation at the department level, including that new employees would be trained on their duties for their specific department and that it would include informing the employee on leave benefits, professional development funding and opportunities, and safety and security.
Performance Evaluation – In response to the Union, the Employer proposed that performance evaluations should be performed annually with the exception for the years when a Librarian is undergoing a promotion, reappointment or status review and they would report on the previous year’s accomplishments.
Represented Limited Term Hourly Employees – In response to the Union, the Employer proposed to include the Article – Employee Assistance Program, if the employee is qualified for PEBB, in the list of articles that would be relevant for the Professional Libraries and Press Represented Limited Term Hourly employees. The Employer clarified already proposed language regarding how the vacation leave article would apply, stating how vacation time off would be accrued for these hourly employees.
December 20, 2022
Employer Counter Proposals
Compensation, Wages, and Other Pay Provisions – In response to the Union, the Employer proposed any adjustments to minimums would be effective July 1, 2023 and implemented before the across-the-board increase effective on the same date. The contract would need to be ratified before January 31, 2023. The Employer proposed upon ratification by January 31, 2023, salary increases effective February 1, 2023 for all bargaining unit members to receive 3% recruitment and retention increase, a 3% increase effective July 1, 2023, a 2% effective January 1, 2024, and a 2% effective January 1, 2025. The Employer proposed language for in-grade salary adjustments to address salary compression or inversion or changes in supervisory duties.
New MOU Discretionary Time Off – The Employer proposed that employees may be eligible for up to six days or 48 hours of discretionary time off through the 2023 calendar year. The leave must be used by March 31 of the following calendar year in which it was awarded and would be for March 31, 2024 for awarded discretionary time off in 2023.
Vacation Time Off – The Employer proposed to reassert their previous proposal which would maintain current state for vacation time off accruals.
Shared Leave – The Employer proposed to reasserted their last proposal on shared leave.
Parental Leave – In response to the Union, the Employer proposed six months of leave taken after the birth of a child to the employee or domestic partner or placement of a child with the employee or domestic partner. The Employer proposed that temporary disability leave would be an additional leave to parental leave. The Union proposed that discretionary time off could be used in combination with other leaves for parental leave.
Union Counter Proposals
Intellectual Freedom for Libraries & Press – In response to the Employer, the Union proposed to retitle this article from Academic Freedom to intellectual freedom for libraries and press and that the information and ideas would be readily accessible and freely exchanged among the University Libraries, Gallagher Law Library, and UW Press. The Union proposed that employees have lawful free expression of ideas and their commitment to the freedom of access to information. Employee lawful exercise of their constitutionally protected freedom of association, assembly, and expression, including participation in political activities outside of work, is not a violation of duties to the University. Such lawful exercise may not result in disciplinary action or adverse evaluation of the Employee.
Performance Evaluation – In response to the Employer, the Union proposed that performance evaluations would not be required in years that librarians are undergoing promotion/reappointment/status review. The Union proposed language that Librarians would only have written performance evaluations every third year and would include annual progress discussions. The Union reasserted that upon request, classification specifications for higher classifications in the series of the employee’s current position would be provided. The Union proposed supervisors would be aware that an in-grade salary increase is a way to recognize an employee’s performance.
Professional Development – In response to the Employer, the Union proposed that employees would be notified in writing of individual allocations annually on July 1. The Union proposed that should there be a reduction in funding that the prioritization of funds would be given to Librarians without permanent status and permanent Professional Libraries and Press employees who have less than five years experience. The Union accepted the employer’s language that professional development fund requests would be made as soon as possible and that the Employer would make a good faith effort to respond in writing within two weeks. The Union proposed that generally, travel would be paid out of pocket and all documents would need to be submitted for reimbursement. The reimbursement would be processed within ten working days. The Union proposed that per-diem advancement and prior trip reimbursement options could be available through UW Travel Services. The Union proposed if reimbursement is not an option that employees could request alternatives such as UW Individual Travel Cards or Central Travel Account procurement.
Corrective Action & Adjudication – The Union proposed to reassert their corrective action proposal in combination with the initial proposal for adjudication.
No Strike/No Lockout – The Union proposed to reject the Employer’s proposal.
The next UW Libraries and SEIU 925 bargaining session is scheduled for January 4 and will be held virtually.