UW Libraries & SEIU 925 Negotiations Recap for January 17, 2023
This recap details the thirty sixth virtual session for the initial collective bargaining agreement between the UW Libraries and SEIU 925. This is the eleventh session with PERC mediators. Recaps are published online on the UW Labor Relations website. The parties agreed to ground rules for these negotiations.
- Article – Appointments
The parties agreed to language detailing the various types of appointments for bargaining unit employees. For Professional Libraries and Press employees, the conditions for both regular and project appointments are detailed. For Librarians, the conditions for provisional, permanent and temporary appointments are detailed. The article also details the process for temporary interim appointments to a higher position or administrative appointments, which can be up to one year or more, only in increments of six months.
- Article – Performance Evaluations
The parties agreed to language stating that performance evaluations shall be annually with the two exceptions. First, in the years Librarians are undergoing promotion, reappointment or a status review, no annual evaluation is required that year. Second, Librarians with permanent status are only required to have a written performance evaluation at least every three years. During years when Librarians are not scheduled for a written evaluation, Librarians may receive one by request or their supervisor may elect to perform a written evaluation. During the years where there is no formal evaluation, Librarians will meet with their supervisors for discussion on the previous years accomplishments and goals for the coming year. The article details the content topics that may be included in an evaluation, and further details the evaluation process, including both employee and supervisor responsibilities.
- Article – Ranking and Promotions of UW Libraries Librarians
The parties agreed to language for rank and status of UW Libraries Librarians which would retaining much of the existing promotions process, while making it specific to bargaining unit employees and removing references to the Librarian Personnel Code. The article further clarifies expectations for ranks, has an earlier timeline for packet submission of September 1, removed internal letters, and includes a change in the Librarian Personnel Committee composition to include a non-bargaining unit representative elected by non-bargaining unit librarians, instead of a member at large, to include perspective from a participant outside of the bargaining unit.
- Article – Salary Overpayment Recovery
The parties agreed to language similar to the main SEIU 925 contract which outlines the current process for recovery of a salary or other wage overpayment, including clarifying that time off hours can only be used as pay back with ISC approval.
Employer Counter Proposals
Compensation, Wages, and Other Pay Provisions – In response to the Union, the Employer proposed that the minimum annual salary for an Assistant Librarian would be increased to $62,004, a Senior Assistant Librarian would be $68,204, an Associate Librarian would be $75,025, and a Librarian would be $82,527. The Employer maintained its proposal that the minimum annual salaries for Professional Libraries and Press job classifications, would increase by 7% as of July 1, 2023, following the across-the-board increase on the same date. The Employer increased its proposal for a recruitment and retention increase for all bargaining unit employees on March 1, if an agreement is reached by January 31, from 4 to 4.5%. The Employer increased its proposal for an across-the-board increase to 3.5% on July 1, 2023. The Employer maintained its proposals for across-the-board increases of 2% on January 1, 2024, and 2% on January 1, 2025.
Professional Development – In response to the Union, the Employer proposed that employees would be notified in writing by July 1 of each year of the professional development allocations for the year. Allocations may vary between UW Seattle, Tacoma, Bothell, and Gallagher Law Library.
Duration – The Employer proposed that the agreement would take effect upon ratification through January 31, 2026, provided that an agreement is reached by January 31, 2023.
MOU Supplements – The Employer proposed slight updates to the list and in response to the Union, proposed that the Employer would evaluate the list of additional employees that the Union proposed to add to determine whether it may be appropriate for them to receive a base pay adjustment. The evaluation would be done within 90 days of ratification.
Hours of Work & Overtime – The Employer maintained its proposal that a full-time schedule is forty hours, rejecting the Union’s proposal for thirty hours. Overtime, for eligible employees, would kick in after forty hours, as is current state.
Vacation/Discretionary Time Off (DTO) Package
MOU Discretionary Time Off – In response to the Union, the Employer proposed that employees may be eligible for discretionary time off according to university policy and as determined by the Employer, for the duration of the initial CBA. Neither the decision to award DTO nor the number of DTO days awarded would be subject to the grievance procedure, and changes to the university policy on DTO would not require bargaining.
Vacation Time Off – In response to the Union, the Employer maintained its proposal to leave vacation accrual amounts unchanged from current state for all bargaining unit employees.
Other Package Proposals
The parties each exchanged one package which included the Employer’s most recent proposals on paid professional leave, corrective action and the elimination of adjudication, and the Employer’s proposal from earlier in the day on intellectual freedom. The parties’ proposals differ on the last component of the package, layoff, as follow:
Union Layoff Proposal – In response to the Employer’s proposal from earlier in the same day, the Union proposed that all Librarians with permanent status would have at least six months of notice in advance of a layoff, unless a loss of funds makes that notice length not feasible. All other employees would have at least forty-five days notice. The Union proposed that the Employer could not layoff for purposes of a good faith reorganization.
Employer Layoff Proposal – In response to the Union, the Employer proposed to incorporate the Union’s language stating that all Librarians with permanent status would have at least six months of notice in advance of a layoff, unless the loss of funds makes that notice length not feasible. The Employer maintained its proposal that all other employees would have at least 30 calendar days notice, and a good faith reorganization would remain an appropriate rationale for layoff.
The next UW Libraries and SEIU 925 bargaining session is scheduled for January 24 and will be held virtually.