UAW RSE – UW Negotiations Recap for March 6 and March 9
Background
This recap details the eighteenth and nineteenth 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.
Tentative Agreements
Reasonable Accommodation of Employees with Disabilities
- This article details reasonable accommodations to employees with disabilities. This new article details the interactive disability accommodation process, disability leave, and pregnancy accommodations.
Telework and Work Location
- This article details telework and work location. This new article details the process for requesting telework, telework agreements, and work locations.
Health and Safety
- This article details health and safety. This new article details the Universities efforts to maintain work practices, work environments, and PPE and equipment.
Workspace and Materials
- This article details the workspace and materials. This new article helps define the workspace and materials that will be provided by the Employer to the employee.
Transportation and Commute Reduction
- This article details transportation and commute reduction. This new article defines the employees access to the U-Pass, Husky Night Walk, and shower facilities.
Employer Counter Proposals
Classification And Reclassification
In response to the Union the Employer reasserted much of their previous initial proposal making small housekeeping edits.
Hours of Work
In response to the Union the Employer changed the proposed language around temporary FTE reductions and increases to read the Employer may temporarily increase or decrease the FTE of an employee with a minimum of 14 days’ notice. The temporary increase or decrease may be extended beyond three months by mutual agreement between the supervisor and the employee.
Layoff, Seniority, Rehire
In response to the Union the Employer changed the language around the rehire trial period so it could be extended to a maximum of six months if the appointing authority allowed for a shorter duration upon placement into the position. The Employer also maintained that an employee in a position that is not abolished but is permanently reduced in FTE status by at least .5 FTE will be notified of the reduction in writing at least thirty days prior to the effective date. The Employee will have the choice of staying in the reduced position or being placed on the rehire list.
Overtime
In response to the Union the Employer added proposed language stating nothing in this article prohibits the preapproval of overtime. Supervisors may prospectively authorize overtime for designated employees on designated projects for a designated period of time.
Performance Evaluations
In response to the Union the Employer added proposed language stating annual performance evaluation may include goals or expectations that have been added within the last forty-five days for the purpose of feedback and documentation. The Employer also added proposed language stating employees may also provide a written response to their performance evaluation that is either included as part of the evaluation form or attached to the evaluation.
PI Eligibility
In response to the Union the Employer maintained their language that each department, school, or college would have a year to create a written policy which would provide a pathway by which employees are able to achieve principal investigator status.
Union Counter Proposals
Classification And Reclassification
In response to the Employer the Union proposed to be able to bargain over the creation, elimination, or modification of any bargaining unit class specifications. The Union also proposed to strike the Employers section regarding the Position Review Appeal Process and the hearing officer.
Hiring, Promotions, And Transfers
In response to the Employer the Union agreed to much of the Employers language but maintained that the trial service period would be six weeks in length.
Hours of Work
In response to the Employer the Union proposed that a temporary FTE reductions or increase would come with a 30 day notice.
Layoff, Seniority, Rehire
In response to the Employer the Union maintained their proposal of three month notice to the union of a layoff being a possibility. The Union also maintained that an employee in a position that is not abolished but is permanently reduced in FTE status will be notified of the reduction in writing at least forty five days prior to the effective date. The Employee will have the choice of staying in the reduced position or being placed on the rehire list.
Performance Evaluations
In response to the Employer the Union agreed to much of the Employers language but added proposed language stating significant changes to the employee’s job description shall be assessed using the RSE Questionnaire, RSE Career Paths, and Class Specifications. If an employee’s position is determined not appropriate for a reclassification and/or salary adjustment, a detailed explanation and performance expectations needed will be provided.
PI Eligibility
In response to the Employer the Union proposed that the time frame be lowered to three months after ratification that each department, school, or college would have to create a written policy which would provide a pathway by which employees are able to achieve principal investigator status.
Retaining Institutional Knowledge
The Union reasserted much of their language around bridge funding.
Union Rights
In response to the Employer the Union rejected the Employer’s proposed language around authorized use of information.
Next Steps
The next UAW and UW bargaining session is scheduled for March 22 and will be held virtually.