University of Washington Human Resources

UAW RSE – UW Negotiations Recap for April 19 and April 20

Background

This recap details the twenty sixth and twenty seventh 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.

Employer Counter Proposals

Compensation

The Employer’s current compensation proposal is:

• Effective 90 days after ratification all employees hired prior to April 1, 2022, who have not received a permanent salary increase within the last 12 months would receive an across-the-board increase of 3.25%
• Effective 90 days after ratification a 2% increase to the minimums for Research Scientist/Engineer Assistant and Research Scientist/Engineer Assistant APL Classifications
• Effective 90 days after ratification a 2% increase to the minimums for Research Scientist/Engineer 1 and all Research Scientist/Engineer 1 APL classifications
• Effective 90 days after ratification a 2% increase to the minimums for Research Scientist/Engineer 2 and Research Scientist/Engineer 2 APL Classifications
• Effective September 1, 2023, all employees shall receive an across-the-board increase of 4%
• Effective September 1, 2024, all employees shall receive an across-the-board increase of 2%
• Effective September 1, 2025, all employees shall receive an across-the-board increase of 2%

Overtime

In response to the Union the Employer reasserted much of their previous proposal making a small housekeeping edit regarding overtime approval and unfunded compensatory time.

Union Counter Proposals

Compensation

The Union’s current compensation proposal is:

• Effective 90 days after ratification all employees working between December 20, 2021 and the date of ratification, who had not received a permanent salary increase during that time totaling 3.25% would receive an across-the-board increase of 3.25% or the difference between the percent increase they did receive and 3.25% so they would receive at least a 3.25% total increase
• Effective 90 days after ratification a 30% increase to the minimums for Research Scientist/Engineer Assistant and Research Scientist/Engineer Assistant APL Classifications
• Effective 90 days after ratification a 25% increase to the minimums for Research Scientist/Engineer 1 and Research Scientist/Engineer 1 APL Classifications
• Effective 90 days after ratification a 20% increase to the minimums for Research Scientist/Engineer 2 and Research Scientist/Engineer 2 APL Classifications
• Effective 90 days after ratification a 15% increase to the minimums for Research Scientist/Engineer 3 and Research Scientist/Engineer 3 APL Classifications
• Effective 90 days after ratification a 10% increase to the minimums for Research Scientist/Engineer 4 and Research Scientist/Engineer 4 APL Classifications
• Effective September 1, 2023, all employees shall receive an across-the-board increase of 7%
• Effective September 1, 2024, all employees shall receive an across-the-board increase of 7%
• Effective September 1, 2025, all employees shall receive an across-the-board increase of 7%

Childcare

In response to the Employer, the Union decreased its proposal for the amount of funds the UW would make available to a Research Scientist childcare fund from $150,000 to $100,000 per year of the agreement. Under this proposal, the Employer would distribute $50,000 of these funds in May of each year and the remainder in November of each yet.

Duration

In response to the Employer the Union proposed a three year contract effective from the date of ratification through April 30, 2026.

International Rights

In response to the Employer the Union changed their proposed language so it now states H-1B may be an appropriate visa classification option for full-time employees. The Union also proposed the Employer will strongly encourage units to request the Premium Processing Fee option for all work authorization applications. The Union proposed to make this an MOU that would expire at the end of the contract.

No Strike No lockout

The Union proposed to use the language from the UAW Postdoc and UAW ASE contracts.

Non Discrimination and Harassment

In response to the Employer the Union reasserted much of their previous proposal making small housekeeping edits regarding inappropriate workplace behavior.

Overtime

In response to the Employer the Union lowered their proposal so it now states overtime eligible employees may work up to 5 hours of overtime per pay period without preapproval. This is down from the previous proposal of 12 hours per work week.

Next Steps

The next UAW and UW bargaining session is scheduled for April 26 and will be held virtually. The parties have filed a joint request for PERC contract mediation services.