Labor Relations

UAW RSE – UW Negotiations Recap for April 26

Background

This recap details the twenty eighth 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). Both parties were joined by Public Employment Relations Commission mediator Chris Casillas. Recaps are published online on the UW Labor Relations website.

Tentative Agreements

Management Rights

  • This article details management rights. This new article details the Universities right to make and implement decisions and lists examples of management rights.

No Strikes, No lockout

  • This new article details that the Employer shall not lock out any of the employees as a result of a labor dispute or grievance or disputes on personnel matters; nor shall the Union in any way authorize, assist, condone, participate in, or lend support to any work stoppage, work slowdown or any other curtailment of work in the bargaining unit.

Purpose and Intent

  • This new article details the purpose and intent of this collective bargaining agreement.

Retaining institutional Knowledge

  • This MOU details the process to try and retain institutional knowledge. This new MOU details the qualifications needed for an RSE to apply for the Bridge Funding Program.

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 2.5% increase to the minimums for Research Scientist/Engineer Assistant and Research Scientist/Engineer Assistant APL Classifications
  • Effective 90 days after ratification a 2.5% increase to the minimums for Research Scientist/Engineer 1 and all Research Scientist/Engineer 1 APL classifications
  • Effective 90 days after ratification a 2.5% 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 3%
  • Effective September 1, 2025, all employees shall receive an across-the-board increase of 2%

Visa Sponsorship

In response to the Union the Employer changed their proposed language so it now states at its sole discretion, the University may establish a pilot program for non-academic employee visa sponsorship which may include Research Scientist/Engineer job classifications.

Union Counter Proposals

Compensation

The Union’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 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 6%
  • Effective September 1, 2025, all employees shall receive an across-the-board increase of 6%

Duration

In response to the Employer the Union reasserted much of their previous proposal making small housekeeping edits regarding the Board of Regents.

Visa Sponsorship

In response to the Employer the Union changed their proposed language so it now states within 12 months of ratification, the Employer and the Union would meet to discuss the development of a pilot program for non-academic employee visa sponsorship which will include Research Scientist/Engineer job classifications. The University may establish this program at its sole discretion. Each following year or upon mutual agreement, the University and the Union will meet to discuss any progress on program development.

Overtime

In response to the Employer the Union reasserted much of their previous proposal making small housekeeping edits removing the section on Field Work Overtime.

Union Rights

In response to the Employer the Union reasserted much of their previous proposal making small housekeeping edits removing the section on Union Membership Election Forms.

Next Steps

The next UAW and UW bargaining session is scheduled for May 5 and will be held virtually.