Labor Relations

UAW RSE – UW Negotiations Recap for May 24

Background

This recap details the thirty second virtual sessions 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.

Compensation

The Employer’s current compensation proposal is:
Salary Increases
  • 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 3%

Departments, Schools, and Colleges would still be able to provide increases greater than those listed above through the existing in-grade adjustment process.  The parties have agreed to include the following language to memorialize this process:

In-grade Salary Adjustments. The Employer, at its discretion, may approve in-grade salary increases for any employee in the bargaining unit at any time, for the following reasons: a change in level of duties and responsibilities, meritorious performance with increased level of functioning, market competitiveness or retention, employment offer or active recruitment from outside of the University, or internal equity.

Increases to Salary Range Minimum for all RSE Classifications as follows:

  • Effective September 1, 2023 a 4% increase
  • Effective September 1, 2024 a 11% increase
  • Effective September 1, 2025 a 11% increase

This equates to increase to the minimum salary for all RSE classifications of approximately 28% over the life of the agreement. 

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%
  • Increases to Minimum Salary for all RSE Classifications as follows:
    • For Research Scientist/Engineer Assistant and Research Scientist/Engineer Assistant APL Classifications
      • Effective September 1, 2023 a 8% increase
      • Effective September 1, 2024 a 14% increase
      • Effective September 1, 2025 a 14% increase
    • For Research Scientist/Engineer 1 and Research Scientist/Engineer 1 APL Classifications
      • Effective September 1, 2023 a 8% increase
      • Effective September 1, 2024 a 14% increase
      • Effective September 1, 2024 a 14% increase
    • For Research Scientist/Engineer 2 and Research Scientist/Engineer 2 APL Classifications
      • Effective September 1, 2023 a 8% increase
      • Effective September 1, 2024 a 14% increase
      • Effective September 1, 2025 a 14% increase
    • For Research Scientist/Engineer 3 and Research Scientist/Engineer 3 APL Classifications
      • Effective September 1, 2023 a 6% increase
      • Effective September 1, 2024 a 9% increase
      • Effective September 1, 2025 a 9% increase
    • For Research Scientist/Engineer 4 and Research Scientist/Engineer 4 APL Classifications
      • Effective September 1, 2023 a 6% increase
      • Effective September 1, 2024 a 9% increase
      • Effective September 1, 2025 a 9% increase
  • Effective September 1, 2023, all employees shall receive an across-the-board increase of 4.5%
  • Effective September 1, 2024, all employees shall receive an across-the-board increase of 4.5%
  • Effective September 1, 2025, all employees shall receive an across-the-board increase of 5%

 

  • Recruitment and Retention Increases:
    • Effective September 1, 2023, all employees whose salaries/wages are adjusted by less than 5% due to an increase in their salary range, shall receive a Recruitment and Retention increase of 5%.
Duration

Both parties have proposed very similar language with the Employer proposing a three-year contract and the Union proposing a contract through April 30, 2026.

Overtime

Both parties have proposed very similar language and are aligned with the proposed language of whenever overtime work is required, it must be approved in advance by the Employer. However, the Union’s proposal is contingent upon agreement with the Compensation article.

Non-Discrimination and Harassment

Both parties have proposed very similar language and indicated that this is a tentative agreement contingent upon reaching agreement in the remaining articles.

Equity survey

Both parties are in agreement on the language for the proposed side letter regarding the equity survey.

Union Rights

Both parties are in agreement on the language for the proposed article regarding the union rosters for a majority of the unit. Both parties have proposed very similar language for a separate MOU for the Applied Physics Laboratory RSEs that addresses the requirements for and limitations on information sharing due to the Employer’s status as a Department of Defense contractor.

Childcare

The Union is proposing the creation of a Research Scientist childcare fund of $90,000 per year of the agreement. Under this proposal, the Employer would distribute $45,000 of these funds in May of each year and the remainder in November of each year.

EPIC Program

The Union is proposing that the Employer would make the EPIC training already available to ASEs and Postdocs available to RSEs. Training would be held jointly for all three groups, and the Employer would provide .2 FTE assignments for up to four RSE trainers per calendar year.

Next Steps

The next UAW and UW bargaining session is scheduled for May 26 and will be held virtually.