Labor Relations

UW & UAW ASE Negotiations Recap for February 20, 2024

Background

This recap details the second session for the negotiation for the collective bargaining agreement between the UW and UAW ASEs. Recaps are published online on the UW Labor Relations website.

 

UAW ASE Initial Proposals

 

Article 33- Wages

UAW’s initial compensation proposal included the following:

Effective July 1, 2024:

  • The base rate would be increased by 67% plus inflation.
  • The variable rate would be increased by 30% plus inflation. In the event the adjusted variable rate salary falls below the adjusted base rate salary, ASEs would receive the greater of the increases described above.
  • The minimum ASE hourly rate would be increased to 20% more than the minimum wage in Seattle plus inflation.

 

Effective July 1, 2025:

  • The base rate would be increased by 8% plus inflation.
  • The variable rate would be increased by 7% plus inflation. In the event the adjusted variable rate salary falls below the adjusted base rate salary, ASEs would receive the greater of the increases described above.
  • The minimum ASE hourly rate would be increased by 10% plus inflation. In the event the adjusted hourly rate falls below 20% above the minimum wage in Seattle, ASEs would receive the greater of the increases described above.

 

Effective July 1, 2026:

  • The base rate would be increased by 8% plus inflation.
  • The variable rate would be increased by 7% plus inflation. In the event the adjusted variable rate salary falls below the adjusted base rate salary, ASEs would receive the greater of the increases described above.
  • The minimum ASE hourly rate would be increased by 10% plus inflation. In the event the adjusted hourly rate falls below 20% above the minimum wage in Seattle, ASEs would receive the greater of the increases described above.

 

UAW also proposed ASEs would be able to enroll in the University of Washington’s Section 403b Voluntary Investment Program, at any point during their employment.

 

Article 7- Fee and Tuition Waivers

UAW proposed to expand tuition and fee waivers so that all ASEs would receive a waiver of all student fees. The Union’s proposal would expand tuition waivers to both graduate and undergraduate students working in hourly ASE positions. UAW proposed new language that ASEs with a 50% FTE appointment or greater would not be charged any tuition or additional fees by the University. This would include ASEs with appointments paid by a funding agency that does not allow tuition to be charged to the agency grant or contract.

 

Article 13- Insurance Programs

UAW proposed new language that any ASE who had an eligible appointment for any quarter during the academic year would have automatic summer quarter insurance coverage regardless of student status in the summer quarter.

 

Article 15- Job Titles and Classifications

UAW proposed language updates regarding tuition and fee waivers to align with the language proposed in Article 7 (Fee and Tuition Waivers). For ASEs on appointments paid by a funding agency that does not allow tuition to be charged to the agency grant or contract, UAW proposed that the University may compensate the ASE for the cost of tuition and all fees not otherwise waived.

 

Article 17- Leaves of Absence

UAW proposed language updating the definition of a family member to include “someone who has an expectation to rely on you for care—whether you live together or not.” UAW proposed to increase the sick time off award for 50% FTE ASEs from 28 hours of paid sick time off per year to 28 hours of paid sick time off per quarter; this award would be prorated for ASEs with a less than 50% FTE, including the hourly ASEs. UAW proposed that ASEs would be awarded sick time at the start of their appointment for all of the quarters included in their appointment. UAW proposed to expand unpaid leave from up to 12 weeks for 50% FTE ASEs, to now include 12 weeks of unpaid leave for all ASEs, as well as eligibility for an additional 12 weeks of unpaid leave if the ASE used sick time off due to illness, disability, or injury, which incapacitated the employee from performing required duties. UAW proposed to expand leave without pay for reasons of faith or conscience from two workdays per calendar year to fifteen workdays per calendar year.

 

Article 20- Non-Discrimination and Harassment

UAW proposed language to expand the workplace behavior section, including adding examples of inappropriate behavior and abusive conduct in the workplace. UAW proposed to expand the bathroom equity article to include permanent signage indicating all-gender bathroom locations. UAW proposed that upon request the Union and the Employer may meet at least two times per academic year to discuss the employee protections covered in Article 20.

 

Article 21- Parking and Transit

UAW proposed that the University Transportation Committee (UTC) would designate one permanent position on the committee to a Union-selected ASE bargaining unit member. UAW proposed that ASEs have the right to receive an on-campus parking permit with all costs waived as part of their disability accommodations. UAW proposed ASEs may request access to secured bike lockers or bike houses and would be exempt from fees. UAW proposed all ASEs would be provided a fully-subsidized U-PASS during the term(s) of their employment. UAW proposed that ASEs working at UW Bothell and Tacoma campuses would have the cost of parking on campus waived when they are required to be on-campus for work.

 

Article 27- Travel

UAW proposed language centered around prioritizing direct departmental payment to minimize the financial burden on ASEs in job-related travel. This would include all ASEs having access to ProCards and Travel Cards to perform the purchasing of materials and services necessary to carry out job-related activities. UAW proposed that in the event a reimbursement was necessary, reimbursements would be processed within 14 days of submission of all required reimbursement forms and receipts.

 

Article 36- Workspace and Materials

UAW proposed language updates regarding reimbursements to align with the language proposed in Article 27 (Travel).

 

New Article- Relocation Stipend

UAW proposed a new article regarding a relocation stipend. UAW proposed that all newly hired salaried ASEs who relocate to their assigned work location for their ASE appointment would be provided an initial moving stipend equivalent to two month’s salary at the base ASE salary rate. UAW proposed that this stipend be distributed at least two months prior to their initial appointment start date.

 

Appendix I- GAIP

UAW proposed the University would pay 100% of the child dependent and disabled adult child premiums and that the University’s contribution for all other dependent premiums be increased from 65% to 80%. UAW proposed to expand coverage in vision, dental, mental health, and physical therapy. UAW proposed to increase the GAIP coverage to include Assisted Reproduction Services.

 

MOU- EPIC

UAW proposed to memorialize the EPIC program. UAW also proposed to increase the number of ASE employees hired to jointly administer the EPIC training with the University from three 50% FTEs each quarter to nine 50% FTEs each quarter.

 

New MOU- Transitional Funding Program

UAW proposed a new MOU regarding a transitional funding program. UAW proposed that for the life of the agreement, the University of Washington would establish a Transitional Funding Program (TFP) available to all ASEs to provide one quarter of funding to transition out of unhealthy working relationships, including inappropriate, abusive, discriminatory, and/or harassing relationships as defined in Article 20. UAW proposes this funding would include fellowship funding, tuition waiver, GAIP, and all other benefits established in the contract, and that the funding would be disbursed by a centralized unit of the University.

 

UAW proposed to keep the following articles current contract language:

Article 1- Purpose and Intent

Article 11-Hourly Pay Scale Transparency

Article 31- Voluntary Community Action Program (VCAP)

Article 34- Washington Paid Family and Medical Leave Program

 

UW Initial Proposals

 

The Employer proposed to keep the following article current contract language:

Article 19- No Strike No Lockouts

 

The Employer proposes to strike the following:

APPENDIX II PBFs at IHME

 

Tentative Agreements

UAW and UW agreed to maintain current contract language on the following articles:

Preamble

Article 2- Recognition

Article 23- Severability

Article 24- Subcontracting

 

Next Steps

The next UW & UAW ASE bargaining session is scheduled for February 27, 2024.