UW & UAW ASE Negotiations Recap for February 27, 2024
Background
This recap details the third 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 12- Intellectual Property and Scholarly Misconduct
UAW proposed new language that an ASE’s contributions to their scholarship would be appropriately recognized and publication credits would accurately reflect the contributions and work of the involved ASE.
New Article- Reasonable Accommodations
UAW proposed a new article regarding the reasonable accommodation process. UAW proposed that the Employer would provide reasonable accommodation to ASEs who are disabled or become disabled and need assistance to perform the essential functions of their jobs. UAW proposed that all supervisors who manage ASEs would have accessibility and accommodation training. This training would be jointly-developed by DSO and UAW. UAW proposed that DSO would designate a contact specifically trained to handle the ASE accommodation requests. This contact would meet with UAW each year to discuss the state of accessibility and accommodation processes for ASEs. UAW proposed language around the actual accommodation process, including that the process is an interactive one. UAW proposed a list of pregnancy accommodations that would not require health care provider certification and would otherwise be granted. UAW proposed adding a section regarding ergonomics. UAW proposed that Environmental Health & Safety or its contractors would conduct an ergonomic survey of all ASE workspaces during each contract cycle. This report would be made available on the EH&S website and shared with all department heads and ASEs. UAW also proposed that ASEs would be able to obtain furniture and equipment that comply with ergonomic needs without a DSO process and departments would make a request for equipment form available in all ASE handbooks and job onboarding materials. UAW proposed these requests would be fulfilled within thirty days.
UW Initial Proposals
Article 1 – Purpose and Intent
The Employer proposed a small housekeeping edit to change “the Handbook of the University of Washington” to now read “University of Washington policies” as there is no longer a University handbook.
Article 4 – Appointment and Reappointment Notification and Job Description
The Employer proposed to change the deadline the University has to provide a written letter or email offer of appointment for incoming students from April 1st to June 1st. Incoming students would have two weeks to respond to the offer. The Employer proposed to add new language around ASE resignation/abandonment including language stating an ASE who fails to appear for work and report absence to their supervisor, in accordance with departmental policy, on three (3) consecutive scheduled workdays, shall be deemed to have resigned.
Article 8 – Grievance Procedure
The Employer proposed to add that when scheduling a step one or step two grievance meeting, the date of the meeting will be mutually agreed upon within 14 calendar days of receiving the grievance and when possible, the meeting will be within 14 days. The Employer proposed to extend the timeline for a written step one response from seven calendar days to 15 calendar days. The Employer proposed to extend the timeline for a written step two response from seven calendar days to 30 calendar days. The Employer proposed to add language around a mandatory step three mediation process. The Employer proposed to remove the section regarding the regularly scheduled arbitration hearings.
Article 14 – Job Posting
The Employer proposed to update the University websites where open hire ASE positions are posted, including adding “Handshake”. The Employer proposed to add language stating a third reason an ASE job would not be an open hire: if an ASE had an existing or previous working relationship with a faculty member. The Employer proposed to add pay range to what must be on all job postings to be in line with state law.
The Employer proposed to keep the following article current contract language:
Article 30- Union Security
UAW ASE Counter Proposals
Article 8 – Grievance Procedure
In response to the Employer, UAW added language around a step three mediation process, including that the parties would use an agreed upon panel of mediators and would not be required to use PERC for mediation services. UAW maintained their new section regarding interim measures and all the grievance timeline changes they had previously proposed.
Tentative Agreements
UAW and UW agreed to maintain current contract language on the following articles:
Article 11-Hourly Pay Scale Transparency
Article 31- Voluntary Community Action Program (VCAP)
Article 34- Washington Paid Family and Medical Leave Program
UAW and UW agreed to strike:
APPENDIX II PBFs at IHME
Article 22 – Personnel Files
This article details personnel files. New language was added stating that departments and/or Hiring Units are responsible for the official personnel file of ASEs. UW Human Resources is responsible for the medical files of ASEs.
Next Steps
The next UW & UAW ASE bargaining session is scheduled for March 8, 2024.