Labor Relations

UW & UAW ASE Negotiations Recap for April 5, 2024

Background

This recap details the eighth 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.

UW Counter Proposals

Article 33- Wages

The Employer’s compensation proposal included the following:

Effective July 1, 2024:

  • The base rate would be increased by 4%.
  • The minimum ASE hourly rate would be increased by 3%

Effective July 1, 2025:

  • The base rate would be increased by 3%.
  • The minimum ASE hourly rate would be increased by 3%

Effective July 1, 2026:

  • The base rate would be increased by 3%.
  • The minimum ASE hourly rate would be increased by 3%

 

Article 5- Childcare

In response to the Union, the Employer proposed to increase the University’s childcare subsidy currently available to all eligible ASEs from $1,350 per quarter to $1560 per quarter.

 

Article 8 – Grievance Procedure

In response to the Union, the Employer lowered their proposal from 30 calendar days to 21 calendar days for the amount of time to issue a written step two response following a grievance meeting.

 

Article 17- Leaves of Absence

In response to the Union, the Employer proposed that Personal Holidays could be used in four hour increments (or pro-rated hours based on FTE) for pay in lieu of leave without pay for a reasons of faith or conscience. This update brings the language into consistency with the number of hours most ASEs eligible for a personal holiday receive.

 

Article 27- Travel

In response to the Union, the Employer added language that the University would make a reasonable effort to provide direct departmental payment of allowable expenses for approved business-related travel, consistent with the University of Washington Administrative Policy Statements, Section 70 and/or departmental policy.

 

Article 29- Union Rights

The Employer proposed language to better align the contract language with the contents of the roster reports sent after every pay period to the Union.

 

MOU- Immigration Status and Work Authorization

In response to the Union’s new proposed article regarding immigration, the Employer proposed that a representative of the University’s International Student Services (ISS) office would be included in the up to four times per calendar year meetings designed to discuss issues arising from academic student employment, immigration status, and work authorization.

 

In response to the Union, the Employer proposed to keep the following articles current contract language:

Article 7- Fee and Tuition Waivers

Article 13- Insurance Programs

Article 16- Layoff

Article 30- Union Security

 

In response to the Union, the Employer reasserted the following articles:

Article 4 – Appointment and Reappointment Notification and Job Description from March 26, 2024.

Article 14 – Job Posting from February 27, 2024.

Article 32- Vacation from March 22, 2024.

Article 35- Workload from March 22, 2024.

Appendix I- GAIP from March 22, 2024.

New Article- Reasonable Accommodations from March 26, 2024.

 

In response to the Union, the Employer rejected the following articles:

New Article- Immigration.

New Article- Relocation Stipend

New MOU- Transitional Funding Program

 

UAW ASE Counter Proposals

Article 33- Wages

The Union’s compensation proposal included the following:

Effective July 1, 2024:

  • The base rate would be increased by 56%.
  • The variable rate would be increased by 20%. 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 18% more than the minimum wage in Seattle.

Effective July 1, 2025:

  • The base rate would be increased by 6%.
  • The variable rate would be increased by 5%. 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.

Effective July 1, 2026:

  • The base rate would be increased by 6%.
  • The variable rate would be increased by 5%. 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 25% more than the minimum wage in Seattle.

 

Article 5- Childcare

In response to the Employer, the Union proposed the University’s childcare subsidy currently available to all eligible ASEs would be 1x the monthly tuition for infants at Radford Court per quarter. The Union proposed to raise the maximum cap the University would spend on ASE childcare expenses from $70,200 to $100,000 per year.

 

Article 7- Fee and Tuition Waivers

In response to the Employer, the Union proposed ASEs with a 50% FTE appointment or greater would receive a waiver of all student fees. The Union also proposed that ASEs with less than 50% FTE appointments, including hourly ASEs, would receive a waiver of the operating fee, building fee, and technology fee.

 

Article 8 – Grievance Procedure

In response to the Employer, the Union incorporated language proposed by the Employer to include the Labor Relations Office (laborrel@uw.edu) email on communications.

 

Article 17- Leaves of Absence

In response to the Employer, the Union lowered their proposal for the amount of sick time salaried ASEs whose appointment is 50% FTE would receive from 48 hours per year to 40 hours per year.

 

Article 27- Travel

In response to the Employer, the Union incorporated language proposed by the Employer that the University would make a reasonable effort to provide direct departmental payment of allowable expenses for approved business-related travel. The Union is maintaining their proposal that reimbursements would be processed within thirty days of submission of all required reimbursement forms and receipts.

 

New Article- Immigration

The Union made edits to their proposed new article that would focus on international students. The Union is now proposing ASEs who received a commitment of support at the time of admission and have paid a SEVIS, OPT, AT, DACA, and/or other visa fee would be reimbursed by the University upon request and proof of payment. This would include renewal fees and associated travel costs. This would include ASEs’ family members and dependents. The Union lowered their proposal regarding the proposed new International Student Worker Assistance Fund from $200,000 per academic year to $137,500 per academic year. The Union maintained their proposal that the University would provide paid immigration leave for appointments and/or proceedings related to immigration or citizenship status of an ASE or a family member or dependent and to enable eligible ASEs to vote in non-U.S. elections. In response to the Employer, the Union proposed that UAW and the University, including a representative of the University’s International Student Services (ISS) office, would meet upon request up to four times per calendar year to discuss issues arising from academic student employment, immigration status, and work authorization.

 

New Article- Reasonable Accommodations

In response to the Employer, the Union incorporated language proposed by the Employer around providing guidance and training to employing schools or colleges and/or appointing units as needed about ADA compliance and compliance with the provisions of this Article, and best practices for interacting with employees with disabilities.

 

Appendix I- GAIP

In response to the Employer, the Union proposed to lower their proposal regarding the amount the Employer would pay for the healthcare premium of non-child dependents from 80% to current contract language 65%. The Union proposed to lower their proposal regarding out-of-pocket maximums.  The Union proposed to lower their proposal regarding sealants so it is closer to current contract language. The Union otherwise maintained their previous proposal.

 

UAW package proposal:

 

Article 15- Job Titles and Classifications

In response to the Employer, the Union incorporated language proposed by the Employer around aligning terminology with Workday and adding additional job profiles to align with the new language proposed in Article 25- Summer Non-registered Graduate Research Student Assistants.

 

UAW reasserted the following article:

Article 21- Parking and Transit from March 26, 2024. The Union is proposing that non-registered ASEs are provided with a fully-subsidized temp transit pass during summer quarter.

 

Article 25 – Summer Non-registered Graduate Research Student Assistants

In response to the Employer, the Union incorporated language proposed by the Employer around expanding the non-registered research student assistants during summer quarter only to now include non-registered teaching student assistants, staff assistants and predoctoral instructors.

 

Tentative Agreements

Article 12- Intellectual Property and Scholarly Misconduct

This article details the policies related to Intellectual Property and Scholarly Misconduct. A new section was added detailing that employee contributions to their scholarship shall be appropriately recognized. It also details that publication credits shall accurately and appropriately reflect the contributions and work of the individuals involved as determined by the University.

 

Next Steps

The next UW & UAW ASE bargaining session is scheduled for April 12, 2024.