UW & UAW ASE Negotiations Recap for April 12, 2024
Background
This recap details the ninth 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 5%.
- 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 8 – Grievance Procedure
In response to the Union, the Employer proposed that either party may skip step three mediation and the cost of the mediation, if applicable, would be shared equally by the parties. Small housekeeping edits were made to reflect that step 3 mediation may now be skipped.
New Article- Reasonable Accommodations
In response to the Union, the Employer proposed that a department can explore if a temporary work adjustment is reasonable prior to an accommodation being implemented. The Employer maintains their proposal to include language that an ASE who is unable to perform the essential functions of their position due to disability may be separated from service after the Employer has made good faith efforts to reasonably accommodate the employee’s disability in accordance with applicable state and federal law.
MOU- EPIC
In response to the Union, the Employer added language stating the University and the Union would meet during summer quarter to discuss the goals, including the training plan, of the EPIC program for the upcoming academic year.
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 50%.
- The variable rate would be increased by 12%. 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 15% 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 5% 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 5% more than the minimum wage in Seattle.
Article 8 – Grievance Procedure
In response to the Employer, the Union agreed to remove the language regarding the regularly scheduled arbitration hearings that was previously a part of the contract. The Union is proposing 30 calendar days to file a step one or step two grievance.
UAW package proposal:
In response to the Employer, the Union proposed to keep the following articles current contract language:
Article 13- Insurance Programs
Appendix I- GAIP
In response to the Employer, the Union proposed to lower their proposal regarding increases in vision and prescription drug coverage. The rest of the appendix is being proposed as current contract language.
Tentative Agreements
Article 14 – Job Posting
This article details job posting. Language was updated to include “Handshake” in the list of University websites where open hire ASE positions are posted. Language was added 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. Pay range was added to what must be on all job postings.
Article 27- Travel
This article details business related travel expenses and travel related reimbursement. Language was added stating the University shall 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. Language was added stating the University will make a good faith effort to process reimbursements within 30 days of submission of all required reimbursement information, forms and receipts.
Article 29- Union Rights
This article details what information the Union is provided after each pay period. The language was updated to better align the contract language with the contents of the roster reports sent after every pay period to the Union.
Article 36- Workspace and Materials
This article previously had a tentative agreement and was reopened to add language regarding non-travel related reimbursements. Language was added stating the University will make a good faith effort to process reimbursements within 30 days of submission of all required reimbursement information, forms and receipts.
UAW and UW agreed to maintain current contract language on the following articles:
Article 30- Union Security
Next Steps
The next UW & UAW ASE bargaining session is scheduled for April 16, 2024.