Labor Relations

UW & UAW ASE Negotiations Recap for April 16, 2024

Background

This recap details the tenth 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

 

UW package proposal:

The Employer presented a comprehensive package that covered most of the outstanding articles and MOUs. As part of the package the Employer presented a counter on wages.

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 5%.
  • The minimum ASE hourly rate would be increased by 3%

Effective July 1, 2026:

  • The base rate would be increased by 5%.
  • The minimum ASE hourly rate would be increased by 3%

 

UAW ASE Counter Proposals

 

Article 33- Wages

The Union reasserted their compensation proposal from April 12, 2024 which 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 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 the Facilities Renovation fee, IMA bond fee, Sports Field Fee, and YMCA Fee in addition to the current waivers of the operating fee, building fee, technology fee. The Union also proposed that ASEs with less than 50% FTE appointments, including hourly ASEs, would receive a waiver of the building fee.

 

Article 20- Non-Discrimination and Harassment

In response to the Employer, the Union incorporated language proposed by the Employer that the equity survey would be subject to the University’s Policy on the Appropriate Collection and Use of Demographic Data for Job Applicants and University Personnel. The Union is proposing the University will be prepared to report, by request of the Union, on the number of formal claims regarding harassment and discrimination filed by members of the bargaining unit, the number of open formal claims regarding harassment and discrimination by members of the bargaining unit and data concerning the duration of the investigations concerning these formal claims regarding harassment and discrimination by members of the bargaining unit.

 

New Article- Immigration

In response to the Employer, 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, DACA, and/or F-1 or J-1 visa application processing fee, would be reimbursed by the University upon request and proof of payment. The Union lowered their proposal regarding the proposed new International Student Worker Assistance Fund from $137,500 per academic year to $100,00 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. The Union maintained their proposal that the Union 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.

 

Appendix I- GAIP

In response to the Employer, the Union is now only proposing increases in vision coverage. The rest of the appendix is being proposed as current contract language.

 

MOU- EPIC

In response to the Employer, the Union incorporated language proposed by the Employer that 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. The Union lowered their proposal regarding the number of EPIC trainers from nine 50% FTE ASE trainers to five 50% FTE ASE trainers. There are currently three 50% FTE ASE trainers.

 

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

Article 35- Workload

 

UAW package proposal:

Article 4 – Appointment and Reappointment Notification and Job Description

In response to the Employer, the Union proposed a summer appointment fund for non-open hire ASEs without a summer appointment. These ASEs would receive a stipend equivalent to their department’s rate during summer.

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

Article 16- Layoff

 

Tentative Agreements

Article 8 – Grievance Procedure

This article details the grievance procedure. New contract language was added to memorialize that the Labor Relations Office should be included on grievance filings. Grievance timelines were adjusted so now a grievance must be filed within 30 calendar days, the date of the meeting will be mutually agreed upon within 14 calendar days, and Labor Relations (or designee) will have 14 calendar days to issue a written response to the grievance. New language was added related to a new Step Three – Mediation.

 

Article 17- Leaves of Absence

This article details the rules and policies around leaves of absence.  New contract language was added updating the definition of family member section. New contract language was added 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.

 

Article 32- Vacation

This article details vacation accrual. New contract language was added to better clarify when eligible ASEs are awarded vacation time off.

 

New Article- Reasonable Accommodations

A new article details the current interactive reasonable accommodation process which is designed to explore reasonable accommodations for employees with medical conditions or disabilities.

 

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

MOU- Time Off Tracking in Workday

 

Next Steps

The next UW & UAW ASE bargaining session is scheduled for April 23, 2024.