Labor Relations

WFSE-PM Negotiations Recap for May 3, 2024

Background

This recap details the first session bargaining for the 2025-2027 collective bargaining agreement between the UW and WFSE-PM. The session was held online on May 3, 2024. Recaps are published online on the UW Labor Relations website.

WFSE Complete Initial Proposals

Article 7: Union Business Representatives– The Union proposed new language regarding recently hired employees in the bargaining unit. This proposal includes the following: All new employees would be informed of the Union’s role as the exclusive bargaining representative; the University would inform the Union of the new employee within seven (7) days of hire; the new employee would be provided a copy of the CBA by the University; the Union would be allowed thirty (30) minutes to present at New Hire Orientation (NEO) and, if there is no formal NEO, a Union representative or shop steward would be allowed to speak with the employee and have that time be considered time worked.

Article 14: Health and Safety– The Union proposed new language that would allow essential personnel to be assigned take-home vehicles at the discretion of the chief of police.

The Union also proposed new language that states that officers would be required to give consent before their photograph or identity is used by the University, and that such use could not be considered a condition of employment.

Article 18: Hours of Work and Overtime– The Union proposed that employees receive three (3) hours bonus pay when called back to work, an increase from the current two (2) hours.

Article 25: Wages and Other Pay Provisions– The Union proposed a change to the structure of the education incentive. Currently employees receive a payment of $1000 and $1200 annually for having bachelor’s degree or advanced degree, respectively. Under this proposal, employees would receive a percentage increase to their base pay of 2% for bachelor’s degrees and 3% for advanced degrees, instead of a lump sum annual payment.

The Union proposed an increase to the certified Armorer premium from 4% to 7.5%. The Union also proposed new language that certified instructor, other than FTO assignments, will receive a 7.5% premium on the entire shift if they spend at least four (4) hours of that shift providing training.

The Union proposed new language that if an employee has a bona fide requirement, as identified by the Chief, for regular use of more than one language, ASL, and/or Braille, the employee will receive premium pay two (2) steps above regular pay for that position.

The Union proposed that if employees are assigned to a shift in which the majority of time worked is between 5:00 pm and 7:00am, then they will receive a $2.50 per hour shift premium.

The Union proposed new language that employees preforming FTO duties would receive a three (3) step increase while working as an FTO.

The Union proposed new language which states that if other contracts are negotiated with the UW that exceed the financial parameters in this article, the higher amount will automatically apply. The Union clarified that this is intended for a comparison to the Teamsters contract only.

MOU: Retention Incentive Program– The Union proposed extending this MOU through June 30, 2027. The Union also proposed increasing the incentive from $2,000 to $3,000.

UW Complete Initial Proposals

Article 7: Union Business Representatives– The Employer proposed new language regarding Union Information Requests. This proposal states that information requests would be submitted to the Labor Relations Office, the request would include what information is being sought and why, and the request would not normally extend more than twenty-four (24) months prior to the date of the request.

Article 18: Hours of Work and Overtime– The Employer proposed that sick time off, vacation time off, and compensatory time off shall not be used for the purpose of calculating overtime.

Article 22: Grievance Procedure– The Employer proposed increasing the deadline to provide a written grievance response to the Union from five (5 ) to fifteen (15) calendar days for Step 1 grievances, and from ten (10) to thirty (30) days for Step 2 grievances.

The Employer proposed striking the language regarding grievances filed outside of the department in which the employee works, as there have been no known grievances of this type.

Lastly, the Employer proposed clarifying language on the arbitration process for grievances for disciplinary actions, discharge or termination, which would be administered by PERC using a list of designated arbitrators established in accordance with RCW 41.58.070. This proposal goes on to clarify that all other arbitrations would be administered by the PERC using a list of nine arbitrators from either Washington or Oregon.

Article 25: Wages and Other Pay Provisions– The Employer proposed to strike language stating that the Employer would negotiate with the Union over economics in the event the State appropriated general wage increases applied to the WFSE Master Contract.

MOU: Retention Incentive Program– The Employer proposed striking this MOU, as the University now has a policy for retention incentives.

MOU: Transportation–  The Employer proposed a new MOU stating that the Employer could make changes to transportation policy without bargaining with the Union, and the Union would have a standing committee seat on the University’s Transportation Committee.

On the following articles, the Employer proposed to maintain current contract language:

  • Article 1: Preamble
  • Article 2: Nondiscrimination
  • Article 3: Affirmative Action
  • Article 4: Management Rights and Responsibilities
  • Article 5: Joint Union/Management Committee
  • Article 6: Union Dues Deduction
  • Article 8: Union Business Activities – Leave
  • Article 10: Vacations
  • Article 14: Health and Safety
  • Article 15: Tuition Exemption
  • Article 16: Uniforms and Special Clothing
  • Article 17: Seniority and Layoff
  • Article 21: Discipline and Dismissal
  • Article 23: Employee Representation
  • Article 24: Performance of Duty
  • Article 26: Severability
  • Article 27: Health Care Benefits
  • Article 28: Mandatory Subjects
  • Article 29: Training and Development
  • Appendix II: Job Classifications

Tentative Agreements

The parties tentatively agreed to the following articles:

  • Article 9: Employee Rights– Changes are minor housekeeping edits, and removing the reference to implementing VEBA, as it has already been implemented.
  • Article 11: Sick and Bereavement Leave–This TA includes housekeeping edits throughout. In order to align with current University policy, inclement weather has been removed from the reasons an employee may use sick time off. Two new sections have been added to define “family member” for sick time off and distinguish that definition from the separate definition for bereavement time off. In alignment with new State law, the sick time off definition expands the use of sick time off to include any individual who regularly resides in the employee’s home with whom there is an expectation of care. Additionally, the TA captures the State’s expanded use of sick time off after the declaration of an emergency by a local or state government or agency, or by the federal government.
  • Article 12: Holidays– Changes are minor housekeeping edits only.
  • Article 13: Leaves of Absence– Changes include minor housekeeping edits. The Family and Medical Leave Act family member definition has been updated to refer APS 45.5.
  • Article 19: Contracting–The parties agreed to new language which states that the Employer will not contract out work that would lead to layoffs of bargaining unit employees. The Employer will provide bargaining unit members the first opportunity to volunteer for extra work before contracting out.
  • Article 20: Compensatory Time Off– The parties agreed to change the language regarding the cashing out compensatory time off for clarity. There is no change to the cash out process, which occurs annually on June 30.
  • Article 30: Duration– The parties agreed that the new CBA will become effective on July 1, 2025 and remain in place until June 30, 2027.
  • Appendix I: Pay Table– The parties agreed that the printed pay table would be removed from the contract, and instead a link would be added to the most current payscale table which can found on the UW Compensation site.
  • Appendix III: Health Care Benefits– The parties agreed that Appendix III will remain Health Care Benefits, and it currently acts as a placeholder until Healthcare Coalition Bargaining is completed. At that time, the most up to date Healthcare information will be in Appendix III.
  • MOU: Body Worn Cameras– This MOU provided provisions based on the implementation of Body Worn Cameras. As the cameras are now in place, and expansive policies have been agreed to by both parties, the parties agreed that this MOU is obsolete. This MOU has been stricken.
  • MOU: Salary Overpayment Recovery– This change was a minor housekeeping edit only, changing the name of the ISC to the University Payroll Office.

Next Steps

The next UW and WFSE PM bargaining session is scheduled for May 29, 2024.