Teamsters 117 Negotiations Recap for June 5, 2024
Background
This recap details the fourth bargaining session for the 2025-2027 collective bargaining agreement between the UW and Teamsters 117. The session was held online on June 5, 2024. Recaps are published online on the UW Labor Relations website.
Union Counter Proposal
Union What-If Package Proposal:
The Union presented a What-If package proposal including Articles 7, 9, 11, 13, 15, 16, 19, 20, 25 and Appendix A.
In this proposal, Articles 7 and 16 would remain current contract language. Article 11 would include a minor housekeeping edit only.
The package also includes counter proposals on the following articles:
Article 9: Sick Time Off– In this proposal, the Union would accept the additional language that addresses recent legislative changes that expand the use of sick time off after the declaration of an emergency by a local or state government or agency, or by the federal government.
The Union did not accept the Employer’s proposed clarifying language on the use of sick time off due to inclement weather.
Article 13: Uniforms/Personal Items– The Union’s counter proposal accepts the Employer’s proposal that officers would be given a jumpsuit after the completion of the FTO program, which was previously after the completion of probation. The Union maintained the rejection of the reduction of shirts, trousers, and ammunition holders issued. The Union rejected the boots/shoes allowance proposed by the Employer and the proposed increase to the non-uniformed assignment clothing allowance. The Union also rejected the Employer’s proposal on the reimbursement cap on the damage of personal items while on duty.
The Union proposed that uniformed officers would receive a $300 allowance for non-uniform work clothes, a reduction from the previous $700 proposal.
Article 15: Hours Of Work And Overtime– In response to the Employer, the Union proposed that if the University utilizes officers outside the bargaining unit for special events, all bargaining unit employees working that event will receive the highest contracted rate of pay, if that rate is higher than the contractual wage minimums.
Article 20: Longevity And Premiums– In this package proposal, the Union would withdraw its proposal to add associate’s degrees to the educational incentive. The Union reasserted its proposed increase to the educational incentive of 4% and 6% for bachelor’s and advanced degrees.
Article 25: Wages– In this package, the Union proposed a 10% increase on July 1, 2025 and a 10% increase on July 1, 2026. This is a change from the Union’s previous proposal of 19% and 7%.
Appendix A: Health Care Benefits– The Union proposed Appendix A 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 would be in Appendix A. The Union withdrew the language on VEBA.
Employer Counter Proposal
Employer What-If Package Proposal:
The Employer presented a What-If package proposal including Articles 7, 9, 11, 13, 15, 16, 19, 20, 25, Appendix A, and new MOUs “MOU Retention Incentive and Holiday Credit Cashout” and “MOU Long Term Services and Supports”.
In this package proposal, Articles 15 and 19 would remain current contract language. In this package, the Employer proposes the Union withdraw the new “MOU Long Term Services and Supports.”
In this package proposal, Appendix A Health Care Benefits, would be the Employer’s Initial Proposal from April 17, 2024. In this proposal, Appendix A 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 would be in Appendix A.
This package includes the Employer’s proposals from April 24, 2024 for the following articles: Article 13 Uniforms and Personal Items and Article 20 Longevity and Premiums.
This package includes the Employer’s proposals from April 30, 2024 for the following articles: Article 7 Union Business Activities Absences; Article 9 Sick Time Off; Article 11 Holidays.
The package also includes counter proposals on the following articles:
Article 16: Compensatory Time Off– In response to the Union, the Employer withdrew its proposal on the accrual/accumulation of compensatory time and the order in which compensatory time would be used in relation to other leave types. The Employer reasserted that employees would not be allowed to cash out up to 100 hours of compensatory time twice annually.
Article 25: Wages– In this package, the Employer proposed a 5% increase on July 1, 2025 and a 4% increase on July 1, 2026. This is a change from the Employer’s previous proposal of 4% and 4%.
MOU Retention Incentive and Holiday Credit Cashout (NEW)– The Employer proposed a new MOU in this package. The Employer would offer a retention incentive of $2,000 to officers who have not already received a sign-on bonus in the past 12 months, in accordance with the University’s retention incentive policy. This MOU also includes new language that all holiday credit would be cashed out on September 1, 2025.
Next Steps
The next UW and Teamsters 117 bargaining session is scheduled for June 12, 2024.