University of Washington Human Resources

UW & UAW Postdocs Negotiations Recap for November 13, 2024

UAW Postdocs Initial Proposals

Article 32 – Compensation

The Union proposed to change the current pay structure which has one minimum of $68,460 for Postdoctoral Scholars and Postdoctoral Scholar Fellows and a different minimum of $56,484 for Postdoctoral Scholar Paid Directs, to an experience based scale that would be the same for all job titles. The proposed new scale would be:

Effective January 1, 2025, the minimum annual stipend/salary scale for all Postdoctoral employees:

The Union proposed that the scale would increase by 10% on January 1 of each consecutive year of this agreement. The Union proposed that all Postdoctoral Scholars receive no less than a three percent (3%) increase on the anniversary date of each year of their appointment.

The Union proposed that extramural agencies establish stipends at a rate less than the University established stipend/salary minimum, the University would provide a supplement such that the total stipend/salary is at least equal to the experience scale minimum in this article.

The Union proposed that Postdoctoral Scholar Fellows and Postdoctoral Paid Directs would receive a payment in the amount of 5% the total stipend/salary amount for each month period in the title of Postdoctoral Scholar Fellow and Postdoctoral Paid Direct. The stated intention of this payment is to support the Postdoctoral Scholar Fellow’s and Postdoctoral Paid Direct’s long-term financial planning.

Article 16 – Non-discrimination and Harassment

The Union proposed language to try and align the contract language with the UAW ASE contract, which included adding immigration status and citizenship to the list of protected classes. The Union also proposed a new section regarding remedies stating that the University would implement appropriate remedies if a complaint and/or grievance is sustained.

Article 17 – New Employee Orientation

The Union proposed that the University would notify any employee who had not attended a new employee orientation within 90 days of their start date of their right to a Union informational session and would notify the Union of requests for informational sessions. Also, the Union proposed that new employee orientation materials would be made available in the primary language of Postdoctoral Scholars and the Postdoctoral Scholars would be able to request an interpreter for new employee orientations.

Article 24 – Time Off and Leave

The Union proposed that the University would provide Postdoctoral Scholar Fellows and Postdoctoral Scholar Paid Directs paid time off, such that the total paid time off is equivalent to that provided by the Washington State Family and Medical Leave Program to the Postdoctoral Scholars.

Article 36 – Reasonable Accommodations

The Union proposed language to try and align the contract language with the UAW ASE contract and the UAW RSE contract, including sending an annual communication to managers regarding their role in the accommodation process and that the University would respond to completed accommodation requests as soon as possible. The Union proposed new language regarding the alternative job search process.

MOU – Empowering Prevention and Inclusive Communities (EPIC) Training

UAW proposed to increase the number of Postdoc employees hired to jointly administer the EPIC training with the University from three .2 FTEs to either one 1.0 FTE or two .5 FTE.

UAW proposed to keep the following articles current contract language:

Article 6 – Corrective Action and Dismissal

Article 11 – Individual Development Plans and Progress Assessments

Side Letter A- Workday Rosters/Reports

UW Counter Proposals

Article 33 – Workspace and Materials

In response to the Union, the University proposed to incorporate much of the language proposed by the Union. The Union and the University’s language is nearly aligned.

UAW Postdocs Counter Proposals

Article 33 – Workspace and Materials

The Union agreed to all of the University’s language with the addition of services to the list of things Postdoctoral Scholars have access to in order to complete their assigned work.

Article 1 – Purpose and Intent

In response to the University, the Union proposed to keep current contract language.

Tentative Agreements

Article 28 – Travel Pay

This article details travel related reimbursement. 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 35 – Military Leave

This article details military leave. The reference to Office of Academic Personnel was updated to UWHR and their website was listed

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

Article 12 – Intellectual Property and Academic Rights

Article 26 – Training

Article 30 – Union Security

Next Steps

The next UW & UAW Postdocs bargaining session is scheduled for November 20, 2024 and will be held virtually.