UW & UAW Postdocs Negotiations Recap for December 19, 2024
Background
This recap details the seventh session of the negotiation for the collective bargaining agreement between the UW and UAW Postdocs. Recaps are published online on the UW Labor Relations website.
UW Initial Proposals
UW proposed to keep the following articles current contract language:
Article 5 – Childcare
Article 19 – Professional Development and Career Counseling
UW Counter Proposals
New MOU – Professional Development
In response to the Union, the Employer proposed to keep Article 19 – Professional Development and Career Counseling as current contract language and instead add a new MOU regarding professional development. The Employer proposed that effective no later than July 1, 2025, the Employer would begin development and implementation of the following, which may include:
- A centralized website of professional development resources and services available to postdoctoral scholars.
- A twice-yearly newsletter with current and upcoming professional development opportunities for postdoctoral scholars.
- A program for the professional development of postdoctoral scholars, including but not limited to, career development programs and workshops, coaching by trained professionals, networking opportunities, and tools and resources.
- Best practices to strengthen mentorship for postdoctoral scholars.
MOU – Immigration Status and Visas
In response to the Union, the Employer proposed to increase the number of calendars days the department would, if possible, hold open the Postdoctoral Scholar position if the Employer is not able to continue to lawfully employ a Postdoctoral Scholar as a result of the Postdoctoral Scholar’s immigration status from 15 days to 30 days. The ability to hold open the Postdoctoral Scholar position and any determination of whether to re-employ a Postdoctoral Scholar is not subject to the grievance process.
UAW Postdocs Counter Proposals
Article 32 – Compensation
In response to the Employer, the Union changed their proposal to:
Effective January 1, 2025, a minimum of $80,098 for all job titles.
The Union proposed that the minimum 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 two percent (2%) increase on the anniversary date of each year of their appointment.
The Union proposed when 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 5 – Childcare
The Union reiterated their proposal to increase the University’s Postdoctoral Scholar childcare fund, that assists in childcare expenses, to $150,000 per year up from $75,000 per year. The Union proposed that the Employer would provide a 10% discount to all Postdoctoral Scholars to for local area childcare facilities for full time daycare services. The Union proposed that the Employer would provide 50 hours of care at a local childcare facility for the purpose of childcare emergencies, per year, for each Postdoctoral Scholar.
Article 24 – Time Off and Leave
The Union agreed to much of the Employer’s proposal except they proposed to expand the reasons you can use Unpaid Family and Medical Leave to include:
- Caring for your own or family member’s serious health condition.
- Bonding with a newborn, newly adopted or foster child.
- Following the death of a child when you expected to use leave for the child’s birth or to bond after birth or placement.
MOU – Immigration Status and Visas
In response to the Employer, the Union changed their proposal from, the Employer would reimburse up to $2,000 per request for any costs related to visa processing to instead be, the employer would reimburse cost of insurance plans required to maintain visa status, H-1B/TN I-539 filing fee for dependents and employment authorization document filing fees for dependents.
The Union proposed to maintain much of their previously proposed language.
New MOU – Professional Development
The Union agreed to much of the Employer’s proposal with the addition of reasserting their proposal that the Employer provide one-on-one professional development support for Postdoctoral Scholars, including support for identifying career options, developing and improving professional skills/materials, and identifying secondary mentors, to the list of things the Employer would begin development and implementation of.
UAW proposed to keep the following articles current contract language:
Article 23 – Time and Effort Commitment
UAW Postdocs Initial Proposals
MOU – Overtime
The Union proposed to maintain all of the original current contract language with a small date update.
Tentative Agreements
Article 1 – Purpose and Intent
Language was added that all requests for information regarding the bargaining unit by the Union will be submitted in writing to the Office of Labor Relations (laborrel@uw.edu). Requests will clearly identify what information is being sought and include the reason for the request.
Article 11 – Individual Development Plans and Progress Assessments
Language was added that the Supervisor would review the individual development plan (IDP) to ensure the IDP is clear about research goals, general professional development needs and career objectives, taking into account funding source requirements and limitations, as well as effort reporting. The Supervisor would provide advice about possible revisions as needed.
MOU – Empowering Prevention and Inclusive Communities (EPIC) Training
Language was added to reflect the RSE and ASE contract that the Employer will provide for a total of four (4) .2 FTE Postdoctoral Scholar and RSE appointments/assignments trainers per calendar year. These slots may be filled by either Postdoctoral Scholars or RSEs and the trainers may train both Postdoctoral Scholars and RSEs. If unfilled, two (2) of the total four (4) .2 FTE Postdoctoral Scholar and RSE appointments/assignment, may be combined and offered as one (1) Postdoctoral Scholar appointment at .4 FTE as determined by the Employer. One .5 FTE ASE position may be used to fill two (2) of the four (4) – .2 FTE RSE and/or Postdoc EPIC training positions when the RSE and/or Postdoc positions are unfilled. The University and the Union will meet within 90 days of ratification to discuss the goals, including the training plan, of the EPIC program for the upcoming year.
UAW and UW agreed to maintain current contract language on the following articles:
Article 19 – Professional Development and Career Counseling
Next Steps
The next UW & UAW Postdocs bargaining session is scheduled for January 8, 2025 and will be held virtually.