Category: American Federation of Teachers

Background

This recap details the June 22, 2022 seventh virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and AFT. Recaps are published online on the UW Labor Relations website.

Tentative Agreements

The parties tentatively agreed on new language for the following provisions:

Article 5 – Non-Discrimination
New language protects employees against discrimination on the basis of citizenship, pregnancy status, genetic information, union activities, and union membership status.

Article 15 – Leaves of Absence
Language was updated to clarify use of time off for medical emergencies and bereavement, FMLA calculations, the application of healthcare benefits during Washington State Paid Family and Medical Leave, and the definition of Emergency Childcare.

MOU – Work Assignment Roster
Language was modified to clarify how work may be assigned to retired Extension Lecturers based on the Work Assignment Roster.

Union Counter-Proposals

The Union presented an updated package proposal regarding the language of Article 9, Article 10, and Article 16 as follows:

• Article 9 – Work Assignment Roster
  The Union reasserted their proposal to allow 9-month academic year appointments of 33% or greater. The Union accepted the Employer’s proposal to temporarily lengthen the amount of time that an Extension Lecturer can be away from employment, then return to the Extension Lecturer position without completing a new probationary period and proposed that, upon return, the employee’s place on the Work Assignment Roster would be determined by their initial placement on the Work Assignment Roster.
• Article 10 – Separation
  The Union maintained their position that layoffs not be limited to Annual Contract holders and agreed to the Employer’s proposal that that, if layoffs are expected that would result in a reduction of the bargaining unit by 25% or more, the Employer must meet with the Union at least 45 days prior to the start of the upcoming academic quarter.
• Article 16 – Job Descriptions and Workload
  The Union maintained their proposal that completion of required trainings be paid as a non-curricular project for Extension Lecturers who are in positions of less than 100% FTE. The Union agreed to the Employer’s proposal that annual contract holders would need pre-approval to work less than their assigned FTE or to work for other departments, but added that reassigned time is included in the calculation.

The Union also proposed language changes to individual articles as follows:

Article 21 – Compensation
The Union maintained their previous proposal regarding all Compensation amounts. The Union agreed to the Employer’s proposal to remove AEP placement ratings and to add ENGL 105 rater training/calibration to the list of hourly paid work. The Union modified their previous proposal for salary increase eligibility to state that an Extension Lecturer must have worked 33% or more per quarter for at least three quarters during the annual review cycle.

Employer Counter-Proposals

The Employer responded to the Union’s proposal as follows:

Article 21 – Compensation
The Employer maintained their previous proposal regarding Compensation amounts with the exception of proposing to increase minimum monthly salary amounts by 5% as follows:

• For 0-10 years of experience, an increase from $3960/month to $4158/month
• For 10-15 years of experience, an increase from $4070/month to $4274/month
• For 15 years of experience or more, an increase from $$4290/month to $4640/month

Next Steps

AFT and UW bargaining teams are deciding upon a date for the next discussion regarding CBA negotiations.

Background

This recap details the May 25 virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the American Federation of Teachers. Recaps are published online on the UW Labor Relations website.

AFT Counter Proposals

Article 4 – Union Rights

The Union rejected the Employer’s proposal to strike language regarding reassignment time, which states that during Summer, Autumn, Winter, and Spring Quarters, one Union representative will receive 33% paid reassigned time.

Article 15 – Leaves of Absence

In response to the Employer’s proposals, the Union proposed that during approved Paid Family and Medical Leave (PFML) the employee would not be required to use paid leave to receive healthcare benefits. The Union also proposed to add “any urgent parental duty” to the definition of childcare emergency. The Union rejected the Employer’s proposals to cite relevant administrative policy statements and laws.

Article 18 – Professional Development

The Union proposed that during Autumn and Spring Quarters, one day of classes will be canceled as needed to allow all Extension Lecturers to attend a professional in-service program. The Employer’s last proposal stated that classes may be canceled, rather than “will be canceled as needed.”

Article 19 – Performance

In response to the Employer’s proposal, the Union proposed that if changes to the Observation Report Form are necessary, the changes would be agreed to—rather than discussed—in a Labor Management Committee meeting. The Union accepted the Employer’s proposal that the Senior Director would contact the Extension Lecturer to acknowledge submission of their performance appraisal, rather than automatically meet. In exchange, the Union proposed that the contact acknowledging the submission would include an offer of a face-to-face meeting.

Side Letter – UPASS

The Union accepted the Employer’s proposal to add language stating that employees are responsible for ending payroll deductions for the UPASS and that no refunds for those deductions would be processed. In exchange, the Union proposed that all bargaining unit employees with an active appointment would not be charged a fee for the UPASS, rather than only those with an active appointment of at least 33% FTE.

UW Counter Proposals

Article 5 – Non-discrimination

In response to the Union, the Employer maintained its proposal to clarify that the status listed as protected from discrimination are covered by Executive Order No. 31 (EO No. 31). As a result, while the Employer accepted the Union’s proposal that union status should not be a basis for discrimination or harassment, the Employer proposed to add this language separately from the language describing status protected by EO 31 (as union status is not protected by EO 31). The Employer additionally added languages clarifying that only discrimination complaints for statuses protected by EO 31 could file complaints with the University Complaint Investigation and Resolution Office (UCIRO).

Article 13 – Personnel Files

The Employer accepted the Union’s proposal that notice of the disposition of personnel files would be sent 30 days prior to their disposition. In response to the Union’s proposal, the Employer proposed that this notice would contain an offer of the option to request a copy of the expiring file by the indicated date.

Next Steps

The next AFT and UW bargaining session is scheduled for Monday, June 6, 2022, and will be held virtually.

Background

This recap details the third virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the American Federation of Teachers. Recaps are published online on the UW Labor Relations website.

Tentative Agreements

The parties tentatively agreed to maintain current contract language on the following provisions:

• Article 1 – Recognition

The parties tentatively agreed to housekeeping updates on the following provisions:

• Article 6 – Probationary Period
• Article 7 – Grievance and Arbitration Procedures
• Article 11 – Reassigned Time, Lead Teacher and Specialist Positions
• Article 14 – Corrective Action/Formal Discipline

The parties tentatively agreed to strike the following out-of-date Memoranda of Understanding:

• MOU A – Wages
• MOU B – Lump Sum Payment
• MOU C – Contract Extension

AFT Counter Proposals

Article 13 – Personnel Files

In response to the Employer’s proposal, the Union proposed to maintain language stating that materials in the Annual File would be returned to the individual after three years. The Union accepted the Employer’s proposal that materials in the Annual File would be dispositioned by the Employer after three years (ie, after the materials are provided to the employee). The Union also accepted the Employer’s language regarding additional materials included in the Head File.

UW Initial Proposals

Article 9 – Work Assignment Roster

Annual Contracts
The Employer proposed to add language clarifying that an annual contract is a 100% FTE in the nine-month academic year. Additionally, the contract currently states that annual contracts will be awarded to 75% of the pool of IELP Extension Lecturers; the Employer proposed that those contracts would be awarded when enrollments are sufficient to support annual contracts.

Breaks in service
The Employer proposed that Extension Lecturers in unpaid status for more than two years would be removed from the Work Assignment Roster.

Advanced Extension Lecturer Responsibilities
To the responsibilities of advanced extension lecturers currently listed in the contract, the Employer proposed to add the following responsibilities: review Canvas course pages, and archive/organize materials in course folders on SharePoint.

Article 16 – Job Descriptions/Workload

Job responsibilities
To the responsibilities of Extension Lecturers currently listed in the contract, the Employer proposed to add completion of the Title IX training as another example of training required as part of the core job responsibilities.

Calendar
The Employer proposed that the dates for the Academic English Program would adhere to the academic calendar. The Employer also proposed that the IELP Director or designee would communicate with Union representatives during the time the calendar is being developed to discuss options, rather than meet with Union representatives, as current language states.

Voluntary change in workload
The Employer proposed to clarify that the only Extension Lecturers that need to request pre-approval from the Senior Director to work less than 100% FTE or to work for other UW departments are Extension Lecturers with an annual contract. 

Article 18 – Professional Development

The Employer proposed to strike language stating that the Senior Director needs to obtain budget approval from the Vice Provost of Continuum College for Professional Development requests exceeding $1,000 per fiscal year.

UW Counter Proposals

Article 13 – Personnel Files

In response to the Union, the Employer proposed that prior to the expiration of the three-year period for retention of materials in the Annual File, a copy of those materials would be provided to the employee upon request. The Employer also proposed to strike language stating that materials removed from a personnel file could be archived outside of the personnel files.

Article 19 – Performance Appraisals

In response to the Union’s proposal the teaching observations would be conducted every five years for Extension Lecturers with more than 12 years of teaching experience in IELP, the Employer proposed that teaching observations would be conducted every four years for Extension Lecturers with more than 10 years of teaching experience in IELP. The Employer also proposed that the Senior Director would contact, rather than meet, the Extension Lecture to acknowledge the submission of the PAS Annual Report.

Next Steps

The next AFT and UW bargaining session is scheduled for Wednesday, May 18, 2022 and will be held virtually. The parties have agreed that all initial proposals will be presented by both parties by the end of this session.

Background
This recap details the June 6, 2022 sixth virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and AFT. Recaps are published online on the UW Labor Relations website.

Tentative Agreements
The parties tentatively agreed on new language for the following provisions:

Article 13  – Personnel Files
New language adds leave-without-pay requests, updated appointment letters, and verifications of employment to the types of documents included in the Head File. Language describing the records retention process for the Annual File was changed to indicate that, after a period of 3 years, Annual File documents are to be dispositioned by the Employer rather than given to the employee, but that prior to doing so, the Employer will notify the employee of the documents’ upcoming expiration, and the employee will have an opportunity to request a copy the expiring documentation. Language was also added to indicate that, during the 3-year retention period, employees may request the removal or correction of documents or submit a written rebuttal to any documentation that they find objectionable within the Annual File.

Article 18 – Professional Development
Language regarding additional approvals for professional development requests over $1000 was removed. Language requiring the cancellation of class days to accommodate professional in-service programs in Autumn and Spring was updated with the phrase “as needed.” Gender-neutral language was incorporated.

Article 19 – Performance Appraisal
Language was added to lengthen the time between Teaching Observations for Extension Lecturers with over 10 years of experience in IELP.  New language also specifies that Teaching Observations are to occur in classroom-based in-person and synchronous online courses only. Language requiring the Senior Director to meet with an Extension Lecturer regarding Performance Appraisals was changed to language instructing the Senior Director to offer a meeting to the Extension Lecturer.  Master Teacher was updated to “Teacher training support for MATESOL students” as a potential contribution to the department in the “Exceeds Expectations” category of performance outcomes.

Proposals and Counter-Proposals

The Union and Employer exchanged proposals to change the language of Article 9 – Work Assignment Roster, Article 10 – Separation, and Article 16 – Job Descriptions and Workload as package proposals as follows:

• Article 9 – Work Assignment Roster
  The Union reasserted their proposal to allow 9-month academic year appointments of less than 100% FTE and specified that they could be 33% or greater. They maintained their proposal that employees who leave UW employment, then return to Extension Lecturer positions after 5 years or less would stay on the Work Assignment Roster and not repeat a probationary period. In response, the Employer proposed that 9-month academic year appointments be 50% FTE or greater. They proposed the addition of language specifying that annual contract awards would be based on logistics and anticipated course offerings and changed the requirement that 75% of the pool be awarded annual contracts if eligible to state that efforts would be made to award annual contracts to 75% of the pool. The Employer proposed that, prior to June 16, 2025, employees who leave UW employment, then return to Extension Lecturer positions after 5 years or less would stay on the Work Assignment Roster and not repeat a probationary period, but that after that date, the time period would return to 3 years. The Employer also proposed keeping language from the MOU regarding Work Assignment Roster  in the MOU rather than moving it to Article 9.
• Article 10 – Separation
  The Union agreed to the Employer’s proposed definition of “layoff,” and the removal of language regarding Designated Subs. The Union maintained their position that layoffs not be limited to Annual Contract holders and proposed new language specifying that, if layoffs are expected that would result in a reduction of the bargaining unit by 15% or more, the Employer must meet with the Union at least 60 days prior to the start of the upcoming academic quarter. The Employer maintained their proposal that layoffs only apply to Annual Contract holders and counter-proposed a that the Employer meet with the Union no less than 45 days prior to the start of the upcoming quarter if layoffs are expected that would result in a reduction of the bargaining unit by 25% or more.
• Article 16 – Job Descriptions and Workload
  • Job responsibilities
    The Union counter-proposed that completion of Title IX training paid as a non-curricular project for Extension Lecturers who are in positions of less than 100% FTE. The Employer maintained their proposal that Title IX training be considered a core job responsibility for all Extension Lecturers and should not be paid separately.
  • Calendar
    The Union proposed a language setting up a Joint Labor Management meeting for the discussion of calendar options, and the Employer agreed to the inclusion of this language.
  • Voluntary change in workload
    The Union maintained their proposal to clarify that the only Extension Lecturers that need to request pre-approval from the Senior Director to work less than 100% FTE are Extension Lecturers with a 100% annual contract. In response, the Employer proposed modifying the language to state that annual contract holders would need pre-approval to work less than their assigned FTE or to work for other departments.

The Union and Employer also proposed language changes to individual articles as follows:

Article 5 – Non-Discrimination
The Union and Employer proposed different changes to the language to best clarify which complaints may be submitted or filed with UCIRO under Executive Order 31.

Article 15 – Leaves of Absence
The Union proposed an addition to the language to clarify that sick leave is not required to be used in order to maintain benefits during PFML leave that also qualifies for FMLA.

Article 21 – Compensation
The Employer presented their an initial proposal updating pay rates with the following changes:

• Substitute Teaching: an increase from $70/hour to $73/hour
• Test Proctoring: an increase from $35/hour to $36.50/hour
• Test Rating: a general increase from $70/hour to $73/hour with specific increases to each type of test
• BEIC interviews to be removed from the list of paid work
• Lectures in IELP courses:
  • A lecture prepared in advance: an increase from $140/hour to $146/hour
  • A videotaped exam lecture: an increase from $140/hour to $146/hour
  • A non-prepared Q&A session: an increase from $70/hour to $73/hour
• Non-curricular projects: an increase from $35/hour to $42.50/hour
• An added category of pay for ENGL 105 rater training/calibration at $73/training cycle that is successfully completed and passed
• Lead Teacher pay: an increase from $1300/quarter to $1350/quarter
• Minimum monthly salary: for 0-10 years of experience, an increase from $3960/month to $4079/month; for 10-15 years of experience, an increase from $4070/month to $4192/month; and 15 years of experience or more, an increase from $$4290/month to $4419/month.

The Employer also proposed that, if the contract is ratified on or before August 1, 2022, Extension Lecturers will be eligible for merit increase if they have letters of appointment, have completed their Probationary Period, have worked at 33% FTE or more for 3 of the 4 quarters during the annual review cycle in approved UW English language-related programs, have submitted a PAS report, and who have conducted Instructor and Course Evaluations as required. If the contract is ratified after August 1, 2022, these requirements would apply to an Extension Lecturer’s eligibility for merit increases in 2023, and the following stipulations would be needed to be eligible for merit increases for 2022:  Instructors who have letters of appointment, have completed their Probationary Period, have worked at 50% FTE or more for 3 of the 4 quarters during the annual review cycle in approved UW English language-related programs, have minimum performance-based standards, have submitted a PAS report, and who have conducted Instructor and Course Evaluations as required. The employer added language that, based on these criteria, retired Extension Lecturers would become eligible for merit increases in 2022 if the contract is ratified on or before August 1, 2022 or in 2023 if the contract is ratified after August 1, 2022.

 

Next Steps

The next AFT and UW bargaining session is scheduled for Wednesday, June 22, 2022 and will be held virtually.

Background
This recap details the fourth virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and AFT. Recaps are published online on the UW Labor Relations website.

 

Tentative Agreements:
The parties tentatively agreed to maintain current contract language on the following provisions:

• Preamble
• Article 3 – Union Security
• Article 8 – Management Rights
• Article 12 – University Suspended Operations
• Article 17 – Benefits
• Article 19 – Performance Appraisal
• Article 20 – Labor Management Committee
• Article 22 – Complete Agreement and Conformity to Law
• Article 23 – Successor Agreement
• Article 25 – Academic Freedom

 

UW Initial Proposals

Article 2 – Definitions
The Employer proposed housekeeping changes that would update pronouns to gender-neutral language, update the term “preference sheet” to “preference sheet survey,” and remove the terms “Week 0” and “Designated Sub,” which are not currently in use.

Article 4 – Union Rights
The Employer proposed language that would discontinue the 33% FTE position that is allocated to union reassigned time.

Article 5 – Non-Discrimination
The Employer proposed added language that would refer to Executive Order 31 and include all categories protected under Executive Order 31, including the new categories of genetic information, citizenship, and pregnancy.

Article 15 – Leaves of Absence
The Employer proposed changes to clarify how time off can be applied during a PFML leave of absence and adding a reference to Article 2 for the definition of “family member.”

UPASS Side Letter
The Employer proposed language to extend the subsidized UPASS for Extension Lecturers with a 33% appointment or greater for the duration of the upcoming contract and adding clarifying language to state that the employee is responsible for stopping their payroll deductions if they were formerly paying for a UPASS.

 

AFT Proposals

The Union proposed changes to the language of Article 9 – Work Assignment Roster, Article 10 – Separation, and Article 16 – Job Descriptions and Workload as a package proposal as follows:

• Article 9 – Work Assignment Roster
  The Union proposed language that would allow 9-month academic year appointments to be less than 100% FTE. The Union also proposed language that employees who leave UW employment, then return to Extension Lecturer positions after 5 years or less would not repeat a probationary period; this is an increase from the current contract language, which specifies 3 years. Finally, the Union proposed moving language from the MOU regarding Work Assignment Roster into Article 9.
• Article 10 – Separation
  The Union proposed a change to language specifying that the Work Assignment Roster would be used for determining recalls, thereby eliminating the current first-in-first-out order of the recall pool.
• Article 16 – Job Descriptions and Workload
  • Job responsibilities
    The Union agreed to the addition of completion of Title IX training as another example of training required as part of the core job responsibilities and proposed counting it as a non-curricular project for the purposes of determining pay rate for the training.
  • Calendar
    The Union accepted the Employer’s proposal that dates for the Academic English Program would adhere to the University’s academic calendar and proposed that the dates for non-AEP programs would also adhere to the University’s academic calendar.
  • Voluntary change in workload
    In response to the Employer’s proposal, the Union proposed to clarify that the only Extension Lecturers that need to request pre-approval from the Senior Director to work less than 100% FTE or to work for other UW departments are Extension Lecturers with a 100% annual contract. 

The Union also proposed language to individual articles as follows:

Article 13 – Personnel Files
In response to the Employer’s proposal, the Union accepted language stating that materials in employee Annual Files would be dispositioned after 3 years and that materials in prior to dispositioning, a copy of those materials would be provided to the employee if requested but added language specifying that the Employer will reach out employees to notify them when materials are scheduled to be dispositioned and inquire if they would like a copy rather than relying on the employee to proactively contact the employer.

Article 18 – Professional Development
The Union agreed to strike language stating that the Senior Director needs to obtain budget approval from the Vice Provost of Continuum College for Professional Development requests exceeding $1,000 per fiscal year but maintained that the University will cancel classes one day during each Autumn and Spring quarter for in-service training for Extension Lecturers.

Article 19 – Performance Appraisal
The Union accepted the Employer’s proposal that teaching observations would be conducted every four years for Extension Lecturers with more than 10 years of teaching experience in IELP. The Union proposed additional language that specifies that teaching observations would only occur in in-person classroom settings; Extension Lecturers teaching synchronous or asynchronous courses online would have their teaching observations postponed until their next in-person teaching assignment takes place.

Article 21 – Compensation
The Union proposed language increasing pay rates as follows:

• Substitute Teaching: an increase from $70/hour to $85/hour
• Test Proctoring: an increase from $35/hour to $42.50/hour
• Test Rating: a general increase from $70/hour to $85/hour with specific increases to each type of test
• Practice Interviews (renamed from BEIC Interviews to include additional interview types): an increase from $35/hour to $42.50/hour
• IELP lectures or presentations:
  • A lecture prepared in advance: an increase from $140/hour to $170/hour for 1 hour and an increase from $70 to $85 for 30 minutes
  • A videotaped exam lecture: an increase from $140/hour to $170/hour
  • A non-prepared Q&A session: an increase from $70/hour to $85/hour
• Presentations or lectures for the I-TEFL English Language Learning program: an in
• Non-curricular projects (also to include required trainings): an increase from $35/hour to $42.50/hour
• Lead Teacher pay: an increase from $1300/quarter to $1400/quarter
• Minimum monthly salary: for 0-10 years of experience, an increase from $3960/month to $42573/month; for 10-15 years of experience, an increase from $4070/month to $4375/month; and 15 years of experience or more, an increase from $$4290/month to $4611/month.
• Base salary: increases to base salary (across the board increases) as follows:7.25% on July 1, 2022; not less than 4% on July 1, 2023; and not less than 3% on July 1, 2024.

The Union proposed new language adding a $2000 one-time lump sum payment for each member of the bargaining unit for pandemic relief.

The Union proposed to add language stating that retired Extension Lecturers are eligible for merit increases. The Union proposed striking language stating that Extension Lecturers must work 50% FTE or more for 3 or 4 quarters during the annual review cycle in order to receive merit pay and striking language specifying that Fellowship and Fulbright programs do not count towards FTE counted for eligibility for merit pay.

 

Next Steps

The next AFT and UW bargaining session is scheduled for Wednesday, May 25, 2022 and will be held virtually.

This recap details the second virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and AFT. Recaps are published online on the UW Labor Relations website.

UW Initial Proposals
On the following provisions, the Employer proposed to maintain current contract language:

• Preamble
• Article 3 – Union Security
• Article 8 – Management Rights
• Article 12 – University Suspended Operations
• Article 17 – Benefits
• Article 19 – Performance Appraisal
• Article 20 – Labor Management Committee
• Article 22 – Complete Agreement and Conformity to Law
• Article 23 – Successor Agreement
• Article 25 – Academic Freedom
• MOU – Work Assignment Roster

The Employer proposed to strike the following out-of-date/implemented MOUs:

• MOU – Wages
• MOU – Lump Sum Payment
• MOU – Contract Extension

Article 6 – Probationary Period
The Employer proposed language to indicate that the IELP Director would have the responsibility of attending Probation Completion meetings, determining whether Extension Lecturers move out of the Probationary Period, and informing Extension Lecturers. Language was also updated from “preference sheet” to “preference survey” for clarity. The employer suggested updating “preference sheet” to “preference survey” throughout the CBA.

Article 7 – Grievance and Arbitration Procedures
The Employer proposed language that updates titles of Labor Relations personnel to reflect current job titles.

Article 11 – Reassigned Time, Lead Teacher and Specialist Positions
The Employer proposed language that shifts gendered pronouns to gender-neutral language. The Employer suggested maintaining gender-neutral terminology throughout the CBA.

Article 13 – Personnel Files
The Employer proposed language to include leave-without-pay requests, updated appointment letters, and verifications of employment in the Head File. The Employer also proposed changes that would indicate that the contents of employee files are deleted after 3 years as specified by the records retention schedule. The Employer also proposed language that shifts gendered pronouns to gender-neutral language.

Article 14 – Corrective Action and Formal Discipline
The Employer proposed language that shifts gendered pronouns to gender-neutral language.

Article 24 – Duration
The Employer proposed a duration of 3 years for the new contract.

AFT Initial Proposals
Article 19 – Performance Appraisal
The Union proposed language regarding frequency of teaching observations to specify that Extension Lecturers who were hired by IELP for more than 12 years ago would have teaching observations every 5 years rather than every 3 years.

Next Steps
The next AFT and UW bargaining session is scheduled for Monday, May 2, 2022 and will be held virtually.

On April 4, 2022, the parties held the first session of negotiations for the renewal of the collective bargaining agreement between the UW and AFT, set to expire on June 30, 2022. Recaps are published online on the UW Labor Relations website.

The parties reached a tentative agreement on a set of ground rules for bargaining, including attendance expectations and expectations for the presenting of proposals. Both parties intend to present all initial proposals before May 25, 2022 unless extended by mutual agreement.

The next UW-AFT bargaining session is scheduled for April 27, 2022 and will be held virtually.