Category: SEIU 925 Libraries

Background

This recap details the ninth virtual session for the initial collective bargaining agreement between the UW Libraries and SEIU 925. Recaps are published online on the UW Labor Relations website.

Union Initial Proposals

Inclement Weather Suspended Operations and Building Closures – The Union’s initial proposal is based off the main SEIU 925 CBA, with some updates. The proposal included language surrounding operations when there are unanticipated conditions in the environment and those unable to telework would be able to utilize compensatory time, holiday credit, personal holiday, vacation time off, and unpaid time off.  The Union proposed the University to determine when to suspend operations for the safety and well-being of the employees and students. The Union proposed that any building closures would result in the employee’s home being the designated work location, and travel between primary work location and campus will be compensated if on-site work is required.

Telework – The Union’s initial proposal includes telework described as working from another non-University location for a portion or all of an employee’s work schedule. Telework requests will be approved by the Employer, unless there is an operational need for the Employee to perform their duties on-site . The Union proposed the benefits to telework as positive work/life balance, reduction of impacts on the environment, continuity of operations for any onsite work disruptions, accommodation of employees with disabilities and retention and attracting of talent. The Union proposed that the Employer would provide standard equipment to employees teleworking. The Union proposed that the Employer may require employees to attend in-person meetings, but would otherwise make meetings technologically accessible for those teleworking if in-person attendance is not required.

Transportation Travel and Commute Reduction – The Union’s initial proposal is based off the main SEIU 925 CBA to include a fully-subsidized U-PASS, reimbursement for travel costs in accordance with existing University policy, a bargaining waiver related to changes in transportation in policy (e.g. parking rates).  The Union proposed that the Employer will approve employee requests for flexible schedules for commute trip reduction purposes, provided that such scheduling does not interfere with the effective operation of the team and shall be dependent upon operating, business, and customer needs.

Onsite Work Differential – The Union’s initial proposal is for all represented positions with on-site job requirements to receive a five percent (5%) Temporary Pay Increase (TPI) for all required hours on-site, retroactive to December 13, 2021. The Union proposed that this TPI would continue until there is a seven-day COVID-19 case count average below 300 in King County and would resume if the average rises above this number again.

Union Counter Proposal

Grievance Procedure – In response to the Employer’s proposal, the Union proposed that meetings at all steps of the grievance process may occur in-person or remote, stating that meetings run most effectively when all participants utilize the same modality. The Union proposed to re-integrate language from other CBAs stating that if any grievance it directed to an individual’s immediate superior that it would be moved to the next higher level of supervision.

Next Steps

The next UW Libraries and SEIU 925 bargaining session is scheduled for February 16 and will be held virtually.

Background

This recap details the tenth virtual session for the initial collective bargaining agreement between the UW Libraries and SEIU 925. Recaps are published online on the UW Labor Relations website. The parties agreed to ground rules for these negotiations.

Employer Initial Proposals

Employee Facilities – The Employer’s initial proposal is based off of the SEIU 925 IHME CBA with some edits. The proposal includes providing adequate employee facilities including lunchrooms, washroom and toilet facilities. The Employer’s proposal includes continuing to provide access to wellness rooms that could be utilized for lactation and religious or spiritual practice and would be an appropriate topic for labor management meetings.

Overtime – The Employer’s initial proposal is based off of the SEIU 925 CBA with some edits.  The proposal includes a definition of overtime exempt employees, including that full time schedules are typically 40 hours with the expectation that employees would complete job responsibilities, part time schedules are less than full time and no employee would be required to work more than five days in a seven day period. The proposal language regarding overtime eligible employees including that overtime eligible employees work in excess of 40 hours in a standard week, not including paid time off, will be eligible for overtime at one and one-half time of the employee’s hourly rate in monetary compensation unless otherwise requested for compensatory time. Compensatory time must be used or paid by June 30 of each fiscal year.

Hours of Work – The Employer’s initial proposal is based off of the SEIU 925 IHME CBA with minor edits. The Employer’s proposal includes definitions of full-time employee, part-time employee, work week, overtime-eligible position, overtime-exempt positions, and work schedules. The proposal includes language regarding the determination of OT eligible and OT exempt positions. Finally, the proposal includes language about types of work schedules which include regular work schedules, alternative work schedules, emergency schedule changes and employee-requested schedule and FTE changes.

Health and Safety – The Employer’s initial proposals is based off of the SEIU 925 CBA which includes the health and safety policy, definition of safety, language regarding reporting of safety concerns, health examinations, safety committees, ergonomic accommodations, workplace reviews, DOSH inspections, wellness, tools and equipment, Joint Union/Management Committee, training and safety and health grievances.

Unpaid Holidays For a Reason of Faith or Conscience – The Employer’s initial proposal is based off of the SEIU 925 IHME CBA with housekeeping edits to make it applicable to this new group. The proposal would include unpaid time off up to two days per calendar year for a reason of faith or conscience

Work Related Injury – The Employer’s initial proposal is based off of the SEIU 925 CBA with housekeeping edits to make it applicable to this new group. The proposal confirms that employees who sustain a work-related illness or injury shall be granted a disability leave of absence in accordance with federal and state law. The proposal also includes language regarding university policies on family and medical leave, and sick time off for disability accommodations applying to employees with work related injuries or illnesses.

Miscellaneous Leaves – The Employer’s initial proposal is based off of the SEIU 925 CBA with housekeeping edits to make it applicable to this new group. The proposal includes unpaid time off procedures and reasons for approval as well as which unpaid time off is covered elsewhere in the CBA. The proposal includes the processes for the request, the criteria, possibility of cancellation, benefits during unpaid time off, employees returning to work, educational time off, government time off, volunteer or community service time off, organ donors, formal collective bargaining leave and leave for certain emergency services personnel.

Leave Due to Child Care Emergencies – The Employer’s initial proposal is based off of the SEIU 925 CBA with housekeeping edits to make it applicable to this new group. The proposal includes types of family care emergencies which would typically include childcare or eldercare emergencies. The proposal also includes the types of leave which is available to the employee needing to take time off, which includes vacation time, sick time, compensatory time, holiday credit or unpaid time off up to a maximum of three days of each type of leave per calendar year. Further, the proposal includes sick time off as another time off type that can be used when an employees child’s school of place of care has been closed for health related reasons.

Civil Jury Duty Leave and Bereavement Leave – The Employer’s initial proposal is based off of the SEIU 925 CBA with some edits. The proposal includes civil duty time off and bereavement time off of up to three continuous or non-continuous days in addition to the option of sick, vacation, holiday credit, compensatory time, personal holiday or leave without pay upon the Employer’s approval. The sick time off could be requested to be used for bereavement for a family member or friend if bereavement time off is not available.

Shared Leave – The Employer’s initial proposal is based off of the SEIU 925 CBA with some edits. The proposal includes language of shared leave program which is administered with state law and university policy. The proposal includes a list of the WA state shared leave pool programs in addition to added language regarding the University of Washington organ donor shared leave program separate from state shared leave program and open eligible University employees.

Leave Related to Domestic Violence Sexual Assault or Stalking – The Employer’s initial proposal is based off of the SEIU 925 CBA and includes that the University will grant time off in accordance with state law and university policy for reasonable safety accommodations to an employee who is victim to domestic violence, sexual assault, or stalking.

Vacation Leave – The Employer’s initial proposal incorporates vacation time off from the SEIU 925 CBA and the existing Librarian vacation time off policies. The Employer’s proposal includes up to 26 days per year for Librarians regardless of the years of service and an accrual schedule based on length of service for non-Libraries (staff).The proposal includes prorated time off for part time non-librarians and part time librarians. The proposal includes language addressing the effect of unpaid time off on vacation time off accrual. The proposal includes scheduling in accordance with departmental procedures or an outlined default procedure. The proposal includes an encouragement to keep vacation balances below 240 hours for non-librarians and includes an accrual limit of 288 hours for Librarians. Finally, the proposal includes language addressing vacation time off cash payments for non-librarians and for Librarians with at least six months of completed continuous service who leave the University.

Holidays – The Employer’s initial proposal is based off of the SEIU 925 CBA with language that includes 11 holidays with pay, which are prorated for part-time employees. The proposal also outlines how holiday credit should be used or cashed out by June 30 of each year. Additionally, the proposal includes an 8 hour personal holiday year calendar year for full time employees, pro-rated for part time employees to be used by December 31 of each calendar year.

Inclement Weather and Suspended Operations – The Employer’s initial proposal is based off of the SEIU 925 CBA with language that addresses unanticipated natural disasters or severe weather situations. The Employer’s proposal includes suspended operation options such as telework and utilizing unpaid time off, in addition to some parking options that would be available.

Sick Time Off – The Employer’s initial proposal is based off of the SEIU 925 CBA with housekeeping edits to make it applicable to this new group. The proposal includes language addressing accrual, usage and cash out.

Military Leave – The Employer’s initial proposal is based off of the SEIU 925 CBA which includes language for military leave in accordance with the Administrative Policy Statement 45.4 and includes providing employees called to active duty 21 work days paid military leave annually from October 1 through September 30. The paid military leave is in addition to compensatory time, holiday credit, vacation or sick time off and no reduction of benefits. Employees would receive full pay for any physical examination for military service. The employees called to active duty should be granted military leave of absence from work for up to five years and would have the right to return to employment in accordance with applicable state and federal laws.

Union Initial Proposals

Appointments – The Union’s initial proposal included types of regular, temporary, and interim appointments in addition to movement between positions, which specific provisions for each professional staff, Law Librarians, and UW Libraries Librarians. The proposal also includes language about temporary and interim appointments. This includes language regarding a temporary assignment to a higher level position that can be given to a regular employee for up to one year but would need to be made in increments of no more than six months. Finally, the proposal includes language regarding how employees transfer, move laterally or demote will serve a trial period which either the Employer or the employee may end the appointment by providing notice.

Duties and Assignments – The Union’s initial proposal includes language regarding ongoing core job duties and responsibilities and assignment of additional duties. The proposal includes the employer providing at least a five percent over current salary as a temporary pay increase if there is a minimum of at least ten work days with the additional responsibility. Finally, the proposal includes paid release time for internal job interviews which would need to be approved in advance by the supervisor.

Hiring – In response to the Employer, the Union maintains the article on hiring and filling positions with equity, diversity and inclusion including anti-racism in recruitment.

Union Counter Proposals

Workplace Behavior – In response to the Employer, the Union re-proposed that parties should agree to appropriate behavior which can be racialized and gendered and that equity and diversity should inform conversations, decisions and outcomes. The proposal also includes that unacceptable behavior would include intimidation, offensive, hostile conduct, discrimination, sexual harassment and bullying in addition to a definition of bullying.

Corrective Action Dismissal – In response to the Employer, the Union proposed some additional language to maintain their initial proposal which includes an Adjudication article that would determine situations with promotions, dismissals and demotions. The proposal also includes a revised definition of coaching to also include a written action plan between the employee and immediate supervisor in addition to an action plan for formal and final counseling. The proposals also maintains that the Employer should use the Adjudication article for dismissals and demotions.

Affirmative Action – In response to the Employer, the Union proposed to update language to reflect programs that the Employer would report data regarding employment processes including recruiting, employment, retaining, training and promoting underrepresented groups in addition to affirmative action reports with goals and timetables. The proposal also includes language that a bargaining unit member shall be part of any committees or groups making policies on affirmative action.

Next Steps

The next UW Libraries and SEIU 925 bargaining session is scheduled for March 16 and will be held virtually.

Background

This recap details the sixteenth virtual session for the initial collective bargaining agreement between the UW Libraries and SEIU 925. Recaps are published online on the UW Labor Relations website. The parties agreed to ground rules for these negotiations.

Tentative Agreements:

• Article – Leave Related to Domestic Violence Sexual Assault or Stalking
  • The parties agreed to language based off of SEIU 925 which includes that employees may take leave as paid, unpaid or a combination if they are a victim of domestic violence, sexual assault or stalking or to assist a family member who is a victim of domestic violence, sexual assault or stalking. The language includes family member defined using the current policies and laws. The Employer will inform employees of the right annually. The language includes reasonable safety accommodation options to be determined by the employer and will be informed by the needs of the employee.
• Article – Workplace Behavior
  • The parties agreed to language based on SEIU 925 with included language on appropriate behavior and that the values of equity and diversity should inform all conversations, decisions, and outcomes. The parties agreed to language surrounding bullying as an unwelcome conduct that is severe, persistent, and pervasive and is intimating, hostile or offensive and interfering with work performance.

Union Counter Proposals

Affirmative Action – In response to the Employer’s last proposal, the Union accepted much of the language from the Employer’s counter, however, maintains their proposed language that a union member elected or selected would be part of any committees or groups making policies on affirmative action.

Civil Jury Duty Leave and Bereavement Leave – The Union’s counter accepts much of the employer’s proposed language. The Union has updated its proposal to expand the family member definition which would include the employee’s spouse or domestic partner in addition to an employee’s chosen family or kinship groups by choice. The language proposed also includes Washington Paid Family and Medical Leave per the associated RCW and supplemental benefits would include bereavement time according to the most recent changes in the law.

Sick Time Off – In response to the Employer, the Union proposed language that would expand the definition of a family member to people comprising the Employee’s chosen family, or the kinship groups created by choice.

Tuition Exemption Program – In response to the Employer, the Union proposed language if release time to attend a class is denied, upon request the explanation would be provided in writing by the Employer as to how the operational needs would prevent the flextime requested.

Employer Counter Proposals

Personnel Files – In response to the Union, the Employer proposed language to address that personnel files for this bargaining unit are held in different offices. Official personnel files and departmental files would be able to be accessed, upon request, so long as they are not non-disclosable files based on state and federal laws. The proposed language includes all retained or removed information would be subject the records retention policies.

Miscellaneous Leave – In response to the Union, the Employer proposed to include Bereavement and Parental Leave articles for unpaid time off as they are covered by their own individual articles. The Employer proposed language that would consider individual circumstances when determining a return to work, when there is a cancellation of unpaid time off, when possible.

Parental Leave – In response to the Union, the Employer accepted much the Union’s initial proposal with the exception of including discretionary time off as a paid time off employees are eligible to use when on parental leave.

Next Steps

The next UW Libraries and SEIU 925 bargaining session is scheduled for June 9 and will be held virtually.

Background

This recap details the fifteenth virtual session for the initial collective bargaining agreement between the UW Libraries and SEIU 925. Recaps are published online on the UW Labor Relations website. The parties agreed to ground rules for these negotiations.

Tentative Agreements:

• Article – Washington Family Medical Leave Program
  • The parties agreed to a revised tentative agreement to add language from a recent law change that includes bereavement as potential supplemental benefits when an employee qualifies for PFML family leave.
• Article – Unpaid Holidays for a Reason of Faith or Conscience
  • The parties agreed to language based off of other existing contract language in addition to language for holiday credit to be used as possible leave time. In lieu of unpaid time off, requests to utilize compensatory time, personal holiday or vacation time off for reasons of faith or conscience may only be denied if the employee’s absence would impose an undue hardship on the employee as defined by Chapter 82-56 WAC or that the employee is necessary to maintain public safety.

Union Counter Proposals

Employee Facilities – In response to the Employer, the Union proposed language that the Employer would maintain adequate, accessible, safe and existing locker rooms and showers. The Union proposed language stating that the denial of gender affirming facilities contributes to the marginalization of students, employees and library users. The Union proposed if private work spaces are unavailable, that the sharing of workspaces would be by mutual agreement of the affected employees. The Union proposed if an employee is required to report to a secondary work location, that there would be temporary workspace made available and equipped with comparable permanent work stations.

Health and Safety – In response to the Employer, the Union proposed to reassert their previous positions to include language that the Employer would meet or exceed federal, state and local health guidelines and zero tolerance for hate speech, transphobia, racism, or other marginalizing actions and would be communicated. Additional language would include that if the work site was hazardous or unfit, then the employees would be granted alternative work sites or telework. The Union proposed that the Employer would offer ergonomic workplace options, personal protective equipment, and private rooms for employees to take wellness breaks. The Union proposed guidelines surrounding in the event of a public authority health related guidance that alters operations. The Union proposed proper air quality measures in alignment with normal building system operations, walk throughs and evaluations.

Leave Related to Domestic Violence Sexual Assault or Stalking – In response to the Employer, the Union proposed to add language that both parties would promote the knowledge of employees rights with regard to leave related to domestic violence, sexual assault or stalking, and would include an Employer annual notice of this right to bargaining unit employees.

Miscellaneous Leave – In response to the Employer, the Union proposed to expand the language around unpaid time off for formal collective bargaining to include when it would not be a designated member of the Union negotiating team. The Union proposed language to include the Bereavement article under unpaid time off and maintains the Parental leave article under unpaid time off as well. The Union proposed that the cancellation of unpaid time off would include reasons for such misuse in addition to extreme circumstances. The proposal includes that a date to return would be set by mutual agreement during any extreme circumstances that unpaid time off would need to be rescinded.

Employer Counter Proposals

Sick Time Off – In response to the Union, the Employer proposed language stating that employees with unpaid time off exceeding 80 hours in a month (prorated for part-time) will earn a monthly accrual proportionate to the number of hours in pay status (not to exceed eight hours). The Employer included language in which all sick time off would be returned to any former eligible re-employed employee within five years of separation, clarifying current state law.

Tuition Exemption Program – In response to the Union, the Employer proposed language stating that the Employer would notify the Employee, if there are any operational needs that would prevent the allowance of flextime for Employees who wish to take a class during their regular work hours.

Suspended Operations– In response to the Union, the Employer proposed language clarifying the distinction between suspended operations protocols for those performing essential and non-essential services.

Next Steps

The next UW Libraries and SEIU 925 bargaining session is scheduled for May 17 and will be held virtually.

 

Background

This recap details the seventeenth virtual session for the initial collective bargaining agreement between the UW Libraries and SEIU 925. Recaps are published online on the UW Labor Relations website. The parties agreed to ground rules for these negotiations.

Union Counter Proposals

Family Care Emergencies – In response to the Employer’s last proposal, the Union proposed to maintain that discretionary time off be an option for time off due to family care emergencies.  The Union maintained its proposal to strike the existing University policy maximum of three days of each time of allowable time off per calendar year.

Miscellaneous Leave – In response to the Employer’s last proposal, the Union proposed that formal collective bargaining would be paid time off when authorized by the bargaining ground rules for committee members. The Union proposed that if a situation required the Employer to cancel previously approved unpaid time off, the Employer would take into consideration individual employee’s circumstances and severity of an operational need when determining a return-to-work date.

Personnel Files – In response to the Employer’s last proposal, the Union proposed including a link to  information on accessing official personnel files in the article. The Union proposed that a copy of any correspondence, adverse material, or letters intended to be included in the employee’s official personnel files would be given to the employee prior to becoming part of the file. The Union proposed that a record would be retained of the official personnel or departmental file of unauthorized parties who have reviewed any items in the files.

Probation – In response to the Employer’s last proposal, the Union proposed that if at any point during a probationary period a supervisor believes that the Employee’s performance may result in their rejection, the Employer would have to provide the employee with a performance improvement plan and timeline for completion of the plan. The Union proposed that probationary employees would be eligible for layoff and rehire rights.

Union Initial Proposal

Denise Hattwig – The Union proposed that employee Denise Hattwig would be moved to the librarian track upon contract ratification, based on the scope of her job responsibilities, performance, professional achievements and service contributions.  Rank and status would be determined by the librarian peer recommendation process and library dean approval.

Employer Counter Proposals

Civil Jury Duty Time Off and Bereavement Time Off – In response to the Union, the Employer’s proposal incorporated their language stating that the University would continue to offer the supplemental benefits and include the form of bereavement time off if the Employee is qualified for Washington Paid Family and Medical Leave.

Employee Facilities – In response to the Union, the Employer added language that existing locker rooms and showers would continue to be available for employees. The Employer proposed that the University would continue to provide access to wellness rooms in accordance with applicable law, and to be utilized for a variety of needs such as medical, lactation, spiritual and religious practice. The Employer proposed that temporary work spaces would be made available when an employee is required to report to a UW worksite that is not their typical work location and that temporary work station facilities, access and availability would be appropriate topics for joint union management meetings.

Health and Safety – In response to the Union, the Employer proposed to reference to the relevant Washington Administrative Code related to Personal Protective Equipment (PPE), and included language related to required use and employee training. The Employer proposed that employees with concerns about air quality standards should escalate issues through their supervisor and may discuss concerns with Building Coordinators, Safety Officers, or UW Environmental Health & Safety. The Employer proposed that UW Libraries and Press employees would have the option to contact Libraries HR to request an ergonomic assessment and Gallagher Law Library employees would have the option to request an ergonomic assessment from University of Washington EH&S and adjustments for either assessment may be needed or requested by the employee.

Hiring – In response to the Union, the Employer proposed a minimum of seven calendar days for a job posting to be published (the Union proposed fourteen). The Employer proposed to memorialize current practice for temporary librarian appointments, stating the appointment may be filled by a competitive or non-competitive process as determined by the Employer. The Employer proposed language of strong commitment to recruitment practices to engage underutilized groups. The Employer proposed to memorialize current state which requires implicit bias training for all search committee members prior to search commencements.

New Employees – In response to the Union, the Employer proposed that employees within worksites of a 50-mile radius could attend New Employee Orientation (NEO) with the approval from their supervisor, but those whose work location is Seattle Main Campus are required to attend. The Employer proposed that employees presenting on behalf of the Union during NEO would be released up to one hours for online orientation and two hours for in person orientation depending on the distance traveled. The Employer proposed that the Union would receive a list of all new hires scheduled to attend NEO and that any additional updates up to the morning of orientation would be provided.

Privacy – In response to the Union, the Employer rejected the Union’s proposal to specifically call out a subset of public record law, instead referring to law and policy more broadly. The Employer rejected the Union’s proposal to extend existing union notice provided by Labor Relations to also encompass notice to individual employees who are the subject(s) of requests.

Sick Time Off – In response to the Union, the Employer maintained its proposal that the family member definition should remain as it currently exists in University policy. The Employer incorporated the Union’s proposal to align the family member definition in the sick article with the definition in the bereavement article.

Transportation, Travel, and Commute Reduction – In response to the Union, the Employer proposed that bargaining unit Employee’s would receive a fully-subsidized U-PASS subject to UW Transportation Service requirements. The Employer proposed that all provisions in the Overtime article would apply to travel. The Employer maintained its proposal to refer to the University’s existing telework policy.

Tuition Exemption Program – In response to the Union, the Employer would notify the Employee of operational needs that would prevent the allowed flextime for the release time for the tuition exemption. The Employer added language that would allow the notification in writing upon request.

Next Steps

The next UW Libraries and SEIU 925 bargaining session is scheduled for June 21 and will be held virtually.

Background

This recap details the eighteenth virtual session for the initial collective bargaining agreement between the UW Libraries and SEIU 925. Recaps are published online on the UW Labor Relations website. The parties agreed to ground rules for these negotiations.

Union Counter Proposals

Hiring – In response to the Employer’s last proposal, the Union reasserted language that the Employer would not be able to skim bargaining unit work. The Union proposed language that would include recruitment practices as appropriate subjects for joint management meetings and that transparent hiring plans would be created and include accessible and documented policies and procedures. The Union also reasserted that it would be required to include anti-racist trainings for search committee members. The Union proposed that language should be included for the minimum and maximum salaries as it is a law starting January 2023.

Telework – In response to the Employer’s last proposal, the Union reasserted their telework proposal with some updates. Generally, the proposal includes language taken from the current UW human resources policy. The Union proposed language for telework requests to be granted at the discretion of the department.  The Union proposed that in-person attendance could be required even with a regular telework arrangements and work schedules and the reason would be provided by the Employer in writing.

Employer Counter Proposals

Affirmative Action – In response to the Union, the Employer’s proposal reasserts previous language, with one update for consistency and to insure the proposal uses underutilized throughout.

Corrective Action Dismissal – In response to the Union, the Employer proposed language updating language regarding coaching, including that supervisors would be encouraged to resolve issues through coaching and that it may include follow up in writing and an action plan.  The Employer reasserted that they are rejecting the Union’s proposal for Adjudication.

Miscellaneous Leave – In response to the Union, the Employer proposed clarifying language that unpaid time off would be considered for formal collective bargaining unless it was otherwise agreed upon or otherwise provided in the agreement. The Employer proposed language that the cancellation of unpaid time off would be based off of an individual’s circumstances and the operational needs when determining a return-to-work date.

Personnel Files – In response to the Union, the Employer proposed language that would include information about accessing official personnel files on a link for files maintained by Campus HR Operations. The Employer accepted the Union’s language that information in employee’s official personnel files except those which are non-disclosable due to state or federal law would be given to an employee prior to it becoming part of the file.

Probation – In response to the Union, the Employer proposed that supervisors would provide feedback during an employee’s probationary period, and probationary employees would not be eligible for layoff or rehire rights.

Next Steps

The next UW Libraries and SEIU 925 bargaining session is scheduled for July 6 and will be held virtually.

Background

This recap details the twenty-first virtual sessions for the initial collective bargaining agreement between the UW Libraries and SEIU 925. Recaps are published online on the UW Labor Relations website. The parties agreed to ground rules for these negotiations.

Union Counter Proposals

Employee Facilities & Health and Safety – In response to the Employer, the Union proposed to include identical language in both articles that employees would have the right to remove themselves from situations in which there is a hostile or unsafe work environment created by an individual or groups.

Employer Counter Proposals

Duties and Assignments – In response to the Union, the Employer proposed that job duties be divided into core duties at 80 percent and research and service at 20 percent of the workload consistent with the job duties assigned. For Professional Libraries and Press employees, the job duties are consistent with the employee’s job classification and for Librarians, the job duties may vary based on assigned work. The Employer proposed that they would review position descriptions at least annually along with the performance evaluation process in an effort to reflect the business needs and employee’s ongoing responsibilities. The employer also included language regarding the assignment of additional duties.

Telework – In response to the Union, the Employer proposed language that would allow the use of telework agreements and flexible scheduling incorporated into each unit and should a telework request be denied, the reason would be provided in writing. The Employer proposed that the existing disability accommodation process would be utilized for telework for disability accommodations.

Diversity, Equity and Inclusion and Anti-Racism – In response to the Union, the Employer proposed an MOU that would acknowledge the value of diversity, equity and inclusion in the workplace and that initiatives would be promoted, and all employment types would have the opportunity to participate in DEI activities. The Employer proposed language regarding activities that would be considered time worked and there may be opportunities to provide feedback. Additionally, proposed language included that the Employer would provide information regarding the University’s existing plans such as the Inclusive Hiring page and the Staff Diversity Hiring Toolkit. and a module on implicit bias, privilege, micro aggressions and diversity in hiring for managers and supervisors during the SLP workshop. The Employer proposed they would provide a list of trainings offered on diversity annually. The Employer proposed that the parties acknowledge the Washington’s Diversity Blueprint 2022 to 2026: Actions toward Access, Inclusion, and Equity and that an annual report would be provided on the university diversity metrics.

Overtime – The Employer reasserted their initial proposal position rejecting the Union’s proposal to change the definition of overtime

Hours of Work – The Employer reasserted their initial proposal position, rejecting the Union’s proposal for a full-time workload to be thirty hours per week.

Next Steps

The next UW Libraries and SEIU 925 bargaining session is scheduled for August 16 and will be held virtually.

 

Background

This recap details the twenty-third virtual sessions for the initial collective bargaining agreement between the UW Libraries and SEIU 925. Recaps are published online on the UW Labor Relations website. The parties agreed to ground rules for these negotiations.

Tentative Agreements

• Article – Employee Facilities
  • The parties agreed to language regarding adequacy of facilities for employees. The parties agreed that the Employer would continue to provide access to wellness rooms for medical needs, lactation, and/or religious and spiritual practice. When an employee is required to report to a UW worksite that is not their typical work location, temporary workspaces will be made available.
• Article – Telework
  • The parties agreed to language establishing telework in accordance with the University Telework Policy which encourages and allows for the use of telework arrangements and flexible scheduling taking into consideration business operations, good public practice and resources limitation. The parties also agreed to language regarding providing the reason for denial of telework in writing. The parties agreed to telework as an accommodation which would include requests through the Disability Accommodation process

Union Counter Proposals

Duties & Assignments – In response to the Employer, the Union proposed to remove the percentages of the job duties for core duties and research and service proposed by the Employer, instead including language that all job duties are generally carried out as described in the hours of work article. The Union proposed language that a documented conversation would be required for any additional duties which would include the nature of the work, the duration and how the current state of work would be adjusted.

Transportation, Travel and Commute Reduction – In response to the Employer, the Union proposed, upon request, the Employer would provide the written reason for denial of a flexible schedule request. The Union proposed that telework would be outlined in the specific telework article.

Employer Counter Proposals

Appointments – In response to the Union, the Employer proposed language regarding the types of appointments for Professional Libraries and Press employees which would be a regular appointment of 12 months per year and UW Libraries Librarians and Gallagher Law Librarians which could be provisional, permanent, or temporary at a minimum of .5 FTE. The proposal also included language regarding temporary librarian appointments as well as language to address project appointments (temporary) for Professional Libraries and Press employees. The employer also proposed language for interim or administrative appointments, with language for Professional Libraries and Press employees and language for Librarians. The proposal addressed movement between positions for Professional Libraries and Press employees, which stated that employees who transfer, move laterally or voluntarily demote, will service a 6-week trial service period.

Represented Limited Term Hourly Employees – The Employer proposed language for Professional Libraries and Press represented limited term hourly employees. The language includes that the work would be temporary up to six months on an hourly basis, and prorated for holidays, sick time off, vacation time off, personal holiday and may be extended upon request.

Layoff, Seniority, Rehire – In response to the Union, the Employer proposed that the layoff notice period is at least 30 calendar days in advance of implementation of removing positions. The proposed language would include Professional Libraries and Press Employees would be laid off in accordance with seniority categories, while Librarian layoffs may include criteria such as position or employee specific skills, rank, appointment status or funding source. The proposed language included formal employment options for Professional Libraries and Press Employees, which is offered first when a layoff is necessary and into a funded vacant position in the job profile in current grade or job profile series in lower grade and layoff unit. Should more than one employee from the seniority group be laid off, eligibility will be based on calendar days as a tie breaker. The proposed language for formal employment options for Librarians is a funded vacant librarian position within the layoff unit or placed on the rehire list. The proposed language includes an employment option trial period of three months when an employee is in a vacant position, during which time either party may initiate placement onto the rehire list. The proposal included language to address an involuntary FTE increase or decrease, allowing for an employee to go on the rehire list if they do not choice to stay in the increased or decreased position. The layoff units proposed was for UW Libraries Seattle, Bothell, Tacoma and Network of the National Library of Medicine, the Gallagher Law Library, and the UW Press. The proposed language includes voluntary layoff for Professional Libraries and Press or a Librarian, excluding temporary librarians. The language includes information that the employee could provide their resume within five business days of notification of layoff. And included that temporary librarians are not eligible for placement on the rehire list. The proposed language includes referral from the rehire list in seniority order for Professional Libraries and Press Employees for any open positions for which they hold the essential skills. The language includes information that the Employer would refer librarians for any open positions for which they hold the essential skills from the designated rehire list and would be offered the position prior to the Employer posting for competitive recruitment. For librarians, the employee will make offers from the rehire list based on the rank held at the time of layoff. The employer proposal included a 3 month rehire trial period for both Professional Libraries and Press employees as well as librarians. Finally, the proposal included language for when removal from the rehire list occurs.

Health & Safety – In response to the Union, the Employer proposed language that if an employee assigned to work during an anticipated event has concerns of personal safety, they could discuss their concerns with their supervisor who may approve a temporary alternative assignment during the event.

Next Steps

The next UW Libraries and SEIU 925 bargaining session is scheduled for September 6 and will be held virtually.

 

Background

This recap details the twenty-fourth virtual sessions for the initial collective bargaining agreement between the UW Libraries and SEIU 925. Recaps are published online on the UW Labor Relations website. The parties agreed to ground rules for these negotiations.

Union Counter Proposal

Health and Safety – In response to the Employer, the Union proposed that a reason for denial would be provided in writing if an employee’s request for a temporary alternative assignment during an anticipated University event where they have safety concerns is denied.

Employer Counter Proposals

Transportation, Travel and Commute Reduction – In response to the Union, the Employer proposed that the Employer would upon request, provide the reason for denial of a flexible schedule request for commute trip reduction purposes and that a denial would not be subject to the grievance procedure.

Vacation Leave – In response to the Union, the Employer proposed to reassert its proposal to maintain the current state for the accrual of vacation time off, vacation time off balances, and vacation time off cash out for both Professional Libraries and Press employees and Librarians. The Employer proposed that unless there would be an operational need that requires the employee to work, to the degree possible, vacation time off would be scheduled with employee preference.

Hiring – In response to the Union, the Employer proposed to include language that staffing and recruitment (practices and processes) would be appropriate for Joint Union and Management committee meetings.

Duties and Assignments – In response to the Union, the Employer proposed to clarify that percentages for core duties (80%) and (20%) for research and service are approximate percentages of annual workload. The Employer incorporated language that the Union had proposed, stating that assignment of any additional duties, either core or temporary, require a documented conversation between the Employee and their supervisor to articulate: (1) the nature and expectations of the work, (2) the duration of the work; (3) how current work will be adjusted, reassigned, or reprioritized to accommodate the additional activity.

Next Steps

The next UW Libraries and SEIU 925 bargaining session is scheduled for September 29 and will be held virtually.

Background

This recap details the twenty-sixth virtual session for the initial collective bargaining agreement between the UW Libraries and SEIU 925. Recaps are published online on the UW Labor Relations website. The parties agreed to ground rules for these negotiations.

Tentative Agreements

• Article – Transportation, Travel & Commute Reduction
  • The parties agreed to similar language found in the main SEIU 925 contract with additions to include a section on the fully subsidized U-PASS. The parties agreed that if an Employer denies an employee’s request for a flexible schedule to assist in commute reduction, upon request, the Employer would provide a reason for denial in writing. The denial of a flexible schedule request is not subject to the grievance procedure.

Employer Counter Proposal

Duties and Assignments – In response to the Union, the Employer clarified its proposal for annual workload percentages for core duties (80%) and research and service (20%) to apply only to librarians, not professional libraries and press employees. The Employer proposed language stating that employees should initiate discussions with their supervisors regarding workload issues and that supervisors would work with employees to provide support by assisting in setting priorities and adjusting workload, when possible.

Union Counter Proposals

Hiring – In response to the Employer, the Union proposed language stating that the Employer would require implicit bias and diversity, equity, inclusion and antiracism trainings for all hiring search committee members before searches commence.

Inclement Weather and Suspended Operations– In response to the Employer, the Union proposed language stating that Employees performing essential services that cannot safely report to the worksite may telework if approved by the manager, and any denial would be in writing.  The Union proposed language for Employees who perform essential services who cannot telework regarding types of leave available. The Union proposed language stating that the Employer would make adjustments to the Employee’s work schedules and/or duties to accommodate employees responsible for caregiving during regular work hours.

Represented Limited Term Hourly Employees – In response to the Employer, the Union proposed to include a list of other articles in the CBA applicable to this employee type.  The Union proposed that the Employer would provide notification to the Union upon extension of a position, and state the duration. The Union proposed that if an employee moves from an hourly to permanent position in the same job through an open recruitment, all hours of service would apply toward their probationary period.

Next Steps

The next UW Libraries and SEIU 925 bargaining session is scheduled for October 20 and will be held virtually.