Category: Teamsters 117

For details on the Teamsters Police collective bargaining agreement for the 2025-2027 fiscal biennium,  please see the following summary table:

Summary Table: Teamsters 2025-2027 CBA

 

UW has reached agreement with Teamsters 117 Police on a collective bargaining agreement for the 2019-2021 fiscal biennium. Members of Teamsters 117 Police have voted in favor of ratifying their contract.

For details on the agreement reached, please see the following summary table:

•  Summary Table: Teamsters 117 Police -UW 2019-2021 Agreement

Copies of the tentative agreements have been posted on the main Teamsters 117 Police contract page, and will be replaced with the finalized agreement once available.

An arbitration award has been made on the collective bargaining agreement effective July 1, 2023 through June 30, 2025. Click on this link to view the award.

For details on the agreement, which incorporates the arbitration award, please see the following summary table:

Summary Table: Teamsters 117-UW 2023-2025 Agreement

The main Teamsters 117 contract page will be updated with the finalized agreement once available.

Background
This recap details the fourth virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and Teamsters 117. Recaps are published online on the UW Labor Relations website.

Tentative Agreements
The parties tentatively agreed to the following:

• Article 2 – Non-Discrimination
  • New language aligns the list of protected classes with Executive Order 31 and clarifies that the term “employee” throughout the CBA is intended to be gender neutral and inclusive language.
• Article 9 – Sick Time Off
  • The parties agreed to update aspects of the provision to align with current policy and relevant statutes, including those related to sick time off accrual, use, and reinstatement of credits following reinstatement of employment.
• Article 19 – Employee Rights
  • Current contract language
• New Article – Work Related Injury Leave
  • This new article captures information regarding work related injury leave that was previously located in multiple parts of this agreement.

Teamsters What If Counter Proposals
On the following provisions, the Union reasserted its initial proposal:

• Article 3 – Management Rights and Responsibilities
• Article 6 – Union Business Representatives
• Article 21 – Contracting Out
• Article 25 – Wages

Article 8 – Employee Files
Both parties had initial proposals in this article and the Union proposed to revert to current contract language.

Article 11 – Holidays
In response to the Employer’s proposal, the incorporated much of the Employer’s proposal but rejected the proposed annual June 30 holiday credit cash out.

Article 12 – Leaves General
Parental Leave
In response to the Employer’s proposal, the Union maintained its proposal that FMLA could be a combination of vacation time off, personal holiday, compensatory time, sick time off, holiday credit, and unpaid time off. Also, the Union rejected the Employer’s proposal to have the full employee share of the premium deducted from their wages.
Bereavement Time Off
The Union maintained its proposed increase from three to four days of bereavement time off.
Suspended Operations
In response to the Employer’s proposal, the Union proposed to maintain its proposed Public Health Emergency Leave (PHEL) of 80 hours to use for quarantine and/or suspended operations. Also that all hours worked by employees would be compensated at 2 times the hourly rate if department at UW operations are suspended.

Article 16 – Compensatory Time Off
Both parties had initial proposals in this article and the Union proposed to revert to current contract language.

Article 17 – Discipline and Dismissal
The Union rejected the Employer’s proposal to strike that documents could be removed, upon request, from employee files after three years had passed without similar incidents.

Article 20 – Longevity and Premiums
In response to the Employer’s proposal, the Union maintained its previous proposal regarding longevity increases as well as its proposal that the Employer would provide parking for all employees, pay rate for work outside of an employee’s classification, and the educational incentive percentage increase in pay.
Detective Assignment
In response to the Employer’s proposal, the Union counter proposed that officers assigned as a detective would receive 5% premium rather than 4%, and rejected the Employer’s proposal that detectives receiving the premium would also be subject to callout when needed
Bike Officer Patrol
In response to the Employer’s proposal, the Union rejected the idea of a proposal specific to bike officers, and instead maintained its proposal that officers on any kind of patrol would receive a 3% premium for all hours worked (they had originally proposed 5%).

Article 29 – Training
The Union proposed that employees would receive a five-hour block of time every six months for policy/training review. The time will be uninterrupted at the station, with no radio responsibilities and non-uniform if preferred.

UW Counter Proposals

Article 10 – Vacations
The Employer reasserted its initial proposal.

Article 13 – Uniforms, Personal Items
Uniforms/Equipment
The Employer proposed adding additional items to the list of provided equipment to reflect current practice.
Health and Safety
In response to the Union’s proposal, the Employer counter-proposed that the health and safety of this bargaining unit’s workplace would be a partnership between Union and Employer. The Employer also proposed that, if appropriate, either party could request a joint Union/Management committee be convened with Environmental Health and Safety to discuss any concerns as well as stating that employees could report safety concerns up the chain of command without fear of retaliation or discipline.

New MOU – Salary Overpayment Recovery
Payroll Errors – Underpayment
In response to the Union’s counter from earlier in the session to include language on underpayment, the Employer proposed that once an instance of underpayment is identified and confirmed, the Employer would correct any errors on the employee’s subsequent available pay period.

What If Proposal
Article 15 – Hours of Work and Overtime
Standard Workday/Regular Work Schedule
In response to the Union’s proposal, the Employer proposed to keep unexpected absences as a case that would allow temporary deviations from regular work schedule in addition to emergencies.
Overtime
In response to the Union’s proposal, the Employer proposed that Sick Time Off would not count towards time worked for the purposes of calculating overtime whereas other types, like vacation time off or compensatory time, would still count.
Football
In response to the Union’s proposal, the Employer proposed reverting to current contract language for football events.

Next Steps
The next Teamsters and UW bargaining session is scheduled for Thursday, May 19, 2022 and will be held virtually.

Background
This recap details the second virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and Teamsters 117. Recaps are published online on the UW Labor Relations website.

Teamsters Initial Proposals

Article 2 – Non-Discrimination
The Union proposed that this provision would be construed to incorporate any protections against discrimination in employment which are provided under federal, state, or municipal laws. The Union also proposed that the Union and the Employer would work together to ensure equal employment opportunity and to make sure that employees are aware of complaint procedures.
Employee
The Union proposed that the term “Employee” would include male, female, transgender, gender non-confirming, and non-binary employees covered by this agreement.

Article 3 – Management Rights and Responsibilities
Emergency
The Union proposed that “Emergency” would be defined throughout this CBA as a reasonably unanticipated specific event requiring an immediate need for additional police personnel, as determined by the on-duty supervisor.

Article 6 – Union Business Representatives
Release Time for Union Business
The Union proposed that with seven days advance written notice the Union may request a bargaining unit employee be granted a leave of absence for up to ninety calendar days for purposes of attending to union business.

Article 8 – Employee Files
Disclosure of Personnel File Information
The Union proposed upon receipt of any public records request, court order, or subpoena seeking documents from an employee’s personnel file, the Employer would provide the employee with a copy of the request, order, or subpoena. When documents or information in an employee’s personnel, payroll, supervisory or training file are the subject of a public records request the Employer would provide the employee with a copy of the request fourteen calendar days in advance of the intended release date.

Article 9 – Sick Leave
Sick Leave – Accrual
The Union proposed that full-time classified employees would accrue ten hours of sick leave for each month of completed classified service.

Article 10 – Vacations
Vacation Leave – Accrual
The Union proposed that full-time employees eligible for vacation leave would accrue vacation leave monthly at the following increased rates: 14 paid vacation days (112 hours) for 1st and 2nd year employees instead of existing rates of 12 (96 hours) and 13 (104 hours) paid vacation days.

Article 12 – Leaves General
Parental Leave
The Union proposed that FMLA may be a combination of vacation time off, personal holiday, compensatory time, sick time off, holiday credit, and unpaid time off.
Bereavement Leave
The Union proposed to increase the amount of bereavement time off from three to four days per incident.
Suspended Operations
The Union proposed that employees would be provided with eighty hours of Public Health Emergency Leave (PHEL) each calendar year to use for quarantine and/or suspended operations, this would be a new leave type. The Union also proposed that all hours worked by employees would be compensated at two times the hourly rate or any department at UW suspends operations and/or is allowed to work from home due to a public health emergency and bargaining unit employees are required to continue to work onsite.

Article 13 – Uniforms, Personal Items
Uniforms/Equipment
The Union proposed that the Employer would make every reasonable attempt to repair or replace defective equipment affecting the safe operation of the vehicle as well as not require employees to operate unsafe equipment or vehicles. The Union also proposed that equipment or vehicles reported as being unsafe would need to be approved as being safe by the maintenance department prior to further utilization. The Union proposed that employees would report all defective vehicles and equipment at end of a shift and that such reports would be made on a suitable form furnished by the Employer. The Union proposed that the Employer would pay all fines and assessments and compensate employees at their straight-time rate for all work missed and also provide all necessary transportation and legal representation in connection therewith, provided the employee was performing pursuant to Employer instructions. Finally, the Union proposed that if an employee suffered an injury, suspension, or revocation of their license for the defective equipment solely as a result of the following the Employer’s instructions, the Employer must provide continued employment for the period involved at not less than regularly scheduled straight-time hours. Receipt of benefits under this provision is dependent upon the employee’s full cooperation in the defense of any citations received.
Non-Uniformed Assignment Clothing Allowance
The Union proposed that the Employer would provide a clothing allowance for each employee in the amount of $300 per calendar year rather than just for officers while they are assigned to non-uniform assignments.

Article 15 – Hours of Work and Overtime
Overtime
The Union proposed that all overtime would be paid at the rate of two times the employee’s regular rate rather than current practice of 1.5 times.
Temporary Schedules
The Union proposed that temporary schedule changes would only be allowed if mutually agreed upon.
Call Back Pay
The Union proposed that the actual hours worked during Call Back Pay would also be paid at 2 times the regular rate rather than current practice of 1.5 times.
Football Events
The Union proposed adding basketball to these event assignments and that for both assignments employees would receive 2.5 times regular rate for all hours worked rather than current contract language of 2 times.
Shift Selection
The Union proposed that employees would be allowed a rest period of at least ten hours off between shifts. If the ten hours overlaps with the employee’s regular shift then the overlap would be paid as administrative leave.

Article 16 – Compensatory Time Off
Accrual/Accumulation
The Union proposed that employees may accrue up to three hundred twenty hours of compensatory time rather than current practice of two hundred and forty. The Union proposed that any hours worked which would result in the accumulation of over this amount would be paid as overtime pay.

Article 20 – Longevity and Premiums
Longevity
The Union proposed that employees would receive longevity pay in accordance with the following schedule:
3 years at two percent, 6 years at four percent, 10 years at five percent, 15 years at seven percent, 20 years at nine percent, 25 years or more at eleven percent. Each value was one percent higher than current contract language.
Premiums
The Union proposed that detective officers and all officers assigned to patrol would receive a five percent premium.
Parking
The Union proposed that the department would provide free parking for all employees at all times, not just when they are required to work football games.
Working Out of Classification
The Union proposed that employees assigned the principal duties and responsibilities of an employee in another classification for a single shift or greater period would be paid at three steps above their present salary. Current contract language states that this would happen if the employee was assigned the principal duties of a higher classification.
Educational Incentive
The Union proposed percentage changes to educational incentive payments where flat dollar amounts are listed in the current contract. These values are as follows: 2% annual payment for Associated Degree is a new level, 4% annual payment instead of $1000 for a bachelor’s degree, and 6% annual payment instead of $1200 for advanced degree.

Article 20 – Contracting Out
The Union proposed that the Employer would not contract out work which results in the layoff or reduction of budgeted full time bargaining unit employees. The Union proposed that the Employer would need to provide bargaining unit members the first opportunity to volunteer for extra work prior to utilizing non-bargaining unit workers. Current contract language states prior to utilizing other police agencies.

Article 25 – Wages
Increment Increases
The Union proposed that employees would receive increment increases at the rate of three steps each twelve months instead of two as in the current contract. Additionally, the Union proposed that newly hired step A employees would receive a three step increase at six months instead of two step increase.
Increment Adjustments
The Union proposed that employees at Step E or above would move to Step L (approximately 17.5%) on their annual increment date, rather than move three steps (approximately 7.5%) per current contract language.
Base Wage Rate Adjustment
The Union proposed that on July 1, 2023, all employees would receive a wage increase to the 80th percentile of the total cash compensation analysis of the following comparable agencies: Bothell, Edmonds, Issaquah, Kent, and Redmond. The Union also proposed that after applying this amount the officer pay scale would be increased by the amount equal to 100% of the Seattle/Tacoma/Bellevue CPI-W, June 2021 to June 2022.
The Union also proposed that on July 1, 2024, the wage rates would be increased by 100% of the Seattle/Tacoma/Bellevue CPI-W, June 2022 to June 2023.

Side Letter B – Teamsters Retirees Healthcare Trust Plan
The Union proposed that on July 1, 2023, and a monthly basis thereafter, the Employer would deduct from employee wages $178 per month for benefits under the RWT-XL Plan. Also during this agreement’s cycle, the Union proposed that the Employer would remit payment to the Retires Welfare Trust, c/o NORTHWEST ADMINISTRATORS, INC for each employee who received compensation for 80 hours or more of the previous month. The Union proposed that this feature is intended to be a permanent feature that would be maintained in successor agreements.

Staff Shortage Premium
The Union proposed a staff shortage premium that would be awarded based on the number of vacancies within the currently allotted thirty-one budgeted positions. For example, the Union proposed that if there were 3 to 5 vacancies all officers would receive a premium of 5%, for 6 to 8 vacancies, all officers would receive 7.5% premium, and 8 to 10 would mean all officers would receive a premium of 10%.

The union proposed housekeeping edits only on the following provision:
• Article 27 – Duration, extending to the 2023-2025 biennium

On the following provisions, the union proposed to maintain the current contract language:
• Article 1 – Preamble
• Article 4 – Joint Labor Management Committee
• Article 5 – Union Recognition, Union Security, and Dues Deduction
• Article 7 – Union Business Activities
• Article 14 – Seniority and Layoff
• Article 17 – Discipline and Dismissal
• Article 19 – Employee Rights
• Article 22 – Performance of Duty Strike Lockout
• Article 23 – Tuition Exemption
• Article 24 – Severability
• Article 26 – Resignation and Abandonment
• Article 28 – DRIVE
• Appendix A – Health Care Benefits

UW Initial Proposals

Article 2 – Non-Discrimination
The Employer proposed updates to this article so that the language was more up to date, and the list of protected classes aligns with Executive Order 31.

Article 9 – Sick Leave
To updated with a change in the WAC, the Employer proposed that employees with leave without pay exceeding 80 hours in a month (prorated for part-time) would earn a monthly accrual proportionate to the number of hours in pay status, in the month to that required for full-time employment. Sick leave accruals must not exceed eight hours in a month. The Employer proposed that, in accordance with state law, former eligible employees who are re-employed would be granted all unused sick time off credits if they return to classified employment within five years of termination. Throughout the remainder of the Article, the Employer proposed to update aspects of the provision that were out of date, including the list of reasons sick time off is allowable.

Article 12 – Leaves-General
Parental Leave
The Employer proposed that employee would have the full employee share of the premium deducted from their wages. Employees requesting PFML benefits through the Employment Security Department would need to provide notice to the University as outlined under RCW 50A.04.030.
Bereavement Time Off
The Employer proposed adding language that bereavement could be used for the miscarriage or stillbirth of a child.
Essential Employees
The Employer proposed that a sentence designating employees as “Essential” under APS 40.2 and mentioning that all employees within this bargaining unit are designated as essential be moved from the Inclement Weather section to the section for Suspended Operations.

Article 27 – Duration
The Employer proposed housekeeping edits for this article, extending to the 2023-2025 biennium.

New Article – Work Related Injury Leave
The Employer proposed this article to address, in one article, all the areas within the current contract language where worker’s compensation language appeared.

New MOU – Salary Overpayment Recovery
The Employer proposed outlining in a MOU current practice with collecting on overpayment and detailing how employees could appeal.

Next Steps
The next Teamsters and UW bargaining session is scheduled for Wednesday, April 13, 2022 and will be held virtually.

Background
This recap details the fifth virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and Teamsters 117. Recaps are published online on the UW Labor Relations website.

Tentative Agreements
The parties tentatively agreed to the following:

Article 3 – Management Rights and Responsibilities
The parties agreed to mostly current contract language, clarifying that the Employer shall take action as may necessary to carry out its responsibilities in any emergency situation, in accordance with the applicable RCW. situations.

Article 6 – Union Business Representatives
The parties agreed to current contract language.

Article 7 – Union Business Activities
In this previously tentatively agreed upon article, the parties agreed to add language stating that during approved unpaid time off to work for the Union, an employee would use eight hours of vacation time off, compensatory time off, or personal holiday per month to maintain health insurance benefits.

Article 13 – Uniforms, Personal Items
The parties agreed to a more inclusive list of department issued items otherwise, current contract language was agreed upon with the exception of the section below.
Health and Safety
The parties agreed that the Union and Employer were jointly committed to the goal of implementing an effective health and safety program that meets or exceeds WISHA requirements. Additionally, employees are encouraged to report immediately to the on-duty supervisor any apparent unsafe working condition. Equipment or vehicles that have been reported as being unsafe would need a supervisor approval prior to further utilization. Finally, either part may request that a joint union/management committee could be convened with EH&S to discuss health and safety concerns and explore options to addressing said concerns.

Teamsters What If Proposals

Article 11 – Holidays
Holiday Credit
In response to the Employer’s counter from earlier in the session to cash out all holiday credit annually, the Union proposed that starting July 1, 2024, all holiday credit above 200 hours must be used or cashed out by June 30th of each year, or when the employee leaves UWPD.

Article 15 – Hours of Work and Overtime
The Union reasserted its most recent proposal including a requirement for the Chief to announce minimum staffing levels annually, an increase in the rates of overtime, call back pay and football premium, and limiting temporary schedule changes and mandatory overtime.

Article 16 – Compensatory Time Off
In response to the Employer’s counter from earlier in the session to cap compensatory time at 100 hours, the Union proposed to maintain current contract language for this article as part of a package with their proposals above in Article 11 and Article 15.

Article 12 – Leaves General
In response to the Employer’s counter from earlier in the session, the Union maintained its proposal for the Employer to continue paying the employee share of PFML. The Union modified its proposal to create a new public health emergency leave type of forty hours per year (instead of their proposed eighty) for use during quarantine or suspended operations, and employees would be paid 1.5 times their hourly rate (instead of their proposed double) for employees who work on-site while UW suspends operations or allows others to telework due to a public health emergency.

Article 29 – Training
In response to the Employer’s counter from earlier in the session to designate at least one day annually as a mandatory in-service training day, the Union proposed that employees would be in plain clothes during the training, with no radio responsibilities. Both proposals included language stating that the day would consist of at least five hours of training and the Employer would determine the content.

Next Steps
The next Teamsters and UW bargaining session is scheduled for Wednesday, June 8, 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 Teamsters 117. Recaps are published online on the UW Labor Relations website.

Tentative Agreements
The parties tentatively agreed to the following:

Current Contract Language

• Article 1 – Preamble
• Article 4 – Joint Labor Management Committee
• Article 7 – Union Business Activities Absences
• Article 14 – Seniority and Layoff
• Article 18 – Grievance Procedure
• Article 22 – Performance of Duty/Strike/Lockout
• Article 23 – Tuition Exemption
• Article 24 – Severability
• Article 26 – Resignation and Abandonment
• Article 28 – DRIVE

Other TAs

• Article 14 – Seniority and Layoff
  The parties agreed to language that would include time spent on leave in computing seniority.
• Article 27 – Duration
  This article now includes new dates for successor agreement.
• Side Letter A – Oversight Committee
  The Employer and the Union have agreed to strike this side letter in its entirety.

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

• Article 3 – Management Rights and Responsibilities
• Article 6 – Union Business Representatives
• Article 13 – Uniforms, Personal Items
• Article 29 – Training

The Employer proposed to strike the following out-of-date MOU:

• Side Letter B – Teamsters Retirees Healthcare Trust

Article 5 – Union Recognition, Union Security, and Dues Deduction
The Employer proposed to align dues language with the relevant University Administrative Policy Statement, clarifying language regarding dues deduction process and revocation.

Article 8 – Employee Files
The Employer proposed language that would add clarity to where department files and official personnel files live as well as striking language that would allow documents within personnel files to be removed.

Article 10 – Vacations
The Employer proposed updating language to align with an upcoming change to the applicable Washington Administrative Code stating that an employee would not accrue vacation time off during a leave of absence when unpaid time off exceeds eighty hours in a calendar month, prorated for part time.

Article 11 – Holidays
The Employer proposed to update the CBA with language that aligns with current practice related to personal holiday conditions, holiday credit time off, and to clarify that a day of holiday credit is equivalent to eight hours. The Employer proposed to introduce a June 30 annual holiday credit cash out, and language that would indicate holiday credit must be used before vacation time off, except in limited circumstances. The Employer proposed to change compensation for holiday time worked by paying an employee eight hours of holiday credit plus paid holiday premium pay for hours work, rather than current practice of paying eight hours of straight time plus holiday premium pay, but no holiday credit.

Article 15 – Hours of Work and Overtime
Standard Workday/Regular Work Schedule
The Employer has proposed striking a premium of 1.5 times regular rate of pay for employees whose hours deviate from the regular work schedule with less than seven days’ notice.
Overtime
The Employer proposed that sick time off, vacation time off, and compensatory time would not be considered time worked for the calculating of overtime. Additionally, the Employer proposed that pre-scheduled overtime would not be eligible to be paid as compensatory time. Lastly, the Employer proposed that employees who take unpaid time off for any time in the workweek prior to the pre-scheduled overtime assignment may no longer be eligible for the overtime assignment, as determined by the Employer.
Football Events
The Employer proposed that only employees assigned to the football event would be eligible for the football assignment premium. The Employer proposed to reduce the premium to 1.5 times the regular rate of pay instead of the current double time rate.

Article 16 – Compensatory Time Off
Accrual/Accumulation
The Employer proposed that overtime hours would be compensated on a salary payment basis unless the employee requests and is granted compensatory time off.
Use/Cashout
The Employer also proposed that compensatory time off may be scheduled by the Employer during the final sixty days of the fiscal year, and must be used or cased out every June 30.

Article 17 – Discipline and Dismissal
The Employer proposed to strike language stating that in certain circumstances and upon request, internal investigation and supporting documents could be removed from an employee’s official and department personnel files after three years.

Article 20 – Longevity and Premiums
The Employer proposed two new premiums: detective assignment and bike officer patrol. Officers assigned as a detective would receive a four percent premium for all hours worked on assignment and officers trained as bicycle officers and assigned would receive a three percent premium for all hours worked on assignment.

Article 21 – Contracting Out
The Employer proposed that it would not contract out work which results in the layoff of bargaining unit employees without following the relevant state law.

Article 25 – Wages
Base Wage Rate Adjustment
The Employer proposed that on July 1, 2023, employees would receive a 3% across-the-board pay increase. On July 1, 2024, employees would receive a 2% across-the-board pay increase.
Pay Table BP
The Employer proposed adding an additional top step and renaming the steps of this table to better align with Workday system requirements. This new step would be $7,801 a month prior to any base wage increases, a 2.5% pay increase. Employees who have been on the current top step for at least twelve months would advance to the new top step on their next progression start date.

Appendix A – Healthcare Benefits
The Employer proposed to replace this appendix with the agreement, once reached, at the Washington State Healthcare Authority table.

Teamsters Initial Proposals
NEW MOU – Retention Incentive Program
The Union proposed that effective January 1, 2022 the Employer would offer all regular Campus Police Officers a retention incentive equal to 15% of their annual salary.

Teamsters Counter Proposals
In response to the Employer’s proposal, the union proposed to maintain their initial proposals in the following provisions:

• Article 3 – Management Rights and Responsibilities
• Article 15 – Hours of Work and Overtime
• Article 16 – Compensatory Time Off
• Article 20 – Longevity and Premiums
• Side Letter B – Teamsters Retirees Healthcare Trust Plan
• NEW Side Letter C – Staff Shortage Premium

Article 2 – Non-Discrimination
In response to the Employer’s proposal, the Union accepted the Employer’s language to align the list of protected classes with Executive Order 31. The Union maintained the rest of its initial proposal, including language regarding making sure employees are aware of complaint mechanisms, and clarifying that the term employee throughout the CBA is intended to be gender neutral and inclusive language.

Article 8 – Employee Files
In response to the Employer’s proposal, the Union counter-proposed to maintain current contract language.

Article 10 – Vacations
In response to the Employer’s proposal, the Union proposed to retain current contract language stating that vacation time off credits shall not accrue when unpaid time off exceeds ten working days in a month. The Union maintained its proposal to increase the vacation accrual rate for employees in their first and second years of employment.

Article 19 – Employee Rights
The Union proposed that a copy of the original complaint would be provided to the employee and Union a minimum of forty-eight hours prior to an investigatory meeting. Additionally, the Union proposed that all interviews would be limited in scope to activities directly related to the complaint.

Next Steps
The next Teamsters and UW bargaining session is scheduled for Thursday, April 28, 2022 and will be held virtually.

Background
This recap details the sixth virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and Teamsters 117. Recaps are published online on the UW Labor Relations website.

Tentative Agreements
The parties tentatively agreed to the following:

Article 5 – Union Recognition, Union Security, and Dues Deduction

• The parties agreed to align dues language with the relevant University Administrative Policy Statement, clarifying language regarding dues deduction process and revocation.

Article 29 – Training

• The parties agreed that the Employer would designate at least one day annually as a mandatory training day. This day would consist of at least five hours of training as determined by the Employer. During training, employees would not be required to monitor radios, and requests for leave on these training days may be denied.

Appendix A – Health Care Benefits

• The parties agreed to a placeholder that would replace current contract language with the future agreement at the Washington state Healthcare Authority, while maintaining the existing VEBA language unchanged.

Teamsters “What If” Proposal

Article 21 – Contracting Out
In response to the Employer’s proposal, the Union expanded on its initial proposal that the Employer would not contract out work which results in the reduction of budgeted full-time employees, adding that would not be done without following the relevant statute.

UW Counter Proposals
The Employer made two package proposals. The first package proposal contained the following:

Article 8 – Employee Files
The Employer proposed to align language regarding files relating to employment and removal of documents to reflect a tentative agreement recently reached with WFSE PM.

Article 17 – Discipline and Dismissal
The Employer reasserted its initial proposal to strike existing language allowing for disposition of certain internal investigation reports.

The second Employer package proposal contained the following articles and a provision that the Union withdrew all other proposals:

Article 10 – Vacations
The Employer reasserted its initial proposal.

Article 11 – Holidays
The Employer maintains its previous proposal.

Article 15 – Hours of Work and Overtime
The Employer maintains its previous proposal.

Article 16 – Compensatory Time Off
The Employer maintains its previous proposal.

Article 20 – Longevity and Premiums
Longevity
The Employer proposed reducing the requirement for the longevity pay increase of 3% from six years to five years.
Armorers
The Employer proposed that police sergeants and lieutenants trained and certified as armorers and assigned to perform maintenance and inventory of department firearms would receive a new four percent premium for all hours worked while performing Armorer duties.
Fitness Incentive
The Employer proposed that any bargaining unit member that passes the optional yearly fitness test would receive a new one-time lump sum payment of three hundred dollars each year that they pass the test.

Article 25 – Wages
Base Wage Rate Adjustment
The Employer proposed that on July 1, 2024, Pay Table BP, Range 1 would be increased from two percent to three percent. This is in addition to the Employer’s proposal already on the table to provide both a three percent across-the-board increase on July 1, 2023 and add a new top step on that same date (valued at approximately 2.5%).

Next Steps
The next Teamsters and UW bargaining session is scheduled for Tuesday, June 14, 2022 and will be held virtually. The assigned mediator will attend this session and meet with the parties.

Background

This recap details the first session for the negotiation for the collective bargaining agreement between Teamsters 117 and UW. Recaps are published online on the UW Labor Relations website.

 

Union Initial Proposals

Article 9: Sick Time Off

The Union proposed to increase the compensation rate for unused sick time off put into an employee’s VEBA when they separate from state service due to retirement or death, from twenty five percent (25%) to forty percent (40%).

Article 12: Leaves-General

The Union proposed to increase the number of bereavement time off days from three (3) to five (5) granted for each death of a family member.

Article 13: Uniforms/Personal Items

The Union proposed to increase the number of jumpsuits issued to the employee from one (1) to two (2) after completion of the FTO program.

The Union proposed to add a new provision in the “Health and Safety” section titled “Mental Health Wellness” detailing that the University would provide employees with optional access to an Employer provided mental health provider on paid time, for up to two (2) appointments of up to one (1) hour twice per month.

Article 15: Hours Of Work and Overtime

The Union proposed a new program in this article titled “Take Home Vehicle Program” which would entail Police Officers being assigned take home vehicles based on seniority to interested employees, using the Employers existing fleet of vehicles.

The Union proposed a new section in this article titled “Exercise Periods” in which employees would be allowed up to three (3) hours per week to exercise while on duty with prior approval from their supervisor.

The Union proposed a new section in this article titled “Swing shift and Night shift Differential”, in which an employee assigned to work a swing shift would be paid a shift differential rate of two percent (2%). The Union proposed that employees assigned to work the night shift would be paid a shift differential of three percent (3%) over their regular rate of pay.

The Union proposed a new section in this article titled “Commencement”, stating that assignments for commencement ceremonies would be awarded based on seniority and all employees on overtime assigned to work duties related to commencement operations would receive double time for all hours worked. The Union’s proposal states that employees on regular duty or straight time during commencement would also be compensated for double time.

Article 19: Employee Rights

The Union proposed new language stating that in any instance where officer misconduct is alleged and bodycam footage exists, the officer would be allowed to review the bodycam video before making a written or verbal statement.

Article 20: Longevity And Premiums

The Union proposed the following longevity pay schedule:

• Decrease from three (3) years, down to two (2) years, for one percent (1%) pay
• Decrease from five (5) years, down to three (3) years, and decreasing pay from three percent (3%) to two percent (2%)
• Adding four (4) years, at three percent (3%) pay
• Adding five (5) years, at four percent (4%) pay
• Adding six (6) years, at five percent (5%) pay
• Increasing longevity pay for 10 years from five percent (5%) up to six percent (6%)
• Increasing longevity pay for 15 (fifteen) years from six percent (6%) up to eleven (11%)
• Increasing longevity pay for 20 (twenty) years from eight percent (8%) up to twelve (12%)
• Increasing longevity pay for 25 (twenty-five) years from ten percent (10%) up to fourteen (14%)
• Adding thirty (30) years or more, at sixteen percent (16%) pay

The Union proposed new language stating that field training officers would receive a 7.5% premium on all hours worked.

The Union proposed a new section in this article titled “Patrol Premium” in which an employee would receive a patrol premium in the amount of ten thousand dollars ($10,000 dollars) per year in the form of a lump sum on the first pay period following July 1, 2027 and July 1, 2028.

In the section of the article titled “Multilingual/Sign Language/Braile Premium Pay”, the Union proposed that employees that know more than one language, sign language, or braille, would receive a 1.5x premium pay when the officer is certified as proficient in a secondary language.

Lastly, the Union proposed updating the educational incentives in this article as follows:

• Adding an incentive for Associate’s degree, with an annual payment of two percent (2%)
• Increasing the incentive for Bachelor’s Degrees, from an annual payment of two percent (2%) to four percent (4%)
• Removing the incentive for Advanced Degrees

Article 23: Tuition Exemption

The Union proposed increasing the tuition exemption credit limit from six (6) to fifteen (15) credits per employee per quarter.

Article 25: Wages

The Union proposed to increase base wage rate adjustments as follows:

• Effective July 1, 2027, Pay Table BP, Range 1, would be increased by eighteen percent (18%)

Article 27: Duration

The Union proposed the agreement will cover July 1, 2027 – June 30, 2029.

New Article: Legal Services Trust Fund

The Union proposed that the Employer would pay seventeen dollars and thirty cents ($17.30) per month towards the Western Conference of Teamsters Legal Services Trust Fund for each employee that is compensated for eighty (80) hours a month.

New Article: Long Term Services and Support Trust Program

The Union proposed that the Employer would pay 100% of the employee’s portion of the Long-Term Services and Support Trust Program.

Appendix A: Health Care Benefits Amounts

The Union proposed to increase the VEBA Medical Reimbursement Plan Employer contribution from one point two percent (1.2%) to two percent (2%). Additionally, the Union proposed to include language that in the event RCW 41.80.020 is amended during the duration of this agreement to include supplemental retirement benefits, the parties would agree to reopen this Appendix to negotiate supplemental retirement benefits.

 

Employer Initial Proposals

Article 2: Non-Discrimination

The Employer proposed housekeeping edits only, which included updating the reference from Executive Order 31 to Executive Order 81 concerning the prohibition of discrimination, harassment, and sexual misconduct.

Article 3: Management Rights and Responsibilities

The Employer proposed housekeeping edits only.

Article 4: Joint Labor Management Committee

The Employer proposed striking through language stating that the Union staff representative would be the sole decision maker when determining whether to attend a Joint Labor Management Committee meeting.

Article 5: Union Recognition, Union Security and Dues Deduction

The Employer proposed striking through language stating that the Employer’s payroll office would transmit the total deducted amount of dues and deductions once a month to the Union’s office. The Employer proposed adding a list of all the employee information the Union currently receives each pay period.

Article 11: Holidays

The Employer proposed new language that holiday credit must be used before vacation time off unless this would cause an employee to exceed the vacation time maximum of two hundred eighty (280). Any remaining holiday credit would be cashed out on June 30th or when the employee leaves the UW Police department.

Article 15: Hours of Work and Overtime

The Employer proposed to clarify that the standard regular work schedule seven (7) day period refers to a Monday through Sunday FLSA workweek. The Employer proposed that compensatory time would not be accrued for Football events. Lastly, the Employer proposed striking language referring to Residence Hall assignments that are no longer performed by the Teamsters bargaining unit.

Article 16: Compensatory Time Off

The Employer proposed that all compensatory time should be used or paid out by June 30^th of each fiscal year. Under this proposal, all unused compensatory time would be cashed out at the end of the fiscal year, or when employees leave the bargaining unit. This proposal also states that compensatory time cannot be accrued for football games or re-charge events, and any overtime funded by sources outside of the department must be paid.

Article 20: Longevity and Premiums

The Employer proposed housekeeping edits only.

Article 27: Duration

The Employer proposed the agreement will cover July 1, 2027 – June 30, 2029.

NEW Article: VEBA Medical Reimbursement Plan

The Employer proposed to move contract language regarding the VEBA Medical Reimbursement Plan into a standalone article, unchanged.

 

Next Steps

The next UW & Teamsters bargaining session is scheduled for May 12, 2026 and will be held in person.

Background

This recap details the third bargaining session for the 2025-2027 collective bargaining agreement between the UW and Teamsters 117. The session was held in-person on April 30, 2024. Recaps are published online on the UW Labor Relations website.

Proposed Tentative Agreements

Both parties have proposed tentative agreements to the following:

• Article 8 Employee Files
  • Changes are housekeeping edits and language clean-up only, for example correctly referring to an employee’s “official personnel file” and “departmental file.”
• Article 12 Leaves-General
  • Minor housekeeping edits only.

Union Counter Proposals

Article 15: Hours Of Work And Overtime– In response to the Employer, the Union presented a What-If proposal in which Article 15 would be current contract language, except for maintaining proposed new language that bargaining unit work would be offered at double time before the work is offered outside the unit. This What-If would be a change from the Union’s initial proposal on Article 15, found here.

Union What-If Package Proposal:

The Union presented a What-If package proposal including Articles 11, 16, and 25.

• Article 11 Holidays– The Union proposed new language that if an employee’s holiday credit balance is greater than 280 hours, they must cash out at least 60 hours of the excess of 280 annually in June.
• Article 16 Compensatory Time Off– The Union proposed that up each employee may carry 220 hours of compensatory time into the next fiscal year (currently 240).
• Article 25 Wages– In this package, the Union proposed a 19% increase on July 1, 2025 and a 7% increase on July 1, 2026. This is a change from the Union’s initial proposal of 20% and 10%.

Employer Counter Proposals

Article 7: Union Business Activities Absences– After discussion with the Union, the Employer proposed to strike the 32 hours of paid time to conduct Union business. This proposal would not preclude stewards from using paid time for contract administration. The Employer proposed reverting back to contract language for 30 days’ notice of unpaid time off for Union projects, which is fewer days than the previously proposed 60 days’ notice. Lastly, this proposal states that paid release time would not count toward the calculation of overtime.

Article 9: Sick Time Off– In response to the Union, the Employer proposed clarifying language on the use of sick time off due to inclement weather. The proposal states that sick time off may be granted if the employee is unable to report to work due to inclement weather and all compensatory time, holiday credit, personal holiday, and vacation time off have been exhausted.

Employer What-If Package Proposal:

The Employer presented a What-If package proposal including Articles 11, 13, 15, 16, 20, and 25.

In this proposed package the following Articles would be current contract language:

• Article 16 Compensatory Time Off
• Article 15 Hours of Work and Overtime

This package also includes the Employer’s proposals from April 24, 2024 for Article 13 Uniforms/Personal Items and Article 20 Longevity And Premiums. Those proposals can be found in the April 24 Recap.

Lastly, the Employer proposed that this package would include two new proposals on Articles 11 and 25.

• Article 11 Holidays– In this proposal, the only change from current contract language is a housekeeping edit which clarifies that the personal holiday is discussed in a separate section and not part of the list of eleven State scheduled holidays.
• Article 25 Wages– The Employer proposed a 4% increase on July 1, 2025 and a 4% increase on July 1, 2026. This is an change from the Employer’s initial proposal of 3.5% and 2.5%.

Next Steps

The next UW and Teamsters 117 bargaining session is scheduled for June 5, 2024.