Category: Teamsters 117

Background

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

 

Tentative Agreements

The parties tentatively agreed to the following articles:

Article 2: Non-Discrimination

The TA includes housekeeping edits only, updating the reference from Executive Order 31 to Executive Order 81 concerning the prohibition of discrimination, harassment, and sexual misconduct.

Article 5: Union Recognition, Union Security and Dues Deduction

The TA includes housekeeping edits only, adding a list of all the employee information the Union currently receives each pay period.

Article 12: Leaves-General

The TA memorializes that five (5) days of bereavement leave shall be granted for each death of a family member.

The parties tentatively agreed to maintain current contract language in the following articles:

• Article 1: Preamble
• Article 4: Joint Labor/Management Committee
• Article 6: Union Business Representatives
• Article 7: Union Business Activities Absences
• Article 8: Employee Files
• Article 9: Sick Time Off
• Article 10: Vacations
• Article 14: Seniority and Layoff
• Article 17: Discipline and Dismissal
• Article 18: Grievance Procedure
• Article 21: Contracting Out
• Article 22: Performance of Duty/Strike/Lockout
• Article 24: Severability
• Article 26: Resignation and Abandonment
• Article 28: Training
• Article 29: Work Related Injury Leave

 

Employer Package Proposal

The Employer presented a “What If” package proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below.

• Article 20: Longevity And Premiums

As part of this package proposal, the Employer proposed to increase the field training officer premium to nine percent (9%) on all hours worked performing FTO responsibilities. The Employer also proposed expanding the educational incentive criteria to include an associate’s degree, which would be paid at a rate of one percent (1%).

• Article 25: Wages

As part of this package proposal, the Employer proposed the following base wage rate adjustments:

• • Effective July 1, 2027, Pay Table BP, Range 1 would be increased by three percent (3%).
  • Effective July 1, 2028, Pay Table BP, Range 1 would be increased by three percent (3%).

Also, as part of this package, the Employer reasserted its most recent proposals in the following provisions:

• • Article 11 Holidays
  • Article 15 Hours of Work and Overtime
  • Article 16 Compensatory Time
  • Appendix A – Health Care Benefits Amounts
  • New Article VEBA

The Employer maintained its proposal to retain current contract language in the following provisions:

• • Article 13 Uniforms/Personal Items
  • Article 19 Employee Rights
  • Article 23 Tuition Exemption

 

Union Package Proposal

The Union presented a package proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below.

• Article 23: Tuition Exemption

As part of this package proposal, the Union would withdraw its proposal to increase the maximum tuition exemption to sixteen (16) credits, retaining the current contract language of six (6) credits per quarter.

• Article 25: Wages

25.2. Base Wage Rate Adjustment

As part of this package proposal, the Union proposed the following base wage rate adjustments:

• • Effective July 1, 2027, Pay Table BP, Range 1 would be increased by fifteen percent (15%).
  • Effective July 1, 2028, Pay Table BP, Range 1 would be increased by ten percent (10%).

• New Article – Legal Services Trust Fund

As part of this package proposal, the Union would agree to withdraw the entirety of this proposed article requiring the Employer to contribute to the Western Conference of Teamsters Legal Services Trust Fund.

• New Article – Long-Term Services and Support Trust Program

As part of this package proposal, the Union would agree to withdraw the entirety of this proposed article requiring the Employer to pay one hundred percent (100%) of the Long-Term Services and Supports Trust Program premiums for bargaining unit employees.

• VEBA Medical Reimbursement

Under this package proposal, the Employer would agree to an increased contribution to the VEBA Medical Reimbursement Plan on behalf of employees, from one point two percent (1.2%) to two percent (2%), and the Union would withdraw its proposed supplemental retirement benefits reopener.

 

Union Counter Proposals

Article 19: Employee Rights

The Union proposed to include excerpted language directly from the UWPD Body Worn Camera Policy as it pertains to the use of body worn camera recordings in discipline.

Article 20: Longevity And Premiums

In response to the Employer, the Union modified their proposed longevity pay schedule as follows:

• Two (2) years, at one percent (1%) pay
• Three (3) years, at two percent (2%)
• Four (4) years, at three percent (3%) pay
• Six (6) years, at five percent (5%) pay
• Ten (10) years at six percent (6%) pay
• Fifteen (15) years, at eleven percent (11%) pay
• Twenty (20) years, at twelve percent (12%) pay
• Twenty-five (25) years, at fourteen percent (14%)
• Thirty (30) years or more, at sixteen percent (16%) pay

The Union modified its proposal, stating that field training officers would receive a fifteen percent (15%) premium on all hours worked performing FTO responsibilities.

 

Next Steps

The next UW & Teamsters 117 bargaining session will be in person mediation with PERC mediation, and is scheduled for June 17, 2026.

Background

This recap details the fourth bargaining session for the 2025-2027 collective bargaining agreement between the UW and Teamsters 117. The session was held online on June 5, 2024. Recaps are published online on the UW Labor Relations website.

Union Counter Proposal

Union What-If Package Proposal:

The Union presented a What-If package proposal including Articles 7, 9, 11, 13, 15, 16, 19, 20, 25 and Appendix A.

In this proposal, Articles 7 and 16 would remain current contract language. Article 11 would include a minor housekeeping edit only.

The package also includes counter proposals on the following articles:

Article 9: Sick Time Off–  In this proposal, the Union would accept the additional language that addresses recent legislative changes that expand the use of sick time off after the declaration of an emergency by a local or state government or agency, or by the federal government.

The Union did not accept the Employer’s proposed clarifying language on the use of sick time off due to inclement weather.

Article 13: Uniforms/Personal Items– The Union’s counter proposal accepts the Employer’s proposal that officers would be given a jumpsuit after the completion of the FTO program, which was previously after the completion of probation. The Union maintained the rejection of the reduction of shirts, trousers, and ammunition holders issued. The Union rejected the boots/shoes allowance proposed by the Employer and the proposed increase to the non-uniformed assignment clothing allowance. The Union also rejected the Employer’s proposal on the reimbursement cap on the damage of personal items while on duty.

The Union proposed that uniformed officers would receive a $300 allowance for non-uniform work clothes, a reduction from the previous $700 proposal.

Article 15: Hours Of Work And Overtime– In response to the Employer, the Union proposed that if the University utilizes officers outside the bargaining unit for special events, all bargaining unit employees working that event will receive the highest contracted rate of pay, if that rate is higher than the contractual wage minimums.

Article 20: Longevity And Premiums– In this package proposal, the Union would withdraw its proposal to add associate’s degrees to the educational incentive. The Union reasserted its proposed increase to the educational incentive of 4% and 6% for bachelor’s and advanced degrees.

Article 25: Wages– In this package, the Union proposed a 10% increase on July 1, 2025 and a 10% increase on July 1, 2026. This is a change from the Union’s previous proposal of 19% and 7%.

Appendix A: Health Care Benefits– The Union proposed Appendix A will remain Health Care Benefits, and it currently acts as a placeholder until Healthcare Coalition Bargaining is completed. At that time, the most up to date Healthcare information would be in Appendix A. The Union withdrew the language on VEBA.

Employer Counter Proposal

Employer What-If Package Proposal:

The Employer presented a What-If package proposal including Articles 7, 9, 11, 13, 15, 16, 19, 20, 25, Appendix A, and new MOUs “MOU Retention Incentive and Holiday Credit Cashout” and “MOU Long Term Services and Supports”.

In this package proposal, Articles 15 and 19 would remain current contract language. In this package, the Employer proposes the Union withdraw the new “MOU Long Term Services and Supports.”

In this package proposal, Appendix A Health Care Benefits, would be the Employer’s Initial Proposal from April 17, 2024. In this proposal, Appendix A will remain Health Care Benefits, and it currently acts as a placeholder until Healthcare Coalition Bargaining is completed. At that time, the most up to date Healthcare information would be in Appendix A.

This package includes the Employer’s proposals from April 24, 2024 for the following articles: Article 13 Uniforms and Personal Items and Article 20 Longevity and Premiums.

This package includes the Employer’s proposals from April 30, 2024 for the following articles: Article 7 Union Business Activities Absences; Article 9 Sick Time Off; Article 11 Holidays.

The package also includes counter proposals on the following articles:

Article 16: Compensatory Time Off– In response to the Union, the Employer withdrew its proposal on the accrual/accumulation of compensatory time and the order in which compensatory time would be used in relation to other leave types. The Employer reasserted that employees would not be allowed to cash out up to 100 hours of compensatory time twice annually.

Article 25: Wages– In this package, the Employer proposed a 5% increase on July 1, 2025 and a 4% increase on July 1, 2026. This is a change from the Employer’s previous proposal of 4% and 4%.

MOU Retention Incentive and Holiday Credit Cashout (NEW)– The Employer proposed a new MOU in this package. The Employer would offer a retention incentive of $2,000 to officers who have not already received a sign-on bonus in the past 12 months, in accordance with the University’s retention incentive policy. This MOU also includes new language that all holiday credit would be cashed out on September 1, 2025.

Next Steps

The next UW and Teamsters 117 bargaining session is scheduled for June 12, 2024.

Background

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

 

Tentative Agreements

The parties tentatively agreed to the following articles:

• Article 3: Management Rights and Responsibilities

The TA includes housekeeping edits only, including updating the bargaining unit name from UWPMA to WFSE Police Management.

• Article 27: Duration

The TA memorializes that the agreement will cover July 1, 2027 – June 30, 2029.

 

Employer Initial Proposals

Article 25: Wages

The Employer presented its initial wage proposal, which includes the following base wage rate adjustments:

• Effective July 1, 2027, Pay Table BP, Range 1 would be increased by three percent (3%).
• Effective July 1, 2028, Pay Table BP, Range 1 would be increased by two point five percent (2.5%).

 

Union Responses

The Union rejected the following Employer Initial Proposals, as presented during the April 15^th bargaining session:

• Article 11: Holidays

The Union rejected Employer proposed language stating 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). The Union also rejected that any remaining holiday credit would be cashed out on June 30th or when the employee leaves the UW Police department.

• Article 16: Compensatory Time Off

The Union rejected Employer proposed language in which all compensatory time would be used or paid out by June 30^th of each fiscal year. Additionally, The Union rejected that all unused compensatory time would be cashed out at the end of the fiscal year, or when employees leave the bargaining unit. Lastly, the Union rejected 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.

 

Employer Responses

The Employer rejected the following Union Initial Proposals, as presented during the April 15^th bargaining session:

• Article 9: Sick Time Off

The Employer rejected the Union’s proposal 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 13: Uniforms/Personal Items

The Employer rejected Union proposed language to increase the number of jumpsuits issued to the employee from one (1) to two (2) after completion of the FTO program. Additionally, the Employer rejected the Union’s proposal 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 (Partial article rejection)

The Employer rejected the Union’s proposal to add 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.

• Article 19: Employee Rights

The Employer rejected Union proposed 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 23: Tuition Exemption

The Employer rejected the Union’s proposal to increase the tuition exemption credit limit from six (6) to fifteen (15) credits per employee per quarter.

• New Article: Legal Services Trust Fund

The Employer rejected Union proposed language stating 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 Employer rejected Union proposed language in which the Employer would pay 100% of the employee’s portion of the Long-Term Services and Support Trust Program.

 

Next Steps

The next UW & Teamsters 117 bargaining session is scheduled for May 21, 2026 and will be held in person.

Background

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

 

Employer Package Proposal

The Employer presented a “What If” package proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below.

• Article 11: Holidays

The Employer reasserted its initial proposal to cash out holiday credit annually on June 30, and/or when an employee leaves UWPD.

• Article 12: Leaves – General

The Employer proposed to incorporate the Union’s proposal to increase bereavement leave from three (3) to five (5) days per death of a family member.

• Article 13: Uniforms/Personal Items

The Employer proposed to maintain current contract language.

• Article 15: Hours of Work and Overtime

The Employer proposed to incorporate some of the Union’s proposed new language regarding paying double time for employees assigned to work duties related to commencement, and added that compensatory time would not be accrued for Commencement.

• Article 16: Compensatory Time Off

The Employer reasserted its initial proposal that all compensatory time would be used or paid out by June each year.

• Article 20: Longevity and Premiums

The Employer counter proposed to increase the field training officer premium from seven and a half percent (7.5%) to eight and a half percent (8.5%) for hours worked while performing FTO duties.

The Employer rejected the Union’s proposal to increase the longevity pay schedule, increase the educational incentive, increase the language pay, and provide a patrol premium lump sum payment.

• Article 25: Wages

The Employer maintained its initial proposal, which detailed the following base wage rate adjustments:

• • Effective July 1, 2027, Pay Table BP, Range 1 would be increased by three percent (3%).
  • Effective July 1, 2028, Pay Table BP, Range 1 would be increased by two point five percent (2.5%).

• Appendix A. Health Care benefits Amounts

The Employer rejected the Union’s proposal for a reopener regarding supplemental retirement benefits, in the event RCW 41.80.020 is amended during the duration of the CBA.

• New Article: VEBA Medical Reimbursement Plan

The Employer reasserted its initial proposal to move contract language regarding the VEBA Medical Reimbursement Plan into a standalone article, unchanged.

 

Next Steps
The next UW & Teamsters 117 bargaining session is scheduled for June 3, 2026 and will be held in person.

Background

This recap details the first session bargaining for the 2025-2027 collective bargaining agreement between the UW and Teamsters 117. The session was held in-person on April 17, 2024. Recaps are published online on the UW Labor Relations website.

Teamsters Complete Initial Proposals

Article 9: Sick Time Off– The Union proposed an increase in the rate that an employee is compensated for their accrued sick time off due to retirement or death from 25% to 100%. The Union also proposed adding a direct payment option for this compensation rather than mandatory payment to the employee’s VEBA.

Article 13: Uniforms/Personal Items– The Union proposed a new allowance of $750 annually for uniformed police officers to spend on non-uniform work clothes. The Union proposed increasing non-uniformed officers’ clothing allowance from $300 to $750 annually.

Article 15: Hours Of Work And Overtime– The Union proposed that the Employer would provide free parking to employees while on duty. The Union also proposed that employees would be allowed to work out on work time up to three hours per week, but not more than one hour per day.

The Union proposed that if an officer works on their scheduled day off, they would earn time and a half on those hours worked regardless of the hours worked later in the week. Currently, officers only earn overtime on all hours worked past 40 hours in the FLSA work week.

The Union proposed new language that if no officers agree to take special assignments at time and a half, they would be then given the option to take the special assignment at double time. Double time would be offered to bargaining unit members before UWPD sergeants, lieutenants, or outside agencies were given the work.

Article 19: Employee Rights– The Union proposed new language that officers would be able to review any video that exists before making a written or verbal statement on an incident in which they were subject to an investigation, such as the use of deadly force that results in the death or injury of a person.

Article 20: Employee Rights– The Union proposed that Field Training Officers (FTOs) will receive an across the board 5% premium, whereas they previously received a 3-step increase for hours worked when performing FTO responsibilities.

The Union proposed expanding the educational incentive to include an Associates Degree premium of 2%.The Bachelor’s Degree premium would be raised from 2 to 4% and the Advanced Degree premium would be raised from 3 to 6%. The Union states this proposal is intended to bring UWPD in alignment with comparables, and place value on education in a higher education institution.

The Union also proposed a new Master Police Officer program which aims to offer career growth opportunities for officers within the department. Master Police Officers would receive a 5% premium.

Article 25: Wages– The Union presented data on its comparables which are the cities of Bothell, Redmond, Kent, Edmonds, and Issaquah. The Union proposed a 20% across-the-board increase in July 2025 and a 10% across-the-board increase in July 2026.

Article 27: Duration– The Union proposed the agreement will cover July 1, 2025 – June 30, 2027.

NEW Article XX: Long-Term Services And Support Trust Program– The Union proposed that the Employer would pay 100% of the employee’s portion of the new Washington State Long-Term Services and Supports Trust Program.

On the following articles, the Union proposed to maintain current contract language:

• Article 1 Preamble
• Article 2 Non-Discrimination
• Article 3 Management Rights
• Article 4 Joint Labor Management Committee
• Article 6 Union Business Representatives
• Article 10 Vacations
• Article 14 Seniority and Layoff
• Article 17 Discipline and Dismissal
• Article 18 Grievance Procedure
• Article 21 Contracting Out
• Article 22 Performance of Duty Strike Lockout
• Article 23 Tuition Exemption
• Article 24 Severability
• Article 26 Resignation and Abandonment
• Article 29 Training

UW Complete Initial Proposals

Article 5: Union Recognition, Union Security, And Dues Deduction– The Employer proposed moving the entirety of Article 28: Democrat, Republican, Independent Voter Education (DRIVE) to Article 5 to consolidate all information on dues and deductions into one article. There are no proposed changes to the content of the DRIVE article.

Article 7: Union Business Activities Absences– In order to align with all the other contracts at the University, the Employer proposed a reduction of 32 hours of annual paid release time for Union training to 8 hours annually. Employees may request additional time off in the form of vacation, compensatory or unpaid time off. The Employer proposed added language that paid release time for Union business would not count toward overtime.

The Employer proposed an increase to 60 days notice from 30 days notice for unpaid time off to participate in employment with the Union on projects or activities of a specified duration.

Article 8: Employee Files– The Employer proposed a language clean-up throughout this article to properly refer to an employee’s “official personnel file” or “department file.” The Employer also proposed a language clean-up to clarify that performance evaluations will not be provided to outside agencies unless “otherwise required by law,” previously “subject to legal process.”

Article 9: Sick Time Off– The Employer proposed language to reflect recent legislative changes that expand the use of sick time off. Sick time off may now be used after the declaration of an emergency by a local or state government or agency, or by the federal government.

In order to align with current University policy, the Employer proposed a strike of the language that allows employees to use sick time off if they are unable to report to work due to inclement weather.

Article 11: Holidays– The Employer proposed language clean-up throughout, such as removing a redundant reference to the personal holiday and striking the language on cyclic positions, which the department does not have.

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. Any remaining holiday credit will be cashed out on June 30th or when the employee leaves the UW Police department. The Employer stated this aligns with a “pay people when they work” philosophy in which employees are paid in the same fiscal year they worked.

Article 12: Leaves-General– The Employer proposed striking the language that the Employer will pay the employee share of State Senate Bill 5975 (Washington Family Medical Leave Program) for employees hired prior to July 1, 2023. Per this proposal, the Employer would pay the Employer portion and all bargaining unit members would pay their own employee portion.

The Employer also proposed striking section 12.12 of this article, as Work Related Injury Leave is covered in its own article elsewhere in the CBA.

Article 13: Uniforms/Personal Items– The Employer proposed updates to the list of uniforms/equipment issued to align with current practice.

Article 15: Hours Of Work and Overtime– The Employer proposed new language that the Employer may determine work shifts of different numbers of hours to meet business needs. This is a proposed change from 4 shifts of 10 hours per work week. The Employer expressed a need to change this model, as it is difficult to cover a 24-hour day in 10-hour increments.

The Employer proposed striking the language that states if an employee’s regular work schedule is altered with less than 7 days’ notice that the employee will be paid at 1.5 their regular rate. The Employer proposed that the Department will make a good faith effort to provide the employee 7 days’ notice of change.

In order to align with all other University employees, the Employer proposed language that sick, vacation, and compensatory time off shall not be considered time worked for the purpose of calculating overtime.

The Employer proposed that only employees assigned to a football event will earn the football assignment premium. Employees working their regularly scheduled assignment shift on a football day will not earn the football premium. Additionally, this proposal adds that there will be no pyramiding or duplication of overtime pay, football event pay, or any other premiums.

The Employer proposed striking Residence Hall assignments in order to address a need for more flexibility, and the lack of desire from UWPD officers to be assigned these shifts.

Article 16: Compensatory Time Off– The Employer proposed new language in this article in alignment with the paying employees in the same fiscal year they worked philosophy. Current language allows for the accrual of up to 240 hours of compensatory time. The Employer’s proposal allows employees to accrue a maximum of 200 total hours of compensatory time per fiscal year. This proposal also states that compensatory time cannot be accrued for football games, re-charge events, or if overtime is worked due to absence of another employee utilizing compensatory time. In these cases, the Employer proposed that employees would be paid the appropriate overtime or premium rate.

The Employer proposed that compensatory time should be used prior to vacation time off, unless doing so would cause the employee to exceed the vacation time maximum limit. Under this proposal, all unused compensatory time would be paid out at the end of the fiscal year, or when employees leave the bargaining unit.

Article 20: Longevity And Premiums– The Employer proposed minor housekeeping edits.

Article 25: Wages– The Employer presented data on its comparables which are the cities of Bothell, Redmond, Kent, Edmonds, and Issaquah; and the higher education institutions WSU, WWU, CWU, EWU, and Evergreen. The Employer proposed a 3.5% across-the-board increase in July 2025 and a 2.5% across-the-board increase in July 2026.

Article 27: Duration– The Employer proposed the agreement will cover July 1, 2025 – June 30, 2027.

Article 30: Work Related Injury Leave– The Employer proposed minor housekeeping edits.

On the following articles, the Employer proposed to maintain current contract language:

• Article 1 Preamble
• Article 2 Non-Discrimination
• Article 3 Management Rights
• Article 4 Joint Labor Management Committee
• Article 6 Union Business Representatives
• Article 10 Vacations
• Article 14 Seniority and Layoff
• Article 17 Discipline and Dismissal
• Article 18 Grievance Procedure
• Article 19 Employee Rights
• Article 21 Contracting Out
• Article 22 Performance of Duty Strike Lockout
• Article 23 Tuition Exemption
• Article 24 Severability
• Article 26 Resignation and Abandonment
• Article 29 Training

Next Steps

The next UW and Teamsters 117 bargaining session is scheduled for April 24, 2024.

Background

This recap details the second bargaining session for the 2025-2027 collective bargaining agreement between the UW and Teamsters 117. The session was held in-person on April 24, 2024. Recaps are published online on the UW Labor Relations website.

Proposed Tentative Agreements

Both parties have proposed tentative agreements to the following:

• Article 5 Union Recognition, Union Security, And Dues Deduction
  • Incorporate the content, unchanged, from Article 28 Drive
• Article 27 Duration
  • Extend the contract through the next biennium, July 1, 2025-June 30, 2027
• Article 28 Democrat, Republican, Independent Voter Education (DRIVE)
  • Eliminate the Article as its contents have been moved to Article 5
• Article 30 Work Related Injury Leave
  • Minor housekeeping edits

Both parties proposed tentative agreements maintaining current contract language on the following:

• Article 1 Preamble
• Article 2 Non-Discrimination
• Article 3 Management Rights
• Article 4 Joint Labor Management Committee
• Article 6 Union Business Representatives
• Article 10 Vacations
• Article 14 Seniority and Layoff
• Article 17 Discipline and Dismissal
• Article 18 Grievance Procedure
• Article 21 Contracting Out
• Article 22 Performance of Duty Strike Lockout
• Article 23 Tuition Exemption
• Article 24 Severability
• Article 26 Resignation and Abandonment
• Article 29 Training

UW Counter Proposals

Article 12: Leaves-General– In response to the Union’s belief that the information was duplicative of content in the sick time off article, the Employer removed its proposed reference that sick time off can be used after the declaration of an emergency by a local or state government or agency, or by the federal government. In response to the Union’s interest to maintain work related injury language in this article, the Employer maintained its proposal to strike the duplicative content but added language to reference Article 30 Work Related Injury Leave, in the event employees were looking for that content in this Article.

The Employer maintained its proposal that all bargaining unit members would pay their own employee portion of State Senate Bill 5975 (Washington Family Medical Leave Program).

Article 13: Uniforms/Personal Items– In response to the Union, the Employer proposed a What-If proposal on uniforms and personal items. In this proposal, shirts and trousers issued would still be reduced per the initial proposal, but officers would be given a jumpsuit after the completion of the FTO program, which was previously after the completion of probation. In accordance with the RCW, language was added that the damage of personal items on duty would be reimbursed up to $200 per occurrence. The non-uniformed allowance would be increased to $500 annually, up from $300. The Employer also proposed that boots/shoes selected by the Uniform Committee would be purchased by the Employer and issued to employees every other year.

Article 20: Longevity And Premiums– In response to the Union, the Employer made a What-If proposal to increase in the FTO rate to an 8.5% premium on hours worked while performing FTO responsibilities. This is an increase from the current 3-step increase on hours worked while preforming FTO responsibilities.

The Employer rejected the Union’s proposed changes to the Educational Incentive and the new Master Police Officer program.

NEW Article XX: Long-Term Services And Support Trust Program– The Employer rejected this new article and the Union’s proposal to make any changes to the current premium paid entirely by employees.

Teamsters Counter Proposals

Article 7: Union Business Activities Absences– The Union rejected the Employer’s initial proposal related to a proposed reduction to paid release time for training, and a proposed increase to the amount of time in advance an employee requests unpaid time off for Union employment.

Article 8: Employee Files– The Union rejected the Employer’s initial proposal to clarify language related to the official personnel file, and to clarify that when the law may require performance evaluations to be provided to outside agencies.

Article 9: Sick Time Off– The Union withdrew its proposed increase in the rate that an employee is compensated for their accrued sick time off. The Union maintained adding a direct payment option for this compensation, rather than defaulting to a VEBA contribution.

Article 11: Holidays– The Union rejected the Employer’s initial proposal, including its proposal to cash out holiday credit annually on June 30.

Article 13: Uniforms/Personal Items– In response to the Employer, the Union reduced the proposed clothing allowance for uniformed police officers from $750 annually to $700 annually. The Union struck their proposal that the non-uniformed officers’ allowance would be increased from the current amount. The Union maintained the amount of shirts and trousers issued, but incorporated the Employer’s other edits to the uniforms list.

Article 15: Hours Of Work And Overtime– After the Employer rejected the Union’s initial proposal in this article earlier in the session and reasserted their own, the Union later rejected the entirety of the Employer’s proposals in this article and reasserted their initial proposal, in the same session.

Article 16: Compensatory Time Off– The Union rejected the Employer’s initial proposal, and stated their interest in retaining current contract language in this article.

Article 19: Employee Rights– After the Employer rejected the Union’s proposed new camera language earlier in the session, the Union reasserted their initial proposal.

Article 20: Longevity And Premiums– The Union incorporated a housekeeping edit from the Employer, but otherwise reasserted their initial proposal, including changes to the FTO premium, educational incentive, and the creation of a Master Police Officer program.

Article 25: Wages– The Union reasserted their initial proposal for a 20% across-the-board increase in July 2025 and a 10% across-the-board increase in July 2026..

Appendix A: Health Care Benefits: In conjunction with withdrawing its proposal to increase the amount of sick time off cashed out, the Union proposed an increase in the Employer’s contribution to an employee’s VEBA to 1.5%, currently 1.2%

Next Steps

The next UW and Teamsters 117 bargaining session is scheduled for April 30, 2024.