Category: UAW ASEs

Background

This recap details the twelfth session for the renewal of the collective bargaining agreement between the UW and UAW, which expired on April 30, 2021. Recaps are published online on the UW Labor Relations website.

Employer’s Last, Best and Final Proposal

The Employer presented a Last, Best and Final Package Proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below.

Wages – The Employer proposed that the ASE base rate would receive a market adjustment increase of 2% effective July 1, 2021 and 3% effective July 1, 2022 and 3% effective July 1, 2023. The Employer also proposed the minimum hourly ASE rate receive a market adjustment of 2% effective July 1, 2021 and 3% effective July 1, 2022 and 3% effective July 1, 2023.

Childcare – The Employer proposed eligible ASEs would receive $1,350 per quarter for childcare expenses with a cap of $70,200 per year for 2021, 2022 and 2023.

Vacation – The Employer proposed that ASEs with an FTE of 50% or greater and an appointment for twelve months, would receive a minimum of 20 hours per quarter of paid vacation time off; vacation time off prorated for appointments less than or greater than 50% FTE.  Effective September 16, 2022, vacation time off will be requested, tracked and recorded in Workday.

GAIP – In addition to the previously tentatively agreed upon improvements including out-of-network (claims paid based upon allowed charges) for gender affirming medical services to match the in-network amount of 90%, the Employer proposed to increase outpatient out-of-network mental health coverage from 60% to 80%.

Fee & Tuition Waivers – The Employer proposed current contract language.

Grievance Procedure – The Employer proposed to withdraw its proposal and revert to current contract language.

Holidays – The Employer proposed that personal holidays would be requested per departmental policy and that holidays would be recorded and tracked in Workday effective September 16, 2022.

Leaves of Absence – The Employer proposed that salaried ASEs with an appointment of 50% FTE for the academic year or longer would receive 28 hours of paid sick time off per year and that ASEs with greater than or less than 50% FTE for the academic year or longer would receive a prorated award based on that FTE.  Sick time off will be requested, tracked and recorded in Workday effective September 16, 2022.

Duration – The Employer proposed a three-year contract, expiring April 30, 2024.

U-PASS – The Employer proposed that bargaining unit employees would receive a fully subsidized U-PASS through Spring Quarter of 2024.

EPIC – As proposed on April 1, the Employer proposed to provide Summer quarter funding for the existing two 50% ASEs. The Employer also updated language regarding the delivery of the training.  The University also proposed to strongly encourage all incoming ASEs to attend EPIC training.

Time Off Tracking in Workday MOU – The Employer proposed that tracking of time off in Workday would be effective September 16, 2022 and that either party would be able to initiate discussions regarding the process of implementation. The MOU also included that the parties would agree upon the language the University uses to communicate and would make a good faith effort to produce the language and communications prior to Fall Quarter 2022.

The Employer proposed tentative agreements on the following articles in their last, best and final package proposal:

Article 13 – Insurance Programs
Article 20 – Non-Discrimination and Harassment
Article 29 – Union Rights
Article 35 – Workload
Appendix II – PBFs at IHME
LOU A – Workers Compensation

Tentative Agreements

The parties reached a tentative agreement for the following articles:

Preamble
Article 1 – Purpose and Intent
Article 2 – Recognition
Article 3 – Definitions
Article 4 – Appointments and Reappointment Notification and Job Description
Article 6 – Discipline or Dismissal
Article 9 – Health and Safety
Article 11 – Hourly Pay Scale and Transparency
Article 12 – Intellectual Property and Scholarly Misconduct
Article 14 – Job Posting
Article 15 – Job Titles and Classifications
Article 16 – Layoff
Article 18 – Management Rights
Article 19 – No Strikes, No Lockouts
Article 21 – Parking and Transit
Article 22 – Personnel Files
Article 23 – Severability
Article 24 – Subcontracting
Article 25 – Summer Non-registered Graduate Research Student Assistants
Article 26 – Training
Article 27 – Travel
Article 28 – Union-Management Committee
Article 29 – Union Rights
Article 30 – Union Security
Article 31 – Voluntary Community Action Program (VCAP)
Article 36 – Workspace and Materials
LOU A – Workers Compensation
LOU B – U-PASS Coalition Bargaining
MOU – Immigration Status and Work Authorization
MOU – Lump Sum Payment
 
Next Steps

The Union has not indicated whether it would be voting on the Employer’s proposal. The Employer has offered the Union a new bargaining session date.

 

Background

This recap details the first session for the renewal of the collective bargaining agreement between the UW and UAW, set to expire on April 30, 2018. Recaps are published online on the UW Labor Relations website.

UAW Initial Bargaining Demands

UAW put forth a list outlining its bargaining demands and priorities, structured around several themes.

• Academic Student Employee (ASE) compensation and standards of living: UAW demanded that UW administration improve overall compensation and living standards to keep pace with rising costs of living, increasing tuition and fees, escalating student debt, and rising compensation for ASEs at peer institutions.
• Inclusivity, accessibility, and equity: UAW demanded that UW administration make changes to policies and practices that may result in discrimination and harassment, in an effort to become a more diverse, equitable, and accessible institution.
• Family-friendly benefits: UAW demanded that UW administration increase support for ASEs with family care roles by evaluating paid parental leave policies, and providing increased access to affordable childcare.
• Academic quality: UAW demanded that UW administration promote excellence in ASEs’ work assignments in part through improvements to the Teacher’s Assistant (TA) to student ratio and improved adequacy of workspaces.
• Security of ASE positions: UAW demanded that UW administration improve job security for ASEs in part by increasing the number of fully funded appointments and reducing unnecessary administrative spending.
• ASE health care: UAW demanded that UW administration expand the access to health care to all ASEs regardless of their FTE, reduce dependent costs, and provide a health plan that is inclusive, cost-effective, and transparent.
• Union orientation for new ASEs: UAW demanded that UW administration allow for the union to have the fullest access to new ASEs during orientation and onboarding to educate new employees on their rights and responsibilities.

UAW asserted their interest in maintaining all rights, pay, and benefits of the existing collective bargaining agreement not addressed above.

Ground Rules

The parties reached a tentative agreement on a series of ground rules for bargaining, including the expectation that the parties will work on non-economic items first, and all initial proposals will be delivered by the fourth session on March 9.

Next Steps

The next UW-UAW bargaining session is scheduled for February 15.

Background

This recap details the second session for the renewal of the collective bargaining agreement between the UW and UAW, set to expire on April 30, 2018. Recaps are published online on the UW Labor Relations website.

UAW Initial Proposals

Child Care – UAW proposed that beginning July 1, 2018, eligible ASEs would receive an increase in child care assistance to match the maximum quarterly amount provided by the UW Child Care Assistance Program (currently $2,400 per infant, $1,500 per toddler/preschooler, and $450 per school age child).  The Union proposed that amount to be paid regardless of whether or not a child was in a licensed child care facility, and proposed to remove the cap on University spending for ASE child care expenses.  UAW proposed that ASEs receive notice of their eligibility for child care assistance within 21 days of application.

The Union proposed that an ASE representative be appointed annually to all University Committees on Work/Life issues with preference given to student parents.

Hourly Pay Scale Transparency – UAW proposed a new article that would require the University to publicly publish pay rates in all departments and hiring units for hourly ASEs.

Leaves of Absence – UAW proposed the following changes to the Leaves of Absence article:

• Child Care Emergencies – The Union proposed that ASEs would be able to use any accrued paid leave of absence days for child care emergencies, as opposed to the one day per year allowed in the current contract.
• Family Member Definition – The Union proposed to update the definition of family member to reflect recent amendments to RCW 49.46 and the passing of voter based Initiative 1433.
• Paid Leave – The Union proposed to expand paid leave provisions to hourly ASEs. UAW proposed a new paid leave structure for all ASEs to include the following per academic year:
  • Short-term (Sick) Leave: 7 days
  • Short-term (Safe) Leave: 7 days
  • Short-term (Bereavement) Leave: 14 days
  • Long-term (Medical/Family/Parental/Childbirth/Adoption) Leave: 13 weeks
  • Long-term (Disability) Leave: 14 weeks
  • Total Long-term (combined) Leave: 18 weeks
• The Union proposed that the University pay all premiums associated with the Washington State Parental Leave Insurance Program as a result of law changes to paid family and medical leave benefits, effective in 2020.
• Unpaid Leave – The Union proposed that all ASEs be eligible to use up to 12 weeks of unpaid leave for circumstances identified in the CBA, which is a benefit currently afforded only to ASEs with a 50% FTE appointment. The Union proposed to strike language that allows for proration of unpaid leave for ASEs employed fewer than three quarters.

Union Rights – UAW proposed the following changes to the Union Rights article:

• Union Orientation – The Union proposed to expand Union orientations from 30 to 75 minutes for new ASEs. UAW proposed that the Employer would provide any ASE who does not attend a University, hiring unit, or department wide orientation with 75 minutes of Union orientation within two weeks of the start of their appointment.
• Paid Release Time for Successor Agreement – The Union proposed that the Employer provide paid release time for up to five 50% FTE ASEs designated by the Union for bargaining a successor agreement.
• Paid Release Time for Contract Administration – The Union proposed that each quarter the Employer would provide paid release time for an additional six 50% FTE ASEs designated by the Union for contract administration. Additionally, UAW proposed that each quarter the Employer would provide ten hours of paid release time for elected Union leaders, including stewards, for joint UW-UAW training on administering the contract.
• Joint Training – The Union proposed to work jointly with the Employer to provide training to management representatives who administer the CBA. UAW proposed that the Employer and the Union would meet quarterly to discuss adjustments to the content, form, and scheduling of such training.

UW Response – Union Rights

UW responded to the Union’s proposal on Union Rights by tentatively agreeing to codify language stating the Union orientation is a part of the orientation and onboarding process for new ASEs.  UW proposed language stating that upon request from the Union and not more than once per quarter, departments would provide time and space for a 30 minute Union orientation with newly hired ASEs that have not previously attended orientation.

UW proposed that prior to the start of Fall Quarter 2018, the parties would jointly develop training for management summarizing changes from the prior CBA.  The proposal included language stating that the parties would meet quarterly to discuss training needs related to contract administration.

UW proposed to update language detailing the content of union rosters produced by Workday and distributed by Labor Relations.

Non-Discrimination and Harassment – UAW proposed numerous updates to the non-discrimination and harassment article which are summarized in part below:

• UAW proposed language stating that discrimination may include incidents between any members of the University community, in hierarchical relationships and/or between peers.
• UAW proposed language defining retaliation and stating that the Employer will not retaliate against ASEs based on allegations of discrimination.
• UAW proposed language stating that the parties would jointly conduct mandatory sexual harassment training for all ASEs and the Employer would provide paid release time for two 50% FTE ASEs each quarter to jointly administer the training.
• UAW proposed language stating that the University Complaint Investigation and Resolution Office (UCIRO) would provide the Union a copy of all reports involving ASEs within seven days of completion, with information redacted at the request of the involved ASE.
• UAW proposed language stating there would be no timeline for initiating a grievance violating the non-discrimination and Harassment article.
• UAW proposed language stating that the University would ensure there is an all-gender bathroom in every building where ASEs work.

Complaint Process

• UAW proposed language stating that within one day of filing a grievance and/or complaint, the Employer would determine whether a prima facie case has been made and if so, implement interim measures to ensure the ASE can continue learning and working in an environment free from discrimination.
• UAW proposed language stating that within 21 days of filing a grievance and/or complaint, the Employer would conclude an investigation on the issues and report their findings to the Union.
• UAW proposed language stating that if a grievance and/or complaint is sustained, the Employer would implement appropriate remedies.
• UAW proposed language stating that ASEs would have representation rights during the grievance and/or complaint process.
• UAW proposed language stating that if someone who may reasonably be considered an ASE’s supervisor is found to violate the relevant CBA article, the University will discipline the supervisor in a manner commensurate with the violation(s), and disclose that information to ASEs.

Joint Training

• UAW proposed language stating that the parties would jointly conduct anti-discrimination training for all ASEs and the Employer would provide paid release time for two 50% FTEs to administer the training on behalf of the union.
• UAW proposed language stating that the parties would jointly appoint at least one ASE to each campus wide diversity or equity council at the beginning of each academic year to serve a one year term.
• UAW proposed language stating that every department or unit that hires ASEs would create an equity committee, and the proposal elaborated on the purpose and logistics of said equity committees.

SafeCampus Discussion

In response to UAW’s proposal to discuss issues of harassment, the Employer brought in Kiana Swearingen, SafeCampus Training and Communications Specialist, to present information about the various types of violence prevention training available now and in development.

Next Steps

The next UW-UAW bargaining session is scheduled for March 1.  On this date the Employer will begin presenting non-economic proposals to the Union.

Background

This recap details the third session for the renewal of the collective bargaining agreement between the UW and UAW, set to expire on April 30, 2018. Recaps are published online on the UW Labor Relations website.

UW Initial Proposals

Discipline or Dismissal – UW proposed that prior to the suspension or dismissal of an ASE, there would be a pre-determination meeting to give an employee the opportunity to make their case before the Employer’s determination.  The current contract allows for, but does not require a disciplinary conference (pre-determination meeting).  The Employer proposed language to clarify the role of Union representation during a pre-determination meeting.

Grievance Procedure – UW proposed language in alignment with the Employer’s stated interest to establish a reasonable timeline for the grievance process, which both parties could adhere to. UW proposed to strike language stating that grievances may immediately proceed to step two, in an effort to encourage settlement at the lowest level whenever possible.  The Employer proposed increases to the following:

• Amount of time after an occurrence, or knowledge of an occurrence, before a grievance must be filed (current: 21 days; proposed: 30 days)
• Amount of time the step one management designee has to meet with the grievant and Union after receiving a grievance (current: 14 days; proposed: 15 days)
• Amount of time the step one management designee has to issue a written grievance response after meeting (current: 7 days; proposed: 15 days)
• Amount of time the Union has to appeal a step one decision in writing (current: 7 days; proposed: 15 days)
• Amount of time the step two management designee and Labor Relations designee has to meet with the grievant and Union upon receipt of the appeal (current: 7 days; proposed 15 days)
• Amount of time the parties have to mutually request mediation if a satisfactory settlement is not reached at step two (current: 14 days; proposed: 30 days)

The Employer proposed to remove contract language and the related memoranda of understanding (MOU) requiring arbitration hearings to be regularly scheduled every few months, regardless of whether or not the parties had issues to arbitrate upon scheduling.  The Employer proposed language to allow either party to submit a grievance to binding arbitration within 30 days following the written notice that there is no agreement to mediate or conclusion to the prior step, rather than on a regular pre-set schedule.

Leaves of Absence – UW proposed to update the leaves of absence article to reflect recent amendments to RCW 49.46 and the passing of voter based Initiative 1433.  The proposed language includes updates to the following in accordance with the law change:

• Family member definition
• Rules for sick leave usage
• Accrual for hourlies at the rate of one hour for every forty hours worked (hourlies received no paid sick leave prior to January 1, 2018)
• Removal of the one day limit on use of sick leave for child care emergencies

Personal Holiday – UW proposed to move the unchanged language regarding personal holidays from the holiday to the vacation article to align with other UW collective bargaining agreements.

Job Posting – UW proposed to eliminate language stating that open ASE positions would be posted on a central website maintained by the University, as there is not a single hub for these postings.  The Employer proposed language indicating a series of places these postings could be found including, but not limited to, UW Hires, Husky Jobs, etc.

Appointment and Reappointment – UW proposed language that would allow for offer letters to be either written or electronic, as the current contract only refers to offer letters as written.  The Employer proposed language that provided an example of when an appointment cannot be filled by the notification deadline, such as when an offer is pending verification of enrollment thresholds.

Memorandum of Understanding (MOUs) – UW proposed to eliminate the following:

• MOU: Job Titles and Classifications
• MOU: Immigration Status and Work Authorization
• MOU: HR/P and Union Security
• MOU: Advisory Committee to the Provost Regarding Student Employee Hourly Wage
• MOU: Lump Sum Payment Upon Ratification
• Memoranda of Agreement: HR/P Transition and Impacts
• Letter of Understanding: F: Overpayment of Health Insurance Premium

The Employer’s stated position is that the memorandum listed above have been satisfied in full and/or expired, and are no longer necessary components of the collective bargaining agreement.

UAW Response – Union Rights

In response to the Employer’s counter-proposal, UAW maintained their initial proposals on the Union rights article with the following exceptions:

• The Union decreased the proposed length of new employee orientation from 75 to 70 minutes.
• The Union proposed that all new ASEs would be notified with their orientation details no later than the date their appointment letter is provided.
• The Union proposed that those who had not yet had an orientation would have one scheduled by their department or hiring unit no later than the last day of the second pay period of the quarter, and would provide space and time for that meeting.
• In addition to the Union’s original joint training language, the Union added the Employer’s proposed language stating that the parties would jointly develop management training prior to the start of fall quarter 2018, but indicated that it should encompass additional content beyond summarizing changes of the collective bargaining agreement.

Next Steps

The next UW-UAW bargaining session is scheduled for March 9.  On this date the parties aim to exchange the remainder of their initial proposals.

 

Background

This recap details the fourth session for the renewal of the collective bargaining agreement between the UW and UAW, set to expire on April 30, 2018. Recaps are published online on the UW Labor Relations website.

UAW Initial Proposals

Insurance Programs – UAW proposed the following changes to the current Graduate Appointee Insurance Plan (GAIP):

• 100% Employer paid premiums for eligible dependents (medical, dental, & vision)
• Expanded coverage for mental health services to include increased number of covered visits and providers, specifically providers who specialize in treating underrepresented groups
• Coverage for trans-affirming services as recommended by the most recent World Professional Association for Transgender Health standards
• Reduced costs for deductibles and copays for dental and vision services
• Reduced costs for prescriptions, glasses, and contacts
• Reduced costs for certain pharmacies and providers to tier 1 rates
• ASEs receiving GAIP coverage as part of their appointment for three consecutive academic quarters would receive full coverage for the following quarter, if not already provided as part of the appointment

Fee and Tuition Waivers – UAW proposed a full tuition waiver to include applicable fees for U-PASS.

Wages – UAW proposed that the parties have further discussions about equitable pay that takes into account the cost of living in Seattle and the valuable work ASEs provide to the University.

UW Initial Proposals

Insurance Programs – UW will present a proposal on GAIP in the coming weeks that will likely include a cost sharing component.

Fee and Tuition Waivers – UW proposed that ASEs begin paying the Building Fee in the 2018/19 academic year.

Wages – UW did not provide a wages proposal with concrete values and instead echoed the Union’s statement that further discussions would be beneficial before exchanging additional wage proposals.

Childcare – UW proposed to strike language no longer applicable to the current University contracts for backup and sick child care.  The Employer agreed to the Union’s proposed language that would give preference to student parents when selecting an ASE representative for the Childcare Advisory Committee.

Job Titles and Classifications – UW proposed to update the occupation codes and elaborate on job duties for all titles listed in the relevant article.  The Employer proposed to eliminate the Predoctoral Lecturer and Predoctoral Researcher titles which are rarely used.

Counter-Proposals

MOU: Job Titles and Classifications – UAW proposed to renew the MOU stating that the parties would meet four times per calendar year in 2019 and 2020 to discuss how the University could implement a step system for salaried ASEs and how to effectively publicize hourly compensation rates.  The Employer countered by proposing to meet upon request to discuss only hourly ASE compensation practices, provided that the Union withdraw their proposed new article that would require the Employer to post hourly ASE pay rates for all departments.

MOU: Immigration Status and Work Authorization – UAW proposed to extend this MOU into the next contract cycle which would require the parties to meet four times per calendar year in 2019 and 2020 to discuss issues arising from academic student employment, immigration status, and work authorization.

Leaves of Absence – UAW maintained the entirety of their proposals on the leaves of absence article.

Union Rosters – UAW proposed to move a portion of the content from the MOU: HR/P to the union security article.   The content includes a list of items to be provided to the Union each pay period.  UW proposed to include this information in the union rights article, but to use the more recent four lists of previously agreed upon data and sent to the Union each pay period.

Grievance Procedure – In response to the Employer’s proposal to eliminate the MOU on regularly scheduled arbitration hearings, UAW proposed to maintain the language and move it into the main contract as the Union considers the scheduled hearings to be an effective mechanism for grievance resolution.  The Union went on to say that the Employer’s proposals on the grievance procedure and discipline articles have been interpreted by UAW as an attempt to erode some of their rights so they in turn proposed to strike the management rights and no strikes, no lockouts articles.

Non-Discrimination and Harassment – UW proposed a variation on the Union’s retaliation language, and incorporated the content from the MOU on Microagressions into the main contract, as originally proposed by the Union.  The parties tentatively agreed to strike language regarding meetings that were held in the last contract cycle regarding lactation stations and all gender bathrooms.  The Union maintained its previous proposals in this article, including provisions about sexual harassment training, the complaint process, joint anti-discrimination training, and equity committees.

UW Benefits Presentation

Representatives from the UW Benefits Office and the consultant firm Parker, Smith, and Feek attended the bargaining session to discuss the administration and utilization of the GAIP plan.  It was reported that claims paid out in the 2015-16 and 2016-17 plan years rose by approximately 9% each year (per student, per month) which was in line with projected values.  The total renewal increase for the next plan year is approximately 8.9-10.5% (the higher end of the range is contingent on the passage of a Senate Bill proposing a state reinsurance fee).

Next Steps

The next UW-UAW bargaining session is scheduled for March 15.  On this date the parties plan to further discuss some of the non-economic proposals on the table.

Background

This recap details the fifth session for the renewal of the collective bargaining agreement between the UW and UAW, set to expire on April 30, 2018. Recaps are published online on the UW Labor Relations website.

Tentative Agreements

UW presented UAW with tentative agreements to maintain current contract language for articles that were not opened by either party.  The Union indicated that they would review the agreements and respond at the next bargaining session.

Appointment and Reappointment Notification – The parties tentatively agreed to language that indicates an ASE’s appointment or reappointment letter can be written or provided via email.

Job Postings – The parties tentatively agreed to updated language that says open hire ASE positions would be posted on university jobs websites such as UW Hires, Husky Jobs, or GFIS, and if new websites are added the University would notify the Union of the address of any such website within 30 days of contract ratification.

UAW Proposals

Job Titles and Classifications – UAW tentatively agreed to update the occupation codes for all job titles but declined to update the associated job duties as proposed by the Employer. UAW tentatively agreed to remove outdated language detailing classification reviews for certain position titles as that work has been completed.  The Union is continuing to review the Employer’s proposal to strike the Predoctoral Lecturer and Predoctoral Researcher titles, and accepted UW’s proposed update to the standard qualifications for Predoctoral Instructors.

Union Rights – UAW tentatively agreed to incorporate language detailing the four reports containing membership data to be sent to the Union each pay period.  UAW maintained the remainder of their proposals in the article around new Union orientation, release time for bargaining a successor agreement, release time for contract administration, and joint training for those administering the contract.

UW Proposals

Sexual Harassment and Prevention Training – UW proposed an MOU detailing a pilot program for the next contract cycle that would encompass both an online module providing general information on sexual harassment and prevention, and an in-person training component.  The in-person training would be:

• Focused on sexual harassment and response training for incoming ASEs and would cover skill building, shifting behaviors, and bystander intervention strategies
• Jointly created by ASEs and SafeCampus, with SafeCampus being responsible for program development and supervision
• A train-the-trainer model under which ASEs would facilitate the training after an initial period of development and deployment with SafeCampus, with ongoing monitoring by SafeCampus

UW proposed that hourly ASEs would be used for the training, and 2-4 ASEs would be selected from a list of 10-15 applicants provided by the Union.  UW proposed to split the cost of running the program between the Employer and the Union.  The proposed timeline would be to begin program development in the fall of 2018 and present the training to incoming ASEs in the fall of 2019, as needs and resources dictate.  The parties agreed to form a small group to continue fleshing out various elements of the training proposal.

Next Steps

The next UW-UAW bargaining session is scheduled for April 4.  On this date the parties plan to further discuss some of the non-economic proposals on the table.

 

Background

This recap details the sixth and seventh sessions for the renewal of the collective bargaining agreement between the UW and UAW, set to expire on April 30, 2018. Recaps are published online on the UW Labor Relations website.

Tentative Agreements

The parties signed tentative agreements to close the following provisions:

• Preamble
• Article 1 – Purpose and Intent
• Article 2 – Recognition
• Article 3 – Definitions
• Article 4 – Appointment and Reappointment Notification and Job Description
• Article 6 – Discipline and Dismissal
• Article 9 – Health and Safety
• Article 11 – Intellectual Property and Scholarly Misconduct
• Article 13 – Job Posting
• Article 15 – Layoff
• Article 21 – Personnel Files
• Article 22 – Severability
• Article 23 – Subcontracting
• Article 24 – Summer Non-registered Graduate Research Student Assistants
• Article 25 – Training
• Article 26 – Travel
• Article 27 – Union-Management Committee
• Article 30 – Voluntary Community Action Program (VCAP)
• Article 33 – Workload
• Article 34 – Workspace and Materials
• MOU: Immigration Status and Work Authorization
• New Article – Hourly Pay Scale Transparency

UW Proposals

Job Titles and Classifications – UW maintained its proposal to update the occupation codes for all job titles and remove outdated language detailing classification reviews for certain position titles, as that work has been completed.  In response to the Union’s proposal, UW tentatively agreed to remove the proposed further details of job duties.  The Employer maintained its proposal to strike the Predoctoral Lecturer and Predoctoral Researcher titles, along with the proposed update to the standard qualifications for Predoctoral Instructors.

Union Rights –UW maintained its proposals in the article around Union rosters and jointly developed contract administration training for managers.  UW proposed language that indicated Union orientation would count toward the 220 hour expectation or be paid according to the ASE’s hourly wage, and that departments would encourage new ASEs to attend these thirty minute orientations. UW maintained its rejection of the Union’s proposed language to compensate five 50% ASEs for the two complete quarters during which bargaining occurs.

Discipline or Dismissal – UW withdrew the entirety of its proposals related to the discipline or dismissal process and proposed to retain current contract language.  The parties signed a tentative agreement to that effect.

UAW Package Proposal

UAW put forth a package proposal in which all provisions would need to be accepted in their entirety.  Provisions included:

Union Rights – UAW withdrew its proposals for paid release time for six 50% FTE ASEs to administer the collective bargaining agreement, and for ten hours of paid release time each quarter for Union leaders on contract administration.  In the package proposal the Union would agree to a paid thirty minute Union orientation, and would accept the Employer’s proposals on rosters and joint training for management.  UAW maintained its proposal regarding compensation for bargaining a successor agreement, which would include compensation for five 50% ASEs for the two complete quarters during which bargaining occurs.

Hourly Pay Scale Transparency – UAW proposed that the University post hourly pay rates on appropriate department or hiring unit websites. The parties tentatively on this language.

Non-Discrimination and Harassment – UAW maintained its previous proposals on this article with the following exceptions:

Sexual Harassment and Prevention Training – In response to the MOU proposed by UW, and more recent discussions with both parties, UAW proposed detailed training elements related to content, timeline, training size and duration, and ASE hiring.  UAW maintained its proposal to include two 50% FTE ASEs each quarter to jointly administer the training with the University.  Some newly proposed elements include:

• The trainings would include identification and discussion of intersectional power dynamics in ASE work situations and problematic behavior patterns.
• A timeline that would begin within two months of contract ratification, start trial trainings in July-August 2018, and would include at least thirteen trainings in fall 2018, thirty-two trainings in winter 2019, and sixty-five trainings in spring 2019.
• Every academic year thereafter, at least thirty-six trainings would be held each year, or enough to reach all new ASEs.
• Trainings would be developed to last four hours, and would be conducted for groups of between six and forty ASEs at a time.
• The University and the Union would jointly agree upon the ASEs who would be hired to conduct the trainings.

Equity Committees – UAW modified its proposal to say that the parties would jointly create equity committees in no less than ten departments or hiring units in academic year 2018-19.  Every year thereafter, the parties would jointly create equity committees in no less than ten additional departments or hiring units.  The proposal outlined committee goals and makeup, directed the timeline for meeting, and articulated the expected work product.

Complaint Process – After further discussions on April 5, the Union modified several aspects of its proposal regarding the complaint process.  Specifically, UAW withdrew their proposal that would require UCIRO to provide the Union a copy of all reports involving an ASE within seven days of completion.  The Union proposed that a grievance alleging a violation of the non-discrimination and harassment article must be filed within 365 calendar days from the occurrence. UAW adjusted the amount of time proposed for the Employer to review a complaint and determine whether a prima facie case has been made, from one to three days.  The Union also adjusted the amount of proposed time for the Employer to conclude an investigation, from twenty-one to sixty days.

Grievance Procedure – UAW maintained its proposal on the grievance procedure article to include incorporating the existing MOU on standing arbitrations into the body of the contract.

MOU: Immigration Status and Work Authorization – UAW maintained its proposal to extend this MOU which would require the parties to meet four times per calendar year in 2019 and 2020 to discuss issues arising from academic student employment, immigration status, and work authorization.  The parties tentatively agreed on this language.

UW Package Proposal Response 

• UW rejected the Union’s package proposal.
• The parties reached a tentative agreement on the hourly pay scale transparency article stating that the University shall post all hourly pay rates on department or hiring unit websites beginning fall 2018.
• UW maintained its proposal to strike the MOU on standing arbitrations.
• The parties reached a tentative agreement on extending the MOU: Immigration Status and Work Authorization.
• UW will present a counter-proposal on the non-discrimination and harassment article at an upcoming bargaining session.

Optional Practical Training Discussion

The parties discussed the Post-completion Training Fee for graduating graduate students and/or alumni who are applying for Optional Practical Training (OPT).  The Post-completion Training Fee was announced earlier this year but has not yet been implemented.  OPT provides graduating students with F-1 visa status an opportunity for hands-on work experience (work authorization) related to the academic field of study.  The fee will be collected by International Student Services when graduating students apply for an applicable U.S. government training authorization program.  The fee can be paid up to ninety days in advance of graduation or up to sixty days following graduation, but only international students that have completed their degree program are eligible for full-time OPT.

For more information on OPT and the Post-Completion Training Fee, please refer to the relevant International Student Services page.

Next Steps

The next UW-UAW bargaining sessions are scheduled for April 11 and April 12.

 

Background

This recap details the eighth and ninth sessions for the renewal of the collective bargaining agreement between the UW and UAW, set to expire on April 30, 2018. Recaps are published online on the UW Labor Relations website.

Tentative Agreements

The parties signed tentative agreements to close the following provisions:

• Article 10: Holidays (maintain current contract language)
• Article 14: Job Titles and Classifications (at UW’s April 4 proposal)
• Article 31: Vacation (maintain current contract language)
• LOU A: Wages (eliminate MOU)
• LOU B: Union Rights (eliminate MOU)
• LOU C: Workers Compensation (maintain current contract language)
• LOU F: Overpayment of Health Insurance Premium (eliminate MOU)
• MOU: Advisory Committee to the Provost Regarding Student Employee Hourly Wage (eliminate MOU)
• MOU: HR/P Transition and Impacts (eliminate MOU)
• MOU: Lump Sum Payment (eliminate MOU)

Non-Discrimination and Harassment

UW Proposal – In response to UAW’s proposal, UW proposed language stating that when a grievance or complaint is filed, the University would implement interim measures as appropriate.  Such measures would be designed to allow the ASE to learn and work in an environment free from discrimination.  The Employer also proposed language extending the amount of time an ASE has to file an alleged violation of this article to be within four months of an alleged occurrence.

UAW Response – In response to UW’s proposal, UAW tentatively accepted the UW’s language on interim measures, and proposed language that would allow an ASE 243 calendar days to file a grievance alleging a violation of this article.  The Union maintained its proposals on remedies and representation within the complaint process, and maintained language proposing that UCIRO and the Union would notify ASEs alleging discrimination of their rights under University Policy and the collective bargaining agreement, and provide Union contract information.

UAW maintained its interest in joint appointments to campus wide diversity or equity councils, and to establishing and collaborating with departmental equity committees, beginning with ten departments or hiring units in academic year 2018-19.

Sexual Harassment and Prevention Training

The parties maintained aspects of their individual proposals but moved toward agreement on the following training components:

• Hours to attend the trainings would be included in the 220 hour requirement for salaried ASEs or paid at an hourly rate for hourly ASEs
• An open hire process would be used to hire the ASEs, with preference given to candidates who could commit at least one year
• The hiring committee would be comprised of two union members, one academic department representative, and one SafeCampus representative
• Sessions would be held with 25-50 ASEs

Outstanding issues include training duration, timeineline of hiring, allocation of ASE for the work, format of the training provision (MOU or inline article) etc.

Note that the Union’s proposal on non-discrimination and harassment, including sexual harassment training, remains part of a package with their most recent proposals on union rights and the grievance procedure, in which all provisions would need to be accepted in their entirety.

UAW Proposals

Childcare – UAW maintained its initial proposal with one exception.  The proposed increases to quarterly amounts of childcare assistance were previously proposed as per child, per quarter.  The Union modified their proposal to no longer be per child, meaning each ASE would be eligible for one amount per quarter regardless of the number of children.

UW Proposals

Wages – The Employer proposed to eliminate language that would tie ASE compensation at UW to the Global Challenge States (GCS), citing that the University is currently paying at the median of the GCS and is in favor of moving toward more predictable salary increases that departments can budget for.  UW proposed a 0% pay increase on July 1, 2018, a 1% pay increase on July 1, 2019, and a 1% increase on July 1, 2020.

GAIP – UW proposed to retain the benefit coverage as is, and implement a cost sharing of the premiums.  The proposal was that the Employer would pay 85% and ASEs would pay 15% of the premiums for all covered members.  Currently, ASEs pay nothing toward the GAIP premiums, with a cost share of 65/35 for dependents (Employer pays 65%, and ASE pays 35%). This proposal was introduced as the cost of the GAIP plan continues to rise, and to achieve equity as all other UW employees have a cost share for insurance premiums.

Paid Family & Medical Leave Premiums – In response to the passing of Substitute Senate Bill 5975 on paid family and medical leave, UW proposed an MOU that would apply the same provisions to UAW as agreed upon after bargaining with WFSE and SEIU 925 this summer.  The agreement would extend to any provisions, including premiums, eligibility, policies, etc.

Next Steps

The next UW-UAW bargaining sessions are scheduled for April 16 and April 17.