Category: UAW ASEs

Background

This recap details the tenth and eleventh 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.

UAW Economic Package Proposal

UAW maintained its most recent proposals on the following:

• Leaves of Absence – to include increases to both paid and unpaid leave provisions
• Childcare – to include increases to childcare assistance for ASEs, a removal of the assistance cap, and removal of the requirement of using a licensed provider to receive assistance
• Insurance Programs – to include GAIP coverage expansions for mental health services, 100% Employer paid premiums for eligible dependents, and a reduction in costs for certain dental and vision copays and services

Wages – UAW proposed to remove language tying ASE compensation to that of the Global Challenge States.  Alternatively, the Union proposed to jointly survey members to determine the average rent paid by an ASE (estimated by the Union to be approximately $1,000 per month per person as of Sept 2017 survey). Effective July 1, 2018, the Union would propose to increase the base rate salary to ensure that no 50% FTE ASE would be rent-burdened, to be defined as paying over 30% of their take-home pay toward rent.  According to the Employer’s calculations, the base pay rates would have to increase by something in the order of 30% to satisfy the Union’s proposal.  UAW proposed that all ASEs receive at least a 4% increase or an increase based on the Seattle cost of living (CPI-U), whichever is higher, on July 1, 2019 and again on July 1, 2020.

Fee and Tuition Waivers – UAW maintained its proposal that the University shall cover all tuition and fees, but modified the proposal to say the costs of implementing any part of the collective bargaining agreement would be borne by the central administration, not departments.

Non-Discrimination and Harassment

UAW Proposal – UAW maintained its proposals on the following:

• UCIRO and the Union would notify ASEs alleging discrimination of their rights under University Policy and the collective bargaining agreement, and provide Union contact information
• An ASE would have 243 calendar days to file a grievance alleging a violation of this article
• The Union proposed to list examples of available remedies if a complaint or grievance is sustained
• The Union proposed to expand representation rights within the complaint process, including an expansion of representation rights to witnesses
• UAW maintained its interest in establishing and outlining expectations for departmental equity committees, beginning with ten departments or hiring units in academic year 2018-19, and increasing by ten additional departments each subsequent year

UW Response – In response to UAW’s proposal, UW proposed the following:

• UCIRO would include a statement in the initial email sent out to complainants that states Union members may have rights under their respective collective bargaining agreements, and would include contact information for Labor Relations
• An ASE would have 150 calendar days (approx.. 5 months) to file a grievance alleging a violation of this article
• When a grievance or complaint is sustained, the University would implement remedies as appropriate, and such measures would be designed to allow the ASE to learn and work in an environment free from discrimination
• Representation rights would not be expanded beyond those currently available to ASEs and other University employees
• The Employer proposed an MOU stating that the parties would identify ten colleges, departments, or other academic units willing to form an equity committee, or utilize their existing committees to meet quarterly to discuss issues of equity and inclusion. The Union and the Employer would meet as needed, but no less than once per year to assess the efficacy of the committees in meeting established goals

Sexual Harassment and Prevention Training

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

• The parties would jointly agree upon the ASEs to be appointed to the training positions
• The hours to attend the trainings would be included in the required workload for salaried ASEs, and paid at the hourly rate for hourly ASEs once
• ASE appointments would be made within two months of the ratification of the agreement
• At the request of either party, the parties could meet and discuss improvements to the training program through the Union-Management Committee
• The parties would agree to make reasonable efforts to ensure all new ASEs receive in-person sexual harassment training during the academic year of their initial date of hire
• Each training would include time for participants to complete training evaluations that would be analyzed by the hired ASEs and University to best adapt and improve the training program
• The University would hire two 50% FTEs each quarter, excluding summer quarter in 2020 & 2021

Outstanding issues include training length, timeline of training roll out, duration of ASE appointments for second and third contract years, format of the training provision (MOU or inline article) etc.

Note that the Union’s proposals on non-discrimination and harassment, including sexual harassment training, remain 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.

UW Package Proposal

The University’s proposals on non-discrimination and harassment, including sexual harassment training as outlined above, remain part of a package in which all provisions would need to be accepted in their entirety.  Additional elements of the Employer’s package proposal include:

Childcare – UW proposed an increase to funds available per quarter per eligible ASE for childcare expenses, from $900 to $1,250.  The Employer maintained its proposal to cap the University’s commitment to ASE childcare expenses at $45,000.

Regularly Scheduled Arbitration Hearings – UW proposed to remove language referring to the hearings as a pilot program, and added language stated that the parties would mutually agree upon the cases to be heard forty-five days prior to an arbitration hearing.  The parties have not agreed upon whether the related provisions will remain in an MOU or be integrated into the body of the contract.

The University maintained its most recent proposals on the following:

• Leaves of Absence – to include an expansion of the definition of family member, and provisions for sick leave for temporary employees
• Paid Family & Medical Leave Premiums – extending new state law provisions to UAW as agreed upon after bargaining with WFSE and SEIU 925 this summer
• Union Rights – the outstanding issue remains the paid release time provision for negotiating a successor agreement

2017 Financial Review and Debt Capacity Analysis Presentation

Jeff Scott, Executive Vice President for Finance and Administration, shared a PowerPoint presentation, 2017 Financial Review and Debt Capacity Analysis, which compared the university’s financial statements for fiscal years 2016 and 2017.  The presentation, previously provided to the University’s Board of Regents, included information detailing revenues by source and expenses by use to illustrate the challenges that remain as operating expenses continue to grow faster than operating revenues.  Mr. Scott indicated that the university’s borrowing is at maximum capacity and additional debt can only be incurred as existing debt is paid off. The University’s ability to take on more debt is constrained and the University must be thoughtful in funding future projects.

Next Steps

The next UW-UAW bargaining sessions are scheduled daily from April 23-27.

Background

This recap details the twelfth 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 Package Proposal

UAW presented a package proposal in which all provisions would need to be accepted in their entirety.  As part of the package, UAW maintained its most recent proposals on the following:

• Union Rights – the outstanding issue remains the paid release time provision for negotiating a successor agreement
• Union Security – UAW proposed current contract language

Childcare – UAW proposed an increase to funds available per quarter per eligible ASE for childcare expenses to $1,500, and to increase the University’s commitment to ASE childcare expenses from $45,000 to $75,000.

Regularly Scheduled Arbitration Hearings – UAW proposed clarifying language proposed at the last bargaining session by the Employer. UAW proposed, forty-five days prior to the scheduled arbitration hearing, the parties would mutually agree upon the cases to be postponed to a later hearing, and to which scheduled hearing dates they would be postponed to.  The parties have not agreed upon whether the related provisions will remain in an MOU or be integrated into the body of the contract.

Leaves of Absence – UAW maintained its proposals for increases to sick leave, bereavement, and disability leave.  Certain aspects of the Union’s last proposal were modified as follows:

• UAW integrated portions of the Employer’s proposals related to uses for sick leave and an expanded definition of family member.
• UAW proposed language extending sick leave usage for reasons related to domestic violence, sexual assault or stalking.
• UAW proposed to increase the sick leave accrual rate for hourlies to one hour for every thirty hours worked, which is greater than the one hour for every forty hours worked as implemented on January 1, 2018 with the passing of Initiative 1433.
• UAW proposed parental leave be paid for sixty calendar days (eight work weeks).
• UAW proposed family leave be paid for fourteen work days.
• UAW proposed that the costs of implementing leaves would be borne by the University’s central administration, not departments.
• UAW maintained its proposal that the Employer would pay any premiums associated with paid family and medical leave as passed by the State legislature in Substitute Senate Bill 5975, and the parties would reopen the contract to discuss related provisions once agreements are reached with other Unions bargaining this summer. The proposed language would be a contract reopener for both the leaves of absence and the no strike, no lockout contract provisions.

Non-Discrimination and Sexual Harassment and Prevention Training – UAW made changes to its proposals on the following:

• ASEs selected to lead sexual harassment training would be hired from eligible graduate students.
• For summer 2019 and every summer thereafter, the University would hire one 50% FTE to jointly administer the sexual harassment training.
• Within two months of ratification of the collective bargaining agreement, a joint UW-UAW committee would meet to jointly develop research needs, content, format, and implementation of the trainings.
• An additional two trainings would be conducted each fall for ASE department leaders appointed by the Union.
• Starting in 2019, the parties would agree upon the ASEs to be appointed as trainers by June 1.
• UCIRO would include a statement in the initial e-mail sent out to all complainants that would state “If you work as a Teaching, Research, or Staff Assistant, or Reader or Tutor, you have rights under your Union contract.” The statement would include the Union’s contract information.
• An ASE would have 180 calendar days to file a grievance alleging a violation of this article.
• The Union proposed to expand representation rights to the complaint process, and/or the supervisor discipline process.
• UAW maintained its interest in establishing and outlining expectations for departmental equity committees, including an optional annual report, beginning with ten departments or hiring units in academic year 2018-19, and expanding in subsequent years to any departments that would be willing to participate.

Next Steps

The next UW-UAW bargaining sessions are scheduled daily from April 24-27.

 

Background

This recap details the thirteenth 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 Package Proposal

UW presented a package proposal in which all provisions would need to be accepted in their entirety.  As part of the package, UW maintained its most recent proposals on the following:

• Union Rights – the outstanding issue remains the paid release time provision for negotiating a successor agreement
• Childcare – the current proposal increases the funds to $1,250 per quarter per eligible ASE for childcare expenses, and caps the University’s commitment to ASE childcare expenses at $45,000
• Paid Family and Medical Leave – UW has proposed to apply the same provisions to UAW as agreed upon after bargaining with WFSE and SEIU 925 this summer, related to Substitute Senate Bill 5975 on paid family and medical leave

Union Security – UW proposed to accept the Union’s most recent proposal and retain current contract language.

Regularly Scheduled Arbitration Hearings – In response to the Union’s most recent proposal, the Employer proposed, a deadline of forty-five days prior to the scheduled arbitration hearing, in which the parties would mutually agree upon the cases to heard, and those not heard would be automatically postponed to the next available hearing date.  UW tentatively agreed to integrate the related provision into the body of the contract.

Leaves of Absence – UW maintained its most recent proposals with the following additions:

• UW included the Union’s proposed language stating that the Employer would grant reasonable requests for a family member’s military leave, as that is a protection already required by law.
• UW included the Union’s proposed language extending sick leave usage for reasons related to domestic violence, sexual assault or stalking, as that is a proposal required by law.

Non-Discrimination and Sexual Harassment and Prevention Training – UW maintained its most recent proposals with the following additions:

• UW proposed that within three months of ratification of the collective bargaining agreement, a committee of key stakeholders (to include the Union) would provide recommendations on content, format, and implementation of the trainings.
• UW included the Union’s proposed language to state that two additional trainings would be conducted each fall for stewards and elected Union leaders.
• In response to the Union’s request, UW proposed that UCIRO would include a statement in the initial e-mail sent out to all complainants that would state “Union members may have rights under their respective Collective Bargaining Agreements.” The statement would include a reference to the Labor Relations website.
• UW included the Union’s proposed language stating that ASEs would have 180 calendar days to file a grievance alleging a violation of this article.
• UW rejected the Union’s proposal to expand representation rights to the complaint process, and/or the supervisor discipline process.
• UW maintained its proposed MOU stating that the parties would identify ten colleges, departments, or other academic units willing to form an equity committee, or utilize their existing committees to meet quarterly to discuss issues of equity and inclusion. UW proposed additional language stating that the parties would encourage members of the committees to meet annually, and no more than quarterly, to talk about their experiences and discuss positive efforts and concerns in their respective units.

Q & A with Provost Baldasty and Sarah Hall

Jerry Baldasty, UW Provost and Executive Vice President for the Office of the President, and Sarah Hall, Associate Vice Provost for the Office of Planning and Budgeting, came to Roosevelt Commons West to respond to questions from ASEs regarding the University’s general financial state.  The Union brought forward questions with themes around the high cost of living in Seattle, and the associated struggles with trying to afford to live in the City and work at the University without being rent-burdened.

UAW has proposed wage increases to ensure that no 50% FTE ASE would be rent-burdened, to be defined as paying over 30% of their take-home pay toward rent.  According to the Employer’s calculations, the base pay rates would have to increase by something in the order of 30% to satisfy the Union’s proposal.  UAW proposed that all ASEs receive at least a 4% increase or an increase based on the Seattle cost of living (CPI-U), whichever is higher, on July 1, 2019 and again on July 1, 2020.  The parties continue bargaining wage provisions for the renewal of the collective bargaining agreement.

Next Steps

The next UW-UAW bargaining sessions are scheduled daily from April 25-27.

 

Background

This recap details the fourteenth 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.

Package Proposals

The parties each presented a package proposal in which all provisions would need to be accepted in their entirety.

Childcare

UW Proposal: The Employer maintained its most recent proposal to increase the funds to $1,250 per quarter per eligible ASE for childcare expenses, and cap the University’s commitment to ASE childcare expenses at $45,000.

UAW Proposal: UAW maintained its most recent proposal to increase the funds to $1,500 per quarter per eligible ASE for childcare expenses, and increase the University’s commitment to ASE childcare expenses from $45,000 to $75,000.

Regularly Scheduled Arbitration Hearings

The parties tentatively agreed to language proposing a deadline of forty-five days prior to the scheduled arbitration hearing, in which the parties would agree upon the cases to be heard.  Unless agreed to by the parties, no case would be deferred more than one regularly scheduled arbitration date.  The tentative agreement is contingent on acceptance of the total package.

Leaves of Absence & Paid Family & Medical Leave

UW Proposal: UW maintained its most recent proposals on leaves of absence.  UW maintained its proposal to apply the same provisions to UAW as agreed upon after bargaining with WFSE and SEIU 925 this summer, related to Substitute Senate Bill 5975 on paid family and medical leave.

UAW Proposal: UAW maintained its most recent proposals on leaves of absence that would include increases to paid sick, bereavement, and parental leave. The Union proposed language stating that the proposed leave amounts would apply to all ASEs until the implementation of Substitute Senate Bill 5975 on paid family and medical leave, and then to those not eligible for the paid family and medical leave benefits as provided by law.  UAW maintained its proposal to reopen the contract to bargain, if agreement is reached this summer with WFSE and SEIU 925 on the related paid family and medical leave provisions.

Non-Discrimination and Harassment

UW Proposal: UW maintained its interest in having UCIRO include a statement in the initial e-mail sent out to all complainants that would state “Union members may have rights under their respective Collective Bargaining Agreements.” The statement would include a reference to the Labor Relations website. The Employer maintained its proposal from the prior day on departmental or hiring unit equity committees.

UAW Proposal: UAW tentatively agreed to the Employer’s proposed language to be included in UCIRO’s initial e-mail sent out to all complainants. UAW maintained its most recent proposal on departmental or hiring unit equity committees.

Sexual Harassment and Prevention Training

The parties tentatively agreed on language stating that a joint committee would meet to draft an outline of the training.  Separately, a committee of key stakeholders would provide recommendations on content, format, and implementation of the trainings.  Outstanding issues remain related to the format of the provision (in an MOU vs. in the body of the contract), and whether there will be summer trainers after the first year of the contract.

Union Rights

For both parties, the outstanding issue remains the paid release time provision for negotiating a successor agreement.

Union Security

The parties have tentatively agreed to retain current contract language.  The tentative agreement is contingent on acceptance of the total package.

UW Economic Package

Wages – UW maintained its proposal 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 1% pay increase on July 1, 2018, a 1% pay increase on July 1, 2019, and a 1% increase on July 1, 2020.

Insurance Programs – UW maintained its most recent proposal on GAIP to retain the benefit coverage as is, and implement a cost sharing of the premiums where 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%).

Fees – UW maintained its proposal that ASEs begin paying the Building Fee in the 2018/19 academic year.

UAW Economic Package

Wages – UAW maintained its proposal to remove language tying ASE compensation to that of the Global Challenge States.  Alternatively, the Union proposed that on July 1, 2018, the Employer would increase the base wage rate by at least one-third of the difference between the current base rate and the 2018-19 academic year base rate for the NSF Graduate Research Fellowships Program (GRFP).  On July 1, 2019, the proposal would require the base rate to be increased by at least one-half of the difference between the two rates, and by July 1, 2020 would require the Employer to at least match the NSF GRFP rate.  At the current NSF GRFP rate, this would be an increase to the base rate of 23% over three years.  The newly proposed benchmark replaced the Union’s previous proposal to calculate pay increases based on a survey of average rent paid, and implemented to ensure no 50% FTE ASEs were paying more than 30% of their take home pay in rent.

UAW proposed that variable rates would be increased by at least 4% and hourly rates would be increased by at least 6% each year of the contract.

Insurance Programs – UAW maintained the majority of its most recent proposal on GAIP to include:

• 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 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

Fees – UAW maintained its proposal that the University shall cover all tuition and fees, and the costs of implementing any part of the collective bargaining agreement would be borne by the central administration, not departments.

Next Steps

The next UW-UAW bargaining sessions are scheduled for April 26 and April 27.

Background

This recap details the fifteenth 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 Package Proposal

The Employer presented a package proposal in which all provisions would need to be accepted in their entirety.

Childcare

UW maintained its most recent proposal to increase the funds to $1,250 per quarter per eligible ASE for childcare expenses, and maintain the University’s commitment to ASE childcare expenses at $45,000.

Regularly Scheduled Arbitration Hearings

The parties have tentatively agreed to language proposing a deadline of forty-five days prior to the scheduled arbitration hearing, in which the parties would agree upon the cases to be heard.  Unless agreed to by the parties, no case would be deferred more than one regularly scheduled arbitration date.  The tentative agreement is contingent on acceptance of the total package.

Leaves of Absence & Paid Family & Medical Leave

UW maintained its most recent proposals on leaves of absence.  UW maintained its proposal to apply the same provisions to UAW as agreed upon after bargaining with WFSE and SEIU 925 this summer, related to Substitute Senate Bill 5975 on paid family and medical leave.

Non-Discrimination and Harassment

The parties have tentatively agreed to a statement to be included in UCIRO’s initial e-mail sent out to all complainants that would state “Union members may have rights under their respective Collective Bargaining Agreements.” The statement would include a reference to the Labor Relations website.  The tentative agreement is contingent on acceptance of the total package.

The Employer maintained its proposal from the prior day on departmental or hiring unit equity committees.

Sexual Harassment and Prevention Training

The parties tentatively agreed on language stating that a joint committee would meet to draft an outline of the training.  Separately, a committee of key stakeholders would provide recommendations on content, format, and implementation of the trainings.  Outstanding issues remain related to the format of the provision (in an MOU vs. in the body of the contract), and whether there will be summer trainers after the first year of the contract.

Union Rights

For both parties, the outstanding issue remains the paid release time provision for negotiating a successor agreement.

Union Security

The parties have tentatively agreed to retain current contract language.  The tentative agreement is contingent on acceptance of the total package.

UW Economic Package

Wages – UW maintained its proposal 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 maintained its proposal of a 1% pay increase on July 1, 2018, a 1% pay increase on July 1, 2019, and a 1% increase on July 1, 2020.

Insurance Programs – UW maintained its most recent proposal on GAIP to retain the benefit coverage as is, and implement a cost sharing of the premiums where 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%).

Fees – UW proposed to maintain tuition and fee waivers at the current rates/levels in which ASEs receive a waiver for the operating fee, building fee, and technology fee.

Next Steps

The next UW-UAW bargaining sessions are scheduled for April 27 and April 30.

 

Background

This recap details the sixteenth session for the renewal of the collective bargaining agreement between the UW and UAW, set to expire on April 30, 2018. This was the first session to be facilitated by a State-appointed mediator.  Recaps are published online on the UW Labor Relations website.

Package Proposals

The parties each presented a package proposal in which all provisions would need to be accepted in their entirety.  The only changes from each parties’ most recent package proposals were on the following:

Childcare                                                                                                                                                                                            

UAW Proposal: UAW proposed to increase the funds to $1,400 per quarter per eligible ASE for childcare expenses, and maintained their proposal to increase the University’s commitment to ASE childcare expenses from $45,000 to $75,000.

UW Proposal: In response to the Union’s proposal, the Employer proposed to increase the funds to $1,400 per quarter per eligible ASE for childcare expenses, and maintain the University’s commitment to ASE childcare expenses at $45,000.

Leaves of Absence & Paid Family & Medical Leave

The only change to these provisions was a modification to UAW’s most recent proposal for long term paid family leave from 14 days down to 10 days per year.  Note that this leave type differs from parental leave, and is not currently a distinct paid leave type offered to any University employee, unless the employee uses other accrued leave types in accordance with University policy.

UAW Economic Package

Wages – UAW maintained the entirety of its wage proposal as presented on April 25 in which the Employer would match the base rate for the NSF GRFP by July 1, 2020.  Additionally, variable rates would be increased by at least 4% and hourly rates by 6% each year of the contract.  The Union clarified that to reach the NSF GRFP base rate by 2020, the proposed wage increases are 7.81% on July 1, 2018, 7.25% on July 1, 2019, and 6.76% on July 1, 2020. Note that the proposed increases assume no change to the NSF GRFP and any rate changes would require additional base rate increases based on the Union’s wage proposal.

Insurance Programs – UAW modified its most recent proposal on GAIP and the remaining demands include:

• 100% Employer paid premiums for eligible dependents (medical, dental, & vision)
• 100% coverage for all in-network mental health services
• Coverage for trans-affirming services as recommended by the most recent World Professional Association for Transgender Health standards

Fees – UAW maintained its proposal that the University shall cover all tuition and fees, and the costs of implementing any part of the collective bargaining agreement would be borne by the central administration, not departments.

UW Economic Package

Wages – UW maintained its proposal 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 increased its proposal to a 1.5% pay increase on July 1, 2018, a 1% pay increase on July 1, 2019, and a 1% increase on July 1, 2020.

Insurance Programs – UW maintained its most recent proposal on GAIP to retain the benefit coverage as is, and implement a cost sharing of the premiums where 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%).

Fees – UW maintained its proposal that ASEs would continue to receive a waiver for the operating fee, building fee and technology fee.

Next Steps

The next UW-UAW bargaining session is scheduled for April 30.

 

Background

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

Package Proposals

The parties each presented a comprehensive package proposal, including both economic and non-economic items, in which all provisions would need to be accepted in their entirety.  The Employer’s proposal was presented as its last, best, and final proposal.  The parties have not yet reached an agreement.

Duration                                                                                                                                                                                             

UAW Proposal: UAW proposed a one-year contract to expire on April 30, 2019.

UW Proposal: UW proposed a three-year contract to expire on April 30, 2021.

Childcare                                                                                                                                                                                            

UAW Proposal: UAW modified its proposal to increase the funds from $900 to $1,250 per quarter per eligible ASE for childcare expenses, and to increase the University’s commitment to ASE childcare expenses from $45,000 to $60,000.

UW Proposal: In response to the Union’s proposal, the Employer proposed to increase the funds to $1,250 per quarter per eligible ASE for childcare expenses, and maintain the University’s commitment to ASE childcare expenses at $45,000.

Regularly Scheduled Arbitration Hearings

The parties tentatively agreed to language proposing a deadline of forty-five days prior to the scheduled arbitration hearing, in which the parties would agree upon the cases to be heard.  Unless agreed to by the parties, no case would be deferred more than one regularly scheduled arbitration date.  The tentative agreement is contingent on acceptance of the total package.

Leaves of Absence & Paid Family & Medical Leave

UAW Proposal: UAW withdrew its proposals for increases to paid sick, bereavement, and parental leave.  The Union proposed to bargain over the implementation of Substitute Senate Bill 5975 on paid family and medical leave at a later date once rule making is further along at the State level.

UW Proposal: UW maintained its most recent proposals on leaves of absence.  UW proposed that after October 1, 2018 either party may reopen the leaves article solely for the purpose of negotiating provisions (premiums, eligibility, policies, etc.) regarding paid family and medical leave.

Diversity and Equity Committees

UAW Proposal: UAW withdrew its proposal on departmental or hiring unit equity committees in favor of a departmental or hiring unit equity survey focused on ASE-specific concerns, to be jointly developed by UW and the Union during academic year 2018-19.  Following the survey, the parties would jointly hold town hall meetings in each department to discuss the results and strategize further steps for promoting equity, inclusion, transparency, and accountability.

UW Proposal: The UW maintained its proposed MOU stating that the parties would identify ten colleges, departments, or other academic units willing to form an equity committee, or utilize their existing committees to meet quarterly to discuss issues of equity and inclusion. UW proposed additional language stating that the parties would encourage members of the committees to meet annually, and no more than quarterly, to talk about their experiences and discuss positive efforts and concerns in their respective units.

Sexual Harassment and Prevention Training

Outstanding issues remain related to the format of the provision (in an MOU vs. in the body of the contract), and whether there will be summer trainers after the first year of the contract. UAW withdrew their proposal for a summer 0.5 FTE because their overall proposal was only for a one-year contract and the issue would be revisited in subsequent negotiations.

Union Rights

For both parties, the outstanding issue remains the paid release time provision for negotiating a successor agreement.

Union Security

The parties have tentatively agreed to retain current contract language.  The tentative agreement is contingent on acceptance of the total package.

Wages

UAW Proposal: UAW withdrew its prior wages proposal in favor of a one-year contract term with a 3% wage increase for salaried employees and a 6% wage increase for hourly employees on July 1, 2018.

UW Proposal: UW maintained its proposal 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 increased its proposal to a 2% pay increase on July 1, 2018, a 2% pay increase on July 1, 2019, and a 2% increase on July 1, 2020.

Fee Waivers

UAW Proposal: UAW maintained its proposal that the University shall cover all tuition and fees, and the costs of implementing any part of the collective bargaining agreement would be borne by the central administration, not departments.

UW Proposal: UW maintained its proposal that ASEs would continue to receive a fee waiver for the operating fee, building fee and technology fee, thus fees would be maintained at status quo.

Insurance Programs

UAW Proposal: UAW modified its proposal from 100% coverage for dependents to an 85/15 split in which the Employer would pay 85% and the ASE would pay 15%.  The Union proposed that coverage for ASEs would be maintained at its current level of 100% paid for ASEs.

UAW maintained its proposals for 100% coverage for all in-network mental health services.  Currently the coverage is subject to a $75 quarterly deductible and 10% co-insurance for unlimited visits to in-network providers.  The Union maintained its proposal for coverage for trans-affirming services as recommended by the most recent World Professional Association for Transgender Health standards, which would include coverage for procedures currently deemed cosmetic by the insurer.

UW Proposal: UW withdrew its proposal to implement a cost sharing of the premiums in which the Employer would pay 85% and ASEs would pay 15% of the premiums for all covered members.  Alternatively, the Employer proposed to retain the GAIP benefits coverage as is, and continue paying 100% of the premiums for ASEs.  UW would continue the current cost share for dependent premiums at 65/35, where the Employer pays 65% and the ASE pays 35%.

Next Steps

It is unclear what the Union’s next steps will be in terms of voting or not on the Employer’s last, best, and final proposal.  If needed, the parties have scheduled a bargaining session for May 8.

 

Background

This recap details the eighteenth session for the renewal of the collective bargaining agreement between the UW and UAW, which expired on April 30, 2018. This was the second session to be facilitated by State-appointed mediators.  Recaps are published online on the UW Labor Relations website.

Package Proposals

The parties each presented a comprehensive package proposal, in which all provisions would need to be accepted in their entirety. Changes from the parties’ most recent package proposals are highlighted below.

Duration                                                                                                                                                               

The parties have each proposed a three-year contract to expire on April 30, 2021.

Childcare

The parties have each proposed to increase the funds from $900 to $1,250 per quarter per eligible ASE for childcare expenses.  UW proposed to increase the University’s commitment to ASE childcare expenses from $45,000 to $50,000.  UAW maintained its proposal to increase the available childcare funds to $60,000.

Leaves of Absence & Paid Family & Medical Leave

The parties have each proposed that after October 1, 2018 either party may reopen the leaves article solely for the purpose of negotiating provisions (premiums, eligibility, policies, etc.) regarding Substitute Senate Bill 5975 on paid family and medical leave.

Diversity and Equity Committees

UAW Proposal: UAW modified its proposal to say that beginning academic year 2018-19 and every year thereafter, the Union and the University would jointly develop an equity survey for all ASEs focused on ASE-specific concerns. Baseline questions would be jointly developed each year, and any department or hiring unit would be able to create a department specific survey with additional questions.  Following the survey, the parties would jointly hold at least one town hall meeting to discuss the results and strategize further steps for promoting equity, inclusion, transparency, and accountability.

UW Proposal: In response, the Employer proposed a similar concept but proposed that survey questions would be developed once and used throughout the life of the contract.  UW’s language clarified that additional department-specific survey questions would be jointly developed and on a volunteer basis.  The Employer proposed to discuss survey results at a joint labor management meeting rather than a town hall.

Sexual Harassment and Prevention Training

Outstanding issues remain related to the format of the provision (in an MOU vs. in the body of the contract), and whether there will be summer trainers after the first year of the contract.

Wages

UAW Proposal: UAW proposed to maintain current contract language that ties ASE compensation at UW to the Global Challenge States (GCS).  The Union proposed base pay and hourly rate increases of at least 3% on July 1, 2018, 6% on July 1, 2019, and 6% increase on July 1, 2020.  Variable rates would be increased by at least 3% each year.

UW Proposal: UW maintained its proposal 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 maintained its proposed increases at 2% on July 1, 2018, 2% on July 1, 2019, and 2% on July 1, 2020.

Fee Waivers

UAW Proposal: UAW maintained its proposal that the University shall cover all tuition and fees, and the costs of implementing any part of the collective bargaining agreement would be borne by the central administration, not departments.  The proposal was modified to say the fee waivers would be specifically for ASEs with a 50% appointment.

UW Proposal: UW maintained its proposal that eligible ASEs would continue to receive a fee waiver for the operating fee, building fee and technology fee, thus fees would be maintained at status quo.

Insurance Programs

UAW Proposal: UAW maintained its proposals for 100% coverage for all in-network mental health services.  Currently the coverage is subject to a $75 quarterly deductible and 10% co-insurance for unlimited visits to in-network providers.  The Union maintained its proposal for coverage for trans-affirming services as recommended by the most recent World Professional Association for Transgender Health standards, which would include coverage for procedures currently deemed cosmetic by the insurer.

UAW maintained its proposal for an 85/15 split for dependent premiums in which the Employer would pay 85% and the ASE would pay 15%.  The Union maintained its proposal that coverage for ASEs would be maintained at its current level of 100% paid for ASEs.

UW Proposal: UW maintained its proposal to retain the GAIP benefits coverage as is, and continue paying 100% of the premiums for ASEs.  UW would continue the current cost share for dependent premiums at 65/35, where the Employer pays 65% and the ASE pays 35%.

Next Steps

UAW voted on and rejected the Employer’s last, best, and final proposal presented on April 30.  The parties continue to bargain and the next scheduled session is May 14.

 

Background

This recap details the nineteenth session for the renewal of the collective bargaining agreement between the UW and UAW, which expired on April 30, 2018. This was the third session to be facilitated by State-appointed mediators.  Recaps are published online on the UW Labor Relations website.

Tentative Agreements

On May 11, the parties met and signed tentative agreements to close the following provisions:

• Article 8: Grievance Procedure
• Article 16: Leaves of Absence
• Article 17: Management Rights (maintain current contract language)
• Article 18: No Strikes, No Lockouts (maintain current contract language)
• Article 20: Parking and Transit (maintain current contract language)
• Article 28: Union Rights
• Article 29: Union Security (maintain current contract language)
• MOU: HR/P and Union Security (eliminate MOU)
• MOU: Job Titles and Classifications (eliminate MOU)
• MOU: Micro-Aggressions (eliminate MOU and move content to Article 19 Non-Discrimination and Harassment)
• MOU: Regularly Scheduled Arbitration Hearings Pilot (eliminate MOU and move modified content to Article 8 Grievance Procedure)
• MOU: GAIP 2015-2018 Implementation (eliminate MOU)
• New MOU: Paid Family and Medical Leave Premiums

On May 14, the parties signed tentative agreements to close the following provisions:

• Article 19: Non-Discrimination and Harassment
  • Beginning academic year 2018-19 and every year thereafter, the Union and the University would jointly develop an equity survey for all ASEs focused on ASE-specific concerns. Baseline questions would be jointly developed and used throughout the life of the contract. Any department or hiring unit would be able to create a department specific survey with additional questions, as a voluntary component.  Following the survey, the parties would jointly hold a joint labor management meeting to discuss the results and strategize further steps for promoting equity, inclusion, transparency, and accountability.

• New MOU: Sexual Harassment and Prevention Training
  • The UW has agreed to pay for two 0.5 ASE employees to partner with SafeCampus to develop and deploy a sexual harassment and prevention training program to address ASE specific issues.

Package Proposals

The parties each presented comprehensive package proposals, in which all provisions would need to be accepted in their entirety.

Insurance Programs

UAW Proposal: UAW proposed 95% coverage for all in-network mental health services, subject to 5% co-insurance and a waived deductible.  The Union maintained its proposal for coverage for trans-affirming services to include procedures currently deemed cosmetic by the insurer.  The insurer could pay for non-covered services after an individual review process.

UAW proposed an 80/20 split for dependent premiums in which the Employer would pay 80% and the ASE would pay 20%.  The Union maintained its proposal that coverage for ASEs would be maintained at its current level of 100%.

UW Proposal: UW proposed to waive the $75 quarterly deductible for unlimited visits to network mental health providers. UW proposed to expand the current coverage for gender reassignment and trans-affirming procedures, providing a more comprehensive coverage than is available to any other PEBB eligible State employee.

UW would continue paying 100% of the premiums for ASEs and 65% of the premiums for dependents.

Childcare

The parties have each proposed to increase the funds from $900 to $1,250 per quarter per eligible ASE for childcare expenses.  UW has proposed to increase the University’s commitment to ASE childcare expenses from $45,000 to $50,000.  UAW maintained its proposal to increase the available childcare funds to $60,000.

Wages

UAW Proposal: UAW maintained its proposal to retain current contract language that ties ASE compensation at UW to the Global Challenge States (GCS).  The Union proposed base pay and hourly rate increases of at least 3% on July 1, 2018, 6% on July 1, 2019, and 6% increase on July 1, 2020.  Variable rates would be increased by at least 3% each year.

UW Proposal: UW maintained its proposal 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 maintained its proposed increases at 2% on July 1, 2018, 2% on July 1, 2019, and 2% on July 1, 2020.

Fee Waivers

UAW Proposal: UAW maintained its proposal that the University shall cover all tuition and fees for ASEs with a 50% appointment, and the costs of implementing any part of the collective bargaining agreement would be borne by the central administration, not departments.

UW Proposal: UW maintained its proposal that eligible ASEs would continue to receive a fee waiver for the operating fee, building fee and technology fee, thus fees would be maintained at status quo.

Next Steps

The parties will work with the mediators to determine additional bargaining dates.

 

Background

This recap details the twentieth session for the renewal of the collective bargaining agreement between the UW and UAW, which expired on April 30, 2018. This was the fourth session to be facilitated by State-appointed mediators.  Recaps are published online on the UW Labor Relations website.

UAW Proposal

The Union presented two separate package proposals, in which all provisions within each package would need to be accepted in their entirety.

Package 1 – Insurance Programs & Childcare

UAW proposed to accept the Employer’s proposed changes to GAIP coverage related to mental health deductibles and added coverage for certain trans-affirming procedures.  The Union withdrew its proposal to increase the Employer’s share of premiums for dependents.

As part of the package, UAW modified its proposal to increase the University’s commitment to ASE childcare expenses from their previous proposal of $60,000 to $80,000.

Package 2 – Wages & Fee Waivers

UAW maintained its proposal to retain current contract language that ties ASE compensation at UW to the Global Challenge States (GCS).  The Union proposed base pay and hourly rate increases of at least 3% on July 1, 2018, 6% on July 1, 2019, and 6% increase on July 1, 2020.  Variable rates would be increased by at least 3% each year.

UAW maintained its proposal that the University shall cover all tuition and fees for ASEs with a 50% appointment, and the costs of implementing any part of the collective bargaining agreement would be borne by the central administration, not departments.  UAW added language stating that the University would not increase existing fees or add additional ones without waiving or remitting them in their entirety for ASEs.

UW Response

The University rejected UAW’s package proposals and maintained all elements of the Employer’s most recent package proposal, originally presented on May 14, which includes:

• Waiver of $75 per quarter deductible for unlimited visits to network mental health care providers
• An expansion of coverage for trans-affirming procedures, providing a more comprehensive coverage than is available to any other PEBB eligible State employee
• An increase in the University’s commitment to ASE childcare expenses from $45,000 to $50,000
• Status quo on fee waivers (eligible ASEs would continue to receive a fee waiver for the operating fee, building fee and technology fee)
• Proposed wage increases of 2% on July 1, 2018, 2% on July 1, 2019, and 2% on July 1, 2020

Next Steps

The next UW-UAW bargaining sessions are scheduled for May 29 and June 1.