Category: UAW ASEs

Background

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

UAW Initial Bargaining Demands

UAW presented their bargaining demands and priorities, structured around several themes.

• Equity and inclusion- UAW demanded that the UW improve workplace equity by expanding the EPIC program, supporting non-citizen ASEs and ensuring an accessible workplace.
• Union rights & appointment security- UAW demanded UW expand union rights and expand appointment security by providing ASE appointments that are “commensurate with their department’s normative time to degree”.
• Healthcare & caregiving- UAW demanded UW administration improve GAIP healthcare, increase support for caregiving, including a $0 insurance premium for dependents and increase the childcare fund available to eligible ASEs.
• Compensation, benefits & fees- UAW demanded that the UW “Significantly increase ASE compensation and waive all student fees.”

 

UAW ASE Initial Proposals

Article 4- Appointment and Reappointment Notification and Job Description

UAW proposed that ASEs would be provided “appointments commensurate with their department’s normative time to degree, including summer appointments or equivalent compensation”. UAW proposed changing instances of “appointments” to “specific assignments” when talking about the work activities ASEs are assigned during their appointment period. UAW proposed language to include information regarding the Disability Services Office (DSO) and the Voluntary Investment Program in academic-year appointment offer letters.

Article 5- Childcare

UAW proposed to increase the University’s childcare subsidy currently available to all eligible ASEs from $1,350 per quarter to 2.5 times the monthly employee-grade tuition for the infant rate at Radford Court (currently $2.648 per month) per quarter for childcare expenses. UAW proposed to raise the maximum cap the University would spend on ASE childcare expenses from $70,200 to $200,000 per year. UAW proposed that ASEs would have access to the “University of Washington’s DCAP program” and may enroll at any point during their employment. Additionally, UAW proposed the University would guarantee 30 spaces at each of UW’s childcare facilities for ASEs with dependent(s).

Article 8- Grievance Procedure

UAW proposed to extend timelines related to when an ASE can file a grievance and the timelines for moving the grievance to the next step; as well as reduce timelines for how long the University has to meet with the grievant and UAW and to issue a written response. UAW also proposed language stating that failure to respond within the specified time periods would constitute the Employer’s granting of the grievance, inclusive of its requested remedies. Finally, UAW added language stating when a grievance or complaint is filed, the University would implement interim measures as appropriate.

Article 16- Layoff

UAW proposed to strike the language “in an academic year” as to when the layoff articles apply.

Article 29- Union Rights

UAW proposed language making a thirty-minute union orientation mandatory for all ASEs. UAW also proposed that the University would provide up to eight (8) FTE (40 hours/week) ASE appointment(s) as UAW bargaining committee member(s) to participate in system-wide bargaining for the two (2) quarters in which bargaining occurs. Additionally, UAW proposed that UAW would be able to request conference and meeting rooms with the same cost as Registered Student Organizations, however, they would not be subject to the same time limit restrictions RSO are.

Article 30- Union Security

UAW proposed that the University would provide an option for ASEs to join UAW in the Registration Portal’s “Insurance/Optional Charges” Page each term.

New Article- Immigration

UAW proposed a new article that would focus on international students. UAW proposed language that the University would reimburse all visa processing fees, the University would fund both legal advisors and peer advisors, the University would establish a $200,000 per academic year International Student Worker Assistance Fund, and the University would provide paid immigration leave for appointments and/or proceedings related to immigration or citizenship status of an ASE or a family member or dependent and to enable eligible ASEs to vote in non-U.S. elections. UAW proposed language stating UAW and University would meet every academic quarter to discuss issues arising from academic student employment, immigration status, and work authorization.

Next Steps

The next UW & UAW ASE bargaining session is scheduled for February 20, 2024.

 

 

Background

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

 

UAW ASE Initial Proposals

 

Article 33- Wages

UAW’s initial compensation proposal included the following:

Effective July 1, 2024:

• The base rate would be increased by 67% plus inflation.
• The variable rate would be increased by 30% plus inflation. In the event the adjusted variable rate salary falls below the adjusted base rate salary, ASEs would receive the greater of the increases described above.
• The minimum ASE hourly rate would be increased to 20% more than the minimum wage in Seattle plus inflation.

 

Effective July 1, 2025:

• The base rate would be increased by 8% plus inflation.
• The variable rate would be increased by 7% plus inflation. In the event the adjusted variable rate salary falls below the adjusted base rate salary, ASEs would receive the greater of the increases described above.
• The minimum ASE hourly rate would be increased by 10% plus inflation. In the event the adjusted hourly rate falls below 20% above the minimum wage in Seattle, ASEs would receive the greater of the increases described above.

 

Effective July 1, 2026:

• The base rate would be increased by 8% plus inflation.
• The variable rate would be increased by 7% plus inflation. In the event the adjusted variable rate salary falls below the adjusted base rate salary, ASEs would receive the greater of the increases described above.
• The minimum ASE hourly rate would be increased by 10% plus inflation. In the event the adjusted hourly rate falls below 20% above the minimum wage in Seattle, ASEs would receive the greater of the increases described above.

 

UAW also proposed ASEs would be able to enroll in the University of Washington’s Section 403b Voluntary Investment Program, at any point during their employment.

 

Article 7- Fee and Tuition Waivers

UAW proposed to expand tuition and fee waivers so that all ASEs would receive a waiver of all student fees. The Union’s proposal would expand tuition waivers to both graduate and undergraduate students working in hourly ASE positions. UAW proposed new language that ASEs with a 50% FTE appointment or greater would not be charged any tuition or additional fees by the University. This would include ASEs with appointments paid by a funding agency that does not allow tuition to be charged to the agency grant or contract.

 

Article 13- Insurance Programs

UAW proposed new language that any ASE who had an eligible appointment for any quarter during the academic year would have automatic summer quarter insurance coverage regardless of student status in the summer quarter.

 

Article 15- Job Titles and Classifications

UAW proposed language updates regarding tuition and fee waivers to align with the language proposed in Article 7 (Fee and Tuition Waivers). For ASEs on appointments paid by a funding agency that does not allow tuition to be charged to the agency grant or contract, UAW proposed that the University may compensate the ASE for the cost of tuition and all fees not otherwise waived.

 

Article 17- Leaves of Absence

UAW proposed language updating the definition of a family member to include “someone who has an expectation to rely on you for care—whether you live together or not.” UAW proposed to increase the sick time off award for 50% FTE ASEs from 28 hours of paid sick time off per year to 28 hours of paid sick time off per quarter; this award would be prorated for ASEs with a less than 50% FTE, including the hourly ASEs. UAW proposed that ASEs would be awarded sick time at the start of their appointment for all of the quarters included in their appointment. UAW proposed to expand unpaid leave from up to 12 weeks for 50% FTE ASEs, to now include 12 weeks of unpaid leave for all ASEs, as well as eligibility for an additional 12 weeks of unpaid leave if the ASE used sick time off due to illness, disability, or injury, which incapacitated the employee from performing required duties. UAW proposed to expand leave without pay for reasons of faith or conscience from two workdays per calendar year to fifteen workdays per calendar year.

 

Article 20- Non-Discrimination and Harassment

UAW proposed language to expand the workplace behavior section, including adding examples of inappropriate behavior and abusive conduct in the workplace. UAW proposed to expand the bathroom equity article to include permanent signage indicating all-gender bathroom locations. UAW proposed that upon request the Union and the Employer may meet at least two times per academic year to discuss the employee protections covered in Article 20.

 

Article 21- Parking and Transit

UAW proposed that the University Transportation Committee (UTC) would designate one permanent position on the committee to a Union-selected ASE bargaining unit member. UAW proposed that ASEs have the right to receive an on-campus parking permit with all costs waived as part of their disability accommodations. UAW proposed ASEs may request access to secured bike lockers or bike houses and would be exempt from fees. UAW proposed all ASEs would be provided a fully-subsidized U-PASS during the term(s) of their employment. UAW proposed that ASEs working at UW Bothell and Tacoma campuses would have the cost of parking on campus waived when they are required to be on-campus for work.

 

Article 27- Travel

UAW proposed language centered around prioritizing direct departmental payment to minimize the financial burden on ASEs in job-related travel. This would include all ASEs having access to ProCards and Travel Cards to perform the purchasing of materials and services necessary to carry out job-related activities. UAW proposed that in the event a reimbursement was necessary, reimbursements would be processed within 14 days of submission of all required reimbursement forms and receipts.

 

Article 36- Workspace and Materials

UAW proposed language updates regarding reimbursements to align with the language proposed in Article 27 (Travel).

 

New Article- Relocation Stipend

UAW proposed a new article regarding a relocation stipend. UAW proposed that all newly hired salaried ASEs who relocate to their assigned work location for their ASE appointment would be provided an initial moving stipend equivalent to two month’s salary at the base ASE salary rate. UAW proposed that this stipend be distributed at least two months prior to their initial appointment start date.

 

Appendix I- GAIP

UAW proposed the University would pay 100% of the child dependent and disabled adult child premiums and that the University’s contribution for all other dependent premiums be increased from 65% to 80%. UAW proposed to expand coverage in vision, dental, mental health, and physical therapy. UAW proposed to increase the GAIP coverage to include Assisted Reproduction Services.

 

MOU- EPIC

UAW proposed to memorialize the EPIC program. UAW also proposed to increase the number of ASE employees hired to jointly administer the EPIC training with the University from three 50% FTEs each quarter to nine 50% FTEs each quarter.

 

New MOU- Transitional Funding Program

UAW proposed a new MOU regarding a transitional funding program. UAW proposed that for the life of the agreement, the University of Washington would establish a Transitional Funding Program (TFP) available to all ASEs to provide one quarter of funding to transition out of unhealthy working relationships, including inappropriate, abusive, discriminatory, and/or harassing relationships as defined in Article 20. UAW proposes this funding would include fellowship funding, tuition waiver, GAIP, and all other benefits established in the contract, and that the funding would be disbursed by a centralized unit of the University.

 

UAW proposed to keep the following articles current contract language:

Article 1- Purpose and Intent

Article 11-Hourly Pay Scale Transparency

Article 31- Voluntary Community Action Program (VCAP)

Article 34- Washington Paid Family and Medical Leave Program

 

UW Initial Proposals

 

The Employer proposed to keep the following article current contract language:

Article 19- No Strike No Lockouts

 

The Employer proposes to strike the following:

APPENDIX II PBFs at IHME

 

Tentative Agreements

UAW and UW agreed to maintain current contract language on the following articles:

Preamble

Article 2- Recognition

Article 23- Severability

Article 24- Subcontracting

 

Next Steps

The next UW & UAW ASE bargaining session is scheduled for February 27, 2024.

 

Background

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

UAW ASE Initial Proposals

Article 12- Intellectual Property and Scholarly Misconduct

UAW proposed new language that an ASE’s contributions to their scholarship would be appropriately recognized and publication credits would accurately reflect the contributions and work of the involved ASE.

New Article- Reasonable Accommodations

UAW proposed a new article regarding the reasonable accommodation process. UAW proposed that the Employer would provide reasonable accommodation to ASEs who are disabled or become disabled and need assistance to perform the essential functions of their jobs. UAW proposed that all supervisors who manage ASEs would have accessibility and accommodation training. This training would be jointly-developed by DSO and UAW. UAW proposed that DSO would designate a contact specifically trained to handle the ASE accommodation requests. This contact would meet with UAW each year to discuss the state of accessibility and accommodation processes for ASEs. UAW proposed language around the actual accommodation process, including that the process is an interactive one. UAW proposed a list of pregnancy accommodations that would not require health care provider certification and would otherwise be granted. UAW proposed adding a section regarding ergonomics. UAW proposed that Environmental Health & Safety or its contractors would conduct an ergonomic survey of all ASE workspaces during each contract cycle. This report would be made available on the EH&S website and shared with all department heads and ASEs. UAW also proposed that ASEs would be able to obtain furniture and equipment that comply with ergonomic needs without a DSO process and departments would make a request for equipment form available in all ASE handbooks and job onboarding materials. UAW proposed these requests would be fulfilled within thirty days.

 

UW Initial Proposals

Article 1 – Purpose and Intent

The Employer proposed a small housekeeping edit to change “the Handbook of the University of Washington” to now read “University of Washington policies” as there is no longer a University handbook.

Article 4 – Appointment and Reappointment Notification and Job Description

The Employer proposed to change the deadline the University has to provide a written letter or email offer of appointment for incoming students from April 1^st to June 1^st. Incoming students would have two weeks to respond to the offer. The Employer proposed to add new language around ASE resignation/abandonment including language stating an ASE who fails to appear for work and report absence to their supervisor, in accordance with departmental policy, on three (3) consecutive scheduled workdays, shall be deemed to have resigned.

Article 8 – Grievance Procedure

The Employer proposed to add that when scheduling a step one or step two grievance meeting, the date of the meeting will be mutually agreed upon within 14 calendar days of receiving the grievance and when possible, the meeting will be within 14 days. The Employer proposed to extend the timeline for a written step one response from seven calendar days to 15 calendar days. The Employer proposed to extend the timeline for a written step two response from seven calendar days to 30 calendar days. The Employer proposed to add language around a mandatory step three mediation process. The Employer proposed to remove the section regarding the regularly scheduled arbitration hearings.

Article 14 – Job Posting

The Employer proposed to update the University websites where open hire ASE positions are posted, including adding “Handshake”. The Employer proposed to add language stating a third reason an ASE job would not be an open hire: if an ASE had an existing or previous working relationship with a faculty member. The Employer proposed to add pay range to what must be on all job postings to be in line with state law.

The Employer proposed to keep the following article current contract language:

Article 30- Union Security

 

UAW ASE Counter Proposals

Article 8 – Grievance Procedure

In response to the Employer, UAW added language around a step three mediation process, including that the parties would use an agreed upon panel of mediators and would not be required to use PERC for mediation services. UAW maintained their new section regarding interim measures and all the grievance timeline changes they had previously proposed.

 

Tentative Agreements

UAW and UW agreed to maintain current contract language on the following articles:

Article 11-Hourly Pay Scale Transparency

Article 31- Voluntary Community Action Program (VCAP)

Article 34- Washington Paid Family and Medical Leave Program

UAW and UW agreed to strike:

APPENDIX II PBFs at IHME

Article 22 – Personnel Files

This article details personnel files. New language was added stating that departments and/or Hiring Units are responsible for the official personnel file of ASEs. UW Human Resources is responsible for the medical files of ASEs.

 

Next Steps

The next UW & UAW ASE bargaining session is scheduled for March 8, 2024.

 

 

Background

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

UW Initial Proposals

Article 20- Non-Discrimination and Harassment

The Employer proposed to add that the Equity Survey that UAW and the University jointly administer which focuses on ASE-specific concerns would be subject to the University’s Policy on the Appropriate Collection and Use of Demographic Data for Job Applicants and University Personnel. The Employer proposed to add that the website that publicizes the location of every all-gender bathroom on campus would be updated annually.

UW Counter Proposals

Article 8 – Grievance Procedure

In response to UAW, the Employer proposed language that the parties may agree to skip Step Three of the grievance procedure (Mediation). In response to UAW, the Employer proposed language that the parties may mutually agree to use a mediator from the Federal Mediation and Conciliation Service (FMCS) or other mutually agreed upon mediation provider. The employer added language that the cost of the mediation, if applicable, would be borne by the moving party.

UAW ASE Counter Proposals

Article 1 – Purpose and Intent

In response to the Employer, UAW proposed to change the reference to “the Handbook of the University of Washington” to now read “faculty code and governance, Board of Regents governance, employment and administrative policies, and presidential orders of the University of Washington”.

Article 4 – Appointment and Reappointment Notification and Job Description

In response to the Employer, UAW proposed language around offers of 50% FTE appointments for positions that are not open hire to be commensurate with the department’s normative time to degree, including summer, or equivalent compensation. For open hire positions, the Union proposed ASEs would receive one-year appointments, including summer, or equivalent compensation. In response to the Employer, UAW proposed that incoming students would be notified of descriptions regarding the upcoming year’s appointments no later than June 1^st.

Article 8 – Grievance Procedure

In response to the Employer, UAW incorporated language proposed by the Employer that that the parties may mutually agree to use a mediator from the Federal Mediation and Conciliation Service (FMCS) or other mutually agreed upon mediation provider.

Article 20- Non-Discrimination and Harassment

In response to the Employer, UAW incorporated language proposed by the Employer that that the website that publicizes the location of every all-gender bathroom on campus would be updated annually. UAW amended their proposed language regarding signage indicating all-gender bathroom locations from “permanent signage will be posted next to every single-gender bathroom” to “permanent signage may be posted next to every single-gender bathroom”.

Next Steps

The next UW & UAW ASE bargaining session is scheduled for March 15, 2024. The parties have agreed that all initial proposals will be made by the March 22, 2024 session.

 

 

Background

This recap details the fifth session for the negotiation for the collective bargaining agreement between the UW and UAW ASEs. Recaps are published online on the UW Labor Relations website.

UW Initial Proposals

 

Article 37- Duration

The Employer proposed a three year contract to be effective through April 30, 2027.

MOU- Transportation and U-PASS

The Employer proposed to extend the U-PASS fee waiver for eligible bargaining unit employees through Spring Quarter of 2027.

The Employer proposed to keep the following article current contract language:

Article 19- No Strike No Lockouts

 

UW Counter Proposals

 

New Article- Reasonable Accommodations

In response to UAW, the Employer proposed language around the interactive process the ASEs should follow if an ASE believes that a medical condition is affecting their ability to perform their job. The Employer added language that the Human Resources Consultant (HRC) for the ASE’s employing department would provide the services to ASEs with disabilities. The Employer proposed to add additional language around pregnancy accommodations, a section regarding disability separation, and to move the UAW proposed section regarding ergonomics to Article 9 Health and Safety.

Article 9 – Health and Safety

In response to UAW, the Employer proposed to remove language around reasonable accommodations of ASEs with a disability from the Health and Safety article as both parties are now proposing a new reasonable accommodation article. In response to the Union’s proposal on ergonomics in their reasonable accommodations article, the Employer proposed to add a new section regarding ergonomics to this article. This new section details the process the Employer proposes the ASEs should follow if they believe job procedures, or use of University-owned or operated workstations or equipment will cause or exacerbate musculoskeletal injury or discomfort.

 

UAW ASE Counter Proposals

 

New Article- Reasonable Accommodations

In response to the Employer, UAW incorporated language proposed by the Employer around the HRCs role in the process and pregnancy accommodations. UAW reiterated the rest of their initial proposal.

 

Tentative Agreements

 

UAW and UW agreed to maintain current contract language on the following articles:

Article 3 – Definitions

Article 6 – Discipline or Dismissal

Article 18 – Management Rights

Article 26 – Training

LOA A – Workers Compensation

Article 1 – Purpose and Intent

New language was added changing “the Handbook of the University of Washington” to now read “Board of Regents governance; employment and administrative policies; faculty code and governance; Presidential Orders; and student governance and policies of the University of Washington” which were formerly part of the Handbook.

Article 28 – Union Management Committee

New language was added to state that the joint Union-Management Committee formed to address issues that are not the subject of an active grievance will now be held upon request.

 

Next Steps

The next UW & UAW ASE bargaining session is scheduled for March 22, 2024. The parties have agreed that all initial proposals will be made by the March 22, 2024 session.

Background

This recap details the seventh session for the negotiation for the collective bargaining agreement between the UW and UAW ASEs. Recaps are published online on the UW Labor Relations website.

UW Counter Proposals

 

Article 4 – Appointment and Reappointment Notification and Job Description

In response to UAW, the Employer proposed language regarding the University of Washington Voluntary Investment Program (VIP) and information about reasonable accommodations be added to the section that details what is included in the ASE offer letter.

Article 21- Parking and Transit

The Employer proposed to remove the reference to individual commuter tickets as they are no longer offered by UW. In response to UAW, the Employer proposed language that UAW would have the option to bargain the impacts of certain changes to parking access policy that would affect bargaining unit employees.

Article 27- Travel

The Employer proposed to add language that the University would reimburse ASEs for travel and per diem expenses required for employment in accordance with the UW APS, Section 70 and/or departmental policy. In response to UAW, the Employer proposed language that the University would make a good faith effort to process reimbursements within thirty (30) days of submission of all required reimbursement information, forms and receipts.

New Article- Reasonable Accommodations

In response to UAW, the Employer proposed language that the University would send an annual communication to all managers regarding their role in the accommodation process. In response to UAW, the Employer proposed language that accommodation implementation decisions would be communicated in writing to the ASE and their employing department. The Employer proposed language to highlight that the accommodation request process is interactive.

 

UAW ASE Counter Proposals

 

Article 4 – Appointment and Reappointment Notification and Job Description

In response to the Employer, UAW incorporated the Employer’s proposal to add language regarding the University of Washington Voluntary Investment Program (VIP) and information about reasonable accommodations to the section that details what is included in the ASE offer letter. UAW changed their proposal regarding appointment offer lengths and is now proposing non-open hire offers of 50% FTE appointment and reappointment would be year-long, including summer, or equivalent compensation. UAW removed their proposed language regarding appointment length guarantees for open hire positions.

Article 21- Parking and Transit

In response to the Employer, UAW incorporated language proposed by the Employer around removing reference to individual commuter tickets. In response to the Employer, UAW added language that non-registered ASEs would be provided a fully-subsidized Temp Pass during summer appointments.

Article 27- Travel

In response to the Employer, UAW proposed that the University would ensure that the purchasing of materials and services required by ASEs to carry out job-related activities would occur via University purchasing resources, including Central Travel Accounts, Pro-Cards, and Individual Travel Cards.

New Article- Reasonable Accommodations

In response to the Employer, UAW incorporated language proposed by the Employer around an annual communication to all managers regarding their role in the accommodation process. In response to the Employer, UAW incorporated language proposed by the Employer around highlighting that the accommodation request process is interactive.

 

Tentative Agreements

Article 9 – Health and Safety

This article details the efforts the University shall make to maintain safe working conditions for ASEs to carry out their duties. The language around reasonable accommodations of ASEs with a disability was removed from this article as both parties are now proposing a new reasonable accommodation article. A new section regarding ergonomics was added to this article. This new section details the process the ASEs should follow if they believe job procedures, or use of University-owned or operated workstations or equipment will cause or exacerbate musculoskeletal injury or discomfort.

Article 36- Workspace and Materials

This article maintained current contract language with a small clarifier added that ASEs can request job related materials from their department.

 

Next Steps

The next UW & UAW ASE bargaining session is scheduled for April 5, 2024.

 

 

Background

This recap details the tenth session for the negotiation for the collective bargaining agreement between the UW and UAW ASEs. Recaps are published online on the UW Labor Relations website.

UW Counter Proposals

 

UW package proposal:

The Employer presented a comprehensive package that covered most of the outstanding articles and MOUs. As part of the package the Employer presented a counter on wages.

Article 33- Wages

The Employer’s compensation proposal included the following:

Effective July 1, 2024:

• The base rate would be increased by 5%.
• The minimum ASE hourly rate would be increased by 3%

Effective July 1, 2025:

• The base rate would be increased by 5%.
• The minimum ASE hourly rate would be increased by 3%

Effective July 1, 2026:

• The base rate would be increased by 5%.
• The minimum ASE hourly rate would be increased by 3%

 

UAW ASE Counter Proposals

 

Article 33- Wages

The Union reasserted their compensation proposal from April 12, 2024 which included the following:

Effective July 1, 2024:

• The base rate would be increased by 50%.
• The variable rate would be increased by 12%. In the event the adjusted variable rate salary falls below the adjusted base rate salary, ASEs would receive the greater of the increases described above.
• The minimum ASE hourly rate would be increased to 15% more than the minimum wage in Seattle.

Effective July 1, 2025:

• The base rate would be increased by 6%.
• The variable rate would be increased by 5%. In the event the adjusted variable rate salary falls below the adjusted base rate salary, ASEs would receive the greater of the increases described above.
• The minimum ASE hourly rate would be increased to 5% more than the minimum wage in Seattle.

Effective July 1, 2026:

• The base rate would be increased by 6%.
• The variable rate would be increased by 5%. In the event the adjusted variable rate salary falls below the adjusted base rate salary, ASEs would receive the greater of the increases described above.
• The minimum ASE hourly rate would be increased to 5% more than the minimum wage in Seattle.

 

Article 7- Fee and Tuition Waivers

In response to the Employer, the Union proposed ASEs with a 50% FTE appointment or greater would receive a waiver of the Facilities Renovation fee, IMA bond fee, Sports Field Fee, and YMCA Fee in addition to the current waivers of the operating fee, building fee, technology fee. The Union also proposed that ASEs with less than 50% FTE appointments, including hourly ASEs, would receive a waiver of the building fee.

 

Article 20- Non-Discrimination and Harassment

In response to the Employer, the Union incorporated language proposed by the Employer that the equity survey would be subject to the University’s Policy on the Appropriate Collection and Use of Demographic Data for Job Applicants and University Personnel. The Union is proposing the University will be prepared to report, by request of the Union, on the number of formal claims regarding harassment and discrimination filed by members of the bargaining unit, the number of open formal claims regarding harassment and discrimination by members of the bargaining unit and data concerning the duration of the investigations concerning these formal claims regarding harassment and discrimination by members of the bargaining unit.

 

New Article- Immigration

In response to the Employer, the Union made edits to their proposed new article that would focus on international students. The Union is now proposing ASEs who received a commitment of support at the time of admission and have paid a SEVIS, DACA, and/or F-1 or J-1 visa application processing fee, would be reimbursed by the University upon request and proof of payment. The Union lowered their proposal regarding the proposed new International Student Worker Assistance Fund from $137,500 per academic year to $100,00 per academic year. The Union maintained their proposal that the University would provide paid immigration leave for appointments and/or proceedings related to immigration or citizenship status of an ASE or a family member or dependent. The Union maintained their proposal that the Union and the University, including a representative of the University’s International Student Services (ISS) office, would meet upon request up to four times per calendar year to discuss issues arising from academic student employment, immigration status, and work authorization.

 

Appendix I- GAIP

In response to the Employer, the Union is now only proposing increases in vision coverage. The rest of the appendix is being proposed as current contract language.

 

MOU- EPIC

In response to the Employer, the Union incorporated language proposed by the Employer that the University and the Union would meet during summer quarter to discuss the goals, including the training plan, of the EPIC program for the upcoming academic year. The Union lowered their proposal regarding the number of EPIC trainers from nine 50% FTE ASE trainers to five 50% FTE ASE trainers. There are currently three 50% FTE ASE trainers.

 

The Union proposed to keep the following article current contract language:

Article 35- Workload

 

UAW package proposal:

Article 4 – Appointment and Reappointment Notification and Job Description

In response to the Employer, the Union proposed a summer appointment fund for non-open hire ASEs without a summer appointment. These ASEs would receive a stipend equivalent to their department’s rate during summer.

In response to the Employer, the Union proposed to keep the following articles current contract language:

Article 16- Layoff

 

Tentative Agreements

Article 8 – Grievance Procedure

This article details the grievance procedure. New contract language was added to memorialize that the Labor Relations Office should be included on grievance filings. Grievance timelines were adjusted so now a grievance must be filed within 30 calendar days, the date of the meeting will be mutually agreed upon within 14 calendar days, and Labor Relations (or designee) will have 14 calendar days to issue a written response to the grievance. New language was added related to a new Step Three – Mediation.

 

Article 17- Leaves of Absence

This article details the rules and policies around leaves of absence.  New contract language was added updating the definition of family member section. New contract language was added that Personal Holidays could be used in four hour increments (or pro-rated hours based on FTE) for pay in lieu of leave without pay for a reasons of faith or conscience.

 

Article 32- Vacation

This article details vacation accrual. New contract language was added to better clarify when eligible ASEs are awarded vacation time off.

 

New Article- Reasonable Accommodations

A new article details the current interactive reasonable accommodation process which is designed to explore reasonable accommodations for employees with medical conditions or disabilities.

 

UAW and UW agreed to maintain current contract language on the following articles:

MOU- Time Off Tracking in Workday

 

Next Steps

The next UW & UAW ASE bargaining session is scheduled for April 23, 2024.

Background

This recap details the thirteenth session for the negotiation for the collective bargaining agreement between the UW and UAW ASEs. Recaps are published online on the UW Labor Relations website.

UW Counter Proposals

UW package proposal:

The Employer presented a comprehensive package that covered all of the outstanding articles and MOUs. As part of the package the Employer presented a counter on Article 33- Wages, Appendix I- GAIP, and MOU- Immigration Status and Work Authorization.

 

Article 33- Wages

The Employer’s compensation proposal included the following:

Effective July 1, 2024:

• The base rate would be increased by 6%.
• The minimum ASE hourly rate would be increased by 3%

Effective July 1, 2025:

• The base rate would be increased by 6%.
• The minimum ASE hourly rate would be increased by 3%

Effective July 1, 2026:

• The base rate would be increased by 6%.
• The minimum ASE hourly rate would be increased by 3%

 

Appendix I- GAIP

In response to the Union, the Employer proposed effective October 1, 2025 ASEs would cost share in their GAIP premiums; moving from 100% employer covered premiums to 90% employer premiums, with ASEs paying 10% of their GAIP premiums. The Employer proposed effective October 1, 2026 to move to 85% employer premiums, with ASEs paying 15% of their GAIP premiums. In response to the Union, the Employer proposed effective October 1, 2025 to make slight improvements to the vision coverage. The rest of the appendix is being proposed as current contract language until October 1, 2025.

 

MOU- Immigration Status and Work Authorization

In response to the Union’s new proposed article regarding immigration, the Employer proposed the University would not unreasonably deny requests for vacation time off for the purpose of attending appointments, hearings, and/or proceedings related to immigration or citizenship status of the ASE or their spouse, registered domestic partner, child, or parent scheduled by federal immigration officials or the U.S. Department of State. All vacation time off requests would need to be submitted according to departmental policy.

 

UAW ASE Counter Proposals

 

UAW package proposal:

The Union presented a comprehensive package that covered all of the outstanding articles and MOUs.

 

Article 33- Wages

The Union’s compensation proposal included the following:

Effective July 1, 2024:

• The base rate would be increased by 21.5%.
• The variable rate would be increased by 8%. In the event the adjusted variable rate salary falls below the adjusted base rate salary, ASEs would receive the greater of the increases described above.
• The minimum ASE hourly rate would be increased to 15% more than the minimum wage in Seattle.

Effective September 1, 2024:

• The base rate would be increased by 21%.

Effective July 1, 2025:

• The base rate would be increased by 6%.
• The variable rate would be increased by 5%. In the event the adjusted variable rate salary falls below the adjusted base rate salary, ASEs would receive the greater of the increases described above.
• The minimum ASE hourly rate would be increased by 5%.

Effective July 1, 2026:

• The base rate would be increased by 6%.
• The variable rate would be increased by 5%. In the event the adjusted variable rate salary falls below the adjusted base rate salary, ASEs would receive the greater of the increases described above.
• The minimum ASE hourly rate would be increased by 5%.

 

Appendix I- GAIP

In response to the Employer, the Union has updated their vision coverage proposal to match the Employer but with an effective date of October 1, 2024. The rest of the appendix is being proposed as current contract language.

 

New Article- Immigration

In response to the Employer, the Union made edits to their proposed new article that would focus on international students. The Union is now proposing ASEs who received a commitment of support at the time of admission and have paid a SEVIS, DACA, and/or F-1 or J-1 visa application processing fee, would be reimbursed by the University upon request and proof of payment up to $200 per ASE.

 

The Union proposed to keep the following article current contract language:

Article 35- Workload

 

In response to the Employer, the Union reasserted the following articles:

Article 7- Fee and Tuition Waivers from April 23, 2024.

 

Next Steps

The next UW & UAW ASE bargaining session is scheduled for April 30, 2024.