Category: UAW ASEs

Background

This recap details the fourteenth 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 MOU- Immigration Status and Work Authorization.

 

Article 33- Wages

The Employer reasserted their compensation proposal from April 29, 2024 which 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%

 

MOU- Immigration Status and Work Authorization

In response to the Union’s new proposed article regarding immigration, the Employer proposed that the section regarding work authorization would not be subject to the grievance procedure.

 

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 15%.
• The variable rate would be increased by 7%. 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 October 1, 2024:

• The base rate would be increased by 14%.

Effective January 1, 2025:

• The base rate would be increased by 13%.

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%.

 

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 IMA bond fee, Sports Field Fee, and YMCA Fee in addition to the current waivers of the operating fee, building fee, technology fee.

 

Article 35- Workload

In response to the Employer, the Union incorporated language proposed by the Employer regarding if an ASE worked more than 20 hours in a week.

 

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 proposing up to 20 hours of paid leave time annually that the University would provide for appointments and/or proceedings related to immigration or citizenship status of an ASE or a family member or dependent.

 

Next Steps

The next UW & UAW ASE bargaining session is scheduled for May 3, 2024.

 

 

Background

This recap details the fifteenth 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.

The Employer filed for contract mediation with Public Employment Relations Commission (PERC).

UW package proposal:

The Employer reasserted their comprehensive package proposal from 4/30 that covers all of the outstanding articles and MOUs.

Status Update

The Employer and the Union have reached agreement on 33 out of 37 articles. A summary of all outstanding articles and MOUs can be found below.

 

[table “229” not found /] [table “230” not found /] [table “231” not found /] [table “232” not found /] [table “233” not found /]

 

 

Background

This recap details the sixteenth 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.

This is the first session with a Public Employment Relations Commission mediator.

Status Update

The Employer and the Union have reached agreement on 33 out of 37 articles. A summary of all outstanding articles and MOUs can be found below.

 

[table “234” not found /] [table “235” not found /] [table “236” not found /] [table “237” not found /] [table “238” not found /]

Background

This recap details the eighteenth 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.

This is the third session with a Public Employment Relations Commission mediator.

Status Update

The Employer and the Union have reached agreement on 34 out of 37 articles. A summary of all outstanding articles and MOUs can be found below.

 

[table “242” not found /] [table “243” not found /] [table “244” not found /]

Background

This recap details the nineteenth 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.

This is the fourth session with a Public Employment Relations Commission mediator.

Status Update

The Employer and the Union have reached agreement on 34 out of 37 articles. A summary of all outstanding articles and MOUs can be found below.

 

[table “245” not found /] [table “246” not found /] [table “247” not found /]

 

UW has reached agreement with UAW Local 4121 ASEs on a successor agreement. Members of UAW Local 4121 ASEs still need to vote in favor of ratifying the contract. In accordance with the law the union will endorse the tentative agreement for ratification and will move to ratify the agreement. Additionally, the Union has agreed to suspend the strike pending the outcome of the ratification vote.

A full summary chart detailing all the tentative agreements will follow in the coming days.

UW has reached agreement with UAW ASEs on a collective bargaining agreement effective from May 19, 2024 through April 30, 2027. Members of UAW have voted in favor of ratifying their contract.

For details on the agreement reached, please see the following summary tables below.

The main UAW ASE contract page will be updated with the finalized agreement once available. A copy of the Tentative Agreements are posted under current contract.

 

[table “249” not found /] [table “251” not found /] [table “252” not found /] [table “253” not found /] [table “254” not found /]

Background

This recap details the first and second session for the renewal of the collective bargaining agreement between the UW and UAW, set to expire on April 30, 2021. Recaps are published online on the UW Labor Relations website.

UAW Initial Bargaining Demands

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

• Compensation: UAW demanded that the UW must significantly increase ASE compensation and keep pace with the increase cost of living in Seattle, to include additional increases during the first year of the contract. Additionally, UAW demanded that the UW must waive all fees and ensure continuous appointments in response to COVID 19.
• Health Insurance: UAW demanded UW administration must ensure all ASEs receive continuous health coverage while they are UW and that it should include the expansion of access to long-term mental health coverage, dependent coverage and reduction of barriers to gender-affirming coverage.
• Campus Climate: UAW demanded that the UW must agree to expand the Diversity Equity Inclusion efforts to include expansion of compensation and support for peer-based training, advocacy, and department level DEI work and improving reporting processes.
• Mentorship and Advising: UAW demanded UW should improve mentorship of ASEs by establishing right to secondary mentors, improving effectiveness and accountability of various mentorship roles and improving department specific support for ASE career development.
• Leave and Caregiving: UAW demanded increased support for caregivers and leave options.

Also included in the initial bargaining demands, was that all other articles should be maintained or improved on existing terms of the ASE CBA.

UAW Initial Proposals

UAW made the following initial proposals:

• Childcare: UAW proposed to increase the current amount of $1,250 to $3,000 per child, per quarter, per eligible ASE. No proposed changes to eligibility.
• Fee and Tuition Waivers: UAW proposed that all ASEs should receive a waiver for all tuition and fees.
• Insurance Programs: UAW proposed that ASE’s should receive full coverage for mental health, gender-affirming services and reproductive health and that the University should pay 100% of the costs for health, dental and vision premiums for dependents effective October 1, 2021. The Union additionally proposed that there should be reductions in out-of-pocket costs and they should expand eligibility for GAIP coverage beyond ASE’s with 50% appointments.
• Non-Discrimination and Harassment: UAW proposed to move the Memorandum of Understanding regarding Sexual Harassment and Prevention Training to Article 20,- Non-Discrimination and Harassment and update the section to reflect the training’s name: Empowering Prevention & Inclusive Communities (EPIC). Also included was an increase in the number of ASEs hired to conduct the training – from two 50% FTEs each quarter to six 50% FTE’s each quarter, mandatory EPIC training for all incoming ASE’s, EPIC training, included trainers hired during Summer Quarter, and the development of Peer Equity programs that would include 40 ASE’s for Postdocs to implement programs with 8 hours of paid training and that each individual would receive a stipend of $500 per quarter.

Additionally, UAW proposed that there should be a university fund for $30,000 per year to assist in expenses for International and Immigrant ASE’s that would be effective July 1, 2021.

• Wages: UAW proposed that wages should remain competitive with the Global Challenge States (GCS) and that wages should be increased to the base rate to match the top of the GCS effective July 1 of each year. UAW proposed that all ASE variable rates and hourly should be increased by the same percentage as the base rate.
• New Article – Individual Development Plans and Program Assessments: UAW proposed language to include an assigned primary supervisor, an individual development plan and performance expectation, progression assessments, and supervisor training.
• Appointment and Reappointment Notification and Job Description: UAW proposed to add language to the list of information that should be included in ASE offer letters. They proposed including UW Benefits Office contact Information and explanation of how to confirm benefits eligibility if necessary.
• Union Rights: UAW proposed to add “GAIP Preliminary Eligibility File” to the list of data the Union receives each pay period.
• Post-Bachelor Fellows: The UW proposed updates to the IHME Post-Bachelor Fellow Appendix which included wage increases for the PBFs that match the percentage wage increase for the ASEs and integrating the MOU on vacation for PBFs into the Appendix.

Employer Initial Proposals

The Employer made the following initial proposals:

• Insurance Programs: The Employer proposed to update the referencing contract years, 2019-2020 and 2020-2021.
• Union Security: The Employer proposed to update the way the Union submits dues to the University each pay period, moving to an online web-based submission for new or changed dues deduction authorizations to streamline the process.
• New Article – Resignation and Abandonment: The Employer proposed a new article that would encourage employees to provide at least a two weeks’ notice of resignation with the allowance of a withdrawal within 24 hours. The Employer proposed that if an ASE fails to report to work and fails to report the absence to their supervisor on three consecutive workdays, that there would be a presumption of resignation and that the determination to not reinstate the ASE would not be subject to the CBA grievance procedure.

Ground Rules

The parties reached a tentative agreement on a series of ground rules for bargaining on March 12, including no addition of new items after April 5, 2021, unless by mutual agreement.

Tentative Agreements

The parties reached a tentative agreement for current contract language for the following articles:

Preamble

Article 1 – Purpose and Intent
Article 2 – Recognition
Article 3 – Definitions
Article 9 – Health and Safety
Article 12 – Intellectual Property and Scholarly Misconduct
Article 18 – Management Rights
Article 23 – Severability
Article 27 – Travel
Article 28 – Union-Management Committee
Article 35 – Workspace and Materials

The parties agreed to sunset the following understandings:

MOU – Lump sum Payment
LOU – U-PASS Coalition Bargaining

Next Steps

The next UW-UAW bargaining session is scheduled for April 1.

 

Background

This recap details the twelfth 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.

 

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 5%.
• 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%

 

UAW ASE Counter Proposals

 

Article 33- Wages

The Union reasserted their compensation proposal from April 23, 2024 which included the following:

Effective July 1, 2024:

• The base rate would be increased by 47%.
• 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 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.

 

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.

 

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 $350 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.

 

Tentative Agreements

Article 4 – Appointment and Reappointment Notification and Job Description

The deadline the University has to provide a written letter or email offer of appointment for incoming students was changed from April 1st to June 1st. Incoming students would have two weeks to respond to the offer. A statement that ASEs are eligible for University of Washington Voluntary Investment Program (VIP) and the website link to VIP and information about reasonable accommodations which will include the contract article number and contact information for the ASE’s employing department’s Human Resources Consultant will be added to the letter offering an appointment.

 

Article 15- Job Titles and Classifications

The title of the article was changed to “Article 15 – Job Profiles and Classifications” to better align the terminology with Workday, the University’s payroll system. Housekeeping edits were made to better align the article with Workday such as changing “title” to “job profile”, changing “occupation code” to “job code”, and changing “salary” to “compensation”. Additional job profiles were added to align with the new language proposed in Article 25- Summer Non-registered Graduate Research Student Assistants.

 

Article 21- Parking and Transit

MOU- Transportation and U-PASS was struck and moved into this article. New contract language was added that effective summer quarter 2025 and during summer quarters only eligible non-registered ASEs holding job profiles outlined in Article 25 would not be charged a fee for a U-PASS.

 

Article 25 – Summer Non-registered Graduate Research Student Assistants

Currently departments may hire non-registered research student assistants during summer quarter only. Beginning summer 2025 this will expand to non-registered teaching student assistants, staff assistants and predoctoral instructors. A new job profile for each summer only non-registered title will be created. The title of the article was changed to “Article 25 – Summer Non-registered Graduate ASE Appointments”.

 

MOU- Transportation and U-PASS

This MOU was struck and incorporated into Article 21- Parking and Transit.

 

MOU- Empowering Prevention and Inclusive Communities (EPIC)

New contract language was added stating the University and the Union will meet during summer quarter to discuss the goals, including the training plan, of the EPIC program for the upcoming academic year.

 

New MOU- Empowering Prevention and Inclusive Communities (EPIC) Trainers

The parties have agreed to create a new MOU regarding EPIC trainers. This MOU details that two of the four 20% FTE RSE and Postdoc EPIC positions can be repurposed into one additional 50% FTE ASE position when two RSE and/or Postdoc positions are unfilled. There are currently three spots for 50% FTE ASE trainers and four spots for 20% FTE ASE trainers between the combination of RSEs and Postdocs.

 

Next Steps

The next UW & UAW ASE bargaining session is scheduled for April 29, 2024.

 

 

Background

This recap details the ninth 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 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 3%.
• The minimum ASE hourly rate would be increased by 3%

Effective July 1, 2026:

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

 

Article 8 – Grievance Procedure

In response to the Union, the Employer proposed that either party may skip step three mediation and the cost of the mediation, if applicable, would be shared equally by the parties. Small housekeeping edits were made to reflect that step 3 mediation may now be skipped.

 

New Article- Reasonable Accommodations

In response to the Union, the Employer proposed that a department can explore if a temporary work adjustment is reasonable prior to an accommodation being implemented. The Employer maintains their proposal to include language that an ASE who is unable to perform the essential functions of their position due to disability may be separated from service after the Employer has made good faith efforts to reasonably accommodate the employee’s disability in accordance with applicable state and federal law.

 

MOU- EPIC

In response to the Union, the Employer added language stating 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.

 

UAW ASE Counter Proposals

Article 33- Wages

The Union’s compensation proposal 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 8 – Grievance Procedure

In response to the Employer, the Union agreed to remove the language regarding the regularly scheduled arbitration hearings that was previously a part of the contract. The Union is proposing 30 calendar days to file a step one or step two grievance.

 

UAW package proposal:

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

Article 13- Insurance Programs

Appendix I- GAIP

In response to the Employer, the Union proposed to lower their proposal regarding increases in vision and prescription drug coverage. The rest of the appendix is being proposed as current contract language.

 

Tentative Agreements

Article 14 – Job Posting

This article details job posting. Language was updated to include “Handshake” in the list of University websites where open hire ASE positions are posted. Language was added 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. Pay range was added to what must be on all job postings.

 

Article 27- Travel

This article details business related travel expenses and travel related reimbursement. Language was added stating the University shall make a reasonable effort to provide direct departmental payment of allowable expenses for approved business-related travel, consistent with the University of Washington Administrative Policy Statements, Section 70 and/or departmental policy. Language was added stating the University will make a good faith effort to process reimbursements within 30 days of submission of all required reimbursement information, forms and receipts.

 

Article 29- Union Rights

This article details what information the Union is provided after each pay period. The language was updated to better align the contract language with the contents of the roster reports sent after every pay period to the Union.

 

Article 36- Workspace and Materials

This article previously had a tentative agreement and was reopened to add language regarding non-travel related reimbursements. Language was added stating the University will make a good faith effort to process reimbursements within 30 days of submission of all required reimbursement information, forms and receipts.

 

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

Article 30- Union Security

 

Next Steps

The next UW & UAW ASE bargaining session is scheduled for April 16, 2024.