Category: UAW ASEs

Background

This recap details the eleventh 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 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 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%

 

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 85% employer premiums, with ASEs paying 15% of their GAIP premiums. In response to the Union, the Employer proposed effective October 1, 2025 to raise 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 if the University is not able to lawfully employ or continue to employ an ASE as a result of the ASE’s immigration status, upon request, the University would agree to meet with the ASE and the Union to discuss possible employment or re-employment scenarios. In response to the Union’s new proposed article regarding immigration, the Employer proposed to make reasonable efforts to employ or re-employ the ASE as soon as possible after they have notified their department of their work authorization or immigration status that lawfully permits them to work as an ASE. The Employer is proposing nothing in this MOU is subject to the grievance process.

 

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 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.

 

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.

 

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 $500 per ASE. The Union lowered their proposal to now be up to 20 hours of paid leave time annually 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.

 

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.

 

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 4 – Appointment and Reappointment Notification and Job Description from April 16, 2024.

 

Tentative Agreements

Article 5- Childcare

This article details the ASE childcare expenses assistance. Effective Fall Quarter 2024, all eligible ASEs will now receive up to $1560 per quarter for childcare expenses incurred during the ASE’s appointment period.

 

Article 20- Non-Discrimination and Harassment

New contract language was added 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. New contract language was added that the website that publicizes the location of every all-gender bathroom on campus would be updated annually.

 

New MOU: Tracking Discrimination

A new Mou was added stating that on an annual basis, the Civil Rights Investigation Office, Safe Campus, and UW Human Resources Campus Operations Investigations will prepare an assessment report which will at a minimum include information quantifying reports of discrimination, harassment, and retaliation. An electronic copy of each report will be made available to the Union.

 

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

Article 13- Insurance Programs

Article 16- Layoff

 

Next Steps

The next UW & UAW ASE bargaining session is scheduled for April 26, 2024.

 

 

Background

This recap details the eighth 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 4%.
• 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 5- Childcare

In response to the Union, the Employer proposed to increase the University’s childcare subsidy currently available to all eligible ASEs from $1,350 per quarter to $1560 per quarter.

 

Article 8 – Grievance Procedure

In response to the Union, the Employer lowered their proposal from 30 calendar days to 21 calendar days for the amount of time to issue a written step two response following a grievance meeting.

 

Article 17- Leaves of Absence

In response to the Union, the Employer proposed 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. This update brings the language into consistency with the number of hours most ASEs eligible for a personal holiday receive.

 

Article 27- Travel

In response to the Union, the Employer added language that the University would 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.

 

Article 29- Union Rights

The Employer proposed language to better align the contract language with the contents of the roster reports sent after every pay period to the Union.

 

MOU- Immigration Status and Work Authorization

In response to the Union’s new proposed article regarding immigration, the Employer proposed that a representative of the University’s International Student Services (ISS) office would be included in the up to four times per calendar year meetings designed to discuss issues arising from academic student employment, immigration status, and work authorization.

 

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

Article 7- Fee and Tuition Waivers

Article 13- Insurance Programs

Article 16- Layoff

Article 30- Union Security

 

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

Article 4 – Appointment and Reappointment Notification and Job Description from March 26, 2024.

Article 14 – Job Posting from February 27, 2024.

Article 32- Vacation from March 22, 2024.

Article 35- Workload from March 22, 2024.

Appendix I- GAIP from March 22, 2024.

New Article- Reasonable Accommodations from March 26, 2024.

 

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

New Article- Immigration.

New Article- Relocation Stipend

New MOU- Transitional Funding Program

 

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 56%.
• The variable rate would be increased by 20%. 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 18% 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 20% 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 25% more than the minimum wage in Seattle.

 

Article 5- Childcare

In response to the Employer, the Union proposed the University’s childcare subsidy currently available to all eligible ASEs would be 1x the monthly tuition for infants at Radford Court per quarter. The Union proposed to raise the maximum cap the University would spend on ASE childcare expenses from $70,200 to $100,000 per year.

 

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 all student fees. The Union also proposed that ASEs with less than 50% FTE appointments, including hourly ASEs, would receive a waiver of the operating fee, building fee, and technology fee.

 

Article 8 – Grievance Procedure

In response to the Employer, the Union incorporated language proposed by the Employer to include the Labor Relations Office (laborrel@uw.edu) email on communications.

 

Article 17- Leaves of Absence

In response to the Employer, the Union lowered their proposal for the amount of sick time salaried ASEs whose appointment is 50% FTE would receive from 48 hours per year to 40 hours per year.

 

Article 27- Travel

In response to the Employer, the Union incorporated language proposed by the Employer that the University would make a reasonable effort to provide direct departmental payment of allowable expenses for approved business-related travel. The Union is maintaining their proposal that reimbursements would be processed within thirty days of submission of all required reimbursement forms and receipts.

 

New Article- Immigration

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, OPT, AT, DACA, and/or other visa fee would be reimbursed by the University upon request and proof of payment. This would include renewal fees and associated travel costs. This would include ASEs’ family members and dependents. The Union lowered their proposal regarding the proposed new International Student Worker Assistance Fund from $200,000 per academic year to $137,500 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 and to enable eligible ASEs to vote in non-U.S. elections. In response to the Employer, the Union proposed that UAW 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.

 

New Article- Reasonable Accommodations

In response to the Employer, the Union incorporated language proposed by the Employer around providing guidance and training to employing schools or colleges and/or appointing units as needed about ADA compliance and compliance with the provisions of this Article, and best practices for interacting with employees with disabilities.

 

Appendix I- GAIP

In response to the Employer, the Union proposed to lower their proposal regarding the amount the Employer would pay for the healthcare premium of non-child dependents from 80% to current contract language 65%. The Union proposed to lower their proposal regarding out-of-pocket maximums.  The Union proposed to lower their proposal regarding sealants so it is closer to current contract language. The Union otherwise maintained their previous proposal.

 

UAW package proposal:

 

Article 15- Job Titles and Classifications

In response to the Employer, the Union incorporated language proposed by the Employer around aligning terminology with Workday and adding additional job profiles to align with the new language proposed in Article 25- Summer Non-registered Graduate Research Student Assistants.

 

UAW reasserted the following article:

Article 21- Parking and Transit from March 26, 2024. The Union is proposing that non-registered ASEs are provided with a fully-subsidized temp transit pass during summer quarter.

 

Article 25 – Summer Non-registered Graduate Research Student Assistants

In response to the Employer, the Union incorporated language proposed by the Employer around expanding the non-registered research student assistants during summer quarter only to now include non-registered teaching student assistants, staff assistants and predoctoral instructors.

 

Tentative Agreements

Article 12- Intellectual Property and Scholarly Misconduct

This article details the policies related to Intellectual Property and Scholarly Misconduct. A new section was added detailing that employee contributions to their scholarship shall be appropriately recognized. It also details that publication credits shall accurately and appropriately reflect the contributions and work of the individuals involved as determined by the University.

 

Next Steps

The next UW & UAW ASE bargaining session is scheduled for April 12, 2024.

 

 

Background

This recap details the sixth 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.

Costing

UW HR Compensation presented the Employer’s costing estimate of $940,520,320 for the amount of new money it would cost UW to implement UAW’s initial proposals over the life of the contract. Currently both parties are proposing a three-year contract duration. The Employer’s estimate includes costing of the following:

• UAW’s initial proposed wage increase to the base rate of 67% + inflation in year one, and 8% + inflation in years two and three.
• UAW’s proposed wage increase to the variable rate of 30% + inflation in year one, and 7% + inflation in years two and three.
• Other costs to the University including guaranteed summer appointments and additional fee waivers.

The Employer has yet to cost the UAW’s initial proposal regarding healthcare which will have additional costs associated. The Employer will present the costing estimate of the Employer’s initial proposals when that becomes available.

UW Initial Proposals

 

Article 33- Wages

The Employer’s initial compensation proposal included the following:

Effective July 1, 2024:

• The base rate would be increased by 3%.
• 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 15- Job Titles and Classifications

The Employer proposed to change the title of the article to “Article 15 – Job Profiles and Classifications” to better align the terminology with Workday, the University’s payroll system. The Employer proposed more housekeeping edits to align with Workday such as changing “title” to “job profile”, changing “occupation code” to “job code”, and changing “salary” to “compensation” throughout the article. The Employer also proposed adding additional job profiles to align with the new language proposed in Article 25- Summer Non-registered Graduate Research Student Assistants.

 

Article 17- Leaves of Absence

The Employer proposed to update the definition of family member to align with other UAW contracts and include the additional definitions of family member effective January 1, 2025 when HB 5793 goes into effect.

 

Article 25 – Summer Non-registered Graduate Research Student Assistants

Currently departments may hire non-registered research student assistants during summer quarter only. The Employer is proposing to expand that to non-registered teaching student assistants, staff assistants and predoctoral instructors. The Employer is proposing the creation of a new job profiles for each summer only non-registered title. The Employer proposed to change the title of the article to “Article 25 – Summer Non-registered Graduate ASE Appointments”. The Employer proposed to remove references to the 220 hour quarterly workload expectation to align with the proposal in Article 35- Workload.

 

Article 29- Union Rights

The Employer proposed to remove references to the 220 hour quarterly workload expectation to align with the proposal in Article 35- Workload. The Employer proposed to meet with UAW later to discuss the contents of the roster reports sent after every pay period to UAW.

 

Article 32- Vacation

The Employer proposed changes in language to better clarify when eligible ASEs are awarded vacation time off.

 

Article 35- Workload

The Employer proposed removing reference to the 220 hours per quarter workload expectation throughout the article and instead proposed a workload expectation reference that ASEs with a 50% FTE appointment will not be required to work for more than an average of 20 hours a week. The Employer proposed to add language that if an ASE works more than 20 hours in a given week, they should work with their supervisor to adjust another week. The Employer proposed that the use of paid vacation time off per Article 32 – Vacation would now be included in the 20 hours per week.

 

Appendix I- GAIP

The Employer proposed ASEs cost share in their GAIP premiums; moving from 100% employer covered premiums to 85% employer premiums, with ASEs paying 15% of their GAIP premiums.

 

UAW ASE Counter Proposals

 

Article 33- Wages

UAW’s compensation proposal included the following:

Effective July 1, 2024:

• The base rate would be increased by 60% plus inflation.
• The variable rate would be increased by 25% 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 6% plus inflation.
• The variable rate would be increased by 5% 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 6% plus inflation.
• The variable rate would be increased by 5% 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.

 

 

Article 9 – Health and Safety

In response to the Employer, UAW incorporated language proposed by the Employer around adding a new section regarding ergonomics to this article.

 

Article 17- Leaves of Absence

In response to the Employer, UAW incorporated language proposed by the Employer around updating the definition of family member to align with other UAW contracts. Otherwise, UAW maintained the remainder of their initial proposals.

 

Article 32- Vacation

In response to the Employer, UAW incorporated language proposed by the Employer around updating the language regarding when eligible ASEs are awarded vacation time.

 

Appendix I- GAIP

UAW proposed to lower their proposal regarding the amount the Employer would pay for the healthcare premium of child dependents from 100% to 80%. UAW proposed to return to current contract language regarding the amount the Employer would pay for mental health deductibles. UAW proposed to lower the increases they had proposed regarding vision coverage. UAW maintained their proposal for assistive reproductive services coverage as well as their proposal to decrease the out of pocket maximums.

 

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

Article 35- Workload

 

Tentative Agreements

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

Article 10- Holidays

Article 19- No Strike No Lockouts

 

Next Steps

The next UW & UAW ASE bargaining session is scheduled for March 26, 2024.

 

 

Background

This recap details the seventeenth 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 second session with a Public Employment Relations Commission mediator.

 

Tentative Agreements

Article 35- Workload

The article remained mostly current contract language with housekeeping edits made to the policies hourly ASE appointments and schedules are be made in accordance too.

 

New Article- Immigration Status and Work Authorization

MOU- Immigration Status and Work Authorization was incorporated into this new article. New language was added that the Union and University, including a representative of the University’s International Student Services (ISS) office, shall meet upon request up to four times per calendar year to discuss issues arising from academic student employment, immigration status, and work authorization. New language was added that ASEs may request and be granted up to four hours of paid immigration-related time off annually when given one week’s prior notice to attend any appointments, hearings, and/or proceedings related to their own immigration or citizenship status scheduled by federal immigration officials or the U.S. Department of State. Additionally, the University will 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’s spouse, registered domestic partner, child, or parent scheduled by federal immigration officials or the U.S. Department of State. New language was added that if the University is not able to lawfully employ or continue to employ an ASE as a result of the ASE’s immigration status, upon request, the University agrees to meet with the ASE and the Union to discuss possible employment or re-employment scenarios. The University agrees to make reasonable efforts to employ or re-employ the ASE as soon as possible after they have notified their department of their work authorization or immigration status that lawfully permits them to work as an ASE.

 

UAW and UW agreed to strike:

MOU- Immigration Status and Work Authorization

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.

 

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