Notes: <\/strong>Looking for a specific term or topic within a contract? Use \u201cControl F\u201d (PC) or “Command F” (Mac) to search within a web page.<\/p>\n The text below is the most recent version of the contract. Use the print button for a hard copy.<\/p>\nPrint this page<\/a>.\n <\/p>\n The Inlandboatmen’s Union of the Pacific Thompson Research Vessel Crew Contracts (Effective 7\/1\/25 – 6\/30\/27)<\/p>\n Purpose<\/strong> Nondiscrimination<\/strong> Affirmative Action Return to top<\/a><\/p> Section 1.1. <\/strong> Section 1.2. <\/strong> Return to top<\/a><\/p> The Employer agrees that in hiring classifications covered by this Agreement, to adhere to the applicable state rules. All employees will be hired in full-time positions, except those covered by Article 20 Nonpermanent and Intermittent Employees.<\/p>\n Return to top<\/a><\/p> Section 3.1. <\/strong> The Union shall transmit to the Employer via a web based electronic reporting system, by the cut-off date for each payroll period, the name, Employee ID number, dollar amount of employees who have, since the previous payroll cut-off date, provided authorization for deduction of dues, or initiation fee or have changed their authorization for deduction. The Employer will provide instructions and templates for the web based electronic reporting system and provide a calendar of required pay roll cut-off dates.<\/p>\n Section 3.2. <\/strong> Section 3.3. <\/strong> Section 3.4. <\/strong> Section 3.5.<\/strong> A. Employee Information<\/p>\n Name B. Staffing Events and Terminations<\/p>\n Name Return to top<\/a><\/p> Section 4.1.\u00a0<\/strong><\/p>\n a. Accrual. Full-time employees (prorated for part-time) accrue eight (8) hours of sick time off for each month of completed regular monthly service. Employees with unpaid time off exceeding eighty (80) hours in a month (prorated for part-time) will earn a monthly accrual proportionate to the number of hours in pay status in the month to that required for full-time employment. Sick time off accruals must not exceed eight (8) hours in a month.<\/p>\n b. Sick Time Off – Use. Sick time off shall be allowed for an employee under the following conditions.<\/p>\n 1) Because of and during illness, disability or injury which has incapacitated the employee from performing required duties.<\/p>\n 2) By reason of exposure of the employee to a contagious disease during such period as attendance on duty would jeopardize the health of fellow employees or the public.<\/p>\n 3) Because of a health condition of a family member that requires treatment or supervision, or that requires the presence of the employee to make arrangements for extended care.<\/p>\n 4) Sick time off may also be used to provide emergency child care or because of condolence or bereavement.<\/p>\n 5) For personal medical, dental, or optical appointments or for family members’ appointments when the presence of the employee is required, if arranged in advance with the Employer.<\/p>\n \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 6)For the closure of the UW by order of a public official for any health-related reason<\/p>\n 7) For the closure of a child\u2019s school or place of care by order of a public official for any health-related reason, or after the declaration of an emergency by a local or state government agency or by the federal government<\/p>\n \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 8) For\u202fdomestic violence, sexual assault, or stalking covered absences<\/p>\n Effective July 27, 2025: c. Use of Vacation Time Off, Shore Leave or Compensatory Time Off for Sick Time Off Purposes. An employee who has used all accrued sick time off may be allowed to use accrued vacation time off, shore leave, and\/or compensatory time off for sick time off purposes when approved in advance or authorized by the employee’s departmental supervisor. All available compensatory time and shore leave must be used prior to accrued vacation time off, unless this will result in the loss of vacation time.<\/p>\n d. Restoration of Vacation Time Off. In the event of an incapacitating illness or injury during vacation time off, the employee’s supervisor may authorize the use of sick time off and the equivalent restoration of any vacation time off otherwise charged. Such requests shall be in writing, and a medical certificate may be requested.<\/p>\n e. No Abuse of Sick Time Off. Both parties agree that neither the abuse nor the arbitrary denial of sick time off will be condoned. The Employer and the Union agree to work cooperatively toward the resolution of mutually identified problems regarding the use of sick time off.<\/p>\n f. Sick Time Off Verification. The Employer will not require verification for absences of less than three (3) consecutive work days. Such verification or proof may be given to the manager according to departmental policy. The Employer will not make unreasonable requests for sick time off verification.<\/p>\n g. Former eligible employees who are re-employed within five (5) years from a break in service shall be granted all\u00a0unused sick time off credits, if any, to which they are entitled at time of separation.<\/p>\n Section 4.2.<\/strong> Individuals considered to be members of the family are the employee\u2019s spouse or same or opposite sex domestic partner, child, child’s spouse, parent, grandparent, grandchild, sibling.\u00a0 It also includes individuals in the following relationships with the employee\u2019s spouse or domestic partner:\u00a0 child, parent, grandchild, and grandparent.\u00a0 \u201cChild\u201d also includes a child of a legal guardian or de facto parent, regardless of age or dependency status and those to whom the employee is \u201cin loco parentis\u201d or \u201cde facto\u201d parent as well as a child of a legal guardian or de facto parent. Parent and Parent in-law also includes de facto parent foster parent, stepparent, or legal guardian. Family member includes any individual who regularly resides in the employee’s home or where the relationship creates an expectation that the employee care for the person, and that individual depends on the employee for care, except that it does not include an individual who simply resides in the same home with no\u00a0expectation that the employee care for the individual.<\/p>\n Upon completion of sick time off use, crew members shall be returned to the vessel at the Employer’s expense as soon as it is practical.<\/p>\n Section 4.3. <\/strong> Annual attendance incentive program:<\/strong> In January of each year an employee whose sick time off balance at the end of the previous year exceeds four hundred eighty (480) hours may elect to convert the sick time off hours earned in the previous calendar year, minus those hours used during the year, to monetary compensation. No sick time off hours may be converted which would reduce the calendar year end balance below four hundred eight (480) hours. Monetary compensation shall be paid at the rate of twenty-five percent and shall be based on the employee\u2019s current salary. All converted hours will be deducted from the sick time off balance.<\/p>\n At retirement or death:<\/strong> Employees who separate from University service due to retirement or death shall be compensated for their unused sick time off balance at the rate of 25%. Compensation shall be based upon the employee\u2019s wage at the time of separation. For the purpose of this section, retirement shall not include vested out of service employees who leave funds on deposit with the retirement system.<\/p>\n Section 4.4. Family Care Leave.<\/strong> Return to top<\/a><\/p> Section 5.1. Policy<\/strong> Section 5.2. Accrual<\/strong>
\nPreamble<\/h4>\n
\nThe Articles contained herein constitute an Agreement between the University of Washington, Board of Regents, hereinafter referred to as the Employer, and the Inlandboatmen’s Union of the Pacific, Puget Sound Region, hereinafter referred to as the Union, governing certain conditions of employment for all classifications covered by the bargaining unit.<\/p>\n
\nThe parties individually agree that they will not engage in any act or practice or pursue any policy which is discriminatory against any employee who may be a qualified disabled individual, has status as a protected veteran, who is a victim of domestic violence, sexual assault or stalking, nor because of their military status, age, sex (except where sex or age is a bona fide occupational qualification), sexual orientation, gender identity or expression, genetic information, pregnancy, political affiliation, political belief, marital status, race, national origin, color, creed, religion, immigration status, citizenship, or membership or non-membership in a union, in accordance with University of Washington Executive Order 31.<\/p>\n
\n<\/strong>In conjunction with Federal and State laws, regulations, and Executive Orders, the Employer and the Union agree on the need for an affirmative action program to correct and review any inequities in the employment processes. The Employer shall implement, monitor, and report on an affirmative action program requiring the Employer to make special efforts to recruit, employ, retain, train, promote, encourage career development, and transfer qualified members of underrepresented or groups formerly excluded, even if that exclusion cannot be traced to particular discriminatory actions on the part of the Employer. The Employer shall also develop or update, implement, monitor, and report on affirmative action goals for hiring and\/or promoting members of protected groups into job classes\/categories where it has been determined that under-representation exists. The Employer shall make no decisions regarding employment based on membership in any protected class.<\/p>\nArticle 1: Recognition<\/h4>\n
\nThe Employer recognizes the Union as the representative of all employees in the bargaining unit serving aboard the research vessel, Thomas G. Thompson, as a result of a certification order by the Higher Education Personnel Board on May 24, 1972, for the purpose of negotiation and interpreting this agreement and settling disputes.<\/p>\n
\nThe Employer is recognized as the Board of Regents of the University of Washington, acting through its agents, administrators and supervisors as designated by the Board.<\/p>\nArticle 2: Hiring<\/h4>\n
Article 3: Union Dues<\/h4>\n
\nThe Employer shall, when provided with written authorization by the exclusive bargaining representative of an employee covered by this Agreement, deduct from salary payments the uniform membership dues, or initiation fee, and transmit all dues and fees to the Union.<\/p>\n
\nAn employee may cancel their payroll deduction of dues\/fees by written notice to the Union, consistent with the terms and conditions of each worker’s signed membership card and signed dues authorization. After the Employer’s payroll office (payroll@uw.edu) receives the confirmation from the exclusive bargaining representative that the employee has revoked authorization for deductions, the Employer shall end the deduction no later than the second payroll after the receipt of the confirmation.<\/p>\n
\nSemi-monthly the Employer will transmit the total deducted amount of dues money to the Union’s office together with a list of current members on dues deduction.<\/p>\n
\nThe Union and each employee authorizing the assignment of wages for the payment of Union dues hereby undertakes to indemnify and hold the University harmless from all claims, demands, suits or other forms of liability that may arise against the University for or on account of any deduction made from the wages of such employees.<\/p>\n
\nEach pay period UW shall provide IBU with the following union member information electronically in EXCEL format<\/p>\n
\nHome Address
\nPrimary phone number
\nWork phone
\nWork location (address)
\nEmployee ID number
\nPersonal Email
\nUW email
\nUW mailbox
\nEmployment status
\nCurrent position effective date
\nJob classification
\nSupervisory org
\nPay grade
\nPay step
\nPay rate salary
\nHourly rate
\nSupervisor
\nSupervisor email
\nRace
\nGender
\nDOB
\nDate of hire
\nJob title
\nJob class code
\nShift
\nDeduction amount dues
\nTotal wages for the pay period
\nTotal base pay for pay period
\nTotal overtime pay for pay period
\nTotal overtime hours per pay period
\nTotal hours worked in the pay period
\nDays in the pay period
\nPremium pay and premium hours
\nTotal wages year to date
\nPension plan enrollment (which plan)
\nPosition ID
\nMedical plan enrollment (which plan)
\nBargaining Unit
\nTotal FTE
\nAnniversary date (step date)
\nEmployment status
\nCollege\/Org name
\nFull time salary or hourly rate
\nAppointment\/FTE Percentage
\nAppointment status
\nService Period
\nEarnings in last pay cycle
\nHours worked in last pay cycle
\nFTE in last pay cycle
\nLeave of Absence effective date
\nNature of Leave of Absence<\/p>\n
\nJob classification
\nJob classification code
\nDepartment
\nEmployee ID
\nOriginal hire date
\nStatus change date
\nTermination\/separation date if any
\nReason for status change, nature of status change
\nReason for termination\/separation
\nNew hire date
\nNew Hire<\/p>\nArticle 4: Sick Time Off<\/h4>\n
\n9. To allow the employee to prepare for, or participate in, any judicial or administrative immigration\u00a0 \u00a0 \u00a0 \u00a0 proceeding involving the employee or employee’s family member.<\/p>\n
\nFor purposes of clarification and uniformity, the following definition of family shall apply:<\/p>\n
\nSick Time Off Cash Out (annual and at retirement or death). Eligible employees may elect to receive monetary compensation for accrued sick time off as follows:<\/p>\n
\nIn accordance with RCW 49.12 and WAC 296-130, employees shall be allowed to use any or all of their choice of sick time off or other paid time off to care for a family member (as defined above) who has a serious health condition or an emergency condition. Employees shall not be disciplined or otherwise discriminated against because of their exercise of these rights.<\/p>\nArticle 5: Vacations<\/h4>\n
\nTo the degree possible vacation time off shall be scheduled in accordance with the preference of the employee. Upon completion of vacation time off use, crew members shall be returned to the vessel at the Employer\u2019s expense as soon as it is practical.<\/p>\n
\nEmployees will accrue vacation time off during the new hire probationary period. The accrual schedule for full-time employees (prorated for part-time), to be credited monthly, is as follows:<\/p>\n