This recap details the sixteenth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and UAW Research.<\/p>\n
The parties tentatively agreed to the following:<\/p>\n
The parties agreed to language that will allow the Employer to offer exit interviews to employees being laid off.<\/p>\n
The parties agreed to new language that will allow supervisors to prospectively authorize overtime for designated employees on designated projects for a designated period of time when allowed by department or University policy.<\/p>\n
The parties agreed to new language around probationary periods that will allow employees appointed to a temporary salaried non-bargaining unit Research staff position hired into the same job with equivalent bargaining unit job profile and in the same unit to have time worked credited towards the end of their probationary periods, not to exceed three (3) months.<\/p>\n
The parties agreed to new language stating that employee contributions to their science may be recognized in the form of credits in presentations, tools, or datasets.<\/p>\n
The parties agreed to maintain current contract language in the following Articles:<\/strong><\/p>\n The Employer proposed to include the five (5) names of arbitrators recently selected to be the on the panel of arbitrators. The Employer also accepted the Union\u2019s proposal that the parties may agree that the arbitrator retain jurisdiction for a different period of time other than the previously agreed upon sixty (60) day jurisdiction window.<\/p>\n The Employer presented a package proposal in which all provisions would need to be accepted in their entirety. The full contents of the package are outlined below:<\/strong><\/p>\n The Employer dropped its proposal to require that information requests would not normally extend more than thirty-six (36) months prior to the date of the request and instead reasserted language stating that all information requests must be submitted to Labor Relations and that requests would need to clearly identify what is being sought and include the reason for the request.<\/p>\n In response to the Union\u2019s proposal to establish a timeline for the position review process, the Employer counter proposed language that would require position review requests submitted at the departmental level to be forwarded to UWHR Compensation within thirty (30) calendar days of receipt of completed paperwork, whenever possible.<\/p>\n As part of this package proposal, the parties would agree to maintain current contract language in this Article.<\/p>\n As part of this package proposal, the parties would agree to maintain current contract language in this Article.<\/p>\n As part of this package proposal, the Union would accept the Employer\u2019s counter proposal as presented during the June 30 bargaining session.<\/p>\n As part of this package proposal, the parties would agree to maintain current contract language in this Article.<\/p>\n As part of this package proposal, the Union would accept the Employer\u2019s counter proposal as presented during the August 6 bargaining session.<\/p>\n The Employer accepted the Union\u2019s proposed language stating that reports would include unit member information but reasserted its prior proposal elsewhere in this Article.<\/p>\n As part of this package proposal, the parties would agree to maintain current contract language in this Article.<\/p>\n As part of this package proposal, the Union would accept the Employer\u2019s counter proposal as presented during the August 6 bargaining session.<\/p>\n The Union presented a counter proposal on Compensation and reasserted its initial proposal to increase and align \u00a0salary range minimums and maximums across Research Scientist, Research Coordinator, and Research Consultant job profiles. The Union adjusted its proposed salary increases:<\/p>\n The Union also adjusted its proposed across-the-board increases, now proposing that all employees would receive salary increases of six percent (6%) immediately upon ratification, an additional six percent (6%) on January 1, 2027, plus additional six percent (6%) increases effective on every ratification anniversary date after 2026 for the duration of the contract.<\/p>\n\n
Employer Counter Proposals<\/strong><\/h2>\n
Article 10: Grievance Procedure<\/strong><\/h3>\n
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Article 1: Purpose and Intent <\/strong><\/h3>\n<\/li>\n<\/ul>\n
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Article 4: Classification and Reclassification <\/strong><\/h3>\n<\/li>\n<\/ul>\n
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Article 16: Inclement Weather and Suspended Operations <\/strong><\/h3>\n<\/li>\n<\/ul>\n
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Article 20: No Strikes, No Lockouts <\/strong><\/h3>\n<\/li>\n<\/ul>\n
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Article 25: PI Eligibility <\/strong><\/h3>\n<\/li>\n<\/ul>\n
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Article 34: Telework and Work Location <\/strong><\/h3>\n<\/li>\n<\/ul>\n
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Article 37: Travel Costs <\/strong><\/h3>\n<\/li>\n<\/ul>\n
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Article 39: Union Rights<\/strong><\/h3>\n<\/li>\n<\/ul>\n
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Article 40: Union Security <\/strong><\/h3>\n<\/li>\n<\/ul>\n
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Article 43: Workspace and Materials <\/strong><\/h3>\n<\/li>\n<\/ul>\n
\nUnion Counter Proposals<\/strong><\/h2>\n
Article 42: Compensation<\/strong><\/h3>\n
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