This recap details the second mediation session, eighteenth overall 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 details how employees can anonymously report unsafe work conditions, including building issues and air quality concerns, to the University\u2019s Environmental Health and Safety department and language that will prevent employees from being disciplined or retaliated against for reporting such conditions. The parties also agreed to language detailing how employees can request ergonomic evaluations due to diagnosed medical conditions through the Disability Services Office.<\/p>\n
The parties agreed to remove language about performance improvement plans from this Article and move it into Article 6: Corrective Action and Dismissal. <\/em>The parties also agreed to include a new provision in performance evaluations for identifying professional development goals, such as training and professional development plans.<\/p>\n The parties agreed to new language that will require the University to send annual communications to all managers regarding their role in the accommodation process and that once per year upon request, the Union and the University will meet to discuss training and guidance materials provided to supervisors. With respect to disability leave, the parties agreed that disability leave may be a form of reasonable accommodation and that if disability leave is taken as an unpaid absence, employees may apply eight (8) hours of accrued time paid time off per month for the duration of approved leave. Additionally, the parties agreed to new language consistent with APS 46.7 detailing accommodations related to lactation that would not require health care provider certification and not be subject to claims of undue hardship, including providing reasonable break time for employees to express breast milk, providing lactation spaces, and accommodations during work hours where the regular location of the employee\u2019s workplace makes nursing during work hours a possibility due to the child being in close proximity.<\/p>\n The parties agreed to new language that will require the University to make reasonable efforts to provide direct departmental payment of allowable expenses for approved business-related travel when consistent with UW Travel Policy and\/or departmental policy. The parties also agreed to other housekeeping edits in this Article.<\/p>\n The parties agreed to new language that will allow supervisors to prospectively authorize purchasing for designated employees when allowable by funding source(s) and by university procurement services and departmental purchasing policies, and that the University would make a good faith effort to process reimbursements within 30 days of submission of reimbursement information.<\/p>\n The parties agreed to continue to make EPIC training available to Academic Student Employees, Postdoctoral Scholars, and Research Staff. The parties also agreed to allow unfilled Postdoctoral Schola and Research Staff assignments to be combined and offered as one (1) Research Staff appointment at either 0.3 FTE, 0.4 FTE, or 0.5 FTE as determined by the Employer. Additionally, the parties agreed to new language that will require the total FTE between the UAW Postdoctoral Scholar and UAW Research contracts not exceed 0.8 FTE. The parties also agreed to allow one 0.5 FTE ASE position be used to fill two (2) of the four (4) 0.2 FTE Postdoctoral Scholar and Research Staff training positions when the Postdoc and Research Staff positions are unfilled. If an ASE position is offered in lieu of two (2) Postdoc and Research Staff EPIC training positions, the parties agreed to consider those two (2) training positions filled for the duration of the ASE\u2019s appointment.<\/p>\n The parties agreed to maintain current contract language in the following Article(s):<\/strong><\/p>\nArticle 29: Reasonable Accommodations of Employees with Disabilities <\/strong><\/h3>\n
Article 37: Travel<\/strong><\/h3>\n
Article 43: Workspace and Materials <\/strong><\/h3>\n
MOU: Empowering Prevention and Inclusive Communities (EPIC) <\/strong><\/h3>\n
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\nEmployer Counter Proposals<\/strong><\/h2>\n
Article 4: Classification and Reclassification <\/strong><\/h3>\n