{"id":5624,"date":"2022-04-29T12:08:12","date_gmt":"2022-04-29T19:08:12","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=5624"},"modified":"2022-04-29T12:08:12","modified_gmt":"2022-04-29T19:08:12","slug":"uw-sag-aftra-negotiations-recap-for-april-19","status":"publish","type":"post","link":"https:\/\/hr.uw.edu\/labor\/2022\/04\/29\/uw-sag-aftra-negotiations-recap-for-april-19","title":{"rendered":"UW \u2013 SAG-AFTRA Negotiations Recap for April 19"},"content":{"rendered":"

Background<\/h4>\n

This recap details the second session for the negotiation of the second collective bargaining agreement between the University of Washington (UW) and Screen Actors Guild-American Federation of Television and Radio Artists (SAG-AFTRA) for KUOW. Recaps are published online on the UW Labor Relations website<\/a>.<\/p>\n

SAG-AFTRA Initial Proposals<\/h4>\n
Article 9 \u2013 Overtime<\/h5>\n

The Union proposed to strike language that states that Hosts and News Hosts are overtime exempt positions. The Union stated the intent of the proposal was that Hosts and News Hosts would become overtime eligible positions.<\/p>\n

Article 14 \u2013 Temporary Hourly Fill-In Employees<\/h5>\n

The Union proposed that the Employer would notify the Union of a new temporary hourly fill-in hire within 10 business days. Under this proposal, such notice would include the hire\u2019s name, expected length of hire, reason for hire, the employee the new hire was filling in for, and the rate of pay.<\/p>\n

Article 15 \u2013 Fellows and Interns<\/h5>\n

The Union proposed that the Employer would notify the Union of a new fellow or intern within 10 business days. Under this proposal, the notice would include the fellow\u2019s or intern\u2019s name and designation as fellow or intern.<\/p>\n

Article 32 \u2013 Notification of New Hires<\/h5>\n

The Union proposed that the Employer would notify the Union and complete a Status Notification Form for reclassifications, terminations, discharges, resignations or transfers out of the bargaining unit no later than 15 calendar days from such an occurrence. Under current contract language, the Status Notification Form is only used to notify the Union of new hires.<\/p>\n

Article 38 \u2013 Fill-in Premium<\/h5>\n

The Union proposed that bargaining unit employees temporarily assigned to work in a classification with a higher minimum scale would be paid for the day at the higher scale or at an additional $7 per hour over their regular rate of pay. The Union also proposed that bargaining unit employees temporarily assigned to work outside of the bargaining unit would be paid for the day an additional 20% per hour over their regular rate of pay.<\/p>\n

Article 39 \u2013 Compensation<\/h5>\n

Payscale and Rate Increases<\/strong><\/p>\n

The Union proposed that all pay scales would be raised consistent with inflation or 5%, whichever is higher, for each year of the contract. The Union also proposed that each employee\u2019s rate of pay would be raised consistent with inflation or 5%, whichever is higher, for each year of the contract.<\/p>\n

Automatic Promotion<\/strong><\/p>\n

The Union proposed the employees would be automatically upgraded from Producer 1, Producer 2, Producer 3, Reporter 1, Reporter 2, Announcer 1, or Web Producer 1 to the next classification upon accruing three years of professional journalism experience within each band. The existence of an automatic upgrade would not preclude<\/p>\n

a bargaining unit employee from being upgraded to the next band based on demonstrated experience and<\/p>\n

achievements.<\/p>\n

Article 40 \u2013 Duration<\/h5>\n

The Union proposed that the successor agreement would have a three-year term.<\/p>\n

MOU \u2013 Seattle Locality Premium<\/h5>\n

The Union proposed to extend this MOU for the 2022 \u2013 2025 agreement. The MOU states that if the Employer agrees to accept monies funded by the State or otherwise obtained for represented employees during the term of the agreement, then the bargaining unit would receive the benefit of those amounts.<\/p>\n

Appendix I \u2013 Job Titles and Minimum Salary Thresholds<\/h5>\n

The Union proposed the following minimum salary increases and new classifications:<\/p>\n

\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n\n
Job Title<\/strong><\/td>\nCurrent Minimum Salary<\/strong><\/td>\nProposed Minimum Salary<\/strong><\/td>\n<\/tr>\n
Producer\/Announcer<\/td>\n$58,000<\/td>\n$85,000<\/td>\n<\/tr>\n
Producer 1 – Radioactive<\/td>\n$58,000<\/td>\n$80,000<\/td>\n<\/tr>\n
Producer 2 – News<\/td>\n$61,000<\/td>\n$85,000<\/td>\n<\/tr>\n
Producer 2 – Podcast<\/td>\n$61,000<\/td>\n$85,000<\/td>\n<\/tr>\n
Producer 2 – Radioactive<\/td>\n$61,000<\/td>\n$85,000<\/td>\n<\/tr>\n
Producer 2 – Social Media<\/td>\n$61,000<\/td>\n$85,000<\/td>\n<\/tr>\n
Producer 2 – Talk Show<\/td>\n$61,000<\/td>\n$85,000<\/td>\n<\/tr>\n
Producer 3 – Community Engagement<\/td>\n$66,000<\/td>\n$90,000<\/td>\n<\/tr>\n
NEW <\/strong>\u00a0Producer 3 \u2013 News<\/strong><\/td>\n\u00a0<\/strong><\/td>\n$90,000<\/strong><\/td>\n<\/tr>\n
NEW <\/strong>Producer 3 \u2013 Radioactiv<\/strong><\/td>\n\u00a0<\/strong><\/td>\n$90,000<\/strong><\/td>\n<\/tr>\n
NEW <\/strong>\u00a0Producer 3 \u2013 Social Media<\/strong><\/td>\n\u00a0<\/strong><\/td>\n$90,000<\/strong><\/td>\n<\/tr>\n
Producer 3 – Podcast<\/td>\n$66,000<\/td>\n$90,000<\/td>\n<\/tr>\n
Producer 3 – Talk Show<\/td>\n$66,000<\/td>\n$90,000<\/td>\n<\/tr>\n
Producer 4 – Drivetime<\/td>\n$72,000<\/td>\n$97,000<\/td>\n<\/tr>\n
NEW <\/strong>\u00a0Producer 4 \u2013 Community Engagement<\/strong><\/td>\n <\/td>\n$97,000<\/strong><\/td>\n<\/tr>\n
NEW Producer 4 \u2013 Podcast<\/strong><\/td>\n <\/td>\n$97,000<\/strong><\/td>\n<\/tr>\n
NEW Producer 4 \u2013 Talkshow<\/strong><\/td>\n <\/td>\n$97,000<\/strong><\/td>\n<\/tr>\n
Newscaster\/Reporter<\/td>\n$72,000<\/td>\n$97,000<\/td>\n<\/tr>\n
Reporter 1<\/td>\n$66,000<\/td>\n$90,000<\/td>\n<\/tr>\n
Reporter 2<\/td>\n$72,000<\/td>\n$97,000<\/td>\n<\/tr>\n
NEW Reporter 3<\/strong><\/td>\n\u00a0<\/strong><\/td>\n$103,000<\/strong><\/td>\n<\/tr>\n
Board Operator<\/td>\n$58,000<\/td>\n$80,000<\/td>\n<\/tr>\n
Announcer<\/td>\n$61,000<\/td>\n$85,000<\/td>\n<\/tr>\n
Announcer 2<\/strong><\/td>\n\u00a0<\/strong><\/td>\n$91,000<\/strong><\/td>\n<\/tr>\n
Web Producer<\/td>\n$61,000<\/td>\n$90,000<\/td>\n<\/tr>\n
NEW Web Producer 2<\/strong><\/td>\n\u00a0<\/strong><\/td>\n$97,000<\/strong><\/td>\n<\/tr>\n
Online Editor\/Reporter<\/td>\n$70,000<\/td>\n$95,000<\/td>\n<\/tr>\n
Show Host<\/td>\n$90,000<\/td>\n$116,000<\/td>\n<\/tr>\n
News Host<\/td>\n$90,000<\/td>\n$116,000<\/td>\n<\/tr>\n
Producer\/Host – Community Engagement<\/td>\n$90,000<\/td>\n$116,000<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

UW Initial Proposals<\/h4>\n

Article 4 \u2013 Prayer and Lactation<\/h5>\n

The Employer proposed to include a citation of the Administrative Policy Statement on lactation for employee reference.<\/p>\n

Article 13 \u2013 Definitions of Full-Time and Part-Time Employees<\/h5>\n

The Employer proposed to modify language defining full-time employees, such that they are defined as employees who work 40 hours rather than employees who work up to 40 hours.<\/p>\n

Article 40 \u2013 Duration<\/h5>\n

The Employer proposed that the successor agreement would become effective July 1, 2022, or upon ratification, whichever is later, and would be in effect until June 30, 2025.<\/p>\n

The Employer proposed housekeeping edits only on the following provisions:<\/h5>\n
    \n
  • Mission Statement and Preamble<\/li>\n
  • Article 19 \u2013 Benefits<\/li>\n
  • Article 21 \u2013 Holidays<\/li>\n<\/ul>\n

    Next Steps <\/h4>\n

    The next UW and SAG-AFTRA bargaining session is scheduled for May 5 and will be held virtually.<\/p>\n

     <\/p>\n

     <\/p>\n","protected":false},"excerpt":{"rendered":"

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