{"id":5649,"date":"2022-05-03T13:17:53","date_gmt":"2022-05-03T20:17:53","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=5649"},"modified":"2022-05-03T13:43:49","modified_gmt":"2022-05-03T20:43:49","slug":"aft-uw-negotiations-recap-for-monday-may-2-2022","status":"publish","type":"post","link":"https:\/\/hr.uw.edu\/labor\/2022\/05\/03\/aft-uw-negotiations-recap-for-monday-may-2-2022","title":{"rendered":"AFT \u2013 UW Negotiations Recap for Monday, May 2, 2022"},"content":{"rendered":"

Background<\/h4>\n

This recap details the third virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the American Federation of Teachers. Recaps are published online on the UW Labor Relations website<\/a>.<\/p>\n

<\/h4>\n

Tentative Agreements<\/h4>\n

The parties tentatively agreed to maintain current contract language on the following provisions:<\/p>\n

    \n
  • Article 1 \u2013 Recognition<\/li>\n<\/ul>\n

    The parties tentatively agreed to housekeeping updates on the following provisions:<\/p>\n

      \n
    • Article 6 \u2013 Probationary Period<\/li>\n
    • Article 7 \u2013 Grievance and Arbitration Procedures<\/li>\n
    • Article 11 \u2013 Reassigned Time, Lead Teacher and Specialist Positions<\/li>\n
    • Article 14 \u2013 Corrective Action\/Formal Discipline<\/li>\n<\/ul>\n

      The parties tentatively agreed to strike the following out-of-date Memoranda of Understanding:<\/p>\n

        \n
      • MOU A \u2013 Wages<\/li>\n
      • MOU B \u2013 Lump Sum Payment<\/li>\n
      • MOU C \u2013 Contract Extension<\/li>\n<\/ul>\n

        <\/h4>\n

        AFT Counter Proposals<\/h4>\n

        Article 13 \u2013 Personnel Files<\/h5>\n

        In response to the Employer\u2019s proposal, the Union proposed to maintain language stating that materials in the Annual File would be returned to the individual after three years. The Union accepted the Employer\u2019s proposal that materials in the Annual File would be dispositioned by the Employer after three years (ie, after the materials are provided to the employee). The Union also accepted the Employer\u2019s language regarding additional materials included in the Head File.<\/p>\n

        <\/h4>\n

        UW Initial Proposals<\/h4>\n

        Article 9 \u2013 Work Assignment Roster<\/h5>\n

        Annual Contracts<\/strong>
        \nThe Employer proposed to add language clarifying that an annual contract is a 100% FTE in the nine-month academic year. Additionally, the contract currently states that annual contracts will be awarded to 75% of the pool of IELP Extension Lecturers; the Employer proposed that those contracts would be awarded when enrollments are sufficient to support annual contracts.<\/p>\n

        Breaks in service<\/strong>
        \nThe Employer proposed that Extension Lecturers in unpaid status for more than two years would be removed from the Work Assignment Roster.<\/p>\n

        Advanced Extension Lecturer Responsibilities<\/strong>
        \nTo the responsibilities of advanced extension lecturers currently listed in the contract, the Employer proposed to add the following responsibilities: review Canvas course pages, and archive\/organize materials in course folders on SharePoint.<\/p>\n

        Article 16 \u2013 Job Descriptions\/Workload<\/h5>\n

        Job responsibilities<\/strong>
        \nTo the responsibilities of Extension Lecturers currently listed in the contract, the Employer proposed to add completion of the Title IX training as another example of training required as part of the core job responsibilities.<\/p>\n

        Calendar <\/strong>
        \nThe Employer proposed that the dates for the Academic English Program would adhere to the academic calendar. The Employer also proposed that the IELP Director or designee would communicate with Union representatives during the time the calendar is being developed to discuss options, rather than meet with Union representatives, as current language states.<\/p>\n

        Voluntary change in workload <\/strong>
        \nThe Employer proposed to clarify that the only Extension Lecturers that need to request pre-approval from the Senior Director to work less than 100% FTE or to work for other UW departments are Extension Lecturers with an annual contract.\u00a0<\/strong><\/p>\n

        Article 18 \u2013 Professional Development<\/h5>\n

        The Employer proposed to strike language stating that the Senior Director needs to obtain budget approval from the Vice Provost of Continuum College for Professional Development requests exceeding $1,000 per fiscal year.<\/p>\n

        <\/h4>\n

        UW Counter Proposals<\/h4>\n

        Article 13 \u2013 Personnel Files<\/h5>\n

        In response to the Union, the Employer proposed that prior to the expiration of the three-year period for retention of materials in the Annual File, a copy of those materials would be provided to the employee upon request. The Employer also proposed to strike language stating that materials removed from a personnel file could be archived outside of the personnel files.<\/p>\n

        Article 19 \u2013 Performance Appraisals<\/h5>\n

        In response to the Union\u2019s proposal the teaching observations would be conducted every five years for Extension Lecturers with more than 12 years of teaching experience in IELP, the Employer proposed that teaching observations would be conducted every four years for Extension Lecturers with more than 10 years of teaching experience in IELP. The Employer also proposed that the Senior Director would contact, rather than meet, the Extension Lecture to acknowledge the submission of the PAS Annual Report.<\/p>\n

        <\/h4>\n

        Next Steps<\/h4>\n

        The next AFT and UW bargaining session is scheduled for Wednesday, May 18, 2022 and will be held virtually. The parties have agreed that all initial proposals will be presented by both parties by the end of this session.<\/p>\n","protected":false},"excerpt":{"rendered":"

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