UW Labor Relations website<\/a>.<\/p>\nAFT Counter Proposals<\/h4>\nArticle 4 \u2013 Union Rights<\/h5>\n
The Union rejected the Employer\u2019s proposal to strike language regarding reassignment time, which states that during Summer, Autumn, Winter, and Spring Quarters, one Union representative will receive 33% paid reassigned time.<\/p>\n
Article 15 \u2013 Leaves of Absence<\/h5>\n
In response to the Employer\u2019s proposals, the Union proposed that during approved Paid Family and Medical Leave (PFML) the employee would not be required to use paid leave to receive healthcare benefits. The Union also proposed to add \u201cany urgent parental duty\u201d to the definition of childcare emergency. The Union rejected the Employer\u2019s proposals to cite relevant administrative policy statements and laws.<\/p>\n
Article 18 \u2013 Professional Development<\/h5>\n
The Union proposed that during Autumn and Spring Quarters, one day of classes will be canceled as needed to allow all Extension Lecturers to attend a professional in-service program. The Employer\u2019s last proposal stated that classes may be canceled, rather than \u201cwill be canceled as needed.\u201d<\/p>\n
Article 19 \u2013 Performance<\/h5>\n
In response to the Employer\u2019s proposal, the Union proposed that if changes to the Observation Report Form are necessary, the changes would be agreed to\u2014rather than discussed\u2014in a Labor Management Committee meeting. The Union accepted the Employer\u2019s proposal that the Senior Director would contact the Extension Lecturer to acknowledge submission of their performance appraisal, rather than automatically meet. In exchange, the Union proposed that the contact acknowledging the submission would include an offer of a face-to-face meeting.<\/p>\n
Side Letter \u2013 UPASS<\/h5>\n
The Union accepted the Employer\u2019s proposal to add language stating that employees are responsible for ending payroll deductions for the UPASS and that no refunds for those deductions would be processed. In exchange, the Union proposed that all bargaining unit employees with an active appointment would not be charged a fee for the UPASS, rather than only those with an active appointment of at least 33% FTE.<\/p>\n
UW Counter Proposals<\/h4>\nArticle 5 \u2013 Non-discrimination<\/h5>\n
In response to the Union, the Employer maintained its proposal to clarify that the status listed as protected from discrimination are covered by Executive Order No. 31 (EO No. 31). As a result, while the Employer accepted the Union\u2019s proposal that union status should not be a basis for discrimination or harassment, the Employer proposed to add this language separately from the language describing status protected by EO 31 (as union status is not protected by EO 31). The Employer additionally added languages clarifying that only discrimination complaints for statuses protected by EO 31 could file complaints with the University Complaint Investigation and Resolution Office (UCIRO).<\/p>\n
Article 13 \u2013 Personnel Files<\/h5>\n
The Employer accepted the Union\u2019s proposal that notice of the disposition of personnel files would be sent 30 days prior to their disposition. In response to the Union\u2019s proposal, the Employer proposed that this notice would contain an offer of the option to request a copy of the expiring file by the indicated date.<\/p>\n
Next Steps<\/h4>\n
The next AFT and UW bargaining session is scheduled for Monday, June 6, 2022, and will be held virtually.<\/p>\n","protected":false},"excerpt":{"rendered":"
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