{"id":8183,"date":"2024-07-19T15:50:21","date_gmt":"2024-07-19T22:50:21","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=8183"},"modified":"2024-07-19T16:19:40","modified_gmt":"2024-07-19T23:19:40","slug":"wfse-uw-negotiations-recap-for-wednesday-july-17-and-thursday-july-28-2024","status":"publish","type":"post","link":"https:\/\/hr.uw.edu\/labor\/2024\/07\/19\/wfse-uw-negotiations-recap-for-wednesday-july-17-and-thursday-july-28-2024","title":{"rendered":"WFSE \u2013 UW Negotiations Recap for Wednesday, July 17, and Thursday, July 28, 2024"},"content":{"rendered":"<p><strong>Background<\/strong><br \/>\nThis recap details the first virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Washington Federation State Employees.<\/p>\n<p>Recaps are published online on the <a href=\"https:\/\/hr.uw.edu\/labor\/staff-unions\/wfse-master-contract\/negotiation-updates\">UW Labor Relations website<\/a>.<\/p>\n<p><strong>Tentative Agreements<\/strong><br \/>\nThe parties tentatively agreed to current contract language on the following:<\/p>\n<ul>\n<li>Preamble<\/li>\n<li>Article 1 \u2013 Union Recognition<\/li>\n<li>Article 4 \u2013 Workplace Behavior<\/li>\n<li>Article 5 \u2013 Affirmative Action<\/li>\n<li>Article 8 \u2013 Employee Facilities<\/li>\n<li>Article 13 \u2013 Tuition Exemption Program<\/li>\n<li>Article 19 \u2013 Voluntary Employee Beneficiary Associations<\/li>\n<li>Article 22 \u2013 Child\/Dependent Care<\/li>\n<li>Article 24 \u2013 Unpaid Holidays for a Reason of Faith or Conscience<\/li>\n<li>Article 29 \u2013 Military Leave<\/li>\n<li>Article 31 \u2013 Health and Safety<\/li>\n<li>Article 35 \u2013 Personnel Files<\/li>\n<li>Article 37 \u2013 Employee Assistance Program<\/li>\n<li>Article 41 \u2013 New Employees<\/li>\n<li>Article 48 \u2013 Staffing Concerns<\/li>\n<li>Article 49 \u2013 Privacy<\/li>\n<li>Article 50 \u2013 No Strike\/Lockout<\/li>\n<li>Article 51 \u2013 Board of Regents<\/li>\n<li>Article 52 \u2013 Salary Overpayment Recovery<\/li>\n<li>Article 53 \u2013 Washington Family Medical Leave Program<\/li>\n<li>Article 54 \u2013 Subordination of Agreement and Saving Clause<\/li>\n<li>Article 57 \u2013 Management Rights and Responsibilities<\/li>\n<\/ul>\n<p>The parties tentatively agreed to housekeeping edits only on the following:<\/p>\n<ul>\n<li>Article 21 \u2013 Federal Family Medical Leave Act and Parental Leave<\/li>\n<li>Article 23 \u2013 Shared Leave<\/li>\n<li>Article 27 \u2013 Leave Related to Domestic Violence, Sexual Assault or Stalking<\/li>\n<li>Article 58 \u2013 Term of Agreement<\/li>\n<\/ul>\n<p><strong>Article 25 \u2013 Absence Due to Family Care Emergencies<\/strong><br \/>\nThe parties tentatively agreed that in accordance with RCW 49.46.210, sick time off may be used when an employee\u2019s child\u2019s school or place of care has been closed by order of a public official for any health-related reason or after the declaration of an emergency by a local or state government or agency, or by the federal government.<\/p>\n<p><strong>Article 38 \u2013 Seniority, Layoff, Rehire<\/strong><br \/>\nThe parties tentatively agreed to make clear the expectations and process with regards to removal from the rehire list removed language that was redundant.<\/p>\n<p><strong>Article 62 \u2013 Advance Certification\/Registration Pay<\/strong><br \/>\nThe parties agreed to place a placeholder on this article to allow for the accretion of the biomedical techs and cardiac monitoring technicians to the agreement.<\/p>\n<p><strong>UW Initial Proposals<\/strong><\/p>\n<p><strong>Article 2 \u2013 Non-Discrimination<\/strong><br \/>\nThe Employer proposed reducing the number of days in which a grievance could be filed alleging a violation of this article. This would reduce the number of days from 180 to 90. The Employer also proposed that the grievance form would contain the information required in Article 6.5 of this agreement before scheduling could begin so that the Employer would be able to understand the nature of the alleged violation and the parties involved.<\/p>\n<p><strong>Article 6 \u2013 Grievance Procedure<\/strong><br \/>\n<strong>Contents<\/strong><br \/>\nThe Employer proposed to add that a written grievance would include a complete description of the events that occurred that resulted in the alleged violation. Also, in addition to the grievant\u2019s name, the written grievance would include their position to determine the appropriate individuals involved in the grievance.<br \/>\n<strong>Step Four: Arbitration<\/strong><br \/>\nThe Employer proposed that the Union would contact the Employer to begin the arbitration scheduling process within thirty calendar days of advancing the grievance to arbitration and that the arbitration hearing would be scheduled for a date that is within six months of the date the grievance was advanced to arbitration or the grievance would be considered withdrawn.<br \/>\n<strong>Panel of Arbitrators<\/strong><br \/>\nThe Employer proposed striking language that had already been implemented, specifically, the post agreement scheduling of a meeting to select arbitrators when the process had already been completed by both parties.<\/p>\n<p><strong>Article 15 \u2013 Inter-System Movement and Transfer<\/strong><br \/>\nThe Employer proposed expanding the types of service that would count towards higher vacation accrual rates. In this proposal, non-academic appointments would count towards months of service toward vacation accrual rates as opposed to just previous classified service.<\/p>\n<p><strong>Article 18 \u2013 Sick Time Off<\/strong><br \/>\n<strong>Sick Time Off \u2013 Use<\/strong><br \/>\nIn accordance with the law, the Employer is proposing to add that an employee could use Sick Time Off when their child\u2019s school or place of care had been closed for a health-related reason or after the declaration of an emergency by a local or state government or agency, or by the federal government.<br \/>\nThe Employer also proposed expanding the definition of family member to include state registered domestic partners and the spouse of a child.<br \/>\nThe Employer additionally proposed that family members could include any individual who regularly resides in the employee\u2019s home where the relationship creates an expectation that the employee cares for the person.<\/p>\n<p><strong>Article 39 \u2013 Resignation and Abandonment<\/strong><br \/>\nIn section 39.2, the Employer proposed that in the case of an employee\u2019s failure to appear for work, the Employer would only consider Employee Self-Service telephone and emergency contact numbers. The Employers\u2019 proposal to strike including departmental records is because Employee Self-Service would be more up to date.<\/p>\n<p><strong>Article 56 \u2013 Union Membership Dues Deduction, and Status Reports<\/strong><br \/>\nThe Employer proposed language updates that would clarify the content and types of reports that are currently provided to the union every pay period.<\/p>\n<p>On the following provisions, the Employer proposed to maintain current contract language:<\/p>\n<ul>\n<li>Article 7 \u2013 Employee Rights<\/li>\n<li>Article 12 \u2013 Licensure and Certification<\/li>\n<li>Article 33 \u2013 Transportation and Commute Trip Reduction<\/li>\n<\/ul>\n<p>The Employer proposed to strike the following out-of-date MOUs and Side letter:<\/p>\n<ul>\n<li>MOU \u2013 Critical Recruitment and Retention Wage Increases<\/li>\n<li>MOU \u2013 Dietetic Tech LPN MHS and Ortho Tech R&amp;R<\/li>\n<li>MOU \u2013 Healthcare Pay Tables Consolidation<\/li>\n<li>MOU \u2013 Health Care R&amp;R Wage Increases<\/li>\n<li>MOU \u2013 Hospital Custodian Series<\/li>\n<li>MOU \u2013 Intermittent Nonpermanent and Represented Regular Temporary Employees<\/li>\n<li>MOU \u2013 Lump Sum Payment<\/li>\n<li>MOU \u2013 Market Based Increases<\/li>\n<li>MOU \u2013 Non-Healthcare Across The Board Increases Me Too<\/li>\n<li>MOU \u2013 Skilled Trades R&amp;R Premium<\/li>\n<li>MOU \u2013 Trades License Premium<\/li>\n<li>Side Letter D \u2013 UW Seattle Campus Building Services Alternative Work Schedules<\/li>\n<\/ul>\n<p>The Employer proposed rolling over the following MOUs and Side Letter:<\/p>\n<ul>\n<li>MOU \u2013 Leave of Absence President<\/li>\n<li>MOU \u2013 Multi-Campus Voluntary Standby Pool<\/li>\n<li>MOU \u2013 Public Records Requests and Privacy<\/li>\n<li>MOU \u2013 Scholarship Fund for Medical Center Employees<\/li>\n<li>Side Letter C \u2013 Tracking Discrimination and Bias<\/li>\n<\/ul>\n<p><strong>UW Counter Proposals<\/strong><\/p>\n<p><strong>Article 34 \u2013 Performance Evaluation<\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer reasserted current contract language.<\/p>\n<p><strong>WFSE Counter Proposals<\/strong><\/p>\n<p><strong>Article 2 \u2013 Non-Discrimination<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union counter-proposed to reduce the number of days to 120 instead of 180 in which to file a grievance on this topic. The Union agreed that the grievance must contain the information required by Article 6.5 of this contract before scheduling.<\/p>\n<p><strong>Article 6 \u2013 Grievance Procedure<\/strong><br \/>\nThe Union rejected in its entirety the Employer\u2019s proposal. The Union counter proposed current contract language.<\/p>\n<p><strong>Article 7 \u2013 Employee Rights<\/strong><br \/>\n<strong>7.1<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union counter-proposed to reduce the number of days allowing for a member to find union representation for an investigatory meeting listed in their previous proposal from seven to five business days, while maintaining that the first day would be the day after notice is received.<br \/>\n<strong>7.3<\/strong><br \/>\nPreviously, the Union had proposed striking language that there would be no loss of pay if an employee was subpoenaed to be a witness for the union during arbitration but only during their scheduled work time. In response to the Employer\u2019s proposal, the union removed the strike.<br \/>\n<strong>7.4<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union maintained that in the event the Employer schedules a meeting with an employee, the Employer would provide the employee with a calendar invite and a link for the meeting via their work email address.<\/p>\n<p><strong>Article 12 \u2013 Licensure and Certification<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union removed their proposal that the Employer would pay for the full cost of licenses and revert to only language regarding new licenses. However, the Union maintained that the Employer would reimburse the employee for all required training, education, and fees and the Union proposed that the Employer would reimburse for maintenance and renewal costs including Commercial Driver\u2019s Licenses.<\/p>\n<p><strong>Article 15 \u2013 Inter-System Movement and Transfer<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union counter proposed to include language that would make clear that non-academic appointments would include classified service and pro-staff.<\/p>\n<p><strong>Article 18 \u2013 Sick Time Off<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union adjusted language so that all supervisors of WFSE represented employees would allow employees who have used all accrued sick time off to be able to compensate with compensatory time off.<\/p>\n<p><strong>Article 33 \u2013 Transportation and Commute Reduction<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union maintained their proposal from June 18\u2019s session.<\/p>\n<p><strong>Article 34 \u2013 Performance Evaluation<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union proposed an increase from three to five days to provide a copy of a completed evaluation to an employee. Additionally, this copy would now include any employee rebuttals or comments. The Union maintained that performance evaluations could be grieved up to Step 3 of the Grievance Procedure.<\/p>\n<p><strong>Article 39 \u2013 Resignation and Abandonment<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union proposed adding language that would provide an example of Employee Self-Service.<\/p>\n<p><strong>Next Steps<\/strong><br \/>\nThe next WFSE and UW bargaining session is scheduled for Wednesday, July 31, 2024 and will be held virtually.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Background This recap details the first virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Washington Federation State Employees. Recaps are [&hellip;]<\/p>\n","protected":false},"author":92,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_lmt_disableupdate":"no","_lmt_disable":"","footnotes":""},"categories":[3],"tags":[],"class_list":["post-8183","post","type-post","status-publish","format-standard","hentry","category-negotiation-update","union-wfse","duration-2025-2027"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.2 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>WFSE \u2013 UW Negotiations Recap for Wednesday, July 17, and Thursday, July 28, 2024 - Labor Relations<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/hr.uw.edu\/labor\/2024\/07\/19\/wfse-uw-negotiations-recap-for-wednesday-july-17-and-thursday-july-28-2024\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"WFSE \u2013 UW Negotiations Recap for Wednesday, July 17, and Thursday, July 28, 2024 - Labor Relations\" \/>\n<meta property=\"og:description\" content=\"Background This recap details the first virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and the Washington Federation State Employees. 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