{"id":8414,"date":"2024-08-30T11:00:33","date_gmt":"2024-08-30T18:00:33","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=8414"},"modified":"2024-08-30T11:04:02","modified_gmt":"2024-08-30T18:04:02","slug":"wfse-uw-negotiations-recap-for-thursday-august-30-2024","status":"publish","type":"post","link":"https:\/\/hr.uw.edu\/labor\/2024\/08\/30\/wfse-uw-negotiations-recap-for-thursday-august-30-2024","title":{"rendered":"WFSE \u2013 UW Negotiations Recap for Thursday, August 29, 2024"},"content":{"rendered":"

Background<\/strong>
\nThis recap details the eighth virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and WFSE. Recaps are published online on the UW Labor Relations website<\/a>.<\/p>\n

Tentative Agreements<\/strong><\/p>\n

The parties tentatively agreed to the following:<\/p>\n

Article 18 \u2013 Sick Time Off <\/strong>
\nSick Time Off \u2013 Use<\/strong>
\nThe parties agreed to add that when an employee\u2019s 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, state, or federal government agency, then the employee would be able to use sick time off. Additionally, the parties agreed to expand the definition of family member so that family members would include the employee\u2019s child\u2019s spouse and any individual who regularly resides in the employee\u2019s home or where the relationship creates an expectation that the employee cares for this person.
\nUse of Vacation Time Off or Compensatory Time Off for Sick Time Off Purposes<\/strong>
\nThe parties agreed that an employee who had used all accrued sick time off may be allowed to use accrued vacation time off and\/or compensatory time off for sick time off purposes if this use was authorized by the employee\u2019s departmental supervisor. Additionally, the parties agreed that an employee must be granted the use of accrued compensatory time to care for spouse, domestic partner, parent, parent-in-law, grandparent, minor\/dependent child who has a serious health condition; for domestic violence leave; military spouse leave; and when requested as a supplemental benefit (as an example PFML).<\/p>\n

Article 44 \u2013 Classifications and Reclassification<\/strong>
\nThe parties agreed to align advance notification to 30 days in advance of any proposed implementation date. Additionally, the parties agreed that where an employee\u2019s position was reallocated to a class with a lower salary range maximum, this employee would be placed at a step on the new range closest to, but not less than, their current rate of pay. If the current salary was above the maximum step, then the employee\u2019s salary would be y-rated (frozen) until the new range catches up. Finally, the parties agreed to adjust the progression start date language so that it was easier to understand how an employee\u2019s progression start date was identified.<\/p>\n

Article 56 \u2013 Union Membership Dues Deduction and Status Reports<\/strong>
\nThe parties agreed to clean up this article so that 56.7 Listing of Employees would accurately reflect the information provided in pay period registers.<\/p>\n

Appendix I \u2013 Job Classifications<\/strong>
\nThe parties agreed to edits that would align the job profile name description with how they depicted elsewhere.<\/p>\n

MOU \u2013 Trades License Premium<\/strong>
\nThe parties agreed to let this MOU expire while acknowledging that information regarding the Trades License Premium would move to Article 45 \u2013 Compensation, Wages, and Other Pay Provisions.<\/p>\n

New Appendix \u2013 Bargaining Units Represented by WFSE<\/strong>
\nThe parties agreed to add to the agreement a new appendix; this appendix would list the bargaining unit descriptions as described in PERC decisions.<\/p>\n

On the following provisions, the parties agreed to current contract language:<\/p>\n