{"id":8419,"date":"2024-09-06T10:43:08","date_gmt":"2024-09-06T17:43:08","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=8419"},"modified":"2024-09-06T11:25:58","modified_gmt":"2024-09-06T18:25:58","slug":"wfse-uw-negotiations-recap-for-thursday-september-6-2024","status":"publish","type":"post","link":"https:\/\/hr.uw.edu\/labor\/2024\/09\/06\/wfse-uw-negotiations-recap-for-thursday-september-6-2024","title":{"rendered":"WFSE \u2013 UW Negotiations Recap for Thursday, September 5, 2024"},"content":{"rendered":"

Background<\/strong>
\nThis recap details the ninth 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

 <\/p>\n

Tentative Agreements<\/strong>
\nThe parties tentatively agreed to the following:<\/p>\n

Article 28 \u2013 Inclement Weather and Suspended Operations<\/strong>
\nThe parties agreed to expand the types of time off a non-essential employee, who is also ineligible for telework, could use during suspended operations; the time off type that is now included is Sick Time Off. Additionally, if the unpaid time off is used, because the employee had no other paid time available, then the employee would have up to fifteen calendars days after operations resume to make up work time lost.<\/p>\n

Article 61 \u2013 Diversity and Inclusion<\/strong>
\nThe parties agreed to modify language so that it reflects the current practice. Additionally, the parties agreed that the council workgroup would attend at least one all day workshop every twelve months. Additional training opportunities could be added with the mutual agreement of the council workgroup and the approval from the Harborview Medical Center CEO. Finally, the parties agreed to add that participants would be released with pay from their duties to attend this workgroup and would request release time from their manager in advance. Managers are encouraged to support employees participating in this workgroup and grant release unless there are operational needs where release time cannot be approved.<\/p>\n

Side Letter G \u2013 Actual Time Reporting<\/strong>
\nThe parties agreed to include a new side letter in the agreement where if the Employer were to begin migrating to an actual time reporting system, the Employer would provide the Union with at least six months\u2019 notice. Additionally, the parties would meet to bargain the impacts of the change, and the Union could have up to six members serve as representatives, in addition to the two local presidents participating.<\/p>\n

 <\/p>\n

WFSE Counter Proposals<\/strong><\/p>\n

Article 26 \u2013 Civil Duty Time Off and Bereavement Time Off<\/strong>
\nIn response to the Employer\u2019s proposal, the Union countered that the employee could use personal leave as described in the personal leave days in their Article 20 \u2013 Miscellaneous Leave proposal. Additionally, in response to the Employer\u2019s proposal, the Union proposed including a person with whom the employee has a dating relationship in the definition of family member.<\/p>\n

Article 45 \u2013 Compensation, Wages, and Other Pay Provisions
\n<\/strong>In response to the Employer’s proposal, the Union proposed reducing salary range increase year one from 25% to 17% and the year two salary increase from 25% to 15%.
\nArticle 47 \u2013 Contracting<\/strong>
\nIn response to the Employer\u2019s proposal, the Union maintained their reference to Attachment B \u2013 Contracting Out Form within the body of the article and modified their language to be the Employer would send an electronic overtime solicitation notice to all affected trades and shops. If the overtime solicitation notice was provided after noon, the day after notice was provided would be the first day of a four working day notice period for staff to inform management of their interest in the overtime assignment.<\/p>\n

On the following provisions, the Union maintained their previous proposal:<\/p>\n