{"id":8571,"date":"2024-12-04T10:38:58","date_gmt":"2024-12-04T18:38:58","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=8571"},"modified":"2024-12-04T10:38:58","modified_gmt":"2024-12-04T18:38:58","slug":"uw-uaw-postdocs-negotiations-recap-for-december-3-2024","status":"publish","type":"post","link":"https:\/\/hr.uw.edu\/labor\/2024\/12\/04\/uw-uaw-postdocs-negotiations-recap-for-december-3-2024","title":{"rendered":"UW & UAW Postdocs Negotiations Recap for December 3, 2024"},"content":{"rendered":"

Background<\/strong><\/h4>\n

This recap details the fifth session of the negotiation for the collective bargaining agreement between the UW and UAW Postdocs. Recaps are published online on the UW Labor Relations website.<\/a><\/p>\n

 <\/p>\n

UW Initial Proposals<\/strong><\/h4>\n

Article 16 \u2013 Non-discrimination and Harassment<\/strong><\/p>\n

The Employer proposed that the Equity Survey that UAW and the University jointly administer, which focuses on Postdoc-specific concerns, would be subject to the University\u2019s Policy on the Appropriate Collection and Use of Demographic Data for Job Applicants and University Personnel.<\/p>\n

Article 24 \u2013 Time Off and Leave<\/strong><\/p>\n

The Employer proposed to add language that the time off service date is set as the first day of the Postdoctoral Scholars appointment. The Employer proposed to update the definition of and use cases of sick time off in accordance with the new SB 5793. The Employer proposed to add a new section regarding Unpaid Parental Leave.<\/p>\n

 <\/p>\n

UW Counter Proposals<\/strong><\/h4>\n

Article 4 \u2013 Appointments and Reappointments<\/strong><\/p>\n

In response to the Union, the Employer proposed to add language that a Postdoctoral Scholar may request a meeting with their department and\/or information regarding changes in their employment status, compensation, and benefits eligibility before applying for extramural funding or at any other time. The Employer proposed that the pay type (salary\/stipend) and salary\/stipend amount be listed on the appointment\/reappointment notice.<\/p>\n

Article 8 \u2013 Health and Safety<\/strong><\/p>\n

In response to the Union, the Employer proposed new language to align with the RSE and ASE contract as well as current practice with EH&S. In response to the Union, the Employer agreed to add a new section regarding medical tests, health examinations and surveillance\/monitoring as may be required as a condition of employment and\/or as a result of regulated hazards encountered after employment. The Employer proposed a new section regarding ergonomic evaluations.<\/p>\n

MOU \u2013 Immigration Status and Visas<\/strong><\/p>\n

In response to the Union, the Employer proposed a new section about Immigration-Related Time off that states the University would not unreasonably deny requests for vacation time off for the purpose of attending appointments, hearings, and\/or proceedings related to immigration or citizenship status. The Employer proposed a new section about work authorization that states If the University is not able to continue to lawfully employ a Postdoctoral Scholar as a result of the Postdoctoral Scholar\u2019s immigration status, upon request, the University would agree to meet with the Postdoctoral Scholar and the Union to discuss possible re-employment scenarios.<\/p>\n

\u00a0<\/strong><\/p>\n

UAW Postdocs Initial Proposals<\/strong><\/h4>\n

Article 19 \u2013 Professional Development and Career Counseling<\/strong><\/p>\n

The Union proposed new programs for Postdocs that should include:<\/p>\n

    \n
  1. Maintaining a centralized, comprehensive, and up-to-date website of professional development resources and services available.<\/li>\n
  2. A monthly newsletter with current and upcoming professional development opportunities for postdocs.<\/li>\n
  3. Provide an annual comprehensive program for the professional development of Postdoctoral Scholars, including but not limited to, career development programs and workshops, coaching by trained professionals, networking opportunities, and tools and resources.<\/li>\n
  4. Providing one-on-one professional development support for Postdoctoral Scholars, including support for identifying career options, developing and improving professional skills\/materials, and identifying secondary mentors.<\/li>\n<\/ol>\n

    The Union proposed that the University would cover allowable and approved expenses through the UW Postdoc Travel Awards Program for up to $500 per year for subsidized travel and registration for conferences, workshops, training or other relevant professional development opportunities. The Union proposed that Postdoctoral Scholars would not be excluded from serving as the official instructor of record and receiving compensation for performing teaching of for-credit classes at the University on the basis of their funding source.<\/p>\n

    \u00a0<\/strong><\/p>\n

    UAW Postdocs Counter Proposals<\/strong><\/h4>\n

    Article 4 \u2013 Appointments and Reappointments<\/strong><\/p>\n

    In response to the Employer, the Union proposed to lower their proposal for the initial appointment duration for Postdoctoral Scholars from a proposal of three years minimum to a proposal of two years minimum. The Union proposed to maintain much of their previously proposed language.<\/p>\n

    Article 16 \u2013 Non-discrimination and Harassment<\/strong><\/p>\n

    The Union agreed to much of the University\u2019s language but kept the proposed section regarding remedies if a complaint and\/or grievance is sustained.<\/p>\n

    MOU \u2013 Immigration Status and Visas<\/strong><\/p>\n

    The Union agreed to much of the University\u2019s language but kept their proposal that the Employer would reimburse any costs related to visa processing including administrative fees, insurance expenses to maintain visa status, and travel expenses to attend visa and immigration proceedings, for themselves or their spouse or children up to $2,000 per request. The Union proposed that If the Employer is not able to lawfully continue to employ a Postdoctoral Scholar as a result of the Postdoctoral Scholar\u2019s immigration status, the Employer shall hold the position open for 60 days, which is down from 90 days in their previous proposal, in order for the employee to obtain work authorization or immigration status that permits them to work. The Union proposed that upon their request both parties would meet to discuss including but not limited to repeal of DACA, rescinding of TPS, travel bans, or any other change in immigration law or regulations.<\/p>\n

     <\/p>\n

    Tentative Agreements<\/strong><\/h4>\n

    Article 7 \u2013 Grievance Procedure<\/strong><\/p>\n

    This article details the grievance procedure. New contract language was added to memorialize that the Labor Relations Office should be included on grievance filings. Grievance timelines were adjusted so now a grievance must be filed within 30 calendar days, the date of the meeting will be mutually agreed upon within 14 calendar days, and Labor Relations (or designee) will have 14 calendar days to issue a written response to the grievance. New language was added related to a new Step Three \u2013 Mediation.<\/p>\n

    UAW and UW agreed to maintain current contract language on the following articles:<\/strong><\/p>\n

    Article 17 – New Employee Orientation<\/p>\n

    Side Letter A- Workday Rosters\/Reports<\/p>\n

     <\/p>\n

    Next Steps <\/strong><\/h4>\n

    The next UW & UAW Postdocs bargaining session is scheduled for December 9, 2024 and will be held virtually.<\/p>\n

     <\/p>\n

     <\/p>\n","protected":false},"excerpt":{"rendered":"

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