This recap details the ninth session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and UAW Research.<\/p>\n
The Union proposed new language around compliance with laws and safety standards, stating that the University and its departments would be responsible for ensuring all workplaces, policies, practices, and procedures comply with all applicable federal, state, and local health safety laws. The Union also proposed new language that would require the University to include information regarding the nature of workplace hazards, expected duration, and recommended protective measures in response to the hazard in the notice it provides to the Union.<\/p>\n
The Union proposed to create a new section in this Article around public health emergencies and pandemic response with language that would require the University to take measures to protect employees consistent with guidance from public health authorities, such as implementing infection-mitigation strategies and testing, as well as temporary modifications to work practices and schedules where feasible. This proposal would require each department to develop a policy that outlines what on-site work is essential and determine essential personnel who will perform the work. The Union proposed requiring on-site essential work be compensated at a rate of one and a half times (1.5x) an employee\u2019s regular rate.<\/p>\n
The Union proposed to create a new section in this Article around employee stress and psychological health with language that would require the University to assess situations and provide employees with appropriate relief when employees raise concerns about work-related stressors they believe may negatively impact their health and safety with their supervisor, HR, or through other established processes. Additionally, the Union proposed new language stating that employees would not be subjected to verbal abuse, threatening behavior, intimidation, humiliation, or conduct that a reasonable person would find hostile or degrading.<\/p>\n
The Union proposed to create a new section in this Article around anti-retaliation training with language that would require the University to develop a training program for addressing retaliation. The training would be required for bargaining unit employees and their supervisors, principal investigators, managers, and others with supervisory authority over bargaining unit employees. The proposal would require the training include at minimum, an explanation of what constitutes retaliation and interference, examples of how retaliation may occur, why retaliation undermines workplace safety culture and hazard reporting, and the importance of ensuring employees feel empowered to report health and safety risks without fear of consequences. Under this proposal, the Union would have the opportunity to review and provide input on training content.<\/p>\n
The Union proposed to create a new section in this Article around environmental conditions and air quality with language that would require the University to ensure workspaces are maintained with adequate ventilation, temperature control, air quality, etc. This new section also included language regarding access to safe drinking water and that the University monitor and maintain systems to prevent conditions that pose health risks. Additionally, the Union proposed new language that would require the University to make reasonable efforts to reduce exposure to air pollutants generated by building energy systems and that the University make efforts to improve campus air quality by advancing its decarbonization plans and commitments. The Union also proposed that they have a position on each Organization Health and Safety Committee (OHSC) in addition to the University-wide health and safety committee. With respect to chemical waste, the Union proposed new language that would require EH&S to collect properly prepared chemical waste within fourteen (14) days of a collection request and if EH&S cannot meet the timeline, they would be required to provide regular updates to the requesting unit on the status of the request. In cases where chemical waste accumulation exceeds routine storage capacity or presents a safety concern, this would require the University to implement reasonable interim measures such as temporary storage practices or prioritization of collection.<\/p>\n
Finally, the Union proposed to create a new section in this Article around field work health and safety with language that would require the University to develop a health and safety plan appropriate for the nature of field work including identifying anticipated hazards, emergency procedures, access to care, and roles for oversight. In the event of a health concern arising during field work, this proposal would require the University to provide necessary support, such as transportation, temporary accommodations, and medical treatments or medications and that any costs incurred by employees would be reimbursed.<\/p>\n