{"id":2300,"date":"2018-04-16T11:21:23","date_gmt":"2018-04-16T18:21:23","guid":{"rendered":"http:\/\/hr.uw.edu\/labor\/?p=2300"},"modified":"2018-12-20T15:43:10","modified_gmt":"2018-12-20T23:43:10","slug":"uw-uaw-negotiations-recap-for-april-11-april-12-2018","status":"publish","type":"post","link":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2018\/04\/16\/uw-uaw-negotiations-recap-for-april-11-april-12-2018","title":{"rendered":"UW \u2013 UAW Negotiations Recap for April 11 &amp; April 12, 2018"},"content":{"rendered":"<p><strong>Background<\/strong><\/p>\n<p>This recap details the eighth and ninth sessions for the renewal of the collective bargaining agreement between the UW and UAW, set to expire on April 30, 2018. Recaps are published online on the <a href=\"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/unions\/uaw\/negotiation-updates\">UW Labor Relations website<\/a>.<\/p>\n<p><strong>Tentative Agreements<\/strong><\/p>\n<p>The parties signed tentative agreements to close the following provisions:<\/p>\n<ul>\n<li>Article 10: Holidays (maintain current contract language)<\/li>\n<li>Article 14: Job Titles and Classifications (at UW\u2019s April 4 proposal)<\/li>\n<li>Article 31: Vacation (maintain current contract language)<\/li>\n<li>LOU A: Wages (eliminate MOU)<\/li>\n<li>LOU B: Union Rights (eliminate MOU)<\/li>\n<li>LOU C: Workers Compensation (maintain current contract language)<\/li>\n<li>LOU F: Overpayment of Health Insurance Premium (eliminate MOU)<\/li>\n<li>MOU: Advisory Committee to the Provost Regarding Student Employee Hourly Wage (eliminate MOU)<\/li>\n<li>MOU: HR\/P Transition and Impacts (eliminate MOU)<\/li>\n<li>MOU: Lump Sum Payment (eliminate MOU)<\/li>\n<\/ul>\n<p><strong>Non-Discrimination and Harassment <\/strong><\/p>\n<p><strong>UW Proposal<\/strong> \u2013 In response to UAW\u2019s proposal, UW proposed language stating that when a grievance or complaint is filed, the University would implement interim measures as appropriate.\u00a0 Such measures would be designed to allow the ASE to learn and work in an environment free from discrimination.\u00a0 The Employer also proposed language extending the amount of time an ASE has to file an alleged violation of this article to be within four months of an alleged occurrence.<\/p>\n<p><strong>UAW Response<\/strong> \u2013 In response to UW\u2019s proposal, UAW tentatively accepted the UW\u2019s language on interim measures, and proposed language that would allow an ASE 243 calendar days to file a grievance alleging a violation of this article.\u00a0 The Union maintained its proposals on remedies and representation within the complaint process, and maintained language proposing that UCIRO and the Union would notify ASEs alleging discrimination of their rights under University Policy and the collective bargaining agreement, and provide Union contract information.<\/p>\n<p>UAW maintained its interest in joint appointments to campus wide diversity or equity councils, and to establishing and collaborating with departmental equity committees, beginning with ten departments or hiring units in academic year 2018-19.<\/p>\n<p><strong>Sexual Harassment and Prevention Training<\/strong><\/p>\n<p>The parties maintained aspects of their individual proposals but moved toward agreement on the following training components:<\/p>\n<ul>\n<li>Hours to attend the trainings would be included in the 220 hour requirement for salaried ASEs or paid at an hourly rate for hourly ASEs<\/li>\n<li>An open hire process would be used to hire the ASEs, with preference given to candidates who could commit at least one year<\/li>\n<li>The hiring committee would be comprised of two union members, one academic department representative, and one SafeCampus representative<\/li>\n<li>Sessions would be held with 25-50 ASEs<\/li>\n<\/ul>\n<p>Outstanding issues include training duration, timeineline of hiring, allocation of ASE for the work, format of the training provision (MOU or inline article) etc.<\/p>\n<p>Note that the Union\u2019s proposal on non-discrimination and harassment, including sexual harassment training, remains part of a package with their most recent proposals on union rights and the grievance procedure, in which all provisions would need to be accepted in their entirety.<\/p>\n<p><strong>UAW Proposals<\/strong><\/p>\n<p><strong>Childcare<\/strong> \u2013 UAW maintained its initial proposal with one exception.\u00a0 The proposed increases to quarterly amounts of childcare assistance were previously proposed as per child, per quarter.\u00a0 The Union modified their proposal to no longer be per child, meaning each ASE would be eligible for one amount per quarter regardless of the number of children.<\/p>\n<p><strong>UW Proposals<\/strong><\/p>\n<p><strong>Wages<\/strong> \u2013 The Employer proposed to eliminate language that would tie ASE compensation at UW to the Global Challenge States (GCS), citing that the University is currently paying at the median of the GCS and is in favor of moving toward more predictable salary increases that departments can budget for.\u00a0 UW proposed a 0% pay increase on July 1, 2018, a 1% pay increase on July 1, 2019, and a 1% increase on July 1, 2020.<\/p>\n<p><strong>GAIP<\/strong> \u2013 UW proposed to retain the benefit coverage as is, and implement a cost sharing of the premiums.\u00a0 The proposal was that the Employer would pay 85% and ASEs would pay 15% of the premiums for all covered members.\u00a0 Currently, ASEs pay nothing toward the GAIP premiums, with a cost share of 65\/35 for dependents (Employer pays 65%, and ASE pays 35%). This proposal was introduced as the cost of the GAIP plan continues to rise, and to achieve equity as all other UW employees have a cost share for insurance premiums.<\/p>\n<p><strong>Paid Family &amp; Medical Leave Premiums<\/strong> \u2013 In response to the passing of Substitute Senate Bill 5975 on paid family and medical leave, UW proposed an MOU that would apply the same provisions to UAW as agreed upon after bargaining with WFSE and SEIU 925 this summer.\u00a0 The agreement would extend to any provisions, including premiums, eligibility, policies, etc.<\/p>\n<p><strong>Next Steps <\/strong><\/p>\n<p>The next UW-UAW bargaining sessions are scheduled for April 16 and April 17.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Background This recap details the eighth and ninth sessions for the renewal of the collective bargaining agreement between the UW and UAW, set to expire on April 30, 2018. Recaps [&hellip;]<\/p>\n","protected":false},"author":44,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_lmt_disableupdate":"","_lmt_disable":"","footnotes":""},"categories":[3],"tags":[],"class_list":["post-2300","post","type-post","status-publish","format-standard","hentry","category-negotiation-update","union-uaw-ase","duration-2018-2021","search_bucket-news"],"acf":[],"modified_by":"George Thomas, Jr.","_links":{"self":[{"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/posts\/2300","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/users\/44"}],"replies":[{"embeddable":true,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/comments?post=2300"}],"version-history":[{"count":3,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/posts\/2300\/revisions"}],"predecessor-version":[{"id":2843,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/posts\/2300\/revisions\/2843"}],"wp:attachment":[{"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/media?parent=2300"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/categories?post=2300"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/wp-json\/wp\/v2\/tags?post=2300"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}