{"id":2591,"date":"2018-07-30T17:23:49","date_gmt":"2018-07-31T00:23:49","guid":{"rendered":"http:\/\/hr.uw.edu\/labor\/?p=2591"},"modified":"2018-07-30T17:23:49","modified_gmt":"2018-07-31T00:23:49","slug":"uw-wfse-negotiations-recap-july-26-july-27-2018","status":"publish","type":"post","link":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2018\/07\/30\/uw-wfse-negotiations-recap-july-26-july-27-2018","title":{"rendered":"UW \u2013 WFSE Negotiations Recap July 26 & July 27, 2018"},"content":{"rendered":"

Background<\/strong><\/p>\n

This recap details portions of the fifth and sixth sessions for the renewal of the collective bargaining agreement between the UW and WFSE, set to expire on June 30, 2019. Recaps are published online on the UW Labor Relations website<\/a>.<\/p>\n

UW Proposals<\/strong><\/p>\n

Tuition Exemption Program <\/strong>\u2013 UW proposed to retain current contract language regarding tuition exemption, and not expand the program as proposed by the Union.<\/p>\n

Vacation <\/strong>\u2013 UW maintained its proposal on new language clarifying rules around vacation leave maximums.\u00a0 The Employer proposed new language stating that either party could suggest new departmental procedures or changes to the existing vacation request process, and that would be an appropriate JLM agenda item.<\/p>\n

In response to the Union\u2019s proposal, UW proposed language stating that upon request, the Employer would provide a reason in writing for any vacation denial.<\/p>\n

Work Related Injury Leave <\/strong>\u2013 In response to the Union\u2019s proposal, UW proposed to add language stating that the Employer would follow the applicable laws and University policies related to worker\u2019s compensation and the return-to-work program.<\/p>\n

Joint Union\/Management Committees <\/strong>\u2013 UW integrated WFSE\u2019s proposal to hold departmental JLMs at least twice annually in Facilities Services, Housing and Food Services, UWMC, and Harborview Medical Center.\u00a0 Committee meetings for the Bothell and Tacoma campuses would be scheduled as needed, upon mutual agreement.\u00a0 The new language would allow for ad hoc committee meetings upon mutual agreement, to address specific workplace issues.<\/p>\n

Grievance Procedure <\/strong>\u2013 UW maintained its proposal that would allow the Union forty-five days to file a contracting out grievance and would increase the amount of time Labor Relations has to respond to a step two from 15 to thirty days.\u00a0 In response to the Union\u2019s proposal, the Employer proposed that either party may elect to skip step one if a group grievance (with five or more grievants) is filed.<\/p>\n

Union Proposals<\/strong><\/p>\n

Civil\/Jury Duty Leave <\/strong>\u2013 WFSE maintained its proposal that employees would not be expected to work the night shift before or after they are to report jury duty.\u00a0 The Union clarified that their proposal was for leave with pay for both shifts.<\/p>\n

Bereavement Leave <\/strong>\u2013 WFSE maintained its proposal to increase the amount of bereavement leave granted for each death of a family member from three to five days.\u00a0 WFSE incorporated the Employer\u2019s proposal to add holiday credit and personal holiday as leave types that may be used beyond initial bereavement leave.<\/p>\n

Suspended Operations<\/strong> \u2013 The Union rejected the Employer\u2019s initial proposal to eliminate the option of makeup time to account for hours not worked during suspended operations.<\/p>\n

Performance Evaluations<\/strong> \u2013 In response to the Employer\u2019s proposal, the Union proposed language that would ensure performance evaluations were not performed more frequently than once per year.\u00a0 WFSE proposed new language that would introduce a 360-degree feedback method for evaluations that would capture the feedback of a manger or supervisor\u2019s subordinates.\u00a0 Any feedback captured would be provided to the manager\u2019s supervising authority.\u00a0 WFSE proposed to integrate UW\u2019s proposed language to memorialize the process for UWMC employees doing their evaluations in Workday.<\/p>\n

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

On July 9 (in between the June 28 and July 26 bargaining sessions), the parties signed tentative agreements to close the following provisions and retain current contract language:<\/p>\n