{"id":4775,"date":"2021-05-07T15:01:27","date_gmt":"2021-05-07T22:01:27","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=4775"},"modified":"2021-05-07T15:01:58","modified_gmt":"2021-05-07T22:01:58","slug":"uw-uaw-negotiations-recap-for-april-30-2021","status":"publish","type":"post","link":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2021\/05\/07\/uw-uaw-negotiations-recap-for-april-30-2021","title":{"rendered":"UW \u2013 UAW Negotiations Recap for April 30, 2021"},"content":{"rendered":"

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

This recap details the twelfth session for the renewal of the collective bargaining agreement between the UW and UAW, which expired on April 30, 2021. Recaps are published online on the UW Labor Relations website<\/a>.<\/p>\n

Employer\u2019s Last, Best and Final Proposal<\/strong><\/p>\n

The Employer presented a Last, Best and Final Package Proposal in which all provisions would need to be accepted in their entirety. Package highlights are outlined below.<\/p>\n

Wages \u2013 <\/strong>The Employer proposed that the ASE base rate would receive a market adjustment increase of 2% effective July 1, 2021 and 3% effective July 1, 2022 and 3% effective July 1, 2023. The Employer also proposed the minimum hourly ASE rate receive a market adjustment of 2% effective July 1, 2021 and 3% effective July 1, 2022 and 3% effective July 1, 2023.<\/p>\n

Childcare \u2013 <\/strong>The Employer proposed eligible ASEs would receive $1,350 per quarter for childcare expenses with a cap of $70,200 per year for 2021, 2022 and 2023.<\/p>\n

Vacation \u2013 <\/strong>The Employer proposed that ASEs with an FTE of 50% or greater and an appointment for twelve months, would receive a minimum of 20 hours per quarter of paid vacation time off; vacation time off prorated for appointments less than or greater than 50% FTE. \u00a0Effective September 16, 2022, vacation time off will be requested, tracked and recorded in Workday.<\/p>\n

GAIP \u2013 <\/strong>In addition to the previously tentatively agreed upon improvements including out-of-network (claims paid based upon allowed charges) for gender affirming medical services to match the in-network amount of 90%, the Employer proposed to increase outpatient out-of-network mental health coverage from 60% to 80%.<\/p>\n

Fee & Tuition Waivers \u2013 <\/strong>The Employer proposed current contract language.<\/p>\n

Grievance Procedure \u2013 <\/strong>The Employer proposed to withdraw its proposal and revert to current contract language.<\/p>\n

Holidays \u2013 <\/strong>The Employer proposed that personal holidays would be requested per departmental policy and that holidays would be recorded and tracked in Workday effective September 16, 2022.<\/p>\n

Leaves of Absence \u2013 <\/strong>The Employer proposed that salaried ASEs with an appointment of 50% FTE for the academic year or longer would receive 28 hours of paid sick time off per year and that ASEs with greater than or less than 50% FTE for the academic year or longer would receive a prorated award based on that FTE. \u00a0Sick time off will be requested, tracked and recorded in Workday effective September 16, 2022.<\/p>\n

Duration \u2013 <\/strong>The Employer proposed a three-year contract, expiring April 30, 2024.<\/p>\n

U-PASS \u2013 <\/strong>The Employer proposed that bargaining unit employees would receive a fully subsidized U-PASS through Spring Quarter of 2024.<\/p>\n

EPIC \u2013 <\/strong>As proposed on April 1, the Employer proposed to provide Summer quarter funding for the existing two 50% ASEs. The Employer also updated language regarding the delivery of the training. \u00a0The University also proposed to strongly encourage all incoming ASEs to attend EPIC training.<\/p>\n

Time Off Tracking in Workday MOU – <\/strong>The Employer proposed that tracking of time off in Workday would be effective September 16, 2022 and that either party would be able to initiate discussions regarding the process of implementation. The MOU also included that the parties would agree upon the language the University uses to communicate and would make a good faith effort to produce the language and communications prior to Fall Quarter 2022.<\/p>\n

The Employer proposed tentative agreements on the following articles in their last, best and final package proposal:<\/p>\n

Article 13 \u2013 Insurance Programs<\/strong>
\nArticle 20 \u2013 Non-Discrimination and Harassment<\/strong>
\nArticle 29 \u2013 Union Rights<\/strong>
\nArticle 35 \u2013 Workload<\/strong>
\nAppendix II \u2013 PBFs at IHME<\/strong>
\nLOU A \u2013 Workers Compensation<\/strong><\/p>\n

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

The parties reached a tentative agreement for the following articles:<\/p>\n

Preamble<\/strong>
\nArticle 1 \u2013 Purpose and Intent<\/strong>
\nArticle 2 \u2013 Recognition<\/strong>
\nArticle 3 \u2013 Definitions<\/strong>
\nArticle 4 \u2013 Appointments and Reappointment Notification and Job Description<\/strong>
\nArticle 6 \u2013 Discipline or Dismissal<\/strong>
\nArticle 9 \u2013 Health and Safety<\/strong>
\nArticle 11 \u2013 Hourly Pay Scale and Transparency<\/strong>
\nArticle 12 \u2013 Intellectual Property and Scholarly Misconduct<\/strong>
\nArticle 14 \u2013 Job Posting<\/strong>
\nArticle 15 \u2013 Job Titles and Classifications<\/strong>
\nArticle 16 \u2013 Layoff<\/strong>
\nArticle 18 \u2013 Management Rights<\/strong>
\nArticle 19 \u2013 No Strikes, No Lockouts<\/strong>
\nArticle 21 \u2013 Parking and Transit<\/strong>
\nArticle 22 \u2013 Personnel Files<\/strong>
\nArticle 23 \u2013 Severability<\/strong>
\nArticle 24 \u2013 Subcontracting<\/strong>
\nArticle 25 \u2013 Summer Non-registered Graduate Research Student Assistants<\/strong>
\nArticle 26 \u2013 Training<\/strong>
\nArticle 27 \u2013 Travel<\/strong>
\nArticle 28 \u2013 Union-Management Committee<\/strong>
\nArticle 29 \u2013 Union Rights<\/strong>
\nArticle 30 \u2013 Union Security<\/strong>
\nArticle 31 \u2013 Voluntary Community Action Program (VCAP)<\/strong>
\nArticle 36 \u2013 Workspace and Materials<\/strong>
\nLOU A \u2013 Workers Compensation<\/strong>
\nLOU B \u2013 U-PASS Coalition Bargaining<\/strong>
\nMOU \u2013 Immigration Status and Work Authorization<\/strong>
\nMOU \u2013 Lump Sum Payment<\/strong>
\n\u00a0<\/strong>
\nNext Steps <\/strong><\/p>\n

The Union has not indicated whether it would be voting on the Employer\u2019s proposal. The Employer has offered the Union a new bargaining session date.<\/p>\n

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

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