{"id":5603,"date":"2022-04-18T09:10:19","date_gmt":"2022-04-18T16:10:19","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=5603"},"modified":"2022-05-02T16:37:37","modified_gmt":"2022-05-02T23:37:37","slug":"teamsters-117-uw-negotiations-recap-for-wednesday-april-13-2022","status":"publish","type":"post","link":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2022\/04\/18\/teamsters-117-uw-negotiations-recap-for-wednesday-april-13-2022","title":{"rendered":"Teamsters 117 \u2013 UW Negotiations Recap for Wednesday, April 13, 2022"},"content":{"rendered":"<p><strong>Background<\/strong><br \/>\nThis recap details the third virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and Teamsters 117. Recaps are published online on the <a href=\"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/staff-unions\/teamsters-117\/teamsters-117-negotiation-updates\">UW Labor Relations website<\/a>.<\/p>\n<p><strong>Tentative Agreements<\/strong><br \/>\nThe parties tentatively agreed to the following:<\/p>\n<p><strong>Current Contract Language<\/strong><\/p>\n<ul>\n<li>Article 1 \u2013 Preamble<\/li>\n<li>Article 4 \u2013 Joint Labor Management Committee<\/li>\n<li>Article 7 \u2013 Union Business Activities Absences<\/li>\n<li>Article 14 \u2013 Seniority and Layoff<\/li>\n<li>Article 18 \u2013 Grievance Procedure<\/li>\n<li>Article 22 \u2013 Performance of Duty\/Strike\/Lockout<\/li>\n<li>Article 23 \u2013 Tuition Exemption<\/li>\n<li>Article 24 \u2013 Severability<\/li>\n<li>Article 26 \u2013 Resignation and Abandonment<\/li>\n<li>Article 28 \u2013 DRIVE<\/li>\n<\/ul>\n<p><strong>Other TAs<\/strong><\/p>\n<ul>\n<li>Article 14 \u2013 Seniority and Layoff<br \/>\nThe parties agreed to language that would include time spent on leave in computing seniority.<\/li>\n<li>Article 27 \u2013 Duration<br \/>\nThis article now includes new dates for successor agreement.<\/li>\n<li>Side Letter A \u2013 Oversight Committee<br \/>\nThe Employer and the Union have agreed to strike this side letter in its entirety.<\/li>\n<\/ul>\n<p><strong>UW Initial Proposals<\/strong><br \/>\nOn the following provisions, the Employer proposed to maintain current contract language:<\/p>\n<ul>\n<li>Article 3 \u2013 Management Rights and Responsibilities<\/li>\n<li>Article 6 \u2013 Union Business Representatives<\/li>\n<li>Article 13 \u2013 Uniforms, Personal Items<\/li>\n<li>Article 29 \u2013 Training<\/li>\n<\/ul>\n<p>The Employer proposed to strike the following out-of-date MOU:<\/p>\n<ul>\n<li>Side Letter B \u2013 Teamsters Retirees Healthcare Trust<\/li>\n<\/ul>\n<p><strong>Article 5 \u2013 Union Recognition, Union Security, and Dues Deduction<\/strong><br \/>\nThe Employer proposed to align dues language with the relevant University Administrative Policy Statement, clarifying language regarding dues deduction process and revocation.<\/p>\n<p><strong>Article 8 \u2013 Employee Files<\/strong><br \/>\nThe Employer proposed language that would add clarity to where department files and official personnel files live as well as striking language that would allow documents within personnel files to be removed.<\/p>\n<p><strong>Article 10 \u2013 Vacations<\/strong><br \/>\nThe Employer proposed updating language to align with an upcoming change to the applicable Washington Administrative Code stating that an employee would not accrue vacation time off during a leave of absence when unpaid time off exceeds eighty hours in a calendar month, prorated for part time.<\/p>\n<p><strong>Article 11 \u2013 Holidays<\/strong><br \/>\nThe Employer proposed to update the CBA with language that aligns with current practice related to personal holiday conditions, holiday credit time off, and to clarify that a day of holiday credit is equivalent to eight hours. The Employer proposed to introduce a June 30 annual holiday credit cash out, and language that would indicate holiday credit must be used before vacation time off, except in limited circumstances. The Employer proposed to change compensation for holiday time worked by paying an employee eight hours of holiday credit plus paid holiday premium pay for hours work, rather than current practice of paying eight hours of straight time plus holiday premium pay, but no holiday credit.<\/p>\n<p><strong>Article 15 \u2013 Hours of Work and Overtime<\/strong><br \/>\n<strong>Standard Workday\/Regular Work Schedule<\/strong><br \/>\nThe Employer has proposed striking a premium of 1.5 times regular rate of pay for employees whose hours deviate from the regular work schedule with less than seven days\u2019 notice.<br \/>\n<strong>Overtime<\/strong><br \/>\nThe Employer proposed that sick time off, vacation time off, and compensatory time would not be considered time worked for the calculating of overtime. Additionally, the Employer proposed that pre-scheduled overtime would not be eligible to be paid as compensatory time. Lastly, the Employer proposed that employees who take unpaid time off for any time in the workweek prior to the pre-scheduled overtime assignment may no longer be eligible for the overtime assignment, as determined by the Employer.<br \/>\n<strong>Football Events<\/strong><br \/>\nThe Employer proposed that only employees assigned to the football event would be eligible for the football assignment premium. The Employer proposed to reduce the premium to 1.5 times the regular rate of pay instead of the current double time rate.<\/p>\n<p><strong>Article 16 \u2013 Compensatory Time Off<\/strong><br \/>\n<strong>Accrual\/Accumulation<\/strong><br \/>\nThe Employer proposed that overtime hours would be compensated on a salary payment basis unless the employee requests and is granted compensatory time off.<br \/>\n<strong>Use\/Cashout<\/strong><br \/>\nThe Employer also proposed that compensatory time off may be scheduled by the Employer during the final sixty days of the fiscal year, and must be used or cased out every June 30.<\/p>\n<p><strong>Article 17 \u2013 Discipline and Dismissal<\/strong><br \/>\nThe Employer proposed to strike language stating that in certain circumstances and upon request, internal investigation and supporting documents could be removed from an employee\u2019s official and department personnel files after three years.<\/p>\n<p><strong>Article 20 \u2013 Longevity and Premiums<\/strong><br \/>\nThe Employer proposed two new premiums: detective assignment and bike officer patrol. Officers assigned as a detective would receive a four percent premium for all hours worked on assignment and officers trained as bicycle officers and assigned would receive a three percent premium for all hours worked on assignment.<\/p>\n<p><strong>Article 21 \u2013 Contracting Out<\/strong><br \/>\nThe Employer proposed that it would not contract out work which results in the layoff of bargaining unit employees without following the relevant state law.<\/p>\n<p><strong>Article 25 \u2013 Wages<\/strong><br \/>\n<strong>Base Wage Rate Adjustment<\/strong><br \/>\nThe Employer proposed that on July 1, 2023, employees would receive a 3% across-the-board pay increase. On July 1, 2024, employees would receive a 2% across-the-board pay increase.<br \/>\n<strong>Pay Table BP<\/strong><br \/>\nThe Employer proposed adding an additional top step and renaming the steps of this table to better align with Workday system requirements. This new step would be $7,801 a month prior to any base wage increases, a 2.5% pay increase. Employees who have been on the current top step for at least twelve months would advance to the new top step on their next progression start date.<\/p>\n<p><strong>Appendix A \u2013 Healthcare Benefits<\/strong><br \/>\nThe Employer proposed to replace this appendix with the agreement, once reached, at the Washington State Healthcare Authority table.<\/p>\n<p><strong>Teamsters Initial Proposals<\/strong><br \/>\n<strong>NEW MOU \u2013 Retention Incentive Program<\/strong><br \/>\nThe Union proposed that effective January 1, 2022 the Employer would offer all regular Campus Police Officers a retention incentive equal to 15% of their annual salary.<\/p>\n<p><strong>Teamsters Counter Proposals<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the union proposed to maintain their initial proposals in the following provisions:<\/p>\n<ul>\n<li>Article 3 \u2013 Management Rights and Responsibilities<\/li>\n<li>Article 15 \u2013 Hours of Work and Overtime<\/li>\n<li>Article 16 \u2013 Compensatory Time Off<\/li>\n<li>Article 20 \u2013 Longevity and Premiums<\/li>\n<li>Side Letter B \u2013 Teamsters Retirees Healthcare Trust Plan<\/li>\n<li>NEW Side Letter C \u2013 Staff Shortage Premium<\/li>\n<\/ul>\n<p><strong>Article 2 \u2013 Non-Discrimination<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union accepted the Employer\u2019s language to align the list of protected classes with Executive Order 31. The Union maintained the rest of its initial proposal, including language regarding making sure employees are aware of complaint mechanisms, and clarifying that the term employee throughout the CBA is intended to be gender neutral and inclusive language.<\/p>\n<p><strong>Article 8 \u2013 Employee Files<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union counter-proposed to maintain current contract language.<\/p>\n<p><strong>Article 10 \u2013 Vacations<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union proposed to retain current contract language stating that vacation time off credits shall not accrue when unpaid time off exceeds ten working days in a month. The Union maintained its proposal to increase the vacation accrual rate for employees in their first and second years of employment.<\/p>\n<p><strong>Article 19 \u2013 Employee Rights<\/strong><br \/>\nThe Union proposed that a copy of the original complaint would be provided to the employee and Union a minimum of forty-eight hours prior to an investigatory meeting. Additionally, the Union proposed that all interviews would be limited in scope to activities directly related to the complaint.<\/p>\n<p><strong>Next Steps<\/strong><br \/>\nThe next Teamsters and UW bargaining session is scheduled for Thursday, April 28, 2022 and will be held virtually.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Background This recap details the third virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and Teamsters 117. Recaps are published online on [&hellip;]<\/p>\n","protected":false},"author":92,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_lmt_disableupdate":"no","_lmt_disable":"","footnotes":""},"categories":[3],"tags":[],"class_list":["post-5603","post","type-post","status-publish","format-standard","hentry","category-negotiation-update","union-teamsters-117","duration-2023-2025"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.2 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Teamsters 117 \u2013 UW Negotiations Recap for Wednesday, April 13, 2022 - Labor Relations<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2022\/04\/18\/teamsters-117-uw-negotiations-recap-for-wednesday-april-13-2022\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Teamsters 117 \u2013 UW Negotiations Recap for Wednesday, April 13, 2022 - Labor Relations\" \/>\n<meta property=\"og:description\" content=\"Background This recap details the third virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and Teamsters 117. 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