{"id":5618,"date":"2022-04-26T12:37:47","date_gmt":"2022-04-26T19:37:47","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=5618"},"modified":"2022-04-26T12:37:47","modified_gmt":"2022-04-26T19:37:47","slug":"wfse-pm-uw-negotiations-recap-for-thursday-april-21-2022","status":"publish","type":"post","link":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2022\/04\/26\/wfse-pm-uw-negotiations-recap-for-thursday-april-21-2022","title":{"rendered":"WFSE-PM \u2013 UW Negotiations Recap for Thursday, April 21, 2022"},"content":{"rendered":"<p><strong>Background<\/strong><br \/>\nThis recap details the first virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and WFSE Police Management. Recaps are published online on the <a href=\"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/staff-unions\/wfse-police-management\/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 3 \u2013 Affirmative Action<\/li>\n<li>Article 5 \u2013 Joint Labor Management Committee<\/li>\n<li>Article 7 \u2013 Union Business Representatives<\/li>\n<li>Article 8 \u2013 Union Business Activities Leave<\/li>\n<li>Article 14 \u2013 Health and Safety<\/li>\n<li>Article 15 \u2013 Tuition Exemption<\/li>\n<li>Article 19 \u2013 Contracting<\/li>\n<li>Article 21 \u2013 Discipline and Dismissal<\/li>\n<li>Article 22 \u2013 Grievance Procedure<\/li>\n<li>Article 23 \u2013 Employee Representation<\/li>\n<li>Article 24 \u2013 Performance of Duty<\/li>\n<li>Article 26 \u2013 Severability<\/li>\n<li>Article 27 \u2013 Health Care Benefits<\/li>\n<li>Article 28 \u2013 Mandatory Subjects<\/li>\n<li>Article 29 \u2013 Training and Development<\/li>\n<\/ul>\n<p><strong>WFSE PM Initial Proposals<\/strong><\/p>\n<p><strong>Article 2 \u2013 Non-Discrimination<\/strong><br \/>\nThe Union proposed to strike language that nondiscrimination complaints would not be subject to the grievance procedure of the CBA.<\/p>\n<p><strong>Article 4 \u2013 Management Rights and Responsibilities<\/strong><br \/>\nThe Union proposed that the Employer would provide up to five language translated versions of the CBA as needed.<\/p>\n<p><strong>Article 9 \u2013 Employee Rights<\/strong><br \/>\n<strong>VEBA Medical Reimbursement Plan<\/strong><br \/>\nThe Union proposed to increase University contributions, per bargaining unit member, from 1.2% to 2.5% of regular pay to the VEBA Medical Reimbursement Plan.<br \/>\n<strong>Vacancies<\/strong><br \/>\nThe Union proposed that the Employer would provide information about classified positions within the bargaining unit which may be abolished or held unfilled annually rather than upon request.<\/p>\n<p><strong>Article 11 \u2013 Sick and Bereavement Leave<\/strong><br \/>\n<strong>Accrual<\/strong><br \/>\nThe Union proposed that employees would receive 8 hours of sick leave per month regardless of any unpaid time off taken during that month.<br \/>\n<strong>Sick Leave Cash Out<\/strong><br \/>\nThe Union proposed an increase to the cash out rate for sick time off from 25% to 100%.<\/p>\n<p><strong>Article 12 \u2013 Holidays<\/strong><br \/>\n<strong>Personal Holiday<\/strong><br \/>\nThe Union proposed that eligible employees would increase personal holidays from one per calendar year to two.<\/p>\n<p><strong>Article 13 \u2013 Leaves of Absence<\/strong><br \/>\n<strong>Suspended Operations<\/strong><br \/>\nThe Union proposed to clarify that all employees within this bargaining unit are essential.<\/p>\n<p><strong>Article 16 \u2013 Uniforms and Special Clothing<\/strong><br \/>\n<strong>Personal Items<\/strong><br \/>\nThe Union proposed to increase the reimbursement amount for personal items required on the job that are lost, damaged or destroyed in the line of duty from $100 to $250 per occurrence.<br \/>\n<strong>Cleaning Allowance<\/strong><br \/>\nThe Union proposed that the University would pay for alterations and repair of uniforms in addition to the cleaning that is already provided.<br \/>\n<strong>Plain Clothes Allowance<\/strong><br \/>\nThe Union proposed to increase the allowance for positions designated as \u201cplain clothes\u201d from $500 per year to $2400 per year, paid at the rate of $200 monthly.<\/p>\n<p><strong>Article 18 \u2013 Hours of Work and Overtime<\/strong><br \/>\n<strong>Overtime<\/strong><br \/>\nThe Union proposed that employees would be compensated at straight time for overtime shifts cancelled with less than seventy-two hours\u2019 notice.<br \/>\n<strong>Standby<\/strong><br \/>\nThe Union proposed to increase the rate of standby status from $3.75 per hour to $5 per hour.<br \/>\n<strong>Time Off Between Shifts<\/strong><br \/>\nThe Union proposed to increase the rest period between shifts from 8 hours to 10 unless mutually agreed upon.<\/p>\n<p><strong>Article 20 \u2013 Compensatory Time Off<\/strong><br \/>\n<strong>Accrual\/Accumulation<\/strong><br \/>\nThe Union proposed that overtime generated as a result of football games may be paid as compensatory time, which is not allowed under the current CBA.<\/p>\n<p><strong>Article 25 \u2013 Wages and Other Pay Provisions<\/strong><br \/>\n<strong>Longevity Pay<\/strong><br \/>\nThe Union proposed increases in pay based on years worked so that new amounts would be:<\/p>\n<ul>\n<li>5 years from 2% to 3%<\/li>\n<li>10 years from 3% to 5%<\/li>\n<li>15 years from 5% to 6%<\/li>\n<li>20 years from 6% to 8%<\/li>\n<li>25 years, a new distinction, would be at 10%<\/li>\n<\/ul>\n<p><strong>Instructors<\/strong><br \/>\nThe Union proposed that instructors would no longer require certification and would receive an increase from 7.5% to 10% premium pay for hours spent instructing and proposed removing the requirement of instruction lasting at least 4 hours. Additionally, the Union proposed that armorers would receive an additional 10% while performing maintenance, inventory, or compliance and certified field training officers would receive an additional 10% for managing FTO programs.<br \/>\n<strong>Fitness Incentive<\/strong><br \/>\nThe Union proposed that employees that pass the optional yearly Physical Fitness Agility Test would receive an increase to the one-time lump sum payment from $250 to $500 each year they pass the test.<br \/>\n<strong>Educational Incentive<\/strong><br \/>\nThe Union proposed that employees with a bachelor\u2019s degree would receive a 3% pay increase and advanced degrees would be 5%. This is change from the once annually flat dollar amounts of $500 and $750 respectively.<\/p>\n<p><strong>UW Initial Proposals<\/strong><\/p>\n<p><strong>Article 2 \u2013 Non-Discrimination<\/strong><br \/>\nThe Employer proposed updates to this article so that the language was more up to date, and the list of protected classes aligns with Executive Order 31.<\/p>\n<p><strong>Article 6 \u2013 Union Dues Deductions<\/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 9 \u2013 Employee Rights<\/strong><br \/>\nThe Employer proposed 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. The Employer proposed to include language that clarifies current practice regarding the few circumstances where an employee may exceed the 240 hour cap.<\/p>\n<p><strong>Article 11 \u2013 Sick and Bereavement Time Off<\/strong><br \/>\n<strong>Sick Time Off<\/strong><br \/>\nTo updated with a change in the WAC, the Employer proposed that employees with leave without pay exceeding 80 hours in a month (prorated for part-time) would earn a monthly accrual proportionate to the number of hours in pay status, in the month to that required for full-time employment. Sick leave accruals must not exceed eight hours in a month. The Employer proposed that, in accordance with state law, former eligible employees who are re-employed would be granted all unused sick time off credits if they return to classified employment within five years of termination. Throughout the remainder of the Article, the Employer proposed to update aspects of the provision that were out of date, including the list of reasons sick time off is allowable.<br \/>\n<strong>Bereavement Time Off<\/strong><br \/>\nThe Employer proposed adding language to align with a recent law change, stating that bereavement could be used for the miscarriage or stillbirth of a child.<\/p>\n<p><strong>Article 12 \u2013 Holidays<\/strong><br \/>\nThe Employer proposed to update the CBA with language that aligns with current practice related to personal holiday conditions and holiday credit time off. 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 13 \u2013 Leaves of Absence<\/strong><br \/>\n<strong>Work Related Injury Leave<\/strong><br \/>\nThe Employer proposed to strike the buyback necessity for workers\u2019 compensation time loss benefits. so that employees who suffer work related injury would be able to select time loss compensation or a combination of leave payment and time loss compensation.<br \/>\n<strong>Essential Employees<\/strong><br \/>\nThe Employer proposed to clarify that the Employer may designate employees as \u201cEssential\u201d under APS 40.2 and all employees within this bargaining unit are designated as essential for purposes of suspended operations. The Employer proposed to eliminate essential employee language from the inclement weather section as essential status is irrelevant to the inclement weather policy.<\/p>\n<p><strong>Article 17 \u2013 Seniority and Layoff<\/strong><br \/>\n<strong>Seniority<\/strong><br \/>\nThe Employer proposed that time spent on paid or unpaid leave would not impact layoff seniority.<\/p>\n<p><strong>Article 18 \u2013 Hours of Work and Overtime<\/strong><br \/>\nThe Employer proposed to strike that pay for football games would be compensated at the rate double the base the base rate for working UW football games, proposing to instead pay it at 1.5 times the regular rate of pay, as is the rate for other special events.<\/p>\n<p><strong>Article 20 \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\/Carry Over<\/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 25 \u2013 Wages and Other Pay Provisions<\/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 30 \u2013 Duration<\/strong><br \/>\nThe Employer proposed housekeeping edits for this article, extending to the 2023-2025 biennium.<\/p>\n<p><strong>Appendix I \u2013 Pay Table<\/strong><br \/>\nThe Employer proposed a placeholder to replace the pay table with the Teamsters 117 and WFSE Police Management Sergeants and Lieutenants table effective July 1, 2023.<\/p>\n<p><strong>Appendix III \u2013 Heath Care 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>New MOU \u2013 Salary Overpayment Recovery<\/strong><br \/>\nThe Employer proposed outlining in a MOU current practice with collecting on overpayment and detailing how employees could appeal.<\/p>\n<p><strong>New MOU \u2013 Transportation<\/strong><br \/>\nThe Employer proposed that the University would be able to apply changes in its transportation policy without the obligation to bargain. Additionally, the Employer proposed that the Union would have a standing seat at the University\u2019s committee(s) that work on transportation and parking issues.<\/p>\n<p><strong>Next Steps<\/strong><br \/>\nThe next WFSE-PM and UW bargaining session is scheduled for Tuesday, May 3, 2022 and will be held virtually.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Background This recap details the first virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and WFSE Police Management. Recaps are published online [&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":"","_lmt_disable":"","footnotes":""},"categories":[3],"tags":[],"class_list":["post-5618","post","type-post","status-publish","format-standard","hentry","category-negotiation-update","union-wfse-police-management","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>WFSE-PM \u2013 UW Negotiations Recap for Thursday, April 21, 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\/26\/wfse-pm-uw-negotiations-recap-for-thursday-april-21-2022\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"WFSE-PM \u2013 UW Negotiations Recap for Thursday, April 21, 2022 - Labor Relations\" \/>\n<meta property=\"og:description\" content=\"Background This recap details the first virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and WFSE Police Management. 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