{"id":5645,"date":"2022-05-03T08:32:12","date_gmt":"2022-05-03T15:32:12","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=5645"},"modified":"2022-05-03T08:33:01","modified_gmt":"2022-05-03T15:33:01","slug":"teamsters-117-uw-negotiations-recap-for-thursday-april-28-2022","status":"publish","type":"post","link":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2022\/05\/03\/teamsters-117-uw-negotiations-recap-for-thursday-april-28-2022","title":{"rendered":"Teamsters 117 \u2013 UW Negotiations Recap for Thursday, April 28, 2022"},"content":{"rendered":"<p><strong>Background<\/strong><br \/>\nThis recap details the fourth 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<ul>\n<li><strong>Article 2 \u2013 Non-Discrimination<\/strong>\n<ul>\n<li>New language aligns the list of protected classes with Executive Order 31 and clarifies that the term \u201cemployee\u201d throughout the CBA is intended to be gender neutral and inclusive language.<\/li>\n<\/ul>\n<\/li>\n<li><strong>Article 9 \u2013 Sick Time Off<\/strong>\n<ul>\n<li>The parties agreed to update aspects of the provision to align with current policy and relevant statutes, including those related to sick time off accrual, use, and reinstatement of credits following reinstatement of employment.<\/li>\n<\/ul>\n<\/li>\n<li><strong>Article 19 \u2013 Employee Rights<\/strong>\n<ul>\n<li>Current contract language<\/li>\n<\/ul>\n<\/li>\n<li><strong>New Article \u2013 Work Related Injury Leave<\/strong>\n<ul>\n<li>This new article captures information regarding work related injury leave that was previously located in multiple parts of this agreement.<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n<p><strong>Teamsters What If Counter Proposals<\/strong><br \/>\nOn the following provisions, the Union reasserted its initial proposal:<\/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 21 \u2013 Contracting Out<\/li>\n<li>Article 25 \u2013 Wages<\/li>\n<\/ul>\n<p><strong>Article 8 \u2013 Employee Files<\/strong><br \/>\nBoth parties had initial proposals in this article and the Union proposed to revert to current contract language.<\/p>\n<p><strong>Article 11 \u2013 Holidays<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the incorporated much of the Employer\u2019s proposal but rejected the proposed annual June 30 holiday credit cash out.<\/p>\n<p><strong>Article 12 \u2013 Leaves General<\/strong><br \/>\n<strong>Parental Leave<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union maintained its proposal that FMLA could be a combination of vacation time off, personal holiday, compensatory time, sick time off, holiday credit, and unpaid time off. Also, the Union rejected the Employer\u2019s proposal to have the full employee share of the premium deducted from their wages.<br \/>\n<strong>Bereavement Time Off<\/strong><br \/>\nThe Union maintained its proposed increase from three to four days of bereavement time off.<br \/>\n<strong>Suspended Operations<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union proposed to maintain its proposed Public Health Emergency Leave (PHEL) of 80 hours to use for quarantine and\/or suspended operations. Also that all hours worked by employees would be compensated at 2 times the hourly rate if department at UW operations are suspended.<\/p>\n<p><strong>Article 16 \u2013 Compensatory Time Off<\/strong><br \/>\nBoth parties had initial proposals in this article and the Union proposed to revert to current contract language.<\/p>\n<p><strong>Article 17 \u2013 Discipline and Dismissal<\/strong><br \/>\nThe Union rejected the Employer\u2019s proposal to strike that documents could be removed, upon request, from employee files after three years had passed without similar incidents.<\/p>\n<p><strong>Article 20 \u2013 Longevity and Premiums<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union maintained its previous proposal regarding longevity increases as well as its proposal that the Employer would provide parking for all employees, pay rate for work outside of an employee\u2019s classification, and the educational incentive percentage increase in pay.<br \/>\n<strong>Detective Assignment<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union counter proposed that officers assigned as a detective would receive 5% premium rather than 4%, and rejected the Employer\u2019s proposal that detectives receiving the premium would also be subject to callout when needed<br \/>\n<strong>Bike Officer Patrol<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union rejected the idea of a proposal specific to bike officers, and instead maintained its proposal that officers on any kind of patrol would receive a 3% premium for all hours worked (they had originally proposed 5%).<\/p>\n<p><strong>Article 29 \u2013 Training<\/strong><br \/>\nThe Union proposed that employees would receive a five-hour block of time every six months for policy\/training review. The time will be uninterrupted at the station, with no radio responsibilities and non-uniform if preferred.<\/p>\n<p><strong>UW Counter Proposals<\/strong><\/p>\n<p><strong>Article 10 \u2013 Vacations<\/strong><br \/>\nThe Employer reasserted its initial proposal.<\/p>\n<p><strong>Article 13 \u2013 Uniforms, Personal Items<\/strong><br \/>\n<strong>Uniforms\/Equipment<\/strong><br \/>\nThe Employer proposed adding additional items to the list of provided equipment to reflect current practice.<br \/>\n<strong>Health and Safety<\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer counter-proposed that the health and safety of this bargaining unit\u2019s workplace would be a partnership between Union and Employer. The Employer also proposed that, if appropriate, either party could request a joint Union\/Management committee be convened with Environmental Health and Safety to discuss any concerns as well as stating that employees could report safety concerns up the chain of command without fear of retaliation or discipline.<\/p>\n<p><strong>New MOU \u2013 Salary Overpayment Recovery<\/strong><br \/>\n<strong>Payroll Errors \u2013 Underpayment<\/strong><br \/>\nIn response to the Union\u2019s counter from earlier in the session to include language on underpayment, the Employer proposed that once an instance of underpayment is identified and confirmed, the Employer would correct any errors on the employee\u2019s subsequent available pay period.<\/p>\n<p><strong>What If Proposal<\/strong><br \/>\n<strong>Article 15 \u2013 Hours of Work and Overtime<\/strong><br \/>\n<strong>Standard Workday\/Regular Work Schedule<\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer proposed to keep unexpected absences as a case that would allow temporary deviations from regular work schedule in addition to emergencies.<br \/>\n<strong>Overtime<\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer proposed that Sick Time Off would not count towards time worked for the purposes of calculating overtime whereas other types, like vacation time off or compensatory time, would still count.<br \/>\n<strong>Football<\/strong><br \/>\nIn response to the Union\u2019s proposal, the Employer proposed reverting to current contract language for football events.<\/p>\n<p><strong>Next Steps<\/strong><br \/>\nThe next Teamsters and UW bargaining session is scheduled for Thursday, May 19, 2022 and will be held virtually.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Background This recap details the fourth 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-5645","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 Thursday, April 28, 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\/05\/03\/teamsters-117-uw-negotiations-recap-for-thursday-april-28-2022\" \/>\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 Thursday, April 28, 2022 - Labor Relations\" \/>\n<meta property=\"og:description\" content=\"Background This recap details the fourth virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and Teamsters 117. 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