{"id":5657,"date":"2022-05-05T07:42:50","date_gmt":"2022-05-05T14:42:50","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=5657"},"modified":"2022-05-05T07:42:50","modified_gmt":"2022-05-05T14:42:50","slug":"wfse-pm-uw-negotiations-recap-for-tuesday-may-3-2022","status":"publish","type":"post","link":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2022\/05\/05\/wfse-pm-uw-negotiations-recap-for-tuesday-may-3-2022","title":{"rendered":"WFSE-PM \u2013 UW Negotiations Recap for Tuesday, May 3, 2022"},"content":{"rendered":"<p><strong>Background<\/strong><br \/>\nThis recap details the second 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>Article 2 \u2013 Non-Discrimination<\/strong><\/p>\n<ul>\n<li>This article now aligns the list of protected classes with Executive Order 31 details the existing processes for employees who feel they have been the subject of discrimination, harassment, or retaliation, with an emphasis on local resolution when possible. The parties also agree that the grievance process is one avenue for address these complaints, and that if a formal complaint has been filed with UCIRO while also the subject of a grievance then the timelines on said grievance would be suspended until the UCIRO investigation is complete.<\/li>\n<\/ul>\n<p><strong>Article 4 \u2013 Management Rights and Responsibilities<\/strong><\/p>\n<ul>\n<li>The parties agreed to current contract language.<\/li>\n<\/ul>\n<p><strong>Article 6 \u2013 Union Dues Deductions<\/strong><\/p>\n<ul>\n<li>The parties agreed to align dues language with the relevant University Administrative Policy Statement, clarifying language regarding dues deduction process and revocation.<\/li>\n<\/ul>\n<p><strong>Article 10 \u2013 Vacations<\/strong><\/p>\n<ul>\n<li>The parties agreed to new language clarifying the current state that vacation time off does not accrue when unpaid time off exceeds eighty (80) hours in a calendar month, prorated for part time, and including language that clarifies current practice regarding the few circumstances where an employee may exceed the two hundred forty (240) hour cap.<\/li>\n<\/ul>\n<p><strong>Article 13 \u2013 Leaves of Absence<\/strong><\/p>\n<ul>\n<li>The parties agreed to housekeeping edits and agreed to strike the buyback necessity for workers\u2019 compensation time loss benefits. The parties agreed to language clarifying that all employees within this bargaining unit are designated as essential for purposes of suspended operations.<\/li>\n<\/ul>\n<p><strong>Article 16 \u2013 Uniforms and Special Clothing<\/strong><\/p>\n<ul>\n<li>The parties agreed to new language stating that the Employer agrees to repair or replace Department issued uniforms and equipment when they become damaged or worn, in accordance with Department policy. Also, the parties agreed to new language that states personal items required on the job that are lost, damaged, or destroyed in the line of duty will be reimbursed based on estimated current value of the damaged article up to a maximum of $200, excluding prescription eyewear, an increase up from $100.<\/li>\n<\/ul>\n<p><strong>Article 17 \u2013 Seniority and Layoff<\/strong><\/p>\n<ul>\n<li>The parties agreed to new language stating that time spent on paid or unpaid leave will not impact layoff seniority.<\/li>\n<\/ul>\n<p><strong>Article 30 \u2013 Duration<\/strong><\/p>\n<ul>\n<li>The parties agreed to a new contract term from July 1, 2023 to June 30, 2025.<\/li>\n<\/ul>\n<p><strong>MOU \u2013 Body Worn Cameras<\/strong><\/p>\n<ul>\n<li>The parties agreed to current contract language.<\/li>\n<\/ul>\n<p><strong>New MOU \u2013 Salary Overpayment Recovery<\/strong><\/p>\n<ul>\n<li>The parties agreed to a new MOU outlining current practice with collecting on overpayment and detailing how employees could appeal.<\/li>\n<\/ul>\n<p><strong>WFSE PM Counter Proposals<\/strong><\/p>\n<p><strong>Article 9 \u2013 Employee Rights<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union rejected the Employer\u2019s proposal to strike that documents could be removed from personnel files, and maintained their proposed increase from 1.2% to 2.5% contribution of regular pay to the VEBA Medical Reimbursement Plan.<\/p>\n<p><strong>Article 11 \u2013 Sick and Bereavement Leave<\/strong><br \/>\nIn response to the Employer\u2019s proposal, the Union proposed to accepted the Employer\u2019s proposed edits and maintained their initial proposal to increase the cash out value of Sick Time Off to 100% instead of the current value of 25%.<\/p>\n<p><strong>Article 12 \u2013 Holidays<\/strong><br \/>\nThe Union accepted the Employer\u2019s proposed edits and maintained their initial proposal that bargaining unit members would receive two personal holidays instead of one.<\/p>\n<p><strong>Article 18 \u2013 Hours of Work and Overtime<\/strong><br \/>\nThe Union rejected the Employer\u2019s proposal regarding proposed changes to the definition of overtime and a decrease in pay for football games from double time to 1.5 times the regular rate of pay. The Union reasserted their initial proposal regarding an increase in standby pay, increased rest between shifts, and to be paid straight time for overtime shifts cancelled with less than seventy two hours\u2019 notice.<\/p>\n<p><strong>Article 20 \u2013 Compensatory Time Off<\/strong><br \/>\nIn response to the Employer\u2019s proposal from earlier in this session, the Union rejected the Employer\u2019s proposal to cap compensatory time accrual at100 hours instead of 200 as is in the current contract. The Union maintained their initial proposal to maintain the exiting cap, and allow for employees to be granted compensatory time for football.<\/p>\n<p><strong>MOU \u2013 Transportation<\/strong><br \/>\nThe Union rejected the Employer\u2019s proposal that would allow the University to apply changes in its transportation policy without the obligation to bargain, and provide the Union with 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 Wednesday, June 1, 2022 and will be held virtually.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Background This recap details the second 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-5657","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 Tuesday, May 3, 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\/05\/wfse-pm-uw-negotiations-recap-for-tuesday-may-3-2022\" \/>\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 Tuesday, May 3, 2022 - Labor Relations\" \/>\n<meta property=\"og:description\" content=\"Background This recap details the second virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and WFSE Police Management. 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