{"id":6063,"date":"2022-08-17T12:11:38","date_gmt":"2022-08-17T19:11:38","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=6063"},"modified":"2022-08-17T12:11:38","modified_gmt":"2022-08-17T19:11:38","slug":"wfse-uw-negotiations-recap-for-tuesday-august-16-2022","status":"publish","type":"post","link":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2022\/08\/17\/wfse-uw-negotiations-recap-for-tuesday-august-16-2022","title":{"rendered":"WFSE \u2013 UW Negotiations Recap for Tuesday, August 16, 2022"},"content":{"rendered":"

Background<\/strong>
\nThis recap details the fourth virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and WFSE. Recaps are published online on the UW Labor Relations website<\/a>. During this session, Milliman, a third-party consulting firm, presented the 2022 Classified Staff Salary Study.<\/p>\n

Milliman Classified Staff Salary Study<\/strong> \u2013 Milliman, a third-party Consulting firm, presented an analysis of how the compensation for both healthcare and non-healthcare classified benchmark jobs compares to market. The analysis is based on salary data (actual data) from published Milliman surveys as well as a Higher Education Custom survey that Milliman conducted on behalf of the UW. A copy of the Classified Staff Salary Study can be found here<\/a>.<\/p>\n

UW Initial Proposals<\/strong><\/p>\n

Article 2 \u2013 Non-Discrimination<\/strong>
\nThe Employer proposed to consolidate section two into section one without changing the intent or language stated in this provision.<\/p>\n

Article 3 \u2013 Reasonable Accommodation of Employees with Disabilities<\/strong>
\nThe Employer proposed housekeeping edits and adding in the specific titles of referenced University of Washington Administrative Policy Statements; proposed edits are cleanup without changes to rights or access.<\/p>\n

Article 7 \u2013 Employee Rights<\/strong>
\nOff Duty Employment<\/strong>
\nThe Employer proposed adding in the specific title of the referenced University of Washington Administrative Policy Statement.<\/p>\n

Article 9 \u2013 Hours of Work and Work Schedules<\/strong>
\nThe Employer proposed specifying that this article applies to regular employees in multiple sections of this provision.
\nWork Schedules \u2013 Nonscheduled Work Period<\/strong>
\nThe Employer proposed additional detail regarding positions for which the hours cannot be regularly scheduled. In this proposal, the Employer proposed defining that this provision applied to positions which are assigned an FTE, work forty-hour weeks and do not meet any of the other work period designations.
\nShift\/Schedule Assignment Notification<\/strong>
\nThe Employer proposed that the definition of a temporarily changed schedule would be defined as no longer than 90 days.<\/p>\n

Article 14 \u2013 Hiring, Appointments, Promotions, and Transfers<\/strong>
\nMovement between positions within the University<\/strong>
\nThe Employer proposed that the employee would have the option to revert to their former position if it is still vacant, be considered for reassignment in the same classification in the same department as their former position or be placed on the rehire list.
\nPromotion or Lateral Movement<\/strong>
\nThe Employer proposed that employees who are not staying in a position after the first two months of the trial service period are over may be considered for reassignment in the same class as their former class in the same department as their former position or be placed on the rehire list.
\nVoluntary Demotion<\/strong>
\nThe Employer proposed that an employee would have preemptive rights to their former position if the position is vacant and that they could be considered for reassignment in the same classification in the same department as their former position, or be placed on the rehire list.<\/p>\n

Article 15 \u2013 Inter-System Movement and Transfer<\/strong>
\nThe Employer proposed edits that would clean up the details when permanent state employees move from other state agencies to UW without a break in service, including making it clear that employees in this situation do not have to have a probationary period.<\/p>\n

Article 18 \u2013 Sick Time Off<\/strong>
\nThe Employer proposed many housekeeping edits throughout this article.
\nAccrual<\/strong>
\nThe Employer proposed edits that would better describe current practice.
\nSick Time Off Use<\/strong>
\nThe Employer proposed adding language that would further describe circumstances in which sick time off could be used.<\/p>\n

Article 21 \u2013 Federal Family Medical Leave Act and Parental Leave<\/strong>
\nParental Leave<\/strong>
\nThe Employer proposed to increase parental leave benefits from 4 months to 6 months. Also that for birth parents, temporary disability leave for pregnancy is in addition to parental leave.<\/p>\n

Article 52 \u2013 Trades Apprenticeship Program<\/strong>
\nThe Employer proposed striking this article to be replaced by a new MOU \u2013 Trades Apprenticeship Program. The intention of this MOU is set into motion a plan to implement a Campus Trades Apprenticeship Program by June 30, 2024. The proposed MOU details the creation of a committee formed of six Employer representatives and six Union representatives, would start meeting in August 2023, and would expire upon implementation of the Campus Trades Apprenticeship program.<\/p>\n

MOU \u2013 Critical Recruitment and Retention Wage Increases<\/strong>
\nPrior to this session, the Employer had proposed via email to increase the pay of the following job classifications, found here<\/a>.<\/p>\n

New MOU \u2013 Hospital Custodian Series<\/strong>
\nThe Employer proposed to create a new series involving custodians at UW hospitals. In this proposal, hospital custodians would move to a new classification that differentiates the work this position performs. The Employer proposed to compensate the new Hospital Custodian Series shown here<\/a>.<\/p>\n

This table would replace the $1 per hour Infection Control premium that currently exists for custodians working for Environmental Services at UW Medical Center and Harborview.<\/p>\n

The Employer proposed housekeeping edits only on the following provisions:<\/strong><\/p>\n