{"id":6378,"date":"2022-10-26T13:10:16","date_gmt":"2022-10-26T20:10:16","guid":{"rendered":"https:\/\/hr.uw.edu\/labor\/?p=6378"},"modified":"2022-10-26T13:13:17","modified_gmt":"2022-10-26T20:13:17","slug":"uw-sag-aftra-negotiations-recap-10-25-22","status":"publish","type":"post","link":"https:\/\/v1cypwr8vx2.c.updraftclone.com\/labor\/2022\/10\/26\/uw-sag-aftra-negotiations-recap-10-25-22","title":{"rendered":"UW \u2013 SAG-AFTRA Negotiations Recap 10\/25\/22"},"content":{"rendered":"

Background<\/strong><\/p>\n

This recap details the eleventh session for the negotiation of the collective bargaining agreement between the University of Washington (UW) and Screen Actors Guild-American Federation of Television and Radio Artists (SAG-AFTRA) for KUOW. Both parties were joined by Public Employment Relations Commission mediator Karyl Elinski. Recaps are published online on the UW Labor Relations website<\/a>.<\/p>\n

Tentative Agreements<\/strong>\u00a0<\/strong><\/p>\n

The parties verbally tentatively agreed to the following:<\/p>\n

Article 18 \u2013 Safety and Health<\/strong><\/p>\n

Article 18 refers to the parties\u2019 shared commitment to ensuring a healthy work environment. New language was added stating that both parties recognize the trauma that journalists may experience in the course of their work. As such, the Employer is committed to continuing to work with employees to reduce the exposure to and effects of such trauma.\u00a0<\/strong><\/p>\n

Article 20 \u2013 Leaves<\/strong><\/p>\n

Article 20 refers to the policies for leaves and time offs. New language was added to detail various existing conditions for leave and time off types, rather than simply listing them. New language was added stating that if the Employer implements a new category of time off or modifies policy regarding use of an existing type of time off for professional staff at KUOW, that is more generous than the terms within the CBA, the Employer would provide the Union with information regarding the change. The Union could request to meet and discuss said information.\u00a0<\/strong><\/p>\n

Article 38 \u2013 Broadcast Host Premium<\/strong><\/p>\n

New language was added stating that regular, full-time employees temporarily assigned to be broadcast hosts shall receive a premium in the amount of three hundred fifty dollars for every five working days that they are temporarily assigned as a broadcast host in a fiscal year, payable on the first available pay period, as determined by the Employer, following each fifth working day.\u00a0 This is an increase from the current contract\u2019s premium of a one-time payment of five hundred dollars for at least ten days of this work.<\/p>\n

 <\/p>\n

Counter Proposals<\/strong>\u00a0<\/strong><\/p>\n

Article 7 \u2013 <\/strong>Union Security<\/strong><\/p>\n

Employer Proposal:<\/strong> In response to the Union, the Employer maintained its proposal that when the Employer builds the planned new web based electronic reporting system the Union would use it to transmit authorizations for deductions of dues to the Employer. The Employer added language stating \u00a0that the Union may provide input to the design and requirements of the Employer\u2019s web based electronic dues reporting system.\u00a0 Upon request, the Union may take up to three months post go-live of the web based electronic dues reporting system to comply.\u00a0<\/strong><\/p>\n

Union Proposal: <\/strong>The Union reasserted its most recent counter, stating that the Union may provide input to the Employer regarding its development of a web based electronic dues reporting system and upon completion of said system, the parties would meet and confer regarding the Union\u2019s participation in the system.\u00a0<\/strong><\/p>\n

Article 9 \u2013 Overtime<\/strong><\/p>\n

Employer Proposal: <\/strong>In response to the Union, the Employer proposed to add new language stating that an employee should initiate discussions with their supervisor as soon as they anticipate any workload-related issues. Supervisors would work with employees to provide support by assisting in setting priorities and adjusting workload, when possible.\u00a0<\/strong><\/p>\n

Union Proposal: <\/strong>In response to the Employer, the Union proposed that the Employer\u2019s efforts to reduce the need for overtime would include ensuring appropriate back-fill for employee absences, communicated programming expectations, travel flexibility, programming changes, or other such methods. If overtime is necessary, it would be appropriately compensated.\u00a0<\/strong><\/p>\n

Article 39 \u2013 Compensation<\/strong><\/p>\n

Employer Proposal: <\/strong>In response to the Union, the Employer maintained its proposal for a 3% across-the-board increase to all members of the bargaining unit over their current salary on the first available pay period following ratification. The Employer increased its proposal from a 3% to 3.25% across-the-board increase on July 1, 2023 if an agreement is reached before December 31, 2022 and an additional 3% across-the-board increase July 1, 2024. The Employer maintained its proposal for a 9% increase to minimum salaries for all job classes on the first available pay period following ratification, and an increase to the minimums each year that coincides with the dates and amounts of the across-the-board increases.\u00a0<\/strong><\/p>\n

Union Proposal: <\/strong>The Union altered their previous proposal regarding minimum salaries by lowering the proposed minimums by $1500 for jobs they proposed would make more than $75,000 in their previous new minimums proposal. The Union\u2019s new proposal is to increase minimum salaries by a range of 16% to 29%, depending on the position.\u00a0<\/strong><\/p>\n

Article 40- Duration<\/strong><\/p>\n

Employer Proposal: <\/strong>The Employer proposed that the agreement would be effective for 36 months following ratification.\u00a0<\/strong><\/p>\n

Discretionary Time Off (DTO)<\/strong><\/p>\n

Employer Proposal:<\/strong> In response to the Union, the Employer proposed to issue all bargaining unit employees with a one-time award of two DTO days, accompanied with a new DTO policy, as proposed last session and with no changes. The new policy would provide two pathways for DTO awards.\u00a0 First, supervisors would be able to award up to 3 DTO days per person for extraordinary service. Additionally, the Employer could award up to 3 DTO days to recognize noteworthy service on certain committees.\u00a0 Employees would be eligible for both DTO pathways, up to a maximum of six days of discretionary time off per calendar year per employee.\u00a0<\/strong><\/p>\n

Union Proposal:<\/strong> The Union maintained its proposal to issue all bargaining unit employees with a one-time award of three DTO days. In response to the new DTO policy proposed by the Employer, the Union proposed supervisors would be able to award up to 5 DTO days per person for extraordinary service. Additionally, the Employer could award up to 3 DTO days to recognize noteworthy service on certain committees.\u00a0 Employees would be eligible for both DTO pathways, up to a maximum of six days of discretionary time off per calendar year per employee.<\/p>\n

Next Steps\u00a0 <\/strong><\/p>\n

The next UW and SAG-AFTRA bargaining session is scheduled for November 1 and will be held virtually.<\/p>\n","protected":false},"excerpt":{"rendered":"

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