Article name

Our last proposal

Admin’s last proposal

What’s the holdup?

Childcare

2/22/2023

-UW will provide a $150,000/year childcare fund.

-The Union will determine eligibility criteria and be responsible for distribution.

-The Union will share these criteria and names of recipients with UW. 

2/07/2023

UW Admin struck the entirety of this article

UW has not provided a counter proposal since 2/7/23.

Compensation

2/22/2023

-3.25% increase retroactive to Dec 2021

-Year 1, 24% across-the board increase OR new salary floor of $65,478, whichever is higher. 

-Year 2 and on, percent increase equivalent to  percent change of salary threshold for overtime exempt workers in Washington

-7% increase with positive performance review

-14% increase with promotion

-salary floors for each

-Temporary Pay increase of 5-14% if 10 or more days

-RSEs doing field work shall be paid continuous “field pay” from the time they leave to travel to their field work location until they return to their regular work location or home in addition to receiving their regular pay and any earned overtime pay.

-“Field Pay” is 15% of an employee’s regular rate of pay paid for all hours worked in the field.

4/07/2023

-3.25% increase retroactive to Sept 2022, excludes RSEs who received any increase in the last 12 months (previously 2% on 2/7/23)

-Year 1, 3% across-the-board increase (prev 2%)

-Year 2 and on, 2% across-the-board increase each year

-0% increase for positive performance review

-when promoted, increase to or above new classification minimum (current practice)

-Temporary Pay increase of 5% if 10 or more days

-outlines remote and sea pay for overtime exempt researchers

UW has not authorized higher percentages to be paid in this contract as of 4/7/23 

International/Immigrant Scholar Rights and Support

3/22/2023

-UW will offer all eligible visa categories for international RSEs. 

-UW will reimburse visa fees. -RSEs will be eligible to apply for permanent residency sponsored by the employer. 

-UW will provide guidance regarding visa process and process paperwork in a timely manner.

-Outlines a process to follow for international RSEs who are dismissed

-UW will provide paid leave for time away to handle visa proceedings

2/22/2023

UW Admin proposed a side letter stating that the University does not sponsor staff positions for nonimmigrant visas (re-stating current practice)

3/31/23

UW has not provided a meaningful counter proposal on this topic. UW has instead provided a letter in which they describe their current policy, but offer no movement. 

In addition, they have bargained without the necessary people on their bargaining team to develop a counter proposal. UW has also not yet responded to our Requests for Information about current visa sponsorship practices.

Overtime

2/27/2023

-RSEs may work up to 12 hours of OT/per week without pre-approval

3/06/2023

-All overtime hours must be pre-approved by the employer

-(UW outlines sea and remote pay in their compensation article)

3/31/23

Overtime for RSEs is inextricably tied to our Compensation proposal (because we are proposing raising RSE salaries above the OT threshold) and UW has not provided a Compensation counter since 2/7/23.

MOU EPIC Program

3/31/23

• EPIC (Empowering Prevention & Inclusive Communities) is a peer-led sexual harassment prevent training program. Currently available to academic student employees and postdocs, EPIC has higher participation & engagement rates as compared to employer-driven trainings. EPIC has helped identify critical safety issues for ASEs and Postdocs and driven conversations that led to successfully addressing those issues. 
• We are advocating that RSEs should have access to EPIC
• Creation of four 0.2 FTE appointments for RSEs as EPIC trainers

4/07/23

UW Admin struck the entirety of this article. 

4/07/23

We provided our most recent proposal on 3/31; UW Admin has not provided a counter to our proposal since 3/29/23. EPIC is a very successful jointly administered, data driven program that has been in practice in the ASE and PD units since 2018. 

Non-Discrimination and Sexual Harassment

3/31/23

• No RSE shall be subjected to discrimination or harassment.
• In addition to the classes protected by UW Executive Order 31, RSEs may also not be discriminated against or harassed based on ethnic origin, political affiliation, medical condition, or membership of non-membership in a union.
• No RSE reporting discrimination or harassment concerns can be retaliated against.
• No RSE shall be subjected to sexual harassment
• A grievance alleging discrimination or harassment must be filed within 180 days of the alleged occurrence
• RSEs must have a respectful work environment, free from abusive or inappropriate conduct. Examples of inappropriate workplace conduct are developed from current School of Medicine Policy.
• RSEs who are lactating shall be provided with reasonable accommodations
• RSEs must have adequate access to all-gender bathrooms

4/07/23

UW Admin provided a counter with language that references UW policy on Respectful Work Environment section. 

4/07/23

UW Admin received our counter reinstating the Respectful Work Environment section and have not provided a counter. Our proposal contains a list of inappropriate conduct that is important as it provides clarity and validation to individuals that experienced inappropriate workplace behavior. 

Retaining Institutional Knowledge

3/9/23

• To minimize turnover due to gaps in grant funding, UW will allow RSEs to access its Bridge Funding programs (currently only available to faculty)
• To be eligible, an RSE must have been primarily supported by grants on which they are the PI or a co-investigator

4/12/23

UW proposed an MOU that would allow RSEs who are PIs on grants the ability to apply for the existing Bridge Funding Program

Contracting

• no existing policy

• contracting out our unit’s work cannot be done without meeting and bargaining with the Union

Corrective Action and Dismissal

• RSE employment is considered “at will” 

• corrective action and dismissal require just cause
• RSEs have a right to a meeting prior to a dismissal where they may make their case prior to a final decision, and have a right to union representation
• RSEs have a right to a grievance procedure to contest corrective action or dismissal

Classification and Reclassification

• RSEs need pre-approval by supervisor, the department/division head, and the appointing authority (dean or vice president or medical center CEO/COO) to initiate position review (promotion).

• RSEs can request a position review (promotion) without the pre-approval of the supervisor, the department/division head, and the appointing authority (dean or vice president or medical center CEO/COO). The process is now far more transparent with regard to how promotions are determined.

Employee Assistance Program

• access to WA state Employee Assistance Program and UW CareLink Program

• the current Employer supported Employee Assistance Program will be maintained.

Employment

• official hire letter is sent to new employee with no set timeline and minimal info on position

• UW must provide offers of employment 7 days before the start of employment
• offers of employment will include detailed descriptions of the work and benefits, including the expects project(s) the employee will work on

Exit Interviews

• no existing UW-wide policy

• UW will offer exit interviews to all departing employees
• exit interview topics and themes are appropriate material for the Joint Union/Management Committee

Grievance Procedure

• No existing UW policy specific to RSEs. 
• Existing dispute resolution procedures typically terminate with UW admin issuing final decision.

• Establishes a clear procedure with well-defined steps for addressing violations of the CBA.  
• RSEs may be represented at all stages of the grievance procedure by other RSEs who are elected as union representatives.  
• Final step of the grievance procedure includes the right to appeal to neutral third party arbitrator so that the University administration is no longer final decision-maker.

Health and Safety

• UW health and safety policies with nothing specific to RSEs
• no protections against requiring RSEs to work in imminent danger

• UW will provide materials and equipment related to safe work practices and environments
• RSEs shall not be required to work in an environment that poses an imminent danger
• UW covers medical examination costs for conditions related to employment hazards
• RSE position on UW Health and Safety committee
• Access to ergonomic assessments
• UW responsible for related inspection

Health Care Benefits Amounts

• Health care benefits are determined by the Public Employee Benefits Board.

• Health care benefits are determined by the Public Employee Benefits Board and described as follows:
• Employer will cover 85% of health care premiums
• restrictions on shifting costs to out-of-pocket payments
• employer will cover 100% of costs for dental, basic life, and any offered long-term disability insurance

Hiring, Promotions and Transfers

• Hiring, Promotions and Transfers occur through the open recruitment process.
• Employees serve solely at the will of the employing official and positions may be modified or ended for any reason.

• Employer makes determination with regard to filling positions
• Explicitly states that it is UW policy to encourage job advancement and to promote from within
• Defines promotion, transfer, and voluntary demotion and employees with this type of movement will serve a four month trial service period (TSP)
• Employee have the right to revert to former position during the first month of the TSP, and during the remainder of the TSP if the position is vacant 

Holidays

• 11, paid (if on scheduled workday) calendar holiday days
• 1 personal holiday, on request 

• 11 guaranteed, paid (if on scheduled workday) calendar holiday days
• 1 guaranteed personal holiday, on request (these are in addition to other types of time off and leave)

Hours of Work

• Work weeks and overtime policies for non-academic staff are described here.

• Full-time is defined as 40 hours per workweek; part-time is defined as less than 40 hours per workweek, 
• Employer determines employee schedule but employee may request alternate work schedule
• To temporarily increase or decrease employee FTE, the employer must provide a minimum 30 days notice (mutually agreeing upon less is allowable). Temporary FTE change is defined as 3 months or less.

Inclement Weather and Suspended Operations

• Operations continue during inclement weather
• RSEs are responsible for alternate commutes

• Right to telework during inclement weather, when feasible
• only essential employees are required to work during suspended operations
• free parking where available for essential employees during suspended operations

Joint Union Management Committee (JUMC)

• Establishes a committee for communication between the union and the employer 
• 2 meetings per year, by request

Layoff, Rehire, Seniority

• Employer is encouraged to give 30 days notice of layoff (but not enforceable)
• Employees who are laid off do not have the ability to be placed on a rehire list. 

• Employer must give 45 days advance notice of layoff (past practice was 30 days)
• If laid off, RSEs will have the option to be placed on the rehire list where RSEs would have access to new RSE positions at UW
• Employer will make concerted effort to hire from the rehire list 
• If employee’s FTE is involuntary reduced, employer must provide 30 days notice; if employee’s change in FTE is 0.5 or more, they will have the option to be placed on the rehire list
• Combined with other articles (Employment, Performance Evaluation) RSEs now have greater access to information about possible funding lapses to better anticipate problems.

New Employee Orientation

• orientations include Welcome Day

• UW will offer Welcome Day new employee orientations at least once/month
• New RSEs have the right to a union orientation

Performance Evaluations

• no enforced requirements for performance evaluations
• performance evaluation format and content is completely unstandardized, each unit can determine timing and type of performance evaluation
• regularly updating job duties and expectations is not required

• RSEs must receive a Performance Evaluation at least annually
• Job duties and expectations is updated and documented for transparency
• RSEs will get funding source updates that impact their employment status
• Performance evaluations have to comply with minimum standards across the university
• Upon request, an employee shall be provided with training/development recommendations or action plans to assist in their professional development goals

Personnel Files

• only certain Schools/Colleges have policies that allow RSEs to become PIs
• no guarantee that existing approval processes occur in a timely manner

Position Review Appeal Process (MOU) 

• No process for appealing Position Review Decisions

• RSEs now have the right to appeal a position review if there is a disagreement on the evaluation. For the first 12 months of the agreement the appeal shall be made to a Classification Hearing Officer. 

Preamble

• N/A

Principal Investigator (PI) Eligibility

• Each School or College determines policies regarding PI eligibility, including the ability to prevent RSEs from being PIs. 

• Each School or College shall create a written pathway for RSEs to achieve PI status within 9 months of ratification
• requests for PI status will be responded to within 60 days and requests may be expedited if grant deadline is sooner

Probation

• RSEs are employed “at will” so probation period is not needed

Professional Development

• no existing UW-wide policy to financially support RSE professional development
• support for professional development is dependent on supervisors
• access to Professional Leave policy

• Departments/schools are encouraged to set aside professional development funds for RSEs
• all RSEs are notified and have access to available funds
• funds can be used for things like POD courses, workshops, trainings, conferences
• personal time off is not required for supervisor-approved professional development
• maintain current Professional Leave policy 

Privacy

• N/A

• The union will be notified if there is a public records request that pertains to any of the union members. This will allow for 10 business days in which the union may seek a legal remedy.

Reasonable Accommodation of Employees with Disabilities 

• UW will comply with all relevant federal and state laws, regulations, executive orders and the provisions of University of Washington Administrative Policy Statement 46.5 on Reasonable Accommodation of Employees With Disabilities
• disability accommodation requests are submitted to UW Disability Services Office
• if disability leave is required, the employee may use any combination of accrued time off or take unpaid time off but may apply 8 hours of accrued time off to retain benefits for the first 4 months

Recognition of Work

• existing policies include Patent, Invention and Copyright Policy and Scientific and Scholarly Misconduct Policy

Reversion Rights

• RSEs moving from a classified staff position who have reversion rights may exercise them within 30 days of termination of the exempt position

Salary Overpayment Recovery 

• Salary overpayment recovery process established by state law

• The university must provide notice of and justification for an overpayment determination
• Any overpayment dispute may go through the grievance procedure

Status Quo Framework/Guidance

• N/A

Position reviews, in-grade salary adjustments, FTE adjustments, and temporary pay increases may proceed, with notification guarantees for the union.

This agreement will not be included in the final CBA.

Subordination of Agreement and Savings Clause

• N/A

Telework and Work Location

• UW permits telework (either occasional, hybrid or fully remote) at discretion of department as outlined https://hr.uw.edu/hybridwork/managing-the-hybrid-workplace/determining-eligibility-for-hybrid-or-remote-work/

• This article describes when telework is permitted and corresponding approval process
• Establishes a process for RSEs working outside Washington (domestically)
• Telework determinations should also be made in a consistent, fair and transparent way that prioritizes equity and employee engagement
• Options UW will provide for remote RSEs
• employer will provide minimum 30 days notice if work location to change for more than 6 months

Time off and Leave

• Vacation accrual based on years of service
• Sick time accrues at 8 hours / month
• Bereavement leave, PFML, FLMA, Civil / Jury duty, Domestic Violence, Sexual Assault or Stalking leave, Military Leave may be taken according to state and federal law and described in the Professional Staff Program.
• RSEs may use shared leave as established in state law and APS 45.10.

• RSEs with low leave balances are encouraged to work with Leave Specialists to identify available leave options. 
• Expanded definition of family member for purposes of different leave types
• Vacation accrual based on years of service
• Sick time accrues at 8 hours / month
• Paid bereavement leave of 3 days. Bereavement covers death of a family, miscarriage, loss of pregnancy.
• Washington Paid Family and Medical Leave and Federal Family and Medical Leave is available to RSEs.
• RSEs may take up to two unpaid days off for reasons of faith and Conscience.
• RSEs can take Civil / Jury duty time off.
• RSEs may be granted a reasonable leave of absence and/or safety accommodations related to domestic violence, sexual assault or stalking. RSEs may take time off to assist family members facing these situations. 
• RSEs may take military leave according to federal and state law.
• RSEs may take work-related injury leave.
• RSes may take unpaid leaves of absence for a number of reasons including but not limited to Child or elder care emergencies, Governmental service, education.
• RSEs may use shared leave as established in state law and APS 45.10.

Transportation and Commute Reduction

Travel

Tuition Exemption Program

• RSEs may take tuition-exempt courses at the university

• RSEs may take tuition-exempt courses at the university
• Any additional costs of courses required by the employer will be fully covered by the employer.

Union Security

Workspace and Materials

• No campus wide policies about what materials 
•  

• The employer will provide the materials required for work, including adequate workspaces and materials
• RSEs will be reimbursed for materials deemed necessary by a supervisor.
• RSEs may be asked to return employer-owned equipment upon termination, or reimburse the employer the depreciated value of the equipment according to state law.

VCAP