Contracting

• no existing policy

• The University shall, upon request, meet and bargain with the Union over the effects of 6 contracting on the bargaining unit.

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.

Compensation

• (for increases to the salary minimums, see “Salary Range Minimums MOU”)
• (for salary adjustment (the 3.25%), see “Salary Adjustment MOU”

• Across the board increases for all Research Scientist / Engineers, effective on the following dates:
  • October 1 2023: 4%
  • November 1 2024:  3.5%
  • November 1 2025:  3.5%
  • April 1 2026: 1%  
• When the across the board increase coincides with a promotion, reclassification, or market adjustment, the across the board increase is applied first. 
• When an RSE moves to a Job Class with a higher salary minimum or the same salary minimum, the new salary will be at least the minimum of the new Job Class.
• When an RSE moves to a Job Class with a lower salary range, the new salary will be at least the minimum of the new Job Class. The employer will consider equity and years of service in determining salary.
• RSEs may receive in-grade salary adjustments at any time 
• UW may increase the salary range of RSE job classes that are experiencing recruitment/retention problems.
• UW may provide compensation above the salary maximums upon request by unit HR and approval by UW Compensation Office.
• UW may approve pay for teaching a for-credit course. RSE are required to have a faculty appointment to do this, and must obtain approval from Academic HR in advance. 
• Overtime Exempt RSEs may receive excess compensation for exceptional circumstances. Excess compensation may not exceed 25% the RSE’s regular salary.
• RSEs taking on additional duties for 10 days or more are eligible for a Temporary Pay Increase (TPI) of at least 5% over their current salary retroactive to the first day of taking on additional duties.
• Overtime Exempt RSEs may receive an Administrative Supplement which is a lump sum added monthly to an employee’s gross pay to recognize the assumption of higher-level administrative duties. 
• In recognition of hardships imposed during the performance of duty in remote field locations, UW may provide Sea and Remonte Research Pay (SSR) during a cruise or trip. Only overtime-exempt employees are eligible. SSR may be offered in the form of additional pay, equivalent time off, or a combination.

Duration

• This contract will be effective from the date of ratification until June 30, 2026.

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 expected project(s) the employee will work on

EPIC MOU

• Research Scientists will be able to participate in the EPIC (Empowering Prevention and Inclusive Communities) training program
• There is a total 0.8 FTE of shared funding available for EPIC trainers across RSE and Postdoc units.

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 a neutral third party arbitrator so that the University administration is no longer the 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)

• N/A

• 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.

Management Rights

• UW has unilateral control and ability to set terms of employment and make changes.

• This article describes the rights that are vested with the UW Administration. These include, but are not limited to establishing the University’s mission and objectives, supervising financial resources, establishing size of the RSE workforce, directing work, and determining job descriptions.

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

No Strikes, No Lockouts

• N/A

After this contract is ratified and during the life of the agreement:

• UW will not lock out employees as a result of a labor dispute or grievance or disputes on personnel matters; 
• The Union will not authorize, assist, condone, participate in, or lend support to any work stoppage, work slowdown or any other curtailment of work in the bargaining unit.

Non-discrimination and Sexual Harassment

UW Nondiscrimination and Harassment policies detailed in Executive Order 31 and this website.

UW workplace violence policy

• Inappropriate workplace behavior will not be tolerated
• No employee shall be subject to discrimination.
• Executive Order (EO) 31 defines discrimination. In addition, no employee shall be subjected to discrimination or harassment based on ethnic origin, political affiliation, medical condition or membership or non-membership in a union.
• EO 31 defines harassment and sexual harassment.
• Employees who report instances of harassment or discrimination shall not face retaliation. 
• Complaints may be filed as a grievance, or through UCIRO. 
• A grievance alleging discrimination or harassment may be filed within 180 days of the alleged occurrence.
• When a grievance or complaint is filed, the employer will implement interim measures.
• UW shall provide lactation accommodations
• UW shall provide gender neutral bathrooms 

Overtime

Overtime exempt employees

• Do not receive overtime pay
• Are expected to work to complete their job duties which sometimes may involve working more than 40 hours / week.
• Occasional, supervisor-approved partial-day absences do not require use of paid time off.

Overtime eligible employees

• Work in excess of 40 hours a week constitutes overtime, which is paid at time and a half the employee’s regular hourly rate.
• Receive overtime payment as compensation for overtime worked
• May elect to receive compensatory time off accrual at one and one-half (1-1/2) times the overtime hours worked in lieu of monetary payment. 
• May accept compensatory time off for unfunded overtime work. 

Compensatory time must be used or paid out by June 30th of each year, or if the employee transfers to a new job/position. Compensatory time off may be scheduled by the employing official during the final 60 days of the fiscal year.

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

• Newly hired RSEs will serve a 6 month probationary period

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.

Purpose and Intent

• N/A

• This article describes that the purpose of the Collective Bargaining Agreement (CBA) is to provide working conditions for employees covered by the CBA and a mechanism for dispute resolution in the case of disagreements. 
• The Employer will not undermine the Union’s sole representation 

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

Retaining Institutional Knowledge

• RSEs are not allowed to apply for Bridge Funding

Reversion Rights

Salary Adjustment – MOU

Salary Overpayment Recovery 

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

Salary Range Minimums MOU

Current RSE Job Profile Salary Minimum and Maximums:

• RSE-A: $3,424 – $7,251
• RSE-1: $3,667 – $7,765
• RSE-2: $4,470 – $9,465
• RSE-3: $5,218 – $11,051
• RSE-4: $6,467 – $13,694

Increases to the salary range minimum of all job titles are effective on the following dates:

• For RSE-As and RSE-1s
  • October 1 2023: 6%, 
  • November 1 2024: 10%
  • November 1 2025: 10%
• For RSE-2, 3, and 4
  • October 1 2023: 4%
  • November 1 2024: 11% 
  • November 1 2025: 11%

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.

Side Letter – Visa Sponsorship

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
• Any additional costs of courses required by the employer will be fully covered by the employer.

Union Rights

• UW will provide to the union rosters of current bargaining unit employees. 
• UW will publish the Collective Bargaining Agreement on a website
• In accordance with current policy, UW will permit union representatives access to bargaining unit employee workspace for union business and provide meeting space. 
• Union may designate stewards, who can use release time to process grievances
• Union will provide a list of stewards to Labor Relations.
• UW will provide release time for up to 5 RSEs for successor agreement negotiations.
• UW will provide reasonable bulletin board space in UW-owned spaces where represented employees work. 

Union Rosters Applied Physics Lab (APL) (MOU)

• UW will provide a modified roster for represented employees working at APL.
• Union agrees to establish effective practices to ensure information is only accessed by individuals authorized for its use. If the Union becomes aware of a data breach, it shall immediately notify relevant UW officers.
• If the University becomes aware of a change in adversary or threat condition that impacts its ability to provide the modified roster, it will notify the Union within 30 days and bargain over impacts. 
• Union agrees to comply with applicable federal federal regulations regarding controlled unclassified information. 

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