June 4, 2023
Unfortunately we’re still seeing misinformation from UW Labor Relations about what is and is not allowed in anticipation of a possible strike. We have already covered most of these issues in our FAQ and on “Mailbag,” which has been distributed in every email since a strike date was set, but since Admin continues to send emails, we’re re-addressing some of the most common problems here. Still need more information or not seeing your question answered? Just let us know at contact@uwresearchersunited.
UW Admin says: “State law doesn’t grant public employees the right to strike.”
UW Admin has said this many times over the years when a strike is being contemplated, and it is tiresome and misleading (check out this letter from several years ago, when TAs and RAs gave the Grad School Dean an ‘F’ grade when he tried to make this claim). The truth is that the statute governing RSE and postdoc collective bargaining neither prohibits strikes by public employees nor grants the express right to strike. Many public sector unions in Washington —including our own— can and do hold strike authorization votes and go on strike. Recent examples include K-12 teachers in the Seattle School District, and at UW, Librarians participated in a one day strike. As with all other union action, our solidarity and willingness to be public is our best protection: there is strength in numbers.
UW Admin says: “Last Thursday [May 25th), we met with UAW and the PERC mediator to discuss the reported rumors of the union’s ability to levy fines or sue UAW members for not taking part in strike activities. UAW leadership confirmed that they aren’t the source of this misinformation, however, were not willing to communicate directly to reassure their members uninterested in striking.”
This is flatly false. Not only were we unable to verify anything resembling this kind of information coming from anyone other than management, we also *did* communicate about this. Here is language from our Mailbag which has been distributed in every email since May 25th.
“Sometimes employers will try and create suspicion about large-scale actions like striking by claiming that participants were coerced or forced into participating by a third party. We know that this wouldn’t work, because our power comes from voluntary majority participation, where everyone makes individual decisions. There are no fines or monetary penalties against people who choose not to strike.”
We don’t know why Labor Relations would spread this false information (other than to amplify fear of a third party influence) but we have asked them to correct it immediately.
UW Admin says: “Managers and supervisors are responsible for knowing if their direct reports are working as scheduled. If you are unsure if your direct reports are working as scheduled, please email your team member and include:
- A subject line that indicates “response required” and “time sensitive.”
- Clear language that indicates the purpose of the email and the consequence of not responding by close of business.
- Suggested text: “You are required to respond to this email by 5 p.m., confirming that you have been working as scheduled today. Failure to respond or acknowledge this request will result in the entry of unauthorized unpaid time off in Workday.”
- As a reminder, the time sheet approval deadline for the June 1st-15th pay period is June 20th at 9pm. Any unpaid time off should be entered by this date.”
Striking workers do not have the right to be paid, and as we stated in our FAQ we will NOT be taking sick time or vacation time. It’s confusing to communicate that we’re just using our benefits when we’re actually withholding our labor.
However, managers and supervisors do not get to invent new rules that are applied unevenly or inconsistently. UW has an obligation to bargain any new work rules with the Union, including providing daily attestations that have never previously been required. If you are being required to report to your supervisor or manager and have not been required to before, please let us know at contact@uwresearchersunited.
UW Admin says “Supervisors and managers at all levels should refrain from expressing opinions in support of, or opposition to, any job action initiated by a union. Supervisors should explain attendance expectations and reiterate UW leave policies.”
We’re hearing that some supervisors and managers are interpreting this to mean that they can’t talk to us about our contract campaign. This is utterly false, and in fact many have been speaking out in support of our demands (see letters like these from 100+ faculty). While it is true that supervisors and managers should not make threats or promises about bargaining or striking, that is very different from sharing information.
We hope this email clears up the confusion that UW Admin has been generating. If you still could use some additional information or your are not seeing your question answered, just let us know at contact@uwresearchersunited.
We still don’t have a fair contract and unless that changes, we will strike starting June 7th. Please sign up this morning for your picket shifts.
In solidarity,
UWRU/UAW Bargaining Committee
Thaddeus Armstrong
Nick Bolten
Jai Broome
Erin Carll
Morgan Crotta
Iván Cruz
Abby Gambrill
Jay Mas Gilvydis
Anya Kalata
Julia Kobelt
Katherine Lasdin
Ellen MacLachlan
Katie Osterhage
Deborah Nemens
Van Redila
Annelise Smith
Galen Stewart
Jacob Tietsort
Stacey Wedlake
Ryan Will
Tricia Wu