WSU/UAW Negotiations 12/13/23

The UAW’s most recent proposal demands a first year minimum monthly salary of $2,512 at range 67, which is 45 steps (45%) higher than current wages and continues to be 19 steps (19%) over WSU’s last proposal. Although UAWs reduction in the proposed minimum salary step, it still represents a steep expected increase in wages. The UAWs December 13, 2023 which WSU has not accepted is posted here. In summary the UAW proposal contained the below provisions, in addition to the minimum wage scale increase:

• Requires an ASE’s salary be increased by 6.5% for each step they move up in the education experience categories.
• Requires ASEs who met the standard qualifications described in the table and who are assigned to teach their own courses (Instructors of Record), be paid at the candidate rate. Example: The salary for an ASE admitted to a Masters program in Pullman teaching a course would be assigned at step 80 ($2858/mo.), (13.8%) above the UAW pre-master proposed minimum salary of step 67 ($2512/mo.).
• Accepted WSUs proposed minimum 5% pay increase for any ASE whose pay was not increased by 5% as a result of the adjustment to UAW’s minimum salary proposal.
• In addition to the initial wage minimum, the UAW’s proposal contemplates a 6% minimum salary increase on August 16, 2025
• An hourly minimum rate of $24.60 in Pullman with percentage increases based on location  up to 24.60 + 26% in Vancouver

Previously, WSU had maintained its proposal to provide access to childcare programs on the same basis as other University employees and agreed to participation in a university childcare advisory taskforce not be limited to bargaining unit members.

In the pass this afternoon, UAW maintained its prior proposal that WSU provide a subsidy to eligible ASEs amounting to $2025 for fall and spring semester and $1550 for summer session for Child or Dependent care expenses. UAW also re-proposed to limit the amount WSU would commit to this fund to $150,000. They indicated the subsidy could be in the form of reimbursement and modeled on WSU Spokane’s Childcare Subsidy Program. This program however is for students not employees and is funded through WSU Spokane Student S&A Fees. WSU maintains its position that whereas bargaining unit members are also students, for the purpose of bargaining we are working to create a Contract to address their status as employees.

UAW removed several student fees listed on previous passes; however, they continue propose WSU waiving additional fees. e the operating fee, building fee, non-resident tuition (if applicable) as well as the following fees and any future newly created student fees:following fees and any future newly created student fees:.

WSU and UAW have had a number of conversations related to workload. Whereas the parties agree ASEs with a 50% FTE appointment are not to be required to work more than an average of twenty (20) hours a week and will not exceed thirty (30) hours in a given week except by the ASE’s consent, we have remained apart on how many hours that equates to in a semester/year. In it’s latest proposal UAW reversed it previous requirement to list a specific has d to approach this issue by removing a workload total per semester from their most recent pass. Previously, WSU proposed paid time off, including holidays, vacation, and sick leave is calculated in the total number of hours for an ASE each week. UAWs pass only listed sick leave to be included in the total workload.

UAW and WSU traded proposals on health insurance. Whereas WSU continues agreed to pay Health Insurance premiums for eligible members, including premiums that occur during the Contract period as well as continue to provide if the premium increases during the Contract period, they maintain the position that ASEs who choose to enroll their dependents continue to be responsible for paying for the dependents premium. Note: Graduate students on assistantship are the only group of employees for which WSU pays the full employee premium for health insurance.

One of UAW’s package proposal for the day included a pass back of WSU’s November 16, 2023 proposal. WSU’s proposals retained the same holidays all other WSU employees are eligible for.

Adopt WSU’s proposal of 11/16/2023 UAW proposed a vacation leave plan of up to 76 hours for ASEs with 50% FTE twelve month appointments with no expiration on vacation hours. Unlike other employee types who earn vacation hours each pay period, salaried ASEs are rewarded vacation time off as of their appointment effective date. UAW accepted WSU’s proposal that unless otherwise approved, vacation must be used in four (4) hours increments.

UAW’s vacation leave plan proposes 76 hours for ASEs with 50% FTE twelve month appointments with no expiration on hours. Unlike other employee types who earn vacation hours each pay period, the plan allows salaried ASEs to be rewarded vacation time off as of their appointment effective date. UAW accepted WSU’s proposal that unless otherwise approved, vacation must be used in four (4) hours increments and only up to 20 hours per semester unless supervisor approves otherwise.

WSU and UAW remain apart on activity-based pay appointments and summer workload. UAW insists ASEs on summer activity-based appointments are to be paid at the same rate assistantships are paid during fall and spring, despite WSU clarifying the summer funding structure on multiple occasions. WSU’s previous proposal maintained assistantships will be paid in accordance with the Assistantship salary schedule and hourly positions will be paid at hourly pay rates.

UAW presented a counter earlier in bargaining on Parking and Transit in which they made several changes from their last proposal, including removing the requests for parking pass refunds, carpooling benefits, an emergency ride home program, and their request to dictate the timing and content of University Transportation and Parking Task Force and Transit Advisory Group meetings. WSU responded later in the afternoon with another counterproposal, accepting UAWs proposal for parking and transit change notice with modifications to clarify that for changes outside of the University’s control, WSU will provide notification as soon as practicable. WSU also accepted UAWs proposed subsection on Event Parking and Notification, proposing ASE permit holders receive notification five (5) days prior to an event to avoid confusion about which event the notification is related. Additionally, WSU did not accept UAWs request to list the current transit pass benefits they receive as a result of their status as students, emphasizing the Contract is only for items related to their employment at WSU.

UAW presented their counterproposal on the article, removing specific language from proposed protected classes related to physical appearance, including body weight and size, stating they agree with WSU these items are covered in the Respectful Work Environment Article. UAW also removed previously included language regarding the application of the Retaliation definition. UAW accepted most of WSU’s proposed edits to the Grievance procedure section, however they did not accept the proposed provision stating when provisions of this article conflict with Title IX policies and procedures, the University policies and procedures preempt the conflicting provisions of the Contract. UAW accepted WSU’s proposal to discuss gaps in coverage of all-gender restrooms during Union Management meetings, with an added expectation discussions to begin within six (6) months of ratification

WSU and UAW held an additional sidebar in which WSU clarified the current retaliation definition as written comes from Executive Policy 15 Policy Prohibiting Discrimination and Harassment, and is intended to apply specifically to harassment and discrimination rather than applying more broadly to the contract.

Job Titles was presented with an agreed upon removal of the term Undergraduate in the Graduate Teaching Assistant Description of Duties. WSU previously acknowledged the removal was acceptable as while graduate TAs were not to teach graduate level classes, graduate student may attend undergraduate classes. WSU also offered to TA Job Titles, which was in the UAWs early afternoon proposal, however UAW did not accept the verbal agreement, stating the article was part of a package, which they had separated from WSUs initial package.

In lieu of a Terms of Agreement response, the UAW proposes a Duration article with a Contract term ending on April 30, 2026. In conversations with the UAW, it was stated the intention of April 30 would allow for them to prepare for the Fall semester. It was not made clear why they chose April 30 instead of the end of WSUs academic year, August 15 (the day before the next academic year).