WSU/UAW Negotiations 1/3/2024
With 80% of the Contract Articles tentatively agreed to, WSU proposes to accept UAW minimum salary step
Today WSU delivered a “What if” package proposal to the UAW that if accepted in its entirety makes several compromises on the parties differences.
Wages
With an implementation date of 90 days after ratification, WSU agrees to accept most of UAW’s compensation package proposal levels to raise the minimum step for assistantship to Step 59, add educational and experience compensation and locality pay. The minimum step increase is 33 steps above the current Step 26 minimum of $1670/mo (50% FTE). In addition, WSU would provide an additional Mass Salary Increase in the second year of the Contract, but with an October 1, 2025 implementation date.
In WSU’s January 3rd proposal nearly 80% of the approximately 1500 ASE assistantship appointments, will receive raises above 5% and be placed at the new minimums salaries based on their work location. Assuming a 9 month 50% FTE appointment, the average wage increase with this proposal, will be at least 20%. This calculation only includes the minimum step increase and application of locality pay. It does not include the education/experience increases described further below.
Salary minimum steps for 50% FTE assistantship appointments. Upon implementation, all ASEs on assistantship will receive the salary below or a 5% salary increase, whichever is greater.
Examples (9 month appointment):
| WSU Pullman work location: Monthly minimum salary $2.318.50 Academic year minimum salary $20,866.50 | WSU Vancouver work location: Monthly minimum salary $2.974 Academic year minimum salary $26,766 |
Progressive salary step increases based on education to begin August 16, 2024
- Admitted to PhD: 5% increase over minimum
- PhD Candidate: 5% over Admitted to PhD
WSU did not accept the UAW continued proposal that Instructors of Records would receive Candidate pay regardless of their education/experience.
Nor did WSU accept the proposal on hourly rates beginning at $20/hour in Pullman and added compensation based on their work location. WSU’s proposal provides for a minimum 8% salary increase to the 2023 hourly rates with departments/campuses able to pay at higher rates as appropriate.
Salary increase timelines: As the currently proposed, the salary increases require more time to implement than an across the board Mass Salary increase. WSU’s 90 day implementation timeline will allow the University to identify ASE’s new salary based on agreed upon criteria, department review and Workday programming.
While WSU previously considered a spring salary increase in subsequent years of the Contract, the recent proposal returns to the standard fall increase. In addition to maintaining the regular fall timing for WSU wage increases, returning the annual MSI to October provides ASEs a higher increase at Contract implementation and allows more time for the University and departments to plan for, and hopefully an opportunity to, seek out potential fiscal resources for the next 2025-2027 biennium to fund items in the proposal.
Fee and tuition waivers – WSU’s proposal maintains status quo on tuition and fee waivers
Leaves – WSU’s proposal extends the current paid pregnancy and parental leave to five (5) weeks. It is currently four (4) weeks of paid leave. ASEs on assistantship are the only employee type who have paid leave through WSU. WSU’s proposal provides salaried 50% ASEs 36 hours of paid sick time off during a nine (9) month appointment. This is prorated for ASEs on assistantships with different duration or FTEs.
Vacation – WSU’s proposal provides salaried 50% ASEs 48 hours of vacation time off during a nine (9) month appointment. This is prorated for ASEs on assistantships with different duration or FTEs.
Healthcare Appendix – As WSU’s student health insurance plan is subject to University and state bidding processes, WSU continues to bargain in good faith. We remain mindful that while ASEs on assistantship may be the majority of those on the existing plan, any modifications WSU makes to the existing plan will also impact over approximately 36% of the students covered by the plan, who must self-pay premiums. WSU’s proposal includes incorporating a summary of the existing benefits as of the date of the effective date of the Contract with updates to include any agreed upon revisions for the 2024-2025 and/or 2025-2026 plan years.