WSU/UAW Negotiations 10/31/23
The following recaps the negotiations on October 31, 2023.
Union Rights: UAW proposed the same offer WSU proposed several sessions prior, for a system-wide Union Orientation for New Bargaining Unit Members. After WSU called this to the UAW’s attention, they reversed their offer. WSU maintains their offer to provide an employment orientation to new ASEs on a system-wide basis each semester. Not all units have formal employment orientations for ASEs, therefore it would be better for employees to receive consistent overall employment information from a central knowledgebase. WSU proposed an additional language change to clarify WSU would offer new employees a system-wide and a localized employee orientation where provided, rather than one or the other. UAW responded by providing a verbal tentative agreement on the article.
Layoffs: UAW continued to demand that if an ASE position offered is eliminated or reduced prior to the ASE’s end of appointment, ASE’s will be paid equivalent compensation to that of the original appointed position, or receive equivalent compensation in lieu of the position for two semesters or the term of the appointment, whichever is shorter. UAW also maintained their position that student hourly employees are to have layoff rights, asserting they are to receive equivalent compensation for the number of hours in the appointment that were not completed [for their appointment period].
Workload: While the parties agree ASEs with a 50% FTE appointment are not 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 remain apart on how many hours that equates to in a semester/year. UAW reiterated their expectation to have assigned workload measured by how many hours the University could reasonably expect an ASE to take to satisfactorily complete the work assigned and identified that as no more than 340 hours per semester. UAW proposed this limit include paid sick leave, but would not be reduced by holiday or use of paid vacation time off. WSU proposed a clarification to the workload maximum by identifying ASEs with a 50% FTE appointment in an academic year receive 780 hours of compensated time (20 hours a week/39 weeks a semester). This amount could include work time and any paid leave permitted under the Agreement. Additionally, UAW accepted WSU’s removal of the arbitration language.
Leaves: The UAWs package proposal leave article continued to propose WSU create paid long-term leave of up to 12 weeks for bargaining unit members during which time and after they return, ASEs would maintain the wages, benefits, fee waivers, and tuition waivers outlined in their appointment letter.
UAW accepted WSUs proposed 36 hours of paid sick leave plan, awarded annually at the start of each appointment period. UAW also accepted WSUs proposal for hourly employees to earn one (1) hour of sick leave for every forty (40) worked.
UAW maintain their position that the university is to grant up to ten (10) days of paid bereavement leave due to the death of a family member, significant person in the ASE’s life, or pet. Although the university has provided information regarding state law and gifting of funds on a numbers or occasions, the UAW continued to claim that leaves beyond those specified in the article may be paid (in whole or in part) for reasons and at the sole discretion of the Department or Hiring Unit.
Child and Dependent Care: UAWs package proposal Child and Dependent Care article accepts WSUs proposal to provide access to Childcare on campus for all employees covered by the Agreement on the same basis it’s provided for all other University employees. UAW continue to propose WSU provide a child or dependent care expense subsidy to each eligible ASEs. This proposal identified and expected subsidy of $2025 for fall and spring semester and $1550 for summer session. UAW rejected WSUs proposal to discuss issues items related to childcare for ASEs during Union Management Meetings and proposed creating a University joint taskforce.
Fees and Tuition Waivers: UAW presented a counter on Fees and Tuition Waivers, again proposing that WSU waive all the operating fee, building fee, non-resident tuition (if applicable) as well as the following fees and any future newly created student fees would be waived or remitted:
Pullman and RECs:
- SRC Fee
- Health Fee
- Transit Fee
- Stadium Fee
- CUB Fee
- Technology Fee
- Chinook Fee
Spokane:
- Health Fee
Tri Cities:
- Student Union Fee
- Safety & Transportation Fee
Vancouver:
- Technology Fee
International Student Orientation Fee
Parking and Transportation: WSU’s previous proposal provided ASEs with parking and transit benefits on the same basis as other WSU employees. The UAW rejected WSU’s proposal countering:
- A 25% discount for those ASEs who commute to campuses and other University-affiliated sites with one or more additional University employees in their vehicle.
- Free transit passes, some of which already exist at WSU Pullman, WSU Tri-Cities, WSU Spokane, WSU Wenatchee, WSU Vancouver, WSU Prosser, WSU Mt. Vernon, and WSU Puyallup
- Permit refunds for any days where parking access is affected by events such as game day parking.
- For locations which do not have an existing emergency ride home program, or where expanding existing programs to daily coverage is not feasible, ASEs will be provided $100 per semester for emergency rides home.
Housing: The Parties agreed UAW has the right to elect an ASE representative to a University-wide Housing Advisory board. The UAW continued to make reference to a Living on Campus Advisory Council on the Pullman campus for which WSU requested clarification. WSU agreed to establish and/or maintain a Housing Committee which will meet up to twice a year at campus and research and extension center locations, to address the housing needs.
Immigration: UAW accepted WSU’s proposal to present an annual workshop providing resources for international students, with an understanding that the University and the Union would collaborate to ensure that such workshops contain information relevant to ASEs. UAW accepted WSU’s proposal that costs associated with obtaining a visa necessary for foreign travel required to perform a specific duty which is part of an ASE’s work assignment, will be paid or reimbursed according to the University’s travel policies.
Summer Session: Although WSU has communicated summer session funding, activity-based and other appointment differences, the UAW resubmitted their demand that ASEs hired during the summer session be paid at the same rate or greater than they were paid during the previous academic year.
Wages: WSU and the UAW economic proposals continue to be far apart. Based on concerns heard, WSU proposed to increase all existing salary ranges applicable to ASE positions by a minimum of 3% and eliminate all ranges with salaries less than $1900 per month. The UAW’s most recent proposal demands a first year minimum monthly wage increase of 44%, which is slightly lower than their initial proposal for pre-master ASEs of an approximately 49% wage increase ($2700/month). Even though there’s a reduction in the proposed percentage, it still represents an exorbitant expected increase in wages. The following tables show the current step and monthly salary, and the wage package proposed by UAW on October 31, 2023. The proposal also contained the below provisions, in addition to the minimum wage scale increase:
- Requires an ASE’s salary be increased by 7.5% for each step they move up in the experience categories.
- Requires ASEs who met the standard qualifications described in the table and who are assigned to teach their own courses, be paid at the candidate rate. Example: the salary for a pre-master in Pullman teaching a course would be assigned at step 84 ($2974/mo.), (14%) above the UAW pre-master proposed minimum salary of step 70 ($2586.50/mo.).
- Requires a minimum 6% pay increase for any ASE whose pay was not increased by 6% as a result of the adjustment to UAW’s minimum salary proposal.
In addition to the initial wage minimum, the UAW’s proposal contemplates subsequent yearly minimum salary increases:
- The salary minimums for salaried and hourly ASEs be increased by 8%.
- Any ASE whose pay is not increased by 8% as a result of the adjustment to the minimums, receives a 10% pay increase.
The UAW’s proposal also continued to include language acknowledging certain funding agencies do not allow tuition to be charged to the agency grant or contract. In such cases, the University may compensate the ASE at a pay rate equal to the appropriate salary level plus the operating fee portion of tuition. The ASE will be responsible for payment of tuition to the University
Wages – Pre-Master and Post-Master
Wages – Candidates
Wages – Hourly
