WSU/UAW Negotiations 11/16/23

The following recaps the negotiations on November 16, 2023.

Holidays: UAW re-proposed additional paid religious holidays not currently on the state’s official holiday list. WSU’s proposals retain the same holidays all other WSU employees are eligible for but continues to agree to the inclusion of the use of Leave Without Pay for reasons of faith or conscience in the Leaves Article consistent with state rules.

Anti-Discrimination and Harassment: WSU maintains the desire to cite Executive Policy 15 “Policy Prohibiting Discrimination and Harassment” in the Non-Discrimination subsection for consistency in application across the University. The University maintains that the grievance timelines for the Contract should be consistent with what has been agreed upon in the Grievance article and has not accepted the 180-day timeline to submit a grievance proposed by UAW. WSU accepted the UAW’s proposal of interim measures as appropriate. WSU agreed to provide a bi-annual equity survey and clarified language related to the timeline.

UAW modified their proposal for all-gender restrooms to request at least one all-gender restroom be designated in areas where there is a sufficient number of restrooms. For locations where there is not a sufficient number of restrooms, they have accepted WSU’s proposal to include language stating ASEs may use the gender-segregated facilities consistent with their gender expression or identity.

Accommodations: UAW continues to insist on using a partial definition of disability in reference to eligibility for reasonable accommodations, noting the language agreed upon is outlined in the WSU/Washington Federation of State Employees Contract. WSU’s counterproposal included the additional language in the WFSE Contract which articulates how individuals are eligible for medical reasonable accommodations. WSU’s proposal remains in line with WSU policies, other Contracts and Washington state and federal law. WSU accepted the UAW’s proposal of a clean and private room for expressing breast milk, with a continued proposal that the University will allow reasonable time for the ASE to do so as outlined by the state of Washington. WSU did not accept the UAW’s proposed “equitable” language in safety accommodations, due to the varied nature of each individual situation. The UAW again proposed expanding the requirements for a location for lactating parents to express breast milk.

Leaves: WSU agreed to maintain university provided health insurance coverage for up to twelve (12) weeks foreligible ASEs who are approved for leave without pay for certain sick leave related reasons.

WSU continued to agree to four (4) weeks paid pregnancy/ parental leave but did not accept UAWs proposal to provide ASEs with up to twelve (12) weeks of paid leave per academic year for medical-related reasons. ASEs are currently the only employee type who are provided University paid parental leave and are provided health insurance at no additional cost.

EPIC: WSU continued its agreement to collaborate and created a new peer-led sexual harassment prevention and response training for incoming ASEs. The only section remaining open is WSU has agreed to hire one additional ASE directly related to the program and UAW continues to insist three are necessary. The parties will meet separately outside of the regular bargaining table to focus on UAW-specific question regarding WSU’s current peer-to-peer training.

Workload: The parties remain apart on the number of hours ASEs on assistantships are expected to work during the academic year. The UAW proposal to set the workload maximum at 340 hours a semester for a total of 680 hours in an academic year. WSU maintained ASEs with a 50% FTE appointment are compensated for seven-hundred-eighty (780) hours per academic year  and twenty (20) hours per week for thirty-nine (39) weeks, August 16 through May 15). Therefore would be expected to account for all 780 hours by working or utilization of newly proposed paid leave types or leave without pay.

Child and Dependent Care: UAW modified its prior proposal ($2975/semester for fall spring and summer) 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 proposed to limit to the amount WSU would commit to this fund of $150,000.

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

Professional Development and Career Counseling: WSU presented a counterproposal that encouraged the development of mentorship pacts rather than required them as proposed by the UAW. WSU proposed written reviews be required once a year while encouraging more frequent reviews. Additionally, WSU proposed the idea of mentorship training be discussed in the taskforce rather than implemented as part of the article prior to further conversation from a larger group about what training should look like. WSU did not accept the UAW’s proposal that each current career or professional development programs funded by the University will be determined or advised by ASEs. The UAW proposed that mentorship training be required, citingASEs have the right to supervisors who have skills in people management and mentorship. WSU identified training is important to the University however did accept adding training requirements for employees and faculty not covered by the Contract to the article.