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UAW 4121 4/30/2021 “Last, Best, & Final” Proposal Summary - MOST RECENT
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ArticleOur 4/30 4:30pm ProposalAdmin's 5:30pm "Last, Best, and Final" Response
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This is a summary of the current status of our proposals and admin’s “last, best, and final” offer. None of these proposals or agreements are final, and all decisions about whether or not to accept a final contract will be subject to a membership-wide ratification vote. Click here for our bargaining summary email from 4/30 and here for the bargaining tracking page. For term/jargon definitions: tiny.cc/UAW4121vocab
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Article 5: ChildcareWe have tentatively agreed to a proposal that increases the ASE Childcare Fund to $70,200, with a quarterly stipend of $1,350 per ASE.
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Article 7: Fee & Tuition WaiversBecause admin is reluctant to set a precedent by waiving fees, we are proposing to offset fee costs by bargaining for a lump sum , similar to what we won in 2018. In our last pass, we proposed an annual lump sum payment of $200 to all ASEs.Admin has continued to propose maintaining contract language with no lump sums or waivers to offset fees.
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Article 8: Grievance ProcedureAdmin has tentatively agreed to our proposal, which maintains our current contract language and retains our right to file grievances at Step 2 as well as our right to standing quarterly arbitrations.
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Article 10: HolidaysWe have reached tentative agreement
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Article 13: Insurance ProgramsWe have reached tentative agreement
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Article 17: Leaves of AbsenceWe have reached tentative agreement
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Article 20: Non-Discrimination & HarassmentWe have reached tentative agreement
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Article 32: VacationWe have reached tentative agreement
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Article 33: WagesIn our last pass, we maintained our proposal for wage increases of 3% to the base rate in each year of a three year contract (the same amount as our previous proposal for the median of our peer institutions)As of yesterday, admin was proposing wage increases of 1% in 2021, 1% in 2022, and 1.5% in 2023. Today in their “last, best, and final” offer, they moved to propose wage increases of 2% in 2021, 3% in 2022, and 3% in 2023. The total 3-year increase of wages for 2/3/3 vs 0/0/0 is about $3360 per person, so about $17,000,000 total across the salaried ASEs. We moved UW by 8 digits by bargaining! This would mean we are keeping up with COLA/inflation.
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Article 35: WorkloadWe have reached tentative agreement
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Article 37: DurationMaintain 3 year duration
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New Article: Individual Development PlansWithdrawn by the union
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New Article: Resignation & AbandonmentWithdrawn by admin
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New Article: Empowering Prevention and Inclusive Communities (EPIC) [sexual harrassment & discrimination prevention training]EPIC is an incredibly important program for ASEs, and one that administrators often tout as a benefit of coming to UW. Despite this, admin has continued not to move on adding more EPIC trainers or our proposed Equity Team program. After much solemn discussion & in our final pass to UW admin, we proposed to increase the number of EPIC trainers from 2 to 3 and we withdrew our proposal for Peer Equity TeamsIn admin’s final offer, they continue to reject the addition of an EPIC trainer, despite the vast amount of work these trainers do. As it stands, we have a slight improvement in the EPIC program by having our 2 trainer positions extended from a 9 month appointment to a full year appointment.
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New Article: International & Immigrant Support FundWithdrawn by the union
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Appendix I: GAIP Group Medical Plan SummaryWe have tentatively agreed to a proposal in which all gender affirming care is covered at in-network levels, and our out-of-network outpatient mental health care coverage increases from 60% to 80% coinsurance. These are significant and important wins, but we are disappointed that UW was not willing to invest more in our health, particularly during a pandemic. For context, to our best estimates, the agreed-upon changes represent an overall 0.16% increase in our plan cost, or approximately $9 per member per year. We believe there are still significant inequities in our healthcare, particularly around out-of-pocket costs for assisted reproductive services, dental, and vision, and will continue to advocate for our members in future years.
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MOU: U-PASSMaintain (U-PASS waiver for the duration of the contract)Admin maintained their proposal from 4/5, which would include an end date of Spring quarter 2024 for this waiver.
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MOU: Time off tracking in WorkdayWe have tentatively agreed to all proposals with changes related to Workday tracking, scheduled to be implemented on September 16th, 2022. Admin additionally agreed to further discuss this implementation with us ahead of time and that we would agree to language used to communicate with departments about the change.
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MOU: Lump Sum PaymentDecrease lump sum to $200, maintain for ALL ASEs including hourlies who are not currently receiving a lump sum payment.Maintained current contract language, and removed this MOU. This means that salaried ASEs would no longer receive the $100 annual lump sum.
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What is a what-if proposal? A “what-if” proposal is a package (i.e., multiple) of proposals, where the proposals are all contingent on one another. That is, we might not agree to any of the individual proposals if they were presented outside of the package. Individual articles in a “what-if” proposal can be tentatively agreed (“TA”ed) upon by both sides if that is suggested, but there is no requirement of this. If the “what if” package is rejected (i.e., not accepted in full), then both sides can go back to their last stances and we would not be beholden to anything in the “what-if” proposal. "What if" proposals also enable both sides to explore different combinations of proposals that--in total--could settle many (or most or all) outstanding issues in the contract.
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For the full text of all proposals passed during negotiations, check out the Proposals Tracking page, and for more info about bargaining, visit the ASE Bargaining Center or email ase-bargaining-team@uaw4121.org