| A | B | C | |
|---|---|---|---|
1 | UAW 4121 5/18/2021 Tentative Agreement Package Summary | ||
2 | Article | OLD 2018-2021 Contract | NEW 2021-2024 Tentative Agreement |
3 | This is a summary of the 5/18/21 tentative agreement (TA) package that members in bargaining agreed to bring to members. All decisions about whether or not to accept a final contract will be subject to a membership-wide ratification vote beginning 5/21/2021 (more info coming soon!). Click here for our bargaining summary email from 5/18 and here for the bargaining tracking page. For more resources, including term/jargon definitions: linktr.ee/UAW4121 | ||
4 | Article 5: Childcare | ASE childcare fund capped at $60,000 per year, with a quarterly stipend of up to $1,250 per ASE | Increases the ASE Childcare Fund to $70,200, with a quarterly stipend of up to $1,350 per ASE. |
5 | Article 7: Fee & Tuition Waivers | Waived operating, building, and technology fee for 50% FTE ASEs. | Maintains all waivers and rights guaranteed in 2018 contract. |
6 | Article 8: Grievance Procedure | Retains our right to file grievances at Step 2 as well as our right to standing quarterly arbitrations. During 2021 bargaining, admin proposed removing these rights. | Maintains all rights guaranteed in 2018 contract. |
7 | Article 10: Holidays | ASEs do not have to work on holidays designated by UW; 50% FTE ASEs employed for 3+ quarters of the year are entitled to 1 personal holiday; UW will make effort to accomodate religious holidays not recognized across the university | Maintains current rights. Time off including holidays, vacations, and leaves will be tracked in Workday beginning in September 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. |
8 | Article 13: Insurance Programs | The Graduate Appointee Insurance Plan (GAIP) will utilize the provider networks available through the insurer; UW will provide the union with utilization reports; UW and the union will meet twice a year to discuss the status ofGAIP; details of this insurnace plan are outlined in Appendix 1 | Maintains all coverage and rights guaranteed in the 2018 contract, including $0 premiums. |
9 | Article 17: Leaves of Absence | Definition of family members expanded; updated & improved sick leave usages for both hourly & salaried ASEs. Also updated & improved sick leave accruals such that hourly ASEs can now accrue sick leave. | Maintains current rights. Time off including holidays, vacations, and leaves will be tracked in Workday beginning in September 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. |
10 | Article 20: Non-Discrimination & Harassment | Added contract language that among other things, defines and protects ASEs from microaggressions and established the annual equity survey to promote equity and accountability. During 2021 bargaining, admin proposed changing our definitions to rely on University-controlled policy rather than our contract. | References the existence of the University’s policy; however, maintains that defitions are set by our contract. |
11 | Article 32: Vacation | 50% FTE ASEs with appointments for 12 months will have 20 days paid vacation; 50% FTE ASEs eppointed for <12 months will received prorated vacation time; hourly ASEs will not receive vacation time. | Maintains current rights. Time off including holidays, vacations, and leaves will be tracked in Workday beginning in September 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. |
12 | Article 33: Wages | 2% wage increase for each year of our 3 year contract (2/2/2). | 3% wage increase for each year of our 3 year contract (3/3/3). This is a HUGE win, and means we are exceeding COLA/inflation (total increase of 9.27%). On 5/18, admin continued to maintain their prior proposal of 2/3/3 wages. However, union members held firm -- stating that in order to give up the lump sum fee payout, we would need them to move on wages. Today admin initially proposed 2.25/3/3 before finally moving to 3/3/3. |
13 | Article 34: Washington State Paid Family and Medical Leave (PFML) | During 2018 bargaining we won language enabling us to bargain over Washington State Paid Family Leave, and when that became possible we bargained and won that the rights provided by the current PFML program would be applied to our contract. | Expands the statutes that are referenced so if there are changes in PFML legislation (e.g., expansions to eligibility), those will also be applied to our contract. |
14 | Article 35: Workload | (previously Article 34) ASEs will be informed of their workload expectations before accepting an appointment; 50% FTE ASEs will not be required to work >220 hours/quarter (or averaging 20 hours/week). | Maintains current rights. Time off including holidays, vacations, and leaves will be tracked in Workday beginning in September 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. |
15 | Article 37: Duration | 3 year contract duration. | 3 year contract duration. |
16 | New Article: Individual Development Plans (IDP) | N/A | Although IDPs were withdrawn during this negotiation cycle, we are committed to continuing to organize around IDPs regardless of whether they are included in the contract. Interested members are encouraged to join the Anti-Discrimination Working Group to continue organizing around this issue <anti-discrimination@uaw4121.org> |
17 | New Article: Resignation & Abandonment | N/A | Admin proposed a new article that would give supervisors the power to assume an ASE had resigned if they failed to appear for work for 3 consecutive days. They finally withdrew this article on 4/28 after our powerful 4/26 rally, where union members showed up in force to impress that we were not interested in adding this to our contract. |
18 | MOU: Empowering Prevention and Inclusive Communities (EPIC) [harrassment & discrimination prevention training] | The EPIC program was a huge win for us back in 2018 that enabled UW and our union to jointly offer sexual harrassment prevention and response training for ASEs. In 2018, UW agreed to hiring 2 EPIC trainers during the academic year (not including summer). | Today, admin finally passed a proposal that expanded the EPIC program to 3 EPIC trainers and have them funded throughout the year, including summer quarter. This will add significant capacity to the EPIC program to continue expanding intersectional prevention efforts across UW and at the department level. |
19 | New Article: International & Immigrant Support Fund | N/A | Although this article was withdrawn during this negotiation cycle, we are committed to continuing to fight for this and other important improvements for international and undocumented students, as led by our International Solidarity Working Group <intl-workgroup@uaw4121.org>. |
20 | Appendix I: GAIP Group Medical Plan Summary | Waive deductibles for in/out of network mental health coverage, coverage for all gender affirming services. | While we won coverage for all gender affirming services in 2018, many members who sought care found it practically difficult to access through only in-network providers. This tentative agreement addresses that issue by guaranteeing that out-of-network gender affirming care is covered at in-network levels (90% coinsurance). It also improves our out-of-network outpatient mental health care coverage, increasing from 60% to 80% coinsurance. These are significant and important wins. We believe there are still significant inequities in our healthcare, particularly around out-of-pocket costs for assisted reproductive services, and plan to continue advocating for these rights. Interested members email ase-healthcare@uaw4121.org to get involved! |
21 | MOU: U-PASS | Guaranteed ability to bargain in coalition with other UW unions over the UPASS. During coalition bargaining, we won a UPASS for all ASEs. UW then backpedaled to say they wouldn't provide it to hourly ASEs, so we filed a grievance and won it for hourlies after going through arbitration. | Free UPASS for ASEs, including hourly ASEs. |
22 | MOU: Time off tracking in Workday | N/A | Maintains current rights. Time off including holidays, vacations, and leaves will be tracked in Workday beginning in September 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. |
23 | MOU: Lump Sum Payment | $100 lump sum payment for ASEs with a 50% FTE appointment. | Although this article was withdrawn during this negotiation cycle, we were able to move admin significantly on wages (see article 33). We are committed to continuing to push for fee waivers and lump sums, both in and out of bargaining. |
24 | 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 | ||