Labor Relations

AFT – UW Negotiations Recap for April 27, 2022

This recap details the second virtual session for the renewal of the collective bargaining agreement (CBA) between the University of Washington and AFT. Recaps are published online on the UW Labor Relations website.

UW Initial Proposals
On the following provisions, the Employer proposed to maintain current contract language:

  • Preamble
  • Article 3 – Union Security
  • Article 8 – Management Rights
  • Article 12 – University Suspended Operations
  • Article 17 – Benefits
  • Article 19 – Performance Appraisal
  • Article 20 – Labor Management Committee
  • Article 22 – Complete Agreement and Conformity to Law
  • Article 23 – Successor Agreement
  • Article 25 – Academic Freedom
  • MOU – Work Assignment Roster

The Employer proposed to strike the following out-of-date/implemented MOUs:

  • MOU – Wages
  • MOU – Lump Sum Payment
  • MOU – Contract Extension

Article 6 – Probationary Period
The Employer proposed language to indicate that the IELP Director would have the responsibility of attending Probation Completion meetings, determining whether Extension Lecturers move out of the Probationary Period, and informing Extension Lecturers. Language was also updated from “preference sheet” to “preference survey” for clarity. The employer suggested updating “preference sheet” to “preference survey” throughout the CBA.

Article 7 – Grievance and Arbitration Procedures
The Employer proposed language that updates titles of Labor Relations personnel to reflect current job titles.

Article 11 – Reassigned Time, Lead Teacher and Specialist Positions
The Employer proposed language that shifts gendered pronouns to gender-neutral language. The Employer suggested maintaining gender-neutral terminology throughout the CBA.

Article 13 – Personnel Files
The Employer proposed language to include leave-without-pay requests, updated appointment letters, and verifications of employment in the Head File. The Employer also proposed changes that would indicate that the contents of employee files are deleted after 3 years as specified by the records retention schedule. The Employer also proposed language that shifts gendered pronouns to gender-neutral language.

Article 14 – Corrective Action and Formal Discipline
The Employer proposed language that shifts gendered pronouns to gender-neutral language.

Article 24 – Duration
The Employer proposed a duration of 3 years for the new contract.

AFT Initial Proposals
Article 19 – Performance Appraisal
The Union proposed language regarding frequency of teaching observations to specify that Extension Lecturers who were hired by IELP for more than 12 years ago would have teaching observations every 5 years rather than every 3 years.

Next Steps
The next AFT and UW bargaining session is scheduled for Monday, May 2, 2022 and will be held virtually.