University of Washington Human Resources

AFT – UW Negotiations Recap for Monday, May 2, 2022

Background

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

Tentative Agreements

The parties tentatively agreed to maintain current contract language on the following provisions:

• Article 1 – Recognition

The parties tentatively agreed to housekeeping updates on the following provisions:

• Article 6 – Probationary Period
• Article 7 – Grievance and Arbitration Procedures
• Article 11 – Reassigned Time, Lead Teacher and Specialist Positions
• Article 14 – Corrective Action/Formal Discipline

The parties tentatively agreed to strike the following out-of-date Memoranda of Understanding:

• MOU A – Wages
• MOU B – Lump Sum Payment
• MOU C – Contract Extension

AFT Counter Proposals

Article 13 – Personnel Files

In response to the Employer’s proposal, the Union proposed to maintain language stating that materials in the Annual File would be returned to the individual after three years. The Union accepted the Employer’s proposal that materials in the Annual File would be dispositioned by the Employer after three years (ie, after the materials are provided to the employee). The Union also accepted the Employer’s language regarding additional materials included in the Head File.

UW Initial Proposals

Article 9 – Work Assignment Roster

Annual Contracts
The Employer proposed to add language clarifying that an annual contract is a 100% FTE in the nine-month academic year. Additionally, the contract currently states that annual contracts will be awarded to 75% of the pool of IELP Extension Lecturers; the Employer proposed that those contracts would be awarded when enrollments are sufficient to support annual contracts.

Breaks in service
The Employer proposed that Extension Lecturers in unpaid status for more than two years would be removed from the Work Assignment Roster.

Advanced Extension Lecturer Responsibilities
To the responsibilities of advanced extension lecturers currently listed in the contract, the Employer proposed to add the following responsibilities: review Canvas course pages, and archive/organize materials in course folders on SharePoint.

Article 16 – Job Descriptions/Workload

Job responsibilities
To the responsibilities of Extension Lecturers currently listed in the contract, the Employer proposed to add completion of the Title IX training as another example of training required as part of the core job responsibilities.

Calendar
The Employer proposed that the dates for the Academic English Program would adhere to the academic calendar. The Employer also proposed that the IELP Director or designee would communicate with Union representatives during the time the calendar is being developed to discuss options, rather than meet with Union representatives, as current language states.

Voluntary change in workload
The Employer proposed to clarify that the only Extension Lecturers that need to request pre-approval from the Senior Director to work less than 100% FTE or to work for other UW departments are Extension Lecturers with an annual contract. 

Article 18 – Professional Development

The Employer proposed to strike language stating that the Senior Director needs to obtain budget approval from the Vice Provost of Continuum College for Professional Development requests exceeding $1,000 per fiscal year.

UW Counter Proposals

Article 13 – Personnel Files

In response to the Union, the Employer proposed that prior to the expiration of the three-year period for retention of materials in the Annual File, a copy of those materials would be provided to the employee upon request. The Employer also proposed to strike language stating that materials removed from a personnel file could be archived outside of the personnel files.

Article 19 – Performance Appraisals

In response to the Union’s proposal the teaching observations would be conducted every five years for Extension Lecturers with more than 12 years of teaching experience in IELP, the Employer proposed that teaching observations would be conducted every four years for Extension Lecturers with more than 10 years of teaching experience in IELP. The Employer also proposed that the Senior Director would contact, rather than meet, the Extension Lecture to acknowledge the submission of the PAS Annual Report.

Next Steps

The next AFT and UW bargaining session is scheduled for Wednesday, May 18, 2022 and will be held virtually. The parties have agreed that all initial proposals will be presented by both parties by the end of this session.