Merit FAQs for managers of student advisors
Last updated: Aug. 13, 2024
The following FAQs will help managers address questions from professional staff with student advising responsibilities.
1. Why am I not getting merit?
On June 28, 2024, SEIU 925 filed two petitions with the Washington State Public Employment Relations Commission (PERC) to represent:
- Professional staff employees who advise students or prospective students on financial aid funding for education, enrollment and admissions, academics and courses, career paths, and professional development.
- Professional staff in Continuum College.
During the time between the filing of the petitions and the resolution of the question of union representation, Washington collective bargaining law requires UW to maintain a state of “dynamic status quo.” While UW may implement final decisions already made, UW must not make any decisions to change wages, hours and working conditions for employees included in the representation petitions until the question of union representation for those employees has been decided. The public policy underlying this legal requirement is that employees should vote without potentially being influenced by such changes.
To comply with the dynamic status quo rule, employees included in the two groups above are precluded from merit until PERC rules on which positions are excluded from the petition or the state of dynamic status quo has ended. (Answer last updated Aug. 12, 2024)
2. When will the state of dynamic status quo end?
It will end when PERC has ruled on which positions are excluded from the petition or for those positions included in the unit, when the University and the Union agree to terms in a collective bargaining agreement. (Answer last updated Aug. 12, 2024)
3. I understand that SEIU 925 filed an unfair labor practice complaint against UW related to merit?
Yes, there are two unfair labor practice (ULP) allegations from SEIU 925 pending, one for the potential advisers bargaining unit and the other for the potential Continuum College bargaining unit. The University’s understanding is that to maintain the dynamic status quo, merit increases must be precluded for employees potentially in one of the bargaining units. The union’s unfair labor practice complaint relates to this determination and the matter is currently pending before PERC.. (Answer last updated Aug. 14, 2024)
4. Student advising isn’t my primary responsibility. Why am I being impacted?
At this point in the process, professional staff who have any student advising responsibility at all are being precluded from merit because they may be included in the bargaining unit. As we receive more information on this point, we will share it with the departments. (Answer last updated Aug. 12, 2024)
5. When will I know if my position is included in the petition?
The timeline for concluding discussions is unknown at this time. UW Labor Relations is actively working with PERC and SEIU 925 to determine which positions will form the community of interest of the bargaining unit. As part of this evaluation, duties, skills, working conditions, supervisory responsibilities, reporting lines, and other job-related issues are considered in determining whether a group of employees should be grouped together as an appropriate bargaining unit. (Answer last updated Aug. 12, 2024)
6. When will I get merit if my position is excluded from the petition?
If your position is excluded from the bargaining unit and you would otherwise be eligible for merit, UWHR will work with your unit to process and make final determinations regarding your annual merit increase following confirmation of your position’s exclusion. If your position is determined to be excluded from the bargaining unit, but after September 1, 2024, and you receive a merit increase, then your merit increase will be retroactive to September 1, 2024. (Answer last updated Aug. 14, 2024)
7. When will I get merit if my position is included in the petition?
If your position is included in the new bargaining unit and the bargaining unit is certified, the University and the union will have a duty to bargain in good faith with respect to wages, hours, and terms and conditions of employment.