Effective 7/1/15 - 6/30/17
Neither party will be bound by typographical errors, grammatical errors, or other instances of unintended error in this contract. Furthermore, the parties agree that any unintended changes to the contract language as a result of contract consolidation will not create new legal rights or responsibilities outside of the parties' specific intent. The parties reserve the right to correct any such mistakes or omissions by mutual agreement at any point during the life of the contract in order to preserve the original intent of the language.
26.1 Contracting Out.
The University will not contract out work which results in the layoff of bargaining unit employees who are employed prior to the time of the execution or renewal of the contract. The University will provide the Union thirty (30) calendar days' notice prior to the implementation of any contract allowed under this Article.
26.2 Union Access.
Upon prior notification to management, authorized Union staff representatives shall be permitted to enter the Employer's premises and facilities at reasonable times for the purpose of representing employees in personnel matters consistent with the Union's certification as exclusive bargaining representative. It is understood that any such visits which require a meeting with an employee will be restricted to the nonworking time of the employee unless otherwise authorized by management or provided for elsewhere in this Agreement, and that there will be no interference with an employee's work assignment.
While inspecting the workplace, the Union may engage in de minimis conversations with employees, so long as an employee does not object and such conversation does not interfere or disturb the operation of the facility or compromise the security of patient health information.
26.3 Assignment of Additional Duties.
An employee who is permanently assigned the duties of a position vacated by attrition, layoff, or other reasons, in addition to his or her job duties, shall have the right to meet with his or her supervisor to discuss the situation. If the initial meeting between the supervisor and the employee does not result in a satisfactory conclusion, the employee may request a subsequent meeting which a representative of the Union may attend.
26.4 Personal Services.
It is inappropriate and contrary to University policy to assign any employee coffee making, related food service duties, or other tasks of a personal nature. The exception is when such an activity is based on a bona fide departmental requirement.
26.5 Uniforms Requirement.
Uniforms required to be worn by the employee shall be provided and replaced by the Employer at the Employer's expense. The maintenance of uniforms shall be the responsibility of the employee. Prior to any decision by a department head to purchase uniforms, employees in their respective departments shall be given an opportunity to consult with their department head regarding the color and style of uniform to be worn. The department head will give serious consideration to the wishes of the employees in making a decision.
26.6 Legislative Briefings.
The Union President or designee shall be invited to attend legislative briefings conducted by the Employer.
26.7 Child Care.
As a major employer, the University of Washington recognizes that the family life of its employees has a significant impact upon their work lives. The Employer currently sponsors daycare within the community, subsidizes care for mildly ill children (as defined in 10.4), and funds a position for coordinating child care services. The Employer will notify the Union so that the Union may have an opportunity to provide input prior to any University action being taken to modify child care programs which are currently being sponsored by the University.
Information regarding availability of resources to facilitate employee child care is available in the Reference Stations and/or the Work/Life Services office.
Other articles in this Agreement which address child care and parenting needs include Article 10.1 (Sick Leave) and Article 12 (Leave of Absence).
An employee has the right to withdraw his/her resignation within twenty four (24) hours, excluding Saturday, Sunday and holidays, after submitting the resignation. Employees may only withdraw one resignation per position held. The Employer may permit withdrawal of a resignation at any time.
26.9 Unauthorized Absence.
An employee's failure to appear for work and report absence to the supervisor, in accordance with departmental policy, on three (3) consecutive scheduled workdays, shall result in a recommendation for dismissal. Notice of separation will be sent to the employee's last known address on record with the UW Payroll Office via certified mail after the third (3rd) consecutive day of absence. Prior to sending the notice, the Employer will attempt to contact the employee through current home telephone and emergency contact numbers on record in Employee Self-Service.