8.1 Probationary Periods. The probationary period shall be in accordance with RCW 41.06.150 (6) (b). Probationary period rejections shall be in writing. Any probationer so notified may request internal Departmental review of such determination. This request, however, shall not postpone the designated termination date. Rejections during the probationary period are not grievable.
8.2 Employee Personnel File. The employee and/or representative may schedule a time to examine the employee's official personnel file located in the Human Resources Office upon written request of the employee to the Human Resources Representative. The Human Resources Representative or designee may remove any documents in an employee's file which were obtained through assurances of any confidentiality to a third party at the time of original appointment.
However, the employee or representative shall have access to any such information in the file to be utilized in a formal grievance filed under Article 19.
A copy of any correspondence or letters issued and intended to be included in an employee's official personnel file shall be mailed or given to the employee prior to becoming a permanent part of the file. The employee shall receive a copy of all materials (other than routine personnel items such as payroll documents) placed in the employee's Departmental file. Employees, upon request, may review their official and Departmental files. An employee shall have the right to include his/her comments with materials in either the official or Departmental file and to note that the employee can provide supporting documentation and employees may request that certain materials in their Departmental file be reviewed for possible removal.
Destruction or retention of information - Information shall be retained as long as it has a reasonable bearing on the employee's job performance or upon the efficient and effective management of the institution.
Adverse material or information related to employee misconduct or alleged misconduct which is determined to be false and all such information in situations where the employee has been fully exonerated of wrong doing be kept in a confidential file and shall not be released to a prospective employer without the consent of the officer. Adverse material related to employee misconduct or alleged misconduct which is sustained may be released if required under a PRA request or as otherwise required by law. If released, the name of the officer will be deleted from the document unless the name of the officer has already been made public or if disclosure is otherwise required by law.
Prior to release of any information about an employee pursuant to a PRA request, the officer will be notified of the request and, to the extent possible, allowed four (4) business days to seek an injunction before the information is released. Officers may request that the Department remove evidence of Verbal Reprimands and Written Reprimands from the personnel file after three years provided no similar violations have occurred within the thirty six (36) months from the date of the Reprimand. Such requests shall not be denied absent good cause. Once removed, the evidence of the Reprimand may not be used for further discipline introduced into arbitration by the University as evidence against the employee, unless necessary to rebut a contrary assertion made by the Association.
8.3 Working Out of Classificatio. Whenever an employee is assigned the principal duties and responsibilities of an employee in a higher classification for a single shift or greater period of time, that employee shall be paid three (3) steps above his present salary, or shall receive the salary at the bottom of the range for the classification which he is working in, whichever is greater, for all such time worked.
8.4 Indemnificatio. The University will indemnify employees for activities arising out of their employment in accordance with University policy.
8.5 Performance Evaluation. Performance evaluations will be conducted on a regular basis in accordance with Departmental policy. Employees will have the right to submit rebuttals to performance evaluations and have the rebuttals attached to the evaluation. Evaluations will not be provided to outside agencies without written authorization from the employee, unless subject to legal process. Employees may seek reconsideration of their performance evaluation in accordance with Department Policy and will receive a written response.
8.6 Multilingual/sign language/Braille premium pay. Whenever a classified position has a bona fide requirement for regular use of competent skills in more than one language, and/or sign language (ASL), and/oBraille, as identified by the director, the officer shall receive premium pay of two steps above the level normally assigned for that position, except for those instances where the position is allocated to a class that specifies these skills.
8.7 VEBA Medical Reimbursement Plan. The University will offer a VEBA Medical Reimbursement Plan for all members of the bargaining unit. The bargaining unit will vote to authorize the University to contribute an agreed upon amount to the VEBA Medical Reimbursement Plan. Such contributions will be based on a percentage of gross income and may range from no contribution to a maximum of 1%. Should the bargaining unit vote to amend their compensation in favor of a VEBA Medical Reimbursement Plan contribution, all members of the bargaining unit must contribute equally and the percentage contribution amount may only be changed by vote and on an annual basis. Individuals may not change contribution rates at any time. In addition to any contributions made pursuant to a vote by the bargaining unit to amend their compensation as provided for in this section, the University, on behalf of each bargaining unit member, will contribute 1.2% of regular pay to the VEBA Medical Reimbursement Plan.
8.8 The agreement reached at the State bargaining table concerning health care benefits shall be applicable to bargaining unit employees. Employees will participate in the Health Care Benefit Contributions Settlement under the relevant terms of the Settlement Agreement dated July 25, 2006 those terms are: employees covered by a 2007-2009 collective bargaining agreement negotiated pursuant to RCW 41.80 and who are insurance eligible for the month of June 2007 shall receive a one-time payment of seven hundred and fifty-six dollars ($756.00) to be dispersed on July 25, 2007. In addition, the compensation negotiated in the 2005-2007 Collective Bargaining Agreements for fiscal year 2007 (1.6%) scheduled to end on June 30 2007 shall be added to the base in this 2007 - 2009 agreement.
Copyright © 2007 University of Washington
