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American Federation of Teachers Contract Negotiation Updates

The Washington State Public Employment Relations Commission (PERC) certified the American Federation of Teachers (AFT), Local 6486, to represent the English language extension lecturers in the International and English Language Programs (IELP) of UW Educational Outreach (UWEO) on March 25, 2011. This is the first time the IELP lecturers have bargained collectively.

Peter Denis
Assistant Vice President, Labor Relations (Lead Negotiator)
Andrew Berg
Labor Relations Specialist, Labor Relations
Jennifer Buck
Associate Director, UWEO HR
Chris Gilman
Senior Director, IELP
A.J. Hartman
Communications Specialist, Labor Relations
Shelley Kostrinsky
Assistant Vice Provost, Academic Personnel
Shelley Middlebrooks
Executive Director, HR Compensation
Anita Sokmen
Associate Director, IELP
Anne Winkelman
Assistant Director, Academic HR

Negotiations Update for September 20, 2013

UW Last, Best, and Final Proposal

In an effort to reach a final agreement, UW presented AFT with its last, best, and final settlement offer. This comprehensive proposal addresses all provisions that to date remained unsettled.

Key components included:

Compensation
Upon ratification of the contract, all extension lecturers would receive a base salary increase of 2 percent or greater. The minimum base salary for extension lecturers would be raised to $3,600 per month for a full-time teaching load. In cases where this does not provide for an increase of 2 percent or greater, lecturers would have their base salary adjusted to be 2 percent greater than it was before ratification.
Every September during the contract term, UW would allocate for annual 2 percent salary increases, with the potential for extension lecturers to receive more or less than 2 percent based on their performance. Additionally, Lead Teacher pay would increase to $1,250 per quarter.
Priority Hiring List
Priority for class assignments as well as 9-month and 11.5-month contracts would be given to extension lecturers based on their performance and engagement in the department. Performance evaluations would guide this, and points of emphasis would include innovative teaching techniques, curricular materials, and collaboration and mentorship.
Professional Development
Professional development funds for each lecturer would not be subject to a maximum allowance. Instead, UW would fund professional development based on what each extension lecturer's approved training requires.
Probationary Period
Extension lecturers would be eligible to exit the probationary period after the sooner of two full-time quarters or six courses. IELP management would observe, guide, and mentor lecturers in the probationary period as often as is possible and appropriate.

Next Steps

UW recommended that AFT present this proposal to its membership for a ratification vote.


Negotiations Recap for August 13, 2013

This recap details the 25th bargaining session between the UW and AFT.

UW Definitive Settlement Offer

UW presented a comprehensive proposal that packaged together all contract provisions that remain unsettled, including:

Management Rights
UW accepted AFT's proposal to exclude "defining criteria for performance expectations" as a management right.
Performance Evaluation
In response to AFT's concern that performance-based priority for contract assignment could compromise collaboration among extension lecturers, UW proposed language to make collaboration a key determinant in the evaluation of an extension lecturer's performance.
Compensation
UW maintained its proposal to allocate for annual 2 percent salary increases, with the potential for extension lecturers to receive more or less than 2 percent based on their performance. UW maintained its proposal to raise the minimum monthly salary to $3,600 for full-time and part-time regular extension lecturers.

Next Steps

AFT expressed dissatisfaction with UW's proposal, and committed to follow up with the UW regarding next steps.


Negotiations Recap for July 29, 2013

This recap details the 24th bargaining session between the UW and AFT.

UW Counter-Proposals

Union Rights
UW declined AFT's proposal to omit language outlining the process by which an employee could request leaves of absence to participate in union-related activities.
Management Rights
UW accepted AFT's proposed language surrounding the extent of management's decision-making authority related to maintaining program standards. UW maintained its proposal to include defining criteria for performance expectations as a management right.
Personnel Files
UW proposed language to further clarify scenarios in which archived materials from an extension lecturer's personnel file may be used in any legal action.
Leaves of Absence
UW declined AFT's proposal to grant extension lecturers one additional paid personal day off per quarter.
Professional Development
UW proposed clarifications to the wording of its previous proposal. The parties discussed the possibility of listing a minimum allocation of professional development funds per lecturer, to accompany UW's proposal for no set maximum.

Tentative Agreement

Article 22: Complete Agreement and Conformity to Law
The parties tentatively agreed to language memorializing their commitment to a contract that complies with the law. The parties tentatively agreed to omit any reference to the IELP Operations Manual.

Next Steps

The next UW-AFT bargaining session is scheduled for August 13.