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Teamsters 117 Contract Negotation Updates

The Teamsters union represents police officers within the UW Police Department. The current collective bargaining agreement between the UW and the Teamsters Local Union No. 117 (Teamsters), which governs UW-Teamsters relations for the 2013-2015 biennium, expires on June 30, 2015. Contract negotiations are now underway to bargain a successor agreement for the 2015-2017 biennium.

Andrew Berg
Assistant Director, Labor Relations (Lead Negotiator)
Stephanie Godwin-Austen
Sr. Compensation Consultant, UW Compensation
Lisa Hanna
Director of Employee Relations, Campus HR Operations
A.J. Hartman
Communications Specialist, Labor Relations
Bev Page
Human Resources Consultant, Campus HR Operations
Steve Rittereiser
Major, UW Police Department

Negotiations Recap for August 21, 2014

This recap details the third session for the renewal of the collective bargaining agreement between the UW and Teamsters.

Teamsters Package Proposal

Teamsters put forth a package proposal in which all provisions would need to be accepted in their entirety. Provisions included:

Sick Leave – Teamsters would withdraw its proposal to remove the limit on the amount of sick leave an employee may use for emergency child care, in favor of maintaining the current limit of three days per calendar year.

Hours of Work and Overtime – Teamsters maintained its proposal to prohibit management from mandating temporary deviations from the regular work schedule except in emergencies.

Recharge Event Pay – Teamsters maintained its proposal for UWPD officers working recharge or overtime events to be paid at the rate of non-UWPD officers working the same assignment or the amount the UWPD has charged the University for staffing the event, whichever is greater.

Pay for Administrative Assignments - Teamsters proposed expanding applicability of the provision by which an officer may receive at least four hours' pay for attending court to include additional forums, such as student conduct boards and Department of Licensing in-person or telephonic hearings.

Event Staffing –Teamsters would withdraw its proposal to prohibit management from assigning officers to work football events or special assignments outside of their regular shift when there are no volunteers. Teamsters proposed that by July 15 of each year the UWPD Chief send notification for officers who wish to be eligible for football event overtime assignments, and that officers not indicating eligibility will not be required to work a football event except in cases of emergency.

Pre-Scheduled Overtime – Teamsters maintained its proposed requirement that any non-emergency pre-scheduled mandatory overtime be contiguous with an officer's regularly scheduled shift.

Compensatory Time Off – Teamsters proposed increasing the maximum amount of compensatory time officers can accumulate from 200 hours to 360.

Discipline and Dismissal – Teamsters maintained its proposal to remove language memorializing that some conduct is serious enough to warrant suspension or discharge for the first offense.

Tentative Agreements

Joint Labor-Management Committee – The parties formalized their tentative agreement to allow a union staff representative to be the sole decision-maker in determining whether their attendance at joint labor-management meetings is necessary.

The parties tentatively agreed to maintain current contract language, with occasional grammatical edits, for the following articles:

  • Article 1: Preamble
  • Article 2: Non-Discrimination
  • Article 3: Management Rights and Responsibilities
  • Article 5: Union Recognition, Union Security, and Dues Deduction
  • Article 6: Union Business/Representatives
  • Article 7: Union Business Activities Leave
  • Article 8: Employee Files
  • Article 14: Seniority and Layoff
  • Article 18: Grievance Procedure
  • Article 19: Employee Rights
  • Article 21: Contracting Out
  • Article 22: Performance of Duty
  • Article 23: Tuition Exemption
  • Article 24: Severability
  • Article 26: Resignation and Abandonment

Next Steps

The next UW-Teamsters bargaining session is scheduled for September 12.


Negotiations Recap for August 14, 2014

This recap details the second session for the renewal of the collective bargaining agreement between the UW and Teamsters.

UW Proposals

Longevity Premium – UW proposed front-loading the existing longevity pay schedule by providing for an increase at three years of service instead of at 25 years.

Grievance Procedure – UW accepted Teamsters' proposal to increase steward involvement at step one of the grievance procedure, and grievances to automatically move to step two if a department does not provide a response at step one.

Field Training Officer Premium – UW proposed field training officers (FTOs) receive a 2 percent premium throughout the life of the contract, instead of the current three step increase during hours worked performing FTO responsibilities.

DRIVE Fund – UW accepted Teamsters' proposed language to allow for employees to voluntarily contribute to Democrat, Republican, Independent Voter Education (DRIVE) via payroll deduction, provided that management receives a copy of the authorization.

Joint Labor-Management Committee – UW agreed to Teamsters' proposal for a union staff representative to be the sole decision-maker in determining whether their attendance at joint labor-management meetings is necessary.

Employee Files – UW declined Teamsters' proposal for suspension records to be removed from an employee's personnel files after four years, in favor of maintaining the current seven year period. UW explained that retaining such files for only four years would not satisfy University-wide policies and state law.

Sick Leave Use – In response to Teamsters' proposal to remove the limit on the amount of sick leave an employee may use for emergency child care, UW proposed language that would allow employees to exceed the current limit of three days per calendar year with written pre-approval from the UWPD chief or designee.

Hours of Work and Overtime – UW declined Teamsters' proposal to prohibit management from mandating temporary deviations from the regular work schedule except in emergencies.

Recharge Event Pay – UW declined Teamsters' proposal for UWPD officers working recharge or overtime events to be paid at the rate of non-UWPD officers working the same assignment or the amount the UWPD has charged the University for staffing the event, whichever is greater.

Event Staffing – UW declined Teamsters' proposal to prohibit management from assigning officers to work football events or special assignments outside of their regular shift when there are no volunteers.

Pay for Administrative Assignments – UW accepted Teamsters' proposed expansion of administrative assignments that qualify for pay, provided that only assignments requiring in-person attendance that are not contiguous with their shift receive a minimum of four hours' pay. Noncontiguous telephonic assignments would receive at least one hour of pay, with contiguous defined as occurring within 60 minutes of a shift's beginning or end.

Shift Selection – UW proposed a requirement that officers work a different shift each year, excluding specialty positions, in order to further round out each officer's experience.

Pre-Scheduled Overtime – UW declined Teamsters' proposed requirement that any non-emergency pre-scheduled mandatory overtime be contiguous with an officer's regularly scheduled shift.

Compensatory Time Off – In response to Teamsters' proposal to increase the compensatory time accrual maximum from 200 hours to 480, UW proposed an increase to 240 hours.

Next Steps

The next UW-Teamsters bargaining session is scheduled for August 21.


Negotiations Recap for July 24, 2014

This recap details the first session for the renewal of the collective bargaining agreement between the UW and Teamsters.

Teamsters Initial Proposal

The parties walked through the Teamsters' initial contract proposal. Key points included:

DRIVE Fund - Teamsters proposed allowing for employees to voluntarily contribute to Democrat, Republican, Independent Voter Education (DRIVE) via payroll deduction.

Joint Labor-Management Committee - Teamsters proposed that the union staff representative be the sole decision-maker in determining whether their attendance at joint labor-management meetings is necessary.

Employee Files - Teamsters proposed that records of suspension be removed from an employee's official and departmental personnel files after four years, rather than the current seven year period.

Sick Leave Use - Teamsters proposed that there be no limit to the amount of sick leave an employee may use to provide emergency child care, rather than the current limit of three days per calendar year.

Hours of Work and Overtime - Teamsters proposed that management be prohibited from mandating temporary deviations from the regular work schedule or requiring employees to work on their regular days off, except in cases of bona fide emergency.

Recharge Event Pay - Teamsters proposed that UWPD officers working recharge or overtime events be paid either at a rate no less than that of non-UWPD officers working the same assignment, or no less than the amount the UWPD has charged the University for staffing the event, whichever is greater.

Event Staffing - Teamsters proposed language to prohibit management from assigning officers to work football events when there are no volunteers, and to instead seek staff from the WFSE-represented police management bargaining unit. Teamsters proposed that no employee be mandated to work any football event or special assignment outside of their regular shift.

Pay for Administrative Assignments - Teamsters proposed expanding applicability of the provision by which an officer may receive at least four hours' pay for attending court to include additional forums, such as student conduct boards and Department of Licensing in-person or telephonic hearings.

Pre-Scheduled Overtime - Teamsters proposed that any non-emergency pre-scheduled mandatory overtime must be contiguous with an officer's regularly scheduled shift. Any officer receiving less than 72 hours' advance notice could refuse the assignment, and those who accept it would be paid at the overtime rate for the difference between 72 and the number of hours' notice they actually received.

Compensatory Time Off - Teamsters proposed increasing the maximum amount of compensatory time officers can accumulate from 200 hours to 480.

Grievance Procedure - Teamsters proposed increasing steward involvement at step one of the grievance procedure, and proposed that step one grievances to which a department does not respond be automatically moved to step two.

Next Steps

The next UW-Teamsters bargaining session is scheduled for August 14.