United Auto Workers Local 4121 (UAW) represents University of Washington (UW) research assistants, teaching assistants, readers, graders, and tutors, known collectively as academic student employees (ASEs). UAW and UW have entered negotiations for a successor agreement to the 2012-2015 collective bargaining agreement, which expires on April 30, 2015.
This recap details the second session for renewal of the collective bargaining agreement between the UW and UAW.
UW Benefits and the UW insurance brokers Parker, Smith, and Feek delivered a draft request for proposals (RFP) regarding the Graduate Appointee Insurance Program (GAIP) for UAW to review. UAW delivered initial feedback and questions, and a meeting was set for the following week to continue the evaluation and discussion. UAW agreed to submit all comments by close of business on January 29 so the RFP can be finalized.
UW presented UAW with an updated GAIP utilization report showing claims incurred since the beginning of the current plan year (October 1, 2014) paid through December 31, 2014. The plan's loss ratio is now at 99.5 percent, and an analysis of claims by service type showed increases in the in- and outpatient hospital, professional, and dental categories.
UW offered to send utilization reports to UAW on a monthly basis rather than quarterly, to which UAW agreed.
UW delivered a presentation presentation summarizing the scope and potential implications of UW's impending transition to a new HR/payroll (HR/P) system. Through the HR/Payroll Modernization project, the UW is replacing its 32-year-old payroll system with a modern HR/P system called Workday. Workday will offer a more uniform, streamlined, and reliable experience for employees across the University, and is planned to launch on December 20, 2015.
UW walked through key components of the new HR/P system, including more robust data tracking abilities, a biweekly pay cycle, and enhanced reporting of work, earnings, and accruals.
UW proposed a memorandum of agreement highlighting the core elements of the transition to a new HR/P system based on what the parties know to date.
The language would memorialize the parties' mutual understanding of the anticipated impacts, while ensuring that discussions may resume if needed, and that no union will come away with a "better deal" than any other.
The parties further discussed some of the intricacies and goals underlying UAW's bargaining demands related to inclusivity, including mitigation of microaggressions, opposition to the International Student Fee, and expanded access to genderless bathrooms.
The next UW-UAW bargaining session is scheduled for January 29.
This recap details the first session for renewal of the collective bargaining agreement between the UW and UAW.
UAW put forth a list outlining its bargaining demands and priorities, structured around several themes for bargaining:
Representatives from the UW Benefits Office and the consultancy Parker, Smith, and Feek attended the bargaining session to discuss the administration and utilization of the GAIP plan, and to offer a variety of healthcare coverage options for consideration. UW Benefits also reviewed the effect of current federal and state regulation on GAIP benefits.
UW Benefits reported that claims this year were largely consistent with the prior year, but that utilization numbers decreased notably in October of 2014. UW is currently looking into why this could be, and committed to report its findings to UAW. UW expressed its interest in conducting a request for proposals (RFP) to evaluate current options in the student insurance marketplace, which UAW supported. UW has requested that Parker, Smith, and Feek perform the RFP, with input from the union.
The next UW-UAW bargaining session is currently being determined by the parties.