Skip navigation - Jump to main content

WFSE - Police Management Contract Negotiation Updates

The WFSE-represented Police Management bargaining unit is comprised of Sergeants and Lieutenants at the UW Police Department. UW and WFSE began negotiations for the 2015-2017 term of the Police Management collective bargaining agreement on June 4, 2014. These negotiations are summarized below.

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, UW Labor Relations
Steve Rittereiser
Major, UW Police Department

Comprehensive UW-WFSE Police Management Tentative Agreement Reached

The parties reached a comprehensive tentative agreement for the 2015-2017 UW-WFSE Police Management contract, which has been ratified by the WFSE Police Management bargaining unit.

Summary of the 2015-2017 Agreement

Highlights of the agreement include:

Wage Increases: The WFSE Police Management bargaining unit will receive a 3 percent across the board wage increase July 1, 2015 and a 2 percent across-the-board wage increase July 1, 2016.

New Top Step: Effective July 1, 2015, a new step (M) will be established on the pay scales for Sergeants and Lieutenants. Employees who have been at step L for at least one year as of July 1, 2015, will move to step M effective the first pay period of July 2015.

Education Incentive: Police Sergeants and Lieutenants holding a bachelor degree will receive an annual lump sum of $500, or $750 for those holding an advanced degree such as a master's or juris doctor.

Fitness Incentive: Qualifying Police Sergeants and Lieutenants passing the PFAT-based fitness test will receive a $250 yearly lump sum, provided that the test is administered by a third party and the results are not subject to grievance.

Longevity Premium Schedule: The existing longevity pay schedule will be front-loaded to provide for an increase at three years of service instead of at 25 years.


Negotiations Recap for September 19, 2014

This recap details the sixth session for the renewal of the UW–WFSE Police Management collective bargaining agreement for the 2015-17 contract term.

WFSE Proposals

Holidays – WFSE proposed that an employee's seniority date not be affected by leave without pay taken for reason of faith or conscience, and maintained its proposal for employees to receive holiday pay according to the length of their shift instead of the standard eight hours per holiday for full-time employees.

UW informed WFSE that its current systems cannot accommodate an arrangement where employees receive holiday pay according to the length of their shift.

UW Proposals

Special Event Pay – UW proposed that in cases where an employee would receive less than eight hours between their shift and a football event, management would schedule the employee's football shift such that they receive eight hours of rest between shifts.

Exceptions could be made for emergent operational necessity or in cases where the football shift is contiguous with the employee's regularly-scheduled shift.

Next Steps

The next UW-WFSE Police Management bargaining session is scheduled for September 22.


Negotiations Recap for September 10, 2014

This recap details the fifth session for the renewal of the UW–WFSE Police Management collective bargaining agreement for the 2015-17 contract term.

UW Proposals

General Wage Increase – UW proposed a 1.25 percent general wage increase on July 1, 2015, and a 1.75 percent increase on July 1, 2016.

Longevity – UW maintained its proposal to front-load the existing longevity pay schedule by providing for an increase at three years of service instead of at 25 years.

Holidays – UW declined WFSE's proposal to allow for employees to apply paid leave to the two unpaid days off per year granted by recently enacted legislation, in favor of maintaining the two days as leave without pay, as the legislation indicates.

UW declined WFSE's proposal for employees to receive holiday pay according to the length of their shift, as well as its proposal to add another personal holiday.

WFSE Proposals

Special Event Pay – WFSE proposed that employees who are assigned the night shift before or after a UW football game be the last to be called for staffing the game, and that employees receiving less than eight hours between their shift and a special event be compensated at double their normal rate of pay for all hours worked during the event assignment.

Overtime Pay for Lieutenants – WFSE accepted UW's proposal for lieutenants to receive one and one-half times their regular rate of pay for football games, and to allow such pay for other special events when agreed to in writing beforehand.

Emergency Definition – In the context of requiring an employee to work more than 16 hours in a 24-hour period, WFSE proposed defining an "emergency" as any unexpected or unplanned event that has a significant impact to life and/or property.

Next Steps

The next UW-WFSE Police Management bargaining session is scheduled for September 19.