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WFSE - Police Management Contract Negotation 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

Negotiations Recap for August 25, 2014

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

UW Proposals

Sick and Bereavement Leave – UW maintained its previous proposal regarding employee use of sick leave for additional bereavement leave.

Rest Periods – UW accepted WFSE's proposal to increase rest periods from 10 to 15 minutes.

Longevity Pay – UW put forth amended language to clarify 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.

Special Event Pay – UW maintained its proposal for employees who are assigned the night shift before or after a UW football game be the last to be called for staffing the game.

Overtime Pay for Lieutenants – UW declined WFSE's proposal for overtime-exempt lieutenants to receive overtime pay for work exceeding their defined work day or 40 hours per week. UW maintained its 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.

WFSE Proposals

Holidays – WFSE withdrew its proposal for an extra personal holiday per year, but maintained its proposal for employees to receive holiday pay according to the length of their shift, as well as its proposal to allow for employees to apply paid leave to the two unpaid days off per year granted by recently enacted legislation.

General Wage Increase – WFSE proposed a 6 percent general wage increase on July 1, 2015, and again on July 1, 2016.

Steps and Differentials – WFSE withdrew its proposal to increase the supervisory differential to 16.5 percent, but maintained its proposal to add a new step to the end of the BP pay scale.

Premiums and Incentives – WFSE withdrew its proposals to create pay premiums for employees performing field training, traffic control, and investigatory duties. WFSE accepted UW's modifications to its proposed fitness and education incentives.

Tentative Agreements

Sick and Bereavement Leave – The parties tentatively agreed to allow employees to use sick leave for up to three days of additional bereavement leave for time beyond the three day bereavement leave entitlement, as approved by management.

Next Steps

The next UW-WFSE Police Management bargaining session is scheduled for September 10.


Negotiations Recap for August 13, 2014

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

UW Proposals

Holidays – UW declined WFSE's proposal to add an extra personal holiday per year, and proposed maintaining the practice of providing eight hours of pay per holiday for all full-time employees.

Sick and Bereavement Leave – UW proposed allowing employees to use sick leave for up to three days of additional bereavement leave for time beyond the three day bereavement leave entitlement, as approved by management.

UW Compensation Counter-proposal

UW provided a counter-proposal to WFSE's initial compensation proposal, explaining that it focused funds on what it deems to be the areas of greatest need and potential mutual benefit.

General Wage Increase – UW declined WFSE's proposal for 10 percent general wage increases both years of the 2015-17 contract.

Steps and Differentials – UW proposed keeping the supervisory differential at 15 percent, and declined WFSE's proposed addition of a new step to the end of the BP pay scale.

Premiums – UW declined WFSE's proposals to establish pay premiums for employees performing field training, traffic control, and investigatory duties, explaining that these are already core job functions.

Incentives – UW provided responses to WFSE's proposed pay incentives:

  • Longevity – UW proposed front-loading the existing longevity pay schedule by providing for an increase at three years of service instead of at 25 years.
  • Fitness – UW agreed to WFSE's proposed $250 yearly lump sum for qualifying employees passing the PFAT-based fitness test, provided that the test is administered by a third party and the results are not subject to grievance.
  • Education – UW declined WFSE's proposed incentive pay for an associate degree, but proposed an annual lump sum of $500 for employees holding a bachelor degree, and $750 for advanced degrees such as a master's or juris doctor.

WFSE Proposals

Rest Periods – WFSE maintained its proposal to increase rest periods from 10 to 15 minutes.

Overtime Pay for Lieutenants – WFSE proposed that overtime-exempt lieutenants receive overtime pay for work exceeding their defined work day or exceeding 40 hours per week, as well as for football games and other special events.

WFSE proposed that all time in a pay status (such as sick and vacation leave) be counted toward the calculation of overtime, and that lieutenants be paid at least four hours of overtime for each assignment that is not contiguous to the employee's shift.

Special Event Pay – WFSE maintained its proposal that employees who work a shift the night before or after a UW football game not be required to work the game. WFSE proposed that recharge overtime be compensated at a rate of one and one-half times an employee's regular rate, and that it apply to employees assigned to stadium or patrol coverage for football games.

Unpaid Holidays for Reason of Faith or Conscience – WFSE proposed a memorandum to codify and supplement recently enacted legislation, such that employees could apply paid leave during the two unpaid days off per year granted by the law.

Sick and Bereavement Leave – WFSE proposed allowing employees to use sick leave or compensatory time for up to three days of additional bereavement leave for time beyond the three day bereavement leave entitlement, as approved by management.

Tentative Agreement

Article 6: Union Dues Deduction and Security –The parties tentatively agreed to add language outlining the process through which employees can voluntarily contribute from their paycheck to the WFSE/AFSCME Public Safety Protection Program.

Next Steps

The next UW-WFSE Police Management bargaining session is scheduled for August 25.


Negotiations Recap for July 23, 2014

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

UW Proposals

Public Safety Protection Program – UW proposed that employee participation in the WFSE/AFSCME Public Safety Protection Program as proposed by WFSE be voluntary.

Vacation Time – UW declined WFSE's proposal for vacation accrual rates to continue increasing up to an employee's 16th year of service, as well as WFSE's proposal to allow for employees to accrue up to 360 hours of vacation time. UW accepted WFSE's proposal to standardize the semi-annual vacation bidding process across bargaining unit employees.

Sick and Bereavement Leave – UW agreed to increase standby pay to $3.75 to match that of UWPD officers. UW also agreed to provide at least four hours of pay at the applicable rate when employees must be available for work-related court assignments during off duty hours.

Bereavement Leave – UW declined WFSE's proposal to allow for employees to use their accrued paid leaves or leave without pay to take more than three days off for bereavement purposes. UW proposed allowing for employees to use leave without pay for time beyond the three day bereavement leave entitlement, as approved by management.

Special Event Pay – UW proposed that employees who are assigned a shift the night before or after a UW football game be the last to be called for staffing the game. UW proposed language memorializing that recharge overtime is paid at a rate of one and one-half times an employee's regular rate, and applies to employees assigned to stadium or patrol coverage for football games.

Overtime Pay for Exempt Employees – UW proposed language to clarify that while lieutenants are exempt from overtime pay, they will receive one and one-half times their regular rate of pay for football games, and that such payment for other special events must be specifically agreed to in writing beforehand.

Hours of Work – The parties agreed that no employee will be assigned more than 16 hours in a 24 hour period except during an emergency or by mutual agreement, and that employees be granted a minimum rest period of eight hours between shifts.

Compensation

UWPD Market Data

UW presented market data comparing pay for sergeants and lieutenants at UWPD to that of police departments at several comparable universities. Average pay for both UWPD sergeants and lieutenants is at or above the market salary range median.

WFSE Compensation Proposal

General Wage Increase – WFSE proposed a 10 percent general wage increase on July 1, 2015, and again on July 1, 2016.

Steps and Differentials – WFSE proposed the addition of a new step to the end of the BP pay scale, as well as increasing the supervisory differential to 16.5 percent. WFSE also proposed expanding the longevity pay schedule to provide for an increase to 6 percent for 30 or more years of service.

Education Incentive – WFSE proposed increases to base pay for sergeants and lieutenants in recognition of academic degrees held, as follows:

  • 2 percent for an associate degree
  • 4 percent for a bachelor degree
  • 6 percent for advanced degrees such as a master's or juris doctor

Tentative Agreement

Article 10: Vacations – The parties tentatively agreed to the most recent language proposed by UW.

Next Steps

The next UW-WFSE Police Management bargaining session is scheduled for August 13.