As we shared recently, we are committed to a fair contract for the University of Washington’s academic student employees. ASEs are an integral part of the University, and the UW continues to negotiate with their representatives in good faith. It’s very disappointing that with two negotiating sessions still scheduled before June 2, the United Auto Workers Local 4121 (UAW) has announced a strike for June 2-15.
Category: Faculty and Staff
Our commitment to a fair contract for ASEs
The UW is firmly committed to ensuring that teaching assistants, research assistants and all Academic Student Employees (ASEs) are fairly compensated for that work. That is why five years ago we made a commitment to the shared goal of raising the median wages of teaching and tesearch assistants and other ASEs to be in alignment with their peers in the Global Challenge States and on par with the University of California system. Over the last five years, the base salary for ASEs was increased between 3 percent and 11.59 percent each year, for a compounded rate increase of 50.4 percent.
Understanding, preventing and responding to sexual harassment
I sent the following message to all University of Washington faculty and staff today and I think it’s worth sharing with our whole community. Sexual harassment has the potential to affect everyone and it’s an issue we can and must work together to prevent and address.
As the #MeToo movement has brought attention to the pervasive issue of sexual harassment in our culture, the University of Washington reaffirms our deep commitment to preventing and addressing sexual harassment in our community. Sexual harassment is devastating for victims, and too often, survivors do not get the support they need when they come forward. Our University is dedicated to fostering working and learning environments that are free from sexual harassment and all forms of sexual violence and discrimination.
Training resources:
In-person, unit-based training can now be scheduled through your Human Resources consultant
Monthly prevention of sexual harassment in-person training through Campus Staff Human Resources. Register here
Video training Addressing Sex Discrimination & Sexual Harassment for staff, faculty and other academic personnel
Bystander training to identify and interrupt instances of interpersonal violence, including sexual harassment and sexual violence is offered regularly on the Seattle campus and by request at other UW locations
We are all responsible for understanding what sexual harassment is, taking action to prevent it from occurring, and knowing how to respond if it does occur. Beginning May 1, 2018, all schools, colleges, campuses, divisions, departments, programs, and offices can request in-person, customized training through Human Resources. In addition to the training focused on staff responsibilities offered through POD, this customized training can now be scheduled on a by-unit basis and geared to any combination of staff and faculty. Contact your Human Resources consultant to schedule a training.
These sessions will expand on a new training video, produced by Human Resources, Academic Personnel, and Compliance Services, “Preventing Sex Discrimination and Sexual Harassment in the Work Environment.” I expect every faculty and staff member to watch this training video. Look for additional training topics and resources to be made available this fall.
University policy also prohibits all employees from engaging in romantic relationships with students that create a conflict of interest or can be perceived to create a conflict of interest. It also prohibits exercising authority over a student with whom the employee has had a romantic relationship. Our policies also address potential conflicts of interest between employees. If you have questions or concerns regarding these policies, how “conflict of interest” is defined, or about developing a formal plan to manage a potential conflict, contact your supervisor, department chair or Human Resources or Academic Human Resources consultant.
The resources and trainings I’ve shared here are valuable, but we recognize that there is more work to be done. A Title IX workgroup is developing recommendations for enhanced education and outreach. Another group is addressing how to best assess our university climate on these issues, and a third is further clarifying employee responsibilities in preventing and responding to sexual violence and sexual harassment. The Title IX Steering Committee will be reviewing their recommendations in Autumn Quarter and the Faculty Senate will lead discussions about the significant role that faculty play in preventing and addressing sexual harassment. I look forward to sharing the results of this work with you.
If you have experienced or are aware of sexual harassment occurring at the UW, please inform your supervisor, department chair, unit administrator or Human Resources/AHR consultant, or call SafeCampus at 206-685-7233. You can also connect with a confidential advocate who will provide information about your rights and support resources. You may also reach out to Interim Title IX Coordinator Valery Richardson at titleix@uw.edu or 206-616-9713.
As a community devoted to public service and grounded in respect for the inherent dignity and worth of every person, we share a responsibility to ensure that sexual harassment is never tolerated here. We all have an obligation to live up to those ideals, and to support each other in fostering a safe and healthy place to work and learn.
To our community, new and returning, welcome!
After a hazy, smoky last few days of summer here in Washington, the snap in the autumn air is a welcome change. It matches the mood at our great University as we welcome a new entering class, transfer students and returning students, many of whom arrived on our campuses last week to begin the 2017–18 academic year.
Kicking off a national search for the next UW Provost
Last week, I officially charged a group of faculty, staff and students to advise me by searching nationally to identify candidates for the UW’s top academic job. In their search for a Provost and Executive Vice President, I have asked them to seek candidates who value our traditions of shared governance, transparency and accountability. I also encouraged them to reach out across disciplines and to individuals who reflect the diversity of our community. Finalists for the position will come to campus to meet with members of our community and talk about their vision sometime in the fall or winter.
Sharing our expertise for the public good
We have not just an opportunity, but a responsibility to share the knowledge we develop with a wider world that is hungry for it. A full accounting of the knowledge and accumulated expertise at the UW would be impossible, but if we harness it together and as individuals, our collective power to inform truthfully and persuasively is formidable.
A message to faculty & staff: You make the UW what it is
Today, Jerry and I were very pleased to take an opportunity to send a message to all the dedicated faculty and staff of the UW about just how important they are to the University, to our students’ success and to the impact – near and far – that we have as an institution. Below is our message which we think is worth sharing as widely as possible.