Bargaining May 11-12 and 19, 2010

WSU Bargaining Update

Washington Federation of State Employees • AFSCME Council 28 • AFL-CIO www.wfse.org

Schedule of by Brett Clubbe, Team Communication Officer 2. When the WFSE bargaining team put
forth several economic proposals to regain
negotiations: Your WSU Bargaining Team met with the
losses in the current contract and improve
Wed., April 14 University on May 11-12 and 19. Here’s a
indirect compensation for heath care and
Thu., April 29 summary of what occurred.
parking, the response from the manage-
Tue/Wed., May 11-12 In keeping with the May 12 deadline, both ment negotiator was,
Wed., May 19 parties have submitted all proposed changes to
Tue/Wed, May 25-26 existing contract articles, so everything is now “Our position is…..No Money.”
on the table.
Thu/Fri, June 3-4
Mon/Tue., June 7-8 Proposals on the table, not agreed to:
WHERE WE AGREE OR NEARLY SO:
Mon/Tue., June 14-15 • Article 1, Authority of Contract involv-
These are in addition to those reported in the previous report.
ing past practices; binding arbitration in
WSU Bargaining • Appendices - signed off on all. the absense of good faith bargaining; and
Team Roster: • Article 1, Scope & Interpretation, “good language that would allow the University
faith” negotions for any changes in work- to fund contract with other funds (ouside
Curt Bod ing conditions. of state funds) if legislature fails to fund
Brett Clubbe • Article 5, Overtime wages paid in the same the contract. The University rejected the
Roger Eberhardt pay period are regular wages earned (sal- alternate funding proposal.
David Goose ary survey priority). • Article 3, Employee Rights involving
Yvonne Kibbee • Article 6, Employee requested relocation nepotism policy and drug testing.
Eric Needham - HRS must notify employee within 24 • Article 4, Union Rights and Responsi-
Lance Mitchell hours if submitted packet is incomplete. bilities expanding union representation
Gerry Stamper • Article 8, Benefits. Maternity/Parternity representational hours, number of stewards
leave discussions continue. and contact rules.
Lead Negotiator: • Article 9, Compensation. Make L step • Article 5, Hours of Work. University seek
permanent. University is reviewing Haz- to reduce notification from 7 to 5 days for
Tom Gunn schedule change; Union seeks first right of
ard Pay increase.
tomg@wfse.org refusal for additional work. Union seeks
appropriate timeframe for payment over-
STILL ON THE TABLE:
Contact the time, ensuring unnecessary delay. Univer-
team: On articles remaining on the table, it is clear sity holds fast against adding Sick Leave
info@wfse.org that we are approaching impasse. Impasse to calculation of overtime.
means that progress is no longer being made
Please put “Message • Article 6, Job Processes. University seeks
by either party.
for the WSU Bargaining to reduce notification and penalty for
Team” in the subject line. For example: Transfers and Temporary assignments
1. WFSE proposed paying day-for-day as • Article 8, Benefits. Additional holiday
Online at: it relates to holiday pay for employees (President’s Day), personal leave (from
www.wfse.org > scheduled for four ten-hour days per week 1 to 2 days) and bereavement proposals
Bargaining Center > (see Salary Survey, issue #3: Holiday Pay (from 3-5 days) rejected by University;
WSU Bargaining equivalent to the employee’s work shift for request for additional annual leave and
Team Info & News all alternative work schedule employees). VEBA increase also rejected. Union seeks
Management strongly implied that they to change timeframe for requesting LWOP,
have the right to move all employees to a lowering it from 14 days to 1 day. The
5-day eight-hour work schedule. Union also seeks parental leave for either
parent.
continued on page 1
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WSU Bargaining Update

5/21/10

Support Our Bargaining Team

Washington Federation of State Employees
WFSE/AFSCME Council 28 • AFL-CIO

continued from page 1

• Article 9, Compensation. Unlike
state agencies, WSU has alternate
sources of funding not tied to
the state general fund. The team
is seeking to empower the Uni-
versity make use of these funds
to fully fund the contract when
the legislature does not. Under
compensation, the Union seeks
temporary upgrade pay for any ap-
pointments lasting more than one
day - University seeks 14 days of
upgrade work without the benefit
of upgrade pay. University re-
jected increase in shift differential
from $.65 to $1.65; overtime rate
for call-back minimum, Standby • Article 12 regarding nepotism.
increase from 7% to 14%; and
salary increase of 4%. Union also Even though we do not agree with
seeks expanding list of job duties most of what the University is propos-
requiring hazard pay. ing, WSU’s management team has
• Article 11, Grievance and Arbitra- responded quickly and professionally
tion. The University prefers pro- to our requests.
cedural language that discourages
resolution of issues taken to the
grievance process and would like
to limit the scope and number of
employees affected by a grievance
resolution. The University would
also like to bar an arbitrator from
granting monetary compensation
for violation of the contract.