Who We Are
The contract enforcement work group meets regularly to discuss and take appropriate action on ongoing and emergent contract violations and issues across campus. We have been an integral part of ensuring that our contract, which was ratified in 2015, is upheld and honored by this University.
What We Do
Recent successes include an important arbitration win that led to official recognition and commensurate compensation of Masters classifications for ASEs in Philosophy as well as for those in many other departments on campus; ensuring reimbursement for an ASE who incurred costs due to an unannounced schedule change; recognition of contractual rights for ASEs at Fred Hutchinson Cancer Research Center and in the I-School; fee waivers for ASEs enrolled in fee-based programs; and ensuring that ASEs that the University had tried to compensate through course credit only were properly classified and paid.
Ongoing issues include various violations of the contract due to University’s reliance on fee-based programs; hostile work environments; ASEs experiencing workload overages; childcare subsidies being denied and overlooked; and many others.
Grievance Procedure: Our contract outlines a very clear, grievance procedure for resolving disputes with the University. It defines how a grievance is filed, handled, and hopefully resolved smoothly either within a department (step 1) or with the department, the Graduate School, and Labor Relations (step 2). If a grievance is not resolved in these two steps, it can be moved to a neutral third party arbitrator so that we can get a fair and impartial judgement on the grievance. It is important to note that, thus far, we have won each case we’ve brought to arbitration.
The Union has a strong track record of assisting ASEs and resolving problems successfully, usually quickly and informally. If you have a concern, problem, or question about any aspect of your work, please email firstname.lastname@example.org or fill out this form immediately before trying to resolve the issue by yourself – even before initiating an informal discussion with your supervisor or department – so that you get the best possible advice and are sure to preserve your rights under the Grievance Procedure. Keep in mind that Step 1 grievances “must be filed within twenty one (21) calendar days from the occurrence of the events giving rise to the grievance, or from the time at which the aggrieved individual should reasonably have become aware of the grievance.” Informal discussions do not extend the 21-day timeline.
Collective Bargaining Agreement
Examples of how ASEs have successfully enforced their rights under the contract
Nine Things to Know About Your Contract
Right to Representation in Meetings with Supervisors
Workload Tracking Grids
We meet once a week to discuss and take steps on ongoing and emergent issues on campus. We would love to have you come to these meetings and get involved. You can share what’s going on in your department to help us understand current and past practice related to an ongoing case or you can share a development that needs our attention. Please email email@example.com or check out the UAW 4121 calendar for details about meeting times and locations.