In the absence of a satisfactory agreement at Stage 2, the employer and the Union may apply, by mutual agreement, for mediation services from the Labour Public Relations Commission (PERC) within 14 calendar days. These services operate in parallel with Stage 3 and should not prevent or delay the planning of an arbitration meeting. Section 25.2. Classification of bargaining units. Die Postdoktoranden-Tarifeinheit umfasst die UW-Besch-ftigten, die die Definition of the Postdoctorandennachweises gem-Abschnitt 25.1 erf-llen und zu den Titeln von Abschnitt 32.3 ernannt werden. storage. For storage, the employer can enter into individual agreements with postdoctoral fellows for salary increases at any time. The university meets, on request, with the Union on the impact of subcontracting on the bargaining unit. Outsourcing is also an appropriate item on the agenda of meetings of the Union`s Joint Management Committee. Postdoctoral fellows are currently full-time non-working professionals.

If changes to the rules on the granting of overtime at the federal or regional level change the overtime status of one of the post-doctors covered by this agreement, each party may re-open Section 23 of the Time and Effort Requirement. The parties agree that, in accordance with the provisions of national and federal law, the employer may require workers entitled to overtime to accurately report the time they work, either through a positive time reporting procedure or an exceptional time reporting procedure established by the employer. In the event that one of the parties requests the reopening of section 23, both parties agree to begin negotiations within seven (7) days from the date of the whistleblowing. Negotiating issues include: overtime licensing procedures and the determination of lunch breaks. The employer recognizes the International Union, United Automobile, Aerospace and Agricultural Implement Workers of America (UAW), the AFL-CIO and its Local Union 4121 as unique and exclusive representatives of negotiations in all matters that set and relate to wages, hours and working conditions for all University of Washington employees in the postdoctoral negotiation unit certified by the Public Relations Commission. This article would create new rights for researchers to deal with discrimination and harassment, including the right to make an unresolved complaint to a neutral arbitrator if they are not satisfied with the university`s decision in this regard. The University`s Office of Equal Opportunity and Affirmative Action, which works on studies on allegations of discrimination and harassment, is now advised to researchers on their right to union representation during a study process, sends appropriate interim measures to the university to protect a researcher during investigations, and forces the university and the Union to come together and make good faith efforts to resolve complaints. This article also contains a contractual obligation of the university to make the best efforts to process and resolve complaints in a timely manner. In title IX cases, the Union could, at the end of the AEOA procedure, challenge a neutral arbitration; In cases where Title IX is not included, the Union can appeal after 75 days, even if the EOAA procedure is not completed. Disputes over the application of Title IX would be resolved by a mutually agreed neutral. Codifies in our contract the legal obligations of the university in terms of health and safety, thus improving the ability of researchers to protect themselves from work in precarious or dangerous conditions, including: the right to deplore health and safety problems; The right to appropriate health and safety training Provide the right equipment Protection from the allocation of work that poses an immediate danger; Provide the right equipment Protection from reprisals to raise awareness of health and safety; and the creation of a joint health and safety committee between the EU and universities.