Please note that the exact text of this agreement has not been verified by both parties at this time. All articles were tentatively agreed upon individually, and ratified by our Membership as well as Western’s Board of Trustees, then joined together into this document.
I’m also working on putting in a plain-text version to this page. This will be completed soon 🙂
2026-2028 Collective Bargaining Agreement by and between Western Washington University And Western Academic Workers United, International Union, United Automobile, Aerospace and Agricultural Implement Workers of America, AFL-CIO Effective August 13, 2026, through April 30, 2028
Article 1 – Recognition
1.1 – Bargaining Unit. In accordance with PERC Case No.136078-E-22, PERC Case No. 144384-E-25, and RCW 41.56.0215, Western Washington University hereby recognizes Western Academic Workers United, International Union, United Automobile, Aerospace and Agricultural Implement Workers of America, AFL-CIO as exclusive bargaining representative for all employees included in the bargaining unit.
Article 2 – Scope of Agreement
2.1 – Purpose.
It is the purpose of this Agreement to provide for the wages, hours and terms and conditions of employment of the educational Student Workers covered by this Agreement.
2.2 – University Policies and Regulation.
This Agreement supersedes specific provisions of University policies, rules, regulations and procedures with which it conflicts. Unless superseded by a specific provision of this Agreement the University’s policies, rules, regulations and procedures, as currently written, or amended, will apply to all employees. The University will notify the Union of any proposed changes to existing policy and proposed new policy affecting mandatory subjects of bargaining.
2.3 – Severability/Savings Clause.
This Agreement is subject to the law as it currently exists or is hereafter amended. If any term or provision of this Agreement is, at any time during the life of this Agreement, adjudged by a court or administrative body of competent jurisdiction to be in conflict with any law, such term or provision will become invalid and unenforceable, but all of the remaining provisions of the Agreement that are not rendered meaningless, inoperable or ambiguous as a consequence of the court’s or administrative body’s ruling shall remain in full force and effect. The parties shall meet as soon as practicable to negotiate in good faith with respect to the effects of any term or provision of this Agreement found to be in contravention of the law.
2.4 – Bargaining Changes to Mandatory Subjects.
Except as provided in this Agreement or by applicable law, the University will satisfy its collective bargaining obligation before changing a matter that is a mandatory subject. The Employer will notify the Union of the proposed changes in writing and the Union may request discussions about and/or negotiations on the impact of these changes on Student Workers’ working conditions. The Union will notify the AVP of Human Resources in writing of any demands to bargain. In the event the Union does not request discussions and/or negotiations within twenty-one (21) calendar days, the University may implement the changes without further discussions and/or negotiations. Unless otherwise agreed, the parties will begin bargaining within thirty (30) calendar days of the receipt of the request to bargain. There may be emergency or mandated conditions that are outside of the University’s control requiring immediate implementation, in which case the University will notify the Union as soon as possible.
Article 3 – Grievance Procedure:
3.1 – Purpose.
The purpose of this procedure is to provide the process for the prompt and fair resolution of grievances as defined in Section 3.2 below. Nothing in this procedure shall preclude a Student Worker or the Union from resolving disagreements informally.
3.2 – Definition of Grievances.
A grievance is a claim by an employee or group of employees covered by this Agreement, or by the Union, that the University has committed a violation, misapplication or misinterpretation of the terms of this Agreement.
3.3 – Informal Resolution.
The Union and the University encourage problem resolution between employees and management and are committed to settling disputes as soon as possible and at the lowest possible level.
3.4 – Time Limits.
3.4.1 – Time limits within the grievance procedure may be waived or extended by the written, mutual agreement of both parties. If the Union, on behalf of the Student Worker, fails to act or respond within the specified time limits, the grievance will be considered waived. If the University fails to respond within the specified time limits, the grievance will proceed to the next step of the grievance procedure.
3.4.2 – The day after the event, act or omission shall be the first day of a timeline under this Article. In the event that a time limit under this Article ends on a weekend or holiday, the deadline will be extended automatically to the following University business day.
3.4.3 – Submissions will be considered timely under this Article if they are received by 5:00 p.m. Pacific Time on the last day called for under an applicable time limit.
3.5 – Submission of Grievances and Responses.
3.5.1 – All grievances and requests for arbitration must be submitted to the University’s Human Resources Office and may be sent to relevant supervisor(s), by hard copy or electronic mail. University responses will be submitted to the Union’s business office by hard copy or electronic mail.
3.5.2 – Unless mutually agreed, multiple grievances arising out of unrelated events must be submitted, and will be processed, separately.
3.5.3 – Grievances shall include the following:
A) the specific provision(s) of the Agreement allegedly violated, misinterpreted, or misapplied;
B) a statement of the facts upon which the grievance is based, including the date on which the alleged grievance occurred; and
C) the remedy sought.
3.6 – Process.
3.6.1 – Step One. Step One is encouraged but optional. The Union shall submit the initial grievance, including grievances initially filed at Step Two, within twenty-eight (28) calendar days of the day the Student Worker(s) or the Union knew or reasonably should have known of the event(s) giving rise to the grievance. The appropriate unit head (or designee) will respond to the grievance in writing within fourteen (14) calendar days after receipt.
3.6..2 – Step Two. If the grievance is not resolved at Step One the Union may appeal in writing within fourteen (14) calendar days. The Dean, Provost, Vice President or designee shall meet with the Union and grievant regarding a Step Two appeal (or where permitted, initial filing) within fourteen (14) calendar days of receiving the appeal or filing. The Dean, Provost, Vice President or designee will issue a written response to the grievance within fourteen (14) calendar days of the meeting. The requirement of a meeting may be waived by mutual agreement.
3.6.3 – Step Three. If the grievance is not resolved at Step Two, the Union may appeal in writing within fourteen (14) calendar days. The AVP of Human Resources (or designee) shall meet with the Union and grievant within fourteen (14) calendar days of receiving the Step Three appeal. The AVP of Human Resources (or designee) will issue a written response to the grievance within seven (7) calendar days of the meeting. The requirement of a meeting may be waived by mutual agreement.
3.6.4 – Step Four. Arbitration. In the event the parties are unable to resolve the grievance at Step Three, the Union may demand arbitration of the grievance by submitting a written demand within fourteen (14) calendar days of its receipt of the Step Three response. The Union’s arbitration demand shall state the issue to be arbitrated, and the remedy sought. Upon mutual agreement, the parties may submit a grievance to mediation using a mediator appointed by the Public Employment Relations Commission. Mediation services shall run concurrent with Step Three and shall not prevent nor delay the scheduling of an arbitration hearing.
3.7 – Arbitration.
3.7.1 – Arbitrator Selection The parties may mutually agree upon an arbitrator. In the event that no such agreement is reached within fourteen (14) calendar days of the Union’s arbitration demand, the Union will request a list of seven (7) arbitrators from Washington and/or Oregon provided by the American Arbitration Association. Within seven (7) calendar days following the receipt of the list of eligible arbitrators, the parties’ representatives will meet or confer to select an arbitrator. The parties will each strike three (3) arbitrators from the list in an alternating order, and the remaining arbitrator shall hear the dispute. The party exercising the first strike shall be the loser of a flip of a coin.
3.7.2 – Arbitrability Challenges to the arbitrability of a grievance shall be resolved in a proceeding separate from and prior to arbitration on the merits of the grievance.
3.7.3 – Authority The arbitrator shall not have the power or jurisdiction to render a decision that adds to, subtracts from, alters, amends or modifies in any way the terms and conditions of Agreement.
3.7.4 – Procedure Arbitration will take place in accord with the Labor Arbitration Rules of the American Arbitration Association (AAA) unless the parties agree otherwise in writing.
3.7.5 – Decision The arbitrator will issue a written decision to the parties within thirty (30) calendar days after the close of the hearing(s) or the submission of the post hearing briefs, whichever is later. The decision of the arbitrator shall be final, conclusive, and binding on the University, the Union, and the Student Worker(s); provided that the decision does not include action by the arbitrator beyond his or her jurisdiction.
3.7.6 – Arbitration Cost
A) The expenses and fees of the arbitrator and the cost (if any) of the hearing room shall be shared equally by the Union and the University. If one party chooses to use a court reporter, the requesting party shall bear the costs associated with the court reporter. The other party may obtain a copy of the court reporter’s report by agreeing to share the cost of the court reporter at the time it makes the request for a copy of the report and transcript by paying half the costs charged to produce the report and transcript.
B) If the arbitration hearing is postponed or canceled because of one party, that party will bear the cost of the postponement or cancellation. The cost of any postponement or cancellation based on mutual agreement will be shared equally by the parties.
C) Each party is responsible for the costs of its staff representatives, attorneys, and all other costs related to the development and presentation of its grievance.
Article 4 – Wages
4.1 – Job Levels.
Job levels for Student Workers are described in Table 1. Student Workers who move to a higher-level position in the same job classification will receive an increase of at least five percent (5%).
4.1.1 – Longevity Increases. Beginning September 16, 2026, Hourly Student Workers who remain in the same job title in the same department for three consecutive academic quarters will receive a minimum of a 2% increase in the next consecutive academic fall quarter if they remain in the same job title in the same department. This increase will be in addition to any increase student workers receive due to annual increase in minimum hourly rates or stipend amount pursuant to Sections 4.2.1, 4.3, and 4.4.2.A.
4.1.2 – Student Workers may be appointed to a higher job level and pay at the discretion of the Department or Hiring Unit. In making promotion decisions, Departments and Hiring Units are encouraged to take a Student Worker’s job experience, performance, and time worked into account.
Table 1: Student Worker Job Levels
| Job Level | Description |
| 1 | The Student Worker at Job Level 1 works under direct supervision, with tasks and responsibilities assigned and overseen by a supervisor or experienced staff member. The role requires little to no independent decision-making, as guidance and instructions are provided for most tasks, and involves performing basic tasks or using standard systems. This role excludes responsibilities related to handling money or financial transactions. |
| 2 | The Student Worker at Job Level 2 is designed for students who have a moderate level of experience and are ready to take on more complex tasks and responsibilities. This role involves performing moderately complex duties under general supervision, with an increased level of responsibility and the use of independent judgment. This role typically requires specialized training and knowledge of non-standard internal systems or processes. This position is ideal for students looking to take on more complex tasks and responsibilities while developing their skills. This role may include responsibilities related to handling money or financial transactions. |
| 3 | The Student Worker at Job Level 3 is an advanced position designed for students who are capable of handling complex tasks with minimal supervision. This role involves a high level of responsibility and judgment, including the potential to lead or direct the activities of other student employees. This position is ideal for students looking to further their practical experience, taking on complex tasks and/or leadership responsibilities while sharpening their skills. |
| WURT | Salaried undergraduate position combines academic, professional skills development, and work-related responsibilities in one role. Compensation is based on the work-related duties as defined in the position description and performance is assessed holistically and in keeping with job levels 1, 2, and 3 as defined above. Duties may include but are not limited to participating in mentoring and researcher training activities; developing discipline-specific research skills and knowledge; assisting with laboratory, studio, field, archival, or theoretical research work; attending meetings and conferences; and assisting in preparing and presenting research materials, presentations, or reports. |
| Graduate Salaried Student Worker Positions | Departmental Graduate Research/Teaching Assistant: This position has responsibilities comparable to a salaried graduate research or teaching assistant. Student Affairs Graduate Assistant: Under minimal supervision, serves as an entry-level advisor in the Division of Student Affairs/Academic Support Services. Provides information and advice based on in-depth knowledge and an ability to exercise professional judgment. Duties may include basic counseling and advising, events programming, evaluation of financial aid applications, and supervising other student staff members. This position requires an understanding of student development, academics, and the overall goals of the Student Affairs function. |
4.2 – Undergraduate Hourly Student Worker Minimum Rates.
4.2.1 – All undergraduate Hourly Student Worker positions are assigned by the University to level 1, 2 or 3 based on duties, responsibilities and experience required for the position (Table 1). The minimum hourly rates for positions in each of the three levels, and the changes to those rates during the term of this Agreement, are set forth below. Graduate students may accept employment in an undergraduate hourly position, subject to the hourly rates in this Agreement. Nothing in this Agreement limits the University’s ability to pay an hourly Student Worker at a rate greater than the minimums below.
Table 2: Undergraduate Hourly Student Worker Minimum Rates
| Job Level | Minimum Hourly Rate |
| 1 | $19.79 |
| 2 | $21.29 |
| 3 | $22.79 |
Effective September 16, 2026, these Undergraduate Hourly Student Worker Rates (Level 1, 2, and 3) shall each be increased by 2%. On September 16th, 2027, these hourly rates shall be increased by a minimum of 2% or the increase provided to the Washington Federation State Employees/Public School Employees for the applicable fiscal year, whichever is higher.
4.3 – Undergraduate Research Trainees, Graduate Teaching Assistant, and Graduate Research Assistant Salaries.
The minimum monthly salary for Undergraduate Research Trainees and Graduate Teaching and Graduate Research Assistant positions at 0.50 FTE, and changes to the minimum salary during the term of this Agreement, are set forth below. Salaries will be prorated for Undergraduate Research Trainees and Graduate Teaching and Graduate Research Assistants working different FTEs. Graduate Student Workers may also be paid on an hourly basis. Nothing in this Agreement limits the University’s ability to pay Undergraduate Research Trainees and Graduate Teaching and Graduate Research Assistants at a rate greater than these minimums.
Table 3: Minimum Graduate Salaries/Hourly Rates for Graduate Teaching Assistants and Research Assistants:
| Job Classification | Monthly Amount | Hourly Equivalent |
| Undergraduate Research Trainee | $1716 | $19.79 |
| Graduate Teaching Assistant, Graduate Research Assistant | $2068 | $23.86 |
Effective September 16, 2026, the Undergraduate Research Trainee, Graduate Teaching Assistant and Graduate Research Assistant Monthly Amount and Hourly Equivalent shall be increased annually by 2%. On September 16, 2027, these salary/hourly rates shall be increased by a minimum of 2% or the increase provided to the Washington Federation State Employees/Public School Employees for the applicable fiscal year, whichever is higher.
4.4 Stipend Student Workers (Residence Life).
4.4.1 – The University shall continue current compensation and benefits to Stipend Student Workers in Residence Life (currently the Resident Advisor, Inclusion Assistant, and Apartment Advisor titles):
A) Minimum Stipend: $2,266.69 for the 2025/26 academic year (including the additional contracted week of move-in prep / move-in)
B) Additional Paid Training: Up to 60 hours paid at the appropriate Undergraduate Hourly Student Worker rate.
B.a) Meals will be included as part of the total compensation to the Student Worker (or an equivalent Per Diem) for each day of training
C) A Single Room in the same hall as the work assignment will be provided to the Student Worker (unless assigned a temporary roommate)
D) Board will be included as part of the total compensation to the Student Worker in the form of a Meal Plan available for student staff (currently Weekly 14, Weekly 10, and Weekly 7 options, per quarter) or additional stipend in lieu of the Meal Plan for Apartment Advisors.
E) Break On-Call (including Thanksgiving, winter break, spring break) Pay of $70 for each day a Student Worker is on call.
E.a) $50 Per Diem for meals for each day of Break On-call
4.4.2 – The University shall modify compensation and benefits for Stipend Student Workers in Residence Life as follows:
A) Effective at the beginning of the 2026-2027 academic year, the minimum stipend shall be increased by 2%. For academic year 2027-2028 and 2028-2029, the minimum stipend shall be increased by 2% or the increase provided to the Washington Federation State Employees/Public School Employees for the applicable fiscal year, whichever is higher.
B) Additional Paid Training. Effective at the beginning of the 2026-2027 academic year the pay rate for Training Hours shall be adjusted annually to the amount for Job Level 3 in Section 4.2.1.
B.a) Meals will be included as part of the total compensation to the Student Worker (or an equivalent Per Diem) for each day of training.
C) A Single Room in the same hall as the work assignment will be provided to the Student Worker, but no temporary roommates shall be required
D) Board equal or greater to the 2025/26 benefit shall be provided as part of the total compensation to the Student Worker. All eligible Stipend Student Workers shall be provided the option of receiving this as an additional stipend in lieu of a Meal Plan (with 2026/27 plan options or greater).
E) Effective September 16th, 2026, break on-call (including Thanksgiving, winter break, spring break) pay shall be increased to $75.
E.a) Per Diem for meals for each day of break on-call shall be increased to $55.
4.5 – Campus Dining Committee
All meal plan programs will be subject to regular review by the Campus Dining Committee, which will include a representative from WAWU.
4.6 – Meal Plan Benefit Materials for Stipend Student Workers.
By August 1, 2026, the parties will develop materials that explain Meal Plan options available to Stipend Student Workers as part of their total compensation and the relationship between the campus dining program and the objectives of the position (including, community development, relationship building and the overall interpersonal, social, and academic success of campus residential students). The materials will also explain what options exist for eligible Stipend Student Workers to opt out of the program, the considerations (i.e. taxation, eligibility for financial assistance such as SNAP, etc) associated with opting out, and the processes for doing so. The parties will update these materials each academic year as needed to reflect any changes to the Board Meal Plan program.
Article 5 – Tuition and Fees
5.1 – Salaried Tuition Waivers.
Graduate Student Workers with a salaried appointment equal to or greater than 50% FTE will receive a waiver for the tuition (comprised of only the operating fee, capital building fee, and student service and activity fee) and non-resident tuition (if applicable) charged by the University. Tuition and non-resident tuition waivers will be prorated for graduate Student Workers with a salaried appointment of less than 50% FTE (e.g., an appointment of 25% FTE will receive a waiver of 50% of tuition).
5.2 – Hourly Tuition Assistance Stipend.
Effective September 16, 2025, Student Workers with hourly appointments during a quarter of the academic year (excluding summer) will receive a tuition assistance stipend for the quarter, subject to the following:
5.2.1 – The amount of the stipend will be two dollars ($2.00) for each hour worked during the quarter, up to a maximum of five hundred dollars ($500) per quarter. Stipends are not available during the summer and will not accrue during quarters in which the Student Worker is not enrolled.
5.2.2 – Stipend amounts will be calculated and paid following the end of each quarter.
5.2.3 – Student Workers who are receiving a full tuition waiver are not eligible for the stipend.
5.2.4 – Stipends will be considered wages and subject to all applicable withholdings.
5.2.5 – The hourly tuition assistance program described in this section will take effect only if and to the extent it is funded by the State Legislature. In the event the Legislature partially funds the program, the amount of assistance per hour worked and the maximum assistance per quarter will be reduced proportionally to match the funding provided by the Legislature. If the Legislature funds the program in a time-limited way, the program will be time limited to the same extent as the funding. The parties agree to work cooperatively to encourage legislative adoption of this program. Nothing limits the parties from exploring with the legislature alternative types of support that match or exceed the value of these stipends to bargaining unit employees.
5.3 – New Fees.
In the event the University imposes a new mandatory fee, the Union will be given notice and the opportunity to bargain over the impacts, with the exception of mandatory student fees initiated by student referendum.
Article 6 – Job Posting
6.1
The University shall post information on the Human Resources Student Employment Website regarding open hire Student Worker positions. Positions that are not open hire positions are those positions that are (a) typically assigned to Student Workers in specific degree programs or made in the context of admission to a degree program, or (b) offered under an existing advising relationship with a faculty member.
6.2
Open hire positions will be posted for at least two (2) weeks except in situations in which the appointment period must begin less than two (2) weeks after the job is posted. Job applicants will be informed of the outcome of their application within two (2) weeks of candidate selection.
6.2.1 – For positions where searches do not have a closing date, language should be added to the Job Posting informing applicants they will not receive notification of the outcome.
6.3
All open hire position postings shall contain the following information:
- Job title
- Summary of the general nature of required duties
- Minimum and any preferred qualifications
- Job % FTE for salaried employees or minimum and expected hours for hourly employees
- Start Date
- End Date
- Whether there is a possibility of appointment extension or renewal (if known) and general criteria for renewal
- Hiring unit
- Supervisor Name (if known)
- Salary/wages
- Applicable benefits
- Tuition and fee waiver or exemption information (if applicable)
- A statement that the position is covered by this Agreement
- Web address/hyperlink to the current Agreement
- Web address/hyperlink to the Union’s website
- Work or reporting location including, if applicable, expectations relating to in person or remote requirements
- Deadlines for application
- Application instructions, including the name and location of the office where inquiries and applications may be submitted, and
- An employment non-discrimination statement
6.4
The determination of job requirements and qualifications shall be made by the University. Once the University has determined the hiring criteria, hiring qualifications shall not be modified to be more restrictive nor job requirements to be more extensive during the posting period.
6.5
The University shall post all pay rates on a designated University website.
Article 7 – Appointment Notification
7.1 – Graduate School Offer Letters
For graduate Student Worker appointments that are assigned in the context of admission to a degree program, hiring units should make every reasonable effort to issue offer letters to new students two (2) weeks before their program acceptance deadline. Additional appointments may be offered to accepted students if they become available. For returning graduate students, hiring units should make every reasonable effort to issue offer letters no later than May 15th for the following academic year unless the position becomes available after that date, in which case the offer letter will be issued as soon as practicable. Offer letters shall include the following information:
- Job % FTE
- Start Date
- End Date
- Any other information included in the Appointment Letter (listed in Section 3) that is known at the time
7.2 – Appointment Letters.
The University will provide a written appointment letter to confirm each appointment or reappointment. The letter may be provided in electronic form. Hiring units shall issue appointment or reappointment letters as soon as reasonably practicable after appointment decisions are made.
7.3 – Appointment Letter Content.
The letter confirming appointment or reappointment will include the following information:
- Job title
- Job % FTE for salaried employees or minimum and expected hours, which may be a limited range, for hourly employees
- Start Date
- End Date
- Whether there is a possibility of appointment extension or renewal, and general criteria for renewal
- Hiring unit and supervisor
- Summary of the general nature of required duties
- University required trainings (if applicable). Additional training opportunities may be included.
- Work location, including, if applicable, policies relating to in person or remote requirements
- If applicable and known, assigned course, lab, or research project
- Salary/wages
- Applicable benefits, including health insurance if the position includes covered health insurance
- Health insurance contact information (if relevant)
- Tuition and fee waiver or exemption information (if applicable)
- Response requirements, if any
- A statement that the position is covered by this Agreement
- Web address/hyperlink to the current Agreement, and
- Web address/hyperlink to the Union’s website.
7.4 – Appointment Term.
Appointments are subject to and contingent upon a Student Worker meeting academic requirements as determined by the University. Appointments cease at the end of a designated term and come with no guarantee of renewal. Where appointments have the possibility of extension or re-hire as indicated in the Appointment Letter, Student Workers will be informed at the earliest feasible date of the timeline for re-hire or reappointment decisions and any required process steps. For positions that have continuous or ongoing recruitments, Student Workers will be informed of their status (e.g., reappointment, non-reappointment, in consideration if there are additional openings) at the same time as reappointment decisions.
7.5 – Job Descriptions.
7.5.1 – The University shall provide Student Workers with job descriptions, which will include:
A) Minimum qualifications
B) A description of the general duties of the position
C) Expected hours per week, which may be a limited range
D) Minimum rate for wages/salary
7.5.2 – Job descriptions will be provided to Student Workers at least thirty (30) days prior to the commencement of the appointment except in situations where the position becomes available or an individual is hired less than thirty (30) calendar days before the start of the appointment, in which case the job description will be made available as soon as practicable.
7.5.3 – If the duties included in an appointment letter are changed, the new position expectations will be provided to the Student Worker in writing as soon as practicable.
Article 8 – Scheduling
8.1 – Applicability
This article applies to Student Workers whose positions have specific, scheduled hours.
8.2 – Employee Input.
Supervisors will make reasonable efforts to solicit Student Worker input before making changes to a Student Worker’s schedule that are ongoing in nature. When making changes to scheduled hours, supervisors will work with Student Workers to accommodate academic commitments, including classes and exams.
8.3 – Advance Notice.
8.3.1 – Student Workers will receive a written work schedule from their supervisor at least seven (7) calendar days before the start of their appointment or, for appointments made less than seven (7) calendar days prior to the start of work, as soon as practicable.
8.3.2 – The University will provide at least seven (7) calendar days’ notice before a required change in the Student Workers’s scheduled hours. Schedule changes with less than seven (7) calendar days’ notice may be made by mutual agreement between the supervisor and the Student Worker.
8.4 – Emergency Schedule Changes.
The University may adjust a Student Worker’s work schedule without prior notice during an emergency. When making emergency schedule changes to scheduled hours, supervisors will work with Student Workers to accommodate academic commitments, including classes and exams.
Article 9 – Training
9.1 – Training
The University will determine and provide the training necessary for Student workers to fulfill their assigned duties.
9.2 – Compensation for Required Training.
Time spent by Student Workers in training required by the University for their Student Worker position will be considered time worked.
9.3 – Anti-Sexual Harassment and Anti-Discrimination Training.
The University will provide interactive, in-person whenever possible, training for Student Workers as required by State law. Attendance will be considered time worked for all Student Workers.
9.3.1 – Training Content. The training curriculum will be aimed at preventing sexual harassment and discrimination and responding appropriately to it when it does occur, and the identification and discussion of the intersectional power dynamics in Student work situations.
9.3.2 – Training Development. The content of the training will be developed and modified over time by the University. The content will be based in part on the advice and feedback provided by the Union and the University community. Within one (1) year of ratification a joint union management committee will meet to draft an outline of the training and finalize any program logistics.
Article 10 – Health and Safety
10.1 – Responsibility for Safety.
The University, Student Workers, and the Union share responsibility for workplace safety. Student Workers shall not be required nor will a Student Worker work in an unsafe environment. All work by a Student Worker shall be performed in conformity with applicable safety standards. Should a Student Worker become aware of a condition they believe is unhealthy or dangerous, they shall immediately report the condition to a supervisor and/or the Environmental Health and Safety Department.
10.2 – Right to Information
As required by applicable law, the University will make available information to Student Workers about hazards and potential hazards in their workplaces and rest facilities. The University’s website addressing workplace hazards and safety information can be found here: https://ehs.wwu.edu/. Safety information relevant to specific Student Worker positions will be introduced during orientation and training.
10.3 – Safe Working Environment
The University will provide a work environment that complies with applicable safety standards established by the Washington Industrial Safety and Health Act (WISHA) or other controlling authority.
10.4 – Safety Equipment
Required safety devices, personal protective equipment, and safety apparel (which does not include normal clothing items), will be provided by the University.
10.5 – Safety Training
The University will provide Student Workers with orientation and/or training to perform their jobs safely. In addition, if necessary, training will be provided to Student Workers on the safe operation of equipment prior to use. Student Workers may raise with their supervisor concerns regarding job safety. If the concerns are not sufficiently resolved by the supervisor, the University will, upon request by the Student Worker, promptly conduct a safety assessment of the Student Worker’s work responsibilities through the University’s Environmental Health and Safety Department.
10.6 – Supplemental Training
Employees not required to be trained/certified in first aid, CPR, and/or mental health first aid may request this training, with supervisor approval. The University encourages as many employees to be current in first aid, CPR, and mental health first aid training as is reasonably practicable.
10.7 – Rest Facilities
Access to adequate lunchrooms, washrooms and toilet facilities will be provided and available for use of Student Workers, regardless of gender. These facilities are not to be used for any other purpose (e.g., storage, office space, etc.) which would render them inadequate.
10.8 – Health and Safety Committee
The Union may select a representative who will sit on the University-wide Central Health and Safety Committee. The Union-Management Committee (see Article 33) shall also be empowered to discuss health and safety issues.
10.9 – Post-Traumatic Event Response Protocol
In the event a Student Worker(s) experience has direct exposure to a traumatic event(s) (as defined by Section 10.9.5) while on shift, or in their workplace, the University shall immediately initiate the following protocol.
10.9.1 – Outreach from Direct Supervisor or University Resource. A direct and relevant supervisor and/or applicable University Resource utilizing confidentiality of the impacted student worker(s) shall reach out via email within 24 hours of learning of a traumatic event(s). This communication must include information about all available resources, including workers compensation and the benefits and protocols outlined within this Agreement.
10.9.2 – Mental Health Support and Paid Leave. Notwithstanding any time-loss compensation, mental health care, or other form of support provided pursuant to a Student Worker’s workers’ compensation claim, The University may provide paid leave, mental health or other support through the appropriate University resource at no additional cost to the Student Worker for the duration of the eligible Student Worker’s needs. Student Workers are encouraged to avail themselves of services available through the WWU Counseling and Wellness Center in addition to any mental health providers that are requisite for their workers’ compensation process.
10.9.3 – Working Group Input. On an annual basis, The Union may request to meet with the University to assess the success of this protocol and provide feedback.
10.9.4 – Traumatic Event. A single traumatic event will be defined by WAC 2936-14-300. Examples of single traumatic events include:
A. Actual or threatened death, actual or threatened physical assault, actual or threatened sexual assault, and life-threatening traumatic injury.
B. These exposures must occur in one of the following ways:
(i) Directly experiencing the traumatic event;
(ii) Witnessing, in person, the event as it occurred to others; or
(iii) Extreme exposure to aversive details of the traumatic event
Article 11 – Workspace and Materials
11.1 – Access to Workspace and Materials.
Student Workers shall have access to workspaces, materials, services and equipment as needed and appropriate to perform duties of the job as outlined in the job description. Workspaces, materials, services and equipment to which access may be provided include, but are not limited to: storage, laboratory space, office supplies, a computer, internet access, software, printing, personal protective equipment and specialized clothing.
11.2 – Notice of Changed Work Site.
If feasible, the University will provide a Student Worker with at least thirty (30) calendar days’ notice before changing their work site (e.g., from the University’s main campus to another location). In the event thirty (30) calendar days’ notice is not feasible, the Student Workers shall be notified as soon as reasonably practicable.
Article 12 – Travel
Article 12.1 – Reimbursements and Per Diems. The University shall reimburse Student Workers for travel and per diem expenses required for employment in accordance with this Agreement, Washington State law/regulations and University policies and practices. University policies regarding travel can be found here: https://policy.wwu.edu/Subject/Travel.Â
Article 12.1.1 Employees who use their personal vehicle for approved business travel will be reimbursed for mileage and parking fees incurred during such use.
Article 12.2.1 Notification and Approval. Student Workers must obtain prior approval through the University’s travel authorization process for business travel. Unpaid travel shall not be required.
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