A: Working Wildcats - UAW is the union for all student employees at CWU. We are working together to improve the wages, working conditions and lives of working students at Central. By forming a union we are able to negotiate a collective bargaining agreement that legally protects and makes transparent the terms and conditions of our employment.

A: Collective bargaining is a process, protected by state law, that equalizes the power relationship between employees and their employer.

Under collective bargaining, student employees elect peer representatives to negotiate as equals with the Central administration. These negotiations result in a proposed contract called a Tentative Agreement (TA) which guarantees the terms and conditions of employment for student employees. All student employees represented by the proposed agreement will then be asked to vote to democratically approve the tentative agreement. If approved, the tentative agreement becomes a legally-binding contract.

Through collective bargaining, other workers in higher education across the country have successfully negotiated improvements in their wages, benefits, job security, leaves, protections against harassment and discrimination, and many other terms and conditions of their employment.

Without collective bargaining, CWU has unilateral power to change our working conditions. We cannot bargain as equals over stipends, health insurance, a fair grievance procedure for addressing harassment/discrimination or other issues, and more.

A: A union is an organized group of employees who work together to improve the working conditions of all through the power of collective bargaining. We, the student workers at CWU, are the union. By forming our union here at Central, we gain the right to negotiate terms and secure benefits in a legally binding contract with the university that cannot be unilaterally changed. We also gain more power to influence other decisions that affect us: for example, unionized workers played a role in helping reverse recent decisions targeting international student workers.

A: We are the union and will democratically prioritize which improvements to pursue in contract negotiations. Unionization is not a process in which a third-party entity “guarantees improvements,” but rather a process by which we decide whether to gain rights and power to negotiate as equals with the administration for the changes we want to make. A contract will also legally secure those improvements against unilateral changes by the administration.

A: Nothing without your input! This union is not a bureaucratic body that tells you, the individual, what to do. This is a democratically run group that functions off individual student workers coming together for the greater purpose of improving working conditions across campus. We decide what we want, and we can only change the workplace by being a collective! You only get what you put in.

A: Student Employees at Central will not pay dues until after negotiating and voting to ratify our first contract. Once a contract is ratified, each individual student employee can decide whether or not to become a dues-paying member. Dues provide the union with resources that enable fair and effective union representation. UAW membership dues are just 1.44% of gross income and are automatically deducted.

Typically, the value of increased salary and benefits greatly exceed the cost of dues. Since 2015, UW Academic Student Employees (ASEs) have bargained median wage increases totaling more than 30% and have secured comprehensive health insurance, childcare benefits, and paid family/medical leave. This is in addition to appointment security, protections from harassment and discrimination, and arbitrary dismissal and lay-off, among other benefits.

Arguably we have paid more as a result of not having a union than we would pay in dues.

A: You are legally protected from retaliation for unionizing. With 1200 student workers, we are a crucial part of CWU’s ability to function on a day-to-day basis. As Washington is an “at-will” employment state, by publicly unionizing, we are more protected from retaliatory firing than ever before.

We are not the first university to unionize, and we won’t be the last. Unionizing is in the foundation of the Pacific Northwest! Retaliation for unionizing would be an insult to the unionization efforts of Washington university students, Kittitas County, and unions across the country who stand for workers’ rights!

A: The kind of work that we do is hard, difficult work. The lack of manual labor in the workplace does not diminish one’s contribution to the community. Across campus, regardless of position, student workers experience unsafe working conditions. Working in these positions should not come at a physical or emotional toll.

ALL Central Washington students have a right to work within their pay range and job descriptions.

Resident Assistants are not adequately compensated or equipped to handle domestic violence disputes or drug overdoses. Tour guides should have adequate protections from the conditions they are expected to operate in. Dining services should not send employees home hungry. Regardless of one’s physical contribution, their value in the workplace should be acknowledged and adequately compensated.

A: The union is for negotiating for the demands of student workers. While a pay increase can be discussed at the bargaining table, accessibility, pay transparency, coverage of equipment costs, and an abuser-free workplace are just a few of the benefits that the Working Wildcats wants to see on the negotiating table.

Unions give power to the student workers to negotiate, but the Working Wildcats, and its 1200 student employees they are fighting for, will be the ones determining what to negotiate for.

A: Then help us emulate that across campus! Every student worker deserves the same standard of employment. We love our jobs, and Central, which is why we want safe and fair working conditions that make working on campus a desirable and accessible option.

A: Student employees at Central have long identified ways to improve working conditions but we have not had power to bargain as equals. A union fundamentally addresses the power imbalance which exists between student employees and university administration by making us part of the contract negotiation process. As a collective bargaining unit, student workers are protected against the university making any unilateral changes to existing contracts. Moreover, collective bargaining units work to improve working student’s conditions by bargaining for greater pay, benefits, and more equitable working conditions university wide. It also will strengthen the voice of student employees in an increasingly difficult political environment.

With collective bargaining, we can set our own priorities and our own agenda— we elect a bargaining committee composed of our peers and co-workers as representatives to negotiate on an equal footing with Central administrators for improvements such as salary increases, improvements to health insurance, anti-discrimination and harassment protections, parental leave, and much more.

A: Nationally, student employees have negotiated improvements to their wages, health insurance benefits, tuition waivers; have established fair processes for stopping sexual harassment, racial discrimination, and microaggressions; and have and negotiated guaranteed short and long-term family and medical leaves.

A: UAW is the International Union of United Automobile, Aerospace and Agricultural Implement Workers of America (UAW). UAW has historically been one of the largest and most diverse unions in North America. In recent decades, 100,000 workers in higher education have joined, making UAW the single largest union of academic workers across the US.

Student Employees at UW, WSU, and Western Washington University have all found that joining the UAW has allowed them to democratically determine priorities as a workforce and dramatically increased power to win improved rights and benefits through collectively bargaining with their administrations.

We contacted the UAW and asked them to support our campaign in light of the successes of the unions at WSU, WWU, and UW. We think that having the same union represent student employees across the state builds power and allows us to draw on years of UAW experience in representing employees in higher education, in Washington State and beyond.

A: Union members democratically decide how union dues are spent. In UAW 4121, members approve a budget for the year. Individual expenses throughout the year are then approved by the Joint Council (leadership from both the ASE and Postdoc Units), which is elected union-wide and meets monthly. Meetings of the Joint Council and Executive Board are open to all members of the union. Additionally, elected trustees audit the union’s income and expenditures twice annually, and the Joint Council reviews and approves the union’s financial report every month.

Most of the work of enforcing the contract and representing membership is financially supported by the Local Union. The Local Union receives 28% of its dues to support the following:

-Educating new employees about their rights and the union

-Contract negotiations

-Advising members in difficult situations and supporting them through contract enforcement grievances

-Events, including educational seminars on topics like visa and immigration rights, healthcare, and taxes

-Advocacy for public policy that supports research and researchers

Another 25.5% of dues goes to the International Union’s General Fund, which provides technical support for contract negotiations and contract enforcement and supports new organizing campaigns The remaining dues are allocated to the Strike and Defense Fund (44%) and Community Action Program (2.5%). Depending on the overall financial health of the Strike and Defense Fund (if the balance is $500M or greater), an additional allocation of dues called a “rebate” is given back to the Local and International Union.

Dues allocated to the International Union will support CWU student employees during contract negotiations by providing:

-Technical and legal support for student employee contract negotiations

-Experienced negotiators to help achieve our goals at the bargaining table

-Researchers who can help independently analyze employer finances to help make responsible decisions about bargaining proposals

International Union dues will also continually support Central student employees outside of contract negotiations by providing:

-Legal advice and advocacy to impact policy makers, especially those in Washington, DC. For example, in 2017 UAW International filed an amicus brief in the Supreme Court case challenging the Trump administration’s travel ban. In 2016, UAW helped win the Optional Practical Training STEM extension.

-Effective response to federal policy. In July 2020, the UAW filed a declaration to support a lawsuit challenging the H-1B entry ban announced on June 22 highlighting the detrimental impacts on affected UAW Academic Workers. In April 2020, the President of the UAW International wrote to Congressional leadership urging action to protect researchers and research funding in the wake of the COVID-19 crisis.

-Guidance on grievance and arbitrations. For example, UAW International aided UW ASE in winning increased fee waivers and back pay.

-Advice on best practices for ensuring strong education and mobilization programs to keep members involved.

-Other services as requested by the Local.

-In addition, dues help support new organizing campaigns.

A portion of dues money also goes to support political action, including legislative and other policy advocacy on issues that matter to UAW members. For example, UAW advocates strongly for fair, comprehensive immigration reform, which would include more visa access and an improved green card process, and expanded federal support for research funding, among other topics. [NOTE: Legally, dues money cannot be used for federal campaign contributions, such as the presidential race—that money comes from members’ voluntary contributions separate from, and in addition to, dues, in a program called VCAP (Voluntary Community Action Program)].

These resources have been key to major victories for academic workers including:

-Defeating Trump’s directive to deport international students attending classes remotely

-The recent landmark NLRB decision extending collective bargaining rights to Teaching and Research Assistants at private universities.

-The extension of Optional Practical Training for international students.

-The inclusion of Postdocs in the 2016 Department of Labor’s overtime ruling resulting in wage increases and new wage standards for Postdocs across the country.

-Paid family medical leave, which benefits workers statewide by establishing 12 weeks of paid leave

-An increase to the state minimum wage, which benefits workers statewide and strengthened the economy

Initiation fees, like dues, are set by UAW membership. Each ASE will pay a one-time $10 initiation fee when they become a member.

A: We are asking all student employees (OSEs) to sign union authorization cards in order to gain union certification and begin collective bargaining. These cards say that student employees want the union we are forming — Working Wildcats - United Auto Workers, or WW - UAW — to represent all student employees in collective bargaining with Central Administration. It takes a majority of student employees signing authorization cards in order to certify the union as the collective bargaining representative for student employees at CWU.

A: Exclusive representation means that the union Student Employees formed – Working Wildcats – UAW (WW / UAW), is the union for all Student Employees at Central. Without exclusive representation, Central administrators could undermine the bargaining process by negotiating with an organization other than the democratically elected bargaining team chosen by student employees.

Yes, authorization cards are confidential and will not be shared with Central Admin.

A: Here is a summary:

1. Student Employees form(ed) a diverse organizing committee to gather information and make a plan to form a union.

2. A majority of all student employees (50% + 1) sign authorization cards indicating they would like to form Working Wildcats - UAW.

3. Student Employees deliver our authorization cards to the Public Employment Relations Commission (PERC) which oversees public employee unionization efforts. PERC requests a list of student employees from Central to verify that all cards are valid and represent a majority.

4. If PERC finds that a majority of OSEs have signed cards, then job titles in the unit are determined, and PERC certifies Working Wildcats - UAW, and we can begin bargaining with the administration.

5. We elect a bargaining committee to represent ourselves.

6. We conduct comprehensive bargaining surveys, hold discussions, request information from Central administration, and gather feedback to draft our initial bargaining priorities.

7. Initial bargaining demands are sent to all Central Student Employees for review, and we vote on whether or not to approve them.

8. The bargaining committee negotiates as equals with Central administration and provides regular updates to all student employees. Student employees participate in the process, including engaging in collective action about their demands.

9. Once a tentative agreement is reached at the bargaining table, all student employees vote on whether or not to ratify the agreement.

International Student Employees have the same legal right to join a union as US citizens. In fact, international student employees hold many of the leadership positions in UAW Academic Worker locals and are active in driving the advocacy agendas of UAW Locals.

Visa requirements in no way compromise any student employees’ right to belong to a union in a US workplace. No academic union members have ever reported any complications arising from being both an International student employee and a unionized employee.

Yes! Academic worker unions have been formed by and are led by international students/scholars, who have been actively involved in union leadership, committees, work groups and other decision-making bodies. International students/scholars have regularly taken the lead in union advocacy, including contract bargaining, policy advocacy, and also direct action on these issues (see for example the successful campaigns to counter the effects of the Trump Travel Ban, to strengthen protections against discrimination and harassment, to extend STEM OPT funding, and more). This is in addition to the work done through the union to fight for rights of all immigrants and undocumented folks (see other examples on this page).

A: When International scholars at Central sign authorization cards they have the same legal protections as U.S. citizens who sign cards, and signing an authorization card should not jeopardize or delay application for legal permanent residence. Authorization cards that get submitted to Washington PERC (the state agency, Public Employment Relations Commission, that will verify and count union authorization cards) are confidential and not released by PERC to CWU or other government agencies. See WAC 391-25-110.

Thousands of academic workers have signed union authorization cards at UW and WWU, and there are no known instances of delayed or rejected visa or green card applications due to signing a card or otherwise participating in unionization. This includes 1,000 UW Postdocs, 1,500 Columbia University Postdocs, and 5,000 University of California Academic Researchers, with a large portion of each workforce (roughly 30%) composed of international workers.

If you have questions about your particular situation, please contact us as soon as possible.

A: Once a union is formed, Central cannot unilaterally alter any terms and conditions of employment—including pay and benefits. Instead, changes to terms and conditions of employment are subject to collective bargaining, through which Student Employees have the power to negotiate with Central administrators as equals and democratically approve a binding, enforceable contract. This means we would have to democratically approve a contract that reduces our benefits or pay for such a thing to happen.

A: The duration of a collective bargaining agreement is one of the topics of bargaining, so we will negotiate this term with Central Administration and then vote. The duration can also vary from contract to contract: for example, UW ASEs have approved CBAs lasting from 1-3 years.

A: As a union, Student Employees will have access to Central financial information that affects us. This will increase transparency and make it possible to be well-informed and conscientious during bargaining. All bargaining decisions will be made by Student Employees, including what proposals to make in bargaining, and whether to approve any proposed contract.

By developing thoughtful bargaining proposals and advocating successfully for increased higher education and research funding, unions of academic workers have made significant improvements to their working conditions. As examples, bargaining and advocacy by UAW 4121 (ASEs at UW) has resulted in an increase to the median wage of 32% since 2015, while over the same span the total number of stipended employees has remained fairly constant (and the number of hourly ASEs, whose wages increased by twice as much, have significantly increased). UAW 5810 (the Union of Postdocs at UC) has bargained a 34% average wage increase for Postdocs since 2010, while over the same span the number of Postdocs employed by the University of California has increased from 5,800 to 7,000.

Finally, Student Employees have more power to protect jobs through collective action and the protections of a legally binding contract. Most collective bargaining agreements prohibit the employer from terminating positions due to arbitrary or discriminatory reasons, or to take action inconsistent with job offers accepted by the employee. Not only would student employees be able to act collectively, but we would also have the full backing of unionized Academic Workers and the larger UAW International Union.

As a union, student employees will be negotiating with the University, not with our professors and supervisors, because it is the policies of the University that define the conditions of our employment. Moreover, student employees will set the bargaining agenda and decide what improvements to prioritize in collective bargaining.

As such, a union contract would only create limitations if we democratically chose to adopt them. And forming a union would mean that the Central administration would not be able to make unilateral changes to working conditions that student employees choose to preserve. This same process used at universities around the nation have resulted in numerous improvements, and research suggests if anything, a net benefit to relationships with supervisors as a result of unionization.

We will democratically decide how we want to negotiate pay and other terms and conditions of employment, but no academic worker contract has ever stipulated that all workers must be paid the same. Collective bargaining is a creative process, where we bargain as equals in good faith with the Central Administration to establish terms and conditions that work for all.

At the University of Washington, ASEs democratically decided to keep a variable system of pay after forming their union. The contract sets a minimum standard and departments are free to pay above that standard. Both the base rate and the variable rates have seen substantial increases. Postdocs at UC and UW both negotiated pay scales that guarantee minimum salaries but stipulate that UC and UW may pay more.

An elected bargaining team could ask Student Employees to vote to authorize a strike if necessary to win a fair contract. In order to authorize a strike, 2/3rds of voting Student Employees must vote in favor.

UW Postdocs, UC Postdocs and UC Academic Researchers all recently negotiated strong contracts without striking, but were prepared to strike if necessary. In those cases a supermajority of Postdocs and Academic Researchers voted to authorize a strike.