CAUSE-UAW Bargaining Survey

CAUSE-UAW Bargaining Survey
Name

First NameLast Name
Job Title
Department
Personal Email
example@example.com
Phone Number
Please enter a valid phone number.Format: (000) 000-0000.
As we prepare for bargaining, we want to get an idea of what’s most important to our unit when negotiating a contract with the UA administration. This contract will define the important rights and protections that affect our working conditions, so it’s helpful for us to think ahead. Bargaining is a participatory, democratic process. Everyone’s voice is important! Please fill this out, and share it with your coworkers. This is an initial survey; there will be numerous opportunities to continue to participate as we progress through the bargaining process.
General Questions:
Do you identify as a member of a minority group (e.g., LBGTQ+, non-white, living with a disability?)

YesNo
Are you a parent or caretaker?

YesNo
Do you work in a specialized position with unique concerns?

YesNo
Do you complete at least 50% of your work remotely?

YesNo
Do you complete a significant amount of work outside of a traditional office setting? (eg: field work, out at sea, travel, etc)

YesNo
Are your job roles and responsibilities dictated by a non-UA supervisor or heavily influenced by an organization outside of UA?

YesNo
Are you a term employee on a contract?

YesNo
If yes, how long is your contract?
# of Months
Wages & Compensation

Please rate how important it is to you that our contract achieves the following

Rows	Not Important	Somewhat Important	Important	Very Important
Guaranteed cost of living adjustments (COLA) to account for inflation.
Higher compensation to allow me to cover my expenses (e.g. student loans, childcare, transportation, rent/mortgage/utilities, caretaking)
Pay differentials for special assignments (night work, on-call, sea pay, etc.).
Geographic differentials in pay that account for differences in cost of living in different parts of the state

Are there other issues about wages & compensation that you would like to have or see improved? Please explain.
Workload & Role Integrity

Please rate how important it is to you that our contract achieves the following

Rows	Not Important	Somewhat Important	Important	Very Important
My job title and position description match my day-to-day responsibilities.
Increased workload and job responsibilities reflect a corresponding increase in compensation or recognition.
A clear, simple process for employees to request updates to their position description, title, or salary, including defined timelines for HR review and approval.
Guaranteed staffing support or a proportional reduction in workload when a position remains vacant for more than 60 days.
A review of job duties included in the annual performance evaluation, requiring that any identified discrepancies be documented and updated within 30 days.

Are there other issues about workload & role integrity that you would like to have or see improved? Would you like to expand on specific questions? Please explain.
Health & Retirement Benefits

Please rate how important it is to you that our contract achieves the following

Rows	Not Important	Somewhat Important	Important	Very Important
Improved and expanded healthcare benefits (e.g., regulate premium increases, expand coverage).
Reduced costs of healthcare benefits.
Improved and expanded retirement benefits (e.g., more investment options, ensuring benefits are not lost during part-time work or breaks in employment).

Are there other issues about health & retirement benefits that you would like to have or see improved? Please explain.
Leave & Other Benefits

Please rate how important it is to you that our contract achieves the following

Rows	Not Important	Somewhat Important	Important	Very Important
Increased paid time off (PTO) that accrues each year (including PTO accrual and paid holidays)
Increased flexibility to use PTO with fewer restrictions on when and how it can be taken.
Flexibility to convert earned overtime hours into PTO to be used at a later date.
Improved and extended Parental Leave.
Reduced parking fees
Improved transparency and advance notice in parking fees
Elimination of or reduced tuition fees
Years of service determined by total time working for the university, including temporary positions, and regardless of breaks in employment
Improved and extended Family and Medical Leave (FML).

Are there other benefits that you would like to have or see improved? Please explain.
Job Security

Please rate how important it is to you that our contract achieves the following

Rows	Not Important	Somewhat Important	Important	Very Important
Increased protections from furloughs, layoffs, and termination (e.g., establishing just cause if you are not already a just cause employee, severance pay, preferential rehiring).
Access to bridge funding or transitional funding opportunities to maintain work between grants.
Guaranteed funding of at least 20% of every staff position (for grant-funded employees).
Requirement for University to restore exempt employees on 3-month contracts to their original contract lengths.

Are there other issues about job security that you would like to have or see improved? Please explain.
Worker Protections

Please rate how important it is to you that our contract achieves the following

Rows	Not Important	Somewhat Important	Important	Very Important
Stronger policies against discrimination and harassment.
Commitment to diversity, equity, and inclusion initiatives in policy and communications.
Strict competency standards, certification, and ongoing training requirements for all Title IX advisors.
Protections of liability for necessary decision-making (e.g., expanded situational job duties)
A clear grievance process for staff to come forward with any issues related to their supervisor(s).

Are there other issues about worker protections that you would like to have or see improved? Please explain.
Transparency & Decision-Making

Please rate how important it is to you that our contract achieves the following

Rows	Not Imoprtant	Somewhat Important	Important	Very Important
A mechanism to provide meaningful input into departmental budgets, staffing decisions, and operational changes before they are finalized.
Advance notice from staff before restructuring/reorganization of departments and programs, and for departmental and staffing cuts, with a required open comment period that leadership must address.
Access to the same data and metrics as University leadership.
More transparency around high-level admin searches (i.e., the UA president recently restricted to only search committee knowing candidate info)

Are there other issues about transparency & decision-making that you would like to have or see improved? Please explain.
Is there anything else you would like to share with us regarding your position or priorities as we go into bargaining?
I would like to learn more about getting further involved with CAUSE-UAW, including being a Contract Action Team (CAT) member or participating in various working groups.
If you have any questions, thoughts, or concerns, please email us at info@cause-uaw.org.
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General Questions: