May 28th Bargaining Session

Bargaining Session SummaryThe parties met to continue discussions on bargaining ground rules, bargaining structure, scheduling, release time, collaborative bargaining practices, and future negotiation logistics. The session focused primarily on establishing expectations for how bargaining will be conducted moving forward and identifying areas where the parties could improve collaboration and efficiency.
Ground Rules DiscussionWPEA reviewed its proposed ground rules and sought clarification regarding the Employer team's authority to reach tentative agreements during bargaining. Management confirmed that its lead negotiator believed she had the authority necessary to reach agreements on behalf of the Employer.
The parties discussed the use of subject matter experts (SMEs) during bargaining. WPEA emphasized the importance of ensuring that bargaining team members and SMEs can participate on paid release time, including time needed to prepare for bargaining sessions. The union noted that finding preparation time outside normal work hours can be difficult and sought language that would clearly support participation.
Management questioned whether multiple release-time provisions were necessary within the ground rules. WPEA explained that the various provisions addressed different circumstances and purposes.
The parties also discussed recording and note-taking procedures. WPEA reiterated its desire for bargaining sessions not to be recorded, noting that both parties already utilize designated note takers. Management agreed that nothing would be recorded or retained but noted that accessibility features such as captioning may need to be enabled during virtual meetings.
Collaborative Bargaining ProcessA significant portion of the discussion centered on collaborative bargaining principles and how proposals should be developed.
Management expressed concern that bargaining could become overly positional if each side developed proposals independently and simply exchanged them across the table. Drawing on recent collaborative bargaining training, management emphasized a desire to jointly develop solutions and work toward shared proposals whenever possible.
WPEA agreed with the goal of ultimately reaching joint proposals but noted that proposals often need to originate somewhere before common ground can be identified. The parties discussed the difference between traditional proposal exchanges and more collaborative problem-solving approaches.
Both sides generally agreed on the value of working toward mutually developed solutions while recognizing that initial proposals may still come from one side or the other.
Discussion of Conduct and Communication ExpectationsManagement proposed adding language regarding personal conduct during bargaining sessions. The intent was to establish expectations for respectful and collaborative interactions.
WPEA raised concerns about language that could be interpreted as regulating tone or emotion during bargaining. Union representatives noted that bargaining discussions often involve deeply personal issues affecting employees' livelihoods, working conditions, and careers. As a result, emotions, frustration, disagreement, and passionate advocacy are natural parts of the process.
Union representatives expressed concern that overly specific conduct language could lead to "tone policing" or be used to characterize passionate disagreement as inappropriate behavior.
The parties explored alternative approaches that focused less on prescribing how participants should communicate and more on shared principles such as:

• Treating each other respectfully
• Avoiding personal attacks
• Not interrupting one another
• Allowing space for differing viewpoints
• Recognizing that emotions may arise during difficult conversations

Management acknowledged these concerns and invited the union to assist in revising the language. The discussion resulted in a shared understanding that collaborative bargaining requires respect while still allowing participants to express strong feelings and opinions.
Ground Rule RevisionsManagement presented revised ground rule language incorporating feedback from the discussion.
The revisions included:

• Combining multiple sections into a more streamlined format
• Removing provisions requiring notification to Human Resources
• Clarifying expectations regarding camera use during virtual bargaining sessions
• Simplifying organizational structure and formatting

The parties discussed virtual participation expectations, with general agreement that primary speakers should have cameras on when possible. WPEA emphasized the need for flexibility to accommodate personal, biological, accessibility, or workspace considerations. Management agreed that flexibility would be appropriate and noted that physical meeting spaces would continue to be available for participants who preferred in-person attendance.
Bargaining Structure and SchedulingThe parties discussed whether future bargaining sessions should continue in their current format or move toward longer sessions.
Management expressed interest in testing shorter working sessions paired with subcommittee work between bargaining meetings. The concept would allow smaller groups to focus on specific issues and develop potential solutions before bringing recommendations back to the full bargaining table.
WPEA indicated that the team had limited experience utilizing subcommittees and would need additional discussion before committing to that approach. Management clarified that release time would be provided for subcommittee work if that model were adopted.
The parties also discussed expanding future bargaining sessions to four-hour blocks of time and agreed to continue evaluating scheduling options as bargaining progresses.
Bargaining Calendar and Future SessionsThe parties reviewed upcoming bargaining dates and scheduling considerations.
Future bargaining sessions were scheduled for:

• June 17
• July 1
• July 15
• July 29

The parties also discussed establishing a deadline for introducing new bargaining subjects. After discussion, both sides agreed that July 29 would serve as the final date for introducing new issues into negotiations, providing flexibility in the event earlier sessions were canceled or delayed.
The Employer agreed to circulate revised ground rule language reflecting the discussion and feedback received during the session.
Next StepsBefore the next bargaining session, the parties will:

• Review revised ground rule language
• Continue discussions regarding collaborative bargaining practices
• Consider whether subcommittees could be useful for resolving specific issues
• Evaluate the possibility of longer bargaining sessions
• Finalize expectations regarding virtual participation and camera use
• Continue refining procedures for release time, SME participation, and bargaining logistics

The next bargaining session is scheduled for June 17, where the parties will continue refining the bargaining process and begin addressing substantive bargaining issues.