Basic shift premium will be increased from $1.00 per hour to $2.50 per hour (See Art. Unfortunately, the state appears to have made the dangerous decision to: Run our state agencies with critically low staffing levels, Not recruit and retain the dedicated public servants Washingtonians deserve. Based on preliminary June 30, 2022, data, the Washington State Fund had a contingency reserve at 27% of liabilities. Additional details about these efforts and the available funding will be available in the months to come. (Direct link:https://www.wfse.org/general-government-bargaining-updates), Join your local's member action team(MAT). Employers pay all the accident fund premiums. (Direct link: https://actionnetwork.org/forms/wfse-member-card-2) Quick Links:Miss a bargaining update? Download the 21-23 contract here: WFSE General Government 2021-2023 Collective Bargaining Agreement. Your General Government 2023-2025contract has been funded by the legislature. The pace of the salary threshold implementation will depend on how many people are working for your business. The rules update combines the two tests the state previously used into one test that more closely aligns with the duties test used at the federal level. Washington State University employees will be receiving at least a 2.5% raise next fiscal year. Here are the 2022 pay raise details for union non-state employees (SEIU homeworkers, etc.). Remove Filters: 2022. Standby Pay (for hours over 30 per pay period) $7.00. Visit wfse.org.Members-only benefitsWFSE shared leaveWFSE newsView current union agreements. Congratulations! The department also is hosting a number of webinars and is available to do online presentations for organizations. Faculty, administrative professionals and graduate assistants will receive a 2.5% salary increase effective September 1. Why has L&I adopted a 4.8% increase for 2023? The accident, medical aid, and pension funds have enough financial assets to cover the expected benefits that will be paid over the long term to workers who have already been injured. Weitere Informationen ber die Verwendung Ihrer personenbezogenen Daten finden Sie in unserer Datenschutzerklrung und unserer Cookie-Richtlinie. $1,000 COVID booster incentive payment (see MOU). This dataset include compensations paid to employees of the State of Washington. Ensure employees meet the duties test requirements, so employees would appropriately remain exempt from overtime and other Minimum Wage Act provisions. Weve shown what we can win together: Thanks to your help, our bargaining team covering the current 2021-2023 biennium secured significant raises and lump sums that will show up on July 25th paychecks. These current negotiations will determine what the 2023-2025 biennium will look like for state workers. Employers are responsible for determining whether a worker's job duties, not job title or job description, meet the requirements to be exempt. Business software solutions and mobile app technology for social good were collective themes presented at the 20thannual Business Plan Competition on Thursday, April27. We know how important our work is and how we deserve to be compensated for all we do. Expenses associated with long-term disabilities and fatalities make up the majority of costs covered by premiums in the workers' comp system. Improved health care formula which will reduce employee costs. Three listening and feedback sessions on the new model are taking place next week: In response to the fiscal challenges brought by the COVID-19 pandemic, the university asked units and departments to make significant core fund reductions since 2021. GG Bargaining Team Update #5 (2023-2025 biennium contract), revious Cycle Final Bargaining Update-September 29, 2020, Washington Federation of State Employees (WFSE), Inequality at the University of Washington. Encourage your coworkers tojoin our efforts. https://actionnetwork.org/letters/fair-contract-investment-in-washingtonians/, https://www.wfse.org/general-government-bargaining-updates, , Eastside St. I-5 Overpass, 5:30 pm --> RSVP HERE, , 72nd Street I-5 Overpass, 6:00 pm --> RSVP HERE, , West Broadway Ave Overpass Over Maple/Ash, 5:30 pm --> RSVP HERE, , Columbia Center Boulevard I-240 Overpass, Richland, 5:30 pm --> RSVP HERE, , NE 92nd Street I-5 Overpass, Northgate, 5:30 pm -- RSVP HERE, , Illinois Street I-5 Overpass next to Memorial Park, 5:30 pm -- RSVP HERE. Share this link with co-workers and tell them to write a letter to Governor Inslee: WFSE members are sending in videos to help us win at the bargaining table. The organization is made up of WSU educators who provide advocacy and expertise to engage students in transformative learning experiences. Tuesday, 9/13: Join us for an Overpass Rally Near You, Olympia, Eastside St. I-5 Overpass, 5:30 pm --> RSVP HERE, Tacoma, 72nd Street I-5 Overpass, 6:00 pm --> RSVP HERE, Spokane, West Broadway Ave Overpass Over Maple/Ash, 5:30 pm --> RSVP HERE, Tri-Cities, Columbia Center Boulevard I-240 Overpass, Richland, 5:30 pm --> RSVP HERE, Seattle, NE 92nd Street I-5 Overpass, Northgate, 5:30 pm -- RSVP HERE, Bellingham, Illinois Street I-5 Overpass next to Memorial Park, 5:30 pm -- RSVP HERE, Your WFSE General Government Bargaining Team. Be ready: While we continue to review the states proposals, lets show the state were united across every worksite. Washington's current system, which charges premiums based on the worker's exposure to the risk of injury (hours worked), was established many years ago. Next Bargaining Session 8/18: How You Can Support Us. Y@FLc)uy c? We are making slow and steady progress and are steering the discussion toward monetary issues, and will focus our attention there in the next bargaining session. Comparison of Wage Inflation and L&I Rate Changes Over Time, Look up 2023 rates by risk classification. 42), $1,000 COVID booster incentive payment. Thats the union difference.Keep an eye on your personal email tomorrow for a survey seeking your opinion about the new vaccine directive.Note: The survey will not be delivered to members from the Office of the Attorney General, Secretary of State, or Department of Natural Resources. Prior to these updates, the state used two job duties tests. How you can help: Every month, we welcome new hires to state employment. Help us secure a strong contract for our future. Individual employers may see their rates go up or down, depending on their recent claims history and changes in the number and cost of claims within their industry. Click here to submit your short video. (s#%=]XzqEh$P=%D&H.&Ab}d!,x\pK+!r dev"! An investment in us is an investment in the kind of state we all want to live in. Employees aged 14 to 15 years old . Workers and employers focusing on safety, and L&I initiatives that are helping injured workers recover sooner and reducing workers' compensation costs, are helping keep the proposed increase down. That leads to increased turnover, staffing shortages, heavier caseloads, mandatory overtimeand the burnout and safety issues that accompany them. The governor's budget includes funds for a number of these. Audited over 1,800 employers, of which over 700 were unregistered. FIND OUT HOW TO JOIN TOGETHER with your co-workers to negotiate for better working conditions and respect on the job. Our employees have been instrumental in helping the university navigate the challenges posed by the pandemic and deserve additional compensation in addition to our heartfelt thanks for their hard work, WSU System President Kirk Schulz said. Note to Dept. AFSCME Council 28 (WFSE)1212 Jefferson Street SE #300Olympia, WA 98501, MEMBER CONNECTION CENTERCall 1-833-MCC-WFSE(833-622-9373) EMAIL: [emailprotected], American Federation of State, County and Municipal Employees, AFLCIO. details the incremental increases in the state salary threshold through the final implementation in 2028, find more information or file a complaint online, Threshold schedule for computer professionals paid hourly, Chapter 296-128 of the Washington Administrative Code. L&I makes employers, workers, and health care providers think twice about committing fraud. General wage inflation and increasing medical costs all make it more expensive to provide this workplace safety net. As we mentioned in our last bargaining update, feedback from members is critical as we prepare to bargain the impacts of the governors recent COVID booster directive. When economic forecasts during the pandemic were dire, we pulled together and did everything we could to continue supporting our communities. The increase means employers and workers will pay an additional $61 a year, on average, for each full-time employee. Additional Information Our members have kept Washington going through the COVID-19 pandemic at great personal risk and sacrifice. <0)6h:{H1'/L&)^;WTD7odp:za&k;|pz-olTE This is an amendment to an existing contract article. We want your help to ensure every state employee is paid fairly and treated with respect. These results are similar to where the pay gap stood in 2002, when women earned 80% as much as men. Carloye, an associate professor of biology, received the 2023 Richard G. Law Excellence Award for Undergraduate Teaching for her work helping students progress through WSUs learning goals. Union members here in Washington and across the country lobbied Congress to ensure passage of the American Recovery Act, providing critical funding for state and local governments. Job duties fact sheets: These fact sheets will help you better understand the changes being made to the job duties test for each category of exempt workers. June 7, 2022GG Bargaining Team Update #3 (2023-2025 biennium contract)Not a member? Employers will have multiple options moving forward, including paying exempt employees at least the new salary threshold, and assuring they meet the job duties tests, or changing an employee to non-exempt and paying overtime for all hours worked over 40 in a workweek. The private insurance industry and other state funds have, on average, a surplus of between 50% and 60% above their liabilities. The medical aid rate, which pays for medical care and vocational services. Remind him that public employees provide services the citizens of WA rely upon, and we deserve a living wage. Join your local's member action team(MAT). Our combined strength brought management back to the table to negotiate an across-the-board raise as well as lump sum payments. https://actionnetwork.org/letters/fair-contract-investment-in-washington https://actionnetwork.org/forms/wfse-member-card-2, Governors recent COVID-19 booster directive, https://www.impact.afscme.org/videos/create-video. The total rate is paid into 4 funds that provide benefits when workers are hurt on the job: Workers and employers each contribute one-half of the medical aid, Stay at Work, and supplemental pension premiums. Topics discussed: Tuesday, we submitted ten articles to the state addressing everything from our bid system and hiring to contracting out, staffing shortages, and language translations of our agreements. These changes are expected to restore overtime eligibility to tens of thousands of workers when fully implemented in 2028, and strengthen overtime protection for tens of thousands more workers. hb``d``( This increase represents an increase of $1.25 per hour, or an 8.66 percent increase year over year. #StrongWorksitesStrongContractsuse this hashtag to follow our contract campaign on social media (Facebook, Twitter and Instagram). Together, we can secure a strong contract for our future. %PDF-1.6 % For overtime exempt employees. What We Secured. The new budget model was developed by the Executive Budget Council (EBC), co-chaired by Vice President Pearson and Provost Elizabeth Chilton. We are asking for a pay raise for the people of Washington. New salary threshold implementation schedule, Threshold phase-in schedule for computer professionals paid hourly. How many risk classes will have higher workers' comp rates next year? %%EOF Details are available on the Department of Labor and Industries (L&I) Washington minimum wage webpage. They have been combined into one test with language that better aligns with the federal language. April 14, 2022. We do critical work. This General Government agreement will bring the largest pay increase and lump sum payment negotiated in several years. Pay overtime for hours worked over 40 per week. These class-specific raises are in addition to the 3.25% raise and lump-sum payments and will also go into effect July 1, 2022 and be reflected on the July 25 paycheck. You can find more information on the L&I overtime rulemaking page. Those employees received a delayed 3% general wage increase on July 1, 2021. Here's how you can take action: Submit a videoon why our state must invest in the people who provide public service. Classified staff are receiving a 3.25% increase effective July 1, and employees in bargaining units will receive increases in accordance with applicable bargaining agreements. The process for fiscal year 2023 budget development will look similar to the current year, and the majority of core fund allocations will beloaded to Workday by the end of July. Sign up here for these two upcoming sessions: June 4 Thurston-Lewis-Mason and Twin Harbors Counties: Race & Labor Workshop, Courageous Conversations on Race and the Labor Movement, Kitsap & Olympic Labor Councils. 2022 Governor's proposed supplemental budget, 2021 Governor's proposed supplemental budget, 2020 Governor's proposed supplemental budget, 2023-25 operating and transportation budget instructions, 2021-23 operating, transportation and capital budget instructions, Fiscal impact of ballot measures & proposed legislation, 2021 general election ballot fiscal information, State Administrative & Accounting Manual (SAAM), Contact Facilities Oversight and Planning staff, Facilities Portfolio Management Tool (FPMT), Bill Enrollment and Agency Request System (BEARS), Results through Performance Management System (RPM), Furlough and layoff information for employers, Workforce diversity, equity and inclusion, Public Service Loan Forgiveness (PSLF) Program, One Washington - transformation of enterprise systems, Memos sent to agencies and the Legislature. Half of this upcoming budget years reduction will bemade permanent to supplement state funding of the forthcoming salary increases as well as generate $1 million for faculty equity adjustments and funds for faculty opportunity hiring. Among the changes in the new rule, an outside salesperson shall mean any employee whose primary duties involve makings sales or obtaining orders and contracts for services while customarily working away from the employers place of business. Food safety, WSU stories, science answers for kids, and morelisten to podcasts from Washington State University. For Paid Leave reporting: Employers cannot collect missed premiums in later pay periods. We love the work we do for Washingtoniansand we want to afford to continue doing this work for the long term. Why are rates for many employers different from the 4.8% increase? Employers will have to make adjustments and will have several options when deciding how to classify and pay their workers. Not a member? A selection of programs about Washington State, produced by alumni and friends. Workers will continue to pay on average about a quarter of the premium, a similar percentage to that paid in 2022. endstream endobj 230 0 obj <>/Metadata 5 0 R/Pages 227 0 R/StructTreeRoot 12 0 R/Type/Catalog>> endobj 231 0 obj <. Tuesday, October 4, 2022. Learn more WA State threshold for OT exempt employees will rise in 2023 by 24% Learn about the weekly earnings changes effective January 1, 2023. Join WFSE here.We want to thank everybody who showed their support yesterday in WFSE green as we proceeded with our third day of 2023-2025 contract negotiations with the state. w8o@#.pGpFuu1:k'"4ha ])u&qC)|>ai&q [qll{*\2-AJe>uRCE/,N1m]b$eL& gL 4lM&_n{kckq\C~KknN6oi|X.}E[+Zoxy"5"Xsv;V&y.\$ t%Jn 0 Track the hours of work and limit hours of work to 40 per week, or less. The minimum pay rate will jump from $27.63/hour to $37.13/hour for employers with more than 50 employees in Washington. Not only that, our 2021 lobbying efforts funded the buy-back to eliminate monthly furloughs this bienniumand our 2022 lobbying efforts locked down additional raises for several job classifications that will also take effect in July. Washington Federation of State Employees - General Government general government Eligibility for the lump sum payment requires employees to be employed on or before Ju1y 1, 2021 and continuously employed through June 30, 2022. higher education community coalition Lump sum payable to all employees hired on or before July 1, 2022. Learn more at Lni.wa.gov/ClaimFreeDiscount. The salaries listed do not apply to higher education colleges and universities. Wage inflation is a good benchmark because workers' comp costs increase as wages increase. Computer professionals paid on a salary basis will have to be paid at least 2.5 times the state minimum wage after an eight-year phase-in ending in 2028. On Thursday May 5, your GG bargaining team met with management for the first time. The deal, between the state and the Washington Federation of State Employees, also includes 4% pay raises in 2023, 3% pay raises in 2024 and a $1,000 retention bonus for current. Washington Gov. 5% premium pay for all employees who work on-site in 24/7 direct care facilities (see MOU). In preparation, we want to hear from you about your experience as a state employee. Click here to submit a short video testimonial. Core fund allocations will be determined in the same way as previous years, though changes to the allocations process may come with fiscal year 2024. This is not the same as the employees job title or job description, but determines whether a job primarily involves executive, administrative, professional, computer professional, or outside sales duties as defined in the rules. For the new budget model, we will calculate the differences in legacy allocations and those per the model and then review and discuss these impacts throughout the fiscal year, Stacy Pearson, chief financial officer and vice president for finance and administration, said. Our members are trying to fulfill the vital mission of serving the public keeping our roads safe, protecting public safety, caring for those in need. At this next session, we will hear managements responses to our initial proposals, as well as hear their proposals. 42). Encourage your co-workers to sign up by sharing this link: https://actionnetwork.org/forms/wfse-member-card-2. They are applicable to General Government agencies and the Higher Education Coordinating Board. See General Wage Adjustments for more information. In addition, lower-wage workers will receive a graduated lump sum payment based on annual income. What's on the table?This Thursday, our team began negotiation of compensation as well as sharing proposals on important topics like telework. Employers and workers pay into the workers' compensation system to help cover the cost of providing wage and disability benefits for injured workers, as well as medical treatment of work-related injuries and illnesses. In Washington, rates are charged as an amount per hour. The university will continue to address pay equity in its annual compensation planning moving forward. Your General Government Bargaining Team was able to reach several tentative agreements on select contract articles. Note: The survey will not be delivered to members from the Office of the Attorney General, Secretary of State, or Department of Natural Resources. Our Stay-at-Work Program is also making a difference, providing employers more than $100 million to help keep more than 40,000 employees on light duty while they heal. >zX55c y Qlh6XhK) lA{oFVY8vU,#Vw=J@k^K jP Vm8 FcT Direct link: https://www.impact.afscme.org/videos/create-video), (Direct link: https://actionnetwork.org/forms/wfse-member-card-2). L&I keeps a lower contingency reserve than other workers' compensation insurers, including other state workers' compensation funds. YLyiPLp^h$v1cCm7Wv !1qXFQL7310?|QvFc A You shared your stories and lifted up the sacrifices public employees have made to keep supporting folks during the pandemicthe way we do every day. COVID Booster Directive: Survey Due Tomorrow, 8/5. The main difference between the new state and federal regulations is the state regulations require: How might my job status be affected?The new rules do not require employees to do anything. The EBC aimed to create a budgeting framework that provides greater clarity in how funds are allocated and how costs are assessed in pursuit of achieving the systems strategic goals and priorities. To date, we have been educating the state about what our members are facing at worksites, about the recruitment and retention crisis, about staffing shortages at almost every agency. Stay tuned and stay active as we return to the bargaining table in 2022 to negotiate a collective bargaining agreement for the next biennium. The 4.8% increase is an average. Employers must advise employees of their status as outside salespersons. Risk is pooled across all employers in a risk class, which helps keep premiums stable while helping those who have had a tough year. By the time the rule is fully implemented in 2028, a salaried exempt employee will have to be paid at least 2.5 times the state minimum wage. The Legislature set aside $84 million for much-needed job-class-specific pay increases. Employee compensation will remain the universitys top priority in the next legislative session. But there is a lot of work yet to be done. The supplemental pension rate is increasing 7% to nearly 17 cents per hour. It's helping reduce long-term disability and improving return-to-work results for those hurt on the job. L&I attributes the increase to several factors, including wage inflation and medical costs. They seem to think it is ok to: Remember this, these decisions made by the state harm not only us as workers, but the citizens who rely on us as well. Thats the union difference. Strong contracts. Each employee is disclosed with full name, agency, position, annual earnings, etc. These increases are happening thanks to you. A MAT can help members at your worksite stay informed and ready for collective action. Lets show the state were united. While we reached tentative agreements in several areas, including a telework agreement, one thing is now clear: Public sector workers like us the very people who have risked their lives to get us through this pandemic are being treated like were expendable, not essential. Let your co-workers know they can follow bargaining updates here: https://www.wfse.org/general-government-bargaining-updates. WSU employs more than 8,200 employees across five physical campuses, WSU Global, and extension centers across the state. Together, we can continue to strengthen our union as we get closer to discussions on compensation. The increase means employers and workers will pay an additional $61 a year, on average, for each full-time employee. Why are Washington's rates based on "hours worked" rather than a "percentage of payroll," which is how all other states charge for workers' compensation premiums? General Salary Increase Information. We need to put the pressure on. For additional information, you can contact L&Is Employment Standards Program atEAPrules@Lni.wa.gov or toll free at 1-866-219-7321. Overview School Employee Salaries District Staffing & Finance Data K-12 LEAP Documents Bargaining Agreement Data Download Data Duty Assignment Glossary OSPI Personnel Summary Reports OSPI Database Files (S-275) Note: Salaries shown are the latest final data available from the Office of Superintendent of Public Instruction. WFSE members sent more than 6,000 letters to the Inslee administration calling for wage increases. Heres how you can help us reach a good deal for our jobs, families and communities: Solidarity: Wear green on June 7 in support of your union bargaining team. (Effective 7/1/2022) We are still bargaining and need to hear from as many members as possible to ensure a good outcome. News and Information for Faculty, Staff, and the WSU Community, Division of Academic Engagement and Student Achievement (DAESA), Voiland College of Engineering and Architecture, University reaches new phase of support for firstgen students, Video game advertising venture wins big at 20thannual Business Plan Competition, Power engineering practicum provides students with industry introduction, Scott Wallace selected for Oaks Academic Technology Award, College of Education reappoints Amir Gilmore as associate dean. v5lJUmb"DbmR`U(vlf$2Y0@`5D#NW'3uUjJmLpgLF1MaLp!GHa67!?BW0CpbzqS&co6FQd+nV3XJ"cr BFND .9`yANhs-aj[c_ [Fg25SHsL ^h "9I\ Strength in numbers is how we win. How much will the rate increase cost employers and workers? Our current team are already hard at work for the next budget cycle. Received nearly 4,200 employer fraud leads. Standby Pay (for 0 to 30 hours per pay period) $5.00. Studies show that employers receiving a safety inspection or safety consultation have 10 30% fewer claims filed by their employees. For the 2023 fiscal year, WSU is asking units and departments to plan for a 5% core fund budget reduction, an improvement from the current years 7.5% cut. (These videos will be shared in future bargaining updates and on our union website to encourage other members to participate in the bargaining process. What can I do as an employer to reduce my rates? Our strength is in our numbers, so encourage them to join our efforts. While our union has been very successful in securing raises that will kick in this July, we need to make sure our state continues to be an employer of choice by investing in our future. Here are some ways to keep building connection and solidarity as we begin negotiations: Check in with your coworkers to be sure they are receiving and reading bargaining updates. Changes for computer professionalsThe rules changes also updates the duties test for employees defined as computer professionals, including computer system analysts, computer programmers, software engineers or other similarly skilled workers to more closely align with the federal duties test. When costs are lower across a risk class, all employers in the class benefit. Click here to assist our team in securing a strong 2023-2025 contract. In recent years, L&I has been providing vocational support and assistance much earlier in claims. Strength in Numbers: Join WFSE if youre not a member, and encourage your co-workers to do the same. Its critical for us to reach out and talk to our new co-workers about the value of our union and what we can achieve together. The Washington state overtime threshold for exempt jobs as of January 1, 2023 is set by state rule at 2 times the state minimum wage and will be $1,259.20 per week. Washington State University: Kent Ernest: Head Basketball Coach: Office of Financial Management: 2017: University of Washington: Hopkins Michael: Head Coach-Mens Basketball: Office of Financial Management: 2021: Washington State University: Smith Kyle: Head Basketball Coach: Office of Financial Management: 2020: Washington State University . Your General Government Bargaining Team met with the state again today.The theme of todays talks was how barebones staffing levels create unsafe working conditions and mandatory overtimes. University funds will need to be used to supplement state funding in order to give this group the largest increase in seven years. Other ways you can help how you can take action: #StrongWorksitesStrongContractsuse this hashtag to follow our contract campaign on social media (Facebook,Twitter,InstagramandYouTube). Your fellow public workers serving on your bargaining team fought hard for this agreement, but it wouldnt have been possible without WFSE members in every worksite standing up, getting involved and demanding a fair contract. Our members know the solution to this vicious cycle: pay us what we deserve.We have submitted a strong compensation proposal to the state that honors the work we performed throughout the pandemic and will improve our standard of living in the face of rising inflation. * Yes No We want to update you on the progress of 2023-2025 contract negotiations with the state. Basic salary range plus ten percent (10%) for Social Service Specialists 3, 4 and 5s who perform visits in unregulated environments, such as private residences, to conduct investigations for allegations of abuse and/or neglect to assess the safety of vulnerable children. The best way to control costs is by creating safe workplaces to avoid injuries, illness, or death. OLYMPIA (Oct. 1, 2021) Members of the Washington Federation of State Employees/AFSCME Council 28 (WFSE) this week voted to ratify an agreement with the state to provide the largest pay increase and lump sum payment negotiated in several years for the states General Government employees in 2022.
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