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In the first six months of the 2005-07 contract, WPEA
filed 158 grievances – the majority of which are related to
the implementation and erroneous interpretation of the
language. Since January, we have filed over 180 additional grievances. Below is a brief summary of the
grievances that are pending arbitration or in arbitration. Once an
issue goes to arbitration, it can take up to six months to
resolve. Due to confidentiality issues, not all
grievances are listed.
Demand to Bargain:
Communications Bill
SHB 2898 was passed by the state
legislature and signed by the Governor
allowing a state employee to distribute
communications from an employee
organization or charitable organization
to other state employees — if the
communications do not support or oppose
a ballot proposition or candidate for
federal, state, or local public office.
Issues
Pending:
LCB Store Managers Group Grievances
The 40 group grievances
for scheduling, uniforms, leave and comp
time were consolidated into 4 and heard
at the Step 2 level.
-
Incorrect Direction that Any Leave Must
be Pre-approved: Management portrayed this as a
misunderstanding - WPEA disagrees with
this perception and told them so -
however, they did agree to
correct/update the information (however
we have not seen proof yet).
-
Comp
Time: Management agreed to rescind the
comp time portion of the scheduling
“rules” which will afford employees the
right to request to earn compensatory
time in lieu of cash for overtime.
-
Scheduling:
Management did not agree to any of the
remedies and this has been moved to the
Step 3 - Agency Head - level.
Parental Leave
WPEA filed a grievance concerning parental leave in
order to bond with a newborn, foster or adopted child.
Article 13.5 subsection B states that Parental Leave may
be a combination of the employees accrued vacation
leave, sick leave for pregnancy disability or other
qualifying events, personal holiday, compensatory time
or leave without pay. The current interpretation
through the employer is that the combination may only be
used if all paid leave has been exhausted in order to
use the leave without pay. WPEA is contending this
interpretation is incorrect and is taking this through
the grievance process in order for all employees to
enjoy the full benefits of Parental Leave.
"Perma-Temps"
in Colleges
We have seen an increase in the number of
temporary employees in our colleges since the
implementation of the Master Bargaining Agreement. WPEA/UFCW 365 is working with the Center
for a Changing Workforce to investigate the misuse of
temporary employees in the community colleges we
represent. WPEA/UFCW 365 will use the collected
information to determine if the colleges are in
violation of this law and may bring a civil action in a
court of competent jurisdiction against the college
and/or colleges we believe are skimming classified
employee work away.
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WPEA Enforces Job Rep Release Time
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