WPEA Members,
WPEA’s bargaining team has decided to send the current Tentatively Agreed (TA) contract to members for ratification. Before outlining the change from the TA rejected in September 2024, we want to summarize how we got here.
Bargaining Background
Bargaining for the 2025-2027 Collective Bargaining Agreement began in May 2024. The team met regularly with the Office of Financial Management (OFM), the exclusive bargaining representative for our Employers. Despite months of negotiations, OFM refused to make meaningful movement on either economic or non-economic proposals.
In early September 2024, OFM presented a “last, best, and final” offer and refused to consider a counterproposal. Given this, our team had two options: (1) send the TA to members for a vote or (2) reject the premise that negotiations were complete and continue pushing for further bargaining. A majority of the team chose to send it to members with a recommendation to reject.
Members overwhelmingly rejected the proposal.
OFM’s Illegal Tactics & Legal Battle
On September 27, 2024, OFM Director Pat Sullivan sent WPEA a letter containing illegal threats, including claims that:
Due to OFM’s refusal to negotiate in good faith, WPEA filed a lawsuit requesting injunctive relief in Washington’s Superior Court.
Court & Bargaining Updates
Between December and February, the bargaining team met seven times with OFM. After months of pressure, OFM finally backed off their illegal claims, conceding that:
Where We Stand Now
As negotiations continued, the state’s budget deficit worsened, making economic gains nearly impossible. The bargaining team prioritized non-economic improvements, but OFM refused to engage.
Additionally, after October 1, 2024, bargaining team members had to use their own personal leave to negotiate on behalf of members, as the state refused to compensate bargaining time.
Despite OFM’s bad-faith tactics, our team secured a minor improvement to the previous TA while preventing any takeaways from the prior agreement.
Why This TA is Being Sent for a Vote
The team is not recommending for or against ratification. The TA does not include significant improvements, and the team believes members deserve better. However, time is running out to secure a funded agreement before the Legislature adjourns in April.
If this TA is rejected, we will continue bargaining, but it will mean no COLA increase on July 1, 2025. Given this reality, the team decided members should make the final decision.
What Happens Next?
While the compensation package remains the same, the current TA includes one minor non-economic change:
Article 24, Use of Privately Owned and State Vehicles, Commute Trip Reduction, and Duty Stations
All articles, appendices, and MOU’s previously tentatively agreed to prior to October 1, 2024.
This is a difficult decision, and the bargaining team supports whichever path members choose—whether that is securing the available COLA increase now or continuing the fight for a stronger agreement.
In solidarity,
WPEA Bargaining Team
WPEA’s bargaining team has decided to send the current Tentatively Agreed (TA) contract to members for ratification. Before outlining the change from the TA rejected in September 2024, we want to summarize how we got here.
Bargaining Background
Bargaining for the 2025-2027 Collective Bargaining Agreement began in May 2024. The team met regularly with the Office of Financial Management (OFM), the exclusive bargaining representative for our Employers. Despite months of negotiations, OFM refused to make meaningful movement on either economic or non-economic proposals.
In early September 2024, OFM presented a “last, best, and final” offer and refused to consider a counterproposal. Given this, our team had two options: (1) send the TA to members for a vote or (2) reject the premise that negotiations were complete and continue pushing for further bargaining. A majority of the team chose to send it to members with a recommendation to reject.
Members overwhelmingly rejected the proposal.
OFM’s Illegal Tactics & Legal Battle
On September 27, 2024, OFM Director Pat Sullivan sent WPEA a letter containing illegal threats, including claims that:
- OFM lacked legal authority to negotiate a two-year contract.
- They could not continue bargaining if the TA was rejected.
- Threatening that previously agreed TAs would be revoked, requiring bargaining “from scratch.”
- Declaring they were only willing to negotiate a one-year contract.
- Stating they would refuse to recommend funding for any contract agreed to after October 1st.
Due to OFM’s refusal to negotiate in good faith, WPEA filed a lawsuit requesting injunctive relief in Washington’s Superior Court.
Court & Bargaining Updates
- December 2024: The Superior Court declined to issue an injunction.
- February 27, 2025: WPEA’s appeal was heard by the Washington State Supreme Court, with a decision expected in March or later.
Between December and February, the bargaining team met seven times with OFM. After months of pressure, OFM finally backed off their illegal claims, conceding that:
- Previously agreed TAs remained valid.
- They had the authority to negotiate a two-year contract.
- They were willing to present a ratified agreement for funding.
Where We Stand Now
As negotiations continued, the state’s budget deficit worsened, making economic gains nearly impossible. The bargaining team prioritized non-economic improvements, but OFM refused to engage.
Additionally, after October 1, 2024, bargaining team members had to use their own personal leave to negotiate on behalf of members, as the state refused to compensate bargaining time.
Despite OFM’s bad-faith tactics, our team secured a minor improvement to the previous TA while preventing any takeaways from the prior agreement.
Why This TA is Being Sent for a Vote
The team is not recommending for or against ratification. The TA does not include significant improvements, and the team believes members deserve better. However, time is running out to secure a funded agreement before the Legislature adjourns in April.
If this TA is rejected, we will continue bargaining, but it will mean no COLA increase on July 1, 2025. Given this reality, the team decided members should make the final decision.
What Happens Next?
- If members ratify the TA: WPEA will work to secure funding through the Legislature. If funded, the contract (including a 3% COLA the first year and a 2% COLA in the second year) will take effect on July 1, 2025.
- If members reject the TA: WPEA will continue bargaining, likely involving a mediator and fact-finder per RCW 41.80.090. We will also pursue further unfair labor practice charges against OFM for their bad-faith actions.
While the compensation package remains the same, the current TA includes one minor non-economic change:
Article 24, Use of Privately Owned and State Vehicles, Commute Trip Reduction, and Duty Stations
- Provides teleworks protections and ensures that telework requests will not be arbitrarily denied.
All articles, appendices, and MOU’s previously tentatively agreed to prior to October 1, 2024.
This is a difficult decision, and the bargaining team supports whichever path members choose—whether that is securing the available COLA increase now or continuing the fight for a stronger agreement.
In solidarity,
WPEA Bargaining Team
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