All previously agreed to non-economic articles went into effect on July 1, 2025, and will be incorporated into the 1 year 2026/2027 CBA, assuming the contract is approved by the legislature and signed by the governor. The enactment of the non-economic items for July 1, 2025 through June 30, 2026 were accomplished through and Interim Agreement. The Union also secured two additional MOUs.
Since economic items within the CBA must be funded through the legislative process, the union spent much of the summer renegotiating terms as the state did not want to simply agree to what was previously ratified. Instead, they wanted retroactive compensation to be tied to employees remaining employed within the state through to July 1, 2026. After several meetings, the bargaining team was ultimately able to get the state to agree to provide retroactive compensation for anyone who is laid off, is disability separated, or retires, in addition to anyone who remains employed with the state. The bargaining team hoped to secure retroactive funding for everyone, including those who willingly separate before July 1, 2026, but we ultimately reached a point where the state was unwilling to move.
If ratified, eligible members will receive a retroactive payment of all compensation they would have received between July 1, 2025, through June 30, 2026, during the second half of July 2026. This retroactive compensation would account for the missed 3% COLA increase, and the difference in pay for any missed increases from changes in job classifications or other compensation owed. Colleges will provide individualized calculations for employees to review in the Spring of 2026.
Since economic items within the CBA must be funded through the legislative process, the union spent much of the summer renegotiating terms as the state did not want to simply agree to what was previously ratified. Instead, they wanted retroactive compensation to be tied to employees remaining employed within the state through to July 1, 2026. After several meetings, the bargaining team was ultimately able to get the state to agree to provide retroactive compensation for anyone who is laid off, is disability separated, or retires, in addition to anyone who remains employed with the state. The bargaining team hoped to secure retroactive funding for everyone, including those who willingly separate before July 1, 2026, but we ultimately reached a point where the state was unwilling to move.
If ratified, eligible members will receive a retroactive payment of all compensation they would have received between July 1, 2025, through June 30, 2026, during the second half of July 2026. This retroactive compensation would account for the missed 3% COLA increase, and the difference in pay for any missed increases from changes in job classifications or other compensation owed. Colleges will provide individualized calculations for employees to review in the Spring of 2026.
Changes Made After April 1, 2025
Changes Made After October 1, 2024
Article 7 Hours of Work
Article 18 – Miscellaneous Leave
Article 20 Commute Trip Reduction and Working Remotely
Employer MOU (X) Classified Staff Meeting
MOU XY Ad Hoc Focus Group
- Allows overtime exempt employees to accrue exchange time when working in excess of 45 hours in a week.
- Allows for additional work assignments, including telework, during periods of inclement weather.
Article 18 – Miscellaneous Leave
- Removes the four-month waiting period for use of Personal Leave Days.
Article 20 Commute Trip Reduction and Working Remotely
- Requires colleges to maintain telework policies that, at a minimum, provides a timeframe to respond, denials will be made in writing, and an appeal process will be established.
Employer MOU (X) Classified Staff Meeting
- Provides 1 paid Union meeting each fiscal year.
MOU XY Ad Hoc Focus Group
- A focus group will be established to evaluate salaries for the Program Specialist and Fiscal Analyst series. The focus group will consist of representatives from WPEA, College Administration, and OFM.
Changes made prior to October 1, 2024
All articles, appendices, and MOU’s previously tentatively agreed to prior to October 1, 2024.
Article 2 – Non-Discrimination
Appendix X, XX and M represent the state’s final offer of salary increases for specific job classifications. The increases identified would be in addition to the general wage increases of 3% and 2%.
Appendix X adjusts the salary ranges to reflect an statewide minimum wage of $18.
Appendix XX adjusts salary ranges to mitigate the impacts of compression or inversion due to the increase to an $18 minimum wage
Appendix M adjusts salary ranges to remedy impacts of recruitment, retention or general class plan maintenance
Current Contract Language
- Updates section to include references to DEI and belonging.
- Requires employer to offer additional work to cyclic employees before completing work through other means.
- During certain periods of the academic year, overtime-exempt employees will have absences with pay approved when working extraordinary or excessive hours.
- Updates the vacation accrual schedule for years one through four to one hundred thirty six hours.
- Updates definitions of family members
- Clarifies when the employer can close due to health related reasons
- Clarifies RCW for when medical clearance certificates may be required
- Provides language requiring employers to maintain teleworking policies and procedures
- Encourages employees to coordinate with supervisors when the college is open but roads are hazardous
- Expands bereavement to include loss of pregnancy
- Expands bereavement to include certain individuals who regularly reside in the employee’s home
- Adds new category of leave to receive vaccinations during a declared state of emergency
- Adds new category of leave for employees who are displaced from their home due to wildfires
- Requires employers to maintain a telework policy and procedure.
- Requires the college’s Safety, Security and Emergency Management Council representative to attend Labor Management Communication Committee meetings
- Provides footwear allowance up to $225 each biennium for specific job classifications requiring Personal Protective Equipment
- Increases to 8 the number of employer paid release days for successor agreement bargaining
- Provides for general wage increases of 3% the first year of the biennium, and 2% the second year of the biennium
- Establishes an $18 starting wage for all salary ranges, with range 34 as the new starting range. Employees in ranges 33 and below will be reassigned to range 34
- Provides for targeted increases due to issues of compression, inversion, recruitment or retention
- General language updates for consistency
Appendix X, XX and M represent the state’s final offer of salary increases for specific job classifications. The increases identified would be in addition to the general wage increases of 3% and 2%.
Appendix X adjusts the salary ranges to reflect an statewide minimum wage of $18.
Appendix XX adjusts salary ranges to mitigate the impacts of compression or inversion due to the increase to an $18 minimum wage
Appendix M adjusts salary ranges to remedy impacts of recruitment, retention or general class plan maintenance
Current Contract Language
- ARTICLE 1
- ARTICLE 3
- ARTICLE 5
- ARTICLE 6
- ARTICLE 8
- ARTICLE 9
- ARTICLE 10
- ARTICLE 11
- ARTICLE 14
- ARTICLE 15
- ARTICLE 16
- ARTICLE 19
- ARTICLE 22
- ARTICLE 24
- ARTICLE 25
- ARTICLE 26
- ARTICLE 27
- ARTICLE 28
- ARTICLE 29
- ARTICLE 30
- ARTICLE 31
- ARTICLE 32
- ARTICLE 33
- ARTICLE 34
- ARTICLE 35
- ARTICLE 36
- ARTICLE 37
- ARTICLE 38
- ARTICLE 40
- ARTICLE 41
- ARTICLE 43
- ARTICLE 44
- ARTICLE 45
- ARTICLE 46
- ARTICLE 47
- ARTICLE 48
- ARTICLE 49
- ARTICLE 50
- APPENDIX A
- APPENDIX B
- APPENDIX C
- APPENDIX D
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