Win for Yakima Valley College Members!Information Provided by Judy Lumm, WPEA Staff Representative WPEA members at Yakima Valley College recently secured a major win through the grievance process. The union filed a grievance after discovering the college had misapplied the Personal Leave article in the Yakima Valley contract. As a result of the successful grievance and persistence of our members, 47 bargaining unit members had a total of 220 hours of leave restored to their leave balances. This outcome is a strong reminder of the power of standing together and enforcing our contract. When management doesn’t follow the terms we’ve negotiated, WPEA members can and do take action and we win! The Fight for Public Workers Doesn’t End at Retirement For many Washington public employees, retirement marks the end of their careers, but not the end of their fight. The Retired Public Employees Council of Washington (RPEC) carries forward the mission of protecting and improving the lives of those who devoted their working years to public service. RPEC represents tens of thousands of retired state, county, and local government workers, ensuring their voices are heard long after they leave the workplace. The organization advocates for fair and secure pensions, access to affordable health coverage, and regular cost-of-living adjustments (COLAs) to help retirees keep up with rising costs. As the cost of living continues to climb and healthcare expenses grow faster than inflation, retirees face increasing financial pressure. RPEC fights back against this erosion of purchasing power and the ongoing threats to retirement security. The council works closely with lawmakers, testifies in legislative hearings, and mobilizes members to speak directly with their representatives. Through its strong advocacy, RPEC has played a leadership role in major victories for Washington’s retirees. The council has successfully pushed for legislation to strengthen pension funding, improve retirement benefits, and restore COLAs for members whose purchasing power has been chipped away by inflation. These wins don’t come easily—they are the result of organized, persistent, and passionate advocacy. But RPEC’s work isn’t just about financial security. It’s about ensuring that those who dedicated their careers to serving their communities are treated with the respect they deserve in retirement. Every pension check, every affordable health plan, every legislative success represents a promise kept to the public workers who helped build and sustain Washington State. RPEC’s message is clear: the fight for public workers doesn’t end at retirement. It continues in every bill debated at the Capitol, every budget passed, and every conversation about what kind of future we want for the people who made public service their life’s work. Secrets of a Successful OrganizerFrom Labornotes.org You've been talking to your co-workers, and they say they feel overworked, underpaid, and increasingly pressured by productivity quotas and the ever present threat of discipline. How do you fight for better? Secrets of a Successful Organizer is Labor Notes' core organizing training, in two sessions full of lively participatory exercises. We welcome first-timers and repeat attendees looking to sharpen their skills. These trainings will be held via Zoom. When: Saturdays, November 8 & 15 Time: Noon to 3 p.m. Eastern / 9 a.m. to Noon Pacific WORKSHOP DESCRIPTIONS Beating Apathy Are you beating your head against the wall trying to get other workers involved? This workshop is for you. Hear success stories from those who’ve turned their workplaces around and turned apathy into action. Learn practical organizing tools for engaging your co-workers, taking action, and getting results. Assembling Your Dream Team Your workplace may feel like an unorganized mess, but the truth is you’re not starting from zero. There’s organization there already—though it might have nothing to do with the union. Learn how to map out the existing networks in your workplace, identify the leaders in those networks, and then knit them together into an organizing committee. Turning an Issue into a Campaign Everybody has complaints and frustrations, but an organizer has the power to turn problems into opportunities. Learn how to sort through the issues you hear from co-workers, bring people together, and make a plan to solve them. To learn more or sign up click here. Union History: Issaquah coal miners’ strike (Oct 24 1903) We honor the workers who stood up for fair treatment, safe workplaces, and dignity on the job. One such moment in Washington’s labor history took place over a century ago when a group of coal miners in Issaquah took a courageous stand for better pay and respect. The Strike That Shook Issaquah On October 24, 1903, miners at the Issaquah Coal Company walked off the job. They were demanding a small but meaningful raise, from $2.50 to $3.00 a day, after years of dangerous work underground with little improvement in conditions or wages. Mining was among the most dangerous jobs in the early 1900s. Collapses, explosions, and chronic illness were part of daily life, and miners often labored ten or more hours a day. Despite the risk, coal companies resisted wage increases, claiming they couldn’t afford to pay more. But the Issaquah miners had reached their limit. Together, they organized, took a vote, and shut down the mine. Holding the Line The strike lasted several tense weeks. The company at first refused to meet their demands. But the miners held firm and, crucially, they held together. Community support grew as families and local businesses rallied around the miners, recognizing that a fair wage for one worker helped lift the whole town. Finally, in mid-November 1903, the Issaquah Coal Company agreed to arbitration. The miners didn’t win the full 50cent raise they sought, but they did achieve a compromise: $2.85 per day and a guarantee that all strikers would be rehired without retaliation. When a few workers were initially left off the recall list, the miners walked out again on November 28, forcing the company back to the table. Within two weeks, the dispute was fully settled and every miner was returned to work. A Small Raise, A Big Victory That 35-cent increase might not sound like much today, but in 1903 it represented a significant gain and an important precedent. The Issaquah miners’ unity won them not just higher pay, but respect and it showed other Washington workers that solidarity could move even the most stubborn employers. Why It Matters Today The Issaquah strike reminds us that Washington’s labor roots run deep. More than a hundred years ago, workers were already using the same principles that still define our movement:
Shop For Your New Car With Union Plus The Union Plus Auto Buying Program makes it easy to find your next ride. See upfront prices, compare payment options, and check price ratings - all online. Reap even more savings this fall with average member savings of $2, 193 off MSRP. Also, check out this Special Member Benefit Get a $100 rebate on a new union-made car when you purchase using the Union Plus Member Auto Buying Program.* Check it out here! Recipe: Witch Cupcakes Beware, they might just put a spell on you.
Directions Step 1 Bake cupcakes as directed and let cool. Prepare buttercream and tint desired colors. Frost the cupcakes. Step 2 To form the witch hats: Fold one cupcake liner in half, then fold in half again. Tape the two flaps together to form a solid wedge shape. Fold the wedge in half again and tape again to form a cone. Step 3 Insert a toothpick into the frosted cupcake and place the cone on top of the toothpick. This is the top of the hat. Step 4 Cut a hole in the middle of the mini cupcake liner. This is the base of the hat. Slide the cut-out mini cupcake liner onto the cone to create the hat. Repeat for remaining cupcakes.
Contracts Ratified! WPEA Members Vote Overwhelmingly in Favor After months of strategizing and sitting at the bargaining table, WPEA members have officially ratified the 2026 contracts for both Higher Education and General Government. These contracts were forged through the collective grit of our members and thousands of conversations they have had across campuses and agencies statewide. Thanks to the commitment of our members and bargaining teams, both contracts passed with overwhelming support: 94% yes for General Government and 95% yes for Higher Ed. This round of voting also saw record-breaking participation. Over 34% of members voted, more than triple the turnout of some past cycles. That number is a signal that members are rising to the occasion and becoming more involved. With that growth, our union only stands to become stronger, louder, and more united in its pursuit of equity and fair pay. Every vote cast, voice raised, and question asked helped push us forward. This win belongs to all of us, but it’s only a foothold in the climb to the summit. The fight for truly fair wages continues. So take a moment to celebrate, then tighten your laces. We’ve proven what solidarity can do. Now we keep building, together. You can find out more about the contract ratification, as well as find the tentative agreements, via the button below: Grill, Chill, and Solidarity: |
| On September 9th, the Bellevue College campus came alive with the sounds and smells of union camaraderie. WPEA and WFSE members gathered in the afternoon for a barbecue. More than just burgers and hot dogs, this gathering was a celebration of community, connection, and solidarity in the wake of contract ratification. The turnout was fantastic, with members showing up throughout the afternoon to share food, stories, and plenty of laughs. In true union fashion, the event was part potluck, part cookout, with a spread that included fresh churros, homemade sides, and enough treats to satisfy every appetite. The grill stayed hot, the conversations stayed lively, and the sense of unity was unmistakable. A huge thank you goes out to Valencio Socia and Becky Turnbull, whose leadership and coordination made the event possible. Thanks also to the many WPEA and WFSE members and staff who stepped up to help with setup, cooking, cleanup, and everything in between. It’s gatherings like these that remind us why we do this work, because when members come together, powerful moments follow. The Bellevue BBQ was just one example of how our union builds strength not just at the bargaining table, but at the table where we share our meals. Here's to more events like this, where solidarity is served fresh, and every bite comes with a side of purpose. If you or any members you know are interested in hosting a similar event, please take a moment to fill out the "collective action interest form" below. |    |
WPEA History: Fighting for Fair Pay: Agriculture Members Win Raises After Class Spec Victory
Information from Aubrei Hansen, WPEA Marketing & Membership Coordinator
WPEA’s legacy of advocacy isn’t just built at the bargaining table — it’s forged in the day-to-day efforts of member leaders who know their work deserves recognition. One powerful example of that persistence came in Fall 2003, when 37 employees at the Department of Agriculture won long-overdue pay raises following a successful campaign to update outdated job classifications.
A Year and a Half of Hard Work Pays Off
This win didn’t happen overnight. For 18 months, WPEA Agriculture Chapter leaders worked closely with agency personnel officers to update the class specifications for the Agricultural Chemical Specialist series — classifications that hadn’t kept pace with the evolving responsibilities of the job.
The effort was led by Chapter President Jeff Zeller, with strong support from Eric Johansen and Chapter Board Representative Lee Barilar. Together, they made the case that the work these members were doing had fundamentally changed — and that their job descriptions and pay rates needed to reflect that.
More Than Inspections — It’s About Public Health
Over the years, the scope of this work had expanded well beyond routine inspections and investigations of pesticide use. Members in the class series were now on the front lines of protecting human and animal health, environmental safety, and the integrity of Washington’s food supply.
That shift was accelerated in 2003, when the Legislature transferred oversight of the Dairy Nutrient Program from the Department of Ecology to the Department of Agriculture. Suddenly, WPEA members in the Agricultural Chemical Specialist classifications were tasked with:
Closing the Gap
With strong documentation and persistent advocacy, WPEA helped the agency submit a formal request to the Personnel Resources Board. The request aimed to update the class series and adjust salaries accordingly — particularly to close the 10% pay gap members had identified between their work and similar job classifications elsewhere in the state.
The result? The Personnel Board granted the changes, and employees at the Agricultural Chemical Specialist 3 and 4 levels received a 7.5% salary increase.
Member-Led, Member-Won
This win is a classic example of how WPEA members can drive meaningful change — not just by identifying inequities, but by organizing to fix them. It’s also a reminder of how up-to-date class specifications are essential to protecting wages, workload, and job dignity.
What started as a behind-the-scenes effort by a handful of committed members ended with dozens of public employees getting the recognition — and compensation — they deserved.
That’s the power of union action.
That’s the power of WPEA.
A Year and a Half of Hard Work Pays Off
This win didn’t happen overnight. For 18 months, WPEA Agriculture Chapter leaders worked closely with agency personnel officers to update the class specifications for the Agricultural Chemical Specialist series — classifications that hadn’t kept pace with the evolving responsibilities of the job.
The effort was led by Chapter President Jeff Zeller, with strong support from Eric Johansen and Chapter Board Representative Lee Barilar. Together, they made the case that the work these members were doing had fundamentally changed — and that their job descriptions and pay rates needed to reflect that.
More Than Inspections — It’s About Public Health
Over the years, the scope of this work had expanded well beyond routine inspections and investigations of pesticide use. Members in the class series were now on the front lines of protecting human and animal health, environmental safety, and the integrity of Washington’s food supply.
That shift was accelerated in 2003, when the Legislature transferred oversight of the Dairy Nutrient Program from the Department of Ecology to the Department of Agriculture. Suddenly, WPEA members in the Agricultural Chemical Specialist classifications were tasked with:
- Field investigations of dairy farms
- Monitoring for water quality violations
- Overseeing the development of dairy nutrient management plans
- Providing technical assistance to producers
Closing the Gap
With strong documentation and persistent advocacy, WPEA helped the agency submit a formal request to the Personnel Resources Board. The request aimed to update the class series and adjust salaries accordingly — particularly to close the 10% pay gap members had identified between their work and similar job classifications elsewhere in the state.
The result? The Personnel Board granted the changes, and employees at the Agricultural Chemical Specialist 3 and 4 levels received a 7.5% salary increase.
Member-Led, Member-Won
This win is a classic example of how WPEA members can drive meaningful change — not just by identifying inequities, but by organizing to fix them. It’s also a reminder of how up-to-date class specifications are essential to protecting wages, workload, and job dignity.
What started as a behind-the-scenes effort by a handful of committed members ended with dozens of public employees getting the recognition — and compensation — they deserved.
That’s the power of union action.
That’s the power of WPEA.
WPEA Today, Fall 2003
🛠️Union Jargon 101: 5 More Key Terms Every Worker Should Know
Step Increases
What it means: Contractual raises based on time served or experience—built into the wage scale for many public sector jobs.
Why it matters: Steps reward longevity and predictability. When employers delay or deny step movement, the union can take action to enforce the contract.
Example:
You’ve hit your 12-month mark but don’t see your step bump. You contact the steward, and the union files a grievance to make you whole—with back pay.
One step for you, one giant message to management: we watch the details.
Layoff Units
What it means: The specific organizational groups (like divisions, departments, or agencies) used to determine who gets laid off—and who can bump others.
Why it matters: Contracts often define layoff units. The smaller the unit, the fewer bumping rights. The union fights to define fair units—and enforce seniority when cuts come.
Example:
Your agency defines your entire region as a layoff unit. Thanks to the contract, you’re able to bump into another position instead of losing your job.
In a layoff, the union is the firewall—and seniority is the armor.
Cost-of-Living Adjustment (COLA)
What it means: A raise meant to keep up with inflation, so your paycheck doesn’t lose value year after year.
Why it matters: In public service, COLAs aren’t automatic. The union fights for them at the bargaining table—and for state lawmakers to fund them.
Example:
Inflation jumps 7%, but the governor’s budget funds only a 1% COLA. The union mobilizes members to testify, contact legislators, and demand full funding.
We’re not asking to get ahead—just not fall behind. COLA is the floor, not the finish line.
WAC / RCW
What it means:
Why it matters: Knowing your rights means knowing the law. Unions don’t just organize—we enforce legal protections in the WACs and RCWs, especially around bargaining, layoffs, and due process.
Example:
Management says they don’t have to bargain over layoffs. The union points to RCW 41.80.010--yes, they do.
Our contracts are strong—but the law backs us up. And we know how to use both.
Lobby Day
What it means: A coordinated day where union members visit the state capitol to meet with legislators and advocate for funding, policy, or pro-worker laws.
Why it matters: In the public sector, politics affects your paycheck. Lobby Day puts a human face on the budget—showing lawmakers that behind every agency, office, and service is a worker with a union.
Example:
Your contract’s on the line. Hundreds of WPEA members show up in Olympia wearing matching shirts, telling lawmakers: Fund our work—or answer to us at the polls.
We’re not just voters—we’re workers, constituents, and organizers. And we show up together.
What it means: Contractual raises based on time served or experience—built into the wage scale for many public sector jobs.
Why it matters: Steps reward longevity and predictability. When employers delay or deny step movement, the union can take action to enforce the contract.
Example:
You’ve hit your 12-month mark but don’t see your step bump. You contact the steward, and the union files a grievance to make you whole—with back pay.
One step for you, one giant message to management: we watch the details.
Layoff Units
What it means: The specific organizational groups (like divisions, departments, or agencies) used to determine who gets laid off—and who can bump others.
Why it matters: Contracts often define layoff units. The smaller the unit, the fewer bumping rights. The union fights to define fair units—and enforce seniority when cuts come.
Example:
Your agency defines your entire region as a layoff unit. Thanks to the contract, you’re able to bump into another position instead of losing your job.
In a layoff, the union is the firewall—and seniority is the armor.
Cost-of-Living Adjustment (COLA)
What it means: A raise meant to keep up with inflation, so your paycheck doesn’t lose value year after year.
Why it matters: In public service, COLAs aren’t automatic. The union fights for them at the bargaining table—and for state lawmakers to fund them.
Example:
Inflation jumps 7%, but the governor’s budget funds only a 1% COLA. The union mobilizes members to testify, contact legislators, and demand full funding.
We’re not asking to get ahead—just not fall behind. COLA is the floor, not the finish line.
WAC / RCW
What it means:
- WAC = Washington Administrative Code
- RCW = Revised Code of Washington (the state’s laws)
Why it matters: Knowing your rights means knowing the law. Unions don’t just organize—we enforce legal protections in the WACs and RCWs, especially around bargaining, layoffs, and due process.
Example:
Management says they don’t have to bargain over layoffs. The union points to RCW 41.80.010--yes, they do.
Our contracts are strong—but the law backs us up. And we know how to use both.
Lobby Day
What it means: A coordinated day where union members visit the state capitol to meet with legislators and advocate for funding, policy, or pro-worker laws.
Why it matters: In the public sector, politics affects your paycheck. Lobby Day puts a human face on the budget—showing lawmakers that behind every agency, office, and service is a worker with a union.
Example:
Your contract’s on the line. Hundreds of WPEA members show up in Olympia wearing matching shirts, telling lawmakers: Fund our work—or answer to us at the polls.
We’re not just voters—we’re workers, constituents, and organizers. And we show up together.
🎓 Returning to School? Union Plus Can Help!
Whether you're heading back to school to finish a degree, learn a new trade, or support your family’s educational goals, Union Plus offers valuable benefits for union members and their families—including scholarships, discounts, and support programs that make education more accessible.
Celebrating Union-Affiliated Scholars
Each year, the Union Plus Scholarship Program honors a remarkable group of students—children, spouses, and members of union families—who demonstrate academic excellence, leadership, and a strong commitment to the values of the labor movement.
This year’s scholarship recipients represent a wide range of union affiliations, backgrounds, and aspirations. Their applications were reviewed by experts from respected educational organizations, including the American Association of Community Colleges, the United Negro College Fund, and more. Judges praised the diversity and dedication of these students, many of whom balance top grades, extracurriculars, and jobs—all while deeply understanding the role unions play in supporting working families.
How It Works
Since 1991, the Union Plus Education Foundation has awarded more than $5.4 million in scholarships. The application process considers academic ability, personal essays, and the applicant's connection to the labor movement. Importantly, there's no requirement to purchase any Union Plus product or service to apply.
Scholarships are available to:
Mark Your Calendar
More Than Scholarships
Union Plus also offers other education benefits, including:
For more information on all available education benefits, visit:
🔗 unionplus.org/education
Celebrating Union-Affiliated Scholars
Each year, the Union Plus Scholarship Program honors a remarkable group of students—children, spouses, and members of union families—who demonstrate academic excellence, leadership, and a strong commitment to the values of the labor movement.
This year’s scholarship recipients represent a wide range of union affiliations, backgrounds, and aspirations. Their applications were reviewed by experts from respected educational organizations, including the American Association of Community Colleges, the United Negro College Fund, and more. Judges praised the diversity and dedication of these students, many of whom balance top grades, extracurriculars, and jobs—all while deeply understanding the role unions play in supporting working families.
How It Works
Since 1991, the Union Plus Education Foundation has awarded more than $5.4 million in scholarships. The application process considers academic ability, personal essays, and the applicant's connection to the labor movement. Importantly, there's no requirement to purchase any Union Plus product or service to apply.
Scholarships are available to:
- Union members
- Spouses of union members
- Dependent children of union members
Mark Your Calendar
- 🗓 Application Deadline: January 31, 2026
- ✉️ Recipients Notified: May 31, 2026
- 📃 Winner List Posted: Early June 2026
- 🔗 2025 Union Plus Scholarship Winners
More Than Scholarships
Union Plus also offers other education benefits, including:
- Discounts on textbooks and test prep
- Grants for education-related hardship
- Student debt resources and refinancing options
For more information on all available education benefits, visit:
🔗 unionplus.org/education
Recipe: Creamy French Onion and Mushroom Soup
Ingredients
6 tbsp salted butter
4 medium yellow onions, thinly sliced
1 ¼ cup dry white wine, such as Pinot Grigio or
Sauvignon Blanc
3 clove garlic minced or grated
2 cup cremini or wild mushrooms, sliced
2 tbsp fresh thyme leaves
2 tbsp chopped fresh sage
1 tsp honey
6-8 cup low sodium chicken or vegetable broth
2 tsp Worcestershire sauce (or soy sauce)
2 bay leaves
kosher salt and black pepper
½ cup heavy cream
6 slice french bread
2 cup shredded Gruyère cheese
6 tbsp salted butter
4 medium yellow onions, thinly sliced
1 ¼ cup dry white wine, such as Pinot Grigio or
Sauvignon Blanc
3 clove garlic minced or grated
2 cup cremini or wild mushrooms, sliced
2 tbsp fresh thyme leaves
2 tbsp chopped fresh sage
1 tsp honey
6-8 cup low sodium chicken or vegetable broth
2 tsp Worcestershire sauce (or soy sauce)
2 bay leaves
kosher salt and black pepper
½ cup heavy cream
6 slice french bread
2 cup shredded Gruyère cheese
Directions
1. Melt together the butter, onions, and honey in a large Dutch oven over medium-high heat. Cook, stirring occasionally until softened, about 10 minutes. At this point, you want to slowly add 3/4 cup of the wine, 1/4 cup at a time, until the wine cooks into the onions. Continue to cook another 10-15 minutes until you've used the 3/4 cup of wine and the
onions are deeply caramelized.
2. Add the garlic, mushrooms, thyme, and sage. Season with salt and pepper, cook another 3-4 minutes. Add the remaining 1/2 cup wine, the broth, Worcestershire sauce, bay leaves, and a pinch each of salt and pepper. Increase the heat to medium-high and return the soup to a simmer, simmer 10 minutes, then stir in the cream and cook another 5-10 minutes. Remove the bay leaves and discard. Season to taste with salt and pepper.
3. Meanwhile, preheat the oven to 400 degrees. Arrange the bread on a baking sheet and toast for 10-15 minutes, until very dry. Switch the oven to broil.
4. Ladle the soup into oven safe bowls. Add a slice of bread to each, and top evenly with cheese. Place each soup bowl on a baking sheet and transfer to the oven, broil until bubbly and golden brown, 3 to 5 minutes. Top with fresh thyme. Eat!
onions are deeply caramelized.
2. Add the garlic, mushrooms, thyme, and sage. Season with salt and pepper, cook another 3-4 minutes. Add the remaining 1/2 cup wine, the broth, Worcestershire sauce, bay leaves, and a pinch each of salt and pepper. Increase the heat to medium-high and return the soup to a simmer, simmer 10 minutes, then stir in the cream and cook another 5-10 minutes. Remove the bay leaves and discard. Season to taste with salt and pepper.
3. Meanwhile, preheat the oven to 400 degrees. Arrange the bread on a baking sheet and toast for 10-15 minutes, until very dry. Switch the oven to broil.
4. Ladle the soup into oven safe bowls. Add a slice of bread to each, and top evenly with cheese. Place each soup bowl on a baking sheet and transfer to the oven, broil until bubbly and golden brown, 3 to 5 minutes. Top with fresh thyme. Eat!
| Recurring Events: President Office Hours – Every Thursday at 4:00 Stay up-to-date with your WPEA President https://us06web.zoom.us/j/84804444204?pwd=8WO6oSWkNIEyIBc4bAblg2im01Jkb4.1 Meeting ID: 848 0444 4204 Passcode: 424576 UNITY Meetings – Every Wednesday at 12:00, 5:00, 6:00 Different topics, highlights, and news from your Union every week. On Wednesday - we wear blue! https://us06web.zoom.us/j/81922699344?pwd=dbfzaAvNpLkL4UOGhuS2oseCB3bZiD.1 Meeting ID: 819 2269 9344 Passcode: 716299 Thurston-Lewis-Mason Central Labor Council Solidarity Night & Meeting – 1st & 3rd Wednesday of every month. Stay up-to-date with the latest from the Central Labor Council and visit their website at: https://www.tlmlabor.org/ Department of Revenue Monday Meeting - If you work at Department of Revenue, join the Monday meeting at Noon Join Zoom Meeting https://wpea-org.zoom.us/j/85870788724 Meeting ID: 858 7078 8724 Reminder: June 1 through October 1, WPEA Headquarters will be open from 8am - 12pm, due to reduced office staff. | On the Calendar: August 22nd - September 14th - HE and GG 2026 Contract ratification vote September 1st - Labor Day - WPEA will be closed September 6th - WPEA Executive Board Meeting September 9th - WPEA Q3 District Meeting September 18th - Steward Training September 21st - Tacoma Rainier Game @ 1:35. More information at wpea.org/tacomarainiers |
2026 Contract Ratification Vote
Article by Kyle Sampson, WPEA/UFCW SPUR
As of August 22nd, we have launched the ratification vote for our 2026 General Government and Higher Education contracts. This follows months of hard bargaining that protected member rights, pushed back on one-size-fits-all proposals, and reopened talks after the state budget failed to fund previously ratified agreements. We made real gains, and now it is your turn to decide our next step together.
What is in the tentative agreements?
All previously agreed non-economic articles are already in effect as of July 1, 2025, and will be rolled into a one-year 2026–2027 CBA if approved. Economic highlights include general wage increases of 3 percent in the first year and 2 percent in the second year, a statewide $18 starting wage with range 34 as the new floor, plus targeted adjustments to address compression, inversion, recruitment, and retention. If ratified, eligible members will also receive a retroactive payment covering what should have been paid from July 1, 2025 through June 30, 2026, with payment scheduled for the second half of July 2026. Retro rules differ by unit. For General Government, retro pay will be provided whether members remain employed or separate before July 1, 2026. For Higher Education, retro applies to those employed through July 1, 2026, as well as members who are laid off, disability separated, or who retire.
How to vote!
The voting period runs August 22 through September 14, 2025. Eligible members will receive a ballot by email and a letter by U.S. mail with a Voter ID and Voter Key. Voting is online through Election Runner, and you must be an active dues-paying member to participate. Final results will be announced on Monday, September 15, by email, on the WPEA website, and on Discord.
Get answers and get involved. Read the Tentative Agreement summaries for your unit, then bring your questions to President Amanda Hacker’s extended office hours, available 10:00 a.m. to 7:00 p.m. on August 26, September 5, September 7, and September 13. Our unity carried us through a difficult round of negotiations. Let’s finish strong by making our voices heard and casting our votes.
What is in the tentative agreements?
All previously agreed non-economic articles are already in effect as of July 1, 2025, and will be rolled into a one-year 2026–2027 CBA if approved. Economic highlights include general wage increases of 3 percent in the first year and 2 percent in the second year, a statewide $18 starting wage with range 34 as the new floor, plus targeted adjustments to address compression, inversion, recruitment, and retention. If ratified, eligible members will also receive a retroactive payment covering what should have been paid from July 1, 2025 through June 30, 2026, with payment scheduled for the second half of July 2026. Retro rules differ by unit. For General Government, retro pay will be provided whether members remain employed or separate before July 1, 2026. For Higher Education, retro applies to those employed through July 1, 2026, as well as members who are laid off, disability separated, or who retire.
How to vote!
The voting period runs August 22 through September 14, 2025. Eligible members will receive a ballot by email and a letter by U.S. mail with a Voter ID and Voter Key. Voting is online through Election Runner, and you must be an active dues-paying member to participate. Final results will be announced on Monday, September 15, by email, on the WPEA website, and on Discord.
Get answers and get involved. Read the Tentative Agreement summaries for your unit, then bring your questions to President Amanda Hacker’s extended office hours, available 10:00 a.m. to 7:00 p.m. on August 26, September 5, September 7, and September 13. Our unity carried us through a difficult round of negotiations. Let’s finish strong by making our voices heard and casting our votes.
You can view the full tentative agreements below:
Library Levies Win!
Article by Seamus Petrie, WPEA Lobbyist
| Voters in Southwest Washington and Kitsap County approved library funding measures this month, securing the future of public library services in the two library districts with workers represented by WPEA. The Fort Vancouver Regional Library (FVRL) levy passed with over 54% voting yes. The renewed funding will allow FVRL to hire new staff and expand services, including a planned new branch in Washougal in the next two years. Meanwhile, Kitsap County voters approved the Kitsap Regional Library (KRL) levy with an overwhelming 61% of the vote, ensuring continued access to essential programs and collections at all nine branches. WPEA members at FVRL were deeply involved in the Yes campaign: waving signs, talking to voters, even making zines to share about the benefits of the library and the levy. With the now levies passed and the finances of the libraries secured, members at both libraries are bargaining new contracts this year. The FVRL team has already had one full day of contract bargaining, while KRL is currently negotiating over ground rules and bargaining dates. Thanks to everyone who voted for the libraries, and helped with the campaign. |    |
A Meeting with Mosby
Article by Kyle Sampson, WPEA/UFCW SPUR
   | Highline College President John Mosby met with classified staff and WPEA leaders, including union president Amanda Hacker, after the college withheld $1,200 payments to its classified staff. Mosby apologized and said the college had initially believed it could pay, but later concluded, based on state legal guidance, that doing so could jeopardize funding and even accreditation if it defied that guidance. He emphasized the administration’s routine reliance on the Attorney General’s office for legal interpretation. Members and union staff challenged the college’s transparency, noting they learned from other institutions that Highline planned to claw back stipends and that they had to scramble to attend a board meeting with little notice. Several speakers contrasted the handling of classified issues with faculty processes and called the college’s communication “not transparent.” Hacker pressed Mosby and his team to sit down with WPEA and read the specific statute the college cited, arguing the law didn’t apply to these workers. College leaders said they would only review it with their AG counsel present, which the union interpreted as a refusal to engage in a straightforward, joint reading. Separately, members objected to an initial proposal for just two hours of bargaining per week and warned that, with an October 1 funding deadline, meaningful bargaining couldn’t be completed on that schedule. Looking ahead, the parties discussed returning to the table. Management asserted it had offered to resubmit a prior MOU with the $1,200 backdated, an account the union disputed, saying the only “offer” came via an outside intermediary rather than directly from the college. Administrators said they would coordinate availability and involve counsel as needed. The meeting closed with renewed calls, from both staff and HR leadership, for a more collaborative, accountable process that addresses retention, workload, and trust. |
A Summer of Collective power
Article by Sam Tinsley, WPEA Legislative Specialist & Organizer
| In August, we saw three separate WPEA Units engage in summertime barbeques all over Washington State in an important show of mobilization and support for members all across WPEA. These actions show that we stand together not only now, but in future fights to come. Cascadia College's BBQ was Friday Aug 1st at a local park; the Bothell landing. It was a mild summer day, but the sun brought families to the park for bike rides and dog walks. Cascadia stewards coordinated a potluck with the local chapter of the American Federation of Teachers-CCCFT -- the faculty union of Cascadia College. Members from both unions enjoyed grilled burgers, hot dogs, and grilled onions while discussing family, workplace dynamics and union collaboration. On August 14th, the smell of grilled burgers and the sound of good conversation filled the air at Marshall Park in Vancouver, WA. Our union BBQ brought together a group of members and staff from Clark College and Fort Vancouver Regional Library, all of which showed up ready to build connections, share food, and enjoy the summer sun. With burgers, hotdogs, and a spread of potluck dishes, members gathered not just to eat, but to talk, laugh, and collaborate across workplaces. Rock painting added a creative twist, giving everyone something fun to take home… Or leave behind as a colorful mark of solidarity. Rounding out August was Edmonds College, with roughly 60 members of Edmonds' classified staff showing up to share dishes like homemade cupcakes, stories of worker power, and their collective experience in a show of thanks to the workers that make our colleges run. WPEA was ecstatic to be a part of supporting the stewards and staff of Edmonds College. Events like these remind us that our union isn't just about bargaining tables and contracts, it’s about people showing up for each other. Thanks to everyone who came out, cooked, contributed, and helped make it happen. Here’s to more moments like this; more sharing, more stories, and more strength –- together. |     |
A Year of Challenge, A Season to Celebrate — Labor Day 2025
Article by Julia Thurman-Lascurain, WPEA Member Education & Mobilization Director
From Struggle to Strength: Why This Labor Day Matters More Than Ever
As we approach Labor Day 2025, it’s worth remembering the roots of this holiday. Born out of the labor struggles of the late 19th century, Labor Day was created to honor the working people who built this country - and the movements that fought for fairness, safety, and dignity on the job. Today, we carry that legacy forward as we confront a system in Washington State still designed to push out one-size-fits-all, cookie-cutter contracts - contracts that limit our voices and fall far short of recognizing the unique needs of our members. Over the past year, we’ve stood our ground through stalled negotiations, legal fights, and broken processes. And while we’ve made real progress, we won’t rest until we’ve secured true full-scope bargaining rights - the ability for every member to have a real say in the full range of their working conditions. This Labor Day, we don’t just take a well-earned pause - we celebrate how far we’ve come, and we commit to the fight still ahead.
A Hard-Fought Year at the Bargaining Table
The road to strong contracts for WPEA members was anything but smooth. In spring and summer 2024, 5 WPEA bargaining teams began negotiations for the 2025–2027 contracts with strong member support. Progress was slow, and when the state failed to meet key priorities, all five bargaining units boldly rejected tentative agreements in September - a powerful stand for fairness. Two units resumed talks in October and ratified new contracts by December. The other three faced delays until legal action against the Office of Financial Management helped break the impasse. By March 2025, new tentative agreements were reached and ratified in April. But on May 20, Governor Bob Ferguson signed the 2025 state budget without funding the ratified contracts - forcing renegotiation. Our teams rose to the challenge again. On August 22, members began voting on revised 2026 contracts that include retroactive pay. While not everything was won, we secured meaningful gains and stopped harmful proposals - proving our strength, persistence, and unity.
Growth in Power and Solidarity
Even in the midst of difficult negotiations at every table, our union family has grown stronger. WPEA has higher engagement than ever. Members are plugging in, showing up, and speaking out!
Legislative staff in both the Washington State House and Senate unionized, negotiated, and ratified their first-ever contracts - all within a single year. Their energy and momentum bring new strength to our collective voice.
Our library units also saw victories worth celebrating! Fort Vancouver Regional Library and Kitsap Regional Library secured critical funding through levy lid lifts, protecting essential community services and supporting the library workers who keep them running.
Legislative staff in both the Washington State House and Senate unionized, negotiated, and ratified their first-ever contracts - all within a single year. Their energy and momentum bring new strength to our collective voice.
Our library units also saw victories worth celebrating! Fort Vancouver Regional Library and Kitsap Regional Library secured critical funding through levy lid lifts, protecting essential community services and supporting the library workers who keep them running.
A Time to Celebrate - and Restore
This Labor Day, we honor the grit and determination it took to get here. But more than that, we take time to breathe, to heal, and to reconnect with what matters. Whether that means joining a labor celebration, gathering with loved ones, or simply taking the day for rest - you've earned it.
We fight hard, and we grow stronger. But we also know that rest and celebration are not luxuries; they are essential acts of resilience.
We fight hard, and we grow stronger. But we also know that rest and celebration are not luxuries; they are essential acts of resilience.
Celebrate Labor Day Your Way and Join Fellow Workers Across Washington
Information from Julia Thurman-Lascurain, WPEA Member Education & Mobilization Director
Below, you'll find a list of Labor Day events happening across Washington State. Whether you’re marching, barbecuing, or relaxing in solidarity, this day belongs to you.
Labor Day Rally For Workers Over Billionaires:
Seattle Evergreen Resistance, a Washington Chapter of the National 50501 Movement. On Labor Day, September 1st, we are hosting a Rally and March to the Department of Homeland Security Field Office in Tukwila, Washington. The action, Workers Over Billionaires, aims to stand up for workers and laborers being targeted by ICE. Demand a stop to kidnapping workers. Defend constitutional rights for everyone. And build community with our neighbors in Tukwila by sharing "know your rights" content in the lead up and after the action. Our plan is to gather between 2:30 and 3:00 PM at the Cascade View Community Park, where we will host a rally at 3:00 PM, and then march to the DHS Office at ~3:30 PM.
Labor Day Rally For Workers Over Billionaires:
Seattle Evergreen Resistance, a Washington Chapter of the National 50501 Movement. On Labor Day, September 1st, we are hosting a Rally and March to the Department of Homeland Security Field Office in Tukwila, Washington. The action, Workers Over Billionaires, aims to stand up for workers and laborers being targeted by ICE. Demand a stop to kidnapping workers. Defend constitutional rights for everyone. And build community with our neighbors in Tukwila by sharing "know your rights" content in the lead up and after the action. Our plan is to gather between 2:30 and 3:00 PM at the Cascade View Community Park, where we will host a rally at 3:00 PM, and then march to the DHS Office at ~3:30 PM.
Celebrate Labor Day with Pierce CLC:
Join the Pierce County Central Labor Council, AFL-CIO, for a Labor Day community picnic on Sunday, September 1, from 11 a.m. to 3 p.m. at Fort Steilacoom Park. Enjoy food, live music, guest speakers, and solidarity. For generations, workers have fought for dignity, safety, and fairness on the job—and won through unity. Today, with growing public support for unions, workers everywhere are organizing and rising together. This picnic is a celebration of those victories and a call to keep building power—for union and nonunion workers alike—to defend democracy and demand justice on the job and in our communities.
Event Details: RSVP here
Date: Monday, September 1, 2025
Time: 11 a.m. – 3 p.m.
Location: Fort Steilacoom Park, Lakewood, WA
Picnic • Guest Speakers, including WSLC President April Sims • Live Music
Join the Pierce County Central Labor Council, AFL-CIO, for a Labor Day community picnic on Sunday, September 1, from 11 a.m. to 3 p.m. at Fort Steilacoom Park. Enjoy food, live music, guest speakers, and solidarity. For generations, workers have fought for dignity, safety, and fairness on the job—and won through unity. Today, with growing public support for unions, workers everywhere are organizing and rising together. This picnic is a celebration of those victories and a call to keep building power—for union and nonunion workers alike—to defend democracy and demand justice on the job and in our communities.
Event Details: RSVP here
Date: Monday, September 1, 2025
Time: 11 a.m. – 3 p.m.
Location: Fort Steilacoom Park, Lakewood, WA
Picnic • Guest Speakers, including WSLC President April Sims • Live Music
South Sound Labor Day celebrations:
Get Ready For Labor Day At The State Capitol – Join The Public Sector Workers Rise Up Rally On August 31st
Public service workers keep our communities running—but their jobs, voices, and rights are under attack. Join the Thurston–Lewis–Mason Central Labor Council for the Public Sector Workers Rise Up rally on Sunday, August 31, from 11 AM to 1 PM at Tivoli Fountain, Washington State Capitol (103 Capitol Way S, Olympia). Public sector layoffs, cuts, and rollbacks hurt us all. This rally is a call to end the assaults on essential services and demand real accountability from our leaders. On the eve of Labor Day, stand up for the workers who serve us every day and fight for a fairer future.
Date: Sunday, August 31st 2025
Time: 11 a.m. – 1 p.m.
Location: Washington State Capitol’s Tivoli Fountain (103 Capitol Way S, Olympia, WA 98501)
For more information on the event please visit http://www.tlmlabor.org or contact Thurston – Lewis – Mason Central Labor Council President Rachelle Martin at [email protected] / (360) 261-2090.
Get Ready For Labor Day At The State Capitol – Join The Public Sector Workers Rise Up Rally On August 31st
Public service workers keep our communities running—but their jobs, voices, and rights are under attack. Join the Thurston–Lewis–Mason Central Labor Council for the Public Sector Workers Rise Up rally on Sunday, August 31, from 11 AM to 1 PM at Tivoli Fountain, Washington State Capitol (103 Capitol Way S, Olympia). Public sector layoffs, cuts, and rollbacks hurt us all. This rally is a call to end the assaults on essential services and demand real accountability from our leaders. On the eve of Labor Day, stand up for the workers who serve us every day and fight for a fairer future.
Date: Sunday, August 31st 2025
Time: 11 a.m. – 1 p.m.
Location: Washington State Capitol’s Tivoli Fountain (103 Capitol Way S, Olympia, WA 98501)
For more information on the event please visit http://www.tlmlabor.org or contact Thurston – Lewis – Mason Central Labor Council President Rachelle Martin at [email protected] / (360) 261-2090.
Celebrate Workers Labor Day On September 1st In Chehalis:
Join the Thurston–Lewis–Mason Central Labor Council for a Workers Labor Day Celebration on September 1, from 8:00 AM to 3:00 PM at the VR Lee Building in Chehalis (221 SW 13th St, Chehalis, WA 98532). Working families across the South Sound are invited to enjoy breakfast, lunch, games, and community connection. Meet fellow workers, learn about your rights, and celebrate the strength of solidarity. Guests are also encouraged to bring non-perishable food items to support local food banks and help fellow families in need. Come together this Labor Day to honor the power and contributions of working people.
Date: Monday, September 1st 2025
Time: 8 a.m. – 3 p.m.
Location: VR Lee Building in Chehalis (221 SW 13th St, Chehalis, WA 98532) For more information on the event please visit www.tlmlabor.org or contact Thurston – Lewis – Mason Central Labor Council President Rachelle Martin at [email protected] or (360) 261-2090.
Join the Thurston–Lewis–Mason Central Labor Council for a Workers Labor Day Celebration on September 1, from 8:00 AM to 3:00 PM at the VR Lee Building in Chehalis (221 SW 13th St, Chehalis, WA 98532). Working families across the South Sound are invited to enjoy breakfast, lunch, games, and community connection. Meet fellow workers, learn about your rights, and celebrate the strength of solidarity. Guests are also encouraged to bring non-perishable food items to support local food banks and help fellow families in need. Come together this Labor Day to honor the power and contributions of working people.
Date: Monday, September 1st 2025
Time: 8 a.m. – 3 p.m.
Location: VR Lee Building in Chehalis (221 SW 13th St, Chehalis, WA 98532) For more information on the event please visit www.tlmlabor.org or contact Thurston – Lewis – Mason Central Labor Council President Rachelle Martin at [email protected] or (360) 261-2090.
September Steward Training
Curious about becoming a shop steward for your bargaining unit?
Come join WPEA Staff Rep, Deb Montez, in an upcoming steward training session on Zoom!
When?
September 18th, 2025
5:30pm to 8:30pm
RSVP With Deb Montez to get the Zoom meeting information:
[email protected]
Join instructions
https://wpea-org.zoom.us/meetings/82114108264/invitations?signature=lCNNsBGwyvSyI7ntp5ehxlmKDlo8L1Bztd5EYe3Zvcg
Come join WPEA Staff Rep, Deb Montez, in an upcoming steward training session on Zoom!
When?
September 18th, 2025
5:30pm to 8:30pm
RSVP With Deb Montez to get the Zoom meeting information:
[email protected]
Join instructions
https://wpea-org.zoom.us/meetings/82114108264/invitations?signature=lCNNsBGwyvSyI7ntp5ehxlmKDlo8L1Bztd5EYe3Zvcg
Don't Forget - Tacoma Rainier's Day! - September 21st
Tickets are $15.50 each that includes a reserved seat, Ballpark meal (hot dog, Goldfish & bottled water). Please purchase by September 10th.
https://www.eventbrite.com/e/2025-tacoma-rainiers-tickets-for-wpea-members-tickets-1415532558989?aff=oddtdtcreator
For more information about tickets, or if you wish you purchase another way, please contact Lisa at 360-943-1121 or email at [email protected].
https://www.eventbrite.com/e/2025-tacoma-rainiers-tickets-for-wpea-members-tickets-1415532558989?aff=oddtdtcreator
For more information about tickets, or if you wish you purchase another way, please contact Lisa at 360-943-1121 or email at [email protected].
WPEA History: Aging Workforce, Enduring Challenges: What’s Changed Since 2005?
Information from Aubrei Hansen, WPEA Marketing & Membership Coordinator
In 2005, WPEA raised the alarm about a growing concern in state service: an aging workforce. The Department of Personnel (DOP) had just released findings from a Task Force on Aging that highlighted the looming impact of demographic shifts within Washington State’s public sector workforce.
The report painted a stark picture — and WPEA didn’t mince words in its response.
A Workforce Nearing Retirement
The DOP’s study found that over 50% of state employees were 45 or older, significantly older than the general workforce where only 35% had crossed that threshold. These were mid-career or late-career professionals, many of whom had reached the upper levels of their career ladders — with limited room to grow.
Worse still, the report projected that more than 50% of executive-level managers and 30% of mid-level managers would be eligible to retire by 2005. With such a large portion of experienced staff poised to exit, agencies were bracing for an inevitable loss of institutional knowledge, skills, and leadership.
The Task Force recommended creating a pool of retirees who could return to work in limited roles — but also acknowledged the legal and logistical restrictions that made post-retirement employment difficult.
WPEA: Band-Aids Aren’t Enough
While the Task Force offered some recommendations — like tweaking systems to better accommodate individual circumstances — WPEA leaders were clear: that wasn’t nearly enough.
“We are very disappointed that major system changes—like decent pay raises—are not addressed,” said then-WPEA President Allan Jacobson.
At the time, WPEA warned that state compensation, pensions, and benefits were already falling short of what was needed to recruit or retain top talent. Why would someone take a job with the state when:
“Relaxing pension laws to allow greater state employment of people who would otherwise be retired is not the answer. Better pensions and better pay are needed. State managers need to address employee needs like these or people just won’t work for the state, period.”
What About Today?
That was nearly 25 years ago. And yet, many of these concerns still resonate.
WPEA continues to hear from members struggling with stagnant wages, uncompetitive benefits, limited flexibility, and a lack of upward mobility — the same issues outlined in 2000. In some agencies, the workforce is still aging, and retirements are accelerating. Meanwhile, recruitment and retention challenges persist, and workloads continue to climb.
So here’s the question for today’s members:
Would you like WPEA to research and report on the current aging trends in the state workforce?
Do you want to know:
Because if we don’t ask the hard questions — and demand real answers — then the state will keep kicking the can down the road. And that’s not good enough for WPEA members. Not then. Not now.
The report painted a stark picture — and WPEA didn’t mince words in its response.
A Workforce Nearing Retirement
The DOP’s study found that over 50% of state employees were 45 or older, significantly older than the general workforce where only 35% had crossed that threshold. These were mid-career or late-career professionals, many of whom had reached the upper levels of their career ladders — with limited room to grow.
Worse still, the report projected that more than 50% of executive-level managers and 30% of mid-level managers would be eligible to retire by 2005. With such a large portion of experienced staff poised to exit, agencies were bracing for an inevitable loss of institutional knowledge, skills, and leadership.
The Task Force recommended creating a pool of retirees who could return to work in limited roles — but also acknowledged the legal and logistical restrictions that made post-retirement employment difficult.
WPEA: Band-Aids Aren’t Enough
While the Task Force offered some recommendations — like tweaking systems to better accommodate individual circumstances — WPEA leaders were clear: that wasn’t nearly enough.
“We are very disappointed that major system changes—like decent pay raises—are not addressed,” said then-WPEA President Allan Jacobson.
At the time, WPEA warned that state compensation, pensions, and benefits were already falling short of what was needed to recruit or retain top talent. Why would someone take a job with the state when:
- Pay is 20% lower than in comparable sectors?
- Retirement age is higher, and pensions are less competitive?
- Workplace flexibility favors managers, while frontline employees remain boxed in?
“Relaxing pension laws to allow greater state employment of people who would otherwise be retired is not the answer. Better pensions and better pay are needed. State managers need to address employee needs like these or people just won’t work for the state, period.”
What About Today?
That was nearly 25 years ago. And yet, many of these concerns still resonate.
WPEA continues to hear from members struggling with stagnant wages, uncompetitive benefits, limited flexibility, and a lack of upward mobility — the same issues outlined in 2000. In some agencies, the workforce is still aging, and retirements are accelerating. Meanwhile, recruitment and retention challenges persist, and workloads continue to climb.
So here’s the question for today’s members:
Would you like WPEA to research and report on the current aging trends in the state workforce?
Do you want to know:
- What percentage of current employees are nearing retirement?
- How the state is preparing to replace skilled workers?
- Whether today's pay and pension systems are truly competitive?
Because if we don’t ask the hard questions — and demand real answers — then the state will keep kicking the can down the road. And that’s not good enough for WPEA members. Not then. Not now.
The Sentinel, August/September 2000
🛠️Union Jargon 101: 5 More Key Terms Every Worker Should Know
Working Out of Class
What it means: When an employee temporarily performs duties above their classification level—often without the title or pay to match.
Why it matters: If you’re doing higher-level work, you should be paid for it. The union can grieve WOOC situations and push for compensation or reclassification.
Example:
Your supervisor retires, and you’re handed their workload “just for now.” Weeks go by—you’re still running the show. That’s working out of class. The union steps in to make sure you’re compensated.
If they want supervisor work, they better bring supervisor pay.
Last, Best, and Final Offer
What it means: The employer’s final bargaining position—usually issued when they claim negotiations have reached impasse.
Why it matters: An LBFO is often a pressure tactic. It can mean the boss is trying to force a decision—without truly resolving the issues. The union can reject it, rally the membership, and keep pushing for better.
Example:
Management presents an LBFO with wage increases--but cuts to healthcare. The union says no, organizes workplace actions, and forces them back to the table with something real.
“Final” doesn’t mean “fair.” We don’t fold—we fight for what we deserve.
PERC (Public Employment Relations Commission)
What it means: The Washington state agency (or equivalent in other states) that enforces labor laws and resolves disputes for public sector workers.
Why it matters: PERC handles union elections, unfair labor practice (ULP) charges, mediation, and arbitration. If your employer breaks the law--this is where the fight goes next.
Example:
Management retaliates against a union activist. The union files a ULP with PERC, and the employer is ordered to reverse course and post a public apology.
PERC is legal muscle--but we still bring the heat from the shop floor.
Public Records Request
What it means: A formal request to obtain government documents—like emails, memos, or schedules—under state public disclosure laws.
Why it matters: Public unions use these requests to uncover unfair practices, track bargaining positions, or expose bad behavior. Transparency is a tool—and we know how to use it.
Example:
Management says there’s “no documentation” of the new policy. The union files a records request and—surprise—it finds exactly the email they didn’t want you to see.
They work for the public. We work for the truth. And the records don’t lie.
Classified Employee
What it means: A public employee covered by civil service rules and a union contract—usually in non-managerial roles like admin, maintenance, or technical work.
Why it matters: Classified employees have rights to seniority, due process, and union representation. These are the backbone jobs that keep public agencies running.
Example:
You're a facilities tech at a college. As a classified employee, your work is covered by the union contract—and no one can change your hours or duties without bargaining.
Classified doesn’t mean second class. We run the place—and we protect our rights.
What it means: When an employee temporarily performs duties above their classification level—often without the title or pay to match.
Why it matters: If you’re doing higher-level work, you should be paid for it. The union can grieve WOOC situations and push for compensation or reclassification.
Example:
Your supervisor retires, and you’re handed their workload “just for now.” Weeks go by—you’re still running the show. That’s working out of class. The union steps in to make sure you’re compensated.
If they want supervisor work, they better bring supervisor pay.
Last, Best, and Final Offer
What it means: The employer’s final bargaining position—usually issued when they claim negotiations have reached impasse.
Why it matters: An LBFO is often a pressure tactic. It can mean the boss is trying to force a decision—without truly resolving the issues. The union can reject it, rally the membership, and keep pushing for better.
Example:
Management presents an LBFO with wage increases--but cuts to healthcare. The union says no, organizes workplace actions, and forces them back to the table with something real.
“Final” doesn’t mean “fair.” We don’t fold—we fight for what we deserve.
PERC (Public Employment Relations Commission)
What it means: The Washington state agency (or equivalent in other states) that enforces labor laws and resolves disputes for public sector workers.
Why it matters: PERC handles union elections, unfair labor practice (ULP) charges, mediation, and arbitration. If your employer breaks the law--this is where the fight goes next.
Example:
Management retaliates against a union activist. The union files a ULP with PERC, and the employer is ordered to reverse course and post a public apology.
PERC is legal muscle--but we still bring the heat from the shop floor.
Public Records Request
What it means: A formal request to obtain government documents—like emails, memos, or schedules—under state public disclosure laws.
Why it matters: Public unions use these requests to uncover unfair practices, track bargaining positions, or expose bad behavior. Transparency is a tool—and we know how to use it.
Example:
Management says there’s “no documentation” of the new policy. The union files a records request and—surprise—it finds exactly the email they didn’t want you to see.
They work for the public. We work for the truth. And the records don’t lie.
Classified Employee
What it means: A public employee covered by civil service rules and a union contract—usually in non-managerial roles like admin, maintenance, or technical work.
Why it matters: Classified employees have rights to seniority, due process, and union representation. These are the backbone jobs that keep public agencies running.
Example:
You're a facilities tech at a college. As a classified employee, your work is covered by the union contract—and no one can change your hours or duties without bargaining.
Classified doesn’t mean second class. We run the place—and we protect our rights.
Back-to-School Shopping - The Union Way!
A new school year is right around the corner. If you’d like to support good jobs with your purchases, we’ve got you covered. Below is a shopping guide that lists brands that employ union labor. Study hard, stay healthy, and let’s all work together to build a stronger America.
| Shopping Guide Folders ACCO brands (CWA) Five Star Reinforced Filler Paper (CWA) At-A-Glance Academic Daily Planner (CWA) Mead Spiral Notebook (CWA-USW) Trapper Keeper Folders (CWA) Wilson Jones Binders (CWA) Roaring Spring Pocket Folders (USW) Industries for the Blind Inc. Composition Books (IAMAW) Swingline Stapler (CWA) Clothing All America Clothing (IBEW) Carhartt (IBT) Union Jeans (IBT) Wigman (IBT) | Tissues Kleenex Tissues (USW) Puffs Tissues (UFCW) Drinks Aquafina (IBT) Gatorade (UAW) Minute Maid Juice (IBT, UAW) Mott’s Juice (IBT, UAW, UFCW) Snapple (UAW, IBT, UFCW) Tropicana (UAW) V8 (UAW) Welch’s Juice (IBT, UAW  |
Union Members Save on Pet Insurance
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Get up to 90% back on eligible vet bills with Spot Pet Insurance. Spot can help protect your pet in case of accidents, illnesses, emergencies and more. Plan for your pet's health today.
LifeMart Member Bonus: As an added gift, you may qualify for a $25 Amazon Gift Card! More information: Pet Insurance for Lifemart | Spot Pet Insurance
Recipe: Fruit and Nut Bars
 | INGREDIENTS 1 cup pitted dates (about 12) 1/4 cup peanut or almond butter 1/4 cup honey 1 tsp pure vanilla extract 1 cup roasted unsalted almonds, roughly chopped 1/2 cup rolled oats 3/4 cup dried fruit (cranberries, golden raisins, sliced apricots) 1/4 cup pumpkin seeds |
DIRECTIONS
STEP 1
Line an 8" square pan with nonstick foil, leaving an overhang on all sides.
STEP 2
In a food processor, chop the dates (they will form a ball); transfer to a bowl.
STEP 3
In a small saucepan over medium heat, melt the peanut butter, honey and vanilla, stirring occasionally, until combined, about 1 minute. Add to the bowl and mix to combine.
STEP 4
Fold in the almonds, oats, dried fruit and pumpkinseeds. Press the mixture into the prepared pan and freeze until sliceable, about 30 minutes. Cut into 12 bars. Store in the refrigerator.
STEP 1
Line an 8" square pan with nonstick foil, leaving an overhang on all sides.
STEP 2
In a food processor, chop the dates (they will form a ball); transfer to a bowl.
STEP 3
In a small saucepan over medium heat, melt the peanut butter, honey and vanilla, stirring occasionally, until combined, about 1 minute. Add to the bowl and mix to combine.
STEP 4
Fold in the almonds, oats, dried fruit and pumpkinseeds. Press the mixture into the prepared pan and freeze until sliceable, about 30 minutes. Cut into 12 bars. Store in the refrigerator.
| Recurring Events: President Office Hours – Every Thursday at 4:00 Stay up-to-date with your WPEA President https://us06web.zoom.us/j/84804444204?pwd=8WO6oSWkNIEyIBc4bAblg2im01Jkb4.1 Meeting ID: 848 0444 4204 Passcode: 424576 UNITY Meetings – Every Wednesday at 12:00, 5:00, 6:00 Different topics, highlights, and news from your Union every week. On Wednesday - we wear blue! https://us06web.zoom.us/j/81922699344?pwd=dbfzaAvNpLkL4UOGhuS2oseCB3bZiD.1 Meeting ID: 819 2269 9344 Passcode: 716299 Thurston-Lewis-Mason Central Labor Council Solidarity Night & Meeting – 1st & 3rd Wednesday of every month. Stay up-to-date with the latest from the Central Labor Council and visit their website at: https://www.tlmlabor.org/ Department of Revenue Monday Meeting - If you work at Department of Revenue, join the Monday meeting at Noon Join Zoom Meeting https://wpea-org.zoom.us/j/85870788724 Meeting ID: 858 7078 8724 Reminder: June 1 through October 1, WPEA Headquarters will be open from 8am - 12pm, due to reduced office staff. | On the Calendar: August 1st - Cascadia Summer BBQ August 1st-3rd - Seafair in Seattle August 5th - Vote for Prop 1 for FVRL August 10th - Omak Stampede August 12th - DOR Tacoma Site Visit August 14th - WPEA BBQ Potluck - Vancouver WA August 21st-24th - Bluegrass Festival in Rainier August 27th-31st - Walla Walla Fair & Frontier Days August 28th-31st - Pig out in the Park in Spokane |
Fort Vancouver Regional Libraries Sign Waving For Prop One:
Article by Kyle Sampson, WPEA/UFCW SPUR
   | On Wednesday, July 23rd, WPEA members and staff gathered at the downtown Vancouver I-5 overpass to wave signs in support of Proposition 1 for Fort Vancouver Regional Libraries (FVRL). Standing in the high heat of the day and sending a clear message. Libraries matter, and so does the public funding that keeps them running. Prop 1 asks voters to restore the library property tax rate to $0.50 per $1,000 of assessed value beginning in 2026. This is the same rate voters approved in 2010, just adjusted for inflation. That funding accounts for 96% of FVRL’s entire budget. It’s what allows libraries to stay open in four counties, serving over half a million residents. If it passes, it means longer open hours (an estimated 91 extra hours per week across the district), 18 new full-time staff positions, upgraded technology, more materials and programming, and even a new bookmobile to better serve rural and underserved areas. The alternative? Deep cuts. A NO vote would slash library services by 30%, force the elimination more than 75 jobs, cancel expansion plans, and potentially close the Vancouver Mall branch by 2028. Libraries are more than just book lenders, they’re community hubs, education centers, internet access points, and safe spaces for learning. WPEA stands firmly behind Prop 1 because we believe in accessible public services, and we know that strong libraries strengthen our communities. |
Vote YES on FVRL Levy
Article by Seamus Petrie, WPEA Lobbyist
On August 5, voters in southwest Washington have a chance to support WPEA members at the Fort Vancouver Regional Library by passing a levy lid lift. The ballot measure, Proposition 1, would fund additional hours for library staff, allow libraries to remain open more hours, and launch a new bookmobile, among other benefits. If the levy fails, the library expects to cut more than 75 jobs across the library system, devastating FVRL’s ability to serve the community.
The property levy that provides 96% of FVRL's budget is capped at 1% growth per year (plus the value of new construction). This cap means that funding consistently falls behind the rate of inflation, unless voters periodically approve a levy lid lift like Proposition 1. In the 15 years since FVRL last asked voters for additional funding, the cumulative inflation rate has been 43%, and some 100,000 new people have moved into FVRL’s service area. A lid lift is vital both to help FVRL catch up to rising costs and to build for the future.
WPEA classified staff members at FVRL are working with the librarians (represented by AFSCME Council 2) along with other unions and community partners to support passage of the levy. Members and other supporters are making phone calls, tabling at local events, even making and distributing zines to spread the word about the levy. Want to help the campaign? Sign up to volunteer at www.mobilize.us/owlpac/, or send an email to [email protected]. You can learn more about the details of the levy from FVRL’s website, at www.fvrl.org/levy.
Ballots have been sent out to voters in the FVRL region (Clark, Skamania, Klickitat and some of Cowlitz County) as of July 18, and are due back by Tuesday, August 5. You can register to vote at www.vote.wa.gov, and please VOTE YES on Proposition 1
The property levy that provides 96% of FVRL's budget is capped at 1% growth per year (plus the value of new construction). This cap means that funding consistently falls behind the rate of inflation, unless voters periodically approve a levy lid lift like Proposition 1. In the 15 years since FVRL last asked voters for additional funding, the cumulative inflation rate has been 43%, and some 100,000 new people have moved into FVRL’s service area. A lid lift is vital both to help FVRL catch up to rising costs and to build for the future.
WPEA classified staff members at FVRL are working with the librarians (represented by AFSCME Council 2) along with other unions and community partners to support passage of the levy. Members and other supporters are making phone calls, tabling at local events, even making and distributing zines to spread the word about the levy. Want to help the campaign? Sign up to volunteer at www.mobilize.us/owlpac/, or send an email to [email protected]. You can learn more about the details of the levy from FVRL’s website, at www.fvrl.org/levy.
Ballots have been sent out to voters in the FVRL region (Clark, Skamania, Klickitat and some of Cowlitz County) as of July 18, and are due back by Tuesday, August 5. You can register to vote at www.vote.wa.gov, and please VOTE YES on Proposition 1
WPEA at the 2025 WSLC Convention: Solidarity in Action
Article by Kyle Sampson, WPEA/UFCW SPUR
| This past week, WPEA staff attended the Washington State Labor Council (WSLC) convention in downtown Vancouver, Washington. From July 22nd to July 24th, unions and their members from across the whole of Washington state gathered at the Vancouver Convention Center to foster new connections, hold union workshops, discuss our futures, strategize, and gather together as a community. WPEA staff participated in a range of workshops and plenaries covering organizing strategy, legislative priorities, racial and economic justice, and new member outreach. It’s clear that Washington’s labor movement is alive, evolving, and growing stronger. We left the convention with new ideas, deeper relationships with labor allies, and a refreshed sense of purpose. Beyond the policy work and strategic planning, the most powerful takeaway from this convention was the reminder that we are part of something larger. When unions show up for each other; across sectors, across communities, we build the kind of solidarity that makes real change possible. WPEA is proud to be a part of that effort, and we look forward to carrying this momentum forward. |    |
Highline Solidarity BBQ Builds Momentum After Info Picket
Article by Kyle Sampson, WPEA/UFCW SPUR
   | On July 17, 2025, WPEA members at Highline College returned to campus for a low‑key Solidarity BBQ, extending the energy from the recent information picket. The goal was simple, keep folks connected, visible, and focused on the shared fight for fair compensation and respect on the job. Members, and campus allies used the gathering to swap updates, welcome new faces, and make sure everyone understood where things stand with COLAs and the use of local funds for agreed upon incentives. The tone was friendly but determined; proof that our community can show up for each other while staying organized and informed. As negotiations continue, Highline WPEA members are committed to sustained, constructive pressure on both OFM and college leadership, to honor what workers have earned. If you couldn’t make it on the 17th, keep an eye out for upcoming actions and ways to plug in. Show up, wear your WPEA gear, and bring a colleague next time, solidarity grows when we gather. If you’ve got an idea for an event you’d like to make happen, talk to your shop steward or email union staff directly at [email protected]. You can find your shop steward here: Bargaining Units List |
Highline Staff Take a Stand After 18-Month Contract Fight
Article by Kyle Sampson, WPEA/UFCW SPUR
| After more than a year and a half of stalled negotiations, legal setbacks, and broken promises, WPEA members at Highline College made their voices heard, loud and clear. On July 7, union members and supporters took to the campus lawn with signs and a picket line, demanding that Highline College and the Office of Financial Management (OFM) honor their commitment to fair compensation. This action marked a major escalation in a lengthy contract fight, as WPEA continues to push for cost-of-living adjustments (COLAs) that reflect the real economic pressures faced by classified staff. The trouble began last year when OFM’s initial COLA proposal of 0% and 1% was met with outrage from members, understandable given that inflation rose by nearly 4% that year alone. WPEA negotiated until a 3% and 2% offer was on the table, but even that fell short for many members. Though contracts were ultimately ratified before the legislative session ended, none of the WPEA’s higher education contracts were included in the final state budget, a move many saw as an act of bad faith. In response, the WPEA launched a legal challenge and a public pressure campaign to restore funding and uphold the gains made at the bargaining table. While OFM blocked state funds, Highline’s administration promised to use local funds to fulfill contract incentives such as personal days and a $1,200 signing bonus, only to later rescind that offer, claiming legal limitations. WPEA strongly disputes this, citing a clear PERC legal precedent that allows local institutions to use their own funds for these purposes. For over a decade, Highline has operated under this very practice. Union leaders say the sudden reversal not only broke trust, but actively harmed members who were counting on that promised support. Now, attention is fixed on whether Highline College will reverse course and honor its agreement. If they don’t, there’s growing talk among other higher-ed bargaining units of pursuing independent bargaining paths, just as Highline WPEA members do now. The frustration on campus is real. After 18 months of negotiations, legal wrangling, and financial uncertainty, members are still waiting for justice. The WPEA remains committed to securing fair compensation and standing strong with the workers who keep Washington’s colleges running. |     |
Is Joining the Union Mandatory?
Information from Joey Hicklin, WPEA Digital Organizer & IT Administrator
Before 2018, union-represented employees were required to pay dues. That’s the part that’s now optional. What isn’t optional is the union contract. The position you were hired into is already union-represented, which means you’re covered. You’re entitled to all the rights and protections bargained into that contract, and we have a legal obligation to represent you fairly if you request it.
The difference is what happens when people pay dues and participate, and what happens when they don’t.
If you do pay dues:
If you don’t pay dues:
The biggest difference between these two is in how we can or cannot organize our own power to balance the power wielded by an employer.
Right now, about 51 percent of WPEA-represented employees pay their dues. And while we represent over 5,500 people, we have just 7 staff reps and a small team of support staff. That math doesn’t work long term. We’re still doing it. We spend more than we take in every year trying to reverse the damage that decades of top-down, reactive unionism caused. But we can’t win that fight without people stepping in.
We’ve had 20 years of raises that didn’t match inflation. That’s not because workers are lazy. It’s because we’re fragmented. People don’t know each other, don’t talk across campuses or agencies, and don’t act together. Being “in” the union isn’t about paperwork. It’s about community. It’s about trust. It’s about visibility. And it’s about refusing to be alone when power shows up on the other side of the table.
I’ve been fired three times in my life for standing up to abusive managers. The one time I wasn’t fired was when I was covered by a WPEA contract. That protection gave me the space to speak up, to push back without losing everything. But I’ll be honest. Even then, I couldn’t change things alone. I needed numbers. I needed a movement.
And that’s the heart of it. Either we build something together, or we let each other fall alone.
You asked what it means to be with the union or not with the union. To me, being with the union means:
If you ever want to talk more, I’m always around. Email, Discord, UNITY meetings, Collective Action calls. And again, I appreciate you asking this question. That's how we grow, one person asking the hard questions.
The difference is what happens when people pay dues and participate, and what happens when they don’t.
If you do pay dues:
- You can vote on contracts that affect your wages, rights, and working conditions.
- You can vote for union leadership.
- You can access union programs: scholarships, hardship grants, member discounts, and strike support.
- You help fund our ability to act: newsletters, Discord, BBQs, legal filings, trainings, and staff representatives who back you up and train your stewards.
If you don’t pay dues:
- You’re still covered by the contract.
- You can still request representation when you need it.
- But you don’t get a vote, you don’t access union-funded benefits, and you don’t contribute to the organization’s ability to act, which makes it harder for any of us to win better conditions in the future.
The biggest difference between these two is in how we can or cannot organize our own power to balance the power wielded by an employer.
Right now, about 51 percent of WPEA-represented employees pay their dues. And while we represent over 5,500 people, we have just 7 staff reps and a small team of support staff. That math doesn’t work long term. We’re still doing it. We spend more than we take in every year trying to reverse the damage that decades of top-down, reactive unionism caused. But we can’t win that fight without people stepping in.
We’ve had 20 years of raises that didn’t match inflation. That’s not because workers are lazy. It’s because we’re fragmented. People don’t know each other, don’t talk across campuses or agencies, and don’t act together. Being “in” the union isn’t about paperwork. It’s about community. It’s about trust. It’s about visibility. And it’s about refusing to be alone when power shows up on the other side of the table.
I’ve been fired three times in my life for standing up to abusive managers. The one time I wasn’t fired was when I was covered by a WPEA contract. That protection gave me the space to speak up, to push back without losing everything. But I’ll be honest. Even then, I couldn’t change things alone. I needed numbers. I needed a movement.
And that’s the heart of it. Either we build something together, or we let each other fall alone.
You asked what it means to be with the union or not with the union. To me, being with the union means:
- Knowing your co-workers, and letting them know you.
- Sharing information so people don’t have to face retaliation or confusion alone.
- Building power so that the rules in our contract actually mean something, not just for you, but for the person at the desk next to you who’s too scared to speak up.
If you ever want to talk more, I’m always around. Email, Discord, UNITY meetings, Collective Action calls. And again, I appreciate you asking this question. That's how we grow, one person asking the hard questions.
WPEA History: WPEA Has Never Stopped Fighting for Fair Pay
Information from Aubrei Hansen, WPEA Marketing & Membership Coordinator
Whether at the bargaining table, in the halls of the Legislature, or through detailed class studies, WPEA has always fought to ensure public workers are paid fairly. Our union’s history of pushing for pay equity runs deep — and a look back to The Sentinel, July 1996, reminds us just how long and how hard we’ve been working on this issue.
1996: Using Every Tool Available
In the article titled “WPEA Again Pushing Class & Pay Upgrades,” WPEA was actively challenging the state to correct pay inequities in job classifications represented by the union. That summer, attention turned to a new process created by Senate Bill 6767, which allowed unions, agencies, or the Department of Personnel to submit salary upgrade proposals for special legislative funding.
It was a difficult and highly selective process. The law specifically excluded general cost-of-living concerns and wage gaps identified by the state’s own salary surveys. Instead, upgrade proposals had to meet one or more of the following narrow criteria:
Despite these strict rules, WPEA moved forward. Staff and members reviewed classifications across the board, identifying where there was a compelling case for an upgrade. Some of the union’s proposals called for salary adjustments as low as 2.5%, while others aimed at increases of 15% or more, depending on how far the class had fallen behind.
Affected members were notified — and called upon to help. WPEA knew that to win, it needed more than just data. It needed stories — concrete examples of how members' jobs had evolved, how workloads had grown, and how their responsibilities now far outstripped their current pay grades.
The Legacy Continues
What’s striking about this campaign from nearly 30 years ago is how familiar it feels today. We’re still fighting salary compression. We’re still documenting job growth that outpaces pay. We’re still countering management claims that the current system is “working just fine.” And we’re still counting on member involvement to move the needle.
WPEA’s early efforts to build cases under SB 6767 laid the groundwork for the kind of full-scope bargaining and targeted legislative advocacy we engage in today. In 1996, our tools were limited — but we pushed as far as we could. In 2025, we have stronger contracts and more potential organizing power — but the fight for fair pay remains just as critical.
Then, Now, and Always
WPEA was pushing for pay equity in 1996.
We were still pushing in 2001.
And we’re pushing even harder today — for fully funded contracts, fair market comparisons, and salary schedules that actually reflect the value of public service work.
The details of the process may change, but the strategy remains the same:
Do the research. Organize members. Build the case. Push for change.
We’ve never stopped fighting for fair pay — and we never will.
1996: Using Every Tool Available
In the article titled “WPEA Again Pushing Class & Pay Upgrades,” WPEA was actively challenging the state to correct pay inequities in job classifications represented by the union. That summer, attention turned to a new process created by Senate Bill 6767, which allowed unions, agencies, or the Department of Personnel to submit salary upgrade proposals for special legislative funding.
It was a difficult and highly selective process. The law specifically excluded general cost-of-living concerns and wage gaps identified by the state’s own salary surveys. Instead, upgrade proposals had to meet one or more of the following narrow criteria:
- Documented recruitment and retention problems
- Salary compression or inversion
- Increased duties and responsibilities
- Pay inequities — such as similar work assigned to different classes with a salary disparity greater than 7.5%
Despite these strict rules, WPEA moved forward. Staff and members reviewed classifications across the board, identifying where there was a compelling case for an upgrade. Some of the union’s proposals called for salary adjustments as low as 2.5%, while others aimed at increases of 15% or more, depending on how far the class had fallen behind.
Affected members were notified — and called upon to help. WPEA knew that to win, it needed more than just data. It needed stories — concrete examples of how members' jobs had evolved, how workloads had grown, and how their responsibilities now far outstripped their current pay grades.
The Legacy Continues
What’s striking about this campaign from nearly 30 years ago is how familiar it feels today. We’re still fighting salary compression. We’re still documenting job growth that outpaces pay. We’re still countering management claims that the current system is “working just fine.” And we’re still counting on member involvement to move the needle.
WPEA’s early efforts to build cases under SB 6767 laid the groundwork for the kind of full-scope bargaining and targeted legislative advocacy we engage in today. In 1996, our tools were limited — but we pushed as far as we could. In 2025, we have stronger contracts and more potential organizing power — but the fight for fair pay remains just as critical.
Then, Now, and Always
WPEA was pushing for pay equity in 1996.
We were still pushing in 2001.
And we’re pushing even harder today — for fully funded contracts, fair market comparisons, and salary schedules that actually reflect the value of public service work.
The details of the process may change, but the strategy remains the same:
Do the research. Organize members. Build the case. Push for change.
We’ve never stopped fighting for fair pay — and we never will.
The Sentinel, July 1996
🛠️Union Jargon 101: 5 More Key Terms Every Worker Should Know
Rank-and-File
What it means: The everyday union members who aren’t in leadership roles—but who are the heart and backbone of the union.
Why it matters: Real union power comes from the rank-and-file. Not just the people at the bargaining table, but the ones showing up, speaking out, and standing together. Leadership means nothing without a strong base.
Example:
When rank-and-file members flood a public hearing, call legislators, or turn out for a workplace action—it changes the game. That’s people power in motion.
Titles don’t build the union--members do. The rank-and-file is where the fight lives.
Evergreen Clause
What it means: A provision in a contract that says the terms of the agreement stay in effect even after it expires—until a new contract is negotiated.
Why it matters: It prevents employers from stripping away wages, benefits, or protections just because bargaining is still in progress. It’s a shield against bad faith delays.
Example:
The contract expires June 30. The union and management are still negotiating in July. Thanks to the evergreen clause, wages, hours, and working conditions stay locked in while bargaining continues.
The fight doesn’t pause—and neither do your protections. Evergreen means power stays on the table.
Status Quo
What it means: A legal principle that says, when a contract expires, the employer must maintain existing wages, hours, and working conditions until a new agreement is reached.
Why it matters: It stops employers from gutting your rights while bargaining drags on. If they try to change the rules mid-fight, it’s a violation—and the union can take legal action.
Example:
Your contract expires June 30. In August, management announces they’re cutting paid holidays. Not so fast. The union invokes status quo and demands they back off.
Until we bargain something new, nothing changes without our say.
Successor Clause
What it means: A contract provision that requires a new employer (after a sale, merger, or privatization) to honor the existing union contract and recognize the union.
Why it matters: Without it, a new employer could wipe the slate clean—cutting wages, eliminating benefits, or refusing to recognize the union at all. A successor clause locks in protections.
Example:
Your department is privatized. Thanks to the successor clause, your wages, benefits, seniority, and union status carry over to the new employer.
Bosses can change—but the contract stands. Our rights don’t get sold off.
Bumping Rights
What it means: A contractual right that allows a more senior employee to “bump” a less senior one in a layoff situation and take their position, protecting jobs based on seniority.
Why it matters: It prevents management from using layoffs to target outspoken or union-involved workers. Seniority-based bumping ensures fairness and job security.
Example:
You’re laid off, but someone with less seniority is kept. You assert your bumping rights and move into their position—keeping a paycheck and staying in the system.
When cuts come down, seniority shields solidarity.
Have a term you would like to see here? Email us at [email protected].
What it means: The everyday union members who aren’t in leadership roles—but who are the heart and backbone of the union.
Why it matters: Real union power comes from the rank-and-file. Not just the people at the bargaining table, but the ones showing up, speaking out, and standing together. Leadership means nothing without a strong base.
Example:
When rank-and-file members flood a public hearing, call legislators, or turn out for a workplace action—it changes the game. That’s people power in motion.
Titles don’t build the union--members do. The rank-and-file is where the fight lives.
Evergreen Clause
What it means: A provision in a contract that says the terms of the agreement stay in effect even after it expires—until a new contract is negotiated.
Why it matters: It prevents employers from stripping away wages, benefits, or protections just because bargaining is still in progress. It’s a shield against bad faith delays.
Example:
The contract expires June 30. The union and management are still negotiating in July. Thanks to the evergreen clause, wages, hours, and working conditions stay locked in while bargaining continues.
The fight doesn’t pause—and neither do your protections. Evergreen means power stays on the table.
Status Quo
What it means: A legal principle that says, when a contract expires, the employer must maintain existing wages, hours, and working conditions until a new agreement is reached.
Why it matters: It stops employers from gutting your rights while bargaining drags on. If they try to change the rules mid-fight, it’s a violation—and the union can take legal action.
Example:
Your contract expires June 30. In August, management announces they’re cutting paid holidays. Not so fast. The union invokes status quo and demands they back off.
Until we bargain something new, nothing changes without our say.
Successor Clause
What it means: A contract provision that requires a new employer (after a sale, merger, or privatization) to honor the existing union contract and recognize the union.
Why it matters: Without it, a new employer could wipe the slate clean—cutting wages, eliminating benefits, or refusing to recognize the union at all. A successor clause locks in protections.
Example:
Your department is privatized. Thanks to the successor clause, your wages, benefits, seniority, and union status carry over to the new employer.
Bosses can change—but the contract stands. Our rights don’t get sold off.
Bumping Rights
What it means: A contractual right that allows a more senior employee to “bump” a less senior one in a layoff situation and take their position, protecting jobs based on seniority.
Why it matters: It prevents management from using layoffs to target outspoken or union-involved workers. Seniority-based bumping ensures fairness and job security.
Example:
You’re laid off, but someone with less seniority is kept. You assert your bumping rights and move into their position—keeping a paycheck and staying in the system.
When cuts come down, seniority shields solidarity.
Have a term you would like to see here? Email us at [email protected].
Union Plus - Members Save on Renter's Insurance
Whether you rent an apartment or a house, your landlord's insurance likely covers your building, but not your stuff. Now, as part of Union Plus, you can get multiple quotes from highly rated-carriers who offer renter’s insurance policies that safeguard all your belongings, from electronics and luxury items to sports equipment and musical instruments. Union Plus is proud to introduce this opportunity for union members to access discounted renter’s insurance from Farmers Insurance Choice. More information: https://farmersinsurancechoice.com/?MDRefCode=farmers-choice-DJ7&tracking_codes=farmers-choice-DJ7
Campfire S'mores
Campfire S'mores a nacho like dessert loaded with Marshmallows, Chocolate, and Grahams. Easy to make recipe where everyone can dive in and enjoy all at once.
No roasting sticks? No problem with this fun and easy dessert recipe.
Ingredients
20 lg Marshmallows
20 Hershey's Kisses
20 Rolo Candies
10 Graham Crackers
Instructions
1. Layer pieces of Graham Crackers on the bottom of disposable Tin Pan.
2. Top with large marshmallows and then add Hershey Kisses and Rolo Chocolate Candies.
Finally, tuck pieces of Graham Crackers in between the marshmallows and chocolate pieces.
Broil in Oven
1. Place S’mores in the oven under the broiler. Place rack on the 2nd notch down. Broil for 2-3 minutes keeping a close eye so they do not burn.
Over Campfire
1. Heat a fire and let burn down until you have hot coals. Place a couple of large rocks (fist size) around coals. These will help lift the foil pan off the coals. Then place the pan and allow the coals to heat and cook the S’mores Nachos.
2. Time will vary depending on the number of coals, heat, etc. You can place a piece of foil over the top like a tent to help heat through.
BBQ Grill
1. Heat BBQ to about 350 Degrees and place foil on the grill. Close lid and allow heat to heat chocolate and marshmallows until melted. This can happen quickly, 3-5 minutes for a well-heated BBQ Grill.
No roasting sticks? No problem with this fun and easy dessert recipe.
Ingredients
20 lg Marshmallows
20 Hershey's Kisses
20 Rolo Candies
10 Graham Crackers
Instructions
1. Layer pieces of Graham Crackers on the bottom of disposable Tin Pan.
2. Top with large marshmallows and then add Hershey Kisses and Rolo Chocolate Candies.
Finally, tuck pieces of Graham Crackers in between the marshmallows and chocolate pieces.
Broil in Oven
1. Place S’mores in the oven under the broiler. Place rack on the 2nd notch down. Broil for 2-3 minutes keeping a close eye so they do not burn.
Over Campfire
1. Heat a fire and let burn down until you have hot coals. Place a couple of large rocks (fist size) around coals. These will help lift the foil pan off the coals. Then place the pan and allow the coals to heat and cook the S’mores Nachos.
2. Time will vary depending on the number of coals, heat, etc. You can place a piece of foil over the top like a tent to help heat through.
BBQ Grill
1. Heat BBQ to about 350 Degrees and place foil on the grill. Close lid and allow heat to heat chocolate and marshmallows until melted. This can happen quickly, 3-5 minutes for a well-heated BBQ Grill.
| Recurring Events: President Office Hours – Every Thursday at 4:00 Stay up-to-date with your WPEA President https://us06web.zoom.us/j/84804444204?pwd=8WO6oSWkNIEyIBc4bAblg2im01Jkb4.1 Meeting ID: 848 0444 4204 Passcode: 424576 UNITY Meetings – Every Wednesday at 12:00, 5:00, 6:00 Different topics, highlights, and news from your Union every week. On Wednesday - we wear blue! https://us06web.zoom.us/j/81922699344?pwd=dbfzaAvNpLkL4UOGhuS2oseCB3bZiD.1 Meeting ID: 819 2269 9344 Passcode: 716299 Thurston-Lewis-Mason Central Labor Council Solidarity Night & Meeting – 1st & 3rd Wednesday of every month. Stay up-to-date with the latest from the Central Labor Council and visit their website at: https://www.tlmlabor.org/ Department of Revenue Monday Meeting - If you work at Department of Revenue, join the Monday meeting at Noon Join Zoom Meeting https://wpea-org.zoom.us/j/85870788724 Meeting ID: 858 7078 8724 Reminder: June 1 through October 1, WPEA Headquarters will be open from 8am - 12pm, due to reduced office staff. | On the Calendar: July 1st - Edmonds All Member Staff Meeting July 1st - DOR Tumwater Site Visit July 2nd - HE Bargaining - Join us as an observer on Discord! https://discord.gg/wpea July 3rd - GG Bargaining - Join us as an observer on Discord! https://discord.gg/wpea July 4th - Independence Day July 8th - DOR Tacoma Site Visit July 9th - DOR Spokane Site Visit July 11th - DOR Wenatchee Site Visit July 12th - WPEA Executive Board Meeting - See email for Zoom Link to attend July 15th - DOR Kent Site Visit July 16th - DOR Bellingham Site Visit July 17th - WSP All-Member Meeting Via Zoom July 17th - DOR Tumwater Site Visit July 22nd - DOR Bothell Site Visit July 22nd-24th - Washington State Labor Council Convention – Vancouver Convention Center at the Hilton Vancouver Washington July 23rd - DOR Richland Site Visit July 16th-20th - Lakefair in Olympia July 29th - DOR Tumwater Site Visit July 30th - DOR Yakima Site Visit July 31st - DOR Port Angeles Site Visit July 31st - Shop Steward Training 5:30-8:30 RSVP w/ Heather Kafton at [email protected]. |
Vote YES on FVRL Levy
Article by Seamus Petrie, WPEA Lobbyist
On August 5, voters in southwest Washington have a chance to support WPEA members at the Fort Vancouver Regional Library by passing a levy lid lift. The ballot measure, Proposition 1, would fund additional hours for library staff, allow libraries to remain open more hours, and launch a new bookmobile, among other benefits. If the levy fails, the library expects to cut more than 75 jobs across the library system, devastating FVRL’s ability to serve the community.
The property levy that provides 96% of FVRL's budget is capped at 1% growth per year (plus the value of new construction). This cap means that funding consistently falls behind the rate of inflation, unless voters periodically approve a levy lid lift like Proposition 1. In the 15 years since FVRL last asked voters for additional funding, the cumulative inflation rate has been 43%, and some 100,000 new people have moved into FVRL’s service area. A lid lift is vital both to help FVRL catch up to rising costs and to build for the future.
WPEA classified staff members at FVRL are working with the librarians (represented by AFSCME Council 2) along with other unions and community partners to support passage of the levy. Members and other supporters are making phone calls, tabling at local events, even making and distributing zines to spread the word about the levy. Want to help the campaign? Sign up to volunteer at www.mobilize.us/owlpac/, or send an email to [email protected]. You can learn more about the details of the levy from FVRL’s website, at www.fvrl.org/levy.
Ballots will be sent out to voters in the FVRL region (Clark, Skamania, Klickitat and some of Cowlitz County) on July 18, and are due back by Tuesday, August 5. You can register to vote at www.vote.wa.gov, and please VOTE YES on Proposition 1
The property levy that provides 96% of FVRL's budget is capped at 1% growth per year (plus the value of new construction). This cap means that funding consistently falls behind the rate of inflation, unless voters periodically approve a levy lid lift like Proposition 1. In the 15 years since FVRL last asked voters for additional funding, the cumulative inflation rate has been 43%, and some 100,000 new people have moved into FVRL’s service area. A lid lift is vital both to help FVRL catch up to rising costs and to build for the future.
WPEA classified staff members at FVRL are working with the librarians (represented by AFSCME Council 2) along with other unions and community partners to support passage of the levy. Members and other supporters are making phone calls, tabling at local events, even making and distributing zines to spread the word about the levy. Want to help the campaign? Sign up to volunteer at www.mobilize.us/owlpac/, or send an email to [email protected]. You can learn more about the details of the levy from FVRL’s website, at www.fvrl.org/levy.
Ballots will be sent out to voters in the FVRL region (Clark, Skamania, Klickitat and some of Cowlitz County) on July 18, and are due back by Tuesday, August 5. You can register to vote at www.vote.wa.gov, and please VOTE YES on Proposition 1
Help Lead Your Union – Board Members Needed in Districts 5 & 8
Are you passionate about advocating for your coworkers and shaping the future of your union? WPEA is currently seeking members to serve on our Board of Directors for two open positions: District 5 and District 8.
District 5 includes Lewis, Pacific, and Grays Harbor counties.
District 8 is large, covering most of the upper three-quarters of Eastern Washington, including members at agencies like Big Bend, DNR, State Patrol, DOR, and potentially the Military Department, depending on home address.
Board members play a vital role in setting union policy, supporting member engagement, and ensuring WPEA remains strong and democratic. If you're ready to step up, share your ideas, and represent your fellow union members — we want to hear from you!
Please note that board districts are based on home address, not your worksite — so your eligibility may depend on where you live, not where you report to work. You can view the WPEA district map here: Districts - WASHINGTON PUBLIC EMPLOYEES ASSOCIATION
Interested?
Reach out to Amanda at [email protected] to learn more or express your interest.
District 5 includes Lewis, Pacific, and Grays Harbor counties.
District 8 is large, covering most of the upper three-quarters of Eastern Washington, including members at agencies like Big Bend, DNR, State Patrol, DOR, and potentially the Military Department, depending on home address.
Board members play a vital role in setting union policy, supporting member engagement, and ensuring WPEA remains strong and democratic. If you're ready to step up, share your ideas, and represent your fellow union members — we want to hear from you!
Please note that board districts are based on home address, not your worksite — so your eligibility may depend on where you live, not where you report to work. You can view the WPEA district map here: Districts - WASHINGTON PUBLIC EMPLOYEES ASSOCIATION
Interested?
Reach out to Amanda at [email protected] to learn more or express your interest.
September 21st, 2025 - Tacoma Rainiers Game Day!
Tickets are $15.50 each that includes a reserved seat, Ballpark meal (hot dog, Goldfish & bottled water).
https://www.eventbrite.com/e/2025-tacoma-rainiers-tickets-for-wpea-members-tickets-1415532558989?aff=oddtdtcreator
For more information about tickets, or if you wish you purchase another way, please contact Lisa at 360-943-1121 or email at [email protected].
https://www.eventbrite.com/e/2025-tacoma-rainiers-tickets-for-wpea-members-tickets-1415532558989?aff=oddtdtcreator
For more information about tickets, or if you wish you purchase another way, please contact Lisa at 360-943-1121 or email at [email protected].
News From UFCW: Help Keep Our Members Safe in the Summer Heat
Soaring summer heat is approaching, which is a serious hazard for our members working in the meatpacking, food processing, retail and cannabis industries. With a lack of a federal OSHA heat standard, the UFCW’s Occupational Safety and Health (OSH) Office is advising locals to advocate for and protect our members from the risk of heat illnesses this summer.
Why does heat safety matter? Every year, millions of workers in the United States are exposed to excessive heat while at work. Indoor and outdoor industries are at risk, including but not limited to construction, agriculture, food processing, iron and steel mills, and manufacturing.
In extremely hot conditions, the human body works hard to maintain a normal body temperature. But when the heat becomes too much for your system to handle, it can lead to the onset of heat-related illnesses such as heat cramps, heat exhaustion, and potentially fatal heat strokes.
What is a heat-related illness? A heat-related illness is an umbrella term used to describe negative symptoms or outcomes of occupational exposure to heat. It occurs when the body cannot efficiently cool itself. Workers who are exposed to prolonged heat without adequate hydration and cooling measures are at incredibly high risk.
Heat stroke occurs when the body can no longer regulate its temperature due to failing cooling mechanisms. This condition is extremely dangerous and can be fatal if you do not seek immediate medical attention. Key symptoms include a body temperature greater than 104 °F; hot, dry skin; an inability to sweat; altered mental status or confusion; slurred speech; and loss of consciousness. If someone begins showing signs of heat stroke, a quick response is critical and the following steps should be taken:
Here are what some states are doing about excessive occupational heat:
Why does heat safety matter? Every year, millions of workers in the United States are exposed to excessive heat while at work. Indoor and outdoor industries are at risk, including but not limited to construction, agriculture, food processing, iron and steel mills, and manufacturing.
In extremely hot conditions, the human body works hard to maintain a normal body temperature. But when the heat becomes too much for your system to handle, it can lead to the onset of heat-related illnesses such as heat cramps, heat exhaustion, and potentially fatal heat strokes.
What is a heat-related illness? A heat-related illness is an umbrella term used to describe negative symptoms or outcomes of occupational exposure to heat. It occurs when the body cannot efficiently cool itself. Workers who are exposed to prolonged heat without adequate hydration and cooling measures are at incredibly high risk.
Heat stroke occurs when the body can no longer regulate its temperature due to failing cooling mechanisms. This condition is extremely dangerous and can be fatal if you do not seek immediate medical attention. Key symptoms include a body temperature greater than 104 °F; hot, dry skin; an inability to sweat; altered mental status or confusion; slurred speech; and loss of consciousness. If someone begins showing signs of heat stroke, a quick response is critical and the following steps should be taken:
- Call 911 immediately.
- Move the worker to cool area and remove any unnecessary clothing.
- Cool the worker as quickly as possible (cold water/ ice bath, wet the skin, soak clothing with cool water, wet rag or towel around their neck).
- Stay with the worker until emergency medical personnel arrive.
- Transport the worker to a clinic or emergency room for treatment. If medical care is not available, call 911 and stay with the worker until emergency medical personnel arrive.
- Move the worker to a cool area and remove unnecessary clothing to help cool their body temperature.
- Give the worker cool liquids to drink and encourage them to take frequent sips.
- Apply a cold compress to the head, neck and/or face to cool them down.
- Give the worker water or a sports drink and a snack every 15 to 20 minutes to replace lost electrolytes and carbohydrates.
- If symptoms do not subside or become worse, call medical personnel. Workers who have chronic illnesses such as heart disease, diabetes, or asthma should also seek help from medical personnel, as their symptoms can be exacerbated.
- Transfer the worker to a cool, dry environment.
- Apply a rash powder to ease discomfort and keep the area dry.
- Avoid ointments and creams, as they can make the rash worse.
- Proper acclimatization methods
- Adequate amounts of cool or cold drinking water
- Cool/shady rest areas for relief
- Bathrooms with adequate bathroom breaks
- Functioning cooling systems and general ventilation systems
- A written protocol for responding to heat-related medical emergencies
- Proper education and training on heat-related illnesses and how to recognize a medical emergency
Here are what some states are doing about excessive occupational heat:
- California has a standard that requires employers to provide training, shade, water, & planning with a heat trigger of 80°F.
- Colorado has a standard that protects agricultural workers from excessive heat.
- Minnesota has a standard that applies to indoor places of employment.
- Oregon has a comprehensive standard that applies to construction and forestry workers, as well.
- Washington has a standard for general industry, agricultural workers, and firefighters.
Experienced leader named interim president at Olympic College
From Jessica Baugh at the Kitsap Sun
A leader with more than two decades of experience at Olympic College will take over as interim president on June 16, the school announced June 11. Joan Hanten, appointed by the college's Board of Trustees in May, steps in at a time of transition after its current leader announced his departure. Her appointment comes after President Marty Cavalluzzi announced in February that he will retire Sept. 1, after more than seven years leading the institution. Over the next year Hanten said she will continue major initiatives, such as the Poulsbo campus expansion, while preparing for a new permanent president.
“The biggest challenge is going to be that it’s only 12 months,” Hanten said. “There’s a lot to do, and people are excited to do it.” OC Board of Trustees Chair Harriette Bryant said that Hanten is exceptionally qualified for the role, in a statement released by the school Wednesday.
“She brings deep institutional knowledge and strong community connections built through years of service and volunteerism," Bryant said.
In her most recent role at OC, Hanten served as the special projects administrator in the office of the president. She is currently the managing trustee of the Bremer Trust, a charitable organization that benefits Olympic College. She has also held other roles at OC, including leading the school's foundation for a decade, and has worked with the Bremerton Housing Authority, Admiral Theatre Foundation and a member of the Bremerton Rotary Club.
When she arrived in Kitsap County 34 years ago, Hanten's first job was as the executive director of Leadership Kitsap, a nonprofit that supports and grows community leaders.
"That is really where I developed my sense of community and how interconnected we are here," said Hanten. "Then I went to work at the OC Foundation, where the primary job is to connect the community to the college's mission, so community has always been super important."
Hanten served for ten years as the executive director of Institutional Advancement and the Olympic College Foundation, which oversees scholarships, emergency student support and faculty grants.
When contacted by one of the board members to see if she was interested in the position of interim president, Hanten said,
"Absolutely."
"Olympic College is probably the most important community asset for changing lives and driving economic success in this community," said Hanten. "So to be able to step back in and work with trusted colleagues to make sure that we are in the best place we can be is going to be a meaningful piece of community service for me."
She emphasized that one of the most significant ongoing projects is the healthcare expansion at OC Poulsbo, which will prepare students for high-demand careers like radiology and surgical technology.
"We have students who want to be in these programs and who are going to get good jobs from these programs, and we have a lot of community partners making it come together," said Hanten. "We don't want to lose momentum."
With the new academic year beginning July 1, Hanten said it's the perfect time for her to start. First, she plans to meet with the board and outline their goals for the next year while they search for a permanent president.
"Olympic College is a great place, and we can just make sure to buff it up, put the gloss on it and make it ready to welcome that next president who's going to be fantastic for the community,” Hanten said.
“The biggest challenge is going to be that it’s only 12 months,” Hanten said. “There’s a lot to do, and people are excited to do it.” OC Board of Trustees Chair Harriette Bryant said that Hanten is exceptionally qualified for the role, in a statement released by the school Wednesday.
“She brings deep institutional knowledge and strong community connections built through years of service and volunteerism," Bryant said.
In her most recent role at OC, Hanten served as the special projects administrator in the office of the president. She is currently the managing trustee of the Bremer Trust, a charitable organization that benefits Olympic College. She has also held other roles at OC, including leading the school's foundation for a decade, and has worked with the Bremerton Housing Authority, Admiral Theatre Foundation and a member of the Bremerton Rotary Club.
When she arrived in Kitsap County 34 years ago, Hanten's first job was as the executive director of Leadership Kitsap, a nonprofit that supports and grows community leaders.
"That is really where I developed my sense of community and how interconnected we are here," said Hanten. "Then I went to work at the OC Foundation, where the primary job is to connect the community to the college's mission, so community has always been super important."
Hanten served for ten years as the executive director of Institutional Advancement and the Olympic College Foundation, which oversees scholarships, emergency student support and faculty grants.
When contacted by one of the board members to see if she was interested in the position of interim president, Hanten said,
"Absolutely."
"Olympic College is probably the most important community asset for changing lives and driving economic success in this community," said Hanten. "So to be able to step back in and work with trusted colleagues to make sure that we are in the best place we can be is going to be a meaningful piece of community service for me."
She emphasized that one of the most significant ongoing projects is the healthcare expansion at OC Poulsbo, which will prepare students for high-demand careers like radiology and surgical technology.
"We have students who want to be in these programs and who are going to get good jobs from these programs, and we have a lot of community partners making it come together," said Hanten. "We don't want to lose momentum."
With the new academic year beginning July 1, Hanten said it's the perfect time for her to start. First, she plans to meet with the board and outline their goals for the next year while they search for a permanent president.
"Olympic College is a great place, and we can just make sure to buff it up, put the gloss on it and make it ready to welcome that next president who's going to be fantastic for the community,” Hanten said.
🛠️Union Jargon 101: 5 More Key Terms Every Worker Should Know
Contracting Out
What it means: When an employer hires a private company or outside vendor to perform work normally done by union members.
Why it matters: It’s often a cost-cutting move that undermines union jobs, reduces transparency, and lowers job standards. Contracting out is a direct threat to bargaining unit work.
Example:
Your agency used to have state-employed custodians—now they’ve hired a private cleaning company. The work is the same, but the wages are lower, there are no benefits, and no union protections. The union fights back, files grievances, and demands to bargain.
We say: “If it’s our work, we fight to keep it.” Contracting out is how bosses try to chip away at the union—one job at a time.
Exempt Employee
What it means: A public employee not covered by civil service protections or the union contract—often in management, confidential, or policy-making roles.
Why it matters: Exempt employees are “at-will” and can be hired, fired, or reassigned with far fewer protections. It’s one reason workers fight hard to stay classified—or unionize when they’re not.
Example:
A policy analyst is exempt and gets laid off with no notice. A union-represented employee in the same agency has recall rights, bumping options, and union support.
If they call you exempt, ask yourself: exempt from what—rights, or respect?
Union Busting
What it means: Any tactic—legal or shady—that employers use to weaken, divide, or destroy a union.
Why it matters: Bosses don’t always say “we hate unions.” Instead, they hire consultants, spread fear, isolate stewards, delay bargaining, or quietly retaliate against outspoken workers. It’s all union busting.
Example from the field:
Management holds “informational meetings” warning workers that organizing will cost them raises or jobs. The goal? Fear. The response? Solidarity—and a union strong enough to fight back.
If they’re trying to break us, it means we’re doing something right. The antidote to union busting? Member power.
Classification
What it means: Your official job title and description, usually tied to your pay scale, duties, and bargaining unit eligibility.
Why it matters: Misclassifying workers is a sneaky way to underpay or deny union protections. Accurate classification ensures fair wages and proper representation.
Example:
You’re doing advanced technical work, but your title is still “Clerical Assistant.” That’s not just a paperwork error—it might mean you’re underpaid. The union can investigate and push for reclassification (and back pay).
Union flavor:
It’s not just what you do—it’s what they call what you do. If the job changed, the classification should too.
Probationary Period
What it means: A trial period at the start of employment during which workers may have fewer job protections under the contract.
Why it matters: Employers often use this window to evaluate workers—but also to intimidate or terminate them more easily. Knowing your rights (and limits) during probation is critical.
Example:
A new employee is told they can’t use sick leave during probation. The union checks the contract—turns out that’s false. Probation isn’t a free-for-all. Rights still exist.
Probation isn’t permission to push people around. The union’s still here—and watching.
What it means: When an employer hires a private company or outside vendor to perform work normally done by union members.
Why it matters: It’s often a cost-cutting move that undermines union jobs, reduces transparency, and lowers job standards. Contracting out is a direct threat to bargaining unit work.
Example:
Your agency used to have state-employed custodians—now they’ve hired a private cleaning company. The work is the same, but the wages are lower, there are no benefits, and no union protections. The union fights back, files grievances, and demands to bargain.
We say: “If it’s our work, we fight to keep it.” Contracting out is how bosses try to chip away at the union—one job at a time.
Exempt Employee
What it means: A public employee not covered by civil service protections or the union contract—often in management, confidential, or policy-making roles.
Why it matters: Exempt employees are “at-will” and can be hired, fired, or reassigned with far fewer protections. It’s one reason workers fight hard to stay classified—or unionize when they’re not.
Example:
A policy analyst is exempt and gets laid off with no notice. A union-represented employee in the same agency has recall rights, bumping options, and union support.
If they call you exempt, ask yourself: exempt from what—rights, or respect?
Union Busting
What it means: Any tactic—legal or shady—that employers use to weaken, divide, or destroy a union.
Why it matters: Bosses don’t always say “we hate unions.” Instead, they hire consultants, spread fear, isolate stewards, delay bargaining, or quietly retaliate against outspoken workers. It’s all union busting.
Example from the field:
Management holds “informational meetings” warning workers that organizing will cost them raises or jobs. The goal? Fear. The response? Solidarity—and a union strong enough to fight back.
If they’re trying to break us, it means we’re doing something right. The antidote to union busting? Member power.
Classification
What it means: Your official job title and description, usually tied to your pay scale, duties, and bargaining unit eligibility.
Why it matters: Misclassifying workers is a sneaky way to underpay or deny union protections. Accurate classification ensures fair wages and proper representation.
Example:
You’re doing advanced technical work, but your title is still “Clerical Assistant.” That’s not just a paperwork error—it might mean you’re underpaid. The union can investigate and push for reclassification (and back pay).
Union flavor:
It’s not just what you do—it’s what they call what you do. If the job changed, the classification should too.
Probationary Period
What it means: A trial period at the start of employment during which workers may have fewer job protections under the contract.
Why it matters: Employers often use this window to evaluate workers—but also to intimidate or terminate them more easily. Knowing your rights (and limits) during probation is critical.
Example:
A new employee is told they can’t use sick leave during probation. The union checks the contract—turns out that’s false. Probation isn’t a free-for-all. Rights still exist.
Probation isn’t permission to push people around. The union’s still here—and watching.
WPEA Union History: Fighting for a Voice: WPEA Advances Union Representation in Two Key Units
Information from Aubrei Hansen, WPEA Marketing & Membership Coordinator
In the summer of 2001, WPEA members and staff celebrated two significant strides forward in our fight to strengthen workplace representation: the formation of a new chapter within the Washington State Patrol (WSP) Fleet Support Division and the successful unionization of Bargaining Unit B at Clark College.
WSP Fleet Support Division Moves Forward
Members of the WSP Fleet Support Division are making major headway in organizing their own WPEA chapter. After dedicated efforts and broad participation, proposed chapter bylaws were drafted and adopted by a majority of the members. The bylaws are now awaiting formal approval from the WPEA Board of Directors at the July 14 meeting.
Nominations for Chapter Officers have been submitted, and ballots are due back to WPEA Headquarters by July 6, 2001. In parallel, Fleet Support employees are also taking action to solidify a union shop provision — a key step in securing long-term strength and solidarity in their bargaining unit.
All employees in the division as of June 22 are eligible to vote in this election. Ballots were mailed by the Department of Personnel (DOP) on July 7 and must be returned by 5 p.m. on July 17. The count will take place on July 18. Fleet Support members are urging their colleagues to vote YES to ensure every worker contributes to and benefits from a strong union presence.
Victory at Clark College: Unit B Chooses WPEA
Meanwhile, in Vancouver, WPEA secured a landmark win at Clark College. After a DOP-conducted election and ballot count on June 11, WPEA was certified as the exclusive representative of the campus-wide Non-Supervisory Bargaining Unit B. The vote was decisive — 52 in favor of WPEA representation and 20 for no representation — signaling clear support for collective bargaining.
This is the first time these employees will be covered under a union contract. Preparations are already underway to begin bargaining, with newly elected Chapter Officers assembling a negotiations committee. Drawing on successful WPEA community college contracts, and with input from Unit B employees, the committee will prioritize issues such as:
WSP Fleet Support Division Moves Forward
Members of the WSP Fleet Support Division are making major headway in organizing their own WPEA chapter. After dedicated efforts and broad participation, proposed chapter bylaws were drafted and adopted by a majority of the members. The bylaws are now awaiting formal approval from the WPEA Board of Directors at the July 14 meeting.
Nominations for Chapter Officers have been submitted, and ballots are due back to WPEA Headquarters by July 6, 2001. In parallel, Fleet Support employees are also taking action to solidify a union shop provision — a key step in securing long-term strength and solidarity in their bargaining unit.
All employees in the division as of June 22 are eligible to vote in this election. Ballots were mailed by the Department of Personnel (DOP) on July 7 and must be returned by 5 p.m. on July 17. The count will take place on July 18. Fleet Support members are urging their colleagues to vote YES to ensure every worker contributes to and benefits from a strong union presence.
Victory at Clark College: Unit B Chooses WPEA
Meanwhile, in Vancouver, WPEA secured a landmark win at Clark College. After a DOP-conducted election and ballot count on June 11, WPEA was certified as the exclusive representative of the campus-wide Non-Supervisory Bargaining Unit B. The vote was decisive — 52 in favor of WPEA representation and 20 for no representation — signaling clear support for collective bargaining.
This is the first time these employees will be covered under a union contract. Preparations are already underway to begin bargaining, with newly elected Chapter Officers assembling a negotiations committee. Drawing on successful WPEA community college contracts, and with input from Unit B employees, the committee will prioritize issues such as:
- Eliminating favoritism in workplace decisions
- Ensuring fair and transparent promotion opportunities
- Standardizing policy and procedural enforcement
- Establishing a binding grievance process
Article from The Sentinel, June-July 2001
Union Plus Benefits
Introducing AFL-CIO Medicare Advantage group plans, provided by Anthem Comprehensive coverage available exclusively to retired union members. AFL-CIO Medicare Advantage plans are available exclusively to retired union members and their spouses/partners and cannot be found or bought on the open Medicare market. View your Medicare Advantage enrollment guide to learn more about Medicare Advantage versus Original Medicare, as well as the differences between Medicare Parts A, B, C, and D.
Medicare Advantage plan benefits include:
Nationwide access to providers and care.
Telehealth and other virtual care options.
Your benefits cover more when you use in-network doctors and hospitals.
Hearing and vision coverage.
Brand-name prescription drug coverage.
Value-added resources, such as SilverSneakers® gym memberships.
Learn More Here: https://www.anthem.com/mcr/afl-cio
Medicare Advantage plan benefits include:
Nationwide access to providers and care.
Telehealth and other virtual care options.
Your benefits cover more when you use in-network doctors and hospitals.
Hearing and vision coverage.
Brand-name prescription drug coverage.
Value-added resources, such as SilverSneakers® gym memberships.
Learn More Here: https://www.anthem.com/mcr/afl-cio
Campfire Hot Dog Skewers
 | Ingredients For sauce
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Directions
- Step 1 In a medium bowl, whisk to combine all sauce ingredients. Preheat grill or grill pan on medium heat.
- Step 2 Build skewers by alternating hot dogs, pineapple, peppers, and red onion. Brush all over with sauce and place on preheated grill.
- Step 3 Grill on medium heat, flipping every couple minutes and basting with remaining sauce, until skewers are charred, about 8 to 10 minutes total.
| Recurring Events: President Office Hours – Every Thursday at 4:00 Stay up-to-date with your WPEA President https://us06web.zoom.us/j/84804444204?pwd=8WO6oSWkNIEyIBc4bAblg2im01Jkb4.1 Meeting ID: 848 0444 4204 Passcode: 424576 UNITY Meetings – Every Wednesday at 12:00, 5:00, 6:00 Different topics, highlights, and news from your Union every week. On Wednesday - we wear blue! https://us06web.zoom.us/j/81922699344?pwd=dbfzaAvNpLkL4UOGhuS2oseCB3bZiD.1 Meeting ID: 819 2269 9344 Passcode: 716299 Thurston-Lewis-Mason Central Labor Council Solidarity Night & Meeting – 1st & 3rd Wednesday of every month. Stay up-to-date with the latest from the Central Labor Council and visit their website at: https://www.tlmlabor.org/ Department of Revenue Monday Meeting - If you work at Department of Revenue, join the Monday meeting at Noon Join Zoom Meeting https://wpea-org.zoom.us/j/85870788724 Meeting ID: 858 7078 8724 Starting June 1 through October 1, WPEA Headquarters will be open from 8am - 12pm, due to reduced office staff. | On the Calendar: June 3rd - Higher Education Bargaining 12-4 Be an observer! https://discord.gg/wpea June 4th - General Government Bargaining 12-4 Be an observer! https://discord.gg/wpea June 4th - DOR Vancouver Site Visit 11-1 June 5th - DOR Tumwater Site Visit 11-1 June 6th - DOR Port Angeles Site Visit 11-1 June 7th - WPEA Executive Board Meeting June 10th - DOR Bothell Site Visit 11-1 June 10th - Q2 - WPEA District Meeting June 10th - Shop Steward Training 5:30-8:30pm - RSVP with [email protected] June 13th - DOR Yakima Site Visit 11-1 June 14th - Flag Day June 15th - Father's Day June 16th - DOR Tumwater Site Visit 11-1 June 17th - DOR Seattle Site Visit 11-1 June 18th - DOR Bellingham Cite Visit 11-1 June 19th - Juneteenth - WPEA Office is Closed June 20th - DOR Tumwater Site Visit 11-1 June 21st - Scottish Fest - Prosser, WA June 22nd - Centennial Celebration - Yelm, WA June 24th - DOR Tumwater Site Visit 11-1 June 25th - DOR Wenatchee Site Visit 11-1 June 27th - DOR Spokane Site Visit 11-1 June 28th - Dye Hard 5k Color Run - Yakima, WA |
Advocacy in Action: Grays Harbor and Highline College’s Award Retention Incentives Amid State Funding Gaps
Article by Julia Thurman-Lascurain, WPEA Member Education
In a year defined by budget uncertainty and a lack of cost-of-living adjustment (COLA) funding for classified employees, two WPEA represented colleges —Grays Harbor and Highline—have shown how effective advocacy, both from union members and college leadership, can create meaningful outcomes for workers.
On May 20, classified staff at Grays Harbor College received an announcement from President Carli Schiffner: full-time employees will receive a $1,500 retention incentive, and part-time employees will receive $750 (pre-tax), paid out in their July 25 paychecks. This one-time incentive is being funded by $100,000 in year-end savings, placed in reserves thanks to careful financial planning throughout the fiscal year.
The move closely follows the example set by Highline College, where on May 5, WPEA members were notified that their college leadership has committed to a $1,200 contract incentive for each classified employee, plus additional personal days. Though the legislature ultimately failed to fully fund COLAs, Highline and Gray's Harbor administrations have made it clear: they stand with their classified staff.
At Grays Harbor, the incentive initiative took root during a Labor-Management Communication Committee (LMCC) meeting where WPEA members introduced the Highline model. President Schiffner, newly aware of the option, took swift action to explore how Gray's Harbor could implement a similar approach. “She saw the possibility and got to work right away,” said Judy Lumm, WPEA union representative for Grays Harbor College.
Equally critical were the efforts of labor stewards Jared Stratton and Janet Parker, who met regularly with administration to elevate the importance of classified staff and push for equitable recognition. Their work made a compelling case for why retention and morale matter—especially in the absence of state-funded raises.
“This didn’t happen by accident,” said Julia Thurman-Lascurain, WPEA Member Education and Mobilization Director, “It happened because union members advocated for each other, and because their administration listened and advocated with us.”
While neither college views these incentives as long-term solutions, both are clear examples of what can be achieved when union voices are strong and administrators act as true partners.
To WPEA members at Grays Harbor, Highline, and across the state: this is your advocacy at work.
When we stand together—on the job and in Olympia—we make progress, even in tough times.
On May 20, classified staff at Grays Harbor College received an announcement from President Carli Schiffner: full-time employees will receive a $1,500 retention incentive, and part-time employees will receive $750 (pre-tax), paid out in their July 25 paychecks. This one-time incentive is being funded by $100,000 in year-end savings, placed in reserves thanks to careful financial planning throughout the fiscal year.
The move closely follows the example set by Highline College, where on May 5, WPEA members were notified that their college leadership has committed to a $1,200 contract incentive for each classified employee, plus additional personal days. Though the legislature ultimately failed to fully fund COLAs, Highline and Gray's Harbor administrations have made it clear: they stand with their classified staff.
At Grays Harbor, the incentive initiative took root during a Labor-Management Communication Committee (LMCC) meeting where WPEA members introduced the Highline model. President Schiffner, newly aware of the option, took swift action to explore how Gray's Harbor could implement a similar approach. “She saw the possibility and got to work right away,” said Judy Lumm, WPEA union representative for Grays Harbor College.
Equally critical were the efforts of labor stewards Jared Stratton and Janet Parker, who met regularly with administration to elevate the importance of classified staff and push for equitable recognition. Their work made a compelling case for why retention and morale matter—especially in the absence of state-funded raises.
“This didn’t happen by accident,” said Julia Thurman-Lascurain, WPEA Member Education and Mobilization Director, “It happened because union members advocated for each other, and because their administration listened and advocated with us.”
While neither college views these incentives as long-term solutions, both are clear examples of what can be achieved when union voices are strong and administrators act as true partners.
To WPEA members at Grays Harbor, Highline, and across the state: this is your advocacy at work.
When we stand together—on the job and in Olympia—we make progress, even in tough times.
The fight for fully funded ratified contracts continues. Bargaining teams representing both the Higher Education Coalition and General Government have already begun strategizing and will return to the bargaining table on June 3 and June 4, respectively. These upcoming sessions are critical as we work to secure the cost-of-living adjustments and salary enhancements our members deserve. WPEA members are strongly encouraged to stay engaged, join the conversation on our Discord server-https://www.wpea.org/discord.html - and participate as observers during bargaining.
Your presence and support strengthen our voice at the table.
Your presence and support strengthen our voice at the table.
United in Solidarity: WPEA Members Rally at the Capitol
Article by Kyle Sampson, WPEA/UFCW SPUR
| On May 7, 2025, while the Office of Financial Management (OFM) hosted its annual State Workers Week celebration, members of the Washington Public Employees Association (WPEA) gathered from every corner of the state to stand together in solidarity, and take a stand for justice. WPEA is the only union in Washington whose fully bargained and ratified contracts were left out of the 2025 state budget. This exclusion, caused by delays from OFM itself, puts the well-being of thousands of public employees at risk. In response, we didn’t sit back. We mobilized. In a powerful display of unity and purpose, WPEA members marched around the Capitol grounds with signs raised high and voices joined in unshakable chants. Workers from across Washington stood shoulder to shoulder, turning frustration into action, and making it impossible to ignore the injustice we face. Our message rang clear; there is no celebration without justice. When the governor failed to appear at the event, we took the march directly to the Capitol steps. There, our union stood as one while WPEA President Amanda Hacker attempted to deliver a letter, signed by hundreds of our members, calling on the governor to do what’s right: fund all contracts. But the governor’s office was closed. We were turned away at the door. Still, we did not stop, and the governor did receive the letter and nearly a thousand signatures. Together, we demonstrated what collective power truly looks like. We showed that WPEA members will not be sidelined or silenced. We will continue to rise, to organize, and to fight for one another, because that’s what solidarity means. May 7 was more than a protest. It was a statement of unity and strength from public employees across Washington. And though the fight isn’t over, one thing is certain; when we show up for each other and stand together, we cannot be ignored. We are WPEA. We show up. We speak out. We stand together. |     |
United We Bake: Clark College Potluck Recap
Article by Kyle Sampson, WPEA/UFCW SPUR
| On the evening of May 16, WPEA and CCAHE members gathered at the Clark College Student Center for a spirited end-of-year celebration: United We Bake. This collaborative potluck served not only as a festive send-off to the academic year, but also as a powerful reminder of the solidarity and camaraderie that define our unions. The event featured a lively bake-off, with members showcasing their best homemade desserts. From classic confections to delicious treats, the entries into the competition were as diverse as our members. After some delicious deliberation, one entry rose above the rest and earned the title of bake-off champion; though it’s safe to say everyone who attended walked away a winner that night. Attendees were each given entry tickets upon arrival to vote on their favorite baking entries. After voting had been cast a tally of the votes was made and several lucky winners took home door prizes. Two curated gift baskets, gift cards to local union supporting stores, and a brand-new Igloo cooler. The prizes we soon followed up by the Clark College WPEA union member of the year award, which found itself in the hands of Stephanie Hall; a well deserved recognition of a hard working and passionate member. Between the raffle, games of giant Connect Four and corn hole, and the laughter of familiar faces reconnecting, the night had a joyful, festival, and communal atmosphere. Food was generously provided by UFCW Local 555, adding yet another layer of union solidarity to the event. As plates were filled and stories were shared, United We Bake proved to be more than a potluck; it was a celebration of what we can build when we come together. This event marked the first of many collaborative gatherings between WPEA and CCAHE, and its success is a testament to the power of shared space, mutual support, and a dash of sugar. Here’s to strong unions, stronger communities, and even stronger cookies. To any of our member that may be interested in putting together a similar event to this one, please email us at [email protected] and let's talk details and see how we can support you! |     |
Back-to-Back-to-Back Wins for WPEA Members!
Information Provided by Deb Montez, WPEA Staff Representative
WPEA has been racking up representation victories — three major grievance wins in a row, all protecting members’ jobs and holding employers accountable.
Win #1: YVC Victory — Job Saved and Member Made Whole
At Yakima Valley College, we successfully closed out a grievance that not only protected a member’s job but also resulted in a full settlement. The member was made whole with backpay, restored leave accruals, and a well-earned reallocation/upgrade to their position. This win reinforces that WPEA stands firm when employers try to shortchange our members.
Win #2: Clark College — Layoff Misstep Corrected
At Clark College, we settled a grievance where the employer failed to follow the proper layoff procedure for a permanent employee. WPEA pushed back hard — and won. The member kept their position with no penalties, and another member — a cyclic employee — received a significant amount of backpay. This case highlights the importance of knowing the rules and enforcing them — and that’s exactly what your union does.
Win #3: Termination Overturned — Member Reinstated and Made Whole
In another recent case out of Olympic College, a member was wrongfully terminated without just cause. WPEA immediately filed a grievance — and we won. The member was reinstated to their job and made whole, receiving full backpay and benefits. This powerful outcome shows that due process matters — and WPEA will fight for it every time.
These three wins represent more than contract enforcement — they are a testament to union power in action. When members stand together with WPEA, we get results.
These wins are more than just settlements — they’re reminders that WPEA has your back and that when we fight, we win.
Win #1: YVC Victory — Job Saved and Member Made Whole
At Yakima Valley College, we successfully closed out a grievance that not only protected a member’s job but also resulted in a full settlement. The member was made whole with backpay, restored leave accruals, and a well-earned reallocation/upgrade to their position. This win reinforces that WPEA stands firm when employers try to shortchange our members.
Win #2: Clark College — Layoff Misstep Corrected
At Clark College, we settled a grievance where the employer failed to follow the proper layoff procedure for a permanent employee. WPEA pushed back hard — and won. The member kept their position with no penalties, and another member — a cyclic employee — received a significant amount of backpay. This case highlights the importance of knowing the rules and enforcing them — and that’s exactly what your union does.
Win #3: Termination Overturned — Member Reinstated and Made Whole
In another recent case out of Olympic College, a member was wrongfully terminated without just cause. WPEA immediately filed a grievance — and we won. The member was reinstated to their job and made whole, receiving full backpay and benefits. This powerful outcome shows that due process matters — and WPEA will fight for it every time.
These three wins represent more than contract enforcement — they are a testament to union power in action. When members stand together with WPEA, we get results.
These wins are more than just settlements — they’re reminders that WPEA has your back and that when we fight, we win.
Be Part of the 2025 WSLC Convention – Connect, Learn, Lead
Article by Julia Thurman-Lascurain, WPEA Member Education
The 2025 Washington State Labor Council, AFL-CIO Convention is coming—and it’s your chance to connect with union members from across the state, grow your skills, and make your voice heard in shaping the future of our labor movement.
Convention Details:
As a delegate or alternate, you’ll have the chance to:
All travel, lodging, meals, and registration costs are covered.
Whether you're new to union involvement or a long-time member, this is an incredible opportunity to:
Fill out the form to sign up or learn more about how you can attend. Click Here.
Let’s show up strong—Our Voice. Our Power. Our Movement.
https://www.wslc.org/
Convention Details:
- Dates: July 22–24, 2025
- Location: Vancouver Convention Center
- Opening Reception: Monday evening, July 21
- Theme: Our Voice. Our Power. Our Movement.
As a delegate or alternate, you’ll have the chance to:
- Build relationships with union members from across industries and regions
- Participate in dynamic workshops designed to build leadership skills, deepen knowledge, and strengthen organizing efforts
- Hear from powerful speakers and labor leaders who are shaping the future of work
- Engage in meaningful discussions about the challenges and opportunities facing working people
- Help shape WSLC’s priorities by voting on key resolutions
All travel, lodging, meals, and registration costs are covered.
Whether you're new to union involvement or a long-time member, this is an incredible opportunity to:
- Expand your network
- Learn practical tools and strategies
- Contribute to a stronger, more united labor movement
Fill out the form to sign up or learn more about how you can attend. Click Here.
Let’s show up strong—Our Voice. Our Power. Our Movement.
https://www.wslc.org/
Find Community, Build Power—Join Us on Discord
Article by Joey Hicklin, WPEA Organizer
Our union’s strength has always come from the relationships we build with one another. That’s why we’ve created dedicated community groups on Discord—casual, interest-based spaces where members can connect beyond workplace concerns. Whether you’re into gardening, books, cooking, video games, or raising kids, there’s a place for you to relax, share, and chat with fellow members across the state.
Each week, we post fun and light prompts in each hobby channel to keep conversations flowing. It’s a simple way to get to know your union family, one post at a time. The more we talk with each other, the more we understand one another—and the easier it is to show up and build power together when it counts. So don’t wait. Join the Discord, drop into a few channels, and say hello. Let’s keep growing our community, one connection at a time. https://www.wpea.org/discord
Each week, we post fun and light prompts in each hobby channel to keep conversations flowing. It’s a simple way to get to know your union family, one post at a time. The more we talk with each other, the more we understand one another—and the easier it is to show up and build power together when it counts. So don’t wait. Join the Discord, drop into a few channels, and say hello. Let’s keep growing our community, one connection at a time. https://www.wpea.org/discord
WPEA’s 70th Anniversary Celebration – Save the Date
We are thrilled to announce that the WPEA Executive Board has officially voted to host a special in-person celebration for our 70th Anniversary on April 18–19, 2026!
This milestone event will honor seven decades of powerful, people-driven progress in Washington State labor. We’ve come a long way together—and this celebration will reflect the heart, spirit, and strength of our union.
The 1.5-day event will feature:
Let’s come together to celebrate our shared history, honor our collective achievements, and build momentum for our future.
Interested in being part of the planning?
📧 Email Julia at [email protected] to get involved.
As we create additional communication channels—like a dedicated webpage, email updates, and social media posts—we’ll extend the invitation to all WPEA members as well.
Let’s make this a celebration to remember!
This milestone event will honor seven decades of powerful, people-driven progress in Washington State labor. We’ve come a long way together—and this celebration will reflect the heart, spirit, and strength of our union.
The 1.5-day event will feature:
- Inspiring Keynote Speakers
- Interactive Workshops
- Exciting Raffle Prizes
- A Meaningful Awards Ceremony
- And so much more!
Let’s come together to celebrate our shared history, honor our collective achievements, and build momentum for our future.
Interested in being part of the planning?
📧 Email Julia at [email protected] to get involved.
As we create additional communication channels—like a dedicated webpage, email updates, and social media posts—we’ll extend the invitation to all WPEA members as well.
Let’s make this a celebration to remember!
🛠️Union Jargon 101: 5 More Key Terms Every Worker Should Know
ULP (Unfair Labor Practice)
What it means: A violation of labor law by the employer (or union), typically involving interference with workers’ rights, retaliation, or refusal to bargain.
Why it matters: ULPs are serious. They can be filed with the Public Employment Relations Commission (PERC) and may result in orders to reverse actions, reinstate workers, or redo bargaining in good faith.
Example from the field: If a manager says, “You’ll never get that promotion if you keep talking to the union,”—that’s textbook retaliation and a ULP. The union can file, and management can face real consequences.
Union power: You might hear: “That’s a ULP waiting to happen.” Translation: management’s walking a legal tightrope, and we’ve got the receipts.
Bargaining Unit
What it means: The group of employees the union represents. Everyone in the unit is covered by the same contract and has the same rights under it.
Why it matters: Your bargaining unit determines who is at the table when it comes to wages, hours, benefits, and workplace rights. It’s the foundation of union representation.
Example from the floor: You and your coworkers at a state agency are all classified employees in similar roles. You’re part of the same bargaining unit—and when the union negotiates a new contract, it applies to everyone in that unit. Supervisors and managers? Usually excluded.
Power of the Union: If the union is a team, the bargaining unit is the roster. And a strong, united unit? That’s where the power lives.
Collective Action
What it means: When workers act together to address workplace issues, instead of individually. It can be as small as wearing the same color shirt, or as big as a strike.
Why it matters: The power of a union doesn’t just come from a contract—it comes from members standing united. Employers can ignore one voice. They can’t ignore all of us.
Example from the field: Management tries to implement a new attendance policy without bargaining. Instead of staying silent, the whole unit wears union buttons on the same day. Then they pack a meeting and submit a petition. The message is clear: “We’re watching, and we won’t be divided.”
Union power: Collective action is how we win better contracts, defend our rights, and show solidarity. It’s not just a tactic—it’s the heart of the labor movement. ✊
Right to Work (Post-Janus)
What it means: A legal framework—after the 2018 Janus v. AFSCME Supreme Court decision—that prohibits public sector unions from requiring non-members to pay “fair share” or agency fees, even though those workers still benefit from the union contract.
Why it matters: Janus made “Right to Work” the law of the land for all public employees nationwide. That means workers can opt out of paying dues, but the union still has to represent them in bargaining and grievances. It’s a classic union-busting tactic: divide the workforce and weaken solidarity by draining union resources.
Example in the public sector: A state employee chooses not to be a union member—but when they’re unfairly disciplined, they still expect full representation in the grievance process. The union is legally obligated to represent them, even though they aren’t contributing to the cost of that representation.
Union Power: Let’s be real--Right to Work is a strategy to get workers to sit back while others do the organizing, pay the dues, and hold the line. But strong unions beat bad laws with solidarity. When members stick together—regardless of Janus—we keep our power at the table.
Memorandum of Understanding (MOU)
What it means: A written agreement between the union and management that deals with specific issues not fully covered in the main contract. It’s like a contract side note—with teeth.
Why it matters: MOUs are flexible tools that help address new or unique situations without waiting for full contract negotiations. Once signed, they’re just as enforceable as any other part of the agreement.
Example from the field: Management wants to try a hybrid work pilot for six months. The contract doesn’t say much about telework, so the union negotiates an MOU that spells out expectations, protects workers' rights, and sets a clear end date. Now both sides are on the same page—and it’s in writing.
Union flavor: You might hear someone say, “We’ll need an MOU for that.” Translation: We don’t just shake hands—we get it in writing, and we make it enforceable.
Got a term you'd like explained in a future article? Send it our way—because the more we know, the stronger we are. 💪
What it means: A violation of labor law by the employer (or union), typically involving interference with workers’ rights, retaliation, or refusal to bargain.
Why it matters: ULPs are serious. They can be filed with the Public Employment Relations Commission (PERC) and may result in orders to reverse actions, reinstate workers, or redo bargaining in good faith.
Example from the field: If a manager says, “You’ll never get that promotion if you keep talking to the union,”—that’s textbook retaliation and a ULP. The union can file, and management can face real consequences.
Union power: You might hear: “That’s a ULP waiting to happen.” Translation: management’s walking a legal tightrope, and we’ve got the receipts.
Bargaining Unit
What it means: The group of employees the union represents. Everyone in the unit is covered by the same contract and has the same rights under it.
Why it matters: Your bargaining unit determines who is at the table when it comes to wages, hours, benefits, and workplace rights. It’s the foundation of union representation.
Example from the floor: You and your coworkers at a state agency are all classified employees in similar roles. You’re part of the same bargaining unit—and when the union negotiates a new contract, it applies to everyone in that unit. Supervisors and managers? Usually excluded.
Power of the Union: If the union is a team, the bargaining unit is the roster. And a strong, united unit? That’s where the power lives.
Collective Action
What it means: When workers act together to address workplace issues, instead of individually. It can be as small as wearing the same color shirt, or as big as a strike.
Why it matters: The power of a union doesn’t just come from a contract—it comes from members standing united. Employers can ignore one voice. They can’t ignore all of us.
Example from the field: Management tries to implement a new attendance policy without bargaining. Instead of staying silent, the whole unit wears union buttons on the same day. Then they pack a meeting and submit a petition. The message is clear: “We’re watching, and we won’t be divided.”
Union power: Collective action is how we win better contracts, defend our rights, and show solidarity. It’s not just a tactic—it’s the heart of the labor movement. ✊
Right to Work (Post-Janus)
What it means: A legal framework—after the 2018 Janus v. AFSCME Supreme Court decision—that prohibits public sector unions from requiring non-members to pay “fair share” or agency fees, even though those workers still benefit from the union contract.
Why it matters: Janus made “Right to Work” the law of the land for all public employees nationwide. That means workers can opt out of paying dues, but the union still has to represent them in bargaining and grievances. It’s a classic union-busting tactic: divide the workforce and weaken solidarity by draining union resources.
Example in the public sector: A state employee chooses not to be a union member—but when they’re unfairly disciplined, they still expect full representation in the grievance process. The union is legally obligated to represent them, even though they aren’t contributing to the cost of that representation.
Union Power: Let’s be real--Right to Work is a strategy to get workers to sit back while others do the organizing, pay the dues, and hold the line. But strong unions beat bad laws with solidarity. When members stick together—regardless of Janus—we keep our power at the table.
Memorandum of Understanding (MOU)
What it means: A written agreement between the union and management that deals with specific issues not fully covered in the main contract. It’s like a contract side note—with teeth.
Why it matters: MOUs are flexible tools that help address new or unique situations without waiting for full contract negotiations. Once signed, they’re just as enforceable as any other part of the agreement.
Example from the field: Management wants to try a hybrid work pilot for six months. The contract doesn’t say much about telework, so the union negotiates an MOU that spells out expectations, protects workers' rights, and sets a clear end date. Now both sides are on the same page—and it’s in writing.
Union flavor: You might hear someone say, “We’ll need an MOU for that.” Translation: We don’t just shake hands—we get it in writing, and we make it enforceable.
Got a term you'd like explained in a future article? Send it our way—because the more we know, the stronger we are. 💪
Union History: WPEA Takes a Stand on Asbestos Hazards – 1986
Information from Aubrei Hansen, WPEA Marketing & Membership Coordinator
In a landmark battle for workplace safety, WPEA pushed back against unsafe conditions involving friable asbestos at Washington Military Department installations. The issue came to a head on April 2, 1986, in a Step 3 grievance conference between WPEA and the agency, but the union’s efforts had been ongoing for more than a year.
The concern centered around friable asbestos—a deteriorated form of the mineral that poses severe health risks when airborne. In early 1985, WPEA raised the alarm by requesting that the agency bring in Labor and Industries (L&I) for a free consultation. Despite initial resistance from management, WPEA succeeded in pushing for an asbestos identification seminar for agency personnel.
Later, the union again raised the issue during a Standing Committee meeting. The agency responded by drafting a policy and certifying a few employees in asbestos removal—but failed to actually inspect or remediate asbestos hazards.
The matter escalated in October 1985 when a federal technician at Geiger Field in Spokane reported suspected friable asbestos above his desk and in a nearby restroom. When his concerns went unanswered, WPEA Job Rep Lou Murkowski got involved, filing a formal hazard report and later a grievance after continued inaction.
Though the agency eventually claimed the asbestos had been contained, WPEA questioned the methods used. At the Step 3 hearing, WPEA Staff Rep Michael Pellegrini voiced concerns about the quality and transparency of the containment process.
During this time, significant national attention to asbestos hazards, culminating in the enactment of the Asbestos Hazard Emergency Response Act (AHERA) in October 1986. This federal law mandated inspections and management plans for asbestos in schools, reflecting the heightened awareness and regulatory response to asbestos-related health concerns during that time
This prolonged campaign exemplifies WPEA’s commitment to safe working conditions and holding management accountable. The case remains a significant chapter in the union’s history of health and safety advocacy.
The concern centered around friable asbestos—a deteriorated form of the mineral that poses severe health risks when airborne. In early 1985, WPEA raised the alarm by requesting that the agency bring in Labor and Industries (L&I) for a free consultation. Despite initial resistance from management, WPEA succeeded in pushing for an asbestos identification seminar for agency personnel.
Later, the union again raised the issue during a Standing Committee meeting. The agency responded by drafting a policy and certifying a few employees in asbestos removal—but failed to actually inspect or remediate asbestos hazards.
The matter escalated in October 1985 when a federal technician at Geiger Field in Spokane reported suspected friable asbestos above his desk and in a nearby restroom. When his concerns went unanswered, WPEA Job Rep Lou Murkowski got involved, filing a formal hazard report and later a grievance after continued inaction.
Though the agency eventually claimed the asbestos had been contained, WPEA questioned the methods used. At the Step 3 hearing, WPEA Staff Rep Michael Pellegrini voiced concerns about the quality and transparency of the containment process.
During this time, significant national attention to asbestos hazards, culminating in the enactment of the Asbestos Hazard Emergency Response Act (AHERA) in October 1986. This federal law mandated inspections and management plans for asbestos in schools, reflecting the heightened awareness and regulatory response to asbestos-related health concerns during that time
This prolonged campaign exemplifies WPEA’s commitment to safe working conditions and holding management accountable. The case remains a significant chapter in the union’s history of health and safety advocacy.
 |  Original Article from The Sentinel, May 1986 |
Union Made BBQ Items for Fourth of July
Celebrate the Fourth of July the union way — and show your patriotism by shopping
union-made for your Independence Day get-together. From grills, buns, snacks and beverages, you'll be sure to find several union-made items to ensure you and your guests celebrate America's birthday in solidarity!
union-made for your Independence Day get-together. From grills, buns, snacks and beverages, you'll be sure to find several union-made items to ensure you and your guests celebrate America's birthday in solidarity!
| Fire up a Union-made Grill
| Union-made Snacks on the Side
|
Giant Party Sub Recipe
Looking for the most creative and GENIUS way to feed your party guests? Let me introduce this giant party sub. I use a simple hack of baking bread in a bundt pan to turn a classic sandwich into a party centerpiece that will steal the show at any picnic, game day, or tailgate. Between the bundt pan loaf you'll find all the usual Italian sub suspects: pepperoni, salami, ham, provolone, lettuce, tomatoes, and a simple Italian seasoning-based dressing. It's the best way to ensure that you never run out of your favorite sandwich, and can keep the good times going for you and all your guests.
| Ingredients
| Directions Step 1 - Preheat oven to 350° and grease a Bundt pan with cooking spray. Place bread dough into bottom of prepared pan and pinch together ends to form a ring. Step 2 - Bake until golden brown and cooked through, 25 to 30 minutes. Let cool 5 minutes, then invert onto a wire rack to cool completely. Step 3 - Place baked bread on a serving platter and slice in half to make two layers. Drizzle bottom half with 1 tablespoon each of oil and vinegar and sprinkle with 1/4 teaspoon of Italian seasoning. Top with provolone cheese, salami, ham, pepperoni, lettuce, and tomatoes. Drizzle with another 1 tablespoon each of oil and vinegar and sprinkle with remaining 3/4 teaspoon Italian seasoning. Step 4 - Sandwich with top half of baked bread and brush with remaining 1 tablespoon oil. Sprinkle with sesame seeds and slice. |
| Recurring Events: President Office Hours – Every Thursday at 4:00 Stay up-to-date with your WPEA President https://us06web.zoom.us/j/84804444204?pwd=8WO6oSWkNIEyIBc4bAblg2im01Jkb4.1 Meeting ID: 848 0444 4204 Passcode: 424576 UNITY Meetings – Every Wednesday at 12:00, 5:00, 6:00 Different topics, highlights, and news from your Union every week. On Wednesday - we wear blue! https://us06web.zoom.us/j/81922699344?pwd=dbfzaAvNpLkL4UOGhuS2oseCB3bZiD.1 Meeting ID: 819 2269 9344 Passcode: 716299 Thurston-Lewis-Mason Central Labor Council Solidarity Night & Meeting – 1st & 3rd Wednesday of every month. Stay up-to-date with the latest from the Central Labor Council and visit their website at: https://www.tlmlabor.org/ Department of Revenue Monday Meeting - If you work at Department of Revenue, join the Monday meeting at Noon Join Zoom Meeting https://wpea-org.zoom.us/j/85870788724 Meeting ID: 858 7078 8724 | On the Calendar: May 1st – May Day May 1st - DOR Tumwater Meeting 11-1 May 5th - Cinco de Mayo May 5th - DOR Bothell Meeting 11-1 May 7th - Olympia Rally - Delivery of Letter to Governor May 8th - DOR Kent Meeting 11-1 May 9th - FVRL All Member Meeting May 11th - Mother's Day May 13th - DOR Tacoma Meeting 12:05-12:50 May 13th - DOR Tumwater Meeting 11-1 May 14th - DOR Vancouver Meeting 11-1 May 16th - DOR Richland Meeting 11-1 May 20th - DOR Seattle Meeting 11-1 May 21st - DOR Bellingham Meeting 11-1 May 26th - Memorial Day - WPEA is Closed May 27th - 5:30-8:30 WPEA Steward Training - RSVP [email protected] May 27th - DOR Tumwater Meeting 11-1 May 28th - DOR Spokane Meeting 11-1 May 30th - DOR Wenatchee Meeting 11-1 May 30th - WPEA Scholarships Due |
Not Funded, Not Finished: Stand Up, Speak Out
On Saturday, April 26, the final state budget was released — and it excluded funding for WPEA contracts covering General Government, the Higher Education Coalition, and Highline College. That means no funding. No cost-of-living adjustments (COLAs). No implementation of the contracts our members fought to negotiate and ratify.
This wasn’t a clerical error. It was a conscious decision.
The Office of Financial Management (OFM) stalled negotiations, ignored good-faith efforts, and ultimately walked away from the table. Why? Because WPEA members rejected a one-size-fits-all contract that created through the same pattern bargaining that has lost public employees more than 20% of their purchasing power over the last 20 years. Now, over 5,300 workers are being punished for standing up and demanding better.
If Governor Bob Ferguson signs the budget without change, thousands of WPEA members will go without a COLA — even as inflation rises and the wage gap between WPEA members and other public employees continues to grow.
This is unacceptable. And we’re not backing down.
What You Can Do Right Now
Sign Our Letter of Support (Before May 6)
We’re delivering a letter to the Governor in Olympia on May 7 demanding that he not sign any budget that does not fund ALL union contracts. Help us make an impact — add your name now:
wpea.org/sign
Join Us in Olympia on May 7
We’ll gather at 10:30 AM on the Capitol Campus. At 11:00 AM, we’ll deliver our letter in person.
If you’re local, demand to attend the Governor’s event on the clock.
If you’re traveling, take leave and hit the road to stand with us.
Spread the Word
This fight is bigger than WPEA.
Talk to coworkers — even those who aren’t members.
Call your friends, faculty, students, and neighbors.
If they benefit from public services, they should be standing with us.
Let’s flood the Governor’s inbox and office with stories, photos, and signatures.
Email: [email protected]
UNITY Meetings: Stay Informed and Connected
Join us every Wednesday at 12:00 PM, 5:00 PM, or 6:00 PM to hear the latest updates and connect with other WPEA members.
Join the meeting here: Zoom Link
Meeting ID: 819 2269 9344
Passcode: 716299
Quick Facts About the Current Budget
Contracts Funded:
No. The budget excludes COLAs for unfunded contracts.
Can these contracts still be implemented?
No. Under RCW 41.80, contracts must be funded to take effect.
Will there be retroactive compensation?
Possibly. WPEA is pursuing options through bargaining and mediation.
What happens July 1?
The terms of the 2023–2025 agreements will remain in effect for one additional year.
Why This Matters
Legislature say WPEA was “too late” but we were ready to bargain immediately after the contracts were voted down. OFM delayed for MONTHS. This situation is the result of inaction at the state level — not by workers.
Our members rejected a weak contract because enough is enough. What is allowed will continue. Status quo is no longer acceptable.
This is about more than pay. It’s about turnover, respect, and the sustainability of Washington’s public services. A WPEA member can leave their job, take the same position at a different agency, and immediately earn 3 percent more. That’s not sustainable.
We did everything right. We bargained. We ratified. And we were discarded.
We won’t be ignored.
This wasn’t a clerical error. It was a conscious decision.
The Office of Financial Management (OFM) stalled negotiations, ignored good-faith efforts, and ultimately walked away from the table. Why? Because WPEA members rejected a one-size-fits-all contract that created through the same pattern bargaining that has lost public employees more than 20% of their purchasing power over the last 20 years. Now, over 5,300 workers are being punished for standing up and demanding better.
If Governor Bob Ferguson signs the budget without change, thousands of WPEA members will go without a COLA — even as inflation rises and the wage gap between WPEA members and other public employees continues to grow.
This is unacceptable. And we’re not backing down.
What You Can Do Right Now
Sign Our Letter of Support (Before May 6)
We’re delivering a letter to the Governor in Olympia on May 7 demanding that he not sign any budget that does not fund ALL union contracts. Help us make an impact — add your name now:
wpea.org/sign
Join Us in Olympia on May 7
We’ll gather at 10:30 AM on the Capitol Campus. At 11:00 AM, we’ll deliver our letter in person.
If you’re local, demand to attend the Governor’s event on the clock.
If you’re traveling, take leave and hit the road to stand with us.
Spread the Word
This fight is bigger than WPEA.
Talk to coworkers — even those who aren’t members.
Call your friends, faculty, students, and neighbors.
If they benefit from public services, they should be standing with us.
Let’s flood the Governor’s inbox and office with stories, photos, and signatures.
Email: [email protected]
UNITY Meetings: Stay Informed and Connected
Join us every Wednesday at 12:00 PM, 5:00 PM, or 6:00 PM to hear the latest updates and connect with other WPEA members.
Join the meeting here: Zoom Link
Meeting ID: 819 2269 9344
Passcode: 716299
Quick Facts About the Current Budget
Contracts Funded:
- Yakima Valley College
- House Democratic Legislative Staff
- Senate Democratic Legislative Staff
- General Government
- Higher Education Coalition
- Highline College
No. The budget excludes COLAs for unfunded contracts.
Can these contracts still be implemented?
No. Under RCW 41.80, contracts must be funded to take effect.
Will there be retroactive compensation?
Possibly. WPEA is pursuing options through bargaining and mediation.
What happens July 1?
The terms of the 2023–2025 agreements will remain in effect for one additional year.
Why This Matters
Legislature say WPEA was “too late” but we were ready to bargain immediately after the contracts were voted down. OFM delayed for MONTHS. This situation is the result of inaction at the state level — not by workers.
Our members rejected a weak contract because enough is enough. What is allowed will continue. Status quo is no longer acceptable.
This is about more than pay. It’s about turnover, respect, and the sustainability of Washington’s public services. A WPEA member can leave their job, take the same position at a different agency, and immediately earn 3 percent more. That’s not sustainable.
We did everything right. We bargained. We ratified. And we were discarded.
We won’t be ignored.
Day of Action - Rally in Olympia to Defend Public Services
| Information from Aubrei Hansen, WPEA Marketing & Membership Coordinator A powerful wave of solidarity swept through the Capitol grounds April 9th as state workers, allies, and community members gathered for a mass rally organized by WFSE Local 443. The event, held at the Tivoli Fountain, drew an overwhelming turnout, underscoring growing frustration and unity in the face of proposed budget cuts that threaten the livelihoods of public servants across Washington state. Chants of “Stand up! Fight back!” echoed across the lawn as speakers addressed the crowd, highlighting the devastating impact the Senate Democrats’ proposed budget would have on state workers and the communities they serve. Under the proposal, workers would face mandatory unpaid furlough days, increased healthcare costs, and the elimination of their right to bargain over healthcare—measures that many simply cannot afford. The crowd included social workers, corrections staff, benefit processors, healthcare providers, and countless others who quietly power Washington’s public services. Many carried handmade signs reading “Protect Public Services” and “Budget Justice Now,” while others wore shirts emblazoned with the slogan, Public services are under attack – it’s time to STAND UP and FIGHT BACK! Speakers called on the public and lawmakers alike to reconsider the moral priorities reflected in the proposed budget. The rally concluded with a powerful march to the steps of the Capitol, where a delegation delivered a letter to lawmakers urging them to reject budget slashing and invest in people instead. The event served as a reminder that Washington’s public servants are ready to rise, speak out, and fight back. |  Representative Julia Reed (Seattle) and Chris Scelsa (DNR) talk contract funding  WPEA Staff Representative Ashley Chipman  |
Welcome to WPEA - Kyle Sampson, UFCW Organizing SPUR
Hello everyone, my name is Kyle Sampson, and I’m excited to be joining you all in our collective fight!
I come to the union with a strong background in communications, creative media, and community organizing.
Before stepping into this role, I worked at Clark College, where I built experience in administration, digital outreach, and engagement. I’m passionate about using creativity, strategy, and collaboration to help strengthen connections, create experiences, and invoke emotion. All motives which I feel can serve to the benefit of growing our membership, and uplifting our voices. I believe in the power of solidarity, and I’m committed to helping WPEA continue building a stronger, more connected future for all of us.
I look forward to meeting and working alongside you all!
I come to the union with a strong background in communications, creative media, and community organizing.
Before stepping into this role, I worked at Clark College, where I built experience in administration, digital outreach, and engagement. I’m passionate about using creativity, strategy, and collaboration to help strengthen connections, create experiences, and invoke emotion. All motives which I feel can serve to the benefit of growing our membership, and uplifting our voices. I believe in the power of solidarity, and I’m committed to helping WPEA continue building a stronger, more connected future for all of us.
I look forward to meeting and working alongside you all!
WPEA Scholarships - Due May 30th!
The 2025 WPEA Scholarship Program is Now Open!
The WPEA Scholarship Application period is now open and will run from March 18 to May 30, 2025. Awards will be announced on July 1, 2025. For detailed submission information and to download the flyer, visit: https://www.wpea.org/wpeascholarship.html
This year, we are proud to offer the following scholarships for the fall semester:
$5000 - WPEA Future Labor Leader Scholarship
$3000 - WPEA Lifetime Labor Leader Scholarship
$3000 - WPEA Lifetime Labor Leader Scholarship
$1000 - WPEA Scholarships (4 Available)
Don't miss your chance to apply for these amazing opportunities! Visit the link above to learn more and submit your application today.
The WPEA Scholarship Application period is now open and will run from March 18 to May 30, 2025. Awards will be announced on July 1, 2025. For detailed submission information and to download the flyer, visit: https://www.wpea.org/wpeascholarship.html
This year, we are proud to offer the following scholarships for the fall semester:
$5000 - WPEA Future Labor Leader Scholarship
$3000 - WPEA Lifetime Labor Leader Scholarship
$3000 - WPEA Lifetime Labor Leader Scholarship
$1000 - WPEA Scholarships (4 Available)
Don't miss your chance to apply for these amazing opportunities! Visit the link above to learn more and submit your application today.
Join Us at the 2025 WSLC Convention
The 2025 Washington State Labor Council, AFL-CIO Convention is fast approaching—and we need YOU to be part of it!
This year’s convention will take place July 22–24, 2025 at the Vancouver Convention Center, with an opening reception the evening of Monday, July 21. The theme, “Our Voice, Our Power, Our Movement,” is a rallying cry for all union members to stand together, strengthen our collective power, and build a stronger labor movement for the future.
As always, the convention will feature inspiring speakers, engaging workshops, important plenary sessions, and key opportunities to shape the WSLC’s priorities through resolutions. Your voice and participation help chart the course of our labor movement—and it starts with showing up.
We’re calling on all WPEA members to step up and volunteer to represent our union as a delegate or alternate.
This is your chance to connect with union members across the state, grow as a leader, and help strengthen the voice of working people in Washington.
Email [email protected] to sign up or get more info about how you can be part of this powerful event!
Let’s make our presence known—Our Voice. Our Power. Our Movement.
This year’s convention will take place July 22–24, 2025 at the Vancouver Convention Center, with an opening reception the evening of Monday, July 21. The theme, “Our Voice, Our Power, Our Movement,” is a rallying cry for all union members to stand together, strengthen our collective power, and build a stronger labor movement for the future.
As always, the convention will feature inspiring speakers, engaging workshops, important plenary sessions, and key opportunities to shape the WSLC’s priorities through resolutions. Your voice and participation help chart the course of our labor movement—and it starts with showing up.
We’re calling on all WPEA members to step up and volunteer to represent our union as a delegate or alternate.
This is your chance to connect with union members across the state, grow as a leader, and help strengthen the voice of working people in Washington.
Email [email protected] to sign up or get more info about how you can be part of this powerful event!
Let’s make our presence known—Our Voice. Our Power. Our Movement.
🛠️ Union Jargon 101: 5 Key Terms Every Worker Should Know
Union spaces have a language all their own. Whether you’re at your first bargaining session or trying to decode an email full of acronyms, it helps to understand the key terms that come up again and again. Here are five foundational union concepts—plus real-world examples of how they show up at your employment and in our organizing work.
1. Demand to Bargain
What it means: When the union formally notifies management, we want to negotiate over a proposed change to working conditions.
Why it matters: Employers are legally required to negotiate with the union over any mandatory subjects of bargaining—like hours, wages, or working conditions. If management tries to implement a change without negotiating, we have the right to file a Demand to Bargain.
Example from the field:
Let’s say management sends out a memo saying that all employees are now required to work 30 minutes later on Fridays “to improve coverage.” That’s a change in hours—a classic bargaining subject. The union steps in, files a Demand to Bargain to bargain the impacts to our members, which may result in an outcome that would not be achievable without your union contract. This isn’t just bureaucracy—this is how we protect our time and push back on top-down decisions.
2. Good Faith Bargaining
What it means: Both sides—union and employer—are legally required to come to the bargaining table with sincere intent to reach an agreement.
Why it matters: It keeps the process honest. No one is required to agree to a proposal, but both sides must show up, exchange ideas, respond to proposals, and avoid delay tactics.
Union flavor:
You’ll hear folks say things like, “They’re surface bargaining”—which is union-speak for when management shows up just to go through the motions, with no real intention to compromise. That’s a violation of good faith and can be taken to the Public Employment Relations Commission (PERC) if needed.
3. Weingarten Rights
What it means: Union-represented employees have the right to request a union representative be present during any investigatory interview that could lead to discipline.
Why it matters: These rights help level the playing field in potentially high-stakes conversations. You don’t have to go it alone.
Real talk:
Imagine you’re called into a meeting with HR about "an incident that occurred last week." You’re not told much else. Your response? “If this meeting could lead to discipline, I request union representation.” Boom—your Weingarten Rights kick in. And if they deny it and proceed anyway? That’s an unfair labor practice.
4. Past Practice
What it means: An unwritten, long-standing way of doing things in the workplace that’s treated like an enforceable part of the contract—even if it’s not written down.
Why it matters: If something has been consistently done the same way over time—with both the union and management aware and not objecting—it becomes a past practice. That means management can’t just change it unilaterally.
Example in action:
Say employees have always been allowed to flex their schedules by 30 minutes without prior approval, and this has gone on for years. If a new supervisor suddenly says, “You can’t do that anymore,” the union can challenge it: “That’s an established past practice—you can’t change it without bargaining.”
Union flavor:
You’ll hear reps say things like, “That’s how it’s always been,” or “They can’t just yank that away.” That’s the muscle behind past practice—protecting the way things have worked for years, unless both sides agree to change it.
5. Grievance
What it means: A formal complaint filed by the union or a worker alleging that management violated the contract.
Why it matters: Grievances are one of the union’s strongest enforcement tools. They’re how we say: “That’s not what we agreed to—and we’re holding you accountable.”
On the ground:
Several employees notice their paychecks are missing a recently negotiated shift differential that was supposed to kick in last month. They bring it to their steward and/or staff representative, who checks the contract language—yep, it’s clear as day. Management forgot to implement it. The union files a grievance not only to fix the mistake going forward, but to get back pay for everyone who was shorted.
Pro tip:
Not every problem is a grievance, but every grievance is a signal to management that we know our rights—and we’re not afraid to use them.
Final Word:
Union jargon might sound intimidating at first, but it’s really just the language of power. Knowing these terms means knowing your rights, your tools, and your role in making your workplace fairer and more just.
Got a term you'd like explained in a future article? Send it our way—because the more we know, the stronger we are. 💪
What it means: When the union formally notifies management, we want to negotiate over a proposed change to working conditions.
Why it matters: Employers are legally required to negotiate with the union over any mandatory subjects of bargaining—like hours, wages, or working conditions. If management tries to implement a change without negotiating, we have the right to file a Demand to Bargain.
Example from the field:
Let’s say management sends out a memo saying that all employees are now required to work 30 minutes later on Fridays “to improve coverage.” That’s a change in hours—a classic bargaining subject. The union steps in, files a Demand to Bargain to bargain the impacts to our members, which may result in an outcome that would not be achievable without your union contract. This isn’t just bureaucracy—this is how we protect our time and push back on top-down decisions.
2. Good Faith Bargaining
What it means: Both sides—union and employer—are legally required to come to the bargaining table with sincere intent to reach an agreement.
Why it matters: It keeps the process honest. No one is required to agree to a proposal, but both sides must show up, exchange ideas, respond to proposals, and avoid delay tactics.
Union flavor:
You’ll hear folks say things like, “They’re surface bargaining”—which is union-speak for when management shows up just to go through the motions, with no real intention to compromise. That’s a violation of good faith and can be taken to the Public Employment Relations Commission (PERC) if needed.
3. Weingarten Rights
What it means: Union-represented employees have the right to request a union representative be present during any investigatory interview that could lead to discipline.
Why it matters: These rights help level the playing field in potentially high-stakes conversations. You don’t have to go it alone.
Real talk:
Imagine you’re called into a meeting with HR about "an incident that occurred last week." You’re not told much else. Your response? “If this meeting could lead to discipline, I request union representation.” Boom—your Weingarten Rights kick in. And if they deny it and proceed anyway? That’s an unfair labor practice.
4. Past Practice
What it means: An unwritten, long-standing way of doing things in the workplace that’s treated like an enforceable part of the contract—even if it’s not written down.
Why it matters: If something has been consistently done the same way over time—with both the union and management aware and not objecting—it becomes a past practice. That means management can’t just change it unilaterally.
Example in action:
Say employees have always been allowed to flex their schedules by 30 minutes without prior approval, and this has gone on for years. If a new supervisor suddenly says, “You can’t do that anymore,” the union can challenge it: “That’s an established past practice—you can’t change it without bargaining.”
Union flavor:
You’ll hear reps say things like, “That’s how it’s always been,” or “They can’t just yank that away.” That’s the muscle behind past practice—protecting the way things have worked for years, unless both sides agree to change it.
5. Grievance
What it means: A formal complaint filed by the union or a worker alleging that management violated the contract.
Why it matters: Grievances are one of the union’s strongest enforcement tools. They’re how we say: “That’s not what we agreed to—and we’re holding you accountable.”
On the ground:
Several employees notice their paychecks are missing a recently negotiated shift differential that was supposed to kick in last month. They bring it to their steward and/or staff representative, who checks the contract language—yep, it’s clear as day. Management forgot to implement it. The union files a grievance not only to fix the mistake going forward, but to get back pay for everyone who was shorted.
Pro tip:
Not every problem is a grievance, but every grievance is a signal to management that we know our rights—and we’re not afraid to use them.
Final Word:
Union jargon might sound intimidating at first, but it’s really just the language of power. Knowing these terms means knowing your rights, your tools, and your role in making your workplace fairer and more just.
Got a term you'd like explained in a future article? Send it our way—because the more we know, the stronger we are. 💪
Union History - Honoring a Legacy of Unity: WSD Joins WPEA
Information from Aubrei Hansen, WPEA Marketing & Membership Coordinator
 Article taken from Spring 2004 of WPEA Today Newsletter | Not so long ago, the dedicated staff at the Washington School for the Deaf—now known as the Center for Deaf and Hard of Hearing Youth (CDHY)—made a powerful decision to stand together for their rights, their dignity, and their future. In 2003, these employees voted to join the Washington Public Employees Association (WPEA), taking a significant step toward ensuring they had a strong voice in the workplace. The official celebration of this victory came on Thursday, May 13, 2004, marking a moment of pride, solidarity, and hope for what union strength could bring. This milestone reminds us that change doesn’t always come from the top—it comes from the courage of individuals who choose to band together and fight for something better. Today, CDHY continues to thrive with that same spirit of determination and care that led them to affiliate with WPEA over two decades ago. Their story is a testament to the power of collective action. It’s a reminder that when workers come together, great things happen—not just for themselves, but for the communities they serve. |
UFCW Charity Foundation Scholarship
The UFCW is about workers coming together to build better lives for themselves. It is about creating opportunity. That is why each year the UFCW Charity Foundation awards several scholarships of up to $8,000 each to UFCW members or their unmarried dependents under the age of 20.
Past scholarship winners have gone on to make significant contributions to society and to the UFCW—entering a range of fields, including public service, medicine, law, business, and teaching. Many have returned to the UFCW as staffers, organizers, and community activists who contribute to our mission.
Apply by May 25, 2025
https://ufcwcharityfoundation.org/scholarship/
Past scholarship winners have gone on to make significant contributions to society and to the UFCW—entering a range of fields, including public service, medicine, law, business, and teaching. Many have returned to the UFCW as staffers, organizers, and community activists who contribute to our mission.
Apply by May 25, 2025
https://ufcwcharityfoundation.org/scholarship/
Union Members Get Union Plus Benefits!
Exclusive Teleflora savings for union families! Your union family discount includes:
- 25% discount on flowers, gift baskets & chocolate treats. (Promo code BAAUP25)
- Same-day flower delivery service (dependent on order time)
- Unconditional 100% satisfaction guarantee
- International service
Recipe of the Month - Street Corn Coleslaw
Ingredients
8 cups shredded green cabbage
2 cups shredded red cabbage
2 cups canned corn, well drained
1 large jalapeno, diced
1/2 cup sliced green onions
1 cup mayonnaise
1 tablespoon fresh lime juice
1/4 cup chopped parsley
1/2 teaspoon ground black pepper
1/4 teaspoon salt
1/2 teaspoon chili powder
1/2 cup cotija cheese, or feta
8 cups shredded green cabbage
2 cups shredded red cabbage
2 cups canned corn, well drained
1 large jalapeno, diced
1/2 cup sliced green onions
1 cup mayonnaise
1 tablespoon fresh lime juice
1/4 cup chopped parsley
1/2 teaspoon ground black pepper
1/4 teaspoon salt
1/2 teaspoon chili powder
1/2 cup cotija cheese, or feta
Instructions
1. Start with preparing the dressing for the coleslaw. Measure the mayonnaise, lime juice, chili powder, salt, and ground black pepper into a small mixing bowl. Whisk until well combined and set the dressing aside.
2. Use a vegetable peeler to shred the cabbage into long thin strands. You can also use a food processor or a box grater to shred the cabbage. Place the cabbage into a large mixing bowl.
3. Next, chop the green onions thinly and finely chop the jalapeno. Add both to the bowl with the cabbage.
4. Chop the parsley or cilantro, if using, and add that to the bowl too.
5. No matter if you’re using canned corn, frozen corn or cooked fresh corn, be sure to drain it well. If your corn is wet, it will dilute the dressing. Add the corn to the bowl.
6. Add in the cheese.
7. Finally, whisk the dressing mixture again, ensuring that nothing has settled to the bottom.
8. Pour this mixture over the vegetables and toss well with tongs until thoroughly mixed.
9. Transfer to a food-safe container with a tight-fitting lid and refrigerate for at least two hours. Before serving, toss once more.
1. Start with preparing the dressing for the coleslaw. Measure the mayonnaise, lime juice, chili powder, salt, and ground black pepper into a small mixing bowl. Whisk until well combined and set the dressing aside.
2. Use a vegetable peeler to shred the cabbage into long thin strands. You can also use a food processor or a box grater to shred the cabbage. Place the cabbage into a large mixing bowl.
3. Next, chop the green onions thinly and finely chop the jalapeno. Add both to the bowl with the cabbage.
4. Chop the parsley or cilantro, if using, and add that to the bowl too.
5. No matter if you’re using canned corn, frozen corn or cooked fresh corn, be sure to drain it well. If your corn is wet, it will dilute the dressing. Add the corn to the bowl.
6. Add in the cheese.
7. Finally, whisk the dressing mixture again, ensuring that nothing has settled to the bottom.
8. Pour this mixture over the vegetables and toss well with tongs until thoroughly mixed.
9. Transfer to a food-safe container with a tight-fitting lid and refrigerate for at least two hours. Before serving, toss once more.
| Recurring Events: President Office Hours – Every Thursday at 4:00 Stay up-to-date with your WPEA President https://us06web.zoom.us/j/84804444204?pwd=8WO6oSWkNIEyIBc4bAblg2im01Jkb4.1 Meeting ID: 848 0444 4204 Passcode: 424576 UNITY Meetings – Every Wednesday at 12:00, 5:00, 6:00 Different topics, highlights, and news from your Union every week. On Wednesday - we wear blue! https://us06web.zoom.us/j/81922699344?pwd=dbfzaAvNpLkL4UOGhuS2oseCB3bZiD.1 Meeting ID: 819 2269 9344 Passcode: 716299 Thurston-Lewis-Mason Central Labor Council Solidarity Night & Meeting – 1st & 3rd Wednesday of every month. Stay up-to-date with the latest from the Central Labor Council and visit their website at: https://www.tlmlabor.org/ | On the Calendar: April 1st – April Fool’s Day April 1st - DOR Tumwater Site-Visit 11-1 April 2nd - Last Day to Drop off Ballots at WPEA HQ April 2nd - DOR Pt. Angeles Site Visit - 11:30-1 April 5th - WPEA Board Meeting April 7th - DOR Vancouver Site Visit - 11-1 April 9th - DOR Richland Site Visit - 11-1 April 9th - Day of Action Rally at the Capitol 12-4 April 10th - DOR Kent Site Visit - 11-1 April 14th - DOR Seattle Site Visit - 11-1 April 17th - DOR Tumwater Site Visit - 11-1 April 20th - Easter April 23rd - DOR Wenatchee Site Visit - 11-1 April 24th - DOR Bothell Site Visit - 11-1 April 25th - DOR Spokane Site Visit - 11-1 April 28th - DOR Yakima Site Visit - 11-1 April 30th - DOR Bellingham Site Visit - 11-1  |
Spotlight on the Board: A Dedicated Advocate for Workers and the Union
Article by Julia Thurman-Lascurain, WPEA Member Education & Mobilization Director
WPEA is excited to welcome our newest Executive Board Member, Vice President of District 2 Brady Dier.
Brady has been with the Department of Natural Resources (DNR) since 2017, beginning his journey as a temporary hire in the Menlo office just outside Raymond. After six months, he transitioned to a permanent role in Chehalis, and most recently, he received a promotion and now works out of the Tumwater office with the Capitol Forest team. In addition to his forester duties, Brady also actively participates in wildland fire fighting for DNR, adding another layer of dedication to his role.
As someone who has always been passionate about advocating for fellow workers, Brady became a shop steward about a year after joining DNR. He saw it as a direct way to support his colleagues and ensure that their voices were heard in the workplace. His motivation for stepping into this role was simple but powerful: to hold management accountable and ensure that workers are treated with respect. He believes that sticking together and taking care of one another is essential to improving the workplace for everyone.
What stands out to Brady the most about his union is the unwavering commitment to its members. “We’re not afraid to put up a fight!” he says. For him, the strength of the union lies in the fact that it’s the members, not the staff, who drive the direction and action. He points to the union’s efforts during the COVID-19 pandemic, when they stood up for coworkers who had been unjustly terminated. Additionally, when the state offered a subpar deal in October, the union rejected it with resolve. Brady sees these moments as examples of the union putting its members first and remaining steadfast in protecting workers’ rights.
When asked what inspired him to serve on the Executive Board, Brady shared that it wasn’t a matter of inspiration, but responsibility. He feels that for a union to function properly, its members need to step up and take on the work. He emphasizes that it’s easy to assume others will take on leadership roles, but that can lead to a union functioning more like a service provided by the staff rather than a member-driven organization. For Brady, it’s simply his turn to contribute to the union’s mission and serve on the Executive Board.
Outside of his union work, Brady enjoys a perfect weekend that balances activity, relaxation, and quality time with his wife. His ideal Saturday begins with an early run, followed by a leisurely breakfast and time spent in the garden. He loves visiting the farmer’s market in Olympia, grabbing a coffee or a bite to eat, and then heading back home for a gym session. The evening is reserved for unwinding with some form of media, whether it’s a cooking show, video games, or a good book.
Over the years, one of the most important lessons Brady has learned in his career at DNR is the importance of taking care of the people around you. This means not only supporting your colleagues but also allowing yourself to lean on others when needed. He believes that the most valuable asset we have is each other, and that mutual support is key to success in any workplace.
As a new Executive Board member, Brady is committed to continuing the fight for workers’ rights, advocating for his fellow members, and ensuring that the union remains a powerful voice for all its members.
Brady has been with the Department of Natural Resources (DNR) since 2017, beginning his journey as a temporary hire in the Menlo office just outside Raymond. After six months, he transitioned to a permanent role in Chehalis, and most recently, he received a promotion and now works out of the Tumwater office with the Capitol Forest team. In addition to his forester duties, Brady also actively participates in wildland fire fighting for DNR, adding another layer of dedication to his role.
As someone who has always been passionate about advocating for fellow workers, Brady became a shop steward about a year after joining DNR. He saw it as a direct way to support his colleagues and ensure that their voices were heard in the workplace. His motivation for stepping into this role was simple but powerful: to hold management accountable and ensure that workers are treated with respect. He believes that sticking together and taking care of one another is essential to improving the workplace for everyone.
What stands out to Brady the most about his union is the unwavering commitment to its members. “We’re not afraid to put up a fight!” he says. For him, the strength of the union lies in the fact that it’s the members, not the staff, who drive the direction and action. He points to the union’s efforts during the COVID-19 pandemic, when they stood up for coworkers who had been unjustly terminated. Additionally, when the state offered a subpar deal in October, the union rejected it with resolve. Brady sees these moments as examples of the union putting its members first and remaining steadfast in protecting workers’ rights.
When asked what inspired him to serve on the Executive Board, Brady shared that it wasn’t a matter of inspiration, but responsibility. He feels that for a union to function properly, its members need to step up and take on the work. He emphasizes that it’s easy to assume others will take on leadership roles, but that can lead to a union functioning more like a service provided by the staff rather than a member-driven organization. For Brady, it’s simply his turn to contribute to the union’s mission and serve on the Executive Board.
Outside of his union work, Brady enjoys a perfect weekend that balances activity, relaxation, and quality time with his wife. His ideal Saturday begins with an early run, followed by a leisurely breakfast and time spent in the garden. He loves visiting the farmer’s market in Olympia, grabbing a coffee or a bite to eat, and then heading back home for a gym session. The evening is reserved for unwinding with some form of media, whether it’s a cooking show, video games, or a good book.
Over the years, one of the most important lessons Brady has learned in his career at DNR is the importance of taking care of the people around you. This means not only supporting your colleagues but also allowing yourself to lean on others when needed. He believes that the most valuable asset we have is each other, and that mutual support is key to success in any workplace.
As a new Executive Board member, Brady is committed to continuing the fight for workers’ rights, advocating for his fellow members, and ensuring that the union remains a powerful voice for all its members.
Exciting News: WPEA Executive Board Meetings Return In-Person!
Article by Julia Thurman-Lascurain, WPEA Member Education & Mobilization Director
As we continue to navigate the changing landscape of our work and union activities, we’re excited to announce a new structure for our Executive Board (EB) meetings. For years, the WPEA Executive Board met in person every month, but like many organizations, the pandemic prompted a shift to virtual meetings. While our board has continued to meet monthly online, we are now returning to a hybrid format that includes two in-person meetings each year—one in Eastern Washington in the spring and one in Western Washington in the fall. Don't worry! You can still participate through zoom as well and links will be available.
IN PERSON BOARD MEETINGS:
Spring Meeting – Yakima, May 3rd
This year’s spring meeting will be held in Yakima, Washington, at the Red Lion Hotel on May 3rd from 9:00 AM to 4:30 PM.
Fall Meeting – Olympia, October 4th
Later in the year, we will gather in Olympia for our fall in-person meeting held at the WPEA Headquarters Office on October 4th from 9:00 AM to 4:30 PM.
We are excited to bring the board together in person once again and invite all active members to attend. These meetings are an opportunity to hear directly from the Board, ask questions, and engage in critical discussions about the future of our Union.
Your Voice Matters in WPEA Union Governance
As always, our Executive Board meetings are open to active members. Each session will include a segment dedicated to member engagement. This ensures that you can share your ideas and concerns, helping shape the future direction of WPEA. If you’d like to submit a public comment or request time to speak during the meeting, please contact us at [email protected]. Your input is essential as the Board makes key decisions regarding WPEA policy, finances, and future planning.
We encourage you to take part in these important conversations and get involved in the decisions that affect all of us. Your participation helps ensure that WPEA remains strong, united, and focused on advancing the interests of its members.
No registration is required for attendance, but if you have questions or want to learn more about attending the in person board meetings, please contact [email protected].
We look forward to seeing you there!
IN PERSON BOARD MEETINGS:
Spring Meeting – Yakima, May 3rd
This year’s spring meeting will be held in Yakima, Washington, at the Red Lion Hotel on May 3rd from 9:00 AM to 4:30 PM.
Fall Meeting – Olympia, October 4th
Later in the year, we will gather in Olympia for our fall in-person meeting held at the WPEA Headquarters Office on October 4th from 9:00 AM to 4:30 PM.
We are excited to bring the board together in person once again and invite all active members to attend. These meetings are an opportunity to hear directly from the Board, ask questions, and engage in critical discussions about the future of our Union.
Your Voice Matters in WPEA Union Governance
As always, our Executive Board meetings are open to active members. Each session will include a segment dedicated to member engagement. This ensures that you can share your ideas and concerns, helping shape the future direction of WPEA. If you’d like to submit a public comment or request time to speak during the meeting, please contact us at [email protected]. Your input is essential as the Board makes key decisions regarding WPEA policy, finances, and future planning.
We encourage you to take part in these important conversations and get involved in the decisions that affect all of us. Your participation helps ensure that WPEA remains strong, united, and focused on advancing the interests of its members.
No registration is required for attendance, but if you have questions or want to learn more about attending the in person board meetings, please contact [email protected].
We look forward to seeing you there!
Day of Action APRIL 9TH - Wear WPEA BLUE!
Both Governor Ferguson and the Legislature are trying to balance the budget on the backs of everyday people—cutting jobs, imposing furloughs, and making our communities pay the price. We won’t stand for it!
Day of Action: Rally at the Capitol
When: April 9th noon to 4pm
Where: Washington State Capitol –at the Tivoli Fountain
Travel: WPEA will reimburse mileage and per diem for members who travel – contact [email protected] for more information.
What Else:
NEED A SHIRT? Request yours here now!
WE make this state run —and it’s time to remind these politicians just that!
When: April 9th noon to 4pm
Where: Washington State Capitol –at the Tivoli Fountain
Travel: WPEA will reimburse mileage and per diem for members who travel – contact [email protected] for more information.
What Else:
- Request time off now!
- Consider organizing a group or carpooling!
- We are partnering with other Washington State Labor Siblings, if you work at an agency with other unions, let them know what’s going on! Invite them to participate!
NEED A SHIRT? Request yours here now!
WE make this state run —and it’s time to remind these politicians just that!
Advocating for Fair Pay: A Win for Our Members
Information from WPEA Staff Representative, Christi Hill
At WPEA, we believe in standing up for our members and ensuring they receive the compensation they’ve earned. Recently, thanks to the tireless advocacy of Shop Steward Wendy Glenn, a member at Wenatchee Valley College successfully secured their 5% language pay, as guaranteed in our contract.
Wendy’s dedication to her coworkers and her commitment to workplace fairness made the difference in this case. Her persistence and knowledge ensured that this member was recognized and compensated for the additional skills they use to serve their community.
Multilingual/Sign Language/Braille Premium Pay is located in Article 42.21 of the Higher Education Contract and states: "Whenever a classified position has a bona fide requirement for regular use of competent skills in more than one (1) language, and/or sign language (AMESLAN), and/or Braille, the Employer will authorize premium pay of two (2) ranges above the level normally assigned for that position, except for those instances where the position is allocated to a class that specifies these skills. For positions in IT classifications, the Employer will authorize premium pay of five percent (5%) above the level normally assigned for that position, except for those instances where the position is allocated to a class that specifies these skills."
In the General Government contract it is located under assignment pay: "REFERENCE #18: Employees in any position whose current, assigned job responsibilities include proficient use of written and oral English and proficiency in speaking and/or writing one or more additional language(s), American Sign Language, or Unified English Braille, provided that proficiency or formal training in such additional language is not required in the specifications for the job class. Basic salary plus five percent (5%)."
Wins like these are what make our work worthwhile. Every time we help a member fight for what they’re owed, we strengthen our union and reinforce the power of collective action. It’s about more than just one victory—it’s about building a workplace where everyone is treated fairly and with respect.
If you believe you are using an additional language in your work and are not being properly compensated, reach out to WPEA today. We’re here to support you and make sure every worker gets the pay they deserve.
Wendy’s dedication to her coworkers and her commitment to workplace fairness made the difference in this case. Her persistence and knowledge ensured that this member was recognized and compensated for the additional skills they use to serve their community.
Multilingual/Sign Language/Braille Premium Pay is located in Article 42.21 of the Higher Education Contract and states: "Whenever a classified position has a bona fide requirement for regular use of competent skills in more than one (1) language, and/or sign language (AMESLAN), and/or Braille, the Employer will authorize premium pay of two (2) ranges above the level normally assigned for that position, except for those instances where the position is allocated to a class that specifies these skills. For positions in IT classifications, the Employer will authorize premium pay of five percent (5%) above the level normally assigned for that position, except for those instances where the position is allocated to a class that specifies these skills."
In the General Government contract it is located under assignment pay: "REFERENCE #18: Employees in any position whose current, assigned job responsibilities include proficient use of written and oral English and proficiency in speaking and/or writing one or more additional language(s), American Sign Language, or Unified English Braille, provided that proficiency or formal training in such additional language is not required in the specifications for the job class. Basic salary plus five percent (5%)."
Wins like these are what make our work worthwhile. Every time we help a member fight for what they’re owed, we strengthen our union and reinforce the power of collective action. It’s about more than just one victory—it’s about building a workplace where everyone is treated fairly and with respect.
If you believe you are using an additional language in your work and are not being properly compensated, reach out to WPEA today. We’re here to support you and make sure every worker gets the pay they deserve.
A New Standard for Workers: The Fight for Fair Wages and Rights in Tacoma and Olympia
Article by Julia Thurman-Lascurain, WPEA Member Education & Mobilization Director & Laura Christensen from UFCW Local 367
This article, written by Laura Christensen from UFCW Local 367, highlights the ongoing efforts to support workers in various industries, including retail, grocery, and packing and processing sectors. UFCW Local 367 is a sister local union that advocates for workers' rights and fair treatment in these crucial industries. In solidarity with their efforts, the Washington Public Employees Association (WPEA) is supporting UFCW Local 367 by providing space at the Olympia Headquarters Office to hold meetings and collect signatures for the Worker Bill of Rights. This collaboration emphasizes the importance of standing together in the fight for better working conditions and fair labor practices.
Workers in Tacoma and Olympia are uniting for a better future. For too long, corporations have prioritized profits over people, paying wages that don’t keep up with the cost of living, imposing unpredictable schedules, and neglecting workplace safety. The Workers’ Bill of Rights, spearheaded by UFCW Local 367 in partnership with dozens of labor, small business, and community partners—including WPEA, WFSE 443, and Washington Community Action Network—aims to change that.
Raising the Wage Floor
The States minimum wage is just $16.66 an hour—far from a living wage. In King County, workers earn at least $20, and Tacoma and Olympia deserve the same. The Workers’ Bill of Rights will close the wage gap with a phase in period for small and medium businesses, ensuring all workers receive fair compensation.
Predictable Scheduling for Work-Life Balance
Fair wages alone aren’t enough. Many workers struggle with last-minute scheduling. This bill guarantees schedules at least two weeks in advance. Employers making changes within that window must provide premium pay. Workers can also refuse
back-to-back “clopening” shifts (closing late and opening early) unless they agree—and in those cases, they receive extra pay.
Ensuring Full-Time Opportunities
Many workers want more hours but remain stuck in part-time positions. This bill requires businesses to offer additional shifts to existing employees before hiring new staff, ensuring those who depend on their jobs can work full-time.
Workplace Safety is Non-Negotiable
No job is worth risking health or safety. The Workers’ Bill of Rights mandates safety plans, minimum staffing levels, and panic buttons for emergencies in large retail businesses. Every worker deserves a secure workplace.
A Movement for Lasting Change
This campaign isn’t just about passing a bill—it’s about reshaping the future for working people. Winning these rights in Tacoma and Olympia is part of a broader movement for dignity, respect, and fair treatment in every workplace.
UFCW Local 367 is leading the charge alongside labor and community partners, and volunteers are needed to help gather signatures to put the Workers’ Bill of Rights on the ballot. Those interested in getting involved can email
[email protected]. By organizing and demanding action, workers can secure fair wages, predictable schedules,
full-time opportunities, and safe workplaces. The time to act is now.
Workers in Tacoma and Olympia are uniting for a better future. For too long, corporations have prioritized profits over people, paying wages that don’t keep up with the cost of living, imposing unpredictable schedules, and neglecting workplace safety. The Workers’ Bill of Rights, spearheaded by UFCW Local 367 in partnership with dozens of labor, small business, and community partners—including WPEA, WFSE 443, and Washington Community Action Network—aims to change that.
Raising the Wage Floor
The States minimum wage is just $16.66 an hour—far from a living wage. In King County, workers earn at least $20, and Tacoma and Olympia deserve the same. The Workers’ Bill of Rights will close the wage gap with a phase in period for small and medium businesses, ensuring all workers receive fair compensation.
Predictable Scheduling for Work-Life Balance
Fair wages alone aren’t enough. Many workers struggle with last-minute scheduling. This bill guarantees schedules at least two weeks in advance. Employers making changes within that window must provide premium pay. Workers can also refuse
back-to-back “clopening” shifts (closing late and opening early) unless they agree—and in those cases, they receive extra pay.
Ensuring Full-Time Opportunities
Many workers want more hours but remain stuck in part-time positions. This bill requires businesses to offer additional shifts to existing employees before hiring new staff, ensuring those who depend on their jobs can work full-time.
Workplace Safety is Non-Negotiable
No job is worth risking health or safety. The Workers’ Bill of Rights mandates safety plans, minimum staffing levels, and panic buttons for emergencies in large retail businesses. Every worker deserves a secure workplace.
A Movement for Lasting Change
This campaign isn’t just about passing a bill—it’s about reshaping the future for working people. Winning these rights in Tacoma and Olympia is part of a broader movement for dignity, respect, and fair treatment in every workplace.
UFCW Local 367 is leading the charge alongside labor and community partners, and volunteers are needed to help gather signatures to put the Workers’ Bill of Rights on the ballot. Those interested in getting involved can email
[email protected]. By organizing and demanding action, workers can secure fair wages, predictable schedules,
full-time opportunities, and safe workplaces. The time to act is now.
Union History: UFCW & WPEA Propose Affiliation From The Sentinel April-May 2003
Information from Aubrei Hansen, WPEA Marketing & Membership Coordinator
In 2003, the Washington Public Employees Association (WPEA) took a historic step by affiliating with the United Food and Commercial Workers (UFCW), a move that significantly strengthened the union’s ability to serve its members. This decision was the result of an exhaustive year-long exploration and negotiation process initiated by WPEA’s Affiliation Task Force (ATF), which was established after the 2002 Convention Delegates passed a resolution to explore affiliation options.
A Thorough and Deliberate Process
The ATF undertook a rigorous evaluation, narrowing down the potential affiliations to three unions by January 2003. After intense negotiations, the ATF determined that the UFCW's proposed Affiliation Agreement was far superior to the other options. UFCW, an organization representing 1.4 million workers nationwide—including over 50,000 in Washington—had a strong history in both private and public sector representation.
Though primarily known for its presence in the private sector, UFCW had a significant footprint in public employment, including representation of Washington State Liquor Control Board employees through Local 1001. UFCW had also been expanding into the public sector nationally, making WPEA a valuable addition. The union committed to investing heavily in WPEA’s success, ensuring both immediate and long-term benefits for WPEA members.
An Exciting Opportunity for WPEA Members
WPEA members were presented with an unprecedented opportunity to build a stronger union while maintaining their autonomy. Under the terms of the affiliation, WPEA retained full control over its operations, staff, and member representation. The union’s identity and mission remained intact, but with the added benefit of UFCW’s substantial resources and support.
This affiliation positioned WPEA to:
Building Strength Through Organizing
Recognizing the importance of growth, UFCW committed to providing WPEA with the organizers and resources necessary to expand membership. With approximately 18,000 non-union Washington state workers, the affiliation with UFCW empowered WPEA to launch ambitious organizing drives and strengthen its position as a formidable union.
Statewide Information Outreach
To ensure members were fully informed about the affiliation decision, WPEA and UFCW worked collaboratively on an extensive information campaign. In April 2003, 15 UFCW organizers joined WPEA in engaging with members statewide, holding meetings to discuss the significance of the affiliation, its benefits, and the voting process.
Key points of the affiliation included:
The 2003 affiliation with UFCW was a defining moment in WPEA’s history. It marked the beginning of a new era of strength, opportunity, and growth while preserving the union’s core values and independence. By joining forces with a powerful international union, WPEA enhanced its ability to fight for workers' rights, negotiate stronger contracts, and secure a brighter future for its members.
Check out below for the original article!
A Thorough and Deliberate Process
The ATF undertook a rigorous evaluation, narrowing down the potential affiliations to three unions by January 2003. After intense negotiations, the ATF determined that the UFCW's proposed Affiliation Agreement was far superior to the other options. UFCW, an organization representing 1.4 million workers nationwide—including over 50,000 in Washington—had a strong history in both private and public sector representation.
Though primarily known for its presence in the private sector, UFCW had a significant footprint in public employment, including representation of Washington State Liquor Control Board employees through Local 1001. UFCW had also been expanding into the public sector nationally, making WPEA a valuable addition. The union committed to investing heavily in WPEA’s success, ensuring both immediate and long-term benefits for WPEA members.
An Exciting Opportunity for WPEA Members
WPEA members were presented with an unprecedented opportunity to build a stronger union while maintaining their autonomy. Under the terms of the affiliation, WPEA retained full control over its operations, staff, and member representation. The union’s identity and mission remained intact, but with the added benefit of UFCW’s substantial resources and support.
This affiliation positioned WPEA to:
- Take advantage of organizing opportunities to grow its membership.
- Gain support in achieving superior Master Agreements under the Public Service Reform Act (PSRA).
- Protect public-sector jobs from privatization efforts.
- Maintain and enhance employee rights and protections.
- Secure expert research, negotiation assistance, officer and member training, and political and legislative advocacy from UFCW.
Building Strength Through Organizing
Recognizing the importance of growth, UFCW committed to providing WPEA with the organizers and resources necessary to expand membership. With approximately 18,000 non-union Washington state workers, the affiliation with UFCW empowered WPEA to launch ambitious organizing drives and strengthen its position as a formidable union.
Statewide Information Outreach
To ensure members were fully informed about the affiliation decision, WPEA and UFCW worked collaboratively on an extensive information campaign. In April 2003, 15 UFCW organizers joined WPEA in engaging with members statewide, holding meetings to discuss the significance of the affiliation, its benefits, and the voting process.
Key points of the affiliation included:
- Autonomy: WPEA remained an independent organization, with its chapters, elected officers, and member-directed governance intact.
- Organizing Strength: With UFCW’s resources, WPEA had the backing necessary to grow its influence and representation.
- Experience and Resources: UFCW provided invaluable expertise in negotiations, research, political advocacy, and training to bolster WPEA’s bargaining power.
The 2003 affiliation with UFCW was a defining moment in WPEA’s history. It marked the beginning of a new era of strength, opportunity, and growth while preserving the union’s core values and independence. By joining forces with a powerful international union, WPEA enhanced its ability to fight for workers' rights, negotiate stronger contracts, and secure a brighter future for its members.
Check out below for the original article!
All the ways Union Plus helps union families when times are tough
Union Plus partners with brands you know and trust to offer special union member protections. Union Plus offers a range of hardship assistance programs designed to support union members and their families during challenging times. These benefits are available to participants in Union Plus programs such as Mortgage, Credit Card, Personal Loan, or supplemental insurance.
Key Hardship Assistance Programs:
Key Hardship Assistance Programs:
- Strike Benefits: Union members on strike may be eligible for grants that do not require repayment.
- Layoff or Furlough Assistance: Members who have been laid off or furloughed might qualify for grants and other benefits to help cover expenses.
- Mortgage Assistance: For those struggling to make house payments due to a strike, disability, or other valid reasons, mortgage assistance options are available.
- Save My Home Hotline: Members facing mortgage payment challenges can consult with HUD-certified housing counselors for free, confidential advice.
- Credit Counseling: Free consumer credit counseling sessions are offered to help members manage credit card debt effectively.
- Bankruptcy Counseling Fee Waiver: The $50 pre-filing bankruptcy counseling fee can be waived for eligible members.
- Disaster Relief Grants: Members impacted by natural disasters may receive $500 grants that do not need to be repaid.
- Hospital Grants: Assistance is available to help pay hospital bills for eligible members.
- Disability Benefits: Support is provided for members unable to work due to illness or disability.
- Medical Bill Negotiating Service: Help is available to negotiate and manage doctor and hospital expenses.
Hot Cross Buns Recipe
Hot Cross Buns are sweet rolls, lightly spiced with cinnamon and nutmeg and studded with tangy craisins or raisins. They were originally a Saxon tradition which became an Easter tradition to celebrate Good Friday. If you have any leftovers, you can cut them in half and make a really scrumptious French toast or just sauté the halves in butter on a skillet and enjoy with your morning coffee- so yum!
Ingredients
1/2 cup raisins, currants, or craisins + 1 cup boiling hot water
3/4 cup very warm milk, divided into 1/2 cup and 1/4 cup (I used whole milk, 2% is fine)
1/2 cup white sugar + 1/2 tsp sugar
1/4 cup(or 4 Tbsp) unsalted butter, softened 15 seconds in microwave
1/2 tsp salt
1 envelope active dry yeast, about 3/4 Tbsp or 2 1/4 tsp
2 large eggs, well beaten
3 1/2 cups unsifted all-purpose flour
1/4 tsp ground cinnamon
1/8 tsp a large pinch ground nutmeg
For the Egg Wash
1egg, well beaten with 1 tsp water
For the Glaze
1/2 cup powdered sugar mixed
2 1/2 tsp milk
1/2 cup raisins, currants, or craisins + 1 cup boiling hot water
3/4 cup very warm milk, divided into 1/2 cup and 1/4 cup (I used whole milk, 2% is fine)
1/2 cup white sugar + 1/2 tsp sugar
1/4 cup(or 4 Tbsp) unsalted butter, softened 15 seconds in microwave
1/2 tsp salt
1 envelope active dry yeast, about 3/4 Tbsp or 2 1/4 tsp
2 large eggs, well beaten
3 1/2 cups unsifted all-purpose flour
1/4 tsp ground cinnamon
1/8 tsp a large pinch ground nutmeg
For the Egg Wash
1egg, well beaten with 1 tsp water
For the Glaze
1/2 cup powdered sugar mixed
2 1/2 tsp milk
Instructions
1. In a small bowl, combine 1/2 cup raisins/craisins with 1 cup boiling hot water. Let sit 10 min then drain well and set aside.
2. In a large measuring cup, combine 1/4 cup warm milk with 1/2 tsp sugar and sprinkle 3/4 Tbsp yeast over the top. Stir and let sit at room temp until bubbly and doubled in volume (10 min).
3. In a large mixing bowl (I use my KitchenAid mixer), combine 1/2 cup very warm milk with 1/2 cup sugar, 4 Tbsp softened butter and 1/2 tsp salt. Stir until butter is melted. Add 2 well beaten eggs and proofed yeast mixture. Stir in1/4 tsp ground cinnamon and pinch of ground nutmeg.
4. Using the dough hook attachment mix in 3 1/2 cups flour, 1 cup at a time until soft dough forms. Knead 8-12 min on speed 2 or until smooth and elastic. Dough will still stick a little to the bowl but not to your fingers.
5. Add drained raisins/craisins (pat them dry with paper towels if they still seem too wet) and transfer dough to a large buttered bowl, turning it to bring the buttered side-up. Cover with a tea towel and let rise in a warm, draft-free room1 1/2 hours or until doubled in volume (you can also proof in a warm 100˚F oven).
6. Turn dough out onto a lightly floured surface and cut in half then continue cutting dough until you have 12 equal sized pieces. Roll dough into balls and transfer to a buttered 9x13" baking pan. Cover with a tea towel and let them sit in a warm, draft-free room 30 min until puffed.
7. Now you should preheat your oven to 375˚F. Generously brush the tops with egg wash and bake for 15-17 minutes or until tops are golden brown. Remove from oven and let cool in the pan.
8. Once buns are just warm (not hot), stir together the 1/2 cup powdered sugar and about 2 1/2 tsp milk. You can add more powdered sugar to thicken it up if needed. Transfer glaze to a ziploc bag, cut off the tip of the bag and pipe across shape over each of the buns. Serve warm or at room temperature.
If kneading by hand, use a wooden spoon to stir at step 4, then turn out onto a well-floured surface and knead 8-12 min using just enough flour to prevent sticking to your hands.
2. In a large measuring cup, combine 1/4 cup warm milk with 1/2 tsp sugar and sprinkle 3/4 Tbsp yeast over the top. Stir and let sit at room temp until bubbly and doubled in volume (10 min).
3. In a large mixing bowl (I use my KitchenAid mixer), combine 1/2 cup very warm milk with 1/2 cup sugar, 4 Tbsp softened butter and 1/2 tsp salt. Stir until butter is melted. Add 2 well beaten eggs and proofed yeast mixture. Stir in1/4 tsp ground cinnamon and pinch of ground nutmeg.
4. Using the dough hook attachment mix in 3 1/2 cups flour, 1 cup at a time until soft dough forms. Knead 8-12 min on speed 2 or until smooth and elastic. Dough will still stick a little to the bowl but not to your fingers.
5. Add drained raisins/craisins (pat them dry with paper towels if they still seem too wet) and transfer dough to a large buttered bowl, turning it to bring the buttered side-up. Cover with a tea towel and let rise in a warm, draft-free room1 1/2 hours or until doubled in volume (you can also proof in a warm 100˚F oven).
6. Turn dough out onto a lightly floured surface and cut in half then continue cutting dough until you have 12 equal sized pieces. Roll dough into balls and transfer to a buttered 9x13" baking pan. Cover with a tea towel and let them sit in a warm, draft-free room 30 min until puffed.
7. Now you should preheat your oven to 375˚F. Generously brush the tops with egg wash and bake for 15-17 minutes or until tops are golden brown. Remove from oven and let cool in the pan.
8. Once buns are just warm (not hot), stir together the 1/2 cup powdered sugar and about 2 1/2 tsp milk. You can add more powdered sugar to thicken it up if needed. Transfer glaze to a ziploc bag, cut off the tip of the bag and pipe across shape over each of the buns. Serve warm or at room temperature.
If kneading by hand, use a wooden spoon to stir at step 4, then turn out onto a well-floured surface and knead 8-12 min using just enough flour to prevent sticking to your hands.
| Recurring Events: President Office Hours – Every Thursday at 4:00 Stay up-to-date with your WPEA President https://us06web.zoom.us/j/84804444204?pwd=8WO6oSWkNIEyIBc4bAblg2im01Jkb4.1 Meeting ID: 848 0444 4204 Passcode: 424576 UNITY Meetings – Every Wednesday at 12:00, 5:00, 6:00 Different topics, highlights, and news from your Union every week. On Wednesday - we wear blue! https://us06web.zoom.us/j/81922699344?pwd=dbfzaAvNpLkL4UOGhuS2oseCB3bZiD.1 Meeting ID: 819 2269 9344 Passcode: 716299 Thurston-Lewis-Mason Central Labor Council Solidarity Night & Meeting – 1st & 3rd Wednesday of every month. Stay up-to-date with the latest from the Central Labor Council and visit their website at: https://www.tlmlabor.org/ | On the Calendar March 1st - WPEA Board Meeting 9:00am March 6th - Liquor & Cannabis Board Meeting 12-1 March 9th – Daylight Savings March 11th - DOR Kent Meeting 12-2 March 11th - DOR Tacoma Meeting 12-12:45 March 12th - DOR Port Angeles Meeting 12-2 March 13th - DOR Seattle Meeting 12-2 March 17th – St. Patrick's Day March 17th - DOR Bellingham Meeting 12-2 March 19th - DOR Tumwater Meeting 12-2 March 26th - DOR Vancouver Meeting 12-2 March 24th - DOR Bothell Meeting 12-2  |
Union Strength Starts with Solidarity: Why Every Worker Counts
Article by Julia Thurman-Lascurain, WPEA Member Education & Mobilization Director
Union strength and solidarity are crucial to achieving and maintaining fair wages, benefits, and working conditions. When workers come together, they create a collective force that can effectively challenge employers and advocate for their rights. Strong unions ensure that workers have a voice in the workplace, protect against exploitation, and fight for improvements in working conditions. Solidarity, the foundation of any union, is what binds workers together and amplifies their collective power.
One of the key ways to strengthen a union is through open communication and connection among coworkers. Regular discussions about union issues foster unity and increase awareness of the challenges workers face. It’s essential to stay informed about ongoing efforts, including negotiations, workplace safety, and any threats to workers' rights. These conversations help build a shared understanding of how the union benefits everyone and why it’s vital to stand together in times of need.
Did you know that WPEA has weekly online meetings on Wednesday at noon, 5pm and 6pm to help you stay up to date on union news? These meetings were started by members for members to ensure everyone has a place to connect and hear the most current union news. If you do not get the weekly meeting invitations one of two things may be happening. If you are a member in good standing and not receiving these emails, you may need to provide your contact information and can do so online at www.wpea.org/update, or you may not be a member in good standing – a nonmember.
A nonmember is someone who has been hired into a union represented position, but has not taken the step to sign a membership card, and do not receive the full benefits of the union. Nonmembers do not qualify for scholarships, they may miss out on critical member communications, and they cannot vote on union official elections or on contract ratifications. To learn more about the benefits of union membership, including learning opportunities, access to a great orientation video, and a host of additional advantages, visit our Nonmember Page. WPEA also offers a New Member Orientation to learn even more about us, schedule anytime by clicking here.
There are currently three contracts that continue negotiations and will eventually call for a ratification vote. WPEA has recently sent emails and postcards to nonmembers under those contracts to inform them that it’s not too late to sign a membership card and be able to vote on the ratification of their contracts.
Encouraging nonmembers to join the union is also an essential step in strengthening solidarity. Nonmembers may not fully understand the power of collective bargaining or the importance of union representation. By talking to coworkers about the benefits of union membership—such as job security, better wages, and access to legal support—workers can help their peers see the value in joining. It’s important to emphasize that unions work best when every worker is part of the effort. The more people who are united, the greater the union’s ability to secure victories and protect workers’ rights.
Ultimately, strengthening a union is not just about numbers; it’s about fostering a culture of mutual support and collective action. When workers stand together, they can advocate for positive change and ensure that their voices are heard in the workplace. By connecting with coworkers, discussing union issues, and encouraging nonmembers to join, we build a more powerful and united workforce that can face challenges head-on.
One of the key ways to strengthen a union is through open communication and connection among coworkers. Regular discussions about union issues foster unity and increase awareness of the challenges workers face. It’s essential to stay informed about ongoing efforts, including negotiations, workplace safety, and any threats to workers' rights. These conversations help build a shared understanding of how the union benefits everyone and why it’s vital to stand together in times of need.
Did you know that WPEA has weekly online meetings on Wednesday at noon, 5pm and 6pm to help you stay up to date on union news? These meetings were started by members for members to ensure everyone has a place to connect and hear the most current union news. If you do not get the weekly meeting invitations one of two things may be happening. If you are a member in good standing and not receiving these emails, you may need to provide your contact information and can do so online at www.wpea.org/update, or you may not be a member in good standing – a nonmember.
A nonmember is someone who has been hired into a union represented position, but has not taken the step to sign a membership card, and do not receive the full benefits of the union. Nonmembers do not qualify for scholarships, they may miss out on critical member communications, and they cannot vote on union official elections or on contract ratifications. To learn more about the benefits of union membership, including learning opportunities, access to a great orientation video, and a host of additional advantages, visit our Nonmember Page. WPEA also offers a New Member Orientation to learn even more about us, schedule anytime by clicking here.
There are currently three contracts that continue negotiations and will eventually call for a ratification vote. WPEA has recently sent emails and postcards to nonmembers under those contracts to inform them that it’s not too late to sign a membership card and be able to vote on the ratification of their contracts.
Encouraging nonmembers to join the union is also an essential step in strengthening solidarity. Nonmembers may not fully understand the power of collective bargaining or the importance of union representation. By talking to coworkers about the benefits of union membership—such as job security, better wages, and access to legal support—workers can help their peers see the value in joining. It’s important to emphasize that unions work best when every worker is part of the effort. The more people who are united, the greater the union’s ability to secure victories and protect workers’ rights.
Ultimately, strengthening a union is not just about numbers; it’s about fostering a culture of mutual support and collective action. When workers stand together, they can advocate for positive change and ensure that their voices are heard in the workplace. By connecting with coworkers, discussing union issues, and encouraging nonmembers to join, we build a more powerful and united workforce that can face challenges head-on.
Celebrating a Historic Achievement: Legislative Staff Secure Their First Contracts and Commemorate Their Victory
| In a whirlwind organizing and recognition process last year, legislative staff members in both the Washington State House and Senate came together to secure union recognition through the Public Employee Relations Commission (PERC), propelling them directly into contract negotiations. This significant milestone marked the beginning of a new chapter for legislative staff and their collective future as union members. A Historic Journey to Recognition and Negotiation The efforts of legislative staff and union leaders culminated in a hard-earned victory—union recognition, followed by the launch of contract negotiations. It was a process that required dedication, resilience, and an unwavering commitment to improving working conditions for legislative employees. After months of collaboration and hard-fought negotiations, staff in both chambers achieved the unthinkable: their inaugural contracts. This monumental accomplishment has been a long time in the making, and it serves as a testament to the power of collective action and the importance of standing united for fairness and respect in the workplace. Celebrating the Inaugural Contracts On Thursday, January 23rd, WPEA will host a special celebration to honor the many milestones the legislative staff have reached, including the ratification of their first-ever contracts. This event will be a time to reflect on their hard work, celebrate their collective achievements, and look forward to the next steps in their journey. Commemorative Contracts to Mark the Occasion As part of the celebration, legislative staff members will have the opportunity to sign two commemorative contracts—one for the House of Representatives Staff and one for the State Senate Staff. These signed contracts will be proudly displayed at the WPEA office as a lasting reminder of the hard work and determination that led to this historic victory. Looking to the Future This achievement not only represents a significant victory for the legislative staff, but it also sets a powerful precedent for public employees across the state. With the inaugural contracts now ratified, these workers have secured critical protections, improved wages, and the ability to advocate for their rights with a stronger voice. It’s a testament to the strength of solidarity and the power of workers coming together to negotiate for a better future. As we celebrate this historic moment, WPEA is proud to stand with these dedicated legislative staff members and continue working toward even greater victories in the future. |    |
Building Community: Strengthening Our Connections Beyond Work
Article by Joey Hicklin, WPEA Organizer
Think about the communities you’re already part of. Maybe you have a group of friends you watch sports with every weekend. Maybe your family gathers for Sunday dinners, or you have a church group that meets regularly. Some communities form around shared interests—whether that’s hiking, gaming, or book clubs—while others develop through shared experiences, like the parents you meet through your children’s school activities.
These connections aren’t just social—they’re a safety net. They’re the people you turn to when you need advice, a helping hand, or even just a moment of support after a tough day. And just as importantly, these communities don’t only serve a purpose in times of crisis. They provide the everyday moments of joy, camaraderie, and belonging that make life richer.
At WPEA, we know that community is at the heart of a strong union. Traditionally, our union community has been centered around workplace issues—advocating for fair treatment, organizing around common concerns, and supporting one another when challenges arise. But we don’t want to wait for a workplace crisis to bring us together. We want to build lasting connections that go beyond work so that when we do need to stand together, we’re already engaged and ready to act.
That’s why we’re introducing Discord as a new tool for all WPEA members—dues-paying and non-dues-paying alike.
What is Discord, and Why Should You Join?
If you’ve ever been part of a group chat, Discord will feel familiar. Think of it as one big group chat for all of WPEA, where different topics can be discussed in separate channels. The goal? To create a space where members can connect over shared interests, build relationships, and strengthen our community beyond workplace concerns.
Maybe you’re passionate about gardening and want to share tips with fellow members. Maybe you’re a movie buff looking for recommendations. Or maybe you just want a space to chat about the latest sports game. In Discord, these conversations can happen naturally, making it easier to bond with your fellow union members.
How to Get Started
Getting involved is simple:
1. Sign up for Discord – If you don’t already have an account, you can create one for free at discord.com.
2. Join the WPEA Discord server – Follow this link to enter the community: https://discord.gg/wpea
3. Verify your identity – In the pending-verification channel, follow the instructions to confirm your membership and gain access to the full server.
4. Explore and engage – Jump into conversations, find channels that match your interests, and start connecting!
5. Create your own space – If you don’t see a channel for your hobby or interest, just send a message to WPEA Admin in Discord, and they’ll set it up for you. All they need is the topic you’d like the channel to focus on.
Why This Matters
A strong community isn’t just about having fun conversations (though that’s a big part of it). It’s about creating an environment where we naturally support one another. When we feel connected in everyday moments—whether that’s talking about our favorite TV shows or sharing a laugh over a meme—it becomes easier to turn to each other when something bigger comes up.
By building these networks now, we create a space where solidarity isn’t just an idea—it’s something we experience every day. So, the next time a workplace issue arises, we’ll already have a strong, engaged community ready to listen, discuss, and take action.
Ready to Join?
We can’t wait to see this community grow! If you’re new to Discord and need some help getting started, check out these resources:
Beginner’s Guide to Discord
Your voice and presence make our union stronger. Join us in building a community that supports, engages, and empowers every member—inside and outside the workplace. If you know a co-worker who is new, isn’t engaged with the union, or doesn’t know the basics about our union, you can always send them to this page to help them orient: https://www.wpea.org/nonmember.
These connections aren’t just social—they’re a safety net. They’re the people you turn to when you need advice, a helping hand, or even just a moment of support after a tough day. And just as importantly, these communities don’t only serve a purpose in times of crisis. They provide the everyday moments of joy, camaraderie, and belonging that make life richer.
At WPEA, we know that community is at the heart of a strong union. Traditionally, our union community has been centered around workplace issues—advocating for fair treatment, organizing around common concerns, and supporting one another when challenges arise. But we don’t want to wait for a workplace crisis to bring us together. We want to build lasting connections that go beyond work so that when we do need to stand together, we’re already engaged and ready to act.
That’s why we’re introducing Discord as a new tool for all WPEA members—dues-paying and non-dues-paying alike.
What is Discord, and Why Should You Join?
If you’ve ever been part of a group chat, Discord will feel familiar. Think of it as one big group chat for all of WPEA, where different topics can be discussed in separate channels. The goal? To create a space where members can connect over shared interests, build relationships, and strengthen our community beyond workplace concerns.
Maybe you’re passionate about gardening and want to share tips with fellow members. Maybe you’re a movie buff looking for recommendations. Or maybe you just want a space to chat about the latest sports game. In Discord, these conversations can happen naturally, making it easier to bond with your fellow union members.
How to Get Started
Getting involved is simple:
1. Sign up for Discord – If you don’t already have an account, you can create one for free at discord.com.
2. Join the WPEA Discord server – Follow this link to enter the community: https://discord.gg/wpea
3. Verify your identity – In the pending-verification channel, follow the instructions to confirm your membership and gain access to the full server.
4. Explore and engage – Jump into conversations, find channels that match your interests, and start connecting!
5. Create your own space – If you don’t see a channel for your hobby or interest, just send a message to WPEA Admin in Discord, and they’ll set it up for you. All they need is the topic you’d like the channel to focus on.
Why This Matters
A strong community isn’t just about having fun conversations (though that’s a big part of it). It’s about creating an environment where we naturally support one another. When we feel connected in everyday moments—whether that’s talking about our favorite TV shows or sharing a laugh over a meme—it becomes easier to turn to each other when something bigger comes up.
By building these networks now, we create a space where solidarity isn’t just an idea—it’s something we experience every day. So, the next time a workplace issue arises, we’ll already have a strong, engaged community ready to listen, discuss, and take action.
Ready to Join?
We can’t wait to see this community grow! If you’re new to Discord and need some help getting started, check out these resources:
Beginner’s Guide to Discord
Your voice and presence make our union stronger. Join us in building a community that supports, engages, and empowers every member—inside and outside the workplace. If you know a co-worker who is new, isn’t engaged with the union, or doesn’t know the basics about our union, you can always send them to this page to help them orient: https://www.wpea.org/nonmember.
| | · Check out this Short Video on Discord Basics |
Exciting Updates from Our Department of Revenue Membership Meetings & Site Visits!
Article by Jill Kennedy, UFCW Organizer
We are excited to share updates from our recent Department of Revenue membership meetings and site visits! Over the past six weeks, our dedicated team has conducted 12 site visits, allowing us to pinpoint key issues, including concerns around micromanagement of time, inconsistent workloads, and the need for test buy reimbursement among our members. In response, we’ve made a strong demand to engage in bargaining for a resolution that works for everyone.
We’re thrilled to announce the expansion of our shop stewards and workplace leadership team, bringing even more union representation and support to you. To keep you informed and engaged, we now host weekly membership meetings every Monday via Zoom. These meetings are a fantastic opportunity to hear directly about what’s happening within the Department of Revenue and voice your thoughts and concerns. Your participation is vital, and we look forward to seeing you there!
Check out the Monday Meeting from 12-1 for Department of Revenue Members at:
Join Zoom Meeting
https://wpea-org.zoom.us/j/85870788724
Meeting ID: 858 7078 8724
---
One tap mobile
+12532050468,,85870788724# US
+12532158782,,85870788724# US (Tacoma)
And don't forget to check out the on-site meetings listed on the calendar at the top of the page!
We’re thrilled to announce the expansion of our shop stewards and workplace leadership team, bringing even more union representation and support to you. To keep you informed and engaged, we now host weekly membership meetings every Monday via Zoom. These meetings are a fantastic opportunity to hear directly about what’s happening within the Department of Revenue and voice your thoughts and concerns. Your participation is vital, and we look forward to seeing you there!
Check out the Monday Meeting from 12-1 for Department of Revenue Members at:
Join Zoom Meeting
https://wpea-org.zoom.us/j/85870788724
Meeting ID: 858 7078 8724
---
One tap mobile
+12532050468,,85870788724# US
+12532158782,,85870788724# US (Tacoma)
And don't forget to check out the on-site meetings listed on the calendar at the top of the page!
In Loving Memory of Roseanna Pielle
It is with a heavy heart that we inform you of the passing of our dear friend and colleague, Roseanna Pielle.
Roseanna had a profound impact on everyone she met, and her presence will be greatly missed by all who had the privilege of working with her. Julia Thurman-Lascurain, who worked closely with Roseanna during their time at Cascadia, recalls the many moments of collaboration and camaraderie they shared. Roseanna's warmth, dedication, and kindness left an indelible mark on all of us.
We send our deepest condolences to Roseanna's family and loved ones during this incredibly difficult time.
Roseanna had a profound impact on everyone she met, and her presence will be greatly missed by all who had the privilege of working with her. Julia Thurman-Lascurain, who worked closely with Roseanna during their time at Cascadia, recalls the many moments of collaboration and camaraderie they shared. Roseanna's warmth, dedication, and kindness left an indelible mark on all of us.
We send our deepest condolences to Roseanna's family and loved ones during this incredibly difficult time.
Labor History - The West Coast Longshoremen’s Strike – March 1934
| In March 1934, workers in the longshore industry on the West Coast launched a major strike that would become a key event in the formation of the International Longshore and Warehouse Union (ILWU). The strike began in May 1934 but had deep organizing roots in March of that year. Workers were protesting their low wages, harsh working conditions, and lack of union recognition. The strike would eventually lead to a bloody confrontation in San Francisco during what is known as the "Bloody Thursday" incident, but its impact was far-reaching. Organized by the International Longshoremen's Association (ILA), the strike peaked with the death of two workers on "Bloody Thursday" and the subsequent San Francisco General Strike, which stopped all work in the major port city for four days and led ultimately to the settlement of the West Coast Longshoremen's Strike. The victory of the longshoremen in the strike paved the way for the growth of the ILWU, which became a key player in labor movements on the West Coast and across the nation, helping to solidify the importance of industrial unions during the Great Depression. |  Activists waiting strike deadline, 1934 To Learn More Check Out: https://depts.washington.edu/dock/34strikehistory_intro.shtml |
Irish Stew - It's a comforting St. Patrick's Day dish!
 Ingredients 1/4 cup beef bouillon concentrate 6 cups hot water 2 lb. boneless lamb shoulder, cut into 2-in. pieces 3 Tbsp. vegetable oil 1 Tbsp. salted butter 1 medium yellow onion, diced 1 medium leek, thinly sliced and thoroughly rinsed 1 medium russet potato, peeled and coarsely grated 6 medium red potatoes, cut into 1 1/2-in. chunks 3 medium carrots, peeled and cut into 1 1/2-in. chunks 2 medium parsnips, peeled and cut into 1 1/2-in. chunks 1/4 cup all-purpose flour 2 bay leaves Kosher salt, to taste Ground black pepper, to taste Finely chopped parsley, to serve | Directions 1. Preheat the oven to 325°F. In a large bowl, whisk together the beef bouillon concentrate and hot water; set aside. 2. Pat the lamb dry with paper towels. In a large Dutch oven or other heavy-bottomed pot with a lid, heat the oil over medium-high heat. When the oil is hot, sear the lamb, working in batches as necessary to avoid crowding the pot, until deeply golden all over, about 6 to 8 minutes per batch. Transfer to a plate and repeat with the remaining lamb. 3. Reduce the heat to medium. Add the butter to the pot. When the butter is melted and bubbling, add the onion, leek, and grated potato. Cook, stirring occasionally and scraping up any browned bits from the bottom of the pot, until the vegetables are soft and translucent, 5 to 7 minutes. 4. Add the red potatoes, carrots, and parsnips to the pot. Sprinkle the fl our over the vegetables and stir to thoroughly combine. Cook, stirring constantly, for 1 minute, then add the bouillon broth from step 1 and bay leaves, stirring well so the flour doesn’t clump and scraping any additional fond off the bottom of the pot. Return the lamb to the pot, along with any accumulated juices. The broth should just cover everything—if necessary, add a little water. Bring to a boil, then immediately cover, remove from the heat, and transfer to the oven. Cook until the meat is very tender, about 2 hours—more if needed. 5. Increase the oven temperature to 400°F. Uncover the stew and give it a good stir, then continue cooking until the sauce has reduced and thickened slightly, 15 to 20 minutes more. Remove from the oven and allow to cool slightly. Season with salt and pepper, and remove the bay leaves. Serve topped with parsley and chives Tip: While lamb is the traditional meat in an Irish stew, it can be substituted with beef chuck roast if that’s your preference. |
| Recurring Events: President Office Hours – Every Thursday at 4:00 Stay up-to-date with your WPEA President https://us06web.zoom.us/j/84804444204?pwd=8WO6oSWkNIEyIBc4bAblg2im01Jkb4.1 Meeting ID: 848 0444 4204 Passcode: 424576 UNITY Meetings – Every Wednesday at 12:00, 5:00, 6:00 Different topics, highlights, and news from your Union every week. On Wednesday - we wear blue! https://us06web.zoom.us/j/81922699344?pwd=dbfzaAvNpLkL4UOGhuS2oseCB3bZiD.1 Meeting ID: 819 2269 9344 Passcode: 716299 Thurston-Lewis-Mason Central Labor Council Solidarity Night & Meeting – 1st & 3rd Wednesday of every month. Stay up-to-date with the latest from the Central Labor Council and visit their website at: https://www.tlmlabor.org/ | On the Calendar February 5th and 6th - Lobby Days February 12th – President Lincoln’s Birthday February 14th – Valentine’s Day February 17th – Holiday – President’s Day - WPEA will be closed February 22nd – Washington’s Birthday February 27th - Supreme Court Hearing More Details below Please also check out our calendar for all member meetings and additional events! Happy Valentine's Day! |
President's Message - State of the Union
As we start a new year, I want to take a moment to acknowledge and appreciate the strength, resilience, and dedication of every member of our union. We are a community bound together by a shared purpose, a purpose that is greater than any obstacles we face. But, as we all know too well, we have encountered plenty of challenges in recent years. Some of these challenges are outside our control, while others are largely problems of our own making. We might not be able to affect Supreme Court rulings, or the direction of the economy – but we can give our members the tools and support we need to build a union that is stronger than ever, regardless of what management does, which politicians get elected, or the numbers in the latest revenue forecast.
I want to address these challenges directly. Because I know that the only way we make things better is with a union that is more engaged, more connected, and more empowered. The work of a union is never easy, but is always necessary. We are living in a time where the fight for workers' rights has never been more important, and that fight begins at home—right here, within our own ranks.
Low Engagement and the Need for Education
For far too long, we have seen our union's engagement decline. Too many of us have felt disconnected, and our collective power has been diluted. One of the most significant reasons for this disengagement lies in the lack of investment in member education. We all know that when you don't have the tools and the knowledge to fully understand your rights, your power, and how to act on them, it’s easy to fall behind, to lose focus, and to lose faith.
This year, we are taking bold steps to change that.
New Website and Improved Resources
The first step in this transformation is the launch of a new, member-focused website. This will not only serve as a hub for information, but it will also provide members with easy access to training, resources, and up-to-date news on our collective actions. Transparency and accessibility are key to rebuilding the trust and engagement that we need to move forward. Expect the site to go live in the coming months, bringing all the information you need right to your fingertips.
Steward Program Overhaul
A critical part of rebuilding engagement starts with the people who are closest to our members: the stewards. We are launching a completely revamped Steward Program, with new expectations, resources, and, most importantly, comprehensive training. The Steward Program will be the backbone of our efforts to increase engagement and power. Stewards are the ones who keep our workplaces organized, informed, and united. This year, we are not only enhancing current steward training but also adding new modules like Organizing Basics—equipping stewards with the skills to engage new members, advocate for their peers, and help grow our union.
We are implementing training goals for stewards that will ensure they have the tools and knowledge to be effective in their roles. This will include expanded access to technology resources, as well as a focus on consistent, in-the-field training. Our goal is to have 50 new stewards by the end of the year, ensuring that no member feels disconnected from the union or unsupported in their workplace.
Investing in Our Rep Staff
In addition to steward training, we are dedicating resources to ensure our representative staff is trained in Organizing Basics. This will enable them to gain a deeper understanding of the challenges our members face and strengthen their ability to connect with workers in the field. We are increasing our field presence significantly this year, ensuring that we are visible, present, and active in the communities that need us most. Our staff will be better equipped to enforce your contracts, support stewards, help organize workplaces and build the union from the ground up.
Learning our communities and Building Relationships
A new mapping expectation and process will be rolled out, aimed at identifying key leaders, understanding member needs, and ensuring that every part of our membership is actively engaged. By better understanding our members and their workplaces, we can better focus our efforts on areas that need attention and ensure that our organizing work is strategic and effective.
Goals for 2025
We have big goals for 2025—goals that will set the stage for years of success. I want to see our steward program grow by 50 new stewards and our membership increase by 500 by the end of the year. These are ambitious targets, but they are achievable with all of us working together.
A Strong, Unified Future
We will also be holding an all-member conference on July 1st of this year (pending board approval) in Wenatchee or Yakima. This will be an opportunity for all of us to come together, share ideas, and set a course for the future of our union. It’s time for us to reinvest in our collective strength, in our shared purpose, and in our commitment to each other. I want us all to leave that conference energized, focused, and ready to build a union that reflects our values and our power.
In closing, let me say this: Our union has faced difficult times, but we are resilient. The road ahead will require all of us to step up—whether it’s as a steward, a member, or a leader. I have no doubt that if we commit to these changes, we will not only rebuild what has been lost, but we will emerge stronger, more united, and more effective than ever before.
Thank you for your unwavering commitment to the cause. Let’s make 2025 the year we turn the tide, together.
In solidarity,
Amanda Hacker
President, Washington Public Employees Association
I want to address these challenges directly. Because I know that the only way we make things better is with a union that is more engaged, more connected, and more empowered. The work of a union is never easy, but is always necessary. We are living in a time where the fight for workers' rights has never been more important, and that fight begins at home—right here, within our own ranks.
Low Engagement and the Need for Education
For far too long, we have seen our union's engagement decline. Too many of us have felt disconnected, and our collective power has been diluted. One of the most significant reasons for this disengagement lies in the lack of investment in member education. We all know that when you don't have the tools and the knowledge to fully understand your rights, your power, and how to act on them, it’s easy to fall behind, to lose focus, and to lose faith.
This year, we are taking bold steps to change that.
New Website and Improved Resources
The first step in this transformation is the launch of a new, member-focused website. This will not only serve as a hub for information, but it will also provide members with easy access to training, resources, and up-to-date news on our collective actions. Transparency and accessibility are key to rebuilding the trust and engagement that we need to move forward. Expect the site to go live in the coming months, bringing all the information you need right to your fingertips.
Steward Program Overhaul
A critical part of rebuilding engagement starts with the people who are closest to our members: the stewards. We are launching a completely revamped Steward Program, with new expectations, resources, and, most importantly, comprehensive training. The Steward Program will be the backbone of our efforts to increase engagement and power. Stewards are the ones who keep our workplaces organized, informed, and united. This year, we are not only enhancing current steward training but also adding new modules like Organizing Basics—equipping stewards with the skills to engage new members, advocate for their peers, and help grow our union.
We are implementing training goals for stewards that will ensure they have the tools and knowledge to be effective in their roles. This will include expanded access to technology resources, as well as a focus on consistent, in-the-field training. Our goal is to have 50 new stewards by the end of the year, ensuring that no member feels disconnected from the union or unsupported in their workplace.
Investing in Our Rep Staff
In addition to steward training, we are dedicating resources to ensure our representative staff is trained in Organizing Basics. This will enable them to gain a deeper understanding of the challenges our members face and strengthen their ability to connect with workers in the field. We are increasing our field presence significantly this year, ensuring that we are visible, present, and active in the communities that need us most. Our staff will be better equipped to enforce your contracts, support stewards, help organize workplaces and build the union from the ground up.
Learning our communities and Building Relationships
A new mapping expectation and process will be rolled out, aimed at identifying key leaders, understanding member needs, and ensuring that every part of our membership is actively engaged. By better understanding our members and their workplaces, we can better focus our efforts on areas that need attention and ensure that our organizing work is strategic and effective.
Goals for 2025
We have big goals for 2025—goals that will set the stage for years of success. I want to see our steward program grow by 50 new stewards and our membership increase by 500 by the end of the year. These are ambitious targets, but they are achievable with all of us working together.
A Strong, Unified Future
We will also be holding an all-member conference on July 1st of this year (pending board approval) in Wenatchee or Yakima. This will be an opportunity for all of us to come together, share ideas, and set a course for the future of our union. It’s time for us to reinvest in our collective strength, in our shared purpose, and in our commitment to each other. I want us all to leave that conference energized, focused, and ready to build a union that reflects our values and our power.
In closing, let me say this: Our union has faced difficult times, but we are resilient. The road ahead will require all of us to step up—whether it’s as a steward, a member, or a leader. I have no doubt that if we commit to these changes, we will not only rebuild what has been lost, but we will emerge stronger, more united, and more effective than ever before.
Thank you for your unwavering commitment to the cause. Let’s make 2025 the year we turn the tide, together.
In solidarity,
Amanda Hacker
President, Washington Public Employees Association
Fighting for Fair Bargaining: WPEA Appeals to the Supreme Court
Update from the November 22, 2024 Lawsuit
There is a crucial update regarding the legal action we’ve taken against the State of Washington and several community colleges. Following the recent decision in our lawsuit, we have filed an appeal to the Supreme Court, and we need your continued support as we fight for the rights of public employees like you.
Background on Our Lawsuit
On November 22, 2024, WPEA filed a lawsuit against the State of Washington and several community colleges of bad faith bargaining. The issues stem from the state's assertion that they do not have the authority to bargain a full two-year contract for the 2025-2027 biennium, the state's insistence that our TA's go away, therefore, we are bargaining "from scratch" and the state's belief that the statute doesn't give them the authority to request funding outside of the October 1st deadline. Since returning to the bargaining table, the state has attempted to limit bargaining to the second year (beginning July 1, 2026), which violates Washington's collective bargaining laws and ignores the needs of public employees. While there has been some movement on the state's part during negotiations, that doesn't mean that the position they took in September wasn't illegal and didn't impact our ability to reach a TA that members will ratify, in enough time to get that agreement funded during the Legislative session. This lawsuit is about more than missed deadlines—it's about the state’s obligation to negotiate in good faith and reach an agreement on a fair contract that our members can accept.
What’s Next: Appeal and Save the Date
We are moving forward with an appeal to address the recent court decision. Your involvement in this next step is critical, and we need you to stay engaged. Please save the date for the upcoming hearing and further updates on the appeal.
As a member of WPEA, your voice matters, and your continued support is vital in this fight.
Save the Date: Appeal Hearing
Please mark your calendars, as we will need a strong showing of solidarity from our membership to send a clear message that we will not back down in our fight for a fair contract.
WHEN: February 27th
Hearing start time is 1:30pm but attendees must arrive at or before 1pm
WHERE:
Olympia Temple of Justice at the Washington State Capitol Campus
416 Sid Snyder Avenue SW, Olympia, WA 98504
https://capitol.wa.gov/temple-justice
RSVP:
If you are interested in coming please take a moment to sign in here - this sign-in will be utilized to coordinate travel and collective action.
NOTES:
Attendees are required to wear business casual or generally 'nice court attire' - we will have some WPEA lapel pins for those in attendance.
We believe this hearing will be televised on TVW.org however the link will be available much closer to the hearing date.
We will continue to keep you updated on how you can participate in this crucial next step. Together, we can ensure that the state honors its responsibility to negotiate with us in good faith.
Thank you for your dedication and commitment to the cause. Your support is needed now more than ever.
Background on Our Lawsuit
On November 22, 2024, WPEA filed a lawsuit against the State of Washington and several community colleges of bad faith bargaining. The issues stem from the state's assertion that they do not have the authority to bargain a full two-year contract for the 2025-2027 biennium, the state's insistence that our TA's go away, therefore, we are bargaining "from scratch" and the state's belief that the statute doesn't give them the authority to request funding outside of the October 1st deadline. Since returning to the bargaining table, the state has attempted to limit bargaining to the second year (beginning July 1, 2026), which violates Washington's collective bargaining laws and ignores the needs of public employees. While there has been some movement on the state's part during negotiations, that doesn't mean that the position they took in September wasn't illegal and didn't impact our ability to reach a TA that members will ratify, in enough time to get that agreement funded during the Legislative session. This lawsuit is about more than missed deadlines—it's about the state’s obligation to negotiate in good faith and reach an agreement on a fair contract that our members can accept.
What’s Next: Appeal and Save the Date
We are moving forward with an appeal to address the recent court decision. Your involvement in this next step is critical, and we need you to stay engaged. Please save the date for the upcoming hearing and further updates on the appeal.
As a member of WPEA, your voice matters, and your continued support is vital in this fight.
Save the Date: Appeal Hearing
Please mark your calendars, as we will need a strong showing of solidarity from our membership to send a clear message that we will not back down in our fight for a fair contract.
WHEN: February 27th
Hearing start time is 1:30pm but attendees must arrive at or before 1pm
WHERE:
Olympia Temple of Justice at the Washington State Capitol Campus
416 Sid Snyder Avenue SW, Olympia, WA 98504
https://capitol.wa.gov/temple-justice
RSVP:
If you are interested in coming please take a moment to sign in here - this sign-in will be utilized to coordinate travel and collective action.
NOTES:
Attendees are required to wear business casual or generally 'nice court attire' - we will have some WPEA lapel pins for those in attendance.
We believe this hearing will be televised on TVW.org however the link will be available much closer to the hearing date.
We will continue to keep you updated on how you can participate in this crucial next step. Together, we can ensure that the state honors its responsibility to negotiate with us in good faith.
Thank you for your dedication and commitment to the cause. Your support is needed now more than ever.
A Historic Victory for Legislative Staff: Welcome to the WPEA Family!
We are thrilled to announce an incredible achievement in this month’s newsletter! The House Democratic Staff and Senate Democratic Caucus have successfully negotiated their first-ever two-year contract, marking a historic milestone following their unionization vote in May 2024.
This groundbreaking agreement is more than just a contract—it represents a shared commitment to improving workplace conditions, ensuring fair treatment, and securing a stronger future for all legislative staff. This victory is a testament to the power of collective action and the dedication of workers advocating for their rights.
Let’s celebrate this momentous step toward equity and empowerment together. Welcome to the WPEA family!
Read more about this achievement:
🔗 Chronline Article
🔗 Washington State Standard Article
This groundbreaking agreement is more than just a contract—it represents a shared commitment to improving workplace conditions, ensuring fair treatment, and securing a stronger future for all legislative staff. This victory is a testament to the power of collective action and the dedication of workers advocating for their rights.
Let’s celebrate this momentous step toward equity and empowerment together. Welcome to the WPEA family!
Read more about this achievement:
🔗 Chronline Article
🔗 Washington State Standard Article
Introducing the WPEA Discord Server
Article by Joey Hicklin, WPEA Organizer
We’re excited to announce the launch of the WPEA Discord server—a dynamic new space where members can connect, collaborate, and build a stronger union community. Think of it as a group chat for the entire union, but organized into specific topics and interests to keep discussions focused and engaging. Whether you’re looking to organize collective action, discuss workplace issues, or find others who share your hobbies, the WPEA Discord is here for you.
Why Join the Discord Server?
Here’s how the Discord server can help you get involved:
What Makes Discord Different?
Unlike emails or meetings, Discord offers real-time conversations sorted into easy-to-navigate channels. You’ll find:
How to Join
Joining the server is simple! Here’s what you need to do:
The WPEA Discord server is more than a communication tool—it’s a place to collaborate, share, and grow together. Whether you’re organizing actions, finding support, or connecting with members who share your passions, Discord has something for everyone.
Join us today and help shape the future of our union community! 🎉
Why Join the Discord Server?
Here’s how the Discord server can help you get involved:
- Collaborate Toward Collective Action: Use text and voice channels to organize actions, share ideas, and strategize with your coworkers and members from other bargaining units.
- Discuss Issues in Employer-Specific Channels: Every employer and bargaining table has dedicated channels to keep discussions organized and productive.
- Create Community Around Shared Interests: From video games and knitting to sports and more, the Discord server is a place to connect with other members who love what you love. Want to start a new channel for your hobby? Reach out to the WPEA Admin account on Discord to suggest it!
What Makes Discord Different?
Unlike emails or meetings, Discord offers real-time conversations sorted into easy-to-navigate channels. You’ll find:
- Channels for each bargaining table and employer, where you can discuss specific workplace issues.
- General channels for collective action, community building, and more.
- The Union Square, where you can chat about any topic or explore ideas for new community spaces.
How to Join
Joining the server is simple! Here’s what you need to do:
- Log in to Discord: If you’re new to Discord, check out this Discord 101 Guide or watch this 11-minute video to get started.
- Get Verified:
- Upon joining, you’ll be assigned the “Pending Verification” role.
- Go to the #pending-verification channel and provide:
- Your name
- Your employer
- Your personal email for identity verification.
- Once verified, you’ll gain full access to all relevant channels.
- Explore and Engage: Once you’re in, set up your profile, introduce yourself, and start exploring the channels!
The WPEA Discord server is more than a communication tool—it’s a place to collaborate, share, and grow together. Whether you’re organizing actions, finding support, or connecting with members who share your passions, Discord has something for everyone.
Join us today and help shape the future of our union community! 🎉
Addressing the Recruitment and Retention Crisis in Early Learning
WPEA is acutely aware of the ongoing recruitment and retention challenges faced by early learning programs across the state. Our members continue to struggle with securing leave approvals and taking necessary sick days—without guilt—to protect both themselves and the children in their care.
At Bellevue College, one of our largest institutions, there are currently eight vacancies for Early Learning Center (ELC) 1 and 2 positions. The root cause of this shortage? Low wages. The inability to offer competitive pay makes it harder to attract and retain qualified early childhood educators. This staffing crisis affects not only new hires but also places an increased burden on existing employees, leading to burnout and instability within our bargaining unit.
The situation at Skagit Valley College is equally concerning, particularly in regard to head start treated like cyclic work and maintaining the issues with continuity of care between the program and families. With 12 vacancies in ECEAP, the staffing shortages are placing additional strain on current employees, making it increasingly difficult to provide consistent, high-quality support to children and families. These challenges are compounded by decreased funding, higher expectations, and increased enrollment requirements to secure that funding.
Additionally, English as a Second Language (ESL) services are vital for bridging communication gaps and ensuring that families receive the support they need. However, with ongoing vacancies and cyclic employment structures, maintaining continuity in care has become a significant challenge.
This issue is not limited to Bellevue or Skagit Valley; it’s a statewide problem. The demand for early childhood educators continues to grow, yet wages remain stagnant, driving potential educators away from the field. Without immediate action, this staffing shortage will continue to impact both workers and the families who depend on these programs.
WPEA is committed to advocating for better pay, improved working conditions, and stronger support for early learning professionals. Read more about this critical issue in the Seattle Times article.
Together, we must push for real solutions to support early learning staff and ensure that these vital programs can thrive. Your voice matters—let’s demand better for early educators!
At Bellevue College, one of our largest institutions, there are currently eight vacancies for Early Learning Center (ELC) 1 and 2 positions. The root cause of this shortage? Low wages. The inability to offer competitive pay makes it harder to attract and retain qualified early childhood educators. This staffing crisis affects not only new hires but also places an increased burden on existing employees, leading to burnout and instability within our bargaining unit.
The situation at Skagit Valley College is equally concerning, particularly in regard to head start treated like cyclic work and maintaining the issues with continuity of care between the program and families. With 12 vacancies in ECEAP, the staffing shortages are placing additional strain on current employees, making it increasingly difficult to provide consistent, high-quality support to children and families. These challenges are compounded by decreased funding, higher expectations, and increased enrollment requirements to secure that funding.
Additionally, English as a Second Language (ESL) services are vital for bridging communication gaps and ensuring that families receive the support they need. However, with ongoing vacancies and cyclic employment structures, maintaining continuity in care has become a significant challenge.
This issue is not limited to Bellevue or Skagit Valley; it’s a statewide problem. The demand for early childhood educators continues to grow, yet wages remain stagnant, driving potential educators away from the field. Without immediate action, this staffing shortage will continue to impact both workers and the families who depend on these programs.
WPEA is committed to advocating for better pay, improved working conditions, and stronger support for early learning professionals. Read more about this critical issue in the Seattle Times article.
Together, we must push for real solutions to support early learning staff and ensure that these vital programs can thrive. Your voice matters—let’s demand better for early educators!
Membership Update
It's a fresh start to the year! We are currently starting the year off with 2932 members! Stay tuned for more updates throughout the year as we continue to focus on growing our Union. If you have any questions about membership, or to find out if you are a dues paying member, please contact Aubrei Hansen at [email protected].
New text messaging platform - To serve you better!
We’ve made an important change to how we send text messages to members. on January 15th, we switched from Mozeo to MailChimp for our text communications.
Why the switch? Since we already use MailChimp for emails, this change will streamline our communications and lower our text messaging costs by six times. On top of that, MailChimp gives us better reporting tools, so we can see who has unsubscribed and ensure we respect those preferences moving forward—something Mozeo couldn’t reliably do.
Here’s what you need to know:
To ensure you stay connected, please make sure we have both your personal email and personal phone number on file. If you’re not sure, you can ask your rep or update your information at wpea.org/update.
Why the switch? Since we already use MailChimp for emails, this change will streamline our communications and lower our text messaging costs by six times. On top of that, MailChimp gives us better reporting tools, so we can see who has unsubscribed and ensure we respect those preferences moving forward—something Mozeo couldn’t reliably do.
Here’s what you need to know:
- The new number is (360) 787-9470.
- If you’ve unsubscribed from texts before, you’ll need to opt-out again when you receive the first message. We apologize for the inconvenience, but this is part of why we’re improving our systems. Simply text STOP to opt out of text messages.
To ensure you stay connected, please make sure we have both your personal email and personal phone number on file. If you’re not sure, you can ask your rep or update your information at wpea.org/update.
Remembering Henry Rodriguez: Honoring a Legacy of Service
It is with deep regret to inform you of the passing of longtime Olympic College employee Henry Rodriguez, who died of natural causes on Dec. 2, 2024. Henry joined the college as a Custodian 2 on Nov. 18, 2001, and served until his passing in December.
Henry Rodriguez was born to Luz Maria and Cesareo Rodriguez on Jan. 23, 1962, in Lorain, Ohio, where he lived until graduating from Admiral King High School in 1980. Following high school, Henry served as a Naval Sonar Technician aboard the USS Georgia (SSBN-729), dedicating 11 years to military service. After retiring from the Navy, he settled in Bremerton, WA.
Henry was preceded in death by his siblings Angel Rodriguez, Carmen Rico, and Victor Rodriguez. He is survived by Richard Rodriguez, Gladys Rodriguez MacIntosh, Cesareo Rodriguez Jr., Jose Ramon Rodriguez, and many loving nieces and nephews. Memorial services will be held on April 5, 2025, at 10am in Lorain, Ohio.
WPEA and Olympic College extends our heartfelt condolences to all who knew and worked with Henry during his more than 20 years of service. He will be greatly missed.
Henry Rodriguez was born to Luz Maria and Cesareo Rodriguez on Jan. 23, 1962, in Lorain, Ohio, where he lived until graduating from Admiral King High School in 1980. Following high school, Henry served as a Naval Sonar Technician aboard the USS Georgia (SSBN-729), dedicating 11 years to military service. After retiring from the Navy, he settled in Bremerton, WA.
Henry was preceded in death by his siblings Angel Rodriguez, Carmen Rico, and Victor Rodriguez. He is survived by Richard Rodriguez, Gladys Rodriguez MacIntosh, Cesareo Rodriguez Jr., Jose Ramon Rodriguez, and many loving nieces and nephews. Memorial services will be held on April 5, 2025, at 10am in Lorain, Ohio.
WPEA and Olympic College extends our heartfelt condolences to all who knew and worked with Henry during his more than 20 years of service. He will be greatly missed.
The 2025 Jerry Beckendorf Community Service Scholarship is Now Open!
Are you a graduating senior, have a parent or guardian that is a Union member, and live in Pierce County? Apply today!
Every year Pierce County Labor Agency grants approximately $10,000 to students who demonstrate a dedication to community and social service. Applications are due on March 27, 2025. Make sure to get yours in today!
Pierce County Labor Community Services Agency
Every year Pierce County Labor Agency grants approximately $10,000 to students who demonstrate a dedication to community and social service. Applications are due on March 27, 2025. Make sure to get yours in today!
Pierce County Labor Community Services Agency
Union History: The Seattle General Strike of 1919: A Bold Stand for Workers' Rights
The Seattle General Strike, which took place from February 6 to 11, 1919, was a pivotal moment in labor history. Over 65,000 workers across the city participated in a five-day work stoppage, primarily to support shipyard workers who had been locked out after demanding higher wages. The strike saw widespread solidarity, with local unions—including those from the American Federation of Labor (AFL) and the Industrial Workers of the World (IWW)—joining the walkout.
Despite its peaceful nature, the strike was met with strong opposition from local, state, and federal officials, as well as the media. Many viewed it as an attempt to disrupt American institutions, fueled by radical ideologies inspired by events like the Russian Revolution of 1917. The strike’s demand for higher wages, coming shortly after World War I, also highlighted the ongoing struggles workers faced in a post-war economy, with many blaming Bolsheviks and other radicals for stirring unrest.
This historic strike remains a key chapter in the Red Scare era, marking the growing anti-left sentiment of the time and the ongoing fight for workers’ rights.
Despite its peaceful nature, the strike was met with strong opposition from local, state, and federal officials, as well as the media. Many viewed it as an attempt to disrupt American institutions, fueled by radical ideologies inspired by events like the Russian Revolution of 1917. The strike’s demand for higher wages, coming shortly after World War I, also highlighted the ongoing struggles workers faced in a post-war economy, with many blaming Bolsheviks and other radicals for stirring unrest.
This historic strike remains a key chapter in the Red Scare era, marking the growing anti-left sentiment of the time and the ongoing fight for workers’ rights.
February's Recipe - The Original Marry Me Chicken
Ingredients
1/2 cup heavy cream
1/4 cup finely grated Parmesan
Torn fresh basil, for serving
Directions
- 3 Tbsp. extra-virgin olive oil, divided
- 4 (8-oz.) boneless, skinless chicken breasts
- Kosher salt
- Freshly ground black pepper
- 2 cloves garlic, finely chopped
- 1 Tbsp. fresh thyme leaves
- 1 tsp. crushed red pepper flakes
- 3/4 cup low-sodium chicken broth
1/2 cup heavy cream
1/4 cup finely grated Parmesan
Torn fresh basil, for serving
Directions
- Step 1 - Preheat oven to 375°. In a large ovenproof skillet over medium-high heat, heat 1 tablespoon oil. Generously season chicken with salt and black pepper and cook, turning halfway through, until golden brown, about 5 minutes per side. Transfer chicken to a plate.
- Step 2 - In same skillet over medium heat, heat remaining 2 tablespoons oil. Stir in garlic, thyme, and red pepper flakes. Cook, stirring, until fragrant, about 1 minute. Stir in broth, tomatoes, cream, and Parmesan; season with salt. Bring to a simmer, then return chicken and any accumulated juices to skillet.
- Step 3 - Transfer skillet to oven. Bake chicken until cooked through and juices run clear when chicken is pierced with a knife, 10 to 12 minutes.
- Step 4 - Arrange chicken on a platter. Spoon sauce over. Top with basil.
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