WPEA’s new Executive Board started their term on January 1, 2024.  When the new Board assumed office earlier this year, we assessed our membership numbers and were alarmed to see that our across-the-board percentage was at 49.2%.  While we knew coming into this term that membership numbers would need to be a priority, we were still surprised at the severity of the problem.  Since then, we have had to prioritize organizing and membership sign up to build power and leverage as we go into bargaining this year.  Part of our plan to address this issue includes support and guidance from our International Union, UFCW.
 
On April 22, 2024, WPEA and UFCW will kick off a membership drive that will extend through May and June of this year.  During this time, WPEA and UFCW staff will be visiting worksites more frequently and discussing the benefits of the Union with members who have opted not to join us.  With the supreme court decision, Janus, that left all public sector Unions without the option that private sector Union’s have:  Union Security or “closed shop” bargaining units.  This has created a situation where we are essentially in a “right-to-work” environment and will need to prioritize organizing and new member sign ups going forward for that reason. 
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Our membership drive is critical to our ability to bargain and administer a contract that our members want and deserve.  WPEA’s state contracts are bargained during even years and our contracts go into effect on July 1st of odd years.  This means that 2024 is a bargaining year for us.  We will be going to the table for all our state contracts in May and June of this year.  Going into bargaining when you have less than 50% of represented staff paying dues and actively supporting their Union does not give the bargaining teams a lot of power or leverage to work with at the table.  This is especially difficult at a time that our members are falling further and further behind prevailing wage.  Members who have worked for the state for 20 years make approximately 26% less today than they did 20 years ago – this is due to inflation and the COLAs not keeping up with that inflation.  The state already expects that employees will make less than prevailing wage – when you add that to the loss in income over the last 20 years, it results in multiple members living at poverty level and relying on government assistance for basic needs.  This trend of falling further behind every two years is unacceptable and is negatively impacting our members’ quality of life. 
 
To turn this around, we will need an active and strong Union, which comes from an active and strong membership. 
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Please consider getting involved in bargaining by:

1. Attending our UNITY meetings every Wednesday at noon and 5:00 pm
2. Updating your contact information with the Union to assure that we have both your personal email address and your cell phone number – we want to be able to communicate effectively and in a timely manner while we are bargaining – if we don’t have up-to-date contact information, we cannot effectively do that. 
3. Contacting [email protected] and requesting a WPEA button to wear at work.
4. Providing proposals for the bargaining teams to take forward to management.
5. Encouraging your coworkers and peers to assure that they are signed up as a WPEA member and that we have their accurate contact information.  

To strengthen collective bargaining power and ensure fair treatment in the workplace, WPEA is rallying members to actively participate in contract negotiations. This call to action comes amidst a backdrop of rising concerns over worker rights and equitable treatment across all agencies and institutions.
 
With negotiations fast approaching between labor unions and management representatives, leaders emphasize the pivotal role of member involvement in shaping the terms of the contracts. In recent meetings and communications, union officials have urged members to actively engage in the bargaining process, emphasizing the importance of solidarity and collective action in achieving favorable outcomes.
 
"Union strength lies in the active participation of its members," remarked President Amanda Hacker, "Our ability to negotiate fair wages, benefits, and working conditions hinges on the unity and involvement of every member."

Building upon this sentiment, union leaders are initiating various outreach efforts to encourage member participation. From online raffles and weekly Union Networking, Information, and Trainings for You (UNITY) meetings, to online bargaining language forms, avenues for open dialogue and feedback are being established to ensure that the bargaining priorities truly reflect the needs and concerns of the workforce.
 
"We are not just negotiating contracts; we are shaping our collective future," stated Seamus Petrie, the WPEA lobbyist. "Every voice matters, and by standing together, we can secure better working conditions and protections for all."

The push for member involvement in contract bargaining is not merely about securing immediate gains but also about fostering a culture of empowerment and solidarity within the labor movement. By actively engaging in the negotiation process, workers are not only advocating for their own rights but also strengthening the broader labor movement for generations to come.
 
As negotiations progress, union leaders remain steadfast in their commitment to amplifying the voices of their members and advocating for equitable treatment in the workplace. The call for member involvement serves as a potent reminder that true power lies in unity, and together, workers can achieve transformative change in their workplaces and communities.

Did your job duties change? Did you get moved to a new office? Did the tools you regularly use get swapped out for something different? These are all examples of changes to your working conditions. Prior to implementing a change like this, your employer is required to submit a notice to the union. This is called a Mandatory Subject Notice, and it is usually delivered to your Staff Representative.

When we receive this notice, we will reach out to the affected member(s) to discuss any potential negative impacts. If negative impacts are identified, your Staff Representative files a Demand to Bargain, which then requires your employer to schedule time to discuss how to minimize any negative impacts. This process of notice and bargaining is a foundational element in ensuring that your working conditions do not become worse over time.

However, if your employer never delivers a Mandatory Subject Notice, then the entire process is undermined. Over the years, we have seen more and more employers fail to deliver these notices. When a lack of notice becomes common, it is up to the employees to report changes to their Staff Representative. This allows the Staff Representative not only the opportunity to be made aware of the change, but it also enables them to file a grievance against the employer for violating your contract by not providing the required notice.

Notice of these changes is vital, and with so many employers failing to provide the required notice, it is up to you to report these changes so we can correct that mistake. With each grievance, we move closer to your employer adhering to this this requirement for notice. If you don’t know who your Staff Representative is, check out our Contact Us page on our website and let them know of any changes at your worksite.

Dana Rollins, Executive Board member and Vice President of District 4-King County, brings over two decades of experience and a profound dedication to his role at Highline Community College. With a career spanning 23 years at the institution, Rollins has not only demonstrated his commitment to education but has also emerged as a staunch advocate for workers' rights within the Washington Public Employees Association (WPEA).

Dana’s journey into union activism began around 2005 when he assumed the role of shop steward. Since then, his passion for solidarity and support for fellow members has only deepened. "Being part of the WPEA is more than just representation; it's about standing together and advocating for each other," Dana remarked, reflecting on his involvement in the union.

Beyond his professional endeavors, Dana harbors a profound affection for the Pacific Northwest, regarding it as the finest region he's ever resided in. This love for the locale underscores his commitment to serving his community and fellow workers. "It's an honor to serve on the board and lead District 4," Dana stated, highlighting the privilege he feels in his leadership role.

Throughout his tenure at Highline, Dana has gleaned invaluable lessons, with empathy and compassion emerging as guiding principles. "Try to have empathy and compassion, no matter how hard the situation might make it," he emphasized, underscoring the importance of understanding and support in navigating challenges.

As Dana continues to advocate for the rights and well-being of Highline's employees in his steward role, his leadership remains grounded in a genuine concern for the community he serves. Whether it's negotiating contracts or addressing workplace issues, Dana’s steadfast dedication to the principles of fairness and solidarity shines through.

Looking ahead, Dana remains committed to fostering a culture of inclusivity and support within District 4 - King County and the broader WPEA. Through his unwavering leadership and compassionate approach, Dana embodies the spirit of service and advocacy, leaving an indelible mark on Highline Community College and its workforce. 

During the1960s the rural population of Yakima County was economically among the lowest two-fifths of rural populations of all counties in the United States, with 39 percent of farm workers living below poverty level.

Inspired by the United Farm Workers Organizing Committee’s (UFWOC) grape boycott, two students from Yakima Valley College, Guadalupe Gamboa and Tomas Villanueva, friends who were both sons of Yakima Valley farm worker families, traveled down to Delano, California in 1966 to meet UFWOC leader Cesar Chavez ​(1927-1993). Upon returning, Gamboa and Villanueva co-founded the United Farm Worker’s
                                                                                       Cooperative (UFWC) in Toppenish, Washington.

The United Farm Worker's Cooperative is credited as being the first activist Chicano organization in the state of Washington. Progress for workers through the new union meant a successful cooperative was established and included services defending members when growers failed to pay wages or when workers got injured.

More on Guadalupe Gamboa: https://depts.washington.edu/civilr/gGamboa_interview.htm