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
Insurance for your pet, peace of mind for you
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
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
|
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.
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