Not Funded, Not Finished: Stand Up, Speak OutOn 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. Day of Action - Rally in Olympia to Defend Public Services
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! 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. Join Us at the 2025 WSLC ConventionThe 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. 🛠️ Union Jargon 101: 5 Key Terms Every Worker Should KnowUnion 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. 💪 Union History - Honoring a Legacy of Unity: WSD Joins WPEAInformation from Aubrei Hansen, WPEA Marketing & Membership Coordinator
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/ Union Members Get Union Plus Benefits! Exclusive Teleflora savings for union families! Your union family discount includes:
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 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. Comments are closed.
|
RSS Feed