 President Hacker onsite at Bellevue College, gathering college president salary information President Message - August 2024 From the desk of WPEA President Amanda Hacker We had an amazing turnout for our Higher Education Informational Picket on Wednesday August 28th!!! In the 20 years I’ve worked for you, I have never seen a concerted effort for collective action that has been as quick and impactful as this one – this was truly inspiring to be a part of. These efforts were seen around the State. THANK YOU to everyone who participated in the information picket, to everyone who spoke to at least one coworker, to everyone who participated in phone banking and to everyone who has attends UNITY calls to stay educated. Thank you, YOU are the union. YOU are the ones we are fighting for. Our contracts are the foundation for setting up your working conditions, benefits and your wages. These are YOUR contracts, and today Washington State is telling you, you deserve what equates to a cut in pay – 2% over the two year agreement. Do you believe that classified staff deserve a pay cut? I’ll tell you what I know. I KNOW that public employees run this State and you are all worked to the bone doing more with less. Some of you are in a constant State of training new hires, or picking up the slack while your employer attempts to hire or fails to hire replacements for those who have left. We know that management keeps getting pay increases, seemingly without fail while you do not. Over the past 25 years the buying power of your dollar dropped between 20-30%. None of our members who serve the public signed up to make less money each year and fall further and further behind prevailing wage and a fair salary. Grocery prices have doubled, housing prices are skyrocketing, and many of you report having multiple jobs in order to make ends meet or needing to rely on social services for basic needs. Enough is enough. We need all of our members to be part of changing this cycle of sub par salary increases! You can start by making sure you have a voice by being a voting member of your union. You do not want someone else making decisions on your wages, benefits and working conditions. You need your voice and your vote to count. The saying "there is power in numbers" is true and only works when we act as a group, because we are stronger together. You can be informed by attending Unity (zoom) calls. Be empowered with the knowledge of what is happening through bargaining and how this affects you and your family. Invite your coworkers to have lunch together and join the call. You can talk to your coworkers about what is happening. Do they know about bargaining? Are they updated? Do they know where to find the information? Knowledge = Power Membership = Power Power = Better Contracts ARE YOU ELIGIBLE TO VOTE ON CONTRACT RATIFICATION? YOU MUST HAVE SIGNED MEMBERSHIP CARDS BY SEPTEMBER 5TH. https://www.wpea.org/join NEXT STEPS: WPEA is not the only public sector union that is tired of the status quo. WPEA and WFSE are coordinating efforts for a walk out on September 10th. We need your participation. Organize with your coworkers to walk out at NOON ON SEPTEMBER 10th. This is not a picket this is not a strike. This is a collective action showing the State what public employes can do. Having everyone walk off, request the day off, and no longer participate in work from noon on will demonstrate the collective power of labor in Washington State. You are paid to do a job, a job that your employer needs done. Your power is taking that work away. Please stand with your coworkers and fellow members to demand a fair contract. https://actionnetwork.org/event_campaigns/walkout-for-washington-map-rsvp-page-91024
 2025-2027 Bargaining Update Update by Aubrei Hansen, WPEA Marketing & Membership Coordinator General Government Bargaining The General Government Bargaining team provided an update on August 27, 2024, with discussions focused on various articles and specific issues. A significant portion of the discussion revolved around promotions and vacancies within the CVEO, where the need for consistency in job postings across the agency was highlighted. Concerns were raised about the "first-come, first-served" approach, which could disadvantage long-tenured employees who are off-duty when opportunities arise. The Union pointed out issues with the current system, which may allow management to bypass certain candidates, especially when multiple county postings are involved. The discussion also touched on the need to differentiate between CVEO 2s and 3s in the hiring process. In other updates, the team reached an agreement on Article 4, covering special programs and minor housekeeping items. For Article 6, the State proposed maintaining the current contract language with an emphasis on managing travel time and unexpected critical work. Article 10 discussions centered around maintaining current contract language, with a focus on personal days regulated by statute, which would require legislative changes. The State also proposed its original language for wildfire leave in Article 17, while recognizing shared leave as a legislative issue. Article 18 saw debates on whether "may" or "will" should be used in the approval process for childcare and eldercare emergency situations. Lastly, Article 24 discussions on telework concluded with no major changes proposed by the State. The update also included details on DNR-specific bargaining, where the team expanded language in Article 20 to better define R&R days, particularly when they fall on scheduled days off. Appendix X discussions aimed to distinguish between regular workdays and R&R days, while Article 7 debates focused on the State's proposal of increasing premium pay from $2 to $3 and clarifying DNR R&R days. There was also a continued debate over whether assignment pay should be determined by flat rates or percentages, with the State expressing concerns about payroll processing. For CDHY and WSSB bargaining, workload issues were a key concern, with the team rejecting the State's package deal and emphasizing the need to address caseloads. Discussions on teacher certification and testing led to a conversation about compensating teachers for clock hours and certification tests. Additionally, there were suggestions to optimize the use of in-service days and consider additional compensation for meetings extending beyond regular hours. In a previous bargaining session on August 8, 2024, the team addressed concerns stemming from an ongoing letter-writing campaign among General Government managers. The State revised its compensation proposal to 2% in 2025 and 0% in 2026. Much of the session focused on clarifying how R&R days are treated when they fall on a regular day off, with the State committing to providing a proposal soon. Discussions also covered sick leave verification, where the Union argued for more flexibility in the language, especially in scenarios where medical verification may not be readily available. Further talks included proposed changes to family definitions in Article 12 to ensure inclusivity, as well as considerations for bereavement leave, vaccination leave, and emergency leave provisions. The session also touched on a State proposal for lump sum payments for WSSB and CDHY, which was conditional on the bargaining team dropping other proposals. The team expressed a desire for further discussions to address workload issues. As negotiations progress, there is growing frustration with the pace of discussions and a perceived lack of genuine engagement from the State’s representatives. An earlier session on August 1, 2024, involved a comprehensive presentation on the upcoming budget and detailed discussions on various proposals. Key points included inclusivity and clarification in Article 7, with the State discussing the inclusion of CVEO3s and suggested modifications to Article 12.1 for better alignment with other CBAs. Proposed changes to Article 12.2 focused on referencing the WAC for emergency declarations and providing clearer guidelines for absences exceeding three days. Updates to Article 17 included provisions for vaccine-related leave and clarity on leave during emergencies. Discussions also covered proposed changes to military and bereavement leave, as well as a wildfire disaster leave proposal, which sparked debates about the criteria for declaring a state of emergency. Concerns about recruitment, retention, and competitive wages were raised, particularly regarding the State’s lack of plans to address these issues. Higher Education The Higher Education Bargaining session on August 13, 2024, focused on key issues, including defining "extraordinary hours" in Article 7 to protect employees from being overworked, especially as more members become eligible for overtime. The union also addressed concerns about sick leave verification in Article 13, proposing a reimbursement system for doctor visits, particularly in situations where timely medical attention is challenging. A significant proposal was made for emergency leave to prevent illness from spreading on campuses, especially for new employees who lack leave when they start. However, the State has yet to counter the union's previous proposal for five days of emergency leave. In Article 18, the union seeks to increase personal leave from one to three days upon hire to support new employees, while the State proposed shifting two personal days for new hires to use in lieu of sick leave. The union also introduced a revised proposal for Natural Disaster Leave, expanding it beyond wildfires to include various types of disasters, with provisions for extended and shared leave options. Discussions on Article 26 included updates to ORCA card benefits, suggesting it be considered a subsidy rather than a universal benefit, with the State agreeing to reevaluate the feasibility. A revised proposal on seniority in Article 45 now includes portable service across institutions, which would benefit part-time employees transitioning to new classifications. Additionally, the proposal for bargaining leave in Article 39 was adjusted from 11 days to 9, reflecting actual usage and the need for more bargaining time. The union is also pushing for clearer language in Article 50 regarding mandatory subjects for bargaining, though the State prefers to keep the language vague due to the variable nature of workplace changes. During the session, the State emphasized the need to focus on economic issues, suggesting that non-economic items be closed out. This sparked a discussion on the importance of improving workplace conditions, particularly if salary increases are not feasible. The union expressed frustration with the pace of progress and the State’s perceived delays on both non-economic and economic matters. Looking ahead, further negotiations will continue on specific leave provisions and classification adjustments, with "last best and final" offers from the State anticipated in the next session. In an earlier session on August 6, 2024, the discussion began with the definition of "mandatory subjects," with the union seeking practical examples to prevent future disputes. The union also appreciated the State's proposal for bereavement leave, vaccination leave, and wildfire disaster leave under Article 18 but sought clarity on the implementation of vaccination leave. Discussions on "extraordinary hours" revealed concerns over employee burnout due to unfilled vacancies, while the State declined to define these hours within the contract, citing flexibility under the Fair Labor Standards Act (FLSA). The union's proposals for technology reimbursement and a 26% wage increase over two years were met with resistance from the State, citing budget constraints and overspending issues. The union highlighted ongoing challenges with turnover and burnout, particularly in colleges without established policies, and expressed frustration over the lack of significant benefits and wage increases for employees. As the bargaining process continues, both teams aim to refine proposals and seek common ground, addressing pressing employee needs and organizational constraints. The union remains determined, urging members to wear blue on Wednesdays to show support and demand that public employees be made a priority. House Democratic Caucus During the House Democratic bargaining session on August 26, 2024, several key topics were addressed. The House continued to push for the removal of arbitration language from agreements and proposed a new provision concerning shop stewards, which would allow for mutual agreement when appointing additional stewards in cases of conflict of interest. The language related to operating hours and access to new hires was accepted without issue. The House also introduced an article on discipline, outlining steps for formal discipline, which the Union will review and revise. A significant point of debate involved the proposal for random COVID-19 testing for staff, particularly those frequently in the Capitol. While some participants supported the measure for ensuring safety during caucuses, others raised concerns about logistical challenges and the effectiveness of such testing, given past experiences with testing centers. The session concluded with a follow-up on coalition dates and a note that only one more non-economic proposal remains to be addressed. In a previous session on August 19, 2024, discussions focused on the role of shop stewards, with the House showing willingness to strike the ratio for shop stewards but suggesting that only one be released at a time. Concerns about adequate representation in disputes were raised, leading to a shared understanding of the importance of ensuring every employee’s right to representation. The session also covered non-discrimination policy, with bullying highlighted as a priority issue, and professional growth review, which was preferred to be addressed in a Memorandum of Understanding (MOU) rather than formal contract language. Training and employee development were contentious, with the House expressing concerns over the aspirational language in the Union’s proposal and citing budget constraints. While there was agreement on incorporating training during work hours, there was disagreement over dedicating a full day for contract bargaining agreement training. Telework practices and potential disparities in allowances for Legislative Assistants were also discussed, along with the need for clear communication during severe weather events under the inclement weather policy. Earlier sessions reflected ongoing negotiations, with both parties showing a willingness to explore middle ground on key issues while maintaining open and constructive dialogue. As the bargaining process continues, both sides are working towards refining proposals and finding common ground on critical matters. Senate Democratic Caucus In the August 29, 2024, Senate bargaining session, several key topics were discussed. The session began with tentative agreements on management rights and Labor-Management Committee provisions, while discussions on the grievance procedure led the union to await its response to the Senate's reasserted proposal. Concerns were raised by the union regarding the Senate Facilities & Operations (F&O) Committee serving as the final step in the grievance process due to perceived lack of neutrality. Management addressed concerns about random COVID-19 testing, indicating a preference to follow CDC and health guidelines rather than implement random testing. They also emphasized the importance of defining disciplinary actions clearly, agreeing to protect employee privacy and close investigations without action. However, they noted that layoffs and similar actions should not be categorized as disciplinary. Additional discussions included inclement weather policies, with the union seeking clarity on non-emergency situations that could impact remote work. The union also reasserted its stance on arbitration hearings for union rights and activities and emphasized the need to protect employees' off-duty conduct, particularly in politically sensitive situations. The session concluded with a collaborative approach to public health concerns, particularly contagious diseases, and recognized ergonomic considerations for home offices. The union agreed to remove language on random COVID-19 testing but stressed the importance of continued dialogue on public health. Earlier, on August 15, 2024, the bargaining process began with the Senate presenting a comprehensive but bare-bones collective bargaining agreement. Key areas addressed included Union Recognition, Non-discrimination & Workplace Behavior, Grievance Procedure, Legal Defense, and Entire Agreement articles. The union expressed discomfort with the F&O Committee handling grievances internally, especially when committee members might be involved, while the Senate noted that different labor laws apply to their operations, making traditional workplace precedents less applicable. The next bargaining session is scheduled for next week. Healthcare Bargaining Healthcare bargaining reached a tentative agreement and maintained the 85/15 split. Don't Forget: Union Night at the Tacoma Rainiers
Who is the Union Article by Joey Hicklin, WPEA Organizer  Who is the Union? The question, "Who is the union?" might seem straightforward, but the answer is complex and critical to understanding the role we all play as union members. Often, we hear phrases like, "The union wants this," or "The union did that," but who is this union we keep talking about? Let's explore this, and while doing so, remember that our union—and every union—is essential in maintaining the balance of power between workers and employers. The Importance of Unions To understand why unions matter, we have to look at the power dynamics that existed between workers and employers before unions. Before unions, workers had very little power in the workplace. Employers could reduce pay, change working conditions, or terminate employment with little consequence. On the flip side, a single worker couldn't lower their employer's income, change their conditions, or terminate them. The only real power an individual worker had was in their voice and their ability to share their experiences with others. But one voice can only do so much. Early union organizers learned that the real power came from collective action. When many workers move in the same direction, their voices together can match the power of an employer. Unions were created to harness this collective power and give workers the ability to protect their rights, advocate for fair wages, and improve working conditions. However, simply forming a union isn't enough. Unions must continue to build on that collective power, or it fades. That's where things like collective bargaining agreements (CBAs) and union constitutions come in. Contracts, Constitutions, and Membership The Collective Bargaining Agreement (CBA) is the foundation to any union having its power persist. It sets in writing the wages, hours, and working conditions that union members fought to secure. But contracts aren't self-enforcing; they require vigilance from all of us to make sure that they are upheld. The union also needs a way to organize itself and manage its resources, which is where constitutions or bylaws come into play. These documents lay out the rules for how money is collected and spent, as well as how leaders are elected to represent the members. But contracts and constitutions are only as strong as the membership behind them. If participation in the union is low, it becomes harder to enforce our rights. New managers might violate the CBA, and if there’s no strong response from the membership, those violations could become the norm. If we don’t stand up when our rights are infringed upon, then what good is the contract? Apathy is one of the biggest threats to any union. When members don’t participate, the power we’ve built begins to crumble. And when participation is low, it opens the door for power imbalances, ineffective leadership, and a loss of trust between members and union representatives. The Power of Participation This brings us to the heart of the matter: participation. A union’s power lies in its ability to act as a collective force. We must move together in the same direction, whether we’re bargaining for a fair contract, standing up against violations of our rights, or participating in actions like the recent informational picket for Higher Education staff. So, how do you participate? There are many ways, and all of them contribute to the strength of our union. Start by staying informed—read union communications, attend meetings, and familiarize yourself with the CBA and bylaws. By understanding your rights and responsibilities, you’re better equipped to protect them. Showing up to meetings, like our weekly UNITY meetings, gives you a voice in the direction of our union. These meetings aren’t just for updates—they’re spaces where you can take control, contribute ideas, and help shape the future of our collective efforts. If you notice a violation of the CBA or any issues in the workplace, report them. The sooner issues are brought to light, the sooner we can act. And remember, follow up—our stewards are volunteers, and our staff representatives are stretched thin. Timely reporting and persistence help ensure that issues are addressed. Beyond these steps, participation can be as simple as talking with your coworkers about union matters. Encourage others to get involved. Share information and help newer members understand the importance of staying engaged. Most importantly, when we move to collective action, like an informational picket or a walkout, your presence matters. Collective action shows the employer that we’re united, that we’re serious, and that we’re willing to stand up for what’s right. We Are the Union In the end, the answer to the question, "Who is the union?" is simple: We are. Every one of us, from those who attend meetings to those who stand on the picket line, to those who engage in the day-to-day conversations with coworkers, makes up the union. Our power is in our collective participation, and that power is what balances the scales between us and our employers. So, whether you’re attending meetings, reporting issues, or standing up in collective actions, know that your participation is not just valuable—it is essential. The union is as strong as we make it. Together, we are the union. WPEA Union History - Time Machine Back to August 2002 Article by Aubrei Hansen, WPEA Marketing & Membership Coordinator
Caprese Pasta Salad This tasty Caprese Pasta Salad combines fresh tomatoes, mozzarella, and basil with tender bowtie pasta and a flavorful homemade balsamic dressing!
Prep Time: 15minutes minutes Cook Time: 8minutes minutes Total Time: 23minutes minutes Servings: 6 servings Calories355kcal Author: Jenn Laughlin - Peas and Crayons Ingredients
BALSAMIC CARPESE SALAD DRESSING
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