2026 Contract Ratification VoteArticle 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. You can view the full tentative agreements below:Library Levies Win!Article by Seamus Petrie, WPEA Lobbyist
A Meeting with MosbyArticle by Kyle Sampson, WPEA/UFCW SPUR
A Summer of Collective powerArticle by Sam Tinsley, WPEA Legislative Specialist & Organizer
A Year of Challenge, A Season to Celebrate — Labor Day 2025Article 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 TableThe 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 SolidarityEven 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. A Time to Celebrate - and RestoreThis 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. 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. 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 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. 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. September Steward TrainingCurious 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 Don't Forget - Tacoma Rainier's Day! - September 21stTickets 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].  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 Sentinel, August/September 2000 🛠️Union Jargon 101: 5 More Key Terms Every Worker Should KnowWorking 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. 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.
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 Recipe: Fruit and Nut Bars
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. Comments are closed.
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