Fort Vancouver Regional Libraries Sign Waving For Prop One:Article by Kyle Sampson, WPEA/UFCW SPUR
Vote YES on FVRL LevyArticle 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 WPEA at the 2025 WSLC Convention: Solidarity in ActionArticle by Kyle Sampson, WPEA/UFCW SPUR
Highline Solidarity BBQ Builds Momentum After Info PicketArticle by Kyle Sampson, WPEA/UFCW SPUR
Highline Staff Take a Stand After 18-Month Contract FightArticle by Kyle Sampson, WPEA/UFCW SPUR
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. WPEA History: WPEA Has Never Stopped Fighting for Fair PayInformation 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.  The Sentinel, July 1996 🛠️Union Jargon 101: 5 More Key Terms Every Worker Should KnowRank-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]. 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. Comments are closed.
|
RSS Feed