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 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 & 8Are 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. 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].  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:
Experienced leader named interim president at Olympic CollegeFrom 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. 🛠️Union Jargon 101: 5 More Key Terms Every Worker Should KnowContracting 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. WPEA Union History: Fighting for a Voice: WPEA Advances Union Representation in Two Key UnitsInformation 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:
 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 Campfire Hot Dog Skewers
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