Advocacy in Action: Grays Harbor and Highline College’s Award Retention Incentives Amid State Funding GapsArticle by Julia Thurman-Lascurain, WPEA Member Education In a year defined by budget uncertainty and a lack of cost-of-living adjustment (COLA) funding for classified employees, two WPEA represented colleges —Grays Harbor and Highline—have shown how effective advocacy, both from union members and college leadership, can create meaningful outcomes for workers. On May 20, classified staff at Grays Harbor College received an announcement from President Carli Schiffner: full-time employees will receive a $1,500 retention incentive, and part-time employees will receive $750 (pre-tax), paid out in their July 25 paychecks. This one-time incentive is being funded by $100,000 in year-end savings, placed in reserves thanks to careful financial planning throughout the fiscal year. The move closely follows the example set by Highline College, where on May 5, WPEA members were notified that their college leadership has committed to a $1,200 contract incentive for each classified employee, plus additional personal days. Though the legislature ultimately failed to fully fund COLAs, Highline and Gray's Harbor administrations have made it clear: they stand with their classified staff. At Grays Harbor, the incentive initiative took root during a Labor-Management Communication Committee (LMCC) meeting where WPEA members introduced the Highline model. President Schiffner, newly aware of the option, took swift action to explore how Gray's Harbor could implement a similar approach. “She saw the possibility and got to work right away,” said Judy Lumm, WPEA union representative for Grays Harbor College. Equally critical were the efforts of labor stewards Jared Stratton and Janet Parker, who met regularly with administration to elevate the importance of classified staff and push for equitable recognition. Their work made a compelling case for why retention and morale matter—especially in the absence of state-funded raises. “This didn’t happen by accident,” said Julia Thurman-Lascurain, WPEA Member Education and Mobilization Director, “It happened because union members advocated for each other, and because their administration listened and advocated with us.” While neither college views these incentives as long-term solutions, both are clear examples of what can be achieved when union voices are strong and administrators act as true partners. To WPEA members at Grays Harbor, Highline, and across the state: this is your advocacy at work. When we stand together—on the job and in Olympia—we make progress, even in tough times. The fight for fully funded ratified contracts continues. Bargaining teams representing both the Higher Education Coalition and General Government have already begun strategizing and will return to the bargaining table on June 3 and June 4, respectively. These upcoming sessions are critical as we work to secure the cost-of-living adjustments and salary enhancements our members deserve. WPEA members are strongly encouraged to stay engaged, join the conversation on our Discord server-https://www.wpea.org/discord.html - and participate as observers during bargaining. Your presence and support strengthen our voice at the table. United in Solidarity: WPEA Members Rally at the CapitolArticle by Kyle Sampson, WPEA/UFCW SPUR
United We Bake: Clark College Potluck RecapArticle by Kyle Sampson, WPEA/UFCW SPUR
Back-to-Back-to-Back Wins for WPEA Members!Information Provided by Deb Montez, WPEA Staff Representative WPEA has been racking up representation victories — three major grievance wins in a row, all protecting members’ jobs and holding employers accountable. Win #1: YVC Victory — Job Saved and Member Made Whole At Yakima Valley College, we successfully closed out a grievance that not only protected a member’s job but also resulted in a full settlement. The member was made whole with backpay, restored leave accruals, and a well-earned reallocation/upgrade to their position. This win reinforces that WPEA stands firm when employers try to shortchange our members. Win #2: Clark College — Layoff Misstep Corrected At Clark College, we settled a grievance where the employer failed to follow the proper layoff procedure for a permanent employee. WPEA pushed back hard — and won. The member kept their position with no penalties, and another member — a cyclic employee — received a significant amount of backpay. This case highlights the importance of knowing the rules and enforcing them — and that’s exactly what your union does. Win #3: Termination Overturned — Member Reinstated and Made Whole In another recent case out of Olympic College, a member was wrongfully terminated without just cause. WPEA immediately filed a grievance — and we won. The member was reinstated to their job and made whole, receiving full backpay and benefits. This powerful outcome shows that due process matters — and WPEA will fight for it every time. These three wins represent more than contract enforcement — they are a testament to union power in action. When members stand together with WPEA, we get results. These wins are more than just settlements — they’re reminders that WPEA has your back and that when we fight, we win. Be Part of the 2025 WSLC Convention – Connect, Learn, LeadArticle by Julia Thurman-Lascurain, WPEA Member Education The 2025 Washington State Labor Council, AFL-CIO Convention is coming—and it’s your chance to connect with union members from across the state, grow your skills, and make your voice heard in shaping the future of our labor movement. Convention Details:
As a delegate or alternate, you’ll have the chance to:
All travel, lodging, meals, and registration costs are covered. Whether you're new to union involvement or a long-time member, this is an incredible opportunity to:
Fill out the form to sign up or learn more about how you can attend. Click Here. Let’s show up strong—Our Voice. Our Power. Our Movement. https://www.wslc.org/ Find Community, Build Power—Join Us on DiscordArticle by Joey Hicklin, WPEA Organizer Our union’s strength has always come from the relationships we build with one another. That’s why we’ve created dedicated community groups on Discord—casual, interest-based spaces where members can connect beyond workplace concerns. Whether you’re into gardening, books, cooking, video games, or raising kids, there’s a place for you to relax, share, and chat with fellow members across the state. Each week, we post fun and light prompts in each hobby channel to keep conversations flowing. It’s a simple way to get to know your union family, one post at a time. The more we talk with each other, the more we understand one another—and the easier it is to show up and build power together when it counts. So don’t wait. Join the Discord, drop into a few channels, and say hello. Let’s keep growing our community, one connection at a time. https://www.wpea.org/discord WPEA’s 70th Anniversary Celebration – Save the Date We are thrilled to announce that the WPEA Executive Board has officially voted to host a special in-person celebration for our 70th Anniversary on April 18–19, 2026! This milestone event will honor seven decades of powerful, people-driven progress in Washington State labor. We’ve come a long way together—and this celebration will reflect the heart, spirit, and strength of our union. The 1.5-day event will feature:
Let’s come together to celebrate our shared history, honor our collective achievements, and build momentum for our future. Interested in being part of the planning? 📧 Email Julia at [email protected] to get involved. As we create additional communication channels—like a dedicated webpage, email updates, and social media posts—we’ll extend the invitation to all WPEA members as well. Let’s make this a celebration to remember! 🛠️Union Jargon 101: 5 More Key Terms Every Worker Should Know ULP (Unfair Labor Practice) What it means: A violation of labor law by the employer (or union), typically involving interference with workers’ rights, retaliation, or refusal to bargain. Why it matters: ULPs are serious. They can be filed with the Public Employment Relations Commission (PERC) and may result in orders to reverse actions, reinstate workers, or redo bargaining in good faith. Example from the field: If a manager says, “You’ll never get that promotion if you keep talking to the union,”—that’s textbook retaliation and a ULP. The union can file, and management can face real consequences. Union power: You might hear: “That’s a ULP waiting to happen.” Translation: management’s walking a legal tightrope, and we’ve got the receipts. Bargaining Unit What it means: The group of employees the union represents. Everyone in the unit is covered by the same contract and has the same rights under it. Why it matters: Your bargaining unit determines who is at the table when it comes to wages, hours, benefits, and workplace rights. It’s the foundation of union representation. Example from the floor: You and your coworkers at a state agency are all classified employees in similar roles. You’re part of the same bargaining unit—and when the union negotiates a new contract, it applies to everyone in that unit. Supervisors and managers? Usually excluded. Power of the Union: If the union is a team, the bargaining unit is the roster. And a strong, united unit? That’s where the power lives. Collective Action What it means: When workers act together to address workplace issues, instead of individually. It can be as small as wearing the same color shirt, or as big as a strike. Why it matters: The power of a union doesn’t just come from a contract—it comes from members standing united. Employers can ignore one voice. They can’t ignore all of us. Example from the field: Management tries to implement a new attendance policy without bargaining. Instead of staying silent, the whole unit wears union buttons on the same day. Then they pack a meeting and submit a petition. The message is clear: “We’re watching, and we won’t be divided.” Union power: Collective action is how we win better contracts, defend our rights, and show solidarity. It’s not just a tactic—it’s the heart of the labor movement. ✊ Right to Work (Post-Janus) What it means: A legal framework—after the 2018 Janus v. AFSCME Supreme Court decision—that prohibits public sector unions from requiring non-members to pay “fair share” or agency fees, even though those workers still benefit from the union contract. Why it matters: Janus made “Right to Work” the law of the land for all public employees nationwide. That means workers can opt out of paying dues, but the union still has to represent them in bargaining and grievances. It’s a classic union-busting tactic: divide the workforce and weaken solidarity by draining union resources. Example in the public sector: A state employee chooses not to be a union member—but when they’re unfairly disciplined, they still expect full representation in the grievance process. The union is legally obligated to represent them, even though they aren’t contributing to the cost of that representation. Union Power: Let’s be real--Right to Work is a strategy to get workers to sit back while others do the organizing, pay the dues, and hold the line. But strong unions beat bad laws with solidarity. When members stick together—regardless of Janus—we keep our power at the table. Memorandum of Understanding (MOU) What it means: A written agreement between the union and management that deals with specific issues not fully covered in the main contract. It’s like a contract side note—with teeth. Why it matters: MOUs are flexible tools that help address new or unique situations without waiting for full contract negotiations. Once signed, they’re just as enforceable as any other part of the agreement. Example from the field: Management wants to try a hybrid work pilot for six months. The contract doesn’t say much about telework, so the union negotiates an MOU that spells out expectations, protects workers' rights, and sets a clear end date. Now both sides are on the same page—and it’s in writing. Union flavor: You might hear someone say, “We’ll need an MOU for that.” Translation: We don’t just shake hands—we get it in writing, and we make it enforceable. 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: WPEA Takes a Stand on Asbestos Hazards – 1986Information from Aubrei Hansen, WPEA Marketing & Membership Coordinator In a landmark battle for workplace safety, WPEA pushed back against unsafe conditions involving friable asbestos at Washington Military Department installations. The issue came to a head on April 2, 1986, in a Step 3 grievance conference between WPEA and the agency, but the union’s efforts had been ongoing for more than a year. The concern centered around friable asbestos—a deteriorated form of the mineral that poses severe health risks when airborne. In early 1985, WPEA raised the alarm by requesting that the agency bring in Labor and Industries (L&I) for a free consultation. Despite initial resistance from management, WPEA succeeded in pushing for an asbestos identification seminar for agency personnel. Later, the union again raised the issue during a Standing Committee meeting. The agency responded by drafting a policy and certifying a few employees in asbestos removal—but failed to actually inspect or remediate asbestos hazards. The matter escalated in October 1985 when a federal technician at Geiger Field in Spokane reported suspected friable asbestos above his desk and in a nearby restroom. When his concerns went unanswered, WPEA Job Rep Lou Murkowski got involved, filing a formal hazard report and later a grievance after continued inaction. Though the agency eventually claimed the asbestos had been contained, WPEA questioned the methods used. At the Step 3 hearing, WPEA Staff Rep Michael Pellegrini voiced concerns about the quality and transparency of the containment process. During this time, significant national attention to asbestos hazards, culminating in the enactment of the Asbestos Hazard Emergency Response Act (AHERA) in October 1986. This federal law mandated inspections and management plans for asbestos in schools, reflecting the heightened awareness and regulatory response to asbestos-related health concerns during that time This prolonged campaign exemplifies WPEA’s commitment to safe working conditions and holding management accountable. The case remains a significant chapter in the union’s history of health and safety advocacy.
Union Made BBQ Items for Fourth of July Celebrate the Fourth of July the union way — and show your patriotism by shopping union-made for your Independence Day get-together. From grills, buns, snacks and beverages, you'll be sure to find several union-made items to ensure you and your guests celebrate America's birthday in solidarity!
Giant Party Sub Recipe Looking for the most creative and GENIUS way to feed your party guests? Let me introduce this giant party sub. I use a simple hack of baking bread in a bundt pan to turn a classic sandwich into a party centerpiece that will steal the show at any picnic, game day, or tailgate. Between the bundt pan loaf you'll find all the usual Italian sub suspects: pepperoni, salami, ham, provolone, lettuce, tomatoes, and a simple Italian seasoning-based dressing. It's the best way to ensure that you never run out of your favorite sandwich, and can keep the good times going for you and all your guests.
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