Contracts Ratified! WPEA Members Vote Overwhelmingly in Favor After months of strategizing and sitting at the bargaining table, WPEA members have officially ratified the 2026 contracts for both Higher Education and General Government. These contracts were forged through the collective grit of our members and thousands of conversations they have had across campuses and agencies statewide. Thanks to the commitment of our members and bargaining teams, both contracts passed with overwhelming support: 94% yes for General Government and 95% yes for Higher Ed. This round of voting also saw record-breaking participation. Over 34% of members voted, more than triple the turnout of some past cycles. That number is a signal that members are rising to the occasion and becoming more involved. With that growth, our union only stands to become stronger, louder, and more united in its pursuit of equity and fair pay. Every vote cast, voice raised, and question asked helped push us forward. This win belongs to all of us, but it’s only a foothold in the climb to the summit. The fight for truly fair wages continues. So take a moment to celebrate, then tighten your laces. We’ve proven what solidarity can do. Now we keep building, together. You can find out more about the contract ratification, as well as find the tentative agreements, via the button below: Grill, Chill, and Solidarity: |
| On September 9th, the Bellevue College campus came alive with the sounds and smells of union camaraderie. WPEA and WFSE members gathered in the afternoon for a barbecue. More than just burgers and hot dogs, this gathering was a celebration of community, connection, and solidarity in the wake of contract ratification. The turnout was fantastic, with members showing up throughout the afternoon to share food, stories, and plenty of laughs. In true union fashion, the event was part potluck, part cookout, with a spread that included fresh churros, homemade sides, and enough treats to satisfy every appetite. The grill stayed hot, the conversations stayed lively, and the sense of unity was unmistakable. A huge thank you goes out to Valencio Socia and Becky Turnbull, whose leadership and coordination made the event possible. Thanks also to the many WPEA and WFSE members and staff who stepped up to help with setup, cooking, cleanup, and everything in between. It’s gatherings like these that remind us why we do this work, because when members come together, powerful moments follow. The Bellevue BBQ was just one example of how our union builds strength not just at the bargaining table, but at the table where we share our meals. Here's to more events like this, where solidarity is served fresh, and every bite comes with a side of purpose. If you or any members you know are interested in hosting a similar event, please take a moment to fill out the "collective action interest form" below. |    |
WPEA History: Fighting for Fair Pay: Agriculture Members Win Raises After Class Spec Victory
Information from Aubrei Hansen, WPEA Marketing & Membership Coordinator
WPEA’s legacy of advocacy isn’t just built at the bargaining table — it’s forged in the day-to-day efforts of member leaders who know their work deserves recognition. One powerful example of that persistence came in Fall 2003, when 37 employees at the Department of Agriculture won long-overdue pay raises following a successful campaign to update outdated job classifications.
A Year and a Half of Hard Work Pays Off
This win didn’t happen overnight. For 18 months, WPEA Agriculture Chapter leaders worked closely with agency personnel officers to update the class specifications for the Agricultural Chemical Specialist series — classifications that hadn’t kept pace with the evolving responsibilities of the job.
The effort was led by Chapter President Jeff Zeller, with strong support from Eric Johansen and Chapter Board Representative Lee Barilar. Together, they made the case that the work these members were doing had fundamentally changed — and that their job descriptions and pay rates needed to reflect that.
More Than Inspections — It’s About Public Health
Over the years, the scope of this work had expanded well beyond routine inspections and investigations of pesticide use. Members in the class series were now on the front lines of protecting human and animal health, environmental safety, and the integrity of Washington’s food supply.
That shift was accelerated in 2003, when the Legislature transferred oversight of the Dairy Nutrient Program from the Department of Ecology to the Department of Agriculture. Suddenly, WPEA members in the Agricultural Chemical Specialist classifications were tasked with:
Closing the Gap
With strong documentation and persistent advocacy, WPEA helped the agency submit a formal request to the Personnel Resources Board. The request aimed to update the class series and adjust salaries accordingly — particularly to close the 10% pay gap members had identified between their work and similar job classifications elsewhere in the state.
The result? The Personnel Board granted the changes, and employees at the Agricultural Chemical Specialist 3 and 4 levels received a 7.5% salary increase.
Member-Led, Member-Won
This win is a classic example of how WPEA members can drive meaningful change — not just by identifying inequities, but by organizing to fix them. It’s also a reminder of how up-to-date class specifications are essential to protecting wages, workload, and job dignity.
What started as a behind-the-scenes effort by a handful of committed members ended with dozens of public employees getting the recognition — and compensation — they deserved.
That’s the power of union action.
That’s the power of WPEA.
A Year and a Half of Hard Work Pays Off
This win didn’t happen overnight. For 18 months, WPEA Agriculture Chapter leaders worked closely with agency personnel officers to update the class specifications for the Agricultural Chemical Specialist series — classifications that hadn’t kept pace with the evolving responsibilities of the job.
The effort was led by Chapter President Jeff Zeller, with strong support from Eric Johansen and Chapter Board Representative Lee Barilar. Together, they made the case that the work these members were doing had fundamentally changed — and that their job descriptions and pay rates needed to reflect that.
More Than Inspections — It’s About Public Health
Over the years, the scope of this work had expanded well beyond routine inspections and investigations of pesticide use. Members in the class series were now on the front lines of protecting human and animal health, environmental safety, and the integrity of Washington’s food supply.
That shift was accelerated in 2003, when the Legislature transferred oversight of the Dairy Nutrient Program from the Department of Ecology to the Department of Agriculture. Suddenly, WPEA members in the Agricultural Chemical Specialist classifications were tasked with:
- Field investigations of dairy farms
- Monitoring for water quality violations
- Overseeing the development of dairy nutrient management plans
- Providing technical assistance to producers
Closing the Gap
With strong documentation and persistent advocacy, WPEA helped the agency submit a formal request to the Personnel Resources Board. The request aimed to update the class series and adjust salaries accordingly — particularly to close the 10% pay gap members had identified between their work and similar job classifications elsewhere in the state.
The result? The Personnel Board granted the changes, and employees at the Agricultural Chemical Specialist 3 and 4 levels received a 7.5% salary increase.
Member-Led, Member-Won
This win is a classic example of how WPEA members can drive meaningful change — not just by identifying inequities, but by organizing to fix them. It’s also a reminder of how up-to-date class specifications are essential to protecting wages, workload, and job dignity.
What started as a behind-the-scenes effort by a handful of committed members ended with dozens of public employees getting the recognition — and compensation — they deserved.
That’s the power of union action.
That’s the power of WPEA.
WPEA Today, Fall 2003
🛠️Union Jargon 101: 5 More Key Terms Every Worker Should Know
Step Increases
What it means: Contractual raises based on time served or experience—built into the wage scale for many public sector jobs.
Why it matters: Steps reward longevity and predictability. When employers delay or deny step movement, the union can take action to enforce the contract.
Example:
You’ve hit your 12-month mark but don’t see your step bump. You contact the steward, and the union files a grievance to make you whole—with back pay.
One step for you, one giant message to management: we watch the details.
Layoff Units
What it means: The specific organizational groups (like divisions, departments, or agencies) used to determine who gets laid off—and who can bump others.
Why it matters: Contracts often define layoff units. The smaller the unit, the fewer bumping rights. The union fights to define fair units—and enforce seniority when cuts come.
Example:
Your agency defines your entire region as a layoff unit. Thanks to the contract, you’re able to bump into another position instead of losing your job.
In a layoff, the union is the firewall—and seniority is the armor.
Cost-of-Living Adjustment (COLA)
What it means: A raise meant to keep up with inflation, so your paycheck doesn’t lose value year after year.
Why it matters: In public service, COLAs aren’t automatic. The union fights for them at the bargaining table—and for state lawmakers to fund them.
Example:
Inflation jumps 7%, but the governor’s budget funds only a 1% COLA. The union mobilizes members to testify, contact legislators, and demand full funding.
We’re not asking to get ahead—just not fall behind. COLA is the floor, not the finish line.
WAC / RCW
What it means:
Why it matters: Knowing your rights means knowing the law. Unions don’t just organize—we enforce legal protections in the WACs and RCWs, especially around bargaining, layoffs, and due process.
Example:
Management says they don’t have to bargain over layoffs. The union points to RCW 41.80.010--yes, they do.
Our contracts are strong—but the law backs us up. And we know how to use both.
Lobby Day
What it means: A coordinated day where union members visit the state capitol to meet with legislators and advocate for funding, policy, or pro-worker laws.
Why it matters: In the public sector, politics affects your paycheck. Lobby Day puts a human face on the budget—showing lawmakers that behind every agency, office, and service is a worker with a union.
Example:
Your contract’s on the line. Hundreds of WPEA members show up in Olympia wearing matching shirts, telling lawmakers: Fund our work—or answer to us at the polls.
We’re not just voters—we’re workers, constituents, and organizers. And we show up together.
What it means: Contractual raises based on time served or experience—built into the wage scale for many public sector jobs.
Why it matters: Steps reward longevity and predictability. When employers delay or deny step movement, the union can take action to enforce the contract.
Example:
You’ve hit your 12-month mark but don’t see your step bump. You contact the steward, and the union files a grievance to make you whole—with back pay.
One step for you, one giant message to management: we watch the details.
Layoff Units
What it means: The specific organizational groups (like divisions, departments, or agencies) used to determine who gets laid off—and who can bump others.
Why it matters: Contracts often define layoff units. The smaller the unit, the fewer bumping rights. The union fights to define fair units—and enforce seniority when cuts come.
Example:
Your agency defines your entire region as a layoff unit. Thanks to the contract, you’re able to bump into another position instead of losing your job.
In a layoff, the union is the firewall—and seniority is the armor.
Cost-of-Living Adjustment (COLA)
What it means: A raise meant to keep up with inflation, so your paycheck doesn’t lose value year after year.
Why it matters: In public service, COLAs aren’t automatic. The union fights for them at the bargaining table—and for state lawmakers to fund them.
Example:
Inflation jumps 7%, but the governor’s budget funds only a 1% COLA. The union mobilizes members to testify, contact legislators, and demand full funding.
We’re not asking to get ahead—just not fall behind. COLA is the floor, not the finish line.
WAC / RCW
What it means:
- WAC = Washington Administrative Code
- RCW = Revised Code of Washington (the state’s laws)
Why it matters: Knowing your rights means knowing the law. Unions don’t just organize—we enforce legal protections in the WACs and RCWs, especially around bargaining, layoffs, and due process.
Example:
Management says they don’t have to bargain over layoffs. The union points to RCW 41.80.010--yes, they do.
Our contracts are strong—but the law backs us up. And we know how to use both.
Lobby Day
What it means: A coordinated day where union members visit the state capitol to meet with legislators and advocate for funding, policy, or pro-worker laws.
Why it matters: In the public sector, politics affects your paycheck. Lobby Day puts a human face on the budget—showing lawmakers that behind every agency, office, and service is a worker with a union.
Example:
Your contract’s on the line. Hundreds of WPEA members show up in Olympia wearing matching shirts, telling lawmakers: Fund our work—or answer to us at the polls.
We’re not just voters—we’re workers, constituents, and organizers. And we show up together.
🎓 Returning to School? Union Plus Can Help!
Whether you're heading back to school to finish a degree, learn a new trade, or support your family’s educational goals, Union Plus offers valuable benefits for union members and their families—including scholarships, discounts, and support programs that make education more accessible.
Celebrating Union-Affiliated Scholars
Each year, the Union Plus Scholarship Program honors a remarkable group of students—children, spouses, and members of union families—who demonstrate academic excellence, leadership, and a strong commitment to the values of the labor movement.
This year’s scholarship recipients represent a wide range of union affiliations, backgrounds, and aspirations. Their applications were reviewed by experts from respected educational organizations, including the American Association of Community Colleges, the United Negro College Fund, and more. Judges praised the diversity and dedication of these students, many of whom balance top grades, extracurriculars, and jobs—all while deeply understanding the role unions play in supporting working families.
How It Works
Since 1991, the Union Plus Education Foundation has awarded more than $5.4 million in scholarships. The application process considers academic ability, personal essays, and the applicant's connection to the labor movement. Importantly, there's no requirement to purchase any Union Plus product or service to apply.
Scholarships are available to:
Mark Your Calendar
More Than Scholarships
Union Plus also offers other education benefits, including:
For more information on all available education benefits, visit:
🔗 unionplus.org/education
Celebrating Union-Affiliated Scholars
Each year, the Union Plus Scholarship Program honors a remarkable group of students—children, spouses, and members of union families—who demonstrate academic excellence, leadership, and a strong commitment to the values of the labor movement.
This year’s scholarship recipients represent a wide range of union affiliations, backgrounds, and aspirations. Their applications were reviewed by experts from respected educational organizations, including the American Association of Community Colleges, the United Negro College Fund, and more. Judges praised the diversity and dedication of these students, many of whom balance top grades, extracurriculars, and jobs—all while deeply understanding the role unions play in supporting working families.
How It Works
Since 1991, the Union Plus Education Foundation has awarded more than $5.4 million in scholarships. The application process considers academic ability, personal essays, and the applicant's connection to the labor movement. Importantly, there's no requirement to purchase any Union Plus product or service to apply.
Scholarships are available to:
- Union members
- Spouses of union members
- Dependent children of union members
Mark Your Calendar
- 🗓 Application Deadline: January 31, 2026
- ✉️ Recipients Notified: May 31, 2026
- 📃 Winner List Posted: Early June 2026
- 🔗 2025 Union Plus Scholarship Winners
More Than Scholarships
Union Plus also offers other education benefits, including:
- Discounts on textbooks and test prep
- Grants for education-related hardship
- Student debt resources and refinancing options
For more information on all available education benefits, visit:
🔗 unionplus.org/education
Recipe: Creamy French Onion and Mushroom Soup
Ingredients
6 tbsp salted butter
4 medium yellow onions, thinly sliced
1 ¼ cup dry white wine, such as Pinot Grigio or
Sauvignon Blanc
3 clove garlic minced or grated
2 cup cremini or wild mushrooms, sliced
2 tbsp fresh thyme leaves
2 tbsp chopped fresh sage
1 tsp honey
6-8 cup low sodium chicken or vegetable broth
2 tsp Worcestershire sauce (or soy sauce)
2 bay leaves
kosher salt and black pepper
½ cup heavy cream
6 slice french bread
2 cup shredded Gruyère cheese
6 tbsp salted butter
4 medium yellow onions, thinly sliced
1 ¼ cup dry white wine, such as Pinot Grigio or
Sauvignon Blanc
3 clove garlic minced or grated
2 cup cremini or wild mushrooms, sliced
2 tbsp fresh thyme leaves
2 tbsp chopped fresh sage
1 tsp honey
6-8 cup low sodium chicken or vegetable broth
2 tsp Worcestershire sauce (or soy sauce)
2 bay leaves
kosher salt and black pepper
½ cup heavy cream
6 slice french bread
2 cup shredded Gruyère cheese
Directions
1. Melt together the butter, onions, and honey in a large Dutch oven over medium-high heat. Cook, stirring occasionally until softened, about 10 minutes. At this point, you want to slowly add 3/4 cup of the wine, 1/4 cup at a time, until the wine cooks into the onions. Continue to cook another 10-15 minutes until you've used the 3/4 cup of wine and the
onions are deeply caramelized.
2. Add the garlic, mushrooms, thyme, and sage. Season with salt and pepper, cook another 3-4 minutes. Add the remaining 1/2 cup wine, the broth, Worcestershire sauce, bay leaves, and a pinch each of salt and pepper. Increase the heat to medium-high and return the soup to a simmer, simmer 10 minutes, then stir in the cream and cook another 5-10 minutes. Remove the bay leaves and discard. Season to taste with salt and pepper.
3. Meanwhile, preheat the oven to 400 degrees. Arrange the bread on a baking sheet and toast for 10-15 minutes, until very dry. Switch the oven to broil.
4. Ladle the soup into oven safe bowls. Add a slice of bread to each, and top evenly with cheese. Place each soup bowl on a baking sheet and transfer to the oven, broil until bubbly and golden brown, 3 to 5 minutes. Top with fresh thyme. Eat!
onions are deeply caramelized.
2. Add the garlic, mushrooms, thyme, and sage. Season with salt and pepper, cook another 3-4 minutes. Add the remaining 1/2 cup wine, the broth, Worcestershire sauce, bay leaves, and a pinch each of salt and pepper. Increase the heat to medium-high and return the soup to a simmer, simmer 10 minutes, then stir in the cream and cook another 5-10 minutes. Remove the bay leaves and discard. Season to taste with salt and pepper.
3. Meanwhile, preheat the oven to 400 degrees. Arrange the bread on a baking sheet and toast for 10-15 minutes, until very dry. Switch the oven to broil.
4. Ladle the soup into oven safe bowls. Add a slice of bread to each, and top evenly with cheese. Place each soup bowl on a baking sheet and transfer to the oven, broil until bubbly and golden brown, 3 to 5 minutes. Top with fresh thyme. Eat!
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