On the Calendar
Give the Gift of Union Food Drive - Ends December 10thThis holiday season, the Washington Public Employees Association (WPEA) invites you to make a difference in our community. Participate in our Union Food Drive to support local families in need—and enter our exciting raffle for a chance to win a $50 gift card! How to Participate: There are three ways to earn raffle entries and show your solidarity:
Upcoming Member Meetings: Join us at any of these locations to drop off donations, connect with fellow members, and enter the raffle:
Winners will be announced on December 11th during our Unity Meeting. Don’t miss your chance to make a difference and win! Not sure where a food bank is? Check it out here: https://agr.wa.gov/services/food-access/access-food-near-you Let’s come together this holiday season to give back and share the gift of union. Together, we can make a real impact! Steward Spotlight - Wendy Glenn |
 | This is a favorite gingerbread cookies recipe and it’s loved by millions. Soft in the centers, crisp on the edges, and perfectly spiced. Make sure you chill the cookie dough discs for a minimum of 3 hours. |
Ingredients
3 and 1/2 cups (440g) all-purpose flour (spooned & leveled)
1 teaspoon baking soda
1/2 teaspoon salt
1 Tablespoon ground ginger (yes, 1 full Tablespoon!) 1 Tablespoon ground cinnamon
1/2 teaspoon ground allspice
1/2 teaspoon ground cloves
10 Tablespoons (142g) unsalted butter, softened to room temperature 3/4 cup (150g) packed light or dark brown sugar
2/3 cup (160ml; about 200g) unsulphured or dark molasses (do not use blackstrap; I prefer Grandma’s brand)
1 large egg, at room temperature 1 teaspoon pure vanilla extract
optional: easy cookie icing or royal icing
Instructions
In a large bowl, whisk together the flour, baking soda, salt, ginger, cinnamon, allspice, and cloves. Set aside.
In a large bowl using a handheld mixer or stand mixer fitted with a paddle attachment, beat the butter for 1 minute on medium speed until completely smooth and creamy. Add the brown sugar and molasses and beat on medium high speed until combined and creamy. Scrape down the sides and bottom of the bowl as needed. Next, beat in egg and vanilla on high speed for 2 full minutes. Scrape down the sides and bottom of the bowl as needed. The butter may separate; that’s ok.
Add the flour mixture to the wet ingredients, and beat on low speed until combined. The cookie dough will be quite thick and slightly sticky. Divide dough in half and place each onto a large piece of plastic wrap. Wrap each up tightly and pat down to create a disc shape. Chill discs for at least 3 hours and up to 3 days. Chilling is mandatory for this cookie dough.
Preheat oven to 350°F (177°C). Line 2-3 large baking sheets with parchment paper or silicone baking mats. (Always recommended for cookies.) Set aside.
Remove 1 disc of chilled cookie dough from the refrigerator. Generously flour a worksurface, as well as your hands and the rolling pin. Roll out disc until 1/4-inch thick. Tips for rolling—the dough may crack and be crumbly as you roll. What’s helpful is picking it up and rotating it as you go. Additionally, you can use your fingers to help meld the cracking edges back together. The first few rolls are always the hardest since the dough is so stiff, but re-rolling the scraps is much easier. Cut into shapes. Place shapes 1 inch apart on prepared baking sheets. Re-roll dough scraps until all the dough is shaped. Repeat with remaining disc of dough.
Bake cookies for about 9-10 minutes. If your cookie cutters are smaller than 4 inches, bake for about 8 minutes. If your cookie cutters are larger than 4 inches, bake for about 11 minutes. My oven has hot spots and yours may too—so be sure to rotate the pan once during bake time. Keep in mind that the longer the cookies bake, the harder and crunchier they’ll be. For soft gingerbread cookies, follow my suggested bake times.
Allow cookies to cool for 5 minutes on the cookie sheet. Transfer to cooling rack to cool completely. Once completely cool, decorate as desired.
Cookies stay fresh covered at room temperature for up to 1 week.
Make Ahead & Freezing Instructions:
Baked and decorated (or not decorated) cookies freeze well – up to three months. Unbaked cookie dough discs (just the dough prepared through step 3) freeze well up to three months. Thaw overnight in the refrigerator then continue with step 4.
3 and 1/2 cups (440g) all-purpose flour (spooned & leveled)
1 teaspoon baking soda
1/2 teaspoon salt
1 Tablespoon ground ginger (yes, 1 full Tablespoon!) 1 Tablespoon ground cinnamon
1/2 teaspoon ground allspice
1/2 teaspoon ground cloves
10 Tablespoons (142g) unsalted butter, softened to room temperature 3/4 cup (150g) packed light or dark brown sugar
2/3 cup (160ml; about 200g) unsulphured or dark molasses (do not use blackstrap; I prefer Grandma’s brand)
1 large egg, at room temperature 1 teaspoon pure vanilla extract
optional: easy cookie icing or royal icing
Instructions
In a large bowl, whisk together the flour, baking soda, salt, ginger, cinnamon, allspice, and cloves. Set aside.
In a large bowl using a handheld mixer or stand mixer fitted with a paddle attachment, beat the butter for 1 minute on medium speed until completely smooth and creamy. Add the brown sugar and molasses and beat on medium high speed until combined and creamy. Scrape down the sides and bottom of the bowl as needed. Next, beat in egg and vanilla on high speed for 2 full minutes. Scrape down the sides and bottom of the bowl as needed. The butter may separate; that’s ok.
Add the flour mixture to the wet ingredients, and beat on low speed until combined. The cookie dough will be quite thick and slightly sticky. Divide dough in half and place each onto a large piece of plastic wrap. Wrap each up tightly and pat down to create a disc shape. Chill discs for at least 3 hours and up to 3 days. Chilling is mandatory for this cookie dough.
Preheat oven to 350°F (177°C). Line 2-3 large baking sheets with parchment paper or silicone baking mats. (Always recommended for cookies.) Set aside.
Remove 1 disc of chilled cookie dough from the refrigerator. Generously flour a worksurface, as well as your hands and the rolling pin. Roll out disc until 1/4-inch thick. Tips for rolling—the dough may crack and be crumbly as you roll. What’s helpful is picking it up and rotating it as you go. Additionally, you can use your fingers to help meld the cracking edges back together. The first few rolls are always the hardest since the dough is so stiff, but re-rolling the scraps is much easier. Cut into shapes. Place shapes 1 inch apart on prepared baking sheets. Re-roll dough scraps until all the dough is shaped. Repeat with remaining disc of dough.
Bake cookies for about 9-10 minutes. If your cookie cutters are smaller than 4 inches, bake for about 8 minutes. If your cookie cutters are larger than 4 inches, bake for about 11 minutes. My oven has hot spots and yours may too—so be sure to rotate the pan once during bake time. Keep in mind that the longer the cookies bake, the harder and crunchier they’ll be. For soft gingerbread cookies, follow my suggested bake times.
Allow cookies to cool for 5 minutes on the cookie sheet. Transfer to cooling rack to cool completely. Once completely cool, decorate as desired.
Cookies stay fresh covered at room temperature for up to 1 week.
Make Ahead & Freezing Instructions:
Baked and decorated (or not decorated) cookies freeze well – up to three months. Unbaked cookie dough discs (just the dough prepared through step 3) freeze well up to three months. Thaw overnight in the refrigerator then continue with step 4.
On the Calendar
| Recurring Events: President Office Hours – Every Monday at 12:00 and Thursday at 4:00 Stay up-to-date with your WPEA President https://us06web.zoom.us/j/84804444204?pwd=8WO6oSWkNIEyIBc4bAblg2im01Jkb4.1 Meeting ID: 848 0444 4204 Passcode: 424576 UNITY Meetings – Every Wednesday at 12:00, 5:00, 6:00 Different topics, highlights, and news from your Union every week. On Wednesday - we wear blue! https://us06web.zoom.us/j/81922699344?pwd=dbfzaAvNpLkL4UOGhuS2oseCB3bZiD.1 Meeting ID: 819 2269 9344 Passcode: 716299 Thurston-Lewis-Mason Central Labor Council Solidarity Night & Meeting – 1st & 3rd Wednesday of every month. Stay up-to-date with the latest from the Central Labor Council and visit their website at: https://www.tlmlabor.org/ | November Events: Nov 3rd – Daylight Saving Time ends Nov 5th – Election Day Nov 11th – Veteran’s Day - WPEA will be closed Nov 28th - Thanksgiving – WPEA will be closed Nov 29th - Day after Thanksgiving - WPEA will be closed Stay tuned for member meetings and organizing events coming to your area!  |
President Message - October 2024
From the desk of WPEA President Amanda Hacker
WPEA members sent a clear message to the State when you voted the contract down by a landslide – congratulations on banding together and sending this message! I am honored to be the President for a group of members who are dedicated to improving their wages and working conditions through collective action and grassroots organizing.
There is a lot of misinformation and fear mongering on the State’s side around the impacts of rejecting the TA’ed agreements. I’ve heard from numerous Employer’s and members who have been told by OFM or someone else in management that WPEA “missed the October 1st deadline” and that this requires that we enter into an “evergreen year.” This is absolutely not a forgone conclusion – we still have the opportunity to get a ratified contract and get that contract funded prior to July 1, 2025. That opportunity exists until the Legislative session is over and the budget is finalized. WPEA members have to focus on the goal of reaching a ratified agreement and lobbying to fund that agreement. Please do not let the Employer’s narrative that we have missed that opportunity become a reality due to lack of action.
On October 1st, WPEA notified OFM that our members rejected the TA’ed agreements and that we would need to return to the bargaining table and meet our obligation to get to a ratified agreement as soon as possible. In response to that, OFM suggested dates beginning in February of 2025 and indicated that their proposed dates reflected what they felt was reasonable. After consulting with our bargaining teams and legal counsel, WPEA responded by proposing that we schedule weekly sessions (four hours for each table) and return to the table immediately. We are still waiting to hear OFM’s response to that proposal. I am cautiously optimistic that OFM will meet their obligation to bargain within a reasonable period of time – if they are unable, or unwilling, to do so, we are prepared to file a refusal to bargain ULP (Unfair Labor Practice).
I am asking that members help us with a letter-writing campaign to both OFM and your local management. We are hopeful that, when the Employer realizes that it isn’t just the teams who are anxious to resume negotiations, they will be more willing to meet their obligation. Often times, Employers will argue that a bargaining team does not reflect the wishes of their membership – this is one of those cases. OFM didn’t believe your teams when they said this was not an acceptable TA, and you showed them otherwise. Please continue escalating collective action with us by participating in the letter writing campaign to pressure management to approach this in a reasonable and fair manner.
Additionally, please continue to wear WPEA blue on Wednesdays and talk to your coworkers about the Union. As always, the best place to get up to date information about bargaining is at our UNITY meetings on Wednesdays.
Thank you for all you do for the taxpayers in Washington State, your Union, your coworkers and yourselves. We will make meaningful change, if we stay the course and increase collective action.
There is a lot of misinformation and fear mongering on the State’s side around the impacts of rejecting the TA’ed agreements. I’ve heard from numerous Employer’s and members who have been told by OFM or someone else in management that WPEA “missed the October 1st deadline” and that this requires that we enter into an “evergreen year.” This is absolutely not a forgone conclusion – we still have the opportunity to get a ratified contract and get that contract funded prior to July 1, 2025. That opportunity exists until the Legislative session is over and the budget is finalized. WPEA members have to focus on the goal of reaching a ratified agreement and lobbying to fund that agreement. Please do not let the Employer’s narrative that we have missed that opportunity become a reality due to lack of action.
On October 1st, WPEA notified OFM that our members rejected the TA’ed agreements and that we would need to return to the bargaining table and meet our obligation to get to a ratified agreement as soon as possible. In response to that, OFM suggested dates beginning in February of 2025 and indicated that their proposed dates reflected what they felt was reasonable. After consulting with our bargaining teams and legal counsel, WPEA responded by proposing that we schedule weekly sessions (four hours for each table) and return to the table immediately. We are still waiting to hear OFM’s response to that proposal. I am cautiously optimistic that OFM will meet their obligation to bargain within a reasonable period of time – if they are unable, or unwilling, to do so, we are prepared to file a refusal to bargain ULP (Unfair Labor Practice).
I am asking that members help us with a letter-writing campaign to both OFM and your local management. We are hopeful that, when the Employer realizes that it isn’t just the teams who are anxious to resume negotiations, they will be more willing to meet their obligation. Often times, Employers will argue that a bargaining team does not reflect the wishes of their membership – this is one of those cases. OFM didn’t believe your teams when they said this was not an acceptable TA, and you showed them otherwise. Please continue escalating collective action with us by participating in the letter writing campaign to pressure management to approach this in a reasonable and fair manner.
Additionally, please continue to wear WPEA blue on Wednesdays and talk to your coworkers about the Union. As always, the best place to get up to date information about bargaining is at our UNITY meetings on Wednesdays.
Thank you for all you do for the taxpayers in Washington State, your Union, your coworkers and yourselves. We will make meaningful change, if we stay the course and increase collective action.
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Update your contact information with us! Click Here
The October 1st Letter
October 1st, typically marks the start of pumpkin spice season, but this year it was a pivotal day for WPEA members. In a historic move, General Government, Higher Education, and Highline College members voted down the 2025-27 tentative agreements (TAs). While members exercised their right to vote, the Office of Financial Management (OFM) sought alternatives to push the TAs forward. On September 27, OFM Director Pat Sullivan expressed concern in a letter to WPEA President Amanda Hacker, warning that a “no” vote could delay contracts until mid-2026. In response, President Hacker defended the membership's stance, citing OFM’s history of delayed negotiations, neglected member needs, and lack of competitive salary increases. She clarified that union leadership aligns with the members, rejecting any suggestion to bypass their votes.
The Power of Solidarity, Visibility, and Community in Contract Negotiations
Article by Julia Thurman-Lascurain, WPEA Member Education & Mobilization Director
As we prepare to return to the bargaining table for Higher Education, General Government, Highline, Senate Democrat, and House Democrat contracts, it’s essential to reflect on the core principles that empower us as a union: solidarity, visibility, and community. These elements are not just buzzwords; they are the bedrock of our strength and resilience as we advocate for fair wages, better working conditions, and respect in our workplace.
Solidarity: Our Collective Strength
Solidarity means standing together, united in our shared goals and values. In times of negotiation, it’s crucial to remember that each member's voice contributes to our collective strength. When we present a united front, we amplify our demands and increase our bargaining power. Solidarity isn’t merely about being present; it’s about actively supporting one another—whether that’s participating in rallies, attending meetings, or sharing our experiences.
Each member’s participation reinforces our commitment to each other, reminding us that we are not alone in this fight. When we stand together, we show management that we are serious about our demands and unwilling to back down.
Visibility: Making Our Voices Heard
Visibility is key in ensuring that our concerns are recognized and taken seriously. This means not only communicating our needs during negotiations but also making them known to the broader community. Engaging with utilizing social platforms, wearing Blue on Wednesdays, participating in letter writing, and organizing demonstrations can draw attention to our cause, highlighting the importance of our work and the legitimacy of our demands.
By increasing our visibility, we can garner support from allies both within and outside our organization. This external pressure can be a game changer in negotiations, compelling management to take our demands seriously. Remember, the more visible we are, the more difficult it becomes for them to ignore us.
Community: Building Lasting Connections
A strong sense of community is vital in fostering an environment of support and trust among union members. During contract negotiations, we must lean on one another for encouragement and guidance. Community events, whether they are small gatherings, large meetings, workshops, or social gatherings, can help strengthen our bonds and keep everyone informed and engaged. Who is in your union? Don’t be afraid to talk to each other.
Creating a culture of openness and mutual support allows us to share strategies, celebrate our victories, and address our challenges together. The state will have you believe you cannot speak about the union at work. But in reality, you can. Anywhere and anytime, you could talk about casual topics like weekend plans or favorite recipes, you can talk about the union. The term is de minimums. If the conversation needs to be longer, plan a time off the clock to continue the discussion. In this way, we build a network of advocates who are ready to step up for one another, ensuring that no one feels isolated in the fight for their rights.
One of the best parts of being in a union is that you never have to do anything alone.
Moving Forward Together
As we navigate the complexities of contract negotiations, let us remember that our strength lies in our solidarity, our visibility, and our community. Each member’s involvement matters, and every action counts. Let’s commit to standing together, ensuring our voices are heard, and fostering a supportive environment for all.
Together, we can achieve a contract that reflects our collective effort and hard work. Let’s harness the power of our union to create a future that honors our contributions and upholds our dignity as workers.
To learn more about current actions visit us online at https://www.wpea.org/2024bargaining.html
Solidarity: Our Collective Strength
Solidarity means standing together, united in our shared goals and values. In times of negotiation, it’s crucial to remember that each member's voice contributes to our collective strength. When we present a united front, we amplify our demands and increase our bargaining power. Solidarity isn’t merely about being present; it’s about actively supporting one another—whether that’s participating in rallies, attending meetings, or sharing our experiences.
Each member’s participation reinforces our commitment to each other, reminding us that we are not alone in this fight. When we stand together, we show management that we are serious about our demands and unwilling to back down.
Visibility: Making Our Voices Heard
Visibility is key in ensuring that our concerns are recognized and taken seriously. This means not only communicating our needs during negotiations but also making them known to the broader community. Engaging with utilizing social platforms, wearing Blue on Wednesdays, participating in letter writing, and organizing demonstrations can draw attention to our cause, highlighting the importance of our work and the legitimacy of our demands.
By increasing our visibility, we can garner support from allies both within and outside our organization. This external pressure can be a game changer in negotiations, compelling management to take our demands seriously. Remember, the more visible we are, the more difficult it becomes for them to ignore us.
Community: Building Lasting Connections
A strong sense of community is vital in fostering an environment of support and trust among union members. During contract negotiations, we must lean on one another for encouragement and guidance. Community events, whether they are small gatherings, large meetings, workshops, or social gatherings, can help strengthen our bonds and keep everyone informed and engaged. Who is in your union? Don’t be afraid to talk to each other.
Creating a culture of openness and mutual support allows us to share strategies, celebrate our victories, and address our challenges together. The state will have you believe you cannot speak about the union at work. But in reality, you can. Anywhere and anytime, you could talk about casual topics like weekend plans or favorite recipes, you can talk about the union. The term is de minimums. If the conversation needs to be longer, plan a time off the clock to continue the discussion. In this way, we build a network of advocates who are ready to step up for one another, ensuring that no one feels isolated in the fight for their rights.
One of the best parts of being in a union is that you never have to do anything alone.
Moving Forward Together
As we navigate the complexities of contract negotiations, let us remember that our strength lies in our solidarity, our visibility, and our community. Each member’s involvement matters, and every action counts. Let’s commit to standing together, ensuring our voices are heard, and fostering a supportive environment for all.
Together, we can achieve a contract that reflects our collective effort and hard work. Let’s harness the power of our union to create a future that honors our contributions and upholds our dignity as workers.
To learn more about current actions visit us online at https://www.wpea.org/2024bargaining.html
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Building Union Power: One Coffee, One Conversation at a Time
Article by Joey Hicklin, WPEA Organizer
Let’s get real: we need each other. As we return to the bargaining table, the power of our union is only as strong as the bonds we share with our co-workers. Right now, we’re seeing low participation—and that has to change if we want to win the respect and protections we deserve. Building those connections starts with each of us, right here, right now.
Start with Coffee, Lunch, or a Quick Conversation
Whether you work side-by-side with your co-workers every day or feel isolated in your role, there’s always a way to start connecting. Try getting coffee with a co-worker in the morning, or make a habit of having lunch together, even if it’s just a couple of times a week. These small acts can create a ripple effect, building a culture of support and unity.
If you work remotely or feel isolated, reach out. Ask for your co-workers' contact info and set up a short virtual coffee chat or a quick lunch meeting. Let’s make “union” more than just a word—let’s make it our daily practice of showing up for each other.
Addressing Past Concerns Together
We know some of you may feel the union hasn’t always had your back. That’s real, and it’s important to acknowledge. If you or a co-worker feel that way, don’t hesitate to share those experiences. Ask, “What do you wish the union would do differently?” or “How can we make our union work for you?” These questions aren’t just for you—they’re for all of us. Remember, every union member you talk to is the union. When we speak together and listen to each other, we make the union a force that truly represents us.
Bring It to UNITY
Our weekly UNITY meetings are the perfect place to bring this feedback. These meetings aren’t just updates—they’re opportunities for you to voice your ideas, concerns, and hopes. Each week, we run a poll to gather feedback from members on what we need and how we can get there. Your voice is the key to making these meetings stronger and more relevant, and your input makes all the difference.
One Union, One Future
Our union is only as strong as the connections we build every day. If we want to win fair contracts and demand respect, it starts with creating a supportive community right here, among ourselves. One coffee, one lunch, one conversation at a time—we build the union that fights for us all.
If you’re ready to help strengthen our union, check out how you can help and attend a UNITY meeting on Wednesday at 12 PM, 5 PM or 6PM by using this link. Let’s show up, build up, and make our union the powerful, united force it’s meant to be.
Start with Coffee, Lunch, or a Quick Conversation
Whether you work side-by-side with your co-workers every day or feel isolated in your role, there’s always a way to start connecting. Try getting coffee with a co-worker in the morning, or make a habit of having lunch together, even if it’s just a couple of times a week. These small acts can create a ripple effect, building a culture of support and unity.
If you work remotely or feel isolated, reach out. Ask for your co-workers' contact info and set up a short virtual coffee chat or a quick lunch meeting. Let’s make “union” more than just a word—let’s make it our daily practice of showing up for each other.
Addressing Past Concerns Together
We know some of you may feel the union hasn’t always had your back. That’s real, and it’s important to acknowledge. If you or a co-worker feel that way, don’t hesitate to share those experiences. Ask, “What do you wish the union would do differently?” or “How can we make our union work for you?” These questions aren’t just for you—they’re for all of us. Remember, every union member you talk to is the union. When we speak together and listen to each other, we make the union a force that truly represents us.
Bring It to UNITY
Our weekly UNITY meetings are the perfect place to bring this feedback. These meetings aren’t just updates—they’re opportunities for you to voice your ideas, concerns, and hopes. Each week, we run a poll to gather feedback from members on what we need and how we can get there. Your voice is the key to making these meetings stronger and more relevant, and your input makes all the difference.
One Union, One Future
Our union is only as strong as the connections we build every day. If we want to win fair contracts and demand respect, it starts with creating a supportive community right here, among ourselves. One coffee, one lunch, one conversation at a time—we build the union that fights for us all.
If you’re ready to help strengthen our union, check out how you can help and attend a UNITY meeting on Wednesday at 12 PM, 5 PM or 6PM by using this link. Let’s show up, build up, and make our union the powerful, united force it’s meant to be.
Labor & Union History
Article by Dana Rollins, WPEA Organizer
On Tuesday, October 29, 1929, the New York Stock Exchange would report by day's end that the market had lost $14 billion. The day would for evermore be known as Black Tuesday - the beginning of The Great Depression. President Herbert Hoover had no idea how to fix this. Within just 4 years, 13 million people—one out of every four American workers - would be unemployed. Unable to afford rent or pay mortgages, people lived in shelters made of packing boxes. Homeless camps like these sprung up across the country and were referred to as 'Hooverville's.
His cabinet, beholden to the country's richest citizens, convinced him that the problem was with the poorest citizens - they just weren't working hard enough and were lazily riding the coattails of the wealthy. They had to work - or more accurately be worked - harder. He'd have to slash government spending and veterans’ benefits, they claimed. To lay off teachers and government workers, and to demand that those who remained accepted lower wages would be the only solution.
Ironically, just one year earlier, during the Presidential campaign for Hoover, Treasury Secretary Andrew Mellon had given a very rosy view of the economy. Now, however, he too reportedly advised Hoover to liquidate labor, claiming that ridding the system of that drainage would bring the cost of living back down:
“Liquidate labor, liquidate stocks, liquidate the farmers, liquidate real estate. It will purge the rottenness out of the system. High costs of living and high living will come down. People will work harder, live a more moral life. Values will be adjusted, and enterprising people will pick up the wrecks from less competent people.”
It didn't work.
When suffering Americans pleaded for the government to create relief programs to provide jobs, Hoover demurred, claiming such ideas were “soak the rich” strategies and would never work.
He called instead for private charities to fund new job growth.
It didn't work.
By the end of Hoover’s term, Americans were eager for a change. They chose not to reelect Hoover and instead supported New York Governor Franklin Delano Roosevelt, who campaigned on a promise to leverage the federal government to create jobs and establish a safety net for Americans in need. He assured the public of a "New Deal"—a government that would serve everyone, not just the wealthy and privileged.
Upon Roosevelt taking office, Democrats swiftly enacted laws to safeguard workers' rights, create government jobs, regulate businesses and banks, and make strides toward dismantling racial segregation in the South. New Deal initiatives employed over 8.5 million individuals, constructed more than 650,000 miles of highways, built or repaired over 120,000 bridges, and erected more than 125,000 buildings. Additionally, regulations were introduced for banking and the stock market, while workers gained the right to bargain collectively, alongside the establishment of a minimum wage and maximum working hours. What a productive Presidency! It's no wonder he was elected 4 times.
Now, almost a century later, it feels like we may be again on the brink of such shortsighted or outright nefarious intent by a select group of those interested only in their own profiteering. They chip away at union solidarity, workplace safety, the definition of an individual (e.g., "Citizens United," passed in 2010 by the Supreme Court (Citizens United vs. Federal Election Commission) that allows unrestricted campaign donations by corporations or other groups - once again favoring the richest. In 2018, the Janus Decision was passed by the Supreme Court (Janus vs. American Federation of State, County, and Municipal Employees), weakening public employee unions right to collect union dues from its members, the premise being that the court ruled (5-4) to uphold First Amendment rights.
Solidarity is the foundation of the labor movement. By coming together around common objectives, we strengthen our ability to advocate for our collective needs. When we support one another, we are more equipped to confront challenges such as workplace injustices, budget cuts, and policy changes that impact everyone. We must all remain committed to standing together and building a union that amplifies the power of every public employee in Washington.
His cabinet, beholden to the country's richest citizens, convinced him that the problem was with the poorest citizens - they just weren't working hard enough and were lazily riding the coattails of the wealthy. They had to work - or more accurately be worked - harder. He'd have to slash government spending and veterans’ benefits, they claimed. To lay off teachers and government workers, and to demand that those who remained accepted lower wages would be the only solution.
Ironically, just one year earlier, during the Presidential campaign for Hoover, Treasury Secretary Andrew Mellon had given a very rosy view of the economy. Now, however, he too reportedly advised Hoover to liquidate labor, claiming that ridding the system of that drainage would bring the cost of living back down:
“Liquidate labor, liquidate stocks, liquidate the farmers, liquidate real estate. It will purge the rottenness out of the system. High costs of living and high living will come down. People will work harder, live a more moral life. Values will be adjusted, and enterprising people will pick up the wrecks from less competent people.”
It didn't work.
When suffering Americans pleaded for the government to create relief programs to provide jobs, Hoover demurred, claiming such ideas were “soak the rich” strategies and would never work.
He called instead for private charities to fund new job growth.
It didn't work.
By the end of Hoover’s term, Americans were eager for a change. They chose not to reelect Hoover and instead supported New York Governor Franklin Delano Roosevelt, who campaigned on a promise to leverage the federal government to create jobs and establish a safety net for Americans in need. He assured the public of a "New Deal"—a government that would serve everyone, not just the wealthy and privileged.
Upon Roosevelt taking office, Democrats swiftly enacted laws to safeguard workers' rights, create government jobs, regulate businesses and banks, and make strides toward dismantling racial segregation in the South. New Deal initiatives employed over 8.5 million individuals, constructed more than 650,000 miles of highways, built or repaired over 120,000 bridges, and erected more than 125,000 buildings. Additionally, regulations were introduced for banking and the stock market, while workers gained the right to bargain collectively, alongside the establishment of a minimum wage and maximum working hours. What a productive Presidency! It's no wonder he was elected 4 times.
Now, almost a century later, it feels like we may be again on the brink of such shortsighted or outright nefarious intent by a select group of those interested only in their own profiteering. They chip away at union solidarity, workplace safety, the definition of an individual (e.g., "Citizens United," passed in 2010 by the Supreme Court (Citizens United vs. Federal Election Commission) that allows unrestricted campaign donations by corporations or other groups - once again favoring the richest. In 2018, the Janus Decision was passed by the Supreme Court (Janus vs. American Federation of State, County, and Municipal Employees), weakening public employee unions right to collect union dues from its members, the premise being that the court ruled (5-4) to uphold First Amendment rights.
Solidarity is the foundation of the labor movement. By coming together around common objectives, we strengthen our ability to advocate for our collective needs. When we support one another, we are more equipped to confront challenges such as workplace injustices, budget cuts, and policy changes that impact everyone. We must all remain committed to standing together and building a union that amplifies the power of every public employee in Washington.
Membership Update
Information from Aubrei Hansen, WPEA Marketing & Membership Coordinator
With fresh leadership and a renewed outlook, we’re thrilled to be steering our membership in the right direction. Thanks to each of you, we have made incredible strides together this year.
We’re excited to report that we’ve welcomed 207 new members since January. This is 207 more people standing alongside you, working toward better working conditions, fair pay, and the continued enforcement of our union contract. Each new member strengthens our collective voice, empowering us to advocate for the rights and improvements we all deserve.
We still have work ahead, but with the momentum we’ve built and your unwavering support, we are well on our way to an even brighter future for all. Thank you for being part of this journey and for your commitment to our shared vision.
We’re excited to report that we’ve welcomed 207 new members since January. This is 207 more people standing alongside you, working toward better working conditions, fair pay, and the continued enforcement of our union contract. Each new member strengthens our collective voice, empowering us to advocate for the rights and improvements we all deserve.
We still have work ahead, but with the momentum we’ve built and your unwavering support, we are well on our way to an even brighter future for all. Thank you for being part of this journey and for your commitment to our shared vision.
Latest from UFCW
You are a part of something much bigger, find out the latest from UFCW here in their new quarterly newsletter.
Buy Union for Halloween & the holidays
Recipe of the Month - Pumpkin Pancakes
Pumpkin pancakes are good in any season but are perfect to warm you up on cold winter mornings. You can use either canned or cooked fresh pumpkin.
Ingredients
Ingredients
- 1 ½ cups milk
- 1 cup pumpkin puree
- 1 large egg
- 2 tablespoons vegetable oil
- 2 tablespoons vinegar
- 2 cups all-purpose flour
- 3 tablespoons brown sugar
- 2 teaspoons baking powder
- 1 teaspoon baking soda
- 1 teaspoon ground allspice
- 1 teaspoon ground cinnamon
- ½ teaspoon ground ginger
- ½ teaspoon salt
- cooking spray
- Gather all ingredients
- Stir milk, pumpkin, egg, oil, and vinegar together in a large bowl until well combined
- Whisk flour, brown sugar, baking powder, baking soda, allspice, cinnamon, ginger, and salt together in a separate bowl. Add to pumpkin mixture; whisk just until combined.
- Spray a griddle or frying pan with cooking spray; heat over medium-high heat.
- Pour 3 to 4 tablespoons batter for each pancake onto the hot griddle and flatten batter slightly with a spoon.
- Cook until small bubbles appear, about 2 minutes.
- Flip and cook until golden brown, about 2 more minutes. Repeat with remaining batter.
- Serve hot and enjoy!
| On the Calendar Recurring Events: President Office Hours – Every Monday at 12:00 and Thursday at 4:00 Stay up-to-date with your WPEA President https://us06web.zoom.us/j/84804444204?pwd=8WO6oSWkNIEyIBc4bAblg2im01Jkb4.1 Meeting ID: 848 0444 4204 Passcode: 424576 UNITY Meetings – Every Wednesday at 12:00 & 5:00 Different topics, highlights, and news from your Union every week. https://us06web.zoom.us/j/81922699344?pwd=dbfzaAvNpLkL4UOGhuS2oseCB3bZiD.1 Meeting ID: 819 2269 9344 Passcode: 716299 Thurston-Lewis-Mason Central Labor Council Solidarity Night & Meeting – 1st & 3rd Wednesday of every month. Stay up-to-date with the latest from the Central Labor Council and visit their website at: https://www.tlmlabor.org/ | September Events September 2 – Labor Day Labor day BBQ hosted by Washington Federation of State Employees Local 793, Pierce County Central Labor Council 11:30-3:00 Fort Steilacoom Park Labor day BBQ hosted by Southwest Washington Central Labor Council 11:00am - 3:00pm at Haydu Park, 253 Kalama River Rd Kalama, WA 98625 September 7 – Tacoma Rainiers Day Runs Thru September 22nd - Western Washington Fair – Puyallup September 10 - Walk Out For Washington - 12:00pm all locations across Washington State September 17 - Retired union members fight for COLA - All are invited to stand in solidarity with retired union siblings on Tuesday, September 17 in Olympia. Sign up today. DATE: Tuesday, September 17, 2024 TIME: 10:00 a.m. to 12:00 p.m. LOCATION: John L. O’Brien Building, House Hearing Room A |
President Hacker onsite at Bellevue College, gathering college president salary information President Message - August 2024
From the desk of WPEA President Amanda Hacker
We had an amazing turnout for our Higher Education Informational Picket on Wednesday August 28th!!! In the 20 years I’ve worked for you, I have never seen a concerted effort for collective action that has been as quick and impactful as this one – this was truly inspiring to be a part of. These efforts were seen around the State. THANK YOU to everyone who participated in the information picket, to everyone who spoke to at least one coworker, to everyone who participated in phone banking and to everyone who has attends UNITY calls to stay educated. Thank you, YOU are the union. YOU are the ones we are fighting for. Our contracts are the foundation for setting up your working conditions, benefits and your wages. These are YOUR contracts, and today Washington State is telling you, you deserve what equates to a cut in pay – 2% over the two year agreement. Do you believe that classified staff deserve a pay cut?
I’ll tell you what I know. I KNOW that public employees run this State and you are all worked to the bone doing more with less. Some of you are in a constant State of training new hires, or picking up the slack while your employer attempts to hire or fails to hire replacements for those who have left. We know that management keeps getting pay increases, seemingly without fail while you do not. Over the past 25 years the buying power of your dollar dropped between 20-30%. None of our members who serve the public signed up to make less money each year and fall further and further behind prevailing wage and a fair salary. Grocery prices have doubled, housing prices are skyrocketing, and many of you report having multiple jobs in order to make ends meet or needing to rely on social services for basic needs. Enough is enough.
We need all of our members to be part of changing this cycle of sub par salary increases!
You can start by making sure you have a voice by being a voting member of your union. You do not want someone else making decisions on your wages, benefits and working conditions. You need your voice and your vote to count. The saying "there is power in numbers" is true and only works when we act as a group, because we are stronger together.
You can be informed by attending Unity (zoom) calls. Be empowered with the knowledge of what is happening through bargaining and how this affects you and your family. Invite your coworkers to have lunch together and join the call.
You can talk to your coworkers about what is happening. Do they know about bargaining? Are they updated? Do they know where to find the information?
Knowledge = Power
Membership = Power
Power = Better Contracts
ARE YOU ELIGIBLE TO VOTE ON CONTRACT RATIFICATION? YOU MUST HAVE SIGNED MEMBERSHIP CARDS BY SEPTEMBER 5TH. https://www.wpea.org/join
NEXT STEPS:
WPEA is not the only public sector union that is tired of the status quo. WPEA and WFSE are coordinating efforts for a walk out on September 10th. We need your participation. Organize with your coworkers to walk out at NOON ON SEPTEMBER 10th. This is not a picket this is not a strike. This is a collective action showing the State what public employes can do. Having everyone walk off, request the day off, and no longer participate in work from noon on will demonstrate the collective power of labor in Washington State. You are paid to do a job, a job that your employer needs done. Your power is taking that work away. Please stand with your coworkers and fellow members to demand a fair contract. https://actionnetwork.org/event_campaigns/walkout-for-washington-map-rsvp-page-91024
From the desk of WPEA President Amanda Hacker
We had an amazing turnout for our Higher Education Informational Picket on Wednesday August 28th!!! In the 20 years I’ve worked for you, I have never seen a concerted effort for collective action that has been as quick and impactful as this one – this was truly inspiring to be a part of. These efforts were seen around the State. THANK YOU to everyone who participated in the information picket, to everyone who spoke to at least one coworker, to everyone who participated in phone banking and to everyone who has attends UNITY calls to stay educated. Thank you, YOU are the union. YOU are the ones we are fighting for. Our contracts are the foundation for setting up your working conditions, benefits and your wages. These are YOUR contracts, and today Washington State is telling you, you deserve what equates to a cut in pay – 2% over the two year agreement. Do you believe that classified staff deserve a pay cut?
I’ll tell you what I know. I KNOW that public employees run this State and you are all worked to the bone doing more with less. Some of you are in a constant State of training new hires, or picking up the slack while your employer attempts to hire or fails to hire replacements for those who have left. We know that management keeps getting pay increases, seemingly without fail while you do not. Over the past 25 years the buying power of your dollar dropped between 20-30%. None of our members who serve the public signed up to make less money each year and fall further and further behind prevailing wage and a fair salary. Grocery prices have doubled, housing prices are skyrocketing, and many of you report having multiple jobs in order to make ends meet or needing to rely on social services for basic needs. Enough is enough.
We need all of our members to be part of changing this cycle of sub par salary increases!
You can start by making sure you have a voice by being a voting member of your union. You do not want someone else making decisions on your wages, benefits and working conditions. You need your voice and your vote to count. The saying "there is power in numbers" is true and only works when we act as a group, because we are stronger together.
You can be informed by attending Unity (zoom) calls. Be empowered with the knowledge of what is happening through bargaining and how this affects you and your family. Invite your coworkers to have lunch together and join the call.
You can talk to your coworkers about what is happening. Do they know about bargaining? Are they updated? Do they know where to find the information?
Knowledge = Power
Membership = Power
Power = Better Contracts
ARE YOU ELIGIBLE TO VOTE ON CONTRACT RATIFICATION? YOU MUST HAVE SIGNED MEMBERSHIP CARDS BY SEPTEMBER 5TH. https://www.wpea.org/join
NEXT STEPS:
WPEA is not the only public sector union that is tired of the status quo. WPEA and WFSE are coordinating efforts for a walk out on September 10th. We need your participation. Organize with your coworkers to walk out at NOON ON SEPTEMBER 10th. This is not a picket this is not a strike. This is a collective action showing the State what public employes can do. Having everyone walk off, request the day off, and no longer participate in work from noon on will demonstrate the collective power of labor in Washington State. You are paid to do a job, a job that your employer needs done. Your power is taking that work away. Please stand with your coworkers and fellow members to demand a fair contract. https://actionnetwork.org/event_campaigns/walkout-for-washington-map-rsvp-page-91024
| Higher Education Informational Picket Summary by Aubrei Hansen, WPEA Marketing & Membership Coordinator WPEA members in Higher Education held informational pickets at seven colleges across Washington on Wednesday, August 28. The pickets took place as negotiations for a new two-year contract continued to stall, with workers voicing concerns over low pay and the slow pace of bargaining. A huge thank you to everyone that participated, organized, and supported our members at the pickets. The WPEA Higher Education bargaining coalition has been in negotiations with the State since May, but progress has been limited. After months at the table, the union has only secured tentative agreements on 3 out of the 50 articles in the contract. With an October 1 deadline for an approved contract looming, the union expressed concern that the state might be deliberately running down the clock rather than engaging meaningfully in the negotiations. WPEA members took to picket lines to demand fair wages, better working conditions, and improved benefits. The state’s current offer of a single 2% cost-of-living adjustment (COLA) over the two-year contract period was met with strong criticism from workers. Manda Pelly, a member of the Higher Education bargaining team from Edmonds College, remarked, “2% is milk, not a COLA. We deserve fair pay.” The union highlighted the stark rise in the cost of living in Washington State, noting that a one-time 2% COLA effectively amounts to a pay cut. The Consumer Price Index (CPI) in the Western US grew by 2.6% in the past 12 months alone, with a 3.8% increase in the Seattle-Bellevue-Tacoma area. Low wages have created a cycle of high turnover among public workers, leading to an unsustainable situation where both employees and the community suffer. The pickets served as a call to action, urging the state to address these critical issues. The pickets took place at the following locations:
Public employees plan statewide walkout At 12:00 pm on September 10, unionized public employees at state agencies, community colleges and four-year universities will Walkout for Washington to demand livable wages, safe staffing levels, and respect for the Washingtonians that depend on their services. To read the full article visit: https://www.thestand.org/2024/08/public-employees-plan-statewide-walkout/ CALL TO ACTION: WPEA is asking ALL members to take part in the Walkout for Washington. We are encouraging all our member to request vacation time for the whole day or from noon until the end of your shift. Our contracts provide for numerous types of leave. It is time the State pay it's employees what they are worth! Higher Education Contract:
Yakima Valley:
Highline College:
KRL:
 |         |
2025-2027 Bargaining Update
Update by Aubrei Hansen, WPEA Marketing & Membership Coordinator
General Government Bargaining
The General Government Bargaining team provided an update on August 27, 2024, with discussions focused on various articles and specific issues. A significant portion of the discussion revolved around promotions and vacancies within the CVEO, where the need for consistency in job postings across the agency was highlighted. Concerns were raised about the "first-come, first-served" approach, which could disadvantage long-tenured employees who are off-duty when opportunities arise. The Union pointed out issues with the current system, which may allow management to bypass certain candidates, especially when multiple county postings are involved. The discussion also touched on the need to differentiate between CVEO 2s and 3s in the hiring process.
In other updates, the team reached an agreement on Article 4, covering special programs and minor housekeeping items. For Article 6, the State proposed maintaining the current contract language with an emphasis on managing travel time and unexpected critical work. Article 10 discussions centered around maintaining current contract language, with a focus on personal days regulated by statute, which would require legislative changes. The State also proposed its original language for wildfire leave in Article 17, while recognizing shared leave as a legislative issue. Article 18 saw debates on whether "may" or "will" should be used in the approval process for childcare and eldercare emergency situations. Lastly, Article 24 discussions on telework concluded with no major changes proposed by the State.
The update also included details on DNR-specific bargaining, where the team expanded language in Article 20 to better define R&R days, particularly when they fall on scheduled days off. Appendix X discussions aimed to distinguish between regular workdays and R&R days, while Article 7 debates focused on the State's proposal of increasing premium pay from $2 to $3 and clarifying DNR R&R days. There was also a continued debate over whether assignment pay should be determined by flat rates or percentages, with the State expressing concerns about payroll processing.
For CDHY and WSSB bargaining, workload issues were a key concern, with the team rejecting the State's package deal and emphasizing the need to address caseloads. Discussions on teacher certification and testing led to a conversation about compensating teachers for clock hours and certification tests. Additionally, there were suggestions to optimize the use of
in-service days and consider additional compensation for meetings extending beyond regular hours.
In a previous bargaining session on August 8, 2024, the team addressed concerns stemming from an ongoing letter-writing campaign among General Government managers. The State revised its compensation proposal to 2% in 2025 and 0% in 2026. Much of the session focused on clarifying how R&R days are treated when they fall on a regular day off, with the State committing to providing a proposal soon. Discussions also covered sick leave verification, where the Union argued for more flexibility in the language, especially in scenarios where medical verification may not be readily available. Further talks included proposed changes to family definitions in Article 12 to ensure inclusivity, as well as considerations for bereavement leave, vaccination leave, and emergency leave provisions.
The session also touched on a State proposal for lump sum payments for WSSB and CDHY, which was conditional on the bargaining team dropping other proposals. The team expressed a desire for further discussions to address workload issues. As negotiations progress, there is growing frustration with the pace of discussions and a perceived lack of genuine engagement from the State’s representatives.
An earlier session on August 1, 2024, involved a comprehensive presentation on the upcoming budget and detailed discussions on various proposals. Key points included inclusivity and clarification in Article 7, with the State discussing the inclusion of CVEO3s and suggested modifications to Article 12.1 for better alignment with other CBAs. Proposed changes to Article 12.2 focused on referencing the WAC for emergency declarations and providing clearer guidelines for absences exceeding three days. Updates to Article 17 included provisions for vaccine-related leave and clarity on leave during emergencies. Discussions also covered proposed changes to military and bereavement leave, as well as a wildfire disaster leave proposal, which sparked debates about the criteria for declaring a state of emergency. Concerns about recruitment, retention, and competitive wages were raised, particularly regarding the State’s lack of plans to address these issues.
Higher Education
The Higher Education Bargaining session on August 13, 2024, focused on key issues, including defining "extraordinary hours" in Article 7 to protect employees from being overworked, especially as more members become eligible for overtime. The union also addressed concerns about sick leave verification in Article 13, proposing a reimbursement system for doctor visits, particularly in situations where timely medical attention is challenging. A significant proposal was made for emergency leave to prevent illness from spreading on campuses, especially for new employees who lack leave when they start. However, the State has yet to counter the union's previous proposal for five days of emergency leave.
In Article 18, the union seeks to increase personal leave from one to three days upon hire to support new employees, while the State proposed shifting two personal days for new hires to use in lieu of sick leave. The union also introduced a revised proposal for Natural Disaster Leave, expanding it beyond wildfires to include various types of disasters, with provisions for extended and shared leave options. Discussions on Article 26 included updates to ORCA card benefits, suggesting it be considered a subsidy rather than a universal benefit, with the State agreeing to reevaluate the feasibility. A revised proposal on seniority in Article 45 now includes portable service across institutions, which would benefit part-time employees transitioning to new classifications. Additionally, the proposal for bargaining leave in Article 39 was adjusted from 11 days to 9, reflecting actual usage and the need for more bargaining time. The union is also pushing for clearer language in Article 50 regarding mandatory subjects for bargaining, though the State prefers to keep the language vague due to the variable nature of workplace changes.
During the session, the State emphasized the need to focus on economic issues, suggesting that non-economic items be closed out. This sparked a discussion on the importance of improving workplace conditions, particularly if salary increases are not feasible. The union expressed frustration with the pace of progress and the State’s perceived delays on both non-economic and economic matters. Looking ahead, further negotiations will continue on specific leave provisions and classification adjustments, with "last best and final" offers from the State anticipated in the next session.
In an earlier session on August 6, 2024, the discussion began with the definition of "mandatory subjects," with the union seeking practical examples to prevent future disputes. The union also appreciated the State's proposal for bereavement leave, vaccination leave, and wildfire disaster leave under Article 18 but sought clarity on the implementation of vaccination leave. Discussions on "extraordinary hours" revealed concerns over employee burnout due to unfilled vacancies, while the State declined to define these hours within the contract, citing flexibility under the Fair Labor Standards Act (FLSA). The union's proposals for technology reimbursement and a 26% wage increase over two years were met with resistance from the State, citing budget constraints and overspending issues. The union highlighted ongoing challenges with turnover and burnout, particularly in colleges without established policies, and expressed frustration over the lack of significant benefits and wage increases for employees. As the bargaining process continues, both teams aim to refine proposals and seek common ground, addressing pressing employee needs and organizational constraints. The union remains determined, urging members to wear blue on Wednesdays to show support and demand that public employees be made a priority.
House Democratic Caucus
During the House Democratic bargaining session on August 26, 2024, several key topics were addressed. The House continued to push for the removal of arbitration language from agreements and proposed a new provision concerning shop stewards, which would allow for mutual agreement when appointing additional stewards in cases of conflict of interest. The language related to operating hours and access to new hires was accepted without issue. The House also introduced an article on discipline, outlining steps for formal discipline, which the Union will review and revise.
A significant point of debate involved the proposal for random COVID-19 testing for staff, particularly those frequently in the Capitol. While some participants supported the measure for ensuring safety during caucuses, others raised concerns about logistical challenges and the effectiveness of such testing, given past experiences with testing centers. The session concluded with a follow-up on coalition dates and a note that only one more non-economic proposal remains to be addressed.
In a previous session on August 19, 2024, discussions focused on the role of shop stewards, with the House showing willingness to strike the ratio for shop stewards but suggesting that only one be released at a time. Concerns about adequate representation in disputes were raised, leading to a shared understanding of the importance of ensuring every employee’s right to representation. The session also covered non-discrimination policy, with bullying highlighted as a priority issue, and professional growth review, which was preferred to be addressed in a Memorandum of Understanding (MOU) rather than formal contract language.
Training and employee development were contentious, with the House expressing concerns over the aspirational language in the Union’s proposal and citing budget constraints. While there was agreement on incorporating training during work hours, there was disagreement over dedicating a full day for contract bargaining agreement training. Telework practices and potential disparities in allowances for Legislative Assistants were also discussed, along with the need for clear communication during severe weather events under the inclement weather policy.
Earlier sessions reflected ongoing negotiations, with both parties showing a willingness to explore middle ground on key issues while maintaining open and constructive dialogue. As the bargaining process continues, both sides are working towards refining proposals and finding common ground on critical matters.
Senate Democratic Caucus
In the August 29, 2024, Senate bargaining session, several key topics were discussed. The session began with tentative agreements on management rights and Labor-Management Committee provisions, while discussions on the grievance procedure led the union to await its response to the Senate's reasserted proposal. Concerns were raised by the union regarding the Senate Facilities & Operations (F&O) Committee serving as the final step in the grievance process due to perceived lack of neutrality.
Management addressed concerns about random COVID-19 testing, indicating a preference to follow CDC and health guidelines rather than implement random testing. They also emphasized the importance of defining disciplinary actions clearly, agreeing to protect employee privacy and close investigations without action. However, they noted that layoffs and similar actions should not be categorized as disciplinary.
Additional discussions included inclement weather policies, with the union seeking clarity on non-emergency situations that could impact remote work. The union also reasserted its stance on arbitration hearings for union rights and activities and emphasized the need to protect employees' off-duty conduct, particularly in politically sensitive situations. The session concluded with a collaborative approach to public health concerns, particularly contagious diseases, and recognized ergonomic considerations for home offices. The union agreed to remove language on random COVID-19 testing but stressed the importance of continued dialogue on public health.
Earlier, on August 15, 2024, the bargaining process began with the Senate presenting a comprehensive but bare-bones collective bargaining agreement. Key areas addressed included Union Recognition, Non-discrimination & Workplace Behavior, Grievance Procedure, Legal Defense, and Entire Agreement articles. The union expressed discomfort with the F&O Committee handling grievances internally, especially when committee members might be involved, while the Senate noted that different labor laws apply to their operations, making traditional workplace precedents less applicable. The next bargaining session is scheduled for next week.
Healthcare Bargaining
Healthcare bargaining reached a tentative agreement and maintained the 85/15 split.
Update by Aubrei Hansen, WPEA Marketing & Membership Coordinator
General Government Bargaining
The General Government Bargaining team provided an update on August 27, 2024, with discussions focused on various articles and specific issues. A significant portion of the discussion revolved around promotions and vacancies within the CVEO, where the need for consistency in job postings across the agency was highlighted. Concerns were raised about the "first-come, first-served" approach, which could disadvantage long-tenured employees who are off-duty when opportunities arise. The Union pointed out issues with the current system, which may allow management to bypass certain candidates, especially when multiple county postings are involved. The discussion also touched on the need to differentiate between CVEO 2s and 3s in the hiring process.
In other updates, the team reached an agreement on Article 4, covering special programs and minor housekeeping items. For Article 6, the State proposed maintaining the current contract language with an emphasis on managing travel time and unexpected critical work. Article 10 discussions centered around maintaining current contract language, with a focus on personal days regulated by statute, which would require legislative changes. The State also proposed its original language for wildfire leave in Article 17, while recognizing shared leave as a legislative issue. Article 18 saw debates on whether "may" or "will" should be used in the approval process for childcare and eldercare emergency situations. Lastly, Article 24 discussions on telework concluded with no major changes proposed by the State.
The update also included details on DNR-specific bargaining, where the team expanded language in Article 20 to better define R&R days, particularly when they fall on scheduled days off. Appendix X discussions aimed to distinguish between regular workdays and R&R days, while Article 7 debates focused on the State's proposal of increasing premium pay from $2 to $3 and clarifying DNR R&R days. There was also a continued debate over whether assignment pay should be determined by flat rates or percentages, with the State expressing concerns about payroll processing.
For CDHY and WSSB bargaining, workload issues were a key concern, with the team rejecting the State's package deal and emphasizing the need to address caseloads. Discussions on teacher certification and testing led to a conversation about compensating teachers for clock hours and certification tests. Additionally, there were suggestions to optimize the use of
in-service days and consider additional compensation for meetings extending beyond regular hours.
In a previous bargaining session on August 8, 2024, the team addressed concerns stemming from an ongoing letter-writing campaign among General Government managers. The State revised its compensation proposal to 2% in 2025 and 0% in 2026. Much of the session focused on clarifying how R&R days are treated when they fall on a regular day off, with the State committing to providing a proposal soon. Discussions also covered sick leave verification, where the Union argued for more flexibility in the language, especially in scenarios where medical verification may not be readily available. Further talks included proposed changes to family definitions in Article 12 to ensure inclusivity, as well as considerations for bereavement leave, vaccination leave, and emergency leave provisions.
The session also touched on a State proposal for lump sum payments for WSSB and CDHY, which was conditional on the bargaining team dropping other proposals. The team expressed a desire for further discussions to address workload issues. As negotiations progress, there is growing frustration with the pace of discussions and a perceived lack of genuine engagement from the State’s representatives.
An earlier session on August 1, 2024, involved a comprehensive presentation on the upcoming budget and detailed discussions on various proposals. Key points included inclusivity and clarification in Article 7, with the State discussing the inclusion of CVEO3s and suggested modifications to Article 12.1 for better alignment with other CBAs. Proposed changes to Article 12.2 focused on referencing the WAC for emergency declarations and providing clearer guidelines for absences exceeding three days. Updates to Article 17 included provisions for vaccine-related leave and clarity on leave during emergencies. Discussions also covered proposed changes to military and bereavement leave, as well as a wildfire disaster leave proposal, which sparked debates about the criteria for declaring a state of emergency. Concerns about recruitment, retention, and competitive wages were raised, particularly regarding the State’s lack of plans to address these issues.
Higher Education
The Higher Education Bargaining session on August 13, 2024, focused on key issues, including defining "extraordinary hours" in Article 7 to protect employees from being overworked, especially as more members become eligible for overtime. The union also addressed concerns about sick leave verification in Article 13, proposing a reimbursement system for doctor visits, particularly in situations where timely medical attention is challenging. A significant proposal was made for emergency leave to prevent illness from spreading on campuses, especially for new employees who lack leave when they start. However, the State has yet to counter the union's previous proposal for five days of emergency leave.
In Article 18, the union seeks to increase personal leave from one to three days upon hire to support new employees, while the State proposed shifting two personal days for new hires to use in lieu of sick leave. The union also introduced a revised proposal for Natural Disaster Leave, expanding it beyond wildfires to include various types of disasters, with provisions for extended and shared leave options. Discussions on Article 26 included updates to ORCA card benefits, suggesting it be considered a subsidy rather than a universal benefit, with the State agreeing to reevaluate the feasibility. A revised proposal on seniority in Article 45 now includes portable service across institutions, which would benefit part-time employees transitioning to new classifications. Additionally, the proposal for bargaining leave in Article 39 was adjusted from 11 days to 9, reflecting actual usage and the need for more bargaining time. The union is also pushing for clearer language in Article 50 regarding mandatory subjects for bargaining, though the State prefers to keep the language vague due to the variable nature of workplace changes.
During the session, the State emphasized the need to focus on economic issues, suggesting that non-economic items be closed out. This sparked a discussion on the importance of improving workplace conditions, particularly if salary increases are not feasible. The union expressed frustration with the pace of progress and the State’s perceived delays on both non-economic and economic matters. Looking ahead, further negotiations will continue on specific leave provisions and classification adjustments, with "last best and final" offers from the State anticipated in the next session.
In an earlier session on August 6, 2024, the discussion began with the definition of "mandatory subjects," with the union seeking practical examples to prevent future disputes. The union also appreciated the State's proposal for bereavement leave, vaccination leave, and wildfire disaster leave under Article 18 but sought clarity on the implementation of vaccination leave. Discussions on "extraordinary hours" revealed concerns over employee burnout due to unfilled vacancies, while the State declined to define these hours within the contract, citing flexibility under the Fair Labor Standards Act (FLSA). The union's proposals for technology reimbursement and a 26% wage increase over two years were met with resistance from the State, citing budget constraints and overspending issues. The union highlighted ongoing challenges with turnover and burnout, particularly in colleges without established policies, and expressed frustration over the lack of significant benefits and wage increases for employees. As the bargaining process continues, both teams aim to refine proposals and seek common ground, addressing pressing employee needs and organizational constraints. The union remains determined, urging members to wear blue on Wednesdays to show support and demand that public employees be made a priority.
House Democratic Caucus
During the House Democratic bargaining session on August 26, 2024, several key topics were addressed. The House continued to push for the removal of arbitration language from agreements and proposed a new provision concerning shop stewards, which would allow for mutual agreement when appointing additional stewards in cases of conflict of interest. The language related to operating hours and access to new hires was accepted without issue. The House also introduced an article on discipline, outlining steps for formal discipline, which the Union will review and revise.
A significant point of debate involved the proposal for random COVID-19 testing for staff, particularly those frequently in the Capitol. While some participants supported the measure for ensuring safety during caucuses, others raised concerns about logistical challenges and the effectiveness of such testing, given past experiences with testing centers. The session concluded with a follow-up on coalition dates and a note that only one more non-economic proposal remains to be addressed.
In a previous session on August 19, 2024, discussions focused on the role of shop stewards, with the House showing willingness to strike the ratio for shop stewards but suggesting that only one be released at a time. Concerns about adequate representation in disputes were raised, leading to a shared understanding of the importance of ensuring every employee’s right to representation. The session also covered non-discrimination policy, with bullying highlighted as a priority issue, and professional growth review, which was preferred to be addressed in a Memorandum of Understanding (MOU) rather than formal contract language.
Training and employee development were contentious, with the House expressing concerns over the aspirational language in the Union’s proposal and citing budget constraints. While there was agreement on incorporating training during work hours, there was disagreement over dedicating a full day for contract bargaining agreement training. Telework practices and potential disparities in allowances for Legislative Assistants were also discussed, along with the need for clear communication during severe weather events under the inclement weather policy.
Earlier sessions reflected ongoing negotiations, with both parties showing a willingness to explore middle ground on key issues while maintaining open and constructive dialogue. As the bargaining process continues, both sides are working towards refining proposals and finding common ground on critical matters.
Senate Democratic Caucus
In the August 29, 2024, Senate bargaining session, several key topics were discussed. The session began with tentative agreements on management rights and Labor-Management Committee provisions, while discussions on the grievance procedure led the union to await its response to the Senate's reasserted proposal. Concerns were raised by the union regarding the Senate Facilities & Operations (F&O) Committee serving as the final step in the grievance process due to perceived lack of neutrality.
Management addressed concerns about random COVID-19 testing, indicating a preference to follow CDC and health guidelines rather than implement random testing. They also emphasized the importance of defining disciplinary actions clearly, agreeing to protect employee privacy and close investigations without action. However, they noted that layoffs and similar actions should not be categorized as disciplinary.
Additional discussions included inclement weather policies, with the union seeking clarity on non-emergency situations that could impact remote work. The union also reasserted its stance on arbitration hearings for union rights and activities and emphasized the need to protect employees' off-duty conduct, particularly in politically sensitive situations. The session concluded with a collaborative approach to public health concerns, particularly contagious diseases, and recognized ergonomic considerations for home offices. The union agreed to remove language on random COVID-19 testing but stressed the importance of continued dialogue on public health.
Earlier, on August 15, 2024, the bargaining process began with the Senate presenting a comprehensive but bare-bones collective bargaining agreement. Key areas addressed included Union Recognition, Non-discrimination & Workplace Behavior, Grievance Procedure, Legal Defense, and Entire Agreement articles. The union expressed discomfort with the F&O Committee handling grievances internally, especially when committee members might be involved, while the Senate noted that different labor laws apply to their operations, making traditional workplace precedents less applicable. The next bargaining session is scheduled for next week.
Healthcare Bargaining
Healthcare bargaining reached a tentative agreement and maintained the 85/15 split.
Don't Forget: Union Night at the Tacoma Rainiers
| Make sure to be prepared and knowledgeable of Rainiers’ rules before you join us at Cheney Stadium.
WPEA will be out front with giveaways for members attending the game. Stop by and say Hi! If you would like to attend please purchase your tickets by September 2nd: https://www.wpea.org/tacomarainiers |  |
Who is the Union
Article by Joey Hicklin, WPEA Organizer
Article by Joey Hicklin, WPEA Organizer
Who is the Union?
The question, "Who is the union?" might seem straightforward, but the answer is complex and critical to understanding the role we all play as union members. Often, we hear phrases like, "The union wants this," or "The union did that," but who is this union we keep talking about? Let's explore this, and while doing so, remember that our union—and every union—is essential in maintaining the balance of power between workers and employers.
The Importance of Unions
To understand why unions matter, we have to look at the power dynamics that existed between workers and employers before unions. Before unions, workers had very little power in the workplace. Employers could reduce pay, change working conditions, or terminate employment with little consequence. On the flip side, a single worker couldn't lower their employer's income, change their conditions, or terminate them. The only real power an individual worker had was in their voice and their ability to share their experiences with others.
But one voice can only do so much. Early union organizers learned that the real power came from collective action. When many workers move in the same direction, their voices together can match the power of an employer. Unions were created to harness this collective power and give workers the ability to protect their rights, advocate for fair wages, and improve working conditions.
However, simply forming a union isn't enough. Unions must continue to build on that collective power, or it fades. That's where things like collective bargaining agreements (CBAs) and union constitutions come in.
Contracts, Constitutions, and Membership
The Collective Bargaining Agreement (CBA) is the foundation to any union having its power persist. It sets in writing the wages, hours, and working conditions that union members fought to secure. But contracts aren't self-enforcing; they require vigilance from all of us to make sure that they are upheld. The union also needs a way to organize itself and manage its resources, which is where constitutions or bylaws come into play. These documents lay out the rules for how money is collected and spent, as well as how leaders are elected to represent the members.
But contracts and constitutions are only as strong as the membership behind them. If participation in the union is low, it becomes harder to enforce our rights. New managers might violate the CBA, and if there’s no strong response from the membership, those violations could become the norm. If we don’t stand up when our rights are infringed upon, then what good is the contract?
Apathy is one of the biggest threats to any union. When members don’t participate, the power we’ve built begins to crumble. And when participation is low, it opens the door for power imbalances, ineffective leadership, and a loss of trust between members and union representatives.
The Power of Participation
This brings us to the heart of the matter: participation. A union’s power lies in its ability to act as a collective force. We must move together in the same direction, whether we’re bargaining for a fair contract, standing up against violations of our rights, or participating in actions like the recent informational picket for Higher Education staff.
So, how do you participate? There are many ways, and all of them contribute to the strength of our union. Start by staying informed—read union communications, attend meetings, and familiarize yourself with the CBA and bylaws. By understanding your rights and responsibilities, you’re better equipped to protect them.
Showing up to meetings, like our weekly UNITY meetings, gives you a voice in the direction of our union. These meetings aren’t just for updates—they’re spaces where you can take control, contribute ideas, and help shape the future of our collective efforts.
If you notice a violation of the CBA or any issues in the workplace, report them. The sooner issues are brought to light, the sooner we can act. And remember, follow up—our stewards are volunteers, and our staff representatives are stretched thin. Timely reporting and persistence help ensure that issues are addressed.
Beyond these steps, participation can be as simple as talking with your coworkers about union matters. Encourage others to get involved. Share information and help newer members understand the importance of staying engaged.
Most importantly, when we move to collective action, like an informational picket or a walkout, your presence matters. Collective action shows the employer that we’re united, that we’re serious, and that we’re willing to stand up for what’s right.
We Are the Union
In the end, the answer to the question, "Who is the union?" is simple: We are. Every one of us, from those who attend meetings to those who stand on the picket line, to those who engage in the day-to-day conversations with coworkers, makes up the union. Our power is in our collective participation, and that power is what balances the scales between us and our employers.
So, whether you’re attending meetings, reporting issues, or standing up in collective actions, know that your participation is not just valuable—it is essential. The union is as strong as we make it. Together, we are the union.
The question, "Who is the union?" might seem straightforward, but the answer is complex and critical to understanding the role we all play as union members. Often, we hear phrases like, "The union wants this," or "The union did that," but who is this union we keep talking about? Let's explore this, and while doing so, remember that our union—and every union—is essential in maintaining the balance of power between workers and employers.
The Importance of Unions
To understand why unions matter, we have to look at the power dynamics that existed between workers and employers before unions. Before unions, workers had very little power in the workplace. Employers could reduce pay, change working conditions, or terminate employment with little consequence. On the flip side, a single worker couldn't lower their employer's income, change their conditions, or terminate them. The only real power an individual worker had was in their voice and their ability to share their experiences with others.
But one voice can only do so much. Early union organizers learned that the real power came from collective action. When many workers move in the same direction, their voices together can match the power of an employer. Unions were created to harness this collective power and give workers the ability to protect their rights, advocate for fair wages, and improve working conditions.
However, simply forming a union isn't enough. Unions must continue to build on that collective power, or it fades. That's where things like collective bargaining agreements (CBAs) and union constitutions come in.
Contracts, Constitutions, and Membership
The Collective Bargaining Agreement (CBA) is the foundation to any union having its power persist. It sets in writing the wages, hours, and working conditions that union members fought to secure. But contracts aren't self-enforcing; they require vigilance from all of us to make sure that they are upheld. The union also needs a way to organize itself and manage its resources, which is where constitutions or bylaws come into play. These documents lay out the rules for how money is collected and spent, as well as how leaders are elected to represent the members.
But contracts and constitutions are only as strong as the membership behind them. If participation in the union is low, it becomes harder to enforce our rights. New managers might violate the CBA, and if there’s no strong response from the membership, those violations could become the norm. If we don’t stand up when our rights are infringed upon, then what good is the contract?
Apathy is one of the biggest threats to any union. When members don’t participate, the power we’ve built begins to crumble. And when participation is low, it opens the door for power imbalances, ineffective leadership, and a loss of trust between members and union representatives.
The Power of Participation
This brings us to the heart of the matter: participation. A union’s power lies in its ability to act as a collective force. We must move together in the same direction, whether we’re bargaining for a fair contract, standing up against violations of our rights, or participating in actions like the recent informational picket for Higher Education staff.
So, how do you participate? There are many ways, and all of them contribute to the strength of our union. Start by staying informed—read union communications, attend meetings, and familiarize yourself with the CBA and bylaws. By understanding your rights and responsibilities, you’re better equipped to protect them.
Showing up to meetings, like our weekly UNITY meetings, gives you a voice in the direction of our union. These meetings aren’t just for updates—they’re spaces where you can take control, contribute ideas, and help shape the future of our collective efforts.
If you notice a violation of the CBA or any issues in the workplace, report them. The sooner issues are brought to light, the sooner we can act. And remember, follow up—our stewards are volunteers, and our staff representatives are stretched thin. Timely reporting and persistence help ensure that issues are addressed.
Beyond these steps, participation can be as simple as talking with your coworkers about union matters. Encourage others to get involved. Share information and help newer members understand the importance of staying engaged.
Most importantly, when we move to collective action, like an informational picket or a walkout, your presence matters. Collective action shows the employer that we’re united, that we’re serious, and that we’re willing to stand up for what’s right.
We Are the Union
In the end, the answer to the question, "Who is the union?" is simple: We are. Every one of us, from those who attend meetings to those who stand on the picket line, to those who engage in the day-to-day conversations with coworkers, makes up the union. Our power is in our collective participation, and that power is what balances the scales between us and our employers.
So, whether you’re attending meetings, reporting issues, or standing up in collective actions, know that your participation is not just valuable—it is essential. The union is as strong as we make it. Together, we are the union.
WPEA Union History - Time Machine Back to August 2002
Article by Aubrei Hansen, WPEA Marketing & Membership Coordinator
Article by Aubrei Hansen, WPEA Marketing & Membership Coordinator
| Security Guards Get Assignment Pay In 2002, Washington State security guards celebrated a significant victory as they secured a 10% assignment pay for those required to carry firearms. This development came in response to a federal mandate, increasing security measures due to heightened threats. The effort to secure assignment pay was driven by WPEA members Frank Scharff, a Security Guard at Camp Murray, and Monte Shimp, a Job Representative. Together, they played a crucial role in the labor-management team that brought this proposal to fruition. In addition to assignment pay, the new agreement also mandated that supervisors be present on all shifts, recognizing the heightened responsibilities of the security team. This change led to higher class allocations, with current employees required to carry firearms being promoted to Security Guard 2. Additionally, positions at the Security Guard 3 level were to be filled first by current employees, providing further promotional opportunities and increased earnings. "We really appreciate all the work and knowledge WPEA's Staff Reps have when it comes to fair pay," said Sid Katz, reflecting on the success. "This is another example that WPEA works for all of us!" This agreement marked a significant step forward in ensuring fair compensation and recognizing the critical role security guards play in maintaining safety across the state. DNR Investigators Join Bargaining Unit In 2002, the Washington Public Employees Association (WPEA) achieved a landmark expansion by incorporating the Natural Resource Investigators (NRIs) into its bargaining unit. This significant move marked a pivotal moment in the union’s history, highlighting its dedication to advocating for the rights and well-being of state law enforcement officers. Natural Resource Investigators, operating under the Department of Natural Resources (DNR) Office of Law Enforcement Services, are specialized officers tasked with a broad range of duties essential for maintaining safety and enforcing laws related to Washington's natural resources. They are fully commissioned and armed, attending the Basic Law Enforcement Academy and earning qualifications as Wildland Fire Investigators. Despite their extensive training and expertise, NRIs had faced a decade without wage increases and lacked a structured career ladder within their classification. The inclusion of Natural Resource Investigators into the WPEA bargaining unit in 2002 represented a significant achievement in the union’s history. It illustrated WPEA’s commitment to advocating for all its members, ensuring fair pay, and supporting career advancement. This expansion not only benefited the NRIs but also reinforced the union’s role as a powerful advocate for workers across various state departments. |  Original Article from 2002, from WPEA's The Sentinel  Original Article from 2002 WPEA's The Sentinel |
| Union Products for Back to School Article by Lisa Franklin, WPEA Office Support Coordinator As sad as we will be to see summer come to an end, the approach of a new school year is an exciting time and ushers in the busiest buying season outside of the winter holidays. Get your young learners fired up for the start of school with new school supplies! Check out our list of ethically made products from companies that treat their employees fairly. These products are made by the USW, CWA-PPMWS, UAW, and UFCW. PAPER PRODUCTS, FOLDERS AND BINDERS
|  PENS
MISC. SUPPLIES
CLOTHING
BEVERAGES
|
Caprese Pasta Salad
This tasty Caprese Pasta Salad combines fresh tomatoes, mozzarella, and basil with tender bowtie pasta and a flavorful homemade balsamic dressing!
Prep Time: 15minutes minutes
Cook Time: 8minutes minutes
Total Time: 23minutes minutes
Servings: 6 servings
Calories355kcal
Author: Jenn Laughlin - Peas and Crayons
Ingredients
BALSAMIC CARPESE SALAD DRESSING
Prep Time: 15minutes minutes
Cook Time: 8minutes minutes
Total Time: 23minutes minutes
Servings: 6 servings
Calories355kcal
Author: Jenn Laughlin - Peas and Crayons
Ingredients
- 8 oz mini bowtie pasta (or favorite small pasta)
- 8 oz mozzarella balls or pearls
- 2 cups cherry tomatoes
- ¼-½ cup chopped or chiffonade fresh basil
BALSAMIC CARPESE SALAD DRESSING
- ⅓ cup extra virgin olive oil
- 2 TBSP white wine vinegar or red wine vinegar
- 1-2 TBSP balsamic vinegar plus extra to taste
- 1 clove garlic (peeled, smashed, and minced)
- ½ tsp sea salt
- ½ tsp black pepper
- ¼ tsp dried oregano leaves
- Bring a pot of water to a boil and season with a 1-2 pinches of sea salt.
- While you wait for the water to boil, measure out all your ingredients, this salad comes together fast!
- Add the pasta to boiling water and cook until al dente, approx. 8 minutes for mini bowties or follow package instructions for different shapes.
- Drain cooked pasta in a colander and rinse with cold water. Set aside.
- To make the dressing, peel smash and mince fresh garlic. Add to a small bowl with oil, vinegar, salt, pepper, and oregano. Mix well then pour over pasta. Toss to coat.
- Halve, quarter, or chop tomatoes (any variety will work here) and add to the pasta along with basil and mozzarella balls.
- Mix well and allow salad to sit for 30 minutes (at room temperature or in fridge if preferred) for the flavors to meld. This is optional but I always try to set aside some time to marinate in the dressing. Taste and add any additional balsamic or seasoning desired. Enjoy!
- This salad can be made the day before for a party or gathering and will keep in the fridge for up to 3-4 days.
| On the Calendar Recurring Events: President Office Hours – Every Monday at 12:00 and Thursday at 4:00 Stay up-to-date with your WPEA President https://us06web.zoom.us/j/84804444204?pwd=8WO6oSWkNIEyIBc4bAblg2im01Jkb4.1 Meeting ID: 848 0444 4204 Passcode: 424576 UNITY Meetings – Every Wednesday at 12:00 & 5:00 Different topics, highlights, and news from your Union every week. https://us06web.zoom.us/j/81922699344?pwd=dbfzaAvNpLkL4UOGhuS2oseCB3bZiD.1 Meeting ID: 819 2269 9344 Passcode: 716299 Thurston-Lewis-Mason Central Labor Council Solidarity Night & Meeting – 1st & 3rd Wednesday of every month. Stay up-to-date with the latest from the Central Labor Council and visit their website at: https://www.tlmlabor.org/ | August Events August 7th - Thurston-Lewis-Mason Labor Council Solidarity Night August 21st – CLC Meeting online 6:30 August 30th - September 22nd - Washington State Fair - Puyallup WA There are so many county fairs across the state to mention each one for this month, but if you need information about your county fair visit your local Chamber of Commerce online and look for events! August Bargaining Dates Higher Education: August 6, August 13, August 21 General Government: August 1, August 8, August 27 Senate: August 15, August 29 House: August 2, August 14, August 19 Healthcare Coalition Bargaining: August 5 |
We need your voice now more than ever!
Bargaining Action: You are being robbed! Speak up now!
The bargaining teams are hard at work, negotiating better working conditions and fighting for increased wages and realistic COLAs.
We need your voice now more than ever! Your employer is proposing unacceptably low compensation increases that fail to address the rising cost of living and your hard work. This is a critical moment in our contract negotiations, and we must act together!
The reality is:
Your participation is crucial. Silence sides with the oppressor, always. It's time to send a clear, unified message: We demand fair, inflation-matching wage increases!
By sharing your experiences and concerns, you'll help the bargaining team push for the compensation you deserve.
Take Action Now: Send letters by August 15th if at all possible
Together, we are stronger. Let's show management the power of our unity.
We need your voice now more than ever! Your employer is proposing unacceptably low compensation increases that fail to address the rising cost of living and your hard work. This is a critical moment in our contract negotiations, and we must act together!
The reality is:
- Grocery prices have nearly doubled in just the past year.
- Housing costs have doubled over the last five years.
- Your wage increases continue to lag behind inflation year after year decreasing the value of every dollar you make.
- Record numbers of members report having to rely on state services or work multiple jobs to keep up with daily expenses.
Your participation is crucial. Silence sides with the oppressor, always. It's time to send a clear, unified message: We demand fair, inflation-matching wage increases!
By sharing your experiences and concerns, you'll help the bargaining team push for the compensation you deserve.
Take Action Now: Send letters by August 15th if at all possible
- Visit our campaign page: https://www.wpea.org/2024bargainingletter.html
- Choose a pre-written letter or write your own.
- CC union leadership to help us track the campaign:
- [email protected]
- Your Rep
- Your Steward team
- Every letter strengthens our position at the bargaining table. Don't wait - your future depends on it.
Together, we are stronger. Let's show management the power of our unity.
2025-2027 Bargaining Update
Update by Aubrei Franklin, WPEA Marketing & Membership Coordinator
Our next bargaining dates are:
Higher Education: August 6, August 13, August 21
General Government: August 1, August 8, August 27
Senate: August 15, August 29
House: August 2, August 14, August 19
Healthcare Coalition Bargaining: August 5
We've been actively engaged in negotiations and have recently submitted compensation proposals for both Higher Education (HE) and General Government (GG). Here's a quick update on the progress:
Recent and Upcoming Sessions
Higher Education Update - From bargaining July 30
At the beginning of bargaining your Union highlighted the need for comprehensive documentation, training, and planning; citing an incident at Clark College to emphasize the urgency of consistent public safety practices across colleges. Your union and bargaining team advocated for a global discussion to understand and address these discrepancies.
The state acknowledged the intent to understand best practices but expressed concerns about potential encroachments on management rights. Courtney Braddock, bargaining team member from Clark College, stressed the importance of direct advocacy for safety concerns to ensure transparency and avoid negative publicity. She shared past experiences where LMCC attempts were ignored until media involvement prompted action, underscoring the need for open discussions.
The state proposed raising the minimum wage to $18 an hour with classification increases. This adjustment aims to stay ahead of the Washington minimum wage act, which mandates annual increases until 2028. The session included implications for various classifications but lacked detailed discussions on the rationale behind the $18 starting wage. Additionally, the team felt that $18 wasn’t enough and that proposal needs to be better thought out by the state.
Despite the state's stance that a 10% raise across the board would be too costly, bargaining team members expressed frustration over recurring issues with classification adjustments and sought clearer justification for the proposed changes. Some of the questions asked where: How many classifications is the state going to be happy with paying minimum wage? How the classifications are chosen, when others were not proposed? And how does the state justify paying less than Jack-n-the-Box?
The state assured attendees that their concerns would be addressed, emphasizing the need for constructive dialogue to resolve systemic problems, however the lack of resolution and answers for questions left a bad taste in the bargaining team members mouths.
The bargaining team is seeking ways to provoke formal action and needs your help! The letter writing campaign starts today – and please submit your letters by August 15th!
Higher Education: August 6, August 13, August 21
General Government: August 1, August 8, August 27
Senate: August 15, August 29
House: August 2, August 14, August 19
Healthcare Coalition Bargaining: August 5
We've been actively engaged in negotiations and have recently submitted compensation proposals for both Higher Education (HE) and General Government (GG). Here's a quick update on the progress:
- General Government (GG): As anticipated, GG maintained their usual approach and responses. We expect their counteroffer on August 1st.
Recent and Upcoming Sessions
- HDC Session: We had our first sessions, which went relatively well.
- SDC Session: For both groups, the primary focus remains on compensation/pay equity and job security, as much as we're able to bargain on that front.
Higher Education Update - From bargaining July 30
At the beginning of bargaining your Union highlighted the need for comprehensive documentation, training, and planning; citing an incident at Clark College to emphasize the urgency of consistent public safety practices across colleges. Your union and bargaining team advocated for a global discussion to understand and address these discrepancies.
The state acknowledged the intent to understand best practices but expressed concerns about potential encroachments on management rights. Courtney Braddock, bargaining team member from Clark College, stressed the importance of direct advocacy for safety concerns to ensure transparency and avoid negative publicity. She shared past experiences where LMCC attempts were ignored until media involvement prompted action, underscoring the need for open discussions.
The state proposed raising the minimum wage to $18 an hour with classification increases. This adjustment aims to stay ahead of the Washington minimum wage act, which mandates annual increases until 2028. The session included implications for various classifications but lacked detailed discussions on the rationale behind the $18 starting wage. Additionally, the team felt that $18 wasn’t enough and that proposal needs to be better thought out by the state.
Despite the state's stance that a 10% raise across the board would be too costly, bargaining team members expressed frustration over recurring issues with classification adjustments and sought clearer justification for the proposed changes. Some of the questions asked where: How many classifications is the state going to be happy with paying minimum wage? How the classifications are chosen, when others were not proposed? And how does the state justify paying less than Jack-n-the-Box?
The state assured attendees that their concerns would be addressed, emphasizing the need for constructive dialogue to resolve systemic problems, however the lack of resolution and answers for questions left a bad taste in the bargaining team members mouths.
The bargaining team is seeking ways to provoke formal action and needs your help! The letter writing campaign starts today – and please submit your letters by August 15th!
President Message - July 2024
From the desk of WPEA President Amanda Hacker
In my previous President’s message, leading up to contract bargaining, I stated that “WPEA’s membership numbers have taken a hit since the Janus vs. AFSCME decision in 2018. We simply will not be able to bargain a fair contract for our members without more involvement and engagement at the membership level.” Now that we are actively bargaining, we see what the results of that look like: The state is currently proposing a 1% salary adjustment for July 1, 2025, and no salary adjustment for July 1, 2026, in the second year of the biennium. The state’s excuse for that measly proposal is that they do not have the money to dedicate toward classified staff salaries. This is the same narrative that the state has used for the last two decades – they continue to say that classified staff salaries are not the priority. The stark reality is that, until classified employees insist on being the priority, it is unlikely that we will see any meaningful change or movement toward a living wage for our members.
Simply put, the state’s offer of 1% over the two-year contract is not fair and insulting to our membership – but it is not surprising. Today, our membership percentage in our state units is approximately 50.4%. If the Union’s power and leverage comes from its membership, and 49.6% of that power and leverage have declined to engage in the process, is it any surprise that the state does not prioritize our salaries?
Frederick Douglas eloquently stated that “Power concedes nothing without a demand. It never did and it never will.” Salary negotiations are no different – the state will not provide an adequate and meaningful cost of living increase, unless they are required to. The state will not wake up one day and decide to do the right thing and fund our salary survey. They simply are not motivated to make substantial changes to classified staff salaries. Unless public sector labor unions, and front-line members of those unions, decide to demand better, we will continue to find ourselves in this position.
That said, if classified staff in Washington State collectively decide that they are tired of the state balancing the budget on their back, that they are tired of being the lowest paid employee group in the state system, that they are tired of working two jobs and seeking state assistance for necessities, we can make ourselves the priority. Over the last 20 years, classified staff salaries have decreased by approximately 36% (when you compare the COLAs over the last 20 years with the cost of inflation, we have essentially taken a massive pay cut). If you look at the value of $20 in 2004, and what that would be today to have the same buying power, you would need approximately $36 – that is an increase of 80% in just 20 years. Over the last two years, the Seattle CPIU shows inflation increasing at 8.4 in 2022 and 4.4 in 2023. Based on these numbers; in order to not take another pay cut, the bargaining teams would need to get a two-year compensation package that exceeds 12%. These are all things that have been communicated to the state’s bargaining team and they simply do not care about the impact of inflation on salaries (unless, of course, it is their salary that is impacted).
What do we need to do to change this downward trend? We must increase both our membership percentages and engagement/involvement from our dues paying members. The most basic way that any employee can support the Union is by signing up as a dues paying member. However, once you are a dues paying member, you need to engage and participate in the Union. The time commitment for involvement is as little as 30 minutes per workweek. If 80% of our bargaining unit members signed up as members and dedicated just 30 minutes to Union activities by attending our UNITY meetings (scheduled on Wednesday at noon and 5:00 pm), we could make meaningful changes to members’ working conditions and their salary and benefits. Without that, we lack the power and leverage necessary to accomplish this needed change.
If you are reading this message, that means that you receive our newsletters and are likely already a dues paying member at WPEA (if you have any question about your membership status, please email [email protected]). Because you are already signed up and engaged enough to read the newsletters, this message is really directed toward your coworkers and peers that are not paying their fair share for contract bargaining and enforcement, and not being involved with Union activities, therefore making us weaker and less effective. Please discuss this with your coworkers and ask them to sign up with the Union and become involved. This is the only way out of this hole that classified staff find themselves in – I assure you; the state will not decide to do the right thing and prioritize your salary out of the kindness of their hearts or because it is the right thing to do. The way to change this is to demand change and the only way to effectively do that is together. We are stronger together, always!
Simply put, the state’s offer of 1% over the two-year contract is not fair and insulting to our membership – but it is not surprising. Today, our membership percentage in our state units is approximately 50.4%. If the Union’s power and leverage comes from its membership, and 49.6% of that power and leverage have declined to engage in the process, is it any surprise that the state does not prioritize our salaries?
Frederick Douglas eloquently stated that “Power concedes nothing without a demand. It never did and it never will.” Salary negotiations are no different – the state will not provide an adequate and meaningful cost of living increase, unless they are required to. The state will not wake up one day and decide to do the right thing and fund our salary survey. They simply are not motivated to make substantial changes to classified staff salaries. Unless public sector labor unions, and front-line members of those unions, decide to demand better, we will continue to find ourselves in this position.
That said, if classified staff in Washington State collectively decide that they are tired of the state balancing the budget on their back, that they are tired of being the lowest paid employee group in the state system, that they are tired of working two jobs and seeking state assistance for necessities, we can make ourselves the priority. Over the last 20 years, classified staff salaries have decreased by approximately 36% (when you compare the COLAs over the last 20 years with the cost of inflation, we have essentially taken a massive pay cut). If you look at the value of $20 in 2004, and what that would be today to have the same buying power, you would need approximately $36 – that is an increase of 80% in just 20 years. Over the last two years, the Seattle CPIU shows inflation increasing at 8.4 in 2022 and 4.4 in 2023. Based on these numbers; in order to not take another pay cut, the bargaining teams would need to get a two-year compensation package that exceeds 12%. These are all things that have been communicated to the state’s bargaining team and they simply do not care about the impact of inflation on salaries (unless, of course, it is their salary that is impacted).
What do we need to do to change this downward trend? We must increase both our membership percentages and engagement/involvement from our dues paying members. The most basic way that any employee can support the Union is by signing up as a dues paying member. However, once you are a dues paying member, you need to engage and participate in the Union. The time commitment for involvement is as little as 30 minutes per workweek. If 80% of our bargaining unit members signed up as members and dedicated just 30 minutes to Union activities by attending our UNITY meetings (scheduled on Wednesday at noon and 5:00 pm), we could make meaningful changes to members’ working conditions and their salary and benefits. Without that, we lack the power and leverage necessary to accomplish this needed change.
If you are reading this message, that means that you receive our newsletters and are likely already a dues paying member at WPEA (if you have any question about your membership status, please email [email protected]). Because you are already signed up and engaged enough to read the newsletters, this message is really directed toward your coworkers and peers that are not paying their fair share for contract bargaining and enforcement, and not being involved with Union activities, therefore making us weaker and less effective. Please discuss this with your coworkers and ask them to sign up with the Union and become involved. This is the only way out of this hole that classified staff find themselves in – I assure you; the state will not decide to do the right thing and prioritize your salary out of the kindness of their hearts or because it is the right thing to do. The way to change this is to demand change and the only way to effectively do that is together. We are stronger together, always!
Wildfires Rage and WPEA Members Get Nickeled and Dimed to Poverty
Fair Wages for Firefighters: Critical to Combating Washington State Wildfires
Article by Julia Thurman-Lascurain, WPEA Member Education & Mobilization Director
Article by Julia Thurman-Lascurain, WPEA Member Education & Mobilization Director
As Washington State grapples with another intense wildfire season in 2024, the vital role of the Department of Natural Resources (DNR) and the urgency of fair compensation for its employees have come to the forefront. Numerous large fires are scorching tens of thousands of acres, threatening communities, ecosystems, and infrastructure. WPEA DNR members, including firefighters and support staff, are working around the clock to contain the blazes and protect lives and property. As the fires continue to spread, the spotlight has turned to the crucial role of the DNR and the importance of fair compensation for its employees.
We have been vocal about the need for fair wages to ensure that skilled and dedicated personnel remain committed to their critical roles in wildfire management and other natural resource conservation efforts. This topic regularly arises at labor/management communication meetings (LMCCs), in grievances, demands to bargain, and informal meetings. Stewards tirelessly convey to management that if employees are forced to rely on a second job or the overtime provided by fire assignments due to insufficient pay, they will inevitably burn out. The DNR has experienced astronomical turnover rates in the past three years, often attributed to low morale.
"These men and women are on the front lines, risking their lives to protect our state," said WPEA shop steward Elyse Fleenor. "It's imperative that they are compensated fairly for their hard work and dedication. Without competitive wages, we risk losing experienced staff to other agencies or even other states."
Despite acknowledging the concerns raised by the union, the DNR has yet to make meaningful changes. In fact, they have effectively reduced compensation for fire staff. A significant point of contention is the issue of rest and recuperation days (article 20.8 in the general government contract). The DNR forced language into the 2023-25 contract that prevents members from being paid during their R&R days, a substantial change from previous contracts. This has forced members to lose an average of $600 per month when on fire assignment, despite performing the same duties as under the previous contract. The DNR characterizes this as a 'cost savings to the agency' and refuses to acknowledge that they have taken money away from these members, nor do they recognize the importance of resting between deployments. This is one example of how the DNR is damaging morale.
Bargaining continues, and union members are hopeful that this year will be the year the DNR takes action to ensure they are paid what they are worth. As the fires continue to rage, the bravery and resilience of DNR WPEA members are on full display. Ensuring that these union members are paid fair wages is not just a matter of equity, but a vital step in maintaining the state's ability to combat wildfires effectively. The coming weeks will be critical, both for the firefighting efforts and for the ongoing negotiations aimed at securing better pay for those who protect Washington's natural resources.
We urge you to show your support by joining in the letter-writing campaign to tell management that enough is enough and it’s time for change. Thank a firefighter and the support staff, and let them know their efforts are valued and recognized.
We have been vocal about the need for fair wages to ensure that skilled and dedicated personnel remain committed to their critical roles in wildfire management and other natural resource conservation efforts. This topic regularly arises at labor/management communication meetings (LMCCs), in grievances, demands to bargain, and informal meetings. Stewards tirelessly convey to management that if employees are forced to rely on a second job or the overtime provided by fire assignments due to insufficient pay, they will inevitably burn out. The DNR has experienced astronomical turnover rates in the past three years, often attributed to low morale.
"These men and women are on the front lines, risking their lives to protect our state," said WPEA shop steward Elyse Fleenor. "It's imperative that they are compensated fairly for their hard work and dedication. Without competitive wages, we risk losing experienced staff to other agencies or even other states."
Despite acknowledging the concerns raised by the union, the DNR has yet to make meaningful changes. In fact, they have effectively reduced compensation for fire staff. A significant point of contention is the issue of rest and recuperation days (article 20.8 in the general government contract). The DNR forced language into the 2023-25 contract that prevents members from being paid during their R&R days, a substantial change from previous contracts. This has forced members to lose an average of $600 per month when on fire assignment, despite performing the same duties as under the previous contract. The DNR characterizes this as a 'cost savings to the agency' and refuses to acknowledge that they have taken money away from these members, nor do they recognize the importance of resting between deployments. This is one example of how the DNR is damaging morale.
Bargaining continues, and union members are hopeful that this year will be the year the DNR takes action to ensure they are paid what they are worth. As the fires continue to rage, the bravery and resilience of DNR WPEA members are on full display. Ensuring that these union members are paid fair wages is not just a matter of equity, but a vital step in maintaining the state's ability to combat wildfires effectively. The coming weeks will be critical, both for the firefighting efforts and for the ongoing negotiations aimed at securing better pay for those who protect Washington's natural resources.
We urge you to show your support by joining in the letter-writing campaign to tell management that enough is enough and it’s time for change. Thank a firefighter and the support staff, and let them know their efforts are valued and recognized.
Commissioner Public Lands
WPEA leadership at DNR has spoken with candidates but will not be making an endorsement for the primary election. We continue to meet with candidates and hope to make an endorsement for the general elections.
The Washington State Labor Council voted for a dual endorsement of Kevin Van De Wege and Patrick De Poe, and WPEA's leadership at DNR agree that these are strong candidates for Commissioner of Public Lands.
The Washington State Labor Council voted for a dual endorsement of Kevin Van De Wege and Patrick De Poe, and WPEA's leadership at DNR agree that these are strong candidates for Commissioner of Public Lands.
LEARN: The Power of Your Pen: Understanding Collective Action Escalation
Article by Joey Hicklin, WPEA Organizer
In our ongoing fight for fair wages and better working conditions, it's crucial to understand the tools at our disposal. Today, we're focusing on a key strategy in our collective action toolkit: the letter-writing campaign.
Collective action escalation is a step-by-step process we use when standard procedures aren't effective in addressing our concerns. It starts with visibility actions and can progress to more impactful measures if needed. At each stage, we amplify our voice and increase pressure on management to address our issues.
Let's spotlight the letter-writing campaign – a powerful tool in the early stages of escalation. Here's why it's so effective:
Right now, we need your voice more than ever. Our current contract negotiations are at a critical juncture, with management offering unacceptably low compensation increases. It's time to flood their inboxes with our stories, our struggles, and our demands for fair wages.
Take Action Now:
Your letter could be the one that tips the scales in our favor. Don't underestimate the power of your words – they're the first step in our escalation strategy and a crucial part of our path to victory.
Together, we are stronger. Let's show management the power of our unity, starting with the power of our pens.
Collective action escalation is a step-by-step process we use when standard procedures aren't effective in addressing our concerns. It starts with visibility actions and can progress to more impactful measures if needed. At each stage, we amplify our voice and increase pressure on management to address our issues.
Let's spotlight the letter-writing campaign – a powerful tool in the early stages of escalation. Here's why it's so effective:
- Visibility: Your letters make our concerns impossible to ignore. When management receives a flood of thoughtful, personal messages, they're forced to confront the reality of our situation.
- Education: Letters allow us to clearly articulate our position, providing context and real-life impacts that might not be apparent in formal negotiations.
- Unity: A successful campaign demonstrates our solidarity. It shows management that we're united and committed to our cause.
- Influence: Your words can sway decision-makers. By sharing your experiences, you can encourage those on the other side to see reason and advocate for our position.
- Documentation: Letters create a paper trail, documenting our efforts to resolve issues before considering more dramatic actions.
Right now, we need your voice more than ever. Our current contract negotiations are at a critical juncture, with management offering unacceptably low compensation increases. It's time to flood their inboxes with our stories, our struggles, and our demands for fair wages.
Take Action Now:
- Visit our campaign page: https://www.wpea.org/2024bargainingletter.html
- Choose a pre-written letter or write your own
- Send your letter to the listed management contacts
Your letter could be the one that tips the scales in our favor. Don't underestimate the power of your words – they're the first step in our escalation strategy and a crucial part of our path to victory.
Together, we are stronger. Let's show management the power of our unity, starting with the power of our pens.
Celebrating Our WPEA Raffle Winners!
| We're thrilled to announce the winners of our recent WPEA raffle! This exciting event not only brought our union family closer together but also helped strengthen our communication channels. Let's give a round of applause to our lucky winners: Skyla Jimmy from the Military Department Skyla's chose an Anker Soundcore Motion Boom Plus Bluetooth Speaker as her prize. Get ready for some high-quality tunes, Skyla! Tammy Kugler from DNR Olympic Tammy is still deciding on her prize as she helps to battle the fires throughout our state. We can't wait to see what fantastic item she'll choose! Juliana Mueller from State Patrol Juliana's chose a Kindle Paperwhite as her prize. Happy reading, Juliana! These members not only walked away with amazing prizes but also contributed to strengthening our union. By updating their contact information, they've ensured they'll stay informed about important union matters and upcoming events. Remember, keeping your contact details current is crucial for our collective strength. It allows us to communicate effectively, organize swiftly, and stand united in our efforts to secure better working conditions and fair compensation. Didn't win this time? Don't worry! Stay tuned for future opportunities to participate and win. More importantly, make sure your contact information is up to date. You never know when it might make a difference in our collective actions or when it might lead to an exciting prize! Congratulations once again to our winners, and a big thank you to all who participated. Together, we make WPEA stronger! |  Skyla Jimmy, Military Department |
Tacoma Rainiers Game
We haven’t had a group event in over 4 years and can’t wait to see everyone! So let’s start it off at the Tacoma Rainiers Game September 7th Cheney Stadium – 2502 S Tyler St Tacoma starting at 6:05pm. Tickets are $15.50 and include a Ballpark Meal (hotdog & bottled water).
WPEA will be set up prior to the game with goodies for our members. Don’t forget to wear your WPEA BLUE!
Tickets are available at: www.wpea.org/tacomarainiers
WPEA will be set up prior to the game with goodies for our members. Don’t forget to wear your WPEA BLUE!
Tickets are available at: www.wpea.org/tacomarainiers
Union Leaders Learn on the Job through SPUR Program
Article by Julia Thurman-Lascurain, WPEA Member Education & Mobilization Director & Dana Rollins, WPEA/UFCW SPUR
Dana Rollins, WPEA/UFCW SPUR WPEA has partnered with the UFCW International to pilot a Special Project Union Representative program! Approved SPURs are granted a Union leave of absence from their agency or institution to focus on organizing for a period ranging from 30 days to one year.
SPURs engage in various activities, including:
The first thing I think about when I consider my role as a union organizer through the SPUR program is how energizing and vital it feels to be in such a position to help workers. I have benefited from being a union employee for over 23 years now, but before that I lived in so-called "right to work" states in the deep south. That Janus double-talk has always irked me. It's more accurate to call it the "right not to have rights." I could see through the whole facetiousness of it from the very beginning. So when I moved out here to Washington at the turn of the century, it marked a new and exciting time in my life.
I got a job with Highline College and for the first time became represented by a union - the WPEA. In the ensuing years I became a job steward and several times helped to bargain our contract (Highline like Yakima Valley College directly bargains its own contract). Earlier this year I became a WPEA executive board member as a VP representing District 4- representing King County, and more recently learned about the SPUR (Special Projects Union Representatives) training program introduced through our international union, UFCW. I was very excited to apply for and be accepted to the program.
I am now on a temporary 6-month leave of absence from the college and working full-time for the union as an organizer. I am still a "newbie," starting my second month as I write this, but already gaining valuable training and on-the-ground practice in organizing and representation. I love the experience and contacts I'm gaining as I learn how to best help my fellow workers. It is deeply-rewarding work.
I have "shadowed" reps on various zoom meetings to our schools and government offices and recently attended the Washington State Labor Council Convention in Wenatchee, which was very inspiring. I got to meet other organizers (and one former SPUR graduate) - all valuable contacts for the days to come. I was able to hear presentations by various speakers such as the Presidents of the AFL-CIO and SEIU (not to mention our very own WPEA superstar and legislative lobbyist, Seamus Petrie), and to vote on a number of important resolutions.
In the days to come I will be involved in supporting the letter-writing campaign and a mapping project of our membership, and will have the opportunity for several more invigorating in-person meetings around the state. I am deeply grateful to be a part of this restorative work with our exceptional union team.
At the end of my 6-month SPUR program, I will then return to the Highline bargaining unit with the same wages, hours, benefits, and position as when I left, but with a wealth of valuable experiences that will enable me to be a better representative and leader for our union.
In Solidarity,
Dana Rollins
SPURs engage in various activities, including:
- Working on specific organizing programs, such as making home calls, conducting research, distributing information packets, and educating workers on the benefits of union membership.
- Attending meeting and union events.
- Visiting agencies and institutions to meet members and help support representation staff
- Lead trainings
- Run New Employee Orientations and more
The first thing I think about when I consider my role as a union organizer through the SPUR program is how energizing and vital it feels to be in such a position to help workers. I have benefited from being a union employee for over 23 years now, but before that I lived in so-called "right to work" states in the deep south. That Janus double-talk has always irked me. It's more accurate to call it the "right not to have rights." I could see through the whole facetiousness of it from the very beginning. So when I moved out here to Washington at the turn of the century, it marked a new and exciting time in my life.
I got a job with Highline College and for the first time became represented by a union - the WPEA. In the ensuing years I became a job steward and several times helped to bargain our contract (Highline like Yakima Valley College directly bargains its own contract). Earlier this year I became a WPEA executive board member as a VP representing District 4- representing King County, and more recently learned about the SPUR (Special Projects Union Representatives) training program introduced through our international union, UFCW. I was very excited to apply for and be accepted to the program.
I am now on a temporary 6-month leave of absence from the college and working full-time for the union as an organizer. I am still a "newbie," starting my second month as I write this, but already gaining valuable training and on-the-ground practice in organizing and representation. I love the experience and contacts I'm gaining as I learn how to best help my fellow workers. It is deeply-rewarding work.
I have "shadowed" reps on various zoom meetings to our schools and government offices and recently attended the Washington State Labor Council Convention in Wenatchee, which was very inspiring. I got to meet other organizers (and one former SPUR graduate) - all valuable contacts for the days to come. I was able to hear presentations by various speakers such as the Presidents of the AFL-CIO and SEIU (not to mention our very own WPEA superstar and legislative lobbyist, Seamus Petrie), and to vote on a number of important resolutions.
In the days to come I will be involved in supporting the letter-writing campaign and a mapping project of our membership, and will have the opportunity for several more invigorating in-person meetings around the state. I am deeply grateful to be a part of this restorative work with our exceptional union team.
At the end of my 6-month SPUR program, I will then return to the Highline bargaining unit with the same wages, hours, benefits, and position as when I left, but with a wealth of valuable experiences that will enable me to be a better representative and leader for our union.
In Solidarity,
Dana Rollins
Celebrating Lance Levesen: District 6 VP, Shop Steward and Unofficial Duck Wrangler
Article by Julia Thurman-Lascurain, WPEA Member Education & Mobilization Director
We are thrilled to spotlight the remarkable contributions of Lance Levesen, our District 6 Vice President, whose dedication and service have greatly impacted Skagit Valley College (SVC) and the Washington Public Employees Association (WPEA).
Lance began his journey at SVC in September 1990 as a part-time Security Guard. After 12.5 years of committed service, he transitioned to a full-time Campus Security Officer role in March 2003. Over the past four out of six years, Lance has embraced an unusual yet heartwarming role as the unofficial "duck wrangler," rescuing ducklings hatched on the third-floor terrace of Lewis Hall and reuniting them with their mothers each May. This annual duty, though outside the usual scope of his responsibilities, has become a cherished tradition for Lance.
Lance's union journey began around 2010 or 2012, sparked by an incident where the union fought for him and his colleagues against unfair treatment. Thanks to the support and encouragement from Julie Bishop, a former shop steward, Lance realized the importance of being a voice for others. This experience propelled him to become a shop steward himself, and eventually led him to take on larger roles within the union.
What Lance loves most about WPEA is its strength and resilience. Despite challenges like the Janus decision, which has caused a decline in union numbers and impacted budgets, WPEA continues to thrive. Lance proudly notes that WPEA has been winning significant arbitrations and grievances related to COVID layoffs, setting them apart from other unions. The power of WPEA, according to Lance, lies in its members, and their collective strength ensures ongoing victories and support for all.
Inspired by the guidance of mentors like Julie Bishop and Stephanie Falcone, Lance ran for VP in 2018 or 2019. Encouraged by the voice in his head saying, "I should run for office; I would be a good VP," Lance ran for office and successfully won, now serving his second term.
Outside his professional life, Lance enjoys simple pleasures. Whether it's hunting in the hills, fishing, or spending time in his yard, these activities bring him joy and relaxation. When indoors, he loves cuddling with his pets and streaming shows, finding comfort in the little things.
Throughout his career, Lance has learned two vital lessons: the power of the union comes from its members, and if management says you don't need a union, it’s a clear sign that you do. His journey is a testament to the strength and importance of union solidarity, and we are grateful for his unwavering commitment to our community.
Lance began his journey at SVC in September 1990 as a part-time Security Guard. After 12.5 years of committed service, he transitioned to a full-time Campus Security Officer role in March 2003. Over the past four out of six years, Lance has embraced an unusual yet heartwarming role as the unofficial "duck wrangler," rescuing ducklings hatched on the third-floor terrace of Lewis Hall and reuniting them with their mothers each May. This annual duty, though outside the usual scope of his responsibilities, has become a cherished tradition for Lance.
Lance's union journey began around 2010 or 2012, sparked by an incident where the union fought for him and his colleagues against unfair treatment. Thanks to the support and encouragement from Julie Bishop, a former shop steward, Lance realized the importance of being a voice for others. This experience propelled him to become a shop steward himself, and eventually led him to take on larger roles within the union.
What Lance loves most about WPEA is its strength and resilience. Despite challenges like the Janus decision, which has caused a decline in union numbers and impacted budgets, WPEA continues to thrive. Lance proudly notes that WPEA has been winning significant arbitrations and grievances related to COVID layoffs, setting them apart from other unions. The power of WPEA, according to Lance, lies in its members, and their collective strength ensures ongoing victories and support for all.
Inspired by the guidance of mentors like Julie Bishop and Stephanie Falcone, Lance ran for VP in 2018 or 2019. Encouraged by the voice in his head saying, "I should run for office; I would be a good VP," Lance ran for office and successfully won, now serving his second term.
Outside his professional life, Lance enjoys simple pleasures. Whether it's hunting in the hills, fishing, or spending time in his yard, these activities bring him joy and relaxation. When indoors, he loves cuddling with his pets and streaming shows, finding comfort in the little things.
Throughout his career, Lance has learned two vital lessons: the power of the union comes from its members, and if management says you don't need a union, it’s a clear sign that you do. His journey is a testament to the strength and importance of union solidarity, and we are grateful for his unwavering commitment to our community.
Labor History – Personnel System Reform Act of 2002: A Step Towards Modernizing Washington State's Workforce
Article by Aubrei Franklin, WPEA Marketing & Membership Coordinator
In 2002, Washington State took a significant step towards modernizing its workforce with the passage of the Personnel System Reform Act (PSRA). This landmark legislation aimed to revamp the state's personnel management system, making it more efficient, flexible, and responsive to the needs of both employees and the public.
This month in 2002 marked the beginning of the transition timeline and was featured in WPEA’s Sentinel. If you would like to read the article from 2002
click here.
What did the Personnel System Reform Act of 2002 mean?
Before the enactment of the PSRA, Washington State's personnel system was governed by a set of outdated laws and regulations that had been in place for decades. The system was characterized by rigid rules, limited flexibility in hiring and managing employees, and a lack of modern management practices. This often resulted in inefficiencies and challenges in meeting the evolving needs of the state government and its workforce.
Key Provisions of the Act
Decentralization of Human Resources Management: The PSRA decentralized many human resources (HR) functions, transferring responsibilities from the central Department of Personnel to individual state agencies. This shift allowed agencies to tailor HR practices to their specific needs and improve the responsiveness of HR services.
Modernization of the Civil Service System: The Act introduced significant changes to the civil service system, including the creation of a more flexible classification and compensation structure. This allowed for better alignment of job roles with the needs of the state government and provided agencies with greater latitude in setting pay scales and managing promotions.
Collective Bargaining: One of the most notable changes brought by the PSRA was the expansion of collective bargaining rights. The Act granted state employees the right to negotiate wages, hours, and other terms and conditions of employment through collective bargaining agreements. This shift aimed to improve labor relations and ensure that employees had a stronger voice in workplace matters.
Performance Management: The PSRA emphasized the importance of performance management, introducing systems to better evaluate and enhance employee performance. This included the development of performance-based pay and the establishment of clear performance expectations and accountability measures.
Reduction of Bureaucratic Barriers: The Act sought to reduce bureaucratic barriers and streamline HR processes. This included simplifying hiring procedures, making it easier to fill vacant positions, and reducing the time required to bring new employees on board.
The implementation of the PSRA led to several positive outcomes for Washington State's workforce and government operations. Agencies reported increased flexibility in managing their personnel, leading to improved efficiency and effectiveness. The expanded collective bargaining rights fostered better labor relations and contributed to a more engaged and motivated workforce. Additionally, the focus on performance management helped to ensure that employees were better aligned with the goals and objectives of their respective agencies.
The Personnel System Reform Act of 2002 was a pivotal piece of legislation that modernized Washington State's personnel management system. By decentralizing HR functions, enhancing collective bargaining rights, and emphasizing performance management, the Act laid the groundwork for a more efficient, responsive, and effective state workforce. As a result, Washington State is better equipped to meet the challenges of the 21st century and continue providing high-quality services to its citizens.
This month in 2002 marked the beginning of the transition timeline and was featured in WPEA’s Sentinel. If you would like to read the article from 2002
click here.
What did the Personnel System Reform Act of 2002 mean?
Before the enactment of the PSRA, Washington State's personnel system was governed by a set of outdated laws and regulations that had been in place for decades. The system was characterized by rigid rules, limited flexibility in hiring and managing employees, and a lack of modern management practices. This often resulted in inefficiencies and challenges in meeting the evolving needs of the state government and its workforce.
Key Provisions of the Act
Decentralization of Human Resources Management: The PSRA decentralized many human resources (HR) functions, transferring responsibilities from the central Department of Personnel to individual state agencies. This shift allowed agencies to tailor HR practices to their specific needs and improve the responsiveness of HR services.
Modernization of the Civil Service System: The Act introduced significant changes to the civil service system, including the creation of a more flexible classification and compensation structure. This allowed for better alignment of job roles with the needs of the state government and provided agencies with greater latitude in setting pay scales and managing promotions.
Collective Bargaining: One of the most notable changes brought by the PSRA was the expansion of collective bargaining rights. The Act granted state employees the right to negotiate wages, hours, and other terms and conditions of employment through collective bargaining agreements. This shift aimed to improve labor relations and ensure that employees had a stronger voice in workplace matters.
Performance Management: The PSRA emphasized the importance of performance management, introducing systems to better evaluate and enhance employee performance. This included the development of performance-based pay and the establishment of clear performance expectations and accountability measures.
Reduction of Bureaucratic Barriers: The Act sought to reduce bureaucratic barriers and streamline HR processes. This included simplifying hiring procedures, making it easier to fill vacant positions, and reducing the time required to bring new employees on board.
The implementation of the PSRA led to several positive outcomes for Washington State's workforce and government operations. Agencies reported increased flexibility in managing their personnel, leading to improved efficiency and effectiveness. The expanded collective bargaining rights fostered better labor relations and contributed to a more engaged and motivated workforce. Additionally, the focus on performance management helped to ensure that employees were better aligned with the goals and objectives of their respective agencies.
The Personnel System Reform Act of 2002 was a pivotal piece of legislation that modernized Washington State's personnel management system. By decentralizing HR functions, enhancing collective bargaining rights, and emphasizing performance management, the Act laid the groundwork for a more efficient, responsive, and effective state workforce. As a result, Washington State is better equipped to meet the challenges of the 21st century and continue providing high-quality services to its citizens.
July Recipe - Back to School Lunch Ideas
Too much zucchini in the garden and need back to school lunch ideas? Here’s a good one!
Zucchini Muffins
Recipe by Sara Forte for Sprouted Kitchen
These are on the low end of the sweet scale, so if you want them to be more like a treat, add a few more tablespoons of sugar. If you’d like to turn it into a loaf, you can bake the batter in a greased loaf pan for closer to 45 minutes, sticking a toothpick in the center to make sure it isn’t too wet.
1 cup grated zucchini (about 1 medium/large)
2 eggs
1/3 cup olive oil (or avocado oil or coconut oil)
1/2 tsp. vanilla extract
1 tsp. apple cider vinegar
1/4 cup buttermilk or plain yogurt
3/4 cup almond flour
3/4 cup all-purpose flour (or superfine rice flour)
1/2 tsp. baking soda
1/2 tsp. baking powder
1/4 tsp. sea salt
1/2 tsp. cinnamon
1/2 cup cane sugar
1/2 cup semi sweet chocolate chunks turbinado sugar, to finish, optional
Start by grating the zucchini. Put them in a fine mesh sieve and press out excess water. Preheat the oven to 360°F and grease a muffin tin.
In a large mixing bowl, whisk the eggs, oil, vanilla, vinegar and buttermilk or yogurt, until well combined. Add the flours, baking soda and powder, salt, cinnamon and sugar; and stir until combined. Add the zucchini and chocolate and fold it all in.
Fill the muffin tins about 2/3 full (they don’t rise much) and sprinkle turbinado sugar on top, if using. Bake on the middle rack for 20 minutes, or until golden around the edge and a little tap on the center bounces back at you.
Remove to cool completely. Keep covered at room temperature for 2 days, or in the fridge or freezer any longer than that.
Zucchini Muffins
Recipe by Sara Forte for Sprouted Kitchen
These are on the low end of the sweet scale, so if you want them to be more like a treat, add a few more tablespoons of sugar. If you’d like to turn it into a loaf, you can bake the batter in a greased loaf pan for closer to 45 minutes, sticking a toothpick in the center to make sure it isn’t too wet.
1 cup grated zucchini (about 1 medium/large)
2 eggs
1/3 cup olive oil (or avocado oil or coconut oil)
1/2 tsp. vanilla extract
1 tsp. apple cider vinegar
1/4 cup buttermilk or plain yogurt
3/4 cup almond flour
3/4 cup all-purpose flour (or superfine rice flour)
1/2 tsp. baking soda
1/2 tsp. baking powder
1/4 tsp. sea salt
1/2 tsp. cinnamon
1/2 cup cane sugar
1/2 cup semi sweet chocolate chunks turbinado sugar, to finish, optional
Start by grating the zucchini. Put them in a fine mesh sieve and press out excess water. Preheat the oven to 360°F and grease a muffin tin.
In a large mixing bowl, whisk the eggs, oil, vanilla, vinegar and buttermilk or yogurt, until well combined. Add the flours, baking soda and powder, salt, cinnamon and sugar; and stir until combined. Add the zucchini and chocolate and fold it all in.
Fill the muffin tins about 2/3 full (they don’t rise much) and sprinkle turbinado sugar on top, if using. Bake on the middle rack for 20 minutes, or until golden around the edge and a little tap on the center bounces back at you.
Remove to cool completely. Keep covered at room temperature for 2 days, or in the fridge or freezer any longer than that.
On the Calendar
| Recurring Events: President Office Hours – Every Monday at 12:00 and Thursday at 4:00 Stay up-to-date with your WPEA President https://us06web.zoom.us/j/84804444204?pwd=8WO6oSWkNIEyIBc4bAblg2im01Jkb4.1 Meeting ID: 848 0444 4204 Passcode: 424576 UNITY Meetings – Every Wednesday at 12:00 & 5:00 Different topics, highlights, and news from your Union every week. https://us06web.zoom.us/j/81922699344?pwd=dbfzaAvNpLkL4UOGhuS2oseCB3bZiD.1 Meeting ID: 819 2269 9344 Passcode: 716299 Thurston-Lewis-Mason Central Labor Council Solidarity Night & Meeting – 1st & 3rd Wednesday of every month. Stay up-to-date with the latest from the Central Labor Council and visit their website at: https://www.tlmlabor.org/ | July Events July 1 - Statewide Steward Meeting - Zoom link in email July 4 - Independance Day, WPEA Office Closed July 4 - Seafair 4th of July - Gasworks Park July 10 - Lineworker Appreciation Day July 14-15 - Lake Chelan Pro Rodeo July 17-21 - Capitol Lake Fair - Olympia July 19-20 - Lavender Festival - Sequim July 19-21 - Darrington Bluegrass Festival July 20 - Ellensburg Food & Wine Festival July 20 - WPEA Board Meeting - Via Zoom - Members welcome, see email for details. July 30 - Shop Steward Training - email Heather Kafton at [email protected] to RSVP |
2025-2027 Bargaining Update as of June 28
Update by Aubrei Franklin, WPEA Marketing & Membership Coordinator
It has been a whirlwind month of bargaining. Although during bargaining we can’t get into very specific details, we did want to share an update of main concerns and next steps. The fiscal forecast and compensatory items will be addressed in July.
Within Higher Education safety and security concerns are key.
The union highlighted discrepancies in campus safety measures, citing examples where budget cuts led to insufficient security coverage, such as at Olympic College, where budget constraints might revert security staffing to inadequate levels. The union discussed the need to address ongoing safety concerns, with an emphasis on updating safety plans regularly and involving staff in the planning process.
The session ended with the understanding that several proposals require further discussion and refinement. Both parties agreed to continue brainstorming and to bring forward more concrete suggestions in future sessions. The bargaining process is ongoing, with both sides committed to finding mutually acceptable solutions to the issues raised.
The Union currently has about 18 articles open.
General Government is looking for really diverse changes.
The union highlighted the importance of timely discussions, especially considering the ongoing fire season and when our schools break for the summer. The need for those members to bargain earlier in the year due to their jobs was discussed and the Union is hopefully we are on the path to getting the issue resolved.
The union representatives emphasized the need for oversight and inspections to ensure workplace safety. The state acknowledged the concerns and discussed the procedural aspects of involving L&I.
Additionally, large changes have been brought forward by the Union for Washington State Patrol and the CO3s and CVEO3s. The bargaining session ended with both parties agreeing to continue discussions and addressing pending items in upcoming meetings.
The Union currently has about 16 articles open.
We are currently in the beginning stages of this session. As we move forward, we are hopeful that our issues will continue to be addressed.
Next Steps: In July we will be having very critical conversations surrounding pay, increases, adjustments and classification increases. The Union will work tirelessly to bargain as much as we can for our members.
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If you would like to show your support – check out our updated bargaining webpage! We have posters, postcards, helpful ideas, and how you can get involved. We want to hear from you, have an idea to show your support? Let us know at [email protected].
Within Higher Education safety and security concerns are key.
The union highlighted discrepancies in campus safety measures, citing examples where budget cuts led to insufficient security coverage, such as at Olympic College, where budget constraints might revert security staffing to inadequate levels. The union discussed the need to address ongoing safety concerns, with an emphasis on updating safety plans regularly and involving staff in the planning process.
The session ended with the understanding that several proposals require further discussion and refinement. Both parties agreed to continue brainstorming and to bring forward more concrete suggestions in future sessions. The bargaining process is ongoing, with both sides committed to finding mutually acceptable solutions to the issues raised.
The Union currently has about 18 articles open.
General Government is looking for really diverse changes.
The union highlighted the importance of timely discussions, especially considering the ongoing fire season and when our schools break for the summer. The need for those members to bargain earlier in the year due to their jobs was discussed and the Union is hopefully we are on the path to getting the issue resolved.
The union representatives emphasized the need for oversight and inspections to ensure workplace safety. The state acknowledged the concerns and discussed the procedural aspects of involving L&I.
Additionally, large changes have been brought forward by the Union for Washington State Patrol and the CO3s and CVEO3s. The bargaining session ended with both parties agreeing to continue discussions and addressing pending items in upcoming meetings.
The Union currently has about 16 articles open.
We are currently in the beginning stages of this session. As we move forward, we are hopeful that our issues will continue to be addressed.
Next Steps: In July we will be having very critical conversations surrounding pay, increases, adjustments and classification increases. The Union will work tirelessly to bargain as much as we can for our members.
__
If you would like to show your support – check out our updated bargaining webpage! We have posters, postcards, helpful ideas, and how you can get involved. We want to hear from you, have an idea to show your support? Let us know at [email protected].
2024 WPEA Scholarship Winners
| Elan Robinson - $5000.00 Parker Liberatore - $3000.00 Ella Koebelin - $3000.00 Ellie Easterbrook - $1000.00 Jack Rankin - $1000.00 Sasha Hansen - $1000.00 Emma Robertson - $1000.00 This year we had a large turnout of applicants for our scholarship program. Every year WPEA awards $15,000.00 to 7 outstanding applicants that are comprised of members, spouses, domestic partner, children, mother, father, sister, brother or grandchildren. There is a scholarship committee that scores each applicant on Grades, Application, Personal Essay, Labor Movement/Union Essay and Reference Letter. Once the scholarship committee has graded each applicant, they are sent to the WPEA Board, and they make the final decision. The scholarship committee is made up of WPEA members from across the state. They volunteer their time and effort for the betterment of the members and their families. We look forward to next year |  |
New Leadership - New Faces of WPEA
We are thrilled to introduce:
Christi Hill, WPEA Staff Representative!
Christi Hill, WPEA Staff Representative!
Christi has been around WPEA for a few months now but hasn't been formally introduced to all our WPEA members! With a profound background steeped in the values of the labor movement, Christi brings a wealth of passion and dedication that promises to inspire.
Christi comes from a union strong family and has always been drawn to the benefits of representation in labor and the belief that employees deserve adequate compensation, fair treatment, and a voice regarding employment conditions. In navigating the inevitable challenges of the field, Christi finds strength in principles of fairness and empathy.
"To stay motivated, I remind myself of the importance of fairness in the workplace and remain mindful that I would hope to have the same support I am able to offer the members if I found myself in similar situations." Christi stated and truly is reflected in her favorite quote, "You never know how strong you are until being strong is the only choice you have."
When Christi is not working she enjoy the outdoors; the beach and camping are her favorite. She also enjoys spending quality time with her grandbabies. Welcome to WPEA Christi, we are so happy you are here!
Christi comes from a union strong family and has always been drawn to the benefits of representation in labor and the belief that employees deserve adequate compensation, fair treatment, and a voice regarding employment conditions. In navigating the inevitable challenges of the field, Christi finds strength in principles of fairness and empathy.
"To stay motivated, I remind myself of the importance of fairness in the workplace and remain mindful that I would hope to have the same support I am able to offer the members if I found myself in similar situations." Christi stated and truly is reflected in her favorite quote, "You never know how strong you are until being strong is the only choice you have."
When Christi is not working she enjoy the outdoors; the beach and camping are her favorite. She also enjoys spending quality time with her grandbabies. Welcome to WPEA Christi, we are so happy you are here!
Welcome back to WPEA:
Ashley Chipman, WPEA Staff Representative!
Ashley Chipman, WPEA Staff Representative!
If you have been a part of WPEA for a while you may remember Ashley Chipman, and now she has returned as a WPEA Staff Representative!
"My connection to the labor movement started early," shares Ashley. "My grandfather was an electrician and union member with IBEW, and my grandmother served as an executive secretary for IUOE Local 302. Summers spent helping around their locals ignited my initial interest." However, it was a pivotal meeting with Amanda Hacker that truly solidified Ashley's dedication. "She inspired and guided me into the labor movement, showing me firsthand what it means to stand united in support of workers' rights."
Ashley's primary goal in this position is to build trustworthy relationships with our members. Ashley strives to have members feel empowered and understood when consulting with her, and confident during negotiations with management." Ashley is committed to fostering respectful partnerships with management, advocating for members' needs while striving for mutually beneficial solutions.
Additionally, Ashley states "I am a down-to-earth person and am fascinated by the beautiful balance of life. While I experience hardships just like anyone else, a part of me can’t help but smile and feel grateful for the ability to feel the sun, wind, or rain on my skin. Life has its ups and downs, but I embrace it all and am here to walk through this journey with you." Welcome back Ashley - We can't wait to see what you do in your new role!
"My connection to the labor movement started early," shares Ashley. "My grandfather was an electrician and union member with IBEW, and my grandmother served as an executive secretary for IUOE Local 302. Summers spent helping around their locals ignited my initial interest." However, it was a pivotal meeting with Amanda Hacker that truly solidified Ashley's dedication. "She inspired and guided me into the labor movement, showing me firsthand what it means to stand united in support of workers' rights."
Ashley's primary goal in this position is to build trustworthy relationships with our members. Ashley strives to have members feel empowered and understood when consulting with her, and confident during negotiations with management." Ashley is committed to fostering respectful partnerships with management, advocating for members' needs while striving for mutually beneficial solutions.
Additionally, Ashley states "I am a down-to-earth person and am fascinated by the beautiful balance of life. While I experience hardships just like anyone else, a part of me can’t help but smile and feel grateful for the ability to feel the sun, wind, or rain on my skin. Life has its ups and downs, but I embrace it all and am here to walk through this journey with you." Welcome back Ashley - We can't wait to see what you do in your new role!
Washington State Legislative Staff to join the WPEA family!
Article by Julia Thurman-Lascurain, WPEA Member Education & Mobilization Director
It’s been years in the making, and in 2024, Washington State Legislative Staff finally won the right to organize! May 1, 2024, marked the first day legislative staff could submit union authorization cards. By May 17th, the Washington Public Employees Association (WPEA) filed with the Public Employees Relations Commission (PERC) for recognition of both the House Democratic Staff and the Senate Democratic Staff.
Legislative staff have long been united in their efforts to improve working conditions and secure the legal right to unionize. By teaming up with the WPEA, they began collecting signature cards. These cards are a formal indication that staff members want to join the union and have it bargain on their behalf.
The House Democratic Staff bargaining unit will consist of the legislative assistants, policy, and communications staff for a total of approximately 80 members! For the Senate Democratic Staff all legislative assistants organized for a bargaining unit of approximately 30!
To gain official recognition, the union must file with either the National Labor Relations Board (NLRB) or PERC, depending on jurisdiction. For the legislative staff, the appropriate body is PERC. Once filed, PERC verifies the signed cards against the list of employees, leading to either direct recognition or an election. In this case, an election was necessary.
PERC sent out ballots to those seeking recognition among the House and Senate Democratic Staff, with ballots due by July 5th and counting scheduled for July 8th. If the election results in a win for the union, legislative staff will gain formal recognition, and the process of bargaining their first union contract will commence.
Currently, legislative staff are forming their bargaining teams and discussing essential elements for their inaugural contract. This bargaining process will follow the same timeline as the statewide higher education and general government contracts, aiming to conclude by mid-September. Once the contract language is finalized, it will be presented to union members for review and ratification, with ratified contracts due by October 1st. This deadline ensures that any compensatory items can be reviewed and approved in the next legislative session.
The right to organize is a significant victory for Washington State Legislative Staff, and with the support of the WPEA, they are poised to secure better working conditions and stronger representation in the workplace.
Legislative staff have long been united in their efforts to improve working conditions and secure the legal right to unionize. By teaming up with the WPEA, they began collecting signature cards. These cards are a formal indication that staff members want to join the union and have it bargain on their behalf.
The House Democratic Staff bargaining unit will consist of the legislative assistants, policy, and communications staff for a total of approximately 80 members! For the Senate Democratic Staff all legislative assistants organized for a bargaining unit of approximately 30!
To gain official recognition, the union must file with either the National Labor Relations Board (NLRB) or PERC, depending on jurisdiction. For the legislative staff, the appropriate body is PERC. Once filed, PERC verifies the signed cards against the list of employees, leading to either direct recognition or an election. In this case, an election was necessary.
PERC sent out ballots to those seeking recognition among the House and Senate Democratic Staff, with ballots due by July 5th and counting scheduled for July 8th. If the election results in a win for the union, legislative staff will gain formal recognition, and the process of bargaining their first union contract will commence.
Currently, legislative staff are forming their bargaining teams and discussing essential elements for their inaugural contract. This bargaining process will follow the same timeline as the statewide higher education and general government contracts, aiming to conclude by mid-September. Once the contract language is finalized, it will be presented to union members for review and ratification, with ratified contracts due by October 1st. This deadline ensures that any compensatory items can be reviewed and approved in the next legislative session.
The right to organize is a significant victory for Washington State Legislative Staff, and with the support of the WPEA, they are poised to secure better working conditions and stronger representation in the workplace.
Exploring the Washington State Department of Natural Resources Recreation Program
Article by Julia Thurman-Lascurain, WPEA Member Education & Mobilization Director
WPEA proudly represents over 900 dedicated members working at the Department of Natural Resources (DNR). Our members encompass a diverse range of roles, including geoduck divers, fiscal technicians, foresters, firefighters, maintenance mechanics, and heavy equipment operators and so many more. Together, we ensure the seamless operation of the Washington State Department of Natural Resources, playing a crucial role in maintaining the state’s natural resources including recreation areas.
Enjoy Free Camping with DNR
One of the significant responsibilities of many of our fellow union members is maintaining public areas for everyone to enjoy. This dedication directly relates to the incredible free camping opportunities available across the state. DNR manages 80 campgrounds across Washington State, available on a first-come, first-served basis at no additional cost with a Discover Pass. While most campsites are free, some reservations are available at Elbe Hills ORV Campground. Use the Interactive Recreation Map to find your next camping spot and ensure the site is open, as some close seasonally. Our members work tirelessly to ensure that these public spaces are safe, clean, and accessible, making it possible for residents and visitors alike to experience the beauty of Washington’s natural landscapes without the burden of additional costs.
https://www.dnr.wa.gov/Campsites
All you need is a Discovery Pass and an adventuring spirit! Before heading out on your adventure, make sure you have a Discover Pass. Required for vehicle access to recreation sites on DNR-managed land, the annual Discover Pass is transferable between two vehicles and must be displayed on your front windshield while parked. Learn more and find a vendor near you at discoverpass.wa.gov
Camping Tips and Campfire Safety
Practice Leave No Trace principles, observe quiet hours, and check for burn bans before lighting campfires. Purchase firewood locally to prevent the spread of invasive species.
Discover Washington’s Premier Recreation Destinations
Under the leadership of Commissioner of Public Lands, the DNR manages a diverse array of recreational activities across 3.3 million acres of state trust lands. These lands offer something for everyone, from hiking and mountain biking to horseback riding, paragliding, rock climbing, and off-road vehicle riding. Our state trust lands are not only places for adventure but also vital resources managed for timber production, generating revenue that supports local county services, public school construction, and universities.
Plan Your Next Adventure
https://www.dnr.wa.gov/recreation
To explore these incredible opportunities, visit the DNR website! You’ll find detailed information about various recreation sites managed by DNR members, ensuring that your next favorite outdoor activity spot is union strong!
Explore Our Working Forests and Natural Areas
Washington’s state trust lands span 3.3 million acres, featuring various forests with unique recreation sites. From Ahtanum to Yacolt Burn, each area offers distinct opportunities and tips for your visit. Additionally, DNR manages two types of natural areas: Natural Area Preserves and Natural Resource Conservation Areas (NRCAs), protecting the state’s ecosystems, habitats, and native species.
We proudly to support the hardworking members of the DNR. Together, we keep Washington’s natural resources and recreation areas thriving for all to enjoy.
Enjoy Free Camping with DNR
One of the significant responsibilities of many of our fellow union members is maintaining public areas for everyone to enjoy. This dedication directly relates to the incredible free camping opportunities available across the state. DNR manages 80 campgrounds across Washington State, available on a first-come, first-served basis at no additional cost with a Discover Pass. While most campsites are free, some reservations are available at Elbe Hills ORV Campground. Use the Interactive Recreation Map to find your next camping spot and ensure the site is open, as some close seasonally. Our members work tirelessly to ensure that these public spaces are safe, clean, and accessible, making it possible for residents and visitors alike to experience the beauty of Washington’s natural landscapes without the burden of additional costs.
https://www.dnr.wa.gov/Campsites
All you need is a Discovery Pass and an adventuring spirit! Before heading out on your adventure, make sure you have a Discover Pass. Required for vehicle access to recreation sites on DNR-managed land, the annual Discover Pass is transferable between two vehicles and must be displayed on your front windshield while parked. Learn more and find a vendor near you at discoverpass.wa.gov
Camping Tips and Campfire Safety
Practice Leave No Trace principles, observe quiet hours, and check for burn bans before lighting campfires. Purchase firewood locally to prevent the spread of invasive species.
Discover Washington’s Premier Recreation Destinations
Under the leadership of Commissioner of Public Lands, the DNR manages a diverse array of recreational activities across 3.3 million acres of state trust lands. These lands offer something for everyone, from hiking and mountain biking to horseback riding, paragliding, rock climbing, and off-road vehicle riding. Our state trust lands are not only places for adventure but also vital resources managed for timber production, generating revenue that supports local county services, public school construction, and universities.
Plan Your Next Adventure
https://www.dnr.wa.gov/recreation
To explore these incredible opportunities, visit the DNR website! You’ll find detailed information about various recreation sites managed by DNR members, ensuring that your next favorite outdoor activity spot is union strong!
Explore Our Working Forests and Natural Areas
Washington’s state trust lands span 3.3 million acres, featuring various forests with unique recreation sites. From Ahtanum to Yacolt Burn, each area offers distinct opportunities and tips for your visit. Additionally, DNR manages two types of natural areas: Natural Area Preserves and Natural Resource Conservation Areas (NRCAs), protecting the state’s ecosystems, habitats, and native species.
We proudly to support the hardworking members of the DNR. Together, we keep Washington’s natural resources and recreation areas thriving for all to enjoy.
Unit Spotlight - Security Officers with Military Department
Article from Heather Kafton, WPEA Staff Representative
| As you pass through the gates of Camp Murray, you'll encounter the dedicated Security Officers of the Washington State Military Department (WMD), represented by the Washington Public Employees Association (WPEA). These officers maintain a constant presence, ensuring the security and safety of the premises around the clock, every day of the week. The WPEA Security Officers serve as crucial guardians, focusing on anti-terrorism force protection and the well-being of all employees and guests of the WMD. Their responsibilities extend to safeguarding agency property, screening visitors at checkpoints, responding to emergencies, providing medical assistance, and conducting regular security patrols, among other essential duties. Recently, during a day at the firing range under the guidance of firearms instructor and WPEA steward Charles Perez, WPEA member Levi Thomas demonstrated the proper handling techniques for "Rescue Randy," the dummy used in their annual physical tests. This exercise underscores the commitment of WPEA members to continually hone their skills and maintain proficiency in their roles. The dedication of WPEA represented Officers is evident in their proactive approach to professional development. During a recent Labor-Management Cooperation Committee (LMCC) meeting with WMD, WPEA advocated for updated training sessions on baton and handcuff usage, a request that was accepted by the employer. |  Levi Thomas, Charles Perez (WPEA Steward) and new hire and new WPEA member Alphonso Valencia  Levi Thomas with dummy "Rescue Randy" |
Debi Schoonover: A Dedicated Advocate and Educator
Article by Julia Thurman-Lascurain, WPEA Member Education & Mobilization Director
Debi Schoonover, VP District 9 Debi's journey with both WPEA and Walla Walla Community College (WWCC) has been marked by her unwavering commitment to both education and advocacy. Notably, she made an impactful decision to run for Vice President of District 9, bypassing the traditional route of shop steward. Her drive was fueled by a noticeable lack of understanding about the union and a vacant VP position in her district. The first encounter with a union representative had left a lasting impression, compelling her to step up and complete the term. Her passion and dedication saw her running for the current term, ensuring strong leadership and representation for all WPEA members in district 9: Yakima County, Franklin County, Adams County, Benton County, Walla Walla County, Columbia County, Garfield County, and Asotin County.
Since October 2020, Debi Schoonover has been an integral part of WWCC as the Clarkston Campus Nursing Program Coordinator. Joining in the midst of the Covid-19 pandemic, Debi has navigated unprecedented challenges with resilience and dedication, ensuring the continued success of the nursing program and the well-being of her students and colleagues.
What Debi loves most about her union is the unwavering support it provides. "My union has my back, and the rest of our members’ as well, 24/7. I know I have a safe work environment with good benefits and fair pay," she shares.
This assurance brings her peace of mind, knowing that her job treats employees fairly and equitably. Having grown up in a
pro-union family, with her father serving multiple terms as his local president, Debi understands the critical role unions play in protecting workers' rights. Her experience working in a right-to-work state, where employees were often mistreated, further cemented her belief in the importance of strong union representation.
Outside of her professional life, Debi's perfect weekend is a testament to her love for nature and family. Camping with her five children on the South Fork, free from cell service and internet, is her ideal getaway. Whether it's kayaking, hiking, fishing, or simply observing wildlife, these moments are precious. One of her favorite activities is helping her kids hunt for 'snipe' after dark, a delightful tradition that, amusingly, only works once.
Throughout her career at WWCC, Debi has learned valuable lessons, particularly about the importance of teamwork. "People who work in academia seem to really LOVE meetings! Those same people are some of the kindest and know how to take teamwork to the highest level," she observes. The camaraderie and collaborative spirit at WWCC have enriched her experience, showing her a level of teamwork she hadn't encountered before.
Debi Schoonover’s journey is a shining example of dedication, leadership, and the importance of community.
Her contributions to WWCC and her advocacy within the union make her a cherished member of the WPEA family. Here’s to celebrating Debi and all she brings to our community!
Since October 2020, Debi Schoonover has been an integral part of WWCC as the Clarkston Campus Nursing Program Coordinator. Joining in the midst of the Covid-19 pandemic, Debi has navigated unprecedented challenges with resilience and dedication, ensuring the continued success of the nursing program and the well-being of her students and colleagues.
What Debi loves most about her union is the unwavering support it provides. "My union has my back, and the rest of our members’ as well, 24/7. I know I have a safe work environment with good benefits and fair pay," she shares.
This assurance brings her peace of mind, knowing that her job treats employees fairly and equitably. Having grown up in a
pro-union family, with her father serving multiple terms as his local president, Debi understands the critical role unions play in protecting workers' rights. Her experience working in a right-to-work state, where employees were often mistreated, further cemented her belief in the importance of strong union representation.
Outside of her professional life, Debi's perfect weekend is a testament to her love for nature and family. Camping with her five children on the South Fork, free from cell service and internet, is her ideal getaway. Whether it's kayaking, hiking, fishing, or simply observing wildlife, these moments are precious. One of her favorite activities is helping her kids hunt for 'snipe' after dark, a delightful tradition that, amusingly, only works once.
Throughout her career at WWCC, Debi has learned valuable lessons, particularly about the importance of teamwork. "People who work in academia seem to really LOVE meetings! Those same people are some of the kindest and know how to take teamwork to the highest level," she observes. The camaraderie and collaborative spirit at WWCC have enriched her experience, showing her a level of teamwork she hadn't encountered before.
Debi Schoonover’s journey is a shining example of dedication, leadership, and the importance of community.
Her contributions to WWCC and her advocacy within the union make her a cherished member of the WPEA family. Here’s to celebrating Debi and all she brings to our community!
WPEA IT Update
Article by Joey Hicklin, WPEA Organizer
Hey there, union family!
It's your friendly neighborhood IT admin here, and boy, do I have some exciting news to share! I've been busy making some pretty cool changes that are going to make our union even stronger. So, grab a cup of coffee (or tea, if that's your thing), and let me fill you in on what's been happening since February.
First up, we've given our membership database a major upgrade. Remember that old desktop computer that used to hold all our info? Well, we've kicked it to the curb and moved everything to the cloud. I know, I know, it sounds like we're living in the future, right? But trust me, this is awesome news for all of us. Our membership coordinator can now work from anywhere (hello, work-from-home days!), and we don't have to worry about losing all our data if that ancient computer decides to give up the ghost. Plus, it's saving us a few bucks in the long run. Win-win!
Next, we've supercharged our new hire outreach. Instead of our poor Organizer spending all their time sending individual emails (talk about tedious!), we've got a shiny new automated system. It's like having a friendly robot assistant who reaches out to new hires three times in their first month, telling them all about their contract and inviting them to orientation. This frees up our Organizer to tackle lots of other important stuff, like creating awesome training programs for all of us.
Now, here's a big one – we're ditching that expensive IT helpdesk. I know, it sounds scary, but trust me, it's a good thing. Those folks were charging us an arm and a leg, took forever to respond, and sometimes messed up our devices. So, we're bringing it all in-house. That means faster help when you need it, and we can start exploring cool new tech stuff instead of just keeping the lights on.
We're also getting all high-tech with our mobile devices. We're using something called Intune and Autopilot (sounds like something out of a sci-fi movie, right?). This means we can keep track of all our union devices and make sure they're being used for union business. No more lost tablets or phones! Plus, it might even lead to some of you getting union devices for important work. How cool is that?
Last but not least, we're planning a total makeover for our website. Our current site is serviceable, but it’s built on an aging platform that is hindering our growth. We're looking at some fancy new options that'll let us have special areas just for stewards and member leaders, plus a whole section for training programs. It'll be like having a virtual union hall right at your fingertips!
I know all this tech talk might sound a bit overwhelming, but here's the bottom line: we're making these changes to serve you better, keep your information safe, and make sure we're using your dues in the smartest way possible. We're not just keeping up with the times – we're getting ahead of the game!
Got questions? Concerns? Brilliant ideas? I'm all ears! After all, this union is all about you, and we want to make sure these changes work for everyone.
Stay awesome, and remember – united we bargain, divided we beg!
Your tech-loving IT admin, Joey Hicklin
P.S. I always have open office hours at 3 PM, so feel free to stop by and chat about all things tech. Just don't ask me to fix your home printer – that's where I draw the line! 😉
It's your friendly neighborhood IT admin here, and boy, do I have some exciting news to share! I've been busy making some pretty cool changes that are going to make our union even stronger. So, grab a cup of coffee (or tea, if that's your thing), and let me fill you in on what's been happening since February.
First up, we've given our membership database a major upgrade. Remember that old desktop computer that used to hold all our info? Well, we've kicked it to the curb and moved everything to the cloud. I know, I know, it sounds like we're living in the future, right? But trust me, this is awesome news for all of us. Our membership coordinator can now work from anywhere (hello, work-from-home days!), and we don't have to worry about losing all our data if that ancient computer decides to give up the ghost. Plus, it's saving us a few bucks in the long run. Win-win!
Next, we've supercharged our new hire outreach. Instead of our poor Organizer spending all their time sending individual emails (talk about tedious!), we've got a shiny new automated system. It's like having a friendly robot assistant who reaches out to new hires three times in their first month, telling them all about their contract and inviting them to orientation. This frees up our Organizer to tackle lots of other important stuff, like creating awesome training programs for all of us.
Now, here's a big one – we're ditching that expensive IT helpdesk. I know, it sounds scary, but trust me, it's a good thing. Those folks were charging us an arm and a leg, took forever to respond, and sometimes messed up our devices. So, we're bringing it all in-house. That means faster help when you need it, and we can start exploring cool new tech stuff instead of just keeping the lights on.
We're also getting all high-tech with our mobile devices. We're using something called Intune and Autopilot (sounds like something out of a sci-fi movie, right?). This means we can keep track of all our union devices and make sure they're being used for union business. No more lost tablets or phones! Plus, it might even lead to some of you getting union devices for important work. How cool is that?
Last but not least, we're planning a total makeover for our website. Our current site is serviceable, but it’s built on an aging platform that is hindering our growth. We're looking at some fancy new options that'll let us have special areas just for stewards and member leaders, plus a whole section for training programs. It'll be like having a virtual union hall right at your fingertips!
I know all this tech talk might sound a bit overwhelming, but here's the bottom line: we're making these changes to serve you better, keep your information safe, and make sure we're using your dues in the smartest way possible. We're not just keeping up with the times – we're getting ahead of the game!
Got questions? Concerns? Brilliant ideas? I'm all ears! After all, this union is all about you, and we want to make sure these changes work for everyone.
Stay awesome, and remember – united we bargain, divided we beg!
Your tech-loving IT admin, Joey Hicklin
P.S. I always have open office hours at 3 PM, so feel free to stop by and chat about all things tech. Just don't ask me to fix your home printer – that's where I draw the line! 😉
History Matters: June 12 the first Longshoremen Union is established in 1886.
Article by Derya Ruggles, WPEA Organizing, Legislative, Media Specialist
Longshoremen working on ships docked on the Seattle waterfront walk off the job, leading to negotiations and then the acceptance of the Stevedores, Longshoremen and Riggers Union of Seattle.
Longshoremen are dock workers responsible for unloading and loading ships, balancing weight loads, and stowing cargo in densely packed ship holds – a critical and dangerous undertaking.
Three months earlier, in March 1886, longshoremen in Tacoma had unionized, following in the footsteps of longshoremen in Portland, Oregon, who had organized in 1878.
The 1886 longshoremen’s strike in Seattle followed a three-day strike two years earlier and then two years of stalled talks over workers’ demands for representation. A total of 88 men signed the new union charter; the first meeting was held on June 14, 1886.
Take a look at the ILWU Seattle 125 year tribute 4 minute video: ILWU Seattle Longshoremen 125 Years Tribute
From https://wwwwww.historylink.org/File/22612.historylink.org/File/22612
Further reading on the rich history of ILWU: Seattle Waterfront History (ilwu19.com)
Longshoremen are dock workers responsible for unloading and loading ships, balancing weight loads, and stowing cargo in densely packed ship holds – a critical and dangerous undertaking.
Three months earlier, in March 1886, longshoremen in Tacoma had unionized, following in the footsteps of longshoremen in Portland, Oregon, who had organized in 1878.
The 1886 longshoremen’s strike in Seattle followed a three-day strike two years earlier and then two years of stalled talks over workers’ demands for representation. A total of 88 men signed the new union charter; the first meeting was held on June 14, 1886.
Take a look at the ILWU Seattle 125 year tribute 4 minute video: ILWU Seattle Longshoremen 125 Years Tribute
From https://wwwwww.historylink.org/File/22612.historylink.org/File/22612
Further reading on the rich history of ILWU: Seattle Waterfront History (ilwu19.com)
This Month's Featured Recipe - Slow cooker Peach Cobbler
| Ingredients 8 large peaches, peeled and cut into eighths 3/4 cup granulated sugar 1/3 cup chopped crystallized ginger (optional) 1 (14.25-oz.) box super-moist white cake mix (such as Better Crocker) 3/4 cup regular oats 1/2 cup unsalted butter, melted 1/4 cup ginger ale 1/4 tsp. ground nutmeg 1/4 tsp. kosher salt 1 tsp. vanilla extract Directions Step 1 Mix fruit and sugar: Toss together peaches, sugar, and ginger in a 6-quart slow cooker. Step 2 Add topping to fruit filling: Combine cake mix and remaining ingredients. Spread over peach mixture. Step 3 Cook cobbler: Cover and cook on HIGH 2 to 3 hours. Remove lid and let stand 15 minutes. |  |
Did you see the latest article about our members?
Our DNR members were featured in an article on Rueters, check it out now:
https://www.reuters.com/investigates/special-report/usa-prisons-firefighters/
https://www.reuters.com/investigates/special-report/usa-prisons-firefighters/
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On the Calendar
| Recurring Events: President Office Hours – Every Monday at 12:00 and Thursday at 4:00 Stay up-to-date with your WPEA President https://us06web.zoom.us/j/84804444204?pwd=8WO6oSWkNIEyIBc4bAblg2im01Jkb4.1 Meeting ID: 848 0444 4204 Passcode: 424576 UNITY Meetings – Every Wednesday at 12:00 & 5:00 Different topics, highlights, and news from your Union every week. https://us06web.zoom.us/j/81922699344?pwd=dbfzaAvNpLkL4UOGhuS2oseCB3bZiD.1 Meeting ID: 819 2269 9344 Passcode: 716299 Thurston-Lewis-Mason Central Labor Council Solidarity Night & Meeting – 1st & 3rd Wednesday of every month. Stay up-to-date with the latest from the Central Labor Council and visit their website at: https://www.tlmlabor.org/ | June Events June 1 – Scholarship winners announced June 13 – Skagit Valley Steward Meeting 6:00pm June 15 – WPEA Board Meeting – everyone is welcome to attend June 19 - Juneteeth, WPEA office is closed June 30 – Only 4 days left to enter the raffle Save the Date!September 7th - Tacoma Rainiers Game Day! Tickets are $15.50 each that includes a reserved seat, Ballpark meal (hot dog & bottled water). For more information about tickets please contact Lisa or Aubrei at 360-943-1121 or email at [email protected] or [email protected]. More information to come! |
2025-2027 Bargaining Update
Update by Julia Thurman-Lascurain, WPEA Member Education & Mobilization Director
Bargaining Update: Productive Meetings Across General Government and Higher Education
In a promising start to the bargaining season, both General Government and Higher Education teams have reported productive initial meetings, setting the stage for further discussions and negotiations.
General Government Bargaining Update:
The General Government bargaining team, representing various state departments, held a successful first meeting. The next session is scheduled for June 10, where the state will provide their initial responses on non-economic matters and address the proposals already submitted by the team.
Key Highlights:
- Proposals Submitted: The team has put forward 20 proposals, including some related to compensation.
- Team Morale: Spirits are high among the team members, who are eagerly anticipating the next meeting.
The General Government bargaining team includes:
- Steve Sloniker, WPEA Contract Administration Director
- Kyle Jones and Kriss Acker (Dept of Revenue)
- Elyse Fleenor, Ryan Cloud, and Paul Nelson (Department of Natural Resources)
- Jim McNelly (Military Department)
- Carmina Harrington (WA State School for the Blind)
- Deirdre Curle (The Center for Deaf & Hard of Hearing Youth)
- Britta McDaniel and Mike Mullen (WA State Patrol)
- Chris Cooper (WA State Patrol)
- Robert Ring (Department of Agriculture)
Higher Education Bargaining Update:
The Higher Education bargaining team also reported an excellent first meeting. The discussions were marked by a high level of receptivity and respect. The next meetings are slated for May 30 and June 20.
Key Highlights:
- Proposals Submitted: The team has presented 13 proposals so far, though none have addressed compensation issues yet.
- Ground Rules: An agreement on the ground rules has been reached, which includes authorization for additional release time for the bargaining team.
The Higher Education bargaining team members include:
- Steve Sloniker, WPEA Contract Administration Director
- Courtney Braddock (Clark College)
- David Johnson (Walla Walla)
- Jared Stratton (Grays Harbor)
- Nancy Rakoz (Big Bend)
- Debbie Muller (Columbia Basin)
- Ryan Higgins (Cascadia)
- Manda Pelly (Edmonds)
- Lance Levesen (Skagit Valley)
- Kelly Gardner (Pierce)
- Candace Alverez (Olympic)
- Becky Turnbull (Bellevue)
What's Next? As both bargaining teams move forward, there is a shared sense of optimism and a commitment to productive and respectful negotiations. The upcoming meetings are expected to build on this positive momentum, with both teams eager to address and resolve key issues in collaboration with the state representatives.
In a promising start to the bargaining season, both General Government and Higher Education teams have reported productive initial meetings, setting the stage for further discussions and negotiations.
General Government Bargaining Update:
The General Government bargaining team, representing various state departments, held a successful first meeting. The next session is scheduled for June 10, where the state will provide their initial responses on non-economic matters and address the proposals already submitted by the team.
Key Highlights:
- Proposals Submitted: The team has put forward 20 proposals, including some related to compensation.
- Team Morale: Spirits are high among the team members, who are eagerly anticipating the next meeting.
The General Government bargaining team includes:
- Steve Sloniker, WPEA Contract Administration Director
- Kyle Jones and Kriss Acker (Dept of Revenue)
- Elyse Fleenor, Ryan Cloud, and Paul Nelson (Department of Natural Resources)
- Jim McNelly (Military Department)
- Carmina Harrington (WA State School for the Blind)
- Deirdre Curle (The Center for Deaf & Hard of Hearing Youth)
- Britta McDaniel and Mike Mullen (WA State Patrol)
- Chris Cooper (WA State Patrol)
- Robert Ring (Department of Agriculture)
Higher Education Bargaining Update:
The Higher Education bargaining team also reported an excellent first meeting. The discussions were marked by a high level of receptivity and respect. The next meetings are slated for May 30 and June 20.
Key Highlights:
- Proposals Submitted: The team has presented 13 proposals so far, though none have addressed compensation issues yet.
- Ground Rules: An agreement on the ground rules has been reached, which includes authorization for additional release time for the bargaining team.
The Higher Education bargaining team members include:
- Steve Sloniker, WPEA Contract Administration Director
- Courtney Braddock (Clark College)
- David Johnson (Walla Walla)
- Jared Stratton (Grays Harbor)
- Nancy Rakoz (Big Bend)
- Debbie Muller (Columbia Basin)
- Ryan Higgins (Cascadia)
- Manda Pelly (Edmonds)
- Lance Levesen (Skagit Valley)
- Kelly Gardner (Pierce)
- Candace Alverez (Olympic)
- Becky Turnbull (Bellevue)
What's Next? As both bargaining teams move forward, there is a shared sense of optimism and a commitment to productive and respectful negotiations. The upcoming meetings are expected to build on this positive momentum, with both teams eager to address and resolve key issues in collaboration with the state representatives.
Celebrating Our Raffle Winners and Gearing Up for Collective Action
Article by Joey Hicklin, WPEA Organizer
| Our recent raffle, which offered the chance to win exciting prizes like Fitbits, AirPods, and gift cards, was a resounding success. Over 500 members participated by updating their contact information with us, accounting for an impressive one-eighth of our entire membership! We're thrilled to announce the winners of our previous raffle: · Karen (Becky) Kozowski from Skagit Valley College, who won a Fitbit Charge 6 · Benjamin Kilfoil from the Department of Natural Resources, also a Fitbit Charge 6 winner · Victoria Walters from Clark College, who chose the Apple AirPods 3 as her prize Congratulations to our lucky winners! The raffle was more than just a chance to win exciting prizes; it was a crucial step in ensuring effective communication between our union and its members. As we prepare for upcoming collective bargaining negotiations for our statewide contracts, maintaining open lines of communication is paramount. During the last bargaining season, we fell short of achieving the desired wage increases. This year, we're determined to push harder, but our bargaining power derives from collective actions that demonstrate our collective strength. To succeed, we need our members to be well-informed about the bargaining process, its progress, and the collective actions required when the time comes. That's why we're thrilled to announce a duplicate raffle running from May 15th through July 3rd. If you entered the previous raffle, you're already included in this new one. For those who haven't yet updated their contact information, visit www.wpea.org/raffle.html to participate and be eligible to win all new prizes! Remember, the deadline to update your contact information and enter the raffle is July 3rd. Our union's strength lies in the collective power of our members. By staying informed and engaged, we can work together to achieve our goals and secure the fair wages and working conditions we deserve. |  Becky Kozowski, Skagit Valley College with Member Education & Mobilization Director Julia Thurman-Lascurain  Benjamin Kilfoil, Department of Natural Resources with Member Education & Mobilization Director Julia Thurman-Lascurain  Victoria Walter, Clark College with WPEA Organizer Joey Hicklin |
New Leadership - New Faces of WPEA
Austin Lyman (Top Right) talking with Department of Natural Resources Members We are thrilled to introduce:
Austin Lyman, WPEA Staff Representative!
We are thrilled to introduce our newest team member at the Washington Public Employees Association (WPEA), Austin Lyman, whose journey to the labor movement is both inspiring and deeply personal.
Austin's passion for the labor movement was ignited by a firsthand experience with workplace injustice. While serving as a public servant for the State of Washington, they faced wrongful termination. In a time of uncertainty, they turned to the WPEA for support. The union's exceptional representation throughout a challenging year-and-a-half-long arbitration process was pivotal. Ultimately, they were reinstated to their position, allowing them to contribute to a successful fire season in 2023. This experience proved transformative, leading to a winter role at Central Washington University and, ultimately, to their current position at the WPEA.
Now representing the Department of Natural Resources, Austin is excited about the numerous projects on the horizon. These initiatives aim to enhance the lives of our members, especially with another fire season fast approaching. Their firsthand experience and dedication to public service make them an invaluable asset to our team.
When not championing the rights of public employees, Austin enjoys attempting to play golf and engaging in various outdoor activities, a passion cultivated over nearly a decade spent in wildfire management. Austin is a devoted spouse and parent, with a beautiful wife, two children, and another on the way!
Austin's favorite quote is: "Life's a garden, dig it." and with that optimism we are excited to have such a dedicated and passionate individual join our team.
Austin Lyman, WPEA Staff Representative!
We are thrilled to introduce our newest team member at the Washington Public Employees Association (WPEA), Austin Lyman, whose journey to the labor movement is both inspiring and deeply personal.
Austin's passion for the labor movement was ignited by a firsthand experience with workplace injustice. While serving as a public servant for the State of Washington, they faced wrongful termination. In a time of uncertainty, they turned to the WPEA for support. The union's exceptional representation throughout a challenging year-and-a-half-long arbitration process was pivotal. Ultimately, they were reinstated to their position, allowing them to contribute to a successful fire season in 2023. This experience proved transformative, leading to a winter role at Central Washington University and, ultimately, to their current position at the WPEA.
Now representing the Department of Natural Resources, Austin is excited about the numerous projects on the horizon. These initiatives aim to enhance the lives of our members, especially with another fire season fast approaching. Their firsthand experience and dedication to public service make them an invaluable asset to our team.
When not championing the rights of public employees, Austin enjoys attempting to play golf and engaging in various outdoor activities, a passion cultivated over nearly a decade spent in wildfire management. Austin is a devoted spouse and parent, with a beautiful wife, two children, and another on the way!
Austin's favorite quote is: "Life's a garden, dig it." and with that optimism we are excited to have such a dedicated and passionate individual join our team.
We are thrilled to introduce:
Whitney Wenzel, WPEA Office Manager!
We are delighted to introduce our newest team member, Whitney Wenzel, at the WPEA, whose commitment to standing up for what’s right and supporting others defines their professional journey and personal philosophy.
From a young age, Whitney has been a steadfast advocate for justice, often standing up for the "little guy" even when it didn't benefit them personally. This innate sense of justice and support for others aligns perfectly with the core values of the WPEA. Although their position at WPEA is not directly involved in the front-line advocacy work, they are dedicated to supporting our representatives in any way possible, ensuring they have the resources and backing needed to succeed in their critical roles.
Whitney's passion for fighting for what is right extends beyond their role at WPEA and encourages everyone to get involved with the union at any level, even if it starts with a simple conversation with a union representative. Whitney believes that speaking up and taking action, no matter how small, can lead to significant changes and improvements in the workplace.
Outside of work, Whitney enjoys a fulfilling personal life with their husband, their one-year-old son, and their three German Shorthaired Pointer dogs. With a large yard, they spend a lot of time gardening, growing plants, vegetables, and fruits. She is also an avid crafter, engaging in activities ranging from crocheting to woodworking.
Reflecting their proactive and change-driven mindset, Whitney's favorite quote is from Dolly Parton: "If you don't like the road you are walking, start paving another one."
Welcome aboard Whitney - we are glad you're here!
Whitney Wenzel, WPEA Office Manager!
We are delighted to introduce our newest team member, Whitney Wenzel, at the WPEA, whose commitment to standing up for what’s right and supporting others defines their professional journey and personal philosophy.
From a young age, Whitney has been a steadfast advocate for justice, often standing up for the "little guy" even when it didn't benefit them personally. This innate sense of justice and support for others aligns perfectly with the core values of the WPEA. Although their position at WPEA is not directly involved in the front-line advocacy work, they are dedicated to supporting our representatives in any way possible, ensuring they have the resources and backing needed to succeed in their critical roles.
Whitney's passion for fighting for what is right extends beyond their role at WPEA and encourages everyone to get involved with the union at any level, even if it starts with a simple conversation with a union representative. Whitney believes that speaking up and taking action, no matter how small, can lead to significant changes and improvements in the workplace.
Outside of work, Whitney enjoys a fulfilling personal life with their husband, their one-year-old son, and their three German Shorthaired Pointer dogs. With a large yard, they spend a lot of time gardening, growing plants, vegetables, and fruits. She is also an avid crafter, engaging in activities ranging from crocheting to woodworking.
Reflecting their proactive and change-driven mindset, Whitney's favorite quote is from Dolly Parton: "If you don't like the road you are walking, start paving another one."
Welcome aboard Whitney - we are glad you're here!
Accrual Cap Changes
Update from Seamus Petrie, WPEA Lobbyist
As of June 6, 2024, the cap on annual (vacation) leave for state employees is rising from 240 hours to 280 hours. Note that this doesn’t change the accrual rate, just the cap.
Too many members are stuck at the cap have a difficult time taking vacation because of understaffing and an excessive workload. This change will make sure that folks have a little more flexibility, so they won’t risk losing the benefits they’ve earned. Thanks to Jessica Bateman’s House Bill 2246 for this change.
Too many members are stuck at the cap have a difficult time taking vacation because of understaffing and an excessive workload. This change will make sure that folks have a little more flexibility, so they won’t risk losing the benefits they’ve earned. Thanks to Jessica Bateman’s House Bill 2246 for this change.
COPE - You Can Too!
Article by Derya Ruggles, WPEA Organizing, Legislative, Media Specialist
| As a WPEA member in good standing you are invited to actively participate in direct democracy! On Saturday, May 18, WPEA member and Lead Steward, Courtney Braddock, together with WPEA staff and our WPEA Lobbyist Seamus Petrie, all met in Seattle for the annual convention of COPE-Committee on Political Education COPE . This is the big annual event, where 600 labor organizations representing more than 500,000 labor members send people to be delegates and get together in a room to decide who we want to lead us. We vote to endorse congressional, statewide, state legislative and judicial candidates, plus state ballot measures. The Washington State Labor Council, WSLC will then publish these endorsements. You go as an official delegate with your WPEA union, which means you get to vote for who you want to see in state leadership. You can meet the hopeful candidates in person. There are panel discussions and lively yet respectful debates before the serious business of voting commences. And you know what? It’s fun! WPEA has a non-partisan Political Action Committee, PAC,( which you are also invited to be part of!) Before COPE happens, our PAC group interview candidates for endorsement, making the determination together of how effective the candidate will be fighting for the rights of labor before we consider endorsing them. My favorite part of COPE was meeting Kristiana De Leon, a candidate who we interviewed and is running in the 5th Legislative District. Why my favorite? Because so often we dismiss people holding or wishing to hold political office as “politicians” with a scoff. The fact is there are people in our communities who share our concerns for livable wages, the high cost of housing, childcare, education, infrastructure, access to resources, etc. and these people step up, volunteer to make a difference in their communities, and then commit to run for office to make more substantive progress state-wide. Kristiana de Leon communicated understanding, effectiveness and deep knowledge of issues affecting all of us. This interview put a human face on “politician” for me. If you come to COPE your hotel is covered, food is provided, and your mileage reimbursed. And you will meet other members and really- you will have fun! Want to know more? Contact Seamus at [email protected] or Derya at [email protected] No previous knowledge of political process of any kind is required. |  Seamus Petrie (Left) WPEA Lobbyist and Derya Ruggles (Right) WPEA Organizing, Legislative, Media Specialist show their excitement for Kristiana De Leon, running for State Representative  COPE collage from Derya Ruggles |
Union Stewards and Member Leaders: The Backbone of Our Organizing Efforts
Article by Joey Hicklin, WPEA Organizer
As members of WPEA, we know that collective action and unity are the driving forces behind our successes. At the heart of this collective power are two vital roles: Stewards and Member Leaders. These dedicated volunteers play a crucial part in strengthening our union and advancing our shared goals.
Stewards: The Voice of Representation
Stewards are volunteer co-workers who serve as the direct link between our members and the union's staff representatives. They have a unique understanding of the challenges and concerns faced by our members, as they work side by side in the same bargaining unit. Stewards undergo specialized training to gain a deep knowledge of our Collective Bargaining Agreement (CBA) and develop effective representation skills.
When members face issues in the workplace, Stewards are there to advocate on their behalf and are also able to directly represent members in their discussions with management. They work closely with the union's staff representatives, providing valuable context and insights to help resolve disputes effectively. However, it's important to note that Stewards have full-time jobs outside of their volunteer duties, so their availability may be limited at times.
Member Leaders: Driving Grassroots Organizing
While Stewards focus on representation, Member Leaders are the driving force behind our grassroots organizing efforts. These dedicated volunteers play a vital role in mobilizing our members and amplifying our collective voice.
Member Leaders are trained in organizing techniques and have a deep understanding of our CBA. They are responsible for various on-the-ground actions, such as distributing flyers, organizing collective actions, scheduling meetings, writing emails, creating polls, designing media, and engaging with members directly.
Together, Stewards and Member Leaders form a powerful team, working collaboratively to ensure that our union remains strong, united, and effective in advocating for the rights and interests of our members.
Becoming a Steward or Member Leader To become a Steward or Member Leader, you must attend a specialized training provided by our union. While attendance at a Steward training is a requirement, there is no obligation to sign up for either role immediately after completing the training.
Our union thrives on the dedication and commitment of our members. By stepping up as Stewards or Member Leaders, you can play a vital role in shaping the future of our labor movement and ensuring that our voices are heard loud and clear. WPEA provides monthly steward trainings, watch your email for upcoming trainings or contact [email protected] for more information.
Stewards: The Voice of Representation
Stewards are volunteer co-workers who serve as the direct link between our members and the union's staff representatives. They have a unique understanding of the challenges and concerns faced by our members, as they work side by side in the same bargaining unit. Stewards undergo specialized training to gain a deep knowledge of our Collective Bargaining Agreement (CBA) and develop effective representation skills.
When members face issues in the workplace, Stewards are there to advocate on their behalf and are also able to directly represent members in their discussions with management. They work closely with the union's staff representatives, providing valuable context and insights to help resolve disputes effectively. However, it's important to note that Stewards have full-time jobs outside of their volunteer duties, so their availability may be limited at times.
Member Leaders: Driving Grassroots Organizing
While Stewards focus on representation, Member Leaders are the driving force behind our grassroots organizing efforts. These dedicated volunteers play a vital role in mobilizing our members and amplifying our collective voice.
Member Leaders are trained in organizing techniques and have a deep understanding of our CBA. They are responsible for various on-the-ground actions, such as distributing flyers, organizing collective actions, scheduling meetings, writing emails, creating polls, designing media, and engaging with members directly.
Together, Stewards and Member Leaders form a powerful team, working collaboratively to ensure that our union remains strong, united, and effective in advocating for the rights and interests of our members.
Becoming a Steward or Member Leader To become a Steward or Member Leader, you must attend a specialized training provided by our union. While attendance at a Steward training is a requirement, there is no obligation to sign up for either role immediately after completing the training.
Our union thrives on the dedication and commitment of our members. By stepping up as Stewards or Member Leaders, you can play a vital role in shaping the future of our labor movement and ensuring that our voices are heard loud and clear. WPEA provides monthly steward trainings, watch your email for upcoming trainings or contact [email protected] for more information.
History Matters: Graduate Students Organize a Union at UW - 2001
This article contributed by Tom Lux, edited by Derya Ruggles and produced by Pacific Northwest Labor History Association (PNLHA) www.pnlha.org
Brian Grijalva's picket-line photos taken during the June 2001 strike Academic Student Employees (teaching assistants, readers, graders and tutors) started a fifteen-day strike at the University of Washington’s three campuses (Seattle, Tacoma, Bothell) June 1, 2001. The strike was led by the Graduate Student Employee Action Coalition (GSEAC) who were affiliated with the United Auto Workers (UAW). The strike disrupted the last two weeks of spring quarter and the administration had to find ways to read all the final papers and tests as well as distribute grades in a timely manner.
In March of 2000, 80% of the Academic Student Employees (ASE) voted to be represented by GSEAC. Student employees had no job security and no contract to assure them of their jobs. The graduate students wanted the stability of a guaranteed living wage, medical benefits, and improved working conditions.
The following year had sporadic negotiations, failed legislation that would have required the university to recognize the union, and a couple strike votes. On May 11, 2001, GSEAC had a second strike vote in favor of a strike, 1,061 – 100. GSEAC’s negotiating committee decided that the strike would begin June 1. The major obstacle that kept the two sides apart was whether or not the university had the ability to recognize the union as the sole representative of all of the student employees. A mediator was brought in but union recognition was the one issue that could not be resolved.
The strike had support from beyond the student employees. There was constant picketing on all three campuses and many teachers honored the picket lines. Metro Bus Drivers did not drive buses onto campus, truck drivers and construction workers also refused to come onto campus. This created serious delays on construction projects. All of these factors helped show solidarity with the strikers and to put more pressure on the university.
In early 2002, the legislature, under heavy pressure to avoid another confrontation, passed a measure extending collective bargaining rights to academic student employees. Later that year the union, UAW Local 4121, negotiated its first contract with UW.
Reference material: “The GSEAC Strike of 2001” by Josh Kennedy
In March of 2000, 80% of the Academic Student Employees (ASE) voted to be represented by GSEAC. Student employees had no job security and no contract to assure them of their jobs. The graduate students wanted the stability of a guaranteed living wage, medical benefits, and improved working conditions.
The following year had sporadic negotiations, failed legislation that would have required the university to recognize the union, and a couple strike votes. On May 11, 2001, GSEAC had a second strike vote in favor of a strike, 1,061 – 100. GSEAC’s negotiating committee decided that the strike would begin June 1. The major obstacle that kept the two sides apart was whether or not the university had the ability to recognize the union as the sole representative of all of the student employees. A mediator was brought in but union recognition was the one issue that could not be resolved.
The strike had support from beyond the student employees. There was constant picketing on all three campuses and many teachers honored the picket lines. Metro Bus Drivers did not drive buses onto campus, truck drivers and construction workers also refused to come onto campus. This created serious delays on construction projects. All of these factors helped show solidarity with the strikers and to put more pressure on the university.
In early 2002, the legislature, under heavy pressure to avoid another confrontation, passed a measure extending collective bargaining rights to academic student employees. Later that year the union, UAW Local 4121, negotiated its first contract with UW.
Reference material: “The GSEAC Strike of 2001” by Josh Kennedy
What is Union Plus?
Article by Lisa Franklin, WPEA Office Support
Union Plus is a nonprofit organization founded by the AFL-CIO in 1986 to provide excellent consumer programs exclusively for Union members (current and retired) and their families.
Go to UnionPlus.org to find discounts on Hotels- up to 50% off on hotels, unique vacation homes and luxury, five-star resorts all over the world. You can get up to 35% off car rentals. They have vacation tours on all seven continents, just pick a destination and it includes attractions and tours.
If your thinking about jumping in the car and taking a road trip don’t forget to download the Union Plus App for discounts along the way “like 2 free taco’s” at Jack-in-the-Box. Now available in the AppStore!
Union Plus has so many discounts from insurance to flowers you just have to go check it out and don’t forget to enter to win a trip to Las Vegas!
Local Union Code: 365
Go to UnionPlus.org to find discounts on Hotels- up to 50% off on hotels, unique vacation homes and luxury, five-star resorts all over the world. You can get up to 35% off car rentals. They have vacation tours on all seven continents, just pick a destination and it includes attractions and tours.
If your thinking about jumping in the car and taking a road trip don’t forget to download the Union Plus App for discounts along the way “like 2 free taco’s” at Jack-in-the-Box. Now available in the AppStore!
Union Plus has so many discounts from insurance to flowers you just have to go check it out and don’t forget to enter to win a trip to Las Vegas!
Local Union Code: 365
Summer is Just Around the Corner: Made-in-America BBQ Shopping List
Whether it's Memorial Day, July 4 or Labor Day, make sure your barbecue is stocked with union-made in America products.
| Burgers and Dogs
| Sides
| Wine
|
On the Calendar
| Recurring Events: President Office Hours – Every Monday at 12:00 and Thursday at 4:00 Stay up-to-date with your WPEA President Join Zoom Meeting https://us06web.zoom.us/j/84804444204?pwd=8WO6oSWkNIEyIBc4bAblg2im01Jkb4.1 Meeting ID: 848 0444 4204 Passcode: 424576 UNITY Meetings – Every Wednesday at 12:00 & 5:00 Different topics, highlights, and news from your Union every week Join Zoom Meeting https://us06web.zoom.us/j/81922699344?pwd=dbfzaAvNpLkL4UOGhuS2oseCB3bZiD.1 Meeting ID: 819 2269 9344 Passcode: 716299 Thurston-Lewis-Mason Central Labor Council Solidarity Night & Meeting – 1st & 3rd Wednesday of every month. Stay up-to-date with the latest from the Central Labor Council and visit their website at: https://www.tlmlabor.org/ | May Events May 1st – International Labor Day May 12 – Mother’s Day WPEA Board Meeting - May 18 – 9:00 at WPEA Office – All Members are welcome to attend. Shop Steward Training – May 29 from 5:30-8:30pm Heather Kafton will be hosting the May Shop Steward Training, if you wish to attend please reach out to [email protected] to RSVP and you can attend via the zoom link. Join Zoom Meeting https://wpea-org.zoom.us/j/82197712713 Meeting ID: 821 9771 2713 May 27 – Memorial Day – WPEA Office is closed |
WPEA is thrilled by the overwhelming response to our raffle event running from March 20th to April 30th! Hundreds of members have already updated their contact details to earn entries for a chance to win amazing prizes like AirPods 3, Fitbit Charge 6, or a $100 gift card. The anticipation is building as we prepare to announce the three lucky winners during the UNITY meeting this Wednesday at 12 PM. We can't wait to celebrate our members' enthusiasm!
Message From the President
From the desk of WPEA President Amanda Hacker
From the desk of WPEA President Amanda Hacker
WPEA is going into bargaining for our 2025-2027 contract. Bargaining will start in May and conclude in September when we reach a tentatively agreed to contract. This round of bargaining is critical for our members. Classified staff continue to fall further and further behind their counterparts in private sector, our benefits continue to be eroded and our work/life balance is not sufficient for the salary we receive. The only way to stop the downward trend in salary and benefits for classified staff is to stand together, in solidarity, and expect better from the State.
WPEA’s bargaining teams are getting ready to negotiate a contract that will cover the 2025-2027 biennium. Our ability to negotiate a fair and appropriate contract depends on our ability to engage our membership and show power and leverage at the bargaining table. WPEA’s membership numbers have taken a hit since the Janus vs. AFSCME decision in 2018. We simply will not be able to bargain a fair contract for our members without more involvement and engagement at the membership level. To that end, WPEA is partnering with our International Union, United Food and Commercial Workers (UFCW), to visit your local worksite and talk to members about the importance of signing up as a member of our Union.
On April 16th WPEA welcomed Steve Sloniker back as our Contract Administration Director (CAD). Steve worked for WPEA as a Staff Representative from 2011 – 2018. We are excited to welcome Steve back in this important role. Our CAD is the supervisor for the Rep Staff and the director for all contract enforcement at WPEA. In addition, Steve will be the lead negotiator on our statewide contracts this year.
We are still looking for volunteers for the following bargaining units to participate in negotiations:
Liquor and Cannabis Board
Department of Licensing
Wenatchee Valley College
Tacoma College
If you are in one of these bargaining units and want to volunteer to be the representative at the table, please contact Steve directly at [email protected].
WPEA’s bargaining teams are getting ready to negotiate a contract that will cover the 2025-2027 biennium. Our ability to negotiate a fair and appropriate contract depends on our ability to engage our membership and show power and leverage at the bargaining table. WPEA’s membership numbers have taken a hit since the Janus vs. AFSCME decision in 2018. We simply will not be able to bargain a fair contract for our members without more involvement and engagement at the membership level. To that end, WPEA is partnering with our International Union, United Food and Commercial Workers (UFCW), to visit your local worksite and talk to members about the importance of signing up as a member of our Union.
On April 16th WPEA welcomed Steve Sloniker back as our Contract Administration Director (CAD). Steve worked for WPEA as a Staff Representative from 2011 – 2018. We are excited to welcome Steve back in this important role. Our CAD is the supervisor for the Rep Staff and the director for all contract enforcement at WPEA. In addition, Steve will be the lead negotiator on our statewide contracts this year.
We are still looking for volunteers for the following bargaining units to participate in negotiations:
Liquor and Cannabis Board
Department of Licensing
Wenatchee Valley College
Tacoma College
If you are in one of these bargaining units and want to volunteer to be the representative at the table, please contact Steve directly at [email protected].
New Leadership - New Faces of WPEA
WPEA Organizer Joey Hicklin (left) and UFCW Organizer Sergei Larson (right) We are thrilled to introduce:
Joey Hicklin, WPEA Organizer and IT Administrator!
Joey’s journey into the labor movement began with a personal experience that resonates with many of us. During their early years at Clark College, Joey was initially unaware of the Union’s presence. However, a significant shift in his job role brought to light the importance of understanding his rights under the Union contract. Despite encountering initial frustration due to a lack of support, Joey was determined to turn this experience into an opportunity for change. He became a steward with the goal of ensuring that no one else faced similar challenges alone.
In his current roles as both an Organizer and IT Administrator, Joey has set ambitious goals aimed at empowerment and efficiency. His dedication to creating training content for members reflects a commitment to equipping individuals with the knowledge and tools to advocate for their rights effectively. Additionally, Joey's technical expertise is evident in their goal to streamline IT processes thus ensuring seamless access and support for all staff, regardless of location.
For those aspiring to follow a similar path, Joey offers sage advice: never stop learning and get involved. Learn something new every day and get involved. Read your Collective Bargaining Agreement (CBA), explore the Washington Administrative Code (WAC) and the Revised Code of Washington (RCW), and learn about the Fair Labor Standards Act (FLSA). Get involved with your local union leadership, ask questions, and bring your voice to the discussion.
"We are building the future every day in what we accept, what we demand, and what we create. The canvas is still very blank, and personally, I'm excited every day to contribute to the conversation on deciding what color to lay down next." - Joey
Outside of work, Joey enjoys designing board games and is also a "prepper". He has been playing video games since the age of 3, was ranked 38 in Halo 2 back in the day, and today prefers to play RPGs on the easiest difficulty, just to relax. Joey and his wife and their 2 kids (ages 3 and 5) love to go on hikes, explore the outdoors, and build kids projects at Home Depot and Lowe's, and do all the things that our active and wild toddlers are drawn to do.
We are thrilled to welcome Joey to our team and look forward to the positive impact he will undoubtedly make.
Joey is building training content every week, which he presents at our UNITY meetings. UNITY meetings are held every Wednesday at 12 and 5. If you don't get those invites, please update your contact info at:
Update
If you would like to access any training content from previous weeks, you can find that at:
Training
Joey Hicklin, WPEA Organizer and IT Administrator!
Joey’s journey into the labor movement began with a personal experience that resonates with many of us. During their early years at Clark College, Joey was initially unaware of the Union’s presence. However, a significant shift in his job role brought to light the importance of understanding his rights under the Union contract. Despite encountering initial frustration due to a lack of support, Joey was determined to turn this experience into an opportunity for change. He became a steward with the goal of ensuring that no one else faced similar challenges alone.
In his current roles as both an Organizer and IT Administrator, Joey has set ambitious goals aimed at empowerment and efficiency. His dedication to creating training content for members reflects a commitment to equipping individuals with the knowledge and tools to advocate for their rights effectively. Additionally, Joey's technical expertise is evident in their goal to streamline IT processes thus ensuring seamless access and support for all staff, regardless of location.
For those aspiring to follow a similar path, Joey offers sage advice: never stop learning and get involved. Learn something new every day and get involved. Read your Collective Bargaining Agreement (CBA), explore the Washington Administrative Code (WAC) and the Revised Code of Washington (RCW), and learn about the Fair Labor Standards Act (FLSA). Get involved with your local union leadership, ask questions, and bring your voice to the discussion.
"We are building the future every day in what we accept, what we demand, and what we create. The canvas is still very blank, and personally, I'm excited every day to contribute to the conversation on deciding what color to lay down next." - Joey
Outside of work, Joey enjoys designing board games and is also a "prepper". He has been playing video games since the age of 3, was ranked 38 in Halo 2 back in the day, and today prefers to play RPGs on the easiest difficulty, just to relax. Joey and his wife and their 2 kids (ages 3 and 5) love to go on hikes, explore the outdoors, and build kids projects at Home Depot and Lowe's, and do all the things that our active and wild toddlers are drawn to do.
We are thrilled to welcome Joey to our team and look forward to the positive impact he will undoubtedly make.
Joey is building training content every week, which he presents at our UNITY meetings. UNITY meetings are held every Wednesday at 12 and 5. If you don't get those invites, please update your contact info at:
Update
If you would like to access any training content from previous weeks, you can find that at:
Training
Welcome back:
Steve Sloniker, WPEA Contract Administration Director!
If you have been around WPEA for awhile, Steve may be a familiar face. Formerly a Staff Representative, he has returned as our Contract Administration Director, filling the role Amanda vacated after her election to President.
Steve's journey into the labor movement is rooted in a desire for justice and empowerment. Having experienced firsthand the disregard for employees' value and dignity. In a previous workplace, Steve recognized the vital role organized labor plays in amplifying the voices of workers and demanding accountability from management. The collective bargaining agreement emerged as a powerful tool to level the playing field, that empowered Steve and his colleagues to advocate for fair treatment and improved conditions.
In his current role, Steve is driven by a clear goal: to negotiate strong contracts that elevate the well-being of our members. Steve is excited to spearhead the negotiation of Higher Ed and General Government contracts. By striving for improved working conditions and equitable compensation, he aims to create meaningful change that benefits the entire membership.
Steve offers valuable advice to anyone looking to get involved: embrace curiosity, seek out opportunities for involvement, and empower yourself with knowledge. By actively engaging in member meetings, understanding your rights under the collective bargaining agreement, and building relationships with staff representatives, you can become a catalyst for positive change.
In the words of Benjamin Franklin "Lost time is never found again;" so in Steve's off-time he finds joy in spending time with family and relaxing.
Welcome back to WPEA, Steve!
Steve Sloniker, WPEA Contract Administration Director!
If you have been around WPEA for awhile, Steve may be a familiar face. Formerly a Staff Representative, he has returned as our Contract Administration Director, filling the role Amanda vacated after her election to President.
Steve's journey into the labor movement is rooted in a desire for justice and empowerment. Having experienced firsthand the disregard for employees' value and dignity. In a previous workplace, Steve recognized the vital role organized labor plays in amplifying the voices of workers and demanding accountability from management. The collective bargaining agreement emerged as a powerful tool to level the playing field, that empowered Steve and his colleagues to advocate for fair treatment and improved conditions.
In his current role, Steve is driven by a clear goal: to negotiate strong contracts that elevate the well-being of our members. Steve is excited to spearhead the negotiation of Higher Ed and General Government contracts. By striving for improved working conditions and equitable compensation, he aims to create meaningful change that benefits the entire membership.
Steve offers valuable advice to anyone looking to get involved: embrace curiosity, seek out opportunities for involvement, and empower yourself with knowledge. By actively engaging in member meetings, understanding your rights under the collective bargaining agreement, and building relationships with staff representatives, you can become a catalyst for positive change.
In the words of Benjamin Franklin "Lost time is never found again;" so in Steve's off-time he finds joy in spending time with family and relaxing.
Welcome back to WPEA, Steve!
Cheers to New Adventures: Saying Goodbye to Mike & Mark
Mark Baca (Left) and Mike Backhaus (right) at their retirement ceremony April 20, 2024 Mike Backhaus, WPEA Business Manager, started at WPEA in September of 2000, had a 6 year break, and came back to WPEA until May of this year. When asked what he plans on doing in retirement he said, “Have Fun!” He also plans to work with the local Veterans group, visit family and enjoy time with his grandson.
“I’m a 1G guy living in a 5G world” - Mike Backhaus
Mark Baca, retired from Dept. of Revenue earlier this year and has been very involved with WPEA since 1998. He started as a Shop Steward, Chapter President, a Board Member, and Secretary-Treasurer for WPEA for many years, as well as on the WPEA Building Association. Mark will be part of WPEA as the on-call building maintenance manager so you may see him around.
“I’m a 1G guy living in a 5G world” - Mike Backhaus
Mark Baca, retired from Dept. of Revenue earlier this year and has been very involved with WPEA since 1998. He started as a Shop Steward, Chapter President, a Board Member, and Secretary-Treasurer for WPEA for many years, as well as on the WPEA Building Association. Mark will be part of WPEA as the on-call building maintenance manager so you may see him around.
 Retirement Cake |  Mike with his wife Judy |  WPEA Lobbyist Seamus Petrie with Mark Baca |
Mike and Mark have been a great assets to WPEA and will be greatly missed!
Honoring Jim Crabb - 25 Years of Service
 Mark Baca (Left), Jim Crabb (Center), Mike Backhaus (Right) present Jim with an award for his service to WPEA. April 21, 2024 | For over 25 years, Jim Crabb has been the unsung hero of WPEA, tirelessly serving our staff and members with unwavering dedication. Jim's commitment to excellence knows no bounds. Rain or shine, weekend after weekend, Jim has been a constant presence, ensuring that our workspace remains clean, safe, and welcoming for all who enter. His reliability and work ethic have been nothing short of extraordinary. Jim, thank you for your selfless service, your unwavering commitment, and the countless sacrifices you have made to ensure the cleanliness and safety of our workspace. |
LEARN - The Grievance Process
Article by Joey Hicklin, WPEA Organizer
As union members, we have a powerful tool at our disposal to address workplace issues and protect our contractual rights - the grievance process. But do you know how it works?
A grievance is an allegation that the Collective Bargaining Agreement (CBA) has been violated, misapplied, or misinterpreted. Each of our contracts has a slightly different grievance procedure, but the general process is the same.
The first step is filing the grievance within 30 calendar days of the contract violation or when you became aware of it. This must be done through your Steward or Staff Representative, as all grievances require approval from the Union President before being submitted.
The grievance then proceeds through a series of meetings, first with an HR representative or your supervisor, then up to the agency head. If unresolved, it can move to mediation through PERC and, ultimately, binding arbitration - the final step where an impartial arbitrator issues a decision that both the union and employer must follow.
Effective grievance handling requires thorough investigation, accurate record-keeping, and constructive dialogue. Our Stewards and Staff Reps are experts at navigating this process, so be sure to reach out to them if you believe your contract rights have been violated.
Of course, the best approach is to prevent grievances in the first place through open communication, collaborative problem-solving, and ongoing training for both employees and managers. By working together, we can foster a workplace culture that minimizes the need for formal grievances.
Remember, our CBA is a powerful tool, but only if we enforce it. Stay vigilant, know your rights, and don't hesitate to initiate the grievance process when necessary. To learn more, attend a UNITY meeting where we learn new union topics each week, or check out our growing library of trainings at:
https://www.wpea.org/training.html
A grievance is an allegation that the Collective Bargaining Agreement (CBA) has been violated, misapplied, or misinterpreted. Each of our contracts has a slightly different grievance procedure, but the general process is the same.
The first step is filing the grievance within 30 calendar days of the contract violation or when you became aware of it. This must be done through your Steward or Staff Representative, as all grievances require approval from the Union President before being submitted.
The grievance then proceeds through a series of meetings, first with an HR representative or your supervisor, then up to the agency head. If unresolved, it can move to mediation through PERC and, ultimately, binding arbitration - the final step where an impartial arbitrator issues a decision that both the union and employer must follow.
Effective grievance handling requires thorough investigation, accurate record-keeping, and constructive dialogue. Our Stewards and Staff Reps are experts at navigating this process, so be sure to reach out to them if you believe your contract rights have been violated.
Of course, the best approach is to prevent grievances in the first place through open communication, collaborative problem-solving, and ongoing training for both employees and managers. By working together, we can foster a workplace culture that minimizes the need for formal grievances.
Remember, our CBA is a powerful tool, but only if we enforce it. Stay vigilant, know your rights, and don't hesitate to initiate the grievance process when necessary. To learn more, attend a UNITY meeting where we learn new union topics each week, or check out our growing library of trainings at:
https://www.wpea.org/training.html
History Matters: The Seattle General Strike- Success or Failure?
This article contributed by Tom Lux, edited by Derya Ruggles and produced by Pacific Northwest Labor History Association (PNLHA) www.pnlha.org
All work stopped in Seattle on February 6, 1919, and nothing moved but the tide.
It was the end of World War I, and the war-time wage freeze was lifted. Shipyard workers bargained in good faith but could not get a raise, so struck for higher wages. Getting no satisfaction, they reached out for help to the Seattle Central Labor Council.
They got it.
101 AFL unions stepped up and voted for solidarity for a General Strike to support the shipyard workers. Even as the AFL did not admit Japanese locals into the federation at that time, the Japanese unions still showed their support, and joined the strike.
The striking locals came together to coordinate the maintenance of vital essential services during the strike. A general Strike Committee was elected. Together the unions successfully administered:
Labor was in control of the city. and all was well.
The Seattle General Strike lasted just four days.
Some say it failed because the shipyard workers did not get the fair wage increase that they were seeking. Others point to the deeper success for labor, evidenced by the peaceful responsible management of the city of Seattle by labor unions during this early call for a general strike.
For more on the 1919 Seattle General Strike: https://depts.washington.edu/labhist/strike
or: https://en.wikipedia.org/wiki/Seattle_General_Strike
It was the end of World War I, and the war-time wage freeze was lifted. Shipyard workers bargained in good faith but could not get a raise, so struck for higher wages. Getting no satisfaction, they reached out for help to the Seattle Central Labor Council.
They got it.
101 AFL unions stepped up and voted for solidarity for a General Strike to support the shipyard workers. Even as the AFL did not admit Japanese locals into the federation at that time, the Japanese unions still showed their support, and joined the strike.
The striking locals came together to coordinate the maintenance of vital essential services during the strike. A general Strike Committee was elected. Together the unions successfully administered:
- 30,000 meals served daily at designated dining stations staffed by culinary union members.
- Laundry workers continued to clean and stock hospital laundry.
- Teamster union ensured supplies reached hospitals and milk continued to be reliably delivered to homes with young children.
- Garbage was collected to avoid health hazards.
- Firemen remained on duty.
- Oversight-All work stoppages had to be approved by the General Strike Committee to ensure the maintenance of smooth operations for community safety.
Labor was in control of the city. and all was well.
The Seattle General Strike lasted just four days.
Some say it failed because the shipyard workers did not get the fair wage increase that they were seeking. Others point to the deeper success for labor, evidenced by the peaceful responsible management of the city of Seattle by labor unions during this early call for a general strike.
For more on the 1919 Seattle General Strike: https://depts.washington.edu/labhist/strike
or: https://en.wikipedia.org/wiki/Seattle_General_Strike
A Must-Try Recipe for the Iconic Seattle Dog for Memorial Day
As baseball season swings into action, it's not just the crack of the bat and the roar of the crowd that fills the air. In Seattle, the aroma of sizzling hot dogs wafts through the stadium, offering fans a taste of the city's culinary identity. While almost every region of the US boasts its own signature hot dog, from the famous Chicago Dog to the beloved Coney Island Dog, the Seattle Dog stands out as a delicious homage to the Pacific Northwest.
Seattle Dog Recipe:
Ingredients: Be sure to buy union-made this Memorial Day
Seattle Dog Recipe:
Ingredients: Be sure to buy union-made this Memorial Day
- 4 hot dog buns
- 4 beef hot dogs
- 1 cup cream cheese, softened
- 1 large yellow onion sliced
- Olive oil for grilling
- Preheat your grill or grill pan over medium-high heat.
- Brush the hot dog buns lightly with olive oil and grill them until lightly toasted. Set aside.
- Grill the hot dogs until they are heated through and have grill marks, about 5-7 minutes.
- Spread a generous amount of cream cheese onto each grilled bun.
- Place a grilled hot dog into each bun.
- Now, it's time for the toppings! Layer on the diced onions, or try jalapeños, tomatoes, cucumbers, cilantro, sautéed mushrooms, crispy bacon bits, and sweet relish.
- Finish off each Seattle Dog with a drizzle of sriracha sauce for an extra kick of heat.
- Serve immediately and enjoy the explosion of flavors that define the Seattle Dog.
Shop Union this Memorial Day
There are many union-made products that you can consider purchasing for Memorial Day celebrations. Here are some examples across various categories:
- Food and Beverages:
- Hot dogs, hamburgers, and other meats from brands like Oscar Mayer (UFCW)
- Coca-Cola (Teamsters)
- Budweiser and other Anheuser-Busch beers (Teamsters)
- Ben & Jerry's ice cream (United Electrical Workers)
- Outdoor Gear and Grilling Supplies:
- Weber grills (United Steelworkers)
- Coleman coolers (Machinists)
- Igloo coolers (Teamsters)
- Patio furniture from Brown Jordan (UAW) or Tropitone (IAM)
- Clothing and Apparel:
- Levi's jeans (UNITE HERE)
- Carhartt workwear (UFCW)
- New Balance athletic shoes (UAW)
- Brooks Brothers dress shirts (UNITE HERE)
- Home Improvement and DIY:
- Craftsman tools (UAW)
- Certain paints from Sherwin-Williams (UFCW)
- Certain power tools from DeWalt (Machinists)
- Certain lawn and garden equipment from Toro (UAW)
- American Flags and Patriotic Decorations:
- Flags made by Annin Flagmakers (UFCW)
- Patriotic decorations from Union Labor Life Insurance Company (Union Labor Life)
On the Calendar
| Recurring Events: President Office Hours – Every Monday at 12:00 and Thursday at 4:00 Stay up-to-date with your WPEA President Join Zoom Meeting https://us06web.zoom.us/j/84804444204?pwd=8WO6oSWkNIEyIBc4bAblg2im01Jkb4.1 Meeting ID: 848 0444 4204 Passcode: 424576 UNITY Meetings – Every Wednesday at 12:00 & 5:00 Different topics, highlights, and news from your Union every week Join Zoom Meeting https://us06web.zoom.us/j/81922699344?pwd=dbfzaAvNpLkL4UOGhuS2oseCB3bZiD.1 Meeting ID: 819 2269 9344 Passcode: 716299 Thurston-Lewis-Mason Central Labor Council Solidarity Night & Meeting – 1st & 3rd Wednesday of every month. Stay up-to-date with the latest from the Central Labor Council and visit their website at: https://www.tlmlabor.org/ | April Events WPEA Statewide Steward Meeting – April 2nd - 6:00-7:30pm Join Zoom Meeting https://wpea-org.zoom.us/j/88632201394?pwd=bkesc1vAAC1bB3BLbYl4oQBL5LCndk.1 Meeting ID: 886 3220 1394 Passcode: 844161 WPEA Board Meeting – April 20th from 9:00-4:00 – All Members are welcome to attend. This meeting will be held at the Hilton Garden Inn in Olympia. Members may attend via Zoom, a link will be sent via email as the date gets closer. Shop Steward Training – April 26th from 9:00-12:00 – Abbie Hart will be hosting the April Shop Steward Training, if you wish to attend please reach out to [email protected] to RSVP and you can attend via the zoom link. Join Zoom Meeting https://wpea-org.zoom.us/j/82057355538 Meeting ID: 820 5735 5538 Deadline for WPEA Scholarship – April 30th – Only emailed applications will be accepted. Questions? Please call 1-800-544-9732 or visit our Scholarship Page. WPEA Raffle – Last Day to Enter! – April 30th – Don’t forget to update your contact information with us and be entered to win. Prizes include:
|
Message From the President
From the desk of WPEA President Amanda Hacker
WPEA’s new Executive Board started their term on January 1, 2024. When the new Board assumed office earlier this year, we assessed our membership numbers and were alarmed to see that our across-the-board percentage was at 49.2%. While we knew coming into this term that membership numbers would need to be a priority, we were still surprised at the severity of the problem. Since then, we have had to prioritize organizing and membership sign up to build power and leverage as we go into bargaining this year. Part of our plan to address this issue includes support and guidance from our International Union, UFCW.
On April 22, 2024, WPEA and UFCW will kick off a membership drive that will extend through May and June of this year. During this time, WPEA and UFCW staff will be visiting worksites more frequently and discussing the benefits of the Union with members who have opted not to join us. With the supreme court decision, Janus, that left all public sector Unions without the option that private sector Union’s have: Union Security or “closed shop” bargaining units. This has created a situation where we are essentially in a “right-to-work” environment and will need to prioritize organizing and new member sign ups going forward for that reason.
Our membership drive is critical to our ability to bargain and administer a contract that our members want and deserve. WPEA’s state contracts are bargained during even years and our contracts go into effect on July 1st of odd years. This means that 2024 is a bargaining year for us. We will be going to the table for all our state contracts in May and June of this year. Going into bargaining when you have less than 50% of represented staff paying dues and actively supporting their Union does not give the bargaining teams a lot of power or leverage to work with at the table. This is especially difficult at a time that our members are falling further and further behind prevailing wage. Members who have worked for the state for 20 years make approximately 26% less today than they did 20 years ago – this is due to inflation and the COLAs not keeping up with that inflation. The state already expects that employees will make less than prevailing wage – when you add that to the loss in income over the last 20 years, it results in multiple members living at poverty level and relying on government assistance for basic needs. This trend of falling further behind every two years is unacceptable and is negatively impacting our members’ quality of life.
To turn this around, we will need an active and strong Union, which comes from an active and strong membership.
Please consider getting involved in bargaining by:
On April 22, 2024, WPEA and UFCW will kick off a membership drive that will extend through May and June of this year. During this time, WPEA and UFCW staff will be visiting worksites more frequently and discussing the benefits of the Union with members who have opted not to join us. With the supreme court decision, Janus, that left all public sector Unions without the option that private sector Union’s have: Union Security or “closed shop” bargaining units. This has created a situation where we are essentially in a “right-to-work” environment and will need to prioritize organizing and new member sign ups going forward for that reason.
Our membership drive is critical to our ability to bargain and administer a contract that our members want and deserve. WPEA’s state contracts are bargained during even years and our contracts go into effect on July 1st of odd years. This means that 2024 is a bargaining year for us. We will be going to the table for all our state contracts in May and June of this year. Going into bargaining when you have less than 50% of represented staff paying dues and actively supporting their Union does not give the bargaining teams a lot of power or leverage to work with at the table. This is especially difficult at a time that our members are falling further and further behind prevailing wage. Members who have worked for the state for 20 years make approximately 26% less today than they did 20 years ago – this is due to inflation and the COLAs not keeping up with that inflation. The state already expects that employees will make less than prevailing wage – when you add that to the loss in income over the last 20 years, it results in multiple members living at poverty level and relying on government assistance for basic needs. This trend of falling further behind every two years is unacceptable and is negatively impacting our members’ quality of life.
To turn this around, we will need an active and strong Union, which comes from an active and strong membership.
Please consider getting involved in bargaining by:
- Attending our UNITY meetings every Wednesday at noon and 5:00 pm
- Updating your contact information with the Union to assure that we have both your personal email address and your cell phone number – we want to be able to communicate effectively and in a timely manner while we are bargaining – if we don’t have up-to-date contact information, we cannot effectively do that.
- Contacting [email protected] and requesting a WPEA button to wear at work.
- Providing proposals for the bargaining teams to take forward to management.
- Encouraging your coworkers and peers to assure that they are signed up as a WPEA member and that we have their accurate contact information.
Statewide Contract Cycle - Where are We?
Update from Julia Thurman-Lascurain, WPEA Member Education & Mobilization Director
To strengthen collective bargaining power and ensure fair treatment in the workplace, WPEA is rallying members to actively participate in contract negotiations. This call to action comes amidst a backdrop of rising concerns over worker rights and equitable treatment across all agencies and institutions.
With negotiations fast approaching between labor unions and management representatives, leaders emphasize the pivotal role of member involvement in shaping the terms of the contracts. In recent meetings and communications, union officials have urged members to actively engage in the bargaining process, emphasizing the importance of solidarity and collective action in achieving favorable outcomes.
"Union strength lies in the active participation of its members," remarked President Amanda Hacker, "Our ability to negotiate fair wages, benefits, and working conditions hinges on the unity and involvement of every member."
Building upon this sentiment, union leaders are initiating various outreach efforts to encourage member participation. From online raffles and weekly Union Networking, Information, and Trainings for You (UNITY) meetings, to online bargaining language forms, avenues for open dialogue and feedback are being established to ensure that the bargaining priorities truly reflect the needs and concerns of the workforce.
"We are not just negotiating contracts; we are shaping our collective future," stated Seamus Petrie, the WPEA lobbyist. "Every voice matters, and by standing together, we can secure better working conditions and protections for all."
The push for member involvement in contract bargaining is not merely about securing immediate gains but also about fostering a culture of empowerment and solidarity within the labor movement. By actively engaging in the negotiation process, workers are not only advocating for their own rights but also strengthening the broader labor movement for generations to come.
As negotiations progress, union leaders remain steadfast in their commitment to amplifying the voices of their members and advocating for equitable treatment in the workplace. The call for member involvement serves as a potent reminder that true power lies in unity, and together, workers can achieve transformative change in their workplaces and communities.
With negotiations fast approaching between labor unions and management representatives, leaders emphasize the pivotal role of member involvement in shaping the terms of the contracts. In recent meetings and communications, union officials have urged members to actively engage in the bargaining process, emphasizing the importance of solidarity and collective action in achieving favorable outcomes.
"Union strength lies in the active participation of its members," remarked President Amanda Hacker, "Our ability to negotiate fair wages, benefits, and working conditions hinges on the unity and involvement of every member."
Building upon this sentiment, union leaders are initiating various outreach efforts to encourage member participation. From online raffles and weekly Union Networking, Information, and Trainings for You (UNITY) meetings, to online bargaining language forms, avenues for open dialogue and feedback are being established to ensure that the bargaining priorities truly reflect the needs and concerns of the workforce.
"We are not just negotiating contracts; we are shaping our collective future," stated Seamus Petrie, the WPEA lobbyist. "Every voice matters, and by standing together, we can secure better working conditions and protections for all."
The push for member involvement in contract bargaining is not merely about securing immediate gains but also about fostering a culture of empowerment and solidarity within the labor movement. By actively engaging in the negotiation process, workers are not only advocating for their own rights but also strengthening the broader labor movement for generations to come.
As negotiations progress, union leaders remain steadfast in their commitment to amplifying the voices of their members and advocating for equitable treatment in the workplace. The call for member involvement serves as a potent reminder that true power lies in unity, and together, workers can achieve transformative change in their workplaces and communities.
Community Helps Library Workers Get Living Wage
Article by Derya Ruggles, WPEA Organizing Specialist
| WPEA members at Fort Vancouver Regional Library are taking their fight public. In negotiations since summer of 2023, bargaining has stalled at wages. While FVRL’s new Executive Director has accepted nearly $200,000 in salary and administrators all make healthy 6-figure salaries, the rank-and-file library workers struggle for necessities. The loss of Steps for more than 10 years put workers further behind. 100% of workers polled reported they could not live without the assistance of family or government help. Derya Ruggles, who worked at FVRL for 13 years and is now a WPEA Organizing Specialist said, “I know that communities in Southwest Washington care about their library workers and would not tolerate this economic injustice if they knew it was happening. That’s why we are taking this struggle public and asking people to speak up alongside our workers to the FVRL Board in support of the dignity of a living wage for all library workers.” You can help! Show your solidarity with fellow WPEA workers and: Sign the petition- add your name to the 650 signers: https://www.change.org/p/it-s-time-fvrlibraries-pay-your-staff-a-living-wage Email FVRL Board of Trustees at: [email protected] and say, “I support the dignity of a living wage for all library workers. Pay your workers fairly.” Read & listen More media coverage and info on the FVRL worker struggle: NW Labor Press: https://nwlaborpress.org/2024/03/low-paid-librarians-fed-up-in-vancouver/ The Stand: https://www.thestand.org/2024/02/take-action-raises-for-sw-washington-librarians-overdue/ (article #1) The Stand: FVRL Board: Pay your library workers livable wages! (thestand.org) (article #2-following struggle) K-BOO Radio Old Mole Hour coverage 3/25/24, 8-minute piece: https://kboo.fm/program/old-mole-variety-hour |    Pictures taken by Derya Ruggles, WPEA Organizing Specialist |
What are Mandatory Subjects?
Article by Joey Hicklin, WPEA Organizer
Did your job duties change? Did you get moved to a new office? Did the tools you regularly use get swapped out for something different? These are all examples of changes to your working conditions. Prior to implementing a change like this, your employer is required to submit a notice to the union. This is called a Mandatory Subject Notice, and it is usually delivered to your Staff Representative.
When we receive this notice, we will reach out to the affected member(s) to discuss any potential negative impacts. If negative impacts are identified, your Staff Representative files a Demand to Bargain, which then requires your employer to schedule time to discuss how to minimize any negative impacts. This process of notice and bargaining is a foundational element in ensuring that your working conditions do not become worse over time.
However, if your employer never delivers a Mandatory Subject Notice, then the entire process is undermined. Over the years, we have seen more and more employers fail to deliver these notices. When a lack of notice becomes common, it is up to the employees to report changes to their Staff Representative. This allows the Staff Representative not only the opportunity to be made aware of the change, but it also enables them to file a grievance against the employer for violating your contract by not providing the required notice.
Notice of these changes is vital, and with so many employers failing to provide the required notice, it is up to you to report these changes so we can correct that mistake. With each grievance, we move closer to your employer adhering to this this requirement for notice. If you don’t know who your Staff Representative is, check out our Contact Us page on our website and let them know of any changes at your worksite.
When we receive this notice, we will reach out to the affected member(s) to discuss any potential negative impacts. If negative impacts are identified, your Staff Representative files a Demand to Bargain, which then requires your employer to schedule time to discuss how to minimize any negative impacts. This process of notice and bargaining is a foundational element in ensuring that your working conditions do not become worse over time.
However, if your employer never delivers a Mandatory Subject Notice, then the entire process is undermined. Over the years, we have seen more and more employers fail to deliver these notices. When a lack of notice becomes common, it is up to the employees to report changes to their Staff Representative. This allows the Staff Representative not only the opportunity to be made aware of the change, but it also enables them to file a grievance against the employer for violating your contract by not providing the required notice.
Notice of these changes is vital, and with so many employers failing to provide the required notice, it is up to you to report these changes so we can correct that mistake. With each grievance, we move closer to your employer adhering to this this requirement for notice. If you don’t know who your Staff Representative is, check out our Contact Us page on our website and let them know of any changes at your worksite.
Dana Rollins: Dedicated Leader Serving Highline Community College and WPEA District 4
Article by Julia Thurman-Lascurain
Dana Rollins, Executive Board member and Vice President of District 4-King County, brings over two decades of experience and a profound dedication to his role at Highline Community College. With a career spanning 23 years at the institution, Rollins has not only demonstrated his commitment to education but has also emerged as a staunch advocate for workers' rights within the Washington Public Employees Association (WPEA).
Dana’s journey into union activism began around 2005 when he assumed the role of shop steward. Since then, his passion for solidarity and support for fellow members has only deepened. "Being part of the WPEA is more than just representation; it's about standing together and advocating for each other," Dana remarked, reflecting on his involvement in the union.
Beyond his professional endeavors, Dana harbors a profound affection for the Pacific Northwest, regarding it as the finest region he's ever resided in. This love for the locale underscores his commitment to serving his community and fellow workers. "It's an honor to serve on the board and lead District 4," Dana stated, highlighting the privilege he feels in his leadership role.
Throughout his tenure at Highline, Dana has gleaned invaluable lessons, with empathy and compassion emerging as guiding principles. "Try to have empathy and compassion, no matter how hard the situation might make it," he emphasized, underscoring the importance of understanding and support in navigating challenges.
As Dana continues to advocate for the rights and well-being of Highline's employees in his steward role, his leadership remains grounded in a genuine concern for the community he serves. Whether it's negotiating contracts or addressing workplace issues, Dana’s steadfast dedication to the principles of fairness and solidarity shines through.
Looking ahead, Dana remains committed to fostering a culture of inclusivity and support within District 4 - King County and the broader WPEA. Through his unwavering leadership and compassionate approach, Dana embodies the spirit of service and advocacy, leaving an indelible mark on Highline Community College and its workforce.
Dana’s journey into union activism began around 2005 when he assumed the role of shop steward. Since then, his passion for solidarity and support for fellow members has only deepened. "Being part of the WPEA is more than just representation; it's about standing together and advocating for each other," Dana remarked, reflecting on his involvement in the union.
Beyond his professional endeavors, Dana harbors a profound affection for the Pacific Northwest, regarding it as the finest region he's ever resided in. This love for the locale underscores his commitment to serving his community and fellow workers. "It's an honor to serve on the board and lead District 4," Dana stated, highlighting the privilege he feels in his leadership role.
Throughout his tenure at Highline, Dana has gleaned invaluable lessons, with empathy and compassion emerging as guiding principles. "Try to have empathy and compassion, no matter how hard the situation might make it," he emphasized, underscoring the importance of understanding and support in navigating challenges.
As Dana continues to advocate for the rights and well-being of Highline's employees in his steward role, his leadership remains grounded in a genuine concern for the community he serves. Whether it's negotiating contracts or addressing workplace issues, Dana’s steadfast dedication to the principles of fairness and solidarity shines through.
Looking ahead, Dana remains committed to fostering a culture of inclusivity and support within District 4 - King County and the broader WPEA. Through his unwavering leadership and compassionate approach, Dana embodies the spirit of service and advocacy, leaving an indelible mark on Highline Community College and its workforce.
History Matters: Yakima Valley College Students Meet Cesar Chavez & Become First in Union Organizing
Article by Derya Ruggles, WPEA Organizing Specialist and information for this article: https://www.historylink.org/File/7922
Credit: UC Merced César Chávez during the march from Delano to Sacramento in 1966. During the1960s the rural population of Yakima County was economically among the lowest two-fifths of rural populations of all counties in the United States, with 39 percent of farm workers living below poverty level.
Inspired by the United Farm Workers Organizing Committee’s (UFWOC) grape boycott, two students from Yakima Valley College, Guadalupe Gamboa and Tomas Villanueva, friends who were both sons of Yakima Valley farm worker families, traveled down to Delano, California in 1966 to meet UFWOC leader Cesar Chavez (1927-1993). Upon returning, Gamboa and Villanueva co-founded the United Farm Worker’s
Cooperative (UFWC) in Toppenish, Washington.
The United Farm Worker's Cooperative is credited as being the first activist Chicano organization in the state of Washington. Progress for workers through the new union meant a successful cooperative was established and included services defending members when growers failed to pay wages or when workers got injured.
More on Guadalupe Gamboa: https://depts.washington.edu/civilr/gGamboa_interview.htm
Inspired by the United Farm Workers Organizing Committee’s (UFWOC) grape boycott, two students from Yakima Valley College, Guadalupe Gamboa and Tomas Villanueva, friends who were both sons of Yakima Valley farm worker families, traveled down to Delano, California in 1966 to meet UFWOC leader Cesar Chavez (1927-1993). Upon returning, Gamboa and Villanueva co-founded the United Farm Worker’s
Cooperative (UFWC) in Toppenish, Washington.
The United Farm Worker's Cooperative is credited as being the first activist Chicano organization in the state of Washington. Progress for workers through the new union meant a successful cooperative was established and included services defending members when growers failed to pay wages or when workers got injured.
More on Guadalupe Gamboa: https://depts.washington.edu/civilr/gGamboa_interview.htm
Newsletter Editor: Aubrei Franklin, Marketing & Membership Coordinator
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