We need to let our neighbors, friends and family know that their public services are at risk. How We Did It - The Union Difference Voiland College electrical engineering students had a chance to learn from power engineering industry experts during a week-long practicum organized by WSUs Energy Systems Innovation Center. Additionally, we walked through the multiple memoranda of understanding (MOUs) that accompany our General Government agreement. While booster shots will be required for all new employees at state agencies as well as for non-union-represented employees beginning July 1, 2023, the state must negotiate with us over the impacts of this directive before any decisions are made. Case studies: These examples illustrate whether an employee would likely meet or not meet the Minimum Wage Act exemption requirements. The pace of the implementation will depend on how many people are working for an employer. As workers' wages go up, the cost of insuring them goes up as well, since much of the benefits directly paid to workers are tied to how much they are getting paid. Assessed over $17 million in unpaid employer premiums plus penalties. In recognition of its commitment to firstgen students, WSU was recently honored by the Center for First-generation Student Success and moved to the next phase of the centers First Scholars Network. Here's what we know about rate increases for 2022: Statewide minimum wage: The statewide minimum wage rate for non-exempt (overtime-eligible) workers will rise to $14.49 per hour (up from $13.69), effective January 1, 2022. For overtime exempt employees. Visit Lni.wa.gov/ControlMyRatesfor a list of resources that L&I offers to help employers control premium costs. The private insurance industry and other state funds have, on average, a surplus of between 50% and 60% above their liabilities. Workers will continue to pay on average about a quarter of the premium, a similar percentage to that paid in 2022. Pay overtime (time and a half the employees regular rate of pay) for hours worked over 40 per week. Each employee is disclosed with full name, agency, position, annual earnings, etc. So even if an employer has an excellent safety and return-to-work program with no injury claims counting against their experience factor, their rate could go up if the rate for the risk class increases. Food safety, WSU stories, science answers for kids, and morelisten to podcasts from Washington State University. How financially stable are Washington's workers' comp trust funds? Negotiations are tough, but weve shown we can win, and we can do it again. The accident, medical aid, and pension funds have enough financial assets to cover the expected benefits that will be paid over the long term to workers who have already been injured. Negotiating our 2023-2025 contract with the state continued today. Some of the available options are: How do I file a workplace rights complaint?If you believe your rights have been violated, you canfind more information or file a complaint online. How has the increased focus on safety in the workplace affected workers' comp costs? Individual employers may see their rates go up or down, depending on their recent claims history and changes in the number and cost of claims within their industry. Under the revised agreements, most state employees are scheduled to receive a 3.25% general wage increase, effective July 1, 2022. We do critical work. %PDF-1.7 % We still have time, but we need to act now. During COVID-19, we saw the power of our union in action. Washington State University: Kent Ernest: Head Basketball Coach: Office of Financial Management: 2017: University of Washington: Hopkins Michael: Head Coach-Mens Basketball: Office of Financial Management: 2021: Washington State University: Smith Kyle: Head Basketball Coach: Office of Financial Management: 2020: Washington State University . When economic forecasts during the pandemic were dire, we pulled together and did everything we could to continue supporting our communities. The changes could result in employees being reclassified as salaried non-exempt or hourly non-exempt, in which they would be paid overtime for any hours worked over 40 in a workweek plus receive other protections under the Minimum Wage Act. But we cant do it if the state wont invest in us. Unexpected events include downturns in the economy that may affect fund investments and opportunities for workers to return to work, court decisions that may increase future benefits, or natural disasters that affect workplaces. Below find an expanded summary of the agreement and the full agreement. Washington Federation of State Employees - General Government general government Eligibility for the lump sum payment requires employees to be employed on or before Ju1y 1, 2021 and continuously employed through June 30, 2022. higher education community coalition Lump sum payable to all employees hired on or before July 1, 2022. The supplemental pension rate, which pays for cost-of-living adjustments for long-term time-loss and pension recipients. In times of need, L&I's Employer Assistance Program allows an employer with a good payment history to ask for a 90-day "same as cash" payment plan, with no interest or penalties. You shared your stories and lifted up the sacrifices public employees have made to keep supporting folks during the pandemicthe way we do every day. Starting Jan. 1, 2023, the premium rate is 0.8 percent of each employee's gross wages, not including tips, up to the 2023 Social Security cap ($160,200). Together, we can secure a strong contract for our future. Go to Lni.wa.gov/WorkersCompRatesto see the proposed changes for all risk classes. v5lJUmb"DbmR`U(vlf$2Y0@`5D#NW'3uUjJmLpgLF1MaLp!GHa67!?BW0CpbzqS&co6FQd+nV3XJ"cr BFND .9`yANhs-aj[c_ [Fg25SHsL ^h "9I\ Jay Inslee has agreed to more than $412 million in raises and lump sum payments for unionized state and non-state employees. L&I will use contingency reserves to cover any gap between premiums and costs to keep rates steady and avoid a larger increase. Encourage your coworkers tojoin our efforts. 25 Year History of General Wage Adjustments Last Updated: 08/02/2022 Time Period: 01/01/1998 - 07/01/2022 Update Frequency: annually (end of fiscal year) Was this information helpful? Wallace, an associate professor of computer science at WSUVancouver, was recognized with the GlobalCampus award for his use of technology to transform learning in the classroom. %%EOF Audited over 1,800 employers, of which over 700 were unregistered. Here are the 2022 pay raise details for union state employees. For the new budget model, we will calculate the differences in legacy allocations and those per the model and then review and discuss these impacts throughout the fiscal year, Stacy Pearson, chief financial officer and vice president for finance and administration, said. Learn more WA State threshold for OT exempt employees will rise in 2023 by 24% Learn about the weekly earnings changes effective January 1, 2023. We love the work we do for Washingtoniansand we want to afford to continue doing this work for the long term. The Provosts Office will be developing a long-term process for evaluating and addressing faculty salary equity and will be seeking broad input on that process in the coming months. Next Bargaining Session 8/18: How You Can Support Us. Prior to these updates, the state used two job duties tests. Raised the income limit so more employees are eligible for the flexible spending accounts. Why has L&I adopted a 4.8% increase for 2023? Will the state listen? Employers must advise employees of their status as outside salespersons. A MAT can help members at your worksite stay informed and ready for collective action. Management seems to be listening to our concerns. w8o@#.pGpFuu1:k'"4ha ])u&qC)|>ai&q [qll{*\2-AJe>uRCE/,N1m]b$eL& gL 4lM&_n{kckq\C~KknN6oi|X.}E[+Zoxy"5"Xsv;V&y.\$ t%Jn We will be meeting with management again on Thursday, May 24. An investment in us is an investment in the kind of state we all want to live in. All state employees earn a base salary which is the salary range associated with their job classification. Three listening and feedback sessions on the new model are taking place next week: In response to the fiscal challenges brought by the COVID-19 pandemic, the university asked units and departments to make significant core fund reductions since 2021. On September 30, 2022 the Washington State Department of Labor and Industries announced the new state minimum wage effective January 1, 2023: $15.74 per hour. "`] RXdUgIV=@ tg |AGg`2|` In recent years, L&I has been providing vocational support and assistance much earlier in claims. These current negotiations will determine what the 2023-2025 biennium will look like for state workers. from their employers based on the employers decisions. These increases are happening thanks to you. If the proposed rate increase is adopted, the average rate per $100 of payroll in 2023 will be $1.49, about what it was in 2021 and 2022. of Corrections Members:In an effort to address serious pay disparities between the same job classifications, your Corrections Bargaining team opted to bring your compensation package before an impartial arbitrator. Bei der Nutzung unserer Websites und Apps verwenden wir, unsere Websites und Apps fr Sie bereitzustellen, Nutzer zu authentifizieren, Sicherheitsmanahmen anzuwenden und Spam und Missbrauch zu verhindern, und, Ihre Nutzung unserer Websites und Apps zu messen, personalisierte Werbung und Inhalte auf der Grundlage von Interessenprofilen anzuzeigen, die Effektivitt von personalisierten Anzeigen und Inhalten zu messen, sowie, unsere Produkte und Dienstleistungen zu entwickeln und zu verbessern. GG Bargaining Team Update #5 (2023-2025 biennium contract), revious Cycle Final Bargaining Update-September 29, 2020, Washington Federation of State Employees (WFSE), Inequality at the University of Washington. University employees are automatically subscribedno sign up is necessary. hbbd```b``z"@$&{,D2W 6H=fKH0[X$lf Yes. Mobilize your worksite by attending a Member Action Team (MAT) training. Why may my rates go up if I haven't had a claim? They are applicable to General Government agencies and the Higher Education Coordinating Board. Watch a Zoom Webinar review of the agreement here, Hurdles for farm workers | Decisions, decisions | Its May Day and were 12, UW RSEs, Postdocs rally today for contract, WFSE celebrates | The inflation playbook is broken | Obama gets a job, Seattle postal workers demand dignity, respect at picket, AFT leader sets pandemic record straight; GOP attacks fall flat, Today we mourn the dead, fight for the living, Nurses spread too thin | Su advances | NLRB: Starbucks union-busting illegal, GOP holds economy hostage in effort to slash jobs, programs, Protect EMTs, firefighters | GOPs noxious package | A court in crisis, Death on the Job: Americans should be alarmed, outraged, Ensuring our workforce meets the moment, SPEEAs Funfar passes | Victories for work safety | Murrays 10K run. Many of our departments are experiencing staffing shortages, high turnover, increasing caseloads and mandatory overtime. . Changes were also made in the rules for exempt employees defined as outside salespeople. In just a few weeks, members will receive the first paycheck reflecting theraiseswe won in our last contract bargaining cycle. WFSE members are sending in videos to help us win at the bargaining table. Our next session will be held on July 7, and its very likely that we will begin discussing compensation. Employees aged 14 to 15 years old . The gender gap in pay has remained relatively stable in the United States over the past 20 years or so. Tuesday, October 4, 2022. We need to let our neighbors, friends and family know that their public services are at risk. L&I will tap the contingency reserves to pay costs that are expected to exceed the rate increase. Collected a total of $293.1 million in delinquent money, of which $275.1 million came from unpaid employer premiums. Kirk H. Schulz L&I attributes the increase to several factors, including wage inflation and medical costs. We still have time, but we need to act now. An investment in us is an investment in the kind of state we all want to live in. In preparation, we want to hear from you about your experience as a state employee. This increase represents an increase of $1.25 per hour, or an 8.66 percent increase year over year. .dl|ij:qUgOuKf+`H%QIrUMrQR|V4-FyQ!jg+5F `4-?uK][Xxa|nAy{uufz_(0('Z%#%|rZ8V@bMiMv8B {p&L 'y/([sPkkJFl}Br'h`pu}P&N }5XhquDpq;4EIhpyUz..la]R`(=?|TDE. A lump sum payment (determined by base income as of June 30, 2022) for workers employed as of July 1, 2021, who remain employed as of July 1, 2022, and earn less than $99,000. For example, if you want to find schools in the city of Seattle, you can simply input "Seattle". Foradditional information, you can contact L&Is Employment Standards Program atEAPRules@Lni.wa.gov or toll free at 1-866-219-7321. Your fellow public workers serving on your bargaining team fought hard for this agreement, but it wouldnt have been possible without WFSE members in every worksite standing up, getting involved and demanding a fair contract. Tell us about the value of your work and why the state should continue investing in public services. Weitere Informationen ber die Verwendung Ihrer personenbezogenen Daten finden Sie in unserer Datenschutzerklrung und unserer Cookie-Richtlinie. Classified staff are receiving a 3.25% increase effective July 1, and employees in bargaining units will receive increases in accordance with applicable bargaining agreements. Meet salary threshold requirements of WAC 296-128-545 for salaried, exempt workers. Our Stay-at-Work Program is also making a difference, providing employers more than $100 million to help keep more than 40,000 employees on light duty while they heal. The rules update combines the two tests the state previously used into one test that more closely aligns with the duties test used at the federal level. Will you join us in wearing green on June 7? Congratulations! Click here to submit your short video. 2.6K views, 382 likes, 124 loves, 77 comments, 48 shares, Facebook Watch Videos from NET25: Mata ng Agila International | April 20, 2023 This year WSU is also implementing a new, more transparent and data-informed budget model that will run parallel to the current process. Ensure employees meet the duties test requirements, so employees would appropriately remain exempt from overtime and other Minimum Wage Act provisions. A selection of programs about Washington State, produced by alumni and friends. The Washington State Department of Labor & Industries has updated its rules regarding the minimum salary threshold and job duties tests for salaried exempt employees defined as executive, administrative and professional as well as computer professionals. These class-specific raises are in addition to the 3.25% raise and lump-sum payments and will also go into effect July 1, 2022 and be reflected on the July 25 paycheck. We are fighting for the significant across-the-board wage increases that Washington's public employees need and deservebut to succeed, we need you fighting with us. As inflation soars, more and more public employees are struggling to make ends meet. The salaries listed do not apply to higher education colleges and universities. telling the public where you work, the importance of the work you do, and why we deserve a strong contract. How much will the rate increase cost employers and workers? The program uses systematic and innovative approaches to detect and deter fraud and abuse. See agreement, DCYF Field Operations: The 10% assignment payfor most child welfare field operations staff, which was achieved as the result of a pressure campign from DCYF members. When costs are lower across a risk class, all employers in the class benefit. Dear WSU Community, After making employee compensation our top priority during the recent legislative session, I shared during the State of the University that the Washington Legislature funded a 3.25% salary increase for all classified staff. L&I offers employers a Claim-Free Discount that can lower their average base rate by 10% or more. Subscribe to WSU Insider to receive free daily updates by email. On Thursday May 5, your GG bargaining team met with management for the first time. Visitwfse.org. I also said that more information on raises for all other WSUemployees would be shared by April15. The Stay at Work rate, which pays for employer financial incentives to keep employees on light-duty jobs while they heal. Compensation: Were unlikely to discuss compensation until sometime after the revenue forecast is released in late June. During this meeting, we shared our unions initial proposals. Tuesday, we held our fourth bargaining session and continue to exchange counter proposals on a variety of topics, including discipline and grievances, travel policy, and privacy and off-duty conduct. Employers will have to make adjustments and will have several options when deciding how to classify and pay their workers. The GFS pay raise increase is $256 million and total increase $462 million. OLYMPIA (Oct. 1, 2021) Members of the Washington Federation of State Employees/AFSCME Council 28 (WFSE) this week voted to ratify an agreement with the state to provide the largest pay increase and lump sum payment negotiated in several years for the states General Government employees in 2022. Washington is the only state where workers pay a significant portion of the premium. South Dakota, North Dakota and Hawaii were the last states to give Juneteenth any formal recognition. Share this link with co-workers and tell them to write a letter to Governor Inslee: WFSE members are sending in videos to help us win at the bargaining table. hb``d``( This is an amendment to an existing contract article. Employers and workers pay into the workers' compensation system to help cover the cost of providing wage and disability benefits for injured workers, as well as medical treatment of work-related injuries and illnesses. Strong worksites. WSUs Budget Office and Human Resource Services are developing a frequently asked questions resource on the compensation increases that will be available online. AFSCME Council 28/WFSE Officers: President Mike Yestramski (DSHS BHA), [emailprotected] Vice President Ashley Fueston (ESD), [emailprotected] Secretary Kodi Gaddis (DSHS ESA), [emailprotected], Corrections: Don Malo, [emailprotected], DCYF: Anne Hinojosa, [emailprotected] Riley Ingram-Sowell, [emailprotected], Employment Security: William Kinyon, [emailprotected], Human Services: DCYF: Kizzy Andreason, [emailprotected] CSD: Jeremy Ayres, [emailprotected] DCS: Shannon Barry, [emailprotected] HCS: Cynthia English, [emailprotected] At-Large: Steve Segall, [emailprotected], Institutions: BHA: Dianne Womack, [emailprotected] JR: Nate Wilson, [emailprotected] DVA: Barbara Holbrook, [emailprotected] DDA: Steven Yates, [emailprotected] DDA: Cindy Hall, [emailprotected], Labor and Industries: Chuck Pirtle, [emailprotected] Anthony Newbauer, [emailprotected], Legal Services: Angela Guadamuz, [emailprotected], Natural Resources: Jeff Wheeler, [emailprotected] Jade Monroe, [emailprotected], Transportation: Georgina Willner, [emailprotected] Dave Hurlburt, [emailprotected], Unified State Agencies: Susan Butz, [emailprotected] Tony Kennish, [emailprotected], Previous Cycle Final Bargaining Update-September 29, 2020. We know how important our work is and how we deserve to be compensated for all we do. The Resource Center section of this page includes links to sign up for webinars and request a presentation as well as fact sheets, case examples and additional information. On June 7, well meet with the states negotiators again. Maintaining a safe work environment and helping injured workers heal and return to work quickly and safely does have a return on investment. Schulz discussed the salary increases as well as the universitys success in lobbying the state legislature to increase its portion of funding for raises in his State of the University address last month. News and Information for Faculty, Staff, and the WSU Community, Division of Academic Engagement and Student Achievement (DAESA), Voiland College of Engineering and Architecture, University reaches new phase of support for firstgen students, Video game advertising venture wins big at 20thannual Business Plan Competition, Power engineering practicum provides students with industry introduction, Scott Wallace selected for Oaks Academic Technology Award, College of Education reappoints Amir Gilmore as associate dean. Classified staff are receiving a 3.25% increase effective July 1, and employees in bargaining units will receive increases in accordance with applicable bargaining agreements. Your General Government bargaining team met with the state for a critical session of negotiations today. The 2022 salary threshold will change from $821.40 per week ($42,712 annually) for small employers and $958.30 ($49,831 annually) for large employers to $1,014.30 per week ($52,743.60 annually) for both small and large employers. Let us know youre behind us and wear your green shirts on August 18th! The rules changes went into . Today, Im pleased to announce that faculty, administrative professionals and graduate assistants will be receiving a 2.5% salary increase effective Sept.1,2022. Click here to join our efforts. What We Secured. The Department of Labor & Industries (L&I) has announced a 4.8% increase in the average price employers and workers pay for workers' compensation insurance in 2023. Our members are trying to fulfill the vital mission of serving the public keeping our roads safe, protecting public safety, caring for those in need. Provide other protections associated with the Minimum Wage Act. You also can sign up to receive email updates on the overtime employment rule changes and other wage matters at www.Lni.wa.gov/wagenews. The minimum pay rate will jump from $27.63/hour to $37.13/hour for employers with more than 50 employees in Washington. Changes for outside salespeopleThe changes include a refinement in the definition of an outside salesperson to better align it with the language used by the U.S. Department of Labor. The department has developed and implemented a robust outreach and education program to explain the new standards. Weekend shift premium for Registered Nurses increases from $3 per hour to $4 per hour (See Art 42). Heres how you can help us reach a good deal for our jobs, families and communities: Solidarity: Wear green on June 7 in support of your union bargaining team. 0 A lump sum payment (determined by base income as of June 30, 2022) for workers employed as of July 1, 2021, who remain employed as of July 1, 2022, and earn less than $99,000. This agreement addresses the lack of a general wage increase in 2021 and acknowledges the impacts on those who adjusted to telework, those on the frontlines, and lower wage earners who were most impacted by the COVID-19 pandemic. Effective January 1, 2023, the UW's minimum wage will increase from $17.27 per hour to $18.69 per hour following the City of Seattle minimum wage. Join your local's member action team(MAT). Join today. Remove Filters: 2022. The increase means employers and workers will pay an additional $61 a year, on average, for each full-time employee. Inspection and consultation activities by L&I's Division of Occupational Safety and Health (DOSH) make a significant contribution to reducing claim rates and costs. Washington State University. 5% premium pay for all employees who work on-site in 24/7 direct care facilities (see MOU). And please, reach out to your coworkers about the value of our union. Track the hours of work and limit hours of work to 40 per week, or less. Our current team are already hard at work for the next budget cycle. The decision in that case, which is final and binding, supersedes the compensation gains detailed below. More information on compensation changes, commitments to address pay equity, and the universitys efforts to implement a new budgeting process in fiscalyear 2023, is included in todays WSUInsider story. The 4.8% increase is an average. The 2023 increase will cost employers and workers an average of about $61 a year per employee. Let your co-workers know they can follow bargaining updates here: https://www.wfse.org/general-government-bargaining-updates. June 14GG Bargaining Team Update #4 (2023-2025 biennium contract)Not a member? Here's how you can take action: Submit a videoon why our state must invest in the people who provide public service. L&I's goal is to use wage inflation as a benchmark for steady and predictable rates. Risk class 7200 and 7201 employees annual payment increased from current $250 to $500 (see Art. Click here to submit a short video testimonial. Miss a bargaining update? We want your help to ensure every state employee is paid fairly and treated with respect. Its about attracting and retaining employees, so we can provide the best possible services to Washingtons residents. Washington State University employees will be receiving at least a 2.5% raise next fiscal year. We continued our fight for a fair 2023-25 contract yesterday and were informed, the state does not believe you are a priority and continues to show up with lowball compensation offers. 229 0 obj <> endobj Watch a Zoom Webinar review of the agreement here. This is not the same as the employees job title or job description, but determines whether a job primarily involves executive, administrative, professional, computer professional, or outside sales duties as defined in the rules. Remind him that public employees provide services the citizens of WA rely upon, and we deserve a living wage. Small businesses, with 1-50 employees, will have a slower pace compared to large businesses (51 or more employees). The new budget model was developed by the Executive Budget Council (EBC), co-chaired by Vice President Pearson and Provost Elizabeth Chilton. Watch the playlist here. Thats the union difference. Majorities of workers who quit a job in 2021 say low pay (63%), no opportunities for advancement (63%) and feeling disrespected at work (57%) were reasons why they quit, according to the Feb. 7-13 survey. The state cant run without us, and your bargaining team cant run without you behind them. In addition, L&I has developed an eLearning module to help guide employers in determining whether a worker likely qualifies as exempt or not. Again, the state knows how unified we are based on our membership. Be ready: While we continue to review the states proposals, lets show the state were united across every worksite. The deal, between the state and the Washington Federation of State Employees, also includes 4% pay raises in 2023, 3% pay raises in 2024 and a $1,000 retention bonus for current.
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