UPDATED November 15, 2021: Revisions to the Washington State Minimum Wage Act (MWA) have resulted in increases to the minimum salary level that must be earned by employees to be properly classified as exempt. In making the calculation, L&I compares the CPI-W index from August of the previous year to the index for August of the current year. WFSE members ratify new raises for 2022 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 state's General Government employees in 2022. An investment in us is an investment in the kind of state we all want to live in. The contribution will be determined based on the monthly premium for the self-insured Uniform Medical Plan (UMP) Classic. Changes in 2022 for the Salary Threshold for Washington Exempt Employees, January 2023 Salary Threshold Increase for Exempt Employees, New Salary Threshold Implementation Schedule, No easy solutions: Regence and business leaders convene on how to reduce health disparities for people of color. This increase represents an increase of $1.25 per hour, or an 8.66 percent increase year over year. 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. When looking at rates as a percentage of overall payroll, rates in Washington have gone down from 2012 to 2022. During COVID-19, we saw the power of our union in action. Our next session with the state will be critical in determining our compensation, our staffing levels and our safety on the job. Bajo las mismas reglas, a los profesionales de la informtica exentos se les puede pagar una tarifa por hora en lugar de un salario. Once again, thank you all for your tremendous efforts. January 2023 Free College Revisions to the state MWA have resulted in increases to the minimum salary level that must be earned by employees classified as exempt. Employees must be designated as either exempt or non-exempt and classification is dictated by the law. We want your help to ensure every state employee is paid fairly and treated with respect. The attendees for the Summer Institute for Union Women are now announced. State law directs the Washington State Department of Labor & Industries (L&I) to calculate the minimum wage for the coming year based on the federal Bureau of Labor Statistics (BLS) Consumer Price Index for Urban Wage Earners and Clerical Workers (CPI-W). A special thank you goes out to the bargaining team and WFSE members who took action to help secure this agreement. The salary threshold for classifying Washington employees as exempt will increase again effective January 1, 2022. This question is for testing whether or not you are a human visitor and to prevent automated spam submissions. Lump sums totaling $4000 for certificated members of the Washington State School for the Blind and the Center for Deaf and Hard of Hearing Youth. Tuesday, 9/13: Join us for an Overpass Rally Near You, Olympia, Eastside St. I-5 Overpass, 5:30 pm --> RSVP HERE, Tacoma, 72nd Street I-5 Overpass, 6:00 pm --> RSVP HERE, Spokane, West Broadway Ave Overpass Over Maple/Ash, 5:30 pm --> RSVP HERE, Tri-Cities, Columbia Center Boulevard I-240 Overpass, Richland, 5:30 pm --> RSVP HERE, Seattle, NE 92nd Street I-5 Overpass, Northgate, 5:30 pm -- RSVP HERE, Bellingham, Illinois Street I-5 Overpass next to Memorial Park, 5:30 pm -- RSVP HERE, Your WFSE General Government Bargaining Team. 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. (Direct link:https://www.wfse.org/mat). System President Seattle y Sea Tac tienen salarios ms altos. L&I attributes the increase to several factors, including wage inflation and medical costs. . The state legislature will need to approve the agreement in the next session. 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. SEATTLE (June 1, 2023) April Sims, President of the Washington State Labor Council, AFL-CIO, released the following statement today regarding the looming June 7 strike date for Postdocs and Research Scientists/Engineers at the University of Washington. That's up $1.25 from what it is now. El CPI-W de agosto tambin significa un cambio en el pago mnimo que ganarn los conductores de las empresas para compartir viajes como Uber y Lyft a partir del 1 de enero. Employers may either use the number of Washington-based employees (full-time and part-time employees are counted) employed on the effective date of each step of the implementation schedule or may use the same number of employees used for Washington Paid Family and Medical Leave purposes. Hay ms informacin disponible sobre el salario mnimo en el sitio web de L&I, al igual que los detalles sobre las horas extras, los descansos, los perodos para comer e informacin sobre cmo presentar una queja salarial. Weve shown what we can win together: Thanks to your help, our bargaining team covering the current 2021-2023 biennium secured significant raises and lump sums that will show up on July 25th paychecks. Podcast It provides a one-time, permanent increase of 3% (not to exceed $110.00) to the monthly pension benefit of Public Employees Retirement System (PERS) Plan 1 and Teachers' Retirement System (TRS) Plan 1 retirees. Lets show the state were united. The law requires L&I to update the minimum trip compensation rate each September using the CPI-W. L&I enforces the states wage-and-hour laws and investigates all wage-payment complaints. Watch a Zoom Webinar review of the agreement here. With just a few more bargaining dates scheduled, a wide gap remains between what is fair and what the state is offering. February 2023 Studies show that employers receiving a safety inspection or safety consultation have 10 30% fewer claims filed by their employees. significant raises and lump sums that will show up on July 25th paychecks, additional raises for several job classifications, across-the-board raise as well as lump sum payments, WFSE General Government 2021-2023 Collective Bargaining Agreement, 7% across the board increases for everyone covered by the agreement over the life of the two-year contract! Whether an employer is considered a small or large employer depends upon the number of employees. 25 Year History of General Wage Adjustments, Last Updated: 08/02/2022 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. As we mentioned in our last bargaining update, feedback from members is critical as we prepare to bargain the impacts of the governors recent COVID booster directive. We need to let our neighbors, friends and family know that their public services are at risk. Raised the income limit so more employees are eligible for the flexible spending accounts. In just a few weeks, members will receive the first paycheck reflecting theraiseswe won in our last contract bargaining cycle. It is very important that employers do not misclassify non-exempt employees as exempt. Negotiations are tough, but weve shown we can win, and we can do it again. A MAT can help members at your worksite stay informed and ready for collective action. 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. October 2022 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. TUMWATER The Washington State minimum wage for 2023 will increase to $15.74 an hour in January. March 2023 These increases are happening thanks to you. I also said that more information on raises for all other WSUemployees would be shared by April15. Under the revised agreements, most state employees are scheduled to receive a 3.25% general wage increase, effective July 1, 2022. When wages go up, the rate paid stays the same. AFSCME Council 28 (WFSE)1212 Jefferson Street SE #300Olympia, WA 98501, MEMBER CONNECTION CENTERCall 1-833-MCC-WFSE(833-622-9373) EMAIL: [emailprotected], American Federation of State, County and Municipal Employees, AFLCIO, For information on bargaining 2023-25 contracts, check the, WFSE members voted overwhelmingly in support of additional increases for targeted job classifications. The employees salary may not vary based upon the quality or quantity of the employees work. OLYMPIA (Sept. 21, 2022) The General Government Bargaining Team of the Washington Federation of State Employees, AFSCME Council 28 has reached a tentative agreement with the state for a 2023-2025 contract that includes: The largest compensation package in our union's history. This fund pays cost-of-living adjustments for long-term time-loss and pension recipients and is based on wage inflation. Our members have kept Washington going through the COVID-19 pandemic at great personal risk and sacrifice. Health care The state reached a health care agreement with the coalition of unions to maintain the employer contribution of 85%. To learn more or to report fraud, visitLni.wa.gov/Fraud. Mandate In addition, state workers will be offered a $1,000 retention bonus if they remain employed from July 1, 2022 to July 1, 2023. Housing prices are climbing, and many state workers are forced to seek employment elsewhere. Union members here in Washington and across the country lobbied Congress to ensure passage of the American Recovery Act, providing critical funding for state and local governments. What amounts count as salary has not changed, and continues to include those set amounts paid on a recurring basis to compensate for work performed. American Income Life Below find an expanded summary of the agreement and the full agreement. Visit wfse.org.Members-only benefitsWFSE shared leaveWFSE newsView current union agreements. The program uses systematic and innovative approaches to detect and deter fraud and abuse. Legislative The Washington state overtime threshold for exempt jobs as of January 1, 2022 is set by state rule at 1.75 times the state minimum wage and will be $1,014.30 per week. 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. Awards will be announced August 1, 2023. Employers should be on notice that salary projections for future years are based upon the estimated Consumer Price Index which may be updated. $1,000 Retention bonus for state employees employed on July 1, 2022 who remained employed with the state on July 1, 2023 (see MOU). We're stronger together! UPDATED (5:10 p.m.) I missed a couple of columns this morning. The state minimum wage applies to workers age 16 and older. Hardship Relief Why are Washington's rates based on "hours worked" rather than a "percentage of payroll," which is how all other states charge for workers' compensation premiums? Tales empleados deben ganar al menos $1,259.20 por semana ($65,478.40 por ao).L&I actualiz las reglas de horas extras en 2020, estableciendo un programa de implementacin de ocho aos que aumenta gradualmente el multiplicador hasta llegar a 2.5 veces en 2028. Salary threshold levels for employees (other than computer professionals) of small and large employers can be found on the New Salary Threshold Implementation Schedule published on the Washington State Department of Labor & Industries website. Other ways you can help how you can take action: #StrongWorksitesStrongContractsuse this hashtag to follow our contract campaign on social media (Facebook,Twitter,InstagramandYouTube). Spokane WA 99201. Revisions to the Washington State Minimum Wage Act (MWA) have resulted in increases to the minimum salary level that must be earned by employees to be properly classified as exempt. Cities can set minimum wages higher than the state. Reduced healthcare costs. We will be meeting with management again on Thursday, May 24. The minimum salaries are a multiplier of the minimum wage. When looking at rates as a percentage of overall payroll, rates in Washington have gone down from 2012 to 2022. L&I will use contingency reserves to cover any gap between premiums and costs to keep rates steady and avoid a larger increase. Our members know the solution to this vicious cycle: pay us what we deserve.We have submitted a strong compensation proposal to the state that honors the work we performed throughout the pandemic and will improve our standard of living in the face of rising inflation. The pay increase scheduled for 7/1/22 in the General Government agreementwill bringthe largest pay increase and lump sum payment negotiated in several years. Targeted pay increases for 63 job classes. Let your co-workers know they can follow bargaining updates here: https://www.wfse.org/general-government-bargaining-updates. Review details here. Employers are not required to increase employee wages for those who have fallen below the salary threshold unless they wish the employee to remain exempt. This is a 5.83 percent increase from the current 2021 minimum wage of $13.69 per hour. 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. Matthew Erlich, L&I Public Affairs (Asuntos pblicos), 360-982-6508. by Ted O'Neil | The Center Square October 08, 2021 07:00 AM Washington Gov. L&I makes employers, workers, and health care providers think twice about committing fraud. Your General Government Bargaining Team met with the state again today.The theme of todays talks was how barebones staffing levels create unsafe working conditions and mandatory overtimes. In 2023 and beyond, the applicable hourly rate is 3.5 times the minimum wage, regardless of employer size. Join your local's member action team(MAT). 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. To date, we have been educating the state about what our members are facing at worksites, about the recruitment and retention crisis, about staffing shortages at almost every agency. This is a 5.83 percent increase from the current 2021 minimum wage of $13.69 per hour. I also want to note that employee compensation will remain our highest priority for the next legislative session. With the determination of the minimum wage for 2023, L&I has also calculated new minimum salary requirements for employees who are exempt from receiving overtime pay. Whether an employer is considered a small or large employer depends upon the number of employees. Download the 21-23 contract here: WFSE General Government 2021-2023 Collective Bargaining Agreement. We do critical work. Workers and employers focusing on safety, and L&I initiatives that are helping injured workers recover sooner and reducing workers' compensation costs, are helping keep the proposed increase down. General wage inflation and increasing medical costs all make it more expensive to provide this workplace safety net. The 2023 minimum salary for exempt employees working for small employers (1-50 employees) is 1.75 times the minimum wage. Here are the 2022 pay raise details for union non-state employees (SEIU homeworkers, etc.). Washington's current system, which charges premiums based on the worker's exposure to the risk of injury (hours worked), was established many years ago. See impacted positions. Because the salary threshold for exempt employees in Washington is tied to a multiple of the minimum wage, the exempt salary threshold for all employers with Washington-based employees will also increase. https://actionnetwork.org/letters/fair-contract-investment-in-washington https://actionnetwork.org/forms/wfse-member-card-2, Governors recent COVID-19 booster directive, https://www.impact.afscme.org/videos/create-video. This change impacts white collar positions held by executive, administrative, and professional workers plus computer professionals and outside salespeople. Learn more at Lni.wa.gov/ClaimFreeDiscount. Communication Services | www.Lni.wa.gov/news-events, Washington State Department of Labor & Industries, Consumer Price Index for Urban Wage Earners and Clerical Workers, the new rights and protections granted to these drivers. Our employees have been instrumental in helping the university navigate the challenges posed by the pandemic and merit additional compensation in addition to heartfelt thanks for their hard work. On July 1, 2024, employees would receive an additional 3% pay increase. What percent of the premiums do workers pay? (For all other contracts, click here.). 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. Those changes also can increase or lower premiums paid by workers because workers in Washington pay a portion of the total premium. Unfortunately, the state appears to have made the dangerous decision to: Run our state agencies with critically low staffing levels, Not recruit and retain the dedicated public servants Washingtonians deserve. More information about the minimum wage is available on L&I's website, along with details about overtime, rest breaks, meal periods, and information on how to file a wage complaint. A special thank you goes out to the bargaining team and WFSE members who took action to help secure this agreement. The salary threshold is revised each September for the following year based upon increases to the minimum wage which relies upon the Consumer Price Index. Progression step increase up to the range maximum. Because some employees worked a partial year and others received raises midyear, figures shouldnt be interpreted as the annual salary for a position. Our message to the state is this: This is the reality of the labor market in 2022. 2023-25 operating and transportation budget instructions, 2021-23 operating, transportation and capital budget instructions, Fiscal impact of ballot measures & proposed legislation, 2021 general election ballot fiscal information, State Administrative & Accounting Manual (SAAM), Contact Facilities Oversight and Planning staff, Facilities Portfolio Management Tool (FPMT), Bill Enrollment and Agency Request System (BEARS), Results through Performance Management System (RPM), Furlough and layoff information for employers, Workforce diversity, equity and inclusion, Public Service Loan Forgiveness (PSLF) Program, One Washington - transformation of enterprise systems, Memos sent to agencies and the Legislature. Oct 14, 2022 Mark Lennihan/AP Photos (The Center Square) - The Washington state Office of Financial Management updated the Joint Committee on Employment Relations on some of the details of the secretly negotiated compensation contracts for state employees estimated to cost more than $1.3 billion. Este cambio afecta los puestos de cuello blanco que ocupan los trabajadores ejecutivos, administrativos y profesionales, adems de los profesionales informticos y los vendedores externos. Seattle and SeaTac both have higher wages. The total annual earnings include the base pay and any additional compensation or premiums such as overtime, call-back, standby or assignment pay. Workers pay on average about 25% of the premium, a similar percentage to that paid in 2022. Washington employers should begin following the new Washington rules because the state threshold will become more favorable to employees at $821.40 a week . Kirk H. Schulz This General Government agreement will bring the largest pay increase and lump sum payment negotiated in several years. Those agencies have their own elected officials that can set vaccine policy and are not subject to the governors directive. Under the same rules, exempt computer professionals may be paid an hourly rate rather than a salary. WFSE members made this possible. Your General Government bargaining team met with the state for a critical session of negotiations today. Visitwfse.org. We are waiting for their reply while we work our way through many non-monetary contract articles.Our next bargaining session will be held on August 4th. For trips within Seattle in 2023, drivers will earn 64 cents per passenger minute and $1.50 per passenger mile, or $5.62, whichever is greater. La ley requiere que L&I actualice la compensacin por viaje mnima cada septiembre utilizando el CPI-W. L&I hace cumplir las leyes de salarios y horas del estado e investiga todas las quejas sobre el pago de salarios. The August CPI-W also means a change in the minimum pay drivers for rideshare companies such as Uber and Lyft will earn beginning Jan. 1. A general wage increase of 3.25% for all employees who fall under WFSEs General Government contract. The best way to control costs is by creating safe workplaces to avoid injuries, illness, or death. Strength in Numbers: Join WFSE if youre not a member, and encourage your co-workers to do the same. Enhance the Efficiency of Your Employee Training with an Effective Learning Management System. Topics discussed: Tuesday, we submitted ten articles to the state addressing everything from our bid system and hiring to contracting out, staffing shortages, and language translations of our agreements. ), Washington Federation of State Employees (WFSE), Inequality at the University of Washington, Click here for details on these additional job class raises, Union members here in Washington and across the country lobbied Congress to ensure passage of the. 42). ______________________________________________________________________________________________________________________________. Download and review the agreement here. Miss a bargaining update? The 8.66 percent rise is directly linked to the cost of common goods such as housing, food, and medical care as reflected in the Consumer Price Index. Eso significa que un empleado exento del pago de las horas extras tendr que ganar al menos $1,101.80 a la semana ($57,293.60 al ao). But we cant do it if the state wont invest in us. 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. Small employers are those with one to 50 employees, while large employers have 51 or more employees. Its no exaggeration that weve been through a lot over these past couple years. If US defaults on its debt, Treasury would have to decide how to pay the bills. A MAT can help members at your worksite stay informed and ready for collective action. . Since the state threshold that takes effect January 1, 2023 is higher than the federal, employers in Washington State will need to follow the higher state threshold. Claims against employers for unpaid wages can be a costly mistake, particularly when attorneys fees and costs are also considered. At this next session, we will hear managements responses to our initial proposals, as well as hear their proposals. Claims against employers for unpaid wages can be a costly mistake when attorneys fees and costs are also considered. Political What's on the table?This Thursday, our team began negotiation of compensation as well as sharing proposals on important topics like telework. Our interests are Washingtons interests. Please join us in calling on Governor Inslee and the Office of Financial Management to Invest in Washingtonians. This General Government agreement will bring the largest pay increase and lump sum payment negotiated in several years. The state legislature will need to approve the agreement in the next session. How you can help: Every month, we welcome new hires to state employment. Due to the monthly base pay model at the UW requiring a whole dollar amount, the UW's thresholds are slightly higher than the state's thresholds as shown in the table below: In accordance with Directive 20-08, agencies under the Governor's authority did not implement the 3% general wage increase scheduled for July 1, 2020, for non-represented state employees in Exempt Management Service and Washington Management Service, and non-represented exempt employees making more than $53,000 a year. 1.75 x Washington Minimum Wage . State workers showed up through the pandemic and made sacrifices during the subsequent economic recession. The pace of the increase is based on the size of the employer. Washington County's employee pay, 2022. Join WFSE here. Two earlier versions of the budget had state funding levels at only 83%, but WPEA members joined with community college faculty and administration to convince the legislature to fully fund community college collective bargaining agreements. 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. Salary Basis: The employee must be paid a predetermined and fixed salary. Your General Government bargaining team is excited to announce that a tentative agreement (TA) has been reached providing wage increases for employees in 2022. L&I updated the overtime rules in 2020, creating an eight-year implementation schedule that incrementally raises the multiplier until it reaches 2.5 times in 2028. Please stay tuned for upcoming news from future sessions. 1.25x 1.75x 1.75x 2x 2x 2.25x 2.25x 2.5x 2.5x Projected salary threshold Weekly (Annual) Washingtonians deserve a vibrant public sector that supports the strong communities, innovation and natural beauty our state is known for. 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. 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. MOU Who will receive the increase? Practical Employment Law & HR Services & Solutions for small to mid-sized organizations. They are applicable to General Government agencies and the Higher Education Coordinating Board. El pago mnimo es uno de los nuevos derechos y protecciones otorgados a estos conductores que la legislacin aprob a principios de este ao. 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. Updates Maintaining a safe work environment and helping injured workers heal and return to work quickly and safely does have a return on investment. The states lowball compensation proposals are disrespectful to us but more importantly to the Washingtonians we serve. A special thank you goes out to the bargaining team and WFSE members who took action to help secure this agreement. We love the work we do for Washingtoniansand we want to afford to continue doing this work for the long term. While our union has been very successful in securing raises that will kick in this July, we need to make sure our state continues to be an employer of choice by investing in our future. We need to put the pressure on. 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. Strong contracts. Watch a Zoom Webinar review of the agreement here. Puede presentar una queja sobre los derechos de los trabajadores en lnea, descargarla y enviarla por correo a la agencia, o visitar una oficina local de L&I. Based on preliminary June 30, 2022, data, the Washington State Fund had a contingency reserve at 27% of liabilities. What amounts count as salary has not changed, and continues to include those set amounts paid on a recurring basis to compensate for work performed. How financially stable are Washington's workers' comp trust funds? 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. Washington State Proposal Would Radically Increase Exempt Salary Threshold The Washington Department of Labor and Industries recently issued proposed amendments to the state's white-collar. 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. Or go ahead and contact a union organizer today! (50 or Fewer Washington Employees) July 1, 2020. . Click here to submit a short video testimonial. 0100100001100101011011000110110001101111001000000111011101101111011100100110110001100100001000000010001101000100011000010111010001100001010100000110111101101001011011100111010001110011. Member Benefits Las ciudades pueden establecer salarios mnimos ms altos que el salario estatal. As inflation soars, more and more public employees are struggling to make ends meet. WFSE members sent more than 6,000 letters to the Inslee administration calling for wage increases. The vote concluded Wednesday night with 98% of participants casting their ballots in favor of ratification. 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. FIND OUT HOW TO JOIN TOGETHER with your co-workers to negotiate for better working conditions and respect on the job. Each employee is disclosed with full name, agency, position, annual earnings, etc. Expenses associated with long-term disabilities and fatalities make up the majority of costs covered by premiums in the workers' comp system. Strength in numbers is how we win. Employees may be eligible to receive higher pay through one or more of the following actions: Legislative approved general wage adjustment or other allocation of funds intended for salary adjustments. The medical aid rate, which pays for medical care and vocational services. July 7GG Bargaining Team Update #5 (2023-2025 biennium contract)Not a member? Let Governor Inslee know why you deserve to be compensated fairly. A ratification vote is currently under way. That lobbying paid off. Risk is pooled across all employers in a risk class, which helps keep premiums stable while helping those who have had a tough year. Its about attracting and retaining employees, so we can provide the best possible services to Washingtons residents. 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. Will the state listen? WFSE Secures Pay Raises for 2022 The vote concluded last night with 98% of participants casting their ballots in favor of ratification. Here's how you can take action: Submit a videoon why our state must invest in the people who provide public service. Update Frequency: annually (end of fiscal year). Apprentice Salary Schedule - Jobs paid on a progressively increasing schedule of wages based on specific percentage of journey-level consistent with skills acquired. 5% premium pay for all employees who work on-site in 24/7 direct care facilities (see MOU). Thats up $1.25 from what it is now. Together, we can secure a strong contract for our future. Not only that, our 2021 lobbying efforts funded the buy-back to eliminate monthly furloughs this bienniumand our 2022 lobbying efforts locked down additional raises for several job classifications that will also take effect in July. Salary Level: The amount paid to the employee must meet or exceed the current threshold amount regardless of whether the individual is a full-time or part-time employee. Share this link with co-workers and tell them to call or write a letter to Governor Inslee and the other leaders who think you arent a priority: WFSEmembers are sending in videos to help us win at the bargaining table. If you have questions about the classification of your employees, please contact Member Care to discuss your concerns. December 2022 These current negotiations will determine what the 2023-2025 biennium will look like for state workers. Many of our departments are experiencing staffing shortages, high turnover, increasing caseloads and mandatory overtime. That means an employee exempt from overtime pay must earn at least $1,101.80 a week ($57,293.60 a year). Mobilize your worksite by attending a Member Action Team (MAT) training. Tell us about the value of your work and why the state should continue investing in public services. Washington state law does not include board, lodging, housing, bonuses, commission, and benefits as salary. I also said that more information on raises for all other WSU employees would be . Those employees must earn at least $1,259.20 a week ($65,478.40 a year). When wages go up, the rate paid stays the same. How did L&I account for COVID-19 in the rate-making process for 2023? Help us secure a strong contract for our future. Leave a message explaining the work you do, how Washingtonians benefit from it, and why we deserve a fair compensation package. We exchanged proposals, and its clear that we have a difficult road ahead. 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. 105G ADMINISTRATIVE ASSISTANT 3 Non-Represented State Employees Washington Federation of State Employees Washington Public Employees Association The salaries listed do not apply to higher education colleges and universities. Employees who no longer meet the salary threshold requirement may not remain exempt employees. WFSE members are sending in videos to help us win at the bargaining table. How much will the rate increase cost employers and workers? L&I offers employers a Claim-Free Discount that can lower their average base rate by 10% or more. Why may my rates go up if I haven't had a claim? Our next session will be held on July 7, and its very likely that we will begin discussing compensation. Your job actions at worksites and out in the community are a constant source of inspiration. Ver ms abajo para esta informacin en espaol. Get vocal. WSLCs April Sims: UW doesnt get a pass on fair pay, Vaccine And Booster Incentive Update - Higher Ed & General Gov Contracts, Yakima Valley College faculty vote no confidence in president, More cuts to critical personnel at Clark College make no sense, PNLHA Labor History ConferenceTacoma, WA May 5 & 6, 2023, WSLC continues building a Path to Power. L&I will tap the contingency reserves to pay costs that are expected to exceed the rate increase. June 14GG Bargaining Team Update #4 (2023-2025 biennium contract)Not a member? Para 2023, el salario para ese grupo ms joven ser de $13.38 por hora. Encourage your co-workers to sign up by sharing this link: https://actionnetwork.org/forms/wfse-member-card-2. 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. February 2022 When counting employees, employers may use one of two methods. Employees aged 14 to 15 years old . Go to Lni.wa.gov/WorkersCompRatesto see the proposed changes for all risk classes. Of the increased amount, workers will pay about $12 on average. Along with inflation, the cost of living continues to rise in Washington. Stay tuned and stay active as we return to the bargaining table in 2022 to negotiate a collective bargaining agreement for the next biennium. To be exempt from earning overtime, a worker must earn at least the minimum salary and their duties must meet a jobs test. A $1000 retention bonus for state employees who were employed on July 1, 2022 and still employed on July 1, 2023. When state and federal thresholds conflict, employers must meet the threshold most favorable to employees. We are asking for a pay raise for the people of Washington. Annual WSLC Convention - Sign up to attend! We are making slow and steady progress and are steering the discussion toward monetary issues, and will focus our attention there in the next bargaining session. (Not receiving email updates? This system doesn't negatively impact employers who pay higher wages. L&I has also calculated new minimum salary requirements for employees who are exempt from receiving overtime pay. Democracy: Complete your bargaining priority survey by May 31 if you havent already done so. In order to be classified as exempt, an employee must satisfy a three-part test. Weekend shift premium for Registered Nurses increases from $3 per hour to $4 per hour (See Art 42). January 1, 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. Our next bargaining session will be held on July 28. The 2023 minimum wage rate in Washington State will increase to $15.74 per hour for employees sixteen years of age and older, the Washington State Department of Labor & Industries announced on September 30, 2022. El aumento del 8.66 por ciento est vinculado directamente a los costos de vivienda, alimentos y atencin mdica tal como se muestra en el ndice para Precios de Consumo. Audited over 1,800 employers, of which over 700 were unregistered. Completed 48 worker investigations of fraudulently claimed workers' compensation benefits, amounting to over $1.2 million. Our strength is in our numbers, so encourage them to join our efforts. Below are the amounts received in paychecks for the more than 2,400 Washington County employees in the 2022 calendar year. This dataset includes 50 thousand employees working for the State of Washington. We need to let our neighbors, friends and family know that their public services are at risk. May 2023 September 2022 Choosing public service shouldn't mean committing to subpar wages. How has the increased focus on safety in the workplace affected workers' comp costs? On Thursday May 5, your GG bargaining team met with management for the first time. 42). 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. They seem to think it is ok to: Remember this, these decisions made by the state harm not only us as workers, but the citizens who rely on us as well. https://actionnetwork.org/letters/fair-contract-investment-in-washingtonians/, https://www.wfse.org/general-government-bargaining-updates, , Eastside St. I-5 Overpass, 5:30 pm --> RSVP HERE, , 72nd Street I-5 Overpass, 6:00 pm --> RSVP HERE, , West Broadway Ave Overpass Over Maple/Ash, 5:30 pm --> RSVP HERE, , Columbia Center Boulevard I-240 Overpass, Richland, 5:30 pm --> RSVP HERE, , NE 92nd Street I-5 Overpass, Northgate, 5:30 pm -- RSVP HERE, , Illinois Street I-5 Overpass next to Memorial Park, 5:30 pm -- RSVP HERE. In addition, lower-wage workers will receive a graduated lump sum payment based on annual income. #StrongWorksitesStrongContractsuse this hashtag to follow our contract campaign on social media (Facebook, Twitter and Instagram). (These videos will be shared in future bargaining updates and on our union website to encourage other members to participate in the bargaining process. This is a $1.25 increase from the current 2022 minimum wage of $14.49 per hour. Join us for our upcoming webinar: January 2023 Salary Threshold Increase for Exempt Employees. Our communities do NOT deserve: Washingtonians deserve a vibrant public sector that supports the strong communities, innovation, and natural beauty our state is known for. The minimum pay is one of the new rights and protections granted to these drivers by legislation passed earlier this year. Lets be clear: Washington works because we do. 1206 N Lincoln St. Ste 200 Join today. This is an amendment to an existing contract article. That leads to increased turnover, staffing shortages, heavier caseloads, mandatory overtimeand the burnout and safety issues that accompany them. General wage adjustments are negotiated for represented employees and legislatively approved for nonrepresented employees. November 2022 Are you with us? The salary threshold for classifying Washington employees as exempt will increase again effective January 1, 2022. WFSE members sent more than 6,000 letters to the Inslee administration calling for wage increases. Improved health care formula which will reduce employee costs. Employees must be designated as either exempt or non-exempt and classification is dictated by the law. AFSCME Council 28 (WFSE)1212 Jefferson Street SE #300Olympia, WA 98501, MEMBER CONNECTION CENTERCall 1-833-MCC-WFSE(833-622-9373) EMAIL: [emailprotected], American Federation of State, County and Municipal Employees, AFLCIO, Washington Federation of State Employees (WFSE), Inequality at the University of Washington. (Direct link: https://actionnetwork.org/forms/wfse-member-card-2) Quick Links:Miss a bargaining update? June 2023 Thats the union difference. Today, Im pleased to announce that faculty, administrative professionals and graduate assistants will be receiving a 2.5% salary increase effective Sept.1,2022. What is L&I doing to deter fraud and ensure employers pay their fair share of premiums? In recent years, L&I has been providing vocational support and assistance much earlier in claims. The salary threshold is revised each September for the following year based upon increases to the minimum wage which relies upon the Consumer Price Index. April 2022 Con la determinacin del salario mnimo para 2023, L&I tambin calcul nuevos requisitos de salario mnimo para los empleados exentos de recibir pago por horas extras. For 2023, that will be $55.09 per hour. LGBTQIA+ Collected a total of $293.1 million in delinquent money, of which $275.1 million came from unpaid employer premiums. In preparation, we want to hear from you about your experience as a state employee. The supplemental pension rate, which pays for cost-of-living adjustments for long-term time-loss and pension recipients. Our union's strength begins with our worksites (https://www.wfse.org/mat). UFCW Strikes Time Period: 01/01/1998 07/01/2022 For information on bargaining 2023-25 contracts, check the Bargaining Updates page. Washington is the only state where workers pay a significant portion of the premium. The more engaged and active we are as union members, the more solidarity and power we will have at the bargaining table. External News The team unanimously endorses this TA. We've shown that when we stand strong together as a union, we can win the strong contracts our members need. Non-exempt employees must be paid at least minimum wage for all hours worked, they are entitled to overtime pay for hours worked in excess of 40 in a week, and are entitled to all protections guaranteed by the state Minimum Wage Act (MWA), including sick leave. Para 2023, ser de $55.09 por hora. Please join us in wearing WFSE green for our jobs, families and communities. Management seems to be listening to our concerns. Thats the union difference.Keep an eye on your personal email tomorrow for a survey seeking your opinion about the new vaccine directive.Note: The survey will not be delivered to members from the Office of the Attorney General, Secretary of State, or Department of Natural Resources. The costs of coronavirus-related workers' comp claims were not included in the calculations to determine the rate increase for 2023. Vaccine Job titles are for the most recent position a person held, while dollar amounts are for money earned in all positions. Below are the amounts received in paychecks for the more than 2,400 Washington County employees in the 2022 calendar year. Job re-evaluation leading to a higher pay range. What the state wage of $ 1.25 from what it is now will be $ 55.09 per to. 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