"`] RXdUgIV=@ tg |AGg`2|` April 14, 2022. Invest in public serviceNow, the revenue for the next two-year budget period is forecasted toincrease by $1.46 billionbut many state employees' wages continue to stagnate. 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). All state employees earn a base salary which is the salary range associated with their job classification. v5lJUmb"DbmR`U(vlf$2Y0@`5D#NW'3uUjJmLpgLF1MaLp!GHa67!?BW0CpbzqS&co6FQd+nV3XJ"cr BFND .9`yANhs-aj[c_ [Fg25SHsL ^h "9I\ The job duties test, not an employee's job title or description, determines whether a job primarily involves executive, administrative, professional, computer professional, or outside sales duties as defined in the rules. For overtime exempt employees. Strong contracts. Our next bargaining session will be held on July 28. Under the revised agreements, most state employees are scheduled to receive a 3.25% general wage increase, effective July 1, 2022. For the 2023 fiscal year, WSU is asking units and departments to plan for a 5% core fund budget reduction, an improvement from the current years 7.5% cut. Wenn Sie Ihre Auswahl anpassen mchten, klicken Sie auf Datenschutzeinstellungen verwalten. 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. WFSE members are sending in videos to help us win at the bargaining table. Go to Lni.wa.gov/WorkersCompRatesto see the proposed changes for all risk classes. Lets be clear: Washington works because we do. 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. This marks the largest pay increase for these employee groups in sevenyears. Prior to these updates, the state used two job duties tests. The process for fiscal year 2023 budget development will look similar to the current year, and the majority of core fund allocations will beloaded to Workday by the end of July. Here are some ways to keep building connection and solidarity as we begin negotiations: Check in with your coworkers to be sure they are receiving and reading bargaining updates. The pace of the salary threshold implementation will depend on how many people are working for your business. Dataset Information Search Result Half of this upcoming budget years reduction will bemade permanent to supplement state funding of the forthcoming salary increases as well as generate $1 million for faculty equity adjustments and funds for faculty opportunity hiring. 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. Additional details about these efforts and the available funding will be available in the months to come. $1,000 COVID booster incentive payment (see MOU). (Direct link: https://actionnetwork.org/forms/wfse-member-card-2) Quick Links:Miss a bargaining update? 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. South Dakota, North Dakota and Hawaii were the last states to give Juneteenth any formal recognition. Your General Government bargaining team met with the state for a critical session of negotiations today. 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. Small businesses, with 1-50 employees, will have a slower pace compared to large businesses (51 or more employees). Here are the 2022 pay raise details for union state employees. The decision in that case, which is final and binding, supersedes the compensation gains detailed below. Washington State University. State of Washington Class Salary Range IT SPECIALIST 5 << Classified Job Listing Range: 66 479M IT SPECIALIST 5 Non-Represented State Employees The salaries listed do not apply to higher education colleges and universities. Improved health care formula which will reduce employee costs. And please, reach out to your coworkers about the value of our union. 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. Let us know youre behind us and wear your green shirts on August 18th! Download and review the agreement here. Human Resource Services works collaboratively with the Budget Office, Payroll and Modernization to process all approved general salary increases for WSU employees. 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. We've shown that when we stand strong together as a union, we can win the strong contracts our members need. L&I makes employers, workers, and health care providers think twice about committing fraud. Sie knnen Ihre Einstellungen jederzeit ndern, indem Sie auf unseren Websites und Apps auf den Link Datenschutz-Dashboard klicken. 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. You also can sign up to receive email updates on the overtime employment rule changes and other wage matters at Lni.wa.gov/wagenews. The new budget model was developed by the Executive Budget Council (EBC), co-chaired by Vice President Pearson and Provost Elizabeth Chilton. 5% premium pay for all employees who work on-site in 24/7 direct care facilities (see MOU). The supplemental pension rate is increasing 7% to nearly 17 cents per hour. 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. 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. L&I offers employers a Claim-Free Discount that can lower their average base rate by 10% or more. How did L&I account for COVID-19 in the rate-making process for 2023? The salaries listed do not apply to higher education colleges and universities. The 4.8% increase is an average. Click here to join our efforts. Standby Pay (for hours over 30 per pay period) $7.00. Cities are able to set minimum wages higher than the state's, and both Seattle and Sea Tac have higher wages. Will you join us in wearing green on June 7? Your elected team members look forward to representing you and advocating for the best contract for our jobs, families and communities. Those agencies have their own elected officials that can set vaccine policy and are not subject to the governors directive.WFSE members are sending in videos to help us win at the bargaining table. Job duties fact sheets: These fact sheets will help you better understand the changes being made to the job duties test for each category of exempt workers. Employers will have multiple options moving forward, including paying exempt employees at least the new salary threshold, and assuring they meet the job duties tests, or changing an employee to non-exempt and paying overtime for all hours worked over 40 in a workweek. 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. 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. Wage inflation is a good benchmark because workers' comp costs increase as wages increase. 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. Here's how you can take action: Submit a videoon why our state must invest in the people who provide public service. Learn more at Lni.wa.gov/ClaimFreeDiscount. 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. The chart Comparison of Wage Inflation and L&I Rate Changes Over Time shows the changes in rates (circles) and wage inflation (squares) over the past 2 decades. Of the increased amount, workers will pay about $12 on average. During COVID-19, we saw the power of our union in action. This General Government agreement will bring the largest pay increase and lump sum payment negotiated in several years. The minimum pay rate will jump from $27.63/hour to $37.13/hour for employers with more than 50 employees in Washington. A general wage increase of 3.25% for all employees who fall under WFSE's General Government contract. Your job actions at worksites and out in the community are a constant source of inspiration. Workers will continue to pay on average about a quarter of the premium, a similar percentage to that paid in 2022. Small businesses, with 1-50 employees, will have a slower pace compared to large businesses (51 or more employees). Join WFSE here. Your General Government Bargaining Team was able to reach several tentative agreements on select contract articles. Stay tuned and stay active as we return to the bargaining table in 2022 to negotiate a collective bargaining agreement for the next biennium. Join WFSE here. Our interests are Washingtons interests. %PDF-1.7 % We want your help to ensure every state employee is paid fairly and treated with respect. Strength in Numbers: Join WFSE if youre not a member, and encourage your co-workers to do the same. 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. I also said that more information on raises for all other WSUemployees would be shared by April15. 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. This will make it simpler to classify workers and increase the likelihood that they are correctly classified. Additional Information Employers must advise employees of their status as outside salespersons. What can I do as an employer to reduce my rates? 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. The gender gap in pay has remained relatively stable in the United States over the past 20 years or so. Changes for computer professionalsThe rules changes also updates the duties test for employees defined as computer professionals, including computer system analysts, computer programmers, software engineers or other similarly skilled workers to more closely align with the federal duties test. Many of our departments are experiencing staffing shortages, high turnover, increasing caseloads and mandatory overtime. 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. A special thanks goes out to members and staff on the bargaining team who worked tirelessly to negotiate this agreement. Here are the 2022 pay raise details for union non-state employees (SEIU homeworkers, etc.). Negotiating our 2023-2025 contract with the state continued today. In 2022, women earned an average of 82% of what men earned, according to a new Pew Research Center analysis of median hourly earnings of both full- and part-time workers. 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. Remove Filters: 2022. On Thursday May 5, your GG bargaining team met with management for the first time. The GFS pay raise increase is $256 million and total increase $462 million. The increase means employers and workers will pay an additional $61 a year, on average, for each full-time employee. Get vocal. The pace of the implementation will depend on how many people are working for an employer. 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. Each employee is disclosed with full name, agency, position, annual earnings, etc. 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. We are asking for a general wage increase for the people of Washington. 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. Not a member? 42). Tell us about the value of your work and why the state should continue investing in public services. With just one more bargaining date scheduled, a gap remains between what is fair and what the state is offering. Outside sales employees must be compensated on a guaranteed salary commission or fee basis (but the salary threshold does not apply). This will rise to $47.25/hour, plus CPI adjustments, for all employers by 2022, after which annual CPI adjustments will be applied. Cant find the booster survey link? Look for an email that was just sent to you with the subject line 'Reminder: Input Needed on Gov's New Vaccine Directive' from AFSCME Council 28/WFSE. A special thank you goes out to the bargaining team and WFSE members who took action to help secure this agreement. June 7, 2022GG Bargaining Team Update #3 (2023-2025 biennium contract)Not a member? Other ways you can help how you can take action: #StrongWorksitesStrongContractsuse this hashtag to follow our contract campaign on social media (Facebook,Twitter,InstagramandYouTube). 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. Risk class 7200 and 7201 employees annual payment increased from current $250 to $500 (see Art. Mobilize your worksite by attending a Member Action Team (MAT) training. 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.
10 Grain Cereal Substitute,
Mcgloin Hall Creighton,
Articles W
