Negotiations of the 2015-17 Tentative Agreement (TA) for the WFSE/AFSCME Eastern Washington University (EWU) bargaining units concluded on September 8, 2014.

Your Bargaining Team recommends that you VOTE TO ACCEPT this Agreement. After you have reviewed the TA Summary below, we believe you will agree that good progress was made.

***UPDATE 9/30/14: Members approve tentative agreement 97-73.***

We hope you will exercise your right to vote and ratify this Tentative Agreement.

RatificationEnvelope-trContract Ratification Kit

Ratification kits are being mailed to the home address of record for all members. Please watch your mail! The kits include a tentative agreement summary and detailed voting instructions.

  • Voting is online. Voting instructions provide step-by-step instructions and include a unique username and password for each dues-paying member. Not sure if you’re a member in good standing? Call us at 800-562-6002 to inquire or to update your mailing address.
  • Contact us if you have difficulty using the system to cast your vote.
  • Voting Assistance Centers provide you a time and place to ask questions about the agreement and an opportunity to place your vote. Voting Assistance Centers are being scheduled in the following locations:
    • SEP 19 (9am-11am) in Spokane – EWU Riverpoint, Phase 1 Bldg, Room 119
    • SEP 19 (Noon-5pm) in Cheney – EWU Campus, Louise Anderson Hall (LAH), Room 113B


This is a summary that highlights and explains the most significant provisions of the Tentative Agreement reached between the Washington Federation of State Employees (WFSE) bargaining unit and Eastern Washington University (EWU) on September 8, 2014. It does not cover every article or every provision. See the Tentative Agreement below for the full text.

Major goals achieved in tough economic times include:

  • 3% increase in 2015; 1% in 2016 and a signing payment of $150 on 7/25/15 (see Art. 19).
  • Guaranteed increases for those making less than $15 per hour (see Art. 19).
  • 2-step pay increase after two consecutive days of performing duties at a higher classification (see Art. 19).
  • A guaranteed “me-too” with General Government and a wage re-opener clause (see Art. 19).
  • Two new personal leave days (see Art. 28).
  • Call back pay increased to 3 hours (see Art. 20).
  • A 2-step increase is added for those who work a floating schedule (see Art. 20).
  • New language for parental leave (see Art. 32).


Article 19 – Compensation

  • 3% across the board increase effective 7/1/15
  • 1% across the board increase effective 7/1/16
  • A $150.00 signing payment to be paid on 7/25/15
  • Guaranteed increases for those making less than $15.00 that would raise their pay within their current range to as near $15.00 per hour as possible – probationary employees in this category would advance upon completion of probation
  • Any employee performing the duties of a higher classification will now be guaranteed a two (2) step pay increase after two (2) consecutive days of performing those duties
    • A guaranteed “me-too” to ensure equity with the General Government table:
      “In the event the state legislature funds a higher across the board increase for the contract term for an employee group at the general government state table, for the 2015-2017 negotiations, the University agrees to match the increase or provide the increases described above; whichever is greater”.
  • A wage re-opener:
    • “In the event the University receives additional tuition authority and/or state funding that results in an overall significant improvement in the financial status of the University, the Union may request to re-open the Agreement to bargain over economic terms of this Agreement.  Any agreement resulting from such bargaining will remain subject to a finding by the Director of OFM that the agreement is economically feasible and approval by the Legislature as provided in RCW 41.80. Nothing in this paragraph obligates either party to agree to any proposal.”

Article 20 – Hours Worked

  • Call back pay is increased from two (2) hours to three (3) hours

Article 21 – Health Insurance

  • Incorporates the agreement reached by the health care coalition under the provisions of RCW 41.80.020

Article 28 – Holidays

  • Obtained a new personal leave day in each year of the contract – two new holidays!


Article 11 – Safety, Health and Uniforms

  • Language requiring employees that are injured on the job to choose between sick leave and worker’s compensation benefits has been eliminated. An injured worker may now make full use of their negotiated sick leave benefits without having to forego their worker’s compensation.

Article 20 – Hours Worked

  • Maintained that floating scheduled are strictly voluntary and a two (2) step increase for those who work a floating schedule (applies to Custodial Supervisors and Leads, Maintenance Custodians, Dining Services, and Transportation Services departments)
  • New language allowing an employee and supervisor to agree to waive the notice period for floating schedules if they choose. The waiver is only valid if the employee agrees.

Article 30  – Sick Leave

  • Reduced the amount of time an employee remains on sick leave verification from six (6) months to three (3) months. This can only be extended if it is warranted.

Article 32 – Additional Leave

  • New language allowing up to four (4) months off for parental leave and ensuring the employee may use their accrued sick and vacation leave, personal holiday or unpaid leave.

Article 34 – Open Positions

  • New language creating internal applicant only job announcements when qualified staff are available.

Article 36 – Performance

  • Strengthened language ensures employees will receive a copy of any written performance documents prior to their evaluation.

Article 37 – Corrective Action and Discipline

  • Article renamed to reflect new language ensuring corrective action is taken prior to discipline.
  • Implements a new performance improvement process to support an employee rather than addressing performance issues through discipline.
  • New language making clear that corrective action is not disciplinary in nature.
  • Oral reprimand is no longer a form of discipline.




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