General Government

RATIFICATION General Government

Updated 9/14/16 1:00pm


Negotiation of the 2017-19  TENTATIVE AGREEMENT (TA) between WFSE and the state of Washington covering GENERAL GOVERNMENT contract concluded on 9/13/16.

(2017-19 Contract)

This is a summary that highlights and explains the most significant provisions of the Tentative Agreement (TA) reached between the Washington Federation of State Employees (WFSE) bargaining unit and the State of Washington covering General Government on September 13, 2016. It does not cover every article or every provision.

Major Goals Achieved:

  • 6% across the board increases over life of the two-year contract:  2% increase on 7/1/17, 2% increase on 7/1/18 and 2% increase on 1/1/19 (see Art. 42)
  • $12/hr minimum wage resulting in increases for all employees below that rate in addition to the across the board increases agreed upon (see Art. 42 and Appendix X & Appendix Y for classes effected)
  • Increased shift premium rate (see Art. 42)
  • Increases for specific classifications listed in Appendix P – this brings additional increases to over 10,000 employees (see Appendix P)
  • Maintained healthcare costs, held the line on UMP out-of-pockets costs, and increased wellness benefits for those completing their health assessment (See Art. 43)
  • Increased vacation leave accruals throughout duration of employment (see Art. 11)
  • Subject to legislation, new family leave provisions (see Art. 14 & Art. 15)

Economic Goals

Article 11 – Vacation Leave

  • Significantly increased vacation leave accruals – the first in 40 years!
  • Subject to legislation:
    • Use of leave in the first 6 months of employment

Article 42 – Compensation

  • 6% increases over life of the two-year contract! (2% increase on 7/1/17, 2% increase on 7/1/18 and 2% increase on 1/1/19)
  • $12.00/hr. minimum wage resulting in increases for all employees below that rate in addition to the across the board increases agreed upon (see Art. 42 and Apx. X & Y for classes effected)
  • Increased shift premium rate – now $1.00/hr.
  • Step M now max step for increases under 42.9
  • Step U now a regular step for N-range employees
  • MOU immediately establishing workgroup to continue research and make recommendations on addressing regional pay issues statewide, particularly in King County

Article 43 – Health Care Benefit Amount

  • Maintained healthcare costs, held the line on UMP out-of-pockets costs, and increased wellness benefits for those completing their health assessment

Appendix L – Assignment Pay

  • Includes multiple new or expanded assignment pays – see Appendix L for details:
  • LNI – Industrial Hygienists/Safety & Health Specialists using certain PPE
  • DOT – You no longer have to be assigned year-round to receive assignment pay for dangerous night work in designated corridors
  • Diving reference now also covers the Designated Person in Charge (DPIC)
  • Multiple new additions to Group C
  • ECY – MOU establishing workgroup to review risk of inspectors with OSHA HAZWOPER cert

Appendix P – Classification Specific Salary Adjustments

  • At minimum a 2.5% increase for specific classifications listed in Appendix X – this brings additional increases to over 10,000 employees (see Appendix P for lists of classes impacted)

Non-Economic Gains

Article 2 – Non-Discrimination

  • New language providing protection for gender expression and identity

Article 3 – Bid System

  • Memorandum of Understanding (MOU) establishing bids in house for SOLA

Article 4 – Hiring and Appointments

  • New process changes improving the language in 4.3
  • MOU establishing parameters around the use of interns and highlighting staff development

Article 6 – Hours of Work

  • New 6.9 C establishing extra duty pay for Psychiatric Social Workers and Forensic Evaluators
  • New protections in DFW when commuting from a temporary residence
  • Expanded administrative rest time for DOT employees using CDL’s

Article 7 –Overtime

  • Improved rest periods for WSDA Grain employees
  • Improved compensatory time cash out for WSSB & CCDHL employees
  • MOU granting compensatory time for listed Holidays at WSH/ESH/SCC/CSTC

Article 8 – Training and Employee Development

  • New language requiring workplace safety training regarding active threats

Article 9 – Licensure and Certification

  • MOU providing $125.00/yr. for CDL holders meeting certain conditions
  • MOU providing tuition reimbursement for LPN’s/PSN’s

Article 11 – Vacation Leave

  • Increased vacation leave accruals throughout duration of employment
  • Subject to legislation – use of leave in first 6 months of employment

Article 12 – Sick Leave

  • Use of sick leave for interdisciplinary team meetings related to medical condition
  • Use of personal leave day in lieu of sick leave

Article 14 – Shared Leave

  • Expanded family members for whom shared leave can be used to provide care
  • Subject to legislation – new family/parental leave provisions

Article 15 – FMLA

  • Subject to legislation – new family/parental leave provisions

Article 16 – Inclement Weather

  • Increased time for employees at SCC

Article 17 – Miscellaneous Paid Leave

  • Improved bereavement language
  • WSSB & CCDHL employees can use personal leave day during school closure

Article 18 – Leave Without Pay

  • New language establishing a provision for sabbatical

Article 20 – Safety and Health

  • New language requiring orientation/training on how to safely perform work functions

Article 21 – Uniforms, Tools & Equipment

  • MOU expanding apparel options for DOT
  • MOU expanding apparel benefits to additional classes in WSPRC

Article 25 – Commute Trip Reduction & Parking

  • ORCA Pass benefit for all King County employees

Article 29 & Appendix C – Grievance Procedure

  • Increased timeframe for filing a grievance to 28 days!
  • Added DNR and DVA to those bypassing step 1 of the process

Article 31– Personnel Files

  • Improved access to employee files

Article 34– Layoff and Recall

  • Added protections during a temporary layoff

Article 37 & Appendix E – Union Management Communication Committees

  • New UMCC for DSHS/BHA
  • Expanded UMCC for CIBS/CMO
  • Increased number of participants at DSHS Administration level UMCC’s

Article 39 – Union Activities

  • Improved language regarding information requests
  • Improved language for New Employee Orientations including mentoring and one-on-one discussions

Article 47 – Workplace Behavior

  • Stronger language regarding training on workplace behavior
  • Language adding Alternative Dispute Resolution as last step of grievance procedure

Appendix B – Job Classes (revised 12/8/16)

Appendix N – Wildfire Suppression

  • Additional rest day after 21 day deployment
  • New language regarding firefighter respiratory health and providing masks in fire camp

Appendix O – 12 Month Probationary Periods

  • Removes Social Service Specialists in DEL, now defaults to 6 months
  • Memorialized discontinued use of Attendant Counselor Trainee class by replacing with Attendant Counselor 1

Memoranda of Understanding – Statewide and Agency Specific

  • All employees – New MOU providing resources to assist with student debt
  • All employees – Improved MOU addressing increased workload concerns statewide
  • All employees – New MOU establishing ’19-’21 supplemental bargaining
  • Within Ecology – MOU maintaining ECY paying time and cost for TWIC cards
  • Within Parks – Maintained MOU providing for Law Enforcement subcommittee
  • Within Parks – New MOU establishing discussion of firefighting duties
  • Within WSDA – New MOU language increasing reimbursement for boots
  • Within WSDA – New MOU providing process for being excused from mandatory OT
  • Within WSDA – New MOU clarifying seniority in the event of a tie
  • Within DES – Maintained MOU providing for alternate breaks in the Inserting Section
  • Within DOT – Incident Response Program added to maintenance class study




13 Comments on “RATIFICATION General Government

  1. I cannot believe Long term Care Surveyors have been left off the raises roster once again!! Shame on you!! 18 years and still waiting.

    1. Not only were Long Term Care Surveyors left off the roster for range increases our counter parts who do the exact same work but have nursing degree for consultation only got huge pay increases. Making the discrepancies between the two even larger. Our Field Administrators now make 10,000 of thousands of dollars less than the nursing surveyors whom they supervise. I bet they even make more than our Program Directors now too.

  2. Once again the trades, specifically the HVAC Technician field was overlooked in the increases for specific classifications. Our pay range is so far behind our commercial counterpart it is ridiculous. Every contract the maintenance Mechanic 1,2 and 3 always get special consideration and yet they are not specialized and are a general repair field. The specialized fields that are dealing with highly technical building management systems controlling well operations, fire shutdown controls, lighting control, energy management and facility heating and air conditioning are ignored. Our building management system is comprised of systems covering three campuses. We maintain a completely DSHS autonomous fiber optic and CAT V data network interconnected by routers, switches, hubs etc. supporting a Metasys building management system that monitors and controls over 40 buildings and is completely maintained by HVAC Technicians. We write all the controls software controlling these systems and functions and maintain all of the hydronic and air handling systems. So, what do we get for all of this. We watch everyone else get special consideration raises. Our dilemma also extends to our electricians who continuously deal with a rapidly changing field that is getting more and more specialized and technical and yet this trade is also ignored. If you want well trained and motivated individuals to stay in this field, money talks. I know I would be long gone if I was not nearing retirement. Get real union leadership.

  3. It is sad that financial service specialists are also not getting the step raises for Locality Pay that our Social Service Specialists may get. They live in the same area and therefore should get the same consideration. Only the FSS 1&2 class get any increase, while the more seasoned workers who are FSS 3-5 aren’t getting any! If they can’t live in King County, we will lose them., and like most state employees they are already significantly underpaid for the skilled job that they do!

  4. Once again the Commodity Inspectors (grain) received no benefit from the General Bargaining team. With around 80 members represented, the negotiating team hasn’t been able to get the wage increases we deserve.

    According to the State’s own salary survey showing that we are all 45% behind in compensation and add in the fact that the department just reduced it’s fees AND gave 2 million dollars back to the Grain Terminals. It’s unbelievable that we didn’t make the Appendix P.

    For 3 contracts language regarding overtime and hours of work our job titles have not been corrected to reflect the change M made 6 years ago.

    I could go on and list more. But for now I have to say that I am very disappointed that we are given a contract to vote on that has so little to offer.

  5. Each year management puts more on our plates and expects the same results while giving us less to work with. For this reason I will gladly take every penny they will give me because I earn it every day. That being said I am not excited about the raises being given out in doses like cough syrup. I am a big boy I can take it. If you’re going to give me a raise then by all means GIVE IT IT TO ME! The 34.72 extra on my check @ 2 % is completely unsatisfying for the first year. Especially after the whole TSRA and salary reductions we had. Before we even get to the last ” installment” we will be fighting for the next contract. At that point “they” can say that we are getting raises already so don’t even ask!

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