RATIFICATION General Government



CONTRACT RATIFICATION

Negotiations of the 2015-17 Tentative Agreement (TA) for the WFSE/AFSCME General Government bargaining unit concluded at 1:23am on September 18, 2014.

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

***UPDATE 9/30/14: Members approve tentative agreement 3698-481.***

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! You’ll receive two items in the mail. First watch for a tri-fold mailer with detailed voting instructions.  Also watch for a large envelope ratification kit that includes the tentative agreement summary, a letter from the bargaining team and again, detailed voting instructions.

  • Voting is online. Voting instructions provide step-by-step instructions and include a unique login 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.

TENTATIVE AGREEMENT SUMMARY

Major goals achieved in tough economic times include:

  • 3% increase in 2015; in 2016 employees will receive the greater of 1.8% or 1% plus about $.11/hr. – Employees will receive the initial 1% and then the additional .8% or about $.11/hr. This language achieves a larger increase for those employees in classifications assigned to pay ranges below $15.00/hr. – (see Art. 42)
  • At least a 2.5% increase for specific classifications listed in Appendix X – this brings additional increases to over 4,500 employees (see Appendix X updated 9/27/14 5:25pm)
  • Permanency given to personal leave days – sunset clause removed (see Art. 17)
  • Call back pay expanded to non-shift employees (see Art. 42)
  • Many new or increased assignment pay rates (See Appendix I updated 9/27/14 5:25pm)
  • Mandatory Subjects language changed from bargaining the impacts of a change, to bargaining over the change in accordance with law (See Art. 38)

 

HIGHLIGHTS OF THE GAINS IN ECONOMIC ARTICLES

Article 17 – Miscellaneous Paid Leave

  • Personal Leave days, one (1) per year, with no sunset date

Article 42 – Compensation

  • 3% increase in 2015; in 2016 employees will receive the greater of 1.8% or 1% plus about $.11/hr. – Employees will receive the initial 1% and then the additional .8% or about $.11/hr. This language achieves a larger increase for those employees in classifications assigned to pay ranges below $15.00/hr. – (see Art. 42)
  • Call back pay expanded to non-shift employees (see Art. 42)
  • When performing duties in accordance with 42.30, Emergency Disaster Operations Compensation, the $1.00/hr. paid during activation will no longer be in lieu of callback, standby or assignment pay.

Article 43 – Health Care Benefit Amount

  • Provides for inclusion of Agreement reached by Health Care Coalition in accordance with RCW 41.80.020

Appendix I – Assignment Pay

  • Includes many new or increased assignment pay rates – review Appendix I (updated 9/27/14 5:25pm) for more details!

Appendix X – Classification Specific Salary Adjustments

  • At minimum a 2.5% increase for specific classifications listed in Appendix X (updated 9/27/14 5:25pm)– this brings additional increases to over 4,500 employees.

HIGHLIGHTS OF THE GAINS IN NON-ECONOMIC ARTICLES

Article 2 – Non-Discrimination

  • New protection for those with status as a breastfeeding mother

Article 3 – Bid System

  • Expansion of bid to non-shift employees in DSHS Institutions
  • In the Department of Agriculture, a new 2 week window to submit bid requests following the addition or deletion of shifts

Article 4 – Hiring and Appointments

  • Non-permanent time will count toward probation when converted to permanent
  • Improved language on trial service

Article 5 – Performance Evaluations

  • New protections for employees exonerated of misconduct

Article 6 – Hours of Work

  • New 6.17 protecting employees on the Spills Team in the Department of Ecology
  • New 6.18 giving permanency to the shift exchange program in the State Mental Hospitals

Article 7 –Overtime

  • Improved language on compensatory time cash-out in the Department of Corrections

Article 8 – Training and Employee Development

  • New language regarding scheduling employer-required training on an employee’s shift  within DSHS
  • Increased contract training time for Shop Stewards to eight (8) hours

Article 11 – Vacation Leave

  • New language requiring a timely response to vacation leave requests

Article 14 – Shared Leave

  • New language requiring posting of requests, and reposting monthly if needs are not met

Article 18 – Leave Without Pay

  • New language with added protections for use of leave for reasons of Faith or Conscience
  • New language requiring a timely response to LWOP leave requests
  • New language allowing use of vacation leave for firefighting leave

Article 19 – Work-Related Injury or Illness

  • Stronger language regarding opportunities for modified duty

Article 20 – Safety and Health

  • New language allowing administrative leave for testing and treatment when exposed to a serious communicable disease in the course of your official duties
  • New language ensuring adequate staffing and resources for transporting offenders in DOC

Article 25 – Commute Trip Reduction and Parking

  • Agencies will provide CTR incentives consistent with policy and resources – used to say “may”

Article 27 – Discipline

  • Improved language on investigations

Article 29– Grievance Procedure

  • Streamlined process and deleted the election of remedies

Article 31– Personnel Files

  • New language limiting supervisory files
  • New language limiting retention of all adverse material
  • New language ensuring adverse material cannot be used once it has expired, even if you did not request removal

Article 34– Layoff and Recall

  • Stronger language for long term project employees
  • Agencies will allow voluntary layoffs – used to say “may”
  • The Union will now receive notice of all types of layoff
  • Stronger language on knowledge, skills and abilities

Article 36– Employee Rights

  • Stronger language on changes in duty station
  • New workload language within DOC (in addition to MOU covering all employees)

Article 37– Union Management Communication Committees

  • Four (4) new UMCC’s: LNI DOSH, Shoreline DOH, DDA and JJRA

Article 38–Mandatory Subjects

  • Mandatory Subjects language changed from bargaining the impacts of a change, to bargaining over the change in accordance with law (See Art. 38)

Article 41 – Classification

  • New language providing opportunity to meet with Human Resources to discuss/receive explanation of decision on position review requests

Article 47 – Workplace Behavior

  • Stronger language requiring union and employee receive notification of conclusion
  • New language requiring joint training be developed and provided to Union Representatives (Shop Stewards, UMCC Teams, Union Officers, Union staff), management and Human Resources

Article 52 – Distribution of Agreement

  • New language requiring timely posting of Collective Bargaining Agreement
  • New language allowing Ecology employees to opt in to receiving a printed copy

Appendix D – Layoff Units

  • Within the WSDA Grain Inspection Program, a new statewide layoff unit if no options are identified within current unit
  • Within DSHS – SOLA and Institutions will be one layoff unit
  • Within DOT – King County is no longer divided
  • Within Secretary of State – New units providing more localized options

Memoranda of Understanding (MOU) – Statewide and Supplemental

  • All employees – New MOU addressing increased workload concerns statewide
  • Within WSDA – Maintained MOU providing for boots
  • Within Ecology – New MOU providing for the expense and time to obtain required TWIC cards
  • Within Ecology – New MOU expanding use of facility for Union meetings
  • Within Parks – New MOU increasing uniform allowances for Park Aides and Senior Park Aides
  • Within Parks – Maintained MOU providing for Law Enforcement subcommittee
  • Within DOT – New MOU language increasing reimbursement for boots
  • Within DOT – New MOU language adding chainsaw use under certain conditions to special pay list and adding bridge classification to list of qualifying classifications for Group C

TENTATIVE AGREEMENT

TENTATIVE AGREEMENT PDF

APPENDIX X  |  APPENDIX I

Updated 10/3/14 at 7:50pm (v4)

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