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. 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. Workers will continue to pay on average about a quarter of the premium, a similar percentage to that paid in 2022. These increases are happening thanks to you. L&I has several initiatives underway that are lowering costs by focusing on better outcomes for injured workers. Visit Lni.wa.gov/ControlMyRatesfor a list of resources that L&I offers to help employers control premium costs. We are asking for a pay raise for the people of Washington. 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. Washington State University. Of this, employers with 50+ employees will pay up to 27.24% and employees will pay 72.76%. Wallace, an associate professor of computer science at WSUVancouver, was recognized with the GlobalCampus award for his use of technology to transform learning in the classroom. But we cant do it if the state wont invest in us. But there is a lot of work yet to be done. 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. (Effective 7/1/2022) 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 total rate is paid into 4 funds that provide benefits when workers are hurt on the job: Workers and employers each contribute one-half of the medical aid, Stay at Work, and supplemental pension premiums. (Not receiving email updates? Join WFSE here. In preparation, we want to hear from you about your experience as a state employee. 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. However, they may have to comply with new procedures, rules, etc. FIND OUT HOW TO JOIN TOGETHER with your co-workers to negotiate for better working conditions and respect on the job. July 7GG Bargaining Team Update #5 (2023-2025 biennium contract)Not a member? To be considered an overtime exempt employee, a worker must be paid a fixed salary, that salary must meet or exceed the minimum salary threshold, and they must meet the requirements of the job duties tests. Along with inflation, the cost of living continues to rise in Washington. In most states, rates are charged as a percentage of payroll, so when employee wages go up, more premium is collected. Washingtonians deserve a vibrant public sector that supports the strong communities, innovation and natural beauty our state is known for. How the salary threshold increase will be implemented. Today, Im pleased to announce that faculty, administrative professionals and graduate assistants will be receiving a 2.5% salary increase effective Sept.1,2022. How We Did It - The Union Difference Go to Lni.wa.gov/WorkersCompRatesto see the proposed changes for all risk classes. Tuesday, October 4, 2022. (Direct link: https://actionnetwork.org/forms/wfse-member-card-2) Quick Links:Miss a bargaining update? The total annual earnings include the base pay and any additional compensation or premiums such as overtime, call-back, standby or assignment pay. 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. The rules changes went into effect on July 1, 2020, and the salary threshold will be phased-in until fully implemented in 2028. Click here to submit a short video testimonial. 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. For additional information, you can contact L&Is Employment Standards Program atEAPrules@Lni.wa.gov or toll free at 1-866-219-7321. Encourage your co-workers to sign up by sharing this link: https://actionnetwork.org/forms/wfse-member-card-2. Strong contracts. This funding is entirely provided by the Washington Legislature for employees paid from state funds. 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. Our message to the state is this: This is the reality of the labor market in 2022. Your fellow public workers serving on your bargaining team fought hard for this agreement, but it wouldnt have been possible without WFSE members in every worksite standing up, getting involved and demanding a fair contract. Washington State University: Kent Ernest: Head Basketball Coach: Office of Financial Management: 2017: University of Washington: Hopkins Michael: Head Coach-Mens Basketball: Office of Financial Management: 2021: Washington State University: Smith Kyle: Head Basketball Coach: Office of Financial Management: 2020: Washington State University . Expenses associated with long-term disabilities and fatalities make up the majority of costs covered by premiums in the workers' comp system. 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. Inspection and consultation activities by L&I's Division of Occupational Safety and Health (DOSH) make a significant contribution to reducing claim rates and costs. What is L&I doing to deter fraud and ensure employers pay their fair share of premiums? Housing prices are climbing, and many state workers are forced to seek employment elsewhere. Employers must advise employees of their status as outside salespersons. What We Secured. While the pace of the threshold increase will depend on the size of the business, all computer professionals paid on an hourly basis will have to be paid at a rate of at least 3.5 times the state minimum wage after a three-year phase-in ending in 2022. Here are the 2022 pay raise details for union state employees. Let us know youre behind us and wear your green shirts on August 18th! Miss a bargaining update? Weitere Informationen ber die Verwendung Ihrer personenbezogenen Daten finden Sie in unserer Datenschutzerklrung und unserer Cookie-Richtlinie. How did L&I account for COVID-19 in the rate-making process for 2023? These current negotiations will determine what the 2023-2025 biennium will look like for state workers. Again, the state knows how unified we are based on our membership. This will make it easier to classify workers and increase the likelihood that they are correctly classified. Its your job to staff state agencies. Please stay tuned for upcoming news from future sessions. Effective January 1, 2023, the UW's minimum wage will increase from $17.27 per hour to $18.69 per hour following the City of Seattle minimum wage. g 42). Join WFSE here.We want to thank everybody who showed their support yesterday in WFSE green as we proceeded with our third day of 2023-2025 contract negotiations with the state. Lets be clear: Washington works because we do. 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. Be ready: While we continue to review the states proposals, lets show the state were united across every worksite. WSU employs more than 8,200 employees across five physical campuses, WSU Global, and extension centers across the state. Subscribe on our website.). Changes were also made in the rules for exempt employees defined as outside salespeople. 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. WFSE members are sending in videos to help us win at the bargaining table. We know how important our work is and how we deserve to be compensated for all we do. Click here to join our efforts. Gilmore, an assistant professor of the Cultural Studies and Social Thought in Education program, will begin his second term as associate dean with a focus on student success and retention. That leads to increased turnover, staffing shortages, heavier caseloads, mandatory overtimeand the burnout and safety issues that accompany them. L&I makes employers, workers, and health care providers think twice about committing fraud. Watch the playlist here. 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. Employers pay all the accident fund premiums. 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. The GFS pay raise increase is $256 million and total increase $462 million. Below find an expanded summary of the agreement and the full agreement. Assessed over $17 million in unpaid employer premiums plus penalties. You can find more information on the L&I overtime rulemaking page. Negotiating our 2023-2025 contract with the state continued today. The rules update combines the two tests the state previously used into one test that more closely aligns with the duties test used at the federal level. University employees are automatically subscribedno sign up is necessary. South Dakota, North Dakota and Hawaii were the last states to give Juneteenth any formal recognition. The university will continue to address pay equity in its annual compensation planning moving forward. But we still have work to do. The tabs below give both employers and employees an overview of the rule changes. The Washington State Department of Labor & Industries has updated its rules regarding the minimum salary threshold and job duties tests for salaried exempt employees defined as executive, administrative and professional as well as computer professionals. (Direct link:https://www.wfse.org/general-government-bargaining-updates), Join your local's member action team(MAT). 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. The increase means employers and workers will pay an additional $61 a year, on average, for each full-time employee. 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. Core fund allocations will be determined in the same way as previous years, though changes to the allocations process may come with fiscal year 2024. And please, reach out to your coworkers about the value of our union. Its about attracting and retaining employees, so we can provide the best possible services to Washingtons residents. Raised the income limit so more employees are eligible for the flexible spending accounts. Employees aged 14 to 15 years old . Let Governor Inslee know why you deserve to be compensated fairly. Subscribe to WSU Insider to receive free daily updates by email. In addition, L&I has developed an eLearning module to help guide employers in determining whether a worker likely qualifies as exempt or not. This will make it simpler to classify workers and increase the likelihood that they are correctly classified. The pace of the salary threshold implementation will depend on how many people are working for your business. Washington State University employees will be receiving at least a 2.5% raise next fiscal year. Provide other protections associated with the Minimum Wage Act. Your elected team members look forward to representing you and advocating for the best contract for our jobs, families and communities. Pay overtime (time and a half the employees regular rate of pay) for hours worked over 40 per week. There are several others we are fighting hard for. 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. (Direct link:https://actionnetwork.org/forms/wfse-member-card-2), Let your co-workers know they canfollow bargaining updateson our union website. 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. Studies show that employers receiving a safety inspection or safety consultation have 10 30% fewer claims filed by their employees. 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. Not a member? An investment in us is an investment in the kind of state we all want to live in. $1,000 Retention bonus for state employees employed on July 1, 2022 who remained employed with the state on July 1, 2023 (see MOU). Here's what we know about rate increases for 2022: Statewide minimum wage: The statewide minimum wage rate for non-exempt (overtime-eligible) workers will rise to $14.49 per hour (up from $13.69), effective January 1, 2022. 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. L&I keeps a lower contingency reserve than other workers' compensation insurers, including other state workers' compensation funds. Voiland College electrical engineering students had a chance to learn from power engineering industry experts during a week-long practicum organized by WSUs Energy Systems Innovation Center. (Direct link:https://www.wfse.org/mat). Washington Federation of State Employees' - General Government (Effective 7/1/2022) Special Salary Ranges Apprentice Salary Schedule - Jobs paid on a progressively increasing schedule of wages based on specific percentage of journey-level consistent with skills acquired. 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. The university will also use one-time funds to address strategic initiatives and faculty start-up programs. Download and review the agreement here. Those agencies have their own elected officials that can set vaccine policy and are not subject to the governors directive. 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. The governor's budget includes funds for a number of these. Remind him that public employees provide services the citizens of WA rely upon, and we deserve a living wage. During this meeting, we shared our unions initial proposals. June 14GG Bargaining Team Update #4 (2023-2025 biennium contract)Not a member? All state employees earn a base salary which is the salary range associated with their job classification. Send in your ownvideoorpicture and quotetelling the public where you work, the importance of the work you do, and why we deserve a strong contract. New salary threshold implementation schedule, Threshold phase-in schedule for computer professionals paid hourly. When wages go up, the rate paid stays the same. Join your local's member action team(MAT). Yes. The "Resource Center" tab provides links to key documents that help further explain the rule changes. Washington Gov. I look forward to celebrating all of our graduates next month. How will the salary threshold increase be implemented?The rules changes went into effect on July 1, 2020, and the salary threshold be phased-in until fully implemented in 2028. 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. WFSE members made this possible. Sign up here for these two upcoming sessions: June 4 Thurston-Lewis-Mason and Twin Harbors Counties: Race & Labor Workshop, Courageous Conversations on Race and the Labor Movement, Kitsap & Olympic Labor Councils. 42), $1,000 COVID booster incentive payment. Washington State University employees will be receiving at least a 2.5% raise next fiscal year. As inflation soars, more and more public employees are struggling to make ends meet. Our next bargaining session will be held on July 28. The EBC aimed to create a budgeting framework that provides greater clarity in how funds are allocated and how costs are assessed in pursuit of achieving the systems strategic goals and priorities. The Legislature set aside $84 million for much-needed job-class-specific pay increases. <0)6h:{H1'/L&)^;WTD7odp:za&k;|pz-olTE >zX55c y Qlh6XhK) lA{oFVY8vU,#Vw=J@k^K jP Vm8 FcT 42). 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. Compensation: Were unlikely to discuss compensation until sometime after the revenue forecast is released in late June. For overtime exempt employees. Faculty, administrative professionals and graduate assistants will receive a 2.5% salary increase effective September 1. 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. COVID Booster Directive: Survey Due Tomorrow, 8/5. 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. Your General Government 2023-2025contract has been funded by the legislature. When economic forecasts during the pandemic were dire, we pulled together and did everything we could to continue supporting our communities. Many of our departments are experiencing staffing shortages, high turnover, increasing caseloads and mandatory overtime. Each employee is disclosed with full name, agency, position, annual earnings, etc. Audited over 1,800 employers, of which over 700 were unregistered. 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. 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. The agreement will be sent to the governor for inclusion in his supplemental budget proposal. Leave a message explaining the work you do, how Washingtonians benefit from it, and why we deserve a fair compensation package. Strength in numbers is how we win. The increase means employers and workers will pay an additional $61 a year, on average, for each full-time employee. L&I's goal is to use wage inflation as a benchmark for steady and predictable rates. In Washington, rates are charged as an amount per hour. Our interests are Washingtons interests. Are you with us? To make an even greater impact, give him a call at 360-902-4111. Your membership and collective display of solidarity is what helps us move the ball. L&I offers employers a Claim-Free Discount that can lower their average base rate by 10% or more. 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). Kirk H. Schulz Your job actions at worksites and out in the community are a constant source of inspiration. Pay formerly salaried employees on an hourly basis. from their employers based on the employers decisions. Download the 21-23 contract here: WFSE General Government 2021-2023 Collective Bargaining Agreement. Together, we can secure a strong contract for our future. Majorities of workers who quit a job in 2021 say low pay (63%), no opportunities for advancement (63%) and feeling disrespected at work (57%) were reasons why they quit, according to the Feb. 7-13 survey. A selection of programs about Washington State, produced by alumni and friends. This fund pays cost-of-living adjustments for long-term time-loss and pension recipients and is based on wage inflation. Workers pay on average about 25% of the premium, a similar percentage to that paid in 2022. Encourage your coworkers tojoin our efforts. endstream endobj 230 0 obj <>/Metadata 5 0 R/Pages 227 0 R/StructTreeRoot 12 0 R/Type/Catalog>> endobj 231 0 obj <. The gender gap in pay has remained relatively stable in the United States over the past 20 years or so. The deal, between the state and the Washington Federation of State Employees, also includes 4% pay raises in 2023, 3% pay raises in 2024 and a $1,000 retention bonus for current. The supplemental pension rate, which pays for cost-of-living adjustments for long-term time-loss and pension recipients. Review details here. The main difference between the new state and federal regulations is the state regulations require: How might my job status be affected?The new rules do not require employees to do anything. 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. Will you take just a few minutes to tell us why your job is important and why the state should invest in public services? 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. I also said that more information on raises for all other WSU employees would be . The department has developed and implemented a robust outreach and education program to explain the new standards. Meet salary threshold requirements for salaried, exempt workers. For Paid Leave reporting: Employers cannot collect missed premiums in later pay periods. The minimum pay rate will jump from $27.63/hour to $37.13/hour for employers with more than 50 employees in Washington. Dataset Information Search Result 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. What if I need help paying my workers' comp premium? 4% 7/1/23 and 3% 7/1/24 (see Art. A MAT can help members at your worksite stay informed and ready for collective action. Pay overtime for hours worked over 40 per week. 229 0 obj <> endobj The salaries listed do not apply to higher education colleges and universities. Strong worksites. 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. 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. Weekend shift premium for Registered Nurses increases from $3 per hour to $4 per hour (See Art 42). This increase represents an increase of $1.25 per hour, or an 8.66 percent increase year over year. The day was not observed in South Dakota until 2020, when the . Note: The survey will not be delivered to members from the Office of the Attorney General, Secretary of State, or Department of Natural Resources. On September 30, 2022 the Washington State Department of Labor and Industries announced the new state minimum wage effective January 1, 2023: $15.74 per hour. hmO:_nBiBjN0ZC4Mm|{IHB`FaHC48a2aEKIM xX/$P #jf PcZHUH&RJWRDjDO^t^?._~qhz1$?;$(#4dQ_(Jx]8{Ho C}]}WM&s~?>c's<=04zz]GTG8uphL_?~%4e`h`9,[44y1g*b;7\ ,tF E? Sie knnen Ihre Einstellungen jederzeit ndern, indem Sie auf unseren Websites und Apps auf den Link Datenschutz-Dashboard klicken. The employee must also meet the job duties test. By the time the salary threshold is fully in implemented in 2028, a salaried exempt employee will have to be paid at least 2.5 times the state minimum wage. In addition, lower-wage workers will receive a graduated lump sum payment based on annual income. Details are available on the Department of Labor and Industries (L&I) Washington minimum wage webpage. 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. Together, we can continue to strengthen our union as we get closer to discussions on compensation. Additional Information A general wage increase of 3.25% for all employees who fall under WFSE's General Government contract. At least a third say each of these were major reasons why they left. 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.
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