washington state employee salary increase 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. Unfortunately, the state appears to have made the dangerous decision to: Run our state agencies with critically low staffing levels, Not recruit and retain the dedicated public servants Washingtonians deserve. Watch a Zoom Webinar review of the agreement here, Hurdles for farm workers | Decisions, decisions | Its May Day and were 12, UW RSEs, Postdocs rally today for contract, WFSE celebrates | The inflation playbook is broken | Obama gets a job, Seattle postal workers demand dignity, respect at picket, AFT leader sets pandemic record straight; GOP attacks fall flat, Today we mourn the dead, fight for the living, Nurses spread too thin | Su advances | NLRB: Starbucks union-busting illegal, GOP holds economy hostage in effort to slash jobs, programs, Protect EMTs, firefighters | GOPs noxious package | A court in crisis, Death on the Job: Americans should be alarmed, outraged, Ensuring our workforce meets the moment, SPEEAs Funfar passes | Victories for work safety | Murrays 10K run. Our Stay-at-Work Program is also making a difference, providing employers more than $100 million to help keep more than 40,000 employees on light duty while they heal. However, they may have to comply with new procedures, rules, etc. Democracy: Complete your bargaining priority survey by May 31 if you havent already done so. hmO:_nBiBjN0ZC4Mm|{IHB`FaHC48a2aEKIM xX/$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? 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. (Direct link:https://www.wfse.org/mat). 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. 25 Year History of General Wage Adjustments Last Updated: 08/02/2022 Time Period: 01/01/1998 - 07/01/2022 Update Frequency: annually (end of fiscal year) Was this information helpful? A general wage increase of 3.25% will take. Washington State University employees will be receiving at least a 2.5% raise next fiscal year. The Stay at Work rate, which pays for employer financial incentives to keep employees on light-duty jobs while they heal. #StrongWorksitesStrongContractsuse this hashtag to follow our contract campaign on social media (Facebook, Twitter and Instagram). Leave a message explaining the work you do, how Washingtonians benefit from it, and why we deserve a fair compensation package. Visit wfse.org.Members-only benefitsWFSE shared leaveWFSE newsView current union agreements. 42). Your General Government 2023-2025contract has been funded by the legislature. offers a quick explanation of the updates to the rules and who will be impacted by the changes. We are still bargaining and need to hear from as many members as possible to ensure a good outcome. Average government employee salary in Washington is $66,938 and median salary is $65,883. The costs of coronavirus-related workers' comp claims were not included in the calculations to determine the rate increase for 2023. WFSE members made this possible. How has the increased focus on safety in the workplace affected workers' comp costs? Washington is the only state where workers pay a significant portion of the premium. Along with inflation, the cost of living continues to rise in Washington. For the new budget model, we will calculate the differences in legacy allocations and those per the model and then review and discuss these impacts throughout the fiscal year, Stacy Pearson, chief financial officer and vice president for finance and administration, said. I also said that more information on raises for all other WSUemployees would be shared by April15. Salary threshold implementation schedule Salary thresholds for overtime exempt workers are a multiplier of state minimum wage for a 40-hour workweek 2023 Salary thresholds Small businesses: $1,101.80/week ($57,293.60 a year) Large businesses: $1,259.20/week ($65,478.40 a year) Employers will have to make adjustments and will have several options when deciding how to classify and pay their workers. WSU employs more than 8,200 employees across five physical campuses, WSU Global, and extension centers across the state. Dear WSU Community, After making employee compensation our top priority during the recent legislative session, I shared during the State of the University that the Washington Legislature funded a 3.25% salary increase for all classified staff. 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. Tuesday, 9/13: Join us for an Overpass Rally Near You, Olympia, Eastside St. I-5 Overpass, 5:30 pm --> RSVP HERE, Tacoma, 72nd Street I-5 Overpass, 6:00 pm --> RSVP HERE, Spokane, West Broadway Ave Overpass Over Maple/Ash, 5:30 pm --> RSVP HERE, Tri-Cities, Columbia Center Boulevard I-240 Overpass, Richland, 5:30 pm --> RSVP HERE, Seattle, NE 92nd Street I-5 Overpass, Northgate, 5:30 pm -- RSVP HERE, Bellingham, Illinois Street I-5 Overpass next to Memorial Park, 5:30 pm -- RSVP HERE, Your WFSE General Government Bargaining Team. 4% 7/1/23 and 3% 7/1/24 (see Art. If the proposed rate increase is adopted, the average rate per $100 of payroll in 2023 will be $1.49, about what it was in 2021 and 2022. . 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. L&I will use contingency reserves to cover any gap between premiums and costs to keep rates steady and avoid a larger increase. The rising expenses have put a strain on workers and the people we serve. Its critical for us to reach out and talk to our new co-workers about the value of our union and what we can achieve together. Be ready: While we continue to review the states proposals, lets show the state were united across every worksite. 42). The Resource Center section of this page includes links to sign up for webinars and request a presentation as well as fact sheets, case examples and additional information. This was the academys first induction ceremony since 2020. 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. An investment in us is an investment in the kind of state we all want to live in. This will rise to $47.25/hour, plus CPI adjustments, for all employers by 2022, after which annual CPI adjustments will be applied. The 2023 minimum wage rate in Washington State will increase to $15.74 per hour for employees sixteen years of age and older, the Washington State Department of Labor & Industries announced on September 30, 2022. Visitwfse.org. Employee compensation will remain the universitys top priority in the next legislative session. %%EOF 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. How financially stable are Washington's workers' comp trust funds? 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. Track the hours of work and limit hours of work to 40 per week, or less. I also want to note that employee compensation will remain our highest priority for the next legislative session. Its your job to staff state agencies. Studies show that employers receiving a safety inspection or safety consultation have 10 30% fewer claims filed by their employees. L&I keeps a lower contingency reserve than other workers' compensation insurers, including other state workers' compensation funds. (Direct link: https://actionnetwork.org/forms/wfse-member-card-2) Quick Links:Miss a bargaining update? This dataset include compensations paid to employees of the State of Washington. Or go ahead and contact a union organizer today! He also noted ongoing efforts to address staff fatigue as well as hiring and retaining diverse faculty. Prior to these updates, the state used two job duties tests. We still have time, but we need to act now. When wages go up, the rate paid stays the same. For 2022, the wage for that younger group will be $12.32 per hour. Watch the playlist here. Today, Im pleased to announce that faculty, administrative professionals and graduate assistants will be receiving a 2.5% salary increase effective Sept.1,2022. General Salary Increase Information. 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. They are applicable to General Government agencies and the Higher Education Coordinating Board. There are several others we are fighting hard for. Out of the state's 325 risk classes, 286 will have higher base rates in 2023. We want to update you on the progress of 2023-2025 contract negotiations with the state. 283 0 obj <>stream "`] RXdUgIV=@ tg |AGg`2|` South Dakota, North Dakota and Hawaii were the last states to give Juneteenth any formal recognition. %PDF-1.7 % Our next bargaining session will be held on July 28. Increases for specific classifications listed in Appendix S, New and improved Assignment pays helping hundreds of our members. (Direct link:https://www.wfse.org/general-government-bargaining-updates), Join your local's member action team(MAT). We have 153,206 Washington employee salaries in our database. 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. That leads to increased turnover, staffing shortages, heavier caseloads, mandatory overtimeand the burnout and safety issues that accompany them. Track hours of work for non-exempt, salaried employees. We are grateful for all that the previous bargaining team and union staff accomplished, particularly making our upcoming July 1 increases a reality. Join your local's member action team (MAT) to support bargaining efforts through organizing and sharing critical updates. During this meeting, we shared our unions initial proposals. Klicken Sie auf Alle ablehnen, wenn Sie nicht mchten, dass wir und unsere Partner Cookies und personenbezogene Daten fr diese zustzlichen Zwecke verwenden. Why has L&I adopted a 4.8% increase for 2023? AFSCME Council 28/WFSE Officers: President Mike Yestramski (DSHS BHA), [emailprotected] Vice President Ashley Fueston (ESD), [emailprotected] Secretary Kodi Gaddis (DSHS ESA), [emailprotected], Corrections: Don Malo, [emailprotected], DCYF: Anne Hinojosa, [emailprotected] Riley Ingram-Sowell, [emailprotected], Employment Security: William Kinyon, [emailprotected], Human Services: DCYF: Kizzy Andreason, [emailprotected] CSD: Jeremy Ayres, [emailprotected] DCS: Shannon Barry, [emailprotected] HCS: Cynthia English, [emailprotected] At-Large: Steve Segall, [emailprotected], Institutions: BHA: Dianne Womack, [emailprotected] JR: Nate Wilson, [emailprotected] DVA: Barbara Holbrook, [emailprotected] DDA: Steven Yates, [emailprotected] DDA: Cindy Hall, [emailprotected], Labor and Industries: Chuck Pirtle, [emailprotected] Anthony Newbauer, [emailprotected], Legal Services: Angela Guadamuz, [emailprotected], Natural Resources: Jeff Wheeler, [emailprotected] Jade Monroe, [emailprotected], Transportation: Georgina Willner, [emailprotected] Dave Hurlburt, [emailprotected], Unified State Agencies: Susan Butz, [emailprotected] Tony Kennish, [emailprotected], Previous Cycle Final Bargaining Update-September 29, 2020. Basic salary range plus ten percent (10%) for Social Service Specialists 3, 4 and 5s who perform visits in unregulated environments, such as private residences, to conduct investigations for allegations of abuse and/or neglect to assess the safety of vulnerable children. Tell us about the value of your work and why the state should continue investing in public services. Not a member? While booster shots will be required for all new employees at state agencies as well as for non-union-represented employees beginning July 1, 2023, the state must negotiate with us over the impacts of this directive before any decisions are made. Some of the available options are: How do I file a workplace rights complaint?If you believe your rights have been violated, you canfind more information or file a complaint online. 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. Washington State University employees will be receiving at least a 2.5% raise next fiscal year. All state employees earn a base salary which is the salary range associated with their job classification. Cities are able to set minimum wages higher than the state's, and both Seattle and Sea Tac have higher wages. Jay Inslee has agreed to more than $412 million in raises and lump sum payments for unionized state and non-state employees. Below find an expanded summary of the agreement and the full agreement. These employees must be paid on a guaranteed salary, commission or fee basis. And please, reach out to your coworkers about the value of our union. 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. Strong contracts. 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? What if I need help paying my workers' comp premium? What can I do as an employer to reduce my rates? Mobilize your worksite by attending a Member Action Team (MAT) training. The more engaged and active we are as union members, the more solidarity and power we will have at the bargaining table. g 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. Our combined strength brought management back to the table to negotiate an across-the-board raise as well as lump sum payments. 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. 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. Strength in numbers is how we win. Get vocal. The pace of the salary threshold implementation will depend on how many people are working for your business. The governor's budget includes funds for a number of these. The state cant run without us, and your bargaining team cant run without you behind them. 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. Subscribe to WSU Insider to receive free daily updates by email. To date, we have been educating the state about what our members are facing at worksites, about the recruitment and retention crisis, about staffing shortages at almost every agency. Wenn Sie Ihre Auswahl anpassen mchten, klicken Sie auf Datenschutzeinstellungen verwalten. The 2023 minimum wage rate in Washington State will increase to $15.74 per hour for employees sixteen years of age and older, the Washington State Department of Labor . What is L&I doing to deter fraud and ensure employers pay their fair share of premiums? Click here to assist our team in securing a strong 2023-2025 contract. (PDF) See red text for changes. %PDF-1.6 % The decision in that case, which is final and binding, supersedes the compensation gains detailed below. What percent of the premiums do workers pay? 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. Business software solutions and mobile app technology for social good were collective themes presented at the 20thannual Business Plan Competition on Thursday, April27. 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. The accident rate, which pays for time-loss and disability awards. We are asking for a general wage increase for the people of Washington. The supplemental pension rate is increasing 7% to nearly 17 cents per hour. June 14GG Bargaining Team Update #4 (2023-2025 biennium contract)Not a member? Washington Gov. This will make it simpler to classify workers and increase the likelihood that they are correctly classified. Faculty, administrative professionals and graduate assistants will receive a 2.5% salary increase effective September 1. Encourage your coworkers tojoin our efforts. The GFS pay raise increase is $256 million and total increase $462 million. More information on compensation changes, commitments to address pay equity, and the universitys efforts to implement a new budgeting process in fiscalyear 2023, is included in todays WSUInsider story. w8o@#.pGpFuu1:k'"4ha ])u&qC)|>ai&q [qll{*\2-AJe>uRCE/,N1m]b$eL& gL 4lM&_n{kckq\C~KknN6oi|X.}E[+Zoxy"5"Xsv;V&y.\$ t%Jn Lets show the state were united. Visit Lni.wa.gov/ControlMyRatesfor a list of resources that L&I offers to help employers control premium costs. 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. Employers pay all the accident fund premiums. 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. L&I will tap the contingency reserves to pay costs that are expected to exceed the rate increase. Washingtonians deserve a vibrant public sector that supports the strong communities, innovation and natural beauty our state is known for. The "Resource Center" tab provides links to key documents that help further explain the rule changes. Audited over 1,800 employers, of which over 700 were unregistered. When looking at rates as a percentage of overall payroll, rates in Washington have gone down from 2012 to 2022. What changes are being made in the job duties tests for executive, administrative, and professional workers?As part of the criteria for an employee to be exempt, they must meet the job duties test. Stay tuned and stay active as we return to the bargaining table in 2022 to negotiate a collective bargaining agreement for the next biennium. Washington Federation of State Employees - General Government general government Eligibility for the lump sum payment requires employees to be employed on or before Ju1y 1, 2021 and continuously employed through June 30, 2022. higher education community coalition Lump sum payable to all employees hired on or before July 1, 2022. How We Did It - The Union Difference The agreement will be sent to the governor for inclusion in his supplemental budget proposal. Note: The survey will not be delivered to members from the Office of the Attorney General, Secretary of State, or Department of Natural Resources. 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. For overtime exempt employees. Subscribe on our website.). Join today. 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. Tuesday, October 4, 2022. Washington State University. Remove Filters: 2022. Kirk H. Schulz We need to put the pressure on. 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 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. 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. Additional details about these efforts and the available funding will be available in the months to come. We know how important our work is and how we deserve to be compensated for all we do. The increase means employers and workers will pay an additional $61 a year, on average, for each full-time employee. 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. 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. To learn more or to report fraud, visitLni.wa.gov/Fraud. Short URL: https://www.thestand.org/?p=102425. We still have time, but we need to act now. Union members here in Washington and across the country lobbied Congress to ensure passage of the American Recovery Act, providing critical funding for state and local governments. Outside sales employees must be compensated on a guaranteed salary commission or fee basis (but the salary threshold does not apply). Those changes also can increase or lower premiums paid by workers because workers in Washington pay a portion of the total premium. During COVID-19, we saw the power of our union in action. Other ways you can help how you can take action: #StrongWorksitesStrongContractsuse this hashtag to follow our contract campaign on social media (Facebook,Twitter,InstagramandYouTube). State workers showed up through the pandemic and made sacrifices during the subsequent economic recession. The university will continue to address pay equity in its annual compensation planning moving forward. 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. Join WFSE here. Overview School Employee Salaries District Staffing & Finance Data K-12 LEAP Documents Bargaining Agreement Data Download Data Duty Assignment Glossary OSPI Personnel Summary Reports OSPI Database Files (S-275) Note: Salaries shown are the latest final data available from the Office of Superintendent of Public Instruction. Each employee is disclosed with full name, agency, position, annual earnings, etc. A general wage increase of 3.25% for all employees who fall under WFSE's General Government contract. Convert current salaried, exempt employees to salaried non-exempt or hourly non-exempt. WSUs Budget Office and Human Resource Services are developing a frequently asked questions resource on the compensation increases that will be available online. Why are rates for many employers different from the 4.8% increase? endstream endobj 230 0 obj <>/Metadata 5 0 R/Pages 227 0 R/StructTreeRoot 12 0 R/Type/Catalog>> endobj 231 0 obj <. Housing prices are climbing, and many state workers are forced to seek employment elsewhere. These results are similar to where the pay gap stood in 2002, when women earned 80% as much as men. Once again, thank you all for your tremendous efforts. $1,000 Retention bonus for state employees employed on July 1, 2022 who remained employed with the state on July 1, 2023 (see MOU). Food safety, WSU stories, science answers for kids, and morelisten to podcasts from Washington State University. Lets show the state how unified we are as we advocate for our jobs, families, and the communities we serve. Pay overtime (time and a half the employees regular rate of pay) for hours worked over 40 per week. 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. 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. UPDATED (5:10 p.m.) I missed a couple of columns this morning. 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. To make an even greater impact, give him a call at 360-902-4111. 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. Risk class 7200 and 7201 employees annual payment increased from current $250 to $500 (see Art. Let us know you're with us! Raised the income limit so more employees are eligible for the flexible spending accounts. The minimum pay rate will jump from $27.63/hour to $37.13/hour for employers with more than 50 employees in Washington. Pay overtime for hours worked over 40 per week. Learn more at Lni.wa.gov/ClaimFreeDiscount. Join WFSE here. Employees may be eligible to receive higher pay through one or more of the following actions: Legislative approved general wage adjustment or other allocation of funds intended for salary adjustments. 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. A special thanks goes out to members and staff on the bargaining team who worked tirelessly to negotiate this agreement. 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.