washington state employee salary increase 2022

With just a few more bargaining dates scheduled, a wide gap remains between what is fair and what the state is offering. 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. Practice connecting across difference at the acclaimed Race & Labor training. Why may my rates go up if I haven't had a claim? The decision in that case, which is final and binding, supersedes the compensation gains detailed below. 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. Miss a bargaining update? 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. University funds will need to be used to supplement state funding in order to give this group the largest increase in seven years. 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. Join WFSE here. The chart Comparison of Wage Inflation and L&I Rate Changes Over Time shows the changes in rates (circles) and wage inflation (squares) over the past 2 decades. Other ways you can help how you can take action: #StrongWorksitesStrongContractsuse this hashtag to follow our contract campaign on social media (Facebook,Twitter,InstagramandYouTube). Together, we can continue to strengthen our union as we get closer to discussions on compensation. State workers showed up through the pandemic and made sacrifices during the subsequent economic recession. Raised the income limit so more employees are eligible for the flexible spending accounts. Be ready: While we continue to review the states proposals, lets show the state were united across every worksite. Tell us about the value of your work and why the state should continue investing in public services. Tuesday, we held our fourth bargaining session and continue to exchange counter proposals on a variety of topics, including discipline and grievances, travel policy, and privacy and off-duty conduct. L&I keeps a lower contingency reserve than other workers' compensation insurers, including other state workers' compensation funds. Compensation: Were unlikely to discuss compensation until sometime after the revenue forecast is released in late June. Not a member? Employers pay all the accident fund premiums. Lets be clear: Washington works because we do. The employee must also meet the job duties test. The university will also use one-time funds to address strategic initiatives and faculty start-up programs. We continued our fight for a fair 2023-25 contract yesterday. Your General Government 2023-2025contract has been funded by the legislature. Remind him that public employees provide services the citizens of WA rely upon, and we deserve a living wage. The supplemental pension rate is increasing 7% to nearly 17 cents per hour. Here are the 2022 pay raise details for union non-state employees (SEIU homeworkers, etc.). 283 0 obj <>stream (Not receiving email updates? This will rise to $47.25/hour, plus CPI adjustments, for all employers by 2022, after which annual CPI adjustments will be applied. These results are similar to where the pay gap stood in 2002, when women earned 80% as much as men. Our members have kept Washington going through the COVID-19 pandemic at great personal risk and sacrifice. Learn more at Lni.wa.gov/ClaimFreeDiscount. https://actionnetwork.org/letters/fair-contract-investment-in-washington https://actionnetwork.org/forms/wfse-member-card-2, Governors recent COVID-19 booster directive, https://www.impact.afscme.org/videos/create-video. A selection of programs about Washington State, produced by alumni and friends. While our union has been very successful in securing raises that will kick in this July, we need to make sure our state continues to be an employer of choice by investing in our future. The vote concluded Wednesday night with 98% of participants casting their ballots in favor of ratification. Classified staff are receiving a 3.25% increase effective July 1, and employees in bargaining units will receive increases in accordance with applicable bargaining agreements. Pay overtime (time and a half the employees regular rate of pay) for hours worked over 40 per week. WSUs Budget Office and Human Resource Services are developing a frequently asked questions resource on the compensation increases that will be available online. Our employees have been instrumental in helping the university navigate the challenges posed by the pandemic and merit additional compensation in addition to heartfelt thanks for their hard work. Our union's strength begins with our worksites (https://www.wfse.org/mat). The Washington State Department of Labor & Industries has updated its rules regarding the minimum salary threshold and job duties tests for salaried exempt employees defined as executive, administrative and professional as well as computer professionals. hmO:_nBiBjN0ZC4Mm|{IHB`FaHC48a2aEKIM xX/$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? Lets show the state how unified we are as we advocate for our jobs, families, and the communities we serve. Those agencies have their own elected officials that can set vaccine policy and are not subject to the governors directive. Will you join us in wearing green on June 7? This funding is entirely provided by the Washington Legislature for employees paid from state funds. 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. Additional details about these efforts and the available funding will be available in the months to come. Your General Government Bargaining Team was able to reach several tentative agreements on select contract articles. 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. These class-specific raises are in addition to the 3.25% raise and lump-sum payments and will also go into effect July 1, 2022 and be reflected on the July 25 paycheck. 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. 4% 7/1/23 and 3% 7/1/24 (see Art. 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 . Our current team are already hard at work for the next budget cycle. They seem to think it is ok to: Remember this, these decisions made by the state harm not only us as workers, but the citizens who rely on us as well. 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. Housing prices are climbing, and many state workers are forced to seek employment elsewhere. (Effective 7/1/2022) Our strength is in our numbers, so encourage them to join our efforts. 2022 Governor's proposed supplemental budget, 2021 Governor's proposed supplemental budget, 2020 Governor's proposed supplemental budget, 2023-25 operating and transportation budget instructions, 2021-23 operating, transportation and capital budget instructions, Fiscal impact of ballot measures & proposed legislation, 2021 general election ballot fiscal information, State Administrative & Accounting Manual (SAAM), Contact Facilities Oversight and Planning staff, Facilities Portfolio Management Tool (FPMT), Bill Enrollment and Agency Request System (BEARS), Results through Performance Management System (RPM), Furlough and layoff information for employers, Workforce diversity, equity and inclusion, Public Service Loan Forgiveness (PSLF) Program, One Washington - transformation of enterprise systems, Memos sent to agencies and the Legislature. 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. Negotiations are tough, but weve shown we can win, and we can do it again. Risk is pooled across all employers in a risk class, which helps keep premiums stable while helping those who have had a tough year. In most states, rates are charged as a percentage of payroll, so when employee wages go up, more premium is collected. Of the increased amount, workers will pay about $12 on average. 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. WFSE members made this possible. July 7GG Bargaining Team Update #5 (2023-2025 biennium contract)Not a member? Join WFSE here. Case studies: These examples illustrate whether an employee would likely meet or not meet the Minimum Wage Act exemption requirements. Information regarding upcoming salary increases is available in the Questions and Answers (Q&A) documents below: Our next session with the state will be critical in determining our compensation, our staffing levels and our safety on the job. The total annual earnings include the base pay and any additional compensation or premiums such as overtime, call-back, standby or assignment pay. Faculty, administrative professionals and graduate assistants will receive a 2.5% salary increase effective September 1. CHECK OUT THE UNION DIFFERENCE in Washington state: higher wages, affordable health and dental care, job and retirement security. On July 1, 2024, employees would receive an additional 3% pay increase. A general wage increase of 3.25% for all employees who fall under WFSE's General Government contract. Computer professionals paid on a salary basis will have to be paid at least 2.5 times the state minimum wage after an eight-year phase-in ending in 2028. News and Information for Faculty, Staff, and the WSU Community, Division of Academic Engagement and Student Achievement (DAESA), Voiland College of Engineering and Architecture, University reaches new phase of support for firstgen students, Video game advertising venture wins big at 20thannual Business Plan Competition, Power engineering practicum provides students with industry introduction, Scott Wallace selected for Oaks Academic Technology Award, College of Education reappoints Amir Gilmore as associate dean. 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. 42). We still have time, but we need to act now. Foradditional information, you can contact L&Is Employment Standards Program atEAPRules@Lni.wa.gov or toll free at 1-866-219-7321. Below find an expanded summary of the agreement and the full agreement. 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. Management seems to be listening to our concerns. When wages go up, the rate paid stays the same. 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. We want to update you on the progress of 2023-2025 contract negotiations with the state. This was the academys first induction ceremony since 2020. 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. It's helping reduce long-term disability and improving return-to-work results for those hurt on the job. Get vocal. telling the public where you work, the importance of the work you do, and why we deserve a strong contract. The salaries listed do not apply to higher education colleges and universities. Join your local's member action team (MAT) to support bargaining efforts through organizing and sharing critical updates. 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. This marks the largest pay increase for these employee groups in sevenyears. Human Resource Services works collaboratively with the Budget Office, Payroll and Modernization to process all approved general salary increases for WSU employees. Here are the 2022 pay raise details for union state employees. Along with inflation, the cost of living continues to rise in Washington. Join WFSE here. 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. To learn more or to report fraud, visitLni.wa.gov/Fraud. Will the state listen? offers a quick explanation of the updates to the rules and who will be impacted by the changes. University employees are automatically subscribedno sign up is necessary. The increase means employers and workers will pay an additional $61 a year, on average, for each full-time employee. L&I will use contingency reserves to cover any gap between premiums and costs to keep rates steady and avoid a larger increase. For many of the less expensive risk classes, the supplemental pension rate is a significant portion of the rate and will cause an overall increase to the class rate even if other parts of the rate are decreasing. UPDATED (5:10 p.m.) I missed a couple of columns this morning. Its no exaggeration that weve been through a lot over these past couple years. Today, we resumed negotiating our 2023-2025 union contract with the state. Visit Lni.wa.gov/ControlMyRatesfor a list of resources that L&I offers to help employers control premium costs. For example, if you want to find schools in the city of Seattle, you can simply input "Seattle". This year WSU is also implementing a new, more transparent and data-informed budget model that will run parallel to the current process. L&I makes employers, workers, and health care providers think twice about committing fraud. The change in the minimum wage also means an increase in the minimum salary an employee must earn in 2022 to be overtime exempt. 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. When costs are lower across a risk class, all employers in the class benefit. We are asking for a pay raise for the people of Washington. $1,000 COVID booster incentive payment (see MOU). In recent years, L&I has been providing vocational support and assistance much earlier in claims. Together, we can secure a strong contract for our future. At this next session, we will hear managements responses to our initial proposals, as well as hear their proposals. We are still bargaining and need to hear from as many members as possible to ensure a good outcome. significant raises and lump sums that will show up on July 25th paychecks, additional raises for several job classifications, across-the-board raise as well as lump sum payments, WFSE General Government 2021-2023 Collective Bargaining Agreement, 7% across the board increases for everyone covered by the agreement over the life of the two-year contract! Those changes also can increase or lower premiums paid by workers because workers in Washington pay a portion of the total premium.

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