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. #StrongWorksitesStrongContractsuse this hashtag to follow our contract campaign on social media (Facebook, Twitter and Instagram). These results are similar to where the pay gap stood in 2002, when women earned 80% as much as men. Here are the 2022 pay raise details for union non-state employees (SEIU homeworkers, etc.). Employers will have to make adjustments and will have several options when deciding how to classify and pay their workers. $1,000 Retention bonus for state employees employed on July 1, 2022 who remained employed with the state on July 1, 2023 (see MOU). The state legislature will need to approve the agreement in the next session. hbbd```b``z"@$&{,D2W 6H=fKH0[X$lf For many of the less expensive risk classes, the supplemental pension rate is a significant portion of the rate and will cause an overall increase to the class rate even if other parts of the rate are decreasing. A general wage increase of 3.25% will take. Cant find the booster survey link? Look for an email that was just sent to you with the subject line 'Reminder: Input Needed on Gov's New Vaccine Directive' from AFSCME Council 28/WFSE. Roughly half say child care issues were a reason they quit a job (48% . 4% 7/1/23 and 3% 7/1/24 (see Art. <0)6h:{H1'/L&)^;WTD7odp:za&k;|pz-olTE The 4.8% increase is an average. When wages go up, the rate paid stays the same. With just a few more bargaining dates scheduled, a wide gap remains between what is fair and what the state is offering. Individual employers may see their rates go up or down, depending on their recent claims history and changes in the number and cost of claims within their industry. A general wage increase of 3.25% for all employees who fall under WFSE's General Government contract. How We Did It - The Union Difference See General Wage Adjustments for more information. The job duties test, not an employee's job title or description, determines whether a job primarily involves executive, administrative, professional, computer professional, or outside sales duties as defined in the rules. In times of need, L&I's Employer Assistance Program allows an employer with a good payment history to ask for a 90-day "same as cash" payment plan, with no interest or penalties. Our members are trying to fulfill the vital mission of serving the public keeping our roads safe, protecting public safety, caring for those in need. g To be considered an overtime exempt employee, a worker must be paid a fixed salary, that salary must meet or exceed the minimum salary threshold, and they must meet the requirements of the job duties tests. (s#%=]XzqEh$P=%D&H.&Ab}d!,x\pK+!r dev"! 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. Why are Washington's rates based on "hours worked" rather than a "percentage of payroll," which is how all other states charge for workers' compensation premiums? Your General Government Bargaining Team was able to reach several tentative agreements on select contract articles. Convert current salaried, exempt employees to salaried non-exempt or hourly non-exempt. 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. We're stronger together! The private insurance industry and other state funds have, on average, a surplus of between 50% and 60% above their liabilities. July 7GG Bargaining Team Update #5 (2023-2025 biennium contract)Not a member? L&I has several initiatives underway that are lowering costs by focusing on better outcomes for injured workers. These employees must be paid on a guaranteed salary, commission or fee basis. For additional information, you can contact L&Is Employment Standards Program atEAPrules@Lni.wa.gov or toll free at 1-866-219-7321. 42), $1,000 COVID booster incentive payment. Subscribe to WSU Insider to receive free daily updates by email. To be classified as exempt, state and federal overtime exemption rules have generally required that executive, administrative, and professional employees meet a three-part test: the worker must be paid a predetermined and fixed salary, the salary must meet a minimum threshold, and the job duties must primarily involve executive, administrative, or professional duties as defined by the regulations. Strength in numbers is how we win. What if I need help paying my workers' comp premium? Maintaining a safe work environment and helping injured workers heal and return to work quickly and safely does have a return on investment. WSU employs more than 8,200 employees across five physical campuses, WSU Global, and extension centers across the state. (Direct link:https://actionnetwork.org/forms/wfse-member-card-2), Let your co-workers know they canfollow bargaining updateson our union website. 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. Help us secure a strong contract for our future. To learn more or to report fraud, visitLni.wa.gov/Fraud. 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. 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. In addition, state workers will be offered a $1,000 retention bonus if they remain employed from July 1, 2022 to. 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. 283 0 obj <>stream Job duties fact sheets: These fact sheets will help you better understand the changes being made to the job duties test for each category of exempt workers. The rules changes went into effect on July 1, 2020, and the salary threshold will be phased-in until fully implemented in 2028. We continued our fight for a fair 2023-25 contract yesterday. Also changing is the minimum hourly threshold for computer professionals. When economic forecasts during the pandemic were dire, we pulled together and did everything we could to continue supporting our communities. The Legislature set aside $84 million for much-needed job-class-specific pay increases. "`] RXdUgIV=@ tg |AGg`2|` Why may my rates go up if I haven't had a claim? 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. How many risk classes will have higher workers' comp rates next year? Here's how you can take action: Submit a videoon why our state must invest in the people who provide public service. But there is a lot of work yet to be done. Employers will have multiple options moving forward, including paying exempt employees at least the new salary threshold, and assuring they meet the job duties tests, or changing an employee to non-exempt and paying overtime for all hours worked over 40 in a workweek. 5% premium pay for all employees who work on-site in 24/7 direct care facilities (see MOU). The program uses systematic and innovative approaches to detect and deter fraud and abuse. Watch the playlist here. 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! 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. Democracy: Complete your bargaining priority survey by May 31 if you havent already done so. 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. Track the hours of work and limit hours of work to 40 per week, or less. endstream endobj startxref 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. 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. Our combined strength brought management back to the table to negotiate an across-the-board raise as well as lump sum payments. When costs are lower across a risk class, all employers in the class benefit. They have been combined into one test with language that better aligns with the federal language. L&I offers employers a Claim-Free Discount that can lower their average base rate by 10% or more. The costs of coronavirus-related workers' comp claims were not included in the calculations to determine the rate increase for 2023. The Stay at Work rate, which pays for employer financial incentives to keep employees on light-duty jobs while they heal. University funds will need to be used to supplement state funding in order to give this group the largest increase in seven years. WSUs Budget Office and Human Resource Services are developing a frequently asked questions resource on the compensation increases that will be available online. Its your job to staff state agencies. Remove Filters: 2022. 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. Join today. The Washington state overtime threshold for exempt jobs as of January 1, 2023 is set by state rule at 2 times the state minimum wage and will be $1,259.20 per week. The department has developed and implemented a robust outreach and education program to explain the new standards. Washington State University employees will be receiving at least a 2.5% raise next fiscal year. 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. This dataset include compensations paid to employees of the State of Washington. Not a member? endstream endobj 230 0 obj <>/Metadata 5 0 R/Pages 227 0 R/StructTreeRoot 12 0 R/Type/Catalog>> endobj 231 0 obj <. 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. Prior to these updates, the state used two job duties tests. This will rise to $47.25/hour, plus CPI adjustments, for all employers by 2022, after which annual CPI adjustments will be applied. Why has L&I adopted a 4.8% increase for 2023? L&I will tap the contingency reserves to pay costs that are expected to exceed the rate increase. Our communities do NOT deserve: Washingtonians deserve a vibrant public sector that supports the strong communities, innovation, and natural beauty our state is known for. Employers are responsible for determining whether a worker's job duties, not job title or job description, meet the requirements to be exempt. A selection of programs about Washington State, produced by alumni and friends. I also said that more information on raises for all other WSUemployees would be shared by April15. The Provosts Office will be developing a long-term process for evaluating and addressing faculty salary equity and will be seeking broad input on that process in the coming months. Encourage your coworkers tojoin our efforts. L&I attributes the increase to several factors, including wage inflation and medical costs. The rules changes went into . That leads to increased turnover, staffing shortages, heavier caseloads, mandatory overtimeand the burnout and safety issues that accompany them.
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