washington state employee salary increase 2022

The program uses systematic and innovative approaches to detect and deter fraud and abuse. I look forward to celebrating all of our graduates next month. For overtime exempt employees. WFSE members are sending in videos to help us win at the bargaining table. Tuesday, October 4, 2022. "`] RXdUgIV=@ tg |AGg`2|` On Thursday May 5, your GG bargaining team met with management for the first time. Information regarding upcoming salary increases is available in the Questions and Answers (Q&A) documents below: Visit Lni.wa.gov/ControlMyRatesfor a list of resources that L&I offers to help employers control premium costs. What can I do as an employer to reduce my rates? Will the state listen? Note: The survey will not be delivered to members from the Office of the Attorney General, Secretary of State, or Department of Natural Resources. 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. 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. 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. The department also is hosting a number of webinars and is available to do online presentations for organizations. Why may my rates go up if I haven't had a claim? 256 0 obj <>/Filter/FlateDecode/ID[<5EB5F282486E7B4C8D13C5D791634849><2FD4B2ED27CA2E418DF9BCE22F0E233A>]/Index[229 55]/Info 228 0 R/Length 120/Prev 79537/Root 230 0 R/Size 284/Type/XRef/W[1 3 1]>>stream Standby Pay (for 0 to 30 hours per pay period) $5.00. 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. 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. Out of the state's 325 risk classes, 286 will have higher base rates in 2023. April 14, 2022. 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. Weitere Informationen ber die Verwendung Ihrer personenbezogenen Daten finden Sie in unserer Datenschutzerklrung und unserer Cookie-Richtlinie. 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. Tell us about the value of your work and why the state should continue investing in public services. We will be meeting with management again on Thursday, May 24. We know how important our work is and how we deserve to be compensated for all we do. Click here to submit your short video. But there is a lot of work yet to be done. New Mexico has recognized Juneteenth as a state holiday since 2006, observed on the third Saturday of June; it became a paid holiday for state workers for the first time in 2022. 5% premium pay for all employees who work on-site in 24/7 direct care facilities (see MOU). We've shown that when we stand strong together as a union, we can win the strong contracts our members need. Again, the state knows how unified we are based on our membership. Our combined strength brought management back to the table to negotiate an across-the-board raise as well as lump sum payments. The increase means employers and workers will pay an additional $61 a year, on average, for each full-time employee. Together, we can continue to strengthen our union as we get closer to discussions on compensation. Join your local's member action team(MAT). These current negotiations will determine what the 2023-2025 biennium will look like for state workers. Washington State University: Kent Ernest: Head Basketball Coach: Office of Financial Management: 2017: University of Washington: Hopkins Michael: Head Coach-Mens Basketball: Office of Financial Management: 2021: Washington State University: Smith Kyle: Head Basketball Coach: Office of Financial Management: 2020: Washington State University . 283 0 obj <>stream We need to let our neighbors, friends and family know that their public services are at risk. To date, we have been educating the state about what our members are facing at worksites, about the recruitment and retention crisis, about staffing shortages at almost every agency. University funds will need to be used to supplement state funding in order to give this group the largest increase in seven years. Go to Lni.wa.gov/WorkersCompRatesto see the proposed changes for all risk classes. Many of our departments are experiencing staffing shortages, high turnover, increasing caseloads and mandatory overtime. State workers showed up through the pandemic and made sacrifices during the subsequent economic recession. Our message to the state is this: This is the reality of the labor market in 2022. Received nearly 4,200 employer fraud leads. hmO:_nBiBjN0ZC4Mm|{IHB`FaHC48a2aEKIM xX/$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? 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. 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. I also said that more information on raises for all other WSU employees would be . 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. That leads to increased turnover, staffing shortages, heavier caseloads, mandatory overtimeand the burnout and safety issues that accompany them. 229 0 obj <> endobj Strong worksites. Its about attracting and retaining employees, so we can provide the best possible services to Washingtons residents. CHECK OUT THE UNION DIFFERENCE in Washington state: higher wages, affordable health and dental care, job and retirement security. 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. WFSE members sent more than 6,000 letters to the Inslee administration calling for wage increases. %PDF-1.7 % We need to put the pressure on. Here are some ways to keep building connection and solidarity as we begin negotiations: Check in with your coworkers to be sure they are receiving and reading bargaining updates. 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. 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. 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 . 2.6K views, 382 likes, 124 loves, 77 comments, 48 shares, Facebook Watch Videos from NET25: Mata ng Agila International | April 20, 2023 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). $1,000 Retention bonus for state employees employed on July 1, 2022 who remained employed with the state on July 1, 2023 (see MOU). 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. Here are the 2022 pay raise details for union state employees. There are several others we are fighting hard for. But we still have work to do. The rising expenses have put a strain on workers and the people we serve. University employees are automatically subscribedno sign up is necessary. Join WFSE here. A general wage increase of 3.25% for all employees who fall under WFSE's General Government contract. 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. Let Governor Inslee know why you deserve to be compensated fairly. 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. How the salary threshold increase will be implemented. The agreement will be sent to the governor for inclusion in his supplemental budget proposal. Together, we can secure a strong contract for our future. Small businesses, with 1-50 employees, will have a slower pace compared to large businesses (51 or more employees). How We Did It - The Union Difference In Washington, rates are charged as an amount per hour. This will make it easier to classify workers and increase the likelihood that they are correctly classified. Our union's strength begins with our worksites (https://www.wfse.org/mat). Wage inflation is a good benchmark because workers' comp costs increase as wages increase. 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. 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. Basic shift premium will be increased from $1.00 per hour to $2.50 per hour (See Art. Employers are responsible for determining whether a worker's job duties, not job title or job description, meet the requirements to be exempt. What if I need help paying my workers' comp premium? We are asking for a pay raise for the people of Washington. The minimum pay rate will jump from $27.63/hour to $37.13/hour for employers with more than 50 employees in Washington. Weve shown what we can win together: Thanks to your help, our bargaining team covering the current 2021-2023 biennium secured significant raises and lump sums that will show up on July 25th paychecks. Will you take just a few minutes to tell us why your job is important and why the state should invest in public services? hbbd```b``z"@$&{,D2W 6H=fKH0[X$lf Pay overtime (time and a half the employees regular rate of pay) for hours worked over 40 per week. $1,000 Retention bonus for state employees employed on July 1, 2022 who remained employed with the state on July 1, 2023 (see MOU). During this meeting, we shared our unions initial proposals. WFSE HMC and UWMC EVS Custodians Weekend Premium: Effective July 1, 2022, all hours worked on weekends (defined as Saturday and Sunday) by employees in the following classifications at HMC and UWMC-Montlake shall include a weekend pay . Thats the union difference. Food safety, WSU stories, science answers for kids, and morelisten to podcasts from Washington State University. v5lJUmb"DbmR`U(vlf$2Y0@`5D#NW'3uUjJmLpgLF1MaLp!GHa67!?BW0CpbzqS&co6FQd+nV3XJ"cr BFND .9`yANhs-aj[c_ [Fg25SHsL ^h "9I\ Bei der Nutzung unserer Websites und Apps verwenden wir, unsere Websites und Apps fr Sie bereitzustellen, Nutzer zu authentifizieren, Sicherheitsmanahmen anzuwenden und Spam und Missbrauch zu verhindern, und, Ihre Nutzung unserer Websites und Apps zu messen, personalisierte Werbung und Inhalte auf der Grundlage von Interessenprofilen anzuzeigen, die Effektivitt von personalisierten Anzeigen und Inhalten zu messen, sowie, unsere Produkte und Dienstleistungen zu entwickeln und zu verbessern. An investment in us is an investment in the kind of state we all want to live in. 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. WSUs Budget Office and Human Resource Services are developing a frequently asked questions resource on the compensation increases that will be available online. Where can I find more information?You can find more information on theL&I overtime rulemaking page. Our employees have been instrumental in helping the university navigate the challenges posed by the pandemic and deserve additional compensation in addition to our heartfelt thanks for their hard work, WSU System President Kirk Schulz said. 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. Washington State University employees will be receiving at least a 2.5% raise next fiscal year. The employee must also meet the job duties test. 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. L&I has several initiatives underway that are lowering costs by focusing on better outcomes for injured workers. Learn more at Lni.wa.gov/ClaimFreeDiscount. On July 1, 2024, employees would receive an additional 3% pay increase. Visitwfse.org. 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. Pay overtime for hours worked over 40 per week. The pace of the salary threshold implementation will depend on how many people are working for your business. Cities are able to set minimum wages higher than the state's, and both Seattle and Sea Tac have higher wages. 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. (Direct link: https://actionnetwork.org/forms/wfse-member-card-2) Quick Links:Miss a bargaining update? The salaries listed do not apply to higher education colleges and universities. (These videos will be shared in future bargaining updates and on our union website to encourage other members to participate in the bargaining process. What's on the table?This Thursday, our team began negotiation of compensation as well as sharing proposals on important topics like telework. 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. Schulz discussed the salary increases as well as the universitys success in lobbying the state legislature to increase its portion of funding for raises in his State of the University address last month. We want your help to ensure every state employee is paid fairly and treated with respect. In addition, state workers will be offered a $1,000 retention bonus if they remain employed from July 1, 2022 to. 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. May 24, 2022 GG Bargaining Team Update # 2 (2023-2025 biennium contract)Not a member? They are applicable to General Government agencies and the Higher Education Coordinating Board. Topics discussed: Tuesday, we submitted ten articles to the state addressing everything from our bid system and hiring to contracting out, staffing shortages, and language translations of our agreements. $1,000 COVID booster incentive payment (see MOU). Our interests are Washingtons interests. 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. He also noted ongoing efforts to address staff fatigue as well as hiring and retaining diverse faculty. Join your local's member action team (MAT) to support bargaining efforts through organizing and sharing critical updates. Remind him that public employees provide services the citizens of WA rely upon, and we deserve a living wage. Watch a Zoom Webinar review of the agreement here. %%EOF 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. 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. (Effective 7/1/2022) 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. Convert current salaried, exempt employees to salaried non-exempt or hourly non-exempt. Details are available on the Department of Labor and Industries (L&I) Washington minimum wage webpage. Under the revised agreements, most state employees are scheduled to receive a 3.25% general wage increase, effective July 1, 2022. (Direct link:https://actionnetwork.org/forms/wfse-member-card-2), Let your co-workers know they canfollow bargaining updateson our union website. They are applicable to General Government agencies and the Higher Education Coordinating Board. Completed 48 worker investigations of fraudulently claimed workers' compensation benefits, amounting to over $1.2 million. Comparison of Wage Inflation and L&I Rate Changes Over Time, Look up 2023 rates by risk classification. 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. Meet salary threshold requirements for salaried, exempt workers. We continued our fight for a fair 2023-25 contract yesterday. You also can sign up to receive email updates on the overtime employment rule changes and other wage matters at Lni.wa.gov/wagenews. Lets be clear: Washington works because we do. 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. from their employers based on the employers decisions. Our members know the solution to this vicious cycle: pay us what we deserve.We have submitted a strong compensation proposal to the state that honors the work we performed throughout the pandemic and will improve our standard of living in the face of rising inflation. Workers pay on average about 25% of the premium, a similar percentage to that paid in 2022. By the time the rule is fully implemented in 2028, a salaried exempt employee will have to be paid at least 2.5 times the state minimum wage. Stay tuned and stay active as we return to the bargaining table in 2022 to negotiate a collective bargaining agreement for the next biennium. At this next session, we will hear managements responses to our initial proposals, as well as hear their proposals. The best way to control costs is by creating safe workplaces to avoid injuries, illness, or death. 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. A general wage increase of 3.25% will take. 4% 7/1/23 and 3% 7/1/24 (see Art. The total annual earnings include the base pay and any additional compensation or premiums such as overtime, call-back, standby or assignment pay. 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. COVID Booster Directive: Survey Due Tomorrow, 8/5. The day was not observed in South Dakota until 2020, when the . Employers will have to make adjustments and will have several options when deciding how to classify and pay their workers. June 7, 2022GG Bargaining Team Update #3 (2023-2025 biennium contract)Not a member? Join today. We still have time, but we need to act now. The Legislature set aside $84 million for much-needed job-class-specific pay increases. Practice connecting across difference at the acclaimed Race & Labor training. Mobilize your worksite by attending a Member Action Team (MAT) training. We do critical work. Wenn Sie Ihre Auswahl anpassen mchten, klicken Sie auf Datenschutzeinstellungen verwalten. How many risk classes will have higher workers' comp rates next year? .dl|ij:qUgOuKf+`H%QIrUMrQR|V4-FyQ!jg+5F `4-?uK][Xxa|nAy{uufz_(0('Z%#%|rZ8V@bMiMv8B {p&L 'y/([sPkkJFl}Br'h`pu}P&N }5XhquDpq;4EIhpyUz..la]R`(=?|TDE. 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. Click here to assist our team in securing a strong 2023-2025 contract. How did L&I account for COVID-19 in the rate-making process for 2023? Human Resource Services works collaboratively with the Budget Office, Payroll and Modernization to process all approved general salary increases for WSU employees. 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. What is L&I doing to deter fraud and ensure employers pay their fair share of premiums? Let us know you're with us! The more engaged and active we are as union members, the more solidarity and power we will have at the bargaining table. Invest in public serviceNow, the revenue for the next two-year budget period is forecasted toincrease by $1.46 billionbut many state employees' wages continue to stagnate. Not a member? Here are the 2022 pay raise details for union non-state employees (SEIU homeworkers, etc.). I also said that more information on raises for all other WSUemployees would be shared by April15. The supplemental pension rate is increasing 7% to nearly 17 cents per hour. Learn more and find out if you qualify atLni.wa.gov/EmployerAssistanceProgram. A MAT can help members at your worksite stay informed and ready for collective action. 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. Your General Government Bargaining Team was able to reach several tentative agreements on select contract articles. 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. details the incremental increases in the state salary threshold through the final implementation in 2028, find more information or file a complaint online, Threshold schedule for computer professionals paid hourly, Chapter 296-128 of the Washington Administrative Code. Encourage your coworkers tojoin our efforts. 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. This was the academys first induction ceremony since 2020. Review details here. Computer professionals who are paid hourly have their own schedule of estimated increases. 42). Case studies: These examples illustrate whether an employee would likely meet or not meet the Minimum Wage Act exemption requirements. Lets show the state how unified we are as we advocate for our jobs, families, and the communities we serve. While we reached tentative agreements in several areas, including a telework agreement, one thing is now clear: Public sector workers like us the very people who have risked their lives to get us through this pandemic are being treated like were expendable, not essential. What percent of the premiums do workers pay? Not a member? Watch the playlist here. 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.

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