hbbd```b``z"@$&{,D2W 6H=fKH0[X$lf Employee compensation will remain the universitys top priority in the next legislative session. 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. Watch the playlist here. The total annual earnings include the base pay and any additional compensation or premiums such as overtime, call-back, standby or assignment pay. Business software solutions and mobile app technology for social good were collective themes presented at the 20thannual Business Plan Competition on Thursday, April27. You also can sign up to receive email updates on the overtime employment rule changes and other wage matters at www.Lni.wa.gov/wagenews. 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. You can help keep the pressure on and support your team by taking the actions at the bottom of this email.COVID-19 Booster Shots -- Members, Watch for Survey TomorrowAnother important area of discussion today was how the Governors recent COVID-19 booster directive will impact our members.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. Join today. Of the increased amount, workers will pay about $12 on average. Employees aged 14 to 15 years old . Next Bargaining Session 8/18: How You Can Support Us. Foradditional information, you can contact L&Is Employment Standards Program atEAPRules@Lni.wa.gov or toll free at 1-866-219-7321. As inflation soars, more and more public employees are struggling to make ends meet. Washingtonians deserve a vibrant public sector that supports the strong communities, innovation and natural beauty our state is known for. Washington State University employees will be receiving at least a 2.5% raise next fiscal year. Y@FLc)uy c? We love the work we do for Washingtoniansand we want to afford to continue doing this work for the long term. We will be meeting with management again on Thursday, May 24. Will the state listen? Learn more Salary increases as of July 1, 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. Subscribe on our website.). %PDF-1.7 % WSUs Budget Office and Human Resource Services are developing a frequently asked questions resource on the compensation increases that will be available online. All state employees earn a base salary which is the salary range associated with their job classification. In addition, L&I has developed an eLearning module to help guide employers in determining whether a worker likely qualifies as exempt or not. Received nearly 4,200 employer fraud leads. 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. We are still bargaining and need to hear from as many members as possible to ensure a good outcome. In just a few weeks, members will receive the first paycheck reflecting theraiseswe won in our last contract bargaining cycle. The pace of the implementation will depend on how many people are working for an employer. Your General Government bargaining team met with the state for a critical session of negotiations today. 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. Its no exaggeration that weve been through a lot over these past couple years. The agreement will be sent to the governor for inclusion in his supplemental budget proposal. Together, we can continue to strengthen our union as we get closer to discussions on compensation. And please, reach out to your coworkers about the value of our union. Will you join us in wearing green on June 7? <0)6h:{H1'/L&)^;WTD7odp:za&k;|pz-olTE Join WFSE here. 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. Click here to submit a short video testimonial. We want to update you on the progress of 2023-2025 contract negotiations with the state. 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! Our next bargaining session will be held on July 28. 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. Will you take just a few minutes to tell us why your job is important and why the state should invest in public services? Stay tuned and stay active as we return to the bargaining table in 2022 to negotiate a collective bargaining agreement for the next biennium. 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. Miss a bargaining update? See General Wage Adjustments for more information. June 14GG Bargaining Team Update #4 (2023-2025 biennium contract)Not a member? When economic forecasts during the pandemic were dire, we pulled together and did everything we could to continue supporting our communities. Small businesses, with 1-50 employees, will have a slower pace compared to large businesses (51 or more employees). Yes. Your job actions at worksites and out in the community are a constant source of inspiration. These changes are expected to restore overtime eligibility to tens of thousands of workers when fully implemented in 2028, and strengthen overtime protection for tens of thousands more workers. You can find more information on the L&I overtime rulemaking page. This is an amendment to an existing contract article. Risk class 7200 and 7201 employees annual payment increased from current $250 to $500 (see Art. 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. These results are similar to where the pay gap stood in 2002, when women earned 80% as much as men. L&I's goal is to use wage inflation as a benchmark for steady and predictable rates. These employees must be paid on a guaranteed salary, commission or fee basis. Additional Information For Paid Leave reporting: Employers cannot collect missed premiums in later pay periods. These current negotiations will determine what the 2023-2025 biennium will look like for state workers. Click here to assist our team in securing a strong 2023-2025 contract. Consistent with insurance principles, L&I also tries to keep additional assets (contingency reserve) above the amount of these liabilities in order to cover unexpected future events that will likely occur. 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. The rising expenses have put a strain on workers and the people we serve. Klicken Sie auf Alle ablehnen, wenn Sie nicht mchten, dass wir und unsere Partner Cookies und personenbezogene Daten fr diese zustzlichen Zwecke verwenden. 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. July 7GG Bargaining Team Update #5 (2023-2025 biennium contract)Not a member? Negotiations are tough, but weve shown we can win, and we can do it again. Visit Lni.wa.gov/ControlMyRatesfor a list of resources that L&I offers to help employers control premium costs. The salaries listed do not apply to higher education colleges and universities. This is not the same as the employees job title or job description, but determines whether a job primarily involves executive, administrative, professional, computer professional, or outside sales duties as defined in the rules. You shared your stories and lifted up the sacrifices public employees have made to keep supporting folks during the pandemicthe way we do every day. 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. FIND OUT HOW TO JOIN TOGETHER with your co-workers to negotiate for better working conditions and respect on the job. Or go ahead and contact a union organizer today! 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. 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. A special thanks goes out to members and staff on the bargaining team who worked tirelessly to negotiate this agreement. The Stay at Work rate, which pays for employer financial incentives to keep employees on light-duty jobs while they heal. The minimum pay rate will jump from $27.63/hour to $37.13/hour for employers with more than 50 employees in Washington. 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 ($52,743.60 annually) for both small and large employers. Weve shown what we can win together: Thanks to your help, our bargaining team covering the current 2021-2023 biennium secured significant raises and lump sums that will show up on July 25th paychecks. We know how important our work is and how we deserve to be compensated for all we do. An investment in us is an investment in the kind of state we all want to live in. These increases are happening thanks to you. Risk is pooled across all employers in a risk class, which helps keep premiums stable while helping those who have had a tough year. (s#%=]XzqEh$P=%D&H.&Ab}d!,x\pK+!r dev"! Your membership and collective display of solidarity is what helps us move the ball. 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. 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. (Direct link:https://www.wfse.org/mat). Small businesses, with 1-50 employees, will have a slower pace compared to large businesses (51 or more employees). We exchanged proposals, and its clear that we have a difficult road ahead. 3177 0 obj <>stream To learn more or to report fraud, visitLni.wa.gov/Fraud. Your General Government 2023-2025contract has been funded by the legislature. Pay overtime (time and a half the employees regular rate of pay) for hours worked over 40 per week. 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. 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. 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. Strong worksites. v5lJUmb"DbmR`U(vlf$2Y0@`5D#NW'3uUjJmLpgLF1MaLp!GHa67!?BW0CpbzqS&co6FQd+nV3XJ"cr BFND .9`yANhs-aj[c_ [Fg25SHsL ^h "9I\
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washington state employee salary increase 2022