2013-2015 contract ratified

General Government contract has been ratified. The results of online voting are Accept – 2,421 and Reject - 169.

SUMMARY OF THE TENTATIVE MASTER AGREEMENT


This is a summary that highlights the most significant provisions of The Tentative Master Agreement for General Government between the Washington Federation of State Employees bargaining units and the State of Washington, on behalf of the individual agencies. The tentative agreement was signed Sept. 15. This summary does not cover every article or every provision. 

For more details, please refer to the Tentative Agreement online at WFSE.org.

MAJOR GOALS OF THE NEW CONTRACT

The Federation’s General Government tentative agreement on the 2013-2015 contract achieves several major goals and continues the fight to hold the line on health care costs:

• A compensation package with no more cuts. THE 3% PAY CUT ENDS;
• The Compensation package also includes a POSSIBLE 1% COLA in the second year if certain economic goals are reached by February 2014;
• The M STEP will bring an immediate 2.5% pay boost 7/1/13 to General Government members who have been at the current top step, Step L, for six years; others will get it as they become eligible;
• A “me-too” clause in the event the state agrees to more favorable treatment on economic issues in any other general government units (see MOU #4);
• Personal Leave Days (one in each year) remain and expanded to include Institutions workers;
• Comp time accrual rate increased;
• Supplemental bargaining on agency-specific issues in eight agencies: DES, DSHS, DOT, DOA, Parks, DOC, ESD and Liquor Control Board;
• Plus there were notable improvements to non-economic articles.

FIGHT CONTINUES TO HOLD THE LINE ON HEALTH CARE

Article 43 on Health Benefits Amounts will restate that this will be the Health Benefits Agreement between the state and the WFSE/AFSCME-led Health Care Coalition of Unions.

The Health Care Coalition will continue negotiations on this article affecting all unions to uphold your goal of holding the line on health care.

At the time the Tentative Agreement booklet was printed and mailed, it appeared that goal had been achieved, but in the final hours of Sept. 14, a formal agreement was not completed. So this issue will be split from all union contracts and negotiated separately.

• If the coalition reaches agreement quickly, that health care agreement will also go to you for a separate ratification vote. 

• If an agreement takes longer to achieve, the terms and conditions of the current health care agreement remain in place until June 30, 2014 – including the current provision that you pay 15% of your premiums and the state pays 85%. 

 Under this “bifurcated” arrangement, the General Government contract can go forward independent of the health care article; you would retain contract protections and if a health care benefits amount agreement is not reached quickly, you would retain the current 85/15 premium split through June 30, 2014.

Visit www.wfse.org for more information!

Stewards' Corner, 10/2012

By Paul Pickett, Asst. Chief Steward

Oral Reprimands

One of the really tricky issues for stewards is understanding the gray line between “expectations” and “oral reprimands”. Sometimes employees are given verbal guidelines that feel like discipline. Sometime employees get an oral reprimand, but don’t know their rights. If you find yourself uncomfortable with what your supervisor is telling you, you should discuss it with a steward.
Some ideas to consider if you find yourself in this situation:

• Managers will often provide you with their expectations. This may well be “corrective”. You should take this as constructive if you can. Have a conversation around the manager’s expectations so you understand what she wants and she understands how you are going to try to meet them.

• If you are given expectations that you think may be unrealistic and you can’t resolve the disagreement through a conversation, try to document your concerns in writing (in an email). Talk to a steward so we can strategize and get the language of the email just right.

• If you are being called into a meeting where you believe some “corrective” actions will be discussed, you have a choice. You can go by yourself and find out what ‘s going on. Take really good written notes! Or tell your manager you want a steward to participate in the meeting, and find a steward who can help. A steward can be a witness, take better notes than you can (being on the hot seat) and then help you interpret what happened in the meeting. 

• Remember: it’s your legal right to have representation if you feel a meeting may lead to disciplinary action. This is called your Weingarten Rights, after a Supreme Court case. You can ask for representation at any time, including in the middle of a meeting. We’ve seen cases where in the middle of a meeting an employee asks to be represented, and the meeting is stopped right then and there and rescheduled to continue later with a steward present. Agency management and HR have been pretty good about allowing a steward in on a meeting even if it’s not exactly disciplinary.

• If you think you are getting an oral reprimand, they should tell you. If you aren’t sure, ask. If it’s an oral reprimand, you have the right to a grievance if you think it’s violating the contract. If it’s not, you may still need to have a plan to deal with the situation. So in either case, talk to a steward right away.

Evaluation Season is here!

It’s October, and once again you are facing your evaluation. Everyone has to be evaluated, but it’s probably the process most poorly understood. We are rerunning our tips from last year, as a reminder, refresher, or maybe an eye-opener.

Here are a few basic tips that should help:

1. Evaluations are just your supervisor’s opinion. They are supposed to be constructive, not disciplinary, and you don’t have to agree with what they say.
   
2. Review the evaluation and suggest edits. The best situation is where you can negotiate language that you can both live with. If something bugs you, try wording it differently.  And it’s ok to agree to work on areas of improvement.
   
3. If your supervisor won’t change language to something acceptable, write a rebuttal into Section 4. Feel free to add extra sheets. This is your chance to tell your side of the story. They have to include it whether they like it or not.
   
4. You have to sign the evaluation or face a charge of insubordination. You are just signing that you have read it, not that you agree. If you don’t like the evaluation, make a note above your signature that you have read the evaluation but disagree with the findings.

New PERS-2 rates adopted

By Pete Kmet

On July 25, the Select Committee on Pension Policy adopted new rates that will be effective next year on July 1, 2013. There is a significant increase in PERS 2 rates for employers and a modest PERS 2 rate increase for employees.  This will put additional pressure on the new biennium’s state budget, as well as result in a small decrease in take home pay for employees under PERS 2.

These pension fund increases are due to the unfunded anticipated liability for PERS 1, low rates of return, and the legislature’s goal of catching up the PERS Plan 1 by June 30, 2024. (All PERS pension funds are pooled together.)

Legislative action to reduce these rates is unlikely. This is because any reductions or deferrals will cause these pensions to get even further behind in future bienniums.

Below is a table showing the current and future contribution rates among many of the state’s retirement systems, including Public Employees' Retirement System (PERS), Teachers' Retirement System (TRS), School Employees' Retirement System (SERS), Public Safety Employees' Retirement System (PSERS), and Washington State Patrol Retirement System (WSPRS).



For additional information, go to the Department of Retirement Systems website.