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. Foradditional information, you can contact L&Is Employment Standards Program atEAPRules@Lni.wa.gov or toll free at 1-866-219-7321. Its your job to staff state agencies. 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. When looking at rates as a percentage of overall payroll, rates in Washington have gone down from 2012 to 2022. Negotiating our 2023-2025 contract with the state continued today. Roughly half say child care issues were a reason they quit a job (48% . University funds will need to be used to supplement state funding in order to give this group the largest increase in seven years. Washington is the only state where workers pay a significant portion of the premium. In addition, L&I has developed an eLearning module to help guide employers in determining whether a worker likely qualifies as exempt or not. WA state employees likely to get $1K bonuses, raises for COVID booster Strength in numbers is how we win. COVID Booster Directive: Survey Due Tomorrow, 8/5. L&I makes employers, workers, and health care providers think twice about committing fraud. In times of need, L&I's Employer Assistance Program allows an employer with a good payment history to ask for a 90-day "same as cash" payment plan, with no interest or penalties. The Stay at Work rate, which pays for employer financial incentives to keep employees on light-duty jobs while they heal. The chart Comparison of Wage Inflation and L&I Rate Changes Over Time shows the changes in rates (circles) and wage inflation (squares) over the past 2 decades. Unfortunately, the state appears to have made the dangerous decision to: Run our state agencies with critically low staffing levels, Not recruit and retain the dedicated public servants Washingtonians deserve. Join WFSE here. Salary increases as of July 1, 2022 - Compensation Salary schedules | Office of Financial Management - Washington (s#%=]XzqEh$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. The program uses systematic and innovative approaches to detect and deter fraud and abuse. Where can I find more information?You can find more information on theL&I overtime rulemaking page. 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. Thats the union difference. An investment in us is an investment in the kind of state we all want to live in. hb``d``( Next Bargaining Session 8/18: How You Can Support Us. Of the increased amount, workers will pay about $12 on average. In just a few weeks, members will receive the first paycheck reflecting theraiseswe won in our last contract bargaining cycle. Why are rates for many employers different from the 4.8% increase? Weitere Informationen ber die Verwendung Ihrer personenbezogenen Daten finden Sie in unserer Datenschutzerklrung und unserer Cookie-Richtlinie. Will you take just a few minutes to tell us why your job is important and why the state should invest in public services? Sie knnen Ihre Einstellungen jederzeit ndern, indem Sie auf unseren Websites und Apps auf den Link Datenschutz-Dashboard klicken. May 24, 2022 GG Bargaining Team Update # 2 (2023-2025 biennium contract)Not a member? AFSCME Council 28/WFSE Officers: President Mike Yestramski (DSHS BHA), [emailprotected] Vice President Ashley Fueston (ESD), [emailprotected] Secretary Kodi Gaddis (DSHS ESA), [emailprotected], Corrections: Don Malo, [emailprotected], DCYF: Anne Hinojosa, [emailprotected] Riley Ingram-Sowell, [emailprotected], Employment Security: William Kinyon, [emailprotected], Human Services: DCYF: Kizzy Andreason, [emailprotected] CSD: Jeremy Ayres, [emailprotected] DCS: Shannon Barry, [emailprotected] HCS: Cynthia English, [emailprotected] At-Large: Steve Segall, [emailprotected], Institutions: BHA: Dianne Womack, [emailprotected] JR: Nate Wilson, [emailprotected] DVA: Barbara Holbrook, [emailprotected] DDA: Steven Yates, [emailprotected] DDA: Cindy Hall, [emailprotected], Labor and Industries: Chuck Pirtle, [emailprotected] Anthony Newbauer, [emailprotected], Legal Services: Angela Guadamuz, [emailprotected], Natural Resources: Jeff Wheeler, [emailprotected] Jade Monroe, [emailprotected], Transportation: Georgina Willner, [emailprotected] Dave Hurlburt, [emailprotected], Unified State Agencies: Susan Butz, [emailprotected] Tony Kennish, [emailprotected], Previous Cycle Final Bargaining Update-September 29, 2020. 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. Gender pay gap in U.S. hasn't changed much in two decades Maintaining a safe work environment and helping injured workers heal and return to work quickly and safely does have a return on investment. Employers will have to make adjustments and will have several options when deciding how to classify and pay their workers. Short URL: https://www.thestand.org/?p=102425. Wenn Sie Ihre Auswahl anpassen mchten, klicken Sie auf Datenschutzeinstellungen verwalten. 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. Let your co-workers know they can follow bargaining updates here: https://www.wfse.org/general-government-bargaining-updates. Join WFSE here. L&I will tap the contingency reserves to pay costs that are expected to exceed the rate increase. South Dakota, North Dakota and Hawaii were the last states to give Juneteenth any formal recognition. endstream endobj startxref Track hours of work for non-exempt, salaried employees. 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. A special thank you goes out to the bargaining team and WFSE members who took action to help secure this agreement. We still have time, but we need to act now. 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. After making employee compensation our top priority during the recent legislative session, I shared during the State of the University that the Washington Legislature funded a 3.25% salary increase for all classified staff. 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. The organization is made up of WSU educators who provide advocacy and expertise to engage students in transformative learning experiences. Standby Pay (for hours over 30 per pay period) $7.00. How We Did It - The Union Difference 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. 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. 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. (Effective 7/1/2022) We continued our fight for a fair 2023-25 contract yesterday. Based on preliminary June 30, 2022, data, the Washington State Fund had a contingency reserve at 27% of liabilities. The more engaged and active we are as union members, the more solidarity and power we will have at the bargaining table. That leads to increased turnover, staffing shortages, heavier caseloads, mandatory overtimeand the burnout and safety issues that accompany them. 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. How financially stable are Washington's workers' comp trust funds? The process for fiscal year 2023 budget development will look similar to the current year, and the majority of core fund allocations will beloaded to Workday by the end of July. How you can help: Every month, we welcome new hires to state employment. 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. Weekend shift premium for Registered Nurses increases from $3 per hour to $4 per hour (See Art 42). Your General Government bargaining team met with the state for a critical session of negotiations today. #StrongWorksitesStrongContractsuse this hashtag to follow our contract campaign on social media (Facebook, Twitter and Instagram). Washington State Proposal Would Radically Increase Exempt Salary Threshold The Washington Department of Labor and Industries recently issued proposed amendments to the state's white-collar. The tabs below give both employers and employees an overview of the rule changes. Faculty, administrative professionals and graduate assistants will receive a 2.5% salary increase effective September 1. Lets be clear: Washington works because we do. A general wage increase of 3.25% for all employees who fall under WFSE's General Government contract. A MAT can help members at your worksite stay informed and ready for collective action. 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. Below find an expanded summary of the agreement and the full agreement. 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. Again, the state knows how unified we are based on our membership. June 7, 2022GG Bargaining Team Update #3 (2023-2025 biennium contract)Not a member? On June 7, well meet with the states negotiators again. 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 & Industries announced on September 30, 2022. But there is a lot of work yet to be done. This marks the largest pay increase for these employee groups in sevenyears. WFSE members are sending in videos to help us win at the bargaining table. The minimum pay rate will jump from $27.63/hour to $37.13/hour for employers with more than 50 employees in Washington. 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. Visitwfse.org. 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. What percent of the premiums do workers pay? 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. 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. This General Government agreement will bring the largest pay increase and lump sum payment negotiated in several years. Management seems to be listening to our concerns. 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. 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. We want your help to ensure every state employee is paid fairly and treated with respect. WA State threshold for OT exempt employees will rise in 2023 by 24% 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 Washington State University employees will be receiving at least a 2.5% raise next fiscal year. FIND OUT HOW TO JOIN TOGETHER with your co-workers to negotiate for better working conditions and respect on the job. 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. 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 costs of coronavirus-related workers' comp claims were not included in the calculations to determine the rate increase for 2023. They are applicable to General Government agencies and the Higher Education Coordinating Board.