"The hard work of our bargaining teams, and advocacy of our members resulted in historic gains in our 2019-2021 contracts. We are stronger together." — Amy Spiegel, WFSE Director of Negotiations

The contracts wil be delivered to the Governor's office for processing (financial feasibility) and inclusion in Governor's 2019 Budget. Stay tuned in January for opportunities to help support lobbying efforts for funding our contracts.


This is a summary that highlights and explains the most significant provisions of the Tentative Agreement reached between the AFSCME Washington Federation of State Employees (WFSE) Community College classified bargaining units and the State of Washington OFM on September 21, 2018. It does not cover every article or every provision.


Major goals achieved include:

  • 3% increase in 7/1/2019 (see Art. 43 & 5).
  • 3% increase in 7/1/2020 (see Art. 43 & 5).
  • 5% locality pay in 7/1/2019 for employees working in King County (see Art. 43 & 5).
  • Increased base for classes experiencing compression and inversion (see Appendix C).
  • Increased base for classes impacted by fourteen ($14) minimum wage (see Appendix F).
  • New Information Technology Professional Structure Classes and Ranges (see Appendix G).
  • Additional Information Technology Structure Classes and Range changes (see Appendix J).


Article 43 & 5 – Compensation

  • 3% across the board increase effective 7/1/19
  • 3% across the board increase effective 7/1/20
  • 5% locality pay for employees working in King County


Article 2 – Non-Discrimination

  • Gender neutral language; Protections for victims of stalking, sexual harassment, or domestic violence

Article 3 – Workplace Behavior

  • Training for employees & supervisors • Grievance to Step 3

Article 5 – Part Time Hourly Appointments

  • 3% and 3% across the board increases as noted above
  • 5% locality pay for employees working in King County
  • $14 dollar minimum wage
  • Sick Leave

Article 9 – Training & Employee Development

  • Added on-line courses and classroom courses
  • Participate from the 1st day of class unless capacity issue is raised

Article 11 – Vacation

  • A permanent employee who resigns will no longer he required to give “adequate” notice to be entitled to payment for vacation leave credits

Article 12 –Sick Leave MOU for 2017-2019 and CBA 2019-2021

  • Expanded paid sick leave and the definition of family
  • New protections for appropriate use of sick leave
  • New requirement for the employer to provide written notice of any suspected leave abuse and reason(s) for the suspicion
  • Employer will approve compensatory time, vacation, or personal holiday for sick leave purposes (19-21)

Article 15 – Family Medical Leave Act

  • New language capturing legislative win of paid family leave program (RCW 50.A.04) which takes effect January 1, 2020

Article 17 – Suspended Operations

  • Clarified who would be compensated what on the first and subsequent days of suspended operations
  • First day late start, early closure or complete day of suspended operations if an employee is required to work they will be compensated two and half times their base rate; if not required to work they will receive their regular rate of pay
  • Subsequent days of late start, early closure, or complete day of suspended ops those required to work will receive one and on half of their base rate. Those not required to work can use accrued compensatory time, vacation, personal holiday, sick leave or lease without pay.

Article 18 – Miscellaneous Paid Leave

  • Bereavement Leave use expanded to include for a loss of a child for whom the employee provided care for as a foster parent or guardian • Two personal leave days in each year of the biennium.

Article 30 – Grievance

  • Eliminated Step 1 Supervisor or Manager step of the process

Article 32 – Employee Assistance Program

  • Leave with pay will be granted to allow an employee to receive an assessment from the EAP.

Article 34 – Reasonable Accommodations and Disability Separation

  • Added accommodations for Safety for when an employee or their family member is a victim of domestic violence, sexual assault, or stalking
  • Added accommodations for pregnancy

Article 31 – Shared Leave

  • Added parental bonding, adoption, foster care and language for temporary disability for a pregnancy-related condition or miscarriage.

Article 37 – Mandatory Subjects

  • Length of time to respond to a notice of intent to change a mandatory subject lengthened to 21 days

Article 40 – Union Rights and Activities

  • Added access to employees • New Employee Orientation
  • Mentoring of stewards

Article 43 –Compensation

  • 3%/3% across the board increases
  • 5% locality pay for employees working in King County
  • $14 dollar an hour minimum wage

Article 44 – Health Care

  • Maintained 85/15 split in spite of increased cost to state
  • Extended out of pocket cost limits for UMP
  • $25 Wellness card
  • $250 dollar per year contribution to flexible spending account for all eligible members making $50K or less per year
  • Accident, dental, long-term disability, vision
  • Add language to new employee orientation.

Article 49 – Contracting

  • Twenty-one (21) calendar days to respond to notice • Other non-substantive changes

Article 54 - Term of Agreement

  • Date Changes.


Tentative Agreement


Please VOTE to ratify this agreement!

Your Bargaining Team recommends you VOTE TO ACCEPT this Agreement.