CONTRACT OVERVIEW TRAINING Master Agreement

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CONTRACT CONTRACT OVERVIEW TRAININGOVERVIEW TRAINING

Master AgreementMaster AgreementBetweenBetween

State of WashingtonState of WashingtonAndAnd

WA Federation of State EmployeesWA Federation of State EmployeesHigher EducationHigher Education

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OBJECTIVESOBJECTIVES

Primary focus – What’s Primary focus – What’s NEWNEW? ? Help you identify where you might find Help you identify where you might find

specific subjects in the CBAspecific subjects in the CBA Will notWill not cover cover allall the specific language the specific language

and articles in the CBAand articles in the CBA

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MANDATORY SUBJECTSMANDATORY SUBJECTSIssues that neither party can refuse to Issues that neither party can refuse to

negotiatenegotiate

WagesWages HoursHours Insurance benefit Insurance benefit

dollar amount dollar amount (negotiate at a (negotiate at a different table)different table)

Promotional Promotional preferencepreference

Other terms and Other terms and conditions of conditions of employmentemployment

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RCWs – WACs – POLICIES – RCWs – WACs – POLICIES – CONTRACT ARTICLESCONTRACT ARTICLES

Articles of the contractArticles of the contract:: Cannot conflict with federal law or Cannot conflict with federal law or

state RCWsstate RCWs Preempts all subjects addressed, in Preempts all subjects addressed, in

whole or in part, of WACs 357whole or in part, of WACs 357 Supersedes specific provisions of Supersedes specific provisions of

college policies, if there is a conflict.college policies, if there is a conflict.

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HIRING AND HIRING AND APPOINTMENTSAPPOINTMENTS

(Article 3)(Article 3) *NEW* Definitions of *NEW* Definitions of internal promotionalinternal promotional, ,

transfertransfer, and , and voluntary demotionvoluntary demotion candidates. candidates. Internal promotionalInternal promotional – employee who applies for – employee who applies for

appointment to a class with a higher salary range appointment to a class with a higher salary range maximummaximum

TransferTransfer – employee who applies to a position in the – employee who applies to a position in the same class or different class with same salary range same class or different class with same salary range maximummaximum

Voluntary demotionVoluntary demotion – employee who applies for – employee who applies for appointment to a class with a lower salary range appointment to a class with a lower salary range maximummaximum

*NEW**NEW* -- College to establish application process -- College to establish application process for internal promotions, transfers, and voluntary for internal promotions, transfers, and voluntary demotions. demotions.

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TYPES OF APPOINTMENTSTYPES OF APPOINTMENTS

Types of appointments the same – Types of appointments the same – regular, cyclic, project and in-trainingregular, cyclic, project and in-training

*NEW**NEW* For cyclic appointments – at For cyclic appointments – at least fifteen (15) days before start of least fifteen (15) days before start of each annual cycle, incumbents must each annual cycle, incumbents must receive written notice of scheduled receive written notice of scheduled periods of leave without payperiods of leave without pay

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REVIEW PERIODSREVIEW PERIODS

Types the same – probationary, trial Types the same – probationary, trial service and transition reviewservice and transition review

Duration of review periods the same Duration of review periods the same – six (6) months; not to exceed – six (6) months; not to exceed twelve (12) monthstwelve (12) months

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REVIEW PERIODSREVIEW PERIODS(Separation Notice)(Separation Notice)

*NEW**NEW* In-Training employment In-Training employment May be separated (probationary) or reverted May be separated (probationary) or reverted

(trial service) at any time with (trial service) at any time with threethree (3) working (3) working days’ noticedays’ notice

If College fails to provide three (3) working If College fails to provide three (3) working days’ notice, separation will stand and days’ notice, separation will stand and employee entitled to payment of salary for up employee entitled to payment of salary for up to three (3) working days, which employee to three (3) working days, which employee would have worked had notice been givenwould have worked had notice been given

Under no circumstances will notice deficiencies Under no circumstances will notice deficiencies result in employee gaining permanent statusresult in employee gaining permanent status

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*NEW**NEW* Probationary period Probationary period May be separated at any time with May be separated at any time with oneone (1) (1)

working days’ notice working days’ notice priorprior to effective date of to effective date of separationseparation

If College fails to provide one (1) working If College fails to provide one (1) working days’ notice, separation will stand and days’ notice, separation will stand and employee entitled to payment of salary for up employee entitled to payment of salary for up to one (1) working day, which employee to one (1) working day, which employee would have worked had notice been givenwould have worked had notice been given

Under no circumstances will notice Under no circumstances will notice deficiencies result in employee gaining deficiencies result in employee gaining permanent statuspermanent status

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*NEW**NEW* Trial service period Trial service period May be separated at any time with May be separated at any time with threethree (3) (3)

working days’ noticeworking days’ notice If College fails to provide three (3) working If College fails to provide three (3) working

days’ notice, separation will stand and days’ notice, separation will stand and employee entitled to payment of salary for up employee entitled to payment of salary for up to three (3) working days, which employee to three (3) working days, which employee would have worked had notice been givenwould have worked had notice been given

Under no circumstances will notice Under no circumstances will notice deficiencies result in employee gaining deficiencies result in employee gaining permanent statuspermanent status

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TEMPORARY TEMPORARY APPOINTMENTSAPPOINTMENTS

(Article 4)(Article 4)

*NEW**NEW* January 2006 PERC January 2006 PERC decision to accrete temporary decision to accrete temporary employees into non-supervisory employees into non-supervisory bargaining unitbargaining unit

Must work between 350 - 1050 Must work between 350 - 1050 hourshours

*NEW**NEW* Excludes students from Excludes students from being “Represented Individuals”being “Represented Individuals”

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CONDITIONS CONDITIONS OF OF

EMPLOYMENTEMPLOYMENT

Must be filled out and signed by all temp/hourly employees

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PERFORMANCE PERFORMANCE EVALUATIONEVALUATION


*New**New* Will not be used to Will not be used to initiate personnel actions initiate personnel actions such as transfer, promotion or such as transfer, promotion or disciplinediscipline

Use Performance Use Performance Development Plan (PDP) formDevelopment Plan (PDP) form

NO SURPRISES! Performance NO SURPRISES! Performance problems brought to attention problems brought to attention of employee before of employee before mentioned in evaluationmentioned in evaluation

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HOURS OF WORKHOURS OF WORK(Article 6)(Article 6)

*NEW* Definitions*NEW* Definitions Overtime-eligible Overtime-eligible

employeesemployees – employees – employees who who areare covered by the covered by the overtime provisions of overtime provisions of state/federal lawstate/federal law

Overtime-exempt Overtime-exempt employeesemployees – employees – employees who who are notare not covered by covered by the overtime provisions the overtime provisions of state/federal lawof state/federal law

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WORK SCHEDULESWORK SCHEDULESOVERTIME-ELIGIBLE OVERTIME-ELIGIBLE

EMPLOYEESEMPLOYEES

Regular Work SchedulesRegular Work Schedules Not more than 40 hours in workweekNot more than 40 hours in workweek

Law enforcement – 160 hours/28 daysLaw enforcement – 160 hours/28 days With two scheduled days offWith two scheduled days off

Alternate Work SchedulesAlternate Work Schedules 9-80’s, 4-10’s, etc.9-80’s, 4-10’s, etc. May be required to switch to regular May be required to switch to regular

schedule during holiday weekschedule during holiday week

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EMPLOYEESEMPLOYEES Schedule ChangesSchedule Changes

Temporary Temporary Lasting 21 days or lessLasting 21 days or less *New**New* Must receive 5 days notice Must receive 5 days notice

PermanentPermanent *NEW**NEW* Must receive 10 days notice Must receive 10 days notice

EmergencyEmergency Adjust without prior notice in emergency or for unforeseen Adjust without prior notice in emergency or for unforeseen

operational needs operational needs Employee-requestedEmployee-requested

Requires employer’s approval; business and customer service Requires employer’s approval; business and customer service needs are met; no overtime expense incurred needs are met; no overtime expense incurred

Home Phone CallsHome Phone Calls Work-related phone calls received at home counted Work-related phone calls received at home counted

as time workedas time worked

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EMPLOYEESEMPLOYEES

Meal Periods and Rest PeriodsMeal Periods and Rest Periods Working more than 5 consecutive hours, Working more than 5 consecutive hours,

employee entitled to a minimum of a 30 employee entitled to a minimum of a 30 minute meal periodminute meal period

Rest period of 15 minutes for each half shift Rest period of 15 minutes for each half shift of 4 hours or moreof 4 hours or more

May not be used for late arrival or early May not be used for late arrival or early departuredeparture

CannotCannot be combined be combined

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OVERTIME-EXEMPT OVERTIME-EXEMPT EMPLOYEESEMPLOYEES

Not covered by federal or state overtime lawsNot covered by federal or state overtime laws Expected to work as many hours as necessary to Expected to work as many hours as necessary to

accomplish assignments or responsibilitiesaccomplish assignments or responsibilities May be required to work specific hours May be required to work specific hours

Appointing Authorities may approve absences Appointing Authorities may approve absences with pay for extraordinary or excessive hours with pay for extraordinary or excessive hours workedworked

Required to keep management apprised of Required to keep management apprised of schedule and whereaboutsschedule and whereabouts

Prior approval for the use of paid or unpaid leave Prior approval for the use of paid or unpaid leave for absences of two (2) or more hours is required, for absences of two (2) or more hours is required, except for unanticipated sick leaveexcept for unanticipated sick leave

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OVERTIMEOVERTIME(Article 7)(Article 7)

Definition of WorkDefinition of Work What is What is includedincluded for overtime purposes for overtime purposes

*NEW**NEW* Travel time required by the College, Travel time required by the College, including any travel time in accordance with including any travel time in accordance with state/federal wage and hour lawsstate/federal wage and hour laws

All hours actually spent performing the duties, All hours actually spent performing the duties, rounded to the next quarter hourrounded to the next quarter hour

Paid leave scheduled at least 1 workday in Paid leave scheduled at least 1 workday in advance of being takenadvance of being taken

HolidaysHolidays

For overtime-eligible positions; not overtime-exempt employees

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OVERTIMEOVERTIME(Article 7)(Article 7)

Definition of WorkDefinition of Work (continued) (continued) What is What is excludedexcluded for overtime purposes for overtime purposes

*NEW**NEW* Shared leave Shared leave Paid leave not scheduled at least 1 workday in Paid leave not scheduled at least 1 workday in

advance of being takenadvance of being taken Leave without payLeave without pay Additional compensation for time worked on a Additional compensation for time worked on a

holidayholiday Time compensated as standby, callback, or any Time compensated as standby, callback, or any

other penalty payother penalty pay

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COMPENSATORY TIMECOMPENSATORY TIMEOVERTIME-ELIGIBLE OVERTIME-ELIGIBLE

EMPLOYEESEMPLOYEES EligibilityEligibility

Upon agreement of supervisor Upon agreement of supervisor and employee; not solely and employee; not solely employee’s choiceemployee’s choice

Maximum amountMaximum amount 160 hours160 hours

UseUse Prior to vacation leave (unless Prior to vacation leave (unless

results in loss of vacation results in loss of vacation leave)leave)

Cash OutCash Out Used by June 30Used by June 30thth (end of fiscal (end of fiscal

year) or cashed outyear) or cashed out Upon separationUpon separation May cash out when employee May cash out when employee

transfers to another positiontransfers to another position

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TRAINING & EMPLOYEE TRAINING & EMPLOYEE DEVELOPMENTDEVELOPMENT


Master agreement Master agreement trainingtraining:: *NEW**NEW* Union stewards will Union stewards will

be released with pay on one be released with pay on one (1) occasion for up to four (4) (1) occasion for up to four (4) hours to attend training hours to attend training IFIF they attend training during they attend training during their scheduled work shift their scheduled work shift

IFIF attend training during attend training during non-work hours, will not be non-work hours, will not be compensatedcompensated

Union provides training to Union provides training to union stewardsunion stewards

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HOLIDAYSHOLIDAYS(Article 9)(Article 9)

Personal HolidayPersonal Holiday *NEW**NEW* May donate May donate part or allpart or all for for

shared leave OR may use shared leave OR may use part or part or allall for the care of family members for the care of family members (required by WA State Family Care (required by WA State Family Care Act); any remaining portion Act); any remaining portion mustmust be be taken as one (1) absencetaken as one (1) absence

*NEW**NEW* College may allow or College may allow or employee may use for qualifying employee may use for qualifying sick leave purposessick leave purposes

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VACATION LEAVEVACATION LEAVE(Article 10)(Article 10)

*NEW* *NEW* Accruals from prior Accruals from prior month available for use the month available for use the first of next monthfirst of next month

*NEW* *NEW* Charged for actual Charged for actual amount usedamount used

*NEW* *NEW* Emergency childcare Emergency childcare – no more than combined – no more than combined total of four (4) calendar days total of four (4) calendar days of vacation leave and sickof vacation leave and sick leaveleave per calendar year

*NEW**NEW* College may allow or College may allow or employee may use for employee may use for qualifying sick leave purposesqualifying sick leave purposes

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SICK LEAVE SICK LEAVE (Articles 11)(Articles 11)

*NEW* *NEW* Accruals from prior Accruals from prior month available for use the month available for use the first of next monthfirst of next month

*NEW* *NEW* Reasons for usage Reasons for usage slightly broaden to include slightly broaden to include domestic partnerdomestic partner

*NEW* *NEW* Emergency childcare Emergency childcare – no more than combined – no more than combined total of four (4) calendar days total of four (4) calendar days of vacation leave and sickof vacation leave and sick leaveleave per calendar year

*NEW* *NEW* Reemployment – 5 Reemployment – 5 yearsyears

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FAMILY AND MEDICAL FAMILY AND MEDICAL LEAVELEAVE


*NEW* *NEW* Added domestic partner as defined by Added domestic partner as defined by WAC 182-12-260(2) to list of family membersWAC 182-12-260(2) to list of family members WAC 182-12-260 WAC 182-12-260 (2): (2): “A same sex domestic partner qualified “A same sex domestic partner qualified

through the declaration certificate issued by PEBB.”through the declaration certificate issued by PEBB.”

*NEW**NEW* Must complete PEBB form to receive Must complete PEBB form to receive FMLA benefit FMLA benefit WA State Health Care AuthorityWA State Health Care Authority

*NEW**NEW* Parental and Pregnancy Disability Leave Parental and Pregnancy Disability Leave Granted when sick or temporarily disabled because of Granted when sick or temporarily disabled because of

pregnancy and/or childbirthpregnancy and/or childbirth In addition to 12 weeks of FMLAIn addition to 12 weeks of FMLA

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SUSPENDED OPERATIONSSUSPENDED OPERATIONS(Article 15)(Article 15)

Employer determines operations are Employer determines operations are suspendedsuspended *NEW* Pay for the first day*NEW* Pay for the first day

Employee options for balance of closureEmployee options for balance of closure *NEW**NEW* Employee-requested schedule change Employee-requested schedule change Vacation leaveVacation leave Personal holidayPersonal holiday Compensatory timeCompensatory time LWOPLWOP

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OTHER FORMS OF LEAVEOTHER FORMS OF LEAVE Shared Leave – Article 12Shared Leave – Article 12

Work Related Illness or Injury – Article Work Related Illness or Injury – Article 1414

Miscellaneous Paid Leaves – Article 16Miscellaneous Paid Leaves – Article 16 Bereavement – 3 daysBereavement – 3 days Jury DutyJury Duty Personal Leave- 1 8-hr workday 7/1/07 - Personal Leave- 1 8-hr workday 7/1/07 -

6/30/09 (prorated for part-time employees)6/30/09 (prorated for part-time employees)

Leave without Pay – Article 17Leave without Pay – Article 17

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DRUG & ALCOHOL FREE DRUG & ALCOHOL FREE WORKPLACEWORKPLACE(Article 20)(Article 20)

Must comply with Drug-Free Must comply with Drug-Free Schools and Communities Act Schools and Communities Act and the Drug-Free Schools and the Drug-Free Schools and Campuses Regulationsand Campuses Regulations

Prescription and over-the Prescription and over-the counter medications – must counter medications – must notify supervisor if notify supervisor if substantial likelihood substantial likelihood medication will affect job medication will affect job safetysafety

Types of TestingTypes of Testing -- -- Pre-Pre-employment, Post- accident, employment, Post- accident, Post-firearm Shooting & Post-firearm Shooting & Reasonable SuspicionReasonable Suspicion

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LICENSURE & CERTIFICATIONLICENSURE & CERTIFICATION(ARTICLE 23)(ARTICLE 23)

Continue current practicesContinue current practices *NEW* Conditions of Employment*NEW* Conditions of Employment

Employee always paysEmployee always pays Example: physician assistantExample: physician assistant

*NEW* Outside Entity*NEW* Outside Entity Employer pays first time then employee paysEmployer pays first time then employee pays Example: commercial drivers license (CDL)Example: commercial drivers license (CDL)

*NEW* Employer Convenience*NEW* Employer Convenience Employer paysEmployer pays Example: notary publicExample: notary public

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RESIGNATION & RESIGNATION & ABANDONMENTABANDONMENT


Voluntary ResignationVoluntary Resignation *NEW**NEW* May permit withdrawal at any May permit withdrawal at any

time time priorprior to effective date to effective date

AbandonmentAbandonment Unauthorized absence and fail to contact Unauthorized absence and fail to contact

Employer for 3 consecutive daysEmployer for 3 consecutive days *NEW**NEW* Reasonable attempts to contact, Reasonable attempts to contact,

including calling phone number and including calling phone number and emergency contactsemergency contacts

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DISCIPLINEDISCIPLINE(Article 27)(Article 27)

Just Cause standardJust Cause standard Types of Discipline:Types of Discipline:

Oral & written Oral & written reprimandsreprimands

Reductions in payReductions in pay SuspensionsSuspensions DemotionsDemotions DischargesDischarges

Right to Right to representationrepresentation

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GRIEVANCE PROCEDUREGRIEVANCE PROCEDURE(Article 28)(Article 28)

Definition of grievanceDefinition of grievance – – violation, misapplication violation, misapplication or misinterpretation of or misinterpretation of agreementagreement

Filed Filed and signed by the and signed by the UnionUnion – individual – individual employees cannot file employees cannot file on their ownon their own

*NEW* Will be *NEW* Will be processed to completion processed to completion in accordance with in accordance with provisions of this provisions of this agreement agreement

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CONTENTS OF A CONTENTS OF A GRIEVANCEGRIEVANCE

*NEW**NEW* Date knew or could reasonably Date knew or could reasonably knownknown

*NEW**NEW* Steps taken to resolve informally Steps taken to resolve informally Nature of the grievanceNature of the grievance Facts upon which it is basedFacts upon which it is based Specific article and section of the AgreementSpecific article and section of the Agreement Specific remedySpecific remedy Name of the grievant(s)Name of the grievant(s) Name and signature of the Union Name and signature of the Union

representativerepresentative

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FILING AND PROCESSINGFILING AND PROCESSING Filed within 56 Filed within 56

days to supervisordays to supervisor Step 1Step 1–– Supervisor , Supervisor ,

manager or designeemanager or designee Step 2Step 2–– VP or VP or

designeedesignee Step 3Step 3––Mediation or Mediation or

Pre-Arbitration Pre-Arbitration Review Meeting Review Meeting (PARM)(PARM)

Step 4Step 4-- Arbitration Arbitration

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LAYOFF AND RECALLLAYOFF AND RECALL(Article 33)(Article 33)

*NEW* Definition*NEW* Definition:: employer-initiated employer-initiated action that results in separation, action that results in separation, employment in class with lower salary employment in class with lower salary range maximum, reduction in work year, range maximum, reduction in work year, or reduction in number of hours workedor reduction in number of hours worked

Temporary LayoffTemporary Layoff *NEW**NEW* If If notnot due to lack of funds - due to lack of funds -

upon request, may be paid for accrued upon request, may be paid for accrued leave up to the equivalent of regular leave up to the equivalent of regular work schedule for the duration of the work schedule for the duration of the layofflayoff

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SKILLS AND ABILITIESSKILLS AND ABILITIES

*NEW* What are and *NEW* What are and where do you find the where do you find the skills and abilities skills and abilities required for a position?required for a position? Documented criteriaDocumented criteria

License/certification License/certification requirementsrequirements

Federal and state requirementsFederal and state requirements Position descriptionsPosition descriptions BFOQ’sBFOQ’s Recruitment announcementsRecruitment announcements Other Employer documentsOther Employer documents

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MANDATORY SUBJECTSMANDATORY SUBJECTS(Article 35)(Article 35)

Employer notifies Employer notifies the Unionthe Union

Union may request Union may request negotiations, within negotiations, within 14 calendar days of 14 calendar days of receipt, on the receipt, on the impact of the impact of the changes on changes on employee’s working employee’s working conditions. conditions. Impact Impact only, not decision.only, not decision.

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UNION-MANAGEMENT UNION-MANAGEMENT COMMUNICATION COMMITTEECOMMUNICATION COMMITTEE

(Article 36) (Article 36)

No authority to:No authority to: Conduct negotiationsConduct negotiations Bargain collectivelyBargain collectively Modify any provision of Modify any provision of

the Agreementthe Agreement

Work Time for:Work Time for: *NEW**NEW* 30 min pre- 30 min pre-

meetings meetings MeetingsMeetings

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UNION ACTIVITIESUNION ACTIVITIES(Article 38)(Article 38)

““Upon requestUpon request, an employee , an employee willwill have the right to representation have the right to representation at at all levelsall levels on on any matterany matter adversely affecting his or her adversely affecting his or her conditions of employmentconditions of employment.”.”

Cannot unreasonably delay or postpone a Cannot unreasonably delay or postpone a meetingmeeting

Right does not apply in specific situations Right does not apply in specific situations (e.g., giving instructions, assigning work, (e.g., giving instructions, assigning work, during staff meetings, etc.)during staff meetings, etc.)

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UNION ACTIVITIESUNION ACTIVITIES(Article 38)(Article 38)

*NEW* Union Newsstands*NEW* Union Newsstands

*NEW* Distribution of Material*NEW* Distribution of Material A Union-designated employee will have A Union-designated employee will have

access once per month to worksite for access once per month to worksite for distributing Union information provided: distributing Union information provided:

Employee is on break time or off duty; Employee is on break time or off duty; Does not disrupt College operations; Does not disrupt College operations; Will normally occur via desk drops, mailboxes or Will normally occur via desk drops, mailboxes or

mutually agreed upon alternative method; and mutually agreed upon alternative method; and HRS is notified in advance.HRS is notified in advance.

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CLASSIFICATIONCLASSIFICATION(Article 40)(Article 40)

*NEW* College will maintain a *NEW* College will maintain a position description for each position description for each positionposition. .

Employee may request review Employee may request review of his/her classificationof his/her classification *NEW**NEW* Temporary duty assignments Temporary duty assignments

notnot basis for reallocation basis for reallocation

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COMPENSATIONCOMPENSATION(Articles 41)(Articles 41)

Pay Range AssignmentsPay Range Assignments State (DOP) Salary ScheduleState (DOP) Salary Schedule *NEW**NEW* “SP” Range “SP” Range *NEW**NEW* “N1” Range “N1” Range

*NEW* *NEW* IncreasesIncreases July 1, 2007 – 3.2%July 1, 2007 – 3.2% July 1, 2008 – 2.0%July 1, 2008 – 2.0%

*NEW* Additional Steps*NEW* Additional Steps ““L” on July 1, 2007L” on July 1, 2007 ““S” & “T” on July 1, 2007 for S” & “T” on July 1, 2007 for

“N1” Range only“N1” Range only

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ADDITIONAL INCREASESADDITIONAL INCREASES One-time PaymentOne-time Payment

*NEW**NEW* Insurance eligible month of June 2007 & Insurance eligible month of June 2007 & covered by agreement receive $756.00 on July covered by agreement receive $756.00 on July 25, 200725, 2007

Classification ConsolidationClassification Consolidation Implementation of final phase DOP consolidation projectImplementation of final phase DOP consolidation project

Salary Survey to 25% of Prevailing RateSalary Survey to 25% of Prevailing Rate Effective July 1, 2007Effective July 1, 2007

NO DOUBLE DIPPINGNO DOUBLE DIPPING – Get highest increase – Get highest increase under class consolidation and salary survey; under class consolidation and salary survey; not bothnot both

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OTHER COMPENSATION OTHER COMPENSATION ISSUESISSUES

*NEW* Shift *NEW* Shift PremiumPremium $.60 on 7/1/07$.60 on 7/1/07 $.65 on 7/1/08$.65 on 7/1/08

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HEALTH CARE BENEFITS AMOUNTHEALTH CARE BENEFITS AMOUNT(Articles 42)(Articles 42)

Health Care Benefits AmountsHealth Care Benefits Amounts 88% of health care premium88% of health care premium Employer pays for basic life, basic LTD and Employer pays for basic life, basic LTD and

dentaldental

Other BenefitsOther Benefits Dependent Care Salary Reduction PlanDependent Care Salary Reduction Plan Pretax Health Care PremiumsPretax Health Care Premiums Medical/Dental Expense AccountMedical/Dental Expense Account

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CONTRACTINGCONTRACTING(Article 47)(Article 47)

Competitive ContractingCompetitive Contracting Employer determinesEmployer determines RCW 41.06.142RCW 41.06.142 WAC 236-51WAC 236-51 WAC 357-43WAC 357-43

NoNo waiver to negotiate waiver to negotiate

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TESCTESC((*NEW**NEW* Appendix J) Appendix J)

WellnessWellness Ten (10) non-transferable Ten (10) non-transferable FREE FREE passes to CRC for passes to CRC for

each year of agreementeach year of agreement Minimum of three (3) group instruction classesMinimum of three (3) group instruction classes

Educational BenefitsEducational Benefits (full-time (full-time employees)employees) Tuition waiverTuition waiver Release timeRelease time

ParkingParking Use WAC 174-116 process to set feesUse WAC 174-116 process to set fees

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ResourcesResources

For collective bargaining agreement:For collective bargaining agreement: www.wfse.orgwww.wfse.org www.evergreen.edu/employment/unioncontract.htmwww.evergreen.edu/employment/unioncontract.htm

Copy of this presentationCopy of this presentation www.evergreen.edu/employment/unioncontract.htmwww.evergreen.edu/employment/unioncontract.htm

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THANK THANK YOU! YOU!

Documents

CONTRACT OVERVIEW TRAINING Master Agreement