Those changes also can increase or lower premiums paid by workers because workers in Washington pay a portion of the total premium. Completed 48 worker investigations of fraudulently claimed workers' compensation benefits, amounting to over $1.2 million. To date, we have been educating the state about what our members are facing at worksites, about the recruitment and retention crisis, about staffing shortages at almost every agency. The department has developed and implemented a robust outreach and education program to explain the new standards. Encourage your coworkers tojoin our efforts. A general wage increase of 3.25% for all employees who fall under WFSE's General Government contract. How many risk classes will have higher workers' comp rates next year? Y321N-!s%/ 6aG3TbAx1}Net3BIYr[@KdqZ?w*. What is L&I doing to deter fraud and ensure employers pay their fair share of premiums? Our current team are already hard at work for the next budget cycle. To make an even greater impact, give him a call at 360-902-4111. All state employees earn a base salary which is the salary range associated with their job classification. Your General Government Bargaining Team was able to reach several tentative agreements on select contract articles. We still have time, but we need to act now. A selection of programs about Washington State, produced by alumni and friends. Out of the state's 325 risk classes, 286 will have higher base rates in 2023. Go to Lni.wa.gov/WorkersCompRatesto see the proposed changes for all risk classes. Employers are responsible for determining whether a worker's job duties, not job title or job description, meet the requirements to be exempt. Our interests are Washingtons interests. In addition, state workers will be offered a $1,000 retention bonus if they remain employed from July 1, 2022 to. Human Resource Services works collaboratively with the Budget Office, Payroll and Modernization to process all approved general salary increases for WSU employees. Audited over 1,800 employers, of which over 700 were unregistered. #StrongWorksitesStrongContractsuse this hashtag to follow our contract campaign on social media (Facebook, Twitter and Instagram). Those agencies have their own elected officials that can set vaccine policy and are not subject to the governors directive.WFSE members are sending in videos to help us win at the bargaining table. Salary schedules | Office of Financial Management - Washington In addition, L&I has developed an eLearning module to help guide employers in determining whether a worker likely qualifies as exempt or not. June 14GG Bargaining Team Update #4 (2023-2025 biennium contract)Not a member? Meet salary threshold requirements for salaried, exempt workers. I also want to note that employee compensation will remain our highest priority for the next legislative session. The new budget model was developed by the Executive Budget Council (EBC), co-chaired by Vice President Pearson and Provost Elizabeth Chilton. We've shown that when we stand strong together as a union, we can win the strong contracts our members need. The more engaged and active we are as union members, the more solidarity and power we will have at the bargaining table. As inflation soars, more and more public employees are struggling to make ends meet. Additional Information %PDF-1.7 % Cities are able to set minimum wages higher than the state's, and both Seattle and Sea Tac have higher wages. Our members know the solution to this vicious cycle: pay us what we deserve.We have submitted a strong compensation proposal to the state that honors the work we performed throughout the pandemic and will improve our standard of living in the face of rising inflation. WFSE members made this possible. The costs of coronavirus-related workers' comp claims were not included in the calculations to determine the rate increase for 2023. Washington State University employees will be receiving at least a 2.5% raise next fiscal year. Watch the playlist here. Y@FLc)uy c? The agreement will be sent to the governor for inclusion in his supplemental budget proposal. Standby Pay (for hours over 30 per pay period) $7.00. Convert current salaried, exempt employees to salaried non-exempt or hourly non-exempt. The supplemental pension rate is increasing 7% to nearly 17 cents per hour. The GFS pay raise increase is $256 million and total increase $462 million. Higher education college and university rates are available at the complete salary schedule listing; their collective bargaining agreement; or through their Human Resource Office. To be considered an overtime exempt employee, a worker must be paid a fixed salary, that salary must meet or exceed the minimum salary threshold, and they must meet the requirements of the job duties tests. How financially stable are Washington's workers' comp trust funds? How you can help: Every month, we welcome new hires to state employment. If the proposed rate increase is adopted, the average rate per $100 of payroll in 2023 will be $1.49, about what it was in 2021 and 2022. 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. We are fighting for the significant across-the-board wage increases that Washington's public employees need and deservebut to succeed, we need you fighting with us. State Staffing Reports A MAT can help members at your worksite stay informed and ready for collective action. The pace of the implementation will depend on how many people are working for an employer. Food safety, WSU stories, science answers for kids, and morelisten to podcasts from Washington State University. Prior to these updates, the state used two job duties tests. We are waiting for their reply while we work our way through many non-monetary contract articles.Our next bargaining session will be held on August 4th. Get vocal. Negotiating our 2023-2025 contract with the state continued today. Assessed over $17 million in unpaid employer premiums plus penalties. 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.

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