ALJ Contract Voting Documents and Timeline

Negotiation of the 2027-2029 ALJ Tentative Agreement (TA) has concluded. 

As you all know, the budget deficit continues to grow, and compensation discussions were incredibly difficult as a result. While there is no additional compensation in the first year, we successfully fought off takeaways and have secured a re-opener that will allow us to come back to the table and fight for compensation increases in the second year of the agreement. 

Based on member feedback, your bargaining team leveraged that budget deficit to make every non-economic gain possible in these challenging budget times, and those gains are significant. 

Because of these achievements, your ALJ Bargaining Team recommends that you vote YES to ACCEPT this Agreement. A complete copy of the tentative agreement is available. 

• Read the Complete TA 
• Read the Highlights
• Voting Instructions
• What are the repercussions of a YES or NO vote? 

We want to thank you all for your hard work, research, job actions, and solidarity. Your strength makes all the difference! 

If you have questions, contact the Member Connection Center (MCC) at [email protected] or 833-MCC-WFSE (1-833-622-9373).

Your WFSE ALJ Bargaining Team

Voting Information

Voting Instructions and Timeline

• Voting opens: Wednesday, September 22, 2026, at 8:00 AM
• Voting closes: Friday, September 25, 2026, at 5:00 PM

How to vote

1. Visit vote.wfse.org to cast your ballot.
2. Click "ONLINE VOTING" below "Important Links." See screenshot below.

Log in with your first name, last name and your PIN. Click "ONLINE VOTING" below "Important Links." See screenshot below.

Check your personal email for your PIN. Be sure to check your spam, promotions and junk folders. Vote using your personal equipment on personal time.

Questions about the TA or difficulty voting? Contact the Member Connection Center (MCC) at [email protected] or 833-MCC-WFSE (1-833-622-9373).

How Does Our Vote Impact Our Future? 

Here are the repercussions of a YES or NO vote 

All of the collective bargaining agreements (CBA) currently being voted on are subject to RCW 41.80, which includes important requirements about the process and timeline of our negotiations. The information posted here details what would happen in accordance with state law, depending on the vote. 

• What is next if members vote YES?

If a majority of members vote yes, then the tentative agreement is ratified. 

This must be completed in September and communicated to the Office of Financial Management (OFM) prior to October 1, 2026, to meet the legally required deadline for any funding. For example, $348.5M in new funding is required just to maintain our current healthcare cost share. 

Once that is complete, OFM determines “financial feasibility,” which is also a legally required step. From there, our tentative agreement makes its way to the Governor for inclusion in their proposed budget. 

During the 2027 legislative session, our state’s legislators will determine whether our contracts are funded as a part of finalizing the state’s overall budget for the 2027-2029 biennium. Given the dire budget outlook, members should be prepared to work hard during the legislative session lobbying legislators for the funding of our CBAs. 

You can learn more about how to get involved in that process here.

• What is next if members vote NO?

If members vote no, the tentative agreement is not ratified and there are several important ramifications to be aware of. First, the October 1 deadline is not flexible. 

It is set in law and a no vote would mean we do not meet that deadline. Failing to meet the deadline means there is no funding for at least the first year of what would be the 2027-2029 CBA period. As noted above, an example of what requires new funding is the $348.5M in new funding required just to maintain our current healthcare cost share.

In addition to there being no funding, only the parts of our current contract that are in effect as of June 30, 2027, and do not have a specified expiration date, would carry forward for up to one year. That means that there would be numerous takeaways starting July 1, 2027. 

In addition, none of the protections that have been secured as part of the 2027-2029 TA will be implemented. 

Questions?

Need more information? Contact the Member Connection Center (MCC) at [email protected] or 833-MCC-WFSE (1-833-622-9373)

Download and Share the TA Highlights flyer

Highlights

As you all know, the budget deficit continues to grow, and compensation discussions were incredibly difficult as a result. While there is no additional compensation in the first year, we successfully fought off takeaways and have secured a re-opener that will allow us to come back to the table and fight for compensation increases in the second year of the agreement.

• Personal Leave Days (new MOU): Gained an additional personal leave day each fiscal year of the MOU. 
• Wage Re-opener MOU: The Union Coalition will renegotiate wage increases for the 2028-2029 year in 2027.
• Expanded Paid Leaves in Article 8: Added formal bereavement leave (5 days) and up to 24 hours of Wildfire and Natural Disaster leave.
• Economic Protections in Article 23: Preserved economic baselines in the Compensation article that provides for annual Periodic Increases and other hard-won existing provisions.
• Protected Healthcare Benefits in Article 22: Secured over $348.5 million in new funding to protect the current cost share.
• Four New Grieve-able Articles: Established enforceable guidelines in four new articles on Vacation Leave, Sick Leave, Employee Rights, and Travel Reimbursement.
• Victims of Hate Crimes Leave in Article 28: Secured unpaid and paid leave eligibility for victims of hate crimes. 
• Increased Union Access, Communications, & Training in Article 14: Secured paid CBA training up to one workday; secured rights to use state email for union/non-work communications (previously banned), and won a dedicated union webpage linked on the agency intranet. 
• Generative AI Protections (new MOU): Restricts OAH from using AI for employment decisions; mandates direct human oversight, validation, and bargaining for any new AI system; guarantees AI will not replace bargaining unit work or cause layoffs.
• Held the Line in Article 3: Successfully defeated management's hardline push to try to insert probationary periods, and added language that safeguards the higher current salary of an employee in the case of a voluntary demotion. 
• Enhanced Layoff Protections in Article 20: Increased temporary layoff notice from 7 to 10 calendar days, permanent layoff notice from 15 to 20 calendar days; secured an annual seniority list audit and update, general government transition pool access, and agency-provided layoff assistance and resources. 

Your ALJ Bargaining Team recommends you 
VOTE YES TO ACCEPT this Agreement!
 

How did we get here? 

Read all the Community College Coalition bargaining updates from this round of negotiations on our ALJ landing page here.