The Evergreen State College Contract Voting Documents and Timeline

Negotiation of the 2027-2029 TESC Classified 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 TESC Classified Bargaining Team recommends that you vote YES to ACCEPT this Agreement. A complete copy of the tentative agreement is available. 

See the links below for a complete copy of the TA, highlights, voting instructions, a flyer, and an informational webinar on 9/22.

• 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 TESC Classified Bargaining Team

Voting Information

Voting Instructions and Timeline

• Voting opens: Wednesday, September 23, 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. 

• Secured additional funding for healthcare and protected current cost share 
• Secured re-opener for compensation in the second year of the CBA
• Secured $750 bonus in July 2027
• Secured an additional personal leave day
• Protected against any layoffs resulting from the use of Generative AI

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 were significant. Read on for more information. 

Article 2 – Non-Discrimination 

• Protections from discrimination if you are the victim of a hate crime.

Article 3 – Workplace Behavior 

• Clarified definition of inappropriate workplace behavior.
• We are now able to take workplace behavior grievances to mediation so a neutral third party can help with resolution.

Article 4 – Hiring and Appointments

• Internal candidates who apply for a position with the College have a right to request feedback if they don’t ultimately get the new position.

Article 6 – Performance Evaluation 

• Clarifies that annual evaluations are to incorporate an opportunity for self-evaluation and are meant to be a back-and-forth conversation.

Article 9 – Training and Employee Development 

• Each Union member has the right to one 2-hour meeting to learn about updates to the Collective Bargaining Agreement. 
• We can now schedule more than one of these meetings to better accommodate people’s schedules.

Article 13 – Shared Leave 

• New allowances to use shared leave for victims of hate crimes and for individuals attending immigration proceedings.

Article 18 – Miscellaneous Paid Leaves 

• Everyone covered by this contract gets an additional personal leave day.
• Access to the campus’s voting hub during work time. 
• Members now qualify for release time for state recommended vaccines during a pandemic.
• We now have up to 24 hours of leave if you experience damages or displacement during a declared state of emergency due to a natural disaster.

Article 19 – Leave Without Pay 

• If leave without pay is denied, a reason will be provided in writing.

Article 35 – Layoff and Recall 

• Increases notification from twenty to twenty-eight days in case of a layoff.

Article 39 – Seniority 

• A person’s seniority date is no longer penalized at an unfair, disproportionate rate. 

Article 40 – Union Activities 

• Ability for Union to directly use state email. 

Article 44 – Health Care Benefits Amount 

• In addition to the items noted at the top:
• Protected any SmartHealth benefit that is earned in 2027!
• Protected the Flexible Spending Arrangement (FSA) benefits for all workers making $68,004.00 or less annually (see 43.5)!
• Protected the FSA workgroup MOU, which provides a path to increase participation in this important benefit!

Article 47 – Employee Lounge Facilities 

• Employees will be provided reasonable worktime to get to and from employee lounge facilities for scheduled rest periods and/or unpaid meal period.

Article 53 – Distribution of Agreement 

• The college and the Union will equally share costs to translate the contract when both parties agree that a need exists.

New MOU – Generative Artificial Intelligence (GenAI)

• GenAI cannot be relied on for employment decision making!
• GenAI use in such decisions must be disclosed!
• GenAI cannot be used in a manner that results in the layoff of any represented employees! 
• Protections from discrimination if you are the victim of a hate crime.

MOU – Suspended Operations

• Committee to formally gather data and perceptions about Suspended Operations.

MOU – Retention Bonus

• A $750 payment on your July 25, 2027 paycheck. 

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

Not a member, but want to vote? It’s not too late!

You can join here: Join | AFSCME Council 28 (WFSE)
 

How did we get here? 

Read all the bargaining updates from this round of negotiations on our TESC landing page here.