Western Washington University (WWU) Bargaining Updates

Western Washington University Contract Voting Documents and Timeline

Your WWU Bargaining Team
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27-29 WWU TA highlights flyer

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See the links below for a complete copy of the TA, highlights, voting instructions, and more

Negotiation of the 2027-2029 Tentative Agreement between the Washington Federation of State Employees (WFSE) and Western Washington University (WWU) has concluded! 

As you all know, the budget deficit continues to grow and enrollment is declining, and compensation discussions were incredibly difficult as a result. While there is no additional general wage increase in the first year, we successfully fought off takeaways and have secured a reopener that will allow us to come back to the table and fight for increases in the second year of the agreement. Other significant economic wins include: 

  • Wage reopener 
  • Increases to vacation accrual 
  • Two additional leave days
  • Increases to the bargaining unit minimum wage

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

Because of these achievements, your WWU Bargaining Team recommends that you vote YES toACCEPT this Agreement! A summary and complete copy of the tentative agreement is available on the WFSE website. 

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, please visit a voting assistance center, contact a bargaining team member, or contact the Member Connection Center (MCC) at [email protected] or 833-MCC-WFSE (1-833-622-9373).

Your WFSE WWU Bargaining Team

Paul Carlson

Mariah Deady

Sarah Neugebauer

Brenda Wagar

Billy Walker

Voting Information

Voting Instructions and Timeline

  • Voting opens: Monday, September 28, 2026, at 8:00 AM
  • Voting closes: Wednesday, September 30, 2026, at 12:00 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.

Image of the member login on the voting page

How Does Our Vote Impact Our Future? 

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Learn more online here

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)

27-29 WWU TA highlights flyer

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Highlights

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

Article 44: Compensation

  • In lieu of a general wage increase, the CBA provides for a “Me too” with the General Government wage reopener in year two. Should there not be a wage increase out of the reopener, WWU will pay a $1,000 retention incentive to bargaining unit members.
  • $0.50 increase to shift premium
  • $2.00/hour increase to WWU minimum wage, from $23 to $25.
  • Employees may now use vacation or compensatory time for salary overpayments.
  • Longevity Pay: when an employee reaches 20 years of state service, they will receive a 1% pay increase; when the employee reaches 25 years of state service, they will receive an additional 1% pay increase.

Article 4 Hiring and Appointments

  • Fought back employer proposals that sought to eliminate priority hiring of internal applicants, preserving our current contract language

Article 10 Training and Employee Development

  • Additional time for steward training

Article 12 Vacation Leave

  • Increases to vacation accrual rates for years 0-13

Article 19 Miscellaneous Paid Leaves

  • A new quarterly leave day per year (two days over the life of the two-year contract)

Article 20 Leave Without Pay

  • Created a new category of LWOP to allow employees to run for public office.

Article 22 Uniforms, Tools and Equipment

  • Clarified eligibility for uniform allowances, added warehouse workers to list of eligible workers.

Article 51 Inclement Weather

  • Now allows use of sick leave in the event of inclement weather

MOU: Personal Leave Day

  • Additional personal leave day, to be used during the life of the contract

MOU: Artificial Intelligence

  • The University has committed to refraining from the use of generative A.I. in personnel-related matters.

MOU: Apprenticeship

  • The university has agreed to form a committee with the union for the purposes of developing a plan to create a trades apprenticeship program at WWU.


Your WWU 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 WWU landing page here.