Community College Coalition Bargaining Updates

Voting is now open! Vote today on the employer's last best offer for a 2023-25 Community College Coalition contract.

This is a summary that highlights and explains the most significant provisions of the employer's last best offer received by the State of Washington covering the community colleges on September 21, 2022. It does not cover every article or every provision.

Summary of the Employer's Last Best Offer

Provisions of the offer: 

  • 7% across the board increases for the community college bargaining unit over the life of the two-year contract!  4% 7/1/23 and 3% 7/1/24 (see Art. 43)
  • One-time $1,000 Retention Bonus for full time employees who were employed by July 1, 2022, and who remain employed on July 1, 2023. Part-time employees will be paid a pro-rated portion based on the total number of hours in paid status between July 1, 2022, and July 1, 2023, regardless of whether they hold one or more part-time position.
  • 1 additional paid holiday
  • Shift Premium increased from $1/hour to $2.50/hour
  • Additional vacation time accrual during 1st four years of employment
  • Classification specific increases for several job classes
  • Guaranteed interviews for qualified internal promotional candidates
  • Improved Shared Leave Rights
  • Conversion process for all part-time hourly appointments to either non-permanent positions with increased contract rights or, in limited cases, temporary hourly appointments
  • Expanded telework rights
  • Stopped attempt to mandate drug and alcohol testing of employees
  • Stopped attempt to place a vaccine mandate in the contract

Below find a summary of the offer you can share with coworkers and a full version of the contract with articles that will change.

Read the offer summary

Read the full offer

MOUs, Articles, Appendices and the Closing Proposal from the State

Reduced Healthcare Premiums, Expanded FSA Benefits Through PEBB

Voting opens: Friday, 9/23 at 10:30 a.m.

Voting closes: Friday, 9/30 at 12 p.m

Eligibility: Only members can vote on this offer.

How to vote:

You can vote online or in-person at a Voting Assistance Center (VAC).

  • Online

Visit vote.wfse.org to cast your ballot. Log in with your first name, last name and your PIN. Check your spam and promotions folders.

If we do not have a personal email address on file for you, you will need to visit your Voting Assistance Center or contact the Member Connection Center to vote. See instructions below.

Click "ONLINE VOTING" below "Important Links." See screenshot below.

Visit our Voting Assistance Center to vote in person, ask questions about the employer's offer or become a WFSE member in-person. Find dates and times here.

Questions about the offer? Difficulty voting? Visit your VAC or contact the Member Connection Center (MCC) at [email protected] or 833-MCC-WFSE (1-833-622-9373).

2023-2025 Contract Bargaining Updates

Jump to 2023 Bargaining Updates

2023-2025 Contract Bargaining Dates

  • April: 27 & 28
  • May: 17, 19 & 26
  • June: 9
  • July: 14 & 19
  • August: 18 & 23
  • September: 8 & 14

2023-2025 Contract Bargaining Team

Community Colleges of SpokaneKelly Hopstad, Local 1221
Ward Kaplan, Local 1221
Carolyn Leon, Local 1221
Everett Community CollegeKimberly Crombie, Local 1020
Green River Community CollegeAmanda Clifford, Local 304
Scott Beals, Local 304
Lower Columbia CollegeTracy Stanley, Local 1400
Carol Moore, Local 1400
Peninsula CollegeTom Cline, Local 1463
Seattle CollegesDiane Ellis, Local 304
James Ellis, Local 304
Shoreline Community CollegeJames “Ric” Doike-Foreman, Local 304
South Puget Sound Community CollegeRoger Royset, Local 443
Whatcom Community CollegeDan Andreason, Local 1060
Bellevue CollegeVacant
Centralia CollegeVacant
Tacoma Community CollegeVacant

July 19, 2022, Bargaining Update

Your Community College Coalition Bargaining Team is hard at work negotiating our 2023-2025 contract.

Today, we met once again with the State. Topics discussed included:

  • Promotion opportunities for existing employees
  • Union access for new employees in and outside the bargaining unit
  • Expanding worksite protections to more of our members
  • Preventing our work from being contracted out

An update on our economic proposal

Your team continues to work toward economic advancement to build on top of the 3.25% raise and lump sum that go into effect on Monday, July 25.

What’s next

We meet with the state again Thursday, August 18th.

Remember, the 3.25% raise and lump sum are just the beginning. Take one of the actions below to support your bargaining team to ensure we win a strong 2023-2025 contract.

Send in a Picture / Quote to Support Your Bargaining Team

Share why we deserve a strong contract here: https://www.surveymonkey.com/r/c28quote. Bonus points if you're wearing WFSE Green!  

Record a Short Video

You can also record a short video to support your bargaining team. Record a video.

Share Bargaining Updates with Co-Workers

Missed a previous bargaining update or want to share progress with your co-workers? Click here: https://www.wfse.org/community-college-coalition-bargaining-updates.

Wear WFSE Green on Wednesdays

Support your bargaining team and spread the word that we are negotiating our next contract by wearing WFSE Green on Wednesdays.

Help Grow Our Union

#StrongWorksitesStrongContracts. There is power in numbers. The best way you can support bargaining is by talking to your co-workers about the benefits of our union and giving them the link to join: https://actionnetwork.org/forms/wfse-member-card

July 14, 2022 Bargaining Update

Today we met with the state and exchanged initial economic proposals related to compensation.

While the state maintains that its workforce is paramount, we feel their initial economic proposal did not take into account the reality faced by Washington workers.

In June inflation accelerated to 9.1%, the fastest pace in over four decades.

Our economic proposal

Our initial economic proposal called for substantial raises over the course of the contract that would improve the standard of living for our members and catch up on raises that should have been granted sooner.

We are now awaiting their counter-proposal.

Regarding compensation (and all the other contract articles), more details will be provided once a tentative agreement with the state is reached. Members will have an opportunity to vote on all the tentative agreements before they become contract language.

Tentative Agreement Achieved on Article 7, Hours of Work

We are happy to announce that we have reached a tentative agreement on Article 7, Hours of Work with two substantial improvements.  

For exchange time purposes, the state has agreed to track excessive hours worked for overtime-exempt employees. Additionally, we achieved a broader definition of telework that will allow more community college employees to take advantage.

What’s next

We meet with the state again Tuesday, July 19th. Between now and then your bargaining team will be hard at work looking at numbers provided by the state, discussing their findings and reviewing the state’s counter-proposals.

June 9, 2022 Bargaining Update

WFSE members in our Community College Coalition sent emails, made phone calls and lobbied our elected officials to get the state to return to the bargaining table to discuss wages before the expiration of our current contract. This was unprecedented.

The result was lump sum payments of up to $2,000 and a 3.25% wage increase that will go into effect on July 1, 2022 (these will be reflected on July 25 paychecks.) 

But we're just getting started; your Community College Coalition Bargaining Team is now in contract negotiations for our 2023-2025 contract.

Below is a summary of what has been discussed during our preliminary bargaining sessions through today.

Topics Discussed: We discussed grievance and arbitration procedures, promotions and sick time, the Shared Leave program, bargaining rights, and policies for suspended operations, telework and licensure/certification.

Compensation: Your bargaining team is unlikely to discuss compensation (Article 43) until sometime after the state’s revenue forecast is released in late June. Together, we can continue to strengthen our union as we get closer to discussions on compensation.

How you can help:

Note: make sure to take the actions below on a personal, not a work device.

  • Share Bargaining Updates with Co-Workers

Let your co-workers know they can see information about our July 25 raises and follow current bargaining updates here: https://www.wfse.org/community-college-coalition-bargaining-updates.

Every month, we welcome new hires into our community colleges. It’s critical for us to reach out and talk to our new co-workers about the value of our union, what we have achieved, and what more we can achieve together.
  • Wear WFSE Green on Wednesdays

Support your bargaining team and spread the word that we are negotiating our next contract by wearing WFSE Green on Wednesdays.

  • Share a Picture & Quote to Support Your Bargaining Team

We keep our community colleges running! Share why we deserve a strong contract here: https://www.surveymonkey.com/r/c28quote. Bonus points if you're wearing WFSE Green!  

In solidarity,

The Community College Coalition (CCC) Bargaining Team

2021-2023 Contract Bargaining Updates

Previous Cycle Final Bargaining Update-October 1, 2021 

View the CCC 21-23 Contract

Oct. 1, 2021 CCC Ratification Vote Notice

What We Secured - Wage Increase and Lump Sum Payment

  • A general wage increase: On July 1, 2022, employees under the General Service Salary Schedule will receive a general wage increase of 3.25%.


  • A lump sum payment: Effective July 1, 2022, bargaining unit employees will receive a lump sum amount of $2,000 if they were hired on or before July 1, 2022—and occupy a position that has an annual full-time equivalent of up to $99,000.00 on June 30, 2022, after all adjustments to an employee’s base salary have been completed. Base salary excludes overtime, shift differential and all other premiums or payments.

    • Hourly employees:
      • hourly employees' annual base salary shall be the base hourly rate multiplied by two thousand eighty-eight (2,088).
    • Part-time employees:
      • The amount for the lump sum payment for part-time employees will be proportionate to the number of hours the part-time employee was in pay status during fiscal year 2022 in proportion to that required for full-time employment.
    • Part-time hourly appointees:
      • Who meet the criteria of Article 5.1(A) on July 1, 2022, will receive a lump sum payment using the same calculation as other part-time employees set out above. 

Click here to download and review the agreement. (PDF) See highlighted portions. This agreement amends an existing article.

Update 5/5/22 -- See agreement that includes language regarding lump sum payments for part-time hourly appointees here

A special thank you goes out to members and staff on the bargaining team who worked tirelessly to negotiate this agreement.

Vaccine Mandate Agreement Ratified w/ 92.7% YES vote.

September 30, 2021

Members in the Community College Coalition (CCC) ratified the vaccine mandate tentative agreement (TA) detailed below with a 92.7% YES vote.

Review Highlights

Review Full Agreement

BREAKING: Colleges Agree to Bargain Wage Increase

September 16, 2021

Big news! We have received confirmation that the colleges in the Community College Coalition (CCC) have agreed to reopen negotiations for a general wage increase in 2022.
This is union power in action!
Thanks to the hundreds of CCC members who participated in the letter campaign throughout the summer.
You deserve a raise for all your hard work and sacrifice during the pandemic.
Support your bargaining team by continuing to send in pictures and quotes telling the public why we deserve this! Stay tuned for updates from the bargaining table.


Vaccine Mandate Bargaining

September 14, 2021

Your Community College Coalition bargaining team negotiated with the state over the implementation of the governor’s vaccine mandate, which requires all state employees to be fully vaccinated by October 18, 2021.

Your employer, as well as the other colleges in the Community College Coalition, will be subject to the terms of the agreement that emerges from these negotiations with our union.

(Note: You may have heard that the WFSE bargaining team for general government agencies already reached an agreement with the state over the implementation of the vaccine mandate. The terms of that agreement do not apply to your employer.)

Neither your employer nor our union has the power to change the key requirement of the governor’s mandate, that all state employees be fully vaccinated by October 18.

We do have the power to bargain over the impacts of this mandate, however, such as seeking provisions that ensure the mandate is implemented in a fair and equitable way.

We Have a 2021 - 2023 Contract!

View the CCC 21-23 Contract

September 30, 2020

The results are in. 94% voted to ratify the Community College Coalition's 2021-2023 collective bargaining agreement.  

Thank you to the elected bargaining team, member activists, leadership and staff who worked to ensure we reached a fair contract. Our solidarity makes us unstoppable.

View the agreement summary.

The agreement accomplishes the following and more:

  • Continued yearly step increases
  • Preserved 85/15 cost share of health insurance premiums
  • Does not include mandatory temporary reduction in hours (furloughs)

September 24, 2020

Negotiations have concluded and a Tentative Agreement reached between the Washington Federation of State Employees (WFSE) classified bargaining units and the State Community College Coalition. As not every article was opened it does not cover every article or every provision.  The articles that have been changed are below.

       TENTATIVE AGREEMENTS

RETURN TO TOP