WFSE CBA 101

Article 6 - Hours of Work

6.3A - Employer may adjust daily work schedule up to 2 hours to avoid overtime

(Appendix B identifies job classifications that have inherent need for flexibility, not subject to this contract language)

6.3D - Work schedules may be temporarily (less than 30 days) changed with 3 calendar days' written notice (can be an email)

6.3E - Permanent schedules changes require 7 calendar days' written notice (recommend work schedule change form)

6.5 - Ensure at least 30 minutes unpaid meal period

Article 8 - Training and Employee Development

8.3 - HR provides master agreement training to supervisors; WFSE responsible for training to their shop stewards

8.5 - Approve or disapprove of education and training requests within 30 days

8.6 - Ensure record of training is documented in file or LMS

Article 10 - Holidays

• When a holiday falls on the employee's scheduled workday, that day will be considered the holiday.
• When a holiday falls on the employee's scheduled day off (Friday), the employee may request an alternate day off as his or her holiday (ex: Thursday prior)
• Must be within the same pay period - preferably within same work week

Article 15 - Family and Medical Leave

• No change from non-rep guidelines
• We/the Employer are "on notice" when employee discloses medical information
• Connect with your Sr. HRC or Tech Team HRC if unclear how to proceed

Article 17 - Miscellaneous Paid Leave

17.7 - Paid Bereavement Leave - 3 days, coded as Bereavement Leave in eTime, for death of:

• parent, step-parent, parent-in-law
• sister, brother
• spouse, state registered domestic partner
• grandparent, step-grandparent
• grandchild
• child, child-in-law, step-child

17.7E - Unpaid Bereavement Leave - total of 5 days per calendar year, coded as any accrued paid leave in eTime, for death of:

• aunt, uncle
• niece, nephew
• sibling-in-law
• first cousin
• and corresponding relatives of the employee's spouse or domestic partner

Article 22 - Drug and Alcohol Free Workplace

• All employees must report to work in a condition fit to perform their assigned duties unimpaired by alcohol or drugs.
• The use or possession of marijuana by an employee is prohibited in state vehicles, on agency premises, or other governmental or private worksites where employees are assigned to conduct official state business.
• Employes taking physician-prescribed or over-the-counter medications, including medical marijuana, must notify their supervisor of the fact that they are taking a medication and the side effects of the medication.

Article 27 - Discipline

• Similar principles to non-rep - will not discipline any permanent employee without just cause
• Corrective Action - coaching, clarify expectations, written expectations/directives
• Discipline:
• oral and written reprimands (your responsibility and authority)
• reductions in pay, suspensions, demotions, and discharges (Deputy Director's responsibility and authority)

Article 29 - Grievance Procedure

• Encouraged to resolve disputes at the lowest level possible prior to filing a grievance
• Allegation of violation, misapplication, or misinterpretation of CBA
• Shop Steward or Union Rep officially files - should be filed with HR
• Attempt informal resolution - discussions with HR/Shop Steward/Union Rep/Supervisor
• Step 2 - Hearing held with Program Manager
• Step 3 - Hearing held with Deputy Director

Article 39 - Union Activities

• OFM provides a report to WFSE every pay period - identifies new members
• With prior approval, Union stewards permitted a "reasonable amount of time" during normal working hours to conduct union business
• With prior approval, Union designated employees may be allowed LWOP or accrued leave to attend union-sponsored meetings, trainings, conferences, and conventions.
• WFSE permitted access to new employees, up to 30 minutes during regular work hours