At the end of this article, I’ve forwarded the message I previously sent to all non-represented executive staff and supervisors at FVRL, reminding them to notify the Union of any proposed changes that may affect working conditions. I chose to send this message because the Union was not receiving any notifications of changes within FVRL.
WPEA is here to remind you of what constitutes a change in working conditions!
- Changes to your wages
- Changes to your work schedule
- Any changes directly affecting your day-to-day duties or activities
In addition to this reminder, I want to take the opportunity to share the Union’s position regarding meetings with management.
We strongly advise against attending any meeting with management without Union representation, particularly given the ongoing concerns with the actions of your Executive Director and the issues we’ve encountered related to representation. If you are facing any of the following situations, please reach out to myself and the FVRL leadership team using your personal email:
- If you anticipate being coached or disciplined based on your performance.
- If your conversations with your supervisor feel one-sided or unproductive.
- If you feel unsafe or uncomfortable during the meeting.
In such cases, please request Union representation to ensure your rights are protected.
Final advice is that we strongly encourage you to take notes during all meetings, especially those where clear expectations are set for you. Document any relevant interactions to protect yourself.
Please be on the lookout for an email regarding two upcoming all-member meetings, which will be scheduled for the beginning of December.
Thank you for your attention to these important matters.
Sincerely,
Ashley Chipman
MESSAGE SENT TO FVRL MGMT
Subject: Urgent Reminder: Compliance Required Under Article 17.3 of the FVRL/WPEA Agreement
Dear FVRL HR, Managers and Supervisors,
This message serves as a critical reminder of your obligations under Article 17.3 of the FVRL/WPEA 24-25 collective bargaining agreement . As clearly stated, “changes in working conditions will be bargained with the Union prior to implementation.”
We want to emphasize that failure to comply with this requirement is not only a violation of the agreement but also a disregard for Washington state labor law. Such actions could have serious consequences and will not be taken lightly.
The WPEA expects FVRL to work collaboratively with the Union. We are watching closely and will take necessary actions to protect our members’ rights if there is any non-compliance.
If you have any questions regarding this obligation, we advise you to reach out immediately. We expect full cooperation moving forward.
Ashley Chipman
Staff Representative
360-943-1121 ext. 111
Washington Public Employees Association
