Hello members!

We just wanted to keep you in the loop on the coming salary threshold change associated with overtime. For 2026, only a few members will be impacted (they have been contacted), but a larger jump for 2027 is projected. This could include any members that make less than approximately $91,000 annually. With the upcoming change in overtime status any year, this could affect grants, workloads, and staffing availability. We continue to bring these to management's attention during meetings, but also wanted to make sure you were all in the loop as well. We did negate some changes in the 2025-2027 CBA in association with notice to affected members and use of exchange time after the transition (see language below). Please reach out if you have questions. The Salary Schedule can be found here and attached. 

Happy Thanksgiving!

Candace, WAFWP President

page 12 of the current CBA:

"6.2 Determination
The Employer will determine, based on the Fair Labor Standards Act, whether a position
is overtime-eligible or overtime-exempt. The employee and Association will be notified if
a change in overtime-eligible status is made to a position. The current overtime-eligible or
overtime-exempt status will be maintained, so long as that status is in compliance with the
state and federal law.
 

When the overtime eligibility of a position is changed from overtime exempt to overtime
eligible due to salary threshold designations, the employee may use any accumulated but
unused exchange time within twelve (12) months of their change in overtime status."