Washington Management Service bargaining expands; OFM outlines arbitration limits and timing

Jenny Sheehan returned to describe Washington Management Service (WMS) bargaining and the state interest‑arbitration process. Sheehan said a 2023 statute that took effect Jan. 1, 2024, extended collective bargaining rights to some WMS employees (generally bands 1–2) while excluding higher bands and certain managerial roles; about 359 WMS employees are currently represented, she said.

Sheehan explained that WMS bargaining is typically implemented via addenda to existing agreements and that compensation bargaining for WMS covers only band minima and maxima rather than the full pay range. She said carve‑outs also apply to certain provisions such as classification processes, grievance procedures, overtime, and layoff rules, which limits how managerial positions can be adjusted in budget reductions.

On interest arbitration, Sheehan told the committee that arbitrators act as fact finders and can craft awards using comparability, cost‑of‑living and employer financial position as criteria; Washington does not use baseball‑style arbitration. She said interest arbitration awards often result in larger wage increases than non‑interest arbitration tables, but any award still must be found financially feasible by the OFM Director and be submitted by Oct. 1. She noted practical constraints: many experienced arbitrators are retiring and arbitration dates are typically set in November with hearings held July–August to allow time for decisions.

Sheehan said mediation is required before arbitration but frequently used and can resolve many disputes before a full arbitration hearing. The committee discussed arbitration timing and the need to balance scheduling with the Oct. 1 deadline.