Prepare for Labor Action

The Washington Federation of State Employees (WFSE) is promoting a statewide “Walkout with Washington for Public Services” on Monday, August 31, 2026 at 12:00 PM for planned activities on WWU’s campus as part of its campaign related to 2027–29 contract negotiations.  

Although organized by WFSE, this expressive activity may also include employees represented by other unions and non-represented employees. WFSE describes the event as a state-wide coordinated action in which participating employees use regularly scheduled break, lunch or vacation time.  

What supervisors should know:  

Concerted job actions could include walkouts, sick-outs, slowdowns, sit-ins, picketing, distributing union pamphlets, or wearing union apparel.  

Permissible activities include:  

  • Wearing union insignia (buttons, shirts, pins).  
  • Distributing union literature outside of work hours.  
  • Posting union material in designated union areas or cubicles.  
  • An employee walking out during their scheduled lunch, scheduled breaks or while on approved leave

Impermissible activities involve interference with university operations, blocking access to facilities, harassment, or intimidation.

What supervisors should do:  

  • Stay neutral.  
  • Continue your normal office or site operations whenever possible.  
  • Contact your HR representative immediately if operations are disrupted or if you have concerns.  
  • Remind staff, if needed, of attendance expectations and existing leave policies — but do not comment on union activities.  
  • As a reminder, you may share WWU’s expressive activities guide resources with your teams: Guide to Expressive Activities at Western | Western Washington University  

If an employee does not report to work or leaves without authorization:  

  • Document the absence carefully.  
  • Ensure that timesheets accurately reflect hours worked.  
  • Employees who are absent without approved leave should not be paid for missed time.  
  • If employees are on pre-approved vacation or sick leave, they should be coded and paid as usual.  
  • Employees who fail to report to work as scheduled or leave work without authorization during job actions may be subject to appropriate corrective and/or disciplinary action, please consult with Human Resources with any questions.  

What supervisors must avoid:  

Do not threaten employees with loss of jobs, benefits, or retaliation for union activity.  

Do not question employees about union activities or sympathies.  

Do not monitor (including videotaping), record, or track who participates in union-related activities.  

Do not express opinions about the union, job actions, or union-related clothing or symbols.  

 If a job action occurs:  

  • Stay calm. Do not escalate the situation.  
  • Notify HR of any work stoppages or slowdowns and before taking any action.  
  • Only intervene if:  
    • The activity disrupts the orderly operation of your office or work site.  
    • There is harassment, intimidation, or safety risks.  
    • Access to or from facilities is blocked.  
    • Document observations factually — who, what, when, where — but do not engage in surveillance, record names, or take videos/photos.  
    • Do not confront employees or attempt to break up picketing, sit-ins, or slowdowns yourself.  
    • Supervisors should not make comments supporting or opposing the action.  
  • All decisions regarding discipline, pay, or next steps must be made in coordination with HR and legal counsel.  

Note also that participation in unauthorized work stoppages or slowdowns may result in corrective or disciplinary action.  

Supervisors may communicate with union staff representatives about operational impacts, but only in consultation with HR and labor negotiators.  

If you have any questions or encounter any issues, please contact hr@wwu.edu immediately. We will coordinate with the Office of Financial Management-State HR Division and legal counsel as needed.