Your agreement and your employment
Understand the difference between rights negotiated for the bargaining unit and extra benefits provided only to eligible union members.
If you are in an eligible bargaining unit, leaving WEA does not remove you from the existing collective bargaining agreement. The exclusive bargaining representative is required by RCW 41.59.090 to represent all employees in the unit without regard to membership. For classified public school employees, a separate Washington collective-bargaining statute applies; RCW 41.56.240 describes representation rights in that context.
Negotiated pay and salary schedules, hours, leave, assignment language, seniority where applicable, grievance procedures, evaluation safeguards, and other working conditions apply according to your agreement.
Look up your agreementExclusive bargaining duties apply regardless of membership, including fair handling of matters in the union's exclusive sphere. A union need not win every grievance or take every case to arbitration.
Representation guideEmployment-related rights may arise from Washington statutes, anti-discrimination law, collective bargaining agreements, state employee benefits and other applicable rules.
Official resource directory| Subject | What usually remains | Important limit |
|---|---|---|
| Bargained wages and benefits | Contract terms apply to all employees in the bargaining unit. | Exact terms depend on the CBA and position. |
| Grievance representation | The union owes a duty of fair representation in its exclusive bargaining role. | The union can make rational, good-faith case decisions; not every grievance proceeds to arbitration. |
| Personal grievance presentation | RCW 41.59.090 allows an employee to present a grievance directly to the employer under stated conditions. | Union must have an opportunity to be present, and resolution must not conflict with the CBA. |
| District workplace insurance | RCW 28A.400.370 requires coverage in particular school safety/discipline circumstances. | Not an unlimited substitute for separate educator liability or personal employment counsel. |
| SEBB and public retirement | Generally based on employment and statutory eligibility, not WEA dues. | Hours, position, hiring and plan rules still govern eligibility. |
| Individual union attorney / EEL insurance | May be available only while eligible for member benefits. | Policies, specific events, dates and state rules determine coverage. |
| Union democracy | Nonmembers may still speak as citizens and participate in public processes. | Internal voting, elected union offices and members-only activities may require membership. |
Keep written responses and do not miss contractual, administrative, or legal deadlines while waiting for a response. A current discipline investigation, nonrenewal or licensing action warrants prompt qualified advice.
Read your CBA first. Follow its specified timelines and notify your exclusive bargaining representative where required.
Find contractWashington's Public Employment Relations Commission has information and forms for qualifying unfair labor practice complaints, including union representation disputes.
PERC filing resourcesFor discrimination, dismissal, workplace injury or licensure issues, use the applicable agency and consider independent labor/employment counsel.
More official resources