Can someone give me more information about how the Employee Tuition Reimbursement Program works? It's been very difficult to find information on it online other than that it exists.
- How exactly does it work? Do program details vary from agency to agency?
- Is reimbursement guaranteed or up to agency approval?
- Is there a cap on the number of credits which can be taken?
Two questions -- any idea on timeline for hiring process? Applied April 12, interviewed yesterday. I thought it went well, they said they had more interviews this week. Any thoughts on what the timeline might be? Currently in higher education which has notoriously slow hiring processes.
Second -- contacting references. I know, getting ahead of myself. But before the interview I signed a form saying they could look into my history. But I also said no about contacting my current employer on the initial application -- current boss doesn't know I'm looking. Will they honor the no from the application or did I sign that away with the form?
Regence just failed to come to an agreement with MultiCare. Now my wife and I are having to find another new doctor in a few years and with the doctor shortage this is just a pain. I can't go with Kaiser because they won't cover my specialists. Anyone know where I can go to complain about our only two providers are Regence or Kaiser?
More big layoffs and bumping with no end in sight. Pretty clear the lessons that needed to be learned from last Spring’s rounds of this weren’t learned.
How are we doing? Is the same old gaslighting from HR and leadership making anyone else sick?
Hi everyone,
I recently interviewed for a Transportation Engineer 2 (TE2) position at WSDOT, and yesterday the hiring manager reached out saying they'd like to extend an offer! They asked me to fill out a Release of Authorization form to move forward with the next steps.
I am an international candidate and will need H1B sponsorship. I have a few questions for those who work at WSDOT or in WA state HR:
I’d appreciate any insights or experiences you can share. Thank you in advance!
Right at the top I’ll say I’ve already reached out to my union steward.
Curious, has anyone been in a situation where they knew their management was building a case against them to be terminated - or on the flip side, HR folks who have barred witness - any words of advice/things you believe should have been done differently if you could go back in time?
Currently facing a situation where the writing is on the wall… and what’s worse is that it feels like it’s been building for some time and that they’re receiving counsel from HR. I.e., the dos and donts - trying to clean up missteps on their end so they have a leg to stand on. all while trying to remain the “nice guy”. Ive been reassured everyone is being held under the same lens… i don’t think thats the case.
Words of wisdom appreciated
I have an interview next week with the Department of Labor and Industries for an Entry Level IT Applications Developer role. Does anyone have any tips for the interview? Any general advice or things I should know even beyond that with regards to working for the state, L&I, etc?
I applied for a position that was originally FT perm. Recently informed the position is now a non perm not to go past Dec 2026. What are some reasons why the role would change to a non perm? Is it even worth continuing with the hiring process in this role or should I keep applying to other positions?
I am looking to find resources to assist in a DFR issue. Our group is small and not associated with a larger group to lean on for support.
The group for which I am a member has been operating without bylaws or holding elections, collecting dues without dues forms, paying leadership for bargaining without a formal budget or providing members access to full financials, agreeing to language without presenting to members for ratification, and more.
Multiple members have presented these concerns to both group leadership and our employer. The employers says its internal business figure it out. Leadership has loosely communicated with individuals but has outright refused to answer questions or hold meetings. For context the group has operated “informally” for over a decade with the same leadership. Who have openly stated their preference to operate as such supersedes the law and rights of members.
Where do the members trying to rectify these concerns go next?
Hello!
I’m currently employed at a state agency and I just finished my MA in Econ less than 6 months ago. I’ve been looking at postings but there doesn’t seem to be anything explicit in my field.
I’m hoping to learn a little more about relevant job titles that would be looking for a master’s degree like mine in the qualifications and what other qualifications would be helpful (certs in tableau, python, power BI, etc). Agencies to keep an eye on would be great, also.
Please note- a lot of folks tend to conflate economics and accounting… I would really prefer to stay away from accounting work. I’m down with budget, projections, research, etc. I’ve done state accounting jobs so I have some background, but I don’t want to pursue that as a career.
Regence and Multicare failed to reach an agreement by 5/10 for Multicare to remain in network for providers on Thurston, Grays Harbor and Yakima. HCA earlier said this impacts 17,000 PEBB/SEBB members. If they fail to reach a deal, this will be really stressful for my family. It will also move one of the two hospitals in Thurston County out of network.
Regence:
Has anyone been retaliated against by management because they went to HR about working out of class?
We got through by phone today and got continuity of care set up for both me and my spouse. I need it for just my PCP but my spouse needs it for at least a couple of specialists as well, as they are mid-test for some possibly serious issues.
Regence said they'd send a letter confirming the continuity of care and it would be into August, so that gives us time to find more specialists if we need to.
I was torn between ticked off about not having good healthcare choices in an area where so many state employees live, and thinking maybe it's time to move north. Then realized I can do both at the same time!
Anyway, call and get your continuity of care set up! Then get your providers set up as soon as you can.
I established a PERS2 plan in 2023 when I became a state worker & transfered my 401k balance into the DCP account at that time. As of next month my contribution to DCP will increase from 9 to 10%. Im just not sure if Im contributing enough... I'm a late saver & didn't start saving to 401k till I was in my mid 30s, & am a little self conscious of where Im at compared to other State Workers. How did you decide what percentage to set aside, & why?
As of right now I'm 43 with 115k in DCP, its a bit below average, but that average doesnt take into consideration the pension plan... *feeling like Bill the Cat*
Our building is having the roof replaced. We work directly under it. The construction crew is blasting music and making so much construction noise (valid, we gavw no problem with thwm doing their job) all day. HR told us to use noise canceling headphones. We told them the noise is coming through the noise canceling and/or earplugs.
We are general service positions, but we aren't union classified.
I have a reasonable accommodation, but my supervisor won't let me use it.
We can't think or focus and I am on the verge of a panic attack.
I've been reading through the WA state workers right information and haven't found anything. If anybody could point me in the direction of a definition of reasonable working conditions or anything else that might help, I'd greatly appreciate it.
Thank you,
Wow this new WATech AI training - responsible AI for public professionals: using generative AI in government - is so intensely pro-AI!
Why would this be the approach? Like did someone’s cousin get the contract?
Has anyone received a communication record before? I received a communication record for a high case load. Mind you my supervisor is worthless. Should I be worried about being fired? I have been with the state 6 years
We work 💯 remote and when I logged into work Monday morning I found out my immediate supervisor and her boss (Director) traveled out of state together for the entire week for a conference. They seem to have notified everyone else in our Division but me. Am I out of line for emailing my supervisor about this and asking if she would let me know in advance in the future?
This isn’t the first time she’s done this, but she’s not out very often and it’s usually just a day or two. This lack of communication frustrates me though, and I’d like to know when she’s going to be out for an extended period in advance so that I am prepared. Since it’s happened more than once, I felt like it’s reasonable for me to email her and politely request this communication in the future.
She replied with a very defensive email and basically made it look like my fault because we agreed to cancel our weekly meeting due to me being really busy. She said she informed the other two team members during their 1:1 meetings and since I didn’t have time to meet, that’s why she didn’t tell me.
First of all, she usually initiates the offer to cancel those weekly meetings more often than I request it. And if I request it I always preface it as only if you don’t have anything to discuss.
Second of all, there’s no reason why she can’t shoot me an email or Webex message to let me know. She remembered to physically cancel Monday’s weekly meeting on the calendar but gave no reason. It kinda feels deliberate.
But now I’m all in my head about it and feel like I did something inappropriate and I’m going to get in trouble for what my supervisor obviously perceives as being confrontational. I know our Director will always back her up no matter what. I feel like this should not be an offense that leads to a write up or discipline or something, but when people in power feel challenged or threatened, they sometimes assert their authority and want to make sure you know who is in charge.
Even if they don’t mention it again, I am paranoid that they are angry and will now look for any reason to target me in the future, even though I’ve worked there 25 years and have a very strong work ethic and have never been in trouble.
Just want to give a huge shout out to those who had to live through the Deputy AD of OEDC’s reign of terror. Congrats on his departure. And sorry to those who had to deal with him, he was a piece of work. The group that got him should be terrified. That is all!