ECONOMIC WINS & WORKING CONDITIONS
A member calls and says: "I noticed my paycheck went up this period - did something change?
ANSWER: Confirm the wage scale increase tied to their cumulative hours. Frame it as a scheduled, negotiated raise, not a one-time bonus.
STATEMENT: Because you stand with the union, we secured raises every six months for the next two years - so you don't have to wait years to see progress. And if a scheduled increase ever doesn't show up on your paycheck, the union is here to help make sure it gets corrected. We appreciate you standing with the union - wins like this only happen because caregivers stick together.
QUESTION: A member says: "I submitted my timesheet for a shift I worked, but CDWA rejected the hours and I don't understand why. I know I worked those hours."
ANSWER: Since the caregiver has already attempted to resolve this directly with CDWA and it wasn't successful, the rep's role now is to gather all the relevant details from the member (date, hours claimed, reason given for rejection, who they spoke with) and document and escalate this to the appropriate team on their behalf. Avoid naming internal process steps (like "grievance" terminology) to the member — keep the language simple and focused on what the union is doing to help.
STATEMENT: Because you stand with the union, you don't have to keep pushing on this alone - I'll document everything you've shared and escalate it to the right team, so we can look into it and make sure your rights under your contract are protected. Thank you for bringing this to us - this is exactly the kind of thing we're here for.
QUESTION: A member asks: "If I work overtime, does my differential still count, or is overtime just my base rate times 1.5?"
ANSWER: Explain that overtime is calculated on the caregiver's full regular rate of pay — which already includes any applicable differentials (certification, AHCAS, etc.), not just the base wage. So overtime pay is higher for a caregiver with differentials, not diluted.
STATEMENT: Because you stand with the union, your overtime is calculated on your full regular rate - including your differentials - so your extra qualifications keep paying off even on overtime hours. That's not automatic - it's something your union negotiated into this contract specifically for caregivers like you. If you ever see overtime calculated without your differential included, the union can help make sure it's corrected. That protection exists because caregivers stood together to negotiate it.
QUESTION: A member asks: "Why do I only pay $25 a month for healthcare - is that a mistake?"
STATEMENT: Thanks to caregivers like you, we kept healthcare affordable - even as costs rise nationally, your union secured an employer contribution that keeps your share low for comprehensive coverage for you and your family. This is what standing together, caregiver by caregiver, made possible.
QUESTION: A member just passed their Home Care Aide certification exam and asks if anything changes for them.
ANSWER: Confirm the automatic $0.25/hour certification differential added to their base wage.
STATEMENT: Because you stand with the union, certification adds twenty-five cents an hour to your wage automatically - your credential isn't just recognized, it's paid. If that differential is ever missing from your check, the union can help make sure it's added. Congratulations, and thank you for standing with us - your effort and our union's advocacy made this happen together.
A member asks: "Why is my mileage reimbursement capped? I drive a lot between appointments."
ANSWER: Explain that mileage reimbursement is capped per consumer/client, not per caregiver overall — the maximum is set by DSHS through the client's individual assessment and care plan, based on that client's authorized needs (such as essential shopping or medical trips). The standard cap is 110 miles/month per consumer, increasing to 130 miles/month starting July 1, 2026. This is not a flat guarantee every caregiver automatically receives — it depends on what's authorized in the specific client's plan of care.
STATEMENT: Because you stand with the union, we negotiated an increase in the mileage cap to 130 miles per month, per client, starting July 2026. That's the maximum DSHS can authorize based on your client's care plan - so if you're driving a lot for one consumer, that authorized mileage is protected and reimbursed fairly. Wins like this happen because caregivers spoke up together - thank you for being part of that.
QUESTION: A member calls worried because they were told their background check results triggered a Character, Competence, and Suitability (CC&S) Review, and they don't know what that means or how long it will take.
ANSWER: Explain the CC&S Review process (CBA Article 26.1): CDWA must complete the review within 7 business days of receiving all necessary information, including fingerprint results and rap sheets. Reassure the member this is a standard review step, not an automatic negative outcome, and that they'll receive timely, accurate information about their status.
STATEMENT: Because you stand with the union, this review has a clear timeline built into your contract - CDWA has to complete it within 7 business days once they have everything they need, and the union is available to check in on that timeline with you if it ever runs long. We appreciate you reaching out - staying in touch with us is how we keep each other protected.
A member asks: "How much PTO do I actually earn for the hours I work?"
ANSWER: Explain the accrual rate: 1 hour of PTO for every 23 hours worked, accruing up to a cap of 140 hours.
STATEMENT: Because you stand with the union, you earn one hour of paid time off for every twenty-three hours you work - real, accruing time off built right into your contract. We appreciate your support of the union - because we're all in this together, caregivers like you were able to help win that.
QUESTION: A member heard about a program that gives free shoes and wants to know how it works.
ANSWER: Explain Caregiver Kicks - a free pair of safety shoes every 12 months after meeting work-hour requirements. Redirect to SRT Max or Magnacare
STATEMENT: Because you stand with the union, we created the Caregiver Kicks program - a free pair of safety shoes every 12 months. It's one more way your union protects your health and safety at work, and we're here to help you get what you're eligible for. We appreciate you standing with us - that's how programs like this get built.
QUESTION: A member heard advanced training "stacks" on top of certification pay and wants to know what that means.
ANSWER: IMPORTANT - this specific $0.25/hour advanced training differential only applies to caregivers who completed the Training Partnership's advanced training course offered before December 31, 2016 - it's a legacy provision, not something a caregiver can newly enroll in today. Do not tell a current caregiver they can "go take advanced training now" to earn this exact differential. If they're asking how to earn a similar stacked differential today, redirect them to AHCAS/ABHCAS, which pays $0.75/hour and stacks on certification.
STATEMENT: Because you stand with the union, wage differentials can stack on top of each other - certification, and where you qualify, specialist training - so your extra expertise is reflected directly in your hourly rate. Let's check exactly which differentials you're eligible for today. We appreciate you asking - checking together is how we make sure you get everything you've earned.
QUESTION: A member worked on Memorial Day and wants to know if they're paid differently for it.
ANSWER: Confirm holiday pay at time-and-a-half applies to hours actually worked (up to 8 hours/day) when the caregiver is assigned by their client to work that recognized holiday — it's not a payout for holidays the caregiver didn't work. IMPORTANT DATE CAVEAT: Memorial Day only joins the recognized holiday list effective July 1, 2026. A Memorial Day worked before that date falls under the earlier 3-holiday list (Independence Day, New Year's Day, Labor Day) and would NOT qualify for holiday pay. Always confirm which Memorial Day (which year) the member is asking about before answering.
STATEMENT: Because you stood with the union, we added four more paid holidays. Starting July 2026, you'll have six - more time to rest, be with family, and still get paid, with your union standing behind that pay if it's ever missed. Thank you for standing with your fellow caregivers - that's how wins like this get made.
QUESTION: A member received an overpayment notice for $180 and is panicking, thinking the full amount will be taken from their next check.
ANSWER: Explain that because this overpayment is above $50, they're entitled to a repayment plan that defaults to 5% of pay (which they can choose to pay off faster), with no interest charged, and the right to grieve the overpayment if they disagree. Note: overpayments of $50 or less default to a one-time repayment rather than an ongoing plan - the 5% default is specific to amounts above $50.
STATEMENT: Because you stand with the union, if you're ever overpaid, you're not left to figure it out alone - you get a fair repayment plan, usually just 5% of your pay, with no interest charged, options to adjust your payments, and the right to grieve it if you think it's wrong. Your union negotiated all of that so an overpayment doesn't put you in a financial bind. That protection exists because caregivers stood together to win it.
QUESTION: A member is leaving CDWA and wants to know if their unused PTO gets paid out.
ANSWER: Explain the PTO cash-out provision: upon voluntary or involuntary termination, layoff, or deactivation, a caregiver may request a cash-out of accrued PTO on the next feasible payroll date, and the Employer is required to notify them of this option.
STATEMENT: Because you stand with the union, your unused PTO doesn't just disappear when you leave - you can request a cash-out, and your employer is required to let you know that option exists. Thank you for standing with the union - protections like this are what caregivers build together.
QUESTION: A member notices money going into a retirement account they've never touched and asks what it's for.
ANSWER: Explain the Secure Retirement Trust: the Employer contributes per hour worked, and the rate increases in tiers based on the caregiver's cumulative career hours - it's not a flat rate for everyone. A caregiver with more career hours earns a higher per-hour contribution than someone newer.
STATEMENT: Because you stand with the union, we secured employer contributions into a retirement trust - your future is supported with every hour you work, and that contribution grows the longer you stay in this work. Retirement security isn't optional, it's negotiated - and it's negotiated because caregivers came together to demand it.
QUESTION: A new caregiver says they feel overwhelmed and alone in their first few months on the job.
ANSWER: Introduce the peer mentoring program - mentors help with problem-solving and exam prep, and are paid directly by SEIU 775, not the employer.
STATEMENT: Because you stand with the union, you don't have to figure this out alone - our peer mentoring program connects you with an experienced caregiver who's been where you are. That's what standing together looks like, from your very first months on the job.
QUESTION: A caregiver with 15 years of experience asks why their pay just increased even though their day-to-day duties haven't changed.
ANSWER: Explain that wage steps are tied to Cumulative Career Hours (CCH), not job title - long-term caregivers move up the wage scale automatically as hours accumulate.
STATEMENT: Because you stand with the union, your experience is recognized in your pay - the more hours you've worked, the higher your wage step, automatically, under our negotiated scale. If your step ever looks off, the union can help you verify it. We appreciate every hour you've put in - it's caregivers like you, together, who made this scale possible.
QUESTION: A member's background check renewal is delayed for reasons outside their control, and they're afraid they won't be allowed to work.
ANSWER: Explain that if their background check isn't completed within two years of their previous one, and they haven't received written notice that they're no longer permitted to work, they can continue working and being paid - the delay itself doesn't automatically stop their paycheck. This protection is tied specifically to that two-year window, not an indefinite grace period, so it's worth confirming where they stand in that timeline.
Statement: "Because you stand with the union, a delay in your background check doesn't automatically stop your paycheck — you keep working and getting paid unless you're formally notified otherwise. And if anything about this delay doesn't feel right, the union is here to look into it with you and make sure that protection is actually being honored."
QUESTION: A member says: "I hit some kind of PTO cap and it looks like I stopped earning more - is that a mistake?"
ANSWER: Not a mistake - explain the 140-hour accrual cap. Once a caregiver reaches the cap, they stop accruing additional PTO until they use some of their balance. The Employer is required to notify the bargaining unit quarterly about the cap and the fact that unused balances above it won't keep growing.
STATEMENT: Because you stand with the union, the PTO cap and how it works is spelled out clearly in your contract - and your employer has to remind you about it quarterly, so you're never caught off guard by it. We appreciate you asking - staying informed together is how we hold this contract accountable.
QUESTION: A member is nervous that upcoming required training will cost them money out of pocket.
ANSWER: Explain the Training Partnership covers initial certification and testing fees, including a caregiver's first certification renewal and re-testing if needed, and members are paid their regular rate for hours spent in required or voluntary training. This isn't an unlimited benefit for every future renewal indefinitely - it's targeted at the points where caregivers need it most.
STATEMENT: Because you stand with the union, your training and exam costs are covered where it matters most - getting certified and your first renewal - and you're paid for the time too. We appreciate you being part of this - it's caregivers together who keep this fund strong.
QUESTION: A member registered on Carina asks how that referral registry actually helps them get more hours or clients.
ANSWER: Explain Carina as the union-negotiated referral service connecting IPs with new clients, and that the employer is required to promote it to members seeking more hours.
STATEMENT: Because you stand with the union, Carina exists to help connect you with clients who need care - and your employer is required to make sure you know about it if you're looking for more hours. The union helped negotiate that requirement so you're not left to find it on your own. That's what happens when caregivers stand together.
QUESTION: A member calls upset: their paycheck was short again — this has happened before and no one explained why. They say they're thinking about quitting.
ANSWER: De-escalate first, resolve the pay discrepancy, then explain the late payment fee and interest protections that apply if it isn't corrected in time (CBA Article 12, Section 12.5 — Late Payment Fees and Damages). Fees are tiered by amount unpaid, ranging from $25 to $65 per pay period until paid, plus 12% annual interest if late for two or more pay periods and total interest exceeds $10. Close by connecting this pattern of advocacy back to the member's own value to the union.
STATEMENT: Because you stand with the union, late or inaccurate pay isn't something you just have to accept - there are fees and interest built into your contract when this happens, and the union is here to make sure this gets documented and escalated to the appropriate team for further review. Thank you for staying with us through this - together, that's how we hold the contract accountable.
QUESTION: A member calls distressed — their client has been verbally abusive during a shift and made them feel unsafe. They left early and are now afraid of losing pay, facing retaliation, or being blamed for leaving.
ANSWER: This is a Health & Safety issue (CBA Article 27). De-escalate emotionally first — this is a distressing situation, not just a policy question. Then reassure the member: they have the right to leave immediately if they believe their safety is at risk. If they acted reasonably and promptly reported the incident, they're entitled to be paid for their entire typical shift, including travel time and miles they would have received had the shift been completed as scheduled. The employer cannot terminate, reduce pay, or deny future assignments because a caregiver requested reassignment due to abusive conduct — that's explicitly protected, not something they need to worry about. Document the incident thoroughly and make sure they know reporting is protected, not risky.
Statement: "Because you stand with the union, your safety comes first — you have the right to leave a situation that threatens it, and if you acted in good faith and reported it, you're protected on your pay and protected from retaliation for speaking up. The union is here to help make sure that protection is honored. We appreciate you speaking up - that's how caregivers protect each other."
QUESTION: A member says: "I have my Home Care Aide certification, and I also just found out I'm AHCAS-eligible for my client. How much extra should I be seeing on my paycheck in total?"
ANSWER: Walk through the math: the certification differential ($0.25/hour) and the AHCAS differential ($0.75/hour) stack together, since AHCAS eligibility already assumes the caregiver holds a valid certification — total $1.00/hour above their base wage.
Statement: "Because you stand with the union, your certification and your AHCAS status both add to your base wage — that's a full dollar an hour extra, stacked together, because your union negotiated each of these differentials separately. Let's check your pay stub together to make sure both are reflected."
QUESTION: A caregiver planning to make this a long-term career asks a combined question: how healthcare covers their family, whether retirement actually grows over time, and if investing time in training is worth it.
ANSWER: Weave all three benefits into one holistic answer - show how they compound over a career: affordable healthcare backed by a negotiated employer contribution, retirement contributions that increase in tiers with cumulative career hours, and training/certification costs covered at the points that matter most (initial cert).
Redirect to Magnacare and Milliman for further questions
STATEMENT: Because you stand with the union, this isn't just one benefit - affordable healthcare, a retirement trust that grows the longer you stay, and training costs covered right when you need them all work together the longer you build your career here, with your union staying involved at every step to make sure you're getting what you've earned. Thank you for standing with us - together is how we built all of this.
QUESTION: A member with a mixed work history - some hours from a home care agency before becoming an Individual Provider, some current IP hours - wants to know how it all counts toward their wage step, and whether they can stack multiple differentials at once.
ANSWER: Explain that verified prior agency hours can be credited toward their wage step with proof of hours. Accuracy matters - don't guess, offer to verify their specific numbers
STATEMENT: Because you stand with the union, your prior caregiving experience can count toward your wage step once verified, and every differential you actually qualify for stacks on your pay - let's go through your work history to make sure nothing you've earned gets missed. We appreciate your patience with this - getting it right, together, is worth it.