Published: September 8, 2015

Our SEIU Homecare Bargaining Team has reached an exciting tentative agreement with the State that increases wages and benefits, advocates for quality consumer services, and strengthens Oregon’s homecare system. We are proud of the work our members have done to make improvements for both workers and our consumers.

We couldn’t have done this without homecare providers standing strong together in our union. Providers made this possible by being members of our union, volunteering, writing emails, going to the State Capitol and advocating for Oregon families.

Members will be voting to approve this agreement over the next month. Our union will be calling you soon to talk through these details and how we as members can vote to implement our contract victories. Make sure to pick up the phone and talk through how we make this happen.

To read more about the Contract Settlement Details, click on your category:

For An Overall Contract Agreement Summary, please visit: https://seiu503.org/member_news/homecare-workers-win-15-and-consumers-win-quality-care-improvements/


Homecare Workers
Contract Settlement 

Our member-elected 2015 SEIU Homecare Bargaining Team is incredibly proud of what we have been able to accomplish in the 15 years since we formed our union.  We did this together—by being members, volunteering, being active, paying our dues, writing letters, making calls, showing up to the State Capitol — and we have made our lives and the lives of Oregon’s’ Seniors and People with Disabilities better.

In 2013 our base wage was $10.20/hr—in 2017 our base wage will be $14.50 with an opportunity for $15/hr with a new training certification differential.  In 4 years, that’s up $4.80/hr and more than a 47% increase! We now have some of the best union contract standards for our wages, benefits, and homecare services in the entire country.  And we’re not stopping.

Read below for more details of the new Contract Settlement and stay tuned. Our union will be calling you soon to talk through these details and how we as members can vote to implement these new wage and benefit wins.

 ***Wage Increases***

  • 1/1/16 base pay increases to $14.00/hr
  • 2/1/17 base pay increases to $14.50/hr
  • 1/1/17 new training certification differential of $0.50/hr (see below)

***Change in Pay Dates***

Please note that there is going to be a new voucher and changes in how and when we are paid.  The State prioritized changes to our payroll systems and timelines—both due to legal reasons and also efficiency needs.  We know change isn’t fun, but it gave us an opportunity to fight for – and win – our path to $15.
Effective 1/1/16, pay periods will be the 1st through the 15th and the 16th through the last day of the month.  We will have 3 business days to submit timesheets and paychecks will be issued 8 business days after submission deadline.

 ***New Training Certification Differential to Receive $15***

We are excited about the brand new Training Differential that creates a pathway to $15/hr. Effective January 1, 2017, you will be eligible to receive $.50/hr in addition to your base rate if you complete the Professional Development Certification requirements.   The Professional Development requirements include a specific set of competency based trainings and current First Aid/CPR Certification. Visit the State’s training website today for more information on the Professional Development Certification requirements and to register for free, paid trainings at http://www.oregon.gov/dhs/spd/Pages/adv/hcc/training.aspx

 ***Other Important Information for Live-In Providers Only***

Fair Labor Standards Act (FLSA).  It took over 70 years, but live-in care providers like us will soon have the same legal protections most American workers enjoy, such as being paid for all hours worked and earning at least minimum wage.  Some aspects are still being worked out in the courts, specifically overtime pay (time and a half pay for work beyond 40 hours/week), but we have made some big strides in the meantime.

  • We secured that we must be paid for the hours we’re required to work and ensured that our average rate is at least minimum wage. These new standards are going to represent a significant pay increase for many of us who were required to work many unpaid hours at less than minimum wage.

Please note that homecare workers will only be designated as live-in providers if they are serving consumers who have been determined eligible for live-in services by the State.

Effective 1/1/16 live-in providers will be:

  • Paid Oregon minimum wage, plus any applicable differentials. Before our combined rates for wages put us at below minimum wage;
  • Paid for at least 16 hrs/day, a significant increase from the current 9 hrs/day average
  • May receive up to 3hrs per 24hr period for care during consumer sleep hours (may be paid more than 19hrs/day only in emergency situations
  • Paid in 15 minute increments for services provided during our consumer’s normal sleep hours,
  • If 2 live-in providers are providing services to 1 consumer, the hours and pay will be divided on a pro rata basis
  • If a live-in provider is serving 2 or more consumers in the same household, they will receive no more than 16hrs/day and up to 3hrs/day for services provided during normal sleep hours (hours will be prorated across consumers.)

For An Full Overview of the Homecare Worker Contract Agreement Summary, please visit: https://seiu503.org/member_news/homecare-workers-win-15-and-consumers-win-quality-care-improvements/

 


Personal Support Workers
Contract Settlement 

Our member-elected SEIU Homecare Bargaining Team is incredibly proud of what we have been able to accomplish in the 4 years since we formed our union.  We did this together—by being members, volunteering, being active, paying our dues, writing letters, making calls, showing up to the State Capitol — and we have made our lives and the lives of Oregon’s’ Seniors and People with Disabilities better.

In 2011, our base wages were around minimum wage and we had no access to healthcare, paid time off or other benefits through our care providing work.  Now, we are on a pathway to a $15/hr wage.  We have won healthcare, dental, vision, and now paid time off — all while protecting and significantly expanding funding for the services for the people we care for. In union, we are part of over 20,000 care providers across the state making sure decision makers hear our voices and do what’s right.

Read below for more details of the new Contract Settlement and stay tuned. Our union will be calling you soon to talk through these details and how we as members can vote to implement these new wage and benefit wins.

 ***Wage Increases***

  • 1/1/16 base pay increases to $14.00/hr
  • 2/1/17 base pay increases to $14.50/hr
  • 1/1/17 new training certification differential of $0.50/hr (see below)
  • For providers already making over the base wage, we will also receive two 1% Cost-Of-Living Adjustments (COLAs) 1/1/16 and again on 2/1/17. 

***Payroll System Changes***

The State prioritized changes to our payroll systems—both due to legal reasons and also efficiency needs.  We know change isn’t fun, but it gave us an opportunity to fight for – and win – our path to $15.

The State wanted to require all providers to use the online timesheet system eXPRS immediately. We were able to get this requirement delayed until July 2016 to give more time for training. Also knowing that not all providers have access to the internet, we won language that workers without access to the internet will continue to have a way to submit paper timesheets.

***New Training Certification Differential to Receive $15***

We are excited about the brand new Training Differential that creates a pathway to $15/hr. Effective January 1, 2017, you will be eligible to receive $.50/hr in addition to your base rate if you complete the Professional Development Certification requirements.   The Professional Development requirements include a specific set of competency based trainings and current First Aid/CPR Certification. Visit the State’s training website today for more information on the Professional Development Certification requirements and to register for free, paid trainings at http://www.oregon.gov/dhs/spd/Pages/adv/hcc/training.aspx

For An Full Overview of the Homecare Worker Contract Agreement Summary, please visit: https://seiu503.org/member_news/homecare-workers-win-15-and-consumers-win-quality-care-improvements/


Personal Support Workers Independent Contractors
Contract Settlement 

Our member-elected 2015 SEIU Homecare Bargaining Team is incredibly proud of what we have been able to accomplish in the 4 years since we formed our union.  We did this together—by being members, volunteering, being active, paying our dues, writing letters, making calls, showing up to the State Capitol — and we have made our lives and the lives of Oregon’s People with Developmental Disabilities better.

In just 4 short years, we have won wage increases never thought possible, healthcare, dental, vision, and now paid time off—all while protecting and significantly expanding funding for the services for the people we care for. In union, we are part of over 20,000 other care providers across the state making sure state decision makers listen and do what’s right.

Read below for more details of the new Contract Settlement and stay tuned. Our union will be calling you soon to talk through these details and how we as members can vote to implement our contract victories.

Where did we start?

The State’s opening proposal was to eliminate the Personal Support Worker Independent Contractors (PSW-IC) category that you belong to. This would have moved all current providers into the broad Personal Support Worker (PSW) category with a base rate of $13.75/hr (starting in July 2015) and resulting in up to a 40% reduction for some providers. We were clear with the State that this was beyond unacceptable and we would not settle a contract with rate cuts for current providers.

With the strength of our union behind us, and after months of fighting back we made significant progress for workers as well as the people we serve:

Transition Details

The State’s initial goal was to eliminate the PSW-IC category upon settlement of the contract and have current providers transition into the broad PSW category. We didn’t believe this provided adequate time or an identity for current providers, and we pushed back to win a pathway that provides options and a reasonable timeline for PSW-IC providers

PSW-ICs will have a window between January 1 and March 31, 2016 to transition into becoming a PSW-Specialist or to pursue other options like becoming a Provider Organization.

PSW Specialist

  • We won the creation of a new title of “PSW Specialist”
  • To transition to a PSW Specialist, providers will need to enroll with the Fiscal Intermediary TNT as an employee for tax purposes.  The State will then become responsible for paying the employer portion of the FUDA, SUDA, Medicare, Social Security and associated taxes.
  • Providers do not need to complete any additional training to qualify as PSW Specialists.
  • The State will also not require PSW Specialists to carry liability insurance.

Provider Organization

  • During the months of October and November ODDS will host trainings across the state with more information on becoming a Provider Organization for those interested in pursuing that path.  The trainings will include information on the process to become a PO, the rate structure and other pertinent information.

Provider Rates:

We defeated the State’s proposal to roll back PSW-ICs to a $13.75/hr base rate. All PSW-ICs will be grandfathered in at their current rate, even if they take on new consumers in the future.

Furthermore, providers will receive a 1% raise on January 1, 2016 and another 1% raise on February 1, 2017.  This is a huge victory given the State’s initial proposal to cut rates by up to 40%.

Looking to the Future

We still have work to do! Luckily, bargaining is not the only tool in our toolbox.  We can still fight and organize around our issues outside of the bargaining table.  But in order to win on this, we need providers like you to stand together with our union. The most important way you can show your support is by becoming a member of our union.  Strength in membership is the first way we show the State that we are united to make improvements for ourselves and our consumers.

For An Full Overview of the Homecare Worker Contract Agreement Summary, please visit: https://seiu503.org/member_news/homecare-workers-win-15-and-consumers-win-quality-care-improvements/


Personal Support Workers Over 50 Hours
Contract Settlement 

Our member-elected SEIU Homecare Bargaining Team is incredibly proud of what we have been able to accomplish in the 4 years since we formed our union.  We did this together—by being members, volunteering, being active, paying our dues, writing letters, making calls, showing up to the State Capitol — and we have made our lives and the lives of Oregon’s’ Seniors and People with Disabilities better.

In 2011, our base wages were around minimum wage and we had no access to healthcare, paid time off or other benefits through our care providing work.  Now, we are on a pathway to a $15/hr wage.  We have won healthcare, dental, vision, and now paid time off — all while protecting and significantly expanding funding for the services for the people we care for. In union, we are part of over 20,000 care providers across the state making sure decision makers hear our voices and do what’s right.

Read below for more details of the new Contract Settlement and stay tuned. Our union will be calling you soon to talk through these details and how we as members can vote to implement these new wage and benefit wins.

 ***Wage Increases***

  • 1/1/16 base pay increases to $14.00/hr
  • 2/1/17 base pay increases to $14.50/hr
  • 1/1/17 new training certification differential of $0.50/hr (see below)
  • For providers already making over the base wage, we will also receive two 1% Cost-Of-Living Adjustments (COLAs) 1/1/16 and again on 2/1/17.

***Change in Pay Dates***

Please note that there is going to be a new voucher system and changes in how and when we are paid.  The State prioritized changes to our payroll systems and timelines—both due to legal reasons and also efficiency needs.  We know change isn’t fun, but it gave us an opportunity to fight for – and win – our path to $15.

The State wanted to require all providers to use the online timesheet system eXPRS immediately. We were able to get this requirement delayed until July 2016 to give more time for training. Also knowing that not all providers have access to the internet, we won language that workers without access to the internet will continue to have a way to submit paper timesheets.

***New Training Certification Differential to Receive $15***

We are excited about the brand new Training Differential that creates a pathway to $15/hr. Effective January 1, 2017, you will be eligible to receive $.50/hr in addition to your base rate if you complete the Professional Development Certification requirements.   The Professional Development requirements include a specific set of competency based trainings and current First Aid/CPR Certification. Visit the State’s training website today for more information on the Professional Development Certification requirements and to register for free, paid trainings: http://www.oregon.gov/dhs/spd/Pages/adv/hcc/training.aspx

*** New Regulations around Total Hours Worked***

New policy changes outside of contract negotiations are being rolled out by the Oregon Department of Human Services Office of Developmental Disabilities Services (DHS ODDS) and will limit workers to working 50 hours/week per consumer. This policy will be implemented on a rolling basis as the consumer’s plan is renewed.

Our union pushed for – and secured – exemptions to the new regulation in order to provide flexibility for better care quality and worker opportunities.

Q: How is this policy different than the 50/hr week cap that was discussed in bargaining?

In bargaining, we were able to push back against the State’s proposal for an across-the-board hours cap that would limit the total number of hours we could work per week.

The new policy places restrictions on consumer plans, allowing DHS ODDS to put limitations on consumer plans as they are developed. Unfortunately, this lets the State get around the agreements we made during bargaining.

While personal support workers can continue to work more than 50 hours/week with multiple consumers because of our negotiations, this new policy will prevent us from working more than 50 hours/week with just one consumer.

Q: Will there be exceptions to this new rule?

Alongside other stakeholders, our union pushed the State to develop exceptions to the new limitation to provide more flexibility for higher quality care. Some of the possible exceptions to the hour limitations will include workforce shortage areas, emergent care situations and unique/complex consumer needs.

Q: How do we apply for an exception?

Any exception requests should start with the consumer’s CDDP or Brokerage by contacting the case manager. In order to qualify for an exception, documentation will have to be provided demonstrating that other resources were researched, referrals were made to appropriate resources, and that no alternatives are available that permit the 50 hour limitation to remain in place.

We are continuing to push the State for more transparency on how this new policy and the exceptions process are implemented. We will continue to keep you updated as we get more information over the coming weeks.

For An Full Overview of the Homecare Worker Contract Agreement Summary, please visit: https://seiu503.org/member_news/homecare-workers-win-15-and-consumers-win-quality-care-improvements/