Human Services Coalition Tentative Agreement 2025

Tentative Agreements Coalition Wide: 

• Article 101.1 Safety and Health 

• • NEW Language: contract protections requiring Building/Emergency Action Plans that address such topics as: violence in the workplace, active shooters and harassment of employees. Employees will be notified of where the plans are, the plans will be reviewed annually, and employees will be allowed to practice plans at least once a year. Plans can be reviewed in safety committee and LMC meetings.  

• • NEW Language: Employees may sign up to mass communication systems, such as Everbridge and FlashAlert, to provide notices of critical safety incidents.  

• • Employees are required to report safety incidents through Workday with no intimidation or reprisal for doing so from management. 

• Article 103.1C&M Sensitive and Difficult Clients  

• • Workers in public facing positions will be trained on the use of safety flags, where used to ID sensitive and difficult clients. 

• Article 32.1 Overtime  

• • Comp time accumulation increases to 180, up from 160 hours.  

• • FLSA Straight Time accumulation increased from 120 to 140. Importantly, straight time may be cashed out once quarterly, vs effectively once per year!  

• LOA 1-23-469 Call Metrics:  

• • Expanded a right that previously only covered ODHS. Now OHA and OED workers also cannot have their phone calls monitored for the sole purpose of discipline. Supervisors will provide feedback from a recorded phone call as soon as possible.  

• NEW Language: LOA 10.1C & 10.1M Interview Rights.  

• • Pathway to have union members on interview panels for Union represented positions. 

• LOA: Foot Protection   

• • The State will complete a review by March 1st, 2026, on the required safety equipment, with a focus on foot protection for OREM and facilities classifications. 

ODHS/OHA (Sublocal 200) Tentative Agreements 

• LOA Temporary Lodging  

• • Differential increased from $1 to $1.50  

• • The State will provide alternative means of payment, such as gift cards, for routine expenses.  

• • Shifts lasting ten or more hours will be compensated for with twenty-minute rest periods.  

• • Every effort will be made to honor their scheduled shifts. Exceptions may be considered in situations where the needs of the child(ren) require it or if the regular employee is no longer interested in or available for the shift. 

• • The supervisor and case worker shall follow the statewide supervision in temporary lodging protocol and follow the guidance under the “Crisis Management” section to create a safety plan when a youth has self-harming concerns. A child welfare supervisor shall make the final decision on a safety plan when a youth has self-harming concerns, as identified by workers, management, providers, assessments etc.  

• • The Agency shall provide de-escalation trainings every two years for staff working and a yearly protocol review for staff who perform or are interested in temp lodging work. Staff and providers must receive de-escalation training before they work on a temporary lodging assignment.  

• • Employees who are engaged in Temp Lodging, who identify a weapon, drugs, paraphernalia or other concerning items, will follow the guidance as described in “Guidance for Maintaining Safety in TL”, the identified item will be removed at shift change and brought to an ODHS office. If there are more than eight hours before the next shift change the Employer will make efforts to remove the items before the next shift change.  

• ORCAH LOA – Shift bidding rights 

• Article 40.1M Penalty Pay: NEW benefit.  

• • When ODHS-OHA employees are called to attend court on their day off, workers will be paid:  

• • • a minimum of four hours at 1½ pay rate for an in-person appearance. 
    • a minimum of two hours at 1½ pay rate for a remote appearance. 

• Article 45.1M Filling of Vacancies ODHS-OHA 

• • Hardship Transfer Review Committee, added virtual remote worksite as an option.  

• • Vidcruiter is not considered a live interview.  

• • The employer is committed to facilitating a promoted employee’s transition into their newly appointed role in a timely manner with reasonable performance expectations.  

• • The Employer must notify employees of an operational needs transfer if a unit/building is closed, dissolved or reduced. 

• LOA Foot Protection  

• • The State will complete a review by March 1st, 2026, on the required safety equipment, with a focus on foot protection for OREM and facilities classifications. 

OED (Sublocal 471) Tentative Agreements 

• Article 45.1C Filling of Vacancies (Employment Department):   

• • The State must provide a written explanation for the denial of a transfer or promotion within thirty calendar days of the request for an explanation.   

• • OED must notify employees 30 days in advance of a transfer involving a change in their official workstation no matter what the geographic distance (OED used to only provide notice if the transfer was for 25 miles or more).  

• • Reports on competitiveness of Agency employees will be shared with Sublocal President and LMC.  

• NEW LOA: Article 90.1c Employment:  

• • OED will give employees at least 60 days’ notice for a required shift bid. 

• • Sunset Trial Service Business and Employment Svc Spec (Supersedes 49.1C-01-63) LOA to move trial service from 9 months to 6 months.