Published: March 19, 2021

Please note, this table only reflects major pointsCentral Table Tentative Agreement 2021of proposals. Not every aspect of every proposal is reflected below. For more detail, please reach out to your coalition’s central table bargaining delegate. Last updated 7/19/21.

PRIORITY ISSUES 
TENTATIVE AGREEMENT: 
Across-the-board Raises 12/1/21: 2.5%, but no less than $85/mo

12/1/22: 3.1%, but no less than $100/mo
Steps Steps both years of the contract!*
Insurance No increases to health insurance premium shares, and our union made sure no additional health care costs were pushed to members through plan design, while also expanding access and affordability to fertility coverage and making advances in health equity
COVID Hazard Pay One-time payment for workers with at least 12 weeks of mandatory, non-telecommuting hours between 3/8/20 and 6/30/21

  • 480 – 1039 hours: $1050
  • 1040+ hours: $1550
Holidays Adds Juneteenth as a holiday, and expands use of “Special Day” to entire calendar year
Essential Worker Differential $1/hr for employees required to work in person when situations exist that would otherwise allow employees to utilize inclement weather/hazardous conditions leave**  
Telework/ Telecommuting Encourages working remotely where it is a viable option that benefits employee and agency; Cannot be arbitrarily denied or rescinded; Employee will have access to inclement weather leave language if a utility outage prohibits working remotely; Agency will provide necessary technology equipment and office supplies to employee working remotely; violations of this article are grievable through step 3; and more!
Inclement Weather/ Hazardous Conditions/Wildfire Protections Improvements to essential employee and hazardous/inclement conditions leave; Adds protections for unsafe air quality; Protections for workers who lose access to their home due to natural disaster, and more!

*Employees who “topped out” will not receive steps; Employees who become “topped out” during the first year of the contract will not receive a step in the second year of the contract.

**This differential will not apply to employees whose primary job functions include responding to inclement weather or hazardous conditions or who live at their work site. 

COMPREHENSIVE PROPOSAL LIST
Please note, this table only reflects major points of proposals. Not every aspect of every proposal is reflected below. For more detail, please reach out to your coalition’s central table bargaining delegate.
Article TENTATIVE AGREEMENT
Article 4 – Term of Agreement 2 year contract, expiring June 30, 2023 
10 – Union Rights
  • Private space and adequate equipment for stewards to represent coworkers
  • Ability for a steward to attend meetings when an employee is making an ADA accommodation request
  • 1 hour/month paid time for stewards to attend union meetings
13 – Contracting Out Current Contract Language.
19 – Personnel Records
  • Clarifies that rebuttals to critical material will be attached no matter where material is stored
  • Clarifies that material removed from a personnel record may not be referenced in future disciplines
20 – Investigations, Discipline, & Discharge
  • Remove references to annual performance increase
  • Notice of investigatory meetings shall include nature of the investigation
  • Union and management shall have the right to record the investigatory meetings
  • Cross-reference language from Article 10 re: paid time off for stewards to attend investigatory meetings
  • Notice to union of suspensions or employees’ duty stationed at home
  • 120 days to complete investigation or notify of extension in 30 day increments  
21 – Grievance Procedure
  • Union to provide copy of Step 3 grievance to all agencies included in a group grievance; copy union on grievance responses
  • Disciplines associated with any Last Chance agreements shall be issued separate from the agreement
  • Last Chance agreements will be removed from personnel file at expiration
26 – Differentials
  • Shift differential applies to all salary ranges
  • Shift differential waived when an employee requests and is granted a schedule that would qualify them for shift differential
  • Clarifies that employees will not be required to perform interpretation or translation duties unless receiving the bilingual/multilingual differential
  • Adds Essential Worker Pay ($1/hr for all mandatory non-telecommuting hours when inclement/hazardous leave is otherwise available 
  • Decreases threshold to qualify for high work differential to six 6 feet and required to use personal fall arrest systems, personal fall restraint systems or boatswain chairs
27 – Salary Increase
  • Cost of Living Increases
  • 12/1/21: 2.5%, but no less than $85/mo
  • 12/1/22: 3.1%, but no less than $100/mo
  • Selective Salary Increases: Office Assistant 1 (SR 7>SR8); Office Assistant 2 (SR9>SR10); Securities Examiner (SR26>SR30); Licensed Practical Nurse (Range truncated, removing Steps 1-3); Radiologic Technologist (SR21>SR25); Dental Assistant 2 (SR16>SR20); Physical Therapy Assistant (SR18>SR21); Physical Therapist (SR29>SR31); Certified Occupational Therapist (SR18>SR20)
  • Class Studies: Training and Development Specialist 1&2; DOJ Claims Examiner; Forest Crew Coordinator
29 – Salary Administration
  • Step increases both years of the contract
  • Changes “performance increase” to “step increase” and deletes language tying steps to performance
31 – Insurance No increases to health insurance premium shares, and our union made sure no additional health care costs were pushed to members through plan design, while also expanding access and affordability to fertility coverage and making advances in health equity
34 – Standby/On-call  On call hours assigned on holidays paid at time and one-half regular hourly rate.
40 – Penalty Pay Shift differential shall be paid in accordance with article 26. 
43 – Career Development
  • Change “annual performance evaluation” to “quarterly check-in”
  • At employee’s request, a meeting with management will take place to discuss professional growth/development opportunities
45 – Filling of Vacancies
  • Leave requests for job interviews within the State of Oregon will not be arbitrarily denied, if leave denied, reason will be provided in writing
  • An employee interviewed, but not selected for a position will be provided an opportunity to discuss reason(s) for non-selection and opportunities for growth with hiring supervisor
  • employee may also request reason(s) for non-selection be provided in writing
49 – Trial Service
  • Language to clarify ability to take leave without pay when requested and approved
  • An employee may self-remove from trial service following promotion or transfer if approved by management, employee will have right to return to agency and classification or comparable salary level  of position previously held
56 – Sick Leave Current contract language. 
58 – Holidays
  • Adds Juneteenth as a holiday on June 19th
  • Expands “Special Day” to be available for use all year
61 – Leaves of Absence Without Pay
  • Requests for LWOP must establish reasonable justification for approval
  • Acceptance of outside employment is not reasonable justification for approval of leave without pay
65 – Search and Rescue/ Disaster Response Current contract language.
66 – Vacation Current contract language.
81 – Reclassification
  • Changes annual performance evaluations to “quarterly check-ins”
  • If quarterly check-in missed, employee may request a check-in and it will be scheduled within 30 days
  • Time limit of 120 days to issue response for reclass
  • Reclassification up dependent on legislative approval
  • Effective date for reclass upward is the date it was finalized in the budget
  • Salary eligibility date remains the same after reclass upward
  • Note placed in HR info system indicating date the employee requested a reclass
85 – Position Descriptions & Performance Evaluations Changes annual performance evaluations to “quarterly check-ins”

If quarterly check-in missed, employee may request a check-in and it will be scheduled within 30 days. 
90 – Work Schedules Centralizes factors to be considered for alternate schedules, applies them to all coalitions.
101 – Safety and Health State will research their ability to provide active shooter training to employees.
107 – On-the-job injury If an employee is injured on the job they will be paid for the remainder of their shift provided they seek medical attention within three days and they file a workers’ comp claim. 
123 – Inclement or Hazardous Conditions
  • Up to 2 hours commuting time as needed to report for work after a delayed opening (either flex or use leave)
  • Alternate worksites assigned will be no more than 50 miles from employee’s original worksite
  • Employees may decline alternate worksite, but must utilize own leave if telework is not available
  • Essential employees required to report shall be in LWOP status, unless on authorized leave, if the employee shows up within 2 hours of start of shift they may make up work time missed in same week, provided work is available
New LOA – Air Quality Creates new LOA on air quality that ensures employees working outdoors when AQI is above 151 will be provided recommended OSHA safety equipment and allows for Article 123 and LOA 123 to apply when air quality causes building closures or curtailments.
123 – Inclement or Hazardous Conditions (LOA)
  • Alternate worksites assigned will be no more than 50 miles from employee’s original worksite
  • Employees may decline alternate worksite, but must utilize own leave if telework is not available
  • Employees may flex their time to attend trainings remotely on full closure days when other work is not available
  • Employees may utilize the inclement weather/hazardous conditions leave if experiencing utility outages while working remotely or if evacuated from their home
125 – Technological Change/ Retraining
  • Adds software change and significant impact to body of work performed to definition of technological change
  • Adds language for non-committee members with relevant expertise to attend as needed
  • Clarifies union chooses union representatives to the committee
138 – Telecommuting & Teleworking
  • Encourages working remotely where it is a viable option that benefits employee and agency
  • An employee is eligible for remote work if duties can be successfully performed remotely
  • Requests to work remotely will be responded to within 30 days; Cannot be arbitrarily denied or rescinded
  • If denied or rescinded, supervisor must provide a written response with reason(s)
  • Rescissions of remote work agreements must include minimum 7 day notice after giving reason(s) for rescission
  • Employee will have access to inclement weather leave language if a utility outage prohibits work
  • Agency will provide basic technology equipment and office supplies to employee working remotely
  • Violations of this article are only grievable through step 3 and are not arbitrable
Computer and Internet Access (new LOA) Creates a new LOA that requires managers to grant employees without regular internet access during the course of their normal work duties time each day (other than rest periods/breaks) to access a computer with internet to check email and other work-related software systems. 
Insurance Savings Account (LOA) Current Contract Language.
Contract Specialists LOA
  • Continues program
  • Every effort will be made to distribute contract specialists equitably between agencies
ADA Accommodations (LOA)
  • At employee’s request a steward may be present at meeting to discuss a worker’s ADA accommodation request
  • Response due 30 days after all necessary documentation received by management
  • Agency may notify employee of need for extension
Creating Healthy Worksites (LOA)
  • Employees will have the opportunity to provide regular feedback to their direct supervisors through the HR information system
  • Extends deadline for agencies/union to develop escalating complaint procedure to 12/31/21
Volunteer Firefighter Leave (LOA) Subject to operating needs, an employee may use accrued leave or leave without pay to attend firefighting training. 
Pay Equity Adjustments (LOA)
  • When pay equity requests are denied, reason for denial will be given in writing
  • 30-day appeal timeline for all appeal types
  • DAS must make good faith effort to respond within 120 days
Wildfire Season (LOA)
  • Continues LOA and applies it to all natural disasters instead of wildfires only
  • Adds language that allows use of this leave when a home is uninhabitable or inaccessible (not just total loss)
State Worker Training Fund (LOA)
  • Continues program
  • Notice of mandatory benefits training, including upcoming training dates, in hire letter; attendance for new hires mandatory within 30 days of hire
  • Travel on paid time for in-person training
  • Adds CPR and First Aid trainings to list of trainings for the Trust to develop and implement
Child & Elder Care Exploratory Committee (New LOA)
  • Creates a joint Labor/Management committee to explore the feasibility of establishing a childcare/eldercare fund to offset cost of dependent care
  • Committee will complete work by 12/31/22
Safety Committees (New Article) No new contract language
Hiring Advisory Committee (New LOA) No new contract language
Epidemiologists (New LOA) No new contract language
Staff & Career Development (New LOA) No new contract language
Trauma-Informed and Suicide Prevention Training (New LOA)
  • All agencies will offer trauma-informed training and suicide prevention training at least once during the term of this agreement
  • Information on these trainings will be shared at labor management committee meetings
  • Trainings will be offered on an ongoing basis and will be available to all employees
  • Attendance during regular work shift will be on paid time
Catastrophic Leave Bank (New LOA) No new contract language
Paid Family Medical Leave (New LOA) No new contract language
State of Emergency (New LOA) No new contract language
Payroll Computation Procedures (New LOA)
  • Creates a joint Labor/Management committee to explore the impact on employees of the transition to a new payroll system
  • Outlines committee structure
  • Committee will complete work by 12/31/21
Pandemic Recognition Pay (new LOA) One-time payment for workers with at least 12 weeks of mandatory, non-telecommuting hours between 3/8/20 and 6/30/21

  • 480 – 1039 hours: $1050
  • 1040+ hours: $1550
Truncated Names (new LOA) Creates a committee to work with Agencies to develop practices regarding truncated names.