New agreement extends COVID-19 protections, adds new leave options and more. 

This week, employees at state agencies represented by SEIU 503 reached a new “letter of agreement” with the State. The agreement – which is like a short term contract – is meant to clarify agency responses to COVID-19 and ensure that the critically important services provided by frontline workers are not interrupted. 

“In times like these, I’m thankful for our Union,” said Steve Demarest, President of SEIU 503 and an employee of the Oregon Employment Department. “Because all of us choose to be members in Union, we’re in a strong position to bargain the best deal possible. It doesn’t mean that we will get everything we want, or stop every cut, but we are so much better off together than we are alone.” 

The updated agreement extends most of the provisions of the previous agreement through June 30, 2021 and clarifies that the agreements in the letter will automatically go into effect in the event that a COVID-19 related state of emergency is declared in the future (a second wave for example). 

Here’s a reminder about what we won, plus a few new items. Download the full agreement here. 

• Compensatory time (NEW!). Compensatory time earned during April, May, and June that would have otherwise been lost or cashed out may be carried over into the next fiscal year without the requirement of supervisory approval.
• Personal Leave (NEW!). This leave is usually “use it or lose it” by the end of the fiscal year.  The new LOA extends the ability to use personal leave through December 31, 2020 in recognition that it has been difficult for some employees to take time off during this crisis.
• Medically Mandated (NEW!). Adds language to the “medically-mandated” provisions that ensures that employees who are asked to stay home by a local public health authority contact tracer will qualify for language under “medically mandated,” which provides them with access to more leave options.
• PPE. Employees will be provided all necessary, and CDC required, safety equipment for their position if they are required to work during an active outbreak of coronavirus.
  
  
• PTO. The new agreement includes expanded leave availability for child care, quarantine or isolation order, people experiencing COVID-19 symptoms and seeking a diagnosis, and people who are caring for an individual with COVID-19. Please read the full agreement for details, as well as additional leave available to employees when expanded leave runs out.
  

A note on teleworking or telecommuting.  The language in the original LOA that greatly expanded access to teleworking/telecommuting will expire on June 30, 2020.  While we pushed to get this language extended for the duration of the LOA, we were not able to get the State to agree at this time. The permanent contract language around teleworking/telecommuting is still in place, and we do not anticipate sweeping changes to the current telework/telecommuting arrangements anytime soon, but management will start assessing operational needs and make changes to teleworking/telecommuting after June 30th. If you are concerned about your ability to telework/telecommute after June 30th please talk to your supervisor, reach out to a worksite steward, or give us a call at 844-503-SEIU.