This table will be updated after each bargaining session. 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. Last updated 4/2/21.

Article

Union Proposal

Management Proposal

Article 4 – Term of Agreement

2 year contract, expiring June 30, 2023

2 year contract, expiring June 30, 2023

10 – Union Rights

Private space and adequate equipment to represent coworkers; ability for steward to attend meetings when an employee is making an ADA accommodation request; Two stewards in pay status for contract enforcement meetings; 1 hour/month paid time for employees to attend union meetings.

No proposal yet.

13 – Contracting Out

Feasibility study triggered when contract is $60K+ or a single project’s combined contracts are $60K+; 30 day notice of bid request or proposals to contract out if contract includes body of work performed by bargaining unit members (not just displacement of actual workers); when comparing cost of contracting out work to keeping it in bargaining unit, average salary of bargaining unit employees will bemused; prior to contacting out all vacant positions the classifications that would perform that work must be filled.

No proposal yet.

19 – Personnel Records

Clarified that rebuttals to critical material will be attached no matter where material is stored; clarified that material removed from a personnel record may not be referenced in future disciplines.

No proposal yet.

20 – Investigations, Discipline, & Discharge

24-hour notice of investigatory meetings that includes reason for meeting and who from management will attend; limit of two management representatives in investigatory meetings unless reason given for more to attend; investigations complete within 120 days; ability to meet with management before discipline is issued to provide mitigation or rebuttal of evidence.

Remove references to annual performance increase.

21 – Grievance Procedure

Limit of two management representatives at grievance meetings unless reason given for more to attend; last chance agreements limited to 1 year and removed upon expiration; copy union on grievance responses.

Union to provide copy of Step 3 grievance to all agencies included in a group grievance;

26 – Differentials

Increase shift differential qualification ceiling to salary range 27; Employees will not be assigned interpretation or translation duties unless receiving the bilingual/multilingual differential; Add the following differentials: Essential Worker Pay ($5/hr for all mandatory non-telecommuting hours when offices/services are closed); ODOT camp clean up ($2.50/hr); Mandated OT ($5/hr); DMV Drive Tests ($1.50/test); Wildfire suppression (8.6% for inmate crew coordinators performing mandatory fire duties); Incident Management Team (5% for employees in range 24 or below); Vactor/Jet Rodder Operators ($1.50/hr); Shield Use (institutions coalition, $2/incident); CDL (ODFW/Parks, 5%); Supplemental Certifications (ODOT, $1.25/hr); Increase shift differentials for TMS 1s/2s, Incident Response Operations Specialists, and Transportation Telecommunication Specialists 1s/2s ($3/hr).

Shift differential waived when an employee requests and is granted a schedule that would qualify them for shift differential.

27 – Salary Increase

7/1/21: 3% increase (or $100/mo, whichever is greater); 7/1/22: 3% increase (or $100/mo, whichever is greater); selective TBD

10/1/21: 2% increase; 7/1/22: 1.85% increase; Selectives TBD

29 – Salary Administration

Step increases both years of the contact; Explanation of entrance rate of pay; starting salary no less than offered in initial hire letter; adds an additional step one year after promotion, and annual steps thereafter.

Step increases both years of the contract; changes “performance increase” to “step increase” and deletes language tying steps to performance.

31 – Insurance

Employer will pay 100% of monthly premium for plans currently paid at 99% (applies to part-time employees as well)

Status quo

34 – Standby/On-call

On call hours assigned on holidays paid at time and one-half regular hourly rate.

No proposal yet.

40 – Penalty Pay

No proposal yet.

Shift differential waived when modification of work schedule is requested/granted.

43 – Career Development

At employee’s request, a meeting with management to discuss professional growth/development opportunities.

No proposal yet.

45 – Filling of Vacancies

Leave requests for job interviews within the State of Oregon will not be arbitrarily denied; An employee interviewed, but not selected for a position will be provided their interview/other scores and their ranking among other candidates.

No proposal yet.

49 – Trial Service

A temporary employee who is hired into a permanent position in the same agency and classification will have time as a temporary employee counted toward their trial service; Language to clarify that workers in trial service may request leave without pay if they need to be absent during their trial service period

No proposal yet.

56 – Sick Leave

Donated hardship leave may be used intermittently.

No proposal yet.

58 – Holidays

Add Juneteenth on June 19th; Add Indiginous Peoples’ Day on the 2nd Monday in October; Add any holiday declared by the President of the United States

Full-time employees’ holiday pay will be prorated when the employee uses leave without pay in the month the holiday occurs; deletes language requiring pay status ½ day before and ½ day after holiday.

61 – Leaves of Absence Without Pay

No proposal yet.

Requests must

establish reasonable justification for approval; Acceptance of outside

employment is not reasonable justification for approval.

65 – Search and Rescue/ Disaster Response

Adds disaster response to Search and Rescue leave language.

No proposal yet.

66 – Vacation

Allow for cash out of 40 hours vacation twice every calendar year (currently this can only happen once a year); Increase maximum vacation accrual to 450 hours; Increase maximum vacation cash out upon separation to 400 hours.

No proposal yet.

81 – Reclassification

Adds desk audit as one of the factors to consider for reclass; time limit of 120 days to issue response for reclass.

Reclassification up dependent on legislative approval; effective date for reclass up is the date it was finalized in the budget; salary eligibility date remains the same after reclass up; removes denial of performance increase language.

85 – Position Descriptions & Performance Evaluations

Adds language for quarterly coaching sessions for employee development, these session cannot be used for corrective action.

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.

Shift differential waived when an employee requests and is granted a schedule that would qualify them for shift differential.

101 – Safety and Health

All offices will have yearly trainings in CPR and First Aid (AED), and active shooter scenarios; allow employees to truncate names (when not prohibited by law) on badges, correspondence, etc, for the purpose of protecting their identities;

No proposal yet.

107 – On-the-job injury

If an employee is injured on the job and needs medical attention, the employee will be paid for the remainder of their regular or overtime shift (regardless of whether a SAIF claim is filed and/or approved)

No proposal yet.

123 – Inclement or Hazardous Conditions

Alternate worksites assigned will be no more than 25 miles from employee’s original worksite; when reassigned, DAS travel policy applies; all agencies shall maintain two separate lists of essential employees – one for inclement weather and one for hazardous conditions; Appeal process for designation as essential; Offices will close when Air Quality Index (AQI) is 101 or higher; Employees will not be required to work outside if AQI is 151 or higher, and will be given proper equipment if willing/able to work in those conditions; Employees will not be required to work in evacuation zones.

No proposal yet.

123 – Inclement or Hazardous Conditions (LOA)

Increase inclement weather/hazardous conditions leave bank to 80 hours per biennium; Employees who have been evacuated from their homes are eligible to use inclement weather/hazardous conditions leave.

Current contract language.

125 – Technological Change/ Retraining

Adds software change and significant impact to body of work performed to definition of technological change; increases committee size.

No proposal yet.

138 – Telecommuting & Teleworking

Allows partial teleworking when some portion of an employee’s duties are suitable for telework; sets criteria for when telework will be approved; Utility outages that occur at an employee’s home when they are teleworking will be treated as inclement weather office closures, and employee will have access to leave bank; adds short-term teleworking agreements (up to 10 days).

No proposal yet.

Computer and Internet Access (new article)

Employees will have at least 30 minutes per day during regular work hours to access computer with internet access to review state email and other relevant systems.

No proposal yet.

Insurance Savings Account (LOA)

Creates a jointly administered account to be used for the benefit of bargaining unit employees; Account is funded when the projected PEBB composite rate in the second year of contract comes in below the projected 3.4%.

No proposal yet.

Contract Specialists LOA

Current Contract Language

Continue program; Ensure contract specialists are distributed as evenly as possible among coalition agencies.

ADA Accommodations (LOA)

Requires each agency to have an ADA coordinator for all ADA related questions and requests; Within 15 days of request ADA accommodations must be approved or an interactive process meeting scheduled to discuss request must be scheduled; at employee’s request a steward may be present at meeting; Response due 15 days after meeting, extensions may be granted in 15 day intervals.

Current contract language.

Creating Healthy Worksites (LOA)

360 review process for managers before completing trial service; 360 review process for all managers at least every two years; extends deadline for agencies/union to develop escalating complaint procedure to 12/31/21; an appeal process external to any agency will be developed via labor/management committee by 12/31/21.

Current contract language.

Volunteer Firefighter Leave (LOA)

Subject to operating needs, an employee may use accrued leave or leave without pay to attend firefighting training.

Current contract language.

Pay Equity Adjustments (LOA)

When pay equity requests are denied, reason for denial will be given in writing.

Removes agency level appeal for agency pay equity decisions (moves to LRU appeal); creates 15-day timeline to file appeal for DAS statewide Pay Equity Analysis decisions; DAS must make good faith effort to respond within 120 days.

Wildfire Season (LOA)

Continues wildfire LOA bargained in summer of 2020 allowing use of up to 80 hours administrative leave to employees who lose their homes to wildfire, also allows donated leave.

Delete LOA.

Training Trust (LOA)

Continue program; Notice of mandatory benefits training, including upcoming training dates, in hire letter; attendance for new hires mandatory with 30 days of hire

Current contract language.

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.

No proposal yet.

Safety Committees (New LOA)

All agencies will maintain safety committees; at least one member per committee will be appointed by the union; committees will meet at least quarterly and members will be in pay status; each office will have a safety plan in place for hazardous conditions and emergency situations.

No proposal yet.

Hiring Advisory Committee (New LOA)

Creates committee to issue report on current practices and recommendations on best practices around hiring, recruitment, interview & selection process; committee will complete work by 7/1/22.

No proposal yet.

Epidemiologists (New LOA)

An epidemiologist shall participate in decision-making processes and procedures related to planning, evaluation, duties, and protocols of facilities, group homes, foster homes, residential and congregate care settings, and home visits

No proposal yet.

Staff & Career Development (New LOA)

Reprises this committee to build on work done by previous committee and analyze progress to goals set out in initial report created.

No proposal yet.

Trauma-Informed and Suicide Prevention Training (New LOA)

All agencies will offer trauma-informed training and suicide prevention training at least once during term of contract, and on an ongoing basis; employees attending training will be in paid status.

No proposal yet.

Catastrophic Leave Bank (New LOA)

Creates leave bank (40 hrs per biennium) for use when an employee (or immediate family) experiences life threatening illness or loss of home and possessions due fire, flood, etc.

No proposal yet.

Paid Family Medical Leave (New LOA)

Beginning January 1, 2022 the employer will pay all required employee contributions for paid family medical leave as outlined in House Bill 2005.

No proposal yet.

State of Emergency (New LOA)

Creates new LOA to outline Employer obligations and Employee rights during a declared state of emergency; Employer will communicate consistently across all agencies; all health and safety guidance will be followed and enforced; agencies shall provide all necessary safety equipment; information on air filtration systems will be shared with employees in each office; grievance citing violations of this LOA move directly to step 3.

No proposal yet.

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.

No proposal yet.

Retroactive Hazard Pay (new LOA)

Employees shall receive $5/hr additional pay for all non-telecommuting hours worked between 3/8/20 and 6/30/21.

No proposal yet.