We are excited to announce that we were able to come to an agreement with management and have settled the Specials Coalition bargaining session. Below is a list of where we landed on our outstanding proposals.

Article 71.5 Revenue – Seasonal employees: This agreement ensures that Seasonal workers will receive 10 days’ notice when a season is extended. The ask will be made to the most senior employees first.  If an employee rejects a season extension, it will not jeopardize their recall rights the following season. This agreement goes into effect immediately.

Article 90.5 Specials Coalition – Flexible Schedules: This agreement gained flexibility for employees requesting an alternate or flexible work schedule by securing language that the Agency shall grant these requests if the employee meets the criteria. We were also able to make requests when there is an extenuating circumstance (i.e., childcare needs, medical needs, etc.).

Article 122.5 DAS – Tool allowance: We increased the biannual tool reimbursement, Auto Tech 1’s will receive up to $1000 and Auto Tech 2’s will receive up to $2000 reimbursement.

Letters of Agreement (LOA’s)

New LOA -Specials Coalition Lead Worker Assignments: This LOA will ensure that there is a review of Leadworker assignments annually to assess if the assigned Leadworker is still the best fit for the role. This also ensures that employees in the Unit will be notified and given the opportunity to express interest in future leadwork assignments.

New LOA article 73.5A ODE/OSD Academic Year Employees: This LOA states that in the event the statewide committee assigned to look at WorkDay and Payroll determine when or if payroll should move to the WorkDay platform, then an Agency committee will be formed to review the possibility of 9,10, or 12 month pay options for Academic Year employees.

New LOA article 101.5Q DCBS Safety and Health: We successfully added language protections for OSHA inspectors that when they feel the job is unsafe, they can notify their supervisor and ask for an assessment of the safety. If the supervisor does not feel there is a safety risk the employee may appeal to the Administration. If the OSHA employee is still required to perform the inspection, the agency will work to ensure safety measures such as additional staff or law enforcement.

New LOA Revenue Federal Tax Information (FTI) position requirements: This LOA will form a committee to assess which positions at the Department of Revenue require access to FTI to perform the duties of the position. The goal would be to eliminate Criminal Background Checks (CBC) for the positions that do not need access to FTI to perform their duties. This will also potentially allow movement within the agency if or when a person who has been successfully employed fails a background check.

The bargaining team also withdrew a few proposals. This is common near the end of bargaining when it becomes clear that labor and management absolutely cannot come to agreement on items and often will agree to withdraw a proposal to gain agreement on other items.

These decisions are not taken lightly because proposals are based on feedback from members who completed the bargaining survey. We do want to thank those of you who took the time to suggest these items. These proposals were around High Call Volume environments, career development plans and career development flowcharts.