Election Results!

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After a week of voting — with record-breaking turnout — your ballots have been tallied and we are pleased to inform you of the following election results:

  • Our 2019 – 2022 contract was ratified by an overwhelming majority: 98.9%.
  • Your delegates to the Oregon AFL-CIO convention will be Jamie Roberts, Michael Stewart, Theresia Lloyd-Siemer and Trisha Crabb. 
  • The members of our 2019 – 2021 executive board are:
    • President: Matt Hilton
    • Vice President: Michael Stewart
    • Secretary: Jennifer Barker
    • Treasurer: Claire Irvan
    • Chief Steward: Haley Wolford
    • Data Maintenance: Trisha Crabb
    • Education & Training: Molly Clasen
    • Internal Communications: Jesse Miller
    • Building Manager: Mark Chapman
    • At-Large: Ashlee Howard, Brandy Goldsbury, Casey Parr, Cassie Barton, Christine Murray, Cynthia Peckover, Eli Shannon, Jamie Roberts, Jim Cherveny, Karri Garaventa, Karyn Trivette, Kasey Zimmer-Stucky, Roger Clark, Roxana Logsdon

Congratulations to all who were elected, and congratulations to our bargaining unit on the ratification of a great contract! We did this together, and we have a lot to be proud of.

After our tentative agreement with OHSU was reached, we heard the occasional sentiment that our union was lucky to have discovered that members of management’s bargaining team were trolling our union on social media, engaging in what we believe to be unfair labor practices. However, it’s not accurate that the success of our contract campaign was directly linked to this behavior. Frengle and Forbes’s actions didn’t preserve existing benefits or bring about historic wage increases and pages of beneficial new contract language — our members’ actions did. While what occurred may have embarrassed OHSU, it didn’t bring 900 people to our June 13 rally. When our members packed the room, in a sea of green, at the June 27 OHSU board of directors’ meeting, it was because our members were willing to escalate the fight for a fair contract. All of these actions took place before our union had even uncovered management’s trolling. Dan Forbes is leaving OHSU on November 1, but the approximately 1,400 members, friends and community supporters who marched and chanted at our August 8 informational picket aren’t going anywhere. 

Our new contract is a long-term financial commitment by OHSU to our bargaining unit — won by our members’ engagement and hard work — and a couple of anti-union bad actors don’t get to take credit for it. Our members showed OHSU that they had had enough and would take collective action to get a fair contract. OHSU saw that our members were willing to escalate — likely to the point of striking — and wisely decided to settle for the fair contract that we deserve. On a related note, our unfair labor practice complaint against OHSU is moving forward and mediation has been scheduled for Tuesday, October 1. We’ll update our members about the ULP as soon as we have new information to share. 

Although this contract campaign is behind us, that doesn’t mean it’s time to stop being engaged with our union. Our next contract campaign may seem like it’ll happen in the distant future, but it’s really not that far off — we’ll elect and begin training our next bargaining team in only two years! Retaining the current level of engagement and activism over the next couple of years will ensure we start bargaining in 2022 from a position of strength. OHSU can no longer assume our members are unengaged and will tolerate disrespect and contract take-back after take-back. What we accomplished this year will have a positive effect on negotiations for years to come. We are truly stronger together — all of us. 

52 thoughts on “Election Results!”

  1. Congratulations to our newly elected & returning executive board! and halla -freakin – luyah for a great ratified contract!

  2. Our wage increase and the bonus will come the second FULL pay period after today, since were in the middle of a pay period? Do I have that correct?


        1. I’m not sure where you heard 10 days—that’s not correct. The timing of the lump-sum payment has always been that it would take effect the second full pay period after ratification—that’s pay period 21, which is paid out on 10/18.

          1. Hi Jennifer,

            The language of the LOA about the lump sum seems to indicate a separate payment date occurring at the end of the first pay period following ratification. Can you clarify?

            “If the Tentative Agreements reached August 14, 2019 or earlier are ratified by the bargaining unit, then by the end of the first full pay period following ratification, the Employer shall provide employees with a one-time lump sum payment of One Thousand Dollars ($1,000)…”

        2. I also saw in an Ohsu email that it would be paid no later than 10 days after ratification. I will find the email and reply with that information.

  3. This is awesome news! And a special congrats to Roger Clark!
    The ED is very excited for your help representing our needs, and thanks so much to our union for advocating tirelessly on behalf of OHSU employees.

  4. WTG on the contract.
    Awesome job by all participating members.
    Huge Kudos to the Bargaining Team. (time to hibernate and get sleep)

    Stay strong together, always and forever!

      1. Will it be in addition to our regular paycheck, or a separate “bonus” check? This makes a big difference in the way it’s taxed.

        1. Hi. The lump-sum payment will be paid in your 10/18 check, with your regular pay. According to OHSU Payroll: “Bonus payments are treated as supplemental wages and the Federal Income Tax (FIT) is withheld at the flat rate of 22%. Together with all usual tax components, the withholding for bonus payments adds up to 38.75%: 22% Federal Income Tax, 6.20% Social Security, 1.45% Medicare, 9% State Income Tax and 0.1% OR Statewide transit Tax. In case the flat tax rate applied for supplemental wages leads to excess of income tax for the year, employees can receive a tax refund, federal and state, when they file their tax return.” (Retro pay would have been handled the same way: “based on IRS regulations, retroactive pay increases are also included in the supplemental wages category.”)

          1. According to the LoA “If the Tentative Agreements reached August 14, 2019 or earlier are ratified by the bargaining unit, then BY THE END OF THE FIRST FULL PAY PERIOD following ratification, the Employer shall provide employees with a one-time lump sum payment of One Thousand Dollars ($1,000),”

            So the $1,000 should be in our 10/4 paycheck. Technically the first full pay period ends 9/29 so to meet the letter of the agreement they will need to get a check to us by then. So if they really wait until 10/4, or worse yet 10/18 as you say, it is setting a precedent that they won’t honor the contract that they signed and we ratified. (After all this is a contract so the specific wording matters.)

            The 3.25% pay bump doesn’t start until the beginning of second pay period so that will come in the 10/18 paycheck. (Just in time for the vacation cash out that I requested.)

  5. The website wouldn’t allow me to vote and I never heard back from AFSCME on cause or solution. Wondering if that happened to other people?

    Approximately what was the turnout? (I.e. how many people successfully voted?)

    1. We don’t release exact participation numbers for our votes and surveys. The turnout this time was MUCH higher than in previous elections.

      I’m sorry that you weren’t able to to vote. When you have a chance, would you let me know how you contacted us re: your voting difficulties? I’d like to track down why you didn’t get a response.

      1. I contacted the email listed on the landing page for voting. I don’t want to name and shame them on the blog, as I’m sure their inbox was probably inundated during voting.

        I’d appreciate a rough number or percentage participation so we’d know if this was a relatively isolated issue. I’m not very enthused that AFSCME does not release engagement numbers on elections and surveys. Surveys are consistently invoked as a rebuff to members whose views and experience differ from survey participants.

        Not trying to be a buzzkill on ratification day, as I think we have numerous positive developments to be thankful for thanks to the hard work of the union. But I also value transparency between union administration and its members, even on a day of progress. Thanks for following up.

        1. Okay, I can follow up with them and see if I can find out where the breakdown was.

          We did have some folks who had difficulty voting on the first Sunday of voting and, to a lesser degree, on Monday, but that glitch was resolved and those folks were able to vote. It does appear to be a very isolated issue that people were unable to vote at all—two instances have been reported here on the blog and, I think, one on our Facebook page. Of course, there may be members who weren’t able to vote but didn’t reach out to us about it, but we’d have heard from a lot more people if it had been a widespread issue.

          As far as releasing voting numbers or survey information: We did release details from the housing/transportation survey we conducted last year. If we had proceeded with the strike-authorization vote this year, we likely would have released the exact numbers since it’s already known that our union requires 60% of our dues-paying members to vote yes to authorize a strike.

          However, it’s extremely unlikely that we’d share details of our bargaining surveys outside of union leadership. This information is used to develop our bargaining strategies—it’s not information that we would want OHSU to be privy to, so it’s not something that we make public. Although we don’t share the details, I can tell you that our reporting of the results is accurate and doesn’t misrepresent the data. For example, when we said that majority of our members were opposed to PTO, it was a significant majority, not something like 51% against and 49% for. The survey data isn’t intended to rebuff members who have different views/experiences, but we’re negotiating for the entire bargaining unit—bargaining for what the majority of our members want is the fairest way we have to get a good contract for the most folks possible.

          For the ratification vote, I can share that thousands of members voted and that we had probably twice the turnout that we’ve had for other ratification votes. There hasn’t been a demand for actual numbers previously, but now that our membership is more engaged, that may change—I think we’d be open to considering sharing the numbers if it’s something folks are interested in going forward.

          1. thank you for your detailed explanation. I very much appreciate strategically keeping certain information private as you stated “This information is used to develop our bargaining strategies—it’s not information that we would want OHSU to be privy to, so it’s not something that we make public”.
            Your communication with members and answering questions to posts has been incredible. I can’t say how much I appreciate all that you have done.

  6. I am sure the amount of people who voted yes for this didn’t really see some of the light at the end of this tunnel! By this contract passing we have given up retro pay now and possibly in the future. We should have stood firm against the thought and even the idea of giving that up. AFSCME got caught buying in to the “impulse buy” of the $1000 bonus. AFSCME members have always in previous contracts got retro pay. Yeah, great the majority will get a extra $150-$200 this contract but in the year 2022 when we head back to the negotiation table, I am curious to see if OHSU gives retro pay or even a bonus in a proposal. Whats to stop OHSU from dragging out negotiations next contract for months and months? Once off the table hard to establish why it should be put back on.

    1. At the end of the day, a bargaining team needs to carefully consider what remaining issues union members would be willing to strike over–I can assure you that this wasn’t an “impulse buy.” We got OHSU to move to or closer toward our position on contract length, no PTO, no health-insurance takebacks, no tiered language, additional vacation time, differentials, and many other areas. I think it would have been irresponsible (and foolish) for us to have rejected the tentative agreement on August 14 and asked our members to go out on strike to get retro pay. I think most members would agree. And it is great that for most of our members the lump-sum payment is a higher amount than retro pay and they’ll get more money this contract.

      I think you’re overestimating how strong a precedent it sets to agree to “effective after ratification” instead of “effective on July 1″ here. This was the first time our contract has expired outright and the first time we’ve gone to impasse–the circumstances and timing of getting to a deal this time were not the norm. Bargaining is expensive in general, and the lump-sum payments will cost OHSU more than retro pay would have–what would OHSU’s financial incentive be to drag out negotiations over this in the future?

      That being said, when negotiations roll around again, we’ll be surveying our members before and during the process as always, and folks who feel strongly about this issue will have the opportunity to let our union know that lack of retro pay is deal-breaker. If the majority of our members let us know that this is a top priority, our bargaining team will treat it as such in 2022.

    2. I am sorry you feel that we are not getting our fair share by receiving the lump sum instead of retro pay. I applaud your passion and hope that you will use it to help work with your union co-workers on continuing to improve the workplace. I encourage you to become more involved with our union to push forward issues that are important to you and all of us.

  7. on O2 today it says:
    “Members of AFSCME Local 328 have voted to ratify the new three-year collective bargaining agreement between OHSU and AFSCME, with 98.9% voting in favor. The contract will become effective Monday, Sept. 30 (the start of the second full pay period following ratification).”
    I thought since we ratified it on Sept 9, and my anniversary date is Sept 17, that as a salaried union member I’d get the quartile increase and not the 1.5%. Since OHSU is stating the new contract is effective Sept. 30, does that mean I will only get the 1.5%? It’s confusing. Thanks for any clarifying information.

      1. We got confirmation from HR today—unfortunately, the changes to the salaried progression increases indeed won’t take effect until 9/30. The best course of action in your case might be to have a discussion with your manager about the possibility of utilizing the new percentages for your raise, or meeting somewhere in the middle. The 1.5% in the previous contract is a minimum—nothing in the contract prevents a manager from offering an employee more. I’m sorry I don’t have better news.

  8. Where do I find (in our new contract) the old vacation language preserving all full-time, part-time, and relief employees employed prior to September 11, 1998 will continue to receive vacation accruals at .1077 PER HOUR up to 224 days (prorated by FTE of course)

    1. As noted in the redlined TA, this language will be moved to an MOU elsewhere in the contract. The final version of our new contract hasn’t been prepared for signature yet, so there’s not a page in a PDF I can direct you to at this time. There has been no change to the vacation-accrual rates for pre-9/11/98 hires.

  9. Dug through the comments and information on the ratification and cannot find language around the lump sum. Will OHSU adjust payment to account for taxes, thus providing full lump sum to employees?

  10. Hello,

    I have been working at OHSU at 0.9 FTE for a while, but am going down to 0.5 FTE on September 25th. Will my bonus be prorated to the 0.9 or 0.5 fte I am moving into?

    1. I believe it’ll be based on the employee’s FTE at the time of contract ratification (September 9), but if you’d like confirmation, the compensation group in HR should be able to help—they’re at hrcomp@ or 4-8060.

    1. This is true. Per the language of the MOU, “As a pilot program, beginning six months after ratification, a preceptor differential shall be paid
      to eligible preceptors in the amount of $1.00 per hour for each hour worked as a preceptor with a student.” Employees in elibigle classifications will need to complete a preceptor education program first, so this allows time for that to take place.

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