Comprehensive Review of Tentative Agreement, Ratification-Vote Info

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We have now posted the comprehensive review of our tentative agreement for 2015-2019. The PDF can be found here on our website. The PDF includes every article/section, letter of agreement and memorandum of understanding that contains a change or is new language. If an article/section is not included in the PDF, it has not changed. Here is the key to reading the document:

  • Old language is struck out.
  • New language is bolded and underlined.
  • Comments on and our evaluation of the changes are in bolded red italics.

The ratification vote — open to dues-paying members only — will take place from 8:00 a.m. on Monday, July 6, through 8:00 a.m. on Monday, July 13. To vote, log in at the EZONE-MEMBER ASSISTANCE link on our website, go to Member Menu, then select Vote. If you have trouble voting, please contact Local 328 staff representative Frank Vehafric at fvehafric@oregonafscme.com. Please review the comprehensive document prior to voting.

You are also invited to join union representatives in person to discuss the new contract and the ratification vote! If you prefer, you can hold off on voting until you’ve attended one of these information sessions and asked any questions you might have. The following sessions have been scheduled:

  • Mon., July 6: 11:00 a.m. – 12 noon, Market Square Building 9th flr. conference rm.
  • Tues., July 7: 7:30 – 8:30 a.m., Mackenzie Hall rm. 1132
  • Tues., July 7: 10:00 a.m. – 2:00 p.m., OHSU Farmers Market
  • Tues., July 7: 12:00 noon – 1:00 p.m., University Hospital rm. 8B60 (This session will also be live-streamed — click here to view.)
  • Thurs., July 9: 2:30 – 3:30 p.m., Mackenzie Hall rm. 1132

63 thoughts on “Comprehensive Review of Tentative Agreement, Ratification-Vote Info”

  1. I dont see any LOA on CNI pay for the surgical techs. What happened with that agreement? RNs, in their last contract, got a 2/hr increase to $12/hr. We only get $7.50/hr for doing the same job. Please look into that.

  2. I am slightly confused and concerned as someone who is still in the 6 month probationary period. When I was hired the 12% retirement was one of the reasons I took the job. Now the contract is 6%, but I also thought someone said at one time that pay would then bump up 6% allowing us to put that back into the retirement plan. However I didn’t see language to support that in this report. Perhaps I missed it? Or maybe that is not the case? Can someone clarify?

    1. Hi, Brady. Yes, there will be a 6% wage increase for employees enrolled in UPP as of the first pay period following 1/1/2016. The language about that appears in MOU #2, on page 106 of the PDF.

      1. Jennifer, regarding the MOU #2, three questions:
        1) Can employees simply elect to permanently contribute 6% more to retirement starting in the first pay period following 1/1/2016?
        2) Will this 6% put some employees into a higher tax bracket?
        3) When will counselors be available to discuss this change?
        Thanks so much.

  3. So in reading this it looks like Salaried employees lose vacation.

    In the previous contract it’s as follows
    Years Days
    1-5 12
    5-10 15
    10-15 18
    15-20 21
    20+ 24

    Reading the new we get
    Years Days
    1-5 15
    5-10 17
    10-15 19

    Then no mention of anything past 15 years. I was able to get up to 24 days not I can only get up to 19. Please tell me I am reading this wrong.

    1. Hi, Clayton. The rows for 15-20 years and 20+ years weren’t included in this PDF because there have been no changes. The table is a bit unclear without those years included. To confirm, salaried employees at 15-20 years will still receive 21 days of vacation, and those at 20+ years will still get 24 days.

      1. In the overview of the AFSCME/OHSU agreement, it was reported that Salary employees with 5-15 years experience would have their vacation increased by 2 days. Since employees with 10-15 years’ experience currently receive 18 days/year, I was expecting that this would increase to 20 days, instead of the 19 days shown in the red-lined contract Was this a mistake?

  4. As a salaried employee I found it incredibly depressing to read Appendix A and all the contract provisions that don’t apply to me since I’m salaried. Including the fact that the guaranteed raises for salaried staff are less than hourly employees.

    What especially made me angry looking through the pdf is the amount of time apparently spent and all the ‘gains’ made in the Union Provisions (Article 2) section, but the only change to the contract provisions that don’t apply to salaried employees is they added 1? We are now up to 31 contract provisions that don’t apply to salaried employees.

    The thing that makes this even worse is in my department I have a mix of salaried and hourly co-workers. So there are different rules for different people. And when there is overtime that has to be put in, I’ll give you one guess who always has to work them.

    1. You don’t find it at all positive that you now have 1.5% guaranteed raises, when before the salaried employees had 0% guaranteed raises? No, it’s not as much as the anniversary increases that some (not all) hourly employees will receive during the term of this contract, but isn’t it a step in the right direction?

      I think it’s unfortunate that people would be angry that the contract includes gains that don’t apply to everyone, or that don’t apply to them in particular. Should the hourly employees be angry that salaried employees got additional vacation days this contract? I’m not a CNA–should I be happy for the employees who are eligible for the new CNA scholarship program, or resentful that I personally won’t benefit from it? The union negotiates on behalf of our entire bargaining unit, and a lot more solidarity amongst our members would go a long way the next time bargaining rolls around.

      Yes, there are a lot of contract provisions that don’t apply to salaried employees. Otherwise, salaried employees would be hourly employees. Salaried employees are not eligible for overtime compensation, so the applicable article needs to be listed in Appendix A. The other exclusions make sense based on what it means to be salaried. I think we all agree that it must be damaging to morale to be salaried in a mixed hourly/salaried department, but that doesn’t, unfortunately, change the nature of a salaried job.

      1. I suspect Salaried Employee’s main concern, and somewhat mine too, is that it seems like we all ought to be progressing through our pay scales at the same percentage rates (for lack of a better term, “step increases”, although I know they’re not called that any longer). I’m not talking annual COLAs because those actually shift the pay scale itself. So why can’t that happen? What’s the thinking behind this? What are the objections? What’s the philosophy for OHSU behind a “salaried” employee? (The answer might be involved enough that, perhaps, it should get a separate blog posting of its own.)

        Of course salaried people don’t get OT, on-call pay, shift differentials, etc. That’s part of the point of being salaried.

        And I will reiterate my concern that the pay scale shifts without shifting the employees within it. Which means that, in particular the salaried employees, continue to lose ground every time the pay scale shifts higher.

        I’ve yet to hear from a salaried employee — any — who would say they’ve received enough discretionary merit bonuses that they’re actually making progress within the scale.

        All that said . . . and I’ve not said it enough, but . . . you all were on the front lines. I wasn’t. I don’t want to be. So I do very much thank y’all for the time and effort that you have put in. There may be disagreement on the result, but the fact is you’re doing a job I don’t want to do, and I thank you for it!

      2. We absolutely need more solidarity. If we had that, we would not have a mix of salaried and non-salaried workers. If we want a good contract for ourselves, we have to start sticking up for the other guy. We have to stand up and say no when it doesn’t affect “me”. The mix would not occur if the hourly workers that were not affected had stood beside those that are, PERS employees would not have lost the pick-up if the UPP employees had supported them, and differentials would not be going away, if those of us without them had stood up for those who did.
        In the future, we need to all say NO to ALL takebacks, whether they affect us or not, because sooner or later, they will.

  5. Wanted to ask about this language in the overview, “Guaranteed annual pay increases of a minimum of 1.5%”. In reading the comprehensive review, it states a flat 1.5% salary increase and removes the minimum language. Am I reading this wrong ?

  6. Thanks for negotiating this contract. Section 8.4.4. says “If the employee’s rate is over the maximum of the new range, the employee’s pay will be frozen and the employee will not receive any increase on base pay until the top of the new range has exceeded the frozen rate of pay.”
    Question: does the freeze impact across the board wage increases for classified employees? So, if one’s base pay is frozen, does that person still receive the wage increases in section 8.1?

  7. I think we employees who are interested in the early retirement incentive need some clarification. I suppose that may come from HR in August but I’m wondering if there’s more info available now, before we vote. Some of the info re this plan remains a bit vague.

    If the participation in the program , providing the employee is eligible, will be anytime between Aug 3rd and October 30th but the effective retirement date is December 31st, does that mean an employee can retire anytime in that period up to that December 31st cut off date OR ALL who participate in this early retirement program will retire on that same day, December 31st? How can HR process all that paperwork at one time? Does this mean we put in the retirement paperwork starting August 3rd but they “hold” it until after October 31st and then start their process? How is that going to coordinate with the PERS retirement process? PERS states they need up to 90 days to process their portion but they’ve been known to process in as little as 30-45 days . Timing could be an issue.

    And lastly, # 3 “The employer will identify and notify the Union of the groups of employees eligible to participate…….”. Who are the groups of employees in the bargaining unit who will be or not be eligible to participate ? What’s the other criteria besides the .5 FTE /years of service/age requirements. Are there going to be departments, for whatever reasons (short staffed for instance), that will not be allowing their employees, who otherwise fit the criteria, to retire? It would be nice to know more about that before the vote.

    1. #3 is of concern to me as well. This particular portion of the contract has significance for a number of members close to retirement. The fact that OHSU has not provided final details prior to the contract vote is concerning. It shouldn’t be that difficult for details to be available.

      1. I don’t think that either OHSU or the union anticipated that the details of the voluntary retirement-incentive program would sway someone’s vote on whether or not to ratify the contract. I don’t think there’s any reason to believe that OHSU is holding anything back, but rather that it really will just take a while for the details to be worked out. Please remember that the bargaining teams were still hammering things out only about 10 days before the ratification vote went live.

        That being said, the union is unfortunately not able to answer detailed questions about this program. OHSU’s retirement team does have an email address: retire@ohsu.edu. They may be able to answer some of the questions posed here. OHSU is also holding some retirement-planning info sessions this summer (http://o2.ohsu.edu/blogs/staffnews/2015/07/06/retiring-soon-wondering-what-to-do-to-get-ready-2/). They won’t start until after our ratification vote closes, but some may still find them helpful.

  8. I second Greg’s question about the word ‘minimum’ being left out of the Final Review Contract. In the AFSCME provided overview, it states that salaried members were to receive a ‘Guaranteed annual pay increases of a minimum of 1.5%’. Where did the word ‘minimum’ go?

    Thanks for all of your hard work!

  9. Thanks to the bargaining team for the contract update.

    I’m pleased to see in the contract provisions which promotes collaboration between OHSU and the union (Article 28 regarding LMC–and especially 28.6 where LMC funding is conditionally secured for the length of the contract), basic computer competency for employees who require them (Article 22.7), and inclusion for interfaith and cultural minorities (MOU #12). Promoting a workplace where everyone is empowered to improve our work and productivity–in a workplace culture where people feel safe and included–is very important. And bonus points for including the Voluntary Waiver of Daily Overtime in LOA–an electronic request form is more efficient.

    Before we go on this merry-go-round again in 2019, I’d like to see discussions continue between now and the bargaining season. It would be good to have a forum on this site (kind of like Staff News comments) where issues are discussed throughout the length of contract instead of everyone coming out of the woodworks with their priorities just months before ratification vote. I don’t mean increasing the frequency of union emails but rather creating a forum where members can discuss what’s important to them. It makes for better transparency.

    1. It’s been great having this blog as a space for member comments/questions/feedback. We do plan to continue to post here, about news, issues, etc. Including periodic posts that serve as a general forum for questions and continued discussion is also a good idea.

  10. Just an FYI that while we’ll continue to check the blog over the holiday weekend, so as to get your questions and comments out there, we may not be able to respond to questions right away. Please be assured that we will answer as soon as we can. Thanks!

    1. Jennifer,

      If I’m currently in Quartile 1, right in between (Lowest Value and Min) and (Hightest value). So in a Pay-Range “Push”, 5% on the bottom means lowest value of Quartile 1 or every value in Quartile 1 is consider bottom 5%?

      Minimum wage is $9.25 and using PAS specialist as an example, they start off with $15.78 that’s $6.53 more than minimum wage. So by the time minimum wage reach $15, will PAS catch up to it and be $6.53 more and be $21.53?

      1. PAS will get all the across the board raises. The section you are referring to means that all pay ranges will be moved upward by 5%. It will give more room to grow at the top but people’s actual pay won’t change. The only exception is that people who are within 5% of the bottom of the pay range will be moved up to the new bottom so that no one will be below the bottom of the new ranges.

  11. In response to the Union’s evaluation:
    The 6% pick-up for the UPP will end prior to the first full pay period after January 1, 2016.
    EVALUATION: NEUTRAL

    I’d like to say that perhaps we should sharpen our pencils.
    Transferring 6% of our wages from OHSU to the employee is certainly neutral for the short term, but in the long term, it a win for OHSU and a loss to the employee.
    Let’s assume that an employee begins working next year at OHSU and spend 20 years working with wage increases so that his/her yearly salary goes up from lets say $50k to $80k and the employee keeps up the 6% pickup for the 20 years.
    6% of $50k is $3,600 and 6% of $80k is $4,800. In the old agreement, a difference of $1,200 ($4,800 – $3,600) is picked up by the employer, whereas in the proposed agreement, it will now be coming out of your salary. Each year this transfer of wealth will increase and is cumulative. Nice pickup for OHSU!

    1. AMEN to this comment. I came here to post this very thing. In fact, most all of the comprehensive review read like a big fat pat on the back for only giving OHSU 2/3rds of what they were wanting.

      I voted no fwiw

  12. Cant find the info for night and grave shift differential……. Please tell me if we lost that or if it stayed the same

    1. They stayed the same. As the post noted, if a section of the contract isn’t included in this PDF, that section did not change.

  13. Hoping for IAP information before I vote.

    My 2014 PERS earnings rate was 7.05 percent,

    Can anyone tell me how UPP did last year?

  14. Minimum wages is going up to $15.00 an hour how is this contract helping us

    SALEM, Ore. — The movement toward a $15 minimum hourly wage, which has been gaining traction nationwide for years, has arrived in Oregon this legislative session.

    Lawmakers have introduced a half-dozen bills in both the House and the Senate, each slightly different but with ultimately the same goal: to raise Oregon’s minimum wage, already the second highest in the nation.

    The statewide organization leading the charge has thrown its support behind one bill in particular. House Bill 2009 would raise Oregon’s minimum wage in increments over the next three years, finally setting the wage at $15 in 2018.

    Democratic support for the initiative is widespread. But business owners fear the consequences to their costs, while Republicans have other ideas about how to bolster Oregon’s economy.

  15. Our seniority should never have no baring on our work performance.

    Seniority should never be use as a weapon or condition, when it comes to your work performance.

    This part of the contract need to be taking out because it is very easy to get written up when management chose too,

    The punishment is to high of what OHSU is asking of us haven’t they taking away enough befits from us.

  16. Hi! Can someone please explain what this means, with regard to the UPP Market Adjustments:

    Employees whose pay increase places them at or above the range maximum will be red-circled at that rate until the range catches up to their pay rate.

    Thanks!
    Sarah

    1. Good question. That language was inserted when the employer’s proposal was for a 5% range shift. The union counterproposed with a 6% range shift at the top which makes that language unnecessary. We forgot to take it out, but it will have no effect.

  17. In regards to the Task Force on PTO, I just want to say…Please no. That is trading long term benefits for short term gains. People will use all there PTO and will not accumulate sick-time for an emergency or long-term illness.
    OHSU is removing all the benefits that made them a great employer.

  18. Can you explain what the reason is for the following exclusion from market-based adjustments found in Memorandum of Understanding #2: (5A) “There will be no market-based adjustments for salary grades 10-16 during the term of this Agreement.” Was this a mistake or were the majority of salary employees meant to be excluded from market-based adjustments?

    1. This means that the lowest paid folks who are getting the 15 dollar an hour minimum wage cannot be market adjusted back down after they get the raise.

  19. The contract needs to have language that explicitly states that section 8.2 and its subsections apply only to hourly employees. The reading of the contract makes one think that it applies to salaried employees as well, which it doesn’t.

  20. In the summary of the changes it said over 15yrs would get 1 additional day of vacation. In the contract that is not there. Are we not getting that?

  21. Question–Frank stated in an earlier comment that we would receive the 3% cost of living increase the first pay period of July; however, the contract states “3.0% effective the first full pay period following ratification.” If we do not ratify until July 13th (first day of first full pay period in July), that would disqualify us from receiving the pay increase until the next pay period, right?

  22. My co-worker just spoke with PERS – they stated that OHSU could not change the retirement requirements of 30 years service or 55 years of age – please clarify! Do we have some guarantee from OHSU that they have done their research, and that this program is a reality? This is a deal breaker for me if this program is not a possibility…

    1. Hi Karen–I’m reposting what I posted earlier:

      “That being said, the union is unfortunately not able to answer detailed questions about this program. OHSU’s retirement team does have an email address: retire@ohsu.edu. They may be able to answer some of the questions posed here. OHSU is also holding some retirement-planning info sessions this summer (http://o2.ohsu.edu/blogs/staffnews/2015/07/06/retiring-soon-wondering-what-to-do-to-get-ready-2/). They won’t start until after our ratification vote closes, but some may still find them helpful.”

  23. Very disappointed – even though I meet all 3 criteria listed for early retirement, I can’t retire because of PERS criteria. This took several emails to figure out – seems like the information was misleading !

    1. Unfortunately, there’ll sometimes be a delay in approving comments if neither of the two people who usually moderate are available. We don’t always have enough volunteers to keep things moving along at the pace that we, and our members, would like.

  24. How long will it be before the ratification vote results are released? Will there be information as to what percentage of the Union participated in voting?

      1. I appreciate the results, but I don’t understand why we can’t find out the percentage of Union members that participated. 86% yes with 95% voting sends one message. 86% with 48% voting sends another message. A message that I believe the Union members deserve to hear.

        1. We don’t publicize it because we don’t want the employer to have that information. If we publicize when turnout is high, and keep quiet when turnout is low, we tip our hand, so we just never publicize it.

  25. I have a question relating to the UPP pension and subsequent pay increases that follow.

    Per MOU #2 on Jan 1 2016 those within 5% of the bottom level of compensation will see their salary increase due to the salary scale move. At the same time those participating in the UPP will see a 6% salary increase due to the new contribution rate.

    My question is, on the FY16 compensation plan that is posted on the OHSU website for a salaried AFSCME associated I am 3% above the lowest level salary level, so in theory, I would be eligible for an increase due to the bottom level of the salary range increase by 5%. However, I also participate in the UPP plan meaning I should be receiving a 6% raise to compensate me for losing my OHSU contribution.

    So, would my salary be raised up to the minimum and then would I receive the 6% raise on top of this? Or would I only receive the 6% raise for the change in compensation plan since the 6% raise would simultaneously put me above the new lowest salary threshold.

        1. UPP employees will get the 6% and then the range push happens, so for UPP employees the range push won’t give you a pay increase. The pay increase for those at the bottom will fall to PERS employees who are not getting the benefit of the 6% increase.

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