Tentative Agreement Reached!

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We did it! After 21.5 hours in mediation, following more than five difficult months of bargaining, AFSCME Local 328 and OHSU have reached a tentative agreement on a new contract. Thanks to the support of our members, our bargaining team was able to negotiate a fair contract with a lot of beneficial new language, while fighting off health-insurance take-backs, PTO and union-busting tiered contract language. Highlights include:

  • Length of contract: three years
  • Across-the-board wage increases: 3.25%, 3.0%, 3.0% (first increase is not retro to July); lump-sum payment of $1,000/employee, prorated by FTE
  • PTO: no
  • Tiered-contract language: no
  • Vacation accruals: one additional day for all employees hired after September 11, 1998
  • Transit passes: TriMet pass for $50/year for duration of contract
  • Hardship fund: $100,000/year for duration of contract, to provide relief for food, transportation or housing insecurity
  • Health insurance: no take-backs; lower-cost PPO option with a monthly subsidy
  • Vacation cash-out: no change to cash-out amount (up to 250 hours) upon termination; voluntary cash-out up to 80 hours/year
  • Differentials:
    • Weekend: $0.50/hour
    • Preceptor pay: $1.00/hour, for selected clinical positions
  • Appendix A (salaried employees):
    • Same progression increases as hourly employees (1.5% – 4.0%)
    • Meal and rest breaks
    • Modified-operations protections
  • Paid parental leave: no, unfortunately; we will, however, participate in a joint task force to explore a paid family leave program
  • Co-branding: acknowledgement of Local 328’s role in the Career and Workplace Enhancement Center and in new jointly developed initiatives and projects with OHSU
  • Employee advisory council: similar concept to our union-proposed community advisory board, bringing employee representatives together to bring issues and concerns to OHSU’s president
  • Staffing issues: twice-yearly meetings between Local 328 and OHSU administration to discuss staffing concerns
  • Steward program: strengthened language, including improved release time, increased steward hours and additional stewards to cover evening and night shifts
  • Bereavement leave: expanded definition of “immediate family;” broader leave eligibility, at manager discretion
  • Mental-health support/peer-to-peer group counseling: program to train members to provide critical-incident debriefings; hiring of internal counselor to provide on-site group counseling/support
  • Code of Conduct complaints: mechanism for employees to report bullying, intimidation and harassment (not related to protected classes) directly to our union
  • Preferential hire list: language improvements, including changing the amount of time an employee has on the PHL after extended medical leave

We will NOT be holding our strike-FAQ town hall on Wednesday, August 14. We will be sending out more detailed communications in the coming days, and will schedule a new town hall to go over the tentative agreement and discuss the process to ratify a new contract. In light of today’s agreement, the strike-authorization vote for August 19 – 29 is canceled. We will instead hold a ratification vote in early September.

Thank you again for your support. This contract campaign has shown us — when we fight, we win. Solidarity forever!

259 thoughts on “Tentative Agreement Reached!”

  1. Thank you, thank you for working so hard, for your enormous amount of time and tenacity. I read though the tentative contract and it looks really good. Thank you!
    You all are amazing!!!

  2. Such amazing happy news to wake up to! Thank you so much to the AFSCME bargaining team for all of your hard work!! I am so relieved and thankful that we don’t have to strike. I was ready, don’t get me wrong. But this is fantastic news!!

  3. Oh my gosh!!! You all are AMAZING!!!!!!


    please tell though… we are retracting the ULP…please tell me that isn’t part of this..

      1. Jason thank you. Without 1000 people showing up to the rally, without greening out the board, without packing our townhalls and their sticky note meetings, without the garbage day and final bargaining day gatherings and most importantly without the huge showing at our picket, this doesn’t happen. that picket was right in their face. Thank you for the support.

  4. Big thanks to all involved in these difficult, long hours of dealing with the likes of the other side of the table.

    Probably more important imo is that future AFSCME employees will really be grateful they don’t have to envy a tier they can never belong to.

  5. THIS IS THE BEST NEWS TO WAKE UP TO!!! Thank you for your endless hard work. I guess we can take the picket signs down in our office now!!!

  6. Oh hell yeah! Y’all on the union bargaining crew are the real heroes! Enjoy the good day’s rest!

    Now there’s lots of other work to be done. Stay tuned, yo.

    1. Agreed. Thank you bargaining team! Thank you every employee that kept themselves and others informed! Thank you to everyone who wore a sticker or pin, asked questions, showed up to events, posted on the blog and OHSU now! Those actions kept us in the fight and gave our team the power to get us all here!
      Yes celebrate! And then let’s keep working to stop bully managers, get better patient care, get more unit stewards and to get ready for 3 years from now!
      Keep engaging with our union. Keep reading emails and the blog. Avail yourself of the opportunities associated with our union like education and discounts. Keep talking to each other!
      We are awesome!

      1. Absolutely, Jackie! This contract is just the first step in improving our work lives at OHSU. And if folks stay over the next few years, we’ll be in an even stronger position for bargaining in 2022.

        1. Jackie thank you for your leadership and support. Our team was only successful because the support we received from our members.

  7. Thanks X 10,000!!! I agree with Sarah…great news to start the day. Looking forward to learning more after you all get some much needed sleep. You are soooooooo appreciated. And thanks to AFSCME members for resisting OHSU’s efforts to divide us.

    1. OHSU is planning to put out a communication today, I believe, which might be a bit more detailed. It’ll probably be a day or two before we’re able to prepare a more comprehensive article. We’ll also be doing a lot of education for folks prior to the ratification vote.

  8. Way to go bargaining team! I am so proud to be part of such an incredible union. Get some rest. Thank you so much for fighting so hard for all of us.

  9. Thank you, our bargaining team is amazing. You all put in so much time and energy and we all hope you know how much we appreciate you.

  10. Unbelievable and more then we could have hoped for! I am so grateful for all the members of the bargaining team and the afscme members!

  11. Yes!!!! When we fight we win! No PTO, no tiered language…a 3 year contract. Thank you all so much for your work!!!

    1. No changes to the VAC accruals for folks hired before 9/11/98. Since only a couple of the rows of that table in 12.1 still apply, we just moved the information out of the main article into an MOU.

      1. Had some questions on the vacation
        For folks hired AFTER 9/11/98, is the +1 day a one time thing? or annually from here on out?
        If not one time, is it being applied retroactively to our hire dates (surely not, but hey I would gladly accept)?

  12. Thank you bargaining team!! You all are warriors, and it is about time for you all to get some serious rest and relaxation!!

    1. Rebecca we agree. We are all very passionate about correcting staffing, but work remains to be done. Rest assured we will be addressing that very soon.

  13. Woo hoo!!! I love my Union! Our Bargaining Team is amazing. Thank you so much for all your hard work and sacrifice!!! When we all stand together everything is possible!!

    1. That’s just the standard terminology—-everything we’ve agreed to has been signed by OHSU and Local 328. Until our members vote to ratify, though, it’s called a tentative agreement—after ratification it’s officially a contract. :)

  14. Thank you all so much for your hard work on our behalf! Will the across the board raises continue to occur in July or will they be in October like they were in OHSU’s final offer?

  15. Thank you to the amazing bargaining team and all of the supporters not at the table, but fighting for the greater good in so many different ways. We all wanted financial security and protections in this contract and are so appreciative that a line in was drawn in the sand for those terms. Securing those is fantastic.

    Looking beyond wages, healthcare and PTO – I have a lot of hope that the Advisory Council, Staffing Meetings, Steward Program Enhancements, Mental Heath and Peer Support and the Code of Conduct Reporting Channel will push OHSU forward into starting to grasp what their often empty words have been stating and how to take action on their promises and values.

    Without the continued conviction of members, remaining vocal and standing shoulder-to-shoulder, there will not be collaboration and progress. You did this. This is inertia and momentum.

    Not only were you already “standing in the light”, you created it and have been keeping it lit for your families, co-workers AND MOST IMPORTANTLY, YOUR PATIENTS.

    God bless you for that and thank you, again.

    1. Yes, we’re very pleased about the new contract language you mention above—we hope these things will go a long way toward improving the work life of our folks as well as everyone else at OHSU.

  16. This is great news! Thank you so much to our amazing bargaining team and thanks to all AFSCME members who fought hard for a well-deserved contract!!!!!!!!!!

  17. You are all the ABSOLUTE BEST and simply AMAZING!! The terms you outlined are terrific — especially the no PTO and no tiered, union-busting shenanigans. THANK YOU to our fantastic and beyond dedicated bargaining team! Quick question — will these raises be retroactive to the end of the last contract, and when might we see the “lost” wages in payroll?

    1. The 3.25% increase will not be retroactive to July. We were unable to get the employer to move from that position, unfortunately. The lump-sum payment is intended to offset that to some degree.

      1. It’s to be expected that we didn’t get everything. We got the big things. This feels like a fair contract to me.

  18. Kudos to the bargaining team and all the employees who participated in actions to show their support and solidarity for each other! It was disheartening to witness our employer talking out of both sides of their mouth. This contract acknowledges our contribution to OHSU’s success and hopefully is a first step in restoring some integrity and trust lost over the last several years.

  19. Thanks so much, bargaining team! You fought hard for us and helped OHSU realize that we are a big part of this organization, and should be recognized as such with appropriate support.
    I’m sure it’ll be in the upcoming releases, but, quick question: did retroactive CoL increases make it in?

    1. The 3.25% increase will not be retroactive to July. We were unable to get the employer to move from that position, unfortunately. The lump-sum payment is intended to offset that to some degree.

      1. Thank you for the reply – seems like a lot of others were anxious about this as well!
        At least there’s something to make up for the lost wages – thanks again for fighting for that!

    2. I just want to point out that the across the board increase is NOT a CoL increase. This is not something that OHSU “gave” us; we fought tooth and nail for it. Semantics, sure, but in this particular case, what the increase is called impacts how it is viewed.

  20. I’m so thankful for your hard work and perseverance. Thank you for standing up to OHSU and getting a fair contract for all of us. The AFSCME bargaining team has been amazing! Solidarity!

  21. Oh man how amazing!!!

    Thank you bargaining team, you guys made all this happen!

    Thank you stewards for mobilizing your fellow members, without you this wouldn’t have happened!

    Thank you to every member who came to the picket and every other action, without you this couldn’t have happened!

    Thank you Jesse Miller and Jennifer Barker- your efforts to find, address and communicate the absolute buffoonery and disrespect of upper management made all this possible!!

    Oh man I love this union, great work everyone!!!

  22. This is incredible! Thank you bargaining team! And thank you to all the members who showed up in solidarity to all the actions!

  23. Thank you to the bargaining team for EVERYTHING you’ve done over the past several months! Not just at the bargaining table, but in organizing all of the events and getting communication out to those who may not have had easy access to information. And thank you to all of my fellow AFSCME members for SHOWING UP! Awesome!

  24. Can someone please explain what “lump-sum payment” means?

    thank you! and thanks to the bargaining team for all the hard work!

    1. The $1,000 lump-sum payment is intended to offset the fact that the 3.25% increase won’t be retroactive to July. It’ll be prorated for FTE—so, if you’re full-time you’ll receive the full amount, if you work half-time you’ll receive $500, etc.

    1. The 3.25% increase will not be retroactive to July. We were unable to get the employer to move from that position, unfortunately. The lump-sum payment is intended to offset that to some degree.

      1. Oregon put a new comprehensive family leave plan into law. It will take affect I believe in 2023, no sadly not available now, but it appears to be a nice plan.

        1. Since the Oregon leave won’t take effect ‘til 2023, I believe the intent of the task is to explore options in the meantime. This is one of the aspects of the TA for which the actual contract language hasn’t been written yet—we’ll have more information about it prior to the ratification vote.

          1. That’s very disappointing to not have the paid parental leave in the contract; especially as it is already enjoyed by other employees at OHSU and OHSU seemed committed to offering the same benefit to AFSMCE. That’s a big big loss in my opinion both for us current employees and as a coveted benefit that would attract talent.

            While we know the new law will come into effect years from now, OHSU seemed committed to providing support for AFSCME employees before the ORS goes into effect.

          2. We recognize that paid parental leave would have been a nice benefit for some of our represented employees. However, it’s not something that came up in our pre- or mid-bargaining surveys as something that was even close to a being a priority for our members, and our union bases our proposals on member feedback. We instead pushed for improvements in the areas folks did indicate were important to them.

            Also, nothing would have prevented OHSU from offering paid parental leave to support AFSCME-represented employees outside of the PTO framework—they chose not to do so.

  25. ***********Hala-Freakin-Luya!***************
    Congrats to all union members! We held the line and spoke who we are as a union.
    Thank you especially to the union leadership and bargaining team who spent hours and hours and hours locked in a room with people who didn’t share our sensibilities (to say the least!).
    Thank you Jennifer! – you have been amazing during this process, keeping us up to date and probably not having a good nights sleep in months.
    Thank you Jesse! – your sleuthing probably made the biggest difference in AFSCME 328 getting a decent contract in the face of union-busting ideology.
    And finally – to dear Roy V., Aanus M., and Peter PPE, if it weren’t for you guys, we wouldn’t have had the leverage we had in the final days of negotiating. :)

  26. Thank you so much bargaining team for all your hard work and long hours you have put in. We really apricate you. When do we vote to ratify the contract?

    1. The ratification vote will take place in early September. There’s still quite a bit of work to be done to prepare for the vote—writing up the actual contract language for our most recent agreements, preparing a PDF of the full contract showing the updates, educating our members so we’re sure folks understand what’s being voted on, etc.

  27. Strong, outstanding work bargaining team !
    This shows just what we can do when we all stand together as one and make our voices heard.

  28. Thank you a million times over for your hard work, dedication, solidarity, and tenacity. We would be high and dry without you. You’ve brought a happy tear to my jaded eye this morning!

  29. Will the tentative agreement also result in that VP getting kicked out immediately? I don’t think his continued employment until Nov should be left out of the negotiations here, particularly with all the bad faith this generated.

      1. that is an awesome unfair labor practice complaint filed against OHSU with the State. I hope they are found guilty of everything – it will send a message to all employers to bargain fairly.

  30. Thank you, bargaining team, for your hard work! Everyone is very excited.
    As expected, there are questions. They’ll probably be answered during the town hall but to get it out there for consideration, someone on my team is asking if this means we are going to get retro-pay and, if so, how do the taxes work on that?
    • Across-the-board wage increases: 3.25%, 3.0%, 3.0%; lump-sum payment of $1,000/employee, prorated by FTE

    1. The 3.25% increase will not be retroactive to July. We were unable to get the employer to move from that position, unfortunately. The lump-sum payment is intended to offset that to some degree.

      I’m not able to answer the question re: taxes right now—hopefully someone with more knowledge in this area will be able to chime in. (We will have a definitive answer about this in the coming days, however.)

  31. POWER TO THE GREEN TEAM!!! Thank you thank you thank you to all of our hard working union bargaining team members! And all of the members and non-AFSCME supporters who stood with us! I’m ecstatic about the outcome of PTO, contract length, and the across the board wage increases, but I think the coolest thing I read on this tentative agreement is regarding the code of conduct complaints. I really hope this whole fiasco moves in a positive direction of changing the culture of “Us vs. Them” at OHSU. I love where I work, I just want myself and my fellow employees to be treated fairly <3 Thank you again Green Team!

  32. What about the 3 weeks paid maternity leave that OHSU offered in its final offer? Is this included in the tentative agreement?

      1. This is what I’m talking about. This should not have been taken off of the table. If we don’t treat our mothers well then where does that leave the children?

        “co-branding” is a priority 😐

        I could not care less about the union’s ego and image when it comes to having access to paid maternity leave.

        1. Frank, these are not at all equivalent issues—the co-branding language has no financial impact to OHSU. The co-branding language was also something that our teams were very close to agreement on even before impasse was declared—it’s not something that we gave anything up for, and it’s not something we ever would have sacrificed a financial benefit to our members for.

          Also, why do you think mothers are the only people who take care of children? The leave benefit in question is paid parental leave.

  33. Could you expand on the differentials. Is this for hourly employees only? Which groups will receive the preceptor differential?

    Thanks for all your hard work in this process!

    1. Positions eligible for preceptor pay are physical therapists & PT assistants, occupational therapists, speech & language pathologists, vascular techs, surgical services techs, echo techs, MRI techs, radiologic techs, respiratory therapists, CT techs, mammographers, nuclear medicine techs, and ultrasound techs.

      I’m not 100% sure about the hourly-only question, but I believe it would be for salaried folks, too. This is one of the areas for which we don’t have the actual contract language written yet—the language in the TA doesn’t state that salaried employees aren’t eligible, however.

      1. Hi Jennifer – looking at the list of positions eligible that you’ve listed, it includes all of diagnostic imaging except MRI technologists. Was this an oversight on the list or are the MRI techs not included?

  34. Thank you so much to the bargaining team….you guys rock!……….just a quick question. Will we recieve the 3.25 percent raise retro back to July 1st? …or is the $1000 meant to bridge that gap?

  35. Great news! I was fully prepared to vote for, and go, on strike. I’m really glad that it will no longer be necessary.

  36. I am so grateful to the members of the bargaining team and all of the activated members who have given so much time, energy, and heart to this past 18 months. It takes an enormous amount of energy to start up an engine and I am in awe of all of you. Congratulations and thank you all, this was the best day of 2019 so far!!

  37. Everyone needs to start showing up to union meetings so this doesn’t get out of hand again. Go to the meetings. Express your concerns. Unions are only as strong as it’s members.

    1. Yes, we all need to stay engaged. We are only as strong as we are united. Don’t let this momentum die down, 3 years is not far off.

  38. Thank you so much for all of your hard work!! I’m really happy with what we ended up with and looking forward to casting my “yes” vote in September!

  39. Good morning! I have a couple questions. Is the $1000 lump sum coming to us like a bonus or a addition to our paycheck? Are we going to get retro pay back dated to July 1st? What is the reason that the vote to ratify the contract pushed out to early September?

    1. The 3.25% increase will not be retroactive to July. We were unable to get the employer to move from that position, unfortunately. I don’t know the answer to your question about the lump-sum payment right now, but we’ll have a definitive answer for folks in the coming days.

      As far as the ratification vote, there’s still a lot of work to be done to prepare for the vote—writing up the actual contract language for our most recent agreements, preparing a PDF of the full contract showing the updates, making the arrangements for the vote, educating our members so we’re sure folks understand what’s being voted on, etc.

      1. Actually….. I appreciate all the hard work ASCME has put in to this but I am a little confused I guess. We started out with a proposal of no change in benefits, no PTO and a 5% first year & 4% second year. Then through some mediation we drop to no change benefits, no PTO and 4% for a three year contract totaling 12%. With still no agreement we drop again our proposal to no change in benefits, no PTO and 3.5%. No agreement at this time so we went to impasse. OHSU was found to be playing dirty at the bargaining table so the next meeting we have with mediation lead us to no change in benefits, no PTO and now a 3.25%, 3%,3%? OHSU dragged this negotiation out forever and offer that as a percentage increase, a one time lump sum of $1000 which was already on the table before in proposals earlier and not to retro the pay back to July 1st? How was that a win? It looks like we went backwards and with the type of ammunition we had in our hands form OHSU plating dirty it seemed that we could have had a better offer from OHSU.

        1. Even when everyone is bargaining in good faith, there’s going to be movement toward the middle from both parties. There’s also going to be give and take—one party might have to reduce their ask in one area in order to gain something in another. That being said, 3.25%/3%/3% is absolutely a win—this results in our the highest average annual across-the-board increase in at least a decade. And the contract consists of a lot more than just the across the boards—there were no take-backs, and there’s a whole list of gains and contract improvements here.

          Despite what we learned about members of OHSU’s bargaining team over the past week or so, our union was legally bound to work from our final offer and not revert back to earlier positions. That being said, nothing would have prevented OHSU from starting the day yesterday by accepting our final offer. They didn’t do that, and it took almost 22 hours to hash out this agreement. We hope that in 2022, our membership remembers how the employer conducted itself during these negotiations.

          The unfair labor practice complaint that we filed with the state on August 8 requests significant remedies related to the behavior of Forbes & Frengle, including civil penalties. Although it won’t change the agreement we have now, the outcome of the ULP will hopefully discourage such behavior from OHSU in the future.

      2. I am a little confused. Although I appreciate all the hard work that our bargaining team for AFSCME has done, why does this tentative agreement not look like a win? We started out with and held our ground on no change in benefits & no PTO but the increase in our wage has continued to drop through each meeting. A few meetings ago with mediation the $1000 lump sum was already on the table so it not a new offer. How do we start at a 5% proposal, then a 4% over 3 years and then propose a 3.5% & then go to impasse to find out that OHSU’s bargaining team was playing dirty and end up with a 3.25%*3%*3%? I was under the impression that what OHSU’s bargaining team did would be a little bit of leverage to move the needle into our favor but instead it went the other direction. Very upset on how long this negotiation dragged on to learn that this agreement won’t be paying retro pay back to July 1st or at all.

  40. While I am enormously grateful and relieved that this agreement was reached, it’s disturbing to me that this last bargaining session lasted so many hours. Thank you to all the bargaining team members for your hours and hours of hard work!

  41. Obviously, this is a great relief. Many thanks to our bargaining team for all their hard work! A couple questions –
    1) Is there a reason we have to wait until Sept for a vote? Haven’t we already been working without a contract long enough?
    2) Will all the economic increases be paid retroactively to July 1? I noticed that AFSCME and OHSU were not seeing eye to eye on that during the “final offers” and am wondering where that landed.

    Thanks again!

    1. There’s still a lot of work to be done to prepare for the ratification vote—it’s not something that can be pulled together within days of reaching a tentative agreement. Some of the preparations include writing up the actual contract language for our most recent agreements, preparing a PDF of the full contract showing the updates, making the logistical arrangements for the vote, educating our members so we’re sure folks understand what’s being voted on, etc.

      The 3.25% increase will not be retroactive to July. We were unable to get the employer to move from that position, unfortunately. The across the board increases in future years of the contract will take place in July, however.

      1. So the sooner this get ratified the sooner we get the increase and the more money we get.

        The email OHSU just sent said it is two full pay periods after ratification. So depending on timing that is ~1.5 months after ratification before we see anything. So we are looking at 3-4 months of lost increase that is being replaced by the flat $1,000.

  42. YOOOOOO!

    I’m pretty psyched about this agreement, that all looks great 😀

    Would the across the board increases be effective on the pay period following ratification, or retroactive to July?

  43. Great job! I didn’t realize the extra vacation day was on the table. I love it! I’ve always felt VAC accrual was too low for hourly staff, and that increased accrual rates came too slow. This is especially because I used to be in a an Unclassified Administrative role and switched to hourly AFSCME-represented. Huge disparity! I know the idea is salaried staff may work more than 40 hours a week, at least occasionally, and not get OT, but honestly I feel that working more than 40 hours a week in a salaried position isn’t the norm. Not to mention they don’t have to use PTO for leaving for a couple hours for a doctor’s appointment and the like. Anyway, I love it, and all the hard work the bargaining team did!

    1. Please be careful making the assumption that it is rare for salary employees not to work more than 40hrs in a week and that they don’t have to take VAC/Sick for appointments when they occasionally leave early. This is totally manager dependent. One manager understands and is a bit more flexible while another is not. You can be in a situation where you put in 45hrs last week to meet a deadline, and need to go to a doctor appointment during normal business hours and are required to place it on your calendar as out of office and then followed up with by your manager to put in the appropriate amount of Sick time.

      1. You’re right, Dave–AFSCME-represented salaried employees don’t at all have the same degree of flexibility that unclassified salaried folks do. Even amongst unclassified salaried employees, those in admin-support or research roles don’t have quite as much flexibility that somewhat at a managerial level does.

        1. That is correct. As one of the only AFSCME represented salaried employees for my school, I can tell you that I often work over 40 hours and I also use my vacation and sick time for when I’m away during business hours. We’re not getting a whole lot of perks besides not having to clock in/out every day.

  44. Thank you bragaining team for your relentless hard work ad determination! This is amazing!

    Quick question about the one-time $1,000 payment: when will the one time payment go into effect? I have been 0.9 FTE for a while now, but am going down to 0.5 FTE in late September to go back to school. I really hope I don’t miss out on that being adjusted to the 0.5!

    1. Provisions like the lump-sum payment are usually based on an employees status at the time of ratification. So, it would be based on your FTE at ratification time, not on your FTE when the payment is issued.

  45. I also have questions about why this last bargaining session was so long. In light of OHSU management’s actions you would think it would have been a shorter session.

  46. I am so proud of the members in this Union. Aside from a fair contract, so many amazing things came out of this process. We came together and saw each job classification as one that is to be valued and respected and to be taken seriously. We created bonds with ONA, Doctors, researchers and other non-AFSCME employees that are only going to get stronger with time and as a result, will make OHSU the best place to be an employee. We found our voice and we used it! Please do not forget about how important we all are to one another and how when we stand together, we are powerful. We have the opportunity of a lifetime right now. Let’s not waste it by becoming complacent when the confetti settles. Let’s stay engaged and active and continue riding this green wave of solidarity! Thank you everyone so, so much for your support of the bargaining team and for standing up for what you and your patients and your families deserve. I am so proud of us.

  47. I was ready to strike just to keep things as they were but the fact that you guys went above and beyond for us is making me cry ugly tears. Thank you for all of your hard work!!!

  48. As a former OHSU faculty member, I was thrilled, as well as amazed, to learn that OHSU acquiesced to all of AFSCME’s very reasonable asks. This is a great victory for OHSU employees but also for OHSU faculty and students. Whether OHSU caving after five months of negotiations was due to the dawning of a new culture at OHSU, which I doubt, or to their fear that their unfair labor practices conspiracy would stick and ensnare OHSU executives, which I believe, is only something we will know in time. Hopefully, we will eventually learn more from the impressive Jennifer Barker, whom I don’t know but whose autograph I would seek.

    The reason that I joined Jennifer’s blog and have read every one of your posts (I hope I am not the unwelcome drunk uncle at your family gathering) is that so many of your posts were about Forbes’ and Frengle’s unethical behavior and actions and about potential Code of Conduct violations. I am an expert on the CoC, having accumulated over ten CoC violations, as well as infractions of every other OHSU policy that governs faculty and employee behavior, all in which I take considerable pride. The charges against me were ludicrous, fake, and fabricated, and all were filed by members of your administration and not by an aggrieved student or faculty/staff member in retaliation for my outspoken defenses of aggrieved faculty and students and my opposition, as a faculty leader, to the terrible academic policies of the SOM Dean’s Office. Let me be clear, there was plenty of wrongdoing, just not on my part. Retaliation is just normal modus operandi at OHSU, and your blog posts over the past week confirmed that fear and intimidation continue to be hallmarks of the work culture at OHSU. Anyway I know how OHSU weaponizes the CoC and other OHSU policies to clobber folks, and I am planning to advise and help AFSCME with similar OHSU employee issues. With that said, let me assert that I think that we all know that none of these policies apply to OHSU administrators, who violate them with impunity, and that Forbes’ and Frengle’s misdeeds, for which they will escape any OHSU repercussion, extend far beyond just CoC violations and, in my humble opinion, are felonious. All I can say in hindsight is that I wish that I had had a union during my ordeals and that I love AFSCME. You won, but this battle to change the toxic work culture at OHSU is not over. We are all AFSCME today.

    1. I have seen the CoC wielded as a weapon more times than I can count as I represented members at various investigatory meetings.

        1. This exactly, thank you Jennifer. I am deeply concerned about the censorship on the OHSU Now platform. Dr. Jacobs’ post is unnerving in this regard.

          Thank you also for the tireless work at the negotiating table, and the excellence of your writing here at this blog. It’s an important resource to balance the content (or lack thereof) at OHSU Now.

          With respect and appreciation, Christine

  49. Yay!!! This is so exciting!!! When will we see the increase on our checks? And when should we see the lump sum check come out?

    1. The across-the-board increase should be a couple of weeks after ratification. I assume the lump-sum payment will happen at the same time, but we’ll get a definitive answer about this for folks.

  50. I am so proud of all of you, for your dedication and resilience in the face of all the negativity that has affected this whole negotiation. Respect.

  51. I know no one wants to read this but I feel I need to say it. This contract is marginally better than before and does little or nothing to address the two tiers AFSCME complained about. One additional day of vacation does very little to address the FOUR (yes 4!) more days those hired before 1998 get. The PTO program they offered would have helped fill that gap but the Union decided to please old timers.

    The COLA adjustments amount to .58% more than the last contract which amounts to several hundred $’s for most employees (over 3 years) and no guarantee for inflationary changes.

    I’m glad it’s over but with what we went through we should have got more.

    1. Our union obviously disagrees that this contract is only “marginally better” than previous contracts. It’s the first contract in decades that doesn’t have take-backs, and we gained a lot of important contract improvements. We fought off multiple proposals that sought to introduce new tiered language throughout our contract, while making progress (albeit small) toward reducing the impact of tiered language that was unfortunately agreed to over a decade ago.

      This vacation increase was intended as a first step toward closing the gap between the two sets of vacation accruals. That being said, the folks who receive the higher VAC accruals represent fewer than 6.4% of our membership—that number will be even smaller when we next bargain. It’s almost certain that we’ll ask for more vacation in 2022, but the gap will also become less of an issue by virtue of folks retiring from OHSU.

      If you’re upset or disappointed that PTO wasn’t part of this agreement, you are of course free to say so, but please don’t misrepresent our union’s position when doing so. It’s simply untrue that “the union” opposed PTO because we “decided to please old timers.” (I would also encourage folks to not disparagingly refer to colleagues who’ve put in a lot of time at OHSU as “old timers.”) Our union has said all along that the majority of our membership—that’s new employees and more senior employees alike—didn’t want PTO, and it’s true. It’s been true since 2017. It remained true throughout these negotiations. If the majority of our members had wanted PTO, PTO would be in this agreement.

      The average annual across-the-board increase for this contract is the highest we’ve had in decades. These increases are high enough that the inflationary protection you mention (language that was part of OHSU’s final offer) isn’t really necessary now. CPI hasn’t risen above 3.0% in a while, and it’s unlikely to do so over the course of this contract. That language was included in OHSU’s final offer because they wanted a five-year contract and because their proposed increases were low enough that the inflation-protection language might have come into play at the end of the contract.

      1. Our bargaining Team, including Jennifer Barker! Has been amazing, caring, dedicated, fun, proud, enticing, and so much more! Don’t let these negative comments get to you. You are amazing!

    2. I understand your frustration with the tiered vacation accruals in the contract that was negotiated on many years ago. I was not happy about it either when it happened we should all be treated the same not split. This is the type of union busting techniques OHSU has been engaging in for years and unfortunately they won that battle. Just so you know the proposed PTO system would not have effected the ” old timers” you referred to as PERS would not allow it. The negotiations related to PTO was to make all members happy. I consider this a huge win even though I would not have been effected if PTO was forced on AFSCME. I do not want to see my co-workers being taken advantage of with a cruddy offer by OHSU.

    3. I respectfully disagree. This contract is not marginally better, and I personally am not an old timer and have been, and still am a loud opponent of the so called PTO program. Having come from a true PTO program before coming to OHSU, I can tell you that what they called PTO is not. You do not hold peoples sick leave hostage, nor take away cash outs from those leaving employment. The PTO proposed as it was would work for some, but for many it would not. Plus you would have to use 40 hours of your PTO every year as sick in order to access your extended illness bank.

      As for the COLA’s, 9.5 % is a fair amount and more than we have gotten. Add differential pay, preceptor pay, no healthcare take backs and a $1,200 a year spousal surcharge, etc. Plus items I have not touched on.

      This is a very nice fair contract. In three years we go again. Of course there are other areas to address, there always will be. Negotiations and compromise are and always will be how we give and take.

      Let’s give credit where credit is due. Our bargaining team listened to us and stayed the course. They stood strong and put up with so much.

      This really is a victory, not for just us as AFSCME members, but for all of OHSU and other healthcare organizations. This gives us a strong foundation to use going forward.

        1. ThereAreStillGaps, I would encourage you to come to our town hall meetings. make your voice heard, Our members opinions are all important. I had issues with the union when I was hired right before the hiring freeze. The respiratory dept. was being mandatoried every day . I was upset so I chose to be part of the solution. I became a steward, then got elected to the bargaining team. I’d welcome you to join us if you feel you want to make things better from within.

  52. Thank you so much for all your work on this. I’m happy with the tentative agreement – increases retro to July would’ve been nice, but considering what OHSU was initially offering, this is still amazing. I’m so relieved to not have to go on strike, and I’m proud of our union for successfully negotiating a good deal for us all!

  53. Thank you so much for your hard work!!
    I’m sure something will come out about this, but I’m super curious.

    With the lump sum being paid out based on FTE, if I work 1.0, but am .5 work out of class and .5 officially on the books, will it be based on my “official FTE” or an average of what I actually work? For example, I get full benefits and not part time benefits. Would it work like that in my situation?

  54. AFSCME Reps / Bargaining Team – A HUGE Thank-you for the awareness you’ve been consistently keeping in the forefront and the clarity with which you’ve kept us informed. You ROCK!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!!

  55. I am glad that employers hired after 1998 will get at least one extra vacation day. Hopefully, the next contract will include another day or two of vacation days for this group as well.

    I was hired previous to that, and I really do feel bad having more vacation days than other employees who have been hired since then. It was a bad, divisive idea to split vacation accruals back in 1998.

    1. I was also hired before 1998 and receive more vacation than my coworkers. I think we should all accrue vacation equally with one system I wish we could get rid of the 2 tiers. This a classic example of OHSU using union busting techniques of splitting the members.

  56. Does anyone know if OHSU will be issuing refunds for the Trimet passes if you already paid the full $100? Thanks AFSCME team!

  57. It looks like a lot of us have asked about the across the board increase being retroactive. It’s disappointing that OHSU would not budge on that, considering that bargaining had already gone on longer than it should have and the impact that the 2 specific employer’s bargaining team members had on the bargaining process as a whole. Given this, I’m wondering if there is anything we can do to expedite the ratification vote, so that the increases could be processed sooner rather than later. I realize that there is work that needs to be done to make this happen, but perhaps the employer could provide extra assistance to help expedite this process now. And since the strike vote was already arranged, could we not use that time for a ratification vote instead? Again, it’s wonderful that we reached a tentative agreement, and we are all extremely grateful for the bargaining team’s hard work. But now that we’re almost to the finish line, it sounds like it would be most beneficial to our members to get this done as soon as possible.

    Also, could you please clarify – will the increases be effective starting on the ratification date, or a week later, or two weeks later? Or not until Oct regardless of when the contract is ratified?

    1. We’ll absolutely hold the ratification vote as soon as possible. However, the strike-authorization vote was scheduled to start just five days from now. There’s just no way to finish the necessary preparations—writing up the actual contract language for our most recent agreements, checking and rechecking the new contract for accuracy, preparing a PDF of the full contract showing the updates, educating our members so we’re sure folks understand what’s being voted on, etc.—in such a short time.

      The increases will take effect the second pay period after ratification.

  58. Huge thank you to all in our union for outstanding work.

    – I and several member in my unit are doing the math and the $1,000.00 lump sum is greater than retroactive pay. So I’m choosing to view this as a huge win. Also as a buyout from OHSU to get this negotiation over with. 😉
    – The Paid family leave is a bummer, but it was tied with PTO. Why would we accept less for a program that is going to be state law in 2023? Which btw is the next contract negotiation? So again, I think it’s a huge win! =) I will concede paid family leave would be nice, but not at the cost of PTO.
    – Question: Has the criteria for the “Hardship fund” been written out yet?
    – Question: Has the language for the Appendix A (salaried employees) progression for 1.5% to 4.0% been written out yet? Like, what are the ins/outs there? How are we going to qualify for 4% vs. 1.5%?
    – Do you all need help getting words out to the staff for voting in September?

    You are an amazing team and will continue to stand by our union.

    1. Thanks for your support, Chris!

      The hardship-fund language hasn’t been written out yet. The salaried-employee progression increases will be in accordance with article 8.2 of our contract (see here.)

      And yes, I’m sure we’ll want help getting the word out to folks re: the ratification vote! I’m just not sure yet exactly what that would look like. :)

  59. Thank you Jennifer Barker, you’re a legend in the making. Your writing and communication efforts inspired a green wave.

    Thank you Kasey for rallying your troops, bringing us closer together and instilling in us that this fight was important enough to go all in.

    Thank you Matt Hilton for leading the way as our North Star.

    Thank you Jesse for your Sherlock Holmes sh*t. That pretty much sealed the deal.

    Thank you to the rest of the crew who fought the good fight. Thanks to those of you who picketed and raised hell.

    AFSCME Mic Drop

    1. Thanks!

      We had such a great bargaining team this year—people who advocated tirelessly for their constituents even when a win seemed impossible; people who kept us calm and operating on an even keel when things got when heated or difficult; people who made sure there was laughter even when we felt gut-punched by management’s actions; people who pushed us to go for it (or not) even though it may have been scary to do so. I’ve never worked with a better group of people.

      And I’ve never been prouder of our members. Nothing the bargaining team did over the past five and a half months would have made a difference if it hadn’t been for all of you stepping up, staying engaged, and supporting our team and each other. I hope folks never lose sight of what we can accomplish when we stand together.

    1. We couldn’t get OHSU to move on this, so we didn’t get the float differential, unfortunately. We’ll be raising the issue at the OHSU/AFSCME market based wage committee, however, and feel hopeful that we’ll be able to get some traction there.

      1. Kinda feels like we floats got thrown under the bus so the union can push through “pet projects.” This is very disappointing.

        1. I’m sorry you feel like you’ve been thrown under the bus. Which items in the tentative agreement do you feel are union pet projects? Which items in the TA would you have been willing to give up in order to get the float differential? Unfortunately, OHSU would not have given this one to us without reducing the financial impact in other areas, such as the across-the-board increases, in exchange.

          The differentials were the last sticking point in reaching agreement—it wasn’t at all easy for us to give up on this one. With the float differential we have the option to seek a remedy in the market-based wage committee—that wasn’t the case with the other two differentials we did get. If we’re not able to take care of it in the committee, we will give it another shot for the next contract.

          1. The bottom line is this: we had the upper hand due to the company’s egregious misteps and your team blew it by not demanding what we deserve. SHAME.

          2. Before you lob accusations at our bargaining team, please answer this previous question: Which items in the TA would you have been willing to give up in order to get the float differential? (This would be something that you’d not only be willing to give up for yourself, but that you think ~7,000 other people should have been willing to give up also.)

            Would you have been willing to take an across-the-board increase of 2.75% each year, for example? Do you think ~7,000 other people should have been willing to take a deal like that, in exchange for a float differential? Alternately, if you wouldn’t have wanted to give anything up, would you have been willing to strike to get float differential? Would it have been smart for our bargaining team to have turned down the deal yesterday morning and proceed with a strike-authorization vote? Do you think that ~3,000 people would have voted to strike so that we could get float differential in the contract?

            It’s easy for members to tell our union what “the bottom line is” or that we “blew it” when they weren’t at the bargaining table for five and a half months and don’t really understand what the process is like. Negotiations simply aren’t a matter of one side making demands—that’s just not how it works. I’m not trying to be a jerk here with the questions—I’m hoping to give you a better understanding of what it would have taken to get float differential. This is the reality of how the bargaining process works.

        2. Hi Frank,
          I am a union member also. Taking a step back, sometimes we forget that in fact, we as members are the union. We the members are the ones who have been directing our bargaining team and deciding what we were willing to prioritize. Sadly we do not always get everything we want. But with 7,000 members, from all different job roles, I think 300?

          This is why we have surveys and town halls, meeting’s, and feedback. In the long run, it comes down to what are we as members wanting for our contract.

          We are after all the union…my suggestion for everyone, is this, if you are not involved, become a union steward. Make sure you are answering surveys when they are sent, attend town halls and/or informational meetings, email. It is up to us to give direction. Our bargaining team is our fellow union co-workers. They gave up family time, vacation time, etc. in order to serve in the role.

          It is easy to be frustrated if something you really feel strongly about did not happen. I understand this. For me, parking costs are huge as I have to commute by car every day. Parking is expensive and keeps going up annually. Parking did not even make it into negotiations because it was not a member driven want.

          Just because something did not make it into pur current contract does not mean we cannot keep working on it for the future.

        3. Hi Frank, I’m also a float for the Ambulatory Float Pool, and we are also disappointed in this loss. BUT! In comparison to what we gained, it’s small potatoes. Our bargaining team was up against a lot this time around, and I’m willing to shrug off the differential when it comes to no PTO, no insurance take backs, and an appropriate across the board wage increase that accurately reflects the cost of living in the Portland Metro area.
          Our float team worked very hard to present credible evidence to show why we deserve to be paid a differential (including cross referencing with other institutions who pay a differential for their floats, the number of clinics we float to, and the significantly wider skill set we use on a daily basis). The union was told to bring it to the bargaining table after it was presented to HR, and it got rejected. However, that doesn’t mean it’s the end all and be all. Our team is still pushing forward with HR outside of the contract negotiations (It can be done, we’ve seen it happen before with other positions), and I would encourage your team to do the same. Best of luck!

          1. Aren’t you tired of “no take backs”—regarding insurance, for example? If they had increased the employer contribution, given us more than an extra measly day, and given us backpay along with a raise to help offset the years we recieved a one percent raise or that year we revieved a small lump sum instead of a raise, then maybe I would agree with you.
            But we don’t have that much to begin with, so if we are not moving forward we are moving backward. I don’t want to move forward at a snail’s pace. This was a squandered opportunity.

            ¡The union is not obligated to give an inch in contract negotiations and that is a fact!

        4. Frank, I work as a float RT and would have greatly benefited from this myself. Because it would have meant giving up something more which affected more people (like weekend diff) I’m at peace with it being left off the table. Thank you for your input for the next bargaining session in 2022.

  60. Kind of upset that we will be without our raises for so long, this all should have been resolved MONTHS ago. I understand the most you can say is that you guys are doing the best you can to get this finished as fast as possible, but what hurts now is that we are paying our union dues while getting nothing, no retro-pay at all, until basically October. I feel very concerned with how long this took and am not looking forward to the next contract at all since it feels like it could too take 8 months of negotiating and loss of wage increase and back pay. I’ll be satisfied when this is over.

    1. Yes, perhaps this all could been resolved months ago, if OHSU’s bargaining team hadn’t had two anti-union trolls as participants. That aside, it’s not uncommon for bargaining to take this long—it has for two of the three contract negotiations I’ve been a part of. Over the past several months a couple of members have expressed discontent with how long the negotiations were taking. We understand that the process can be stressful, but as I said to those folks—the Local 328 contract affects ~7,000 people, so we’re never going to rush the process just to get it over with. Our contract is too important to not take however much time is necessary to get it done right.

      And please don’t lose sight of the fact that the reason our members aren’t getting retro pay is because OHSU wouldn’t agree to it. We would have had to give up something else to get it, and I can guarantee that the trade-off wouldn’t have been worth it. I would encourage you to calculate how much retro pay you would have received and compare it to the amount of the lump-sum payment—it’s very likely that you’re coming out ahead with this agreement.

      There’s a lot more to a contract than just wage increases—there are a lot of important gains and improvements in this agreement. We negotiated for and won provisions that will improve the working lives of our entire bargaining unit—that’s something to celebrate. It’s unfortunate that you feel you’re “getting nothing” from being a dues-paying union member. I’m kind of at a loss as to how to respond to that.

    2. Hi Kat,
      I think we do receive a lot for our union membership. Take a look at the high lights and you see a nice full picture. Our contract is much more than cost of living adjustments. I have worked for non-union companies, including as a contractor. Hands down I put my money on my AFSCME union. We have so much more than non-union. We have each others backs and that states so much right there.

    3. Kat even at the highest tax bracket (40%) and the state taking 7% , with a ratification date of Sept 9 and a 40 hour work week, your have to be making more than $34.00 per hour before it would even out. Anybody making less would come out ahead.
      Most of our members don’t make this much. It is a bigger benefit for those at the low end of the wage scale

    4. Kat and everyone- please avail yourself of the opportunities paid for by your union dues right now so you don’t feel you are getting nothing until October. These opportunities include such things as reimbursement for continuing education courses outside of OHSU and free career development courses (both through the career and workplace enhancement center or CWE -links found on the O2) and the variety of discounts for members ( found on the local 328 website).

  61. I am so grateful for the seemingly tireless efforts of our bargaining team! I know it must’ve been difficult and, at times, soul-crushing. This is a great contract that we’re can all be proud to support!
    Jennifer, I’d also like to thank you for being so responsive, honest and transparent. We have a great local that I’m so proud to be a part of!

  62. Overjoyed that the negotiations are complete,working so hard for us shows how dedicated and committed you all are.The new contract is definitely something we should all be proud of.The behind the scenes work to catch tweedle dee and tweedle dumb,shows that we have some smart people working on our AFSCME team.Not everyone is going to be happy,but they never are when they don’t get everything they want.


  63. Just wanna put it out there that this ain’t over yet, y’all. Until the contract is drafted, ratified by the union members, sealed and kissed, it ain’t a done deal.

    I ain’t trying to be negative, but we all gotta be vigilant between now and the ratification vote. Couple of things to keep in mind, yo.

    1) The members gotta keep on keeping on the high road. The OHSU bargaining team know that they screwed the pooch – especially after Forbes and Frengle done messed up. But we gotta keep in mind that Forbes didn’t cop to being behind the PeterPumpkinEater account. He “resigned” under allegations. It would be wise to avoid sayin’ anything libelous – either here or on OHSU Now, cuz streets is watchin’.

    2) Remember y’all that this is the *first* bargaining session post-Janus ruling. What that means is that Freedom Foundation *will* likely contact the members and try to convince them to reject the contract (and drop union membership). They’ll likely use shady tactics like distorting numbers to “prove” that the union contract reduces their paycheck, exploit the “absence of retroactive pay” questions that some of y’all have, and other wack logic. With Forbes and Frengle still bangin’ out there, y’all better be vigilant as hell. Remember, those Freedom Foundation crew got all the members’ email, regular mail, and text. The union gotta be stressin’ this. Dig?

    Thanks again for all the hard work, AFSCME bargaining team!

    1. I don’t think OHSU has said one way or another whether Dan Forbes admitted to being behind the PeterPumpkinEater account. That doesn’t mean he did, of course, but we don’t know that he didn’t. Based on Dr. Jacobs’ statement re: the resignation, though, we do know that Forbes has at least acknowledged a “role in this activity.”

  64. What a Wonderful Day !
    I came to work as usual but as I was getting off the bus, there was Karyn T, one of our amazing AFSCME bargaing team members, walking down the side walk. She told me that they just finished bargaining (6:45 AM). She had not slept for 24 hours! But she had to come in and tell us about the amazing negotiations our team had accomplished. My coworkers and I listened as Karyn proudly told us about the many tentative agreements they had achieved as tears came to her eyes. I was in awe at the success they had worked so hard to achieve for everyone of us.
    Thank you to our bargaining team. Matt Hilton, Casey Parr, Claire Irvan, Haley Wolford, Ashley Larkin, Jennifer Barker, Jim Cherveny, Karyn Trivette, Kasey Zimmer-Stucky, Michael Stewart, Mike Bandy, Roger Clark, and Kate Baker.

    I also want to acknowledge every one of my AFSCME co-workers that supporting the bargaining team and participating in this negotiation process.

    I look forward to voting yes to accepting this contract.

    1. Thank you Richelle. Your vulnerability and participation had a huge impact on this contract. If it wasn’t for you we might not have gotten OHSU to agree to the Peer to Peer support group. This program is priceless and will help members feel cared for and supported in ways that no amount of money can. Thank you so much.

  65. Fantastic job by the AFSCME bargaining team all around. From the efforts at the bargaining table to keeping your membership involved and informed, it was great to see from an outside perspective. It is amazing the impact a bargaining team empowered by the people they represent can have. The bargaining team deserves heaps of credit for their efforts but they wouldn’t have been able to draw a hard line in the sand without the support of the membership. I hope this isn’t lost when the next round of bargaining comes around. The unions deservedly have a great deal of power when their members stand behind them. In the last few contract negotiations, it didn’t appear as though the bargaining team had the backing, and thus leverage, they had this time around. I truly hope this continues in three years during the next contract negotiations.

    Congrats on getting a great deal for those you represent.

  66. Thank you, thank you!!! I feel so grateful to have a union and so proud of what it’s accomplished. You’ve maintained poise, professionalism, confidence, wits and passion.
    Your time, dedication and hard work is soooo appreciated and I feel this membership is at a new strength.
    Thank you!!

  67. Thank you!

    Any idea if OHSU will be honoring the $50 trimet pass immediately or will they continue to charge $100 until the ratification vote?

  68. One question on the lump sum payment. Will it be considered a bonus, back pay, or something else. I would like to avoid the bonus status because of the higher tax rate of 40.67%

  69. So with ratification not being done until September and they aren’t back paying for July that leaves August as well, are we not getting back pay for then as well? This will be 3 months without our increase by the time it is shown on our pay checks.

    1. We requested expedited processing for our ULP complaint. The Employment Relations Board has the discretion to expedite all or part of a complaint. If the ERB grants the request, they aim to issue their order within 45 days from when the complaint was filed. So, we’d be looking at the end of September for the outcome of our ULP complaint.

  70. Congrats to AFSCME — and especially to Jennifer Barker for modeling the use of mass communication in forthright service rather than as a weapon.

    1. Thanks, Bill! Your comments have meant a lot to me over the course of our contract negotiations. (OHSU’s communications to/with staff have definitely taken a different direction without you here.)

  71. Great work team. Very proud of you! We stand together, we stand strong and we ensure that we are able to provide the services that this hospital is so proud of to the best of our ability!
    I have heard several of you mention Forbes and Frengle as a reason for the contract. Though the egg on the face of OHSU execs surely prompted a more expedient response, we were at impasse before this came to light. I think we would have gotten a similar contract after a successful strike vote. Don’t let the corruption of OHSU take the REAL light that we walk in away from our bargaining team.
    Also, let’s use this win as a catalyst in discussions with non dues paying members. These dues are not squandered on executive bonuses. They pave the way to union-supporting legislation and workers rights lobbies in Oregon and with the turds in DC. We have to make sure that we have a voice and that our voices are heard.
    Great job AFSCME. keep walking in the light!!

  72. Unless I’m missing something, it seems to me the $1000 pay out is more preferable to the retro pay. To my calculations, even if the retro pay goes as far out as the end of September back to the start of the second pay period in July, when the raise would’ve come into effect, with the 3.25% pay increase, you’d have to make almost $70/hr to get to $1000.

      1. Jennifer, my goodness, have you taken a Your Fabulous Self break yet? How on earth do you get so much done in so little time?
        Same to our bargaining team and all of those behind the scenes. ☺! Take care everyone.

        Cheers to ratification

    1. Aren’t you tired of “no take backs”—regarding insurance, for example? If they had increased the employer contribution, given us more than an extra measly day, and given us backpay along with a raise to help offset the years we recieved a one percent raise or that year we revieved a small lump sum instead of a raise, then maybe I would agree with you.
      But we don’t have that much to begin with, so if we are not moving forward we are moving backward. I don’t want to move forward at a snail’s pace. This was a squandered opportunity. The bottom line is this: we had the upper hand due to the company’s egregious misteps and your team blew it by not demanding what we deserve. SHAME.

      ¡The union is not obligated to give an inch in contract negotiations and that is a fact!

      1. If we declared an impasse in July, why go back to the table and give in more? If we were prepared to go and vote for a strike, why compromise more? Given what happened with OHSU’s bargaining team, we were in a great position to gain.
        But, this contract still needs to gain votes, so there is hope!

        1. We made some movement toward OHSU after impasse in order to settle a fair contract at the table, without needing to go on strike, which has been our union’s stated goal since the beginning of bargaining.

          Yes, our membership was willing to strike—based on OHSU’s final offer—but OHSU moved toward our union’s position in almost every area (three-year contract, across-the-board increases that keep up with CPI, no PTO, no tiered language, preceptor pay, weekend differential, meal breaks for salaried employees, and more). We also got a lot of great new contract language and established a good foundation to build upon for our next contract. We’re getting a lump-sum payment instead of ATB raises retro to July, but for most employees the $1,000 payment is higher than the retro pay would have been.

          We didn’t get holiday pay for salaried employees or a float differential, and we got across-the-board wage increases of 9.25% over three years (still historically high) instead of 10.5%. Even if you personally would be willing to strike over these areas, would 3,000 or so additional members be willing to, considering how many elements of our union’s final offer the tentative agreement includes?

          Our union strongly recommends our members vote yes to ratify the tentative agreement. It’s good for our bargaining unit economically and it’s good for our bargaining unit in terms of work life at OHSU.

  73. Thank you bargaining team! Each and every one of you brought your best to the process and I am grateful and humbled by your persistence, integrity and thoughtfulness. Yours was no easy task, to balance the needs of so many and make difficult decisions takes courage, and you always stayed in the light.
    Thank you to everyone who supported this effort, in ways great and small. We didn’t get here because of OHSU’s integrity screw ups and shadows, we got here IN SPITE of them. Let’s keep shining the light!
    Thank you to all our other OHSU partners (faculty, nurses, etc) and other union and community partners! Thank you! Thank you!

    If you didn’t get everything you wanted in this contract, come to the union meetings, send our union emails, take the surveys, talk to your steward or become one and let’s explore options, strategize, and execute plans to work on what you need. From letters of agreement to task forces to consensus agreements ALL the way to the next contract we can and will keep fighting to make things better.
    Because OHSU works because we do.

  74. Thank you so much to everyone who worked so hard (and continues to do so) to make sure we have a fair contract. I just want absolute clarification on something that was really concerning me: The spousal surcharge. Is this off the table now? When you say “no take backs” is this included. It was going to be a serious blow to my family and I’ll be so happy if this horrible surcharge idea is gone.

  75. First i would like to say Thank you Afscme for all the hard work you put in, and standing firm and your continued motivation to inspire myself and fellow union member’s to stay fighting and remain in solidarity. That is how we get things done as a team of dedicated members and great! bargaining staff. now for my questions lol.. The 3.2% increase is for for Cost of living or annual increases.? Also were the any changes as far as Attendance protocol, i remember seeing OHSU wanted to expand the length of time that the occurrences stay’s with you, normally i believe it was 90 day’s -3 Occurrences allowed after that ,disciplinary actions?

    1. You’re welcome!

      The 3.25% is for the across-the-board increases—no changes to progression/anniversary increases (1.5%-4.0%) depending on where one falls on the pay scale.

      No changes related to attendance. Management had wanted to get that increased from 90 up to 120 days (putting our members at greater risk of attendance-related discipline), but pulled the proposal close to the very end of mediation.

      1. Does the pay scale for anniversary increases remain the same, or has it skewed upward to account for increases in cost of living? (As a long time OHSU employee near the top of the scale, this is of interest to me!)

  76. Great! Thanks Jennifer glad to here there will be no changes on the attendance, and thank’s for the clarification on everything.

  77. I’m very disappointed that the EBC voted to add a $33.44 per month surcharge if you don’t share your personal information with a 3rd party but this wasn’t shared with us until after you had reached a tentative agreement with OHSU. And they say that the 2 AFSCME EBC members voted yes on this. WHAT THE F?

    Sadly, this will require me to reject the tentative contract. I won’t pay $401.28 per year to keep my information private.

    1. The wellness surcharge would have passed even if our reps on the EBC had voted no, unfortunately. By voting yes and being part of the process, however, we were able to advocate for changes that kept things from being even worse. Matt Hilton is writing an article that will address this and hopefully help folks understand the reasoning behind the decision.

      It’s of course your prerogative to vote no to ratify the contract if you don’t feel it’s a good deal for our members (or even just for the sake of voting no), but it’s important that our members know that rejecting the contract wouldn’t mean that the wellness requirements go away—EBC decisions and bargaining are two separate processes.

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