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Classified Staff Negotiations

Information About Negotiations

The OUS bargaining team firmly believes in transparent negotiations, but recognizes that not everyone can attend the actual negotiation sessions.  So to bring the negotiations to those who cannot attend, we will post our summaries of the negotiations along with occasional links to proposals or tentative agreements. Hopefully our posts will have the effect of opening negotiations to everyone.

Below is the schedule of negotiations that the parties have agreed to so far and summaries of the negotiation sessions that have already occurred.  Please be sure to check back here for summaries of future negotiations.

Schedule  

Summary of Negotiations 

February 20 & 21

History In The Making

The OUS and SEIU made history on Wednesday by marking the first time ever where tentative agreements were signed on the very first day of negotiations. The OUS recognizes that the changes both parties agreed to were minor, “housekeeping” matter, but they were an attempt to make the contract clearer and easier to understand.

Negotiations started great.  The parties were cordial to one another, the air was light, and both sides committed to working hard to reach a fair agreement. After team introductions both spokespersons opened with remarks setting forth their priorities and acknowledging the tough issues facing not only the classified employees, but all people who are vested in making the System better for students.

Once remarks were completed, the parties got right down to work with presentation of the Union’s proposals.  Representing a change from the past, the Union presented almost all of its proposals on the first day of negotiations.  After separate team lunches, the OUS presented the Union with their initial comments on the Union’s proposals and vowed to present more formal counterproposals at the next negotiation session.

The OUS then presented its proposals, all of which were designed to streamline the contract and make it easier to read and understand.  The Union then reviewed the OUS’s proposals and identified several proposals to which they would agree.  Once that occurred, it was noted by a Union team member that both parties should sign-off on those proposals so we could claim to be the first set of negotiators to have ever signed tentative agreements on the first day of negotiations.

For the sake of making history, and making the contract clearer, both Rich and Brian, chief labor spokespersons for the Union and the OUS, respectively, sat together and signed the tentative agreements.

It was certainly a great start to these negotiations, one in which the OUS Bargaining Team hopes will continue.

During the second day of bargaining, the OUS presented the Union with many more substantive proposals.  After presentation of those proposals the Union determined that more time would be needed to review and address the proposals so the two sides decided to end negotiations at that time.

March 12 & 13

Wage Floor Both An Interest and A Concern

The OUS and SEIU bargaining teams met March 12 and 13 at the University of Oregon and continued making progress by signing a number of tentative agreements and agreeing to keep several Articles as-is in any new contract that the parties ultimately agree upon. 

On the first day of negotiations the OUS bargaining team expressed an interest in, as well as a concern over, the Union’s economic proposal requiring a wage floor of $2,498.  While this proposal is of interest, we explained to the Union that there are concerns that raising to the federal guideline may result in loss of other valuable assistance, such as food stamp eligibility, or housing and child care subsidies.  We’re concerned that by doing the right thing our employees may lose so much more in the end.  So, we asked the Union to talk to you about this and see whether doing the right thing is really the most beneficial thing for potentially affected employees. 

UPDATE: OUS proposed raising monthly salaries to $2,500. See the April 18 & 19 negotiations below.    

Here some other highlights from the negotiations that occurred at UO: 

The OUS agreed that seniority should be used, at least every other year, when determining who should receive a holiday off if two employees request the same time off. 

The OUS proposed that discrimination cases be handled through arbitration, not the courts.  Arbitration is less costly than litigation, but the Union said “it would not be appropriate” for them to represent you in discrimination cases, so the Union rejected this.

  •  The OUS would like the ability to use performance evaluations as evidence in the disciplinary process.  This allows employees to use good evaluations to defend against unnecessary actions taken by “bully bosses”.  The Union rejected this.     
  • The OUS proposed a new six month trial service for employees who transfer from one university to another.  This allows the employee adequate time to adjust to the position and environment. 
  • The OUS proposed that you have a right to request that “incorrect material” be removed from your official personnel file and that your request to remove the material would remain in the file if the material was actually correct.  This gives employees a right to have their position documented in the official personnel file.   
  • The OUS proposed to clarify the type of leave one can use during a temporary interruption of work, because some employees were abusing the use of sick leave which is not fair to everyone else.  The OUS proposal would continue the use of preapproved sick leave, such as FMLA, during temporary interruptions.

During the two days of negotiations the teams spent quite a bit of time engaging each other on their specific proposals, asking questions and clarifying language.  Both sides truly sought to better understand the issues respective underlying interests.  This was very encouraging, because there is a great deal of work ahead for both teams.

The focus moving forward cannot be to insist on language that does not directly affect all employees’ wages, hours and working conditions.  We must stay focused on the tasks at hand—making our system sustainable for all Oregonians and partnering to find ways to be more efficient and keep costs down for all students. 

We look forward to continuing to work towards reaching an agreement at the next negotiation session on March 28 and 29.

March 28 & 29 

Union Doesn’t Address The OUS’s Concern

Negotiations continued on March 28 and 29 with both teams meeting at the Chancellor’s Office in Portland.  During the first day of negotiations Chancellor Rose stopped in to visit both teams and thank all members for their dedication and service to the System. 

The teams made a good deal of progress by better understanding each sides’ positions on a number of issues and signing off on various tentative agreements, some of which were substantive (Article 36, Limited Duration Appointments; Article 43, Leaves with Pay) and others were an attempt to make any new contract clearer for all to understand.

At the outset of negotiations we asked the Union if it had consulted with its members to determine whether a wage floor would have an unintentional impact of creating additional hardships for low-income earners, such as loss of food stamp eligibility, or housing and child care subsidies.  Unfortunately, the Union’s response led us to believe that it did not ask you whether a wage floor would have an unfortunate impact.  The Union’s response was troubling because we need to work together here to make sure we do the right thing for our employees.

Contract Or Law Already Addresses Union’s Issues

The Union attempted to address certain healthy workplace initiatives by proposing new language for the contract; however there already is contract language, policies, or people in positions that address these initiatives.  For instance:

  • Workload stress mitigation can be managed through the Employee Assistance Program (“EAP”) and certain leave such as family medical (“FMLA”) and personal.
  • Telecommuting is addressed through policies in place at each University or through the OUS telework policy.
  • Adjusted work schedules can be discussed through Article 57, Joint Communication/Consultation Committees.
  • Proactive ergonomics are already a reality at each of the OUS institutions.  Each institution has at least one person designated to work with employees on ergonomic issues.  In addition, each campus has a safety committee
  • Overwork penalty pay for exempt employees is not supported by the Bureau of Labor and Industries, because they are not eligible for overtime pay given their exempt status.

Given the numerous resources already in place to address the Union’s healthy workplace issue, we didn’t see the need to add additional (and sometimes expensive) resources. 

In addition, the Union proposed that the parties hire an arbitrator to resolve disputes about copies of information requests.  We rejected this,  because the law provides guidance on complying with information requests and hiring an arbitrator at a cost of around $1,000 per day to resolve a $50 copy dispute just isn’t a wise way to spend students’ tuition dollars.

Finally, discipline for failing to report suspected child abuse you become aware of at work is not new.  And we did not feel it was necessary to add language to the contract requiring training when universities already touch on this issue either through training or employee intake.  

Union Continues To Press Permissive Subjects

Okay, so now for the legal mumbo-jumbo.  In negotiations there are two types of proposals.  One type of proposal is called a mandatory proposal, because it directly affects your wages, benefits, hours, and working conditions.  The other type of proposal is called a permissive proposal, because it does not directly affect your wages, benefits, hours or working conditions.  When one side presents a permissive proposal, the other side does not have to negotiate over that proposal.  Well, the Union has presented several permissive proposals that we have rejected, such as: 

  • Staffing and Equity Efficiency, which the Union acknowledged in its proposal that the OUS’s current staffing levels are “in balance”.
  • Recovering Oregon’s Money, which is about going after big banks allegedly involved in predatory lending, despite the Union investing dues money with alleged predatory lender Morgan Stanley

The OUS is committed to working on the real issues facing our employees, and less committed to issues that divert us from the tasks at hand and seem manufactured to make headlines.  We urge Local 503 to start focusing on the substantive issues, so that we can have a new contract in place by June 30.  There are too many critical points that we need to discuss and come to agreement on, and permissive proposals serve only to delay the process.

The next bargaining session will be held on April 18 and 19 at Oregon State University.  The OUS will present its remaining proposals, including the economic proposals during that session.

Stay tuned and thanks for visiting the website.

April 18 & 19

A Challenging Session . . .

The last negotiation session held at Oregon State was, by far, the most challenging session to date.  The OUS bargaining team presented proposals that were designed to meet the OUS’s need for flexibility and sustainability within increasingly constrained economic realities for students and campus operations.  While the OUS proposals on “bumping rights”, contracting out, and overtime can be perceived to infringe upon union rights, the reality is that there are solid business and economic reasons for presenting the changes. 

The current contract includes “bumping rights”.  Bumping rights only apply in the unfortunate event of a layoff and operate based on seniority by allowing an employee with greater seniority whose position has been eliminated to “bump” a less senior employee from the position they hold.  The employee with less seniority can then elect to “bump” an employee with even less seniority or move to layoff status.  While this is the general idea behind “bumping”, there are other details related to bumping which can be read in Article 48 of the contract.  Bumping rights have long been a pillar of unions, but they can also contribute to low workplace morale because of the inherent fear that a coworker will move to layoff status—not because of merit, but because of length of service.   In an effort to address the morale issue, the OUS proposed that an employee with greater seniority cannot “bump” an employee with less seniority from their position and into layoff.  Instead, the OUS proposed that if a layoff has to occur, an employee laid off will be allowed to accept any vacant position on campus, so long as the employee qualifies for the position and the position is no more than five salary ranges below the employee’s current salary.  The OUS bargaining team believes this is a fairer way to approach an unfortunate situation.

Contracting out allows universities to contract with outside companies that have expertise in a given area.  These companies can sometimes provide a university with significant cost-savings, primarily because they are experts in a certain area and can provide the service more efficiently than the university.  As an example, a university is in the business of educating students and while a university will provide dining and housing services, such is not the primary business of a university.  There are companies that exclusively provide dining or housing services.  They are more efficient in providing these services because it is their business to provide these services.  The current contract language restricts a university in being able to immediately realize the potential cost savings.  It does this by requiring the university, before contracting out, to spend money and resources to conduct a feasibility study in order to determine whether the use of a contractor can save the university money.  Once the study reveals the contractor can save the university money, the Union is able to review the study and offer ways that meet the savings offered by the contractor.  If the Union’s offer saves the university roughly the same amount of money or more, the university has to accept the Union’s offer.  If the Union’s offer cannot do this, the contractor is hired and the university’s employees become the contractor’s employees (for at least six months) at the same wages and benefits they had while at the university.  As a way to save money and resources, the OUS proposed eliminating contract language requiring the feasibility study and Union response because the university is already obligated, under the law, to negotiate with the Union if contracting out occurs.  During negotiations the Union can offer alternative plans that save the university money.  If the Union cannot save the university money, the employees would remain with the contractor for at least six months and the Union could always choose to organize the contractor and negotiate a separate collective bargaining agreement with the contractor. 

The law requires employers to give overtime pay, paid at one and a half times the employee’s hourly rate, for any hours worked in excess of 40 in one week.  Unions have often negotiated language that also allows overtime pay for any hours worked in excess of 8 hours in one day.  The current contract has this language.  Overtime pay can become very expensive when it is paid for any time worked in excess of 8 hours.  The OUS proposed to discontinue overtime pay for hours worked in excess of 8 in a day, but continue following the law and give overtime pay for all hours worked in excess of 40 in a week.  This will save universities money, and is a fair offer that recognizes overtime in a way which does not raise equity issues by other employees who do not receive overtime pay for hours worked in excess of 40 per week.

The OUS bargaining team fully understands how these proposals can be perceived.  These tough economic times call for realistic decisions that require the wise use of funds in ways which recognize that student tuition is paying for these benefits.  The decisions made to present these proposals did not come easily or quickly.  The OUS bargaining team thoroughly discussed these proposals for the past seven months and, in the end, made a measured decision to propose them in good faith that the Union would understand the serious economic issues the system faces in the wake of keeping it sustainable for all of us—students, classified and unclassified staff, faculty, and many other invested Oregonians.  We value the Union’s opinions and recommendations, many of which have led to fruitful discussions during negotiations that ultimately resulted in a number of tentative agreements.  We remain optimistic that the Union will continue this dialogue and offer viable proposals that seek to join us in addressing these tough economic issues.

The OUS Proposes Initial Economic Package

The OUS proposed its initial economic package on April 18.  The initial proposal addressed many of the Union’s concerns such as raising employees above the SNAP guidelines of $2,498 per month, elimination of furlough days, cost of living increases and keeping the healthcare model.  Here is a snapshot of the initial economic package proposed by the OUS:

No changes to PERS

  • Eliminate furlough days immediately after signing a new contract

  • Raise all employees to $2,500 on the salary schedule by the end of the contract

  • Give all employees a 2.0% cost of living increase by the end contract

  • Give a step increase in the form of a one-time bonus between July 1, 2013 and June 30, 2014

  • Contribute 90% of all healthcare premiums and ask employees to contribute 10%, which is a 5% increase.  This additional employee contribution is still less than the average healthcare contribution paid by state and local government unionized employees.

This is the OUS’s initial economic package proposal and we look forward to receiving the Union’s counter proposal on economics.

May 2 & 3

Progress at the Coast

The OUS and SEIU bargaining teams met May 2 and 3 at Oregon State’s Hatfield Marine Science Center in Newport.  At the beginning of the negotiation session, the OUS bargaining team once again acknowledged how the proposals relating to “bumping rights”, contracting out, and overtime may have been perceived, and asked the Union that it be given an opportunity to fully explain the business and economic reasons behind presenting those proposals.  The OUS bargaining team felt that it was fair that both sides be given that opportunity.  Thus, during the next bargaining session the OUS team will provide these explanations and looks forward to an open and frank discussion. 

Thereafter the teams worked constructively and made good progress by tentatively agreeing to changes in seven different Articles or Letters of Agreement.  Some of the changes include:

  • Reorganizing the Union Rights Article to make it easier to read and understand;
  • Removing incorrect material from a personnel file when both HR and the employee agree it is incorrect;
  • Requiring a statement of rights to appear on all disciplinary actions;
  • Removing investigation material from the personnel file when the investigation does not result in discipline;
  • Making clearer how, where and when grievances are filed; and,
  • Prohibiting the use of performance evaluations by either side in discipline, grievance and arbitration cases, except where there is a denial of an annual performance increase.

The next bargaining session is at Portland State University on May 16 and 17 and the OUS bargaining team is optimistic that even more progress can be made by building upon the collaboration and good work both teams exhibited in Newport. As always, we appreciate the time and effort of the SEIU and OUS teams.

May 16 and 17 

Continued Progress at Portland State

The OUS and SEIU bargaining teams met May 16 and 17 at Portland State.  During negotiations the OUS team shared a number of reasons for presenting proposals on overtime, contracting out, and layoff, including economic, operational, and overall workplace morale issues.  Karen Abbott Yelle, a human resource professional from Portland State who is respected across the system, told of her 20-plus years administering the “bumping” rights in the layoff article.  Karen has assisted hundreds of employees whose positions have ended because of layoff, 85%-90% of whom did not want to bump because of the difficult and emotional situation that was so often filled with frustration, anger and resentment.

Karen told of the “real personal dilemma” that occurs with “bumping”.  How a person needs a job, but does not want to go into a new position at the expense of a colleague, or in some cases, even a close friend.  Karen explained that the department receiving the person who is permitted to “bump” has already spent a good deal of time reviewing applications, interviewing, doing reference checks, etc. to fill the position with the candidate they feel is best suited to the position and then that person gets displaced.  Moreover, the person being displaced had accepted the position after a good-faith offer was made and, in some cases, may have given up a job to accept the position. 

Karen added that depending on the employee, holding the original position that was eliminated could have a significant domino effect caused by “bumping” by having multiple employees and multiple departments involved.  This, according to Karen, results in a significant impact and disruption across campus, with employees being fearful that they will be the next one to be bumped.

Karen provided invaluable insight (click here for her full presentation) and the OUS bargaining team stressed the importance of finding common ground to address common interests, and remain optimistic that the discussions at Portland State about the overtime, contracting out and layoff articles will continue in good faith.

During negotiations the teams heard presentations from Early Childhood Associate Teachers and a PSU Locksmith in support of a specific salary increase for those classifications.  Regarding the Associate Teachers, the OUS bargaining team noted how its counterproposal to raise the wage floor to a minimum of $2,500 per month by the end of the next contract would greatly assist those in the classification. 

Finally, the teams signed tentative agreements involving Article 61 (Education, Training and Development), Article 63 (Inclement Weather), and a Letter of Agreement on Commercial Drivers’ Licenses, which will become an Article in the next contract.

The next bargaining session is June 6 and 7 at the University of Oregon

June 6 & 7

Making Progress

The OUS and SEIU bargaining teams met June 6 and 7 at the University of Oregon.  While most of the two days of negotiations were set aside to hear thorough presentations by employees in certain classifications requesting specific salary differentials or increases in salary ranges, the parties were able to make progress by tentatively agreeing to language in 11 different Articles and one Letter of Agreement.

Aside from housekeeping changes in some Articles and agreement to continue current contract language in other Articles in the next contract, here are some of the highlights of the language the parties agreed to change in the next contract:

  • The Union and employees will not cause or engage in any strike during the term of the next contract;
  • When denials are due to operating need or operational requirements management will respond in writing to requests; and,
  • Employees elected to the Oregon legislature will receive certain leave without pay to attend to legislative duties.

A number of other proposals regarding language remain on the table and the parties are committed to working through those in upcoming sessions.

The OUS bargaining team recognizes that there has not yet been a full discussion regarding economics since the OUS presented its proposal on April 18.  However, we expect that economic discussions will begin during the next session and continue into July.  The OUS bargaining team continues to remain optimistic that a fair and equitable settlement can be reached within the next few weeks.

The next bargaining session will occur on June 27th and 28th at Southern Oregon University.

June 27 & 28

A Great Working Session

The OUS and SEIU bargaining teams met June 27 and 28 at Southern Oregon University and made significant progress by tentatively agreeing to certain changes, or to maintain current contract language, in 13 different Articles and Letters of Agreement.  Among the highlights, a new contract will include:

*Seniority as a separate stand-alone Article and not buried within Article 48; 

*University Management meeting with the Union and parking committees to discuss reduced parking fees for certain classified employees;

*The option of having approved work-related travel paid in advance where it is requested in advance; 

*Training materials relating to the mandatory child abuse reporting statute being made available;

*Peer Mediation at Portland State continuing without the involvement of Human Resources; 

*Telecommuting being made available, subject to the operating needs of the University; and,

*Schedule changes if requested in writing and approved. 

The session at Southern was truly a tribute to how many issues can be resolved simply by working together towards our collective goals. 

The OUS bargaining team continues to be surprised at the Union’s insistence on discussing permissive subjects of bargaining, such as staffing ratios and going after the big banks.  The OUS bargaining team reiterated its position that there are too many issues relating to mandatory subjects of bargaining—those that affect wages, hours and working conditions—and that our focus is, and will be, on those issues. 

We look forward to continuing to focus on the issues affecting wages, hours and working conditions as we move into the economics discussion of negotiations that will likely begin during our next bargaining session on July 11 and 12 at Oregon State University in Corvallis.

July 11 & 12

An Opportunity Missed

The OUS and SEIU bargaining teams met at Oregon State University on July 11 and 12 and made some progress, although the OUS bargaining team believes the Union missed an opportunity to resolve Article 13—Contracting Out. 

In a good faith attempt to reach agreement on Article 13—an Article important to both parties—the OUS bargaining team presented a package proposal that included Article 13, 22 and 30.  The proposal was that, in exchange for retaining the current contract language in Articles 22 and 30, the OUS would withdraw several sections of its previous Article 13 proposal.

The Article 13 proposal as part of the package would have returned the feasibility studies and Union responses whenever the contracting out resulted in displacement of employees and, if displacement of employees occurred, the OUS proposal maintained that the contractor would be required to hire the displaced employees and the OUS would continue those employees in PEBB for six months (assuming PEBB rules permit).  Additionally, the OUS proposal required the OUS to implement any Union plan where the savings were equaled to or greater than the contractor’s offered savings.

The OUS bargaining team made it clear that the package proposal could be considered all day by the Union and, that if it was not accepted, the previous proposals the OUS presented on each Article in the package would remain on the table.  The Union did not accept the package, even though at a later time in the session it proposed returning to current contract language in Articles 22 and 30.  The OUS bargaining team believes their proposal addressed the Union’s concerns over displacement of employees and that the Union missed an opportunity to reach a meaningful agreement on this significant contract article.

On the last day of negotiations the parties reviewed which Articles and Letters of Agreement to which each party owed a response.  The OUS bargaining team maintained that the Union owed a substantive response to economics, because it never specifically accepted or rejected the OUS economic package proposal.  At the table, the OUS bargaining team reminded the Union that it has not yet accepted or rejected OUS’s proposal to: 

  • Eliminate furloughs
  • Raise the minimum salary to $2,500 by the end of the next contract

The OUS bargaining team is ready to review a substantive economic response from the Union during mediation at the July 22 and 23 session at Western Oregon University.  For those not familiar with the mediation request, on July 1, just after the OUS and SEIU made significant progress in negotiations and signed a contract extension through July 31, the SEIU filed for mediation.  In responding to the Union’s notice of intention to request mediation, the OUS expressed their belief that mediation is not necessary at this time because mediation is typically reserved for parties not progressing as well as we are.  That said, the OUS bargaining team did recognize that the law requires mediation when just one party requests it and negotiations have been ongoing for at least 150 days.

A mediator is an individual that usually has an extensive background in labor relations and has training in the area of assisting collective bargaining negotiations to a successful completion.  Mediators are required to be neutral and work with the parties to address resolving the key issues remaining in negotiations. 

The OUS bargaining again remains hopeful that continued progress can be made during the mediation.   

July 31 & August 1

Mediation Continues

Maybe you’re wondering why there have been no recent posts to the website after the last few mediation sessions.  Well, the answer is that most of the discussions during mediation are confidential.  Confidentiality allows the mediation process to work by having the parties explore possible solutions to the issues that remain.  There are even times when “mediation” proposals are passed between the parties and those too are confidential.  However, there are times when the parties’ discussions and proposals are not considered confidential.  When that happens, we can discuss them and post about them on the website. 

During the mediation session at Oregon State, the OUS bargaining team proposed language on what has become known as the “Big 3” proposals—Contracting Out, Overtime, and Layoff.  The proposal was a “package proposal”, meaning that all three were proposed together as one, must be accepted as one.  We hope the Union strongly considers the following OUS package proposal on the “Big 3” that was presented:  

Contracting Out:

The OUS bargaining team maintained its position that feasibility studies and Union responses be continued whenever the contracting out resulted in displacement of employees.  In addition, the OUS proposal maintained that the contractor would be required to hire the displaced employees and the OUS would continue those employees in PEBB for six months (assuming PEBB rules permit).  Additionally, the OUS proposal required the OUS to implement any Union plan where the savings were equaled to or greater than the contractor’s offered savings.  Currently, the contract says that if the Union can save the University 80% of what the contractor could, then the University must implement the Union’s plan.  The OUS bargaining team believes that it is only fair to equally compare the contractor’s offered savings and the Union’s offered savings.  If the Union can help save the University just as much or more than the contractor can, the University would be required to accept the Union’s plan.  That’s fair. 

Overtime:

The OUS bargaining team agreed with the Union’s proposal and proposed maintaining current contract language for providing overtime after 8 hours, except that FLSA-exempt classified employees would no longer receive compensatory time after 8 hours.  All overtime and compensatory time in excess of 40 hours would remain the same.

Layoff:

The OUS bargaining team proposed to retain “bumping rights”, but wanted the Union to be part of the bumping process by helping to explain bumping to not only the employee who would be bumped, but also to the bumped employee’s unit who will receive the new employee that had the seniority to bump.  The OUS bargaining team saw this as a way to partner together to ease the inevitable morale issues, while preserving seniority rights.

The next session begins today at Portland State and the OUS bargaining team remains hopeful that a tentative agreement on the entire contract can be reached so that a ratification vote, as opposed to a strike vote, can occur for the betterment of all.  If there is anything to update you with after the next session, we will be sure to do so.  

August 14 & 15

Parties Tentatively Agree on the Big 3

While many of the communications during the bargaining session at Portland State were confidential, the parties were able to tentative agree to language in the Big 3 proposals—Contracting Out, Overtime, and Layoff.  Here is the tentative agreement and below is a short summary of each of the Big 3: 

Contracting Out:  The OUS obtained the necessary flexibility it sought with the process, while preserving wage and benefit standards the Union had an interest in protecting. 

Overtime:  The parties clarified certain language, protected overtime after 8 hours for most employees, but agreed to eliminate overtime pay after 8 hours for those FLSA-exempt classified employees. 

Layoff:  The parties protected “bumping rights”, but agreed that the Union, upon request of the University, should assist in the bumping process by educating members about the contract and the process. 

The parties continue negotiations next week at Oregon Tech.   

August 22 & 23

Final Offers Submitted, Cash Award Program Withdrawn

Last Friday the OUS and Union bargaining teams submitted their final offers and cost summaries to the Employment Relations Board.  The OUS final offer includes a summary revealing the costs of its offer, the Union’s final offer, and the difference between both final offers.

During negotiations at Oregon Tech, the OUS bargaining team explored with the Union several creative proposals that would economically sustain all the Universities involved.  Most of these creative proposals occurred during confidential communications and cannot be discussed.  However, the Cash Award Program was not confidential.  The Cash Award Program allowed all campuses to provide a once per year cash award of up to 4.75% of an employee’s annual salary to all employees during the performance cycle based on an employee’s performance accomplishments. 

The OUS bargaining team believed that the Cash Award Program, in connection with the other pieces of the OUS economic package, offered a creative solution.  It was part of an economic package that was sustainable for all Universities involved, yet allowed campuses with the ability to stretch their finances to reward performance to all employees—even those who have topped out.  To the OUS bargaining team, it was a good faith effort to bring the parties closer together in an attempt to reach settlement. 

The Union disagreed.  It claimed that the Cash Award Program was an unlawful insertion of a new issue late in bargaining—a potential unfair labor practice.  The OUS bargaining team disagreed with the Union’s claim, but did not want to risk having the Union file an unfair labor practice alleging the Cash Award Program to be bad faith bargaining.  As such, the OUS agreed to withdraw the Cash Award Program from its final offer and the Union agreed not to file an unfair labor practice.  See that agreement by clicking here.

As the OUS bargaining team has always maintained, it is our goal to protect the economic sustainability of all the Universities involved and the overall affordability of a quality education for all Oregonians.  This means that the OUS must consider the financial health of each of our Universities and offer the best possible economic package that each of our Universities can sustain. 

We look forward to continuing to offer and receive creative solutions that fit within OUS’s economic sustainability and affordability goals.  The next negotiation session is set for September 13 and 14 at Oregon State University.

September 18

Negotiations Continue

On September 18, the parties met in a confidential mediation session to continue negotiations with the hopes of reaching a fair tentative agreement that was within the limited means of all campuses.  Unfortunately the parties did not reach agreement, but did agree to continue negotiations tomorrow (Wednesday, September 25) at SEIU Headquarters in Salem. 

The OUS bargaining team continues to remain optimistic that a tentative agreement can be reached and appreciates the Union’s recognition that there is not a limitless amount of financial resources on all campuses.  Thus, we will continue to work towards a settlement that protects the economic sustainability of all universities involved, and the overall affordability of a quality education for all Oregonians. 

The OUS bargaining team respects all of our employees and the contributions they make to student success.  We are, therefore, committed to a settlement that recognizes the need for fair compensation and benefits within the limited means of all of our campuses.