2025-2027 AFSCME and SEIU Central Table Bargaining Updates

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The Parties met in-person on June 26, 2025.

Union Proposals:

Union Package I:

​Article 22 No discrimination

• Union Proposal March 20, 2025

Article 22T No Discrimination

• Union Proposal March 20, 2025

LOA 22.00-23-461 Alleged Violations of Article 22 and 22T

• Sunset

Article 101 Safety and Health

• Counter proposal maintains language requiring an Agency to move the employee to a different supervisor for the course of the investigation if the complaint is against their direct supervision.
• Maintains language that provides the ability for an employee's steward to request the investigatory file for the investigation upon conclusion.

Article 101T Safety and Health (Temporary Ees)

• Counter proposal mirrors Article 101 language.

LOA Equity and Non-Discrimination

• Continue

New LOA Immigration Status Leave

• Union Proposal April 9, 2025

New LOA Employee Resource Groups

• Union Proposal April 9, 2025
  

Management Proposals:

Employer Package I:

​Article 13 - Contracting Out

• Current Contract Language

Article 51 – Limited Duration Appointment

• Management Proposal June 5, 2025

Article 121 – Education, Training and Development

• Management Proposal June 5, 2025

Article 132 – Criminal Records Checks

• ​Current Contract Language

​Article 133 – Domestic Violence, Sexual Assault, Stalking or Human Trafficking Victim Leave

• Management Proposal June 5, 2025

LOA 00.00-19-369 ADA Accommodations

• Current Contract Language

New LOA – Employee Monitoring

• Counter proposal adds a notification process to the union and affected employees prior to the implementation or modification of  employee monitoring, surveillance, or data collection technology. 
  

Employer Package J:

 Article 70 - Layoff

• Current Contract Language

New LOA Layoff Review Committee

• Counter proposals agrees to the majority of the Union language.
• Management counter proposes the committee would review and evaluate exiting layoff resources.
• Committee would be tasked with submitting recommendations to SEIU and DAS LRU for bargaining consideration.

LOA Salary and Benefit Report

• Counter proposal adds language that management would notify the union of any changes management intends to make on the Salary and Benefit report methodology and scheduling a meeting to give the Union the opportunity to share feedback.

LOA State Worker Training Fund

• Current Contract Language

New LOA Central Workplace Designation

• Propose Union withdraw

New LOA Employee Resource Groups

• Management counter creates a committee that would be tasked with gathering information and reviewing any existing employee resource groups, agency practices, and policies in order to provide recommendations to the DAS Chief Human Resource Office (CHRO) on creating a potential statewide policy governing Employee Resource Groups (ERGs). 

New LOA Finalization Process

• Management counter proposed the parties are committed to completing the CBA finalization process in an expeditious manner.
• Includes DAS LRU is committed to posting all finalized tentative agreements on their website within 7 calendar days of ratification.
• Includes parties will schedule contract training within 30 calendar days of ratification.

New LOA Housing Assistance

• Proposed Union Withdraw

New LOA Quarterly Check Ins

• Current Contract Language

Bargaining Documents (Exhibits)

• Employer Exhibits
  
• Union Exhibits​
  

The next scheduled in-person bargaining date is July 2, 2025.​

Management Proposals:

Employer Package H:

Article 32 – Overtime

• Current Contract Language

Article 34 – Standby Duty/On-Call Duty

• Current Contract Language

Article 71 – Seasonal and Intermittent Employees

• Current Contract Language

NEW LOA – Seasonal and Intermittent Workforce Committee

• Management proposal to establish a joint-labor-management committee to discuss the current contract language in Article 71. Committee would be established no later than January 1, 2026.

• ​Committee would be tasked with reviewing the application of Article 71 by agencies who employ seasonal and/or intermittent employees. The review would include, but is not limited to: Definition of seasonal and intermittent employee, end of season/seasonal recall, step increases and benefit service date, leave carryover/cash-outs between seasons, and insurance eligibility

• ​Committee would submit recommendations for consideration to SEIU and DAS LRU  to help inform bargaining proposals during 2027-2029 contract negotiations

Article 86 – Workload Prioritization

• ​Management counter proposal adding language that the supervisor would respond to a workload prioritization request and outline a clear prioritization of the employee’s work assignments. 

Article 123 – Inclement Weather/Hazardous Conditions

• Management counter proposal.  Revised language in original proposal that the Employer/Agency would make reasonable efforts to announce closure or curtailment to employee no later than 5 am. However, the Parties recognize that circumstances may delay the notice, in which case, the Employer/Agency will announce the closure or curtailment as soon as the decision is made.

• ​Added language for non-essential workers required to work during inclement weather/hazardous conditions. When a situation arises that requires management to direct a non-essential worker to report to work, in-person, during a Inclement Weather/Hazardous Conditions event, the employee shall receive the Essential Worker Inclement Weather/Hazardous Conditions Pay differential under Article 26, Section 14. 

Article 138 – Working Remotely

• Current Contract Language

NEW LOA – Workload Model

• Proposed Union Withdraw

NEW LOA – 32 Hour Workweek

• ​Proposed Union Withdraw

Union Proposals:

NEW LOA - Biweekly Payroll Transition

• ​Union proposal related to bi-weekly payroll transition

• Readiness and Fitness: Establishes a joint labor-management steering committee. Committee responsibilities include:

• ​Evaluating if Workday meets the State’s payroll requirements; if not, issue a new RFP.
• Hiring a third-party auditor to assess the Workday payroll transition and recommend improvements.
• Reviewing time entry interface and paystubs for clarity and improvement.
• Reviewing and providing feedback on employee payroll training.
• Reviewing pilot results and recommending corrections.
• Delaying or canceling the transition if critical issues are found or work isn’t completed 3 months prior to implementation.
• Identifying contract areas affected by structural payroll changes (e.g., pay dates, frequency, leave, deductions) for review ahead of 2027–2029 bargaining.

• Timely and Accurate Pay:

• Employer is responsible for ensuring timely and accurate pay.
• If employees are unavailable to enter/submit time, pay will default to their usual schedule.
• Supervisors must review employee-submitted time. Overpayments from human error would not have to be repaid. Time entry by an employee that is found to be malicious or intentionally inaccurate is not subject to this provision.
• All managers/supervisors will take initial live payroll training with Q&A (max 100 participants per session) on payroll entry, payroll approval and how to read paystubs. Trainings offered regularly and on an ongoing basis. Current employees have option to take training and can retake training. New employees required to take training.
• All payroll staff will receive a live training to ensure that payroll is being handled in a standard way statewide. Answers to the most frequently asked questions that represented and supervisory staff ask will be included in this training.  This FAQ will also be posted within the payroll system for employees to access. 
• Payroll system assistance team will be accessible by phone and email and respond within 24 hours. Will answer questions about business rules and system functionality.

• Transition Support:

• Employees receive 24 hours of paid time for financial counseling (via EAP or external provider) at no cost.
• An additional 16 hours of personal business leave will be available between Jan 1–Dec 31, 2027 in order to attend to personal finances.
• Employees can cash out sick leave during 2027 to assist in any financial needs during this period.
• Tax support will be provided if employees face demonstrable tax issues due to the transition at no cost to the employee.

• Payroll Transition Timeline:

• Transition will occur in June 2027.
• Key dates:

  - June 1, 2027: Final full-month paycheck.

  - July 1, 2027: Payment for June 1–18 and additional 120 hours of pay.

  - July 16, 2027: First biweekly paycheck (for June 19–July 2) and $2,000 one-time payment.

• A rapid payroll error response system will be active from June 1–July 31, 2027, to resolve underpayments within 24 hours.
• A pilot using non-SEIU employees will test various pay groups across at least three pay cycles and must be completed 3 months before the transition. Results will be shared with the steering committee.

• Payroll Transition Details:

• Hourly rates will be calculated by dividing monthly salary by 173.33 and rounded up.
• Overtime will be calculated based on the full biweekly pay period.
• Employees will be notified immediately of timesheet corrections.
• Leave accruals will be distributed across 26 paychecks and rounded to the nearest tenth.
• Deductions (e.g., insurance, union dues) will also be spread across 26 checks.
• The system will not support clock-in/clock-out functionality.
• An independent QA vendor will be procured to support the project and report to the steering committee.

• Proposal includes the Union’s March 12, 2025 proposals for Article 29 and 29T.

• Proposal is subject to change based on new information received during negotiations.

Bargaining Documents (Exhibits)

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Management Proposals:

Employer Package G:

Article 43 – Career Development

• Union proposal dated April 9, 2025

Article 55-Personal Leave Days

• Current Contract Language

Article 56 – Sick Leave

• Current Contract Language

NEW LOA – Hardship Donations

• Proposed LOA for 2025-2027 CBA to modify hardship donation language to allow employees to request hardship donations when a treating physician/practitioner provides a written statement certifying that the illness or injury, including medical appointments for treatment of the illness or injury, will continue for at least fifteen (15) consecutive calendar days following the employee’s projected exhaustion of accumulated leave. 

Article 57 – Bereavement

• Management Revised Proposal May 21, 2025

Article 58 – Holidays

• Current Contract Language

Article 59 – Election Days

• Management Proposal May 21, 2025

Article 61 – Leave of Absence without Pay

• Current Contract Language

Article 136 – Critical Incident Leave

• Management Proposal May 21, 2025

Union Proposals:

Union Package D:

Article 13 – Contracting Out

• Union Proposal March 12, 2025.

Article 51 – Limited Duration

• Management Proposal June 5, 2025

Article 121 – Education, Training and Development

• Union counter proposal allowing paid time to complete the required hours of continuing education.

• Deletes a specific outdated training.

Article 132 – Criminal Records Check

• Current Contract Language

Article 133 – Domestic Violence, Sexual Assault, Stalking or Human Trafficking Victim Leave

• Management Proposal June 5, 2025

LOA 00.00-19-369 ADA Accommodations

• Union counter proposal to requires a specific reason (previously reason) be provide in written ADA accommodation denials.

NEW LOA – Employee Monitoring

• Union counter proposal adds language that all employees will be made aware of all technologies that could be used to track their location or activity.

• Union counter proposal includes language that the Employer will only access technologies used to manage property such as fleet vehicles and phones if a formal complaint has bee filed or an incident has occurred.

• Maintained language that employee would be made aware of all technologies that could be used to track their location or activity.​

Stand Alone Articles

Article 27 – Salaries

• Union counter proposal revised COLA amounts:

o July 1, 2025—CPI-W plus 3%, but no less than 4% if CPI-W is zero or negative

o July 1, 2026—CPI-W plus 4% but no less than 4% if CPI-W is zero or negative

Article 31 – Insurance

• Union counter revising health insurance premium share language

• For Plan Years 2026 and 2027, where an employee has an opportunity to choose between two medical plans and the employee enrolls in the least expensive PEBB medical plan available to them, the Employer will contribute ninety-nine percent (99%) and the employee will contribute one percent (1%) of the monthly premium rate as determined by PEBB.  Where an employee has an opportunity to choose between more than two medical plans, the Employer will contribute ninety-nine percent (99%) and the employee will contribute one percent (1%) of the premium rate as determined by PEBB of all but the most expensive plan.   The Employer will pay ninety-five percent (95%) and the employee will pay five percent (5%) of the monthly premium rate as determined by PEBB of the most expensive plan.  

Bargaining Documents (Exhibits)

Management Exhibits

Union Exhibits​

​

Management Proposals:

Employer Package E:

Article 13 – Contracting Out

• Current Contract Language

Article 51 – Limited Duration

• Management counter adding secondary recall to the lists a special study or project LD would be placed on when the LD ends in Section 4(a).

Article 121 – Education, Training and Development

• Management counter adding language on continuing education. Employees who are required to complete education hours to maintain licensure and/or certification as required by the Agency, shall be allowed paid time to complete the required hours of continuing education up to a maximum of twenty-four (24) hours per license and/or certification renewal cycle. Continuing education shall occur on-site, or remotely online, as approved by their supervisor, during an employee’s regularly scheduled work shift, and shall not result in overtime, travel time or expenses.

• ​Maintained strike out of language for outdated training program.

Article 132 – Criminal Records Check

• ​Current Contract Language

Article 133 – Domestic Violence, Sexual Assault, Stalking or Human Trafficking Victim Leave

• Management counter retitled Article title to “Leave to Address Domestic Violence, Harassment, Sexual Assault, Bias, Stalking or Human Trafficking”

• Modified language to align eligible employee definitions with policy

• Modified language to clarify ability to take leave in multiple blocks of time intermittently and/or to supplement an altered or reduced schedule.

• Changed reference from ORS to DAS Policy 60.000.12

LOA 00.00-19-369 ADA Accommodations

• Current Contract Language

NEW LOA – Employee Monitoring

• ​Proposed Union Withdraw

Employer Package F:

Article 10 – Union Rights

• Management proposal dated April 9, 2025*

Article 21 – Grievance and Arbitration Procedure

• Management proposal dated April 9, 2025

Article 22 – No Discrimination

• Management proposal dated April 9, 2025

Article 22T – No Discrimination

• Management proposal dated April 9, 2025

Article 101 – Safety and Health

• ​Current Contract Language

Article 101T – Safety and Health

• ​Current Contract Language

LOA – 22.00-23-461 Alleged Violation of Article 22 and Article 22T

• Sunset

LOA – 22.00-23-463 Equity and Non-Discrimination

• Sunset

NEW LOA – Dignity Clause

• Proposed Union Withdraw

Union Proposals:

Union Package C:

Article 43 – Career Development

• Union proposal dated April 9, 2025

Article 55-Personal Leave Days

• Union counter removes language increasing PB to 32 hours for all full-time employees.

• Maintained proposed language to give 8 additional hours of personal business to employee who work fully in-person

Article 56 – Sick Leave

• Union counter maintains proposed language where employees shall not be expected to perform any work duties while they are utilizing sick leave.

• Modified hardship donation proposed language to maintain current contract language to that the need for leave will continue for at least 15 days following donee’s projected exhausting of accumulated leave. Strikes requirement to have total leave be at least 30 consecutive calendar days of absence in combination of paid and unpaid leave.

Article 57 – Bereavement

• ​Management Revised Proposal May 21, 2025

Article 58 – Holidays

• Union counter removes proposal for addition of paid holiday for Transgender Day of Visibility

• ​Maintains proposed addition of paid holiday for Indigenous People’s Day

Article 59 – Election Days

• Management Proposal May 21, 2025

Article 61 – Leave of Absence without Pay

• Union Proposal April 4, 2025

Article 66 – Vacation Leave

• Union counter maintains proposed increases to vacation accrual rate per tier

• ​Modified vacation cash out proposal. New proposed language allows cash out for employees who have a balance of 200 hours or more to cash out 40 hours of vacation once between January 1 and Juen 30 and once between July 1 and December 31.

Article 136 – Critical Incident Leave

• Management Proposal May 21, 2025

Management Proposals:

Employer Package D:

Article 14—Negotiation Procedures

• ​Management proposal dated May 8, 2025

Article 19—Personnel Records

• Management proposal dated February 13, 2025

Article 20—Investigations, Discipline and Discharge

• Current Contract Language

Article 106 – Labor Management Committee

• Union proposal dated February 27, 2025

LOA 00.00-19-361—Contract Specialists

• Management modified proposal to include language that mechanism to complete time entry and receive emails would be outlined in their individual agreement.  

• Modified proposal to allow contract specialist attendance at LMC meetings as a non-decision making participant.

• Management modified proposal to require union to notify DAS Labor Relations if the union receives a complaint from an employee about a Contract Specialist’s behavior in the workplace.

New LOA – Name Truncation

• Proposed union withdraw

Union Proposals:

Union Package B:

Article 14—Negotiation Procedures

• ​Management proposal dated May 8, 2025

Article 19—Personnel Records

• Management proposal dated February 13, 2025

Article 20—Investigations, Discipline and Discharge

• Current Contract Language

Article 106 – Labor Management Committee

• Union proposal dated February 27, 2025

LOA 00.00-19-361—Contract Specialists

• Union counter accepted management’s proposed language of non-decision making participant and mechanism outlined in individual agreement.

New LOA – Name Truncation

• Union withdrew proposal

Tentative Agreements:

Bargaining Documents (Exhibits)

Management Exhibits

Union Exhibits​

Tentative Agreements

​​The Parties met virtually on May 21, 2025. 

Management Proposals:

Employer Package C:

Article 43 – Career Development

• ​Union proposal dated April 9, 2025

Article 55-Personal Leave Days

• Current Contract Language

Article 56 – Sick Leave

• Current Contract Language

Article 57 – Bereavement

• Revised definition of bereavement leave to align with OFLA bereavement leave

• Changed “immediate family” to “family member” throughout the Article

• Changed language from per occurrence to per family member.

Article 58 – Holidays

• Current Contract Language

Article 59 – Election Days

• Reworded language allowing employees to use accrued leave or approved LWOP if no accrued leave is available for in person voting on state and federal election days. Added language allowing employees who need to cure their ballot to use accrued leave or approved LWOP if no accrued leave is available with documentation to support the need for leave 

Article 61 – Leave of Absence without Pay

• Current Contract Language

Article 66 – Vacation Leave

• Current Contract Language

Article 136 – Critical Incident Leave

• Agreed to sentence movement for clarity

• Proposed changing calendar days to scheduled workdays.

Union Proposals:

Union Package Proposal A:

Article 14—Negotiation Procedures

• Management proposal dated May 8, 2025

Article 19—Personnel Records

• Management proposal dated February 13, 2025

Article 20—Investigations, Discipline and Discharge

• Union counter proposal allowing an employee to a have a steward present with them either in person or virtually when a disciplinary decision is shared in a meeting or in person as long as obtaining a steward does not significantly delay the meeting.

Article 106 – Labor Management Committee

• Union proposal dated February 27, 2025

LOA 00.00-19-361—Contract Specialists

• Union modified proposal to include language that mechanism to complete time entry and receive emails would be outlined in their individual agreement.  

• Added language requiring the Employer to pay travel expenses if time entry, email access and other obligations are required by the Employer to be completed at an agency worksite.

• Modified proposal to allow contract specialist attendance at LMC meetings in an advisory capacity.

New LOA – Name Truncation

• Union counter proposal to require agencies to discuss the committee recommendations and to create a policy by December 31, 2026. Policy would be sent to union for feedback.  The policy may include but is not limited to the recommendations made by the committee.

New LOA – Artificial Intelligence (AI) In the Workplace

• Union proposal dated March 12, 2025

Employer Exhibits​

Union Exhibits

​

Management Proposals:

Employer Package Proposal B:

Article 14—Negotiation Procedures

• Housekeeping changes to Agency names in Coalition tables

• Agreed to increase Union Central Table bargaining delegates from 10 to 12

Article 19—Personnel Records

• ​Management proposal dated February 13, 2025

Article 20—Investigations, Discipline and Discharge

• Current Contract Language

Article 106 – Labor Management Committee

• Union proposal dated February 27, 2025

LOA 00.00-19-361—Contract Specialists

• Management counter proposal adding language that contract specialists who do not have agency-issued equipment will be provided a mechanism to complete time entry and receive statewide emails.

New LOA – Name Truncation

• Proposed union withdraw LOA

New LOA – Artificial Intelligence (AI) In the Workplace

• Proposed union withdraw LOA

Update to Appendix A

Union Proposals:

Article 64—Pre-Retirement Planning Leave

• Union counter proposal that pre-retirement planning leave would be granted unless it would have a significant adverse impact on the efficiency of the employee’s work unit.

LOA 00.00-19-361—Contract Specialists

• Union counter proposal adding language to require the agency to issue equipment to a contract specialist in the event they did not have existing agency equipment and leading contract negotiations to list of duties not assigned to a contract specialist.

Tentative Agreements:

• Article 1—Parties to the Agreement (management proposal dated April 23, 2025)

• Article 2—Recognition (management proposal dated April 23, 2025)

• Article 64—Pre-Retirement Planning Leave (union proposal dated May 8, 2025)

Bargaining Documents (Exhibits)

• All Management Exhibits​

• All Union Exhibits​

• Tentative Agreements​

​

Management Proposals:

Article 1—Parties to the Agreement

• Revised proposal to remove outdated DAS divisions and replace with DAS (entire Agency).

Article 2—Recognition

• Revised proposal to remove outdated DAS divisions and replace with DAS (entire Agency).

Article 64—Pre-Retirement Planning Leave

• Counter proposed language that pre-retirement planning leave would be granted unless it adversely affects the efficiency of the employee’s work unit.

Union Proposals:

Article 64—Pre-Retirement Planning Leave

• Counter proposed language that pre-retirement planning leave would be granted unless it would create an undue burden on the employee’s work unit.

Tentative Agreements:

• Article 45—Filling of Vacancies (management proposal dated February 27, 2025).

• New LOA—Union Grievance Form Sub-Committee (union proposal dated February 27, 2025).

Bargaining Session Documents (Exhibits)

​

Management Proposals:

Article 10—Union Rights

• Added language granting union stewards paid time to be present upon request when an employee is reporting discrimination or harassment in the workplace through the process set forth in DAS policy.

Article 21—Grievance and Arbitration Procedure

• Reorganized and made modifications to language for better clarity.

• Housekeeping changes throughout Article.

• Added language requiring a different steward of record if the grievant is a steward.

• Added language requiring union representation when filing grievances at all grievance steps.

• Changed management/executive service supervisor to supervisor or manager throughout and removed list of specific designee references.

• Added language at Step 2 extending the time to respond to the grievance if a meeting is requested. The Agency Head or designee would respond within 15 calendar days (30 calendar days for discipline) from the date of the grievance meeting.

• Extended response time at Step 3 from 15 calendar days to 30 calendar days.

• Removed language requiring grievances involving only temporary employees to automatically proceed to mediation before union could appeal to arbitration.

• Removed section with expedited arbitration process.

Article 22—No Discrimination

• Changed title of Article to ‘Discrimination and Harassment Free Workplace’.

• Removes current contract language in Article and replaces it with new language that Oregon state government is committed to a discrimination and harassment free work environment, pursuant to the statewide Discrimination and Harassment Free Workplace Policy (50.010.01). 

• Requires agencies to maintain an internal complaint procedure that includes an escalation process. The internal complaint procedure will be included in new employee onboarding.

• Any alleged violations of the statewide Discrimination and Harassment Free Workplace Policy are not subject to the grievance and arbitration procedure outlined in Article 21.

Article 22T—No Discrimination (Temps)

• Changed title of Article to ‘Discrimination and Harassment Free Workplace’.

• Removes current contract language in Article and replaces it with new language that Oregon state government is committed to a discrimination and harassment free work environment, pursuant to the statewide Discrimination and Harassment Free Workplace Policy (50.010.01). 

• Requires agencies to maintain an internal complaint procedure that includes an escalation process. The internal complaint procedure will be included in new employee onboarding.

• Any alleged violations of the statewide Discrimination and Harassment Free Workplace Policy are not subject to the grievance and arbitration procedure outlined in Article 21.

Article 29T—Salary Administration (Temps)

• Changed holiday to banking holiday to align with Article 29. 

• Added language requiring an internal assessment be done to determine the appropriate rate of pay upon hire.

Article 56—Sick Leave

• Modified language to reflect that requests for hardship donations are submitted electronically through the CHRO HRIS system.

Article 57—Bereavement Leave

• Modified language to require employees taking bereavement leave not covered by OFLA to use their accrued leave before leave without pay.

Article 81—Reclassification Upward, Reclassification Downward, and Reallocation

• Passed a revised proposal to correct an error in the previous version.  Modifies the language we originally proposed related to the salary administration for reclassifications that are equal or lateral.

Article 123—Inclement or Hazardous Conditions

• Added reference to the statewide Temporary Interruption of Employment Policy (60.015.01).

• Removed contractual requirement to announce closure or curtailments to employee by 5 am and replaced with as soon as closure or curtailment decisions are made.

• Combined curtailment and closure language into one section to clarify intent.  Access to paid inclement weather leave is available in both situations when no work is available, when no alternate work location is available or when the employee is approved to work from home but is unable to do so for reasons beyond their control.

• Added language to clarify when an office or facility closes following the beginning of an employee’s shift, the employee is paid for the remainder of the shift if no work is available, when no alternate work location is available or when the employee is approved to work from home but is unable to do so for reasons beyond their control. If work is available, and the employee declines to work they use their own accrued leave or leave without pay.

LOA 00.00-19-361—Contract Specialists

• Added language to clarify a Contract Specialist may take part in the shift bidding process for their base positions while on assignment as a Contract Specialist.

• Revised language to require all time worked and leave usage to be entered electronically.

• Clarifies Contract Specialists keep existing agency-equipment, such as a laptop, for use in their role, including time entry and receiving statewide employee emails.

• Added attend labor/management committee meetings as a non-participating member to list of duties.

• Added language requiring the union to notify DAS LRU in the even they are made aware of a potential Employer/Agency policy violation by a Contract Specialist.

• Revised list of duties that shall not be assigned to Contract Specialist. Added processing grievances, leading contract negotiations, acting in the role of a union steward and being a labor/management committee member.

• Clarifies contract specialists who remain in their official union delegate or board member role during their assignment are required to use accrued leave or temporarily modify their schedule while performing those duties during their regularly scheduled hours.

LOA 22.00-23-463—Equity and Non-Discrimination Initiative

• Proposed to sunset LOA.

LOA 22.00-23-461—Alleged Violations of Article 22 and 22T

• Proposed to sunset LOA.

New LOA—PERS Disability and Military Leave (placeholder)

• Placeholder LOA to address potential impacts of holiday pay and increment leave accruals in relation to PERS Disability and Military Leave.

Full LOA List

• LOA list indicates management’s proposal to either continue LOA, sunset LOA, incorporation LOA into the contract, continued LOA as modified or incorporate LOA s modified for all Central Table LOA’s

Union Proposals:

Article 22—No Discrimination

• Adds language to clarify Employer will not discriminate based on gender expression and domestic violence victim status.

• Adds language that when a grievance is filed under this Article, protective measures will be taken to prevent the grievant from having to continue working in the current conditions. Investigations of grievances alleging any form of outlined in this Article will only be performed by an individual who has received trauma-informed training.

• Adds language to the current grievance filing timeline in the Article allowing grievances to be filed within 30 days of the date the grievant or the Union receives the outcome of a complaint filed with the Agency. 

Article 22T—No Discrimination (Temps)

• Adds language to clarify Employer will not discriminate based on gender expression and domestic violence victim status.

• Adds language that when a grievance is filed under this Article, protective measures will be taken to prevent the grievant from having to continue working in the current conditions. Investigations of grievances alleging any form of outlined in this Article will only be performed by an individual who has received trauma-informed training.

• Adds language to the current grievance filing timeline in the Article allowing grievances to be filed within 30 days of the date the grievant or the Union receives the outcome of a complaint filed with the Agency. 

Article 26—Differential Pay

• Adds new Chain Enforcement Differential (ODOT Only). Employees assigned to enforce chain usage shall receive $5.00/hr above their current rate of pay for all hours worked during the assignment.

• Adds a new Fire Command Differential (Forestry Only). Employees in job classifications that are salary range 24 and below who are ordered to an incident under certain NWCG qualifications shall receive $20/hr while resourced on incident.

• Adds new Child Passenger Safety Technician Differential (ODHS Only). Employees who are certified child passenger safety technicians and whose job duties utilize the certification shall be paid a 3% differential above their base rate.

• Adds a new differential (ODHS Only). Employees who perform visits in unregulated environments, such as private residences, to conduct investigations for allegations of abuse and/or neglect shall be paid an additional 10% above their base rate.

• Added National Board of Physicians and Surgeons to the list of Boards/Associations listed to recognize specialist or certifications for Medical Consultants to receive the current differentials outlined in the language.

• Increases the Bilingual Differential from 5% to 10%.

• Modifies the Multilingual Differential. Employees whose positions require multilingual skills (i.e., translation to and from English to two (2) or more foreign languages*) as a condition of employment will receive the bilingual differential plus an additional 2.5% differential for each additional language.

• Modifies the Pesticide/Herbicide Spray Differential to be a 5% differential above their base rate instead of $2.75/hr for actual hours worked performing specific spray duties.  Adds language that employees who no do have a pesticide applicator license shall not be assigned work relating to the specific spray duties.

• Adds new Enforcement Officer Differential (OPRD Only).  Park Ranger 1’s who are certified as an OPRD enforcement officer shall receive a 5% differential about their base rate.

• Modifies Shift Differential.  Employees would be eligible to receive shift differential on observed holidays. Increases shift differential from $1.50/hr to $5.00/hr.  Forestry employees in any classification that are resource ordered to an incident and assigned to work the night shift shall receive a $6.00/hr differential in lieu of the standard shift differential.

• Modifies Leadwork Differential language. If an employee receives more than one (1) differential (except overtime as mandated by the FLSA), the differentials will be calculated on the base so that no “pyramiding” occurs (i.e., if an employee is receiving the leadwork differential and an out-of-classification differential, the two (2) differentials would be calculated separately and then added on to the base pay).

• Modifies Work Out-of-Classification language related to training or developmental assignments. If the employee does not meet the minimum qualifications for the rotational/developmental assignment, there shall be no extra pay for the work. If/when the employee meets the minimum qualifications for the rotational/developmental assignment, they shall receive the work out-of-classification differential.  Whether or not the employee will receive extra pay for the work will be included in the notice.

• Modifies Essential Worker Pay differential.  Removes the requirement to be an essential worker.  Any employee who is required to report to work, in person, would receive the differential if they meet the remaining criteria related to inclement weather/hazardous conditions.  Increases the differential from $3.00/hr to $6.00/hr.

• Adds new In-Person Work Differential. When an employee is required to report to work in person the employee shall be paid a differential of one dollar ($1.00) per hour for actual hours worked.

Article 26T—Differential Pay (Temps)

• Increases the Bilingual Differential from 5% to 10%.

• Modifies the Multilingual Differential. Employees whose positions require multilingual skills (i.e., translation to and from English to two (2) or more foreign languages*) as a condition of employment will receive the bilingual differential plus an additional 2.5% differential for each additional language.

• Modifies Shift Differential.  Employees would be eligible to receive shift differential on observed holidays. Increases shift differential from $1.50/hr to $5.00/hr.  Forestry employees in any classification that are resource ordered to an incident and assigned to work the night shift shall receive a $6.00/hr differential in lieu of the standard shift differential.

Article 34—Standby Duty/On-Call Duty

• Modifies on call duty payments from 1 hour at the straight time rate of pay for every 6 hours of assigned on-call duty to 1 hour at the straight time rate of pay for every 3 hours of assigned on-call duty. Similarly modifies holiday on call at the rate of time and ½.  If an employee is assigned on call duty on a holiday for less than 3 hours, they would be paid for a minimum of one hour of pay at the rate of time and ½.

Article 43—Career Development

• Adds language allowing employees to have paid time to talk to internal recruiters during work hours.  Requires reasonable notice and prior supervisory approval. Requests shall not be arbitrarily denied or rescinded.

Article 57—Bereavement Leave

• Increases paid bereavement leave from 24 hours per occurrence to 32 hours per occurrence.  Adds language clarifying that bereavement leave may be taken to attend a funeral or alternative to a funeral, make arrangements necessitated by a death or to grieve a death.

Article 61—Leaves of Absence Without Pay

• Adds new Section 8 to Article.  Leave without pay for situations not listed in Article will be granted to employee who request it unless it places an undue burden on the employer.

• Adds new Section 9 to Article.  Leave accruals for vacation and sick leave would not be prorated based on leave without pay until they have accumulated 30 days of leave without pay status in a calendar year.

Article 71—Seasonal and Intermittent Employees

• Redefines seasonal employment to mean annually recurring periods of work of less than 12 months each year.

• Adds language to put seasonal employees on and off-season status.  Seasonal employees who are off-season may accept other employment and still retain recall rights and time of service related to their existing seasonal position.

• Off-season breaks are not considered a break in service and an employee’s benefit service date is retained during off-season time periods.  Employees may cash out all vacation at the end of a season.

• When additional work is available during a period for which a seasonal position is in offseason status, the work will be offered to the incumbent.  The incumbent will be allowed at least five (5) working days in which to accept or decline the offer.  Should the incumbent decline the work, it will be offered to other seasonal employees at the Agency, in the same classification, with the necessary skills and abilities, in order of seniority, before being filled by other means.

• If a seasonal takes a position at the State outside of their seasonal positions, they will still be recalled for the seasonal positions for which they are an incumbent.

• In the event a seasonal employee works less than eighty (80) paid regular hours in a calendar month, the employee shall be allowed to use available accrued leave to maintain eligibility for health insurance.

• Proposal identifies other Articles that would need to be modified if language above was agreed to.

Article 86—Workload Prioritization

• Adds language requiring the supervisor to include a clear prioritization of the employee’s current workload and steps that are being taken to reduce the employee’s workload when an employee requests assistance from their supervisor in establishing or adjusting priorities to carry out their work assignment.

• If prioritization is requested, the supervisor would be required to meet weekly with the employee to provide continuing support on the workload until it resolves.

Article 101—Safety and Health

• Added language to Section 9 pertaining to an Agency’s internal complaint process for Maintaining a Professional Workplace Policy complaints. The language includes the ability for employees to report inappropriate workplace behavior specific to their protected class(es).  Nothing will prohibit the employee from filing the complaint through multiple processes and/or filing a grievance at the same time.

• Added language requiring an Agency to move the employee to a different supervisor for the course of the investigation if the complaint is against their direct supervisor.

• Adds language providing the ability for an employee’s steward to request the investigatory file for the investigation upon conclusion. 

Article 101T—Safety and Health (Temps)

• Added language to Section 9 pertaining to an Agency’s internal complaint process for Maintaining a Professional Workplace Policy complaints. The language includes the ability for employees to report inappropriate workplace behavior specific to their protected class(es).  Nothing will prohibit the employee from filing the complaint through multiple processes and/or filing a grievance at the same time.

• Added language requiring an Agency to move the employee to a different supervisor for the course of the investigation if the complaint is against their direct supervisor.

• Adds language providing the ability for an employee’s steward to request the investigatory file for the investigation upon conclusion. 

Article 121—Education, Training, and Development

• Adds language relating to job rotations. If an employee who works a job rotation is hired directly into the position they were on rotation in, time served in the job rotation shall count towards the required trial service period in the permanent position. If the job rotation was equal to or longer than the required trial service period, they shall not be required to serve a trial service period and shall be considered a regular status employee. 

• Adds language requiring the Employer to reimburse the costs of maintaining a license or certification when it is included in the employee’s classifications specifications.  Employees would also be reimbursed for continuing education units required to maintain the license.

Article 133—Domestic Violence, Sexual Assault, Stalking or Human Trafficking Victim Leave

• Removes language requiring employees to exhaust all other forms of paid leave before the employee may use the 160 hours of leave with pay provided by statute.

• Adds language requiring the Employer to work with the employee to accommodate needs for leave related to domestic violence, harassment, sexual assault, stalking or human trafficking prior to the employee being able to use leave pursuant to ORS 659A.283.  

• Adds language that all records and information kept by an agency regarding an employee’s leave under this section, including documentation that shows an employee requested or obtained leave under this section of Article 133, are confidential.

• Adds language that if the alleged perpetrator of the harassment, sexual assault, or stalking is a state employee, the victim will be notified if the perpetrator is returned to work.  Management will work with the victim to ensure their safety.  

Article 136—Critical Incident Leave

• Restructured language for clarity.

• Changed the period beyond 3 days necessary for purposes of readjustment determined by employee’s physical or mental health practitioner from 3 calendar days to 3 business days.

New LOA—Housing Assistance

• Establishes a Housing Assistance Fund to be administered by the State Worker Training Trust. The purpose of the fund is to create short term loans to fund all or part of the upfront coasts of moving into a new rental property or that directly reduces monthly mortgage payments.

• Establishes a joint LMC to create the eligibility requirements and the application process for SEIU represented employees to access the fund.

• Requires the Employer to create the Housing Assistance Fund in the amount of $10,000,000.

New LOA—Immigration Related Leave

• New LOA adds language stating the Employer would not penalize an employee for an 

absence related to attendance of any immigration-related appointment, interview, or proceeding for themselves or their spouse or children (or equivalent for domestic partners).

• Upon request, employees shall be released for up to a total of five (5) paid working days during the term of the Agreement to attend such immigration-related matters for the employee. 

• If an extended leave of absence is necessary, the Employer shall reinstate any employee who is absent from work due to court or agency proceedings relating to immigration matters and who returns to work within six (6) months of commencement of an extended absence. The Employer shall not withhold a reasonable extension of the initial period of absence if the request is made within the six (6) month period. The Employer may require documentation of appearance at such proceedings. The employee shall not be entitled to benefit accrual during the above leave period.

LOA 00.00-19-369—ADA Accommodations

• New language requires that the written response for ADA request denials would need to outline the undue burden the accommodation would present and other reasons for the denial.

LOA 22.00-23-463—Equity and Non-Discrimination Initiative

• Adds language allowing stewards paid time to be present upon request when an employee is filing a complaint under the newly proposed language in Article 101 that involves a protected class.

• Continues work of Equity Review Committee.  Strikes language requiring data to be provided in a de-identified format.  Adds new data requirements, including disability status (if known), veteran status (if known) and for each Agency on the list, data on the current make-up of the Agency for any protected class. Changes requirement to include the dispositions of investigations to determination and outcomes of investigations.

LOA 00.00-19-362—State Worker Training Fund

• Adds Career Mobility Program to the list of programs covered in the State Worker Training Fund. Career Mobility program would focus on education for current employees to enable participants to promote within the State. The Board of Directors will work with the State to identify target classification on an annual basis.

• The State would provide $2,000,000 per biennium to the State Worker Training Fund to fund the initiative and tuition costs.

New LOA—Workload Model

• New LOA would require all agencies to develop a workload model for every SEIU represented position in their Agency.

• Workload models would be shared at Agency LMC’s or a mutually agree upon committee. The Union and the Agency would mutually agree to the final version of the models by December 31, 2026.

• Workload models would be available for employees to reference for their position.

New Article—Dignity Clause

• New Article outlines a commitment from the State to provide a workplace where all employees, regardless of the employee’s classification or pay status, are treated by supervisors and managers in a manner that maintains generally accepted standards of human dignity and courtesy.

New LOA—Layoff Review Committee

• New LOA requires the Parties to establish a layoff review committee to review and evaluate the layoff process taking into consideration the work being done and the ways in which work is being done and develop recommendations for modifications of the existing process.

New LOA—32 Hour Workweek

• New LOA requires the State to conduct a pilot program for a 32-hour workweek at 2 agencies that employ SEIU represented employees.

• SEIU and the State would work together in the 2026 Legislative Session to make any law adjustments required for the pilot.

• For the period of July 1, 2026 through June 30, 2027, the workweek in the 2 agencies would be 32 hours and considered a full-time workweek. 

New LOA—Employee Monitoring

• New LOA prohibits the Employer from tracking the location or activity of employees through technologies utilized by the Employer. Any information obtained from the technologies would not be used in the disciplinary process for employees.

• Requires the Employer to notify the Union when new video cameras are installed in any State-owned or leased properties.

• Language states the Union retains the right to bargain over the impacts of the installation of those cameras.

New LOA—Employee Resource Groups

• New LOA establishes uniform practices for both the creation and governing of Employee Resource Groups (ERGs).

• Official ERG activities sanctioned by agency policy shall be considered paid work time. Members of the ERG would have the ability to attend meetings and activities for the group up to 8 hours per month.  ERG Officers/Leadership would be allowed an additional 8 hours per month to conduct ERG business on behalf of the agency.

• ERG participation will be considered in an employee’s workload.

New LOA—Paid Leave Oregon Contribution

• New LOA would require the Employer to pay both the Employer’s contribution and the employee’s share of the required contributions.  The Employer would not deduct contributions for the employee’s pay.

New LOA—Quarterly Check-In Form

• New LOA would require the Employer and Union to develop a mutually agreed upon form to be utilized by Agencies during the quarterly check-in process.

New LOA—Release of Pronouns

• New LOA prohibits the Employer from releasing an employee’s pronouns when they release information via outside information requests.

New LOA—Name Truncation

• New LOA requires name badges, business cards and any public-facing employee lists to show only an employee’s first name and last initial as their name.

• Notwithstanding any other provision of law, if a document, notice, letter, proceeding, or any other provision of law requires the name or address of an employee of the state of Oregon for the employee’s official duties, the agency shall redact the last name of the employee or substitute the agency address for the home address of the employee for safety reasons. In lieu of using a name, agencies may opt to use their Oregon ID number or official title in circumstances where it is sufficient for use in performing employees’ duties in the regular course of business.

• Requires the Department of Administrative Services to update all official business email addresses for state employees to only first name and last initial, Employee Identification Number, or alternative.

Full LOA List

• ​LOA list indicates union’s proposal to either continue LOA, sunset LOA, incorporation LOA into the contract, continued LOA as modified or incorporate LOA s modified for all Central Table LOA’s

BARGAINING SESSSION DOCUMENTS (Exhibits)

​​

The Parties met in person on March 20, 2025 and passed their initial economic proposals.

Management Proposals

Employer Package Proposal A

Article 4—Term of Agreement

• Modifies the effective dates of the term of the contract to reflect 2025-2027 and updated the reopener language to 2026.

Article 26—Differential Pay

• Proposal passed March 12, 2025. Included in the economic package anticipating any future differentials that may be proposed and agreed to as part of the complete economic package.

Article 27—Salary Increase

• 2.3% COLA effective Dec. 1, 2025.
• 3% COLA effective Dec. 1, 2026.
• To be determined on Salary Selective increases, including new salary selective implementation language.

Article 29—Salary Administration

• Proposal passed March 12, 2025. Included in economic package based on the inclusion and cost associated with annual step increases in the salary pot for employees who are not at the top of the salary range in their classification.

Article 31—Insurance

• Status quo on health insurance premium shares. Updated applicable plan year references.

LOA 27.00-19-364—PERS Pickup Transition

• Continue LOA

LOA 31.00-13-248—PEBB Advisory Committee

• Continue LOA with revised sunset dates

LOA 31.00-13-252—PEBB Projected Funding Composite Rate and COLA

• Continue LOA

LOA 27.00-23.464—Salary and Benefit Report

• Continue LOA

New LOA—Structural Changes to Pay Practices

• On or before July 1, 2027, the State will implement the following structural changes to the State's pay practices:
• The State will pay employees in arrears (rather than forecasting hours) by utilizing a lag period.
• The State will pay overtime-eligible employees on an hourly basis rather than a monthly salary.
• The State will transition to bi-weekly pay periods.
• Throughout 2025-2027 negotiations, the State will update Appendix A (TBD) to reflect any known calculations, deduction frequency on a bi-weekly schedule, prorations for leave accruals, etc.
• Agreement that the current Workday configuration complies with the 2025-2027 collective bargaining agreement for the duration of the agreement.
• During the term of the 2025-2027 contract, a joint labor-management committee will be established to discuss and agree on modifications in areas of the collective bargaining agreement where the agreed upon structural changes are applied such as: pay dates, pay frequency, references to monthly salary versus hourly pay, deductions, leave accruals, holiday proration, union dues, PEBB contributions, etc. This list is not exhaustive and may be expanded as the contract is reviewed by the joint labor management committee in preparation of implementing the structural changes.  Proposal outlines committee make-up, frequency of meetings, and paid status for members of the committee.
• Proposal includes references to attachments: Appendix A—(TBD) and Structural Changes To Pay Practices Overview document.

New LOA—Transition to Bi-Weekly Pay

• One-time payment of $500 will be issued to eligible employees to assist with the transition to bi-weekly pay periods. The one-time payment will be pro-rated for part-time and seasonal employees based on the FTE in the system.
• Eligible employees will receive the one-time payment on the first (1^st) paycheck issued on a bi-weekly basis, unless the first (1^st) paycheck issued on a bi-weekly basis occurs after July 1, 2027.  If the first (1^st) paycheck issued on a bi-weekly basis occurs after July 1, 2027, the one-time payment will be issued on the last monthly paycheck in the 2025-2027 biennium.
• The Parties will negotiate any additional specific eligibility requirements, to be included in the tentative agreement.

Union Proposals

Article 4—Term of Agreement

• Modifies the effective dates of the term of the contract to reflect 2025-2027 and updated the reopener language to 2026.

Article 27—Salary Increase

• 8% COLA effective July 1, 2025
• COLA based on CPIW +5%, but no less than 5%, effective July 1, 2026
• Adds two steps to the top of the existing SEIU salary ranges
• Removes steps 1 and 2 if they exist in the SEIU salary ranges. Employees who are currently on steps 1 or 2 will be moved to step 3 of their current salary range on July 1, 2025.
  
• Employees topped out for 2 or more years on June 30, 2025 will be moved on step to the next step in the salary range on July 1, 2025.
• Employees who have been topped out for 2 years or more years and who have worked for the State for 10 plus years on June 30, 2025 will be moved up two steps on July 1, 2025.

Article 31—Insurance

• For Plan Years 2026 and 2027, where an employee has an opportunity to choose between two medical plans and the employee enrolls in the least expensive PEBB medical plan available to them, the Employer will contribute one hundred percent (100%) of the monthly premium rate as determined by PEBB. 
• Where an employee has an opportunity to choose between more than two medical plans, the Employer will contribute one hundred percent (100%) of the premium rate as determined by PEBB of all but the most expensive plan.   The Employer will pay ninety-five percent (95%) and the employee will pay five percent (5%) of the monthly premium rate as determined by PEBB of the most expensive plan. 

• All medical plans provided by the Employer will have coverage for gender-affirming care.

Article 32—Overtime

• Clarifies interview leave and accrued leave used for purposes of interviewing for another state position pursuant to Article 45 is excluded from being counted as time worked for overtime calculations.

Article 55—Personal Leave Days

• Modifies language to grant 32 hours of personal leave with pay to all full time employees each fiscal year (previously 24 hours).
• Employees who work fully-in person would be granted an additional 8 hours of personal leave each fiscal year.
• Modifies language for part-time, seasonal and job share employees to reflect leave would be granted for either circumstance in a pro-rated amount based on current criteria.

Article 56—Sick Leave

• Adds language where employees shall not be expected to perform any work duties while they are utilizing sick leave.
• Removes hardship donation request criteria requiring a written statement certifying the illness or injury, including medical appointments for treatment of the illness or injury, will continue for at least 15 days following the donee's projected exhausting of the accumulated leave and the requirement that the total leave is at least 30 consecutive calendar days of absence in combination of paid and unpaid leave.
• Allows for donated leave to be used intermittently for the same event without the criteria removed above.
• The proposed replacement criteria is for the employee to have exhausted all accumulated leaves prior to requesting hardship leave donations.

Article 58—Holidays

• Adds Transgender Day of Visibility on March 31 and Indigenous People's Day on the second Monday in October to the list of recognized and paid holidays.

Article 66—Vacation Leave

• Increases the vacation accrual rate at each length of state service increment to match management service accruals for parity.
• New language allows employees who have a vacation balance of 200 hours or more to cash out and receive payment for up to 40 hours of vacation once per quarter.

New LOA—Finalization Process

• New LOA requires the Union and Employer to commit to completing the finalization process of the collective bargaining agreement within 90 days of ratification.
  

BARGAINING SESSION DOCUMENTS (Exhibits)

The next scheduled bargaining date is on April 9, 2025 in person.  This session is the agreed upon cutoff extension to pass any initial proposals.​​

​​​

The Parties met in person on March 12, 2025 and passed the following proposals:

Management Proposals

Article 26—Differential Pay

• Modifies shift differential eligibility. All employees will receive shift differential during the hours/days outlined in CBA, regardless of voluntary or required by the Agency.
• Removed two Agency specific lead worker differential sections.
• Added language to clarify when work-of-classification (WOC) is appropriate.
• Internal Assessments will be conducted to determine WOC differential.
• Housekeeping changes to WOC pending reclassification differential.
• New underfill differential language for new hires and current employees.
• Added language to clarify when workers receive essential worker pay on closures and curtailments.

Article 29—Salary Administration

• Modified language throughout article to conduct an internal assessment to determine salary placement for a variety of employee moves such as salary on promotion, demotion, return for layoff, etc.

Article 81—Reclassification Upward, Reclassification Downward, and Reallocation

• Added language to clarify the appropriate appeal or grievance avenue employees should take when they believe they are performing temporary work at a higher lever or performing work included in an official position description at a higher level.
• Housekeeping changes
• Clarified lump sum payment language for any compensation that may be owed to an employee when a reclassification request determines it is higher level work, but the reclassification is not approved by the legislature, or the duties are removed.
• Added language allowing the effective date of a reclassification to be moved to avoid an overpayment.

LOA—Equal Pay Adjustments

• Housekeeping changes
• Removed language requiring internal assessments on reemployment. Now addressed in Article 29.
• Removed year specific references for statewide equal pay analysis. 
• Modified language to indicate the effective date for pay adjustments based on the statewide equal pay analysis results will be identified and communicated when the statewide equal pay analysis begins. ​
  
  

Union Proposals

Article 13—Contracting Out

• Added language requiring an Agency to consider employees on recall/layoff lists as part of the personnel that may be available to perform the services being procured through a contract.

Article 29 and 29T—Salary Administration

• Adds language requiring the Employer to be responsible for demonstrable costs incurred by an employee for any late or incorrect payments where the employee properly and timely submitted their time.
• Underpayment payments must be made within 3 business days of when the underpayment was reported by the employee or discovered by the Employer.
• If an underpayment is more than $50, the employee will receive a penalty payment of $20 per day starting the day the employee or Employer discovered the underpayment and ending on the day the employee receives the full amount of the underpayment.
• Late fees can only match and not exceed the gross amount of the underpayment and would be considered fee payments—not wage or salary.
• All other underpayment adjustments would be made on the next regular paycheck.
• Modifies recoupment of overpayment language to limit use of the payroll deduction process to a maximum period of 90 days.
• Modifies language to allow overpayment repayment options for all causes of overpayments over $50.

Article 59—Election Days

• Modifies language requiring an Agency to grant an employee their preference of leave or leave without pay to vote or cure their ballot during state and federal elections.

Article 70—Layoff

• Added employee retraining programs to list of considerations of alternatives to layoff
• Added language requiring employee retraining to be provided to employee who are subject to the layoff process when the layoff impacts at least 5 bargaining unit employees or 2$ (whichever is smaller) of the bargaining unit within a single agency.
• Adds language requiring a workload evaluation to be done when a layoff occurs to determine the impact on workload of current employees, including a plan for how the work will be distributed among the current employees. The plan would be shared with the impacted employees and the union.

Article 123—Inclement Weather or Hazardous Conditions

• Modifies language to make DAS the only decision maker for closures and curtailments based on established criteria that would be reviewed annually with the union.
• Adds language that employees cannot be assigned to an alternate worksite that would require them to drive through inclement weather.
• Adds language prohibiting an Agency from requiring an employee to work remotely during inclement weather if they don't have a current remote work agreement in place.
• Eliminates the 40-hour inclement weather leave cap
• Inclement weather leave would count as hours worked for overtime calculations.
• Modifies definition of essential employee. For purposes of this article, essential employees are those who cannot perform their core job duties from a remote work location and whose work location remains operation and accessible to them.
• Adds language that essential employees who are not required to report to work during a closure or curtailment may access inclement weather/hazardous conditions leave.

Article 138—Working Remotely

• Modifies language on remote work requests. Removes language outlining criteria used by supervisor to ensure the position is suitable for work and meets the agency's business and operational needs, as well as those of the agency's customers and the employee.  Replaces with language requiring supervisor to conduct a specific assessment of an individual employee's unique job duties and circumstances.
• Adds language requiring a meeting between the supervisor, employee and steward (upon request) if remote work is rescinded.
• Adds language prohibiting an Agency from requiring an employee to work remotely during inclement weather if they don't have a current remote work agreement in place.
• Modifies language to allow Working Remotely grievances to proceed to arbitration instead of only proceeding through Step 3—DAS Labor Relations Unit.​
  

NEW LOA—Artificial Intelligence (AI) in the Workplace

• LOA defines AI
• Outlines the employee usage and protections for AI systems
• Outlines the Employers usage of AI in the workplace
• Outlines union rights to information on AI systems​
  

NEW LOA—Central Workplace Designation

• Adds language on workplace location for fully remote work employees.  Would require a designated central workplace to be assigned that is the closest reporting location available to the Agency (by road miles) to their remote work location.
  

BARGAINING SESSION DOCUMENTS (Exhibits)

 Our next bargaining session will be held in-person on March 20, 2025 at the SEIU Headquarters Building.​​

​​​

The Parties met in person on February 27, 2025.  Both parties gave an opening statement outlining their priorities for negotiations.

SEIU Priorities

• Economic Justice
• Workload & Safety
• 21^st Century Workplace
• Union Power​
  

Management Priority

• Pay practice changes, including transitioning to bi-weekly pay, paying overtime eligible employees on an hourly basis and elimination forecasting by utilizing a lag period.
  

The Parties passed the following proposals:

Management Proposals

Article 1—Parties to the Agreement

• Revised proposal with additional housekeeping changes.

Article 2—Recognition

• Revised proposal with additional housekeeping changes.

Article 45—Filling of Vacancies

• Added language to allow SEIU represented temporary employees currently employed with the state to be treated as internal candidates for job postings they apply for within their Agency or other state agencies.

Article 64—Pre-retirement Counseling Leave

• Changed to “planning" leave to align with intent of the leave.
• Added clarifying language that leave is available upon hire for use throughout the employee's employment with the State.
• Modified leave request and approval language to add clarity and eliminate requirement for management to offer three alternate dates.

Article 121—Education, Training and Development

• Deleted Article—OSHA training referenced in Article no longer exists.  Similar training is already required by all state employees within the first 30 days of employment.​
  
  

Union Proposals

Article 10—Union Rights

• Added language requiring employees who work in person to receive their new employee orientation in person on a day that they are scheduled to work in person.
• Added language allowing a Union representative to have 30 minutes to share union information as part of an employee's onboarding.
• Added language allowing a Union representative to meet with the employee after they achieve regular status.
• Added language granting sublocal officers 12 hours of paid time off per calendar year to attend sublocal officer business.
• Modifications to report data provided to the union.

Article 14—Negotiations Procedures

• Added two additional bargaining delegates to the Central Table to participate in central table bargaining on paid time.
• Added language requiring the Employer to allow bargaining delegates to temporarily modify their schedules to accommodate bargaining sessions.

Article 19—Personnel Records

• Revised language to provide an employee's personnel file to them within 5 days of their request in an electronic format unless the employee request to see the physical file.
• Added “coaching" to list of materials that are retained for a maximum of 3 years.
• Added language limiting record visibility of supervisory file to the employee, the employee's supervisor and appropriate HR employees. Supervisory file cannot be shared without the employee's consent.

Article 20—Investigations, Discipline and Discharge

• Added language requiring notice to employee and steward of record if a disciplinary decision will be delivered in person.  Allows steward to be present during the in-person meeting.

Article 21—Grievance and Arbitration Procedure

• Added language modifying the timeline to file contract enforcement grievances when a steward makes an information request.  Grievance timeline starts when the information request is fulfilled.

Article 51—Limited Duration Appointment

• Provides layoff rights to non-workload limited duration employees at 17 months instead of two years.

Article 81—Reclassification Upward, Reclassification Downward and Reallocation

• Requires prior notice to the employee and union when a supervisor is submitting a reclassification request for an employee.

Article 106—Labor Management Committees

• Added language to allow union LMC members to meet for 30 minutes on paid time prior to the joint LMC meeting.

Article 132—Criminal Records Check

• Added language requiring Agencies to develop standard metrics to determine fitness for a position. Metrics would be shared with employees and applicants for the positions requiring criminal background checks.
• Added language requiring an Agency to continue an employee on paid status when appealing their fitness determination. Paid status would continue through the appeals process.

Sub-Committee Proposal

• Creates a sub-committee of current bargaining delegates tasked with updating the Official Grievance Form and Request for Information Form.

LOA—Salary and Benefit Report

• Added language requiring a representative of DAS Classification and Compensation and a representative from the union to meet prior to the commencement of work on the Salary and Benefit report to reach joint agreement on the methodology that will be used.

New LOA—Wage Parity

• Requires the Employer to identify all classifications that exist within SEIU and management service and pay all employees in the same classifications the same base salary.
• New salaries would be effective July 1, 2025.  If new salaries are not implemented by June 30, 2026, impacted employees would receive a $20 per day penalty payment until the salary change is made.
• The new process will not result in a lower salary for any bargaining unit employees.​
  

​BARGAINING SESSION DOCUMENTS (Exhibits)

Our next bargaining session will be held in-person on March 12, 2025 at the SEIU Headquarters Building.​

​​​​​

The State of Oregon has entered successor bargaining with the Service Employees International Union, Local 503, OPEU (SEIU).

Negotiations officially began on December 4, 2024; however, this was our first bargaining session. The parties met virtually, and management passed a few initial proposals.

Management Proposals

​

Article 1—Parties to the Agreement

• This was a placeholder proposal to indicate housekeeping changes are needed to update the list of SEIU represented agencies that are parties to the Agreement.  Management will be updating the agencies and will have pass the updated proposal at our next bargaining session.

Article 2—Recognition

• Placeholder proposal to indicate housekeeping changes are needed to update the list of SEIU represented agencies that are covered in the Agreement.  Updates may also be needed for the list of articles that apply to temporary employees in Section 5.
• Includes a clarification that retired state employees working in temporary appointments are excluded from being represented by SEIU.
• Includes a housekeeping change to the list of excluded workers by replacing 'prisoners' with 'adults/youth in custody'.

Article 19—Personnel Records

• Modified language regarding employee requests to inspect their official employee personnel file and supervisory working file.  If the official personnel file or supervisory working file are stored at a different location, the Agency may, at its discretion, allow the employee to view the file at a location determined by the agency, provide an electronic copy, of deliver a copy of the file to the employee for review.  Changed timeframe from 5 days to 5 business days.
• Changed the timeframe for an extension to view the supervisory working file if it isn't available due to the absence of a supervisor from 10 days to 10 business days.
• Removed reference to performance evaluations in Section 5. Removed reference to Article 85—Position Descriptions and Performance Evaluation (outdated title and reference is no longer applicable)​
  

BARGAINING SESSION DOCUMENTS (Exhibits)

Our next bargaining session will be held in-person on February 26, 2025 at the SEIU Headquarters Building.​