As we approach our April 22nd deadline for new proposals, we have to cover a lot of ground every week. Here are this week’s proposals:

8.7.1 Upward Reclassification Proposal - Increased the minimum percentage from 4% to 5%. This should bring it better into line with the proposal we’re expecting to move from our current quartile system into step increases for our anniversary raises.
8.7.3 Written Request for Market-Based Review or New Classification Request - Added timelines to this process as OHSU has a tendency to allow these to sit for months without any response.
11.1.0 Recognized Holidays Proposal - We are requesting the day after Thanksgiving as a regular holiday and the addition of a floating holiday for all employees for Indigenous Peoples’ Day. This would work exactly like our current Juneteenth language.
12.1 Accrual of Vacation Time - We made an aggressive ask that we feel our members deserve. See the matrix below:

Grid showing current and proposed vacation accruals.

12.5 Vacation Accrual Limit - We’ve requested that the limit be increased from 300 hours to 500 hours. Managers will alert employees when they reach 400 hours (currently 250) and must provide opportunities for employees who are near the top of their limit within 60 days.
12.6 Cashout of Accrued Time - We are proposing to increase the amount of vacation time one can cash out. We realize that our proposals must stay within applicable tax law, so we will have more information to share in future sessions.
23.3 Non-investigatory Meetings - We are close on the definition, but suggested a better name that better represented the nature of the meeting.
MOU 6 Services for Employees Whose Primary Language is Not English - We want this to continue across future contracts.
MOU X - Indigenous Peoples’ Day - The language to complete the request made in 11.1.0 Recognized Holidays Proposal.
MOU X - Consensus Agreement Reporting. We don’t currently track consensus agreements or keep them in a centralized place where people can find them. This will make it easier for employees to know about any agreements that currently apply to them or be able to find agreements they may want to enact within their own departments.

OHSU passed a counter to our remote work proposal. They are currently holding their counter for reimbursements for travel expenses and other financial asks until they pass their main economic proposals.

They’re resistant to defining hybrid remote by a specific number of days per week/pay period/month that someone has to come into the office. Our argument is that someone who comes in very infrequently (some members are asked to come in just one day a year), we would consider them fully remote with an occasional exception that would require adequate notice.
We requested a special notification and process if more than 25 people are brought back to the office at once. They agree with this in concept but want it to be limited to 25 or more “connected’ people. Their intent is to be sure that completely separate processes and departments aren’t lumped in together.
They collapsed our asks regarding return to office and notifications into fewer categories. They see any change from fully remote (whether to hybrid remote or fully in-person) as being roughly equal and want to give limited layoff rights to anyone affected by such a change.

Expect more big proposals next week!

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Bargaining Update for 4/1/25