Local 328 Final Proposal
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In addition to the more than 100 tentative agreements we’ve already reached (which will be highlighted in a future post), our final offer covers almost 40 sections of our contract. The proposed contract language can be read here. [Ed. Note: An updated version of this PDF was uploaded on Monday, Sept. 12. Please refresh the page before clicking the link to ensure you’re viewing the correct copy.] Key components of our final offer include:
High Across-the-Board Increases: 8% in the first year of the contract, 7% in year two and 7% in year three.
Easier Path to Longevity Rate: Only five years total (not five consecutive years) will need to be spent at the top step before an employee receives the longevity rate.
Anniversary-Date Retention: Employees will retain their anniversary date upon promotion or upward reclassification (so their progression increases will take place as scheduled).
Higher Premium Pay for Mandatory Overtime: Mandatory overtime will be paid at double time plus $150.
Higher Shift Differentials: 7% or $1.50/hour (whichever is higher) for evenings and 12.5% or $3.00/hour (whichever is higher) for nights.
Higher Weekend Differential: Weekend differential has been tripled, to $1.50/hour.
Expanded Preceptor Pay: Eligibility has been expanded to 65 classifications, with an opportunity for employees in additional classifications to request preceptor pay.
New Additional-Need Incentive: ANI rate of 25% or $10.00/hour (whichever is higher) for covering difficult-to-fill shifts.
New Hazardous Materials Differential: $1.00/hour for pharmacy techs who mix chemo and $0.50/hour for West Campus custodial employees who handle hazardous waste.
Increased Sick-Time Accruals: Employees will accrue 20 additional SIK hours per year.
One-to-One SIK-to-VAC Conversion for Attendance Recognition: Employees with fewer than three unscheduled absences per year will now be able to convert SIK to VAC on a one-to-basis (instead of two-to-one).
Paid Bereavement Leave: Employees will receive 20 hours of paid bereavement leave per year.
Medical Monitoring for Work with Dangerous Materials: Employees who work with dangerous materials will have a yearly opportunity for employer-paid medical monitoring.
Task Force for Advanced-Certification Differential: Joint development of a new advanced-certification differential, to be implemented within 180 days of contract ratification.
Salaried-Employee Improvements: Shift trades; meal periods; workload realignment for employees who regularly work more than 45 hours/week; enhancements for salaried chaplains, home-infusion pharmacists and social workers (shift differentials, on-call pay, OT pay for hours worked beyond 45 hours).
Flex-Staff Improvements: Holiday compensation; eligibility for certain market-based adjustments; option to bid into relief.
We’d also like to clarify that many of the enhancements/highlights mentioned in the OHSU Now post about OHSU’s final offer were initially proposed by Local 328, not OHSU: expanded preceptor pay, paid bereavement leave, higher shift and weekend differentials, increased education/training hours, hardship-fund growth, higher inclement-weather-team differential, the new float-pool differential and increased funding of the Labor Management Committee.
Please ask questions and share your thoughts in the comments below or at one of our upcoming bargaining forums.