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OHSU-AFSCME collective bargaining enters week five

OHSU-AFSCME collective bargaining title on a blue and green image of the city of Portland with mountains behind it.

Members of the OHSU and AFSCME collective bargaining teams met April 12. Work continued on several proposals made in prior meetings, new articles were introduced and one tentative agreement was reached. Much of the day was centered on topics related to diversity, equity and inclusion, or DEI.



The OHSU team responded to several proposals and made a new proposal:

  • 1.1.1 Recognition, Classified Employees: OHSU asked to preserve current contract language, given administrative burdens associated with AFSCME’s proposed change and the limited number of affected employees.
  • 2.9.4 Access to OHSU Intranet Pages: OHSU discussed the nuances related to granting access to AFSCME representatives.
  • 7.10 Shift Trades: OHSU counter-proposed language to expand shift trades for salaried employees outside of the pay period.
  • 14.1.5 Test and Interview Leave: OHSU agreed to the AFSCME-proposed concept broadening the accessibility of test and interview leave.
  • 20.1 Probationary Period and 20.1.1 Internal Job Change Evaluation: OHSU responded to the AFSCME-proposed concept for employees transitioning to a relief or flex staff position in the same work unit would not be required to have an Internal Job Change Evaluation Period.
  • 22.1.1 Education and Training Hours: OHSU proposed that employees provide 28 days’ notice to take Career and Workplace Enhancement courses, with the goal of allowing time to cover schedules.



The union team brought several proposals forward around the themes of DEI and benefits.

Proposals related to DEI include:

  • 2.7 Bargaining Unit Data and Demographic Information (new article): Demographic data collection and reporting for accountability purposes.
  • Safety from Harassment, Discrimination and Violence (new article): To ensure the workplace is free from offensive conduct, harassment and violence.
  • Collection of Demographic Information (new memorandum of understanding): To provide a timeframe of when demographic data will begin to be collected.
  • Immigration Status Safety (new article): Re-introducing language regarding immigration status safety.


Proposals related to benefits include:

  • 14.2.4 Bereavement Leave: To expand bereavement leave to include paid bereavement.
  • 15.1.2 Relief Employees: To allow regular employees who voluntarily change their status to relief or part-time to retain full-time insurance for a period of time.
  • Employee Designations (new MOU): To define employees in various categories related to modified operations, overtime and holidays.
  • Paid Family Leave (new MOU): To introduce paid family leave.



The teams reached a tentative agreement on 5.3 Consensus, which will expand the articles that are subject to consensus agreements.



Collective bargaining will continue on Tuesday, April 19.

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