
Members of the OHSU and AFSCME collective bargaining teams met May 3. After last week’s deadline for final new proposals, this week the teams exchanged several counter-proposals, with much of the conversation centered on tightening language and clarifying intent.
Nine Tentative Agreements were also reached:
- 5.EX3 Split shifts definition
- 5.EX4 Business day definition
- 6.8.1 Personnel file contents
- 7.10 Shift trades
- 12.5 Accrual limit
- 14.1.5 Test and interview leave
- 18.1.5 Restriction on bids
- Appendix C – Employee Benefits Council
- MOU #13 Employee Advisory Council
OHSU COUNTER-PROPOSALS:
The OHSU bargaining team offered several counter-proposals to AFSCME’s prior proposals:
- 6.13 Contracting: Countered with current contract language plus a grammar change.
- 12.7 Vacation donation pool: Proposed updated language with fewer days absent to be eligible.
- Appendix G – Guidelines on reaching consensus: Responded with language that incorporated many of the union’s proposed changes.
In addition, the OHSU collective bargaining team submitted a package proposal related to coaching and progressive discipline, responding to a number of AFSCME’s proposals.
AFSCME COUNTER-PROPOSALS:
The AFSCME collective bargaining team submitted several counter-proposals about the following:
- 6.X Exit interviews: Proposed language firming up timelines to begin exit interviews.
- 7.4 Availability of additional work: Countered with current contract language and had additional conversation regarding the content of this article.
- 7.6 Meal periods: Countered with current contract language and had additional conversation regarding the content of this article.
- 7.12 Modified operations: Countered with a combination of OHSU’s and AFSCME’s last proposals.
- 8.6 Upward adjustments: Countered with current contract language, with some upkeep.
- 12.4.3 Submission and granting of vacation and holiday requests: Countered with current contract language, with some upkeep.
- 22.1.1 Education and training hours: Proposed language related to increased education and training hours.
- MOU UX7 Employee designations: Asked to receive data regarding employees designated as critical function, work in hospital units or have seven-day operations.
- MOU Daily overtime, weekend, shift differential waivers: Proposed current contract language.
UPCOMING MEDIATION:
Bargaining sessions will continue through May, with mediation beginning May 24, as agreed by both parties. Mediation is a routine part of the collective bargaining process where a neutral third party works with both parties to facilitate reaching an agreement. Because of the often-confidential nature of mediation, we may have fewer bargaining updates once mediation begins.
NEXT MEETING DATE:
Collective bargaining will continue Tuesday, May 10.