After meeting in all-day mediated sessions last week, the OHSU and AFSCME teams returned to the virtual bargaining table on Tuesday without a mediator. They chose to work through language issues, rather than economics.

Discussions centered on remote work and diversity, equity and inclusion (DEI).

OHSU COUNTER-PROPOSALS:

As DEI work progresses throughout the institution, the OHSU bargaining team spent time considering and developing a response to AFSCME’s suggestions on this important topic. On Tuesday, the OHSU team presented their DEI package proposal, responding to AFSCME’s interests in a framework that would incorporate the continued Covington response work, to be included in the contract in the future. This package proposes a new appendix providing specific definitions related to DEI issues, and frames the process for complaints of discrimination or harassment. The appendix also outlines interim actions if a union member is involved in or impacted by alleged harassment or discrimination, and includes language related to employer responsibilities. This proposed language also paves the way for future conversations around how Covington committee work can be incorporated into the contract.

Additionally, the OHSU team submitted many other items for consideration, including:

• Grievance package: Within this package, the OHSU team addresses the elements of progressive discipline, and provides further guidance related to the overall grievance procedure.
• Clean up time package: There are two sections this package addresses — 7.11 Clean-up time and 7.EX1 Special clothing. By separating these two items, the OHSU teams hopes to provide clarity related to the time permitted for clean-up of soiled clothing and which items are considered special clothing.
• A package related to the assignment of additional work and overtime: The OHSU team proposed language regarding which employees are eligible for additional work and overtime at specific times, along with further specifying the process for accepting additional work and overtime.
• MOU 7 Services for employees whose primarily language is not English: This MOU frames how information regarding the contract and important OHSU services may be provided to employees who speak a primary language other than English.
• MOU regarding travelers and temporary workers: The OHSU team shares AFSCME’s interest in limiting contracted services, such as the number of travelers. In this section, the OHSU team proposes meeting with AFSCME twice a year to discuss means of reducing travelers and temporary workers.

AFSCME COUNTER-PROPOSALS:

The AFSCME team presented their remote work package. The revised package further expanded upon definitions of standard equipment and discusses the time for a remote work employee to deliver or retrieve malfunctioning equipment.

Additionally, the AFSCME team submitted their MOU regarding exit interviews, adding in language for exiting employees to choose to opt in to have their responses shared with the union.

NEXT MEETING DATE:

The teams next meet on Tuesday, Aug. 9.