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OHSU-HOU bargaining: Session 19

Teams discussed discrimination and harassment protections and policies, moonlighting and economics
OHSU HOU bargaining

Oregon Health & Science University and House Officers Union bargaining teams on Wednesday met virtually for their 19th bargaining session.

The bargaining teams welcomed guest speakers from OHSU’s Office of Civil Rights Investigations and Compliance, known as OCIC, and Patient Relations, who discussed policies and processes related to harassment and discrimination. The bargaining teams then shared proposals related to harassment and discrimination, moonlighting and economics.

OHSU Proposals

The OHSU bargaining team submitted proposals focused on discrimination and harassment, moonlighting and economics:

  • 4.3.5 Complaints of Discrimination or Harassment: Adding language that a house officer who experiences discrimination or harassment by a patient should inform their unit leadership and program director, so leadership can follow existing policies and help assess whether an alternate patient assignment is feasible and appropriate under the circumstances. 
  • 4.2 Moonlighting: Maintaining OHSU’s previous proposal moonlighting is not bargaining unit work and clarifying that house officers must receive approval before engaging in moonlighting, that programs may prohibit moonlighting by their house officers, and that the terms and conditions of moonlighting employment — including wages earned while moonlighting — are governed by individual employment agreements between qualified individuals and their moonlighting employer. Additionally, a bargaining note was added discussing changes to address HOU’s priorities related to moonlighting, including the creation of a committee that will maintain a catalog of moonlighting opportunities, a review of moonlighting pay processes and timing, and a reminder that moonlighting agreement templates already contain a requirement that the house officer be paid the same rate as a similarly qualified individual for the moonlighting work. 
  • (New) Lump Sum Payment MOU: Adding a new one-time lump sum payment of $300 if a full tentative agreement is reached by the end of January 2024 and ratified by the union’s membership within three weeks of reaching that agreement. This lump sum payment is in addition to OHSU’s previously proposed one-time lump sum payment of $795, which is intended to supplement the current academic year’s housing allowance.
  • 6.1 Insurance Coverage and Employee Benefits Council: Adding language ensuring house officers can cover their eligible dependents, including same-sex and opposite-sex spouses, and children up to the age of 26. This language confirms the existing premium splits for employee and dependent coverage and allows house officers to receive a monthly cash benefit if they opt-out of coverage in accordance with relevant OHSU policies. 
  • 7.3 Sick leave: Modifying the wellness day proposal by allowing house officers to either use sick leave or vacation for two wellness days per academic year.

HOU Proposals

The HOU bargaining team shared a counterproposal:

  • 4.2 Moonlighting: Matching OHSU’s proposal and changing the OHSU team’s bargaining note into a memorandum of understanding.

Tentative Agreement

  • 4.3.5 Complaints of Discrimination or Harassment: Adding language that a house officer who experiences discrimination or harassment by a patient should inform their unit leadership program director, so leadership can follow existing policies and help assess whether an alternate patient assignment is feasible and appropriate under the circumstances. 

Next Meeting

The OHSU and HOU teams will resume in-person bargaining on Thursday, Jan. 25.

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