Image provided by: SEIU Local 503; Salem, OR
About The Oregon public employe. (Salem, Oregon) 1981-???? | View Entire Issue (July 1, 1981)
N E G O T I A T I O N S N E G O T I A T I O N S DHR, Higher Ed., Institutions, ODOT, Special Agencies Summaries DHR Summary DHR Coalition Vacation«: Current language, plus, if a vacation is cancelled by management, you will be reimbursed for any unrecoverable deposits you paid. Security: Agency shall post evacuation plans. Em ployes do not have to return to area unless deemed safe. Security will be provided in areas where past history indicates a specific need. Union Rights: Two additional Stewards for Voc. Rehab., sixteen additional Stewards for Health Division. Release Time, with pay, for Stewards for grievance handling at all agency steps, including meetings with the grievant, management and busi ness agent. Release Time, with pay, for new employe orientation. Release Time, with pay, for distributing Union membership and benefit information to employes. Personnel Records: Current language, plus, an employe may request early removal of material after 18 months. Agency will recognize only one official file (Agency Personnel Office File). situation. Employe shall be notified of clients deemed sensitive, difficult, or violent if documented or if information was received from an outside source. Geographical Area for Layoffs: Current language. Higher Ed. Summary Vacation Leave: Current system. New Employe Orientation: The current practice was modified to insure proper notification to the Union of the time and place on the agenda at all orientation meetings. Personnel Records: The current practice was modi fied by tightening restrictions on management's procedures for placing material of an adverse nature in an employe’s personnel file. Training: Employes may request developmental opportunities and job rotation and maintain all benefits and representation rights. Time-off, with pay, may be granted for job-related education courses or training. Education and Training: A substantially new con tract clause that provides for the establishment of educational assistance programs. Additionally, em ployes are guaranteed educational leave without pay for a time period of six (6) months, Client Complaint investigation: Basically, a current language. Leave Without Pay: All employes gained a guaran teed leave without pay for a time period of four months. An extension of up to eight months can be granted if needed. Additionally, all employes are assured of time o ff to attend court proceedings. Work Schedules: Employe shall receive a 4-10 work schedule if employe meets criteria as stated in the contract. Protected Work Time: Current language for AFS and CSD. Work Plan Adjustment: Current language for AFS. Per Diem: Basically, current practice. Employes shall receive a breakfast or dinner, or both, depend ing on time of departure and return for one-day travel. Personnel Advisory Committee: Current language in CSD. Grievance Procedure: Two-step Agency procedure. Release Time, with pay, for employe to meet with management regarding the grievance. Inclement Weather: Agency shall notify employe of office closure by 6:00 a.m. on day of closure. Agency shall post radio station and a phone number to call on bulletin boards. When proper notice not pro vided, employe is eligible for show-up compensa tion. Overtime: Employes choose form of compensation, except when budget limitations or staffing limita tions exist. Comp-time, by employe choice, can accumulate to 80 hours annually. Comp-time, by employer designation, has no limitations in regards to accrual. Overtime break provided at employes discretion. — Hostage Taking: One day off with pay. Anytime in excess of one day charged to accrued leave, unless covered by Workers' Comp.; then Agency shall charge on pro rata basis not to exceed employe's monthly salary. Sensitive and Difficult Clients: If employe is required to be in contact with sensitive or difficult clients, or other persons related to the case, who have poTential for dangerous or violent actions, employe and supervisor will develop a plan for dealing with the Page 4 Training, Education Courses and Developmental Opportunities: Employer shall provide minimum five days notice of mandatory training and pay all cost in full. Conference and training opportunities shall be distributed as equitably as possible. New employes shall receive orientation within 30 days. Positions available for under-fill shall be posted in work area. Higher Education Coalition Safety and Health: Agency shall provide safety devices and apparel when necessary and must be used by employe. Laboratory safety language in cluded for Health Division. Medical facilities pro vided. First aid kits provided. Leave of Absence Pay: Current language. Uniforms and Protective Clothing: Clothing allow ance—increase to $100 first year, increase to $107 in second year. Uniforms—coveralls, raingear, etc.— current level. Reimbursement for damaged or des troyed personal clothing processed within 10 days. Phone Calls: Current language for CSD. Safety and Health: The current practice was ex panded to include: (1) A procedure for the safe evacuation of employes from buildings in emer gency situations, and (2) provides for a procedure to make safety and health complaints within the Agency and that the Agency must make a prompt investigation including a written response to the party making the complaint. Under-Fills: Employes must be informed In writing when under-filling a position, reasons for under filling and requirements necessary for reclassifica tion. Employes Facilities: New language. Designated areas provided for ill or injured workers to rest in privacy. Must be available for immediate use. Uniforms, Protective Clothing and Tools: All agen cies in the Higher Education Coalition gained some thing in this article. Gains were made in the follow ing areas, depending on which agency you work for: (1) Rain-gear for additional employes, (2) No key deposits in excess of $1.00 will be required, (3) Boots or overshoes will be provided by the employer when stripping or waxing floors, (4) Agency- furnished uniforms, protective clothing; tools and equipment will be maintained or replaced by the agency. Grievance Procedure: Management’s response time was shortened from 42 calendar days to 22 calendar days. Geographical Area for Layoff: Current system. Grievance Committee: Current system. Call-Back Pay: Current system. Work Schedules: Current system, except employes will not be required to work split shifts. Holidays: In addition to current language, Higher Education employes will get a holiday or the day after Thanksgiving in exchange for Lincoln’s Birth day. All other items remained current practice. There will be no take-backs. Institution Summaiy Institution Coalition Vacations: Employes taking military or educational leave without pay of not more than 90 days, may choose to leave their vacation time on the books, rather than being automatically paid off. Per Diem: Lodging reimbursement may exceed minimum in contract with prior approval. On over night travel, an employe who leaves one hour before shift (exclusive of meal time) gets breakfast allow ance. An employe who transports a client through a meal period, with less than overnight notice, gets meal allowance. One day travel—breakfast allow ance if you leave two hours or more before scheduled shift and dinner if you get back two hours oooQ 0PT Summaiy Vacations: No change in current system for ODOT. DMV and Forestry get at least one week’s vacation in season of choice. Security: Agency will provide security for employes and their property in work areas and will establish evacuation procedures if requested. OPEU Executive Director Thomas Gallagher answers contract and negotiation questions from OPEU members. These employes from ODOT locals took a day from work to demonstrate and lobby at the Legislature on budget and contract issues. late. Employes can get draw on travel expenses if requested three days prior to trip. Work Schedules: Current language—adding $5 per month differential for classes who don’t get breaks. Inclement Weather: Institution shall post radio and TV stations closures will be broadcast on. If employe arrives within two hours of closure, management will provide work or pay for the rest of shift. Employes who don't work can make up time at a mutually agreeable time or use any paid leave, except sick leave. Employes who can’t leave institution because of road closures allowed to stay inside building. Hostage Taking: New language—an employe taken hostage shall be immediately permitted to receive reasonable time-off. Time-off in excess of 24 hours must be recommended by employe’s physician. Special Provisions—Nurses: Differential increased to 314 and now covers hospital techs. Special Provisions—Teachers: Prep time at OSCI essentially the same. Prep time at MacLaren and Hillcrest one continuous duty-free’ hour which may be off-site by. consent of the institution on an individual basis. The workday is defined as 7:45 a.m. to 4:45 p.m. with one hour duty free lunch. OSCI will receive five days of agency provided in-service. MacLaren will receive three days for curriculum development, maintenance and/or student grading (student free). New provisions state that (1) teachers have the authority to determine student grades which can’t be changed without consultation, (2) a written disciplinary procedure for students will be reviewed and/or updated annually, (3) teachers may request to work a 190-day school year, and (4) effec tiveness and efficiency may be diminished as work load increases (which means if there is an increase in workload, a poor performance appraisal is grievable). An old provision was moved to its own section and means extra assignments (those non- paid duties not in a work plan) are limited to 45 minutes a week. Safety and Health: Institutions will also abide by Administrative Rules related to the Oregon Safe Employment Act. Chief steward or designee may attend any Safety Committee meeting with pay to discuss safety concerns. Stewards will receive walk around pay when accompanying Workers Comp reps on safety inspections.'Institution must make sure location is safe under evacuation before sending employes back to work. Employes whose assigned duties include searches shall be adequate ly trained prior to assumption of duties. List of harmful or toxic substances workers come in contact with will be made available. Leave of Absence Without Pay: Educational travel added. Sensitive and Difficult Clients: New language— institution will notify support service employes concerning clients regularly assigned to work area who have severe medical disorders or who are identified as particularly hazardous. Institution shall provide opportunities for instruction in self-protec tion and restraint of clients. Employes cannot be disciplined for reporting abuse by a client. Employes transporting particularly hazardous clients, those with severe medical disorders, or client who can’t be left alone and trip is four hours or more shall have another person assigned to accompany him/her or be provided appropriate security equipment. Overtime: Current language with three improve ments: OSCI—payment for overtime will be made no later than first of month following timekeeping period overtime was worked; Hospitals—comp time can accrue up to 60 hours, then Institution and employe mutually agree within 30 days to make arrangements for utilization; AH contracts—if em ploye's work doubles, or the greater part of second shift, employe will receive a meal or a $5.50 penalty payment. Union Rights: Current language. Personnel Records: Union reps may now inspect personnel files. Material reflecting caution, warning, reprimand, etc. shall only be retained for two years unless related disciplinary actions are taken and sustained during that period- Material relating to grievances or disciplinary actions recommended but not taken or overturned on appeal shall not be retained in any personnel file. Grievance Procedure: Reduced to two steps within agency. Parties agree to meet at reasonable times and intervals at request of either party to discuss employment relations and problems. Complaint Investigation: New language. Employe given first opportunity to provide information if investigation conducted. Employe has right to have representative present at such meetings. Written report of investigation provided upon request to employe. Penalty Pay: Easier to understand. Employes called in after hours or two (2) hours or less before starting time guaranteed two (2) hours of overtime. Changes of more than two (2) hours in starting time or schedule with less than five (5) days notice will entitle employe to three (3) hours of straight time pay in addition to all hours worked. Overtime Meal Allowance: Employes who work two (2) or more hours after end of shift (i.e., overtime) will be entitled to a $5.50 allowance—no receipts— consumption of meal not required. Union Rights: No change in current system of stewards. Fair Share in all agencies. Personnel Records: All material in file must be accurate. Overtime: Same system. Holiday Scheduling and Compensation: ODOT, no change. Forestry and DMV, advance notice of holiday schedules. Reorganization Notification: Union will be notified of reorganizations which could adversely affect employes. Miscellaneous Moving Expenses: ODOT only. Rate increased from $450 to $600. Geographic Area for Layoff: Current system. Spec^^Age A - e o » , Summary Vacation Leave: Guarantees agency payment of unrecoverable expenses when approved vacation cancelled; will not be cancelled except in real emer gency. Security: New article; agency agrees to provide safe work area, a procedure for the safe evacuation of employes from buildings in emergency situations, and to deal with abuse or harassment from clients. Union Rights: Guarantees reasonable time off for stewards to investigate and handle grievances, increases the number of stewards in Dept. of Revenue from 10 to 12 (other agencies retain what they have now) and provides for formal new employe orientation or other paid time to orient new employes. Personnel Records: Adds the right to grieve to remove incorrect critical material placed in file; limits retention of such material to three years and insures that the resolution is the only grievance material to be kept in the file. Safety and Health: A new system of medical m o n ito rin g was added fo r e m p lo ye s in th e W orkers' Compensation Department. Safety and Health: Employes doing hazardous work must have one other person in the area. Education, Training and Development: Provides procedure for requesting training; allows payments for costs involved. Agency directed training to be fully paid. Public Complaints: If agency investigates com plaints against an employe, the employe must be notified. Complaint Investigation: New article that insures employes right to respond to complaints from outside agency before action is taken. Leave Without Pay: No change in current system. Unexcused absence in excess of five (5) (days (formerly a resignation) now leave- without pay if extenuating circumstances exist. Leave Without Pay: Allows 15 days without affecting vacation, sick leave, recognized service date, salary eligibility date and other benefits. Education and Training: Employes on job rotation must agree to be worked out of class. Medical Facilities: Places to lie down in privacy provided. Supervisors will be responsible for first aid. Work Schedules: Current system except: Crews on 4-10s during holiday weeks may opt for a four-day. weekend rather than being placed on 5-8s when holiday falls on regular day off. Employes in all agencies guaranteed lunch and rest periods or over time compensation. Shift selection will be based on seniority; undesirable shift rotated one season at a time among senior employes. Parks and Forestry Provisions: Employes who supervise inmates shall have two-way radios and not pay for meals eaten by inmates. Uniforms, Clothing, Tools: ODOT—current system. Boots $60, Tools $150, Glasses $30. DMV—New uniforms plus $70/year allowance. Forestry—$65/year reimbursement. Travel Expenses, Per Diem: Cannot switch from commercial to non-commercial. All rates increased. $30 per day non-commercial runs through week ends. Grievance Procedure: Reduction in steps, process is faster. Inclement Conditions: Time lost can be made up when work is available. Work Schedules: Regular (5-8s), irregular (4-10s), or flexible work schedules based on operating require ments. Includes special provision for unique needs in Data Systems. Uniforms, Protective Clothing: Provides for general and special (i.e., caulked boots, safety glasses) protective clothing and equipment. Tool allowance added for State Fair workers. Travel Expenses: New system providing $40.00 daily base allowance. Allows greater flexibility in expen diture of travel funds. Higher meal rates and receipted lodging for out-of-state. Allowance of $10 for employes away from official station two hours or more after shift if not staying overnight. Grievance Procedure: Streamlined process (three steps in larger agencies, two steps in smaller ones); new group grievance procedure; guaranteed time off for employe to meet with steward or business agent; framework for establishing grievance com mittee in eight agencies. Inclement Weather: Allows make-up of time lost; employes who arrive within two hours of closure paid for full shift. Overtime: Includes protections on distribution, no tice, payment and scheduling of overtime. Notice of Vacancies: New provision for Workers' Compensation Department field personnel. Labor Management Meetings: New Workers’ Com pensation Dept. article for dealing with special problems. Page 5
