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