10/30 Bargaining Update

By President / On / In Local 88

Dear Local 88 Members,

We made meaningful progress in bargaining on Wednesday, 10/25, and tentatively agreed to contract language changes improving job security and addressing equity issues in the work place! At the end of this update is a brief description of those changes.

There is More Work to be Done:

While we are pleased that we made progress on 10/25, there is more work that needs to be done before we can reach a Tentative Agreement on a new contract. Specifically we need:

1.)   COLA retro to July 1 that addresses the rising costs of rent and housing in Multnomah County as well as premium compensation for essential employees and acknowledgement of employees working in a jail side setting.

2.)   The County to back away from its health insurance proposal that would put more costs on workers.

3.)   Movement from management on our equity proposal for fairness and transparency in the hiring and promotion process. We are very concerned about how the current hiring process impacts all of our members, especially our members who are People of Color.

4.)  A better process regarding alternative work schedule and telework agreements that will make these more achievable for our members.

What YOU can do to Help Us Win a Fair and Equitable Contract:

Our union will be holding a week of action to demand progress on our contract beginning Wednesday, November 1, and continuing through our bargaining session the following week. We will have centrally located actions at the Lincoln Building on 11/1, Multnomah East County on 11/3, and the Multnomah Building on Hawthorne on 11/7 – all actions start at Noon. To view a list of actions, times, and locations, please visit this link. If you’d like to plan an action at your workplace, please get together with other members at your site, utilize the resources on Local 88’s website, plan it out, and post the details here. Staff can help provide signs and materials and coordinate with the bargaining team to arrange for a bargaining update.

We’ve been bargaining for months, and it’s time to send a clear message that we’re ready for a fair and equitable contract!

Remember to wear green every Wednesday and sign our support Petition.
Summary of tentative agreed changes from 10/25/2017

Article 7 – Holidays: Workers on a 4-9-4 schedule will receive 9 hours of holiday pay rather than 8. Additionally, you’ll be able to carry over one saved holiday to the next fiscal year rather than having to forfeit the time.

Article 19 – Contracting: We have memorialized ORS 279B.030 to 279B.040 into our contract which requires for a procurement for services over $250,000 that the County conduct a feasibility study before contracting out and that cost savings achieved by contracting out should not come from paying non-County employees lower wages and benefits.

Article 21 – Seniority and Layoff: We have eliminated a provision that allows non-bargaining unit employees (management and workers in other unions) from being able to bump a current Local 88 member out of a job during a layoff. Additionally the County must have a KSA on a position by March 1 for layoffs effective at the end of the fiscal year if they intend to require a bumping employee to meet special knowledge, skills and abilities for that position. There are limited circumstances that a KSA can be implemented after March 1.

Article 24 – General Provisions:                

Micro-aggressions – We have reached a major accomplishment: Local 88 members should not be subject to micro-aggressions at work and we have built the foundation for addressing with complaints from members about these problems.

Members exposed to bed bugs at work – if a worker is exposed to bed bugs at work the County will reimburse up to $500 for the cost of eradication and up to 3 paid leave days to deal with the issue.

Additionally the County has begun to move toward us in adopting a broader definition of family for the purposes of Sick Leave and Bereavement Leave, which is major part of our campaign for equity during these contract negotiations.  A description of our current position on all open contract articles compared to the county’s position as well as a brief description on the tentatively agreed to language changes listed above is available on the Local 88 web site or you get that information by clicking on this link: union/county side by side.

In Unity,

The Local 88 Bargaining Team

Local 88 Contract Week of Action Toolkit

By President / On / In Local 88

Our union will be holding a week of action to demand progress on our contract
beginning Wednesday, November 1, and continuing through our bargaining
session the following week. We will have centrally located actions at the Lincoln
Building, Multnomah East County, and the Multnomah Building on Hawthorne.

You can view a list of actions, times, and locations, by visiting this link. If you’d
like to plan an action at your workplace, please get together with other members
at your site, utilize the resources attached to this post, plan it out, and post the
details by filling out this google form. Staff can help provide signs and materials
and coordinate with the bargaining team to arrange for a bargaining update.

As you’re holding your actions, be sure to take photos and videos of members
demanding action, and please share them with us at the Local’s Facebook page.

We’ve waited for months for management to prepare and respond to our
proposals, and it’s time to send a clear message that we’re ready for a fair
contract.

Steps to plan a contract action at your workplace

Week of action chant sheet

Week of action possible picket sign slogans

 

Bargaining Update, Petition Link, and things you can do

By President / On / In Local 88

 

Update: We’ll be bargaining again with the County on October 25. 

Dear Local 88 members,

Our bargaining team has continued to meet and bargain with management for a new union contract over the last month. On 9/27 we made counter proposals on a number of items including wages, leave benefits and other working conditions.  Below is a brief description or how our proposal would impact regular members on two core issues: wages (COLAs), and health insurance. In our next email we will discuss the impact of our proposals regarding equity in the workplace.

In order to get management to move we need your support! Please do the following three things:
1.) Wear green on Wednesdays
2.) Sign the online Petition
3.) Talk to three of your co-workers about bargaining
Impact of our $0.60 COLA floor proposal:
Our proposal for COLA (cost of living adjustment) is still based off of the CPI-W (Consumer Price Index) but includes a $0.60/hour floor in each year of the contract. This means that you get the better of two calculations. This year the CPI-W is 2.2% so the $0.60/hour increase would result in more money than the standard 2.2% for everyone making less that $27.34/hour. If you make $27.34 or more per hour then a 2.2% increase would be applied to your hourly wage.
Example of how our proposal would impact a member: An Office Assistant 2 at Step 1 is currently making $16.53/hour. Under our proposal, they would receive an increase of $0.60 bringing their hourly wage up to $17.13/hour. Under the County’s proposal, the same member would only receive an increase of 2.2% which is roughly equal to a $0.36/hour. The difference over a year is almost $492 for a 40 hour/week employee.  For more information on our wage proposal click here.
Impact of the County’s health insurance proposal:

Beginning in 2019, the County has proposed reduction in their share contribution to our insurance premium for the Kaiser Plan and the Moda Plan. Also beginning in 2019 they have proposed increasing co-pays and a limited deductible increasing our members out of pocket expenses.  The impact of the increase in co-pays on members enrolled in the Kaiser plan will vary significantly based on a member’s circumstances, however, in some cases people will pay hundreds of dollars a year in more co-pays. Members with chronic or serious health conditions are especially at risk.

Example of the impact of the County’s proposed premium share change: An employee that has their family enrolled in Kaiser Medical could see their premium costs increase to between $504 and $540 per year based on the County’s own projections.  Even if a member participates in the County’s proposed Health Engagement Model, the $360 annual premium subsidy offered by the County will not fully offset the increase in cost to a member with family enrollment.

Example of the impact of the County’s proposed increase in out of pocket expenses: An expecting mother with a high-risk pregnancy enrolled in the Kaiser plan and requiring specialty care will spend hundreds of dollars more in out pocket costs over the course of her pregnancy with co-pays for specialty office visit increasing to $25 per visit as well the introduction of $15 co-pays for labs, ultrasounds and other tests as well as the $150 deductible for ambulance services accompanied by the 20% co-insurance.

In our next update we’ll discuss the impact of our equity proposals on improving conditions for all members in the work place.

In Unity,

The Local 88 Bargaining Team