On Wednesday, November 5, 2014 AFSCME Local 88 and Multnomah County reached tentative agreement on the 2014-2017 contract.
There were additions bargained besides the health care, COLA and new minimum wage. We addressed several issues that needed attention.
Highlights of the agreement are as follows:
- The COLA will be a 2.7% increase, retroactive to July 1 of this year. We anticipate the retro money will not show up in paychecks until January.
- Year 2 & 3 COLA in this contract will be CPI only as management did not move off the position and we could not get the additional 1%. Minimum COLA is 1%, maximum COLA is 4%.
- A minimum wage of $15 an hour for the county’s lowest-paid workers. This will be phased in over three years, with the minimum raised to $13 an hour in 2014 (retroactive to July 1), $14 on July 1, 2015 and $15 an hour on July 1, 2016. This increase would apply to any classification that currently has steps below $13 an hour.
- The health care plans and cost sharing remain the same for the time being, but there will be a re-opener available starting January 1, 2016 if either party wishes to initiate bargaining on that topic. This re-opener allows us to maintain the best level of benefits possible as the Affordable Care Act gets implemented.
- The county will provide an explanation for what duties make a position essential when the County is declared closed.
- The County will provide the union with a monthly accounting of temp hours worked and a list of who has retired form Local 88 jobs.
- Employees who sign up for union membership will maintain their membership for at least the first year of the contract. After that point there will be an annual time period for dropping membership.
- Those who are out on unpaid status for more than 30 days due to a FMLA or OFLA condition shall not lose seniority.
- Laid off employees may receive an offer of recall by email or certified letter. Those who are offered recall must respond within 7 days of receiving the offer of recall.
- Special pay adjustments may be made to maintain equity within a unit or department.
- Facility Security Officers and Corrections Technicians will be included in the biennial compensation bargaining, with any negotiated increase being retroactive to July 1 of this year.
- Employees in DCJ’s Recog unit will follow the Sheriff’s Office method of determining days of rest for purposes of overtime and double-time.
- When the County uses a temporary employee rather than offering a work out of class opportunity, they must, upon request, provide an explanation for why a temp was used.
President AFSCME Local 88