Local 88 Labor Day Picnic: Monday, 9-1

labor-day-picnic-9-1

  • Labor Day Picnic
  • Oaks Park, Portland
  • September 1, 2014
  • 10am – 5pm

Hot Dogs, Burgers and Salads from 11am-2pm
Political Speeches begin at 1pm

Local 88 Members, families and invited guests will receive
Food/Drink script and up to 4 Ride bracelets per family *
* Members who do not need 4 ride bracelets may leave them for members who need more than 4. A waiting list for additional ride bracelets will be kept at the Local 88 table.

Parking is limited. Consider riding your bike or catching
the train for $5 round trip.Visit the Council 75 website at www.oregonafscme.com for more Picnic and Train information.

Click the image at top to open a downloadable flyer.

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Local 88 Bargaining Update 8-20-14

Local88-TransparentLogoAt Wednesday’s bargaining session the Local 88 team offered a proposal that offered some movement but stuck to our position on the highest priority issues.  We are at the point in bargaining where we have to focus on the issues that affect the greatest number of people and are of the highest importance.  With that in mind we decided to abandon our proposals on the following topics:

  • option to cash-out 40 hours of vacation a year
  • expansion of bereavement leave to cover aunts, uncles, nieces and nephews
  • requirement that staff be put on a Monday-Friday day shift while serving jury duty
  • giving employees the right to choose to accrue comp time in lieu of overtime pay
  • access to a County-paid C-Tran Express pass
  • flexibility on how to spend boot allowance (for those who are eligible to receive it)
  • altering the vacation bid process for 24/7 staff in the Sheriff’s Office
  • expanding the shift trade window in the Sheriff’s Office from 2 pay periods to 6 months

Our decision to move off these positions was not made lightly.  We had to weigh the likelihood of getting these things against the total value of what we are asking for.  For example, a County-paid C-Tran Express pass for every employee who lives in Vancouver would cost the County an additional $250,000.  That reduces the amount of money available for getting a COLA above the CPI rate.  Other things, like the employee right to choose comp time instead of cash for overtime, could probably not be won without trading away something significant.  Since it was not a high priority among the membership, we felt that a big sacrifice was not justified.

The proposal we presented today continues to ask for a COLA equal to the CPI rate, plus 1%, for the next three years, with a COLA minimum of 2% and maximum of 5%.  We are also asking for compensation studies on the Correction Tech, Facility Security Officer and Access Services classifications.

On health care we want to have a say in whether the County moves into one of the state-wide health care pools (PEBB or OEBB).  Our current system for dealing with health care changes gives us much more control and provides benefits that we believe are better than what the state pools offer.

We are also still asking that bereavement leave be increased by two days in the case of the death of an employee’s spouse or child.

We have modified our position on essential employees.  We initially asked for 3% premium pay for all hours worked when the County is declared closed due to weather.  We are now asking that the County provide a written explanation of the essential duties required of each position that is designated essential.  The idea is to limit who is labeled essential so that only the truly indispensable employees are called in when there is a weather event.

Finally, we are still proposing a change to the Sheriff’s Office addendum which would allow 24/7 staff to bid on their location, in addition to shift and days off.

We are getting down to brass tacks in the bargaining process and it will not be easy to successfully negotiate the things we are asking for.  We are going to need your support.  A petition to support bargaining will be distributed soon and when we have collected the cards they will be delivered to the County Chair.  We have strength in numbers, and we’ll need our strength to win a good contract.

Local 88 Bargaining Update 8-13-14

Local88-TransparentLogoAfter finishing our bargaining session Aug 6th, management informed us they would provide their financial proposal prior to the Aug 20 session so that we’d have time to prepare a counter-proposal.  We received their proposal Aug 12 and the team met on Aug 13 to discuss it.

The management proposal is as follows:

COLA – the Consumer Price Index (CPI) rate of 2.7% for the first year, retroactive to July 1, 2014.  The following 2 years the COLA would be equal to the CPI for each of those years, with a minimum of 1% and a maximum of 4%.  As you may recall, the union’s proposal calls for a COLA of the CPI plus 1% each year of the contract, with a minimum of 2% and a maximum of 5%, plus the extra 1%.

Health Care – Things would basically stay the same for the time being, but if in the future the county believes it is advantageous to move into one the state insurance pools (PEBB or OEBB) they could make that decision without bargaining with the union.  They would have to bargain the impact on our members, but they would not have to bargain whether to join one of those pools.  Basically the decision would be entirely up to them, and we are not interested in giving them that kind of discretion around such a major subject.

Also in the management proposal; during the life of the contract either party could require the other to re-open bargaining on health care.  (Typically, you can only have mid-term bargaining if both sides agree to engage.)  It is much more likely that management would utilize this language rather than the union.

The county’s offer did show some movement on their part.  Their previous offer on COLA did not offer retro pay back to July 1.  They also removed a piece that offered a major medical coverage plan for full-time employees that we predict results in a bad deal for our members.

A number of the union’s proposals were not included in management’s offer, meaning they are proposing that those items would not be part of a new contract.  Among the subjects they did not include: employee option to cash out 40 hours of vacation time once per year, employee choice to take accrue comp time rather than get overtime pay, expanded bereavement leave coverage, additional days of bereavement leave for the death of a child or spouse and premium pay for essential employees.

During the August 13 evening meeting, the bargaining team talked about how to respond to management’s proposal.  Each team member spoke to the proposal and what each was hearing from the members about priorities.  It took a full 2 and a half hours of debate and evaluation of different counter-proposal scenarios to reach agreement for a Aug 20 counter-proposal that represents the priorities our members expressed in the bargaining survey and brown bag meetings and shows management we are serious about what we are asking for.

Stay tuned and watch for Member Action Team (MAT) Updates and information sharing.

Volunteer Member Organizer Training

Want to build power at work?

Member Mobilization 
Volunteer Member Organizer Training

VMO training datesPublic Employees are facing greater and more frequent threats on their rights at work than ever before. Learn the tools you need to build power and fight off these attacks. Get ideas about how to increase membership in your local House Visit your fair share brothers and sisters to sign them up as union members!

  • Sept 20 9am-7pm
  • Sept 21 11am-6pm
  • 1400 Tandem Ave NE, Salem
  • Meals and Hotels will be provided
  • RSVP to Hilary@oregonafscme.com
  • 1-800-792-0045 ext 4128

Click [ HERE ] to download a flier.

Local 88 Bargaining Update 8-6-14

Local88-TransparentLogoThe Local 88 bargaining team reached tentative agreement with the county on a number of articles we’ve been going back and forth over. Now that those items are off the table, the remainder of our bargaining will be devoted mainly to financial proposals, like the cost of living increase and health care. Our next bargaining session is scheduled for Wednesday, August 20.

The following is a summary of the articles we have reached agreement on:

Article 2 Definitions
If an employee is absent for up to 3 months of their 12-month probationary period, the probation can be extended for that amount of time. The previous language allowed a probationary employee to be absent for up to 6 months.

Article 5 Union Security
The county will provide the union with a monthly report of hours worked by on-call workers

The county will provide a monthly report of retirees from Local 88 positions

The union’s maintenance of membership language will be added.

Article 15 Classifications & Pay Ranges
Management can make an upward pay adjustment to an employee’s wage in order to resolve a pay inequity within a work unit or department. The union will be notified of the occasions when this is done and will be provided with the reason the adjustment was made. If there is more than one upward pay adjustment in the same classification within a 12-month period, management will initiate a compensation study for that classification.

When management is going to fill a temporary vacancy, the supervisor and the recruiter must first determine whether it is appropriate to be offered as a work out of class opportunity/ temporary appointment. If management decides to fill it with a temporary employee, they must, upon request, provide the rationale for the decision.

Article 21 Seniority & Layoff
Management and the union will create a work team to study the seniority tie-breaking process.

Employees who are absent from work for more than 30 consecutive days on an FMLA or OFLA condition will not lose seniority.

Article 22 Shift & Work Assignment
When a laid off employee is offered a recall to employment, they have 7 days to respond to the offer

The 5 most senior employees who are interested in a transfer are guaranteed an interview.

Trainee positions can be created for difficult-to-fill positions, or to develop employees’ knowledge, skills and abilities. Upon successful completion of the trainee period the employee is eligible to be promoted into the classification.

Addendum G Department of Community Justice
The Recognizance unit will have days of rest (for overtime purposes) calculated in the same way the Sheriff’s Office calculates it

Addendum H Drug & Alcohol Policy
It is a violation of the drug and alcohol policy to solicit drugs or alcohol in the work place

Employees who violate the drug and alcohol policy may be required to undergo an assessment at management discretion

If an employee violates a last-chance agreement then they are not entitled to a pre-termination meeting, however they retain the right to grieve the termination

Addendum J School Based Employees
Employees will not lose seniority during the annual summer layoff

Employees will maintain health care benefits during the annual summer layoff

Previous lateral transfer language will be added back

Local 88 Bargaining Update for July 23

The bargaining teams picked up where we left off the last session, trying to come to agreement on a package proposal that includes Articles 2, 5, 21 and 22 and Addenda H and J (for a summary of the proposals, please see the July 2 update at the union website, afscmelocal88.org).

Local88-TransparentLogoThe biggest sticking point has been around the union’s proposal that there be an internal hiring process before outside applicants are considered.  We were unable to reach agreement on any substantial change to the language so our team presented a package proposal that deleted the internal hiring piece and instead proposed that the five most senior employees who want to transfer would be guaranteed an interview (the current language allows for three).  We also added a proposal on Article 15 to the package, which would require the county to offer temporary vacancies as work out of class opportunities before filling them with temps.  In addition, we offered to drop our proposed changes to Article 20 and Addendum B if there was agreement on the entire package.

Management responded with a package that agreed to the change in the transfer language, but not the work out of class piece.  It also added our proposal on Addendum G and a modified version of our proposal on Addendum I, which agreed to only one of the four sections we wanted to see changed.

The day ended with our team telling management that we could not agree to their package proposal, because although we are in agreement on many parts of it, the work out of class issue is very important to us and we need to keep it on the table.

We meet again on Wednesday, August 6.  Hopefully on that day we can find a path to agreement on these articles so we can move on to the financial proposals, including health care and the COLA.

Postal Heritage Day

Celebrate the 239th Birthday of the People’s Postal Service
Protest Privatization of Our Post Offices!

Ben Franklin, our first Postmaster General in 1775, would be rolling in his grave! Staples and the US Postal Service have cut a deal that jeopardizes our nation’s public post offices, the sanctity of the mail and thousands of good jobs at living wages. Staples has contracted with the USPS to staff post offices installed within their stores. In pilot openings last fall, 82 post offices were launched inside Staples stores with low-paid, poorly trained worked workers (the average Staples worker makes $18,000 per year). If the pilots are ‘successful’, the USPS plans to open post offices inside every one of the almost 1,600 Staples stores nationwide, beginning this September.

Don’t forget:

Portland Rising BBQ

Noon – 3pm, Sunday, August 3rd

Site B, Columbia Park, 7701 N Chautauqua Blvd.

From the President: COLA Special Update & Member Action

With the beginning of the new fiscal year employees expected to see a cost of living adjustment (COLA) in their paychecks.

Because we are bargaining the contract, and the amount of the COLA is one of the things we are negotiating, the cost of living adjustment will not appear until we have concluded bargaining.  At this time we do not know when that will be.

Our COLA was rated the number one  issue in the member survey response and MAT brown bags.  Our proposal (below) is the result of an analysis of the accrued percentage of pay loss to members from one step and one cola freeze (we did not include a third freeze shared by all unions and management).  The bargaining team deliberated and debated with great care to arrive at a reasonable increase, over the life of the contract, to put on the bargaining table.

The proposal we have made is that for the next three years, the COLA will be based on the Consumer Price Index (CPI) plus an additional 1% (with a minimum of 2% and a maximum of 5%, meaning we would not get less than 2% or more than 5% if the CPI fell outside that range, plus the 1%).

We are asking for the additional 1% each year to partially recoup the compounding payroll losses we took on the COLA freeze and step freeze during the last two contracts.

The CPI for this  year is 2.7%, so if our proposal is successful, this year you would receive an increase of 2.7% plus 1% for a total of 3.7%.

Our chances for achieving this COLA rest with YOU.  We need your Member Action Team support during the contract actions so the county knows we are communicating, we are engaged and we expect to be recognized for the financial sacrifices we took to support the County during the Great Recession.  

Your work matters!

In Solidarity,
Local 88 President, Deirdre Mahoney-Clark