AFSCME Local 88-6 (JCSS) Reaches a Tentative Agreement!

AFSCME Local 88-6 (JCSS) Reaches a Tentative Agreement!

AFSCME Local 88-6 (Multnomah County Juvenile Custody Support Specialists) reaches a tentative agreement on their contract!

This Tentative Agreement is subject to ratification by the membership – Our Union Bargaining recommends a “YES” Vote for the TA. The Ratification Election will be conducted electronically through election buddy with email to your personal email address and text message if we have your cell phone number.  Ballots will be sent on August 14 and are due back no later than August 21 by 5:00PM.
Union Bargaining Team members will be located in the Multi-Purpose Room on Tuesday, August 15 from 1pm to 9pm and Thursday, August 17 from 7am to 10am to answer any questions.

Retention incentives will be paid out on employee 9/15/23 paychecks. All other retro pay provisions will be paid out on employee’s 10/31/23 paychecks.

The Union Bargaining Team: Daniel Carter, Lela Clay, Bladimir Cadena, Ron Lincoln, TafikoSalu, Kim Nguyen, Joslyn Baker, Mecca Scott, and Eben Pullman

Article 14 – Compensation
COLA and Market Adjustment Wage Increases

For 2023:  You will receive a 5% COLA and a 2% Market in the first year retroactive to July 1, 2023. You will receive a one-time retention incentive payment (bonus) of $4,500 prorated by FTE for all regular, limited-duration, on-call/temporary employees. It will be paid out to employees on 9/15/23 in accordance with the Implementation of the JCSS CBA Implementation MOA.  For an on-call employee, their bonus shall be prorated from $4,500 by dividing the number of compensated hours between July 1, 2022 through June 30 2023 by 2080.  Formula: Number of Compensated Hours / 2080 * $4,500 

For 2024:  In the second year, you will receive a 5% COLA;

For 2025:  In the third year, you will receive a 1-4% COLA based on the Consumer Price Index on July 1, 2025.

Longevity Pay:  Retroactive to July 1, 2023, you will receive increases for the number of years of County service: In years 5-14= 1.5%, years 15-19 = 2%, and years 20+ = 2.5%. Longevity increases retro to July 1, 2023 

Shift Differentials:

  • Swing Shift Differential increased to $1.50/hour
  • Night (Graveyard) Differential increased to $1.75/hour
  • Relief Shift Differential increased to $1.75/hour

Additionally, Swing Differential will apply to all hours worked between 2 pm and 10 pm (previously, you had to start your shift on or after Noon for the differential to apply).  Night Shift Differential will apply to all hours worked between 10 pm and 8 am (previously, your shift had to start on or after 7 pm for the differential to apply.  Through July 11, 2025, the night shift premium shall also be applied for all hours on any shift starting after 10:00 p.m. but before 4:30 a.m., even if the shift lasts past 8 am. All changes to shift differentials retro to July 1, 2023 

Bilingual pay premium/Cultural KSA premium: A four percent differential (4%) over the base rate will be paid to employees directed to translate to and from English to another language (including sign language). The same would apply to those who hold a language KSA. Essential employee pay, effective July 1, 2023

Essential employee pay: Operationally Essential employees will no longer receive two saved holidays as compensation but shall instead receive the hourly premium of twenty percent (20%) for all hours worked during the closure of the Donald E. Long Building or a full County curtailment or closure of non-essential services. 

Overtime and Compensatory Time:

  • The compensatory time max balance has increased to 96 hours. 
  • The County will not mandate overtime when the employee has already worked 16 hours; they must be given 8 hours of rest before their next shift.
  • The County must provide as much notice as possible before mandating overtime.
  • If an employee signs up for an overtime shift and decides to cancel, they must provide 60 minutes’ notice before the beginning of the OT shift and follow the regular call-in procedures. 

Article 15 Job Classifications and Pay Ranges:
Training Program:  The County may create a program to train interested workers to become fully qualified JCSS workers.  This program is intended to provide new workers with the knowledge, skills, and abilities to promote into vacant JCSS positions.  The training program length will be based on the individual needs of the workers but could last from 6 to 24 months. Employees will serve a 6-month promotional trial service period unless their training program lasts 24 months. 

Article 24  Health & Safety
Improved contract language to support the health and safety of employees based on language negotiated in the general unit, including the requirement that the County must provide necessary PPE for employees and address violence in the workplace.  Management guarantees it will establish schedules with at least two (2)  people per pod. If staffing is below two staff in a pod, the County will provide enhanced communication and surveillance. 

Article 26 On-Call Employees

  • While there is no longer a 35-hour limit per week for each On-Call, the Union will receive reports on a timely basis concerning FTE, Budgeting, to maintain current service levels and any increases in staffing. Additionally, the County will fill vacant positions as quickly as practicable, and that will not use On-Calls for the purpose of supplanting regular JCSS employment.  
  • On-Call and temporary employees will be designated as operationally essential with a 20% premium for work during a County closure or curtailment. If you’re not scheduled to work on the day of closure or curtailment, you will not be expected to report On-Call will receive compensatory time in lieu of overtime pay, maximum accrual of 80 hours. 
  • Sick leave accrual has increased to 0.05 for each compensated hour.
  • On-Call employees will receive time and a half for work on all 10 County paid holidays.


Other Articles worked on during bargaining:

Article 7 Holidays– One additional floating holiday for a total of two (2) floating holidays on July 15th of each year. (Floating holiday hours are based on the employee’s schedule on July 15th) 

Article 9 Sick Leave  – Accrual has increased to 0.05 for each compensated hour

Article 13 Work Schedules – Breaks/rest periods may take place inside or outside the work unit but must take place within facility grounds. Breaks may be interrupted or missed due to emergency needs or to maintain minimum staffing levels without additional compensation. Management will act in good faith to ensure employees can take breaks.

Article 18 – Settlement of Disputes  – Deadlines to file or advance grievances and respond to grievances have been increased to 30 days.

Article 22 Shift and Work Assignment – Schedule changes following the biennial shift bid will take effect on July 15th.

Spread the word. Share this post!