2023 Election Information

Learn about the AFSCME 2023 Election Process


AFSCME Local 88 will be accepting nominations at our 9/20/23 General Membership Meeting to fill the following elected positions: President, Vice President, Treasurer, Secretary, Executive Board members and 1 trustee position  The term for most of these positions is two years and ends in November 2025; the trustee position is a three year term.


    1. PresidentThis position includes a $400 monthly stipend and 100% of your work time is paid by the county. This position requires a high level of flexibility, advocacy, knowledge and responsiveness.
    2. Vice PresidentThis position includes a $400 monthly stipend and up to 25% of your work time is paid by the county. This position requires a high level of flexibility, reliability and responsiveness and is the PAC (Political Action Committee) chair.
    3. TreasurerThis position includes a $400 monthly stipend and up to 25% of your work time is paid by the county. This position requires a high level of flexibility, transparency, reliability and responsiveness.
    4. SecretaryThis position includes a $400 monthly stipend and up to 25% of your work time is paid by the county. This position requires a high level of flexibility, reliability and responsiveness.
    5. Executive board – currently there are 21 executive board positions by sector – but this number may be expanded to 27 members if the Local 88 Constitution is approved for 27 members.  This position includes a $75 monthly stipend and your work time may be paid by the county on a limited basis. This position requires a high level of flexibility, reliability and responsiveness. 


  • Trustee – 3 year term – This position includes a $75 monthly stipend and your work time may be paid by the county on a limited basis. A team of three trustees  support the treasurer to ensure the financial strength and wellness of AFSCME Local 88.



The 9/20/23 General Membership Meeting will begin at 6:15pm and will be conducted virtually – please register in advance by going to our web site: www.afscmelocal88.org and clicking on the link for the General Membership Meeting in the Upcoming Events calendar. E-Board information and duties are detailed in the AFSCME Local 88 Constitution in Articles VI and VII, found at https://bit.ly/L88const. (Please note: No department shall have two (2) more Executive Board members than any other department in their sector.)  


Self nominations and nominations by members in good standing will be accepted at this meeting or by emailing Robin Easton-Davis, the elections committee chair,  88cabinet@afscmelocal88.org prior to  the start of the 9/20/23 General Membership meeting.  If you plan to nominate someone not present, please confirm with them that they will accept the nomination. We will confirm all nominations of people not present when nominated by email and ask them to confirm by 9/22/23 or they will be removed from the ballot


If any of the positions have more than one candidate the race is declared a contested race, and the results will be settled by an online election by the members.  The election link will be sent out to all members to their personal email on November 1st, 2023.  Ballots will not be sent to county email addresses.  The online voting period will take place 8am Wednesday, November 1 through 5pm Monday, November 6. If you are not receiving emails from our union currently at your personal email, please reach out to us at 88cabinet@afacmelocal88.org to ensure your information is up to date so you will receive an electronic ballot for this election.  


There will be many ways for you to get to know the candidates for the officer positions in any contested race.  All information will be posted on our website afscmelocal88.org 

  • Reach out to the person at their county email and let them know you wish to discuss this union business.  You will then need to move the conversation off county email to ensure privacy and adherence to all county personal rules.
  • Candidates will be asked to submit a photo and 300 word response to questions.  This info will be posted to our website 10/1/23 
  • Candidate townhall – online date & time TBD – need to develop questions and format to share with candidates 


Information about the roles and responsibilities of these elected positions can be found at Local 88 Constitution and AFSCME Local 88 policies 


New addition to the AFSCME Communications team Team

We would like to welcome a new addition to the AFSCME Communications team Team! James McKenzie with the Library has recently been appointed as our new Web Administrator. James is a union steward with the Library and has been a union member since day one. Hailing from Florida, his background is in audio visual productions and has worked with artists such as Guns and Roses, Kendrick Lamar, Pink and Roger Waters. When he isn’t working he enjoys exploring new restaurants, creating music, playing video games and floating the river.  


A message from James – I am excited to accept the position of Web Administrator for Local 88. My name is James McKenzie, I am a lead steward with the Library and have been a union member since day one working with the County. Union work has been a driving factor in my approach to my career and relationships with my coworkers. I started tinkering with technology at six years old and found a passion for working with my hands which I’ve translated into my work at the Library and working at concert venues around Portland. I hope to connect our members with our mission and with each other in this role and to inform members of new opportunities within their Union community. 


AFSCME Local 88-6 (Muotnomah 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, skill, 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.

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