Bargaining Update #3: The Clock Starts Now!
Our Bargaining Observer Sign Up Sheet now includes all scheduled bargaining dates. If you’d like to observe, please sign up here on your preferred dates. Bargaining locations and Zoom links for virtual observers will be shared the day before each session. Sincere apologies for the missing Zoom link for February 27th.
Bargaining Table Setting
We had a productive first day of bargaining with Labor Relations! We’ve presented our initial proposals to the County, and there’s plenty more to come as we work towards a strong and equitable contract.
Before we get into the details, let’s define a couple terms.
What’s a Proposal?
Proposals are entire articles or addendums from our contract that the Union wants to make changes to. We present them to Labor Relations and they’ll return with a counter-proposal. We go back and forth until we can reach a tentative agreement (TA).
What’s a Tentative Agreement?
This is when the Union and Employer come to an agreement about a proposal. TA’s aren’t official until Union Membership votes to ratify the new contract – you get the final say.
Day One
While they aren’t official yet and may change during negotiations, these are the proposals your Bargaining Team is fighting for!
Ground Rules Finalized; Countdown to New Contract Begins!
Both parties have agreed to Ground Rules, ensuring negotiations happen in good faith. This agreement also launched our 150-day mandatory bargaining period, as the Union was able to make initial proposals.
Proposed Bundle: Article 2, Addendum L, and Addendum E
- Combining these aligns all our proposal language with changes made to certain employee designations.
- Employees driving for work should be paid for travel on the clock and reimbursed for mileage and parking fees. Travel Time is Work Time!
- On-Call Employees should have equal rights to Regular Employees under our contract!
- We want to retain staff! Return to a 6 month Initial Trial Service Period.
Opened Addendum M to expand Jail Side Premium
Only select Jail Side employees are offered a 10% premium. All Jail Side employees deserve 10%!
Opened Article 3 to expand Union Representation eligibility
- The contract carves out specific job classifications as ineligible for union representation – our proposal protects employees’ rights!
- PECBA defines who is legally allowed to join a union, and these employees have the right to pursue representation!
Opened Article 18 to Empower Stewards
- Stewards are our first line of defense to protect employees from contract violations. We want to strengthen their rights to call out County misconduct and demand accountability from management.
- The contract limits stewards to “support” only in ADA Accommodation meetings. Let’s add accommodation meetings to stewards’ official capacity to protect ADA access!
More Proposals Are In Our Future
We’re fighting the impacts of layoffs and low wages from multiple directions, and will propose contract changes to protect your job – and ensure the County does not phase out our members for “cheaper” labor. We know these “savings” mean employees outside union protection are exploited, treated poorly, denied benefits, and lack resources and protections our Union ensures its members receive. We fight for you and for them; no worker wins when solidarity is broken, only bosses.
Stay tuned for more updates as bargaining takes off and remember to wear green on bargaining days!
Did You Know?
The Oregon Public Employee Collective Bargaining Act (PECBA) is the law that puts guide rails on the bargaining process with public sector employers & employees. It was made law in 1973, after a period of “increasing militance among public employees, who were frustrated with that inability to organize, negotiate and enforce contracts.” (Northwest Labor Press)
PECBA creates a timeline for union workers to negotiate, and our clock has started! Take a look at the steps below, so you know what to expect:
- Negotiation Period: 150 calendar days where the Union and County are required to bargain. Both sides are expected to make good faith attempts to reach an agreement.
- Mediation: After the 150 days, if neither side has reached an agreement a Mediator from the Oregon Employment Relations Board (ERB) enters the picture. They’ll do their best to facilitate negotiations and reach a Tentative Agreement.
- Impasse: Sometimes, agreements can’t be mediated. If the process fails, either side can declare an impasse.
- Final Offers and Costing: After impasse, each side has 7 days to present their last, best offer. If neither side can agree, negotiations enter a 30-day cool off period.
- 30-day Cool Off: Both sides take a break, strategize, reassess. Negotiators make a final attempt to reach an agreement after 30 days pass.
- Strike: If negotiations, mediation, and cooling off fail, it’s time for action – and that means exercising our right to strike. Members have voiced confusion about striking: is that a legal right, isn’t that a nuclear option, are we even allowed? The Local 88 contract has an Article preventing strikes while under the contract term, which closes June 30th, 2025. As of July 1, that ends. If we’ve exhausted all options PECBA lays out, membership is free to approve a strike.
- Notice of Strike: Strikes are both a powerful tactic and a last resort; they require coordination, resources, sacrifices, and work from each of us, together. PECBA outlines a legal Notice of Strike window, which requires unions to notify management a strike has been approved 10 days before strike actions can begin.
We’ll make sure you know as each step in the PECBA process approaches. Watch this space as negotiations continue!
Happy Bargaining Season, union siblings. We’ll see you in the bargaining room for Round Two this Thursday, March 13th and right here for next week’s update! Eyes up, and stay green!
In Solidarity,
Your Bargaining Team
