TENTATIVE AGREEMENT REACHED!
We are happy to announce that we have reached tentative agreement on all remaining articles of the contract including economics.
A ratification vote will be scheduled for Thursday, July 7; Friday, July 8, Saturday, July 9 and Sunday July, 10. As in the past the ratification vote will be held on line. Members who are unable to access a computer will have an opportunity to vote with the assistance of Local 328 volunteers.
Now for the settlement! The last remaining issues were economics, drug testing, parking and union leave.
The drug testing language will be in a Letter of Agreement attached to the contract. It will be available in a full version on line and in hard copy prior to the contract ratification vote for members to review as will all other language articles which we have reported on throughout the bargaining process and which you may read about on our website.
The economic settlement accomplishes several very important things. First, it provides for good across the board increases over the term of the agreement. Second, it continues to fund health care benefits at the current financial level for the term of the agreement. Third, we have conducted successful "sector" bargaining and have developed some important differential improvements for Sector 5 employees - those members who work in the Professional and Technical - Hospitals and Clinics group of occupations. Finally, a four year agreement delivers long term wage and benefit security.
You will notice that in the 2nd through 4th years of the agreement the health insurance contribution is benchmarked against the OHSU PPO. You will also notice that single employees get 110% of that amount and all other tiers get 88% of that amount. The reason for that is even though OHSU had an interest in tying contributions to the OHSU PPO the Union bargained an increase in the percentage that the employer will pay so that employees preferring Blue Cross 250 will still be covered at the current level of financial contribution, as will employees selecting Kaiser or the Blue Cross 60/50 plan.
No one will be forced into the OHSU PPO, the Blue Cross plan will still be affordable for employees. This settlement is consistent with our members’ wishes as expressed in our survey to permit OHSU to incentivize employees to consider the OHSU PPO, while guaranteeing members continued access to the Blue Cross 250 plan with the same purchasing power as the current contract language provides.
The Economic Package:
Effective August 8, 2005 - 3% across the board
Effective September 4, 2006 - 3% across the board
Effective July 9, 2007 - 3% across the board
Effective first full pay period in July, 2008 - 3% across the board
Year 1: Single employees 100% of BCBS, ODS, Dental and mandatory life, All other tiers 80% of BCBS, ODS, Dental and mandatory life
Year 2: Single employees 110% of OHSU PPO, ODS, Dental and mandatory life, All other tiers 88% of OHSU PPO, ODS, Dental and mandatory life
Year 3: Single employees 110% of OHSU PPO, ODS, Dental and mandatory life, All other tiers 88% of OHSU PPO, ODS, Dental and mandatory life
Year 4: Single employees 110% of OHSU PPO, ODS, Dental and mandatory life, All other tiers 88% of OHSU PPO, ODS, Dental and mandatory life
(Email from our members indicates that there is some misunderstanding about this portion of the settlement. Blue Cross Blue Shield 250 will still be available at the same monetary reimbursment you currently get. We have not eliminated BCBS in the 2nd - 4th years of the contract - we are simply using the OHSU PPO to calculate the amount of premium contributions from the employer. Since the OHSU PPO is a less expensive plan we have bargained an INCREASE in the percentage the employer pays.)
Full time benefit status for insurance contribution goes to .75 FTE from .8 FTE
Part time benefit status for insurance contribution is .5 FTE to .74FTE
FTE will determine benefit status rather than rolling 90 day period. We will maintain 90 day averaging for relief employees.
Education and Training:
OHSU guarantees to continue one FTE in Career Center and one FTE in Training. Both FTEs fully dedicated to AFSCME training and development.
OHSU will seek input from the JCET, Career Center Staff, AFSCME, IT Training regarding program needs each budget year and OHSU will fund reasonable enhancements up to $15,000 each contract year.
Employer agrees to provide resources for financial analysis of impacts of contracting out.
$8.00 per hour premium for snow removal team in addition to any other premium pay such as overtime, holiday pay etc.
Article 38 - Differentials, (this article was brought to the table by Sector 5, but the final agreement will apply to all employees) article will read as follows:
38.4 All job classifications except Pharmacist shall receive shift differential as follows:
a. Evening: 7% of straight rate of pay or $1.36 per hour whichever is greater.
b. Night: 12.5% of straight rate of pay or $2.65 per hour whichever is greater.
38.5 Shift differentials for Pharmacist, Respiratory Care Practitioners, and Medical Lab Technologists will be:
a. Evening: 7% of straight rate of pay
b. Night: 20% of straight rate of pay
c. Weekends - Pharmacist only - 20% of the straight rate of pay.
[pharmacy differentials have been revised since this article was written - see the draft contract for up to date information]
Article 39 - On Call. Sector 5 employees will continue to earn on call pay while on duty when called back to work.
AFSCME Hospital Leadership Council will be focused on member leadership development, work quality and customer service improvements. The employer agrees to provide a fully funded FTE as a resource to the leadership council.
In addition to the economic package we have reached agreement on the outstanding issues of drug testing, parking and union leave. We will publish the text of those agreements early the week of June 27.
We will also publish a detailed checklist of contract language and economic changes as soon as possible. However, you may read about everything the Bargaining team has accomplished on our website under the "Bargaining 2005" menu item.
We will be available on Monday to answer questions about the contract - email email@example.com