AI Bargaining Update

Hi all

We met with OHSU on 8/25 for the latest session on interim bargaining.

We passed language to them regarding definitions of AI, protection on eroding bargaining unit work, and protections on AI being used in discipline.

Specifically, we are close to agreeing on definitions of AI.

For erosions of bargaining unit work, we passed an article saying that AI shall not be used to displace or eliminate the position of an employee, and that bargaining unit work can’t be reassigned to AI. We also made a path forward if a worker is displaced. We offered a retraining at the employer’s expense, or a paid admin leave while looking for new positions.

Last, we gave them language on AI being used in discipline. We passed a protection on surveillance, and that AI shall not be solely used as evidence in discipline or to make disciplinary recommendations. . The language included retaining that the disciplinary decisions must remain with a human. The idea here is that AI generated evidence can’t be the sole evidence, and that a concurring official must verify AI information is true. This is to future proof from AI being used to generate predictions about performance, and to preserve the ability to grieve it.

We have another fairly large RFI we submitted to them on 8/12, which we haven’t received yet.

With these RFIs we are trying to get a fairly large picture on all of their AI projects. What’s important here is always your information. While the RFI is a large spotlight we can shine, it really slows the process if we can’t narrow the lens. All of you still need to come to us with examples of AI usage that you find concerning for a change in your working conditions, hours, or pay. That helps us focus the lens, and avoids a long process of asking for documents that OHSU will take weeks > months to produce.

We are holding a townhall next week - the flyer is here too. Sept 3 at 5:30pm virtual. We will be there for your questions and will have materials prepared to go over what we’ve passed at the table, what the timeline is, and what we further hope to achieve.

Lastly, we’ve given several external interviews to try and get the story going about AI impact bargaining. We will share those with you as soon as they are public. One with KBOO, and one with NW Labor Press.

AI impacts to are work are very new. This is the first time we are negotiating with all 5 AFSCME locals on the same issue at the same time. The struggle against this technological change is new, but it isn’t dissimilar from the struggles of labor in the past. Unions have always faced automation and technological changes. What’s different now is the pace and scope of AI. 

We are roughly 1 month into the 3 months allotted for interim bargaining, which will run until Oct 14.

Solidarity