Bargaining Update for 6/3/2025
We still have not received a response on the major financial proposals, but OHSU has signaled that they expect them to be passed across the table next week.
Both teams continue to widdle away at smaller issues at the table while we work on larger issues in caucus. The language this week won’t be as exciting as what we’re expecting in the next few weeks.
AFSMCE Counters
5.17 Limited Duration Employee: Our team is holding that employees who are at OHSU for 12 months should always have access to basic layoff rights. OHSU had last suggested 18 months, but we feel it’s important that it be 12 months and attempted to meet OHSU in the middle by limiting access to severance and access to the preferred hiring list.
5.46 Work Unit: We want to be sure the definition isn’t overly broad and causes problems like keeping an inpatient group from being able to take a vacation because an outpatient group has used up all the slots.
6.16 Access to Pager/Communication Systems and Equipment: Added rules that make it so employees aren’t responsible to travel to exchange any shared devices. For instance, if there’s one phone in a department, it should not be the responsibility of an employee to bring the phone in or go collect the phone from someone else.
7.5.1 Lactation Periods: We’re holding to our last version of this proposal. A bargaining team member, pharmacist, and mother spoke about her experiences trying to balance being a healthcare provider and using OHSU’s very limited lactation spaces. The rooms are sometimes so small that there’s no room to pump and eat. There’s often no sink for cleaning and sterilization. Doing all of this during existing breaks and lunches is just not reasonable.
18.1.3 When job bid is unnecessary: We added in language clarifying that this should also include that the employees have the same assignment. There are positions that may look similar on paper, but when you get into the weeds are very different. Coders and social workers were brought up as examples of assignments that can be worlds apart depending on job duties.
Tentative Agreements:
16.6.2 System Failures: OHSU will not discipline an employee due to immediate patient care issues that arise due to not receiving a shared communication device or a device otherwise failing. This puts the onus on the employer to be sure things are in working order and in the right hands.
OHSU Counters:
5.7.1 Limited Duration Employee: OHSU responded in the afternoon. They made small tweaks to the language and stated their intent was to agree with our request. This is now very close to being a tentative agreement.
5.46 Work Unit: OHSU responded in the afternoon. Most units meet the criteria that OHSU had proposed, so their response was to cut our language and add that this language can be amended through the consensus process. Management is concerned that the current language isn’t clear enough and it’s a source of a lot of questions from managers. There’s definitely a shared interest to have this better defined.
We shared some details from units where this definition wouldn’t describe their situation. This is admittedly a complex issue because of the wide variety of work situations within the hospital and university. As written, the language works for most ambulatory clinics but people in administrative or educational positions are set up very differently.
18.1.3 When job bid is unnecessary: OHSU withdrew their proposal and suggested current contract language since we can’t get to an amended agreement.
MOU 6 Services for Employees Whose Primary Language is Not English: We proposed keeping this language as an ongoing process, which OHSU has agreed to. They clarified that they would agree to translate critical articles that have changed (rather than re-translating even if everything remained the same) and removed a provision that inhibits management’s ability to discipline someone if the applicable contract language and policies haven’t been made available to them in a manner or language they can understand. Management argued that this is already covered in Appendix D: Just Cause. We’ll continue to work on this.
MOU X Consensus Agreement Reporting: OHSU struck this in its entirety, stating that it’s covered in 5.5 Consensus. AFSCME staff pointed out that this provision hasn’t been honored to their knowledge, necessitating this language.
MOU X Automated Monitoring Implementation: They are in agreement on most of this language. They added a provision allowing monitoring that we’ll have to thoughtfully respond to. Our intent is to limit OHSU’s ability to automate monitoring systems.
We’ll have more information about a rally to stand together as our contract ends very soon. We’re hoping to see financials next week, so keep following our blog for details.
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