Mediation Update for 9/23/2025
This morning, OHSU shared their latest economic package.
This proposal does not meet our members’ needs and fails to address some of our biggest concerns. It is an economic proposal that should have been offered months ago as a real starting point.
Below are OHSU’s unedited summaries of their proposals. This is their spin on their proposals and does not reflect our team’s position. They spent so long on their presentation that we thought you would want to see exactly what we saw today.
OHSU’s summary of their proposal today:
Across-the-board wage increases of the greater of 3% or $1.25 for 2025, 2.5% for 2026, and 2.5% for 2027. (8.1)
When combined with quartile increases, employees would receive an average of a 5.21% increase in year 1.
This is nearly 2 times Consumer Price Index-Western Region
Increase bargaining unit employee minimum wage to $22.00/hour (up from $18.00/hour) in Year 1.
If no strike notice, a one-time payment of $1,000 for employees with at least a 0.50 FTE, and $500 for employees with FTE lower than 0.50.
Differentials and Premium Pay:
Increase evening shift differential minimum to $1.75/hour. If 7% of an employee’s hourly rate exceeds $1.75, then the employee will receive
7%/hour instead of $1.75/hour. (10.1.2.)
Increase night shift differential minimum to $3.00/hour. If 12.5% of an employee’s hourly rate exceeds $3.00, then the employee will receive
12.5%/hour instead of $3.00/hour. (10.1.2)
Increase call pay from 1 hour’s pay for every 6 hours worked to 1 hour’s pay for every 5 hours worked (10.2).
Employees working more than 16 hours in a 24 hour period as a result of being on call (including employees working from home) will receive double pay for the hours beyond 16 during the 24 hour period (new).
Employees working new “supplemental call” shifts will receive a $200 one-time payment for each such call shift (new).
Increase in PANDA transport bonus from $75 to $100 (10.9)
Preceptor pay increased from $1.00 to $1.25 per hour for each hour assigned preceptor work. Also added many more job classes eligible for preceptor pay, including Pharmacy Tech. (10.12)
Float pool department differential increased from $1.00 to $1.25 per hour. (10.13)
ANI rate increased to the greater of 35% or $12 (10.14)
All flex employees will receive a 15% differential, with no reduction for flex employees currently receiving more (Appendix B)
Leaves and Time Off
Increases well-being hours from 8 hours to 12 hours/year (MOU 28)
If an employee goes through the reasonable accommodation process for lactation needs, their lactation breaks will be paid.
Increases paid bereavement leave from twenty (20) to twenty-four (24) hours each year. (14.2.4)
Expands bereavement leave use for death of a co-worker that the employee worked with regularly. (14.2.4)
Process for extending timeframe to use bereavement leave within sixty (60) days due to circumstances outside of the employee’s control. (14.2.4c)
Process for requesting review of a denial of additional bereavement leave days. (14.2.4.1)
Guarantees meal and rest breaks for salaried employees (Appendix A)
Clarifies vacation and sick leave usage for salaried employees. (App A)
Other economic benefits
Increase the hardship fund to $250,000 for each year of the agreement ($750,000 total). (MOU #8)
Commitment to hire an additional Social Worker for Occupational Health Mental Health Counseling Program (MOU #13)
Up to 250 paid hours annually for Social Work Council Members (new)
If employer wishes to have fully remote worker report to campus other than change of status, the employer will cover all reasonable, pre- approved travel expenses incurred. (8.9)
Add network with option for national health insurance plan for employees working outside of Oregon or Southwest Washington (15.3)
Union Operations
Increase funding for Labor Management Committee activities by almost 10% for 2025 (from $1,463,646.00 to $1,621,422.37), and by 5% each for 2026, and 2027. (28.4)
Adds a program coordinator position to support Labor Management Committee (new)
If you would like to review the document in its entirety, it is attached here. This is a 91 page document with a lot of complex formatting to track which team passed what language, so it may be daunting to navigate. We would encourage you to use the search feature to find differentials or other language that directly impacts you using the search feature (Ctrl+F). You’ll notice pages and pages of red language we passed that has been crossed out in its entirety.
This was all justified during a presentation that is attached here where they discussed the Fiscal Year losses of $131 million. OHSU failed to disclose whether or not this was them actually losing money or not making as much extra money as they wanted to.
We are not the cause of that loss. We have to do our jobs whether the hospital is running at a loss or not. The hospital and the school work, because of US.
In his first town hall, President Elnahal talked about the importance of raising everyone at OHSU to a living wage. This proposal does not reflect that.
This response doesn’t move us significantly closer to a contract. We have reached the point where OHSU needs to see that all of you are outraged, too. Our power in the room comes entirely from you.
Seeing everyone in green, seeing people at the Board of Directors meeting on the 26th, and having a great turnout on our practice picket on October 2nd is how we show our power. While OHSU monitors our social media and blog comments, there’s more power when we show up in person and show solidarity with each other.
Talking to a coworker who hasn’t been following bargaining goes further than a dozen comments. This week, now more than ever, your bargaining team needs YOU. Talk to your coworkers. Make sure everyone is a member. If you want a good contract, it’s time for all of us to come together, and show up. Management can ignore blog comments. But they can’t ignore 8,000 workers’ faces.
Please see our upcoming events this Friday, the 26th and Thursday, October 2nd and attend if you are able to.
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