Our Contract Has Expired - What Does That Mean?

7/2/2025 update: OHSU has agreed to maintain all articles of the contract, including the grievance process.

Our contract has expired. What does that mean for our members?

The information below is taken from a blog post written during bargaining in 2022. All of this is still valid, so rather than just linking back or reinventing the wheel, we’re re-posting an updated version.

The law requires the employer to maintain certain terms and conditions of employment that were in place under the expired contract. These terms and conditions of employment include pay, benefits, staffing and scheduling practices and more. OHSU and AFSCME have been in this position before, including in 2019, and members have not noticed any significant change in their work lives. Below is additional information about specific areas you might be wondering about.

Compensation: Progression increases on your anniversary date will still go through. Extra hours worked will still be paid at the overtime rate. Swing-shift and graveyard workers will still receive their differentials. Holiday pay is still in effect. The only compensation matter affected is that there will be no across-the-board raises in July. The amount of these raises is being negotiated, and is one of the issues on which Local 328 and OHSU are still far apart.

Scheduling: Your approved time off is still valid. Your work schedule will stay the same. Open shifts will be bid on as usual. Overtime will be assigned in the same manner it was prior to the contract expiring.

Insurance: Absent a strike, health-insurance premiums will continue to be paid on the first of the month and our represented employees should experience no disruption in coverage.

Seniority: Seniority rights are still in effect. Departments should be following the same staffing and scheduling practices they were while our contract was in place.

Grievances: In 2019 and 2022, Local 328 and OHSU had an agreement to extend the grievance procedure from our expired contract and reviewed this specific extension on a weekly basis. It’s possible (and likely) that we’ll make a similar agreement this year; however, an extension of the grievance procedure is not required, so it could be suspended while we’re working without a contract. In that event, instead of grievances, our union would file unfair labor practices against the employer to formally resolve issues.

Job Bidding: The job-bid process will still apply.

If you have additional questions, feel free to ask them in the comments below or contact the AFSCME Member Services Center..

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