Tentative Agreement Reached
At 5:15 AM this morning, after bargaining since 9 AM yesterday morning, our bargaining team reached a tentative agreement with OHSU.
There will be a more detailed post up as soon as possible once our team has gotten some sleep, but the basic details are below.
Please hold your questions until a more detailed version is available. This post is our team’s last task before they go home to get some rest. More will be shared as soon as possible.
8.1 – Across the Board Increases
First year wage increase greater of 4% or $1.25.
Year 2 – 3.25%.
Year 3 – 3%
Minimum wage will increase as follows – first full pay period after the following dates except for post-ratification:
Second full pay period after ratification: $20
7/1/26 $21
1/1/27 $22
7/1/27 $23
1/1/28 $24
6/15/28 (or final pay period of FY 2028) $25
MOU re One-Time Payment if no strike notice is issued:
0.5 - 1.0 FTE receive a $4,500 bonus
0.0 - 0.49 FTE receive a $2,250 bonus
Relief and flex employees who work over 0.5 FTE in a six month look back ending on the date of ratification will receive a $4,000 bonus.
Appendix X – Step and Grade Appendix
Same as OHSU 12/9 supposal with following changes
1-4 is 4%, 5-7 is 2.75%, 8-11 2%, 12-16 1%
Salary is 9% over hourly equivalent
7.5.1 – Lactation Periods (NEW) - Lactation periods paid time per 12/9 supposal
7.7 Double Back - Same as 12/9 supposal (not 1.5x paid for entire shift)
10.1 – Shift Differential
Increase minimum hourly rate for evening differential to $1.75/hour
Increase minimum hourly rate for night differential to $3.00/hour
10.2 – On Call Pay
Increase call pay to one hour of pay for every 5 hours of call and double time for work on a holiday due to call
10.2.1 (New)
Employees working more than 16 hours in a 24 hour period as a result of call will receive double pay for all work performed between 16 and 24 hours
10.12 – Preceptor
Increase to $1.25/hour (from $1.00/hour), and expand eligible positions as agreed
10.14 – Additional Need Incentive
ANI paid at the greater rate of $10/hour or 40%.
MOU re Legacy ANI Rates: Departments offering an ANI rate higher than forty percent (40%) as of the ratification date of this Agreement will continue that ANI rate. With ninety (90) days’ notice to employees and the Union, the Employer may reduce the legacy ANI rate to no lower than forty percent (40%).
Relief/Flex eligible after 32 hours worked per pay period (not counting where curtailed/canceled)
10.X – Staffing Stabilization/MOU X - language accepted, but no differential
11.1 – Recognized Holidays
Current holidays (not including Indigenous People’s Day)
11.2. – Holiday Compensation
Relief/Flex receive 6 hours for work on a holiday
11.3 – Work on a holiday CCL
12.1 – Accrual of Vacation Time CCL
13.1 – Sick Leave
Flex staff accrue at same rate as regular (but have existing cap)
15.3 – Insurance Coverage and EBC
Addition of National Plan with Tier 1 benefits available to employees outside of Oregon and SW Washington
In addition, by June 1, 2026 OHSU will convert 100 clinics in Oregon outside of Multnomah, Washington, and Clackamas Counties and a hospital in Lane County to Tier 1 under the PPO plan.
19.1.1 – Order of Curtailment/Cancellation
Curtailment/cancellation of temporary workers regardless of contract
Appendix A – Salaried Employees/MOU re Appendix A
CCL on vacation
OHSU cannot unilaterally change status with notice
No one-time switch from salaried to hourly
Seniority based on FTE and SPES or other similar salaried shift incentives
Guarantee that salaried employees will receive meal and rest breaks
MOU re ITG and Call
Unless agreed otherwise in a consensus agreement, salaried ITG employees will not be placed on call for more than ten (10) days per month.
If a salaried ITG employee is activated to work on call and would receive less than 10 hours off, the Employer will allow the employee to commence their next shift at a later start time equivalent to the hours worked overnight, or another period mutually agreed between employee and employer.
MOU re Salaried Pharmacists
Eligible for ANI per 10.14, offered at least one week prior to mandatory OT
Double-back under revised 7.7 applies
Career Ladder
Within one year, Pharmacy will create a career ladder for Pharmacists, consisting of the following classifications:
a. Core Pharmacist;
b. Advanced Specialty Pharmacist;
c. Credentialing and Privileging Pharmacist.
OHSU’s Compensation Department and Labor Relations will implement these new roles through the process under Section 21.2.1.
SPES to be codified, after ratification will be recalculated then additionally increased by 4%, then recalculated every year on the second full pay period of the fiscal year. If the calculation results in a lower SPES, the previous year’s calculation will be honored.
Mandatory OT capped at 60 hours per quarter
In the rare event that an employee is required to work more than sixteen (16) consecutive hours within a twenty-four (24) hour period, work performed beyond the consecutive sixteen (16) hours will be paid at two (2) times SPES rate
Accrue vacation and sick for SPES shifts beyond FTE up to 1.0
Reject remainder of MOU
Appendix B – Flex Staff Employment
Six months after effective date, Flex Staff will receive a 20% differential. Flex Staff currently receiving a higher differential would continue to receive their existing differential until Step and Grade in effect.
Appendix C – Guarantees of continued access to pregnancy ending and gender affirming care with full union control of opening negotiations
MOU 28 – Well-being Leave
Increase well-being leave to 24 hours for a 1.0 FTE
MOU 29 – Task Force re Advanced Professional Certification Differential Pay (New)
CCL (no language)
MOU X – Social Work Council
AFSCME language from 12/16 morning proposal
MOU X - Social Worker Career Ladder
OHSU will work with Social Worker Council and one AFSCME staff to create a social worker career ladder for presentation to MBWC within one year from ratification. The career ladder will be implemented upon approval of MBWC, but no later than implementation of step and grade.