2025-2027 Local Table Bargaining Summary

Oregon AFSCME Local 3295 Bargaining Summary 2025-2027

(please see separate document for Central Table overview)

ARTICLE SUMMARY

  • A55 Discipline and Discharge: Added language that disciplinary documents will be sent to the union electronically. 

  • A43 Leave of Absence With Pay: For the existing language that makes an employee whole when on worker’s compensation after a work related physical assault, employees who qualify are now to automatically receive the supplemental pay for up to 150 days (was 30 days with a process to apply to extend that duration at the agency director’s discretion). 

  • A40 Sick Leave: New language added in which employees may request sick leave without pay when they have exhausted all of their earned sick leave.

  • A20 Differentials: the night shift differential was increased to $10.00 per hour (was $5.00); updated unit lead language to include lead designated tasks per policy/procedure; retained unit leads status quo instead of designating nurses to fulfil duties when they are not a lead; increases the preceptor differential to 5% (was 2.5%); added RNs to the leadwork differential language and moved it into its own leadwork section. 

  • A63 Nurse Practitioners: Increased the annual medical education allowance to $3000 (was $2000).

  • A45 Leave Administration: Instead of employees needing to elect to carry over up to 60 hours compensatory time on November 1 of each year, compensatory time exceeding 60 hours will now be cashed out. You may also request a payout of the remaining 60 hours or apply it to the annual accrual for the following year.

New Letter of Agreements (LOAs)

  • Residency Program Workgroup: Establishes a joint labor-management workgroup to conduct a feasibility study to pilot a Mental Health Registered Nurse Residency Program at OSH. The workgroup will start meeting this fall!

  • PICU Unit: In an effort to stabilize staffing on the PICU unit, employees regularly scheduled to work on the PICU unit will receive a differential (NEW) of $3.10 for all regular and overtime hours worked on the unit.

  • 12 hour Shift Pilot: New LOA establishing a pilot for 12 hour shifts. This is to be rolled out to the Harbors Light house stack, includes self-scheduling, an opportunity to opt out, and additional differentials ($5.82 for night shift and an additional $10 per hour for those who self-schedule on a weekend day creating back-to-back Saturday and Sunday shifts and work 24 hours that weekend, but is not normally scheduled to work both days). For the success and implementation of this pilot, both AFSCME and SEIU have to agree to move to a 12-hour schedule. 

  • Americans With Disabilities Act (ADA) Accommodations: New LOA that provides a timeline for when accommodation requests will be acknowledged and responded to and that employees may request to have support. If an accommodation is denied, the employee will receive a written response. If timelines are not followed, employees may utilize the grievance procedure.

  • A10 Union Privileges and Limitations: New LOA allowing the union president to flex time to complete on-site union business.

  • Diversity, Equity and Inclusion: New LOA - the agency may implement OSH specific ERGs, and employees may participate in ERGs that are available. The union and agency will discuss DEI training opportunities at the Labor Management Committee.

Letter of Agreements That Were Ended

  • Article 16 - Salary Study - This work has been completed.

  • Leadworker – Admission Triage RNs and the Code Blue team - Added RN leadwork language (Article 20), that can be used more universally. 

Letter of Agreements That Were Incorporated into the Full Contract

  • Union Representation On Hiring Panels: Incorporated into Article 23.

Letter of Agreements That Were Continued

  • Critical Need and Shift Incentive: Continued with amendments; differential increased to $20 per hour (was $15 per hour); Critical Need shifts are now defined as hard to fill shifts on day, swing or night shift that an employee works as an extra shift; Shift Incentive shifts are weekend shifts worked as an extra shift; to be eligible for any CNI or SI shift the employee must work all regular shifts (unless prescheduled time off) in the 7 days preceding the CNI/SI shift to be worked.

  • Video Monitoring

  • Overtime Selection

Note: This summary reviews the highlights of bargaining. For more specific details, please feel free to reach out to any bargaining team member:

  • Your Local Bargaining Team