2025-2027 AFSCME and SEIU Central Table Bargaining Updates

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The Parties met in person on March 20, 2025 and passed their initial economic proposals.

Management Proposals

Employer Package Proposal A

Article 4—Term of Agreement

• Modifies the effective dates of the term of the contract to reflect 2025-2027 and updated the reopener language to 2026.

Article 26—Differential Pay

• Proposal passed March 12, 2025. Included in the economic package anticipating any future differentials that may be proposed and agreed to as part of the complete economic package.

Article 27—Salary Increase

• 2.3% COLA effective Dec. 1, 2025.
• 3% COLA effective Dec. 1, 2026.
• To be determined on Salary Selective increases, including new salary selective implementation language.

Article 29—Salary Administration

• Proposal passed March 12, 2025. Included in economic package based on the inclusion and cost associated with annual step increases in the salary pot for employees who are not at the top of the salary range in their classification.

Article 31—Insurance

• Status quo on health insurance premium shares. Updated applicable plan year references.

LOA 27.00-19-364—PERS Pickup Transition

• Continue LOA

LOA 31.00-13-248—PEBB Advisory Committee

• Continue LOA with revised sunset dates

LOA 31.00-13-252—PEBB Projected Funding Composite Rate and COLA

• Continue LOA

LOA 27.00-23.464—Salary and Benefit Report

• Continue LOA

New LOA—Structural Changes to Pay Practices

• On or before July 1, 2027, the State will implement the following structural changes to the State's pay practices:
• The State will pay employees in arrears (rather than forecasting hours) by utilizing a lag period.
• The State will pay overtime-eligible employees on an hourly basis rather than a monthly salary.
• The State will transition to bi-weekly pay periods.
• Throughout 2025-2027 negotiations, the State will update Appendix A (TBD) to reflect any known calculations, deduction frequency on a bi-weekly schedule, prorations for leave accruals, etc.
• Agreement that the current Workday configuration complies with the 2025-2027 collective bargaining agreement for the duration of the agreement.
• During the term of the 2025-2027 contract, a joint labor-management committee will be established to discuss and agree on modifications in areas of the collective bargaining agreement where the agreed upon structural changes are applied such as: pay dates, pay frequency, references to monthly salary versus hourly pay, deductions, leave accruals, holiday proration, union dues, PEBB contributions, etc. This list is not exhaustive and may be expanded as the contract is reviewed by the joint labor management committee in preparation of implementing the structural changes.  Proposal outlines committee make-up, frequency of meetings, and paid status for members of the committee.
• Proposal includes references to attachments: Appendix A—(TBD) and Structural Changes To Pay Practices Overview document.

New LOA—Transition to Bi-Weekly Pay

• One-time payment of $500 will be issued to eligible employees to assist with the transition to bi-weekly pay periods. The one-time payment will be pro-rated for part-time and seasonal employees based on the FTE in the system.
• Eligible employees will receive the one-time payment on the first (1^st) paycheck issued on a bi-weekly basis, unless the first (1^st) paycheck issued on a bi-weekly basis occurs after July 1, 2027.  If the first (1^st) paycheck issued on a bi-weekly basis occurs after July 1, 2027, the one-time payment will be issued on the last monthly paycheck in the 2025-2027 biennium.
• The Parties will negotiate any additional specific eligibility requirements, to be included in the tentative agreement.

Union Proposals

Article 4—Term of Agreement

• Modifies the effective dates of the term of the contract to reflect 2025-2027 and updated the reopener language to 2026.

Article 27—Salary Increase

• 8% COLA effective July 1, 2025
• COLA based on CPIW +5%, but no less than 5%, effective July 1, 2026
• Adds two steps to the top of the existing SEIU salary ranges
• Removes steps 1 and 2 if they exist in the SEIU salary ranges. Employees who are currently on steps 1 or 2 will be moved to step 3 of their current salary range on July 1, 2025.
  
• Employees topped out for 2 or more years on June 30, 2025 will be moved on step to the next step in the salary range on July 1, 2025.
• Employees who have been topped out for 2 years or more years and who have worked for the State for 10 plus years on June 30, 2025 will be moved up two steps on July 1, 2025.

Article 31—Insurance

• For Plan Years 2026 and 2027, where an employee has an opportunity to choose between two medical plans and the employee enrolls in the least expensive PEBB medical plan available to them, the Employer will contribute one hundred percent (100%) of the monthly premium rate as determined by PEBB. 
• Where an employee has an opportunity to choose between more than two medical plans, the Employer will contribute one hundred percent (100%) of the premium rate as determined by PEBB of all but the most expensive plan.   The Employer will pay ninety-five percent (95%) and the employee will pay five percent (5%) of the monthly premium rate as determined by PEBB of the most expensive plan. 

• All medical plans provided by the Employer will have coverage for gender-affirming care.

Article 32—Overtime

• Clarifies interview leave and accrued leave used for purposes of interviewing for another state position pursuant to Article 45 is excluded from being counted as time worked for overtime calculations.

Article 55—Personal Leave Days

• Modifies language to grant 32 hours of personal leave with pay to all full time employees each fiscal year (previously 24 hours).
• Employees who work fully-in person would be granted an additional 8 hours of personal leave each fiscal year.
• Modifies language for part-time, seasonal and job share employees to reflect leave would be granted for either circumstance in a pro-rated amount based on current criteria.

Article 56—Sick Leave

• Adds language where employees shall not be expected to perform any work duties while they are utilizing sick leave.
• Removes hardship donation request criteria requiring a written statement certifying the illness or injury, including medical appointments for treatment of the illness or injury, will continue for at least 15 days following the donee's projected exhausting of the accumulated leave and the requirement that the total leave is at least 30 consecutive calendar days of absence in combination of paid and unpaid leave.
• Allows for donated leave to be used intermittently for the same event without the criteria removed above.
• The proposed replacement criteria is for the employee to have exhausted all accumulated leaves prior to requesting hardship leave donations.

Article 58—Holidays

• Adds Transgender Day of Visibility on March 31 and Indigenous People's Day on the second Monday in October to the list of recognized and paid holidays.

Article 66—Vacation Leave

• Increases the vacation accrual rate at each length of state service increment to match management service accruals for parity.
• New language allows employees who have a vacation balance of 200 hours or more to cash out and receive payment for up to 40 hours of vacation once per quarter.

New LOA—Finalization Process

• New LOA requires the Union and Employer to commit to completing the finalization process of the collective bargaining agreement within 90 days of ratification.
  

BARGAINING SESSION DOCUMENTS (Exhibits)

The next scheduled bargaining date is on April 9, 2025 in person.  This session is the agreed upon cutoff extension to pass any initial proposals.​​

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The Parties met in person on March 12, 2025 and passed the following proposals:

Management Proposals

Article 26—Differential Pay

• Modifies shift differential eligibility. All employees will receive shift differential during the hours/days outlined in CBA, regardless of voluntary or required by the Agency.
• Removed two Agency specific lead worker differential sections.
• Added language to clarify when work-of-classification (WOC) is appropriate.
• Internal Assessments will be conducted to determine WOC differential.
• Housekeeping changes to WOC pending reclassification differential.
• New underfill differential language for new hires and current employees.
• Added language to clarify when workers receive essential worker pay on closures and curtailments.

Article 29—Salary Administration

• Modified language throughout article to conduct an internal assessment to determine salary placement for a variety of employee moves such as salary on promotion, demotion, return for layoff, etc.

Article 81—Reclassification Upward, Reclassification Downward, and Reallocation

• Added language to clarify the appropriate appeal or grievance avenue employees should take when they believe they are performing temporary work at a higher lever or performing work included in an official position description at a higher level.
• Housekeeping changes
• Clarified lump sum payment language for any compensation that may be owed to an employee when a reclassification request determines it is higher level work, but the reclassification is not approved by the legislature, or the duties are removed.
• Added language allowing the effective date of a reclassification to be moved to avoid an overpayment.

LOA—Equal Pay Adjustments

• Housekeeping changes
• Removed language requiring internal assessments on reemployment. Now addressed in Article 29.
• Removed year specific references for statewide equal pay analysis. 
• Modified language to indicate the effective date for pay adjustments based on the statewide equal pay analysis results will be identified and communicated when the statewide equal pay analysis begins. ​
  
  

Union Proposals

Article 13—Contracting Out

• Added language requiring an Agency to consider employees on recall/layoff lists as part of the personnel that may be available to perform the services being procured through a contract.

Article 29 and 29T—Salary Administration

• Adds language requiring the Employer to be responsible for demonstrable costs incurred by an employee for any late or incorrect payments where the employee properly and timely submitted their time.
• Underpayment payments must be made within 3 business days of when the underpayment was reported by the employee or discovered by the Employer.
• If an underpayment is more than $50, the employee will receive a penalty payment of $20 per day starting the day the employee or Employer discovered the underpayment and ending on the day the employee receives the full amount of the underpayment.
• Late fees can only match and not exceed the gross amount of the underpayment and would be considered fee payments—not wage or salary.
• All other underpayment adjustments would be made on the next regular paycheck.
• Modifies recoupment of overpayment language to limit use of the payroll deduction process to a maximum period of 90 days.
• Modifies language to allow overpayment repayment options for all causes of overpayments over $50.

Article 59—Election Days

• Modifies language requiring an Agency to grant an employee their preference of leave or leave without pay to vote or cure their ballot during state and federal elections.

Article 70—Layoff

• Added employee retraining programs to list of considerations of alternatives to layoff
• Added language requiring employee retraining to be provided to employee who are subject to the layoff process when the layoff impacts at least 5 bargaining unit employees or 2$ (whichever is smaller) of the bargaining unit within a single agency.
• Adds language requiring a workload evaluation to be done when a layoff occurs to determine the impact on workload of current employees, including a plan for how the work will be distributed among the current employees. The plan would be shared with the impacted employees and the union.

Article 123—Inclement Weather or Hazardous Conditions

• Modifies language to make DAS the only decision maker for closures and curtailments based on established criteria that would be reviewed annually with the union.
• Adds language that employees cannot be assigned to an alternate worksite that would require them to drive through inclement weather.
• Adds language prohibiting an Agency from requiring an employee to work remotely during inclement weather if they don't have a current remote work agreement in place.
• Eliminates the 40-hour inclement weather leave cap
• Inclement weather leave would count as hours worked for overtime calculations.
• Modifies definition of essential employee. For purposes of this article, essential employees are those who cannot perform their core job duties from a remote work location and whose work location remains operation and accessible to them.
• Adds language that essential employees who are not required to report to work during a closure or curtailment may access inclement weather/hazardous conditions leave.

Article 138—Working Remotely

• Modifies language on remote work requests. Removes language outlining criteria used by supervisor to ensure the position is suitable for work and meets the agency's business and operational needs, as well as those of the agency's customers and the employee.  Replaces with language requiring supervisor to conduct a specific assessment of an individual employee's unique job duties and circumstances.
• Adds language requiring a meeting between the supervisor, employee and steward (upon request) if remote work is rescinded.
• Adds language prohibiting an Agency from requiring an employee to work remotely during inclement weather if they don't have a current remote work agreement in place.
• Modifies language to allow Working Remotely grievances to proceed to arbitration instead of only proceeding through Step 3—DAS Labor Relations Unit.​
  

NEW LOA—Artificial Intelligence (AI) in the Workplace

• LOA defines AI
• Outlines the employee usage and protections for AI systems
• Outlines the Employers usage of AI in the workplace
• Outlines union rights to information on AI systems​
  

NEW LOA—Central Workplace Designation

• Adds language on workplace location for fully remote work employees.  Would require a designated central workplace to be assigned that is the closest reporting location available to the Agency (by road miles) to their remote work location.
  

BARGAINING SESSION DOCUMENTS (Exhibits)

 Our next bargaining session will be held in-person on March 20, 2025 at the SEIU Headquarters Building.​​

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The Parties met in person on February 27, 2025.  Both parties gave an opening statement outlining their priorities for negotiations.

SEIU Priorities

• Economic Justice
• Workload & Safety
• 21^st Century Workplace
• Union Power​
  

Management Priority

• Pay practice changes, including transitioning to bi-weekly pay, paying overtime eligible employees on an hourly basis and elimination forecasting by utilizing a lag period.
  

The Parties passed the following proposals:

Management Proposals

Article 1—Parties to the Agreement

• Revised proposal with additional housekeeping changes.

Article 2—Recognition

• Revised proposal with additional housekeeping changes.

Article 45—Filling of Vacancies

• Added language to allow SEIU represented temporary employees currently employed with the state to be treated as internal candidates for job postings they apply for within their Agency or other state agencies.

Article 64—Pre-retirement Counseling Leave

• Changed to “planning" leave to align with intent of the leave.
• Added clarifying language that leave is available upon hire for use throughout the employee's employment with the State.
• Modified leave request and approval language to add clarity and eliminate requirement for management to offer three alternate dates.

Article 121—Education, Training and Development

• Deleted Article—OSHA training referenced in Article no longer exists.  Similar training is already required by all state employees within the first 30 days of employment.​
  
  

Union Proposals

Article 10—Union Rights

• Added language requiring employees who work in person to receive their new employee orientation in person on a day that they are scheduled to work in person.
• Added language allowing a Union representative to have 30 minutes to share union information as part of an employee's onboarding.
• Added language allowing a Union representative to meet with the employee after they achieve regular status.
• Added language granting sublocal officers 12 hours of paid time off per calendar year to attend sublocal officer business.
• Modifications to report data provided to the union.

Article 14—Negotiations Procedures

• Added two additional bargaining delegates to the Central Table to participate in central table bargaining on paid time.
• Added language requiring the Employer to allow bargaining delegates to temporarily modify their schedules to accommodate bargaining sessions.

Article 19—Personnel Records

• Revised language to provide an employee's personnel file to them within 5 days of their request in an electronic format unless the employee request to see the physical file.
• Added “coaching" to list of materials that are retained for a maximum of 3 years.
• Added language limiting record visibility of supervisory file to the employee, the employee's supervisor and appropriate HR employees. Supervisory file cannot be shared without the employee's consent.

Article 20—Investigations, Discipline and Discharge

• Added language requiring notice to employee and steward of record if a disciplinary decision will be delivered in person.  Allows steward to be present during the in-person meeting.

Article 21—Grievance and Arbitration Procedure

• Added language modifying the timeline to file contract enforcement grievances when a steward makes an information request.  Grievance timeline starts when the information request is fulfilled.

Article 51—Limited Duration Appointment

• Provides layoff rights to non-workload limited duration employees at 17 months instead of two years.

Article 81—Reclassification Upward, Reclassification Downward and Reallocation

• Requires prior notice to the employee and union when a supervisor is submitting a reclassification request for an employee.

Article 106—Labor Management Committees

• Added language to allow union LMC members to meet for 30 minutes on paid time prior to the joint LMC meeting.

Article 132—Criminal Records Check

• Added language requiring Agencies to develop standard metrics to determine fitness for a position. Metrics would be shared with employees and applicants for the positions requiring criminal background checks.
• Added language requiring an Agency to continue an employee on paid status when appealing their fitness determination. Paid status would continue through the appeals process.

Sub-Committee Proposal

• Creates a sub-committee of current bargaining delegates tasked with updating the Official Grievance Form and Request for Information Form.

LOA—Salary and Benefit Report

• Added language requiring a representative of DAS Classification and Compensation and a representative from the union to meet prior to the commencement of work on the Salary and Benefit report to reach joint agreement on the methodology that will be used.

New LOA—Wage Parity

• Requires the Employer to identify all classifications that exist within SEIU and management service and pay all employees in the same classifications the same base salary.
• New salaries would be effective July 1, 2025.  If new salaries are not implemented by June 30, 2026, impacted employees would receive a $20 per day penalty payment until the salary change is made.
• The new process will not result in a lower salary for any bargaining unit employees.​
  

​BARGAINING SESSION DOCUMENTS (Exhibits)

Our next bargaining session will be held in-person on March 12, 2025 at the SEIU Headquarters Building.​

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The State of Oregon has entered successor bargaining with the Service Employees International Union, Local 503, OPEU (SEIU).

Negotiations officially began on December 4, 2024; however, this was our first bargaining session. The parties met virtually, and management passed a few initial proposals.

Management Proposals

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Article 1—Parties to the Agreement

• This was a placeholder proposal to indicate housekeeping changes are needed to update the list of SEIU represented agencies that are parties to the Agreement.  Management will be updating the agencies and will have pass the updated proposal at our next bargaining session.

Article 2—Recognition

• Placeholder proposal to indicate housekeeping changes are needed to update the list of SEIU represented agencies that are covered in the Agreement.  Updates may also be needed for the list of articles that apply to temporary employees in Section 5.
• Includes a clarification that retired state employees working in temporary appointments are excluded from being represented by SEIU.
• Includes a housekeeping change to the list of excluded workers by replacing 'prisoners' with 'adults/youth in custody'.

Article 19—Personnel Records

• Modified language regarding employee requests to inspect their official employee personnel file and supervisory working file.  If the official personnel file or supervisory working file are stored at a different location, the Agency may, at its discretion, allow the employee to view the file at a location determined by the agency, provide an electronic copy, of deliver a copy of the file to the employee for review.  Changed timeframe from 5 days to 5 business days.
• Changed the timeframe for an extension to view the supervisory working file if it isn't available due to the absence of a supervisor from 10 days to 10 business days.
• Removed reference to performance evaluations in Section 5. Removed reference to Article 85—Position Descriptions and Performance Evaluation (outdated title and reference is no longer applicable)​
  

BARGAINING SESSION DOCUMENTS (Exhibits)

Our next bargaining session will be held in-person on February 26, 2025 at the SEIU Headquarters Building.​