L88 Bargaining Goals

	A	B	C
1	Goal Statements	How we’re proposing to do it	Survey category

2	Cost of Living Adjustments: Cost of Living Adjustments for all years of a contract that accurately adjust for increases in the cost of living.	Increase the current CPI-W formula from minimum of 1% and max of 4% to a minimum of 2% and a maximum of 8% year one equals a 7.9% COLA Modify COLA formula to reflect change from January 2021 to January 2022 at least for July 1, 2022 COLA.	Wage subjects
3	Increasing the County’s contribution to retirement: In 2019, the legislature made changes to PERS that reduced employees contributions to their PERS benefits (specifically IAP). This hurt all members but especially those further away from retirement.	Creation of a VEBA, 457 account similar to other bargaining units with an employer contribution of 1%	Wage subjects
4	Increasing the County minimum wage from $15/hour: The current minimum wage was set back in 2014 and increased to its current rate in 2016. At that time $15/hour was popularly designated as an important benchmark. 6 years have now passed and expenses for lower wage workers have only increased.	Increase County minimum wage to $22/hour gradually in each year of contract: year 1 - $20/hour, year 2 - $21/hour, year 3 - $22/hour Index $22 to COLAs in future years.	Wage subjects
5	Improving our contract language to address wage equity issues: There are areas in our contract in Articles 14 & 15 that should be improved to encourage pay equity after reclassifications, promotions, and demotions.	Modify reclassification language so that wage rate changes are retro to the date they began performing the duties of the higher class (remove limitation of 6 months retro.) Bilingual and/or cultural KSA premium will be calculated as part of the employee’s base rate of pay when they take a promotion. If an employee takes a demotion to a lower paid classification, their step anniversary will not change. New contract language restricting management from communicating to promoting employees that the union contract precludes them from being paid at a higher rate in the classification.	Wage subjects
6	Training Pay Premium: Compensate employees directed to train other staff. This would not apply for employees in job classifications, where training staff is a base requirement,	Propose a premium of 10% equal to a proposal for lead worker pay for workers assign to provide training or mentoring to recent hires, employees who have recently transferred to a new assignment or are asked to gain additional knowledge, learn new skills, or enhance their abilities.	Wage subjects
7	Increasing Lead Pay to a minimum 10%	Increase minimum lead pay rate to 10%	Wage subjects
8	Improving Contract Language on Bilingual/Cultural KSA Premiums: Pay equity for employees that have language/cultural competency skills.	The employee self identifies as bilingual - do this in writing directed to the supervisor The employee requests a fluency test (if required by employer) If the employee is not a native speaker Notify employer that they are using the language on a routine basis to conduct county business Once the employee has asserted it’s management burden to prove that the employee’s claim is wrong. If this request is denied then the union can appeal through the grievance process	Wage subjects
9	Jail-side Premium: Currently nurses, doctors, dentists and certain managers receive a corrections premium between 5-10%. For sake of equity we think that a similar premium should apply to Local 88 general unit members who are in lower paid classifications.	Premium pay of 10% for workers directed to work jailside in a corrections setting. This would not apply to employees in job classifications that are exclusive to corrections. This differential would apply to Corrections Counselors, Corrections Techs, Medication Aides, Mental Health Consultants, and many other employees that work jail-side.	Wage subjects
10	Weekend differential: Compensating employees for disruptions to their personal lives resulting from working on a weekend (similar to shift differentials)	$1.50 premium for any shifts that start after 7:00PM on Friday but before 7:00PM on Sunday.	Wage subjects
11	Revise Carpenters pay scale	Move from 8 steps to two steps to align with other trades	Wage subjects
12	Market Adjustment for ASA classification: Reduce disruption potentially coming from Library staffing redesign	Negotiate a market rate adjustment for ASA classification as close as possible to Clerk salary range	Wage subjects
13	Premium Pay Assignments for Medical Assistants: Pay equity for employees assigned to more difficult work in another assignment	6% premium pay for Lab, In-Basket Support, and School Based MA assignments based on the complexity and difficulty of assignments.	Wage subjects
14	Vacation Accrual - equality with management benefits on vacation accrual and cap	Increase vacation accruals and caps to employees.	Leave Benefits
15	Immigrant & Emergency Leave	2 weeks to eventually up to 6 weeks of Emergency Leave for personal. See Proposal. May also use this leave for purposes related to Immigration/ Citizenship Leave in Article 10.	Leave Benefits
16	OFLA/FMLA Leave & Sick Leave -Increase access to part-time employees by counting leave hours toward hours worked for eligibility. Protecting current parental leave benefit, anticipate needs under paid family medical leave laws	Use of paid leave qualifies for eligibility for OFLA/FMLA Other banked leave can be used to supplement this state benefit Memorializing current Parental leave benefit in CBA Employees may accrue above vacation cap and comp time caps for anticipated OFLA/FMLA qualifying circumstances. Accrual above cap has to be used within one year. Management may not discipline an employee for use of sick leave for sick child purposes regardless of an employee’s eligibility for OFLA. Sick Leave accrued on all hours worked	Leave Benefits
17	Trauma Leave	One Week of paid leave for trauma Trauma defined in terms of traumatic events or cumulative experiences (at work or otherwise) that impact one's person or community. Additional week of unpaid leave available based on circumstances and management discretion	Leave Benefits
18	Sabbatical/Unpaid Leave	Change unpaid leave language in Article 10 to presumption of granting leave unless impossible.	Leave Benefits
19	Indigenous Peoples’ Day	Add as a County holiday	Holidays
20	Addm H. Drug & Alcohol:	Minimize the harms concomitant with drug prohibition, as it affects individuals and communities, especially poor people and people of color. Minimize the intrusion into the privacy of workers while maintaining standards of workplace safety. Bring the standards and procedures into line with contemporary local law, public attitudes, scientific developments, and standards of care for treatment and recovery. Shift from a punitive model to a health-based model, emphasizing support for treatment and recovery.	Management Accountability
21	360 degree review: Communication and feedback should go both ways. Workers should have method for providing feedback to their manager that attempts to maintain confidentiality and will be actually reviewed by the manager	Workers will have an opportunity to participate in a 360 degree review of their manager once per year. Their superior will review those results with that manager once in conjunction with their PPR	Management Accountability
22	Letters of Expectation (Non-disciplinary Notice Requirements) These documents should not be a shortcut for supervision or an end run around just cause requirement. They also shouldn’t be used in-lieu of verbal coaching when appropriate.	Verbal counseling or notice should generally be provided first. Statements in these notices should identify specific alleged fact not just summary conclusions These notices should also be rehabilitative rather than punitive - specifically identification of what the expectation is and how reaching those expectations will be measured. There should be a response or summative discussion with the worker typically no later than 6 months out to identify whether these expectations are being met. In the event that there are future events that may warrant discipline, these documents can only be used for the purpose of establishing notice as a requirement for discipline for just cause, for up to 2 years. Will not be used to block internal transfers or for screening candidates for other jobs.	Management Accountability
23	Initial Trial Service Period: New employees in Multnomah County serve a longer than industry standard trial service period. By the County’s own data Black/African American workers don’t pass their trial service at a much higher rate than other workers. This causes a significant obstacle in retaining a diverse workforce.	Reduce initial trial service from 1 year down to 6 months. All time spent in an LDA is credited towards an employee’s initial trial service.	Management Accountability
24	Equity and Inclusion in the hiring process. Increase accountabilityccountability regarding hiring a transfer decision by requiring documenting explanation of controversial hiring decisions	If a hiring manager makes a hiring decision that is contrary to the recommendation of the hiring panel, the hiring manager has to explain in writing why they didn’t accept the recommendation of the hiring panel and why they are hiring another candidate. This document will be included with interview notes and be retained in accordance with the County’s document retention requirements/schedule.	Management Accountability
25	Part-time Employee Benefits	Includes insurance premium reimbursements* Improve holiday leave - part-time leave based on hours worked in the previous quarter. If you work on a holiday you get leave ¾ time retiree medical insurance level	Part-time benefits
26	Temporary/On-call Employees - Reduce disputes with recognition agreement and cover a broader group of employees. Improve benefits and compensation for employees. Create stronger protections against unreasonable discipline and discharge.	Simplify recognition agreement to eliminate exclusions. Offer the same holidays as all other employees. Also if work is canceled because of a holiday, the worker should still receive their pay for those shifts. Buy-in for insurance benefits 520 hour threshold for Limited Duration appointments Improvements in the discipline process Same pay premiums as regular employees for OT/and on-call duty HOP pass	Temp/ On-call issues
27	Non-discrimination clause	Move Non-discrimination clause Sections I-III to a stand alone article. Reference to Trauma Leave. Suggestions	Non-Discrimination Clause
28	Loss or Personal Property	The County shall make employees whole for any damage suffered to their personal vehicles at a disaster relief or cooling/warming shelters.	Miscellaneous
29	Overpayment/ Underpayment Issues - minimize the negative impact Workday and the County’s implementation of Workday on workers paycheck security	Adoption of strict timelines and procedures around recovering overpayments Necessary documentation of overpayments Employee must provide authorization prior to any deduction.	Workday & Overpayments
30	Essential Employee Issues - Reducing the impact and disruption to employees lives as it relates to essential employee status	The October 16 deadline for the essential employee list is firm and no changes will be allowed. All units that have a minimum staffing requirement will post those minimum staffing requirements. Employees eligible for lodging and meal allowance or reimbursement. Contract Language that requires the County to comprehensively engage with our Union on developing a plan around working conditions and pay in the event of a natural disaster, pandemic or other emergency.	Workload, staffing, & work place safety
31	Safe & Healthy Work Environment - Creating contract language that gives us additional leverage as we advocate for health and safety issues.	County has affirmative responsibility to provide safe working conditions When employee identifies a working conditions that jeopardizes safety, the County has an obligation to remediate Employees have a right to decline work in an unsafe environment when they have notified management Management will staff operations at a safe level including but not limited to allowing partners on jobs	Workload, staffing, & work place safety
32	Under Staffing - Shifting short/ understaffing problems back to management.	When there is a vacancy in the work unit or a reduction in force (FTE), the remaining employees shall not be required to to perform that work. (Art. 22) If management seeks to assign this work to other employees it must seek volunteers. Management must either offer additional hours commensurate to the workload assigned OR remove an equivalent amount of work from the employees current assignment. Mandatory OT paid at double time rate.	Workload, staffing, & work place safety
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