October 24, 2021


Beyond law

SEIU503 Nearby | SEIU State Bargaining Crew Wins Tentative Agreement for Point out Personnel!

Published: July 19, 2021

This publish handles the new agreement agreement for State workers. 

We’re thrilled to share that as of July 16th, the agreement was settled with big victories for Condition employees! Scroll down for highlights and extra details. 

All over a world pandemic and wildfires that ravaged our condition, Point out employees upended their lives and sacrificed their particular basic safety to continue to keep Oregon secure and functioning. They have tested how critical they are again and again, and this year, we brought that battle to the bargaining table. When administration pushed again on concerns that had been vital to State employees, our members doubled down and demanded to be proven the respect that they should have.

At last, their challenging function has compensated off, and we received 5.6% value of residing raises around two cycles, hazard fork out, steps for each yrs of the agreement (that’s above a 9% wage boost for several personnel) , expanded telework options, advancements for essential employees and hazardous/inclement disorders go away! The victories we created in raises this 12 months, make the last two contract decades some of the most profitable in Condition worker history!

Bargaining Process 

✓ Survey customers to recognize important issues  

✓ Marketing campaign to stress management 

✓ Gain a “salary pot” by the Legislature’s spending budget system

✓ Settle a “Tentative Agreement”

UP Subsequent

✓ Ratify by a vote of all dues paying out members (you must be a member to vote) 

✓ Get our raises and member advantages

Membership Is Key 

In purchase to vote on your deal or get obtain to member benefits, you need to be a member of SEIU 503. You can sign up on line at any time, phone us at 1-844-503-SEIU (7348), or talk to a union steward in your worksite.

Contract Highlights

Browse the agreement facts.

Across-the-board Raises
State employees will see up to a 5.6% COLA. We locked in steps so personnel that are not topped out will see all those raises each and every year of the CBA. Here’s how that wage improve will work: You are going to acquire a 2.5% COLA effective December 1, 2021, and a 3.1% COLA in December 2022.

Management’s preliminary proposal was a two year agreement with a 2% increase in 2021, and a 1.85% elevate in 2022. Thanks to the historic victories that the Point out observed this legislative session, SEIU customers and our State Bargaining Workforce pressured administration to do proper by our users and set a greater deal on the table. Thanks to the member participation and the steps they took to aid bargaining, we received.

Actions the two yrs of the agreement!*

Remote Get the job done & Alternate Schedules
State workers have proven they can do their careers perfectly and effectively under the most trying of instances. The new agreement encourages working remotely wherever it is a viable alternative that gains staff and company Cannot be arbitrarily denied or rescinded Staff members will have access to inclement climate depart language if a utility outage prohibits working remotely Agency will present needed technological innovation products and workplace materials to employee doing work remotely. Workers will also be equipped to ask for any alternate agenda that is effective for them, and if sure criteria is fulfilled, the agenda will be permitted.

No boosts to wellness insurance top quality shares, and our union made positive no extra well being treatment charges had been pushed to users through prepare design, though also increasing access and affordability to fertility coverage and building innovations in health and fitness equity

COVID Hazard Spend
1-time payment for personnel with at least 12 weeks of required, non-telecommuting hrs amongst 3/8/20 and 6/30/21.

  • 480 – 1039 hours: $1050
  • 1040+ hrs: $1550

Management’s initial proposal which include no recognition of the pitfalls necessary employees took throughout the pandemic. 

Adds Juneteenth as a holiday, and expands use of “Special Day” to the complete calendar calendar year personnel necessary to be on-simply call on a vacation will acquire on-call pay back at the holiday price of pay.

Necessary Worker Differential
$1/hr for employees necessary to work in person when conditions exist that would normally allow employees to use inclement weather conditions/dangerous problems go away**

Inclement Climate/ Hazardous Ailments/Wildfire Protections
Enhancements to crucial staff and hazardous/inclement ailments depart Adds protections for unsafe air high quality Protections for personnel who shed obtain to their household thanks to all-natural catastrophe, and far more!

Positive aspects
In a yr in which healthcare has been on the head of each and every unique and relatives, we held the line and fought to sustain member added benefits as they are. Contemplating that the value of health care goes up by 7% each and every calendar year, retaining that reward in position is a significant victory.

For PERS, we held the line this yr and have been ready to maintain the status quo. As for PEBB, we pushed to hold prices beneath 3.4% for 2022 and are growing fertility coverage to consist of IVF and IUI processes at the minimal value shares our users benefit from on their options. As fertility protection is often not protected by overall health insurance policies designs, this is a huge gain for households, and these making an attempt to conceive.

Payroll Method Updates
Administration read from numerous of you about issues close to improvements to payroll processes, we shared those considerations at the bargaining table as very well. Finally, management recognized they can not transfer forward to discount any changes right until they have input from users. We’ve agreed to type a joint labor/management committee to investigate impacts of any likely changes to the payroll process. If management would like to shift ahead they would have to discount for all those modifications in our upcoming contract cycle.

ADA Accommodations
At employee’s request a steward may be existing at conference to discuss a worker’s ADA lodging request
Response because of 30 times right after all needed documentation obtained by management
Agency may perhaps notify worker of require for extension

*Staff who “topped out” will not acquire steps Personnel who grow to be “topped out” during the to start with 12 months of the agreement will not get a move in the 2nd calendar year of the deal.

**This differential will not utilize to workforce whose main occupation functions involve responding to inclement climate or hazardous disorders or who reside at their work web page.


Picture previously mentioned: The Point out Bargaining Group challenging at do the job!