The parties met on 8 and 9 July in Corvallis to continue negotiations. The parties have tentatively agreed to make amendments to Article 38 (voluntary retrogradation) on the salary in the event of voluntary demotion, which is governed by Article 22, Section 5 (Wage Management). The parties then exchanged proposals for Article 16 (personal files), Article 49 (seasonal and intermittent workers) and Article 54 (position descriptions and performance evaluations). In section 16, universities attempted to clarify what they saw as inconsistent language in two distinct sections. After further discussions around the table, the universities understood the Union`s intention to follow the application of the two sections and abandoned their language of clarification. Universities have proposed to eliminate the requirement that two managers must sign material that critically reflects an employee if the employee refuses to sign or cannot sign, but suggested that the notice of document that (refused to sign or not available) and then sent to staff by mail and certified peredespere must be attached to the material before being included in the personal file. In article 49, universities seek a language that takes away the flexibility to remove seasonal and intermittent workers by considering it resigned if they do not respect the minimum number of hours made available by the department or if they do not show up for work for three days. The Union opposed this and invited universities to propose a new language. In Article 54, the EU endeavours to review with workers the after-sales surveys previously anonymized at least six months before the annual assessment. Universities evaluate this language. The parties met for two days on the Portland State University campus to begin negotiations on classified employees in 2019. On the first day of personal negotiations, each party made its opening statement.
The EU`s opening statement focused on three points: 1) the search for a contract that would improve the economic security of all its members by increasing wages and overall remuneration; 2) Greater flexibility in the workplace to improve academic sustainability and the reconciliation of the working and private lives of members; 3) improve EU access to workers represented in the workplace and in the reorientation of new workers. The opening statement of universities focused on: 1) increasing the cost of PER and PEBB benefits for public officials; 2) the disinvestment of the state in higher education over the past 30 years;, 3) the harsh economic reality that universities face when the governor`s recommended budget is adopted as it is; and 4) the need for universities and the EU to cooperate in order to increase state resources at the legislative level and to find common ground to reach a lasting agreement for universities, as it believes that access to higher education is affordable. You can see Brittany Williams, a member of SEIU 775 and a home care assistant, talking about this important work at the town hall with the president-elect. or find out more about the plan here: seiu503.org/…/biden-announces-caregiving-economy-p…/ The Union has proposed, among other things, the language referring to the prior notification of changes to on-campus parking rates, the addition of specific measures to the article on mutual respect and the fact that it is subject to the claim procedure when the university does not address the issue of mutual respect, and that a number of letters of agreement are either deleted or extended, based on the current use of these agreements by the parties. The agreement will begin in 2020. We have a commitment from the Governor and DHS to increase salaries to 0.77 $US per hour (5% of the new base salary of $15) to fund participation in OregonSaves.