Bargaining Updates

***This page will be routinely updated throughout the 2021 bargaining process***

7/27/21 Bargaining Update

Today your Union Bargaining Teams met with the Lane County Management bargaining team for our sixth bargaining session.  At our last session (six weeks ago on June 14th, ) we made a counter offer and expected Lane County to come to the table this morning with their counter proposal.  Instead of offering a counter,  they informed us “they didn’t know how to respond to our last proposal and were unsure of the direction we were going.” We rolled up our sleeves, prepared and presented another proposal to the County.    

GENERAL UNIT

In an effort to reach an agreement, the Union’s General Unit proposal today included concessions from our previous proposals that reduce the overall cost for Lane County.  These substantive changes include: 

Article 7, Section 9: We have removed our proposal that the County provide a free parking pass whenever three or more employees carpool at least 80% of the month.  

Article 9, Section 11:  We have removed a proposal that an employee who is required to be on-call or on standby during off-duty hours have the option to  “at the employee's option receive compensatory time.”

Article 10, Section 1: We have revised our salary grade adjustment proposal and reverted back to our original proposal sent on 3/31.  This was the proposal that the County already costed and is consistent with the results of our intensive member-led compensation study of comparable counties.

Article 10, Section 1: We have revised our Cost of Living Adjustment Proposal to reduce the cost incurred by the County.  Our new COLA proposal is 7/1/21 (2%), 1/1/22 (1%), 7/1/22 (2.5%), 7/1/23 (2.5%) . In the first year of our contract, we are pushing for 3% for our members!

Article 10, Section 7: To reduce the cost incurred by the County, we have revised our deferred compensation proposal to be effective 7/1/23.  

NURSES UNIT

In an effort to reach an agreement, the Union’s Nurses Unit went back to work and modified our  previous proposal.  It included some revisions including moving back the implementation of the deferred comp which reduced the overall cost for Lane County. We continue to push for reducing the number of steps to reach the top of the scale as well as adjusting mid level providers salaries.  Our efforts will hopefully allow us to recruit and retain valuable staff for our Community Health Centers.  

We have left in the proposal that the County address the critical staffing shortage and the health concerns it creates for our members. We continue to be vocal about allowing comp time in the Nurses Unit. 

We have removed the Comp/class adjustment that the county proposed to classes that we have no employee’s in. 

Our next bargaining session is scheduled for August 24th, which is more than 150 days since we began direct bargaining.  In accordance with the Public Employee Collective Bargaining Act, we may move to mediated bargaining at that time. We expect for mediated bargaining to be more productive and that the County’s bargaining team will be available to meet more frequently.  Please keep an eye out for upcoming opportunities to engage with County Leadership in the coming weeks to help us reach a fair contract.  

 

In solidarity, 

AFSCME Bargaining teams:

General Unit:  LaRece Rivera (CAO), Pat Dotson (HHS), Lori Green (PW), Candi Ellis (HHS) - Tad Larez (HHS); Alternates: Sean Gorda (HHS), and Tim Shinabarger (A&T) - (not present)

 

Nurses Unit:  Charity Aguirre (Riverstone), Karen Blundon (Riverstone), Christine Yonkers (Delta Oaks), Pat Dotson (HHS), LaRece Rivera (CAO); Alternates:  Robin Johnson (Brookside - not present) 

6/14/21 Bargaining Update

Today your Union Bargaining Teams met with the Lane County Management bargaining team for our fifth bargaining session.  Your Union Bargaining Teams requested clarification on Lane County Management’s proposals impacting the implementation of paid family medical leave, on-call pay, minimum “show-up” compensation for work outside normal scheduled hours, and PERS employer contributions.

Based on feedback from our membership, we are also largely sticking to our previous proposals on articles 7, 8, 9,10,11, and 12.  These counter-proposals presented by your Union Bargaining Teams today continue to demand a carpool parking benefit, 8% COLA over 3 years (3%, 2.5%,  2.5%), maintaining a 6 month probationary period,  moving to a 7-step compensation scale, deferred compensation, wage adjustments for classifications identified as under-market, maintaining the current insurance benefits for all employees, and a timeline for the PDQ process.  We also continue to push Lane County Management on addressing safety concerns with staffing levels in the Community Health Centers. 

We are continuing to propose going to a 7-step compensation plan instead of a 10-step plan.   By going to a 7-step plan, employees will see approximately 5.55% between each step rather than the 3.5%.  Currently it takes up to 10 years to reach the top of the compensation scale.  All other bargaining units at Lane County have either a 7- or 8 - step compensation plan.  

Today's Proposals: 

PDF icon general_unit_union_proposal_6.14.21.pdf
General Unit Union Proposal 6/14/21

PDF icon nurses_unit_union_proposal_6.14.21.pdf
Nurses Unit UNION Proposal 6/14/21
 

In solidarity, 

 

AFSCME Bargaining teams:

General Unit:  LaRece Rivera (CAO), Pat Dotson (HHS), Lori Green (PW), Candi Ellis (HHS) - Tad Larez (HHS); Alternates: Sean Gorda (HHS), and Tim Shinabarger (A&T) - (not present)

 

Nurses Unit:  Charity Aguirre (Riverstone), Karen Blundon (Riverstone), Christine Yonkers (Delta Oaks), Pat Dotson (HHS), LaRece Rivera (CAO); Alternates:  Robin Johnson (Brookside - not present) 

 

5/24/21 Bargaining Update

Today your Union bargaining teams met with the Lane County Management bargaining team for our fourth bargaining session. Lane County offered proposals for both the General and Nurses unit for the economic package.  The economic package includes articles that have a cost associated with them and includes wages and insurance.  Please remember these are proposals from Lane County and nothing in these articles have been agreed to.  We came to tentative agreements on Article 3 (Dues Deduction), Article 4 (Union Rights), Article 5 (Discipline & Discharge).  View the General Unit tentative agreements HERE and the Nurses Unit tentative agreements HERE.

The highlights from the Lane County Management’s proposals are:

  • Cost of living for each year (2021,2022,2023) for 2% to be effective first full pay period after 7/1/21.

  • Wage adjustments for various classifications (See Below.)

  • Probationary period - 12 months for those hired following ratification of the contract (i.e. July 1, 2021.

  • Eliminating Co-Pay Health Insurance Plan for those hired following ratification of the contract (i.e. July 1,2021.) 

  • Changing health insurance opt-out language.

  • PDF icon 2021 Health Plan Comparison.pdf
    2021 Health Plan Comparison

 

General Unit

  • Article 7 - Changing uniforms for Animal Control Officers and Compliance Officers who are field going; adding “electronic access” for contract.

  • Article 8 - Change supplemental questionnaire to supplemental scoring; 12 month probationary period for new hires after 7/1/21 and probationary period for transfers into new classifications and demotions; adding language for PDQ process.

  • Article 10 - Cost of living for each year is 2% (effective first full pay period after 7/1/21), wage adjustments for various classifications. 

  • Article 11 - Time Management usage for probationary employees (extending period to 12 months); extend seniority option timeline to January 30; clarifying paying-out of time management; adding more qualifying relationships for bereavement; clean-up language.

  • Article 12 - Eliminate Co-Pay plan for all new hires after 7/1/21; eliminating OPT-Out for employees who receive Health Benefits from another Lane County employee; 

  • Article 19 - Contract goes through 6/30/2024

 

Nurses Unit 

  • Article 7 - Adding “electronic access” for contract; adding language for loan repayment program.

  • Article 8 - Change supplemental questionnaire to supplemental scoring; probationary period 12 months for new employees hired after 7/1/21.

  • Article 9 - Adding language from MOU for OT/DT settlement; change on-call language to mirror physician’s contract; adding show-up pay language.

  • Article 10 - Cost of living for each year is 2% (effective first full pay period after 7/1/21), wage adjustments for various classifications., 

  • Article 11 - Time Management usage for probationary employees (extending period to 12 months); clarifying pay-out of time management; adding more qualifying relationships for bereavement; clean-up language.

  • Article 12 - Eliminate Co-Pay plan for all new hires after 7/1/21; eliminating OPT-Out for employees who receive Health Benefits from another Lane County employee. 

  • Article 14 - Increasing CME for PA & NP to $2000 per year and reducing the limit number of training hours from 60 down to 40.  

  • Article 19 - Contract goes through 6/30/2024.

Union and County Management Grade Adjustment Proposals

Please note that both proposals include the current 5% pay differential for bilingual positions.  Any proposed grade increase noted below will also impact designated bilingual positions as well.  Add two grades to the proposals below for these bilingual positions.

  CurrentUnion ProposedCounty Proposed
  GradeGradeGrade
A004Office Assistant 1111313
A005Office Assistant 2161917
A006Office Assistant Sr202322
A014Legal Secretary 1182021
A015Legal Secretary 2222426
A018Justice Court Clerk1821N/A
A021Accounting Clerk 2192220
A022Accounting Clerk Senior242525
A028Paralegal263132
A032Accountant343635
A033Accounting Analyst30N/A31
A034Payroll Specialist273030
A037Payroll Specialist, Sr.313832
B002Community Service Worker 2222324
B006Program Services Coord 12830N/A
B009Victim Advocate232926
B012Mental Health Specialist 2334039
B013Mental Health Specialist Sr374542
B015DD Specialist283030
B028Environmental Health Spec 1263028
B029Environmental Health Spec 2313835
B044Nutritionist/Dietitian, WIC293533
B055Assistant Veteran Svcs Coord242926
B064Program Svcs Coord 2343635
B068Mental Health Specialist 1313332
B070MHO Care Coord Specialist343936
B073DD Abuse Investigator323434
B076Community Health Analyst 2363939
B077Community Health Analyst, Sr404443
B080Peer Support Specialist121616
B081WIC Certifier222323
C004Administrative Assistant252727
C006Administrative Analyst273030
C030Stores Clerk162220
C031Stores Clerk Sr232826
C055LEC Events Coord202525
D001Custodian71413
D004Maintenance Specialist 2222424
D006Detention Custodian121514
D015Operations Events Worker91613
D016Operations Events Worker, Sr172419
D017Facilities Electrician353939
F037Correctional Services Tech242727
H007Programmer Analyst 2404243
H008Program and Syst Analyst,Sr444647
H023System Administrator, Sr444647
H024Database Administrator, Sr445047
H025Network Administrator, Sr444947
H026Info Service Project Mgr454648
H027Info Services Project Mgr, Sr474949
H028Info Technology Specialist 1293730
H029Info Technology Specialist 2394039
H030Database Administrator394642
H031System / Network Architect475349
H034TS Business Analyst444447
I025Special Waste Technician263331
J024Land Management Tech252826
J025Planner313332
J026Planner, Associate353636
J027Planner, Sr394241
J033Plans Examiner 1233625
J034Plans Examiner 2314237
J035Plans Examiner, Sr394544
J036Compliance Officer313332
J041Special Waste Specialist313837
J055Electrical Inspector3941N/A
J056Building Safety Specialist 1303835
J057Building Safety Specialist 2374139
J058Building Safety Specialist, Sr394343
K014Juvenile Justice Spec232424
L008Cartographer / GIS Spec303130
L011Property Appraiser 1232927
L012Property Appraiser 2273431
L013Property Appraiser 3323936
L014Property Appraiser 436N/A40
L016Sales Data Analyst333937
L018Property Mgmt Officer 2344440
L025Sales Data Analyst, Sr36N/A40
B060Medical Assistant 118N/A19
B023Nurse Practitioner53N/A54
B072Nurse Practitioner - Mental Hlth54N/A55
B078Physician Assistant52N/A53

We will be discussing bargaining at our General Membership Meeting next Tuesday, June 1st.  If you have questions or would like to offer feedback, please join us starting at 5:30pm via zoom: https://zoom.us/j/94964520528 (the passcode is 2831.)



In solidarity, 

 

AFSCME Bargaining teams:

General Unit:  LaRece Rivera (CAO), Pat Dotson (HHS), Lori Green (PW), Candi Ellis (HHS) - Tad Larez (HHS); Alternates: Sean Gorda (HHS), and Tim Shinabarger (A&T) - (not present)

 

Nurses Unit:  Charity Aguirre (Riverstone), Karen Blundon (Riverstone), Christine Yonkers (Delta Oaks), Pat Dotson (HHS), LaRece Rivera (CAO); Alternates:  Robin Johnson (Brookside) 

 

4/28/21 Bargaining Update

Today your Union bargaining teams met with the Lane County Management bargaining team for our third bargaining session. Today was a productive day, your Union and the County tentatively agreed on several Articles. We are still waiting for the County to bring us counter proposals to our proposed wage increases. We hope to have those proposals and a complete economic package from the County at our next bargaining session, May 17th.  

The only change Lane County Management team proposed today was to Article 16 (Layoff and Recall) to add email as an option for employees regarding recall opportunities.  

We tentatively agreed to Article 6 (Grievance Procedure) - allowing for extensions; Article 16 (Layoff & Recall) - adding email notifications  for recall opportunities; Article 18 (Waste Management Fee Collectors) - adding mileage reimbursement language in the General Unit and Article 1 (Recognition) - updating Appendix reference; Article 6 (Grievance Procedure) - allowing for extensions in writing or by email; and Article 16 (Layoff & Recall) - adding email notifications for recall opportunities in the Nurses Unit. 

Tentative Agreements:

PDF icon General Unit Tentative Agreement - Articles 6, 16, 18 - 4.28.21.pdf
General Unit Tentative Agreement - Articles 6, 16, 18 - 4.28.21

PDF icon Nurses Unit Tentative Agreement Articles 1, 6, 16 - 4.28.21.pdf
Nurses Unit Tentative Agreement Articles 1, 6, 16 - 4.28.21.pdf

We offered Counter Proposals for the following articles:

General Unit:

  • Definitions (adding demotion)

  • Article 3 - Dues Deduction (clarifying Lane County’s obligation for dues deduction)

  • Article 4 - Union Rights (adding MOU for Information Request as appendix) 

  • Article 5 - Discipline and Discharge (allowing extension of time for grievances)

  • Article 8 - Selection/Promotion (changing supplemental questionnaire to supplemental scoring)

  • Article 9 - Hours of Work & Overtime (adding telework section)

  • Appendix -- Information Request (from MOU) 

Nurses Unit:

  • Definitions (Current contract language)

  • Article 3 - Dues Deduction (clarifying Lane County’s obligation for dues deduction)

  • Article 4 - Union Rights (adding MOU for Information Request as appendix)

  • Article 5 - Discipline and Discharge (allowing extension of time for grievances)

  • Article 8 - Selection/Promotion (changing supplemental questionnaire to supplemental scoring)

  • Article 9 - Hours of Work & Overtime (adding telework section)

  • Appendix - Information Request (from MOU)

In solidarity, 

AFSCME Bargaining Teams:

General Unit:  LaRece Rivera (CAO), Pat Dotson (HHS), Lori Green (PW), Candi Ellis (HHS) - Tad Larez (HHS) - not present; Alternates: Sean Gorda (HHS), and Tim Shinabarger (A&T) - (not present)

Nurses Unit:  Charity Aguirre (Riverstone), Karen Blundon (Riverstone), Christine Yonkers (Delta Oaks), Pat Dotson (HHS), LaRece Rivera (CAO); Alternates:  Robin Johnson (Brookside) 

 

3/31/21 Bargaining Update

Today your bargaining teams met with the Lane County Management bargaining team for our second bargaining session.  The County gave the Union Bargaining teams proposals for both units.  They included adding “Demotion” to definitions and to change the probationary period from the current 6 months to 12 months, and then defining “Salary Sanctions” which is a new proposed option for discipline.  They also opened Article 3 (Dues Deduction) and 4 (Union Rights), changing the wording to reflect their interpretation of House Bill 2016.   They also proposed, in Article 5, to add the Disciplinary action of Salary Sanction to be used as a disciplinary action.  The County also proposed an update to Section 4 of Article 8 that would impact reassignment in some circumstances.  

***Reminder these are only Proposals and have not been agreed upon***

Nurses Unit:

In addition to the proposals listed above, the County proposed to add a new classification of Physician Assistant-Bilingual, in Appendix C. 

The Nurses Unit Bargaining  team also gave the County Bargaining Team clarification on our previous request that the County begin addressing the chronic and potentially dangerous staffing shortages and turnover in the Community Health Centers.

  General Unit:

Union Proposal for Article 10: Cost of living increase 3% July 1, 2021; 2.5% July 1, 2022; 2.5% July 1, 2023. Our union proposed compressing the compensation scale from 10 steps to 7 steps. Our union also proposed grade adjustments for more than 70 classifications within the General Unit based on a comprehensive analysis of the data submitted by AFSCME members.  Our salary compensation proposal includes bringing the entry level starting salary to $15.00 or more. 

Your coworkers and AFSCME leadership worked together to identify comparable job classifications in 5 other counties that Lane County Management previously agreed to use for wage comparison.  Because wages only represent a portion of total compensation, our union considered all forms of compensation (wages and benefits) in generating our proposal.  After considerable analysis, it was clear that an overwhelming majority of our members are underpaid, and have been for some time.  As you may recall from our negotiations in 2017, your union secured salary adjustments for a large number of classifications, plus mid-market reviews of specific classifications in the two years following contract ratification.  

The impact that substantially under-market compensation has on the ability for Lane County to recruit and retain qualified workers is a burden shared by Lane County workers and the communities we serve.  Chronic staffing shortages and turnover is demoralizing for our members and results in higher caseloads, less quality service, and longer wait times for the communities we serve.  The economic impact of COVID-19 has been widely felt in Lane County and in a concession last year, our membership voted to accept a 1% COLA last year.  If our proposal is accepted, it would bring more than 70 classifications to a fair market wage. 

  ClassificationCurrent Grade Union Proposed Grade
A004Office Assistant 111 13
A005Office Assistant 216 19
A006Office Assistant Sr20 23
A014Legal Secretary 118 20
A015Legal Secretary 222 24
A018Justice Court Clerk18 21
A021Accounting Clerk 219 22
A022Accounting Clerk Senior24 25
A028Paralegal26 31
A032Accountant34 36
A034Payroll Specialist27 30
A037Payroll Specialist, Sr.31 38
B002Community Service Worker 222 23
B006Program Services Coord 128 30
B009Victim Advocate23 29
B012Mental Health Specialist 233 40
B013Mental Health Specialist Sr37 45
B015DD Specialist28 30
B028Environmental Health Spec 126 30
B029Environmental Health Spec 231 38
B044Nutritionist/Dietitian, WIC29 35
B055Assistant Veteran Svcs Coord24 29
B064Program Svcs Coord 234 36
B068Mental Health Specialist 131 33
B070MHO Care Coord Specialist34 39
B073DD Abuse Investigator32 34
B076Community Health Analyst 236 39
B077Community Health Analyst, Sr40 44
B080Peer Support Specialist12 16
B081WIC Certifier22 23
C004Administrative Assistant25 27
C006Administrative Analyst27 30
C030Stores Clerk16 22
C031Stores Clerk Sr23 28
C055LEC Events Coord20 25
D001Custodian7 14
D004Maintenance Specialist 222 24
D006Detention Custodian12 15
D015Operations Events Worker9 16
D016Operations Events Worker, Sr17 24
D017Facilities Electrician35 39
F037Correctional Services Tech24 27
H007Programmer Analyst 240 42
H008Program and Syst Analyst,Sr44 46
H023System Administrator, Sr44 46
H024Database Administrator, Sr44 50
H025Network Administrator, Sr44 49
H026Info Service Project Mgr45 46
H027Info Services Project Mgr, Sr47 49
H028Info Technology Specialist 129 37
H029Info Technology Specialist 239 40
H030Database Administrator39 46
H031System / Network Architect47 53
I025Special Waste Technician26 33
J024Land Management Tech25 28
J025Planner31 33
J026Planner, Associate35 36
J027Planner, Sr39 42
J033Plans Examiner 123 36
J034Plans Examiner 231 42
J035Plans Examiner, Sr39 45
J036Compliance Officer31 33
J041Special Waste Specialist31 38
J055Electrical Inspector39 41
J056Building Safety Specialist 130 38
J057Building Safety Specialist 237 41
J058Building Safety Specialist, Sr39 43
K014Juvenile Justice Spec23 24
L008Cartographer / GIS Spec30 31
L011Property Appraiser 123 29
L012Property Appraiser 227 34
L013Property Appraiser 332 39
L016Sales Data Analyst33 39
L018Property Mgmt Officer 234 44

In Solidarity,

AFSCME Bargaining teams:

General Unit:  LaRece Rivera (CAO), Pat Dotson (HHS), Lori Green (PW), Candi Ellis (HHS) - not present, Tad Larez (HHS); Alternates: Tim Shinabarger (A&T), Sean Gorda (HHS)

Nurses Unit:  Charity Aguirre (Riverstone), Karen Blundon (Riverstone), Christine Yonkers (Delta Oaks), Pat Dotson (HHS), LaRece Rivera (CAO); Alternates:  Robin Johnson (Brookside) - not present

 

3/18/21 Bargaining Update

Today your bargaining teams met with the Lane County Management bargaining team to begin bargaining a successor agreement.  During negotiations we agreed upon Ground Rules and determined how we would exchange proposals electronically due to the barriers posed by COVID-19.   Your union provided initial proposals for both the General Unit and the Nurses Unit.  A short synopsis of the articles for each unit is listed below.  Please keep in mind this is not a complete list.  If you have any questions about the lists below, feel free to ask any of your Bargaining team members. 

Both the General and the Nurses’  bargaining teams will meet with the Lane County Management bargaining team again on March 31st to exchange additional proposals.  The parties have agreed in the ground rules that all proposals will be submitted by our fourth meeting on Wednesday, April 28th.   

Reminder: These are only proposals and have not been agreed upon. 

Nurses Unit:

Article 7:  Proposal around parking to create incentives for employees to car-pool and reduce our carbon foot-print, increased uniform reimbursement from $350 to $450; included language for public service loan forgiveness to define full time.

Article 9:  Proposal for comp time - employee’s discretion and not Lane County’s.

Article 10:  Cost of living increase 3% July 1, 2021; 2.5% July 1, 2022; 2.5% July 1, 2023.  Compress steps from 10 to 7; NP/PA compensation: remove bottom 3 steps and 3 steps at the top; 2% deferred compensation.

Article 11:  Adding brother-in-law and sister-in-law to bereavement.

Article 13:  Addressing staffing levels under safety.

Article 14:  Increased continuing education for NP/PA to $3000.  Eliminated the pro-rate amount for part-time employees.

 

General Unit:

Article 7: Proposal around parking to create incentives for employees to car-pool and reduce our carbon foot-print.

Article 9:  Proposal for on-call -- comp time at employee’s discretion.

Article 11:  Adding brother-in-law and sister-in-law to bereavement.

Article 18:  Adding MOU language for mileage reimbursement.

Article 19:  Establishing timelines to the PDQ process. 

In Solidarity, 

AFSCME Bargaining Teams:

General Unit:  LaRece Rivera (CAO), Pat Dotson (HHS), Lori Green (PW), Candi Ellis (HHS), Tad Larez (HHS);   Alternates:  Tim Shinabarger (A&T), Sean Gorda (HHS)

Nurses Unit:  Charity Aguirre (Riverstone), Karen Blundon (Riverstone), Christine Yonkers (Delta Oaks), Pat Dotson (HHS), LaRece Rivera (CAO); Alternates:  Robin Johnson (Brookside)