Bargaining Updates

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

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)