March 20, 2024
Today your bargaining teams met with the Lane County Management bargaining team to begin bargaining a successor agreement. We met for half of the day and was able to agree to ground rules and additional bargaining dates through the summer. The County also provided proposals for several articles for both General and Nurses Units. The articles for each unit are listed below. Besides ground rules and bargaining dates, we have not agreed to any of the County’s proposals.
Ground rules: Adding 2 members to general unit team and 1 member to nurses unit team. Paying team members for a full day for the days we are scheduled for a half day, allowing us time to prepare for the next session, Identified the 6th session as the cut-off date for new proposals. We can counter proposals but will not be able to open any articles not previously opened.
Bargaining dates:
- Half days: April 17, April 24, May 2, May 29, June 5
- Full days: June 17, July 10, July 17, July 31, and August 28.
County proposals for General Unit
- Definitions: Adding Limited Duration Employee, Reassignment and Salary Sanction. Changing permanent position/employee to regular position/employee. “Lane County has no permanent positions or employees.” Adding clarifying language or fixing grammar.
- Article 1: changing “permanent” to regular.
- Article 3: clarifying language around dues
- Article 4: adding ORS
- Article 5: Adding Salary Sanction as an option for suspension, extending timelines in the discipline process.
- Article 6: adding “or designee” for step 1; extending timelines for the grievance process
- Article 9: adding flexing option for non-exempt employees, changing overtime language so that overtime begins after 8 hours in a day that is worked time and 40 hours in a week that are worked (rather than paid time). Overtime is now recorded to actual time worked rather than to the nearest 10th hour. Memorializing language from MOU for meal/rest periods for Juvenile Justice Specialist.
- Article 14: clarifying language around clinical supervision.
- Article 20: 2 year contract, instead of typical 3 year contract
- Appendix A: Adding list of non-represented positions. Recently the board approved job title changes for non-represented positions, so they more closely match their job duties.
- Appendix B: Adding LMD Tech 1 and 2 to the flex series Appendix C: Adding LMD Tech 1, 2 and Sr; Community Service Worker, Sr, MHO Care Coordinator 1 and 2; changing Waste Management Fee Collector to Waste Management Site Attendant.
- Appendix C: Adding classifications
County proposals for Nurses Unit
- Definitions: See Definitions for General Unit, adding transfer and demotion
- Article 3: See Article 3 for General Unit.
- Article 4: Similar to Article 4 for General Unit
- Article 5: Same as Article 5 for General Unit
- Article 6: Same as Article 6 for General Unit
- Article 9: Adding flex option for non-exempt employees, overtime is recorded for actual time worked (rather than to the nearest 10th hour).
- Article 14: Continue medical education (CME) for NP/PA upto $2500/year; Sr EPDH/EPDH upto $1500/year; Community Health Nurse 1 and 2 upto $500/year; LPN/PCC upto $300/year, MA 1 and 2 upto $200/year.
- Article 18: Added “assigned to school based preventative services” to this article.
- Article 19: Length of contract is 2 years rather than the typical 3.
- Appendix A: Adding Medical Assistant Apprentice to flex series
- Appendix B: Adding classifications to list
- Appendix C; Adding Classifications to list
Bargaining Teams:
- General Unit: LaRece, Jenn Mower, Mary Troffaes, Ryan Porteous, Lyle Clingman, Jenny Tinsley
- Nurses Unit: LaRece, Jenn Mower, Tessa Friason, Karen Blundon, Tia Morehouse, Myndi Kuykendall
We have an email address set up for contract questions and comments. If you want to ask a question or comment on the proposals, please use your personal email to contact [email protected]