Oregon Seiu Collective Bargaining Agreement

SEIU 503 is a member-led union. Members elect a bargaining team from among their colleagues every two years. With the legal, bargaining and logistical support of unionized workers, your bargaining team will struggle to ensure that their priorities are reflected in the final contract. This year, the state bargaining team set out to renegotiate the state workers` contract. Throughout the process, members provided feedback through bargaining surveys, took action through petitions, participated in unit breakdowns and rallies, and connected via social media to get results on the issues that mattered most to them. We are happy to say that the contract was concluded on July 16 with great victories for state employees! SEIU represents two bargaining units on campus. The largest unit consists of approximately 1,500 employees on campus, often referred to as “classified employees,” who perform a wide range of important functions in areas such as health care, institutions, administrative support, food services, and information technology. The second unit is the OU Police Unit, which consists of sworn police officers and dispatchers. Oregon`s public universities and SEIU have reached an agreement on emergency sick leave as universities respond to the COVID-19 (coronavirus) outbreak.

Marion County contracts are published in PDF format. To view the PDF version, you may need to download Adobe Acrobat Reader. Adobe Acrobat Reader acts as a free “plug-in” for your web browser. Publications in portable document format can be viewed, searched and printed to look exactly like the original. The Oregon Government Ethics Act deals with a variety of actions, situations, or events that an official may encounter in the service of a state or local government. This guide outlines the provisions that apply to the circumstances that most ministers may encounter. Josephine County`s health and safety program is designed to establish responsibilities associated with: the use of safety measures to protect the safety of employees as much as possible; conduct safety and health inspections to identify and eliminate unsafe working conditions or practices; Health risk control and compliance with OSHA safety and health standards; Identification of employee training needs; develop and enforce health and safety rules and require workers to cooperate with these rules as a condition of employment; Promptly and thoroughly investigate any accident to identify the cause and, if necessary, rectify the problem. Workers` Compensation Sheriff`s Compensation Salary Maintenance Addendum to Personnel Rules: Covid Telework Policy Note: Temporary workers are not eligible for benefits.

In 2021, state employees negotiated a new contract that covers salaries, benefits, and working conditions such as security, telecommuting, etc. On July 16, the state reached a tentative agreement with great victories for state employees. This treaty was then ratified by the members with the right to vote […] Note: Unit 8 has the same benefits and contracts as Unit 6, but consists of employees performing information technology (IT) tasks. Some classifications in Unit 8 are listed as non-computing and are not part of the IT department that has a national scope. Non-IT classifications cover the entire department and are paid at a lower rate of pay. The new IUS CONVENTION entered into force on 1 November 2019. The final version of the new ABC is now available. The Josephine County Administrative Policy and Procedures Guide contains policies that are applied nationally. These were established by the County Council of Commissioners on the recommendation of the Administrative Steering Committee after reviewing department heads and elected representatives and contain summary statements on administrative policy. SEIU Sheriff`s Association Non-Union Employees Directors Elected Officials Benefits Summary AFSCME FOPPO SEIU Sheriff`s Association Non-Union Non-Union Non-union employees. This is the general category for most employees who do not work in nursing or law enforcement.

The purpose of these guidelines is to serve as a guide to the employer-employee relationship. The Personnel Policy Manual contains general employment requirements and information; it is not intended to be exhaustive or to cover all possible applications or exceptions to the general policies and procedures described. We negotiate our contract in two stages. The first are “coalition tables” – groups of organizations where we negotiate your organization`s own working conditions and policies. The coalitions are as follows: The “Central Table” negotiates with DAS on important national issues such as salaries, benefits and policies that affect all agencies. .