We are over 22,000 State workers, joined together in union to make Oregon a better place to live and work. We are DHS workers who provide direct services to over one million Oregonians each year, ODOT workers who put in the long hours to ensure safe roads and infrastructure, Parks workers who keep our state parks beautiful and accessible, and much more.

August 21: All votes have been counted and we’re excited to announce that State members have voted to ratify the 2023-2025 State Worker Tentative Agreement.

This contract is historic, with a minimum 13.05% raise over two years , and $1,500 one-time cost of living adjustment (COLA). Additionally, this contract also garnered the highest voter participation on record and passed with more than 91% voting in favor of ratification.

Member involvement in the contract campaign and in the ratification process was essential to securing a strong new contract for yourself and your fellow workers. Thanks to you, the union ratification process is complete. For a recap on what you’ve won, read the highlights below, or the full summary here.

NEW Contract Highlights:

• September 1 st : A one-time COLA of $1,500, included in your paycheck.
• December 1 st , 2023: A COLA of 6.5%
• January, 2025: A COLA of 6.55%.
• Step increases for both years of the contract.

JULY 6, 2023: The Central Table Bargaining Team has reached a Tentative Agreement!

Read the TA Highlights below or the full summary here.

This victory was hard won by the bargaining team and all of us who took action during this campaign by purpling up, coming to rallies and informational pickets, sending emails to decision-makers, and signing strike pledges. Our union actions made a difference in the bargaining team’s efforts to come to agreement on a settlement that includes the best COLAs our union has seen in decades, as well as a one-time payment of $1,500 (paid in September so workers can start to see relief from inflation as soon as possible). This agreement also maintains our steps and health insurance, improves workers’ ability to use our contract to address workplace discrimination, strengthen our union, and much more.

We’re excited to announce that after seventeen hours at the bargaining table on Wednesday (July 5) – in addition to the dozens of hours of marathon bargaining last week – our Central Table Bargaining Team has reached a Tentative Agreement!

This victory was hard won by the bargaining team and all of us who took action during this campaign by purpling up, coming to rallies and informational pickets, sending emails to decision-makers, and signing strike pledges. Our union actions made a difference in the bargaining team’s efforts to come to agreement on a settlement that includes the best COLAs our union has seen in decades, as well as a one-time payment of $1,500 (paid in September so workers can start to see relief from inflation as soon as possible). This agreement also maintains our steps and health insurance, improves workers’ ability to use our contract to address workplace discrimination, strengthen our union, and much more.

While we didn’t agree to management’s proposal to transition to biweekly pay, we did agree to form a committee of union members and management that will look at the potential impact of biweekly pay on workers and on our union contract.

These wins happen because of member participation. When we work together, everything is possible! Here is an overview of the Tentative Agreement:

NEW Contract Highlights

Economic Justice

• All State workers will receive a cost-of-living adjustment of 6.5% on 12/1/23 and 6.55% on 1/1/25 or 2/1/25 (depending on whether additional funding is allocated by the legislature).
• A one-time payment of $1,500—included as wages—on our September 1, 2023 paycheck (for employees employed as of 7/1/23 and still employed 8/24/23).
• Step increases for both years of the contract.
• No state worker will be paid less than $21.06 per hour after April 2025.
• Maintain current contract language on Health Insurance (1% and 5% premium shares depending on plan).
• Maintain current monthly pay system (no bi-weekly pay) with a joint labor-management committee to consider impacts of a potential transition to biweekly pay.

Safe & Equitable Workplaces

• ​​​​​​Improved ability to use grievance procedure to address workplace discrimination/harassment and expanded ability to have stewards represent us while dealing with discrimination and harassment issues.
• Improved access for critical incident leave.
• Leave for the entire day—instead of half of the day—for Inclement Weather and Hazardous Conditions closures and inaccessible worksites. Essential workers may use paid leave during inclement weather and hazardous conditions closures. [Note: a previous version of this document said essential workers have access to the inclement weather hazardous conditions leave bank. This is inaccurate.]
• Increased telecommuting rights that will allow temporary modifications to remote work assignments, and requirements for management to perform specific assessment of remote work suitability when considering requests to work remotely.
• Clarified in our contract that we can use sick leave for preventative, wellness, and mental health care, as long this care is covered in our benefit package.

Sustainable Workloads

• Sick leave will now be included as time worked for overtime calculation purposes.
• Minimum pay of 1-hour for remote workers who perform work while on call without having to report to a physical worksite.
• Joint labor-management committee to examine and discuss data on agency recruitment, retention, and vacancy rates.
• Full holiday pay for workers even if they take leave without pay during that month.
• Access to vacation leave for workers who are in their first 6 months of employment.

A Strong Union

• Better access to our Union organizers while we’re on the job.
• Requirements for all agencies to hold New Employee Orientations with presentations from a Union representative within 30-days of hire.

And, much more! Want to know what your pay will look like after the new State worker contract is ratified? Estimate how much your income will increase with this calculator.

What’s the next step? The agreement is tentative until members vote to ratify the contract. We will have updates in the coming week about the ratification timeframe and process. The contract will not go into effect until members vote to ratify. Please note, only members of the Union are allowed to vote. If you are not a member, you should join the union and then you can participate.

BARGAINING UPDATES

• Read State worker Bargaining updates.
• See a Side-by-Side Comparison of the Proposals

OTHER NEWS

• Read the latest update on Workday
• Union publishes report on State workforce crisis. Read report.

COALITION UPDATES: Human Services, Institutions, Specials and ODOT Coalition updates. Read the updates.

Our Priorities:

• Economic justice: We deserve wages that keep pace with inflation. No one who works for the state should be living in poverty.
• Equitable & safe workplaces: No one should face discrimination at work and we should all have safe workplaces.
• Sustainable workloads: We shouldn’t have to choose between our jobs and caring for ourselves and our families.
• A strong union: We can only win when we join together as workers in a strong union.

Get Involved:

• Share your story!
• Stay up to date by joining our SEIU Local 503 State Employee Facebook group!
• Join our Contract Action Team (CAT)and help keep other members involved and in-the-know on all things bargaining!
• Download a virtual meeting background!Version 1, Version 1 (QR code), Version 2, Version 2 (QR code)
• Use the SEIU Digital Toolkit to show union solidarity on your social media platforms.
• Download the Bargaining App!

Questions? Email the Central Table Bargaining Team at statebargaining@seiu503.org

Central Table Bargaining Team
The Central Table negotiates with DAS over major statewide issues like wages, benefits and policies that impact all agencies. Listed below is the 2022/23 Central Table Bargaining Team.

Ibrahim Coulibaly, Member At-Large
Austin Folnagy, Human Services Coalition
Angela Ward, ODOT Coalition
Katherine Gile, ODOT Coalition
Tamera Combs, Specials Coalition
Kathleen Lamar, Specials Coalition
Rachelle Mullins, Human Services Coalition
Joseph Dyer, Institutions Coalition
Jesse Rodriguez, Institutions Coalition
Renae Bracken, Member At-Large

Coalition Bargaining Teams

To ensure the needs of your specific workplace are being addressed, Coalition tables also bargain over agency-specific workplace conditions and policies. The coalitions are Human Services, ODOT Coalition, Specials Coalition, and Institutions Coalition. Find your current Coalition contract on our website. Read your latest Coalition update.