The Universities’ Bargaining Team firmly believes in transparent negotiations. We will post our summaries of the negotiations along with occasional links to proposals or tentative agreements within approximately one week from the last day of the negotiations session. Hopefully our posts will have the effect of opening negotiations to everyone.
Below is the schedule of negotiations that the parties have agreed to so far and summaries of the negotiation sessions that have already occurred. Please check back here for summaries of future negotiation sessions.
Schedule:
October 5 & 6: Oregon Tech (Klamath Falls)
October 26 & 27: University of Oregon (Eugene)
November 7 & 8: Oregon State University (Corvallis)
November 29, 30, & December 1: Portland State University (Portland)
December 14 & 15: Western Oregon University (Monmouth)
February 8 & 9: Mediation at Oregon State University (Corvallis)
February 22: Mediation at University of Oregon (Eugene)
February 26: Mediation at University of Oregon (Eugene)
October 5 & 6
Oregon’s Public Universities (“OPU”) and SEIU Local 503 (“SEIU”) met for two days in Klamath Falls to start their 2023 economic reopener negotiations.
While most of the two days were dedicated to administrative matters such as agreeing to the Ground Rules that will govern bargaining, scheduling future sessions, and agreeing to provide opening statements on the negotiations at the bargaining session occurring in Eugene scheduled for October 26 and 27, both parties passed a list of contract articles that each party intend to open.
The OPU/SEIU contract required each party to open Article 21: Salary and allowed each party to open an additional seven (7) articles to discuss during the negotiations. OPU intends to open the following articles: Article 13: Subcontracting; Article 20: Differential Pay; Article 25: Overtime; Article 35: Personal Leave Days; Article 40: Leaves of Absence without Pay; Article 43: Vacation Leave; and, Article 48: Reclassification Upward/Downward. SEIU intends to open the following articles: Article 2: Recognition; Article 10: Union Rights; Article 20: Differential Pay; Article 36: Sick Leave; Article 38: Holidays; Article 43: Vacation Leave; and, Article 51: Safety and Health.
Both parties passed one proposal each, with SEIU presenting a proposal on Article 38: Holidays to include adding Indigenous Peoples’ Day, initiating a floating holiday, and proposing that each university observe both Veteran’s Day and Christmas Eve as recognized holidays. OPU presented a proposal on Article 20: Differential Pay that largely seeks to clarify how the universities assess work-out-of-class and to add language to be more intentional when assigning work-out-of-class.
The parties ended the session by agreeing on locations for future dates, which includes the next session, on Oct. 26 and 27 to be held at the University of Oregon in Eugene.
October 26 & 27
The Oregon Public Universities (OPUs) and SEIU met for a two-day bargaining session at the University of Oregon in Eugene, during which each party presented opening statements outlining their priorities for these negotiations.
SEIU’s opening statement focused on issues related to economic justice, equitable and safe workplaces, and union security. While acknowledging that neither party had control over the rising costs of housing, food and gasoline, SEIU identified these as factors underlying its priority on economic justice. Regarding an equitable and safe workspace, SEIU stated its proposals to be provided during negotiations would focus on timely notification of workplace risks, adequate time off for classified employees and their families, and respect for cultures and traditions. In promoting union security, SEIU emphasized three interests: protecting work within a bargaining unit, providing more access to classified employees, and sharing accurate information.
The OPUs opening statement offered a principled approach to the negotiations—as opposed to offering positional statements. Approaching negotiations in a principled way involves a shared commitment to reaching an agreement that benefits everyone involved. As for the OPUs priorities, three were offered:
- Being stewards of affordable student access and retention.
- Supporting classified staff by maintaining: (a) the best healthcare benefits in the Western United States; (b) unparalleled retirement benefits; and, (c) starting salaries above the state of Oregon’s highest minimum wage.
- Increasing flexibility to support sustainability.
The OPUs noted that even with its own priorities, both parties must acknowledge the highly challenging economic circumstances and competitive landscape within which our universities operate. For example, despite legislative increases in funding provided OPUs over the past decade, those increases did not make up for previous declines in state funding; do not keep pace with the same inflation that employees’ household budgets encounter; and do not pay to cover ever-increasing costs to administer the myriad of new state-mandated laws and programs. And, for some universities, recent increases in state funding were offset by declining tuition revenue from declining student enrollments.
As a result. the universities are now managing the effects of two straight decades of the state’s underinvestment in higher education student success that have resulted in students and their families paying nearly two-thirds of the cost of their education through tuition further aggravating the national student debt crisis and burdening students for years with loan payments.
The OPUs acknowledged SEIU’s inflation concerns by noting the universities have been the victim of inflation as well. For instance, between 1990 and 2022, inflation soared by 128%, yet state funding for the universities grew by only 45%. And while the state earmarked a massive $450 million increase in salaries for other state employees, Oregon’s public universities were funded below their 2023-2025 funding request.
Following opening statements, each party presented their initial proposals on the remaining articles they identified in an Oct. 5 exchange. SEIU presented language changes consistent with their priorities on an equitable and safe workplace as well as union security.
SEIU presented a:
- 31% proposed cost-of-living increase.
- 13% retroactive to July of this year.
- 10% effective July 1, 2024.
- 8% effective July 1, 2025.
- $2,500 per person bonus to be paid in the month after ratification of any agreement reached.
- Increasing the current longevity premium paid classified employees to 4%
- Adding another longevity premium of 8% for employees who have been with their university for at least 10 years and at the top of their salary range for at least 2 years.
- Doubling the accrual of sick leave to 16 hours per month worked.
- Adding 3 full work days to each vacation tier.
Consistent with the OPUs priorities of supporting classified staff while enabling affordable student success, the universities committed through at least June 30, 2026 to:
- Paying either 95% or 97% of the healthcare premiums for employees and their dependents.
- Continuing the current average 4.62% pay increase per annual step in the compensation table.
- Paying the 6% PERS IAP pick-up (which the State of Oregon does not do) in addition to the regular PERS pension benefit.
- Providing a minimum wage that is higher than the state’s highest minimum wage.
The OPUs also proposed 6.75% cost-of-living increase, with 3.75% paid after ratification and another 3% paid on Jan. 1, 2025.
The full cost to the OPUs for SEIU’s COLAs (13%, 10%, and 8%) and $2,500 per person bonus is $291 million through June 30, 2026. This represents a 90% increase from the current full cost.
Considering that inflation between September 2022 and September 2023 rose by 3.9% according to the Western Region CPI – Bureau of Labor of Statistics. The universities are concerned that the proposed economic offer by SEIU does not support nor consider the fiscal realities of higher education in Oregon. The OPUs therefore believe SEIUs economic offer will present a significant challenge in meeting the universities interests in being stewards of affordable student access and retention.
The parties are set to continue negotiations on Nov. 7 and 8 at Oregon State University in Corvallis.
November 7 & 8
Oregon’s Public Universities (“OPU”) continued their classified staff contract negotiations with SEIU Local 503 (“Union”) during a two-day bargaining session held in Corvallis on Nov. 7 and 8. During the session, the parties collectively advanced 11 proposals, most of which were presented by the Union in a package proposal.
Package proposals are designed to advance negotiations by attempting to balance the interests of the parties through several proposals presented as one package that is often accepted or rejected as a whole.
Following a discussion held mid-afternoon on Nov. 7 involving each party’s lead negotiator and bargaining chair, the Union presented a package proposal that seemed aimed at addressing the OPUs interests in contract provisions that contribute to operational flexibility and affordable student access. Regarding flexibility, the Union expressed an interest in the OPU’s adding “no-call/no-show” as a reason for an employee to be deemed resigned from their position. Related to supporting affordable student access, the Union withdrew its proposal to add additional vacation time for employees with more than 26 years of service. The Union also presented a counter proposal on salary which reduced the overall cost of its original salary offer by 9.8% — from an increase of $291 million to an increase of $265 million through June 30, 2026. The Union’s revised proposal still represents an 82% increase from the current full cost of classified worker pay.
The Union’s COLA and bonus offer now stands at:
- 12% retroactive to July 1, 2023.
- 9% effective July 1, 2024.
- 7% effective July 1, 2025.
- $2,250 bonus per employee.
The Union’s package proposal also proposed retaining current contract language on the subcontracting, overtime and personal leave articles—Articles the OPUs proposed to support their interests in contributing to operational flexibility and affordable student access.
The OPUs then presented the Union with counter proposals that responded to the Union’s proposals on recognition, security, sick leave, and safety and health. The Universities rejected the Union’s proposals on recognition, and safety and health. The OPU team stated that recognition was a permissive subject of bargaining and, even if it were not viewed as such, the universities did not share the same interests as the Union proposal, which would have limited the OPUs’ operational flexibility. On safety and health, the OPUs noted the strength of the contract’s current language and that the Union’s proposed language of requiring hourly alerts to all employees for certain health and safety issues might create confusion, particularly if the issue only involves a certain department, location, or type of work being performed. The OPUs presented a counter proposal on union security that sought to include language the parties previously agreed to. Regarding sick leave, the OPUs sought to reconcile when employees are eligible for Hardship Leave donations considering the state of Oregon’s new Paid Family Leave law.
To meet the Union’s interest in advancing negotiations, the OPUs spent most of the second day of negotiations discussing ways to support priorities of being stewards of affordable student access and retention, supporting classified staff, and increasing operational flexibility to support sustainability.
At the end of the second day, the OPUs met with the Union to express thanks to the Union bargaining team for being patient throughout the day as representatives of the seven public universities—all with varied interests and finances—worked diligently to develop a response to the Union’s package proposal that included a counter proposal on salary. As a result, the OPU bargaining team said that it needed additional time to present a response and committed to providing a package proposal response to the Union by no later than noon on Nov. 16.
The Union then modified its health and safety proposal, and the session ended.
The OPUs will present their package proposal response to the Union on Nov. 16 in a virtual session. The bargaining teams will next meet in-person for a three-day session at Portland State University on Nov. 29 and 30 and Dec. 1.
November 16
In an all-virtual bargaining session held on Nov. 16, the Oregon Public Universities presented an economic counteroffer to SEIU Local 503 that would increase classified staff salaries by:
- 3.75% paid after ratification of new contract terms.
- 3.00% on Jan. 1, 2025.
- 1.00% on Jan. 1, 2026.
These increases are in addition to OPUs commitment to:
- Paying either 95% or 97% of the healthcare premiums for eligible classified employees and their dependents.
- Continuing the current practice of providing an average 4.62% pay increase per annual step in the compensation table.
- Paying the 6% PERS pick-up for eligible classified employees (which the State of Oregon does not do for state employees) in addition to the 6% regular PERS pension benefit.
- Providing eligible classified employees, a minimum wage that is higher than the state’s highest minimum wage.
The parties are set to continue negotiations on Nov. 29, 30, and Dec. 1 at Portland State University.
November 29, 30 & December 1
Oregon’s Public Universities (“OPUs”) engaged in three days of negotiations with SEIU Local 503 representing university classified employees while meeting at Portland State University, demonstrating a commitment to resolving key issues. While the initial pace of bargaining at these meetings was gradual, the parties demonstrated notable progress by either retaining existing language in specific contract articles or incorporating minor adjustments.
However, substantial differences separate the Universities and SEIU regarding economic matters, setting the stage for a critical final bargaining session scheduled on Dec. 14 and 15 at Western Oregon University.
The parties agreed to keep current contract language for Article 25: Overtime and Article 51: Safety and Health, and agreed to changes for Article 36: Sick Leave and Article 40: Leaves of Absence without Pay. Regarding Article 36, the parties agreed to continue mirroring Oregon’s Sick Leave law by adding mental illness as a covered reason to use sick leave. as well as adding language to expand the definition of a family member by including any individual related by blood or affinity whose close association with the employee is the equivalent of a family relationship. In Article 40, the parties agreed to specifically include “no-call/no-show” as an unauthorized leave of absence and shorten the time when an employee is absent without authorized leave from five to four consecutive days before a University can deem the employee as resigned from their position.
On economics matters, bargaining discussions began slowly as SEIU proposed to: 1) withdraw its language that the OPUs pay 100% of the contribution required by the state’s new Paid Family Leave, as opposed to only 40% required by state law; 2) agree to OPUs language that certain Veterinary Technicians be permitted to receive shift differential; and 3) reduce its initial increase of sick leave accrual monthly from 16 to 14 hours, up from the current contract of 8 hours of accrued sick leave per month These proposals were not seen as progress by the OPU bargaining team because: 1) the parties have a current agreement related to Paid Family Leave that was not opened by the SEIU as part of these negotiations; 2) the OPUs indicated many months ago that the Universities would allow certain Veterinary Technicians to receive shift differential despite the contractual language prohibiting shift differential; and said that, 3) increasing the already generous 8 hours of sick leave per month was a non-starter.
Following a discussion between OPU and SEIU, SEIU responded during the second day of negotiations in a way that moved the parties closer on economic issues albeit with still significantly additional cost to the OPUs.
The Union’s offered a counter proposal for COLA and bonuses that included:
- 10.5% COLA retroactive to July 1, 2023.
- 6.00% COLA effective July 1, 2024.
- 6.50% COLA effective July 1, 2025.
- $2,000 bonus per employee.
The Union’s counter proposal on salary reduced the overall cost of its previous offer by 21% — from an overall increase for Universities of $265 million to an increase of $219 million through June 30, 2026. The Union’s revised proposal still represents an 68% increase from the current full cost of classified worker pay.
The parties continued to trade economic offers throughout the remainder of the session. Currently, SEIU’s core economic offer is:
- 9.75% COLA retroactive to Oct. 1, 2023.
- 6.00% COLA effective July 1, 2024.
- 6.50% COLA effective July 1, 2025.
- $2,000 bonus per employee.
While SEIU reduced the overall cost of its previous offer by 6.3% — from an increase of $219 million to an increase of $206 million through June 30, 2026, the Union’s revised proposal still represents an 56% increase from the current full cost of classified worker pay.
The OPUs core economic offer is:
- 5.00% COLA effective after ratification of new contract terms.
- 3.50% COLA effective Jan. 1, 2025.
- 1.50% COLA effective Jan. 1, 2026.
The OPUs offer is in addition to its:
- Commitment to paying either 95% or 97% of the healthcare premiums for eligible employees and their dependents.
- Continuing the current practice of providing an average 4.62% pay increase per annual step in the compensation table.
- Paying the 6% PERS pick-up for eligible classified employees (which the State of Oregon does not do for state employees) in addition to the 6% regular PERS pension benefit.
- Providing a minimum wage that is higher than the state’s highest minimum wage.
During the presentation of OPUs’ offer, emphasis was placed on the historical significance of the 5.00% COLA, the largest since 1995, when the State of Oregon contributed a substantial portion of the public universities’ budget. The current scenario has shifted, with students now funding nearly 70% of Universities’ operating budgets through tuition.
Despite the parties’ efforts during the three days of negotiations, the parties remain over 12% apart in COLAs alone, underscoring the substantial bargaining work that remains ahead.
The negotiation process will continue during an upcoming session on Dec. 14 and 15 at Western Oregon University.
December 14 & 15
Oregon’s Public Universities (“OPUs”) bargaining team met Dec. 14 and 15 with the SEIU Local 503 (“Union”) bargaining team at Western Oregon University to continue reopener negotiations under the contract covering university classified employees.
To advance the negotiations closer to agreement, the OPUs presented a package proposal that sought to meet the Union’s interest in its proposal on Article 38: Holidays, while at the same time having each party agree to current contract language on two other articles—one in which the Union had a strong interest in modifying (Article 2: Recognition) and the other (Article 35: Personal Leave Days) that the OPUs had a strong interest in modifying.
Regarding holidays, the OPUs proposed to include Veterans’ Day as a holiday for all universities, thereby eliminating the choice between Veterans’ Day or Christmas Eve, while allowing an annual special paid holiday to be used anytime throughout the fiscal year, rather than only during the period between the day before Thanksgiving and January 31. The OPUs believed this proposal satisfied the Union’s expressed interest, but the Union rejected the proposal. The Union’s rejection of the package proposal leaves the OPUs last holiday proposal on the table, which is to continue to allow a university the choice of providing Veterans’ Day or Christmas Eve as the paid holiday.
The OPUs discussed the Union’s interest to increase the differential pay for those employees certified and assigned to conduct Sexual Assault Nurse Examiner (“SANE”) examinations and discussed the Union’s interest in creating a new category of differential pay for employees in certain classifications who either are trained or assigned to assist in the performance of SANE examinations. The OPUs determined this was essential after hearing from an employee who performs these examinations.
Related to core economics, the OPUs increased their bargaining offer to:
- 5.25% COLA increase effective after ratification of new contract terms.
- 3.50% COLA increase effective Jan. 1, 2025.
- 1.50% COLA increase effective Jan. 1, 2026.
As with other OPU core economic offers, this proposal is in addition to the Universities’ commitment to:
- Paying either 95% or 97% of the healthcare premium costs for eligible employees and their dependents.
- Continuing to pay an average annual 4.62% “step” wage increase to eligible employees.
- Continuing to pay the 6% of gross wages PERS “pick-up” for eligible classified employees (which the State of Oregon does not do for state employees) in addition to the entire regular PERS pension benefit.
- Continuing to pay a minimum wage that is higher than the state’s highest minimum wage.
The Union offered a counter proposal on core economics for COLA increases and bonuses that addressed the third year. The Union’s proposal was:
- 9.75% COLA increase retroactive to Oct. 1, 2023.
- 6.00% COLA increase effective July 1, 2024.
- Effective July 1, 2025, a COLA increase equal to the average one-year increase in the CPI-Western Region B/C for the year ending June 30, 2025, but no less than 3% and no more than 7%. (Meaning if the CPI averaged an increase of 2.25%, the COLA would be 3% and if the CPI averaged an increase of 8%, the COLA would be 7%).
- $2,000 bonus per employee.
While the OPUs appreciated the creativity proposed by the Union in the third year, there was still significant costs associated with such a proposal.
With that offer, and after a discussion in sidebar meeting related to the outstanding holiday proposals, the parties officially concluded the first day of the two-day negotiation session.
At the start of the second day of negotiations, the OPUs sought to continue discussion of non-economic issues, but the Union responded that it was not going to present any further proposals until the OPUs provided a response to the core economic offer the Union made at the end of the first day.
The OPUs determined that continuing negotiations by exchanging core economic proposals with the parties so drastically far apart would not be productive. With no additional dates scheduled for negotiations, and a requirement that the parties enter the mediation phase of negotiations after Jan. 1, the OPUs concluded it best for the eventual success of the contract bargaining to call an end to the two-day negotiations and allow the negotiations to move into mediation. Since the end of the Dec. 14 and 15 sessions the parties have filed a joint request for mediation and will continue their negotiations on Feb. 8 and 9 in mediation with an assigned State Mediator.
Pre-Mediation:
Bargaining teams representing Oregon’s seven public universities (OPU’s) and classified employees will be in mediation this week to seek resolution in contract negotiations over proposed wage increases and other provisions.
The negotiations began in fall and are part of re-opener discussions that are permitted in a contract that continues through June 30, 2026, between SEIU-represented classified employees and the universities.
The request for mediation took place following negotiations held Dec. 14 and 15. Mediated bargaining negotiations between the SEIU and OPU’s will continue on Feb. 8 and 9 with an assigned state of Oregon mediator.
The OPUs have increased their offer to classified employees to include:
- 5.25% COLA increase effective after ratification of new contract terms.
- 3.50% COLA increase effective Jan. 1, 2025.
- 1.50% COLA increase effective Jan. 1, 2026.
This proposal is in addition to the universities’ commitment to:
- Pay either 95% or 97% of the healthcare premium costs for eligible classified employees and their dependents.
- Continue to pay an average 4.62% annual “step” wage increases to eligible employees.
- Continue to pay the 6% of gross wages PERS “pick-up” for eligible classified employees, which the state of Oregon does not provide for its own employees, in addition to the universities paying employees’ entire regular PERS pension benefit.
- Continue to pay a minimum wage that is higher than the state’s highest minimum wage.
The union’s three-year economic proposal seeks:
- 9.75% COLA increase retroactive to Oct. 1, 2023.
- 6.00% COLA increase effective July 1, 2024.
- Effective July 1, 2025, a COLA increase equal to the average one-year increase in the CPI-Western Region B/C for the year ending June 30, 2025, but no less than 3% and no more than 7%. (Meaning if the CPI averaged an increase of 2.25%, the COLA would be 3% and if the CPI averaged an increase of 8%, the COLA would be 7%).
- $2,000 bonus per employee.
The union’s proposal for three-year raises could range in excess of 18 to 23%. Meanwhile, the Portland Public School District recently settled with its teachers’ union for 13.75% in increases over three years, and with their custodians’ union for 12% in increases over the three years. The OPU three-year wage offer totals 10.25% and includes economic benefits for classified employees paid by the universities that are not similarly provided state employees.
Oregon’s public universities greatly value the contributions that all classified employees make to student success, as well as to the operation of each university and success of their mission. The OPUs, however, must balance their commitment to employees and students while being financially stable in the years ahead. The OPUs have said that the universities receive limited state funding and seek to minimize increases in the cost of education that students and their families pay through tuition.
State employee raises were covered by a $450 million increase given to state agencies by the legislature in the last session. Oregon’s public universities did not receive such an increase for employee wages and salaries, and the universities were funded below their 2023-2025 overall funding request.
Between 1990 and 2022, inflation rose 128%, yet state funding for the universities grew by only 45%. Recent increases in state funding do not make up for more than two decades of declines in the percentage that state pays for a student’s university education. The state previously funded more than 60% of the cost of an Oregon student’s education, but that is not the case today. An Oregon student paying in-state tuition covers more than 60% of their educational costs. These costs for students have a significant impact because the fears of crippling student debt do play a role in many students’ career and educational decisions.
Even with recent increases in state funding, some Oregon universities are seeing declining tuition revenue resulting in little to no change in their overall revenue even while employee payroll and benefits are expected to rise 9% from the previous biennium.
The OPU bargaining team recognizes the challenges that lie ahead but looks forward to working with the SEIU bargaining team and state mediator to discuss proposals and reach agreement on remaining contract issues.
February 8 & 9
Oregon’s Public Universities (“OPUs”) bargaining team met on Feb. 8 and 9 at Oregon State University with the SEIU Local 503 (“Union”) bargaining team to continue classified employee contract negotiations. After two days of negotiations with a state-appointed mediator, the parties were unable to reach an agreement.
Mediation is the second phase of the negotiations process outlined under Oregon’s Public Employee Collective Bargaining Act. Mediation occurs mostly in a confidential setting with the mediator seeking to have bargaining parties find common ground to resolve their outstanding issues.
Proposals exchanged during a mediation session are considered mediation proposals that do not advance a party’s position unless the party presenting the proposal considers it an official, non-mediation proposal.
During the two days of negotiations, the parties had very good discussions in sidebar meetings that were designed to discuss the parties’ underlying interests in remaining contract proposals. However, by the end of the two days of meetings, the parties only presented official economic proposals. After the mediation session ended, the OPUs sent the Union three proposals that mirrored a commitment made by the OPUs during the mediation that added back a personal leave day, strengthened union rights, honored Veterans’ Day as a paid university holiday, and expanded the time when the Special Day can be used by classified employees.
Regarding the parties’ official economic offers, the Union proposed:
- 6.50% COLA increase retroactive to Oct. 1, 2023.
- 6.55% COLA increase effective July 1, 2024.
- 5.50% COLA increase effective July 1, 2025.
- $2,000 bonus per employee.
The union’s proposal for three-year raises is 18.55%, not including an average annual 4.62% step increase in wages that is given to more than 60% of classified employees within the bargaining unit. This means that if the OPUs were to accept the Union’s current proposal for three-year raises, a step-eligible classified employees would receive raises totaling more than 32% over that three-year period.
The Union’s proposal for COLA increases is higher than the increases agreed to by the Portland teacher’s union and the Portland School District. After more than a 21-day strike, the school district settled with its teachers’ union for 13.75% in increases over three years. The Portland Public School District also just recently settled a contract with SEIU for school district custodians that included 12% in COLA increases over three years.
Other recent public union contract settlements taking place around Oregon are more in-line with the OPUs proposed economic offer of 12.50% for three-year raises:
- 6.50% COLA increase effective after ratification of the new terms.
- 4.00% COLA increase effective January 1, 2025.
- 2.00% COLA increase effective January 1, 2026.
This proposal is in addition to the universities’ commitment to:
- Pay either 95% or 97% of the healthcare premium costs for eligible classified employees and their dependents.
- Continue to pay an average 4.62% annual “step” wage increases to eligible employees.
- Continue to pay the 6% of gross wages PERS “pick-up” for eligible classified employees, which the state of Oregon does not provide for its own employees, in addition to the universities paying employees’ entire regular PERS pension benefit.
- Continue to pay a minimum wage that is higher than the state’s highest minimum wage.
The OPUs proposal for three-year raises overall equals more than 25% in increases for step eligible employees for the three-year period.
As the OPUs continue negotiations with the Union, they are mindful that there must be a balance struck between Oregon public universities’ commitments to employees and students, while also being financially stable in the years ahead. Student ability to afford college — even while receiving financial aid — is very important to the OPUs. The universities have routinely said that while considering limited state funding, there is a continued need for the OPUs to minimize increases in the cost of education that students and their families pay through tuition.
Recent increases in state funding do not make up for more than two decades of decline in the percentage that the state pays for an Oregon resident student’s university education. The state previously funded more than 60% of the cost of an Oregon student’s education, but that is not the case today. An Oregon student paying in-state tuition today covers more than 60% of their educational costs. These costs have a significant impact on students and their families. And because of the fears of crippling student debt, the cost of tuition plays a significant role in many students’ career and educational decisions.
Meanwhile some Oregon public universities are seeing declining enrollment and reduced tuition revenue resulting in little to no change in their overall revenue. At the same time, employee payroll and benefits are expected to rise 9% from the previous biennium.
While Oregon’s public universities must fund any increase in employee wages and benefits, state employee raises were covered by a $450 million increase given to state agencies by the 2023 Legislature. Oregon’s public universities did not receive such an increase for employee wages and salaries, and the universities were funded below their 2023-2025 overall funding request.
The OPUs will continue mediation discussions with the Union on Feb. 22 and 26 at the University of Oregon.
The universities remain committed to finding a path toward resolution of these negotiations that recognizes the contributions that all classified employees make to student success, while at the same time keeping the universities financially stable, and accessible and affordable for students in the years ahead.
February 22
On Friday morning (Feb. 23), the SEIU’s bargaining team declared an impasse in the contract negotiations with Oregon’s Public Universities (OPU). The impasse came after only three mediation sessions and before the parties are scheduled to meet on Monday, Feb. 26, at the University of Oregon.
The OPUs are obviously disappointed that the SEIU bargaining team has declared an impasse even while both parties have another round of mediated bargaining scheduled to take place on Monday.
Bargaining teams representing SEIU and the OPUs had met Thursday with a state-appointed mediator but were unable to reach agreement.
The OPUs offered eligible classified employees the following compensation increases over the next three years:
- 6.50% COLA increase effective April 1, 2024, plus a $1,000 per employee settlement bonus payable in May of 2024.
- 5.00% COLA increase effective January 1, 2025.
- 2.50% COLA increase effective January 1, 2026.
The proposed raises, totaling 14% over three years, are in addition to annual 4.62% “step” wage increase or a 2.50% longevity premium that eligible classified employees receive. Altogether, the OPUs proposal for raises, when combined with step increases, equals more than a 25% increase over three years for eligible employees, and does not include other benefits that the OPUs have committed to, including:
- Paying either 95% or 97% of the healthcare premium costs for eligible classified employees and their dependents.
- Continuing to pay the 6% of gross wages PERS “pick-up” for eligible classified employees, which the state of Oregon does not provide for its own employees, in addition to the universities paying employees’ entire regular PERS pension benefit.
- Continuing to pay a minimum wage that is higher than the state’s highest minimum wage.
The union’s proposal for three-year raises totals 16.25%, not including the average annual 4.62% step increases or 2.50% longevity premium provided to eligible classified employees. Altogether, the SEIU’s proposal for raises, when combined with step increases, totals more than 30% over the next three years.
Now that impasse has been declared, by Oregon law governing bargaining involving public employees, both the SEIU and the OPUs’ bargaining team will submit final contract offers to the Oregon Employment Relations Board by March 1. After filing those offers, state law requires a 30-day “cooling-off” period to begin. At the end of the cooling-off period, which ends March 31, SEIU can strike provided it gives the OPUs a 10-day notice of their members intent to strike. The notice must specify the date of when a strike may begin and provide the reasons for a strike being called. A notice to strike can be sent during the 30-day cooling off period.
The OPUs remain committed to ongoing negotiations with SEIU and the state-appointed mediator, with discussions set to resume on Monday.
Despite the current challenges, there is a prevailing sense of optimism within the OPUs, as they strive to foster dialogue and cooperation in order to achieve an agreement that not only benefits thousands of dedicated higher education classified employees but also upholds the mission and integrity of the Universities. This commitment is rooted in the belief that a mutually beneficial resolution will not only positively impact employees involved, but also contribute to the continued success and accessibility of education for diverse student bodies of Oregon and non-resident students.
February 26
After 18 hours of negotiations with a state mediator, the Oregon Public Universities’ (“OPUs”) and SEIU bargaining teams reached a tentative agreement early Tuesday morning on all outstanding issues, concluding the economic reopener negotiations that began last fall.
The terms of that tentative agreement include compensation increases of:
- 6.50% effective April 1, 2024
- 2.00% effective Nov. 1, 2024
- 3.50% effective June 1, 2025
- 3.00% effective Nov. 1, 2025
Additionally, the bargaining teams agreed to:
- A one-time compensation payment of $1,500 paid along with April 2024 pay. This one-time payment will be prorated based upon a classified employee’s FTE.
- Granting Veterans’ Day as an official holiday at all universities.
- Expanding opportunities for when employees may utilize a “Special Day” off from work.
- Expanding the use of sick leave to include personal close affinity relationships in alignment with Oregon law.
The increases amount to 15% and are in addition to annual 4.62% “step” wage increase or a 2.50% longevity premium that eligible classified employees receive. Altogether raises, when combined with step increases, total more than 28% increase for eligible employees through the end of the contract on June 30, 2026, and does not include other benefits that the OPUs have committed to, including:
- Paying either 95% or 97% of the healthcare premium costs for eligible classified employees and their dependents.
- Continuing to pay the 6% of gross wages PERS “pick-up” for eligible classified employees, which the state of Oregon does not provide for its own employees, in addition to the universities paying employees’ entire regular PERS pension benefit.
- Continuing to pay a minimum wage that is higher than the state’s highest minimum wage.
The OPUs bargaining team worked collaboratively with the SEIU team to reach a tentative agreement that well recognizes classified employees and contributes to Oregon’s universities remaining financially stable, and accessible and affordable for students in the years ahead.
