Yesterday morning PFSP presented signed union cards for previously-unrepresented job classifications in OTIS. Please give a warm and heartfelt welcome to our newest PFSP members:
- Information Security Analyst
- IT Business Systems Analyst III
- IT Technical Support Rep I
- IT Technical Support Rep II
- IT Technical Support Rep III
- Project Coordinator - Information Technology
Representatives from OTIS came up and explained to management why they wanted to join a union: making supervisors accountable for their continuous mistreatment of employees, better protections and accommodations for employees with protected statuses, and more control of our work hours and/or require advanced notice of any changes to our work schedule.
This is a tremendously exciting moment for PFSP, and we are thrilled to have our newest union siblings alongside us.
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PFSP Proposals
You can view all proposals on the Bargaining Tracker.
Along with presenting our new unionized job classes to management, the Bargaining Committee also worked with rank and file members to present changes to Appendix 2, which applies to Occupational Therapists and Physical Therapists, and Appendix F, which applies to Sign Language Interpreters. You may remember that last contract PFSP agreed to an MOU in which these groups would receive consideration outside the contract proposal – here we sought to make sure that their particular considerations are brought under the protection of the CBA.
Appendix F - Sign Language Interpreters
Our proposal would provide protection to Sign Language Interpreters who are called to a temporary placement change. This is important because our Sign Language Interpreters are asked to cover shifts not just across PPS, but sometimes as far as Reynolds or Oregon City!
Appendix 2 - Occupational Therapists and Physical Therapists
Our proposal for Appendix 2 would cement protections that are nominally in place for our Occupational Therapists and Physical Therapists - making it clear that they should not serve as a teacher if there is no sub available, or that their travel time as itinerant staff should not be considered their break or lunch. Additionally we proposed a mentorship program for newly hired Occupational Therapists and Physical Therapists, who otherwise lack comprehensive onboarding and training for PPS systems.
PFSP also presented counter-proposals on Employee Evaluations and Employee Discipline.
Article 18 - Employee Discipline
Our counter-proposal also requires management to provide prior notice to both the Federation and employees on any policies or procedures that - if not followed - could result in disciplinary action. This would include an annual reminder of any handbooks or manuals that management creates that you are responsible for understanding and following.
Article 19 - Employee Evaluation
The District said it would be burdensome to supervisors to ask them to meet with newly hired employees four times during their six month probationary period. Our counter asked for them to meet with new employees twice – once when they were first hired, and once halfway through their probationary period. New employees need to know who their supervisors are and how they are doing in their roles. If it is too burdensome for a supervisor to supervise their employees, maybe they should find a different job.
Management Proposals
You can view all proposals on the Bargaining Tracker.
Management did not open new articles. They did present counters to both Article 10: Personnel File and Article 11: Job Description/Position Guide. While we did not reach an agreement on any of the articles, we were encouraged by the discussion and feel like we may be close to reaching a TA on some of these first issues.
Our next bargaining session will begin at 9am on April 16nd at the PEC and online. If you are on site, come stop by on a break, otherwise we will have a zoom link available for members to observe. RSVP Here.