Our bargaining team has been hard at work to get all of our major bargaining proposals out on the table so we can begin to really negotiate with management over what will be in our first union contract.
As our non-union counterparts are asked (or volunteer) to take pay cuts at OHSU due to Covid-19, we, like many other essential staff delivering frontline care to our patients, will negotiate over our wages and benefits as a collective. We have already “won” our regular (non-union) 2020-2021 Stipend Increases (historically between 1.5 and 2% to the PGY salary stipend scale, with PGY step increases of between 2 and 5% depending on the year), and are hopeful that as we move forward, we will be able to make gains not only in salary and other financial stipends, but also in areas such as time off, reimbursement for required expenses, and parental leave and duty restrictions, etc. Our initial proposals thus far (summarized below) can be found here and symbolize our ultimate wish list of demands.
The bargaining process is collaborative and requires compromise from all parties. Now that we have made most of our initial proposals, and OHSU management has made their initial financial proposals (found here), we enter a new phase of negotiations, where we’ll need to prioritize what’s most important to all of our members and what direction to go in with our next round of proposals. We are hopeful that with your support and guidance, and with all of us working together to improve our working conditions, we will craft a first union contract that makes significant gains toward our most overarching goals: to create a more humane training program for doctors at OHSU and throughout the country.
HOU Proposals OHSU Response
Covid 19 LOA covers quarantine pay and additional sick leave, PPE and Patient Assignment, Education leave cancellations, staff coverage, workplace safety Covid 19 Childcare full reimbursement or 20k per qualifying member for childcare Covid 19 Meals $500/month for meals with 3-month rollover Covid 19 Task Force inclusion of residents on administrative and technical work groups Covid 19 Telework HIPAA-compliant laptop and headset provided by OHSU for residents Annual Salary Stipend 5% annually for three years Attending Pay Residents asked to work as Attending Physicians shall receive attending pay for those hours Chief Resident Stipend $100/ month during Chief Resident Service Childcare full reimbursement or 20k per qualifying member for childcare Education and Development $1000 for interns and $750 for residents annually for conferences, textbooks, fees, etc. for participation; Presentations, etc. reimbursed up to 2k Employee Benefits Council 2 voting Resident members on OHSU Employee Benefits Council Expenses covers the the following work-related expenses: --Phones: $100/month stipend --HIPAA-compliant app provided by OHSU --Computer equipment: up to $1500/one time --Reimbursement up to $3k/one time for medical equipment required for duty (loupes, leads, scopes, etc.) --Reimbursement for all licensure and certification required for duty, including BLS, ACLS, ATLS and PALS, as well as state medical license applications and renewals and USMLE Step III Exam fees while at OHSU Fertility Benefit Reimbursement up to 12k for fertility treatments, including egg harvesting, freezing, and storage Home Call Stipend $20/ shift (10-24 hours per “shift”) Housing Stipend 10k, 11k, 12k per year, paid monthly and taxed as compensation Leaves of Absence 4 weeks of vacation with option to cash out 5 days annually, 5 days of professional leave (for scholarly activities) per year, 15 days of sick leave with option to cash out 5 days annually Labor Management Committee Problem solving committee that meets quarterly. Lump Sum Payment Savings account for each resident with 10% of salary deposited annually at start of each year (July 1) March Wellness Membership fully paid membership and initiation fees for March wellness during residency Mental Health Counseling 12 sessions a year, including with out-of-network and MSW/LCSW providers, per individual choice Parental Leave 12 weeks of paid leave for birth or adoption; relief from overnight shifts and unscheduled call for pregnant residents at 28 weeks’ as well as duty restriction of no more than 3 12-hour shifts in a row; 14 days of leave for new parents, as well as relief from overnight shifts and unscheduled call as well as duty restriction of no more than 3 12-hour shifts in a row for 6 weeks’ following return from parental leave; Legally mandated lactation breaks in contract Parking Free two-diamond level parking for residents, or in lieu of the parking benefit, an alternative transportation stipend of $100/month (individual choice) Patient Care Committee Committee of residents who meet and with the approval of the University President, decide how to spend 500k per year on patient care quality initiatives Relocation Assistance Reimbursement up to $5000 for relocation costs for (future)Interns, payable upon ratification to everyone in the bargaining unit Scheduling Duty and call Schedules put out 3 months in advance, except for emergent changes Workspace HIPAA-compliant workspace for medical teams to discuss patient care and a resident lounge that holds up to 50, with 20 workstations and preferably, natural light | Covid 19 LOA--Agreed, found here Covid 19 Childcare--No Covid 19 Meals --No Covid 19 Task Force --No Covid 19 Telework--No Annual Salary Stipend 5% over three years: 1.5, 1.75, 2% Attending Pay--No, despite being an AMA guiding principle for Covid-19 found here Chief Resident Stipend--No Childcare--Pool of 50K annually for three years to be administered by HOU for the purposes of housing, childcare, transportation, or food insecurity in a “Hardship and Equity Fund” Education and Development --status qou/ per department or program Employee Benefits Council 1 non-voting member on OHSU Employee Benefits Council Expenses covers the the following work-related expenses: --Phones: $100/month stipend No --HIPAA-compliant app provided by OHSU SPOK app, if we agree to it --Computer equipment: up to $1500/one time No --Reimbursement up to $3k/one time for medical equipment required for duty (loupes, leads, scopes, etc.) No --Reimbursement for all licensure and certification required for duty, including BLS, ACLS, ATLS and PALS, as well as state medical license applications and renewals and USMLE Step III Exam fees while at OHSU Reimbursement for PGY1 licensure and certifications only (status quo) Fertility Benefit Pool of 50K annually for three years to be administered by HOU for the purposes of housing, childcare, transportation, or food insecurity in a “Hardship and Equity Fund” Home Call Stipend $20/ shift (10-24 hours per “shift”) No Housing Stipend Pool of 50K annually for three years to be administered by HOU for the purposes of housing, childcare, transportation, or food insecurity in a “Hardship and Equity Fund” Leaves of Absence --No (status quo), unless program or department chooses to give more time off Labor Management Committee (awaiting response) Lump Sum Payment--No March Wellness Membership--No Mental Health Counseling --No Parental Leave 3 weeks of paid leave for birth or adoption; legal compliance with OFLA/ FMLA/ ADA/ Lactation laws in contract Parking --status quo Patient Care Committee --awaiting response Relocation Assistance Pool of 50K annually for three years to be administered by HOU for the purposes of housing, childcare, transportation, or food insecurity in a “Hardship and Equity Fund” Scheduling --awaiting response Workspace --status quo |