We are pleased to report that we were able to reach a tentative agreement on our collective bargaining with the Assembly.  We've included a brief summary of the Tentative Agreement below. 

This agreement is tentative until approved by the bargaining unit membership through a ratification vote, which will take place by regular US mail. We will send an update out with additional information as we prepare for mailing out ballot packets, but the packet will include a copy of the TA, along with ballots and instructions for voting.

Tentative Agreement Summary:

• Two year agreement, effective through 12/31/2026
• Wage Increase 6.55%, effective 1/1/2025. *This is a retroactive wage increase which will be applied in steps.  The February 1 paycheck will be paid at the old wage rate, with a 2nd paycheck being issued February 14 to make up the difference to the new rate. The March 1 paycheck (and moving forward) will be at the new rate.
• The parties agree to meet for three consecutive days after September 2025 Legislative Days for a re-opener bargaining session.  This re-opener bargaining session will include wages and each party can propose changes for up to 3 additional subjects. 
• Article 25 Vacation. 
  • General housekeeping changes
  • Added clarification under section 25.6 B, when someone moves within the Legislative Branch into a leadership office or caucus office position then all remaining hours not transferred above the maximum are paid out to the employee prior to the transfer.
  • Removed the limitation for requesting payment of vacation in lieu of time off under section 25.9 C. Employees may now request payment in lieu of time off at any time during the year instead of being limited to between 10/1-12/1 of even years.
  • Added clarification regarding the use of vacation leave and Paid Leave Oregon Benefits under 25.12 to show that accrued leave can be used to supplement Paid Leave Oregon benefits but shall not result in hours in excess of an employees regularly worked hours. For example, an employee that normally works 8 hours a day can record a maximum of 8 hours per day of leave.
• Bereavement Leave, section 30.1, has been updated to reflect OFLA guidelines on unpaid protected bereavement leave, which allows up to 2 weeks of unpaid protected bereavement leave per family member, up to a maximum of 4 weeks per year.
• Added language under section 33.1 to document access to the commuter benefit program, which includes a pre-tax option to deduct commuter expenses to be placed in a commuter account. This program includes parking and other eligible expenses. Also, added parking options to the materials provided by the Employer under section 33.2 Resource guide.
• Along with updating the wage schedule in Article 40 to reflect the 6.55% wage increase mentioned earlier, new language has been added to documents the process for recouping overpayment of wages or benefits, including guidelines on employee notification in overpayment situations.

As mentioned earlier in this email, we expect more information to go out next week as we are able to prepare for the ratification process.

In Solidarity,

IBEW Local 89