Other

• Possible reclassification or demotion: Management has told us that our group of 3 PAS specialists will no longer be checking in patients at the front desk , that this will be taken over completely by another department (admitting). Management says they're considering giving us a new job within the unit, but it might involve a demotion or a reclassification (is what they called it.). QUESTION: If i refuse the demotion/reclassification, will i go into a layoff situation? Thanks, Cheryl
• i work at CWH, and need to talk to someone about my work place, and my past review with my manager and things that were said.. I'm very upset & concerned about this. I'm at work now, my email is kings@ohsu.edu. I can't go into detail now, but, need to talk to someone, soon. very important. thanks.
• I hear you may offer tuition reimbursment.
• Dispatchers in my department are not getting leadworker pay, as it states that they should in the contract. What should I do?
• Historically the 3 pas specialists in my group shared the task of filling in for sick calls in another area of our department. They have now told me I must fill in on Mondays in that other area (because they fired the woman who used to work there on Mondays) and have said my co-workers would not have to rotate there like we used to. They claim this is temporary. I have seniority. Does that matter? Can they just change our assignments, or is it something that needs to be shared evenly with the
• For Training required and paid for by my department, do I get paid for the time traveling to that location (Training in Atlanta, GA)?
• What are the standard procedures/rules regarding transferring departments?
• I have a nueromuscular disability called Kennedys disease. Work is getting tough for me. need to know my options and how to not be made to work mandatory Overtime. My regular job is being a Lead technologist behind a desk, however our staffing is miserable and mandatory OT is being dished out everry 2 weeks. there are areas that I cannot physically handle due to my legs getting weak and would like to stay in the capacity of my normal position and ask for an accomodation.
• I have been told I need to assist with muscle biopsies, which is not in my job description at all. Should this be added? It started as 1-2, but now I am assisting weekly. Same with rooming patients. It is not in my job description but have been asked to room patients as well. Should my pay increase if these are added to my job description as well?
• Is there a Form for reclassification of job?
• is ok if i work 20 years and my coworker work 3 years and he is in top pay skale?
• Can management force me to work without a job description (for 18 months)? Can management ask me to agree to a demotive job without providing said job description and refusing to submit the job description to HR for approval? I'm being pushed out of my job and need union help to protect my rights. This is happening to 2 of us in BMB - both of us are over age 60. Management will do everything to avoid layoff because of age and potential choice of severance package.
• I would like clarification on union dues. I notice that each paycheck my dues deducted are different. I’m assuming this is because a certain percentage is taken out of our gross but I cannot remember what that percentage is. So I guess my question is what is the percentage if that is the case or what dictates the amount taken out each time? What is the max allowable deduction? My last deduction was almost 30 which seemed a little high to me. I’m sure this was covered in orientation (5 years ag
• Im checking my pay and I was wondering if im at the right pay scale. It sas im on step 1 and i have been in this position since 2011?
• I haven't received my annual pay increase which should have been effective last month. I have contacted my manager (Patrick McCormick/Jill Sanders) as well as Michelle in HR and Deborah Smith in payroll, but I haven't gotten an answer as to why this hasn't gone through. Can you tell me what the process is for this so I can receive this annual pay increase? I received it last year but not this year.
• My part time position is being terminated for full time. My probationary period was extended after six months though I am pretty sure I was not on probation to begin with. What layoff rights do I have, if any? Will I at least be eligible for unemployment and how do I protect that until the position ends, if I do not find something else right away?
• I have a question regarding performance review dates. Should the yearly performance review be consistent with the assignment start date, or can management decide on the dates as they see fit? For example, my review should have been in July, but my review was recently performed and my manager is saying that the review date is through September.
• My colleague has been on an unscheduled medical leave since 10/29/13. My job duties have increased, and although we hired a temporary person to fill in after two and one half weeks from his departure, I am spending a considerable amount of time traing this person. I have spoke with my supervisor about these increeased duties, training and a pay increase to no avail. Am I entitled to a pay increase for training and as well as incresed job responsibility? Thank you.
• If written feedback was not given between 30 and 110 days, would that make me eligible for job bids?
• I was informally offered a job my manager. The job was posted and I applied, but the department chose another employee and I was not interviewed.
• My current position will be reduced to lower FTE. I want to remain a full time, can I 'bump' an employee with less seniority?
• For management to enfore a policy does it have to be in writing, and available to the employee to look up?
• one of my co-workers asked me who our union representative is...how do I find that person?
• Would I be allowed to add an event to the calendar? It is for Tram Talkers Toastmasters. We have having an open house 2/19/13 with Amanda Fritz. Thx Kim Meyer 4-2552
• Could you confirm that I am a dues paying member?
• I'd like to look into partial telecommuting and am willing to go from hourly to salary to do so.
• How can I obtain Local Union Verification that I am a Union Member on a Bank Form. Who can I fax the form to?
• I am serving a six (6) month Internal Job Change Evaluation Period after taking amother position due to Lay off. I am not happy with my new position and want to quit. Do I have to give them any notice?
• Strict lunch hours. Could you please tell me were in the contract is the information about eating scheduled instructions? I have 21 years here and new Manager focus in the contract about strict schedule for lunch. I work in a clinic that lunch can be move to different hours because is very busy and I don't need to eat "with schedule". Could you please confirm? If you don't understand my questions my ext is 4-6928. Thank you very much. Emma
• What website can I go to in order to find out about the seniority points?
• I have my "I support the AFSCME Bargaining Team" Poster displayed at my desk and I have put on the various stickers on it along with the fake check. I have been asked by management to take down the check along with the robber sticker. Can management request that I take it down?
• I would like to get AFSCME posters for a display case in my work area. How do I go about obtaining these items?
• I would like to attend a PERS meeting and file my retirement paperwork. Is there a provision in the contract that allows me to have the time off to do this. Not concerned with paid versus unpaid, just want to make sure I can go.
• I am a Facilities Technician and just worked all day doing carpenter's work- cutting ceiling tiles to fit. How much carpenter's work do I need to do before I can apply for out of class pay? Thanks for your time...
• it says i have already voted in this election. i did not. how did that happen?
• How do I file a grievance?
• An RN made false accusations against me , how should I handle this?
• Restructuring has begun in BME and it is rumored that all of us will be laid off to "be fair". I will choose to "bump" another employee in my job class. I am at the top of the payscale as a Grants and Contracts Coordinator and there are 18 people in this category with less seniority than me. Will it be possible for management to cut my pay in a lateral move such as this.
• Tuition reimbursement form
• If a member is required to perform daily duties outside their classification (i.e. AA performing PAS duties) should this be at a higher pay rate? Would this be considered a higher level classification? Who should I contact to determine this?
• I requested to see my ENTIRE personnel file. The Human Resources representative informed me that I would have to look at my dental school file in the DEAN'S OFFICE. I had already made arrangements to view my ENTIRE file at the Human Resources office. What are my rights/obligations?
• How long after an employee has been laid off can a department fill the position again?
• I have had two investigatory meetings so far, and am having a third today. It is telling me I have no cases filed on your site. How do I get to them?
• Unable to read/pull answer to question on 4/21, is the section limited to three questions? Thanks
• My supervisor wants to extend my 6 month probationary period by another 6 months. The first 6 mo period ends 5/16/10. I know she can extend it, but are there controls on the length, e.g. could she extend it only 3 months? Also, she wants my decision about this on Monday 4/26. She told me yesterday. I have other questions--could someone call me at 41689?
• When and where is the grivance training? I need to plan for other things the same day.
• Should member accept $25 gift from supervisor (Admin Day)? Does the contract address this?
• A member has inquired about how to obtain a car insurance discount, is there more information on the website regarding this?
• Do we have the right to argue an unfavorable 90 day review?
• I am working with OHSU HR, as I have been given layoff notice from my current position. I have chosen a layoff option based on the previous Union contract, because I was placed in the position when it was still in effect. If I request weight limitations, or other work schedule needs, and I turn down the next job does that mean that I could be laid off with no further chance of another position?Please let me know if you need further information. Thanks.
• I don't know if my work unit has a shop steward. Could you direct me to the closest one to Sam Jackson Hall?
• I was reading the contract about call back time and it stated that the first two hours are time and a half and any time after that is paid at the appropriate rate. I am not sure what "appropriate rate" is. Does that mean that we are not paid time and a half for all hours work on call?
• If I leave the bargaining unit for two years and then return to the bargaining unit do I retain the seniority/union points that I had when the bargaining unit? Also are there any seniority/union points earned while I was out of the bargaining unit?
• If my job results in a downward classification and lowering of pay, can I take a layoff and move to another job. The contract says that if the employee is being reclassified to a classification at a lower pay level, the employee shall have the option of being laid off in his or her current classification with all the rights that apply to that status, including accepting a vacant position and/or displacing per Article 19 of this Agreement.
• I can not locate the form for tuition reimbursement/ assistance.
• In the new contract it states: To be eligible for such lump sum payment, the employee must be a bargaining unit member as of the date of ratification of this Agreement and must be an employee of the Employer on the date of payment of the lump sum. - Will I not qualify for this even though I pay fair share?
• The director of my department (we don't have a manager) recently told me and my co-workers (all of us are Grants & Contracts Coordinators) to train a new employee, who has since quit. Just last week an issue arose with a mistake the trainee had made, and the discussion led to who was accountable for the, now departed, employee's mistake. What is the unions's policy is re having employees train new employees. Is it officially part of my job duties to provide training? Thanks!
• We have fairly recent information that shows we are being paid below market value for our position in the Portland area. What do we need to do??
• I was laid off a little over a year ago and the position I was laid off from has since been posted. According to the union contract 19.9 Right to Return to Previous Position. Do I qualify for this?
• My co-worker and I have a question regarding Work Out Classification and how it is compensated. We both covered 4 hours a day for 5 weeks for unclassified co-worker and want to know if we should have been paid for our work outside our normal working classification. Thanks Tabitha Lawson 503-601-7663
• My department would like to develop a consensus agreement on how to handle holidays and possibly vacations. How do we get this process started and who would be able to assist us?
• Another question regarding reaching consensus agreements. If something needs to be put to a vote, what process is used to ensure everyone has the opportunity to vote. Also, if you provide everyone with the opportunity to vote, but only a certain number of people actually vote is the consensus done based on votes received?
• Just wanted to let you know that I am no longer on DCH 10N, I have moved over to 7c - in the Neuro Science ICU - Still a HUC but my mail code is 7CN now.
• Last week I was asked about some open shifts on the schedule for PANDA, I told the manager that we had found coverage for all the open shifts. He responded by saying " good because you or Mark were probably going to manditoried to cover the call shift." The open shift in qustion was less than a week away on a day I wasn't working. Can OHSU do that?
• Holiday bidding:I had two shifts that I bid out for July 03.Five employees bid.The bid of course was given to the two highest senior employees. Now I have another shift to bid out for the holiday. Do I need to send the bid out again or does it go to the next highest employee that had already bid on the holiday?
• I started a case for an investigatory meeting and I don't see the filing in my filed cases
• I'm attending out of state training required by my department. Do I receive pay for time spent traveling to and from the training?
• I have submitted a signed membership card and have been paying dues for 20 months now. What do I have to do to be considered a union member?
• Is it ok to use as much work time as you want to deal with disciplinary issues? Or do you have to use personal and/or break times to contact union stewards.etc?
• Do I have to use my own vacation time when the clinic closes for inclement weather?
• I was hurt on the job in August and have been off work for sometime now. I have returned to work for 6 hours a day but still miss days often, is there any possible way that I could be fired if I am not a full time employee. I have a Dr. note for each day. Thanks
• The contract states that OHSU will provide up to 20 hours per year of paid time for job-related training. I asked my manager about this, and she said that with all the required annual training (safety, compliance, service, etc.), we probably get up to 20 hours. Is this accurate with the contract language?
• I know the timekeeper is allowed to adjust our Kronos with our permission, but is our supervisor allowed to go into our Kronos and make adjustments themselves. I have an issue with my supervisor going in changing punches or adding in my vac and sick time without my approval. Thanks.
• I have a co worker who would like to know how Jury duty is paid for. Thanks Kristi
• Annual employee review question. I have been a union member for 15 years and have worked in various departments at OHSU. I have either had no annual review or reviews that were for the most part favorable. I currently have a division manager who what I would call abusive (to all in the office, not just me). I am dreading my annual review because it is a power issue for the manager. Any help in how to handle this?
• I was wondering if its a normal practice for payroll to tax me at a different tax bracket when issuing a "special" check for back pay? I was taxed at an very high tax bracket which made this special check about half of what it should have been. Thanks for your attention to this matter - Hugo Gonzalez
• I used to be a full time employee in radiology, but now I am flex staff. I was told that flex staff employees are not part of the union, however, the dues are still coming out of my check.
• I plan to retire 1/1/09 from a full-time position as a medical social worker. It's been suggested that after I retire, I could return and do part-time resource/relief coverage for absences, vacation leaves etc. I heard from another AFSCME member that there are new rules about this....something about a waiting period before you can return to work at OHSU after you've retired. I've looked through the contract, but have not been able to find the answer to this question.
• Lead Work Pay - Does there have to be a certain number of employess to lead in order to gain full time Lead Work? My manager is absent most of the time. In his absence I am the Lead Worker. In some of his other depts. his assigned Lead Worker gets Lead pay every day. His reason is that you have to lead at least 5 employees. Is this a correct statement? Where do I get information on Lead Work Pay?
• Will my dues go up if I elect to become a member, vs being Fair Share?
• I thought I was a member what happened it wouldn't let me vote.
• I have a member that was yelled at in the hallway in front of all of her co-workers by her supervisor. As it turns out the supervisor did not have cause to berate this employee, what is her recourse?
• Is it discrimination if my mgr refused to let a gay coworker, who’s lived with her lover 6 yrs, go to her lover’s aunt’s funeral? Coworker filled out time-off request for “funeral”; mgr came & asked coworker whose funeral; coworker stated lover/Summer’s close aunt’s funeral; mgr consulted our main boss then emailed coworker denial.
• By Lead Worker contract definition, a lead worker performs essentially the same duties as those led, but performs extra duties. What if we feel that our lead worker does not perform anywhere near the same duties as us? Is there anything that can be done about that besides going to our manager?
• What percentage do you need to be working out of class before differential pay begins?
• What type of protection do I have against being routinely asked to preform tasks below my classification?
• This is a test question
• Would it be possible to get a copy of the union contract?
• What is a limited duration employee?
• How can I file a grievance against another member?
• How much time do I have to file a grievance?
• Why should I file a grievance?
• How do folks sign their union cards if they've been an employee a while and didn't attend New Employee Orientation?
• Epic training is taking place in evening, on weekends, on holidays, etc. Are employees who need the training obligated to work later than their regular shift or come in on a weekend? Would they get holiday pay, differentials, etc., or regular pay?
• Hi, I work in the radiology dept in south hospital. The vacation policy currently is done by seniority and we would like to vote to change it so everyone gets to pick a holiday to work. This way the jr person isn't stuck with thanksgiving and Christmas every year. What percentage do we need to have to change the policy?