AFSCME Local 328
4006 Barbur Blvd, Portland, OR 97239
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Is there a minimum time when management must notify us of requested OT? I signed up on 12-31 for a shift tomorrow. Still, at 1200 have not heard whether I have the shift or not.
Not exactly the right category, but here's my question. Holiday pay for January 1. I worked my regularly scheduled shift on Thursday, 12/31. My boss offered 4 hours of paid leave to all classified staff. I took the leave. I did not work the holiday. My next scheduled work shift was Monday, Jan 4. However, due to the official inclement weather situation, my boss closed the office for the day, cancelling my work shift. I only have 5 hours of vacation time. Will I lose the Holiday pay?
I am sorry I asked this question a few days ago but neglected to provide some important info/context to my question. My shoft ends @ 1600. I have a job that I have to wear scrubs for. I would like to know when is my employer responsible to relieve me to go home? wondering if the contract provides for time to change clothes?
If my shift is until 4pm when is the employer responsible for relieving me to go home? My 2nd question is then...at what time (using shift end of 4pm is it considered mandatory overtime ?
Is there a list of what count's as hardship regarding assignment shifts in our department? Is childcare issues on the list? Thank you, Megan Evans
I'm not able to find anything regarding weekend days for healthcare workers. I do the scheduling for my units health unit coordinators (HUC), and I need to know if a Friday night is considered a weekend day for evening shift HUCs (3pm-11pm). Thank you, Joseph
Mgmt signed the leads and trainer/auditors up for a 6 week class Emerging Leader in the FAB office, for Enterprise Coding, we work offsite. Mgmt has us clock out to drive in, pay for parking, clock back in when we arrive in office, and then clock out at the end of class to go home, clock back in and work if we did not complete our shift. My question is, if mgmt requires us to drive in to a class, are they required to: 1) Pay for drive time to/from. 2) reimburse for parking.
I work in a department where I am the only AFSCME salaried employee - the rest of the staff is nursing. There has been a lot of questions to holidays and how they applied to me. I was recently told that for holidays off I am only eligible for 8 hours off. I normally work four 10 hour shifts so for weeks that have holidays I have to work one 12 and three ten hour shifts to maintain my hours. Is this the policy? Does the holiday allow me a whole shift off or just 8 hours? -Faye Girardi
Can an employee or group request to have their breaks periods be their lunch periods too? Ultimately being at the office for 8 hours instead for 8.5 hour a day. We're finding that our 1/2 hour overlap in shifts are not as beneficial as initially thought and is a waste of our time.
Can I take my lunch and breaks at the end of my shift in order to leave earlier for childcare and schooling?
I'm salaried and being asked to travel on MLK Day (Jan 20th) which the contract observes as a holiday. I don't mind the travel on the holiday, but what kind of rights do I have in this situation?
It is not uncommon for us to work the entire day with no meal period as provided in Article 7. Right now we clock out with no meal, but as a workgroup can we vote by consensus to close for 30 minutes on those days to allow an uninterrupted lunch? Eating while working is not the most pleasant of options sometimes and the break would be welcomed.
What is the correct amount of breaks I should take during a 12 hour shift? Is there anything additional I need to clock for that long of shift?
Is it okay according to the union/contract for workers in one job class to be required to work another job class on a temporary basis? (like once per month)
My unit which is the Pediatric Echo is being asked to take vacation/comp time/leave without pay on December 24th which is not a holiday. The reason we told that we are not able to work is because our Pediatric Cardiologists will not have a reader for the day. There was work to do, but the pediatric cardiology medical directors told us we would have to close the lab. There is a potential we will have to do the same for December 31st. Thanks, Rob McDonald
I make the schedule in my department and we currently have a temp employee. I was told by my supervisor that temp employees can not work holidays. Is that true?
Our manager is asking up to sign a form to change our work schedule to 4/10, only voluntarily, to accommodate the closure of Sam Jackson, and work less hours on the hill. Once I waive this overtime after 8 hour and choose only after 40 hours a week, can this be changed back in fall or is this a permenant change?
If I wokr a 7 hour work day or a 6 hour work day, am I required to still take a 30 minute lunch? Also, how many breaks would be legally included in a 7 or 6 hour work day? thank you!
Is it ok to routine not get breaks or lunch breaks during your work week... everyweek???
I work 3 days a wk (32hrs) so when one of my work days is a holiday I only get paid 6.4hrs and my manager states I need to use my accrual time for the rest of the day, could a take the rest of the time as unpaid instead, like on the example of the day after thanksgiving?
Regarding school schedules: I read the previous post that an employee was needing accommodation for his/her school schedule, that is, adjusting hours so he/she could make it to class on time. The steward seemed uncertain about both the Union and OHSU's stance on education. Am I wrong in thinking that OHSU as a teaching hospital/University accommodates any reasonable request for school schedules? My understanding - and interpretation of the contract - is that students will be accommodated.
I work in Admitting. Question is: if Friday (July 3) was "recognized as the holiday" (Ed Gaines), then why did the following happen? We were told that to get paid for the Holiday we had to be in "pay status" for the 3rd. That meant that we either had to work (see next issue) or we had to use comp or vac time for Friday in order to receive our Holiday pay. 2) Friday (July 3) was posted as a Holiday day where shifts were up for bid for relief/pt. Which date is Holiday--can't be both.
If I am working my regular day schedule as well as being on call do I receive on call pay as well?
I have been placed on an On-Call schedule but am being told I will not be paid for that time while on call
I would like to talk to someone who can tell me what I should do about departmental work schedule policies not being adhered to by all coworkers. I have been disciplined for straying from those policies. Not fair application for all employees.
A tech has given two weeks notice. The position is a tech 1. We have been told that no new person is being hired to fill it but a schedule change will happen. The least senior tech is a tech 2. Should the schedule be given based on the class or on seniority?
What's the deal with Thanksgiving and the day after Thanksgiving?
My department used to allow us to take our 15 minute breaks along with our half hour lunch to give us an hour for lunch. Now they say we can't do that anymore. Can you help us reinstate the previous practice?
I had signed a paper to waive my rights for overtime for anything after 8 hours and I only get overtime after 40 hours. I was completely mislead by my department on the understanding of these terms so I would like to IMMEDIATELY cancel that waiver. Please contact me and let me know what needs to be done to get this done, thank you!!
Can my boss make me sign a flex time agreement?
Will you advise how much notice a relief worker should receive before being required to report to work. My son works with a supervisor that randomly calls him into work; which is understandable, but it would be nice to get at least 24 hours notice if one is suppose to work.
In our unit we have self-scheduling, I'm wondering when there is a conflict between two employees, if seniority is a factor in deciding, the schedule???
After all employees have been scheduled according to their FTE, there are about 10% of shifts per month that aren't covered. These are open shifts that employees are allowed to bid on as overtime. If there are no bidders these shift remain unfilled and the scheduled workers are having to pick up the slack of not having that person there. This is a patient safety concern? You shouldn't have 2 people doing the job of 3. Is there anything that can be done according to the contract?
When the lowest seniority regular employee is asked to leave for the day since there are no cases left to do, can a RN send that person home or does it have to be another higher seniority AFSCME person?
Is there a rotating seniority to curtailment or will the low man on totem pole always be curtailed up until their 120 hrs?
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