eZone   AFSCME Local 328
 4006 Barbur Blvd, Portland, OR 97239

Frequently Asked Questions - Job Bid/Change

I have been asked go to another department by my new manager. Is there a possibility that management could be asked to guarantee that I will not be subjected to the 6 month or 3 month probation time period again? This is somewhat time sensitive.Thanks! She has asked me to talk with my co-worker, who is our CDRC HR Associate.

If you apply for and receive a position in another department then you'd have to do a probationary period there. There are very few exceptions to probationary periods.

If I started my job on 6/15/2015, should that mean that my 6 month probationary period is over by today? If so, why am I still unable to apply for other jobs at OHSU? It keeps saying I cannot apply in my probationary period. Thanks.

I would recommend asking your supervisor if you're officially done with your probationary period now. To see if they have any reason to say otherwise.  Could ask in terms of celebrating that you've completed your probation. It may take a day to make it through the system too.

I have a question regarding classification. Could I set up a time to speak with someone in person or over the phone?

If you call 971-271-7832 someone will answer your call same day if you leave a prefered time preference to be called back.


Thank you,



I am not sure if I should file a grievance for this - I was told that I would be working towards becoming a junior buyer on my review and now he is giving that to someone else....should I file?

Case submitted.

If i bid on a job, do I have to accept it? Can my manager make me accept it?

If you've accepted and your former position has been bid on already, then yes.

I already accepted a new possition in Angio as a PAS Resourse and signed an offer letter stating that my start date is 4/16/2014. My current manager at IRU just told me he isn't letting me go for another 2 weeks. That's 2 MORE weeks at a PAS's hourly wage. It's already been a month since I accepted the job. Is there anything I can do? I took the job for a reason and have had NO say in when I start. Now it's messing with my livelyhood.

18.3.6    Placement.  The Employer shall place the employee in his/her new position no later than four (4) weeks of the date the employee is notified of selection or the job becomes available, unless such move would pose a threat to patient or co-worker health or safety.  In the latter situation, the managers and employee will negotiate a mutually agreeable report date.

Can you apply for another position if you are in your probationary period after a job change?

  There are two kinds of "evaluation periods".  The first is "probation", the first six months of employment at OHSU.  You cannot job bid or apply for other positions during that time.  The second is "job change evaluation period."  You cannot job bid during that time, but you can apply for other positions during that time. 

I am planning to attend pharmacy school starting in August, and this will preclude me from keeping my 1.0 FTE position and I am planning to request relief status at that point from my dept. Right now there is a position open which I would be interested in bidding for, and if awarded I would be near the end of my six month job change probation period. Does that pose any problems with then requesting relief status/changing jobs from the new FTE Position later on down the line?

14.2.1 Personal or educational leave. In instances where the work of an Employer will not be seriously handicapped by the temporary absence of an employee, the employee may be granted personal leave of absence without pay or educational leave without pay not to exceed one (l) year.

The only problem I see is the possibility of them not granting your request as it may seriously handicap the department.

I am currently a PAS Specialist, transfering to an Administraive Coordinator position within our clinic, and I began training. Should I be getting a higher level of pay during this training time? Does this guarantee me the position?

If you are hired as an AC, you will begin being paid as such upon your date of hire. If you are maintaining your current job but being upward reclassified from PAS to AC, you are entitled to AC pay when you begin working in that role. If you are still PAS but in training, you will be paid as a PAS. There are no bonuses or differentials for time spend on education. Training for a higher position does not necessarily guarantee that you will get the position.

I read that when you do a voluntary demotion that you are unable to job bid in your department for 6 months. Does that 6 months start on your first day in the new department or when you accepted the job/were hired?

You are unable to job bid for any position at OHSU within the first six months of any new position. The six months starts from your first day of work in the new position.

I am curious of what continued representation I would have from the union if I change my status from hourly pay to salary

There is an entire Appendix to the contract which explains the changes.


APPENDIX A Contract Variations Applicable to Salaried Employees


Contract Variations Applicable to Salaried Employees
This appendix sets forth terms and conditions of employment that shall apply uniquely to salaried employees:

1.    Non-applicable contract provisions.  The following provisions of the Agreement do not apply to salaried employees:

a.    Employment Practices and Procedures, Article 6.3, Timekeeping Records
b.    Hours of Work, Article 7.1 Work Week and Extended Work Week
c.    Hours of Work, Scheduling of Work, Article 7.2.1 Shifts in Excess of 12 Hours
d.    Hours of Work, Scheduling of Work, Article 7.2.2 Split Shifts
e.    Hours of Work, Scheduling of Work, Article 7.2.4 Request for flexible work schedules
f.    Hours of Work, Scheduling of Work, Article 7.2.6 Changes in reporting time
g.    Hours of Work, Scheduling of Work, Article 7.2.8 Non-guarantee of hours
h.    Hours of Work, Article 7.3 Report Pay
i.    Hours of Work, Article 7.4  Availability of Non-Scheduled Work
j.    Hours of Work, Article 7.5 Rest Periods
k.    Hours of Work, Article 7.6 Meal Periods
l.    Hours of Work, Article 7.7 Time off Between Regularly Scheduled Shifts
m.    Hours of Work, Article 7.8 On Call
n.    Hours of Work, Article 7.9 In-House Standby
o.    Hours of Work, Article 7.10 Weekend Work
p.    Hours of Work, Article 7.11 Clean Up Time
q.    Hours of Work, Article 7.12 Inclement Weather
r.    Compensation, Article 8.2 Step Increases
s.    Overtime and Premium Pay, Article 9.1 Overtime
t.    Overtime and Premium Pay, Article 9.2.1 Compensation Rate
u.    Overtime and Premium Pay, Article 9.2.2 Commencement of compensation
v.    Overtime and Premium Pay, Article 9.3 Change in Reporting Time
w.    Overtime and Premium Pay, Article 9.4 Work on Recognized Holiday
x.    Differential Pay, Article 10.1 Shift Differential
y.    Differential Pay, Article 10.2 On-Call Pay
z.    Differential Pay, Article 10.3 Work from Home
aa.    Differential Pay, Article 10.4 In-House Standby Compensation
bb.    Holidays, Article 11.2  Holiday Compensation
cc.    Holidays, Article 11.3 Work on a Holiday
dd.    Holidays, Article 11.4 Holiday Work Schedules
2.    Voluntary process to move from hourly to salary pay. The currently established voluntary process for conversion to salaried status will continue with the following modifications:
a.    The Employer or an employee may request, for a specific classification within a specific work unit, a formal poll to move to salaried exempt status. A change to salaried exempt status requires a majority vote among those voting. Only Union members may participate in that poll. The Union commits to conducting this poll and submitting the results to the Union’s Executive Board for formal approval of the results within six weeks of the request.
b.    In addition, an employee in a regular status position may request to move to salaried exempt status by notifying his/her manager, appropriate HR representative and Union representative. If the Employer consents, the parties shall facilitate this movement.
c.    The salary range for the employee’s classification is determined by matching the midpoint of the existing hourly range to the closest mathematical midpoint of the salary structure.
d.    The employee’s new salary level will be established by multiplying the employee’s current hourly rate times the employee’s FTE times 2,080 hours.
3.    Posting of vacant positions. The Employer may post any vacant position that qualifies as exempt under the wage and hour laws as a salaried position.
4.    Compensation adjustments.  Salaried employees will be eligible to receive compensation adjustments as provided in Article 8, except that Section 8.2 shall not apply.  Annual performance reviews will be conducted for salaried employees.
5.    Longevity increase. To be eligible for a longevity increase (currently Step 11), employees must remain at the top of the salary range in the same classification for five (5) years consistent with current Step 11 guidelines. Employees who are at the maximum of their hourly pay range when they transition to salaried status and whose rate of pay is no more than 2.5% below the new range maximum shall, effective the date they move to the new range maximum as a result of an anniversary increase, receive credit toward the 5-year waiting period for a longevity increase.
6.    Vacation and sick leave accruals.  Vacation and sick leave accruals for salaried employees will be based on the employee’s FTE.
7.    Timekeeping requirements.  Salaried employees’ timekeeping requirements will be comparable to those in effect for Unclassified Administrative employees.
8.    Differentials.  Salaried employees who are assigned work in a higher level classification pursuant to Section 10.10, are assigned lead work duties pursuant to Section 10.5, or qualify for differential pay under Section 10.7 or Section 10.8, for any portion of their scheduled shift shall receive the applicable differential for the entire shift.
9.    Seniority.  Seniority points under Article 17 will be credited per pay period based on FTE rather than on hours paid.
10.    Relief and flex employees.  Relief employees and flex staff who perform work in a salaried classification will continue to be paid on an hourly basis.
11.    Salaries in effect.  The salaries in effect for all salaried classifications shall be set forth in the OHSU Salaried Compensation Plan, which is posted on the Employer’s intranet.

If I would make a lateral transfer to an open position in my department, would I have to serve a six month probationary period?


Full text of Article 20 can be found here:


If i change jobs am I subject to another drug test or background check?

Here is a link regarding the drug testing policy. It appears that transferring positions within OHSU does not require re-testing.


Here is a link regarding the backgroung check. Depending on where you are transferring to a new one may be needed.


Hope this helps!

Regarding last question asked: I work In radiology as a X-ray tech. They are saying I'm officially 1.0 FTE. I should be getting paid overtime if I work more then 8 hrs a day unless I sign a overtime waiver, is this correct?


 Hello Thiphasone,  You should be getting overtime for hours worked over 8 unless you sign a waiver. If you have been denied overtime you can flie grievance.



Is there a way to verify when a promotion has occured. The reason I ask is I recently found out about a promotion in my department that I would have liked to bid on, my manager responded that the job biding occured before I even worked here. Yet I remember the employee that got the promotion as having a lesser job when I started working here.

  It is possible to verify your own employment history by looking in your personnel file at the Human Resources office. I do not know of any way to verify another employee’s employment history.

I am applying for a lateral move as a grants and contracts coordinator. If I have the most seniority, most experience but my pay is at the top of the scale, can the job go to someone with less seniority and experience to avoid paying me the top level. What are the union rules for hiring.

  If the move is within your work group and within the same job classification, then the applicant is chosen by seniority.

  If the new job is not in your work group, then all OHSU employees who apply and are qualified wll be interviewed.  The manager, however, will choose the person who actually gets the job. If you are not chosen, you have the right to a written explanation of why you did not get the job.

  The process is described in Article 18 - Filling of Vacancies.

What is the process for changing shifts from evenings to days with regards to senority over another candidate???


Hello kelsey, I need more information are there shifts being offered  in your department for a change?

I will be cut to .6FTE starting August 31. How do I get my dues pro-rated?

Ohsu payroll department should make the adjustment to your union dues once the fte reduction takes place. I would check your paycheck to make sure they did the calulation correctly, if not I would contact the  payroll department to make the necessary corrections. The formula that they use is based on your base pay which is 1.38% of base pay plus $3.40.


Thank you for your question



I am a .4 employee that is constantly working at a .5 or higher FTE. I asked my supervisor if they could move me up to a .5 so I could get insurance, and they said no. Is there anything in the union contract that requires them to give me benefits if I consistently work at a .5 FTE over a certain period?

You should contact a union steward. Employees working more than their stated FTE is a problem which the union should take up with Human Resources.  It's a circumventioon of the contract to set an employee's FTE artificially low to avoid payment of benefits.

How is "job bid" defined? How is "senior bidding employee" defined? I need some clarification on 15.2. My understanding is that a vacant position will be given to the senior employee within a work unit if the vacant position is within the same classification. Does that mean that the position would be offered to the next senior person within the same class if the most senior person does not take the position? Any clarification you can provide would be very helpful. Thanks.

Your understanding is correct, however, "offer" is probably not the best way to think about it.

The employer must post the position for job bid. It is up to the employees who are interested to tell their manager after it has been posted. The manger then should award the position to the most senior employee who applied.

Iif the position was never officially posted, that might be grounds for a grievance.

I'm working as an Adminstrative Assistant and I think I should be classified as an Administrative Coordinator. What's the process for getting reclassified?

First, talk to your supervisor. Get copies of both classification specs and show in detail how the work you are currently doing falls more than 50% into the higher classifiaction. If your supervisor will support the reclass, it's a lot easier.

If your supervisor doesn't support the reclass, or if they agree with you but give some lame excuse for not reclassifying you such as "the budget won't allow it" then, you need to call the KnowZone or log onto the Ezone and get a steward to help you.

If you have done your homework of clearly listing your job duties and showing how they fall into the higher classification, the steward can help you file a grievance directly at step 2.

If the grievance isn't resolved at step 2, it may proceed to the Classification Appeals Board where a binding decision will be made.

So many jobs at OHSU require experience. How can I get experience if I can't get a job?

That dilemma is one of the reasons we negotiated language in our last contract that allows OHSU to offer training positions to employees who may not be fully qualified under the position description.

Below is the new contract language which provides for the creation of training positions within the bargaining unit.

15.4 Training Positions - The Employer may consider filling a vacancy with a trainee when there are no qualified internal applicants for position.

a. Once the trainee position is approved and posted, individual applicants shall be considered in the following order:

1. Regular employees covered by the Agreement.

2. Relief employees.

3. Flex employee.

4. Employees not covered by the Agreement.

5. External applicants

b. Training positions will be governed by the following:

1. The vacancies will be posted as AFSCME training positions. Existing applicable job classifications may be utilized with qualifications modified to support the trainee selection process. In the absence of an existing classification, a new trainee job classification will be created.

2. Training positions may not exceed one (1) position or fifteen percent (15%) of the openings of any one (1) job classification whichever is greater in any calendar year.

3. Cannot continue for more than twelve (12) months without mutual consent of the Union and the Employer.

c. Employees eligible for training positions are those that have:

1. Completed all required position evaluation periods.

2. No current performance appraisal less than satisfactory on file.

3. No active discipline. For purposes of this section active discipline is at or above the written warning level within the last eighteen (18) months. Discipline reduced to a verbal warning or withdrawn as a result of a grievance is not considered discipline for purposes of this section.

d. The wage rate for a trainee under this Article will be the equivalent of one (1) step below the entry level step for the appropriate job classification. Based on the employee’s progress toward becoming fully functional, the manager may increase the employee's pay to the entry the employee’s pay to the first step of the appropriate pay scale for the second six (6) months or until the assignment ends, whichever comes first.

e. The supervisor shall develop a training plan and objectives that set forth a reasonable timeframe by which the trainee must be fully proficient in the new job.

f. The Employer or employee may end the training assignment at any time with reasonable notice to the other and the department from which the employee came. The decision to end the training assignment is not subject to the grievance procedure. The employee will be returned to his or her position held immediately prior to the training position unless said position has been eliminated in the normal course of business. In the case of job elimination the employee will be laid off in accordance with Article 20.

g. The employee placed in the appropriate job classification upon the completion of the training assignment will not be required to serve an additional evaluation period.

h. Upon conclusion of the training assignment the employee, if not placed in the classification for which the employee is being trained, will be returned to the position s/he held immediately prior to the training position.

I am told that any OHSU AFSCME employee can transfer into another dept (if they are qualified) and resume their seniority in the new dept. This is NOT fair to those employees who are already in the dept and have worked a long time to be able to "bid" on shifts. This is done by employee seniority. I believe the newly transferred employee should maintain their OHSU seniority but coming into a whole new dept and "bumping" others who have worked the job longer is not right.

According to the contract, Article 7.35, seniority is defined as length of continuous service with the Employer.  (See Article 7.6 and 7.8.)

Article 7.6 defines how the seniority is calculated.  Article 7.8 defines Continuous Service as uninterrupted employment iwth the Employer [which is OHSU, not the individual department]. 

Seniority is based on how long you work with your employer, OHSU.  If you move around within the company, you are still being paid by the same employer. You are still working for OHSU even though you move from one department to another.

The only way to change this would be when we bargain a new contract, but before even considering such a radical change we'd need to be sure it was greatly desired by the members as a whole.

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