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

Frequently Asked Questions - Ask The Union A Question

How do I find out what my union member id number is?

Thank you for asking. it's on your union  membership card. If you don't have yours handy, you can call the state AFSCME office in Salem and they can give it to you.

Oregon AFSCME Council 75
1400 Tandem Ave NE
Salem, OR 97301
Phone: 503-370-2522 / 800-521-5954

I have a question about 10.2 & 10.3 in the contract. If I get called in under 10.3, does that reduce the hours I receive for 10.2? Thanks.

My reading of the contract, is that it's in addition. First sentence of the second paragraph (not the list). "All time logged shall be paid either straight time or overtime, whichever is applicable, in addition to the employee's on-call pay."

Why is the new Union contract not posted to the website. This contains valuable information on the VRIP and is needed for members to make decisions.

Hi Valerie,

The contract has just been finalized and is coming VERY soon.

The Voluntary Retirement Incentive Program is managed entirely by OHSU, and the union has very little to do with it or it's management. Information about it is on the o2. https://o2.ohsu.edu/human-resources/benefits/retirement/vri.cfm




VRIP - the "Retirement Team" is not providing answers to questions regarding the HRA option of VRIP. Example: Does the account roll over each year until spent. How do I access the funds? Basic items they need to explain. At what point is the union willing to grieve this?

Information about the VRIP and HRA are available at https://o2.ohsu.edu/human-resources/documents/upload/vrip_faq.pdf 

There are also information sessions (today the first one was at ONPRC.

A representative from the OHSU Retirement Team will be available at the following days/times to answer questions about the Voluntary Retirement Incentive Program:

  • Wednesday, Aug. 26, ONPRC Admin Room; 11 a.m. to 1 p.m.
  • Tuesday, Sept. 15, Mac Hall 3198, 3:30 to 5 p.m.
  • Wednesday, Oct. 14, CHH 3172; 3:30 to 5 p.m.

You may also contact the OHSU Retirement Team directly at or by phone at 503 494-7483.

Response to previous question - the VRIP was part of the union contract so there should be some involvement by AFSCME. ONA declined to participate while AFSCME agreed, thus it does have union involvement and the Union should make sure its members have all needed information..

HR and Benefits are still putting together information about what it will be involved.

You can do a web search, for Health Retirement Accounts and get information about the national regulations. It's not a matter of it rolling over, it's just yours, like a savings account which you can use for specific things (or pay a penalty to use it for other things).

There is a letter of agreement between OHSU and the union saying OHSU is doing this. I'm not sure what ONA's reasoning is, but given it's an entirely voluntary program, we couldn't see any reason to decline so our members can participate.



i applied for a job internally and was interviewed and then i received an email stating i was a strong candidate but they decided on another person, am i able to find out if they hired from insde or out and also waht specifically made this other person qualified over myself?

You can request (in writing-- email counts) to the hiring manager reasons for not being selected. You must do this within 7 days of being notified that you weren't selected. The manager must respond in writing within 7 days. 

You might want to look at the language of article 18.2.2. of the new contract available under forms in the Resources tab on the eZone.

I just tried to vote on the current contract and received a message saying that I was not eligible to vote in the union election. I'm a dues paying member that is reaching my 1 year anniversary. Why ineligible to vote?

Voting Closed at 8 AM on Monday July, 13.

I asked a question last week and got an email reply that my question had been answered. But when I return to the eZone site my question is not listed under the 'My Questions' section, so there is no way for me to see the answer? Thanks.

sent direct email with question.

I got my salary change notice from my manager for the conversion to the upcoming pay ranges. The form indicated that it includes my pay scale change plus the 2.5% AtB increase effective July 1. There is no mention of the lump sum payment referenced in 8.1.1. Is that being paid separately?

My understanding is the lump sum payment will be in your second paycheck of this fiscal year. It's not included in your salary change notice because it's not a change to your base salary.

Pharmacy Shift Differential for new Pharmacists - So Pharmacy is hiring new Pharmacists as Salary employees so everything in Appendix A of the contract doesn't apply to them. But, there is an Appendix I which states the differential rate for Pharmacy Techs and Pharmacists. Since Appendix I is not listed in Appendix A as not applying to salary employees. Shouldn't the new Pharmacists be receiving the differential rate that is listed in Appendix I?

I think since article 10.1 defines when you get differential, and appendix I is defining the rates used in 10.1 and article 10.1 is excluded in Appendix A, that would mean the differential rates wouldn't be used for salaried employees.

I have filed twice to have union representation thru the eZone and when I have check to see case I filed earlier their is nothing that indicate that I had sumitted a case

Investigatory cases once entered don't show up in the eZone for members. Stewards check the eZone 3 times a day, Monday-Friday and assign cases usually within 12-15 hours (end of one day to start of next day). Stewards usually contact the member on  the day the case is assigned.

I was required to attend a conference in another state. One of the days was on a Saturday and ended in before noon. Am I paid for travel and weekends?

You should be paid for hours worked (attending conference). For travel time it looks like it's governed by state law. The summary is:

On overnight trips, all the time an employee spends traveling during normal work hours must be compensated -- even on weekends. An employer is not legally obligated to compensate for travel time that falls outside of the employee´s regular work hours, except when the employee is required to drive.


So if you work 8-5pm, you would be paid for any travel during that time. And additionally if there is required driving time.

This is a good thing to clarify with your manager before you go on such a trip too.

One of my team members has been allowed remote access but the rest of our team has been continuously denied. The person allowed remote access has only worked here less than one month. What can be done about this?

According to article 6.5, approval of telecommuting is at the employers discretion, however you can request a written explanation of the denial. And then depending on the reasons, you may be able to file a grievance.

There may be reasons that the one employee has been allowed it that are confidential (accommodations for illness).

I recently passed my CMA exam while employeed at OHSU and I was told I am elligable for reimbursement. I am not sure who I should talk to about that, or if its even a possibility.

According to Contract article 22.2

Employees are responsible for attaining and maintaining at their own time and at their own expense the requisite skills and qualifications under any license or certification required by law for their job position.  If the Employer introduces a new requirement for an existing position then the employer shall be responsible for costs.

Your department might reimburse, but you'd need to talk to them about that.

Other potential resources--certification Resources at OHSU

·         The Professional Development Reimbursement Program (PDRP), offered through the OHSU/AFSCME Career and Workplace Enhancement (CWE) Center, may be able to reimburse some or all costs for AFSCME-represented employees to attain and maintain certification.

·         Healthcare Organizational Effectiveness offers trainings that have been approved for AAMA Continuing Education Units (CEUs) for the maintaining of your CMA.

·         Under the OHSU/AFSCME contract, AFSCME-represented employees are eligible for paid time off for job-related training. See Article 22.1 in the contract for further information.


If you suffer an injury and as a result are found to be unable to perform the essential functions of your job, what kind of resources does the contract give you? Preferential hiring list?

answered via email.

why can't I vote again since the bus pass issue has been added to the time clock issue? It seems I'm being punished for answering the poll question quickly the first time.

You should be able to. The polls aren't connected in terms of tracking who's voted on which ones. I would suggest  trying one more time and if that doesn't work, please call the ezone phone number with your phone number. 971-271-7832.

I just voted that I would accept 15 minute rounding in exchange for receiving the improved Tri-Met subsidy. Couldn't we negotiate to get the subsidy w/o agreeing to 15 minute rounding?

Called the member to discuss the issue. 

Follow-Up: Further, 3 of the FTE/classified employees didn't want to leave but were told it was "required." Shouldn't the FLEX, followed by FTE/classified VOLUNTARY release employees gone before EVERYONE required to leave? This was handled poorly, with subsequent bad feelings.

Here is the contract language:

19.10.1    Order of curtailment/cancellation.  Shift curtailment or cancellation shall take place in the affected work unit in the following order:
a.    Employees receiving overtime or other premium pay (consistent with the Employer’s right to assign and cancel overtime or premium pay)
b.    Employees who volunteer
c.    Temporary employees
d.    Employees working beyond their FTE requirement for the week
e.    Flex staff
f.    Relief employees
g.    Other regular employees in inverse order of seniority
Managers and employees in the same work unit are encouraged to utilize the consensus process to develop a different or supplemental order of curtailment or cancellation which best suits the needs and demands of their work unit.

I received an email from Payroll advising me of overpayments, and that they are reclaiming. Can you explain the overpayment?

This question is best answered by Deborah Burch in Payroll at burchd@ohsu.edu or call 503-494-8103. If you feel you are being treated unfairly or the adjustment is incorrect, and Payroll is unable to resolve the issue, you should file a grievance.

I received a question from a member recently about tuition reimbursement. Do you know what the underlying reason is behind why the supervisors approval is needed?

Tuition reimbursement is a program administered by the university, so you should contact HR for any questions about that program.

Does a "no" vote to (not) ratify the bargaining contract lead directly to a strike, or is there more/another round of contract bargaining to try and address the perceived shortcomings of the voted down contract?

The options are either:

YES > Ratify the new contract and accept all terms as described.

NO > Contract not accepted, move to strike.

If 60% of the membership votes "NO" we will strike until a new agreement is reached.

I just voted but received a message that I already voted. What is going with that?

Once you vote, the voting page will indicate that you have voted.  This indicates that your vote was recorded successfully.

Can a supervisor demote a lead worker to not being a lead worker with no just cause?

Just Cause is pretty specific

Article 23 Discipline and discharge

23.1    Progressive Discipline.  The principles of progressive discipline shall be used except when the nature of the problem requires more serious discipline or immediate action.  Progressive discipline includes the following steps: (1) documented verbal warning; (2) written warning; (3) suspension without pay, salary reduction, withholding pay increase, or demotion; and (4) dismissal.

23.2    Just Cause.  An employee may be disciplined, denied a salary increase, suspended, reduced in pay, demoted or dismissed only for just cause, which shall include misconduct, inefficiency, incompetence, insubordination, indolence, malfeasance, or other unfitness to render effective service.  The “Just Cause” standard is attached hereto and incorporated by reference under Appendix D

There is a Just Case Standard -- The answer to each of these questions must be YES before the demotion or they would have had to follow the Progressive Discipline track.


Just Cause Standard

The following questions will assist the parties in determining whether or not the “just cause” standard has been properly applied in instances involving the discipline or discharge of an employee as specified in Article 23 – Discipline and Discharge:

1.    Did the Employer provide the employee with forewarning or foreknowledge of the possible or probable disciplinary consequences of the employee’s conduct?

2.    Is the Employer’s rule, order or policy at issue reasonably related to the orderly, efficient and safe operation of the Employer’s business, and to the performance that the Employer might properly expect of its employee?

3.    Did the Employer, before administering discipline to the employee, make an effort to discover whether the employee did in fact violate or disobey a rule, order or policy of the Employer?

4.    Was the Employer’s investigation conducted fairly and objectively?

5.    During the investigation did the Employer obtain substantial evidence or proof that the employee engaged in the conduct for which the employee is being disciplined?

6.    Has the Employer applied its rules, orders, and discipline for the infraction involved evenhandedly and without discrimination against the employee?

7.    Was the degree of discipline administered by the Employer reasonably related to the seriousness of the employee’s offense and the performance record of the employee?

[back to sign in]