Bargaining Update: Management Pushing for June Deadline—But at What Cost?

Bargaining has taken an unexpected turn—and it’s moving fast. This week, management surprised us by announcing they want to conclude bargaining by the end of June. While the reason for the sudden urgency at the table is unclear, we were able to reach tentative agreements on six more contract articles, marking significant progress:

Access to Computers
Safe Staffing
Labor-Management Committee
Discipline & Discharge Process
Safety & PPE
Grievance Procedure

These agreements include quarterly Labor-Management meetings for SEIU 49 members to continue addressing workplace issues and ensure our voices are heard. We also had meaningful engagement around anti-discrimination and anti-harassment language. While details are still being finalized, both sides agreed it’s a critical priority.

However, Trouble Ahead on Wages, Benefits & Equity

As we shift toward the economic proposals—wages, healthcare, and benefits—management’s tone has changed. Despite our progress, they’ve made it clear: they are only willing to offer 2–3% wage increases, claiming our pay is “at or above” market rate.

But their market logic is flawed—and their wage system, called the “triennial assessment,” is part of the problem. This system gives management complete control over how, when, and even if employees get raises. It is inconsistent, arbitrary, and designed to minimize wage growth.

Let’s look at one example:

A Patient Access Representative with 40 years of service at Mt. Hood currently earns $28.19/hr.
That same position at Legacy Emanuel, after only 15 years of service, would earn $30.19/hr.
That’s a $2/hr difference—over $4,160 in lost wages annually.

Education Fund Held Hostage

To make matters worse, management insists that any contributions toward the Education Fund (ED Fund) must come out of our wage increases. In other words, we must choose between a raise or support for education. This is a stark contrast to the Emanuel and Good Sam contracts, where the Ed Fund is funded separately and does not reduce wage increases.

Unless we accept their limited offer—and their distorted view of our worth—they won’t even guarantee us access to the same Education Fund benefits that our Legacy counterparts receive.

Bottom Line:

Management wants to move quickly, but not fairly. They’re trying to rush a deal while offering substandard economics and cherry-picked comparisons. We’ve made important progress—but if we don’t push back now, we risk locking in years of inequity.

Let’s stay united. Our wages, our education, and our future are on the line

TAKE ACTION

Click here to sign bargaining team support petition — Let’s show management we are stnding united!
PURPLE UP! Wear your purple on Wednesdays
Stop by our Union Table between 12:00 and 1:30 at the Boardroom on the following dates:
- 5/30 Friday
- 6/06 Friday
- 6/09 Monday
- 6/13Friday
- 6/20 Friday
- 6/27Friday
- 6/30 Monday
- Additional dates will be announced soon