local083.seiu503.orgSEIU Local 503 | Sub-Local 083: Oregon State University

Skip to content Home Leadership Local 083 Officers Local 083 Stewards Local 083 Bargaining Delegates General Council Delegates Get Help! Hardship Leave Requests Layoffs: Article 48 Union Info Constitution & Bylaws of Local 083 About Our Union & FAQs Why I need a Union How to Help Ways to Help Your Union Get Active! Skip to content Why Join a Union? Hardship Leave Requests Home SEIU Local 503/SubLocal 083 at Oregon State University Latest Updates COVID 19 Update 3/16/2020 If you have immediate questions about coronavirus and your contract email back, contact Siobhan 630.699.0281 or burkes@seiu503.org contact Chief Steward Gloria O’Brien (East Greenhouse Main Campus) at obrieng60@gmail.com or the Membership Assistance Center 830-6 pm at 1-844-503-7348. The SEIU503 Higher Ed Bargaining team has drafted a Letter of Agreement (L.O.A) in regards to protecting compensation and leave balances in the event of illness or campus closure. We are currently waiting for a response from Brian Caulfield. Please see the language below highlighting relevant sections of our current Collective Bargaining Agreement. The current CBA is available here . SEIU 503 Higher Education Contract Collective Bargaining Agreement: ARTICLE 51: SAFETY AND HEALTH Section 1. Proper safety devices and clothing shall be provided by the university for all employees engaged in work where such devices are necessary to meet the requirements of the Department of Consumer and Business Services and the Oregon Safe Employment Act (ORS 654.001 to 654.295 and 654.991). Such equipment, where provided must be used. The Employer will ensure that workplaces, at a minimum, meet legal standards for health and safety. Upon request of the employee, the Employer will provide the employee with ergonomics information and appropriate training through the process available on each campus. Section 2(A) . If an employee claims that an assigned job or vehicle is unsafe or might unduly endanger the employee’s health and for that reason refuses to do the job or use the vehicle, the employee shall immediately give specific reason(s) in writing to the supervisor. The supervisor shall request an immediate determination by the university Safety Representative, or if none is available, a Safety Representative of the Department of Consumer and Business Services as to whether the job or vehicle is safe or unsafe. (B) Pending determination provided for in this Section, the employee shall be given suitable work elsewhere. (C) Time lost by the employee as a result of any refusal to perform work on the grounds that it is unsafe or might unduly endanger the employee’s health shall not be paid by the university unless the employee’s claim is upheld. Section 3. If in the conduct of official duties an employee is exposed to serious communicable diseases which would require immunization or testing, or if required by the university, the employee shall be provided immunization against or testing for such communicable disease without cost to the employee and without deduction from accrued sick leave. Where immunization or testing shall prevent or help prevent such disease from occurring, employees shall be granted accrued sick leave with pay for the time off from work required for the immunization or testing. An employee shall notify the employee’s supervisor immediately 89 when the employee has knowledge of exposure to a communicable disease. Section 4. Each university will maintain a written procedure for the safe evacuation of buildings in the event of fire, explosion, and threats involving explosive devices or other actual or potential disaster. The written procedure will provide for reasonable efforts to notify employees that a bomb threat has been received when the employees’ work locations are in areas to which the threats have been specifically directed. If management has determined that such a bomb threat does not justify evacuation, an employee so notified, whose absence in management’s opinion would not compromise safety, security or health, will be allowed to leave the employee’s work location on leave without pay status for no longer than the remainder of the employee’s scheduled work shift. The Union will be given the opportunity to provide information to management officials responsible for developing and maintaining notification/evacuation/search procedures and to discuss with such officials any perceived problems with the procedures. Following discussion between the Union and the university management, the procedure will be made known to all employees. Section 5 . The university will, at least annually, advise employees of the name and telephone number of the university Safety Representative. Employees are encouraged to report any condition believed to be unsafe to the Safety Representative. After investigation, the reporting employee will be advised promptly of the results of the investigation and the corrective action taken. This does not preclude employees exercising their rights under the law or this Article. Section 6 . The Employer shall have a written hazardous material communication program. This written program shall be available to employees and their representatives. Employees shall be informed of any toxic or hazardous materials in their workplace. Section 7 . The Employer shall solicit and consider the Union’s comments concerning the policies and procedures referred to in Section 6 of this Article. Article 50. Section 11. Telecommuting. An employee’s written request to the immediate supervisor, and a copy to the chief human resource officer or designee to telecommute will be approved or denied based on the operating needs of the University, and pursuant to the University telecommuting policy. The employee may request to have the denial in writing pursuant to the provisions of Article 9, Section 2 (defines “operational needs”). An approved telecommuting agreement may be rescinded in writing based on the operating needs of the University. Article 58. Section 2 Inclement Weather/Hazardous Conditions Leave Bank (c) Employees shall be granted forty-eight (48) hours of paid time to use in the event an entire campus receives a delayed opening or is closed due to inclement weather or hazardous conditions. The University President or designee, in their sole discretion, may declare any hours not worked beyond the forty-eight (48) hours due to the delay or closure as paid time. Such a declaration shall be made within seven (7) calendar days of the campus reopening. Where no declaration is made within that time, or where the declaration is that a form of leave must be used, the subsections (D) and (E), below, are to be followed. When announcing the delay or closure, Universities with multiple locations will specify which location is delayed or closed. The forty-eight (48) hours shall accrue July 1, 2019 and expire June 30, 2021. For employees hired after July 1, 2019, these hours shall accrue on a prorated basis. Unused hours shall not be paid to the employee. ______________________________________________________________________________ Telecommuting is being encouraged and most supervisors are following guidance. Let us know if you are being refused. Union Meeting Announcement: Thursday, March 19th Agendas will start at 11:30 and noon. Join us for one. You can call in for audio only (like a regular phone call/conference call). Or you can download Zoom on your smartphone (many of you may already have it on one of your devices). If you will not be able to access this meeting email back asap. Thanks!! ​​​​​​​ CALL IN INFORMATION: (Thanks to steward Jessica King for setting this up!) King, Jessica L is inviting you to a scheduled Zoom meeting. Topic: Your Contract and Coronavirus Time: Mar 19, 2020 11:30 AM Pacific Time (US and Canada) Join Zoom Meeting https://oregonstate.zoom.us/j/ 679016327 Phone Dial-In Information +1 669 900 6833 US (San Jose) +1 929 205 6099 US (New York) Meeting ID: 679 016 327 Join by P...