Legacy Mt Hood Bargaining Update #02
We have kicked off bargaining for our contract, your bargaining team has met with management twice, and we have made proposals on issues except cost items like pay and benefits.
We believe we have secured bargaining dates through March 26, 2025 and we will continue to keep you up to date through our Facebook group (fastest up date), flyers, and email (must opt in to receive emails).
Through our bargaining surveys, a majority of you said these are our top priorities for bargaining:
PAY
Wage increase now and promises of future increases that are industry-leading and reflect the cost of living.
A fair system for setting wages that rewards employees who stay at LMH, and helpful in recruiting new employees.
Improve differentials and make sure they are equally applied.
BENEFITS
Affordable healthcare for us and our families.
JOB SECURITY
No layoffs during this time of negotiations and merger process.
Guaranteed process in our contract for the future, that retains our skilled employees in other positions throughout the employer’s system.
EDUCATION
Financial assistance for school and required certifications.
Support to be successful in school.
Highlights from our union’s opening proposals:
Non-Economic Issues
1. Ground Rules: Conduct at the table, bargaining dates, release of bargaining team members and
observers for bargaining.
2. Recognition: The Employer recognizes the bargaining unit the contract will cover and their obligation to negotiate with union representatives.
3. Union Security: All union-represented employees must become members of our union.
4. Union Representation: Union members are entitled to have bulletin boards at the worksites, union representatives access to worksites, and orientation of new employees to our union.
5. Equal Opportunity & Respect: Making sure everyone is treated with dignity and respect in an environment free of discrimination and harassment.
6. Job Descriptions: Job descriptions will reflect actual job responsibilities, and any changes by mutual agreement.
7. Grievances Procedure: Employees can file a grievance if we believe management has violated the contract, with a defined process and timelines to meet.
8. Rest & Meal Periods: Ensuring everyone is receiving rest during their shift.
9. Discipline & Discharge: No one can be disciplined or discharged without “just cause,” meaning a good and fair reason and an opportunity to improve. Employees who believe a meeting may lead to discipline have the right to union representation.
